HomeMy WebLinkAboutCity Council - 2021-71 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�day of &rgemtk4— .
Mayor
1 WED AND VED: APPROVED AS TO FORM:
IcKManager City Attorney
INIITIATED AND APPROVED:
TI
Director of Administrative Services
21-10736/272198
R.eso Alp. ZOZ/- -7/
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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
ARTICLEI -TERM OF MOU .......................................................................................................1
ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS ...............................................1
ARTICLE III - MANAGEMENT RIGHTS ......................................................................................2
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT......................................................2
ARTICLEV - SEVERABILITY.....................................................................................................2
ARTICLE VI - SALARY SCHEDULE...........................................................................................2
A. SALARY SCHEDULE.............................................................................................................................2
B. PERFORMANCE BONUS.................................................................................................................3
ARTICLE VII - SPECIAL PAY .....................................................................................................4
A. EDUCATIONALTUITION .......................................................................................................................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. FuturetPremiums 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
ARTICLEXIII - 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
SCHEDULEOF BENEFITS......................................................................................................................35
A. MINIMUM ELIGIBILITY FOR BENEFITS.............................................................................................. 35
B. DISABILITY RETIREES....................................................................................................................35
C. MAXIMUM MONTHLY SUBSIDY PAYMENTS..................................................................................................36
RETIREE SUBSIDY MEDICAL PLAWMISCELLANEOUS 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 -9180 WORK SCHEDULE....................................................................................................40
9/80 WORK SCHEDULE DEFINED...........................................................................................................40
A. FORTY(40)HOUR WORKWEEK .......................................................................................................40
B.TWO-WEEK PAY PERIOD..................................................................................................................40
C. A/B SCHEDULES..............................................................................................................................40
D. EMERGENCIES.................................................................................................................................41
LEAVEBENEFITS..................................................................................................................................41
EXHIBIT E-4110 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.
MEO MOU January 1,2022 through December 31,2024
2
MANAGEMENT EMPLOYEES' ORGANIZATION
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.
MEO MOU January 1,2022 through December31,2024
3
MANAGEMENT EMPLOYEES' ORGANIZATION
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-over and be reimbursed for prior fiscal year education
costs in successive fiscal years.
3. Reimbursements shall be made when the employee presents proof to the Administrative
Services Director 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.
MEO MOU January 1, 2022 through December 31,2024
4
MANAGEMENT EMPLOYEES' ORGANIZATION
A General Policv
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.
Dagnmaltt 10 ClasaBlatlon Uniform ttarm
Community Dew 0125 Code Enforcement Supervisor 3 polo shuts,2 pants(khaki style), 1 hat, 1 pair of safety boots
Community Dev 0072 Principal Electrical Inspector
Community Dev 0073 Inspection Supervisor
CommunityDev 0076 Principal Ins 5 polo shirts, 1 jacket,1 windbreaker(not annually), 1 hat,shoes PPE/Safety
pa Inspector Plum/Meth
Community Dev 0075 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 5 shirts,1 jacket(not annually),1 hat
Fire 0595 Fire Marshal 5 shirts,5 pants, 1 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, 1 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.
wo MOU January 1, 2022 through December 31, 2024
5
MANAGEMENT EMPLOYEES' ORGANIZATION
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 WORKIADMINISTRATIVE LEAVE
It is the intent of the City to provide an opportunity for MEO employees to select a flex schedule
and/or alternative work schedule that is consistent with the City's objective that such schedules
shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency
as determined by the City Manager or designee.
MEO MOU January 1, 2022 through December 31, 2024
6
MANAGEMENT EMPLOYEES' ORGANIZATION
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 work week.
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,
MEO MOU January 1, 2022 through December 31,2024
7
MANAGEMENT EMPLOYEES' ORGANIZATION
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.
MEO MOU January 1, 2022 through December 31,2024
8
MANAGEMENT EMPLOYEES' ORGANIZATION
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 111/2023
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 1 674.00 719.16 742.49
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 1 ,315.65 1 ,338.98
Family 1,473.36 1 ,547.03 1 ,570.36
3. Future Premiums and City Contributions
For the term of this agreement, and thereafter unless modified by negotiated agreement
of the parties, the City's monthly contributions to medical, dental, and vision insurance
shall remain as specified for the 2022 and 2023 Health Premiums and Contribution
amounts, unless otherwise specified herein.
4 Medical Cash-Out
If an employee is covered by a group medical plan outside of a City-provided program
(evidence of which must be supplied to the Human Resources Division), the employee
may elect to discontinue City medical coverage and receive the amount equal to the City's
contribution to the Kaiser, Employee-only medical premium offered to this unit.
5. Section 125 Plan
This plan allows employees to use pre-tax salary to pay for childcare, adult dependent
care, and/or medical expenses allowable under the Internal Revenue Service rules for a
Section 125 plan.
MEO MOU January 1, 2022 through December 31. 2024
9
MANAGEMENT EMPLOYEES' ORGANIZATION
City of Huntington Beach
2022 Health Premiums and Contributions
Fffective the Pay Period Including 1/1/2022
MEO
Monthly Employer Employee Employee
Mon 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 10B.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: $582.00 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 66 213 (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, Workers 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-sporisored 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 CaIPERS's annual evaluation.
If in future fiscal years the member contribution rate for new members shall become
greater or less than 6.25% of pensionable compensation, as determined by
CaIPERS's annual valuation, employees shall 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 yearthat 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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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.
MEO MOU January 1,2022 through December 31.2024
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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,
MEO MOU January 1,2022 through December 31, 2024
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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.
MEO MOU January 1,2022 through December 31,2024
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MANAGEMENT EMPLOYEES' ORGANIZATION
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
MEO MOU January 1,2022 through December 31,2024
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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
'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.
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.
MEO MOU January 1, 2022 through December 31, 2024
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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
MEO MOU January 1, 2022 through December 31,2024
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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.
MEO MOU January 1, 2022 through December 31,2024
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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 4-0- day of QCC&nW,jems , 2021.
HUNTINGTON BEACH
CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES'
A Municipal Co r oration ORGANIZATION
By: �" By.
Oliver Chi Debra Jubinsif
City Manager MEO President
BY BY I
-Travis Hopkins Aaron Peardon
Assistant City Manager OCEA Representative
By: 6�fJ�%K
Brittany Mello
Interim Administrative Services Director
Approved as to
By:
M ael . Gates
City A rney
MEO MOU January 1, 2022 through December 31.2024
31
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
MEO Salary Schedule
Effective the Pay Period Including January 1, 2022
lob Job Description Pay A B C D E F 6
No Range
0025 Administrative Analyst 192 37.47 39.34 41.31 43.37 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 46.50 48.83 51.27 53.83
0057 Assistant to the City Manager 222 50.50 53.03 55.68 58.46 61.38 64.45 67.68
0123 Associate Civil Engineer 207 43.50 45.67 47.96 50.36 1 52.87 55.52 1 58.29
0071 Associate Planner 201 40.98 43.03 45.18 47.44 49.91 52.30 54.91
Beach Maintenance Operations
0569 Manager 226 52.55 55.18 57.94 60.83 63.98 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 83.56 87.74 92.13
0125 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 1 56.69 59.52 1 62.50
0353 Communtty Services Manager 226 52.55 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
0085 Contract Administrator 210 44.82 47.06 49.41 51.98 S4.48 57.20 60.06
0081 Deputy City Attorney 1 207 43.50 45.67 47.96 50.36 52.87 55.52 59.29
0080 Deputy City Attorney II 226 52.55 55.18 57.94 60.93 63.98 67.07 70.42
0079 Deputy Attorney III 240 60.41 63.43 66.60 69.93 73.42 77.10 80.95
0068 Deputy Oty 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 66.47 69.79 73.28
Economic Development Project
0039 Manager 216 47.57 49.95 52.4S 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.S7 49.95 52.45 55.07 57.83 60.72 1 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 60.78 63.82 67.01
0979 Finance Manager-Accountin 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-Treasu 229 54.14 56.85 59.69 62.68 65.81 69.10 72.56
0610 Fire Marshal 240 60.41 63.43 66.60 69.93 73.42 77.10 80.9S
0131 Fire Medical Coordinator 1 205 42.64 44.77 47.01 49.36 51.83 54.42 57.14
MEO MOU January 1, 2022 through December 31.2024
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MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
Job Job Description Pay A B C D E F G
No Range
0590 Fleet Operations Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
0591 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 68.55 71.98 75.58 79.36
0500 Information Technology Manager 238 59.22 1 62.18 65.29 68.55 71.98 1 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 q44.77
52.97 55.62 59.40 61.33 64.39
0075 Inspection Manager 227 53.08 58.52 61.44 64.S2 67.74 7L13
0073 Inspection Supervisor 211 45.27 49.90 52.40 SS.02 57.77 60.66
0251 Investigator 190 36.73 40.49 42.52 44.64 46.88 49.22
0159 Landscape Architect 205 42.64 47.01 49.36 51.93 $4.42 57.14
Landscape Maintenance
0049 Su rvisor 206 43.07 47.48 49.86 52.35 54.97 57.72
0572 Liability Claims Coordinator 196 38.99 40.94 42.99 45,13 1 47.39 49.76 1 52.25
0030 Maintenance Operations Manager 236 59.05 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 1 Operations Manager 253 68.75 72.19 75.79 79.58 93.56 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 45.18 47.44 49.81 52.30 54.91
0443 Payroll Systems Analyst 211 4S.27 1 47.53 49.90 52.40 1 55.02 57.77 1 60.66
0099 Permit& Plan Check Manager 230 54.69 57.42 60.29 63.30 66.47 69.79 73.29
0209 Permit& Plan Check Supervisor 205 42.64 44.77 47.01 49.36 51.93 54.42 57.14
0453 Personnel Analyst 192 37.47 39.34 41.31 43.37 45.54 47.82 50.21
0099 Plan Check Engineer 223 51.01 53.56 56.23 59.05 62.00 65.30 68.35
0444 Planning Manager 231 55.23 57.99 60.89 63.94 67.13 70.49 74.02
Police Administrative Services
0594 Manager 217 48.05 1 50.45 52.97 1 55.62 1 S8.40 61.33 1 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 5I.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 209 43.93 46.13 49.44 50.96 53.40 56.07 58.98
0084 Principal Administrative Analyst 214 4664 48.97 51.42 153.99 56.69 59.52 62.50
OD96 Principal Civil Engineer 235 57.47 60.35 63.37 66.53 69.86 73.35 77.02
0072 Principal Electrical Ins or 202 41.39 43.46 45.63 47.91 50.31 52.92 55.46
MEO MOU January 1,2022 through December 31,2024
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MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
Job Job Description Paye A a C D E F Q
0896 Principal Finance Analyst 216 47.57 49.95 52.45 55.07 1 57.83 60.72 63.75
D482 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 1 45.63 47.91 50.31 1 52.82 55.46
0579 Project Manager 216 47.57 49.95 52.45 55.07 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 1 57.83 60.72 1 63.75
0619 Risk Management Analyst 192 37.47 39.34 1 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 1 81.03 85.08
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 1 Manager 244 62.86 66.00 69.30 72.77 76.41 80.23 84.24
0077 Senior Librarian 186 35.30 37.06 38.91 40.96 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 1 53.83
0578 Senior Supervisor, Human Services 199 40.17 42.18 44.29 46.50 48.83 51.27 1 53.93
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 49.96 52.35 54.97 57.72
W33 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 52.45 55.07 57.83 60.72 63.75
0052 Water Distribution Supervisor 206 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 Quality Supervisor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
MEO MOU January 1, 2022 through December 31,2024
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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.
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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.
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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.
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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 (65'h) 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.
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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
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EXHIBIT D — 9/80 WORK SCHEDULE
9180 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 S S M T W Th F F S S I M T I W Th F F
Schedule 4 4 9 9 9 9 9 9 9 9 4 4
B Schedule 9 9 9 9 4 4 9 9 9 9
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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.
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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.
4/10 WORK SCHEDULE DEFINED
The 4/10 work schedule shall be defined as working eight (8) days for eighty (80) hours in a two
week pay period by working eight (8) days (Monday through Thursday, Fridays off) at ten (10)
hours per day, plus a one-hour lunch during each work shift, totaling forty (40) hours in each work
week. The 4110 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.
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EXHIBIT F —VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Request Form
Reauestor, 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)
ork Phone: Department:
rob 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
I
dministrative Services Director Signature: Date signed:
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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)
ork Phone:
Donor Job Title:
ype 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
❑ Administrdtive 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
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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