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Huntington Beach Municipal Teamsters (HBMT) - 2021-12-21
A,-AC3,Lj 2000 Main Street, Huntington Beach.CA City of Huntington Beach 4vEI) o IT File #: 21-990 MEETING DATE: 12/21/2021 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 (MOU) Between the Huntington Beach Municipal Teamsters (HBMT) 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 Huntington Beach Municipal Teamsters (HBMT) expires on December 31 , 2021. The City and HBMT have engaged in good-faith discussions and reached tentative agreement in December 2021 on new MOU terms for a 3-year contract covering the period of January 1, 2022, through December 31, 2024. Financial Impact: Pursuant to the terms agreed upon with HBMT, the Finance Department estimates the total projected average annual cost increase of the MOU to be $1,153,182 per year during the life of the agreement. Recommended Action: Approve the introduction of the proposed Memorandum of Understanding between the Huntington Beach Municipal Teamsters 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 HBMT 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 Huntington Beach Municipal Teamsters (HBMT) represents approximately 345 employees in the City. Representatives for the City and HBMT engaged in active discussions over an extended period, City of Huntington Beach Page 1 of 2 Printed form 112/1 W021 10W _145.31 " File #: 21-990 MEETING DATE: 12/21/2021 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 Adjustment • Beginning 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 by approximately 5%, up to $831.19 for employee only; $1 ,424.85 for two party; and $1 ,687.35 for family coverage, not to exceed the cost of the premium. • Beginning January 1, 2023, the City's maximum monthly contribution will increase by $23.33 / month, up to $854.52 for employee only; $1 ,448.18 for two party; and $1 ,710.68 for family coverage, not to exceed the cost of the premium. Leave Benefits • Add Christmas Eve Day (December 241h each year) and New Year's Eve Day (December 31s' 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 Printed on 12/15/2021 oowerL658 Legman" City of Huntington Beach Huntington Beach Municipal Teamsters (HBMT) Summary of MOU Modifications December 15, 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 Schedule that includes seven-steps (A—G) with five percent (5%) between each step; and one percent (1%) between each range. Each job 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. Each employee will be placed on the step (A-F) of their classification's assigned salary range that is nearest to their base salary step (A-E of the 2019-2020 salary schedule) without being less. Article VI Performance Bonus Employees will have the ability to earn up to 3% merit-based Special Pay 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 medical benefits, not to exceed Other Insurance Insurance Benefits the cost of the premium, as follows: Benefits Effective the beginning of the pay period that includes January 1, 2022: Single - $831.19 Two party- $1,424.85 Family - $1,687.35 Page 1 of 2 1659 Summary of HBMT MOU Modifications— December 15, 2021 Effective the beginning of the pay period that includes January 1, 2023: Single - $854.52 Two party- $1,448.18 Family-$1,710.68 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. 1660 C U u N � � m n on m U � � O � = u a a � u c � N U Q � VO '1 00 QI �D N 6 T d T N d O � H > n m m o m O m c n N m > C C N l➢ M a E E w s m c c m m N E -N > O lD W N ^ N U U N 00 O d 7 N U 6 n N ry N > E — w N n m m s > i N o a � n o O 6 N O m ci � O m u — w ag c 0 o m tk o en a 0 (J x n S n N n n m G u - .N C ? 3 = n LEGISLATIVE DRAFT Memorandum of Understanding between Huntington Beach Municipal Teamsters and City of Huntington Beach QGteber 1 2019 September 30 2020 January 1 , 2022 — December 31 , 2024 1662 HUNTINGTON BEACH MUNICIPAL TEAMSTERS MEMORANDUM OF UNDERSTANDING TABLE OF CONTENTS PREAMBLE .................................................................................................................... 1 ARTICLE I - TERM OF MOU ......................................................................................... 1 ARTICLE II - REPRESENTATIONAL UNIT/CLASS...................................................... 1 ARTICLE III - MANAGEMENT RIGHTS ........................................................................2 ARTICLE IV - EXISTING CONDITIONS ........................................................................ 2 ARTICLE V - SEVERABILITY ....................................................................................... 2 ARTICLE VI - SALARY SCHEDULE............................................................................. 3 A. CLASSIFICATION AND SALARY RATES........................................................................ 3 B. PERFORMANCE BONUS............................................................................................3 1--Wage4nsrease ARTICLE VII - SPECIAL PAY .......................................................................................4 A. EDUCATION ............................................................................................................4 1. Tuition Reimbursement ...............................................................................................................4 B. ASSIGNMENT PAY ...................................................................................................4 1. Leadworker Differential................................................................................................................4 2. Shift Differential ...........................................................................................................................4 a. Afternoon Shift........................................................................................................................4 b. Night Shift..........................................................:....................................................................4 c. Shifts Defined .........................................................................................................................4 C. SPECIAL CERTIFICATION/SKILL PAY.......................................................................... 5 1. Bilingual Skill................................................................................................................................5 2 _❑ ildlilg D a. Plans F.,..m np.. Inlema l-fonfevence- . . . ication......... ti ERgiReeF'.... L. T.a4+i.... /CITVASSGGiate of A06 'M,` Be Fee in Engineering 4 a D.,,...o-- Q..,,�_.n .'nRrA5skjRmnF-Paj n 24. Hazardous Materials Duty Assignment Pay .,............................................................................5 ARTICLE VIII — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT .........................6 A. UNIFORMS AND SAFETY SHOES............................................................................ 565 1. Safety Shoes— Cost................................................................................................................565 2. Safety Glasses.........................................................................................................................565 B. TOOL ALLOWANCE ................................................................................................ 66 C. VEHICLE USE...................................................................................................... 76-7 ARTICLE IX — HOURS OF WORK/OVERTIME ......................................................... 767- A. WORK SCHEDULE ............................................................................................... 767- 1. Pay Definitions.........................................................................................................................67-6 2. Defined Workweek under Fair Labor Standards Act (FLSA)...................................................778 3. Flex Schedule and Alternative Work Schedule - Civic Center Employees .............................878 a. 5/40 Work Schedule ...........................................................................................................787 b. 9/80 Work Schedule ...........................................................................................................787- c. 4/10 Work Schedule .............................................................................................................87 d. Existing Alternative Work Schedules..................................................................................897 HBMT MOU_October-14019-through-September-30-2G20January 1. 2022 through December 31.2024 ii 1663 HUNTINGTON BEACH MUNICIPAL TEAMSTERS MEMORANDUM OF UNDERSTANDING TABLE OF CONTENTS B. OVERTIME/COMPENSATORY TIME .......................................................................... 99 1. FLSA Workweek and Employee Pay Period.............................................................................N 2. Overtime ....................................................................................................................................N 3. Work Shift that Exceeds Thirteen (13) Hours............................................................................98 C. EMPLOYEE FATIGUE................................................................................................9 D. CALLBACK ..............................................................................................................9 E. MANDATORY STANDBY ............................................................................................ 9 F. ACTING ASSIGNMENT .............................................................................................. 9 G COURT STANDBY TIME AND COURT APPEARANCE TIME ............................................. 9 ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS.................................. 11 A. HEALTH AND OTHER INSURANCE PREMIUMS ........................................................... 11 B. ELIGIBILITY CRITERIA AND COST......................................................................... 1 140 1. City and Employee Paid Medical Insurance — Employees and Dependents ........................1140 2. HenIth RRd n4hefilasacanse RremiumsMaximum Employer Contributions...........................1110 3. -Part--Time Employee Contributions....................................................................................... 125 4. Future Premiums and City Contributions.............................................................................. 1TZ C. COBRA........................................................................................................... 1243 D. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE ......................... 1243 E. LONG TERM DISABILITY INSURANCE (LTD).......................................................... 1213 F. MEDICAL CASH-OUT ......................................................................................... 1244 G. SECTION 125 PLAN....................................................................................... 134417 H. MISCELLANEOUS............................................................................................... 1344 5. Health Plan Over-Payments.................................................................................................. 1344 I. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY RETIREE MEDICAL SUBSIDY PLAN........................................................................................... 17-5 J. POST-65 SUPPLEMENTAL MEDICARE COVERAGE ................................................ 1745 ARTICLE XI - RETIREMENT................................................................................... 1816 A. BENEFITS ............................................................................................................. 19 1. Self-Funded Supplemental Retirement Benefit......................................................................... 19 2. Deferred Compensation ........................................................................................................ 184b 3. Medical Insurance for Retirees..............................................................................................1816 B. CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM (CAL PERS)................... 201-7 1. Classic Members Miscellaneous Unit Members....................................................................204-7 2. New Member Miscellaneous Unit Members..........................................................................TO_W_ C. PRE-RETIREMENT OPTIONAL SETTLEMENT 2 DEATH BENEFIT ................................ 211$ D. FOURTH LEVEL OF 1959 SURVIVOR BENEFITS..................................................... 214-9 HBMT MOU-Oetober-1-2D:9 through SeMembw-30-2020January 1.2022 through December 31 2024 1664 HUNTUNGTON BEACH MUNICIPAL TEAMSTERS MEMORANDUM OF UNDERSTANDING TABLE OF CONTENTS ARTICLE X|U ^^ LEAVE BENEFITS........................................................................... 214-8 A. LEAVE WITH PAY .............................................................................................. 214-9 1. General Leave............................ ............................................. ............................................2l48 o. Accrual............................. ................. ,........ ..............................................................214-9 � h. Eligibility and Approval --- ..........................................................................................221-9 t. Conversion 10 Cash......... ....... ........ ...................................................................................19 V One (1)Week Minimum Vacation Requirement .---------------------19 2. City Paid Holidays..................................................................................................................224A h. City Observed Holiday........................................ ---...................................................234-9 c. Holiday Paid Time Off for Part-Time Employees.... -- .................................................232-A d. Holiday Pay for Work uoo City Observed Holiday....... ...................................................232A o. Holiday Pay for Work onao Actual Holiday (Not the City Observed Date)......................2320 g. h. Cx|PERS Reporting of Holiday Pay...................................................................................2320 ,34. Sick Leave............................................................................................................................242A o. Accrual......................................................................... ....................................................242A hCredit ................................................................................................................................242A o. Usage.................................................................... --.....................................................242A d. Payoff oi TerrninaAi&RSepa ration....................____..... ........ ............................. ...........242-1 e. Extended Absences........................................... ----- .............................................2424 45.Dereovenneni Leave..................................................... ................. ......................................2£24 6G.Axsuciotion Business................................................... .......................................................T424 #7Jory Duty....................................................................................................... .......................2424 78leave Benefits Entitlement ...................................................... ........................... ................2424 8. ARTICLE XUIU - CITY RULES................................................................................... 2522 ARTICLE XIV ~^ ��/�������.���J[���i���....................................� 25�2 -A. GRIEVANCE GR|EVANCEARBITRATION.................................................................................. 252-2- B_ PROMOTIONAL PROCEDURES............................................................................. 252-2 1. Tie Scores..............................................................................................................................252-2 2. Salary Upon Promotion ............................................................................................ - .......25222 C. LABOR-MANAGEMENT RELATIONS COMMITTEE.................................................... 7623 D. COPIES 0FM[l|1 ............... .............................................................................. 262-3 F. POSITION CLASSIFICATION ISSUES ..................................................................... 762-3 1. Class Specifications -------------------- .................................................262-3 2. Reclassification Impact............................................ -------........................................262-3 F. CLASS/\AND B DRIVER LICENSE FEES............................................................... 262-3 G. DEFERRED COMPENSATION LOAN PROGRAM ...................................................... 2724 H. PERFORMANCE EVALUATIONS/WRITTEN REPRIMAND APPEALS............................. 7724 | 1. HF\MT LETTER OF INTRODUCTION...................................................................... 2724 J. DEPARTMENT OF TRANSPORTATION /[}{}T\ RANDOM ALCOHOL AND CONTROLLED SUBSTANCETESTING ............................................................................................... 772-4 | K. UPDATE EMPLOYEE-EMPLOYER RELATIONS RESOLUTION .................................... 2724 � *8mTu0o-.Aumn�-1,20;4-tm*ug»-g*Ven**e-A>r2o i, 1665 HUNTINGTON BEACH MUNICIPAL TEAMSTERS MEMORANDUM OF UNDERSTANDING TABLE OF CONTENTS L. REQUIRED FINGERPRINTING OF EMPLOYEES ....................................................... 2724 M. BEACH PARKING ............................................................................................... 2724 N. REASONABLE SUSPICION ALCOHOL AND CONTROLLED SUBSTANCE TESTING......... 272-4 ARTICLE XV - DURING THE TERM OF THE AGREEMENT .................................. 2724 A. CLASSIFICATION AND COMPENSATION SURVEY....................................................... 272-4 B. PERFORMANCE EVALUATIONS................................................... 2724 ARTICLE XVI - CITY COUNCIL APPROVAL.......................................................... 2935 LIST OF MOU EXHIBITS.......................................................................................... 3026 EXHIBIT A - PAY SCHEDULE ................................................................................ 372-7 EXHIBIT B - UNIFORM POLICY..............................................................................4434 EXHIBIT C - VEHICLE USE POLICY ...................................................................... 5040 EXHIBIT D - PROVISIONS OF THE RETIREE MEDICAL SUBSIDY PLAN................ 53 EXHIBIT E - 9/80 WORK SCHEDULE..................................................................... 5747- EXHIBIT F - 4/10 WORK SCHEDULE..................................................................... 5949 EXHIBIT G - AGENCY SHOP AGREEMENT.......................................................... 6154 EXHIBIT H - CATASTROPHIC LEAVE DONATION PROGRAM...........................64 54 EXHIBIT I - HEALTH AND OTHER INSURANCE BENEFITS/TEAMSTERS MISCELLANEOUS SECURITY TRUST FUND...................................................6858 HBMT MOU_October-1-204&throuo September-30-2020January 1. 20221hrouoh December 31.2024 v 1666 Memorandum of Understanding between The City of Huntington Beach (hereinafter called City) and The Huntington Beach Municipal Teamsters (hereinafter called Association or HBMT) PREAMBLE 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 QGtebeF1, 2019 through September 30 2020January 1. 2022 through December 31, 2024; and WHEREAS, the representatives of the City and the Association desire to reduce their agreements to writing, NOW THEREFORE, this Memorandum of Understanding (MOU) is made to become effective ^^'�-201°-January 1. 2022 and it is agreed as follows: ARTICLE I —TERM OF MOU A. This Memorandum of Understanding shall be in effect for a term commencing on 9stober-1, 2019 January 1. 2022 the effective date through September 30, 202ODecember 31. 2024. B. This Agreement constitutes the entire Agreement of the parties with respect to improvements or changes in the salaries and monetary benefits for employees represented by the Association for the duration of this Agreement. ARTICLE II — REPRESENTATIONAL UNIT/CLASS It is recognized that the Association is the employee organization which has the right to meet and confer in good faith with the City on behalf of permanent employees of the City within those class titles set out in Exhibit A attached hereto and incorporated herein. The term "permanent employee" herein shall be referred to as "employee" and is used only to determine entitlement to certain benefits provided by this MOU and is defined as follows; an employee that has completed or is 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. Additionally, the representation unit shall include all non-safety, non-management classifications which are created after execution of this Agreement and are not included in another representation unit or determined in accordance with the Employer-Employee Relations Resolution to be more appropriately designated as Non-Associated (NA) classifications. MEA-MOU-Oc40ber-l-2018throuOSeMember-30,-2020HBMT MOu January 1.2022 through December 31, 202A 1 1667 MUNICIPAL EMPLOYEES' ASSOCIATION The City Manager reserves the right to designate up to seven (7) Association employees as confidential on an annual basis, or as needed. The confidential employee designations shall be determined by the City Manager for those employees having access to or preparing confidential materials and/or information and/or recommendations on behalf of the City in its dealings with employee associations. The City shall provide the Association with the names of the employees who are designated as confidential. ARTICLE III — MANAGEMENT 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 Except as 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 Rules of the City of Huntington Beach. ARTICLE V— SEVERABILITY If any Article, Sub-Article, sentence, clause, phrase or portion of this Agreement, or the application thereof to any person, is for any reason held to be invalid or unenforceable by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of this Agreement or its application to other persons. The City and the Association hereby agree that in the event any state or federal legislative, executive or administrative provision purports to nullify or otherwise adversely affect the wages, hours and other terms and conditions of employment contained in this Agreement or similarly purports to restrict the ability of the parties to negotiate a successor agreement, the City and the Association shall, without prejudice to either party's judicial remedies, endeavor to agree to alternative contractual provisions which are not adversely affected by said legislative, executive or administrative provision. MEA MOU-October—I-2015-through-September-30-2020HBMT MOU January 1. 2022 through December 31, 2024 2 1658 HUNTINGTON BEACH MUNICIPAL TEAMSTERS ARTICLE VI — SALARY SCHEDULE A. Classification and Salary Rates 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. members-s#alf receive-a-3r&% wage-ins.�� 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 job 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 classification's 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 dale 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 employee's 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 objectives. Employees who disagree with the performance bonus award granted by their supervisor / manager may appeal the decision directly to their Department Head for additional i HBMT MOU_October-1-2019-through 5eptember-30-2020January 1 2022 through December 31 2024 3 1669 HUNTINGTON BEACH MUNICIPAL TEAMSTERS consideration. After review, the Department Head's final decision regarding the performance bonus award amount shall be final and binding and shall not be subject to grievance. The parties agree that to the extent permitted by CalPERS 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. Education 1. Tuition Reimbursement Upon approval of the Department Head and the an ResouFG8-S l3iresterAdministrative Services Director, employees may be compensated for courses from accredited vocational and educational institutions. Tuition reimbursement shall be limited to courses related to the employee's current job or any job family in the City to assist in career advancement. jeb Felated GouFses-or job-relatedcourses required to meet educational degree objectives. _aadAll courses requires prior approval by the Department Head and Administrative Services Director. Education costs shall be reimbursed to employees on a first:-come, first--served basis for a full refund for tuition, books, parking (if a required fee). and any other required fees upon presentation of receipts. On a first—come, first--served basis, the maximum annual benefit per fiscal year for each employee is $5,250 (five thousand two hundred- fifty dollars), until the maximum allocation for the entire bargaining unit of seventy five thousand dollars ($75,000) in each fiscal year period has been allocated. Reimbursements shall be made when the employee presents proof to the Human Administrative Services Director that h^l� hasthey have successfully completed the course with a grade of "C" or better; or a "Pass" if taken for credit. B. Assignment Pay 1. Leadworker Differential Any employee classified as "Leadworker" shall receive no less than 8% above the highest classification, which is assigned to the Leadworker to lead. 2. —Shift Differential a. Afternoon Shift Employees required to work on a regularly assigned shift that occurs between the hours of 4:00 PM and midnight, shall be paid a special pay equal to five percent (5%) of the employee's base hourly rate of pay (as defined in Article IX) for all work performed during said shift. j HBMT MOU_Qk tober-1720:9-through SeptemUer-30-2020January 1,2022 through December 31, 2024 4 1670 HUNTINGTON BEACH MUNICIPAL TEAMSTERS b. —Night Shift Employees required to work on a regularly assigned shift that occurs between midnight and 8:00 AM shall be paid a special pay equal to ten percent (10%) of the employee's base hourly rate (as defined in Article IX). c. —Shifts Defined Employees will be considered as assigned to the afternoon shift (4:00 PM to midnight) or the night shift (midnight to 8:00 AM) when five (5) or more hours of their regularly assigned shifts occurs in the afternoon or night shift as defined herein. C. Special Certification/Skill Pay 1. Bilingual Skill Employees who are required by their Department Head to use Spanish, Vietnamese, or American Sign Language skills as part of their job assignment, shall be paid an additional five_percent (5%) of their base hourly rate (as defined in Article IX) in addition to their regular bi-weekly pay. The special pay shall be effective the first full pay period following certification as verified to the Department Head in writing by the Human RPc;n .rec DirpntArAdministrative Services Director or designee._ 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%) of their base hourly rate of pay (as defined in Article IX) for every bi-weekly pay period that the assignment is in effect. In order to be eligible for said compensation, employee's language proficiency will be tested and certified by the HYMaR R86GUFG86 DiFeGtGrAdministrative Services Director or designee. The parties agree that to the extent permitted by law, Bilingual Skill Pay is special compensation and shall be reported to CalPERS as such pursuant to Title 2 CCR, Section 571(a)(4) Bilingual Premium, 2. Bu44incg-Wan-Ghesker Geft4#isafieR Effp.nt„e sert4isatien-pay-e 44ed. All yees reGeiYiR94C-BQ-Gert flGation pay prior to th s date. shall continue to receive this paw—t#ey—remain—In—their—preseat—slassif4satiGR Ar^Y Gh a;ge .,, b. ERgiveeriRQ lR T-Fa R RQ (FIT-) lASSGGia to of A�9egFee ..9R..+- nn . CITJAA pay eRded.�t,All a pley es r EITJA A p .to this ,-dale shal��tlnUe-te-feGewe-0iis-pay-winde-they-FemaiR in-their Present-4as i EITJA A p ending far that e ployee7 HBMT MOU_October l-,201944wough September-307202OJanuary 1 2022 through December 31 2024 5 1671 HUNTINGTON BEACH MUNICIPAL TEAMSTERS 3-Process-OwRe�Assiaa4ient-Pay Emffe..r„e -DAGember 1 2007 ornc CAY . ARS g eRt Pay .,Riled All e .,IGY8o feGQN�-Pf6Gess-C)wf4ef-Asssign e 1-2947sha4-cer#fftue4e reGe ve this pay while they FemaiR assigned It) the F 906itiGR. 4-.2. Hazardous Materials Duty Assignment Pay Employees assigned HazMat Duty by their department head or his or her designee shall receive five percent (5%) of their base salary for the specific hours performing the HazMat Duty assignment. The parties agree that to the extent permitted by law, Hazardous Materials Duty Assignment Pay is special compensation and shall be reported as such to CaIPERS pursuant to Title 2 CCR, Section 571(a)(4) Hazard Premium. ARTICLE VIII - UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT A. Uniforms and Safety Shoes The City's Uniform and Safety Shoe Policy shall be set forth in Exhibit B, a copy of which is attached hereto and incorporated herein by this reference, provided however, that employees represented by HBMT working in the Police Department shall be issued property in accordance with the equipment issue form for the particular position to which they are assigned. 1. Safety Shoes - Cost The City shall furnish safety shoes in accordance with the procedures and guidelines as set forth in Exhibit B, provided however, that the maximum amount to be reimbursed for a pair of safety shoes will not exceed two hundred and twenty-five dollars ($225.00) per pair every six (6) months or sooner, if necessary. 2. Safety Glasses Prescription safety glasses shall be provided upon the approval of the Supervisor. The cost of prescription safety glasses shall not exceed two hundred ninety-nine dollars ($299.00) in each two (2) year period, or sooner if medically prescribed. B. Tool Allowance Those employees, who are required to furnish their own personal tools for use on the job, shall be provided with a tool allowance to offset a portion of the cost for said tools that are lost, stolen or broken when in use on the job. Such allowance shall be eight hundred dollars ($800.00) per year, payable in January of each year, separate from payroll checks to those employees on active duty. In the event an employee is hired or separates, hisiher their tool allowance for that calendar year shall be prorated on the basis of the total number of months in which helshe wasthey were employed on the first working day of the year. It is understood that the employee has the responsibility to exercise care and diligence in preventing the loss, theft and breakage of hisJhertheir personal tools. The following classifications are eligible to receive tool allowance: HBMT MOU_October-1-2019 through September-30,-2020January 1. 2022 through December 31 2024 6 1672 HUNTINGTON BEACH MUNICIPAL TEAMSTERS • Equipment/Auto Maintenance Crewleader • Equipment/Auto Maintenance Leadworker • Mechanic I • Mechanic II • Mechanic III • Helicopter Maintenance Tuhnician • Senior Helicopter Maintenance Technician C. Vehicle Use The City Vehicle Use Policy is attached in Exhibit C. Approval is required by the City Manager or designee for any City vehicle to be taken home by an employee. a- Unit employees subject to the vehicle use policy in Exhibit C shall be required to participate in the DMV Pull Notice program. ARTICLE IX — HOURS OF WORK/OVERTIME A. Work Schedule It is the intent of the City to provide an opportunity for employees to select a flexible (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. 1. Pay Definitions For the purpose of this Agreement, the following definitions shall apply: a. Base Hourly Rate of Pay is defined as the hourly rate of pay that is identified in Exhibit A, Salary Schedules. b. Regular Rate of Pay is defined as the base hourly rate plus (including) special pays as identified in Article VII. c. Overtime Rate of Pay is defined as the base hourly rate of pay times one and one half (1 ''/2) plus (including) special pays as identified in Article VII. d. Hours of Work includes: General Leave, Holidays, Sick Leave and Compensatory Time for the purpose of calculating overtime. 2. Defined Workweek under Fair Labor Standards Act (FLSA) It is understood that the City has established a workweek for each covered employee which meets the requirements of the FLSA and which will not result in overtime compensation as part of a normal work schedule. Each non-exempt employee shall be assigned a designated FLSA workweek for the correct calculation of overtime. This designated workweek shall not change unless extraordinary circumstances require a change in the employee's regular work schedule due to operational need. A change in the designated FLSA workweek shall be recommended by the HBMT MOU=October-1-20194hrough Sep:ember-30-2020January 1.2022 through December 31,2024 7 1673 HUNTINGTON BEACH MUNICIPAL TEAMSTERS Department Head and approved by the Human-ResourGes DiFeGte;Administrative Services Director, 3. Flex Schedule and Alternative Work Schedule - Civic Center Employees With Supervisor and Department Head approval employees may flex regular scheduled start times between the hours of 6:30 A.M. to 9:00 A.M. in half-hour increments (i.e. 6:30 AM, 7:00 A.M., 7:30 A.M., 8:00 A.M., 8:30 A.M., and 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. Once a flex schedule is established, an employee shall not change that schedule until the end of the pay period, with the approval of the Department Head. Employees will have the option of working a 5/40 or 9/80 work schedule with Supervisor and Department Head approval. Employees assigned to the Police Department 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 FLSA with City Manager approval. a. 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 (1) hour unpaid lunch during each work shift, totaling a forty (40) hour workweek. The assigned 5/40 work schedule must be in compliance with the requirements of FLSA. b. 9/80 Work Schedule i. Civic Center Employees The 9/80 work schedule, as outlined in Exhibit E, shall be defined for all employees assigned to the Civic Center as working nine (9) days for eighty (80) hours in a two (2) week pay period by working eight (8) days at nine (9) hours per day and working one (1) day (Friday) for eight (8) hours, plus a one (1) hour unpaid lunch during each work shift, totaling forty (40) hours in each FLSA workweek. 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. ii. Non Civic Center Employees The 9/80 work schedule, as outlined in Exhibit E, shall be defined for all employees not assigned to the Civic Center as working nine (9) days for eighty (80) hours in a two (2) week pay period by working eight (8) days at nine (9) hours per day and working one (1) day (Friday) for eight (8) hours, plus a one (1) hour unpaid scheduled lunch during each work shift, totaling forty(40) hours in each FLSA workweek. 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. c. 4110 Work Schedule The 4/10 work schedule, as outlined in Exhibit F, shall be defined as -working four (4) ten (10) hour days each week plus a one (1) hour unpaid lunch during each HBMT MOU_0c1ober-1-2079AM0u9b Sep4ember-30-2020January 1.2022 through December 31,2024 8 1674 HUNTINGTON BEACH MUNICIPAL TEAMSTERS work shift, totaling forty (40) hours in each FLSA workweek. The assigned 4/10 work schedule must be in compliance with the requirements of FLSA. 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. d. Existing Alternative Work Schedules Non Civic Center employees who had an alternative work schedule (9/80 or 4/10) prior to February 1, 2003, may retain that alternative work schedule. Employees assigned to Beach Operations may be required to work a 4/10 work schedule. Civic Center employees who had an alternative work schedule -(9/80) prior to February 1, 2003, may revert to that alternative work -schedule (9/80) in the event hlsFhertheir Supervisor and/or Department Head-determine that the 9/80 schedule set forth in this Article is inappropriate for the employee's classification. B. Overtime/Compensatory Time 1. FLSA Workweek and Employee Pay Period Each employee is assigned a designated workweek as a seven (7) day workweek that begins and ends based upon a defined work schedule. Each employee's pay period is a fourteen (14) day cycle that consists of two (2) consecutive workweeks. It is the policy of the City that overtime is to be used only as needed or under emergency conditions, as approved by the City Manager or designee. 2. Overtime FLSA "non-exempt" employees shall be compensated at the Overtime Rate (in the form of pay or compensatory time) for hours worked over forty (40) hours in a workweek. 3. Work Shift that Exceeds Thirteen (13) Hours An employee who performs authorized work immediately preceding or upon completion of a regular work shift (extension of a workday) that exceeds thirteen (13) hours in a shift shall be compensated as follows: a. One and one-half (1 1/2) times the employee's regular rate of pay for all hours worked in excess of their regular workday, up to and including thirteen (13) hours in any workday, and b. Two (2) times the employee's regular rate for all hours worked in excess of thirteen (13) hours in a workday. 4. The employee's Supervisor shall determine if employee receives overtime pay or compensatory time. Consideration shall be given to effectuating the request of the employee; however, the maximum accrual for compensatory time shall be one hundred forty (140) hours. 5. Two (2)times per fiscal year an employee may cash out hours of banked compensatory time, for maximum annual cash out amount of one hundred ten (110) hours. The employee shall give payroll two (2) weeks advance notice of their decision to exercise such option. HBMT MOU:Oetober-1-2019 through-Sep4ember-30-2020January 1. 2022 through December 31 2024 9 1675 HUNTINGTON BEACH MUNICIPAL TEAMSTERS C. Employee Fatigue An employee who is called back to work following the end of their regularly scheduled work shift and proceeds to work more than five (5) consecutive overtime hours shall then be entitled to an eight (8) hour rest period without compensation, upon completion of the assignment. Regularly scheduled lunch periods are not considered part of this rest period. If the eight (8) hour rest period extends into the employee's next regularly scheduled work shift, the employee shall suffer no loss of pay or accrued leave as a result thereof. As far as is practicable, employees who have earned a rest period shall be relieved at the start of their regular work shift in order to take such rest period. This application of this provision shall include scheduled work assignments and extended work assignments. D. Callback Employees called back to work shall be compensated a minimum of two (2) hours of overtime pay at the regular rate of pay. A Supervisor shall notify an employee, in advance, of the need to work overtime. Where overtime is worked as an extension of the workday, it shall not be considered call back. While overtime may be required to be worked, it is the City's policy to discourage the working of overtime, and to provide reasonable notification to an employee should overtime be required. An employee called back to work less than two (2) hours before their shift begins shall not be paid Call Back pay but will be paid in accordance with Article IX-C. Overtime/Compensatory Time. E. Mandatory Standby An employee who is placed on standby status by their Supervisor shall be compensated at an hourly rate equal to 0.180 of their base hourly rate of pay for the entire period of such assignment. F. Acting Assignment If an employee is formally assigned to work in a higher classification on a temporary basis for greater than three (3) consecutive weeks, the employee shall be compensated for all hours worked in the higher classification at a rate which is at least five and-one-half percent (541 2%) above their pay step, but such pay increase shall not exceed eleven ten percent (104%) and not to exceed the top step of the pay range for all hours worked in the higher classification. In the event a non-exempt employee is assigned to act in a classification that is exempt from overtime, the employee shall retain all special pays of their non-exempt classification and shall receive compensation for hours worked over forty (40) hours in the designated FLSA workweek on a hour for hour basis, at the regular rate of pay. Such pay shall be paid or credited to the employee's compensatory time off balance at the discretion of the Department Head or designee. Acting assignments are not intended to exceed six (6) months unless extraordinary circumstances warrant an extension as recommended and approved by the Duman Administrative Services Director. Under no circumstances shall an acting assignment exceed (1) one year nor shall it be considered a reclassification or a promotion Employees on acting assignment obtain no property rights in the acting assignment and may be returned to their regular position at any time. HBMT MOU_October-1-20ig-through Sep4ember-30-2020January 1. 2022 through December 31 2024 10 1676 HUNTINGTON BEACH MUNICIPAL TEAMSTERS Upon promotion to an FLSA exempt classification, all compensatory time off shall be cashed out prior to promotion at the employee's current regular rate of pay in the non- exempt classification. G. Court Standby Time and Court Appearance Time An employee who is required to perform court standby duty in the performance of their official capacity with the City, shall be eligible for Court Standby Time or Court Appearance Time. An employee who is required to be on standby for a court appearance during other than their regularly scheduled work hours shall receive a minimum of three (3) hours' time at their regular rate of pay for each morning and afternoon court session. In the event an employee is required to appear in court during other than their regularly scheduled work hours, the employee shall receive a minimum of three (3) hours at the overtime rate; provided however, that if such time overlaps with the employee's regularly scheduled work hours, this provision shall be limited to those hours occurring prior to or after the employee's regularly scheduled work time. A legally served subpoena or the direction of the Department Head shall be required to support the payment of Court Standby or Appearance Time. ARTICLE X— HEALTH AND OTHER INSURANCE BENEFITS A. Health and Other Insurance Premiums 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 -Off G8Division. 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. All employee contributions shall be deducted on a pre-tax basis. 2. Health a dQt„c.-4Qther ^soy �_^ ore sMaximum Employer Contributions HBMT MOU:Oetober-7-2019-through September-30-2020January i,2022 through December 31, 2024 1 1677 HUNTINGTON BEACH MUNICIPAL TEAMSTERS For the term of this agreement. and thereafter unless modified by negotiated agreement of the parties, 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, up to, but not to exceed the monthly plan premium cost. 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. c. The City's contribution to Delta Dental PPO, Delta Care HMO, and Vision Service plans (VSP) will not increase, as shown in the table below. The dental insurance maximum coverage is two thousand dollars ($2,000.00) per year. The maximum City contribution shall be based on the employee's enrollment in each plan. If an employee's health insurance premium (medical. dental, and/or vision) exceeds the City contribution. the employee shall be responsible for paving the difference between the cost of the premium and the City's contribution. 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 1/112022 1/1/2023 Single 779.00 831.19 854.52 Medical Two-Party 1357.00 1424.85 1448.18 Family 1607.00 1687.35 1710.68 Delta Single 53.44 53.44 53.44 Dental Two-Party 100.34 100.34 100.34 PPO Family 132.70 132.70 132.70 Delta Single 23.48 23.48 23.48 Care Two-Party 39.95 39.95 39.95 HMO Family 61.07 61.07 61.07 Single 21.88 21.88 21.88 VSP Two-Party 21.88 21.88 21.88 Family 21.88 2188I 21.88 HBMT MOU_October-1-2019-throughSeptember-30,2020January 1. 2022 through December 31. 2024 12 1678 HUNTINGTON BEACH MUNICIPAL TEAMSTERS a. I#-aa employee' isal- he-premiums . HBMT MOU:October-1-2019-through September-30-2020January 1.2022 through December 31, 2024 13 1679 HUNTINGTON BEACH MUNICIPAL TEAMSTERS h. 2nlonn Premiums and Con#}butions City-ot-Huntington-Beach 2019-Health-Premiums-a nd-Contributions €fTeEtive� " I.A-1-9�i,U,��87-9 HOW (with-Teamsters-Medical-+-Rx) MGRthly Employer Ernpleyee Employee Wan Tier Monthly Monthly N Weekly wemtum Contribution Contribution Contribution -s4fve -7-13-30 -7a 3-.00 —0-00 —0-00 I P^i r— v^ sew TWo-Racl-y 14,349-00 4340 00 —9-00 —FOLIO Fatl4iiy 1 0 � nnnn 6 pn_nB 147 6q A,RtheS44gle 7-13,90 -71-3.00 —9-00 —990 pm-01rn B ue Brass 99 4449-00 (09 —9 90 A4'� l3m4 1,g27.00 .1.6 07-00 2p9 99 k47.69 ;qa, ,250, iie.ry DID)* Tw�� 1 - nnnn 1,349.90 n�nn �� 5araltj '."i--.�.-o�.nn -1,697,99 �30138 1--4�C39 Single 56 99 53.44 —2 56 —4 l p 9- a Belsta5RR9 T."q Ra:ty -194 69 I£0 34 —4 26 —4.97 Fa" I 137 99 435 99 —2 A4 —4.39 Single g9 44 -z3 4R -6+63 --396 Bea Qare#MD TWG-party I 51-19 39-95 —1-1-2-4 19 Pa4444y I —76-29 61.07 17.2-2 —7-95 Single I —23-33 —21- 1.45 —467 V1SP--V4§G41 TwaRarty I —2333 21 @B 1 k —0767 Far+tily I —2-3-3-3 —2-4-.98 —4 45 —0 67 p,+ediG@i n„r n .� c-r1 a nn .. ,.r, rcvnn no b aka l, WFOlGal fa 42 4-900'202 19/31 /2919 HBMT MOU=October-1-201&lhroughSeoember-30_2020January 1. 2022 through December 31, 2024 14 1680 HUNTINGTON BEACH MUNICIPAL TEAMSTERS fityr of Huntington-8eash 2020-Healt"remiums-and-Contributions €tleENv2aB4i /�n,-�°-a-• v ,.'-1J�020 HBMT (with-Teamsters Medical+RX4 MGnEmployer Employee Employee Wan Tier Premium Monthly Monthly Bi-Weekly Goniribution GentribuFion Contribution g12 -743-W 74.0 -0-99 G-60 lea,le'�is Ka ser- True party 1.340 00 4,340.00 -9.99 -&99 Family 1-92 7,00 1-697.99 o p q 98 -4-W-69 AR41eFR BIHe Brass �P@Fty 1,340.99 1 n -040 HN+9= Famgy 4;927,00 -1,697-99 Pn on --l-4-7.69 Ie 712 00 743 00 -9-:98 -9.00 7-5°G1-23°6ReA plan4RR9}- Two-party -1-340 00 1340-90 -9 98 -0:00 Family 1-927-00 1.607.00 32n i47.69 &H;gle �344 -0-'6 -9721 Delta-Del-lk4 Rp Tswe-Rar�y 100.60 -}00-34 -0-26 -9-12 F-+" 1-32-70 -132-7-0 -0.00 -0,90 Single -38 I -234g 9 63 -3,96 De4ta-Care-HPA9 Two Ractj -54-4-9 --69-95 11 24 5.19 Family -7&-29 -6107 14-2-2 —7-95 e 2133 -2i.88 145 967 SR u s o TwG-Rarty -2333 -2-1 36 -a-45 -0.67 Fa-" 23 32 -24 49 667 k4eoiG ,i Qpt ri c,,,�ef_m6r;,r, rc32 b, y ee" • �n.. i r ,nn i�r�,n oionromn � +edi6a. fates eF.2�t+k 2-.v-n -vazv�v Dental-and-Vim ers� r, , n rmm� ,o 31 nn2-0 HBMT MOU_October-1-2015-through September-30-2020January 1.2022 throucah December 31, 2024 15 1681 HUNTINGTON BEACH MUNICIPAL TEAMSTERS 6 Fm- ,t ., PFg. .i n.1 r'r., r^;tr+bHtiBnS— UpeR the-effective-date-ef-this-agr-ee eat-the- ien-te ! premium� (only) shall iasrease-b�y-a -tier4net4e-e ed the man hty-plan premium) as fellews� Single $ 779.W Avg many—S4,3o7-.00 paw., c any nn The Eity s-sont -9e4a- am�IRtnz bAVA .,� h S+t�s-sontrif�utlen--saps- 3-2. Part Time Employee Contributions Part-time employees hired after July 1, 2006, shall receive a pro-rated amount of the City's contribution rate as established for full-time employees based on the employee's work schedule, either fifty percent (50%) for half-time (1/2) or seventy-five percent (75%) for three-quarter time (3/4). 4q EmpiGyeens-shall lam^ �^ ^Un spr tax-basis- 5. The dental inguf lGe MaMMUM Goverage is-twG44Gusa r year- 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. C. COBRA Employees who terminate their employment with the City and their dependent(s) shall have any and all the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) benefits as well as Cal-COBRA (AB1401) to which the law entitles them. D. Life and Accidental Death and Dismemberment Insurance Each employee shall be provided with fifty-thousand dollars ($50,000.00) of life insurance and fifty-thousand dollars ($50,000.00)of accidental death and dismemberment insurance coverage paid for by the City. Each employee shall have the option, at his/hertheir own expense, to purchase additional amounts of life insurance and accidental death and dismemberment insurance to the extent provided by the City's current providers. E. Long Term Disability Insurance (LTD) The City shall provide for each employee at the City's expense a long-term disability insurance plan. The parties agree to exclude the first yeaFof-job-related illness or injury from coverage, _OR GORditiGR that the planev de ^^ holidays %YhiG_k_iS Sat^a^^t ^, to the ^ssosiatler.A copy of the LTD insurance plan may be obtained from the Human Resources Division Office. HBMT MOU_Oetober-1-2019-1hreugh&Wembe-30-2920January 1. 2022 through December 31. 2024 16 1682 HUNTINGTON BEACH MUNICIPAL TEAMSTERS The intent of long-term disability insurance 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 rate of pay, no employee may receive more than their regular rate of pay while receiving disability benefits and paid leave. F. Medical Cash-Out Group health insurance for this unit is provided by the Teamsters Miscellaneous Security Trust Fund._ If an employee obtains approval from the Teamsters Miscellaneous Security Trust Fund to suspend medical and prescription benefits, he/shethev may receive a medical cash-out. The amount of cash-out is equal to the City's contribution to the lowest cost employee-only medical premium offered to this unit. Evidence of approved suspension must be submitted to the Human Resources Department Division. Medical cash-out would commence the beginning of the first pay period following the effective date of the approved suspension granted by the Teamsters Miscellaneous Security Trust Fund. The Medical Cash-Out is subject to increase up to a maximum of $50831.19 effective January 1, 2022. and up to $854.52 effective January 1, 2023, not to exceed the lowest cost single plan tier monthly premium_, up to-a maximum of $779 if he 19weSt-GGst S RgletieF .,laR MGRthly . ss4han-$7-7-9 If the lowest cost single tier plan monthly premium is less than the Medical Cash-Out maximum. then the cash--out will equal the lowest cost single plan tier monthly premium. G. Section 125 Plan This plan allows employees to use pre-tax salary deductions to pay for regular childcare, adult dependent care and/or unreimbursed medical expenses allowable under the Internal Revenue Service rules for a Section 125 plan. H. Miscellaneous 1. Nothing in this Article shall be deemed to restrict the City's right to change insurance carriers or self-fund should circumstance warrant. City shall, however, notify the Association of any proposed change and allow the Association an opportunity to review any proposed change and make recommendations to the City. 2. Nothing in this Article shall be deemed to obligate the City to improve the benefits outlined in this Article. 3. When the City grants an employee leave without pay for reason of medical disability, the City shall continue to contribute its share of the employee's insurance premiums, pursuant to Article X.B.2. for the time the employee is in a non-pay status for the length of said leave not to exceed twenty-four (24) months. The City shall provide timely written notification of employee rights under this Article and the LTD Plan and will assist the employee in processing LTD claims so that undue delay in receiving LTD payments is avoided. HBMT MOU=0G1obef-1-20194hrough-Septemben30.2020January 1. 2022 through December 31.2024 17 1683 HUNTINGTON BEACH MUNICIPAL TEAMSTERS 4. 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 benefits available for employees. 5. Health Plan Over-Payments Employees shall be responsible for accurately reporting changes in the status of dependent(s), which affect their eligibility for health plan coverage ninety(90) days after the date of such status change. The City shall use its best efforts to advise all employees of their obligation to report changes in the status of dependent(s), which affect their eligibility. If an employee fails to report a status change that affects eligibility within ninety (90) days, the City shall have the right to recover any premiums paid by the City, on behalf of ineligible dependents. Recovery of such overpayments shall be made as follows: a. The employee's bi-weekly salary warrant shall be reduced by one-half (1/2) of the amount of the bi-weekly overpayment. Such reduction shall continue until the entire amount of the overpayment is recovered. b. The City shall be entitled to recover a maximum of twelve (12) months premium overpayments. Neither the employee nor the dependent shall be liable to the City other than as provided herein. I. Retiree Medical Coverage for Retirees Not Eligible for the City Retiree Medical 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 (CaIPERS) and are not eligible for the City's Retiree Medical Subsidy 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 themselves and/or qualified dependents without any City subsidy. Employees who retire from the City and receive a retirement allowance from the CaIPERS and are not eligible for the City's Retiree Medical Subsidy 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 Medical Subsidy Plan chooses not to participate in a City sponsored medical insurance plan because the retiree has access to other group medical insurance, and subsequently loses eligibility for that group medical insurance, the retiree and their 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). J. Post-65 Supplemental Medicare Coverage Retirees who are participating in the Retiree Medical Subsidy Plan as of January 1, 2004 and all future retirees who meet the criteria to participate in City sponsored medical HBMT MOU:Octcaber-1_2019 through September-W.2020January 1, 2022 through December 31, 2024 16 1684 HUNTINGTON BEACH MUNICIPAL TEAMSTERS insurance, with or without the Retiree Medical Subsidy Plan, may participate in a City sponsored medical insurance plan that is supplemental to Medicare. A retiree or qualified dependent must choose to participate in a City sponsored medical insurance plan that is 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 a City sponsored medical insurance plan that is supplemental to Medicare for themselves or qualified dependents without any City subsidy. Retirees or qualified dependents upon turning age sixty-five (65), who choose not to participate in a City sponsored medical insurance plan that is supplemental to Medicare, permanently lose eligibility for this insurance. ARTICLE XI — RETIREMENT A. Benefits 1. Self-Funded Supplemental Retirement Benefit Employees hired prior to December 27, 1997 are eligible for the Self-Funded Supplemental Retirement Benefit, which provides that: a. In the event a PERS member elects Option #1, #2, #2W, #3, #3W or 44 of the Public Employees' Retirement law, the City shall pay the difference between the employee's elected option and the unmodified allowance which the retiree would have received for h s/#eftheir life alone as provided in California Government Code sections 21455, 21456, 21457, and 21548 as said referenced Government Code sections exist as of the date of this agreement. This payment shall be made only to the retiree and shall be payable by the City during the life of the member, and upon that retiree's 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 December 27, 1997. shall not be eligible for this benefit referenced in A.1.a. herein above. 2. Deferred Compensation Any employee who contributes one dollar ($1.00) or more per pay period to hisiheftheir deferred compensation account shall receive an employer contribution in the amount of nine dollars and twenty-three cents (S9.23) per pay period to the employee's deferred compensation account. 3. Medical Insurance for Retirees a. Upon retirement, whether service or disability, each employee shall have the following options in regards to medical insurance under City sponsored plans: HBMT MOU_Ogtober-r-2D19 through September-30-2020January 1. 2022 through December 31,2024 19 1685 HUNTINGTON BEACH MUNICIPAL TEAMSTERS i. With no change in benefits, retirees can stay in any of the plans offered by the City, at the retiree's own expense, for the maximum time period allowed by federal law (COBRA), state law (Cal-COBRA); or, ii. Retirees may participate in the Retiree Medical Subsidy Plan, attached hereto as Exhibit D, as amended, based upon the eligibility requirements described in Exhibit D. iii. The value of any unused earned leave benefits may be transferred to deferred compensation at 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. b. Employees hired on or after October 1, 2014,shall not be eligible for this benefit referenced in A.3.a.ii. herein above. HSMT MOU_Oetober-1-2019 through Septembe00. 2020January 1.2022 through December 31, 2024 20 1686 HUNTINGTON BEACH MUNICIPAL TEAMSTERS B. California Public Employees' Retirement System (CaIPERS) 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. 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. This provision shall not sunset at the end of this agreement. 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's 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. 2. "New Member" Miscellaneous Unit Members - For "New" Members" within the meaning of the California Public Employees' Pension Reform Act (PEPRA) of 2013. a. CaIPERS 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 CaIPERS 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 CaIPERS each year in its annual valuation for the City, as required by California Government Code Section 7522.30(c). d. New Member Miscellaneous CaIPERS 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 CaIPERS'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 HBMT MOU=October-1-2019 through Septer bwh 30-2D20January 1. 2022 throuch December 31, 2024 21 1687 HUNTINGTON BEACH MUNICIPAL TEAMSTERS continue to pay one percent (1%) above as cost sharing per Government Code section 20516(f). C. Pre-Retirement Optional Settlement 2 Death Benefit Employees shall be covered by the Pre-Retirement Optional Settlement 2 Death Benefit as identified in Government Code Section 21548. D. Fourth Level of 1959 Survivor Benefits Employees shall be covered by the Fourth Level of the 1959 Survivor Benefit as identified in Government Code Section 21574, E. 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. ARTICLE XII — LEAVE BENEFITS A. Leave With Pay 1. General Leave a. Accrual Employees accrue 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 Full-Time Three-Quarter One-Half Time Time First through 176 Hours 132 Hours 88 Hours Fourth Year Fifth through 200 Hours 150 Hours 100 Hours Ninth Year Tenth through 224 Hours 168 Hours 112 Hours Fourteenth Year Fifteenth Year 256 Hours 192 Hours 128 Hours and Thereafter b. Eligibility and Approval General Leave must be pre-approved except for illness, injury or family sickness, which may require a physician's statement for approval. General Leave accrued time is to be computed from hire date anniversary. Employees shall not be permitted to take general leave in excess of actual time earned. Employees shall not accrue General Leave in excess of six hundred forty (640) HBMT MOU_OC40ber472019 throu9hSeptembw_10-2020January 1.2022 through December 31, 2024 22 1688 HUNTINGTON BEACH MUNICIPAL TEAMSTERS 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. Employees may not use their General Leave to advance their separation date on retirement or other separation from employment. C. Conversion to Cash Two (2) times during each fiscal year, each employee shall have the option to convert into a cash payment or deferred compensation up to a total of one hundred-twenty (120) hours of accrued General Leave per fiscal year. The value of each hour of conversion is at the employee's current base hourly rate of pay, as reflected in Exhibit A. The employee shall give payroll two (2) weeks advance notice of their decision to exercise such option. d. One (1) Week Minimum Vacation Requirement Employees in the following positions, or their reclassified equivalent, in the Finance Department, shall take a minimum of one (1) week (i.e., five (5) consecutive workdays) paid vacation each calendar year: Accounting Technician I; Accounting Technician ll; Senior Accounting Technician; Accounting Technician Supervisor; Field Service Representative, Senior Accountant (responsible for bank reconciliation) 2. City Paid Holidays a. Full-time employees shall be compensated for the employee's regularly scheduled work shift for the following holidays: 1. New Year's Day 2. Martin Luther King Day (third Monday in January) 3. President's Day (third Monday in February) 4. Memorial Day (last Monday in May) 5. Independence Day (July 4) 6. Labor Day (first Monday in September) 7. Veteran's Day (November 11) 8. Thanksgiving Day (fourth Thursday in November) 9_The Friday after Thanksgiving g-10. Christmas Eve (December 24) 11. Christmas Day (December 25) 49-.12. New Year's Eve (December 31) Any day declared by the President of the United States to be a national holiday or by the Governor of the State of California to be a state holiday and adopted as an employee holiday by the City Council of Huntington Beach. b. City Observed Holidays 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: HBMT MOU_Oc4ober-1-2018 thro ghSep:ember-30-2020January 1. 2022 through December 31, 2024 23 1689 HUNTINGTON BEACH MUNICIPAL TEAMSTERS b—City--paid holidays which fall on Saturday shall be observed the preceding Friday, and those falling on Sunday shall be observed the following Monday. 1. 2. 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. 3. 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. G. ity Observed HG!i g!y Holidays Wh'^h fall OR Sunday shall he elbsepved the fel ewiat}_Menclay—apd-t4ase fall ^^ ^^ c^r i:day s ag-be-observed-the-Preced ag Cr, d c. Holiday Paid Time Off for Part-Time Employees u ° time r"" ^• three ^ ^r.^F time (314) A permanent part-time employees shall have the-City paid holidays paid as time off with a pro-rated amount proportion to their regular hours workede#-heears, respectively for the holidays listed above in Article XI1.2.Aa.- e-d. Holiday Pay For Work on a City Observed Holiday In the event an employee is assigned to work on the City observed holiday, in addition to being paid for the holiday at the employee's regular rate of pay, whether it is or is not the employee's regularly scheduled workday, the employee shall be paid for working the holiday at the regular rate of pay unless FLSA overtime provisions apply, meaning the employee will be paid over-time. #-e. Holiday Pay for Work on an Actual Holiday (Not the City Observed Date) An employee who works on the actual holiday as listed in Article XI1.2.A. 1-10, in addition to being paid for the holiday at the employee's regular rate of pay, the employee shall be compensated at the overtime rate. g-f_—An employee who is assigned or required to work on both the City observed holiday date and on the actual date that the holiday falls, shall only be paid for one City holiday (as applicable per section E. or F. above). q. Alternative Work Schedules Refer to the Leave Benefits' Holiday sections in Exhibit E 9/80 Work Schedule and Exhibit F 4/10 Work Schedule for employees on alternative work schedules. h. CalPERS Reporting of Holiday Pay Employees who are required to work on a holiday observed by the City, either on the date observed by the City or on the date that the actual holiday falls as a part of their regular work schedule, shall have their holiday pay reported to CalPERS. Classifications eligible for this CalPERS reporting are: Beach Equipment Operator, Beach Maintenance Crewleader, Beach Maintenance Worker, Crime Scene Investigator, Parking/Camping Crewleader, Parking/Camping Leadworker, Parking Meter Repair Technician, Parking Meter Repair Worker, Parking Control HBMT MOU_October-1-2019-through September-3072020January 1,2022 through December 31, 2024 24 1690 HUNTINGTON BEACH MUNICIPAL TEAMSTERS Officer, Police Records Supervisor, Police Records Technician, Police Records Specialists assigned to the Records Bureau, Police Service Specialists assigned to the Records Bureau and Police Systems Coordinator. i. If an employee is scheduled to work a holiday and will lose that holiday time due to their General Leave bank having reached the maximum cap of six hundred forty (640) hours, at the employee's request, the employee may cash out the part of their holiday time they will lose. 3. Sick Leave a. Accrual No employee shall accrue Sick Leave. b. Credit Employees hired prior to March 30, 2002, shall be credited with their Sick Leave accrued as of March 29, 2002. C. Usage Employees may use accrued Sick Leave for the same purposes for which it was used prior to March 30, 2002. d. Payoff at Terrelnat Separation Upon terraiaatioRseparation, all employees shall be paid, at their current salary rate, for twenty-five percent (25%) of unused, earned Sick Leave from four hundred and eighty (480) hours through seven hundred and twenty (720) hours, and for fifty percent (50%) of all unused, earned Sick Leave in excess of seven hundred and twenty (720) hours. e. Extended Absences Sick Leave shall not be used to extend absences due to work related (industrial) injuries or illnesses. 4. Bereavement Leave Employees shall be entitled to bereavement leave not to exceed three (3) work shifts in each instance of death in their immediate family. Immediate family is defined as a parent, '^th^ e4-4_4 iblin , s+ ter hmthepspouse, registered domestic partner, child.reR,grandparent. gFandfatheF, ^ andp ethef ^randchild. R la`. , father in law, er in {aw; stepshildPe� 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.). 5. —Association Business An allowance of eight hundred (800) hours per year shall be established for the purpose of allowing duly authorized representatives of the Association to conduct lawful Association activities. The parties agree to meet and confer during the term of the Agreement to establish guidelines for use of Association Business time. 6. —Jury Duty HBMT MOU_Q340ber-1-2019#wough September-30-2020January 1. 2022 through December 31 2024 25 1691 HUNTINGTON BEACH MUNICIPAL TEAMSTERS Employees who are regularly scheduled to work on swing or graveyard shifts, as defined in Article VI1.B.2., shall be placed on a day shift if they are required to appear for jury duty or selection for a period of more than one day. 7. 7- 6—Leave Benefits Entitlement The City shall comply with all state and federal leave benefit entitlement laws. An eligible employee on an approved leave shall be allowed to use earned Sick Leave, General Leave, and/or Compensatory Time for serious and non-serious family or personal health issues. For more information on employee leave options, contact the Human Resources Division. ARTICLE XIII — CITY RULES Personnel Rules All MOU provisions that supersede the City's Personnel Rules shall automatically update the City's Personnel Rules and be incorporated into such rules. ARTICLE XIV --MISCELLANEOUS A. Grievance Arbitration Any grievance as defined and described in Rules 19 and 20 of the City Personnel Rules (Resolution No. 3960), shall be settled in accordance with the procedures set forth in said Rules except that the parties to the grievance may, by mutual agreement, submit the grievance to a neutral arbitrator whose decision shall be final and binding on the parties. The arbitrator shall be selected by the parties from listings of and pursuant to the rules of the American Arbitration Association. This procedure, if adopted by the parties, shall be in lieu of Step 5 of Rule 19, or Step 4 of Rule 20, and the fees charged by the arbitrator or hearing officer and court reporter shall be paid equally, fifty-fifty (50-50) by the City and the Association. B. Promotional Procedures 1. Tie Scores When promotions are to be made, and two or more employees are found to be equal as a result of promotional examinations conducted by the City, the employee with the greatest length of service with the City shall receive the promotion. 2. Salary Upon Promotion Upon promotion, an employee shall be compensated at the same step in the salary range for 4isFkleftheir new classification, subject to the following provisions: a. Except for the provisions of sub-paragraphs b and c below, no employee shall receive greater than eleven ten percent (104%) increase upon promotion. b. If "A" Step of the classification upon promotion is greater than eleven ten percent (104%) increase, the employee shall be compensated at"A"step upon promotion. HBMT MOU_October-1-2019-through-September 30,-202OJanuary 1.2022 through December 31,2024 26 1692 HUNTINGTON BEACH MUNICIPAL TEAMSTERS c. If the employee would be eligible for a step increase within eleven (11) months of the date of promotion in hfs/he#heir classification before promotion, then the Human RPqo,_,rr;PG_ Administrative Services Director may authorize an increase greater than etever> ten percent (104%) upon promotion. C. Labor-Management Relations Committee The City and HBMT participate in a Labor-Management Relations Committee as follows: 1. The Association and the City recognize that the participation of employees in the formulation and implementation of personnel policy and practices affects their well- being and the efficient administration of the Government. The parties further recognize that the entrance into a formal agreement with each other is but one act of joint participation, and that the success of a labor-management relationship is further assured if a forum is available and used to communicate with each other. The parties therefore agree to the structure of Labor-Management Relations Committees (LMRC) for the purpose of exchanging information and the discussion of matters of concern or interest to each of them, in the broad area of working conditions, wages and hours. 2. The City of Huntington Beach shall have an LMRC. The formation of this LMRC shall not serve as the basis for reopening the meet and confer process to modify this MOU. 3. The LMRC shall meet monthly. The City shall be represented by the City Manager (or designee), the Haman—ReseuFGes DiFeGte Administrative Services Director (or designee), and Department Heads. Four (4) representatives at these meetings shall represent the Association. 4. The City agrees that any meeting conducted under this Article shall be conducted in facilities furnished by the City, and Association representatives shall be released from their duties at work to attend the LMRC. 5. The parties shall exchange agenda items five (5) workdays before each scheduled LMRC meeting described in this section. Matters not on the agenda may be discussed by mutual consent. If either party timely forwards an agenda, the meeting will be held. D. Copies of MOU The City agrees to print this Memorandum of Understanding for each employee requesting a copy- E. Position Classification Issues 1. Class Specifications The City shall send the Association a copy of each new job description approved for classifications within the representation unit. 2. Reclassification Impact It is not the intention of the City to demote or layoff an employee through reclassification. Prior to imposing a Y-rating, or layoff resulting from classification reviews, the City agrees to meet and confer with Association representatives. F. Class A and B Driver License Fees HBMT MOU_Ocrober-1-2019 through September-30-2020January 1. 2022 through December 31, 2024 27 1693 HUNTINGTON BEACH MUNICIPAL TEAMSTERS The City shall reimburse employees for costs associated with obtaining and renewing Class A and Class B driver licenses where required by the City for the position. G. Deferred Compensation Loan Program Employees may utilize this program, under which employees may borrow up to fifty percent (50%) of their deferred compensation funds for critical needs such as medical costs, college tuition, or purchase of a home. H. Performance EvaluationsMritten Reprimand Appeals Employees may appeal the results of a performance evaluation or written reprimand. Such appeals shall be initiated through the appropriate chain of command (which may include the LMRC) and any decision made by the Department Head shall be considered final. I. HBMT Letter of Introduction A one-page letter of introduction from HBMT, and of HBMT's choosing, regarding the benefits and purpose of joining the HBMT, will be included in all HBMT eligible new employee orientation packets. J. Department of Transportation (DOT) Random Alcohol and Controlled Substance Testing During the term of the Agreement, the City and the Association agree to meet and confer to update the policy in accordance with law. K. Update Employee-Employer Relations Resolution (EERR) During the term of the Agreement, the City and the Association agree to meet and confer to update the Employee-Employer Relations Resolution to reflect current state law. L. Required Fingerprinting of Employees The City requires that all employees who are hired, transferred, or promoted to positions that require fingerprinting by federal, state or local law(s) be fingerprinted according to said law(s). The City may also require employees be fingerprinted if they are hired, transferred or promoted into positions with oversight responsibilities for senior citizens or oversight responsibilities for confidential, and or sensitive documents or equipment. M. Beach Parking Employees may purchase a City beach parking pass at the Senior discount rate. N. Reasonable Suspicion Alcohol and Controlled Substance Testing The City maintains the right to conduct a test during working hours of any employee that it reasonably suspects is under the influence of alcohol or a controlled substance in the workplace. The policy to implement such testing shall be established by the City and the Association during the term of the Agreement. ARTICLE XV— DURING THE TERM OF THE AGREEMENT A. Classification and Compensation Study - During the term of the agreement, the parties agree to . The-Qty shall meet HBMT MOU_Oetober--,20-1&through September-W0.2020January 1. 2022 through December 31,2024 26 1694 HUNTINGTON BEACH MUNICIPAL TEAMSTERS and confer regarding parameters and procedures of the citywide classification and compensation study that commenced in April 2021. A- -Performance Evaluations - B. During the term of the agreement, the parties agrees to meet and confer on an updated performance evaluation system, including the Performance Bonus implementation. B. Holiday-Gle sed-to-toe neve.. hp.p 21. 2020 During the to „r the agreement, the pa FtieS_agree-to-meet-and (#Se S helida.' Glasure edureS- HBMT MOU_October-1-2019-throuP-geW,ember-30-2020January 1. 2022 through December 31. 2024 29 1696 HUNTINGTON BEACH MUNICIPAL TEAMSTERS ARTICLE XVI — CITY COUNCIL APPROVAL It is the intent of the City and Association that this Memorandum of Understanding represents an "Agreement" between the undersigned within the meaning of Section 8-2 of the Huntington Beach Employer-Employee Relations Resolution; however, this Memorandum of Understanding is of no force or effect whatsoever unless 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 , 20201. Huntington Beach City of Huntington Beach Municipal Teamsters By: By: 91iveFGhiSean Joyce Terry TiRtteSarah Whitecotton Interim City Manager HBMT Chief Steward By: By: Travis Hopkins Cristian Leiva Assistant City Manager In-House Counsel Teamsters 911 Brittany Mello Interim Administrative Services Director APPROVED AS TO FORM: Michael Gates City Attorney HBMT MOU_0G10ber-1-2019 Wwr gh-September-30-2020January 1, 2022 through December 31, 2024 30 1696 HBMT LIST OF MOU EXHIBITS EXHIBITS SUBJECT A Class/Salary Schedule B Uniform Policy B-1 Uniform Listing by Category/Class C Vehicle Use Policy D Provisions of the Retiree Medical Subsidy Plan E 9/80 Work Schedule F 4/10 Work Schedule G Agency Shop Agreement H Catastrophic Leave Donation Program 1 Teamsters Miscellaneous Security Trust M€A-MOU Oclober-1-2019 throuo September-30-2020HBMT MOU January 1 2022 through December 31 2024 31 1697 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT A-PAY SCHEDULE ? 5 EFFECTIVE OCTOBER fl 9019 HOURLY Y WAGE DAY RATER job type 9escfi�tiew �e A 6 9 € D444 APPAU tARt nnc..�Aiii 33.59 35 43 37.37 3942 ( 416 2296 nGEBU..t:....TeEhniei&R4 M€A286 2333 24§l 25 Q7 274A M 98 0287 AGGOW..eiAgT,,.t,..:.:.., n nARAU;z I 2565 27-95 2835 3QI 3 7 nnnQnn nGGeu ,ti Rg T..GhAiG .. c nnc,—94 I 29.64 3I.2-7 3399 34-89 36.71. 04M AdM RistFative Aide M6A428 42-W 34:7-3 36 64 38.66 48 78 02-78 nF-iM ..:...,t',.,, nggista t nnc,���o I 2-9-06 30-66 3234 34�2 36�0 0289 AdFZR ..:.t.Rt:,.,, c.,..,,.a. , nncr 'on 24-76 26-12 27:56 29$8 34k8 92SP °A C�-1� _194-5 30 96 32 65 34 46 36 35 0698 n.. .., t r, '1 c..,.'.,eE M€A698 33 9 35:43 37 �;l 39 4p 41 60 9498 n«:gtARtPIR ...,. MFAIPR 3443 3632 3832 40-04 426y 82g7 P4PA2i 24 W 29 2yg2 pp CA 29.63 0358 M€A358 27 25 2R 74 30.33 Al 98 33 74 014 I ❑,,..GI. nAR:.,t CFP'.''1eAFl... M6A449 3c. 34- 4 49i8 41 44 4r.73 g2}0 pn 9 4�1 n 3d-78 33.52 3737 37.31 39.37 023l &MI.4. -WIC-p I� nAC�z JC.1J ».nc 39Q9 411 PA AJ,Cn9n 0208 au44 tp pe66efi-l11 nAcr on^o 3889 4n.4; 4348 43 56 I 4R 07 Al76 Build Rg Plan CheG!,&. M&6, 7 39.23 4033 42y5 44 99 I 47 36 Q2c 0 BUil 1,.... oi,.. Ch..ck&r 4 nAc�no 44 4Q 46$3 49-41 52:13 I 5-5:08 0366 0 l.:...... 11eense f.......,rl.GF M€A366 34.6 36.49 38 5i 40-63 I 42.87 01_12 gUy4ef nncan 1 4 93.98 34 90 36$3 I 38-84 I 4099 0406 r,,:l c....:.......: ..Assistant k4ir inc 3919 41 34 43§l 4602 49 q5 9442 r:,,:1ian r1,,.e1, I....,..t:. _t MCA462 23 29 27 73 29 M 30-" 32 5Fi 0186 Cede EnfeFGemeRt nff , i nncr�ol oc 26 42 P;! R;z PC;40 3l 03 32 14 01 82 Cede c..f9rEe..,.,,.t nff G,,, 11 nnc�2 32.60 34.38 36.28 38 27 4038 0941 Cede c^feFce.. ent TechRiGial;rnncn 1 Pi 98 2;4 24.17 25 8 23 0263 n n cn��c o 2;1 ;!7 2oT3on 30,92 32-64 34 41 MEA MOU Octobc�f-4-201c t#*o*S,9Mers -e 0.-202DHBMT MOU January 1.2022 through December 31 2024 31%gg HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT A —PAY SCHEDULE Job pay No Jab Description Gsadp A B C D E F G Ranee 0r IGGFRMWRit�'Sewire5nnc,.. 4& 28_47 30.$S 3,z-6-gg 43,44 35P8 02-69 rn..., cn „ Ree Special ,t nn i� I � 2639 27..84 2937 30.99 02_58 I r.......- li ,S. ,-, esufw c M€4238 I 34-W 36-49 I 38.51 48-63 4;t R� 01.7-2 I r'nn,.,lin.{nn in,nn,♦A. I M&44-72 I 31 78 3332 I 3637 3731 3932 9463 I fnn,«...,,:nn n,nn,.n. II MEA46-3 I 3543 05 3389 44 PA 43§8 032 I rn .,« Liaison Spec.' I ,« nnc. c:-3-icai2 I P4 41 I �6 1? 27_56 29.08 30b8 0166 I [{fie A {1 n n can c c I 32-92 I 34 73 A 6 (34 44 66 40 78 A16q r,'..,n Anal,.,, cnn'n nrnrrtn_Jicc 3&44 40 52 4�7G nc.i� 47.co n�cc r.:...n Scene in, n,.'n...n, nn c��rc 34-99 32--74 343} 36:41 38-41 0449 I CFiM Rali5t ❑n«n+o 3460 A6 4 38.5i 40 fig Q 9$ 9492 r,n« ('nnnn,«inn CeAtFnl <nn, M641-92 32-W 3438 36 28 38 27 4038 0400 C; qtA AR MC-F400 22 32 23-76 I 23 07 26 44 2789 0134 n,,n, .. T^I, .n..,i4434 I 2 -4 I 28.5 An IA 344L, 3338 0138 De nlnn...nn. cnn,',r.. nn&4 I 34.{i0 36 49 384 49 63 42.87 0339 [Ins' '.n nn ;� I K440 I 33.87 357; 69 3378 0232 EFFIEFOeAGY Mee Gal cn.,, CAA.,J nnc�2 I 49.06 I 647-5 §4g0 q7 f;0 60-78 0199 c..,n.nnn,y cnn.:,n, rnn.a:n,.n. Wr&04 o I 42-28 I 44 58 I 4;! AP 49 Al 52 33 ME175 I 2-7 2930 I 30s32 32 6l 34 41 0180 I Enn:nnn.;nnTe hn' n mfal 8 I 34.99 3397 3794 4003 42.23 0446 Gn n,nicpee ,i',. nnc=,A,Tnnc 39-19 44-34 436l 46:02 48-E�5 03g2 Equip cn...'Gn, r.n .dn„In, nncr�AAgp 3638 3838 4 )4 42 71 4q Os 0}42 pn E� 3638 3838 40 49 42-74 4� 05 047.2. Leadvoerl(eFnn,4nn-�2 33 Q9 24.30 3683 38$4 4A 98 0383 cn.,:n...nn. c..nnn.. A„',«,n« M&4;93 23-711 27.i 28-69 38 )6 AI 93 0064 I cxeeuti"^ A65iSt@Rt MEAD& 33.42 35.L5 4748 33-23 n..0 W43 Fmili.'n, nn..'n, r.n ..ln..an, MEA443 3639 38-18 40,8 42.50 44-.$4 0407 C„'I',' , nAn nt n.a.. n.k.n. M&4407 29 I A A 3,z-38 33- 3432 0391. n n c�a g i 26-03 27.46 28-.97 �n,56 32-24 0998 nnl,t cn,, Ee gnn.n,nn.n,'• M€4398 24-84 2834 29 86 3131 33.23 0558 r.n o.n..nntien in,nn,.n. M&4-5 o 39.79 41 47 44-2-9 46 72 49-29 HBMT MOU_Oc4ober-1-20t8-Fhrou9hSeptember-20-2028January 1. 2022 through December 31.2024 160 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT A—PAY SCHEDULE Job pay vpeNo Job Description 6Fade A B C D E F G Range 026A [:re [nfet.' g.e...,.., &..ergs... nn[rn�oxn 33y9 2g43 37,37 30Q 42 41 A0 91a3 [:.e Train'nn AAa'ntenanre Tnnl. An[� 39 85 3P qq 34 34 3g 24 3Qo 222P 0470 [erenrir C.,rte...r cneGial'rt MEA470 37.09 39A8 4I30 4].6 nC,n[ 0576 r_Ic Ri nn[n7o[�c 2P 85 39.93 4�42 44 44 41; A 0178 G}S� nn[=AI;!S 4999 43 P4 4S Fib 48 14 qQ ;!9 (198 4&"Aat-F.n..r...,o.,.,-c�np�n� nn[...�A,�,Qoinn 37 4n ao,[a ni,;n 44 AA 46 4) 0337 I 4&4C-E ..ter MaiRtenanre TeGh M&an 30-M I 32.05 1],01 ]C.Gn 37.65 0115 Info Tn.t...,.1RP. Anal .rt l nn[r�Al i[ 37.89 I 39 93 4) 12 4444 49 99 0575 infe TeGhReiggy AR81y5t 11 MEAS05 nn,00 4324 4562 no.in so.79 0 nn C.+r9A 14714 4g75 465 4R-fi9 9 1 ;! s449 8.148 info Tent...,.1S ff ARal, rt nr P49AIIA 4909 80-74 yb-46 [o.[[ Q4Q9 infe Tersehrielegy Tenl...lr'. AAP495 l].[4 �4 A7, 26'23 2-7, 2q9 0494 A4944Q4 26.55 �P,n1 ]n,[[ 3l I 3 -99on 0493 ..fe TeChRelen Terl.n'r MFA¢ 24 31.41 33i5 2497 3G on r. 9492 }qfe Tnr nIn ..Te. n'r',n nr M nno4 3�_g2 g4� 36_64 38� 4G4�g09 849I info Techneiggy TeGhRlGiaR 5F. An[,.. ;A��,ingint 35.29 I 37,24 39-38 41 44 4r7� n iqq 1..,....:,... CrewleadeF nn[..W'r I 37-29 3-7-�4 39.28 4i.44 4A 7-? 03§7 . n494497 �6 4P 27-87 29.4 31-03 32.74 03j9 Laridwape Squ p QperatoF n n cr�a[n 2;z 2s �o.�n 3832 3I-98 3474 0145 Landscape.e Maint Cre...Iparle, nn[1T9AI45 3e�-29 37.24 39.29 41.44 4344 0402 LaridseapL nnn nt Legri . ...k... nn[r�{nni A 50 3411 4� U 34.e3 I ]6_C4 04-83 1 Atent P geFpF rit ixamiRLF n n[4�c 3 33.23 �5.$7 3,?00 39-03 I 419 03W ' ^^^lz s*e^£ M&4388 27 ;!;1 29 38 28.92 32-61 344I 0444 hrgrign MiA i nt n I 30.09 Al ;!4 3r49 3332 3722 0432 I i 'hrary [nn r✓nr CBGFa'..,t..r nn[...�A An .27 1_1 2$39 U)I 31$2 ;P.co ^m' I1 't.rar .Ce.. ' . Clerk nn[r�A4[i )I Al 2- 17 PA �A.GG P6W 02-W 1ll..e.. Spec alist nn[�7 23-02 2639 27 R4 20.,E 39.99 0302 I 'te.ar. n.en.n... Cn..n'eI'rt NlEA302 3Q 9 3l74 32.48 2s �2 37i7 0392 nn.:..t Cep ee re rerke, nn[«A R92 >[.n) �6 Aq ».on 293-7 39.99 4394 An.:ntn..e..r,. lAfAFke M&A394 24-98 23-19 IA.A nC.On I 3 HBMT MOU_Ootober-172019-through-Septertber-3072020January 1. 2022 through December 31, 2024 17(M HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT A -PAY SCHEDULE Job pay No Job Description Grade A B C D E F G Range 0448 MaFiRe EquipmeRt MeehaR r M€A448 32 7 an c7 3g 4A 38.46 49 q7 0384 MPGhRAWI M€A384 25..99 24-34 2g92 3941 3289 0348 n n, ehanip..;. 11 nnc7CnAAno M ;Zfi 3036 32.92 3378 3cin 0347 Mechanic W nnc,��n7 an,cn 32-22 34 89 35.86 3;$4 8389 Media c,,...ees Specialist M9A380 25 42 2c.ag 27 94 2Q ;P 39-99 9396 Aff:... AUgkt ARt I g'.t ARt t 7_9l I9 91 i9.9i 20.94 2-2.09 0304 A4pAAQ4 24 43 2-2§3 2� R7 2547 76,cc 0298 Odic. Sp eial st n4gn�7gQ 22 63 2A 97 2c,,o 26 57 28.93 9328 Pa AteRleadwerlcer nncr�o�7o 32.25 34-03 35.99 3;! 98 39.97 0444 M.E- r»c a ;A A 11 19 "1 29 42y`8 44 94 04447 ❑aFloR.. 04eteF RepaI.Tech M&4 74 29 76 3Q 4; I AP OP I 33 79 33 64 099-5 g..l.{.... Mete. Rep@'. 1AL..L... MCr�J 76,5C U 01 I 79 55 3l 49 32.99 0579 I P^'l(iRg,' R4Pi^^ A.. ..,^' MEA379 2l 98 2349 24 47 23 89 2723 8459 0@.1, A /GaFR iA0 r.. . l..,a,.. nncPA4rs9 ;q 29 3724 39 28 41.44 4;72 9491 0 4610491 29.59 Rl 11 322-.K ;4 AA 3634 9455 PaFkiRg,4FaffiG GGR401 GAAFd M64485 27 77 29.29 39-92 32 91 4441 9262 P,.0 R /T...cc G (;eHt.,.1 nu g nnc. tA2o2 2499 P' 4Q 24 47 )8 89 27 23 gyc.27 RaFlking,4FaffiG GGA49454PY A4pAg77 29.64 3i.27 33-99 34-89 36-71 9458 Payrell-Speciallsf M€A458 38.60 40;Q 42 96 4633 47.83 g447 o 11 'tea** An� 2746 M97 W) 56 32-24 9245 g...... . Ant�,245 23Qf )s?; I 29,67 28$9 29.63 02-7-9 PeFsoriRel Assistant Ang� 23-29 1 2-f 6 I 28-13 _)X 6 34-31 0497 g.... r..R F91 SpeG:.r.. P49A rc7 PA 4? 2;Z.87 2349 3493 32 74 0436 NaRaiag-Aisle McrEA4-3c 27. 77 2930 39 92 32 61 3441 9342 Rlumber M1eA342 3l M 3383 an.gc 3676 38.79 91W RelieeDr....../I.... gSpeGa!'st 04RAIg ! 39$q 32.55 3434 36-24 38-:2-2 030-7 Peke ReEE..a, SpeG'.1'.. MPA;07 P2 6( 23 87 25 2637 P9 N n0ga o..lke ReEE,.a, SupeF� Anc���o; N;42 27 97 29 40 34-93 32:74 0282 nnc�EA2282 2939 2163 2281 2406 25.38 0308 Plelice Sepyices Sp,,,. I', .. M€A398 24-Q 26.�g 22 84 293-7- 3099 HBMT MOU_October-i-2019 through Saoambe_34-2020January t.2022 through December 31 2024 �7� HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT A -PAY SCHEDULE Job pay ly"No Job Description 6fade A B C D E F G Ranee 02- cc Q,.1 ,.,, c.,..,,.,,. r.....a ., nnr, rA�j r no.nn 3&99 3-2.5 34-2-9 3b-17 0584 I M€A581 38:-&5 32�q 34-:34 3fi 24 38-2-2 n�ro I n.......... .+.. E.,id-, ,..Pe ncr' nnr..�.^,'�° I ;17 r.ir.l_ 2.9,81 38,62 R? it 34-8 ., -2 924" I o. ..eoy and Eyide..., < MEA2-6i I Al 79 3333 3337 ;;z ;2 39 37 BS83 M€A583 I 34 2s 36 14 3813 40.23 424q 0256 b sk PAaR@geMeRt SpeG ali5t MEA25fi 25 Q 2639 24-84 2432 30 99 ngi rr crnnn r-.Rro..,00RFF_i RCAF nnc�cic 3q) 37-24 39-2-8 41,44 4372 0346 crnnnCrn nT . :.: R MEAAAr 3l R1 33$3 34.95 3676 ;°,moo 04-19 gepieF AcceuRtaRt nnrr�A-II 3$. 40 ;2 4296 4r. 4n7.83 92,M f..RieF n,,, .. T..CI...'.'R.. M6A288 28-1.9 2375 Al AR 3310 34 92 8434 SeRI... r a., r..t....,...,e Rt nar.,,. MEA4;4 a<.W 3799 4009 4229 I 44§} 04-71 genieFr ... L . nnr��nRi 7-n 38.88 40s}3 43 48 4`. b I 49 97 9473-5 I SeFiieF Deputy r'., rl.,.l, M&44-3c .34 c 36.49 R9 91 40:63 I 42.87 &r596 I c,...:eF c.,..:..ee Fi.... T...1... C RR nn r�oroc I 34.- 8 41 7A 44.96 46 48 49$5 934-3 c..n or Facilities Ma Rt Tpch. nnlm.43ig I 30y4 32 2- 34 A 3SS6 97-84 G3-3 c.,R SF HelieepteF Main.Teeh enc,- A3-34 42.04 4445 I 46;-9 4936 62,07 0994 -SeRi9F Legal n..:..,... nnrAzgnn 3S$6 3754 39.92 42 11 44 43 0450 See eF t 'bFa ,SpeG ,1 .. 0468460 27.38 29 29 30 47 32 44 33-91 0363 SeRleF nn,F Re r. 'r M 4a4 G nnr�gco 3638 38 38 4A 49 42-21 45.05 .. 9446 Cn :... D@.....II T..cL...i.i RR M€A446 2g 62 3920 31.86 33 62 ;q46 n^�7 c....:eF Permit T..GL...'--- nnr��A 4A;! An F4 32,-22 34-09 3`7.$6 I 37.8i 0265 I c.,..:... c....,:..,. n.rg.,.# PAEA245 .<.Tn7n -17.62 48.69 -19.A1 20.70 048 I SERi8F SeFyic . TFans , r,.� n 9144°vl I 26-70 2846 29.7i 3IS I 33$7 0709 I g....:GF T..1.......... S T..EI...'.'a.. M9A789 3S 29 37-24 ?i9zg 11.41 I 43.72 9349 I n n C 3 n nn n I 27-2 2A74 ?i() ;A 3�'9g 33.74 G346 c,,R eF to ateF nneteF o..-,. F M_91 A I 26-29 I 2-7-73 29.26 39$6 32.y6 0,149 c....S Q MaFkI..... r... .,l..,a... enr 448 I 3639 I 39-48 40.28 425 44$4 0338 c ^ M€A3-M I 30-09 I 3l 74 33 48 35.32 37 ';z n�cn Sj0A.r @Fl( .,... r,. . npefat-ef nnr�Torn 27�5 M74 3039 ;199 ;A;14 0266 SeGial "FgFkeF ME4266 29 35 30 32b-5 3446 3636 HBMT MOU_October-1-2019through Septembw-30-2020January 1. 2022 through December 31 2024 170 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT A —PAY SCHEDULE Job pay No Job Description Grade A B C D E F G Ranee 9386 Stppk QeFk A4€A386 21 98 23 19 24 47 23 8o );z 23 g364 StFe tEq+i FateF e P A A6�<1 �71 M )8-74 39 33 3-1 98 33.74 n�cn C-tF2 # nn,:..t r...,.,1,.,. PF nn�7LA.1 cncn 35.29 37 4 3-9.2$ 44,44 43-.Z.. G486 I c...,... Ma It , aFA,,,,FkPF p4€A496 31 0 32 72 3433 3&.44 38-4i g}S3 nnc,�3 39.79 41 97 44 29 46 41 49 2 0174 Sup � � n n Cn�'T n 27 ;!7 I 29 39 30 92 32 fi1 I 34:41 9195 c . eTeLhmeiapn' nncan195 I 3909 3374 3448 33.32 I 37.2-7 049-5 nn i„ I 3g_9g 424 44-5-1 46-96 I 4934 911 T.RFF'C C..,.'.. g:PeGh AiG pAC zl 0lO 11 I ]G.19 U 19 �g nP.rn I 4y94 ..8349 T..Fr:. nnR: r fe CP 'AfRFkeF vtonwv I 25 02 26 49 I 27 94 29 37 I 4999 94-9 TFaffie Pn@.L:..... Lead...grkp. MC 444 I no.cn ;1 11 32-82 3463 I 26,54 03]6 Taff. f'.....1 CleetFk a4; MEA336 I 32 60 3438 8 38 2-748 3g 0 0 T.aGF:. G....21/1 tit I'.....,L.R.J. AnC olnn 3639 ;919fz8 42-50 44.54 0365 Tree E , pFn e n t Qpef te; MEA3&S>cc I 2z25 M 74 3033 31-98 33.74 0444 I n n c. �A= I 95.29 3-7 24 39.28 41.44 43 ;2 0460 TFees nna'.,teRaRe Leadvowke M&4460 I 29 50 Al 11 I 3252 34§3 36 54 9268 V,.L,.. Per f,.. ,:...; (;RRFF4iRRtRF M&k2_68 I 26 79 )9 46 29�1 3435 33 97 n34 c WaFehGusekeepeF n nEA395 2q-.77 A-30 30-92 311 34.11 n n Cr6362 2 5 28 74 30 33 33 98 33 74 9454 nr., P'A'AteF MRiR. fe. ,,. In1... . pncf_ATnrn 25.02 26 4..9 2;z g4 29 37 I 30.99 0446 I %erastewat.. Opp CF . IeadpF M&4 46 35 29 37 24 39.28 41 44 I 43 Q 0404 A4 4404 2Q50 34 41 32 92 34i3 26.54 0387 WastewateF Pump MeGha..nk MEA3 26 55 29 W 29.55 3418 32-99 95&2 I nn C�roi An.nc 36-.-44 U 4A nn.P� e2.45 9444 lAtat.. g ,. Mg t CF . pail,. M&4475c4 35.29 37.24 3949 I 44-.44 I 43 Q ^4TnWateFnnC�n ,�Tn 31-94 33.70 35-55 I 3.75 I 39-57 944-7 1nta«. F n:.. nn,...... CFe...I..,a,.. pncr&A4.4-7 35 29 3;l 24 3329 I 44 44 I 43 ;F2 8374 nn cry 4374 23 58 34 11 32 82 34 63 I 36 54 836,4 1n ateF Equip QpeFataf MEA364 20 fn 3l 41 42$2 34§3 I 3Cr54 03W �nl.,.... nn..«2. 0..,.1ef �nc�„_,A-3W 24-28 23-61 2--9z1 28 I 30-97 HBMT MOU:October-1-2019-through-September.30-2020January 1. 2022 through December 31. 2024 17M HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT A -PAY SCHEDULE Job Pay No Job Description GFade A B C D E F G Range nACL MateF AA..teF Rep a'.T,.phRip'a.. A4PA�CL 2-7-1-1 29 99 38-16 3-i.82 33.58 W53 to fater OpeFatiaRs CFe, 'lPAd F nng� �iri 3g29 ;7P4 39.28 44,44 43,7-2 83.7_1 nA[�7_A_.r._r� n 32.92 34.7-3 3& F4 3S66 I 40 7.R Alq6 M C A l g C 35.Z9 A 7- 4 39.28 44r44 I 43;-2 0191 VA tef-n al ty TeEhRiEiar; AnC� 3-1-On 32 2 34 sl 36-41 U 41 0461 \A/ateF sppPep \AL .Fke f Ap��r r�i�&pr4& P9;!7 ��1-9 28.60 30.26 34-93 0369 ater SystemsTCttHliEia -� iV&436o I 2J-7'7' '.-1'9 9 30-2-6 3 i G369 I WateF Systems T,.Eh RiGiAR n MEA369 ;17 q] Po.Al 30 62 32 An 34.97 G379 I WateF c ,stLms T. ehs c a.. III M&4a744 4&48 32-45 33.81 35.69 37§q G449 WateF Utility LOGatElF M€A449 1 3-1-W 3244 34q} 3641 38-04 o Job Description RFly A B C D E F G 0111 Accountant 180 33.25 34.91 36.66 38.49 40.42 42.44 44.56 0286 Accounting Technician 1 144 23.24 24.40 25.62 26.90 28.25 29.66 31.14 0287 Accounting Technician II 153 25.42 26.69 28.02 29.42 30.89 32.44 34.06 0294 Accounting Technician Supv 168 29.51 30.98 32.53 34.16 35.87 37.66 39.54 0428 Administrative Aide 178 32.60 34.23 35.94 37.73 39.62 41.60 43.68 0278 Administrative Assistant 166 28.93 30.37 31.89 33.49 35.16 36.92 38.76 0289 Administrative Secretary 150 24.67 25.90 27.20 28.56 29.99 31.49 33.06 0297 Art Programs Curator 167 29.22 30.68 32.21 1 33.82 35.51 37.29 39.15 0698 Assistant Civil Engineer 180 33.25 34.91 36.66 38.49 40.42 42.44 44.56 0108 Assistant Planner 183 34.26 35.97 37.77 39.66 41.64 43,72 45.91 0267 Assistant Social Worker 146 23.71 24.89 26.14 27.44 28.82 30.26 31.77 0358 Beach Equip Operator 159 26.98 28.33 29.75 31.23 32.80 34.43 36.16 0149 Beach Maint Crewleader 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83 0452 Beach Maint Service Worker 151 24.92 26.16 27.47 28.84 30.29 31.80 33.39 0210 Building Inspector 1 175 31.64 33.22 34.88 36.62 38.45 40.38 42.40 0211 Building Inspector II 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83 0208 Building Inspector III 195 38.60 40.53 42.56 44.69 46.92 49.27 51.73 0176 Building Plan Checker 1 194 38.22 40.13 42.14 44.25 46.46 48.78 51.22 0520 Building Plan Checker II 209 44.37 46.59 48.92 51.37 53.94 56.63 59.46 1 HBMT MOU.Ootober-1-2019-4#uough.September-30-2020January 1.2022 through December 31. 2024 17M HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT A -PAY SCHEDULE Job pay No Job Description Grade A B C D E F G Range 0366 Business License Supervisor 184 34.60 36.33 38.15 40.05 42.06 44.16 46.37 0112 Buyer 179 32.92 34.57 36.30 38.11 40.02 42.02 44.12 0106 Civil Engineering Assistant 196 38.99 40.94 42.99 45.13 47.39 49.76 52.25 0162 Civilian Check Investigator 156 26.19 27.50 28.87 30.31 31.83 33.42 35.09 0186 Code Enforcement Officer 1 156 26.19 27.50 28.87 30.31 31.83 33.42 35.09 0182 Code Enforcement Officer 11 177 32.27 33.89 35.58 37.36 39.23 41.19 43.25 0511 Code Enforcement Technician 138 21.89 22.99 24.14 2S.34 26.61 27.94 29.34 0263 Community Relations Specialist 161 I 27.52 28.90 30.34 31.86 33.45 135.13 36.88 0597 I Community Services Officer 164 28.36 29.77 31.26 32.83 34.47 136.19 38.00 0269 I Community Srvcs Rec Specialist 151 24.92 26.16 27.47 28.84 30.29 131.80 33.39 0258 I Community Srvcs Rec Sup v 184 34.60 I 36.33 38.15 40.05 42.06 44.16 46.37 0172 1 Construction Inspector 1 175 31.64 33.22 34.88 36.62 38.45 40.38 42.40 0463 Construction Inspector II 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83 0312 Court Liaison Specialist 150 24.67 25.90 27.20 28.56 29.99 31.49 33.06 0166 Crime Analyst 178 32.60 34.23 35.94 37.73 39.62 41.60 43.68 0165 Crime Analyst Senior 194 38.22 40.13 42.14 44.25 46.46 48.78 51.22 0255 Crime Scene Investigator 172 30.71 32.24 33.85 35.55 37.32 39.19 41.15 0119 1 Criminalist 184 34.60 36.33 38.15 40.05 42.06 44.16 46.37 0192 Cross Connection Control Spec 177 32.27 33.89 35.58 37.36 39.23 41.19 43.25 0400 Custodian 140 22.33 23.45 24.62 25.85 27.15 28.50 29.93 0134 Deputy City Clerk 159 26.98 28.33 29.75 31.23 32.80 34.43 36.16 0138 Development Specialist 184 34.60 36.33 38.15 40.05 1 42.06 44.16 46.37 0339 Electrician 176 31.95 I 33.55 35.23 36.99 38.84 40.78 42.82 0232 Emergency Medical Srvcs Coord 219 49.02 51.47 54.04 56.74 59.58 62.56 65.69 0198 Emergency Services Coordinator 204 42.22 44.33 46.55 48.87 S1.32 53.88 56.58 0175 Engineering Aide 161 27.52 28.90 30.34 31.86 33.45 35.13 36.88 0180 Engineering Technician 182 33.92 3S.62 37.40 39.27 I 41.23 43.29 45.45 0445 Environmental Specialist 196 38.99 40.94 I 42.99 4S.13 47.39 49.76 52.25 0382 Equip Services Crewleader 188 36.01 37.81 39.70 41.68 43.77 45.95 48.25 0142 Equip/Auto Maint Crewleader 188 36.01 37.81 39.70 41.68 43.77 45.95 48.25 0472 Equip/Auto Maint Leadworker 179 32.92 34.57 36.30 38.11 40.02 42.02 44.12 0383 Equipment Support Assistant 1S4 2S.67 26.95 28.30 29.72 31.20 32.76 34.40 0061 Executive Assistant 180 33.2S 34.91 36.66 38.49 40.42 42.44 44.56 HBMT MOU:October-1-2019 through Wtember_0-2020Ja nuary 1. 2022 through December 31 2024 170 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT A -PAY SCHEDULE Job pay No Job Description Grade A B C D E F G Ranee 0143 Facilities Maint Crewleader 188 36.01 37.81 39.70 41.68 43.77 45.95 48.25 0407 Facilities Maint Leadworker 163 28.08 29.48 30.95 32.50 34.13 35.83 37.62 0391 Facilities Maintenance Tech 155 25.93 27.22 28.59 30.01 31.52 33.09 34.75 0398 Field Service Representative 158 26.71 28.05 29.45 30.92 32.47 34.09 35.80 0613 Fire Prevention Inspector 1 180 33.25 34.91 36.66 38.49 40.42 42.44 44.56 0612 Fire Prevention Inspector II 198 39.77 41.76 43.85 46.04 48.34 50.76 53.30 0173 Fire Training Maintenance Tech 172 30.71 32.24 33.85 35.S5 1 37.32 39.19 41.15 0470 Forensic Systems Specialist 190 36.73 38.57 40.49 42.52 44.64 46.88 49.22 0576 GIS Analyst 1 193 37.84 39.73 41.72 43.81 46.00 48.30 50.71 0178 GIS Analyst II 201 40.98 43.03 45.18 47.44 49.81 52.30 54.91 0190 Haz Mat Program Specialist 192 37.47 39.34 41.31 43.37 4S.54 147.82 50.21 0337 Helicopter Maintenance Tech 170 30.10 31.61 33.19 34.85 36.59 38.42 40.34 0117 Info Technology Analyst111 207 43.50 45.67 47.96 50.36 52.87 55.52 58.29 0115 Info Technology Analyst 1 193 37.84 39.73 41.72 43.81 46.00 48.30 50.71 0505 Info Technology Analyst 11 201 40.98 43.03 45.18 47.44 49.81 52.30 54.91 0118 Info Technology Analyst IV 217 48.05 50.45 52.97 55.62 58.40 61.33 64.39 0634 Info Technology Protect Coord 203 41.80 43.89 46.09 48.39 50.81 53.35 I 56.02 0495 Info Technology Technician 14S 23.47 24.65 25.88 27.17 28.53 29.96 31.45 0494 Info Technology Technician 11 157 26.45 27.77 29.16 30.62 32.15 33.76 35.44 0492 Info Technology Technician IV 178 32.60 34.23 35.94 37.73 39.62 41.60 43.68 0491 Info Technology Technician Sr. 185 34.95 36,69 I 38.53 40.46 42.48 44.60 46.83 0493 Info Technology Technician 111 168 29.51 30.98 32.53 34.16 35.87 37.66 39.54 0155 Irrigation Crewleader 185 34.95 36.69 38.53 40.46 42.49 44.60 46.83 0357 Irrigation Specialist 156 26.19 27.50 28.87 30.31 31.83 33.42 35.09 0359 1 Landscape Equip Operator 1S9 26.98 28.33 29.75 31.23 32.80 34.43 36.16 014S Landscape Maint Crewleader 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83 0402 Landscape Maint Leadworker 167 29.22 30.68 32.21 33.82 35.51 137.29 39.15 0163 Latent Fingerprint Examiner 179 32.92 34.57 36.30 38.11 40.02 142.02 44.12 0300 Legal Assistant 161 27.52 28.90 30.34 31.86 33.45 135.13 36.88 0114 Librarian 169 29.80 31.29 32.86 34.50 36.23 138.04 39.94 0432 Library Facilities Coordinator 159 26.98 28.33 29.75 31.23 32.80 134.43 36.16 0451 Library Services Clerk 133 20.83 21.87 22.97 24.11 25.32 26.59 27.91 02S7 Library Specialist '-f-151 24.92 26.16 27.47 28.84 30.29 31.80 33.39 HBMT MOU;Oetober-1-2019 through Septem4er-0,-2020January 1. 2022 through December 31,2024 17M HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT A -PAY SCHEDULE Job pay 4ypeNo Job Description GFade A B C D E F G Range 0302 Literacy Program Specialist 169 29.80 31.29 32.86 34.50 36.23 38.04 39.94 0392 Maint Service Worker 151 24.92 26.16 27.47 28.84 30.29 31.80 33.39 0394 Maintenance Worker 138 I 21.89 22.99 24.14 25.34 26.61 27.94 29.34 0448 Marine Equipment Mechanic 178 32.60 34.23 35.94 37.73 39.62 41.60 43.68 0384 Mechanic 1 154 25.67 26.95 28.30 29.72 31.20 32.76 34.40 0348 Mechanic II 165 28.64 30.07 1 31.58 33.15 34.81 136.55 38.38 0347 Mechanic III 171 30.40 31.92 33.52 35.19 36.95 38.80 40.74 0380 Media Services Specialist 151 24.92 26.16 27.47 28.84 30.29 31.80 33.39 0306 Office Assistant 1 117 17.76 18.65 19.59 20.56 21.59 22.67 23.81 0304 Office Assistant II 135 21.25 22.31 I 23.43 24.60 I 25.83 27.12 28.48 0290 Office Specialist 141 22.56 23.68 24.87 26.11 I 27.42 28.79 I 30.23 0378 Painter Leadworker 176 31.95 33.5S 35.23 36.99 I 38.84 40.78 42.82 0153 Park Maintenance Crewleader 188 36.01 37.81 39.70 41.68 43.77 45.95 48.25 0177 Parking Meter Repair Tech 165 28.64 30.07 31.58 33.15 34.81 36.55 38.38 0395 I Parking Meter Repair Worker 157 26.45 27.77 29.16 30.62 32.15 33.76 35.44 0570 Parking/Camping Assistant 138 21.89 22.99 24.14 25.34 26.61 27.94 29.34 0459 Parking/CampingCrewleader 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83 0401 Parking/Camping Leadworker 167 29.22 30.68 32.21 33.82 35.51 137.29 39.15 0455 Parking/Traffic Control Coord 161 27.52 28.90 30.34 31.86 33.45 135.13 36.88 0262 Parking/Traffic Control Officer 138 21.89 22.99 24.14 25.34 26.61 127.94 29.34 0577 Parking/Traffic Control Supv 168 29.51 30.98 32.53 34.16 35.87 37.66 39.54 0458 Payroll Specialist 195 38.60 40.53 42.56 44.69 46.92 49.27 51.73 0447 Payroll Technician 155 25.93 27.22 28.59 30.01 I 31.52 33.09 34.75 0295 Permit Technician 146 23.71 24.89 26.14 27.44 28.82 30.26 31.77 0279 Personnel Assistant 152 25.17 26.42 27.74 29.13 30.59 32.12 33.72 0367 Pest Control Specialist 156 26.19 27.50 28.87 30.31 31.83 33.42 35.09 0136 Plannine Aide 161 27.52 28.90 30.34 31.86 33.45 35.13 36.88 0342 I Plumber 173 31.01 32.56 34.19 35.90 37.70 39.58 41.56 0197 1 Police Photo/Imaging Specialist 172 30.71 32.24 33.85 35.55 37.32 39.19 41.15 0307 Police Records Specialist 141 22.56 23.68 24.87 26.11 27.42 28.79 1 30.23 0283 Police Records Supervisor 156 26.19 27.50 28.87 30.31 31.83 33.42 35.09 0282 Police Records Technician 131 20.42 21.44 22.51 23.64 24.82 26.06 27.36 0308 Police Services Specialist 151 24.92 26.16 27.47 28.84 30.29 1 31.80 33.39 HBMT MOU_October-7-2019 th`ouo September-30-2020January t. 2022 through December 31 2024 17V HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT A-PAY SCHEDULE Job pay No Job Description Grade A B C D E F G Ranee 0215 Police Systems Coordinator 166 28.93 30.37 31.89 33.49 35.16 36.92 38.76 0584 Program Coord - Human Services 172 30.71 32.24 33.85 35.55 37.32 39.19 41.15 0259 Property and Evidence Officer 160 27.25 28.61 30.04 31.55 33.12 34.78 36.52 0261 Property and Evidence Supervisor 175 31.64 33.22 34.88 36.62 38AS 40.38 42.40 0583 Rideshare Coordinator 183 34.26 35.97 37.77 39.66 41.64 43.72 4S.91 0256 Risk Management Specialist 151 24.92 26.16 1 27.47 28.84 30.29 31.80 33.39 0515 SCADA Coordinator 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83 0346 SCADA Technician 173 31.01 32.56 34.19 35.90 37.70 139.58 41.56 0110 Senior Accountant 195 38.60 40.53 42.56 44.69 46.92 49.27 S1.73 0288 Senior Accounting Technician 163 28.08 29.48 30.95 32.50 34.13 35.83 37.62 0630 Senior Buyer 192 37.47 39.34 41.31 43.37 45.54 47.82 50.21 0434 1 Senior Code Enforcement Officer 198 36.01 37.81 1 39.70 41.68 43.77 45.95 48.25 0171 Senior Construction Inspector 195 38.60 40.S3 42.56 44.69 46.92 49.27 51.73 0135 Senior Deputy City Clerk 184 34.60 36.33 38.1S 40.05 42.06 44.16 46.37 0586 Senior Engineering Technician 197 39.38 41.35 43.42 45.59 47.87 50.26 52.77 0343 Senior Facilities Maint Tech 171 30.40 31.92 33.52 35.19 36.95 1 38.80 40.74 0334 Senior Helicopter Maint Tech 203 41.80 43.89 46.09 48.39 50.81 53.3S 56.02 0609 Senior Human Resources Tech 170 I 30.10 31.61 33.19 34.85 36.59 38.42 40.34 0301 Senior Legal Assistant 187 I 35.65 37.43 39.30 41.27 43.33 45.50 47.77 0450 I Senior Library Specialist 160 27.25 28.61 30.04 31.55 33.12 34.78 36.S2 0363 Senior Marine Equip Mechanic 188 36.01 37.81 39.70 41.68 43.77 145.9S 48.2S 0446 Senior Payroll Technician 164 28.36 29.77 31.26 32.83 34.47 136.19 38.00 0437 Senior Permit Technician 171 MAO 31.92 33.52 35.19 36.95 138.80 40.74 0265 Senior Services Assistant 110 16.57 I 17.40 18.27 I 19,18 20.14 21.15 22.20 0481 Senior Services Transp Coord 157 26.45 27.77 29.16 30.62 32.15 33.76 35.44 Senior Telecommunications 0709 Technician 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83 0349 Senior Wastewtr Pump Mechanic 159 26.98 28.33 29.75 31.23 32.80 34.43 36.16 0396 Senior Water Meter Reader 156 26.19 27.50 28.87 30.31 31.83 33.42 3S.09 0148 Signs & Markings Crewleader 188 36.01 37.81 39.70 41.68 43.77 45.95 48.25 0338 Signs Leadworker 169 29.80 31.29 32.86 34.50 36.23 38.04 39.94 0354 Signs/Markings Equip Operator 159 26.98 28.33 29.75 31.23 32.80 34.43 36.16 0629 Social Services Supervisor 173 31.01 32.56 34.19 35.90 37.70 39.58 41.S6 HBMT MOU_0otober-1-2018-through-S4 We ber�0,-2020January 1 2022 through December 31. 2024 17W HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT A -PAY SCHEDULE Pay Job No Jab Description Grade A B C D E F G Range 0266 Social Worker 167 29.22 30.68 32.21 33.82 35.51 37.29 39.15 0386 Stock Clerk 138 21.89 22.99 24.14 25.34 26.61 27.94 29.34 0361 Street Equip Operator 1S9 26.98 28.33 29.75 31.23 32.80 34.43 36.16 0150 I Street Maint Crewleader 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83 0406 Street Maint Leadworker 172 30.71 32.24 33.85 35.55 37.32 39.19 41.15 0183 Survey Party Chief 198 39.77 41.76 43.85 46.04 1 48.34 50.76 53.30 0174 Survey Technician I 161 27.52 28.90 30.34 31.86 33.4S 35.13 36.88 0185 Survey Technicianll 169 29.80 31.29 32.86 34.50 36.23 38.04 39.94 0195 Telecommunications Specialist 198 39.77 41.76 43.85 46.04 48.34 150.76 53.30 0181 Traffic Engineering Technician 188 36.01 37.81 39.70 41.68 43.77 145.95 48.25 0389 Traffic Maint Service Worker 151 24.92 26.16 27.47 28.84 30.29 I 31.80 33.39 0410 Traffic Markings Leadworker 167 29.22 30.68 32.21 33.82 35.51 137.29 39.1S 0336 Traffic Signal Electrician 177 32.27 33.89 35.58 37.36 39.23 141.19 43.25 0140 Traffic Signal/Light Crewleader 188 36.01 37.81 39.70 41.68 43.77 45.95 48.25 0365 Tree Equipment Operator 159 26.98 28.33 29.75 31.23 32.80 34.43 36.16 0144 Trees Maintenance Crewleader 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83 0460 Trees Maintenance Leadworker 167 29.22 30.68 32.21 1 33.82 35.51 37.29 39.15 0631 UtilitiesTechnologyCoordinator 203 41.80 43.89 46.09 48.39 S0.81 53.35 56.02 0268 Volunteer Services Coordinator 157 26.45 27.77 29.16 30.62 32.15 33.76 35.44 038S Warehousekeeper 161 27.52 28.90 30.34 31.86 33.45 35.13 36.88 0362 Wastewater Equip Operator 159 26.98 1 28.33 29.75 31.23 32.80 34.43 36.16 04S4 Wastewater Maint Service Workr 151 24.92 26.16 27.47 28.84 30.29 31.80 33.39 0146 Wastewater Ops Crewleader 185 34.95 36.69 38.53 40.46 1 42.48 44.60 46.83 0404 Wastewater Ops Leadworker 167 29.22 30.68 32.21 33.82 35.51 37.29 39.1S 0387 Wastewater Pump Mechanic 157 26.45 27.77 29.16 30.62 32.15 33.76 35.44 0582 Water Conservation Coordinator 183 34.26 35.97 37.77 39.66 41.64 43.72 45.91 0151 Water Dist Maint Crewleader 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83 0379 Water Dist Maint Leadworker 175 31.64 I 33.22 34.88 I 36.62 38.4S 40.38 42.40 0147 Water Dist Meters Crewleader 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83 0377 Water Dist Meters Leadworker 167 29.22 30.68 32.21 33.82 35.51 137.29 39.15 0364 Water Equip Operator 167 29.22 30.68 32.21 33.82 3S.51 137.29 39.15 0397 Water Meter Reader 148 24.18 25.39 26.66 28.00 29.40 30.86 32.41 0356 Water Meter Repair Technician 159 26.98 28.33 29.75 31.23 32.80 34.43 36.16 HBMT MOU.0etober-1-2010-ksouoSeptember-3072020January 1.2022 through December 31.2024 1760 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT A -PAY SCHEDULE Job Pay lypeNo Job Description GFade A B C D E F G Range 0152 Water Operations Crewleader 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83 0371 Water Operations Leadworker 178 32.60 34.23 35.94 37.73 39.62 41.60 43.68 0156 Water Quality Coordinator 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83 0191 Water Quality Technician 172 30.71 32.24 33.85 35.55 37.32 39.19 41.15 0461 Water Service Worker 154 25.67 26.95 28.30 29.72 31.20 32.76 34.40 0368 Water Systems Technician I 1 154 1 25.67 1 26.95 1 28.30 1 29.72 31.20 32.76 34.40 0369 Water Systems Technician II 160 27.25 28.61 30.04 31.55 33.12 34.78 36.52 0370 Water Systems Technicianlll 170 30.10 31.61 33.19 34.85 36.59 38.42 40.34 0449 Water Utility Locator 172 30.71 32.24 33.85 35.55 17.32 39.19 41.15 HBMT MOU_QC40ber-1-2049 through September-30-2020January t. 2022 through December 31. 2024 1710 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT B — UNIFORM POLICY UNIFORM POLICY A. General The City shall furnish uniforms on an annual basis 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 Employees All employees listed in Exhibit B-1 shall wear a standard City adopted uniform. Each Department Head shall determine which employees must wear a uniform. The Uniform Listing by Category/Class shall be indicated in the document attached hereto and by this reference incorporated herein as Exhibit B-1. C. Personal Protective Equipment (PPE) All personal protective equipment as related to employee job duties and responsibilities shall be provided based upon Supervisor designated need. Examples of personal protective equipment include, but may not be limited to the following: hardhats, foul weather gear, steel-toed rubber boots, steel-toed caps, wood heat resistant soles, special hazard gloves, safety glasses, face shields, ear protectors and arm and shin guards. R-1 safety vests shall be furnished to all employees having occasion to work within travel ways. D. Safety Shoes 1. Safety toe shoes or boots as each assignment dictates. a. Two pair per year. b. Damaged shoes shall be turned into operating Supervisor who shall authorize replacement or repair. 2. The maximum amount to be reimbursed for a pair of safety shoes will not exceed two hundred and twenty-five dollars (S225.00) per pair every six months or sooner, if necessary. 3. Shoes or boots shall be purchased through designated standard outlets. E. Employee Responsibilities 1. Wear a clean and complete uniform as required. 2. Uniform appearance shall include: 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 (i.e., shirt buttoned, shirttail tucked in, etc). 3. Wash and provide minimum repair (i.e., buttons, small tears, etc). HBMT MOU_October-4r20401hroogh Sep;ember-W0 2020January 1.2022 through December 31, 2024 45 1711 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT B — UNIFORM POLICY 4. Wear the uniform only when on duty or performing work. 5. Notify the Supervisor of the need to replace due to disrepair or severe staining producing an undesirable appearance. 6. Turn in all uniform components, including patches upon teFTalaatieaseparation. 7. Turn in all personal protective equipment upon teFMiR atia;separation. 8. Wear all personal protective equipment prescribed by the City Safety Officer and Supervisor of the division. F. City Responsibilities 1. Furnish funding for the agreed uniform allowances on an annual basis, including funding for any initial alterations necessary. 2. Report to the California Public Employees Retirement System (CalPERS) the cost of uniforms provided as set forth in Uniform Listing by Category/Class, Exhibit B-1, for each class 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 and maintain one or more retail clothing outlets for the various allotments. City reserves the right to name vendor. 4. Maintain records of purchases. G. Department Head or Designee Responsibilities 1. Ensure employee compliance with the Uniform Policy. 2. Approve replacement of deteriorated uniform component(s) and personal protective equipment as required and to maintain a listing for each eligible employee, by name and class, of all uniform component(s) and personal protective equipment purchased. 3. Confirm receipt of uniforms, patches and personal protective equipment from an employee upon termlaatieaseparation. A TerFR RatienSeparation Checklist Form is to be completed, signed by the employee, and submitted to the Human Resources Office. 4. Report to the Human Rps s n .ecteFAdministrative Services Director any changes to the Uniform Listing by Category/Class (Exhibit B-1). The City reserves the right to add, delete, change or modify the Uniform Listing as required. HBMT MOU_October-1-2019 throughSeptember- 720243January 1. 2022 through December 31 2024 46 1712 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT B — UNIFORM POLICY Exhibit B-1 Category of Uniform Category of Uniform Group 1: 5 Shirts. T-Shirts and Pants, Patches, 1 Jacket PW/C&LS Field Issue), Group 2: 1 Blue Suit, 2 Pants/ Polo Shirts, 1 Sweater, 1 Pair Shoes Fire Group 3: 2 Blue Shirts, 3 Pants/Skirts, 1 choice JackeUSweater/Sweatshirt PD Group 4: 2 Polo Shirts, 2 Pants or 2 Shorts, 1 Hat C&LS 5 Polo Shirts, 1 Jacket, 1 Windbreaker (not annually), 1 Hat (Inspection), Shoes PPE/Safety for Group 5: Inspectors only not CaIPERS reportable) Group 6: 2 T-Shirts CS Group 8: 4 Battle Dress Uniform, 4 Polo Shirts, 1 Jacket, 1 Rain suit PD Group 9: 4 Blue Pants, 2 Shorts. 4 Polos or Blue Shirts,l Jacket, 1 Rain suit PD Group 10: 5 Shirts, 5 Pants, 1 Jacket. 1 Brush Jacket Shoes PPE/Safety not PERS reportable Group 11: 3 Shirts, 3 Pants, Boots PPE/Safety not PIERS reportable Group 12: 5 Polo Shirts, 3 Pants, 1 Sweatshirt or Windbreaker AIS Uniform Listing by Category/Class* Department Job Class Category Notes Type of Uniform Comm & Lib Svcs 0358 Beach Equip Operator 1 Comm & Lib Svcs 0149 Beach Maint Crewleader 1 Comm & Lib Svcs 0452 Beach Maint Service Worker 1 Daily wear not required. Used for Comm & Lib Svcs 0258 Community Services Recreation 6 special events and/or sports Supervisor leagues. Frequency of use varies - seasonal from weekly to monthly Daily wear not required. Special Community Services/Recreation events and/or sports leagues use Comm & Lib Svcs 0269 Specialist 6 only. Frequency varies from weekly to monthly according to season. Comm & Lib Svcs 0448 Marine Equipment Mechanic 1 Comm & Lib Svcs 0177 Parking Meter Repair Tech 1 Comm & Lib Svcs 0395 Parking Meter Repair Worker 1 Comm & Lib Srvc 0570 Parking/Camping Assistant 4 Comm & Lib Svcs 0459 Parking/Camping Crewleader 4 Comm & Lib Svcs 0401 Parking/Camping Leadworker 4 HBMT MOU=October-1-2Dt9-through-September-30,-2D20January 1,2022 throuoh December 31. 2024 47 1713 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT B - UNIFORM POLICY Department Job Class Category Notes Type of Uniform Comm & Lib Svcs 0363 Senior Marine Equip Mechanic 1 Comm & Lib Svcs 0265 Senior Services Assistant 6 Bus Driver only Finance Public Works 0398 Field Services Representative 1 Fire 0232 Emergency Medical Svcs Coord 2 Fire 0198 Emergency Services Coordinator 2 Daily wear not required Fire 0260 Fire Safety Program Specialist 2 Fire 0173 Fire Training Maintenance Tech 11 Fire 0190 Haz Mat Program Specialist 10 Fire 0613 Fire Prevention Inspector 1 10 Fire 0612 Fire Prevention Inspector II 10 Information — Administrative 0492 Info Technology Technician IV 12 Daily wear not required Services Community 0210 Building Inspector 1 I 5 Development Community Development 0211 Building Inspector II 5 Community 0208 I Building Inspector III 5 Development Community 0186 Code Enforcement Officer 1 5 Development Community Development 0182 Code Enforcement Officer II 5 Community Development 0511 Code Enforcement Tech 5 Community Development 0434 Senior Code Enforcement Officer 5 Police 0263 Community Relations Specialist 3 Daily wear not required Police 0471 Community Services Officer 9 Police 0255 Crime Scene Investigator 8 Police 0337 Helicopter Maintenance Tech 1 Police 0455 Parking/Traffic Control Coordinator 9 Police 0262 Parking/Traffic Control Officer 9 Police 0577 Parking/Traffic Control Supv 9 Police 0307 Police Records Specialist 3 In Records Division only Police 0283 Police Records Supervisor 3 Police 028208 Police Records Technician 3 Police 03 Police Services Specialist 3 Iln Records Division only Police 0215 Police Systems Coordinator 3 Police 0259 Property and Evidence Officer 9 Police 0261 TProperty and Evidence Supervisor 9 Police 0334 1 Senior Helicopter Maint Tech 1 Public Works 0172 Construction Inspector 1 5 Public Works 0463 Construction Inspector 11 5 Public Works 0192 Cross Connection Control Spec 5 Public Works 0339 Electrician 1 Public Works 0445 Environmental Specialist 5 HBMT MOU,OetobeF-1-2019 through September30-2020January 1,2022 through December 31, 2024 48 1714 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT B - UNIFORM POLICY Department Type Class of tegory Notes Public Works 0382 Equip Services Crewleader 1 Public Works 0142 Equip/Auto Maint Crewleader 1 Public Works 0472 Equip/Auto Maint Leadworker 1 Public Works 0383 Equipment Support Assistant 1 Public Works 0407 Facilities Maint Leadworker 1 Public Works 0391 Facilities Maintenance Tech 1 Public Works 0155 Irrigation Crewleader 1 Public Works 0359 Landscape Equip Operator 1 Public Works 0145 Landscape Maint Crewleader 1 Public Works 0402 Landscape Maint Leadworker 1 Public Works 0392 Maintenance Service Worker 1 Public Works 0394 Maintenance Worker 1 Public Works 0384 Mechanic 1 1 Public Works 0348 Mechanic II 1 Public Works 0347 Mechanic III 1 Public Works 0378 Painter Leadworker 1 Public Works 0153 Park Maintenance Crewleader 1 Public Works 0367 Pest Control Specialist 1 Public Works 0342 Plumber 1 Public Works 0515 SCADA Coordinator 5 Public Works 0346 SCADA Technician 1 Public Works 0171 Senior Construction Inspector 5 Public Works 0343 Senior Facilities Maint Tech 1 Public Works 0350 Senior Vehicle Body Technician 1 Public Works 0349 Senior Wastewater Pump Mechanic 1 Public Works 0396 Senior Water Meter Reader 1 Public Works 0338 Signs Leadworker 1 Public Works 0148 Signs/Markings Crewleader 1 Public Works 0354 Signs/Markings Equip Operator 1 Public Works 0361 Street Equip Operator 1 Public Works 0150 Street Maint Crewleader 1 Public Works 0406 Street Maint Leadworker 1 Public Works 0183 Survey Party Chief 5 Public Works 0174 Survey Technician 5 Public Works 0185 Survey Technician 11 5 Public Works 0389 Traffic Maint Service Worker 1 Public Works 0410 Traffic Markings Leadworker 1 Public Works 0336 Traffic Signals Electrician 1 Public Works 0140 Traffic Signal/Light Crewleader 1 Public Works 0365 Tree Equipment Operator 1 Public Works 0460 Trees Maint Leadworker 1 Public Works 0144 Trees Maintenance Crewleader 1 Public Works 0385 Warehousekeeper 1 Public Works 0362 Wastewater Equipment Operator 1 Public Works 0454 Wastewater Maint Service Worker 1 Public Works 0146 Wastewater Ops Crewleader 5 HBMT MOU_OGtobw-l-2 19-thr©ughSeWembe-30-2020January 1.2022 through December 31.2024 49 1715 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT B - UNIFORM POLICY Department Type Class of UnCaterfo m Notes Public Works 0404 Wastewater Ops Leadworker 1 Public Works 0387 Wastewater Pump Mechanic 1 Public Works 0151 Water Dist Maint Crewleader 1 Public Works 0379 Water Dist Maint Leadworker 1 Public Works 0141 Water Dist Meters Crewleader 5 Public Works 0377 Water Dist Meters Leadworker 1 Public Works 0364 Water Equipment Operator 1 Public Works 0397 Water Meter Reader 1 Public Works 0356 Water Meter Repair Technician 1 Public Works 0152 Water Operations Crewleader 1 Public Works 0371 Water Operations Leadworker 1 Public Works 0461 Water Service Worker 1 Public Works 0368 Water Systems Technician 1 1 Public Works 0369 Water Systems Technician II 1 Public Works 0370 Water Systems Technician III 1 Public Works 0449 Water Utility Locator 1 'Note: unless otherwise indicated, uniforms are required for daily wear. HBMT MOU_October-1-2419-through-Saoember-30-2020January 1. 2022 through December 31 2024 50 1716 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT C — VEHICLE USE POLICY VEHICLE USE POLICY Section 1 - Purpose The purpose of these regulations is to establish and implement City policies and procedures relative to the assignment, utilization and control of City-owned vehicles as transportation for employees who engage in official City business, to establish reimbursement procedures for privately-owned vehicles used for City business, and to clarify the City's responsibility for damage and/or liability for private vehicles used on official City business. Section 2 - Scope These regulations cover the use of City and private vehicles for conducting official City business and shall be applicable to all City departments and employees. Section 3 - Policy When necessary during the course of an employee's official duties, transportation or reimbursement therefore shall be provided by the City. In the event no City vehicle is available, the employee may use the personal vehicle with their approval of the Department Head. Employees authorized to drive either their own or a City-owned vehicle on official business must possess a valid California Driver License for the class of vehicle they will be operating. The transportation method authorized will be determined in terms of the best interests of the City. The general program set forth in this regulation will be implemented by the City Manager Office upon approval of the City Council and administered by the Department Heads in accordance with the policies herein established. It is the responsibility of each Department Head to enforce the provisions of this regulation as it relates to employees of h s<heFtheir department. City-owned vehicles shall only be used for official City business. City-owned vehicles shall not be driven to and kept at the employee's home or any location other than the regular work location or Corporation Yard, except as provided by this regulation. Section 4 —Vehicle Use Criteria I. Assigned Vehicles: A. Assigned City vehicles may be taken home by employees whose residence is within ten (10) miles of City Hall for the uses as described below: 1. Executive use includes the City Manager, Assistant City Manager and Department Heads. 2. Emergency Response Units: a. Employees who are required to respond more than once per week on an average without delay in order to protect the public health, safety and property. b. Employees who are required to carry special emergency equipment in their vehicles, which must be utilized on a regular and frequent basis. (A radio in and of itself does not constitute special emergency equipment.) 3. Continuous use outside of regular working hours -- Employees who are called back on an unscheduled basis to perform official city business outside of regular working hours more than once per week on an average and who meet one of the following criteria: a. Mileage driven on official City business exceeds an average of five hundred (500) miles per month, or HBMT MOU_OGober-1-2D19 through&Vembw-3Gr2020January 1.2022 through December 31, 2024 t 7{yl HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT C — VEHICLE USE POLICY b. Who regularly and frequently supervises subordinates or conducts inspections in the field, or c. Whose duties require the employee to be away from his/hertheir base workstation greater than fifty percent (50%) of N04e4,their working time, on an average. B. City vehicles, which shall not be taken home, may be assigned based on meeting one of the following criteria: 1. Monthly mileage driven exceeds an average of five hundred (500) miles per month and the vehicle is used for the purpose of supervision or inspection in the field, or 2. Duties require the employee to be away from his/hertheir workstation, greater than fifty percent (50%) of N04ertheir working time, on an average. It. Reimbursement of Use of Personal Vehicle: A. Executive Use — The City Manager, Assistant City Manager and Department Heads may, at their option, receive the automobile allowance as established by Resolution. B. Mileage Reimbursement -- Employees, upon authorization of their Department Head, may use their own vehicles on official City business and shall be reimbursed at current Internal Revenue Service (IRS) regulations while driving on official City business. 1. Employees shall submit monthly claims for reimbursement to their Department Head 2. Employees shall not be reimbursed for commuting to and from work, except that employees who are required to attend scheduled meetings outside of normal working hours may be reimbursed for mileage required. Section 5 — Insurance Requirements All privately-owned vehicles authorized to be used on official City business shall be insured by the individual employee in the minimum amount of fifty thousand dollars ($50,000.00) public liability for any one person and one hundred thousand dollars (5100,000.00) public liability for all persons, any one accident. They must also be insured for twenty thousand dollars ($25,000.00) property damage and fifteen thousand dollars ($15,000.00) for any one uninsured motorist and thirty thousand dollars ($30,000.00) for all uninsured motorists any one accident. Employee private vehicle information shall be reviewed and updated annually by the respective departments. The record maintained should contain the following current information. • Name of Employee • Operator's License • Insurance Company • Driver's License Expiration Date • Insurance Policy Number • Insurance Expiration Date • Amount of Coverage It shall be the Department Head's responsibility to insure that no privately owned vehicle is operated on City business without insurance coverage and a valid operator's license as required by this regulation. HBMT Mou_ September-30-2020January 1. 2022 through December 31,2024 17f? HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT C — VEHICLE USE POLICY Clarification on City Liability on Use of Private Vehicle: In the event of damage to private vehicles, while on City business where a third party is negligent, the employee should collect damages (including insurance deductibles) from the third party. Where the employee is negligent, the City cannot be held liable for damages to the automobile, but the City can be held responsible for liability to third parties. The City shall be responsible to such employee for the first one hundred dollars ($100.00) of comprehensive and/or collision damages suffered by such employee to the extent that such employee's personal automobile insurance policy does not cover such first one hundred dollars ($100.00) damage. The employee's insurance policy is considered as the primary coverage, and the City liability begins after the limitations of the employee's coverage is exhausted. In the event a City employee's personal vehicle is damaged due to accident/collision while being used for official City business and the employee is deprived the use thereof, the City shall furnish such employee with a vehicle during such time as is reasonably required to repair said employee's vehicle. HBMT MOU_October-1-2019-throughSepternber-30-2020January 1,2022 through December 31, 2024 1715� HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT D — RETIREE MEDICAL SUBSIDY PLAN PROVISIONS OF THE RETIREE MEDICAL SUBSIDY 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. On the date of retirement the 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 sixty five (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's obligation to pay monthly premiums may be adjusted downward or eliminated. Benefit coverage at age sixty five (65) under the City's medical plans shall be governed by applicable plan document. 2. In the event the federal government or state government mandates an employer- funded health plan or program for retirees, or mandates that the City make contributions toward a health plan (either private or public) for retirees, the City's contribution rate as set forth in this plan shall first be applied to the mandatory plan. If there is any excess, that excess may be applied toward the City medical plan as supplemental coverage provided the retired employee pays the balance necessary for such coverage, if any. 3. 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 hi,.;Ihp heir death, or would be eligible to receive if heFs#ethey 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 D. 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 service with the City of Huntington Beach. Said service must be continuous for ten (10) years unless prior service is reinstated at the time of hisIhertheir rehire in accordance with the City's Personnel Rules. HBMT MOU:Oc4ober-t-2018 through-September-30-2020January 7 2022 through December 31 2024 54 1720 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT D — RETIREE MEDICAL SUBSIDY PLAN E. Disability Retirees - Industrial disability retirees with less than ten (10) continuous years of service shall receive a maximum monthly payment toward the premium for health insurance of one hundred twenty one dollars ($121.00). Payments shall be in accordance with the stipulations and conditions that exist for all retirees. Payment shall not exceed the dollar amount that is equal to the full cost of premium for employee only. F. Marital Status — Married unit retirees eligible for benefits under the Retiree Medical Subsidy Plan may each receive the benefit earned pursuant to Section G — Maximum Monthly Subsidy Payments, whether enrolled individually as the plan enrollee or whether enrolled as a dependent on any City-sponsored medical plan. a. In the case where a retired unit member is married to a City employee (active or retired) outside of this bargaining unit, this provision shall remain applicable. b. This provision shall apply to State of California registered domestic partners the same as married spouses. c. Upon City Council approval of this agreement, this provision shall become effective the first day of the month following HBMT open enrollment for Medical plans. G. Maximum Monthly Subsidy Payments - All retirees, including those retired as a result of disability whose number of continuous years of service on the date of retirement exceeds ten (10), shall be entitled to a maximum monthly payment of premiums by the City for each year of completed City service as follows: Maximum Monthly Payment For Retirements After: Years of Service Subsidy 10 $ 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 HBMT MOU_October-1-20,O though Se0ember-30-2020January 1. 2022 through December 31, 2024 55 1721 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT D — RETIREE MEDICAL SUBSIDY PLAN Note: The above 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. H. 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 hisNhertheir 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. 3. When a retiree at age sixty-five (65) is eligible for paid Part A of Medicare and hia/hertheir 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 hisNaertheir spouse who is also age sixty-five (65) is eligible for paid Part A of Medicare, the subsidy shall be for the retiree's Part A only. I. 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 Medical Subsidy 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 COBRA continuation benefits effective as of the retiree's sixty-fifth (65th) birthday- b. Dependent coverage will be eliminated upon whichever of the following occasions comes first: i. After thirty six (36) months of COBRA continuation coverage, or ii. When the covered dependent reaches age sixty-five (65) and 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 Medical Subsidy Plan will be eliminated. HBMT MOU_October-1-20 9-through-September-30,_2020January 1.2022 through December 31, 2024 56 1722 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT D — RETIREE MEDICAL SUBSIDY PLAN d. Retiree Medical Subsidy Plan and COBRA participants shall be notified of non- payment of premium by means of a certified letter from Human Resources in accordance with the provisions of this Memorandum of Understanding. e. 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. HBMT MOU_Oetober-1-2418-ltvougt}September-30-2020January 1.2022 through December 31, 2024 57 1723 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT E 9/80 WORK SCHEDULE 9180 WORK SCHEDULE This work schedule is known as the "9/80." The 9/80 work schedule is designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). 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 (2) week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours, with a scheduled unpaid lunch break during each work shift, totaling forty (40) hours in each FLSA workweek. 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. The FLSA workweek for each employee on a 9/80 schedule shall begin and end four (4) hours into that employee's regularly scheduled shift on the day of the week that the employee alternatively works an eight (8) hour shift and takes off. For example, employees on a 9/80 schedule who are assigned to the Civic Center shall have an FLSA workweek that starts and ends four(4) hours into the employee's regularly scheduled shift each Friday, as these employees may only have 9/80 schedules that provide for alternating Fridays off with working eight (8) hour days on Fridays. Employees may only take their lunch break on their eight (8) hour day after first having worked four (4) hours in that shift, unless the employee receives prior approval of their Supervisor, as overtime may occur in such situations. B. Two (2) 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 workdays totaling (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours equal forty (40) work hours in each workweek (e.g. the Friday is split into four (4) hours for the A.M. shift, which is charged to workweek one and four (4) hours for the P.M. shift, which is charged to workweek two). C. A/B Schedules —To continue to provide service to the public every Friday, employees on a 9/80 schedule assigned to the Civic Center, 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 I PM I AM PM AM PM F F S S M T W Th F F S S M T W Th F F Schedule 4 1 4 9 9 9 1 9 - - 9 9 9 9 4 4 B Schedule 9 9 9 9 4 4 9 9 9 9 - D. Schedule Changes — FLSA non-exempt employees cannot change their assigned schedules, without prior approval of their Supervisor, Department Head, and the HuFn@a HBMT MOU_October-1-2019 through S,&0ember_V-, 202DJanuary 1. 2022 through December 31 2024 58 1724 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT E 9180 WORK SCHEDULE Reseurses-BiresterAdministrative Services Director or designee. The purpose of this authorization is to review the impact on overtime. FLSA exempt employees may change their schedules at the beginning of any pay period with Supervisor and Department Head approval. E. 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. Overtime Defined FLSA Non-Exempt Employees - All non-exempt employees under the 9/80 work schedule shall earn overtime for all hours worked after the first forty (40) hours in their designated FLSA workweek as required under FLSA. Employees are required to obtain Supervisor authorization prior to working any overtime. 1. Overtime Compensation -As stated in Article IX.B. 2. Compensatory Time - As stated in Article IX.B. 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 Article XII.A.1. 2. Sick Leave -As stated in Article XI I.A.3. 3. Bereavement Leave - As stated in Article XII.A.4. 4. Holidays a. If a holiday falls on an FLSA non-exempt employee's flex day off, the employee must then take the work shift before or after the holiday off with their Supervisor and Department Head approval. If the employee cannot take the work shift before or after the holiday off, the employee will be credited General Leave with the number of hours of the employee's regularly scheduled work shift. b. If a holiday falls on an FLSA exempt employee's flex day off, the employee must then take the work shift before or after the holiday off with Supervisor and Department Head approval. FLSA exempt employees shall not be granted any Administrative/General Leave or any added compensation for not taking a work shift off on a scheduled holiday. 5. Jury Duty - The provisions of the Personnel Rules shall continue to apply, however, if an FLSA exempt employee is called to serve on jury duty during a the employee's flex day off, Saturday or Sunday or on a City holiday, then the jury duty shall be considered the same as having occurred during the employee's day off from work; therefore, the employee will receive no added compensation. HBMT MOU_OVObet-1-20194i oughSeptembe-30-2020January 1. 2022 through December 31 2024 59 1725 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT F 4/10 WORK SCHEDULE 4/10 WORK SCHEDULE This work schedule is known as the "4/10" work schedule. The 4/10 work schedule is designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). 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 four (4) days for forty (40) hours in an FLSA workweek by working four(4)days at ten (10) hours per day, plus a minimum of thirty(30) minutes unpaid lunch during each work shift. The FLSA workweek shall be defined as Saturday 12:00:00 A.M. to Friday 11:59:59 P.M. 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. Overtime Defined FLSA Non-Exempt Employees — All non-exempt employees under the 4/10 work schedule shall earn overtime for all hours worked after the first forty (40) hours in an FLSA workweek as required under FLSA. Employees are required to obtain Supervisor authorization prior to working any overtime. 1. Overtime Compensation — As stated in Article IX.B. 2. Compensatory Time —As stated in— Article IX.B. 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 employee's leave balance. All leaves shall continue under the current accrual, eligibility, request and approval requirements. 1. General Leave —As stated in —Article XII.A.1. 2. Sick Leave —As stated in- Article XII.A.3. 3. Bereavement Leave —As stated in— Article XII.A.4. 4. Holidays a. If a holiday falls on an FLSA non-exempt employee's regularly scheduled day Friday off, the employee must then take the work shift before or after the holiday off, with Supervisor and Department Head approval. If the employee cannot take the work shift before or after the holiday off, the employee will be credited with General Leave the number of hours of the employee's regularly scheduled work shift. HBMT MOU_October-1-2019#wough Septembw-30,-20240lanuary 1. 2022 through December 31.2024 60 1726 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT F 4/10 WORK SCHEDULE b. If a holiday falls on an FLSA exempt employee's regularly scheduled day €ridgy off, the employee must then take the work shift before or after the holiday off, with Supervisor and Department Head approval. FLSA exempt employees shall not be granted any Administrative/General Leave or any added compensation for not taking a work shift off on a scheduled holiday. 5. Jury Duty - The provisions of the Personnel Rules shall continue to apply, however, if an FLSA exempt 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 employee's day off from work; therefore, the employee will receive no added compensation. HBMT MOU_Ootober-1-2019 through September-30-2020January 1. 2022 through December 31, 2024 61 1727 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT G — AGENCY SHOP AGREEMENT AGENCY SHOP AGREEMENT Legislative Authority The City of Huntington Beach (City) and the Huntington Beach Municipal Employees Association (Association) mutually understand and agree that in accordance with State of California law, per adoption of SB 739 (Government Code Section 3502.5), and SB 866 (Government Code Section(s) 3550, 3551, 3552, 3553, 3555.5 and 3556) the Association will be covered by an Agency Shop. As a result of this Agency Shop Agreement between the City and the Association, this Agency Shop Agreement hereby requires that all bargaining unit employees represented by the Association: 1. Make the voluntary election to join the Association and pay Association Dues 2. Or opt-out of Association membership The following Agency Shop Agreement will be implemented in conformity with California Government Code Section 3502.5 and applicable law (SB 866) and will be incorporated into any successor Memorandum of Understanding entered into between City and Association, unless rescinded pursuant to the terms of this Agreement. Association Dues The City shall deduct Association Dues, from all employees who have signed a written authorization, and a copy of that authorization has been provided to the Human Resoume-s DiresterAdministrative Services Director. The authorization shall indicate the Association Dues, to be deducted. Employees who do not sign the written authorization, shall be deemed to opt-out of Association membership. Employees on leave without pay or employees who earn a salary less than the Association deduction shall not have Association Dues deducted for that pay period. The Association shall notify the Haman Reseitrses-BffestorAdministrative Services Director of the amount of the Association Dues to be deducted from the unit members' paychecks. New Hire Notification All new hires in the bargaining unit shall be informed by the Human ResGuFG866 BirecterAdministrative Services Director or designee, at the time of hire, that an Agency Shop Agreement is in effect for their classification, by providing a copy of this Agreement, the Memorandum of Understanding and a form, mutually developed between the City and the Association that outlines the employee's choices under the Agency Shop Agreement. The employee shall be provided thirty (30) calendar days from the date of hire to elect their choice and provide a signed copy of that choice to the Human Resnumes DiFeGtGFAdministrative Services Director. Deductions under this Agency Shop Agreement for new hires will start with the first full payroll period beginning thirty (30) days after the new hire submits Nslhertheir selection to the Human Resnumes Administrative Services Director. The Association may request to meet with new hires at a time and place mutually agreed upon between the City and the Association. Records The Association shall keep an adequate itemized record of its financial transactions and shall make a written financial report thereof, in the form of a balance sheet certified as to accuracy by its president and treasurer or corresponding principal officer, or by a certified public accountant, available annually, to the City within 60 days following the end of its fiscal year. HSMT MOU_OgtOber-,-2010 through.September-30-2020January 1, 2022 through December 31, 2024 62 1728 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT G — AGENCY SHOP AGREEMENT All forms submitted by an employee to the City, or by the Association on behalf of an employee, shall be retained by the City in the employee's personnel file. The Human Rpsmumps DiFeGtG Administrative Services Director or designee shall provide the Association a list of all unit members with dues paying status with each Association Dues check remitted to the Association. This list and the Association Dues shall be submitted by the City to the Association within three weeks of each pay period. Rescission Of Agreement The Agency Shop Agreement may be rescinded at any time during the period of time that the Association remains the exclusive bargaining agent for the unit employees by a majority vote of all the employees in the bargaining unit. A request for such vote must be supported by a petition containing the signatures of at least thirty percent (30%)of the employees in the unit. The election shall be by secret ballot and conducted by California State Mediation and Conciliation and in accordance with state law. INDEMNIFICATION The Association shall indemnify, defend and hold the City harmless from and against all claims and liabilities as a result of implementing and maintaining this Agency Shop Agreement. The City and the Association recognize the right of the employees to form, join and participate in lawful activities of employee organizations and the equal alternative right of employees to refuse to join or participate in employee organization activities. During the life of this Agreement all unit members who choose to become members of the Association shall be required to maintain their membership in the Association in good standing, subject however, to the right to resign from membership no sooner than April 15 or later than May 15, of any year this Agreement remains in effect. Any unit member may exercise the right to resign by submitting a written notice to the Association and to the City during the resignation period on the Deduction Authorization/Change in Status form. The change in deductions from the employee's payroll will be effective with the first full pay period beginning thirty (30) days or more after the u MRR' o c; n PpGterAdministrative Services Director receives the employee's written notice. The City and the Association agree that neither shall discriminate nor retaliate against any employee for the employee's participation or non-participation in any Association activity. Payroll Deduction The City will deduct from each paycheck of unit employees, and remit to the Association, the normal and regular Association Dues, in the timelines described as voluntarily authorized in writing by the employee, subject to the following conditions: 1. Such deductions shall be made only upon submission of a Deduction Authorization/Change in Status form to the✓ -ResourGes-BiresterAdministrative Services Director. Said form shall be duly completed and signed by the employee. If no form is completed by the employee, the employee shall be considered to have elected to opt-out. HBMT MOU_October-1-2019-through September-30-2020January 1. 2022 through December 31, 2024 63 1729 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT G — AGENCY SHOP AGREEMENT 2. The City shall not be obligated to put into effect any new, changed or discontinued deduction until the first full pay period commencing thirty (30) days or longer after such submission. Every effort will be made by the City to remit dues to the Association within three (3)weeks of receipt. The Association agrees to indemnify and hold the City harmless against any and all suits, claims, demands and liabilities that may arise out of, or by reason of, any action that shall be taken by the City for the purpose of complying with this Section. HBMT MOU_October-1-2018 throug#-%Wernbe 30. 2020January 1.2022 through December 31, 2024 64 1730 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT H — CATASTROPHIC LEAVE DONATION PROGRAM Guidelines 1. Purpose The purpose of the voluntary catastrophic leave donation program is to bridge employees who have been approved leave time to either; return to work, long-term disability, or medical retirement. Permanent employees who accrue vacation, general leave or compensatory time may donate such leave to another permanent employee when a catastrophic illness or injury befalls that employee or because the employee is needed to care for a seriously ill family member. The leave-sharing Leave Donation Program is Citywide across all departments and is intended to provide an additional benefit. Nothing in this program is intended to change current policy and practice for use and/or accrual of vacation, general, or sick leave. 2. Definitions Catastrophic Illness or Injury - A serious debilitating illness or injury, which incapacitates the employee or an employee's family member. Family Member - For the purposes of this policy, the definition of family member is that defined in the Family Medical Leave Act (child, parent, spouse or domestic partner). 3. Eligible Leave Accrued compensatory time off, vacation or general leave hours may be donated. The minimum donation an employee may make is two (2) hours and the maximum is forty (40) hours. 4. Eligibility Permanent employees who accrue vacation or general leave may donate such hours to eligible recipients. Compensatory time off accrued may also be donated. An eligible recipient is an employee who: • Accrues vacation or general leave; • Is not receiving disability benefits or Workers' Compensation payments; and • Requests donated leave. 5. Transfer of Leave The maximum donation credited to a recipient's leave account shall be the amount necessary to ensure continuation of the employee's regular salary during the employee's period of approved catastrophic leave. Donations will be voluntary, confidential and irrevocable. Hours donated will be converted into a dollar amount based on the hourly wage of the donor. The dollar amount will then be converted into accrued hours based on the recipient's hourly wage. An employee needing leave will complete a Leave Donation Request Form and submit it to the Department Director for approval. The Department Director will forward the form to Human Resources for processing. Human Resources, working with the department, will send out the request for leave donations. HBMT MOU:QG10ber-1-2019-8soagh September-3072020January 1.2022 through December 31 2024 65 1731 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT H — CATASTROPHIC LEAVE DONATION PROGRAM Employees wanting to make donations will submit a Leave Donation Form to the Finance Department (payroll). All donation forms submitted to payroll will be date stamped and used in order received for each bi-weekly pay period. Multiple donations will be rotated in order to insure even use of time from donors. Any donation form submitted that is not needed will be returned to the donor. HBMT MOU=October-i-201&ahrough&Wember-30-2020January 1, 2022 1hrouch December 31, 2024 66 1732 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT H — CATASTROPHIC LEAVE DONATION PROGRAM Voluntary Catastrophic Leave Donation Program Leave Request Form Requestor, Please Complete According to the provisions of the Voluntary Catastrophic Leave Donation Program, I hereby request donated Vacation, Administrative Leave, General Leave or 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. Name: (Please Print or Type: Last, First, MI) (Work Phone: (Department: (Job Title: iEmployee ID#: Requestor Signature: Date: iDepartment Director Signature: Date: Human Resources BepaFtmentDivision-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 Administrative Services Director , Date signed: Signature: Please return this form to the Human Resources Office for processing HBMT MOU:OGob r-:-2019 through SeWt ber-3072020January 1. 2022 through December 31. 2024 67 1733 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT H — 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: Numb=Hours urs I wish to Donate: ❑ Vacation f 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 Leave or General Leave hours to the Catastrophic Leave Donation Program for: Eligible recipient employee's name (Last, First, MI): iDonor Signature: (Date: Please submit to Payroll in the Finance Department. HBMT MOU_October-1-204&Through-September-30. 2020January 1. 2022 through December 31, 2024 68 1734 HUNTINGTON BEACH MUNICIPAL TEAMSTERS EXHIBIT I — HEALTH AND OTHER INSURANCE BENEFITS TEAMSTERS MISCELLANEOUS SECURITY TRUST FUND • The Teamsters Miscellaneous Security Trust Fund contracts with the City of Huntington Beach to provide medical benefit plan options. • Coverage for HBMT employees shall begin the first of the month following employment. The City of Huntington Beach shall remit one (1) payment of three (3) months of medical premiums for new enrollees. HBMT MOU_Oc4ober-1-20i0-throughSeptember.30o2020January 1. 2022 through December 31, 2024 69 1735