HomeMy WebLinkAboutSurf City Lifeguard Employees' Association (SCLEA) - 2022-05-17 2000 Main Street,
Huntington Beach,CA
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File #: 22-417 MEETING DATE: 5/17/2022
REQUEST FOR CITY COUNCIL ACTION
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Sean Joyce, Interim City Manager
VIA: Brittany Mello, Administrative Services Director
PREPARED BY: Brittany Mello, Administrative Services Director
Subject:
Introduction of the Proposed Memorandum of Understanding (MOU) Between the Surf City
Lifeguard Employees' Association (SCLEA) and the City of Huntington Beach for June 11,
2022, through June 30, 2025
Statement of Issue:
The Memorandum of Understanding (MOU) between the City of Huntington Beach and the Surf City
Lifeguard Employees' Association (SCLEA) expired on June 30, 2019. The City and SCLEA have
engaged in good-faith discussions and reached tentative agreement in May 2022 on new MOU terms
for a 3-year contract covering the period of June 11 , 2022, through June 30, 2025.
Financial Impact:
Pursuant to the terms agreed upon with SCLEA, the Finance Department estimates the total
projected average annual cost increase of the MOU to be $169,479.67 per year during the life of the
agreement.
Recommended Action:
Approve the introduction of the proposed Memorandum of Understanding between the Surf City
Lifeguard Employees' Association and the City of Huntington Beach for June 11, 2022, through June
30, 2025.
Alternative Action(s):
Do not approve the introduction of the proposed successor MOU for SCLEA employees, and direct
staff to: (1) continue to meet and confer with the Association, or (2) utilize the impasse procedures
contained within the City's Employer-Employee Relations Resolution.
Analysis:
The Surf City Lifeguard Employees' Association (SCLEA) represents approximately 200 part-time
employees in the City. Representatives for the City and SCLEA engaged in active discussions over
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File #: 22-417 MEETING DATE: 5/17/2022
an extended period, ultimately reaching tentative agreement on contract terms for a 3-year period.
Key changes in the proposed MOU include the following:
Term of Agreement
June 11, 2022, through June 30, 2025
Salary Range Adjustment
• Beginning at the start of the pay period following City Council approval, employees will shift to
a new, seven-step salary range (A - G).
• The Junior Guard Instructor I and II job classifications will be merged with the Ocean Lifeguard
I and II, respectively. The Junior Lifeguard Program Coordinator II job classification will be
eliminated, and the Junior Lifeguard Program Coordinator I will be retitled to Junior Lifeguard
Program Coordinator.
• The Ocean Lifeguard I, Il, and III, and the Junior Lifeguard Program Coordinator classifications
will be realigned based on market and internal salary ranges.
• Ail employees will be placed on the step in the new salary range that is closest to their current
base salary step without being less. In the event that this transition results in less than a two
percent (2%) wage increase, the employee will be placed onto the next nearest step.
• Employees who meet performance standards are eligible to move to the next step on the
salary range on an annual basis.
Special Assignment Pay
• Junior Guard Instructor Pay - 5% special assignment pay provided for hours worked serving
as a Junior Guard Instructor.
Holiday Pay
• Holiday Pay provided at time and a half(1.5x) for all hours worked on ten (10) recognized
holidays.
Uniform Allowance
• Equipment Stipend - $200 stipend per calendar year to replace equipment that has worn out
over time for Recurrent Ocean Lifeguards.
These key changes and all other negotiated provisions are included in the proposed Memorandum of
Understanding.
Environmental Status:
Not applicable.
Strategic Plan Goal:
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File #: 22-417 MEETING DATE: 5/17/2022
Non Applicable - Administrative Item
Attachment(s):
1. Summary of Memorandum of Understanding Modifications
2. Fiscal Impact Report
3. Proposed Memorandum of Understanding
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City of Huntington Beach
Surf City Lifeguard Employees'Association (SCLEA)
Summary of MOU Modifications
May 5, 2022
Article# Subject Proposal
Article I Term June 11, 2022—June 30, 2025
Term of MOU
Article IV Equipment Employees will receive a$200 equipment stipend per calendar year,
Uniform Allowance Stipend contingent on the employee's requalification.
Article Vill Modified Salary Effective pay period following Council approval,shift to a new master
Salary Schedule Schedule salary schedule that includes seven-steps(A—G)with five percent
(5%) between each step; and one percent(1%) between each range.
Eliminate Junior Guard Instructors I & II and Junior Lifeguard Program
Coordinator II positions; retitle Junior Lifeguard Program Coordinator
I to Coordinator. Realign classifications and pay based on internal and
market-based salary ranges,as shown in the table below.
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.
In the event that the transition to the new salary range results in
less than a 2%wage increase,the employee will be moved to the next
highest step.
This does not apply to the Junior Lifeguard Instructor Is& Its who will
be merging with the Ocean Lifeguard Is&Ils, as they will be receiving
the 5%Junior Guard Instructor Pay(described below).
Employees will have the opportunity to earn a merit-based increase
to the next step on an annual basis, provided that they meet
performance standards.
Table 1. Proposed Salary Ranges
lob,Description Rage, 8s C D E IF G
6
Ocean Lifeguard 1 125 19.24 20.20 21.21 22.27 23.38 24.55 25.78
Ocean Lifeguard II 140 22.33 23.45 24.62 25.85 27.15 28.50 29.93
Ocean Lifeguard III 156 26.19 27.50 28.87 30.31 31.83 33.42 35.09
Junior Lifeguard Program 156 26.19 27.50 28.87 30.31 31.83 33.42 35.09
Coordinator
Page 1 of 2
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SCLEA Summary of MOU Modifications—May 5, 2022
Article# Subject Proposal
Article XI Junior Guard Employees will receive 5%special assignment pay for hours worked
Special Pay Instructor Pay serving as a Junior Guard Instructor.
Article XI Holiday Pay Employees will receive Holiday Pay(1.5 times their base hourly rate)
Special Pay for all hours worked on the following holidays:
1. New Year's Day
2. Martin Luther King Birthday Holiday
3. Presidents' Day
4. Memorial Day
5. Independence Day
6. Labor Day
7. Veterans Day
8. Thanksgiving Day
9. Day After Thanksgiving
10. Christmas Day
Any day declared by the President of the United States to be a
national holiday,or by the Governor of the State of California to be a
State holiday,and adopted as an employee holiday by the City Council
of Huntington Beach.
MOU language clean up: Modernize MOU and FLSA language, and make other non-substantive
language changes.
Page 2 of 2
460 460
City of Huntington Beach
SCLEA Proposal
` Proposed Term:3 years
r�vmura u,a
Year 1 Year 2 Year 3
MOU Estimated YOY Estimated YOY Estimated YOY Total Cost of
Item# Union Description Rate/$ Impact Impact Impact Proposal Notes:
1 SCLEA Term:3 years(June 11,2022,through June 30,2025)
2 SCLEA Salary Adjustment-Move to new salary range 6%to 18% Various 311,595 59,636 67,148 438,379 Includes Junior Lifeguard
increase with 2 additional steps at 5%each Instructor I and II phase out.
Employees eligibile for merit
increases once per year.
3 SCLEA Junior Lifeguard Instructor 5%Special Pay 5% 20,259 1,013 856 22,128
4 SCLEA Equipment Stipend$200 per year $ 200 47,932 - - 47,932
5 SCLEA 7 Additional Holidays paid at 1.5x base hourly rate - - - -
Total Cost of Proposal SCLEA 379,786 60,649 68,004 508,439
461 461
MEMORANDUM OF UNDERSTANDING
BETWEEN
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION
AND
CITY OF HUNTINGTON BEACH
I N i RY 1 2018 li NE 30 2019
JUNE 11 , 2022 - JUNE 30, 2025
462 462
SCLEA MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
ARTICLE I -TERM OF MOU 1
ARTICLE II - REPRESENTATION 1
A. REPRESENTATION UNIT 1
B. EMPLOYEE AND UNION RIGHTS 1
ARTICLE III - PAYROLL DEDUCTION OF UNION DUES 2
ARTICLE IV- UNIFORM ALLOWANCE 2
A. NEW HIRES 2
B. DAMAGED UNIFORM ARTICLES 2
C. UNIFORm-RETURNING RECURRENT OCEAN LIFEGUARDS 2
D. SUNSCREEN AND LIP BALM 3
E. REPORTING OF UNIFORMS 3
ARTICLE V- PARKING PASSES 3
A. PARKING PASSES 3
B. PARKING PASS- BEFORE REQUALIFICATION 3
ARTICLE VI -ANNUAL RECURRENT OCEAN LIFEGUARD RE-QUALIFICATIONS 3
A. WORK AVAILABLE-- RETURN TO ACTIVE EMPLOYMENT 4
ARTICLE VII -ANNUAL PHYSICAL AND TECHNICAL TESTING 4
ARTICLE VIII - SALARY SCHEDULE 4
A. MODIFIED SALARY SCHEDULE 4
ARTICLE IX- RETIREMENT 6
ARTICLE X-WORK DAY; WORK WEEK 5
A. FALL,WINTER, SPRING&SPRING BREAK AND SUMMER 5
B. NOT GUARANTEE OF WORK 5
C. 1,500 HOURS 5
ARTICLE XI - SPECIAL PAY 7
A. MTJUNIOR GUARD INSTRUCTOR PAY 7
B. EMT 7
C-B. BILINGUAL PAY 6
DO. EFFECTIVE DATE OF SPECIAL PAY 6
ED. SUPEONA/COURT PAY 6
F. HOLIDAY PAY 6
463 463
SCLEA MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
ARTICLE XII - OVERTIME 7
ARTICLE XIII - MISCELLANEOUS 7
A. EMPLOYER-EMPLOYEE RELATIONS RESOLUTION 7
B. RETURN TO WORK POLICY 7
C. GRIEVANCE PROCEDURE 7
D. AB 1522-HEALTHY WORKPLACES, HEALTHY FAMILIES ACT OF 2014 8
E. DEATH RELATED BENEFITS 11
ARTICLE XIV444- CITY COUNCIL APPROVAL 10
EXHIBIT A-SALARY SCHEDULE 11
4�4 464
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Article I — Term of MOU
The City of Huntington Beach ("City") and the Surf City Lifeguards Employees' Association
("SCLEA") have reached agreement for a limited Memorandum--of--Understanding ("MOU") for
the term of danry 1, 2018June 11, 2022 — June 30, 20192025. —The parties agree to
commence negotiations on a successor MOU by not later than January 15, 2025.
The terms and conditions of employment are as follows:
Article II — Representation
A. Representation Unit
City recognizes SCLEA as the representative concerning all matters relating to
employer-employee relations including, but not limited to wages, hours, and other
conditions of employment for all employees in the "Recurrent Ocean Lifeguard"
Representation Unit, as follows:
Included: All city of Huntington_DR " UFFeRt QGean I ifeguaFd"
,—�,� o,— eac-h—��� —��
Ocean Lifeguard I, Ocean Lifeguard II, Ocean Lifeguard III ief
, Junior Lifeguard Program
Coordinator 1,
Excluded: Management Personnel, Marine Safety OffiGefsCaptetins, Ocean
Lifeguard Specialist, and all other employees.
B. Employee and Union Rights
SCLEA shall have the right to represent all employees in the "Recurrent Ocean
Lifeguard" representation unit in their employment relations with the City, including
the Meyers_Milias=Brown Act ("MMBA") "meet and confer" process.
C. Marine Safety Division will provide space for a bulletin board in the Lifeguard
Headquarters for all SCLEA members to receive information.
SCLEA MOU June 11 2022 through June 30,20251-91
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SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Article III — Payroll Deduction of Union Dues
City will continue to deduct SCLEA's monthly union dues (on a bi-weekly basis) as designated
by SCLEA, and authorized by the individual employee. SCLEA agrees to hold the City harmless
for such payroll deductions. In the event of a SCLEA fee arrangement outside of an agreement
that is in effect, SCLEA shall indemnify and hold the City of Huntington Beach harmless against
any liability arising from any claims, demands, or other action relating to the City of Huntington
Beach's compliance with SCLEA's fee obligation as stated in Government Code §3502.5.b.2.
Article IV — Uniform Allowance
A. New Hires
All new hires will be issued, at no charge, a full set of uniform articles, a444
eqt-which includes: a hat, T-shirt, jacket, shorts, men's black swimsuit,
women's red swimsuit, tear-away sweatpants, and sandals, and equipment, which
includes fins, sunglasses, and a bag.
B. Damaged Uniform Articles
The Operatinne 0"., Marine Safety Battalion Chief will replace uniform
articles and equipmentas referenced in Article IV A. that are damaged in the line
of duty or worn out by the passage of time.
C. Un;fefm--Returning Recurrent Ocean Lifeguards
Upon successful completion of the requalification process each calendar year,
returning Recurrent Ocean Lifeguards shall receive the following:
1. Uniform -The Csity shall provide each employee with one set of shorts and a
shirt. to each retUFR!Rg "ReGUFFeRt QGeaR l ifeguaF "
2. Equipment Stipend - Each employee shall receive a two hundred dollar($200)
equipment stipend to use toward replacing equipment necessary for
employment including fins, sunglasses, and bag. This stipend shall be
provided the pay period following requalification.
SCLEA MOU daRuwy -'0'8June 11.2022 through June 30,20254-92
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SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
D. Sunscreen and Lip Balm
The Csity shall provide Sun Protection Factor (SPF) 15 or higher sunscreen and
lip balm to all SCLEA members.
E. Reporting of Uniforms
For each CalPERS employee, the City will report to the California Public
Employees' Retirement System (CalPERS), the average annual cost of uniforms
provided as special compensation in accordance with Title 2, California Code of
Regulations, Section 571(a)(5). The average annual cost of uniforms provided
shall include uniforms issued and article replacements during a payroll calendar
year. Reporting shall not include personal protective equipment, unless otherwise
permitted in accordance with CalPERS law.
1. This section shall not apply to new members of this unit who are designated by
CalPERS as "new members" in accordance with GC Section 7522.04 (f) and
whose "Pensionable Compensation" is subject to the provisions of GC Section
7522.34.
Article V — Parking Passes
A. Parking Passes
Parking passes will be issued to "Recurrent Ocean Lifeguards" who pass the
annual re-qualification exam.
B. Parking Pass - Before Requalification
Before the re-qualification process has been completed:
1. A parking pass will be provided to recurrent employees who are called to work;
and,
2. Recurrent employees who come to the beach to train may obtain a temporary
pass for that day from the Marine Safety
Battalion Chief.
Article VI — Annual Recurrent Ocean Lifeguard Re-qualifications
SCLEA MOU June 11.2022 through June 30,20254-93
467 467
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
A. Work Available -- Return to Active Employment
If there is work available, and if the "Recurrent Ocean Lifeguard" meets the
following criteria, the "Recurrent Ocean Lifeguard" shall be returned to active
employment for the following season:
1. The employee performance evaluations meet Marine Safety Division (MSD)
standards;
2. The employee did not resign or was not terminated from employment with the
City;
3. The employee completed the existing minimum hour working standard;
4. The employee has successfully completed the yearly re-qualification exam;
5. The employee has successfully completed and responded by the dates
designated in the recurrent spring questionnaire.
Article VII — Annual Physical and Technical Testing
A. The City will continue to provide annual physical and technical testing of"Recurrent
Ocean Lifeguards."-All unit employees will receive recertification training and skills
testing each year during the annual requalification process. The actual number of
minimally required training hours will be determined annually by Marine Safety
Division Administration.
B. The City willte provide annual skin cancer screening examinations to all unit
employees to be conducted by a medical facility selected by the City at Lifeguard
HeadquartersQ or Junior Guard Headguarters4. Unit employees who are
screened off duty will be paid one (1) hour of compensation at the employee's base
hourly rate of pay.
Article VIII — Salary Schedule
A. Modified Salary Schedule
SCLEA MOU daadaFy 4.2 June 11.2022 through June 30,20254.94
468 468
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Effective the beginning of the pay period following City Council final approval,
employees in all classifications will be moved to the new step WhiGh GGrFespends
to choir nUrront base hourly rate of pa, a new salary schedule as set forth below
and in Exhibit A:
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 iob classification has been assigned a salary range, incorporating the
following classification changes:
a. All Junior Lifeguard Instructor Is will be reclassified to Ocean Lifeguard
Is.
b. All Junior Lifeguard Instructor lls will be reclassified to Ocean Lifeguard
Ils.
c. Junior Lifeguard Program Coordinator I is retitled to Junior Lifeguard
Program Coordinator.
d. Junior Lifeguard Program Coordinator II is eliminated.
e. All employees in the classifications of Junior Lifeguard Instructor I and 11
at the time of this MOU approval, will retain the opportunity to work as a
Junior Lifeguard Instructor, provided they pass the annual requalification
process and are an employee in good standing.
The Fire Department reserves the right to reassign an employee working
as a Junior Lifeguard Instructor during the normal Junior Lifeguard
program summer schedule for public safety to ensure operational
readiness.
5. Each employee will be placed on a salary step by:
a. Locating the step on their classification's assigned salary range that is
nearest to their base salary step without being less.
b. In the event that 5a. above results in less than a two percent (2%) wage
increase, the employee will move one step higher. This provision does
not apply to current Junior Guard Instructor Is and Ils.
SCLEA MOU June 11,2022 through June 30,20254-95
469 469
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Once placed on the new, seven-step salary schedule, all Active Duty employees
will b_eeligible to move to the next step on an annual basis upon receipt of a
satisfactory performance evaluation. This provision does not apply to employees
on Reserve status.
not be irnpaeted.
Fop employees GUrrently on Step EiNew Step 1), enly these hA--rc; 4AfnrkPd f4A"AM0419
the beginning of the pay peFied following final Gity CeunGil appFeval of the wage
rwE)FkS fGFeingihility feF a meFit Step
+nGrease. T
in aRy event, ne e nleGe fR aRy Gla 7si inrJ c�..7"of the ffe Gt!VP- da4te A- CfTi'.c7
PFOViSiOR shall be eligible R)F movement to th,-z step until after he,hs
hasF,et the-regtred—one—yeaF 1R sew:
Article IX — Retirement
All employees not eligible for enrollment in the California Public Employees' Retirement System
(CaIPERS) shall be enrolled in the Public Agency Retirement Services (PARS).
All PARS contributing employees of this unit shall pay 7.5% towards the PARS contribution.
Article X — Work Day; Work Week
A. Fall, Winter, Spring & Spring Break and Summer
City shall establish work schedules for Fall, Winter, Spring & Spring Break,
Summer and other schedules as needed.
B. Not a Guarantee of Work
Neither this provision nor any work schedule shall constitute a guarantee of work
(either daily or weekly) for"Recurrent Ocean Lifeguards."-
C. 1,500 Hours
SCLEA MOU daRWaFy 4-,-4miune 11.2022 through June 30,20254-96
470 470
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
An employee represented by the SCLEA may work up to one thousand five
hundred (1,500) hours in a twelve-month (12-month) period. The 12-month period
shall be based on a City payroll calendar year. An employee shall not work more
than 1,500 hours in this 12-month period.
Article XI — Special Pay
A. Junior Guard Instructor Pav
Employees in the classifications of Ocean Lifeguard I, II, and III shall receive an
additional five percent (5%) per hour above their base hourly rate of pay for all
hours worked in the Junior Guard Program.
A-B. EMT
1. Employees who maintain certification as Emergency Medical Technicians
("EMTs") according to State of California regulations and Orange County EMT
policy in the classifications of Ocean Lifeguard I and, ,
_Junior Lifeguard Program Coordinator-and drier
shall receive an additional five percent (5%)
per hour above their base hourly rate of pay. _It is the employee's responsibility
to maintain the EMT certification and to have a current EMT Certification on
file. [This pFeyi6inn honnmo effeGtiye HRe 30, ('1't.41
, 7
2. Employees in the classifications of Ocean Lifeguard II and Ocean Lifeguard III
shall not be eligible for EMT special pay._ Employees in these classifications
shall be paid their base hourly rate for the 24 hours of required bi-annual re-
certification. The hours paid/worked during the bi-annual EMT re-certification
course shall not count towards satisfying the minimum hour requirement for
reserve status. [This . FGViSiGR facs�,e—e#est,ve—fGr- all ro_r.a.dif«-,+i,..,�
&C. Bilingual Pay
SCLEA employees, who use their bilingual skill as part of their job assignment,
shall be paid an additional five percent (5%) over their base hourly rate of pay.
SCLEA MOU daaaaFy*-284-3June 11,2022 through June 30,2025197
471 471
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Employees shall be tested and certified by the Human Resources D*FeGteF Division
as to their language proficiency in order to be eligible for said compensation.
Eligibility for bilingual pay shall be limited to the following languages: Spanish,
Vietnamese, French, German, Japanese,and American Sign Language.
4a:D. Effective Date of Special Pay
All special pay shall be effective the beginning of the first full pay period following
certification and verification as approved by the Department Head/Fire Chief or
designee.
4;-.E. Subpoena/Court Pay
Unit employees required/subpoenaed to attend proceedings that occur either on
unscheduled work days and/or outside of scheduled work hours, which are directly
related to Marine Safety employment, will be paid at the employee's base hourly
rate for time in attendance at said proceedings.
F. Holiday Pay
Employees shall receive one and a half times (1.5x) their base hourly rate of pay
for all hours worked on the following holidays:
1. New Year's Day
2. Martin Luther King Birthday Holiday
3. Presidents' Day
4. Memorial Dav
5. Independence Dav
6. Labor Day
7. Veterans Day
8. Thanksgiving Day
9. Day After Thanksgiving Day
10.Christmas Day
Any day declared by the President of the United States to be a national holiday, or
by the Governor of the State of California to be a State holiday, and adopted as an
employee holiday by the City Council of Huntington Beach.
SCLEA MOU daRuaq 1,2018June 11,2022 through June 30,2025498
472 472
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Article XII — Overtime
A. All unit employees shall be compensated at time and one half the regular rate of
pay for all hours worked in excess of forty (40) hours per week.
R. EffPGtiVe the fiFSt GaleRdaF date of the named holidays G9mmeRGing 6ub6equent to
Ginty GOURGil app Feyal of thus agFeement, empleyeessshall receive 1.5 tomes their
Memorial Day, indepeR.deRGe Day and Laber Day. Employees who meet OF eXGeed
4.5 times theiF base heuFly Fate of pay feF all hE)uF6 worked on the G.ty .Obse-pied
Helidays (Ale `teuble_tome and ene_ha!92 5).
Article XIII — Miscellaneous
A. Employer-Employee Relations Resolution
During the term of the agreement, the City and SCLEA agree to update the
Employee-Employer Relations Resolution to reflect current State law.
B. Return to Work Policy
The City and the Association agree to the implementation of an Administrative
Regulation for a Return to Work / Transition Duty Program for employees who
experience industrial and non-industrial injury or illness.
C. Grievance Procedure
For the purpose of this procedure, a grievance is specifically defined as a dispute
concerning the interpretation or application of any provision of the Memorandum
of Understanding or any departmental rule governing personnel practices or
working conditions. The grievance procedure shall consist of the following steps,
SCLEA MOU daeuwy—,—gG °June 11.2022 through June 30,2025499
473 473
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
each of which must be completed prior to any request for further consideration of
the matter unless otherwise provided herein:
Step 1. If a SCLEA employee feels that he-hasthey have a grievance, as defined in C
above, he eF shethey may request a meeting with #is-their immediate Marine
Safety I ieuteRant Battalion Chief within ten (10) calendar days after the
employee becomes aware or reasonably should have become aware of the
subject matter of the grievance. The Marine Safety ' icon Battalion Chief,
within five (5) calendar days of such request, shall meet with the employee when
so requested and discuss the grievance in an effort to clarify the issue and work
toward a cooperative settlement or resolution of the dispute. The Marine Safety
ion tepant Battalion Chief shall present, verbally and in writing, their#is decision
to the employee within five (5) calendar days from the time of the informal
discussion.
Step 2. If the grievance is not settled under Step 1, the grievance may be presented to
the Marine Safety Division Chief. The grievance shall be submitted within five
(5) calendar days after receipt of the written decision from Step 1. Within five (5)
days after receipt of the written grievance, the Marine Safety Division Chief shall
meet with the employee and their#+s immediate supervisor, if any. Within five (5)
calendar days thereafter, a written decision shall be given to the employee from
the Marine Safety Division Chief.
Step 3. If the grievance is not settled under Step 2, the grievance may be presented to
the Department Director/Fire Chief or designee. The grievance shall be
submitted within five (5) calendar days after receipt of the written decision from
Step 2. Within five (5)days after receipt of the written grievance, the Department
Director/Fire Chief or designee shall meet with the employee and #is/#ertheir
immediate supervisor, if any. Within five (5) calendar days thereafter, a written
decision shall be given to the employee from the Department Director/Fire Chief
SCLEA MOU daauaq 4-20a-gJune 11,2022 through June 30,20254-910
474 474
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
or designee. The decision by the Department Director/Fire Chief or designee
shall be considered final and shall end the grievance procedure.
In the event the grievant does not comply with the time limits imposed by this Article, the
decision is deemed final and the grievance process shall end.
D. AB 1522 — Healthy Workplaces, Healthy Families Act of 2014
The City agrees to provide unit members with paid sick leave benefits in
accordance with state law.
E. Death Related Benefits
In the event a SCLEA unit member expires while engaging in the performance of
4+s/ their duties in the course and scope of #+&/ their work; and should
#is/ their beneficiaries/survivors be entitled to death-related benefits in
accordance with State of California Workers' Compensation law, the City agrees
to provide the named beneficiary designated to receive the employee's final pay
warrant as the beneficiary for a one-time final expense stipend of$10,000._ Such
stipend shall be in addition to, and not in lieu of, any death-related and/or other
benefits his�their beneficiaries/survivors may be entitled to under State of
California Workers' Compensation law. Such stipend payment to the beneficiary
is not life insurance and is subject to the appropriate treatment under Internal
Revenue Service regulations.
SCLEA MOU danuaFy'-�June 11.2022 through June 30,20254-911
475 475
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Article XIV44 — City Council Approval
It is the understanding of the City and SCLEA that this MOU has no force or effect whatsoever
unless and until adopted by Resolution of the City Council of the City of Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding
this day of 20224-9.
City of Huntington Beach Surf City Lifeguard Employees' Association
(A Municipal Corporation)
By: By:
From A 1ArileenSean Joyce Katherine Yasko
Interim City Manager SCLEA President
By: By:
Lori Ann FaRell 1-aKicnnTravis Hopkins Pe+�iGhSean McGlynn
Assistant City Manager Negetiatinns -reain.ZCLEA Vice President
By: By:
Brittany Mello Carey A:Adam Miller
Administrative Services Director-of SCLEA Attorney
By:
Make BawmgaFtn 4Scott Haberle
Fire Chief
j9ARR Approved as to form:
Bw
Sandy Hendeffien Michael E. Gates
Censer Human ReseuF ee Analy
st City Attorney
SCLEA MOU danuaFl-244l8June 11.2022 through June 30,20254-812
476 476
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION ("SCLEA")
EXHIBIT A- SALARY SCHEDULE
Effective the Beginning of the Pay Period Following City Council Final Approval
owe 61acs+fisati, A .
02444i� n,.eaR L ifeg aF i cry 46479 17 67 18-65 39 AR 20 66
02WA584 OEean -guard!" SGk415 20.23 21.34 22.52 23.75 24:94
0246 SCk398 17.87 48$6 49.89 20.98 22.83
924�7�9573 cry 20.23 21.34 22 52 23.75 24.94
9258{8477- cry25.32 26;:71 2847 29 7A R1;1
0236/04 5CL488 29-12 30.72 1 32.41 34.29
;)ob No Job Description" Ran e A B C
_.. E F G
a.
0244/0521 Ocean Lifeguard 1 125 19.24 20.20 21.21 22.27 23.38 24.55 25.7t
0248/0504 Ocean Lifeguard II 140 22.33 23.45 24.62 25.85 27.15 28.50 29.9:
0249/0439 Ocean Lifeguard III 156 26.19 27.50 28.87 30.31 31.83 33.42 35.0�
0250/0477 Junior Lifeguard 156 26.19 27.50 28.87 30.31 31.83 33.42 35.0�
Program Coordinator
SCLEA MOU daR ap June 11.2022 through June 30,20251313
477 477