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Adopt Resolution No. 2022-09 Modifying the Salary and Benefi
/-PPRVE1) ''-0-/ 2000 Huntington ln t Beach, CA t o�:. 0 4owA,f••...e •` 92648 - City of Huntington Beach w GUNTV 0'\:„ File #: 22-956 MEETING DATE: 11/15/2022 REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Al Zelinka, City Manager VIA: Brittany Mello, Administrative Services Director PREPARED BY: Brittany Mello, Administrative Services Director Dahle Bulosan, Chief Financial Officer Subject: Approve the Classification and Compensation Study Implementation Plan by adopting Resolutions No. 2022-70, 2022-71, 2022-72, 2022-73, and 2022-74 related to Side Letters of Agreement with the Huntington Beach Municipal Teamsters (HBMT), Management Employees' Organization (MEO), Marine Safety Management Association (MSMA), Surf City Lifeguard Employees' Association (SCLEA), and Fire Management Association (FMA); and by adopting Resolution No. 2022-76 modifying salary and benefits for appointed Non-Associated (NA) employees; and approve Amendment No. 1 to the Employment Agreement between the City of Huntington Beach and Scott Haberle; and adopt Resolution 2022-75 related to a Side Letter of Agreement with Huntington Beach Firefighters' Association (HBFA) regarding the Retiree Medical Trust Statement of Issue: The City has completed a large-scale Classification and Compensation Study that reviewed the City's job classifications to ensure that positions are still meeting the operational needs of the organization; that job families are logical and provide clear promotional ladders; and that the number of stand- alone classifications are reduced. Additionally, a compensation study was conducted to review how the City's compensation plan compared to other agencies in our employment market. The proposed implementation plan would simplify and modernize the City's job classifications, improve internal alignment, and bring jobs found to be behind in compensation up to the employment market average. These efforts will improve employee recruitment and retention in support of the City's mission as a service organization. Financial Impact: The total cost of the proposed side letters of agreement with HBMT, MEO, FMA, and NA is $1,347,113, which is a sum that will be spread across multiple fiscal years as employees earn their annual merit-based salary adjustment. The side letters of agreement with MSMA and SCLEA have no associated costs, as they contain only classification modifications. Finally, the side letter of City of Huntington Beach Page 1 of 6 Printed on 12/1/2022 powered by Legistar'' File #: 22-956 MEETING DATE: 11/15/2022 agreement with HBFA also has no associated costs related to updating the Retiree Medical Trust (RMT) leave bank contributions when an employee separates from the City; FMA is also updating their RMT contributions at no cost to the City. Recommended Action: ;if A) Adopt Resolution No. 2022-70, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Huntington Beach Municipal Teamsters (HBMT) by Adopting the Side Letter of Agreement" (Attachment 1); and B) Adopt Resolution No. 2022-71, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Huntington Beach Management Employees' Organization (MEO) by Adopting the Side Letter of Agreement" (Attachment 2); and C) Adopt Resolution No. 2022-72, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Huntington Beach Marine Safety Management Association (MSMA) by Adopting the Side Letter of Agreement" (Attachment 3); and D) Adopt Resolution No. 222-73, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Surf City Lifeguard Employees' Association (SCLEA) by Adopting the Side Letter of Agreement" (Attachment 4); and E) Adopt Resolution No. 2022-74, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Huntington Beach Fire Management Association (FMA) by Adopting the Side Letter of Agreement" (Attachment 5); and F) Adopt Resolution No. 2022-76, "A Resolution of the City Council of the City of Huntington Beach Modifying Salary and Benefits for Non-Represented Employees by Adding or Amending Classifications and Compensations for Various Positions" (Attachment 6); and *G) Approve and authorize the City Manager to execute, "Amendment No. 1 to the Employment Agreement between the City of Huntington Beach and Scott Haberle" (Attachment 7); and "- 7clei City of Huntington Beach Page 2 of 6 Printed on 12/1/2022 powered by Legistar'*' File#: 22-956 MEETING DATE: 11/15/2022 V( H) Adopt Resolution No. 2022-75, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Huntington Beach Firefighters' Association (HBFA) by Adopting the Side Letter of Agreement" (Attachment 8); and I) Authorize the City Manager to take all administrative and budgetary actions necessary to implement the Classification and Compensation Study. Alternative Action(s): Do not approve the proposed Classification and Compensation Study Implementation Plan, including the applicable Side Letters of Agreement and the Employment Agreement Amendments Listed Above, or the Retiree Medical Trust adjustments for HBFA and FMA; direct staff accordingly. Analysis: The City last conducted a large-scale Classification and Compensation Study in 2006. As organizational needs evolve over time, it is important to assess if the list of available job classifications is still appropriate and logical, and that the job series are well organized with clear promotional ladders between jobs. In addition, it is critical to evaluate how the City's compensation for its jobs compares with other agencies in our employment market in terms of salary and benefits. In doing so, the City would be engaging in a best management practice and identifying changes to the classification and compensation structure that will ultimately reduce staff turnover and allow the City to be more competitive during recruitment efforts for highly qualified municipal employees who can bring valuable skills to the workforce. On March 15, 2021, City Council approved an agreement with Public Sector Personnel Consultants, Inc., to conduct a Citywide Classification and Compensation Study. In the staff report, City Council approved eight comparator agencies, including Anaheim, Santa Ana, Irvine, Garden Grove, Orange, Fullerton, Costa Mesa, and Newport Beach. Huntington Beach generally competes with other Orange County cities when recruiting for new employees and working to retain its current employees. These comparator agencies are full-service or nearly full service (e.g., some agencies contract out Fire services)with populations over 100,000, except for Newport Beach (pop. 85,000), which faces similar issues as a fellow beach city. Over the past year and a half, Public Sector Personnel Consultants conducted multiple phases of the Classification and Compensation Study, starting by collecting information on employees'job duties, and the necessary education, training, and experience to perform a job via Position Analysis Questionnaires. Then, the consultant identified positions with similar job responsibilities in our employment market to use as a basis for comparison. The consultant conducted a market analysis of the base salary and total compensation (i.e., with benefits included) to see where the City fell in relation to the market. Additionally, the consultant proposed classification changes to modernize the nomenclature used in the City's job titles and standardize the job series titling within and across departments. Human Resources met with Department Heads and the impacted associations to review the proposed titling changes. Many single-position classifications were eliminated in favor of using broader, merged City of Huntington Beach Page 3 of 6 Printed on 12/1/2022 powered by LegistarTn" File #: 22-956 MEETING DATE: 11/15/2022 classifications. This will assist in identifying promotional opportunities within and across departments, and allow for additional cross-training and succession planning. The City Council approved compensation increases as part of the new Memoranda of Understanding (MOUs) adopted in December 2021 through January 2022, as well as in June 2022 with SCLEA. Incorporated into these MOUs was the transition to a new master salary schedule that helped to standardize compensation across the various associations by creating salary ranges that are 1% apart with seven pay steps that are 5% apart and placing all positions onto a set salary range. Adopting this salary schedule was instrumental in being able to evaluate the City's compensation plan in relation to the market and to propose highly targeted pay adjustments to bring jobs into alignment with the market. Salary data was first collected in July 2021, and then the data was aged as of January 2022 and again as of July 2022 to give us a clear, updated snapshot of the market. As of July 2021, more than 41% of positions were considered "market outliers," defined as falling more than 5% behind the market average for that position. With the majority of the new MOUs in effect as of January 2022, only 16% of positions remained more than 5% behind the market. However, the market showed significant movement in the first six months of 2022, and as of July 2022, 21% of positions were identified as market outliers. After receiving authorization from the City Council in Closed Session, Human Resources began the meet and confer process with the impacted associations to finalize the proposed Classification and Compensation implementation plan. Individual employees could submit comments through their association representatives or by submitting a Request for Reconsideration. These employees met with the consultant to review their request for retitling, reclassification, or compensation adjustments based on available market data. The final determinations from the Request for Reconsideration process were incorporated into the proposed implementation plan where appropriate and feasible. The proposed Classification and Compensation implementation plan includes adjustments across the City's eleven (11) departments, including some changes that impact multiple departments, as follows: Department New Merged Modified Deleted Total Classifications Classifications Classifications Classifications and/or Pay Ranges Cross-Departmental - - 7 5 12 City Attorney - - 5 3 8 City Clerk - - 3 - 3 City Manager 1 - 6 1 8 City Treasurer - - - - - Administrative 1 8 11 9 29 Services Community 1 2 17 3 23 Development City of Huntington Beach Page 4 of 6 Printed on 12/1/2022 powered by Legistar" File #: 22-956 MEETING DATE: 11/15/2022 Community& Library 2 '2 13 8 25 Services Finance - 5 6 5 16 Fire 1 - 12 - 13 Police 1 2 10 7 20 Public Works 2 38 36 14 90 Total 9 57 126 55 247 If approved by City Council, Human Resources staff will continue to meet with the impacted associations and department leadership to finalize the job classification specifications for each of the new, merged, or modified classifications. Then, these classification specifications will be presented to the Personnel Commission for review and approval. Additionally, Human Resources and the Finance Department will work diligently over the next few months to implement the changes in our internal systems. The effective date for the proposed Classification and Compensation implementation plan is February 4, 2023. The Non-Associated (non-represented) classification adjustments include changes proposed by the City Manager to strengthen the City's Executive Leadership Team, ensure adequate retention and succession exists consistent with City Council objectives, and expand existing roles into additional city management focus areas. If approved, City Manager Zelinka will be describing these proposed changes in greater detail during his "City Manager's First 100 Day Report" at the November 29, 2022, Special City Council Meeting. The proposed adjustments contemplate upgrading four current classifications; creating one new classification; modifying one title; adjusting compensation for a set number of classification to be brought into alignment with the market average; and amending one employment agreement to receive an existing Education Incentive Pay and Longevity Pay benefits from the FMA MOU, providing additional parity with Fire Management In October 2020, HBFA and FMA joined a retiree medical plan administered by the PORAC Retiree Medical Trust (RMT), which provides the opportunity to contribute funds into a pre-tax plan for medical expenses to use after separation or retirement from the City. Both the Police Officers' Association and Police Management Association participate in the RMT as well. An association's contributions into the RMT can be periodically amended by a vote of its members. Both HBFA and FMA have voted to adjust their leave bank contributions into the RMT upon separation. These modifications come at no cost to the City. The total cost of the proposed side letters of agreement with HBMT, MEO, and FMA is $1,050,000, over the course of multiple years as employees earn their annual, merit-based salary adjustments. The side letters of agreement with MSMA and SCLEA have no associated costs, as they contain only classification modifications. Actions related to Non-Associated employees, including adoption of Resolution No. 2022-75 and Amendment No. 1 to the Employment Agreement is estimated at a total cost of$297,113, also realized over multiple years as employees earn their annual merit-based salary adjustments. Environmental Status: City of Huntington Beach Page 5 of 6 Printed on 12/1/2022 powered by LegistarT" File #: 22-956 MEETING DATE: 11/15/2022 Not applicable. Strategic Plan Goal: Non Applicable - Administrative Item Attachment(s): 1. Resolution No. 2022-70, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Huntington Beach Municipal Teamsters (HBMT) by Adopting the Side Letter of Agreement" 2. Resolution No. 2022-71, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Huntington Beach Management Employees' Organization (MEO) by Adopting the Side Letter of Agreement" 3. Resolution No. 2022-72, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Huntington Beach Marine Safety Management Association (MSMA) by Adopting the Side Letter of Agreement" 4. Resolution No. 2022-73, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Surf City Lifeguard Employees' Association (SCLEA) by Adopting the Side Letter of Agreement" 5. Resolution No. 2022-74, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Huntington Beach Fire Management Association (FMA) by Adopting the Side Letter of Agreement" 6. Resolution No. 2022-76, "A Resolution of the City Council of the City of Huntington Beach . Modifying Salary and Benefits for Non-Represented Employees by Adding the Deputy City Manager, Amending the Classification for Deputy Director of Homelessness & Behavioral Health Services, Amending the Compensation for Fire Chief, Police Chief, and Chief Assistant City Attorney, &Amending the Classification and Compensation for Assistant City Manager" 7. Amendment No. 1 to the Employment Agreement between the City of Huntington Beach and Scott Haberle 8. Adopt Resolution No. 2022-75, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Huntington Beach Firefighters' Association (HBFA) by Adopting the Side Letter of Agreement" 9. PowerPoint Presentation City of Huntington Beach Page 6 of 6 Printed on 12/1/2022 powered by Legistarrm RESOLUTION NO. 2022-76 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH MODIFYING SALARY AND BENEFITS FOR NON-REPRESENTED EMPLOYEES BY ADDING THE DEPUTY CITY MANAGER, AMENDING THE CLASSIFICATION FOR DEPUTY DIRECTOR OF HOMELESSNESS & BEHAVIORAL HEALTH SERVICES, AMENDING THE COMPENSATION FOR FIRE CHIEF, POLICE CHIEF, AND CHIEF ASSISTANT CITY ATTORNEY, &AMENDING THE CLASSIFICATION AND COMPENSATION FOR ASSISTANT CITY MANAGER WHEREAS, on March 15, 2021, the City Council of Huntington Beach approved an agreement with Public Sector Personnel Consultants,Inc.,to conduct a citywide Classification and Compensation Study to review, simplify, and modernize the City's classification plan, and to conduct a comparison of salary and benefits within the City's employment market, which was defined as the cities of Anaheim, Santa Ana,Irvine,Garden Grove, Orange,Fullerton, Costa Mesa, and Newport Beach; and, WHEREAS, on March 15, 2022, the City Council of Huntington Beach adopted Resolution No. 2022-09 modifying salary and benefits for non-represented employees for an indefinite term, which transitioned all appointed classifications to a new master salary schedule with pay ranges that are one percent(1%) apart and consist of seven (7) steps that are five percent (5%)apart that provides additional flexibility in assigning pay ranges and creates greater alignment across associations; and, WHEREAS, on May 3, 2022, the City Council of Huntington Beach adopted Resolution No. 2022-24 modifying the compensation for the City Manager; and, WHEREAS, the City's Human Resources Division in the Administrative Services Department,with assistance from Public Sector Personnel Consultants,has met and conferred with the impacted associations on a proposed Classification and Compensation Study implementation plan that improves internal alignment and brings classifications whose pay range maximums were behind the market average of similar positions in the City's employment market as close to market average as feasible within the authorized budget and constraints of the City's existing classification and compensation plan; and, WHEREAS, the City Council of Huntington Beach desires to modify the salary and benefits for non-represented employees to incorporate the adjustments resulting from the Classification and Compensation Study implementation plan upon adoption of this resolution; NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Huntington Beach as follows: SECTION 1. Salaries and Benefits for Non-Represented employees is hereby amended to add and modify classifications and compensation as reflected in Exhibit 1 A—Non-Associated Appointed Executive Management Salary Schedule attached hereto and incorporated by this reference, as described below: RESOLUTION NO. 2022-76 1. The Deputy City Manager classification is added. a. Note that this classification is included in the appointive Assistant/Deputy department heads category listed in Ordinance No. 4250. 2. The Assistant City Manager classification is modified to include these expanded position assignments: a. Assistant City Manager/Chief Operations Officer b. Assistant City Manager/Department Head i. This classification is available to appointive department head positions only. 3. The Deputy Director of Homelessness & Behavioral Health Services is retitled to Director of Homelessness & Behavioral Health Services. 4. The salary range for the below positions is modified as reflected in Exhibit A: a. Assistant City Manager b. Fire Chief c. Police Chief d. Chief Assistant City Attorney SECTION 2. All other benefits and salary ranges established and reflected in the Non- Associated Employees Pay and Benefits Resolutions No. 2022-09 and 2022-24 shall continue unless modified by City Council action. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 15th day of November, 2022. r; +. 4 y Mayor 1 , VIEW` AND AP"ROV D INITIATED AND APPROVED -)14.J1f, City Manager Director of Administrative Services APPROVED A FORM: Cit Attorney 4kV 2 22-12109/295409 RESOLUTION NO. 2022-76 EXHIBIT IA NON-ASSOCIATED APPOINTED EXECUTIVE MANAGEMENT SALARY SCHEDULE Effective February 4, 2023* Starting Control High Point Point Point Job Description Pay A BCD E F G No Range EXECUTIVE MANAGEMENT Per 0591 City Manager NA0591 Contract 139.86 153.85 0029 Interim City Manager 289 98.36 103.28 108.44 113.87 119.56 125.54 131.82 DEPARTMENT HEADS Assistant City Manager** 281 90.84 95.38 100.15 105.15 110.41 115.93 121.73 0015 Fire Chief 281 90.84 95.38 100.15 105.15 110.41 115.93 121.73 0011 Police Chief 281 90.84 95.38 100.15 105.15 110.41 115.93 121.73 0518 Chief Financial Officer 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03 0589 Community Development 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03 Director 0800 Director of Administrative 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03 Services 0801 Director of Community & 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03 Library Services 0010 Director of Public Works 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03 CONTRACT NON-DEPARTMENT HEADS 0593 Chief Assistant City Attorney 267 79.02 82.98 87.12 91.48 96.05 100.86 105.90 Director of Homelessness & 258 72.26 75.87 79.66 83.64 87.83 92.22 96.83 Behavioral Health Services 0845 Deputy Director of 258 72.26 75.87 79.66 83.64 87.83 92.22 96.83 Public Works 0900 Assistant Chief Financial 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53 Officer 0850 Deputy Director of 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53 Administrative Services 0855 Deputy Director of 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53 Community & Library Services 0840 Deputy Director of 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53 Community Development Deputy City Manager 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53 0699 Deputy Community Prosecutor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72 *Per Resolution No. 2022-76 **Assistant City Manager may be assigned as Assistant City Manager/Chief Operating Officer or Assistant City Manager/Department Head. 3 22-12109/295409 Res. No. 2022-76 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, ROBIN ESTANISLAU the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at a Regular meeting thereof held on November 15, 2022 by the following vote: AYES: Peterson, Bolton, Posey, Delgleize, Moser, Kalmick NOES: None ABSENT: Carr RECUSE: None etrixtert., 9Aktfilathd City Clerk and ex-officio Clerk of the City Council of the City of Huntington Beach, California >41 IVMt C Imo Nom Alme Om U) ad C elm C p sow O "mu O ■ vtia '- Ca A.. 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(✓y .1 ! .17 YS _..a el/ "�`4 a ! aye r ti r c., yy-..�- - '• it,SI J,1 ,....NAViL.`,:t. !St 'Ili f 1:'11,0 t(li : ; Pitf t!' 7, / ' • i •;,' •74, ,.;,S\f{1 ,})) . _. 1 i. . i ' ......,. :,' . ;,,� , V II .t UI) C%1I• O III NI= limo a) 2000 Main Street, Huntington Beach CA City of Huntington Beach 92649 File #: 22-253 MEETING DATE: 4/5/2022 REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Sean Joyce. Interim City Manager PREPARED BY: Brittany Mello, Administrative Services Director Subiect: Adopt Ordinance No. 4250 amending Section 2.76.010 of the Huntington Beach Municipal Code (HBMC) related to exclusions from competitive service - Approved for introduction March 15. 2022 - Vote: 6-0-1 (Peterson absent) Statement of Issue: On March 15, the City Council adopted Resolution No 2022-09 modifying the salary and benefits of non-represented employees and approved the introduction of Ordinance No. 4250 amending the list of positions excluded from competitive service. Financial Impact: There is no fiscal impact to adopting the proposed ordinance. Recommended Action: Adopt Ordinance No. 4250, "An Ordinance of the City of Huntington Beach Amending the Huntington Beach Municipal Code by Amending Section 2.76.010 Thereof Related to Exclusions from the Competitive Service." Alternative Action(s): Do not adopt the ordinance and direct staff accordingly. Analysis: Huntington Beach Municipal Code Section 2.76,010 lists the positions that are excluded from competitive service, also known as at-will positions, which includes the non-represented executive management positions. On March 15. 2022, the City Council adopted Resolution No. 2022-09 modifying the salary and benefits of non-represented employees and approving the introduction of Ordinance No. 4250 amending the list of positions excluded from competitive service. The last ordinance update to Section 2.76.010 took place in November 2020 Since then, the list of City of Huntington Beach Page I of 2 P1191ed 011 3 30 2f?22 4.10 File #: 22-253 MEETING DATE: 4/5/2022 non-represented positions has changed. The proposed ordinance language incorporates these changes, and broadens the terminology to streamline updates when titles are modified or added. Specifically, the list of assistant/deputy director positions has been compiled into the category of "Appointive Assistant/Deputy department heads," which mirrors the existing language of "Appointive departments heads." Environmental Status: Not applicable. Strategic Plan Goal: Non Applicable - Administrative Item Attachment(s): 1. Ordinance No. 4250, "An Ordinance of the City of Huntington Beach Amending the Huntington Beach Municipal Code by Amending Section 2.76.010 Thereof Related to Exclusions from the Competitive Service." City of Huntington Beach Page 2 of 2 Printed on 3/30/2022 gowerc43:1�Leg,star" ORDINANCE NO. 4250 AN ORDINANCE OF THE CITY OF HUNTNGTON BEACH AMENDING THE HUNTINGTON [TEACH MUNICIPAL CODE BY AMENDING SECTION 2.76.010 THEREOF RELATED TO EXCLUSIONS FROM TFIE COMPETITIVE SERVICE The City Council of the City of Huntington Beach does hereby ordain as follows: SECTION 1. That Section 2.76.010 of the Huntington Beach Municipal Code is hereby amended to read as follows: A. Elective officers: 13. City Manages C. Assistant Citv Nlanager; D. Members of appointive boards, commissions. and committees; E. Persons engaged under contract to supply expert. professional, technical or other services; F. Emergency employees who are hired to meet the immediate requirements of the emergency- G. Employees who are employed to work a regular schedule of less than 1040 hours in any fiscal year: H. Temporary employees; 1. Appointive department heads: J. Appointive Assistant/Deputy department heads; K. Appointive Deputy City Treasurer; L. Chief Assistant City Attornev: M. Deputy Community Prosecutor; N. Ambulance operators: SECTION 2. That this Ordinance shall become effective thirty (30) days after its adoption. 22-11101/277449 ORDINANCE NO. 4250 PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the Jcyh day of 2022- �" a Mayor REVIEWED AND APPROVED: APPROVED AS TO FORM: City Manager ity ttorney t((� fNITIATED AND APPROVED: -6 , w A& Director of Administrative Services Ord. No. 4250 STATE OF CALIFORNIA ) COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) 1, ROBN 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 Cite of Huntington Beach is seven: that the foregoing ordinance was read to said City Council at a Regular meeting thereof held on March 15, 2022, and was again read to said City Council at a Regular meeting thereof held on April 5, 2022, and was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council. AYES: Peterson, Bolton, Posey, Delgleize, Carr, Moser, Kalmick NOES: None ABSENT: None ABSTAIN: None I,Robin Estanislau,CITY CLERK of the City of Huntington Reach and es-officio Clerk of the City Council,do hereby certify that a synopsis of this ordinance has been published in the liumingtan Beach Wave on April la,2022. In accordance with the City Charter of said City. Robin Estanislau. Citv Clerk City Clerk and ex-officio Clerk uoenutvCitvClerk of the City Council of the City of Huntington Beach, California LEGISLATIVE DRAFT HBMC 2.76.010 2.76.010 Exclusions From Competitive Service Pursuant to Section 403 of die City Chatter, it is declared that all departments and appointive officers and employees of the City are included within the personnel system and the competitive service except: A. Elective officers: 13. City Manager; C. Assistant City Manager; D. Members of appointive boards, commissions and committees; E. Persons engaged under contract to supply expert, professional, technical or other services; F. lmergency employees who are hired to meet the immediate requirements of the emergency; G. Einployces who are employed to work a regular schedule of less than 1040 hours in any fiscal ),ear: 1-1. Temporary employees; I. Appointive department heads; 1. �Rtzszitt ive�s�i�lauttLl2eosrtv^deua[tntent heads: d �C Appointive Deputy City Treasurer; K--A{nbt4anee eperaters; L. Chief Assistant City Attorney; hl. Deputy Community Prosecutor: N. Anillu_lan Ile_ t�tS DeputyDire., .F 4C-,......,unity Pevei....me (-- 9. ASsiMantz ieFe°,-Pelitr P. Assis ant-C-bieflZinaneia nr� R R—. fir..:,., and -S. Deputy DireeteF Of nit)- & t� .o;af:�' SeB'iees 434 LEGISLATIVE DRAFT HBMC 2.76.010 2.76.010 Exclusions From Competitive Service Pursuant to Section 403 of the City Charter, it is declared that all departments and appointive officers and employees of the City are included within the personnel system and the competitive service except: A. Elective officers: B. City Manager; C. Assistant Citv Manaucr: D. Members of'appointive hoards, commissions and committees: E. Persons engaged under contract to supple expert, professional, technical or other services: I'. Emergency employees who are hired to meet the immediate requirements of the emergency; G. Employees who are employed to work a regular schcdulc of Icss than 1040 hours in any fiscal \,car: 11. Temporan employees; I. Appointive department heads; J. Appointive A�eistant[I�c12ut,_dcparlmcnt_hcads; ,l- K. Appointive Deputy City Treasurer: L.. Chief Assistant City Atiornev; M. Deputy Conun Lill ity Prosecutor: N. A ill hulancc_QperatQrs; Assistant Chief E4 1)eliee: Iz—Assistant Chief WationeialOffiieer—n„and S. ... 2000 Main Street, Huntington Beach.CA 92848 City of Huntington Beach e-o-� (PE7�esaJ-A�sa�� V2D Ald. 14m250 /tPPC11 K&D Pee /ff1)eoDucn a N File #: 22-191 MEETING DATE: 3/15/2022 REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Sean Joyce, Interim City Manager PREPARED BY: Brittany Mello, Administrative Services Director Subject: Adopt Resolution No. 2022-09 modifying the salary and benefits for non-represented employees and approve for introduction Ordinance No. 4250 to amend Section 2.76.010 of the Huntington Beach Municipal Code related to exclusions from competitive service; and, authorize appropriation of funds Statement of Issue: The Non-Associated Resolution governing compensation and benefits for non-represented employees is proposed to be amended to include the same adjustments provided to the Management Employees' Organization (MEO) in December 2021. Financial Impact: The Finance Department estimates the total projected average annual cost increase to be $157,177 per year over a three-year period. Recommended Action. A) Adopt Resolution No. 2022-09, "A Resolution of the City Council and the City of Huntington Beach Modifying Salary and Benefits for Non-Represented Employees;" and, B) Approve for Introduction Ordinance No. 4250, "An Ordinance of the City of Huntington Beach Amending the Huntington Beach Municipal Code by Amending Section 2.76.010 Thereof Related to Exclusions from the Competitive Service;" and, C) Authorize appropriations for all costs related to implementation of Resolution No. 2022-09. Alternative Action(s): Do not approve the proposed modifications to the Resolution for Non-Associated employees or to the Ordinance related to exclusions from the competitive service, and direct staff to propose an alternate action Analysis: The Non-Associated Executive Management group is comprised of 21 members. The current City of Huntington Beach Page 1 of 3 Printed on 319f2022 Dowel"Lep Six- File #: 22-191 MEETING DATE: 3/15/2022 resolution governing the compensation and benefits for these employees, Resolution No. 2016-50, was adopted in July 2016. Historically, the Non-Associated unit has received comparable wage and benefit adjustments as the Management Employees' Organization (MEO). On December 21, 2021, the City Council approved a successor Memorandum of Understanding with MEO covering the period of January 1, 2022, through December 31 , 2024. The benefits provided to MEO are being proposed to apply to the Non- Associated group via an updated resolution. Key changes in the proposed resolution include the following: Term of Agreement The proposed resolution has an indefinite term. Salary Range Adjustment • Beginning the pay period following City Council approval, employees will shift to a new, seven- step salary range (A - G). Classifications will be placed on the nearest Step F in the new range without losing any wages. Once on Step F, classifications will be moved to a range two percent (2%) higher. All employees will be placed on the step in the new salary range that is closest to their current base salary step without being less. • Employees who have reached top step (Step G) will be eligible to earn an annual merit-based bonus of up to three percent (3%) of their base rate of pay at their regularly scheduled performance evaluations. Medical Benefits • Beginning the pay period following City Council approval, the City's maximum monthly contribution to medical plan rates will increase proportionally based on the medical plan and enrollment tier with the highest maximums correlating to the Blue Shield PPO plan of $789.58 for employee only; $1 ,402.57 for two party; and $1,590.03 for family coverage. • Beginning January 1 , 2023, the City's maximum monthly contribution will increase by $23.33 per month, per medical plan, per enrollment tier up to but not to exceed the monthly plan premium cost. Leave Benefits • Add Christmas Eve Day (December 24th each year) and New Year's Eve Day (December 31 st each year) to the list of approved City-paid holidays. • Increase the maximum General Leave Cash-Out from 120 hours to 160 hours to match the MEO pre-existing benefit. These key changes and all other revisions are included in the proposed resolution including a tracked -changes version of Resolution No. 2016-50. Note that Government Code Section 54957.6 prohibits the City Council from deliberating about compensation adjustments for elected officials in Closed Session. As such, the February 15, 2022, Closed Session discussion of the Non-Associated Resolution refrained from any reference to the City of Huntington Beach Page 2 of 3 Printed on 3/9/2022 p0'Nerf8Q3 Legistar- File #: 22-191 MEETING DATE: 3/15/2022 City's three elected staff positions including the City Clerk, City Attorney, and City Treasurer. If approved, the proposed adjustments will apply to the appointed Non-Associated positions while preserving the current salary and benefit levels for elected Non-Associated positions. Environmental Status: Not applicable. Strategic Plan Goal: Non Applicable - Administrative Item Attachment(s): 1. Resolution No. 2022-09, "A Resolution of the City Council and the City of Huntington Beach Modifying Salary and Benefits for Non-Represented Employees," including Exhibit A. 2. Ordinance No. 4250, "An Ordinance of the City of Huntington Beach Amending the Huntington Beach Municipal Code by Amending Section 2.76.010 Thereof Related to Exclusions from the Competitive Service." 3. Resolution No. 2016-50 with Tracked Changes 4. Fiscal Impact Report City of Huntington Beach Page 3 of 3 Printed on 319/2022 Do•.ve1EWJ Lea,slar7- RESOLUTION NO. 2022-09 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH MODIFYING SALARY AND BENEFITS FOR NON-REPRESENTED EMPLOYEES WHEREAS, the City Council of the City of Huntington Beach desires to modify the salary and benefits for non-represented employees upon adoption of this resolution: NOW, THEREFOR—E. BE IT RESOLVED by the City Council of the City of Huntington Beach as follows: SECTION 1. Salaries and benefits for appointed non-represented employees shall be as reflected in Exhibit A, attached hereto and incorporated by this reference. SECTION 2_ Salaries for the elected City Attorney, City Clerk, and City Treasurer shall remain unchanged. Unless otherwise modified by the City Council. Salaries for the elected non- represented positions are reflected in the Non-Associated Elected Executive Management Salary Schedule— Exhibit 1 B. SUCTION 3. Benefits for the elected City Attorney, City Clerk, and City Treasurer shall continue as reflected in the Non-Associated Employees Pay and Benefits Resolution No. 2016- 50, unless otherwise modified by the City Council. SECTION 4. Any existing provisions in conflict with the foregoing, whether by minute action or resolution of the City Council. are hereby repealed. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 15th day of March , 2022. Mayor REV - 'FD AND PROVED rNITATED AND APPROVED City M anager Director of Administrative Services APPROVED A FORM C ,, Attorney 22-11102/277448 )e&5DLUT76AJ Q. Z522-0j ��NIgIT 'A ' NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION - EXHIBITA .............................................................................................................. 1 SECTIONI - PAY...........................................................................................................1 A. APPOINTED SALARY SCHEDULE ............................................................................... 1 B. ELECTED SALARY SCHEDULE................................................................................... 1 C. PERFORMANCE BONUS............................................................................................ 1 D. DIRECT DEPOSIT.....................................................................................................2 E. ASSIGNED VEHICLE/AUTO ALLOWANCE .................................................................... 2 SECTION 11 - HOURS OF WORK/OVERTIMEITIME OFF.............................................2 A. EXECUTIVE LEAVE...................................................................................................2 B. FLEXIBLE AND ALTERNATIVE WORK SCHEDULES........................................................2 1. 5/40 Work Schedule....................................................................................................................2 2. 9/80 Work Schedule....................................................................................................................2 3. Alternative Work Schedule..........................................................................................................2 SECTION III - HEALTH AND OTHER INSURANCE BENEFITS...................................3 A. HEALTH INSURANCE................................................................................................ 3 1. Medical, Dental and Vision Insurance.........................................................................................3 2. City and Employee Paid Health Insurance.................................................................................3 3. Medical Cash Out........................................................................................................................5 4. Section 125 Plan.....................................................................-.................................. ................5 B. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE ............................... 5 C. LONG-TERM DISABILITY INSURANCE.........................................................................5 D. CITY-PAID PHYSICAL EXAMINATIONS ........................................................................6 E. MISCELLANEOUS.....................................................................................................6 F. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY MEDICAL RETIREESUBSIDY PLAN .................................................................................................6 G. POST-65 SUPPLEMENTAL MEDICARE COVERAGE ......................................................6 SECTIONIV - RETIREMENT.........................................................................................7 A. BENEFITS............................................................................................................... 7 1. Self-Funded Supplemental Retirement Benefit ..........................................................................7 2. Medical Insurance for Retirees...................................................................................................7 B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTIONS AND REPORTING............7 1. "Classic Member" Miscellaneous Retirement Benefits....................................................7 2. "New Member" Miscellaneous Retirement Benefits........................................................8 3. "Classic Member" Safety Members Retirement Benefits....... ............ . .. .. .... . . ... ..8 4. "New Member" Safety Retirement Benefits...................................................................9 5. IRS Code 414(h)(2)..................................................................................................9 6. Pre-Retirement Optional Settlement 2 Death Benefit................................................I..............1.9 7. Fourth Level of 1959 Survivor Benefits.......................................................................................9 8. VEBA Plan Requirements...........................................................................................................9 Exhibit A to Non-Associated Resolution No.2022-09 1 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION SECTIONV - LEAVE BENEFITS ................................................................................ 11 A. GENERAL LEAVE................................................................................................... 11 1. Accrual ......................................................................................................................................11 2. Eligibility and Approval .............................................................................................................11 3. Leave Benefit Entitlements.......................................................................................................11 4. Conversion to Cash..................................................................................................................11 B. HOLIDAYS AND PAY PROVISIONS............................................................................ 12 C. BEREAVEMENT LEAVE........................................................................................... 12 D. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM........................................ 13 SECTION VI - RETIREE SUBSIDY MEDICAL PLAN.................................................. 13 SECTION VII - MISCELLANEOUS.............................................................................. 13 A. COLLECTION OF PAYROLL OVERPAYMENTS............................................................. 13 B. UNIFORMS AND CALPERS REPORTING .................................................................. 13 EXHIBIT 1 A- NON-ASSOCIATED APPOINTED SALARY SCHEDULE.................... 14 EXHIBIT 1B - NON-ASSOCIATED ELECTED SALARY SCHEDULE.....................15 EXHIBIT 2 - RETIREE MEDICAL PLAN...................................................................... 16 EXHIBIT 3 - 9/80 WORK SCHEDULE .........................................................................20 EXHIBIT 4-VOLUNTARY CATASTROPHIC LEAVE DONATION.............................22 Exhibit A to Non-Associated Resolution No. 2022-09 ii NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT A SECTION I — PAY A. Appointed Salary Schedule Effective March 19, 2022, the parties agree that the salary schedule in Exhibit to reflects the following modifications from the salary schedule in Resolution No. 2016-50: 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 appointed non-represented employees. 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 November 2, 2020, salary schedule) without being less. 6. 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. 7. The City Manager is authorized to set the salaries of the appointed executive management positions identified in Exhibit to at any rate at or below Step E of the designated salary range. The City Manager is authorized to increase the salary by 5% based upon performance at annual review and market data. However, no salary for a new employee may be set above Step E at any time without City Council approval. B. Elected Salary Schedule 1. All elected executive management positions shall receive the salaries as identified in Exhibit 1B. 2. The City Council shall set the salaries of the elected executive management positions identified in Exhibit 1 B, at any rate within the designated salary range. C. Performance Bonus l 1. Appointed employees 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. 2. The annual performance bonus amount will be determined based upon the evaluation of the employee's performance. A completed performance evaluation with specific Exhibit A to Non-Associated Resolution No.2022-09 1 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 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. 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. D. Direct Deposit All Non-Associated employees are required to utilize direct deposit of payroll checks. E. Assigned Vehicle/Auto Allowance Appointed Department Heads, Contract Non-Department Heads, as well as the City Clerk, City Treasurer, and City Attorney shall receive an auto allowance in the amount of two hundred thirty dollars and seventy-seven cents ($230.77) per bi-weekly pay period plus reimbursement of out-of-town travel at the approved mileage rate. Appointed Department Heads and the City Clerk, City Treasurer, and City Attorney shall have the option of an assigned City vehicle in lieu of an auto allowance. SECTION II — HOURS OF WORKITIME OFF A. Executive Leave Non-Associated exempt employees shall not be eligible for overtime compensation. Exempt department heads and contract non-department heads shall be credited with eighty (80) hours of executive leave per calendar year. B. Flexible and Alternative Work Schedules 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, with 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 3, 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 FLSA designated 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. Alternative Work Schedule Non-associated employees may elect any alternative work schedule approved by the City Manager or designee. Exhibit A to Non-Associated Resolution No.2022-09 2 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION SECTION III — HEALTH AND OTHER INSURANCE BENEFITS A. Health Insurance 1. Medical, Dental, and Vision Insurance The City shall continue to make group medical, dental, and vision benefits available to all Non-Associated employees. 2. City and Employee Paid Health Insurance The City and the employee shall pay for health insurance premiums for employees and qualified dependent(s) effective the first of the month following the employee's hire date. The employee payroll deduction for premium contributions shall be deducted on a pre- tax basis. Such deductions shall be aligned with the effective date of coverage and the ending date of coverage upon employment separation. The employee's payroll deduction amount shall begin no later than the beginning of the first full pay period following the effective date of coverage and pro-rated for coverage through the end of the month in which employment was separated. i. Maximum Employer Contributions — The City's maximum monthly employer contributions for each employee's health and other insurance premiums are set forth as follows: a. The City's maximum monthly contribution to medical premiums for elected non-represented positions will continue at the current City contribution rate. Actual contributions for plan year 2022 based on premium costs are shown in the rate sheet included herein. b. Effective the beginning of the month following Council approval, the City's maximum monthly contribution to medical premiums for appointed non- represented positions will increase as summarized in the table below. c. 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. d. 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. Exhibit A to Non-Associated Resolution No. 2022-09 3 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Current City Maximum City Contributions Contribution ll for Appointed Positions Plan Tier Maximum for Effective the Month Effective the Pay Elected Following City Period Including Positions' Council Approval January 1, 2023 Single 551.001 587.92 611.25 Kaiser Two-Party 1,174.36 1,233.08 1,256.41 Family 1,370.04 1,438.54 1,461.87 Single 621.00 662.61 685.94 Blue Shield TRIO HMO Two-Party 1,174.36 1,233.08 1,256.41 Family 1,370.04 1,438.54 1,461.87 Single 677.00 722.36 745.69 Blue Shield Two-Party 1,174.36 1,233.08 1,256.41 HMO Family 1,370.04 1,438.54 1,461.87 Single 740.00 789.58 812.91 Blue Shield PPO Two-Party 1,335.78 1,402.57 1,425.90 Family 1,514.31 1,590.03 1,613.36 Single 567.00 590.33 Blue Shield HDHP Two-Party 1,163.00 1,186.33 Family 1,432.00 1,455.33 Applies to elected non-represented positions for an indefinite period. ii. "Safety Member" Health Premiums— Employer Contribution Employees who are classified as a "safety member" by the California Public Employees' Retirement System (CaIPERS) may have access to the medical plans offered by CaIPERS as contracted by the City. In accordance with eligibility provisions, the Police Chief and the Fire Chief may elect to enroll in the CaIPERS health insurance program offered by the City. The City's maximum monthly employer contributions for the CaIPERS health insurance program will match the PORAC Region 2 premiums, but not to exceed the maximum amounts indicated in the chart below. The amounts listed therein include the mandated Public Employees' Medical and Hospital Care Act(PEMHCA) contribution. Non-Associated Safety Members Current City Effective the Month Effective the Pay Plan Tier Contribution Following City Period Including Council Approval January 1, 2023 Single 774.00 825.86 849.19 Medical Two-Party 1,623.00 1,704.15 1,727.48 Family 2,076.00 2,179.80 2,203.13 iii. Employees shall not be entitled to the difference between the employer contribution and the premiums for insurance plan(s) selected by the employee. Exhibit A to Non-Associated Resolution No.2022-09 4 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION iv. Future Premiums The City caps its contributions toward monthly group medical, dental, and vision plan premiums by category (Single, Two-Party, and Family) as outlined in sections i and ii above. 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. The City's contribution caps will remain in place, even if premium increases result in these additional costs being borne by the employee. 3. Medical Cash Out If an employee is covered by a medical program outside of a City-provided program (evidence of which must be supplied to Human Resources), the employee may elect to discontinue City medical coverage and receive the monthly value of the City's contribution to the Kaiser, Employee-only medical premium offered to this unit. Safety Members will receive the monthly value of the City's contribution for the lowest-cost, employee only medical coverage as described in Article III.A.2.(ii). 4. Section 125 Plan Employees shall be eligible to participate in a City-approved Section 125 Flexible Spending Account Plan the same as all other eligible employees, as provided by IRS law. This plan allows employees to use pre-tax salary to pay for regular childcare, adult dependent care, and/or medical expenses. B. Life and Accidental Death and Dismemberment Insurance Each Non-Associated employee shall be provided with $50,000 life insurance and 550,000 accidental death and dismemberment insurance paid for by the City. Each employee shall have the option, at their own expense, to purchase additional amounts of life insurance and accidental death and dismemberment insurance to the extent provided by the City's current providers. Evidence of insurability is contingent upon total participation in additional amounts. C. Long-Term Disability Insurance This program provides benefits for each incident of illness or injury after a waiting period of thirty (30) calendar days during which the Non-Associated employee may use accumulated sick leave, general leave, or executive leave pay. Subsequent to the thirty-(30) day waiting period, the employee will be covered by an insurance plan paid for by the City providing sixty-six and two-thirds percent (66 213%) of the first $12,500 of the employee's basic monthly earnings up to a maximum monthly benefit of$8,332.50. The maximum benefit period for disability due to injury or illness shall be to age sixty-five (65). Days and months refer to calendar days and months. Benefits under the plan are integrated with sick leave, Worker's Compensation, Social Security and other non-private program benefits to which the employee may be entitled. Disability is defined as: "The inability to perform all of the duties of regular occupation during two years and thereafter the inability to engage in any employment or occupation, for which they are fitted by reason of education, training or experience." Rehabilitation benefits are provided in the event the individual, due to disability, Exhibit A to Non-Associated Resolution No. 2022-09 5 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION must engage in other occupation. Survivor's benefits continue the plan payment for three (3) months beyond death. A copy of the plan is on file in the Human Resources Office. D. City-Paid Physical Examinations Non-Associated employees shall be provided, once every two years, with a City-paid physical examination comparable to the current pre-placement class physical examination or reimbursed the amount authorized for said physical examination. No more than one-half of the eligible employees shall receive examinations in any one fiscal year. Said exam shall be comprehensive in nature and shall include: 1. A complete medical history, physical exam and review of results by physician. 2. Health testing including vision, hearing, breathing, chest x-ray and stress EKG. 3. Laboratory test including standard chemical test, blood count, HDL, urinalysis and stool test for blood. E. Miscellaneous When a Non-Associated employee is on a leave of absence without pay for reason of medical disability, the City shall maintain the City-paid insurance premiums during the period the employee is in a non-pay status for the length of said leave, not to exceed twenty-four (24) months. 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 themselves 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 their qualified dependents will have access to City-sponsored medical insurance plans reinstated. Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree or qualified dependent turns age sixty-five (65). G. Post-65 Supplemental Medicare Coverage Retirees who are participating in the Retiree Subsidy Medical Plan as of January 1, 2004, and all future retirees who meet the criteria to participate in City-sponsored medical insurance, with or Exhibit A to Non-Associated Resolution No. 2022-09 6 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION without the Retiree Medical Subsidy Plan, may participate in City-sponsored medical insurance plans that are supplemental to Medicare, after a contract is in place between the City and a health insurance provider. 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 themselves or qualified dependents without any City subsidy. Retirees or qualified dependents, upon turning age 65, who choose not to participate in the City- sponsored medical insurance plans that are supplemental to Medicare permanently lose eligibility for this insurance. SECTION IV— RETIREMENT A. Benefits 1. Self-Funded Supplemental Retirement Benefit In the event a Non-Associated employee 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 option and the unmodified allowance which the member would have received for their life alone as provided in California Government Code sections 21455, 21456, 21457, and 21548 as said referenced Government Code sections exist as of the date of this agreement. This payment shall be made only to the member(Non-Associated employee), shall be payable by the City during the life of the member, and upon that member's death, the City's obligation shall cease. Unless previously excluded by employment or resolution, eligibility for this benefit is limited to employees hired before December 27, 1997. 2. Medical Insurance for Retirees a. Upon retirement, whether service or disability connected, each Non-Associated employee shall be entitled to cause self, spouse, and dependents to participate fully in the City's group health insurance program at the equivalent of the City's group premium rate in accordance with the provisions specified by Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). Such participation shall be at employee's expense and upon terms, conditions, and restrictions currently in effect. b. As an alternative to the benefit described in the preceding paragraph, the City will provide a financial contribution towards the cost of retiree medical premiums as described in Section VI. B. Public Employees' Retirement System Contributions and Reporting 1. "Classic Member" Miscellaneous Members Retirement Benefits Exhibit A to Non-Associated Resolution No.2022-09 7 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION a. Retirement Formula —The City shall provide all miscellaneous employees described as classic members by the Public Employees' Pension Reform Act of 2013 with that certain retirement program commonly known and described as the "2.5% at age 55 plan," which is based on the retirement formula as set forth in the California Public Employees' Retirement System (CalPERS), Section 21354 of the California Government Code. b. Classic Member Miscellaneous CalPERS Member Contribution — All miscellaneous bargaining unit classic members shall pay to CalPERS as part of the required member retirement contribution eight percent(8%)of pensionable income. This provision shall not sunset. c. One-Year Final Compensation — The City shall contract with CalPERS to have retirement benefits calculated based upon the classic employee's highest one year's compensation, pursuant to the provisions of Section 20042 (highest single year). d. The obligations of the City and the retirement rights of employees as provided in this Article shall survive the term of this resolution. 2. "New Member" Miscellaneous Members 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(0. a. 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 retirement, or some other 36 consecutive month period designated by the member. c. New Member Miscellaneous CalPERS Member Contribution — Effective January 1, 2013, all new members, as defined by PEPRA and determined by CalPERS, shall contribute one half(50%) of the normal cost as established by CalPERS each year in its annual valuation for the City, as required by California Government Code Section 7522.30(c). 3. "Classic Member" Safety Members Retirement Benefits a. Retirement Formula — The City shall provide all safety employees described as "classic" members by the Public Employees' Pension Reform Act of 2013—"PEPRA" with that certain retirement program commonly known and described as the "3% at age 50 plan" which is based on the retirement formula as set forth in the California Public Employees' Retirement System (CalPERS), Section 21362.2 of the California Government Code. Exhibit A to Non-Associated Resolution No.2022-09 8 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION b. Classic Member Safety CalPERS Member Contribution — All safety employees described as"classic" members shall pay to CalPERS as part of the required member retirement contribution nine percent (9%) of pensionable income. This provision shall not sunset. c. One-Year Final Compensation — The City shall contract with CalPERS to have retirement benefits calculated based upon the"classic"employee's highest one year's compensation, pursuant to the provisions of Section 20042 (highest single year). d. The obligations of the City and the retirement rights of employees as provided in this Article shall survive the term of this resolution. 4. "New Member" Safety Members Retirement Benefits — For New Members within the meaning of the California Public Employees' Pension Reform Act of 2013. a. Retirement Formula—New Members shall be governed by the two and seven tenths percent at age 57 (2.7% @ 57) retirement formula set forth in Government Code section 7522.25(d) 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 retirement, or some other 36 consecutive month period designated by the member. c. New Member Miscellaneous CalPERS Member Contribution —All new members as defined by PEPRA and determined by CalPERS, shall contribute one half (50%) of the normal cost, as established by CalPERS. 5. IRS Code Section 414(h)(2) The City has adopted the CalPERS Resolution in accordance with IRS Code section 414(h)(2)to ensure that both the employee contribution and the City pickup of the required member contribution are made on a pre-tax basis. However, ultimately, the tax status of any benefit is determined by the law. 6. Pre-Retirement Optional Settlement 2 Death Benefit Non-Associated employees shall be covered by the Pre-Retirement Optional Settlement 2 Death Benefit as identified in Section 21548 of the California Government Code when approved by the City Council. 7. Fourth Level of 1959 Survivor Benefits Non-Associated employees shall be covered by the Fourth Level of the 1959 Survivor Benefit as identified in Section 21574 of the California Government Code. 8. VEBA Plan Requirements a. Eligibility Defined Effective December 23, 2009, all eligible non-associated employees with 25 years of continuous service to the City of Huntington Beach will participate in the Plan. An eligible employee is an employee who works twenty (20) or more hours per week and Exhibit A to Non-Associated Resolution No.2022-09 9 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION receives benefits. Eligibility criteria may be amended upon a majority vote of non- associated employees, as no cost is borne by the City. b. Leave Payout Plan Contribution Each eligible unrepresented management employee shall designate all leave payouts to be rolled over to their VEBA Plan account based on the established range upon separation from City employment. c. Participant Account A separate account is maintained for each contributing eligible non-associated employee,. which documents the employee's contributions and disbursements. Contributions to a VEBA plan account as well as any disbursements to cover nonreimbursed, post-tax medical care expenses are both tax free. Eligible benefits subject to reimbursement by the Plan shall be limited to long-term care expenses and nonreimbursed medical premiums, co-pays, prescribed drug expenses and other medical care costs as that term is defined by the Internal Revenue Code Section 213. d. Administrative Fees Any Plan administrative fees will be deducted from interest on the total Plan investments. An eligible non-associated employee's Plan account is subject to a monthly administrative fee for expenses related to recordkeeping, claims processing, and claims reimbursement. The fee will first be deducted from interest on total plan investments, and then deducted, if necessary,from the employee's individual account. e. Dispute Resolution This Resolution and any disputes arising under or in connection with this Resolution shall not be subject to any dispute resolution procedures in the City's Personnel Rules, nor shall this Resolution and any such dispute relating thereto be subject to the jurisdiction of the City's Personnel Commission for any reason whatsoever. f. Indemnification All non-associated employees agree to indemnify and hold the City of Huntington Beach harmless against any claims made of any nature and against any suit instituted against the City arising from this Resolution, including, but not limited to, claims arising from an employee's participation in VEBA or from any salary reduction initiated by the City for VEBA contributions. Exhibit A to Non-Associated Resolution No.2022-09 10 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION SECTION V— LEAVE BENEFITS A. General Leave 1. Accrual General leave may be used for any purpose, including vacation, sick leave, and personal leave. General leave for non-associated employees shall be accrued as follows: Years of Service Annual General Leave Biweekly 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 2. Eligibility and Approval General leave must be pre-approved except for illness, injury or family sickness, which may require a physician's statement for approval. General leave accrued time is to be computed from hiring date anniversary. Employees shall not be permitted to take general leave in excess of actual time earned. Employees shall not accrue general leave in excess of six hundred forty (640) hours. 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 shall be allowed to use applicable earned Sick Leave, General Leave, or Executive Leave for family or personal health issues. For more information on employee leave options contact the Human Resources Office. 4. Conversion to Cash a. Pay Off at Termination An employee shall be paid for unused general leave upon termination of employment at which time such terminating employee shall receive compensation at their current salary rate for all unused, earned general leave to which they are entitled up to and including the effective date of their termination. b. Conversion to Cash Two times during each fiscal year, each permanent employee shall have the option to convert into a cash payment or deferred compensation up to a total of one hundred and sixty (160) general leave benefit hours per fiscal year. The employee shall give payroll two (2) weeks' advance notice of their decision to exercise such option. Exhibit A to Non-Associated Resolution No. 2022-09 11 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION c. Deferred Compensation Contribution at Time of Separation 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 beginning of the pay period prior to the employee's last day of employment. B. Holidays and Pay Provisions 1. Non-Associated employees shall receive the following legal holidays as of the first pay period following adoption of the Non-Associated Resolution paid in full per the employee's regularly scheduled work shift: (1) New Year's Day (January 1) (2) Martin Luther King Day (third Monday in January) (3) Presidents Day (third Monday in February) (4) Memorial Day (last Monday in May) (5) Independence Day (July 4) (6) Labor Day (first Monday in September) (7) Veteran's Day (November 11) (8) Thanksgiving Day (fourth Thursday in November) (9) The Friday after Thanksgiving (10) Christmas Day (December 25) In addition, all appointed positions shall receive the following holidays: (11) Christmas Eve (December 24) (12) New Year's Eve (December 31) 2. Any day declared by the President of the United States to be a national holiday or by the Governor of the State of California to be a state holiday and adopted as an employee holiday by the City Council of the City of Huntington Beach. 3. The parties agree that the City shall issue an official City holiday calendar in January of each year that will determine the dates that holidays are observed, following the guidelines below: a. City paid holidays which fall on Saturday shall be observed the preceding Friday, and those falling on Sunday shall be observed the following Monday. b. In the event that two consecutive City paid holidays fall on a Friday and Saturday, the two holidays shall be observed on the preceding Thursday and Friday. c. In the event that two consecutive City paid holidays fall on a Sunday and Monday, the two holidays shall be observed on Monday and the following Tuesday. C. Bereavement Leave Employees shall be entitled to bereavement leave not to exceed twenty-four (24) hours 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 Exhibit A to Non-Associated Resolution No. 2022-09 12 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION the employee is the legal guardian, recognizing all birth, marital, and other legal ties (i.e., step relatives, in-laws, etc.). 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 4. SECTION VI — RETIREE SUBSIDY MEDICAL PLAN An employee who has retired from the City shall be entitled to participate in the City-sponsored medical insurance plans in accordance with the Retiree Subsidy Medical Plan as outlined in Exhibit 2. Employees hired on or after December 1, 2009, shall not be eligible for this benefit. SECTION VII — MISCELLANEOUS A. 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 (1/03/05). B. Uniforms and CalPERS Reporting The City provides uniforms to active duty employees in the classifications of Police Chief and Fire Chief. These employees are required to wear a standard uniform for appearance, uniformity, and public recognition purposes. The City will report to the California Public Employees' Retirement System (CAPERS) the average annual cost of uniforms as special compensation for each eligible employee in accordance with Title 2, California Code of Regulations. Section 571(a)(5). Exhibit A to Non-Associated Resolution No.2022-09 13 r NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT 1A NON-ASSOCIATED APPOINTED EXECUTIVE MANAGEMENT SALARY SCHEDULE Effective March 19, 2022' Starting Control High Point Point Point No Description Range A B C D E F G EXECUTIVE MANAGEMENT 0591 City Manager 1 294 1 103.381 108.55 113.981 119.681 125.661 131.941 138.54 0029 Interim City Manager 289 98.361 103.28 1 108.44 113.87 119.56 125.54 1 131.82 DEPARTMENT HEADS 0592 Assistant City Mana er 275 85.57 89.85 1 94.34 99.06 104.01 109.21 114.67 0015 Fire Chief 275 85.57 89.851 94.34 I 99.061 104.01 109.21 114.67 0011 I Police Chief I 275 I 85.57 89.85 94.34 99.06 104.01 109.21 114.67 0518 I Chief Financial Officer I 269 I 80.61 84.64 88.88 93.32 I 97.99 102.88 108.03 Community Development 0589 Director 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03 Director of Administrative 0800 Services 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03 Director of Community& 0801 Library Services 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03 0010 Director of Public Works 269 80.61 84.64 88.88 1 93.32 97.99 102.88 108.03 CONTRACT NON-DEPARTMENT HEADS 0593 Chief Assistant City Attorney 261 74.44 78.17 82.08 86.18 90.49 95.01 99.76 0860 Deputy Dir. of Homelessness & 258 72.26 75.87 79.66 83.64 87.83 92.22 96.83 Behavioral Health Services 0845 Deputy Director of 258 72.26 75.87 79.66 83.64 87.83 92.22 96.83 Public Works 0900 Assistant Chief Financial 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53 Officer 0850 Deputy Director of 249 66.07 69.37 172.84 76.48 80.30 84.32 88.53 Administrative Services 0855 Deputy Director of I 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53 Communit & Libra Services 0840 I Deputy Director of I 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53 Community Development 0699 I Deputy Community Prosecutor 206 1 43.07 45.22 47.48 49.86 52.35 54.97 57.72 'Per Resolution No. 2022-09 Exhibit A to Non-Associated Resolution No.2022-09 14 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT 16 NON-ASSOCIATED ELECTED EXECUTIVE MANAGEMENT SALARY SCHEDULE Effective November 2, 2020' Job Pay Starting Control High No Description Grade Point Point Point ELECTED OFFICIALS 0016 City Attorney NA0016 100.18 111.51 124.10 0017 Ci Clerk NA0017 69.94 77.85 86.66 0018 CityTreasurer Part-Time NA0018 69.94 77.85 86.66 'Per Resolution No. 2020-80 Exhibit A to Non-Associated Resolution No. 2022-09 15 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT 2 RETIREE MEDICAL PLAN 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. At the time of retirement the employee has a minimum of ten (10) years of continuous full time City service or is granted an industrial disability retirement; and B. At the time of retirement, the employee is employed by the City; and C. Following official separation from the City, the employee is granted a retirement allowance by the California Public Employees' Retirement System. The City's obligation to pay the monthly premium as indicated shall be modified downward or cease during the lifetime of the retiree upon the occurrence of any one of the following: 1. On the first of the month in which a retiree or dependent reaches age 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. D. Schedule of Benefits 1. Minimum Eligibility for Benefits With the exception of an industrial disability retirement, eligibility for benefits begins 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. Employees hired on or after December 1, 2009 shall not be eligible for this benefit. 2. 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. 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. 3. Marital Status — Married retirees eligible for benefits under the Retiree Medical Subsidy Plan may each receive the benefit earned pursuant to Section 4 — Maximum Monthly Subsidy Payments, whether enrolled individually as the plan enrollee or whether enrolled as a dependent on any City-sponsored medical plan. Exhibit A to Non-Associated Resolution No.2022-09 16 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION a. In the case where a retiree is married to a City employee (active or retired) who is not an unrepresented/non-associated employee or retiree, this provision shall remain applicable. b. This provision shall apply to State of California registered domestic partners the same as married spouses. 4. 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 Abe 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 years of service prior to retirement, exceeds ten (10)years of continuous full time service, shall be entitled to maximum monthly payment of premiums by the City for each year of completed City service as follows: Maximum Monthly Payment for Retirements After: Years of Service Subsidy 10 S121 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 Exhibit A to Non-Associated Resolution No.2022-09 17 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 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 Office shall notify covered retirees of this opportunity each year. 3. Years of service computed for the Retiree Subsidy Medical Plan are actual years of completed service with the City of Huntington Beach. B. Benefits: 1. The Retiree Subsidy Medical Plan includes any medical plan offered by the City to active and/or retired unrepresented/non-associated employees and retirees. 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. The 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 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 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. Exhibit A to Non-Associated Resolution No.2022-09 18 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 2. When a retiree and their spouse are both 65 or over, and neither is eligible for paid Part A of Medicare, the subsidy shall pay for Part A for each of them or the maximum subsidy, whichever is less. 3. When a retiree at age 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 65 is not eligible for paid Part A of Medicare and their spouse who is also age 65 is eligible for paid Part A of Medicare, the subsidy shall be for the retiree's Part A only. 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 65. If such retiree was covering dependents under the Plan, dependents will be eligible for COBRA continuation benefits effective as of the retiree's 65th birthday. b. Dependent coverage will be eliminated upon whichever of the following occasions comes first: 1) After 36 months of COBRA continuation coverage, or 2) When the covered dependent reaches age 65 in the event such dependent reaches age 65 prior to the retiree reaching age 65. c. At age 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 Non-Associated Resolution. 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. Exhibit A to Non-Associated Resolution No. 2022-09 19 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT 3 9/80 WORK SCHEDULE This work schedule is known as"9/80". The 9/80 work schedule is designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern, 9/80 WORK SCHEDULE DEFINED The 9/80 work schedule shall be defined as working nine (9)days for eighty(80) hours in a two 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 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. A. Forty (40) Hour FLSA Work Week The actual FLSA workweek 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 FLSA 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 't Atyl PM AM PM F• :F_ S -S ;M T.'W Th A F: 'S; S •M' T W Th F F A Schedule 4 14 9 1 9 1 9 1 9 - 9 1 9 1 9 9 4 1 4 B Schedule - Exhibit A to Non-Associated Resolution No. 2022-09 20 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION D. A/B Schedule Changes FLSA exempt employees may change A/B schedules at the beginning of any pay period with supervisor or City Manager approval. E. Emergencies All employees on the 9/80 work schedule are subject to be called to work any time to meet any and all emergencies or unusual conditions which, in the opinion of the City Manager, 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 the Non-Associated Resolution. 2. Sick Leave—As stated in the Non-Associated Resolution. 3. Executive Leave—As stated in the Non-Associated Resolution. 4. Bereavement Leave—As stated in the Non-Associated Resolution. 5. Holidays —As stated in the Non-Associated Resolution. 6. Jury Duty—The provisions of the Personnel Rules shall continue to apply, however, if an FLSA exempt employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday, or on a City holiday, then the jury duty shall be considered the same as having occurred during the employees day off work, therefore, the employee will receive no added compensation. I Exhibit A to Non-Associated Resolution No. 2022-09 21 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT 4 VOLUNTARY CATASTROPHIC LEAVE DONATION Guidelines 1. Purpose The purpose of the voluntary catastrophic leave donation program is to bridge employees who have been approved leave time to either return to work, long-term disability, or medical retirement. Permanent employees who accrue vacation, general leave or compensatory time may donate such leave to another permanent employee when a catastrophic illness or injury befalls that employee or because the employee is needed to care for a seriously ill family member. The leave-sharing Leave Donation Program is Citywide across all departments and is intended to provide an additional benefit. Nothing in this program is intended to change current policy and practice for use and/or accrual of vacation, general, or sick leave. 2. Definitions Catastrophic Illness or Injury - A serious debilitating illness or injury, which incapacitates the employee or an employee's family member. Family Member- For the purposes of this policy, the definition of family member is that defined in the Family Medical Leave Act (child, parent, spouse or domestic partner). 3. Eligible Leave Accrued compensatory, vacation or general leave hours may be donated. The minimum donation an employee may make is two (2) hours and the maximum is forty (40) hours. 4. Eligibility Permanent employees who accrue vacation or general leave may donate such hours to eligible recipients. Compensatory time accrued may also be donated. An eligible recipient is an employee who: • Accrues vacation or general leave; • Is not receiving disability benefits or Workers' Compensation payments; and • Requests donated leave. 5. Transfer of Leave The maximum donation credited to a recipient's leave account shall be the amount necessary to ensure continuation of the employee's regular salary during the employee's period of approved catastrophic leave. Donations will be voluntary, confidential and irrevocable. Hours donated will be converted into a dollar amount based on the hourly wage of the donor. The dollar amount will then be converted into accrued hours based on the recipient's hourly wage. An employee needing leave will complete a Leave Donation Request Form and submit it to the Department Director for approval. The Department Director will forward the form to Human Resources for processing. Human Resources,working with the department,will send out the request for leave donations. Exhibit A to Non-Associated Resolution No.2022-09 22 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Employees wanting to make donations will submit a Leave Donation Form to the Finance Department (payroll). All donation forms submitted to payroll will be date stamped and used in order received for each bi-weekly pay period. Multiple donations will be rotated in order to insure even use of time from donors. Any donation form submitted that is not needed will be returned to the donor. 6. Other Please contact the Human Resources Office with questions regarding employee participation in this program. Exhibit A to Non-Associated Resolution No. 2022-09 23 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Voluntary Catastrophic Leave Donation Program Leave Request Form Requestor, Please Complete According to the provisions of the Voluntary Catastrophic Leave Donation Program, I hereby request donated vacation, general leave or compensatory time. MY SIGNATURE CERTIFIES THAT: • A Leave of absence in relation to a catastrophic illness or injury has been approved by my Department; and I am not receiving disability benefits or Workers' Compensation payments. Name: (Please Print or Type: Last, First, MI) (Work Phone: Department: IJob Title: Employee ID#: Requester Signature: Date: Department Director Signature of Support: Date: .Human Resources Office Use Only End donation date will bridge to End donation date: Q Long,Term Disability: ❑'. Medical Retirement beginning. ❑-Length of FMI A leave ending ❑' Return to work Administrative Services Director Signature: Date signed: Please submit this form to the Human Resources Office for processing. Exhibit A to Non-Associated Resolution No.2022-09 24 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 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: iType 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 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, comp or general leave hours to the Leave Donation Program for: Eligible recipient employee's name (Last, First, MI): Donor Signature: i ate: Please submit to the Payroll/Finance Department. Exhibit A to Non-Associated Resolution No.2022-09 25 Res. No. 2022-09 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 March 15, 2022 by the following vote: AYES: Bolton, Delgleize, Carr, Posey, Moser, Kalmick NOES: None ABSENT: Peterson RECUSE: None City Clerk and ex-officio Clerk of the City Council of the City of Huntington Beach, California ORDINANCE NO. 4250 AN ORDINANCE OF THE CITY OF HUNTINGTON BEACII AMENDING THE HUNTINGTON BEACH NRNICIPAL CODE BY AMENDING SECTION 2.76.010 "fl-IEREOF RELATED TO EXCLUSIONS FROM THE COMPEL ITIVE SERVICE The City Council of the City of Huntington Beach does hereby ordain as (bllows: SECTION 1. That Section 2.76.010 of the Huntington Beach Municipal Code entitled is hereby amended to read as follows: A. Elective officers: B. City Manager; C. Assistant City Manaacr: D. Members of appointive boards, commissions, and committees; L. Persons engaged Under contract to supply expert, professional, technical or other services: F. Emergency employees who are hired to meet the immediate requirements of' the emergency; G. Fmployees who are employed to work a regular schedule of less than 1040 hours in any fiscal year: f 1. Temporary employees; 1. Appointive department heads; J. Appointive Assistant/Deputy department heads; K. Appointive Deputy City Treasurer; L. Chief Assistant City Attorney; M. Deputy Community Prosecutor; N. Ambulance operators; SECTION 2. That this Ordinance shall become effective thirty (30) days after its adoption. 22-1 110 1/277449 833 ORDINANCE NO. 4250 PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the day of 2022. \Mayor REVIEWED AND APPROVED: APPROVED AS TO FORM: City Manager City Attorney W INITIATED AND APPROVED: -6 , m Axv Director of Administrative Services 2 834 LEGISLATIVE DRAFT HBMC 2.76.010 2.76.010 Exclusions From Competitive Service Pursuant to Section 403 of the City Charter, it is declared that all departments and appointive officers and employees of the City are included within the personnel system and the competitive service except: A. Glective officers: 13. City Manager; C. Assistant City \-tanager; D. Members of appointive boards, commissions and committees; I Persons engaged under contract to supply expert, professional, technical or other services; I'. Emergency employees who are hired to meet the immediate requirements of the emergency; G. Lntployees who are employed to work a regular schedule of less than 1040 hours in any fiscal year: 1-1. Temporary employees; I. Appointive department heads; J. 12pSjwi elf.ui5tanl4_eputy_department head,; 4-K Appointive Deputy City 'frcasurer; K Arnbulctnee-operators; L. Chief Assistant City Attorney; M. Deputy Community Prosecutor; N. Am1 u.,lall 1 c2tajoya flepaty 13ireotot-ocC P^ l,...ment., 9: Assistant Ghie{=o�Roli l�—r ss{stanELhief I inane a{9 ( Q—l�eptt ty-D i reeNr=e#=4zab}te-�Vor'ks; It— at+ve Sat woes=turf{ S. Deputy Diieetoi- of i+ti'-c�`-{�kbl'aii'Sefi4E£5 835 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT A--NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION - EXHIBITA ..................................................................................................... 1 SECTIONI — PAY........................................................................................................... 1 A. APPOINTED SALARY SCHEDULE ............................................................................... 1 B. ELECTED SALARY SCHEDULE................................................................................... 1 C. PERFORMANCE BONUS............................................................................................ 1 D. DIRECT DEPOSIT................................................................................................... 21 ES. ASSIGNED VEHICLE/AUTO ALLOWANCE .................................................................... 2 -1_Pepaftment-Heads......................................................................................................................2 ©—lie#erred-Eompen satforl ...................................................................................... 1 SECTION 11 — HOURS OF WORK/OVERTIME/TIME OFF.............................................2 A. EXECUTIVE LEAVE................................................................................................. 21 B. FLEXIBLE AND ALTERNATIVE WORK SCHEDULES........................................................ 2 1. 5/40 Work Schedule....................................................................................................................2 2. 9/80 Work Schedule....................................................................................................................2 3. Alternative Work Schedule..........................................................................................................2 SECTION III — HEALTH AND OTHER INSURANCE BENEFITS................................... 3 A. HEALTH INSURANCE.............................................................................................. 32 1. Medical, Dental and Vision Insurance.......................................................................................32 2. City and Employee Paid Health Insurance ...............................................................................32 3. Medical Cash Out......................................................................................................................54 4. Section 125 Plan.......................................................................................................................94 B. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE ............................... 6 C. LONG-TERM DISABILITY INSURANCE ......................................................................... 7 D. CITY-PAID PHYSICAL EXAMINATIONS ...................................................................... 66 E. MISCELLANEOUS..................................................................................................... 7 F. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY MEDICAL RETIREE SUBSIDY PLAN ................................................................................................. 7 G. POST-65 SUPPLEMENTAL MEDICARE COVERAGE ...................................................... 8 SECTION IV — RETIREMENT....................................................................................... 76 A. BENEFITS ............................................................................................................. 76 1. Self-Funded Supplemental Retirement Benefit ........................................................................76 2. Medical Insurance for Retirees .................................................................................................76 B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTIONS AND REPORTING............7 1. "Classic Member" Miscellaneous Unit Members Retirement Benefits.......................................7 2. "New Member" Miscellaneous Members Retirement Benefits...................................8 3.2. "Classic Member' Safety Unit-Members Retirement Benefits...............................................87 4. "New Member" Safety Member Retirement Benefits.................................I......................9 5.3. IRS Code 414(h)(2).............................................................................................98 Exhibit*A*to Non-Associated Resolution No.2022 0916-50 i 836 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 64 Pre-Retirement Optional Settlement 2 Death Benefit.............................................................98 75- Fourth Level of 1959 Survivor Benefits................................................................................... 11 86. VEBA Plan Requirements.......................................................................................................98 SECTION V - LEAVE BENEFITS .............................................................................. 110 A. GENERAL LEAVE................................................................................................. 110 1. Accrual .................................................................................................................................... 110 2. Eligibility and Approval ........................................................................................................... 110 3. Leave Benefit Entitlements..................................................................................................... 110 4. Conversion to Cash ..............................................................................................................1112 B. HOLIDAYS AND PAY PROVISIONS .......................................................................... 121 G. SIGI4 LEAVE.......................................................................................................... 15 4—. AGoroal....................._._.._......_.........._..............__........................................_........................1-1- 2—Credit....................................................................._...._..._..__................................................. 1.2- 3—Usage........................................................................................................................................ 13 4—Payoff-at-Termination.............. ........... _...._......................_.................................................12- CD. BEREAVEMENT LEAVE ......................................................................................... 123 DE, VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM........................................ 13 SECTION VI - RETIREE SUBSIDY MEDICAL PLAN.................................................. 13 SECTION VII = MISCELLANEOUS............................................................................. 13 A. COLLECTION OF PAYROLL OVERPAYMENTS............................................................. 13 B. UNIFORMS AND CALPERS REPORTING ................................................................ 134 EXHIBIT 1A - NON-ASSOCIATED APPOINTED SALARY SCHEDULE................. 145 EXHIBIT 1 B - NON-ASSOCIATED ELECTED SALARY SCHEDULE.....................15 EXHIBIT 2 - RETIREE MEDICAL PLAN .................................................................... 16 EXHIBIT 3 - 9/80 WORK SCHEDULE........................................................................ 20 EXHIBIT 4 - VOLUNTARY CATASTROPHIC LEAVE DONATION ........................... 22 Exhibit'A'to Non-Associated Resolution No. 2022090916-50 ii 837 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS P =4SIBNSRESOLUTION EXHIBIT A EXHIBIT A SECTION I — PAY A. Appointed Salary Schedule Effective March 19. 2022, the parties agree that the salary schedule in Exhibit 1A reflects the following modifications from the salary schedule in Resolution No. 2016-50: 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 appointed non-represented employees. 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 November 2 2020. salary schedule) without being less. 6. 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. 7. The City Manager is authorized to set the salaries of the appointed executive management positions identified in Exhibit 1A at any rate at or below Step E of the designated salary range. The City Manager is authorized to increase the salary by 5% based upon performance at annual review and market data. However. no salary for a new employee may be set above Step E at any time without City Council approval. B. Elected Salary Schedule 1. All elected executive management positions shall receive the salaries as identified in Exhibit 1 B. 2. The City Council shall set the salaries of the elected executive management positions identified in Exhibit 1 B, at any rate within the designated salary range. C. Performance Bonus 1. Appointed employees 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. Exhibit"A"to Non-Associated Resolution No. 202222=094 6 58 t 838 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 2. 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 obiectives. 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. 1 All r Rt NGR Ass9G'ated e pleyees shall r e the salaFi.. 4- 2. The City GGulnGit-shall set the salar' of the eleGted-fyXeG61ti e4naftagen4ent-posit 1ons Identified-Fn Exh'bit , at any rate within the stgnated-SalaFy-FaRge. 3 Is-authorized-to-set the salaries of the Rert eleGted exeGutlue management posit ons identif ed JR €x4bi 1-at-aRy-r2te at Ar h the GA ppiRt-ef th.. -sa i zed-to-IRGrease the salary by mark-et data LleweyeF. R 212F ,f9r e_n4plGyee_il ay-be- at 2 , t'. .,'thr. ,t G4y-GGUnGFI-appFGVal. Y �T B-D.Direct Deposit All Non-Associated employees are required to utilize direct deposit of payroll checks. G-E.Assigned Vehicle/Auto Allowance 1 RtHeads Appointed Department Heads. Contract Non-Department Heads. as well asnd the City Clerk, City Treasurer, and City Attorney shall have the GPt1GR of an assigned Gity-vehiGle-or-receive an auto allowance in the amount of two hundred thirty dollars and seventy-seven cents ($230.77) per bi-weekly pay period plus reimbursement of out-of-town travel at the approved mileage rate. Appointed Department Heads and the City Clerk. City Treasurer, and City Attorney shall have the option of an assigned City vehicle in lieu of an auto allowance. P. Deferred C0r.,0. RSati4R E-#eGtive4be Gity-GGURG utieR, each a p!Gyee n ed by this Rd-GFty Treasure e-eR3pleyee'r n 57 Daferr a r,,.. pef;satien aGGG ,^t � nt-oi 43;800-80- I This-shall-be-a-single-oRe-timeRly deposi AU appropriate-Federal and State legal mandates regard Rg the a* tre tmeRt-of-thiS-one-tinge-dePGS t Shall apply. SECTION II - HOURS OF WORK/TIME OFF A. Executive Leave Exhibit "A" to Non-Associated Resolution No. 2022=090916 502 839 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Non-Associated exempt employees shall not be eligible for overtime compensation. Exempt department heads and contract non-department heads shall be credited with eighty (80) hours of executive leave per calendar year. B. Flexible and Alternative Work Schedules 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, with a one-hour lunch during each work shift, totaling a forty (40) hours work week. 2. 9/80 Work Schedule The 9/80 work schedule, as outlined in Exhibit 3, 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 FLSA designated 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. Alternative Work Schedule Non-associated employees may elect any alternative work schedule approved by the City Manager or designee. SECTION III — HEALTH AND OTHER INSURANCE BENEFITS A. Health Insurance 1. Medical. Dental. and Vision Insurance The City shall continue to make group medical, dental, and vision benefits available to all Non-Associated employees. 2. City and Employee Paid Health Insurance The City and the employee shall pay for health insurance premiums for employees and qualified dependent(s) effective the first of the month following the employee's hire date. The employee payroll deduction for premium contributions shall be deducted on a pre- tax basis. Such deductions shall be aligned with the effective date of coverage and the ending date of coverage upon employment separation. The employee's payroll deduction amount shall begin no later than the beginning of the first full pay period following the effective date of coverage and pro-rated for coverage through the end of the month in which employment was separated. Exhibit`A" to Non-Associated Resolution No. 2022090935-50; 840 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION i. Maximum Employer Contributions — —Health—P4ar4—€4ripIGyee—aad—€MPbyer c494444bUtionE; rhRn fAF NAR S-Rfet„ GlasS fiG@ti9RS iR EXHIRIT I The City's maximum monthly employer contributions for each employee's health and other insurance premiums are set forth as follows: a. The City's maximum monthly contribution to medical premiums for elected non-represented positions will continue at the current City contribution rate. Actual contributions for plan year 2022 based on premium costs are shown in the rate sheet included herein. b. Effective the beginning of the month following Council approval. the City's maximum monthly contribution to medical premiums for appointed non- represented positions will increase as summarized in the table below. c. Effective the pay period that includes January 1. 2023. the City's maximum monthly contribution to medical premiums will increase by S23.33 per month, per medical plan and enrollment tier, up to. but not to exceed the monthly plan premium cost. i-d. 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. Current City Maximum City Contribution Contribution 11 for Appointed Positions Plan Tier Maximum for Effective the Month Effective the Pay Elected Following City Period Including Positions* Council Approval January 1, 2023 Single 551.00 587.92 611.25 Kaiser Two-Party 1.174.36 1.233.08 1.256.41 Family 1.370.04 1.438.54 1,461.87 Single 621.00 662.61 685.94 Blue Shield TRIO HMO Two-Party 1.174.36 1.233.08 1.256A1 Family 1.370.04 1.438.54 1.461.87 Single 677.00 722.36 745.69 Blue Shield HMO Two-Party 1.174.36 1.233.08 1.256.41 Family 1.370.04 1.438,54 1.461.87 Single 740.00 789.58 812.91 Blue Shield PPO Two-Party 1.335.78 1.402.57 1.425.90 Family 1.514.31 1.590.03 1,613.36 Single 567.00 590.33 Blue Shield HDHP Two-Party 1.163.00 1,186.33 Family 1,432.00 1.455.33 'Applies to elected non-represented positions for an indefinite period. City-of-Huntington-Beach 2016-Health-Premium s-and-Contribution s Exhibit"A"to Non-Associated Resolution No. 2022 090916 594 841 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION €ffective-pa y-period-following-final-City-CouncikapprovaI Non-As soc iatedlNo n-Safety Monthly Employer Employee Employee plan Tier Rrem0um Monthly Monthly Bt-Weekly G6ntAbution Contribution Contributien single -466765 -466:65 -0:00 -0:00 Kaiser Two-Party 1,02-2-1-1 -97436 -47-75 -2-1-04 Fann ly 1,343,90 1-1-70.04 -1-73-86 -80-24 Single -67-1-00 -640-7-6 -30-24 -13-96 Blue-Shield-HMO Two-Party 1,466:00 -974.36 -491,64 -2-26.9-1- Fam4y 1 896 00 1-1-70 04 -745.96 -3 5.06 Single -746,00 -736 00 -0 00 -0:00 61ue_Sh ekl,P_P0 Two-Pa#y 1.555:00 1-135.78 -449.22 -193:49 Family 1-927..00 1,314.34 j -6-12.69 -282-78 Single -58-10 -45-02 13:08 -6:04 Delta-Dental-RRO Twe-Party -1-08,60 -85.91 I -22.69 -10 47 Family -143620 -1-� I --2-1-02 -9-70 Single -40-14 -40-14 -&00 -0 00 Detta-Care-14M9 Two Rally I �1 18 --51-1-9 -0 00 -0:00 Family -78-29 -78.29 -0 00 -0 00 Slagle I -25 42 -0:00 -25-12 i i.59 VSP--V4sion T-wo-Rarty -25-1-2 ---0.00 -25-12 -1-1-59 Family -25-12 -0-00 -26-12 1-1-59 Medical-Opt-Out-5466:65-pe4-month4(&2-15-38-bi-weekly) ii. "Safety Member' Health Premiums - Employer Contribution Employees whot4at are classified as a "safety member" by the California Public Employees' Retirement System (CaIPERS) may have access to the medical plans offered by CaIPERS as contracted by the City. In accordance with eligibility provisions, the Police Chief and the Fire Chief may elect to enroll in the CaIPERS health insurance program offered by the City- The City's maximum monthly employer contributions for the CaIPERS health insurance program will match the PORAC Region 2 premiums. but not to exceed the maximum amounts indicated in the chart below. is-set-ferth in-the feas£4af4- The amounts listed therein include the mandated Public Employees' Medical and Hospital Care Act (PEMHCA) contribution. Non-Associated Safety Members Current City Effective the Month Effective the Pav Plan Tier Following City Period Including Contribution Council Approval January 1, 2023 Exhibit"A"to Non-Associated Resolution No. 2022=0909-1&-585 842 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Single 774.00 825.86 849.19 Medical Two-Party 1.623.00 1,704.15 1.727.48 Family 2.076.00 2,179.80 2.203.13 iii. Employees shall not be entitled to the difference between the employer contribution and the premiums for insurance plan(s) selected by the employee. iv. Future Premiums The City"caps"its contributions toward monthly group medical, dental,and vision plan premiums by category (Single. Two-Party. and FamiIVEE F.F. � 1 and l i 2 ^• meFe) as outlined in sections i and ii above. 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. The-Gityagrees-te �e -Ge4-ftr4NAion-toward n-peFtier, effestfve-fellowing-GItyy CIe^ansil-approval-of-t#+s-resolution- TThe e p ey -eQT"F^Gy6r- shall remain n fzffpGt in 2017 and beyond unless GthepN se4ped fied by a SWGGessG1F Nen Asseo ated Resetat nge a The-Cit'y's-oentf"tion-saps-for-#e ist 1-2-014 s#all Rot be inGreased. The City's contribution caps will remain in place, even if premium increases result in these additional costs being borne by the employee. 3. Medical Cash Out If an employee is covered by a medical program outside of a City-provided program (evidence of which must be supplied to Human Resources), the employee may elect to discontinue City medical coverage and receive the monthly value of the City's contribution to the lewest-GostKaiser. Eemployee-only medical Plan—paid—bi- weeklypremium offered to this unit. Safety Members will receive the monthly value of the City's contribution for the lowest-cost, employee only medical coverage as described in Article III.A.2.(ii). 4. Section 125 Plan Employees shall be eligible to participate in a City-approved Section 125 Flexible Spending Account Plan the same as all other eligible employees, as provided by IRS law. This plan allows employees to use pre-tax salary to pay for regular childcare, adult dependent care, and/or medical expenses. B. Life and Accidental Death and Dismemberment Insurance Each Non-Associated employee shall be provided with S50,000 life insurance and $50,000 accidental death and dismemberment insurance paid for by the City. Each employee shall have the option, at their own expense, to purchase additional amounts of life insurance and accidental Exhibit"A"to Non-Associated Resolution No. 2022 090916 586 843 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION death and dismemberment insurance to the extent provided by the City's current providers. Evidence of insurability is contingent upon total participation in additional amounts. C. Long-Term Disability Insurance This program provides benefits for each incident of illness or injury after a waiting period of thirty (30) calendar days during which the Non-Associated employee may use accumulated sick leave, general leave, or executive leave pay. Subsequent to the thirty-(30) day waiting period, the employee will be covered by an insurance plan paid for by the City providing sixty-six and two-thirds percent (66 2/3%) of the first $12,500 of the employee's basic monthly earnings up to a maximum monthly benefit of$8,332.50. The maximum benefit period for disability due to injury or illness shall be to age sixty-five (65). Days and months refer to calendar days and months. Benefits under the plan are integrated with sick leave, Worker's Compensation, Social Security and other non-private program benefits to which the employee may be entitled. Disability is defined as: "The inability to perform all of the duties of regular occupation during two years and thereafter the inability to engage in any employment or occupation, for which they are fitted by reason of education, training or experience." Rehabilitation benefits are provided in the event the individual, due to disability, must engage in other occupation. Survivor's benefits continue the plan payment for three (3) months beyond death. A copy of the plan is on file in the Human Resources Depa#mentOffice. D. City-Paid Physical Examinations Non-Associated employees shall be provided, once every two years, with a City-paid physical examination comparable to the current pre-placement class physical examination or reimbursed the amount authorized for said physical examination. No more than one-half of the eligible employees shall receive examinations in any one fiscal year. Said exam shall be comprehensive in nature and shall include: 1. A complete medical history, physical exam and review of results by physician. 2. Health testing including vision, hearing, breathing, chest x-ray and stress EKG. 3. Laboratory test including standard chemical test, blood count, HDL, urinalysis and stool test for blood. E. Miscellaneous When a Non-Associated employee is on a leave of absence without pay for reason of medical disability, the City shall maintain the City-paid insurance premiums during the period the employee is in a non-pay status for the length of said leave, not to exceed twenty-four (24) months. 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 themselves and/or qualified dependents without any City subsidy. Exhibit"A"to Non-Associated Resolution No. 2022 0946497 844 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 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 their qualified dependents will have access to City-sponsored medical insurance plans reinstated. Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree or qualified dependent turns age sixty-five (65). G. Post-65 Supplemental Medicare Coverage Retirees who are participating in the Retiree Subsidy Medical Plan as of January 1, 2004, and all future retirees who meet the criteria to participate in City-sponsored medical insurance, with or without the Retiree Medical Subsidy Plan, may participate in City-sponsored medical insurance plans that are supplemental to Medicare, after a contract is in place between the City and a health insurance provider. 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 themselves or qualified dependents without any City subsidy. Retirees or qualified dependents, upon turning age 65, who choose not to participate in the City- sponsored medical insurance plans that are supplemental to Medicare permanently lose eligibility for this insurance. SECTION IV — RETIREMENT A. Benefits 1. Self-Funded Supplemental Retirement Benefit In the event a Non-Associated employee 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 option and the unmodified allowance which the member would have received for their life alone as provided in California Government Code sections 21455, 21456, 21457, and 21548 as said referenced Government Code sections exist as of the date of this agreement. This payment shall be made only to the member(Non-Associated employee), shall be payable by the City during the life of the member, and upon that member's death, the City's obligation shall cease. Unless previously excluded by employment or resolution, eligibility for this benefit is limited to employees hired before December 27, 1997. 2. Medical Insurance for Retirees Exhibit"A"to Non-Associated Resolution No. 2022_091r F)08 845 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION a. Upon retirement, whether service or disability connected, each Non--Associated employee shall be entitled to cause self, spouse, and dependents to participate fully in the City's group health insurance program at the equivalent of the City's group premium rate in accordance with the provisions specified by Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). Such participation shall be at employee's expense and upon terms, conditions, and restrictions currently in effect. b. As an alternative to the benefit described in the preceding paragraph lV.^. 2_a above, the City will provide a financial contribution towards the cost of retiree medical premiums as described in Section VI. B. Public Employees' Retirement System Contributions and Reporting 1_ "Classic Member" Miscellaneous Members Retirement Benefits a. Retirement Formula — The City shall provide all miscellaneous employees described as 'classic members by the Public Employees' Pension Reform Act of 2013— "PEPRA^ with that certain retirement program commonly known and described as the 2.5% at age 55 plan.' which is based on the retirement formula as set forth in the California Public Employees' Retirement System (CalPERS), Section 21354 of the California Government Code. b. Classic Member Miscellaneous CalPERS 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. This provision shall not sunset. c. One-Year Final Compensation — The City shall contract with CalPERS to have retirement benefits calculated based upon the"classic"employee's highest one year's compensation, pursuant to the provisions of Section 20042 (highest single year). d. The obligations of the City and the retirement rights of employees as provided in this Article shall survive the term of this resolution. e.2. "New Member" Miscellaneous Members 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. 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 retirement, or some other 36 consecutive month period designated by the member. c. New Member Miscellaneous CalPERS Member Contribution — Effective January 1, 2013 ,"new"members,as defined by PEPRA and determined by CalPERS, shall contribute one half (50%) of the normal cost as established by CalPERS each year in its annual valuation for the City. as required by California Government Code Section 7522.30(c). Exhibit W to Non-Associated Resolution No. 2022 0916 5©9 846 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 2-3. "Classic Member" Safety Members Retirement Benefits a. Retirement Formula — The City shall provide all safety employees described as "classic" members by the Public Employees' Pension Reform Act of 2013 — "PEPRA" with that certain retirement program commonly known and described as the "3% at age 50 plan" which is based on the retirement formula as set forth in the California Public Employees' Retirement System (CaIPERS), Section 21362.2 of the California Government Code. b. Classic Member Safety CalPERS Member Contribution — All safety employees described as "classic" members shall pay to CalPERS as part of the required member retirement contribution nine percent (9%) of pensionable income. This provision shall not sunset. b- c. One-Year Final Compensation — The City shall contract with CalPERS to have retirement benefits calculated based upon the "classic" employee's highest one year's compensation, pursuant to the provisions of Section 20042 (highest single year). Gd. The obligations of the City and the retirement rights of employees as provided in this Article shall survive the term of this resolution. d-4. "New Member" Safety Members Retirement Benefits— For-"New" Members within the meaning of the California Public Employees' Pension Reform Act of 2013. a. Retirement Formula — New Members shall be governed by the two and seven tenths percent at age 57 (2.7% @ 57) retirement formula set forth in Government Code section 7522.25(d) 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 retirement, or some other 36 consecutive month period designated by the member. c. New Member Miscellaneous CalPERS Member Contribution — Effective January 1, 2013, all "new" members as defined by PEPRA and determined by CalPERS, shall contribute one half (50%) of the normal cost, as established by CalPERS. o- , -5. IRS Code Section 414(h)(2) The City has adopted the CaIPERS Resolution in accordance with IRS Code section 414(h)(2)to ensure that both the employee contribution and the City pickup of the required member contribution are made on a pre-tax basis. However, ultimately, the tax status of any benefit is determined by the law. 6. Pre-Retirement Optional Settlement 2 Death Benefit Non-Associated employees shall be covered by the Pre-Retirement Optional Settlement 2 Death Benefit as identified in Section 21548 of the California Government Code when approved by the City Council. Exhibit"A"to Non-Associated Resolution No. 2022 0909if-58Io 847 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 47. Fourth Level of 1959 Survivor Benefits Non-Associated employees shall be covered by the Fourth Level of the 1959 Survivor Benefit as identified in Section 21574 of the California Government Code. 5-8. VEBA Plan Requirements a. Eligibility Defined Effective December 23, 2009, all eligible UnFelpFesented Managemerl non-associated eE-mployees with 25 years of continuous service to the City of Huntington Beach will participate in the Plan. An eligible employee is an employee who works twenty (20) or more hours per week and receives benefits. Eligibility criteria may be amended upon a majority vote of non-associated employees. as no cost is borne by the City. b- Empleyee-6o44tr4but+ons sb.Leave Payout Plan Contribution Each eligible unrepresented management employee shall designate all leave payouts to be rolled over to their VEBA Plan account based on the established range upon separation from City employment. d-c.Participant Account A separate account is maintained for each contributing eligible URFepresentednon- associated management employee, which documents the employee's contributions and disbursements. Contributions to a VEBA plan account as well as any disbursements to cover nonreimbursed, post-tax medical care expenses are both tax free. Eligible benefits subject to reimbursement by the Plan shall be limited to long- term care expenses and nonreimbursed medical premiums, co-pays, prescribed drug expenses and other medical care costs as that term is defined by the Internal Revenue Code Section 213. e d. Administrative Fees Any Plan administrative fees will be deducted from interest on the total Plan investments. An eligible UfWepreseated non-associated management-employee's Plan account is subject to a monthly administrative fee for expenses related to recordkeeping, claims processing, and claims reimbursement. The fee will first be deducted from interest on total plan investments, and then deducted, if necessary, from the employee's individual account. f-e. Dispute Resolution This Resolution and any disputes arising under or in connection with this Resolution shall not be subject to any dispute resolution procedures in the City's Personnel Rules, nor shall this Resolution and any such dispute relating thereto be subject to the jurisdiction of the City's Personnel Beard-Commission for any reason whatsoever. Exhibit"A"to Non-Associated Resolution No. 2022_0946 5011 848 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION g.f. Indemnification All non-ass ocia led Wnfepfesented-Management- e€mployees agree to indemnify and hold the City of Huntington Beach harmless against any claims made of any nature and against any suit instituted against the City arising from this Resolution, including, but not limited to, claims arising from an employee's participation in VEBA or from any salary reduction initiated by the City for VEBA contributions. SECTION V — LEAVE BENEFITS A. General Leave 1. Accrual t fate-,G44}ned-bl General leave may be used for any purpose, including vacation, sick leave, and personal leave. General leave for non-associated employees shall be accrued as follows: Years of Service Annual General Leave Biweekly 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 2. Eligibility and Approval General leave must be pre-approved except for illness, injury or family sickness, which may require a physician's statement for approval. General leave accrued time is to be computed from hiring date anniversary. Employees shall not be permitted to take general leave in excess of actual time earned. Employees shall not accrue general leave in excess of six hundred forty (640) hours. 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 shall be allowed to use applicable earned Sick Leave, General Leave, or Executive Leave for family or personal health issues. For more information on employee leave options contact the Human Resources 9epaftmentOffice. 4. Conversion to Cash a. Pay Off at Termination An employee shall be paid for unused general leave upon termination of employment at which time such terminating employee shall receive compensation at their current salary rate for all unused, earned general leave to which they are entitled up to and including the effective date of their termination. Exhibit"A"to Non-Associated Resolution No. 2022 090916 5812 849 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION b. Conversion to Cash Two times during each fiscal year, each permanent employee shall have the option to convert into a cash payment or deferred compensation up to a total of one hundred and twenty (120) sixty (160) general leave benefit hours per fiscal year. The employee shall give payroll two (2)weeks'advance notice of their decision to exercise such option. s-9ne-Week-M4n+mum Vacatiea-Rea+firereent te4akea-min++eam-ef-one week-(+e—five-sensesut+ve-work-days)-paid-vasat+©n-eash GaleRdar year-, d-c.Deferred Compensation Contribution at Time of Separation 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 beginning of the pay period prior to the employee's last day of employment. B. Holidays and Pav Provisions 1. Non-Associated employees shall receive the following legal holidays as of the first pay period following adoption of the Non-Associated Resolution paid in full per the employee's regularly scheduled work shift: (1) New Year's Day (January 1) (2) Martin Luther King Day (third Monday in January) (3) Presidents Day (third Monday in February) (4) Memorial Day (last Monday in May) (5) Independence Day (July 4) (6) Labor Day (first Monday in September) (7) Veteran's Day (November 11) (8) Thanksgiving Day (fourth Thursday in November) (9) The Friday after Thanksgiving (10) Christmas Day (December 25) In addition. all appointed positions shall receive the following holidays: (11) Christmas Eve (December 24) (12) New Year's Eve (December 31) 2. Any day declared by the President of the United States to be a national holiday or by the Governor of the State of California to be a state holiday and adopted as an employee holiday by the City Council of the City of Huntington Beach. Exhibit"A"to Non-Associated Resolution No. 2022 0946-5013 e50 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 3--€of:-G+vic-6zatef:-heliday-closure-parpeses—holidays-which-fall-eR-SGRda"h all-be ebsewed-tlae-#o4e"-Merida y-and-those-fallir}g-on-Saturday-shall-be-obserued-the PPeGed Rg FFi ay. 3. The parties agree that the City shall issue an official City holiday calendar in January of each year that will determine the dates that holidays are observed. following the guidelines below: a. City paid holidays which fall on Saturday shall be observed the preceding Friday, and those falling on Sunday shall be observed the following Monday. b. In the event that two consecutive City paid holidays fall on a Friday and Saturday. the two holidays shall be observed on the preceding Thursday and Friday. c. In the event that two consecutive City paid holidays fall on a Sunday and Monday. the two holidays shall be observed on Monday and the following Tuesday. Exhibit "A"to Non-Associated Resolution No. 2022=09091-6 581.1 851 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION G. S skiLeave 1. Asswal No-employee s all aGGrue siGk leave. 2-6redit Employees assigned to NeR-Associated-shall-taffy-€onward-thei�sisk-leave-balance-and shall Re longer acGrue sirk leave G.Fedit. 3. Usage Employees may use .,,....ued sick-leave-€or-the-same-purposes-#er whinh '.n-tv as-Qsed prior to•o December-25, 1999 S*Gk. Ip;io-s , shall not he --,;Pd-te expend-absences-due-to stfial)-iniufies-of�-illnesses;-hiS prevision-shall be added to Pefse l o.,l�.a'P IR 1�a �n A Payoff at TeFMiRatiOn a. Non Asseroated employees h-gc)nt , 1974 shall be entitled to the following SiGk-leave-payoff-plan: ..t employees shah be-eempen;;ite it their then ur-rent-fate-of-pay-for-seventy-fwe-pefsent-(7-5%) of all unused-sick-leavea ° -Gf subsequent_to-Jaly , 1972 up to a of sevp_ • hun leave,exGeptas provided in-paragraph V,E,457d�lie w. Upon termination-for-any-other-feason employees-shall-be-com pen sated-at4heir-then GuffeFlt Fate of pay for fifty p eat-(50°!0)-o#-all-unusedaccamulated-sirk leave,up to a-maxima sick leave, Sisk-leave-payoff-plan LJpon4eFMFngtwtafy-Fate-fen thifty-five-percent xsess-of-480-houfs-but of tei ex-nppd 770 hoUFS, eXGept as provWed in paragraph V G2 n below, G. CXGept as provided o paFagraph V r ne-Non-rn-c3SGGiate.d employee shall be ,id at teicmi ntion fGF more th;m 770 hn--r-s-of-unused-aGGumulated-,;i^L„o, Inve {nay-ufilize ' -first ,. „ meaning that S Gk leave mulated-in-excess-of-the maximum-for-payoff-may be atilized-#ifst-#or-sick-lean , as defined in-Personnel Rule 18 8, Exhibit"A"to Non-Associated Resolution No. 2022=0909-165015 852 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION d—Nen 20 hours a`v_of july 4-be GGn}penrated for s nh a sink. leayp . on terminatien-under t#�e-fefmu4as-described-in-paragfaphs-V-C.Sa-and-b-above—ln no event shall any employee be Gornpensated upon term.nation for any aGGumu4ate4d-siGk leave in-excsess-of-the-Leap"—estabttshed-by-this-par-agraph-(i-.e., 7-20 hau:s-Pus the arnnunt n r 729 heu Fs existing on h L. G ig Grnployees-may si,ck-leave-aGGruedaftefthat data 0n o o of s, _h "Gap" "last ,. f;rof . ,t" basis Tn the extent that a Gh ' edi a r"n nt-of-ex Gess-51rL leave over 720 hours wfil (Examzed, the maximurn rempensable aFROURt shall be GOFrespendiAgly FedUGed-. ple—Employee-had-4-,000-hou rs agGumulatpd Six menths after duty_5;1.090; employee had a a.ed a Q Employee-is Employee' 'nation-is-now reduced-by-72-hours4e-9. CD. Bereavement Leave Emple,,ees shall be entitled to bereavemenl-leave-net4e-exceed-twenty f„ r (24) he eaGh IRStaRGe of death in the mmediate fam ly. immediate famity-is-defJned-as-fathe�mothef- sister, brotheF. spo44se-Gh4dfen,,randfatheF Rdrnnther, stepfather, stepmother, step gmRdfatheF step gFandmetheF, gFaRGIGhildFaR, steps4stefs—stepbr0theF father-in-law, SOR in law, daughter in law, brother in aw, sister in law, stepGhildreR, eF fds „f WhiGh the ernpleyee-+s-the-legal-guafdian. Employees shall be entitled to bereavement leave not to exceed twenty-four (24) hours 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.). 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 4. SECTION VI - RETIREE SUBSIDY MEDICAL PLAN An employee who has retired from the City shall be entitled to participate in the City-sponsored medical insurance plans in accordance with the Retiree Subsidy Medical Plan as outlined in Exhibit 2. Employees hired on or after December 1, 2009, shall not be eligible for this benefit. SECTION VII - MISCELLANEOUS A. 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 Exhibit"A"to Non-Associated Resolution No. 2022=0916 5016 853 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 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 (1/03/05). B. Uniforms and CalPERS Reporting The City provides uniforms to active duty employees in the classifications of Police Chief and Fire Chief. These employees are required to wear a standard uniform for appearance, uniformity, and public recognition purposes. The City will report to the California Public Employees' Retirement System (CaIPERS) the average annual cost of uniforms as special compensation for each eligible employee in accordance with Title 2, California Code of Regulations, Section 571(a)(5). Exhibit"A"to Non-Associated Resolution No. 2022 090946—rGl7 854 NON-ASSOCIATED EMPLOYEE PAY AND BENEFITS PROVISIONSRESOLUTION E-vu�o�..-,1�--'r � NON_ASSOGIAT€D-E-XEriiTivF SCHEDULE EFF€G-TIVE-SE-PT€MBER 24 2046 _ 2 noi_ increase Job-Ne: Description StarEing Central High Grade Perot Perot Point XE-GUT W E-MANAGEMENT [ 0594 City-Manager NA059-1. NA I NA 12�29 DEPARTMENT-HEADS 0592 [Assistant-Git -Ma er NA0592 - 8582 95:51 406:32 0009 IDireefor-of-Buitdi -Safety NA0009 - 74-64 83:07 92-46 0014 Director-of-Gommuni s NAII014 74:64 83:07 92 46 0008 NA0008 - 74:64 83707 92-4& 0574 IDirestor-of-Human-Resoarses NA0574 - 74:64 83:07 92.46 0479 Ch of fn€orrnat on-Off'ser NA047 - 7464 83 07 92-46 0007 I94rectefief-L-+bra Services AIA0007 - 69-84 77 85 86-69 0589 lConxnunit Deve ent-Director NA0589 - 80-82 89 87 400-73 0040 jDirecter-of-Pub, GWefks NA90-10 - 88:82 89-97 400-13 0548 lGhief-Fnansial-01G NA051$ - 80-82 89-97 4-00�3 0045 Fre-Chief �NAOO45 85782 95,51 106 1 0041 Felice-Ghief NA004-1 - 85-82 95-52 186 34 -LE-ETE-D-O€€ICIALS 0016 Git -Attorne NA0046 -100-18 444-51 1-2440 00-1-7 Git -Glerk NA0047 69-94 7-7-85 8666 -LECTED-OFFIGIALS-PART 74ME 0048 lQty Treasurer--KART--PME NA0048 74,64 1 83:07 92-46 CONTRACT-NON-DEPARTMEN-T--HEAD Job-No, Description Gr de _ A B C D E 0593 Chief-Assistant-Qt -Attwne NA0593 7-1-05 7¢ 79. 93-43 1 S .Q_ I Exhibit"A"to Non-Associated Resolution No. 2022_094650 18 855 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT 1A NON-ASSOCIATED APPOINTED EXECUTIVE MANAGEMENT SALARY SCHEDULE Effective March 19, 2022' Starting Control High Point Point Point No Description Range A B C D E F G EXECUTIVE MANAGEMENT 0591 City Manager 294 103.38 1 108.55 1 113.981 119.68 125.66 131.94 138.54 0029 Interim Citv Manager 289 1 98.361 103.28 1 108.44 1 113.87 1 119.56 1 125.54 131.82 DEPARTMENT HEADS 0592 1 Assistant City Manager 275 85.57 89.85 94.34 99.06 104.01 109.21 114.67 0015 Fire Chief 275 85.57 89.85 94.34 99.06 104.01 1109.21 114.67 0011 Police Chief 275 85.57 89.85 94.34 99.06 104.01 F109.21 114.67 0518 Chief Financial Officer 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03 Community Development 0589 Director 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03 Director of Administrative 0800 Services 269 80.61 1 84.64 88.88 93.32 97.99 102.88 108.03 Director of Community & 0801 Library Services 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03 0010 Director of Public Works 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03 CONTRACT NON-DEPARTMENT HEADS 0593 1 Chief Assistant City Attorney 261 7444 7817 8208 8618 90.49 9501 999976 0860 Deputy Dir. of Homelessness & 258 72.26 75.87 79.66 83.64 87.83 92.22 96.83 Behavioral Health Services 0845 Deputy Director of 258 72.26 75.87 79.66 83.64 87.83 92.22 96.83 Public Works 0900 Assistant Chief Financial 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53 Officer 0850 Deputy Director of 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53 Administrative Services 0855 Deputy Director of 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53 Community & Libra Services 0840 Deputy Director of 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53 Community Develo ment 0699 I Deputy Community Prosecutor 206 4307 4522 4748 1 4986 52.35 5497 5772 "Per Resolution No. 2022-09 Exhibit"A"to Non-Associated Resolution No. 2022=0909-16 5819 856 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT 1B NON-ASSOCIATED ELECTED EXECUTIVE MANAGEMENT SALARY SCHEDULE Effective November 2, 2020* Job La y Startinq Control Hiqh No Description Grade Point Point Point ELECTED OFFICIALS 0016 CitLAttorney NA0016 100.181 1 111.51 124.10 0017 Cit Clerk NA0017 69.94 77.85 86.66 0018 I Cit Treasurer Part-Time NA0018 69.94 77.85 86.66 *Per Resolution No. 2020-80 +a Asseciate g;t OR t t' g. eF OFdiRaRee 9906 adapted en 2/7,4! amended the title Of City AdPR R StFatGF te City Mapager. If 'R,fGFFRRtiAR Se;�.,iEes was changed te Chief 14OFFnat GR Qffieein and the 1) Feeter of Planning and Building NVE15 GhaRged te Exhibit"A"to Non-Associated Resolution No. 2022 0946 5020 657 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT 2 RETIREE MEDICAL PLAN 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. At the time of retirement the employee has a minimum of ten (10) years of continuous full time City service or is granted an industrial disability retirement. and B. At the time of retirement, the employee is employed by the City; and C. Following official separation from the City, the employee is granted a retirement allowance by the California Public Employees' Retirement System. The City's obligation to pay the monthly premium as indicated shall be modified downward or cease during the lifetime of the retiree upon the occurrence of any one of the following. 1. On the first of the month in which a retiree or dependent reaches age 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. D. Schedule of Benefits 1. Minimum Eligibility for Benefits With the exception of an industrial disability retirement, eligibility for benefits begins 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. Employees hired on or after December 1, 2009 shall not be eligible for this benefit. 2. 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. 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. Exhibit"A"to Non-Associated Resolution No. 2022 091b 5031 858 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 3. Marital Status — Married retirees eligible for benefits under the Retiree Medical Subsidy Plan may each receive the benefit earned pursuant to Section 4 — Maximum Monthly Subsidy Payments, whether enrolled individually as the plan enrollee or whether enrolled as a dependent on any City-sponsored medical plan. a. In the case where a retiree is married to a City employee (active or retired) who is not an unrepresented/non-associated employee or retiree, this provision shall remain applicable. b. This provision shall apply to State of California registered domestic partners the same as married spouses. 4. 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 years of service prior to retirement, exceeds ten (10) years of continuous full time service, shall be entitled to maximum monthly payment of premiums by the City for each year of completed City service as follows: Maximum Monthly Payment for Retirements After: Years of Service Subsidy 10 $121 11 136 12 151 13 166 14 181 15 196 16 211 17 226 18 241 19 256 20 271 21 286 22 300 23 773T771 24 330 25 344 Exhibit"A"to Non-Associated Resolution No. 2022-0935-5022 859 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 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 Depa+tmentOffice shall notify covered retirees of this opportunity each year. 3. Years of service computed for the Retiree Subsidy Medical Plan are actual years of completed service with the City of Huntington Beach. B. Benefits: 1. The Retiree Subsidy Medical Plan includes any medical plan offered by the City to active and/or retired unrepresented/non-associated employees and retirees. 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. The 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 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 65, but will have to pay Exhibit"A"to Non-Associated Resolution No. 2022-0916-5023 860 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 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 65 or over, and neither is eligible for paid Part A of Medicare, the subsidy shall pay for Part A for each of them or the maximum subsidy, whichever is less. 3. When a retiree at age 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 65 is not eligible for paid Part A of Medicare and their spouse who is also age 65 is eligible for paid Part A of Medicare, the subsidy shall be for the retiree's Part A only. 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 65. If such retiree was covering dependents under the Plan, dependents will be eligible for COBRA continuation benefits effective as of the retiree's 65th birthday. b. Dependent coverage will be eliminated upon whichever of the following occasions comes first: 1) After 36 months of COBRA continuation coverage, or 2) When the covered dependent reaches age 65 in the event such dependent reaches age 65 prior to the retiree reaching age 65. C. At age 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 Non-Associated Resolution. 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. Exhibit'A"to Non-Associated Resolution No. 2022 09093&50?a 861 NON-ASSOCIATED EMPLOYEE PAY AND BENEFITS PROVISIONSRESOLUTION EXHIBIT 3 - 9/80 WORK SCHEDULE This work schedule is known as "9/80". The 9/80 work schedule is designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 9/80 WORK SCHEDULE DEFINED The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two 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 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. A. Forty (40) Hour FLSA Work Week The actual FLSA workweek 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 FLSA 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 M T W Th F F A 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 Exhibit"A"to Non-Associated Resolution No. 2022=090916-50 2; 862 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION D. A/B Schedule Changes FLSA exempt employees may change A/B schedules at the beginning of any pay period with supervisor or City Manager approval. E. Emergencies All employees on the 9/80 work schedule are subject to be called to work any time to meet any and all emergencies or unusual conditions which, in the opinion of the City Manager, 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 the Non-Associated Resolution, 2. Sick Leave —As stated in the Non-Associated Resolution. 3. Executive Leave — As stated in the Non-Associated Resolution. 4. Bereavement Leave —As stated in the Non-Associated Resolution. 5. Holidays =As stated in the Non-Associated Resolution. 6. Jury Duty — The provisions of the Personnel Rules shall continue to apply, however, if an FLSA exempt employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday, or on a City holiday, then the jury duty shall be considered the same as having occurred during the employees day off work, therefore, the employee will receive no added compensation. Exhibit"A" to Non-Associated Resolution No. 2022-097Fr5026 863 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT 4 --VOLUNTARY CATASTROPHIC LEAVE DONATION Guidelines 1. Purpose The purpose of the voluntary catastrophic leave donation program is to bridge employees who have been approved leave time to either return to work, long-term disability, or medical retirement. Permanent employees who accrue vacation, general leave or compensatory time may donate such leave to another permanent employee when a catastrophic illness or injury befalls that employee or because the employee is needed to care for a seriously ill family member. The leave-sharing Leave Donation Program is Citywide across all departments and is intended to provide an additional benefit. Nothing in this program is intended to change current policy and practice for use and/or accrual of vacation, general, or sick leave. 2. Definitions Catastrophic Illness or Injury - A serious debilitating illness or injury, which incapacitates the employee or an employee's family member. Family Member- For the purposes of this policy, the definition of family member is that defined in the Family Medical Leave Act (child, parent, spouse or domestic partner). 3. Eligible Leave Accrued compensatory, vacation or general leave hours may be donated. The minimum donation an employee may make is two (2) hours and the maximum is forty (40) hours. 4. Eligibility Permanent employees who accrue vacation or general leave may donate such hours to eligible recipients. Compensatory time accrued may also be donated. An eligible recipient is an employee who: • Accrues vacation or general leave; • Is not receiving disability benefits or Workers' Compensation payments; and • Requests donated leave. 5. Transfer of Leave The maximum donation credited to a recipient's leave account shall be the amount necessary to ensure continuation of the employee's regular salary during the employee's period of approved catastrophic leave. Donations will be voluntary, confidential and irrevocable. Hours donated will be converted into a dollar amount based on the hourly wage of the donor. The dollar amount will then be converted into accrued hours based on the recipient's hourly wage. An employee needing leave will complete a Leave Donation Request Form and submit it to the Department Director for approval. The Department Director will forward the form to Human Resources for processing. Human Resources, working with the department, will send out the request for leave donations. Exhibit"A"to Non-Associated Resolution No. 2022-09-16 5027 864 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Employees wanting to make donations will submit a Leave Donation Form to the Finance Department (payroll). All donation forms submitted to payroll will be date stamped and used in order received for each bi-weekly pay period. Multiple donations will be rotated in order to insure even use of time from donors. Any donation form submitted that is not needed will be returned to the donor. 6. Other Please contact the Human Resources DepaAMeR Office with questions regarding employee participation in this program. Exhibit"A"to Non-Associated Resolution No. 2022-0916-5028 865 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Voluntary Catastrophic Leave Donation Program Leave Request Form Requestor, Please Complete According to the provisions of the Voluntary Catastrophic Leave Donation Program, I hereby request donated vacation, general leave or compensatory time. MY SIGNATURE CERTIFIES THAT: • A Leave of absence in relation to a catastrophic illness or injury has been approved by my Department; and • I am not receiving disability benefits or Workers' Compensation payments. 'Name: (Please Print or Type: Last, First, MI) (Work Phone: Department: (Job Title: Employee ID#: Requester Signature. Date: (Department Director Signature of Support: ate: I Human Resources DepaftmentOffice 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 H---rn;;n o c; .rGeg Administrative Services Director 'Date signed: Signature: Please submit this form to the Human Resources Office for processing. Exhibit"A'to Non-Associated Resolution No. 2022 090946-5029 866 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Voluntary Catastrophic Leave Donation Program Leave Donation Form Donor, please complete Donor Name: (Please Print or Type: Last, First, MI) i (Work Phone: Donor Job Title: (Type of Accrued Leave: Num=Hours urs I wish to Donate: ❑ Vacation f Vacation ❑ Compensatory Time Hours of Compensatory Time ❑ General Leave Hours of General Leave I 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, comp or general leave hours to the Leave Donation Program for: Eligible recipient employee's name (Last, First, MI): I Donor Signature: (Date: Please submit to the Payroll/Finance Department. Exhibit"A" to Non-Associated Resolution No. 2022 090916-50;0 867 011? City of Huntington Beach ^J y. Non-Assoicated(NA)Proposal M cwr,nv� 3-Year Fiscal Analysis(Indefinite Term) Year 1 Year 2 Year 3 2022 2023 2024 Estimated MOU Estimated YOY Estimated YOY YOY Total Cost of Item# Union Description Rate/$ Impact Impact Impact Proposal Notes: 1 NA Term:3 years(January 1,2022 through December 31, 2024) Fiscal analysis conducted for period of January 1,2022-December 31,2024, If approved,changes to take effect the following pay period. 2a NA Salary Adjustment-Move to new range 2%increase,7 steps, Various 230,293 75.490 24,995 330,778 5%between steps. 2b NA Annual lop Step Bonus up to 3% Up to 3% - 6M1 42.5 21,288 85 713 Assume 2%due to department discretion in bonuses given 3 NA Health Insurance 9,785 11,053 - 20,837 4 NA 2 Additional Paid Holidays 18 hrs 32,806 1.060 336 34,202 Total Cost of Proposal NA 272,884 152,028 46,619 471,530 868 F CITY OF HUNTINGTON BEACH Inter-Departmental Communication L SUM Y V N TO: Honorable Mayor and City Councilmembers FROM: Brittany Mello, Administrative Services Director DATE: March 15, 2022 SUBJECT: SUPPLEMENTAL COMMUNICATION FOR ITEM NO. 20 (22-191) — ADOPT RESOLUTION NO. 2022-09 MODIFYING THE SALARY AND BENEFITS FOR NON-REPRESENTED EMPLOYEES AND APPROVE FOR INTRODUCTION ORDINANCE NO. 4250 TO AMEND SECTION 2.76.010 OF THE HUNTINGTON BEACH MUNICIPAL CODE RELATED TO EXCLUSIONS FROM COMPETITIVE SERVICE; AND, AUTHORIZE APPROPRIATION OF FUNDS This supplemental communication is to provide clarification on proposed Ordinance No. 4250, which staff is seeking City Councils approval to introduce Huntington Beach Municipal Code Section 2 76 010 lists the positions that are excluded from competitive service. also known as at-will positions This includes the Non- Associated executive management positions The list of non-represented positions has changed since the last ordinance update in November 2020 The proposed language would incorporate these changes and broaden the terminology to streamline updates when titles are modified or added Specifically rather than listing each of the assistant/deputy director positions separately. they have been compiled into the category of .Appointive Assistant/Deputy department heads" to mirror the existing language of "Appointive departments heads " cc City Clerk SUPPLEMENTAL GOM11MriUNICATION ►,leenr,a Daly �/islz.z ►,pence Clem No.. 1 yc 41 OUN"Cp�i'r Consideration of the Proposed Resolution Governing Non - Represented Employee Wages & Benefits, & Introduction of Ordinance Related to Positions Excluded from Competitive Service CITY OF HUNTINGTON BEACH CITY COUNCIL MEETING MARCH 15, 2022 ioi��NT I NGTp1 f E f Overview CF�F 0 �pUNTv CPS ► The Non-Associated Executive Management group is comprised of 21 members ► Compensation and benefits are governed by resolution ► Resolution last adopted in July 2016 ► In December 2021 , the City Council approved a successor Memorandum of Understanding (MOU) with the Management Employees' Organization (MEO) ► Historically, the Non-Associated unit has received comparable wage and benefit adjustments to MEO rr r rr Proposed Resolution rrr Non-Associated Appointed Executive Management Group ► If adopted, this resolution would have an indefinite term ► 2% wage increase ► Opportunity to earn additional step increase, and up to 3% merit- based lump sum bonus for top-step employees ► City's medical plan contribution to increase by average of -$58 / month in Year 1 , $23 / month in Year 2 ► Formal incorporation of two City-paid holidays (Christmas Eve and New Year's Eve) ► Increase maximum General Leave Cash-Out to 160 hours ► The average annual cost increase of this agreement is $ 157, 177 over a three-year period i N�NT I NGTG Proposed ordinance p ► HB Municipal Code Section 2.76.010 lists the positions that are excluded from competitive service (i.e., at-will positions) ► The list of Non-Associated positions has changed since the last ordinance update in November 2020 ► Proposed language incorporates these changes and broadens the terminology to streamline updates when titles are modified or added ► Specifically, it compiles the list of applicable positions under the heading, "Appointive Assistant/Deputy department heads," mirroring the "Appointive department heads" language Oil';': INGr City Council Options ODUNT1 GP�rr ► Adopt Resolution No. 2022-09 Modifying Salary and Benefits for Non- Represented Employees, and authorize all necessary appropriations; and, ► Approve for Introduction Ordinance No. 4250 Amending HBMC Section 2.76.010 Related to Exclusions from the Competitive Service; or, ► Do not approve the adoption of the proposed resolution or the introduction of the proposed ordinance, and direct staff accordingly. ORDINANCE NO. 4250 AN ORDINANCE OF THE CITY OF HUNTINGTON BEACH AMENDING THE HUNTINGTON BEACH MUNICIPAL CODE BY AMENDING SECTION 2.76.010 THEREOF RELATE/nas EXCLUSIONS FROM THE COMPETITIVE SERVI The Cite Council of the City of Funtington Beach does hereby ordollows SECTION I. That Section 2.76.010 of the Huntington Beach Municipal Code entitl is hereby amended to read as follows: A. Elective officers: B. City Manager: C. Assistant City Manager; D. Members of appointive boards, commissions. and committees; E. Persons engaged under contract to supply esp�ri, professional, technical or other services; F. Emergency employees who are hired to m/et the immediate requirements of the emergency; G. Employees who are employed to work a r gular schedule of less than 1040 hours in any fiscal year: H. Temporary employees; I. Appointive department heads- J. Appointive Assistant/DepUty department heads: K. Appointive Deputy City Treasurer; L. Chief Assistant Citv Attomcv: M. Deputy Community Prosecutor; N. Ambulance operators; SECTION 2. That this Ordinance shall become effective thirty (30) days after its adoption. 22-11101/277449