HomeMy WebLinkAboutCity Council - 2025-62 RESOLUTION NO. 2025-62
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
HUNTINGTON BEACH APPROVING AND IMPLEMENTING THE
MEMORANDUM OF UNDERSTANDING
BETWEEN THE MARINE SAFETY MANAGEMENT ASSOCIATION (MSMA)
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
Marine Safety Management Association(MSMA), 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 nth day of October , 2025.
Mayor
REVIEWED AND APPROVED: APPROVED AS TO FORM:
4".
ity Manager ct City Attorney
INITIATED AND APPROVED:
Director of uman Resources
25-17088/390138
Reso No.2025-62
Exhibit"A"
Memorandum of Understanding
Between
Marine Safety Management Association
and
City of Huntington Beach
January 1 , 2025 — December 31 , 2027
•
MARINE SAFETY MANAGEMENT ASSOCIATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
PREAMBLE 1
ARTICLE I—TERM OF MOU 1
ARTICLE II— REPRESENTATIONAL UNIT/CLASSIFICATIONS 1
ARTICLE III — MANAGEMENT RIGHTS 2
ARTICLE IV— EXISTING CONDITIONS OF EMPLOYMENT 2
ARTICLE V—SEVERABILITY 2
ARTICLE VI —SALARY SCHEDULES 2
ARTICLE VII —SPECIAL PAY 3
A. EDUCATION 3
B. LONGEVITY 4
C. ACTING ASSIGNMENT PAY 5
D. CERTIFICATION PAY 5
E. HOLIDAY PAY 6
F. BILINGUAL SKILL PAY 7
G. EFFECTIVE DATE OF SPECIAL PAY 7
H. NO PYRAMIDING OF SPECIAL PAY 7
I. REPORTING TO PERS 7
ARTICLE VIII — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT 8
A. GENERAL POLICY 8
B. AFFECTED EMPLOYEES 8
C. PERSONAL PROTECTIVE EQUIPMENT 8
D. EMPLOYEE RESPONSIBILITIES 8
E. REPORTABLE TO CALPERS 8
ARTICLE IX— HOURS OR WORK/OVERTIME 9
A. WORK SCHEDULE 9
B. HOURS OF WORK DEFINED 9
C. OVERTIME/COMPENSATORY TIME 9
1. Paid Overtime 9
2. Compensatory Time 10
3. Court Time 10
D. STANDBY 10
E. ON-CALL 10
ARTICLE X— HEALTH AND OTHER INSURANCE BENEFITS 10
A. HEALTH 10
1. CALPERS PEMHCA 11
2. Dental Insurance 12
3. Retiree(Annuitant)Coverage 12
4. Additional Costs for Participation in the PEMHCA Program 13
MSMA MOU January 1,2025—December 31,2027
MARINE SAFETY MANAGEMENT ASSOCIATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
B. MEDICAL CASH-OUT 14
C. SECTION 125 EMPLOYEE PLAN 14
D. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT(AD & D) INSURANCE 14
E. LONG TERM DISABILITY INSURANCE 15
ARTICLE XI — RETIREMENT 15
A. CALPERS SAFETY"CLASSIC" MEMBER RETIREMENT BENEFITS 15
1. CaIPERS Safety"Classic Member" Retirement Formula 15
2. CaIPERS Safety"Classic Member" Final Compensation 16
3. CalPERS Safety"Classic Member"Contribution 16
4. CaIPERS Safety"Classic Member"Cost Sharing 16
B. CALPERS SAFETY"NEW MEMBER" RETIREMENT BENEFITS 16
1. CaIPERS Safety"New Member"Retirement Formula 16
2. CaIPERS Safety"New Member"Final Compensation 16
3. CaIPERS Safety"New Member"Contribution 17
4. CaIPERS Safety"New Member"Cost Sharing 17
C. IRS CODE SECTION 414(H)(2) 17
D. SELF FUNDED SUPPLEMENTAL RETIREMENT BENEFIT 17
E. HEALTH SAVINGS ACCOUNT FOR POST RETIREMENT MEDICAL BENEFITS 17
F. PRE-RETIREMENT OPTIONAL SETTLEMENT 2 DEATH BENEFIT 18
G. 1959 SURVIVORS' BENEFIT LEVEL IV 18
H. MEDICAL INSURANCE FOR RETIREES 18
ARTICLE XII — LEAVE BENEFITS 18
A. GENERAL LEAVE 18
1. Purpose 18
2. Anniversary Date 18
3. Accrual 18
4. Eligibility and Approval 19
5. Leave Conversion to Cash 19
6. Deferred Compensation/Leave Cash-Out 19
7. Pay-Off at Separation from Employment 20
B. VACATION 20
1. Accrual 20
2. Eligibility and Permission 20
C. SICK LEAVE 20
D. FAMILY LEAVE BENEFIT ENTITLEMENTS 20
E. BEREAVEMENT LEAVE 21
F. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM 21
ARTICLE XIII —CITY RULES 21
ARTICLE XIV— MISCELLANEOUS 21
A. SALARY UPON APPOINTMENT 21
MSMA MOU January 1,2025—December 31,2027 ii
MARINE SAFETY MANAGEMENT ASSOCIATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
B. PHYSICAL EXAMINATIONS 21
C. CONDITIONING TIME 21
D. 1,500 HOUR RECURRENT EMPLOYEES 22
E. COLLECTION OF PAYROLL OVERPAYMENTS 22
F. GRIEVANCE HEARING COST SHARING 22
G. PERSONNEL RULE 19 MODIFICATION 22
H. UPDATE EMPLOYEE-EMPLOYER RELATIONS RESOLUTION (EERR) 22
I. MODIFIED RETURTN TO WORK POLICY 23
J. CONTROLLED SUBSTANCE AND ALCOHOL TESTING 23
ARTICLE XV-CITY COUNCIL APPROVAL 24
EXHIBIT A-MSMA SALARY SCHEDULE 25
EXHIBIT B-SERVICE CREDIT SUBSIDY PLAN 26
EXHIBIT C-MODIFICATIONS TO EMPLOYEE-EMPLOYER RELATIONS
RESOLUTION 29
EXHIBIT D- MODIFICATIONS TO PERSONNEL RULE 19 31
EXHIBIT E-VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM 34
MSMA MOU January 1,2025—December 31,2027 iii
MEMORANDUM OF UNDERSTANDING
Between
THE CITY OF HUNTINGTON BEACH
(Hereinafter called CITY)
And
THE HUNTINGTON BEACH MARINE SAFETY MANAGEMENT ASSOCIATION
(Hereinafter called ASSOCIATION or MSMA)
PREAMBLE
WHEREAS, pursuant to California law, the City and the representatives of the
Association, a duly recognized employee association, have met and conferred in good
faith and reached a full agreement concerning wages, hours, and other terms and
conditions of employment.
WHEREAS, except as otherwise expressly provided herein, all terms and conditions of
this Agreement shall apply to all employees represented by the Association, and
WHEREAS, the representatives of the City and Association desire to reduce their
agreements to writing,
NOW THEREFORE, this Memorandum of Understanding is made,, to become effective
January 1, 2025, and is agreed as follows:
ARTICLE I—TERM OF MOU
This Memorandum of Understanding shall be in effect fora term commencing on January
1, 2025, and ending at midnight on December 31, 2027., No further improvements or
changes in the salaries and monetary benefits of the employees represented by the
Association shall take effect during the term of this agreement, and the Association
expressly waives any right to request any improvements or changes in salaries or
monetary benefits for the employees represented by the Association which would take
effect prior to December 31, 2027, and the City of Huntington Beach, through its
representatives, shall not be required to meet and confer as to any such request.
ARTICLE II — REPRESENTATIONAL UNIT/CLASSIFICATIONS
It is recognized that the Marine Safety Management Association is the employee
organization, which has the right to meet and confer in good faith with the City on behalf
of the employees of the Huntington Beach Fire Department within the following
classification and assignment titles:
Marine Safety Battalion Chief
Marine Safety Captain
Marine Safety Specialist
MSMA MOU January 1,2025—December 31,2027 1
MARINE SAFETY MANAGEMENT ASSOCIATION
ARTICLE III —MANAGEMENT RIGHTS
The parties agree that the City has the right to unilaterally make decisions on all matters
outside the scope of bargaining. Furthermore, 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 marine safety services and the work forces performing
such services, provided that nothing herein shall change the City's obligation to meet and
confer as to the effects of any such management decision upon wages, hours and terms
and conditions of employment or be construed as granting the Fire Chief or 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 staffing
requirements, overtime assignments, number and location of work stations, nature of
work to be performed, contracting for any work or operation, reasonable employee
performance standards, including reasonable work and safety rules and regulations in
order to maintain the efficiency and economy desirable for the performance of City
services. The parties agree to meet and confer during the term of this agreement on
revisions, changes, modifications and additions to the Personnel Rules and/or
Department Rules when requested by City.
ARTICLE IV— EXISTING CONDITIONS OF EMPLOYMENT
Except as otherwise expressly provided herein, the adoption of this Memorandum of
Understanding shall not change existing benefits and terms and conditions of
employment which have been established in prior Memoranda of Understanding between
the City and the Association.
ARTICLE V— SEVERABILITY
If any section, subsection, sentence, clause, phrase or portion of this MOU or any
additions or amendments thereof, or the application thereof to any person, is for any
reason held to be invalid or unconstitutional by the decision of any court of competent
jurisdiction, such decision shall not affect the validity of the remaining portions of this MOU
or its application to other persons. The City Council hereby declares that it would have
adopted this MOU and each section, subsection, sentence, clause, phrase or portion, and
any additions or amendments thereof, irrespective of the fact that any one or more
sections, subsections, sentences, clauses, phrases or portions, or the application thereof
to any person, be declared invalid or unconstitutional.
ARTICLE VI —SALARY SCHEDULES
All employees are required to utilize direct deposit of payroll checks. The City shall issue
each employee direct deposit advice (payroll receipt) each pay period that details all
income, withholdings, and deductions.
MSMA MOU January 1,2025—December 31,2027 2
MARINE SAFETY MANAGEMENT ASSOCIATION
A. Base Salary Adiustments
For each year of this MOU, the base salary of each classification represented by the
Association shall be increased as set forth below, and reflected in Exhibit A,.
1. Effective the pay period including January 1, 2025, employees shall receive a base
salary increase of three percent(3%).
2. Effective the pay period including January 1, 2026, employees shall receive a base
salary increase of three percent(3%).
3. Effective the pay period including January 1, 2027, employees shall receive a base
salary increase of three percent(3%).
B. New Top Step
Effective the first full pay period following City Council adoption of this MOU, the existing
Performance Bonus shall be replaced with the addition of a new salary step at the top of
the salary range. This added step will provide a five percent(5%) increase over current
Step G.
The parties agree to remove the current Step A to continue to provide for a seven-step
salary schedule.
C. Equity Adjustment to Marine Safety Specialist Classification
Effective July 1, 2025, the Marine Safety Specialist classification will receive a one-time
ten percent (10%) equity adjustment to base salary in addition to the salary adjustment
provided in Section A of this Article.
ARTICLE VII —SPECIAL PAY
A. Education
1. Incentive Plan•— It is the purpose and intent of the City to provide an Education
Incentive Plan to motivate the employee to participate in, and continue with their
education so as to improve their knowledge and general proficiency which will, in
turn, result in additional benefits to the Fire Department and to the City. As the
levels of additional education listed below are satisfactorily completed and
attained, the employee will receive additional monetary compensation in
recognition of their educational achievement.
a. Level I —Any employee who has attained an Associate Degree, or attained
Junior status in a degree program, shall receive educational incentive pay of
three percent (3%) of their base rate of pay.
b. Level II —Any employee who has attained a Bachelor's Degree shall receive
education incentive pay of six percent (6%) of their base rate of pay.
MSMA MOU January 1,2025—December 31,2027 3
MARINE SAFETY MANAGEMENT ASSOCIATION
c. Maximum Education Incentive Pay—The maximum education incentive pay
an employee may receive is six percent (6%) of their base rate of pay. An
employee may only receive this education incentive pay for one degree.
d. Degree Majors - Degree majors will be reviewed and approved by the Fire
Chief to ensure that it will enhance the employee's ability to do their job. For
current employees seeking additional degrees, the course of study will be
reviewed and approved by the Fire Chief in advance. Appeals may be
directed to the Director of Human Resources for final determination.
e. Effective Date — Following approval, the additional education incentive pay
shall commence the beginning of the pay period following the employee's
submission of a completed application that qualifies for education incentive
pay.
2. All employees who were hired before September 19,2005, and were still employed
with the City as of April 1, 2016,who do not possess the degrees listed above shall
continue to receive the education incentive pay in effect as of September 19, 2005.
Such pay shall not increase unless an employee obtains one of the degrees listed
above. In the event an employee obtains an Associate or Bachelor's degree, only
the special pay in sections 1 a and 1 b shall apply, respectively, and the following
Education Incentive Level Plan shall no longer apply:
Education Maximum Years Continuing
Incentive College Training of Education College Monthly
Level Units Points Service Units Required Amount
Annually
1 30 10 1 6 $50
2 60 20 2 3 75
3 90 30 2 3 100
4 120 3 3 150
5 150 4 0 150
The parties agree that to the extent permitted by law, the compensation in this
section is special compensation and shall be reported as such pursuant to Title 2
CCR, Section 571(a)(2) Educational Incentive.
B. Longevity Pay
Effective January 1, 2026, all bargaining unit members shall be eligible to receive the
following longevity pay:
1. Ten (10)years or more, but less than fifteen (15) years, of service shall be eligible
to receive longevity pay equal to two and one-half percent(2.5%) of base salary.
2. Fifteen (15)years or more, but less than twenty(20)years, of service in the Marine
Safety Division shall receive longevity pay equal to five (5%) of base salary.
3. Twenty (20) years or more of service shall receive longevity pay equal to seven
and one-half percent(7.5%) of base salary.
MSMA MOU January 1,2025—December 31,2027 4
MARINE SAFETY MANAGEMENT ASSOCIATION
4. For employees with part-time service in a marine safety classification, 2,000
regular hours worked shall equate to 1 year of service. (Example, an employee
who averaged 1,200 regular hours(excluding overtime)for 5 years, will be credited
with 3 years of service (1,200 x 5 = 6,000)J.
There shall be no pyramiding of this special pay. Unit members shall only receive one (1)
Longevity Pay under this provision. The maximum amount of Longevity Pay that a
member may receive is seven and one-half percent(7.5%).
The parties agree that to the extent permitted by law, Longevity Pay is special
compensation and shall be reported as "compensation earnable" pursuant to Title 2
CCR,Section 571(a)(1) and a "pensionable compensation" pursuant to Section 571.1
(b)(1) - Longevity Pay.
C. Acting Assignment Pay
1. When formally assigned to perform in an acting capacity in the absence of the
Marine Safety Division Chief, a Marine Safety Battalion Chief shall be
compensated for each full hour worked at the rate of twelve and one-half percent
(12.5%) of the employee's base hourly rate of pay.
2. Acting Marine Safety Division Chief selection shall be made at the discretion of the
Fire Chief or designee, and seniority will not be the controlling criteria.
The parties agree that to the extent permitted by law, the compensation in the section
is special compensation and shall be reported as such pursuant to Title 2 CCR,
Section 571(a)(3) (Premium Pay) Temporary Upgrade Pay. This pay is only reported
to CalPERS for employees who are "classic" employees per the Public Employees'
Pension Reform Act.
D. Certification Pay
1. Marine Safety Specialist— Employees in this classification shall not be eligible for
Certification Pay.
2. Marine Safety Captain—Employees classified as Marine Captain shall receive five
percent (5%) above their base hourly rate for maintaining active certification in all
of the following: SCUBA/Rescue, ICS (Incident Command System) 100 and 200;
Instructor 1 and Instructor 2; SCUBA/Dry Suit; and Instructor Emergency
Response Red Cross.
3. Marine Safety Battalion Chief— Employees classified as Marine Safety Battalion
Chief shall receive five percent (5%) above their base hourly rate for maintaining
active certification in all of the following: ICS (Incident Command System) 300;
Chief Officer 3A, 3B, 3C and 3D. Employees receiving Certification Pay for
Company Officer 2A, 2B, and 2D certification at the time of City Council approval
MSMA MOU January 1,2026—December 31,2027 5
MARINE SAFETY MANAGEMENT ASSOCIATION
of this MOU may use those certifications as a substitute for the Chief Officer 3A-
3D certifications, above.
Employees who have completed classes under the previous State Fire Marshal's
course track will be eligible to receive the Special Certification Pay upon
confirmation of the Fire Chief.
The parties agree that to the extent permitted by law, the compensation in this
section is special compensation and shall be reported as such pursuant to Title 2
CCR, Section 571(a)(2) Educational Incentive.
E. Holiday Pay
The pay granted to members of this unit under this section is additional compensation
for employees who are normally required to work on an approved holiday, because
the classification of Marine Safety Captain, Marine Safety Battalion Chief, and Marine
Safety Specialist are positions that require staffing without regard to holidays.
1. Holidays Worked
Employees who are required to work on a specified City holiday shall receive
Holiday Pay in addition to the Holiday In-Lieu Pay set forth herein equal to the
overtime rate for all hours worked.
2. Holiday Pay In-Lieu
In addition to regular compensation, employees shall receive, each month, one-
twelfth (1/12) of the total holiday hours (80) earned for the year. The following are
the recognized legal holidays under this MOU:
1. New Year's Day
2. Martin Luther King Birthday Holiday
3. Presidents' Day
4. Memorial Day
5. Independence Day
6. Labor Day
7. Veterans Day
8. Thanksgiving Day
9. Day After Thanksgiving
10. Christmas Day
Any day declared by the President of the United States to be a national holiday, or
by the Governor of the State of California to be a State holiday, and adopted as an
employee holiday by the City Council of Huntington Beach.
MSMA MOU January 1,2025—December 31,2027 6
MARINE SAFETY MANAGEMENT ASSOCIATION
The parties agree that to the extent permitted by law, Holidays Worked and Holiday
In-Lieu Pay is special compensation and shall be reported as such pursuant to Title 2
CCR, Section 571(a)(5) Holiday Pay.
F. Bilingual Skill Pay
Employees whose bilingual skills are qualified, in accordance with the most current
Huntington Beach Marine Safety Manual Policy A-10, shall be paid an additional five
percent (5%) of their base rate of pay in addition to their bi-weekly salary. ' Eligibility
for bilingual pay shall be limited to the following languages: Spanish, Vietnamese,
French, German, Japanese, and sign language.
In order to be qualified and certified for said compensation, employee's language
proficiency will be tested and certified by the Director of Human Resources or
designee. Basic conversational proficiency will be evaluated based on response to a
scenario driven oral. evaluation. The Human Resources Department will notify
candidates of the results of the oral evaluation. If the candidate's attempt is
unsuccessful, they may repeat the process in six (6) months'time from the date of the
previous exam. Bilingual skill pay shall begin the first day of the pay period following
certification.
The parties agree that to the extent permitted by law, Bilingual Skill Pay is special
compensation and shall be reported as such pursuant to Title 2 CCR, Section
571(a)(4) Bilingual Premium.
G. Effective Date of Special Pay
All special pay shall be effective the first full pay period following certification and
verification as approved by the Fire Chief or designee.
H. No Pyramiding of Special Pay
Each special pay that is a percentage of base hourly pay shall not be counted towards
the value of any other special pay.
I. Reporting to PERS
Pursuant to state law and regulations, compensation paid as a result of this Article
shall be reported to the California Public Employees' Retirement System (CaIPERS)
as special compensation.
In the event that CalPERS challenges the City's report of any special compensation
as compensation earnable and informs the City that it cannot not report the pay since
it does not qualify as special compensation per Title 2 CCR section 571, the City is
not obligated to continue to report the pay. This is provided for per Title 2 Section
571(c) & (d).
MSMA MOU January 1,2025—December 31,2027 7
MARINE SAFETY MANAGEMENT ASSOCIATION
ARTICLE VIII- UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT
A. General Policy
The City will provide uniforms to all employees on active duty who are required to wear
a standard uniform for appearance, uniformity, and public recognition purposes.
B. Affected Employees
All employees shall wear a standard City uniform, as provided by the City of
Huntington Beach Fire Department. The Fire Chief shall determine which employees
must wear a uniform.
C. Personal Protective Equipment
All personal protective equipment shall be provided based on employee safety needs
for the performance of duties as approved by the Fire Chief.
•
D. Employee Responsibilities
1. Wear a clean and complete uniform as required.
2. Uniform appearance shall be worn with pride in appearance to the public(i.e., shirt
buttoned, shirt tail tucked in, etc.).
3. Wash and provide minimum repair(i.e., buttons, small tears, etc.).
4. Not wear the uniform for other than City duties or work.
5. Notify 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 from
employment.
7. Turn in all personal protective equipment upon separation from employment.
8. Wear all personal protective equipment prescribed by the City safety officer and/or
Supervisor of the division.
E. Reportable to CaIPERS
1. The City will report to CaIPERS the average annual cost of uniforms for each
employee as special compensation in accordance with Title 2, California Code of
Regulations, Section 571(a)(5) Uniform Allowance. For employees who are not
required to wear a uniform on a daily basis or who are not actively employed for
MSIVIA MOU January 1,2025—December 31,2027 8
MARINE SAFETY MANAGEMENT ASSOCIATION
an entire payroll calendar year, a prorated cost of uniforms shall apply. This
provision shall apply to "classic" members as defined by the Public Employees'
Pension Reform Act of 2013 (PEPRA).
The cost of uniforms reported to Ca1PERS shall be based on classification, and for
2025 is aIs follows:
Classification Bi-Weekly Amount
Marine Safety Specialist $28.77
Marine Safety Captain $28.77
Marine Safety Battalion Chief $31.86
2. For"new members"as defined by PEPRA, the cost of uniforms will not be reported
as compensation earnable to CalPERS.
ARTICLE IX— HOURS OF WORK/OVERTIME
A. Work Schedule
1. The 4/10 work schedule shall be defined as working four (4) days, ten (10) hours
per day, for a total of (40) hours per week, twenty-eight (28) day work period
consistent with the 7(K) exemption set forth in the Fair Labor Standards Act
(FLSA).
2. The 4/10 work schedule is designed to be in compliance with the requirements of
the FLSA. 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, Fire Chief, or their designee, may require such service
from any of said employees.
B. Hours of Work—Defined
For purposes of this article, calculating overtime, general leave, previously accrued
vacation, sick leave and compensatory time shall count as hours worked.
C. Overtime/Compensatory Time
1._ Paid Overtime
a. All employees covered by this MOU shall be eligible for overtime pay at one
and one-half (1 %) times their regular rate of pay, as defined by the FLSA, for
all actual work performed in excess of the employees' scheduled hours in their
declared work period.
b. Regular rate of pay is defined as the employee's base hourly rate of pay plus
their eligible special pays.
MSMA MOU January 1,2025—December 31,2027 9
MARINE SAFETY MANAGEMENT ASSOCIATION
2. Compensatory Time
Employees may elect to receive compensatory time off that may be earned to a
maximum of one hundred twenty (120) hours in lieu of such overtime pay.
Employees may convert up to sixty (60) hours of compensatory time to cash at the
employee's regular rate of pay once per calendar year.
3. Court Time
a. Court Standby
Employees required to be on standby for a court appearance during other than
their scheduled working hours shall receive a minimum of two (2) hours of their
regular rate of pay for each morning and afternoon court sessions.
b. Court Appearance
Employees required to appear in court during other than their scheduled
working hours shall receive a minimum of three (3) hours at the overtime rate.
D. Standby
Employees who are authorized to be on standby status by their Supervisor shall be
compensated two (2) hours at the overtime rate for each eight(8) hour standby period,
or any part thereof. A Supervisor shall notify an available employee, in advance, of
the need to be on standby status.
E. On-Call
A minimum of two(2) employees will be scheduled to be on-call shall be compensated
two (2) hours at the straight pay rate per night. Employees assigned on-call during
holidays will receive three (3) hours at the straight pay rate per night. On-call
assignments and assignment duration shall be determined by operational schedules.
On-call assignment shall not overlap the normal operational period.
ARTICLE X— HEALTH AND OTHER INSURANCE BENEFITS
A. Health
The City shall continue to make available group medical, dental and vision benefits to
all association employees. The effective date for medical, dental and vision coverage
is the first of the month following date of hire. Effective the first of the month following
the employee's date of hire, any required employee payroll deduction shall begin with
the first full pay period following the effective date of coverage and shall continue
through the end of the month in which the employee separates, unless otherwise
MSMA MOU January 1,2025—December 31,2027 10
MARINE SAFETY MANAGEMENT ASSOCIATION
precluded by CaIPERS PEMHCA. All employee contributions shall be deducted on a
pre-tax basis.
A copy of the medical, dental and vision plan brochures may be obtained from the
Human Resources Department.
1. California Public Employees' Retirement System—Public Employees'Medical and
Hospital Care Act (CaIPERS PEMHCA)
The City presently contracts with CaIPERS to provide medical coverage. The City
is required under CaIPERS PEMHCA to make a contribution to retiree medical
premiums. A retiree's right to receive a City contribution, and the City's obligation
to make payment on behalf of retirees, shall only exist as long as the City contracts
with CaIPERS for medical insurance. In addition, while the City is in CaIPERS, its
obligations to make payments on behalf of retirees shall be limited to the minimum
payment required by law.
a. PEMHCA Employer Contributions
The City shall contribute on behalf of each employee, the mandated minimum
sum as required per month toward the payment of premiums for medical
insurance under the PEMHCA program. As the mandated minimum is
increased, the City shall make the appropriate adjustments by decreasing its
flex benefits contribution accordingly as defined in the following sub-section.
b. Maximum Employer Contributions Toward Flex Benefits
For the term of this Agreement, the City's maximum monthly employer
contribution for each employee's medical and vision insurance premiums are
set forth as follows:
i. Employee only ("EE") — The cost of the premium up to a maximum of
$769.16. Effective the pay period including January 1, 2025, the City
agrees to increase the maximum employer contribution amount for EE
coverage, but not higher than $856.16 per month. Effective the pay period
including January 1, 2026, the City agrees to increase this amount, but not
higher than $943.16 per month. Effective the pay period including January
1, 2027, the City agrees to increase this amount, but not higher than
$1,030.16.
ii. Employee + one dependent ("EE + 1") —The cost of the premium up to a
maximum of$1,492.28. Effective the pay period including January 1, 2025,
the City agrees to increase the maximum employer contribution amount for
EE + 1 coverage, but not higher than $1,579.28 per month. Effective the
pay period including January 1, 2026, the City agrees to increase this
amount, but not higher than $1,666.28 per month. Effective the pay period
MSMA MOU January 1,2025—December 31,2027 11
MARINE SAFETY MANAGEMENT ASSOCIATION
including January 1, 2027, the City agrees to increase this amount, but not
higher than $1,753.28.
iii. Employee + two or more dependents ("EE + 2") —The cost of the premium
up to a maximum of$1,828.28. Effective the pay period including January
1, 2025, the City agrees to increase the maximum employer contribution for
EE + 2 coverage, but not higher than $1,915.28 per month. Effective the
pay period including January 1, 2026, the City agrees to increase the
amount for EE + 2 coverage, but not higher than $2,002.28 per month.
Effective the pay period including January 1, 2027, the City agrees to
increase the amount for EE+ 2 coverage, but not higher than $2,089.28.
iv. The City shall also pay up to $22.76 per month for each employee for the
VSP Vision Plan.
The maximum City contribution shall be based on the employee's enrollment in
each plan. The parties agree that the required PEMHCA contribution (i.e., the
annual PEMHCA statutory minimum) is included in this sum stated in the sub-
section above. If the employee enrolls in a plan wherein the costs exceed the City
contribution, the employee is responsible for all additional premiums through pre-
tax payroll deductions.
2. Dental Insurance
The annual maximum benefit for the Delta Dental PPO plan is $2,000.00
a. The maximum monthly City contribution for dental insurance for the Delta
Dental PPO plan shall be as follows: 1) employee only ("EE") - $57.86; 2)
employee plus one dependent ("EE + 1") - $108.02; 3) employee plus two or
more dependents ("EE + 2") - $142.36.
b. The maximum monthly City contribution for dental insurance for the Delta Care
HMO plan shall be as follows: 1) employee only ("EE") - $25.77; 2) employee
plus one dependent ("EE" + 1") .- $43.81; 3) employee plus two or more
dependents ("EE + 2") - $67.00.
3. Retiree (Annuitant) Coverage
As required by the Government Code, retired employees (annuitants) shall have
available the ability to participate in the PEMHCA program. The City's requirement
to provide retirees and/or annuitants medical coverage is solely governed by the
Government Code that requires the City to extend this benefit to retirees
(annuitants). While the City is contracted with CaIPERS to participate in the
PEMHCA program, CaIPERS shall be the sole determiner of eligibility for retiree
and/or annuitant to participate in the PEMHCA program.
MSMA MOU January 1,2025—December 31,2027 12
•
MARINE SAFETY MANAGEMENT ASSOCIATION
a. City Contribution (Unequal Contribution Method) for Retirees
As provided by the Government Code and the CaIPERS Board, and requested
by the Association, the City shall use the Unequal Contribution Method to make
City contributions on behalf of each retiree or annuitant. The starting year for
the Unequal Contributions Method is 2004 at $1.00 per month. The City's
contribution for each annuitant shall be increased annually by five percent(5%)
of the monthly contribution for employees, until such time as the contributions
are equal. The Service Credit Subsidy will be reduced every January 1st by an
amount equal to any required amount to be paid by the City on behalf of the
retiree (annuitant). The City shall make these payments only while the City is
a participant in the PEMHCA program.
b. Termination of Participation in the CaIPERS PEMHCA Program — Impact to
Retirees
•
The City's requirement to provide retirees (annuitants) medical coverage is
solely governed by the Government Code requirement that PEMHCA agencies
extend this benefit to retirees (annuitants). If by agreement between the
Association and the City or if the City elects to impose termination of its
participation in the PEMHCA program, retirees (annuitants) shall no longer be
eligible for City provided medical insurance.
In the event that the City terminates its participation in the PEMHCA program,
the retiree medical subsidy program in place in Resolution No. 2000-123
Exhibit D to the Memorandum of Understanding shall be reinstated. The City
shall make any necessary modifications to conform to the new City sponsored
medical insurance plan.
4. Additional Costs for Participation in the PEMHCA Program
a. Retiree and/or Annuitant Coverage
The Association shall pay to the City an amount equal to $1.00 per month for
each additional retiree and/or annuitant in the bargaining unit who elects to
participate in the PEMHCA plan but is not participating in the City sponsored
retiree medical program as of the beginning of a pay period after the PEMHCA
program is in place.
Each January 1st the amount per month paid to the City for each retiree and/or
annuitant described above shall increase by the amount PEMHCA requires the
City to pay on behalf of each retiree (annuitant). Article IX.A.3.a. provides an
example of expected payments per retiree or annuitant per month.
In the event of passage of State Legislation, Judicial Rulings, or CaIPERS
Board Actions that increases the mandatory minimum monthly contribution for
retirees (annuitants), the Association shall pay an equal amount to the City.
MSMA MOU January 1,2025—December 31,2027 13
MARINE SAFETY MANAGEMENT ASSOCIATION
Payments shall be made the first of the month (following implementation). If
the Association fails to make timely payments for two consecutive months, the
City shall implement a decrease in the supplemental benefit contribution to
health insurance for each unit employee by an amount equal to the total
increased cost paid by the City. [For example, if the increased cost for retirees
equals $6,000 per year, the monthly supplemental benefit for each employee
will be decreased as follows: $6,000 divided by twelve (months) = $500, which
is then divided by the number of employees receiving supplemental benefits].
b. Termination Clause
The City and Association may each request termination of the City's contract
with CaIPERS after the announcement of State Legislation, Judicial Rulings, or
a CaIPERS Board Action that changes the employer's contribution, insurance
premiums or program changes to the CaIPERS medical plan.
The City and Association may elect to terminate its participation in the CaIPERS
PEMHCA program by mutual agreement through the meet and confer process
between the Association and the City.
B. M
If anedical employeeCash-Out is covered by a medical program outside of a City-provided program
(evidence must be supplied to the Human Resources Department), the employee may
elect to discontinue City medical coverage and receive three hundred twenty two
dollars and sixty one cents ($322.61) bi-weekly to deposit into a deferred
compensation account or any other pre-tax program offered by the City, so long as
the contribution is in accordance with applicable Internal Revenue Code of
regulations.
C. Section 125 Employee Plan
The City shall provide an Internal Revenue Code section 125 employee plan that
allows employees to use pre-tax salary to pay for regular childcare, adult
dependent care and/or unreimbursed medical expenses as determined by the
Internal Revenue Code.
D. Life and Accidental Death and Dismemberment (AD&D) Insurance Coverage
The City will provide fifty thousand dollars ($50,000) of term life insurance and fifty
thousand dollars ($50,000) of AD&D insurance coverage for each employee at the
City's cost, without evidence of insurability other than evidence of full-time
employment status. Optional insurance is available at the employee's own cost.
MSMA MOU January 1,2025—December 31,2027 14
MARINE SAFETY MANAGEMENT ASSOCIATION
E. Long Term Disability Insurance
1. This program provides, for each incident of illness or injury, a waiting period of
thirty (30) calendar days, during which the employee may use accumulated
sick leave, general leave pay, or the employee may elect to be in an unpaid
status. Subsequent to the thirty (30) day waiting period, the employee will be
covered by an insurance plan paid for by the City which will provide 66 2/3%
of the employee's salary rate (excluding overtime and any special pay) up to
a maximum of$10,000 a month in accordance with the following:
Disability Due to Disability Due to
Accident Illness
First 30 Calendar Regular Pay Regular Pay
Days
Next 24 Calendar 66 2/3% of Base Pay 66 2/3% of Base Pay
Months
To age 65 66 2/3% of Base Pay None
2. The LTD plan is integrated with Workers' Compensation, Social Security and
other non-private program benefits to which the employee's entitled.
3. Disability is defined as the inability to perform all of the duties of the
employee's regular occupation during two (2)years and thereafter the inability
to engage in any employment or occupation for which they are fitted by reason
of education, training or experience.
4. The LTD Plan provides for a Survivors' benefit payment for three (3) months
beyond the employee's death.
5. The terms and conditions of the disability insurance coverage are set forth in
the policy, a copy of which is on file in the Human Resources Department. In
the event of any conflict between the policy and this article, the policy shall
control. The City may change insurance companies, policies, or self-insure
this benefit, provided that the plans shall remain comparable to that currently
in effect.
ARTICLE XI — RETIREMENT
A. CaIPERS Safety"Classic Member" Retirement Benefits
1. CaIPERS Safety"Classic Member" Retirement Formula
The City shall provide all safety employees described as "classic members" by the
Public Employees' Pension Reform Act of 2013 — "PEPRA" with that certain
retirement program commonly known and described as the "3% @ age 50 plan"
which is based on the retirement formula as set forth in California Public
MSMA MOU January 1,2025—December 31,2027 15
MARINE SAFETY MANAGEMENT ASSOCIATION
Employees' Retirement Law (PERL), Section 21362.2 of the California
Government Code.
2. CaIPERS Safety"Classic Member" Final Compensation
The City shall contract with PERS to have retirement benefits calculated based on
the employee's highest one year's compensation, pursuant to the provisions in
California Public Employees' Retirement Law (PERL) Section 20042 of the
Government Code "Final Compensation"— One Year— Local Member.
3. CaIPERS Safety"Classic Member" Contribution
a. All "classic members" shall pay their CaIPERS member contribution of nine
percent(9%) of compensation earnable.
4. CaIPERS Safety"Classic Member" Cost Sharing
a. Effective the beginning of the pay period including January 1, 2023, classic
member shall cost share two percent (2%) compensation earnable in
accordance with Government Code section 20516(f).
b. Effective the beginning of the pay period including January 1, 2024, classic
member shall cost share an additional one percent (2%) compensation
earnable in accordance with Government Code section 20516(f),for a total cost
share of four percent (4%).
B. CaIPERS Safety "New Member" Retirement Benefits
The City shall provide for"New Members" within the meaning of the California Public
Employees' Pension Reform Act (PEPRA) of 2013 as defined in California
Government Code Section 7522.04(f).
1. CaIPERS Safety "New Member" Retirement Formula
The City shall provide the 2.7% @ age 57 retirement formula set forth in California
Government Code Section 7522.25(d) for all safety employees defined as "new
members" per the Public Employees' Pension Reform Act (PEPRA) of 2013
represented by the Association.
2. CaIPERS Safety"New Member" Final Compensation
Final Compensation for "new members" 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, as required by California Government
Code Section 7522.32(a).
MSMA MOU January 1,2025—December 31,2027 16
MARINE SAFETY MANAGEMENT ASSOCIATION
3. CaIPERS Safety"New Member" Retirement Contribution
Effective October 1, 2013 "new members" as defined by PEPRA shall contribute
one half of the normal cost rate, as established by CalPERS.
4. CalPERS Safety"New Member" Cost Sharing
a. Effective the beginning of the pay period including January 1, 2023 "new
members" safety members shall pay at least thirteen percent (13%) of
pensionable compensation as their retirement contribution. If the required
contribution per PEPRA (half the normal cost) is less than thirteen percent
(13%), employees shall pay the difference between the required PEPRA
contribution and thirteen percent (13%) as cost sharing per Government Code
section 20516(f). lithe required PEPRA contribution is at least thirteen percent
(13%) or more, "new members" safety members will pay the required PEPRA
contribution.
C. The City has adopted the CaIPERS Resolution in accordance with IRS Code section
414(h)(2) to ensure that both the employee contribution and the City pickup of the
required member contribution are made on a pre-tax basis. However, ultimately the
tax status of any benefit is determined by law.
D. Self-Funded Supplemental Retirement Benefit
In the event an employee elects Option#1, Option#2,#2W, Option#3,#3W or Option
#4 of the Public Employees' Retirement Law, and the employee is a unit employee
who was hired before November 2, 1998, the City shall pay the difference between
such elected option and the unmodified allowance which the employee would have
received for his or her life alone as provided in California Government Code Sections
21455, 21456,21457, and 21458 as said referenced Government Code Sections exist
as of the date of this agreement. The payment shall be made only to the employee,
shall be payable by the City during the life of the employee, an upon that employee's
death, the City's obligation shall cease. The method of funding for this benefit shall
be at the sole discretion of the City. This benefit is vested for employees hired before
November 2, 1998. All unit employees hired on or after November 2, 1998 shall not
be eligible for this benefit.
E. Health Savings Account for Post-Retirement Medical Benefits
The City shall implement a voluntary health savings account plan during the term of
the agreement for the purpose of allowing employees the opportunity to fund post
medical retirement health premiums.
MSMA MOU January 1,2025—December 31,2027 17
MARINE SAFETY MANAGEMENT ASSOCIATION
F. Pre-Retirement Optional Settlement 2 Death Benefit
The City provides its safety employees Pre-Retirement Optional Settlement 2 Death
Benefit.
G. 1959 Survivors' Benefit Level IV
Members of the City's safety retirement plan shall be covered by the Fourth Level of
the 1959 Survivor Benefit.
H. Medical Insurance for Retirees
As required by the Government Code while the City is contracted with CaIPERS to
participate in Public Employees' Medical and Hospital Care Act (PEMHCA) program,
retired employees (annuitants) shall have available the ability to participate in the
PEMHCA program. CalPERS shall be the sole determiner of eligibility for retiree
(annuitant) to participate in the PEMHCA program.
ARTICLE XII- LEAVE BENEFITS
A. General Leave
The provisions on General Leave set forth below shall go into effect in the pay period
including January 1, 2022. Prior to the effective date of General Leave, members of
the Association earned vacation. Employees' vacation balances carry over past the
effective date of General Leave. Although employees no longer earn vacation, they
may use their vacation and shall be cashed out of any vacation balances at separation
as provided herein.
1. Purpose — General leave may be used for any purpose, including vacation, sick
leave, and personal leave.
2. Anniversary Date — For the purpose of computing General Leave, an employee's
anniversary date shall be the most recent date on which they commenced full-time
employment, unless otherwise provided in writing by agreement between the City
and the employee upon initial hire or re-hire.
3. Accrual — Employees shall accrue General Leave at their appropriate assigned
work schedule rate.
Employees shall accrue annual General Leave with pay in accordance with the
following:
MSMA MOD January 1,2026—December 31,2027 18
MARINE SAFETY MANAGEMENT ASSOCIATION
Years of Service Annual General Bi-Weekly General
Leave Accrual Leave Accrual Rate
First through Fourth Year 176 Hours 6.77
Fifth through Ninth Year 200 Hours 7.69
Tenth through Fourteenth Year 224 Hours 8.62
Fifteenth Year and Thereafter .256 Hours 9.85
4. 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. Accrued General Leave
may not be taken prior to six (6) months'service except for illness, injury or family
sickness. 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.
General Leave accumulated in excess of six hundred forty (640) hours shall be
paid at the base hourly rate of pay, on the first pay day following such
accumulation.
Employees may not use their General Leave to advance their separation date on
retirement or other separation from employment.
5. Leave Conversion to Cash
On or before the beginning of the pay period which includes December 15 of each
calendar year, an employee may make an irrevocable election to cash out up to
one hundred and twenty (120) hours of accrued General Leave, which will be
earned in the following calendar year at the employee's regular rate of pay. The
employee can elect to receive up to sixty (60) hours of General Leave cash out in
the pay period that includes July 15. The employee shall receive any remaining
General Leave cash out to which they irrevocably elected to cash out in the pay
period that includes December 1. However, if the employee's General Leave
balance is less than the amount the employee elected to cash out (in the prior
calendar year) the employee will receive cash for the amount of leave the
employee has accrued at the time of the cash out.
6. Deferred Compensation/ Leave Cash Out — The value of any unused earned
General Leave or previously accrued vacation may be transferred to deferred
compensation at the regular rate of pay in connection with separation from
employment, but only during the time the employee is actively employed with the
City. The employee must request the transfer no later than the pay period prior to
the employee's last day of employment.
MSMA MOU January 1,2025-December 31,2027 19
MARINE SAFETY MANAGEMENT ASSOCIATION
7. Pay-Off at Separation from Employment
Upon separation from employment, the employee shall receive compensation at
their current regular rate of pay for all unused, earned general leave or previously
accrued vacation to which they are entitled up to and including the effective date
of their separation from employment.
B. Vacation
1. Accrual — Effective January 1, 2022, employees shall no longer accrue vacation
leave.
2. Eligibility and Permission
No employee shall be permitted to take a vacation in excess of actual time earned
and vacation shall not be accrued in excess of three hundred twenty (320) hours.
Vacations shall be taken only with permission of the Marine Safety Division Chief
or designee; however, the Marine Safety Division Chief or designee shall schedule
all vacations with due consideration for the wish of the employee and particular
regard for the need of the department.
C. Sick Leave
Full-time employees hired on or before the pay period following Council approval of
this 2022-2024 MOU will receive a one-time Sick Leave bank totaling 96 hours. Once
this Sick Leave bank is fully used, employees will no longer receive Sick Leave, only
General Leave as described above.
The one-time bank may not be cashed out at any time, nor, upon separation from
employment, transferred to deferred compensation, and/or a qualified medical
retirement trust program.
D. Family Leave Benefit Entitlements
All employees will be allowed to use up to sixty (60) hours per calendar year to care
for a child, parent, spouse, or registered domestic partner during illness. This
paragraph will continue in its current form so long as any other unit receives it, and
will sunset, in the same calendar year, if eliminated as the result of contract
negotiations.
The City will provide family and medical care leave for eligible employees that meet
all requirements of State and Federal law. Rights and obligations are set forth in the
Department of Labor Regulations implementing the Family Medical Leave Act(FMLA),
and the regulations of the California Fair Employment and Housing Commission
implementing the California Family Rights Act (CFRA).
MSMA MOU January 1,2026—December 31,2027 20
MARINE SAFETY MANAGEMENT ASSOCIATION
The City shall comply with all State and Federal leave benefit entitlement laws. An
employee on an approved leave shall be allowed to use paid sick leave and earned
vacation, and/or compensatory time for duration of the approved leave.
E. Bereavement Leave
Employees shall be entitled to bereavement leave not to exceed three (3)work shifts
in each instance of death in their immediate family. Immediate family is defined as a
parent, sibling, spouse, registered domestic partner, child, grandparent, grandchild, or
wards of which the employee is the legal guardian, recognizing all birth, marital, and
other legal ties (i.e., step relatives, in-laws, etc.).
F. Voluntary Catastrophic Leave Donation Program
Under certain conditions, employees may donate leave time to another employee in
need. The program is outlined in Exhibit E of this Memorandum.of Understanding.
ARTICLE XIII —CITY RULES
All City Personnel Rules shall apply to Association members, however, to the extent this
MOU modifies the City's Personnel Rules; the Personnel Rules as modified will apply to
Association members.
ARTICLE XIV—MISCELLANEOUS
A. Salary Upon Appointment
When an appointment of a recurrent lifeguard to the classification of Marine Safety
Specialist or Marine Safety Captain occurs, the salary step upon appointment shall be
determined in the same manner as salary step upon promotions under the City's
Personnel Rules.
B. Physical Examinations
The City agrees to pay for bi-annual physical examinations, to include stress EKG,
when authorized by the Department Head, with the understanding that results thereof •
may be utilized for the determination of the employee's continued ability to perform
duties of the position. A copy of the physical examination shall be provided to the
employee upon request.
C. Conditioning Time
Unit employees may be allowed up to one (1) hour on each regularly scheduled shift
to be used for physical conditioning.
MSMA MOU January 1,2025—December 31,2027 21
MARINE SAFETY MANAGEMENT ASSOCIATION
D. 1,500 Hour Recurrent Employees
There is a fifteen hundred (1,500)work hour per year for non-MSMA positions, subject
to official change in Personnel Rules 5-24.
E. Collection of Payroll Overpayments
In the event that a payroll overpayment is discovered and verified, and considering all
reasonable factors including the length of time that the overpayment was made and if
and when the employee could have reasonably known about such overpayment, the
City will take action to collect from the employee the amount of overpayment(s). Such
collection shall be processed by payroll deduction over a reasonable period of time
considering the total amount of overpayment.
In the event the employee separates from employment during the collection period,
the final amount shall be deducted from the last payroll check of the employee. If
applicable, the balance due from the employee shall be communicated upon
employment separation if the last payroll check does not sufficiently cover the amount
due the City.
It shall be the responsibility of the employee and the City to periodically monitor the
accuracy of compensation payments or reimbursements due to the possibility of a
clerical oversight or error. The City reserves the right to also collect compensation
over payments caused by the result of misinterpretation of a pay provision by non-
authorized personnel. The interpretation of all pay provisions shall be administered
by the City Manager or designee. Unauthorized compensation payments shall not
constitute a past practice.
F. Grievance Hearing Cost Sharing
Grievance hearing costs shall be shared equally by the City and the Association. The
parties agree that under no circumstances shall the grievant(s) be required to pay any
part of the grievance hearing costs.
G. Personnel Rule 19 Modification
City and Association agree to implement Personnel Rule 19 modifications as provided
in Exhibit D attached hereto and incorporated by reference.
H. 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.
MSMA MOU January 1,2025—December 31,2027 22
MARINE SAFETY MANAGEMENT ASSOCIATION
I. Modified Return to Work Policy
The City and the Association agree to meet and confer during the term of the
Agreement to establish a modified return to work policy for employees who experience
industrial or non-industrial illness and/or injury.
J. Controlled Substance and Alcohol Testing
The City maintains the right to conduct a test during working hours of any employee
that it reasonably suspects is under the influence of alcohol or a controlled substance
in the workplace, consistent with the department policy.
MSMA MOU January 1,2025—December 31,2027 23
MARINE SAFETY MANAGEMENT ASSOCIATION
ARTICLE XV— CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of
Understanding is of no force or affect whatsoever unless and until adopted by Resolution
of the City Council of the City of Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this 7th day of October , 2025.
HUNTINGTON BEACH
CITY OF HUNTINGTON BEACH MARINE SAFETY MANAGEMENT
A Municipal Corporation ASSOCIATION
By: c — 4ds� . — By:
Travis Hopkins Sterli o roft
City Manager MSMA President
By: By:
Marissa Sur Ja n Ha org
Director of Human Resources MSMA Vice President
�J
Eric McCoy Derek Peters
Fire Chief MSMA Board Member
By:
Rob Wexler,
Attorney for MSMA
APPROVED AS TO FORM
By: �:.
Michael Vigliotta
City Attorney
COUNTERPART
MSMA MOU January 1,2025—December 31,2027 24
MARINE SAFETY MANAGEMENT ASSOCIATION
ARTICLE XV—CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of
Understanding is of no force or affect whatsoever unless and until adopted by Resolution
of the City Council of the City of Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this 7th day of October , 2025.
HUNTINGTON BEACH
CITY OF HUNTINGTON BEACH MARINE SAFETY MANAGEMENT
A Municipal Corporation ASSOCIATION
By: By:
Travis Hopkins Sterling Foxcroft
City Manager MSMA President
By: By:
Marissa Sur Jachin Hamborg
Director of Human Resources MSMA Vice President
By: By:
Eric McCoy Derek Peters
Fire Chief MSMA Board Member
By: 1.1
Rob Wexler,
Attorney for MSMA
APPROVED AS TO FORM
By:
Michael Vigliotta
City Attorney
COUNTERPART
MSMA MOU January 1,2025—December 31,2027 24
MARINE SAFETY MANAGEMENT ASSOCIATION
EXHIBIT A- MSMA SALARY SCHEDULE
Effective the Beginning of the Pay Period Including January 1, 2025
Classification Title Ra • tep A ',Step B , Step
Marine Safety Specialist 164 $28.36 $29.78 $31.26 $32.83 $34.47 $36.19 $38.00
Marine Safety Captain 209 $44.37 $46.59 $48.92 $51.37 $53.94 $56.63 $59.46
Marine Safety Battalion Chief 229 $54.14 $56.85 $59.69 $62.68 $65.81 $69.10 $72.56
Effective July 1, 2025
•
Classification Title Range Step A ;
Marine Safety Specialist 174 $31.32 $32.89 $34.53 $36.26 $38.07 $39.98 $41.98
Marine Safety Captain 209 $44.37 $46.59 $48.92 $51.37 $53.94 $56.63 $59.46
Marine Safety Battalion Chief 229 $54.14 $56.85 $59.69 $62.68 $65.81 $69.10 $72.56
Effective the Beginning of the Pay Period After Council Adoption
F1011
lassification Title a ep Step tep C' `e Step
Marine Safety Specialist MSM813 $32.89 $34.53 $36.26 $38.07 $39.98 $41.98 $44.08
Marine Safety Captain MSM701 $46.59 $48.92 $51.37 $53.94 $56.63 $59.46 $62.44
Marine Safety Battalion Chief MSM702 $56.85 $59.69 $62.68 $65.81 $69.10 $72.56 $76.19
Effective the Beginning of the Pay Period Including January 1, 2026
� a
assi ca on Title Rang j . ,
Marine Safety Specialist 177 $33.89 $35.58 $37.36 $39.23 $41.19 $43.25 $45.41
Marine Safety Captain 212 $48.00 $50.40 $52.92 $55.57 $58.35 $61.27 $64.33
Marine Safety Battalion Chief 232 $58.57 $61.50 $64.58 $67.81 $71.20 $74.76 $78.49
Effective the Beginning of the Pay Period Including January 1, 2027
Classification Title
Marine Safety Specialist 180 $34.91 $36.66 $38.49 $40.42 $42.44 $44.56 $46.79
Marine Safety Captain 215 $49.46 $51.93 $54.53 $57.25 $60.12 $63.12 $66.28
Marine Safety Battalion Chief 235 $60.35 $63.37 $66.53 $69.86 $73.35 $77.02 $80.87
MSMA MOU January 1,2025-Ducember 31,202/ 25
MARINE SAFETY MANAGEMENT ASSOCIATION
EXHIBIT B—SERVICE CREDIT SUBSIDY PLAN
An employee who has retired from the City and meets the plan participation requirements '
shall receive a monthly Service Credit Subsidy to reimburse the retiree for the payment
of qualified medical expenses incurred for the purchase of medical insurance.
Plan Participation Requirements
1. At the time of retirement, the employee has a minimum of ten (10)years of continuous
regular(permanent) City service or is granted an industrial disability retirement; and
2. At the time of retirement, the employee is employed by the City; and
3. Following official separation from the City, the employee is granted a retirement
allowance by the California Public Employees' Retirement System (CalPERS).
The City's obligation to pay the Service Credit Subsidy as indicated shall be modified
downward or cease during the lifetime of the retiree upon the occurrence of any one
of the following:
a. During any period the retired employee is eligible to receive or receives medical
insurance coverage at the expense of another employer, the payment will be
suspended. "Another employer" as used herein means private employer or public
employer or the employer of a spouse. As a condition of being eligible to receive
the Service Credit Subsidy as set forth in this plan, the City shall have the right to
require any retiree to annually certify that the retiree is not receiving or eligible to
receive any such medical insurance benefits from another employer.
If it is later discovered that a misrepresentation has occurred, the retiree will be
responsible for reimbursement of those amounts inappropriately expended and the
retiree's eligibility to receive further benefits will cease.
b. 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 Service Credit Subsidy may
be adjusted downward or eliminated.
c. In the event of the death of an eligible employee,whether retired or not,the amount
of the Service Credit Subsidy benefit which the deceased employee was eligible
for at the time of their death shall be paid to the surviving spouse or dependent for
a period not to exceed twelve (12) months from the date of death.
4. Minimum Eligibility for Benefits — With the exception of an industrial disability
retirement, eligibility for Service Credit Subsidy begins after an employee has
completed ten (10) years of continuous regular (permanent) service with the City of
MSMA MOU January 1,2025—December 31,2027 26
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EXHIBIT B—SERVICE CREDIT SUBSIDY PLAN
Huntington Beach. Said service must be continuous unless prior service is reinstated
at the time of their rehire in accordance with the City's Personnel Rules.
To receive the Service Credit Subsidy retirees are required to purchase medical
insurance from City sponsored plans. The City shall have the right to require any
retiree (annuitant) to annually certify that the retiree is purchasing medical insurance
benefits.
5. Disability Retirees—Industrial disability retirees with less than ten (10)years of service
shall receive a maximum monthly payment toward the premium for health insurance
of one hundred twenty dollars ($120). Payments shall be in accordance with the
stipulations and conditions, which exist for all retirees.
6. Service Credit Subsidy — Payment shall not exceed dollar amount, which is equal to
the qualified medical expenses incurred for the purchase of City sponsored medical
insurance.
7. Maximum Monthly Service Credit Subsidy Payments — All retirees, including those
retired as a result of disability whose number of years of service prior to retirement
exceeds ten (10), continuous years of regular(permanent) service shall be entitled to
maximum monthly Service Credit Subsidy by the City for each year of completed City
service as follows:
Maximum Service Credit Subsidy Retirements After:
Service Credit
Years of Subsidy
Service
10 $120
11 135
12 150
13 165
14 180
15 195
16 210
17 225
18 240
19 255
20 270
21 285
22 299
23 314
24 329
25 344
MSMA MOU January 1,2025—December 31,2027 27
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EXHIBIT B—SERVICE CREDIT SUBSIDY PLAN
The Service Credit Subsidy will be reduced every January 1st by an amount equal to
any required amount to be paid by the City on behalf of the retiree (annuitant). Article
IX.A.3.a. provides an example of expected reductions per retiree per month.
8. Medicare
a. All persons eligible for Medicare coverage at age sixty-five (65). Those with
sufficient credited quarters of Social Security will receive Part A of Medicare at no
cost. Those without sufficient credited quarters are still eligible for Medicare at age
sixty-five (65), but will have to pay for Part A of Medicare if the individual elects to
take Medicare. In all cases, the participant pays for Part B of Medicare.
b. When a retiree and their spouse are both sixty-five (65) or over, and neither is
eligible for paid PartA of Medicare, the Service Credit Subsidy shall pay for PartA
for each of them or the maximum subsidy, whichever is less.
c. 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 of Medicare, the spouse shall not receive the
subsidy. When a retiree at age sixty-five (65) is not eligible for paid Part A of
Medicare and their spouse who is also age sixty-five (65) is eligible for paid Part A
of Medicare, the subsidy shall be for the retiree's Part A only.
9. Cancellation
a. For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply:
i. Coverage for a retiree under the Service Credit Subsidy Plan will be eliminated
on the first day of the month in which the retiree reaches age sixty-five (65).
ii. 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 Service Credit Subsidy Plan will
be eliminated.
MSMA MOU January 1,2025—December 31,2027 28
MARINE SAFETY MANAGEMENT ASSOCIATION •
EXHIBIT C— MODIFICATION TO EMPLOYEE-EMPLOYER RELATIONS RESOLUTION
A. Employer-Employee Relations Resolution
1. Modification of Section 7— Decertification and Modification
a. The City and the Association desire to maintain labor stability within the
representational unit to the greatest extent possible, consistent with the
employee's right to select the representative of his or her own choosing. For
these purposes, the parties agree that this Agreement shall act as a bar to
appropriateness of this unit and the selection of the representative of this unit,
except during the month of August prior to the expiration of this Agreement.
Changes in bargaining unit shall not be effective until expiration of the MOU,
except as may be determined by the Personnel Commission pursuant to the
procedures outlined below. This provision shall modify and supersede the time
limits, where inconsistent, contained in Section 7 of the current Employer-
Employee Relations Resolution of the City of Huntington Beach.
b. The City and the Association have agreed to a procedure whereby the City, by
and through the Director of Human Resources, would be entitled to propose a
Unit Modification. The Association and the City agree to jointly recommend a
modification of the City of Huntington Beach Employer-Employee Relations
Resolution (Resolution Number 3335) upon the City's having completed its
obligation to meet and confer on this issue with all other bargaining units.
The proposed change to the Employer-Employee Relations Resolution is as
follows:
7-3. Personnel Direction Motion of Unit Modification —The Director of Human
Resources may propose, during the same period for filing a Petition for
Decertification, that an established unit be modified in accordance with the
following procedure:
1) The Director of Human Resources shall give written notice of the proposed
Unit Modification or Modifications to all employee organizations that may
be affected by the proposed change. Said written notification shall contain
the Director of Human Resources rationale for the proposed change
including all information which justifies the change pursuant to the criteria
established in Section 6-5 for appropriateness of Units. Additionally, the
Director of Human Resources shall provide all affected employee
organizations with all correspondence, memoranda, and other documents
which relate to any input regarding the Unit Modification which may have
been received by the City or from affected employees and/or sent by the
City to affected employees;
2) Following receipt of the Director of Human Resources Proposal for Unit
Modification any affected employee organization shall be afforded not less
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EXHIBIT C— MODIFICATION TO EMPLOYEE-EMPLOYER RELATIONS RESOLUTION
than thirty (30) days to receive input from its members regarding the
proposed change and to formulate a written and/or oral response to the
Motion for Unit Modification to the Personnel Commission;
3) The Personnel Commission shall conduct a noticed Public Hearing
regarding the Motion for Unit Modification at which time all affected
employee organizations and other interested parties shall be heard. The
Personnel Commission shall make a determination regarding the proposed
Unit Modification which determination may include a granting of the motion,
a denying of the motion, or other appropriate orders relating to the
appropriate creation of Bargaining Units. Following the Personnel
Commission's determination of the composition of the appropriate Unit or
Units, it shall give written notice of such determination to all affected
employee organizations;
4) Any party who chooses to appeal from the decision of the Personnel
Commission is entitled to appeal in accordance with the provision of
Section 14-4 of Resolution Number 3335.
B. During the term of the agreement, the City and the Association agree to update the
Employee-Employer Relations Resolution to reflect current State law.
MSMA MOU January 1,2025—December 31,2027 30
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EXHIBIT D— MODIFICATION TO PERSONNEL RULE 19
19-1. PURPOSE. The purpose of this rule is to provide a means by which grievances
of employees or employee organizations may be considered, discussed and
resolved at the level closest to their point of origin. The grievance procedure
provided for in this rule does not apply to the review of employee disciplinary
matters which subject is treated in Rule 20 hereof.
19-2. DEFINITION. For the purpose of this rule, a grievance is a dispute concerning
the interpretation or application of any provision of the City's Employer-Employee
Relations Resolution, or any provision of this resolution or any departmental rule
governing personnel practices or working conditions, with the exception of
matters excluded by Section 19-3.
19-3. MATTERS EXLUDED FROM GRIEVANCE PROCEDURE. The following
subjects are excluded from the grievance procedure provided for herein:
(a) The review of employee disciplinary matters, which is treated in Rule 20
hereof.
(b) All matters subject to impasse procedure, provided in the Employer-
Employee Relations Resolution.
19-4. SUBMISSION OF GRIEVANCES. Any individual employee or recognized
employee organization shall have the right to present a grievance.
If two (2) or more employees have essentially the same grievance and report to
the same supervisor, they may, and if requested to do so by the City, must jointly
or collectively present and pursue their grievance.
If a grievance is alleged by three (3) or more employees, the group shall, at the
request of the City, appoint one of such employees to speak for the group.
19-5. GRIEVANCE PROCEDURE. The grievance procedure shall consist of the
following steps, each of which must be completed prior to any request for further
consideration of the matter unless otherwise provided herein:
Step 1. Informal Discussion (optional). If an employee feels that he has a
grievance, as defined in Section 19-2, he may request a meeting with his
immediate supervisor within ten (10) days after the employee becomes aware or
reasonably should have become aware of the subject matter of the grievance.
The immediate supervisor, within ten (10) days of such request, shall meet with
the employee when so requested and discuss the grievance in an effort to clarify
the issue and work toward a cooperative settlement or resolution of the dispute.
The immediate supervisor shall present, verbally or in writing, his decision to the
employee within ten (10) days from the time of the informal discussion.
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EXHIBIT D—MODIFICATION TO PERSONNEL RULE 19
Step 2. Formal Procedure. Immediate Supervisor. If the grievance is not settled
through informal discussion, or if the employee elects not to invoke his right to
informal discussion, the employee may formally submit a grievance to his
immediate supervisor within ten (10) days following the decision pursuant to
informal discussion, or in the event the employee does not elect to invoke his
right to informal discussion, within ten (10) days after the occurrence which gives
rise to the grievance or after the employee becomes aware or reasonably should
have been aware of the subject matter of the grievance. Such submission shall
be in writing, stating the nature of the grievance and a suggested solution or
requested remedy. Within ten (10)days after the receipt of the written grievance,
the immediate supervisor shall meet with the employee. Within ten (10) days
thereafter written decision shall be given the employee by the immediate
supervisor.
Step 3. Department Head. In cases where the department head is not the
immediate supervisor, if the grievance is not settled under Step 2, the grievance
may be presented to the department head. The grievance shall be submitted
within ten (10) days after the receipt of the written decision from Step 2.
Within ten (10) days after the receipt of the written grievance, the department
head or his representative, shall meet with the employee and his immediate
supervisor, if any. Within ten (10) days thereafter written decision shall be given
to the employee.
Step 4. City Manager. If the grievance is not settled under Step 3, the grievance
may be presented to the City Manager in accordance with the following
procedure: Within fifteen (15) days after the time the decision is rendered under
Step 3 above, a written statement of the grievance shall be filed with the Director
of Human Resources who shall act as hearing officer and shall set the matter for
hearing within fifteen (15) days thereafter and shall cause notice to be served
upon all interested parties. The Director of Human Resources, or his
representative, shall hear the matter de novo and shall make recommended
findings, conclusions and decision in the form of a written report and
recommendation to the City Manager within ten (10)days following such hearing.
The City Manager may, in his discretion, receive additional evidence or argument
by setting the matter for hearing within ten (10) days following his receipt of such
report and causing notice of such hearing to be served upon all interested parties.
Within ten (10) days after receipt of report, or the hearing provided for above, if
such hearing is set by the City Manager, the City Manager shall make written
decision and cause such to be served upon the employee or employee
organization and the Director of Human Resources.
MSMA MOU January 1,2025—December 31,2027 32
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EXHIBIT D — MODIFICATION TO PERSONNEL RULE 19
Step 5. Personnel Commission. If the grievance is not settled under Step 4, it
may be appealed to the Personnel Commission for de novo hearing and final
determination in accordance with the following procedure:
(a) Within ten (10) days after the time decision is rendered under Step 4 above,
a written statement of grievance shall be filed with the Director of Human
Resources. Such statement of grievance shall set forth in detail the nature
of the grievance, the facts surrounding the subject matter of the grievance,
the contentions of the employee and the proposed solution or
determination.
(b) As soon as practicable thereafter, the Director of Human Resources shall
set the matter for hearing before a hearing officer either selected by mutual
consent of the parties or from a list approved by the Personnel Commission.
Ratification of the hearing officer selected by mutual consent of the parties,
if from a list approved by the Personnel Commission, shall not require
separate approval or ratification by the Personnel Commission. The
hearing officer shall hear the case and make recommended findings,
conclusions and decision in the form of a written report and
recommendations to the Personnel Commission. In lieu of the hearing
officer process, the Personnel Commission may agree to hear a case
directly upon submission of the case by mutual consent of the parties.
19-6. SUPPLEMENTAL HEARING BY PERSONNEL COMMISSION
(a) The Commission may, in its sole discretion, after it has received the written
report and recommendation of the hearing officer, set the matter for private
hearing for the purpose of receiving additional evidence or argument. In the
event the Commission sets a private hearing for such purpose, the Director
of Human Resources shall give written notice of such to all parties
concerned in such matter.
(b) The Commission, following a consideration of the hearing officer's written
report and recommendation and deliberation thereon and any supplemental
hearing before the Commission, shall make findings, conclusions and
decision which shall be final and binding on all parties and from which there
shall be no further appeal.
19-7. GRIEVANCE. DEPARTMENT HEAD. Any department head who has a
grievance may present it to the City Manager for determination. The City
Manager shall render a written decision to said department head within ten (10)
days after such submission, which decision.may be appealed by the department
head to the Personnel Commission in accordance with Step 5 of Section 19-5.
MSMA MOU January 1,2025—December 31,2027 33
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EXHIBIT E—VOLUNTARY 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. Employees who accrue vacation, general leave
or compensatory time may donate such leave to another 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 lniury — 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 a family member
is that defined in the Family Medical Leave Act (child, parent, spouse or domestic
partner).
3. Eligible Leave
Accrued compensatory, vacation or general leave may be donated. The minimum
donation an employee may make is two (2) hours and the maximum is forty (40)
hours.
4. Eligibility
Employees who accrue vacation or general leave may donate such hours to
eligible recipients. Compensatory time 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.
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
MSMA MOU January 1,2025—December 31,2027 34
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EXHIBIT E —VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
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 Request Form and submit it to the Department Director
for approval. The Department Director will forward the form to Human Resources
for processing. Human Resources, working with the department, will send out the
request for leave donations.
Employees wanting to make donations will submit a Leave Donation Form to the
Finance Department (City payroll).
All donation forms submitted to payroll will be date stamped and used in order
received for each bi-weekly pay period. Multiple donations will be rotated in order
to insure even use of time from donors. Any donation form submitted that is not
needed will be returned to the donor.
6. Other
Please contact the Human Resources Department on questions regarding
employee participation in this program.
MSMA MOU January 1,2025—December 31,2027 35
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EXHIBIT E—VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Request Form
According to the provisions of the Voluntary Catastrophic Leave Donation Program, 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: 1Date:
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.
MSMA MOU January 1,2025-December 31,2027 36
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EXHIBIT E—VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Donation Form
Donor, please complete
Donor Name: (Please Print or Type:Lasf, First, MI)
Work Phone:
Donor Job Title:
Type of Accrued Leave: Number of Hours I wish to donate:
❑ Vacation Hours of Vacation
0 Compensatory Time Hours of Compensatory Time
❑ General Leave Hours of General Leave
I understand that this voluntary donation of leave credits, once processed, is irrevocable;
but if not needed,the donation will be returned to me. I also understand that this donation
will remain confidential.
I wish to donate my accrued vacation, comp or general leave hours to the Leave Donation
Program for:
Eligible recipient employee's name (Last, First, MI):
Donor Signature: Date:
Please submit to Payroll in the Finance Department.
MSMA MOU January 1,2025—December 31,2027 37
Res. No. 2025-62
•
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 October 7, 2025 by the following vote:
AYES: Twining, McKeon, Burns, Van Der Mark, Gruel
NOES: None
ABSENT: Kennedy, Williams
ABSTAIN: None
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California