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City of Huntington Beach 92648
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File#: 22-956 MEETING DATE: 11/15/2022
REQUEST FOR CITY COUNCIL ACTION
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Al Zelinka, City Manager
VIA: Brittany Mello, Administrative Services Director
PREPARED BY: Brittany Mello, Administrative Services Director
Dahle Bulosan, Chief Financial Officer
Subject:
Approve the Classification and Compensation Study Implementation Plan by adopting
Resolutions No. 2022-70, 2022-71, 2022-72, 2022-73, and 2022-74 related to Side Letters of
Agreement with the Huntington Beach Municipal Teamsters (HBMT), Management Employees'
Organization (MEO), Marine Safety Management Association (MSMA), Surf City Lifeguard
Employees' Association (SCLEA), and Fire Management Association (FMA); and by adopting
Resolution No. 2022-76 modifying salary and benefits for appointed Non-Associated (NA)
employees; and approve Amendment No. 1 to the Employment Agreement between the City of
Huntington Beach and Scott Haberle; and adopt Resolution 2022-75 related to a Side Letter of
Agreement with Huntington Beach Firefighters' Association (HBFA) regarding the Retiree
Medical Trust
Statement of Issue:
The City has completed a large-scale Classification and Compensation Study that reviewed the City's
job classifications to ensure that positions are still meeting the operational needs of the organization;
that job families are logical and provide clear promotional ladders; and that the number of stand-
alone classifications are reduced. Additionally, a compensation study was conducted to review how
the City's compensation plan compared to other agencies in our employment market. The proposed
implementation plan would simplify and modernize the City's job classifications, improve internal
alignment, and bring jobs found to be behind in compensation up to the employment market average.
These efforts will improve employee recruitment and retention in support of the City's mission as a
service organization.
Financial Impact:
The total cost of the proposed side letters of agreement with HBMT, MEO, FMA, and NA is
$1,347,113, which is a sum that will be spread across multiple fiscal years as employees earn their
annual merit-based salary adjustment. The side letters of agreement with MSMA and SCLEA have
no associated costs, as they contain only classification modifications. Finally, the side letter of
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agreement with HBFA also has no associated costs related to updating the Retiree Medical Trust
(RMT) leave bank contributions when an employee separates from the City; FMA is also updating
their RMT contributions at no cost to the City.
Recommended Action:
A) Adopt Resolution No. 2022-70, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City and
the Huntington Beach Municipal Teamsters (HBMT) by Adopting the Side Letter of
Agreement" (Attachment 1); and
B) Adopt Resolution No. 2022-71, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City and
the Huntington Beach Management Employees' Organization (MEO) by Adopting the Side Letter of
Agreement" (Attachment 2); and
C) Adopt Resolution No. 2022-72, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City and
the Huntington Beach Marine Safety Management Association (MSMA) by Adopting the Side Letter
of Agreement" (Attachment 3); and
D) Adopt Resolution No. 222-73, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City and
the Surf City Lifeguard Employees' Association (SCLEA) by Adopting the Side Letter of
Agreement" (Attachment 4); and
* E) Adopt Resolution No. 2022-74, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City and
the Huntington Beach Fire Management Association (FMA) by Adopting the Side Letter of
Agreement" (Attachment 5); and
F) Adopt Resolution No. 2022-76, "A Resolution of the City Council of the City of Huntington Beach
Modifying Salary and Benefits for Non-Represented Employees by Adding or Amending
Classifications and Compensations for Various Positions" (Attachment 6); and
G) Approve and authorize the City Manager to execute, "Amendment No. 1 to the Employment
Agreement between the City of Huntington Beach and Scott Haberle" (Attachment 7); and
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H) Adopt Resolution No. 2022-75, "A Resolution of the City Council of the City of Huntington Beach
Amending the Memorandum of Understanding Between the City and the Huntington Beach
Firefighters'Association (HBFA) by Adopting the Side Letter of Agreement" (Attachment 8); and
ti 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
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classifications. This will assist in identifying promotional opportunities within and across
departments, and allow for additional cross-training and succession planning.
The City Council approved compensation increases as part of the new Memoranda of Understanding
(MOUs)adopted in December 2021 through January 2022, as well as in June 2022 with SCLEA.
Incorporated into these MOUs was the transition to a new master salary schedule that helped to
standardize compensation across the various associations by creating salary ranges that are 1%
apart with seven pay steps that are 5% apart and placing all positions onto a set salary range.
Adopting this salary schedule was instrumental in being able to evaluate the City's compensation
plan in relation to the market and to propose highly targeted pay adjustments to bring jobs into
alignment with the market.
Salary data was first collected in July 2021, and then the data was aged as of January 2022 and
again as of July 2022 to give us a clear, updated snapshot of the market. As of July 2021, more than
41%of positions were considered "market outliers,"defined as falling more than 5% behind the
market average for that position. With the majority of the new MOUs in effect as of January 2022,
only 16%of positions remained more than 5% behind the market. However, the market showed
significant movement in the first six months of 2022, and as of July 2022, 21% of positions were
identified as market outliers.
After receiving authorization from the City Council in Closed Session, Human Resources began the
meet and confer process with the impacted associations to finalize the proposed Classification and
Compensation implementation plan. Individual employees could submit comments through their
association representatives or by submitting a Request for Reconsideration. These employees met
with the consultant to review their request for retitling, reclassification, or compensation adjustments
based on available market data. The final determinations from the Request for Reconsideration
process were incorporated into the proposed implementation plan where appropriate and feasible.
The proposed Classification and Compensation implementation plan includes adjustments across the
City's eleven (11)departments, including some changes that impact multiple departments, as follows:
Department New Merged Modified Deleted Total
Classifications Classifications Classifications Classifications
and/or Pay Ranges
Cross-Departmental - - 7 5 12
City Attorney - - 5 3 8
City Clerk - - 3 - 3
City Manager 1 - 6 1 8
City Treasurer - - - - -
Administrative 1 8 11 9 29
Services
Community 1 2 17 3 23
Development
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Community&Library 2 2 13 8 25
Services
Finance - 5 6 5 16
Fire 1 - 12 - 13
Police 1 2 10 7 20
Public Works 2 38 36 14 90
Total 9 57 126 55 247
If approved by City Council, Human Resources staff will continue to meet with the impacted
associations and department leadership to finalize the job classification specifications for each of the
new, merged, or modified classifications. Then,these classification specifications will be presented
to the Personnel Commission for review and approval. Additionally, Human Resources and the
Finance Department will work diligently over the next few months to implement the changes in our
internal systems. The effective date for the proposed Classification and Compensation
implementation plan is February 4, 2023.
The Non-Associated (non-represented)classification adjustments include changes proposed by the
City Manager to strengthen the City's Executive Leadership Team, ensure adequate retention and
succession exists consistent with City Council objectives,and expand existing roles into additional
city management focus areas. If approved, City Manager Zelinka will be describing these proposed
changes in greater detail during his"City Manager's First 100 Day Report"at the November 29, 2022,
Special City Council Meeting. The proposed adjustments contemplate upgrading four current
classifications; creating one new classification; modifying one title; adjusting compensation for a set
number of classification to be brought into alignment with the market average; and amending one
employment agreement to receive an existing Education Incentive Pay and Longevity Pay benefits
from the FMA MOU, providing additional parity with Fire Management
In October 2020, HBFA and FMA joined a retiree medical plan administered by the PORAC Retiree
Medical Trust (RMT), which provides the opportunity to contribute funds into a pre-tax plan for
medical expenses to use after separation or retirement from the City. Both the Police Officers'
Association and Police Management Association participate in the RMT as well. An association's
contributions into the RMT can be periodically amended by a vote of its members. Both HBFA and
FMA have voted to adjust their leave bank contributions into the RMT upon separation. These
modifications come at no cost to the City.
The total cost of the proposed side letters of agreement with HBMT, MEO, and FMA is$1,050,000,
over the course of multiple years as employees earn their annual, merit-based salary adjustments.
The side letters of agreement with MSMA and SCLEA have no associated costs, as they contain only
classification modifications. Actions related to Non-Associated employees, including adoption of
Resolution No.2022-75 and Amendment No. 1 to the Employment Agreement is estimated at a total
cost of$297,113, also realized over multiple years as employees earn their annual merit-based
salary adjustments.
Environmental Status:
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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
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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
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 June 7, 2022, the City Council of Huntington Beach adopted Resolution
No. 2022-30 approving the MOU between the City and SCLEA through the term ending June 30,
2025, which transitioned all classifications to a new master salary schedule with pay ranges that
are one percent (1%) apart and consist of seven (7) steps that are five percent (5%) apart that
provides additional flexibility in assigning pay ranges and creates greater alignment across
associations; and,
WHEREAS, the City's Human Resources Division, with assistance from Public Sector
Personnel Consultants, has met and conferred with the impacted associations and individual
employees through the Request for Reconsideration process; and the proposed Classification and
Compensation Study implementation plan improves internal alignment, more clearly defines
career ladders, and brings classifications whose pay range maximums were behind the market
average of similar positions in the City's employment market as close to market average as feasible
within the authorized budget and constraints of the City's existing classification and compensation
plan; and,
Subsequent to the adoption of the MOU, the City of Huntington Beach and SCLEA has
met and conferred and agreed to changes, corrections, and clarifications to the MOU that are
reflected in a Side Letter of Agreement attached hereto as Exhibit A and incorporated herein by
this reference.
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Huntington Beach as follows:
1. The Side Letter of Agreement attached hereto as Exhibit A is approved and adopted.
2. The Side Letter of Agreement amends the MOU between the City of Huntington Beach
and SCLEA.
RESOLUTION NO. 2022-73
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., 022. , ;
i!FTI y - •1
Mayor
W N PRO ED: APPROVED T ORM:
City Mana Attorney Au
INITIATED AND APPROVED:
.T1
Director of Administrative Services
2
22-12109/295110
Resolution No. 2022-73
Exhibit "A"
SIDE LETTER OF AGREEMENT
BETWEEN
THE CITY OF HUNTINGTON BEACH
AND THE
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Representatives of Surf City Lifeguard Employees' Association (SCLEA) and the City of
Huntington Beach (City) have negotiated this Side Letter of Agreement to modify the
following sections of the SCLEA MOU dated June 11, 2022, through June 30, 2025:
ARTICLE II — REPRESENTATIONAL UNIT/CLASS
The City of Huntington Beach proposes to modify the following classifications in the
City's Classification Plan and the SCLEA MOU (see Exhibit A— Salary Schedule):
MODIFIED CLASSIFICATIONS
Current Job Title New Job Title
Ocean Lifeguard I Ocean Lifeguard
Ocean Lifeguard II Senior Ocean Lifeguard
Ocean Lifeguard III Supervising Lifeguard
All references to the prior job titles throughout the SCLEA MOU shall be replaced with
the new job titles and remain in full effect.
The parties agree that this side letter agreement will take effect on the pay period
beginning February 4, 2023. If the City is unable to complete implementation of these
changes by this pay period due to competing year-end priorities, the parties agree that
these changes will be retroactive to the pay period beginning February 4, 2023.
The parties agree that some of the above classifications are new and that the class
specifications and minimum qualifications have not been completed. The parties agree
to meet and confer on these class specifications and minimum qualifications before final
implementation of the new classifications.
The parties agree that the policies and procedures surrounding the addition of new full-
time equivalent authorized positions and positional adjustments via the budgeting
process remain in effect. The creation of a new job classification does not equate to a
new authorized position, nor an upgrade to an existing position, and that if and when a
position is added or upgraded, the policies surrounding the promotional process remain
in effect.
The parties agree that the implementation of this side letter will not change the
anniversary date of employees that are being reclassified or retitled. Employees will
receive their merit-based step advancement on their current anniversary date, in
accordance with the Personnel Rules.
The parties agree that no incumbent employee shall be required to serve a probationary
period as a result of being reclassified, retitled, or placed under new supervision or a
new reporting relationship as a result of this implementation.
The parties agree that if a classification that has been merged or modified is listed
elsewhere in the MOU, those sections will continue to remain in full effect.
The parties agree that all of the intended additions or deletions of SCLEA positions are
encompassed in this side letter agreement. If the City proposes any further additions
and/or deletions to SCLEA positions following the adoption of this agreement, the
parties agree to meet and confer on those matters.
Side Letter Implementation
Should the MOU between SCLEA and the City of Huntington Beach continue beyond
June 30, 2025, either through a successor MOU or an extension of the current MOU, all
terms and conditions of this side letter shall remain in full force and effect unless
changes are mutually agreed to by both parties.
IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to
be executed by and through their authorized officers on 1\1VV'?4' lbe-I .I 15, 2022 .
City f tington Beach Surf City Lifeguard Employees'
Association
By. By.
Al Zelink Kat erine Yasko
City Manag Presiden
By: By:
Travis Hopkins Sean McGlynn
Assistant City Manager Vice President
By: Vb
. ( Y
Brittany Mello
Administrative Services Director
APPROVED AS •
Mich Gates V/
Cit ttorney
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
EXHIBIT A— SALARY SCHEDULE
Job Description Range A BCD E F G
Ocean Lifeguard 125 19.24 20.20 21.21 22.27 23.38 24.55 25.78
Senior Ocean Lifeguard 140 22.33 23.45 24.62 25.85 27.15 28.50 29.93
Supervising Ocean Lifeguard 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
Res. No. 2022-73
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
6-0-14ft, 9,dbil214.4-u)
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
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(KALNI>G,L- 2E-tt.,trSL��
2000 Main Street,
Huntington Beach, CA
_ City of Huntington Beach 92648
F�
File #: 22-462 MEETING DATE: 6/7/2022
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:
Adopt Resolution No. 2022-30 approving and implementing the 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, reaching 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. The MOU was
approved for introduction at the May 17, 2022, meeting, and pursuant to the City's municipal code, is
being brought back for formal consideration by the City Council.
Financial Impact:
Pursuant to the terms agreed upon with SCLEA, the Finance Department estimates the average
annual cost increase of the MOU to be $169,479.67 per year during the life of the agreement.
Recommended Action:
A) Adopt Resolution No. 2022-30, "A Resolution of the City Council of the City of Huntington Beach
Approving and Implementing the Memorandum of Understanding Between the Surf City Lifeguard
Employees' Association and the City of Huntington Beach for June 11, 2022, through June 30, 2025;"
and,
B) Authorize appropriations for all costs related to implementation of Resolution No. 2022-30.
Alternative Action(s):
Do not adopt the Resolution approving the 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.
City of Huntington Beach Page 1 of 3 Printed on 6/1/2022
powerlJQKB�Legistar—
File #: 22-462 MEETING DATE: 6/7/2022
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
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
II, respectively and I. 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, II, and III, and the Junior Lifeguard Program Coordinator classifications
will be realigned based on market and internal salary ranges.
• 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 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 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:
Non Applicable - Administrative Item
City of Huntington Beach Page 2 of 3 Printed on 6/1/2022
powerlQy Legistar—
File #: 22-462 MEETING DATE: 6/7/2022
Attachment(s):
1. Summary of Memorandum of Understanding Modifications
2. Fiscal Impact Report
3. Resolution No. 2022-30
4. Memorandum of Understanding - Exhibit "A"
5. PowerPoint Presentation
City of Huntington Beach Page 3 of 3 Printed on 6/1/2022
powerlQ(6�Legistar""
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
Job Description Range A B C D E F G
Ocean Lifeguard 1 125 19.24 20.20 21.21 22.27 23.38 24.55 25.78
Ocean Lifeguard 11 140 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
1003
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
1004
City of Huntington Beach
SCLEA Proposal
MU,T1N4TpN BF�tCN p Pro osed Term:3 years
1ti
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
1005
RESOLUTION NO. 2022-30
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
APPROVING AND IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY AND THE SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION
(SCLEA) FOR JUNE 11, 2022 THROUGH JUNE 30, 2025
The City Council of the City of Huntington Beach does resolve as follows:
The Memorandum of Understanding between the City of Huntington Beach and the Surf
City Lifeguard Employees' Association (SCLEA), a copy of which is attached hereto as Exhibit
"A" and by reference made a part hereof, is hereby approved and ordered implemented in
accordance with the terms and conditions thereof, and the City Manager is authorized to execute
this Agreement. Such Memorandum of Understanding shall be effective for the term of June 11,
2022 through June 30, 2025.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular
meeting thereof held on the 71h day of June.
Mayor
REVIEWED AND APPROVED: APPROVED AS TO FORM:
City Manager it Attorney
INITIATED AND APPROVED:
Director of Administrative Services
MEMORANDUM OF UNDERSTANDING
BETWEEN
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION
AND
CITY OF HUNTINGTON BEACH
JUNE 11 , 2022 - JUNE 30, 2025
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. 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 REQUALIFICATION 4
A. WORK AVAILABLE-- RETURN TO ACTIVE EMPLOYMENT 4
ARTICLE VII - ANNUAL PHYSICAL AND TECHNICAL TESTING 4
ARTICLE VIII - SALARY SCHEDULE 5
A. MODIFIED SALARY SCHEDULE 5
ARTICLE IX- RETIREMENT 6
ARTICLE X-WORK DAY; WORK WEEK 6
A. FALL,WINTER, SPRING&SPRING BREAK AND SUMMER 6
B. NOT GUARANTEE OF WORK 6
C. 1,500 HOURS 6
ARTICLE XI - SPECIAL PAY 7
A. JUNIOR GUARD INSTRUCTOR PAY 7
B. EMT 7
C. BILINGUAL PAY 7
D. EFFECTIVE DATE OF SPECIAL PAY 8
E. SUBPOENA/COURT PAY 8
F. HOLIDAY PAY 8
1
SCLEA MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
ARTICLE XII - OVERTIME 9
ARTICLE XIII - MISCELLANEOUS 9
A. EMPLOYER-EMPLOYEE RELATIONS RESOLUTION 9
B. RETURN TO WORK POLICY 9
C. GRIEVANCE PROCEDURE 9
D. AB 1522-HEALTHY WORKPLACES, HEALTHY FAMILIES ACT OF 2014 10
E. DEATH RELATED BENEFITS 10
ARTICLE XIV- CITY COUNCIL APPROVAL 12
EXHIBIT A- SALARY SCHEDULE 13
ii
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Article 1 — 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 June 11, 2022 — June 30, 2025. 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: Ocean Lifeguard 1, Ocean Lifeguard 11, Ocean Lifeguard III, Junior
Lifeguard Program Coordinator.
Excluded: Management Personnel, Marine Safety Captain, 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 30,2025 1
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, which
include: a hat, T-shirt,jacket, shorts, men's black swimsuit, women's red swimsuit,
tear-away sweatpants, sandals, and equipment, which includes: fins, sunglasses,
and a bag.
B. Damaged Uniform Articles
The Marine Safety Battalion Chief will replace uniform articles as referenced in
Article IV A. that are damaged in the line of duty or worn out by the passage of
time.
C. 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 City shall provide each employee with one set of shorts and a
shirt.
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 June 11,2022 through June 30,2025 2
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
D. Sunscreen and Lip Balm
The City 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 requalification exam.
B. Parkinq Pass - Before Requalification
Before the requalification 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.
SCLEA MOU June 11,2022 through June 30,2025 3
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Article VI — Annual Recurrent Ocean Lifeguard Requalification
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
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 requalification 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 will provide annual skin cancer screening examinations to all unit
employees to be conducted by a medical facility selected by the City at Lifeguard
Headquarters or Junior Guard Headquarters. Unit employees who are screened
off duty will be paid one (1) hour of compensation at the employee's base hourly
rate of pay.
SCLEA MOU June 11,2022 through June 30,2025 4
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Article VIII — Salary Schedule
A. Modified Salary Schedule
Effective the beginning of the pay period following City Council final approval,
employees in all classifications will be moved to 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 job 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 Its 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 11 is eliminated.
e. All employees in the classifications of Junior Lifeguard Instructor I and II
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.
SCLEA MOU June 11,2022 through June 30,2025 5
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
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.
Once placed on the new, seven-step salary schedule, all Active Duty employees
will be eligible 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.
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
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.
SCLEA MOU June 11,2022 through June 30,2025 6
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Article XI — Special Pay
A. Junior Guard Instructor Pay
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.
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, 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.
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.
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.
Employees shall be tested and certified by the Human Resources 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.
SCLEA MOU June 11,2022 through June 30,2025 7
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
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.
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 Day
5. Independence Day
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 June 11,2022 through June 30,2025 8
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.
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,
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 they have a grievance, as defined in C above,
they may request a meeting with their immediate Marine Safety 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 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 Battalion Chief shall present, verbally and in writing,
SCLEA MOU June 11,2022 through June 30,2025 9
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
their 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 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 their 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 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
their duties in the course and scope of their work; and should their
beneficiaries/survivors be entitled to death-related benefits in accordance with
State of California Workers' Compensation law, the City agrees to provide the
SCLEA MOU June 11,2022 through June 30,2025 10
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
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 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 June 11,2022 through June 30,2025 11
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Article XIV - 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 �un� 2022.
City of Huntington Beach Surf City Lifeguard Employees' Association
(A Municipal Corporation)
1;�B By:
Sean Joy e atherine Yasko
Interim City Ma ager 7EA President
B �L B :
Travis Hop ins Sean McGlynn
Assistant City Manager SCLEA Vice President
By: &WX&:C By:
Brittany Mello Adam Miller
Administrative Services Director SCLEA Attorney
By:
Scott Haberle /
Fire Chief
Approved as to for
Michael E. Gates
City Attorney
COUNTERPART
SCLEA MOU June 11,2022 through June 30,2025 12
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Article XIV — 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 7tA-* day of 2022.
City of Huntington Beach Surf City Lifeguard Employees' Association
(A Municipal Corporation)
By: By:
Sean Joyce Katherine Yasko
Interim City Manager SCLEA President
By: By:
Travis Hopkins Sean McGlynn
Assistant City Manager SCLEA Vice President
By: B
Brittany Mello Adam Miller
Administrative Services Director SCLEA Attorney
By:
Scott Haberle
Fire Chief
Approved as to form:
Michael E. Gates
City Attorney
COUNTERPART
SCLEA MOU June 11,2022 through June 30,2025 12
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION ("SCLEA")
EXHIBIT A— SALARY SCHEDULE
Effective the Beginning of the Pay Period Following City Council Final Approval
Job'No'' Job Description Range A B C D E F G
0244/0521 Ocean Lifeguard 1 125 19.24 20.20 21.21 22.27 23.38 24.55 25.78
0248/0504 Ocean Lifeguard II 140 22.33 23.45 24.62 25.85 27.15 28.50 29.93
0249/0439 Ocean Lifeguard III 156 26.19 27.50 28.87 30.31 31.83 33.42 35.09
0250/0477 Junior Lifeguard 156 26.19 27.50 28.87 30.31 31.83 33.42 35.09
Program Coordinator
SCLEA MOU June 11,2022 through June 30,2025 13
Res. No. 2022-30
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 June 7, 2022 by the following vote:
AYES: Peterson, Bolton, Posey, Delgleize, Carr, Moser
NOES: None
ABSENT: None
RECUSE: Kalmick
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
TIN GConsideration■
�
N
T of the
�RPORATF'0 Proposed Memorandum of
- _ Understanding with
�VI�� C'' Surf City Lifeguard
-- - - - -- yam- -- _ Employees' Association
�, �;,, ��,� •.,,,, City Council Meeting
June 7, 2022
17 jgp9I
o
NTH
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P
U
■
Overview
• On May 17 , 2022 , the City Council voted affirmatively
to introduce the Surf City g Employees'
Lifeguard Em to ees'
Association a reement for formal
(SCLEA) labor g
consideration
• —200 part-time employees
• MOU expired in June 2019
U �
9 �
Fsneon>° O
2�F��UNTv CP��F
i
Proposed Memorandum of
Understanding
Surf City Lifeguard Em to ees' Association (SCLEA)
• 3-year agreement (June 11 , 2022 — June 30, 2025)
• Wage realignment based on market & internal salary ranges
• Merging Ocean Lifeguard & Junior Guard job series
• 5% Junior Guard Instructor special pay
• Overtime rate for hours worked on recognized holidays
• $200 equipment stipend per year
• The average annual cost of this overall agreement is o��NTNGT��
$16%479.67
U _ Y
i
C , ty
■n c i s
• Approve the proposed successor Memorandum of
Understanding with SCLEA
• Do not approve the adoption of the proposed
agreement, and direct staff to:
• Continue to meet and confer with the Association , or
• Utilize the impasse procedures contained within the
City's Employer-Employee Relations Resolution
NTINUT
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co s
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I
uestions ?.
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