HomeMy WebLinkAboutCity Council - 2022-02 RESOLUTION NO. 2022-02
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
APPROVING AND IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE HUNTINGTON BEACH MUNICIPAL TEAMSTERS (HBMT) AND THE
CITY FOR JANUARY 1, 2022 THROUGH DECEMBER 31, 2024
The City Council of the City of Huntington Beach does resolve as follows:
The Memorandum of Understanding between the City of Huntington Beach and the
Huntington Beach Municipal Teamsters (HBMT), 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
executed this Agreement. Such Memorandum of Understanding shall be effective for the term of
January 1, 2022 through December 31, 2024.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the !day of ,,� "2..L.
77
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REV[ ED ND APPROVED:
?APPROVED O FORM:
City Manager
rney
INITIATED AND APPROVED:
Director of Administrative Services
22-01844/273765
.�XNi3iT '/f - sa�u-ToiJ �a - a
Memorandum of Understanding
between
Huntington Beach
Municipal Teamsters
and
City of Huntington Beach
January 1 , 2022 — December 31 , 2024
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
PREAMBLE...................:.................................................................................................1
ARTICLEI - TERM OF MOU..........................................................................................1
ARTICLE 11 - REPRESENTATIONAL UNIT/CLASS ......................................................1
ARTICLE III - MANAGEMENT RIGHTS.........................................................................2
ARTICLE IV - EXISTING CONDITIONS.........................................................................2
ARTICLE V - SEVERABILITY........................................................................................2
ARTICLE VI - SALARY SCHEDULE..............................................................................3
A. CLASSIFICATION AND SALARY RATES ........................................................................3
B. PERFORMANCE BONUS ........................................................................................... 3
ARTICLE VII - SPECIAL PAY........................................................................................4
A. EDUCATION.............................................................................................................4
1. Tuition Reimbursement................................................................................................................4
B. ASSIGNMENT PAY....................................................................................................4
1. Leadworker Differential................................................................................................................4
2. Shift Differential............................................................................................................................4
a. Afternoon Shift........................................................................................................................4
b. Night Shift................................................................................................................................4
c. Shifts Defined..........................................................................................................................4
C. SPECIAL CERTIFICATION/SKILL PAY ..........................................................................5
1. Bilingual Skill................................................................................................................................5
2. Hazardous Materials Duty Assignment Pay.................................................................................5
ARTICLE VIII - UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT..........................5
A. UNIFORMS AND SAFETY SHOES ................................................................................5
1. Safety Shoes—Cost....................................................................................................................5
2. Safety Glasses.............................................................................................................................6
B. TOOL ALLOWANCE...................................................................................................6
C. VEHICLE USE ..........................................................................................................6
ARTICLE IX - HOURS OF WORK/OVERTIME..............................................................6
A. WORK SCHEDULE....................................................................................................6
1. Pay Definitions.............................................................................................................................6
2. Defined Workweek under Fair Labor Standards Act(FLSA).......................................................7
3. Flex Schedule and Alternative Work Schedule - Civic Center Employees..................................7
a. 5/40 Work Schedule................................................................................................................7
b. 9/80 Work Schedule................................................................................................................7
c. 4/10 Work Schedule................................................................................................................8
d. Existing Alternative Work Schedules...............................................—....................................8
B. OVERTIME/COMPENSATORY TIME.............................................................................8
1. FLSA Workweek and Employee Pay Period ...............................................................................8
2. Overtime.......................................................................................................................................8
3. Work Shift that Exceeds Thirteen (13) Hours..............................................................................8
HBMT MOU January 1,2022 through December 31,2024 ii
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
C. EMPLOYEE FATIGUE ................................................................................................9
D. CALLBACK...............................................................................................................9
E. MANDATORY STANDBY.............................................................................................9
F. ACTING ASSIGNMENT...............................................................................................9
G COURT STANDBY TIME AND COURT APPEARANCE TIME............................................10
ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS ..................................10
A. HEALTH AND OTHER INSURANCE PREMIUMS ............................................................10
B. ELIGIBILITY CRITERIA AND COST.............................................................................10
1. City and Employee Paid Medical Insurance— Employees and Dependents.............................10
2. Maximum Employer Contributions.............................................................................................11
3. Part-Time Employee Contributions ...........................................................................................12
4. Future Premiums and City Contributions ..................................................................................12
C. COBRA ...............................................................................................................12
D. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE..............................12
E. LONG TERM DISABILITY INSURANCE (LTD) ..............................................................12
F. MEDICAL CASH-OUT..............................................................................................12
G. SECTION 125 PLAN ...............................................................................................13
H. MISCELLANEOUS ...................................................................................................13
5. Health Plan Over-Payments ......................................................................................................13
I. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY RETIREE
MEDICAL SUBSIDY PLAN ...............................................................................................13
J. POST-65 SUPPLEMENTAL MEDICARE COVERAGE.....................................................14
ARTICLE XI - RETIREMENT........................................................................................14
A. BENEFITS..............................................................................................................14
1. Self-Funded Supplemental Retirement Benefit.........................................................................14
2. Deferred Compensation.............................................................................................................15
3. Medical Insurance for Retirees..................................................................................................15
B. CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM (CAL PERS) .......................15
1. Classic Members Miscellaneous Unit Members........................................................................15
2. New Member Miscellaneous Unit Members...............................................................................16
C. PRE-RETIREMENT OPTIONAL SETTLEMENT 2 DEATH BENEFIT.....................................16
D. FOURTH LEVEL OF 1959 SURVIVOR BENEFITS .........................................................16
ARTICLE XII - LEAVE BENEFITS ...............................................................................17
A. LEAVE WITH PAY...................................................................................................17
1. General Leave............................................................................................................................17
a. Accrual ........................................................................................................................ .......17
HBMT MOU January 1,2022 through December 31,2024 111
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
MEMORANDUM [}FUNDERSTANDING
TABLE /]FCONTENTS
�
b. Eligibility and Approval................ .................................................... ........................ ..........17
cConversion to Cash............................................... .............................................................17
d. One (1)Week Minimum Vacation Requirement........................................... .......................17
2- City Paid Holidays...................... ................................. ........................................... ...............10
b. City Observed Holiday.......................................................................................................... 8
c. Holiday Paid Time Off for Part-Time Employees........................................................— ....]8
d. Holiday Pay for Work una City Observed Holiday............................................................... 8
e. Holiday Pay for Work unan Actual Holiday (Not the City Observed Date) ..........................19
A. Alternative Work Schedules................. ............... ....................................................... ........18
h. Ca|PERS Reporting uf Holiday Pay...................... ................................................................18
4. Sick Leave...................................................................... ...... ....................................... .........18
a. Accrual...... .................... .......................................... ...... --- ................................. ........1S
b. Credit -- ........................................................................................................... ...............18
c. Usage—.................................................................................................................................19
V. Payoff at Separation.............................................................................................................. D
e. Extended Absences............. .............................................. ................................................20
5.DereovementLeave ................................... ........................................... — .............................2O
6.Aasnniahon Business ............................................................................. .......................... .........2V
7juryDuty .............. ... ..................................... ................................... ...... .... ........................... 0
81eave Benefits Entitlement ---.,..---------------- ..................... .............2O
ARTICLE XIII — CITY RULES........................................................................................20
ARTICLE XIV ~~ MISCELLANEOUS .............................................................................20
A. GRIEVANCE ARBITRATION ......................................................................................70
A. PROMOTIONAL PROCEDURES ...................................................... ..........................71
1- Tie Soores ................................................................................................. ..............................21
2- Salary Upon Promotion.............................................................................—..............................21
C. LABOR-MANAGEMENT RELATIONS COMMITTEE ........................................................21
D. COPIES UFM(}U........ —.......................................................................................22
E. POSITION CLASSIFICATION ISSUES..........................................................................7?
1. Class Specifications.................................. ......... .................................................................... 2
2. Reclassification Impact..............................--- ......................................................................22
F. CLASS/\AND B DRIVER LICENSE FEES .................................................. ................77
G. DEFERRED COMPENSATION LOAN PROGRAM.......... —.............................................72
H. PERFORMANCE EVALUAT0NS/VVR|TTEN REPRIMAND APPEALS .................................?7
1. HAMT LETTER UF INTRODUCTION ..........................................................................72
J. DEPARTMENT OF TRANSPORTATION /[}(]T\ RANDOM ALCOHOL AND CONTROLLED
SUBSTANCE TESTING....................................................................................................22
K. UPDATE EMPLOYEE-EMPLOYER RELATIONS RESOLUTION'' ' —' ' ' ' ' '.'---.72
L. REQUIRED FINGERPRINTING Ur EMPLOYEES............................................................72
M. BEACH PARKING....................................................................................................22
N. REASONABLE SUSPICION ALCOHOL AND CONTROLLED SUBSTANCE TESTING .............23
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
ARTICLE XV - DURING THE TERM OF THE AGREEMENT.......................................23
A. CLASSIFICATION AND COMPENSATION SURVEY...........................................................23
B.PERFORMANCE EVALUATIONS ....................................................................................23
ARTICLE XVI - CITY COUNCIL APPROVAL ..............................................................24
LIST OF MOU EXHIBITS ..............................................................................................25
EXHIBIT A - PAY SCHEDULE.....................................................................................26
EXHIBIT B - UNIFORM POLICY..................................................................................32
EXHIBIT C - VEHICLE USE POLICY...........................................................................38
EXHIBIT D - PROVISIONS OF THE RETIREE MEDICAL SUBSIDY PLAN ...............41
EXHIBIT E - 9180 WORK SCHEDULE .........................................................................45
EXHIBIT F - 4110 WORK SCHEDULE..........................................................................47
EXHIBIT G - AGENCY SHOP AGREEMENT...............................................................49
EXHIBIT H - CATASTROPHIC LEAVE DONATION PROGRAM............................52
EXHIBIT I - HEALTH AND OTHER INSURANCE BENEFITS/TEAMSTERS
MISCELLANEOUS SECURITY TRUSTFUND....................................................56
HBMT MOU January 1,2022 through December 31,2024 v
Memorandum of Understanding
between
The City of Huntington Beach
(hereinafter called City)
and
The Huntington Beach Municipal Teamsters
(hereinafter called Association or HBMT)
PREAMBLE
WHEREAS, pursuant to California law, the City, acting by and through its designated
representatives, duly appointed by the governing body of said City, and the representatives of the
Association, a duly recognized employee Association, have met and conferred in good faith and
have fully communicated and exchanged information concerning wages, hours and other terms
and conditions of employment for the period January 1, 2022 through December 31, 2024; and
WHEREAS, the representatives of the City and the Association desire to reduce their agreements
to writing,
NOW THEREFORE, this Memorandum of Understanding (MOU) is made to become effective
January 1, 2022 and it is agreed as follows:
ARTICLE I —TERM OF MOU
A. This Memorandum of Understanding shall be in effect for a term commencing on January 1,
2022 the effective date through December 31, 2024.
B. This Agreement constitutes the entire Agreement of the parties with respect to improvements
or changes in the salaries and monetary benefits for employees represented by the
Association for the duration of this Agreement.
ARTICLE 11 — REPRESENTATIONAL UNIT/CLASS
It is recognized that the Association is the employee organization which has the right to meet and
confer in good faith with the City on behalf of permanent employees of the City within those class
titles set out in Exhibit A attached hereto and incorporated herein. The term "permanent
employee" herein shall be referred to as "employee" and is used only to determine entitlement to
certain benefits provided by this MOU and is defined as follows; an employee that has completed
or is in the process of completing a probationary period in a permanent position in the competitive
service in which the employee regularly works twenty (20) hours or more per week. Additionally,
the representation unit shall include all non-safety, non-management classifications which are
created after execution of this Agreement and are not included in another representation unit or
determined in accordance with the Employer-Employee Relations Resolution to be more
appropriately designated as Non-Associated (NA) classifications.
HBMT MOU January 1,2022 through December 31,2024 1
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
The City Manager reserves the right to designate up to seven (7) Association employees as
confidential on an annual basis, or as needed. The confidential employee designations shall be
determined by the City Manager for those employees having access to or preparing confidential
materials and/or information and/or recommendations on behalf of the City in its dealings with
employee associations.
The City shall provide the Association with the names of the employees who are designated as
confidential.
ARTICLE III — MANAGEMENT RIGHTS
The parties agree the City has the right to make unilateral management decisions that are outside
the scope of bargaining, as defined by state and federal law and Public Employment Relations
Board (PERB) decisions. Except as expressly abridged or modified herein, the City retains all
rights, powers and authority with respect to the management and direction of the performance of
City services and the work forces performing such services, provided that nothing herein shall
change the City's obligation to meet and confer as to the effects of any such management decision
upon wages, hours and terms and conditions of employment or be construed as granting the City
the right to make unilateral changes in wages, hours and terms and conditions of employment.
Such rights include, but are not limited to, consideration of the merits, necessity, level or
organization of City services, including establishing of work stations, nature of work to be
performed, contracting for any work or operation, reasonable employee performance standards,
including reasonable work and safety rules and regulations in order to maintain the efficiency and
economy desirable for the performance of City services.
ARTICLE IV— EXISTING CONDITIONS
Except as expressly provided herein, the adoption of this Memorandum of Understanding shall
not change existing benefits, and terms and conditions of employment which have been
established in prior Memoranda of Understanding, and/or provided for in the Personnel Rules of
the City of Huntington Beach.
ARTICLE V — SEVERABILITY
If any Article, Sub-Article, sentence, clause, phrase or portion of this Agreement, or the application
thereof to any person, is for any reason held to be invalid or unenforceable by the decision of any
court of competent jurisdiction, such decision shall not affect the validity of the remaining portions
of this Agreement or its application to other persons. The City and the Association hereby agree
that in the event any state or federal legislative, executive or administrative provision purports to
nullify or otherwise adversely affect the wages, hours and other terms and conditions of
employment contained in this Agreement or similarly purports to restrict the ability of the parties
to negotiate a successor agreement, the City and the Association shall, without prejudice to either
party's judicial remedies, endeavor to agree to alternative contractual provisions which are not
adversely affected by said legislative, executive or administrative provision.
HBMT MOU January 1, 2022 through December 31,2024 2
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
ARTICLE VI — SALARY SCHEDULE
A. Classification and Salary Rates
All employees are required to utilize direct deposit of payroll checks. The City shall issue
each employee direct deposit advice (payroll receipt) each pay period that details all
income, withholdings, and deductions.
Effective at the beginning of the pay period including January 1, 2022, the parties agree
that the salary schedule in Exhibit A reflects the following modifications from the salary
schedule in the 2019-2020 MOU:
1. The salary schedule will include seven (7) steps from A-G;
2. The steps will be five percent (5%) steps;
3. The salary ranges will be one percent (1%) apart;
4. Each job classification will be assigned a salary range by:
a. Locating the range on the new salary schedule with a Step F that is nearest to
the position's current top step (Step E) without being less; and then,
b. Moving two ranges higher, thereby providing a wage increase of not less than
two percent (2%) for all employees in the Association.
5. Each employee will be placed on the step(A-F) of their classification's assigned salary
range that is nearest to their base salary step (A-E of the 2019-2020 salary schedule)
without being less.
Once placed on the new, seven-step salary schedule, employees will be eligible to move
to the next step on their anniversary date (i.e., the date they are due for their next
evaluation) upon receipt of a satisfactory evaluation.
B. Performance Bonus
Effective at the beginning of the pay period including January 1, 2022, employees in the
unit who are at Step G on the salary schedule are eligible for an annual performance
bonus of up to three percent (3%) of their base pay at the time of their evaluation.
The annual performance bonus amount will be determined based upon the evaluation of
the employee's performance. A completed performance evaluation with specific
recognition of outstanding performance must be attached to the Personnel Action Form
and sent to the Human Resources Division. The evaluation will also identify performance
goals and objectives.
Employees who disagree with the performance bonus award granted by their supervisor/
manager may appeal the decision directly to their Department Head for additional
consideration. After review, the Department Head's final decision regarding the
performance bonus award amount shall be final and binding, and shall not be subject to
grievance.
HBMT MOU January 1.2022 through December 31, 2024 3
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
The parties agree that to the extent permitted by CalPERS or law, the City will report the
compensation in this section as special compensation pursuant to Title 2 CCR, Section
571(a)(1) Bonus.
ARTICLE VII — SPECIAL PAY
A. Education
1. Tuition Reimbursement
Upon approval of the Department Head and the Administrative Services Director,
employees may be compensated for courses from accredited vocational and
educational institutions. Tuition reimbursement shall be limited to courses related to
the employee's current job or any job family in the City to assist in career advancement,
or courses required to meet educational degree objectives. All courses require prior
approval by the Department Head and Administrative Services Director.
Education costs shall be reimbursed to employees on a first-come, first-served basis
for a full refund for tuition, books, parking (if a required fee), and any other required fees
upon presentation of receipts. On a first-come, first-served basis, the maximum annual
benefit per fiscal year for each employee is $5,250 (five thousand two hundred-fifty
dollars), until the maximum allocation for the entire bargaining unit of seventy five
thousand dollars ($75,000) in each fiscal year period has been allocated.
Reimbursements shall be made when the employee presents proof to the
Administrative Services Director that they have successfully completed the course with
a grade of"C" or better, or a "Pass" if taken for credit.
B. Assignment Pay
1. Leadworker Differential
Any employee classified as "Leadworker" shall receive no less than 8% above the
highest classification, which is assigned to the Leadworker to lead.
2. Shift Differential
a. Afternoon Shift
Employees required to work on a regularly assigned shift that occurs between
the hours of 4:00 PM and midnight, shall be paid a special pay equal to five
percent (5%) of the employee's base hourly rate of pay (as defined in Article IX)
for all work performed during said shift.
b. Night Shift
Employees required to work on a regularly assigned shift that occurs between
midnight and 8:00 AM shall be paid a special pay equal to ten percent (10%) of
the employee's base hourly rate (as defined in Article IX).
c. Shifts Defined
Employees will be considered as assigned to the afternoon shift (4:00 PM to
midnight) or the night shift (midnight to 8:00 AM) when five (5) or more hours of
HBMT MOU January 1,2022 through December 31,2024 4
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
their regularly assigned shift occurs in the afternoon or night shift as defined
herein.
C. Special Certification/Skill Pay
1. Bilingual Skill
Employees who are required by their Department Head to use Spanish, Vietnamese,
or American Sign Language skills as part of their job assignment, shall be paid an
additional five percent (5%)of their base hourly rate (as defined in Article IX) in addition
to their regular bi-weekly pay. The special pay shall be effective the first full pay period
following certification as verified to the Department Head in 'writing by the
Administrative Services Director or designee. Employees may accept assignments
utilizing bilingual skills in other languages on a short-term assignment with approval
by the City Manager. Such employees shall receive the additional five percent (5%)
of their base hourly rate of pay (as defined in Article IX) for every bi-weekly pay period
that the assignment is in effect. In order to be eligible for said compensation,
employee's language proficiency will be tested and certified by the Administrative
Services Director or designee.
The parties agree that to the extent permitted by law, Bilingual Skill Pay is special
compensation and shall be reported to CalPERS as such pursuant to Title 2 CCR,
Section 571(a)(4) Bilingual Premium.
2. Hazardous Materials Duty Assignment Pay
Employees assigned HazMat Duty by their department head or his or her designee
shall receive five percent (5%) of their base salary for the specific hours performing
the HazMat Duty assignment.
The parties agree that to the extent permitted by law, Hazardous Materials Duty
Assignment Pay is special compensation and shall be reported as such to CalPERS
pursuant to Title 2 CCR, Section 571(a)(4) Hazard Premium.
ARTICLE VIII — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT
A. Uniforms and Safety Shoes
The City's Uniform and Safety Shoe Policy shall be set forth in Exhibit B, a copy of which
is attached hereto and incorporated herein by this reference, provided however, that
employees represented by HBMT working in the Police Department shall be issued
property in accordance with the equipment issue form for the particular position to which
they are assigned.
1. Safety Shoes — Cost
The City shall furnish safety shoes in accordance with the procedures and guidelines
as set forth in Exhibit B. provided however, that the maximum amount to be
reimbursed for a pair of safety shoes will not exceed two hundred and twenty-five
dollars ($225.00) per pair every six (6) months or sooner, if necessary.
HBMT MOU January 1,2022 through December 31,2024 5
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
2. Safety Glasses
Prescription safety glasses shall be provided upon the approval of the Supervisor.
The cost of prescription safety glasses shall not exceed two hundred ninety-nine
dollars ($299.00) in each two (2) year period, or sooner if medically prescribed.
B. Tool Allowance
Those employees, who are required to furnish their own personal tools for use on the jab,
shall be provided with a tool allowance to offset a portion of the cost for said tools that are
lost, stolen or broken when in use on the job. Such allowance shall be eight hundred
dollars ($800.00) per year, payable in January of each year, separate from payroll checks
to those employees on active duty. In the event an employee is hired or separates, their
tool allowance for that calendar year shall be prorated on the basis of the total number of
months in which they were employed on the first working day of the year. It is understood
that the employee has the responsibility to exercise care and diligence in preventing the
loss, theft and breakage of their personal tools.
The following classifications are eligible to receive tool allowance:
• Equipment/Auto Maintenance Crewleader
• Equipment/Auto Maintenance Leadworker
• Mechanic I
• Mechanic II
• Mechanic III
• Helicopter Maintenance Technician
• Senior Helicopter Maintenance Technician
C. Vehicle Use
The City Vehicle Use Policy is attached in Exhibit C. Approval is required by the City
Manager or designee for any City vehicle to be taken home by an employee. Unit
employees subject to the vehicle use policy in Exhibit C shall be required to participate in
the DMV Pull Notice program.
ARTICLE IX — HOURS OF WORK/OVERTIME
A. Work Schedule
It is the intent of the City to provide an opportunity for employees to select a flexible (flex)
schedule and/or alternative work schedule that is consistent with the City's objective that
such schedules shall not reduce service to the public, departmental effectiveness,
productivity and/or efficiency as determined by the City Manager or designee.
1. Pay Definitions
For the purpose of this Agreement, the following definitions shall apply:
a. Base Hourly Rate of Pay is defined as the hourly rate of pay that is identified in
Exhibit A, Salary Schedules.
b. Regular Rate of Pay is defined as the base hourly rate plus (including) special pays
as identified in Article VII.
c. Overtime Rate of Pay is defined as the base hourly rate of pay times one and one
half (1 Y2) plus (including) special pays as identified in Article VI I.
HBMT MOU January 1,2022 through December 31,2024 6
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
d. Hours of Work includes: General Leave, Holidays, Sick Leave and Compensatory
Time for the purpose of calculating overtime.
2. Defined Workweek under Fair Labor Standards Act (FLSA)
It is understood that the City has established a workweek for each covered employee
which meets the requirements of the FLSA and which will not result in overtime
compensation as part of a normal work schedule. Each non-exempt employee shall
be assigned a designated FLSA workweek for the correct calculation of overtime.
This designated workweek shall not change unless extraordinary circumstances
require a change in the employee's regular work schedule due to operational need.
A change in the designated FLSA workweek shall be recommended by the
Department Head and approved by the Administrative Services Director,
3. Flex Schedule and Alternative Work Schedule - Civic Center Employees
With Supervisor and Department Head approval employees may flex regular
scheduled start times between the hours of 6:30 A.M. to 9:00 A.M. in half-hour
increments (i.e. 6:30 AM, 7:00 A.M., 7:30 A.M., 8:00 A.M., 8:30 A.M., and 9:00 A.M.).
Flex schedules shall not reduce service to the public, departmental effectiveness,
productivity and/or efficiency as determined by the City Manager or designee. Once
a flex schedule is established, an employee shall not change that schedule until the
end of the pay period, with the approval of the Department Head.
Employees will have the option of working a 5/40 or 9/80 work schedule with
Supervisor and Department Head approval. Employees assigned to the Police
Department shall retain the option of working the 4/10 work schedule with Supervisor
and Department Head approval. In order to maintain service to the public,
departmental effectiveness, productivity and/or efficiency, a Department Head may
assign an employee a different work schedule that is in compliance with the
requirements of FLSA with City Manager approval.
a. 5/40 Work Schedule
The 5/40 work schedule shall be defined as working five (5) eight (8) hour days
Monday through Friday each week plus a one (1) hour unpaid lunch during each
work shift, totaling a forty (40) hour workweek. The assigned 5/40 work schedule
must be in compliance with the requirements of FLSA.
b. 9/80 Work Schedule
i. Civic Center Employees
The 9/80 work schedule, as outlined in Exhibit E, shall be defined for all
employees assigned to the Civic Center as working nine (9) days for eighty
(80) hours in a two (2) week pay period by working eight (8) days at nine (9)
hours per day and working one (1) day (Friday) for eight (8) hours, plus a one
(1) hour unpaid lunch during each work shift, totaling forty (40) hours in each
FLSA workweek. The 9/80 work schedule shall not reduce service to the
public, departmental effectiveness, productivity and/or efficiency as
determined by the City Manager or designee.
ii. Non Civic Center Employees
The 9/80 work schedule, as outlined in Exhibit E, shall be defined for all
employees not assigned to the Civic Center as working nine (9) days for eighty
HBMT MOU January 1,2022 through December 31,2024 7
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
(80) hours in a two (2) week pay period by working eight (8) days at nine (9)
hours per day and working one (1) day (Friday) for eight (8) hours, plus a one
(1) hour unpaid scheduled lunch during each work shift, totaling forty (40) hours
in each FLSA workweek. The 9/80 work schedule shall not reduce service to
the public, departmental effectiveness, productivity and/or efficiency as
determined by the City Manager or designee.
c. 4/10 Work Schedule
The 4/10 work schedule, as outlined in Exhibit F. shall be defined as working four
(4) ten (10) hour days each week plus a one (1) hour unpaid lunch during each
work shift, totaling forty (40) hours in each FLSA workweek. The assigned 4/10
work schedule must be in compliance with the requirements of FLSA. The 4/10
work schedule shall not reduce service to the public, departmental effectiveness,
productivity and/or efficiency as determined by the City Manager or designee.
d. Existing Alternative Work Schedules
Non Civic Center employees who had an alternative work schedule (9/80 or 4/10)
prior to February 1, 2003, may retain that alternative work schedule. Employees
assigned to Beach Operations may be required to work a 4/10 work schedule.
Civic Center employees who had an alternative work schedule (9/80) prior to
February 1, 2003, may revert to that alternative work schedule (9/80) in the event
their Supervisor and/or Department Head determine that the 9/80 schedule set
forth in this Article is inappropriate for the employee's classification.
B. Overtime/Compensatory Time
1. FLSA Workweek and Employee Pay Period
Each employee is assigned a designated workweek as a seven (7) day workweek that
begins and ends based upon a defined work schedule. Each employee's pay period
is a fourteen (14) day cycle that consists of two (2) consecutive workweeks.
It is the policy of the City that overtime is to be used only as needed or under
emergency conditions, as approved by the City Manager or designee.
2. Overtime
FLSA "non-exempt" employees shall be compensated at the Overtime Rate (in the
form of pay or compensatory time) for hours worked over forty (40) hours in a
workweek.
3. Work Shift that Exceeds Thirteen (13) Hours
An employee who performs authorized work immediately preceding or upon completion
of a regular work shift (extension of a workday) that exceeds thirteen (13) hours in a
shift shall be compensated as follows:
a. One and one-half (1 1/2) times the employee's regular rate of pay for all hours
worked in excess of their regular workday, up to and including thirteen (13) hours
in any workday, and
b. Two (2) times the employee's regular rate for all hours worked in excess of
thirteen (13) hours in a workday.
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4. The employee's Supervisor shall determine if employee receives overtime pay or
compensatory time. Consideration shall be given to effectuating the request of the
employee; however, the maximum accrual for compensatory time shall be one hundred
forty (140) hours.
5. Two (2)times per fiscal year an employee may cash out hours of banked compensatory
time, for maximum annual cash out amount of one hundred ten (110) hours. The
employee shall give payroll two (2) weeks advance notice of their decision to exercise
such option.
C. Employee Fatigue
An employee who is called back to work following the end of their regularly scheduled
work shift and proceeds to work more than five (5) consecutive overtime hours shall then
be entitled to an eight (8) hour rest period without compensation, upon completion of the
assignment. Regularly scheduled lunch periods are not considered part of this rest period.
If the eight (8) hour rest period extends into the employee's next regularly scheduled work
shift, the employee shall suffer no loss of pay or accrued leave as a result thereof. As far
as is practicable, employees who have earned a rest period shall be relieved at the start
of their regular work shift in order to take such rest period.
This application of this provision shall include scheduled work assignments and extended
work assignments-
D. Callback
Employees called back to work shall be compensated a minimum of two (2) hours of
overtime pay at the regular rate of pay. A Supervisor shall notify an employee, in advance,
of the need to work overtime. Where overtime is worked as an extension of the workday,
it shall not be considered call back. While overtime may be required to be worked, it is the
City's policy to discourage the working of overtime, and to provide reasonable notification
to an employee should overtime be required. An employee called back to work less than
two (2) hours before their shift begins shall not be paid Call Back pay but will be paid in
accordance with Article IX.C. Overtime/Compensatory Time.
E. Mandatory Standby
An employee who is placed on standby status by their Supervisor shall be compensated
at an hourly rate equal to 0.180 of their base hourly rate of pay for the entire period of such
assignment.
F. Acting Assignment
If an employee is formally assigned to work in a higher classification on a temporary basis
for greater than three (3) consecutive weeks, the employee shall be compensated for all
hours worked in the higher classification at a rate which is at least five percent (5%) above
their pay step, but such pay increase shall not exceed ten percent(10%) and not to exceed
the top step of the pay range for all hours worked in the higher classification. In the event
a non-exempt employee is assigned to act in a classification that is exempt from overtime,
the employee shall retain all special pays of their non-exempt classification and shall
receive compensation for hours worked over forty (40) hours in the designated FLSA
workweek on a hour for hour basis, at the regular rate of pay. Such pay shall be paid or
credited to the employee's compensatory time off balance at the discretion of the
Department Head or designee.
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Acting assignments are not intended to exceed six (6) months unless extraordinary
circumstances warrant an extension as recommended and approved by the Administrative
Services Director. Under no circumstances shall an acting assignment exceed (1) one
year nor shall it be considered a reclassification or a promotion Employees on acting
assignment obtain no property rights in the acting assignment and may be returned to
their regular position at any time.
Upon promotion to an FLSA exempt classification, all compensatory time off shall be
cashed out prior to promotion at the employee's current regular rate of pay in the non-
exempt classification.
G. Court Standby Time and Court Appearance Time
An employee who is required to perform court standby duty in the performance of their
official capacity with the City, shall be eligible for Court Standby Time or Court Appearance
Time.
An employee who is required to be on standby for a court appearance during other than
their regularly scheduled work hours shall receive a minimum of three (3) hours' time at
their regular rate of pay for each morning and afternoon court session.
In the event an employee is required to appear in court during other than their regularly
scheduled work hours, the employee shall receive a minimum of three (3) hours at the
overtime rate; provided however, that if such time overlaps with the employee's regularly
scheduled work hours, this provision shall be limited to those hours occurring prior to or
after the employee's regularly scheduled work time.
A legally served subpoena or the direction of the Department Head shall be required to
support the payment of Court Standby or Appearance Time.
ARTICLE X— HEALTH AND OTHER INSURANCE BENEFITS
A. Health and Other Insurance Premiums
The City shall make available group medical, dental, and vision benefits to all employees.
A copy of the medical, dental, and vision plan brochures may be obtained from the Human
Resources Division.
B. Eligibility, Criteria and Cost
1. City and Employee Paid Medical Insurance — Employees and Dependents
The City and employee shall each pay for health insurance premiums for qualified
employees and dependent(s) effective the first of the month following the employee's
date of hire. The employee deduction for premium contributions shall be aligned with
the effective date of coverage, and the ending date of coverage upon the employee's
separation. The payroll deduction amount shall begin no later than the first full pay
period following the effective date of coverage and prorated for coverage through the
end of the month in which employment was separated. All employee contributions
shall be deducted on a pre-tax basis.
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Maximum Employer Contributions
For the term of this agreement, and thereafter unless modified by negotiated
agreement of the parties, the City's maximum monthly employer contributions for each
employee's health and other insurance premiums are set forth as follows:
a. Effective the pay period that includes January 1, 2022, the City's maximum
monthly contribution to medical premiums will increase as summarized in the table
below, up to, but not to exceed the monthly plan premium cost.
b. Effective the pay period that includes January 1, 2023, the City's maximum
monthly contribution to medical premiums will increase by $23.33 per month, per
medical plan and enrollment tier, up to, but not to exceed the monthly plan premium
cost.
c. The City's contribution to Delta Dental PPO, Delta Care HMO, and Vision Service
plans (VSP) will not increase, as shown in the table below. The dental insurance
maximum coverage is two thousand dollars ($2,000.00) per year.
The maximum City contribution shall be based on the employee's enrollment in each
plan. If an employee's health insurance premium (medical, dental, and/or vision)
exceeds the City's contribution, the employee shall be responsible for paying the
difference between the cost of the premium and the City's contribution.
Maximum City Health Contributions
The City agrees to contribute up to the plan premium per tier, but not higher
than the maximums listed below:
Plan Tier Prior Year Effective Effective
1/1/2022 1/112023
Single 779.00 831.19 854.52
Medical Two-Party 1357.00 1424.85 1448.18
Family 1607.00 1687.35 1710.68
Single 53.44 53.44 53.44
Delta Dental Two-Party 100.34 100.34 100.34
PPO
Family 132.70 132.70 132.70
Single 23.48 23.48 23.48
Delta Care Two-Party 39.95 39.95 39.95
HMO
Family 61.07 61.07 61.07
Single 21.88 21.88 21.88
VSP Two-Party 21.88 21.88 21.88
Family 21.88 21.88 21.88
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2. Part Time Employee Contributions
Part-time employees hired after July 1, 2006, shall receive a prorated amount of the
City's contribution rate as established for full-time employees based on the employee's
work schedule, either fifty percent (50%) for half-time (1/2) or seventy-five percent
(75%) for three-quarter time (3/4).
3. Future Premiums and City Contributions
For the term of this agreement, and thereafter unless modified by negotiated
agreement of the parties, the City's monthly contributions to medical, dental, and vision
insurance shall remain as specified for the 2022 and 2023 Health Premiums and
Contribution amounts, unless otherwise specified herein.
C. COBRA
Employees who terminate their employment with the City and their dependent(s) shall
have any and all the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)
benefits as well as Cal-COBRA (AB1401) to which the law entitles them.
D. Life and Accidental Death and Dismemberment Insurance
Each employee shall be provided with fifty-thousand dollars ($50,000.00) of life insurance
and fifty-thousand dollars ($50,000.00) of accidental death and dismemberment insurance
coverage paid for by the City. Each employee shall have the option, at their own expense,
to purchase additional amounts of life insurance and accidental death and
dismemberment insurance to the extent provided by the City's current providers.
E. Long Term Disability Insurance (LTD)
The City shall provide for each employee at the City's expense a long-term disability
insurance plan. The parties agree to exclude job-related illness or injury from coverage.
A copy of the LTD insurance plan may be obtained from the Human Resources Division.
The intent of long-term disability insurance is to assist employees who are off work for an
extended period of time. While long term disability benefits can be coordinated with
accrued leave benefits to achieve one hundred percent (100%) of regular rate of pay, no
employee may receive more than their regular rate of pay while receiving disability benefits
and paid leave.
F. Medical Cash-Out
Group health insurance for this unit is provided by the Teamsters Miscellaneous Security
Trust Fund. If an employee obtains approval from the Teamsters Miscellaneous Security
Trust Fund to suspend medical and prescription benefits, they may receive a medical
cash-out. The amount of cash-out is equal to the City's contribution to the lowest cost
employee-only medical premium offered to this unit.
Evidence of approved suspension must be submitted to the Human Resources Division.
Medical cash-out would commence the beginning of the first pay period following the
effective date of the approved suspension granted by the Teamsters Miscellaneous
Security Trust Fund.
The Medical Cash-Out is subject to increase up to a maximum of $831.19 effective
January 1, 2022, and up to $854.52 effective January 1, 2023, not to exceed the lowest
cost single plan tier monthly premium. If the lowest cost single tier plan monthly premium
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is less than the Medical Cash-Out maximum, then the cash-out will equal the lowest cost
single plan tier monthly premium.
G. Section 125 Plan
This plan allows employees to use pre-tax salary deductions to pay for regular childcare,
adult dependent care and/or unreimbursed medical expenses allowable under the Internal
Revenue Service rules for a Section 125 plan.
H. Miscellaneous
1. Nothing in this Article shall be deemed to restrict the City's right to change insurance
carriers or self-fund should circumstance warrant. City shall, however, notify the
Association of any proposed change and allow the Association an opportunity to review
any proposed change and make recommendations to the City.
2. Nothing in this Article shall be deemed to obligate the City to improve the benefits
outlined in this Article.
3. When the City grants an employee leave without pay for reason of medical disability,
the City shall continue to contribute its share of the employee's insurance premiums,
pursuant to Article X.B.2. for the time the employee is in a non-pay status for the length
of said leave not to exceed twenty-four (24) months. The City shall provide timely
written notification of employee rights under this Article and the LTD Plan and will assist
the employee in processing LTD claims so that undue delay in receiving LTD payments
is avoided.
4. The City and the Association participate in a City-wide joint labor and management
Insurance and Benefits Advisory Committee to discuss and study issues relating to
insurance benefits available for employees.
5. Health Plan Over-Payments
Employees shall be responsible for accurately reporting changes in the status of
dependent(s), which affect their eligibility for health plan coverage ninety (90) days after
the date of such status change. The City shall use its best efforts to advise all
employees of their obligation to report changes in the status of dependent(s), which
affect their eligibility. If an employee fails to report a status change that affects eligibility
within ninety (90) days, the City shall have the right to recover any premiums paid by
the City, on behalf of ineligible dependents. Recovery of such overpayments shall be
made as follows:
a. The employee's bi-weekly salary warrant shall be reduced by one-half (1/2) of the
amount of the bi-weekly overpayment. Such reduction shall continue until the
entire amount of the overpayment is recovered.
b. The City shall be entitled to recover a maximum of twelve (12) months premium
overpayments. Neither the employee nor the dependent shall be liable to the City
other than as provided herein.
I. Retiree Medical Coverage for Retirees Not Eligible for the City Retiree Medical Subsidy
Plan
Employees who retire from the City after January 1, 2004 and are granted a retirement
allowance by the California Public Employees Retirement System (CaIPERS) and are not
eligible for the City's Retiree Medical Subsidy Plan, may choose to participate in City
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sponsored medical insurance plans until the first of the month in which they turn age sixty-
five (65).
The retiree shall pay the full premium for City sponsored medical insurance for themselves
and/or qualified dependents without any City subsidy.
Employees who retire from the City and receive a retirement allowance from the CalPERS
and are not eligible for the City's Retiree Medical Subsidy Plan and choose not to
participate in City sponsored medical insurance, upon retirement permanently lose
eligibility for this insurance.
However, if a retiree who is not eligible forthe City's Retiree Medical Subsidy Plan chooses
not to participate in a City sponsored medical insurance plan because the retiree has
access to other group medical insurance, and subsequently loses eligibility for that group
medical insurance, the retiree and their qualified dependents will have access to City
sponsored medical insurance plans reinstated.
Eligibility for retiree medical coverage terminates the first of the month in which the retiree
or qualified dependent turns age sixty-five (65).
J. Post-65 Supplemental Medicare Coverage
Retirees who are participating in the Retiree Medical Subsidy Plan as of January 1, 2004
and all future retirees who meet the criteria to participate in City sponsored medical
insurance, with or without the Retiree Medical Subsidy Plan, may participate in a City
sponsored medical insurance plan that is supplemental to Medicare.
A retiree or qualified dependent must choose to participate in a City sponsored medical
insurance plan that is supplemental to Medicare beginning the first of the month in which
the retiree or qualified dependent turns age sixty-five (65).
The retiree shall pay the full premium to participate in a City sponsored medical insurance
plan that is supplemental to Medicare for themselves or qualified dependents without any
City subsidy.
Retirees or qualified dependents upon turning age sixty-five (65), who choose not to
participate in a City sponsored medical insurance plan that is supplemental to Medicare,
permanently lose eligibility for this insurance.
ARTICLE XI — RETIREMENT
A. Benefits
1. Self-Funded Supplemental Retirement Benefit
Employees hired prior to December 27, 1997 are eligible for the Self-Funded
Supplemental Retirement Benefit, which provides that:
a. In the event a PERS member elects Option #1, #2, #2W, #3, #3W or 94 of
the Public Employees' Retirement law, the City shall pay the difference
between the employee's elected option and the unmodified allowance which
the retiree would have received for their life alone as provided in California
Government Code sections 21455, 21456, 21457, and 21548 as said
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referenced Government Code sections exist as of the date of this agreement.
This payment shall be made only to the retiree and shall be payable by the
City during the life of the member, and upon that retiree's death, the
City's obligation shall cease. The method of funding this benefit shall be at the
sole discretion of the City. This benefit is vested for employees covered by this
Agreement.
b. Employees hired on or after December 27, 1997, shall not be eligible for this
benefit referenced in A.1.a. herein above.
2. Deferred Compensation
Any employee who contributes one dollar ($1.00) or more per pay period to their
deferred compensation account shall receive an employer contribution in the amount
of nine dollars and twenty-three cents ($9.23) per pay period to the employee's
deferred compensation account.
3. Medical Insurance for Retirees
a. Upon retirement, whether service or disability, each employee shall have the
following options in regards to medical insurance under City sponsored plans:
i. With no change in benefits, retirees can stay in any of the plans offered by
the City, at the retiree's own expense, for the maximum time period allowed
by federal law (COBRA), state law (Cal-COBRA); or,
ii. Retirees may participate in the Retiree Medical Subsidy Plan, attached
hereto as Exhibit D, as amended, based upon the eligibility requirements
described in Exhibit D.
iii. The value of any unused earned leave benefits may be transferred to
deferred compensation at retirement, but only during the time that the
employee is actively employed with the City. The latest opportunity for such
transfer must be the pay period prior to the employee's last day of
employment.
b. Employees hired on or after October 1, 2014, shall not be eligible for this benefit
referenced in A.3.a.ii. herein above.
B. California Public Employees' Retirement System (CaIPERS)
1. "Classic Member" Miscellaneous Unit Members
a. Retirement Formula - Members of the City's miscellaneous retirement plan with
the California Public Employees' Retirement System (CaIPERS) shall receive the
2.5% at age 55 CaIPERS retirement plan.
b. Member Contribution - All miscellaneous bargaining unit "classic' members shall
pay to CaIPERS as part of the required member retirement contribution eight
percent (8%) of pensionable income.
c. Classic Member Miscellaneous CaIPERS Cost Sharing — Upon the effective date
of this agreement, all classic members shall pay one percent (1%) additional
compensation earnable as employer cost sharing in accordance with Government
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Code section 20516(f) - for a capped maximum employee pension contribution of
nine percent (9%). The parties agree that this cost sharing agreement per
Government Code section 20516(f) shall continue after the expiration of this MOU
unless/until otherwise negotiated to either an agreement (in a successor MOU) or
the expiration of the impasse process by the parties. This provision shall not sunset
at the end of this agreement.
d. One-Year Final Compensation - The City shall contract with CalPERS to have
retirement benefits calculated based upon the "classic" member employee's
highest one year's compensation, pursuant to the provisions of Section 20042
(highest single year).
e. The obligations of the City and the retirement rights of employees as provided in
this Article shall survive the term of this MOU.
2. "New Member" Miscellaneous Unit Members - For "New" Members" within the
meaning of the California Public Employees' Pension Reform Act (PEPRA) of 2013.
a. CaIPERS New Member Retirement Formula - "New" Members shall be governed
by the two percent at age 62 (2% @ 62) retirement formula set forth in Government
Code section 7522.20.
b. Final Compensation - Final compensation will be based on the highest annual
average compensation earnable during the 36 consecutive months immediately
preceding the effective date of his or her retirement, or some other 36 consecutive
month period designated by the member.
c. New Member Miscellaneous CalPERS Member Contribution—All "new" members
as defined by PEPRA and determined by CalPERS, shall contribute one half(50%)
of the normal cost as established by CalPERS each year in its annual valuation for
the City, as required by California Government Code Section 7522.30(c).
d. New Member Miscellaneous CaIPERS Cost Sharing: Upon the effective date, new
members shall cost share 1.00% pensionable compensation in accordance with
Government Code section 20516(f). This will ensure that these members will pay
7.25% of pensionable compensation when combined with the 6.25% pensionable
compensation that these employees are required to pay as determined by
CaIPERS's annual evaluation. If in future fiscal years the member contribution rate
for new members shall become greater or less than 6.25% of pensionable
compensation, as determined by CalPERS'S annual valuation, employees shall
continue to pay one percent (1%) above as cost sharing per Government Code
section 20516(f).
C. Pre-Retirement Optional Settlement 2 Death Benefit
Employees shall be covered by the Pre-Retirement Optional Settlement 2 Death Benefit
as identified in Government Code Section 21548.
D. Fourth Level of 1959 Survivor Benefits
Employees shall be covered by the Fourth Level of the 1959 Survivor Benefit as identified
in Government Code Section 21574.
E. The City has adopted the CalPERS Resolution in accordance with IRS Code section
414(h)(2) and both the employee contribution and the City pickup of the required member
contribution are made on a pre-tax basis. However, ultimately, the tax status of any benefit
is determined by the law.
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ARTICLE XII — LEAVE BENEFITS
A. Leave With Pay
1. General Leave
a. Accrual
Employees accrue leave at the accrual rates outlined below. General Leave
may be used for any purpose, including vacation, Sick Leave, and personal
leave.
Years of Service Full-Time Three-Quarter One-Half Time
Time
First through 176 Hours 132 Hours 88 Hours
Fourth Year
Fifth through 200 Hours 150 Hours 100 Hours
Ninth Year
Tenth through 224 Hours 168 Hours 112 Hours
Fourteenth Year
Fifteenth Year 256 Hours 192 Hours 128 Hours
and Thereafter
b. Eligibility and Approval
General Leave must be pre-approved except for illness, injury or family
sickness, which may require a physician's statement for approval. General
Leave accrued time is to be computed from hire date anniversary. Employees
shall not be permitted to take general leave in excess of actual time earned.
Employees shall not accrue General Leave in excess of six hundred forty (640)
hours. An employee who earns General Leave hours in excess of six hundred
forty (640) hours shall be paid the cash value of those additional hours in their
paycheck. Employees may not use their General Leave to advance their
separation date on retirement or other separation from employment.
C. Conversion to Cash
Two (2) times during each fiscal year, each employee shall have the option to
convert into a cash payment or deferred compensation up to a total of one
hundred-twenty (120) hours of accrued General Leave per fiscal year. The
value of each hour of conversion is at the employee's current base hourly rate
of pay, as reflected in Exhibit A. The employee shall give payroll two (2) weeks
advance notice of their decision to exercise such option.
d. One (1) Week Minimum Vacation Requirement
Employees in the following positions, or their reclassified equivalent, in the
Finance Department, shall take a minimum of one (1) week (i.e., five (5)
consecutive workdays) paid vacation each calendar year:
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Accounting Technician I; Accounting Technician II; Senior Accounting
Technician; Accounting Technician Supervisor; Field Service Representative,
Senior Accountant (responsible for bank reconciliation) \
2. City Paid Holidays
a. Full-time employees shall be compensated for the employee's regularly
scheduled work shift for the following holidays:
1. New Year's Day
2. Martin Luther King Day (third Monday in January)
3. President's Day (third Monday in February)
4. Memorial Day (last Monday in May)
5. Independence Day (July 4)
6. Labor Day (first Monday in September)
7. Veteran's Day (November 11)
8. Thanksgiving Day (fourth Thursday in November)
9. The Friday after Thanksgiving
10. Christmas Eve (December 24)
11. Christmas Day (December 25)
12. New Year's Eve (December 31)
Any day declared by the President of the United States to be a national holiday
or by the Governor of the State of California to be a state holiday and adopted
as an employee holiday by the City Council of Huntington Beach-
b. City Observed Holidays
The parties agree that the City shall issue an official City holiday calendar in
January of each year that will determine the dates that holidays are observed,
following the guidelines below:
1. City-paid holidays which fall on Saturday shall be observed the preceding
Friday, and those falling on Sunday shall be observed the following
Monday.
2. In the event that two consecutive City-paid holidays fall on a Friday and
Saturday, the two holidays shall be observed on the preceding Thursday
and Friday.
3. In the event that two consecutive City-paid holidays fall on a Sunday and
Monday, the two holidays shall be observed on Monday and the following
Tuesday.
c. Holiday Paid Time Off for Part-Time Employees
A permanent part-time employee shall have City paid holidays paid as time off with
a prorated amount proportion to their regular hours worked, respectively for the
holidays listed above in Article XI1.2.a.
d. Holiday Pay For Work on a City Observed Holiday
In the event an employee is assigned to work on the City observed holiday, in
addition to being paid for the holiday at the employee's regular rate of pay, whether
it is or is not the employee's regularly scheduled workday, the employee shall be
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paid for working the holiday at the regular rate of pay unless FLSA overtime
provisions apply, meaning the employee will be paid overtime.
e. Holiday Pay for Work on an Actual Holiday (Not the City Observed Date)
An employee who works on the actual holiday as listed in Article XI1.2.A. 1-10, in
addition to being paid for the holiday at the employee's regular rate of pay, the
employee shall be compensated at the overtime rate.
f. An employee who is assigned or required to work on both the City observed holiday
date and on the actual date that the holiday falls, shall only be paid for one City
holiday (as applicable per section E. or F. above).
g. Alternative Work Schedules
Refer to the Leave Benefits' Holiday sections in Exhibit E 9/80 Work Schedule and
Exhibit F 4/10 Work Schedule for employees on alternative work schedules.
h. CalPERS Reporting of Holiday Pay
Employees who are required to work on a holiday observed by the City, either on
the date observed by the City or on the date that the actual holiday falls as a part
of their regular work schedule, shall have their holiday pay reported to CaIPERS.
Classifications eligible for this CalPERS reporting are: Beach Equipment Operator,
Beach Maintenance Crewleader, Beach Maintenance Worker, Crime Scene
Investigator, Parking/Camping Crewleader, Parking/Camping Leadworker,
Parking Meter Repair Technician, Parking Meter Repair Worker, Parking Control
Officer, Police Records Supervisor, Police Records Technician, Police Records
Specialists assigned to the Records Bureau, Police Service Specialists assigned
to the Records Bureau and Police Systems Coordinator.
i. If an employee is scheduled to work a holiday and will lose that holiday time due
to their General Leave bank having reached the maximum cap of six hundred forty
(640) hours, at the employee's request, the employee may cash out the part of
their holiday time they will lose.
3. Sick Leave
a. Accrual
No employee shall accrue Sick Leave.
b. Credit
Employees hired prior to March 30, 2002, shall be credited with their Sick
Leave accrued as of March 29, 2002.
C. Usage
Employees may use accrued Sick Leave for the same purposes for which it
was used prior to March 30, 2002.
d. Payoff at Separation
Upon separation, all employees shall be paid, at their current salary rate, for
twenty-five percent(25%) of unused, earned Sick Leave from four hundred and
eighty (480) hours through seven hundred and twenty (720) hours, and for fifty
percent (50%) of all unused, earned Sick Leave in excess of seven hundred
and twenty (720) hours.
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e. Extended Absences
Sick Leave shall not be used to extend absences due to work related
(industrial) injuries or illnesses.
4. Bereavement Leave
Employees shall be entitled to bereavement leave not to exceed three (3) work shifts
in each instance of death in their immediate family. Immediate family is defined as a
parent, sibling, spouse, registered domestic partner, child, grandparent, grandchild, or
wards of which the employee is the legal guardian, recognizing all birth, marital, and
other legal ties (i.e., step relatives, in-laws, etc.).
5. Association Business
An allowance of eight hundred (800) hours per year shall be established for the
purpose of allowing duly authorized representatives of the Association to conduct
lawful Association activities. The parties agree to meet and confer during the term of
the Agreement to establish guidelines for use of Association Business time.
6. Jury Duty
Employees who are regularly scheduled to work on swing or graveyard shifts, as
defined in Article VII.B.2., shall be placed on a day shift if they are required to appear
for jury duty or selection for a period of more than one day.
7. Leave Benefits Entitlement
The City shall comply with all state and federal leave benefit entitlement laws. An
eligible employee on an approved leave shall be allowed to use earned Sick Leave,
General Leave, and/or Compensatory Time for serious and non-serious family or
personal health issues. For more information on employee leave options, contact the
Human Resources Division.
ARTICLE XIII — CITY RULES
Personnel Rules
All MOU provisions that supersede the City's Personnel Rules shall automatically update the
City's Personnel Rules and be incorporated into such rules.
ARTICLE XIV— MISCELLANEOUS
A. Grievance Arbitration
Any grievance as defined and described in Rules 19 and 20 of the City Personnel Rules
(Resolution No. 3960), shall be settled in accordance with the procedures set forth in said
Rules except that the parties to the grievance may, by mutual agreement, submit the
grievance to a neutral arbitrator whose decision shall be final and binding on the parties.
The arbitrator shall be selected by the parties from listings of and pursuant to the rules of
the American Arbitration Association. This procedure, if adopted by the parties, shall be in
lieu of Step 5 of Rule 19, or Step 4 of Rule 20, and the fees charged by the arbitrator or
hearing officer and court reporter shall be paid equally, fifty-fifty (50-50) by the City and
the Association.
HBMT MOU January 1,2022 through December 31, 2024 20
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
B. Promotional Procedures
1. Tie Scores
When promotions are to be made, and two or more employees are found to be equal
as a result of promotional examinations conducted by the City, the employee with
the greatest length of service with the City shall receive the promotion.
2. Salary Upon Promotion
Upon promotion, an employee shall be compensated at the same step in the salary
range for their new classification, subject to the following provisions:
a. Except for the provisions of sub-paragraphs b and c below, no employee shall
receive greater than ten percent (10%) increase upon promotion.
b. If "A" Step of the classification upon promotion is greater than ten percent
(10%) increase, the employee shall be compensated at "A" step upon
promotion.
C. If the employee would be eligible for a step increase within eleven (11) months
of the date of promotion in their classification before promotion, then the
Administrative Services Director may authorize an increase greater than ten
percent (10%) upon promotion.
C. Labor-Management Relations Committee
The City and HBMT participate in a Labor-Management Relations Committee as follows:
1. The Association and the City recognize that the participation of employees in the
formulation and implementation of personnel policy and practices affects their well-
being and the efficient administration of the Government. The parties further recognize
that the entrance into a formal agreement with each other is but one act of joint
participation, and that the success of a labor-management relationship is further
assured if a forum is available and used to communicate with each other. The parties
therefore agree to the structure of Labor-Management Relations Committees (LMRC)
for the purpose of exchanging information and the discussion of matters of concern or
interest to each of them, in the broad area of working conditions, wages and hours.
2. The City of Huntington Beach shall have an LMRC. The formation of this LMRC shall
not serve as the basis for reopening the meet and confer process to modify this MOU.
3. The LMRC shall meet monthly. The City shall be represented by the City Manager (or
designee), the Administrative Services Director(or designee), and Department Heals.
Four (4) representatives at these meetings shall represent the Association.
4. The City agrees that any meeting conducted under this Article shall be conducted in
facilities furnished by the City, and Association representatives shall be released from
their duties at work to attend the LMRC.
5. The parties shall exchange agenda items five (5) workdays before each scheduled
LMRC meeting described in this section. Matters not on the agenda may be discussed
by mutual consent. If either party timely forwards an agenda, the meeting will be held.
HBMT MOU January 1,2022 through December 31,2024 21
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
D. Copies of MOU
The City agrees to print this Memorandum of Understanding for each employee requesting
a copy.
E. Position Classification Issues
1. Class Specifications
The City shall send the Association a copy of each new job description approved for
classifications within the representation unit.
2. Reclassification Impact
It is not the intention of the City to demote or layoff an employee through reclassification.
Prior to imposing a Y-rating, or layoff resulting from classification reviews, the City
agrees to meet and confer with Association representatives.
F. Class A and B Driver License Fees
The City shall reimburse employees for costs associated with obtaining and renewing
Class A and Class B driver licenses where required by the City for the position.
G. Deferred Compensation Loan Program
Employees may utilize this program, under which employees may borrow up to fifty
percent (50%) of their deferred compensation funds for critical needs such as medical
costs, college tuition, or purchase of a home.
H. Performance EvaluationsNVritten Reprimand Appeals
Employees may appeal the results of a performance evaluation or written reprimand.
Such appeals shall be initiated through the appropriate chain of command (which may
include the LMRC) and any decision made by the Department Head shall be considered
final.
I. HBMT Letter of Introduction
A one-page letter of introduction from HBMT, and of HBMT's choosing, regarding the
benefits and purpose of joining the HBMT, will be included in all HBMT eligible new
employee orientation packets.
J. Department of Transportation (DOT) Random Alcohol and Controlled Substance Testing
During the term of the Agreement, the City and the Association agree to meet and confer
to update the policy in accordance with law.
K. Update Employee-Employer Relations Resolution (EERR)
During the term of the Agreement, the City and the Association agree to meet and confer
to update the Employee-Employer Relations Resolution to reflect current state law.
L. Required Fingerprinting of EmploVees
The City requires that all employees who are hired, transferred, or promoted to positions
that require fingerprinting by federal, state or local law(s) be fingerprinted according to
said law(s). The City may also require employees be fingerprinted if they are hired,
transferred or promoted into positions with oversight responsibilities for senior citizens or
oversight responsibilities for confidential, and or sensitive documents or equipment.
M. Beach Parking
Employees may purchase a City beach parking pass at the senior discount rate.
HBMT MOU January 1,2022 through December 31,2024 22
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
N. Reasonable Suspicion Alcohol and Controlled Substance Testing
The City maintains the right to conduct a test during working hours of any employee that
it reasonably suspects is under the influence of alcohol or a controlled substance in the
workplace. The policy to implement such testing shall be established by the City and the
Association during the term of the Agreement.
ARTICLE XV — DURING THE TERM OF THE AGREEMENT
A. Classification and Compensation Study - During the term of the agreement, the parties
agree to meet and confer regarding parameters and procedures of the citywide
classification and compensation study that commenced in April 2021.
B. Performance Evaluations - During the term of the agreement, the parties agrees to meet
and confer on an updated performance evaluation system, including the Performance
Bonus implementation.
HBMT MOU January 1,2022 through December 31,2024 23
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
ARTICLE XVI —CITY COUNCIL APPROVAL
It is the intent of the City and Association that this Memorandum of Understanding represents an
"Agreement" between the undersigned within the meaning of Section 8-2 of the Huntington Beach
Employer-Employee Relations Resolution; however, this Memorandum of Understanding is of no
force or effect whatsoever unless adopted by Resolution of the City Council of the City of
Huntington Beach.
IN WITNESS W�-IEREO the parties hereto have executed this Memorandum of
Understanding this&day of�, 2022.
Huntington Beach
City of Hu tington Beach M icipaI Teamsters
By: By:
Sean Joyce Sarah Whitecotton
Interim City Manage HBMT Chief Steward
Travis Hopkins Cristian Leiva
Assistant City Manager In-House Counsel Teamsters 911
Brittany Mello
Administrative Services Director
APPROVED AS T
Michael ates
City r
rney
HSMT MOU January 1.2022 through December 31,2024 24
HBMT
LIST OF MOU EXHIBITS
EXHIBITS SUBJECT
A Class/Salwy Schedule
B Uniform Policy
B-1 Uniform Listing by Category/Class
C Vehicle Use Policy
D Provisions of the Retiree Medical Subsidy Plan
E 9/80 Work Schedule
F 4/10 Work Schedule
G Agency Shop Agreement
H Catastrophic Leave Donation Program
I Teamsters Miscellaneous Security Trust
HBMT MOU January 1,2022 through December 31,2024 25
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A -PAY SCHEDULE
o Job Description Range
A B C D E F G
No ge
0111 Accountant 180 33.25 34.91 36.66 38.49 40.42 42.44 44.56
0286 Accounting Technician 1 144 23.24 24.40 25.62 26.90 28.25 29.66 31.14
0287 Accounting Technician II 153 25.42 26.69 28.02 29.42 30.89 32.44 34.06
0294 Accounting Technician Supv 168 29.51 30.98 32.53 34.16 35.87 37.66 39.54
0428 Administrative Aide 178 1 32.60 34.23 1 35.94 37.73 39.62 41.60 43.68
0278 Administrative Assistant 166 28.93 30.37 31.89 33.49 35.16 36.92 38.76
0289 Administrative Secretary 150 24.67 25.90 27.20 28.56 29.99 31.49 33.06
0297 Art Programs Curator 167 29.22 30.68 32.21 33.82 35.51 37.29 39.15
0698 Assistant Civil Engineer 180 33.25 34.91 36.66 38.49 I 40.42 42.44 44.56
0108 Assistant Planner 183 34.26 35.97 37.77 39.66 I 41.64 43.72 45.91
0267 Assistant Social Worker 146 23.71 24.89 26.14 27.44 28.82 30.26 31.77
0358 Beach Equip Operator 159 26.98 28.33 29.75 31.23 32.80 34.43 36.16
0149 Beach Maint Crewleader 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83
0452 Beach Maint Service Worker 151 24.92 26.16 27.47 28.84 30.29 31.80 33.39
0210 Building Inspector 1 175 31.64 33.22 34.88 36.62 38.45 40.38 42.40
0211 Building Inspector II 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83
0208 Building Inspector III 195 38.60 40.53 42.56 44.69 46.92 49.27 51.73
0176 Building Plan Checker 1 194 38.22 40.13 42.14 44.25 46.46 48.78 51.22
0520 Building Plan Checker II 209 44.37 46.59 48.92 51.37 53.94 S6.63 59.46
0366 Business License Supervisor 184 34.60 36.33 38.15 40.05 I 42.06 44.16 46.37
0112 Buyer 179 32.92 34.57 36.30 38.11 40.02 42.02 44.12
0106 Civil Engineering Assistant 196 38.99 40.94 42.99 45.13 47.39 49.76 52.25
0162 Civilian Check Investigator 156 26.19 27.50 28.87 30.31 31.83 33.42 35.09
0186 Code Enforcement Officer 1 156 26.19 27.50 28.87 30.31 31.83 33.42 35.09
0182 Code Enforcement Officer II 177 32.27 33.89 35.58 37.36 39.23 41.19 43.25
0511 Code Enforcement Technician 138 21.89 22.99 24.14 25.34 26.61 27.94 29.34
0263 Community Relations Specialist 161 27.52 28.90 30.34 31.86 33.45 35.13 36.88
0597 Community Services Officer 164 28.36 29.77 31.26 32.83 34.47 36.19 38.00
0269 Community Srvcs Rec Specialist 151 24.92 26.16 27.47 28.84 30.29 31.80 33.39
0258 Community Srvcs Rec Supv 184 34.60 36.33 38.15 40.05 42.06 44.16 46.37
0172 Construction Inspector 1 175 31.64 33.22 34.88 36.62 38.45 40.38 42.40
0463 Construction Inspector II 185 34.95 I 36.69 38.53 40.46 42.48 44.60 46.83
0312 Court Liaison Specialist 150 24.67 25.90 27.20 28.56 29.99 31.49 33.06
HSMT MOU January 1,2022 through December 31,2024 26
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A - PAY SCHEDULE
Job No Job Description Pay A B C D E F G
Range
0166 Crime Analyst 178 32.60 34.23 35.94 37.73 39.62 41.60 43.68
0165 Crime Analyst Senior 194 38.22 40.13 42.14 44.25 46.46 48.78 51.22
0255 Crime Scene Investigator 172 30.71 32.24 33.85 35.55 37.32 39.19 41.15
0119 Criminalist 184 34.60 36.33 38.15 40.05 42.06 44.16 46.37
0192 Cross Connection Control Spec 177 1 32.27 33.89 35.58 37.36 39.23 41.19 43.25
0400 Custodian 140 22.33 23.45 24.62 25.85 27.15 28.50 29.93
0134 Deputy City Clerk 159 26.98 28.33 29.75 31.23 32.80 34.43 36.16
0138 Development Specialist 184 34.60 36.33 38.15 40.05 42.06 44.1.6 46.37
0339 Electrician 176 31.95 33.55 35.23 36.99 38.84 40.78 42.82
0232 Emergency Medical Srvcs Coord 219 49.02 51.47 54.04 56.74 59.58 62.56 65.69
0198 Emergency Services Coordinator 204 42.22 44.33 46.55 48.87 51.32 53.88 56.58
0175 Engineering Aide 161 27.52 28.90 30.34 31.86 33.45 35.13 36.88
0180 Engineering Technician 182 33.92 35.62 37.40 39.27 41.23 43.29 45.45
0445 Environmental Specialist 196 38.99 40.94 42.99 45.13 t�47 39 49.76 52.25
0382 Equip Services Crewleader 188 36.01 37.81 39.70 41.68 43.77 45.95 48.25
0142 1 Equip/Auto Maint Crewleader 188 36.01 37.81 39.70 1 41.68 43.77 45.95 48.25
0472 Equip/Auto Maint Leadworker 179 32.92 34.57 36.30 38.11 40.02 42.02 44.12
0383 Equipment Support Assistant 154 25.67 26.95 28.30 29.72 31.20 32.76 34.40
0061 Executive Assistant 180 33.25 34.91 36.66 38.49 40.42 42.44 44.56
0143 Facilities Maint Crewleader 188 36.01 37.81 39.70 41.68 43.77 45.95 48.2S
0407 Facilities Maint Leadworker 163 28.08 29.49 30.95 32.50 34.13 35.83 37.62
0391 Facilities Maintenance Tech 155 25.93 27.22 28.59 30.01 31.52 33.09 34.75
0398 Field Service Representative 158 26.71 28.05 29.45 30.92 32.47 34.09 35.80
0613 Fire Prevention Inspector 1 180 33.25 34.91 36.66 38.49 40.42 42.44 44.56
0612 Fire Prevention Inspector II 198 39.77 41.76 43.85 46.04 48.34 50.76 53.30
0173 Fire Training Maintenance Tech 172 30.71 32.24 33.85 35.55 37.32 39.19 41.15
0470 Forensic Systems Specialist 190 36.73 38.57 40.49 42.52 44.64 46.88 49.22
0576 GIS Analyst 1 193 37.84 39.73 41.72 43.81 46.00 48.30 50.71
0178 GIS Analyst II 201 40.98 43.03 45.18 47.44 49.81 52.30 54.91
0190 Haz Mat Program Specialist 192 37.47 39.34 41.31 43.37 45.54 47.82 50.21
0337 Helicopter Maintenance Tech 170 30.10 31.61 33.19 34.85 36.59 38.42 40.34
0117 Info Technology Analyst 111 207 43.50 45.67 47.96 50.36 52.87 155.52 58.29
0115 Info Technology Analyst 1 193 37.84 39.73 1 41.72 43.81 46.00 48.30 50.71
HBMT MOU January 1,2022 through December 31,2024 27
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A - PAY SCHEDULE
Job No Job Description Pay Range A B C D E F G
0505 Info Technology Analyst II 201 40.98 43.03 45.18 47.44 49.81 52.30 54.91
0118 Info Technology Analyst IV 217 48.05 50.45 52.97 I 55.62 58.40 61.33 64.39
0634 Info Technology Project Coord 203 41.80 43.89 46.09 48.39 50.81 53.35 56.02
0495 Info Technology Technician 1 145 23.47 24.65 25.88 27.17 28.53 29.96 31.45
0494 Info Technology Technician II 157 26.45 27.77 1 29.16 30.62 32.15 33.76 35.44
0492 Info Technology Technician IV 178 32.60 34.23 35.94 37.73 39.62 41.60 43.68
0491 Info Technology Technician Sr. 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83
0493 Info Technology Technician III 168 29.51 30.98 32.53 34.16 35.87 37.66 39.54
0155 Irrigation Crewleader 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83
0357 Irrigation Specialist 156 26.19 27.50 28.87 30.31 31.83 33.42 35.09
0359 Landscape Equip Operator 159 26.98 28.33 29.75 31.23 32.80 34.43 36.16
0145 Landscape Maint Crewleader 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83
0402 Landscape Maint Leadworker 167 29.22 30.68 32.21 33.82 35.51 37.29 39.15
0163 Latent Fingerprint Examiner 179 32.92 34.57 36.30 38.11 40.02 42.02 44.12
0300 Legal Assistant 161 27.52 28.90 30.34 31.86 33.45 35.13 36.88
0114 1 Librarian 169 29.80 31.29 32.86 34.50 36.23 38.04 39.94
0432 Library Facilities Coordinator 159 26.98 28.33 29.75 31.23 32.80 34.43 36.16
0451 Library Services Clerk 133 20.83 21.87 22.97 1 24.11 25.32 26.59 27.91
0257 Library Specialist 151 24.92 26.16 27.47 28.84 30.29 31.80 33.39
0302 Literacy Program Specialist 169 29.80 31.29 32.86 34.S0 36.23 38.04 39.94
0392 Maint Service Worker 151 24.92 26.16 27.47 28.84 30.29 31.80 33.39
0394 Maintenance Worker 138 I 21.89 22.99 24.14 25.34 26.61 27.94 29.34
0448 Marine Equipment Mechanic 178 32.60 34.23 35.94 37.73 39.62 41.60 43.68
0384 Mechanic 1 154 2S.67 26.95 28.30 29.72 31.20 32.76 34.40
0348 Mechanic II 165 28.64 30.07 31.58 33.15 34.81 36.55 38.38
0347 Mechanic III 171 30.40 31.92 33.52 35.19 36.95 38.80 40.74
0380 Media Services Specialist 151 24.92 26.16 27.47 28.84 30.29 31.80 33.39
0306 Office Assistant 1 117 17.76 18.65 19.59 20.56 21.59 22.67 23.81
0304 Office Assistant 11 135 21.25 22.31 23.43 24.60 25.83 27.12 28.48
0290 Office Specialist 141 22.56 23.68 24.87 26.11 27.42 28.79 30.23
0378 Painter Leadworker 176 31.95 33.55 35.23 36.99 38.84 40.78 42.82
0153 Park Maintenance Crewleader 188 36.01 37.81 39.70 41.68 43.77 45.95 48.25
0177 Parking Meter Repair Tech 165 28.64 1 30.07 31.58 33.15 34.81 1 36.55 38.38
HBMT MOU January 1,2022 through December 31,2024 28
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A - PAY SCHEDULE
Job No Job Description Pay A B C D E F 6
Range
0395 Parking Meter Repair Worker 157 26.45 27.77 29.16 30.62 32.15 33.76 35.44
0570 Parking/Camping Assistant 138 21.89 22.99 24.14 25.34 26.61 27.94 29.34
0459 Parking/Camping Crewleader 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83
0401 Parking/Camping Leadworker 167 29.22 30.68 32.21 33.82 35.51 37.29 39.15
045S Parking/Traffic Control Coord 161 1 27.52 28.90 30.34 31.86 33.45 35.13 36.88
0262 Parking/Traffic Control Officer 138 21.89 22.99 24.14 25.34 26.61 27.94 29.34
0577 Parking/Traffic Control Supv 168 29.51 30.98 32.53 34.16 35.87 37.66 39.54
0458 Payroll Specialist 195 38.60 40.53 42.56 44.69 46.92 49.27 51.73
0447 Payroll Technician 155 2S.93 27.22 28.59 30.01 31.52 33.09 34.75
0295 Permit Technician 146 23.71 24.89 26.14 27.44 28.82 30.26 31.77
0279 Personnel Assistant 152 I 25.17 26.42 27.74 29.13 30.59 32.12 33.72
0367 Pest Control 5pecia list 156 26.19 27.50 28.87 30.31 31.83 33.42 35.09
0136 Planning Aide 161 27.52 28.90 30.34 1 31.86 33.45 35.13 36.88
0342 Plumber 173 31.01 32.56 34.19 35.90 37.70 39.58 41.56
r
Police Photo/Imaging Specialist 172 30.71 32.24 33.85 35.55 37.32 39.19 41.15
Police Records Specialist 141 22.56 23.68 24.87 26.11 27.42 28.79 30.23
Police Records Supervisor 1S6 26.19 27.50 28.87 30.31 31.83 33.42 35.09
Police Records Technician 131 20.42 21.44 22.51 23.64 24.82 26.06 27.36
Police Services Specialist 151 24.92 26.16 27.47 28.84 30.29 31.80 33.39
0215 Police Systems Coordinator 166 28.93 30.37 31.89 33.49 35.16 36.92 38.76
0584 Program Coord - Human Services 172 30.71 32.24 33.85 35.55 37.32 39.19 41.15
0259 Property and Evidence Officer 160 27.25 28.61 30.04 31.55 33.12 34.78 36.52
0261 Property and Evidence Supervisor 175 31.64 33.22 34.88 36.62 38.45 40.38 42.40
0583 Rideshare Coordinator 183 34.26 35.97 37.77 39.66 41.64 43.72 45.91
0256 Risk Management Specialist 151 24.92 26.16 27.47 28.84 30.29 31.80 33.39
0515 SCADA Coordinator 185 34.95 1 36.69 38.53 40.46 42.48 44.60 46.83
0346 SCADA Technician 173 31.01 32.56 34.19 35.90 37.70 39.58 41.56
0110 Senior Accountant 195 38.60 40.53 42.56 44.69 46.92 49.27 51.73
0288 Senior Accounting Technician 163 28.08 29.48 30.95 32.50 34.13 35.83 37.62
0630 Senior Buyer 192 37.47 39.34 41.31 43.37 45.54 47.82 50.21
0434 Senior Code Enforcement Officer 188 36.01 37.81 39.70 41.68 43.77 45.95 48.25
0171 Senior Construction Inspector 195 38.60 40.53 42.56 44.69 46.92 49.27 51.73
0135 Senior Deputy City Clerk 184 34.60 36.33 38.15 40.05 42.06 44.16 1 46.37
HBMT MOU January 1,2022 through December 31,2024 29
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A - PAY SCHEDULE
Job No Job Description Pay I Range A B C D E F G
0586 Senior Engineering Technician 197 39.38 41.35 43.42 45.59 47.87 50.26 52.77
0343 Senior Facilities Maint Tech 171 30.40 31.92 33.52 35.19 36.95 38.80 40.74
0334 Senior Helicopter Maint Tech 203 41.80 43.89 46.09 48.39 50.81 53.35 56.02
0609 Senior Human Resources Tech 170 30.10 31.61 33.19 34.85 36.59 38.42 40.34
0301 Senior Legal Assistant 187 35.65 37.43 39.30 41.27 43.33 45.50 47.77
04SO Senior Library Specialist 160 27.25 28.61 30.04 31.55 33.12 34.78 36.52
0363 Senior Marine Equip Mechanic 188 1 36.01 37.81 39.70 41.68 1 43.77 45.95 48.25
0446 Senior Payroll Technician 164 28.36 29.77 31.26 32.83 1 34.47 36.19 38.00
0437 Senior Permit Technician 171 30.40 31.92 33.52 35.19 36.95 38.80 40.74
0265 Senior Services Assistant 110 16.57 17.40 18.27 19.18 20.14 21.15 22.20
0481 Senior Services Transp Coord 157 26.45 27.77 1 29.16 30.62 32.15 33.76 35.44
Senior Telecommunications
0709 Technician 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83
0349 Senior Wastewtr Pump Mechanic 159 26.98 28.33 29.75 31.23 32.80 34.43 36.16
0396 Senior Water Meter Reader 156 26.19 27.50 28.87 30.31 31.83 33.42 35.09
0148 Signs & Markings Crewleader 188 36.01 37.81 39.70 41.68 43.77 45.95 48.25
0338 Signs Leadworker 169 29.80 31.29 32.86 34.50 36.23 38.04 39.94
0354 Signs/Markings Equip Operator 159 26.98 28.33 29.75 31.23 32.80 34.43 36.16
0629 Social Services Supervisor 173 31.01 32.56 34.19 35.90 37.70 39.58 41.56
0266 Social Worker 167 29.22 30.68 32.21 33.82 35.51 37.29 39.1S
0386 Stock Clerk 138 21.89 22.99 1 24.14 25.34 26.61 27.94 29.34
0361 Street Equip Operator 159 26.98 28.33 29.75 31.23 32.80 34.43 36.16
0150 Street Maint Crewleader 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83
0406 Street Maint Leadworker 172 30.71 32.24 33.85 35.55 37.32 39.19 41.15
0183 Survey Party Chief 198 39.77 41.76 43.85 46.04 4834 50.76 53.30
0174 Survey Technician 1 161 27.52 28.90 30.34 31.86 33.45 35.13 36.88
0185 Survey Technician II 169 29.80 31.29 32.86 34.50 36.23 38.04 39.94
0195 Telecommunications Specialist 198 39.77 41.76 43.85 46.04 48.34 50.76 53.30
0181 Traffic Engineering Technician 188 36.01 37.81 39.70 41.68 1 43.77 45.95 48.25
0389 Traffic Maint Service Worker 151 24.92 26.16 27.47 28.84 30.29 31.80 33.39
0410 Traffic Markings Leadworker 167 29.22 1 30.68 32.21 33.82 35.51 37.29 39.15
0336 Traffic Signal Electrician 177 32.27 33.89 35.58 37.36 39.23 41.19 43.25
0140 Traffic Signal/Light Crewleader 188 36.01 37.81 39.70 41.68 43.77 45.95 48.25
0365 Tree Equipment Operator 159 26.98 28.33 29.75 31.23 32.80 34.43 36.16
HBMT MOU January 1,2022 through December 31,2024 30
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A - PAY SCHEDULE
Job No Job Description Pay Range A B C D E F G
0144 Trees Maintenance Crewleader 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83
0460 Trees Maintenance Leadworker 167 29.22 30.68 32.21 33.82 35.51 37.29 39.15
0631 Utilities Technology Coordinator 203 41.80 43.89 46.09 48.39 50.81 53.35 56.02
0268 Volunteer Services Coordinator I 157 26.45 27.77 29.16 30.62 1 32.15 33.76 35.44
0385 Warehousekeeper 161 27.52 28.90 30.34 31.86 33.45 35.13 36.88
0362 Wastewater Equip Operator 159 26.98 28.33 1 29.75 31.23 32.80 34.43 36.16
0454 Wastewater Maint Service Workr 151 24.92 26.16 27.47 28.84 30.29 31.80 33.39
0146 Wastewater Ops Crewleader 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83
0404 Wastewater Ops Leadworker 167 29.22 30.68 32.21 33.82 35.51 37.29 39.15
0387 Wastewater Pump Mechanic 157 26.45 27.77 29.16 30.62 32.15 33.76 35.44
0582 Water Conservation Coordinator 183 34.26 35.97 37.77 39.66 41.64 43.72 45.91
0151 Water Dist Maint Crewleader 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83
0379 Water Dist Maint Leadworker 175 31.64 33.22 34.88 36.62 38.45 40.38 42.40
0147 Water Dist Meters Crewleader 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83
0377 Water Dist Meters Leadworker 167 29.22 30.68 32.21 33.82 35.51 37.29 39.15
0364 Water Equip Operator 167 29.22 30.68 32.21 33.82 35.51 37.29 39.15
0397 Water Meter Reader 148 24.18 25.39 26.66 28.00 29.40 30.86 32.41
0356 Water Meter Repair Technician 159 26.98 28.33 29.75 31.23 32.80 34.43 36.16
0152 1 Water Operations Crewleader 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83
0371 Water Operations Leadworker 178 32.60 34.23 35.94 37.73 39.62 41.60 43.68
0156 Water Quality Coordinator 185 34.95 36.69 38.53 40.46 42.48 44.60 46.83
0191 Water Quality Technician 172 30.71 32.24 33.85 35.55 37.32 39.19 41.15
0461 Water Service Worker 154 25.67 26.95 28.30 29.72 31.20 32.76 34.40
0368 Water Systems Technician 1 154 25.67 26.95 28.30 29.72 31.20 32.76 34.40
0369 Water Systems Technician II 160 27.25 28.61 30.04 31.5S 33.12 34.78 36.52
0370 Water Systems Technician III 170 r 30.10 31.61 33.19 34.85 36.S9 38.42 40.34
0449 Water Utility Locator 172 1 30.71 32.24 33.85 35.55 37.32 39.19 41.1S
HBMT MOU January 1, 2022 through December 31,2024 31
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT B — UNIFORM POLICY
UNIFORM POLICY
A. General
The City shall furnish uniforms on an annual basis to those employees designated by the
various Department Heads as required to wear a standard uniform for appearance,
uniformity and public recognition purposes, in the procedures and guidelines set forth
hereinafter-
B. Affected Employees
All employees listed in Exhibit B-1 shall wear a standard City adopted uniform. Each
Department Head shall determine which employees must wear a uniform. The Uniform
Listing by Category/Class shall be indicated in the document attached hereto and by this
reference incorporated herein as Exhibit B-1.
C. Personal Protective Equipment (PPE)
All personal protective equipment as related to employee job duties and responsibilities
shall be provided based upon Supervisor designated need. Examples of personal
protective equipment include, but may not be limited to the following: hardhats, foul
weather gear, steel-toed rubber boots, steel-toed caps, wood heat resistant soles, special
hazard gloves, safety glasses, face shields, ear protectors and arm and shin guards. R-1
safety vests shall be furnished to all employees having occasion to work within travel ways.
D. Safety Shoes
1. Safety toe shoes or boots as each assignment dictates.
a. Two pair per year.
b. Damaged shoes shall be turned into operating Supervisor who shall
authorize replacement or repair.
2. The maximum amount to be reimbursed for a pair of safety shoes will not exceed two
hundred and twenty-five dollars ($225.00) per pair every six months or sooner, if
necessary.
3. Shoes or boots shall be purchased through designated standard outlets.
E. Employee Responsibilities
1. Wear a clean and complete uniform as required.
2. Uniform appearance shall include:
a. Patch to be worn above left shirt or jacket pocket.
b. Pants to have no cuffs.
c. Worn with pride in appearance to public (i.e., shirt buttoned, shirttail tucked in, etc.)
3. Wash and provide minimum repair (i.e., buttons, small tears, etc.)
HBMT MOU January 1.2022 through December 31,2024 32
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT B — UNIFORM POLICY
4. Wear the uniform only when on duty or performing work.
5. Notify the Supervisor of the need to replace due to disrepair or severe staining
producing an undesirable appearance.
6. Turn in all uniform components, including patches upon separation.
7. Turn in all personal protective equipment upon separation.
8. Wear all personal protective equipment prescribed by the City Safety Officer and
Supervisor of the division.
F. City Responsibilities
1. Furnish funding for the agreed uniform allowances on an annual basis, including
funding for any initial alterations necessary.
2. Report to the California Public Employees Retirement System (CalPERS) the cost of
uniforms provided as set forth in Uniform Listing by Category/Class, Exhibit B-1, for
each class as special compensation in accordance with Title 2, California Code of
Regulations, Section 571(a)(5). For employees that are not required to wear
uniforms on a daily basis or who are not actively employed for an entire payroll
calendar year, a prorated cost of uniforms may apply.
3. Provide and maintain one or more retail clothing outlets for the various allotments.
City reserves the right to name vendor.
4. Maintain records of purchases.
G. Department Head or Designee Responsibilities
1. Ensure employee compliance with the Uniform Policy.
2. Approve replacement of deteriorated uniform component(s) and personal protective
equipment as required and to maintain a listing for each eligible employee, by name
and class, of all uniform component(s) and personal protective equipment
purchased.
3. Confirm receipt of uniforms, patches and personal protective equipment from an
employee upon separation. A Separation Checklist Form is to be completed, signed
by the employee, and submitted to the Human Resources Office.
4. Report to the Administrative Services Director any changes to the Uniform Listing by
Category/Class (Exhibit B-1). The City reserves the right to add, delete, change or
modify the Uniform Listing as required.
HBMT MOU January 1,2022 through December 31,2024 33
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT B — UNIFORM POLICY
Exhibit B-1
Category of Uniform
Category of Uniform
Group 1: 5 Shirts T-Shirts and Pants, Patches 1 Jacket PW/C&LS Field Issue),
Group 2: 1 Blue Suit, 2 Pants/ Polo Shirts, 1 Sweater, 1 Pair Shoes Fire
Group 3: 2 Blue Shirts, 3 Pants/Skirts, 1 choice Jacket/Sweater/Sweatshirt PD
Group 4: 2 Polo Shirts, 2 Pants or 2 Shorts, 1 Hat C&LS
5 Polo Shirts, 1 Jacket, 1 Windbreaker (not annually), 1 Hat (Inspection), Shoes PPE/Safety for
Group 5: Inspectors only not CaIPERS reportable)
Group 6: 2 T-Shirts CS
Group 8: 4 Battle Dress Uniform 4 Polo Shirts, 1 Jacket, 1 Rain suit PD
Group 9: 4 Blue Pants 2 Shorts 4 Polos or Blue Shirts,1 Jacket, 1 Rain suit PD
Group 10: 5 Shirts, 5 Pants, 1 Jacket, 1 Brush Jacket, Shoes PPE/Safety not PERS reportable
Group 11: 3 Shirts, 3 Pants, Boots PPE/Safety not PERS reportable
Group 12: 5 Polo Shirts, 3 Pants, 1 Sweatshirt or Windbreaker AS
Uniform Listing by Category/Class*
Department Type Class of UnCatefo m ory Notes
Comm & Lib Svcs 0358 Beach Equip Operator 1
Comm & Lib Svcs 0149 Beach Maint Crewleader 1
Comm & Lib Svcs 0452 Beach Maint Service Worker 1
Daily wear not required. Used for
Comm & Lib Svcs 0258 Community Services Recreation 6 special events and/or sports
Supervisor leagues. Frequency of use varies
seasonal from weekly to monthly
Daily wear not required. Special
Community Services/Recreation events and/or sports leagues use
Comm & Lib Svcs 0269 Specialist 6 only. Frequency varies from
eekly to monthly according to
season.
Comm & Lib Svcs 0448 Marine Equipment Mechanic 1
Comm & Lib Svcs 0177 Parking Meter Repair Tech 1
Comm & Lib Svcs 0395 Parking Meter Repair Worker 1
Comm & Lib Srvc 0570 Parking/Camping Assistant 4
Comm & Lib Svcs 0459 Parking/Camping Crewleader 4
Comm & Lib Svcs 0401 Parking/Camping Leadworker 4
Comm & Lib Svcs 0363 Senior Marine Equip Mechanic 1
HBMT MOU January 1,2022 through December 31,2024 34
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT B - UNIFORM POLICY
Department Type Class of UnCatefo m ory Notes
Comm & Lib Svcs 0265 Senior Services Assistant 6 Bus Driver only
Finance 0398 Field Services Representative 1
Public Works
Fire 0232 Emergency Medical Svcs Coord 2
Fire 0198 Emergency Services Coordinator 2 Daily wear not required
Fire 0260 Fire Safety Program Specialist 2
Fire 0173 Fire Training Maintenance Tech 11
Fire 0190 Haz Mat Program Specialist 10
Fire 0613 Fire Prevention Inspector 1 10
Fire 0612 Fire Prevention Inspector II 10
Administrative 0492 Info Technology Technician IV 12 Daily wear not required
Services
Community 0210 Building Inspector 1 5
Development
Community 0211 Building Inspector 11 5
Development
Community 0208 Building Inspector 111 5
Development
Community 0186 Code Enforcement Officer 1 5
Develo ment
Community 0182 Code Enforcement Officer II 5
Development
Community 0511 Code Enforcement Tech 5
Development
Community 0434 Senior Code Enforcement Officer 5
Development
Police 0263 Community Relations Specialist 3 jDaily wear not required
Police 0471 Community Services Officer 9
Police 0255 Crime Scene Investigator 8
Police 0337 Helicopter Maintenance Tech 1
Police 0455 Parking/Traffic Control Coordinator 9
Police 0262 Parking/Traffic Control Officer 9
Police 0577 Parking/Traffic Control Supv 9
Police 0307 Police Records Specialist 3 In Records Division only
Police 0283 Police Records Supervisor 3
Police 0282 Police Records Technician 3
Police 0308 Police Services Specialist 3 In Records Division only
Police 0215 Police Systems Coordinator 3
Police 0259 Property and Evidence Officer 9
Police 0261 Property and Evidence Supervisor 9
Police 0334 Senior Helicopter Maint Tech 1
Public Works 0172 Construction Inspector 1 5
Public Works 0463 Construction Inspector II 5
Public Works 0192 Cross Connection Control Spec 5
Public Works 0339 Electrician 1
Public Works 0445 Environmental Specialist 5
Public Works 0382 Equip Services Crewleader 1
Public Works 0142 Equip/Auto Maint Crewleader 1
Public Works 0472 Equip/Auto Maint Leadworker 1
HBMT MOU January 1,2022 through December 31,2024 35
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT B - UNIFORM POLICY
Department Type Class of UnCatefo m ory Notes
Public Works 0383 Equipment Support Assistant 1
Public Works 0407 Facilities Maint Leadworker 1
Public Works 0391 Facilities Maintenance Tech 1
Public Works 0155 Irrigation Crewleader 1
Public Works 0359 Landscape Equip Operator 1
Public Works 0145 Landscape Maint Crewleader 1
Public Works 0402 Landscape Maint Leadworker 1
Public Works 0392 Maintenance Service Worker 1
Public Works 0394 Maintenance Worker 1
Public Works 0384 Mechanic 1 1
Public Works 0348 Mechanic II 1
Public Works 0347 Mechanic 111 1
Public Works 0378 Painter Leadworker 1
Public Works 0153 Park Maintenance Crewleader 1
Public Works 0367 Pest Control Specialist 1
Public Works 0342 Plumber 1
Public Works 0515 SCADA Coordinator 5
Public Works 0346 SCADA Technician 1
Public Works 0171 Senior Construction Inspector 5
Public Works 0343 Senior Facilities Maint Tech 1
Public Works 0350 Senior Vehicle Body Technician 1
Public Works 0349 Senior Wastewater Pump Mechanic 1
Public Works 0396 Senior Water Meter Reader 1
Public Works 0338 Signs Leadworker 1
Public Works 0148 Signs/Markings Crewleader 1
Public Works 0354 Signs/Markings Equip Operator 1
Public Works 0361 Street Equip Operator 1
Public Works 0150 Street Maint Crewleader 1
Public Works 0406 Street Maint Leadworker 1
Public Works 0183 Survey Party Chief 5
Public Works 0174 Survey Technician 5
Public Works 0185 Survey Technician 11 5
Public Works 0389 Traffic Maint Service Worker 1
Public Works 0410 1 Traffic Markings Leadworker 1
Public Works 0336 Traffic Signals Electrician 1
Public Works 0140 Traffic Signal/Light Crewleader 1
Public Works 0365 Tree Equipment Operator 1
Public Works 0460 Trees Maint Leadworker 1
Public Works 0144 Trees Maintenance Crewleader 1
Public Works 0385 Warehousekeeper 1
Public Works 0362 Wastewater Equipment Operator 1
Public Works 0454 Wastewater Maint Service Worker 1
Public Works 0146 Wastewater Ops Crewleader 5
Public Works 0404 Wastewater Ops Leadworker 1
Public Works 0387 Wastewater Pump Mechanic 1
Public Works 0151 Water Dist Maint Crewleader 1
Public Works 0379 Water Dist Maint Leadworker 1
HBMT MOU January 1,2022 through December 31,2024 36
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT B - UNIFORM POLICY
Department Type Class of UnCatefo m ory Notes
Public Works 0147 Water Dist Meters Crewleader 5
Public Works 0377 Water Dist Meters Leadworker 1
Public Works 0364 Water Equipment Operator 1
Public Works 0397 Water Meter Reader 1
Public Works 0356 Water Meter Repair Technician 1
Public Works 0152 Water Operations Crewleader 1
Public Works 0371 Water Operations Leadworker 1
Public Works 0461 Water Service Worker 1
Public Works 0368 Water Systems Technician I 1
Public Works 0369 Water Systems Technician II 1
Public Works 0370 Water Systems Technician III 1
Public Works 0449 TWater Utility Locator 1
'Note: unless otherwise indicated, uniforms are required for daily wear.
HBMT MOU January 1,2022 through December 31,2024 37
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT C — VEHICLE USE POLICY
VEHICLE USE POLICY
Section 1 - Purpose
The purpose of these regulations is to establish.and implement City policies and procedures relative to
the assignment, utilization and control of City-owned vehicles as transportation for employees who
engage in official City business, to establish reimbursement procedures for privately-owned vehicles
used for City business, and to clarify the City's responsibility for damage and/or liability for private
vehicles used on official City business.
Section 2 - Scope
These regulations cover the use of City and private vehicles for conducting official City business and
shall be applicable to all City departments and employees.
Section 3 - Policy
When necessary during the course of an employee's official duties, transportation or reimbursement
therefore shall be provided by the City. In the event no City vehicle is available, the employee may use
the personal vehicle with their approval of the Department Head. Employees authorized to drive either
their own or a City-owned vehicle on official business must possess a valid California Driver License for
the class of vehicle they will be operating. The transportation method authorized will be determined in
terms of the best interests of the City. The general program set forth in this regulation will be implemented
by the City Manager Office upon approval of the City Council and administered by the Department Heads
in accordance with the policies herein established. It is the responsibility of each Department Head to
enforce the provisions of this regulation as it relates to employees of their department.
City-owned vehicles shall only be used for official City business. City-owned vehicles shall not be driven
to and kept at the employee's home or any location other than the regular work location or Corporation
Yard, except as provided by this regulation.
Section 4 —Vehicle Use Criteria
I. Assigned Vehicles:
A. Assigned City vehicles maybe taken home by employees whose residence is within ten (10)
miles of City Hall for the uses as described below:
1. Executive use includes the City Manager,Assistant City Manager and Department Heads.
2. Emergency Response Units:
a. Employees who are required to respond more than once per week on an average
without delay in order to protect the public health, safety and property.
b. Employees who are required to carry special emergency equipment in their vehicles,
which must be utilized on a regular and frequent basis. (A radio in and of itself does
not constitute special emergency equipment.)
3. Continuous use outside of regular working hours -- Employees who are called back on
an unscheduled basis to perform official city business outside of regular working hours
more than once per week on an average and who meet one of the following criteria:
a. Mileage driven on official City business exceeds an average of five hundred (500)
miles per month, or
HBMT MOU January 1,2022 through December 31,2024 38
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT C — VEHICLE USE POLICY
b. Who regularly and frequently supervises subordinates or conducts inspections in the
field, or
c. Whose duties require the employee to be away from their base workstation greater
than fifty percent (50%) of their working time, on average.
B. City vehicles, which shall not be taken home, may be assigned based on meeting one of the
following criteria:
1. Monthly mileage driven exceeds an average of five hundred (500) miles per month and
the vehicle is used for the purpose of supervision or inspection in the field, or
2. Duties require the employee to be away from their workstation, greater than fifty percent
(50%) of their working time, on an average.
II. Reimbursement of Use of Personal Vehicle:
A. Executive Use — The City Manager, Assistant City Manager and Department Heads may,
at their option, receive the automobile allowance as established by Resolution.
B. Mileage Reimbursement -- Employees, upon authorization of their Department Head, may
use their own vehicles on official City business and shall be reimbursed at current Internal
Revenue Service (IRS) regulations while driving on official City business.
1. Employees shall submit monthly claims for reimbursement to their Department Head
2. Employees shall not be reimbursed for commuting to and from work, except that
employees who are required to attend scheduled meetings outside of normal working
hours may be reimbursed for mileage required.
Section 5 — Insurance Requirements
All privately-owned vehicles authorized to be used on official City business shall be insured by the
individual employee in the minimum amount of fifty thousand dollars ($50,000.00) public liability for any
one person and one hundred thousand dollars ($100,000.00) public liability for all persons, any one
accident. They must also be insured for twenty thousand dollars ($25,000.00) property damage and
fifteen thousand dollars ($15,000.00) for any one uninsured motorist and thirty thousand dollars
($30,000.00) for all uninsured motorists any one accident. Employee private vehicle information shall be
reviewed and updated annually by the respective departments. The record maintained should contain
the following current information.
• Name of Employee • Operator's License
• Insurance Company • Driver's License Expiration Date
• Insurance Policy Number • Insurance Expiration Date
• Amount of Coverage
It shall be the Department Head's responsibility to insure that no privately owned vehicle is operated on
City business without insurance coverage and a valid operator's license as required by this regulation.
HBMT MOU January 1,2022 through December 31, 2024 39
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT C — VEHICLE USE POLICY
Clarification on City Liability on Use of Private Vehicle:
In the event of damage to private vehicles, while on City business where a third party is negligent, the
employee should collect damages (including insurance deductibles) from the third party. Where the
employee is negligent, the City cannot be held liable for damages to the automobile, but the City can be
held responsible for liability to third parties. The City shall be responsible to such employee for the first
one hundred dollars ($100.00) of comprehensive and/or collision damages suffered by such employee
to the extent that such employee's personal automobile insurance policy does not cover such first one
hundred dollars ($100.00) damage. The employee's insurance policy is considered as the primary
coverage, and the City liability begins after the limitations of the employee's coverage is exhausted.
In the event a City employee's personal vehicle is damaged due to accident/collision while being used
for official City business and the employee is deprived the use thereof, the City shall furnish such
employee with a vehicle during such time as is reasonably required to repair said employee's vehicle.
HBMT MOU January 1,2022 through December 31,2024 40
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT D — RETIREE MEDICAL SUBSIDY PLAN
PROVISIONS OF THE RETIREE MEDICAL SUBSIDY PLAN
Employees hired on or after October 1, 2014 shall not be eligible for this benefit.
An employee who has retired from the City shall be entitled to participate in the City sponsored
medical insurance plans and the City shall contribute toward monthly premiums for coverage in
an amount as specified in accordance with this Plan, provided:
A. On the date of retirement the employee has a minimum of ten (10) years of continuous full
time City service or is granted an industrial disability retirement; and
B. At the time of retirement, the employee is employed by the City; and
C. Following official separation from the City, the employee is granted a retirement allowance
by the California Public Employees' Retirement System,
The City's obligation to pay the monthly premium as indicated shall be modified
downward or cease during the lifetime of the retiree upon the occurrence of any one of
the following:
1. On the first of the month in which a retiree or dependent reaches age sixty five (65) or
on the date the retiree or dependent can first apply and become eligible, automatically
or voluntarily, for medical coverage under Medicare (whether or not such application
is made) the City's obligation to pay monthly premiums may be adjusted downward or
eliminated. Benefit coverage at age sixty five (65) under the City's medical plans shall
be governed by applicable plan document.
2. In the event the federal government or state government mandates an employer-
funded health plan or program for retirees, or mandates that the City make
contributions toward a health plan (either private or public) for retirees, the City's
contribution rate as set forth in this plan shall first be applied to the mandatory plan. If
there is any excess, that excess may be applied toward the City medical plan as
supplemental coverage provided the retired employee pays the balance necessary for
such coverage, if any.
3. In the event of the death of any employee, whether retired or not, the amount of the
retiree medical insurance subsidy benefit which the deceased employee was receiving
at the time of their death, or would be eligible to receive if they were retired at the time
of death, shall be paid on behalf of the spouse or family for a period not to exceed
twelve (12) months.
SCHEDULE OF BENEFITS
D. Minimum Eligibility for Benefits - With the exception of an industrial disability retirement,
eligibility for benefits begin after an employee has completed ten (10) years of continuous
service with the City of Huntington Beach. Said service must be continuous for ten (10)
years unless prior service is reinstated at the time of their rehire in accordance with the
City's Personnel Rules.
HBMT MOU January 1, 2022 through December 31,2024 41
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT D — RETIREE MEDICAL SUBSIDY PLAN
E. Disability Retirees - Industrial disability retirees with less than ten (10) continuous years
of service shall receive a maximum monthly payment toward the premium for health
insurance of one hundred twenty one dollars ($121.00). Payments shall be in accordance
with the stipulations and conditions that exist for all retirees. Payment shall not exceed
the dollar amount that is equal to the full cost of premium for employee only.
F. Marital Status — Married unit retirees eligible for benefits under the Retiree Medical
Subsidy Plan may each receive the benefit earned pursuant to Section G — Maximum
Monthly Subsidy Payments, whether enrolled individually as the plan enrollee or whether
enrolled as a dependent on any City-sponsored medical plan.
a. In the case where a retired unit member is married to a City employee (active or retired)
outside of this bargaining unit, this provision shall remain applicable.
b. This provision shall apply to State of California registered domestic partners the same
as married spouses.
c. Upon City Council approval of this agreement, this provision shall become effective
the first day of the month following HBMT open enrollment for Medical plans.
G. Maximum Monthly Subsidy Payments - All retirees, including those retired as a result of
disability whose number of continuous years of service on the date of retirement exceeds
ten (10), shall be entitled to a maximum monthly payment of premiums by the City for each
year of completed City service as follows:
Maximum Monthly Payment
For Retirements After:
Years of Service Subsidy
10 $ 121
11 136
12 151
13 166
14 181
15 196
16 211
17 226
18 241
19 256
20 271
21 286
22 300
23 315
24 330
25 344
Note: The above payment amounts may be reduced each month as dependent eligibility ceases
due to death, divorce or loss of dependent child status. However, the amount shall not be reduced
HBMT MOU January 1,2022 through December 31,2024 42
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT D — RETIREE MEDICAL SUBSIDY PLAN
if such reduction would cause insufficient funds needed to pay the full premium for the employee
and the remaining dependents. In the event no reduction occurs and the remaining benefit
premium is not sufficient to pay the premium amount for the employee and the eligible
dependents, said needed excess premium amount shall be paid by the employee.
H. Medicare:
1. All persons are eligible for Medicare coverage at age sixty-five (65). Those with
sufficient credit quarters of Social Security will receive Part A of Medicare at no cost.
Those without sufficient credited quarters are still eligible for Medicare at age sixty five
(65), but will have to pay for Part A of Medicare if the individual elects to take Medicare.
In all cases, Part B of Medicare is paid for by the participant.
2. When a retiree and their spouse are both sixty-five (65) or over, and neither is eligible
for paid Part A of Medicare, the subsidy shall pay for Part A for each of them or the
maximum subsidy, whichever is less.
3. When a retiree at age sixty-five (65) is eligible for paid Part A of Medicare and their
spouse is not eligible for paid Part A, the spouse shall not receive subsidy. When a
retiree at age sixty-five (65) is not eligible for paid Part A of Medicare and their spouse
who is also age sixty-five (65) is eligible for paid Part A of Medicare, the subsidy shall
be for the retiree's Part A only.
I. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the following cancellation
provisions apply:
a. Coverage for a retiree under the Retiree Medical Subsidy Plan will be eliminated
on the first day of the month in which the retiree reaches age sixty-five (65), If
such retiree was covering dependents under the Plan, dependents will be eligible
for COBRA continuation benefits effective as of the retiree's sixty-fifth (65th)
birthday.
b. Dependent coverage will be eliminated upon whichever of the following occasions
comes first:
i. After thirty six (36) months of COBRA continuation coverage, or
ii. When the covered dependent reaches age sixty-five (65) and in the event
such dependent reaches age sixty-five (65) prior to the retiree reaching age
sixty-five (65).
c. At age sixty-five (65) retirees are eligible to make application for Medicare. Upon
being considered "eligible to make application," whether or not application has
been made for Medicare, the Retiree Medical Subsidy Plan will be eliminated.
HBMT MOU January 1,2022 through December 31.2024 43
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT D — RETIREE MEDICAL SUBSIDY PLAN
d. Retiree Medical Subsidy Plan and COBRA participants shall be notified of non-
payment of premium by means of a certified letter from Human Resources in
accordance with the provisions of this Memorandum of Understanding.
e. A retiree who fails to pay premiums due for coverage and is in arrears for sixty (60)
days shall be terminated from the Plan and shall not have reinstatement rights.
HBMT MOU January 1,2022 through December 31,2024 44
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT E 9/80 WORK SCHEDULE
9180 WORK SCHEDULE
This work schedule is known as the "9/80." The 9/80 work schedule is designed to be in
compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event that there
is a conflict with the current rules, practices and/or procedures regarding work schedules and
leave plans, then the rules listed below shall govern.
9/80 Work Schedule Defined
The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two
(2) week pay period by working eight (8) days at nine (9) hours per day and working one (1) day
for eight (8) hours, with a scheduled unpaid lunch break during each work shift, totaling forty (40)
hours in each FLSA workweek. The 9/80 work schedule shall not reduce service to the public,
departmental effectiveness, productivity and/or efficiency as determined by the City Manager or
designee.
A. The FLSA workweek for each employee on a 9/80 schedule shall begin and end four (4)
hours into that employee's regularly scheduled shift on the day of the week that the
employee alternatively works an eight (8) hour shift and takes off. For example,
employees on a 9/80 schedule who are assigned to the Civic Center shall have an FLSA
workweek that starts and ends four(4) hours into the employee's regularly scheduled shift
each Friday, as these employees may only have 9/80 schedules that provide for
alternating Fridays off with working eight (8) hour days on Fridays. Employees may only
take their lunch break on their eight (8) hour day after first having worked four (4) hours in
that shift, unless the employee receives prior approval of their Supervisor, as overtime
may occur in such situations.
B. Two (2) Week Pay Period — The pay period for employees starts Friday mid-shift (P.M.)
and continues for fourteen (14) days until Friday mid-shift (A.M.). During this period, each
week is made up of four (4) nine (9) hour workdays totaling (thirty-six (36) hours) and one
(1) four (4) hour Friday and those hours equal forty (40) work hours in each workweek
(e.g. the Friday is split into four (4) hours for the A.M. shift, which is charged to workweek
one and four (4) hours for the P.M. shift, which is charged to workweek two).
C. A/B Schedules —To continue to provide service to the public every Friday, employees on
a 9/80 schedule assigned to the Civic Center, are to be divided between two schedules,
known as the "A" schedule and the "B" schedule, based upon the departmental needs.
For identification purposes, the "A" schedule shall be known as the schedule with a day
off on the Friday in the middle of the pay period, or, "off on payday", the "B" schedule shall
have the first Friday (P.M.) and the last Friday (A.M.) off, or "working on payday." An
example is listed below:
�:.T.ii
AM
3 ;F�#S LktS'rM11Tt<'tWr}Thi I F.i >'rF� StlASS ttMLi'Trc W� Thy5�FF YFH
Schedule 4 4 9 9 9 9 9 9 9 9 1 4 4
B Schedule 9 9 9 9 4 4 9 9 9 9
D. Schedule Changes — FLSA non-exempt employees cannot change their—assigned
schedules, without prior approval of their Supervisor, Department Head, and the
HBMT MOU January 1,2022 through December 31,2024 45
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT E 9180 WORK SCHEDULE
Administrative Services Director or designee. The purpose of this authorization is to
review the impact on overtime. FLSA exempt employees may change their schedules at
the beginning of any pay period with Supervisor and Department Head approval.
E. Emergencies —All employees on the 9/80 work schedule are subject to be called to work
any time to meet any and all emergencies or unusual conditions which, in the opinion of
the City Manager, Department Head or designee may require such service from any of
said employees.
Overtime Defined
FLSA Non-Exempt Employees — All non-exempt employees under the 9/80 work schedule shall
earn overtime for all hours worked after the first forty (40) hours in their designated FLSA
workweek as required under FLSA. Employees are required to obtain Supervisor authorization
prior to working any overtime.
1. Overtime Compensation —As stated in Article IX.B.
2. Compensatory Time —As stated in Article IX.B.
Leave Benefits
When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9)
hours of eligible leave per workday shall be charged against the employee's leave balance or
eight (8) hours shall be charged if the day off is a Friday. All leaves shall continue under the
current accrual, eligibility, request and approval requirements.
1. General Leave —As stated in Article XII.A.1.
2. Sick Leave —As stated in Article XII.A.3.
3. Bereavement Leave —As stated in Article XII.A.4.
4. Holidays
a. If a holiday falls on an FLSA non-exempt employee's flex day off, the employee must
then take the work shift before or after the holiday off with their Supervisor and
Department Head approval. If the employee cannot take the work shift before or after
the holiday off, the employee will be credited General Leave with the number of hours
of the employee's regularly scheduled work shift.
b. If a holiday falls on an FLSA exempt employee's flex day off, the employee must then
take the work shift before or after the holiday off with Supervisor and Department Head
approval. FLSA exempt employees shall not be granted any Administrative/General
Leave or any added compensation for not taking a work shift off on a scheduled
holiday.
5. Jury Duty - The provisions of the Personnel Rules shall continue to apply, however, if an
FLSA exempt employee is called to serve on jury duty during a the employee's flex day
off, Saturday or Sunday or on a City holiday, then the jury duty shall be considered the
same as having occurred during the employee's day off from work; therefore, the
employee will receive no added compensation.
HBMT MOU January 1,2022 through December 31,2024 46
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT F 4/10 WORK SCHEDULE
4/10 WORK SCHEDULE
This work schedule is known as the '4/10" work schedule. The 4110 work schedule is designed
to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event
that there is a conflict with the current rules, practices and/or procedures regarding work
schedules and leave plans, then the rules listed below shall govern.
4/10 Work Schedule Defined
The 4/10 work schedule shall be defined as working four (4) days for forty (40) hours in an FLSA
workweek by working four(4) days at ten (10) hours per day, plus a minimum of thirty (30) minutes
unpaid lunch during each work shift. The FLSA workweek shall be defined as Saturday 12:00:00
A.M. to Friday 11:59:59 P.M. The 4/10 work schedule shall not reduce service to the public,
departmental effectiveness, productivity and/or efficiency as determined by the City Manager or
designee.
All employees on the 4/10 work schedule are subject to be called to work any time to meet any
and all emergencies or unusual conditions which, in the opinion of the City Manager, Department
Head or designee may require such service from any of said employees.
Overtime Defined
FLSA Non-Exempt Employees — All non-exempt employees under the 4/10 work schedule shall
earn overtime for all hours worked after the first forty (40) hours in an FLSA workweek as required
under FLSA. Employees are required to obtain Supervisor authorization prior to working any
overtime.
1. Overtime Compensation —As stated in Article IX.B.
2. Compensatory Time —As stated in Article IX.B.
Leave Benefits
When an employee is off on a scheduled workday under the 4/10 work schedule, then ten (10)
hours of eligible leave per workday shall be charged against the employee's leave balance. All
leaves shall continue under the current accrual, eligibility, request and approval requirements.
1. General Leave —As stated in Article XII.A.1.
2. Sick Leave —As stated in Article XII.A.3.
3. Bereavement Leave —As stated in Article XII.A.4.
4. Holidays
a. If a holiday falls on an FLSA non-exempt employee's regularly scheduled day off,
the employee must then take the work shift before or after the holiday off, with
Supervisor and Department Head approval. If the employee cannot take the work
shift before or after the holiday off, the employee will be credited with General
Leave the number of hours of the employee's regularly scheduled work shift.
HBMT MOU January 1,2022 through December 31, 2024 47
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT F 4/10 WORK SCHEDULE
b. If a holiday falls on an FLSA exempt employee's regularly scheduled day off, the
employee must then take the work shift before or after the holiday off, with
Supervisor and Department Head approval. FLSA exempt employees shall not be
granted any Administrative/General Leave or any added compensation for not
taking a work shift off on a scheduled holiday.
5. Jury Duty - The provisions of the Personnel Rules shall continue to apply, however, if an
FLSA exempt employee is called to serve on jury duty during a normal Friday off, Saturday
or Sunday or on a City holiday, then the jury duty shall be considered the same as having
occurred during the employee's day off from work; therefore, the employee will receive no
added compensation.
HBMT MOU January 1,2022 through December 31,2024 48
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT G — AGENCY SHOP AGREEMENT
AGENCY SHOP AGREEMENT
Legislative Authority
The City of Huntington Beach (City) and the Huntington Beach Municipal Teamsters (Association)
mutually understand and agree that in accordance with State of California law, per adoption of
SB 739 (Government Code Section 3502.5), and SB 866 (Government Code Section(s) 3550,
3551, 3552, 3553, 3555.5 and 3556) the Association will be covered by an Agency Shop. As a
result of this Agency Shop Agreement between the City and the Association, this Agency Shop
Agreement hereby requires that all bargaining unit employees represented by the Association:
1. Make the voluntary election to join the Association and pay Association Dues
2. Or opt-out of Association membership
The following Agency Shop Agreement will be implemented in conformity with California
Government Code Section 3502.5 and applicable law (SB 866) and will be incorporated into any
successor Memorandum of Understanding entered into between City and Association, unless
rescinded pursuant to the terms of this Agreement.
Association Dues
The City shall deduct Association Dues, from all employees who have signed a written
authorization, and a copy of that authorization has been provided to the Administrative Services
Director. The authorization shall indicate the Association Dues, to be deducted. Employees who
do not sign the written authorization, shall be deemed to opt-out of Association membership.
Employees on leave without pay or employees who earn a salary less than the Association
deduction shall not have Association Dues deducted for that pay period.
The Association shall notify the Administrative Services Director of the amount of the Association
Dues to be deducted from the unit members' paychecks.
New Hire Notification
All new hires in the bargaining unit shall be informed by the Administrative Services Director or
designee, at the time of hire, that an Agency Shop Agreement is in effect for their classification,
by providing a copy of this Agreement, the Memorandum of Understanding and a form, mutually
developed between the City and the Association that outlines the employee's choices under the
Agency Shop Agreement. The employee shall be provided thirty (30) calendar days from the date
of hire to elect their choice and provide a signed copy of that choice to the Administrative Services
Director. Deductions under this Agency Shop Agreement for new hires will start with the first full
payroll period beginning thirty (30) days after the new hire submits their selection to the
Administrative Services Director. The Association may request to meet with new hires at a time
and place mutually agreed upon between the City and the Association.
Records
The Association shall keep an adequate itemized record of its financial transactions and shall
make a written financial report thereof, in the form of a balance sheet certified as to accuracy by
its president and treasurer or corresponding principal officer, or by a certified public accountant,
available annually, to the City within 60 days following the end of its fiscal year.
All forms submitted by an employee to the City, or by the Association on behalf of an employee,
shall be retained by the City in the employee's personnel file.
HBMT MOU January 1,2022 through December 31,2024 49
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT G — AGENCY SHOP AGREEMENT
The Administrative Services Director or designee shall provide the Association a list of all unit
members with dues paying status with each Association Dues check remitted to the Association.
This list and the Association Dues shall be submitted by the City to the Association within three
weeks of each pay period.
Rescission Of Agreement
The Agency Shop Agreement may be rescinded at any time during the period of time that the
Association remains the exclusive bargaining agent for the unit employees by a majority vote of
all the employees in the bargaining unit. A request for such vote must be supported by a petition
containing the signatures of at least thirty percent(30%) of the employees in the unit. The election
shall be by secret ballot and conducted by California State Mediation and Conciliation and in
accordance with state law.
INDEMNIFICATION
The Association shall indemnify, defend and hold the City harmless from and against all claims
and liabilities as a result of implementing and maintaining this Agency Shop Agreement.
The City and the Association recognize the right of the employees to form, join and participate in
lawful activities of employee organizations and the equal alternative right of employees to refuse to
join or participate in employee organization activities.
During the life of this Agreement all unit members who choose to become members of the
Association shall be required to maintain their membership in the Association in good standing,
subject however, to the right to resign from membership no sooner than April 15 or later than May
15, of any year this Agreement remains in effect. Any unit member may exercise the right to resign
by submitting a written notice to the Association and to the City during the resignation period on
the Deduction Authorization/Change in Status form. The change in deductions from the
employee's payroll will be effective with the first full pay period beginning thirty (30) days or more
after the Administrative Services Director receives the employee's written notice.
The City and the Association agree that neither shall discriminate nor retaliate against any
employee for the employee's participation or non-participation in any Association activity.
Payroll Deduction
The City will deduct from each paycheck of unit employees, and remit to the Association, the normal
and regular Association Dues, in the timelines described as voluntarily authorized in writing by the
employee, subject to the following conditions:
1. Such deductions shall be made only upon submission of a Deduction Authorization/Change
in Status form to the Administrative Services Director. Said form shall be duly completed
and signed by the employee. If no form is completed by the employee, the employee shall
be considered to have elected to opt-out.
2. The City shall not be obligated to put into effect any new, changed or discontinued deduction
until the first full pay period commencing thirty (30) days or longer after such submission.
Every effort will be made by the City to remit dues to the Association within three (3) weeks
of receipt. The Association agrees to indemnify and hold the City harmless against any
HBMT MOU January 1,2022 through December 31,2024 50
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT G — AGENCY SHOP AGREEMENT
and all suits, claims, demands and liabilities that may arise out of, or by reason of, any
action that shall be taken by the City for the purpose of complying with this Section.
HBMT MOU January 1,2022 through December 31, 2024 51
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT H — CATASTROPHIC LEAVE DONATION PROGRAM
Guidelines
1. Purpose
The purpose of the voluntary catastrophic leave donation program is to bridge employees
who have been approved leave time to either; return to work, long-term disability, or
medical retirement. Permanent employees who accrue vacation, general leave or
compensatory time may donate such leave to another permanent employee when a
catastrophic illness or injury befalls that employee or because the employee is needed to
care for a seriously ill family member. The leave-sharing Leave Donation Program is
Citywide across all departments and is intended to provide an additional benefit. Nothing
in this program is intended to change current policy and practice for use and/or accrual of
vacation, general, or sick leave.
2. Definitions
Catastrophic Illness or Injury - A serious debilitating illness or injury, which incapacitates
the employee or an employee's family member.
Family Member - For the purposes of this policy, the definition of family member is that
defined in the Family Medical Leave Act (child, parent, spouse or domestic partner).
3. Eligible Leave
Accrued compensatory time off, vacation or general leave hours may be donated. The
minimum donation an employee may make is two (2) hours and the maximum is forty (40)
hours.
4. Eligibility
Permanent employees who accrue vacation or general leave may donate such hours to
eligible recipients. Compensatory time off accrued may also be donated. An eligible
recipient is an employee who:
• Accrues vacation or general leave;
• Is not receiving disability benefits or Workers' Compensation payments; and
• Requests donated leave.
5. Transfer of Leave
The maximum donation credited to a recipient's leave account shall be the amount
necessary to ensure continuation of the employee's regular salary during the employee's
period of approved catastrophic leave. Donations will be voluntary, confidential and
irrevocable. Hours donated will be converted into a dollar amount based on the hourly
wage of the donor. The dollar amount will then be converted into accrued hours based on
the recipient's hourly wage.
An employee needing leave will complete a Leave Donation Request Form and submit it
to the Department Director for approval. The Department Director will forward the form to
Human Resources for processing. Human Resources, working with the department, will
send out the request for leave donations.
HBMT MOU January 1,2022 through December 31, 2024 52
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT H — CATASTROPHIC LEAVE DONATION PROGRAM
Employees wanting to make donations will submit a Leave Donation Form to the Finance
Department (payroll).
All donation forms submitted to payroll will be date stamped and used in order received
for each bi-weekly pay period. Multiple donations will be rotated in order to insure even
use of time from donors. Any donation form submitted that is not needed will be returned
to the donor.
HBMT MOU January 1,2022 through December 31,2024 53
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT H — CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Request Form
Requestor, Please Complete
According to the provisions of the Voluntary Catastrophic Leave Donation Program, I hereby request
donated Vacation, Administrative Leave, General Leave or Compensatory Time.
MY SIGNATURE CERTIFIES THAT:
• A Leave of absence in relation to a catastrophic illness or injury has been approved by my
Department; and
• I am not receiving disability benefits or Workers' Compensation payments.
Name: (Please Print or Type: Last, First, MI)
ork Phone: Department:
Job Title: Employee ID#:
Requestor Signature: Date:
Department Director Signature: Date:
Human Resources Drvtslon,lJse Only. . '. J .' �
r"End`donation date will bridge to, M End_donatioh,date
Qi Long:Term Disebihty j
E 'Medical Retirement beginning .
nliR&6 hl tt0 work
8ministiyativd'Serrvlces Director Signature �D!tCsigned j
a •1'
Please return this form to the Human Resources Office for processing
HBMT MOU January 1,2022 through December 31,2024 54
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT H - CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Donation Form
1
Donor, please complete
Donor Name: (Please Print or Type: Last, First, MI)
ork Phone:
Donor Job Title:
Type of Accrued Leave: =Hours
urs I wish to Donate:
❑ Vacation f Vacation
❑ Compensatory Time Hours of Compensatory Time
❑ General Leave Hours of General Leave
❑ Administrative Leave Hours of Administrative Leave
I understand that this voluntary donation of leave credits, once processed, is irrevocable;
but if not needed, the donation will be returned to me. I also understand that this donation
will remain confidential.
I wish to donate my accrued Vacation, Compensatory Time, Administrative Leave or General Leave
hours to the Catastrophic Leave Donation Program for:
Eligible recipient employee's name (Last, First, MI):
Donor Signature: Date:
Please submit to Payroll in the Finance Department.
HBMT MOU January 1,2022 through December 31,2024 55
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT I — HEALTH AND OTHER INSURANCE BENEFITS
TEAMSTERS MISCELLANEOUS SECURITY TRUST FUND
• The Teamsters Miscellaneous Security Trust Fund contracts with the City of Huntington
Beach to provide medical benefit plan options.
• Coverage for HBMT employees shall begin the first of the month following employment.
The City of Huntington Beach shall remit one (1) payment of three (3) months of medical
premiums for new enrollees.
HBMT MOU January 1,2022 through December 31,2024 56
Res. No. 2022-02
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 January 18, 2022 by the following vote:
AYES: Peterson, Bolton, Posey, Delgleize, Carr, Moser, Kalmick
NOES: None
ABSENT: None
RECUSE: None
0
City Clerk and ex-officio WkWthe
City Council of the City of
Huntington Beach, California