HomeMy WebLinkAboutCity Council - 2025-43 RESOLUTION NO. 2025-43
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
APPROVING AND IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE HUNTINGTON BEACH MUNICIPAL TEAMSTERS (HBMT)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 Huntington
Beach Municipal Teamsters (HBMT), 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 3rd day of June , 2025.
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Mayor
REVIEWED AND APPROVED: APPROVED AS TO FORM:
4
ravis Hopkins, City Manager Mike iglio amity At orney
INITIATED AND APPROVED:
Marissa Sur,
Director of Human Resources
25-16515/379402
Reso No. 2025-43
Exhibit "A"
Memorandum of Understanding
Between
Huntington Beach Municipal Teamsters
and
City of Huntington Beach
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January 1 , 2025 — December 31 , 2027
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
PREAMBLE 1
ARTICLE I -TERM OF MOU 1
ARTICLE II - REPRESENTATIONAL UNIT/CLASS 1
ARTICLE III - MANAGEMENT RIGHTS 2
ARTICLE IV- EXISTING CONDITIONS 2
ARTICLE V- SEVERABILITY 2
ARTICLE VI - SALARY SCHEDULE 3
A. CLASSIFICATION AND SALARY RATES 3
B. PERFORMANCE BONUS 3
ARTICLE VII -SPECIAL PAY 4
A. EDUCATION 4
1. Tuition Reimbursement 4
B. ASSIGNMENT PAY 4
1. Leadworker Differential 4
2. Shift Differential 4
a. Afternoon Shift 4
b. Night Shift 5
c. Shifts Defined 5
C. SPECIAL CERTIFICATION/SKILL PAY 5
1. Bilingual Skill 5
2. Hazardous Materials Duty Assignment Pay 5
D. ONE-TIME PAYMENT 6
ARTICLE VIII - UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT 6
A. UNIFORM AND SAFETY SHOES 6
1. Safety Shoes—Cost 6
2. Safety Glasses 6
B. TOOL ALLOWANCE 6
C. VEHICLE USE 7
ARTICLE IX- HOURS OR WORK/OVERTIME 7
A. WORK SCHEDULE 7
1. Pay Definitions 7
2. Defined Workweek under Fair Labor Standards Act(FLSA) 8
3. Flex Schedule and Alternative Work Schedule—Civic Center Employees 8
a. 5/40 Work Schedule 8
b. 9/80 Work Schedule 9
c. 4/10 Work Schedule 9
d. Existing Work Schedules 9
B. OVERTIME/COMPENSATORY TIME 9
1. FLSA Workweek and Employee Pay Period 9
2. Overtime 10
3. Work Shift that Exceeds Thirteen (13) Hours 10
HBMT MOU January 1,2025—December 31,2027
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
C. EMPLOYEE FATIGUE 10
D. CALLBACK 11
E. MANDATORY STANDBY 11
F. ACTING ASSIGNMENT 11
G. COURT STANDBY TIME AND COURT APPEARANCE TIME 12
ARTICLE X— HEALTH AND OTHER INSURANCE BENEFITS 12
A. HEALTH AND OTHER INSURANCE PREMIUMS 12
B. ELIGIBILITY CRITERIAAND COST 12
1. City and Employee Paid Medical Insurance—Employees and Dependents 12
2. Maximum Employer Contributions 13
3. Part-Time Employees Contributions 14
4. Future Premiums and City Contributions 14
C. COBRA 15
D. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE 15
E. LONG TERM DISABILITY INSURANCE (LTD) 15
F. MEDICAL CASH-OUT 15
G. SECTION 125 PLAN 16
H. MISCELLANEOUS 16
1. Health Plan Over-Payments 16
I. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE
CITY RETIREE MEDICAL SUBSIDY PLAN 17
J. POST-65 SUPPLEMENTAL MEDICARE COVERAGE 17
ARTICLE XI — RETIREMENT 18
A. BENEFITS 18
1. Self-Funded Supplemental Retirement Benefit 18
2. Deferred Compensation 18
3. Medical Insurance for Retirees 19
B. CALIFORNIA PUBLIC EMPLOYEES'RETIREMENT SYSTEM (CALPERS) 19
1. Classic Members Miscellaneous Unit Members 19
2. New Member Miscellaneous Unit Members 20
C. PRE-RETIREMENT OPTIONAL SETTLEMENT 2 DEATH BENEFIT 20
D. FOURTH LEVEL OF 1959 SURVIVOR BENEFITS 21
ARTICLE XII — LEAVE BENEFITS 21
A. LEAVE WITH PAY 21
1. General Leave 21
a. Accrual 21
b. Eligibility and Approval 21
c. Conversion to Cash 22
d. One (1)Week Minimum Vacation Requirement 22
HBMT MOU January 1,2025-December 31,2027 ii
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
2. City Paid Holidays 22
a. City Observed Holiday 23
b. Holiday Paid Time Off for part-Time Employees 23
• c. Holiday Pay for Work on a City Observed Holiday 23
d. Holiday Pay for Work on an Actual Holiday(Not the City Observed Date) 23
e. Alternative Work Schedules 23
f. CaIPERS Reporting of Holiday Pay 24
3. Sick Leave 24
a. Accrual 24
b. Credit 24
c. Usage 24
d. Payoff at Separation 25
e. Extended Absences 25
4. Bereavement Leave 25
5. Association Business 25
6. Jury Duty 25
7. Leave Benefits Entitlement 25
ARTICLE XIII —CITY RULES 26
ARTICLE XIV— MISCELLANEOUS 26
A. GRIEVANCE ARBITRATION 26
B. PROMOTIONAL PROCEDURES 26
1. Tie Scores 26
2. Salary Upon Promotion 26
C. LABOR-MANAGEMENT RELATIONS COMMITTEE 27
D. COPIES OF MOU 27
E. POSITION CLASSIFICATION ISSUES 27
1. Class Specifications 27
2. Reclassification Impact 28
F. CLASS A AND B DRIVER LICENSE FEES 28
G. DEFERRED COMPENSATION LOAN PROGRAM 28
H. PERFORMANCE EVALUATIONS/WRITTEN REPRIMAND APPEALS 28
I. HBMT LETTER OF INTRODUCTION 28
J. DEPARTMENT OF TRANSPORTAION (DOT) RANDOM ALCOHOL AND
CONTROLLED SUBSTANCE TESTING 28
K. UPDATE EMPLOYEE-EMPLOYER RELATIONS RESOLUTION (EERR) 28
L. REQUIRED FINGERPRINTING OF EMPLOYEES 29
M. BEACH PARKING 29
N. REASONABLE SUSPICION ALCOHOL AND CONTROLLED SUBSTANCE
TESTING 29
O. PERFORMANCE EVALUATIONS 29
P. HAZARDOUS MATERIALS ASSIGNMENT PAY AND STANDBY PAY 29
HBMT MOU January 1,2025-December 31,2027 iii
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
Q. LAYOFF, BUMPING RIGHTS, RE-EMPLOYMENT 29
ARTICLE XV- CITY COUNCIL APPROVAL 30
LIST OF MOU EXHIBITS 31
EXHIBIT A- PAY SCHEDULE 32
EXHIBIT B- UNIFORM POLICY 34
EXHIBIT C -VEHICLE USE POLICY 42
EXHIBIT D-9/80 WORK SCHEDULE 46
EXHIBIT E-4/10 WORK SCHEDULE 49
EXHIBIT F - PROVISIONS OF THE RETIREE MEDICAL SUBSIDY PLAN 51
EXHIBIT G-AGENCY SHOP AGREEMENT 55
EXHIBIT H - CATASTROPHIC LEAVE DONATION PROGRAM 58
EXHIBIT I- HEALTH AND OTHER INSURANCE BENEFITS/TEAMSTERS
MISCELLANEOUS SECURTY TRUSTFUND 62
HBMT MOU January 1,2025-December 31,2027 iv
MEMORANDUM OF UNDERSTANDING
Between
THE CITY OF HUNTINGTON BEACH
(Hereinafter called CITY)
And
THE HUNTINGTON BEACH MUNICIPAL TEAMSTERS
(Hereinafter called ASSOCIATION or HBMT)
PREAMBLE
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; and
WHEREAS, the representatives of the City and Association desire to reduce their
agreements in 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
A. This Memorandum of Understanding shall be in effect for a term commencing
on January 1, 2025, the effective date, through December 31, 2027.
B. This Agreement constitutes the entire Agreement of the parties with respect to
improvements or changes in the salaries and monetary benefits for employees
represented by the Association for the duration of this Agreement.
ARTICLE II — REPRESENTATIONAL UNIT/CLASS
It is recognized that the Association is the employee organization which as the right to
meet and confer in good faith with the City on behalf of permanent employees of the City
within those class titles set out in Exhibit A attached hereto and incorporated herein. The
term "permanent employee" herein shall be referred to as "employee" and is used only to
determine entitlement to certain employee benefits provided by this MOU and is defined
as follows: an employee that has completed or is 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. Additionally, the
representation unit shall include all non-safety-non-management classifications which are
not included in another representation unit or determined in accordance with the
HBMT MOU January 1,2022—December 31,2024 1
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
Employer-Employee Relations Resolution to be more appropriately designated Non-
Associated (NA) classifications.
The City Manager reserves the right to designate up to seven (7)Association employees
as confidential on an annual basis, or as needed. The confidential employee designations
shall be determined by the City Manager for those employees having access to or
preparing confidential materials and/or information and/or recommendations on behalf of
the City in its dealings with employee associations.
The City shall provide the Association with the names of the employees who are
designated as confidential.
ARTICLE III — MANAGEMENT RIGHTS
The parties agree that the City has the right to make unilateral 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 to 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 desired for the performance of City services.
ARTICLE IV— EXISTING CONDITIONS
Except as 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
Rules of the City of Huntington Beach.
ARTICLE V—SEVERABILITY
If any Article, Sub-Article, sentence, clause, phrase or portion of this Agreement, or the'
application thereof to any person, is for any reason held to be invalid or unenforceable by
the decision of any court of competent jurisdiction, such decision shall not affect the
validity of the remaining portions of this Agreement or its application to other persons.The
City and the Association hereby agree that in the event any state or federal legislative,
executive or administrative provision purports to nullify or otherwise adversely affect the
HBMT MOU January 1,2025-December 31,2027 2
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
wages, hours and other terms and conditions of employment contained in this Agreement
or similarly purports to restrict the ability of the parties to negotiate a successor
agreement, the City and the Association shall, without prejudice to either party's judicial
remedies, endeavor to agree to alternative contractual provisions which are not adversely
affected by said legislative, executive or administrative provision.
ARTICLE VI —SALARY SCHEDULE
A. Classification and Salary Rates
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 another Article of this MOU.
All employees are required to utilize direct deposit of payroll checks. The City shall
issues each employee direct deposit advice (payroll receipt) each pay period that
details all income, withholdings, and deductions.
Effective the 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, 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 provide a 5% increase from current
Step G.
The parties agree that the salary schedule in Exhibit A reflects the following:
1. The salary schedule will include eight (8) steps from A-H;
2. The steps will be five percent (5%) steps;
3. The salary ranges will be one percent (1%) apart;
4. Each job classification will be assigned a salary range;
Employees will be eligible to move to the next step on their anniversary date (i.e.: the
date they are due for their next evaluation) upon receipt of a satisfactory evaluation.
HBMT MOU January 1,2025-December 31,2027 3
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
ARTICLE VII —SPECIAL PAY
A. Education
1. Tuition Reimbursement
Upon approval of the Department Head and the Director of Human Resources,
employees may be compensated for courses from accredited vocational and
educational institutions. Tuition reimbursement shall be limited to courses related
to the employee's current job or any job family in the City to assist in career
advancement, or courses required to meet educational degree objectives. All
course require prior approval by the Department Head and the Director of Human
Resources.
Education costs shall be reimbursed to employees on a first-come, first-served
basis for a full refund for tuition, books, parking (if a required fee), and any other
required fees upon presentation of receipts. On a first-come, first-served basis, the
maximum annual benefit per fiscal year for each employee is five thousand two
hundred fifty dollars($5,250), until the maximum allocation for the entire bargaining
unit of seventy-five thousand dollars ($75,000) in each fiscal year period has been
allocated.
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. Assignment Pay
1. Leadworker Differential
Any employee classified as a"Leadworker"shall receive no less than eight percent
(8%)above the highest classification, which is assigned to the Leadworker to lead.
2. Shift Differential
a. Afternoon Shift
Employees required to work on a regularly assigned shift that occurs between
the hours of 4:00 PM and midnight, shall be paid a special pay equal to five
percent (5%) of the employee's base hourly rate of pay (as defined in Article
IX) for all work performed during said shift.
HBMTMOU January 1,2025-December 31,2027 4
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
b. Night Shift
Employees required to work on a regularly assigned shift that occurs between
midnight and 8:00 AM shall be paid a special pay equal to ten percent (10%) of
the employee's base hourly rate (as defined in Article IX).
c. Shifts Defined
Employees will be considered as assigned to the afternoon shift (4:00 PM to
midnight) or the night shift (midnight to 8:00 AM) when five (5) or more hours
of their regularly assigned shift occurs in the afternoon or night shift as defined
herein.
C. Special Certification/Skill Pay
1. Bilingual Skill
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 (as defined
in Article IX) in addition to their regular bi-weekly pay. 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 designee. Employees may
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%) of their base hourly rate of pay (as defined in Article
IX) for every bi-weekly pay period that the assignment is in effect. In order to be
eligible for said compensation, employee's language proficiency will be tested and
certified by the Director of Human Resources or designee.
The parties agree that to the extent permitted by law, Bilingual Skill Pay is special
compensation and shall be reported to CaIPERS as such pursuant to Title 2,
California Code of Regulations, Section 571(a)(4) Bilingual Premium.
2. Hazardous Materials Duty Pay
Employees assigned to HazMat Duty by their department head or designee shall
receive five percent (5%) of their base salary for the specific hours performing the
HazMat Duty assignment.
The parties agree that to the extent permitted by law, Hazardous Materials Duty
Assignment Pay is special compensation and shall be reported as such to
HBMT MOU January 1,2025-December31,2027 5
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
CaIPERS pursuant to Title 2, California Code of Regulations, Section 571(a)(4)
Hazard Premium.
D. One-Time Payment
Effective the first full pay period following Council adoption of this MOU, all members
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, CLOTHING, TOOLS AND EQUIPMENT
A. Uniform and Safety Shoes
The City's Uniform and Safety Shoe.Policy shall be set forth in Exhibit B, a copy of
which is attached hereto and incorporated herein by this reference, provided however,
that employees represented by HBMT working in the Police Department shall be
issued property in accordance with the equipment issue form for their particular
position to which they are assigned.
1. Safety Shoes—Cost
The City shall furnish safety shoes in accordance with the procedures and
guidelines set forth in Exhibit B, provided however, that the maximum amount to
be reimbursed for a pair of safety shoes will not exceed two hundred seventy-five
dollars ($275.00) per pair every six (6) months or sooner, if necessary.
2. Safety Glasses
Prescription safety glasses shall be provided upon the approval of the Supervisor.
The cost of prescription safety glasses shall not exceed two hundred ninety-nine
dollars ($299.00) in each two (2)year period, or sooner if medically prescribed.
B. Tool Allowance
Those employees, who are required to furnish their own personal tools for use on the
job, shall be provided with a tool allowance to offset a portion of the cost for said tools
that are lost, stolen or broken when in use on the job. Such allowance shall be eight
hundred dollars ($800.00) per year, payable in January of each year, separate from
payroll checks to those employees on active duty. In the event that an employee is
hired or separates, their tool allowance for that calendar year shall be prorated on the
HBMT MOU January 1,2025-December 31,2027 6
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
basis of the total number of months in which they were employed on the first working
day of the year. It is understood that the employee has the responsibility to exercise
care and diligence in preventing loss, theft and breakage of their personal tools.
The following classifications are eligible to receive tool allowance:
• Fleet Maintenance Crewleader
• Lead Fleet Maintenance Mechanic
• Mechanic
• Senior Mechanic
• Helicopter Maintenance Technician
• Senior Helicopter Maintenance Technician
C. Vehicle Use
The City Vehicle Use Policy is attached in Exhibit C. Approval is required by the City
Manager or designee for any City vehicle to be taken home by an employee. Unit
employees subject to the Vehicle Use Policy in Exhibit C shall be required to
participate in the DMV Pull Notice Program.
ARTICLE IX— HOURS OF WORK/OVERTIME
A. Work Schedule
It is the intent of the City to provide an opportunity for employees to select a flexible
(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.
1. Pay Definitions
For the purpose of this Agreement, the following definitions shall apply:
a. Base Hourly Rate of Pay is defined as the hourly rate of pay that is identified in
Exhibit A, Salary Schedules.
b. Regular Rate of Pay is defined as the base hourly rate plus (including) special
pays as identified in Article VII.
c. Overtime Rate of Pay is defined as the base hourly rate of pay times one and
one half(1 %) plus (including) special pays as identified in Article VII.
HBMT MOU January 1,2025—December 31,2027 7
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
d. Hours of Work includes: General Leave, Holidays, Sick Leave and
Compensatory Time for the purpose of calculating overtime.
2. Defined Workweek under Fair Labor Standards Act (FLSA)
It is understood.that the City has established a workweek for each covered
employee which meets the requirements of the FLSA and which will not result in
overtime compensation as part of a normal work schedule. Each non-exempt
employee shall be assigned a designated FLSA workweek for the correct
calculation of overtime. The designated workweek shall not change unless
extraordinary circumstances require a change in the employee's regular work
schedule due to operational need. A change in the designated FLSA workweek
shall be recommended by the Department Head and approved by the Director of
Human Resources.
3. Flex Schedule and Alternative Work Schedule— Civic Center Employees
With Supervisor and Department Head approval employees may flex regular
scheduled start times between the hours of 6:30 A.M. to 9:00 A.M. in half-hour
increments (i.e. 6:30 A.M., 7:00 A.M., 7:30 A.M., 8:00 A.M., 8:30 A.M., and 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. Once a flex schedule is established, an employee shall not change that
schedule until the end of the pay period, with the approval of the Department Head.
Employees will have the option of working a 5/40 or 9/80 work schedule with
Supervisor and Department Head approval. Employees assigned to the Police
Department shall retain the option of working the 4/10 work 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 FLSA with City Manager approval.
a. 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 a one (1) hour unpaid lunch during
each work shift, totaling a forty (40) hour workweek. The assigned 5/40 work
schedule must be in compliance with the requirements of FLSA.
HBMT MOU January 1,2025-December 31,2027 8
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
b. 9/80 Work Schedule
The 9/80 work schedule, as outlined in Exhibit D, shall be defined for all
employees assigned to the Civic Center as working nine (9)days for eighty(80)
hours in a two (2) week pay period by working eight (8) days at nine (9) hours
per day and working one (1)day(Friday)for eight(8) hours, plus a one (1) hour
unpaid, scheduled lunch during each work shift,totaling forty(40)hours in each
FLSA workweek. 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.
c. 4/10 Work Schedule
The 4/10 work schedule, as outlined in Exhibit E, shall be defined as working
four (4) ten (10) hour days each week plus.a one (1) hour unpaid lunch during
each work shift, totaling forty(40)hours in each FLSA workweek. The assigned
4/10 work schedule must be in compliance with the requirements of FLSA. 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.
d. Existing Alternative Work Schedules
Non Civic Center employees who had an alternative work schedule (9/80 or
4/10) prior to February 1, 2003, may retain that alternative work schedule.
Employees assigned to Beach Operations may be required to work a 4/10 work
schedule.
Civic Center employees who had an alternative work schedule (9/80) prior to
February 1, 2003, may revert to that alternative work schedule (9/80) in the
event their Supervisor and/or Department Head determine that the 9/80
schedule set forth in this Article is inappropriate for the employee's
classification.
B. Overtime/Compensatory Time
1. FLSA Workweek and Employee Pay Period
Each employee is assigned a designated workweek as a seven (7) day workweek
that begins and ends based upon a defined work schedule. Each employee's pay
period is a fourteen (14) day cycle that consists of two (2) consecutive workweeks.
HBMT MOU January 1,2025-December 31,2027 9
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
It is the policy of the City that overtime is to be used only as needed or under
emergency conditions, as approved by the City Manager or designee.
2. Overtime
FLSA"non-exempt" employees shall be compensated at the Overtime Rate (in the
form of pay or compensatory time) for hours worked over forty (40) hours in a
workweek.
3. Work Shift that Exceeds Thirteen (13) Hours
An employee who performs authorized work immediately preceding or upon
completion of a regular work shift (extension of a workday) that exceeds thirteen
(13) hours in a shift shall be compensated as follows:
a. One and one-half (1 'A) times the employee's regular rate of pay for all hours
worked in excess of their regular workday, up to and including thirteen (13)
hours in any workday, and
b. Two (2) times the employee's regular rate for all hours worked in excess of
thirteen (13) hours in a workday.
4. The employee's Supervisor shall determine if the employee receives overtime pay
or compensatory time. Consideration shall be given to effectuating the request of
the employee; however, the maximum accrual for compensatory time shall be one
hundred forty (140) hours.
5. Two (2) times per fiscal year an employee may cash out hours of banked
compensatory time, for maximum annual cash out amount of one hundred ten
(110) hours. The employee shall give payroll two (2)weeks advance notice of their
decision to exercise such option.
C. Employee Fatigue
An employee who is called back to work following the end of their regularly scheduled
work shift and proceeds to work more than five (5) consecutive overtime hours shall
then be entitled to an eight (8) hour rest period without compensation, upon
completion of the assignment. Regularly scheduled lunch periods are not considered
part of this rest period.
If the eight (8) hour rest period extends into the employee's next regularly scheduled
work shift, the employee shall suffer no loss of pay or accrued leave as a result thereof.
HBMT MOU January 1,2025-December 31,2027 10
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
As far as is practicable, employees who have earned a rest period shall be relieved at
the start of their regular work shift in order to take such rest period.
This application of this provision shall include scheduled work assignments and
extended work assignments.
D. Callback
Employees called back to work shall be compensated a minimum of two (2) hours of
overtime pay at the regular rate of pay. A Supervisor shall notify an employee, in
advance, of the need to work overtime. Where overtime is worked as an extension of
the workday, it shall not be considered call back. While overtime may be required to
be worked, it is the City's policy to discourage the working of overtime, and to provide
reasonable notification to an employee should overtime be required. An employee
called back to work less than two (2) hours before their shift begins shall not be paid
Call Back pay but will be paid in accordance with Article IX.C. Overtime/Compensatory
Time.
E. Mandatory Standby
An employee who is placed on standby status by their Supervisor shall be
compensated at an hourly rate equal to 0.180 of their base hourly rate of pay for the
entire period of such assignment.
F. Acting Assignment
If an employee is formally assigned to work in a higher classification on a temporary
basis for greater than three (3) consecutive weeks, the employee shall be
compensated for all hours worked in the higher classification at a rate which is at least
five percent (5%) above their pay step, but such pay increase shall not exceed ten
percent (10%) and not to exceed the top step of the pay range for all hours worked in
the higher classification. In the event a non-exempt employee is assigned to act in a
classification that is exempt from overtime, the employee shall retain all special pays
of their non-exempt classification and shall receive compensation for hours worked
over forty (40) hours in the designated FLSA workweek on an hour for hour basis, at
the regular rate of pay. Such pay shall be paid or credited to the employee's
compensatory time off balance at the discretion of the Department Head or designee.
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. Employees
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on acting assignment obtain no property rights in the acting assignment and may be
returned to their regular position at any time.
Upon promotion to an FLSA exempt classification, all compensatory time off shall be
cashed out prior to promotion at the employee's current regular rate of pay in the non-
exempt classification.
G. Court Standby Time and Court Appearance Time
An employee who is required to perform court standby duty in the performance of their
official capacity with the City, shall be eligible for Court Standby Time or Court
Appearance Time.
An employee who is required to be on standby for a court appearance during other
than their regularly scheduled work hours shall receive a minimum of three (3) hours'
time at their regular rate of pay for each morning and afternoon session.
In the event an employee is required to appear in court during other than their regularly
scheduled work hours,the employee shall receive a minimum of three (3) hours at the
overtime rate; provided, however, that if such time overlaps with the employee's
regularly scheduled work hours, this provision shall be limited to those hours occurring
prior to or after the employee's regularly scheduled work time.
A legally served subpoena or the direction of the Department Head shall be required
to support the payment of Court Standby or Appearance Time.
ARTICLE X— HEALTH AND OTHER INSURANCE BENEFITS
A. Health and Other Insurance Premiums
The City shall continue to 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 upon the employee's separation.
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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. All employee contributions shall
be deducted on a pre-tax basis.
2. Maximum Employer Contributions
For the term of this agreement, and thereafter unless modified by negotiated
agreement of the parties, 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 October 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 plan
premium cost.
b. Effective the pay period that includes October 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 plan
premium cost.
c. Effective the pay period that includes October 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 plan
premium cost.
d. The City's contribution to Delta Dental PPO, Delta Care HMO, and Vision
Service Plans (VSP)will not increase, as shown in the table below. The dental
insurance maximum coverage is two thousand dollars ($2,000.00) per year.
The maximum City contribution shall be based on the employee's enrollment in each plan.
If an employee's health insurance premium (medical, dental, and/or vision) exceeds the
City's contribution, the employee shall be responsible for paying the difference between
the cost of the premium and the City's contribution.
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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 Current Effective Effective Effective
10/1/2025 10/1/2026 10/1/2027
Single 854.52 929.52 994.52 1,049.52
Medical Two-Party 1,448.18 1,523.18 1,588.18 1,643.18
Family 1,710.68 1,785.68 1,850.68 1,905.68
Delta Single 53.44 53.44 53.44 53.44
Dental Two-Party 100.34 100.34 100.34 100.34
PPO
Family 132.70 132.70 132.70 132.70
Single 23.48 23.48 23.48 23.48
Delta Care
HMO Two-Party 39.95 39.95 39.95 39.95
Family 61.07 61.07 61.07 61.07
Single 21.88 21.88 21.88 21.88
VSP Two-Party 21.88 21.88 21.88 21.88
Family 21.88 21.88 21.88 21.88
3. Part-Time Employee Contributions
Part-time employees hired after July 1, 2006, shall receive a prorated amount of
the City's contribution rate as established for full-time employees based on the
employee's work schedule, either fifty percent (50%)for half-time (1/2) or seventy-
five percent (75%) for three-quarter time (3/4).
4. Future Premiums and City Contributions
For the term of this agreement, and thereafter unless modified bynegotiated
9
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.
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C. COBRA
Employees who terminate their employment with the City and their dependent(s)shall
have any and all the Consolidated Omnibus Budget Reconciliation Act of 1985
(COBRA) benefits as well as Cal-COBRA(AB1401)to which the law entitles them.
D. Life and Accidental Death and Dismemberment Insurance
Each employee shall be provided with fifty-thousand dollars ($50,000.00) of life
insurance and fifty-thousand dollars ($50,000.00) of accidental death and
dismemberment insurance coverage paid for by the City. Each employee shall have
the option, at their own expense, to purchase additional amounts of life insurance and
accidental death and dismemberment insurance to the extent provided by the City's
current providers.
E. Long Term Disability Insurance (LTD)
The City shall provide for each employee at the City's expense a long-term disability
insurance plan. The parties agree to exclude job-related illness or injury from
coverage. A copy of the LTD insurance plan may be obtained from the Human
Resources Department.
The intent of long-term disability insurance 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 on hundred percent (100%) of regular rate of
pay, no employee may receive more than their regular rate of pay while receiving
disability benefits and paid leave.
F. Medical Cash-Out
Group health insurance for this unit is provided by the Teamsters Miscellaneous
Security Trust Fund. If an employee obtains approval from the Teamsters
Miscellaneous Security Trust Fund to suspend medical and prescription benefits, they
may receive a Medical Cash-Out. The amount of cash-out is equal to the City's
contribution to the lowest cost employee-only medical premium offered to this unit.
Evidence of approved suspension must be submitted to the Human Resources
Department. Medical Cash-Out would commence the beginning of the first pay period
following the effective date of the approved suspension granted by the Teamsters
Miscellaneous Security Trust Fund.
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The Medical Cash-Out is subject to increase up to a maximum of $929.52 effective
October 1, 2025, up to $994.52 effective October 1, 2026, and up to $1,049.52
effective October 1, 2027, not to exceed the lowest cost single plan tier monthly
premium. If the lowest cost single tier plan monthly premium is less than the Medical
Cash-Out maximum, then, the cash-out will equal the lowest cost single plan tier
monthly premium.
G. Section 125 Employee Plan
This plan allows employees to use pre-tax salary deductions to pay for regular
childcare, adult dependent care and/or unreimbursed medical expenses allowable
under the Internal Revenue Service rules for a Section 125 plan.
H. Miscellaneous
1. Nothing in this Article shall be deemed to restrict the City's right to change
insurance carriers or self-fund should circumstance warrant. City shall, however,
notify the Association of any proposed change and allow the Association an
opportunity to review any proposed change and make recommendations to the
City.
2. Nothing in this Article shall be deemed to obligate the City to improve the benefits
outlined in this Article.
3. When the City grants an employee leave without pay for reason of medical
disability, the City shall continue to contribute its share of the employee's insurance
premiums, pursuant to Article X.B.2. for the time the employee is in a non-pay
status for the length of said leave not to exceed twenty-four(24) months. The City
shall provide timely written notification of employee rights under this Article and the
LTD Plan and will assist the employee in processing LTD claims so that undue
delay in receiving LTD payments is avoided.
4. The City and the Association participate in a City-wide joint labor and management
Insurance and Benefits Advisory Committee to discuss and study issues relating
to insurance benefits available for employees.
5. Health Plan Over-Payments
Employees shall be responsible for accurately reporting changes in the status of
dependent(s), which affect their eligibility for health plan coverage ninety(90)days
after the date of such status change. The City shall use its best efforts to advise
all employees of their obligation to report changes in the status of dependent(s),
which affect their eligibility. If an employee fails to report a status change that
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affects eligibility within ninety(90) days, the City shall have the right to recover any
premiums paid by the City, on behalf of ineligible dependents. Recovery of such
overpayments shall be made as follows:
a. The employee's bi-weekly salary warrant shall be reduced by one-half (1/2) of
the amount of the bi-weekly overpayment. Such reduction shall continue until
the entire amount of the overpayment is recovered.
b. The City shall be entitled to recover a maximum of twelve (12) months premium
overpayments. Neither the employee nor the dependent shall be liable to the
City other than as provided herein.
I. Retiree Medical Coverage for Retirees Not Eligible for the City Retiree Medical
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
(CaIPERS) and are not eligible for the City's Retiree Medical Subsidy 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
themselves and/or qualified dependents without any City subsidy.
Employees who retire from the City and receive a retirement allowance from the
CaIPERS and are not eligible for the City's Retiree Medical Subsidy 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 Medical Subsidy Plan
chooses not to participate in a City sponsored medical insurance plan because the
retiree has access to other group medical insurance, and subsequently loses eligibility
for that group medical insurance, the retiree and their 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).
J. Post-65 Supplemental Medicare Coverage
Retirees who are participating in the Retiree Medical Subsidy Plan as of January 1,
2004, and all future retirees who meet the criteria to participate in City sponsored
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medical insurance, with or without the Retiree Medical Subsidy Plan, may participate
in a City sponsored medical insurance plan that is supplemental to Medicare.
A retiree or qualified dependent must choose to participate in a City sponsored
medical insurance plan that is 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 a City sponsored medical
insurance plan that is supplemental to Medicare for themselves or qualified
dependents without any City subsidy.
Retirees or qualified dependents upon turning age sixty-five (65), who choose not to
participate in a City sponsored medical insurance plan that is supplemental to
Medicare, permanently lose eligibility for this insurance.
ARTICLE XI — RETIREMENT
A. Benefits
1. Self-Funded Supplemental Retirement Benefit
Employees hired prior to December 27, 1997, are eligible for the Self-Funded
Supplemental Retirement Benefit, which provides that:
a In the event a PERS member elects Option #1, #2, #2W, #3, #3W or#4 of the
Public Employees' Retirement law, the City shall pay the difference between
the employee's elected option and the unmodified allowance which the retiree
would have received for their 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. This
payment shall be made only to the retiree and shall be payable by the City
during the life of the member, and upon that retiree's death, the City's obligation
shall cease. The method of funding 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 after December 27, 1997, shall not be eligible for this
benefit referenced in A.1.a. herein above.
2. Deferred Compensation
Any employee who contributes one dollar ($1.00) or more per pay period to their
deferred compensation account shall receive an employer contribution in the
amount of nine dollars and twenty-three cents ($9.23) per pay period to the
employee's deferred compensation account.
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3. Medical Insurance for Retirees
a. Upon retirement, whether service or disability, each employee shall have the
following options in regards to 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 federal law (COBRA), state law (Cal-COBRA); or,
ii. Retirees may participate in the Retiree Medical Subsidy Plan, attached
hereto as Exhibit F, as amended, based upon the eligibility requirements
described in Exhibit F.
iii. The value of any unused earned leave benefits may be transferred to
deferred compensation at 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.
b. Employees hired on or after October 1, 2014, shall not be eligible for this benefit
referenced in A.3.a.ii. herein above.
B. California Public Employees' Retirement System (CaIPERS)
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% @ age 55 CaIPERS retirement plan.
b. 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 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.
This provision shall not sunset at the end of this agreement.
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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" Miscellaneous Unit Members- For "New Members" within the
meaning of the California Public Employees' Pension Reform Act (PEPRA) of
2013.
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
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).
C. Pre-Retirement Optional Settlement 2 Death Benefit
Employees shall be covered by the Pre-Retirement Optional Settlement 2 Death
Benefit Government Code Section 21548.
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D. Fourth Level of 1959 Survivor Benefits
Employees shall be covered by the Fourth Level of the 1959 Survivor Benefit as
identified in Government Code Section 21574.
E. 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 law.
ARTICLE XII — LEAVE BENEFITS
A. Leave With Pay
1. General Leave
a. Accrual—Employees accrue leave at the accrual rates outlined below. General
Leave may be used for any purpose, including vacation, Sick Leave, and
personal leave.
Years of Three-Quarter One-Half Time
Service Full-Time Time
First through Fourth Year 176 Hours 132 Hours 88 Hours
Fifth through
200 Hours 150 Hours 100 Hours
Ninth Year
Tenth through 224 Hours 168 Hours 112 Hours
Fourteenth Year
Fifteenth Year 256 Hours 192 Hours 128 Hours
and Thereafter
b. Eligibility and Approval
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 hire date anniversary. Employees
shall not be 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. Employees may not use their General Leave to advance their
separation date on retirement or other separation from employment.
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c. Conversion to Cash
Two (2) times during each fiscal year, each employee shall have the option to
convert into a cash payment or deferred compensation up to a total of one-
hundred and twenty(120) hours of accrued General Leave per fiscal year. The
value of each hour of conversion is at the employee's current base hourly rate
of pay, as reflected in Exhibit A. The employee shall give payroll two (2)weeks
advance notice of their decision to exercise such option.
d. One (1) Week Minimum Vacation Requirement
Employees in the following positions, or their reclassified equivalent, in the
Finance Department, shall take a minimum of one (1) week (i.e., five (5)
consecutive workdays) paid vacation each calendar year:
Accounting Technician
Senior Accounting Technician
Accounting Technician Supervisor
Field Service Representative
Senior Accountant (responsible for bank reconciliation)
2. City Paid Holidays
a. Full-time employees shall be compensated for the employee's regularly
scheduled work shift for the following holidays:
1. New Year's Day
2. Martin Luther King Day (third Monday in January)
3. Presidents' Day (third Monday in February)
4. Memorial Day (last Monday in May)
5. Independence Day (July 4)
6. Labor Day (first Monday in September)
7. Veterans Day (November 11)
8. Thanksgiving Day (fourth Thursday in November)
9. The Friday after Thanksgiving
10. Christmas Eve (December 24)
11. Christmas Day (December 25)
12. New Year's Eve (December 31)
Any day declared by the President of the United States to be a national holiday or
by the Governor of the State of California to be a State holiday and adopted as an
employee holiday by the City Council of Huntington Beach.
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b. City Observed Holidays
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 the guidelines below:
i. City-paid holidays which fall on Saturday shall be observed the preceding
Friday, and those falling on Sunday shall be observed the following Monday.
ii. In the event that two consecutive City-paid holidays fall on a Friday and
Saturday, the two holidays shall be observed on the preceding Thursday and
Friday.
iii. 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.
c. Holiday Paid Time Off for Part-Time Employees
A permanent part-time employee shall have City paid holidays paid as time off
with a prorated amount proportion to their regular hours worked, respectively for
the holidays listed above in Article XII.2.a.
d. Holiday Pay For Work on a City Observed Holiday
In the event an employee is assigned to work on the City observed holiday, in
addition to being paid for the holiday at the employee's regular rate of pay,
whether it is or is not the employee's regularly scheduled workday, the employee
shall be paid for working the holiday at the regular rate of pay unless FLSA
overtime provisions apply, meaning the employee will be paid overtime.
e. Holiday Pay for Work on an Actual Holiday (Not the City Observed Date)
An employee who works on the actual holiday as listed in Article XIl.2.A. 1-10, in
addition to being paid for the holiday at the employee's regular rate of pay, the
employee shall be compensated at the overtime rate.
f. An employee who is assigned or required to work on both the City observed
holiday date and on the actual date that the holiday falls, shall only be paid for
one City holiday (as applicable per section E. or F. above).
g. Alternative Work Schedules
Refer to the Leave Benefits Holiday sections in Exhibit D 9/80 Work Schedule
and Exhibit E 4/10 Work Schedule for employees on alternative work schedules.
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h. CaIPERS Reporting of Holiday Pay
Employees who are required to work on a holiday observed by the City, either on
the date observed by the City or on the date that the actual holiday falls as a part
of their regular work schedule, shall have their holiday pay reported to CaIPERS.
Classifications eligible for this CaIPERS reporting are:
Crime Scene Investigator
Parking and Camping Crewleader
Parking and Camping Operations Lead
Parking Meter Technician
Parking/Traffic Control Officer
Police Records Supervisor
Police Records Technician
Police Records Specialists (assigned to the Records Bureau)
Police Service Specialists (assigned to the Records Bureau)
Police Systems Coordinator
Public Works Equipment Operator
Public Works Maintenance Crewleader
Senior Public Works Maintenance Worker
i. If an employee is scheduled to work on a holiday and will lose that holiday time
due to their General Leave bank having reached the maximum cap of six hundred
forty (640) hours, at the employee's request, the employee may cash out the part
of their holiday time they will lose.
3. Sick Leave
a. Accrual
No employee shall accrue Sick Leave.
b. Credit
Employees hired prior to March 30, 2002, shall be credited with their Sick Leave
accrued as of March 29, 2002.
c. Usage
Employees may use accrued Sick Leave for the same purposes for which it was
used prior to March 30, 2002.
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d. Payoff at Separation
Upon separation, all employees shall be paid, at their current salary rate, for
twenty-five percent (25%) of unused, earned Sick Leave from four hundred and
eighty (480) hours through seven hundred and twenty (720) hours, and for fifty
percent (50%) of all unused, earned Sick Leave in excess of seven hundred and
twenty (720) hours.
e. Extended Absences
Sick Leave shall not be used to extend absences due to work related (industrial)
injuries or illnesses.
4. 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.).
5. Association Business
An allowance of eight hundred (800) hours per year shall be established for the
purpose of allowing duly authorized representatives of the Association to conduct
lawful Association activities. The parties agree to meet and confer during the term of
the Agreement to establish guidelines for use of Association Business time.
6. Jury Duty
Employees who are regularly scheduled to work on swing or graveyard shifts, as
defined in Article VII.B.2., shall be placed on a day shift if they are required to appear
for jury duty selection for a period of more than one day.
7. Leave Benefits Entitlement
The City shall comply with all state and federal leave benefit entitlement laws. An
eligible employee on an approved leave shall be allowed to use earned Sick Leave,
General Leave, and/or Compensatory Time for serious and non-serious family or
personal health issues. For more information on employee leave options, contact the
Human Resources Department.
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ARTICLE XIII —CITY 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.
ARTICLE XIV— MISCELLANEOUS
A. Grievance Arbitration
Any grievance as defined and described in Rules 19 and 20 of the City Personnel
Rules (Resolution No. 3960), shall be settled in accordance with the procedures set
forth in said Rules except that the parties to the grievance may, by mutual agreement,
submit the grievance to a neutral arbitrator whose decision shall be final and binding
on the parties. The arbitrator shall be selected by the parties from listings of and
pursuant to the rules of the American Arbitration Association. This procedure, if
adopted by the parties, shall be in lieu of Step 5 of Rule 19, or Step 4 of Rule 20, and
the fees charged by the arbitrator or hearing officer and court reporter shall be paid
equally, fifty-fifty (50-50) by the City and the Association.
B. Promotional Procedures
1. Tie Scores
When promotions are to be made, and two or more employees are found to be
equal as a result of promotional examinations conducted by the City, the employee
with the greatest length of service with the City shall receive the promotion.
2. Salary Upon Promotion
Upon promotion, an employee shall be compensated at the same step in the salary
range for their new classification, subject to the following provisions:
a. Except for the provisions of sub-paragraphs b and c below, no employee shall
receive greater than ten percent (10%) increase upon promotion.
b. If"A"Step of the classification upon promotion is greater than ten percent(10%)
increase, the employee shall be compensated at "A" step upon promotion.
c. If the employee would be eligible for a step increase within eleven (11) months
of the date of promotion in their classification before promotion, then the
Director of Human Resources may authorize an increase greater than ten
percent (10%) upon promotion. •
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C. Labor-Management Relations Committee
The City and HBMT participate in a Labor-Management Relations Committee as
follows:
1. The Association and the City recognize that the participation of employees in the
formulation and implementation of personnel policy and practices affects their well-
being and the efficient administration of the Government. The parties further
recognize that the entrance into formal agreement with each other is but one act
of joint participation, and that the success of a labor-management relationship is
further assured if a forum is available and used to communicate with each other.
The parties therefore agree to the structure of Labor-Management Relations
Committees (LMRC)for the purpose of exchanging information and the discussion
of matters of concern or interest to each of them, in the broad area of working
conditions, wages and hours.
2. The City of Huntington Beach shall have an LMRC. The formation of this LMRC
shall not serve as the basis for reopening the meet and confer process to modify
this MOU.
3. The LMRC shall meet monthly. The City shall be represented by the City Manager
(or designee), the Director of Human Resources (or designee), and Department
Heads. Four(4) representatives at these meetings shall represent the Association.
4. The City agrees that any meeting conducted under this Article shall be conducted
in facilities furnished by the City, and Association representatives shall be released
from their duties at work to attend the LMRC.
5. The parties shall exchange agenda items five (5)workdays before each scheduled
LMRC meeting described in this section. Matters not on the agenda may be
discussed by mutual consent. If either party timely forwards an agenda, the
meeting will be held.
D. Copies of MOU
The City agrees to print this Memorandum of Understanding for each employee
requesting a copy.
E. Position Classification Issues
1. Class Specifications
The City shall send the Association a copy of each new job description approved
for classifications within the representation unit.
HBMT MOU January 1,2025—December 31,2027 • 27
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
2. Reclassification Impact
It is not the intention of the City to demote or layoff an employee through
reclassification. Prior to imposing a Y rating, or layoff resulting from classification
reviews, the City agrees to meet and,confer with Association representatives.
F. Class A and B Driver License Fees
The City shall reimburse employees for costs associated with obtaining and renewing
Class A and Class B driver licenses where required by the City for the position.
G. Deferred Compensation Loan Program
Employees may utilize this program, under which employees may borrow up to fifty
percent (50%)of their deferred compensation funds for critical needs such as medical
costs, college tuition, or purchase of a home.
H. Performance Evaluations/Written Reprimand Appeals
Employees may appeal the results of a performance evaluation or written reprimand.
Such appeals shall be initiated through the appropriate chain of command (which may
include the LMRC) and any decision made by the Department Head shall be
considered final.
I. HBMT Letter of Introduction
A one-page letter of introduction from HBMT, and of HBMT's choosing, regarding the
benefits and purpose of joining the HBMT, will be included in all HBMT eligible new
employee orientation packets.
J. Department of Transportation (DOT) Random Alcohol and Controlled Substance
Testing
During the term of the Agreement, the City and the Association agree to meet and
confer to update the policy in accordance with the law.
K. Update Employee-Employer Relations Resolution (EERR)
During the term of the Agreement, the City and the Association agree to meet and
confer to update the Employee-Employer Relations Resolution to reflect current state
law.
HBMT MOU January 1,2025—December 31,2027 28
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
L. Required Fingerprinting of Employees
The City requires that all employees who are hired, transferred, or promoted to
positions that require fingerprinting by federal, state or local law(s) be fingerprinted
according to said law(s). The City may also require employees to be fingerprinted if
they are hired,transferred or promoted into positions with oversight responsibilities for
senior citizens or oversight responsibilities for confidential, and or sensitive documents
or equipment.
M. Beach Parking
Employees may purchase a City beach parking pass at the senior discount rate.
N. Reasonable Suspicion Alcohol and Controlled Substance Testing
The City maintains the right to conduct a test during working hours of any employee
that it reasonably suspects is under the influence of alcohol or a controlled substance
in the workplace. The policy to implement such testing shall be established by the
City and the Association during the term of the Agreement.
O. Performance Evaluations
During the term of the agreement, the parties agree to meet and confer on an updated
performance evaluation system.
P. Hazardous Duty Assignment Pay and Standby Pay
During the term of the agreement, the parties agree to meet and confer on matters
related to Hazardous Duty Assignment Pay and Standby Pay
Q. Layoff, Bumping Rights and Re-Employment
The parties agree to meet and confer on matters related to Layoff, Bumping Rights
and Re-Employment within 90 days of City Council adoption of this MOU, and to
finalize a Side Letter of Agreement within 120 days of City Council adoption.
HBMT MOU January 1,2025-December 31,2027 29
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
ARTICLE XV— CITY COUNCIL APPROVAL
It is the intent of the City and Association that this Memorandum of Understanding
represents an "Agreement" between the undersigned within the meaning of Section 8-2
of the Huntington Beach Employer-Employee Relations Resolution; however, this
Memorandum of Understanding is of no force or effect whatsoever unless 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 MUNICIPAL TEAMSTERS
By: By: 0\
Travis 'Hopkins Gretchen Erickson
p � e
City Manager HBMT Chief Steward
By: By:
Marissa Sur Carlos Rubio
Director of Human Resources President, Teamsters Local 986
APPROVED AS TO FORM
By:
( t- --
Mike Vigliotti
City Attorney
HBMT MOU January 1,2025-December 31,2027 30
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
HBMT
LIST OF MOU EXHIBITS
EXHIBITS SUBJECT
A Class/Salary Schedule
B Uniform Policy
B-1 Uniform Listing by Category/Class
C Vehicle Use Policy
D 9/80 Work Schedule
E 4/10 Work Schedule
F Provisions of the Retiree Medical Subsidy Plan
G Agency Shop Agreement
H Catastrophic Leave Donation Program
Teamsters Miscellaneous Security Trust
HBMT MOU January 1,2025-December 31,2027 31
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A-SALARY SCHEDULE
EFFECTIVE JANUARY 1, 2025
Classification Title Range A B C D E F G H
Accountant 184 $34.60 $36.33 $38.15 $40.06 $42.06 $44.16 $46.37 $48.69
Accounting Technician 156 $26.19 $27.50 $28.87 $30.32 $31.83 $33.42 $35.09 $36.85
Accounting Technician Supervisor 181 $33.58 $35.26 $37.03 $38.88 $40.82 $42.86 $45.01 $47.26
Administrative Assistant 153 $25.42 $26.69 $28.02 $29.42 $30.90 $32.44 $34.06 $35.76
Art Programs Curator 170 $30.10 $31.61 $33.19 $34.85 $36.59 $38.42 $40.34 $42.36
Assistant Civil Engineer 204 $42.22 $44.33 $46.55 $48.87 $51.32 $53.88 $56.58 $59.41
Assistant Engineer 192 $37.47 $39.34 $41.31 $43.37 $45.54 $47.82 $50.21 $52.72
Assistant Planner 186 $35.30 $37.06 $38.91 $40.86 $42.90 $45.05 $47.30 $49.67
Building Inspector 182 $33.92 $35.62 $37.40 $39.27 $41.23 $43.29 $45.46 $47.73
Business License Supervisor 187 $35.65 $37.43 $39.30 $41.27 $43.33 $45.50 $47.77 $50.18
Buyer 182 $33.92 $35.62 $37.40 $39.27 $41.23 $43.29 $45.46 $47.73
Civilian Investigator 172 $30.71 $32.24 $33.85 $35.55 $37.32 $39.19 $41.15 $43.21
Code Enforcement Officer 161 $27.52 $28.90 $30.34 $31.86 $33.45 $35.13 $36.88 $38.73
Code Enforcement Technician 143 $23.01 $24.16 $25.37 $26.64 $27.97 $29.37 $30.84 $32.38
Combination Inspector 189 $36.37 $38.18 $40.09 $42.10 $44.20 $46.41 $48.73 $51.17
Community&Library Services Coordinator 154 $25.67 $26.96 $28.30 $29.72 $31.20 $32.76 $34.40 $36.12
Community&Library Services Supervisor 187 $35.65 $37.43 $39.30 $41.27 $43.33 $45.50 $47.77 $50.16
Community Relations Specialist 164 $28.36 $29.78 $31.26 $32.83 $34.47 $36.19 $38.00 $39.90
Community Services Officer 167 $29.22 $30.68 $32.21 $33.82 $35.51 $37.29 $39.15 $41.11
Construction Inspector 178 $32.60 $34.23 $35.94 $37.73 $39.62 $41.60 $43.68 $45.87
Crime Analyst 183 $34.26 $35.97 $37.77 $39.66 $41.64 $43.72 $45.91 $48.21
Crime Scene Investigator 175 $31.64 $33.22 $34.88 $36.62 $38.46 $40.38 $42.40 $44.52
Deputy City Clerk 167 $29.22 $30.68 $32.21 $33.82 $35.51 $37.29 $39.15 $41.11
Electrician 179 $32.92 $34.57 $36.30 $38.11 $40.02 $42.02 $44.12 $46.32
Emergency Medical Services Coordinator 222 $50.50 $53.03 $55.68 $58.46 $61.38 $64.45 $67.68 $71.06
Emergency Management Administrator 214 $46.64 $48.97 $51.42 $53.99 $56.69 $59.52 $62.50 $65.62
Engineering Aide 167 $29.22 $30.68 $32.21 $33.82 $35.51 $37.29 $39.15 $41.11
Engineering Technician 185 $34.95 $36.69 $38.53 $40.46 $42.48 $44.60 $46.83 $49.17
Environmental Specialist 209 $44.37 $46.59 $48.92 $51.37 $53.94 $56.63 $59.46 $62.44
Equipment Parts Inventory Supply Clerk 157 $26.45 $27.77 $29.16 $30.62 $32.15 $33.76 $35.44 $37.22
Executive Assistant to City Manager 183 $34.26 $35.97 $37.77 $39.66 $41.64 $43.72 $45.91 $48.21
Facilities Maintenance Coordinator 156 $26.19 $27.50 $28.87 $30.32 $31.83 $33.42 $35.09 $36.85
Facilities Maintenance Technician 158 $26.71 $28.05 $29.45 $30.92 $32.47 $34.09 $35.80 $37.59
Facilities Security Coordinator 155 $25.93 $27.22 $28.59 $30.02 $31.52 $33.09 $34.75 $36.48
Field Service Representative 161 $27.52 $28.90 $30.34 $31.86 $33.45 $35.13 $36.88 $38.73
Fire Prevention Inspector 183 $34.26 $35.97 $37.77 $39.66 $41.64 $43.72 $45.91 $48.21
Fire Training Maintenance Technician 175 $31.64 $33.22 $34.88 $36.62 $38.46 $40.38 $42.40 $44.52
Fleet Maintenance Crew Leader 191 $37.10 $38.95 $40.90 $42.94 $45.09 $47.35 $49.71 $52.20
Forensic Systems Specialist 196 $38.99 $40.94 $42.99 $45.14 $47.39 $49.76 $52.25 $54.86
Geographic Information Systems Analyst 199 $40.17 $42.18 $44.29 $46.50 $48.83 $51.27 $53.83 $56.52
Graphic Designer 164 $28.36 $29.78 $31.26 $32.83 $34.47 $36.19 $38.00 $39.90
Hazardous Materials Program Specialist 195 $38.60 $40.53 $42.56 $44.69 $46.92 $49.27 $51.73 $54.32
Helicopter Maintenance Technician 180 $33.25 $34.91 $36.66 $38.49 $40.42 $42.44 $44.56 $46.79
Human Resources Technician 157 $26.45 $27.77 44$29.16 $30.62 $32.15 $33.76 $35.44 $37.22
Information Technology Project Coordinator 206 $43.07 $45.22 $47.48 $49.86 $52.35 $54.97 $57.72 $60.60
Information Technology Analyst 204 $42.22 $44.33 $46.55 $48.87 $51.32 $53.88 $56.58 $59.41
Information Technology Technician 158 $26.71 $28.05 $29.45 $30.92 $32.47 $34.09 $35.80 $37.59
Irrigation Specialist 159 $26.98 $28.33 $29.75 $31.23 $32.80 $34.44 $36.16 $37.96
Landscape Maintenance Inspector 175 $31.64 $33.22 $34.88 $36.62 $38.46 $40.38 $42.40 $44.52
Latent Print Examiner 187 $35.65 $37.43 $39.30 $41.27 $43.33 $45.50 $47.77 $50.16
Lead Construction Inspector 208 $43.93 $46.13 $48.44 $50.86 $53.40 $56.07 $58.88 $61.82
Lead Facilities Maintenance Worker 182 $33.92 $35.62 $37.40 $39.27 $41.23 $43.29 $45.46 $47.73
Lead Fleet Maintenance Mechanic 182 $33.92 $35.62 $37.40 $39.27 $41.23 $43.29 $45.46 $47.73
Lead Information Technolgy Technician 189 $36.37 $38.18 $40.09 $42.10 $44.20 $46.41 $48.73 $51.17
Lead Public Works Maintenance Worker 175 $31.64 $33.22 $34.88 $36.62 $38.46 $40.38 $42.40 $44.52
Lead Wastewater Worker 179 $32.92 $34.57 $36.30 $38.11 $40.02 $42.02 $44.12 $46.32
Lead Water Utility Worker 181 $33.58 $35.26 $37.03 $38.88 $40.82 $42.86 $45.01 $47.26
Legal Assistant 164 $28.36 $29.78 $31.26 $32.83 $34.47 $36.19 $38.00 $39.90
Librarian I 172 $30.71 $32.24 $33.85 $35.55 $37.32 $39.19 $41.15 $43.21
Librarian II 180 $33.25 $34.91 $36.66 $38.49 $40.42 $42.44 $44.56 $46.79
Library Services Assistant 136 $21.46 $22.54 $23.66 $24.84 $26.09 $27.39 $28.76 $30.20
Library Specialist 154 $25.67 $26.96 $28.30 $29.72 $31.20 $32.76 $34.40 $36.12
Literacy Program Specialist 172 $30.71 $32.24 $33.85 $35.55 $37.32 $39.19 $41.15 $43.21
Management Aide 181 $33.58 $35.26 $37.03 $38.88 $40.82 $42.86 $45.01 $47.26
Mechanic 168 $29.51 $30.98 $32.53 $34.16 $35.87 $37.66 $39.54 $41.52
Office Assistant I 122 $18.67 $19.60 $20.58 $21.61 $22.69 $23.83 $25.02 $26.27
Office Assistant II 138 $21.89 $22.99 $24.14 $25.34 $26.61 $27.94 $29.34 $30.81
Parking Meter Technician 160 $27.25 $28.61 $30.04 $31.55 $33.12 $34.78 $36.52 $38.34
Parking&Camping Operations Lead 170 $30.10 $31.61 $33.19 $34.85 $36.59 $38.42 $40.34 $42.36
Parking&Camping Assistant 141 $22.56 $23.68 $24.87 $26.11 $27.42 $28.79 $30.23 $31.74
Parking&Camping Crewleader 188 $36.01 $37.81 $39.70 $41.68 $43.77 $45.95 $48.25 $50.66
Parking/Traffic Control Officer 141 $22.56 $23.68 $24.87 $26.11 $27.42 $28.79 $30.23 $31.74
Parking/Traffic Control Supervisor 171 $30.40 $31.92 $33.52 $35.20 $36.95 $38.80 $40.74 $42.78
Payroll Specialist 175 $31.64 $33.22 $34.88 $36.62 $38.46 $40.38 $42.40 $44.52
Permit Technician 154 $25.67 $26.96 $28.30 $29.72 $31.20 $32.76 $34.40 $36.12
Pest Control Specialist 159 $26.98 $28.33 $29.75 $31.23 $32.80 $34.44 $36.16 $37.96
HBMT MOU January 1,2025-December 31,2027 32
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A-SALARY SCHEDULE
EFFECTIVE JANUARY 1, 2025
Classification Title Range A B C D E F G H
Planning Aide 164 $28.36 $29.78 $31.26 $32.83 $34.47 $36.19 $38.00 $39.90
Plans Examiner 197 $39.38 $41.35 $43.42 $45.59 $47.87 $50.26 $52.77 $55.41
Police Records Specialist 134 $21.04 $22.09 $23.20 $24.36 $25.57 $26.85 $28.19 $29.60
Police Records Supervisor 171 $30.40 $31.92 $33.52 $35.20 $36.95 $38.80 $40.74 $42.78
Police Services Specialist 154 $25.67 $26.96 $28.30 $29.72 $31.20 $32.76 $34.40 $36.12
Police Systems Coordinator 169 $29.80 $31.29 $32.86 $34.50 $36.23 $38.04 $39.94 $41.94
Principal Code Enforcement Officer 192 $37.47 $39.34 $41.31 $43.37 $45.54 $47.82 $50.21 $52.72
Property and Evidence Officer 165 $28.64 $30.07 $31.58 $33.16 $34.81 $36.55 $38.38 $40.30
Property and Evidence Supervisor 185 $34.95 $36.69 $38.53 $40.46 $42.48 $44.60 $46.83 $49.17
Public Works Equipment Operator 164 $28.36 $29.78 $31.26 $32.83 $34.47 $36.19 $38.00 $39.90
Public Works Maintenance Crew Leader 191 $37.10 $38.95 $40.90 $42.94 $45.09 $47.35 $49.71 $52.20
Public Works Maintenance Worker 146 $23.71 $24.89 $26.14 $27.44 $28.82 $30.26 $31.77 $33.36
Real Time Crime Center Supervisor 202 $41.39 -$43.46 $45.63 $47.91 $50.31 $52.82 $55.46 $58.24
Records Specialist 179 $32.92 $34.57 $36.30 $38.11 $40.02 $42.02 $44.12 $46.32
Risk Management Specialist 157 $26.45 $27.77 $29.16 $30.62 $32.15 $33.76 $35.44 $37.22
Supervisory Control&Data Acquisition(SCADA)Coordinator 202 $41.39 $43.46 $45.63 $47.91 $50.31 $52.82 $55.46 $58.24
Supervisory Control&Data Acquisition(SCADA)Technician 188 $36.01 $37.81 $39.70 $41.68 $43.77 $45.95 $48.25 $50.66
Senior Accountant 198 $39.77 $41.76 $43.85 $46.04 $48.34 $50.76 $53.30 $55.96
Senior Accounting Technician 168 $29.51 $30.98 $32.53 $34.16 $35.87 $37.66 $39.54 $41.52
Senior Administrative Assistant 169 $29.80 $31.29 $32.86 $34.50 $36.23 $38.04 $39.94 $41.94
Senior Buyer 195 $38.60 $40.53 $42.56 $44.69 $46.92 $49.27 $51.73 $54.32
Senior Code Enforcement Officer 182 $33.92 $35.62 $37.40 $39.27 $41.23 $43.29 $45.46 $47.73
Senior Combination Inspector 198 $39.77 $41.76 $43.85 $46.04 $48.34 $50.76 $53.30 $55.96
Senior Construction Inspector 198 $39.77 $41.76 $43.85 $46.04 $48.34 $50.76 $53.30 $55.96
Senior Crime Analyst 199 $40.17 $42.18 $44.29 $46.50 $48.83 $51.27 $53.83 $56.52
Senior Deputy City Clerk 192 $37.47 $39.34 $41.31 $43.37 $45.54 $47.82 $50.21 $52.72
Senior Engineering Technician 200 $40.57 $42.60 $44.73 $46.97 $49.32 $51.78 $54.37 $57.09
Senior Facilities Maint Technician 174 $31.32 $32.89 $34.53 $36.26 $38.07 $39.98 $41.98 $44.08
Senior Fire Prevention Inspector 201 $40.98 $43.03 $45.18 $47.44 $49.81 $52.30 $54.91 $57.66
Senior Geographic Information Systems Analyst 208 $43.93 $46.13 $48.44 $50.86 $53.40 $56.07 $58.88 $61.82
Senior Helicopter Maintenance Technician 206 $43.07 $45.22 $47.48 $49.86 $52.35 $54.97 $57.72 $60.60
Senior Human Resources Technician 173 $31.01 $32.56 $34.19 $35.90 $37.70 $39.58 $41.56 $43.64
Senior Information Technolgy Analyst 220 $49.51 $51.98 $54.58 $57.31 $60.18 $63.18 $66.34 $69.66
Senior Information Technolgy Technician 175 $31.64 $33.22 $34.88 $36.62 $38.46 $40.38 $42.40 $44.52
Senior Legal Assistant 190 $36.73 $38.57 $40.49 $42.52 $44.65 $46.88 $49.22 $51.68
Senior Library Specialist 163 $28.08 $29.48 $30.95 $32.50 $34.13 $35.83 $37.63 $39.51
Senior Mechanic 174 $31.32 $32.89 $34.53 $36.26 $38.07 $39.98 $41.98 $44.08
Senior Payroll Specialist 198 $39.77 $41.76 $43.85 $46.04 $48.34 $50.76 $53.30 $55.96
Senior Permit Technician 174 $31.32 $32.89 $34.53 $36.26 $38.07 $39.98 $41.98 $44.08
Senior Plans Examiner 213 $46.18 $48.48 $50.91 $53.45 $56.13 $58.93 $61.88 $64.97
Senior Police Records Specialist 145 $23.47 $24.65 $25.88 $27.17 $28.53 $29.96 $31.46 $33.03
Senior Public Works Maintenance Worker 156 $26.19 $27.50 $28.87 $30.32 $31.83 $33.42 $35.09 $36.85
Senior Services Transportation Coordinator 170 $30.10 $31.61 $33.19 $34.85 $36.59 $38.42 $40.34 $42.36
Senior Survey Technician 172 $30.71 $32.24 $33.85 $35.55 $37.32 $39.19 $41.15 $43.21
Senior Utility Field Representative 159 $26.98 $28.33 $29.75 $31.23 $32.80 $34.44 $36.16 $37.96
Senior Water Utility Worker 174 $31.32 $32.89 $34.53 $36.26 $38.07 $39.98 $41.98 $44.08
Senior Wastewater Pump Technician 172 $30.71 $32.24 $33.85 $35.55 $37.32 $39.19 $41.15 $43.21
Social Services Assistant 118 $17.94 $18.84 $19.78 $20.77 $21.81 $22.90 $24.04 $25.25
Social Services Supervisor 186 $35.30 $37.06 $38.91 $40.86 $42.90 $45.05 $47.30 $49.67
Social Worker 170 $30.10 $31.61 $33.19 $34.85 $36.59 $38.42 $40.34 $42.36
Survey Technician 164 $28.36 $29.78 $31.26 $32.83 $34.47 $36.19 $38.00 $39.90
Traffic Engineering Technician 191 $37.10 $38.95 $40.90 $42.94 $45.09 $47.35 $49.71 $52.20
Traffic Signals Electrician 188 $36.01 $37.81 $39.70 $41.68 $43.77 $45.95 $48.25 $50.66
Traffic Signals Crew Leader 198 $39.77 $41.76 $43.85 $46.04 $48.34 $50.76 $53.30 $55.96
Utilities Technology Supervisor 212 $45.72 $48.00 $50.40 $52.92 $55.57 $58.35 $61.27 $64.33
Utility Equipment Operator 170 $30.10 $31.61 $33.19 $34.85 $36.59 $38.42 $40.34 $42.36
Utility Field Representative 151 $24.92 $26.16 $27.47 $28.84 $30.29 $31.80 $33.39 $35.06
Utility Locator 177 $32.27 $33.89 $35.58 $37.36 $39.23 $41.19 $43.25 $45.41
Utility Maintenance Worker 146 $23.71 $24.89 $26.14 $27.44 $28.82 $30.26 $31.77 $33.36
Volunteer Services Coordinator 163 $28.08 $29.48 $30.95 $32.50 $34.13 $35.83 $37.63 $39.51
Warehouse Clerk 141 $22.56 $23.68 $24.87 $26.11 $27.42 $28.79 $30.23 $31.74
Warehouse Coordinator 165 $28.64 $30.07 $31.58 $33.16 $34.81 $36.55 $38.38 $40.30
Wastewater Crew Leader 189 $36.37 $38.18 $40.09 $42.10 $44.20 $46.41 $48.73 $51.17
Wastewater Pump Technician 164 $28.36 $29.78 $31.26 $32.83 $34.47 $36.19 $38.00 $39.90
Water Conservation Coordinator 191 $37.10 $38.95 $40.90 $42.94 $45.09 $47.35 $49.71 $52.20
Water Meter Repair Technician 162 $27.80 $29.19 $30.65 $32.18 $33.79 $35.48 $37.25 $39.12
Water Quality Coordinator 194 $38.22 $40.13 $42.14 $44.25 $46.46 $48.78 $51.22 $53.78
Water Quality Specialist 183 $34.26 $35.97 $37.77 $39.66 $41.64 $43.72 $45.91 $48.21
Water Utility Crew Leader 191 $37.10 $38.95 $40.90 $42.94 $45.09 $47.35 $49.71 $52.20
Water Utility Worker 166 $28.93 $30.37 $31.89 $33.49 $35.16 $36.92 $38.77 $40.70
HBMT MOU January 1,2025-December 31,2027 33
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT B-UNIFORM POLICY
A. General
The City shall furnish uniforms on an annual basis to those employees designated by
the 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 Employees
All employees listed in Exhibit B-1 shall wear a standard City adopted uniform. Each
Department Head shall determine which employees must wear a uniform. The
Uniform Listing by Category/Class shall be indicated in the document attached hereto
and by this reference incorporated herein as Exhibit B-1.
C. Personal Protective Equipment (PPE)
All personal protective equipment as related to employee job duties and
responsibilities shall be provided based upon Supervisor designated need. Examples
of personal protective equipment include, but may not be limited to, the following:
hardhats, foul weather gear, steel-toed rubber boots, steel-toed caps, wood heat
resistant soles, special hazard gloves, safety glasses, face shields, ear protectors and
arm and shin guards. R-1 safety vests shall be furnished to all employees having
occasion to work within travel ways.
D. Safety Shoes
1. Safety toe shoes or boots as each assignment dictates.
a. Two pair per year.
b. Damaged shoes shall be turned into operating Supervisor who shall authorize
replacement or repair.
1. The maximum amount to be reimbursed for a pair of safety shoes will not exceed
two hundred and seventy-five dollars ($275.00) per pair every six months or
sooner, if necessary.
2. Shoes or boots shall be purchased through designated standard outlets.
E. Employee Responsibilities
1. Wear a clean and complete uniform as required.
HBMT MOU January 1,2022—December 31,2024 34
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT B-UNIFORM POLICY
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 public (i.e., shirt buttoned, shirttail tucked in,
etc.
3. Wash and provide minimum repair(i.e., buttons, small tears, etc.)
4. Wear the uniform only when on duty or performing work.
5. Notify the Supervisor of the need to replace due to disrepair or severe staining
producing an undesirable appearance.
6. Turn in all uniform components, including patches upon separation.
7. Turn in all personal protective equipment upon separation.
8. Wear all personal protective equipment prescribed by the City Safety Officer and
Supervisor of the division..
F. City Responsibilities
1. Furnish funding for the agreed uniform allowances on an annual basis, including
funding for any initial alterations necessary.
2. Report to the California Public Employees Retirement System (CaIPERS)the cost
of uniforms provided as set forth in Uniform Listing by Category/Class, Exhibit B-
1, for each class 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 and maintain one or more retail clothing outlets for the various allotments.
City reserves the right to name vendor.
4. Maintain records of purchases.
G. Department Head or Designee Responsibilities
1. Ensure employee compliance with the Uniform Policy.
HBMT MOU January 1,2025-December 31,2027 35
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT B-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 class, 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 Office.
4. Report to Director of Human Resources any changes to the Uniform Listing by
Category/Class (Exhibit B-1). The City reserves the right to add, delete, change
or modify the Uniform Listing as required.
HBMT MOU January 1,2025-December 31,2027 36
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT B-UNIFORM POLICY
Exhibit B-1
Category of Uniform
Group 1: 5 Shirts,T-Shirts and Pants, Patches, 1 Jacket(PW/C&LS Field Issue),
Group 2: 1 Blue Suit, 2 Pants/ Polo Shirts, 1 Sweater, 1 Pair Shoes (Fire)
Group 3: 2 Blue Shirts, 3 Pants/Skirts, 1 (choice)Jacket/Sweater/Sweatshirt(PD)
Group 4: 2 Polo Shirts, 2 Pants or 2 Shorts, 1 Hat (C&LS)
5 Polo Shirts, 1 Jacket, 1 Windbreaker(not annually), 1 Hat(Inspection), Shoes PPE/Safety for
Group 5: Inspectors only(not CaIPERS reportable)
Group 6: 2 T-Shirts (CS)
Group 8: 4 Battle Dress Uniform,4 Polo Shirts, 1 Jacket, 1 Rain suit(PD)
Group 9: 4 Blue Pants, 2 Shorts,4 Polos or Blue Shirts,1 Jacket, 1 Rain suit(PD)
Group
10: 5 Shirts, 5 Pants, 1 Jacket, 1 Brush Jacket, Shoes PPE/Safety not PERS reportable
Group
11: 3 Shirts, 3 Pants, Boots PPE/Safety not PERS reportable
Group
12: 5 Polo Shirts, 3 Pants, 1 Sweatshirt or Windbreaker(AS)
Uniform Listing by Category/Class*
Department Job Class Category Notes
Type of Uniform
Daily wear not required. Used for
Comm & Lib Svcs 0783 Community and Library Services 6 special events and/or sports
Supervisor leagues. Frequency of use varies-
seasonal from weekly to monthly
Daily wear not required. Special
Community and Library Services events and/or sports leagues use
Comm& Lib Svcs 0784 6
Coordinator only. Frequency varies from weekly
to monthly according to season.
Comm & Lib Svcs 0448 Marine Equipment Mechanic 1
Comm& Lib Svcs 0787 Parking Meter Technician 1
Comm & Lib Svcs 0791 Facilities Maintenance Coordinator 1
Comm & Lib Svcs 0570 Parking and Camping Assistant 4
HBMT MOU January 1,2025-December 31,2027 37
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT B—UNIFORM POLICY
Job Category
Department Class of Uniform Notes
Type
Comm & Lib Svcs 0787 Parking and Camping Operations 4
Crewleader
Comm & Lib Svcs 0459 Parking and Camping Crewleader 4
Comm & Lib Svcs 0785 Social Services Assistant 6 Bus Driver only
Finance 0398 Field Service Representative 1
Public Works
Fire 0232 Emergency Medical Services Coord 2
Fire 0822 Emergency Management 2 Daily wear not required
Administrator
Fire 0173 Fire Training Maintenance Tech 11
Fire 0190 Hazardous Material Program 10
Specialist
Fire 0824 Fire Prevention Inspector 10
Fire 0823 Senior Fire Prevention Inspector 10
Information 0835 Senior Information Technology 12 Daily wear not required
Services Technician
Community 0807 Building Inspector 5
Development
Community 0806 Combination Inspector 5
DevelopmentI
Community
Development 0804 Senior Combination Inspector 5
Community 0796 Code Enforcement Officer 5
Development
Community 0795 Senior Code Enforcement Officer 5
Development
Community 0511 Code Enforcement Tech 5
Development
Community 0794 Principal Code Enforcement Officer 5
Development
Police 0263 Community Relations Specialist 3 Daily wear not required
Police 0597 Community Services Officer 9
Police 0255 Crime Scene Investigator 8
Police 0337 Helicopter Maintenance Technician 1
Police 0262 Parking/Traffic Control Officer 9
HBMT MOU January 1,2025-December 31,2027 38
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT B-UNIFORM POLICY
Department Job Class Category Notes
Type of Uniform
Police 0577 Parking/Traffic Control Supervisor 9
Police 0849 Senior Police Records Specialist 3 In Records Division only
Police 0283 Police Records Supervisor 3
Police 0851 Police Records Specialist 3
Police 0308 Police Services Specialist 3 In Records Division only
Police 0215 Police Systems Coordinator 3
Police 0259 Property and Evidence Officer 9
Police 0261 Property and Evidence Supervisor 9
Police 0334 Senior Helicopter Maintenance 1
Technician
Public Works 0863 Public Works Equipment Operator 1
Public Works 0585 Public Works Maintenance Crew 1
Leader
Public Works 0861 Senior Public Works Maintenance 1
Worker
Public Works 0871 Construction Inspector 5
Public Works 0895 Water Quality Specialist 5
Public Works 0339 Electrician 1
Public Works 0445 Environmental Specialist 5
Public Works 0875 Fleet Maintenance Crew Leader 1
Public Works 0876 Lead Fleet Maintenance Mechanic 1
Public Works 0880 Equipment Parts Inventory Supply
Clerk
Public Works 0391 Facilities Maintenance Technician 1
Public Works 0357 Irrigation Specialist 1
Public Works 0864 Landscape Maintenance Inspector 1
Public Works 0862 Public Works Maintenance Worker 1
Public Works 0892 Utility Maintenance Worker 1
Public Works 0897 Utilities Technology Supervisor 1
HBMT MOU January 1,2025-December 31,2027 39
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT B-UNIFORM POLICY
Category
Department Type Class of Uniform Notes
Public Works 0878 Mechanic 1
Public Works 0877 Senior Mechanic 1
Public Works 0367 Pest Control Specialist 1
Public Works 0515 Supervisory Control & Data 5
Acquisition (SCADA)Coordinator
Public Works 0346 Supervisory Control & Data 1
Acquisition (SCADA)Technician
Public Works 0171 Senior Construction Inspector 5
Public Works 0343 Senior Facilities Maintenance 1
Technician
Public Works 0902 Senior Wastewater Pump Technician 1
Public Works 0893 Senior Utility Field Representative 1
Public Works 0882 Survey Technician 5
Public Works 0881 Senior Survey Technician 5
Public Works 0336 Traffic Signals Electrician 1
Public Works 0866 Traffic Signals Crew Leader 1
Public Works 0859 Lead Public Works Maintenance 1
Worker
Public Works 0858 Public Works Maintenance Crew 1
Leader
Public Works 0854 Warehouse Coordinator 1
Public Works 0856 Warehouse Clerk 1
Public Works 0898 Wastewater Crew Leader 5
Public Works 0901 Lead Wastewater Worker 1
Public Works 0904 Wastewater Pump Technician 1
Public Works 0891 Utility Equipment Operator 1
Public Works 0894 Utility Field Representative 1
Public Works 0356 Water Meter Repair Technician 1
Public Works 0885 Water Utility Crew Leader 1 or 5 Category 5 when assigned to
Distribution
HBMT MOU January 1,2025-December 31,2027 40
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT B-UNIFORM POLICY
Department Job Class Category Notes
Type of Uniform
Public Works 0886 Lead Water Utility Worker 1
Public Works 0890 Water Utility Worker 1
Public Works 0888 Senior Water Utility Worker 1
Public Works 0887 Utility Locator 1
* Note: unless otherwise indicated, uniforms are required for daily wear
HBMT MOU January 1,2025-December 31,2027 41
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT C-VEHICLE USE POLICY
Section 1 - Purpose
The purpose of these regulations is to establish and implement City policies and
procedures relative to the assignment, utilization and control of City-owned vehicles as
transportation for employees who engage in official City business, to establish
reimbursement procedures for privately-owned vehicles used for City business, and to
clarify the City's responsibility for damage and/or liability for private vehicles used on
official City business.
Section 2-Scope
These regulations cover the use of City and private vehicles for conducting official City
business and shall be applicable to all City departments and employees.
Section 3- Policy
When necessary during the course of an employee's official duties, transportation or
reimbursement therefore shall be provided by the City. In the event no City vehicle is
available, the employee may use their personal vehicle with the approval of the
Department Head. Employees authorized to drive either their own or a City-owned
vehicle on official business must possess a valid California Driver License for the class of
vehicle they will be operating. The transportation method authorized will be determined
in terms of the best interests of the City. The general program set forth in this regulation
will be implemented by the City Manager Office upon approval of the City Council and
administered by the Department Heads in accordance with the policies herein
established. It is the responsibility of each Department Head to enforce the provisions of
this regulation as it relates to employees of their department.
City-owned vehicles shall only be used for official City business. City-owned vehicles
shall not be driven to and kept at the employee's home or any location other than the
regular work location or Corporation Yard, except as provided by this regulation.
Section 4-Vehicle Use Criteria
I. Assigned Vehicles:
A. Assigned City vehicles may be taken home by employees whose residence is
within ten (10) miles of City Hall for the uses as described below:
1. Executive use includes the City Manager, Assistant City Manager and
Department Heads.
HBMT MOU January 1,2022-December 31,2024 42
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT C-VEHICLE USE POLICY
2. Emergency Response Units:
a. Employees who are required to respond more than once per week on
an average without delay in order to protect the public health, safety and
property.
b. Employees who are required to carry special emergency equipment in
their vehicles, which must be utilized on a regular and frequent basis.
(A radio in and of itself does not constitute special emergency
equipment.)
3. Continuous use outside of regular working hours — Employees who are
called back on an unscheduled basis to perform official City business
outside of regular working hours more than once per week on an average
and who meet one of the following criteria:
a. Mileage driven on official City business exceeds an average of five
hundred (500) miles per month, or
b. Who regularly and frequently supervises subordinates or conducts
inspections in the field, or
c. Whose duties require the employee to be away from their base
workstation greater than fifty percent (50%) of their working time, on
average.
B. City vehicles, which shall not be taken home, may be assigned based on
meeting one of the following criteria:
1. Monthly mileage driven exceeds an average of five hundred (500) miles
per month and the vehicle is used for the purpose of supervision or
inspection in the field, or
2. Duties require the employee to be away from their workstation, greater
than fifty percent (50%) of their working time, on an average.
II. Reimbursement of Use of Personal Vehicle:
A. Executive Use — The City Manager, Assistant City Manager and Department
Heads may, at their option, receive the automobile allowance as established by
Resolution
HBMT MOU January 1,2025-December 31,2027 43
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT C-VEHICLE USE POLICY
B. Mileage Reimbursement Employees, upon authorization of their Department
Head, may use their own vehicles on official City business and shall be
reimbursed at current Internal Revenue Service (IRS) regulations while driving
on official City business.
1. Employees shall submit monthly claims for reimbursement to their
Department Head.
2. Employees shall not be reimbursed for commuting to and from work, except
that employees who are required to attend scheduled meetings outside of
normal working hours may be reimbursed for mileage required.
Section 5- Insurance Requirements
All privately-owned vehicles authorized to be used on official City business shall be
insured by the individual employee in the minimum amount of fifty thousand dollars
($50,000.00) public liability for any one person and one hundred thousand dollars
($100,000.00) public liability for all persons, any one accident. They must also be insured
for twenty-five thousand dollars ($25,000.00) property damage and fifteen thousand
dollars ($15,000.00) for any one uninsured motorist and thirty thousand dollars
($30,000.00) for all uninsured motorists any one accident. Employee private vehicle
information shall be reviewed and updated annually by the respective departments. The
record maintained should contain the following current information.
• Name of Employee • Operator's License
• Insurance Company • Driver's License Expiration Date
• Insurance Policy Number • Insurance Expiration Date
• Amount of Coverage
It shall be the Department Head's responsibility to insure that no privately owned vehicle
is operated on City business without insurance coverage and a valid operator's license
as required by this regulation.
Section 6 - Clarification on City Liability on Use of Private Vehicle:
In the event of damage to private vehicles, while on City business where a third party"is
negligent, the employee should collect damages (including insurance deductibles) from
the third party. Where the employee is negligent, the City cannot be held liable for
damages to the automobile, but the City can be held responsible for liability to third
parties. The City shall be responsible to such employee for the first one hundred dollars
($100.00) of comprehensive and/or collision damages suffered by such employee to the
extent that such employee's personal automobile insurance policy does not cover such
HBMT MOU January 1,2025-December31,2027 44
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT C-VEHICLE USE POLICY
first one hundred dollars ($100.00) damage. The employee's insurance policy is
Considered as the primary coverage, and the City liability begins after the limitations of
the employee's coverage is exhausted.
In the event a City employee's personal vehicle is damaged due to accident/collision while
being used for official City business and the employee is deprived the use thereof, the
City shall furnish such employee with a vehicle during such time as is reasonably required
to repair said employee's vehicle.
HBMT MOU January 1,2025-December 31,2027 45
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT D-9/80 WORK SCHEDULE
This work schedule is known as the "9/80". The 9/80 work schedule is designed to be in
compliance with the requirements of the Fair Labor Standards Act (FLSA). 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 (2)week pay period by working eight (8)days at nine (9) hours per day and working
one (1) day for eight (8) hours, with a scheduled unpaid lunch break during each work
shift, totaling forty (40) hours in each FLSA workweek. 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. The FLSA workweek for each employee on a 9/80 schedule shall begin and end four
(4) hours into that employee's regularly scheduled shift on the day of the week that
the employee alternatively works and eight (8) hour shift or takes off. For example,p ,
employees on a 9/80 schedule who are assigned to the Civic Center shall have and
FLSA workweek that starts and ends four (4) hours into the employee's regularly
scheduled shift each Friday, as these employees may only have 9/80 schedules that
provide for alternating Fridays off with working eight (8) hour days on Fridays.
Employees may only take their lunch break on their eight(8) hour day after first having
worked four(4) hours in that shift, unless the employee receives prior approval of their
Supervisor, as overtime may occur in such situations.
B. Two (2)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 workdays (thirty-six (36) hours) and
one (1) four(4) hour Friday and those hours equal forty (40) hours in each workweek
(e.g. the Friday is split into four (4) hours for the A.M. shift, which is charged to
workweek one and four(4) hours for the P.M. shift,which is charged to workweek two).
C. NB Schedules—To continue to provide service to the public every Friday, employees
on a 9/80 schedule assigned to the Civic Center, 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 on 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:
HBMT MOU January 1,2022-December31,2024 46
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT D-9/80 WORK SCHEDULE
AM•PM AM PM AM PM
F F S SM T W Th F F S SM T W Th F 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 - -
D. Schedule Changes — FLSA non-exempt employees cannot change their assigned
schedules, without prior approval of their Supervisor, Department Head, and the
Director of Human Resources or designee. The purpose of this authorization is to
review the impact on overtime. FLSA exempt employees may change their schedules
at the beginning of any pay period with Supervisor and Department Head approval.
E. Emergencies —All Employees on the 9/80 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.
Overtime Defined
FLSA Non-Exempt Employees—All non-exempt employees under the 9/80 work schedule
shall earn overtime for all hours worked after the first forty (40) hours in their designated
FLSA workweek as required under FLSA. Employees are required to obtain Supervisor
authorization prior to working any overtime.
1. Overtime Compensation —As stated in Article IX.B.
2. Compensatory Time—As stated in Article IX.B.
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 Article XII.A.1.
2. Sick Leave —As stated in Article XI I.A.3.
3. Bereavement Leave -As stated in Article XI I.A.4.
4. Holidays
HBMT MOU January 1,2025-December 31,2027 47
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT D-9/80 WORK SCHEDULE
a. If a holiday falls on an FLSA non-exempt employee's flex day off, the employee
must then take the work shift before or after the holiday off with their Supervisor
and Department Head approval. If the employee cannot take the work shift
before or after the holiday off, the employee will be credited General Leave with
the number of hours of the employee's regularly scheduled work shift.
b. If a holiday falls on an FLSA exempt employee's flex day off, the employee
must then take the work shift before or after the holiday off with Supervisor
and Department Head approval. FLSA exempt employees shall not be
granted any Administrative/ General Leave or any added compensation for
not taking a work shift off on a scheduled holiday.
5. Jury Duty-The provisions of the Personnel Rules shall continue to apply,
however, if an FLSA exempt employee is called to serve on a jury duty during the
employee's flex day 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 additional compensation.
•
HBMT MOU January 1,2025-December 31,2027 48
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT E-4/10 WORK SCHEDULE
This work schedule is known as the "4/10" work schedule. The 4/10 work schedule is
designed to be in compliance with the requirements of the Fair Labor Standards Act
(FLSA). 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 four (4) days for forty (40) hours in
an FLSA workweek by working four(4) days at ten (10) hours per day, plus a minimum of
thirty (30) minutes unpaid lunch during each work shift. The FLSA workweek shall be
defined as Saturday 12:00:00 A.M. to Friday 11:59:59 P.M. 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.
Overtime Defined
FLSA Non-Exempt Employees—All non-exempt employees under the 4/10 work schedule
shall earn overtime for all hours worked after the first forty (40) hours in an FLSA
workweek as required under FLSA. Employees are required to obtain Supervisor
authorization prior to working any overtime.
1. Overtime Compensation —As stated in Article IX.B.
2. Compensatory Time—As stated in Article IX.B.
Leave Benefits
When an employee is off on a scheduled workday under the 4/10 work schedule, then
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 Article XII.A.1.
2. Sick Leave -As stated in Article XI I.A.3.
3. Bereavement Leave—As stated in Article XI I.A.4.
HBMT MOU January 1,2022-December 31,2024 49
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT E-4/10 WORK SCHEDULE
4. Holidays
a. If a holiday falls on an FLSA non-exempt employee's regularly scheduled day
off, the employee must then take the work shift before or after the holiday off,
with Supervisor and Department Head approval. If the employee cannot take
the work shift before or after the holiday off, the employee will be credited with
General Leave the number of hours of the employee's regularly scheduled work
shift.
b. If a holiday falls on an FLSA exempt employee's regularly scheduled day off,
the employee must then take the work shift before or after the holiday off, with
Supervisor and Department Head approval. FLSA exempt employees shall not
be granted any Administrative/ General Leave or any added compensation for
not taking a work shift off on a scheduled holiday.
5. Jury Duty—The provisions of the Personnel Rules shall continue to apply, however,
if an FLSA exempt 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 from work; therefore,
the employee will receive no added compensation.
HBMT MOU January 1,2025-December 31,2027 50
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT F-RETIREE MEDICAL SUBSIDY 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 the 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. On the date of retirement 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 the federal government or state government mandates an
employer-funded health plan or program for retirees, or mandates that the City
make contributions toward a health plan (either private or public) for retirees,
the City's contribution rate as set forth in this plan shall first be applied to the
mandatory plan. If there is any excess, that excess may be applied toward the
City medical plan as supplemental coverage provided the retired employee
pays the balance necessary for such coverage, if any.
3. 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.
HBMT MOU January 1,2022-December 31,2024 51
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT F-RETIREE MEDICAL SUBSIDY
SCHEDULE OF BENEFITS
D. 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 service with the City of Huntington Beach. Said service must
be continuous for ten (10) years unless prior service is reinstated at the time of
their rehire in accordance with the City's Personnel Rules.
E. Disability Retirees- Industrial disability retirees with less than ten (10) continuous
years of service shall receive a maximum monthly payment toward the premium
for health insurance of one hundred twenty-one dollars ($121.00). Payments shall
be in accordance with the stipulations and conditions that exist for all retirees.
Payment shall not exceed the dollar amount that is equal to the full cost of premium
for employee only.
F. Marital Status-Married unit retirees eligible for benefits under the Retiree Medical
Subsidy Plan may each receive the benefit earned pursuant to Section G -
Maximum Monthly Subsidy Payments, whether enrolled individually as the plan
enrollee or whether enrolled as a dependent on any City-sponsored medical plan.
a. In the case where a retired unit member is married to a City employee (active
or retired) outside of this bargaining unit, this provision shall remain applicable.
b. The provision shall apply to State of California registered domestic partners the
same as married spouses.
c. Upon City Council approval of this agreement, this provision shall become
effective the first day of the month following HBMT open enrollment for Medical
plans.
G. Maximum Monthly Subsidy Payments -All retirees, including those retired as a
result of disability whose number of continuous years of service on the date of
retirement exceeds ten (10), shall be entitled to a maximum monthly payment of
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
HBMT MOU January 1,2025—December 31,2027 52
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT F-RETIREE MEDICAL SUBSIDY
16 211
17 226
18 241
19 256
20 271
21 286
22 300
23 315
24 330
25 344
Note: The above 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.
H. 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 credited 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.
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 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.
I. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply:
HBMT MOU January 1,2025—December 31,2027 53
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT F-RETIREE MEDICAL SUBSIDY
a. Coverage for a retiree under the Retiree Medical Subsidy 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 COBRA continuation of 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 of coverage, or
ii. When the covered dependent reaches age sixty-five (65) and 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 Medical Subsidy Plan
will be eliminated.
d. Retiree Medical Subsidy Plan and COBRA participants shall be notified of
non-payment of premium by means of certified letter from Human
Resources in accordance with the provisions of this Memorandum of
Understanding.
e. 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.
•
•
HBMT MOU January 1,2025-December 31,2027 54
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT G-AGENCY SHOP AGREEMENT
Legislative Authority
The City of Huntington Beach (City) and the Huntington Beach Municipal Teamsters
(Association) mutually understand and agree that in accordance with State of California
law, per adoption of SB 739 (Government Code Section 3502.5), and SB 866
(Government Code Section(s) 3550, 3551, 3552, 3553, 3555.5 and 3556)the Association
will be covered by an Agency Shop. As a result of this Agency Shop Agreement between
the City and the Association, this Agency Shop Agreement hereby requires that all
bargaining unit employees represented by the Association:
1. Make the voluntary election to join the Association and pay Association Dues
2. Or opt-out of Association membership
The following Agency Shop Agreement will be implemented in conformity with California
Government Code Section 3502.5 and applicable law (SB 866) and will be incorporated
into any successor Memorandum of Understanding entered into between City and
Association, unless rescinded pursuant to the terms of this Agreement.
Association Dues
The City shall deduct Association Dues, from all employees who have signed a written
authorization, and a copy of that authorization has been provided to the Director of Human
Resources. The authorization shall indicate the Association Dues, to be deducted.
Employees who do not sign the written authorization, shall be deemed to opt-out of
Association membership. Employees on leave without pay or employees who earn a
salary less than the Association deduction shall not have Association Dues deducted for
that pay period.
The Association shall notify the Director of Human Resources of the amount of the
Association Dues to be deducted from the unit members' paychecks
New Hire Notification
All new hires in the bargaining unit shall be informed by the Director of Human
Resources or designee, at the time of hire, that an Agency Shop Agreement is in effect
for their classification, by providing a copy of this Agreement, the Memorandum of
Understanding and a form, mutually developed between the City and the Association
that outlines the employee's choices under the Agency Shop Agreement. The employee
shall be provided thirty (30) calendar days from the date of hire to elect their choice and
provide a signed copy of that choice to the Director of Human Resources. Deductions
under this Agency Shop Agreement for new hires will start with the first full payroll
period beginning thirty (30) days after the new hire submits their selection to the
HBMT MOU January 1,2022-December 31,2024 55
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT G-AGENCY SHOP AGREEMENT
Director of Human Resources. The Association may request to meet with new hires at a
time and place mutually agreed upon between the City and the Association.
Records
The Association shall keep an adequate itemized record of its financial transactions and
shall make a written financial report thereof, in the form of a balance sheet certified as to
accuracy by its president and treasurer or corresponding principal officer, or by a certified
public accountant, available annually, to the City within 60 days following the end of its
fiscal year.
All forms submitted by an employee to the City, or by the Association on behalf of an
employee, shall be retained by the City in the employee's personnel file.
The Director of Human Resources or designee shall provide the Association a list of all
unit members with dues paying status with each Association Dues check remitted to the
Association. This list and the Association Dues shall be submitted by the City to the
Association within three weeks of each pay period.
Rescission of Agreement
The Agency Shop Agreement may be rescinded at any time during the period of time that
the Association remains the exclusive bargaining agent for the unit employees by a
majority vote of all the employees in the bargaining unit. A request for such vote must be
supported by a petition containing the signatures of at least thirty percent (30%) of the
employees in the unit. The election shall be by secret ballot and conducted by California
State Mediation and Conciliation and in accordance with state law.
INDEMNIFICAION
The Association shall indemnify, defend and hold the City harmless from and against all
claims and liabilities as a result of implementing and maintaining this Agency Shop
Agreement.
The City and the Association recognize. the right of the employees to form, join and
participate in lawful activities of employee organizations and the equal alternative right of
employees to refuse to join or participate in employee organization activities.
During the life of this Agreement all unit members who choose to become members of
the Association shall be required to maintain their membership in the Association in good
standing, subject however, to the right to resign from membership no sooner than April
15 or later than May 15, of any year this Agreement remains in effect. Any unit member
may exercise the right to resign by submitting a written notice to the Association and to
the City during the resignation period on the Deduction Authorization/Change in Status
HBMT MOU January 1,2025-December 31,2027 56
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT G-AGENCY SHOP AGREEMENT
form. The change in deductions from the employee's payroll will be effective with the first
full pay period beginning thirty (30) days or more after the Director of Human Resources
receives the employee's written notice.
The City and the Association agree that neither shall discriminate nor retaliate against
any employee for the employee's participation or non-participation in any Association
activity.
Payroll Deduction
The City will deduct from each paycheck of unit employees, and remit to the Association,
the normal and regular Association Dues, in the timelines described as voluntarily
authorized in writing by the employee, subject to the following conditions:
1. Such deductions shall be made only upon submission of a Deduction
Authorization/Change in Status form to the Director of Human Resources. Said
form shall be duly completed and signed by the employee. If no form is completed
by the employee, the employee shall be considered to have elected to opt-out.
2. The City shall not be obligated to put into effect any new, changed or discontinued
deduction until the first full pay period commencing thirty (30) days or longer after
such submission.
Every effort will be made by the City to remit dues to the Association within three
(3) weeks of receipt. The Association agrees to indemnify and hold harmless
against any and all suits, claims, demands and liabilities that may arise out of, or
by reason of, any action that shall be taken by the City for the purpose of complying
with this Section.
HBMT MOU January 1,2025-December 31,2027 57
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT H-CATASTROPHIC LEAVE DONATION PROGRAM
Guidelines
1. Purpose
The purpose of the voluntary catastrophic leave donation program is to bridge
employees who have been approved leave time to either; return to work, long-term
disability, or medical retirement. Permanent employees who accrue vacation,
general leave or compensatory time may donate such leave to another permanent
employee when a catastrophic illness or injury befalls that employee or because
the employee is needed to care for a seriously ill family member. The leave-
sharing Leave Donation Program is Citywide across all departments and is
intended to provide an additional benefit. Nothing in this program is intended to
change current policy and practice for use and/or accrual of vacation, general, or
sick leave.
2. Definitions
Catastrophic illness or injury — A serious debilitating illness or injury, which
incapacitates the employee or an employee's family member.
Family Member— For the purposes of this policy, the definition of family member
is that defined in the Family Medical Leave Act (child, parent, spouse or domestic
partner).
3. Eligible Leave
Accrued compensatory time off, vacation or general leave hours may be donated.
The minimum donation an employee may make is two (2) hours and the maximum
is forty (40) hours.
4. Eligibility
Permanent employees who accrue vacation or general leave may donate such
hours to eligible recipients. Compensatory time off accrued may also be donated.
An eligible recipient is an employee who:
• Accrues vacation or general leave;
• Is not receiving disability benefits or Workers'Compensation payments; and
• Requests donated leave.
HBMT MOU January 1,2022-December 31,2024 58
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT H-CATASTROPHIC LEAVE DONATION PROGRAM
5. Transfer of Leave
The maximum donation credited to a recipient's leave account shall be the amount
necessary to ensure continuation of the employee's regular salary during the
employee's period of approved catastrophic leave. Donations will be voluntary,
confidential and irrevocable. Hours donated will be converted into a dollar amount
based on the hourly wage of the donor. The dollar amount will then be converted
into accrued hours based on the recipient's hourly wage. An employee needing
leave will complete a Leave Donation Request Form and submit it to the
Department Director for approval. The Department Director will forward the form
to Human Resources for processing. Human Resources, working with the
department, will send out the request for leave donations.
Employees wanting to make donations will submit a Leave Donation Form to the
Finance Department (payroll).
All donation forms submitted to payroll will be date stamped and used in order
received for each bi-weekly pay period. Multiple donations will be rotated in order
to insure even use of time from donors. Any donation form submitted that is not
needed will be returned to the donor.
HBMT MOU January 1,2025—December 31,2027 59
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT H—CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Request Form
According to the provisions of the Voluntary Catastrophic Leave Donation Program, I
hereby request donated vacation, general leave or compensatory time.
MY SIGNATURE CERTIFIES THAT:
• A leave of absence in relation to a catastrophic illness or injury has been approved
by my department; and
• I am not receiving disability benefits or Workers' Compensation payments.
Name: (Please Print or Type:Last, First, MI)
Work Phone: Department:
Job Title: Employee ID#:
Requester Signature: Date:
Department Director Signature of Support: 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:
Please submit this form to the Human Resources Department for. processing
HBMT MOU January 1,2025-December 31,2027 60
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT H-CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Donation Form
Donor, please complete
Donor Name: (Please Print or Type: Last, First, MI)
Work Phone:
Donor Job Title:
Type of Accrued Leave: 'Number of Hours I wish to donate:
❑ Vacation Hours of Vacation
❑ Compensatory Time Hours of Compensatory Time
❑ General Leave Hours of General Leave
understand that this voluntary donation of leave credits, once processed, is irrevocable;
but if not needed, the donation will be returned to me. I also understand that this donation
will remain confidential.
I wish to donate my accrued vacation, comp or general leave hours to the Leave Donation
Program for:
Eligible recipient employee's name (Last, First, MI):
Donor Signature: Date:
Please submit to Payroll in the Finance Department.
HBMT MOU January 1,2025—December 31,2027 61
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT I-HEALTH AND OTHER INSURANCE BENEFITS
TEAMSTERS MISCELLANEOUS SECURITY TRUST FUND
• The Teamsters Miscellaneous Security Trust Fund contracts with the City of
Huntington Beach to provide medical benefit plan options.
• Coverage for HBMT employees shall begin the first of the month following
employment. The City of Huntington Beach shall remit one (1) payment of three
(3) months of medical premiums for new enrollees.
HBMT MOU January 1,2022-December 31,2024 62
Res. No. 2025-43
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
'Pd-i-114416A94110'
City lerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California