HomeMy WebLinkAboutRES 22-7344 (SALARY & BENEFITS) Page 1 of 1 RES NO. 22-7344
CITY OF HERMOSA BEACH
RESOLUTION NO. 22-7344
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HERMOSA BEACH,
CALIFORNIA, APPROVING SALARY AND BENEFITS FOR EMPLOYEES IN
UNREPRESENTED CLASSIFICATIONS.
WHEREAS, the City of Hermosa Beach, California has employees in certain
unrepresented classifications; and,
WHEREAS, the City of Hermosa Beach shall establish a formal document to detail
salary and benefits of employees in unrepresented classifications of employment; and,
WHEREAS, the City of Hermosa Beach intends to make changes to the existing
terms of employment for unrepresented classifications effective July 1, 2022.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF HERMOSA BEACH,
CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1. The City Council of the City of Hermosa Beach resolves to approve the
salary and benefits for unrepresented classifications as outlined in the attached “Exhibit
A” effective for the period July 1, 2022 through and including June 30, 2025.
SECTION 2. This resolution takes effect immediately and that the City Clerk shall
certify to the passage and adoption of this resolution; shall cause the same to be entered
among the original resolutions of said City; and shall make a minute of the passage and
adoption thereof in the records of the proceedings of the City Council of said City in the
minutes of the meeting at which time same is passed and adopted.
PASSED, APPROVED and ADOPTED on this 3rd day of November, 2022.
Mayor Michael Detoy
PRESIDENT of the City Council and MAYOR of the City of Hermosa Beach, CA
ATTEST: APPROVED AS TO FORM:
________________________________ ________________________________
Myra Maravilla Michael Jenkins
City Clerk City Attorney
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State of California ) County of Los Angeles ) ss
City of Hermosa Beach )
November 14, 2022
Certification of Council Action
RESOLUTION NO. 22-7344
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HERMOSA
BEACH, CALIFORNIA, APPROVING SALARY AND BENEFITS FOR
EMPLOYEES IN UNREPRESENTED CLASSIFICATIONS.
I, Myra Maravilla, City Clerk of the City of Hermosa Beach do hereby certify that
the above and foregoing Resolution 22-7344 was duly approved and adopted
by the City Council of said City at its adjourned meeting thereof held on the
3rd day of November 2022 and passed by the following vote:
AYES: MAYOR DETOY, MAYOR PRO TEMPORE JACKSON, COUNCILMEMBERS
ARMATO, CAMPBELL, and MASSEY
NOES: NONE
ABSTAIN: NONE
ABSENT: NONE
________________________________
Myra Maravilla, MPA, CMC
City Clerk
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EXHIBIT A
City of Hermosa Beach
Salary and Benefits for Unrepresented Classifications
THE FOLLOWING SALARY AND BENEFIT PROVISIONS APPLY TO EMPLOYEES
IN THE UNREPRESENTED CLASSIFICATIONS OF HUMAN RESOURCES
ANALYST, RISK MANAGEMENT ANALYST AND EXECUTIVE ASSISTANT TO THE
CITY MANAGER
WAGES
Year 1: July 1, 2022 – June 30, 2023: Effective July 1, 2022: The base monthly
salary shall be adjusted by 3% for all classifications.
Monthly Salary Range
TITLE Step 1 Step 2 Step 3 Step 4 Step 5
Executive Assistant to the City Manager $6,974 $7,323 $7,689 $8,073 $8,477
Human Resources Analyst $7,195 $7,555 $7,933 $8,330 $8,747
Risk Management Analyst $7,195 $7,555 $7,933 $8,330 $8,747
Year 2: July 1, 2023 – June 30, 2024: Effective July 1, 2023 the base monthly
salary shall be adjusted by 3% for all classifications.
Monthly Salary Range
TITLE Step 1 Step 2 Step 3 Step 4 Step 5
Executive Assistant to the City Manager $7,183 $7,542 $7,919 $8,315 $8,731
Human Resources Analyst $7,411 $7,781 $8,170 $8,579 $9,009
Risk Management Analyst $7,411 $7,781 $8,170 $8,579 $9,009
Year 3: July 1, 2024 – June 30, 2025: Effective July 1, 2024 the base monthly
salary shall be adjusted by 3% for all classifications.
Monthly Salary Range
TITLE Step 1 Step 2 Step 3 Step 4 Step 5
Executive Assistant to the City Manager $7,399 $7,769 $8,157 $8,565 $8,993
Human Resources Analyst $7,633 $8,015 $8,416 $8,837 $9,279
Risk Management Analyst $7,633 $8,015 $8,416 $8,837 $9,279
Step increase is dependent upon employee receiving an overall performance
evaluation of being fully qualified.
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EDUCATIONAL ALLOWANCE
A. City agrees that employees who desire to enroll in training and/or academic
courses at a State of California approved and/or recognized college or university
that may provide the Employee with general or specific skills and/or knowledge
that contributes to their ability to perform their current position or enhances
promotional opportunities shall have their course fees, books and tuition (up to
CSU rates) paid by the City in advance, subject to approval of the City Manager.
The Employee will reimburse the City for all expenses incurred for any class or
classes the Employee fails or does not complete; or if the Employee voluntarily
leaves City employment during the period they are enrolled and received payment.
B. Reimbursement of tuition shall be on a pro-rated basis depending upon the number
of hours an Employee covered by this Agreement is normally scheduled to work
(i.e. full time @ 100% reimbursement, up to CSU rates; half time @ 50%
reimbursement, etc.).
VACATION
A. It is agreed that the above unrepresented classifications shall accrue vacation as
follows:
Years of Service Accrued Per Year
* Probation Period 1st Year 80 hours
Commencing with 2nd Year 80 hours
“ “ 4th Year 96 hours
“ “ 6th Year 112 hours
“ “ 10th Year 128 hours
“ “ 14th Year 144 hours
“ “ 18th Year 160 hours
B. Employees may request (subject to Department Director’s approval) one (1) week
of vacation six (6) months after hire date (after halfway point of probationary
period).
C. Vacation may be accrued up to thirty (30) month accrual level, with an automatic
cash-out of hours in excess of that amount. The cash outs will take place based
on the accrual balance of November 16th and paid on the check of December 5th.
D. Employees shall be reimbursed for 100% unused vacation days accrued upon
resignation, retirement or imposed termination from their employment with the City.
OVERTIME
A. For FLSA purposes a "WORK-WEEK" shall be defined as:
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1. For employees working a 5/40 or 4/40 schedule: commencing at
0001 hrs. SUNDAY and terminating at 2400 hrs. SATURDAY.
2. For employees working a 9/80 schedule: commencing 1101 hrs.
Friday and terminating the following Friday at 1100 hrs.
B. The City agrees to pay employees in the following classifications time and one-half
(1-1/2) the regular rate of pay for all hours worked in excess of forty (40) hours
worked in a work week. Overtime may be paid in either cash or compensatory
time earned as part of the regular payroll process. The City will pay overtime to
employees in eligible classifications in the same manner as paid to the General &
Supervisory Employees Association.
C. Employees may elect to cash-in accrued compensatory time quarterly each
calendar year in January, April, July, and October.
D. Classifications eligible for overtime compensation in accordance with the FLSA
include:
Human Resources Analyst
Executive Assistant to the City Manager
Risk Management Analyst
SICK LEAVE
A. Effective July 1, 2022, employees shall accrue sick leave at the rate often (10)
hours per month. After 200 hours are accrued, an employee may cash out
annually up to a maximum of 96 hours at the employee’s regular rate of pay at
100% rate. In lieu of cash out, employees may convert up to a maximum of 96
hours to vacation time provided that the vacation bank does not exceed allowed
maximum level. The cash outs will take place based on the accrual balance of
November 16th and paid on the check of December 5th.
B. Sick leave shall be used only in case of sickness or disability of the employee or
for family sick leave. Misuse of sick leave shall be grounds for disciplinary action.
C. In case of serious illness of a member of the immediate family, the employee may
utilize sick leave. Immediate family for the purpose of this Section shall be defined
as: spouse, child, stepchild, parent, stepparent, parent-in-law, brother, sister,
grandparents, grandchildren, any relative not previously listed who lives in the
same household as the employee, and a domestic partner of the employee.
D. Any employee claiming a domestic partner, for purposes of this Agreement shall
complete a confidential affidavit to be filed in the Human Resources Department,
which shall be signed by the employee only, declaring the existence of a domestic
partnership with a named domestic partner. By extending to a domestic partner
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employee the specific benefits defined by this Agreement, the City does not intend
to confer or imply any other unspecified benefits to such employee, or to any other
person who may hold the status of domestic partner.
E. Employees may, upon resignation or retirement from their employment with the
City, elect to be paid for unused sick leave accrued prior to June 30, 2017, at their
current rate of pay. Except as provided in A above, unused sick leave accrued
after June 30, 2017, shall not be cashed out. Pursuant to Government Code §
20965, related CalPERS, rules and the City’s contract with CalPERS, upon
retirement from City employment, an employee’s unused accumulated sick leave
at the time of retirement may be converted to additional service credit.
F. Employees shall be eligible to use sick leave during their probationary period.
BEREAVEMENT LEAVE
Each Employee shall receive a maximum of three (3) shifts per calendar year to be utilized
for Bereavement Leave because of a death in their immediate family (as defined above).
For the purposes of bereavement leave, parent in-law, step-children and parents, and
persons living within the same household are to be considered in the definition of
“immediate family”. Said time will not be cumulative from one twelve month period to
another nor will pay in lieu of unused leave be provided. The Department Director shall, if
possible, grant approval of two (2) additional shifts in the event of a death that requires
extended travel.
JURY DUTY
If called for jury duty in a Municipal, Superior, or Federal Court, or for a Coroner’s Jury,
Employees covered by this Agreement shall remain in their regular pay status in
accordance with the City’s Administrative Policy on Jury Pay. All jury fees except mileage
reimbursement shall be returned to the City.
MILITARY LEAVE
All Employees covered by this Agreement shall be entitled to Military Leave as afforded
by Federal and State law but shall not receive any base salary pay while on such Leave.
HOLIDAYS
A. Effective July 1, 2022, employees shall receive 110 hours per year for the following
holidays off with pay: New Year’s Day; Martin Luther King, Jr.’s Birthday;
President’s Day; Cesar Chavez Day; Memorial Day; Juneteenth; Independence
Day; Labor Day; Veterans Day; Thanksgiving Day; Christmas Day.
B. When a holiday falls on a normal day off, Employees shall receive Holiday
Compensation Time. Employees covered by this Agreement may accrue up to
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100 hours of Holiday Compensation Time for those holidays in which
compensatory time is earned. However, when a holiday falls on a Sunday, it will
be observed on the following Monday. For all holidays that fall on a Friday or
Saturday, City Hall offices will be open regular hours on Monday and employees
will receive compensatory time. The City will provide a holiday schedule prior to
January 1 of each year.
C. All employees covered by this Resolution, will receive ten (10) hours of Holiday
Flex Time for the following purpose: these ten hours can only be used for either
Christmas Eve (December 24th) or New Year’s Eve (December 31st). The hours
may also be split into two days, using 5 hours each day (applies to Christmas Eve
and New Years’ Eve only). Taking into consideration the employee’s preference,
Department Directors will coordinate such leave to ensure there is adequate
coverage for the department.
RETIREMENT
A. Tier I. The City provides the PERS 2% at 55 Plan with one year final compensation
to current employees. The City paid the employee’s full 7% contribution to PERS
through December 31, 2012. The City reported to P.E.R.S. the value of the 7%
employer paid member contribution (EPMC) pursuant to the authority of
Government Code section 20023(c)(4).
Tier II. For new employees hired after July 2011 the PERS retirement benefit
formula shall be the 2% @ 60 plan, with retirement benefits calculated on one year
final compensation. This became effective once a new contract with PERS was
signed. The City paid the employee’s 7% contribution to PERS. The City reported
to P.E.R.S. the value of the 7% employer paid member contribution (EPMC)
pursuant to the authority of Government Code section 20023(c)(4).
Member contribution: Each employee in the bargaining unit shall pay the full seven
percent (7%) PERS member contribution by payroll deduction as follows:
1. Effective January 1, 2013, by 2.5%
2. Effective July 1, 2013, an additional 2.5% for a total of 5%.
3. Effective July 1, 2014, an additional 2% for a total of 7%.
4. The City shall adopt the necessary resolution so that such payments made
by the employees may be excluded from taxable income pursuant to section
414(h)(2) of the U.S. Internal Revenue Code.
Tier III. Employees hired on or after January 1, 2013, shall be subject to the Public
Employee Pension Reform Act, (“PEPRA”; Assembly Bill 340) including but not
limited to:
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1. 2% at 62 retirement formula for those who are “new members” as that
term is defined in AB 340.
2. Such new members shall pay to PERS by payroll deduction 50% of the
“normal cost” as defined in AB 340 or the then current contribution rate of
similarly situated employees, whichever is greater, as required by new
Government Code section 7522.30(c).
B. Effective November 1, 1995, the City shall commence reporting to PERS the value
of the Employer Paid Member Contribution (EPMC) pursuant to the authority of
Government Code.
C. The City amended its contract with PERS to offer the retirement formula known as
2% @ 55 effective January 1, 2001.
D. Employees who retire after July 1, 2006 and were hired before July 1, 2018 shall
be eligible, upon service retirement from the City, for a medical premium
supplement. Said supplement shall be in the following amount:
1. The City will contribute 5% of the health insurance premium for each year
of service with the City of Hermosa Beach up to the lesser of the single
person lowest costing HMO premium or $500 per month. A retiring
employee must have completed a minimum of ten (10) years of service with
the City of Hermosa Beach and be at least fifty-five (55) years of age to be
eligible for this benefit.
2. Said supplement shall commence with the first month following the
Employee’s service retirement in which the Employee is responsible for
payment of the insurance premium.
3. In order to be eligible for medical supplemental payments, an Employee
must either remain on a medical insurance plan offered by the City or
provide proof of coverage on a self-procured medical insurance plan.
4. Retirees who are eligible for a supplement but who are not covered on the
City’s insurance policy are still eligible to receive their supplement.
Payments will only be made when the retiree provides proof of coverage of
insurance and proof of the amount paid for said coverage. Proof of
coverage and the amount paid must be provided to the City within 60 days.
The City will not provide retroactive reimbursement for payments not
documented within 60 days of payment.
5. Any Employee receiving a benefit under this section agrees to apply for,
and enroll in, any Federal and/or State medical insurance plan (e.g.
Medicare, Medicaid) for which they become eligible.
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E. Employees who are hired after July 1, 2018 shall be eligible, upon service
retirement from the City at age sixty (60) with a minimum of twenty (20)
continuous City service, for a medical premium supplement. Said supplement
shall be paid as follows:
1. The City shall pay a $400.00 per month medical supplement that shall
commence with the first month following the Employee’s service retirement
in which the Employee is responsible for payment of the insurance
premium.
2. The City’s payments will end with the month in which the employee reached
the eligibility of Federal and/or State medical insurance plans (i.e.
Medicare), currently 65 years of age.
HEALTH AND WELFARE
A. The City will have full responsibility for all Health and Welfare programs enacted
or in force as of September 1, 1997.
B. The City shall make available for employees the following insurance plans:
Health, Dental, Long Term Disability, Vision and Psychological Health. Current
Health, Dental, Long Term Disability, Vision, Psychological Health, or their
equivalent, to remain in force during the term of this Resolution. City shall meet
and confer should there be a change in providers or a change in benefit level.
C. For life insurance, the City shall provide and pay the premiums for a Life Insurance
policy for each Employee, payable in an amount equal to the individual’s annual
salary upon such Employee’s death.
D. For long term disability insurance, the City will provide and pay the premiums for
Long Term Disability for each employee.
E. For medical/health insurance, for the benefit years beginning January 1, 2023 and
later, the City’s maximum contribution toward medical insurance for each
employee’s selected plan and level of coverage will be $1,875.39. Employees
choosing a medical insurance plan and/or coverage level with a monthly premium
that exceeds the City’s maximum contribution shall pay the difference by payroll
deduction.
F. An employee who demonstrates proof of medical insurance coverage available
through a spouse or domestic partner may receive a cash payment of $750.00 per
month in lieu of City provided coverage.
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G. For dental insurance, the City shall pay the monthly premium contribution for full
family PPO coverage for dental insurance, currently $226.30.
H. For psychological health, the City will continue to pay for full family coverage for
the benefit.
I. The full cost of the Vision Insurance shall be borne by the employee.
J. The City’s Short Term Disability Plan begins after a 30 day waiting period. The
maximum benefit is 66 2/3% of your earnings to a maximum of $1125 per week.
The City’s Long Term Disability Plan has a maximum benefit of $4500 per month
and begins after 90 days.
LONG TERM DISABILITY
A. An Employee utilizing the Short or Long Term Disability Plan shall not accrue
Vacation, Sick Leave, Holiday Pay or allowances after the 30th calendar day after
disability.
B. FAMILY AND MEDICAL CARE LEAVE
1. As required by State and Federal law, the City will provide Family and
Medical Care Leave for eligible Employees. The following provisions set
forth unit members’ rights and obligations with respect to such Leave.
Rights and obligations which are not specifically set forth below are set forth
in the Department of Labor regulations implementing the Federal Family
and Medical Leave Act of 1993 ”FMLA”), and the regulations of the
California Fair Employment and Housing Commission implementing the
California Family Rights Act (“CFRA”) (Government Code §12945.2).
Unless otherwise provided by this Article, “Leave” under this article shall
mean Leave pursuant to the FMLA and CFRA.
2. Eligible Employees are entitled to a total of 12 weeks of Leave during any
12-month period. An Employee’s entitlement to Leave for the birth or
placement of a child for adoption or foster care with the Employee expires
12 months after the birth or placement.
3. The 12-month period for calculating Leave entitlement will be a “rolling
period” measured backward from the date Leave is taken and continues
with each additional Leave day taken. Thus, whenever a member requests
Leave, the City will look back over the previous 12-month period to
determine how much Leave has been used in determining how much Leave
a member is entitled to.
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4. If an Employee uses Leave for any reason permitted under the law, he/she
may concurrently utilize all other accrued Leaves in connection with the
Leave. The utilization of other accrued Leaves will run concurrently with the
Leave.
5. Employees must fill out the following applicable forms in connection with
Leave under this article:
“Request for Family or Medical Leave”
“Certification of Physician or Practitioner”
“Fitness for Duty to Return from Leave”
6. The provision of Article 21 (A) shall apply regarding the accrual of Vacation,
Sick, Holiday Pay and allowances with the exception that seniority shall
continue to accrue during the period of FMLA leave.
DEFERRED COMPENSATION
A. Each Employee, individually, may elect to participate in the Deferred
Compensation Plans established and adopted by the City of Hermosa Beach.
B. Upon the first pay period after Council adoption of this Resolution, the City shall
match the employee’s contribution up a maximum of twenty-five dollars ($25) per
month.
LAYOFF
A. It is mutually agreed that whenever, in the judgment of the City Council, it becomes
necessary to abolish a position in the interest of economy or because the necessity
for the position no longer exists, the City Council may abolish any position or
employment in the competitive service and the personnel officer shall layoff,
demote or transfer Employees thereby affected.
B. The criterion used in determining the order of separation shall be seniority,
pursuant to the Municipal Code, Chapter 2.76 – Civil Service.
C. The City will endeavor to provide each affected Employee as much notice as
possible, with a minimum thirty (30) day advance notice to each affected
Employee.
REDUCTION IN LIEU OF LAYOFF
An Employee whose position is abolished shall be governed by Municipal code 2.76.200
– Civil Service.
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SELECTION OF INDUSTRIAL ACCIDENT DOCTOR OR MEDICAL FACILITY AND
CONTINUATION OF HEALTH BENEFITS
A. It is understood that the City will provide medical facilities to be used for industrial
accidents or illness. However, in the event an Employee covered by this
Agreement wishes to grieve the City’s selection, the City will give due
consideration to the facts presented and may select a new facility.
B. An Employee who suffers an injury-on-duty will continue to have payment of the
City portion of all Health Insurance premiums paid for a period of seven (7) full
months commencing with the month in which the injury occurred.
C. Nothing herein shall prevent an Employee from utilizing their accrued time in lieu
of receiving temporary disability payments under the provisions of the Workers’
Compensation laws of the State of California.
GRIEVANCES/APPEAL OF DISCIPLINE
This Grievance Procedure shall be used to resolve disputes arising from any allegation
that the City has violated the terms of this Resolution.
A. The complaint shall be presented in writing to the Department Director. The
Director shall have five (5) working days of receipt of the complaint to resolve the
issue or respond to it in writing stating the reasons for the failure to resolve it.
B. If not resolved, the complaint shall be presented in writing to the City Manager.
The City Manager shall have five (5) working days of receipt of the complaint to
resolve the issue or respond to it in writing stating the reasons for the failure to
resolve it. C. If disciplinary actions concerning dismissals, suspensions, reduction
in pay, etc. are not resolved, further action is pursuant to Municipal Code, Section
2.76 – Civil Service.
C. Grievances regarding the provisions contained within this resolution, with the
exception of disciplinary actions, not settled following the City Manager’s
determination and that either party desires to contest further, may be submitted to
arbitration as provided in this article provided however that said Request for
Arbitration shall be made within twenty (20) calendar days of the City Manager’s
determination
D. As soon as possible and in any event not later than fourteen (14) calendar days
after either party received written notice from the other of the desire to arbitrate,
the parties shall agree upon an arbitrator. If no Agreement is reached within said
fourteen (14) calendar days, an arbitrator shall be selected from a list of seven (7)
arbitrators submitted by the Federal Mediation and Conciliation Service by
alternate striking of names until one name remains. The party who strikes the first
name from the panel shall be determined by lot.
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E. Either the City or the Employee may call any employee as a witness, and the City
agrees to release said witness from work if he/she is on duty.
F. The arbitrator shall have no power to alter, amend, change, add to or subtract from
any of the terms of this resolution. The decision of the arbitrator shall be based
solely upon the evidence and arguments presented to him by the respective parties
in the presence of each other.
G. The decision of the arbitrator within the limits herein prescribed shall be advisory
only.
H. The arbitrator may hear and determine only one grievance at a time without the
express agreement of the City and employee. The parties shall share equally the
expense of the cost of the arbitration, with the exception of counsel's fees.
OUT OF CLASS PAY
Employees covered by this Agreement who are temporarily assigned to a higher
classification because of emergency conditions, Sick Leave, Vacation and/or vacancy
shall receive the higher rate of pay commencing with the eleventh (11th) consecutive day
of such assignment.
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