HomeMy WebLinkAboutRES-26-7533 (SALARY AND BENEFITS)Page 1 of 15 RES-26-7533
CITY OF HERMOSA BEACH
RESOLUTION NO. RES-26-7533
A RESOLUON OF THE CITY COUNCIL OF THE CITY OF HERMOSA BEACH, CALIFORNIA, APPROVING AN AMENDMENT TO THE SALARY AND BENEFITS FOR UNPRESENTED CLASSIFICATIONS
WHEREAS, the City of Hermosa Beach reclassified the position of Risk
Management Analyst to Risk Program Manager;
WHEREAS, this position is part of the unrepresented employee group; and,
WHEREAS, the salary range for the position of Risk Program Manager
was also set accordingly.
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 approves an
amendment to the Salary and Benefits for Unrepresented Classifications to align
with the aforementioned reclassification of the Risk Management Analyst position
to Risk Program Manager.
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 13th day of January 2026.
Mayor Rob Saemann
PRESIDENT of the City Council and MAYOR of the City of Hermosa Beach, CA
ATTEST: APPROVED AS TO FORM:
______________________________ ________________________________
Reanna Guzman Jason Baltimore
Interim City Clerk Interim City Attorney
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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 PROGRAM MANAGER, FINANCE MANAGER, AND
EXECUTIVE ASSISTANT TO THE CITY MANAGER
NON-DISCRIMINATION
The City and the employees covered by this Resolution agree not to discriminate
against any employee or applicant because of hair texture and protective
hairstyles (such as braids, locks, and twists), color, religious creed (including
religious dress and religious grooming practices), national origin, ancestry,
citizenship status, age (40 years and older), sex (including pregnancy, perceived
pregnancy, childbirth, breastfeeding, or related medical conditions), gender,
gender identity and expression (including transgender identity and expression),
because an individual has transitioned (to live as the gender with which they
identify), is transitioning (or is perceived to be transitioning), sexual orientation, sex
stereotyping, marital status, domestic partner status, military service and veteran
status, physical and/or mental disability (including HIV and AIDS), legally
protected medical condition or information (including genetic information),
protected medical leaves (requesting or approved), status as a victim of
domestic violence, sexual assault, or stalking, enrollment in a public assistance
program, their intersectionality of protected characteristics, or activity or any
other basis protected by local, state, or federal laws. political affiliation, race,
religion, color, sex, age, marital status, national origin, or handicap, and with
proper regard for their privacy and constitutional rights as citizens. Additionally,
the City expects and requires all employees to treat one another with dignity and
respect. Harassment of other employees is a violation of law. No employment
decision may be made based upon an employee’s submission to or rejection of
such conduct. It is the responsibility of any employee who believes that they are
the victim of such harassment to report the conduct to the supervisor,
Department Director, Human Resources Manager or the City Manager in a timely
manner
WAGES
A.The salary table attached to this Report as Exhibit A shall be revised by
increasing each amount as follows:
1.Effective July 1, 2025, the salary table shall be adjusted to bring all
positions that are below market to median as determined by the 2025
Reward Strategy Group Salary Survey Results report as identified in the
report.
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2. Effective July 1, 2025, and after the implementation of median
adjustments, where applicable, the salary table for all classifications will
be increased by an additional three percent (3%).
3. Effective July 1, 2026, and after the implementation of median
adjustments, where applicable, the salary table for all classifications
shall be increased by three percent (3%).
4. Effective July 1, 2027, and after the implementation of median
adjustments, where applicable, the salary table for all classifications
shall be increased by three percent (3%).
STEP INCREASES
Salary steps for all classifications are “1” through “5”, each step to be one (1) year
apart. Step increases shall be effective at the beginning of the next pay period
following the anniversary of their date of hire (1st or 16th of the month). To be
eligible for a step increase, an employee must receive an overall evaluation of
“meeting expectations” or better.
Generally, initial appointments shall be made at the "1” step. Upon the
recommendation of the Department Director, and approval by the City
Manager, an appointment may be made at a higher step.
MERIT PAY
A. The employees covered by this Resolution are eligible to receive Merit Pay for
superior performance. Said bonus pay will be up to a maximum of +5% of the
monthly base pay for six-month (bi-annual) increments. The two bi-annual
periods are July 1 – December 31 and January 1 – June 30.
B. 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.
C. The scale is as follows:
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• 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
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.
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 fifty dollars ($50) per
month.
EDUCATIONAL ALLOWANCE
A. City agrees that employees who desire to enroll in training, certification
programs, 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.
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B. Employees who attend a non-CSU campus will receive up to the average
tuition rate of CSULB, CSUDH & CSULA. Employees may be reimbursed for
the renewal of certifications and/or professional licenses that are job-
related, subject to the approval of Human Resources and the City
Manager.
C. Advancement of tuition shall be on a pro-rated basis depending upon the
number of hours an employee covered by this Resolution is normally
scheduled to work (i.e. full time @ 100% reimbursement, up to CSU rates;
half time @ 50% reimbursement, etc.).
EDUCATION INCENTIVE
A. Employees covered by this Resolution who obtain a master’s degree in public
administration, or a related field, shall receive additional compensation of
$400 per month. An employee shall only be eligible for one master’s degree
incentive, regardless of the number of master’s degrees the employee
possesses.
B. Employees covered by this Resolution who possess an accredited professional
certification related to their position with the City shall receive additional
compensation of $350 per month, subject to approval of the City Manager.
An employee shall only be eligible for one certification incentive, regardless of
the number of professional certifications the employee possesses.
ACTING 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 after eighty (80)
consecutive hours of such assignment. Employee shall be placed on a step in
the salary range of the position in which they are temporarily assigned that
provides at least a 10% increase to their current salary.
A. The parties understand that these amounts shall be reported to PERS as
compensation and shall be “PERSable.”
B. In accordance with Gov. Code Section 20480, if an employee is placed in an
Acting position that is vacant as a result of a vacancy, the hours worked by
the employee shall be reported to PERS and shall not exceed 960 hours in a
fiscal year.
ADDITIONAL DUTIES PAY
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When an employee is officially determined by their Department Director and the
City Manager to be temporarily performing additional duties outside of their
classification, such employee shall be eligible for Additional Duties Pay of $400 per
month. Eligibility for the additional pay shall commence after 80 consecutive
hours of such assignment. An employee is eligible for Additional Duties Pay for six
(6) months or until they are no longer performing the duties. If the employee is still
performing the duties after six (6), the City shall make every effort to reassign the
additional duties to another eligible employee.
Any employee receiving Acting Pay shall not be eligible for Additional Duties Pay.
BILINGUAL PAY
A. The City agrees to pay a monthly premium of $100 per month to full-time
employees who have demonstrated proficiency/fluency in a second
language which has been demonstrated to be of value to the City in providing
customer service. This compensation will be paid to employees who are
routinely and consistently assigned to positions requiring communication skills
in languages other than English. This amount shall be reported to PERS as
compensation and shall be “PERSable.”
B. An employee receiving Bilingual Skill Premium will be called upon to assist in
any department within the City on an “as needed basis” to provide
interpretation services. Individuals receiving a Bilingual Skill Premium may
periodically be subject to call-out or be required to work in excess of their
regular schedule.
C. Employees with bilingual ability will be tested for oral skill in the designated
language through an examination process as determined by the Human
Resources Manager. Applicants must successfully pass the examination to be
eligible for Bilingual Skill Premium.
VACATION
A. It is agreed that the unrepresented classifications covered by this Resolution
shall accrue vacation as follows commencing with the start of the service year:
Years of Service Accrued Per Year
1st – 3rd Years 80 Hours
4th – 5th Years 96 Hours
6th – 9th Years 120 Hours
10th – 13th Years 144 Hours
14th – 17th Years 168 Hours
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18th Year 192 Hours
B. Employees may use (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.
EXEMPTION FROM THE FLSA
The classifications covered by this Resolution 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.
MANAGEMENT LEAVE
Employees covered by this Resolution shall receive eighty (80) hours of
Management Leave each calendar year. Management 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. 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.
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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
Office, 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
Resolution, 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 accrued sick leave during their
probationary period.
BEREAVEMENT LEAVE
A. Each employee covered by this Resolution shall receive a maximum of forty
(40) paid hours per occurrence to be utilized for Bereavement Leave because
of a death in their immediate family.
B. Immediate family for the purposes of this section shall be defined as: domestic
partner, father; mother; father-in-law; mother-in-law; brother; sister; spouse;
child, stepchild. stepfather, stepmother, grandparent, grandchild or legal
dependent. Employees may pre-designate and substitute other Members
defined as “immediate family.” The intent of this provision is not to expand the
number of persons included in the definition of “immediate family” or to
increase paid leave opportunities, but rather to recognize variation in family
structure (e.g. stepmother for mother).
C. Bereavement Leave shall be taken within twelve (12) months of the death and
does not need to be consecutive nor will pay in lieu of unused leave for
bereavement be provided.
D. One (1) additional unpaid shift shall be granted to the employee upon
request.
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JURY DUTY
If called for jury duty in a Municipal, Superior, or Federal Court, or for a Coroner’s
Jury, employees covered by this Resolution 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 Resolution 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, except as required by law.
HOLIDAYS
A. Employees shall receive 120 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; half-day (5 hours) Christmas Eve;
Christmas Day half-day New Year’s Eve (five hours).
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 1st of each year.
RETIREMENT
A. Tier I. The City provides the PERS 2% at 55 Plan with one year final compensation
to employees hired before July 1, 2011.
Member Contribution: Each employee in this Tier shall pay the full seven
percent (7%) PERS member contribution
B. Tier II. For new employees hired after July 1, 2011, the PERS retirement benefit
formula shall be the 2% @ 60 plan, with retirement benefits calculated on one
year final compensation.
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Member Contribution: Each employee in this Tier shall pay the full seven
percent (7%) PERS member contribution
C. 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).
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 by
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.
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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.
6. The City’s payments will end with the month in which the employee
reaches the eligibility of Federal and/or State medical insurance plans
(i.e. Medicare), currently 65 years of age.
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 reaches
the eligibility of Federal and/or State medical insurance plans (i.e.
Medicare), currently 65 years of age.
HEALTH AND WELFARE
A. The City agrees to establish and maintain a Cafeteria Plan in accordance with
the provisions of Section 125 of the Internal Revenue Code. The purpose of the
Plan is to allow eligible employees to elect to pay for qualified benefits on a
pre-tax basis, to the extent permitted by law.
The Cafeteria Plan shall permit pre-tax deductions for the following qualified
benefits, subject to IRS regulations and plan design:
1. Health insurance premiums (including medical, dental, and vision
coverage).
2. Health Flexible Spending Accounts (FSA).
3. Dependent Care Assistance Plans (DCAP).
4. Any other qualified benefit permitted under Section 125 and approved
by the City.
B. The City shall make available for employees the following insurance plans:
Health, Dental, Short and Long-Term Disability, Vision and Psychological
Health. Current Health, Dental, Short and Long-Term Disability, Vision,
Psychological Health, or their equivalent, to remain in force during the term of
this Resolution.
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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 disability insurance, the City will provide and pay the premiums for Short
and Long Term Disability for each employee.
E. For medical/health insurance, 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 pre-tax 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.
1. An employee who receives cash in-lieu of selecting a health insurance
plan shall have the amount reported as earned income for tax purposes
but shall not be deemed earned income for retirement purposes. It is the
understanding of the parties that dollars distributed to the employee as
cash in this manner shall not be construed as earned income for PERS
purposes.
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.
1. During the Term of this MOU, the City intends to review its dental and
vision providers for the purpose of providing quality care for a
reasonable price. If the City changes providers and the cost of the
dental premium is reduced by at least 20%, the City will bear the cost of
lowest cost vision plan for the employee + 2 or more dependents.
SHORT AND LONG TERM DISABILITY
A. The City’s Short and Long-Term Disability (STD) Insurance Plan begins after a 7-
day waiting period. The maximum benefit is 66 2/3% of earnings up to a
maximum of $1,698 per week. The City’s Long Term Disability Insurance Plan
provides 66 2/3% of earnings has a maximum benefit of $9,000 per month and
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begins after 90 days of disability or the date STD benefits end, whichever is
later.
B. Employees are eligible to coordinate their Short and Long-Term Disability
Insurance with paid compensated time-off work to be paid up to 100% of
regular take-home pay.
C. 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.
FAMILY AND MEDICAL CARE LEAVE
As required by State and Federal law, the City will provide Family and Medical
Care Leave for eligible employees. The City maintains a FMLA/CFRA/PDL
procedure which governs Family and Medical Care Leave, which is provided to
all employees at the start of their employment and on the City’s Intranet site
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 City
Manager shall layoff, demote or transfer employees thereby affected.
B. The criterion used in determining the order of separation shall be seniority,
pursuant to the Personnel Rules and Regulations, Rule XXXII.
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.
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.
C. Grievances regarding the provisions contained within this resolution 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 State or 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.
I. Appeals of Discipline equivalent to a suspension of four (4) days or less shall be
governed by the provisions of Article 57. Appeals of discipline equivalent to
five (5) days or more are governed by Article XXX of the City of Hermosa Beach
Personnel Rules and Regulations.
INDUSTRIAL INJURY OR ILLNESS
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A.It is understood that the City will provide medical facilities to be used for
industrial accidents or illness.
B.Employees will be seen and treated by medical professionals that are part of
the Medical Provider Network, unless an employee has pre-designated a
physician,
C.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.
D.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.
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State of California )
County of Los Angeles ) ss
) City of Hermosa Beach
January 26, 2026
Certification of Council Action
RESOLUTION NO. RES-26-7533
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HERMOSA
BEACH, CALIFORNIA, APPROVING AN AMENDMENT TO THE SALARY
AND BENEFITS FOR UNPRESENTED CLASSIFICATIONS
I, Reanna Guzman, Interim City Clerk of the City of Hermosa Beach, do
hereby certify that the above and foregoing Resolution No. RES-26-7533 was duly
approved and adopted by the City Council of said City at its regular meeting
thereof held on the 13th day of January 2026, and passed by the following vote:
AYES:
NOES:
MAYOR SAEMANN, MAYOR PRO TEMPORE DETOY, and COUNCILMEMBERS,
JACKSON, KEEGAN, and FRANCOIS
NONE
ABSTAIN: NONE
ABSENT: NONE
________________________________
Reanna Guzman
Interim City Clerk
Docusign Envelope ID: B20E5EEC-FCE3-4D63-84AD-C1D28161C8AD