HomeMy WebLinkAboutHuntington Beach Management Employees' Organization - MEO - 2022-01-01 a� 1iNGtoti 2000 Main Street,
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City of Huntington Beach
�, - APPROVED 7-0
COUNiN
File#: 24-590 MEETING DATE: 9/3/2024
REQUEST FOR CITY COUNCIL ACTION
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Eric G. Parra, Interim City Manager
VIA: Marissa Sur, Director of Human Resources
PREPARED BY: Marissa Sur, Director of Human Resources
Subiect:
Adopt Resolution No. 2024-44 Amending the Memorandum of Understanding Between the City
and Huntington Beach Management Employees' Organization by Adopting a Side Letter of
Agreement
Statement of Issue:
The current Memorandum of Understanding (MOU) between the City of Huntington Beach and
Management Employees' Organization (MEO) is effective January 1, 2022, through December 31,
2024. In order to adjust the compensation for the staff attorneys in the City Attorney's Office to
become competitive in the market, the proposed Side Letter of Agreement provides for an
Amendment to the MOU between the City and MEO to increase the base pay of the Chief Litigation
Counsel and other attorney classifications and add a Special Pay for attorneys when they are
permanently assigned to the Litigation Division of the City Attorney's Office.
Financial Impact:
The cost of the base pay increase is estimated at$175,993, and the special pay at $99,755. No
additional funding is requested. Funding is included in the FY 2024-25 budget.
Recommended Action:
Adopt Resolution No. 2024-44, "A Resolution of the City Council of the City of Huntington Beach
Amending the Memorandum of Understanding Between the City and the Huntington Beach
Management Employees' Organization (MEO) by Adopting a Side Letter of Agreement."
Alternative Action(s):
Do not approve the recommended action, and direct staff accordingly.
Analysis:
In April 2024, recurrent and long-term vacancies in the Chief Litigation Counsel and other staff
attorney classifications prompted the Human Resources Department to perform a compensation
City of Huntington Beach Page 1 of 2 Printed on 8/28/2024
powers 2 Legistar^^
File#: 24-590 MEETING DATE: 9/3/2024
study and identify opportunities to improve the City's ability to attract and retain attorneys. This study
found the classifications were as much as 15% below the market average, which makes it very
difficult to recruit and retain the legal expertise on staff to handle the City's demanding legal matters.
In order to enhance the City's ability to attract and retain attorneys in these classifications, staff
recommends increasing the base pay of these classifications to bring them to 5% above the market
average. The proposed Side Letter of Agreement allows for base pay increases to attorney
classifications.
In addition to the base pay increase, staff recommends offering a Litigation Assignment Pay of ten
percent base hourly rate to the attorneys permanently assigned to the Litigation Division of the City
Attorney's Office. This Special Pay is recommended in recognition of the additional workload,
including often working outside of normal office hours, nights, and weekends, and the additional
responsibility associated with preparation for and appearance in trials; Litigation Assignment Pay will
not be reportable to CaIPERS. With these two adjustments in place, the City will be more marketable
for attorneys looking to try cases in-house.
Environmental Status:
This action is not subject to the California Environmental Quality Act (CEQA) pursuant to Sections
15060(c)(2) (the activity will not result in a direct or reasonably foreseeable indirect physical change
in the environment) and 15060(c)(3) (the activity is not a project as defined in Section 15378) of the
CEQA Guidelines, California Code of Regulations, Title 14, Chapter 3, because it has no potential for
resulting in physical change to the environment, directly or indirectly.
Stratecaic Plan Goal:
Goal 3 - High Performing Organization, Strategy B - Fill department director and other key vacancies
to lead and provide essential services to the community.
For details,visit www.huntingtonbeachca.gov/strategicplan<http://www.huntingtonbeachca.gov/strategicplan>:
Attachment(s):
1. Resolution No. 2024-44 with Exhibit A- MEO Side Letter Agreement
City of Huntington Beach Page 2 of 2 Printed on 8/28/2024
powers 2 LegistarTM
RESOLUTION NO. 2024-44
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE
HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION (MEO)BY
ADOPTING A SIDE LETTER OF AGREEMENT
21
WHEREAS, on Decemberl2;2021, the City Council of Huntington Beach adopted Resolution
No. 2021-71, approving the Memorandum of Understanding ("MOU") between the City of Huntington
Beach ("City") and the Huntington Beach Management Employee's Organ;7ation ("MEO") for the time
period of January 1, 2022 through December 31, 2024; and
Subsequent to the adoption of the MOU,the City and MEO have met and conferred and agreed to
the changes to the MOU that are reflected in the Side Letter of Agreement("Side Letter") attached hereto
as Exhibit A and incorporated herein by this reference; and
The City and MEO wish to formally modify the MOU as set forth in the Side Letter,
- ._ NOW,THEREFORE,IT IS HEREBY RESOLVED by the City Council of the City of Huntington
Beach as follows:
1. The Side Letter of Agreement attached hereto as Exhibit A is approved and adopted.
2. The Side Letter of Agreement amends the MOU between the City of Huntington Beach and
MEO.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular
meeting thereof held on September 1rd , 2024. .
fill.
1014 eA h__.
. `` Mayor
D • 'P' VED: APPROVED ORM:
Interim City Manager 1 orney P..c--
ATTEST: {n/ L TIATED AND APPROVED:
ot,
6.?et.iy..1,4,4d __41 -----r7- -----„
City Cler‘c Director of Human Resources
1
24-15082/348604 •
EXHIBIT A
SIDE LETTER OF AGREEMENT
2
24-15082/348604
Resolution No. 2024-44
Exhibit"A"
SIDE LETTER OF AGREEMENT
BETWEEN
THE CITY OF HUNTINGTON BEACH
AND
HUNTINGTON BEACH MANAGEMENT EMPLOYEE ORGANIZATION
Representatives of Management Employees' Organization (MEO) and the City of
Huntington Beach (City) have negotiated this Side Letter Agreement to modify the
following sections of the MEO MOU dated January 1, 2022, through December 31, 2024:
ARTICLE II — REPRESENTATIONAL UNIT/CLASSIFICATIONS
It is recognized that the Association is the employee association which has the right to
meet and confer in good faith with the City on the behalf of the employees whose
classifications are listed in Exhibit A, attached hereto and incorporated by reference
herein.
ARTICLE VII —SPECIAL PAY
C. Litigation Assignment Pay
Attorney classifications permanently assigned to the Litigation Division of the City
Attorney's Office and performing the full range of litigation work shall be paid an additional
ten percent (10%) of their base hourly rate in addition to their regular bi-weekly salary.
Litigation Assignment Pay is not reportable to CaIPERS.
Side Letter Implementation
The provisions contained in this side letter are effective the first full pay period following
approval by the City of Huntington Beach City Council and will remain in full force and
effect unless otherwise specifically modified, either by subsequent side-letter or a
successor memorandum of understanding.
IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to
be executed by and through their authorized officers on
September 3. 2024
City of Huntington Beach Management Employees
Organization
By: By:
Eric G. Parra Debra Jubin
Interim City Manager MEO President
By: By:
Marissa Sur 1/)2re lSa. SC)41111CLNI
Director of Human OCEA Representative
Resources
APPROVED AS TO FORM:
cf Michael Gates
City Attorney
MANAGEMENT EMPLOYEES' ORGANIZATION SALARY SCHEDULE
EFFECTIVE SEPTEMBER 14,2024
Job Description Pay A B C D E F G
Range
Administrative Services Manager 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
Assistant City Attorney 257 71.54 75.12 78.87 82.82 86.96 91.30 95.87
Assistant City Clerk 207 43.50 45.67 47.96 50.36 52.87 55.52 58.29
Assistant to the City Manager 222 50.50 53.03 55.68 58.46 61.38 64.45 67.68
Associate Civil Engineer 210 44.82 47.06 49.41 51.88 54.48 57.20 60.06
Associate Planner 201 40.98 43.03 45.18 47.44 49.81 52.30 54.91
Building Inspection Manager 227 53.08 55.73 58.52 61.44 64.52 67.74 71.13
Building Inspection Supervisor 211 45.27 47.53 49.90 52.40 55.02 57.77 60.66
Building Official 240 60.41 63.43 66.60 69.93 73.42 77.10 80.95
Capital Projects Administrator 212 45.72 48.00 50.40 52.92 55.57 58.35 61.27
Capital Projects Supervisor 219 49.02 51.47 54.04 56.74 59.58 62.56 65.69
Chief Litigation Counsel* 272 83.06 87.21 91.57 96.15 100.95 106.00 111.30
City Engineer 253 68.75 72.19 75.79 79.58 83.56 87.74 92.13
Civilian Police Services Commander 242 61.62 64.70 67.94 71.33 74.90 78.65 82.58
Code Enforcement Manager 230 54.69 57.42 60.29 63.30 66.47 69.79 73.28
Community and Library Services Manager 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
Construction Manager 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
Council Policy Analyst 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Cyber Information Security Officer 220 49.51 51.98 54.58 57.31 60.17 63.18 66.34
Deputy City Attorney I 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
Deputy City Attorney II* 252 68.07 71.47 75.04 78.80 82.74 86.87 91.22
Deputy City Engineer 237 58.63 61.56 64.64 67.87 71.27 74.83 78.57
Deputy Fire Marshal 210 44.82 47.06 49.41 51.88 54.48 57.20 60.06
Detention Administrator 219 49.02 51.47 54.04 56.74 59.58 62.56 65.69
Economic Development Manager 237 58.63 61.56 64.64 67.87 71.27 74.83 78.57
Economic Development Project Manager 219 49.02 51.47 54.04 56.74 59.58 62.56 65.69
Environmental Services Manager 227 53.08 55.73 58.52 61.44 64.52 67.74 71.13
Finance Manager 236 58.05 60.95 64.00 67.20 70.56 74.09 77.79
Fire Marshal 240 60.41 63.43 66.60 69.93 73.42 77.10 80.95
MANAGEMENT EMPLOYEES' ORGANIZATION SALARY SCHEDULE
EFFECTIVE SEPTEMBER 14,2024
Job Description Pay A B C D E F G
Range
Fire Medical Coordinator 211 45.27 47.53 49.90 52.40 55.02 57.77 60.66
Fleet Operations Supervisor 207 43.50 45.67 47.96 50.36 52.87 55.52 58.29
Homeless Services Manager 230 54.69 57.42 60.29 63.30 66.47 69.79 73.28
Housing Manager 230 54.69 57.42 60.29 63.30 66.47 69.79 73.28
Human Resources Analyst 192 37.47 39.34 41.31 43.37 45.54 47.82 50.21
Human Resources Manager 238 59.22 62.18 65.29 68.55 71.98 75.58 79.36
Information Technology Manager 240 60.41 63.43 66.60 69.93 73.42 77.10 80.95
Information Technology Supervisor 217 48.05 50.45 52.97 55.62 58.40 61.33 64.39
Landscape Architect 205 42.64 44.77 47.01 49.36 51.83 54.42 57.14
Management Analyst 192 37.47 39.34 41.31 43.37 45.54 47.82 50.21
Municipal Records Manager 202 41.39 43.46 45.63 47.91 50.31 52.82 55.46
Multimedia Coordinator 201 40.98 43.03 45.18 47.44 49.81 52.30 54.91
Network Systems Administrator 225 52.03 54.63 57.36 60.23 63.24 66.41 69.73
Parking&Camping Operations Supervisor 199 40.17 42.18 44.29 46.50 48.83 51.27 53.83
Permit& Plan Check Manager 230 54.69 57.42 60.29 63.30 66.47 69.79 73.28
Permit& Plan Check Supervisor 205 42.64 44.77 47.01 49.36 51.83 54.42 57.14
Plan Check Engineer 223 51.01 53.56 56.23 59.05 62.00 65.10 68.35
Planning Manager 236 58.05 60.95 64.00 67.20 70.56 74.09 77.79
Police Services Manager 219 49.02 51.47 54.04 56.74 59.58 62.56 65.69
Principal Civil Engineer 235 57.47 60.35 63.37 66.53 69.86 73.35 77.02
Principal Combination Inspector 202 41.39 43.46 45.63 47.91 50.31 52.82 55.46
Principal Finance Analyst 219 49.02 51.47 54.04 56.74 59.58 62.56 65.69
Principal Human Resources Analyst 214 46.64 48.97 51.42 53.99 56.69 59.52 62.50
Principal Information Technology Analyst 225 52.03 54.63 57.36 60.23 63.24 66.41 69.73
Principal Librarian 201 40.98 43.03 45.18 47.44 49.81 52.30 54.91
Principal Management Analyst 214 46.64 48.97 51.42 53.99 56.69 59.52 62.50
Principal Planner 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
Public Affairs Manager 232 55.78 58.57 61.50 64.58 67.81 71.20 74.76
Public Affairs Officer 223 51.01 53.56 56.23 59.05 62.00 65.10 68.35
MANAGEMENT EMPLOYEES' ORGANIZATION SALARY SCHEDULE
EFFECTIVE SEPTEMBER 14,2024
Job Description Pay A B C D E F G
Range
Public Works Maintenance 218 48.53 50.96 53.50 56.18 58.99 61.94 65.04
Superintendent
Public Works Maintenance Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Public Works Operations Manager 253 68.75 72.19 75.79 79.58 83.56 87.74 92.13
Real Estate&Project Manager 216 47.57 49.95 52.45 55.07 57.83 60.72 63.75
Risk Manager 234 56.91 59.75 62.74 65.88 69.17 72.63 76.26
Senior Civil Engineer 222 50.50 53.03 55.68 58.46 61.38 64.45 67.68
Senior Community and Library Services
199 40.17 42.18 44.29 46.50 48.83 51.27 53.83
Supervisor
Senior Deputy City Attorney* 263 75.94 79.74 83.72 87.91 92.31 96.92 101.77
Senior Finance Analyst 211 45.27 47.53 49.90 52.40 55.02 57.77 60.66
Senior Human Resources Analyst 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Senior Librarian 186 35.30 37.06 38.91 40.86 42.90 45.05 47.30
Senior Management Analyst 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Senior Planner 216 47.57 49.95 52.45 55.07 57.83 60.72 63.75
Senior Traffic Engineer 231 55.23 57.99 60.89 63.94 67.13 70.49 74.02
Traffic and Transportation Manager 239 59.81 62.80 65.94 69.24 72.70 76.33 80.15
Treasury Manager 236 58.05 60.95 64.00 67.20 70.56 74.09 77.79
Utilities Manager 238 59.22 62.18 65.29 68.55 71.98 75.58 79.36
Utilities Superintendent 218 48.53 50.96 53.50 56.18 58.99 61.94 65.04
Wastewater Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Water Quality Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Water Utility Supervisor 208 43.93 46.13 48.44 50.86 53.40 56.07 58.88
*Per Resolution No. 2024-44 approved September 3, 2024
Res. No. 2024-44
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 September 3, 2024 by the following vote:
AYES: Moser, Bolton, Burns, Van Der Mark, Strickland, McKeon, Kalmick
NOES: None
ABSENT: None
ABSTAIN: None
6 :414t, 9,67144-1&40
• City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
MANAGEMENT EMPLOYEES' ORGANIZATION SALARY SCHEDULE
EFFECTIVE , 2024
Pay
Job Description A
Range B C D E F G
Administrative Services Manager 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
Assistant City Attorney 257 71.54 75.12 78.87 82.82 86.96 91.30 95.87
Assistant City Clerk 207 43.50 45.67 47.96 50.36 52.87 55.52 58.29
Assistant to the City Manager 222 50.50 53.03 55.68 58.46 61.38 64.45 67.68
Associate Civil Engineer 210 44.82 47.06 49.41 51.88 54.48 57.20 60.06
Associate Planner 201 40.98 43.03 45.18 47.44 49.81 52.30 54.91
Building Inspection Manager 227 53.08 55.73 58.52 61.44 64.52 67.74 71.13
Building Inspection Supervisor 211 45.27 47.53 49.90 52.40 55.02 57.77 60.66
Building Official 240 60.41 63.43 66.60 69.93 73.42 77.10 80.95
Capital Projects Administrator 212 45.72 48.00 50.40 52.92 55.57 58.35 61.27
Capital Projects Supervisor 219 49.02 51.47 54.04 56.74 59.58 62.56 65.69
Chief Litigation Counsel* 272 83.06 87.21 91.57 96.15 100.95 106.00 111.30
City Engineer 253 68.75 72.19 75.79 79.58 83.56 87.74 92.13
Civilian Police Services Commander 242 61.62 64.70 67.94 71.33 74.90 78.65 82.58
Code Enforcement Manager 230 54.69 57.42 60.29 63.30 66.47 69.79 73.28
Community and Library Services Manager 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
Construction Manager 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
Council Policy Analyst 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Cyber Information Security Officer 220 49.51 51.98 54.58 57.31 60.17 63.18 66.34
Deputy City Attorney I 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
Deputy City Attorney II* 252 68.07 71.47 75.04 78.80 82.74 86.87 91.22
Deputy City Engineer 237 58.63 61.56 64.64 67.87 71.27 74.83 78.57
Deputy Fire Marshal 210 44.82 47.06 49.41 51.88 54.48 57.20 60.06
Detention Administrator 219 49.02 51.47 54.04 56.74 59.58 62.56 65.69
Economic Development Manager 237 58.63 61.56 64.64 67.87 71.27 74.83 78.57
Economic Development Project Manager 219 49.02 51.47 54.04 56.74 59.58 62.56 65.69
Environmental Services Manager 227 53.08 55.73 58.52 61.44 64.52 67.74 71.13
Finance Manager 236 58.05 60.95 64.00 67.20 70.56 74.09 77.79
Fire Marshal 240 60.41 63.43 66.60 69.93 73.42 77.10 80.95
MANAGEMENT EMPLOYEES'ORGANIZATION SALARY SCHEDULE
EFFECTIVE .2024
Job Description Pay A B C D E F G
Range
Fire Medical Coordinator 211 45.27 47.53 49.90 52.40 55.02 57.77 60.66
Fleet Operations Supervisor 207 43.50 45.67 47.96 50.36 52.87 55.52 58.29
Homeless Services Manager 230 54.69 57.42 60.29 63.30 66.47 69.79 73.28
Housing Manager 230 54.69 57.42 60.29 63.30 66.47 69.79 73.28
Human Resources Analyst 192 37.47 39.34 41.31 43.37 45.54 47.82 50.21
Human Resources Manager 238 59.22 62.18 65.29 68.55 71.98 75.58 79.36
Information Technology Manager 240 60.41 63.43 66.60 69.93 73.42 77.10 80.95
Information Technology Supervisor 217 48.05 50.45 52.97 55.62 58.40 61.33 64.39
Landscape Architect 205 42.64 44.77 47.01 49.36 51.83 54.42 57.14
Management Analyst 192 37.47 39.34 41.31 43.37 45.54 47.82 50.21
Municipal Records Manager 202 41.39 43.46 45.63 47.91 50.31 52.82 55.46
Multimedia Coordinator 201 40.98 43.03 45.18 47.44 49.81 52.30 54.91
Network Systems Administrator 225 52.03 54.63 57.36 60.23 63.24 66.41 69.73
Parking&Camping Operations Supervisor 199 40.17 42.18 44.29 46.50 48.83 51.27 53.83
Permit& Plan Check Manager 230 54.69 57.42 60.29 63.30 66.47 69.79 73.28
Permit& Plan Check Supervisor 205 42.64 44.77 47.01 49.36 51.83 54.42 57.14
Plan Check Engineer 223 51.01 53.56 56.23 59.05 62.00 65.10 68.35
Planning Manager 236 58.05 60.95 64.00 67.20 70.56 74.09 77.79
Police Services Manager 219 49.02 51.47 54.04 56.74 59.58 62.56 65.69
Principal Civil Engineer 235 57.47 60.35 63.37 66.53 69.86 73.35 77.02
Principal Combination Inspector 202 41.39 43.46 45.63 47.91 50.31 52.82 55.46
Principal Finance Analyst 219 49.02 51.47 54.04 56.74 59.58 62.56 65.69
Principal Human Resources Analyst 214 46.64 48.97 51.42 53.99 56.69 59.52 62.50
Principal Information Technology Analyst 225 52.03 54.63 57.36 60.23 63.24 66.41 69.73
Principal Librarian 201 40.98 43.03 45.18 47.44 49.81 52.30 54.91
Principal Management Analyst 214 46.64 48.97 51.42 53.99 56.69 59.52 62.50
Principal Planner 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
Public Affairs Manager 232 55.78 58.57 61.50 64.58 67.81 71.20 74.76
Public Affairs Officer 223 51.01 53.56 56.23 59.05 62.00 65.10 68.35
MANAGEMENT EMPLOYEES'ORGANIZATION SALARY SCHEDULE
EFFECTIVE ,2024
Job Description Pay A B C D E F G
Range
Public Works Maintenance 218 48.53 50.96 53.50 56.18 58.99 61.94 65.04
Superintendent
Public Works Maintenance Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Public Works Operations Manager 253 68.75 72.19 75.79 79.58 83.56 87.74 92.13
Real Estate&Project Manager 216 47.57 49.95 52.45 55.07 57.83 60.72 63.75
Risk Manager 234 56.91 59.75 62.74 65.88 69.17 72.63 76.26
Senior Civil Engineer 222 50.50 53.03 55.68 58.46 61.38 64.45 67.68
Senior Community and Library Services
Supervisor 199 40.17 42.18 44.29 46.50 48.83 51.27 53.83
Senior Deputy City Attorney* 263 75.94 79.74 83.72 87.91 92.31 96.92 101.77
Senior Finance Analyst 211 45.27 47.53 49.90 52.40 55.02 57.77 60.66
Senior Human Resources Analyst 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Senior Librarian 186 35.30 37.06 38.91 40.86 42.90 45.05 47.30
Senior Management Analyst 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Senior Planner 216 47.57 49.95 52.45 55.07 57.83 60.72 63.75
Senior Traffic Engineer 231 55.23 57.99 60.89 63.94 67.13 70.49 74.02
Traffic and Transportation Manager 239 59.81 62.80 65.94 69.24 72.70 76.33 80.15
Treasury Manager 236 58.05 60.95 64.00 67.20 70.56 74.09 77.79
Utilities Manager 238 59.22 62.18 65.29 68.55 71.98 75.58 79.36
Utilities Superintendent 218 48.53 50.96 53.50 56.18 58.99 61.94 65.04
Wastewater Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Water Quality Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Water Utility Supervisor 208 43.93 46.13 48.44 50.86 53.40 56.07 58.88
*Per Side Letter Agreement 24-0702 effective , 2024
From: Carlos Rubio
To: CITY COUNCIL(INCL.CMO STAFF);5uoplementalcommIasurfcity-hb.org
Subject: Agenda Item 16,File ID#24-590
Date: Tuesday,September 3,2024 8:56:34 AM
Attachments: jmaae001.ong
Please consider this an official request for information under the Freedom of Information
Act and respond within 10 days.
As the Huntington Beach Municipal Teamsters prepare to negotiate a new Memorandum of
Understanding with the City of Huntington Beach, it is encouraging to see the City of
Huntington Beach's willingness to allocate financial resources to attract and retain quality
employees in alignment with the 2023-2027 Strategic Plan Goal of a High Performing
Organization.
Our organization has several questions regarding Agenda Item 16, File ID#24-590,Adopt
Resolution No.2024-44 Amending the Memorandum of Understanding Between the City and
Huntington Beach Management Employees'Organization by Adopting a Side Letter of
Agreement.
1. When was the Chief Litigation Counsel position created?How many positions are in this
classification?How many vacancies currently exist?How many times has it been put to
recruitment?How many applicants did each recruitment receive?How long has it been
vacant?How many salary adjustments have been made since the position was created, either
via MOU or other means?Note:Salary increase of 17.2%requested.
2. When was the Deputy City Attorney II created?How many vacancies currently exist?
How many positions are in this classification?How many times has it been put to
recruitment?How many applicants did each recruitment receive?How long has it been
vacant?How many salary adjustments have been made since the position was created, either
via MOU or other means?Note:Salary increase of 6.7%requested
3. When was the Senior Deputy City Attorney position created?How many vacancies
currently exist? How many positions are in this classification?How many times has it been
put to recruitment?How many applicants did each recruitment receive? How long has it
been vacant?How many salary adjustments have been made since the position was created,
either via MOU or other means?Note:Salary increase of 11.2%requested.
It is our understanding that the Huntington Beach Management Employees' Organization's
Memorandum of Understanding is set to expire on December 31, 2024. Can you please explain
why these specific positions were identified for adjustment outside of the scope of anticipated
negotiations?
Our organization thanks you for reviewing our concerns, being good stewards of the city's
finances, and doing your necessary due diligence.We look forward to being afforded the same
opportunity for financial resource allocation in support of our members.
Sincerely,
Carlos I. Rubio
President Teamsters Local 911
SUPPLEMENTAL
COMMUNICATION
Meeting Date: 9/3/2024
16 (24-590)
Agenda Item No.
POSITION A STEP B STEP C STEP D STEP E STEP F STEP G STEP
Chief Litigation Counsel(Anticipated) 83.06 87.21 91.57 96.15 100.95 106 111.3
Chief Litigation Counsel(Current) 68.75 72.19 75.79 79.58 83.56 87.74 92.13
Chief litigation Counsel($Increase) 14.31 15.02 15.78 1&57 17.39 18.26 19.17
Chief litigation Counsel(%Increase) 17.23% 17.22% 17.23% 17.23% 17.23% 17.23% 17.22%
Deputy City Attorney II(Anticipated) 68.07 71.47 75.04 78.8 82.74 86.87 91.22
Deputy City Attorney II(Current) 63.49 66.66 70 73.5 77.17 81.03 85.08
Deputy City Attorney II($Increase) 4.58 4.81 5.04 5.3 5.57 5.84 6.14
Deputy City Attorney II(%Increase) 6.73% 6.73% 6.72% 6.73% 6.73% 6.72% 6.73%
Senior Deputy City Attorney(Anticipated) 75.94 79.74 83.72 87.91 92.31 96.92 101.77
Senior Deputy City Attorney(Current) 67.39 70.76 74.3 78.02 81.92 86.01 90.31
Senior Deputy City Attorney($Increase) 8.55 8.98 9.42 9.89 10.39 10.91 11.46
Senior Deputy City Attorney(%Increase) 11.26% 11.26% 11.25% 11.25% 11.26% 11.26% 11.26%
\SNTWGTo�> 2000 Main Street,
Oc Huntingtgo2n64each,CA
Cityof Huntington Beach
Vj 2
APPROVED 7-0
couNTY.CP��F
File #: 23-607 MEETING DATE: 7/18/2023
REQUEST FOR CITY COUNCIL ACTION
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Al Zelinka, City Manager
VIA: Travis K. Hopkins, Assistant City Manager
PREPARED BY: Theresa St. Peter, Interim Human Resources Director
Subject:
Resolution No. 2023-34 approving a Side Letter between the City of Huntington Beach and the
City of Huntington Beach Management Employees' Organization (MEO)
Statement of Issue:
As part of the negotiations for the Memorandum of Understanding (MOU) for Huntington Beach
Management Employees' Organization (MEO) effective January 1, 2022 through December 31,
2024, the City and MEO representatives agreed to a Side Letter addressing a retiree medical subsidy
that was first adopted via Resolution 2014-57 and became part of the MEO MOU effective December
12, 2012 through November 1, 2015. Part of this Side Letter was included in subsequent MOU's but
part of the language was inadvertently omitted.
Financial Impact:.
The financial impact of the Side Letter was implemented in FY 2014-15.
Recommended Action:
Approve Resolution No. 2023-34, "A Resolution of the City Council of the City of Huntington Beach
Amending the Memorandum of Understanding Between the City and the Huntington Beach
Management Employees' Organization (MEO) by Adopting the Side Letter of Agreement" and
authorizing the Side Letter between the City of Huntington Beach and the Huntington Beach MEO
retroactive to FY 2015-16.
Alternative Action(s):
Do not approve Resolution No. 2023-34 authorizing the Side Letter between the City of Huntington
Beach and the Huntington Beach MEO retroactive to FY 2015-16.
Analysis:
This Side Letter provides language that reflects the agreement reached between the City of
Huntington Beach and the Huntington Beach MEO related to Retiree Medical Subsidy wherein
City of Huntington Beach Page 1 of 2 Printed on 7/13/2023
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File #: 23-607 MEETING DATE: 7/18/2023
married retirees hired by the City of Huntington Beach prior to October 1, 2014, are both eligible for
benefits under the Retiree Medical Subsidy Plan for MEO employees.
Environmental Status:
Pursuant to CEQA Guidelines Section 15378(b)(5), administrative activities of governments that will
not result in direct or indirect physical changes in the environment do not constitute a project.
Strategic Plan Goal:
Non Applicable -Administrative Item
Attachment(s):
1. Resolution No. 2023-34, "A Resolution of the City of Huntington Beach Amending the
Memorandum of Understanding Between the City and the Huntington Beach Management
Employees' Organization (MEO) by Adopting the Side Letter of Agreement"
2. Side Letter between the City of Huntington Beach and MEO
City of Huntington Beach Page 2 of 2 Printed on 7/13/2023
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RESOLUTION NO. 2023-3 4
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND
THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION(MEO)
BY ADOPTING THE SIDE LETTER OF AGREEMENT
WHEREAS,on August 4,2014,the City Council of Huntington Beach adopted Resolution
No. 2014-57, approving the Side Letter to the Huntington Beach Management Employee's
Organization(MEO) Memorandum of Understanding(MOU)which provided language related to
Retiree Medical Subsidy; and,
WHEREAS,this Side Letter was incorporated into the subsequent MEO's MOU effective
December 21, 2012 through November 1, 2015. However, part of the Side Letter language was
inadvertently omitted from the subsequent MEO MOU;
WHEREAS, through the Side Letter, the City of Huntington Beach and MEO wish to
retroactively modify the language related to Exhibit B —Retiree Subsidy Medical Plan; and,
Subsequent to the adoption of the MOU, the City of Huntington Beach and MEO has met
and conferred and agreed to changes, corrections, and clarifications to the MOU that are reflected
in a Side Letter of Agreement attached hereto as Exhibit A and incorporated herein by this
reference.
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Huntington Beach as follows:
1. The Side Letter of Agreement attached hereto as Exhibit A is approved and adopted.
2. The Side Letter of Agreement amends the MOU between the City of Huntington Beach
and MEO.
RESOLUTION NO. 2023-3 4
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the May of July, 2023.
Mayor
REV EWED , D APP OVED: APPROVED AS TO FORM:
City Manager i ttorney
INITIATED AND APPROVED:
Interim Director of Human Resources
2
23-13144/314290
Resolution No. 2023-34
Exhibit'A'
SIDE LETTER OF AGREEMENT BETWEEN
THE CITY OF HUNTINGTON BEACH
AND
HUNTINGTON BEACH MANAGEMENT EMPLOYEES'ORGANIZATION (MEO)
Representatives of Management Employees Organization ("MEO") and the City of Huntington Beach
(City) have met and conferred regarding the subject matter of this Side Letter of Agreement to modify
the following section of the MEO MOU dated January 1, 2022 through December 31, 2024:
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B—RETIREE MEDICAL SUBSIDY PLAN
RETIREE SUBSIDY MEDICAL PLAN
Employees hired on or after October 1, 2014, shall not be eligible for this benefit.
An employee who has retired from the City shall be entitled to participate in the City-sponsored medical
insurance plans, and the City shall contribute toward monthly premiums for coverage in an amount as
specified in accordance with this Plan, provided:
A. 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 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 65 under the City's medical plans shall be governed by applicable plan
document.
2. In the event of the death of any employee, whether retired or not, the amount of the
retiree medical insurance subsidy benefit which the deceased employee was receiving at
the time of their death 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
A. Minimum Eligibility for Benefits -With the exception of an industrial disability retirement, •
eligibility for benefits begin after an employee has completed ten (10) years of continuous full
time service with the City of Huntington Beach. Said service must be continuous unless prior
service is reinstated at the time of his/her rehire in accordance with the City's Personnel Rules.
B. Disability Retirees - Industrial disability retirees with less than ten (10) years of service shall
receive a maximum monthly payment toward the premium for health insurance of$121 (one
hundred twenty-one dollars). Payments shall be in accordance with the stipulations and
conditions, which exist for all retirees. Payment shall not exceed dollar amount, which is equal to
the full cost of premium for employee only.
C. Marital Status — Married unit retirees eligible for benefits under the Retiree Medical Subsidy Plan
may both receive the benefit earned pursuant to Section D—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. This provision shall become effective January 1, 2015, following MEO open enrollment for
2015 Medical plans.
D. Maximum Monthly Subsidy Payments - Payment amounts may be reduced each month as
dependent eligibility ceases due to death, divorce or loss of dependent child status. However,
the amount shall not be reduced if such reduction would cause insufficient funds needed to pay
the full premium for the employee and the remaining dependents. In the event no reduction
occurs and the remaining benefit premium is not sufficient to pay the premium amount for the
employee and the eligible dependents, said needed excess premium amount shall be paid by the
employee.
All retirees, including those retired as a result of disability whose number of continuous, full time
years of City service prior to retirement City exceeds ten (10), shall be entitled to maximum
monthly payment of premiums by the for each year of completed City service as follows:
Maximum Monthly Payment
for Retirements After:
Years of Service Subsidy
10 $ 121
11 136
12 151
13 166
14 181
15 196
16 211
17 226
18 241
19 256
20 271
21 286
22 300
23 315
24 330
25 344
RETIREE SUBSIDY MEDICAL PLAN / MISCELLANEOUS PROVISIONS
A. Eligibility:
1. The effective start-up date of the Retiree Subsidy Medical Plan for the various employee
groups shall be the first of the month following retirement date.
2. A retiree may change plans, add dependents, etc., during annual open enrollment. The
Human Resources Division shall notify covered retirees of this opportunity each year.
3. Years of service computed for the Retiree Subsidy Medical Plan are actual years of
completed service with the City of Huntington Beach.
B. Benefits:
1. Retiree Subsidy Medical Plan includes the available group medical plans offered to active
unit members at the time of retirement.
2. City Plans are the primary payer for active employees age 65 and over, with Medicare the
secondary payer. Retirees age 65 and over have no City Plan options and are eligible only
for Medicare.
3. Premium payments are to be received at least one month in advance of the
coverage period.
C. Subsidies:
1. The subsidy payments will pay for:
a. Retiree Subsidy Medical Plan.
b. HMO.
c. Part A of Medicare for those retirees not eligible for paid Part A.
2. Subsidy payments will not pay for:
a. Part B Medicare.
b. Any other employee benefit plan.
c. Any other commercially available benefit plan.
d. Medicare supplements.
D. Medicare:
1. All persons are eligible for Medicare coverage at age sixty five (65). Those with sufficient
credit quarters of Social Security will receive Part A of Medicare at no cost. Those without
sufficient credited quarters are still eligible for Medicare at age sixty five (65, but will have
to pay for Part A of Medicare if the individual elects to take Medicare. In all cases, Part B
of Medicare is paid for by the participant.
2. When a retiree and 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(65is eligible for paid Part A of Medicare,the subsidy shall be for the retiree's Part
A only.
E. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the following cancellation
provisions apply:
a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be eliminated on
the first day of the month in which the retiree reaches age sixty five (65. If such
retiree was covering dependents under the Plan, dependents will be eligible for state
and or federal COBRA continuation benefits effective as of the 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) in the event such
dependent reaches age sixty five (65) prior to the retiree reaching age sixty
five (65).
c. At age sixty five (65) retirees are eligible to make application for Medicare. Upon
being considered"eligible to make application,"whether or not application has been
made for Medicare, the Retiree Subsidy Medical Plan will be eliminated.
2. See provisions under "Benefits," "Subsidies," and "Medicare" for those
retirees/dependents not eligible for paid Part A of Medicare.
3. Retiree Subsidy Medical Plan and COBRA participants shall be notified of non-payment of
premium by means of a certified letter from Employee Benefits in accordance with
provisions of the Memorandums of Understanding.
4. A retiree who fails to pay premiums due for coverage and is in arrears for sixty
(60) days shall be terminated from the Plan and shall not have reinstatement
rights.
Side Letter Implementation
The provisions contained in this side letter are effective following approval by the City of Huntington
Beach City Council and will remain in full force and effect unless otherwise specifically modified, either
by subsequent side-letter or a successor memorandum of understanding.
IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be executed by and
through their authorized officers on July 18, 2023 .
City of Huntingt• - :=•ch Management Employees Organization
By: ,-.� By: .,--_ ‘..../„....,4.44_
Al Zeli'i' N_ Debra Jubinsky
City Ma MEO President
- ----By: Est` c___` By: I
Theresa St. Peter Aaron Peardon
Interim Human Resources Director . OCEA Representative
APPROVED AST M•
Mica Gates
City torney
Res. No. 2023-34
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 July 18, 2023 by the following vote:
AYES: Kalmick, Moser, Van Der Mark, Strickland, McKeon, Bolton, Burns
NOES: None
ABSENT: None
RECUSE: None
*tri, 9.16king.4,44)
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
f?PP/'o✓ED 6- 0-1
( 092, - SENT)
`,,UgT6Ipf;,. 2000 Main Street,
f o e, Huntington Beach,CA
i_' City of Huntington Beach 92648
File#: 22-956 MEETING DATE: 11/15/2022
REQUEST FOR CITY COUNCIL ACTION
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Al Zelinka, City Manager
VIA: Brittany Mello, Administrative Services Director
PREPARED BY: Brittany Mello, Administrative Services Director
Dahle Bulosan, Chief Financial Officer
Subject:
Approve the Classification and Compensation Study Implementation Plan by adopting
Resolutions No. 2022-70, 2022-71, 2022-72, 2022-73, and 2022-74 related to Side Letters of
Agreement with the Huntington Beach Municipal Teamsters (HBMT), Management Employees'
Organization (MEO), Marine Safety Management Association (MSMA), Surf City Lifeguard
Employees' Association (SCLEA), and Fire Management Association (FMA); and by adopting
Resolution No. 2022-76 modifying salary and benefits for appointed Non-Associated (NA)
employees; and approve Amendment No. 1 to the Employment Agreement between the City of
Huntington Beach and Scott Haberle; and adopt Resolution 2022-75 related to a Side Letter of
Agreement with Huntington Beach Firefighters' Association (HBFA) regarding the Retiree
Medical Trust
Statement of Issue:
The City has completed a large-scale Classification and Compensation Study that reviewed the City's
job classifications to ensure that positions are still meeting the operational needs of the organization;
that job families are logical and provide clear promotional ladders; and that the number of stand-
alone classifications are reduced. Additionally, a compensation study was conducted to review how
the City's compensation plan compared to other agencies in our employment market. The proposed
implementation plan would simplify and modernize the City's job classifications, improve internal
alignment, and bring jobs found to be behind in compensation up to the employment market average.
These efforts will improve employee recruitment and retention in support of the City's mission as a
service organization.
Financial Impact:
The total cost of the proposed side letters of agreement with HBMT, MEO, FMA, and NA is
$1,347,113, which is a sum that will be spread across multiple fiscal years as employees earn their
annual merit-based salary adjustment. The side letters of agreement with MSMA and SCLEA have
no associated costs, as they contain only classification modifications. Finally, the side letter of
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agreement with HBFA also has no associated costs related to updating the Retiree Medical Trust
(RMT) leave bank contributions when an employee separates from the City; FMA is also updating
their RMT contributions at no cost to the City.
Recommended Action:
* A) Adopt Resolution No. 2022-70, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City and
the Huntington Beach Municipal Teamsters (HBMT) by Adopting the Side Letter of
Agreement" (Attachment 1); and
B) Adopt Resolution No. 2022-71, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City and
the Huntington Beach Management Employees' Organization (MEO) by Adopting the Side Letter of
Agreement" (Attachment 2); and
C) Adopt Resolution No. 2022-72, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City and
the Huntington Beach Marine Safety Management Association (MSMA) by Adopting the Side Letter
of Agreement" (Attachment 3); and
D) Adopt Resolution No. 222-73, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City and
the Surf City Lifeguard Employees' Association (SCLEA) by Adopting the Side Letter of
Agreement" (Attachment 4); and
E) Adopt Resolution No. 2022-74, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City and
the Huntington Beach Fire Management Association (FMA) by Adopting the Side Letter of
Agreement" (Attachment 5); and
F) Adopt Resolution No. 2022-76, "A Resolution of the City Council of the City of Huntington Beach
Modifying Salary and Benefits for Non-Represented Employees by Adding or Amending
Classifications and Compensations for Various Positions" (Attachment 6); and
G) Approve and authorize the City Manager to execute, "Amendment No. 1 to the Employment
Agreement between the City of Huntington Beach and Scott Haberle" (Attachment 7); and
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H) Adopt Resolution No. 2022-75, "A Resolution of the City Council of the City of Huntington Beach
Amending the Memorandum of Understanding Between the City and the Huntington Beach
Firefighters' Association (HBFA) by Adopting the Side Letter of Agreement" (Attachment 8); and
* I) Authorize the City Manager to take all administrative and budgetary actions necessary to
implement the Classification and Compensation Study.
* f
Alternative Action(s):
Do not approve the proposed Classification and Compensation Study Implementation Plan, including
the applicable Side Letters of Agreement and the Employment Agreement Amendments Listed
Above, or the Retiree Medical Trust adjustments for HBFA and FMA; direct staff accordingly.
Analysis:
The City last conducted a large-scale Classification and Compensation Study in 2006. As
organizational needs evolve over time, it is important to assess if the list of available job
classifications is still appropriate and logical, and that the job series are well organized with clear
promotional ladders between jobs. In addition, it is critical to evaluate how the City's compensation
for its jobs compares with other agencies in our employment market in terms of salary and benefits.
In doing so, the City would be engaging in a best management practice and identifying changes to
the classification and compensation structure that will ultimately reduce staff turnover and allow the
City to be more competitive during recruitment efforts for highly qualified municipal employees who
can bring valuable skills to the workforce.
On March 15, 2021, City Council approved an agreement with Public Sector Personnel Consultants,
Inc., to conduct a Citywide Classification and Compensation Study. In the staff report, City Council
approved eight comparator agencies, including Anaheim, Santa Ana, Irvine, Garden Grove, Orange,
Fullerton, Costa Mesa, and Newport Beach. Huntington Beach generally competes with other
Orange County cities when recruiting for new employees and working to retain its current employees.
These comparator agencies are full-service or nearly full service (e.g., some agencies contract out
Fire services)with populations over 100,000, except for Newport Beach (pop. 85,000), which faces
similar issues as a fellow beach city.
Over the past year and a half, Public Sector Personnel Consultants conducted multiple phases of the
Classification and Compensation Study, starting by collecting information on employees'job duties,
and the necessary education, training, and experience to perform a job via Position Analysis
Questionnaires. Then, the consultant identified positions with similar job responsibilities in our
employment market to use as a basis for comparison. The consultant conducted a market analysis
of the base salary and total compensation (i.e., with benefits included)to see where the City fell in
relation to the market.
Additionally, the consultant proposed classification changes to modernize the nomenclature used in
the City's job titles and standardize the job series titling within and across departments. Human
Resources met with Department Heads and the impacted associations to review the proposed titling
changes. Many single-position classifications were eliminated in favor of using broader, merged
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classifications. This will assist in identifying promotional opportunities within and across
departments, and allow for additional cross-training and succession planning.
The City Council approved compensation increases as part of the new Memoranda of Understanding
(MOUs)adopted in December 2021 through January 2022, as well as in June 2022 with SCLEA.
Incorporated into these MOUs was the transition to a new master salary schedule that helped to
standardize compensation across the various associations by creating salary ranges that are 1
apart with seven pay steps that are 5%apart and placing all positions onto a set salary range.
Adopting this salary schedule was instrumental in being able to evaluate the City's compensation
plan in relation to the market and to propose highly targeted pay adjustments to bring jobs into
alignment with the market.
Salary data was first collected in July 2021, and then the data was aged as of January 2022 and
again as of July 2022 to give us a clear, updated snapshot of the market. As of July 2021, more than
41%of positions were considered "market outliers,"defined as falling more than 5% behind the
market average for that position. With the majority of the new MOUs in effect as of January 2022,
only 16% of positions remained more than 5% behind the market. However, the market showed
significant movement in the first six months of 2022, and as of July 2022, 21% of positions were
identified as market outliers.
After receiving authorization from the City Council in Closed Session, Human Resources began the
meet and confer process with the impacted associations to finalize the proposed Classification and
Compensation implementation plan. Individual employees could submit comments through their
association representatives or by submitting a Request for Reconsideration. These employees met
with the consultant to review their request for retitling, reclassification, or compensation adjustments
based on available market data. The final determinations from the Request for Reconsideration
process were incorporated into the proposed implementation plan where appropriate and feasible.
The proposed Classification and Compensation implementation plan includes adjustments across the
City's eleven (11)departments, including some changes that impact multiple departments, as follows:
Department New Merged Modified Deleted Total
Classifications Classifications Classifications Classifications
and/or Pay Ranges
Cross-Departmental - - 7 5 12
City Attorney - - 5 3 8
City Clerk - - 3 - 3
City Manager 1 - 6 1 8
City Treasurer - - - - -
Administrative 1 8 11 9 29
Services
Community 1 2 17 3 23
Development
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Community& Library 2 2 13 8 25
Services
Finance - 5 6 5 16
Fire 1 - 12 - 13
Police 1 2 10 7 20
Public Works 2 38 36 14 90
Total 9 57 126 55 247
If approved by City Council, Human Resources staff will continue to meet with the impacted
associations and department leadership to finalize the job classification specifications for each of the
new, merged, or modified classifications. Then, these classification specifications will be presented
to the Personnel Commission for review and approval. Additionally, Human Resources and the
Finance Department will work diligently over the next few months to implement the changes in our
internal systems. The effective date for the proposed Classification and Compensation
implementation plan is February 4, 2023.
The Non-Associated (non-represented)classification adjustments include changes proposed by the
City Manager to strengthen the City's Executive Leadership Team, ensure adequate retention and
succession exists consistent with City Council objectives, and expand existing roles into additional
city management focus areas. If approved, City Manager Zelinka will be describing these proposed
changes in greater detail during his"City Manager's First 100 Day Report"at the November 29, 2022,
Special City Council Meeting. The proposed adjustments contemplate upgrading four current
classifications; creating one new classification; modifying one title; adjusting compensation for a set
number of classification to be brought into alignment with the market average; and amending one
employment agreement to receive an existing Education Incentive Pay and Longevity Pay benefits
from the FMA MOU, providing additional parity with Fire Management
In October 2020, HBFA and FMA joined a retiree medical plan administered by the PORAC Retiree
Medical Trust (RMT),which provides the opportunity to contribute funds into a pre-tax plan for
medical expenses to use after separation or retirement from the City. Both the Police Officers'
Association and Police Management Association participate in the RMT as well. An association's
contributions into the RMT can be periodically amended by a vote of its members. Both HBFA and
FMA have voted to adjust their leave bank contributions into the RMT upon separation. These
modifications come at no cost to the City.
The total cost of the proposed side letters of agreement with HBMT, MEO, and FMA is $1,050,000,
over the course of multiple years as employees earn their annual, merit-based salary adjustments.
The side letters of agreement with MSMA and SCLEA have no associated costs, as they contain only
classification modifications. Actions related to Non-Associated employees, including adoption of
Resolution No.2022-75 and Amendment No. 1 to the Employment Agreement is estimated at a total
cost of$297,113, also realized over multiple years as employees earn their annual merit-based
salary adjustments.
Environmental Status:
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File#: 22-956 MEETING DATE: 11/15/2022
Not applicable.
Strategic Plan Goal:
Non Applicable -Administrative Item
Attachment(s):
1. Resolution No. 2022-70, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City
and the Huntington Beach Municipal Teamsters (HBMT) by Adopting the Side Letter of
Agreement"
Resolution No. 2022-71, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City
and the Huntington Beach Management Employees' Organization (MEO) by Adopting the Side
Letter of Agreement"
3. Resolution No. 2022-72, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City
and the Huntington Beach Marine Safety Management Association (MSMA) by Adopting the Side
Letter of Agreement"
4. Resolution No. 2022-73, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City
and the Surf City Lifeguard Employees'Association (SCLEA) by Adopting the Side Letter of
Agreement"
5. Resolution No. 2022-74, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City
and the Huntington Beach Fire Management Association (FMA) by Adopting the Side Letter of
Agreement"
6. Resolution No. 2022-76, "A Resolution of the City Council of the City of Huntington Beach
Modifying Salary and Benefits for Non-Represented Employees by Adding the Deputy City
Manager, Amending the Classification for Deputy Director of Homelessness & Behavioral Health
Services, Amending the Compensation for Fire Chief, Police Chief, and Chief Assistant City
Attorney, &Amending the Classification and Compensation for Assistant City Manager"
7. Amendment No. 1 to the Employment Agreement between the City of Huntington Beach and
Scott Haberle
8. Adopt Resolution No. 2022-75, "A Resolution of the City Council of the City of Huntington
Beach Amending the Memorandum of Understanding Between the City and the Huntington Beach
Firefighters' Association (HBFA) by Adopting the Side Letter of Agreement"
9. PowerPoint Presentation
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RESOLUTION NO. 2022 -71
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
AMENDING THE CITY'S CLASSIFICATION PLAN AND MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY AND THE HUNTINGTON BEACH
MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) BY ADOPTING THE SIDE
LETTER OF AGREEMENT
WHEREAS, on April 20, 2020,the City Council of Huntington Beach adopted Resolution
No. 2020-20 approving a Memorandum of Understanding (MOU) with the Huntington Beach
Management Employees' Organization (MEO) specifying that a citywide Classification and
Compensation Study would commence during the term of the agreement ending October 31,2020;
and the City Council subsequently adopted Resolution No. 2021-26 extending the term of the
MOU through December 31, 2021; and,
WHEREAS, on March 15, 2021, the City Council of Huntington Beach approved an
agreement with Public Sector Personnel Consultants,Inc.,to conduct a citywide Classification and
Compensation Study to review, simplify, and modernize the City's classification plan, and to
conduct a comparison of salary and benefits within the City's employment market, which was
defined as the cities of Anaheim, Santa Ana, Irvine, Garden Grove, Orange,Fullerton, Costa Mesa,
and Newport Beach; and,
WHEREAS, on December 21, 2021, the City Council of Huntington Beach adopted
Resolution No. 2021-71 for approving the MOU between the City and MEO through the term
ending December 31, 2024, which stated that the parties agreed to meet and confer regarding the
Classification and Compensation Study, and which transitioned all classifications to a new master
salary schedule with pay ranges that are one percent(1%) apart and consist of seven (7) steps that
are five percent (5%) apart that provides additional flexibility in assigning pay ranges and creates
greater alignment across associations; and,
WHEREAS, the City's Human Resources Division, with assistance from Public Sector
Personnel Consultants, has met and conferred with the impacted associations and individual
employees through the Request for Reconsideration process; and the proposed Classification and
Compensation Study implementation plan improves internal alignment, more clearly defines
career ladders, and brings classifications whose pay range maximums were behind the market
average of similar positions in the City's employment market as close to market average as feasible
within the authorized budget and constraints of the City's existing classification and compensation
plan; and,
Subsequent to the adoption of the MOU, the City of Huntington Beach and MEO has met
and conferred and agreed to changes, corrections, and clarifications to the MOU that are reflected
in a Side Letter of Agreement attached hereto as Exhibit A and incorporated herein by this
reference.
RESOLUTION NO. 2022-71
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Huntington Beach as follows:
1. The Side Letter of Agreement attached hereto as Exhibit A is approved and adopted.
2. The Side Letter of Agreement amends the MOU between the City of Huntington Beach
and MEO.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 15th day of November, 2022.
-4 •
Mayor
VIE ,11 AND • PP'OVED: APPROVED A •
1111111%1011
City Man...4.111,riNir City ttorney
INITIATED AND APPROVED:
).Mdir
Director of Administrative Services
2
22-12109/295103
Resolution No. 2022-71
Exhibit"A"
SIDE LETTER OF AGREEMENT
BETWEEN
THE CITY OF HUNTINGTON BEACH
AND THE
MANAGEMENT EMPLOYEES' ORGANIZATION (MEO)
Representatives of Management Employees' Organization (MEO) and the City of
Huntington Beach (City) have negotiated this Side Letter of Agreement to modify the
following sections of the MEO MOU dated January 1, 2022, through December 31,
2024:
ARTICLE II — REPRESENTATIONAL UNIT/CLASS
The City of Huntington Beach proposes to add/modify/delete the following
classifications to the City's Classification Plan and the MEO MOU (see Exhibit A—
Salary Schedule):
ADD CLASSIFICATIONS
Job Title Range Minimum Maximum
Cyber Information Security Officer 220 $102,972 $137,992
Public Works Maintenance Superintendent 218 $100,943 $135,273
DELETE CLASSIFICATIONS
Job Title
Beach Maintenance Operations Manager
Cultural Affairs Supervisor
Deputy City Attorney III
Deputy Director of Economic Development
Energy Project Manager
Facilities, Development & Concessions Manager
Finance Manager— Fiscal Services
General Services Manager
Geographic Information Systems Manager
Investigator
Law Office Manager
Liability Claims Coordinator
Maintenance Operations Manager
Parks Development/Facilities Project Coordinator
Payroll Systems Analyst
Police Communications Manager
Police Records Administrator
Job Title
Principal Accountant
Project Manager
Public Safety Systems Manager
Public Safety Systems Supervisor
Risk Management Analyst
Senior Budget Analyst
Senior Risk Management Analyst
Special Events Coordinator
MODIFY CLASSIFICATIONS
Current Job Title New Job Title
Administrative Analyst Management Analyst
Building Manager Building Official
Code Enforcement Supervisor Code Enforcement Manager
Community Relations Officer Public Affairs Officer
Community Services Manager Community and Library Services Manager
Contract Administrator Capital Projects Administrator
Deputy City Attorney III Deputy City Attorney II
Inspection Manager Building Inspection Manager
Inspection Supervisor Building Inspection Supervisor
Operations Manager Public Works Operations Manager
Parking and Camping Facility Parking and Camping Operations
Supervisor Supervisor
Personnel Analyst Human Resources Analyst
Police Administrative Division Services Civilian Police Services Commander
Manager
Principal Administrative Analyst Principal Management Analyst
Principal Personnel Analyst Principal Human Resources Analyst
Senior Administrative Analyst Senior Management Analyst
Senior Information Technology Analyst Principal Information Technology Analyst
Senior Personnel Analyst Senior Human Resources Analyst
Senior Trial Counsel Chief Litigation Counsel
Transportation Manager Traffic and Transportation Manager
Water Distribution Superintendent Utilities Superintendent
MERGE AND MODIFY CLASSIFICATIONS
Current Job Title New Job Title
Finance Manager - Budget
Finance Manager - Treasury Finance Manager
Finance Manager- Accounting
Information Technology Manager - Systems
Information Technology Manager - Infrastructure Information Technology Manager
Information Technology Manager - Operations
Police Administrative Services Manager
Police Support Services Manager Police Services Manager
Principal Electrical Inspector Principal Combination Inspector
Principal Plumbing and Mechanical Inspector
Street Maintenance Supervisor
Tree Maintenance Supervisor
Landscape Maintenance Supervisor Public Works Maintenance Supervisor
Beach Operations Supervisor
Facilities Maintenance Supervisor
Senior Supervisor, Cultural Affairs Senior Community and Library
Senior Supervisor, Human Services Services Supervisor
Water Distribution Supervisor
Water Production Supervisor Water Utility Supervisor
The parties agree that this side letter agreement will take effect on the pay period
beginning February 4, 2023. If the City is unable to complete implementation of these
changes by this pay period due to competing year-end priorities, the parties agree that
these changes will be retroactive to the pay period beginning February 4, 2023.
Each employee will be placed on the step (A-G) of their classification's assigned salary
range that is nearest to their current base salary step without being less. If the
preceding methodology would result in an employee moving more than one step below
their current step (e.g., Step F to Step D), then the employee will instead be placed one
step below their current step (e.g., Step F to Step E).
The parties agree that some of the above classifications are new and that the class
specifications and minimum qualifications have not been completed. The parties agree
to meet and confer on these class specifications and minimum qualifications before final
implementation of the new classifications.
The parties agree that the policies and procedures surrounding the addition of new full-
time equivalent authorized positions and positional adjustments via the budgeting
process remain in effect. The creation of a new job classification does not equate to a
new authorized position, nor an upgrade to an existing position, and that if and when a
position is added or upgraded, the policies surrounding the promotional process remain
in effect.
The parties agree that the implementation of this side letter will not change the
anniversary date of employees that are being reclassified or retitled. Employees will
receive their merit-based step advancement on their current anniversary date, in
accordance with the Personnel Rules.
The parties agree that no incumbent employee shall be required to serve a probationary
period as a result of being reclassified, retitled, or placed under new supervision or a
new reporting relationship as a result of this implementation.
The parties agree that if a classification that has been merged or modified is listed
elsewhere in the MOU, those sections will continue to remain in full effect.
The parties agree that all of the intended additions or deletions of MEO positions are
encompassed in this side letter agreement. If the City proposes any further additions
and/or deletions to MEO positions following the adoption of this agreement, the parties
agree to meet and confer on those matters.
ARTICLE VIII — UNIFORMS
B. Affected Personnel
All employees in classifications listed below shall wear a standard City adopted
uniform. Each Department Head shall determine which employees must wear a
uniform.
Department Classification Uniform Items
Community 3
Development Code Enforcement Manager boots
polo shirts, 2 pants (khaki style), 1 hat, 1 pair of safety
Community Principal Combination
Development Inspector
Community Building Inspection Supervisor 5 polo shirts, 1 jacket, 1 windbreaker(not annually), 1
Development hat, shoes PPE/Safety
Community Building Inspection Manager
Development
Community Building Official
Development
Community Parking and Camping 5 shirts, 1 jacket(not annually), 1 hat
Services Operations Supervisor
Fire Fire Marshal 5 shirts, 5 pants, 1 dress shirt, 1 belt, 1 pair boots, 1
badge
Fire Fire Medical Coordinator 1 dress shirt, 1 pant, 1 dress pant, 1 skirt, 1 pair dress
shoes, 1 badge
Department Classification Uniform Items
Fire Deputy Fire Marshal 5 shirts, 5 pants, 1 dress shirt, 1 belt, 1 pair boots, 1
badge
Police Detention Administrator 1 shirt/1 pants/1 jacket, 1 BDU pants/1 polo, name tag,
tie, tie bar
Public Works Maintenance 5 polo shirts, 1 jacket(not annually), 1 hat, 1 pair boots
Public Works Supervisor(assigned to (not annually)
Beach)
ARTICLE XV — MISCELLANEOUS
B. Vehicle Policy
7. Employees in the following classifications are eligible to receive Auto Allowance:
• Administrative Services Manager
• Assistant to the City Manager
• Building Inspection Manager
• Building Inspection Supervisor
• Building Official
• City Engineer
• Civilian Police Services Commander
• Community and Library Services Manager
• Construction Manager
• Deputy Fire Marshal
• Detention Administrator
• Economic Development Manager
• Environmental Services Manager
• Finance Manager*
• Fire Marshal
• Fleet Operations Supervisor
• Housing Manager
• Human Resources Manager
• Information Technology Manager
• Parking and Camping Operations Supervisor
• Planning Manager
• Police Services Manager
• Principal Combination Inspector
• Public Affairs Manager
• Public Works Maintenance Supervisor
• Public Works Operations Manager
• Risk Manager
• Senior Information Technology Manager
• Traffic and Transportation Manager
• Utilities Manager
• Utilities Superintendent
• Wastewater Supervisor
• Water Utility Supervisor
• Water Quality Supervisor
*Grandfathered incumbent only.
New or revised job classifications may become eligible to receive Auto Allowance during
the term of this MOU, as approved by the City Manager.
Side Letter Implementation
Should the MOU between MEO and the City of Huntington Beach continue beyond
December 31, 2024, either through a successor MOU or an extension of the current
MOU, all terms and conditions of this side letter shall remain in full force and effect
unless changes are mutually agreed to by both parties.
IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to
be executed by and through their authorized officers on November 15, 2022
City o ntington :each Management Employees'
Organizati n
By: %NI_ By: 6,
Al Zelin—a`� Debra Jubins
City Manager MEO President
Noy
By: BL.4ite
ravis Hopkins Jane Came n
Assistant City Manager MEO Vice Pr ident
By: /V I_Ze By.
Brittany Mello Aaron Peardon
Administrative Services Director OCEA Representative
APPROVED •
Mich el Gates m(/
City Attorney
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A- SALARY SCHEDULE
Job Description Pay . A B C D E F ; G
Range
Administrative Services Manager 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
Assistant City Attorney 257 71.54 75.12 78.87 82.82 86.96 91.30 95.87
Assistant City Clerk 207 43.50 45.67 47.96 50.36 52.87 55.52 58.29
Assistant to the City Manager 222 50.50 53.03 55.68 58.46 61.38 64.45 67.68
Associate Civil Engineer 210 44.82 47.06 49.41 51.88 54.48 57.20 60.06
Associate Planner 201 40.98 43.03 45.18 47.44 49.81 52.30 54.91
Building Inspection Manager 227 53.08 55.73 58.52 61.44 64.52 67.74 71.13
Building Inspection Supervisor 211 45.27 47.53 49.90 52.40 55.02 57.77 60.66
Building Official 240 60.41 63.43 66.60 69.93 73.42 77.10 80.95
Capital Projects Administrator 212 45.72 48.00 50.40 52.92 55.57 58.35 61.27
Chief Litigation Counsel 253 68.75 72.19 75.79 79.58 83.56 87.74 92.13
City Engineer 253 68.75 72.19 75.79 79.58 83.56 87.74 92.13
Civilian Police Services Commander 242 61.62 64.70 67.94 71.33 74.90 78.65 82.58
Code Enforcement Manager 230 54.69 57.42 60.29 63.30 66.47 69.79 73.28
Community and Library Services 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
Manager
Construction Manager 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
Council Policy Analyst 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Cyber Information Security Officer 220 49.51 51.98 54.58 57.31 60.17 63.18 66.34
Deputy City Attorney I 226 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Deputy City Attorney II 245 63.49 66.66 70.00 73.50 77.17 81.03 85.08
Deputy City Engineer 237 58.63 61.56 64.64 67.87 71.27 74.83 78.57
Deputy Fire Marshal 210 44.82 47.06 49.41 51.88 54.48 57.20 60.06
Detention Administrator 219 49.02 51.47 54.04 56.74 59.58 62.56 65.69
Economic Development Manager 237 58.63 61.56 64.64 67.87 71.27 74.83 78.57
Economic Development Project 219 49.02 51.47 54.04 56.74 59.58 62.56 65.69
Manager
Environmental Services Manager 227 53.08 55.73 58.52 61.44 64.52 67.74 71.13
Finance Manager 236 58.05 60.95 64.00 67.20 70.56 74.09 77.79
Fire Marshal 240 60.41 63.43 66.60 69.93 73.42 77.10 80.95
Fire Medical Coordinator 211 45.27 47.53 49.90 52.40 55.02 57.77 60.66
Fleet Operations Supervisor 207 43.50 45.67 47.96 50.36 52.87 55.52 58.29
Housing Manager 230 54.69 57.42 60.29 63.30 66.47 69.79 73.28
Human Resources Analyst 192 37.47 39.34 41.31 43.37 45.54 47.82 50.21
Human Resources Manager 238 59.22 62.18 65.29 68.55 71.98 75.58 79.36
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A- SALARY SCHEDULE
Job Description Pay A B ' C D E F G
Information Technology Manager 240 60.41 63.43 66.60 69.93 73.42 77.10 80.95
Information Technology Project 203 41.80 43.89 46.09 48.39 50.81 53.35 56.02
Coordinator
Information Technology Supervisor 217 48.05 50.45 52.97 55.62 58.40 61.33 64.39
Landscape Architect 205 42.64 44.77 47.01 49.36 51.83 54.42 57.14_
Management Analyst 192 37.47 39.34 41.31 43.37 45.54 47.82 50.21
Network Systems Administrator 225 52.03 54.63 57.36 60.23 63.24 66.41 69.73
Parking & Camping Operations 199 40.17 42.18 44.29 46.50 48.83 51.27 53.83
Supervisor
Permit & Plan Check Manager 230 54.69 57.42 60.29 63.30 66.47 69.79 73.28
Permit & Plan Check Supervisor 205 42.64 44.77 47.01 49.36 51.83 54.42 57.14
Plan Check Engineer 223 51.01 53.56 56.23 59.05 62.00 65.10 68.35
Planning Manager 236 58.05 60.95 64.00 67.20 70.56 74.09 77.79
Police Services Manager 219 49.02 51.47 54.04 56.74 59.58 62.56 65.69
Principal Civil Engineer 235 57.47 60.35 63.37 66.53 69.86 73.35 77.02
Principal Combination Inspector 202 41.39 43.46 45.63 47.91 50.31 52.82 55.46
Principal Finance Analyst 219 49.02 51.47 54.04 56.74 59.58 62.56 65.69
Principal Human Resources Analyst 214 46.64 48.97 51.42 53.99 56.69 59.52 62.50
Principal Information Technology 225 52.03 54.63 57.36 60.23 63.24 66.41 69.73
Analyst
Principal Librarian 201 40.98 43.03 45.18 4'7.44 49.81 52.30 54.91
Principal Management Analyst 214 46.64 48.97 51.42 53.99 56.69 59.52 62.50
Principal Planner 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
Public Affairs Manager 232 55.78 58.57 61.50 64.58 67.81 71.20 74.76
Public Affairs Officer 223 51.01 53.56 56.23 59.05 62.00 65.10 68.35
Public Works Maintenance 218 48.53 50.96 53.50 56.18 58.99 61.94 65.04
Superintendent
Public Works Maintenance Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Public Works Operations Manager 253 68.75 72.19 75.79 79.58 83.56 87.74 92.13
Real Estate & Project Manager 216 47.57 49.95 52.45 55.07 57.83 60.72 63.75
Risk Manager 234 56.91 59.75 62.74 65.88 69.17 72.63 76.26
Senior Civil Engineer 222 50.50 53.03 55.68 58.46 61.38 64.45 67.68
Senior Community and Library Services 199 40.17 42.18 44.29 46.50 48.83 51.27 53.83
Supervisor
Senior Deputy City Attorney 251 67.39 70.76 74.30 78.02 81.92 86.01 90.31
Senior Finance Analyst 211 45.27 47.53 49.90 52.40 55.02 57.77 60.66
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A- SALARY SCHEDULE
Job Description ; Pay.` A BCD E F G
Range
Senior Human Resources Analyst 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Senior Librarian 186 35.30 37.06 38.91 40.86 42.90 45.05 47.30
Senior Management Analyst 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Senior Planner 216 47.57 49.95 52.45 55.07 57.83 60.72 63.75
Senior Traffic Engineer 231 55.23 57.99 60.89 63.94 67.13 70.49 74.02
Traffic and Transportation Manager 239 59.81 62.80 65.94 69.24 72.70 76.33 80.15
Utilities Manager 238 59.22 62.18 65.29 68.55 71.98 75.58 79.36
Utilities Superintendent 218 48.53 50.96 53.50 56.18 58.99 61.94 65.04
Wastewater Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Water Quality Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Water Utility Supervisor 208 43.93 46.13 48.44 50.86 53.40 56.07 58.88
Res. No. 2022-71
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, ROBIN ESTANISLAU, the duly elected, qualified City Clerk of the
City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do
hereby certify that the whole number of members of the City Council of the City of
Huntington Beach is seven; that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a Regular meeting thereof held on November 15, 2022 by the following vote:
AYES: Peterson, Bolton, Posey, Delgleize, Moser, Kalmick
NOES: None
ABSENT: Carr
RECUSE: None
9A0/-4,Ziatu)
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
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2000 Main Street,
Huntington Beach, CA
92648
City of Huntington Beach I,?"PPe&VL-D --)� -0
File #: 21-996 MEETING DATE: 12/21/2021
REQUEST FOR CITY COUNCIL ACTION
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Oliver Chi, City Manager
PREPARED BY: Brittany Mello, Interim Administrative Services Director
Subject:
Adopt Resolution No. 2021-71 approving and implementing the Memorandum of
Understanding (MOU) between the Management Employees' Organization (MEO) and the City
of Huntington Beach for January 1, 2022. through December 31, 2024
Statement of Issue:
The Memorandum of Understanding (MOU) between the City of Huntington Beach and the
Management Employees' Organization (MEO) expires on December 31, 2021. Subsequently, the
City and MEO engaged in good-faith negotiations, ultimately reaching tentative agreement on terms
in November 2021 on a 3-year contract Covering the period of January 1, 2022, through December
31, 2024. The MOU was approved for introduction at the December 1, 2021 , City Council meeting.
Financial Impact:
Pursuant to the terms agreed upon with MEO, the Finance Department estimates the total projected
average annual cost of the MOU to be $514,541 per year during the life of the agreement.
Recommended Action:
Adopt Resolution No. 2021-71, "A Resolution of the City Council of the City of Huntington Beach
Approving and Implementing the Memorandum of Understanding Between the Huntington Beach
Management Employees' Organization (MEO) and the City for January 1, 2022, through December
31, 2024."
Alternative Action(s):
Do not approve the adoption of the proposed successor MOU for MEO employees, and direct staff
to: (1) continue to meet and confer with the Association, or (2) utilize the impasse procedures
contained within the City's Employer-Employee Relations Resolution.
Analysis:
The Management Employees' Organization (MEO) represents approximately 105 employees in the
City.
Representatives for the City and MEO engaged in active discussions over an extended period,
ultimately reaching tentative agreement on contract terms for a 3 year period. Key changes in the
Crty of Huntington Beach Page t of 2 Pnnted on 12/15/2021
po.e-VM Lea s'a—-
File #: 21-996 MEETING DATE: 12/21/2021
proposed MOU include the following:
Term of Agreement
January 1, 2022. through December 31, 2024
Salary Range Adjustment
• Beginning January 1, 2022, employees will shift to a new, seven-step salary range (A - G).
Classifications will be placed on the nearest Step F in the new range without losing any
wages. Once on Step F, classifications will be moved to a range two percent (2%) higher. All
employees will be placed on the step in the new salary range that is closest to their current
base salary step without being less.
• Employees who have reached top step (Step G) will be eligible to earn an annual merit-based
bonus of up to three percent (3%) of their base rate of pay at their regularly-scheduled
performance evaluations.
Medical Benefits
• Beginning January 1, 2022, the City's maximum monthly contribution to medical plan rates will
increase proportionally based on the medical plan and enrollment tier, with the highest
maximums correlating to the Blue Shield PPO plan of $740.00 for employee only; $1 ,373.19
for two party; and $1,547.03 for family coverage.
Beginning January 1, 2023, the City's maximum monthly contribution will increase by $23.33
per month, per medical plan, per enrollment tier, up to, but not to exceed the monthly plan
premium cost.
Leave Benefits
• Add Christmas Eve Day (December 24d' each year) and New Year's Eve Day (December 3151
each year) to the list of approved City-paid holidays.
These key changes and all other negotiated provisions are included in the proposed Memorandum of
Understanding.
Environmental Status:
Not applicable.
Strategic Plan Goal:
Non Applicable - Administrative Item
Attachment(s):
1 . Summary of MOU Modifications
2. Fiscal Impact Report
3. Resolution No. 2021-71
4. Memorandum of Understanding - Exhibit "A"
City of Huntington Beach Page 2 of 2 Printed on 12/15/2021
oowe,IWIy Legistar'"
City of Huntington Beach
Management Employees Organization (MEO)
Summary of MOU Modifications
November 23, 2021
Article g Subject Proposal
Article I Term January 1, 2022 —December 31, 2024
Term of MOU
Article VI New Salary Range Effective January 1, 2022, shift to a new master salary schedule
Salary Schedules that includes seven-steps (A—G) with five percent (5%) between
each step; and one percent (1%) between each range.
Employees will be placed on the new salary range by moving
from Step E on the current range to the nearest Step F on the
new range without losing any wages, plus a 2% initial wage
increase by increasing the assigned range by 2%.
All employees will be placed on the step in the new salary range
that is closest to their current base salary step without being
less.
Employees will have the ability to earn step adjustments with a
positive performance evaluation at their next regularly
scheduled performance evaluation date.
Article V Performance Based Employees will have the ability to earn up to 3% merit-based
Special Pay Bonus bonus after the employee hits top step at their next regularly
scheduled performance evaluation date. This bonus will be
provided as a lump sum and will not increase the employee's
base salary.
Article X Employer contribution to A modification to Article X to increase the monthly maximum
Health and Health and Other employer contribution towards flex benefits per attached rate
Other Insurance Insurance Benefits sheets.
Benefits
Article XII City Holidays Add Christmas Eve Day (December 24th each year) and New
Leave Benefits Year's Eve Day(December 31st each year) to the list of approved
City-paid holidays.
MOU language clean up: Modernize MOU language and make other non-substantive language
changes.
Page 1 of 2
1502
Summary MOU Modifications MEO- November 23, 2021
City of Huntington Beach
2022 Health Premiums and Contributions
Effective 1/1/2022
MEO
Monthly Employer Employee Employee
Plan Tier Premium Monthly Monthly Bi-Weekly
Contribution Contribution Contribution
Single 582.00 582.00 0.00 0.00
Kaiser Two-Party 1,255.00 1,158.71 96.29 44.44
Family 1,643.00 1,330.94 312.06 144.03
Single 621.00 621.00 0.00 0.00
Blue Shield TRIO HMO Two-Party 1,326.00 1.15&71 167.29 77.21
Family 1,707.00 1,330.94 376.06 173.57
Single 677.00 I 677.00 0.00 0.00
Blue Shield HMO fwo-Party 1,455.00 1,219.11 235.89 108.87
Family 1,875.00 1,409.31 465.69 214.93
Single 740.00 740.00 0.00 0.00
Blue Shield PPO Two-Parry 1,531.00 1,373.19 157.81 72.84
Family 1,890.00 1,547.03 342.97 158.29
Single 567.00 567.00 0.00 0.00
Blue Shield HDHP Two-Party 1,163.00 1,163.00 0.00 0.00
Family 1,432.00 1,432.00 0.00 0.00
Single 58.30 42.88 15.42 7.12
Delta Dental PPO Two-Party 108.80 81.82 26.98 12.45
Family 143.50 116.36 27.14 12.53
Single 30.11 23.00 7.11 3.28
Delta Care HMO Two-Party 51.19 39.11 12.08 5.58
Family 78.29 59.81 18.48 8.53
Single 23.33 17.84 5.49 2.53
VSP Vision I Two-Party 23.33 17.84 5.49 2.53
Farnily 23.33 17.84 5.49 2.53
Medical Opt-Out: $582.00 per month ($268.62 bi-weekly)
Employee and City contributions subject to change as a result of contract negotiations
1503
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RESOLUTION NO. 2021-71
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
APPROVING AND IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES'
ORGANIZATION (MEO) 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 Management Employees' Organization (MEO), a copy of which is attached
hereto as Exhibit "A" and by reference made a part hereof, is hereby approved and ordered
implemented in accordance with the terms and conditions thereof, and the City Manager is
authorized to execute this Agreement. Such 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
special meeting thereof held on the dlilt- day of 04Celn/Lf .
Mayor
I �VED AND rD: APPROVED AS TO FOEu\I:
v Manager City Attorney'
INITIATED AND APPROVED:
Director of Administrative Services
21-10736/272198
kcsoAfo. 2ozl :7/
MEMORANDUM OF UNDERSTANDING
BETWEEN
HUNTINGTON BEACH
MANAGEMENT EMPLOYEES' ORGANIZATION
AND
CITY OF HUNTINGTON BEACH
January 1 , 2022 — December 31 , 2024
MEMORANDUM OF UNDERSTANDING
MANAGEMENT EMPLOYEES' ORGANIZATION
TABLE OF CONTENTS
PREAMBLE .................................................................................................................................1
ARTICLE I - TERM OF MOU ....................................................................................................... 1
ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS ...............................................1
ARTICLE III - MANAGEMENT RIGHTS ......................................................................................2
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT......................................................2
ARTICLE V - SEVERABILITY .....................................................................................................2
ARTICLE VI - SALARY SCHEDULE...........................................................................................2
A. SALARY SCHEDULE.............................................................................................................................2
B. PERFORMANCE BONUS.................................................................................................................3
ARTICLE VII - SPECIAL PAY .....................................................................................................4
A. EDUCATIONAL TUITION .......................................................................................................................4
B. BILINGUAL PAY...................................................................................................................................4
ARTICLE VIII - UNIFORMS .........................................................................................................4
A. GENERAL POLICY ...............................................................................................................................5
B. AFFECTED PERSONNEL.......................................................................................................................5
C. PERSONAL PROTECTIVE EQUIPMENT...................................................................................................5
D. EMPLOYEE RESPONSIBILITIES .............................................................................................................5
E. CITY RESPONSIBILITIES.......................................................................................................................6
F. DEPARTMENT HEAD OR DESIGNEE RESPONSIBILITIES ........ ..... ...... ................... ........ .......................6
ARTICLE IX - HOURS OF WORK/ADMINISTRATIVE LEAVE...................................................6
A. OVERTIME .........................................................................................................................................7
B. ADMINISTRATIVE LEAVE......................................................................................................................7
C. FLEX SCHEDULE AND HOURS OF WORK...............................................................................................7
1. 5/40 Work Schedule............................................................................................................................................ 7
2. 9/80 Work Schedule............................ ................................................................ ........................... .............7
3. 4/10 Work Schedule............................................................................................................................................7
ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS..................................................8
A. HEALTH .............................................................................................................................................8
B. ELIGIBILITY CRITERIA AND COST..........................................................................................................8
1. City and Employee Paid Medical Insurance— Employee and Dependents.....................................................8
2. Maximum Employer Contributions ...................................................................................................................8
3. Future Premiums and City Contributions........................................................................................................9
4. Medical Cash-Out........... ...............................................................................................9
5. Section 125 Plan..............................................................................................................................................9
C. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT ......................................................................... 11
D. LONG TERM DISABILITY INSURANCE .................................................................................................. 11
E. MISCELLANEOUS.............................................................................................................................. 11
1. City Paid Premiums While On Medical Disability .........................................._.............__..._........................ 11
2. Insuance Benefits Advisory Committee......................................................................................................... 12
F. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR CITY MEDICAL SUBSIDY PLAN................ 12
G. POST 65 SUPPLEMENTAL MEDICARE COVERAGE ................................................................................. 12
MEO MOU January 1, 2022 through December 31, 2024
MEMORANDUM OF UNDERSTANDING
MANAGEMENT EMPLOYEES' ORGANIZATION
TABLE OF CONTENTS
H. ANNUAL MAXIMUM BENEFIT FOR DENTAL PPO PLAN............................................................................ 13
ARTICLE XI - RETIREMENT BENEFITS .................................................................................. 13
A. BENEFITS............ ...................................................................................................................... 13
1. Self Funded Supplemental Retirement Benefit............................................................................................. 13
2. Medical Insurance for Retirees....................____......................-....................................................___....... 13
a. Medical Insurance Upon Retirement......................................................................................................... 13
B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTIONS AND REPORTING..................................... 14
1. Classic Member Miscellaneous Unit Members............................................................................................. 14
2. New Member Retirement Benefits................................................................................................................ 14
3. Pre-Retirement Optional Settlement 2 Death Benefit.................................................................................... 15
4. Fourth Level of 1959 Survivor Benefits ......................................................................................................... 15
ARTICLE XII - LEAVE BENEFITS............................................................................................. 15
A. GENERAL LEAVE .............................................................................................................................. 15
1. Accrual................. ..._........__..............................................................................................................-...... 15
2. Eligibility and Approval................................................................................................................................... 16
3. Leave Benefit Entitlements............................................................................................................................ 16
4. Conversion to Cash....................................................................................................................................... 16
B. CITY PAID HOLIDAYS ........................................................................................................................ 16
C. SICK LEAVE ..................................................................................................................................... 17
D. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM .................................................................. 19
E. BEREAVEMENT LEAVE....................................................................................................................... 19
F. RELEASE TIME.................................................................................................................................. 19
ARTICLE XIII - CITY RULES.....................................................................................................19
A. PERSONNEL RULES......................................................................................................................... 19
B. EMPLOYER-EMPLOYEE RELATIONS RESOLUTION .............................................................................. 19
1. Modification of Section 7 - Decertification and Modification...............................................................................20
C. RULES GOVERNING LAYOFF, REDUCTION IN LIEU OF LAYOFF AND RE-EMPLOYMENT .......................... 21
1. Part 1 - Layoff Procedure..................................................................................................................................21
2. Order of Layoff..................................................................................................................................................22
3. Notification of Employees..................................................................................................................................23
4. Part 2 - Bumping Rights....................................................................................................................................24
5. Part 3 - Re-Employment....................................................................................................................................25
ARTICLE XIV - DURING THE TERM OF THE AGREEMENT...................................................26
A. CLASSIFICATION AND COMPENSATION STUDY .....................................................................................26
B. PERFORMANCE EVALUATIONS............................................................................................................26
ARTICLE XV - MISCELLANEOUS............................................................................................27
A. PHYSICAL EXAMINATION ...................................................................................................................27
B. VEHICLE POLICY ..............................................................................................................................27
C. DEFERRED COMPENSATION LOAN PROGRAM.....................................................................................28
D. COLLECTION OF PAYROLL OVERPAYMENTS........................................................................................ 29
E. REQUIRED FINGERPRINTING OF EMPLOYEES THAT WORK WITH SENIOR CITIZENS ................................ 29
F. ACTING ASSIGNMENT.......................................................................................................................29
G. RETURN TO WORK ........................................................................................................................... 30
H. CONTROLLED SUBSTANCE AND ALCOHOL TESTING............................................................................. 30
I. MANAGEMENT AND EXECUTIVE MANAGEMENT RELATIONS COMMITTEE ............................................... 30
J. PUBLIC EMPLOYEE DISASTER WORKER............................................................................................. 30
MEO MOU January 1, 2022 through December 31, 2024
MEMORANDUM OF UNDERSTANDING
MANAGEMENT EMPLOYEES' ORGANIZATION
TABLE OF CONTENTS
ARTICLE XVI - CITY COUNCIL APPROVAL............................................................................31
EXHIBIT A-SALARY SCHEDULE........................................................................................................32
EXHIBIT B -RETIREE SUBSIDY MEDICAL PLAN................................................................................ 35
SCHEDULE OF BENEFITS...................................................................................................................... 35
A. MINIMUM ELIGIBILITY FOR BENEFITS.............................................................................................. 35
B. DISABILITY RETIREES.................................................................................................................... 35
C. MAXIMUM MONTHLY SUBSIDY PAYMENTS.................................................................................................. 36
RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS ........................................................... 36
A. ELIGIBILITY...................................................................................................................................36
B. BENEFITS.....................................................................................................................................37
C. SUBSIDIES ...................................................................................................................................37
D. MEDICARE ...................................................................................................................................37
E. CANCELLATION.............................................................................................................................38
EXHIBIT C - PHYSICAL EXAMINATION DESCRIPTION....................................................................... 39
EXHIBIT D -9/80 WORK SCHEDULE....................................................................................................40
9/80 WORK SCHEDULE DEFINED...........................................................................................................40
A. FORTY (40) HOUR WORKWEEK .........................................................................................I.............40
B. TWO-WEEK PAY PERIOD..................................................................................................................40
C. A/B SCHEDULES..............................................................................................................................40
D. EMERGENCIES.................................................................................................................................41
LEAVEBENEFITS..................................................................................................................................41
EXHIBIT E-4/10 WORK SCHEDULE.....................................................................................................42
EXHIBIT F -VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM GUIDELINES...............43
MEO MOU January 1, 2022 through December 31, 2024
iii
MEMORANDUM OF UNDERSTANDING
between
THE CITY OF HUNTINGTON BEACH
(Hereinafter called CITY)
and
THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION
(Hereinafter called ASSOCIATION or MEO)
PREAMBLE
This Memorandum of Understanding is entered into by and between the City of
Huntington Beach, a Municipal Corporation of the State of California, herein called "City," and
the Huntington Beach Management Employees' Organization, a California Organization, herein
called "Association."
WHEREAS, pursuant to California law, the City, acting by and through its designated
representatives, duly appointed by the governing body of said City, and the representatives of
the Association, a duly recognized employee association have met and conferred in good faith
and have fully communicated and exchanged information concerning wages, hours, and other
terms and conditions of employment for the period January 1, 2022 through December 31 , 2024.
WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this
Agreement shall apply to all employees represented by the Association, and
WHEREAS, the representatives of the City and Association desire to reduce their agreements
to writing,
NOW THEREFORE, this Memorandum of Understanding (MOU) is made to become effective
January 1 , 2022 and it is agreed as follows:
ARTICLE I — TERM OF MOU
This Agreement shall be in effect for a period of three (3) years commencing January 1 , 2022,
the effective date, and ending midnight December 31, 2024.
The parties agree to commence negotiations on a successor MOU by not later than September
1 , 2024.
ARTICLE II — REPRESENTATIONAL UNIT/CLASSIFICATIONS
It is recognized that the Association is the employee association which has the right to meet and
confer in good faith with the City on the behalf of employees whose classifications are listed in
Exhibit A, attached hereto and incorporated by reference herein.
MEO MOU January 1, 2022 through December 31, 2024
1
MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE III — MANAGEMENT'S RIGHTS
The parties agree the City has the right to make unilateral management decisions that are
outside the scope of bargaining, as defined by state and federal law and Public Employment
Relations Board (PERB) decisions. Except as expressly abridged or modified herein, the City
retains all rights, powers and authority with respect to the management and direction of the
performance of City services and the work forces performing such services, provided that
nothing herein shall change the City's obligation to meet and confer as to the effects of any
such management decision upon wages, hours and terms and conditions of employment or
be construed as granting the City the right to make unilateral changes in wages, hours, and
terms and conditions of employment. Such rights include, but are not limited to, consideration
of the merits, necessity, level or organization of City services, including establishing of work
stations, nature of work to be performed, contracting for any work or operation, reasonable
employee performance standards, including reasonable work and safety rules and regulations
in order to maintain the efficiency and economy desirable for the performance of City services.
ARTICLE IV — EXISTING CONDITIONS OF EMPLOYMENT
Except as otherwise expressly provided herein, the adoption of this Memorandum of
Understanding shall not change existing benefits and terms and conditions of employment
which have been established in prior Memoranda of Understanding, and/or provided for in the
Personnel and Departmental Rules of the City of Huntington Beach.
ARTICLE V— SEVERABILITY
If any section, subsection, sentence, clause, phrase, or portion of this MOU or any additions
or amendments thereof, or the application thereof to any person, is for any reason held to be
invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision
shall not affect the validity of the remaining portions of this resolution or its application to other
persons. The City Council hereby declares that it would have adopted this MOU and each
section, subsection, sentence, clause, phrase, or portion, and any additions or amendments
thereof, irrespective of the fact that any one or more sections, subsections, sentences, clauses,
phrases, or portions, or the application thereof to any person, be declared invalid or
unconstitutional.
ARTICLE VI — SALARY SCHEDULE
A. Salary Schedule
Employees shall be compensated at rates by classification title and salary range during the
term of this Agreement as set out in Exhibit A attached hereto and incorporated herein
unless expressly provided for in other Articles of this MOU. All employees are required to
utilize direct deposit of payroll checks. The City shall issue each employee direct deposit
advice (payroll receipt) each pay period that details all income, withholdings, and
deductions.
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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.
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.
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ARTICLE VII — SPECIAL PAY
A. Educational Tuition
1 . Upon approval of the Department Head and the Administrative Services Director,
permanent employees may be compensated for courses from accredited educational
institutions, including vocational schools. Tuition reimbursement shall be limited to job-
related courses or job-related educational degree objectives and requires prior approval
by the Department Head and the Administrative Services Director.
2. Education costs shall be reimbursed to permanent employees for tuition, books, parking
(if a required fee), and any other required fees upon presentation of receipts. However,
the maximum reimbursement shall be not more than one thousand seven hundred and
fifty dollars ($1 ,750) in any fiscal year period per employee.
a. Employees may not carry-aver and be reimbursed for prior fiscal year education
costs in successive fiscal years.
3. Reimbursements shall be made when the employee presents proof to the Administrative
Services Director that they have successfully completed the course with a grade of "C"
or better; or a "Pass" if taken for credit.
B. Bilingual Pay
Permanent employees who are required by their Department Head to use Spanish,
Vietnamese, or American Sign Language skills as part of their job assignment, shall be paid
an additional five-percent (5%) of their base hourly rate in addition to their regular bi-weekly
salary. Permanent employees may accept assignments utilizing bilingual skills in other
languages on a short-term assignment with approval by the City Manager. Such employees
shall receive the additional five percent (5%) for every bi-weekly pay period that the
assignment is in effect. In order to be eligible for said compensation, an employee's
language proficiency will be tested and certified by the Administrative Services Director or
their designee. The special pay shall be effective the first full pay period following
certification as verified to the Department Head in writing by the Administrative Services
Director or their designee.
The parties agree that to the extent permitted by law, Bilingual Pay is special compensation
and shall be reported to CalPERS as such pursuant to Title 2 CCR, Section 571(a)(4)
Bilingual Premium.
ARTICLE VIII — UNIFORMS
The City agrees to provide uniforms to employees on active duty who are required to wear
uniforms.
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A. General Policy
The City shall furnish uniforms to those employees designated by the various Department
Heads as required to wear a standard uniform for appearance, uniformity and public
recognition purposes, in the procedures and guidelines set forth hereinafter.
B. Affected Personnel
All employees in classifications listed below shall wear a standard City adopted uniform.
Each Department Head shall determine which employees must wear a uniform.
Department lob Classificati
_Type on Uniform Items
Community Dev 0125 1 Code Enforcement Supervisor 3 polo shirts,2 pants(khaki style), 1 hat,1 pair of safety boots
Community Dev 0072 Principal Electrical Inspector
Community Dev 0073 Inspection Supervisor
Community Dev 0076 Principal Inspector Plum/Meth 5 polo shirts,1 jacket,1 windbreaker(not annually),1 hat,shoes PPE/Safety
Community Dev D075 Inspection Manager
Community Dev 0598 Building Manager
Community Srvcs 0044 Beach Operations Supervisor 5 polo shirts,1 jacket(not annually),1 hat,1 pair boots(not annually)
Community Srvcs 0133 Supv Parking&Camping Facility S shirts,1 jacket(rat annually),1 hat
Fire 0595 Fire Marshal 5 shirts,5 pants,I dress shirt,1 belt,1 pair boots,1 badge
Fire 0131 Fire Med Coordinator 1 dress shirt, 1 pant,1 dress pant,1 skirt, 1 pair dress shoes,1 badge
Fire 0130 Deputy Fire Marshal 5 shirts,5 pants,I dress shirt,1 belt,1 pair boots,1 badge
Police 0486 Detention Administrator 1 shirt/1 pants/1 jacket,1 BDU pants/1 polo,name tag,tie,tie bar
C. Personal Protective Equipment
All personal protective equipment shall be provided based on employee safety needs for the
performance of duties as approved by the Department Head.
D Employee Responsibilities
1 . Wear a clean and complete uniform as required.
2 Uniform appearance shall include.
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).
3. Wash and provide minimum repair (i.e., buttons, small tears).
4. Provide any alterations necessary including sewing on of City patches.
5. Wear uniform only when on duty or performing work for the City.
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6. Notify supervisor of need to replace due to disrepair or severe staining producing an
undesirable appearance.
7. Turn in all uniform components, including patches, upon separation.
8. Turn in all personal protective equipment upon separation.
9. Wear all personal protective equipment prescribed by the City safety officer and/or
Supervisor of the division.
E. City Responsibilities
1 . Pay for City-required uniforms.
2. Report to the California Public Employees' Retirement System (CaIPERS) the cost of
uniforms provided as set forth in Section B (above) for each classification as special
compensation in accordance with Title 2, California Code of Regulations, Section
571(a)(5). For employees that are not required to wear uniforms on a daily basis or who
are not actively employed for an entire payroll calendar year, a prorated cost of uniforms
may apply.
3. Provide one or more retail clothing outlets for the various allotments. City reserves the
right to name vendor.
4. Maintain records of purchases.
F. Department Head or Designee Responsibilities
1. Ensure employee compliance with the Uniform Policy.
2. Approve replacement of deteriorated uniform component(s) and personnel protective
equipment as required and to maintain a listing for each eligible employee, by name and
classification, of all uniform component(s) and personal protective equipment purchased.
3. Confirm receipt of uniforms, patches and personal protective equipment from an
employee upon separation. A Separation Checklist Form is to be completed, signed by
the employee, and submitted to the Human Resources Division.
4. Report to the Administrative Services Director any changes to the Uniform Listing by
Category/Classification (Section B above). The City reserves the right to add, delete,
change, or modify the Uniform Listing as required.
ARTICLE IX — HOURS OF WORK/ADMINISTRATIVE LEAVE
It is the intent of the City to provide an opportunity for MEO employees to select a flex schedule
and/or alternative work schedule that is consistent with the City's objective that such schedules
shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency
as determined by the City Manager or designee.
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A. Overtime
Employees represented herein shall not be eligible for paid overtime compensation.
B. Administrative Leave
All full-time unit employees shall be entitled to sixty (60) hours of administrative leave per
calendar year. All part-time (50%) employees shall be entitled to thirty (30) hours of
administrative leave per calendar year. Administrative leave shall not carry over to the next
year and holds no cash value.
C. Flex Schedule and Hours of Work
With supervisor and Department Head approval, MEO employees may flex regularly
scheduled start times between the hours of 7:00 a.m. to 9:00 a.m. Flex schedules shall not
reduce service to the public, departmental effectiveness, productivity and/or efficiency as
determined by the City Manager or designee.
MEO employees will have the option of working a 5/40 or 9/80 work schedule with supervisor
and Department Head approval. MEO employees assigned the 4/10 work schedule shall
retain the option of working the 4/10 work schedule with supervisor and Department Head
approval. In order to maintain service to the public, departmental effectiveness, productivity
and/or efficiency a Department Head may assign an employee a different work schedule that
is in compliance with the requirements of the Fair Labor Standards Act (FLSA) with City
Manager approval.
1. 5/40 Work Schedule
The 5/40 work schedule shall be defined as working five (5) eight (8) hour days Monday
through Friday each week plus a one-hour lunch during each work shift, totaling a forty
(40) hour workweek.
2. 9/80 Work Schedule
The 9/80 work schedule, as outlined in Exhibit D, shall be defined as working nine (9)
days for eighty (80) hours in a two-week pay period by working eight (8) days at nine (9)
hours per day and working one (1) day for eight (8) hours (Friday), plus a one-hour lunch
during each work shift, totaling forty (40) hours in each FLSA work week. The 9/80 work
schedule shall not reduce service to the public, departmental effectiveness, productivity
and/or efficiency as determined by the City Manager or designee.
3. 4/10 Work Schedule
The 4/10 work schedule, as outlined in Exhibit E, shall be defined as working four (4) ten
(10) hour days Monday through Thursday or Tuesday thru Friday each week plus a one-
hour lunch during each work shift, totaling a forty (40) hours work week. The assigned
4/10 work schedule must be in compliance with the requirements of FLSA and all other
applicable laws. The 4/10 work schedule shall not reduce service to the public,
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departmental effectiveness, productivity and/or efficiency as determined by the City
Manager or designee.
ARTICLE X — HEALTH AND OTHER INSURANCE BENEFITS
A. Health
The City shall make available group medical, dental, and vision benefits to all employees. A
copy of the medical, dental, and vision plan brochures may be obtained from the Human
Resources 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.
2. Maximum Employer Contributions
For the term of this agreement, the City's maximum monthly employer contributions for
each employee's health and other insurance premiums are set forth as follows:
a. Effective the pay period that includes January 1, 2022, the City's maximum
monthly contribution to medical premiums will increase as summarized in the
table below. Actual contributions for plan year 2022 based on premium costs
are shown in the rate sheet included herein-
b. Effective the pay period that includes January 1, 2023, the City's maximum
monthly contribution to medical premiums will increase by $23.33 per month, per
medical plan and enrollment tier, up to, but not to exceed the monthly plan
premium cost.
The maximum City contribution shall be based on the employee's enrollment in each
plan. If the employee enrolls in a plan wherein the costs exceed the City contribution,
the employee is responsible for all additional premiums through pre-tax payroll
deductions.
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Maximum City Health Contributions
The City agrees to contribute up to the plan premium per tier, but not
higher than the maximums listed below:
Plan Tier Prior Year Effective Effective
1/1/2022 1/1/2023
Kaiser Single 619.00 660,47 683.80
Two-Party 1 ,103.53 1 ,158.71 1 ,182.04
Family 1 ,267.56 1 ,330.94 1 ,354,27
Blue Shield Single 674.00 719,16 742.49
TRIO HMO Two-Party 1 .103.53 1 .158,71 1 ,182,04
Family 1 ,267.56 1,330.94 1 ,354.27
Blue Shield Single 743.00 792.78 816,11
HMO Two-Party 1 .161 .06 1 ,219.11 1 .242.44
Family 1 .342,20 1 .409,31 1 ,432,64
Blue Shield Single 806.00 860.00 883 33
PPO Two-Party 1 .307.80 1 .373,19 1 ,396,52
Family 1 ,473.36 1.547,03 1 ,570,36
Blue Shield Single 592,00 631 ,66 654.99
CDHP Two-Party 1 ,253.00 1 ,315.65 1 ,338,98
Family 1 ,473.36 1 ,547,03 1 ,57036
3. Future Premiums and City Contributions
For the term of this agreement, and thereafter unless modified by negotiated agreement
of the parties. the City's monthly contributions to medical, dental. and vision insurance
shall remain as specified for the 2022 and 2023 Health Premiums and Contribution
amounts. unless otherwise specified herein.
4. Medical Cash-Out
If an employee is covered by a group medical plan outside of a City-provided program
(evidence of which must be supplied to the Human Resources Division), the employee
may elect to discontinue City medical coverage and receive the amount equal to the City's
contribution to the Kaiser, Employee-only medical premium offered to this unit.
5. Section 125 Plan
This plan allows employees to use pre-tax salary to pay for childcare, adult dependent
care, and/or medical expenses allowable under the Internal Revenue Service rules for a
Section 125 plan.
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City of Huntington Beach
2022 Health Premiums and Contributions
Effective the Pay Period Including 1/1/2022
MEO
Monthly Employer Employee Employee
Plan Tier Premium Monthly Monthly Bi-Weekly
Contribution Contribution Contribution
Single 582.00 582.00 0.00 0.00
Kaiser Two-Party 1,255.00 1,158.71 96.29 44.44
Family 1,643.00 1,330.94 312.06 144.03
Single 621.00 621.00 0.00 0.00
Blue Shield TRIO HMO Two-Party 1,326.00 1,158.71 167.29 77.21
Family 1,707.00 1,330.94 376.06 173.57
Single 677.00 677.00 0.00 0.00
Blue Shield HMO Two-Party 1,455.00 1,219.11 235.89 108.87
Family 1,875.00 1,409.31 465.69 214.93
Single 740.00 740.00 0.00 0.00
Blue Shield PPO Two-Party 1,531.00 1,373.19 157.81 72.84
Family 1.890.00 1,547.03 342.97 158.29
Single 567.00 567,00 0.00 0.00
Blue Shield HDHP Two-Party 1,163.00 1,163.00 0.00 0.00
Family 1,432.00 1,432.00 0.00 0.00
Single 58.30 42.88 15.42 7.12
Delta Dental PPO Two-Party 108.80 81.82 26.98 12.45
Family 143.50 116.36 27.14 12.53
Single 30.11 23.00 7.11 3.28
Delta Care HMO Two-Party 51.19 39.11 12.08 5.58
Family 78.29 59.81 18.48 8.53
Single 23.33 17.84 5.49 2.53
VSP Vision Two-Party 23.33 17.84 5.49 2.53
Family 23.33 17.84 5.49 2.53
Medical Opt-Out: $M2.00 per month ($268.62 bi-weekly)
Employee and City contributions subject to change as a result of contract negotiations
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C. Life and Accidental Death & Dismemberment
Each employee is provided with $50,000 (fifty thousand) life insurance and $50,000 (fifty
thousand) accidental death & dismemberment insurance paid for by the City. Each
employee shall have the option, at his or her own expense, to purchase additional amounts
of life insurance and accidental death & dismemberment insurance to the extent provided by
the City's current providers. Evidence of insurability is contingent upon total participation in
additional amounts.
D. Long Term Disability Insurance
This program provides, for each incident of illness or injury, a waiting period of thirty (30)
calendar days, during which the employee may use accumulated sick leave, general leave
pay, or the employee may elect to be in an unpaid status. Subsequent to the thirty (30) day
waiting period, the employee will be covered by an insurance plan paid for by the City,
providing 66 2/3 (sixty six and two-third) percent of the first $12,500 (twelve thousand five
hundred) of the employee's basic monthly earnings.
The maximum benefit period for disability due to accident or sickness shall be to age sixty
five (65).
Days and months refer to calendar days and months. Benefits under the plan are integrated
with sick leave, Worker's Compensation, Social Security and other non-private program
benefits to which the employee may be entitled. Disability is defined as: "The inability to
perform all of the duties of regular occupation during two years, and thereafter the inability
to engage in any employment or occupation for which the employee is fitted by reason of
education, training or experience." Rehabilitation benefits are provided in the event the
individual, due to disability, must engage in another occupation. Survivor's benefits continue
plan payment for three (3) months beyond death. A copy of the plan is on file in the Human
Resources Division.
The intent of long term disability is to assist employees who are off work for an extended
period of time. While long term disability benefits can be coordinated with accrued leave
benefits to achieve one hundred percent (100%) of regular salary, no employee may receive
more than their regular salary while receiving disability benefits and paid leave.
E. Miscellaneous
1. City-Paid Premiums While on Medical Disability
When an employee is off work without pay for reason of medical disability, the City shall
maintain the City-paid employee's insurance premiums during the period the employee
is in an unpaid status for the length of said leave, not to exceed twenty-four (24) months.
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2. Insurance and Benefits Advisory Committee
The City and the Association participate in a City-wide joint labor and management
insurance and benefits advisory committee to discuss and study issues relating to
insurance and benefits available for employees.
F. Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree Subsidy Plan
Employees who retire from the City after January 1 , 2004 and are granted a retirement
allowance by the California Public Employees' Retirement System and are not eligible for
the City's Retiree Subsidy Medical Plan may choose to participate in City-sponsored medical
insurance plans until the first of the month in which they turn age sixty-five (65).
The retiree shall pay the full premium for City-sponsored medical insurance for them self
and/or qualified dependents without any City subsidy.
Employees who retire from the City and receive a retirement allowance from the California
Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy
Medical Plan and choose not to participate in City-sponsored medical insurance upon
retirement, permanently lose eligibility for this insurance.
However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan chooses
not to participate in City-sponsored medical insurance plans because the retiree has access
to other group medical insurance and subsequently loses eligibility for that group medical
insurance, the retiree and qualified dependents will have access to City-sponsored medical
insurance plans reinstated.
Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree
or qualified dependent turns age sixty-five (65).
G. Post-65 Supplemental Medicare Coverage
Retirees who are participating in the Retiree Subsidy Medical Plan as of January 1, 2004
and all future retirees who meet the criteria to participate in City-sponsored medical
insurance, with or without the Retiree Medical Subsidy Plan, may participate in City-
sponsored medical insurance plans that are supplemental to Medicare.
A retiree or qualified dependent must choose to participate in City-sponsored medical
insurance plans that are supplemental to Medicare beginning the first of the month in which
the retiree or qualified dependent turns age sixty-five (65).
The retiree shall pay the full premium to participate in City-sponsored medical insurance
plans that are supplemental to Medicare for them self or qualified dependents without any
City subsidy.
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Retirees or qualified dependents, upon turning age sixty five (65), who choose not to
participate in City-sponsored medical insurance plans that are supplemental to Medicare
permanently lose their eligibility for this insurance.
H. Annual Maximum Benefit for Dental PPO Plan
The Dental PPO plan maximum annual benefit is $2,000.
ARTICLE XI — RETIREMENT BENEFITS
A. Benefits
1 . Self-Funded Supplemental Retirement Benefit
Employees hired prior to August 17, 1998 are eligible for the Self-Funded Supplemental
Retirement Benefit, which provides that:
a. In the event a member elects Option #1, #2, #2W, #3, #3W or #4 of the Public
Employees' Retirement Law, the City shall pay the difference between such elected
options and the unmodified allowance which the member would have received for his
or her life alone as provided in California Government Code sections 21455, 21456,
21457, and 21458 as said referenced Government Code sections exist as of the date
of this agreement. This payment shall be made only to the member, shall be payable
by the City during the life of the member, and upon that member'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 August 17, 1998 shall not be eligible for this benefit
referenced in A.1.a. herein above.
2. Medical Insurance for Retirees
a. Medical Insurance Upon Retirement
Upon retirement, whether service or disability, each employee shall have the
following options in regards to medical insurance under City-sponsored plans:
i. With no change in benefits, retirees can stay in any of the plans offered by the
City, at the retiree's own expense, for the maximum time period allowed by
Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) Federal or
State Law, or
ii. Retirees retiring after approval of this MOU may participate in the Retiree Subsidy
Medical Plan, attached hereto as Exhibit B, or the Health Maintenance
Organization (HMO) Plan currently being offered to retirees at the retiree's own
expense if the requirements set forth in Exhibit B are met, or if the retiree meets
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the eligibility requirements described in Exhibit B, the retiree may receive a
subsidy from the City for retiree medical insurance pursuant to the schedule set
forth in Exhibit B.
B. Public Employees' Retirement System Reimbursement and Reporting
1. "Classic Member" Miscellaneous Unit Members
a. Retirement Formula - Members of the City's miscellaneous retirement plan with the
California Public Employees' Retirement System (CaIPERS) shall receive the 2.5%
at age 55 CaIPERS retirement plan.
b. Classic Members Miscellaneous CaIPERS Member Contribution - All miscellaneous
bargaining unit "classic" members shall pay to CaIPERS as part of the required
member retirement contribution eight percent (8%) of pensionable income.
c. Classic Member Miscellaneous CaIPERS Cost Sharing — Upon the effective date of
this agreement, all classic members shall pay one percent (1%) additional
compensation earnable as employer cost sharing in accordance with Government
Code section 20516(f) - for a capped maximum employee pension contribution of nine
percent (9%). The parties agree that this cost sharing agreement per Government
Code section 20516(f) shall continue after the expiration of this MOU unless/until
otherwise negotiated to either an agreement (in a successor MOU) or the expiration
of the impasse process by the parties.
d. One-Year Final Compensation - The City shall contract with CaIPERS to have
retirement benefits calculated based upon the "classic" member employee's highest
one year'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' Retirement Benefits - For "New Members" within the meaning of the
California Public Employees' Pension Reform Act of 2013 as defined in California
Government Code Section 7522.04(f)
a. CaIPERS New Member Retirement Formula - New Members shall be governed by
the two percent at age 62 (2% @ 62) retirement formula set forth in Government Code
section 7522.20.
b. Final Compensation - Final compensation will be based on the highest annual
average compensation earnable during the 36 consecutive months immediately
preceding the effective date of his or her retirement, or some other 36 consecutive
month period designated by the member.
c. New Member Miscellaneous CaIPERS Member Contribution — All new members as
defined by PEPRA and determined by CaIPERS, shall contribute one half (50%) of
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the normal cost as established by CalPERS each year in its annual valuation for the
City, as required by California Government Code Section 7522.30(c).
d. New Member Miscellaneous CalPERS Cost Sharing:
Upon the effective date, new members shall cost share 1 .00% pensionable
compensation in accordance with Government Code section 20516(f). This will
ensure that these members will pay 7.25% of pensionable compensation when
combined with the 6.25% pensionable compensation that these employees are
required to pay as determined by CalPERS'S annual evaluation.
If in future fiscal years the member contribution rate for new members shall become
greater or less than 6.25% of pensionable compensation, as determined by
CaIPERS's annual valuation, employees shall continue to pay one percent (1%)
above as cost sharing per Government Code section 20516(f).
3. Pre-Retirement Optional Settlement 2 Death Benefit
Employees receive the benefit of the Pre-Retirement Optional Settlement 2 Death
Benefit, as identified in Government Code Section 21548 with CaIPERS.
4. Fourth Level of 1959 Survivor Benefits
Employees receive the benefit of the Fourth Level of the 1959 Survivor Benefit, as
identified in Government Code Section 21574 with CalPERS.
The City has adopted the CalPERS Resolution in accordance with IRS Code section
414(h)(2) and both the employee contribution and the City pickup of the required member
contribution are made on a pre-tax basis. However, ultimately, the tax status of any benefit
is determined by the law.
ARTICLE XII — LEAVE BENEFITS
A. General Leave
1. Accrual
Employees accrue General leave at the accrual rates outlined below. General leave may
be used for any purpose, including vacation, sick leave, and personal leave.
Years of Service Annual General Leave Bi-Weekly General Leave
Allowance Allowance
First through Fourth Year 176 Hours 6.77
Fifth through Ninth Year 200 Hours 7.69
Tenth through Fourteenth Year 224 Hours 8.62
Fifteenth Year and Thereafter 256 Hours 9.85
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2. Eligibility and Approval
a. 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 the employee's anniversary of their hiring date.
b. Employees are not permitted to take general leave in excess of actual time earned.
Employees shall not accrue general leave in excess of six hundred forty (640) hours.
An employee who earns general leave hours in excess of six hundred forty (640)
hours shall be paid the cash value of those additional hours in their paycheck.
i. Employees in this unit hired on or after October 1, 2016, shall not be eligible for
this benefit. General Leave shall be capped at six hundred forty hours (640) for
employees hired on or after 10/1/16. This provision shall not sunset at the
expiration of this agreement.
c. Employees may not use their general leave to advance their separation date on
retirement or other separation from employment.
3. Leave Benefit Entitlements
The City shall comply with all State and Federal leave benefit entitlement laws. An
eligible employee on an approved leave is permitted to use earned Sick Leave, General
Leave, and/or Administrative Leave for serious and non-serious family or personal health
issues. For more information on employee leave options contact the Human Resources
Division.
4. Conversion to Cash
Twice during each fiscal year, each employee has the option to convert into a cash
payment or deferred compensation up to a total of one hundred sixty (160) hours of
earned general leave benefits at the base hourly rate. The employee shall give two (2)
weeks advance notice to Payroll of their desire to exercise such option.
B. City Paid Holidays
1 . Permanent full-time employees shall receive the following paid holidays per the
employee's regularly scheduled work shift:
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a. New Year's Day (January 1)
b. Martin Luther King Jr. Day (third Monday in January)
c. Presidents Day (third Monday in February
d. Memorial Day (last Monday in May)
e. Independence Day (July 4)
f. Labor Day (first Monday in September)
g. Veterans Day (November 11)
h. Thanksgiving Day (fourth Thursday in November)
i. The Friday after Thanksgiving
j. Christmas Eve (December 24)
k. Christmas Day (December 25)
I. New Year's Eve (December 31)
Any day declared by the President of the United States to be a national holiday and
adopted as an employee holiday by the City Council of Huntington Beach.
2. The parties agree that the City shall issue an official City holiday calendar in January of
each year that will determine the dates that holidays are observed, following the guidelines
below:
a. City paid holidays which fall on Saturday shall be observed the preceding Friday,
and those falling on Sunday shall be observed the following Monday.
b. In the event that two consecutive City paid holidays fall on a Friday and Saturday,
the two holidays shall be observed on the preceding Thursday and Friday.
c. In the event that two consecutive City paid holidays fall on a Sunday and Monday,
the two holidays shall be observed on Monday and the following Tuesday.
3. In the event that an employee is required to work on a City paid holiday, the holiday hours
shall be credited to the employee's general leave bank. Approval of this transaction shall
be handled by the Department Head or designee, in the payroll period that includes the
holiday worked.
4. If a City paid holiday falls on an employee's scheduled day off and with approval from the
Department Head or designee, the employee may take another day off during the same
payroll period as the holiday, or opt to be credited with general leave the number of hours
of the employee's regularly scheduled work shift.
5. A permanent part-time employee shall have City paid holidays paid as time off with a
prorated amount in proportion to their regular hours worked.
C. Sick Leave
1. Accrual — No employee shall accrue sick leave after December 24, 1999.
2. Credit— Employees shall carry forward their sick leave balance and shall no longer accrue
sick leave credit.
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3. Usage — Employees may use accrued sick leave for the same purposes for which it was
used prior to December 25, 1999.
4. Pay Off At Separation
a. Employees on the payroll on November 20, 1978, are entitled to the following sick
leave payoff plan:
At involuntary separation by reason of disability, or retirement, employees (or in the
case of death, their beneficiary) shall be compensated at their then current rate of pay
for seventy-five percent(75%) of all unused sick leave accumulated as of July 1 , 1972,
plus fifty percent (50%) of unused sick leave accumulated subsequent to July 1 , 1972,
up to a maximum of seven hundred twenty (720) hours of unused, accumulated sick
leave, except as provided in paragraph 4 below.
Upon separation for any other reason, employees shall be compensated at their then
current rate of pay for fifty percent (50%) of all unused, accumulated sick leave, up to
a maximum of seven hundred twenty (720) hours of such accumulated sick leave.
b. Employees hired after November 20, 1978, shall be entitled to the following sick leave
payoff plan:
Upon separation, all employees shall be paid, at their then current salary rate, for
twenty-five percent (25%) of unused, earned sick leave to four hundred eighty (480)
hours accrued, and for thirty-five percent (35%) of all unused, earned sick leave in
excess of four hundred eighty (480) hours, but not to exceed seven hundred twenty
(720) hours, except as provided in paragraph 4 below.
c. Except as provided in paragraph 4d. below, no employee shall be paid at separation
for more than seven hundred twenty (720) hours of unused, accumulated sick leave.
However, employees may utilize accumulated sick leave on the basis of "last in, first
out" meaning that sick leave accumulated in excess of the maximum for payoff may
be utilized first for sick leave, as defined in Personnel Rule 18-8.
d. Employees who had unused, accumulated sick leave in excess of seven hundred
twenty (720) hours as of July 5, 1980, shall be compensated for such excess sick
leave remaining on separation under the formulas described in paragraphs 1 and 2
above. In no event shall any employee be compensated upon separation for any
accumulated sick leave in excess of the "cap" established by this paragraph
(i.e., seven hundred twenty (720) hours plus the amount over seven hundred twenty
(720) hours existing on July 5, 1980). Employees may continue to utilize sick leave
accrued after that date in excess of such "cap" on a "last in, first out" basis.
e. To the extent that any "capped" amount of excess sick leave over seven hundred
twenty (720) hours is utilized, the maximum compensable amount shall be
correspondingly reduced. (Example: Employee had 1 ,000 hours accumulated. Six
months after July 5, 1980, employee has accumulated another 48 hours. Employee
is then sick for 120 hours. Employee's maximum sick leave "cap" for compensation
at separation is now reduced by seventy two (72) hours to nine hundred twenty eight
(928) hours).
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f. Employees electing to participate in the City's group health insurance program after
retirement can request the premiums to be paid by the City out of any available funds
due and owing them under the terms of this agreement for unused sick leave benefits
upon retirement.
D. Voluntary Catastrophic Leave Donation Program
Under certain conditions, an employee may donate leave time to another employee in need.
The program is outlined in Exhibit F.
E. 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.).
F. Release Time
Notwithstanding any other provisions of this Agreement, the Association and the City agree
to continue discussion during the term of the MOU on Release Time for negotiation,
including City's consideration of the number of hours, based on the establishment of a
mutually agreed upon written provision for the use of such leave by Association
representatives and its members. Such leave shall be limited to use for the purpose of
Association business not covered within the scope of legal requirements. It remains the
City's intent to enforce reasonable standards for the administration and control of current
Release Time use.
ARTICLE XIII — CITY RULES
A. Personnel Rules
All MOU provisions that supersede the City's Personnel Rules shall automatically update
the City's Personnel Rules and be incorporated into such rules.
B. Employer-Employee Relations Resolution
During the term of the agreement, the City and the Association agree to update the
Employee-Employer Relations Resolution to reflect current State law.
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1. Modification of Section 7 — Decertification and Modification
a. The City and the Association desire to maintain labor stability within the
representational unit to the greatest extent possible, consistent with the employee's
right to select the representative of his or her own choosing. For these purposes, the
parties agree that this Agreement shall act as a bar to appropriateness of this unit and
the selection of the representative of this unit, except during the month of August prior
to the expiration of this Agreement. Changes in bargaining unit shall not be effective
until expiration of the MOU except as may be determined by the Personnel
Commission pursuant to the procedures outlined below. This provision shall modify
and supersede the time limits, where inconsistent, contained in Section 7 of the
current Employer-Employee Relations Resolution of the City of Huntington Beach.
b. The City and the Association have agreed to a procedure whereby the City, by and
through the Administrative Services Director, would be entitled to propose a Unit
Modification. The Association and the City agree to jointly recommend a modification
of the City of Huntington Beach Employer-Employee Relations Resolution (Resolution
Number 3335) upon the City having completed its obligation to meet and confer on
this issue with all other bargaining units.
The proposed change to the Employer-Employee Relations Resolution is as follows:
7.3 Administrative Services Director Motion of Unit Modification - The Director of
Human Resources may propose, during the same period for filing a petition for
decertification, that an established unit be modified in accordance with the following
procedure:
i. The Administrative Services Director shall give written notice of the proposed
modification(s); to any affected employee organization and any affected
employees.
ii. The Personnel Commission shall hold a meeting concerning the proposed
modification(s) at which time all affected employee organizations and employees
shall be heard.
iii. Thereafter, the Personnel Commission shall determine the composition of the
appropriate unit or units and shall give written notice of such determination to the
affected employee organizations and any affected employees.
The City Manager, employee organization or employee aggrieved by an
appropriate unit determination of the Personnel Commission may, within ten (10)
days of notice thereof, request a review of such determination by the City Council.
Within thirty (30) days of receipt of a request to review a unit determination of the
Personnel Commission the City Council shall review the matter. The City
Council's decision shall be final.
iv. Except as provided otherwise in this MOU, the salary, benefit, and working
conditions specified by this MOU shall be provided to employees in classifications
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MANAGEMENT EMPLOYEES' ORGANIZATION
listed in Exhibit A and have completed or are in the process of completing a
probationary period in a permanent position in the competitive service in which the
employee regularly works twenty (20) hours or more per week.
C. Rules Governing Layoff. Reduction in Lieu of Layoff and Re-Employment
1. Part 1 — Layoff Procedure
a. General Provisions
1) Whenever it is necessary, because of lack of work or funds to reduce the staff of
a City department, employees may be laid off pursuant to these rules.
2) Whenever an employee is to be separated from the competitive service because
the tasks assigned are to be eliminated or substantially changed due to
management-initiated changes, including but not limited to automation or other
technological changes, it is the policy of the City that steps be taken by the Human
Resources Division on an interdepartmental basis to assist such employee in
locating, preparing to qualify for, and being placed in other positions in the
competitive service. This shall not be construed as a restriction on the City
government in effecting economies or in making organizational or other changes
to increase efficiency.
3) A department shall reduce staff by identifying which positions within the
department are to be eliminated.
4) The employee who has the least City-wide service credit in the class within the
department shall have City-wide transfer rights in the class pursuant to Part 1,
Section 3, Transfer or Reduction to Vacancies in Lieu of Layoffs, or within the
occupational series pursuant to Part 2, Bumping Rights.
5) If a deadline within this procedure falls on a day that City Hall is closed, the
deadline shall be the next day City Hall is open.
b. Service Credit
1) Service credit means total time of full-time continuous service within the City at the
time the layoff is initiated, including probation, paid leave, or military leave.
Permanent part-time employees earn service credit on a prorated basis.
2) Except as required by law, leaves of absence without pay shall not earn service
credit.
3) As between two or more employees who have the same amount of service credit,
the employee who has the least amount of service in class shall be deemed to be
the least senior employee.
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c. Transfer or Reduction to Vacancies in Lieu of Layoff
1) In lieu of layoff, a transfer within class shall be offered to an employee(s) with the
least amount of service credit in the class designated for staff reduction within a
department subject to the following:
a) The employee has the necessary qualifications to perform the duties of the
position.
b) The employee shall be given the opportunity, in order of service credit, to
accept a transfer to a vacant position in the same class within the City, provided
the employee has the necessary qualifications to perform the duties of the
position.
c) If no position in the same class is vacant, the employee shall be given the
opportunity, in order of service credit, to transfer to the position in the same
class that is held by an incumbent in another department with the least amount
of service credit whose position the employee has the necessary qualifications
to perform.
2) If an employee(s) is not eligible for transfer within the employee's class, the
employee shall be offered, in order of service credit, a reduction to a vacant
position in the next lower class within the City in the occupational series in lieu of
layoff provided the employee has the necessary qualifications to perform the
duties of the position.
3) If the employee refuses to accept a transfer or reduction pursuant to a. or b.,
above, the employee shall be laid off.
a) If the employee(s) in the class with the least amount of service credit is in the
position(s) to be eliminated or displaced by transfer, the employee shall be
offered bumping rights, pursuant to Part 2, Bumping Rights.
b) Any employee who takes a reduction to a position in a. lower class within the
occupational series in lieu of layoff shall be placed on the
reinstatement/reemployment list(s) pursuant to Part 3. Re-employment.
2. Order of Layoff
a. Prior to implementing a layoff, vacant positions that are authorized to be filled shall
be identified by City-wide occupational series. If the employee refuses to accept a
position pursuant to Section 3. above, the employee shall be laid off.
b. No promotional probationary employee or permanent employee within a class in the
department shall be laid off until all temporary, nonpermanent part-time and non-
promotional probationary employees in the class are laid off. Permanent employees
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whose positions have been eliminated may exercise citywide bumping rights to a
lower class in the occupational series pursuant to Part 2.
C. When a position in a class and/or occupational series is eliminated, any employee
in the class who is on authorized leave of absence or is holding a temporary acting
position in another class shall be included for determining order of service credit and
be subject to these layoff procedures as if the employee was in his or her permanent
position.
3. Notification of Employees
a. The Human Resources Division shall give written notice of layoff to the employee
by personal service or by sending it by certified mail to the last known mailing
address at least thirty (30) calendar days prior to the effective date of the layoff.
Normally notices will be served on employees personally at work.
b. Layoff notices may be initially issued to all employees who may be subject to layoff
as a result of employees exercising voluntary reduction/bumping rights.
C. The notice of layoff shall include the reason for the layoff, the effective date of the
layoff, the employee's hire date, and the employee's service credit ranking. The
notice shall also include the employee's right to bump the person in a lower class
with the least service credit within the occupational series provided the employee
possesses the necessary qualifications to successfully perform the duties in the
lower class and the employee has more service credit than the incumbent in the
lower class.
d. The written layoff notice given to an employee shall include notice that he or she
has seven (7) calendar days from the date of personal service, or date of delivery
of mail if certified, to notify the Administrative Services Director in writing if the
employee intends to exercise the employee's bumping rights, if any, pursuant to
Part 2, Bumping Rights.
e. Whenever practicable, any employee with the least amount of service credit in a
lower class within an occupational series which is identified for work force reduction
shall also be given written notice that such employee may be bumped pursuant to
Part 2. This notice shall include the items referred to in C., above.
f. If an employee disagrees with the City's computation of service credit or listed date
of hire, the employee shall notify the Administrative Services Director as soon as
possible, but in no case later than five (5) calendar days after the personal service
or certified mail delivery. Disputes regarding date of hire or service credit shall be
jointly reviewed by the Administrative Services Director and the employee and/or
the employee's representative as soon as possible, but in no case later than five (5)
calendar days from the date the employee notifies the Administrative Services
Director of the dispute. Within five (5) calendar days after the dispute is reviewed,
the employee shall be notified in writing of the decision.
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4. Part 2 — Bumping Rights
a. Voluntary Reduction or Bumping in Lieu of Layoff
1) A promotional probationary employee or permanent employee who receives a
layoff notice may request a reduction to a position in a lower class within the
occupational series provided the employee possesses the necessary
qualifications to perform the duties of the position.
2) Employees electing reduction under "a" above, shall be reduced to a position
authorized to be filled in a lower class within the employee's occupational series.
The employee may reduce to a lower class in their occupational series by: 1) filling
a vacancy in that class, or 2) if no vacancy exists, displacing the employee in the
class with the least service credit whose position the employee has the necessary
qualifications to perform. A displaced employee shall have bumping rights.
3) An employee who receives a layoff notice must exercise bumping rights within
seven (7) calendar days of receipt of the notice as specified in Part 1 - Layoff
Procedure. Failure to respond within the time limit shall result in a reputable
presumption that the employee does not intend to exercise any right of reduction
or bumping to a lower class. The employee must carry the burden of proof to show
that the employee's failure to respond within the time limits was reasonable. If the
employee establishes that failure to respond within the time limit was reasonable,
to the Administrative Services Director satisfaction, the employee shall be
permitted to exercise bumping rights, but shall not be reinstated to a paid position
until the employee to be bumped has vacated the position. If the employee
disagrees with the Administrative Services Director decision, the employee may
appeal pursuant to the provisions of Sections 3 and 4 below.
b. Reinstatement/Re-Employment Lists
Any employee who takes a reduction to a position in a lower class within the
occupational series in lieu of layoff shall be placed on tile reinstatement/re-
employment list pursuant to Part 3, Re-Employment.
c. Qualifications Appeal
Any employee who is denied a reduction to a position in a lower class within the
occupational series on the basis that the employee does not possess the necessary
qualifications to successfully perform the duties of the lower position may appeal the
decision. The appeal shall be filed with the Administrative Services Director within
five (5) calendar days of the employee's receipt of written notice of the decision and
reason(s) for denial. The employee's appeal shall be in writing and shall include
supporting facts or documents supporting the appeal.
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MANAGEMENT EMPLOYEES' ORGANIZATION
d. Qualifications Appeal Hearing
1) Upon receipt of an appeal, the Administrative Services Director shall contact a
mediator from the California State Mediation and Conciliation Service to schedule
a hearing within two (2) weeks after receipt of the appeal. If the California State
Mediation and Conciliation Service is not available within that time frame, the
parties shall mutually select a person who is available within the time frame. If the
California State Mediation and Conciliation Service and the person mutually
selected are not available within the time frame, the parties shall select the
earliest date either is available to conduct the hearing. The parties shall split the
cost, if any, of the hearing officer. In addition, the parties shall meet within three
(3) workdays to attempt to resolve the dispute. If the dispute remains unresolved,
the parties shall endeavor in good faith to submit to the hearing officer a statement
of all agreed upon facts relevant to the hearing.
2) Appeal hearings shall be limited to two (2) hours, except as otherwise agreed by
the parties or directed by the hearing officer.
3) The hearing officer shall attempt to resolve the dispute by mutual agreement if
possible. If no agreement is reached. the hearing officer shall render a decision
at the conclusion of the hearing, which shall be final and binding
5. Part 3 — Re-Employment
a. Re-Employment
1) Employees who are laid off or reduced in class to avoid layoff shall have their
names placed upon a re-employment list, for each class in the occupational
series, in seniority order at or below the level of the class from which laid off or
reduced.
2) Names of persons placed on the re-employment lists shall remain on the list for
two (2) years from the date of layoff or reduction.
3) Vacancies shall be filled from the re-employment list for a class, starting at tile top
of the list, providing that the person meets the necessary qualifications for tile
position.
4) Names of persons are to be removed from the reemployment list for a class if on
two (2) occasions they decline an offer of employment or on two (2) occasions
fail to respond to offers of employment in a particular class within five (5) calendar
days of receipt of written notice of an offer. Any employee who is dismissed from
the City service for cause shall have his or her name removed from all re-
employment lists.
5) Re-employment lists shall be available to MEO and affected employees upon
reasonable request,
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MANAGEMENT EMPLOYEES' ORGANIZATION
6) Qualification appeals involving re-employment rights shall be resolved in the
same manner as that identified in Part 2. Section 4.
b. Status on Re-Employment
1) Persons re-employed from layoff within a two (2) year period from the date of
layoff shall receive the following considerations and benefits:
a) Service credit held upon layoff shall be restored, but no credit shall be
added for the period of layoff.
b) Prior service credit shall be counted toward General Leave accruals.
c) Employees may cash in sick leave upon layoff or at any time after layoff in
the manner and amount set forth in existing Memoranda of Understanding
for that employee's unit. General Leave shall be paid to an employee when
the re-employment list(s) expire(s), if not previously paid.
d) Upon reinstatement the employee may have his or her General Leave re-
credited by repayment to the City the cashed amount.
e) The employee shall be returned to the salary step of the classification held
at the time of the layoff and credited with the time previously served at that
step prior to being laid off.
f) The probationary status of the employee shall resume if incomplete.
2) Employees who have been reduced in class to avoid layoff and are returned
within two (2) years to their former class shall be placed at the salary step of the
class they held at the time of reduction and have their merit increase eligibility
date recalculated.
ARTICLE XIV — DURING THE TERM OF THE AGREEMENT
A. Classification and Compensation Study
During the term of the agreement, the parties agree to meet and confer regarding parameters
and procedures of the citywide classification and compensation study that commenced in
April 2021.
B. Performance Evaluations
During the term of the agreement, the parties agrees to meet and confer on an updated
performance evaluation system, including the Performance Bonus implementation.
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ARTICLE XV — MISCELLANEOUS
A. Physical Examination
Employees shall be provided, once every two (2) years, with a City-paid physical
examination. Said exam shall be comprehensive in nature and shall include:
1 . A complete medical history, physical exam, laboratory testing and review of results by a
physician. (See Exhibit C, Physical Exam Description.)
2. A stress EKG will be provided for employees forty (40) years of age or older.
No more than one-half(1/2) of the eligible employees shall receive examinations in any one
fiscal year.
B. Vehicle Policy
1. Approval is required by the City Manager or their designee for any City vehicle to be
taken home by an employee.
2. Approval is required by the City Manager for any individual occupying a classification
eligible for the auto allowance to receive the compensation.
3. The auto allowance for qualifying employees is two hundred seven dollars and sixty-nine
cents ($207.69) bi-weekly.
4. No unit employee shall have their automobile allowance eliminated until the City's Fleet
Management Policy is re-negotiated.
5. Eligibility for automobile allowance shall be determined in accordance with the City's
Fleet Management Program dated August 1999 and as specified pursuant to
Administrative Regulations 407 and 604.
6. Employees assigned to drive a City vehicle and/or employees receiving an Auto
Allowance will participate in the DMV Pull Notice Program.
7. Employees in the following classifications are eligible to receive Auto Allowance:
• Administrative Services Manager
• Assistant to the City Manager
• Beach Operations Supervisor
• Building Manager
• City Engineer
• Community Services Manager
• Construction Manager
• Deputy Fire Marshal
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MANAGEMENT EMPLOYEES' ORGANIZATION
• Detention Administrator
• Economic Development Manager
• Environmental Services Manager
• Facilities, Development & Concessions Manager
• Facilities Maintenance Supervisor
• Finance Manager, Treasury`
• Fire Marshal
• Fleet Operations Supervisor
• Housing Manager
• Human Resources Manager
• Information Technology Manager
• Inspection Manager
• Inspection Supervisor
• Landscape Maintenance Supervisor
• Operations Manager
• Parking/Camping Facility Supervisor
• Planning Manager
• Police Administrative Division Services Manager
• Police Administrative Services Manager
• Police Communications Manager
• Police Records Administrator
• Principal Electrical Inspector
• Principal Plumbing Mechanical Inspector
• Public Affairs Manager
• Risk Manager
• Senior Information Technology Manager
• Street Maintenance Supervisor
• Transportation Manager
• Tree Maintenance Supervisor
• Utilities Manager
• Wastewater Supervisor
• Water Distribution Superintendent
• Water Production Supervisor
• Water Quality Supervisor
'Grandalhered incumbent only.
New or revised job classifications may become eligible to receive Auto Allowance during
the term of this MOU, as approved by the City Manager.
C. Deferred Compensation
1 . Loan Program
In accordance with federal law, employees may borrow from their deferred compensation
funds for critical needs such as medical costs, college tuition, or purchase of a home.
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MANAGEMENT EMPLOYEES' ORGANIZATION
2. Deferred Compensation Contribution at Time of Separation
In accordance with Internal Revenue Service rules, the value of any unused earned leave
benefits may be transferred to deferred compensation at separation (including
retirement), but only during the time that the employee is actively employed with the City.
The latest opportunity for such transfer must be the pay period prior to the employee's
last day of employment.
D. Collection of Payroll Overpayments
In the event that a payroll overpayment is discovered and verified, and considering all
reasonable factors including the length of time that the overpayment was made and if and
when the employee could have reasonably known about such overpayment, the City shall
take action to collect from the employee the amount of overpayment(s). Such collection
shall be processed by payroll deduction over a reasonable period of time considering the
total amount of overpayment.
In the event the employee separates from employment during the collection period, the final
amount shall be deducted from the last payroll check of the employee. If applicable, the
balance due from the employee shall be communicated upon employment separation if the
last payroll check does not sufficiently cover the amount due the City.
It shall be the responsibility of the employee and the City to periodically monitor the accuracy
of compensation payments or reimbursements due to the possibility of a clerical oversight
or error. The City reserves the right to also collect compensation overpayments caused by
or the result of misinterpretation of a pay provision by non-authorized personnel. The
interpretation of all pay provisions shall be administered by the City Manager or designee
and as adopted by the City Council. Unauthorized compensation payments shall not
constitute a past practice.
E. Required Fingerprinting of Employees
The City requires all employees who are hired, transferred, or promoted to positions with
oversight responsibilities for senior citizens to be fingerprinted for California Department of
Justice (DOJ) clearance that require fingerprinting by federal, state or local law(s).
Fingerprinting shall be done in accordance with said law(s). The City may also require
employees be fingerprinted if they are transferred, or promoted to positions with oversight
responsibilities for senior citizens or oversight responsibilities for confidential, and/or
sensitive documents or equipment.
F. Acting Assignment
Acting assignments are not intended to exceed six (6) months unless extraordinary
circumstances warrant an extension as recommended and approved by the Administrative
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MANAGEMENT EMPLOYEES' ORGANIZATION
Services Director. Under no circumstances shall an acting assignment exceed one (1) year,
nor shall it be considered a reclassification or a promotion.
Acting pay must be a minimum of five percent (5%), or the top step of the range if less than
five percent (5%), and the Department Head has the discretion to set compensation at any
step on the pay range of the acting class, not to exceed the top step of the range.
G. Return to Work Policy
The City and Association agree to reopen this agreement to establish a Return to Work
Policy for employees who experience industrial and non-industrial injury and/or illness.
H. Controlled Substance and Alcohol Testing
The City maintains the right to conduct a controlled substance and/or alcohol test during
working hours of any employee that it reasonably suspects is under the influence of alcohol
or a controlled substance in the workplace.
I. Management and Executive Management Relations Committee
During the term of this agreement, the City and MEO agree to meet quarterly to discuss
ways to improve management and executive management relations.
J. Public Employee Disaster Service Worker
In accordance with Government Code Section 3100, all Huntington Beach City employees,
including all members of this bargaining unit, are required to perform assigned disaster
service worker duties in the event of an emergency or a disaster.
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MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE XVI — CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of Understanding
is of no force or effect unless and until adopted by resolution of the City Council of the City of
Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding
this elm day of Dcfe nbe e--� , 2021.
HUNTINGTON BEACH
CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES'
A Municipal Cor oration ORGANIZATION
By: By:
Oliver Chi D!leb ra Jubin sfkf
City Manager MEO Presiden
By: � By:
Travis Hopkins Aaron Peardon
Assistant City Manager OCEA Representative
By:
Brittany Mello
Interim Administrative Services Director
Approved as to
By,
M ael . Gates
City A rney
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EXHIBIT A - SALARY SCHEDULE
MEO Salary Schedule
Effective the Pay Period Including January 1, 2022
Nob lob Omription pay Range A B C D E IFG
0025 Administrative Analyst 192 37.47 39.34 41.31 43.37 1 45.54 47.82 50.21
0622 Administrative Services Manager 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
0078 Assistant City Attorney 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53
0132 Assistant City Clerk 199 40.17 42.18 44.29 46.SO 48.83 51.27 53.83
0057 Assistant to the City Manager 222 50.50 1 53.03 55.68 58.46 61.38 1 64.45 67.68
0123 1 Associate Civil Engineer 207 43.50 45.67 47.96 50.36 52.87 55.52 58.29
0071 Associate Planner 201 40.98 43.03 45.18 47.44 49.81 52.30 54.91
Beach Maintenance Operations
0569 Manager 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
0044 Beach Operations Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0598 Building Manager 240 60.41 63.43 66.60 69.93 73.42 77.10 80.95
0024 City Engineer 253 68.75 72.19 75.79 79.58 1 83.56 87.74 1 92.13
0125 1 Code Enforcement Supervisor 230 54.69 57.42 60.29 63.30 66.47 69.79 73.28
0471 Community Relations Officer 214 46.64 48.97 51.42 53.99 56.69 59.52 62.50
0353 Community Services Manager 226 52.55 1 55.18 57.94 60.83 63.88 67.07 70.42
0097 Construction Manager 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
OOBS Contract Administrator 210 44.82 47.06 49.41 51.88 54.48 57.20 60.D6
0081 Deputy City Attorney 1 207 43.50 45.67 47.96 50.36 52.87 55.52 58.29
0080 Deputy City Attorney 11 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
0079 Deputy City Attorney 111 240 60.41 63.43 66.60 69.93 73.42 77.10 80.95
0068 Deputy City Engineer 237 58.63 61.56 64.64 67.87 71.27 74.83 78.57
Deputy Director of Economic
0571 Development 238 59.22 62.18 65.29 68.55 71.98 75.58 79.36
0611 Deputy Fire Marshal 205 42.64 44.77 47.01 49.36 51.83 54.42 57.14
0486 Detention Administrator 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0621 Economic Development Manager 230 54.69 57.42 60.29 63.30 1 66.47 1 69.79 73.28
Economic Development Project
0039 Manager 216 47.57 49.95 52.45 55.07 57.83 60.72 63.75
0580 Energy Project Manager 216 47.57 49.95 52.45 55.07 57.83 60.72 63.75
0923 Environmental Services Manager 216 47.57 1 49.95 52.45 55.07 57.83 60.72 63.75
0050 Facilities Maintenance Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
Facilities, Development&
0474 Concessions Manager 221 50.00 52.50 55.13 57.88 1 60.78 63.82 67.01
0879 Finance Manager-Accounting 229 54.14 56.85 59.69 62.68 65.81 69.10 72.56
0889 Finance Manager-Budget 229 54.14 56.85 59.69 62.68 65.81 69.10 72.56
0899 Finance Manager-Fiscal Services 229 54.14 56.85 59.69 62.68 65.81 69.10 72.56
0869 Finance Manager-Treasury 1 229 1 54.14 1 56.85 59.69 62.68 65.81 69.10 72.56
0610 Fire Marshal 240 60.41 63.43 66.60 69.93 73.42 77.10 80.95
0131 Fire Medical Coordinator 205 42.64 44.77 47.01 49.36 51.83 54.42 57.14
IVIED MOU January 1, 2022 through December 31,2024
32
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
Job Pa
No Job Description y A B C D E F 6
Ran
8e
0590 Fleet Operations Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0581 General Services Manager 236 58.05 60.95 64.00 67.20 70.56 74.09 77.79
0498 GIS Manager 231 55.23 57.99 60.89 63.94 67.13 70.49 74.02
0043 Housing Manager 230 54.69 57.42 60.29 63.30 66.47 69.79 73.28
0006 Human Resources Manager 238 59.22 62.18 65.29 1 68.55 71.98 75.58 79.36
0500 Information Technology Manager 238 59.22 62.18 65.29 68.55 71.98 75.58 79.36
Information Technology Manager-
0489 Infrastructure 231 55.23 57.99 60.89 63.94 67.13 70.49 74.02
Information Technology Manager-
0200 Operations 231 55.23 57.99 60.89 63.94 67.13 70.49 74.02
Information Technology
0632 Supervisor 217 48.05 50.45 1 52.97 55.62 1 58.40 62.33 64.39
0075 Inspection Manager 227 53.08 55.73 58.52 61.44 64.52 67.74 71.13
0073 Inspection Supervisor 211 4S.27 47.53 49.90 52.40 55.02 57.77 60.66
0251 1 Investigator 190 36.73 38.57 40.49 42.52 44.64 46.88 49.22
0158 Landscape Architect 205 42.64 44.77 47.01 49.36 51.83 54.42 57.14
Landscape Maintenance
0049 Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0572 Liability Claims Coordinator 196 38.99 1 40.94 42.99 45.13 1 47.39 49.76 1 52.25
0030 Maintenance Operations Manager 236 58.05 60.95 64,00 67.20 70.56 74.09 77.79
0490 Network Systems Administrator 220 49.51 51.98 54.58 57.31 60.17 63.18 66.34
0623 Operations Manager 253 68.75 72.19 75.79 79.58 83.56 87.74 92.13
Parking&Camping Facility
0133 Supervisor 199 40.17 42.18 44.29 46.50 48.83 51.27 53.83
Parks Development/Facilities
0903 Project Coordinator 201 40.98 43.03 1 45.18 47.44 1 49.81 52.30 54.91
0443 Payroll Systems Analyst 211 4S.27 47.53 49.90 52.40 55.02 57.77 60.66
0098 Permit& Plan Check Manager 230 54.69 57.42 60.29 63.30 66.47 69.79 73.28
0209 Permit& Plan Check Supervisor 205 42.64 44.77 47.01 49.36 51.83 54.42 57.14
D453 Personnel Analyst 192 37.47 39.34 41.31 43.37 45.54 47.82 50.21
0099 Plan Check Engineer 223 51.01 53.56 56.23 59.05 62.00 65.10 68.35
0444 Planning Manager 231 55.23 57.99 60.89 63.94 67.13 70.49 1 74.02
Police Administrative Services
0594 Manager 217 48.05 50.45 52.97 55.62 58.40 61.33 64.39
Police Administrative Services
0625 Division Manager 240 60.41 63.43 66.60 69.93 73.42 77.10 80.95
0022 Police Communications Manager 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0094 Police Records Administrator 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0626 Police Support Services Manager 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0028 Principal Accountant 208 43.93 46.13 48.44 50.86 53.40 56.07 58.88
0084 Principal Administrative Analyst 214 46.64 48.97 51.42 53.99 56.69 59.52 62.50
0096 Principal Civil Engineer 235 57.47 60.35 63.37 66.53 69.86 73.35 77.02
0072 Principal Electrical Inspector 202 41.39 43.46 45.63 47.91 50.31 52.82 55.46
MEO MOU January 1,2022 through December 31,2024
33
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
Job
Job Description Rao e A a C D E F G
B
0896 Principal Finance Analyst 216 47.57 49.95 52.45 55.07 57.83 60.72 63.75
0482 Principal Librarian 201 40.98 43.03 45.18 47.44 49.81 52.30 54.91
0060 Principal Personnel Analyst 214 46.64 48.97 51.42 53.99 56.69 59.52 62.50
0074 Principal Planner 226 52.55 55.18 57.94 60.83 63.88 67.07 70.42
Principal Plumbing& Mechanical
0076 Inspector 202 41.39 43.46 45.63 47.91 50.31 52.82 55.46
0579 Project Manager 216 47.57 49.95 52.45 55.07 1 57.83 60.72 63.75
0037 Project Manager Assistant 201 40.98 43.03 45.18 47.44 49.81 52.30 54.91
0620 Public Affairs Manager 232 55.78 58.57 61.50 64.58 67.81 71.20 74.76
0496 Public Safety Systems Manager 233 56.34 59.16 62.12 65.22 68.48 71.91 75.50
0497 Public Safety Systems Supervisor 229 54.14 56.85 59.69 62.68 65.81 69.10 72.56
0839 Real Estate& Project Manager 216 47.57 49.95 52.45 55.07 57.83 60.72 63.75
0619 Risk Management Analyst 192 37.47 39.34 41.31 43.37 45.54 47.82 50.21
0054 Risk Manager 230 54.69 57.42 60.29 63.30 66.47 69.79 73.28
0089 Senior Administrative Analyst 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0064 Senior Budget Analyst 202 41.39 43.46 45.63 47.91 50.31 52.82 55.46
0069 Senior Civil Engineer 218 48.53 50.96 53.50 56.18 58.99 61.94 65.04
0484 Senior Deputy City Attorney 245 63.49 66.66 70.00 73.50 77.17 81.03 85.D8
0868 Senior Finance Analyst 211 45.27 47.53 49.90 52.40 55.02 57.77 60.66
Senior Information Technology
0499 Analyst 220 49.51 51.98 54.58 57.31 60.17 63.18 66.34
Senior Information Technology
0627 Manager 244 1 62.86 66.00 69.30 1 72.77 76.41 1 80.23 84.24
0077 1 Senior Librarian 186 35.30 37.06 38.91 40.86 42.90 45.05 47.30
0464 Senior Personnel Analyst 205 42.64 44.77 47.01 49.36 51.83 54.42 57.14
0036 Senior Planner 216 47.57 49.95 52.45 55.07 57.83 60.72 63.75
0519 Senior Risk Management Analyst 205 42.64 44.77 47.01 49.36 51.83 54.42 57.14
0575 Senior Supervisor, Cultural Affairs 199 40.17 42.18 44.29 46.50 48.83 51.27 53.83
0578 Senior Supervisor, Human Services 199 40.17 42.18 44.29 46.50 48.83 51.27 1 53.83
0034 Senior Traffic Engineer 218 48.53 50.96 53.50 56.18 58.99 61.94 65.04
0333 Senior Trial Counsel 253 68.75 72.19 75.79 79.58 83.56 87.74 92.13
0457 Special Events Coordinator 182 33.92 35.62 37.40 39.27 41.23 43.29 45.45
0488 Street Maintenance Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0033 Transportation Manager 239 59.81 62.80 65.94 69.24 72.70 76.33 80.15
0051 Tree Maintenance Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0483 Utilities Manager 238 59.22 62.18 65.29 68.55 71.98 75.58 79.36
0487 Wastewater Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0624 Water Distribution Superintendent 216 47.57 49.95 52.4 555.07 57.83 60.72 63.75
0052 Water Distribution Supervisor 106 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0053 Water Production Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0056 Water QualitySupervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
MEO MOU January 1, 2022 through December 31,2024
34
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
RETIREE SUBSIDY MEDICAL PLAN
Employees hired on or after October 1, 2014, shall not be eligible for this benefit.
An employee who has retired from the City shall be entitled to participate in the City-sponsored
medical insurance plans, and the City shall contribute toward monthly premiums for coverage in
an amount as specified in accordance with this Plan, provided:
A. 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 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 65 under the City's medical plans shall be
governed by applicable plan document.
2. In the event of the death of any employee, whether retired or not, the amount of the
retiree medical insurance subsidy benefit which the deceased employee was
receiving at the time of their death 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
A. Minimum Eligibility for Benefits - With the exception of an industrial disability retirement,
eligibility for benefits begin after an employee has completed ten (10) years of continuous full-
time service with the City of Huntington Beach. Said service must be continuous unless prior
service is reinstated at the time of their rehire in accordance with the City's Personnel Rules.
B. Disability Retirees - Industrial disability retirees with less than ten (10) years of service shall
receive a maximum monthly payment toward the premium for health insurance of $121 (one
hundred twenty-one dollars). Payments shall be in accordance with the stipulations and
conditions, which exist for all retirees. Payment shall not exceed dollar amount, which is equal
to the full cost of premium for employee only.
MEO MOU January 1, 2022 through December 31, 2024
35
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
C. Maximum Monthly Subsidy Payments - Payment amounts may be reduced each month as
dependent eligibility ceases due to death, divorce, or loss of dependent child status. However,
the amount shall not be reduced if such reduction would cause insufficient funds needed to
pay the full premium for the employee and the remaining dependents. In the event no
reduction occurs and the remaining benefit premium is not sufficient to pay the premium
amount for the employee and the eligible dependents, said needed excess premium amount
shall be paid by the employee.
All retirees, including those retired as a result of disability whose number of continuous, full-
time years of City service prior to retirement City exceeds ten (10), shall be entitled to
maximum monthly payment of premiums by the for each year of completed City service as
follows:
Maximum Monthly Payment
for Retirements After:
Years of Service Subsidy
10 $ 121
11 136
12 151
13 166
14 181
15 196
16 211
17 226
18 241
19 256
20 271
21 286
22 300
23 315
24 330
25 344
RETIREE SUBSIDY MEDICAL PLAN / MISCELLANEOUS PROVISIONS
A. Eligibility:
1. The effective start-up date of the Retiree Subsidy Medical Plan for the various
employee groups shall be the first of the month following retirement date.
2. A retiree may change plans, add dependents, etc., during annual open enrollment.
The Human Resources Division shall notify covered retirees of this opportunity
each year.
MEO MOU January 1, 2022 through December 31, 2024
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MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
3. Years of service computed for the Retiree Subsidy Medical Plan are actual
years of completed service with the City of Huntington Beach.
B. Benefits:
1. Retiree Subsidy Medical Plan includes the available group medical plans offered to
active unit members at the time of retirement.
2. City Plans are the primary payer for active employees age 65 and over, with
Medicare the secondary payer. Retirees age 65 and over have no City Plan options
and are eligible only for Medicare.
3. Premium payments are to be received at least one month in advance of the
coverage period.
C. Subsidies:
1 . The subsidy payments will pay for:
a. Retiree Subsidy Medical Plan.
b. HMO.
c. Part A of Medicare for those retirees not eligible for paid Part A.
2. Subsidy payments will not pay for:
a. Part B Medicare.
b. Any other employee benefit plan.
c. Any other commercially available benefit plan.
d. Medicare supplements.
D. Medicare:
1. All persons are eligible for Medicare coverage at age sixty five (65). Those with
sufficient credit quarters of Social Security will receive Part A of Medicare at no cost.
Those without sufficient credited quarters are still eligible for Medicare at age sixty
five (65, but will have to pay for Part A of Medicare if the individual elects to take
Medicare. In all cases, Part B of Medicare is paid for by the participant.
2. When a retiree and their spouse are both sixty five (65 or over, and neither is eligible
for paid Part A of Medicare, the subsidy shall pay for Part A for each of them or the
maximum subsidy, whichever is less.
MEO MOU January 1, 2022 through December 31, 2024
37
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
3. When a retiree at age sixty five (65 is eligible for paid Part A of Medicare and 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 (65is eligible for paid Part A of Medicare, the subsidy shall
be for the retiree's Part A only.
E. Cancellation:
1 . For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply:
a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be
eliminated on the first day of the month in which the retiree reaches age sixty
five (65. If such retiree was covering dependents under the Plan, dependents
will be eligible for state and or federal COBRA continuation benefits effective
as of the 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) in the event such
dependent reaches age sixty five (65) prior to the retiree reaching age
sixty five (65).
c. At age sixty five (65) retirees are eligible to make application for Medicare.
Upon being considered "eligible to make application," whether or not
application has been made for Medicare, the Retiree Subsidy Medical Plan will
be eliminated.
2. See provisions under "Benefits," "Subsidies," and "Medicare" for those
retirees/dependents not eligible for paid Part A of Medicare.
3. Retiree Subsidy Medical Plan and COBRA participants shall be notified of non-
payment of premium by means of a certified letter from Employee Benefits in
accordance with provisions of the Memorandums of Understanding.
4. A retiree who fails to pay premiums due for coverage and is in arrears for sixty
(60) days shall be terminated from the Plan and shall not have reinstatement
rights.
MEO MOU January 1, 2022 through December 31,2024
38
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT C — PHYSICAL EXAMINATION DESCRIPTION
PHYSICAL EXAMINATION DESCRIPTION
I. Complete Health History
II. Complete Physical Examination by Physician
III. Computer Printout:
A. Physiological Tests:
1. Temperature
2. Height
3. Weight
4. Vision
5. Audiometry (Hearing Screening)
6. Blood Pressure
7. Pulse
8. Chest X-Ray
9. EKG
10. History
11. Tonometry (Glaucoma) for patients 35 and over.
12. Spirometry (Breathing)
B. Laboratory Tests:
1. Blood Chemistry Screening Tests:
SGPT Triglycerides
SGOT Glucose Fasting
LDH BUN
Alk. Phosphatase Creatinine
Total Bilirubin Uric Acid
Total Protein Calcium
Albumin-Serum Inorganic Phosphate
Globulin Sodium
Cholesterol Potassium
2. Complete Blood Count
3. Urinalysis
4. Stool Test for Blood
5. RPR
6. Pap Smear on Females
7. HDL
IV. Examination Findings:
A. Consultation with Physician
B. Written Report of Findings
MEO MOU January 1, 2022 through December 31, 2024
39
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT D — 9/80 WORK SCHEDULE
9/80 WORK SCHEDULE
This work schedule is known as the "9/80." In the event that there is a conflict with the current
rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed
below shall govern.
9/80 WORK SCHEDULE DEFINED
The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two-
week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for
eight (8) hours (Friday), with a one-hour lunch during each work shift, totaling forty (40) hours in
each work week. The 9/80 work schedule shall not reduce service to the public, departmental
effectiveness, productivity and/or efficiency as determined by the City Manager or designee.
A. Forty (40) Hour Work Week
The actual work week is from Friday at mid-shift (p.m.) to Friday at mid-shift (a.m.). No
employee working the 9/80 work schedule will be able to flex their Friday start time nor the
time they take their lunch break, which will be from 12:00 p.m. to 1:00 p.m. on Fridays. All
employee work shifts will start at 8:00 a.m. on their Friday worked. The start of the workweek
is 12:00 noon Friday.
B. Two-Week Pay Period
The pay period for employees starts Friday mid-shift (p.m.) and continues for fourteen (14)
days until Friday mid-shift (a.m.). During this period, each week is made up of four (4) nine
(9) hour work days (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours
equal forty (40) work hours in each work week (e.g. the Friday is split into four (4) hours for
the a.m. shift, which is charged to work week one and four (4) hours for the p.m. shift, which
is charged to work week two).
C. A/B Schedules
To continue to provide service to the public every Friday, employees are to be divided between
two schedules, known as the "A" schedule and the "B" schedule, based upon the departmental
needs. For identification purposes, the "A" schedule shall be known as the schedule with a
day off on the Friday in the middle of the pay period, or, "off on payday", the "B" schedule shall
have the first Friday (p.m.) and the last Friday (a.m.) off, or "working on payday". An example
is listed below:
AM PM AM PM AM PM
F F 1 S S M T W Th F F S S M T W Th F F
Schedule 4 4 - 9 9 9 9 9 9 9 9 4 4
B Schedule - - - - 9 9 1 9 9 4 4 9 9 9 9 -
MEO MOU January 1, 2022 through December 31, 2024
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MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT D — 9/80 WORK SCHEDULE
A/B Schedule Changes
Employees cannot change schedules without prior approval of their supervisor, Department
Head, and the Director of Human Resources or designee.
D. Emergencies
All employees on the 9/80 work schedule are subject to be called to work any time to meet
any and all emergencies or unusual conditions which, in the opinion of the City Manager,
Department Head or designee may require such service from any of said employees.
LEAVE BENEFITS
When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9)
hours of eligible leave per workday shall be charged against the employee's leave balance or
eight (8) hours shall be charged if the day off is a Friday. All leaves shall continue under the
current accrual, eligibility, request and approval requirements.
1. General Leave — As stated in Memorandum of Understanding
2. Sick Leave — As stated in Memorandum of Understanding
3. Administrative Leave — As stated in Memorandum of Understanding
4. Bereavement Leave — As stated in Memorandum of Understanding
5. Holidays - As stated in Memorandum of Understanding
6. Jury Duty — The provisions of the Personnel Rules shall continue to apply; however, if an
employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday,
or on a City holiday, then the jury duty shall be considered the same as having occurred
during the employees day off work; therefore, the employee will receive no added
compensation.
MEO MOU January 1, 2022 through December 31, 2024
41
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT E — 4/10 WORK SCHEDULE
4/10 WORK SCHEDULE
In the event that there is a conflict with the current rules, practices and/or procedures regarding
work schedules and leave plans, then the rules listed below shall govern.
4110 WORK SCHEDULE DEFINED
The 4/10 work schedule shall be defined as working eight (8) days for eighty (80) hours in a two
week pay period by working eight (8) days (Monday through Thursday, Fridays off) at ten (10)
hours per day, plus a one-hour lunch during each work shift, totaling forty (40) hours in each work
week. The 4/10 work schedule shall not reduce service to the public, departmental effectiveness,
productivity and/or efficiency as determined by the City Manager or designee.
All employees on the 4/10 work schedule are subject to be called to work any time to meet any
and all emergencies or unusual conditions which, in the opinion of the City Manager, Department
Head or designee may require such service from any of said employees.
LEAVE BENEFITS
When an employee is off on a scheduled workday under the 4/10 work schedule, then ten (10)
hours of eligible leave per workday shall be charged against the employee's leave balance. All
leaves shall continue under the current accrual, eligibility, request, and approval requirements.
1. General Leave —As stated in Memorandum of Understanding
2. Sick Leave —As stated in Memorandum of Understanding
3. Administrative Leave —As stated in Memorandum of Understanding
4. Bereavement Leave — As stated in Memorandum of Understanding
5. Holidays - As stated in Memorandum of Understanding
6. Jury Duty — The provisions of the Personnel Rules shall continue to apply; however, if an
employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday,
or on a City holiday, then the jury duty shall be considered the same as having occurred
during the employees day off work; therefore, the employee will receive no added
compensation.
MEO MOU January 1, 2022 through December 31, 2024
42
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT F - VOLUNTARY 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 or General Leave Compensatory Time.
MY SIGNATURE CERTIFIES THAT:
• A Leave of absence in relation to a catastrophic illness or injury has been approved by my
Department; and
• I am not receiving disability benefits or Workers' Compensation payments.
Name: (Please Print or Type: Last, First, MI)
(Work Phone: Department:
IJob Title: Employee ID#:
Requestor Signature: Date:
Department Director Signature: Date:
Human Resources Division-Use Only
End donation date will bridge to: End donation date:
❑ Long Term Disability
❑ Medical Retirement beginning
❑ Length of FMLA leave ending
❑ Return to work
Administrative Services Director Signature: Date signed:
MEO MOU January 1, 2022 through December 31, 2024
43
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT F — VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Donation Form
Donor, please complete
Donor Name: (Please Print or Type: Last, First, MI)
(Work Phone:
Donor Job Title-
Type of Accrued Leave: Number of Hours I wish to Donate:
❑ Vacation Hours of Vacation
❑ Compensatory Time Hours of Compensatory Time
❑ General Leave Hours of General Leave
❑ Administrative Leave Hours of Administrative Leave
I understand that this voluntary donation of leave credits, once processed, is irrevocable,
but if not needed, the donation will be returned to me. I also understand that this donation
will remain confidential.
I wish to donate my accrued Vacation, Compensatory Time, Administrative or General Leave hours
to the Catastrophic Leave Donation Program for:
Eligible recipient employee's name (Last, First, MI):
Donor Signature: Date:
Please submit to Payroll in the Finance Department.
MEO MOU January 1, 2022 through December 31,2024
44
Res. No. 2021-71
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, ROBIN ESTANISLAU, the duly elected, qualified City Clerk of the
City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do
hereby certify that the whole number of members of the City Council of the City of
Huntington Beach is seven; that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a Regular meeting thereof held on December 21, 2021 by the following vote:
AYES: Peterson, Bolton, Posey, Delgleize, Carr, Moser, Kalmick
NOES: None
ABSENT: None
RECUSE: None
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
I
i
Consideration of Proposed Memoranda ' '
of Understanding with Huntington Beach
Firefighters' Association; Fire, Police, and
Marine Safety Management Associations; and
Management Employees' Organization; and
Introduction of the Huntington Beach
Municipal Teamsters' MOU
Overview _
► On 1 1/16/2021, the City Council voted affirmatively to introduce
two labor agreements for formal consideration
P. Huntington Beach Firefighters' Association (HBFA)
► 1 12 members
► MOU expired in June 2021
► Fire Management Association (FMA)
P. 8 members
► MOU expired in September 2017
Overview
► On 1 21 11202 1. the City Council voted affirmatively to introduce
three labor agreements for formal consideration
P. Management Employees' Organization (MEO)
► 105 Members
► MOU expires in December 2021
► Marine Safety Management Association (MSMA)
P. 18 Members
► MOU expired in March 2018
► Police Management Association (PMA)
► 13 Members
► MOU expired in June 2020
Overview U00"
► Tonight for City Council's consideration is the adoption of the
proposed MOUs with these five associations: and.
P. Introduction of the Proposed MOU with Huntington Beach
Municipal Teamsters (HBMT)
► 345 Members
► MOU expires in December 2021
Proposed Memoranda of �
Understanding
Huntington Beach Huntington Beach Fire
Firefighters' Association (HBFA) Management Association (FMA)
P. 2.5-yea aagyrreement (July 1. 2021 - ► 2.5-yeor aayyrreemenl (July I. 2021
Dec.31. 2023) Dec.31, 2023,
► Opportunity to earn additional step ► Opportunity to can up to 3%meril-
increase,and up to 3%merit-based based lump sum bonus for fop-step
lump sum bonus for top-step employees
employees ► Increase employee CoIPERS cost
► Increase employee CaIPERS cost sharing by 2�(to the max,of 13%)
shoring by I%(to the max.of 13%I ► City's medical plan contribution to
► City's medical plan contribution to increase by -$90/month, $23 in
increase by -$60/month in Year 1. Year 2
$23 in Yea 2 ► Education.specialty. and longevity
► Holiday-in-Lieu&specialty pay pay updates
adustmenis No The average annual cost of this
► The average annual cost of this oven all agreement is$97.357
overall agreement is$I.I M
Proposed Memoranda of
Understandingo
Management Marine Safety Police
Employees' Management Management
Organization (MEO) Association (MSMA) Association (PMA)
Proposed Memoranda of
Understanding ;
Huntington Beach
Municipal Teamsters (HBMT)
► 3-year agreement (Jan, 1. 2022-Dec.31, 2024)
► 2%wage increase
► Opportunity to earn additional step increase.and up to 3 0
merit-based lump sum bonus for tap-step employees
► City's medical plan contribution to increase by average of
-$67 /month in Year 1, $23/month in Year 2
► Formal incorporation of two City-paid holidays
(Christmas Eve and New Year's Eve)
► The average annual cost of this overall agreement is$1.15M
City Council Options
► Approve the Proposed Successor Memoranda of Understanding
with HBFA. FMA. MSMA, PMA. and MEO: and
► Approve the Introduction of the Proposed Successor MOU with HBMT
► Do not approve the adoption or introduction of the proposed
agreements, and direct staff to:
Continue to meet and confer with one or more Association(s), or
Utilize the impasse procedures contained within the City's
Employer-Employee Relations Resolution