13-A
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. 26-28 – A Resolution fixing the salary rates and benefits for unrepresented employees, and superseding Resolution No. 25-45; and authorizing the City Manager to implement that Plan as appropriate.
DATE: July 13, 2026
EXECUTIVE SUMMARY
The City historically prepares a two-year Resolution for Unrepresented Employees to parallel the MOU’s for represented employee groups. An amendment is recommended to reflect that Resolution No. 25-45, adopted in November 10, 2025, did not include a cost-of-living adjustment (“COLA”) for the pay period beginning June 27, 2026.
RECOMMENDATION TO CITY COUNCIL
1)Adopt Resolution No. 26-28, with benefits for the Unrepresented Employees, and superseding Resolution No. 25-45; 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 fiscal impact associated with the 3.6% COLA is approximately $102,000 and has been incorporated into the departmental salary and personnel appropriations budget for FY 2026-27.
BACKGROUND
On November 10, 2025, City Council adopted Resolution 25 -45, establishing compensation provisions for the City’s unrepresented employee group. Resolution 25-45 did not include a COLA for the pay period encompassing July 1, 2026 . Consistent with the City's Memoranda of Understanding (MOUs) with represented employee groups, the COLA is based on the Consumer Price Index (CPI) – All Items Index for the Los Angeles- Long Beach-Anaheim, CA Metropolitan Area, as published by the U.S. Bureau of Labor Statistics (BLS), using the May-to-May change.
1 Staff Report – Salary and Benefits for Unrepresented Employees July 13, 2026
BACKGROUND – Continued
The U.S. Bureau of Labor Statistics reported a 3.6% CPI increase from May 2025 to May 2026. Applying this COLA effective June 27, 2026, aligns unrepresented employees with represented employee groups whose agreements incorporated the same COLA effective June 27, 2026. The amendment updates the salary schedule for specific unrepresented classifications; no other provisions of Resolution No. 25-45 are modified.
ATTACHMENT:
Resolution No. 26-28....................................................................................................... 3 2
CITY OF BELLFLOWER
RESOLUTION NO. 26-28
A RESOLUTION FIXING THE SALARY RATES AND BENEFITS
FOR UNREPRESENTED EMPLOYEES, AND SUPERSEDING
RESOLUTION NO. 25-45
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
3 City of Bellflower
Resolution No. 26-28
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, 2026, 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 3.6% retroactively effective June 27, 2026 to reflect the cost of living adjustments (“COLA”). COLA is based on the actual increase in the Consumer Price Index (CPI) “All Items Index” from May to May of the preceding year, as reported by the Bureau of Labor Statistics for the Los Angeles –Long Beach–Anaheim, CA metropolitan area. 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 salary 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.
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Resolution No. 26-28
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. 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 insuf ficient to pay for any above maximum premium, the difference will be deducted from the employee’s net pay. 5 City of Bellflower
Resolution No. 26-28
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 California) 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 involuntarily 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.
6 City of Bellflower
Resolution No. 26-28
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 be 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.
7 City of Bellflower
Resolution No. 26-28
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. 8 City of Bellflower
Resolution No. 26-28
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 15th 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.
9 City of Bellflower
Resolution No. 26-28
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 13TH DAY OF JULY 2026.
Sonny Santa Ines, Mayor
ATTEST:
Mayra Ochiqui, City Clerk
APPROVED AS TO FORM:
_________________________________
Karl H. Berger, City Attorney
ATTACHMENT: Exhibit A – Salary Schedule (Unrepresented Employee Group) 10 City of Bellflower Page 1 of 2
Salary Schedule Effective June 27, 2026 (Unless Otherwise Indicated) Unrepresented Employees
Salary Schedule – Effective 6/27/26 (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
N197 Management Assistant (Confidential) Unrepresented 1 A H 6,006 6,306 6,621 6,952 7,300 E207 Management Analyst I (Confidential) Unrepresented 1 A H 6,635 6,967 7,315 7,681 8,065 N212 Deputy City Clerk Unrepresented 0 A N/A 6,975 7,324 7,690 8,075 8,479 E215 Executive Assistant to the City Manager Unrepresented 1 A N/A 7,186 7,545 7,922 8,318 8,734 E253 Assistant to the City Manager Unrepresented 1 A N/A 10,491 11,016 11,567 12,145 12,752 E265 IT Manager Unrepresented 1 A N/A 11,823 12,414 13,035 13,687 14,371 E274 Human Resources and Risk Manager Unrepresented 1 A N/A 12,931 13,578 14,257 14,970 15,719 E294 Deputy City Manager Unrepresented 0 A N/A 15,778 16,567 17,395 18,265 19,178 E297 Director of Parks & Recreation Unrepresented 1 A N/A 16,255 17,068 17,921 18,817 19,758 E297 Director of Public Safety Unrepresented 1 A N/A 16,255 17,068 17,921 18,817 19,758 E297 Director of Planning and Building Services Unrepresented 1 A N/A 16,255 17,068 17,921 18,817 19,758 E302 Director of Economic Development Unrepresented 1 A N/A 17,084 17,938 18,835 19,777 20,766 E302 Director of Finance Unrepresented 1 A N/A 17,084 17,938 18,835 19,777 20,766 E308 Assistant CM/Director of Public Works Unrepresented 1 A N/A 18,136 19,043 19,995 20,994 22,044 11 City of Bellflower Page 2 of 2
Salary Schedule Effective June 27, 2026 (Unless Otherwise Indicated) Part Time Base Salary Plan – Effective 12/27/25 (Unless Otherwise Indicated)
1. Five steps, approximately 5% between each step
2. Approximately 20% between salary minimum & maximum
3. Job Analysis Groups: A – Management and Administrative Jobs, B – Maintenance Jobs, C –Field Jobs (With Driving), and D – Field Jobs (Without Driving).
4. 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 16.9000 N/A N/A N/A N/A
P54 Intern I A 16.9000 N/A N/A N/A N/A
P123 Recreation Leader D 16.9000 17.7450 18.6323 19.5639 20.5421 P123 Auditorium Technician D 16.9000 17.7450 18.6323 19.5639 20.5421 P123 Intern II 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 12