PASSED, APPROVED, AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF BELLFLOWER THIS 10th DAY OF NOVEMBER 2025.
________________________________
Ray Dunton, Mayor
ATTEST:
________________________________
Mayra Ochiqui, City Clerk
APPROVED AS TO FORM:
Karl H. Berger, City Attorney
____________________________________
Justin A. Tamayo, Assistant City Attorney
-4-
Program Requirements
Have you prohibited the siting of a supermarket site?
No
Have you caused a supermarket to close its business?
Have you adopted a land use policy that restricts or prohibits the siting of a supermarket site within your jurisdiction? No
No
No
Yes, I Accept
1. Community outreach and education.
2. Elementary school outreach - 5th grade presentations.
3. Printed materials - calendar and supporting documents for artwork contest.
4. Program implementation and reporting.
5. Recycling bins and water refill stations.
3) Are you currently participating in mediation mandated by AB 506 ? Have you attempted to initiate such mediation or have you declared a fiscal emergency within the last 12 months? Note: The answer is for informational purposes and will not be used to determine eligibility for payment funding.
1) PRC 14581 (a)(3)(B)
5) These funds shall not be used for activities unrelated to beverage container recycling or litter reduction, Public Resources Code 14581 (a)(3)(C). Applicant acknowledges that submittal of this Funding Request constitutes acceptance of all provisions contained in the Application Guidelines and Instructions FY2025-26 . 2) PRC 14581 (a)(3)(F) (Supermarket sites refer to certified recycling centers at supermarkets (PRC 14526.6)) Project Description:
4) California Labor Code section 1782 prohibits a charter city from receiving state funding or financial assistance for construction projects if that charter city does not comply with Labor Code sections 1770-1782. If any applicants or participating jurisdictions are charter cities, the lead applicant must certify that Labor Code section 1782 does not prohibit any included charter city from receiving state funds for the project described in this Funding Request. If it is determined after award that a participating jurisdiction is a charter city prohibited from receiving state funds for this project, the agreement will be terminated and any disbursed program funds shall be returned to CalRecycle. If any applicant or participating jurisdiction is a charter city , does Labor Code section 1782 prohibit those charter cities from receiving state funding for the project described in this Funding Request? Check the following, as applicable.
Not Applicable, This Funding Request does not include any charter cities.
Contacts
Name Contact Type Title Phone Email
Mr. Ryan Smoot Signature Authority City Manager (562) 804-1424 x2233 [email protected]
Ms. Melanie Paz Primary (Funding
Request)
Management
Analyst II
(562) 804-1424
x2283 [email protected]
Ms. Michelle Nicholls Secondary Consultant (562) 285-7326 [email protected] Addresses
Address Address Type County
16600 Civic Center Drive
Bellflower, 90706 Physical, Payment, Mailing Los Angeles FY 2025-26 19,213Eligible Funds ($):Funding Request Cycle:IndividualType:
Bellflower
City/County Annual Payment and Reporting System
Funding Request Certification
Beverage Container Recycling City/County Payment Program Printed: 10/20/2025BellflowerPage 1 of 2
Documents
Document Type Date Title
Resolution 11/22/2021 Resolution 21-65
Activity Expenditures
Current Activity Group Current Activity Item Budgeted Funds ($) Beverage Container Collection
Programs
Recycling Bins
Water Refill Stations 4,213
Recycling Education
Schools - Elementary
General Public
Recycling Guides / Booklets / Brochures
Assemblies / Shows
5,000
Personnel Program Administrator
Contractor / Consultant 10,000
Total:19,213
Penalty of Perjury Statement:
X
Signature of Signature Authority (as authorized in Resolution) or Authorized Designee (as authorized in Letter of Designation) Date
Print Name Print Title
IMPORTANT! Recipient must print out this page, obtain signature of Signature Authority, upload signed document to the City/County Annual Payment and Reporting System, and retain the original document in the Recipient's cycle file. “I certify under penalty of perjury, under the laws of the State of California that I am authorized to sign this Funding Request on behalf of Recipient, that I have read the City/County Payment Program Guidelines and that to the best of my knowledge and belief that information provided in this Funding Request is true and correct.” City/County Annual Payment and Reporting System
Funding Request Certification
Beverage Container Recycling City/County Payment Program Printed: 10/20/2025BellflowerPage 2 of 2
TO: Honorable Mayor and Members of the City Council
ATTENTION: Ryan Smoot, City Manager
FROM: Dana Hang, Human Resources and Risk Manager
SUBJECT: Consideration and possible action to adopt 1) Resolution No. 25-43 – A Resolution fixing the employer contribution at an equal amount for employees and annuitants under the Public Employees ’ Medical and Hospital Care Act (Government Code § 22892); and
2) Resolution No. 25-44 – A Resolution fixing the Employer Contribution for public agency vesting under the Public Employees’ Medical and Hospital Care Act (Government Code § 22893).
DATE: November 10, 2025
EXECUTIVE SUMMARY
Following labor negotiations, the City Council approved an increase to the maximum contribution paid by the City to its employees’ medical benefit plans. The City’s monthly medical contribution of $2,075 is effective January 1, 2026. These two resolutions are required by CalPERS to implement this increase for both the vesting and non -vesting groups of employees.
RECOMMENDATION TO CITY COUNCIL
1) Adopt Resolution Nos. 25-43 and 25-44; or
2) Alternatively, discuss and take other action related to these items.
FISCAL IMPACT
The estimated additional cost of increasing the medical insurance premium cap to the amounts approved by various employee groups is approximately $45,000 for fiscal year 2025-26 and $172,000 for fiscal year 2026-27. These figures also account for increases from medical opt-out earnings and related taxes.
BACKGROUND
The City offers medical coverage through CalPERS for all full-time employees. The City pays up to the maximum contribution for each employee. The maximum contribution for 2025 is $1,925 per month. During the City’s most recent labor negotiations, the City Council agreed to increase the maximum contribution amount from $1,925 per month to $2,075 per month for both vesting and non-vesting employees, effective January 1, 2026.
14-F
Staff Report – CalPERS Medical Contribution
November 10, 2025
BACKGROUND – Continued
In order to amend the City’s existing agreement with CalPERS to reflect this increase, CalPERS regulations require contracting agencies participating in the Health Plan under PEMHCA to submit a change resolution approved by the City Council. The first resolution changes the contribution for all active employees, while the second resolution changes the contribution for retirees hired after the implementation of the retiree medical vesting schedule in 2004.
ATTACHMENTS:
Resolution No. 25-43....................................................................................................... 3 Resolution No. 25-44....................................................................................................... 5
CITY OF BELLFLOWER
RESOLUTION NO. 25-43
A RESOLUTION FIXING THE EMPLOYER CONTRIBUTION
AT AN EQUAL AMOUNT FOR EMPLOYEES AND
ANNUITANTS UNDER THE PUBLIC EMPLOYEES’ MEDICAL
AND HOSPITAL CARE ACT (GOVERNMENT CODE § 22892)
THE CITY COUNCIL DOES RESOLVE AS FOLLOWS:
SECTION 1. The City Council finds:
A. The City of Bellflower is a contracting agency under Government Code § 22920 and subject to the Public Employees’ Medical and Hospital Care Act (the “Act”);
B. Government Code § 22892(a) provides that a contracting agency subject to the Act shall fix the amount of the employer contribution by resolution; and
C. Government Code § 22892(b) provides that the employer contribution must be an equal amount for both employees and annuitants, but may not be less than the amount prescribed by § 22892(b) of the Act.
SECTION 2. The employer contribution for each employee or annuitant is the amount necessary to pay the full cost of his/her enrollment, including the enrollment of family members, in a health benefits plan up, to a maximum of $2,075.00 per month effective January 1, 2026, plus administrative fees and Contingency Reserve Fund assessments.
SECTION 3. The City of Bellflower has fully complied with any and all applicable provisions of Government Code § 7507 in electing the benefits set forth above.
SECTION 4. The participation of the employees and annuitants of the City of Bellflower are subject to determination of its status as an “agency or instrumentality of the state or political subdivision of a State” that is eligible to participate in a governmental plan within the meaning of Internal Revenue Code § 414(d), upon publication of final Regulations pursuant to such Section. If it is determined that the City of Bellflower would not qualify as an agency or instrumentality of the state or political s ubdivision of a State under such final Regulations, California Public Employees’ Retirement System may be obligated, and reserves the right to terminate the health coverage of all participants of the employer.
SECTION 5. The City Council appoints and directs the Human Resources and Risk Manager to file with the Board a verified copy of this resolution, and to perform on behalf of the City of Bellflower all functions required of it under the Act.
SECTION 6. Electronic Signatures. This Resolution may be executed with electronic signatures in accordance with Government Code §16.5. Such electronic signatures will be treated in all respects as having the same effect as an original signature .
City of Bellflower
Resolution No. 25-43
SECTION 7. The Mayor, or presiding officer, is authorized to affix their signature to this Resolution signifying its adoption by the City Council of the City of Bellflower, and the City Clerk, or her duly appointed deputy, is directed to attest.
SECTION 8. This Resolution will become effective on January 1, 2026.
PASSED, APPROVED, AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF BELLFLOWER THIS 10TH DAY OF NOVEMBER 2025.
__________________________________
Ray Dunton, Mayor
ATTEST:
______________________________
Mayra Ochiqui, City Clerk
APPROVED AS TO FORM:
Karl H. Berger, City Attorney
By:_________________________________
Justin A. Tamayo, Assistant City Attorney
CITY OF BELLFLOWER
RESOLUTION NO. 25-44
A RESOLUTION FIXING THE EMPLOYER CONTRIBUTION
FOR PUBLIC AGENCY VESTING UNDER THE PUBLIC
EMPLOYEES’ MEDICAL AND HOSPITAL CARE ACT
(GOVERNMENT CODE § 22893)
THE CITY COUNCIL RESOLVES AS FOLLOWS:
SECTION 1. The City Council finds:
A. The City of Bellflower is a contracting agency under Government Code § 22920 and subject to the Public Employees’ Medical and Hospital Care Act (the “Act”); and
B. The City of Bellflower has filed a resolution with the Board of the California Public Employees’ Retirement System to provide a postretirement health benefits vesting requirement to employees who retire for service in accordance with Government Code § 22893.
SECTION 2. The employer contribution for each annuitant subject to vesting is the amount necessary to pay the cost of his/her enrollment, including the enrollment of family members, in a health benefit s plan up to a maximum of $2,075.00 per month effective January 1, 2026, but not less than the amounts prescribed by Government Code § 22893(a)(1), plus administrative fees and Contingency Reserve Fund Assessments.
SECTION 3. The City of Bellflower has fully complied with any and all applicable provisions of Government Code § 7507 in electing the benefits set forth above.
SECTION 4. The participation of the employees and annuitants of the City of Bellflower are subject to determination of its status as an “agency or instrumentality of the state or political subdivision of a State” that is eligible to participate in a governmental plan within the meaning of Internal Revenue Code § 414(d), upon publication of final Regulations pursuant to such Section. If it is determined that the City of Bellflower would not qualify as an agency or instrumentality of the state or political subdivision of a State under such final Regulations, the California Public Employees’ Retirement System may be obligated, and reserves the right to terminate the health coverage of all participants of the employer.
SECTION 5. That the City Council appoint and direct the Human Resources and Risk Manager to file with the Board a verified copy of this resolution, and to perform on behalf of the City of Bellflower all functions required of it under the Act.
SECTION 6. Electronic Signatures. This Resolution may be executed with electronic signatures in accordance with Government Code §16.5. Such electronic signatures will be treated in all respects as having the same effect as an original signature .
City of Bellflower
Resolution No. 25-44
SECTION 7. The Mayor, or presiding officer, is authorized to affix their signature to this Resolution signifying its adoption by the City Council of the City of Bellflower, and the City Clerk, or her duly appointed deputy, is directed to attest.
SECTION 8. This Resolution will become effective January 1, 2026.
PASSED, APPROVED, AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF BELLFLOWER THIS 10TH DAY OF NOVEMBER 2025.
________________________________
Ray Dunton, Mayor
ATTEST:
______________________________
Mayra Ochiqui, City Clerk
APPROVED AS TO FORM:
Karl H. Berger, City Attorney
By:______________________________
Justin A. Tamayo, Assistant City Attorney
14-G
TO: Honorable Mayor and Members of the City Council
ATTENTION: Ryan Smoot, City Manager
FROM: Dana Hang, Human Resources and Risk Manager
SUBJECT: Consideration and possible action to adopt Resolution No. 25-45 – A Resolution fixing the salary rates and benefits for unrepresented employees, and superseding Resolution No. 23-32; and authorizing the City Manager to implement that Plan as appropriate .
DATE: November 10, 2025
EXECUTIVE SUMMARY
The City historically prepares a two -year Resolution for Unrepresented Employees to parallel the MOU’s for represented employees. The Resolution for Unrepresented Employees for fiscal years 2025-26 and 2026-27 is now complete.
RECOMMENDATION TO CITY COUNCIL
1) Adopt Resolution No. 25-45, with benefits for the Unrepresented Employees, and superseding Resolution No. 23-32; and
2) Authorize the City Manager to implement that Plan as soon as appropriate; or
3) Alternatively, discuss and take other action related to this item.
FISCAL IMPACT
The total payroll cost for all full-time unrepresented employees including the implementation of compensation and benefit adjustments and related taxes is approximately $3.3 million over the next two fiscal years 2025-26 and 2026-27.
The costs to implement any salary survey adjustments for unrepresented part-time positions tied to full-time classifications, as well as increases resulting from the minimum wage adjustment, including taxes, are adequately budgeted within the total unrepresented part-time employees budget, which totals $1.9 million and $2.2 million in FY 2025-26 and FY 2026-27, respectively.
The minimum wage will increase from $16.50 to $16.90 effective January 1, 2026. The proposed resolution adjusts ranges 54 and 123 of the salary table to ensure compliance with the new minimum wage. Range 54 is a single -step range, while range 123 is a five-step range, with Step A equal to the minimum wage and each consecutive step 5% higher than the previous step.
ATTACHMENT:
Resolution No. 25-45....................................................................................................... 2
CITY OF BELLFLOWER
RESOLUTION NO. 25-45
A RESOLUTION FIXING THE SALARY RATES AND BENEFITS
FOR UNREPRESENTED EMPLOYEES, AND SUPERSEDING
RESOLUTION NO. 23-32
THE CITY COUNCIL RESOLVES AS FOLLOWS:
SECTION 1. Unrepresented Employees. The following employees are not represented by any bargaining unit (“Unrepresented Employees”) and are subject to this Resolution:
Full Time Positions – Executives
Assistant City Manager/Director of Public Works
Director of Finance
Director of Economic Development
Director of Parks and Recreation
Director of Planning and Building Services
Director of Public Safety
Full Time Positions
Assistant to the City Manager
Deputy City Clerk
Executive Assistant to the City Manager
Human Resources and Risk Manager
Information Technology (IT) Manager
Management Analyst I (Confidential)
Management Assistant (Confidential)
Part Time Positions
Accounting Technician I
Accounting Technician II
Administrative Assistant
Recreation Leader
Recreation Leader II
Lifeguard
Lifeguard II
Intern I
Intern II
Intern III (Management Intern)
Auditorium Technician
Auditorium Technician II
Aquatics Specialist
Recreation Specialist
Office Assistant
Program Coordinator
Maintenance Assistant
City of Bellflower
Resolution No. 25-45
SECTION 2. Personnel Rules. Unless specifically provided differently in this Resolution, the Personnel Rules adopted by Resolution No. 21 -30 on April 26, 2021 apply to all Unrepresented Employees.
SECTION 3. Contract Public Officials. The City Manager, City Attorney, and City Clerk are not subject to this Resolution. Those public officials contract directly with the City Council. The terms of their appointments including, without limitation, wage and benefits, are subject to the terms and conditions of their respective contracts.
SECTION 4. Base Salary. Effective retroactively to the pay period that includes July 1, 2025, Unrepresented Employee salaries will be within the range set forth in Exhibit A of this resolution.
SECTION 5. COLA Increase. Except for the listed part-time positions (Maintenance Assistant, Intern I, Intern II, Intern III, Recreation Leader, Recreation Leader II, Auditorium Technician, Auditorium Technician II, Lifeguard, Lifeguard II, Office Assistant, Recreation Specialist, Aquatics Specialist, and Program Coordinator), the Base Salary for each current Unrepresented Employee governed by this Resolution will be increased by 3% retroactively effective June 28, 2025 to reflect the cost of living adjustments (“COLA”). The COLA will not be less than 2% (“Floor”) and will not exceed 6% (“Ceiling”).
SECTION 6. Fair Labor Standards Act (“FLSA”).
A. Exempt Employees. Exempt employees include all executive, administrative or professional employees who are classified as exempt employees under the provisions of the Fair Labor Standards Act. Exempt employees are salaried employees, and are paid a full sal ary for any week in which they perform work, without regard to the number of days or hours worked, unless meeting one of the exceptions of the Fair Labor Standards Act. Exempt employees are not subject to the overtime provisions of the Fair Labor Standards Act.
B. Non-Exempt Employees. Non-exempt Employees include all other full and part-time employees who do not meet the test for exempt employees as defined by the Fair Labor Standards Act. In general, these include all hourly employees, regardless of duties. Non-exempt employees are paid for actual days and hours worked, and are subject to the overtime provisions of the Fair Labor Standards Act.
SECTION 7. Administrative Leave. Executive level employees and those unrepresented employees designated by the City Manager may receive up to 80 hours of administrative leave each fiscal year. Paid administrative leave is not cumulative from year-to-year and has no cash-out value. On a case by case basis, and at the sole discretion of the City Manager, administrative leave up to 80 hours per fiscal year may be provided to a non-exempt employee.
City of Bellflower
Resolution No. 25-45
SECTION 8. Public Employees’ Retirement System. City is a contract member of the California Public Employees’ Retirement System (CalPERS). Under this contract, all full-time Unrepresented Employees, are classified as “miscellaneous members.”
A. CalPERS Employer’s Contribution. The City will pay the CalPERS employer’s contribution.
B. CalPERS Member’s Contribution. Employees will pay the CalPERS member’s contribution.
C. CalPERS Membership.
1. Beginning January 1, 2013, a 2% @ 62-Full formula –applies to new members to Cal PERS or an individual with a 6-month break in service (Government Code § 7522.20).
2. 2% @ 55-Full formula for Classic CalPERS members and with prior CalPERS service credit with no service break greater than 6 months (Government Code § 21354.5).
3. 1959 Survivor Benefit at funding (Government Code § 21574).
4. One Year Final Compensation for Classic CalPERS members (Government Code § 20042).
5. Military Service Credit as Public Service (Government Code § 21024).
6. Credit for Unused Sick Leave (Government Code § 20965).
SECTION 9. Medical Coverage. The City participates in the CalPERS medical insurance program pursuant to the Public Employees’ Medical and Hospital Care Act (“PEMHCA”), or other comparable health insurance as determined by the City, to provide medical insurance benefits to full-time Unrepresented Employees and their eligible dependents. The maximum level of payment for health insurance will be $1,925 per month. Effective January 1, 2026, the maximum level of payment for health insurance will be $2,075. Effective January 1, 2027, the maximum level of payment for health insurance will be $2,275.
SECTION 10. Use of Accrued Vacation for Above City-Paid Contribution Maximum Health Insurance. Unrepresented Employees who elect a health insurance program with a premium above the City-paid contribution maximum may also elect to use the cash value of redeemed accrued vacation to pay for any above maximum premium.
Such use will be on a dollar -for-dollar and pre-tax basis. Such election must be made in writing, may cover all or a specified part of the over maximum premium, and will remain in effect for one calendar year unless the participant terminates employment with the City during the year. If accrued vacation is insufficient to pay for any above maximum premium, the difference will be deducted from the employee’s net pay.
City of Bellflower
Resolution No. 25-45
SECTION 11. Retiree Medical Benefits.
A. To the extent this Resolution governs Annuitants who were Unrepresented Employees before the effective date of this Resolution, the City Council intends that this Resolution be retroactively effective. This Resolution is of general application to Annuitants who retired before its effective date. The benefits provided to individual Annuitants may be affected by separate instruments including, without limitation, separation agreements. In the event of any conflict between such agreements and this Resolution, the separate instrument will govern the benefits provided to such Annuitants.
B. For Annuitants hired as full-time before June 1, 2004, who subsequently retire from PERS service from the City of Bellflower, the City will continue to pay premiums as set forth in this Resolution and all other costs of health insurance for retirees, spouses or registered domestic partners and eligible dependents through the California Public Employees’ Retirement System (CalPERS) Health Insurance or other comparable health insurance in an amount not to exceed the City’s contribution for current full-time employees.
Once each year, the City will allow all employees who were first employed before June 1, 2004, to individually elect to be subject to the provisions of the Vesting Requirement (Resolution No. 04-28).
SECTION 12. Opt Out and Cash in Lieu. All Unrepresented Employees must enroll in an available City health program unless they opt out in accordance with this Resolution. An Unrepresented Employee may receive cash in lieu for opting out of City's health insurance program if the employee provides proof that the Unrepresented Employee and all individuals for whom the employee intends to claim a personal exemption deduction for the taxable year or years that begin or end in or with City's plan year to which the opt out applies ("tax family"), have or will have minimum essential coverage through another source (other than coverage in the individual market, whether or not obtained through Covered Califor nia) for the plan year to which the opt out arrangement applies ("opt out period"). The Unrepresented Employee must sign an attestation, under penalty of perjury, each plan year that the Unrepresented Employee seeks to opt out within 30 days after the start of the plan year. The opt-out payment cannot be made, and City will not make payment, if the City knows or has reason to know that the employee or tax family member does not have such alternative coverage or if the conditions in this paragraph are not otherwise satisfied. Unrepresented Employees who opt out of the City sponsored medical plan and comply with the attestation requirement will receive one half of the City paid maximum contribution as taxable cash each month; opting out of dental coverage will result in compensation of $80 per month, subject to this Section. This amount is not considered as pensionable compensation for the purposes of CalPERS. All Unrepresented Employees agree to the necessary deductions from their pay for any of their chosen cafeteria plan benefits that exceed the maximums stated above. In addition, Unrepresented Employees are not eligible to receive taxable cash to the extent their chosen cafeteria plan benefits are less than maximums stated above.
Unrepresented Employees and their dependents will only be eligible to reinstate medical and/or dental coverage during open enrollment periods, except that employees who furnish proof that they have involuntar ily lost their comparable medical insurance may apply for immediate reinstatement to take effect on the first day of the month following this request. Open enrollment periods may be subject to change at the sole discretion of CalPERS and the dental insurance carriers. The City is not responsible for any such changes.
City of Bellflower
Resolution No. 25-45
SECTION 13. Additional Benefits.
A. Dental Insurance. The City will pay the full premium and all other costs of dental insurance through Delta Dental or Delta Care for all full-time employees, spouses or registered domestic partners and eligible dependents.
B. Vision Insurance. The City will pay the full premium and all other costs of vision insurance through MES Vision for all full-time employees, spouses or registered domestic partners and eligible dependents.
C. All Full-Time Unrepresented Employees will be provided group life insurance policy equal to the annual salary of the highest main step of the highest class of the affected employees as of July 1, annually . All eligible dependents of full-time employees will receive $5,000 of group life insurance.
SECTION 14. Deferred Compensation. Effective the first day of the pay period following the effective date of this Resolution, Full-Time Unrepresented Employees are eligible for up to 4% of combined base salary and bilingual pay for matching deferred compensation contribution. There is no City match for Part-Time Unrepresented Employees. There is no City match for any catch -up contributions allowed by applicable law. The City will also provide a 401(a) plan for all Full-Time Unrepresented Employees.
Contributions will be optional except the following contribution: 100% of each participant’s sick and vacation leave upon retirement, net of payroll taxes and other statutory and contractual deductions, subject to IRS Code Section 415(c)(1)(A) limits. Unrepresented Employees must enroll within 60 days of eligibility.
SECTION 15. Flexible Staffing. Certain Unrepresented Employee positions are designated as “flexibly staffed.” Unrepresented Employees in a flexibly staffed position may be promoted from a “I” level to a “II” level through a promotion instead of through a competitive process. For advancement between flexibly staffed positions, an Unrepresented Employee must meet all the requirements for the higher position as specified in the Classification Specifications, have a minimum of three years of demonstrated satisfactory performance in his/her current position, and must submit a written request justifying his/her advancement, favorably endorsed by his/her immediate supervisor up to and including his/her department head. In any case where a request is rejected, the employee will be counseled in writing as to what actions must be taken to be advanced. Subsequent requests for advancement may only b e made at six-month intervals. The City Manager may in his/her sole discretion, waive up to one year of the three years of demonstrated satisfactory performance.
SECTION 16. Computer Loan Program. The City has established a loan program to enable Full-Time Unrepresented Employees in good standing and with at least 12-months of service to purchase computers and associated software and peripherals.
A. The maximum amount of the loan will be $3,000, with no interest, for a maximum period of 30 months.
City of Bellflower
Resolution No. 25-45
B. No employee will be authorized a second loan before the first loan being paid in full.
C. Any remaining unpaid balance is due from the employee’s personal resources.
D. The City Manager will promulgate administrative policies and procedures to implement this program.
SECTION 17. Tuition Reimbursement.
A. Full-Time Unrepresented Employees enrolled in an accredited college, university or other school and in a course of study related to their employment by the City are eligible for reimbursement of basic registration fees, course fees, parking fees, and books to an annual individual maximum of $3,000 per fiscal year. The City Council intends for such reimbursement to meet the exception from special compensation set forth in 2 Cal. Code of Regs. § 571(a)(2) for costs of “an application or test, books, tuition or travel.” To receive reimbursement, the course(s) of study must be approved in advance by the City, such determination to be in the sole discretion of the City, and the employee must furnish proof of their successful completion of the course with a grade equivalent to “B” (or “pass” for those graded on a pass-fail basis). The City will appropriate $25,000 per year for this purpose, available to both represented and non -represented employees, on a first come basis. If for any reason an employee receiving reimbursement leaves the City’s service within one year of the date of reimbursement, he/she must re-pay the City in full for any reimbursement received. If for any reason an employee receiving reimbursement leaves the City’s service between one and two years from the date of reimbursement, he/she must re -pay the City in full for 50% of any reimbursement received. Any remaining unpaid balance constitutes a personal debt of the former employee and will accrue interest at the statutory rate. The City Manager is authorized to undertake such action that may be necessary to collect any such debt.
SECTION 18. Long Term Disability. All Full-Time Unrepresented Employees will receive City paid long-term disability insurance.
SECTION 19. Bereavement Leave. Notwithstanding Personnel Rule No. 810.5, full-time Unrepresented Employees may utilize up to four days paid bereavement leave .
Employees are eligible to take one additional day of unpaid bereavement leave as required by California law. Employees may use accrued paid leave to receive compensation during the additional day of unpaid bereavement leave.
SECTION 20. Bilingual Pay. Unrepresented Employees who are in regular contact with the public, as approved by the City Manager, may be compensated for bilingual capability at an amount ranging from one to five percent of base salary.
City of Bellflower
Resolution No. 25-45
SECTION 21. Flex Benefit Plan (IRC 125). The City will provide an optional cafeteria plan or “flexible spending plan” to all full-time employees. The City will manage the plan and pay for all administrative costs of the plan. The plan year will be from January 1st through December 31st and employees must enroll during the plan’s open enrollment period during the previous year. Dependent care and medical reimbursement accounts will both be available.
SECTION 22. Transportation Allowance.
A. Full-Time Executive level Unrepresented Employees and those unrepresented employees designated by the City Manager who are regularly required to use their personal vehicles in the performance of their official duties, as determined in the sole discretion of the City Manager, will be compensated at a rate of $350 per month. All employees who receive a transportation allowance are required to carry liability insurance in the amounts and types as determined in the sole determination of the City Manager.
B. Employees using their personal vehicle while traveling on official business, who receive a transportation allowance, and who are eligible for per diem, will receive compensation at the U.S. Internal Revenue Service standard mileage rate.
SECTION 23. Wellness Program. The City will provide for an annual wellness program payment to employees of $100. Such payment will be included on the first paycheck in July of each year. Employees will have the option to receive payment as wages on the first paycheck in July, alternatively, employees may elect to contribute this payment, on pre-tax basis to their deferred compensation account. Employees will make an election no later than June 15 of each year as to whether they receive this benefit as wages or contribute the payment to their deferred compensation account. If an employee does not make such election by June 15 th of the pertinent year, the City will process the payment as wages. The City Manager may promulgate such internal policies as may be needed to implement this program.
SECTION 24. Service Awards. Full-Time service with the City of Bellflower award amounts will be as follows:
5 years of full-time service = $500.00
10 years of full-time service = $1,000.00
15 years of full-time service = $1,500.00
20 years of full-time service = $2,000.00
25 years of full-time service = $2,500.00
30 years of full-time service = $3,000.00
35 years of full-time service = $3,500.00
40 years of full-time service = $4,000.00
Employees with 5 or more years of service who separate from the City after their anniversary date but prior to the December Employee Recognition Event, will receive their award in their final paycheck.
City of Bellflower
Resolution No. 25-45
SECTION 25. Termination and Severance. Regular permanent full-time employees holding the job titles of, Assistant to the City Manager, Director, or Human Resources and Risk Manager, whose employment is terminated for the convenience of the City or who resign in lieu of termination for the convenience of the City, and who execute a settlement agreement and general release between the employee and the City, will be paid severance equal to the sum of the highest rate of all pay, benefits and accruals due the employee during the last six months of their employment at the rate of two weeks of severance for each year of full-time service or portion thereof, to a maximum of 26 weeks. Except as required by law, such payment will not be subject to a CalPERS contribution. Such payment may, at the sole discretion of the City Manager, be paid by lump sum or by periodic payments over a period not to exceed 26-weeks.The City Manager does not have authority to provide severance pay to Executive level Unrepresented Employees who are terminated, or resign in lieu of termination, for cause.
SECTION 26. This Resolution may be executed with electronic signatures in accordance with Government Code of the State of California §16.5. Such electronic signatures will be treated in all respects as having the same effect as an original signature.
SECTION 27. The City Clerk is directed to certify the adoption of this Resolution.
This Resolution supersedes all previous resolutions regarding the same subject -matter.
SECTION 28. The Mayor, or presiding officer, is hereby authorized to affix his signature to this Resolution signifying its adoption by the City Council of the City of Bellflower, and the City Clerk, or her duly appointed deputy, is directed to attest thereto.
SECTION 29. This Resolution will become effective immediately upon adoption.
PASSED, APPROVED AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF BELLFLOWER THIS 10TH DAY OF NOVEMBER 2025.
Ray Dunton, Mayor
ATTEST:
Mayra Ochiqui, City Clerk
APPROVED AS TO FORM:
Karl H. Berger, City Attorney
By: _________________________________
Justin A. Tamayo, Assistant City Attorney
ATTACHMENT:
Exhibit A – Salary Schedule (Unrepresented Employee Group)
City of Bellflower Page 1 of 2
Salary Schedule Effective 6-28-2025 (Unless Otherwise Indicated)
Unrepresented Employees
Salary Schedule – Effective 6/28/25 (Unless Otherwise Indicated)
1. Range numbers preceded with an “E” are Exempt
2. Range numbers preceded with a “N” are Non-Exempt
3. Any full-time range/title may be used as part-time by substituting a “P” for the “E” or “N” of the range number
4. Approximately 1.0% between each Range number
5. Five steps, approximately 5% between each step
6. Approximately 20% between salary minimum & maximum
7. Titles followed with a “*” are flexibly staffed
8. Total Authorized Positions for flexibly staffed titles with a “#” show higher titles
9. Job Analysis Groups: A – Management and Administrative Jobs, B – Maintenance Jobs, C – Field Jobs (With Driving), and D – Field Jobs (Without Driving)
Range Title Group Authorized
Positions
Job
Analysis
Job
Family
Base Salary (Monthly)
Step A Step B Step C Step D Step E
N194 Management Assistant (Confidential) Unrepresented 1 A H 5,795 6,085 6,389 6,708 7,043 E204 Management Analyst I (Confidential) Unrepresented 1 A H 6,401 6,721 7,057 7,410 7,781 N209 Deputy City Clerk Unrepresented 0 A N/A 6,728 7,064 7,417 7,788 8,177 N212 Executive Assistant to the City Manager Unrepresented 1 A N/A 6,933 7,280 7,644 8,026 8,427 E250 Assistant to the City Manager Unrepresented 1 A N/A 10,120 10,626 11,157 11,715 12,301 E262 IT Manager Unrepresented 1 A N/A 11,407 11,977 12,576 13,205 13,865 E271 Human Resources and Risk Manager Unrepresented 1 A N/A 12,475 13,099 13,754 14,442 15,164 E291 Deputy City Manager Unrepresented 0 A N/A 15,223 15,984 16,783 17,622 18,503 E294 Director of Parks & Recreation Unrepresented 1 A N/A 15,684 16,468 17,291 18,156 19,064 E294 Director of Public Safety Unrepresented 1 A N/A 15,684 16,468 17,291 18,156 19,064 E294 Director of Planning and Building Services Unrepresented 1 A N/A 15,684 16,468 17,291 18,156 19,064 E299 Director of Economic Development Unrepresented 1 A N/A 16,483 17,307 18,172 19,081 20,035 E299 Director of Finance Unrepresented 1 A N/A 16,483 17,307 18,172 19,081 20,035 E305 Assistant CM/Director of Public Works Unrepresented 1 A N/A 17,498 18,373 19,292 20,257 21,270
City of Bellflower Page 2 of 2
Salary Schedule Effective 6-28-2025 (Unless Otherwise Indicated)
Part Time Base Salary Plan – Effective 6/28/25 (Unless Otherwise Indicated)
1. Approximately 1.0% between each Range number
2. Five steps, approximately 5% between each step
3. Approximately 20% between salary minimum & maximum
4. Job Analysis Groups: A – Management and Administrative Jobs, B – Maintenance Jobs, C – Field Jobs (With Driving), and D – Field Jobs (Without Driving).
5. Salary ranges that are below minimum wage are shown at minimum wage.
Range Title Job
Analysis
Basic Salary Plan (Hourly)
Step A Step B Step C Step D Step E
P54 Maintenance Assistant B 16.5000 N/A N/A N/A N/A
P54 Maintenance Assistant (effective 12/27/25) B 16.9000 N/A N/A N/A N/A P54 Intern I A 16.5000 N/A N/A N/A N/A
P54 Intern I (effective 12/27/25) A 16.9000 N/A N/A N/A N/A P123 Recreation Leader D 16.5000 17.3250 18.1913 19.1008 20.0559 P123 Recreation Leader (effective 12/27/25) D 16.9000 17.7450 18.6323 19.5639 20.5421 P123 Auditorium Technician D 16.5000 17.3250 18.1913 19.1008 20.0559 P123 Auditorium Technician (effective 12/27/25) D 16.9000 17.7450 18.6323 19.5639 20.5421 P123 Intern II A 16.5000 17.3250 18.1913 19.1008 20.0559 P123 Intern II (effective 12/27/25) A 16.9000 17.7450 18.6323 19.5639 20.5421 P128 Lifeguard D 17.1865 18.0462 18.9462 19.8923 20.8846 P133 Recreation Leader II D 18.0635 18.9692 19.9154 20.9135 21.9577 P133 Auditorium Technician II D 18.0635 18.9692 19.9154 20.9135 21.9577 P135 Office Assistant A 18.5885 19.5173 20.4923 21.5192 22.5981 P138 Lifeguard II D 18.9808 19.9327 20.9308 21.9750 23.0712 P143 Recreation Specialist D 19.9500 20.9481 21.9981 23.1000 24.2538 P148 Aquatics Specialist D 20.9654 22.0154 23.1173 24.2712 25.4827 P150 Intern III (Management Intern) A 21.5769 22.6558 23.7865 24.9750 26.2212 P173 Program Coordinator D 26.8788 28.2231 29.6365 31.1192 32.6769
14-H
TO:Honorable Mayor and Members of the City Council
ATTENTION:Ryan Smoot, City Manager
FROM:Len Gorecki, Assistant City Manager/Director of Public Works Samuel Mulugeta, Management Analyst I
SUBJECT:Consideration and possible action to approve Agreement No. 971.2 with Red Dragon Electric, Inc., for on-call electrical maintenance services for various City facilities, and authorize the City Manager to execute the Agreement and any Task Orders, in a form approved by the City Attorney.
DATE:November 10, 2025
EXECUTIVE SUMMARY
This item seeks City Council approval of Agreement No. 971.2 with Red Dragon Electric, Inc. (“Red Dragon”), to provide on-call electrical maintenance and repair services at various City facilities on an as-needed basis, issued through Task Orders. The Agreement term runs from November 10, 2025, through November 9, 2028 (three years), with a maximum not-to-exceed (NTE) amount of $150,000 for the entire term of the agreement.
The Agreement classifies the work as a “maintenance project” under BMC § 3.30.020; therefore, prevailing wage requirements do not apply.
RECOMMENDATION TO CITY COUNCIL
1) Approve Agreement No. 971.2 with Red Dragon Electric, Inc., for on-call electrical maintenance services for various City facilities, in a form approved by the City Attorney, and authorize the City Manager to execute the Agreement and any Task Orders; or
2) Alternatively, discuss and take other action related to this item.
FISCAL IMPACT
Expenditures under this Agreement will not exceed $150,000 for the entire three-year term of the agreement. Work will be authorized through Task Orders and charged to the appropriate Public Works operations and facilities maintenance accounts based on the facility and scope (e.g., City Hall, parks, signal/electrical, or other facility accounts).
DISCUSSION
The City requires a qualified electrical contractor to perform on-call maintenance and repair services at various City facilities. Red Dragon Electric, Inc. will provide these services on an as-needed basis through individual Task Orders issued by the City. The Agreement is effective November 3, 2025, through November 2, 2028, with a not-to-exceed amount of $150,000. This Agreement is classified as maintenance under BMC §3.30.020 and is therefore not subject to prevailing wage requirements. -1-