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HomeMy WebLinkAboutHuntington Beach Police Officers' Association - 2023-07-01 (2) �NTINGT 2000 Main Street, m Huntington Beach,CA , 92648 _ —_ City of Huntington Beach rrcovED o -,e00 NTY File #: 23-524 MEETING DATE: 6/20/2023 REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Al Zelinka, City Manager PREPARED BY: Travis Hopkins, Assistant City Manager Subject: Adopt Resolution No. 2023-31 Approving and Implementing the Memorandum of Understanding (MOU) between the Huntington Beach Police Officers' Association (POA) and the City of Huntington Beach for July 1, 2023, through June 30, 2026; and authorize appropriation of funds. Statement of Issue: The Memorandum of Understanding (MOU) between the Huntington Beach Police Officers' Association (POA) and the City will expire on June 30, 2023. The City and POA engaged in good- faith negotiations, ultimately reaching agreement on terms in May 2023 on a three year contract covering the period of July 1, 2023 through June 30, 2026. The MOU was approved for introduction at the June 6, 2023 City Council meeting, and pursuant to the City's municipal code, the MOU is placed on the agenda for formal consideration by the City Council. Financial Impact: Pursuant to the terms reached in the MOU by POA, the total projected cost of the labor pact as estimated by the Finance Department is $4.6 million in Year 1; $2.9 million in Year 2; and $3.0 million in Year 3. The cost of the contract, including $1.5 million in increases to CaIPERS expenses, is estimated to total $12 million annually once fully phased in beginning in Fiscal Year 2026/27. Recommended Action: A) Adopt Resolution No. 2023-31, "A Resolution of the City Council of the City of Huntington Beach Approving and Implementing the Memorandum of Understanding Between the Huntington Beach Police Officers' Association (POA) and the City for July 1, 20231, through June 30, 2026;" and, B) Authorize City Manager or designee to take all administrative and budgetary actions necessary for implementation of Resolution No. 2023-31. Alternative Action(s): Do not adopt Resolution No. 2023-31 approving the successor MOU for POA employees and direct staff to continue to: (1) meet and confer with the Association, or (2) utilize the impasse procedures City of Huntington Beach Page 1 of 8 Printed on 6/15/2023 powere494 Lears;ar-" File #: 23-524 MEETING DATE: 6/20/2023 contained within the City's Employer-Employee Relations Resolution. Analysis: The Police Officers' Association (POA) represents approximately 250 employees in the City. Starting in late 2022, representatives for the City and POA engaged in active negotiations on a new labor agreement, ultimately reaching a tentative agreement on contract terms for a 3-year period in May 2023. The MOU was approved for introduction at the June 6, 2023 City Council meeting and is now ready for consideration for approval of City Council Key changes in the proposed MOU include the following: Term of Agreement July 1, 2023 through June 30, 2026 Wage Increases • Year 1 - employees shall receive a 5.0% base salary increase • Year 2 - employees shall receive a 5.0% base salary increase • Year 3 - employees shall receive a 5.0% base salary increase Pay Programs • POST Certificate Program - increased the premium pay for an Advanced POST certificate from 6% to 8% effective June 24, 2023. • Special Assignment Pay - the provisions of special assignments, including the pay, is set forth in Exhibit H to this MOU. • Flight Pay- this pay shall begin upon assignment to the Aero Unit. • Chief Pilot/Safety Officer- one employee will be designated as the Chief Pilot/Safety Officer and shall be paid five percent (5%) of their base hourly rate of pay in addition to other compensation. The duties, eligibility requirements and selection process are set forth in Exhibit I of this tentative agreement. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Flight Time Premium. • Motor Pay - this pay shall be paid for the hours an employee is in training for this assignment • Bilingual Pay - the City reserves the right to retest at the Chief of Police's discretion, no more frequently than once every 12 months. City of Huntington Beach Page 2 of 8 Printed on 6/15/2023 power LegstarTM File #: 23-524 MEETING DATE: 6/20/2023 • Longevity Pay - shall be increased as follows: i. Sworn: 20 years of sworn law enforcement, increase from 10% to 15%. ii. Non-Sworn: 20 years of full-time service for Huntington Beach or worked in the same job classification at another law enforcement agency, from 0% to 5% effective June 24, 2023. • Retention Pay - non-sworn employees in the bargaining unit with at least 20 years of experience working in a law enforcement department who do not qualify for Longevity Pay shall receive Retention Pay at 5% of the base hourly rate. Employee may qualify for Longevity Pay or Retention Pay, but not both. • Nurse Pay - the terms of the Side Letter pertaining to Nurse Pay will be incorporated into this MOU. • Subpoena Compensation - add the following language to a.: For example, if an employee who is required to appear at court at 9:00 a.m. on a day their shift begins at 10:00 a.m., the employee would receive overtime pay for the hour between 9:00 a.m. and 10:00 a.m. However, if that same employee were not scheduled to work that day, they would receive minimum of three (3) hours overtime pay. Add the following language to b.: For example, if an employee who is required to appear at court at 9:00 a.m. on a day their shift begins at 10:00 a.m., the employee would receive their regular rate of pay for the hour between 9:00 a.m. and 10:00 a.m. However, if that same employee were not scheduled to work that day, they would receive minimum of three (3) hours at their regular rate of pay. Modify language to c.: Employee shall be paid two (2) hours of pay at their regular rate of pay when a subpoena for off-duty testimony is cancelled with less than twenty-four (24) hours' notice. • Standby Pay - Incorporate Side Letter language and modified language as follows: a. Employees on standby must respond to the initial request notification as soon as possible, but in no case more than thirty (30) minutes. Methods of response to the initial request may include phone call, email or text message. b. Employees on standby should be actively engaged in tasks directly related to the emergency as soon as possible, but in no case more than two (2) hours of the initial notification. c. In the event in-person response is required to an incident, crime scene or to a police facility, arrival at the location in question should generally be within two hours after acknowledgment of the request. d. Employees shall not work overtime or extra duty assignments which would cause the employee to be unavailable to respond to emergency situations during the time period the employee is assigned to standby duty. e. Employees on standby must refrain from intoxicants or other activities which might impair City of Huntington Beach Page 3 of 8 Printed on 6/15/2023 powereI LegistarM File #: 23-524 MEETING DATE: 6/20/2023 the employee's ability to perform assigned duties or to respond in a timely manner. f. Employees assigned to standby shall be furnished with all equipment necessary to perform standby duties, including take-home cars, City-issued cellular phones and/or computers. g. The parties have agreed that minimally there shall be five personnel assigned to stand by from Friday at 4 p.m. to Monday at 6 am. (12 hours of standby pay). Those personnel shall include: (1) a Sergeant to supervise crimes against persons investigations, (2) two detectives assigned to investigate crimes against persons, (3) one traffic investigator, and (4) one Traffic Sergeant. h. In addition to the above, the President of the Association or one of the Board members of the Association (the particular Board member shall be determined by the Association) shall be on standby each week. Friday at 4 p.m. to Monday at 6 a.m. (12 hours of standby pay). • Meal and Mileage Allowance - the Parties agree to follow Policy AR 301 addressing Meal and Mileage Allowance and incorporate it by reference into this MOU. • Administrative Dispatcher Assignment - modified language to reflect new titles for dispatchers. • Salary Schedule - modified pay rates and titles included. Health and Other Insurance Benefits • Health Benefits - the City's contribution towards employees' health insurance at each plan level (i.e., Employee, Employee + 1, Employee + 2 or more) shall be increased as follows: o January 1, 2024, increase monthly contributions to medical insurance for single, two- party and family by $39, $78 and $101, respectively. o January 1, 2025, increase monthly contributions to medical insurance for single, two- party and family by $33, $66 and $84, respectively. • Retiree Medical - removed language indicating this benefit will sunset. • Income Protection Plan - modified language: The City shall pay to POA forty-one dollars ($41) per month per occupied covered position represented by POA and POA shall pay the cost of LTD premiums for each such covered position. Work Schedule • 7/11.5 Work Schedule - modified language: The "7/11.5" work schedule applies to designated employees of the Patrol Division and Administrative Operations Division and Jail. • 3/12 or 3/12.5 Work Schedules - the following work schedules may be assigned: a. 3/12-This is three 12-hour consecutive days with a fixed 8-hour day every other week. The FLSA workweek begins exactly four hours after the start time of the employee's 8-hour day; b. 3/12.5 + 5 Work Schedule-Employees are scheduled to work three 12.5 hour shifts (on consecutive days) each week, with one additional five hour shift each 14 days that is adjacent to the City of Huntington Beach Page 4 of 8 Printed on 6/15/2023 powere 'LegistarTM File #: 23-524 MEETING DATE: 6/20/2023 employee's first or last regularly scheduled shift of the week. These employee's FLSA workweeks shall begin exactly 2.5 hours into the start time of their five-hour shift and end exactly 168 hours later; c. 3/12.5 Work Schedule-This work schedule is only available for sworn employees. The 3/12.5 schedule shall consist of three consecutive 12.5-hour shifts each week with one additional 10-hour shift each 28 days that is prescheduled prior to shift bid by the unit supervisor. • Communications Center Work Week - modified language: Employees in classifications of Police Communications Operator and Police Communications Supervisor shall work a 4/10 schedule, which consists of four (4) consecutive work days of ten (10) consecutive hours each, followed by three (3) consecutive days off. Each 10-hour shift shall be inclusive of a paid meal period and breaks. Upon agreement of the Association and the Chief of Police, communications center employees may be assigned to any of the other work schedules set forth above. • Motors - employees assigned as motor officers in the Special Operations Division Traffic Bureau shall be assigned to either a 3/12.5 or 4/10 schedule. Employees shall bid their shifts according to either a 3/12.5 or 4/10 schedule. Those working the 4/10 schedule shall be assigned to work Monday through Thursday. Those assigned to the 3/12.5 shall work Friday through Sunday. The 3/12.5 schedule shall consist of three consecutive 12.5 hour shifts each week, with one additional 10-hour shift each 28 days that is prescheduled prior to shift bid by the unit supervisor. The three existing motor officers as of the execution of this MOU are grandfathered into the existing 7/11.5 schedule including their assigned work days, and are exempt work schedule bidding. Retirement • Modify language to: Classic member safety members shall cost share four percent (4%) compensation earnable in accordance with Government Code section 20516(f). New member safety members shall cost share an amount that when added to the one half of the normal cost rate (as established by CaIPERS each fiscal year in its annual valuation for the City) shall result in the employee's total pension contribution being 13% pensionable compensation. For example, if the one-half of the normal cost rate is 11.75%, these members will cost share 1.25% pensionable compensation in accordance with Government Code section 20516(f). If in future fiscal years, the required CaIPERS member contribution rate for new member safety members is 13% or more, there shall be no cost sharing during that fiscal year and employees will only pay the one half of the normal cost rate. Similarly, if the member contribution rate (one -half of the normal cost) is reduced from the prior fiscal year to below 13%, these members will cost share a percentage that when added to the normal cost rate will equal 13% pensionable compensation. Effective the beginning of the pay period including January 1, 2021, New member miscellaneous members shall cost share an amount that when added to the one half of the normal cost rate (as established by CaIPERS each fiscal year in its annual valuation for the City) shall result in the employee's total pension contribution being 9% pensionable compensation. For example, if the one-half of the normal cost rate is 6.75%, these members City of Huntington Beach Page 5 of 8 Printed on 6/15/2023 powere'LegistarTM File #: 23-524 MEETING DATE: 6/20/2023 will cost share 2.25% pensionable compensation in accordance with Government Code section 20516(f). If in future fiscal years, the required CaIPERS member contribution rate for new member miscellaneous members is 9% or more, there shall be no cost sharing during that fiscal year and employees will only pay the one half of the normal cost rate. Similarly, if the member contribution rate (one half of the normal cost) is reduced from the prior fiscal year to below 9%, these members will cost share a percentage that when added to the normal cost rate will equal 9% pensionable compensation Leave Benefits • General Leave - modified language: The provisions on General Leave are set forth below. They went into effect on April 18, 2020, the first day of the pay period following City Council approval of this 2020-2023 MOU. Prior to the effective date of General Leave, members of the Association earned vacation leave, as set forth in the prior MOU. Members' accrued vacation leave balances carried over past the effective date of General Leave. Although membs no longer earn vacation, they may use their accrued vacation leave and shall be cashed out of any vacation balances as provided in this Section XII(A) (5), (6), (7) & (8), below. • General Leave Accrual - added language: In computing eligibility for continuous service, for sworn law enforcement members of the unit, it shall include sworn law enforcement service at another law enforcement agency. For non-sworn members of the unit, it shall include time both sworn law enforcement service at another agency as well as time in the same non-sworn classification in which they are serving in Huntington Beach. • Use of General Leave - if an employee provides at least eight (8) days' notice of a request to use General Leave, it will be granted, unless within the discretion of the Police Chief or their designee, the decision to grant the leave would create an operational burden. It is not an operational burden simply because another employee must work the shift on overtime. • Deferred Compensation/General Leave - Cash Out - The value of any accrued unused earned General Leave (or previously accrued Vacation Leave) may be transferred to deferred compensation (up to the maximum permitted by law) at the regular rate of pay annually or in connection with separation from employment. The employee must request the transfer no later than the end of the pay period prior to the employee's last day of employment. Any unused earned General Leave (or previously accrued Vacation Leave) remaining upon separation for employees who participate in the Retiree Medical Trust will be transferred to the qualified medical retirement trust program on a pre-tax basis. • Use of General Leave - an employee may cash out accrued, unused vacation or general leave if they have an "unforeseen emergency" (defined as an unanticipated emergency that would result in severe financial hardship to the employee if early withdrawal were not permitted). A determination as to whether an "unforeseen emergency" exists shall be determined by the City at its discretion and is not subject to the filing of a grievance. City of Huntington Beach Page 6 of 8 Printed on 6/15/2023 power€49Eit LegistarT" File #: 23-524 MEETING DATE: 6/20/2023 • Family and Medical Care Leave - employees are entitled to use up to one half('/2) of one year's annual accrual of general leave for the relationships set forth at Labor Code section 233. • Association Business - an allowance of one thousand forty (1040) hours per year (which is increased to one thousand two hundred and twenty (1220) effective beginning in calendar year 2024) shall be established for the purpose of allowing authorized representatives of the Association to represent members of the Association in their employment relations. Such allowance may be utilized only by those persons authorized by the Board of Directors of the Association and such utilization shall be subject to the rules indicated in Exhibit B. Up to two hundred (200) hours per year of unused hours may be carried over to the subsequent year. • Association Bank Time - the Association time hours must be tracked by use of a separate payroll code so that each time it is used it is specifically accounted for on the time sheet of the employee who uses it. • Voluntary Catastrophic Leave Donation - added grandchild, grandparent, sibling and in-laws to definition of family member. Other Items • Uniforms -shall be paid with the first paycheck in December (not as a separately from payroll checks) • Administrative Dispatcher Assignment - modified language to reflect new titles for dispatchers. • Salary Schedule - modified pay rates and titles included. • Job Sharing Program - Police Communications Operators eligible for this program must have three (3) years dispatch experience as a Police Communications Operator for Huntington Beach Police. Lateral Police Communication Operators with three (3) years of prior experience are eligible after two (2) years' experience with HBPD. Police Communications Supervisors must have three (3) years dispatch experience as a Police Communications Operator and/or Police Communications Supervisor for Huntington Beach Police. Detention Officers are eligible after two (2) years' experience as Detention Officers with HBPD. Detention Supervisors are eligible after two (2) years' experience as Detention Officers and/or Detention Supervisors with HBPD. Receive 30 hours of Family Sick time per MOU. • Alternative Dispute Resolution - removed language pertaining to temporary nature of City of Huntington Beach Page 7 of 8 Printed on 6/15/2023 powerega LegistarTM File #: 23-524 MEETING DATE: 6/20/2023 agreement, and modified sentence as follows: The parties reserve the right to terminate this Agreement at any time, by mutual agreement or by act of the legislature. • Special Assignments - outlines terms and selection process for assignments receiving Special Assignment Pay • Chief Pilot - outlines duties, eligibility requirements and selection process for Chief Pilot assignment. A summary of these and all other negotiated provisions are included as Exhibit "A". Environmental Status: NA Strategic Plan Goal: Non Applicable - Administrative Item Attachment(s): 1. Summary of Memorandum of Understanding Modifications 2. Fiscal Impact Report 3. Resolution No. 2023-31 4. Proposed Memorandum of Understanding Between Huntington Beach Police Officers' Association. 5. PowerPoint Presentation City of Huntington Beach Page 8 of 8 Printed on 6/15/2023 powere5th,LegistarTM RE.SOLUTION Na.2023,-31 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH APPROVING AND IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE HUNTINGTON BEACH POLICE OFFICERS'ASSOCIATION (PGA)AND, THE'CITY FOR JULY 14 2023 THROUGH,JUNE.3%2026 The City Council:o!the City ofHuntington Beach Oesrosolve as:follows: The Memorandum .of Understanding between the City of Hiultington, Beach and the. Huntington Beach Polite Officers Association (POA) a copy of which is attached hereto as Exhibit`4A'"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 July 1, 2023 through Tune 50,2026. PASSED AND ADOPTED by the City Council of City of Thiptihgton Beach at a tegular meethigtheteof held on the 20th day of June 2023, 1 441 wit°t‘, N_J • Mayor AND APPRQ APPROVED,. 'FOAM: . . City •ger City. tterney INITIATED AND APPROVED: interim \`‘AakAr Huitati Resources Director .2.3-1.30091312074 EXHIBIT A • Resolution No. 2023-31 Exhibit'A' Memorandum of Understanding Between Huntington Beach • Police Officers' Association oIf lop and City of Huntington Beach ���,�NTIN.. I 0 ` vevcFari 9n\ d i �m�CF�'• ....... o���Q444 OOUNTY • { July 1 , 2023 - June 30, 2026 MEMORANDUM OF UNDERSTANDING POLICE OFFICERS' ASSOCIATION TABLE OF CONTENTS PREAMBLE 1 ARTICLE I -TERM OF MOU 1 ARTICLE II - REPRESENTATIONAL UNIT/CLASS 1 ARTICLE III -MANAGEMENT RIGHTS 2 ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT 2 ARTICLE V-SEVERABILITY 2 ARTICLE VI -SALARY SCHEDULE 2 A. Salary Schedule 2 B. Collection of Payroll Overpayments 3 ARTICLE VII -SPECIAL PAY 3 A. Police Professional Development Plan 3 B. Special Assignment Pay 4 C. Flight Pay 4 D. Chief Pilot/Safety Officer 5 E. Certified Flight Instructors 5 F. Shift Differential 5 G. Motor Pay 5 H. Bilingual Pay 6 I. Holidays 6 1. Holiday In-Lieu Pay 6 2. Holidays Worked 6 3. Holidays 7 J. FTO Compensation 7 K. Longevity Pay 7 L. Retention Pay 8 M. Effective Date of Special Pays 8 N. No Pyramiding/Compounding of Special Pays 8 O. Nurse Pay 8 1. Overtime 8 2. Detention Shift Supervisor 9 3. Nurse Detention Officer and Detention Officer 9 ARTICLE VIII -UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT 10 A. Uniforms 10 B. Special Assignment Uniform Needs 10 C. Motorcycle Britches 10 ARTICLE IX - HOURS OF WORK/OVERTIME 10 A. Work Schedule 10 1. Agreement 10 2. 4/10 Schedule 11 HBPOA MOU July 1,2023—June 30,2026 1 MEMORANDUM OF UNDERSTANDING POLICE OFFICERS' ASSOCIATION TABLE OF CONTENTS 3. 7/11.5 Schedule 11 4. 3/12 or 3/12.5 Schedule 11 5. Work Week Communications Center 12 6. Overtime 12 7. Motors 12 B. Other Time 13 1. Compensatory Time Off 13 2. Work Time 14 3. Subpoena Compensation 14 4. Standby Pay 15 5. Call Back 16 6. Telephonic Business 16 7. Canine Compensation 16 8. Shift Trading 17 ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS 17 A. Retiree Medical Trust 17 B. Health 18 1. CaIPERS Public Employees' Medical and Hospital Care Act 18 2. Dental Insurance 20 3. Retiree (Annuitant Coverage) 20 4. MedicalNision Opt-Out 21 5. Section 125 Employee Plan 21 6. Life Insurance 21 7. Income Protection Plan 22 8. Long Term Care 23 ARTICLE XI - RETIREMENT 24 A. "Classic Member" Safety Employee Retirement Benefits 24 1. 3% @ Age 50 Plan 24 2. 1959 Survivors' Benefit Level IV 24 3. Pre-retirement Optional 2 Death Benefit 24 4. One-Year Final Compensation 24 5. "Classic Member" Safety CaIPERS Member Contribution 24 6. "Classic Member" Safety CaIPERS Cost Sharing 25 B. "Classic Member" Miscellaneous Employee Retirement Benefits 25 1. 2.5% @ Age 55 Plan 25 , 2. 1959 Survivors' Benefit Level IV 25 3. Pre-retirement Optional 2 Death Benefit 25 4. One-Year Final Compensation 25 5. "Classic Member" Miscellaneous CaIPERS Member Contribution 25 6. "Classic Member" Miscellaneous CaIPERS Cost Sharing 25 C. Retirement Benefits for Safety and Miscellaneous Employees 25 D. CaIPERS "New Member" Retirement Benefits 26 E. "New Members" Safety Retirement Benefits 26 1. 2.7% @ Age 57 Plan 26 2. 1959 Survivors' Benefit Level IV 26 HBPOA MOU July 1,2023-June 30,2026 II MEMORANDUM OF UNDERSTANDING POLICE OFFICERS' ASSOCIATION TABLE OF CONTENTS 3. Pre-retirement Optional 2 Death Benefit 26 4. Final Compensation 26 5. "New Member" Safety CaIPERS Cost Sharing 26 F. "New Member" Miscellaneous Retirement Benefits 27 1. 2% @ Age 62Plan 27 2. 1959 Survivors' Benefit Level IV 27 3. Pre-retirement Optional 2 Death Benefit 27 4. Final Compensation 27 5. "New Member" Miscellaneous CaIPERS Cost Sharing 27 ARTICLE XII - LEAVE BENEFITS 28 A. General Leave 28 1. Purpose 28 2. Anniversary Date 28 3. Annual General Leave Eligibility 28 4. General Leave Accrual 28 5. Use of General Leave 29 6. General Leave Pay at Separation 29 7. General Leave Conversion to Cash 30 8. Deferred Compensation/General Leaye Cash Out 30 9. Financial Hardship 30 B. Sick Leave 30 C. Bereavement Leave 30 D. Family and Medical Care Leave 31 E. Catastrophic Leave Donation Program 31 F. Nurse Employees Certification 31 G. Cash Out of Compensatory Time 31 H. Association Business 31 ARTICLE XIII -CITY PERSONNEL RULES 32 ARTICLE XIV- MISCELLANEOUS 32 A. Tuition Reimbursement 32 B. Meal and Mileage Allowance 32 C. Weapon Vesting 32 D. Controlled Substance and Alcohol Testing 32 E. Take Home Vehicles/ Distance to Work 32 F. Administrative Appeal Procedure 33 G. Direct Deposit 33 H. Meet and Confer 33 I. Physical Fitness Program 33 J. Administrative Dispatcher Assignment 33 EXHIBIT A -SALARY SCHEDULE 35 EXHIBIT B -ASSOCIATION BANK TIME 38 EXHIBIT C —SERVICE CREDIT SUBSIDY 40 HBPOA MOU July 1,2023—June 30,2026 lii MEMORANDUM OF UNDERSTANDING POLICE OFFICERS' ASSOCIATION TABLE OF CONTENTS EXHIBIT D -ADMINISTRATIVE APPEAL PROCEDURE 43 EXHIBIT E -VOLUNTARY CATASTROPHIC LEAVE DONATION 46 EXHIBIT F -JOB SHARING PROGRAM 50 EXHIBIT G -ALTERNATIVE DISPUTE RESOLUTION AGREEMENT 52 EXHIBIT H -SPECIAL ASSIGNMENT PAY 57 EXHIBIT I - CHIEF PILOT 60 HBPOA MOU July 1,2023—June 30,2026 lv MEMORANDUM OF UNDERSTANDING Between THE CITY OF HUNTINGTON BEACH (Hereinafter called CITY) and THE HUNTINGTON BEACH POLICE OFFICERS' ASSOCIATION (Hereinafter called ASSOCIATION or POA) PREAMBLE WHEREAS the designated representatives of the City of Huntington Beach and the Huntington Beach Police Officers' Association have met and conferred in good faith with respect to salaries, benefits and other terms and conditions of employment for the employees represented by the Association; NOW, THEREFORE, this Memorandum of Understanding is made to become effective July 1, 2023 and it is agreed as follows: ARTICLE I -TERM OF MOU This Memorandum of Understanding (MOU)shall be in effect for a term commencing on July 1, 2023 and ending at 11:59 p.m. on June 30, 2026. Except as expressly provided herein, no further improvements or changes in the salaries and monetary benefits and other terms and conditions of employment of the employees represented by the Association shall take effect during the term of this agreement and the Association expressly waives any right to request any improvements or changes in salaries or monetary benefits and other terms and conditions of employment specifically provided herein for the employees represented in the unit. Provided, however, the City and Association shall, upon request, meet and confer to address issues not specifically covered by provisions of this MOU, and/or discussed during the meet and confer process immediately preceding the adoption of the current MOU. ARTICLE II - REPRESENTATIONAL UNIT/CLASS It is recognized that the Huntington Beach Police Officers' Association is the employee organization which has the right to meet and confer in good faith with the City on behalf of employees of the Huntington Beach Police Department within the classification titles as outlined in Exhibit A attached hereto and incorporated herein. HBPOA MOU July 1,2023—June 30,2026 1 POLICE OFFICERS' ASSOCIATION ARTICLE III - MANAGEMENT RIGHTS The City and Chief of Police retain all rights, powers and authority to manage and direct the performance of police services and the work force, except as modified by the MOU. Nothing herein shall change the City's obligation to meet and confer as to the effects of any such management decision upon wages, hours, terms and conditions of employment or be construed as granting the City or Chief of Police the right to make unilateral changes in wages, hours, terms and conditions of employment. The parties agree the City has the right to unilaterally make decisions on all matters that are outside the scope of bargaining. Such matters include, but are not limited to, consideration of the merits, necessity, level or organization of police services, staffing requirements, overtime assignments, number and location of work stations, nature of work to be performed, contracting for any work or operation, reasonable employee performance standards, reasonable work and safety rules and regulations. ARTICLE IV- EXISTING CONDITIONS OF EMPLOYMENT Except as expressly provided herein, the adoption of this MOU shall not change existing terms, conditions of employment that have been established in prior agreements between City and the Association. ARTICLE V-SEVERABILITY If any section, sub-section, sentence, clause, phrase or portion of this MOU or any additions or amendments thereof, or the application thereof to any person, is for any reason held to be invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of this resolution or its application to other persons. The City Council hereby declares that it would have adopted this MOU and each section, sub-section, sentence, clause, phrase or portion, and any additions or amendments thereof, irrespective of the fact that any one or more sections, sub- sections, sentences, clauses, phrases or portions, or the application thereof to any person, be declared invalid or unconstitutional. ARTICLE VI -SALARY SCHEDULE A. Salary Schedule - Employees shall be compensated at hourly salary rates by classification title and salary range during the term of this agreement as set out in Exhibit A attached hereto and incorporated herein. Effective June 24, 2023, employees will receive a base salary increase of five percent (5.0%). Effective the pay period including July 1, 2024, employees will receive a base salary increase of five percent (5.0%). HBPOA MOU July 1,2023—June 30,2026 2 POLICE OFFICERS' ASSOCIATION Effective the pay period including July 1, 2025, employees will receive a base salary increase of five percent (5.0%). B. Collection of Payroll Overpayments - In the event that a payroll over payment 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 will 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. ARTICLE VII -SPECIAL PAY A. Police Professional Development Plan 1. The Professional Development Plan for sworn personnel shall be as follows: a. College Degree Program i. Upon earning an AA Degree or attaining "Junior status" in a degree program, an employee shall be paid three percent(3%) of base hourly rate of pay in addition to other compensation. ii. Upon earning a BA/BS Degree, an employee shall be paid six percent(6%) of base hourly rate of pay in addition to other compensation. This pay is in lieu of pay received under sub-section (a)i above. iii. College degrees or College units under this program shall conform to POST standards for accreditation as noted in POST Regulation 9070(c)(1)(A)and (B). iv. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Educational Incentive Pay. HBPOA MOU July 1,2023—June 30,2026 3 POLICE OFFICERS' ASSOCIATION b. POST Certificate Program i. Upon verification of having earned an Intermediate POST Certificate, an employee shall be paid three percent (3%) of base hourly rate of pay in addition to other compensation. ii. Upon verification of having earned an Advanced POST Certificate,effective June 24, 2023, an employee shall be paid eight percent(8%)of base hourly rate of pay in addition to other compensation. This pay is in lieu of pay received under sub-section (b)i above. iii. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Peace Officer Standard Training (POST) Certificate Pay. 2. Stipulations: a. Eligibility must be approved by the Chief of Police. An employee must maintain their certification to remain eligible for the pay. b. Obtaining transcripts or other acceptable documentation is the employee's responsibility. An employee may verify"Junior"status by submission of written verification that the employee has completed 60 or more accredited units and has achieved Junior status with that educational institution. 3. POST Supervisory Leadership Institute: Police Sergeants that have completed the POST Supervisory Leadership Institute shall receive $80 per month. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Peace Officer Standard Training (POST) Certificate Pay. 4. The maximum benefit that may be paid to an employee under Section (A) (Police Professional Development Plan) is twelve percent (12%) of the base hourly rate. In addition, Sergeants may be eligible for POST Supervisory Leadership Institute pay as provided in subparagraph 3, above. B. Special Assignment Pay The provision of special assignments, including the pay is set forth in Exhibit H to this MOU. C. Flight Pay- Employees assigned to the Air Support Unit to fly in the helicopter as their primary duty assignment(i.e., assigned at least 50%of their scheduled hours in a pay period) shall be paid eight percent (8%) of their base hourly rate of pay in addition to other compensation. The parties agree this pay shall commence upon assignment to the Aero unit.. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Flight Time Premium. HBPOA MOU July 1,2023—June 30,2026 4 POLICE OFFICERS' ASSOCIATION D. Chief Pilot/Safety Officer—One employee will be designated as the Chief Pilot/Safety Officer and shall be paid five percent (5%) of their base hourly rate of pay in addition to other compensation. The duties, eligibility requirements and selection process are set forth in Exhibit I to the MOU. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Flight Time Premium. E. Certified Flight Instructors-Employees assigned as certified flight instructors shall be paid thirteen percent (13%) of their base hourly rate of pay in addition to other compensation. This pay is in lieu of Flight Pay defined in Section B above. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Flight Time Premium. F. Shift Differential- Detention and Communication Employees' required to work on a regular assigned shift that occurs during swing shift or graveyard shift, as defined by departmental policy through the meet and confer process, shall be paid five percent (5%) of the employee's base hourly rate of pay in addition to other compensation for all hours worked during the swing or graveyard shift. The parties agree the department policy has been established by the meet and confer process. The parties. agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Shift Differential. G. Motor Pay 1. Employees regularly assigned to motorcycle duty shall be paid five percent(5%) of their base hourly rate of pay in addition to other compensation. This pay shall also be paid for the hours an employee is in training for this assignment. 2. The parties agree any time spent on maintenance and/or cleaning of motorcycles shall be on-duty unless overtime has been approved in advance. The Department shall supply necessary materials needed to perform the following duties: a. Keeping the assigned motorcycle cleaned and waxed. b. Keeping the drive chain properly lubricated and adjusted, if applicable. c. Performing a daily check of the motorcycle fluid levels and tire pressure. d. Scheduling required routine services at specified mileage intervals with police motorcycle mechanics. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Motorcycle Patrol Premium. HBPOA MOU July 1,2023—June 30,2026 5 POLICE OFFICERS' ASSOCIATION H. Bilingual Pay- Qualified employees who meet the criteria shall be paid five percent (5%) of their base hourly rate of pay in addition to other compensation. Human Resources will have written and oral tests designed and administered to test for qualifications. The qualifications will cover the more routine foreign language requirements in filling out crime reports, interviewing suspects and witnesses, and responding to the public on matters relating to an incident or other police action. 1. The languages included will be Spanish, Vietnamese and American Sign Language. Additional languages may be approved at the discretion of the Chief of Police. 2. Authorization of qualified employees for bilingual compensation will be based on the following: a. A need for the employee to use the language in the City to support the implementation of police operations. b. At the discretion of the Chief of Police, the number of employees qualified in each category may be limited based on department needs. c. Successful completion of tests authorized by the Chief of Police will be required to qualify for bilingual pay for any of the languages. The City reserves the right to re-test at the Chief of Police's discretion, no more frequently than once every 12-months. 3. The parties agree,to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Bilingual Premium. I. Holidays 1. Holiday In-Lieu Pay - Employees represented by the Association and actively employed by the City, in addition to other compensation, shall be paid each biweekly payroll one twenty-sixth (1/26) of the total one hundred and twenty (120) holiday hours earned for the year. 2. Holidays Worked - Employees who are required to work on a recognized City holiday shall receive Holiday Pay in addition to the Holiday In-Lieu Pay set forth above equal to fifty percent (50%) of their regular rate of pay for all time actually worked from 12:00 a.m. through 11:59 p.m. on the recognized holiday. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(5) and Section 571.1(b)(4) Holiday Pay. HBPOA MOU July 1,2023—June 30,2026 6 POLICE OFFICERS' ASSOCIATION 3. Holidays -The following are the City recognized paid holidays under this MOU: a. New Year's Day (January 1) b. Martin Luther King's Birthday (third Monday in January) c. President's Day (third Monday in February) d. Memorial Day (last Monday in May) e. Independence Day (July 4) f. Labor Day (first Monday in September) g. Veteran's Day (November 11) h. Thanksgiving Day (fourth Thursday in November) i. Friday after Thanksgiving j. Christmas Day (December 25) J. FTO Compensation - Compensation shall be one-quarter (.25) hours pay at the base hourly rate, which may be deposited as compensatory time, for each hour worked as a Field Training Officer in addition to other compensation for the following assignments: 1. Police Officers who have successfully completed a POST certified Field Training Officer Course and have been designated Field Training Officers, assigned to Traffic or Patrol Bureaus, shall be eligible for Field Training Officer compensation. 2. Detention Employees designated to act as Training Officers. 3. Motor Officers designated to act as Training Officers. 4. Communication Employees designated as Training Officers. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Training Premium. K. Longevity Pay - The City shall provide all sworn employees represented by the Association, the following longevity pay in addition to other compensation as established by the Department's Sworn Personnel Seniority List: 1. Five percent (5%) of the base hourly rate of pay at 10 years of qualified sworn law enforcement experience. 2. Effective June 24, 2023, fifteen percent(15%) of the base hourly rate of pay at 20 years of qualified sworn law enforcement experience. This pay is in lieu of the pay identified in sub-section 1 above. 3. Effective June 24, 2023, five percent (5%) of the base hourly rate of pay at 20 years for non-sworn employees who have worked for the City of Huntington Beach for twenty (20) years or more or worked in the same job classification (even if some of the time was with another law enforcement agency) for twenty (20) years or more. HBPOA MOU July 1,2023—June 30,2026 7 POLICE OFFICERS' ASSOCIATION Only sworn law enforcement experience as defined by California Penal Code Sections 830.1 and 830.2 or the out-of-state equivalent as determined by the Chief of Police shall be included as qualified sworn law enforcement experience in the calculation of longevity. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(1) and Section 571.1(b)(1) Longevity Pay. L. Retention Pay—For non-sworn employees in the bargaining unit with at least twenty (20)years of experience working in a law enforcement department who do not qualify for Longevity Pay in Subsection I above (either because they have not worked for the City or in the same classification for twenty (20)years or more), they shall receive Retention pay at five percent (5%) of the base hourly rate. If the employee subsequently qualifies for Longevity Pay as defined in Subsection I above, they shall no longer qualify for Retention Pay. M. Effective Date of Special Pays - All special pay shall be effective the first full pay period following certification and verification as approved by the Chief of Police or designee. All pays in this section are considered special pays and shall be included as part of the regular rate of pay for the purposes of calculating overtime. All pays not in this section are not considered special pays and are not included in the regular rate of pay for purposes of calculating overtime, except On-Call Court Time (Article IX(B)(3)(b)) and Cancelled Subpoenas (Article IX(B)(3)(c)) which shall be calculated into the regular rate of pay at base hourly rate, but not reported to PERS as special compensation. N. No Pvramiding/Compounding of Special Pay- Each special pay is a percentage of that employee's base hourly rate of pay and shall not be counted towards the value of any other special pay. O. Nurse Pay - Employees in the classification of Detention Shift Supervisor, who possess a Nurse certification, pursuant to the Nurse classification job description, shall receive five percent (5%) of their base hourly rate, for so long as they possess the Nursing Degree or certification. 1. Overtime a. Overtime shifts among employees in the Detention Officer, Nurse Detention Officer and Detention Shift Supervisor classifications shall be assigned using a computerized staffing program, such as In-Time, and according to the parameters set forth herein. b. The parameters for programing the computerized staffing program shall be those parameters currently utilized for patrol overtime, and shall include the following: 1) Short Notice overtime (i.e., less than 72 hours advance notice)will be filled by the employee who first responds affirmatively to an email or text message notification of an available shift. HBPOA MOU July 1,2023—June 30,2026 8 POLICE OFFICERS' ASSOCIATION 2) Regular Notice Overtime (i.e., 72 hours or more advance notice) will be assigned to an employee who has indicated an availability for the shift and who has worked the least overtime hours that deployment. If two or more employees have the same number of overtime hours worked,the shift shall be assigned to the employee with the greatest seniority. 2. Detention Shift Supervisor: a. Assignment to Vacant Shifts: Employees in the Detention Shift Supervisor classification will be assigned to work for vacant shifts in the Detention Shift Supervisor classification, subject to the parameters in paragraph 1. However, if no Detention Shift Supervisor has indicated an ability to work a vacant shift in the computerized staffing program, the shift will then be assigned to an employee in the Nurse Detention Officer or Detention Officer classifications, applying the above parameters. The Nurse Detention Officer or Detention Officer assigned to the shift will work in their regular assignment, not as the Supervisor. b. Shift Bidding: Detention Shift Supervisors shall bid shifts by seniority, according to their time as a Detention Shift Supervisor. 3. Nurse Detention Officer and Detention Officer: a. Assignment to Vacant Shifts: Employees in the classifications of Nurse Detention Officer and Detention Officer, will be assigned to work for vacant shifts in either classification, (e.g., because of a leave of absence). The parameters set forth in paragraph 1 will be followed by using the combined list (which includes seniority) of both Nurse Detention Officers and Detention Officers. Employees in both classifications can fill a vacancy for either classification. Employees in the classification of Detention Shift Supervisor are not permitted to be assigned to work a vacancy for either a Nurse Detention Officer or Detention Officer unless there are no employees available (as set forth in paragraph 1 above) in the Nurse Detention Officer or Detention Officer classifications to work the shift. b. Shift Bidding: Employees in the classifications of Nurse Detention Officer and Detention Officer will bid shifts based on seniority. There will not be separate allocations of Detention Officer and Nurse Detention Officer positions on each shift, rather there will be a number of available shifts that may be bid equally by employees in either classification. The names of employees in both classifications will be placed on one seniority list, not individual seniority lists for each classification. Employees will be permitted to bid shifts each deployment. HBPOA MOU July 1,2023—June 30,2026 9 POLICE OFFICERS' ASSOCIATION The parties agree, to the extent permitted by law, the compensation in this section (Nurse Pay) is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Educational Incentive Pay. ARTICLE VIII - UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT A. Uniforms 1. The City shall continue the Uniform Allowance in lieu of the City providing uniforms for employees represented by the Association. Such allowance shall be thirteen hundred dollars ($1,300) for sworn employees and twelve hundred dollars ($1,200) for non-sworn employees per year. The Uniform Allowance for all employees shall be paid with the first paycheck in December. Employees hired after January 1st shall have their uniform allowance pro-rated for each month in which they were on active duty for a least one full shift. It is the mutual intent of the parties that this allowance shall be utilized solely for the purpose of replacing, repairing and maintaining uniforms and clothing worn in the line of duty. The City will continue to make initial issuance of required uniforms and replace uniforms and equipment damaged in the line of duty including safety equipment required by state law, City resolution or ordinance, or by order of the Chief of Police. 2. PERS Reporting of Uniform Allowance - The City shall report to the California Public Employees' Retirement System (CaIPERS) the uniform allowance for each sworn and civilian classification as special compensation in accordance with Title 2, California Code of Regulation, Section 571(a)(5). Notwithstanding the previous sentence, for"new members" as defined by the Public Employees' Pension Reform Act of 2013, the uniform allowance will not be reported as compensation earnable to CalPERS. B. Special Assignment Uniform Needs - Uniforms and equipment for special assignments shall continue to be provided by the City. C. Motorcycle Britches-Motorcycle officers shall receive four pairs of britches at the time of assignment. After initial issue, replacement britches may be issued on the recommendation of the Traffic Bureau Commander with approval of the Department Head. All replaced britches must be turned in when replacement britches are received. ARTICLE IX - HOURS OF WORK/OVERTIME A. Work Schedule: 1. The work schedules agreed to by the City and the Association shall be as set forth herein unless the Association and the City mutually agree to changes. All employees 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, Chief of Police or designee, may require such service from any of employees. HBPOA MOU July 1,2023—June 30,2026 10 POLICE OFFICERS' ASSOCIATION a. All work schedules are designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). b. Meal times are included in all work schedules for all classifications represented by the bargaining unit. 2. 4/10 Schedule-All employees not assigned a different work schedule pursuant to this article shall work a 4/10 schedule consisting of four (4) consecutive ten (10) hours days followed by three (3) consecutive days off in a seven (7) day period. All employees work an eighty (80) hour work period, except for Communication Employees who work a forty (40) hour work week. 3. 7/11.5 Schedule —The "7/11.5" work schedule applies to designated employees of the Patrol Division and Administrative Operations Division and Jail. a. Workday—A workday for employees assigned to the 7/11.5 work schedule will consist of 11 hours and 25 minutes of work. b. Eighty (80) Hour Work Period — For those sworn and detention employees working 11 hours and 25 minutes a day, the work period will consist of two consecutive weeks with three(3)consecutive shifts of 11 hours and 25 minutes in one week and four(4) consecutive shifts of 11 hours and 25 minutes in the second week. The total hours for these two consecutive weeks shall be considered equaling eighty(80) hours. The two-week cycle then repeats itself. These employees are subject to a 14 day FLSA work period in accordance with Section 7(k) of the FLSA. c. Exceptions —At the discretion of the Chief of Police, specialized assignments within the Uniform Division will work either the 4/10 or 7/11.5 as described above. Unless agreed upon by the Association, changes to these work shifts shall only be made during recruitment of new officers into the assignments. Task Force assignments outside the Police Department will be flexible based on an eighty (80) hour work period. d. Beach Schedule - If posted during recruitment, employees working the Beach detail shall be assigned a fixed schedule that incorporates a work week of four consecutive days comprised of two (2) 8-hour days and two (2) 12-hour days. e. Schedule— Employees assigned to training or a school in excess of thirty-two (32) hours in a work week will work a five (5) day, eight (8) hour work week in lieu of their regular work schedule. 4. 3/12 or 3/12.5 Work Schedules—The following work schedules may be assigned: a. 3/12 Work Schedule: This is three 12-hour consecutive days with a fixed 8- hour day every other week. The FLSA workweek begins exactly four hours after the start time of the employees 8-hour day/ HBPOA MOU July 1,2023—June 30,2026 11 POLICE OFFICERS' ASSOCIATION b. 3/12.5+5 Work Schedule- Employees are scheduled to work three 12.5 hour shifts (on consecutive days) each week, with one additional five hour shift each 14 days that is adjacent to the employee's first or last regularly scheduled shift of the week. These employees' FLSA workweeks shall begin exactly 2.5 hours into the start time of their five-hour shift and end exactly 168 hours later. c. 3/12.5 Work Schedule — This work schedule is only available for sworn employees. The 3/12.5 schedule shall consist of three consecutive 12.5-hour shifts each week, with one additional 10-hour shift each 28 days that is prescheduled prior to shift bid by the unit supervisor. 5. Work Week Communications Center Employees in the classifications of Police Communications Operator and Police Communications Supervisor shall work a 4/10 schedule, which consists of four (4) consecutive work days of ten (10) consecutive hours each, followed by three (3) consecutive days off. Each 10-hour shift shall be inclusive of a paid meal period and breaks. Upon agreement of the Association and the Chief of Police, communications center employees may be assigned to any of the other work schedules set forth above. 6. Overtime a. Employees assigned to an eighty(80) hour work period shall be paid at the rate of one and one-half(1 1/2) times their regular rate of pay for all time worked in excess of their regularly scheduled shift and/or 80-hour work period. Their 80 hour work period is authorized and in accordance with Section 7(k) of the FLSA. b. Employees assigned to a forty (40) hour work week shall be paid at the rate of one and one-half (1 1/2) times their regular rate of pay for all time worked in excess of their regularly scheduled shift and/or forty (40) hour work week. However, Communication Operators on the 7/11.5 or 3/12.5+5 work schedule must work a minimum of forty (40) hours in the work week before earning overtime. Any hours worked in excess of the regularly scheduled shift that do not exceed forty (40) hours in a work week shall be paid at their regular rate of pay. c. As the City improves its existing Human Resources and Payroll systems to have more automated functionality, it will work toward enabling employees to be able to assign overtime pay to deferred compensation without incurring additional significant implementation costs or staff time. These efforts would occur in conjunction with normal software updates. 7. Motors: Employees assigned as motor officers in the Special Operations Division, Traffic Bureau, shall be assigned to either a 3/12.5 or 4/10 schedule. Employees shall bid their shifts according to seniority as a motor officer. Those working the 4/10 schedule shall be assigned to work Monday through Thursday. Those assigned to the 3/12.5 shall work Friday through Sunday. The 3/12.5 schedule shall consist of three consecutive 12.5-hour shifts each week, with one additional HBPOA MOU July 1,2023—June 30,2026 12 POLICE OFFICERS' ASSOCIATION 10-hour shift each 28 days that is prescheduled prior to shift bid by the unit supervisor. The three existing motor officers as of the execution of this MOU (Employee ID #'s 27021, 25785, and 70771) are grandfathered into the existing 7/11.5 schedule, including their assigned work days, and are exempt work schedule bidding. B. Other Time: 1. Compensatory Time Off- Federal law controls the use of compensatory time off. Title 29 U.S. Code Section 207(o) allows the employer and employee representative to establish a compensatory time off bank in lieu of a cash overtime payment as required by the FLSA. The parties agree an employee may elect to bank compensatory time up to a maximum one hundred sixty (160) hours. The employee's right to use compensatory time off may be restricted if a request to use is not made by providing reasonable notice or the requested use is "unduly" disruptive. The parties agree reasonable notice is seventy two (72) hours. If compensatory time off is requested with 72 hours or more notice, its use cannot be denied unless to do so would be unduly disruptive. A request to use compensatory time off made with less than the 72 hours' notice can still be granted at the discretion of the manager to whom the request is made. In addition to the preceding, the Chief of Police shall identify days or events on which compensatory time can be denied. These days or events will be designated as "unduly disruptive days". There shall be a maximum of seven (7) unduly disruptive days per calendar year. The Chief of Police shall identify these "unduly disruptive days" as early as possible, and no later than 45 days prior to the designated date or event. Employees who already had been granted time off with pay for the "unduly disruptive days"selected by the Chief of Police prior to the time the selection had been made shall be allowed to continue to take that time off with pay. The Modified Maximum Deployment Calendar currently being used will be eliminated and shall be replaced by the designated "unduly disruptive days." The parties agree if by June 30, 2026, they have been unable to agree upon a successor MOU, the compensatory time off provisions will continue unless either party informs the other that it no longer agrees to allow the continued accrual of compensatory time off in lieu of overtime compensation. If that occurs, thirty (30) days after providing such notice to the other side, all overtime worked will be paid unless and until the parties agree upon a subsequent compensatory time off provision in the MOU. The parties agree that use of compensatory time off at the following times will be unduly disruptive: HBPOA MOU July 1,2023—June 30,2028 13 POLICE OFFICERS'ASSOCIATION a. At any time when the request for compensatory time off request presents an officer's safety problem by going below shift minimum as presented by the City in the meet and confer process. b. The Association, its officers, agents, representatives and/or members agree that during the term of this MOU they will not call, engage in, request or condone the use of compensatory time off for any strike, walkout, work stoppage, job action, slowdown, sick-out, blue flu, withholding of services or other interference with City operations, or honor any job action by any other employee of the City, employee organizations, or employees of any other employers by withholding or refusing to perform services. In the event that the Association, its officers, agents, representatives, and/or members engage in any of the conduct prohibited herein above, the compensatory time off provision of this MOU shall sunset and thereafter overtime hours shall be compensated at the employee's overtime rate. c. To the extent that these provisions are inconsistent with the Settlement Agreement in HBPOA, et al. v. City of Huntington Beach, et al. Case No. CV 92-6265 CMB (Shx) said settlement agreement is superseded. Provisions not so superseded shall not be affected by the agreement. 2. Work Time - For the purpose of computing the 80 hour work period for sworn employees in the unit and the 40 hour workweek for non-sworn employees in the unit, the following shall be included as hours worked in determining the eligibility for overtime pay. a. Sick leave. b. Vacation and General Leave time taken during the work period. c. Compensatory time off taken during the work period. d. Any other paid leave time taken during the work period. 3. Subpoena Compensation a. Court Appearance Time - Employees required to appear in court during other than their scheduled working hours shall be paid a minimum of three (3) hours overtime pay; provided, however, that if such time overlaps with the employee's scheduled working hours, said rate shall be limited to those hours occurring prior to or after the employee's scheduled work time. For example, if an employee who is required to appear at court at 9:00 a.m. on a day their shift begins at 10:00 a.m., the employee would receive overtime pay for the hour between 9:00 a.m. and 10:00 a.m. However, if that same employee was not scheduled to work that day, they would receive minimum of three (3) hours overtime pay. The City shall recognize administrative subpoenas the same as criminal and civil, including subpoenaed hearings conducted by telephone. Telephone HBPOA MOU July 1,2023—June 30,2026 14 POLICE OFFICERS' ASSOCIATION Business under subpoena is differentiated from Telephonic Work as described in Section 6 below. b. On-Call Court Time - Employees required to be on-call for a court appearance during other than their scheduled working hours shall be paid a minimum of three (3) hours pay at their regular rate of pay for each morning and afternoon court session provided, however,that if such time overlaps with the employee's scheduled working hours, said rate shall be limited to those hours occurring prior to or after the employee's scheduled work time. For example, if an employee who is required to appear at court at 9:00 a.m. on a day their shift begins at 10:00 a.m., the employee would receive their regular rate of pay for the hour between 9:00 a.m. and 10:00 a.m. However, if that same employee was not scheduled to work that day, they would receive minimum of three (3) hours at their regular rate of pay. On-Call Court Time shall not be considered hours worked for the purpose of calculating overtime. Employees shall not be paid On-Call Court Time if Court Appearance Time is paid. c. Cancelled Subpoenas - Employee shall be paid two (2) hours of pay at their regular rate of pay when a subpoena for off-duty testimony is cancelled with less than twenty-four (24) hours' notice. d. Retiree- In accordance with department policy, if the City accepts a subpoena on behalf of a current employee who then retires or a retiree, a stipend will be provided for court appearance time. The stipend will be based on the present Step E of the base hourly rate of pay of the position the retiree held before retirement from City service. Paid court preparation time and travel expenses shall be mutually agreed upon between the City and the retiree. 4. Standby Pay-An employee who is placed on standby status by a supervisor shall be paid four(4) hours pay at their base hourly rate of pay for each 24 (twenty-four) hour period, or any part thereof, of standby status. a. Employees on standby must respond to the initial request notification as soon as possible, but in no case more than thirty (30) minutes. Methods of response to the initial request may include phone call, email or text message. b. Employees on standby should be actively engaged in tasks directly related to the emergency situation as soon as possible, but in no case more than two (2) hours of the initial notification. c. In the event in-person response is required to an incident, crime scene or to a police facility, arrival at the location in question should generally be within two hours after acknowledgment of the request. d. Employees shall not work overtime or extra duty assignments which would cause the employee to be unavailable to respond to emergency situations during the time period the employee is assigned to standby duty. e. Employees on standby must refrain from intoxicants or other activities which might impair the employee's ability to perform assigned duties or to respond in a timely manner. HBPOA MOU July 1,2023—June 30,2026 15 POLICE OFFICERS' ASSOCIATION f. Employees assigned to standby shall be furnished with all equipment necessary to perform standby duties, including take-home cars, City-issued cellular phones and/or computers. g. The parties have agreed that minimally there shall be five personnel assigned to stand by from Friday at 4 p.m. to Monday at 6 a.m. (12 hours of standby pay). Those personnel shall include: (1) a Sergeant to supervise crimes against persons investigations, (2) two detectives assigned to investigate crimes against persons, (3) one traffic investigator, and (4) one Traffic Sergeant. h. In addition to the above, the President of the Association or one of the Board members of the Association (the particular Board member shall be determined by the Association) shall be on standby each week. Friday at 4 p.m. to Monday at 6 a.m. (12 hours of standby pay). 5. Call Back- Employees who are called back to work will be paid a minimum of two (2) hours pay at the overtime rate, upon arrival at the department or the incident scene until released. Should the called back employee be cancelled prior to arrival, the two (2) hour minimum shall be paid. 6. Telephonic Business - Off-duty employees shall be compensated a minimum of fifteen (15) minutes as hours worked when telephoned to conduct departmental business. Telephonic departmental business beyond fifteen (15) minutes shall be compensated in fifteen (15) minute increments (i.e., 16-30 minutes = 30 minutes of compensation, 31-45 minutes = 45 minutes compensation and so forth). Telephonic business is not considered Call Back Time as outlined in Article IX.B.5. 7. Canine Compensation - Employees assigned to canine duty shall be paid for the off-duty care, feeding and grooming of their canine and the routine, off-duty canine-related maintenance of their canine car.The City and the Association have considered the time that canine officers typically spend on off-duty canine care, and determined it to be fifteen (15) hours per month. Employees assigned to canine duty shall be paid fifteen (15) hours per month of overtime rate of pay based on the canine care salary rate. The canine care salary rate shall be two-thirds (2/3) of the Canine Officer's base pay rate, excluding any specialty or similar pays. In negotiating this MOU, the City requested that the Association conduct an actual inquiry of the hours which employees assigned to Canine duties perform each month to ensure compliance with the FLSA and in particular the case of Leever v. City of Carson City (9th Cir. 2004). The Association advised the City that the inquiry revealed that the hours to which the parties have agreed—(fifteen hours per month) accurately describes the time such employees are performing such duties each month. In addition to the fifteen (15) hours of pay per month described in the preceding paragraph, canine officers shall be paid for off-duty veterinary visits and extraordinary off-duty care, provided that, absent an emergency, the Officers shall obtain supervisor approval for such care and shall submit payroll exemption slips. HBPOA MOU July 1,2023—June 30,2026 16 POLICE OFFICERS' ASSOCIATION Any such additional canine compensation shall be paid at their overtime rate as defined in Article IX.A.4. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Canine Officer/Animal Premium. 8. Shift Trading The parties agree the provisions below are compliant with the Fair Labor Standards Act. Unit members have the right to trade shifts with their colleagues within the same classification subject to the following conditions: a. Both employees agree to the shift trade voluntarily. b. The employees trading the shifts shall complete an appropriate shift trade form signed by both employees and presented to a supervisor for approval prior to the first affected shift. Supervisors will not unreasonably deny a trade. c. The employee whose shift is worked gets credit for the shift. Thus, the employee whose shift was worked will record the time as time worked on their time sheet. Payback of the traded shift will be the responsibility of the two employees who trade shifts and will not be monitored by the City. However, the parties agree shift trades will be accomplished by the employees who trade within six (6) months of the first shift traded. If an employee leaves the City having not paid back a shift, it shall be the responsibility of the two employees to work out any pay back. ARTICLE X-HEALTH AND OTHER INSURANCE BENEFITS A. Retiree Medical Trust The City authorizes the HBPOA to participate in an employee welfare medical benefit trust fund program, called the PORAC Retiree Medical Trust, with the following conditions: 1. The City shall contribute $100.00 to the Trust per month for each represented employee. Equal contributions shall be made on the first two pay periods of each month. 2. The City shall withhold $100.00 per month for each represented employee to participate in the program. The withholding could change and if it does, it shall be in an amount as designated in writing by the HBPOA. Deductions shall be taken on the first two checks of each month. HBPOA MOU July 1,2023—June 30,2026 17 POLICE OFFICERS' ASSOCIATION Generally, participation and contributions are required for every member of the bargaining unit represented by the Association. However,this requirement will not apply to an employee who is entitled to receive full retiree medical coverage due to their service in the United States military (Military Exception). 3. HBPOA shall pay all associated expenses incurred to participate in this program. 4. Upon request, the HBPOA shall provide documentation to the City as follows: a. A copy of the in-force employee medical welfare benefit trust fund program; b. A statement certifying that funds collected are for employee welfare medical benefits for HBPOA represented employees only; c. A copy of the current program document as well as any changes, amendments or written confirmation that there have been no changes to the employee medical welfare benefit trust fund program provider; d. Verification of the funds submitted to the PORAC Retiree Medical Trust, and e. A statement certifying that the submitted funds are only being utilized to provide employee welfare medical benefit trust funds for participating members including members of the HBPOA. 5. City shall pay the withheld funds to the PORAC Retiree Medical Trust bi-weekly. 6. All Federal and State laws regarding employee medical welfare benefit trust funds coverage shall be followed. 7. HBPOA agrees that it will indemnify and hold harmless the City as well as all direct or indirect successors, officers, directors, heirs, predecessors, assigns, agents, insurers, employees, attorneys, representatives, and each of them, past and present, from and against any claims, lawsuits, penalties, interest,taxes, or liability of any kind whatsoever, which may result from the qualified employee welfare benefit trust fund program. B. Health The City shall continue to make available group medical, dental and vision benefits to all Association employees and qualified dependents. The effective date for medical, dental and vision coverage is the first of the month following date of hire. Effective the first of the month following the employee's date of hire, any required employee payroll deduction shall begin with the first full pay period following the effective date of coverage and shall continue through the end of the month in which the employee separates, unless otherwise precluded by CaIPERS Public Employees' Medical and Hospital Care Act(PEMHCA).All employee contributions shall be deducted on a pre- tax basis. 1. CaIPERS Public Employees' Medical and Hospital Care Act HBPOA MOU July 1,2023—June 30,2026 18 POLICE OFFICERS' ASSOCIATION The City presently contracts with CaIPERS to provide medical coverage. The City is required under CaIPERS PEMHCA to make a contribution to retiree medical premiums. A retiree's right to receive a City contribution, and the City's obligation to make payment on behalf of retirees, shall only exist as long as the City contracts with CaIPERS for medical insurance. In addition, while the City is in CaIPERS, its obligations to make payments on behalf of retirees shall be limited to the required statutory minimum payment. a. PEMHCA Employer Contributions The City shall contribute on behalf of each employee, the required statutory minimum payment per month for the payment of premiums for medical insurance under the PEMHCA program. As the statutory minimum is increased, the City shall make the appropriate adjustments by decreasing its flex benefits contribution accordingly as defined in the following sub-section. b. Maximum Employer Contributions toward Flex Benefits The City's maximum monthly employer contribution for each employee's medical and vision insurance premiums are set forth as follows: Effective January 1, 2023 Type of Coverage _ Medical Premium Employee Only ("EE") $820.00 Employee + one dependent $1,650.00 ("EE" + 1) Employee + two or more $2,100.00 dependents ("EE" + 2) Effective January 1, 2024 T p�e of Coverage Medical Premium Employee Only ("EE") $859.00 Employee + one dependent $1,728.00 ("EE" + 1) Employee + two or more $2,201.00 dependents ("EE" + 2) Effective January 1, 2025 Type of Coverage Medical Premium Employee Only ("EE") $892.00 Employee + one dependent $1,794.00 ("EE" + 1) Employee + two or more $2,285.00 dependents ( EE + 2) HBPOA MOU July 1,2023—June 30,2026 1 9 POLICE OFFICERS' ASSOCIATION c. The City shall also pay up to $22.76 per month for each employee for the VSP Vision Plan. The parties agree the required PEMHCA statutory minimum contribution is included in this sum stated in the sub-section above. 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. 2. Dental Insurance The annual maximum benefit for the Delta Dental PPO plan is$2000 (two thousand dollars). The maximum monthly City contribution for dental insurance shall be as follows: 1) employee only ("EE") - $57.86; 2) employee plus one dependent ("EE+1") - $108.02 or 3) employee plus two or more dependents ("EE+2") - $142.36. 3. Retiree (Annuitant) Coverage As required by the Government Code retired employees (annuitants) shall have available the ability to participate in the PEMHCA program. The City's requirement to provide retirees and/or annuitants medical coverage is solely governed by the Government Code requirement that requires the City to extend this benefit to retirees (annuitants). While the City is contracted with CaIPERS to participate in the PEMHCA program, CaIPERS shall be the sole determiner of eligibility for retiree and/or annuitant to participate in the PEMHCA program. a. City Contribution (Unequal Contribution Method) for Retirees As allowed by the Government Code and the CaIPERS Board, and requested by the Association, the City contracted for and uses the Unequal Contribution Method to make City contributions on behalf of each retiree or annuitant. The starting year for the unequal contributions method was 2004 at $1.00 per month. The City's contribution for each annuitant shall be increased annually by five percent (5%) of the monthly contribution for employees, until such time as the contributions are equal. The Service Credit Subsidy will be reduced every January 1st by an amount equal to any required amount to be paid by the City on behalf of the retiree (annuitant). The City shall make these payments only while the City is a participant in the PEMHCA program. b. Termination of Participation in the CaIPERS PEMHCA program — Impact to Retirees The City's requirement to provide retirees (annuitants) medical coverage is solely governed by the Government Code requirement that PEMHCA agencies extend this benefit to retirees (annuitants). If by agreement between the Association and the City or if the City elects to impose termination of its HBPOA MOU July 1,2023—June 30,2026 20 POLICE OFFICERS' ASSOCIATION participation in the PEMHCA program, retirees (annuitants) shall no longer be eligible for City provided medical insurance. In the event that the City terminates its participation in the PEMHCA program, the retiree medical subsidy program in place in Resolution No. 2001-28 Exhibit C to the MOU shall be reinstated. The City shall make any necessary modifications to conform to the new City sponsored medical insurance plan. c. Termination Clause The City and Association may each request termination of the City's contract with CaIPERS after the announcement of State Legislation, Judicial Rulings, or a CalPERS Board Action that changes the employer's contribution, insurance premiums or program changes to the CalPERS medical plan. The City and Association may elect to terminate its participation in the CaIPERS PEMHCA program by mutual agreement through the meet and confer process between the Association and the City. 4. MedicalNision Opt-Out Employees covered by group health insurance outside of a City-provided program (evidence of which must be supplied to the Human Resources Department), may elect to discontinue City medical coverage and either direct the cash value of the City's Contribution Cap for employee only ("EE") medical coverage as described in Article X.B.1.(b) be deposited into their Deferred Compensation account, or any other pre-tax program offered or approved by the City, or the employee may elect to receive this amount as a taxable cash medical-opt out benefit. In order to be eligible for the opt-out payment the employee must be able to demonstrate to the City's satisfaction that they are enrolled in a qualified employer-sponsored group health plan that provides minimum essential coverage as defined by the Affordable Care Act, (The coverage must be obtained through another source other than coverage in the individual market, whether or not obtained through Covered California) and will not incur penalties under the ACA. An employee may also elect to discontinue vision coverage. The employer-paid portion of the premium paid for vision coverage will be applied toward the medical premium. 5. Section 125 Employee Plan The City shall provide an Internal Revenue Code section 125 employee plan that allows employees to use pre-tax salary to pay for regular childcare, adult dependent care and/or unreimbursed medical expenses as determined by the Internal Revenue Code. 6. Life Insurance HBPOA MOU July 1,2023—June 30,2026 21 POLICE OFFICERS' ASSOCIATION The City will provide $50,000 term life insurance and $50,000 accidental death and dismemberment insurance without evidence of insurability other than evidence of working full time. Additional life insurance may be purchased consistent with the plan limitations, at the employee's cost, with evidence of insurability. 7. Income Protection Plan The City authorizes the HBPOA to administer its own Long Term Disability (LTD) Program providing the following conditions are adhered to: a. The City and HBPOA agree that the City shall not provide a City sponsored LTD Program. b. HBPOA shall contract with an authorized provider for a LTD program for the employees represented by the HBPOA. c. The City shall pay to HBPOA forty-one dollars ($41) per month per occupied covered position represented by HBPOA and HBPOA shall pay the cost of LTD premiums for each such covered position. d. Non-dues paying represented employees shall be covered by the LTD Policy at the same premium rate as dues paying represented employees. e. City payment to HBPOA is to be made for each represented employee per month based on the bi-weekly payroll. f. HBPOA shall pay the authorized provider for the cost of premiums and any expenses incurred for administering the program. g. The City shall provide the HBPOA with a monthly report of covered employees. h. No self-funding/self-insurance of LTD benefits is permitted under this agreement. i. Upon request, the HBPOA shall provide an annual certification of the Plan on each anniversary the Plan is in effect which will include: 1) A copy of the most current audited financial statements; 2) A copy of the latest actuarial report, which should be completed by an independent"Fellow of the Society of Actuaries"; 3) A copy of the in-force LTD Program; 4) A statement certifying that premiums collected are for LTD benefits for HBPOA represented employees only; HBPOA MOU July 1,2023—June 30,2026 22 POLICE OFFICERS' ASSOCIATION 5) A copy of the current plan document as well as any changes or amendments, or written confirmation that there have been no changes as LTD provider; 6) A copy of the "Summary Annual Report" and, upon request, a copy of the latest filed Form 5500; 7) A listing of active HBPOA claimants with all relevant data as requested by City (i.e., date of disability, etc.) including the allocated reserves for each claimant; 8) Verification of the premium received and credited by the HBPOA. 9) A statement certifying that the submitted premiums are only being utilized to provide LTD benefits for participating members including members of the HBPOA; and 10) A written confirmation from the plan administrator confirming (i) that it is authorized to do business in California; (ii) that it is properly licensed; (iii) that it maintains current "Errors and Omissions" insurance; and (iv) that it is bonded. j. All Federal and State laws regarding LTD benefit coverage shall be followed. k. HBPOA agrees that it will indemnify and hold harmless the City as well as all direct or indirect successors, officers, directors, heirs, predecessors,assigns, agents, insurers, employees, attorneys, representatives, and each of them, past and present, from and against any claims, lawsuits, penalties, interest, taxes, or liability of any kind whatsoever, which may result from the HBPOA sponsored and administered LTD insurance program. 8. Lonq Term Care a. The City authorizes the HBPOA to administer its own Long Term Care (LTC) Program providing the following conditions are adhered to: b. HBPOA shall contract with an authorized provider for LTC program for the employees represented by the HBPOA. c. The City shall pay to HBPOA for the cost of LTC premiums not to exceed twenty-five ($25) per month per occupied covered position represented by HBPOA. d. Non-dues paying represented employees shall be covered by the LTC Program at the same premium rate as dues paying represented employees. e. City payment to HBPOA is to be made for each represented employee per month based on the bi-weekly payroll. HBPOA MOU July 1,2023—June 30,2026 23 POLICE OFFICERS' ASSOCIATION f. HBPOA shall pay the authorized provider for the cost of premiums and any expenses incurred for administering the program. g. The City shall provide the HBPOA with a monthly report of covered employees. h. No self-funding/self-insurance of LTC benefits is permitted under this agreement. i. Upon request, the HBPOA shall provide any reasonable documentation to the City as similarly described in the LTD Program. j. All federal and State laws regarding LTC benefit coverage shall be followed. k. HBPOA agrees that it will indemnify and hold harmless the City as well as all direct or indirect successors, officers, directors, heirs, predecessors,assigns, agents, insurers, employees, attorneys, representatives, and each of them, past and present, from and against any claims, lawsuits, penalties, interest, taxes, or liability of any kind whatsoever, which may result from the HBPOA sponsored and administered LTC Program. ARTICLE XI—RETIREMENT A. "Classic Member" Safety Employee Retirement Benefits: 1. 3% Cad Age 50 Plan - The City shall provide the 3% @ Age 50 retirement formula set forth in California Government Code Section 21362.2 for all safety employees defined as "classic members" per the Public Employees' Pension Reform Act of 2013 (PEPRA) represented by the Association. 2. 1959 Survivors' Benefit Level IV (California Government Code Section 21574) - Members of the City's safety retirement plan shall be covered by the Fourth Level of the 1959 Survivor Benefit. 3. Pre-retirement Optional 2 Death Benefit (California Government Code Section 21548 —Safety Employees) 4. One-Year Final Compensation (California Government Code Section 20042) 5. "Classic Member" Safety CaIPERS Member Contribution - a. All "classic members" shall pay their CaIPERS member contribution of nine percent (9%) of compensation earnable. b. 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 HBPOA MOU July 1,2023—June 30,2026 24 POLICE OFFICERS' ASSOCIATION basis. However, ultimately, the tax status of any benefit is determined by the law. 6. Classic Member Safety CaIPERS Cost Sharing: a. Classic member safety members shall cost share four percent (4%) compensation earnable in accordance with Government Code section 20516(f). B. "Classic Member" Miscellaneous Employee Retirement Benefits: 1. 2.5 % Ca)Age 55 Plan (California Government Code Section 21354.4)—Members of the City's miscellaneous retirement plan with the California Public Employees' Retirement System (CaIPERS) shall receive the 2.5% at age 55 CaIPERS retirement plan. 2. 1959 Survivors' Benefit Level IV (California Government Code Section 21574) - Members of the City's miscellaneous retirement plan shall be covered by the Fourth Level of the 1959 Survivor Benefit. 3. Pre-Retirement Optional Settlement 2 Death Benefit(California Government Code Section 21548) - Members of the City's miscellaneous retirement plan shall be covered by the Pre-Retirement Optional Settlement 2 Death Benefit. 4. One-Year Final Compensation (California Government Code Section 20042) 5. Classic Miscellaneous CaIPERS Member Contribution - a. All "classic members" shall pay their CaIPERS member contribution of eight percent (8%) of compensation earnable. b. 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. Classic Member Miscellaneous CaIPERS Cost Sharing: Classic member miscellaneous members shall cost share one percent (1%) compensation earnable in accordance with Government Code section 20516(f). C. Retirement Benefits for Safety and Miscellaneous Employees - Self-Funded Supplemental Retirement Benefit — In the event a PERS member elects Option #1, #2, #2W, #3,#3W or#4 of the Public Employees' Retirement law, and the member is a unit employee who was hired prior to July 6, 1998, the City shall pay the difference between such elected option and the unmodified allowance which the member would HBPOA MOU July 1,2023—June 30,2026 25 POLICE OFFICERS' ASSOCIATION 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, shall be payable by the City during the life of the member, and upon that member's death, the City's obligation shall cease. The method of funding this benefit shall be at the sole discretion of the City. All unit employees hired after July 6, 1998 shall not be eligible for this benefit. D. CaIPERS "New Member" Retirement Benefits: For "New Members" within the meaning of the California Public Employees' Pension Reform Act (PEPRA) of 2013 as defined in California Government Code Section 7522.04(f). Employees (both sworn and miscellaneous)shall pay one half of the normal cost rate, as established by CalPERS each year in its annual valuation for the City, as required by California Government Code Section 7522.30(c). E. "New Member" Safety Retirement Benefits 1. CaIPERS "New Member" Safety Retirement Formula: 2.7% n Age 57 Plan - The City shall provide the 2.7% @ Age 57 retirement formula set forth in California Government Code Section 7522.25(d) for all safety employees defined as "new members" per the Public Employees' Pension Reform Act of 2013 (PEPRA) represented by the Association. 2. 1959 Survivors' Benefit Level IV (California Government Code Section 21574) — Members of the City's safety retirement plan shall be covered by the Fourth Level of the 1959 Survivor Benefit. 3. Pre-Retirement Optional Settlement 2 Death Benefit (California Government Code Section 21548)these members of the City's safety retirement plan shall be covered by the Pre-Retirement Optional Settlement 2 Death Benefit. 4. Final Compensation - Final compensation will be based on the highest annual average pensionable compensation during the 36 consecutive months immediately preceding the effective date of their retirement, or some other 36 consecutive month period designated by the member, as required by California Government Code Section 7522.32(a). 5. New Member Safety CalPERS Cost Sharing: New member safety members shall cost share an amount that when added to the one half of the normal cost rate (as established by CaIPERS each fiscal year in its annual valuation for the City) shall result in the employee's total pension contribution being 13% pensionable compensation. For example, if the one half of the normal cost rate is 11.75%, these members will cost share 1.25% pensionable compensation in accordance with Government Code section 20516(f). If in future HBPOA MOU July 1,2023—June 30,2026 26 POLICE OFFICERS' ASSOCIATION fiscal years, the required CaIPERS member contribution rate for new member safety members is 13% or more, there shall be no cost sharing during that fiscal year and employees will only pay the one half of the normal cost rate. Similarly, if the member contribution rate (one half of the normal cost) is reduced from the prior fiscal year to below 13%, these members will cost share a percentage that when added to the normal cost rate will equal 13% pensionable compensation. F. "New Member" Miscellaneous Retirement Benefits 1. CalPERS "New Member" Miscellaneous Retirement Formula: 2% a Age 62 Plan -The City shall provide the 2% @ Age 62 retirement formula set forth in California Government Code Section 7522.20(a) for all non-safety employees defined as "new members" per the Public Employees' Pension Reform Act of 2013 (PEPRA) represented by the Association. 2. 1959 Survivors' Benefit Level IV(California Government Code Section 21574) — Members of the City's miscellaneous retirement plan shall be covered by the Fourth Level of the 1959 Survivor Benefit. 3. Pre-Retirement Optional Settlement 2 Death Benefit(California Government Code Section 215481 these members of the City's miscellaneous retirement plan shall be covered by the Pre-Retirement Optional Settlement 2 Death Benefit. 4. Final Compensation - Final compensation will be based on the highest annual average pensionable compensation during the 36 consecutive months immediately preceding the effective date of their retirement, or some other 36 consecutive month period designated by the member, as required by California Government Code Section 7522.32(a). 5. New Member Miscellaneous CaIPERS Cost Sharing: Effective the beginning of the pay period including January 1, 2021, New member miscellaneous members shall cost share an amount that when added to the one half of the normal cost rate (as established by CalPERS each fiscal year in its annual valuation for the City) shall result in the employee's total pension contribution being 9% pensionable compensation. For example, if the one half of the normal cost rate is 6.75%, these members will cost share 2.25% pensionable compensation in accordance with Government Code section 20516(f). If in future fiscal years, the required CaIPERS member contribution rate for new member miscellaneous members is 9% or more, there shall be no cost sharing during that fiscal year and employees will only pay the one half of the normal cost rate. Similarly, if the member contribution rate (one half of the normal cost) is reduced from the prior fiscal year to below 9%, these members will cost share a percentage that when added to the normal cost rate will equal 9% pensionable compensation. HBPOA MOU July 1,2023—June 30,2026 27 POLICE OFFICERS' ASSOCIATION ARTICLE XII— LEAVE BENEFITS A. General Leave: The provisions on General Leave are set forth below. They went into effect on April 18, 2020. Prior to the effective date of General Leave, members of the Association earned vacation leave, as set forth in the prior MOU. Members' accrued vacation leave balances carried over past the effective date of General Leave. Although members no longer earn vacation, they may use their accrued vacation leave and shall be cashed out of any vacation balances as provided in this Section XII(A) (5), (6), (7) & (8), below. 1. Purpose-The purpose of annual General Leave is to provide a rest period,which will enable each employee to return to work physically and mentally refreshed, as well as for an illness or injury of the employee not otherwise covered under other provisions of law (e.g., Labor Code 4850, workers' compensation laws, etc.) 2. Anniversary Date- For the purpose of computing General Leave, an employee's anniversary date shall be the most recent date on which they commenced full- time City employment, unless otherwise provided in writing by agreement between the City and the employee upon initial hire or re-hire. 3. Annual General Leave Eligibility -All employees shall be entitled to use annual General Leave with pay except the following: a. Employees who have not completed six(6) months of continuous service with the City. However, employees with less than six (6) months of continuous service may, after 90 days, use up to 24 hours of General Leave for the purpose of an injury to or illness of themselves. b. Employees who work less than full-time who are not permanent. However, employees who do not work full-time and are not permanent may, after 90 days, use up to 24 hours of General Leave for the purpose of illness, injury, or family sickness. c. Employees on leave of absence. 4. General Leave Accrual-Employees in the City's service, having an average work week of forty (40) hours, shall accrue annual General Leave with pay in accordance with the following: a. For the first (1st) through the fourth (4th) year of continuous service, General Leave shall be accrued at the rate of one hundred and seventy six (176) hours per year (6.77 hours biweekly). b. For the fifth year (5th) and through the ninth (9th) year of continuous service, General Leave shall be accrued at the rate of two hundred (200) hours per year(7.69 hours biweekly). HBPOA MOU July 1,2023—June 30,2026 28 POLICE OFFICERS' ASSOCIATION c. For the tenth (10th) year and through the fourteenth (14th) year of continuous service, General Leave shall be accrued at the rate of two hundred and twenty four (224) hours per year(8.62 hours biweekly) d. For the fifteenth (15th) year and thereafter of continuous service, General Leave shall be accrued at the rate of two hundred and fifty six (256) hours per year (9.85 hours biweekly). In computing eligibility for continuous service, for sworn law enforcement members of the unit, it shall include sworn law enforcement service at another law enforcement agency. For non-sworn members of the unit, it shall include time both sworn law enforcement service at another agency as well as time in the same non-sworn classification in which they are serving in Huntington Beach. 5. Use of General Leave (or Previously Accrued Vacation Leave) a. No employee shall be permitted to use General Leave in excess of actual time earned and General Leave shall not be accrued in excess of six hundred and forty (640) hours. General Leave use for vacations (as well as any previously accrued Vacation Leave) shall be taken only with permission of the Chief of Police (or their designee); however, the Chief of Police shall schedule all vacations with due consideration for the wishes of the employee and particular regard for the needs of the department. If used as sick leave, employees must call in prior to their shift and provide a supervisor with notice that they are using General Leave due to illness or injury. b. If an employee provides at least eight (8) days' notice of a request to use General Leave, it will be granted, unless within the discretion of the Police Chief or their designee, the decision to grant the leave would create an operational burden. It is not an operational burden simply because another employee must work the shift on overtime. c. General Leave accumulated in excess of the.six hundred and forty (640) hour cap shall be paid at the base hourly rate of pay on the first payday following such accumulation. 6. General Leave (or Previously Accrued Vacation Leave) Pay at Separation for Employees Exempt from the Retirement Medical Trust - Upon separation of employment, employees exempt from the Retirement Medical Trust shall be paid for unused General Leave(or previously accrued Vacation Leave) at their current regular rate of pay for all unused, earned General Leave (or previously accrued Vacation Leave) to which they are entitled up to and including the last day of employment. HBPOA MOU July 1,2023—June 30,2026 29 POLICE OFFICERS' ASSOCIATION 7. General Leave Conversion to Cash — On or before the beginning of the pay period which includes December 15 of each calendar year, an employee may make an irrevocable election to cash out up to one hundred and twenty (120) hours of accrued General Leave which will be earned in the following calendar year at the employee's regular rate of pay. The employee can elect to receive up to sixty (60) hours of General Leave cash out in the pay period that includes July 15. The employee shall receive any remaining General Leave cash out to which they irrevocably elected to cash out in the pay period that includes December 1. However, if the employee's General Leave balance is less than the amount the employee elected to cash out (in the prior calendar year) the employee will receive cash for the amount of leave the employee has accrued at the time of the cash out. 8. Deferred Compensation/General Leave (or Previously Accrued Vacation Leave) Cash Out - The value of any accrued unused earned General Leave L previously accrued Vacation Leave) may be transferred to deferred compensation (up to the maximum permitted by law) at the regular rate of pay annually or in connection with separation from employment. The employee must request the transfer no later than the end of the pay period prior to the employee's last day of employment. Any unused earned General Leave (or previously accrued Vacation Leave) remaining upon separation for employees who participate in the Retiree Medical Trust will be transferred to the qualified medical retirement trust program on a pre-tax basis. 9. Financial Hardship - An employee may cash out accrued, unused vacation or general leave if they have an "unforeseen emergency" (defined as an unanticipated emergency that would result in severe financial hardship to the employee if early withdrawal were not permitted). A determination as to whether an"unforeseen emergency"exists shall be determined by the City at its discretion and is not subject to the filing of a grievance. B.Sick Leave — Full-time employees hired on or before April 18, 2020 received a one- time Sick Leave bank totaling 144 hours. Up to 72 hours of this Sick Leave may be used for family Sick Leave per the relationships included in Labor Code section 233. Once this Sick Leave bank is fully used, employees will no longer receive Sick Leave, only General Leave as described above in Section XII.A (General Leave). This one-time bank may not be cashed out at any time, nor, upon separation from employment, transferred to deferred compensation and/or a qualified medical retirement trust program. C. Bereavement Leave - Employees shall be entitled to bereavement leave not to exceed three (3) working days in each instance of death in the immediate family. Immediate family is defined as father, mother, sister, brother, spouse, registered domestic partner, children, grandfather, grandmother, stepfather, stepmother, step grandfather, step grandmother, grandchildren, stepsisters, stepbrothers, mother-in- law, father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepchildren, or wards of which the employee is the legal guardian. HBPOA MOU July 1,2023—June 30,2026 30 POLICE OFFICERS' ASSOCIATION D. Family and Medical Care Leave — As employees do not accrue sick leave, all employees will be allowed to use up to (sixty) 60 hours per calendar year for family sick leave to care for a child, parent, spouse, registered domestic partner grandchild, grandparent, sibling or step-parent. Employees are entitled to use up to one half ('/z) of one year's annual accrual of general leave for the relationships set forth at Labor Code section 233. Time off for a work related injury shall not run concurrently with FMLA or CFRA leave for sworn and detention employees. E. Catastrophic Leave Donation Program - Under certain conditions, employees may donate leave time to another employee in need. The program is outlined in Exhibit F. F. Nurse Employees Certification -The City shall allow licensed nurse employees time off with pay to attend required courses necessary to maintain certification requirements. G. Cash Out of Compensatory Time Off - Twice each year, employees may, at their option, be paid for their compensatory time off. Payment when requested under this section shall be at the employee's regular rate of pay in effect at the time the request is made. On or before the beginning of the pay period which includes December 15 of each calendar year, an employee may make an irrevocable election to cash out accrued compensatory time off which will be earned in the following calendar year. The employee can elect to receive cash for their accrued compensatory time off up to two times per calendar year, and in a cumulative amount not to exceed the number of hours the employee irrevocably elected to cash out in the prior year. However, if the employee's compensatory time off leave balance in the pay period containing December 15th is less than (the balance of) the total amount the employee elected to cash out(in the prior calendar year) the employee will receive cash for the amount of leave the employee has accrued at the time of the cash out. Compensatory time off which is cashed out will be paid at the employee's regular rate of pay. H. Association Business - An allowance of one thousand forty (1040) hours per year (which is increased to one thousand two hundred and twenty (1220) effective beginning in calendar year 2024) shall be established for the purpose of allowing authorized representatives of the Association to represent members of the Association in their employment relations. Such allowance may be utilized only by those persons authorized by the Board of Directors of the Association and such utilization shall be subject to the rules indicated in Exhibit B. Up to two hundred (200) hours per year of unused hours may be carried over to the subsequent year. 31 HBPOA MOU July 1,2023—June 30,2026 POLICE OFFICERS' ASSOCIATION ARTICLE XIII -CITY PERSONNEL RULES All MOU provisions that supersede the City's Personnel Rules shall automatically be incorporated into the City's Personnel Rules as applicable. All City Personnel Rules shall apply to Association members, however, to the extent this MOU modifies the City's Personnel Rules, the Personnel Rules as modified will apply to Association members. ARTICLE XIV—MISCELLANEOUS A. Tuition Reimbursement - Education costs shall be paid to non-sworn employees on the basis of full refund for tuition fees, books and supplies-provided, however, that maximum reimbursement shall be at the rates currently in effect in the University of California system. Upon approval of the Chief of Police and Director of Human Resources, employees may be compensated for actual cost of tuition, books (including e/books), and fees at accredited educational institutions that charge higher rates than the University of California, if it can be demonstrated by the employee that said educational institution presents the only accredited course or program within a reasonable commuting distance of the employee. Tuition reimbursement shall be limited to job related courses or approved degree objectives and require prior approval by the Chief of Police and Director of Human Resources. Reimbursements shall be made when employees present proof to the Director of Human Resources that they have paid such costs and successfully completed the course(s) with either a "C" grade or better, or a "Pass" grade in a pass/fail grading system. B. Meal and Mileage Allowance The Parties agree to follow Policy AR 301 addressing Meal and Mileage Allowance and incorporate it by reference into this MOU. C. Weapon Vesting - Unit employees' assigned a weapon shall be vested with ten percent (10%) ownership per year so that ten (10) years after assignment of the weapon to the employee, they shall be fully vested with ownership. Employees are responsible for paying the gun transfer fee when the weapon is transferred to them. D. Controlled Substance and Alcohol Testing -The City maintains the right to conduct a test during working hours of any employee that it reasonably suspects is under the influence of alcohol or a controlled substance in the workplace, consistent with department policy. E. Take Home Vehicles/Distance to Work - Employees who take work vehicles home under this provision must reside within thirty-five (35) miles of the City limits. Those employees assigned a motorcycle who reside beyond thirty-five (35) miles of the City HBPOA MOU July 1,2023—June 30,2026 32 POLICE OFFICERS' ASSOCIATION limits at the time of ratification of this Agreement may drive their motorcycle to and from their residence to their place of work if such travel does not exceed three hundred and fifty (350) miles per week. The following unit classifications shall be allowed to take a City vehicle home under this provision: Employees assigned to the Executive Division,Administrative Division, Investigation Division and specific assignments in the Uniform Division that require a vehicle assignment as part of their duties (i.e., Canine, Motorcycle, Accident Reconstruction, Special Enforcement Bureau). Employees who take a City vehicle home are expected to be reasonably available to respond to work-related activities; however, there is no restriction of the employee's off-duty activities implied or intended by this expectation. F. Administrative Appeal Procedure - In compliance with the Government Code, the Administrative Appeal Procedure for all public safety officers is referenced in Exhibit D of this MOU. G. Direct Deposit - All employees hired after April 1, 2006 shall be required to enroll in and maintain participation in the City's direct deposit pay system. H. Meet and Confer- During the term of this Agreement, the City retains the right to meet and confer on any specific issue related to payroll implementation and/or compliance with the Fair Labor Standards Act(FLSA). I. Physical Fitness Program-Any physical fitness time earned under prior HBPD Policy Manual Section 208.9 can still be used, but can be denied if it will require the Department to backfill the employee requesting to use the time. J. Administrative Dispatcher Assignment 1. The Administrative Dispatcher assignment will be for two years. The employee in the assignment will stay in the assignment for two years from their initial date of appointment. a. Future appointees will have the chance to apply by providing interest memos prior to expiration of the assignment. The City will post a notice for two weeks informing prospective appointees that during that two-week period they may submit their interest memos. b. If no person submits an interest memo, the then current appointee can be reappointed for another one-year assignment. If that person no longer wishes to serve in the assignment, the Police Services Manager has the discretion to keep the assignment vacant or to appoint another (i.e., a different person) Police Communications Supervisor to the assignment for one year. c. If one person (different from the then current appointee) submits an interest memo, that person (not the then current appointee) will be appointed to the assignment. HBPOA MOU July 1,2023—June 30,2026 33 POLICE OFFICERS ASSOCIATION d. If more than one person (different from the then current appointee) submits an interest memo,there will be a selection process and the City reserves the right to select the appointee among those who submitted interest memos. ,2. The Police Communications Administrative Supervisor will not be above the Police Communications Supervisor in the Organizational Chart and will reflected as follows in,the Communications 1 Manual: . Police Services Manager Police Communications Supervisor Police Communications Administrative Supervisor Police Communications Operator IN WITNESS VVHEREOF, the parties hereto have executed 'this Memorandum of Understanding this 20th day of June 202 .. HUNTINGTO t. :EA . - IT 4 F HUN 0 N BEACH ,11111 POLICE OFFIC- -s:: - s,:4--. ,TION, 111111111k,By: , NA ht._.41111rAlk By: ,...4.1irarkvi .004-#‘1411W. Al Z- IV Mark Werschin. . . . Man- •e POA President By By: A' ,„414101P ..:„ Parra SiozE.,- KNox - , Chief of Police. POA ice r ident By: By: AdMillib Peter J. Brown , f") 7 Donough Chief Negotiator '11.37"-" - :bard Member By: 6.-- c •--1.44 . Travis Hopkins By: Robert Wexler Assistant City Manager Chief Negotiator COUNTERPART APPRO AS TO FORM By; ichael E. :Gates City Attorney FIBPOA MOU July'I,2023—June 30,2026 34 1 POLICE OFFICERS'ASSOCIATION d. If more than one person (different from the then current appointee)submits an Interest memo,there will be a selection process and the City reserves the right to select the appointee among those who submitted Interest memos. 2. The Police Communications Administrative Supervisor will not be above the Police Communications Supervisor in the Organizational Chart and will reflected as i_ follows in the Communications 1 Manual: • Police Services Manager Police Communications Supervisor • Police Communications Administrative Supervisor • Police Communications Operator . • IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding this 20th day of June 2023. HUNTIN©TO• : IT F HUN iNGT N BEACH POLICE OFFIC -4-' = •• t. ION y • By: AZY.--4.1111° , Al i a Mark Werschin Man POA President By: By: nk�I NoX • • c Parra • • of of Poice POA Ice r ident • By: IL' i I,. I By: 4' Peter J. =,ir n Sean Donough Chief Ne, r ator oard Member 4 Y B : Travis Hopkins By: Ro ert ex Assistant City Manager Chief N otiator• APPRO r AS TO FORM COUNTERPART By: ' ichael E. Gates City Attorney BPOA MOU July 1,2023—June 30,2028 34 H 4 POLICE OFFICERSASALARY S' ASSCHEDUOCIATIONLE EXHIBIT - rg .- rx " x-, - a yMY� , 4 '- c _„h -S -�. ..4 'x s1 .', .a - #` teNnwon " 3'kc. ,,a <- ' s . . 6,a x o �i v u . "r' ` y uy i - fi+ . a,( t r- , ��a � : '*.4T 4's � . - -,,`X � > z * ,, e4e<2 ` 23 . � , ^<h ' x 3.LL� $- + 5 ' nereaa wun n �, b s t' -K� 3 k0 ,-:- " u r _ - ti v ,z-?4,r `fg ems AArA- "- .�i,- x_a .i �, r ` � >in - > s zu2 - : x> --'. 0846 Police Communications Operator P0A280 34.67 36.58 38.59 40.72 42.97 r 0844 Police Communications Supervisor POA281 39.68 41.85 44.16 46.60 49.16 r 0221 Detention Officer POA221 34.50 36.39 38.40 40.53 42.76 r 0220 Detention Officer, Nurse P0A220 36.28 38.26 40.37 42.60 44.94 r 0222 Detention Shift Supervisor P0A222 39.48 41.65 43.95 46.37 48.93 r 0225 Police Recruit P0A225 30.01 31.65 33.40 35.23 37.18 x '*�.-,t-`'�.�..' z,� t:.aa+ `b- ` '�v` '7 �' c'�.� .! c- -�..sw`3u., 3,rs° t }- *'�`x- z ,t4--v-t ,--v-= a' - „,-s a �-.: a `- '., s t'Fp° -,,,,,-A-A- ;- - . a,, s<,...t,, .,�`.r,,� rt�� �-s..: rr cx F.45rtncreas Effective�Ju et2`4ZQ23 � � � � W� kl "zY .6s,� -`.,�.#-. cr'`4,p 4 "''ro T f„4--a z,. '.t'�.'"at vid;r 3 3.t � z. �''' ...°A'� ,, . r .. ,,,,5" a>t_- * x a i r x 4- a '�" �N - -- t n' t'a ,, ^'' �� t r a ' ..:3 - T �`_'�r...�s `i .1 ...>, pis-�''rn<c�E3`5�,� „>. -+, ra '.-c;ix =_ aa;. `ef,a: i 0223 Police Officer P0A223 43,62 46.01 48.54 51.21 54.03 r 0159 Police Sergeant P0A159 55.97 59.05 62.30 65,75 69.34 35 HBPOA MOU July 1,2023-June 30,2026 POLICE OFFICERS' ASSOCIATION EXHIBIT A-SALARY SCHEDULE 7r b' x ��- 5 0%Increase ffectIve June :..c-=< •.,rt x: .�. �-r r �.,r�^ � x ,r- '� ".ur3;'��" -s�..-;��°,�t'�,.�r� ,ew.y"" -'�-3,- `a.3. : .mac- .. , 0846 Police Communications Operator P0A280 36.40 38.41 40.52 42.76 45.12 r 0844 Police Communications Supervisor P0A281 41.66 43.94 46.37 48.93 51.62 r 0221 Detention Officer P0A221 36.23 38.21 40.32 42.56 44.90 r 0220 Detention Officer, Nurse POA220 38.09 40.17 42.39 44.73 47.19 r 0222 Detention Shift Supervisor P0A222 41.45 43.73 46.15 48.69 51.38 r 0225 Police Recruit P0A225 31.51 33.23 35.07 36.99 39.04 Y ny`t a,�"' `lt -- '_ T..Fr=xt+ >f+,,„,,7"'1' , s r u.•+v" urtii i�,5 �„ s' �"r.r c-,u*y- ;"`cam ,' a: e r, �-�- � ^.• " j».,' .';' 2,'-_y """ram»,.• : x `,:; u'ss'3'"�, �-�Lt +: ��'��"�- ` ,''F �°�"�u� .5n_Yorr�t �,��,� �r"�'y���°`��r��--.�s�',.�s.'*"`'-.'"`3` z�'•�``� 0%Increase Eff dive June`2 24 �� n >•r ,?a% - +ems 0223 Police Officer P0A223 45.80 48.31 50.97 53.77 56.73 r 0159 Police Sergeant P0A159 58.77 62.00 65.42 69.04 72.81 36 HBPOA MOU July 1,2023-June 30,2026 POLICE OFFICERS' ASSOCIATION EXHIBIT A-SALARY SCHEDULE A: 4 ��� 1 z-.� z�- $ ?�''"�3"� s?rt+„�,�F t � �'��fi 1'E°'� rv'Y� '3.-,'^�-•�5� f,��,�6,a .ice' "�+,`� sa 4n�- � 'ems L; "" a 5 0%increase Eff ective Juner21,202 y��� �� v _ OriakW > 0846 Police Communications Operator P0A280 38.22 40.33 42.55 44.90 47.38 0844 Police Communications Superviso P0A281 43.74 46.14 48.69 51.38 54.20 ► 0221 Detention Officer P0A221 38.04 40.12 42.34 44.69 47.15 ► 0220 Detention Officer, Nurse P0A220 39.99 42.18 44.51 46.97 49.55 ► 0222 Detention Shift Supervisor P0A222 43.52 45.92 48.46 51.12 53.95 0225 Police Recruit P0A225 33.09 34.89 36.82 38.84 40.99 F▪> .s-. '`''"''4'�„�''S�� ...e.��.�c��s ����,���r `+}"a�'���"F �,yc`�.�'�r ������j �'^�.. �.3,��•-� �`Y��S�:* "F.-`.�.�s. �-'�'L'�a'+,`4r.�'3�� 7��.�{��,�fi x�"�k'`i.,ynw S r��•'+x �,r '.�'�'h,�."��,� fiYir.�,,G�-$ •,'tom s,�� .Yn,;3r+.E� •�,.:s'F'y�-�'�-, '�^?''.�r�. �s if c� is f "'' Y-•,""+� ;. O _nGe SerEffect�xeltrte�2-F2ZpS.;:° .e ' ,,y h '- ' y'.g x +.ten"_" Ems- 0•71:-VAI s�33'�� "z�It'�'!�`u�'xi'+ :� ,-. �G�.'"i ut�' �f*.-�'�,�,2,�'y r Y,a.�.; < '4- - �"�c..xs i�a `� '' ' 'x c ��' 0223 Police Officer P0A223 48.09 50.73 53.52 56.46 59.57 ► 0159 Police Sergeant POA159 61.71 65.10 68.69 72.49 76.45 HBPOA MOU July 1,2023-June 30,2026 37 POLICE OFFICERS'ASSOCIATION EXHIBIT B—ASSOCIATION BANK TIME GUIDELINES FOR THE USE OF THE ASSOCIATION BANK TIME A. Any substantial' time used for the Huntington Beach Police Officers' Association business while the member is using that time, is on a working status and this time will be deducted from the Association Bank, as per the MOU. B. Any Association member desiring to use Association time, while on duty, shall obtain permission from their immediate supervisor, then from the President of the Association. An Association member shall, on all but emergency situations, give adequate advance notice to their supervisor when requesting time off for Association business. If the employee's absence is less than one hour, use of Association bank time is not required. If the employee is away from work in excess of one hour, an Association book-time slip for all time away from work is required. In the event that the President of the Association is not available to grant permission, the Vice-President will then have the responsibility to make the appropriate decision. If the Association member's immediate supervisor will not grant the person who is requesting time off for Association business, then the President shall be immediately notified by the member. If the business is of such a nature that it must be conducted by that particular Association member, then the President will take the matter to the Division level and every effort will be made to resolve the issue. C. Any member using Association time, while on duty, will submit an Association Bank Time Form and an overtime request form to the President. The member must write on top of the overtime form "ASSOCIATION BANK TIME OFF" and the payroll exception form will be signed by the supervisor and the President of the Police Officers' Association or his representative. The Association time hours must be tracked by use of a separate payroll code so that each time it is used it is specifically accounted for on the time sheet of the employee who uses it. D. Those Association members that may use the Association Bank are: 1. President of the Huntington Beach Police Officers'Association. 2. Board of Directors of the Huntington Beach Police Officers' Association. 1 1. Substantial time, being defined as that time in excess of one hour and where the Association member is not available for duty until the Association business is concluded. HBPOA MOU July 1,2023—June 30,2026 38 POLICE OFFICERS' ASSOCIATION EXHIBIT B—ASSOCIATION BANK TIME 3. Members assigned to committees designated by the President or the Board of Directors. 4. PORAC Representative. 5. Any other Association member designated. E. All memorandums and payroll exemption forms will be forwarded to payroll and the copies will be sent to the Secretary of the Association for accounting purposes. HBPOA MOU July 1,2023—June 30,2026 39 POLICE OFFICERS' ASSOCIATION EXHIBIT C —SERVICE CREDIT SUBSIDY SERVICE CREDIT SUBSIDY PLAN An employee who has retired from the City and meets the plan participation requirements shall receive a monthly Service Credit Subsidy as provided below if the employee incurs expenses for medical premiums or purchases medical insurance to reimburse the retiree for the payment of qualified medical expenses incurred for the purchase of medical insurance. If two retired employees are married or registered domestic partners and both were covered by this MOU at the time of retirement,each would receive a reimbursement equal to the amount of their monthly Service Credit Subsidy even if only one purchased the medical plan and the other was named as a dependent, irrespective of who was the purchaser of the medical plan. If a retired member has a spouse or registered domestic partner who has retired from another bargaining unit, that spouse or registered domestic partner is not precluded from receiving the subsidy if at the time of their retirement the MOU governing that individual authorized the subsidy.The City shall continue to treat this Subsidy as a non-taxable reimbursement unless otherwise required by the Internal Revenue Service. Plan Participation Requirements 1. At the time of retirement, the employee has a minimum of ten (10)years of continuous regular (permanent) City service or is granted an industrial disability retirement; and 2. At the time of retirement, the employee is employed by the City; and 3. Following official separation from the City, the employee is granted a retirement allowance by the California Public Employees' Retirement System (CaIPERS). The City's obligation to pay the Service Credit Subsidy as indicated shall be modified downward or cease during the lifetime of the retiree upon the occurrence of any one of the following: a. 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 Service Credit Subsidy may be adjusted downward or eliminated. b. In the event of the death of an eligible employee,whether retired or not,the amount of the Service Credit Subsidy benefit which the deceased employee was eligible for at the time of their death shall be paid to the surviving spouse or dependent for a period not to exceed twelve (12) months from the date of death. 4. Minimum Eligibility for Benefits — With the exception of an industrial disability retirement, eligibility for Service Credit Subsidy begins after an employee has completed ten (10) years of continuous regular (permanent) service with the City of HBPOA MOU July 1,2023—June 30,2026 40 POLICE OFFICERS' ASSOCIATION EXHIBIT C—SERVICE CREDIT SUBSIDY 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. To receive the Service Credit Subsidy retirees are required to purchase medical insurance from City sponsored plans. The City shall have the right to require any retiree (annuitant) to annually certify that the retiree is purchasing medical insurance benefits. 5. 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 $121.00. Payments shall be in accordance with the stipulations and conditions, which exist for all retirees. 6. Service Credit Subsidy— Payment shall not exceed dollar amount which is equal to the qualified medical expenses incurred for the purchase of City sponsored medical insurance. 7. Maximum Monthly Service Credit Subsidy Payments - All retirees, including those retired as a result of disability, whose number of years of service prior to retirement exceeds ten (10) continuous years of regular (permanent) service shall be entitled to maximum monthly Service Credit Subsidy by the City for each year of completed City service as follows: Maximum Service Credit Subsidy Retirements After: Service Credit Years of Service Subsidy 10 $ 121 11 136 12 151 13 166 14 181 15 196 16 211 17 226 18 241 19 256 20 271 21 286 22 300 23 315 24 330 25 344 HBPOA MOU July 1,2023—June 30,2026 41 POLICE OFFICERS' ASSOCIATION EXHIBIT C —SERVICE CREDIT SUBSIDY 8. Medicare: a. All persons are eligible for Medicare coverage at age 65. Those with sufficient credited 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, the participant pays for Part B of Medicare. b. When a retiree and their spouse are both 65 or over, and neither is eligible for paid Part A of Medicare, the Service Credit Subsidy shall pay for Part A for each of them or the maximum subsidy, whichever is less. c. When a retiree at age 65 is eligible for paid Part A of Medicare and their spouse is not eligible for paid Part A of Medicare, the spouse shall not receive the 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. 9. Cancellation: a. For retirees/dependents eligible for paid Part A of Medicare, the following cancellation provisions apply: i. Coverage for a retiree under the Service Credit Subsidy Plan will be eliminated on the first day of the month in which the retiree reaches age 65. ii. 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 Service Credit Subsidy Plan will be eliminated. HBPOA MOU July 1,2023—June 30,2026 42 POLICE OFFICERS' ASSOCIATION EXHIBIT D—ADMINISTRATIVE APPEAL PROCEDURE ADMINISTRATIVE APPEAL PROCEDURE 1. Authority a. Rule 20 of the existing City Personnel Rules provides an administrative procedure for appealing any discipline that involves a loss in pay. Rule 20 applies to all City employees. b. Government Code Section 3304(b) allows that an appeal procedure be made available to all"public safety officers" (as defined at Government Code§3301)for the following "punitive actions as defined in Government Code section 3303:" (i) written reprimands; and (ii) transfer for purposes of punishment with no loss of pay. Such actions will be collectively referred to as an "Action." Case law allows such an appeal procedure to be more limited than afforded under Rule 20. c. This provision is intended to establish the Administrative Arbitration Panel to hear appeals from public safety officers. This provision only applies to an "Action" as defined above in "b." (Government Code § 3304(b)) 2. Administrative Arbitration Panel a. Appeals will be heard by a neutral fact finding group of three City employees. b. Only active full-time employees of the City of Huntington Beach Police Department may serve on the Administrative Arbitration Panel. The Panel is comprised of one employee selected by the POA, one employee selected by the - Chief of Police, and the third employee selected by mutual agreement between the first two panel members. If no agreement can be reached, the "strike-out" process will be used to select the third Panel member,with the POA and the Chief each submitting four names for consideration. A coin toss will determine the party striking first with the POA reserving the right to call the coin or defer. c. The panel member selected by the Chief of Police, the POA, and the panel member selected by the Chief of Police and the POA shall each select one alternate to the panel to serve in place of a panel member in case of conflicts of interest. d. A panel member will serve one year. If the panel member selected to serve on an Administrative Arbitration Panel has direct involvement in the punitive action or is a party to the issue, they will be replaced by the alternate 3. Appeal Notice a. An appealing officer has five (5) calendar days from date of receipt of an "Action" to file a written appeal with the Chief of Police; otherwise, the "Action" shall stand as issued with no further rights to appeal. b. If an officer chooses not to appeal an "Action," they may submit a written rebuttal within thirty (30) days from date of receiving the "Action." The written rebuttal will be filed with the "Action" in the officer's official personnel file. HBPOA MOU July 1,2023—June 30,2026 43 POLICE OFFICERS' ASSOCIATION EXHIBIT D—ADMINISTRATIVE APPEAL PROCEDURE 4. Scheduling of Hearing Upon receipt of the written appeal notice,the Chief of Police is required to immediately request the Administrative Arbitration Panel to convene for a hearing. The Administrative Arbitration Panel is required to convene within thirty (30) days of receiving notice from the Chief of Police. 5. Hearing Procedure a. All hearings shall be closed to the public unless the disciplined officer requests a public hearing. b. All hearings shall be tape-recorded. c. The Administrative Arbitration Panel shall hear testimony from the appealing officer and the Department (specifically, the officer who investigated the conduct that led to the Written Reprimand). Testimony shall not exceed one hour from each side and an additional fifteen (15) minutes shall be given to each for rebuttal. The Department shall be heard first. d. If an appealing officer wishes to submit a written argument in lieu of oral testimony, they may do so provided that they notify the opposing party. The written testimony may not exceed one thousand five hundred (1,500)words. The written testimony must be submitted to the Administrative Arbitration Panel and the Chief of Police by no later than three (3) days in advance of the scheduled hearing. e. There is no right to sworn testimony, subpoenas, cross-examination or representation by third parties, including attorneys, at the hearing. f. In all "Actions" involving punitive discipline, the burden of proof shall be on the Department to show by a preponderance of the evidence that just cause exists for imposing discipline. In all non-punitive "Actions" (e.g., a non-punitive transfer that results in a loss of pay), the burden of proof shall be on the Department to show by a preponderance of the evidence that reasonable grounds exist for the transfer. 6. Rendering of Decision by the Administrative Arbitration Panel a. At the conclusion of the hearing, the Administrative Arbitration Panel shall deliberate in closed session. b. The decision of the Administrative Arbitration Panel is binding with no further rights to appeal. c. The decision of the Administrative Arbitration Panel must be issued in writing to the appealing officer within seven (7) calendar days from the conclusion of the hearing. d. The member of the Administrative Arbitration Panel who was selected by the POA and the Chief of Police shall be responsible for preparing and distributing the decision with a copy to both parties. e. The decision shall include the following: > Sustained ("Action" stands) HBPOA MOU July 1,2023—June 30,2026 44 POLICE OFFICERS' ASSOCIATION EXHIBIT D—ADMINISTRATIVE APPEAL PROCEDURE > Not Sustained ("Action" does not stand) > Other Recommendation(s) to the Chief of Police f. In the event an officer's "Action" is Sustained, they may, within five (5) calendar days from the date of the Administrative Arbitration Panel's decision, file a written rebuttal. The written rebuttal will be filed with the"Action"in the employee's official personnel file, along with the tape recording of the hearing. HBPOA MOU July 1,2023—June 30,2026 45 POLICE OFFICERS' ASSOCIATION EXHIBIT E —VOLUNTARY CATASTROPHIC LEAVE DONATION 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 child, parent, spouse, domestic partner, grandchild, grandparent, sibling and in- laws. 3. Eligible Leave Accrued compensatory time off, 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 off accrued may also be donated. An eligible recipient is an employee who: • Accrues vacation or general leave; • Is not eligible for 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 HBPOA MOU July 1,2023—June 30,2026 46 POLICE OFFICERS' ASSOCIATION EXHIBIT E—VOLUNTARY CATASTROPHIC LEAVE DONATION 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. Employees wanting to make donations will submit a Leave Donation Form to the Finance Department (City 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. HBPOA MOU July 1,2023—June 30,2026 47 POLICE OFFICERS' ASSOCIATION EXHIBIT E—VOLUNTARY CATASTROPHIC LEAVE DONATION 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: Date: Human Resources Division Use Only End donation date will bridge to: End donation date: ❑ Long Term Disability *sue 1**-0 ❑ Medical Retirement beginning � ix 4 " 1 ❑ Length of FMLA leave ending ❑ Return to workIzikty Human Resources Director Signature: g _ Date signed: ' " .3=+.S`»+t, ^'ezr3's5s -4� ,y..�„ t4, 'a, k n; �"''w _ may'.%-•i'+u � s....2"�.a Please return this form to the Human Resources Office for processing. HBPOA MOU July 1,2023—June 30,2026 48 POLICE OFFICERS' ASSOCIATION EXHIBIT E—VOLUNTARY CATASTROPHIC LEAVE DONATION Voluntary Catastrophic Leave Donation Program Leave Donation Form Donor, please complete Donor Name: (Please Print or Type:Last, First, MI) 1Work Phone: Donor Job Title: Type of Accrued Leave: Number of Hours I wish to Donate: ❑Vacation Hours of Vacation D 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: .(Date: Please submit to Payroll in the Finance Department. HBPOA MOU July 1,2023—June 30,2026 49 POLICE OFFICERS' ASSOCIATION EXHIBIT F—JOB SHARING PROGRAM A. Definition Job Sharing: Two employees share one job, subject to the following conditions: B. Eligibility 1. Police Officers eligible for this program must have three (3) years' experience as a patrol Officer for Huntington Beach Police. Lateral Officers with two (2) years prior patrol experience are eligible after two (2) years of patrol assignment with HBPD. Police Sergeants are not eligible for the job sharing program. 2. Police Communications Operators eligible for this program must have three (3) years dispatch experience as a Police Communications Operator for Huntington Beach Police. Lateral Police Communication Operators with three (3) years of prior experience are eligible after two (2) years' experience with HBPD. Police Communications Supervisors must have three (3)years dispatch experience as a Police Communications Operator and/or Police Communications Supervisor for Huntington Beach Police. 3. Detention Officers are eligible after two(2)years'experience as Detention Officers with HBPD. Detention Supervisors are eligible after two (2) years' experience as Detention Officers and/or Detention Supervisors with HBPD. C. Benefits Job Sharing employees will: 1. Bid for one position on a patrol squad or duty position. 2. Use the seniority of the junior member of the team to establish bid shift order. 3. Receive medical coverage for employee only, or a $200 stipend upon proof of medical coverage per MOU proposal. 4. Accrue Seniority for PERS and the department on a half time basis. 5. Receive hourly pay. 6. Receive one half(1/2) uniform allowance. 7. Receive half education pay at individual rate. 8. Receive half holiday pay. 9. Receive 30 hours of Family Sick time per MOU. 10. Accrue General Leave on half time basis. 11. Earn seniority on half time basis. HBPOA MOU July 1,2023—June 30,2026 50 POLICE OFFICERS' ASSOCIATION EXHIBIT F—JOB SHARING PROGRAM 12. Earn compensation for court appearance per MOU. 13. Receive time and one half pay for mandatory overtime. D. Conditions 1. Absent an emergency, employees seeking a return to full time assignment are required to give 90-day notice of intent. 2. In the event of an emergency separation of the sharing partner, the remaining partner will enjoy a 90-day window within the shared position before returning to full time employment. 3. The remaining partner will return to full time when the sharing partner leaves the position, unless replaced by another qualified job share employee. 4. Job sharing employees are not eligible for voluntary overtime. 5. Up to five positions would be eligible for job sharing in uniform patrol. 6. Only one position in dispatch and the jail would be eligible for job sharing. 7. Job sharing employees cannot work specialty assignments (i.e. SWAT, Beach Detail, HNT). 8. Job Sharing would be limited to a five (5) year term. Job sharing candidates leaving the position would be eligible for re-entry after one year in patrol. HBPOA MOU July 1,2023—June 30,2028 51 POLICE OFFICERS' ASSOCIATION EXHIBIT G -ALTERNATIVE DISPUTE RESOLUTION AGREEMENT LABOR MANAGEMENT WORKERS' COMPENSATION ALTERNATIVE DISPUTE RESOLUTION AGREEMENT BETWEEN THE CITY OF HUNTINGTON BEACH AND THE HUNTINGTON BEACH POLICE OFFICERS' ASSOCIATION This Labor Management Alternate Dispute Resolution Agreement("Agreement")entered into by and between the City of Huntington Beach ("City") and the Huntington Beach Police Officers' Association ("HBPOA") is created pursuant to California Labor Code Section 3201.7(a)(3)(c). Nothing in this Agreement diminishes the entitlement of an employee to compensation payments for total or partial disability,temporary disability, or medical treatment fully paid by the employer as otherwise provided in Division 4 of the Labor Code. Nothing in this Agreement denies to any employee the right to representation by counsel at all stages during the alternative dispute resolution process. Article I. Purpose The purposes of this Agreement are: 1. To provide active employees claiming compensable injuries under Division 4 of the California Labor Code ("Workers' Compensation Law") with an expedited procedure to resolve medical disputes in accordance with Article IV, Section D of this Agreement to facilitate their prompt return to work at either full duties or a transitional duty assignment; 2. To provide retirees claiming a presumptive injury as defined by California Labor Code(hereinafter"Labor Code")section 3212 et seq.with an expedited procedure to resolve medical disputes in accordance with Article IV, Section D of the Agreement; 3. To reduce the number and severity of disputes between the City and covered employees, when those disputes relate to workers' compensation; and 4. To provide workers' compensation coverage in a way that improves labor management relations, improves organizational effectiveness, and reduces costs to the City. These purposes will be achieved by utilizing an exclusive list of medical providers to be the sole and exclusive source of medical evaluations for disputed issues surrounding covered employees in accordance with California Labor Code Section 3201.7(c). Now, therefore, in consideration of the mutual terms, covenants and conditions herein, the parties agree as follows: Article II. Term of Agreement The City and HBPOA enter into this Agreement with the understanding that the law authorizing this Agreement is new, untested and evolving. The parties further understand that this Agreement governs a pilot program and that it will become effective after it is HBPOA MOU July 1,2023—June 30,2026 52 POLICE OFFICERS' ASSOCIATION EXHIBIT G -ALTERNATIVE DISPUTE RESOLUTION AGREEMENT executed by the parties,submitted to the Administrative Director of the State of California, Department of Industrial Relations, Division of Workers' Compensation in accordance with Title 8, California Code of Regulations, Section 10202(d), and accepted by the Administrative Director as evidenced by the Director's letter to the parties indicating approval of the Agreement. Any claim arising from an industrial injury sustained before the termination of this Agreement shall continue to be covered by the terms of this Agreement, until all medical issues related to the pending claim are resolved. Any medical issue resolved under this Agreement shall be final and binding. The parties reserve the right to terminate this Agreement at any time, by mutual agreement or by act of the legislature. The terminating party must give thirty (30) days written notice to the other party. The parties agree to meet and confer in good faith to try and resolve the issues underlying the termination during the thirty day period prior to the termination of the Agreement. Upon termination of this Agreement, the parties shall become fully subject to the provisions of the California law to the same extent as they were prior to the implementation of this Agreement, except as otherwise specified herein. Article III. Scope of Agreement A. This Agreement applies only to injuries, as defined by Workers' Compensation Law, claims by 1) active employees; 2) retirees who claim a presumptive injury as defined by California Labor Code Section 3212 et seq.; and 3) active employees who file a claim and subsequently retire before the claim is resolved. Retirees who filed claims while they were active employees are covered under this Agreement only for the purposes of petitions to reopen a pre-existing claim unless covered under A(2). This Agreement does not apply to any other retired employees. This Agreement does not cover post-retirement amendments to active claims. B. Employees who are covered under this Agreement remain covered during the entire period of active employment. C. Injuries occurring and claims filed after termination of this Agreement are not covered by this Agreement. D. This Agreement is restricted to establishing an exclusive list of medical providers to be used for medical dispute resolution for the above-covered employees in accordance with California Labor Code Section 3201.7(c). Article IV. Medical Provider A. This Agreement does not constitute a Medical Provider Network ("MPN"). Physicians who act as a covered employee's independent medical examiner ("IME") under this Agreement shall not act as the same employee's treating physician even if the physician has been pre-designated as the employee's treating physician, unless otherwise mutually agreed by the parties. Pre- designation of a physician must comply with the requirements set forth in Labor Code section 4600(d)(1). HBPOA MOU July 1,2023—June 30,2026 53 POLICE OFFICERS' ASSOCIATION EXHIBIT G -ALTERNATIVE DISPUTE RESOLUTION AGREEMENT B. All employees with a disputed medical issue as described below in Section D must be evaluated by an approved physician from the exclusive list of approved medical providers. Said physician will serve as an IME. If the IME needs the opinion of a different specialist, the IME shall refer the employee to a physician of the IME's choice even if that doctor is not on the approved list. The exclusive list of approved medical providers will be established when the Agreement has been approved by all parties. C. The exclusive lists of approved medical providers shall include the specialties as agreed upon by the parties. D. An IME shall be used for all medical disputes that arise in connection with a workers' compensation claim including but not limited to determination of causation, the nature and extent of an injury, the nature and extent of permanent disability and apportionment, work restrictions, ability to return to work, including transitional duty, future medical care, and resolution of all disputes arising from utilization review, including need for spinal surgery pursuant to Labor Code section 4062(b). The parties will use the originally chosen IME for all subsequent disputes under this Agreement. In the event that said IME is no longer available, then the parties shall utilize the next specialist on the list pursuant to Article IV G d (below). The IME process will begin when either party gives the other written notice of an objection. Objections from the City will be sent to the employee with a copy to the employee's legal representative if represented and a copy to HBPOA. Objections from the employee or employee's legal representative will be sent to the employee's assigned Claims Examiner with a copy to the Claims Manager. Objections will be sent within thirty days of receipt of a medical report or a utilization review decision. A letter delaying decision of the claim automatically creates a dispute. A subsequent acceptance of the claim and/or resolution of the dispute issue eliminates the need for completion of the dispute resolution process set forth in this Agreement. E. The exclusive list of approved medical providers shall serve as the exclusive source of medical-legal evaluations as well as all other disputed medical issues arising from a claimed injury. F. The parties hereby agree that from time to time the exclusive list of approved medical providers may be amended. For either party to add an IME to the exclusive list of medical providers, the party must provide notice, in writing, to the other party of its intent to add a physician to the list. Absent a written objection to the other party within thirty (30) calendar days of receipt of the written proposal, the addition will be made. In the event there is an objection, the physician will not be added to the list. A physician may only be deleted from the exclusive list of medical providers if they breaches the terms and conditions of the contract with the City or by mutual agreement of the parties. G. Appointments. HBPOA MOU July 1,2023—June 30,2026 54 POLICE OFFICERS' ASSOCIATION EXHIBIT G -ALTERNATIVE DISPUTE RESOLUTION AGREEMENT a. The Claims section of the Workers' Compensation Division shall make appointment(s)with the IME within ten days of the date of the objection and/or notification of delay for employees covered under this Agreement. b. The employee shall be responsible for providing the Claims staff with their work schedule prior to an appointment being made so that appointments can be made during an employee's nonworking hours or the first or last hour of their workday. The amount of time allotted for hours spent at a physician's appointment during working hours will be subject to verification and will be allowed accordingly. c. Mileage reimbursement to covered employees shall be consistent with City policy and in accordance with Labor Code Section 4600 (e)(2) unless transportation is provided by the City. d. For purposes of appointments, the Claims staff will select the IME's by starting with the first name from the exclusive list of approved medical providers within the pertinent specialty, and continuing down the list, in order, until the list is exhausted, at which time the Claims staff will resume using the first name on the list. e. The City is not liable for the cost of any medical examination used to resolve the parties' disputes governed by this Agreement where said examination is furnished by a medical provider that is not authorized by this Agreement. Medical evaluations cannot be obtained outside of this Agreement for disputes covered by this Agreement. f. Both parties shall be bound by the opinions and recommendation of the IME selected in accordance with the terms of this Agreement. H. Industrial Disability Retirements a. The City and HBPOA recognize that the ADR process can also be utilized to obtain a competent medical opinion as it relates to determining an employees' eligibility for an Industrial Disability Retirement (IDR), pursuant to California Government Code Sections 21154 and 21156(a)(2). b. Pursuant to the guidelines outlined in Article IV of this Agreement, the City and the HBPOA shall meet and confer to identify an agreed-upon listing of IMEs to serve as the competent medical examiner in reviewing an employees' eligibility for an IDR. I. Use of IME When Medical Disputes Exist a. An IME shall be used for all medical disputes that arise in connection with a workers' compensation claim, including but not limited to determination of causation, the nature and extent of an injury, the nature and extent of permanent disability and apportionment, work restrictions, ability to return to work, including transitional duty, future medical care, and resolution of all HBPOA MOU July 1,2023—June 30,2026 55 POLICE OFFICERS'ASSOCIATION EXHIBIT G -ALTERNATIVE DISPUTE RESOLUTION AGREEMENT disputes arising from utilization review, including need for spinal surgery pursuant to Labor Code section 4062(b). b. Furthermore, City and HBPOA agree that IME reports will be admissible in any proceeding and /or hearing involving an injured employee. Article V. Discovery A. Employees covered by this Agreement shall provide the Claims staff with fully executed medical, employment and financial releases and any other documents reasonably necessary for the City to resolve the employee's claim, when requested. B. The parties agree they have met and conferred on the language of the medical/financial/employment releases to be used under this Agreement. If said releases cause undue delay and/or unforeseen adverse impact(s) to the City and/or the HBPOA and/or its members, then either party may request a meet and confer regarding said under delay and/or adverse impact(s). The parties shall meet and confer within 30 days of a party's request to meet and confer. C. Employees shall cooperate in providing a statement. D. This Agreement does not preclude a formal deposition of the applicant or the physician when necessary. Attorney's fees for employee depositions shall be covered by Labor Code section 5710. There will be no attorney's fees for doctor's depositions. Article VI. General Provisions A. The Agreement constitutes the entire understanding of the parties and supersedes all other Agreements, oral or written, with respect to the subject matter in this Agreement. B. This Agreement shall be governed and construed pursuant to the laws of the State of California. C. This Agreement, including all attachments and exhibits, shall not be amended, nor any provisions waived, except in writing, signed by the parties which expressly refers to this Agreement. D. If any portion of this Agreement is found to be unenforceable or illegal the remaining portions shall remain in full force and effect. E. Notice required under this Agreement shall be provided to the parties as follows: F. In the event that there is any legal proceeding between the parties to enforce or interpret this Agreement or to protect or establish any rights or remedies hereunder, the prevailing party shall be entitled to its costs and expenses, including reasonable attorney's fees. HBPOA MOU July 1,2023—June 30,2026 56 POLICE OFFICERS' ASSOCIATION EXHIBIT H -SPECIAL ASSIGNMENT PAY SPECIAL ASSIGNMENT PAY Except as otherwise noted, employees assigned to the following assignments shall receive Special Assignment Pay of three percent (3%) and serve in these assignment pursuant to the following terms: Detectives: a. Existing detectives in permanent assignments shall be permitted to remain in those assignments (i.e., "grandfathered") until they voluntarily relinquished the position, promote, are removed for just cause or separate from the City. b. In each "section" of the detective bureau (i.e., Crimes Against Persons, General, Economic) there shall be three designated positions (one per section)that are considered rotational positions. Those rotational positions shall be for a five (5) year term. All other detective positions shall be considered "permanent" assignments. c. As incumbent "permanent" detectives leave their positions, the first vacancy in each section shall be converted to a rotational position.All other future vacancies from permanent positions shall be filled by selections to "permanent" position. Future vacancies from rotational positions shall be filled by selections to "rotational" positions. d. When a permanent position becomes vacant, employees shall test specifically for the permanent positions. All employees, including Detectives in rotational positions, are eligible to test for permanent positions. II. Motors a. Existing police officers assigned as Motors in permanent assignments shall be permitted to remain in those assignments (i.e., "grandfathered") until they voluntarily relinquished the position, promote, are removed for just cause or separate from the City. b. There shall be five(5) Motor positions designated as"permanent" positions. The rest of the positions in Motors are considered rotational positions. c. Rotational positions shall be for a five (5)year term. d. As incumbent"permanent" Motors leave their positions,the first five motors vacancies shall be filled by employees in rotational positions.They shall be considered "rotational" and subject to a five (5)year term. e. When a permanent position becomes vacant, employees shall test specifically for the permanent positions. All employees, including Motors in rotational positions, are eligible to test for permanent positions. Ill. Traffic Investigator a. There shall be one (1) traffic Investigator position designated as a "permanent" position. The existing two employees assigned as traffic Investigators are in a permanent assignment and shall be permitted to remain in that assignment (i.e., "grandfathered") until they voluntarily HBPOA MOU July 1,2023—June 30,2026 57 POLICE OFFICERS' ASSOCIATION EXHIBIT H -SPECIAL ASSIGNMENT PAY relinquished the position, promote, are removed for just cause or separate from the City. b. The first traffic investigator position to become vacant shall be converted to a rotational position. Should additional non-motor traffic investigator positions be authorized, they shall be considered "rotational". All rotational traffic investigator positions shall be subject to a five (5) year term. c. When a permanent traffic Investigator position becomes vacant, employees shall test specifically for the permanent positions. All employees, including Traffic Investigators in rotational positions, are eligible to test for permanent positions. IV. Aero Bureau: a. All Officers and Sergeants assignments in the Aero Bureau are permanent assignments. Employees shall be permitted to remain in those assignments until they voluntarily relinquished the position, promote, are removed for just cause or separate from the City V. Canine Handlers: a. Assignments to the canine handler position shall generally be "for the life of the dog". If the assignment is of a duration that is less than three years, due to an issue with the canine, an additional dog may be assigned and still count as one term. A canine handler may be assigned a second term as a handler, upon request and approval of the Police Chief, who has full discretion whether to approve a second term or not. VI. Regional Task Forces / Special Investigations Bureau (SIB) / Special Events Coordinator (Sergeant) / Homeless Task Force (HTF) / Training Unit / Professional Standards Unit / Special Enforcement Team (Downtown Foot Beat excluding the seasonal Beach Detail) /DUI Unit / School Resources Officer / Backgrounds Investigator / Jail Manager (1 Sgt.) / Administrative Dispatch Supervisor a. Each of the above assignments is considered "rotational" and subject to a five (5) year term. b. Should the City create any new special assignments, they shall be paid according to the terms of the MOU and shall be covered by the terms of this provision, unless otherwise specifically agreed by the Association and the City. VII. Chief Pilot—See separate Attachment to the MOU. VIII. Selection Process for Special Assignments Employees will be selected for Special Assignments through a testing process, which will at a minimum include the following components: a. Submittal of written request for the assignment, that shows that any applicable prerequisites are satisfied. b. Written examination, which will be weighed 25% of total score. HBPOA MOU July 1,2023—June 30,2026 58 POLICE OFFICERS' ASSOCIATION EXHIBIT H - SPECIAL ASSIGNMENT PAY c. Oral Interview, which will be weighed 75% of total score: a. The oral interview panel will include a supervisor for desired assignment. d. A ranked eligibility list will be established based on candidates'total score. e. The Division Commander and Police Chief shall appoint candidates to the special assignment using a"rule of five" (i.e., any candidate among the top- five scoring candidates may selected. When a candidate is appointed, the sixth-highest scoring candidate will then move into the top-five for future appointments. f. The duration of eligible lists shall be 6 months. HBPOA MOU July 1,2023—June 30,2026 59 POLICE OFFICERS' ASSOCIATION EXHIBIT I —CHIEF PILOT CHIEF PILOT At any given time, there will be no more than one employee assigned as Chief Pilot. DUTIES The Chief Pilot is responsible for monitoring the aeronautical proficiency of all Air Support pilots. The Chief Pilot also evaluates current and proposed flight operations, aircraft and flight training programs. The Chief Pilot reviews safety, training, maintenance and operational needs to ensure an acceptable level of standardization exists within the division. The Chief Pilot is also responsible for the following: • Conduct or facilitate an FAA flight review every 2 years as mandated by FAR 61.56. • Provide flight instruction as needed. • Establish special flight training, educational programs or FAA-mandated training for pilots. • Evaluate all rules, policies and regulations regarding air support pilots, aircraft and operations. • Review all specialized training affecting pilots. ELIGIBILITY REQUIREMENTS AND PREREQUISITE EXPERIENCE. To be eligible for the position of Chief Pilot, unit employee shall possess the following: 1) Flight Certificates a) Commercial Rotorcraft rating b) Certified Helicopter Flight Instructor rating 2) Flight Hours a) A minimum of 1000 hours as a pilot-in-command (helicopter) b) A minimum of 100 hours of helicopter flight instruction 3) Education a) A minimum of 50 hours of combined aviation education covering aviation safety, mishap management, crew resource management, flight training and aviation regulations and procedures. 4) Demonstrated leadership and communication skills. SELECTION PROCESS 1) Selection Process for Chief Pilot will include a testing process, which will, at a minimum, include the following: HBPOA MOU July 1,2023—June 30,2026 60 POLICE OFFICERS'ASSOCIATION EXHIBIT I —CHIEF PILOT i) Submittal of Written Request for Assignment, demonstrating that all prerequisites are satisfied. ii) Oral Interview (Panel to include the Unit Supervisor). iii) Review &Assessment of work history, including input from current and former supervisors and managers (if applicable) iv) Input from specialty assignment chain of command v) Ultimately requires approval of Division Commander and Police Chief. 2) 5-year initial assignment with indefinite ability to extend in one-year increments at the sole discretion of the Chief of Police. HBPOA MOU July 1,2023—June 30,2026 61 Res. No. 2023-31 II 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 20, 2023 by the following vote: AYES: Kalmick, Moser, Van Der Mark, Strickland, McKeon, Bolton, Burns NOES: None ABSENT: None RECUSE: None ,*4141, 9-4411 City Clerk and ex-officio Clerk of the City Council of the City of Huntington Beach, California Tentative Agreement Between The City of Huntington and the Huntington Beach Police Officers' Association May 8, 2023 Article# Subject , : :. Proposal `.'_. Term July 1, 2023—June 30, 2026 VI A Salary Schedule Effective June 24, 2023, employees will receive a base salary increase of five percent (5.0%). Effective the pay period including July 1, 2024, employees will receive a base salary increase of five (5.0%). Effective the pay period including July 1, 2025, employees will receive a base salary increase of five percent(5.0%). VII(A)(1)(b) POST Certificate Program Increased the premium for possession of an Advanced POST certificate from 6%to 8%effective June 24, 2023. VII(B) New Special Assignment Pay The provisions of special assignments, including the pay, is set forth in Exhibit H to this MOU. Vll(C) Flight Pay Modified language: The parties agree this pay shall commence upon assignment to the Aero unit. VII(D) New Chief Pilot/Safety Officer One employee will be designated as the Chief Pilot/Safety Officer and shall be paid five percent(5%)of their base hourly rate of pay in addition to other compensation. The duties, eligibility requirements and selection process are set forth in Exhibit I of this tentative agreement. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4)and Section 571.1(b)(3) Flight Time Premium. VII(G) Motor Pay Added language: This pay also shall be paid for the hours an employee is in training for this assignment. VII(F)(2)(c) Bilingual Pay Modified language: The City reserves the right to retest at the Chief of Police's discretion, no more frequently than once every 12 months. VII(I)(2-3) Longevity Pay Longevity pay shall be increased as follows: i. Sworn: 20 years of sworn law enforcement,increase from 10%to 15%.ii.Non-Sworn: 20 years of full-time service for Huntington Beach or worked in the same job classification at another law enforcement agency, from 0%to 5%effective June 24, 2023. VII(J) New Retention Pay Non-sworn employees in the bargaining unit with at least 20 years of experience working in a law enforcement department who do not qualify for Longevity Pay shall receive Retention Pay at 5%of the base hourly rate. Employee may qualify for Longevity Pay or Retention Pay, but not both. VII(M) Nurse Pay The terms of the Side Letter pertaining to Nurse Pay will be incorporated into the final MOU. VIII(A) Uniforms Modified language: Shall be paid with the first paycheck in December(not as a separately from payroll checks). IX(A)(3) 7/11.5 Work Schedule Modified language: The "7/11.5" work schedule applies to designated employees of the Patrol Division and Administrative Operations Division and Jail. 502 IX(A)(4) New 3/12 or 3/12.5 Work The following work schedules may be assigned: a. 3/12-This is Schedules three 12-hour consecutive days with a fixed 8-hour day every other week. The FLSA workweek begins exactly four hours after the start time of the employee's 8-hour day; b. 3/12.5 + 5 Work Schedule-Employees are scheduled to work three 12.5 hour shifts (on consecutive days) each week, with one additional five hour shift each 14 days that is adjacent to the employee's first or last regularly scheduled shift of the week. These employee's FLSA workweeks shall begin exactly 2.5 hours into the start time of their five-hour shift and end exactly 168 hours later; c. 3/12.5 Work Schedule-This work schedule is only available for sworn employees.The 3/12.5 schedule shall consist of three consecutive 12.5-hour shifts each week with one additional 10-hour shift each 28 days that is prescheduled prior to shift bid by the unit supervisor. IX(A)(5) Work Week Modified language: Employees in classifications of Police Communications Center Communications Operator and Police Communications Supervisor shall work a 4/10 schedule, which consists of four (4) consecutive work days of ten (10) consecutive hours each, followed by three(3)consecutive days off.Each 10-hour shift shall be inclusive of a paid meal period and breaks. Upon agreement of the Association and the Chief of Police, communications center employees may be assigned to any of the other work schedules set forth above. IX(A)(7) New Motors Employees assigned as motor officers in the Special Operations Division Traffic Bureau shall be assigned to either a 3/12.5 or 4/10 schedule. Employees shall bid their shifts according to either a 3/12.5 or 4/10 schedule. Those working the 4/10 schedule shall be assigned to work Monday through Thursday.Those assigned to the 3/12.5 shall work Friday through Sunday.The 3/12.5 schedule shall consist of three consecutive 12.5 hour shifts each week,with one additional 10-hour shift each 28 days that is prescheduled prior to shift bid by the unit supervisor.The three existing motor officers as of the execution of this MOU are grandfathered into the existing 7/11.5 schedule including their assigned work days, and are exempt work schedule bidding. IX(B)(3) Subpoena Compensation Add the following language to a.: For example, if an employee who is required to appear at court at 9:00 a.m.on a day their shift begins at 10:00 a.m., the employee would receive overtime pay for the hour between 9:00 a.m. and 10:00 a.m. However, if that same employee were not scheduled to work that day,they would receive minimum of three (3) hours overtime pay. Add the following language to b.: For example, if an employee who is required to appear at court at 9:00 a.m.on a day their shift begins at 10:00 a.m., the employee would receive their regular rate of pay for the hour between 9:00 a.m. and 10:00 a.m. However, if that same employee were not scheduled to work that day, they would receive minimum of three (3) hours at their regular rate of pay. Modify language to c.:Employee shall be paid two(2)hours of pay at their regular rate of pay when a subpoena for off-duty testimony is cancelled with less than twenty-four (24) hours' notice. 503 IX(B)(4) Standby Pay Incorporate Side Letter language and modified language as follows: a. Employees on standby must respond to the initial request notification as soon as possible, but in no case more than thirty (30) minutes. Methods of response to the initial request may include phone call, email or text message. b. Employees on standby should be actively engaged in tasks directly related to the emergency as soon as possible, but in no case more than two (2) hours of the initial notification. c.In the event in-person response is required to an incident,crime scene or to a police facility, arrival at the location in question should generally be within two hours after acknowledgment of the request. d. Employees shall not work overtime or extra duty assignments which would cause the employee to be unavailable to respond to emergency situations during the time period the employee is assigned to standby duty. e. Employees on standby must refrain from intoxicants or other activities which might impair the employee's ability to perform assigned duties or to respond in a timely manner. f. Employees assigned to standby shall be furnished with all equipment necessary to perform standby duties, including take- home cars, City-issued cellular phones and/or computers. g. The parties have agreed that minimally there shall be five personnel assigned to stand by from Friday at 4 p.m. to Monday at 6 a.m. (12 hours of standby pay).Those personnel shall include: (1) a Sergeant to supervise crimes against persons investigations, (2)two detectives assigned to investigate crimes against persons, (3) one traffic investigator, and (4) one Traffic Sergeant. h. In addition to the above,the President of the Association or one of the Board members of the Association (the particular Board member shall be determined by the Association) shall be on standby each week. Friday at 4 p.m. to Monday at 6 a.m. (12 hours of standby pay). X(A)(1) Health and Other Insurance Removed language indicating that this benefit will sunset. Benefits- Retiree Medical X(B)(1)(b) Health and Other Insurance The City's contribution towards employees' health insurance at Benefits each plan level (i.e., E/ee, E/ee+1, E/ee+2 or more)shall be increased as follows: i. January 1, 2024, increase monthly contributions to medical insurance for single,two-party and family by$39, $78 and $101, respectively. ii. January 1, 2025, increase monthly contributions to medical insurance for single,two-party and family by$33, $66 and $84, respectively. X(B)(7)(c) Income Protection Plan Modified language: The City shall pay to HBPOA forty-one dollars ($41) per month per occupied covered position represented by HBPOA and HBPOA shall pay the cost of LTD premiums for each such covered position. 504 Xl(A)(6) Retirement Modify language to: Classic member safety members shall cost share four percent (4%) compensation earnable in accordance with Government Code section 20516(f). XI(E)(5) New member safety members shall cost share an amount that when added to the one half of the normal cost rate(as established by CaIPERS each fiscal year in its annual valuation for the City) shall result in the employee's total pension contribution being 13% pensionable compensation. For example, if the one-half of the normal cost rate is 11.75%, these members will cost share 1.25% pensionable compensation in accordance with Government Code section 20516(f). If in future fiscal years, the required CaIPERS member contribution rate for new member safety members is 13% or more, there shall be no cost sharing during that fiscal year and employees will only pay the one half of the normal cost rate. Similarly, if the member contribution rate (one-half of the normal cost) is reduced from the prior fiscal year to below 13%, these members will cost share a percentage that when added to the normal cost rate will equal 13% pensionable compensation. Xl(F)(5) Effective the beginning of the pay period including January 1, 2021, New member miscellaneous members shall cost share an amount that when added to the one half of the normal cost rate (as established by CaIPERS each fiscal year in its annual valuation for the City) shall result in the employee's total pension contribution being 9% pensionable compensation. For example, if the one-half of the normal cost rate is 6.75%, these members will cost share 2.25% pensionable compensation in accordance with Government Code section 20516(f). If in future fiscal years, the required CaIPERS member contribution rate for new member miscellaneous members is 9% or more, there shall be no cost sharing during that fiscal year and employees will only pay the one half of the normal cost rate. Similarly, if the member contribution rate (one half of the normal cost) is reduced from the prior fiscal year to below 9%, these members will cost share a percentage that when added to the normal cost rate will equal 9% pensionable compensation XII(A) Leave Benefits — General Modified language:The provisions on General Leave are set forth Leave below.They went into effect on April 18,2020,the first day of the pay period following City Council approval of this 2020-2023 MOU. Prior to the effective date of General Leave, members of the Association earned vacation leave, as set forth in the prior MOU. Members' accrued vacation leave balances carried over past the effective date of General Leave. Although members no longer earn vacation, they may use their accrued vacation leave and shall be cashed out of any vacation balances as provided in this Section XII(A) (5), (6), (7) & (8), below. 505 XII(A)(4) Leave Benefits — General Added language: In computing eligibility for continuous service, Leave Accrual for sworn law enforcement members of the unit, it shall include sworn law enforcement service at another law enforcement agency. For non-sworn members of the unit, it shall include time both sworn law enforcement service at another agency as well as time in the same non-sworn classification in which they are serving in Huntington Beach. XII(A)(5)(b) Leave Benefits — Use of If an employee provides at least eight(8)days' notice of a request New General Leave (or Previously to use General Leave, it will be granted, unless within the Accrued Vacation Leave) discretion of the Police Chief or their designee, the decision to grant the leave would create an operational burden. It is not an operational burden simply because another employee must work the shift on overtime. XII(A)(8) Leave Benefit — Deferred Modified language: Cash Out - The value of any accrued unused Compensation/General earned General Leave(or previously accrued Vacation Leave)may Leave (or Previously Accrued be transferred to deferred compensation (up to the maximum Vacation Leave) permitted by law) at the regular rate of pay annually or in connection with separation from employment. The employee must request the transfer no later than the end of the pay period prior to the employee's last day of employment. Any unused earned General Leave (or previously accrued Vacation Leave) remaining upon separation for employees who participate in the Retiree Medical Trust will be transferred to the qualified medical retirement trust program on a pre-tax basis. XII(A)(9) New Leave Benefits — Use of Added language: Financial Hardship -An employee may cash out General Leave (or Previously accrued, unused vacation or general leave if they have an Accrued Vacation Leave) "unforeseen emergency"(defined as an unanticipated emergency that would result in severe financial hardship to the employee if early withdrawal were not permitted). A determination as to whether an "unforeseen emergency" exists shall be determined by the City at its discretion and is not subject to the filing of a grievance. XII(D) Family and Medical Care Added language: Employees are entitled to use up to one half(%) Leave of one year's annual accrual of general leave for the relationships set forth at Labor Code section 233. XII(H) Association Business Modified language: An allowance of one thousand forty (1040) hours per year (which is increased to one thousand two hundred and twenty(1220)effective beginning in calendar year 2024)shall be established for the purpose of allowing authorized representatives of the Association to represent members of the Association in their employment relations. Such allowance may be utilized only by those persons authorized by the Board of Directors of the Association and such utilization shall be subject to the rules indicated in Exhibit B. Up to two hundred (200)hours per year of unused hours may be carried over to the subsequent year. XIV(B) Miscellaneous—Meal and Modified language: The Parties agree to follow Policy AR 301 Mileage Allowance addressing Meal and Mileage Allowance and incorporate it by reference into this MOU. XIV(J) Administrative Dispatcher Modified language to reflect new titles for dispatchers. Assignment Exhibit A Salary Schedule Modified pay rates and titles included 506 Exhibit B Association Bank Time Added language: The Association time hours must be tracked by use of a separate payroll code so that each time it is used it is specifically accounted for on the time sheet of the employee who uses it Exhibit E(2) Voluntary Catastrophic Added grandchild, grandparent, sibling and in-laws to definition Leave Donation of family member. Exhibit F(B) Job Sharing Program Modified language: 2. Police Communications Operators eligible for this program must have three(3)years dispatch experience as a Police Communications Operator for Huntington Beach Police. Lateral Police Communication Operators with three (3) years of prior experience are eligible after two (2) years' experience with HBPD. Police Communications Supervisors must have three (3) years dispatch experience as a Police Communications Operator and/or Police Communications Supervisor for Huntington Beach Police. 3. Detention Officers are eligible after two (2) years' experience as Detention Officers with HBPD. Detention Supervisors are eligible after two (2) years' experience as Detention Officers and/or Detention Supervisors with HBPD. Exhibit F(C) 9. Receive 30 hours of Family Sick time per MOU. Exhibit G(II) Alternative Dispute Removed language pertaining to temporary nature of agreement, Resolution and modified sentence as follows:The parties reserve the right to terminate this Agreement at any time,by mutual agreement or by act of the legislature. Exhibit H Special Assignments Outlines terms and selection process for assignments receiving New Special Assignment Pay Exhibit I New Chief Pilot Outlines duties, eligibility requirements and selection process for Chief Pilot assignment. 507 ., en City of Huntington Beach IP Tentative Agreement-5/8/2023 HUNTIHclo9 BEACH Proposed Term:3 years Year 1 Year 2 Year 3 FY 23/24 FY 24/25 FY 25/26 %Cost Increase MOU Estimated YOY Estimated YOY Estimated YOY Total Cost of Item if Description Impact Impact Impact Proposal Ongoing Cost Year 1 Year 2 Year 3 Total Notes: 1 Term: 3 years(July 1,2023-June 30,2026) Salary Increases 5%eff.July 1,2023;5%eff.July 1,2024;5%eff. 2 Sworn 2,252,652 2,365,284 2,483,548 7,101,484 8,410,691 5.00% 5.25% 5.51% 15.76% July 1,2025. Total increase=15% Non-sworn 267,278 280,642 294,674 842,595 951,851 5.00% 5.25% 5.51% 15.76% (with compounding:15.76 ) Special Assignment Pay 3 Sworn 369,888 18,494 19,419 407,801 407,801 0.82% 0.04% 0.04% 0.91% 3%premium;total 13 Sgts&52 Officers Non-sworn 4,131 207 217 4,555 4,555 0.08% 0.00% 0.00% 0.09% 3%premium;total 1 Dispatch Supervisor 4 Chief Pilot/Safety Officer Sworn 9,037 452 474 9,964 9,964 0.02% 0.00% 0.00% 0.02% 5%premium;total 1 Officer 5 Professional Development/POST Sworn 553,724 27,686 29,070 610,480 610,480 1.23% 0.06% 0.06% 1.36% Advanced POST from 6%to 8% Longevity/Retention Pay 6 Sworn 566,555 28,328 29,744 624,627 624,627 1.26% 0.06% 0.07% 1.39% 20 Yr Longevity Pay from 10%to 15% Non-sworn 48,154 2,408 2,528 53,090 53,090 0.90% 0.05% 0.05% 0.99% 20 Yr Longevity Pay of 5% 7 OT to Deferred Comp(No Cost) Health Insurance 8 Sworn 97,605 181,112 83,508 362,225 362,225 0.22% 0.40% 0.19% 0.80% The proposal includes Year 1 annual increases Non-sworn 18,591 34,498 15,906 68,995 68,995 0.35% 0.65% 0.30% 1.29% ($39,$78 and$101)eff 1/1/24 and Year 2 annual increases($33,$66,and$101)eff 1/1/25 Retiree Medical Trust 9 Sworn 255,654 - - 255,654 255,654 0.57% 0.00% 0.00% 0.57% Maintain$1,200 per per employeeear Non-sworn 48,696 - - 48,696 48,696 0.91% 0.00% 0.00% 0.91% y 508 Year 1 Year 2 Year 3 FY 23/24 FY 24/25 FY 25/26 %Cost Increase MOU Estimated YOY Estimated YOY Estimated YOY Total Cost of Item# Description Impact Impact Impact Proposal Ongoing Cost Year 1 Year 2 Year 3 Total Notes: Income Protection Plan 10 Sworn 7,560 - - 7,560 7,560 0.02% 0.00% 0.00% 0.02% Increase City's contribution by$3 per member per Non-sworn 1,440 - - 1,440 1,440 0.03% 0.00% 0.00% 0.03% month General Leave Accrual 11 Sworn 75,435 3,772 3,960 83,168 83,168 0.17% 0.01% 0.01% 0.18% Modify leave accrual to include total law Non-sworn 6,963 348 366 7,676 7,676 0.13% 0.01% 0.01% 0.14% enforcement services 12 Approval of Gen Leave(No Cost) Association Business Increase bank by 180 hours per year. Split based 13 Sworn 16,312 816 856 17,984 19,204 0.04% 0.00% 0.00% 0.04% on percent usage by each job title. Used 1.25 Non-sworn 110 6 6 122 122 0.00% 0.00% 0.00% 0.00% factor to assume half would be backfilled by overtime. 14 Per Diem(minimal cost) 15 Standby Pay Sworn 46,175 2,309 2,424 50,908 50,908 0.10% 0.01% 0.01% 0.11% Stand-by pay equal to 30%of base pay Non-sworn 170 8 9 187 187 0.00% 0.00% 0.00% 0.00% (12 hrs/week),split between President&Board 16 Travel Expenses(No cost) Total Cost of Proposal 4,646,131 2,946,369 2,966,711 10,559,211 11,978,894 9.22% 5.85% 5.89% 20.95% Sworn 4,250,597 2,628,253 2,653,005 9,531,855 10,842,282 9.43% 5.83% 5.89% 21.16% Non-sworn 395,534 318,116 313,706 1,027,356 1,136,612 7.40% 5.95% 5.87% 19.22% 509 `40'''''....—... Consideration of the i‘iiv\iii 1 N G .. 1' Proposed Memorandum Mks•• 4�•�• \ .• 4/ • , ►joRP0Rgr�' ••, o. of Understanding with ---• - ` - Police Officers orioN), c') : -.- \ L,;( ei,", ' �� , I Association 1 =_� �_i =- _ % CITY OF HUNTINGTON BEACH r ' !-'_ 'l=/;: i• ir 0 CITY COUNCIL MEETING •. - . • • 0' June 20 2023 k4ll: .•••••7,••190;;.• /M•M F IUT COUct" 577 Overview ➢ Pursuant to the MMBA, the City has been meeting and conferring in good faith since November, 2022 with the POA. ➢ We reached tentative agreement with the POA in May 8, 2023. ➢ On June 6, 2023 The City Council voted affirmatively to Introduce the POA labor agreement for formal - -.._ NTIN consideration. 0#' '�.N'RPORG . 1 Qk•,.• \to area•,., 1Z.;I - iNY ' '= 1 tR ••* F•Mom:.,. ... 01•. 578 Proposed of Understanding • 3-year agreement (June 24, 2023 through last pay period of FY 25/26) • 5% wage increase for each FY of the contract • Increases to various pay programs such as POST Certificate Pay, Special Assignment Pay, Flight Pay, • ��i AUNT I............. Longevity Pay as well as other types of special pay ,•01•:.���Y.! ., • Increases to Health and LTD related pay �'_:. . = ��� \ • Clarifying language related to work schedules „ t‘..V.•-•: �` AUNTY T>if 579 P roposed of U nderstanding • Language changes related to Uniforms, Assignments, Job Sharing, Alternative Dispute Resolution, and updates to the Salary Schedule • Language modification related to General Leave, FMLA, Association Business/Bank Time, and Voluntary rl ( .,..\NtoRpoRAT;p.,(k6> Catastrophic Leave �:• _- =_Aiwal •�• .°AUNTY GP.#.I 580 Fiscal k, i FY 2023/24 $4.6 million FY 2024/25 $2.9 million FY 2025/26 $3.0 million FY 2026/27 $1.5 million 1,����--.._ � o - Total $12.0 million �� '�. ---;kibk, .-sr \ y . )9a1 Az .• q. O'�••••. '. i .is = t. (c =cG INTY �� 581 City Council Op Recommended Action ➢ Adopt Resolution No. 2023-31 , Approving the Proposed Successor Memorandum of Understanding with POA, and, ➢ Authorize the City Manager or designee to take all administrative and budgetary actions necessary for implementation of Resolution No. 2023-31 Alternative Action ➢ Do not approve introduction of the Agreement, and direct staff to: �� �vN......T Z.'o4 ➢ 1 Continue to meet and confer with the POA ,• �( .• RPl1HAT . 4, ➢ 2) Utilize the impasse procedures contained within the City's ` - .,_ ` _�=_ g> Employer-Employee Relations Resolution •,8TI. 190�,P•. 582 Questions ? ,„,,;?: .i .. .. , ... ,..k. .. . .,, .... ..., . , .. . , , ,...,5., : „.., , .,. ,. 1 . �:` "='1 x ;*4::*L''""--1 ..--' ''7--..' p.157t1-14Livitilkft-'''''''--•-• ',• '-','.-':-.z-ii.l. , ,,'" ti 1 gp ra "�:1 i,4 jj " '4 ii • '-'1 i, a'a, :a:^. ,. -• os'*.} 1 ,ti _ 5 .'.. Kt e� t� #y▪ ri :s. 5 N - i $ . `z, ' —..,.ice -t� - `��*�1,1,4 583 TiNGT 2000 Main Street, •,c0.1aq.0,1; ; Huntington Beach, CA i F • City of Huntington Beach 92648 U S COUNTS File #: 23-488 MEETING DATE: 6/6/2023 REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Al Zelinka, City Manager PREPARED BY: Travis Hopkins, Assistant City Manager Subject: Introduction of the Proposed Memorandum of Understanding Between the Huntington Beach Police Officers' Association and the City of Huntington Beach for July 1, 2023 through June 30, 2025 Statement of Issue: The Memorandum of Understanding (MOU) between the City and the Huntington Beach Police Officers' Association (POA) expires on June 30, 2023. Subsequently, the City and POA engaged in good-faith negotiations, ultimately reaching agreement on terms in May 2023 on a 3-year contract covering the period July 1, 2023 through June 30, 2025. Financial Impact: Pursuant to the terms reached in the MOU with POA, the total projected cost of the labor pact as estimated by the Finance Department is $4.6 million in Year 1; $2.9 million in Year 2; and $3.0 million in Year 3. The cost of the contract, including $1.5 million in increases to CaIPERS expenses, is estimated to total $12 million annually once fully phased beginning in Fiscal Year 2026/27. Recommended Action: Approve introduction of the proposed Memorandum of Understanding Between the Huntington Beach Police Officers' Association and the City of Huntington Beach for the period July 1, 2023 through June 30, 2025. Alternative Action(s): Do not approve the introduction of the proposed successor MOU for POA employees and direct staff to continue to: (1) meet and confer with the Association, or (2) utilize the impasse procedures contained within the City's Employer-Employee Relations Resolution Analysis: The Police Officers' Association (POA) represents approximately 250 employees in the City. Starting in late 2022, representatives for the City and POA engaged in active negotiations on a new City of Huntington Beach Page 1 of 7 Printed on 6/1/2023 powered by LegistarT^^ File #: 23-488 MEETING DATE: 6/6/2023 labor agreement, ultimately reaching a tentative agreement on contract terms for a 3-year period in May 2023. Key changes in the proposed MOU include the following: Term of Agreement July 1, 2023 through June 30, 2025 Wage Increases • Year 1 - employees shall receive a 5.0% base salary increase • Year 2 - employees shall receive a 5.0% base salary increase • Year 3 - employees shall receive a 5.0% base salary increase Pay Programs • POST Certificate Program - increased the premium pay for an Advanced POST certificate from 6% to 8% effective June 24, 2023. • Special Assignment Pay - the provisions of special assignments, including the pay, is set forth in Exhibit H to this MOU. • Flight Pay - this pay shall begin upon assignment to the Aero Unit. • Chief Pilot/Safety Officer - one employee will be designated as the Chief Pilot/Safety Officer and shall be paid five percent (5%) of their base hourly rate of pay in addition to other compensation. The duties, eligibility requirements and selection process are set forth in Exhibit I of this tentative agreement. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Flight Time Premium. • Motor Pay - this pay shall be paid for the hours an employee is in training for this assignment. • Bilingual Pay - the City reserves the right to retest at the Chief of Police's discretion, no more frequently than once every 12 months. • Longevity Pay - shall be increased as follows: i. Sworn: 20 years of sworn law enforcement, increase from 10% to 15%. ii. Non-Sworn: 20 years of full-time service for Huntington Beach or worked in the same job classification at another law enforcement agency, from 0% to 5% effective June 24, 2023. • Retention Pay - non-sworn employees in the bargaining unit with at least 20 years of experience working in a law enforcement department who do not qualify for Longevity Pay shall receive Retention Pay at 5% of the base hourly rate. Employee may qualify for Longevity Pay or Retention Pay, but not both. • Nurse Pay - the terms of the Side Letter pertaining to Nurse Pay will be incorporated into this MOU. • Subpoena Compensation - add the following language to a.: For example, if an employee who is required to appear at court at 9:00 a.m. on a day their shift begins at 10:00 a.m., the City of Huntington Beach Page 2 of 7 Printed on 6/1/2023 powered by LegistarTM File #: 23-488 MEETING DATE: 6/6/2023 employee would receive overtime pay for the hour between 9:00 a.m. and 10:00 a.m. However, if that same employee were not scheduled to work that day, they would receive minimum of three (3) hours overtime pay. Add the following language to b.: For example, if an employee who is required to appear at court at 9:00 a.m. on a day their shift begins at 10:00 a.m., the employee would receive their regular rate of pay for the hour between 9:00 a.m. and 10:00 a.m. However, if that same employee were not scheduled to work that day, they would receive minimum of three (3) hours at their regular rate of pay. Modify language to c.: Employee shall be paid two (2) hours of pay at their regular rate of pay when a subpoena for off-duty testimony is cancelled with less than twenty-four (24) hours' notice. • Standby Pay - Incorporate Side Letter language and modified language as follows: a. Employees on standby must respond to the initial request notification as soon as possible, but in no case more than thirty (30) minutes. Methods of response to the initial request may include phone call, email or text message. b. Employees on standby should be actively engaged in tasks directly related to the emergency as soon as possible, but in no case more than two (2) hours of the initial notification. c. In the event in-person response is required to an incident, crime scene or to a police facility, arrival at the location in question should generally be within two hours after acknowledgment of the request. d. Employees shall not work overtime or extra duty assignments which would cause the employee to be unavailable to respond to emergency situations during the time period the employee is assigned to standby duty. e. Employees on standby must refrain from intoxicants or other activities which might impair the employee's ability to perform assigned duties or to respond in a timely manner. f. Employees assigned to standby shall be furnished with all equipment necessary to perform standby duties, including take-home cars, City-issued cellular phones and/or computers. g. The parties have agreed that minimally there shall be five personnel assigned to stand by from Friday at 4 p.m. to Monday at 6 a.m. (12 hours of standby pay). Those personnel shall include: (1) a Sergeant to supervise crimes against persons investigations, (2) two detectives assigned to investigate crimes against persons, (3) one traffic investigator, and (4) one Traffic Sergeant. h. In addition to the above, the President of the Association or one of the Board members of the Association (the particular Board member shall be determined by the Association) shall be on standby each week. Friday at 4 p.m. to Monday at 6 a.m. (12 hours of standby pay). • Meal and Mileage Allowance - the Parties agree to follow Policy AR 301 addressing Meal and Mileage Allowance and incorporate it by reference into this MOU. • Administrative Dispatcher Assignment - modified language to reflect new titles for dispatchers. • Salary Schedule - modified pay rates and titles included. Health and Other Insurance Benefits • Health Benefits - the City's contribution towards employees' health insurance at each plan level (i.e., Employee, Employee + 1, Employee + 2 or more) shall be increased as follows: o January 1, 2024, increase monthly contributions to medical insurance for single, two- party and family by $39, $78 and $101, respectively. City of Huntington Beach Page 3 of 7 Printed on 6/1/2023 powered by LegistarTM File #: 23-488 MEETING DATE: 6/6/2023 o January 1, 2025, increase monthly contributions to medical insurance for single, two- party and family by $33, $66 and $84, respectively. • Retiree Medical - removed language indicating this benefit will sunset. • Income Protection Plan - modified language: The City shall pay to HBPOA forty-one dollars ($41) per month per occupied covered position represented by HBPOA and HBPOA shall pay the cost of LTD premiums for each such covered position. Work Schedule • 7/11.5 Work Schedule - modified language: The "7/11.5" work schedule applies to designated employees of the Patrol Division and Administrative Operations Division and Jail. • 3/12 or 3/12.5 Work Schedules - the following work schedules may be assigned: a. 3/12-This is three 12-hour consecutive days with a fixed 8-hour day every other week. The FLSA workweek begins exactly four hours after the start time of the employee's 8-hour day; b. 3/12.5 + 5 Work Schedule-Employees are scheduled to work three 12.5 hour shifts (on consecutive days) each week, with one additional five hour shift each 14 days that is adjacent to the employee's first or last regularly scheduled shift of the week. These employee's FLSA workweeks shall begin exactly 2.5 hours into the start time of their five-hour shift and end exactly 168 hours later; c. 3/12.5 Work Schedule-This work schedule is only available for sworn employees. The 3/12.5 schedule shall consist of three consecutive 12.5-hour shifts each week with one additional 10-hour shift each 28 days that is prescheduled prior to shift bid by the unit supervisor. • Communications Center Work Week - modified language: Employees in classifications of Police Communications Operator and Police Communications Supervisor shall work a 4/10 schedule, which consists of four (4) consecutive work days of ten (10) consecutive hours each, followed by three (3) consecutive days off. Each 10-hour shift shall be inclusive of a paid meal period and breaks. Upon agreement of the Association and the Chief of Police, communications center employees may be assigned to any of the other work schedules set forth above. • Motors - employees assigned as motor officers in the Special Operations Division Traffic Bureau shall be assigned to either a 3/12.5 or 4/10 schedule. Employees shall bid their shifts according to either a 3/12.5 or 4/10 schedule. Those working the 4/10 schedule shall be assigned to work Monday through Thursday. Those assigned to the 3/12.5 shall work Friday through Sunday. The 3/12.5 schedule shall consist of three consecutive 12.5 hour shifts each week, with one additional 10-hour shift each 28 days that is prescheduled prior to shift bid by the unit supervisor. The three existing motor officers as of the execution of this MOU are grandfathered into the existing 7/11.5 schedule including their assigned work days, and are exempt work schedule bidding. Retirement • Modify language to: Classic member safety members shall cost share four percent (4%) compensation earnable in accordance with Government Code section 20516(f). New member safety members shall cost share an amount that when added to the one half of the normal cost rate (as established by CaIPERS each fiscal year in its annual valuation for the City) shall result in the employee's total pension contribution being 13% pensionable City of Huntington Beach Page 4 of 7 Printed on 6/1/2023 powered by LegistarT"" File #: 23-488 MEETING DATE: 6/6/2023 compensation. For example, if the one-half of the normal cost rate is 11.75%, these members will cost share 1.25% pensionable compensation in accordance with Government Code section 20516(f). If in future fiscal years, the required CaIPERS member contribution rate for new member safety members is 13% or more, there shall be no cost sharing during that fiscal year and employees will only pay the one half of the normal cost rate. Similarly, if the member contribution rate (one-half of the normal cost) is reduced from the prior fiscal year to below 13%, these members will cost share a percentage that when added to the normal cost rate will equal 13% pensionable compensation. Effective the beginning of the pay period including January 1, 2021, New member miscellaneous members shall cost share an amount that when added to the one half of the normal cost rate (as established by CaIPERS each fiscal year in its annual valuation for the City) shall result in the employee's total pension contribution being 9% pensionable compensation. For example, if the one-half of the normal cost rate is 6.75%, these members will cost share 2.25% pensionable compensation in accordance with Government Code section 20516(f). If in future fiscal years, the required CaIPERS member contribution rate for new member miscellaneous members is 9% or more, there shall be no cost sharing during that fiscal year and employees will only pay the one half of the normal cost rate. Similarly, if the member contribution rate (one half of the normal cost) is reduced from the prior fiscal year to below 9%, these members will cost share a percentage that when added to the normal cost rate will equal 9% pensionable compensation Leave Benefits • General Leave - modified language: The provisions on General Leave are set forth below. They went into effect on April 18, 2020, the first day of the pay period following City Council approval of this 2020-2023 MOU. Prior to the effective date of General Leave, members of the Association earned vacation leave, as set forth in the prior MOU. Members' accrued vacation leave balances carried over past the effective date of General Leave. Although membs no longer earn vacation, they may use their accrued vacation leave and shall be cashed out of any vacation balances as provided in this Section XII(A) (5), (6), (7) & (8), below. • General Leave Accrual - added language: In computing eligibility for continuous service, for sworn law enforcement members of the unit, it shall include sworn law enforcement service at another law enforcement agency. For non-sworn members of the unit, it shall include time both sworn law enforcement service at another agency as well as time in the same non-sworn classification in which they are serving in Huntington Beach. • Use of General Leave - if an employee provides at least eight (8) days' notice of a request to use General Leave, it will be granted, unless within the discretion of the Police Chief or their designee, the decision to grant the leave would create an operational burden. It is not an operational burden simply because another employee must work the shift on overtime. • Deferred Compensation/General Leave - Cash Out - The value of any accrued unused earned General Leave (or previously accrued Vacation Leave) may be transferred to deferred compensation (up to the maximum permitted by law) at the regular rate of pay annually or in connection with separation from employment. The employee must request the transfer no later than the end of the pay period prior to the employee's last day of employment. Any unused earned General Leave (or previously accrued Vacation Leave) remaining upon separation for employees who participate in the Retiree Medical Trust will be transferred to the City of Huntington Beach Page 5 of 7 Printed on 6/1/2023 powered by Legistar'"' File #: 23-488 MEETING DATE: 6/6/2023 qualified medical retirement trust program on a pre-tax basis. • Use of General Leave - an employee may cash out accrued, unused vacation or general leave if they have an "unforeseen emergency" (defined as an unanticipated emergency that would result in severe financial hardship to the employee if early withdrawal were not permitted). A determination as to whether an "unforeseen emergency" exists shall be determined by the City at its discretion and is not subject to the filing of a'grievance. • Family and Medical Care Leave - employees are entitled to use up to one half('/) of one year's annual accrual of general leave for the relationships set forth at Labor Code section 233. • Association Business - an allowance of one thousand forty (1040) hours per year (which is increased to one thousand two hundred and twenty (1220) effective beginning in calendar year 2024) shall be established for the purpose of allowing authorized representatives of the Association to represent members of the Association in their employment relations. Such allowance may be utilized only by those persons authorized by the Board of Directors of the Association and such utilization shall be subject to the rules indicated in Exhibit B. Up to two hundred (200) hours per year of unused hours may be carried over to the subsequent year. • Association Bank Time - the Association time hours must be tracked by use of a separate payroll code so that each time it is used it is specifically accounted for on the time sheet of the employee who uses it • Voluntary Catastrophic Leave Donation - added grandchild, grandparent, sibling and in-laws to definition of family member. Other Items • Uniforms -shall be paid with the first paycheck in December (not as a separately from payroll checks). • Administrative Dispatcher Assignment - modified language to reflect new titles for dispatchers. • Salary Schedule - modified pay rates and titles included. • Job Sharing Program - Police Communications Operators eligible for this program must have three (3) years dispatch experience as a Police Communications Operator for Huntington Beach Police. Lateral Police Communication Operators with three (3) years of prior experience are eligible after two (2) years' experience with HBPD. Police Communications Supervisors must have three (3) years dispatch experience as a Police Communications Operator and/or Police Communications Supervisor for Huntington Beach Police. Detention Officers are eligible after two (2) years' experience as Detention Officers with HBPD. Detention Supervisors are eligible after two (2) years' experience as Detention Officers and/or Detention Supervisors with HBPD. Receive 30 hours of Family Sick time per MOU. • Alternative Dispute Resolution - removed language pertaining to temporary nature of agreement, and modified sentence as follows: The parties reserve the right to terminate this Agreement at any time, by mutual agreement or by act of the legislature. • Special Assignments - outlines terms and selection process for assignments receiving Special Assignment Pay • Chief Pilot - outlines duties, eligibility requirements and selection process for Chief Pilot assignment. City of Huntington Beach Page 6 of 7 Printed on 6/1/2023 powered by LegistarTM File #: 23-488 MEETING DATE: 6/6/2023 A summary of these and all other negotiated provisions are included as Exhibit "A". Environmental Status: NA Strategic Plan Goal: Non-Applicable -Administrative Item Attachment(s): 1. Summary of Memorandum of Understanding Modifications 2. Fiscal Impact Report 3. PowerPoint Presentation 4. Proposed Memorandum of Understanding - Exhibit "A" City of Huntington Beach Page 7 of 7 Printed on 6/1/2023 powered by LegistarTM Tentative Agreement Between The City of Huntington and the Huntington Beach Police Officers' Association May 8, 2023 Articles# W Subject e'Proposal I Term July 1, 2023—June 30, 2026 VI A Salary Schedule Effective June 24, 2023, employees will receive a base salary increase of five percent(5.0%). Effective the pay period including July 1, 2024, employees will receive a base salary increase of five (5.0%). Effective the pay period including July 1, 2025, employees will receive a base salary increase of five percent (5.0%). VII(A)(1)(b) POST Certificate Program Increased the premium for possession of an Advanced POST certificate from 6%to 8%effective June 24, 2023. VII(B) New Special Assignment Pay The provisions of special assignments, including the pay, is set forth in Exhibit H to this MOU. VII(C) Flight Pay Modified language: The parties agree this pay shall commence upon assignment to the Aero unit. VII(D) New Chief Pilot/Safety Officer One employee will be designated as the Chief Pilot/Safety Officer and shall be paid five percent(5%)of their base hourly rate of pay in addition to other compensation. The duties, eligibility requirements and selection process are set forth in Exhibit I of this tentative agreement. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4)and Section 571.1(b)(3) Flight Time Premium. VII(G) Motor Pay Added language: This pay also shall be paid for the hours an employee is in training for this assignment. VII(F)(2)(c) Bilingual Pay Modified language: The City reserves the right to retest at the Chief of Police's discretion, no more frequently than once every 12 months. VII(I)(2-3) Longevity Pay Longevity pay shall be increased as follows: i. Sworn: 20 years of sworn law enforcement,increase from 10%to 15%.ii.Non-Sworn: 20 years of full-time service for Huntington Beach or worked in the same job classification at another law enforcement agency, from 0%to 5%effective June 24, 2023. VII(J) New Retention Pay Non-sworn employees in the bargaining unit with at least 20 years of experience working in a law enforcement department who do not qualify for Longevity Pay shall receive Retention Pay at 5%of the base hourly rate. Employee may qualify for Longevity Pay or Retention Pay, but not both. VII(M) Nurse Pay The terms of the Side Letter pertaining to Nurse Pay will be incorporated into the final MOU. VIII(A) Uniforms Modified language: Shall be paid with the first paycheck in December(not as a separately from payroll checks). IX(A)(3) 7/11.5 Work Schedule Modified language: The "7/11.5" work schedule applies to designated employees of the Patrol Division and Administrative Operations Division and Jail. IX(A)(4) New 3/12 or 3/12.5 Work The following work schedules may be assigned: a. 3/12-This is Schedules three 12-hour consecutive days with a fixed 8-hour day every other week. The FLSA workweek begins exactly four hours after the start time of the employee's 8-hour day; b. 3/12.5 + 5 Work Schedule-Employees are scheduled to work three 12.5 hour shifts (on consecutive days) each week, with one additional five hour shift each 14 days that is adjacent to the employee's first or last regularly scheduled shift of the week. These employee's FLSA workweeks shall begin exactly 2.5 hours into the start time of their five-hour shift and end exactly 168 hours later; c. 3/12.5 Work Schedule-This work schedule is only available for sworn employees.The 3/12.5 schedule shall consist of three consecutive 12.5-hour shifts each week with one additional 10-hour shift each 28 days that is prescheduled prior to shift bid by the unit supervisor. IX(A)(5) Work Week Modified language: Employees in classifications of Police Communications Center Communications Operator and Police Communications Supervisor shall work a 4/10 schedule, which consists of four (4) consecutive work days of ten (10) consecutive hours each, followed by three(3)consecutive days off.Each 10-hour shift shall be inclusive of a paid meal period and breaks. Upon agreement of the Association and the Chief of Police, communications center employees may be assigned to any of the other work schedules set forth above. IX(A)(7) New Motors Employees assigned as motor officers in the Special Operations Division Traffic Bureau shall be assigned to either a 3/12.5 or 4/10 schedule. Employees shall bid their shifts according to either a 3/12.5 or 4/10 schedule. Those working the 4/10 schedule shall be assigned to work Monday through Thursday.Those assigned to the 3/12.5 shall work Friday through Sunday.The 3/12.5 schedule shall consist of three consecutive 12.5 hour shifts each week,with one additional 10-hour shift each 28 days that is prescheduled prior to shift bid by the unit supervisor.The three existing motor officers as of the execution of this MOU are grandfathered into the existing 7/11.5 schedule including their assigned work days, and are exempt work schedule bidding. IX(B)(3) Subpoena Compensation Add the following language to a.: For example, if an employee who is required to appear at court at 9:00 a.m.on a day their shift begins at 10:00 a.m., the employee would receive overtime pay for the hour between 9:00 a.m. and 10:00 a.m. However, if that same employee were not scheduled to work that day,they would receive minimum of three (3) hours overtime pay. Add the following language to b.: For example, if an employee who is required to appear at court at 9:00 a.m.on a day their shift begins at 10:00 a.m., the employee would receive their regular rate of pay for the hour between 9:00 a.m. and 10:00 a.m. However, if that same employee were not scheduled to work that day, they would receive minimum of three (3) hours at their regular rate of pay. Modify language to c.: Employee shall be paid two(2)hours of pay at their regular rate of pay when a subpoena for off-duty testimony is cancelled with less than twenty-four (24) hours' notice. IX(B)(4) Standby Pay Incorporate Side Letter language and modified language as follows: a. Employees on standby must respond to the initial request notification as soon as possible, but in no case more than thirty (30) minutes. Methods of response to the initial request may include phone call, email or text message. b. Employees on standby should be actively engaged in tasks directly related to the emergency as soon as possible, but in no case more than two(2) hours of the initial notification. c.In the event in-person response is required to an incident,crime scene or to a police facility, arrival at the location in question should generally be within two hours after acknowledgment of the request. d. Employees shall not work overtime or extra duty assignments which would cause the employee to be unavailable to respond to emergency situations during the time period the employee is assigned to standby duty. e. Employees on standby must refrain from intoxicants or other activities which might impair the employee's ability to perform assigned duties or to respond in a timely manner. f. Employees assigned to standby shall be furnished with all equipment necessary to perform standby duties, including take- home cars, City-issued cellular phones and/or computers. g. The parties have agreed that minimally there shall be five personnel assigned to stand by from Friday at 4 p.m. to Monday at 6 a.m.(12 hours of standby pay).Those personnel shall include: (1) a Sergeant to supervise crimes against persons investigations, (2)two detectives assigned to investigate crimes against persons, (3) one traffic investigator, and (4)one Traffic Sergeant. h.In addition to the above,the President of the Association or one of the Board members of the Association (the particular Board member shall be determined by the Association) shall be on standby each week. Friday at 4 p.m. to Monday at 6 a.m. (12 hours of standby pay). X(A)(1) Health and Other Insurance Removed language indicating that this benefit will sunset. Benefits- Retiree Medical X(B)(1)(b) Health and Other Insurance The City's contribution towards employees' health insurance at Benefits each plan level (i.e., E/ee, E/ee+1, E/ee+2 or more)shall be increased as follows: i. January 1, 2024, increase monthly contributions to medical insurance for single,two-party and family by$39, $78 and $101, respectively. ii. January 1, 2025, increase monthly contributions to medical insurance for single,two-party and family by$33, $66 and $84, respectively. X(B)(7)(c) Income Protection Plan Modified language: The City shall pay to HBPOA forty-one dollars ($41) per month per occupied covered position represented by HBPOA and HBPOA shall pay the cost of LTD premiums for each such covered position. Xl(A)(6) Retirement Modify language to: Classic member safety members shall cost share four percent (4%) compensation earnable in accordance with Government Code section 20516(f). XI(E)(5) New member safety members shall cost share an amount that when added to the one half of the normal cost rate(as established by CaIPERS each fiscal year in its annual valuation for the City) shall result in the employee's total pension contribution being 13% pensionable compensation. For example, if the one-half of the normal cost rate is 11.75%, these members will cost share 1.25% pensionable compensation in accordance with Government Code section 20516(f). If in future fiscal years, the required CaIPERS member contribution rate for new member safety members is 13% or more, there shall be no cost sharing during that fiscal year and employees will only pay the one half of the normal cost rate. Similarly, if the member contribution rate (one-half of the normal cost) is reduced from the prior fiscal year to below 13%, these members will cost share a percentage that when added to the normal cost rate will equal 13% pensionable compensation. Xl(F)(5) Effective the beginning of the pay period including January 1, 2021, New member miscellaneous members shall cost share an amount that when added to the one half of the normal cost rate (as established by CaIPERS each fiscal year in its annual valuation for the City) shall result in the employee's total pension contribution being 9% pensionable compensation. For example, if the one-half of the normal cost rate is 6.75%, these members will cost share 2.25% pensionable compensation in accordance with Government Code section 20516(f). If in future fiscal years, the required CaIPERS member contribution rate for new member miscellaneous members is 9% or more, there shall be no cost sharing during that fiscal year and employees will only pay the one half of the normal cost rate.Similarly, if the member contribution rate (one half of the normal cost) is reduced from the prior fiscal year to below 9%, these members will cost share a percentage that when added to the normal cost rate will equal 9% pensionable compensation XII(A) Leave Benefits — General Modified language:The provisions on General Leave are set forth Leave below.They went into effect on April 18, 2020,the first day of the pay period following City Council approval of this 2020-2023 MOU. Prior to the effective date of General Leave, members of the Association earned vacation leave, as set forth in the prior MOU. Members' accrued vacation leave balances carried over past the effective date of General Leave. Although members no longer earn vacation, they may use their accrued vacation leave and shall be cashed out of any vacation balances as provided in this Section XII(A) (5), (6), (7) &(8), below. XII(A)(4) Leave Benefits — General Added language: In computing eligibility for continuous service, Leave Accrual for sworn law enforcement members of the unit, it shall include sworn law enforcement service at another law enforcement agency. For non-sworn members of the unit, it shall include time both sworn law enforcement service at another agency as well as time in the same non-sworn classification in which they are serving in Huntington Beach. XII(A)(5)(b) Leave Benefits — Use of If an employee provides at least eight(8)days' notice of a request New General Leave (or Previously to use General Leave, it will be granted, unless within the Accrued Vacation Leave) discretion of the Police Chief or their designee, the decision to grant the leave would create an operational burden. It is not an operational burden simply because another employee must work the shift on overtime. XII(A)(8) Leave Benefit — Deferred Modified language: Cash Out - The value of any accrued unused Compensation/General earned General Leave(or previously accrued Vacation Leave) may Leave (or Previously Accrued be transferred to deferred compensation (up to the maximum Vacation Leave) permitted by law) at the regular rate of pay annually or in connection with separation from employment. The employee must request the transfer no later than the end of the pay period prior to the employee's last day of employment. Any unused earned General Leave (or previously accrued Vacation Leave) remaining upon separation for employees who participate in the Retiree Medical Trust will be transferred to the qualified medical retirement trust program on a pre-tax basis. XII(A)(9) New Leave Benefits — Use of Added language: Financial Hardship-An employee may cash out General Leave (or Previously accrued, unused vacation or general leave if they have an Accrued Vacation Leave) "unforeseen emergency"(defined as an unanticipated emergency that would result in severe financial hardship to the employee if early withdrawal were not permitted). A determination as to whether an "unforeseen emergency" exists shall be determined by the City at its discretion and is not subject to the filing of a grievance. XII(D) Family and Medical Care Added language: Employees are entitled to use up to one half(1/2) Leave of one year's annual accrual of general leave for the relationships set forth at Labor Code section 233. XII(H) Association Business Modified language: An allowance of one thousand forty (1040) hours per year (which is increased to one thousand two hundred and twenty(1220)effective beginning in calendar year 2024)shall be established for the purpose of allowing authorized representatives of the Association to represent members of the Association in their employment relations. Such allowance may be utilized only by those persons authorized by the Board of Directors of the Association and such utilization shall be subject to the rules indicated in Exhibit B. Up to two hundred (200) hours per year of unused hours may be carried over to the subsequent year. XIV(B) Miscellaneous—Meal and Modified language: The Parties agree to follow Policy AR 301 Mileage Allowance addressing Meal and Mileage Allowance and incorporate it by reference into this MOU. XIV(J) Administrative Dispatcher Modified language to reflect new titles for dispatchers. Assignment Exhibit A Salary Schedule Modified pay rates and titles included Exhibit B Association Bank Time Added language: The Association time hours must be tracked by use of a separate payroll code so that each time it is used it is specifically accounted for on the time sheet of the employee who uses it Exhibit E(2) Voluntary Catastrophic Added grandchild, grandparent, sibling and in-laws to definition Leave Donation of family member. Exhibit F(B) Job Sharing Program Modified language: 2. Police Communications Operators eligible for this program must have three(3)years dispatch experience as a Police Communications Operator for Huntington Beach Police. Lateral Police Communication Operators with three (3) years of prior experience are eligible after two (2) years' experience with HBPD. Police Communications Supervisors must have three (3) years dispatch experience as a Police Communications Operator and/or Police Communications Supervisor for Huntington Beach Police. 3. Detention Officers are eligible after two (2) years' experience as Detention Officers with HBPD. Detention Supervisors are eligible after two (2) years' experience as Detention Officers and/or Detention Supervisors with HBPD. Exhibit F(C) 9. Receive 30 hours of Family Sick time per MOU. Exhibit G(II) Alternative Dispute Removed language pertaining to temporary nature of agreement, Resolution and modified sentence as follows:The parties reserve the right to terminate this Agreement at any time,by mutual agreement or by act of the legislature. Exhibit H Special Assignments Outlines terms and selection process for assignments receiving New Special Assignment Pay Exhibit I New Chief Pilot Outlines duties, eligibility requirements and selection process for Chief Pilot assignment. A, r) City of Huntington Beach 0 U Tentative Agreement-5/8/2023 HUNiINGION BEACH Proposed Term:3 years Year 1 Year 2 Year 3 FY 23/24 FY 24/25 FY 25/26 %Cost Increase MOU Estimated YOY Estimated YOY Estimated YOY Total Cost of - Item ft Description Impact Impact Impact Proposal Ongoing Cost Year 1 Year 2 Year 3 Total Notes: 1 Term: 3 years(July 1,2023-June 30,2026) Salary Increases 5%eff.July 1,2023;5%eff.July 1,2024;5%eff. 2 Sworn 2,252,652 2,365,284 2,483,548 7,101,484 8,410,691 5.00% 5.25% 5.51% 15.76% Jul 1,2025. Total increase=15% Non-sworn 267,278 280,642 294,674 842,595 951,851 5.00% 5.25% 5.51% 15.76% (wit July compounding:15.76 ) Special Assignment Pay 3 Sworn 369,888 18,494 19,419 407,801 407,801 0.82% 0.04% 0.04% 0.91% 3%premium;total 13 Sgts&52 Officers Non-sworn 4,131 207 217 4,555 4,555 0.08% 0.00% 0.00% 0.09% 3%premium;total 1 Dispatch Supervisor 4 Chief Pilot/Safety Officer Sworn 9,037 452 474 9,964 9,964 0.02% 0.00% 0.00% 0.02% 5%premium;total 1 Officer 5 Professional Development/POST Sworn 553,724 27,686 29,070 610,480 610,480 1.23% 0.06% 0.06% 1.36% Advanced POST from 6%to 8% Longevity/Retention Pay 6 Sworn 566,555 28,328 29,744 624,627 624,627 1.26% 0.06% 0.07% 1.39% 20 Yr Longevity Pay from 10%to 15% Non-sworn 48,154 2,408 2,528 53,090 53,090 0.90% 0.05% 0.05% 0.99% 20 Yr Longevity Pay of 5% 7 OT to Deferred Comp(No Cost) Health Insurance 8 Sworn 97,605 181,112 83,508 362,225 362,225 0.22% 0.40% 0.19% 0.80% The proposal includes Year 1 annual increases Non-sworn 18,591 34,498 15,906 68,995 68,995 0.35% 0.65% 0.30% 1.29% ($39,$78 and$101)eff 1/1/24 and Year 2 annual increases($33,$66,and$101)eff 1/1/25 Retiree Medical Trust 9 Sworn 255,654 - - 255,654 255,654 0.57% 0.00% 0.00% 0.57% Maintain$1,200 per employee year Non-sworn 48,696 - - 48,696 48,696 0.91% 0.00% 0.00% 0.91% per Year 1 Year 2 Year 3 FY 23/24 FY 24/25 FY 25/26 %Cost Increase MOU Estimated YOY Estimated YOY Estimated YOY Total Cost of Item N Description Impact Impact Impact Proposal Ongoing Cost Year 1 Year 2 Year 3 Total Notes: Income Protection Plan 10 Sworn 7,560 - - 7,560 7,560 0.02% 0.00% 0.00% 0.02% Increase City's contribution by$3 per member per Non-sworn 1,440 - - 1,440 1,440 0.03% 0.00% 0.00% 0.03% month General Leave Accrual 11 Sworn 75,435 3,772 3,960 83,168 83,168 0.17% 0.01% 0.01% 0.18% Modify leave accrual to include total law Non-sworn 6,963 348 366 7,676 7,676 0.13% 0.01% 0.01% 0.14% enforcement services 12 Approval of Gen Leave(No Cost) Association Business Increase bank by 180 hours per year. Split based 13 Sworn 16,312 816 856 17,984 19,204 0.04% 0.00% 0.00% 0.04% on percent usage by each job title. Used 1.25 Non-sworn 110 6 6 122 122 0.00% 0.00% 0.00% 0.00% factor to assume half would be backfilled by overtime. 14 Per Diem(minimal cost) 15 Standby Pay Sworn 46,175 2,309 2,424 50,908 50,908 0.10% 0.01% 0.01% 0.11% Stand-by pay equal to 30%of base pay Non-sworn 170 8 9 187 187 0.00% 0.00% 0.00% 0.00% (12 hrs/week),split between President&Board 16 Travel Expenses(No cost) Total Cost of Proposal 4,646,131 2,946,369 2,966,711 10,559,211 11,978,894 9.22% 5.85% 5.89% 20.95% Sworn 4,250,597 2,628,253 2,653,005 9,531,855 10,842,282 9.43% 5.83% 5.89% 21.16% Non-sworn 395,534 318,116 313,706 1,027,356 1,136,612 7.40% 5.95% 5.87% 19.22% Tentative Agreement - May 8, 2023 Memorandum of Understanding Between Huntington Beach Police Officers' Association ti. 41I) �>>lr k 140 1)17 and City of Huntington Beach 1,c�: ==1 •;fir« sSmPf'Q,1 UNTY JulyJanuary 1 , 20230 - June 30, 12-02631[C1ty1][C1�2][City MEMORANDUM OF UNDERSTANDING POLICE OFFICERS' ASSOCIATION TABLE OF CONTENTS PREAMBLE 1 ARTICLE I - TERM OF MOU 1 ARTICLE II - REPRESENTATIONAL UNIT/CLASS 1 ARTICLE III - MANAGEMENT RIGHTS 22 ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT 22 ARTICLE V - SEVERABILITY 22 ARTICLE VI - SALARY SCHEDULE 22 A. Salary Schedule 2 B. Collection of Payroll Overpayments 3 ARTICLE VII - SPECIAL PAY 33 A. Police Professional Development Plan 33 B. Flight Pay 54 C. Certified Flight Instructors 54 D. Shift Differential 55 E. Motor Pay 55 F. Bilingual Pay 65 G. Holidays 66 1. Holiday In-Lieu Pay 6 2. Holidays Worked 6 3. Holidays 6 H. FTO Compensation 77 I. Longevity Pay 77 J. Effective Date of Special Pays 87 K. No Pyramiding/Compounding of Special Pays 83 L. Nurse Pay 88 ARTICLE VIII - UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT 108 A. Uniforms 103 B. Special Assignment Uniform Needs 11.9 C. Motorcycle Britches 119 D. One Time Payment for Law Enforcement Equipment 8 ARTICLE IX - HOURS OF WORK/OVERTIME 9 A. Work Schedule 116 2. 4/10 Schedule 9 3. 7/11.5 Schedule 9 4. Forty Hour Work Week Communication Center 10 5. Overtime 10 B. Other Time 14.14 1. Compensatory Time Off 1414 2. Work Time 1542 HBPOA MOU L.LlyJanuary 1,2023G—June 30,2023 MEMORANDUM OF UNDERSTANDING POLICE OFFICERS' ASSOCIATION TABLE OF CONTENTS 3. Subpoena Compensation 1542 4. Standby Pay 1643 5. Call Back 174-3 6. Telephonic Business 1713 7. Canine Compensation 174a 8. Shift Trading 14 ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS 14 A. Retiree Medical Trust 14 B. Health 15 1. CaIPERS Public Employees' Medical and Hospital Care Act 16 2. Dental Insurance 17 3. Retiree (Annuitant Coverage) 17 4. MedicalNision Opt-Out 18 5. Section 125 Employee Plan 18 6. Life Insurance 18 7. Income Protection Plan 19 8. Long Term Care 20 ARTICLE XI - RETIREMENT 2624 A. "Classic Member" Safety Employee Retirement Benefits 21 1. 3% @ Age 50 Plan 21 2. 1959 Survivors' Benefit Level IV 21 3. Pre-retirement Optional 2 Death Benefit 21 4. One-Year Final Compensation 21 5. "Classic Member" Safety CaIPERS Member Contribution 21 6. "Classic Member" Safety CaIPERS Cost Sharing 22 B. "Classic Member" Miscellaneous Employee Retirement Benefits 22 1. 2.5% @ Age 55 Plan 22 2. 1959 Survivors' Benefit Level IV 22 3. Pre-retirement Optional 2 Death Benefit 22 4. One-Year Final Compensation 22 5. "Classic Member" Miscellaneous CaIPERS Member Contribution 22 6. "Classic Member" Miscellaneous CaIPERS Cost Sharing 22 C. Retirement Benefits for Safety and Miscellaneous Employees 23 D. CaIPERS "New Member" Retirement Benefits 23 E. "New Members" Safety Retirement Benefits 23 1. 2.7% @ Age 57 Plan 23 2. 1959 Survivors' Benefit Level IV 23 3. Pre-retirement Optional 2 Death Benefit 23 4. Final Compensation 23 6. "New Member" Safety CaIPERS Cost Sharing 24 F. "New Member" Miscellaneous Retirement Benefits 24 1. 2% @ Age 62 Plan 24 HBPOA MOU JilyJanuary 1,20238-June 30,2023 MEMORANDUM OF UNDERSTANDING POLICE OFFICERS' ASSOCIATION TABLE OF CONTENTS 2. 1959 Survivors' Benefit Level IV 24 3. Pre-retirement Optional 2 Death Benefit 24 4. Final Compensation 24 6. "New Member" Miscellaneous CaIPERS Cost Sharing 24 ARTICLE XII - LEAVE BENEFITS 302-5 A. Vacation 3025 1. Anniversary Date 3025 2. Annual Vacation 3025 3. Vacation Accrual 3125 4. Vacation 3126 5. Vacation Pay at Separation 3126 6. Vacation Conversion to Cash 3126 7. Deferred Compensation/Vacation Cash Out 27 B. Sick Leave Compensation 3227 C. General Leave 27 1. Purpose 3027 2. Anniversary Date 3027 3. Annual General Leave Eligibility 312-7 4. General Leave Accrual 3128 5. Use of General Leave 3128 6. General Leave Pay at Seperation 3128 7. General Leave Conversion to Cash 3128 8. Deferred Compensation/General Leave Cash Out 3129 9. Sick Leave 312-9 D. Bereavement Leave 3529 E. Leave Benefits Entitlement 3530 F. Catastrophic Leave Donation Program 3630 G. Nurse Employees Certification 3630 H. Cash Out of Compensatory Time 3630 I. Association Business 3630 ARTICLE XIII - CITY PERSONNEL RULES 3634 ARTICLE XIV - MISCELLANEOUS 31 A. Tuition Reimbursement 363-1- B. Meal Allowance 3731 1. Per Diem 3731- 2. Per Diem Schedule 3732 C. Mileage Allowance 373? D. Weapon Vesting 3832 E. Controlled Substance and Alcohol Testing 3832 F. Take Home Vehicles/ Distance to Work 3832 G. Administrative Appeal Procedure 3832 H. Direct Deposit 3832 I. Meet and Confer 32 J. Physical Fitness Program 33 HBPOA MOU JyJanuary 1,20239—June 30,2023 MEMORANDUM OF UNDERSTANDING POLICE OFFICERS' ASSOCIATION TABLE OF CONTENTS K. Administrative Dispatcher Assignment 33 L. Classification and Compensation Study 33 EXHIBIT A - SALARY SCHEDULE 35 EXHIBIT B -ASSOCIATION BANK TIME 472,8 EXHIBIT C — SERVICE CREDIT SUBSIDY 4940 EXHIBIT D -ADMINISTRATIVE APPEAL PROCEDURE 43 EXHIBIT E -VOLUNTARY CATASTROPHIC LEAVE DONATION 46 EXHIBIT F -JOB SHARING PROGRAM 50 EXHIBIT G -ALTERNATIVE DISPUTE RESOLUTION AGREEMENT 52 HBPOA MOU JyJanuary 1,2023G-June 30,2023 MEMORANDUM OF UNDERSTANDING Between THE CITY OF HUNTINGTON BEACH (Hereinafter called CITY) and THE HUNTINGTON BEACH POLICE OFFICERS' ASSOCIATION (Hereinafter called ASSOCIATION or POA) PREAMBLE WHEREAS the designated representatives of the City of Huntington Beach and the Huntington Beach Police Officers' Association have met and conferred in good faith with respect to salaries, benefits and other terms and conditions of employment for the employees represented by the Association; NOW, THEREFORE, this Memorandum of Understanding is made to become effective July January 1, 2023G and it is agreed as follows: ARTICLE I - TERM OF MOU This Memorandum of Understanding (MOU) shall be in effect for a term commencing on July January 1, 20230 and ending at 11:59 p.m. on June 30, 20263{city4][city5][city6 city7]. Except as expressly provided herein, no further improvements or changes in the salaries and monetary benefits and other terms and conditions of employment of the employees represented by the Association shall take effect during the term of this agreement and the Association expressly waives any right to request any improvements or changes in salaries or monetary benefits and other terms and conditions of employment specifically provided herein for the employees represented in the unit. Provided, however, the City and Association shall, upon request, meet and confer to address issues not specifically covered by provisions of this MOU, and/or discussed during the meet and confer process immediately preceding the adoption of the current MOU. ARTICLE II - REPRESENTATIONAL UNIT/CLASS It is recognized that the Huntington Beach Police Officers' Association is the employee organization which has the right to meet and confer in good faith with the City on behalf of employees of the Huntington Beach Police Department within the classification titles as outlined in Exhibit A attached hereto and incorporated herein. HBPOA MOU JulvJaeuary 1,20230-June 30,2023 1 POLICE OFFICERS' ASSOCIATION ARTICLE III - MANAGEMENT RIGHTS The City and Chief of Police retain all rights, powers and authority to manage and direct the performance of police services and the work force, except as modified by the MOUMemorandum of Understanding. Nothing herein shall change the City's obligation to meet and confer as to the effects of any such management decision upon wages, hours, terms and conditions of employment or be construed as granting the City or Chief of Police the right to make unilateral changes in wages, hours, terms and conditions of employment. The parties agree the City has the right to unilaterally make decisions on all matters that are outside the scope of bargaining. Such matters include, but are not limited to, consideration of the merits, necessity, level or organization of police services, staffing requirements, overtime assignments, number and location of work stations, nature of work to be performed, contracting for any work or operation, reasonable employee performance standards, reasonable work and safety rules and regulations. ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT Except as expressly provided herein, the adoption of this MOUMemorandum of Understanding shall not change existing terms, conditions of employment that have been established in prior agreements between City and the Association. ARTICLE V - SEVERABILITY If any section, sub-section, sentence, clause, phrase or portion of this MOU or any additions or amendments thereof, or the application thereof to any person, is for any reason held to be invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of this resolution or its application to other persons. The City Council hereby declares that it would have adopted this MOU and each section, sub-section, sentence, clause, phrase or portion, and any additions or amendments thereof, irrespective of the fact that any one or more sections, sub- sections, sentences, clauses, phrases or portions, or the application thereof to any person, be declared invalid or unconstitutional. ARTICLE VI - SALARY SCHEDULE A. Salary Schedule - Employees shall be compensated at hourly salary rates by classification title and salary range during the term of this agreement as set out in Exhibit A attached hereto and incorporated herein. receive a base salary increase of four percent (4.0%). receive a base salary increase of three and one half percent (3.50%). HBPOA MOU JuIvJaaaa+y 1,20230-June 30,2023 2 POLICE OFFICERS' ASSOCIATION receive a base salary increase of three and one half percent (3.50%). Effective June 24, 2023, employees will receive a base salary increase of five percent (5.0%). Effective the pay period including July 1, 2024, employees will receive a base salary increase of five percent (5.0%). Effective the pay period including July 1, 2025, employees will receive a base salary increase of five percent (5.Io:[C 8 %). B. Collection of Payroll Overpayments - In the event that a payroll over payment 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 will 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. ARTICLE VII - SPECIAL PAY A. Police Professional Development Plan 1. The Professional Development Plan for sworn personnel shall be as follows: a. College Degree Program i. Upon earning an AA Degree or attaining "Junior status" in a degree program, an employee shall be paid three percent (3%) of base hourly rate of pay in addition to other compensation. ii. Upon earning a BA/BS Degree, an employee shall be paid six percent (6%) of base hourly rate of pay in addition to other compensation. This pay is in lieu of pay received under sub-section (a)i above. HBPOA MOU JulyJanuary 1,20238-June 30,2023 3 POLICE OFFICERS' ASSOCIATION iii. College degrees or College units under this program shall conform to POST standards for accreditation as noted in POST Regulation 9070 (c)(1)(A)and (B). iv. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Educational Incentive Pay. b. POST Certificate Program i. Upon verification of having earned an Intermediate POST Certificate, an employee shall be paid three percent (3%) of base hourly rate of pay in addition to other compensation. ii. Upon verification of having earned an Advanced POST Certificate, effective June 24, 2023, an employee shall be paid eightsix percent (68%) of base hourly rate of pay in addition to other compensation. This pay is in lieu of pay received under sub-section (b)i abovee[ri9j. iii. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Peace Officer Standard Training (POST) Certificate Payicitioj. 2. Stipulations: a. Eligibility must be approved by the Chief of Police. An employee must maintain 11ie/hertheir certification to remain eligible for the pay. b. Obtaining transcripts or other acceptable documentation is the employee's responsibility. An employee may verify"Junior"status by submission of written verification that the employee has completed 60 or more accredited units and has achieved Junior status with that educational institution. 3. POST Supervisory Leadership Institute: Police Sergeants that have completed the POST Supervisory Leadership Institute shall receive $80 per month. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Peace Officer Standard Training (POST) Certificate Pay. 4. The maximum benefit that may be paid to an employee under Section (A) (Police Professional Development Plan) is twelve percent (12%) of the base hourly rate. In addition, Sergeants may be eligible for POST Supervisory Leadership Institute pay as provided in subparagraph 3, above. B. Special Assignment Pay HBPOA MOU JulyJanuary 1,202313-June 30,2023 4 POLICE OFFICERS' ASSOCIATION The provision of special assignments, including the pay is set forth in Exhibit H to this MOUrcrii . &C. Flight Pay - Employees assigned to the Air Support Unit to fly in the helicopter as their primary duty assignment (i.e., assigned at least 50% of their scheduled hours in a pay period) shall be paid eight percent (8%).of their base hourly rate of pay in addition to other compensation. The parties agree this pay shall beq-in-commence upon assignment to the Aero unit.when a T loyee begins the training for this ressignmeniJc t,121. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Flight Time ;Premiurn[clri13]ic,Ty14j. GD. Chief Pilot/Safety Officer - One employee will be designated as the Chief Pilot/Safety Officer and shall be paid five percent (5%) of their base hourly rate of pay in addition to other compensation. the duties; eligibility requirements and selection process are set forth' rn Exhibit I to the MOU.`° IrcltvisiThe parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Flight Time Premium. Certified Flight Instructors - Employees assigned as certified flight instructors shall be paid thirteen percent(13%) of their base hourly rate of pay in addition to other compensation. This pay is in lieu of Flight Pay defined in Section B above. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Flight Time Premium. Shift Differential - Detention and Communication Employees' required to work on a regular assigned shift that occurs during swing shift or graveyard shift, as defined by departmental policy through the meet and confer process, shall be paid five percent (5%) of the employee's base hourly rate of pay in addition to other compensation for all hours worked during the swing or graveyard shift. The parties agree the department policy has been established by the meet and confer process. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Shift Differential. Motor Pay 1. Employees regularly assigned to motorcycle duty shall be paid as hazardous duty pay five percent (5%) of their base hourly rate of pay in addition to other compensation. The partio agree that this pay shall also be paid for the hours an employee is in training for this lassignmenttrcitv16l[r1i1[city sj. 2. The parties agree any time spent on maintenance and/or cleaning of motorcycles shall be on-duty unless overtime has been approved in advance. The Department shall supply necessary materials needed to perform the following duties: a. Keeping the assigned motorcycle cleaned and waxed. I HBPOA MOU JulvJanuary 1,20238—June 30,2023 5 POLICE OFFICERS' ASSOCIATION b. Keeping the drive chain properly lubricated and adjusted, if applicable. c. Performing a daily check of the motorcycle fluid levels and tire pressure. d. Scheduling required routine services at specified mileage intervals with police motorcycle mechanics. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Motorcycle Patrol Premium. Bilingual Pay - Qualified employees who meet the criteria shall be paid five percent (5%) of their base hourly rate of pay in addition to other compensation. Human Resources will have written and oral tests designed and administered to test for qualifications. The qualifications will cover the more routine foreign language requirements in filling out crime reports, interviewing suspects and witnesses, and responding to the public on matters relating to an incident or other police action. 1. The languages included will be Spanish, Vietnamese and American Sign Language. Additional languages may be approved at the discretion of the Chief of Police. 2. Authorization of qualified employees for bilingual compensation will be based on the following: a. A need for the employee to use the language in the City to support the implementation of police operations. b. At the discretion of the Chief of Police, the number of employees qualified in each category may be limited based on department needs. c. Successful completion of tests authorized by the Chief of Police will be required to qualify for bilingual pay for any of the languages. Retesting may be done on an annual basis The City reserves the right to re-test at the Chief of Police's discretionircitvl91[rzoI{city21j, no more frequently than once every 12-months. 3. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Bilingual Premium. 1=1,I. Holidays 1. Holiday In-Lieu Pay - Employees represented by the Association and actively employed by the City, in addition to other compensation, shall be paid each biweekly payroll one twenty sixth (1/26) of the total one hundred (100) holiday hours �ned for theme year Effecti a the_ „a ity Coy moil approval rnzarr ,.." J var—c-rrc� ���" f `^ .�J "' �� .,�r..h.�.,....� HBPOA MOU JulyJanuary 1,20238—June 30,2023 6 POLICE OFFICERS' ASSOCIATION of this 2020-2023 MOU, employees shall be paid each biweekly payroll one twenty-sixth (1/26)of the total one hundred and twenty (120) holiday hours earned for the year. 2. Holidays Worked - Employees who are required to work on a recognized City holiday shall receive Holiday Pay in addition to the Holiday In-Lieu Pay set forth above equal to fifty percent (50%) of their regular rate of pay for all time actually worked from 12:00 a.m. through 11:59 p.m. on the recognized holiday. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(5) and Section 571.1(b)(4) Holiday Pay. 3. Holidays - The following are the City recognized paid holidays under this MOU: a. New Year's Day (January 1) b. Martin Luther King's Birthday (third Monday in January) c. President's Day (third Monday in February) d. Memorial Day (last Monday in May) e. Independence Day (July 4) f. Labor Day (first Monday in September) g. Veteran's Day (November 11) h. Thanksgiving Day (fourth Thursday in November) i. Friday after Thanksgiving j. Christmas Day (December 25) H. FTO Compensation - Compensation shall be one-quarter (.25) hours pay at the base hourly rate, which may be deposited as compensatory time, for each hour worked as a Field Training Officer in addition to other compensation for the following assignments: 1. Police Officers who have successfully completed a POST certified Field Training Officer Course and have been designated Field Training Officers, assigned to Traffic or Patrol Bureaus, shall be eligible for Field Training Officer compensation. 2. Detention -Ern ployeesOfficorc[cty22][r23]CCity24j designated to act as Training Officers. 3. Motor Officers designated to act as Training Officers. 4. Communication Employees designated as Training Officers. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Training Premium. I. Longevity Pay - The City shall provide all sworn employees represented by the Association, the following longevity pay in addition to other compensation as established by the Department's Sworn Personnel Seniority List: HBPOA MOU JulyJanaa+y 1,20230—June 30,2023 7 POLICE OFFICERS' ASSOCIATION 1. Five percent (5%) of the base hourly rate of pay at 10 years of qualified sworn law enforcement experience. 2. Effective June 24, 2023, fifteenTen percent (159Ccr [city26j%) of the base hourly rate of pay at 20 years of qualified sworn law enforcement experience. This pay is in lieu of the pay identified in sub-section 1 above. 2 3. Effective June 24, 2023, five percent (5%) of the base hourly rate of pay at 20 years for non-sworn employees who have worked for the City of Huntington Beach for twenty (20) years or more or worked in the same job classification (even if some of the time was with another law enforcement agency) for twenty (20) years or morelcr1v27i. Only sworn law enforcement experience as defined by California Penal Code Sections 830.1 and 830.2 or the out-of-state equivalent as determined by the Chief of Police shall be included as qualified sworn law enforcement experience in the calculation of longevity. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(1) and Section 571.1(b)(1) Longevity Pay. J. Retention Pay— For non-sworn employees in the bargaining unit with at least twenty (20) years of experience working in a law enforcement department who do not qualify for Longevity Pay in Subsection I above (either because they have not worked for the City or in the same classification for twenty (20) years or more), they shall receive Retention pay at five percent (5%) of the base hourly rate. If the employee subsequently qualifies for Longevity Pay as defined in Subsection I above, they shall no longer qualify for Retention iPa rcit si. J K. Effective Date of Special Pays - All special pay shall be effective the first full pay period following certification and verification as approved by the Chief of Police or designee. All pays in this section are considered special pays and shall be included as part of the regular rate of pay for the purposes of calculating overtime. All pays not in this section are not considered special pays and are not included in the regular rate of pay for purposes of calculating overtime, except On-Call Court Time (Article IX(B)(3)(b)) and Cancelled Subpoenas (Article IX(B)(3)(c)) which shall be calculated into the regular rate of pay at base hourly rate, but not reported to PERS as special compensation. No Pyramiding/Compounding of Special Pay - Each special pay is a percentage of that employee's base hourly rate of pay and shall not be counted towards the value of any other special pay. Nurse Pay- Employees in the classification of Detention Shift Supervisor, who possess a Nurse certification, pursuant to the Nurse classification job description, I HBPOA MOU JulyJanuary 1,20238-June 30,2023 8 POLICE OFFICERS' ASSOCIATION shall receive five percent (5%) of their base hourly rate, for so long as they possess the Nursing Degree or,,certific'Minn �c� 29���r3o�� 31J�ccy3ij. 1. Overtime a. Overtime shifts among employees in the Detention Officer, Nurse Detention Officer and Detention Shift Supervisor classifications shall be assigned using a computerized staffing program, such as In-Time, and according to the parameters set forth herein. b. The parameters for programing the computerized staffing program shall be those parameters currently utilized for patrol overtime, and shall include the following: 1) Short Notice overtime (i.e., less than 72 hours advance notice) will be filled by the employee who first responds affirmatively to an email or text message notification of an available shift. 2) Regular Notice Overtime (i.e., 72 hours or more advance notice) will be assigned to an employee who has indicated an availability for the shift and who has worked the least overtime hours that deployment. If two or more employees have the same number of overtime hours worked, the shift shall be assigned to the employee with the greatest seniority. 2. Detention Shift Supervisor: a. Assignment to Vacant Shifts: Employees in the Detention Shift Supervisor classification will be assigned to work for vacant shifts in the Detention Shift Supervisor classification, subject to the parameters in paragraph 1. However, if no Detention Shift Supervisor has indicated an ability to work a vacant shift in the computerized staffing program, the shift will then be assigned to an employee in the Nurse Detention Officer or Detention Officer classifications, applying the above parameters. The Nurse Detention Officer or Detention Officer assigned to the shift will work in their regular assignment, not as the Supervisor. b. Shift Bidding: Detention Shift Supervisors shall bid shifts by seniority, according to their time as a Detention Shift Supervisor. 3. Nurse Detention Officer and Detention Officer: a. Assignment to Vacant Shifts: Employees in the classifications of Nurse Detention Officer and Detention Officer, will be assigned to work for vacant shifts in either classification, (e.g., because of a leave of absence). The parameters set forth in paragraph 1 will be followed by using the combined list (which includes seniority) of both I HBPOA MOU Julvdanuar-y 1,20230-June 30,2023 9 POLICE OFFICERS' ASSOCIATION Nurse Detention Officers and Detention Officers. Employees in both classifications can fill a vacancy for either classification. Employees in the classification of Detention Shift Supervisor are not permitted to be assigned to work a vacancy for either a Nurse Detention Officer or Detention Officer unless there are no employees available (as set forth in paragraph 1 above) in the Nurse Detention Officer or Detention Officer classifications to work the shift. b. Shift Bidding: Employees in the classifications of Nurse Detention Officer and Detention Officer will bid shifts based on seniority. There will not be separate allocations of Detention Officer and Nurse Detention Officer positions on each shift, rather there will be a number of available shifts that may be bid equally by employees in either classification. The names of employees in both classifications will be placed on one seniority list, not individual seniority lists for each classification. Employees will be permitted to bid shifts each deployment. The parties agree, to the extent permitted by law, the compensation in this section (Nurse Pay) is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Educational Incentive Pay. M. Reopener Rotation of Specialty Assignments The parties agrec that eithcr party toes MOU may roeopeen negotia io.n.ss g the term of this 2020_2023 MOl agreement of the parties[City33]1[r34j City35]: ARTICLE VIII - UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT A. Uniforms 1. The City shall continue the Uniform Allowance in lieu of the City providing uniforms for employees represented by the Association. Such allowance shall be thirteen hundred dollars ($1,300) for sworn employees and twelve hundred dollars ($1,200) for non-sworn employees per year. The Uniform Allowance for all employees shall be paid with the first paycheck in December. Employees hired after January 1st shall have their uniform allowance pro-rated for each month in which they were on active duty for a least one full shift, separately from payroll ;checks;{cityAp7}[city3 j'[city39). It is the mutual intent of the parties that this allowance shall be utilized solely for the purpose of replacing, repairing and maintaining uniforms and clothing worn in the line of duty. The City will continue to make initial issuance of required uniforms and replace uniforms and equipment damaged in the line of duty including safety equipment required by state law, City resolution or ordinance, or by order of the Chief of Police. HBPOA MOU JulyJaaaary 1,20230—June 30,2023 10 POLICE OFFICERS' ASSOCIATION 2. PERS Reporting of Uniform Allowance - The City shall report to the California Public Employees' Retirement System (CaIPERS) the uniform allowance for each sworn and civilian classification as special compensation in accordance with Title 2, California Code of Regulation, Section 571(a)(5). Notwithstanding the previous sentence, for "new members" as defined by the Public Employees' Pension Reform Act of 2013, the uniform allowance will not be reported as compensation earnable to CalPERS. B. Special Assignment Uniform Needs - Uniforms and equipment for special assignments shall continue to be provided by the City. C. Motorcycle Britches- Motorcycle officers shall receive four pairs of britches at the time of assignment. After initial issue, replacement britches may be issued on the recommendation of the Traffic Bureau Commander with approval of the Department Head. All replaced britches must be turned in when replacement britches are received. ARTICLE IX - HOURS OF WORK/OVERTIME A. Work Schedule: 1. The work schedules agreed to by the City and the Association shall be as set forth herein unless the Association and the City mutually agree to changes. All employees 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, Chief of Police or designee, may require such service from any of said employees. a. All work schedules are designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). b. Meal times are included in all work schedules for all classifications represented by the bargaining uni rcityao1/4—niciy4zj. 2. 4/10 Schedule -All employees not assigned a different work schedule pursuant to this article shall work a 4/10 schedule consisting of four (4) consecutive ten (10) hours days followed by three (3) consecutive days off in a seven (7) day period. All employees work an eighty (80) hour work period, except for Communication Employees who work a forty (40) hour work week. 3. 7/11.5 Schedule — The "7/11.5" work schedule applies to designated employees of the Patrol Division and Administrative OperationsU-n-iform Divisionfr43j[cty44J�c1tyasj and Jail. ___ .._ _ a. Workday—A workday for employees assigned to the 7/11.5 work schedule will consist of 11 hours and 25 minutes of work. HBPOA MOU Julydaaaary 1,20238—June 30,2023 11 POLICE OFFICERS' ASSOCIATION b. Eighty (80) Hour Work Period — For those sworn and detention employees working 11 hours and 25 minutes a day, the work period will consist of two consecutive weeks with three (3)consecutive shifts of 11 hours and 25 minutes in one week and four (4) consecutive shifts of 11 hours and 25 minutes in the second week. The total hours for these two consecutive weeks shall be considered equaling eighty (80) hours. The two-week cycle then repeats itself. These employees are subject to a 14 day FLSA work period in accordance with Section 7(k) of the FLSA. c. Exceptions —At the discretion of the Chief of Police, specialized assignments within the Uniform Division will work either the 4/10 or 7/11.5 as described above. Unless agreed upon by the Association, changes to these work shifts shall only be made during recruitment of new officers into the assignments. Task Force assignments outside the Police Department will be flexible based on an eighty (80) hour work period. d. Beach Schedule - If posted during recruitment, employees working -the Beach detail shall be assigned a fixed schedule that incorporates a work week of four consecutive days comprised of two (2) 8-hour days and two (2) 12-hour days. e. Schedule — Employees assigned to training or a school in excess of thirty-two (32) hours in a work week will work a five (5) day, eight (8) hour work week in lieu of their regular work schedule. 4. 3/12 or 3/12.5 Work Schedules — There following work schedules may be assigned: a. 3/12: This is three 12-hour consecutive days with a fixed 8-hour day every other week. The FLSA workweek begins exactly four hours after the start time of the employees 8-hour day/ b. 3/12.5 + 5 Work Schedule - Employees are scheduled to work three 12.5 hour shifts (on consecutive days) each week, with one additional five hour shift each 14 days that is adjacent to the employee's first or last regularly scheduled shift of the week. These employees' FLSA workweeks shall begin exactly 2.5 hours into the start time of their five-hour shift and end exactly 168 hours later. c. 3/12.5 Work Schedule — This work schedule is only available for sworn employees. The 3/12.5 schedule shall consist of three consecutive 12.5-hour shifts each week, with one additional 10-hour shift each 28 days that is prescheduled prior to shift bid by the unit Is upervisolicty46i`, 145. Work Week Communications Center Employees in the classifications of Police Communications Operator PD and Police Communications Supervisor+� �� ;PDI[cit 41j-work a 3/12.5+5 schedule in which e eyees-arrc needuled-totl three 12 5 hour shiµ is (on conseeccutcrve-days) each week, with one additional five hour shift each 14 days that is-adjacent to the employee's first or last regularly scheduled shift of the week. Employees may arra s ouch t employ ' eiork ono 1 0 hour clay each z8 days_ HBPOA MOU JulyJanuary 1,20238—June 30,2023 12 POLICE OFFICERS' ASSOCIATION Thrheseemplayees—FL ivweckweekc shall begin exactly 7 5 hours into start time of their five hour shift and end exactly 168 hours later. Commencing with the January 2022 deployment, through June 30, 2023, employees in the classifications of Communications Operator PD and Communications Supervisor PD shall work a 4/10 schedule, which consists of four (4) consecutive work days of ten (10) consecutive hours each, followed by three (3) consecutive days off. Each 10-hour shift shall be inclusive of a paid meal period and (breaks cit 48l[citya9][cItysol. Upon agreement of the Association and the Chief of Police, communications center employees may be assigned to any of the other work schedules set forth above. During the term of this 2020 2023 MOU, either the City or the A sociation may r mo er changes �e s work schedule a� any re�'�'eace' er�� �rc� Tw-vrn�vrrcaur�crc-arr�- e an agreement of the parties 5:6. Overtime a. Employees assigned to an eighty (80) hour work period shall be paid at the rate of one and one-half (1 '/z) times their regular rate of pay for all time worked in excess of their regularly scheduled shift and/or 80-hour work period. Their 80 hour work period is authorized and in accordance with Section 7(k)of the FLSA. b. Employees assigned to a forty (40) hour work week shall be paid at the rate of one and one-half (1 '/2) times their regular rate of pay for all time worked in excess of their regularly scheduled shift and/or forty (40) hour work week. However, Communication Operators on the 7/11.5 or 3/12.5+5 work schedule must work a minimum of forty (40) hours in the work week before earning overtime. Any hours worked in excess of the regularly scheduled shift that do not exceed forty (40) hours in a work week shall be paid at their regular rate of pay. c. As the City improves its existing Human Resources and Payroll systems to have more automated functionality, it will work toward enabling employees to be able to assign overtime pay to deferred compensation without incurring additional significant implementation costs or staff time. These efforts would occur in coniunction with normal software 'updates'ptys 11_ 7. Motors: Employees assigned as motor officers in the Special Operations Division, Traffic Bureau, shall be assigned to either a 3/12.5 or 4/10 schedule. Employees shall bid their shifts according to seniority as a motor officer. Those working the 4/10 schedule shall be assigned to work Monday through Thursday. Those assigned to the 3/12.5 shall work Friday through Sunday. The 3/12.5 schedule shall consist of three consecutive 12.5-hour shifts each week, with one additional 10-hour shift each 28 days that is prescheduled prior to shift bid by the unit supervisor. HBPOA MOU JulvJanuarry 1,20238—June 30,2023 13 POLICE OFFICERS' ASSOCIATION The three existing motor officers as of the execution of this MOU (Employee ID #'s 27021, 25785, and 70771 GacteigerRoberts) are grandfathered into the existing 7/11.5 schedule, including their assigned work days, and are exempt work schedule biddinq(catys2][c,Tyssa_ B. Other Time: 1. Compensatory Time Off - Federal law controls the use of compensatory time off. Title 29 U.S. Code Section 207(o) allows the employer and employee representative to establish a compensatory time off bank in lieu of a cash overtime payment as required by the FLSA. The parties agree an employee may elect to bank compensatory time up to a maximum one hundred sixty (160) hours. The employee's right to use compensatory time off may be restricted if a request to use is not made by providing reasonable notice or the requested use is "unduly" disruptive. The parties agree reasonable notice is seventy two (72) hours. If compensatory time off is requested with 72 hours or more notice, its use cannot be denied unless to do so would be unduly disruptive. A request to use compensatory time off made with less than the 72 hours' notice can still be granted at the discretion of the manager to whom the request is made. In addition to the preceding, the Chief of Police shall identify days or events on which compensatory time can be denied. These days or events will be designated as "unduly disruptive days". There shall be a maximum of seven (7) unduly disruptive days per calendar year. The Chief of Police shall identify these "unduly disruptive days" as early as possible, and no later than 45 days prior to the designated date or event. Employees who already had been granted time off with pay for the "unduly disruptive days" selected by the Chief of Police prior to the time the selection had been made shall be allowed to continue to take that time off with pay. The Modified Maximum Deployment Calendar currently being used will be eliminated and shall be replaced by the designated "unduly disruptive days." The parties agree if by June 30, 20263, they have been unable to agree upon a successor MOU, the compensatory time off provisions will continue unless either party informs the other that it no longer agrees to allow the continued accrual of compensatory time off in lieu of overtime compensation. If that occurs, thirty (30) days after providing such notice to the other side, all overtime worked will be paid unless and until the parties agree upon a subsequent compensatory time off provision in the MO hr54 citys5 . The parties agree that use of compensatory time off at the following times will be unduly disruptive: a. At any time when the request for compensatory time off request presents an officer's safety problem by going below shift minimum as presented by the City in the meet and confer process. HBPOA MOU JulyJanuary 1,20230—June 30,2023 14 POLICE OFFICERS' ASSOCIATION b. The Association, its officers, agents, representatives and/or members agree that during the term of this MOU they will not call, engage in, request or condone the use of compensatory time off for any strike, walkout, work stoppage, job action, slowdown, sick-out, blue flu, withholding of services or other interference with City operations, or honor any job action by any other employee of the City, employee organizations, or employees of any other employers by withholding or refusing to perform services. In the event that the Association, its officers, agents, representatives, and/or members engage in any of the conduct prohibited herein above, the compensatory time off provision of this MOU shall sunset and thereafter overtime hours shall be compensated at the employee's overtime rate. c. To the extent that these provisions are inconsistent with the Settlement Agreement in HBPOA, et al. v. City of Huntington Beach, et al. Case No. CV 92-6265 CMB (Shx) said settlement agreement is superseded. Provisions not so superseded shall not be affected by the agreement. 2. Work Time - For the purpose of computing the 80 hour work period for sworn employees in the unit and the 40 hour workweek for non-sworn employees in the unit, the following shall be included as hours worked in determining the eligibility for overtime pay. a. Sick leave. b. Vacation and General Leave time taken during the work period. c. Compensatory time off taken during the work period. d. Any other paid leave time taken during the work period. 3. Subpoena Compensation a. Court Appearance Time - Employees required to appear in court during other than their scheduled working hours shall be paid a minimum of three (3) hours overtime pay; provided, however, that if such time overlaps with the employee's scheduled working hours, said rate shall be limited to those hours occurring prior to or after the employee's scheduled work time. For example, if an employee who is required to appear at court at 9:00 a.m. on a day their shift begins at 10:00 a.m., the employee would receive overtime pay for the hour between 9:00 a.m. and 10:00 a.m. However, if that same employee was not scheduled to work that day, they would receive minimum of three (3) hours overtime payrcitv54(c1ws71Jcth581. The City shall recognize administrative subpoenas the same as criminal and civil, including subpoenaed hearings conducted by telephone. Telephone Business under subpoena is differentiated from Telephonic Work as described in Section 6 below. HBPOA MOU Julydanuary 1,20238—June 30,2023 15 POLICE OFFICERS' ASSOCIATION b. On-Call Court Time - Employees required to be on-call for a court appearance during other than their scheduled working hours shall be paid a minimum of three (3) hours pay at their regular rate of pay for each morning and afternoon court session provided, however, that if such time overlaps with the employee's scheduled working hours, said rate shall be limited to those hours occurring prior to or after the employee's scheduled work time. For example, if an employee who is required to appear at court at 9:00 a.m. on a day their shift begins at 10:00 a.m., the employee would receive their regular rate of pay for the hour between 9:00 a.m. and 10:00 a.m. However, if that same employee was not scheduled to work that day, they would receive minimum of three (3) hours at their regular rate of paytcity591Pctv6o1rciiv6 i. On-Call Court Time shall not be considered hours worked for the purpose of calculating overtime. Employees shall not be paid On-Call Court Time if Court Appearance Time is paid. c. Cancelled Subpoenas - Employee shall be paid two (2) hours of pay at their regular rate of pay fec-when a subpoenas for off-duty testimony is cancelled with less than twenty-four (24) hours' noticOcrty62][r63]I[City64. d. Retiree - In accordance with department policy, if the City accepts a subpoena on behalf of a current employee who then retires or a retiree, a stipend will be provided for court appearance time. The stipend will be based on the present Step E of the base hourly rate of pay of the position the retiree held before retirement from City service. Paid court preparation time and travel expenses shall be mutually agreed upon between the City and the retiree. 4. Standby Pay-An employee who is placed on standby status by a supervisor shall be paid four(4) hours pay at their base hourly rate of pay for each 24 (twenty-four) hour period, or any part thereof, of standby status. a. Employees on standby must respond to the initial request notification as soon as possible, but in no case more than thirty (30) minutes. Methods of response to the initial request may include phone call, email or text message. b. Employees on standby should be actively engaged in tasks directly related to the emergency situation as soon as possible, but in no case more than two (2) hours of the initial notification. c. In the event in-person response is required to an incident, crime scene or to a police facility, arrival at the location in question should generally be within two hours after acknowledgment of the request. d. Employees shall not work overtime or extra duty assignments which would cause the employee to be unavailable to respond to emergency situations during the time period the employee is assigned to standby duty. e. Employees on standby must refrain from intoxicants or other activities which might impair the employee's ability to perform assigned duties or to respond in a timely manner. HBPOA MOU JulyJanuary 1,20238—June 30,2023 16 POLICE OFFICERS' ASSOCIATION f. Employees assigned to standby shall be furnished with all equipment necessary to perform standby duties, including take-home cars, City-issued cellular phones and/or computers. a:q. The parties have agreed that minimally there shall be fey-rfive personnel assigned to stand by from Friday at 4 p.m. to Monday at 6 a.m. (12 hours of standby pay). Those personnel shall include: (1) a Sergeant to supervise crimes against persons investigations, (2) two detectives assigned to investigate crimes against persons, and (3) one traffic Iinvestigatorirc,tu6 [r667[c ty6?}Icity68 , and (4) one Traffic Sergeant. h. In addition to the above, the President of the Association or one of the Board members of the Association (the particular Board member shall be determined by the Association) shall be on standby each week. (Friday at in:to Mondayit767a.m. (1'2Koursof-standby..pay).tc-ity69 5. Call Back - Employees who are called back to work will be paid a minimum of two (2) hours pay at the overtime rate, upon arrival at the department or the incident scene until released. Should the called back employee be cancelled prior to arrival, the two (2) hour minimum shall be paid. 6. Telephonic Business - Off-duty employees shall be compensated a minimum of fifteen (15) minutes as hours worked when telephoned to conduct departmental business. Telephonic departmental business beyond fifteen (15) minutes shall be compensated in fifteen (15) minute increments (i.e., 16-30 minutes = 30 minutes of compensation, 31-45 minutes = 45 minutes compensation and so forth). Telephonic business is not considered Call Back Time as outlined in Article IX.B.5. 7. Canine Compensation - Employees assigned to canine duty shall be paid for the off-duty care, feeding and grooming ,of their canine and the routine, off-duty canine-related maintenance of their canine car. The City and the Association have considered the time that canine officers typically spend on off-duty canine care, and determined it to be fifteen (15) hours per month. Employees assigned to canine duty shall be paid fifteen (15) hours per month of overtime rate of pay based on the canine care salary rate. The canine care salary rate shall be two-thirds (2/3) of the Canine Officer's base pay rate, excluding any specialty or similar pays. In negotiating this MOU, the City requested that the Association conduct an actual inquiry of the hours which employees assigned to Canine duties perform each month to ensure compliance with the FLSA and in particular the case of Leever v. City of Carson City (9th Cir. 2004). The Association advised the City that the inquiry revealed that the hours to which the parties have agreed—(fifteen hours per month)accurately describes the time such employees are performing such duties each ;month1[cty7o]'[r7 jic1ri j. In addition to the fifteen (15) hours of pay per month described in the preceding paragraph, canine officers shall be paid for off-duty veterinary visits and extraordinary off-duty care, provided that, absent an emergency, the Officers shall obtain supervisor approval for such care and shall submit payroll exemption slips. HBPOA MOU JulyJanuary 1,20238—June 30,2023 17 POLICE OFFICERS' ASSOCIATION Any such additional canine compensation shall be paid at their overtime rate as defined in Article IX.A.4. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Canine Officer/Animal Premium. 8. Shift Trading The parties agree the provisions below are compliant with the Fair Labor Standards Act. Unit members have the right to trade shifts with their colleagues within the same classification subject to the following conditions: a. Both employees agree to the shift trade voluntarily. b. The employees trading the shifts shall complete an appropriate shift trade form signed by both employees and presented to a supervisor for approval prior to the first affected shift. Supervisors will not unreasonably deny a trade. c. The employee whose shift is worked gets credit for the shift. Thus, the employee whose shift was worked will record the time as time worked on or hertheir time sheet. Payback of the traded shift will be the responsibility of the two employees who trade shifts and will not be monitored by the City. However, the parties agree shift trades will be accomplished by the employees who trade within six (6) months of the first shift traded. If an employee leaves the City having not paid back a shift, it shall be the responsibility of the two employees to work out any pay back. ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS A. Retiree Medical Trust The City authorizes the HBPOA to participate in an employee welfare medical benefit trust fund program, called the PORAC Retiree Medical Trust, with the following conditions: 1. The City shall contribute $100.00 to the Trust per month for each represented employee. Equal contributions shall be made on the first two pay periods of each month. This benefit will continue until June 30, 2023 on which day it will sunset , the City will no longer have the obligation to make this $100.00 contribution to the ''rn tc+rrn � trn6«�ntr acrrr ��t 2. The City shall withhold $100.00 per month for each represented employee to participate in the program. The withholding could change and if it does, it shall be in an amount as designated in writing by the HBPOA. Deductions shall be taken on the first two checks of each month. I HBPOA MOU JulyJanuary 1,2023-0 June 30,2023 18 POLICE OFFICERS' ASSOCIATION Generally, participation and contributions are required for every member of the bargaining unit represented by the Association. However, this requirement will not apply to an employee who is entitled to receive full retiree medical coverage due to h, e-r-Ilertheir service in the United States military (Military Exception). 3. HBPOA shall pay all associated expenses incurred to participate in this program. 4. Upon request, the HBPOA shall provide documentation to the City as follows: a. A copy of the in-force employee medical welfare benefit trust fund program; b. A statement certifying that funds collected are for employee welfare medical benefits for HBPOA represented employees only; c. A copy of the current program document as well as any changes, amendments or written confirmation that there have been no changes to the employee medical welfare benefit trust fund program provider; d. Verification of the funds submitted to the PORAC Retiree Medical Trust, and e. A statement certifying that the submitted funds are only being utilized to provide employee welfare medical benefit trust funds for participating members including members of the HBPOA. 5. City shall pay the withheld funds to the PORAC Retiree Medical Trust bi-weekly. 6. All Federal and State laws regarding employee medical welfare benefit trust funds coverage shall be followed. 7. HBPOA agrees that it will indemnify and hold harmless the City as well as all direct or indirect successors, officers, directors, heirs, predecessors, assigns, agents, insurers, employees, attorneys, representatives, and each of them, past and present, from and against any claims, lawsuits, penalties, interest, taxes, or liability of any kind whatsoever, which may result from the qualified employee welfare benefit trust fund program. B. Health The City shall continue to make available group medical, dental and vision benefits to all Association employees and qualified dependents. The effective date for medical, dental and vision coverage is the first of the month following date of hire. Effective the first of the month following the employee's date of hire, any required employee payroll deduction shall begin with the first full pay period following the effective date of coverage and shall continue through the end of the month in which the employee separates, unless otherwise precluded by CalPERS Public Employees' Medical and Hospital Care Act (PEMHCA). All employee contributions shall be deducted on a pre- tax basis. HBPOA MOU JulvJanuary 1,20238—June 30,2023 19 POLICE OFFICERS' ASSOCIATION 1. CaIPERS Public Employees' Medical and Hospital Care Act The City presently contracts with CaIPERS to provide medical coverage. The City is required under CaIPERS PEMHCA to make a contribution to retiree medical premiums. A retiree's right to receive a City contribution, and the City's obligation to make payment on behalf of retirees, shall only exist as long as the City contracts with CaIPERS for medical insurance. In addition, while the City is in CaIPERS, its obligations to make payments on behalf of retirees shall be limited to the required statutory minimum payment. a. PEMHCA Employer Contributions The City shall contribute on behalf of each employee, the required statutory minimum payment per month for the payment of premiums for medical insurance under the PEMHCA program. As the statutory minimum is increased, the City shall make the appropriate adjustments by decreasing its flex benefits contribution accordingly as defined in the following sub-section. b. Maximum Employer Contributions toward Flex Benefits The City's maximum monthly employer contribution for each employee's medical and vision insurance premiums are set forth as follows: Effective January 1, 2023rcity781[t?91fCity.oic ris [atys2j Type of Coverage Medical Premium Employee Only ("EE") $820.00 Employee + one dependent " $1,650.00 EE" + 1) Employee + two or more dependents ("EE" + 2) $2,100.00 Effective January 1, 2024 Type of Coverage Medical Premium Employee Only ("EE") $859.00 Employee + one dependent $1,728.00 ("EE" + 1) Employee + two or more dependents ("EE" + 2) $2,201.00 Effective January 1, 2025 Type of Coverage____ ... Medical Premium Employee Only ("EE") $892.00 I HBPOA MOU JulyJanuary 1,20230-June 30,2023 20 POLICE OFFICERS' ASSOCIATION Employee + one dependent ("EE" + 1) $1,794.00 Employee + two or more dependents ("EE" + 2) $2,285.00 i ee ,.my (" ff st of'the ,...,...Jical mio art-, p �n o maxims m of. $7711.00. Effective in the pay period that includes January 1, 2021, the C ag-rees-to-in rease-this amni the PO-rORAC R n 2 amn int-fer empley ee n�c_yera�ut no ,hher-than $786 00 p r mn rE-ffe^ctive in the pay period that includes January 1, 2022, the pCity agrees to increase this�u'i�i-count t+o-theeORAL Region 2 u amnn�r emplyaoyee cev rcra'ge but not higher than $826.00 per month. ii. Employee + one dependent ("EE" + 1) The cost of the medical premium up to a maximum of $1,623.00. Effective in the pay period that includes January 1, 2022, the City agrees to increase this amount to the PORAC Region 2 amount for employee plus 1 coverage but not higher than $1,704.00 per month. irii.Emi-�loyee + tiW nr more deppendents ("EE" � 22)--The ccost-of ti-tl�i'i'edical premium up to a maximum $2,076.00. Effective in the pay period that ,includes Jan, any 1 2 the City onr es too inT . ease- cv-amount to thre PORAC Region 2 amount for employee plus 2 or more dependents coverage but not higher than $2,180.00 per month. +.i. The City shall also pay up to $22.76 per month for each employee for the VSP Vision Plan. The parties agree the required PEMHCA statutory minimum contribution is included in this sum stated in the sub-section above. 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. 2. Dental Insurance The annual maximum benefit for the Delta Dental PPO plan is $2000 (two thousand dollars). The maximum monthly City contribution for dental insurance shall be as follows: 1) employee only ("EE") - $57.86; 2) employee plus one dependent ("EE+1") - $108.02 or 3) employee plus two or more dependents ("EE+2") - $142.36. 3. Retiree (Annuitant) Coverage As required by the Government Code retired employees (annuitants) shall have available the ability to participate in the PEMHCA program. The City's requirement to provide retirees and/or annuitants medical coverage is solely governed by the Government Code requirement that requires the City to extend this benefit to HBPOA MOU JulyJanuary 1,20238-June 30,2023 21 POLICE OFFICERS' ASSOCIATION retirees (annuitants). While the City is contracted with CaIPERS to participate in the PEMHCA program, CaIPERS shall be the sole determiner of eligibility for retiree and/or annuitant to participate in the PEMHCA program. a. City Contribution (Unequal Contribution Method) for Retirees As allowed by the Government Code and the CaIPERS Board, and requested by the Association, the City contracted for and uses the Unequal Contribution Method to make City contributions on behalf of each retiree or annuitant. The starting year for the unequal contributions method was 2004 at $1.00 per month. The City's contribution for each annuitant shall be increased annually by five percent (5%) of the monthly contribution for employees, until such time as the contributions are equal. The Service Credit Subsidy will be reduced every January 1st by an amount equal to any required amount to be paid by the City on behalf of the retiree (annuitant). The City shall make these payments only while the City is a participant in the PEMHCA program. b. Termination of Participation in the CaIPERS PEMHCA program — Impact to Retirees The City's requirement to provide retirees (annuitants) medical coverage is solely governed by the Government Code requirement that PEMHCA agencies extend this benefit to retirees (annuitants). If by agreement between the Association and the City or if the City elects to impose termination of its participation in the PEMHCA program, retirees (annuitants) shall no longer be eligible for City provided medical insurance. In the event that the City terminates its participation in the PEMHCA program, the retiree medical subsidy program in place in Resolution No. 2001-28 Exhibit C to the MOU shall be reinstated. The City shall make any necessary modifications to conform to the new City sponsored medical insurance plan. c. Termination Clause The City and Association may each request termination of the City's contract with CaIPERS after the announcement of State Legislation, Judicial Rulings, or a CaIPERS Board Action that changes the employer's contribution, insurance premiums or program changes to the CaIPERS medical plan. The City and Association may elect to terminate its participation in the CaIPERS PEMHCA program by mutual agreement through the meet and confer process between the Association and the City. 4. Medical/Vision Opt-Out Employees covered by group health insurance outside of a City-provided program (evidence of which must be supplied to the Human Resources Department), may elect to discontinue City medical coverage and either direct the cash value of the HBPOA MOU JulyJanuary 1,2023G-June 30,2023 22 POLICE OFFICERS' ASSOCIATION City's Contribution Cap for employee only ("EE") medical coverage as described in Article X.B.1.(b) be deposited into their Deferred Compensation account, or any other pre-tax program offered or approved by the City, or the employee may elect to receive this amount as a taxable cash medical-opt out benefit. In order to be eligible for the opt-out payment the employee must be able to demonstrate to the City's satisfaction that they are enrolled in a qualified employer-sponsored group health plan that provides minimum essential coverage as defined by the Affordable Care Act, (The coverage must be obtained through another source other than coverage in the individual market, whether or not obtained through Covered California) and will not incur penalties under the ACA. An employee may also elect to discontinue vision coverage. The employer-paid portion of the premium paid for vision coverage will be applied toward the medical premiiunircitys33. 5. Section 125 Employee Plan The City shall provide an Internal Revenue Code section 125 employee plan that allows employees to use pre-tax salary to pay for regular childcare, adult dependent care and/or unreimbursed medical expenses as determined by the Internal Revenue Code. 6. Life Insurance The City will provide $50,000 term life insurance and $50,000 accidental death and dismemberment insurance without evidence of insurability other than evidence of working full time. Additional life insurance may be purchased consistent with the plan limitations, at the employee's cost, with evidence of insurability. 7. Income Protection PPlanl[city84j651'rcltys6 The City authorizes the HBPOA to administer its own Long Term Disability (LTD) Program providing the following conditions are adhered to: a. The City and HBPOA agree that the City shall not no longer provide a City sponsored LTD Program. b. HBPOA shall contract with an authorized provider for a LTD program for the employees represented by the HBPOA. c. The City shall pay to HBPOA for the cost of LTD premiums not to exceed forty-onethirty eight dollars ($4138[cty87]) per month per occupied covered position represented by HBPOA and HBPOA shall pay the cost of LTD premiums for each such covered position. d. Non-dues paying represented employees shall be covered by the LTD Policy at the same premium rate as dues paying represented employeest 9jrcity90Ja. HBPOA MOU JulyJanuary 1,20230—June 30,2023 23 POLICE OFFICERS' ASSOCIATION e. City payment to HBPOA is to be made for each represented employee per month based on the bi-weekly payroll. f. HBPOA shall pay the authorized provider for the cost of premiums and any expenses incurred for administering the program. g. The City shall provide the HBPOA with a monthly report of covered employeesLity9i9z��csTys h. No self-funding/self-insurance of LTD benefits is permitted under this agreement. i. Upon request, the HBPOA shall provide an annual certification of the Plan on each anniversary the Plan is in effect which will include: 1) A copy of the most current audited financial statements; 2) A copy of the latest actuarial report, which should be completed by an independent "Fellow of the Society of Actuaries"; 3) A copy of the in-force LTD Program; 4) A statement certifying that premiums collected are for LTD benefits for HBPOA represented employees only; 5) A copy of the current plan document as well as any changes or amendments, or written confirmation that there have been no changes as LTD provider; 6) A copy of the "Summary Annual Report" and, upon request, a copy of the latest filed Form 5500; 7) A listing of active HBPOA claimants with all relevant data as requested by City (i.e., date of disability, etc.) including the allocated reserves for each claimant; 8) Verification of the premium received and credited by the HBPOA. 9) A statement certifying that the submitted premiums are only being utilized to provide LTD benefits for participating members including members of the HBPOA; and 10) A written confirmation from the plan administrator confirming (i)that it is authorized to do business in California; (ii) that it is properly licensed; (iii) that it maintains current "Errors and Omissions" insurance; and (iv) that it is bonded. HBPOA MOU Julydanaary 1,20238-June 30,2023 24 POLICE OFFICERS' ASSOCIATION j. All Federal and State laws regarding LTD benefit coverage shall be followed. k. HBPOA agrees that it will indemnify and hold harmless the City as well as all direct or indirect successors, officers, directors, heirs, predecessors, assigns, agents, insurers, employees, attorneys, representatives, and each of them, past and present, from and against any claims, lawsuits, penalties, interest, taxes, or liability of any kind whatsoever, which may result from the HBPOA sponsored and administered LTD insurance program. 8. Long Term Care a. The City authorizes the HBPOA to administer its own Long Term Care (LTC) Program providing the following conditions are adhered to: b. HBPOA shall contract with an authorized provider for LTC program for the employees represented by the HBPOA. c. The City shall pay to HBPOA for the cost of LTC premiums not to exceed twenty-five ($25) per month per occupied covered position represented by HBPOA. d. Non-dues paying represented employees shall be covered by the LTC Program at the same premium rate as dues paying represented employees`[cri94I1Er95J city961. e. City payment to HBPOA is to be made for each represented employee per month based on the bi-weekly payroll. f. HBPOA shall pay the authorized provider for the cost of premiums and any expenses incurred for administering the program. g. The City shall provide the HBPOA with a monthly[r9][ci1y9sj report of covered employees. h. No self-funding/self-insurance of LTC benefits is permitted under this agreement. i. Upon request, the HBPOA shall provide any reasonable documentation to the City as similarly described in the LTD Program. j. All federal and State laws regarding LTC benefit coverage shall be followed. k. HBPOA agrees that it will indemnify and hold harmless the City as well as all direct or indirect successors, officers, directors, heirs, predecessors, assigns, agents, insurers, employees, attorneys, representatives, and each of them, past and present, from and against any claims, lawsuits, penalties, interest, taxes, or liability of any kind whatsoever, which may result from the HBPOA sponsored and administered LTC Program. I HBPOA MOU Julydanuary 1,20238-June 30,2023 25 POLICE OFFICERS' ASSOCIATION ARTICLE XI — RETIREMENT A. "Classic Member" Safety Employee Retirement Benefits: 1. 3% Age 50 Plan - The City shall provide the 3% @ Age 50 retirement formula set forth in California Government Code Section 21362.2 for all safety employees defined as "classic members" per the Public Employees' Pension Reform Act of 2013 (PEPRA) represented by the Association. 2. 1959 Survivors' Benefit Level IV (California Government Code Section 21574) - Members of the City's safety retirement plan shall be covered by the Fourth Level of the 1959 Survivor Benefit. 3. Pre-retirement Optional 2 Death Benefit (California Government Code Section 21548 — Safety Employees) 4. One-Year Final Compensation (California Government Code Section 20042) 5. "Classic Member" Safety CaIPERS Member Contribution - a. All "classic members" shall pay their CaIPERS member contribution of nine percent (9%) of compensation earnable. b. 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. Classic Member Safety CaIPERS Cost Sharing: a. Effective the beginning of the pay period including January 1, 2020, classic member safety members shall cost share two percent (2%) compensation earnable in accordance with Government Code section 20516(f). b.E'ffec i Te�be nnin �tho p rind incl dingJanu 11 ' 021 clan y e i member. f embers__ hall osst hare an additional one percent (1%) compensation earnablc in accordance with Government Code section 20516(f), for a total cost share of three percent (3%) era. Effective the beginning of the pay period including January 1, 2022, cClassic member safety members shall cost share four percent (4%) percent (VA) compensation earnable in accordance with Government Code for a total cost share of fog�r percent (/) section 20516(f), ciry99oo11�ctyio3%}. B. "Classic Member" Miscellaneous Employee Retirement Benefits: HBPOA MOU Julydanuary 1,20238-June 30,2023 26 POLICE OFFICERS' ASSOCIATION 1. 2.5 % aC� Age 55 Plan (California Government Code Section 21354.4)— Members of the City's miscellaneous retirement plan with the California Public Employees' Retirement System (CaIPERS) shall receive the 2.5% at age 55 CaIPERS retirement plan. 2. 1959 Survivors' Benefit Level IV (California Government Code Section 21574) - Members of the City's miscellaneous retirement plan shall be covered by the Fourth Level of the 1959 Survivor Benefit. 3. Pre-Retirement Optional Settlement 2 Death Benefit(California Government Code Section 21548) - Members of the City's miscellaneous retirement plan shall be covered by the Pre-Retirement Optional Settlement 2 Death Benefit. 4. One-Year Final Compensation (California Government Code Section 20042) 5. Classic Miscellaneous CaIPERS Member Contribution - a. All "classic members" shall pay their CaIPERS member contribution of eight percent (8%) of compensation earnable. b. 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. Classic Member Miscellaneous CaIPERS Cost Sharing: Effective the beginning of the pay period including January 1, 2020, sClassic member miscellaneous members shall cost share one percent (1%) compensation earnable in accordance with Government Code section 20516(f). C. Retirement Benefits for Safety and Miscellaneous Employees - Self-Funded Supplemental Retirement Benefit — In the event a PERS member elects Option #1, #2, #2W, #3, #3W or#4 of the Public Employees' Retirement law, and the member is a unit employee who was hired prior to July 6, 1998, the City shall pay the difference between such elected option and the unmodified allowance which the member would have received for ii-isillectheir 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, shall be payable by the City during the life of the member, and upon that member's death, the City's obligation shall cease. The method of funding this benefit shall be at the sole discretion of the City. All unit employees hired after July 6, 1998 shall not be eligible for this benefit. HBPOA MOU JulyJanuary 1,20230-June 30,2023 27 POLICE OFFICERS' ASSOCIATION D. CaIPERS "New Member" Retirement Benefits: For "New Members" within the meaning of the California Public Employees' Pension Reform Act (PEPRA) of 2013 as defined in California Government Code Section 7522.04(f). Employees (both sworn and miscellaneous)shall pay one half of the normal cost rate, as established by CaIPERS each year in its annual valuation for the City, as required by California Government Code Section 7522.30(c). E. "New Member" Safety Retirement Benefits 1. CaIPERS "New Member" Safety Retirement Formula: 2.7% Age 57 Plan - The City shall provide the 2.7% @ Age 57 retirement formula set forth in California Government Code Section 7522.25(d) for all safety employees defined as "new members" per the Public Employees' Pension Reform Act of 2013 (PEPRA) represented by the Association. 2. 1959 Survivors' Benefit Level IV (California Government Code Section 21574) — Members of the City's safety retirement plan shall be covered by the Fourth Level of the 1959 Survivor Benefit. 3. Pre-Retirement Optional Settlement 2 Death Benefit (California Government Code Section 21548)these members of the City's safety retirement plan shall be covered by the Pre-Retirement Optional Settlement 2 Death Benefit. 4. Final Compensation - Final compensation will be based on the highest annual average pensionable compensation during the 36 consecutive months immediately preceding the effective date of his o hertheir retirement, or some other 36 consecutive month period designated by the member, as required by California Government Code Section 7522.32(a). 5. New Member Safety CaIPERS Cost Sharing: Effective the beginning of the pay period including January 1, 2020, Nnew member safety members shall cost share an amount that when added to the one half of the normal cost rate (as established by CaIPERS each fiscal year in its annual valuation for the City) shall result in the employee's total pension contribution being 13% pensionable compensation. For example, if the one half of the normal cost rate is 11.75%, these members will cost share 1.25% pensionable compensation in accordance with Government Code section 20516(f). If in future fiscal years, the required CaIPERS member contribution rate for new member safety members is 13% or more, there shall be no cost sharing during that fiscal year and employees will only pay the one half of the normal cost rate. Similarly, if the member contribution rate (one half of the normal cost) is reduced from the prior fiscal year to below 13%, these members will cost share a percentage that when added to the normal cost rate will equal 13% pensionable!compensationlrcity o2 rcitv1o3 . HBPOA MOU JulyJanuary 1,20239—June 30,2023 28 POLICE OFFICERS' ASSOCIATION This will ensure that these members will pay 13% of pensionable compensation (when combined with the 11.75% pensionable compensation that these employees are required to pay as determined by CaIPERS's annual evaluation. If in future 0 by CalPERS's ann1 al yalu anon the additional con;Z Lion made by the employee under 20516(f) will be increased or decreased accordingly, so that the total 0 50% of normal cosh as determined by Get ERS exceeds 13% these employees vv/v-v�r�vir-r�u r-v f f 1 shall pay 50% of normal cost, only. F. "New Member" Miscellaneous Retirement Benefits 1. CaIPERS "New Member" Miscellaneous Retirement Formula: 2% Age 62 Plan -The City shall provide the 2% @ Age 62 retirement formula set forth in California Government Code Section 7522.20(a) for all non-safety employees defined as "new members" per the Public Employees' Pension Reform Act of 2013 (PEPRA) represented by the Association. 2. 1959 Survivors' Benefit Level IV (California Government Code Section 21574) — Members of the City's miscellaneous retirement plan shall be covered by the Fourth Level of the 1959 Survivor Benefit. 3. Pre-Retirement Optional Settlement 2 Death Benefit(California Government Code Section 21548) these members of the City's miscellaneous retirement plan shall be covered by the Pre-Retirement Optional Settlement 2 Death Benefit. 4. Final Compensation - Final compensation will be based on the highest annual average pensionable compensation during the 36 consecutive months immediately preceding the effective date of his or hertheir retirement, or some other 36 consecutive month period designated by the member, as required by California Government Code Section 7522.32(a). 5. New Member Miscellaneous CaIPERS Cost Sharing: Effective the beginning of the pay period including January 1, 2020, new member miscellaneous members shall cost share 1.50% pensionable compensation in accordance with Government Code section 20516(f). Effective the beginning of the pay period including January 1, 2021, eNew member miscellaneous members shall cost share an amount that when added to the one half of the normal cost rate (as established by CaIPERS each fiscal year in its annual valuation for the City) shall result in the employee's total pension contribution being 9% pensionable compensation. For example, if the one half of the normal cost rate is 6.75%, these members will cost share 2.25% pensionable compensation in accordance with Government Code section 20516(f). If in future fiscal years, the required CaIPERS member contribution rate for new member miscellaneous members is 9% or more, there shall be no cost sharing during that HBPOA MOU JulyJanuary 1,20238-June 30,2023 29 POLICE OFFICERS' ASSOCIATION fiscal year and employees will only pay the one half of the normal cost rate. Similarly, if the member contribution rate (one half of the normal cost) is reduced from the prior fiscal year to below 19[city1o4]'%, these members will cost share a percentage that when added to the normal cost rate will equal 9% pensionable compensation. an ad io amoount ovi pensionable compensation (o timated at one n 2) 0/)) in o e_with Government Corte ., al1;r��erc ���--�,—aece�wT�,--w��,�T,,,��� section 20516(f)for total cost shall of two and three quarters percent (2.75%). This will ensure that effective the beginning of the pay period including January 1, 2021, these members will pay 9% of pensionable compensation (when the 0 0 employees are requir ay as-dieterminecl b„G s i PERrS's-an-n-Qa a aluationl If in future fiscal years (including 2n21 if thee normal cost rate its modified from 6: 75%) member contribution rate for new member safety members shall become greater or less than 6.25% of pensionable compensation, as determined by CaIPERS'c, ann gal vale atinn the additional contribution matte by the employee ender`)0516(f) e w i ruu�rur , • ascd or deer a.,cd accordingly, so that the total employee contribi tion equals_g0 0 detefmiTed hc -py GaIPERST_exceeds-9 se emhMployeesshall page 50% of normal cost, only. "' 11 ARTICLE XII — LEAVE BENEFITS • apply $rnm anuary •1' tit 12:00 m the $' c ay of f �i period following end-�-re'e�w�-ugrrr,,-rT�r�� e City Council a r _of his L - d M�111 On that date of 12:01 p.m•' new V 'VWf'YTi fr- VT- T -�TiVV-OTr RTGTZfGCiL�r1. VAT subsection CT-General Leave hall Pilliy cityio j: Vacation,: -O-RGRTf�TT 1. Anniversary Date For the purpose of computing vacation, an employce'G anniversary date shall be the most recent date on which he/chothey commenced full time City employment. 2�A n a7Tf' acatilJT�Fhe p goose of ann gal yaca his to provide a rest period �Q which will enable each employee to return to work physically and mentally following: a. Employees who have not completed six (6) months of continuous service with the City. b. Employees who work less than full time who are not permanent. c Employees en leave of absence HBPOA MOU JulvJaauary 1,20230—June 30,2023 30 POLICE OFFICERS' ASSOCIATION 3. Vacation Accrual Employees in the City's service, having an average work week of forty (40) hog ors shall accrue annual ation with nay in accorda�� vvccTrvr-rvrc�� �vTnvur�� crrr ccruc-crrmu with the following• a. For thc first(1 )through thc fourth (4It)year of continuous service, vacation time will be accrued at the rate of one hundred twelve (112) hours per year {1.31 biweekly). b. For the fifth year(5th) and through th - - - Oth) year of continuous service, +inn e will be an to of one hundr rt y six (1 36) �C��r-t+�r�-���C�2d-��t�L'-�& 2d-th-IT�y-���7 hours per year (5.23 biweekly). c. For the tenth (10th`year and throt igh the fo,irteenth (1.Ith)year of continuous service, vacation time will be accrued at the rate of one hundred sixty (160) hours per year (6.15 biweekly) d. For the fifteenth (15t) era--thereefter-ef-GOntinusservic a tion time will be accrued at the rate of one hundred ninety two (192) hours per year (7.38 biweekly). 11. Vacation a_No e y hall ppermit,�_� ke a vacation in excess of actual time earned and vacation shallnot be accrued in excess of four hundred (400) hours.VaacatiG,-shall be taken only with permission of the Chief of Police; however, the Chief of Police shall schedule all vacations with dec+onsid,eFa Ftheiwis rthe em tie a�aart cular regard for the need of the department. h Vacation accumulated in excess of the four hundred (400) hour cap shall be paid at the base hourly rate of pay on the first pay day following such accumulation. 5. Vacation Pay at Separation For Employees Exempt From the Retirement Medical Trust These employees shall be paid for unused vacation upon separation of employment at which time they shall be paid compensation at their Gtif ent--K to of pay for all unuseed,e ne aacat which they are � -rrrcn--crr�-errs entitled through their last day of employment. R Vaca ersion to Cash _ n employee may elect to take up to eighty (80) v�rtivLt r.TJR7Tf hog ors of pair at th i- cu ent regularrate o per �en a ear for accrued cr �z+r�v'rcrccr�crcQ vacation during the current year. Onor b re the-begTnning of pay pari-ocl-whic �u-eles- ecember 15-of each calendar y ar, an employee may make an irrevocable election to cash out HBPOA MOU JulyJanuary 1,20238—June 30,2023 31 POLICE OFFICERS' ASSOCIATION up to eight] (80) hours of accrued vocation which will he earned in the following ...�... ..� ...y...y �.+.+� ....+...�.+ .+� ...vv�r.�v.. ruvu�w�� rr�nv�� vv u�-v�.�. calendar year at the employee's regular rate of pay. By Thanksgiving in the following year, the employee will receive cash, or he amo ant acatisnhc employee irrevocably elected to cash out in the prior y ar. However, if the employee's vacation I avc balance is less than the amount the employee elected tpc3h ou h-e p r calehdo ear) the emploJez-wrllr rc Ecivz cusn-fvr- the amount of (gave the employee has accrued at the time of the cash out. 7. Deferred Compensation/Vacation Cash Out The value of any unused earned vacation may be transferred to deferred compensation at the regular rate of pay in connection with separation from employment, but only during the time the cmploycc is actively employed with the City. The employee must request the transfer no later than the pay period prior to the employee's last day of employment. Any unused arncd vacation remaining upon separation will be B. Sick Leave Compensation 1. All employees shall be entitled to use a maximum of sixty (60) calendar days paid sick leave per incident or illness. This leave shall not accumulate beyond the-ene-year-maximum-ancl-there-shal-l-be-110-pay-eff-rights-te-u-h-use€1-leave upon sep oration of employment from the City, A. General Leave: The provisions on General Leave are set forth below. They went into effect on April 18, 2020, this 2020 2023 !MOUrcit 1o6i. Prior to the effective date of General Leave, members of f the Association earned vacation leave, as set forth in the prior MOU. Members' accrued vacation leave balances carried over past the effective date of General Leave. Although members no longer earn vacation, they may use their accrued vacation leave and shall be cashed out of any vacation balances as provided in this Section (XII(A) (5), (6), (7) & (8), below. 1. Purpose-The purpose of annual General Leave is to provide a rest period, which will enable each employee to return to work physically and mentally refreshed, as well as for an illness or injury of the employee not otherwise covered under other provisions of law (e.g., Labor Code 4850, workers' compensation laws, etc.) 2. Anniversary Date - For the purpose of computing General Leave, an employee's anniversary date shall be the most recent date on which he/shothey commenced full-time City employment, unless otherwise provided in writing by agreement between the City and the employee upon initial hire or re-hire. 3. Annual General Leave Eligibility - All employees shall be entitled to use annual General Leave with pay except the following: HBPOA MOU JulyJanuary 1,20230—June 30,2023 32 POLICE OFFICERS' ASSOCIATION a. Employees who have not completed six(6) months of continuous service with the City. However, employees with less than six (6) months of continuous service may, after 90 days, use up to 24 hours of General Leave for the purpose of an injury to or illness of themselves. b. Employees who work less than full-time who are not permanent. However, employees who do not work full-time and are not permanent may, after 90 days, use up to 24 hours of General Leave for the purpose of illness, injury, or family sickness. c. Employees on leave of absence. 4. General Leave CACcruali[cty o7][cityios_ Employees in the City's service, having an average work week of forty (40) hours, shall accrue annual General Leave with pay in accordance with the following: a. For the first (1st) through the fourth (4th) year of continuous service, General Leave shall be accrued at the rate of one hundred and seventy six (176) hours per year (6.77 hours biweekly). b. For the fifth year (5th) and through the ninth (9th) year of continuous service, General Leave shall be accrued at the rate of two hundred (200) hours per year (7.69 hours biweekly). c. For the tenth (10th) year and through the fourteenth (14th) year of continuous service, General Leave shall be accrued at the rate of two hundred and twenty four (224) hours per year (8.62 hours biweekly) d. For the fifteenth (15th) year and thereafter of continuous service, General Leave shall be accrued at the rate of two hundred and fifty six (256) hours per year (9.85 hours biweekly). In computing eligibility for continuous service, for sworn law enforcement members of the unit, it shall include sworn law enforcement service at another law enforcement agency. For non-sworn members of the unit, it shall include time both sworn law enforcement service at another agency as well as time in the same non-sworn classification in which they are serving in Huntington BeachJcstyio9i. 5. Use of General Leave (or Previously Accrued Vacation Leavercitvl.l ol(ri ril[city1121[ctyrg a_No employee shall be permitted to use General Leave in excess of actual time earned and General Leave shall not be accrued in excess of six hundred and forty (640) hours. General Leave use for vacations (as well as any previously accrued Vacation Leave) shall be taken only with permission of the Chief of Police (or hic/hertheir designee); however, the Chief of Police shall schedule all vacations with due consideration for the HBPOA MOU Julvdanuary 1,20238—June 30,2023 33 POLICE OFFICERS' ASSOCIATION wishes of the employee and particular regard for the needs of the department. If used as sick leave, employees must call in prior to their shift and provide a supervisor with notice that they are using General Leave due to illness or injury. b. If an employee provides at least eight (8) days' notice of a request to use General Leave, it will be granted, unless within the discretion of the Police Chief or their designee, the decision to grant the leave would create an operational burden. It is not an operational burden simply because another employee must work the shift on lovertimercjw114 . a c. General Leave accumulated in excess of the six hundred and forty (640) hour cap shall be paid at the base hourly rate of pay on the first payday following such accumulation. 6. General Leave (or Previously Accrued Vacation Leave) Pay at Separation for Employees Exempt from the Retirement Medical Trust - Upon separation of employment, employees exempt from the Retirement Medical Trust shall be paid for unused General Leave (or previously accrued Vacation Leave)at their current regular rate of pay for all unused, earned General Leave (or previously accrued Vacation Leave) to which they are entitled up to and including the last day of employment. 7. General Leave Conversion to Cash - During Calendar Year 202n an employee { ayeleyctte -eut up to one_hundr d ni ire of accrued vacation leave and/or general leave at their current regular rate of pay. On or before the beginning of the pay period which includes December 15 of each calendar year beginning in December 2020, an employee may make an irrevocable election to cash out up to one hundred and twenty (120) hours of accrued General Leave which will be earned in the following calendar year at the employee's regular rate of pay. The employee can elect to receive up to sixty (60) hours of General Leave cash out in the pay period that includes July 15. The employee shall receive any remaining General Leave cash out to which they irrevocably elected to cash out in the pay period that includes December 1. However, if the employee's General Leave balance is less than the amount the employee elected to cash out (in the prior calendar year) the employee will receive cash for the amount of leave the employee has accrued at the time of the cash out. 8. Deferred Compensation/General Leave (or Previously Accrued Vacation Leave) Cash Out - The value of any accrued unused earned General Leave previously accrued Vacation Leave) may be transferred to deferred compensation (up to the maximum permitted by law) at the regular rate of pay annually or in connection with separation from employment, but only during the time the employee is actively employed with the City. The employee must request the transfer no later than the end of the pay period prior to the wed prior to thdcit 11s][r116j-employee's last day of employment. Any unused earned I HBPOA MOU JulvJanuary 1,20230—June 30,2023 34 POLICE OFFICERS' ASSOCIATION General Leave (or previously accrued Vacation Leave) remaining upon separation for employees who participate in the Retiree Medical Trust will be transferred to the qualified medical retirement trust program on a pre-tax basis. 9. Financial Hardship - Spa employee may cash out accrued, unused vacation or general leave if they have an "unforeseen emergency" (defined as an unanticipated emergency that would result in severe financial hardship to the employee if early withdrawal were not permitted). A determination as to whether an "unforeseen emergency" exists shall be determined by the City at its discretion and is not subject to the filing of a grievance. B. Sick Leave - Full-time employees hired on or before April 18, 2020the pay period following Council approval of this 2020 2023 MOU will received a one-time Sick Leave bank totaling 144 hours. Up to 72 hours of this Sick Leave may be used for family Sick Leave per the relationships included in Labor Code section 233. Once this Sick Leave bank is fully used, employees will no longer receive Sick Leave, only General Leave as described above in Section XII.A (General Leave). This one-time bank may not be cashed out at any time, nor, upon separation from employment, transferred to deferred compensation and/or a qualified medical retirement trust program. C. Bereavement Leave - Employees shall be entitled to bereavement leave not to exceed three (3) working days in each instance of death in the immediate family. Immediate family is defined as father, mother, sister, brother, spouse, registered domestic partner, children, grandfather, grandmother, stepfather, stepmother, step grandfather, step grandmother, grandchildren, stepsisters, stepbrothers, mother-in- law, father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepchildren, or wards of which the employee is the legal guardian. D. Family and Medical Care LeaveLeave Benefits Entitlement - As employees do not accrue sick leave, all employees will be allowed to use up to (sixty) 60 hours per calendar year for family sick leave to care for a child, parent, spouse, registered domestic partner grandchild, grandparent, sibling or step- parEnt[eiryi20][r12111pty12i1[city 23]. The City will provide family and medh I re leave for �giblo ployees that meet �--rt�vn EarF:ar�r�vc� r �urc- �rnTrn�cc� all rcquircmcnto of Statc and Fcdcral law. Rights and obligations arc cot forth in the Dcpartment of Labor Regulations implementing the Family Medical Leave Act (FMLA), and the regulations of the California Fair Employment and Housing Co sssion ploemetinf the California Family Rim, -,°ct Employees are entitled to use up to one half('/2) of one year's annual accrual of general leave for the relationships set forth at Labor Code section 233. Time[City_1241kcityi25j off for a work related injury shall not run concurrently with FMLA or CFRA leave for sworn and detention employees. The City shall comply with all C e and Federal leave h efit entitl -rrrc-vrc�,murrcvmp�y-vvrn-r-an�tatc-arrcrr�rcTarrcavc��F�}�rretS aws. employee on an approved leave shall be allowed to use paid Sick Leave and earned HBPOA MOU JulyJanuary 1,20230—June 30,2023 35 POLICE OFFICERS' ASSOCIATION leave. E. Catastrophic Leave Donation Program - Under certain conditions, employees may donate leave time to another employee in need. The program is outlined in Exhibit F. F. Nurse Employees Certification - The City shall allow licensed nurse employees time off with pay to attend required courses necessary to maintain certification requirements. G. Cash Out of Compensatory Time Off - Twice each year, employees may, at their option, be paid for their compensatory time off. Payment when requested under this section shall be at the employee's regular rate of pay in effect at the time the request is made. On or before the beginning of the pay period which includes December 15 of each calendar year, an employee may make an irrevocable election to cash out accrued compensatory time off which will be earned in the following calendar year. The employee can elect to receive cash for their accrued compensatory time off up to two times per calendar year, and in a cumulative amount not to exceed the number of hours the employee irrevocably elected to cash out in the prior year. However, if the employee's compensatory time off leave balance in the pay period containing December 15th is less than (the balance of) the total amount the employee elected to cash out (in the prior calendar year) the employee will receive cash for the amount of leave the employee has accrued at the time of the cash out. Compensatory time off which is cashed out will be paid at the employee's regular rate of pay. H. Association Business - An allowance of one thousand forty (1040) hours per rear[city126j[r127]'[clty.128kclty129j (which is increased to one thousand two hundred and twenty (1220) effective beginning in calendar year 2024) shall be established for the purpose of allowing authorized representatives of the Association to represent members of the Association in their employment relations. Such allowance may be utilized only by those persons authorized by the Board of Directors of the Association and such utilization shall be subject to the rules indicated in Exhibit B. Up to two hundred (200) hours per year of unused hours may be carried over to the subsequent year. ARTICLE XIII - CITY PERSONNEL RULES All MOU provisions that supersede the City's Personnel Rules shall automatically be incorporated into the City's Personnel Rules as applicable. All City Personnel Rules shall apply to Association members, however, to the extent this MOU modifies the City's Personnel Rules, the Personnel Rules as modified will apply to Association members. ARTICLE XIV—'MISCELLANEOUS[cityi3o];[r131][City132][C1ty133] A. Tuition Reimbursement - Education costs shall be paid to non-sworn employees on the basis of full refund for tuition fees, books and supplies-provided, however, that HBPOA MOU Julvdanuary 1,20239—June 30,2023 36 POLICE OFFICERS' ASSOCIATION maximum reimbursement shall be at the rates currently in effect in the University of California system. Upon approval of the Chief of Police and Director of Human ResourcesDepartment Head and the Human Resources Director, employees may be compensated for actual cost of tuition, books (including e/books), and fees at accredited educational institutions that charge higher rates than the University of California, if it can be demonstrated by the employee that said educational institution presents the only accredited course or program within a reasonable commuting distance of the employee. Tuition reimbursement shall be limited to job related courses or approved degree objectives and require prior approval by the Chief of Police and Director of Department Head and Human Resources Director. Reimbursements shall be made when employees present proof to the Director of Human Resources Director that they have paid such costs and successfully completed the course(s) with either a "C" grade or better, or a "Pass" grade in a pass/fail grading system. B. Meal and Mileage Allowance: The Parties agree to follow Policy AR 301 addressing Meal and Mileage Allowance and incorporate it by reference into this IMOUrcitv134. 1. Per Diem Employees shall be entitled to per diem under the following circumstances: a. Personnel with prior knowledge andtheir , d nn work mile radius beyond their normal work station, and which extends more than one (1) hour beyond their normal work hours or require lodging. bb eetinn nr }raining assi iiment ni� Arlo a meal, will be reimb good a} tham ctual cost of me ng nr meal not to co prorated per diQ ti"�L`ali LTf UT-GG-J Cyr-GTRs—TTf Ge�T'f�Tf T[e"Q7�"T V C-CD-eT GGeG�t�i'G'7'CtCG�r7GTClf G.al""1"7" schedule. c. Meal expenses other than listed in "a" or "b" may be considered for reimbursement (receipt required) at the discretion of the Division Commander. d. Receipts are not required, other than as noted above. 2PeDiemSchedule Forty five 1^'I'rc /$46) per twenty four (24) hour period or �'�1TPcrcvvzr�r�ro ar-�cTTrro rn-p crro a-or prorated as follows; Breakfast Ten dollars ($10.00), Lunch Fifteen dollars ($15.00), Dinner Twenty dollars ($20.00fGity1353[clt)136][clty137})- C. Mileage Allowance The City shall reimburse employees for the use of personal automobiles at the existing IRS reimbursable rate. HBPOA MOU JulyJanuary 1,20230—June 30,2023 37 POLICE OFFICERS' ASSOCIATION O.-C. Weapon Vesting - Unit employees' assigned a weapon shall be vested with ten percent (10%) ownership per year so that ten (10) years after assignment of the weapon to the employee,he/shothey shall be fully vested with ownership. Employees are responsible for paying the gun transfer fee when the weapon is transferred to them. &D. Controlled Substance and Alcohol Testing - The City maintains the right to conduct a test during working hours of any employee that it reasonably suspects is under the influence of alcohol or a controlled substance in the workplace, consistent with department policy. Take Home Vehicles/Distance to Work - Employees who take work vehicles home under this provision must reside within thirty-five (35) miles of the City limits. Those employees assigned a motorcycle who reside beyond thirty-five (35) miles of the City limits at the time of ratification of this Agreement may drive their motorcycle to and from their residence to their place of work if such travel does not exceed three hundred and fifty (350) miles per week. The following unit classifications shall be allowed to take a City vehicle home under this provision: Employees assigned to the Executive Division, Administrative Division, Investigation Division and specific assignments in the Uniform Division that require a vehicle assignment as part of their duties (i.e., Canine, Motorcycle, Accident Reconstruction, Special Enforcement Bureau). Employees who take a City vehicle home are expected to be reasonably available to respond to work-related activities; however, there is no restriction of the employee's off-duty activities implied or intended by this expectation. Administrative Appeal Procedure - In compliance with the Government Code, the Administrative Appeal Procedure for all public safety officers is referenced in Exhibit D of this MOU. G. Direct Deposit - All employees hired after April 1, 2006 shall be required to enroll in and maintain participation in the City's direct deposit pay system. H. Meet and Confer- During the term of this Agreement, the City retains the right to meet and confer on any specific issue related to payroll implementation and/or compliance with the Fair Labor Standards Act (FLSA). hI. Physical Fitness Program -Any physical fitness time earned under prior HBPD Policy Manual Section 208.9 can still be used, but can be denied if it will require the Department to backfill the employee requesting to use the time. HBPOA MOU JulvJanuary 1,20230—June 30,2023 38 POLICE OFFICERS''ASSOCIATION Administrative Dispatcher Assignment 1. The Administrative Dispatcher assignment will be for two years. The employee in the assignment on the date of City Council approval of this 2017 19 MOU will stay in the assignment for two years from theirhee initial date of appointment. a. Future appointees will have the chance to apply by providing interest memos prior to expiration of the assignment. The City will post a notice for two weeks informing prospective appointees that during that two-week period they may submit their interest memos. b. If no person submits an interest memo, the then current appointee can be reappointed for another one-year assignment. If that person no longer wishes to serve in the assignment, the Police ServicesCommunications Manager has the discretion to keep .the assignment vacant'or to appoint another (i.e ,_a different person) Police frcity1381rciri139lCommunications Supervisor to the assignment for one year. c. If one person (different from the then current appointee) submits an interest memo, that person (not the then current appointee) will be appointed to the assignment. d. If more than one person (different from the then current appointee) submits an interest memo, there will be a selection process and the City reserves the right to select the appointee among those who submitted interest memos. 2. The Police Communications Administrative Supervisor will not be above the Police` Communications Supervisor in the Organizational Chart and will reflected as follows in the Communications 1 Manual: Police ServicesCommunications Manager Police Communications Supervisor Police Communications Administrative Supervisor Police Communications Operator [City140][City141] ��� L. Classification and Compensation Study: within one year of approval of this NI0UI[ciry1421[cityi431 HBPOA MOU JulyJanuary 1,20230-June 30,2023 39 POLICE OFFICERS' ASSOCIATION IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding this day of 20239. HUNTINGTON BEACH CITY OF HUNTINGTON BEACH POLICE OFFICERS' ASSOCIATION[City144) By: By: Al ZelinkaOliver Chi Mark WerschingYasha Nikitin City Manager POA President By: By: Robert HandyEric Parra Pete Teichmann Chief of Police POA Vice President By: By: Peter J. Brown Sean McDonough Chief Negotiator POA Board Member By: Travis Hopkins By: Robert Wexler Assistant City Manager Chief Negotiator APPROVED AS TO FORM By: Michael E. Gates City Attorney HBPOA MOU J j January 1,20230—June 30,2023 40 POLICE OFFICERS' ASSOCIATION EXHIBIT A-SALARY SCHEDULE 44.9 Efease ectiye4anuar 1, 2020 Job-No 1 b Des. „tien pay made A g SCig 0280 Communications Operator PD P0A280 30.82 32.52 34.31 36.20 38.20 0281 Communications Supervisor P13 P0A281 35.28 37.21 39.27 /11.43 /13.71 0221 Detention Officer P0A221 30.68 32.36 31.11 36.03 38.01 0220 Detention Officer, Nurse P0A220 32.25 34.02 35.89 37.87 39.95 0222 Detention Shift Supervisor P0A222 35.10 37.03 39.07 /11.23 /13.50 0225 Police Recruit P0A225 26.68 28.14 9 31.32 33.05 r- 44 crease Effest-ive Ja„ ,pi 1, 22020 Job-No i Job-Dew io de A 13 G 19 0223 Police Officer P0A223 38.78 10.91 4346. /15.53 18.01 0159 Police Sergeant P0A159 19.76 52.50 55.38 58.15 61.65 HBPOA MOU JulvJanuary 1,20230-June 30,2023 41 POLICE OFFICERS' ASSOCIATION EXHIBIT A- SALARY SCHEDULE Non-Sworn 5.0%Increase Effective June 24,2023 Job No Job Title °' Pay Grade, A B C D E F 0846 Police Communications Operator POA280 34.67 36.58 38.59 40.72 42.97 r 0844 Police Communications Supervisc P0A281 39.68 41.85 44.16 46.60 49.16 r 0221 Detention Officer P0A221 34.50 36.39 38.40 40.53 42.76 0220 Detention Officer, Nurse POA220 36.28 38.26 40.37 42.60 44.94 0222 Detention Shift Supervisor P0A222 39.48 41.65 43.95 46.37 48.93 V 0225 Police Recruit P0A225 30.01 31.65 33.40 35.23 37.18 Sworn 5.0%Increase.Effective June 24,2023 Job No . _ Job Titled �n. ;Pay Grade'; " A B` , C D E r 0223 Police Officer P0A223 43.62 46.01 48.54 51.21 54.03 0159 Police Sergeant P0A159 55.97 59.05 62.30 65.75 69.34 HBPOA MOU JulVJanuary 1,20230-June 30,2023 42 POLICE OFFICERS' ASSOCIATION EXHIBIT A- SALARY SCHEDULE _. O 2 50% Increase Effective January 9 202 s o Job No lob Dare. tier. Pay-Grade� A ' b D € t 0280 Communications Operator-PD P0A28090 33.66 35.51 37.47 39.51 0281 P0A281 36.51 38.51 /10.61 12.88 415.21. 0221 Detention Officer P0A221 31.75 33.45 35.33 37.29 39.31 0220 Detention Officer, Nurse P0A220 33.38 35.21 37.15 4940 411.35 0222 Detention Shift Supervisor P0A222 36.33 38.33 40.44 12.67 415.02 0225 Police Recruit P0A225 27.61 29.12 30.73 32.42 34.21 Sworn 3 4%444Grease €ffective Ja -1, 2021 I Jo on e '_ A 8 C I) I i I 0 3 Police Officer P0A223 410.11 42.31 411.67 417.12 49.72 94-59 Police Sergeant P0A159 51.50 51.31 57.32 60.50 63.81 I HBPOA MOU JulvJaruarj'1,2023G-46un 30 2-02 43 POLICE OFFICERS' ASSOCIATION EXHIBIT A- SALARY SCHEDULE Non-Sworn • 5.0%Increase Effective June 22,2024 ti ° Job No Job.Title : a Pay Grade A B° C D E • • 0846 Police Communications Operator P0A280 36.40 38.41 40.52 42.76 45.12 • 0844 Police Communications Supervisc P0A281 41.66 43.94 46.37 48.93 51.62 • 0221 Detention Officer P0A221 36.23 38.21 40.32 42.56 44.90 • 0220 Detention Officer, Nurse P0A220 38.09 40.17 42.39 44.73 47.19 0222 Detention Shift Supervisor P0A222 41.45 43.73 46.15 48.69 51.38 r 0225 Police Recruit P0A225 31.51 33.23 35.07 36.99 39.04 Sworn 5 0%Increase Effective June 22,2024° Job No° ° Job Title PayGrade A B C D E ° 0223 Police Officer P0A223 45.80 48.31 50.97 53.77 56.73 • 0159 Police Sergeant P0A159 58.77 62.00 65.42 69.04 72.81 HBPOA MOU JulyJanuary 1,20238-June 30,2023 44 POLICE OFFICERS' ASSOCIATION EXHIBIT A- SALARY SCHEDULE : CAD/_ Innr a e.C ontiye 1nn,��nry 2O22 r_ -,. Job N6 i i A B C 0280 Police Communications Operator PD P0A280 33.02 31.81 36.75 ; 38.78 '10.92 028-1. Police Communications Supervisor PD P0A281° 37.79 39.86 12.06 411.38 416.82 0221 Detention Officer P0A221 32.86 31.66 36.57 38.60 10.72 0220 Detention Officer, Nurse P0A220 31.55 36.11 38.15 . 10.57 12.80 0222 Detention Shift Supervisor P0A222 3 -.60 39.67 44,86 4416 416.60 02226 . .Police Recruit : . , P0A225 28.58 30.11 31.81 33.55 35.111 Sworn 3.50% Increase Effective January 1, 2022 Job No Job DeSGI4 tion A B 6 OM Police Officer ; P0A223 41.51- '13.82 416.23 418.77 51.46 0159 Police Sergeant POA150 53.30 56.21 59.33 62.62 .04 HBPOA MOU JulyJanuary 1,20230-June 30,2023 45 POLICE OFFICERS' ASSOCIATION EXHIBIT A- SALARY SCHEDULE r----- N,. , on-Sworn , 5.0%Increase°Effective June 21,2025 I Job No Job Title . ,Pay Grade,° A Bg C D E y 0846 Police Communications Operator P0A280 38.22 40.33 42.55 44.90 47.38 r 0844 Police Communications Supervisc P0A281 43.74 46.14 48.69 51.38 54.20 r 0221 Detention Officer P0A221 38.04 40.12 42.34 44.69 47.15 r 0220 Detention Officer, Nurse POA220 39.99 42.18 44.51 46.97 49.55 0222 Detention Shift Supervisor P0A222 43.52 45.92 48.46 51.12 53.95 0225 Police Recruit P0A225 33.09 34.89 36.82 38.84 40.99 Sworn 5.0%Increase Effective June 21,2025 Job No Job Title .b ., Pay Grade A , °•• B ° C D E _._ 0223 Police Officer P0A223 48.09 50.73 53.52 56.46 59.57 r 0159 Police Sergeant POA159 61.71 65.10 68.69 72.49 76.45 HBPOA MOU Julyda ary 1,20238-June 30,2023 46 POLICE OFFICERS' ASSOCIATION EXHIBIT B —ASSOCIATION BANK TIME GUIDELINES FOR THE USE OF THE ASSOCIATION BANK TIME A. Any substantial) time used for the Huntington Beach Police Officers' Association business while the member is using that time, is on a working status and this time will be deducted from the Association Bank, as per the MOUMemnrand„m of Understanding. B. Any Association member desiring to use Association time, while on duty, shall obtain permission from their immediate supervisor, then from the President of the Association. An Association member shall, on all but emergency situations, give adequate advance notice to h-iis/hertheir supervisor when requesting time off for Association business. If the employee's absence is less than one hour, use of Association bank time is not required. If the employee is away from work in excess of one hour, an Association book-time slip for all time away from work is required. In the event that the President of the Association is not available to grant permission, the Vice-President will then have the responsibility to make the appropriate decision. If the Association member's immediate supervisor will not grant the person who is requesting time off for Association business, then the President shall be immediately notified by the member. If the business is of such a nature that it must be conducted by that particular Association member, then the President will take the matter to the Division level and every effort will be made to resolve the issue. C. Any member using Association time, while on duty, will submit an Association Bank Time Form and an overtime request form to the President. The member must write on top of the overtime form "ASSOCIATION BANK TIME OFF" and the payroll exception form will be signed by the supervisor and the President of the Police Officers' Association or his representative. The communiqué will have the exact time and date that was used for the Association time is to be used for release from work. Association time cannot be used by an employee during an employee's off duty hours and then applicd to work hours. The Association time hours must be tracked by use of a separate payroll code so that each time it is used it is specifically accounted for on the time sheet of the employee who uses III[Cify14811[r149],[City150][City151i_ 1. Substantial time, being defined as that time in excess of one hour and where the Association member is not available for duty until the Association business is concluded. HBPOA MOU JulvJanuary 1,20238—June 30,2023 47 POLICE OFFICERS' ASSOCIATION EXHIBIT B —ASSOCIATION BANK TIME D. Those Association members that may use the Association Bank are: 1. President of the Huntington Beach Police Officers' Association. 2. Board of Directors of the Huntington Beach Police Officers' Association. 3. Members assigned to committees designated by the President or the Board of Directors. 4. PORAC Representative. 5. Any other Association member designated. E. All memorandums and payroll exemption forms will be forwarded to payroll and the copies will be sent to the Secretary of the Association for accounting purposes. • I HBPOA MOU JulvJanuary 1,20239—June 30,2023 48 POLICE OFFICERS' ASSOCIATION EXHIBIT C — SERVICE CREDIT SUBSIDY SERVICE CREDIT SUBSIDY PLAN An employee who has retired from the City and meets the plan participation requirements shall receive a monthly Service Credit Subsidy as provided below if the employee incurs expenses for medical premiums or purchases medical insurance to reimburse the retiree for the payment of qualified medical expenses incurred for the purchase of medical insurance. If two retired employees are married or registered domestic partners and both were covered by this MOU at the time of retirement; each would receive a reimbursement equal to the amount of h,,is-ef-;their monthly Service Credit Subsidy even if only one purchased the medical plan and the other was named as a dependent, irrespective of who was the purchaser of the medical plan. If a retired member has a spouse or registered domestic partner who has retired from another bargaining unit, that spouse or registered domestic partner is not precluded from receiving the subsidy if at the time of hismertheir retirement the MOU governing that individual authorized the subsidy. The City shall continue to treat this Subsidy as a non-taxable reimbursement unless otherwise required by the Internal Revenue Service. Plan Participation Requirements 1. At the time of retirement, the employee has a minimum of ten (10) years of continuous regular (permanent) City service or is granted an industrial disability retirement; and 2. At the time of retirement, the employee is employed by the City; and 3. Following official separation from the City, the employee is granted a retirement allowance by the California Public Employees' Retirement System (CaIPERS). The City's obligation to pay the Service Credit Subsidy as indicated shall be modified downward or cease during the lifetime of the retiree upon the occurrence of any one of the following: a. 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 Service Credit Subsidy may be adjusted downward or eliminated. b. In the event of the death of an eligible employee, whether retired or not, the amount of the Service Credit Subsidy benefit which the deceased employee was eligible for at the time of hie/hertheir death shall be paid to the surviving spouse or dependent for a period not to exceed twelve (12) months from the date of death. 4. Minimum Eligibility for Benefits — With the exception of an industrial disability retirement, eligibility for Service Credit Subsidy begins after an employee has completed ten (10) years of continuous regular (permanent) service with the City of HBPOA MOU Julvdaaaary 1,20230—Juno 30,2023 49 POLICE OFFICERS' ASSOCIATION EXHIBIT C — SERVICE CREDIT SUBSIDY Huntington Beach. Said service must be continuous unless prior service is reinstated at the time of rtheir rehire in accordance with the City's Personnel Rules. To receive the Service Credit Subsidy retirees are required to purchase medical insurance from City sponsored plans. The City shall have the right to require any retiree (annuitant) to annually certify that the retiree is purchasing medical insurance benefits. 5. 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 $121.00. Payments shall be in accordance with the stipulations and conditions, which exist for all retirees. 6. Service Credit Subsidy — Payment shall not exceed dollar amount which is equal to the qualified medical expenses incurred for the purchase of City sponsored medical insurance. 7. Maximum Monthly Service Credit Subsidy Payments - All retirees, including those retired as a result of disability, whose number of years of service prior to retirement exceeds ten (10) continuous years of regular (permanent) service shall be entitled to maximum monthly Service Credit Subsidy by the City for each year of completed City service as follows: Maximum Service Credit Subsidy Retirements After: Service Credit Years of Service Subsidy 10 $ 121 11 136 12 151 13 166 14 181 15 196 16 211 17 226 18 241 19 256 20 271 21 286 22 300 23 315 24 330 25 344 I HBPOA MOU JulyJanuant 1,20238—June 30,2023 50 POLICE OFFICERS' ASSOCIATION EXHIBIT C — SERVICE CREDIT SUBSIDY 8. Medicare: a. All persons are eligible for Medicare coverage at age 65. Those with sufficient credited 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, the participant pays for Part B of Medicare. b. When a retiree and his/her-their spouse are both 65 or over, and neither is eligible for paid Part A of Medicare, the Service Credit Subsidy shall pay for Part A for each of them or the maximum subsidy, whichever is less. c. When a retiree at age 65 is eligible for paid Part A of Medicare and his/faertheir spouse is not eligible for paid Part A of Medicare, the spouse shall not receive the subsidy. When a retiree at age 65 is not eligible for paid Part A of Medicare and his/hertheir 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. 9. Cancellation: a. For retirees/dependents eligible for paid Part A of Medicare, the following cancellation provisions apply: i. Coverage for a retiree under the Service Credit Subsidy Plan will be eliminated on the first day of the month in which the retiree reaches age 65. ii. 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 Service Credit Subsidy Plan will be eliminated. HBPOA MOU Julvdanuar-y 1,20230—June 30,2023 51 POLICE OFFICERS' ASSOCIATION EXHIBIT D —ADMINISTRATIVE APPEAL PROCEDURE ADMINISTRATIVE APPEAL PROCEDURE 1. Authority a. Rule 20 of the existing City Personnel Rules provides an administrative procedure for appealing any discipline that involves a loss in pay. Rule 20 applies to all City employees. b. Government Code Section 3304(b) allows that an appeal procedure be made available to all "public safety officers" (as defined at Government Code § 3301)for the following "punitive actions as defined in Government Code section 3303:" (i) written reprimands; and (ii) transfer for purposes of punishment with no loss of pay. Such actions will be collectively referred to as an "Action." Case law allows such an appeal procedure to be more limited than afforded under Rule 20. c. This provision is intended to establish the Administrative Arbitration Panel to hear appeals from public safety officers. This provision only applies to an "Action" as defined above in "b." (Government Code § 3304(b)) 2. Administrative Arbitration Panel a. Appeals will be heard by a neutral fact finding group of three City employees. b. Only active full-time employees of the City of Huntington Beach Police Department may serve on the Administrative Arbitration Panel. The Panel is comprised of one employee selected by the POA, one employee selected by the - Chief of Police, and the third employee selected by mutual agreement between the first two panel members. If no agreement can be reached, the "strike-out" process will be used to select the third Panel member, with the POA and the Chief each submitting four names for consideration. A coin toss will determine the party striking first with the POA reserving the right to call the coin or defer. c. The panel member selected by the Chief of Police, the POA, and the panel member selected by the Chief of Police and the POA shall each select one alternate to the panel to serve in place of a panel member in case of conflicts of interest. d. A panel member will serve one year. If the panel member selected to serve on an Administrative Arbitration Panel has direct involvement in the punitive action or is a party to the issue, he or chothey will be replaced by the alternate 3. Appeal Notice a. An appealing officer has five (5) calendar days from date of receipt of an "Action" to file a written appeal with the Chief of Police; otherwise, the "Action" shall stand as issued with no further rights to appeal. b. If an officer chooses not to appeal an "Action," they may submit a written rebuttal within thirty (30) days from date of receiving the "Action." The written rebuttal will be filed with the "Action" in the officer's official personnel file. I HBPOA MOU Julvdanuary 1,20230—June 30,2023 52 POLICE OFFICERS' ASSOCIATION EXHIBIT D —ADMINISTRATIVE APPEAL PROCEDURE 4. Scheduling of Hearing Upon receipt of the written appeal notice, the Chief of Police is required to immediately request the Administrative Arbitration Panel to convene for a hearing. The Administrative Arbitration Panel is required to convene within thirty (30) days of receiving notice from the Chief of Police. 5. Hearing Procedure a. All hearings shall be closed to the public unless the disciplined officer requests a public hearing. b. All hearings shall be tape-recorded. c. The Administrative Arbitration Panel shall hear testimony from the appealing officer and the Department (specifically, the officer who investigated the conduct that led to the Written Reprimand). Testimony shall not exceed one hour from each side and an additional fifteen (15) minutes shall be given to each for rebuttal. The Department shall be heard first. d. If an appealing officer wishes to submit a written argument in lieu of oral testimony, they may do so provided that they notify the opposing party. The written testimony may not exceed one thousand five hundred (1,500) words. The written testimony must be submitted to the Administrative Arbitration Panel and the Chief of Police by no later than three (3) days in advance of the scheduled hearing. e. There is no right to sworn testimony, subpoenas, cross-examination or representation by third parties, including attorneys, at the hearing. f. In all "Actions" involving punitive discipline, the burden of proof shall be on the Department to show by a preponderance of the evidence that just cause exists for imposing discipline. In all non-punitive "Actions" (e.g., a non-punitive transfer that results in a loss of pay), the burden of proof shall be on the Department to show by a preponderance of the evidence that reasonable grounds exist for the transfer. 6. Rendering of Decision by the Administrative Arbitration Panel a. At the conclusion of the hearing, the Administrative Arbitration Panel shall deliberate in closed session. b. The decision of the Administrative Arbitration Panel is binding with no further rights to appeal. c. The decision of the Administrative Arbitration Panel must be issued in writing to the appealing officer within seven (7) calendar days from the conclusion of the hearing. d. The member of the Administrative Arbitration Panel who was selected by the POA and the Chief of Police shall be responsible for preparing and distributing the decision with a copy to both parties. e. The decision shall include the following: > Sustained ("Action" stands) HBPOA MOU Julvdaaaacy 1,20230—June 30,2023 53 POLICE OFFICERS' ASSOCIATION EXHIBIT D —ADMINISTRATIVE APPEAL PROCEDURE > Not Sustained ("Action" does not stand) > Other Recommendation(s) to the Chief of Police f. In the event an officer's "Action" is Sustained, they may, within five (5) calendar days from the date of the Administrative Arbitration Panel's decision, file a written rebuttal. The written rebuttal will be filed with the"Action" in the employee's official personnel file, along with the tape recording of the hearing. HBPOA MOU JulvJanuaa}1,20239-June 30,2023 54 POLICE OFFICERS' ASSOCIATION EXHIBIT E —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 I ea„e Ant (child, parent, spouses-e-r domestic partner, grandchild, grandparent, sibling and innI6WirCitv1524 3. Eligible Leave • Accrued compensatory time off, 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 off accrued may also be donated. An eligible recipient is an employee who: • Accrues vacation or general leave; • Is not eligible for receiving disability benefits[ciiy153]Icity154][city 55] 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, HBPOA MOU JulvJanuary 1,20239—June 30,2023 55 POLICE OFFICERS' ASSOCIATION EXHIBIT E —VOLUNTARY CATASTROPHIC LEAVE DONATION 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. Employees wanting to make donations will submit a Leave Donation Form to the Finance Department (City 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. HBPOA MOU JulvJanuary 1,20239-June 30,2023 56 POLICE OFFICERS' ASSOCIATION EXHIBIT E —VOLUNTARY CATASTROPHIC LEAVE DONATION 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: Date: Human Resources Division Use Only End donation date will bridge to: End donation date: ❑ Long Term Disability ❑ Medical Retirement beginning ❑ Length of FMLA leave ending ❑ Return to work Human Resources Director Signature: Date signed: Please return this form to the Human Resources Office for processing. HBPOA MOU JulvJanuary 1,20238-June 30,2023 57 POLICE OFFICERS' ASSOCIATION EXHIBIT E —VOLUNTARY CATASTROPHIC LEAVE DONATION Voluntary Catastrophic Leave Donation Program Leave Donation Form Donor, please complete Donor Name: (Please Print or Type:Last, First, MI) Work Phone: Donor Job Title: Type of Accrued Leave: Number of Hours I wish to Donate: ❑ Vacation Hours of Vacation ❑ Compensatory Time Hours of Compensatory Time ❑ General Leave Hours of General Leave 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: Date: Please submit to Payroll in the Finance Department. HBPOA MOU JulvJanuary 1,20239—June 30,2023 58 POLICE OFFICERS' ASSOCIATION EXHIBIT F —JOB SHARING PROGRAM A. Definition Job Sharing: Two employees share one job, subject to the following conditions: B. Eligibility 1. Police Officers eligible for this program must have three (3) years: experience as a patrol Officer for Huntington Beach Police. Lateral Officers with two (2) years prior patrol experience are eligible after two (2) years of patrol assignment with HBPD. Police Sergeants are not eligible for the job sharing program. 2. Police Communications Operators eligible for this program must have three (3) years dispatch experience as a Police Communications Operator for Huntington Beach Police. Lateral Police Communication Operators with three (3) years of prior experience are eligible after two (2) years' experience with HBPD. Police Communications Supervisors must have three (3) years dispatch experience as a Police Communications Operator and/or Police Communications Supervisor for Huntington Beach Police'rcitvi56l[r1s7j_ 3. Detention Officers are eligible after two (2)years'experience as Detention Officers with HBPD. Detention Supervisors are eligible after two (2) years' experience as Detention Officers and/or Detention Supervisors with HBPD'rcitv1581j[r159j[City160j. C. Benefits Job Sharing employees will: 1. Bid for one position on a patrol squad or duty position. 2. Use the seniority of the junior member of the team to establish bid shift order. 3. Receive medical coverage for employee only, or a $200 stipend upon proof of medical coverage per MOU proposal. 4. Accrue Seniority for PERS and the department on a half time basis. 5. Receive hourly pay. 6. Receive one half (1/2) uniform allowance. 7. Receive half education pay at individual rate. 8. Receive half holiday pay. 9. Receive 30 hours of Family Sick time per IMOU![citymn[c ri16 ]. 10. Accrue vacation and General Leave on half time basis. 11. Earn seniority on half time basis. HBPOA MOU JulyJanuary 1,20230-June 30,2023 59 POLICE OFFICERS' ASSOCIATION EXHIBIT F —JOB SHARING PROGRAM 12. Earn compensation for court appearance per MOU. 13. Receive time and one half pay for mandatory overtime. D. Conditions 1. Absent an emergency, employees seeking a return to full time assignment are required to give 90-day notice of intent. 2. In the event of an emergency separation of the sharing partner, the remaining partner will enjoy a 90-day window within the shared position before returning to full time employment. 3. The remaining partner will return to full time when the sharing partner leaves the position, unless replaced by another qualified job share employee. 4. Job sharing employees are not eligible for voluntary overtime. 5. Up to five positions would be eligible for job sharing in uniform patrol. 6. Only one position in dispatch and the jail would be eligible for job sharing. 7. Job sharing employees cannot work specialty assignments (i.e. SWAT, Beach Detail, HNT). 8. Job Sharing would be limited to a five (5) year term. Job sharing candidates leaving the position would be eligible for re-entry after one year in patrol. I HBPOA MOU JulvJanuary 1,2023E—June 30,2023 60 POLICE OFFICERS' ASSOCIATION EXHIBIT I- CHIEF PILOT LABOR MANAGEMENT WORKERS' COMPENSATION ALTERNATIVE DISPUTE RESOLUTION AGREEMENT BETWEEN THE CITY OF HUNTINGTON BEACH AND THE HUNTINGTON BEACH POLICE OFFICERS' ASSOCIATION This Labor Management Alternate Dispute Resolution Agreement ("Agreement") entered into by and between the City of Huntington Beach ("City") and the Huntington Beach Police Officers' Association ("HBPOA") is created pursuant to California Labor Code Section 3201.7(a)(3)(c). Nothing in this Agreement diminishes the entitlement of an employee to compensation payments for total or partial disability, temporary disability, or medical treatment fully paid by the employer as otherwise provided in Division 4 of the Labor Code. Nothing in this Agreement denies to any employee the right to representation by counsel at all stages during the alternative dispute resolution process. Article I. Purpose The purposes of this Agreement are: 1. To provide active employees claiming compensable injuries under Division 4 of the California Labor Code ("Workers' Compensation Law") with an expedited procedure to resolve medical disputes in accordance with Article IV, Section D of this Agreement to facilitate their prompt return to work at either full duties or a transitional duty assignment; 2. To provide retirees claiming a presumptive injury as defined by California Labor Code (hereinafter"Labor Code")section 3212 et seq. with an expedited procedure to resolve medical disputes in accordance with Article IV, Section D of the Agreement; 3. To reduce the number and severity of disputes between the City and covered employees, when those disputes relate to workers' compensation; and 4. To provide workers' compensation coverage in a way that improves labor management relations, improves organizational effectiveness, and reduces costs to the City. These purposes will be achieved by utilizing an exclusive list of medical providers to be the sole and exclusive source of medical evaluations for disputed issues surrounding covered employees in accordance with California Labor Code Section 3201.7L)8. Now, therefore, in consideration of the mutual terms, covenants and conditions herein, the parties agree as follows: Article II. Term of Agreement The City and HBPOA enter into this Agreement with the understanding that the law authorizing this Agreement is new, untested and evolving. The parties further understand that this Agreement governs a pilot program and that it will become effective after it is HBPOA MOU JulvJanuary 1,20230—June 30,2023 61 POLICE OFFICERS' ASSOCIATION EXHIBIT I- CHIEF PILOT executed by the parties, submitted to the Administrative Director of the State of California, Department of Industrial Relations, Division of Workers' Compensation in accordance with Title 8, California Code of Regulations, Section 10202(d), and accepted by the Administrative Director as evidenced by the Director's letter to the parties indicating approval of the Agreement This Agreement shall be in effect for eighteen (18) months from the date of the implementation of the.program. Thereafter, it shall be reviewed'.and,, 4 found to be effective will continue and remain in force from year to_ycar antcsd �cr rn'T,u It#�rMparty city163}[r164]I[City165]Any claim arising from an industrial injury sustained before the termination of this Agreement shall continue to be covered by the terms of this Agreement, until all medical issues related to the pending claim are resolved. Any medical issue resolved under this Agreement shall be final and binding. The parties reserve the right to terminate this Agreement at any time for good caucd5166]1[City167], by mutual agreement or by act of the legislature. The terminating party must give thirty (30) days written notice to the other party. The parties agree to meet and confer in good faith to try and resolve the issues underlying the termination during the thirty day period prior to the termination of the Agreement. Upon termination of this Agreement, the parties shall become fully subject to the provisions of the California law to the same extent as they were prior to the implementation of this Agreement, except as otherwise specified herein. Article III. Scope of Agreement A. This Agreement applies only to injuries, as defined by Workers' Compensation Law, claims by 1) active employees; 2) retirees who claim a presumptive injury as defined by California Labor Code Section 3212 et seq.; and 3) active employees who file a claim and subsequently retire before the claim is resolved. Retirees who filed claims while they were active employees are covered under this Agreement only for the purposes of petitions to reopen a pre-existing claim unless covered under A(2). This Agreement does not apply to any other retired employees. This Agreement does not cover post-retirement amendments to active claims. B. Employees who are covered under this Agreement remain covered during the entire period of active employment. C. Injuries occurring and claims filed after termination of this Agreement are not covered by this Agreement. D. This Agreement is restricted to establishing an exclusive list of medical providers to be used for medical dispute resolution for the above-covered employees in accordance with California Labor Code Section 3201.7(c). Article IV. Medical Provider A. This Agreement does not constitute a Medical Provider Network ("MPN"). Physicians who act as a covered employee's independent medical examiner ("IME") under this Agreement shall not act as the same employee's treating physician even if the physician has been pre-designated as the employee's HBPOA MOU Julvdanuar-y 1,20230—June 30,2023 62 POLICE OFFICERS' ASSOCIATION EXHIBIT I- CHIEF PILOT treating physician, unless otherwise mutually agreed by the parties. Pre- designation of a physician must comply with the requirements set forth in Labor Code section 4600(d)(1). B. All employees with a disputed medical issue as described below in Section D must be evaluated by an approved physician from the exclusive list of approved medical providers. Said physician will serve as an IME. If the IME needs the opinion of a different specialist, the IME shall refer the employee to a physician of the IME's choice even if that doctor is not on the approved list. The exclusive list of approved medical providers will be established when the Agreement has been approved by all parties. C. The exclusive lists of approved medical providers shall include the specialties as agreed upon by the parties. D. An IME shall be used for all medical disputes that arise in connection with a workers' compensation claim including but not limited to determination of causation, the nature and extent of an injury, the nature and extent of permanent disability and apportionment, work restrictions, ability to return to work, including transitional duty, future medical care, and resolution of all disputes arising from utilization review, including need for spinal surgery pursuant to Labor Code section 4062(b). The parties will use the originally chosen IME for all subsequent disputes under this Agreement. In the event that said IME is no longer available, then the parties shall utilize the next specialist on the list pursuant to Article IV G d (below). The IME process will begin when either party gives the other written notice of an objection. Objections from the City will be sent to the employee with a copy to the employee's legal representative if represented and a copy to HBPOA. Objections from the employee or employee's legal representative will be sent to the employee's assigned Claims Examiner with a copy to the Claims Manager. Objections will be sent within thirty days of receipt of a medical report or a utilization review decision. A letter delaying decision of the claim automatically creates a dispute. A subsequent acceptance of the claim and/or resolution of the dispute issue eliminates the need for completion of the dispute resolution process set forth in this Agreement. E. The exclusive list of approved medical providers shall serve as the exclusive source of medical-legal evaluations as well as all other disputed medical issues arising from a claimed injury. F. The parties hereby agree that from time to time the exclusive list of approved medical providers may be amended. For either party to add an IME to the exclusive list of medical providers, the party must provide notice, in writing, to the other party of its intent to add a physician to the list. Absent a written objection to the other party within thirty (30) calendar days of receipt of the written proposal, the addition will be made. In the event there is an objection, the physician will not be added to the list. A physician may only be deleted from the exclusive list of medical providers if he/shothey breaches the terms and conditions of the contract with the City or by mutual agreement of the parties. I HBPOA MOU JulyJanuary 1,20230—June 30,2023 63 POLICE OFFICERS' ASSOCIATION EXHIBIT I- CHIEF PILOT G. Appointments. a. The Claims section of the Workers' Compensation Division shall make appointment(s)with the IME within ten days of the date of the objection and/or notification of delay for employees covered under this Agreement. b. The employee shall be responsible for providing the Claims staff with h'�.heir work schedule prior to an appointment being made so that appointments can be made during an employee's nonworking hours or the first or last hour of h+s/hertheir workday. The amount of time allotted for hours spent at a physician's appointment during working hours will be subject to verification and will be allowed accordingly. c. Mileage reimbursement to covered employees shall be consistent with City policy and in accordance with Labor Code Section 4600 (e)(2) unless transportation is provided by the City. d. For purposes of appointments, the Claims staff will select the IME's by starting with the first name from the exclusive list of approved medical providers within the pertinent specialty, and continuing down the list, in order, until the list is exhausted, at which time the Claims staff will resume using the first name on the list. e. The City is not liable for the cost of any medical examination used to resolve the parties' disputes governed by this Agreement where said examination is furnished by a medical provider that is not authorized by this Agreement. Medical evaluations cannot be obtained outside of this Agreement for disputes covered by this Agreement. f. Both parties shall be bound by the opinions and recommendation of the IME selected in accordance with the terms of this Agreement. H. Industrial Disability Retirements a. The City and HBPOA recognize that the ADR process can also be utilized to obtain a competent medical opinion as it relates to determining an employees' eligibility for an Industrial Disability Retirement (IDR), pursuant to California Government Code Sections 21154 and 21156(a)(2). b. Pursuant to the guidelines outlined in Article IV of this Agreement, the City and the HBPOA shall meet and confer to identify an agreed-upon listing of IMEs to serve as the competent medical examiner in reviewing an employees' eligibility for an IDR. I. Use of IME When Medical Disputes Exist a. An IME shall be used for all medical disputes that arise in connection with a workers' compensation claim, including but not limited to determination of causation, the nature and extent of an injury, the nature and extent of permanent disability and apportionment, work restrictions, ability to return I HBPOA MOU JulvJanuary 1,20239—June 30,2023 64 POLICE OFFICERS' ASSOCIATION EXHIBIT I- CHIEF PILOT to work, including transitional duty, future medical care, and resolution of all disputes arising from utilization review, including need for spinal surgery pursuant to Labor Code section 4062(b). b. Furthermore, City and HBPOA agree that IME reports will be admissible in any proceeding and /or hearing involving an injured employee. Article V. Discovery A. Employees covered by this Agreement shall provide the Claims staff with fully executed medical, employment and financial releases and any other documents reasonably necessary for the City to resolve the employee's claim, when requested. B. The parties agree they have met and conferred on the language of the medical/financial/employment releases to be used under this Agreement. If said releases cause undue delay and/or unforeseen adverse impact(s) to the City and/or the HBPOA and/or its members, then either party may request a meet and confer regarding said under delay and/or adverse impact(s). The parties shall meet and confer within 30 days of a party's request to meet and confer. C. Employees shall cooperate in providing a statement. D. This Agreement does not preclude a formal deposition of the applicant or the physician when necessary. Attorney's fees for employee depositions shall be covered by Labor Code section 5710. There will be no attorney's fees for doctor's depositions. Article VI. General Provisions A. The Agreement constitutes the entire understanding of the parties and supersedes all other Agreements, oral or written, with respect to the subject matter in this Agreement. B. This Agreement shall be governed and construed pursuant to the laws of the State of California. C. This Agreement, including all attachments and exhibits, shall not be amended, nor any provisions waived, except in writing, signed by the parties which expressly refers to this Agreement. D. If any portion of this Agreement is found to be unenforceable or illegal the remaining portions shall remain in full force and effect. E. Notice required under this Agreement shall be provided to the parties as follows: F. In the event that there is any legal proceeding between the parties to enforce or interpret this Agreement or to protect or establish any rights or remedies hereunder, the prevailing party shall be entitled to its costs and expenses, including reasonable attorney's fees. I HBPOA MOU JulyJanaary 1,20238—June 30,2023 65 POLICE OFFICERS' ASSOCIATION EXHIBIT I- CHIEF PILOT Except as otherwise noted, employees assigned to the following assignments shall receive Special Assignment Pay of three percent (3%) and serve in these assignment pursuant to the following Itermskityi6s1: Detectives: a. Existing detectives in permanent assignments shall be permitted to remain in those assignments (i.e., "grandfathered") until they voluntarily relinquished the position, promote, are removed for just cause or separate from the City. b. In each "section" of the detective bureau (i.e., Crimes Against Persons, General, Economic) there shall be three designated positions (one per section)that are considered rotational positions. Those rotational positions shall be for a five (5) year term. All other detective positions shall be considered "permanent" assignments. c. As incumbent "permanent" detectives leave their positions, the first vacancy in each section shall be converted to a rotational position. All other future vacancies from permanent positions shall be filled by selections to "permanent" position. Future vacancies from rotational positions shall be filled by selections to "rotational" positions. d. When a permanent position becomes vacant, employees shall test specifically for the permanent positions. All employees, including Detectives in rotational positions, are eligible to test for permanent positions. II. Motors a. Existing police officers assigned as Motors in permanent assignments shall be permitted to remain in those assignments (i.e., "grandfathered") until they voluntarily relinquished the position, promote, are removed for just cause or separate from the City. b. There shall be five (5) Motor positions designated as"permanent" positions. The rest of the positions in Motors are considered rotational positions. c. Rotational positions shall be for a five (5) year term. d. As incumbent"permanent" Motors leave their positions, the first five motors vacancies shall be filled by employees in rotational positions. They shall be considered "rotational" and subject to a five (5) year term. e. When a permanent position becomes vacant, employees shall test specifically for the permanent positions. All employees, including Motors in rotational positions, are eligible to test for permanent positions. III. Traffic Investigator a. There shall be one (1) traffic Investigator position designated as a "permanent" position. The existing two employees assigned as traffic Investigators are in a permanent assignment and shall be permitted to remain in that assignment (i.e., "grandfathered") until they voluntarily relinquished the position, promote, are removed for just cause or separate from the City. I HBPOA MOU JulvJanuary 1,20230—June 30,2023 66 POLICE OFFICERS' ASSOCIATION EXHIBIT I- CHIEF PILOT b. The first traffic investigator position to become vacant shall be converted to a rotational position. Should additional non-motor traffic investigator positions be authorized, they shall be considered "rotational". All rotational traffic investigator positions shall be subject to a five (5) year term. c. When a permanent traffic Investigator position becomes vacant, employees shall test specifically for the permanent positions. All employees, including Traffic Investigators in rotational positions, are eligible to test for permanent positions. IV. Aero Bureau: a. All Officers and Sergeants assignments in the Aero Bureau are permanent assignments. Employees shall be permitted to remain in those assignments until they voluntarily relinquished the position, promote, are removed for just cause or separate from the City V. Canine Handlers: a. Assignments to the canine handler position shall generally be "for the life of the dog". If the assignment is of a duration that is less than three years, due to an issue with the canine, an additional dog may be assigned and still count as one term. A canine handler may be assigned a second term as a handler, upon request and approval of the Police Chief, who has full discretion whether to approve a second term or not. VI. Regional Task Forces / Special Investigations Bureau (SIB) / Special Events Coordinator (Sergeant) / Homeless Task Force (HTF) / Training Unit / Professional Standards Unit / Special Enforcement Team (Downtown Foot Beat excluding the seasonal Beach Detail) /DUI Unit / School Resources Officer / Backgrounds Investigator / Jail Manager (1 Sgt.) / Administrative Dispatch Supervisor a. Each of the above assignments is considered "rotational" and subject to a five (5) year term. b. Should the City create any new special assignments, they shall be paid according to the terms of the MOU and shall be covered by the terms of this provision, unless otherwise specifically agreed by the Association and the City. VII. Chief Pilot— See separate Attachment to the MOU. VIII. Selection Process for Special Assignments Employees will be selected for Special Assignments through a testing process, which will at a minimum include the following components: a. Submittal of written request for the assignment, that shows that any applicable prerequisites are satisfied. b. Written examination, which will be weighed 25% of total score. c. Oral Interview, which will be weighed 75% of total score: HBPOA MOU JulyJanuary 1,20230—June 30,2023 67 POLICE OFFICERS' ASSOCIATION EXHIBIT I- CHIEF PILOT a. The oral interview panel will include a supervisor for desired assignment. d. A ranked eligibility list will be established based on candidates' total score. e. The Division Commander and Police Chief shall appoint candidates to the special assignment using a "rule of five" (i.e., any candidate among the top- five scoring candidates may selected. When a candidate is appointed, the sixth-highest scoring candidate will then move into the top-five for future appointments. f. The duration of eligible lists shall be 6 months. I HBPOA MOU JulvJanuary 1,20230-June 30,2023 68 POLICE OFFICERS' ASSOCIATION EXHIBIT I- CHIEF PILOT At any given time, there will be no more than one employee assigned as Chief 1Pilofrcmy169i. DUTIES The Chief Pilot is responsible for monitoring the aeronautical proficiency of all Air Support pilots. The Chief Pilot also evaluates current and proposed flight operations, aircraft and flight training programs. The Chief Pilot reviews safety, training, maintenance and operational needs to ensure an acceptable level of standardization exists within the division. The Chief Pilot is also responsible for the following: • Conduct or facilitate an FAA flight review every 2 years as mandated by FAR 61.56. • Provide flight instruction as needed. • Establish special flight training, educational programs or FAA-mandated training for pilots. • Evaluate all rules, policies and regulations regarding air support pilots, aircraft and operations. • Review all specialized training affecting pilots. ELIGIBILITY REQUIREMENTS AND PREREQUISITE EXPERIENCE. To be eligible for the position of Chief Pilot, unit employee shall possess the following: 1) Flight Certificates a) Commercial Rotorcraft rating b) Certified Helicopter Flight Instructor rating 2) Flight Hours a) A minimum of 1000 hours as a pilot-in-command (helicopter) b) A minimum of 100 hours of helicopter flight instruction 3) Education a) A minimum of 50 hours of combined aviation education covering aviation safety, mishap management, crew resource management, flight training and aviation regulations and procedures. 4) Demonstrated leadership and communication skills. SELECTION PROCESS 1) Selection Process for Chief Pilot will include a testing process, which will, at a minimum, include the following: HBPOA MOU Julvdanuary 1,20230—June 30,2023 69 POLICE OFFICERS' ASSOCIATION EXHIBIT I- CHIEF PILOT i) Submittal of Written Request for Assignment, demonstrating that all prerequisites are satisfied. ii) Oral Interview (Panel to include the Unit Supervisor). iii) Review & Assessment of work history, including input from current and former supervisors and managers (if applicable) iv) Input from specialty assignment chain of command v) Ultimately requires approval of Division Commander and Police Chief. 2) 5-year initial assignment with indefinite ability to extend in one-year increments at the sole discretion of the Chief of Police. I HBPOA MOU JulvJanuary 1,20230—June 30,2023 70 ..''....... Introduction of i'‘4‘ %kilNG70 Proposed Memoranda v .„,,,,....••„, 4/ .•• ,,RP 0RATF •••• of Understanding with ," --- - -� - Police Officers' --) �_ _---- -- - _'� Association_ _ .• _____ _ - - -- • % __ _ _- _ iitzr CITY OF HUNTINGTON BEACH 3� - �_ --=- . CITY COUNCIL MEETING • ^ - y •0 0 June 6 2023 ,� •• , 19 o. °OUNTN Meyers - Milias Brown Act ➢ Pursuant to the MMBA, the City has been meeting and conferring in good faith since November, 2022 with the POA. ➢ We reached tentative agreement with the POA in May 8, 2023. ➢ While the City has no obligation to accept the proposed labor agreements, the City does need to ,,'\NTiNGT -- III ••• CO7PORAre;." formally consider the negotiated labor pact. � : COUNT`I C� i Proposed of Understanding • 3-year agreement (June 24, 2023 through last pay period of FY 25/26) • 5% wage increase for each FY of the contract • Increases to various pay programs such as POST Certificate Pay, Special Assignment Pay, Flight Pay, ,, �NTINGT I�c��•�oavoRara�?� � Longevity Pay as well as other types of special pay , ___=F •..•� • Increases to Health and LTD related pay • Clarifying language related to work schedules . F _, P roposed of U nderstanding • Language changes related to Uniforms, Assignments, Job Sharing , Alternative Dispute Resolution , and updates to the Salary Schedule • Language modification related to General Leave, 7---- FMLA Association Business/Bank Time, and f0o.c � TPNGro.�\ � Voluntary Catastrophic Leave .••.DEB .,_ .P .••.C. Fiscal Fiscal Year Project w FY 2023/24 $4.6 million FY 2024/25 $2.9 million FY 2025/26 $3.0 million ... FY 2026/27 $1.5 million I ilAT I NGT 0 _ CI OORPOflgr••. n` Total $12.5 million � ' '' City Council Op ➢ Approve the Introduction of the Proposed Successor Memoranda of Understanding with POA ➢ Do not approve introduction of the Agreement, and direct staff to: ➢ 1 ) Continue to meet and confer with the POA //71NG ➢ 2 Utilize the impasse procedures contained within / ' jS \` POiL) __ the City,s Employer-Employee Relations }-Y= - Resolution �� '•'FF~o (JNTY..��.. II ues ion w �.k• ` ~ � 1 I 1 1q,t 1 � a 1i541.:1 aiim,,, r, , ,,.. .0.1,4,.+7..,r, r�t• ,� t !it "h'4� � 'y l.�1 M1 '.2...f.:4 i'^'�,—'..i' r ..,.,� .ate ..i. a, W ' er^ .i, - ,` j,' . } if.. is tr ( `yam � t_. r. 66 S'1 �.� i A ''." -.w4 A -. w '' rfr , �s till y - *■+- r '• >3 re ,,ram _ t ' n lit.,.,....,: L,r A Switzer, Donna From: Douglas Von Dollen <von.dollendouglas@gmail.com> Sent: Monday, June 5, 2023 4:34 PM To: supplementalcomm@surfcity-hb.org Subject: Regarding Item #25: Proposed Memorandum Of Understanding Between HBPOA And The City Of Huntington Beach A recent Orange County Register article highlights the fact that the HBPD is operating with only 85% of budgeted sworn officers: "Among Orange County's largest communities....Huntington Beach is funded for 230 sworn officers and has about 35 vacancies."(May 14, 2023) This problem has only grown over the last six months even though our compensation plans are competitive, we have one of the finest Police Chiefs in the country, and our City Council is clearly dedicated to community safety. Something isn't right. I suggest that the city develop a detailed sworn officer recruitment plan with union, management, and citizen involvement before entering into a new contract with HBPOA. SUPPLEMENTAL COMMUNICATION Meeting Date. 40/li/z3 Agenda Item No.- 1'95623-y 8 g 1