HomeMy WebLinkAboutCity Council - 2025-47 RESOLUTION NO. 2025 -47
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
AMENDING THE MEMORANDUM OF UNDERSTANDING(MOU) BETWEEN THE CITY
AND THE POLICE OFFICERS' ASSOCIATION (POA) BY ADOPTING THE SIDE LETTER
OF AGREEMENT
WHEREAS, on June 20, 2023, the City Council of Huntington Beach adopted Resolution
2023-31 for the purpose of adopting the Memorandum of Understanding(MOU)between the City
and POA;
Subsequent to the adoption of the MOU, the City of Huntington Beach and POA met and
conferred and agreed to changes, corrections, and clarifications to the MOU that are reflected in a
Side Letter of Agreement attached hereto as Exhibit A and incorporated herein by this reference.
The Side Letter of Agreement modifies language pertaining to special pays and the reportability
and compliance with CalPERS regulations.
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Huntington Beach as follows:
1. The Side Letter of Agreement attached hereto as Exhibit A is approved and adopted.
2. The Side Letter of Agreement amends the MOU between the City of Huntington Beach
and POA
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 17th day of June 025
A/ .-...tea
Mayor
REVIEWED AND APPROVED: APPROVED AS TO FORM:
., .- ___? ._____
ity Manager City Attorney
INITIATED AND APPROVED:
Director of Human Resources
25-16580/380544
Reso No.2025-47
Exhibit"A"
SIDE LETTER OF AGREEMENT
BETWEEN
CITY OF HUNTINGTON BEACH
AND
HUNTINGTON-BEACH POLICE OFFICERS'ASSOCIATION
This Side Letter of Agreement ("Agreement") between the City of Huntington
Beach ("City") and the Huntington Beach Police Officers' Association :("HBPOA") (is
entered into with respect to the following:
WHEREAS,the Parties are parties to Memorandum of Understanding (MOU)with
a term of July 1, 2023 to.June 30, 2026; and
WHEREAS, the parties have spent time following the completion of their
negotiations to address the pensionability of, numerous forms of pay included in their
MOU; and
WHEREAS, as a result of the parties' discussion, the parties wish to make
changes to their MOU; and .
•
WHEREAS, the following sets forth the Parties' Agreement:.
The parties' agree to modify their MOU as can be seen by the track changes included
in the articles of the MOU below:
ARTICLE VII -SPECIAL PAY
A. Educational Pay
1. Police Professional.Development Plan
The Professional Development Plan for sworn personnel shall be as follows:
a. College Degree Program
i. Upon earning an AA Degree or equivalent units 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 for
the College Degree Program 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 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 for
the POST Certificate Program' 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.
c. Stipulations:
i. Eligibility must be approved by the Chief of Police. An employee must
maintain their certification to remain eligible for the pay.
ii. .Obtaining transcripts or other acceptable documentation is the
employee's responsibility. An employee may verify equivalent units (to
an AA degree) by submission of written verification that the employee
has completed 60 or more accredited units.
d. POST Supervisory Leadership Institute:
i. Police Sergeants that have completed the POST Supervisory
Leadership Institute and received -their appropriate certification for
completion shall receive $80 per month. The parties agree, to the
extent permitted by law, the compensation for the POST Supervisory
Leadership Institute 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.
The maximum benefit that may be paid to an employee under Article VII, Section
(A)(1) (Police Professional Development Plan) is fourteen percent (14%) of the
base hourly rate. In addition, Sergeants may be eligible for POST Supervisory
Leadership Institute pay as provided in subparagraph 3, above.
2. Certified Flight instructor Pay
Employees who have received the certification as a Certified Flight Instructor
shall be-paid five percent(5%) of their base hourly rate of pay. 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) as Educational Incentive Pay
3. Nurse Certification or Degree Premium.- Employees in the classification of
Detention Shift Supervisor, who possess a Nurse certification or Degree
(because possession of a Nurse Certification or Degree is not required for
the position and will enhance their ability to do their job), shall receive five
percent (5%) of their base hourly rate, for so long as they possess the
Nursing Degree or certification. ?
a. Overtime •
is Overtime shifts among employee& 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. .
ii. 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 employeewith the greatest seniority.
b. Detention Shift.Supervisor:
is 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.
ii. Shift Bidding:
Detention Shift Supervisors shall bid shifts by seniority, according to their .
time as a Detention Shift Supervisor. ?
c. Nurse Detention Officer and Detention Officer:
i. 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.
d. 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 for Nurse
Certification or Degree Premium for employees in the classification of Detention
Shift Supervisor 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. i
B. Special Assignment Pay i
The Special Assignments provided to members of the unit are set forth below. Should
the City create any new special assignments, the parties agree meet and confer over the
pay and address the pensionabilityof the pay. '
Selection Process for Special.Assignments
Employees will be selected for Special Assignments 1-11 below 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. 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.
As set forth below, each special assignment may have additional selection criteria.
1. Detective Division Premium
. i
Employees who are routinely and consistently assigned to the Investigation
Division (which includes the Detective Bureau.and the Special Investigations
Bureau) shall be paid three percent (3%) of their base hourly rate of pay for
Detective Division Premium.
The parties agree, to the extent permitted by law, the compensation in-this f
section.3 is special compensation and shall be reported.as such pursuant to
Title 2 CCR, Section :571(a)(4) and Section 571.1(b)(3) Detective. Division
Premium. . .
Assignment to 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 ;t
from the City. .
b. All Detective Bureau positions are considered "permanent" assignments,
except in each "section" of the detective bureau (i.e., Crimes Against
Persons, General, Economic) there shall be one position (one per section
except Major Crime) that is considered a "rotational" position:'A rotational
position shall be for a five (5)year term. f
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 b e
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.
Assignment to Special Investigations
e. All Special Investigations bureau positions (i.e., Narcotics, Vice, Gangs,
Crime Task Force, Regional Task Force and Intel)are considered rotational
positions.
f. A rotational position shall be for a five (5) year term.
2. Motorcycle Patrol Premium
Employees regularly assigned to motorcycle duty shall be paid five percent (5%)
of their base hourly rate of pay for Motorcycle Patrol Premium. This pay shall also
be paid for the hours an employee is in training for this assignment.
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 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.
Assignment to 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 E.
specifically for the permanent positions. All employees, including Motors in
rotational'positions, are eligible to test for permanent positions.
3. _Police Investigator Premium .
This is special assignment compensation to those officers who are routinely
and consistently assigned to or investigative accidents.. These employees
shall.be.paid three percent (3%) of their base hourly rate of pay for Police.
Investigator Premium.
The.patties.agree, to the extent permitted by law, the compensation in'this
section 3.is special_compensation and shall be reported as such-pursuant to
Title 2.CCR, Section 571(a)(4) and Section 571.1(b)(3) Police Investigator
Premium.
a. Field Accident Investigator
b. Traffic investigator
Traffic Investigator selection criteria: .
1) There shall be one (1) traffic Investigator position designated as a E
"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.
2) 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.
3) 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. ' .
c. Traffic Investigator Supervisor (Police Sergeant). These employees are
responsible for the call-outs_for Traffic Investigators and supervise the
investigations: .
This assignment is rotational and subject to a five (5) year term.
4. Police Liaison Premium .
This is special assignment compensation to those Police Officers who are
routinely and consistently assigned to function as a liaison between special
persons, groups or courts and the police department._ This pay is provided to
Police Officers who are assigned to the Homeless Task.Force,'.a School
Resource Officer or to the Downtown Patrol Liaison Team. These employees
shall be paid three percent (3%) of their base hourly rate-of pay for Police
Liaison Premium.
Each of the above assignments is considered rotational and subject to a five
(5)year term.
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) Police Liaison Premium.
5. Safety Officer Training/Coordinator Premium
This is special assignment compensation to those employees who are
routinely and consistently assigned to instruct personnel in safety procedures
who are assigned to the Training Unit.. These employees shall be paid three
percent (3%) of their base hourly rate of pay for Safety Officer
Training/Coordinator Premium.
This assignment is rotational and subject to a five (5)year term.
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 t.
2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Safety Officer
Training/Coordinator Premium. 1
6. DUI Traffic Officer Premium
This is special assignment compensation to police officers who are assigned
to the DUI Unit and who are routinely and consistently assigned to enforce
Driving Under the Influence (DUI) of alcohol or drug laws. These employees
shall be paid three percent (3%) of their base hourly rate of pay for Safety
Officer Training/Coordinator Premium.
This assignment is rotational and subject to a.five (5)year term. .
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)DUI Traffic Officer Premium.
7. Police Administrative Officer Premium
This is special assignment compensation to police officers who are assigned
as a backgrounds investigator, employees assigned to the Professional
Standards Unit and the Administrative Sergeant (who supervise the
Background Investigator and the PIO) and who are routinely and consistently
assigned to police administration to provide support for the Police Chief and
command staff in the operation of the police department. These employees
shall be paid three percent (3%) of their base hourly rate of pay for Police
Administrative Officer Premium.
The two assignments in this section are rotational and subject to a five.(5)year
term. •
.
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)Police Administrative Officer
Premium. '
8. Training Premium
Training Premium is compensation to employees who are routinely and
consistently assigned to train employees.
FTO Compensation - Compensation shall be one-quarter (25) hours pay at
the base hourly rate, for each hour worked as a Field Training Officer in
addition to.other compensation for the following assignments:
a. 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.
b. Detention Employees designated to act as Training Officers.
C. Motor Officers designated to act as Training Officers.
d. 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. .
9. 'Canine Officer/Animal Premium
a Pay for Handling, Training and Boarding a Canine
This is special assignment compensation to those officers who are routinely
and consistently assigned to handle, train and board a canine. These
employees shall be paid three percent(3%) of their base hourly:rate of pay for
Officer/Animal'Premium.
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.
The parties agree, to the extent permitted by law, the compensation.for officers
who are routinely and consistently assigned to handle;train and board a canine
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..
b. Pay for the off-duty care, feeding and grooming of the canine and
the routine, off-duty canine-related maintenance of their canine car
•
Employees assigned to canine duty shall also 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.
at the 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. Anysuch additional canine compensation shall be paid at their
overtime rate as defined in Article 1X.A:4.
The pay for the off-duty care, feeding and grooming of their canine and the !
routine, off-duty canine-related maintenance of their canine car is not
pensionable and will not be reported to CalPERS.
10.Aircraft/Helicopter Pilot Premium
. i
This is special assignment compensation to those safety employees who are
routinely and consistently assigned as aircraft/helicopter pilots.
Employees assigned to the Air Support Unit to pilOt 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.
This assignment is a permanent assignment. Employees shall be permitted to
remain in this assignment until they voluntarily relinquish the position, promote,
are removed for just cause or separated from the City
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) Aircraft Helicopter Pilot
Premium .
11.Lead Worker/Supervisor Premium
This-is special assignment compensation to those employees who are
routinely and consistently assigned to a lead or supervisory position over other
employees, subordinate classifications, or agency-sponsored program
participants. This pay is available to those employees in the classification of
Administrative Dispatch Supervisor who manage scheduling and supervise the
training program and trainers in the Communication Center.. These employees
will be paid three percent (3%) of their case hourly pay for Lead
Worker/Supervisor Premium.
This pay is also available to those employees designated .as a Chief
- Pilot/Safety Officer who shad be paid five percent(5%)of their base hourly rate
of pay for Lead Worker/Supervisor Premium. The duties, eligibility
requirements.and selection process are set forth in Exhibit 1.to the.MOU.
This assignment is a permanent assignment. Employees shall be permitted to
remain:in this: assignment until they voluntarily relinquished the position,
promote, are removed for just cause or separated from the City
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) Lead.Worker/Supervisor
Premium.
12.Bilingual Premium
Employees Who are routinely and consistently assigned to positions requiring.
communication skills in languages other than English, who are qualified(as set
forth below).shall be paid five percent(5%) of their base hourly rate of pay for
Bilingual Premium: .
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. j
The languages included will be Spanish, Vietnamese and American Sign
Language: Additional languages may be approved at the discretion of the
Chief of Police.
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. .
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.
C. 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 a
Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Shift Differential.
D. 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.
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.
• E. Retention Pay-Non-sworn employees in the bargaining unit with at least twenty
(20) years of experience working in a law enforcementdepartment who'do not
qualify for. Longevity Pay.in Subsection D above (either because they have not . a
worked for the City or in the same classification for twenty(20) years or more),
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. Retention Pay is not
pensionable and will not be reported to CaIPERS.
F. Effective Date of Special Pays -All special pay in this Article VII shall be effective
the first-full -pay period.following certification (if applicable) and verification as
approved by the Chief of Police or designee.. All special pays 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.
G. 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. j
{
ARTICLE XII— LEAVE BENEFITS
C. 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. s.
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)
POLICE OFFICERS' ASSOCIATION
EXHIBIT H— CHIEF PILOT
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: t
POLICE OFFICERS' ASSOCIATION
EXHIBIT H— 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 . r
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.
� t
{
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this 17th day of June 2025.
H TI GTO BE H
CITY OF HUNTINGTON BEACH POLIC F C CIATION
By
: . ...� By:
- Travis Hopkins W rsc
City Manager POA Pr id nt
By: By:
Marissa Sur ake Kno
Director of Human Resources POA Vice Presi ent
By: Per./• YO!!V[ By: 01A,i
Peter J. Brown Sean McDonough
Chief Negotiator "— POA Board Member
By:
6"-:%N:,,
Eric Parra By: Robert Wexler
Chief of Police Chief Negotiator
APPROVED AS TO FORM
By: -- Liz—
Mike Vigliotta
City Attorney
Res. No. 2025-47
STATE OF CALIFORNIA
COUNTY OF ORANGE ), ss:
CITY OF HUNTINGTON BEACH )
I, LISA LANE BARNES, 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 17, 2025 by the following vote:
AYES: Twining, Kennedy, McKeon, Burns, Van Der Mark, Williams
NOES: None
ABSENT: Gruel
ABSTAIN: None
14:44/A-6
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California