HomeMy WebLinkAboutHuntington Beach Firefighters' Association (HBFA) - 2021-07-01 (14) h-Pp1O✓ED 6 -0-1
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File #: 22-956 MEETING DATE: 11/15/2022
REQUEST FOR CITY COUNCIL ACTION
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Al Zelinka, City Manager
VIA: Brittany Mello, Administrative Services Director
PREPARED BY: Brittany Mello, Administrative Services Director
Dahle Bulosan, Chief Financial Officer
Subiect:
Approve the Classification and Compensation Study Implementation Plan by adopting
Resolutions No. 2022-70, 2022-71, 2022-72, 2022-73, and 2022-74 related to Side Letters of
Agreement with the Huntington Beach Municipal Teamsters (HBMT), Management Employees'
Organization (MEO), Marine Safety Management Association (MSMA), Surf City Lifeguard
Employees' Association (SCLEA), and Fire Management Association (FMA); and by adopting
Resolution No. 2022-76 modifying salary and benefits for appointed Non-Associated (NA)
employees; and approve Amendment No. 1 to the Employment Agreement between the City of
Huntington Beach and Scott Haberle; and adopt Resolution 2022-75 related to a Side Letter of
Agreement with h Huntington Beach Firefighters' Association (HBFA) regarding the Retiree
Medical Trust
Statement of Issue:
The City has completed a large-scale Classification and Compensation Study that reviewed the City's
job classifications to ensure that positions are still meeting the operational needs of the organization;
that job families are logical and provide clear promotional ladders; and that the number of stand-
alone classifications are reduced. Additionally, a compensation study was conducted to review how
the City's compensation plan compared to other agencies in our employment market. The proposed
implementation plan would simplify and modernize the City's job classifications, improve internal
alignment, and bring jobs found to be behind in compensation up to the employment market average.
These efforts will improve employee recruitment and retention in support of the City's mission as a
service organization.
Financial Impact:
The total cost of the proposed side letters of agreement with HBMT, MEO, FMA, and NA is
$1,347,113, which is a sum that will be spread across multiple fiscal years as employees earn their
annual merit-based salary adjustment. The side letters of agreement with MSMA and SCLEA have
no associated costs, as they contain only classification modifications. Finally, the side letter of
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File #: 22-956 MEETING DATE: 11/15/2022
agreement with HBFA also has no associated costs related to updating the Retiree Medical Trust
(RMT) leave bank contributions when an employee separates from the City; FMA is also updating
their RMT contributions at no cost to the City.
Recommended Action:
* A) Adopt Resolution No. 2022-70, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City and
the Huntington Beach Municipal Teamsters (HBMT) by Adopting the Side Letter of
Agreement" (Attachment 1); and
* B) Adopt Resolution No. 2022-71, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City and
the Huntington Beach Management Employees' Organization (MEO) by Adopting the Side Letter of
Agreement" (Attachment 2); and
* C) Adopt Resolution No. 2022-72, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City and
the Huntington Beach Marine Safety Management Association (MSMA) by Adopting the Side Letter
of Agreement" (Attachment 3); and
• D) Adopt Resolution No. 222-73, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City and
the Surf City Lifeguard Employees' Association (SCLEA) by Adopting the Side Letter of
Agreement" (Attachment 4); and
E) Adopt Resolution No. 2022-74, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City and
the Huntington Beach Fire Management Association (FMA) by Adopting the Side Letter of
Agreement" (Attachment 5); and
F) Adopt Resolution No. 2022-76, "A Resolution of the City Council of the City of Huntington Beach
Modifying Salary and Benefits for Non-Represented Employees by Adding or Amending
Classifications and Compensations for Various Positions" (Attachment 6); and
G) Approve and authorize the City Manager to execute, "Amendment No. 1 to the Employment
Agreement between the City of Huntington Beach and Scott Haberle" (Attachment 7); and
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File #: 22-956 MEETING DATE: 11/15/2022
H) Adopt Resolution No. 2022-75, "A Resolution of the City Council of the City of Huntington Beach
Amending the Memorandum of Understanding Between the City and the Huntington Beach
Firefighters' Association (HBFA) by Adopting the Side Letter of Agreement" (Attachment 8); and
I) Authorize the City Manager to take all administrative and budgetary actions necessary to
implement the Classification and Compensation Study.
Alternative Action(s):
Do not approve the proposed Classification and Compensation Study Implementation Plan, including
the applicable Side Letters of Agreement and the Employment Agreement Amendments Listed
Above, or the Retiree Medical Trust adjustments for HBFA and FMA; direct staff accordingly.
Analysis:
The City last conducted a large-scale Classification and Compensation Study in 2006. As
organizational needs evolve over time, it is important to assess if the list of available job
classifications is still appropriate and logical, and that the job series are well organized with clear
promotional ladders between jobs. In addition, it is critical to evaluate how the City's compensation
for its jobs compares with other agencies in our employment market in terms of salary and benefits.
In doing so, the City would be engaging in a best management practice and identifying changes to
the classification and compensation structure that will ultimately reduce staff turnover and allow the
City to be more competitive during recruitment efforts for highly qualified municipal employees who
can bring valuable skills to the workforce.
On March 15, 2021, City Council approved an agreement with Public Sector Personnel Consultants,
Inc., to conduct a Citywide Classification and Compensation Study. In the staff report, City Council
approved eight comparator agencies, including Anaheim, Santa Ana, Irvine, Garden Grove, Orange,
Fullerton, Costa Mesa, and Newport Beach. Huntington Beach generally competes with other
Orange County cities when recruiting for new employees and working to retain its current employees.
These comparator agencies are full-service or nearly full service (e.g., some agencies contract out
Fire services) with populations over 100,000, except for Newport Beach (pop. 85,000), which faces
similar issues as a fellow beach city.
Over the past year and a half, Public Sector Personnel Consultants conducted multiple phases of the
Classification and Compensation Study, starting by collecting information on employees' job duties,
and the necessary education, training, and experience to perform a job via Position Analysis
Questionnaires. Then, the consultant identified positions with similar job responsibilities in our
employment market to use as a basis for comparison. The consultant conducted a market analysis
of the base salary and total compensation (i.e., with benefits included) to see where the City fell in
relation to the market.
Additionally, the consultant proposed classification changes to modernize the nomenclature used in
the City's job titles and standardize the job series titling within and across departments. Human
Resources met with Department Heads and the impacted associations to review the proposed titling
changes. Many single-position classifications were eliminated in favor of using broader, merged
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File #: 22-956 MEETING DATE: 11/15/2022
classifications. This will assist in identifying promotional opportunities within and across
departments, and allow for additional cross-training and succession planning.
The City Council approved compensation increases as part of the new Memoranda of Understanding
(MOUs) adopted in December 2021 through January 2022, as well as in June 2022 with SCLEA.
Incorporated into these MOUs was the transition to a new master salary schedule that helped to
standardize compensation across the various associations by creating salary ranges that are 1%
apart with seven pay steps that are 5% apart and placing all positions onto a set salary range.
Adopting this salary schedule was instrumental in being able to evaluate the City's compensation
plan in relation to the market and to propose highly targeted pay adjustments to bring jobs into
alignment with the market.
Salary data was first collected in July 2021, and then the data was aged as of January 2022 and
again as of July 2022 to give us a clear, updated snapshot of the market. As of July 2021, more than
41% of positions were considered "market outliers," defined as falling more than 5% behind the
market average for that position. With the majority of the new MOUs in effect as of January 2022,
only 16% of positions remained more than 5% behind the market. However, the market showed
significant movement in the first six months of 2022, and as of July 2022, 21% of positions were
identified as market outliers.
After receiving authorization from the City Council in Closed Session, Human Resources began the
meet and confer process with the impacted associations to finalize the proposed Classification and
Compensation implementation plan. Individual employees could submit comments through their
association representatives or by submitting a Request for Reconsideration. These employees met
with the consultant to review their request for retitling, reclassification, or compensation adjustments
based on available market data. The final determinations from the Request for Reconsideration
process were incorporated into the proposed implementation plan where appropriate and feasible.
The proposed Classification and Compensation implementation plan includes adjustments across the
City's eleven (11) departments, including some changes that impact multiple departments, as follows:
Department :New Merged Modified Deleted Total
Classifications Classifications Classifications Classifications
and/or Pay Ranges
Cross-Departmental - - 7 5 12
City Attorney - - 5 3 8
City Clerk - - 3 - 3
City Manager 1 - 6 1 8
City Treasurer - - - - -
Administrative 1 8 11 9 29
Services
Community 1 2 17 3 23
Development
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File#: 22-956 MEETING DATE: 11/15/2022
Community& Library 2 2 13 8 25
Services
Finance - 5 6 5 16
Fire 1 - 12 - 13
Police 1 2 10 7 20
Public Works 2 38 36 14 90
Total 9 57 126 55 247
If approved by City Council, Human Resources staff will continue to meet with the impacted
associations and department leadership to finalize the job classification specifications for each of the
new, merged, or modified classifications. Then, these classification specifications will be presented
to the Personnel Commission for review and approval. Additionally, Human Resources and the
Finance Department will work diligently over the next few months to implement the changes in our
internal systems. The effective date for the proposed Classification and Compensation
implementation plan is February 4, 2023.
The Non-Associated (non-represented) classification adjustments include changes proposed by the
City Manager to strengthen the City's Executive Leadership Team, ensure adequate retention and
succession exists consistent with City Council objectives, and expand existing roles into additional
city management focus areas. If approved, City Manager Zelinka will be describing these proposed
changes in greater detail during his "City Manager's First 100 Day Report" at the November 29, 2022,
Special City Council Meeting. The proposed adjustments contemplate upgrading four current
classifications; creating one new classification; modifying one title; adjusting compensation for a set
number of classification to be brought into alignment with the market average; and amending one
employment agreement to receive an existing Education Incentive Pay and Longevity Pay benefits
from the FMA MOU, providing additional parity with Fire Management
In October 2020, HBFA and FMA joined a retiree medical plan administered by the PORAC Retiree
Medical Trust (RMT), which provides the opportunity to contribute funds into a pre-tax plan for
medical expenses to use after separation or retirement from the City. Both the Police Officers'
Association and Police Management Association participate in the RMT as well. An association's
contributions into the RMT can be periodically amended by a vote of its members. Both HBFA and
FMA have voted to adjust their leave bank contributions into the RMT upon separation. These
modifications come at no cost to the City.
The total cost of the proposed side letters of agreement with HBMT, MEO, and FMA is $1,050,000,
over the course of multiple years as employees earn their annual, merit-based salary adjustments.
The side letters of agreement with MSMA and SCLEA have no associated costs, as they contain only
classification modifications. Actions related to Non-Associated employees, including adoption of
Resolution No. 2022-75 and Amendment No. 1 to the Employment Agreement is estimated at a total
cost of$297,113, also realized over multiple years as employees earn their annual merit-based
salary adjustments.
Environmental Status:
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File #: 22-956 MEETING DATE: 11/15/2022
Not applicable.
Strategic Plan Goal:
Non Applicable - Administrative Item
Attachment(s):
1. Resolution No. 2022-70, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City
and the Huntington Beach Municipal Teamsters (HBMT) by Adopting the Side Letter of
Agreement"
2. Resolution No. 2022-71, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City
and the Huntington Beach Management Employees' Organization (MEO) by Adopting the Side
Letter of Agreement"
3. Resolution No. 2022-72, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City
and the Huntington Beach Marine Safety Management Association (MSMA) by Adopting the Side
Letter of Agreement"
4. Resolution No. 2022-73, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City
and the Surf City Lifeguard Employees' Association (SCLEA) by Adopting the Side Letter of
Agreement"
5. Resolution No. 2022-74, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City
and the Huntington Beach Fire Management Association (FMA) by Adopting the Side Letter of
Agreement"
6. Resolution No. 2022-76, "A Resolution of the City Council of the City of Huntington Beach
Modifying Salary and Benefits for Non-Represented Employees by Adding the Deputy City
Manager, Amending the Classification for Deputy Director of Homelessness & Behavioral Health
Services, Amending the Compensation for Fire Chief, Police Chief, and Chief Assistant City
Attorney, & Amending the Classification and Compensation for Assistant City Manager"
7. Amendment No. 1 to the Employment Agreement between the City of Huntington Beach and
Scott Haberle
8. Adopt Resolution No. 2022-75, "A Resolution of the City Council of the City of Huntington
Beach Amending the Memorandum of Understanding Between the City and the Huntington Beach f,
Firefighters' Association (HBFA) by Adopting the Side Letter of Agreement"
9. PowerPoint Presentation
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RESOLUTION NO. 2022 - 75
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND
THE HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION (HBFA) BY ADOPTING
THE SIDE LETTER OF AGREEMENT
WHEREAS, on December 21, 2021, the City Council of Huntington Beach adopted
Resolution No. 2021-68 approving the Memorandum of Understanding (MOU) between the City
and HBFA through the term ending December 31, 2023; and,
WHEREAS, HBFA desires to amend the provisions of the retiree medical plan
administered by the PORAC Retiree Medical Trust as outlined in Article VIII —Health and Other
Insurance Benefits, Section J, to contribute the value of their members' unused earned Vacation
Leave and Sick Leave banks upon separation from the City to the Trust, and that these changes are
at no cost to the City; and,
Subsequent to the adoption of the MOU, the City of Huntington Beach and HBFA has met
and conferred and agreed to changes, corrections, and clarifications to the MOU that are reflected
in a Side Letter of Agreement attached hereto as Exhibit A and incorporated herein by this
reference.
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Huntington Beach as follows:
1. The Side Letter of Agreement attached hereto as Exhibit A is approved and adopted.
2. The Side Letter of Agreement amends the MOU between the City of Huntington Beach
and HBFA.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 15th day of November, 2022.
P� qb
€ 4„ y 4' / '
Mayor , A
' VIEWED ND ° PPROVED: APPROVED •
City Man37. liglipr ity ttorney LW
INITIATED AND APPROVED:
�P PRO V ED:
• I 1 I�f����Lb
Director of Administrative Services
22-12109/295126
Resolution No. 2022-75
Exhibit"A"
SIDE LETTER OF AGREEMENT
BETWEEN
THE CITY OF HUNTINGTON BEACH
AND THE
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
Representatives of Huntington Beach Firefighters' Association (HBFA) and the City of
Huntington Beach (City) have negotiated this Side Letter of Agreement to modify the
following sections of the HBFA MOU dated July 1, 2021 through December 31, 2023:
ARTICLE VIII — HEALTH AND OTHER INSURANCE BENEFITS
J. Retiree Medical Trust (RMT)
The City authorizes the FMA to participate in a retiree medical plan administered by
the PORAC Retiree Medical Trust ("Retiree Medical Trust" or "RMT"), with the
following conditions:
3. The City shall withhold $100.00 per month on a pre-tax basis for each
represented employee to participate in the program. The withholding amount
could change, and if it does, it shall be in an amount as designated in writing by
the FMA and shall be applicable to each employee. Deductions shall be taken on
the first two checks of each month.
Participation and contributions are required for every member of the bargaining
unit represented by the Association. However, this requirement will not apply to
an employee who is entitled to receive full retiree medical coverage due to their
service in the United States military (Military Exception).
9. Upon retirement of an employee, the City shall transfer to the Trust, an amount
There shall be no employee election to take such amount in cash.
ARTICLE X— LEAVE BENEFITS
A. Leave with Pay:
1. Vacation —The purpose of annual vacation is to provide a rest period, which will
enable each employee to return to work physically and mentally refreshed. All
employees shall be entitled to annual vacation, with pay, in accordance with this
Article.
d. Pay-Off at Termination
1. Except as provided in Section A.1.c. of this Article, no employee shall be
paid for unused vacation other than upon termination of employment. Any
vacation pay off at termination shall be at the regular rate of pay and the
accrual rate the employee is earning at the time of separation.
2. Transfer of the Value of Vacation Leave at Separation —At the time of
separation, the value of any unused earned Vacation Leave (earned up to
the last day of employment) will be transferred to either the employee's
deferred compensation account or to the Retiree Medical Trust outlined in
Article VIII, Section J, on a pre-tax basis. The value of each hour of
Vacation Leave will be the employee's base rate of pay at separation and
the accrual rate the employee is earning at the time of separation.
The employee must make the election for the transfer (to either deferred
compensation or the Retiree Medical Trust) no later than the pay period
prior to the employee's last day of employment. If no election is made, all
unused earned Vacation Leave will be transferred to the Retiree Medical
Trust upon separation. If the employee elects to place some of the
Vacation Leave into their deferred compensation account or reaches the
maximum annual deferral into their deferred compensation account, the
remaining amount will be transferred to the Retiree Medical Trust.
3. Vacation Leave Pay at Separation for Employees Exempt from the Retiree
Medical Trust — Upon separation of employment, employees exempt from
the Retiree Medical Trust shall be paid for unused Vacation Leave at their
current regular rate of pay for all unused, earned Vacation Leave to which
they are entitled up to and including the last day of employment.
2. Sick Leave:
b. Pay-Off at Termination
1. Upon termination for reasons other than for industrial disability retirement,
an employee shall have their accrued sick leave paid at the regular rate of
pay and the accrual rate the employee is earning at the time of separation.
Sick Leave shall be paid (or have paid on their behalf as provided in
Article IX.A.3.b) at twenty-five percent (25%) of unused, earned sick leave
from four hundred-eighty (480) through seven hundred-twenty (720)
hours, and at fifty percent (50%) of all unused, earned sick leave for hours
in excess of seven hundred-twenty (720) hours.
Upon termination for industrial disability retirement, an employee shall
have their accrued sick leave paid (or have paid on him/her their behalf as
provided in Article IX.A.3.b) at the regular rate of pay and the accrual rate
at the time of separation at twenty-five percent (25%) of unused, earned
sick leave from zero (0) through four hundred-eighty (480) hours, and at
fifty percent (50%) of all unused, earned sick leave in excess of four
hundred-eighty (480) hours.
2. Transfer of the Value of Sick Leave at Separation — Upon separation of
employment, the value of any unused sick leave, as determined in
accordance with sections a-b.1 above, will be transferred to either the
employee's deferred compensation account or to the Retiree Medical
Trust on a pre-tax basis.
3. Sick Leave Pay at Separation for Employees Exempt from the Retiree
Medical Trust— Upon separation of employment, employees exempt from
the Retiree Medical Trust shall be paid for unused sick leave in
accordance with sections a-b above.
Side Letter Implementation
Should the MOU between HBFA and the City of Huntington Beach continue beyond
December 31, 2023, either through a successor MOU or an extension of the current
MOU, all terms and conditions of this side letter shall remain in full force and effect
unless changes are mutually agreed to by both parties.
IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to
be executed by and through their authorized officers on November 15, 2022
City of Hu ti ton Beach Huntington Beach Firefighters'
Association
By: By:
Al Zelin a Glenn Pavlovsky
City Manager President
By: By:
ravis Hopkins Bran Pyle
Assistant City Manager Secretary
By: '6.1(14 Ze1-15--
Brittany Mello
Administrative Services
Director
APPROVED = 'M:
..de4 °Pr
• ael Gates ii{u
ity Attorney
G
Res. No. 2022-75
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, ROBIN ESTANISLAU the duly elected, qualified City Clerk of the
City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do
hereby certify that the whole number of members of the City Council of the City of
Huntington Beach is seven; that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a Regular meeting thereof held on November 15, 2022 by the following vote:
AYES: Peterson, Bolton, Posey, Delgleize, Moser, Kalmick
NOES: None
ABSENT: Carr
RECUSE: None
ofiti4t, 9"d/440144d
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
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2000 Main Street,
Huntington Beach.CA
92648
City of Huntington Beach
1,ro VEb _v
File #: 21-918 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:
Adopt Resolution No. 2021-68 approving and implementing the Memorandum of
Understanding (MOU) between the Huntington Beach Firefighters' Association (HBFA) and the
City of Huntington Beach for July 1, 2021 , through December 31, 2023; and authorize
appropriation of funds
Statement of Issue:
The Memorandum of Understanding (MOU) between the City of Huntington Beach and the
Huntington Beach Firefighters' Association (HBFA) expired on June 30, 2021 . Subsequently, the City
and HBFA engaged in good-faith negotiations, ultimately reaching tentative agreement on terms in
October 2021 on a 2.5 year contract covering the period July 1 , 2021 , through December 31, 2023
The MOU was approved for introduction at the November 16, 2021 , meeting. and pursuant to the
City's municipal code, is being brought back for formal consideration by the City Council.
Financial Impact:
Pursuant to the terms agreed upon with HBFA, the Finance Department estimates the total projected
average annual cost increase of the MOU to be $1 ,098,447 per year during the life of the agreement.
Recommended Action:
A) Adopt Resolution No. 2021-68, "A Resolution of the City Council of the City of Huntington Beach
Approving and Implementing the Memorandum of Understanding Between the Huntington Beach
Firefighters' Association (HBFA) and the City for July 1 . 2021 , through December 31 , 2023." and,
B) Authorize appropriations for all costs related to implementation of Resolution No. 2021-68.
Alternative Action(s):
Do not adopt the Resolution approving the successor MOU for HBFA 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:
City of Huntington Beach Page 1 of 3 Pnn!ed on 12 152021
1389
File #: 21-918 MEETING DATE: 12/21/2021
On November 16, 2021, the City Council approved the introduction of the proposed MOU between
the City and the Huntington Beach Firefighters' Association (HBFA). The draft agreement is being
brought back for formal consideration by the City Council.
Key changes in the proposed MOU include the following:
Term of Agreement
July 1, 2021, through December 31, 2023
Salary Range Adjustment
• Effective July 1, 2021, employees will shift to new, seven-step salary range (A - G).
Employees will be placed on the nearest Step F in the new range without losing any wages.
• Employees will have the opportunity to earn an additional step (Step G) at their next regularly
scheduled performance evaluation.
• Employees who have reached the top step (Step G) in their assigned range will be eligible for
an annual, merit-based performance bonus of up to three percent (3%) of their base rate of
pay.
CaIPERS Cost Sharing
• Classic member safety employees shall contribute an additional 1% contribution towards
CalPERS costs (for a total of 13% contribution) beginning July 1 , 2021.
• New member safety employees shall contribute an additional 1.25% contribution towards
CalPERS costs (for a total employee contribution of 13%) beginning July 1, 2021.
Medical Benefits
• Beginning January 1, 2022, the City's maximum monthly contribution to medical plan rates will
increase to $853.60 for employee only; $1,170.75 for two party; and $1 ,706.25 for family
coverage.
• Beginning January 1, 2023, the City's maximum monthly contribution to will increase to
$876.93 for employee only; $1,194.08 for two party; and $1,729.58 for family coverage.
Leave Benefits
• Holiday in Lieu Pay will be adjusted to 9 hours per holiday for employees on the 40-hour
schedule, and 12.6 hours per holiday for employees on the 56-hour schedule.
Special Pays
• Additional contract adjustments with regard to specialty pay types were made with regard to
educational incentive pay, paramedic recertification bonus, EMT pay, advanced paramedic
certification pay, and swat medic pay.
These key changes and all other negotiated provisions are included in the proposed Memorandum of
Understanding.
Environmental Status:
City of Huntington Beach Page 2 of 3 Printed on 12/15/2021
oo•werl,9 Legistar-
File #: 21-918 MEETING DATE: 12/21/2021
Not applicable.
Strategic Plan Goal:
Non Applicable - Administrative Item
Attachment(§):
1 . Summary of Memorandum of Understanding Modifications
2. Fiscal Impact Report
3. Resolution No. 2021-68
4. Memorandum of Understanding - Exhibit "A"
City of Huntington Beach Page 3 of 3 Printed on 12/15/2021
o0w039.' legisrar"
City of Huntington Beach
Huntington Beach Firefighters' Association (HBFA)
Summary of MOU Modifications
Article# Subject Proposal
Article I Term July 1, 2021 —December 31, 2023
Term of MOU
Article IV New Salary Range Effective July 1, 2021, shift to new, seven-step (A—G) pay
Salary Schedules schedule with 5% between each step.
Article V Performance Based Employees who have attained Step G are eligible for an annual
Special Pay Bonus merit bonus of up to 3%of their base rate of pay.
Article V Master's Degree Employees who have attained a Master's Degree shall receive
Special Pay 9% incentive pay. An employee may only receive Educational
Incentive Pay for one degree.
Article V Paramedic Re- Each time an employee is re-certified by the State of California
Special Pay certification and accredited by Orange County as a Paramedic, they shall be
entitled to a lump sum cash payment of$2,500.
Article V Swat Medic Swat Medic special assignment pay rate is 4.6% above a
Special Pay Firefighter Paramedic Step G rate at time and one-half.
Tactical Emergency Medical Services ITEMS) Captain special
assignment pay rate is 11%above the Swat Medic rate.
Article V Advanced Paramedic Effective July 1, 2021, Advanced Paramedic certification pay rate
Special Pay is 2.0%of the base rate of pay.
Effective July 1, 2022, Advanced Paramedic certification pay rate
is 3.0%of the base rate of pay.
Article V Holiday Pay-In-Lieu Adjust holiday hours from 8 hours to 9 hours for those on a 40-
Special Pay hour shift, and from 11.2 hours to 12.6 hours for those on a 56-
hour shift.
Article V Emergency Medical Employees who possess an EMT certification shall receive 4.67%
Special Pay Technician of base rate of pay.
Article VIII Employer contribution to A modification to Article VIII to increase the monthly maximum
Health and Health and Other employer contribution towards flex benefits as follows:
Other Insurance Insurance Benefits
Benefits Effective the beginning of the pay period that includes January 1,
2022:
Single - $853.60
1392
Two party- $1,170.75
Family - $1,706.25
Opt Out- $853.60
Effective the beginning of the pay period that includes January 1,
2023:
Single - $876.93
Two party-$1,194.08
Family - $1,729.58
Opt Out- $876.93
Article IX CalPERS Cast Sharing Effective July 1, 2021:
Retirement
Classic member employees shall cost share an addition 1% for a
total cost share of 4%, increasing the employee pension
contribution to 13%.
New member employees shall cost share 1%, increasing the
employee pension contribution to 13%.
1393
F,A
City of Huntington Beach
Huntington Beach Firefighters'Association(HBFA)Fiscal Impact Report
November 2021 (6 months)
Year 1 Year 2 Year 3
FY 21/22 FY 22/23 FY 23/24
MOU Estimated YOY Estimated YOY Estimated YOY Total Cost of
Item k Union Description Rate/$ Impact Impact Impact Proposal Notes:
1 All Term:2.S years(July 1,2021 through December 31,2023)
2a HBFA Salary Adjustment-Move to new range Various 345,821 - - 345,821 Ability to earn an extra step on the new
26 HBFA Salary Adjustment-Step Increase Various 649,175 329,025 43,798 1,021,998 salary range;performance-based bonus
2c HBFA Salary Adjustment-Annual Bonus Various - 448,964 96,861 545,825 up to 3%for top-step employees only.
3 HBFA Additional l%CaIPERS EE Contribution 1% (165,264) (8,857) (1,525) (175,646)
4 HBFA Increase City's maximum contribution towards employees' various 102,561 33,875 - 136,436
health insurance at each plan level to match the percentage
increase provided to POA,plus$23.33/mo in year 2
5 HBFA Paramedic Recertification Bonus $2,500 95,698 - - 95,698
6 HBFA Education Incentive-AdO 3%for Masters up to 9% 23,296 394 107 23,797
7 HBFA Advanced Paramedic Cert Pay-2%in year l and 3%in 2%-3% 41,102 45,422 864 87,388
year 2
8 HBFA Swat Medic Pay Same as 20,807 1,089 234 22,130
Arson
9 HBFA EMT Cert Pay 4.67% 542,813 8,797 1,772 553,382
10 HBFA Holiday in lieu Pay various 84,051 4,436 804 89,291
Total Cost of Proposed Agreement HBFA 1,740,060 863,145 142,914 2,746,119
1394
RESOLUTION NO. 2021-63
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
HUNTINGTON BEACH APPROVING AND IMPLEMENTING THE
MEMORANDUM OF UNDERSTANDING BETWEEN THE
HUNTINGTON BEACH FIREFIGHTERS'ASSOCIATION (FIBFA)
AND THE CITY FOR JULY 1, 2021 THROUGH DECEMBER 31, 2023
The City Council of the City of Huntington Beach does hereby resolve as follows:
The Memorandum of Understanding between the City of Huntington Beach and the
Huntington Beach Firefighters' Association (I-IBFA) a copy of which is attached hereto as
Exhibit "A" and by reference made a part hereof, is hereby approved and ordered implemented
in accordance with the terms and conditions thereof; and the City Manager is authorized to
execute this Agreement. Such iMemorandum of Understanding shall be effective for the term of
July 1, 2021 through December 31, 2023.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the o5" day of, / . ' mlzo. ; 2021.
nityiManager
D AND AP VED m
Mavor
APPROVED AST FORM
City Attorney
INITIATED AND APPROVED
-6, rl a e,�9&
Director of Administrative Services
21-10697/271729
— /Zcso/uf> N0. 2021- !og
EXnihi f i9 '
Memorandum of Understanding
Between
The Huntington Beach
Firefighters' Association
And
The City of Huntington Beach
July 1 , 2021 through December 31 , 2023
'FABLE OF CONTENTS
AHl|CLEl - REPRESENTATIONAL UN|l}CLx5b|F\CATl0N8.................................................................................... |
ARTICLE U-[X|xTlN(: CONDITIONS 0FEMPL0YMEN[----------------..,.~..........l
AF[[|U.60 -SEYERADOJTY........~.......... ...................................................................................... |
AHY|[L6 |Y-SALARY SC|{EUULE8—,`,—.,,.,.`, ................................................................................................2
x;[ACLEv-SPLC|ACKAY....................................................................................................................................................I
A. PERFORMANCE BONDS.... ...... ...............- .....................................................................................................2
8. SoUC»n0x-------------- ..................... .............................................................................. -2
). |ncco/ive Plan. .-----................................................................ - ........................ ....... ................................ .......Z
o. Lo,c| L-----....................................................................................................................................................2
h. Level U ................................................................................................................................................................-2
C. Level III................................................................................................................................................................'Z
k k{aAmum [cucukm Incentive |`xy........................................................................................................................�
0 Degree HQon------- ..................................................................................................................................3
[ Effective Date............................... .............. ........................ ................ ................................................................3
C. ACTING ASS|GXu[NrS............................................................................................... ....................................3
D. &ommSrx»nvF/\ypO|x'kvEX'/S ..................................................................................................................}
|. AdministruivcAypointmeou----------------------------------------------..
2. Pay Upon Completion of Administrative Appointment............................................................................... ...... - .......3
D. PAY UpOxC0unL/n[ON orP»x^MEmc DUTIES-------- ..................................................................4
L. 6pLCmLCU/nnc»now/SmLLy»/----- ...............................................................................................4
| Special Certification ]lay............................................ - ........ ....... ..... ............ ..... ..........................................f
2. State Board o[Fim Service[irtihmuion-----..........................................................................................................5
lP"mmoclicKe-cortiUomiuoPly-- ................................................................................................................................5
4. Preceptor [lay...................................................................................................................................................................5
lAdministrative Assignment Pay-....................................................................................................................................6
& Fira&htuli||,r CeniGcmioo ................................................................................................................... -' ...... -'6
7. 8i|iogvo| SW| ................ - .......................................................................................................6
8. Investigator Pa)...................................... .................. .... ...................................................................... ...........................7
Y. Swat Medic Px,-----,-,`..' .----- ............................................................................................................7
10. Urban Search lid Rescue(USA K)Tomnxoynmom Pay ----- ............................................................................8
||. Hazard NImehxb(Huzmm)Team 6oiQ^wem Pay-------- ................................................. ...........................X
|Z. Rank Paramedic 6oi&vmcm ....... --.................. ....-S
11 AdvmxodPormedic Certification Pi).............................................................................................................................x
F� HOLIDAY PA\-|x'|.|CU...................................................................................................... ..........................Y
G. LoxQEnr/ PAY.............................................................................. ............................................................. |O
If. I'usucFACrMBo|[xI-TECxx|UAx PAY--- ................. .......---....................................................... |0
4 Kcp8xnxxio0 CALIPERS-------- .................................................................................................... |0
AB([|CLEVl-UPQ FORMS (1l/7r8lNG,T00i3 AND EOVlP0|ENT.......................................................................... |0
A. Ux|K)xu3yx0vo`o>k,C|r/.-------...................................... .....- ........................................... - |O
D� Um FORM /\u,)wxwCV./Fn wcss............................................... ............ ...................................................... |O
C. UNK)x',I C^xu»xoK|�,u\ccNmr------------------------------------ | |
D. UN FOR ph}uC|Es AND/\ov|soxrCUuw|rTc---- ............................................................................ | |
ARTICLE VIA-HOURS OF n/0KQ/OYU8.UNYE.............................................................................................................. |l
A. WORK Scxcouu�...... .......... ........................................................................................................................ | |
8. U0Ux�0FWORK DEFINED..............................-- ........................... ......................................................... |2
C1LEvEL PAY PLAN.........................................................----... .........................-- ............................ |2
D. 0v1�xY|uBC0cxl�Ex\^l0xYTm�............................................. .....- ......................................................... |3
| Paid Overtime ................................................................. ............................................................................ - ............ |-3
2� Compec*wm/yTime.................................... -....... .......... ................... ....... ................................................................ |4
H. Voo,Exrmp.----------------------------------------------.-`... |4
In5mKPeroomoeL,-`.......................................................................................... ........... ..................................... N
mWuuoo July |.su}-Dccuxbe'»,2^u ii
TABLE OF CONTENTS
C. Compensatory Time Paid Off............................................................................................................................... 15
.3. Callback ............................................................................_.............._........................................................................... 15
-1. Jlandatory Standby........................................................................................................................................................ I5
5. Required Training .Attendance.._..................... 15
6. Cancellation of Overtime............................................................................................................................................... 15
7. Court"I"ime................__............................................................................................................................_.................. IS
8. Pay Out of Rank............................................................................................................................................................. 16
1.. Ili RN' Du I1'.................................................................................................................................................... 16
F. SI I1FI' I:XCIIANGIi/RIiI.IIiF.............................................................................................................................. 16
G. STATION/SI II rr ASSIGN\l1XIS .................................................................................................................... 16
IL MINIMUM STAFFING ANO PILLING VACANCIFS ............................................................................................ 16
I. PROBA"1"IO\'ARY PFRIOU................................................................................................................................ 17
ARTICLE VI11 — IlEAL'I'II AND OTHER INSURANCE: BENEFITS................................................................................ 17
A. I"I IiALI'li I\SURANCIi...................................................................................................................................... 17
13. f AGIRILI"I'1'CHIT FRIA AND C OSI" ................................................................................................................. 17
I. City Paid Medical Insurance—Employee cold Dependents............................................................................................ 17
2. Employer Contributions to li calth and Other Insurance Benefits.................................................................................. 17
C. Plil3LIG \9GUICALANDI"IOSPI"I'ALCARIiACI"(PFMIICA)Or'ItoN......................................... IS
D. NI 1i1)1CA1.OI'T 0I1"1".............................................................._......................._......................._...................... IS
F. SFC I ION 125 PLAN ...................................... ................................................................................................. IS
P. LI PGAN1)ACCID EN'1'A1.DHA"1*11 AND 1)IS\11i1,IBER\iEN"I"............................................................................... 19
G. LONG FIX'O DISABILI1)................................................................................................................................. 19
1-1. RI;1'IRI-I.; \4 EUICAL COVGItAGI.FOR RE I'IRIiGS No I'FI.ICimu I'UR IIIIi CI'I'1' \q fiUlC,\I. IZ I�IIILIiI'SU13S1U1'
PLAN 19
I. POST-65 SIJITLEMI-NTAL \'1GDICARIiCO\'ERAGIi......................................................................................... 19
.I. RlalRI:l1 9II)ICAI.IIt1JST(RN'I I-)................................................................................................................. 20
K. \91SCELLANTOIJS............................................................................................
ARTICLE. IN—RE�PI RENIE:N'l................................................................................................................................................21
A. 13FNI:FI'IS......................................................................................................................................
I. Public Employees' Retirement System....... .................. ...............................................................................................21
2. Self-Funded Supplemental Retirement Benefit L..............................................................................................................23
3. Medical Insurance for Retirees............................................._......................_........._...._............................_......_.........23
13. RFINS'I'A'IEMEN'f PRI\'ILGGhS FOR Dl5Ami,rn,RI;I'IREES ...................................................._................... .. 24
ARTICLEN— I.I{AVIC BENEFITS..........................................................................................................................................23
A. LEAVE WITH PAl............................................................................................................................................ 24
1. Vacation...........................................................................................................................................__......................._24
2. Sick Leave......................................................................................................................................................................26
3 Leave Benefit Entitlements............................................................................................................................................27
d. Bereavement...................................................................................................................................................................27
5. ASSocialion Business......................................................................................................................................................27
ARTICLENI—CITY RULES..................................................................................................................................................27
A. PIiRSON\'GI. Ruu:s........................_.........._..........._._........_........................................................................ 27
B. PRGCL'DGNCI°OF AGREEMHN'I........................................................................................................................28
C. D1SC11'I.INI:.....................................................................................................................................................25
D. LAYOFF RULES .............................................................................................................................................. 28
ARTICLE Nil—MISCELLANEOUS......................................................................................................................................25
A. PIRG DEPARIMEN"I"PROMO"I"IONAL EXAMS'.......................... ........................................................................28
13. LIVING QUAR'IERS.........................................................................................................................................28
C. PAYCHECKS...................................................................................................................................................28
1). CALIFORNIA DRIVER LICENSE FOR PIREFIGII'HNG EQUIPMEN'1.....................................................................28
1111FA\IOU July I,2021—Ucccmber 31,2023 111
TABLE OF CONTENTS
F. DITFIMED COMPENSATION LOAN PROGRAM.......................... ....... ........................................ ......29
ARTICLE; X111-NIANAGEMEN-r RIGHIS...............................................................................................................29
ARTICLEXIV-TERM OFNIOU..........................................................................................................................................30
ARTICLE. XV-CITYCOUNCIL APPROVAI.....................................................................................................................30
EXIIIBITA- REWHONS
ExumrrH-SALARY SCIIEDULE...................................................................................................................................33
E.XIIIBI-I'C- RETIREE SUBSIDY NIEMCAL PLAN......................................................................................34
EXIIII31"I' D- INCOME PROTECTION PLAN.....................................................................................................................39
E,XIIIHITF.-40/56-HOUR CONVERSION VACATION AND SICK LEAVE ACCRUAL...............40
EXHIBIT F- POLICY-14, MINIMUNI STAFFING AND FILLING OF VACANCIES..........._......................................42
FIRFFIGII'I'E.RS* RIGHTS TO APPEAL DISCIPLINARY ACTION ......................................................46
HEWAMOU Jule 1.2021-December 31,2023 iv
MEMORANDUM OF UNDERSTANDING:
Be"Veen
THF: CITY OF 1-1UNFIINGTON BEACH
(hlcreinafter called CITY)
and
THE HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
(hlercinafter called ASSOCIATION or 1-113FA)
,July 1, 2021 through December 31, 2023
ARTICLE 1 — RE I'll ESENTATIONA1, UNIT/CLASSIFICATIONS
A. It is recognized that the I luntington Beach Firefighters Association is the employee
organization. which has the right to meet and confer in good laith with the Cite on behalf of
employees oPthe Cite Of'[l0oli[Wton Beach within the following classifications:
Administrative Fire Captain* Firefighter
Fire Captain Firefighter Paramedic
Fire fn,incer
*Administrative Appointment
13. The City and Association have agreed to a procedure whereby the Cite. by and through the
Administrative Services Director. would be entitled to propose a Unit Nodification. "Phis
agreement. Exhibit A, consists of a modification of the City of Huntington Beach Gmploycr-
Employee Relations Resolution (Resolution Number 3335). The City hereby agrees not to
propose a unit modification ol'the existing Association unit.
ARTICLE 11 — EXISTING CONDITIONS OF I MPLOYMEN'T
A. Except as expressly provided herein, the existing wages, hours, and other terms and conditions
ol'employment within the lawful scope of representation of the Association that arc contained
in prior Memoranda of' Understanding between the parties hereto and which are currently
applicable to employees covered herein. shall remain in full force and effect.
ARTICLE 111 — SEVERABILITY
If any section, subsection, sentence, clause. phrase or portion of this MOU or any additions or
amendments thereof, or the application thereof to any person, is for any reason held to be invalid or
unconstitutional by the decision ofany court ofcompetentjurisdiction,such decision shall not affect
the validity of' the remaining portions of' this MOU or its application to other persons. The City
COnrlcil hereby declares that it would have adopted this MOU and each section. subsection. sentence,
clause, phrase or portion, and any additions or amendments thereof, irrespective of the fact that any
one or more sections, subsections. sentences. clauses, phrases or portions, or the application thereof
to any person, be declared invalid or unconstitutional.
I18FA:MOU July I,2021—December 31,2023 1
HUNTINGTON 13EAC►I FIREFIGHTERS' ASSOCIATION
ARTICLE ►V—SALARYSCIiEUU1,ES
For each year of this IMOU. the base salary of each classification represented by the Association
shall be as set forth in the Salary Schedules. Exhibit 13. All employees are required to utilize direct
deposit of payroll checks. The Cite shall issue each employee direct deposit advice (payroll receipt)
each pay period that details all income. withholdings. and deductions.
ARTICLE V — SPECIAL PAY
A. Performance 13011us
I. Effective Rlly I, 2022. every member who has advanced through all salary steps A-G
are eligible for an annual merit bonus of up to three percent (3%) of their base rate of
pay. '['he annual merit bonus amount will be determined based upon the evaluation ol'
the employee's performance. A completed performance evaluation with specific
recognition of outstandin.- performance in accordance with the Fire Department's
Letulership Intent document must be attached to the personnel Action Form and sent to
the Human Resources Division.
Employees who disagree with the performance bonus award granted by their
supervisor/ manager may appeal the decision directly to the Fire Chicl'for additional
consideration. After review, the Fire Chiefs 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 Call'ERS or law, the City will report
the compensation in this section as special compensation pursuant to ']'tile 2 CCR.
Section 571(a)(I) Bonus.
13. Education:
I. Incentive Plan — It is the purpose and intent of the City to provide an Education
Incentive Plan to motivate the employee to participate in, and continue with their
education so as to improve their knowledge and general proficiency which will. in
turn, result in additional benefits to the Fire Department and to the City. As the levels
of additional education listed below are satisfactorily completed and attained, the
employee will receive additional monetary compensation in recognition of their
educational achievement.
a. Level I — Any employee who has attained an Associate Degree, or attained
Junior status in a degree program, shall receive educational incentive pay of
three percent (3%) oftheir base rate ofpay.
b. Level 11 — Any employee who has attained a Bachelor's Degree shall receive
education incentive pay of six percent (6%) of their base rate of pay.
c. Level III — Ltnployees who have attained a Nlastcr's Degree shall receive
education incentive pay of nine percent (9%) of their base rate of pay.
HHFA A10t1 July I,2021—Decembu 31,2023 2
11UNTING ON ► EGAC►I F►REF► ;IIFFE,RS' ASSOCIATION
d. Maximum Education Incentive f av — The maximum education inccntivc pay
an cmploycc may receive is nine percent 9% of their base rate of pay. An
cmploycc may only receive this education inccntivc pay for one dcgrcc.
c. Deerce Majors — Degree majors will be reviewed and approved by file Fire
Chief. For current employees seeking additional degrees, the course of study
will be reviewed and approved by the Fire Chief in advance. Appeals may be
directed to the Administrative Services Director for final determination.
f. Effective Date — Following approval. the additional education inccntivc pay
shall commence the heginning of the pay period following the employee's
submission of a completed application that qualif es for education incentive
pay-
The parties agree that to the extent permitted by law, the compensation in this section is
special compensation and shall be reported as such pursuant to Tidc 2 CCR. Section 571(a)(2)
Educational Incentive Pay.
C. Actinu AsslffnlnentS — Employccs acting in a higher classification shall he qualified as defined
within Department Police. Employees shall be paid at the step in the classification in which
the\, are acting which provides them with at least a 5% increase. The acting assienment shall
end at the discretion of the City. The parties agree that to the extent permitted by law. Acting
Pay is special compensation and shall be reported as such pwsuant to Title 2 CCR, Section
571(a)(3) Temporary Upgrade Pay.
D. Administrative Appointments:
1 . Administrative Appointments—The City may. from time to time, administratively appoint
employees to administrative or specialist positions. L;mployces so appointed to the
positions ofCaptain Paramedic. Engineer Paramedic. or-Administrative Fire Captain. shall
serve at the discretion of the Fire Chief and maybe returned to their regular position at any
time as determined by the Fire Chief An administrative appointment shall not affect the
employee's regular classification or rank. Persons administ
ratively appointed shall retain
their highest previous permanent classification and the anniversary date of their
appointment to the permanent classification.
2. Pay Upon Completion of Administrative Appointment:
a. An cmploycc administratively appointed to the positions ol'Captain Paramcclic; Engineer
Paramedic, or Administrative Fire Captain. who is subsequently voluntarily or
involuntarily reassigned to a position within their permanent classification with a lower
rate of pay, shall receive a two (2) step reduction in pay to initially coincide with their
reduced assignment and at each anniversary date of' the original reduction thereafter.
until their rate of pay equals the rate of pay entitled as if they had not received the
administrative appointment.
b. An employee administratively appointed to the positions of Captain Paramedic,
Engineer Paramalic, or Administrative fire Captain who has completed four (4) years
1113FA MOU July 1.2021 —December 3 L 2023 3
HUNTINGTON 13F:ACII FIRF IAGIITERS' ASSOCIATION
of service in the appointed or ally other appointed parallel position. may rcqucst to return
to their permanent classification. and shall within one (I) year thereafter. be entitled to
return to their permanent classification. The pay rate changes associated with the
appointment or reappointment shall follow the process and procedures established for all
positions within the classified service.
c. ']'his section shall not apply to demotions or layoffs.
E. I'ay Upon Completion of'Paramedic Dutics - Anv Firefighter Paramedic with a mininrtun of live
(5) years of continuous service as a Paramedic may request reinstatement to their previously
held classification. Such request must be submitted in writing to the Fire Chief at least one (I)
year prior to the date of' the requested reinstatement. Upon reinstatement, if the employee's
current base salary is equivalent to or in excess of'Step G of the respective Firefighter salan
range, their salary will be set at Step G of the respective Firefighter salary range.
If the employee's Paramedic salary is less than Step G. their salary shall be set at a step in the
ranee closest to their existing current base salary.
This section shall not apply to demotions or Iayof7s.
F. Special Certification/Special Assignment Skill Pay:
I. Soccial Certification Pay
a. Chief hire Officer Certification — Employees in the classifications of Fire Captain and
Administrative fire Captain who have completed the Chief Fire Oiliccr courses as
required by the California State Fire Marshal's Office, along with the additional courses
below. shall receive special certification pay ol'three percent (3%) of'their base rate of
pay. The parties agree that. to the extent permitted by law. this Chicf Officcr Certification
pay is special compensation and shall be reported as such to PERS pursuant to Title 2
CCR Section 571(a)(2) as Recertification 13011us.
Required Additional Courses:
I) S234: Ignition Operations
2) S270: Basic Air Operations
3) AR330: Strike ']'earn Leader
4) S404: Safety Officer
5) S290: Intermediate Wildland Behavior— Classroom based
lanployces who have completed classes Under the previous State Fire ,Marshal's course
track will be eligible to receive the Special Certification Pay upon confirmation of the
Fire Chief.
b. Company Officer Certification — Employees in the classifications of Firefighter,
Firefighter Paramedic, and Fire Engineer who have completed the Company Officer
courses as required by the California State Fire Marshal's Office, along with the
additional courses below, shall receive special certification pay of three percent (3%) of
their base rate of pay. The parties agree that. to the extent permitted by law. this Fire
I18rA DIOU July I,2021-Dcccmba 31.2023 4
11UNTINGTON BEIACII FIRF1F GIiTFRS' ASSOCIATION
Officer Certification pay is special compensation and shall be reported as such to PERS
pursuant to Title 2 CCR Section 571 (a)(2) as Recertification Bonus.
Recluirccl Additional Courses:
1) 1300: Incident Command System 300
2) S230: Crew Ross
3) S231 : Engine Ross
4) S290: Intermediate Wildland Behavior—Classroom Rased
Employees who have completed classes under the previous State Fire Marshal's course
track will be eligible to receive the Special Certification Pay upon confirmation ofthe
Fire Chief.
2. State Board of Fire Service Certification - Any employee in a position that did not require
certification as a condition of' employment, and who at any time has been or becomes
certified by the State Board of ]'ire Services in a classification then occupied. shall be
entitled. upon request. to a lump sum cash payment of two hundred fifty dollars (S250).
Each employee may only receive one such payment irrespective of the number of times
they are certified in any position.
3. Paramedic Re-certification Pay - Each time an employee is re-certified by the State of'
California and accredited by Orange County as a Paramedic. they shall be entitled to a
lump sum cash payment of tnyo thousand five hundred dollars ($2.500).
The Citv will allow Firc Engineers and ]'ire Captains who are certified by the State of
California as a paramedic to maintain Orange County accreditation and to practice as a
paramedic based upon established department standards.
The parties agree that to the extent permitted by lacy, Paramedic Recertification Pay is
special compensation and shall be reported as such pursuant to Title 2 CCR, Section
571(a)(2) Paramedic Pay.
4. Preceptor Pay - Firefightcr Paramedics who possess the qualifications necessary to be a
preceptor and are assigned preceptor duties by the fire Chief or his/her sworn designee
shall be paid a special pay of 5.34°/0 of the base hourly rate of' Firefighter 56-hour Step G
for each hour worked. It is the intention to provide all eligible Firefighter Paramedics the
same dollar value in this special pay.
For employees who are appointed as a new Firefighter Paramedic. the preceptor partner
(i.e.. the employee receiving preceptor pay) shall receive preceptor pay until the end of the
first probationary rotation. The Fire Chiel'or designee may request the preceptor duties
and the associated preceptor pay be extended after the first rotation for a designated term.
For an internally promoted Firefighter Paramedic. not more than two persons on each crew
may receive preceptor pay.
I11117A MOU Jule I.2021 —D cembe I1.2023 5
HUNTINGTON BEACH FIRGFIGFI'1'Fl; S' ASSOCIATION
The parties agree that to the extent permitted by law. Preceptor Pay is special compensation
and shall he reported as such pursuant to Title 2 CCR. Section 571(a)(4) Training
Premium.
5. Administrative Assignment PaN, - 13mployces designated to perform Special Assignment
duties by the Fire Chief or their sworn designee, as specified in the Hunting_toll Beach I:ire
Department Organisation \ganual Policy D-25, shall be paid a special pay of 5.34% ol'thc
base hourly rate of Firefighter 56-11our Step G for each hour worked.
The parties agree that to the extent permitted by law. Administrative Assignment Pay is
Special compensation anti shall be reported as such pursuant to Title 2 CCR, Section
571(a)(4) Fire Staff Premium.
6. Firct"iuhterTillcr Ccrtification - Firefighters who obuiiii and maintain tile certifications and
qualifications as outlined in (a) and (b) below shall receive a special pay of 1.78% of the
bi-weekly base rate of'Firefighter 56-11our Step G.
a. TillerCertification —Obtain and maintain lluntineton Beach Tiller Certification. The
parties agree that to the extent permitted by law. Tiller Certification Pay is special
compensation and shall be reported as such pursuant to Title 2 CCR, Section
571(a)(4) Tiller Premium.
b. Class A. P. C Driver License — Obtain and maintain a mininulm of a valid Class A.
Class B or Class C California driver license with firelighter endorsement or Class 13
restrictive California driver license.
C. RCS!tllar Duty Assignment — If a Firelighter Paramedic is routinely and consistent]v
assigned to the Tiller truck. they are eligible to receive the Firefighter Tiller
Certification Pay.
7. Bilingual Skill Pay - li:mployces whose bilingual skills are qualified, in accordance with
the most current Huntington Beach Fire Department Organization Manual Policy D-26,
shall be paid an additional five percent (5%) of their base rate of pay in addition to their
regular bi-weekly salary.
In order to be qualified and certified for said compensation. employee's Ianguagc
proficiency will be tested and certified by the Administrative Services Director or
designee. Basic conversational proficiency will be evaluated based on response to a
scenario driven oral evaluation. The Human Resources Division will notify candidates of
the results of the oral evaluation. If the candidate's attempt is unsuccessful, they may
repeat the process in six (6) months' time from the date of'the previous exam. Bilingual
skill pay shall begin the first clay of the pay period following certification.
The parties agree that to the extent permitted by law, Bilingual Skill Pay is special
compensation and shall be reported as such pursuant to Titic 2 CCR. Section 571(a)(4)
Bilingual Premium.
IIBFA VOU Jule I,2021-nCCcmbtr 31.2023 6
HUNI'INGTON BEACH FIRI?FICII'1'1?RS' ASSOCIATION
8. Inwestieator Pav:
a. Level I Arson Investigators are appointed by the Fire Chief. Level I Arson
Investigators are Level II Arson Investigator trainees. Level I Arson rate is 4.6%
above a Firefighter Paramedic 40-hour Step G rate at tin3c and one-half.
1) I.,evel I Arson Investigators assigned to an incident or approved training while
off duty will be compensated the full Level I Arson Investigator rate.
2) bevel I Arson Investigators assigned to an incident or approved training while on
clut-V will be compensated the difference between their current hourly rate and the
current Arson Level I Investigator rate (differential).
b. Level II Arson Investigators are appointed by the Eire Chief. The Level II Arson
Investigator rate is 1 1% above the Arson Level I Investigator rate.
1) Level II Arson Investigators assigned to an incident or approved training while
off duty will be compensated the full Level 11 Arson Investigator rate.
2) Level II Arson Investigators assigned to an incident or approved training while
on duty will he compensated the difference between their current hourly rate and
the current Arson Level II Investigator rate (differential).
The parties agree that to the extent permitted by law, Investigator Pay is special
compensation and shall be reported as such pursuant to Title 2 CCR. Section 571(a)(4)
Fire Investigator Premium.
9. Swat Medic Pav:
C. Swat Medics are appointed by the Fire Chief. Swat Medic pay rate is 4.6% above it
Firefighter Paramedic 40-hour Step G rate at time and one-half.
1) Swat Medics assigned to an incident or approved training while off duty will be
compensated the full Swat Medic rate.
2) Swat Mcclics assigned to an incident or approval training while on duty will be
compensated the difference between their current hourly rate and the current
Swat Medic rate (differential).
d. Tactical Emergency Medical Services (fEMS) Captains are appointed by the Fire
Chief'. The TENS Captain rate is 1 1%above the Swat Medic rate.
1) Tt MS Captain assigned to an incident or approved training while off duty will
be compensated the full TEMS Captain rate.
2) TENIS Captain assigned to an incident or approved training while on duty will
be compensated the difference between their current hourly rate and the current
TEI\1S Captain rate (differential).
1113PA NIOU July 1,2021—Dcccmbcr 31.2023 7
HUNTINGTON BGACII 1'IRE FIG IITLRS' ASSOCIATION
'['lie parties agree that to the extent permitted by law. Swat kledic Pay is special
compensation and shall he reported as such pursuant to Title 2 CCR, Section 571(a)(4)
Hazard zard Premium.
10. Urban Search and Rescue (USAR) beam Assignment Pay:
a. Hmployecs certified and assigned to a Type 3 (Light Duty) USAR team shall
receive special assignment pav of one percent (I%) of their base rate of pay-
b. Employecs certilied and assigned to a Type 2 (I4e(Iium Duty) USAR team shall
receive special assignment pay of three percent (3%) oftheir base rate of pay.
C. L'Anployces certified and assigned to a Type I (I Ieavy Duty) USAR team who are
quadifMl and regularly assigned to the Team (not to exceed 24 employees) shall
receive special assignment pay of five percent (5%) of their base rate of pay.
The panics agree that to the extent permitted by law. USAR Team Assignment Pay is
special compensation and shall be reported as such pursuant to Title 2 CCR. Section
571(a)(4) Hazard Premium.
11. 1-lazard0us 1Nlatcriads (1-launat) Tcam Assignment Pav:
a. Gmployces assigned to the Ilazn3at team as a 1lazmat Technician shall receive
special assignment pay of five percent (5%) of their base rate of pay.
b. Employees assi_ned to the Hazmat team as a Ilazmat Specialist shall receive
special assignment pay of seven and one-half percent (75%) of their base rate of
pay.
The parties agree that to the extent permitted by law. Hazmat '['earn Assignment Pay is
special compensation and shall be reported as such pursuant to Title 2 CCR, Section
571(a)(4) hazard Premium.
12. Rank Paramedic Assignment Pay — Employees in the classification of Fire Engineer and
Fire Captain who are assigned to perform paramedic duties shall receive special
assignment pay of fourteen percent (14%) of their base rate of pay. The parties agree that
to the extent permitted by law. Rank Paramedic Assignment Pay is special compensation
and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) Paramedic Pay.
13. Advanced Paramedic Certification Pay Effective Julv I, 2021, employees who are
licensed paramedics and locally accredited in Orange County who possess current
certifications in the following courses shall receive special certification pay of two percent
(2%) of their base rate of pay:
• Advanced Cardiac Life Support through the American Heart Association: and.
1111FA\IOU July 1.2021—Ihccmtxr 31.2023 8
HUNTINGFON BEACIi FIR[:FI(ai'I'1?RS' ASSOCIA"PION
• Pediatric Advanced I..ifc Support through the American Heart Association or
Pediatric Gducation for Pre-hospital Personnel through the American Academy of
Pediatrics: and.
• Pre-I lospital Trauma Life Support or Basic Trauma Life Support.
Gffectiye JUIV I,2022.the Advanced Paramedic Certification pay will increase one percent
for it total of three percent (3%) of their base pay.
The parties agree that to the extent permitted by law. Advanced Paramedic Certification is
special compensation and shall be reported as such pursuant to Title 2 CCR. Section
571(a)(2) Paramedic Pay.
All special certification/special assi.-nment/skill pav provided in Article V (B) shall be effective
the beginning of the first full pay period following certification. In order to rcccive certification.
the employee shall complete an Official Report submitted to the Fire Chief. which shall include
evidence that they have completed all required courses necessary to receive the certifications
noted above.
G. Ifoliday Pay-In-Lieu - Gmplovecs shall be compensated by the City in-lieu of the ten (10) listed
holidays at their appropriate assigned work schedule rate, either at a forty-hour (40) or lift\,-six
hour (56) workweek. Frnployces assigned to the 40-hour workweek shall be compensated nine
(9) hours per holiday. Employees assigned to the 56-hour workweek Shall be compensated
twelve hours and 36 minutes (12.6) hours per holiday. Personnel who change from it lilty-six
(56) hour schedule to it forty (40) hour schedule shall multiply the existing hours by .7143.
Personnel who change from a forty (40) hour schedule to a fifty-six (56) hour schcdulc shall
divide their existing hours by .714I "I-hc following arc the recognized legal holidays under this
IMOU:
1. New Year's Day (.Ian iary I)
2. Martin Luther Kings Birthday
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. Veterans' Day (November I I)
S. Thanksgiving Day (fourth Thursday in November)
9. Friday after Thanksgiving
10. Christmas Day (December 25)
Any day declared by the President ol' the United States to be it national holiday, or by the
Governor of the State of California to be a State holiday, and adopted as an employee holiday
by the CitV Council of I luntinaton Beach.
The parties agree that to the extent permitted by law, Holiday in Lieu Pay is special
compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(5) Statutory
Items.
I IBFA MOU July 1.2021—D comb r 31,2023 9
HUNTINGTON BEACIII FIREFIGHTERS' ASSOCIATION
11. Longcvity Pav— All employees with the following fall time, paid employment as a Firelighter
shall receive the fallowing longevity paN:
I. Five (5) years or more, but less than ten (10)years. of-service shall receive longevity pay
equal to 2.5% of'basc salary as set forth in Exhibit 13.
2. Ten (10) years or more, but less than thventy(20)years,of'scrvice shall receive longevity
pay equal to 5% ol'base salary as set forth in F'Ahibit 13.
3. Twenty (20) years or more of service shall receive longevity pay equal to 7.5% of base
salary as set forth in Exhibit 13.
Volunteer, reserve, and part-time position time will not be factored into the total years ofscrvicc
under Lomg-evity Pay.
'['Ile parties agree that to the extent permitted by law, Longevity Pay is special compensation and
shall be reported as such pursuant to Title 2 CCR, Section 571(a)(I) Longevity Pay.
I. I-merecncv Medical Technician Pay — All employees in the unit who possess an Emergency
Medical Technician (fiMT) certification shall receive four and sixty-seven one hundredths
percent (4.67%) of base salary.
The parties agree that to the extent permitted by law. Emergency Medical Technician (EMT)
Pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section
571(a)(2) Emergency Medical Technician Pay-
J. Reporting to CaIPERS — In the event that CalPERS challenges the City's report of any special
compensation as compensation earnable and informs the City that it cannot not report the pay
since it (foes not qualify as special compensation per Title 2 CCR section 571. the City is not
obligated to continue to report the pay. This is provided for per Title 2 Section 571(c) K (d).
ARTICLE VI — UNIFORMS, CLOTHING, TOOLS AND EQUIPINIENT
A. Uniforms Provided by City—The City will provide all employees with uniforms as described in
the most current Policy C-2 (Uniforms) executed by the Cit_v and FI13FA. 1-ither party may
rcqucst to meet and confer during the rNIOU on Policy C-2.
13. Unil'orm Allowance/Fitness — The City shall provide each employee who participates in the
Fire Department's current physical fitness program, Policy D-9,one hundred fifty dollars (S 150)
per fiscal year for the purchase of'physical fitness Uniforms and physical fitness shoes. payable
in the first payroll period of December. New employees must actively participate a minimum
of 90 days prior to December l'to be eligible for the December uniform allowance. Eilhcr party
may request to meet and confer during the N40U on Policy D-9.
FIRM MOIJ July I,202 1—December 31,2023 10
HU\'TINGTON BEACH FIREFIGHTERS' ASSOCIATION
C. Uniform Care anti Replacement:
1 . "I'he City, at no cost to the employee, shall replace anV Uniforms Nvith the exception of
the physical Illness Uniforms that are destroyed. become Unacceptable, or were damaged
by circumstances involving the F'iref ightcr's regular Work While on (fill\'.
2. "file uniforms described in paragraph A of this Article and Policy C-2 (Uniforms) shall
be replaced by the Cite Whenever the Fire Chief or their Sworn designee determines that
such replacement is necessary.
3. The emplovec shall be responsible for the preservation and cleaning of all uniforms.
4. All uniforms and equipment furnished by the City. With the exception of F-shirts. shall
remain the property of the City and be returned or replaced if the employee terminates.
D. Uniform Policies and Advisory Committee:
I. The present uniform and clothing policies, as delineated in this Article. shall remain in
effect. Either party may seek to meet and confer over a change to the police during the
term of this NIOU. All safety clothing and uniforms required by the City to be worn by
cmployecs (luring Working hours shall meet all applicable State and Federal regulations
relating to said clothing and. With the exception ofstation uniforms, be of a high quality.
lire resistant material.
2. A Unilorm advisory committee composed of" two (2) members appointed by the
Association and two (2) representatives appointed by the Fire Chief. shall make
recommendations on the uniforms to be worn, the method of said uniforms Will be
provided and obtained and further recommendations on safety clothing and uniforms
may be required during the term of'this \10U.
L. Reportable to PGRS - "]'Ile Cite Will report as special compensation, in accordance with Title 2.
California Code of Regulations. Section 571(a)(5) to the California Public L'mployecs'
Retirement System (CaIPIRS). for each classification the avera�:c annual cost of uniforms
provided by the City as well as the physical fitness- uniform described in Subsection (13). For
employees who arc not actively employed for an entire payroll calendar year, it prorated cost of"
uniforms shall apply. Upon request, the City will inform I-IBFA Of' file amounts reported as
special compensation Under this provision. For "new mcnhcrs' as defined by the Puhlic
Employees' Pension Reform Act of 2013, the cost of uniforms will not be reported as
compensation earnahle to CaIPIRS.
ARTICLE VH — HOURS OF WORK/OVERTIME
A. Work Schcd UlC:
I. All twenty-four (24) hour shift employees shall work an average of fifty-six (56) hours
per week pursuant to the current schedule of two (2) twenty-lour (24) hour shifts in a
two (2) clay period with Ibur (4) consecutive days oil'.
11131'A\IOU Jul-, I.2021 -December 31.202� 11
HUNTINGTON 131:ACIi PIREFIGIiTGRS' ASSOCIATION
All twenty-four(24)hour shift employees shall be on it twenty-four(24)day work period
consistent with the 7(K) exemption set forth in the Pair Labor Standards Act (FI.SA).
2. Administrative work schedules arc to be forty (40) hours per week on it four (4) day
workweek, ten (10) hours per day, twenty eight (28) day 7(K) FLSA work period.
3. The panics agree that these work schedules shall continue unless and until it is chamged
in the future through labor negotiations.
13. 1IOUrs of'Work - Defined:
I. Hours worked shall be defined as actual time worked, approved vacation, sick Ieavc.
compensatory time off', bereavement Ieavc, and industrial injury or illness leave, with
the exception of exchange of shift not being included.
2. Exchange of shins (aka as shift trades) shall occur at 0800 hours each clay and comply
with fire Department RUIcs and Regulations, Policy 13-2.
3. Mcal periods are paid as bows worked for personnel who are subject to call for
cnnergcncv duty.
4. The maxiolUn time allowed within the forty (40) hour workweek (for employees
assigned to work 40 hours per week) schedule for physical fitness shall not exceed four
(4) hours within any given workweek. All physical finness activities considered to be
work activities shall be conducted on duty at the fire stations or as provided in the current
fitness policy D-9. Fitness activities shall be conducted under supervision as appropriate.
5. An employee who is held over beyond the end of their regular shift shall be compensated
for the actual time they are required to remain on duty. computed to nearest quarter(1/4)
hour. If an emplovec works seven nninutes or Tess, the time will be rounded down and if
eight minutes or more will be rounded up to the nearest quarter(1/4) hour.
6. Exchanges of time (aka shift trades) count as hours worked for the employee whose shift
was worked, not for the employee who worked the shift. These hours count as howl
worked for FLSA purposes only.
7. An employee shall he considered to be working if they are ordered to duty by the Fire
Chief or their sworn designee.
C. Levcl Pav Plan:
I . Twenty-four(24) Hour Shift Personnel —The 24 day FLSA work period for each employee
shall begin at 8 a.m. All howl worked in excess of 182 hours in an FLSA work period shall
be compensated at the premium rate (one and one half times the regular rate of pay).
All regularly scheduled non "lost tine' hours shall be counted as hours worked. Each
employee assigned 10 twenty-four hour shifts for it full FLSA work period shall receive
IIBFA x1OU Jule 1.2021—Decemtw,31.2023 12
HUNTINGTON BEACH F112EFIC:IiTFRS' ASSOCIATION
106.15 hours of regular pay and 5.85 hours at the overtime rate of' pay, as defined in
subsection D.I.a. of this Article. in each bi-weekly pay period. which shall compensate the
employee for FI.SA overtime for regularly scheduled shift work.
2. In addition to the overtime pay as provided in subsection I above, twenty-four (24) hour
shift employees shall receive pay at the overtime rate for hours worked in excess of'regularh
scheduled hours unless the employee has "lost time" in a regularly scheduled shill. If there
Is "lOSt little" ill any regularly scheduled shift. the employee shall receive overtime pay for
only those overtime hours worked in excess of the number of lost time hours in the bi-
weekly pay period.
3. Lost Time Defined—'`host time" is defined as time when the employee does not .work when
regularly scheduled to do so and does not receive a leave of absence with pay.
4. Port- (40) Flour Work `.Neck — Personnel who are not assigned to tycnty-four hour shifts
but are assigned to work forty (40) hours per week shall have a twenty-eight (28)day FLSA
work period, which shall correspond to exactly two City pay periods and shall bcein at the
same time as it City pay period. Forty(40) hour personnel shall continue to receive overtime
pay fbr working hours in excess of'thcir regularly schcdulcd hours.
5. 4/10 Work Schedule Defined—The 4/10 work schedule shall be defined as working four(4)
clays at ten (10) hours per day in an PLSA designated work week. deal periods are regarded
as hours worked for personnel who are subject to call for emergency duty. All enlployCcs
on the 4/10 work schedule are subject to be called to work any time to nice[ any and all
enlcrgcncies or unusual conditions which, in the opinion of the City Manager. Department
Head or designee may require such service from said employees.
D. Overtime/Compensatory Time Off:
I. Paid Overtime:
it. All employees covered by this MOU shall be eligible for overtime pay a t one kind one-
halt'(1'/z) tinges their regular rate of pay. as defined by the PLSA, for all actual work
performed in excess of the employees' scheduled hours in their declared work period.
limployces assigned to fire suppression duties are scheduled to work 182 hours in the
declared 24 day PLSA work period.
b. Any employee who works overtime in either it higher or lower classification shall be
compensated at the rate of pay consistent with the classification worked. I-lowevcr, if'
an employee is Force hired to work in it lower classification (c.g.. it Fire Unginecr is
force hired to work as it Firefighter) the employee shall be conlpensatcd at the rate
attendant to their regular classification-
C. The City will maintain and adhere to the callback staffing system as set out in the
most current Policy D-3 executed by the parties. The callback staffing system and/or
Policy D-3 may be modified by mutual agreement of the parties at any tinge during
the tern ol'thc MOU.
IIBFA AIOU Jule 1.2021-Decu b"31.2023 13
11 NTIINGI'ON BEACH FIRE:FK;I1TERS' ASSOC IATIO\
2. Compensatory Timc Of'l':
a. Non-Fxcmpt—All overtime worked by non-exempt employees shall be compensated
at the employee s overtime rate of pay and shall not be compensated by compensatory
time off.
b. Staff Personnel — For all employees in the classification of Administrative Firc
Captain. in lieu of compensation by cash payment for overtime as provided in this
Article, such employees may. at their option and with the approval ol'the Fire Chief
or designee. be compensated by compensatory time olTat time and one half for each
overtime hour worked.
I) Compensatory time off may be accumulated to a maximum of one hundred-
twenty (120) hours. Compensatory time off may be taken on an hour-for-hour
basis. with the approval of the Fire Chief'or their sworn designee. Permission
shall be granted unless granting the request Will unduly disrupt the Department,
or unless denying the request will violate the FL,SA.
13y December 15 of each year, an employee may make an irrevocable election
to cash out compensatory time olThours which they may earn in the followin
calendar year. An employee will receive the cash for the compensatory time
off(assuming they have earned it) they irrevocably elected to cash out in the
Following calendar year. They can either receive the cash all in the first pay
period in December or half the cash in the second pay period in July and the
other half in the first pay period in December. However, if the employee has
not earned the compensatory time off for which they elected to cash out (either
in July or December) the employee will receive cash for the amount of
compensatory time off they has accrued in the calendar year.
If an employee makes an irrevocable election to cash out compensatory time
off in the following calendar year and uses compensatory time off in that
subsequent year, the compensatory time Offused will conic from annual leave
the employee had earned prior to January I of the year the employee has elected
to cash out annual leave. This is to ensure that assuming an employee had
compensatory time oil balance prior to January I. the compensatory time off
used will not result in a reduction in the amount of'compensatory time ofTthe
employee will be eligible to cash out.
In addition to the above, an employee who has an "unforeseen emergency'
(defined as an unanticipated emergency that is caused by an event beyond the
control of the employee and that would result in severe financial hardship to
the employee if carp withdrawal were not permitted) shall be entitled to make
a request to the Administrative Services Director for a payoll' of' accrued
compensatory time. The amount of compensatory time off which may be paid
off is limited to the amount necessary to meet the emergency. The maximum
payoff the employee can receive for an emergency what is in their
compensatory time off bank.
nnFA MOU July 1,2021-D ceintm 31.2023 14
HUNTIN(TI'ON BEAC1I FIREFIGII'1'1,"IRS' ASSOCIA'I`ION
2) Compensatory time off may not be received in lice of a cash payment for time
worked during major emergencies when, in the opinion of the Fire Chief or
their sworn designee. the City may be eligible for reimbursement from another
agency for said cash payment.
C. Compensatory Time Paid Off— Immediately prior to the time of any change in the
salary schedule, any accumulated time, which has not been usal or paid off. shall be
eligible to be paid in cash at the Irogular rate of pay based upon the salary schedule for
forty (40) hour per week personnel in cfTect prior to the change.
J. Callback — F.'mployees who are ordered to return to duty on other than their regularly
scheduled shill shall receive a minimum ol'two (2) hours compensation at the employee's
overtime rate of pay.
4. vlandatory Standby — Any employee may be placed on "mandatory standby" by the Fire
Chief or their sworn designee. Employees on mandatory standby must remain ayailahle
For immediate response during the designated standby period. All personnel placed on
mandatory standby shall receive a minimum oftwo(2) hours compensation for each twelve
(12) hours of'off duty standby time or fraction thereof.
5. Required Training Attendance —An employee who is required to attend a class or seminar
to maintain their current position shall have their related expenses paid by the City. If
attendance occurs at it time when the employee is not scheduled to work. they shall he
compensated on an hourly basis.
G. Cancellation of Overtime—Anv employee who is scheduled by the City to work Overtime
in advance of' the time set Forth for such scheduling in accordance with the Huntington
Beach Dire Department Organization Vlanual Policy D-3, which is subsequently cancelled
less than seventy-two (72) hours in advance of the commencement of the scheduled
overtime shift. shall receive a mininunn of two (2) hours pay at the employee`s overtime
rate.
7. Court Time:
a. Employees placed on standby for a coun appearance involving City business during
other than their scheduled working hours shall receive a minimum of two (2) hours
base rate of pay for each morning and/or afternoon session.
b. Employees appearing in court on City hUSI11CSS during other than their scheduled
working hours shall receive a minimum of three (3) hours pay at the overtime rate:
provided. however. that if such time overlaps with the employee's scheduled working
hours, said pay shall be limited to those hours occurring prior to or after the
employee's scheduled work time.
C. Employees shall not receive both standby pay and overtime pay for the same court
session. An employee who is on standby and reports to court will be paid in
accordance with (b) above.
IIBFA MOU July 1.2021—Duemb"31.2023 15
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
S. Pay Out of Rank - Subject to the approval of the Fire Chief or their sworn designee. an
employee may voluntarily work in a classification below their rank.
I . .f ury DUIV 13mployees who arc summoned to perform jury service shall be entitled to their regular
compensation while serving: provided the fees. except mileage and subsistence allowance, if'
any. which they receive as jurors, are remitted to the City.
If an employee calls in at night and finds out that they must report to jury duq' the next day(and
are scheduled to be working that day as part of a regular shift or on an overtime basis). tile\, must
contact their Battalion Chicfas soon as possible so that coverage can be arranged for their shift.
Employees are required to return to work ifdismissed by the Court flromjury duty. The returning
employee will go back to their shift and the employee who replaced them will be relieved from
duty at that time for the remainder of the shift.
F. Shift Exchange/Relief:
The Fire Department shall allow Association members' exchanges of schcdulc pursuant to the
most current Policy D-7 of the Huntington Beach Fire Department Organization [Manual that
has been executed by the parties. Policy 0-7 (13xchange of Work SchedUIC) may be modified
by mutual agreement of the parties at any time during the term of this I\qOU.
An employee may be relieved by any other employee who is qualified to relieve him/hcr at any
time bV Utilizing appropriate leave (i.e.. Vacation). In addition, the parties acknowledge
Department of Labor regulation. 29 CFR section 553.225 which provides:
It is a common practice among employees engaged in fire protection activities to relieve
employees on the previous shift prior to (between the hours of 0600 and 0800) the scheduled
starting time. Such carly relieftimc may occur pursuant to employee agreement,either expressed
or implied. This practice will not have the effect of increasing the number of compensable hours
of work for employees employed wider section 7(k) where it is voluntary on the part of the
employees and does not result. over a period of time. in their failure to receive proper
compensation for all hours actually worked. On the other hand, if the practice is required by the
employer. the time involved must be added to the employee's tour of duty and treated as
compensable hours of work.
G. Station / Shift Assignments
Station / Shift Assignments shall be set by following Organizational IvManual Policy D-2=1.
11. \Minimum Staffing and Pilling, Vacancies:
I. AMininuun Staffing Levels— The City shall cause apparatus to be staffed with sufficient
employees to assure the safety of cmplovees and the control of risk. For these purposes.
the mininum3 staffing ofapparattls shall be as defined by Policy D-la. Minimum Staffing
and Filling of Vacancies, a copy of which is attached as lixhibit G and incorporated by
reference herein.
HBFA MOU July I,2021-Mcember 31,2023 16
HUNTINGTON BEACH FIR F.FIGHTFRS' ASSOCIATION
a. i[9ininuun staffing in the Fire Department is set forth in Policy D-14. which is in
Appendix G to this N101J.
b. If a Rank Paramedic is activated on it Paramedic Fnainc. the overall number of on-
dut\, Firelighters will increase and the overall number of Firelighter/Paramedics will
decrease for each Rank Paramedic. However, the total number of on-duty Paramedics
will be no less than 16.
c. It' the Fire Chief determines the need to convert a "Truck Company to a PAID or
Paramedic Truck Company, the overall number 01'011-duty paramedics shall be no less
than 16.
1. Probationary Period:
I. Lenkth of the Probationary Period - Employees in the bargaining unit shall serve a
probationary period when initially appointed to a position in the unit and also when the\,
promote into a higher rank. The probationary period shall be one year from the time of
initial appointment or promotion into a higher rank.
2. Extension of the Probationary Period - An employee who uses more than 120 hours of
leave for any purpose by the last day of their probationary period will have their
probationary period extended by the total amount of Icavc (paid or unpaid) used during
the probationary period.
ARTICLE VIII — IIEALTH AND OTHER INSURANCE BENEFITS
A. I Icalth Insurance - The City shall continue to make available group health. dental, and vision
bcnclits to all 1-113PA employees.
B. Eliruibility Criteria and Cost:
I . Citv Paid Ilealth Insurance — Employees and Dependents — An employee. eligible
dependents. and qualifying domestic partners per state law, shall become eligible to
participate in the City's insurance plan described below effective the first of the month
following the employee's date of hire. Any required employee payroll deduction shall
begin with the first full pay period followin' the c1lective date of' coverage and shall
continue through the end of'the month in which the employee separates.
2. Employer Contributions to Health and Other Insurance Benelits — Effective Jalluary I.
2022, and January I. 2023.the City's maximum monthly employer contributions for health
and other insurance premiums is set forth in the charts below. The amounts listed below
are inclusive of the CalPERS statutory PL'MHCA minimum amount.
I IRIS\\IOU Julr I.2021 —December 31.2023 17
HUNTINGTON BEACH FIREFICIIT :RS' ASSOCIATION
'fable 1. 1I13FA Health Contributions Effective .lanuara 1, 2022
Maximum City Contribution
Dental Dental TierMedical1'PO HMO Vision
Single 853.60 42.88 23.00 1758
Two Party 1.170.75 81.82 39.11 17.58
Family 1.706.25 116.36 59.81 17.58
opt-out 853.60 - -
'fable 2. 1113FA Health Contributions Effective January 1, 2023
Maximum City Contribution
'Pier Medical Dental Dental Vision
1'1'O 1IN10
Single 876.93 42.88 23.00 1758
Two Party 1.194.08 I 81.82 39.1 1 17.58
Family I 1.729.58 I 116.36 59.81 1758
Opt-out 876.93 - -
In no event shall the employee be entitled to the difference between the employer
contribution and the premiums for insurance plan(s) selected by the employee.
C. Public Employees' Nledical and Hospital Care Act (Pl-AM ICA) Option—The City contracts with
CalPERS to provide medical benefits to bargaining unit members in accordance with the Public
Employees' Nletlical and Hospital Care Act (PE\11ICA). The City contracts for the unequal
method of employee contribution in accordance with Government Code section 22893.
D. N4edical Opt-Out — [Fall employee is covered by a group health insurance outside of a City-
provided program (evidence of which must be supplied to the Human Resources Division, as
described below). the employee may elect to discontinue City health insurance coverage and
receive a cost equivalent to the single-party maximum City contribution
This amount maw be deposited into the employee's deferred compensation account or any other
pre-tax program offered bw the City. In order to be eligible for the opt-out payment the employee
must be able to demonstrate to the City's satisfaction that they have minimum essential coverage
as defined by the Affordable Care Net. (through another source other than coverage in the
individual market, whether or not obtained through Covered California) and will not incur
peMhics under the ACA.
E. Section 125 Plan — Employees shall be eligible to participate in a City approved Internal
RCyGlne Code Section 125 Flexible Spending flan under the same terms and conditions as all
other eligible City employees. This plan allows employees to use pre-tax salary to pay for regular
childcare, adult dependent care and/or non-reimbursable medical expenses up to maximums
provided by law.
I MFA Motl Jul\. I,2021-Ikeemb"31.2023 18
HUNTINGTON BEACH F►RI?FI(:1I'1'ERS' ASSOC►A'►'►ON
F. Life and Accidental Death and Dismemberment:
I. Life —The City shall provide a $50,000 (fifty thousand dollars) Life Insurance plan for
each employee.
2. Accidental Death and Dismemberment —The City shall provide a fifty thousand dollars
($50,000) Accidental Death and Dismemberment Insurance plan for each employee.
G. Lone Term Disability — The City shall pay to the Association on behalf of each employee
covered by this INIOU. on a monthly basis, an amount not to exceed thirty-eight dollars (S38.00)
per inember for a Long; Term Disability policy. The program shall be subject to the terms and
conditions contained in Exhibit Ci.
11. Retiree Medical Coverage for Retirees Not Eligible for the Citv lIMedical Retiree Subsidy Plan
Employees who retire from the City alter January I. 2004. are granted a retirement allowance
by the California I'ublic F.niployces' Retirement System, and are not eligible for the City's
Retiree Subsidy Medical Plan, may choose to participate in any health insurance plans available
to all active employees in this bargaining unit until the first of the month in which they turn age
sixty-five (65).
The retirees shall pay the full premium for amy- health insurance for themselves and/or qualified
dependents without any City subsidy.
Employees who retire from the City. receive a retirement allowance from the California Public
Employees' Retirement System, arc not eligible for the City's Retiree Subsidy Medical Plan and
choose not to participate in City medical insurance plans available to eligible retirees in this
bargaining unit upon retirement, will permanently lose eligibility for this insurance.
I lowcvcr. if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan chooses not
to participate in available medical insurance plans because the retiree has access to other group
medical insurance. and subsequently loses eligibility for that group medical insurance, the retiree
and their qualified dependents will have access to medical insurance plans available to retirees
eligible for reinstatement.
Eligibility for Retiree Nicclical Coverage terminates the first ofthe month in which the retiree or
qualified dependent turns age sixty-five (65).
I. Post-65 Supplemental Medicare Coverage — Retirees who are participating in the Retiree
Subsidy Medical Plan as of January I, 2004 and all future retirees who meet the criteria to
participate in available medical insurance, with or without the Retiree Medical Subsidy Plan,
may participate in available medical insurance plans that are supplemental to Medicare.
A retiree or qualified dependent must choose to participate in available medical insurance plans
that arc 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 available medical insurance plans that are
supplemental to Medicare for themselves or qualified dependents without any Cite subsidy.
I III FA MOU July I,2021—Decem her 31,2023 19
HUNTINGTON BEACH FIItLFICII'I'N IZS' ASSOCIATION
Retirees or qualified dependents, upon turning agc 65. who choose not to participate in available
medical insurance plans that are supplemental to Agedicarc permanently lose eligibility for this
InSnrance.
J. Retiree \9edical Trust (RNIT)
The Citv authorizes the HBFA to participate in a retiree medical plan administered by the
PORAC Retiree (Medical Trust, with the followine conditions:
I. The City and 1113FA agree that the City shall not provide any contribution to the program.
2. LITectiye 10/0 1/2020, City shall withhold$100.00 per month Im each represented employee.
Thereafter, said withholding shall be in an amount as designated in writing by 1-113fA.
Deductions shall be made on the first two pay periods of each month.
3. The City shall withhold $100.00 per month for cacti represented cmployce to participate in
the program. "]'he withholding could change and if' it does, it shall be in an amount as
designated in writing by the I-113PA. Deductions shall be taken on the first two checks of
each month.
4. 11131"A shall pay all associated expenses incurred to participate in this program.
5. Upon request, the hff3PA shall provide docurnentation to the City as follows:
a. A copy of the in-force employee medical welfare benefit trust fund program;
b. A statement certifying that funds collected are fbremployce welfare medical benefits
for 1-1131-A represented employees only;
c. A copy of-the current program dD6nlncnt as well as any changes, amendments or
written confirmation that there have been no changes to the employee medical
welfare benefit trust fund program provider:
d. Verification of the funds submitted to the PORAC Retiree i icclical "Trust: and
e. A statement certifying that the submitted funds are only being utilized to provide
employee welfare medical benefit trust finds for participating members including
members ofthe I113FA.
6. City shall pay the withheld funds to the PORAC Retiree iv9cclical "Dust bi-weekly.
7. All federal and State laws regarding employee medical welfare benefit trust funds coverage
shall be followed.
8. 1-113FA agrees that it will indeninifi•and hold harmless the City as well as all direct or indirect
successors, officers, directors, heirs, predecessors, assigns, agents, insurers, employees,
attorneys, representatives, and each of them. past and present, from and against any claims.
lawsuits. penalties, interest, taxes, or liability ofany kind whatsoever, which may result from
the qualified employee welfare bencf it trust find program.
9. Upon retirement of an employee, the City shall transf"cr to the Trust, an amount equal to the
employee's payout outlined in the City of Huntington Beach Separation Agreement and
1I11rA h10U July I,2021—December 31.2023 20
HUNTINGTON BEACII FII2E III CIITERS' ASSOCIATION
General Release The City shall contribute the monies on a pre-tax hasis. The monies
contributed to the Trust fund shall only be used for retiree health insurance premiums or
heath care services expenses. '['here shall be no employee election to take such amount in
cash.
10. The City hereby acknowledges receipt of the Trust Agreement governing the Trust and will
comply with rules set by the Trust Office in regard to reporting and depositing the required
contributions set forth above. The City will cooperate with the Trust in allowing a payroll
audit for the purpose of ascertaining if the proper amount of cone ibutions have been made-
K. MISCCIIanCOUS:
f. Nothing in this Article shall be deemed to restrict the City's right to change insurance
carriers should circumstances warrant.
2. Nothing in this Article shall be deemed to obligate the City to improve the benefits outlined
in this Article.
3. Whcnevei an eligible employee is absent because of illness or in_jun', the City shall continue
to provide to the employee and their dependents, all of the insurance benefits set forth in
this Article for the duration of any such approved absence not to CyCCCd MCnty-four (24)
months.
ARTICLE 1\ — RETIREMENT
A. Benefits:
1 . Public Gmolovecs' Retirement Svstcm:
a. The City shall provide all safety employees described as "classic members" by the
Public Employees' Pension Reform Act of 2013 (PEPRA) with that certain retirement
program commonly known and described as the "3% at age 50 plan." which is based
on the retirement formula as set forth in the California Public Fn3ployces' Retirement
System (PERS), Section 21362.2 of'the California Government Code. including the
one-half continuance option (Government Code Sections 21624 and 21626) for safety
employees and the Fourth Level of' the 1959 survivor option for all employees as
established by the California Public Employees' Retirement System. Section 21571
of the California Government Code.
b. NI "classic members" shall pay their CallT.RS member contribution of nine percent
(9%) of pensionable income.
Eflcctivc the beginning of the pay period including .I1.11y I. 2021. all classic members
shall pay four percent (4%) additional compensation carnable as employer cost
sharing in accordance with Government Code section 20516(f) — for an employee
pension contribution ofthirteen percent (13%). The parties agree that this cost sharing
agreement per Government Code section 20516(f) shall continuC after the expiration
IIBPA MOU July I,2021 —December 31.2023 21
HUN ING I ON BEIACH h IRLPIGH I ERS' ASSOC]A AT ION
of this MOU unless/until othcnyise negotiated to either an agreement (in a successor
NIOU) or the expiration of the impasse process by the parties.
C. The City contracts with PERS to have retirement benefits calculated based upon the
employee's highest one year's compensation, pursuant to the provisions of Section
20042 (highest single year). This benefit is available to '`classic members' of
Call'IRS.
d. The obligations of the City and the retirement rights of employees as provided in this
Article shall survive the term of this MOU.
C. The City provides the Pre-Retirement Optional Settlement 2 Death Benefit as set forth
in California Government Code Section 21548 for all safety employees represented
by the Association.
f. For "New Members' within the meaning of the California Public EmploYccs' Pension
Reform Act of 2013 (PBPRA).
I) New Members shall be governed by the two and seven tenths percent at age
57 (2.7% n 57) retirement formula set forth in Government Code section
7522.25(d) for all safety employees defined as "new members' per ITTRA
represented by the Association.
2) Final compensation will be based on the highest annual average compensation
carnable durinu the 36 consecutive months immediately preceding the
cn7ectivc date of his or her retirement, or some other 36 consecutive month
period designated by the member as required by Government Code section
752232(a)
3) New members shall contribute one half of the normal cost rate. as established
by CaIPfRS.
4) i7nective the beginning of the pay period including ,IUIy I. 2021. "ncw
members' safety members shall pay at ]cast thirteen percent (13%) of
pensionable compensation as their retirement contribution. If the required
contribution per PBPRA (half the normal cost) is less than thirteen percent
(13%). employees shall pay the difference between the required PGPRA
contribution and thirteen percent (13%) as cost sharing per Government Code
section 20516(f). If the required PEIPRA contribution is at ICaSt thirteen
percent (13%)or more. "new mernbers" safety members will pay the required
Pl.-TRA contribution.
g. The City has adopted the Call'13RS Resolution in accordance with IRS Code section
414(h)(2) to ensure that 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 henefit is determined by the law.
1113 FA\IOU July I,2021—December 31.2023 22
IIUNTINGTON BEACI1 FIRI FIG11ITFRS' ASSOCIATION
It. Reporting oI' Base Salary — Provisions of'the LevcI Pay plan. Article VI I.C. shall be
used for proposes of reporting the bi-weekly pay of twenty-four (24) hour shift
employees to the Public Employees' Retirement System (1'E'11zS).
2. Sclf'-Funded Supplemental IZCtlr'Cmenl 13enefit:
a. In the event a member elects Option #I. 412. #2W, #3. POW or #4 of the Public
Employees' Retirement Law. the City shall pay the difference between such elected
option and the unmodified allowance which the member would have received for their
life alone as provided in California Government Code sections 21455. 21456. 21457.
and 21548 as said rcicrcnccd Government Code sections exist as of the date of this
agreement. 'Phis payment shall be made only to the member. shall be payable by the
City during the life of the member, and upon that member's death. the City's
obligation shall cease. The method of funding this benefit shall be the sole discretion
ol'the City. phis henefit is vested for employees covered by this iA401-1.
b. Employees hired on or after October 4. 1999, shall not be eligible for the
"Supplemental Retirement Benefit" referenced in Article IX.A 2a above.
3. AMedical Insurance for Retirees:
a. Upon retirement, whether service or disability. each employee shall have the
following, options in regards to medical insurance under available plans:
1) With no change in benefits, retirees can stay in anv of the plans offered by the
City, to active members in this bargaining unit, at the retiree`s own expense,
for the maximum time period required by Federal Law (COBRA), or
2) Early retirees (under age 65) may participate in the available health plans
currently being offered to active employees.
3) Retirees over age 65 may participate in the Post-65 Supplemental I\9cdicarc
Coverage described in Article VIII.1.
b. Retired employees exercising either of the options in Article IX.A.3.a may cause anv
premiums not paid by the City to be paid out of funds due and owed to them for
unused sick leave benefits upon rctircment,as provided in Article IX.A.3.a. However.
whenever a retired employee does not have any such available funds, they shall have
the opportunity, to provide the City with sufficicnt funds to pay the premiums. At
retirement, the sick lCayC hours remaining may, at the employee's option. be
converted to a dollar ligure. as provided in Article IX.A.3.a, and an estimate shall be
provided by the City to the retired employee as to the approximate number of months
the group insurance can be paid by such sick leave dollars. The City shall notify any
retired employee whose funds available for unused sick leave benefits are about to be
exhausted of such fact, in writing by certified mail, return receipt requeste(l, at the
retired employee's most recent address of record with the City no later than three (3)
months prior to the date upon which there will not be sufficient 1Lnds to pay
premiums. It shall be the individual retiree's responsibility either to insure that there
are sufficient sick leave dollars available to pay premiums or to make premium
payments at least one (I) month in advance, to continue the group insurance in effect.
I IUFA MOU July I,2021—Ikcenitm 31.2023 23
HUNTINGTON BP:ACH PIRI FICIi'1'1?RS' ASSOCIATION
If following exhaustion ol'sick leave funds a retired employee fails to provide the City
with cuff icicnt additional funds to pay premiums,the City shall have the right to notifv
said retired employee in the manner prescribed above that it intends to cause their
coverage to be terminated for non-payment of premiums, and the further right to
tcrminatc such coya'acc, if such default has not been cured within thirty (30) days
following receipt of such notice. Anv retired employee electing to obtain such
medical coverage alter retirement shall have no further option to terminate such
coverage following the provision of thirty (30) days written notice to the City%
whereupon any funds due and owed to him/her for unused sick leave benefits than
have not been exhausted to pay these health insurance prcntiunts shall be paid in a
lump suln to the retired employee within thirty (30) days following receipt by the City
of such notice. Once it retired employee elects to terminate such coverage, they shall
Ile precluded from securing it at a later date at the group rate.
13. Reinstatement Privileges for Disabilitv Retirees — If a retiree seeks to cause PERS to revoke
their disability retirement (within three \,cars of the effective date of the disability retirement)
on the grounds that they are no longer incapacitated from performing the duties of the position
held at the time of retirement. the City will not certify that they are no longer incapacitated from
performing those duties until the employee passes the Departmental physical agility test. If'
PERS revokes their disability retirement. the City shall immediately reinstate the employee at
their former position and pay step.
ARTICLE X — LEAVE BENEFITS
A. Leave with Pay:
I. Vacation — The purpose of annual vacation is to provide a rest period, which will enable
each employee to return to work physically and mentally refreshed. All employees shall be
entitled to annual vacation, with pay, in accordance with this Article.
a. Accrual—Employees shall accrue annual vacations at their appropriate assigned work
schedule rate, either forty-hour(40) or lifty-six hour(56) workweek. Paychecks will
identify the accrued vacation (Accrued) and accrual rate (Constant) based on their
actual work schedule. either a forty (40) hour or fifty-six (56) hour schedule. In the
event of a change in work schedules, personnel will have their accrued vacation
(Accrued) and accrual rate (Constant) changed to the new schedule using the
conversion factor .7143 (40 - 56). Personnel who change from a fifty-six (56) hour
schcdulc to a forty (40) hour schedule shall multiply the existing hOln's by .7143. (see
13xhibit G). Personnel who change from a forty(40) hour schcdulc to a lifty-six (56)
hour schcdulc shall divide their existing hours by .7I43. Personnel shall accrue
annual vacations at the following rates l:
For the first four (4) years of continuous service vacation time shall be accrued at the
rate of one hundred and twelve (112) hours per year for forty (40) hour per week
employees. and one hundred and fifty-seven (157) hours per year for fifty-six (56)
hour per week employees.
Fora detailed explanation regarding conversion refer to F.Nhibit F
I InFA MOU Julv 1.2021—December 31.2023 21
HUN I ING I ON BEACII I'IRFsMI(7H I I'.RS' ASSOCIAI ION
After four (4) years of continuous service to the completion of nine (9) years of
continuous service_. vacation time shall be accrued at the rate of one hundred thirty-
six (136) hours per year for forty(40) hour per week employees. and one hundred and
ninety (190) hours per year for fifty-six (56) hour per week employees.
Aftcr nine (9) years of continuous service to the completion of fourteen (14) years of
continuous service, vacation time shall be accrued at the rate of one hundred sixty
(160) hours per year for fort- (40) hour per week employees, and two hundred and
thwenty-lour(224) hours per year for fifty-six (56) hour per week employees.
After fourteen (14) years of continuous service vacation, time shall be accrued at the
rate of one hundred ninety-two (192) hours per year for forty-horn' (40) per week
employees. and two hundred sixty-nine (269) hours per year for fifty-six hour (56)
per week employces.
Vacation allowance shall not be accumulated in excess of three hundred forty-two
(342) hours for forty (40) hour per week employees. and four hundred and eighty
(480) hours per year for fifty-six (56) hour per week employees.
b. Fliaibility and Permission—No vacation may be taken until the completion of six (6)
months of employment. No employee shall be permitted to take vacation in excess
of actual time earned and no employee shall take vacation that is being accrued while
the employee is on vacation. Vacations shall be taken only with permission of the
Fire Chief' or their sworn designee, who shall schedule all vacations with clue
consideration for the request of the employee and particular regard for the need of the
Department.
The Fire Department operates on a three-shift basis, with personnel being assigned to
the "A, 13 or C" Shift for work scheduling purposes. On each such shift. there shall
be four (4) available vacation absences (referred to as "vacation slots"). I'hat is. at
any one time, there may be four (4) persons absent from duty on each such shirt due
to vacation. These slots shall be made available by rank. one (I) to Firefighters. one
(1) to Fire 13nginecrs, one (1) to Firefighter Paramedics; and one (1) to Captains.
Thereafter,each additional employee shall be entitled to receive time off for requested
vacation lease,so long as a qualified replacement is available to servo in their absence.
c. Conversion to Cash — 13%, December 15 of cacti year. an employee may make an
irrevocable election to cash out up eighty (80) hours (for employees assigned to the 40
hour workweek) at the 40 hour rate, or one hundred and twelve (112) hours (for
employees assigned to the 24 hour suppression shift) at the 56 hour rate, which will be
earned in the lollowing calendar year. In the following year, the employee can receive
the cash for the vacation they irrevocably elected to cash out in either- two (2) equal
increments of half of what they elected to cash out or one (1) increment of up the
maximum they elected to cash out.
The employee would be paid one half of what they irrevocably elect to cash out on
both the second pay day in .I1.11y and the first pay day in December or the employee can
I MFA NIOU July I,2021—December 31,2023 25
HUNTINGTON 13F.AC►i F►RGF►GIV14IW ASSOCIATION
elect to be paid the full amount they elected to cash out on the first pay day in
December. However, if the employee's vacation balance is less than the amount the
employee elected to cash out (in the prior calendar year) the employee will receive
cash for the amount of vacation the employee has accrued at the time of the cash out.
If an employee makes an irrevocable election to cash out vacation in the following
calendar year and uses vacation in that subsequent year, the vacation used will come
from vacation the employee had earned prior to January I of the year the employee has
elected to cash out vacation. "['his is to ensure that assenting an employee had a
vacation balance prior to January I. the vacation used will not result in a reduction in
the amount of vacation the employee will be eligible to cash out.
In addition to the above.an employee who has an "unfa'eseen emergency' (defined as
an unanticipated emergency that is caused by an event beyond the control of the
employee and that would result in severe financial hardship to the employee if early
withdrawal were not permitted) shall be entitled to make a request to the
Administrative Services Director for a payoff of accrued vacation. The amount of
vacation which may be paid off is limited to the amount necessary to meet the
cmergenc'v. The maxinnnm payoff the employee can receive for an emergency is
limited to eighty (80) for forty hour employees and 112 hours for 56 hour employees.
In addition to the employee's election to cash out Vacation, any vacation accumulated
in excess of three hundred-forty-two (342) hours at the forty (40) hour rate. or fora'
hundred and eighty (480) hours at the fifty-six (56) hour rate shall be paid in cash at
the regular rate of pay on the first payday following such accumulation.
d. Pav-Off at Termination — I:ixccpt as provided in Section A.I.c. of this Article, no
employee shall be paid lot- unused Vacation other than upon termination of
employment. Any vacation pay off at termination shall be at the regular rate of pay
and the accrual rate the employee is earning at the time of separation.
2. Sick Leave:
a. Accrual — The conversion factor for sick leave accrual shall be in accordance with
RUIc 18-9 of the City's Personnel Rules. Employees covered by this NIOU shall
accrue sick leave at the rate of 3.6923 hours per pay period for 40-hour week
employees. and 5.1691 for fifty-six hour (56) week employees. Paychecks will
identify the accrued sick leave (Accrued) and accrual rate (Constant) based on their
actual work schedule, either a forty (40) hour or fifty-six (56) hour schedule. In the
event of a change in work schedules. personnel will have their accrued sick leave
(Accrued) and accrual rate (Constant) changed to the new schedule using the
conversion factor .7143. Personnel who change from a fifty-six hour (56) schedule
to a forty(40) hour schedule shall multiply their accrual rate by .7143. (see Inhibit P).
Personnel who change front a forty(40)hour schedule to a f ifiy-six (56)hour schedule
shall divide their accrual rate by .7143.
h. Pav-Off at Termination — Upon termination for reasons other than for industrial
disability retirement. an employee shall have their accrued sick leave paid at the
I IRPA MOU July 1.2021 —Dcccmbcr 31.2023 26
HUNTINGTON 13EACII F112F,FICII'I'E12S' ASSOCIATION
regular rate of pay and the accrual rate the employee is earning at the time of
separation. Sick Leave shall be paid (or have paid on their behalf as provided in
Article IX.A.3.b) at twenty-five percent(25%)of unused.earned sick leave from four
hundred-eighty(480) throu,,h seven hundral-twenty(720) hours, and at f i(lw percent
(50%) of all unused. earned sick leave for hours in excess of seven hundred-twenty
(720) hours.
Upon termination for industrial disabilit- retirement, an employee shall have their
accrued sick leave paid (or have paid on him/her behalf as provided in Article
IX.A.3.b) at the regUlar rate of pay and the accrual rate at the time ol'separation at
twenty-five percent (25%) of unused. earned sick leave from zero (0) through four
hundred-eighty(480) hours, and at f ifiy percent(50%)ofall unused, earned sick leave
in excess of four hundred-eighty (480) hours.
C. Utilization in Conjunction with Industrial Disability Leave — Sick leave cannot be
Used to extend absences due to work-related (industrial) injuries or illnesses.
3. Leave Benefit 13ntitlements — As required by law, employees will be allowed to Use up
to one-half of their annual Sick Leave accrual for family sick leave, pursuant to the
provisions of'California Labor Code Section 233.
"file City shall comply with all state and federal leave benefit entitlement laws and
reaUlations.
An eligible employee on an approved leave may be allowed to Use earned Sick Leave,
Vacation and/or Compensatory Time Off.
4. Bereavement - Employecs shall be entitled to bereavement leave not to exceed two (2)
work shifts for those employees on the twenty-four (24) hour work SChCdUIC, or three
(3) work shifts for all other employees in each instance of death in the immediate family.
Immediate family is defined as father. mother. sister. brother. spouse. children,
registered domestic partner: grandfather. grandmother, step-father, step-mother, step-
grandfather. step-grandmother, grandchildren. stepsisters. step-brothers, mother-in-law.
father-in-law, in-laws of registered domestic partner, brother-in-law, sister-in-law, son-
in-law, daughter in-haw, step-children. or wards of which the employee is the legal
guardian.
5. Association Business — During the term of this I\qOU. authorized representatives of the
Association shall be entitled to receive up to a total of four hundred (400) collective
hours without any loss of compensation per contract year to be utilized for lawful
Association activities. In addition, up to one hundred-fifty (150) unused hours may be
carried forward to the next contract vear.
ARTICLE XI — CITY RULES
A. Personnel RUIeS - All 1MOU provisions that supersede the City's personnel RUICS shall
automatically be incorporated in the City`s Personnel Rules.
1113PA\IOU July I,2021—Ikcemhr 31.2023 27
HUNTINGTON BEACH FIRFFIGHTERY ASSOCIATION
13. Precedence of Aurcentent - In any case in which any provision of this 1NIOU is inconsistent with
anv City ordinance. rule, regulation. resolution. including provisions of any Fire Department
Manual, the provisions of this N90U shall supersede and take precedence.
C. Discipline - The procedure and practice regarding discipline is set fbnh in Exhibit 11.
D. Lavoff Rules - The procedure and practice regarding layoffs as contained in the City's
Personnel Rules in ciTect on .Iuh• I. 1980. shall remain in full force and effect during the entire
term of this IOU.
ARTICLE, X11 —NIISCI?LLANEOUS
A. Fire Department Promotional Exams—Promotional and open competitive examinations shall be
held in accordance with the most current Policy D-10 ofthe Huntington Beach Fire Department
Organization tManual executed by the parties. Policy D-10 may be modified by the parties at
anv time during the term of this INIOU. I:?ither party may request to meet and confer during the
IN90U on Policy D-10.
13. Living Quarters — The City shall provide necessary kitchen, living. and sleeping quarters in all
fire stations and shall continue to provide facilities for Association meetings.
C. Paychecks:
I. Bi-Weekly Pav —Salary shall be paid on a bi-weekly basis. By mutual consent ol'the City
and the Association. early payment and other modifications may be made.
2. Paycheck Stub - An on-line pay stub shall contain an itemization of amounts paid under
various catellories of pay. including educational incentive pay. holida-v pay, and all overtime,
and shall also include an itemization of the nature and the purpose of each deduction
withheld from the employee's cross carnin._s.
3. Direct Deposit — Employees hired on or aRer January I, 2007 shall receive their hi-weekly
compensation throtl11h the City's direct deposit system. limployecs currently participating
in the City's direct deposit program must remain in that program.
4. Vacation Pavroll Advance — Each employee shall. at their option. by written notice to the
City's Administrative Services Director, be given at least two (2) weeks prior to the
commencement of said employee's scheduled vacation, be entitled to receive their earned
vacation pay. less deductions in advance of said vacation. Said right to receive advance
payment of earned vacation pay shall be limited to one such advancement during each
calendar year.
D. California Driver License for Firefighting Equipment— Employees rcquircd by the City to obtain
a valid Class A. Class 13 or Class C California driver license with firefighter endorsement or
Class 13 restrictive California driver license will be reimbursed for fees paid to the California
Department ofT9otor Vehicles to obtain the Driver License with Firefighter Endorsement.
I InFA NIOU July I.2021—December 31,2023 28
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
All employees in the classification of Fire Engineer shall be required to possess a valid Class
A, Class 13 or Class C Calitornia driver license with firefighter endorsement or Class 13
restrictive California driver license. All other bargaining unit employees shall he rcquircd to
obtain the following:
All employees hired after February 19, 2008, must acquire a valid Class A. Class 13 or Class
C California driver license with firelighter enclorsemcnt or Class 13 restrictivc California driver
license prior to completing their probationary period.
All employces assigned to the USAR team who possess a valid Class A. Class R or Class C
California driver license with fire( -,liter endorsement or Class 13 restrictive California driver
license as of the programs implcmcntation (late shall be rcquircd to maintain their license.
All current employees assigned to the USAR team prior to the program's implementation date
are not required to have a Firefighter Endorsed Driver License. All current employees
assigned to the USAR team after the prograni's implcmcntation shall obtain and maintain a
valid Class A. Class 13 or Class C California driver license with firefighter enclorsemcnt within
one (1) year ol'their assignment.
All employees assigned to the Hazardous 1ilaterials team who possess a valid Class A. Class
13 or Class C California driver license with firefighter endorsement or Class 13 restrictive
Calil'ornia driver license shall maintain their license. All employces assigned to the Hazardous
\Materials team prior to February 19. 2008. are not required to obtain a Firefighter Endorsed
Driver License. All current employces assigned to the Hazardous INlaterials teaun after
Fcbruary 19. 2009 shall obtain and maintain a valid Class A. Class 13 or Class C California
driver license with firelighter endorsement or Class 13 restrictive California driver license
�yithin one (I) year of their assignment.
13. Delbrred Compensation Loan Program — Employees may utilize the Deferred Compensation
Loan 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
[ionic. '['he value of any Unused earned leave benefits may be transferred to deferred
compensation in connection with separation, but the employee must request the transfer no
later than the pay period prior to the employee's last clay of employment.
ARTICLE \111 — N1ANAGENIENT RIGHTS
liscept 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 fire services and the work forces
performing such services. Such rights include. but are not limited to. determination of the merits.
necessity, level or organization of'fire services. the necessity for overtime, number and location of work
stations. nature of'work to be performed, contracting for any work or operation, reasonable employee
perlorniancc standards, including work and sarety rules and regulations, in order to maintain the
eft icicncv and economy desirable for the performance of City services.
HHFA\IOU July I,2021—Ueeember 31.2023 29
FIUNTIN(:TON BEACH FIRrFICI1'1'F.RS' ASSOC►A'►'ION
ARTICLE XI V—TERNI OF NIOU
This NIOU shall be in clTect commencing on July I. 2021. through December 31, 2023. This NIOU
constitutes the entire kgrccment of the parties as to the changes in wages, hours, and other terms and
conditions of employment of employees covered hereunder for the lei-III hereof:
ARTICLE XV— CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum ol'Understanding is of-no
force or effect whatsoever unless and until ratified by the membership of HI3FA and adopted by
RCSOIUIIOn 0f the City Council of the City of I-luntingt0n Beach.
ARTICLE XVI — SUCCESSOR NEGOTIATIONS
The parties agree to commence labor negotiations l6r it SUceessor NIOU no later than September I.
2023. At that meeting, the parties shall discuss ground rules and meeting dates.
IIIWA MOU Jury I,2021—Ucccmbcr 31,2023 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding this
21st day of December 2021.
CITY OF HUNTINGTON BEACH HUNTINGTON BEACH
A Munici a1 Corporation FIREFIGHTERS' ASSOCIATION.
By: By:
O Jver Chi Glenn Pavlosky
City Manager HBFA President
By By
Travis Hopkins Bi I Cerri
Assistant
�City
yManager HBFA Vice-President
By: /c J . 1 1 I-'az&
Brittany Mello
Interim Director of Administrative Services
By:
Scott Haberle
Fire Chief
APPROVE O FORM
By:
Mi el E. Gates
ty Attorney
HBFA MOU July 1.2021—December 31,2023 31
HUNTING TON BEACH FIREFIGITTE1W ASSOCIATION
EXIiIIITT A — EMPLOYEE RELATIONS RESOLUTION
7.3 Human Resources Off iccr iv9otion of Unit Nodification—The Human Resources Officer may
propose, during the same period for filing a Petition for Decertification. that an established
unit be modified in accordance with the following procedure:
a. I'he Human Resources Officer shall give written notice of the proposed unit modification
to all employee organizations that may be affected by the proposed change. Said written
notification shall contain the Iluman Resources Officer's rationale for the proposed
change including all information which .justifies the change pursuant to the criteria
established in Section 6-5 for Appropriateness of Units. Additionally. the Human
RUSOUrces Officer shall provide all affected employee organizations with all
correspondence, memoranda, and other documents, which relate to any input regarding
the unit modification which may have been received by the City or from affected
employees and/or sent by the City to affected employees:
b_ Following receipt ofthe Human Resources Officer's proposal for unit modification, any
atTected employee organization shall be afforded not less than thirty(30)days to receive
input from its members regarding the proposed change and to formulate a written and/or
oral response to the motion for unit modification to the Personnel Commission:
c. The Personnel Commission shall conduct a noticed Public Hearing regarding the motion
For unit modification at which time all affected employee organizations and other
interested parties shall be heard. The Personnel Commission shall make a determination
regarding the proposed unit mollification which determination may include a granting of
the motion, a denying of the motion. or other appropriate orders relating to the
appropriate creation of bargaining units. Following the Personnel Commission's
determination of the composition of the appropriate unit Or units, it shall give written
notice Of such determination to all affected cmplOVec organizations:
d. Any party who chooses to appeal from the decision of the Personnel Commission is
entitled to appeal in accordance with the provision of Section I4-4 of Resolution NUmber
3335.
Hnl°A\IOU July I.2021—December 31,2023 32
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B-SALARY SCHEDULE
Effective the Beginning of the Pay Period Including July 1,2021
40-Hour Rate(Hourly)
Job No Job Description Rup A B C D E F G
229 Firefighter 183 34.26 35.97 37.77 39.66 41.64 43.72 45.91
160 Fire Engineer 198 39.77 41.76 43.85 46.04 48.34 50.76 53.30
226 Firefighter Paramedic 198 39.77 41.76 43.85 46.04 48.34 50.76 53.30
101 Fire Captain 212 45.72 48.00 50.40 52.92 55.57 58.35 61.27
100 Administrative Fire Captain 223 51.01 1 53.56 56.23 59.05 62.00 65.10 68.35
56-Hour Rate(Hourly)
Job No Job Description Range A B C D E F G
229 Firefighter 183 24.47 25.69 26.98 28.33 29.74 31.23 32.79
160 Fire Engineer 198 28.41 29.83 31.32 32.89 34.53 36.26 38.07
226 Firefighter Paramedic 198 28.41 29.83 31.32 32.89 34.53 36.26 38.07
101 Fire Captain 212 32.66 34.29 36.00 37.90 39.69 41.68 43.76
100 Administrative Fire Captain 223 36.43 38.25 40.17 42.18 44.28 46.50 48.82
Monthly Rate
Job No Job Description Range A B C D E F G
229 Firefighter 183 5,938.10 6,235.00 6,546.75 6,874.09 7,217.80 7,578.69 7,957.62
160 Fire Engineer 199 6,893.95 7,238.64 7,600.58 7,980.61 8,379.64 8,798.62 9,238.55
226 Firefighter 198 6,893.95 7,238.64 7,600.58 7,980.61 8,379.64 8,798.62 9,238.55
Paramedic
101 Fire Captain 212 7,924.42 8,320.64 8,736.67 9,173.50 9,632.18 10,113.78 10,619.47
100 Administrative 223 8,941.02 9,283.07 9,747.22 10,234.58 10,746.31 11,283.63 11,847.81
Fire Captain
HBFA MOU July I,2021 -Dccemha 31,2023 33
HUNTINGTON BEACH FIRI- IGHTERS' ASSOCIATION
I \t111 IT C — RETIREE SUBSIDY NILDICAL PLAN
An employee who has retired from the Cite shall be entitled to participate in the available medical
insurance plans and the City shall contribute toward monthly premiums for coverage in an amount as
specif icd in accordance with this plan. provided:
A. At the time of' retirement the employee has a minimum of ten (10) continuous years of regular
(permanent) Cite service innncdiately prior to retirement or is granted an industrial disability
retirement. Said service must be continuous unless prior service is reinstated at the time of' then*
rehire in accordance with the City's Personnel RUles: and
11. 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
Calilornia Public limployees' Retirement System.
The City's obligation to pay the monthly premium, as indicated. shall be modilied downward or
cease during the lifetime of the retiree upon the occurrence of any one of the following:
I . On the first of the month in Which a retiree or dependent reaches agc 65 or on the date the retiree
or dependent can first apply and become cligible. automatically or Voluntarily, for medical
coverage under 1Nledicarc (whether or not such application is made), the City's obligation to pay
monthly premiums may be adjusted downward or eliminated. Bcnc1it cowcrage at age 65 under
the City's sponsored medical insurance plans shall be governed by applicable plan doctuncnt.
2. In the event of the death of any employee. whether retired or not. the amount of the retiree
medical insurance subsidy benefit which the deceased employee was receiving at the time of
their death or would be cligible to receive if they were retired at the time of death. shall be paid
on behalf of the spouse or dependent(s) for a period not to exceed twelve (12) months.
D. Industrial Disability Retirees - Industrial disability retirees with less than ten (10) continuous Vcars
of regular (permanent) service shall receive a nrtxinrtun monthly payment toward the premium (or
health insurance of S121 . Payments shall be in accordance with the stipulations and conditions.
which exist lot- all retirees. Payment shall not exceed dollar amount. Which is equal to the full cost
of premium for employee on[\y.
13. Idaxinnnn Monthly Subsidy Payments - ]'he payment amounts rnav be reduced each month as
dependent cligibility ceases clue to death, divorce or loss of dependent child status. flowerer. the
amount shall not he reduced ifsuch reduction would cause insufficient funds needed to pay the full
premium for the employee and the remaining dependents. In the event no reduction occurs and the
remaining benefit premium is not sufficient to pay the premium amount for the employee and the
eligible dependents, said needed excess premium amount shall be paid by the employee.
All retirees. including those retired as a result of industrial disability whose number of years of
continuous regular(permanent)service immediately prior to retirement exceeds ten (10) years, shall
be entitled to maximum monthly payment of premiums by the City for each year of completed City
service as follows:
IIRfA\IOU July I.2021—December 31,2023 34
IIUNTINGTON BEACH FIREFIGHTLRS' ASSOCIATION
E\11111IT C — RETIREE. SUBSIDY MEDICAL PLAN
Maxinrtmt Monthly Pavmcnt
for Retirees After:
Years of Service
10 $ 121
II 136
12 151
13 166
14 181
15 196
16 211
17 226
13 241
19 256
20 271
21 286
22 300
23 315
24 330
25 344
P. Eligibility:
1. The effective start-up (late of the Retiree Subsidy- Medical Plan for the eligible retirees shall be
the first of the month followins retirement date.
2. A retiree may change plans,add dependents. etc., during annual open enrollment. The Cite shall
notify covered retirees of this opportunity each year.
3. fears of service computed for the Retiree Subsidy (Medical Plan are actual years of completed
continuous regular (permanent) service with the City of Huntington Beach immediately prior to
retirement.
4. When a retiree is chi-,ible for medical plan coverage at the expense of another employer due to
post-retirement employment of the retiree or spouse of the retiree, the retiree and their spouse
must take that coverage regardless of benefit level and shall be deleted from ally City sponsored
health insurancc Plan. Exceptions to this rc(juircmcnt are limited to the following:
a. A retiree is not required to enroll in such "other" medical insurance plan coverage if there
is significant disparity between the benefits provided by the "other' medical insurance
plan and the City sponsored health insurancc plan as defined below. "Significant
disparity' means coverage available under the "other' medical plan is restrictive or
limited in one or more of the following ways:
1) No in-patient hospitalization coverage.
2) No major medical benefits.
HBFA ibIOU July I,2021-Dmw)bcr 31.2023 35
HUNTINGTON BEACH I IIZEFICIiTraS' ASSOCIATION
EXHIBIT C — NI?'1'IRI?P: S1113S1U1' \'II:DIGV, PLAN
3) Annual deductible is greater than or equal to $1,000 per person.
4) Major medical benefits are paid at 60% or less of covered expenses in
network.
b. The Cite IManager or designee will have the authority to provide additional exceptions
followinL, review of the "other' medical insurance plan policy. I-xceptions will be made
onh, if the"other` medical plan benefit provisions are comparable to the guidelines under
(P.4.a.) above.
c. I\liscellaneous Provisions:
1) Benefits provided under the available medical insurance plan will be
coordinated with the "other' medical insurance plan as the primary carrier.
2) The Cite shall have the right to require any retiree to provide a copy of the
`other" medical insurance plan police for review by the City Manager or
dcsience.
5. When a retiree under agc 65 becomes eligible for the other group coverage and then becomes no
longer cligriblc. they may have the Retiree Subsidy Medical flan reinstated for the purchase of
availahle health insurance.
6. Dependents ofa retiree under age 65 may follow him/her into the Retiree Subsidy 1ileclical Plan
or they may choose to exercise C013RA rights along with the retiree.
7. When a retiree becomes 65 and has eligible dependents under 65. said dependents arc eligible to
exercise C013RA rights.
3. When a retiree is under 65 and their spouse is over 65, the spouse is not covered.
O. Premium payments are to be received at least one month in advance of the coverage period. Retiree
Subsidy NIcclical Plan and COBRA participants shall be notified of non-payment of' premium by
means of a certified letter from the City in accordance with provisions of' the Memorandums 01'
Understanding.
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.
1-1. Subsidies:
I. The subsidy payments will pay tor:
a. Available health insurance plans for eligible retirees.
b. part A of Meclicarc for those retirees not eligible for paid fart A.
116FA%IOU July I,2021—December 31.2023 36
HUNTINGTON BEACH FIRLI'IGII'1'h.RS' ASSOCIATION
EXHIBIT C — RETIRE1 SUBSIDY 11F.DICAL PLAN
2. Subside payments will not pay for:
a. fart 13 Medicare.
b. Anv other City sponsored benefit plan.
c. Any other conurtereially available benefit plan.
d. IAledicare supplements
1. INledicare:
1. All persons are eligible for Medicare coverage at agc 65. Those with sufficient credit quarters
of Social SCCUrity Nyill receive fart A of IMedicare at no cost. Those without sufficient credited
quarters are still eligible for Medicare at age 65. but will have to pay for Part A of Medicare if
the individual elects to take IAledicarc. In all cases. ['art 13 of Medicare is paid for by the
participant.
2. When a retiree and their spouse are both 65 or over and neither is eligible for paid Part A of
Meclieare, the subsidy shall pay for fart A for each of them or the masinnun subsidy. whichever
Is less.
3. When a retiree at age 65 is eligible for paid Part A of\ledicare and their spouse is not eligible
for paid Part A, the spouse shall not receive subsidy. When a retiree at age 65 is not eligible for
paid Part A of Medicare and their spouse who is also age 65 is eligible for paid Part A of
Medicare. the subsidy shall be for the retiree's Part A only.
J. Cancellation:
I. For retirees/dependents eligible for paid Part A of Medicare. the following cancellation
provisions apply:
a. Coverage for a retiree under the Retiree SUbsidy Medical Plan will be eliminated on the first
day of the month in which the retiree reaches age 65 whether or not the retiree applies for
Medicare coverage. If such retiree was covering dependents Under the Plan, dependents will
be clicible f'or COBRA continuation benefits effective as of first day of the month in which
the retiree reaches age 65.
b. When one of the following occurs, dependent coverage will be eliminated:
1) After 36 months of COBRA continuation coverage, or
2) When the covered dependent reaches age 65 in the event such dependent reaches age 65
prior to the retiree reaching age 65.
2. Premium payments are to be received at least one month in advance of the coverage period.
I IBFA M411 JuIN. 1,2021—Dcccmtx 31.2023 37
HUNTINGTON Bh:ACII F[RFIAGI] rr:RS' ASSOC IAT►ON
EXIIIBIT C — RETIREE SUBSIDY NIEDICAL PLAN
3. 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.
1114FA NIOU July 1.2021 —Ikccmlxr 31,2023 38
HUNTLNCTON 13LACI► F►► IEF►G117'P"12S' ASSOC►A'I'►ON
E\III►3PT D— INCOME P12OTECTION PLAN
This is to memorialize an agreement between the City of 1-1u110ngton Beach (City) and the Huntington
Beach Firefighters Association (1-113FA) regarding authorizing the I-113FA to administer its own Long
Term Disability (LTD) insurance program providing the Iollowing conditions are adhered to:
I . The City and 1-113FA agree that the City shall not provide a City-sponsored LTD Insurance Program
for employees represented by 1-11317A.
2. 1-113FA shall contract with an insurance provider for LTD insurance for the employees represented
by the 1-1131 A.
3. The City shall pay to 1-113FA for the cost of LTD premiums not to exceed 538.00 per month per
occupied covered position represented by 1113FA.
4. Non-dues paying represented employees shall be covered by the LTD Policy at the same premium
rate as dues paying represented employees.
5. City payment to 11131-A is to be made for each represented employee per month based on the bi-
weekly payroll.
6. 1113FA shall pay the insurancc company for the cost ol" premiums and any charges incurred for
administering the program.
7. 1-11317A shall provide the City with a monthly listing of covered employees.
8. No self-funding/self-insurancc of LTD benefits is permitted under this agreement.
9. 1113FA shall authorize the City to have the insurance company provide documentation to the City as
lot lows:
a. A copy of the most current audited financial statements.
b. A copy of the latest actuarial report. which should be completed by an independent "Fellow
of the Society of Actuaries";
C. A copy of the in-force re-insurance Policy:
10. 1-113FA will provide a statement certifying that premiums collected are for LTD benefits for HBFA
represented employees only.
1113VA MOU July 1.2021—Dcccmbu 31.2023 39
HUNTINGTON REACIi FIREFIGIi'1 'IW ASSOCIATION
EXIIIBFP E —all/56-110UR CONVERSION VACATION AND SICK LEAVE ACCRUAL:
LEAVE: BENEFITS
(EXAMPLE)
Permanent. full-time employees shall accrue annual vacations or sick leave at their appropriate assigned
work schedule rate, either 40-11our or 56-11our workweek. The actual accrual as reflected on their payroll
check will also reflect their actual work schedule. In the event of a change in work schedules. personnel
will have their accrual rate (Constant) and actual accrual (Accrued) change to the new schedule using the
conversion factor. .7 143. Paychecks will reflect the accrual rate based on the actual work schedule, either
lbrty (41) or fifty-six (56) hour schcdUlc. All maximum accruals will be modified to reflect the proper
number of hours. either 40-11our or 56-1101.11- workweek.
EXAibIPLE— CURRENT EXCEPTION
40-IIOUR 1-XAiMPLL
Paycheck stub shows 1000 hours accrued sick leave.
Lmployee Uses 24 hours sick time.
1000 hours — 24 hours = 976 hours.
56-IIOUR FIRI FIGHTER PARAIMIEDIC
Paycheck stub shows 1000 hours accrued sick Icayc.
Lmployec Uses 24 hours sick time.
1000 hours— 24 x .7143 = 17.1 hours = 932.9 hours
(This mathematical transaction takes place for each exception)
EXCEPTION
ALL 56-11OUR PER
Modify to 56-1101.11-schedule - current accrued hours divided b_y .7143.
40-11our rate paycheck stub indicates 1000 hours sick leave.
1000 hours divided by .7143 = 1400 hours
1400 hours would he reflected on the employee's 56-11our workweek paycheck stub.
56-1101.11- SCIMIUlc employee uses 24-hours sick time - hours are taken hour for hour.
1400 hours — 24 hours = 1376 hours rcnninine.
IInPA MOU Jul, 1.2021—December 31,2023 40
HUNLIN(TI'ON REACH FIIZEFIGH'1'ERS' ASSOCIATION
E.MlI IT E -40/56-HOUR CONVERSION VACATION AND SICK LEAVE, ACCRUAL
ACCRUAL RATE.
Current 40-hour employees - sick leave accrual - 3.6923 hours per pay period.
56-hour Firelighter Paramedic employee would accrue sick Icave at 5.1691 (3.6923 divided by .7143 =
5-1691) hours per pay period. This would accurately indicate accrual at the 56-11ou1- rate.
56-11OUR FAMPLOYEE ASSIGNED TO A 40-IIOIJR POSITION
Upon change of 56-hour Firelighter Paramedic employee to a 40-11our employee.
Accrued sick leave = 1400 hours
1400 x .7143 = 1000 hours
1000 hours would be reflected on pay check.
Sick ICav'C accrual would return to 3.6923 per pay period
II13FA JIOU July 1.2021 -Dcccmba 31.2023 41
HUNTINGTON BEACH FIREFIGHTERS' ASSOC IATIOIN'
EXFIIBIT F— POLICY D-Id, MINIMUM STAFFING AND FILLING OF VACANCIES
�✓ Ap Iicabteo to the following personnel:
" fire Administration ✓ Fire Prevention Firc Captain Firefighter Paramedic
✓ Chief officer _ ✓ fire Suppression Firc Engineer Firefighter
INTEND
To establish and maintain the minimum staffing levels for the Huntington Beach Firc Department.
DEFINITIONS
l . Apparatus - Anv \'chicle utilized to respond to fires; other emergencies or work assignments
that requires a California Class A, Class 11. or Class B firefighter restrictive driver's license.
• Firc Engine- An apparatus with fire pump, fire hose, water tank, ground ladders.
necessary firefighting, cquipmcnt, and may include a "telesquirt" type ladder, but
specifically excluding aerial ladder or platform capabilities.
• Firc Truck- An apparatus that has mounted on the chassis. an acrial ladder or aerial
platform. "TRUCK COINHIANY" equipmcnL and may include a fire pump, fire hose; and
water tank.
Hazardous Materials (IIAZMAT) Unit - An apparatus that has tools and equipment
used in the mitigation of Hazardous Materials incidents.
• Paramedic Engine or Paramedic Assessment Engine - A fire engine that carries
Advanced Life Support cquipmcnt.
Paramedic Unit - Any Fire Department vehicle, other than a fire engine or fire truck.
that carries Advanced Life Support cquipmcnt.
Special Purpose Apparatus - Apparatus (as described in No. I above), not otherwise
defined in this policy and utilized for response to alarms.
2. Firc Company - A firefighting force commanded by a single Fire Captain (or a person
assigned/qualified as such).
3. In-Service - Personnel, apparatus, and/or equipment that are available for dispatch to an alarm
or actively involved in an alarm.
1111PA%IOU July 1.2021—Ikcember 31.2023 42
IiIJNTINGTON 13EACFI FIRI?FIGII'1'1?IZS' ASSOCIA'1'1ON
E\IIIBI ' F— POLICY D-14, NIININIUNI SI'AFFINC AND FILLING OF VACANCIES
4. Qualified Personnel - Am' Huntington Beach Fire Department employee meeting the minimum
qualifications for the position as detailed in Policy D-10 who is operating/functioning with the
approval of the on-duty Battalion Chief.
POLICY
'file Duty Battalion Chief shall be responsible to ensure that each fire station and each apparatus are
fully staffed according to this policy.
A. NIININIUN1 STAFFING
The City of Huntington Beach (City) shall cause apparatus to be staffed with sufficient personnel to
ensure the ,,afety of employees and the control of risk. For these purposes; the minimum staffing shall
be as follows:
1. E'ach Fire Company shall be staffed with a minimum of three (3) personnel and may be assigned
various firefighting or other emergency related activities; as well as routine duties. Fire
Companies are generally assigned as engine companies or truck companies when they operate
with it lire engine or lire truck apparatus. They may. however, operate without apparatus or with
more than one (1) vehicle or apparatus. When operating with more than one (1) vehicle or
apparatus, the minimum staffing requirements of this section shall be required when the vehicle
is operated on an incident scene. Apparatus responding Code 3 shall be stal'fcd with it mininunn
of two (2) persons.
2. Each in-service engine company shall be staffccl with no less than one (1) Fire Captain, one (I)
Fire Ingincer, and one (I) Firefighter. Any member may be it Paramedic.
it. In the event a Fire Company drops below minimum staffing and "Qualified Personnel" are
available. that Fire Company may continue to respond to augment single engine alarms. A
second fully staffed engine shall be dispatched.
3. Lach in-service truck company shall be staffed with no less than one (t) Fire Captain, one (I)
Dire L'•ngincer, and two (2) Firelighters. Any member may be it Paramedic.
it. In the event it fire Company drops below minimum staffing and "Qualified Personnel" are
available. that Fire Company may continue to respond to augment single engine alarms. A
second fully staffed engine shall be dispatched.
d. Each in-service paramedic unit shall be staffed with no less than two (2) certified Paramedics.
5. Each in-service paramedic engine company shall be stafted with no less than one (1) Fire
Captain, one (1) Fire Engineer, and two (2) Firefighters. Two (2) of the members must be
certificcl Paramedics.
I MFA MOU Jul I,2021—December 31,2023 13
HUNI'INGTON BF,ACFI F[REFIGIITERS' ASSOC]ATION
EXHIBIT F— POLICY D-14, NIINIMU1M STAFFING AND FILLING OF VACANCIES
a. In the event a I"irc Company drops below minimum staffing and "Qualified Personnel" are
available. that Fire Company may continue to respond to augment single engine alarms. A
second fully staffect engine shall be dispatched.
6. Fach in-service paramedic assessment engine company shall be staffed with 110 less than one (1)
Fire Captain, one (1) Fire I%ngincer. and one (I) Firefighter. One (1) of the members must be a
certified Paramedic.
a. In the event it Fire Company drops belovy minimum staffing and "Qualified Personnel" are
available, that fire Compam ma}, c011tinuc to respond to augnunt single engine alarms. A
second fully staffed engine shall be dispatched.
7. Each in-service hazardous materials apparatus shall be staffed with a fire company of which the
recularly assigned personnel shall be specially trained in hazardous materials incident practices
and procedures. One or more of the personnel staffing the hazardous materials apparatus may be
assigned as technical advisors to an emergency's Incident Commander. AVhen this occurs, the
remaining personnel may be reassigned to other companies involved in the incident or other
Hazardous Materials Joint Powers Authority providers.
3. Special purpose apparatus shall be staffed with no less than one (1) person (Fire Engineer or
Firefighter assigned/qualified as such) when responding Code 2. and with no less than two (2)
personnel (one of whom must be it Fire Engineer or a Firefighter assigned/qualified as a Fire
En(,ineer) when responding Code 3 to alarms.
). Fire apparatus not considered to be in service shall not be required to have personnel assigned to
them for the purposes of this Article.
10. The minimum staffing as set forth in this Article shall be specifically and exclusively from public
safety employees of the Huntington Beach Fire Department for all routine activities and normal
shift cluties. Reserve Firefighters shall not be used to meet minimum staffing levels.
a. No employee shall be assigned to more than one (1) fire-company at the same time for all
routine activities and normal shift cluties.
b. Routine activities and normal shift cluties shall include those emergencies that would
normally be handled by the on-duty suppression force.
C. FILLING VACANCIES
I. Employees acting in a higher classification, when properly qualified, shall be considered
equivalent to the required classification.
1I11FA NIOU Jule I.2021—December 31.2023 44
HUNTI\'CTON BEACH FIRI FIGII'1'1?RS' ASSOCIATION
1?\111131'I' F' — POLICY D-l�l, �91N1�•11J1.1 S'I'AFFI\`(: A\`U FIL,L,I1\'C: OF VACANCIES
c. Employees acting in a higher classification shall be paid acting pay for all time worked in
the higher class xyhen the time cumulatively exceeds two (2) hours within one (1) 24-hour
shift. Acting pay will be calculated based on the step ntnge of the higher classification; Which
provides at least a live percent range differential. For example, a Firefighter at E step who is
qualified and acts as an Engineer will be compensated at the hourly rate ofa D step Engineer_
which is equal to or greater than a live percent cliffcrcntial.
2. Any employee assigned to serve in the capacity of Battalion Chiefs Aide shall not be utilized to
satisfy anY of the minimum staffing rcquircments except as set forth in this Articic. The BC's
Aide may be utilized to till a position for which they are qualified to serve in cases ol'temporary
f fill-in of four (4) hours or less.
3. Either one a) Firefighter or one (1) Firefighter Paramedic assigned to a truck company may be
utilized for special assignments Or a period not to cxcecd lour (4) hours in a 24 hour period.
4. RIEPLACEMENT (OALLBACK. AV'bell a vacancy exists on any apparatus. the Department will
be obligated to meet minimum staffing obligakms of*this Article by use of off-duty personnel
on an overtime basis. In the event an apparatus is placed out of service, those persons previously
assigned thereto may be utilized to lilt any vacancy prior to the use of onout_y personnel on an
overtime basis.
5. When a vaamcy exists on any apparatus, the vacancy shall he filled rank for rank based upon
the provisions of the Fire Department's Policy D-3 (Callback Staffing System).
1). NFI N' I Q U I P NI EINT
I . Ifthe City makes a managerial decision to change staffing levels provided for in the MOLL or to
utilize any new apparatus over and above that presently in use, the City and the Association shall
i'v4cct and Confer in good faith prior to such action being implemented.
2. The \•feet and Confer process/obligation shall apply to any managerial decision to eliminate any
paramedic unit(s) / van(s).
E. CHANGES IN STAFFING
I. If either party requests a Nleet and Confer, as indicated in New Equipment and Changes in
Staffing sections above, the parties shall complete the process(including any impasse procedure)
within 60 days. unless otherwise extended by mutual agreement.
I InFA NIOU Jul I.2021 —December 31.2023 45
11UNTINGTON BYACIi HREFKAITERS' ASSOCIATION
FIX HIBIT G — FIRI?FIGIi ['I:KS' RIG11"FS "1'O API'F.AL 1)ISCIPLINARY ACTION
The fol lowing appeals procedures arc adopted pursuant to Government Code § 3254.5 of the Fircf fighters
PI-ocedural Bill of Rights Act and supersede any personnel rules to the conu-aly.
I. DEFINITIONIS
a. The teen "firefighter' means an emplovice who is considered a `fircf-ightet" under
Government Cocfc § 3251(a).
b. The term "punitive action" means any action dclmcd by Government Code §3251(c). i.e._
"any action that may lead to dismissal, demotion, suspension. reduction in salary, written
reprimand. or transfer for ptn-poses of punishment.°°
2. APP8AL Oh: A PUNITIVE ACTION NOT INVOLVING DISCHARGI . D131VH7fION OR
SUSPENSION OR RGDUCfION IN SALARY OI' A FIREPIGI ITER
Pursuant to Government Code § 1 1445.20. the following informal hearing procedureshall be utilir-cd
for an appeal by a firelighter of a punitive action not involving discharge, demotion. reduction in
salary or suspension.
a. Notice of Appeal - Withinfifteen (I5) calendar days ofreceiptbyafircfightcrofnotification
of punitive action as set forth above, the firefighter shall notify the office of the Firc Chicf'in
writing of the tircfightcr°s intent to appeal the punitive action. The notice of appeal shall
specify the action being appealed and the substantive and procedural grounds for the appeal-
b. Presiding Officer- In an informal hearing. a Division Chief shall be the presiding officer. A
Division Chief shall conduct the informal hearing in accordance with these proccclures and
shall make the final decision. If the Division Chief cannot serve as the hearing officer
because of actual bias, prejudice or interest as defined by Government Code §1 1425.40. then
the Fire Chief or their desk—nice shall serve as the Presidinc Officer and shall make the final
decision. Written reprimands ad.judicatcd following the informal process provided herein
shall be removed from the employee's personnel file after two years il'no similar occurrence
takes place within that time. ll'a similar occurrence takes place (as determined by the Piro
Chief) the discipline shall remain until ( vo years have passed without such an occurrence.
c. Burden of Proof-- The employer shall bear the burden of proof'at the hearing.
I) If the action being appealed does not involve allegations of-employee misconduct, the
limited purpose ofthc hearing shall be to provide the officer the opportunity to establish
a record of the circumstances sun-ounding the action. "fhc Department's burden of proof
shall be satisfied if the Department establishes by a preponderance of the evidence that
the action was reasonable. "hhe Department's burden of proof may be satisfied even
though reasonable persons may disagree about the appropriateness of the action.
I IRFA.MOU July I.2021 —December 3I,2023 46
HUNTINGTON BEACH FIR EFIGIITF,RS' ASSOCIATION
GXIIIBIT G — FIRF.FIGHTFRS' RIGHTS TO AITFAL DISCIPLINARY ACTION
2) However. if the punitive action involves charges of misconduct, the Department shall
have the burden of proving by a preponderance of the evidence the facts which form the
basis for the charge and that the punitive action was reasonable under the circumstances.
d. Conduct of'l-learina
1) "hhe formal rules of evidence do not apply, althou1111 the Presiding Oflicer shall have
discretion to exclude evidence which is incompetent. irrelevant or cumulative. or the
presentation of which will otherwise consume undue time.
2) The parties may present opening statements.
3) The parties may present evidence through documents and testimony.
aa. Witnesses shall testify under oath.
bb. Subpoenas may be issued pursuant to Government Code §$11450.05- 1 1450.50.
4) Following the presentation of evidence. if any. the parties may submit oral and/or written
closing arguments for consideration by the hearing officer.
c. Rccordin!of the I lcarine - The hearing may be tape recorded or stenographically recorded
by a Certified Court Reporter by either party . The per diem cost of the court reporter shall
be equally borne by the parties. ']'he cost to receive a transcript of the hearing shall be borne
by the party requesting the transcript.
f. Representation - The firefighter may be represented by an association representative and/or
attornev of his or her choice at all stages of the proceedings. All costs associated With such
representation shall be borne by the f irclightcr.
e. Decision - The decision shall be in writing pursuant to Government Code y 1 1425.50. The
decision shall he served personally or by first class mail. postage pre-paid. upon the
I irclightcr as well as their attorney or representative, shall be accompanied by an affidavit or
certificate of mailing, and shall advise the firefighter that the time within which judicial
review of the decision may be sought is eoverncd by Code of Civil Procedure § 1094.6.
3. APPEAL OF A DISCIPLINARY DECISION INVOLVING DISCHARGE, REDUCTION IN
SALARY. DFAIO PION OR SUSPENSION OF A PIRI3FIGIiTER
a. In those instances where the procedures in Government Code jj 11400. et seq. are
inapplicable to an administrative appeal, the administrative appeal shall be conducted in
accordance with Chapter 5 (cornmencing with Section 1 1500) of Part I of Division 3 of Title
2 of the California Government Code.
b. Notice of Discipline as Accusation - The final notice of discipline which may be issued at
the conclusion of any pre-disciplinary procedures shall serve as the Accusation as described
in Government Code j§ 11500. ct seq. Pursuant to Government Code section 3254.
subsection (0, the discipline shall not be effective sooner than 48 hours of issuance of the
final notice ol'discipline.
fIRFA MOU Juk I,2021—D cember 11,2023 47
1IUNTINGTON BEACII FIREFIGHTERS' ASSOCIATION
EXIIIBIT G — FIREFIGHTERS' RIGHTS TO APPEAL DISCIPLINARY ACTION
"fhe notice shall be prepared and served in conformity with the requirements of Government
Code §§l1500. ct seq. A copy of Chapter 5 (commencing with Section 1 1500) of Part I of
Division 3 of Title 2 of the California Government Code shall be provided to the firefighter
concurrently with the notice of'discipline.
c. Notice of Delcnse/Request for I-Icarine - Within 15 calendar clays after service of the
accusation the respondent may file with the office of the Fire Chief a notice of defense in
which the respondent may:
1) Request a hearing:
2) Object to the accusation upon the ground that it does not state acts or omissions upon
which the agency may proceed;
3) Object to the form of the accusation on the ground that it is so indefinite or uncertain that
the respondent cannot identify the transaction or prepare a defense:
4) Admit the accusation in whole or in part:
5) Present new matter by way of'delense:
6) Object to the accusation upon the ground that. under the circumstances. compliance with
the requirements ofa regulation would result in a material violation of another regulation
enacted by another department affecting substantive rights:
Within the time specified respondent may file one or more notices of defense upon any or all
of these grounds but all ofthese notices shall be filed within that period unless the agency in
its discretion authorizes the filim_ of a later notice.
The respondent shall be entitled to a hearing on the merits if the respondent files a notice of'
defense, and the notice shall be deemed a specific denial of all parts of the accusation not
expressly admitted. Failure to timely file a notice of defense shall constitute a waiver of
respondent's right to a hearing, but the agency in its discretion may nevertheless grant a
hearing. Unless objection is taken as provided in Government Code Section 11506. all
objections to the form of the accusation shall be deemed waived.
The notice of defense shall be in writing signed by or on behalf of the respondent and shall
state the respondent's mailing address. It need not be verified or follow any particular form.
d. Administrative La\y,lucleC - Pursuant to Government Code y 1 1512, the City has determined
that appeals shall continue to be heard by the Personnel Commission with the administrative
law judge presiding at the hearing. pursuant to Government Code j 11512(b). The
administrative law judge shall rule on the admission and exclusion of evidence and advise
the Personnel Commission on matters of law. The personnel Commission shall exercise all
other powers relating to the conduct of the hearing pursuant to pre-established Huntington
Beach Rules. The process contemplated in this subsection may be "reopened" for discussion
after three years.
I BFA'NIOU JuIN 1,2021—Deeemtxr 31.2023 •13
HUNTINGTON 13EACII I'll I2E FIG IITGRS' ASSOC[AT]ON
FXIIIBIT G— 6'IRIi;F'IGF1"1'b:RS' R[G11'1'S 'TO APPEAL DISC11'LINARV ACTION
c. Time and Place of' Healing - Pursuant to Government Code j 11508. Unless otherwise
decided by the Personnel Commission, a hearing shall be conducted at Cite Ball at it time to
be determined by the Personnel Commission.
t. Notice of' the Hearing - Notice of the hearing shall be provided to the parties pursuant to
Government Code j 11509.
g. ']'he Personnel Commission may recommend to sustain, reduce, or rescind the disciplinary
action taken where evidence produced in the hearing warrants such recommendation. The
standard at the hearing shall be "Just Cause." In all instances, the personnel Commission
shall certify copies of its findings and decision to the City Manager, the department head
from whose action the appeal was made. and the appellant employee. The Board's decision
shall be final. Requests for reconsideration by the Personnel Commission shall be governed
by Government Code j 11527.
The decision shall be in writing. The decision shall be served personally or by first class
mail, postage pre-paid, upon the firefighter as well as their attorney or representative, and
shall be accompanied by an affidavit or certificate of mailing. Judicial review of the decision
may be sought pursuant to Government Code § 1 1523 and the Code of Civil ProMlure.
It. In the event California Lary cited herein is modified, these rules shall also be automatically
modified in accordance thereto.
I II it:A MOU July I,2021-December 31,2023 49
Res. No. 2021-68
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, ROBIN ESTANISLAU, the duly elected, qualified City Clerk of the
City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do
hereby certify that the whole number of members of the City Council of the City of
Huntington Beach is seven; that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a Regular meeting thereof held on December 21, 2021 by the following vote:
AYES: Peterson, Bolton, Posey, Delgleize, Carr, Moser, Kalmick
NOES: None
ABSENT: None
RECUSE: None
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
Consideration of Proposed Memoranda '
of Understanding with Huntington Beach
Firefighters' Association; Fire, Police, and
Marine Safety Management Associations; and
Management Employees' Organization; and
Introduction of the Huntington Beach
Municipal Teamsters' MOU
Overview _
l•�I Q+
► On I 1/]6/2021. the City Council voted affirmatively to introduce
two labor agreements for formal consideration
► Huntington Beach Firefighters' Association (HBFA)
► 1 12 members
► MOU expired in June 2021
► Fire Management Association (FMA)
► 8 members
► MOU expired in September 2017
i
Overview
► On 1 21 11202 1. the City Council voted affirmatively to introduce
three labor agreements lot formal consideration
► Management Employees' Organization (MEO)
► 105 Members
► MOU expires in December 2021
► Marine Safety Management Association (MSMA)
► 18 Members
► MOU expired in March 2018
► Police Management Association (PMA)
► 13 Members
► MOU expired in June 2020
Overview
► Tonight for City Council's consideration is the adoption of the
proposed MOUs with these five associations: and.
► Introduction of the Proposed MOU with Huntington Beach
Municipal Teamsters (HBMT)
► 345 Members
► MOU expires in December 2021
fiH ti�
Proposed Memoranda of .
Understanding f;
Huntington Beach Huntington Beach Fire
Firefighters' Association (HBFA) Management Association (FMA)
► 2.5 year agreement (July 1. 2021 - ► 25-Yea aggreemenl IJuly I. 2021
Dec.31. 2023) Dec.31, 2023)
► Opportunity to earn additional step ► Opportunity to earn up to 3%merit-
increase.and up to 3%merit-based based lump sum bonus for lop-step
lump sum bonus for top-step employees
employees No Increase employee ColPERS cost
NoIncrease employee ColPERS cost sharing by 2`y(to the max.of 13%)
sharing by 1%(to The max,of 13%) ► City's medical plan contribution to
► City's medical plan contribution to increase by -$90/month. $23 in
increase by -$60/month in Year 1. Yea 2
$23 in Year 2 ► Education,specialty.and longevity
► Holiday-in-lieu&specialty pay pay updates
adjustments ► the average annual cost of this
► the average annual cost of This overall agreement is$97.357
overall agreement is$L I M
Proposed Memoranda of
Understanding =�
Management Marine Safety Police
Employees Management Management
Organization (MEO) Association (MSMA) Association (PMA)
Proposed Memoranda of
Understanding
Huntington Beach
Municipal Teamsters (HBMT)
► 3-year agreement (Jan. 1. 2022-Dec. 31. 20241
► 2%wage increase
► Opportunity to earn additional step increase.and up to 3%
merit-based lump sum bonus for fop-step employees
► City's medical plan contribution to increase by average of
-$67/month in Year I. $23/month in Year 2
► Formal incorporation of two City-paid holidays
(Christmas Eve and New Year's Eve)
► The average annual cost of this overall agreement is$1.15M
+`M�Kv+antis
City Council Options
► Approve the Proposed Successor Memoranda of Understanding
with HBFA. FMA. MSMA, PMA. and MEO:and
► Approve the Introduction of the Proposed Successor MOU with HBMT
► Do not approve the adoption or introduction of the proposed
agreements, and direct staff to:
Continue to meet and confer with one or more Associotion(s). or
Utilize the impasse procedures contained within the City's
Employer-Employee Relations Resolution