Common use of Requests for Paid Parental Leave Clause in Contracts

Requests for Paid Parental Leave. The employee must provide his or her supervisor and the Human Resources Department with notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). • An employee who does not give 30 days’ notice must explain why such notice was not practical. • The employee must complete the necessary Human Resources Department forms and provide all documentation as required by the Human Resources Department to substantiate the request. • Employees may request to start their Paid Parental Leave up to two weeks prior to the birth/placement of the child. The City retains the right to review the Paid Parental Leave program at the end of the contract term to evaluate the program’s. impact on operations. The parties will agree to meet and discuss modifications to the program to address unforeseen fiscal and/or operational impacts. Applicable MOU Provision(s) Upon implementation of Paid Parental Leave program, all parties agree to eliminate applicable provisions for the Preservation of Sick Leave (Vacation) During Extended Leave which states: • Whenever a permanent employee has requested an extended leave of absence (more than 30 days), the employee has the option to retain up to eighty-hours of sick leave/vacation/holiday pay in the system. However, previously scheduled vacation time may be preserved in addition to the 80- hour limit. This provision will be discontinued and removed from applicable Memorandum of Understanding and any other documents, or locations referenced.

Requests for Paid Parental Leave. The employee must provide his or her supervisor and the Human Resources Department with notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). • An employee who does not give 30 days’ notice must explain why such notice was not practical. • The employee must complete the necessary Human Resources Resource Department forms and provide all documentation as required by the Human Resources Resource Department to substantiate the request. • Employees may request to start their Paid Parental Leave up to two weeks prior to the birth/placement of the child. The City retains the right to review the Paid Parental Leave program at the end of the contract term to evaluate the program’s. program impact on operations. The parties will agree to meet and discuss modifications to the program to address unforeseen fiscal and/or operational impacts. Applicable MOU Provision(s) Upon implementation of Paid Parental Leave program, all parties agree to eliminate applicable provisions for the Preservation of Sick Leave (Vacation) During Extended Leave which states: • Whenever a permanent employee has requested an extended leave of absence (more than 30 days), the employee has the option to retain up to eighty-hours of sick leave/vacation/holiday pay in the system. However, previously scheduled vacation time may be preserved in addition to the 80- 80-hour limit. This provision will be discontinued and removed from applicable Memorandum of Understanding and any other documents, or locations referenced.. APPENDIX “H” LETTER OF AGREEMENT BETWEEN THE CITY OF LONG BEACH AND

Requests for Paid Parental Leave. The employee must provide his or her supervisor and the Human Resources Department with notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). • An employee who does not give 30 days’ notice must explain why such notice was not practical. • The employee must complete the necessary Human Resources Resource Department forms and provide all documentation as required by the Human Resources Resource Department to substantiate the request. • Employees may request to start their Paid Parental Leave up to two weeks prior to the birth/placement of the child. The City retains the right to review the Paid Parental Leave program at the end of the contract term to evaluate the program’s. program impact on operations. The parties will agree to meet and discuss modifications to the program to address unforeseen fiscal and/or operational impacts. Applicable MOU Provision(s) Upon implementation of Paid Parental Leave program, all parties agree to eliminate applicable provisions for the Preservation of Sick Leave (Vacation) During Extended Leave which states: • Whenever a permanent employee has requested an extended leave of absence (more than 30 days), the employee has the option to retain up to eighty-hours of sick leave/vacation/holiday pay in the system. However, previously scheduled vacation time may be preserved in addition to the 80- 8O-hour limit. This provision will be discontinued and removed from applicable Memorandum of Understanding and any other documents, or locations referenced.. APPENDIX I LETTER OF AGREEMENT BETWEEN THE CITY OF LONG BEACH AND‌‌ THE LONG BEACH SUPERVISORS ASSOCIATION GYM MEMBERSHIP PILOT PROGRAM The City of Long Beach proposes to offer a pilot gym discount program to employees to promote and improve employee well-being, health and fitness. Participation in the program is voluntary. The proposed pilot gym discount program would be effective after the informational kickoff meeting as discussed below. The proposed Gym Membership pilot program, referred to as Gympass, provides employees access to multiple gyms and exercise activity studios, as well as various types of activities for a single monthly fee, starting at $10 per month, to be paid by the employee directly to Gympass. Employees will have multiple price platforms to choose from and will be able to attend any of the participating gyms and/or available classes based upon the platform chosen. Enrolled employees will have unlimited access to the facilities in their chosen platform and can opt out at any time. Employees will not be charged an initiation fee, annual fee or cancellation fee to participate in Gympass. To build awareness of this unique program, the union will be invited to attend an informational kickoff meeting with Gympass and/or Human Resources staff regarding the Gympass platforms and pricing. We would like to partner with the unions/associations in communicating and distributing HR-developed communications to union members to promote the program. Gympass will be implemented on a two-year term as a pilot program, and extended to all active employees, regardless of length of employment and hours worked. Upon the conclusion of the Gympass pilot program, the program will be evaluated by the HIAC Committee to review and make recommendations regarding the effectiveness, continuation and or decision to end the program. *The effective date will be based on conclusion of meet and confer process and City procurement process. APPENDIX J LETTER OF AGREEMENT BETWEEN THE CITY OF LONG BEACH AND‌‌ THE LONG BEACH SUPERVISORS ASSOCIATION

Requests for Paid Parental Leave. The employee must provide his or her their supervisor and the Human Resources Department with notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). • An employee who does not give 30 days’ notice must explain why such notice was not practical. • The employee must complete the necessary Human Resources Resource Department forms and provide all documentation as required by the Human Resources Resource Department to substantiate the request. • Employees may request to start their Paid Parental Leave up to two weeks prior to the birth/placement of the child. The City retains the right to review the Paid Parental Leave program at the end of the contract term to evaluate the program’s. program impact on operations. The parties will agree to meet and discuss modifications to the program to address unforeseen fiscal and/or operational impacts. Applicable MOU Provision(s) Upon implementation of Paid Parental Leave program, all parties agree to eliminate applicable provisions for the Preservation of Sick Leave (Vacation) During Extended Leave which states: • Whenever a permanent employee has requested an extended leave of absence (more than 30 days), the employee has the option to retain up to eighty-hours of sick leave/vacation/holiday pay in the system. However, previously scheduled vacation time may be preserved in addition to the 80- 80-hour limit. This provision will be discontinued and removed from applicable Memorandum of Understanding and any other documents, or locations referenced. APPENDIX K LABOR COST SAVINGS (FISCAL YEAR 2021) In order to minimize layoffs, effective the pay period beginning September 26, 2020, the City and LBMA agree that an unpaid work furlough equivalent to 10% percent of permanent employees pay (208 hours for permanent full-time employees) be taken during the period of September 26, 2020 to the pay period including September 30, 2021. This will include permanent full-time employees and permanent part-time employees that work at least than 20 hours per week on a regular basis. All employees will be placed on a 5/40 work schedule and will take the City closure day off as the furlough day. Based on operational needs, departments may assign an alternate furlough day off (other than the closure Friday) within the same work week. Furlough hours will be scheduled by management and may require closure of certain operations based upon business necessity. Every effort will be made to float furlough hours to effectively reduce costs and minimize the impact on public services. Employees shall not use any paid time (e.g. vacation, in-lieu, executive leave, etc.) to replace the designated unpaid hours for the furlough day. Alternative Furlough Program All Sworn LBMA employees in classifications listed on Appendix B shall participate in the Alternative Furlough Program as follows:

Requests for Paid Parental Leave. The employee must provide his or her supervisor and the Human Resources Department with notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). • An employee who does not give 30 days’ notice must explain why such notice was not practical. • The employee must complete the necessary Human Resources Department forms and provide all documentation as required by the Human Resources Department to substantiate the request. • Employees may request to start their Paid Parental Leave up to two weeks prior to the birth/placement of the child. The City retains the right to review the Paid Parental Leave program at the end of the contract term to evaluate the program’s. ’s impact on operations. The parties will agree to meet and discuss modifications to the program to address unforeseen fiscal and/or operational impacts. Applicable MOU Provision(s) Upon implementation of Paid Parental Leave program, all parties agree to eliminate applicable provisions for the Preservation of Sick Leave (Vacation) During Extended Leave which states: • Whenever a permanent employee has requested an extended leave of absence (more than 30 days), the employee has the option to retain up to eighty-hours of sick leave/vacation/holiday pay in the system. However, previously scheduled vacation time may be preserved in addition to the 80- 80-hour limit. This provision will be discontinued and removed from applicable Memorandum of Understanding and any other documents, or locations referenced.

Requests for Paid Parental Leave. The employee must provide his or her their supervisor and the Human Resources Department with notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). • An employee who does not give 30 days’ notice must explain why such notice was not practical. • The employee must complete the necessary Human Resources Department forms and provide all documentation as required by the Human Resources Department to substantiate the request. • Employees may request to start their Paid Parental Leave up to two weeks prior to the birth/placement of the child. The City retains the right to review the Paid Parental Leave program at the end of the contract term to evaluate the program’s. ’s impact on operations. The parties will agree to meet and discuss modifications to the program to address unforeseen fiscal and/or operational impacts. Applicable MOU Provision(s) Upon implementation of Paid Parental Leave program, all parties agree to eliminate applicable provisions for the Preservation of Sick Leave (Vacation) During Extended Leave which states: • Whenever a permanent employee has requested an extended leave of absence (more than 30 days), the employee has the option to retain up to eighty-hours of sick leave/vacation/holiday pay in the system. However, previously scheduled vacation time may be preserved in addition to the 80- 80-hour limit. This provision will be discontinued and removed from applicable Memorandum of Understanding and any other documents, or locations referenced.. APPENDIX E LETTER OF AGREEMENT BETWEEN THE CITY OF LONG BEACH AND THE LONG BEACH ASSOCIATION OF ENGINEERING EMPLOYEES VACATION ACCRUAL MAXIMUM The vacation accrual maximum provision of the Salary Resolution and Personnel Ordinance 3.01 will be replaced with the following provision. The new vacation accrual maximum provision will take effect the first full pay period of calendar year 2021. The City will implement a three (3) year vacation accrual maximum based on years of service completed. As a result of COVID-19, the City will temporarily add an additional year to total a four (4) year vacation maximum cap. The temporary cap shall be effective January 1, 2021 and shall expire December 31, 2023. The vacation cap will revert to three (3) year maximum effective January 1, 2024. See the following chart for illustration purposes: Service Years Completed Hours Accrued per pay period Annual Accrual Vacation Maximum Accrual NEW Vacation Maximum Accrual* Upon hire through 4 years, 5 months 3.70 96.2 288.6 384.8 4 years, 6 months through 11 years, 5 months 4.62 120.1 360.4 480.5 11 years, 6 months through 13 years, 5 months 4.93 128.2 384.5 512.7 13 years, 6 months through 17 years, 5 months 5.24 136.2 408.7 545.0 17 years, 6 months through 18 years, 5 months 5.54 144.0 432.1 576.2 18 years, 6 months through 19 years, 5 months 5.85 152.1 456.3 608.4 19 years, 6 months or more 6.16 160.2 480.5 640.6 *NEW 4-Year Vacation Maximum – 1/1/2021 – 12/31/2023

Requests for Paid Parental Leave. The employee must provide his or her supervisor and the Human Resources Department with notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). • An employee who does not give 30 days’ notice must explain why such notice was not practical. • The employee must complete the necessary Human Resources Department forms and provide all documentation as required by the Human Resources Department to substantiate the request. • Employees may request to start their Paid Parental Leave up to two weeks prior to the birth/placement of the child. The City retains the right to review the Paid Parental Leave program at the end of the contract term to evaluate the program’s. impact on operations. The parties will agree to meet and discuss modifications to the program to address unforeseen fiscal and/or operational impacts. Applicable MOU Provision(s) Upon implementation of Paid Parental Leave program, all parties agree to eliminate applicable provisions for the Preservation of Sick Leave (Vacation) During Extended Leave which states: • Whenever a permanent employee has requested an extended leave of absence (more than 30 days), the employee has the option to retain up to eighty-hours of sick leave/vacation/holiday pay in the system. However, previously scheduled vacation time may be preserved in addition to the 80- 80-hour limit. This provision will be discontinued and removed from applicable Memorandum of Understanding and any other documents, or locations referenced.. APPENDIX G

Requests for Paid Parental Leave. The employee must provide his or her supervisor and the Human Resources Department with notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). • An employee who does not give 30 days’ notice must explain why such notice was not practical. • The employee must complete the necessary Human Resources Department forms and provide all documentation as required by the Human Resources Department to substantiate the request. • Employees may request to start their Paid Parental Leave up to two weeks prior to the birth/placement of the child. The City retains the right to review the Paid Parental Leave program at the end of the contract term to evaluate the program’s. impact on operations. The parties will agree to meet and discuss confer modifications to the program to address unforeseen fiscal and/or operational impacts. Applicable MOU Provision(s) Upon implementation of Paid Parental Leave program, all the parties agree to eliminate applicable provisions for the Article III, Section Preservation of Sick Leave (Vacation) During Extended Leave which states: • Whenever a permanent employee has requested an extended leave of absence (more than 30 days), the employee has the option to retain up to eighty-hours of sick leave/vacation/holiday pay in the system. However, previously scheduled vacation time may be preserved in addition to the 80- 80-hour limit. This provision Article III, Section C, will be discontinued and removed from applicable Memorandum of Understanding and any other documents, or locations referenced.