HomeMy WebLinkAboutRES-24-7456 (SALARY AND BENEFITS)Page 1 of 1 RES-24-7456
CITY OF HERMOSA BEACH
RESOLUTION NO. RES-24-7456
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
September 10, 2024.
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 amended salary and benefits for unrepresented classifications as
outlined in the attached “Exhibit A” effective September 10, 2024.
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 10th day of September, 2024.
Mayor Dean Francois
PRESIDENT of the City Council and MAYOR of the City of Hermosa Beach, CA
ATTEST: APPROVED AS TO FORM:
________________________________ ________________________________
Myra Maravilla, Patrick Donegan,
City Clerk City Attorney
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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 MANAGER, HUMAN
RESOURCES ANALYST, RISK MANAGEMENT ANALYST, FINANCE MANAGER, 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.
Executive Assistant to the City
Manager $6,974 $7,323 $7,689 $8,073 $8,477
• Year 2: July 1, 2023 – June 30, 2024: Effective July 1, 2023 the base monthly
salary shall be adjusted by 3% for all classifications.
Executive Assistant to the City
Manager $7,183 $7,542 $7,919 $8,315 $8,731
• Year 3: July 1, 2024 – June 30, 2025: Effective July 1, 2024, the base
monthly salary shall be adjusted by 3% for all classifications.
Executive Assistant to the City
Manager $7,399 $7,769 $8,157 $8,565 $8,993
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Human Resources Manager $12,143 $12,750 $13,388 $14,057 N/A
Finance Manager $9,916 $10,412 $10,933 $11,480 $12,054
• Step increase is dependent upon employee receiving an overall
performance evaluation of being fully qualified.
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
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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:
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
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EXEMPTIONS FROM THE FLSA
A. The following classifications have been determined to be exempt from
overtime as defined in the Fair Labor Standards Act (FLSA) and as FLSA
applies to public agency employees. As such, these classifications shall not
be eligible to accrue compensatory time or be paid overtime.
Human Resources Manager
Finance Manager
B. Administrative Leave: Employees in the exempt classifications listed above
shall receive seventy (70) hours of additional Administrative Leave each
calendar year in addition to flex time for extraordinary assignments, fixed
holidays, vacation, and Bereavement Leave. Administrative Leave does
not accumulate or carry over; it must be used each year. Said leave shall
have no monetary value and shall be prorated for partial years’ service
upon initial appointment.
SICK LEAVE
A. Effective July 1, 2022, employees shall accrue sick leave at the rate of ten
(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.
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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 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 five (5) 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,
stepchildren 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.
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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 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).
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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:
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.
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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.
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:
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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
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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.
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.
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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.
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.
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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. 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.
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.
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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. Employees shall receive a 10%
premium pay as compensation for performing the duties.
MERIT PAY
The following Unrepresented Employees will be eligible to receive Merit Pay for
superior performance: Finance Manager and Human Resources Manager. Said
bonus pay will be up to a maximum of +5% of base monthly pay payable for six-
month (bi-annual) increments. The two bi-annual periods are July 1 – December
31 and January 1 – June 30.
In order for an employee to receive Merit Pay, the Department Director and
employee shall agree to specific goals to achieve for each bi-annual period. At
the end of the reporting period, the employee shall provide a detailed outline of
the goals that have been met. Based on this documentation, the Director shall
determine if the employee is eligible for the Merit Pay, either in full (5%) or a lesser
amount. Achieving any of the goals equates to performance over and above
standard performance and is recognized as superior performance as it relates to
these goals. The Bonus Pay will be included in the pay period following the period
that is being evaluated provided that the detailed outline of goals met is received
in a timely manner. The parties understand that bonus pay in these amounts is
reportable to the California Public Employees Retirement System (CalPERS) as
employee compensation and thus be “PERSable” to the extent permissible by
law.
5% Superior Performance Bonus (employee met nearly 100% of the goals)
4% Superior Performance Bonus (employee met at least 80% of the goals)
3% Superior Performance Bonus (employee met at least 60% of the goals)
2% Superior Performance Bonus (employee met at least 40% of the goals)
1% Superior Performance Bonus (employee met at least 20% of the goals)
The Performance Bonus may be prorated if an employee voluntarily leaves the
City before the end of the rating period or becomes a member of the
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Unrepresented Group after the start of the rating period. Prorating the
Performance Bonus is at the discretion of the City Manager.
For salary comparison purposes, base salary shall be increased by 3.75% (75% of
maximum Bonus Pay) to adjust for Bonus Pay eligibility for those classes eligible.
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State of California )
County of Los Angeles ) ss
) City of Hermosa Beach
September 18, 2024
Certification of Council Action
RESOLUTION NO. RES-24-7456
A 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 No. RES-24-7456 was duly approved and
adopted by the City Council of said City at its regular meeting thereof held
on the 10th day of September, 2024 and passed by the following vote:
AYES: MAYOR FRANCOIS, MAYOR PRO TEMPORE SAEMANN,
COUNCILMEMBERS DETOY, JACKSON AND MASSEY
NOES: NONE
ABSTAIN: NONE
ABSENT: NONE
________________________________
Myra Maravilla,
City Clerk
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