HomeMy WebLinkAboutManagement Employees' Organization (MEO) - 2021-12-01 2000 Main Street,
Adak Huntington Beach,CA
City of Huntington Beach 92648
File #: 21-937 MEETING DATE: 12/1/2021
REQUEST FOR CITY COUNCIL ACTION
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Oliver Chi, City Manager
PREPARED BY: Brittany Mello, Interim Administrative Services Director
Subject:
Introduction of the Proposed Memorandum of Understanding Between the Management
Employees' Organization (MEO) and the City of Huntington Beach for January 1, 2022,
through December 31, 2024
Statement of Issue:
The Memorandum of Understanding (MOU) between the City of Huntington Beach and the
Management Employees' Organization (MEO) expires on December 31, 2021. The City and MEO
have engaged in good-faith discussions, and in November 2021, reached tentative agreement on
new MOU terms for a 3-year contract covering the period January 1, 2022, through December 31,
2024.
Financial Impact:
Pursuant to the terms agreed upon with MEO, the Finance Department estimates the total projected
average annual cost increase of the MOU to be $514,541 per year during the life of the agreement.
Recommended Action:
Approve the introduction of the proposed Memorandum of Understanding between the Management
Employees' Organization and the City of Huntington Beach for the period of January 1, 2022, through
December 31, 2024.
Alternative Action(s):
Do not approve the introduction of the proposed successor MOU for MEO employees, and direct staff
to: (1) continue to meet and confer with the Association, or (2) utilize the impasse procedures
contained within the City's Employer-Employee Relations Resolution
Analysis:
The Management Employees' Organization (MEO) represents approximately 105 employees in the
City.
Representatives for the City and MEO engaged in active discussions over an extended period,
City of Huntngton Beach Page 1 of 2 Printed on 11/302021
p emd?tg Legis ,-
File #: 21-937 MEETING DATE: 12/1/2021
ultimately reaching tentative agreement on contract terms for a 3-year period. Key changes in the
proposed MOU include the following:
Term of Agreement
January 1, 2022, through December 31, 2024
Salary Range Adiustment
• Effective January 1, 2021, employees will shift to a new, seven-step salary range (A - G).
Classifications will be placed on the nearest Step F in the new range without losing any
wages. Once on Step F, classifications will be moved to a range two percent (2%) higher. All
employees will be placed on the step in the new salary range that is closest to their current
base salary step without being less.
• Employees who have reached top step (Step G) will be eligible to earn an annual merit-based
bonus of up to three percent (3%) of their base rate of pay at their regularly-scheduled
performance evaluations.
Medical Benefits
• Beginning January 1, 2022, the City's maximum monthly contribution to medical plan rates will
increase proportionally based on the medical plan and enrollment tier, with the highest
maximums correlating to the Blue Shield PPO plan of$740.00 for employee only; $1,373.19
for two party; and $1,547.03 for family coverage.
• Beginning January 1, 2023, the City's maximum monthly contribution will increase by $23.33
per month, per medical plan, per enrollment tier, up to, but not to exceed the monthly plan
premium cost.
Leave Benefits
• Add Christmas Eve Day (December 2411 each year) and New Year's Eve Day (December 3151
each year) to the list of approved City-paid holidays.
These key changes and all other negotiated provisions are included in the proposed Memorandum of
Understanding.
Environmental Status:
Not applicable.
Strategic Plan Goal:
Non Applicable - Administrative Item
Attachment(s):
1. Summary of Memorandum of Understanding Modifications
2. Fiscal Impact Report
3. Proposed Memorandum of Understanding
City of Huntington Beach Page 2 of 2 Pnnted on 11/302021
io wwecgt4 Legistar^
City of Huntington Beach
Management Employees Organization (MEO)
Summary of MOU Modifications
November 23, 2021
Article# Subject Proposal
Article I Term January 1, 2022—December 31, 2024
Term of MOU
Article VI New Salary Range Effective January 1, 2022,shift to a new master salary schedule
Salary Schedules that includes seven-steps (A—G)with five percent (5%) between
each step; and one percent(1%) between each range.
Employees will be placed on the new salary range by moving
from Step E on the current range to the nearest Step F on the
new range without losing any wages, plus a 2% initial wage
increase by increasing the assigned range by 2%.
All employees will be placed on the step in the new salary range
that is closest to their current base salary step without being
less.
Employees will have the ability to earn step adjustments with a
positive performance evaluation at their next regularly
scheduled performance evaluation date.
Article V Performance Based Employees will have the ability to earn up to 3%merit-based
Special Pay Bonus bonus after the employee hits top step at their next regularly
scheduled performance evaluation date. This bonus will be
provided as a lump sum and will not increase the employee's
base salary.
Article X Employer contribution to A modification to Article X to increase the monthly maximum
Health and Health and Other employer contribution towards flex benefits per attached rate
Otherinsurance Insurance Benefits sheets.
Benefits
Article XII City Holidays Add Christmas Eve Day(December 24th each year)and New
Leave Benefits Year's Eve Day(December 31st each year) to the list of approved
City-paid holidays.
MOU language clean up: Modernize MOU language and make other non-substantive language
changes.
Page 1 of 2
44
Summary MOU Modifications MEO-November 23, 2021
City of Huntington Beach
2022 Health Premiums and Contributions
Effective I/1/2022
MEO
Monthly Employer Employee Employee
Plan Tier Premium Monthly Monthly BI-Weekly
Contribution Contribution Contribution
Single 582.00 582.00 0.00 0.00
Kaiser Two-Party 1,255.00 1,158.71 96.29 44.44
Family 1,643.00 1,330.94 312.06 144.03
Single 621.00 621.00 0.00 0.00
Blue Shield TRIO Two-Party 1,326.00 1,158.71 167.29 77.21
HMO
Family 1.707.00 1,330.94 376.06 173.57
Single 677.00 677.00 0.00 0.00
Blue Shield HMO Two-Party 1,455.00 1,219.11 235.89 108.87
Family 1,875.00 1,409.31 465.69 214.93
Single 740.00 740.00 0.00 0.00
Blue Shield PPO Two-Party 1.531.00 1,373.19 157.81 72.84
Family 1,890.00 1,547.03 342.97 158.29
Single 567.00 567.00 0.00 0.00
Blue Shield HDHP Two-Party 1,163.00 1,163.00 0.00 0.00
Family 1.432.00 1.432.00 0.00 0.00
Single 58.30 42.88 15.42 7.12
Delta Dental Two-Party 108.80 81.82 26.98 12.45
PPO
Family 143.50 116.36 27.14 12.53
Single 30.11 23.00 7.11 3.28
Delta Care HMO Two-Party 51.19 39.11 12.08 5.58
Family 78.29 59.81 18.48 8.53
Single 23.33 17.84 5.49 2.53
VSP Vision Two-Party 23.33 17.84 5.49 2.53
Family 23.33 17.84 5.49 2.53
Medical Opt-Out:$582.00 per month ($268.62 bi-weekly)
Employee and City contributions subject to change as a result of contract negotiations
45
�V City of Huntington Beach
MEO Proposal
Proposed Term 3 years
Year 1 Year 2 Year 3
2022 2023 2024
MOU Estimated YOY Estimated YOY Estimated YOY Total Cost of
Item 4 Union Description Rate/S Impact Impact Impact Proposal Notes:
1 MEO Term:3 years(January 1,2022 through December 31,2024)
2a MEO Salary Adjustment-Move to new range 2%increase,7 steps, Various 947.608 216,109 20,422 1,OB4,139
5%between steps
Assume 2%due to department
2b Ii Annual Top Step Bonus up to 3% Up to 3% - 189,356 29,557 219,913 discretion in bonuses given
3 MEO Health Insurance 78,375 31,635 - 110,010
4 MEO 2 Additional Paid Holidays 18 firs 123,585 4,404 2,572 130,561
Total Cost of Proposal MEO 1,049,56111 441,SO4 52,552 2,543,623
46
LEGISLATIVE DRAFT
MEMORANDUM OF UNDERSTANDING
BETWEEN
HUNTINGTON BEACH
MANAGEMENT EMPLOYEES' ORGANIZATION
AND
CITY OF HUNTINGTON BEACH
Nevemb January 1 , 2022-'T-Q%y — 8ebe
December 31 , 20240
MEMORANDUM OF UNDERSTANDING
MANAGEMENT EMPLOYEES' ORGANIZATION
TABLE OF CONTENTS
PREAMBLE .................................................................................................................................1
ARTICLE I - TERM OF MOU .......................................................................................................1
ARTICLE II - REPRESENTATIONAL UNITICLASSIFICATIONS ...............................................1
ARTICLE III - MANAGEMENT RIGHTS ......................................................................................2
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT......................................................2
ARTICLE V - SEVERABILITY .....................................................................................................2
ARTICLE VI - SALARY SCHEDULE...........................................................................................2
A. SALARY SCHEDULE. .. .. ....................................................................................................................2
B. PERFORMANCE BONUS 4. 1ag—
lasreaae ......... ................... ......._............................3
ARTICLE VII - SPECIAL PAY ...................................................................................................34
A. EDUCATIONAL TUITION .....................................................................................................................34
BBILINGUAL PAY ......................................................................................................................34
ARTICLE VIII - UNIFORMS.......................................................................................................34
A. GENERAL POLICY .............................................................................................................................45
B. AFFECTED PERSONNEL.........................................................___........... .........................................45
C. PERSONAL PROTECTIVE EOUIPMENT.................................................................................................4;
D. EMPLOYEE RESPONSIBILITIES. .......................................................................................................45
E. CITY RESPONSIBILITIES.......... . .. .....................................................................................................6E
F DEPARTMENT HEAD OR DESIGNEE RESPONSIBILITIES ........................................................................66
ARTICLE IX - HOURS OF WORK/ADMINISTRATIVE LEAVE.................................................66
A. OVERTIME ..._. ............................................................................................................................._.67
BADMINISTRATIVE LEAVE....................................................................................................................67
C. FLEX SCHEDULE AND HOURS OF WORK.............................................................................................67
1 5140 Work Schedule _.....................................................................I....I.............. 67
2 9/80 Work Schedule.. .._................................................................._...............................__......__._...... . 67
3 4/10 Work Schedule _ ............................................................. ...............................I................... 67
ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS................................................n
A. HEALTH .. .........._. 78
B. ELIGIBILITY CRITERIA AND COST..... .... ........ ......... ........ ....... . ...... .._. 78
1 City and Employee Paid Medical Insurance- Employee and Dependents.... .. .. ... ................ ........ . 78
2 Health and Other Insurance Premiums.__.___.__._.__.................................... ......... ......I..... ....... ..._. . 8
a Health Premiums and ConMbutions._............................................................................................... 8
3 Future Premiums and City Contributions......._................................_............._....._................._._....__ 389
4 Medical Cash-Out......... .............. ......... ...................-...... ......................__._.._..............._................__._4.9
5 Section 125 Plan........................................-..... .......__........_.................................................................... 449
C LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT......................................................................... 11
D. LONG TERM DISABILITY INSURANCE .................................................................................................. 11
E. MISCELLANEOUS..........................................................................................................................4211
1 City Paid Premiums While On Medical Disability___........_...._.._. ....... .............................._... 4211
2 Insuance Benefits Advisory Committee _..._.. ___._ _....... .......__. .............. . 12
F. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR CITY MEDICAL SUBSIDY PLAN................ 12
MEO MOU an i. 202234 through 9ctoo&vDecember 31, 20240
1 49
MEMORANDUM OF UNDERSTANDING
MANAGEMENT EMPLOYEES' ORGANIZATION
TABLE OF CONTENTS
G. POST 65 SUPPLEMENTAL MEDICARE COVERAGE ......__................................................................._. 4-312
H ANNUAL MAXIMUM BENEFIT FOR DENTAL PPO PLAN........... ......._....................................................... 13
ARTICLE XI - RETIREMENT BENEFITS ..................................................................................13
A. BENEFITS......................................................................................................................................... 13
1 Self Funded Supplemental Retirement Benefit............................................_. .......... 1 13
2 Medical Insurance for Retirees. .. ......... ................................................. 3413
a Medical Insurance Upon Retirement_ .. ..... ....... .. 4413
B PUBLIC EMPLOYEES RETIREMENT SYSTEM CONTRIBUTIONS AND REPORTING..................................... 14
1 Classic Member Miscellaneous Unit Members . .... . - ... ..........-............ ...................... 14
2 New Member Retirement Benefits...._... ................................................................................................ 4614
3 Pre-Retirement Optional Settlement 2 Death Benefit............................................................................ 15
4 Fourth Level of 1959 Survivor Benefits_......................................................_............_....._........_......__ 15
ARTICLE XII - LEAVE BENEFITS.........................................................................................4415
A. GENERAL LEAVE ......................................................................................................................._. 4615
1 Accrual _.................................................................................. ........ 3615
2 Eligibility and Approval................................................................................................... 16
3 Leave Benefit Entitlements............................................................................................................................ 16
4 Conversion to Cash I........................................................................................................................... 16
B. CITY PAID HOLIDAYS ....................................................................................................................4-716
C. SICK LEAVE ..................................................................................................................................... 17
D. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM.................................................................. 19
E. BEREAVEMENT LEAVE ....................................................................................................................... 19
FRELEASE TIME..................................................................................................................................19
ARTICLE XIII - CITY RULES.....................................................................................................19
A. PERSONNEL RULES... __-.............................................................................................................. 19
B EMPLOYER-EMPLOYEE RELATIONS RESOLUTION .............................................................................. 19
1 Modification of Section 7 - Decertification and Modification............... ............................... ...............................20
C RULES GOVERNING LAYOFF, REDUCTION IN LIEU OF LAYOFF AND RE-EMPLOYMENT ..........................21
1 Part 1 - Layoff Procedure.. .... ....... ..........-........................ ............... .........................................................21
2 Order of Layoff..................................................................................................................................................22
3 Notification of Employees............. ........................................................................... 23
4 Part 2 - Bumping Rights......................................................................................_ 2421
5 Part 3 - Re-Employment _..._ _..._. __..... __._. _. 25
ARTICLE XIV - DURING THE TERM OF THE AGREEMENT...................................................26
A. CLASSIFICATION AND COMPENSATION STUDY .....................................................................................26
B PERFORMANCE EVALUATIONSHPI q,ivG, oRwRr.................................................................................26
ARTICLE XV - MISCELLANEOUS........................................................................................2-726
A. PHYSICAL EXAMINATION ...................................................................................................................27
BVEHICLE POLICY .... .. .. .._ ..........._.................................................._.........127
C DEFERRED COMPENSATION LOAN PROGRAM........................ ................................................... . 28
D. COLLECTION OF PAYROLL OVERPAYMENTS...... ....................................................................... 2-929
E. REQUIRED FINGERPRINTING OF EMPLOYEES THAT WORK WITH SENIOR CITIZENS ................................ 29
F. ACTING ASSIGNMENT................................................................................................................... . .29
G. RETURN TO WORK ..................................................................................................................... 2b30
H. CONTROLLED SUBSTANCE AND ALCOHOL TESTING..................................... ................... _................. 30
I MANAGEMENT AND EXECUTIVE MANAGEMENT RELATIONS COMMITTEE ...................................... 30
MEO MOU A1wwp;beiF nu r�y1 202239 through 9stebeaDecember 31. 20244D
I 50
MEMORANDUM OF UNDERSTANDING
MANAGEMENT EMPLOYEES' ORGANIZATION
TABLE OF CONTENTS
.1 PUBLIC EMPLOYEE DISASTER WORKER _.. . __._..._._........_._ .................. 30
ARTICLE XV - CITY COUNCIL APPROVAL.............................................................................31
EXHIBIT A - SALARY SCHEDULE........................................................................................................32
EXHIBIT B - RETIREE SUBSIDY MEDICAL PLAN ..............................................................................36
SCHEDULE OF BENEFITS _.........._..............................................................................36
A MINIMUM ELIGIBILITY FOR BENEFITS..............................................................................................36
B DISABILITY RETIREES....................................................................................................................36
C. MAXIMUM MONTHLY SUBSIDY PAYMENTS..................................................................................................37
RETIREE SUBSIDY MEDICAL PLAWMISCELLANEOUS PROVISIONS...........................................................37
AELIGIBILITY__.__._............ ....... ..._........ ._.................................................................................37
B. BENEFITS.....................................................................................................................................38
CSUBSIDIES ..... ............................................................................................................................38
D. MEDICARE ...................................................................................................................................38
ECANCELLATION _..........._....................................................................................................39
FXH'QIT_G_vct-�WICI r1 ................._...............................................................40
EXHIBIT CO - PHYSICAL EXAMINATION DESCRIPTION I.......................................................4440
EXHIBIT DE - 9180 WORK SCHEDULE I I.............................................. ..................... 4241
9180 WORK SCHEDULE DEFINED.......................................................................................................4241
A. FORTY(40) HOUR WORK WEEK ...................................................................................................4241
B. Two-WEEK PAY PERIOD..............................................................................................................4241
CA/BSCHEDULES..........................................................................................................................4241
DEMERGENCIES.............................................................................................................................4342
LEAVEBENEFITS..............................................................................................................................4342
EXHIBIT EF-4110 WORK SCHEDULE......... .......................................................... ...........— 4443
EXHIBIT FG -VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM GUIDELINES........ 4644
MEO MOU Nwiem ep4 nUa!)L1 20a3G through CaeOeFDecember 31. 2024G
III 51
MEMORANDUM OF UNDERSTANDING
between
THE CITY OF HUNTINGTON BEACH
(Hereinafter called CITY)
and
THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION
(Hereinafter called ASSOCIATION or MEO)
PREAMBLE
This Memorandum of Understanding is entered into by and between the City of
Huntington Beach. a Municipal Corporation of the State of California. herein called "City." and
the Huntington Beach Management Employees Organization, a California Organization, herein
called "Association "
WHEREAS, pursuant to California law. the City. acting by and through its designated
representatives, duly appointed by the governing body of said City, and the representatives of
the Association. a duly recognized employee association have met and conferred in good faith
and have fully communicated and exchanged information concerning wages hours, and other
terms and conditions of employment for the period January 1 , 2022 through
9etebeFDecember 31, 2024G
WHEREAS. except as otherwise expressly provided herein, all terms and conditions of this
Agreement shall apply to all employees represented by the Association and
WHEREAS. the representatives of the City and Association desire to reduce their agreements
to writing
NOW THEREFORE this Memorandum of Understanding (MOU) is made to become effective
wn,opmhAF January 1 , 20223-8 and it is agreed as follows
ARTICLE I = TERM OF MOU
This Agreement shall be in effect for a period of one three Q4) years commencing Nevembea
January 1 . 2022449, the effective date, and ending midNght 9eie 1 ecember 31 2024A
The parties agree to commence negotiations on a successor MOU by not later than May
September 1, 2024A.
ARTICLE II = REPRESENTATIONAL UNIT/CLASSIFICATIONS
It is recognized that the Association is the employee association which has the right to meet and
confer in good faith with the City on the behalf of employees whose classifications are listed in
Exhibit A, attached hereto and incorporated by reference herein
MEO MOU Nowwbw-11 L1.207249 through AstoWcDecember 31 20240
1 52
MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE III — MANAGEMENT'S RIGHTS
The parties agree the City has the right to make unilateral management decisions that are
outside the scope of bargaining. as defined by state and federal law and Public Employment
Relations Board (PERB) decisions Except as expressly abridged or modified herein. the City
retains all rights powers and authority with respect to the management and direction of the
performance of City services and the work forces performing such services. provided that
nothing herein shall change the City s obligation to meet and confer as to the effects of any
such management decision upon wages, hours and terms and conditions of employment or
be construed as granting the City the right to make unilateral changes in wages. hours, and
terms and conditions of employment Such rights include. but are not limited to, consideration
of the merits. necessity, level or organization of City services, including establishing of work
stations. nature of work to be performed, contracting for any work or operation, reasonable
employee performance standards. including reasonable work and safety rules and regulations
in order to maintain the efficiency and economy desirable for the performance of City services
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT
Except as otherwise expressly provided herein, the adoption of this Memorandum of
Understanding shall not change existing benefits and terms and conditions of employment
which have been established in prior Memoranda of Understanding, and/or provided for in the
Personnel and Departmental Rules of the City of Huntington Beach
ARTICLE V - SEVERABILITY
If any section, subsection, sentence clause. phrase. or portion of this MOU or any additions
or amendments thereof, or the application thereof to any person, is for any reason held to be
invalid or unconstitutional by the decision of any court of competent jurisdiction. such decision
shall not affect the validity of the remaining portions of this resolution or its application to other
persons The City Council hereby declares that it would have adopted this MOU and each
section subsection sentence. clause phrase, or portion. and any additions or amendments
thereof. irrespective of the fact that any one or more sections. subsections sentences, clauses.
phrases, or portions, or the application thereof to any person be declared invalid or
unconstitutional
ARTICLE VI - SALARY SCHEDULE
A Salary Schedule
Employees shall be compensated at rates by classification title and salary range during the
term of this Agreement as set out in Exhibit A attached hereto and incorporated herein
unless expressly provided for in other Articles of this MOU All employees are
required to utilize direct deposit of payroll checks The City shall issue each employee direct
deposit advice (payroll receipt) each pay period that details all income withholdings. and
deductions
MEO MOU Nwmmbw4i nuarY1. 20U40 through 0d9bw4&g0ber 31, 20210 53
2
MANAGEMENT EMPLOYEES' ORGANIZATION
0
Effective at the beginning of the pay period including January 1, 2022, the parties agree
that the salary schedule in Exhibit A reflects the following modifications from the salary
schedule in the 2019-2020 MOU
1 The salary schedule will include seven (7) steps from A-G,
2 The steps will be five percent (5%) steps,
3 The salary ranges will be one percent (1%) apart,
4 Each iob classification will be assigned a salary range by.
a Locating the range on the new salary schedule with a Step F that is nearest to
the position's current top step (Step E) without being less, and then.
b Moving two ranges higher, thereby providing a wage increase of not less than
two percent (2%) for all employees in the Association
5 Each employee will be placed on the step (A-F) of their classifications assigned salary
range that is nearest to their base salary step (A-E of the 2019-2020 salary schedule)
without being less
Once placed on the new seven-step salary schedule, employees will be eligible to move to
the next step on their anniversary date (i e , the date they are due for their next evaluation)
upon receipt of a satisfactory evaluation
B Performance Bonus
Effective at the beginning of the pay period including January 1, 2022, employees in the unit
who are at Step G on the salary schedule are eligible for an annual performance bonus of
up to three percent (3%) of their base pay at the time of their evaluation
The annual performance bonus amount will be determined based upon the evaluation of the
employees performance A completed performance evaluation with specific recognition of
outstanding performance must be attached to the Personnel Action Form and sent to the
Human Resources Division The evaluation will also identify performance goals and
obiectives
Employees who disagree with the performance bonus award granted by their supervisor /
manager may appeal the decision directly to their Department Head for additional
consideration After review, the Department Heads final decision regarding the performance
bonus award amount shall be final and binding, and shall not be subiect to grievance.
MEO MOU NoYGR becJanuary 1 20223a through Qoekw Decemoer 31 20249 54
3
MANAGEMENT EMPLOYEES' ORGANIZATION
The parties agree that to the extent permitted by CaIPERS or law, the City will report the
compensation in this section as special compensation pursuant to Title 2 CCR Section
571(a)(1) Bonus
ARTICLE VII - SPECIAL PAY
A Educational Tuition
1 Upon approval of the Department Head and the Administrative Services Director--Gf
permanent employees may be compensated for courses from
accredited educational institutions. including vocational schools Tuition reimbursement
shall be limited to lob-related courses or lob-related educational degree objectives and
requires prior approval by the Department Head and the Administrative Services Director
of Human Re6awFG4&6
2 Education costs shall be reimbursed to permanent employees for tuition. books. parking
(if a required fee), and any other required fees upon presentation of receipts. However,
the maximum reimbursement shall be not more than one thousand seven hundred and
fifty dollars ($1,750) in any fiscal year period per employee
a Employees may not carry-over and be reimbursed for prior fiscal year education
costs in successive fiscal years
3 Reimbursements shall be made when the employee presents proof to the Administrative
Services Director of HuFRaR Re6GUFGe6 that h&6hethey haves successfully completed
the course with a grade of C" or better, or a "Pass" if taken for credit
C-B Bilingual Pay
Permanent employees who are required by their Department Head to use Spanish.
Vietnamese or American Sign Language skills as part of their lob assignment. shall be paid
an additional five-percent (5%) of their base hourly rate in addition to their regular bi-weekly
salary Permanent employees may accept assignments utilizing bilingual skills in other
languages on a short-term assignment with approval by the City Manager Such employees
shall receive the additional five percent (5%) for every bi-weekly pay period that the
assignment is in effect In order to be eligible for said compensation. an employees
language proficiency will be tested and certified by the Administrative Services Director of
Human Re6GUFGeG or their designee The special pay shall be effective the first full pay
period following certification as verified to the Department Head in writing by the
Administrative Services Director or their designee
The parties agree that to the extent permitted by law. Bilingual Pay is special compensation
and shall be reported to CaIPERS as such pursuant to Title 2 CCR. Section 571(a)(4)
Bilingual Premium
MEO MOU Nawmbev t ng 1. 20aQ through 9GUDer-peoember 31 20240 55
4
MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE VIII — UNIFORMS
The City agrees to provide uniforms to employees on active duty who are required to wear
uniforms
A General Policy
The City shall furnish uniforms to those employees designated by the various Department
Heads as required to wear a standard uniform for appearance, uniformity and public
recognition purposes, in the procedures and guidelines set forth hereinafter
B Affected Personnel
All employees In classifications listed below shall wear a standard City adopted uniform
Each Department Head shall determine which employees must wear a uniform
Department Job Classification Un'ta Items
Type
Community Dev 0125 Code Enforcement Supervisor 3-polo shirts,2;ars a!paints(khaki style),levee hat,aw0]ewe pair of safety
boots.
Community Dev 0072 Principal Electrical Inspector 5 QPolo lihlrts, 1 packet, 1 pWindbreaker(not annually), 1 hKat,shoes
Community Dev 0073 Inspection Supervisor PPE/Safety
Community Dev 0076 Principal Inspector Plum/Meth
Community Dev 0075 Inspection Manager c Palo rh.As, laelreii, , ,.,._...__lr_.,__. ___.._l..i 1 Hall,ShOOS 1244_600V
Community Dev 0598 Building Manager
Community Srvcs 00" Beach Operations Supervisor 5 2Polo pGhirts, 1 Racket(not annuallyl, 1 hat. 1 pair boob(not annually),1 haE
Community Srvcs 0133 Supv Parking&Camping Facility 5 shirts, 1 packet(not annually), 1 hat
Fire 0S9S Asfismafe Fife Marshag S shirts,5 pants,1 dress shirt,1 belt,1 Pair boots, 1 badge
Fire 0131 Fire Med Coordinator 101arrse> ,ybj[j,1 pant,1 dress pant,1 skirt,1 pair dress shoes, 1 badge
Fire 0130 FiFe S shirts,5 pants,1 dress shirt,1 belt,1 pair boots, 1 badge
Fire Marshal
Police 0486 Detention Administrator 1 shirt/1 pants/1 jacket, 1 BDU pants/1 polo,name tag,tie,tie bar
C Personal Protective Equipment
All personal protective equipment shall be provided based on employee safety needs for the
performance of duties as approved by the Department Head
D Employee Responsibilities
1 Wear a clean and complete uniform as required
2 Uniform appearance shall include
MEO MOU anu 1. 20224D through Acteoeo-December 31 20240 56
5
MANAGEMENT EMPLOYEES' ORGANIZATION
a Patch to be worn above left shirt or jacket pocket
b Pants to have no cuffs
c Worn with pride in appearance to public- j1 e . shirt buttoned shirttail tucked inl
3. Wash and provide minimum repair; Si e . buttons. small tearsl
4. Provide any alterations necessary including sewing on of City patches.
5. Wear uniform only when on duty or performing work for the City
6. Notify supervisor of need to replace due to disrepair or severe staining producing an
undesirable appearance
7 Turn in all uniform components. including patches, upon ierm+aat+easeparation
8 Turn in all personal protective equipment upon terauaat+easeparation
9 Wear all personal protective equipment prescribed by the City safety officer and/or
Supervisor of the division
E City Responsibilities
1 Pay for City-required uniforms
2 Report to the California Public Employees Retirement System (CalPERS) the cost of
uniforms provided as set forth in Section B (above) for each classification as special
compensation in accordance with Title 2. California Code of Regulations. Section
571(a)(5) For employees that are not required to wear uniforms on a daily basis or who
are not actively employed for an entire payroll calendar year, a prorated cost of uniforms
may apply
3 Provide one or more retail clothing outlets for the various allotments City reserves the
right to name vendor.
4 Maintain records of purchases
F Department Head or Designee Responsibilities
1 Ensure employee compliance with the Uniform Policy
2 Approve replacement of deteriorated uniform component(s) and personnel protective
equipment as required and to maintain a listing for each eligible employee. by name and
classification, of all uniform component(s) and personal protective equipment purchased
3 Confirm receipt of uniforms, patches and personal protective equipment from an
employee upon separationlWMIRation A Termination Separation Checklist Form is to
be completed. signed by the employee. and submitted to the Human Resources
DivisionepaAMEIRt.
4 Report to the Administrative Services Director any changes to the
Uniform Listing by Category/Classification (Section B above) The City reserves the right
to add. delete, change, or modify the Uniform Listing as required
MEO MOU MevemDeFJanuary 1 20223Q through Qctelm,DeCemOer 31 2024G g-
6
MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE IX _ HOURS OF WORKIADMINISTRATIVE LEAVE
It is the intent of the City to provide an opportunity for MEO employees to select a flex schedule
and/or alternative work schedule that is consistent with the City's objective that such schedules
shall not reduce service to the public departmental effectiveness, productivity and/or efficiency
as determined by the City Manager or designee
i
A Overtime
Employees represented herein shall not be eligible for paid overtime compensation
B Administrative Leave
All full-time unit employees shall be entitled to sixty (60) hours of administrative leave per
calendar year. All part-time (50%) employees shall be entitled to thirty (30) hours of
administrative leave per calendar year. Administrative leave shall not carry over to the next
year and holds no cash value
C Flex Schedule and Hours of Work
With supervisor and Department Head approval. MEO employees may flex regularly
scheduled start times between the hours of 7 00 a m to 9.00 a.m. Flex schedules shall not
reduce service to the public departmental effectiveness, productivity and/or efficiency as
determined by the City Manager or designee.
MEO employees will have the option of working a 5/40 or 9180 work schedule with supervisor
and Department Head approval MEO employees assigned the 4/10=work schedule shall
retain the option of working the 4/10_work schedule with supervisor and Department Head
approval In order to maintain service to the public departmental effectiveness productivity
and/or efficiency a Department Head may assign an employee a different work schedule that
is in compliance with the requirements of the Fair Labor Standards Act (FLSA) with City
Manager approval
1 5/40 Work Schedule
The 5/40 work schedule shall be defined as working five (5) eight (8) hour days Monday
through Friday each week plus a one-hour lunch during each work shift totaling a forty
(40) hour work week
2 9/80 Work Schedule
The 9/80 work schedule, as outlined in Exhibit DE. shall be defined as working nine (9)
days for eighty (80) hours in a two-week pay period by working eight (8) days at nine (9)
hours per day and working one (1) day for eight (8) hours (Friday), plus a one-hour lunch
during each work shift, totaling forty (40) hours in each FLSA work week The 9/80_work
MEO MOU A1eVemDer January 202218 throug, QGIobeFDecember 31 2024r gg
7
MANAGEMENT EMPLOYEES' ORGANIZATION
schedule shall not reduce service to the public, departmental effectiveness, productivity
and/or efficiency as determined by the City Manager or designee.
3. 4110 Work Schedule
The 4/10 work schedule, as outlined in Exhibit EF, shall be defined as working four (4)
ten (10) hour days Monday through Thursday or Tuesday thru Friday each week plus a
one-hour lunch during each work shift, totaling a forty (40) hours work week. The
assigned 4/10=work schedule must be in compliance with the requirements of FLSA and
all other applicable laws. The 4/1 0 -work schedule shall not reduce service to the public,
departmental effectiveness, productivity and/or efficiency as determined by the City
Manager or designee.
ARTICLE X_ HEALTH AND OTHER INSURANCE BENEFITS
A. Health
The City shall make available group medical, dental,and vision benefits to all employees. A
copy of the medical, dental, and vision plan brochures may be obtained from the Human
Resources Divisionepa4ment.
B. Eligibility, Criteria, and Cost
1. City and Employee Paid Medical Insurance — Employees and -Dependents
The City and employee shall each pay for health insurance premiums for qualified
employees and dependent(s) effective the first of the month following the employee's
date of hire. The employee deduction for premium contributions shall be aligned with the
effective date of coverage and the ending date of coverage upon the employee's
separation. The payroll deduction amount shall begin no later than the first full pay period
following the effective date of coverage and pro-rated for coverage through the end of
the month in which employment was separated.
MEO MOU n a 1,202249 through m r 31, 20240 59
8
MANAGEMENT EMPLOYEES' ORGANIZATION
2 Maximum Employer Contributions
For the term of this agreement the City s maximum monthly employer contributions for each
employee s health and other insurance premiums are set forth as follows
a Effective the pay period that includes
January 1, 2022, the City's maximum monthly contribution to medical premiums
will increase as summarized in the table below Actual contributions for plan
year 2022 based on premium costs are shown in the rate sheet included herein
b Effective the pay period that includes January 1, 2023, the City s maximum
monthly contribution to medical premiums will increase by $23 33 per month, per
medical plan and enrollment tier, up to but not to exceed the monthly plan
premium cost
The maximum City contribution shall be based on the employees enrollment in each
plan. If the employee enrolls in a plan wherein the costs exceed the City contribution,
the employee is responsible for all additional premiums through pre-tax payroll
deductions
Maximum City Health Contributions
The City agrees to contribute up to the plan premium per tier, but not
higher than the maximums listed below
Plan Tier Prior Year Effective Effective
1/1/2022 1/1/2023
Kaiser Single 61900 66047 68380
Two-Party 1 .103 53 1,15871 1,182 04
Family 1 ,267.56 1330.94 1,35427
Blue Shield Single 67400 719 16 74249
TRIO HMO Two-Party 1,103 53 1,158 71 1 ,182 04
Family 1,267.56 1,33094 1,35427
Blue Shield Single 74300 79278 816 11
HMO Two-Party 1,16106 1,21911 1,24244
Family 1,34220 1,40931 1,43264
Blue Shield Single 80600 860.00 88333
PPO Two-Party 1,30780 1 ,373 19 1.396,52
Family 1 ,473 36 1,54703 1,57036
Blue Shield Single 59200 631 66 65499
CDHP Two-Party 1,25300 1,31565 1 .338.98
Family 1 4 33 36 1,547.03 1 1 ,570 36
MEO MOU Moven4A- ny�arYt. 20224E through 9aebe December 31 2024G BQ
9
MANAGEMENT EMPLOYEES' ORGANIZATION
3 Future Premiums and City Contributions
For the term of this agreement and thereafter unless modified by negotiated agreement
of the parties the City s monthly contributions to medical, dental. and vision insurance
shall remain as specified for the 2022 and 2023 Health Premiums and Contribution
amounts, unless otherwise specified herein
4 Medical Cash-Out
If an employee is covered by a group medical plan outside of a City-provided program
(evidence of which must be supplied to the Human Resources Division), the employee
may elect to discontinue City medical coverage and receive the amount equal to the City s
contribution to the Kaiser, Employee-only medical premium offered to this unit.
5 Section 125 Plan
This plan allows employees to use pre-tax salary to pay for childcare, adult dependent
care, and/or medical expenses allowable under the Internal Revenue Service rules for a
Section 125 plan
MEO MOU NcramDec nu rat. 20a4a through Qaabe -December 31 2024G 61
10
MANAGEMENT EMPLOYEES' ORGANIZATION
City of Huntinaton Beach
2022 Health Premiums and Contributions
Effective the Pay Period Including 111/2022
M€Q
Monthly Employer Employee Emolovee
Plan Tiff Premium Monthly Month y BI-Weekly
ntrib I n Contribution Contribution
2=t 582.00 582.00 0.00 0.00
Kaiser Two-Part 1.255.00 1,158.71 96.29 44.44
Family 1,643,00 1,330.94 312.06 144
Sin de 621.00 621.00 0.00 1 0.00
Blue Shield TRIO HMO Two-Party 1,326.00 1,158.71 167.29 77 I
Family 1 7 7 1,330.94 376.06 173.57
2agLt 677.00 677.00 0.00 -LX
Blue Shield HMO Two-Part V 1,455.00 1,219.11 235.89 108.87
Family 1,875.00 1,409.31 465.69 149
Single 740.00 740.00 Q.W 0.00
Blue Shield PPO Two-Pariv 1,531.00 1,373.19 157.81 72.84
Family 1,890.00 1,547,03 342.97 158.29
ingLp. 567.00 567.00 0.00 0.00
Blue Shield HDHP Two-Party I.163.00 1,163.00 0.00 0.00
Family 1,432.00 1,432.00 0.00 0.00
Sinale 58.30 42.88 15.42 7.12
Delta Dental PPO Two-Porty 108.80 81.82 26.98 12.45
Family 143•50 116.36 27.14 12.53
2agif. 30.11 23.00 7.11 3.28
Delta Care HMO Two-Party 51.19 9 11 12.08 La
Family 78.29 59.81 18.48 �
2aQLQ 23.33 17.84 5.49 2.53
VSP vision Two-Party 23.33 17.84 __149 2.Q
Family 23.33 �7 _ �.49
Medical Oot-Out: S582.00 aer month IS268.62 bi-weeklvl
Emolovee and City contributions subiect to change as a result of contract negotiations
Mi0
li4npk>yer Einpleyee frnplayee
Play Tim Pre Men$h1y Monthly Bt-Wmmdy
CGReriti AGA Conkibutiow Cawtdilaw"A
Keicer S rile �5>86 l00 -t CAB
dive-ReA� �,J B&A9 1:A535,3 62,06
MEO MOU MawmCec nu r�yt. 202234;through pWpacpecemoer 31 20240 62
11
MANAGEMENT EMPLOYEES' ORGANIZATION
FeaH{V 1fiss,99 a,2i7.56 33744 16574
birds —;E22 _73366 QA9 QG6
8kie Shield i1A46 lave Raciy l,692,99 1111 9A Q6 94 :126 54
Femily 2:072,90 1,292.20 77989 25991
Single ;E89.99 789.99 O89 C)s9
81ue Sh eI��RA Ave Recty i,649,99 i 257189 39-1 28 IRG 55
Faaaily 2 04399 1 423 36 A19 64 -;Q5 49
Single 57398 r,;za 999 -999
81ue Shiek369E1R ;WG ReFI�l a,2 i a.QQ 1,21&W -9 99 Q69
Repo ly 1591Q9 i,423.36 77 64 3583
Single 56.09 42.80 -44.42 -646
9e11e Bentel RPM A-19 ReF$� 19469 -494-82 -22:78 1051
Family 137 49 i i6 36 1 24 54
Single -3Q4i -23.99 7 11 3.28
Delta 6eFe H040 Twe ReFiy -53-)9 3911 -12:88 69
FeFnily -79-.29L -59-.81- j a 48 A U
Single 2222 1794 -5 49 -2 53
l/SR ui,ea iAve Reply -23.33 --W 4 -&A-9 -2 53
Farsaily -2323 �'.84 -3.49 � i3
MEO MOU WeyemDeF-,lanu oLl. 202244 through QGsobsF December 31, 20240 63
12
MANAGEMENT EMPLOYEES' ORGANIZATION
s
€ffesi+V e-il fH-291Q
Mi0
6nwiww haply" Employee
PIM A40006t meawy &-weekly
cenkfa Aiow ;*nMibwNm 6crAirilx+iioa
Single 551 99 SS1 A9 a 99
KeiceF lwe F200* i 149-99 1T19333 84,4i -4949,
Family 1;55599 1,267.56 -28�44 W2,66
- &ROO -733 99 X32 89 Q 99 -O 99
BN�eSk+ielA MMA kve RaFfy 1,AW 99 i,i61:96 44044 2G251
FerAily 2A72 " 739 AG 23A R3
Side ;E89,99 0 99 a.99
Rl. Sbead PRO iwe RGF$Y 1,640AB 341 29 Ifix48
Family 204309 1,47334 66944 -242,"
Single 57399 -7399 )99 Q-09
Glue sWeld QDHp Uwe Retiy 1212 99 4Z4" )99 a 99
Family 1,59199 1,47336 764 -12.76
&Poe 5699 42 AR 1312 -6"
Delia9eASALRR6 AveRQAi� Rl R2 -22.79 -40.51
FerAily -13ZA9 1 4 36 21:54 —91"
Single 30 p -23 99 7 1 1 -3,29
Belie Gera 14040 Iwe-Rert� lei 39A ; i 2.96 5.56
Family -44 2'? -44$1 IA R U
Sing) -23 33 i 7.94 5,49
WW2 ,g eA lwe PGA -2333 17:84 A44 53
FecAily -23.32 -17 A4 -&.411 -2,52
MEO MOU Nevembec,ank#r 1. 2172240 through m r 31. 2024Q 64
13
MANAGEMENT EMPLOYEES' ORGANIZATION
anG-6ewlFilwtie++s
OIGGt"e iFaF2A2G
AUG
impluye� a imP+ayee
Plan aw AA MenlltlY Monthly ii Weekly
C'Ankovifi R C.QAWr rtion CA01410YkeR
59460 y`8499 -0,09 D-06
Keiser Twe 1200Y 1 25999 1r10352 1 fifi 47 _71-76
Fae+ilY 1 64899 126756 -389-" 69
Sit+gle 73309 73399 �s9 SOB
81ue Shield N046 A+.s 410 11692-09 1,161 96 44G94 29261
Family 3^� 1 2 Q 20 729 89 22A A2
Single -789,99 79099 D 99 Q 98
Blue SNOW PP6 Iwe ReAy 1,64P:A9 1,39.89 3Q.29 -447:d8
Feraily 2043,00 1,47.3,36 -66944 362,a1
Sin91e BBB 5J399 999 -A:00
WU@Sb ek4E9NP TING ReAy 1,213:00 12-13 GG -0.80 FAO
1,591.00 i 473,36 27 AA Q-4
Siwyle 5399 -42,88 i182 S 99
Delia BenielFRG lwe ReAy I9969 -44K --878 —,67
Featil 122 76 I1636 i 6.34 744
Single 3011 -23 99 711 -4:28
A49 kve-Rely 6 i�i 9 -39.i i 2-08 -ASS
Family 78.29 59.8i -i848 53
Single -23,33 1;84 6.49 Asa
vSR fi,en P-e Rally -2333 - 4-94 5 49 -2-63
Fe� 2222 -17 84 - 1 49 -2 52
MEO MOU k"*mbwJanuary l 2022W through 9ctQbe December 31 2C244+ 65
14
MANAGEMENT EMPLOYEES' ORGANIZATION
Ar a FPF;---It Af these figirmula6, It !6 UndeF6tOOd that the employee GORWbUtIOR shall RO
th16 Wail
SestIGR 125-plaR
C Life and Accidental Death & Dismemberment
Each employee is provided with $50.000 (fifty thousand) life insurance and $50.000 (fifty
thousand) accidental death & dismemberment insurance paid for by the City Each
employee shall have the option. at his or her own expense. to purchase additional amounts
of life insurance and accidental death & dismemberment insurance to the extent provided by
the City s current providers Evidence of insurability is contingent upon total participation in
additional amounts.
D Long Term Disability Insurance
This program provides. for each incident of illness or injury, a waiting period of thirty (30)
calendar days. during which the employee may use accumulated sick leave. general leave
pay. or the employee may elect to be in an unpaid status Subsequent to the thirty (30) day
waiting period. the employee will be covered by an insurance plan paid for by the City.
providing 66 2/3 (sixty six and two-third) percent of the first $12.500 (twelve thousand five
hundred) of the employee's basic monthly earnings
The maximum benefit period for disability due to accident or sickness shall be to age sixty
five (65)
Days and months refer to calendar days and months Benefits under the plan are integrated
with sick leave. Worker's Compensation. Social Security and other non-private program
benefits to which the employee may be entitled Disability is defined as The inability to
perform all of the duties of regular occupation during two years, and thereafter the inability
to engage in any employment or occupation for which the employee is fitted by reason of
education. training or experience " Rehabilitation benefits are provided in the event the
individual, due to disability, must engage in another occupation Survivors benefits continue
plan payment for three (3) months beyond death. A copy of the plan is on file in the Human
Resources DivisionepaReleW.
MEO MOU Noverabe� nuary 1. 202239 through Qooiw December 31 20240 56
15
MANAGEMENT EMPLOYEES' ORGANIZATION
The intent of long term disability is to assist employees who are off work for an extended
period of time While long term disability benefits can be coordinated with accrued leave
benefits to achieve one hundred percent (100%) of regular salary, no employee may receive
more than their regular salary while receiving disability benefits and paid leave
E Miscellaneous
1 City-Paid Premiums While on Medical Disability
When an employee is off work without pay for reason of medical disability, the City shall
maintain the City-paid employees insurance premiums during the period the employee
is in an unpaid status for the length of said leave, not to exceed twenty-four (24) months.
2 Insurance and Benefits Advisory Committee
The City and the Association participate in a City-wide joint labor and management
insurance and benefits advisory committee to discuss and study issues relating to
insurance and benefits available for employees
F Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree Subsidy Plan
Employees who retire from the City after January 1. 2004 and are granted a retirement
allowance by the California Public Employees Retirement System and are not eligible for
the City s Retiree Subsidy Medical Plan may choose to participate in City-sponsored medical
insurance plans until the first of the month in which they turn age sixty-five (65)
The retiree shall pay the full premium for City-sponsored medical insurance for t
themself and/or qualified dependents without any City subsidy
Employees who retire from the City and receive a retirement allowance from the California
Public Employees Retirement System and are not eligible for the City s Retiree Subsidy
Medical Plan and choose not to participate in City-sponsored medical insurance upon
retirement. permanently lose eligibility for this insurance
However, if a retiree who is not eligible for the City s Retiree Subsidy Medical Plan chooses
not to participate in City-sponsored medical insurance plans because the retiree has access
to other group medical insurance and subsequently loses eligibility for that group medical
insurance, the retiree and qualified dependents will have access to City-sponsored medical
insurance plans reinstated
Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree
or qualified dependent turns age sixty-five (65)
G Post-65 Supplemental Medicare Coverage
MEO MOU Nwwmbe January 1 202249 through 9ctobe December 31 20249 67
16
MANAGEMENT EMPLOYEES' ORGANIZATION
Retirees who are participating in the Retiree Subsidy Medical Plan as of January 1, 2004
and all future retirees who meet the criteria to participate in City-sponsored medical
insurance, with or without the Retiree Medical Subsidy Plan, may participate in City-
sponsored medical insurance plans that are supplemental to Medicare
A retiree or qualified dependent must choose to participate in City-sponsored medical
insurance plans that are supplemental to Medicare beginning the first of the month in which
the retiree or qualified dependent turns age sixty-five (65).
The retiree shall pay the full premium to participate in City-sponsored medical insurance
plans that are supplemental to Medicare for hirlhefthemself or qualified dependents without
any City subsidy
Retirees or qualified dependents. upon turning age sixty five (65) who choose not to
participate in City-sponsored medical insurance plans that are supplemental to Medicare
permanently lose their eligibility for this insurance
H Annual Maximum Benefit for Dental PPO Plan
The Dental PPO plan maximum annual benefit is $2,00&
ARTICLE XI — RETIREMENT BENEFITS
A Benefits
1 Self-Funded Supplemental Retirement Benefit
Employees hired prior to August 17, 1998 are eligible for the Self-Funded Supplemental
Retirement Benefit which provides that
a In the event a member elects Option #1. #2. #2W #3 #3W or #4 of the Public
Employees Retirement Law. the City shall pay the difference between such elected
options and the unmodified allowance which the member would have received for his
or her life alone as provided in California Government Code sections 21455, 21456.
21457, and 21458 as said referenced Government Code sections exist as of the date
of this agreement. This payment shall be made only to the member, shall be payable
by the City during the life of the member and upon that members death. the City s
obligation shall cease The method of funding this benefit shall be at the sole
discretion of the City This benefit is vested for employees covered by this Agreement
b Employees hired on or after August 17, 1998 shall not be eligible for this benefit
referenced in A 1 a herein above
2 Medical Insurance for Retirees
MEO MOU NeyeA4;e� nuary 1 202230 through Qoiebw December 31 20240 68
17
MANAGEMENT EMPLOYEES' ORGANIZATION
a Medical Insurance Upon Retirement
Upon retirement. whether service or disability. each employee shall have the
following options in regards to medical insurance under City-sponsored plans
i With no change in benefits. retirees can stay in any of the plans offered by the
City at the retirees own expense, for the maximum time period allowed by
Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) Federal or
State Law. or
u Retirees retiring after approval of this MOU may participate in the Retiree Subsidy
Medical Plan attached hereto as Exhibit B, or the Health Maintenance
Organization (HMO) Plan currently being offered to retirees at the retiree's own
expense if the requirements set forth in Exhibit B are met, or if the retiree meets
the eligibility requirements described in Exhibit B the retiree may receive a
subsidy from the City for retiree medical insurance pursuant to the schedule set
forth in Exhibit B.
B Public Employees Retirement System Reimbursement and Reporting
1 Classic Member Miscellaneous Unit Members
a Retirement Formula - Members of the City s miscellaneous retirement plan with the
California Public Employees Retirement System (CaIPERS) shall receive the 2 5%
at age 55 CaIPERS retirement plan
b Classic Members Miscellaneous CaIPERS Member Contribution - All miscellaneous
bargaining unit classic' members shall pay to CaIPERS as part of the required
member retirement contribution eight percent (8%) of pensionable income
c Classic Member Miscellaneous CaIPERS Cost Sharing — Upon the effective date of
this agreement. all classic members shall pay one percent (1%) additional
compensation earnable as employer cost sharing in accordance with Government
Code section 20516(f) - for a capped maximum employee pension contribution of nine
percent (9%) The parties agree that this cost sharing agreement per Government
Code section 20516(f) shall continue after the expiration of this MOU unless/until
otherwise negotiated to either an agreement (in a successor MOU) or the expiration
of the impasse process by the parties
d One-Year Final Compensation - The City shall contract with CaIPERS to have
retirement benefits calculated based upon the 'classic member employee's highest
one year compensation. pursuant to the provisions of Section 20042 (highest single
year)
e_The obligations of the City and the retirement rights of employees as provided in this
Article shall survive the term of this MOU_
MEO MOU Meal"- nuary 1. 202230 through 9ste6ec December 31 2024G B9
1$
MANAGEMENT EMPLOYEES' ORGANIZATION
2 New Member' Retirement Benefits - For "New Members" within the meaning of the
California Public Employees Pension Reform Act of 2013 as defined in California
Government Code Section 7522 04(f)
a CalPERS New Member Retirement Formula - New Members shall be governed by
the two percent at age 62 (2% @ 62) retirement formula set forth in Government Code
section 7522 20
b Final Compensation - Final compensation will be based on the highest annual
average compensation earnable during the 36 consecutive months immediately
preceding the effective date of his or her retirement. or some other 36 consecutive
month period designated by the member
c New Member Miscellaneous CalPERS Member Contribution — All new members as
defined by PEPRA and determined by CaIPERS, shall contribute one half (50%) of
the normal cost as established by CalPERS each year in its annual valuation for the
City, as required by California Government Code Section 7522.30(c).
d New Member Miscellaneous CalPERS Cost Sharing
Upon the effective date new members shall cost share 1.00% pensionable
compensation in accordance with Government Code section 20516(f) This will
ensure that these members will pay 7 25% of pensionable compensation when
combined with the 6 25% pensionable compensation that these employees are
required to pay as determined by CalPERS s annual evaluation
If in future fiscal years the member contribution rate for new members shall become
greater or less than 6 25% of pensionable compensation. as determined by
CaIPERS s annual valuation. employees shall continue to pay one percent (1%)
above as cost sharing per Government Code section 20516(f)
3 Pre-Retirement Optional Settlement 2 Death Benefit
Employees receive the benefit of the Pre-Retirement Optional Settlement 2 Death
Benefit as identified in Government Code Section 21548 with CalPERS
4 Fourth Level of 1959 Survivor Benefits
Employees receive the benefit of the Fourth Level of the 1959 Survivor Benefit. as
identified in Government Code Section 21574 with CalPERS
5 The City has adopted the CalPERS Resolution in accordance with IRS Code section
414(h)(2) and both the employee contribution and the City pickup of the required member
contribution are made on a pre-tax basis However, ultimately. the tax status of any
benefit is determined by the law
MEO MOU Hevea;beF n 1. 20?214 through 9cte0ecpecemper 31 20240 ,p
19
MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE XII - LEAVE BENEFITS
A General Leave
1 Accrual
Employees accrue General leave at the accrual rates outlined below General leave may
be used for any purpose, including vacation, sick leave and personal leave
Years of Service Annual General Leave Bi-Weekly General Leave
Allowance Allowance
First through Fourth Year 176 Hours 677
Fifth through Ninth Year 200 Hours 769
Tenth through Fourteenth Year 224 Hours 8,62
Fifteenth Year and Thereafter 256 Hours 9.85
2. Eligibility and Approval
a General leave must be pre-approved except for illness, injury or family sickness,
which may require a physicians statement for approval. General leave accrued time
is to be computed from the employee's anniversary of their hiring date.
b Employees are not permitted to take general leave in excess of actual time earned
Employees shall not accrue general leave in excess of six hundred forty (640) hours
An employee who earns general leave hours in excess of six hundred forty (640)
hours shall be paid the cash value of those additional hours in their paycheck
i Employees in this unit hired on or after October 1, 2016. shall not be eligible for
this benefit General Leave shall be capped at six hundred forty hours (640) for
employees hired on or after 10/1/16 This provision shall not sunset at the
expiration of this agreement
c Employees may not use their general leave to advance their separation date on
retirement or other separation from employment
3 Leave Benefit Entitlements
The City shall comply with all State and Federal leave benefit entitlement laws An
eligible employee on an approved leave is permitted to use earned Sick Leave. General
Leave. and/or Administrative Leave for serious and non-serious family or personal health
issues For more information on employee leave options contact the Human Resources
Divisionepa4mepA
4 Conversion to Cash
Twice during each fiscal year. each employee has the option to convert into a cash
payment or deferred compensation up to a total of one hundred sixty (160) hours of
MEO MOU Moysm"w) nuary 1. 20224a through 9aebec December 31 2C24«
20
MANAGEMENT EMPLOYEES' ORGANIZATION
earned general leave benefits at the base hourly rate The employee shall give two (2)
weeks advance notice to Payroll of 4i6l their desire to exercise such option
B City Paid Holidays
1 Permanent full-time employees shall receive the following paid holidays per the
employees regularly scheduled work shift
a. I New Years Day (January 1)
b. 2, Martin Luther King Jr Day- (third Monday in January)
c. 3 Presidents Day (third Monday in February
d. 4 Memorial Day (last Monday in May)
e. & Independence Day (July 4)
e.
f. & Labor Day (first Monday in September)
f.
'g..Veteran-s Day (November 11)
q
4 ° Thanksgiving Day (fourth Thursday in November)
h
i. 8 The Friday after Thanksgiving
i_
i. 10 Christmas Eve (December 24)
k_Christmas Day (December 25)
j4 New Years Eve (December 31)
Any day declared by the President of the United States to be a national holiday and
adopted as an employee holiday by the City Council of Huntington Beach
2 The parties agree that the City shall issue an official City holiday calendar in January of
each year that will determine the dates that holidays are observed following the guidelines
below
a_City paid holidays which fall on Saturday shall be observed the preceding Friday.
and those falling on Sunday shall be observed the following Monday
b. In the event that two consecutive City paid holidays fall on a Friday and Saturday,
the two holidays shall be observed on the preceding Thursday and Friday
a-c. In the event that two consecutive City paid holidays fall on a Sunday and Monday,
the two holidays shall be observed on Monday and the following Tuesday
2-1n the event that an employee is required to work on a City paid holiday, the holiday hours
shall be credited to the employees general leave bank Approval of this transaction shall
be handled by the Department Head or designee, in the payroll period that includes the
holiday worked
3
3--If a City paid holiday falls on an employees scheduled day off and with approval from the
Department Head or designee, the employee may take another day off during the same
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MANAGEMENT EMPLOYEES' ORGANIZATION
payroll period as the holiday, or opt to be credited with general leave the number of hours
of the employees regularly scheduled work shift
4
5_A permanent half time-(-1Q)part-time mployee shall have City
paid holidays paid as time off with a pro-rated amount in
proportion to their regular hours worked, Fe6pest+ve4y.
C Sick Leave
1 Accrual — No employee shall accrue sick leave after December 24. 1999
2 Credit— Employees shall carry forward their sick leave balance and shall no longer accrue
sick leave credit.
3 Usage — Employees may use accrued sick leave for the same purposes for which it was
used prior to December 25. 1999
4 Pay Off At T6AP+Ra. oASeparatlon
a Employees on the payroll on November 20, 1978, are entitled to the following sick
leave payoff plan
At involuntary term aat+en separation by reason of disability or retirement. employees
(or in the case of death. their beneficiary) shall be compensated at their then current
rate of pay for seventy-five percent (75%) of all unused sick leave accumulated as of
July 1 , 1972, plus fifty percent (50%) of unused sick leave accumulated subsequent
to July 1. 1972. up to a maximum of seven hundred twenty (720) hours of unused.
accumulated sick leave except as provided in paragraph 4 below
Upon teFM1Rat19R separation for any other reason employees shall be compensated
at their then current rate of pay for fifty percent (50%) of all unused, accumulated sick
leave, up to a maximum of seven hundred twenty (720) hours of such accumulated
sick leave
b Employees hired after November 20, 1978, shall be entitled to the following sick leave
payoff plan
Upon teraaiaatieaseparation. all employees shall be paid. at their then current salary
rate. for twenty-five percent(25%) of unused. earned sick leave to four hundred eighty
(480) hours accrued, and for thirty-five percent (35%) of all unused earned sick leave
in excess of four hundred eighty (480) hours, but not to exceed seven hundred twenty
(720) hours. except as provided in paragraph 4 below
c Except as provided in paragraph 4d below, no employee shall be paid at teraRiaatiea
separation for more than seven hundred twenty (720) hours of unused, accumulated
sick leave However, employees may utilize accumulated sick leave on the basis of
last in. first out meaning that sick leave accumulated in excess of the maximum for
payoff may be utilized first for sick leave, as defined in Personnel Rule 18-8
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MANAGEMENT EMPLOYEES' ORGANIZATION
d. Employees who had unused, accumulated sick leave in excess of seven hundred
twenty (720) hours as of July 5. 1980, shall be compensated for such excess sick
leave remaining on t8Fm1Aat70R separation under the formulas described in
paragraphs 1 and 2 above In no event shall any employee be compensated upon
termination separation for any accumulated sick leave in excess of the -cap'
established by this paragraph (i.e , seven hundred twenty (720) hours plus the
amount over seven hundred twenty (720) hours existing on July 5. 1980) Employees
may continue to utilize sick leave accrued after that date in excess of such "cap" on a
last in. first out" basis.
e To the extent that any "capped" amount of excess sick leave over seven hundred
twenty (720) hours is utilized the maximum compensable amount shall be
correspondingly reduced (Example Employee had 1,000 hours accumulated. Six
months after July 5. 1980, employee has accumulated another 48 hours. Employee
is then sick for 120 hours Employee's maximum sick leave cap" for compensation
at termiaaNer separation is now reduced by seventy two (72) hours to nine hundred
twenty eight (928) hours)
f. Employees electing to participate in the City s group health insurance program after
retirement can request the premiums to be paid by the City out of any available funds
due and owing them under the terms of this agreement for unused sick leave benefits
upon retirement
D Voluntary Catastrophic Leave Donation Program
Under certain conditions. an employee may donate leave time to another employee in need
The program is outlined in Exhibit FG
E Bereavement Leave
Employees shall be entitled to bereavement leave not to exceed three (3) work shifts in each
instance of death in tfic-their immediate family Immediate family is defined as a fa#W,
methA ap rent. sister. bmthe sibling spouse, registered domestic partner, childreA.
rand arent.
gFandmethe�g r a n d c h i l d
or wards of which the
employee is the legal guardian recognizing all birth marital and other legal ties (i.e., step
relatives, in-laws, etc ) -
F Release Time
Notwithstanding any other provisions of this Agreement the Association and the City agree
to continue discussion during the term of the MOU on Release Time for negotiation.
including City s consideration of the number of hours based on the establishment of a
mutually agreed upon written provision for the use of such leave by Association
representatives and its members Such leave shall be limited to use for the purpose of
Association business not covered within the scope of legal requirements. It remains the
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MANAGEMENT EMPLOYEES' ORGANIZATION
City's intent to enforce reasonable standards for the administration and control of current
Release Time use
ARTICLE XIII — CITY RULES
A Personnel Rules
All MOU provisions that supersede the City Personnel Rules shall automatically update
the City s Personnel Rules and be incorporated into such rules
B Employer-Employee Relations Resolution
During the term of the agreement. the City and the Association agree to update the
Employee-Employer Relations Resolution to reflect current State law
1 Modification of Section 7 — Decertification and Modification
a The City and the Association desire to maintain labor stability within the
representational unit to the greatest extent possible, consistent with the employee's
right to select the representative of his or her own choosing For these purposes, the
parties agree that this Agreement shall act as a bar to appropriateness of this unit and
the selection of the representative of this unit, except during the month of August prior
to the expiration of this Agreement Changes in bargaining unit shall not be effective
until expiration of the MOU except as may be determined by the Personnel
Commission pursuant to the procedures outlined below. This provision shall modify
and supersede the time limits, where inconsistent. contained in Section 7 of the
current Employer-Employee Relations Resolution of the City of Huntington Beach
b The City and the Association have agreed to a procedure whereby the City, by and
through the Administrative Services Director . would be entitled
to propose a Unit Modification The Association and the City agree to jointly
recommend a modification of the City of Huntington Beach Employer-Employee
Relations Resolution (Resolution Number 3335) upon the City having completed its
obligation to meet and confer on this issue with all other bargaining units.
The proposed change to the Employer-Employee Relations Resolution is as follows
7 3 Administrative Services Director Motion of Unit Modification
- The Director of Human Resources may propose during the same period for filing a
petition for decertification, that an established unit be modified in accordance with the
following procedure
i The Administrative Services Director shall give written notice
of the proposed mode ication(s): to any affected employee organization and any
affected employees
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MANAGEMENT EMPLOYEES' ORGANIZATION
ii. The Personnel Commission shall hold a meeting concerning the proposed
modification(s) at which time all affected employee organizations and employees
shall be heard.
iii Thereafter. the Personnel Commission shall determine the composition of the
appropriate unit or units and shall give written notice of such determination to the
affected employee organizations and any affected employees
The City Manager, employee organization or employee aggrieved by an
appropriate unit determination of the Personnel Commission may within ten (10)
days of notice thereof, request a review of such determination by the City Council
Within thirty (30) days of receipt of a request to review a unit determination of the
Personnel Commission the City Council shall review the matter The City
Councils decision shall be final
iv Except as provided otherwise in this MOU. the salary benefit, and working
conditions specified by this MOU shall be provided to employees in classifications
listed in Exhibit A and have completed or are in the process of completing a
probationary period in a permanent position in the competitive service in which the
employee regularly works twenty (20) hours or more per week
C Rules Governing Layoff Reduction in Lieu of Layoff and Re-Employment
1 Part 1 — Layoff Procedure
a General Provisions
1) Whenever it is necessary. because of lack of work or funds to reduce the staff of
a City department employees may be laid off pursuant to these rules
2) Whenever an employee is to be separated from the competitive service because
the tasks assigned are to be eliminated or substantially changed due to
management-initiated changes, including but not limited to automation or other
technological changes. it is the policy of the City that steps be taken by the Human
Resources DivisionepaFtFReR on an interdepartmental basis to assist such
employee in locating, preparing to qualify for. and being placed in other positions
in the competitive service This shall not be construed as a restriction on the City
government in effecting economies or in making organizational or other changes
to increase efficiency
3) A department shall reduce staff by identifying which positions within the
department are to be eliminated
4) The employee who has the least City-wide service credit in the class within the
department shall have City-wide transfer rights in the class pursuant to Part 1.
Section 3 Transfer or Reduction to Vacancies in Lieu of Layoffs, or within the
occupational series pursuant to Part 2, Bumping Rights
5) If a deadline within this procedure falls on a day that City Hall is closed, the
deadline shall be the next day City Hall is open
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MANAGEMENT EMPLOYEES' ORGANIZATION
b. Service Credit
1) Service credit means total time of full-time continuous service within the City at the
time the layoff is initiated, including probation, paid leave, or military leave.
Permanent part-time employees earn service credit on a prorated4ata basis.
2) Except as required by law, leaves of absence without pay shall not earn service
credit.
3) As between two or more employees who have the same amount of service credit,
the employee who has the least amount of service in class shall be deemed to be
the least senior employee.
c. Transfer or Reduction to Vacancies in Lieu of Layoff
1) In lieu of layoff, a transfer within class shall be offered to an employee(s) with the
least amount of service credit in the class designated for staff reduction within a
department subject to the following:
a) The employee has the necessary qualifications to perform the duties of the
position.
b) The employee shall be given the opportunity, in order of service credit, to
accept a transfer to a vacant position in the same class within the City, provided
the employee has the necessary qualifications to perform the duties of the
position.
c) If no position in the same class is vacant, the employee shall be given the
opportunity, in order of service credit, to transfer to the position in the same
class that is held by an incumbent in another department with the least amount
of service credit whose position the employee has the necessary qualifications
to perform.
2) If an employee(s) is not eligible for transfer within the employee's class, the
employee shall be offered, in order of service credit, a reduction to a vacant
position in the next lower class within the City in the occupational series in lieu of
layoff provided the employee has the necessary qualifications to perform the
duties of the position.
3) If the employee refuses to accept a transfer or reduction pursuant to a. or b.,
above, the employee shall be laid off.
a) If the employee(s) in the class with the least amount of service credit is in the
position(s) to be eliminated or displaced by transfer, the employee shall be
offered bumping rights, pursuant to Part 2, Bumping Rights.
MEO MOU Newm mr- nuary 1, 202238 through m r 31,2024G 77
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MANAGEMENT EMPLOYEES' ORGANIZATION
b) Any employee who takes a reduction to a position in a lower class within the
occupational series in lieu of layoff shall be placed on the
reinstatement/reemployment list(s) pursuant to Part 3 Re-employment
2 Order of Lavoff
a Prior to implementing a layoff, vacant positions that are authorized to be filled shall
be identified by City-wide occupational series If the employee refuses to accept a
position pursuant to Section 3 above, the employee shall be laid off
b No promotional probationary employee or permanent employee within a class in the
department shall be laid off until all temporary. nonpermanent part-time and non-
promotional probationary employees in the class are laid off Permanent employees
whose positions have been eliminated may exercise citywide bumping rights to a
lower class in the occupational series pursuant to Part 2.
c When a position in a class and/or occupational series is eliminated, any employee
in the class who is on authorized leave of absence or is holding a temporary acting
position in another class shall be included for determining order of service credit and
be subject to these layoff procedures as if the employee was in his or her permanent
position.
3 Notification of Employees
a The Human Resources Divisionepartment shall give written notice of layoff to the
employee by personal service or by sending it by certified mad to the last known
mailing address at least thirty (30) calendar days prior to the effective date of the
layoff Normally notices will be served on employees personally at work
b Layoff notices may be initially issued to all employees who may be subject to layoff
as a result of employees exercising voluntary reduction/bumping rights
c The notice of layoff shall include the reason for the layoff, the effective date of the
layoff. the employee's hire date and the employee's service credit ranking The
notice shall also include the employee's right to bump the person in a lower class
with the least service credit within the occupational series provided the employee
possesses the necessary qualifications to successfully perform the duties in the
lower class and the employee has more service credit than the incumbent in the
lower class.
d The written layoff notice given to an employee shall include notice that he or she
has seven (7) calendar days from the date of personal service, or date of delivery
of mail if certified. to notify the Administrative Services Director
in writing if the employee intends to exercise the employee's bumping rights if any
pursuant to Part 2. Bumping Rights
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MANAGEMENT EMPLOYEES' ORGANIZATION
e Whenever practicable, any employee with the least amount of service credit in a
lower class within an occupational series which is identified for work force reduction
shall also be given written notice that such employee may be bumped pursuant to
Part 2. This notice shall include the items referred to in C . above
f If an employee disagrees with the City's computation of service credit or listed date
of hire, the employee shall notify the Administrative Services Director of Human
Rese-rcee as soon as possible, but in no case later than five (5) calendar days after
the personal service or certified mail delivery. Disputes regarding date of hire or
service credit shall be jointly reviewed by the Administrative Services Director of
and the employee and/or the employee's representative as soon
as possible but in no case later than five (5) calendar days from the date the
employee notifies the Administrative Services Director of the
dispute Within five (5) calendar days after the dispute is reviewed, the employee
shall be notified in writing of the decision
4 Part 2 — Bumping Rights
a Voluntary Reduction or Bumping in Lieu of Layoff
1) A promotional probationary employee or permanent employee who receives a
layoff notice may request a reduction to a position in a lower class within the
occupational series provided the employee possesses the necessary
qualifications to perform the duties of the position
2) Employees electing reduction under 'a above. shall be reduced to a position
authorized to be filled in a lower class within the employee's occupational series
The employee may reduce to a lower class in fusJtaectheir occupational series by
1) filling a vacancy in that class. or 2) if no vacancy exists, displacing the employee
in the class with the least service credit whose position the employee has the
necessary qualifications to perform A displaced employee shall have bumping
rights
3) An employee who receives a layoff notice must exercise bumping rights within
seven (7) calendar days of receipt of the notice as specified in Part 1 - Layoff
Procedure. Failure to respond within the time limit shall result in a reputable
presumption that the employee does not intend to exercise any right of reduction
or bumping to a lower class The employee must carry the burden of proof to show
that the employee's failure to respond within the time limits was reasonable If the
employee establishes that failure to respond within the time limit was reasonable.
to the Administrative Services Director of Human ReGauFGeG satisfaction, the
employee shall be permitted to exercise bumping rights, but shall not be reinstated
to a paid position until the employee to be bumped has vacated the position. If the
employee disagrees with the Administrative Services Director of Human
Reseucse -decision the employee may appeal pursuant to the provisions of
Sections 3 and 4 below
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MANAGEMENT EMPLOYEES' ORGANIZATION
b ReinstatemenURe-Employment Lists
Any employee who takes a reduction to a position in a lower class within the
occupational series in lieu of layoff shall be placed on tile reinstatement/re-
employment list pursuant to Part 3. Re-Employment
c Qualifications Appeal
Any employee who is denied a reduction to a position in a lower class within the
occupational series on the basis that the employee does not possess the necessary
qualifications to successfully perform the duties of the lower position may appeal the
decision The appeal shall be filed with the Administrative Services Director of
within five (5) calendar days of the employee's receipt of written
notice of the decision and reason(s) for denial The employee's appeal shall be in
writing and shall include supporting facts or documents supporting the appeal
d Qualifications Appeal Hearing
1) Upon receipt of an appeal the Administrative Services Director 9L Humaa
Resedrses-shall contact a mediator from the California State Mediation and
Conciliation Service to schedule a hearing within two (2) weeks after receipt of
the appeal If the California State Mediation and Conciliation Seance is not
available within that time frame the parties shall mutually select a person who is
available within the time frame If the California State Mediation and Conciliation
Service and the person mutually selected are not available within the time frame.
the parties shall select the earliest date either is available to conduct the hearing
The parties shall split the cost. if any, of the hearing officer In addition the parties
shall meet within three (3) workdays to attempt to resolve the dispute If the
dispute remains unresolved. the parties shall endeavor in good faith to submit to
the hearing officer a statement of all agreed upon facts relevant to the hearing.
2) Appeal hearings shall be limited to two (2) hours, except as otherwise agreed by
the parties or directed by the hearing officer
3) The hearing officer shall attempt to resolve the dispute by mutual agreement if
possible If no agreement is reached, the hearing officer shall render a decision
at the conclusion of the hearing. which shall be final and binding
5 Part 3 - Re-Employment
a Re-Employment
1) Employees who are laid off or reduced in class to avoid layoff shall have their
names placed upon a re-employment list. for each class in the occupational
series, in seniority order at or below the level of the class from which laid off or
reduced.
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MANAGEMENT EMPLOYEES' ORGANIZATION
2) Names of persons placed on the re-employment lists shall remain on the list for
two (2) years from the date of layoff or reduction
3) Vacancies shall be filled from the re-employment list for a class. starting at tile top
of the list, providing that the person meets the necessary qualifications for tile
position.
4) Names of persons are to be removed from the reemployment list for a class if on
two (2) occasions they decline an offer of employment or on two (2) occasions
fail to respond to offers of employment in a particular class within five (5) calendar
days of receipt of written notice of an offer Any employee who is dismissed from
the City service for cause shall have his or her name removed from all re-
employment lists.
5) Re-employment lists shall be available to M-9ME0 and affected employees upon
reasonable request.
6) Qualification appeals involving re-employment rights shall be resolved in the
same manner as that identified in Part 2 Section 4.
b Status on Re-Employment
1) Persons re-employed from layoff within a two (2) year period from the date of
layoff shall receive the following considerations and benefits
a) Service credit held upon layoff shall be restored. but no credit shall be
added for the period of layoff
b) Prior service credit shall be counted toward General Leave accruals.
c) Employees may cash in sick leave upon layoff or at any time after layoff in
the manner and amount set forth in existing Memoranda of Understanding
for that employee's unit General Leave shall be paid to an employee when
the re-employment list(s) expire(s) if not previously paid
d) Upon reinstatement the employee may have his or her General Leave re-
credited by repayment to the City the cashed amount
e) The employee shall be returned to the salary step of the classification held
at the time of the layoff and credited with the time previously served at that
step prior to being laid off
f) The probationary status of the employee shall resume if incomplete
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MANAGEMENT EMPLOYEES' ORGANIZATION
2) Employees who have been reduced in class to avoid layoff and are returned
within two (2) years to their former class shall be placed at the salary step of the
class they held at the time of reduction and have their merit increase eligibility
date recalculated
ARTICLE XIV — DURING THE TERM OF THE AGREEMENT
A Classification and Compensation Study
During the term of the agreement, the parties agree to
meet and confer regarding parameters and
procedures of the citywide classification and compensation study that commenced in April
2021
B Performance Evaluations
During the term of the agreement the parties agrees to meet and confer on an updated
performance evaluation system, including the Performance Bonus implementation
procedures
ARTICLE XV = MISCELLANEOUS
A Physical Examination
Employees shall be provided once every two (2) years. with a City-paid physical
examination Said exam shall be comprehensive in nature and shall include:
1 A complete medical history, physical exam, laboratory testing and review of results by a
physician (See Exhibit C9, Physical Exam Description )
2 A stress EKG will be provided for employees forty (40) years of age or older
No more than one-half(1/2) of the eligible employees shall receive examinations in any one
fiscal year
B Vehicle Policy
1 Approval is required by the City Manager or h+GlY their designee for any City vehicle to
be taken home by an employee
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MANAGEMENT EMPLOYEES' ORGANIZATION
2. Approval is required by the City Manager for any individual occupying a classification
eligible for the auto allowance to receive the compensation.
3 The auto allowance for qualifying employees is two hundred seven dollars and sixty-nine
cents ($207 69) bi-weekly
4 No unit employee shall have their automobile allowance eliminated until the City s Fleet
Management Policy is re-negotiated
5 Eligibility for automobile allowance shall be determined in accordance with the City s
Fleet Management Program dated August 1999 and as specified pursuant to
Administrative Regulations 407 and 604
6 Employees assigned to drive a Cxty vehicle and/or employees receiving an Auto
Allowance will participate in the DMV Pull Notice Program
7 Employees in the following classifications are eligible to receive Auto Allowance
• Administrative Services Manager
• Assistant to the City Manager
• Beach Operations Supervisor
• Building Manager
• City Engineer
• Community Services Manager
• Construction Manager
0 Deputy City TFeaGUFeF*
• Deputy Fire Marshal
• Detention Administrator
• Economic Development Manager
• Environmental Services Manager
• Facilities. Development & Concessions Manager
• Facilities Maintenance Supervisor
• Finance Manager. Treasury'
• Fire Marshal
• Fleet Operations Supervisor
• Housing Manager
• Human Resources Manager
• Information Technology Manager Systems
• Inspection Manager
• Inspection Supervisor
• Landscape Maintenance Supervisor
• Ma+ntenaase-Operations Manager
MEO MOU NCVew4ev ljnu r�y1. 202244 through 9Geb@cDeoemUer 31 2024G 83
32
MANAGEMENT EMPLOYEES' ORGANIZATION
Parking/Camping Facility Supervisor
• _ Planning Manager
Police Administrative Division Services Manager
Police Administrative Services Manager
Police Communications Manager
Police Records Administrator
Principal Electrical Inspector
Principal Plumbing Mechanical Inspector
Public Affairs Manager
Risk Manager
• Senior Information Technology Manager
• Street Maintenance Supervisor
Transportation Manager
• Tree Maintenance Supervisor
• Utilities Manager
• Wastewater Supervisor
• Water Distribution SuperintendentSuperv}ser
Water Production Supervisor
Water Quality Supervisor
'Grandtathered nwmben,only
New or revised lob classifications may become eligible to receive Auto Allowance during
the term of this MOU, as approved by the City Manager
C Deferred Compensation
1 Loan Program
In accordance with federal law. employees may borrow from their deferred compensation
funds for critical needs such as medical costs, college tuition. or purchase of a home
2 Deferred Compensation Contribution at Time of Separation
In accordance with Internal Revenue Service rules. the value of any unused earned leave
benefits may be transferred to deferred compensation at separation (including
retirement). but only during the time that the employee is actively employed with the City
The latest opportunity for such transfer must be the pay period prior to the employee's
last day of employment
D Collection of Payroll Overpayments
In the event that a payroll overpayment is discovered and verified, and considering all
reasonable factors including the length of time that the overpayment was made and if and
when the employee could have reasonably known about such overpayment, the City shall
take action to collect from the employee the amount of overpayment(s). Such collection
shall be processed by payroll deduction over a reasonable period of time considering the
total amount of overpayment
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MANAGEMENT EMPLOYEES' ORGANIZATION
In the event the employee separates from employment during the collection period. the final
amount shall be deducted from the last payroll check of the employee If applicable, the
balance due from the employee shall be communicated upon employment separation if the
last payroll check does not sufficiently cover the amount due the City
It shall be the responsibility of the employee and the City to periodically monitor the accuracy
of compensation payments or reimbursements due to the possibility of a clerical oversight
or error. The City reserves the right to also collect compensation overpayments caused by
or the result of misinterpretation of a pay provision by non-authorized personnel The
interpretation of all pay provisions shall be administered by the City Manager or designee
and as adopted by the City Council Unauthorized compensation payments shall not
constitute a past practice
E. Required Fingerprinting of Employees
The City requires all employees who are hired, transferred, or promoted to positions with
oversight responsibilities for senior citizens to be fingerprinted for California Department of
Justice (DOJ) clearance that require fingerprinting by federal, state or local law(s).
Fingerprinting shall be done in accordance with said law(s). The City may also require
employees be fingerprinted if they are transferred, or promoted to positions with oversight
responsibilities for senior citizens or oversight responsibilities for confidential, and/or
sensitive documents or equipment
F Acting Assignment
Acting assignments are not intended to exceed six (6) months unless extraordinary
circumstances warrant an extension as recommended and approved by the Administrative
Services Director Under no circumstances shall an acting assignment
exceed one (1) year, nor shall it be considered a reclassification or a promotion
Acting pay must be a minimum of five percent (5-45%) or the top step of the range if less than
five percent (5%), and the Department Head has the discretion to set compensation at any
step on the pay range of the acting class. not to exceed the top step of the range
G Return to Work Policy
The City and Association agree to reopen this agreement to establish a Return to Work
Policy for employees who experience industrial and non-industrial injury and/or illness
H Controlled Substance and Alcohol Testing
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MANAGEMENT EMPLOYEES' ORGANIZATION
The City maintains the right to conduct a controlled substance and/or alcohol test during
working hours of any employee that it reasonably suspects is under the influence of alcohol
or a controlled substance in the workplace
I Management and Executive Management Relations Committee
During the term of this agreement. the City and MEO agree to meet quarterly to discuss
ways to improve management and executive management relations
J Public Employee Disaster Service Worker
In accordance with Government Code Section 3100. all Huntington Beach City employees.
including all members of this bargaining unit, are required to perform assigned disaster
service worker duties in the event of an emergency or a disaster.
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MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE XV = CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of Understanding
is of no force or effect unless and until adopted by resolution of the City Council of the City of
Huntington Beach
IN WITNESS WHEREOF. the parties hereto have executed this Memorandum of Understanding
this_ day of . 20219
HUNTINGTON BEACH
CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES'
A Municipal Corporation ORGANIZATION
By By
Oliver Chi Debra Jubinsky
City Manager MEO President
By: By:
Travis Hopkins Aaron Peardon
Assistant City Manager OCEA Representative
By
Brittany Mello
Interim Administrative Services Director
Approved as to Form:
By:
Michael E. Gates
City Attorney
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MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A — SALARY SCHEDULE
MEO Salary Schedule
3.5% Effective 11-01-19the Pay Period Including January 1, 2022
�al►Na �n A C C D 6
9926 AdmiAAAa1ysE ME0026 3;465 39,72 4i,92 44,32 46,66
0984 ME9984 46.91 49 48 62,U 56 03 6810
9089 Admw AAa &t& A4E9989 43.33 46 A 49 11 6o,86 63166
9078 Ass Mant Qty Attemwey mkQQ;18 6663 1 7012 74 03 7810 82,40
0132 AssiAaAE6ity GIeFk ME0132 40,40 4261 44,96 47,42 69,99
0545 Assktam FiFe MaF WOWS 4939 69.90 63,79 66r76 59,96
0057 Assistant te the G ty MaRage A4E9057 WAS 5332 56,26 5935 6262
9123 mlioiaa 43.76 46,13 4869 51a7 5429
9971 Assesiate P'aAAeF ME0071 41,90 1 4344 4662 1 4814 59.79
0569 Beash Maint OpeFatqoAs MgF A4E9569 52161 66,69 58155 63,77 66,K
0944 Bearh QpeFallons SupeFyiss N4E6944 43 !1 4r 47 Q 97 60 61 63,40
0064 Budget Analyst Se W9964 41,62 43Ao 4633 48 87 51,36
9598 8ui414Ag-MaAages WOWS 69.49 63,92 6733 71,92 74,93
0924 6 W4ftwwff A4E99M 69 97 7�-2,6'7� 4b" 8c/0�,81i 8533
G4,N5 �•A�CC1,��e'Ac�c1'fC 42.99
4&,244 47 712 6 /& �G�]��1/]
9474 TCATS 1T7! 4Q," 92Q4 rr 68.1
MEO MOU NA-ambeFJanuary 1. 20221119 through Octebw December 31. 20248
37 88
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
9353 Gemmwn ty&ewkes N4@Aa@eF ME0353 I 52161 66,60 1 58255 6=.:7 65.16
0993 AIE9997 52.6i 66,69 69,95 6177 65-16
0086 GRAtFAS1 AdFRiRi5kFall8F ME0Q85 4C95 47,32 49,92 52,67. 56,66
09" Deputy City AtAemey4 AAE9981 43,75 4645 49A 6137 64 3
0p80 44E9989 62.61 66 69 5&56 61,77 65.16
0079 Deputy City AUGFney4g ME9679 60.49 6343 6733 71A2 74,93
00" DepUty Cilly IiRgiReeF ME9968 68 69 4"92 66,34 68,93 7242
067& DepUly DIF Of ROA PevelepmeRll MEG571 69 60 6297 6633 6999 73,83
0496 DelteAllieA AdmiAiStFAG ME9496 49.33 46 7i 4821 5986 63166
0"0 A4E9039 47,84 69 48 53.25 66.13 b9 26
9599 IiAeFgy PFgj@Gt MaRage ME9580 47 84 6049 6346 6617 69.26
0923 SWAFAAFFIPFItal AeRoises MaAageF W09.13 1 47,84 60,49 53,35 5617 69.26
0474 ME9474 69,06 6249 66,70 "46 61,99
0060 FaGilkiefi MaiRt 6WpeFYi69F MEApbO 4944 45 47 47;97 60 61 53,49
0949 MEG979 54 20 6717 6033 63,65 6744
0889 FinaRce MaRagff Budget 04E0889 64 20 67,17 1 6033 6345 67,14
0899 0E9899 64,29 57.i7 6933 63165 6714
0869 ME9869 64,20 6747 6033 63.65 67,14
04" ME94-31 42,65 46,00 47,49 69,09 &a"
GUG FIFe PF84eAi8A ARWyst 049913A 42,65 45,00 4749 60,09 62,56
0590 ME9690 1 49 11 45.47 1 47.97 1 6964 53149
0681 I GPAPFal SPROicPS h4anaW ME9581 1 "44 61,32 1 64,-70 68 26 7�9
MEO MOU No,AmbeFJanuary 1. 202219 through 9Ue4er December 31, 20249
38 89
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
04" ME9498 66,67 68 63 61,84 66,26 68,84
9043 46wing#1ana8e WOW 66 91 58,04 61.22 64,69 68 34
9096 llwmaA Resews6es MaRa@eF M60006 67,26 60,40 63.72 67,23 70,93
9489 14FasFs119411ce ME9489 65,67 58,63 61.94 65,26 6884
9299 lFile TerhRglfty h4gF OPOF2410M ME9290 6647 68,63 61.84 6646 68.84
0600 WS 4614FIGIGgy M8F &VS&BFRS ME0500 69.60 62 87 66"U 69 99 73 83
0075 lRSpeAi9A M2A2geF ME9976 63 37 6642 69 42 6269 6"
0073 inspeo 9A 6wpeFW SWME9073 4643 48,93 60,67 63,46 5640
0231 4we"gpAw ME9251 d3.98 d9.i3 41,29 4d,36 46A6
04" LandssapeAFskites4 ME0138 42,66 46, 47,49 6909 62186
0949 6andSGaP8 Ma At 6WPBFV&OF MEA049 4d.11 46,47 47 97 60 G1 62 40
0572 ME9572 38,99 41.13 1 43,49 4540 48 d1
0930 Ma MeRaRW QpeFat GAS Mff MEO039 58.13 61,32 64.70 68.25 74M
9400 ME9490 49 75 62,63 6&" 58 47 61169
903 PFGjeSt C88FdlRa4QF ME6903 4109 42 24 46,62 48,14 6049
044d MEA443 46 33 48,93 59 67 63,46 66 40
9A98 PeFfflit& PlaR Glqeek PAaAa@6F ME9998 69 49 63,82 6749 73,02 74 93
0209 PAFFAit R, PWA G14061f SwpeF%O SOF ME9209 42 88 46,24 47,J2 60 3b 6343
0453 AeFseri WPAalysF ME9453 37,47 39 53 41:79 Q 99 46 42
0060 ME9060 1 46.41 49,48 52:21 59 W 58.19
0464 ME9464 1 42,65 46,99 1 47A9 50 99 52,"
MEO MOU Nevombw- anuary t. 202234 through Osteeer-0ecember 31. 20246
39 90
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
0999 ME8999 6i,96 63.86 "1" 69.% &144
0444 Wanaing-ManageF M69444 66,67 6&" W.84 66.26 68.84
9626 M69626 60,49 63,82 6743 4,02 MAW
9694 M6A694 48 33 6999 6379 6676 69.86
0922 Pel ce Gomm An calliens maAageF M60922 43.33 4641 4821 60,86 93.66
0044 1 Pel ce ReFGFds AAFAWAFAB ME0944 43,33 46.7! 4231 60" 63,66
09" ME9928 44,38 4663 49 i7 61,88 54.73
009i PFIA6 pal Givil ERgmAee ME9996 67,86 61.02 64 N 671W 741K
0073 MEA972 41m" 42.70 4649 42 62 6130
9% MEA9896 47,84 6048 63.26 66.W 6946
9976 ME9976 1 4141 43.79 46,99 48" 6129
0482 Sian ME9482 44,29 43 47 46.86 48,d9 61.05
9974 AkwApaW4anner M69974 6246 65,77 68.83 62,98 66.48
9679 Af*W"Manager ME9679 47,84 69.48 63.16 66 17 69,26
9937 k6jeEll MaAageF AsskAaM ME9937 41,99 43,24 45 62 48 14 607
0496 P Aar s fat ty Systems MaRageiz ME9496 1 66 41 69.51 6372 66.23 608
049i Pwbl r Salely Symems Supy 9497 64 47 67,47 6062 6396 67,46
0839 Real lis4atte& PFejeet MaRageir ME9839 47,84 60 48 63.26 6617 69,26
0619 WA ManaffemeR&Analyst ME9619 37 47 39 63 4179 4290 46A3
0964 A*k#Aanages ME9964 66191 6994 61.23 64.69 68,14
0069 bep4F- it Engineer I ME9969 1 48,83 1 61,61 1 64 34 1 67,33 6949
0484RGFP,ey I ME9494 1 63.69 1 67.09 1 707 74 65 78 77
MEO MOU Navembw4 n0DL1. 20224a through 9clabecDecember 31 20240
40 91
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
868 MEG969 1 46.49 4;99 60,62 63,41 664&
499 ME9499 4066 62.28 65 34 6849 61138
0077 6eWOF- bFaFiaA ME0077 36.47 33.43 39 49 41,65 43,94
00" beA OF RlanAeF MEG036 47,84 60A8 63.26 "44 69,2E
0536 ME0635 40 40 42.61 44.95 47412 60,03
0678 ME0578 40.40 4261 44 95 1 47,43 50,03
0649 &eFli@F RiSk MaRageFRem Analys ME6619 42.65 46 00 47 49 60 09 6246
0094 ME0024 4992 6i ri 64 34 67.33 60M
04" MEG333 6947 72 67 76" 80A7 86.33
0467 6pe6ial livents GOGF&Rate ME6467 34 09 36.07 37.04 499, 42,23
0488 ME6498 4313 46.47 4797 6061 6349
0133 ME9133 404 43 i3 44 96 47,42 60 03
0033 TFaRSPOFtat GA MaRage MEG0a3 6049 "A0 66M A)bi 74 66
0061 MEG061 4d,1-1 46 47 47,93 60 El 40
9483 V644e&#AaAageF MEG483 69 28 62 56 6549 69 i2 72 46
0484 WaSleWalff&WPeFY 66 ME0487 43 11 45,47 47 97 60 61 63 40
0062 I.A.02tPF P SUibldt OR 6hipeFV 69 MEG062 43.11 46 47 47 97 60 61 63 40
005d WateF PF@dWG4 OR&WpeFYi6GF MEG052 43.11 45 47 47.97 60.61 63 4
0066 ME0056 43,11 46.47 47,97 6961 63A0
k,Jft lob Desrriatloe Rance I Q F
0025 Administrative Analyst 192 37.47 39.34 41.31 43.37 45.54 47_82 50_21
MEO MOU Nevemb*F4Ln_ ary 1. 202236 through Qcte6eFDecember 31. 20248
41 92
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
0622 Administrative Services Manager 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
0078 Assistant City Attorney 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53
0132 Assistant City Clerk 199 40.17 42.18 44.29 46.50 48.83 51.27 53.83
0057 As istant to the City Manager 222 %50 53.03 55.68 58A6 61.38 64.45 67.68
0123 Associate Civil Engineer 207 43.50 45.67 47.96 50.36 52.87 55.52 58.29
0071 Associate Planner 201 40.98 43.03 45.18 47.44 49.81 52.30 54.91
0569 Beach Maintenance Operations Manager 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
0044 Beach Operations Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0598 Building Manager 240 60.41 63.43 66.60 69.93 73.42 77.10 80.95
0024 City Engineer 253 68.75 1 72.19 75.79 79.58 83.56 87.74 92.13
0125 Code Enforcement Supervisor 2g 54.69 57.42 60.29 63.30 66.47 69.79 73.28
0471 Community Relations Officer 214 46.64 48.97 51.42 53.99 56.69 59.52 62.50
0353 Community Services Manager Lu 52.55 55.18 57.94 &M 63.88 67_07 70.42
0097 Construction Manager 226 52.55 55.18 7. 63.88 67.07 70.42
0085 Contract Administrator 210 44.82 47.06 49.41 51.88 54.48 57.20 60.06
00881 Deputy City Attorney I _ j07 43.50 45.67 47.96 50.36 52.87 55.52 58.29
0080 Deputy City Attorneyll 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
0079 Deputy City Attorney III 40 1 60.41 63.43 1 66.60 69.93 7342 77.10 80.95
0068 Deputy City Engineer � 58.63 61.56 64.64 67.87 71.27 74.83 78.57
0571 Deputy Director of Economic Development ? 8 59.22 62.18 65.29 68.55 71.98 75.58 79_36
0611 Deputy Fire Marshal 205 42.64 44.77 47.01 49.36 51.83 54.42 57.14
0486 Detention Administrator LO§ 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0621 Economic Development Manager 230 54.69 57.42 60.29 63.30 66.47 69.79 73_28
0039 Economic Development Pro ect Mana r 216 47.57 49.95 52.45 55.07 57.83 60.72 63.75
0580 Energy Protect Manager 216 47.57 49.95 52.45 55.07 57.83 60.72 63.75
0923 Environmental Services Manager 226 47.57 49.95 52.45 55.07 57.83 60.72 63.75
0050 Facilities Maintenance Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0474 Facilities. Development&Concessions Manager 221 50.00 52.50 55.13 57.88 60.78 63.82 67.01
0879 Finance Manager-Accounting 229 54.14 56.85 59.69 62.68 65.81 69.10 72.56
0889 Finance Manager- Budget 229 54.14 S6.85 59.69 62.68 65.81 69.10 72.56
MEO MOU NQvop4 "anuary 1 202230 through 9cte December 31 20240
42 93
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
0899 Finance Manager- Fiscal Services 229 54.14 56.85 59.69 62.68 65.81 69.10 71.56
0869 Finance Manager-Treasury 229 54.14 56.85 59.69 62.68 65.81 69.10 72.56
0610 Fire Marshal 240 60_41 63.43 66_60 69_93 73.42 77_10 80_95
0131 Fire Medical Coordinator 205 42.64 44.77 47.01 49.36 51.83 54.42 57.14
0590 Fleet Operations Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0581 General Services Manager 236 58.05 60.95 64.00 67.20 70.56 74.09 77.79
0498 GIS Manager 231 55.23 57.99 60.89 63.94 67.13 70.49 74.02
0043 Housing Manager 230 54.69 57.42 60.29 63.30 66.47 69.79 73.28
0006 Human Resources Manager 238 59.22 62.18 65.29 1 68.55 71.98 75.58 1 79.36
O500 Information Technology Manager 23$ 59.22 62.18 65.29 68.55 71.98 75.58 79.36
0489 Information Technology Manager-Infrastructure 231 55.23 57.99 60.89 63.94 67.13 70.49 74.02
0200 Information Technology Manager-Operations 231 55.23 57.99 60.89 63.94 67.13 70.49 74.02
0632 Information Technology Supervisor _1L77 48.05 50.45 52.97 55.62 58.40 61.33 64.39
0075 Inspection Manager 227 55.73 58.52 61.44 64.52 67.74 71.13
0073 Inspection Supervisor 1 45.27 47.53 49.90 52.40 55.02 57.77 60.66
0251 Investigator 36.73 38.57 40.49 42.52 44.64 46.88 49.22
0158 landscape Architect 20.� 42.64 44.77 47.01 49.36 51.83 1 54.42 1 57.14
0049 Landscape Maintenance Supervisor 206 43.07 45.22 47. 49.86 52.35 54.97 57.72
0572 Liability Claims Coordinator 196 38.99 40.94 42.99 45.13 47.39 49.76 52.25
0030 Maintenance Operations Manager 236 58.05 60.95 64.00 67.20 70.56 74.09 77.79
0490 Network Systems Administrator 220 49.51 51.98 54.58 57.31 60.17 63.18 66.34
0623 Operations Manager 253 68.75 72.19 75.79 79.58 83.56 87.74 92.13
0133 Parking&Camping Facility Supervisor 199 40.17 42.18 44.29 46.50 48.83 51.27 53.83
0903 Parks Development/Facilities Protect Coordinator 201 40.98 43.03 45.18 47.44 49.81 52.30 54.91
0443 Payroll Systems Analyst 211 45.27 47.53 49.90 52.40 55.02 57.77 60.66
0�8 Permit& Plan Check Manager 230 54.59 57.42 60.29 63.30 66.47 69.79 73.28
0209 Permit & Plan Check Supervisor 205 42&4 44.77 47.01 49.36 51.83 54.42 57.14
0453 Personnel Analyst 192 37_47 39.34 41_31 43_37 45.54 47.82 50.21
0099 Plan Check Engineer 223 51.01 53.56 56.23 59.05 62.00 65.10 68.35
0444 Planning Manager 231 55.23 57.99 60.89 63.94 67.13 70.49 74.02
MEO MOU Nerew4w-jLnuary 1. 20Z238 through 9sieDecDecember 31 2024E
43 94
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
0594 Police Administrative Services Manager 217 48.05 1 50.45 52.97 55.62 58.40 61.33 64.39
0625 Police Administrative Services Division Manager 240 60.41 63.43 66.60 69.93 73.42 77.10 80.95
0022 Police Communications Manager 206 43.07 45.22 47.48 49.86 52.35 54.97 57_72
0094 Police Records Administrator 206 43.07 45.22 47.48 49.86 52.35 54.97 57_72
0626 Police Support Services Manager 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0028 Principal Accountant 208 43.93 46.13 48.44 50.86 53.40 56.07 58.88
000_4 Principal Administrative Analyst 214 46.64 48.97 51.42 53.99 56.69 59.52 62.50
0096 Principal Civil Engineer 235 57.47 60.35 63.37 66.53 69.86 73.35 77.02
0072 Principal Electrical Inspector 202 41.39 43.46 45.63 47.91 50.31 52.82 55.46
0896 Principal Finance Analyst 216 47.57 49.95 52.45 55.07 57.83r60.72 63.75
0482 Principal Librarian 201 40.98 43.03 45.18 47.44 49.81 54.91
0060 Principal Personnel Analyst 214 46.64 48.97 51.42 53.99 56.69 62.50
0074 Principal Planner � 52.55 55.18 57.94 60.83 63.88 70_42
0076 Principal Plumbing&Mechanical Inspector 202 41.39 43.46 4 .63 47.91 50.31 55_46
0579 Project Manager 216 47.57 49.95 52.45 55.07 57.83 63.75
0037 Proiect Manager Assistant 22 40.98 43.03 45.18 47.44 49.81 52_30 54_91
0620 Public Affairs Manager 232 55.78 58.57 61.50 64.58 67.81 71,20 74_76
0496 Public Safety Systems Manager ZL3 56.34 59.16 62.12 65.22 68.48 71.91 75_50
0497 Public Safety Systems Supervisor 229 54.14 1 56.85 59.69 62.68 65.81 69.10 72.56
0839 Real Estate&Project Manager 216 47.57 49.95 52.45 55.07 57.83 60.72 63.75
0619 Risk Management Analyst 22 37.47 39.34 41.31 43.37 45.54 47.82 50.21
0054 Risk Manager 230 54.69 57.42 60,29 63.30 66.47 69.79 73,28
00089 Senior Administrative Analyst 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0064 Senior Budget Analyst 202 41.39 43.46 45.63 47.91 50.31 52.82 55.46
0069 Senior Civil Engineer 218 48.53 50.96 1 53.50 56.18 58.99 61.94 65.04
0484 Senior Deputy City Attorney 245 63.49 66.66 70.00 73.50 77.17 81.03 85.08
0868 Senior Finance Analyst 211 45.27 47.53 49.90 52.40 55.02 57.77 60_66
0499 Senior Information Technology Analyst 220 49.51 51.98 54.58 57.31 60.17 63.18 66.34
0627 Senior Information Technology Manager 244 62,86 66.00 69.30 72.77 76.41 80.23 84.24
0077 Senior Librarian 186 35.30 37.06 38.91 40.86 42.90 45.05 47_30
MEO MOU Nevembe Janua 1, 202244 through 9s4eber-December 31 20248
44 95
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
0464 Senior Personnel Analyst 205 42.64 44.77 47.01 49.36 1 51.83 54.4Z $7.14
0036 Senior Planner 216 47.57 49.95 52.45 55.07 57.83 60.72 63.75
0519 Senior-Risk-Management Analyst 205 42.64 44.77 47.01 49.36 51.83 54_42 57_14
0575 Senior Supervisor, Cultural Affairs 199 40.17 42.18 44.29 46.50 48.83 51.27 53.83
0578 Senior Supervisor, Human Services 199 40.17 42.18 44.29 46.50 48.83 51.27 53.83
0034 Senior Traffic Engineer 218 48.53 50.96 53.50 56.18 58.99 61.94 65.04
0333 Senior TrialCounsel 253 68.75 72.19 75.79 79.58 83.56 87.74 92.13
0457 Special Events Coordinator 1 2 33.92 35.62 37.40 39.27 41.23 43.29 45.45
088 Street Maintenance Supervisor 206 43_07 45.22 47.48 49.86 52.35 54.97 57.72
Transportation Manager 239 59.81 62.80 65.94 69.24 72.70 76.33 80.15
0051 Tree Maintenance Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
83 Utilities Manager 238 59.22 62.18 65.29 68.55 71.98 7558 79.36
87 Wastewater Supervisor m 43.07 45.22 47.48 49.86 52.35 54_97 57.7Z
24 Water Distribution Superintendent 216 47.57 49.95 52.45 55.07 57.83 60.72 .7
0052 Water Distribution Supervisor 2Q6 43.07 45.22 47.48 49.86 52.35 54.97 57.72
�053 Water Production Supervisor (¢ 43.07 45.22 47.48 49.86 52.35 54.97 57_72
Water Quality Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
MEO MOU Novep*w-JAa0ry 1, 20224 through Ostebw December 31. 20240
45 96
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
RETIREE SUBSIDY MEDICAL PLAN
Employees hired on or after October 1, 2014, shall not be eligible for this benefit.
An employee who has retired from the City shall be entitled to participate in the City-sponsored
medical insurance plans, and the City shall contribute toward monthly premiums for coverage in
an amount as specified in accordance with this Plan. provided
A. At the time of retiFemerit Tthe employee has a minimum of ten (10) years of continuous full-
time City service, or is granted an industrial disability retirement. and
B At the time of retirement, the employee is employed by the City and
C Following official separation from the City the employee is granted a retirement allowance by
the California Public Employees Retirement System
The City's obligation to pay the monthly premium as indicated shall be modified downward or
cease during the lifetime of the retiree upon the occurrence of any one of the following
1 On the first of the month in which a retiree or dependent reaches age 65 or on the
date the retiree or dependent can first apply and become eligible. automatically or
voluntarily. for medical coverage under Medicare (whether or not such application
is made) the City obligation to pay monthly premiums may be adjusted downward
or eliminated Benefit coverage at age 65 under the City medical plans shall be
governed by applicable plan document
2 In the event of the death of any employee. whether retired or not, the amount of the
retiree medical insurance subsidy benefit which the deceased employee was
receiving at the time of h+s4he+ther death would be eligible to receive if helshethev
were retired at the time of death. shall be paid on behalf of the spouse or family for
a period not to exceed twelve (12) months
SCHEDULE OF BENEFITS
A. Minimum Eligibility for Benefits - With the exception of an industrial disability retirement.
eligibility for benefits begin after an employee has completed ten (10) years of continuous full-
time service with the City of Huntington Beach Said service must be continuous unless prior
service is reinstated at the time of AwA;egheir rehire in accordance with the City's Personnel
Rules
B Disability Retirees - Industrial disability retirees with less than ten (10) years of service shall
receive a maximum monthly payment toward the premium for health insurance of $121 (one
hundred twenty-one dollars) Payments shall be in accordance with the stipulations and
conditions. which exist for all retirees Payment shall not exceed dollar amount, which is equal
to the full cost of premium for employee only
MEO MOU nu 1. 20224 through 00ober December 31 20240 q;
46
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
C Maximum Monthly Subsidy Payments - Payment amounts may be reduced each month as
dependent eligibility ceases due to death. divorce, or loss of dependent child status However,
the amount shall not be reduced if such reduction would cause insufficient funds needed to
pay the full premium for the employee and the remaining dependents. In the event no
reduction occurs and the remaining benefit premium is not sufficient to pay the premium
amount for the employee and the eligible dependents. said needed excess premium amount
shall be paid by the employee
All retirees. including those retired as a result of disability whose number of continuous, full-
time years of City service prior to retirement City exceeds ten (10), shall be entitled to
maximum monthly payment of premiums by the for each year of completed City service as
follows
Maximum Monthly Payment
for Retirements After
Years of Service Subsidy
10 S 121
11 136
12 151
13 166
14 181
15 196
16 211
17 226
18 241
19 256
20 271
21 286
22 300
23 315
24 330
25 344
RETIREE SUBSIDY MEDICAL PLAN 1 MISCELLANEOUS PROVISIONS
S-A Eligibility
1 The effective start-up date of the Retiree Subsidy Medical Plan for the various
employee groups shall be the first of the month following retirement date
2 A retiree may change plans. add dependents. etc . during annual open enrollment
The Human Resources DepaftMeet Division shall notify covered retirees of this
opportunity each year
MEO MOU Nw4emDw-l,�nuan t. 20223G through 9ste6eFDecember 31 20244Q 98
47
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
3 Years of service computed for the Retiree Subsidy Medical Plan are actual
years of completed service with the City of Huntington Beach.
G-B Benefits
1 Retiree Subsidy Medical Plan includes the available group medical plans offered to
active unit members at the time of retirement
2 City Plans are the primary payer for active employees age 65 and over, with
Medicare the secondary payer Retirees age 65 and over have no City Plan options
and are eligible only for Medicare
3 Premium payments are to be received at least one month in advance of the
coverage period.
aC Subsidies:
1 The subsidy payments will pay for
a Retiree Subsidy Medical Plan
b HMO
c. Part A of Medicare for those retirees not eligible for paid Part A
2 Subsidy payments will not pay for
a Part B Medicare
b Any other employee benefit plan
c Any other commercially available benefit plan
d Medicare supplements
€D Medicare
1 All persons are eligible for Medicare coverage at age sixty five (65) Those with
sufficient credit quarters of Social Security will receive Part A of Medicare at no cost.
Those without sufficient credited quarters are still eligible for Medicare at age sixty
five (65, but will have to pay for Part A of Medicare if the individual elects to take
Medicare. In all cases Part B of Medicare is paid for by the participant
2 When a retiree and 4i64h their spouse are both sixty five (65 or over. and neither is
eligible for paid Part A of Medicare the subsidy shall pay for Part A for each of them
or the maximum subsidy. whichever is less
MEO MOU November nuary 1 202238 throug^ 96teDer December 31 20246 gy
48
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
3 When a retiree at age sixty five (65 is eligible for paid Part A of Medicare and
kuslhertheir spouse is not eligible for paid Part A. the spouse shall not receive
subsidy. When a retiree at age sixty five (65 is not eligible for paid Part A of Medicare
and fais/kie their spouse who is also age sixty five (65is eligible for paid Part A of
Medicare, the subsidy shall be for the retirees Part A only
V--E Cancellation
1 For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply
a Coverage for a retiree under the Retiree Subsidy Medical Plan will be
eliminated on the first day of the month in which the retiree reaches age sixty
five (65. If such retiree was covering dependents under the Plan, dependents
will be eligible for state and or federal COBRA continuation benefits effective
as of the retirees sixty-fifth (65") birthday
b Dependent coverage will be eliminated upon whichever of the following
occasions comes first
After thirty six (36) months of COBRA continuation coverage. or
iH.
4 ii_When the covered dependent reaches age sixty five (65) in the event such
dependent reaches age sixty five (65) prior to the retiree reaching age
sixty five (65)
c. At age sixty five (65) retirees are eligible to make application for Medicare
Upon being considered _eligible to make application," whether or not
application has been made for Medicare. the Retiree Subsidy Medical Plan will
be eliminated
2 See provisions under "Benefits." "Subsidies." and Medicare' for those
retirees/dependents not eligible for paid Part A of Medicare
3 Retiree Subsidy Medical Plan and COBRA participants shall be notified of non-
payment of premium by means of a certified letter from Employee Benefits in
accordance with provisions of the Memorandums of Understanding
4 A retiree who fails to pay premiums due for coverage and is in arrears for sixty
(60) days shall be terminated from the Plan and shall not have reinstatement
rights.
MEO MOU Novsmbw-January 1 20221&through Ovalaw December 31 20240 100
49
MANAGEMENT EMPLOYEES' ORGANIZATION
MEO MOU NwembeP42nuary 1. 20224Q through ApebecpLg mber 31. 20249 101
50
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT CD — PHYSICAL EXAMINATION DESCRIPTION
PHYSICAL EXAMINATION DESCRIPTION
I Complete Health History
II Complete Physical Examination by Physician
III Computer Printout:
A. Physiological Tests:
1. Temperature
2. Height
3. Weight
4. Vision
5. Audiometry (Hearing Screening)
6. Blood Pressure
7 Pulse
8 Chest X-Ray
9 EKG
10. History
11. Tonometry (Glaucoma) for patients 35 and over
12 Spirometry (Breathing)
B Laboratory Tests
1 Blood Chemistry Screening Tests
SGPT Triglycerides
SGOT Glucose Fasting
LDH BUN
Alk Phosphatase Creatinine
Total Bilirubin Uric Acid
Total Protein Calcium
Albumin-Serum Inorganic Phosphate
Globulin Sodium
Cholesterol RestasswmPotassium
2 Complete Blood Count
3 Urinalysis
4 Stool Test for Blood
5 RPR
6 Pap Smear on Females
7 HDL
IV, Examination Findings
A. Consultation with Physician
B. Written Report of Findings
MEO MOU NoyemOer January l 202218 through Goober Deoember 3 i 20240 102
51
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT D€ — 9/80 WORK SCHEDULE
9/80 WORK SCHEDULE
This work schedule is known as the 9/80." In the event that there is a conflict with the current
rules, practices and/or procedures regarding work schedules and leave plans. then the rules listed
below shall govern
9/80 WORK SCHEDULE DEFINED
The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two-
week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for
eight (8) hours (Friday). with a one-hour lunch during each work shift. totaling forty (40) hours in
each work week. The 9/80 work schedule shall not reduce service to the public. departmental
effectiveness, productivity and/or efficiency as determined by the City Manager or designee
A. Forty (40) Hour Work Week
The actual work week is from Friday at mid-shift (p m ) to Friday at mid-shift (a m.) No
employee working the 9/80 work schedule will be able to flex their Friday start time nor the
time they take their lunch break. which will be from 12.00 p.m to 1 00 p m on Fridays. All
employee work shifts will start at 8 00 a m on their Friday worked The start of the work week
is 12 00 noon Friday
B Two-Week Pay Period
The pay period for employees starts Friday mid-shift (p.m ) and continues for fourteen (14)
days until Friday mid-shift (a.m.). During this period. each week is made up of four (4) nine
(9) hour work days (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours
equal forty (40) work hours in each work week (e g. the Friday is split into four (4) hours for
the a m shift. which is charged to work week one and four (4) hours for the p.m shift, which
is charged to work week two).
C A/B Schedules
To continue to provide service to the public every Friday, employees are to be divided between
two schedules, known as the 'A" schedule and the "B" schedule, based upon the departmental
needs For identification purposes, the 'A' schedule shall be known as the schedule with a
day off on the Friday in the middle of the pay period. or, "off on payday', the ..B.. schedule shall
have the first Friday (p m ) and the last Friday (a.m.) off. or "working on payday An example
is listed below
AM PM AM PM AM PM
F F S S M T W Th F F S S M T W Th F F
Schedule 4 4 9 9 9 9 9 9 9 9 4 4
B Schedule - 9 9 1 9 1 9 1 4 1 4 9 9 9 9
MEO MOU anu 1 202248 through Gsteber December 31 2024G 103
52
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT D€ — 9180 WORK SCHEDULE
A/B Schedule Changes
Employees cannot change schedules without prior approval of their supervisor. Department
Head, and the Director of Human Resources or designee
D Emergencies
All employees on the 9/80 work schedule are subject to be called to work any time to meet
any and all emergencies or unusual conditions which, in the opinion of the City Manager
Department Head or designee may require such service from any of said employees
LEAVE BENEFITS
When an employee is off on a scheduled workday under the 9/80 work schedule. then nine (9)
hours of eligible leave per workday shall be charged against the employee's leave balance or
eight (8) hours shall be charged if the day off is a Friday All leaves shall continue under the
current accrual, eligibility, request and approval requirements
1 General Leave — As stated in Memorandum of Understanding
2 Sick Leave — As stated in Memorandum of Understanding
3 Administrative Leave — As stated in Memorandum of Understanding
4 Bereavement Leave — As stated in Memorandum of Understanding
5 Holidays - As stated in Memorandum of Understanding
6 Jury Duty — The provisions of the Personnel Rules shall continue to apply, however, if an
employee is called to serve on jury duty during a normal Friday off. Saturday or Sunday
or on a City holiday, then the jury duty shall be considered the same as having occurred
during the employees day off work. therefore the employee will receive no added
compensation
MEO MOU 20224Q through 90noer Decemoer 31 2C24:,
53
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT EF — 4/10 WORK SCHEDULE
4/10 WORK SCHEDULE
In the event that there is a conflict with the current rules. practices and/or procedures regarding
work schedules and leave plans, then the rules listed below shall govern
4/10 WORK SCHEDULE DEFINED
The 4/10 work schedule shall be defined as working eight (8) days for eighty (80) hours in a two
week pay period by working eight (8) days (Monday through Thursday. Fridays off) at ten (10)
hours per day. plus a one-hour lunch during each work shift. totaling forty (40) hours in each work
week The 4/10 work schedule shall not reduce service to the public. departmental effectiveness,
productivity and/or efficiency as determined by the City Manager or designee
All employees on the 4/10 work schedule are subject to be called to work any time to meet any
and all emergencies or unusual conditions which, in the opinion of the City Manager. Department
Head or designee may require such service from any of said employees
LEAVE BENEFITS
When an employee is off on a scheduled workday under the 4/10 work schedule. then ten (10)
hours of eligible leave per workday shall be charged against the employees leave balance. All
leaves shall continue under the current accrual, eligibility, request, and approval requirements
1 General Leave — As stated in Memorandum of Understanding
2. Sick Leave — As stated in Memorandum of Understanding
3. Administrative Leave — As stated in Memorandum of Understanding
4 Bereavement Leave — As stated in Memorandum of Understanding
5 Holidays - As stated in Memorandum of Understanding
6 Jury Duty — The provisions of the Personnel Rules shall continue to apply: however, if an
employee is called to serve on jury duty during a normal Friday off. Saturday, or Sunday,
or on a City holiday then the jury duty shall be considered the same as having occurred
during the employees day off work. therefore. the employee will receive no added
compensation.
MEO MOU Na embav anugryl. 202210 through lDctmlaw-December 31. 20240 105
54
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT Fro—VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Request Form
Reguestor, Please Complete
According to the provisions of the Voluntary Catastrophic Leave Donation Program, I hereby request
donated Vacation, Administrative or General Leave Compensatory Time.
MY SIGNATURE CERTIFIES THAT:
• A Leave of absence in relation to a catastrophic illness or injury has been approved by my
Department: and
• I am not receiving disability benefits or Workers' Compensation payments.
ame: (Please Print or Type: Last, First, INl) I
ork Phone: partment:
b Title: mpbyee IDk
Iequestor Signature: te:
Department Director Signature: Date:
Human Resources DepartmentDivision Use Only
End donation date will bridge to. End donation date
❑ Long Term Disability
❑ Medical Retirement beginning
❑ Length of FMLA leave ending
❑ Return to work
H11MRA ReseuceesAdministrative Services Director Signature Date signed.
MEO MOU n a 1 202238 through Goog FDecemDer 31 2024O 106
55
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT F&—VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Donation Form
Donor please complete
Donor Name: (Please Print or Type: Last, First, MI)
Work Phone:
Donor Job Title:
Type of Accrued Leave: Number of Hours I wish to Donate:
❑ Vacation Hours of Vacation
❑ Compensatory Time Hours of Compensatory Time
❑ General Leave Hours of General Leave
❑ Administrative Leave Hours of Administrative Leave
I understand that this voluntary donation of leave credits, once processed, is irrevocable;
but if not needed, the donation will be returned to me. I also understand that this donation
will remain confidential.
I wish to donate my accrued Vacation, Compensatory Time,Administrative or General Leave hours
to the Catastrophic Leave Donation Program for:
,Eligible recipient employee's name (Last, First, MI):
Donor Signature: te:
Please submit to Payroll in the Finance Department
MEO MOU NweWw n #Ml, 2CU49 through Q0abw-j7acemtjr 31, 20240 107
56
CITY OF HUNTINGTON BEACH
Inter-Departmental Communication
M.wnMcra. races
TO: Honorable Mayor and City Councilmembers
FROM: Brittany Mello, Interim Administrative Services Director
DATE: December 1 , 2021
SUBJECT: SUPPLEMENTAL COMMUNICATION FOR ITEM NO. 6 (21-937) —
INTRODUCTION OF THE PROPOSED MEMORANDUM OF UNDERSTANDING WITH
THE MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) AND THE CITY OF
HUNTINGTON BEACH FOR JANUARY 1, 2022, THROUGH DECEMBER 31. 2024
This supplemental communication is to correct an error in the published staff report for
the introduction of the proposed Memorandum of Understanding between the City of
Huntington Beach and the Huntington Beach Management Employees Organization
(MEO)
On page 2. under Salary Range Adjustment, the effective date should be January 1 .
2022. not January 1 . 2021 . and should read as follows
Salary Range Adjustment
• Effective January 1 , 2022, employees will shift to a new, seven-step salary range
(A - G). Classifications will be placed on the nearest Step F in the new range
without losing any wages. Once on Step F. classifications will be moved to a range
two percent (2%) higher All employees will be placed on the step in the new salary
range that is closest to their current base salary step without being less.
cc City Clerk SUPPLtMIENTAL
COMMUNICATION
Mee&N Date:- 12 i/,20Z
REQUEST FOR CITY COUNCIL ACTION
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Oliver Chi, City Manager
PREPARED BY: Brittany Mello. Interim Administrative Services Director
Subject:
Introduction of the Proposed Memorandum of Understanding Between the Management
Employees' Organization (MEO) and the City of Huntington Beach for January 1, 2022, through
December 31, 2024
Statement of Issue:
The Memorandum of Understanding (MOU) between the City of Huntington Beach and the
Management Employees Organization (MEO) expires on December 31 2021 The City and MEO
have engaged in good-faith discussions and in November 2021 reached tentative agreement on new
MOU terms for a 3-year contract covering the period January 1 2022, through December 31. 2024
Financial Impact:
Pursuant to the terms agreed upon with MEO the Finance Department estimates the total projected
average annual cost increase of the MOU to be S514.541 per year during the life of the agreement
Recommended Action:
recommenoaticn
Approve the introduction of the proposed Memorandum of Understanding between the Management
Employees Organization and the City of Huntington Beach for the period of January 1. 2022. through
December 31 2024
Alternative Action(s):
Do not approve the introduction of the proposed successor MOU for MEO employees and direct staff
to (1) continue to meet and confer with the Association or (2) utilize the impasse procedures
contained within the City Employer-Employee Relations Resolution
Analysis:
The Management Employees Organization (MEO) represents approximately 105 employees in the
City
Representatives for the City and MEO engaged in active discussions over an extended period,
ultimately reaching tentative agreement on contract terms for a 3-year period. Key changes in the
proposed MOU include the following
Term of Agreement
January 1 2022 through December 31, 2024
Salary Range Adjustment
• Effective January 1. 2022. employees will shift to a new seven-step salary range (A — G)
Classifications will be placed on the nearest Step F in the new range without losing any wages
Once on Step F classifications will be moved to a range two percent (2%) higher All
employees will be placed on the step in the new salary range that is closest to their current
base salary step without being less
• Employees who have reached top step (Step G) will be eligible to earn an annual merit-based
bonus of up to three percent (3%) of their base rate of pay at their regularly-scheduled
performance evaluations
Medical Benefits
• Beginning January 1. 2022. the City s maximum monthly contribution to medical plan rates will
increase proportionally based on the medical plan and enrollment tier, with the highest
maximums correlating to the Blue Shield PPO plan of $740.00 for employee only, $1,373.19
for two party, and $1,547 03 for family coverage.
• Beginning January 1. 2023 the City s maximum monthly contribution will increase by $23.33
per month. per medical plan. per enrollment tier, up to. but not to exceed the monthly plan
premium cost
Leave Benefits
• Add Christmas Eve Day (December 241h each year) and New Year Eve Day (December 3151
each year) to the list of approved City-paid holidays
These key changes and all other negotiated provisions are included in the proposed Memorandum of
Understanding
Environmental Status:
Not applicable
Strategic Plan Goal:
Non Applicable - Administrative Item
Attachment(s):
1 Summary of Memorandum of Understanding Modifications
2 Fiscal Impact Report
3 Proposed Memorandum of Understanding
Introduction of Proposed
Memoranda of Understanding with the
Management Employees' Organization,
Marine Safety Management Association, and
Police Management Association
Overview
P. Management Employees' Organization (MEO)
► 105 Members
P. MOU expires in December 2021
► Marine Safety Management Association (MSMA)
D. 18 Members
► MOU expired in March 2018
► Police Management Association (PMA)
► 13 Members
► MOU expired in June 2020
•
i
Proposed Memoranda of ' ~`
Understanding
Management Marine Safety Police
Employees' Management Management
Organization (MEO) Association (MSMA) Association (PMA)
FY 2021 /22 Fiscal Impact
F
Employee Association Amount nn 22
Personnel
el Budges
Management Employees'
Organization (MEO) $52a.7E»
Marine Safety Management $ 70 279
Association (MSMA)
Police Management $473 21,
Association (PMA)
Total $ 1 068 349 .006
FY 2022/23 Fiscal Impact
FY
Employee Association Amount
Personnelel Budget
Management Employees'
Organization (MEO) $ 745,536.00 .045
Marine Safety Management
Association (MSMA) $ 101.084.50 O6%
Police Management
Association (PMA) $ 17,427.00 .01 a
Total $864,047.50 .005%
FY 2023/24 Fiscal Impact
Employee Association Amount F
Personn neell Budget
Management Employees'
Organization (MEO) $247.027.50
Marine Safety Management $ 53.802.50
Association (MSMAJ
Police Management
Association (PMA) $-14,528.00 -.01
Total $286,302.00 .00207.
City Council Options ��""�
► Approve the Introduction of the Proposed Successor Memoranda of
Understanding with MEO. MSMA, and PMA
► Do not approve introduction of the agreements. and direct sfalf to:
Continue To meet and cooler with the Association, or
Utilize the impasse procedures contained within the City's
Employer-Employee Relations Resolution
Moore, Tania
From: Fikes, Cathy
Sent: Tuesday, November 30, 2021 8:47 PM
To: Agenda Alerts
Subject: FW: Various 12/01/2021 Agenda Items: Failure to Adhere to the Mandates of HBMC
2.70
From: Gino J. Bruno<gbruno@socal.rr.com>
Sent:Tuesday, November 30, 20218:39 PM
To: CITY COUNCIL<city.council@surfcity-hb.org>
Cc: Chi, Oliver<oliver.chi@surfcity-hb.org>; Hopkins,Travis<thopkins@surfcity-hb.org>; Gates, Michael
<M ichael.Gates@surfcity-hb.org>
Subject:Various 12/01/2021 Agenda Items: Failure to Adhere to the Mandates of HBMC 2.70
Council members:
Once again the administration of our City government has extended its collective middle finger at the mandates
of our Municipal Code-required Openness In Labor Negotiations (HBMC §2.70), and refuse to comply with its
requirements.
At the Special Meeting of our City Council scheduled for tomorrow (Wednesday, December 1 st), in an obvious
effort to obfuscate transparency and public participation by holding a meeting in the early afternoon (2:00 p.m.)
when most folks are trying to earn a living during these difficult times, and when at least one Council member
cannot attend because, unlike other Council members, he is trying to run a business that actually has a payroll,
the City Council is expected to approve union contracts with:
• Management Employees' Organization (MEO);
• Marine Safety Management Association (MSMA); and
• Police Management Association (PMA).
Mr. Chi and his staff have refused and neglected to post publicly each and all of the various offers and counter-
offers that culminated in the respective MOUs as required by the codified Openness In Labor Negotiations
ordinances cited above.
Instead, the City Manager and the Assistant City Manager 'negotiated' these deals behind closed doors . . .
secretly. The public is not to know anything about the deals until they are presented to the Council for
approval and adoption.
If you want to see an example of how the "openness in labor negotiations' should have been done to comply
with Code, with public disclosures of offers and counter-offers, and made publicly available, see
https://www.huntingtonbeachca.gov/government/transparency/hbopen-hbfa.cfm
SUPPLEMENTAL
Respectfully, COMMUNICATION
Gino J. Bruno
Huntington Beach
AAeeStgA'
Apmds INrn No., -C1