HomeMy WebLinkAboutCity Council - 2025-44 RESOLUTION NO. 2025-44
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
APPROVING AND IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE MANAGEMENT EMPLOYEES' ORGANIZATION (MEO)AND
THE CITY FOR JANUARY 1, 2025,THROUGH DECEMBER 31, 2027
The City Council of the City of Huntington Beach does resolve as follows:
The Memorandum of Understanding between the City of Huntington Beach and the
Management Employees' Organization(MEO), a copy of which is attached hereto as Exhibit
"A" and by reference made a part hereof, is hereby approved and ordered implemented in
accordance with the terms and conditions thereof; and the City Manager is authorized to execute
this Agreement. Such Memorandum of Understanding shall be effective for the term of January
1, 2025,through December 31, 2027.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular
meeting thereof held on the day of cjutLej , 2025.
Mayor
REVIEWED AND APPROVED: APPROVED AS TO FORM:
ravis Hopkins, City anager Mike igliotta, City Attorney
INITIATED AND APPROVED:
Marissa Sur,
Director of Human Resources
25-16515/379403
Reso No. 2025-44
Exhibit "A"
Memorandum of Understanding
Between
Huntington Beach
Management Employees' Organization
and
City of Huntington Beach
•#00 NI.I N G 70
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OF
COUNTY c g'
January 1 , 2025 — December 31 , 2027
MANAGEMENT EMPLOYEES' ORGANIZATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
PREAMBLE 1 1
ARTICLE.I —TERM OF MOU 1
ARTICLE II— REPRESENTATIONAL UNIT/CLASSIFICATIONS 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. PERFORMANCE BONUS 3
ARTICLE VII —SPECIAL PAY 3
A. EDUCATIONAL TUITION 3
B. BILINGUAL PAY 3
C. ONE TIME PAYMENT 4
ARTICLE VIII — UNIFORMS 4
A. GENERAL POLICY 4
B. AFFECTED PERSONNEL 4
C. PERSONAL PROTECTIVE EQUIPMENT 5
D. EMPLOYEE RESPONSIBILITIES 5
E. CITY RESPONSIBILITIES 6
F. DEPARTMENT HEAD OR DESIGNEE RESPONSIBILITIES 6
ARTICLE IX— HOURS OF WORK/ADMINISTRATIVE LEAVE 6
A. OVERTIME 6
B. ADMINISTRATIVE LEAVE 7
C. FLEX SCHEDULE AND HOURS OF WORK 7
1. 5/40 Work Schedule 7
2. 9/80 Work Schedule 7
3. 4/10 Work Schedule 7
ARTICLE X— HEALTH AND OTHER INSURANCE BENEFITS 8
A. HEALTH 8
B. ELIGIBILITY CRITERIAAND COST 8
1. City and Employee Paid Medical Insurance—Employee and Dependents 8
2. Maximum Employer Contributions 8
3. Future Premiums and City Contributions 9
4. Medical Cash-Out 9.
5. Section 125 Plan 9
C. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT 10
MEO MOU January 1,2025—December 31,2027 i
MANAGEMENT EMPLOYEES' ORGANIZATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
D. LONG TERM DISABILITY INSURANCE 10
E. MISCELLANEOUS 10
1. City Paid Premiums While On Medical Disability 10
2. Insurance Benefits Advisory Committee 11
F. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR CITY MEDICAL
SUBSIDY PLAN 11
G. POST-65 SUPPLEMENTAL MEDICARE COVERAGE 11
H. ANNUAL MAXIMUM BENEFIT FOR DENTAL PPO PLAN 12
ARTICLE XI — RETIREMENT BENEFITS 12
A. BENEFITS 12
1. Self-Funded Supplemental Retirement Benefit 12
2. Medical Insurance for Retirees 12
a. Medical Insurance Upon Retirement 12
B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTIONS AND
REPORTING 13
1. Classic Member Miscellaneous Unit Members 13
2. New Member Retirement Benefits 13
3. Pre-Retirement Optional Settlement 2 Death Benefit 14
4. Fourth Level of 1959 Survivor Benefits 14
ARTICLE XII - LEAVE BENEFITS 14
A. GENERAL LEAVE 14
1. Accrual 14
2. Eligibility and Approval 15
3. Leave Benefit Entitlements 15
4. Conversion to Cash 15
B. CITY PAID HOLIDAYS 16
C. SICK LEAVE 17
D. VOLUNTARY.CATASTROPHIC LEAVE DONATION PROGRAM 18
E. BEREAVEMENT LEAVE 18
F. RELEASE TIME 18
ARTICLE XIII —CITY RULES 19
A. PERSONNEL RULES 19
B. EMPLOYER-EMPLOYEE RELATIONS RESOLUTION '19
1. Modification of Section 7—Decertification and Modification 19
C. RULES GOVERNING LAYOFF, REDUCTION IN LIEU OF LAYOFF AND
RE-EMPLOYMENT 20
1. Part 1-Layoff Procedure 20
2. Order of Layoff 22
3. Notification of Employees 22
4. Part 2—Bumping Rights 23
5. Part 3—Re-Employment 25
MEO MOU January 1,2025—December 31,2027 ii
MANAGEMENT EMPLOYEES' ORGANIZATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
ARTICLE XIV- DURING THE TERM OF THE AGREEMENT 26
A. PERFORMANCE EVALUATIONS 26
ARTICLE XV- MISCELLANEOUS 26
A. PHYSICAL EXAMINATION 26
B. VEHICLE POLICY 27
C. DEFERRED COMPENSATION LOAN PROGRAM 28
D. COLLECTION OF PAYROLL OVERPAYMENTS 28
E. REQUIRED FINGERPRINTING OF EMPLOYEES THAT WORK WITH SENIOR
CITIZENS 29
F. ACTING ASSIGNMENT 29
G. RETURN TO WORK 29
H. CONTROLLED SUBSTANCE AND ALCOHOL TESTING 30
I. MANAGEMENT AND EXECUTIVE MANAGEMENT RELATIONS COMMITTEE 30
J. PUBLIC EMPLOYEE DISASTER WORKER 30
ARTICLE XVI -CITY COUNCIL APPROVAL 31
EXHIBIT A-SALARY SCHEDULE 32
EXHIBIT B-9/80 WORK SCHEDULE 34
9/80 WORK SCHEDULE DEFINED 34
A. FORTY(40) HOUR WORK WEEK 34
B. TWO-WEEK PAY PERIOD 34
C. A/B SCHEDULES 34
D. EMERGENCIES 35
EXHIBIT C -4/10 WORK SCHEDULE 36
EXHIBIT D- RETIREE SUBSIDY MEDICAL PLAN 37
SCHEDULE OF BENEFITS 37
A. MINIMUM ELIGIBILITY FOR BENEFITS 37
B. DISABILITY RETIREES 37
C. MAXIMUM MONTHLY SUBSIDY PAYMENTS 38
RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS 38
A. ELIGIBILITY 38
B. BENEFITS 39
C. SUBSIDIES 39
D. MEDICARE 39
MEO MOU January 1,2025—December 31,2027 iii
MANAGEMENT EMPLOYEES' ORGANIZATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
E. CANCELLATION 40
EXHIBIT E-VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM 41
EXHIBIT F - PERSONNEL RULES 19 AND 20 43
PERSONNEL RULE 19, GRIEVANCE PROCEDURE NON-DISCIPLINARY MATTERS 43
PERSONNEL RULE 20, REVIEW PROCEDURE IN DISCIPLINARY MATTERS 45
EXHIBIT G - PHYSICAL EXAMINATION DESCRIPTION 50
MEO MOU January 1,2025—December 31,2027 iv
MEMORANDUM OF UNDERSTANDING
Between
THE CITY OF HUNTINGTON BEACH
(Hereinafter called CITY)
And
THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES'ASSOCIATION
(Hereinafter called ASSOCIATION or MEO)
PREAMBLE
This Memorandum of Understanding is entered into by and between the City of
Huntington Beach, a Municipal Corporation of the State of California, herein called "City",
and the Huntington Beach Management Employees' Organization, a California
Organization, herein called "Association".
WHEREAS, pursuant to California law, the City, acting by and through its designated
representatives, duly appointed by the governing body of said City, and the
representatives of the Association, a duly recognized employee association, have met
and conferred in good faith and have fully communicated and exchanged information
concerning wages, hours, and other terms and conditions of employment for the period
January 1, 2025 through December 31, 2027.
WHEREAS, except as otherwise expressly provided herein, all terms and conditions of
this Agreement shall apply to all employees represented by the Association, and
WHEREAS, the representatives of the City and Association desire to reduce their
agreements to writing,
NOW THEREFORE, this Memorandum of Understanding (MOU) is made to become
effective January 1, 2025, and is agreed as follows:
ARTICLE I —TERM OF MOU
This Agreement shall be in effect for a period of three (3) years commencing on January
1, 2025, the effective date, and ending midnight on December 31, 2027.
The parties agree to commence negotiations on a successor MOU by not later than
September 1, 2027.
ARTICLE II — REPRESENTATIONAL UNIT/CLASSIFICATIONS
It is recognized that the Association is the employee association which has the right to
meet and confer in good faith with the City on behalf of the employees whose
classifications are listed in Exhibit A, attached hereto and incorporated by reference
herein.
MEO MOU January 1,2025—December 31,2027 1
MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE III — MANAGEMENT RIGHTS
The parties agree that the City has the right to make unilateral management decisions
that are outside the scope of bargaining, as defined by state and federal law and Public
Employment Relations Board (PERB) decisions. Except as expressly abridged or
modified herein, The City retains all rights, powers and authority with respect to the
management and direction of the performance of City services and the work forces
performing such services, provided that nothing herein shall change the City's obligation
to meet and confer as to the effects of any such management decision upon wages, hours
and terms and conditions of employment or be construed as granting the City the right to
make unilateral changes in wages, hours and terms and conditions of employment. Such
rights include, but are not limited to, consideration of the merits, necessity, level or
organization of City services, including establishing work stations, nature of work to be
performed, contracting for any work or operation, reasonable employee performance
standards, including reasonable work and safety rules and regulations in order to maintain
the efficiency and economy desirable for the performance of City services.
ARTICLE IV— EXISTING CONDITIONS OF EMPLOYMENT
Except as otherwise expressly provided herein, the adoption of this Memorandum of
Understanding shall not change existing benefits and terms and conditions of
employment which have been established in prior Memoranda of Understanding, and/or
provided.for in the Personnel and Departmental Rules of the City of Huntington Beach.
ARTICLE V—SEVERABILITY
If any section, subsection, 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, subsection, sentence, clause, phrase,
or portion, and,any additions or amendments thereof, irrespective of the fact that any one
or more sections, subsections, 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 rates by classification title and salary range
during the term of this Agreement as set out in Exhibit A attached hereto and
incorporated herein unless expressly provided for in other Articles of this MOU. All
employees are required to utilize direct deposit of payroll checks. The City shall issue
each employee direct deposit advice (payroll receipt) each pay period that details all
income, withholdings, and deductions.
MEO MOU January 1,2025—December 31,2027 2
MANAGEMENT EMPLOYEES' ORGANIZATION
Effective pay period including January 1, 2025, employees will receive a base salary
increase of three percent (3%).
Effective the pay period including January 1, 2026, employees will receive a base
salary increase of three percent (3%).
Effective the pay period including January 1, 2027, employees will receive a base
salary increase of three percent (3%).
B. Performance Bonus
Effective the first full pay period following City Council adoption of this MOU, the
existing Performance Bonus shall be replaced with the addition of a new salary step
at the top of the salary range. This added step, Step H, will be a 5% increase from
current Step G .
ARTICLE VII —SPECIAL PAY
A. Educational Tuition
1. Upon approval of the Department Head and the Director of Human Resources,
permanent employees may be compensated for courses from accredited
educational institutions, including vocational schools. Tuition reimbursement
shall be limited to job-related courses or job-related educational degree
objectives and requires prior approval by the Department Head and the Director
of Human Resources.
2. Education costs shall be reimbursed to permanent employees for tuition,
books, parking (if a required fee), and any other required fees upon
presentation of receipts. However, the maximum reimbursement shall be not
more than one thousand seven hundred and fifty dollars ($1,750) in any fiscal
year period per employee.
a. Employees may not carry-over and be reimbursed for prior fiscal year
education costs in successive fiscal years.
3. Reimbursements shall be made when the employee presents proof to the
Director of Human Resources that they have successfully completed the
course with a grade of"C" or better; or a "Pass" if taken for credit.
B. Bilingual Pay
Permanent employees who are required by their Department Head to use Spanish,
Vietnamese, or American Sign Language skills as part of their job assignment, shall
be paid an additional five percent (5%) of their base hourly rate in addition to their
regular bi-weekly salary. Permanent employees must accept assignments utilizing
bilingual skills in other languages on a short-term assignment with approval by the
City Manager. Such employees shall receive the additional five percent(5%)for every
MEO MOU January 1,2025—December 31,2027 3
MANAGEMENT EMPLOYEES' ORGANIZATION
bi-weekly pay period that the assignment is in effect. In order to be eligible for said
compensation, an employee's language proficiency will be tested and certified by the
Director of Human Resources or their designee. The special pay shall be effective
the first full pay period following certification as verified to the Department Head in
writing by the Director of Human Resources or their designee.
The parties agree that to the extent permitted by law,. Bilingual Skill Pay is special
compensation and shall be reported to CaIPERS pursuant to Title 2, California Code
of Regulations, Section 571(a)(4) Bilingual Premium.
C. One-Time Payment
Effective the first full pay period following City Council adoption of this MOU, all
employees currently employed on the date of City Council adoption of this MOU shall
receive a one-time payment of $1,000.00. Employees may select to receive the
payment directly in their deferred compensation 457 account or on their paycheck.
This one-time payment does not meet the criteria under Title 2, California Code of
Regulations, Section 571(b) as reportable compensation for retirement purposes.
ARTICLE VIII — UNIFORMS
The City agrees to provide uniforms to employees on active duty who are required to
wear uniforms.
A. General Policy
The City shall furnish uniforms to those employees designated by various Department
Heads as required to wear a standard uniform for appearance, uniformity, and public
recognition purposes, in the procedures and guidelines set forth hereinafter.
B. Affected Personnel
All employees in classifications listed below shall wear a standard City adopted
uniform. Each Department Head shall determine which employees must wear a
uniform.
MEO MOU January 1,2025—December 31,2027 4
MANAGEMENT EMPLOYEES' ORGANIZATION
Department Type Classification Uniform Items
Community Dev 0793 Code Enforcement Manager 3 polo shirts,2 pants(khaki style), 1 hat, 1 pair of safety boots
Community Dev 0803 Principal Combination Inspector
Community Dev 0799 Building Inspection Supervisor 5 polo shirts, 1 jacket, 1 windbreaker(not annually), 1 hat,shoes
PPE/Safety
Community Dev 0798 Building Inspection Manager
Community Dev 0797 Building Official
Public Works 0857 Public Works Maintenance 5 polo shirts, 1 jacket(not annually), 1 hat, 1 pair boots(not annually)
Supervisor
•
Community Srvcs 0905 Parking&Cas�Vg Operations 5 shirts, 1 jacket(not annually), 1 hat
Fire 0595 Fire Marshal 5 shirts,5 pants, 1 dress shirt, 1 belt, 1 pair boots, 1 badge
Fire 0131 Fire Med Coordinator 1 dress shirt, 1 pant, 1 dress pant, 1 skirt, 1 pair dress shoes, 1 badge
Fire 0611 Deputy Fire Marshal 5 shirts,5 pants, 1 dress shirt, 1 belt, 1 pair boots, 1 badge
Police ALL ALL 1 shirt, 1 pant, 1 jacket, 1 BDU pant, 1 polo, name tag,tie,tie bar
C. Personal Protective Equipment
All personal protective equipment shall be provided based on employee safety needs
for the performance of duties as approved by the Department Head.
D. Employee Responsibilities
1. Wear a clean and complete uniform as required.
2. Uniform appearance shall include:
a. Patch to be worn above left shirt or jacket pocket.
b. Pants to have no cuffs.
c. Worn with pride in appearance to the public (i.e., shirt buttoned, shirt tail tucked
in).
3. Wash and provide minimum repair (i.e., buttons, small tears).
4. Provide any alterations necessary including sewing on of City patches.
5. Wear uniform only when on duty or performing work for the City.
6. Notify supervisor of need to replace due to disrepair or severe staining producing
an undesirable appearance.
7. Turn in all uniform components, including patches, upon separation.
8. Turn in all personal protective equipment upon separation.
9. Wear all personal protective equipment prescribed by the City safety officer and/or
Supervisor of the division.
MEO MOU January 1,2025—December 31,2027 5
MANAGEMENT EMPLOYEES' ORGANIZATION
E. City Responsibilities
1. Pay for City-required uniforms.
2. Report to the California Public Employees' Retirement System (CaIPERS)the cost
of uniforms provided as set forth in Section B (above) for each classification as
special compensation in accordance with Title 2, California Code of Regulations,
Section 571(a)(5). For employees that are not required to wear uniforms on a daily
basis or who are not actively employed for an entire payroll calendar year, a
prorated cost of uniforms may apply.
3. Provide one or more retail clothing outlets for the various allotments. City reserves
the right to name vendor.
4. Maintain records of purchases.
F. Department Head or Designee Responsibilities
1. Ensure employee compliance with the Uniform Policy.
2. Approve replacement of deteriorated uniform component(s) and personal
protective equipment as required and to maintain a listing for each eligible
employee, by name and classification, of all uniform component(s) and personal
protective equipment purchased.
3. Confirm receipt of uniforms, patches and personal protective equipment from an
employee upon separation. A Separation Checklist Form is to be completed,
signed by the employee, and submitted to the Human Resources Department.
4. Report to the Director of Human Resources any changes to the Uniform Listing by
Category/Classification (Section B above). The City reserves the right to add,
delete, change, or modify the Uniform Listing as required.
ARTICLE IX— HOURS OF WORK/ADMINISTRATIVE LEAVE
It is the intent of the City to provide an opportunity for MEO employees to select a flex
schedule and/or alternative work schedule that is consistent with the City's objective that
such schedules shall" not reduce service to the public, departmental effectiveness,
productivity and/or efficiency as determined by the City Manager or designee.
A. Overtime
Employees represented herein shall not be eligible for paid overtime compensation.
MEO MOU January 1,2025—December 31,2027 6
MANAGEMENT EMPLOYEES' ORGANIZATION
B. Administrative Leave
All full-time unit employees shall be entitled to sixty (60) hours of administrative leave
per calendar year. All part-time (50%) employees shall be entitled to thirty (30) hours
of administrative leave per calendar year. Administrative leave shall not carry over to
the next year and holds no cash value.
C. Flex Schedule and Hours of Work
With supervisor and Department Head approval, MEO employees may flex regularly
scheduled start times between the hours of 7:00 a.m. to 9:00 a.m. Flex schedules
shall not reduce service to the public, departmental effectiveness, productivity and/or
efficiency as determined by the City Manager or designee.
MEO employees will have the option of working a 5/40 or 9/80 work schedule with
supervisor and Department Head approval. MEO employees assigned the 4/10 work
schedule shall retain the option of working the 4/10 schedule with supervisor and
Department Head approval. In order to maintain service to the public, departmental
effectiveness, productivity and/or efficiency a Department Head may assign an
employee a different work schedule that is in compliance with the requirements of the
Fair Labor Standards Act (FLSA) with City Manager approval.
1. 5/40 Work Schedule
The 5/40 work schedule shall be defined as working five (5) eight (8) hour days
Monday through Friday each week plus one-hour lunch during each work shift,
totaling a forty (40) hour work week.
2. 9/80 Work Schedule
The 9/80 work schedule, as outlined in Exhibit B, shall be defined as working nine
(9) days for eighty (80) hours in a two-week pay period by working eight (8) days
at nine (9) hours per day and working one (1) day for eight (8) hours (Friday), plus
a one-hour lunch during each work shift, totaling forty (40) hours in each FLSA
work week. The 9/80 work schedule shall not reduce service to the public,
departmental effectiveness, productivity and/or efficiency as determined by the
City Manager or designee.
3. 4/10 Work Schedule
The 4/10 work schedule, as outlined in Exhibit C, shall be defined as working four
(4) ten (10) hour days Monday through Thursday or Tuesday through Friday each
week plus a one-hour lunch during each shift, totaling a forty(40) hours work week.
The assigned 4/10 work schedule must be in compliance with the requirements of
FLSA and all other applicable laws. The 4/10 work schedule shall not reduce
MEO MOU January 1,2025—December 31,2027 7
MANAGEMENT EMPLOYEES' ORGANIZATION
service to the public, departmental effectiveness, productivity and/or efficiency as
determined by the City Manager or designee.
ARTICLE X- HEALTH AND OTHER INSURANCE BENEFITS
A. Health
The City shall make available group medical, dental and vision benefits to all
employees. A copy of the medical, dental and vision plan brochures may be obtained
from the Human Resources Department. •
B. Eligibility, Criteria, and Cost
1. City and Employee Paid Medical Insurance— Employees and Dependents
The City and employee shall each pay for health insurance premiums for qualified
employees and dependent(s) effective the first of the month following the
employee's date of hire. The employee deduction for premium contributions shall
be aligned with the effective date of coverage and the ending date of coverage
upon the employee's separation. The payroll deduction amount shall begin no
later than the first full pay period following the effective date of coverage and
prorated for coverage through the end of the month in which employment was
separated.
2. Maximum Employer Contributions
For the term of this agreement, the City's maximum monthly employer
contributions for each employee's health and other insurance premiums are set
forth as follows, and summarized in the table below:
a. Effective the pay period that includes January 1, 2025, the City's maximum
monthly contribution to medical premiums will increase by $75.00 per month,
per medical plan and enrollment tier, up to, but not to exceed the monthly
premium cost.
b. Effective the pay period that includes January 1, 2026, the City's maximum
monthly contribution to medical premiums will increase by $65.00 per month,
per medical plan and enrollment tier, up to, but not to exceed the monthly
premium cost.
c. Effective the pay period that includes January 1, 2027, the City's maximum
monthly contribution to medical premiums will increase by $55.00 per month,
per medical plan and enrollment tier, up to, but not to exceed the monthly
premium cost.
The maximum City contribution shall be based on the employee's enrollment in each
plan. If the employee enrolls in a plan wherein the costs exceed the City contribution,
MEO MOU January 1,2025—December 31,2027 8
MANAGEMENT EMPLOYEES' ORGANIZATION
the employee is responsible for all additional premiums through pre-tax payroll
deductions.
Maximum City Health Contributions
The City agrees to contribute up to the plan premium per tier, but not higher than the
maximums listed below:
Plan Tier 2024 Effective Effective Effective
1/1/2025 1/1/2026 1/1/2027
Single 683.80 758.80 823.80. 878.80
Kaiser Two-Party 1,182.04 1,257.04 1,322.04 1,377.04
Family 1,354.27 1,429.27 1,494.27 1,549.27
Blue Shield Single - 742.49 817.49 882.49 937.49
Trio HMO Two-Party 1,182.04 1,257.04 1,322.04 1,377.04
Family 1,354.27 1,429.27 1,494.27 1,549.27
Blue Shield Single 816.11 891.11 956.11 1,011.11.
HMO Two-Party 1,242.44 1,317.44 1,382.44 1,437.44
Family . 1,432.64 1,507.64 1,572.64 1,627.64
Blue Shield Single 883.33 958.33 1,023.33 1,078.33
PPO Two-Party 1,396.52 1,471.52 1,536.52 1,591.52
Family 1,570.36 1,645.36 1,710.36 . 1,765.36
Blue Shield Single 654.99 729.99 794.99 849.99
HDHP Two-Party 1,338.98 1,413.98 1,478.98 1,533.98
Family 1,570.36 1,645.36 1,710.36 1,765.36
3. Future Premiums and City Contributions
For the term of this agreement, and thereafter unless modified by negotiated
agreement of the parties, the City's monthly contributions to medical, dental, and
vision insurance shall remain as specified for the .2027 Health Contribution
amounts, unless otherwise specified herein.
4. Medical Cash-Out
If an employee is covered by a group medical plan outside of a City-provided
program '(evidence of which must be supplied to the Human Resources
Department), the employee may elect to discontinue City medical coverage and
receive the amount equal to the City's contribution to the Kaiser, Employee-only
medical premium offered to this unit.
5. Section 125 Plan
This plan allows employees to use pre-tax salary to pay for childcare, adult
dependent care, and/or medical expenses allowable under the Internal Revenue
Service rules for a Section 125 plan.
MEO MOU January 1,2025—December 31,2027 9
MANAGEMENT EMPLOYEES' ORGANIZATION
C. Life and Accidental Death & Dismemberment
Each employee isprovided with fiftythousand dollars 50 000 of life insurance and
($ � )
fifty thousand dollars ($50,000)of accidental death & dismemberment insurance paid
for by the City. Each employee shall have the option, at his or her own expense, to
purchase additional amounts of life insurance and accidental death &dismemberment
insurance to the extent provided by the City's current providers. Evidence of
insurability is contingent upon total participation in additional amounts.
D. Long Term Disability Insurance •
This program provides, for each incident of illness or injury, a waiting period of thirty
(30) calendar days, during which the employee may use accumulated sick leave,
general leave, or the employee may elect to be in an unpaid status. Subsequent to
the thirty (30) day waiting period, the employee will be covered by an insurance plan
paid for by the City, providing sixty-six and two-third percent (66 2/3%) of the first
twelve thousand five hundred dollars ($12,500) of the employee's basic monthly
earnings.
The maximum benefit period for disability due to accident or sickness shall be to age
sixty-five (65).
Days and months refer to calendar days and months. Benefits under the plan are
integrated with sick leave, Workers' Compensation, Social Security and other non-
private program benefits to which the employee may be entitled. Disability is defined
as: "The inability to perform all of the duties of regular occupation during two years,
and thereafter the inability to engage in any employment or occupation for which the
employee is fitted by reason of education, training, or experience." Rehabilitation
benefits are provided in the event the individual, due to disability, must engage in
another occupation. Survivor's benefits continue plan payment for three (3) months
beyond death. A copy of the plan is on file in the Human Resources Department.
The intent of long term disability is to assist employees who are off work for an
extended period of time. While long term disability benefits can be coordinated
with accrued leave benefits to achieve one hundred percent (100%) of regular
salary, no employee may receive more than their regular salary while receiving
disability benefits and paid leave.
E. Miscellaneous
1. City-Paid Premiums While on Medical Disability
When an employee is off work without pay for reason of medical disability, the City
shall maintain the City-paid employee's insurance premiums during the period the
employee is in an unpaid status for the length of said leave, not to exceed twenty-
four (24) months.
MEO MOU January 1,2025—December 31,2027 10
MANAGEMENT EMPLOYEES' ORGANIZATION
2. Insurance and Benefits Advisory Committee
The City and the Association participate in City-wide joint labor and management
insurance and benefits advisory committee to discuss and study issues relating to
insurance and benefits available for employees.
F. Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree
Subsidy Plan
Employees who retire from the City after January 1, 2004, and are granted a
retirement allowance by the California Public Employees' Retirement System and are
not eligible for the City's Retiree Subsidy Medical Plan may choose to participate in
City-sponsored medical insurance plans until the first of the month in which they turn
age sixty-five (65).
The retiree shall pay the full premium for City-sponsored medical insurance for
themself and/or qualified dependents without any City subsidy.
Employees who retire from the City and receive a retirement allowance from the
California Public Employees' Retirement System and are not eligible for the City's
Retiree Subsidy Medical Plan and choose not to participate in City-sponsored medical.
insurance upon retirement, permanently lose eligibility for this insurance.
However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan
chooses not to participate in City-sponsored medical insurance plans because the
retiree has access to other group medical insurance and subsequently loses eligibility
for that group medical insurance,the retiree and qualified dependents will have access
to City-sponsored medical insurance plans reinstated.
Eligibility for Retiree Medical Coverage terminates the first of the month in which the
retiree or qualified dependent turns age sixty-five (65).
G. Post-65 Supplemental Medicare Coverage
Retirees who o are participating in the Retiree Subsidy Medical Plan as of January 1,
2004, and all future retirees who meet the criteria to participate in City-sponsored
medical insurance, with or without the Retiree Medical Subsidy Plan, may participate
in City-sponsored medical insurance plans that are supplemental to Medicare.
A retiree or qualified dependent must choose to participate in City-sponsored medical
insurance plans that are supplemental to Medicare beginning the first of the month in
which the retiree or qualified dependent turns age sixty-five (65).
The retiree shall pay the full premium to participate in City-sponsored medical
insurance plans that are supplemental to Medicare for them self or qualified
dependents without any subsidy.
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Retirees or qualified dependents, upon turning age sixty-five (65), who choose not to
participate in City-sponsored medical insurance plans that are supplemental to
Medicare permanently lose their eligibility for this insurance.
H. Annual Maximum Benefit for Dental PPO Plan
The Dental PPO plan maximum annual benefit is $2,000.
ARTICLE XI — RETIREMENT BENEFITS
A. Benefits
1. Self-Funded Supplemental Retirement Benefit
Employees hired prior to August 17, 1998, are eligible for the Self-Funded
Supplemental Retirement Benefit, which provides that:
a. In the event a member elects Option #1, #2, #2W, #3, #3W or#4 of the Public
Employees' Retirement Law, the City shall pay the difference between such
elected options and the unmodified allowance which the member would have
received for his or her life alone as provided in California Government Code
Sections 21455, 21456, 21457, and 21458 as said referenced Government
Code Sections exist as of the date of this agreement. The payment shall be
made only to the member, shall be payable by the City during the life of the
member, an upon that member's.death, the City's obligation shall cease. The
method of funding for this benefit shall be at the sole discretion of the City. This
benefit is vested for employees covered by this agreement.
b. Employees hired on or afterAugust 17, 1998,shall not be eligible for this benefit
referenced in A.1.a. above.
2. Medical Insurance for Retirees
a. Medical Insurance Upon Retirement
Upon retirement, whether service or disability, each employee shall have the
following options regarding medical insurance under City-sponsored plans:
i. With no change in benefits, retirees can stay in any of the plans offered by
the City, at the retiree's own expense, for the maximum time period allowed
by Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)
Federal or State Law, or
ii. Retirees retiring after approval of this MOU may participate in the Retiree
Subsidy Medical Plan, attached hereto as Exhibit D, or the Health
Maintenance Organization (HMO) Plan currently being offered to retirees at
the retiree's own expense if the requirements set forth in Exhibit D are met,
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or if the retiree meets the eligibility requirements described in Exhibit D, the
retiree may receive a subsidy from the City for retiree medical insurance
pursuant to the schedule set forth in Exhibit D.
B. Public Employees' Retirement System Reimbursement and Reporting
1. "Classic Member" Miscellaneous Unit Members
a. Retirement Formula — 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.
b. Classic Members Miscellaneous CaIPERS Member Contribution — All
miscellaneous bargaining unit"classic" members shall pay to CaIPERS as part
of the required member retirement contribution eight percent (8%) of
pensionable income.
c. Classic Member Miscellaneous CaIPERS Cost Sharing — Upon the effective
date of this agreement, all classic members shall pay one percent (1%)
additional compensation earnable as employer cost sharing in accordance with
Government Code section 20516(f) — for a capped maximum employee
pension contribution of nine percent (9%). The parties agree that this cost
sharing agreement per Government Code section 20516(f)shall continue after
the expiration of this MOU unless/until otherwise negotiated to either an
agreement (in a successor MOU) or the expiration of the impasse process by
the parties.
d. One-Year Final Compensation —The City shall contract with CaIPERS to have
retirement benefits calculated based upon the "classic" member employee's
highest one year's compensation, pursuant to the provisions of Section 20042
(highest single year).
e. The obligations of the City and the retirement rights of employees as provided
in this Article shall survive the term of this MOU
2. "New Member" Retirement Benefits — For "New Members" within the meaning of
the California Public Employees' Pension Reform Act of 2013 as defined in
California Government Code Section 7522.04(f).
a. CaIPERS New Member Retirement Formula- New Members shall be governed
by the two percent at age 62 (2% @ 62) retirement formula set forth in
Government Code Section 7522.20.
b. Final Compensation — Final compensation will be based on the highest annual
average compensation earnable during the 36 consecutive months
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immediately preceding the effective date of his or her retirement, or some other
36 consecutive month period designated by the member.
c. New Member Miscellaneous CaIPERS Member Contribution — All new
members as defined by PEPRA and determined by CaIPERS, shall contribute
one half(50%) of the normal cost as established by CaIPERS each year in its
annual valuation for the City, as required by California Government Code
Section 7522.30(c).
d. New Member Miscellaneous CaIPERS Cost Sharing—Upon the effective date,
new members shall cost share 1.00% pensionable compensation in
accordance with Government Code Section 20516(f). This will ensure that
these members will pay 7.25% of pensionable compensation when combined
with the 6.25% pensionable compensation that these employees are required
to pay as determined by CaIPERS's annual evaluation.
If in future fiscal years the member contribution rate for new members shall
become greater or less than 6.25% of pension compensation, as determined
by CaIPERS's annual valuation, employees shall continue to pay one percent
(1%) above as cost sharing per Government Code Section 20516(f).
3. Pre-Retirement Optional Settlement 2 Death Benefit
Employees receive the benefit of the Pre-Retirement Optional Settlement 2 Death
Benefit, as identified in Government Code Section 21548 with CaIPERS.
4. Fourth Level of 1959 Survivor Benefits
Employees receive the benefit of the Fourth Level of the 1959 Survivor Benefit, as
identified in Government Code Section 21574 with CaIPERS.
The City has adopted the CaIPERS Resolution in accordance with IRS Code Section
414(h)(2) and 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.
ARTICLE XII — LEAVE BENEFITS
A. General Leave
1. Accrual
Employees accrue General Leave at the accrual rates outlined below. General
Leave may be used for any purpose, including vacation, sick leave, and personal
leave.
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Years of Service Annual General Bi-Weekly General
Leave Allowance Leave Allowance
First through Fourth Year 176 Hours 6.77
Fifth through Ninth Year 200 Hours 7.69
Tenth through Fourteenth Year 224 Hours 8.62
Fifteenth Year and Thereafter 256 Hours 9.85
2. Eligibility and Approval
a. General Leave must be pre-approved, except for illness, injury, or family
sickness, which may require a physician's statement for approval. General
Leave accrued time is to be computed from the employee's anniversary of their
hiring date.
b. Employees are not permitted to take General Leave in excess of actual time
earned. Employees shall not accrue General Leave in excess of six hundred
forty (640) hours. An employee who earns General Leave hours in excess of
six hundred forty (640) hours shall be paid the cash value of those additional
hours in their paycheck.
i. Employees in this unit hired on or after October 1, 2016, shall not be eligible
for this benefit. General Leave shall be capped at six hundred forty (640)
hours for employees hired on or after 10/1/16. This provision shall not
sunset at the expiration of this agreement.
c. Employees may not use their General Leave to advance their separation date
on retirement or other separation from employment.
3. Leave Benefit Entitlements
The City shall comply with all State and Federal leave benefit entitlement laws. An
eligible employee on an approved leave is permitted to use earned Sick Leave,
General Leave, and/or Administrative Leave for serious and non-serious family or
personal health issues. For more information on employee leave options contact
the Human Resources Department.
4. Conversion to Cash
Twice during each fiscal year, each employee has the option to convert into a cash
payment or deferred compensation up to a total of one hundred sixty (160) hours
of earned General Leave benefits at the base hourly rate. The employee shall give
two (2)weeks advance notice to Payroll of their desire to exercise such option.
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B. City Paid Holidays
1. Permanent full-time employees shall receive the following paid holidays per the
employee's regularly scheduled work shift:
a. New Year's Day (January 1)
b. Martin Luther King Jr. Day (third Monday in January)
c. Presidents' 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. Veterans Day (November 11)
h. Thanksgiving Day (fourth Thursday in November)
i. The Friday after Thanksgiving
j. Christmas Eve (December 24)
k. Christmas Day (December 25)
I. New Year's Eve (December 31)
Any day declared by the President of the United States to be a national holiday and
adopted as an employee holiday by the City Council of Huntington Beach.
2. The parties agree that the City shall issue an official City holiday calendar in
January of each year that will determine the dates that holidays are observed,
following guidelines below:
a. City paid holidays which fall on Saturday shall be observed the preceding
Friday, and those falling on Sunday shall be observed the following Monday.
b. In the event that two consecutive City paid holidays fall on a Friday and
Saturday, the two holidays shall be observed the preceding Thursday and
Friday.
c. In the event that two consecutive City paid holidays fall on a Sunday and
Monday, the two holidays shall be observed on Monday and the following
Tuesday.
3. In the event that an employee is required to work on a City paid holiday, the holiday
hours shall be credited to the employee's General Leave bank. Approval of this
transaction shall be handled by the Department Head or designee, in the payroll
period that includes the holiday worked.
4. If a City paid holiday falls on an employee's scheduled day off and with approval
from the Department.Head or designee, the employee may take another day off
during the same payroll period as the holiday, or opt to be credited with General
Leave the number of hours of the employee's regularly scheduled work shift.
5. A permanent part-time employee shall have City paid holidays paid as time off with
a prorated amount in proportion to their regular hours worked.
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C. Sick Leave
1. Accrual — No employee shall accrue sick leave after December 24, 1999.
2. Credit—Employees shall carry forward their sick leave balance and shall no longer
accrue sick leave credit.
3. Usage— Employees may use accrued sick leave for the same purposes for which
it was used prior to December 25, 1999.
4. Pay Off At Separation
a. Employees on the payroll on November 20, 1978, are entitled to the following
sick leave payoff plan:
At involuntary separation by reason of disability, or retirement, employees (or
in the case of death, their beneficiary) shall be compensated at their then
current rate of pay for seventy-five percent (75%) of all unused sick leave
accumulated as of July 1, 1972, plus fifty percent (50%) of unused sick leave
accumulated subsequent to July 1, 1972, up to a maximum of seven hundred
twenty (720) hours of unused, accumulated sick leave, except as provided in
paragraph 4 below.
Upon separation for any other reason, employees shall be compensated at
their then current rate of pay for fifty percent (50%) of all unused, accumulated
sick leave, up to a maximum of seven hundred twenty (720) hours of such
accumulated sick leave.
b. Employees hired after November 20, 1978, shall be entitled to the following
sick leave payoff plan:
Upon separation, all employees shall be paid, at their current salary rate, for
twenty-five percent (25%) of unused, earned sick leave to four hundred eighty
(480) hours accrued and for thirty-five percent(35%)of all unused, earned sick
leave in excess of four hundred eighty (480) hours, but not to exceed seven
hundred twenty (720) hours, except as provided in paragraph 4 below.
c. Except as provided in paragraph 4d. below, no employee shall be paid at
separation for more than seven hundred twenty (720) hours of unused,
accumulated sick leave. However, employees may utilize accumulated sick
leave on the basis of"last in, first out" meaning that sick leave accumulated in
excess of the maximum for payoff may be utilized first for sick leave, as defined
in Personnel Rule 18-8.
d. Employees who had unused, accumulated sick leave in excess of seven
hundred twenty (720) hours as of July 5, 1980, shall be compensated for such
excess sick leave remaining on separation under the formulas described in
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paragraphs 1 and 2 above. In no event shall any employee be compensated
upon separation for any accumulated sick leave in excess of the "cap"
established by this paragraph (i.e., seven hundred twenty (720) hours plus the
amount over seven hundred twenty (720) hours existing on July 5, 1980).
Employees may continue to utilize sick leave accrued after that date in excess
of such "cap" on a "last in, first out" basis.
e. To the extent that any "capped" amount of excess sick leave over seven
hundred twenty (720) hours is utilized, the maximum compensable amount
shall be correspondingly reduced. (Example: Employee had 1,000 hours
accumulated. Six months after July 5, 1980, employee has accumulated
another 48 hours. Employee is then sick for 120 hours. Employee's maximum
sick leave "cap"for compensation at separation is now reduced by seventy-two
(72) hours to nine hundred twenty-eight (928) hours).
f. Employees electing to participate in the City's group health insurance program
after retirement can request the premiums to be paid by the City out of any
available funds due and owing them under the terms of this agreement for
unused sick leave benefits upon retirement.
D. Voluntary Catastrophic Leave Donation Program
Under certain conditions, an employee may donate leave time to another employee in
need. The program is outlined in Exhibit E.
E. Bereavement Leave
Employees shall be entitled to bereavement leave not to exceed five (5) work shifts
in each instance of death in their immediate family. Immediate family is defined as a
parent, sibling, spouse, registered domestic partner, child, grandparent, grandchild,
or wards of which the employee is the legal guardian, recognizing all birth, marital,
and other legal ties (i.e., step relatives, in-laws, etc.).
F. Release Time
Notwithstanding any other provisions of this Agreement, the Association and the City
agree to continue discussion during the term of the MOU on Release Time for
negotiation, including City's consideration of the number of hours, based on the
establishment of a mutually agreed upon written provision for the use of such leave
by Association representatives and its members. Such leave shall be limited to use
for the purpose of Association business not covered within the scope of legal
requirements. It remains the City's intent to enforce reasonable standards for the
administration and control of current Release Time use.
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ARTICLE XIII — CITY RULES
A. Personnel Rules
All MOU provisions that supersede the City's Personnel Rules shall automatically
update the City's Personnel Rules and be incorporated into such rules.
1. Personnel Rules 19 and 20
a. The City and the Association agree to incorporate Personnel Rules 19 and 20,
with previously agreed upon modifications, into the MOU as Exhibit "F."
B. Employer-Employee Relations Resolution
During the term of the agreement, the City and the Association agree to update the
Employee-Employer Relations Resolution to reflect current State law.
1. Modification of Section 7— Decertification and Modification
a. The City and the Association desire to maintain labor stability within the
representational unit to the greatest extent possible, consistent with the
employee's right to select the representative of his or her own choosing. For
these purposes, the parties agree that this Agreement shall act as a bar to
appropriateness of this unit and the selection of the representative of this unit,
except during the month of August prior to the expiration of this Agreement.
Changes in bargaining unit shall not be effective until expiration of the MOU
except as may be determined by the Personnel Commission pursuant to the
procedures outlined below. The provision shall modify and supersede the time
limits, where inconsistent, contained in Section 7 of the current Employer-
Employee Relations Resolution of the City of Huntington Beach.
b. The City and the Association have agreed to a procedure whereby the City, by
and through the Director of Human Resources, would be entitled to propose a
Unit Modification. The Association and the City agree to jointly recommend a
modification of the City of Huntington Beach Employer-Employee Relations
Resolution (Resolution Number 3335) upon the City having completed its
obligation to meet and confer on this issue with all other bargaining units.
The proposed change to the Employer-Employee Relations Resolution is as
follows:
7.3 Director of Human Resources Motion of Unit Modification —The Director of
Human Resources may propose, during the same period for filing a petition for
decertification, that an established unit be modified in accordance with the
following procedure:
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i. The Director of Human Resources shall give written notice of the proposed
modification(s) to any affected employee organization and any affected
employees.
ii. The Personnel Commission shall hold a meeting concerning the proposed
modification(s) at which time all affected employee organizations and
employees shall be heard.
iii. Thereafter, the Personnel Commission shall determine the composition of
the appropriate unit or units and shall give written notice of such
determination to the affected employee organizations and any affected
employees.
The City Manager, employee organization or employee aggrieved by an
appropriate unit determination of the Personnel Commission may, within ten
(10) days of notice thereof, request a review of such determination by the
City Council. Within thirty (30) days of receipt of a request to review a unit
determination of the Personnel Commission the City Council shall review
the matter. The City Council's decision shall be final.
iv. Except as provided otherwise in this MOU, the salary, benefit, and working
conditions specified by this MOU shall be provided to employees in
classifications listed in Exhibit A and have completed or are in the process
of completing a probationary period in a permanent position in the
competitive service in which the employee regularly works twenty(20)hours
or more per week.
C. Rules Governing Layoff, Reduction in Lieu of Layoff and Re-Employment
1. Part 1 — Layoff Procedure
a. General Provisions
1) Whenever it is necessary, because of lack of work or funds to reduce the
staff of a City department, employees may be laid off pursuant to these
rules.
2) Whenever an employee is to be separated from the competitive service
because the tasks assigned are to be eliminated or substantially changed
due to management-initiated changes, including but not limited to
automation or other technological changes, it is the policy of the City that
steps be taken by the Human Resources Department on an
interdepartmental basis to assist such employee in locating, preparing to
qualify for, and being placed in other positions in the competitive service.
This shall not be construed as a restriction on the City government in
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effecting economies or in making organizational or other changes to increase
efficiency.
• 3) A department shall reduce staff by identifying which positions within the
department are to be eliminated.
4) The employee who has the least City-wide service credit in the class within
the department shall have City-wide transfer rights in the class pursuant to
Part 1, Section 3, Transfer or Reduction to Vacancies in Lieu of Layoffs, or
within the occupational series pursuant to Part 2, Bumping Rights.
5) If a deadline within this procedure falls on a day that City Hall is closed, the
deadline shall be the next day City Hall is open.
b. Service Credit
1) Service Credit means total time of full-time continuous service within the
City at the time the layoff is initiated, including probation, paid leave, or
military leave. Permanent part-time employees earn service credit on a
prorated basis.
2) Except as required by law, leaves of absence without pay shall not earn
service credit.
3) As between two or more employees who have the same amount of service
credit, the employee who has the least amount of service in class shall be
deemed to be the least senior employee.
c. Transfer or Reduction to Vacancies in Lieu of Layoff
1) In lieu of layoff, a transfer within class shall be offered to an employee(s)with
the least amount of service credit in the class designated for staff reduction
within a department subject to the following:
a) The employee has the necessary qualifications to perform the duties of
the position.
b) The employee shall be given the opportunity, in order of service credit,
to accept a transfer to a vacant position in the same class within the City,
provided the employee has the necessary qualifications to perform the
duties of the position.
c) If no position in the same class is vacant, the employee shall be given
the opportunity, in order of service credit, to transfer to the position in the
same class that is held by an incumbent in another department with the
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least amount of service credit whose position the employee has the
necessary qualifications to perform.
2) If an employee(s) is not eligible for transfer within the employee's class, the
employee shall be offered, in order of service credit, a reduction to a vacant
position in the next lower class within the City in the occupational series in
lieu of layoff provided the employee has the necessary qualifications to
perform the duties of the position.
3) If the employee refuses to accept a transfer or reduction pursuant to a. or
b., above, the employee shall be laid off.
a) If the employee(s) in the class with the least amount of service credit is
in the position(s)to be eliminated or displaced by transfer, the employee
shall be offered bumping rights, pursuant to Part 2, Bumping Rights.
b) Any employee who takes a reduction to a position in a lower class within
the occupational series in lieu of layoff shall be placed on the
reinstatement/re-employment list(s)pursuant to Part 3. Re-employment.
2. Order of Layoff
a. Prior to implementing a layoff, vacant positions that are authorized to be
filled shall be identified by City-wide occupational series. If the employee
refuses to accept a position pursuant to Section 3. Above, the employee
shall be laid off.
b. No promotional probationary employee or permanent employee within a
class in the department shall be laid off until all temporary, nonpermanent
part-time and non-promotional probationary employees in the class are laid
off. Permanent employees whose positions have been eliminated may
exercise citywide bumping rights to a lower class in the occupational series
pursuant to Part 2.
c. When a position in a class and/or occupational series is eliminated, any
employee in the class who is on authorized leave of absence or is holding
a temporary acting position in another class shall be included for
determining order of service credit and be subject to these layoff procedures
as if the employee was in his or her permanent position.
3. Notification of Employees
a. Human Resources Department shall give written notice of layoff to the
employee by personal service or by sending it by certified mail to the last
known mailing address at least thirty(30)calendar days prior to the effective
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date of the layoff. Normally notices will be served on employees personally
at work.
b. Layoff notices may be initially issued to all employees who may be subject
to layoff as a result of employees exercising voluntary reduction/bumping
rights.
c. The notice of layoff shall include the reason for the layoff, the effective date
of the layoff, the employee's hire date, and the employee's service credit
ranking. The notice shall also include the employee's right to bump the
person in a lower class with the least service credit within the occupational
series provided the employee possesses the necessary qualifications to
successfully perform the duties in the lower class and the employee has
more service credit than the incumbent in the lower class.
d. The written layoff notice given to an employee shall include notice that he
or she has seven (7) calendar days from the date of personal service, or
date of delivery of mail if certified, to notify the Director of Human Resources
in writing if the employee intends to exercise the employee's bumping rights,
if any, pursuant to Part 2, Bumping Rights.
e. Whenever practicable, any employee with the least amount of service credit
in a lower class within an occupational series which is identified for work
force reduction shall also be given written notice that such employee may
'be bumped pursuant to Part 2. This notice shall include the items referred
to in C., above.
f. If an employee disagrees with the City's computation of service credit or
listed date of hire, the employee shall notify the Director of Human
Resources as soon as possible, but in no case later than five (5) calendar
days after the personal service or certified mail delivery. Disputes regarding
date of hire or service credit shall be jointly reviewed by the Director of
Human Resources and the employee and/or the employee's representative
as soon as possible, but in no case later than five (5) calendar days from
the date the employee notifies the Director of Human Resources of the
dispute. Within five (5) calendar days after the dispute is reviewed, the
employee shall be notified in writing of the decision.
4. Part 2— Bumping Rights
a. Voluntary Reduction or Bumping in Lieu of Layoff
1) A promotional probationary employee or permanent employee who receives
a layoff notice mayrequest a reduction to a position in a lower class within
Y q
the occupational series provided the employee possesses the necessary
qualifications to perform the duties of the position.
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2) Employees electing reduction under "a" above, shall be reduced to a
position authorized to be filled in a lower class within the employee's
occupational series. The employee may reduce to a lower class in their
occupational series by: 1) filling a vacancy in that class, or 2) if no vacancy
exists, displacing the employee in the class with the least service credit
whose position the employee has the necessary qualifications to perform.
A displaced employee shall have bumping rights.
3) An employee who receives a layoff notice must exercise bumping rights
within seven (7) calendar days of receipt of the notice as specified in Part
1- Layoff Procedure. Failure to respond within the time limit shall result in
a reputable presumption that the employee does not intend to exercise any
right of reduction or bumping to a lower class. The employee must carry
the burden of proof to show that the employee's failure to respond within
the time limits was reasonable. If the employee establishes that failure to
respond within the time limits was reasonable, to the Director of Human
Resources satisfaction, the employee shall be permitted to exercise
bumping rights, but shall not be reinstated to a paid position until the
employee to be bumped has vacated the position. If the employee
disagrees with the Director of Human Resources decision, the employee
may appeal pursuant to the provisions of Sections 3 and 4 below.
b. Reinstatement/Re-Employment Lists
Any employee who takes a reduction to a position in a lower class within the
occupational series in lieu of layoff shall be placed on the reinstatement/re-
employment list pursuant to Part 3, Re-Employment.
c. Qualifications Appeal
Any employee who is denied a reduction to a position in a lower class within
the occupational series on the basis that the employee does not possess the
necessary qualifications to successfully perform the duties of the lower position
may appeal the decision. The appeal shall be filed with the Director of Human
Resources within five (5) calendar days of the employee's receipt of written
notice of the decision and reason(s) for denial. The employee's appeal shall
be in writing and shall include supporting facts or documents supporting the
appeal.
d. Qualifications Appeal Hearing
1) Upon receipt of an appeal, the Director of Human Resources shall contact
a mediator from the California State Mediation and Conciliation Service to
schedule a hearing within two (2) weeks after the receipt of the appeal. If
the California State Mediation and Conciliation Service is not available
within that time frame, the parties shall mutually select a person who is
available within the time frame. If the California State Mediation and
Conciliation Service and the person mutually selected are not available
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within the time frame, the parties shall select the earliest date either is
available to conduct the hearing. The parties shall split the cost, if any, of
the hearing officer. In addition, the parties shall meet within three (3)
workdays to attempt to resolve the dispute. If the dispute remains
unresolved, the parties shall endeavor in good faith to submit to the hearing
officer a statement of all agreed upon facts relevant to the hearing.
2) Appeal hearings shall be. limited to two (2) hours, except as otherwise
agreed by the parties or directed by the hearing officer.
3) The hearing officer shall attempt to resolve the dispute by mutual agreement
if possible. If no agreement is reached, the hearing officer shall render a
decision at the conclusion of the hearing, which shall be final and binding.
5. Part 3— Re-Employment
a. Re-Employment
1) Employees who are laid off or reduced in class to avoid layoff shall have
their names placed upon a re-employment list, for each class in the
occupational series, in seniority order at or below the level of the class from
which laid off or reduced.
2) Names of persons placed on the re-employment lists shall remain on the
list for two (2) years from the date of layoff or reduction.
3) Vacancies shall be filled from the re-employment list for a class, starting at
tile top of the list, providing that the person meets the necessary
qualifications for the position.
4) Names of persons are to be removed from the re-employment list for a class
if on two (2) occasions they decline an offer of employment or on two (2)
occasions fail to respond to offers of employment in a particular class within
five (5) calendar days of receipt of written notice of an offer. Any employee
who is dismissed from the City service for cause shall have his or her name
removed from all re-employment lists.
5) Re-employment lists shall be available to MEO and affected employees
upon reasonable request.
6) Qualification appeals involving re-employment rights shall be resolved in
the same manner as that identified in Part 2. Section 4.
MEO MOU January 1,2025—December 31,2027 25
MANAGEMENT EMPLOYEES' ORGANIZATION
b. Status on Re-Employment
1) Persons re-employed from layoff within a two (2) year period from the date
of layoff shall receive the following considerations and benefits:
a) Service credit held upon layoff shall be restored, but no credit shall be
added for the period of the layoff.
b) Prior service credit shall be counted toward General Leave accruals.
c) Employees may cash in sick leave upon layoff or at any time after layoff
in the manner and amount set forth in existing Memoranda of
Understanding for that employee's unit. General Leave shall be paid to
an employee when the re-employment list(s) expire(s), if not previously
paid.
d) Upon reinstatement the employee may have his or her General Leave
re-credited by repayment to the City the cashed amount.
e) The employee shall be returned to the salary step of the classification
held at the time of the layoff and credited with the time previously served
at that step prior to being laid off.
f) The probationary status of the employee shall resume if incomplete.
2) Employees who have been reduced in class to avoid layoff and are returned
within two (2) years to their former class shall be placed at the salary step
of the class they held at the time of reduction and have their merit increase
eligibility date recalculated.
ARTICLE XIV— DURING THE TERM OF THE AGREEMENT
A. Performance Evaluations
During the term of the agreement, the parties agree to meet and confer on an updated
performance evaluation system.
ARTICLE XV— MISCELLANEOUS
A. Physical Examination
Employees shall be provided, once every two (2) years, with a City-paid physical
examination. Said exam shall be comprehensive in nature and shall include:
1. A Complete medical history, physical exam, laboratory testing and review of results
by a physician. (See Exhibit G, Physical Exam Description.)
MEO MOU January 1,2025—December 31,2027 26
MANAGEMENT EMPLOYEES' ORGANIZATION
2. A stress EKG will be provided for employees forty (40)years of age or older.
No more than one-half (1/2) of the eligible employees shall receive examinations in
any one fiscal year.
B. Vehicle Policy
1. Approval is required by the City Manager or their designee for any City vehicle to
be taken home by an employee.
2. Approval is required by the City Manager for any individual occupying a
classification eligible for the auto allowance to receive the compensation.
3. The auto allowance for qualifying employees is two hundred forty-seven dollars
and sixty-nine cents (247.69) bi-weekly.
4. No unit employee shall have their automobile allowance eliminated until the City's
Fleet Management Policy is re-negotiated.
5. Eligibility for automobile allowance shall be determined in accordance with the
City's Fleet Management Program dated August 1999 and as specified pursuant
to Administrative Regulations 907 and 604.
6. Employees assigned to drive a City vehicle and/or employees receiving an Auto
Allowance will participate in the DMV Pull Notice Program.
7. Employees in the following classifications are eligible to receive Auto Allowance:
• Administrative Services Manager
• Assistant to the City Manager
• Building Official
• City Engineer
• Community and Library Services Manager
• Construction Manager
• Deputy Fire Marshal
• Detention Administrator
• Economic Development Manager
• Environmental Services Manager
• Fire Marshal
• Fleet Operations Supervisor
• Housing Manager
• Human Resources Manager
• Information Technology Manager
• Building Inspection Manager
• Building Inspection Supervisor
MEO MOU January 1,2025—December 31,2027 27
MANAGEMENT EMPLOYEES' ORGANIZATION
• Public Works Operations Manager
• Parking and Camping Operations Supervisor
• Planning Manager
• Civilian Police Services Commander
• Police Services Manager
• Principal Combination Inspector
• Public Affairs Manager
• Public Works Maintenance Superintendent
• Public Works Maintenance Supervisor
• Risk Manager
• Senior Community and Library Services Supervisor
• Senior Information Technology Manager
■ Traffic and Transportation Manager
■ Utilities Manager
• Wastewater Supervisor
■ Utilities Superintendent
• Water Utility Supervisor
• Water Quality Supervisor
New or revised job classifications may become eligible to receive Auto Allowance
during the term of this MOU, as approved by the City Manager.
C. Deferred Compensation
1. Loan Program
In accordance with federal law, employees may borrow from their deferred
compensation funds for critical needs such as medical costs, college tuition, or
purchase of a home.
2. Deferred Compensation Contribution at Time of Separation
In accordance with Internal Revenue Service rules, the value of any unused
earned leave benefits may be transferred to deferred compensation at separation
(including retirement), but only during the time that the employee is actively
employed with the City. The latest opportunity for such transfer must be the pay
period prior to the employee's last day of employment.
D. Collection of Payroll Overpayments
In the event that a payroll overpayment is discovered and verified, and considering all
reasonable factors including the length of time that the overpayment was made and if
and when the employee could have reasonably known about such overpayment, the
City shall take action to collect from the employee the amount of overpayment(s).
Such collection shall be processed by payroll deduction over a reasonable period of
time considering the total amount of overpayment.
MEO MOU January 1,2025—December 31,2027 28
MANAGEMENT EMPLOYEES' ORGANIZATION
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.
E. Required Fingerprinting of Employees
The City requires all employees who are hired, transferred, or promoted to positions
with oversight responsibilities for senior citizens to be fingerprinted for California
Department of Justice (DOJ) clearance that require fingerprinting by federal, state, or
local law(s). Fingerprinting shall be done in accordance with said law(s). The City
may also require employees be fingerprinted if they are transferred, or promoted to
positions with oversight responsibilities for senior citizens or oversight responsibilities
for confidential, and/or sensitive documents or equipment.
F. Acting Assignment
Acting assignments are not intended to exceed six (6) months unless extraordinary
circumstances warrant an extension as recommended and approved by the Director
of Human Resources. Under no circumstances shall an acting assignment exceed
one (1) year, nor shall it be considered a reclassification or a promotion.
Acting pay must be a minimum of five percent(5%), or the top step of the range if less
than five percent (5%), and the Department Head has the discretion to set up
compensation at any step on the pay range of the acting class, not to exceed the top
step of the range.
G. Return to Work Policy
The City and Association agree to reopen this agreement to establish a Return to Work
Policy for employees who experience industrial and non-industrial injury and/or illness.
MEO MOU January 1,2025—December 31,2027 29
MANAGEMENT EMPLOYEES' ORGANIZATION
H. Controlled Substance and Alcohol Testing
The City maintains the right to conduct a controlled substance and/or alcohol test
during working hours of any employee that it reasonably suspects is under the
influence of alcohol or a controlled substance in the workplace.
I. Management and Executive Management Relations Committee
During the term of this agreement, the City and MEO agree to meet quarterly to
discuss ways to improve management and executive management relations.
J. Public Employee Disaster Service Worker
In accordance with Government Code Section 3100, all Huntington Beach City
employees, including all members of this bargaining unit, are required to perform
assigned disaster service worker duties in the event of an emergency or a disaster.
MEO MOU January 1,2025—December 31,2027 30
MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE XVI — CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of
Understanding is of no force or effect unless and until adopted by Resolution of the City
Council of the City of Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this 3rd day of June , 2025.
HUNTINGTON BEACH
CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES'
A Municipal Corporation ORGANIZATION
By: By:
Travis Hopkins Debra Jubinsky
City Manager MEO President
By: By:
Marissa Sur K rensa Schu� pn'►annM
Director of Human Resources OCEA Representative
Approved as to Form:
(
t� t
Michael Vigliotta
City Attorney
MEO MOU January 1,2025—December 31,2027 31
EXHIBIT A-SALARY SCHEDULE
MEO Salary Schedule
Effective the Pay Period Including January 1, 2025
Classification Title Range A B C D E F G H
Administrative Services Manager 229 $54.14 $56.85 $59.69 $62.68 $65.81 $69.10 $72.56 $76.19
Assistant City Attorney 260 $73.71 $77.39 $81.26 $85.33 $89.59 $94.07 $98.78 $103.71
Assistant City Clerk 210 $44.82 $47.06 $49.41 $51.88 $54.48 $57.20 $60.06 $63.06
Assistant to the City Manager 225 $52.03 $54.63 $57.36 $60.23 $63.24 $66.41 $69.73 $73.21
Associate Civil Engineer 213 $46.18 $48.48 $50.91 $53.45 $56.13 $58.93 $61.88 $64.97
Associate Planner 204 $42.22 $44.33 $46.55 $48.87 $51.32 $53.88 $56.58 $59.41
Building Inspection Manager 230 $54.69 $57.42 $60.29 $63.31 $66.47 $69.79 $73.28 $76.95
Building Inspection Supervisor 214 $46.64 $48.97 $51.42 $53.99 $56.69 $59.52 $62.50 $65.62
Building Official 243 $62.24 $65.35 $68.62 $72.05 $75.65 $79.43 $83.40 $87.57
Capital Projects Administrator 215 $47.10 $49.46 $51.93 $54.53 $57.25 $60.12 $63.12 $66.28
Capital Projects Supervisor 222 $50.50 $53.03 $55.68 $58.46 $61.38 $64.45 $67.68 $71.06
Chief Litigation Counsel 275 $85.57 $89.85 $94.34 $99.06 $104.01 $109.21 $114.68 $120.41
City Engineer 256 $70.83 $74.37 $78.09 $82.00 $86.10 $90.40 $94.92 $99.67
Civilian Police Services Commander 245 $63.49 $66.66 $70.00 $73.50 $77.17 $81.03 $85.08 $89.33
Code Enforcement Manager 233 $56.34 $59.16 $62.12 $65.22 $68.48 $71.91 $75.50 $79.28
Community&Library Services Manager 229 $54.14 $56.85 $59.69 $62.68 $65.81 $69.10 $72.56 $76.19
Construction Manager 229 $54.14 $56.85 $59.69 $62.68 $65.81 $69.10 $72.56 $76.19
Council Policy Analyst 209 $44.37 $46.59 $48.92 $51.37 $53.94 $56.63 $59.46 $62.44
Cyber Information Security Officer 223 $51.01 $53.56 $56.23 $59.05 $62.00 $65.10 $68.35 $71.77
Deputy City Attorney I 229 $54.14 $56.85 $59.69 $62.68 $65.81 $69.10 $72.56 $76.19
Deputy City Attorney II 255 $70.13 $73.64 $77.32 $81.18 $85.24 $89.51 $93.98 $98.68
Deputy City Engineer 240 $60.41 $63.43 $66.60 $69.93 $73.42 $77.10 $80.95 $85.00
Deputy Fire Marshal 213 $46.18 $48.48 $50.91 $53.45 $56.13 $58.93 $61.88 $64.97
Detention Administrator 222 $50.50 $53.03 $55.68 $58.46 $61.38 $64.45 $67.68 $71.06
Economic Development Project Manager 222 $50.50 $53.03 $55.68 $58.46 $61.38 $64.45 $67.68 $71.06
Economic Development Manager 240 $60.41 $63.43 $66.60 $69.93 $73.42 $77.10 $80.95 $85.00
Environmental Services Manager 230 $54.69 $57.42 $60.29 $63.31 $66.47 $69.79 $73.28 $76.95
Finance Manager 239 $59.81 $62.80 $65.94 $69.24 $72.70 $76.33 $80.15 $84.16
Fire Marshal 243 $62.24 $65.35 $68.62 $72.05 $75.65 $79.43 $83.40 $87.57
Fire Medical Coordinator 214 $46.64 $48.97 $51.42 $53.99 $56.69 $59.52 $62.50 $65.62
Fleet Operations Supervisor 210 $44.82 $47.06 $49.41 $51.88 $54.48 $57.20 $60.06 $63.06
Homeless Services Manager 233 $56.34 $59.16 $62.12 S65.22 $68.48 $71.91 $75.50 $79.28
Housing Manager 233 $56.34 $59.16 $62.12 $65.22 $68.48 $71.91 $75.50 $79.28
Human Resources Analyst 195 $38.60 $40.53 $42.56 $44.69 $46.92 $49.27 $51.73 $54.32
Human Resources Manager 241 $61.01 $64.06 $67.26 $70.63 $74.16 $77.87 $81.76 $85.85
Information Technology Manager 243 $62.24 $65.35 $68.62 $72.05 $75.65 $79.43 $83.40 $87.57
Information Technology Supervisor 220 $49.51 $51.98 $54.58 $57.31 $60.18 $63.18 $66.34 $69.66
Landscape Architect 208 $43.93 $46.13 $48.44 $50.86 $53.40 $56.07 $58.88 $61.82
Management Analyst 195 $38.60 $40.53 $42.56 $44.69 $46.92 $49.27 $51.73 $54.32
Multimedia Coordinator 204 $42.22 $44.33 $46.55 $48.87 $51.32 $53.88 $56.58 $59.41
Municipal Records Manager 205 $42.64 $44.77 $47.01 $49.36 $51.83 $54.42 $57.14 $60.00
Network Systems Administrator 228 $53.61 $56.29 $59.10 $62.06 $65.16 $68.42 $71.84 $75.43
Parking&Camping Operations Supervisor 202 $41.39 $43.46 $45.63 $47.91 $50.31 $52.82 $55.46 $58.24
Permit&Plan Check Manager 233 $56.34 $59.16 $62.12 $65.22 $68.48 $71.91 $75.50 $79.28
Permit&Plan Check Supervisor 208 $43.93 $46.13 $48.44 $50.86 $53.40 $56.07 $58.88 $61.82
Plan Check Engineer 226 $52.55 $55.18 $57.94 $60.84 $63.88 $67.07 $70.42 $73.95
Planning Manager 239 $59.81 $62.80 $65.94 $69.24 $72.70 $76.33 $80.15 $84.16
Police Services Manager 222 $50.50 $53.03 $55.68 $58.46 $61.38 $64.45 $67.68 $71.06
Principal Civil Engineer 238 $59.22 $62.18 $65.29 $68.55 $71.98 $75.58 $79.36 $83.32
Principal Combination Inspector 205 $42.64 $44.77 $47.01 $49.36 $51.83 $54.42 $57.14 $60.00
Principal Finance Analyst 222 $50.50 $53.03 $55.68 $58.46 $61.38 $64.45 $67.68 $71.06
Principal Human Resources Analyst 217 $48.05 $50.45 $52.98 $55.62 $58.41 $61.33 $64.39 $67.61
Principal Information Technology Analyst 228 $53.61 $56.29 $59.10 $62.06 $65.16 $68.42 $71.84 $75.43
Principal Librarian 204 $42.22 $44.33 $46.55 $48.87 $51.32 $53.88 $56.58 $59.41
Principal Management Analyst 217 $48.05 $50.45 $52.98 $55.62 $58.41 $61.33 $64.39 $67.61
Principal Planner 229 $54.14 $56.85 $59.69 $62.68 $65.81 $69.10 $72.56 $76.19
Public Affairs Manager 235 $57.48 $60.35 $63.37 $66.53 $69.86 $73.35 $77.02 $80.87
Public Affairs Officer 226 $52.55 $55.18 $57.94 $60.84 $63.88 $67.07 $70.42 $73.95
Public Works Maintenance Superintendent 221 $50.00 $52.50 $55.13 $57.88 $60.78 $63.82 $67.01 $70.36
Public Works Maintenance Supervisor 209 $44.37 $46.59 $48.92 $51.37 $53.94 $56.63 $59.46 $62.44
Public Works Operations Manager 256 $70.83 $74.37 $78.09 $82.00 $86.10 $90.40 $94.92 $99.67
Real Estate&Project Manager 219 $49.02 $51.47 $54.04 $56.74 $59.58 $62.56 $65.69 $68.97
Risk Manager 237 $58.63 $61.56 $64.64 $67.87 $71.27 $74.83 $78.57 $82.50
Senior Civil Engineer 225 $52.03 $54.63 $57.36 $60.23 $63.24 $66.41 $69.73 $73.21
MEO MOU January 1,2025-December 31,2027 32
EXHIBIT A-SALARY SCHEDULE
MEO Salary Schedule
Effective the Pay Period Including January 1, 2025
Classification Title Range A B C D E F G H
Senior Community&Library Services Supervisor 202 $41.39 $43.46 $45.63 $47.91 $50.31 $52.82 $55.46 $58.24
Senior Deputy City Attorney 266 $78.24 $82.15 $86.26 $90.58 $95.10 $99.86 $104.85 $110.09
Senior Finance Analyst 214 $46.64 $48.97 $51.42 $53.99 $56.69 $59.52 $62.50 $65.62
Senior Human Resources Analyst 209 $44.37 $46.59 $48.92 $51.37 $53.94 $56.63 $59.46 $62.44
Senior Librarian 189 $36.37 $38.18 $40.09 $42.10 $44.20 $46.41 $48.73 $51.17
Senior Management Analyst 209 $44.37 $46.59 $48.92 $51.37 $53.94 $56.63 $59.46 $62.44
Senior Planner 219 $49.02 $51.47 $54.04 $56.74 $59.58 $62.56 $65.69 $68.97
Senior Traffic Engineer 234 $56.91 $59.75 $62.74 $65.88 $69.17 $72.63 $76.26 $80.07
Traffic&Transportation Manager 242 $61.62 $64.70 $67.94 $71.33 $74.90 $78.65 $82.58 $86.71
Treasury Manager 239 $59.81 $62.80 $65.94 $69.24 $72.70 $76.33 $80.15 $84.16
Utilities Manager 241 $61.01 $64.06 $67.26 $70.63 $74.16 $77.87 $81.76 $85.85
Utilities Superintendent 221 $50.00 $52.50 $55.13 $57.88 $60.78 $63.82 $67.01 $70.36
Wastewater Supervisor 209 $44.37 $46.59 $48.92 $51.37 $53.94 $56.63 $59.46 $62.44
Water Quality Supervisor 209 $44.37 $46.59 $48.92 $51.37 $53.94 $56.63 $59.46 $62.44
Water Utility Supervisor 211 $45.27 $47.53 $49.91 $52.40 $55.02 $57.77 $60.66 $63.69
MEO MOU January 1,2025-December 31,2027 33
MANAGEMENT EMPLOYEES' ORGANIZATION
O
EXHIBIT B —9/80 WORK SCHEDULE
This work schedule is known as the "9/80". In the event that there is a conflict with the
current rules, practices and/or procedures regarding work schedules and leave plans,
then the rules listed below shall govern.
9/80 WORK SCHEDULE DEFINED
The 9/80 work schedule shall be defined as working nine (9)days for eighty (80) hours in
a two-week pay period by working eight (8) days at nine (9) hours per day and working
one (1) day for eight (8) hours (Friday), with a one-hour lunch during each work shift,
totaling forty (40) hours in each work week. The 9/80 work schedule shall not reduce
service to the public, departmental effectiveness, productivity and/or efficiency as
determined by the City Manager or designee.
A. Forty (40) Hour Work Week
The actual work week is from Friday at mid-shift (p.m.) to Friday at mid-shift (a.m.).
No employee working the 9/80 work schedule will be able to flex their Friday start time
nor the time they take their lunch break, which will be from 12:00 p.m. to 1:00 p.m. on
Fridays. All employee work shifts will start at 8:00 a.m. on their Friday worked. The
start of the work week is 12:00 noon Friday.
B. Two-Week Pay Period
The pay period for employees starts Friday mid-shift(p.m.) and continues for fourteen
(14) days until Friday mid-shift (a.m.). During this period, each week is made up of
four (4) nine (9) hour work days (thirty-six (36) hours) and one (1)four(4) hour Friday
and those hours equal forty (40) hours in each work week (e.g. the Friday is split into
four (4) hours for the a.m. shift, which is charged to work week one and four(4) hours
for the p.m. shift, which is charged to work week two).
•
C. A/B Schedules
To continue to provide service to the public every Friday, employees are to be divided
between two schedules, known as the "A"schedule and the "B" schedule, based upon
the departmental needs. For identification purposes, the"A" schedule shall be known
as the schedule with a day off in the Friday in the middle of the pay period, or, "off on
payday", the "B" schedule shall have the first Friday (p.m.) and the last Friday (a.m.)
off, or"working on payday". An example is listed below:
MEO MOU January 1,2025—December 31,2027 34
MANAGEMENT EMPLOYEES' ORGANIZATION
AM PM AM PM AM PM
F FSSMTWThF FSSMTWThF F
A Schedule 4 4 - - 9 9 9 9 - - - - 9 9 9 9 4 4
B Schedule - - - - 9 9 9 9 4 4 - - 9 9 9 9 -
NB Schedule Changes
Employees cannot change schedules without prior approval of their supervisor,
Department Head, and the Director of Human Resources or designee.
D. Emergencies
All Employees on the 9/80 work schedule are subject to be called to work anytime to
meet any and all emergencies or unusual conditions which, in the opinion of the City
Manager, Department Head or designee may require such service from any of said
employees.
LEAVE BENEFITS
When an employee is off on a scheduled workday under the 9/80 work schedule, then
nine (9) hours of eligible leave per workday shall be charged against the employee's leave
balance or eight (8) hours shall be charged if the day off is a Friday. All leaves shall
continue under the current accrual, eligibility, request and approval requirements.
1. General Leave—As stated in Memorandum of Understanding
2. Sick Leave -As stated in Memorandum of Understanding
3. Administrative Leave —As stated in Memorandum of Understanding
4. Bereavement Leave -As stated in Memorandum of Understanding
5. Holidays—As stated in Memorandum of Understanding
6. Jury Duty — The provisions of the Personnel Rules shall continue to apply;
however, if an employee is called to serve on a jury duty during normal Friday off,
Saturday, or Sunday, or on a City holiday, then the jury duty shall be considered as
the same as having occurred during the employee's day off work; therefore, the
employee will receive no additional compensation.
MEO MOU January 1,2025—December 31,2027 35
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT C —4/10 WORK SCHEDULE
In the event that there is a conflict with the current rules, practices and/or procedures
regarding work schedules and leave plans, then the rules listed below shall govern.
4/10 WORK SCHEDULE DEFINED
The 4/10 work schedule shall be defined as working eight (8) days for eighty (80) hours
in a two-week pay period by working eight (8) days (Monday through Thursday, Fridays
off) at ten (10) hours per day, plus a one-hour lunch during each work shift, totaling forty
(40) hours in each work week. The 4/10 work schedule shall not reduce service to the
public, departmental effectiveness, productivity and/or efficiency as determined by the
City Manager or designee.
All employees on the 4/10 work schedule are subject to be called to work any time to
meet any and all emergencies or unusual conditions which, in the opinion of the City
Manager, Department Head or designee may require such service from any of said
employees.
LEAVE BENEFITS
When an employee is off on a scheduled workday under the 4/10 work schedule, the ten
(10) hours of eligible leave per workday shall be charged against the employee's leave
balance. All leaves shall continue under the current accrual, eligibility, request, and
approval requirements.
1. General Leave—As stated in Memorandum of Understanding
2. Sick Leave—As stated in Memorandum of Understanding
3. Administrative Leave—As stated in Memorandum of Understanding
4. Bereavement Leave—As stated in Memorandum of Understanding
5. Holidays—As stated in Memorandum of Understanding
6. Jury Duty — The provisions of the Personnel Rules shall continue to apply;
however, if an employee is called to serve on jury duty during a normal Friday off,
Saturday, or Sunday, or on a City holiday, then the jury duty shall be considered
the same as having occurred during the employee's day off work; therefore, the
employee will receive no added compensation.
MEO MOU January 1,2025—December 31,2027 36
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT D - RETIREE SUBSIDY MEDICAL PLAN
Employees hired on or after October 1, 2014, shall not be eligible for this benefit.
An employee who has retired from the City shall be entitled to participate in City-
sponsored medical insurance plans, and the City shall contribute toward monthly
premiums for coverage in an amount as specified in accordance with this Plan, provided:
A. The employee has a minimum of ten (10)years of continuous full-time City service, or
is granted an industrial disability retirement; and
B. At the time of retirement, the employee is employed by the City; and
C. Following official separation from the City, the employee is granted a retirement
allowance by the California Public Employees' Retirement System.
The City's obligation to pay the monthly premium as indicated shall be modified
downward or cease during the lifetime of the retiree upon the occurrence of any one
of the following:
1. On the first of the month in which a retiree or dependent reaches age sixty-five
(65) or on the date the retiree or dependent can first apply and become eligible,
automatically or voluntarily, for medical coverage under Medicare (whether or not
such application is made) the City's obligation to pay monthly premiums may be
adjusted downward or eliminated. Benefit coverage at age sixty-five (65) under
the City's medical plans shall be governed by applicable plan document.
2. In the event of the death of any employee, whether retired or not, the amount of
the retiree medical insurance subsidy benefit which the deceased employee was
receiving at the time of their death or would be eligible to receive if they were retired
at the time of death, shall be paid on behalf of the spouse or family for a period not
to exceed twelve (12) months.
SCHEDULE OF BENEFITS
A. Minimum Eligibility for Benefits — With the exception of an industrial disability
retirement, eligibility for benefits begin after an employee has completed ten (10)years
of continuous full-time service with the City of Huntington Beach. Said service must
be continuous unless prior service is reinstated at the time of their rehire in accordance
with the City's Personnel Rules.
B. 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 one hundred twenty-one dollars ($121). Payments shall be in accordance with the
MEO MOU January 1,2025—December 31,2027 37
MANAGEMENT EMPLOYEES' ORGANIZATION
stipulations and conditions, which exist for all.retirees. Payments shall not exceed
dollar amount, which is equal to the full cost of premium for employee only.
C. Maximum Monthly Subsidy Payments — Payment amounts may be reduced each
month as dependent eligibility ceases due to death, divorce, or loss of dependent child
status. However, the amount shall not be reduced if such reduction would cause
insufficient funds needed to pay the full premium for the employee and the remaining
dependents. In the event no reduction occurs and the remaining benefit premium is
not sufficient to pay the premium amount for the employee and the eligible
dependents, said needed excess premium amount shall be paid by the employee.
All retirees, including those retired as a result of disability whose number of
continuous, full-time years of City service prior to retirement exceeds ten (10), shall
be entitled to maximum monthly payment premiums by the City for each year of
completed City service as follows:
Maximum Monthly Payment
for Retirements After:
Years of
Service Subsidy
10 $121
11 136
12 151
13 166
14 . 181
15 196
16 211
17 226
18 241
19 256
20 271
21 286
22 300
23 315
24 330
25 344
RETIREE SUBSIDY MEDICAL PLAN/ MISCELLANEOUS PROVISIONS
A. Eligibility:
1. The effective start-up date of the Retiree Subsidy Medical Plan for the various
employee groups shall be the first of the month following retirement date.
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2. A retiree may change plans, add dependents, etc., during annual open enrollment.
The Human Resources Department shall notify covered retirees of this opportunity
each year.
3. Years of service computed for the Retiree Subsidy Medical Plan are actual years
of completed service with the City of Huntington Beach.
B. Benefits:
1. Retiree Subsidy Medical Plan includes the available group medical plans offered
to active unit members at the time of retirement.
2. City Plans are the primary payer for active employees age 65 and over, with
Medicare the secondary payer. Retirees age 65 and over have no City Plan
options and are eligible only for Medicare.
3. Premium payments are to be received at least one month in advance of the
coverage period.
C. Subsidies:
1. The subsidy payments will pay for:
a. Retiree Subsidy Medical Plan.
b. HMO.
c. Part A of Medicare for those retirees not eligible for paid Part A.
2. Subsidy payments will not pay for:
a. Part B Medicare.
b. Any other employee benefit plan.
c. Any other commercially available benefit plan.
d. Medicare supplements.
D. Medicare:
1. All persons are eligible for Medicare coverage at age sixty-five (65). Those with
sufficient credit quarters of Social Security will receive Part A of Medicare at no
cost. Those without sufficient credit quarters are still eligible for Medicare at age
sixty-five (65), but will have to pay for Part A of Medicare if the individual elects to
take Medicare. In all cases, Part B of Medicare is paid for by the participant.
MEO MOU January 1,2025—December 31,2027 39
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2. When a retiree and their spouse are both sixty-five (65) or over, and neither is
eligible for paid Part A of Medicare, the subsidy shall pay for Part A for each of
them or the maximum subsidy, whichever is less.
3. When a retiree at age sixty-five (65) is eligible for paid Part A of Medicare and their
spouse is not eligible for paid Part A, the spouse shall not receive the subsidy.
When a retiree at age sixty-five (65) is not eligible for paid Part A of Medicare and
their spouse who is also age sixty-five (65) is eligible for paid Part A of Medicare,
the subsidy shall be for the retiree's Part A only.
E. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply:
a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be
eliminated on the first day of the month in which the retiree reaches age sixty-
five (65). If such retiree was covering dependents under the Plan, dependents
will be eligible for state and or federal COBRA continuation benefits effective
as of the retiree's sixty-fifth (65th) birthday.
b. Dependent coverage will be eliminated upon whichever of the following
occasions comes first:
i. After thirty-six (36) months of COBRA continuation coverage, or
ii. When the covered dependent reaches age sixty-five (65) in the event such
dependent reaches age sixty-five (65) prior to the retiree reaching age sixty-
five (65).
c. At age sixty-five (65) retirees are eligible to make application for Medicare.
Upon being considered "eligible to make application", whether or not
application has been made for Medicare, the Retiree Subsidy Medical Plan will
be eliminated.
2. See provisions under "Benefits", "Subsidies", and "Medicare" for those
retirees/dependents not eligible for paid Part A of Medicare.
3. Retiree Subsidy Medical Plan and COBRA participants shall be notified of non-
payment of premium by means of a certified letter from Employee Benefits in
accordance with provisions of the Memorandums of Understanding.
4. A retiree who fails to pay premiums due for coverage and is in arrears for sixty(60)
days shall be terminated from the Plan and shall not have reinstatement rights.
MEO MOU January 1,2025—December 31,2027 40
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EXHIBIT E—VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Request Form
According to the provisions of the Voluntary Catastrophic Leave Donation Program,
hereby request donated vacation, general leave or compensatory time.
MY SIGNATURE CERTIFIES THAT:
• A leave of absence in relation to a catastrophic illness or injury has been approved
by my department; and
• I am not receiving disability benefits or Workers' Compensation payments.
Name: (Please Print or Type:Last, First, MI)
Work Phone: Department:
!Job Title: Employee ID#:
Requester Signature: Date:
Department Director Signature: Date:
Human Resources Department-Use Only
End donation date will bridge to:
❑ Long Term Disability End donation date:
❑ Medical Retirement beginning
❑ Length of FMLA leave ending
❑ Return to work
Human Resources Director Signature: Date signed:
MEO MOU January2025-December 31,2027 41
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MANAGEMENT EMPLOYEES' ORGANIZATION
Voluntary Catastrophic Leave Donation Program
Leave Donation Form
Donor, please complete
Donor Name: (Please Print or Type:Last, First, Ml)
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
El General Leave Hours of General Leave
El Administrative Leave Hours of Administrative 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, Compensatory Time, Administrative or General
Leave hours to the Catastrophic Leave Donation Program for:
Eligible recipient employee's name (Last, First, Ml):
Donor Signature: Date:
Please submit to Payroll in the Finance Department.
MEO MOU January 1,2025—December 31,2027 42
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EXHIBIT F—PERSONNEL RULES 19 AND 20
RULE 19
GRIEVANCE PROCEDURE NON-DISCIPLINARY MATTERS
19-1. PURPOSE.
The purpose of this rule is to provide a means by which grievances of employees or
employee organizations may be considered, discussed and resolved at the level closest
to their point of origin. The grievance procedure provided for in this rule does not apply to
the review of employee disciplinary matters which subject is treated in Rule 20 hereof.
19-2. DEFINITION.
For the purpose of this rule, a grievance is a dispute concerning the interpretation or
application of any provision of the City's Employer-Employee Relations Resolution, or any
provision of this resolution or any departmental rule governing personnel practices or
working conditions with the exception of matters excluded by Section 19-3.
19-3. MATTERS EXCLUDED FROM GRIEVANCE PROCEDURE.
The following subjects are excluded from the grievance procedure provided for herein:
(a) The review of employee disciplinary matters, which is treated in Rule 20 hereof.
(b)All matters subject to impasse procedure, provided in the Employer-Employee
Relations Resolution.
19-4. SUBMISSION OF GRIEVANCES.
Any individual employee or recognized employee organization shall have the right to
present a grievance.
If two (2) or more employees have essentially the same grievance and report to the same
supervisor, they may, and if requested to do so by the City, must jointly or collectively
present and pursue their grievance.
If a grievance is alleged by three (3) or more employees, the group shall, at the request
of the City, appoint one of such employees to speak for the group.
19-5. GRIEVANCE PROCEDURE.
The grievance procedure shall consist of the following steps, each of which must be
completed prior to any request for further consideration of the matter unless otherwise
provided herein:
Step 1: Informal Discussion (optional). If an employee feels that he has a grievance, as
defined in Section 19-2, he may request a meeting with his immediate supervisor within
ten (10) days after the employee becomes aware or reasonably should have become
aware of the subject matter of the grievance. The immediate supervisor, within five (5)
days of such request, shall meet with the employee when so requested and discuss the
grievances in an effort to clarify the issue and work toward a cooperative settlement or
MEO MOU January 1,2025—December 31,2027 43
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resolution of the dispute. The immediate supervisor shall present, verbally or in writing,
his decision to the employee within five (5) days from the time of the informal discussion.
Step 2. Formal Procedure. Immediate Supervisor. If the grievance is not settled through
informal discussion, or if the employee elects not to invoke his right to informal discussion,
the employee may formally submit a grievance to his immediate supervisor within five (5)
days following the decision pursuant to informal discussion, or in the event the employee
does not elect to invoke his right to informal discussion, within ten (10) days after the
occurrence which gives rise to the grievance or after the employee becomes aware or
reasonably should have been aware of the subject matter of the grievance. Such
submission shall be in writing, stating the nature of the grievance and a suggested
solution or requested remedy. Within five (5) days after receipt of the written grievance,
the immediate supervisor shall meet with the employee. Within five (5) days thereafter
written decision shall be given the employee by the immediate supervisor.
Step 3. Department Head. In cases where the department head is not the immediate
supervisor, if the grievance is not settled under Step 2, the grievance may be presented
to the department head. The grievance shall be submitted within five (5) days after the
receipt of the written decision from Step 2.
Within five (5) days after receipt of the written grievance, the department head, or his
representative, shall meet with the employee and his immediate supervisor, if any. Within
five (5) days thereafter written decision shall be given to the employee.
Step 4. City Administrator. If the grievance is not settled under Step 3, the grievance may
be presented to the City Administrator in accordance with the following procedure: Within
fifteen (15) days after the time the decision is rendered under Step 3 above, a written
statement of the grievance shall be filed with the Human Resources Manager who shall
act as hearing officer and shall set the matter for hearing within fifteen (15)days thereafter
and shall cause notice to be served upon all interested parties. The Human Resources
Manager, or his representative, shall hear the matter de novo and shall make
recommended findings, conclusions and decision in the form of a written report and
recommendation to the City Administrator within five (5)days following such hearing. The
City Administrator may, in his discretion, receive additional evidence or argument by
setting the matter for hearing within ten.(10) days following his receipt of such report and
causing notice of such hearing to be served upon all interested parties.
Within five (5) days after receipt of report, or the hearing provided for above, if such
hearing is set by the City Administrator, the City Administrator shall make written decision
and cause such to be served upon the employee or employee organization and the
Human Resources Manager.
Step 5. Personnel Board. If the grievance is not settled under Step 4, it may be appealed
to the Personnel Board for de novo hearing and final determination in accordance with
the following procedure:
(a) Within five (5) days after the time decision is rendered under Step 4 above, a
written statement of grievance shall be filed with the Personnel Director. Such
statement of grievance shall set forth in detail the nature of the grievance, the facts
surrounding the subject matter of the grievance, the contentions of the employee
and the proposed solution or determination.
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(b) Hearing. As soon as practicable thereafter, the Human Resources Manager shall
set the matter for hearing before a hearing officer either selected by mutual consent
of the parties or from a list provided by.the Personnel Commission. Ratification of
the hearing officer selected by mutual consent of the parties, if from a list approved
by the Personnel Commission, shall not require separate approval or ratification
by the Personnel Commission. The hearing officer shall hear the case and make
recommended findings, conclusions and decision in the form of a written report
and recommendation to the Personnel Commission. In lieu of the hearing officer
process, the personnel Commission may agree to hear a case directly upon
submission of the case by mutual consent of the parties.
19-6. SUPPLEMENTAL HEARING BY PERSONNEL BOARD.
(a) The Board may, in its sole discretion, after it has received the written report and
recommendation of the hearing officer, set the matter for private hearing for the
purpose of receiving additional evidence or argument. In the event the Board sets
a private hearing for such purpose, the Personnel Director shall give written notice
of such to all parties concerned in such matter.
(b) The Board, following a consideration of the hearing officer's written report and
recommendation and deliberation thereon and any supplemental hearing before
the Board, shall make findings, conclusions and decision which shall be final and
binding on all parties and from which there shall be no further appeal.
19-7. GRIEVANCE. DEPARTMENT HEAD.
Any department head who has a grievance may present it to the City Administrator for
determination. The City Administrator shall render a written decision to said department
head within five (5) days after such submission, which decision may be appealed by the
department head to the Personnel Board in accordance with Step 5 of Section 19-5.
RULE 20
REVIEW PROCEDURE IN DISCIPLINARY MATTERS
20-1. PURPOSE.
The purpose of this rule is to provide a procedure for recommending and imposing
discipline against City employees, and a means by which an employee may
administratively appeal any such disciplinary action.
20-2 DEFINITION.
For the purpose of this rule, a grievance is a dispute concerning the application,
interpretation, or enforcement of the rules contained in this resolution or departmental
rules governing the conduct of employees in the competitive service in cases where
discipline has been imposed upon such employees.
MEO MOU January 1,2025—December 31,2027 45
MANAGEMENT EMPLOYEES' ORGANIZATION
1) Notice of Proposed Adverse Action
For Disciplinary demotions, suspensions or dismissals, an employee shall be
served a written Notice of Proposed Adverse Action by the employee's department
head, or his/her designee, or by certified mail, prior to the proposed disciplinary
action taking effect. The notice shall state the reasons for and charges upon which
the proposed action is based, and the effective date of the action the right to
respond and the employer's right to representation. A copy of all materials upon
which the proposed action is based shall be attached to the notice.
2) Employee's Right to Respond
The employee shall be given a minimum of ten (10)calendar days to respond orally
and/or in writing to the charges upon which the proposed action is based. The
employee's response shall be made to and/or before his/her department head.
3) Time Off
The employee shall be given reasonable time off with pay to attend disciplinary
meetings.
4) Final Notice of Decision
After an employee has responded to or waived his/her right to respond to the
proposed adverse action, the employee shall be served with a final Notice of
Decision from his/her department head. The final written Notice of Decision shall
state whether or not the proposed action shall be taken or modified, and the
reasons therefore and effective date of the action.
20-3. SUBMISSION OF GRIEVANCES.
Any individual employee shall have the right to present a grievance. If two (2) or more
employees have essentially the same grievance and report to the same supervisor, they
may, and if requested to do so by the city, must collectively present and pursue their
grievance, if a grievance is alleged by three (3) or more employees, the group shall, at
the request of the city, appoint one (1) such employee to speak for the group.
Appeal to Personnel Commission
Disciplinary action involving the termination, suspension, demotion or other reduction in
pay may be appealed to the Personnel Commission for de novo hearing and final
determination in accordance with the following procedure:
1) Request for Appeal
Within five (5) days after the employee's receipt of a final Notice of Discipline, a
written request for an appeal to the Personnel Commission shall be submitted to
the Human Resources Manager.
2) Hearing.
As soon as practicable thereafter, the Human Resources Manager shall set the
matter for hearing before a hearing officer. The hearing officer shall hear the case
without the Board and shall make recommended findings, conclusions and
decision in the form of a written report and recommendation to the Board.
MEO MOU January 1,2025-December 31,2027 46
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3) Final Decision
The Board shall consider the written report and recommendations of the hearing
officer and after due deliberation in executive session, shall render a decision in
the matter which shall be final and binding on all parties, and from which there shall
be no further appeal.
20-4. GRIEVANCE PROCEDURE.
The grievance procedure shall consist of the following steps, each of which must be
completed prior to any request for further consideration of the matter unless otherwise
provided herein:
Step 1. Informal Discussion (optional). If an employee feels that he has a grievance, as
defined in Section 20-2 hereof, he may request a meeting with his immediate supervisor
within ten (10) days after the employee becomes aware or reasonably should have
become aware of the subject matter of the grievance. The immediate supervisor, within
five (5) days of such request, shall meet with the employee when so requested and
discuss the grievance in an effort to clarify the issue and work toward a cooperative
settlement or resolution of the dispute. The immediate supervisor shall present, verbally
or in writing, his decision to the employee within five (5)days from the time of the informal
discussion.
Step 2. Formal Procedure. Immediate Supervisor. If the problem is not settled through
informal discussion, or if the employee elects not to invoke his right to informal discussion,
the employee may formally submit a grievance to his immediate supervisor within five (5)
days following the decision pursuant to informal discussion, or in the event the employee
does not elect to invoke his right to informal discussion, within ten (10) days after the
occurrence which gives rise to the grievance, or after the employee becomes aware or
reasonably should have been aware of the subject matter of the grievance. Such
submission shall be in writing, stating the nature of the grievance and a suggested
solution or requested remedy. Within five (5) days after receipt of the written grievance,
the immediate supervisor shall meet with the employee. Within five (5) days thereafter
written decision shall be given the employee by the immediate supervisor.
Step 3. Department Head. In cases where the department head is not the immediate
supervisor, if the grievance is not settled under Step 2, the grievance may be presented
to the department head.The grievance shall be submitted within five (5) days after receipt
of the written decision from Step 2. Within five (5) days after receipt of the written
grievance, the department head, or his representative, shall meet with the employee and
his immediate supervisor, if any. Within five (5) days thereafter written decision shall be
given to the employee.
Supplemental Hearing by Personnel Board
1) The Board may, in its sole discretion, after it has received the written report and
recommendation of the hearing officer, set the matter for private hearing for the
purpose of receiving additional evidence or argument. In the event the Board sets
a private hearing for such purposes, the Human Resources Manager shall give
written notice to all parties concerned in such matter.
MEO MOU January 1,2025—December 31,2027 47
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2) The Board, following a consideration of the hearing officer's written report and
recommendation and deliberation thereon and any supplemental hearing before
the Board, shall make findings, conclusions and decisions which shall be final and
binding on all parties and from which there shall be no further appeal.
20-5. PERSONNEL BOARD.
If the grievance is not settled under Step 3, it may be appealed to the Personnel Board
for de novo hearing and final determination in accordance with the following procedure:
(a) Within five (5) days after the time decision is rendered under Step 3 above, a
written statement of grievance shall be filed with the Personnel Director. Such
statement of grievance shall set forth in detail the nature of the grievance, the
contentions of the employee and the proposed solution or determination.
(b) Hearing. As soon as practicable thereafter, the Personnel Director shall set the
matter for hearing before a hearing officer. The hearing officer shall hear the case
without the Board and shall make recommended findings, conclusions and
decision in the form of a written report and recommendation to the Board.
(c) The Board shall consider the written report and recommendations of the hearing
officer and after due deliberation in executive session, shall render a decision in
the matter which shall be final and binding on all parties, and from which there shall
be no further appeal.
Employee Status on Pending Appeal
Notwithstanding the provisions of Rule 7, Section 7-4 (Suspension with Pay), the
disciplinary action shall be effective pending an appeal to the Personnel Commission.
20-6. SUPPLEMENTAL HEARING BY PERSONNEL BOARD.
(a) The Board may, in its sole discretion, after if has received the written report and
recommendation of the hearing officer, set the matter for private hearing for the
purpose of receiving additional evidence of argument. In the event the Board sets
a private hearing for such purposes,the Personnel Director shall give written notice
of such to all parties concerned in such matter.
(b) The Board, following a consideration of the hearing officer's written report and
recommendation and deliberation thereon and any supplemental hearing before
the Board, shall make findings, conclusions and decision which shall be final and
binding on all parties and from which there shall be no further appeal.
20-7.APPEALS, SUSPENSION, DEMOTION OR DISCHARGE.
All appeals concerning those matters specified in subsection (d), Section 808 of the City
Charter, namely suspension for more than thirty (30) days, demotion, or discharge, shall
be to the Personnel Board in accordance with the procedures set forth in Sections 20-5
and 20-6 above.
MEO MOU January 1,2025-December 31,2027 48
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20-8. GRIEVANCE. DEPARTMENT HEAD.
Any department head who has a grievance may present it to the City Administrator for
determination. The City Administrator shall render a written decision to said department
head within five (5) days after such submission, which decision may be appealed by the
department head to the Personnel Board in accordance with Sections 20-5 and 20-6 of
this resolution.
20-9. EMPLOYEE STATUS PENDING FINAL DETERMINATION.
Notwithstanding the provisions of Rule 7, Section 7-4 (Suspension without Pay), the
action of a department head, or the City Administrator if a department head is involved,
shall be effective pending review by the appellate authority, and no employee shall be
entitled to compensation during said period unless the action of the department head or
City Administrator is modified by such appellate authority to provide for compensation, or
is revoked. The appellate authority may order reinstatement of the employee and may
grant full, partial, or no compensation for the period of suspension, demotion or dismissal.
MEO MOU January 1,2025—December 31,2027 49
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EXHIBIT G - PHYSICAL EXAMINATION DESCRIPTION
I. Complete Health History
II. Complete Physical Examination by Physician
III. Computer Printout:
A. Physiological Tests:
1. Temperature
2. Height
3. Weight
4. Vision
5. Audiometry (Hearing Screening)
6. Blood Pressure
7. Pulse
8. Chest X-Ray
9. EKG
10.History
11.Tonometry (Glaucoma)for patients 35 and over.
12.Spirometry (Breathing)
B. Laboratory Tests:
1. Blood Chemistry Screening Tests:
SGPT Triglycerides
SGOT Glucose Fasting
LDH BUN
Alk. Phosphatase Creatinine
Total Bilirubin Uric Acid
Total Protein Calcium
Albumin-Serum Inorganic Phosphate
Globulin Sodium
Cholesterol Potassium
2. Complete Blood Count
3. Urinalysis
4. Stool Test for Blood
5. RPR
6. Pap Smear on Females
7. HDL
IV. Examination Findings:
A. Consultation with Physician
B. Written Report of Findings
MEO MOU January 1,2025—December 31,2027 50
Res. No. 2025-44
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 3, 2025 by the following vote:
AYES: Twining, McKeon, Burns, Van Der Mark, Gruel, Williams
NOES: Kennedy
ABSENT: None
ABSTAIN: None
X41-116416*PAK
City Clerk and ex-officio.Clerk of the
City Council of the City of..
Huntington Beach, California