SURF CITY LIFEGUARD EMPLOYEES’ ASSOCIATION (SCLEA)
SCLEA MOU June 11, 2022July 1, 2025, through June 30, 2025 4 2028 4 2. Equipment Stipend – Ea ch employee shall receive a two hundred dollar ($200) equipment stipend to use toward r eplacing equipment necessary for employment, including fins, sunglasses, and equipment bag. This stipend shall be provided the pay period following requalification.
D. Sunscreen and Lip Balm
The City shall provide Sun Protection Factor (SPF) 15 30 or higher sunscreen and lip balm to all SCLEA members.
E. Reporting of Uniforms
For each CalPERS employee, the City will report to the California Public Employees’ Retirement System (CalPERS), the average annual cost of uniforms provided as special compensation in acco rdance with Title 2, California Code of Regulations, Section 571(a)(5). The average annual cost of uniforms provided is $177.00 and shall include uniforms issued and ar ticle replacements during a payroll calendar year. Reporting shall not include personal protective equipment, unless otherwise permitted in accordance with CalPERS law.
1. This section shall not apply to new me mbers of this unit who are designated by CalPERS as “new members” in accordance with GC Section 7522.04 (f) and whose “Pensionable Compensation” is subject to the provisions of GC Section 7522.34.
Article VI – Parking Passes
A. Parking Passes
Parking passes will be issued to “Recu rrent Ocean Lifeguards” who pass the annual requalification exam.
B. Parking Pass - Be fore Requalification
Before the requalification process has been completed:
1. A parking pass will be prov ided to recurrent employees who are called to work; and,
SURF CITY LIFEGUARD EMPLOYEES’ ASSOCIATION (SCLEA)
SCLEA MOU June 11, 2022July 1, 2025, through June 30, 2025 5 2028 5 2. Recurrent employees who come to t he beach to train may obtain a temporary pass for that day from the Marine Safety Battalion Chief.
Article VII – Annual Recurrent Ocean Lifeguard Requalification A. Work Available -- Return to Active Employment
If there is work availabl e, and if the "Recurrent Ocean Lifeguard" meets the following criteria, the "Recurrent Ocean Li feguard" shall be returned to active employment for the following season:
1. The employee performance evaluatio ns meet Marine Safety Division standards;
2. The employee did not resign or was not terminated from employment with the City;
3. The employee completed the exis ting minimum hour working standard;
4. The employee has successfully comple ted the yearly requalification exam;
5. The employee has successfully co mpleted and responded by the dates designated in the recurrent spring questionnaire.
Article VIII – Annual Physical and Technical Testing
A. The City will continue to provide annual ph ysical and technical testing of “Recurrent Ocean Lifeguards.” All unit employees will receive recertification training and skills testing each year during the annual requalification process. The actual number of minimally required training hours will be determined annually by Marine Safety Division Administration.
B. The City will provide annual skin cancer screening examinations to all unit employees to be conducted by a medical facility selected by the City. at Lifeguard Headquarters or Junior Guard Headquarters. Unit employees who are screened off duty will be paid one (1) hour of compensation at the employee’s base hourly rate of pay.
SURF CITY LIFEGUARD EMPLOYEES’ ASSOCIATION (SCLEA)
SCLEA MOU June 11, 2022July 1, 2025, through June 30, 2025 6 2028 6 Article VIII – Salary Schedule
A. Modified Salary Schedule
Effective the beginning of the pay period following Ci ty Council final approva l, employees in all classifications will be moved to a new salary schedule as set forth below and in Exhibit A:
1. The salary schedule will include seven (7) steps from A-G;
2. The steps will be five percent (5%) steps;
3. The salary ranges will be one percent (1%) apart;
4. Each job classification has been a ssigned a salary range, incorporating the following classification changes:
a. All Junior Lifeguard In structor Is will be reclassified to Ocean Lifeguard Is.
b. All Junior Lifeguard Inst ructor IIs will be reclassified to Ocean Lifeguard IIs.
c. Junior Lifeguard Progra m Coordinator I is retitled to Junior Lifeguard Program Coordinator.
d. Junior Lifeguard Program Coor dinator II is eliminated. e. All employees in the classification s of Junior Lifeguard Instructor I and II at the time of this MOU approval, will retain the opportunity to work as a Junior Lifeguard Instructor, provided they pass the annual requalification process and are an employee in good standing.
SURF CITY LIFEGUARD EMPLOYEES’ ASSOCIATION (SCLEA)
SCLEA MOU June 11, 2022July 1, 2025, through June 30, 2025 7 2028 7 The Fire Department reserves the right to reassign an employee working as a Junior Lifeguard Instructor during the normal Junior Lifeguard program summer schedule for public safety to ensure operational readiness.
5. Each employee will be placed on a salary step by:
a. Locating the step on their classification’s assi gned salary range that is nearest to their base salary step without being less.
b. In the event that 5a. above results in less than a two percent (2%) wage increase, the employee will move one step higher. This pr ovision does not apply to current Junior Guard Instructor Is and IIs.
Once placed on the new, seven-step salary schedule, all Active Duty employees will be eligible to move to the next step on an annual basis upon receipt of a satisfactory performance evaluation. This provision does not apply to employees on Reserve status.
Article IX – Retirement
All employees not eligible for enrollment in the California Public Employees’ Retirement System (CalPERS) shall be enrolled in the Public Agency Retirement Services (PARS).
All PARS contributing employees of this unit shall pay 7.5% towards the PARS contribution.
Article X – Work Day; Work Week
A. Fall, Winter, Spring & Spring Break and Summer
City shall establish work schedules fo r Fall, Winter, Spring & Spring Break, Summer and other schedules as needed.
B. Not a Guarantee of Work
SURF CITY LIFEGUARD EMPLOYEES’ ASSOCIATION (SCLEA)
SCLEA MOU June 11, 2022July 1, 2025, through June 30, 2025 8 2028 8 Neither this provision nor any work sc hedule shall constitute a guarantee of work (either daily or weekly) for "Recurrent Ocean Lifeguards."
C. 1,500 Hours
An employee represented by the SCLEA may work up to one thousand five hundred (1,500) hours in a twelve-month (12-month) period. The 12-month period shall be based on a City payroll calendar year. An employee shall not work more than 1,500 hours in this 12-month period.
D. Shift Cancellation
Any SCLEA employee whose shift is cancelled with less than 24 hours’ notice will receive two hours of pay. The hours paid in the event of shift cancellation shall not count toward satisfying the minimum hour requirement for reserve status.
Article XI – Special Pay
A. Junior Guard Instructor Pay
Employees in the classifications of Ocean Lifeguard I, IISenior Ocean Lifeguard, and III Supervising Ocean Lifeguard shall receive an additional five percent (5%) per hour above their base hourly rate of pa y for all hours worked in the Junior Guard Program. The parties agree that unit employees assigned as Junior Guard Instructors must be a minimum of 18 years old.
B. EMT
1. Employees who maintain certificat ion as Emergency Medical Technicians ("EMTs") according to State of California regulations and Orange County EMT policy in the classifications of Ocean Lifeguard I and Junior Lifeguard Program Coordinator, shall receive an additional five percent (5%) per hour above their base hourly rate of pay. It is the employee's responsibility to maintain the EMT certification and to have a current EMT Certification on file.
SURF CITY LIFEGUARD EMPLOYEES’ ASSOCIATION (SCLEA)
SCLEA MOU June 11, 2022July 1, 2025, through June 30, 2025 9 2028 9 2. Employees in the classifications of Senior Ocean Lifeguard ll and Supervising Ocean Lifeguard III shall not be eligible for EMT special pay. Employees in these classifications shall be paid thei r base hourly rate for the 24 hours of required bi-annual re-certification. The hours paid/worked during the bi-annual EMT re-certification course shall not count towards satisfying the minimum hour requirement for reserve status.
2. C. Bilingual Pay
SCLEA employees, who use their bilingual skill as part of their job assignment, shall be paid an additional five percent (5 %) over their base hourly rate of pay.
Employees shall follow the process for requesting bilingual pay as outlined in Fire Department Policy 408 (MS-Bilingual Pay) and shall be tested and certified by the Human Resources Division as to their language proficiency in order to be eligible for said compensation. Eligibility for bilingual pay shall be limited to the following languages: Spanish, Vietnamese, French, German, Japanese, and American Sign Language.
D. Effective Date of Special Pay
All special pay shall be effective the beginning of the first full pay period following certification and verification as approved by the Department Head/Fire Chief or designee.
E. Subpoena/Court Pay
Unit employees required/subpoenaed to att end proceedings that occur either on unscheduled work days and/or outside of scheduled work hours, which are directly related to Marine Safety employment, will be paid at the employee’s base hourly rate for time in attendance at said proceedings.
SURF CITY LIFEGUARD EMPLOYEES’ ASSOCIATION (SCLEA)
SCLEA MOU June 11, 2022July 1, 2025, through June 30, 2025 10 2028 10 F. Holiday Pay
Employees shall receive one and a half time s (1.5x) their base hourly rate of pay for all hours worked on the following holidays:
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 Day
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.
Article XII – Overtime
A. All unit employees sha ll be compensated at time and one half the regular rate of pay for all hours worked in excess of forty (40) hours per week.
Article XIII – Miscellaneous
A. Employer-Employee Relations Resolution
During the term of the agreement, t he City and SCLEA agree to update the Employee-Employer Relations Resolution to reflect current State law.
SURF CITY LIFEGUARD EMPLOYEES’ ASSOCIATION (SCLEA)
SCLEA MOU June 11, 2022July 1, 2025, through June 30, 2025 11 2028 11 B. Return to Work Policy
The City and the Association agree to t he implementation of an Administrative Regulation for a Return to Work / Tr ansition Duty Program for employees who experience industrial and non-industrial injury or illness.
C. Grievance Procedure
For the purpose of this procedure, a grievance is specifically defined as a dispute concerning the interpretation or application of any prov ision of the Memorandum of Understanding or any departmental rule governing personnel practices or working conditions. 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. If a SCLEA employee f eels that they have a griev ance, as defined in C above, they may request a meeting with their i mmediate Marine Safety Battalion Chief within ten (10) calendar days after the employee becomes aware or reasonably should have become aware of the subject matter of the grievance. The Marine Safety Battalion Chief, within five (5) ca lendar days of such request, shall meet with the employee when so r equested and discuss the grie vance in an effort to clarify the issue and work toward a cooper ative settlement or resolution of the dispute. The Marine Safety Battalion Chief shall present, verbally and in writing, their decision to the employee within five (5) calendar days from the time of the informal discussion.
Step 2. If the grievance is not settled unde r Step 1, the grievance may be presented to the Marine Safety Division Chief. The gr ievance shall be submitted within five (5) calendar days after receipt of the written decision from Step 1. Within five (5) days after receipt of the written grievance, the Marine Safety Division Chief shall meet with the employee and their immediate supervisor, if any. Within five (5) calendar days thereafter, a written decision shall be given to the employee from the Marine Safety Division Chief.
SURF CITY LIFEGUARD EMPLOYEES’ ASSOCIATION (SCLEA)
SCLEA MOU June 11, 2022July 1, 2025, through June 30, 2025 12 2028 12 Step 3. If the grievance is not settled unde r Step 2, the grievance may be presented to the Department Director/Fire Chief or designee. The grievance shall be submitted within five (5) calendar days afte r receipt of the written decision from Step 2. Within five (5) days after receipt of the written grievance, the Department Director/Fire Chief or designee shall meet with the employee and their immediate supervisor, if any. Within five (5) ca lendar days thereafter, a written decision shall be given to the empl oyee from the Department Director/Fire Chief or designee. The decision by the Department Director/Fire Chief or designee shall be considered final and shall end the grievance procedure.
In the event the grievant does not comply with the time limits imposed by this Article, the decision is deemed final and the grievance process shall end.
D. AB 1522 – Healthy Workplaces, Healthy Families Act of 2014 The City agrees to provide unit mem bers with paid sick leave benefits in accordance with state law.
E. Death Related Benefits
In the event a SCLEA unit member expi res while engaging in the performance of their duties in the course and scope of their work; and should their beneficiaries/survivors be entitled to deat h-related benefits in accordance with State of California Workers’ Compensation law, the Cit y agrees to provide the named beneficiary designated to receive the employee’s final pay warrant as the beneficiary for a one-time final expense stipend of $10,000. Such stipend shall be in addition to, and not in lieu of, any death-related and/or other benefits their beneficiaries/survivors may be entitled to under State of Ca lifornia Workers’ Compensation law. Such stipend payment to the beneficiary is not life insurance and is subject to the appropriate treat ment under Internal Revenue Service regulations.
F. Required Training
The City shall pay for classes required to complete PC 832 training for Supervising Ocean Lifeguards. Further, the parties agree that any other classes required of SURF CITY LIFEGUARD EMPLOYEES’ ASSOCIATION (SCLEA)
SCLEA MOU June 11, 2022July 1, 2025, through June 30, 2025 13 2028 13 any unit employee shall be performed on City time and at City expense. This section does not extend to coursework needed to become eligible for promotionan an employee elects to attend, but that was not authorized by the City. Approval to attend classes shall be per policy.
SURF CITY LIFEGUARD EMPLOYEES’ ASSOCIATION (SCLEA)
SCLEA MOU June 11, 2022July 1, 2025, through June 30, 2025 14 2028 14 Article XIV – City Council Approval
It is the understanding of the City and SCLEA that this MOU has no force or effect 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 ______day of _______20252.
City of Huntington Beach
(A Municipal Corporation)
Surf City Lifeguard Employees’ Association
By: B y:
Travis Hopkins
City Manager
Sean McGlynn
SCLEA President
By: B y:
Marissa Sur
Director of Human Resources
Graham Cope
SCLEA Vice President
By: B y:
Eric McCoy
Fire Chief
Riley Crow
SCLEA Secretary
By:
Robert Wexler
Attorney for SCLEA
Approved as to form:
Michael Vigliotta
City Attorney
SURF CITY LIFEGUARD EMPLOYEES’ ASSOCIATION (“SCLEA”)
EXHIBIT A – SALARY SCHEDULE
SCLEA MOU June 11, 2022July 1, 2025, through June 30, 2025 15 2028 15 EFFECTIVE 7/1/2025
Job No Classification A B C
0820/0821 Ocean Lifeguard $22.50 $25.00 $27.50
0818/0819 Senior Ocean Lifeguard $27.93 $29.93 $31.93
0816/0817 Supervising Ocean Lifeguard $32.43 $34.93 $37.43 0814/0815 Junior Lifeguard Program
Coordinator $32.43 $34.93 $37.43
EFFECTIVE 7/1/2026
Job No Classification A B C
0820/0821 Ocean Lifeguard $23.00 $26.00 $29.00
0818/0819 Senior Ocean Lifeguard $28.43 $30.93 $33.43
0816/0817 Supervising Ocean Lifeguard $32.93 $35.93 $38.93 0814/0815 Junior Lifeguard Program
Coordinator $32.93 $35.93 $38.93
EFFECTIVE 7/1/2027
Job No Classification A B C
0820/0821 Ocean Lifeguard $23.50 $27.00 $30.50
0818/0819 Senior Ocean Lifeguard $28.93 $31.93 $34.93
0816/0817 Supervising Ocean Lifeguard $33.43 $36.93 $40.43 0814/0815 Junior Lifeguard Program
Coordinator $33.43 $36.93 $40.43