AGENDA REPORT
Meeting Date: June 18, 2024
Item Number:
To: Honorable Mayor & City Council
From: Jeff S. Muir, Director of Finance
Tatiana Szerwinski, Assistant Director of Finance
Brandy Gros, Budget Manager
Subject: CITY COUNCIL CONSIDERATION AND ADOPTION OF FISCAL YEAR 2024-25 BUDGET; AND
RESOLUTION OF THE COUNCIL OF THE CITY OF BEVERLY
HILLS ADOPTING THE ANNUAL APPROPRIATIONS LIMIT FOR
THE FISCAL YEAR 2024-25; AND
RESOLUTION OF THE COUNCIL OF THE CITY OF BEVERLY
HILLS APPROVING THE BUDGET AND FINANCIAL POLICIES
FOR FISCAL YEAR 2024-25 AND APPROPRIATING FUNDS
THEREFOR; AND
RESOLUTION OF THE PARKING AUTHORITY OF THE CITY OF
BEVERLY HILLS APPROVING THE BUDGET AND
FINANCIAL POLICIES FOR THE 2024-25 FISCAL YEAR AND
APPROPRIATING FUNDS THEREFOR; AND
CONTINUED AUTHORIZATION TO OVERHIRE FIVE POLICE
OFFICERS; AND
CITY COUNCIL APPROVAL OF AMENDED AND RESTATED
EXECUTIVE EMPLOYEE COMPENSATION PLAN
Attachments: 1. Resolution adopting the annual appropriations limit
2. Resolution adopting the City’s budget and financial policies
3. Resolution adopting the Parking Authority’s budget and financial policies
4. Amended and Restated Executive Employee Compensation Plan
5. Amended and Restated Executive Employee Compensation Plan (Tracked Changes)
Meeting Date: June 18, 2024
RECOMMENDATION
It is recommended that the City Council adopt the resolutions for the fiscal year (FY) 2024- 25 appropriations limit, operating and capital improvement program budget, and financial policies, and that the Board of Directors adopt the resolution approving the fiscal year 2024-25 operating budget and financial policies for the Parking Authority. It is also recommended that City Council extend the authorization to overhire five Police Officers through June 30, 2025 and approve the amended and restated Executive Employee Compensation Plan to incorporate the amendments described in this report.
INTRODUCTION
The purpose of this report is to request that the City Council and Board of Directors adopt the fiscal year 2024-25 budget and financial policies of the City and of the Parking Authority of the City of Beverly Hills, respectively. The Parking Authority’s operations are provided for through an operating agreement with the City of Beverly Hills, which employs or contracts for all staffing and other needs to operate the Parking Authority’s facilities.
In accordance with Government Code Section 65103, the Planning Commission, in its capacity as the Planning Agency, reviewed the Fiscal Year 2024-25 Proposed Capital Improvement Budget at its June 13, 2024 meeting and found it to be consistent with the City’s General Plan.
The City Council has been briefed multiple times throughout the fiscal year through financial updates, the Blue Ribbon Committee report, internal briefings, and the budget study session.
The amended and restated Executive Employee Compensation Plan (“the Plan”) covers Senior Executives, Executives, Assistant Directors, and Senior Management. The proposed amendments to the Plan at no additional cost were first introduced to Council on May 21, 2024 at the budget study session and are described and updated further below. Because updates to the Plan were incorporated into the FY 2024-25 proposed budget, staff is bringing this item to Council in conjunction with budget adoption.
DISCUSSION
The proposed operating and capital improvement program (CIP) budgets were presented at the study session on May 21, 2024, at which time Council provided support for bringing the necessary resolutions forward for adoption. There are some recommended updates from the initial proposed operating budget document which are detailed below. • There is one General Fund appropriation increase from the initial proposed budget document embedded in the budget resolution of $7,874,600 for as-needed engineering services and independent compliance monitoring for the MTA Purple Line Extension Project based on recent City Council action1. As these costs are fully reimbursable by Metro, projected General Fund revenue has also been adjusted by an equal amount in the proposed budget, resulting in a net zero change to the bottom line results.
1 May 21, 2024 Items E-18 and E-19.
Meeting Date: June 18, 2024
• The budget enhancement request for funding for the Next Night street festival has been recharacterized as a one-time enhancement rather than ongoing, at the direction of Council at the budget study session.
• There is an adjustment to the proposed authorized positions for the Policy and Management Department, with the Senior Policy and Management Administrator, Public Safety being removed from the budget and the Executive Compensation Plan and being replaced with the Deputy Director of Special Projects, Public Safety position. There is no change in the number of authorized positions, nor is an appropriation change to the proposed budget required due to the overlapping ranges of the associated pay bands.
• Council also directed staff to bring forward for consideration plans for the next phase of the City Hall Master Project (CIP 00851) after the completion of the detail design for 5th floor tower and roof terrace improvements before embarking on construction design or actual construction; however, this direction does not impact the proposed FY 2024-25 budget as any required funding adjustments will be addressed when plans for design are considered by Council.
The proposed Citywide appropriations (including interfund transactions required by governmental accounting) for FY 2024-25 are $651.2 million for all funds, with $655.2 million in projected Citywide revenue. Setting aside internal service fund charges and interfund transfers, the “net” City budget anticipates $484.5 million in revenue inflow from external sources and $480.5 million in expenditure outflow to external sources. This budget is inclusive of General Fund appropriations of $334.8 million and Citywide CIP appropriations of $85.6 million.
The Fiscal Year 2024-25 Proposed Operating Budget for the Parking Authority includes total appropriations of $27.5 million with $30.1 million of anticipated revenues. The Parking Authority proposed budget is included as a sub-section in the City’s proposed operating budget document that was presented at the May 21, 2024 study session.
The attached proposed budget includes a total of 25 budget enhancements netting to $14.6 million across all funds ($6.6 million one-time and $8.0 million ongoing)2 after consideration of revenue and position offsets. The enhancement requests for fiscal year 2024-25 were determined necessary to support the needs of the community and City Council, and include but are not limited to ongoing costs of enhanced security, additional neighborhood policing for the opening of Metro Station 1, implementation of the Homelessness Plan and scattered site housing, funding for the BHUSD Joint Powers Agreement, resources to expand afterschool program offerings, sustainability initiatives, and the increasing cost of operations due to inflationary pressures. Full summaries by fund and details for all enhancements can be found in the proposed budget document in the Budget Enhancements section and in the Supplemental Information section under Budget Enhancement Details.
2 These figures reflect Council direction at the May 21, 2024 budget study session to bring forward the enhancement for the Next Night street festival as a one-time rather than ongoing enhancement (as originally submitted and presented to Council for consideration).
Meeting Date: June 18, 2024
After incorporating an additional $7.9 million in General Fund operating expenditures for FY 2024-25 appropriations approved by Council on May 21, 2024 for Metro-related contractual services, and the corresponding reimbursement revenue therefrom, the proposed General Fund budget reflects a $2.0 million General Fund deficit before onetime public benefit contributions. At the budget study session, staff recommended and Council supported the use of one-time public benefit contributions to offset one-time expenditures and absorb the shortfall in the proposed budget. A summary of the General Fund proposed budget is shown below.
The Fiscal Year 2024-25 Proposed Operating Budget, as originally presented to Council for consideration on May 21, 2024, can be viewed at
https://www.beverlyhills.org/DocumentCenter/View/7025/FY-2024-25-Proposed-BudgetPDF and the Fiscal Year 2024-25 Proposed Capital Improvement Budget can be viewed at https://www.beverlyhills.org/DocumentCenter/View/7026/FY-2024-25-Proposed-CIPBudget-PDF. The aforementioned recommended updates from the initial proposed budget document will be incorporated into the adopted budget, if approved by Council.
While projected revenues remain strong and the City maintains a healthy reserve balance, economic uncertainty, the City’s dependence on one-time major development project revenue, and growing funding commitments have contributed to the need to take further action to secure the City’s financial picture for the upcoming years. Financial forecasts indicate that General Fund operating expenditures and transfers are anticipated to exceed operating revenue in the coming years, underscoring the importance of examining expenditure reduction and revenue generation opportunities to mitigate the use of reserves to balance the budget. Staff will be working through the Audit and Finance Committee to address these concerns and develop suggested solutions to the preserve the long-term health of the City while maintaining the premier City services that set Beverly Hills apart. The final recommendations developed through the Audit and Finance Committee will be brought to the full City Council at a future date.
Operating Revenue $ 332.8
Operating Expenditures 312.9
Operating Surplus 19.9
Transfers Out (21.9)
Surplus/(Deficit) before One-Time Public Benefit Contributions (2.0) One-Time Public Benefit Contributions 12.5
Total General Fund Surplus/(Deficit) $ 10.5
FY 2024-25 Proposed General Fund Budget (in Millions)
Meeting Date: June 18, 2024
Budget Resolutions and Financial Policies
The budget resolution is adopted by the City Council annually to formally approve total budget appropriations for the upcoming fiscal year and associated financial policies for the City. Financial policies establish the framework for the overall fiscal planning and management of the City of Beverly Hills. These policies guide City staff in the management of the City’s finances, as well as provide guidelines against which current budgetary performance can be measured and proposals for future programs can be evaluated.
Adherence to adopted financial policies promotes sound financial management, which helps maintain the City’s AAA bond ratings, provides a lower cost of capital, and a minimum of unexpected impacts upon taxpayers and users of public services. The areas covered by these policies are financial reporting, operating management, capital management, reserves, audit, and debt management.
Through the annual approval of the financial policies, the City Council is providing delegation of authority to the City Treasurer to invest or reinvest surplus funds, and to sell or exchange securities so purchased for and on behalf of the City, for the one‐year period commencing each July 1.
No significant changes have been made to the resolution approving the City’s budget or the City’s financial policies for FY 2024-25.
The Board of the Parking Authority also adopts a resolution to approve total annual budget appropriations and financial policies. In an effort to synchronize the Parking Authority’s resolution with that of the City’s, the resolution of the Parking Authority for FY 2024-25 has been amended from last year to provide administrative authority granted to the Executive Director or designee to authorize appropriations for non-discretionary operating costs and net neutral expenditures, as applicable, that may occur during the year. The City resolution relating to administrative appropriation authority granted with respect to nondiscretionary and net neutral expenditures requires any such appropriations approved by the City Manager or Director of Finance to be communicated to the City Council along with the reason therefor in an annual report from Finance. The amended Parking Authority resolution includes similar reporting requirements to the Board for appropriations approved by the Executive Director.
Meeting Date: June 18, 2024
Annual Appropriations Limit
Article XIIIB of the California Constitution, commonly known as the Gann Limit, sought to limit the growth of government spending by providing a formula for calculating the annual spending limits at the state and local government levels. It specifies that appropriations from the proceeds of taxes received by governmental entities may increase annually as follows: 1) by the calendar year change in City or County population, and 2) by the fiscal year change in California per capita personal income, or the change in non-residential assessed valuation in Beverly Hills. To the extent that taxes exceed the City’s Gann limit, the City would be required to return the funds to taxpayers. The City Council is required to adopt the adjustment factors used by recorded vote. Using information provided by the State's Department of Finance on the change in California per capita personal income with the change in the Los Angeles County population, the City's appropriation limit for fiscal year 2024-25 is $304.9 million, as shown on Schedules B and C attached to the Appropriations Limit resolution. This represents the upper limit on expenditures from proceeds of taxes, as defined in the California Constitution, and does not include other types of revenue.
Therefore, the total appropriations for funds that receive tax revenue may be greater than $304.9 million when expenditures funded by other types of non-tax revenue are part of the appropriations.
As shown on Schedule B attached to the Appropriations Limit resolution, the appropriations subject to the limit total $273.2 million and the City is below the limit by $31.7 million.
Request to Continue Overhire Authority of Five Police Officers The Beverly Hills Police Department currently has 145 authorized full-time sworn positions (including Police Officers, Sergeants, Lieutenants, Captains, and Chief). Approval of FY 2024-25 proposed enhancement requests for nine additional sworn Police positions would bring the total to 154 effective July 1st. Since October 2020, the City Council has provided authorization to overhire up to five additional Police Officer positions if full staffing were achieved. The additional overhire authority of five Police Officers was provided to create flexibility for staffing to meet community expectations, facilitate succession planning to expeditiously fill vacancies, allow greater options in responding to crime trends, and maintain the Department’s commitment to a three-minute response time or less to emergency calls for service. This authorization to overhire is set to expire on June 30, 2024 unless additional action is taken to extend the overhire authority. As such, the request is being made to extend the overhire authorization for an additional year to June 30, 2025. To date, this authority has not been exercised. Should this authority be exercised in the upcoming fiscal year (if approved), staff would return to City Council to discuss additional required funding at that time.
Meeting Date: June 18, 2024
No Additional Cost Executive Employee Compensation Plan Update The Amended and Restated Executive Employee Compensation Plan (“Plan”) covers Department Directors, Assistant Department Directors, and Senior Management level employees. Compensation and benefits for these employees are established in the Compensation Plan, as approved by the City Council. The Executive Employee Compensation Plan was last updated on December 5, 2023. Due to reorganizations taking place, there is a need to revisit classification titles contained within the Plan. As part of Management Partners’ review of the City Clerk’s Office, there was a recommendation to add the Assistant City Clerk classification. Per Council’s midyear approval and appropriation, the additional position has been included in next year’s operating budget; however, an update is needed to include the new classification in the Plan.
Additionally, the classification of Deputy Director of Special Projects, Public Safety is being reinstated in the Plan, the Senior Policy and Management Administrator, Public Safety is being eliminated from the Plan, and a new classification, Deputy Director of Community Services, is being added to support current operational needs.
If approved, these proposed changes to the Plan would become effective July 1, 2024.
There is no additional cost that results from these proposed updates and there are no other language changes to the Plan at this time.
For the City’s represented employees (those in a bargaining group covered by a negotiated Memorandum of Understanding), the City Council follows a process set forth in the City Ordinance Regarding the Procedure for Adopting or Amending a Memorandum of Understanding Between the City and an Exclusively Recognized Employee Organization, often referred to as the COIN Ordinance (Civic Openness in Negotiations).
The Ordinance provides that the City Council may adopt or amend a Memorandum of Understanding (MOU) only after conducting two public meetings and that the proposed MOU and related fiscal analysis be posted on the City’s website at least two weeks before the Council meeting at which the proposed MOU is considered for adoption. Though not required for the Plan, this process has been established as a best practice and applied to the process for amendments to the Plan. As such, the proposed Plan updates were first introduced to Council at the May 21, 2024 budget study session and this item represents the second of two public meetings. As there is no additional cost associated with the aforementioned changes, a fiscal analysis was not performed.
Meeting Date: June 18, 2024
FISCAL IMPACT
The recommended fiscal year 2024-25 budget appropriations for approval are as follows:
Further details can be found in the Fiscal Year 2024-25 Proposed Operating and Capital Improvement Budget documents (version as of May 21, 2024) on the City’s website at https://www.beverlyhills.org/330/Operating-Capital-Improvement-Project-Do.
There is no additional cost of the recommended changes to the Executive Employee Compensation Plan.
Nancy Hunt-Coffey
City Manager
Jeff S. Muir
Director of Finance
Approved By Approved By
FY 2024-25 Resources Appropriations for
Council Approval Net
City Operating Budget
(including CIP) $ 655,187,639 $ 651,167,653 $ 4,019,986 Parking Authority Operating Budget $ 30,146,807 $ 27,477,912 $ 2,668,895 Attachment 1
1 B0785-0001\2974406v2.doc
RESOLUTION NO. 24-R-______
RESOLUTION OF THE COUNCIL OF THE CITY OF
BEVERLY HILLS ADOPTING THE ANNUAL
APPROPRIATIONS LIMIT FOR THE FISCAL YEAR 2024-
25 WHEREAS, the voters of California on November 6, 1979, added Article XIII B to the State Constitution placing various limitations on the appropriations of the State and local governments; and
WHEREAS, Article XIII B provides that the appropriations limit for the Fiscal Year 2024-25 shall not exceed the appropriations limit for the prior year adjusted for the change in the cost of living and the change in population; and WHEREAS, “change in the cost of living" is defined as either (A) the percentage change in California per capita personal income from the preceding year, or (B) the percentage change in the local assessment roll from the preceding year due to the addition of local nonresidential new construction; and
WHEREAS, “change in population” is defined in Article XIII B as either the change in the City or County population; and
WHEREAS, each entity of local government shall annually select its change in the cost of living and change in population by a recorded vote of the governing body; and WHEREAS, the information necessary for making these adjustments is attached in Schedules A, B and C.
NOW, THEREFORE, the City Council of the City of Beverly Hills does resolve as follows:
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Section 1. The “change in the cost of living” for Fiscal Year 2024-25 shall be the percentage change in California per capita personal income from the preceding year. The “change in population” shall be the County of Los Angeles population change over the prior year.
The City Council reserves the right to recalculate and adopt new limitations on a future date.
Section 2. The appropriations subject to limitation in Fiscal Year 2024-25 for the City of Beverly Hills shall be $304,925,639.
Section 3. The Mayor shall sign this Resolution and the City Clerk shall certify and attest to the passage and adoption of this Resolution, and thereupon the same shall take effect and be enforced.
Section 4. The City Clerk shall certify to the adoption of this resolution and shall cause this resolution and their certification to be entered in the Book of Resolutions of the Council of this City.
Adopted:
LESTER J. FRIEDMAN
Mayor of the City of
Beverly Hills, California
ATTEST:
(SEAL)
HUMA AHMED
City Clerk
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APPROVED AS TO FORM: APPROVED AS TO CONTENT:
LAURENCE S. WIENER NANCY HUNT-COFFEY
City Attorney City Manager
JEFF S. MUIR
Director of Finance
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SCHEDULE A
FUND
NO.
1978/79
APPROPRIATIONS
APPROPRIATED
TRANSFERS OR
RESERVES
DEDUCT
ENTERPRISE &
REVOLVING
DEDUCT
DEBT
SERVICE
DEDUCT
UNQUALIFIED
TRANSFERS
DEDUCT
REAPPROPRIATIONS
FROM 1977-78
ADJUSTED
TOTAL
01 $ 22,393,762 $ 1,456,000 $ - $ - $ (3,127,000) $ (147,076) $ 20,575,686 02 765,329 - - - (448,182) 317,147
03 138,776 - - - (41,642) 97,134
04 1,950,000 - - - (1,950,000) - -
06 31,154 - - - - (31,154) -
07 629,302 - - - - (418,432) 210,870
08 8,170,335 3,040,205 - - (3,194,115) 8,016,425
09 36,085 - - - (10,500) 25,585
10 48,881 - - - (42,055) 6,826
11 87,737 - - - (2,637) 85,100
12 38,000 - - - (38,000) -
14 30,675 - - (30,675) - - -
15 949,000 - - - - 949,000
17 7,383 - - - - 7,383
19 116,044 - - - - 116,044
24 196,325 - - (196,325) - - -
26 93,400 - - (93,400) - - -
27 63,875 - - (63,875) - - -
34 137,668 - - - - (133,710) 3,958
40 731,228 - (731,228) - - - -
43 213,333 - (213,333) - - - -
45 720,000 - (720,000) - - - -
46 457,000 - (457,000) - - - -
50 17,000 - - - - - 17,000
67 680,117 - - - - (480,117) 200,000
70 5,000 - - - - - 5,000
80 7,106,161 - (7,106,161) - - - -
81 2,144,496 - (2,144,496) - - - -
82 8,572,676 (8,572,676) - - - -
83 400,375 - (400,375) - - - -
84 837,846 - (837,846) - - - -
$ 57,768,963 $ 4,496,205 $ (21,183,115) $ (384,275) $ (5,077,000) $ (4,987,620) $ 30,633,158
CITY OF BEVERLY HILLS
APPROPRIATIONS SUBJECT TO LIMIT
BASE YEAR 1978-79
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SCHEDULE B
TYPE OF TAXES FY 2023-24
PROJECTED
FY 2024-25
RECOMMENDED
BUDGET
FY 2025-26
PROJECTED
GENERAL FUND
Property Tax $ 102,162,000 $ 104,501,982 $ 107,477,000
Sales Tax 43,692,000 44,768,000 45,972,000
Transient Occupancy Tax (TOT) 48,500,000 51,233,000 51,974,000 Business Tax 61,750,000 62,600,000 64,478,000
Other Taxes 914,000 933,000 952,000
Subventions/Grants 227,000 4,864,580 337,000
Interest Earnings 1,353,179 1,838,838 1,783,167
Total General Fund Taxes 258,598,179 270,739,400 272,973,167
OTHER FUND TAXES
Park & Rec Construction Tax 1,750,000 2,470,000 2,519,000 Park & Rec Tax Interest Earnings 10,932 16,891 16,563
Total Other Funds Taxes 1,760,932 2,486,891 2,535,563
TAXES SUBJECT TO LIMIT 260,359,111 273,226,291 275,508,730 GANN LIMIT PER SCHEDULE C 294,125,895 304,925,639 316,622,747 (SHORT LIMIT)/OVER LIMIT $ (33,766,784) $ (31,699,348) $ (41,114,017)
CITY OF BEVERLY HILLS
ARTICLE XIIIB APPROPRIATIONS LIMIT
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SCHEDULE C
FISCAL
YEAR
CPI/PER CAPITA INCOME
CHANGE OR NON-RESIDENTIAL
ASSESSED VALUE
POPULATION
CHANGE - CITY OR
LOS ANGELES COUNTY
ADJUSTMENT
FACTOR
APPROPRIATIONS
LIMIT
1978-79 N/A N/A N/A $ 30,629,160
1979-80 10.170% 0.000% 1.10170 33,744,146
1980-81 12.110% 0.000% 1.12110 37,830,562
1981-82 9.120% 0.000% 1.09120 41,280,709
1982-83 6.790% 0.049% 1.06842 44,105,270
1983-84 2.350% 1.600% 1.03988 45,864,012
1984-85 4.740% 1.190% 1.05986 48,609,618
1985-86 3.740% -0.290% 1.03439 50,281,377
1986-87 2.300% 1.180% 1.03507 52,044,816
1987-88 3.040% 0.043% 1.03084 53,650,038
1988-89 3.930% 1.120% 1.05094 56,382,979
1989-90 4.980% -0.108% 1.04867 59,126,925
1990-91 4.210% 0.002% 1.04212 61,617,401
1991-92 4.140% 1.730% 1.05942 65,278,474
1992-93 19.950% 1.490% 1.21737 79,468,223
1993-94 3.060% 0.960% 1.04049 82,686,190
Adjustment for Refuse Charges (2,000,000)
1993-94 Revised Appropriations Limit 80,686,190
1994-95 0.710% 0.780% 1.01496 81,892,882
1995-96 4.720% 1.000% 1.05767 86,615,809
1996-97 4.670% 1.580% 1.06324 92,093,207
1997-98 4.670% 1.240% 1.05968 97,589,245
1998-99 4.150% 1.390% 1.05598 103,051,983
1999-00 4.530% 1.670% 1.06276 109,519,166
2000-01 4.910% 2.030% 1.07040 117,228,957
2001-02 7.820% 1.930% 1.09901 128,835,710
2002-03 -1.270% 1.450% 1.00162 129,043,889
2003-04 2.310% 1.480% 1.03824 133,978,770
2004-05 3.280% 1.380% 1.04705 140,282,825
2005-06 5.260% 0.710% 1.06007 148,710,099
2006-07 3.960% 0.170% 1.04137 154,861,838
2007-08 4.420% 0.720% 1.05172 162,871,019
2008-09 4.290% 0.860% 1.05187 171,318,966
2009-10 0.620% 0.880% 1.01505 173,898,098
2010-11 -2.540% 0.750% 0.98191 170,752,195
2011-12 2.510% 0.380% 1.02900 175,703,219
2012-13 3.770% 0.380% 1.04164 183,020,074
2013-14 5.120% 0.690% 1.05845 193,718,198
2014-15 -0.230% 0.780% 1.00548 194,780,173
2015-16 3.820% 0.820% 1.04671 203,878,986
2016-17 5.370% 0.850% 1.06266 216,653,319
2017-18 3.690% 0.570% 1.04281 225,928,319
2018-19 3.670% 0.510% 1.04199 235,414,410
2019-20 3.850% -0.010% 1.03840 244,453,417
2020-21 3.730% -0.110% 1.03616 253,292,601
2021-22 5.730% -0.780% 1.04905 265,717,378
2022-23 7.550% -0.710% 1.06786 283,750,009
2023-24 4.440% -0.750% 1.03657 294,125,895
2024-25 3.620% 0.050% 1.03672 $ 304,925,639
CITY OF BEVERLY HILLS
APPROPRIATIONS SUBJECT TO LIMIT
BASE YEAR 1978-79 – 2024-25
DocuSign Envelope ID: 6F5E1F39-28AF-4BE5-AB9F-87530D88E810 Certificate Of Completion
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455 N. Rexford Drive
Beverly Hills, CA 90210
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Laurence S. Wiener
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Jeff S. Muir
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City of Beverly Hills
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City of Beverly Hills
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Nancy Hunt-Coffey
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Lester J. Friedman
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Envelope Sent Hashed/Encrypted 6/11/2024 3:49:29 PM
Payment Events Status Timestamps
Attachment 2
1 B0785-0001\2974407v2.doc
RESOLUTION NO. 24-RRESOLUTION OF THE COUNCIL OF THE CITY OF
BEVERLY HILLS APPROVING THE BUDGET AND
FINANCIAL POLICIES FOR FISCAL YEAR 2024-25 AND
APPROPRIATING FUNDS THEREFOR
The Council of the City of Beverly Hills does resolve as follows:
Section 1. That certain document entitled “City of Beverly Hills Fiscal Year 2024- 25 Budget", a copy of which is on file in the office of the City Clerk and the Beverly Hills Public Library, which may hereafter be amended by the Council, is hereby approved as the budget for the City of Beverly Hills for the Fiscal Year 2024-25, beginning July 1, 2024.
Section 2. Appropriations in the amount not to exceed $651,167,653 are authorized for the purpose of carrying on the business of the City.
Section 3. In adopting the Budget, the City Council hereby gives authority to the City Manager, upon recommendation of the Director of Finance, to re-appropriate all unencumbered Fiscal Year 2023-24 appropriated fund balances and unexpended encumbrances of the Fiscal Year 2023-24 Budget.
Section 4. The City Manager, or their designee, upon recommendation of the Director of Finance, may transfer appropriations between and among all funds, as defined in the Fiscal Year 2024-25 budget, up to the amount of $651,167,653. Any transfer between capital improvement program projects within different funds must also be authorized by the City Manager. An annual report shall be made to the Council describing each transfer between funds and the reason therefor.
Section 5. The Director of Finance may make budget adjustments to accounts within the same fund, provided that the fund is within its approved budget.
DocuSign Envelope ID: 38E9441A-8F94-4173-B5D4-DE9836AF91D5 2 B0785-0001\2974407v2.doc
Section 6. The City Manager may appropriate up to $300,000 during the Fiscal Year and the Director of Finance may appropriate up to $100,000 during the Fiscal Year from all fund balances to any accounts within that fund as long as it meets the purposes of that fund’s designation. In addition, the City Manager or designee may also authorize appropriations during the Fiscal Year to fulfill the City’s obligations with respect to:
• Non-discretionary costs, including but not limited to:
o Litigation costs
o Insurance premiums
o Claims (liability, worker’s compensation, etc.)
o Debt service and related interest expense
o Credit card acceptance service charges
o Bank and investment/custodial fees
o Utility costs (gas, water, power)
o Taxes for City-owned properties
• Net neutral expenditures, including but not limited to:
o Reimbursed/reimbursable costs
o Pass through charges
o Expenditures that are funded through authorized donations o Appropriation of grant funds
o Expenses incurred as a percentage of revenue generated • Local return fund exchanges
An annual report shall be made to the Council describing each appropriation, and the reason therefor.
DocuSign Envelope ID: 38E9441A-8F94-4173-B5D4-DE9836AF91D5 3 B0785-0001\2974407v2.doc
Section 7. Pursuant to the provisions of Section 37208 of the Government Code, the Council ratifies the prior payment of budgeted demands from those funds which have been certified or approved by the Director of Finance and may appropriate funds for non-budgeted items, and any such appropriation for a non-budgeted item shall constitute an approval to issue a warrant in payment of a proper demand or demands therefor.
Section 8. The City Council hereby adopts the Comprehensive Financial Policies of the City for Fiscal Year 2024-25, as attached to this resolution.
Section 9. In the case of fee-based programs, if the revenues for such programs exceed the amount budgeted, the City Council hereby authorizes the Director of Finance to increase the appropriation of said program in the same amount of the increased revenue.
Section 10. The Director of Finance is authorized to make such other revisions including individual line-item appropriations, changes in summaries, fund totals, grand totals, and other portions of the budget document as necessary to reflect and implement the programs specified in this resolution, and in full accordance with the direction provided by the Council up until the adoption of this resolution.
Section 11. The City Clerk shall certify to the adoption of this resolution and shall cause this resolution and their certification to be entered in the Book of Resolutions of the Council of this City.
DocuSign Envelope ID: 38E9441A-8F94-4173-B5D4-DE9836AF91D5 4 B0785-0001\2974407v2.doc
Adopted:
LESTER J. FRIEDMAN
Mayor of the City of
Beverly Hills, California
ATTEST:
(SEAL)
HUMA AHMED
City Clerk
APPROVED AS TO FORM: APPROVED AS TO CONTENT:
LAURENCE S. WIENER NANCY HUNT-COFFEY
City Attorney City Manager
JEFF S. MUIR
Director of Finance
DocuSign Envelope ID: 38E9441A-8F94-4173-B5D4-DE9836AF91D5
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DocuSign Envelope ID: 38E9441A-8F94-4173-B5D4-DE9836AF91D5
DocuSign Envelope ID: 38E9441A-8F94-4173-B5D4-DE9836AF91D5
DocuSign Envelope ID: 38E9441A-8F94-4173-B5D4-DE9836AF91D5
DocuSign Envelope ID: 38E9441A-8F94-4173-B5D4-DE9836AF91D5
DocuSign Envelope ID: 38E9441A-8F94-4173-B5D4-DE9836AF91D5 Certificate Of Completion
Envelope Id: 38E9441A8F944173B5D4DE9836AF91D5 Status: Sent Subject: Complete with Docusign: CLEAN Resolution (2) CITY Operating Budget - FY24-25.pdf Source Envelope:
Document Pages: 18 Signatures: 2 Envelope Originator:
Certificate Pages: 2 Initials: 0 Sivan Levin
AutoNav: Enabled
EnvelopeId Stamping: Enabled
Time Zone: (UTC-08:00) Pacific Time (US & Canada)
455 N. Rexford Drive
Beverly Hills, CA 90210
[email protected]
IP Address: 198.245.189.181
Record Tracking
Status: Original
6/11/2024 3:49:41 PM
Holder: Sivan Levin
[email protected]
Location: DocuSign
Signer Events Signature Timestamp
Laurence S. Wiener
[email protected]
Security Level: Email, Account Authentication
(None)
Signature Adoption: Pre-selected Style
Using IP Address: 208.87.235.180
Sent: 6/11/2024 3:50:35 PM
Resent: 6/12/2024 12:30:22 PM
Viewed: 6/12/2024 1:35:02 PM
Signed: 6/12/2024 1:35:18 PM
Electronic Record and Signature Disclosure:
Not Offered via DocuSign
Jeff S. Muir
[email protected]
Director of Finance
City of Beverly Hills
Security Level: Email, Account Authentication
(None)
Signature Adoption: Pre-selected Style
Using IP Address: 198.245.189.181
Sent: 6/12/2024 1:35:21 PM
Viewed: 6/12/2024 3:07:13 PM
Signed: 6/12/2024 3:07:25 PM
Electronic Record and Signature Disclosure:
Not Offered via DocuSign
Logan Phillippo
[email protected]
Real Property Development Manager
City of Beverly Hills
Security Level: Email, Account Authentication
(None)
Sent: 6/12/2024 3:07:28 PM
Electronic Record and Signature Disclosure:
Not Offered via DocuSign
Nancy Hunt-Coffey
[email protected]
Security Level: Email, Account Authentication
(None)
Electronic Record and Signature Disclosure:
Not Offered via DocuSign
Lester J. Friedman
[email protected]
Security Level: Email, Account Authentication
(None)
Electronic Record and Signature Disclosure:
Not Offered via DocuSign
Signer Events Signature Timestamp
Huma Ahmed
[email protected]
Security Level: Email, Account Authentication
(None)
Electronic Record and Signature Disclosure:
Not Offered via DocuSign
In Person Signer Events Signature Timestamp
Editor Delivery Events Status Timestamp
Agent Delivery Events Status Timestamp
Intermediary Delivery Events Status Timestamp
Certified Delivery Events Status Timestamp
Carbon Copy Events Status Timestamp
Brandy Gros
[email protected]
Security Level: Email, Account Authentication
(None)
Sent: 6/11/2024 3:50:34 PM
Electronic Record and Signature Disclosure:
Not Offered via DocuSign
Shani Parker
[email protected]
Security Level: Email, Account Authentication
(None)
Sent: 6/11/2024 3:50:34 PM
Electronic Record and Signature Disclosure:
Not Offered via DocuSign
Jill Doohen
[email protected]
City of Beverly Hills
Security Level: Email, Account Authentication
(None)
Sent: 6/11/2024 3:50:35 PM
Electronic Record and Signature Disclosure:
Not Offered via DocuSign
Witness Events Signature Timestamp
Notary Events Signature Timestamp
Envelope Summary Events Status Timestamps
Envelope Sent Hashed/Encrypted 6/11/2024 3:50:34 PM
Payment Events Status Timestamps
ƚƚĂĐŚŵĞŶƚ3
1 B0785-0001\2974411v2.doc
RESOLUTION NO. PA-R-24-
RESOLUTION OF THE PARKING AUTHORITY OF THE
CITY OF BEVERLY HILLS APPROVING THE BUDGET
AND FINANCIAL POLICIES FOR THE 2024-25 FISCAL
YEAR AND APPROPRIATING FUNDS THEREFOR
The Board of the Parking Authority of the City of Beverly Hills does resolve as follows:
Section 1. That certain document entitled “Parking Authority of the City of Beverly Hills Fiscal Year 2024-25 Budget", a copy of which is on file in the office of the Secretary of the Parking Authority, which may hereafter be amended by the Board of the Parking Authority, is hereby approved as the budget for the Parking Authority of the City of Beverly Hills for the Fiscal Year 2024-25, beginning July 1, 2024.
Section 2. Appropriations in the amount not to exceed $27,477,912 are authorized for the purpose of carrying on the business of the Parking Authority.
Section 3. The Executive Director of the Parking Authority (“Executive Director”) or their designee may make budget adjustments to accounts, provided that the Parking Authority is within its approved budget.
Section 4. The Executive Director or their designee may appropriate up to $300,000 during the Fiscal Year from Parking Authority balances to any accounts as long as it meets the purposes of the Authority. In addition, the Executive Director or their designee may also authorize appropriations during the Fiscal Year to fulfill the Parking Authority’s obligations with respect to:
• Non-discretionary costs, including but not limited to:
o Debt service and related interest expense
o Credit card acceptance service charges
DocuSign Envelope ID: 59E18C17-6C66-4BBC-A39B-1DFD40A0256F 2 B0785-0001\2974411v2.doc
• Net neutral expenditures, including but not limited to:
o Reimbursed/reimbursable costs
o Pass through charges
o Expenses incurred as a percentage of revenue generated An annual report shall be made to the Board of the Parking Authority describing each appropriation, and the reason therefor.
Section 5. The Board of the Parking Authority ratifies the prior payment of budgeted demands from those funds which have been certified or approved by the Executive Director or their designee and may appropriate funds for non-budgeted items, and any such appropriation for a non-budgeted item shall constitute an approval to issue a warrant in payment of a proper demand or demands therefor.
Section 6. The Board of the Parking Authority hereby adopts the Comprehensive Financial Policies of the Parking Authority for Fiscal Year 2024-25, as attached to this resolution.
Section 7. In the case of fee-based activities, if the revenues for such programs exceed the amount budgeted, the Board of the Parking Authority hereby authorizes the Executive Director or their designee to increase the appropriation of said activity in the same amount of the increased revenue.
Section 8. The Executive Director or their designee is authorized to make such other revisions including individual line-item appropriations, changes in summaries, totals, grand totals, and other portions of the budget document as necessary to reflect and implement the programs specified in this resolution, and in full accordance with the direction provided by the Board of the Parking Authority up until the adoption of this resolution.
DocuSign Envelope ID: 59E18C17-6C66-4BBC-A39B-1DFD40A0256F 3 B0785-0001\2974411v2.doc
Section 9. The Secretary of the Parking Authority shall certify to the adoption of this resolution and shall cause this resolution and their certification to be entered in the Book of Resolutions of the Board of the Parking Authority.
Adopted:
___________________________
LESTER J. FRIEDMAN
Chairman of the Board
Parking Authority of the
City of Beverly Hills
ATTEST:
(SEAL)
HUMA AHMED
Secretary of the Parking Authority
APPROVED AS TO FORM: APPROVED AS TO CONTENT:
LAURENCE S. WIENER NANCY HUNT-COFFEY
General Counsel Executive Director
DocuSign Envelope ID: 59E18C17-6C66-4BBC-A39B-1DFD40A0256F DocuSign Envelope ID: 59E18C17-6C66-4BBC-A39B-1DFD40A0256F Certificate Of Completion
Envelope Id: 59E18C176C664BBCA39B1DFD40A0256F Status: Sent Subject: Complete with Docusign: CLEAN Resolution (3) PA Operating Budget - FY24-25.pdf Source Envelope:
Document Pages: 4 Signatures: 1 Envelope Originator:
Certificate Pages: 2 Initials: 0 Sivan Levin
AutoNav: Enabled
EnvelopeId Stamping: Enabled
Time Zone: (UTC-08:00) Pacific Time (US & Canada)
455 N. Rexford Drive
Beverly Hills, CA 90210
[email protected]
IP Address: 198.245.189.181
Record Tracking
Status: Original
6/11/2024 3:50:41 PM
Holder: Sivan Levin
[email protected]
Location: DocuSign
Signer Events Signature Timestamp
Laurence S. Wiener
[email protected]
Security Level: Email, Account Authentication
(None)
Signature Adoption: Pre-selected Style
Using IP Address: 208.87.235.180
Sent: 6/11/2024 3:51:52 PM
Resent: 6/12/2024 12:30:21 PM
Viewed: 6/12/2024 1:34:23 PM
Signed: 6/12/2024 1:34:33 PM
Electronic Record and Signature Disclosure:
Not Offered via DocuSign
Logan Phillippo
[email protected]
Real Property Development Manager
City of Beverly Hills
Security Level: Email, Account Authentication
(None)
Sent: 6/12/2024 1:34:35 PM
Electronic Record and Signature Disclosure:
Not Offered via DocuSign
Nancy Hunt-Coffey
[email protected]
Security Level: Email, Account Authentication
(None)
Electronic Record and Signature Disclosure:
Not Offered via DocuSign
Lester J. Friedman
[email protected]
Security Level: Email, Account Authentication
(None)
Electronic Record and Signature Disclosure:
Not Offered via DocuSign
Huma Ahmed
[email protected]
Security Level: Email, Account Authentication
(None)
Electronic Record and Signature Disclosure:
Not Offered via DocuSign
In Person Signer Events Signature Timestamp
Editor Delivery Events Status Timestamp
Agent Delivery Events Status Timestamp
Intermediary Delivery Events Status Timestamp
Certified Delivery Events Status Timestamp
Carbon Copy Events Status Timestamp
Brandy Gros
[email protected]
Security Level: Email, Account Authentication
(None)
Sent: 6/11/2024 3:51:51 PM
Electronic Record and Signature Disclosure:
Not Offered via DocuSign
Shani Parker
[email protected]
Security Level: Email, Account Authentication
(None)
Sent: 6/11/2024 3:51:51 PM
Electronic Record and Signature Disclosure:
Not Offered via DocuSign
Jill Doohen
[email protected]
City of Beverly Hills
Security Level: Email, Account Authentication
(None)
Sent: 6/11/2024 3:51:52 PM
Electronic Record and Signature Disclosure:
Not Offered via DocuSign
Witness Events Signature Timestamp
Notary Events Signature Timestamp
Envelope Summary Events Status Timestamps
Envelope Sent Hashed/Encrypted 6/11/2024 3:51:51 PM
Payment Events Status Timestamps
ƚƚĂĐŚŵĞŶƚ4
Amended and Restated
Executive Employee Compensation Plan
AMENDED AND RESTATED
EXECUTIVE EMPLOYEE COMPENSATION PLAN
Adopted: 06/18/2024
I. CITY MANAGER RESPONSIBILITIES AND AUTHORITY
The City Manager, as chief administrative officer of the City, and with responsibility for all employees not appointed by the City Council, is responsible for the administration and implementation of this compensation plan. The City Manager is responsible for attracting and hiring the very best candidates to fill Senior Executive, Executive, Assistant Director, and Senior Management positions with the City. The City Manager may also grant alternate workweek (such as 9/80 and 4/10) and flexible schedules instead of the traditional 5/40 schedule. The City Manager shall notify the City Council when granting any schedule other than the traditional 5/40 schedule.
II. SENIOR EXECUTIVES, EXECUTIVES, ASSISTANT DIRECTORS, AND
SENIOR MANAGEMENT EMPLOYEE BANDS
There shall be four bands of employees affected by this Compensation Plan.
They are classified as: Senior Executives, Executives, Assistant Directors, and Senior Management. The positions within each band are as follows:
Senior Executives
Assistant City Manager
Chief of Police
Fire Chief
Executives
Assistant Chief of Police
Chief Information Officer
Deputy City Manager
Deputy Fire Chief
Director of Community Development
Director of Community Services
Director of Finance
Director of Human Resources
Director of Public Works
Amended and Restated
Executive Employee Compensation Plan
-2-
Assistant Directors
Assistant Chief Information Officer
Assistant Director of Community Development/Building Official Assistant Director of Community Development/City Planner Assistant Director of Community Services
Assistant Director of Finance
Assistant Director of Human Resources
Assistant Director of Public Works/City Engineer
Deputy Director of Public Works/Operations
Utilities General Manager
Senior Management
Assistant City Clerk
City Architect
Deputy Director of Community Services
Deputy Director of Rent Stabilization
Deputy Director of Special Projects, Public Safety
The City Manager may make appointments within the prescribed bands of management for any position upon evaluation of employee qualifications and job responsibilities.
III. MANAGEMENT INCENTIVE PAY
Employees covered by this compensation plan shall be entitled to Management Incentive Pay (MIP) above their base pay, at rates established by the City Council, as listed below. MIP is a means of assuring the recruitment and retention of highly capable and qualified employees. It provides eligible employees extra pay for the unique nature of their jobs and the special skills, knowledge and abilities required.
The compensation is paid as earned for normally required duties performed during normal work hours. It is not compensation in lieu of overtime nor in lieu of other benefits that are excluded from consideration under the statutes and regulations of the Public Employees’ Retirement System.
Senior Executives and Executives will be entitled to $625.00 per month, Assistant Directors will be entitled to $400.00 per month, and Senior Management Employees will be entitled to $300.00 per month. Employees moving to a lower level will receive the MIP for the lower level on the effective date of the change.
Amended and Restated
Executive Employee Compensation Plan
-3-
IV. LEAVES
A. Holidays
Employees covered by this compensation plan shall be entitled to the following paid holidays if said employee worked the regularly assigned work period the day before and the day after the holiday or was absent on authorized paid leave during said period:
New Year's Day January 1
Martin Luther King Day 3rd Monday in January
Presidents’ Day 3rd Monday in February
Memorial Day Last Monday in May
Juneteenth June 19
Independence Day July 4
Labor Day First Monday in September
Veterans’ Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day after 4th Thursday in November Christmas Day December 25
If the following holidays (January 1, June 19, July 4, November 11, and December 25) fall on a Saturday, the preceding Friday shall be considered the holiday; if the holiday falls on Sunday, the following Monday shall be considered the holiday.
If the holiday falls on a day which is an off day for employees working the 9/80, 4/10 or another alternate or flexible schedule, those employees shall receive a floating holiday in lieu of the holiday. Employees shall receive the number of floating holiday hours equal to their normally scheduled hours for that particular workday. Floating holidays may be taken at the employee’s discretion, subject to approval of the Department Head or designee. Floating holidays may only be used after the holiday has occurred, unless the employee requests to use the floating day contiguous to the actual holiday.
If the employee does not use his/her floating holidays earned within the calendar year in which the employee has received it, he/she will not earn any additional floating holidays in subsequent years until the employee’s holiday balance reaches zero. Provided, however, that those floating holidays which are earned in November or December, may be held and may be used during the year granted and for two months of the following year.
B. Personal Holiday
Employees covered by this compensation plan shall be entitled to two paid personal holidays each fiscal year. Said holidays may be taken at the employees’ discretion subject to their supervisor’s approval. Employees are Amended and Restated
Executive Employee Compensation Plan
-4-
encouraged to use said personal holidays during the fiscal year they are accrued. Employees may not have more than two personal holidays on the books at any time. If at the end of a fiscal year, an employee still has personal holidays on the books, for the following fiscal year, the employee will receive only that amount of personal holidays that will bring the balance to two personal holidays. Personal holidays cannot be cashed out at the end of the fiscal year.
C. Vacation Leave
1. Authorization for Taking Vacation
Upon approval of their supervisor, employees may take accrued vacation leave.
2. Holidays During Vacations
When a holiday falls within an employee's vacation leave, the leave time shall be extended or credited by the amount of the holiday time.
3. Vacation Accumulation
Vacation credit shall be accrued biweekly at the following rates:
FIRST YEAR BEGINNING THE 2ND YEAR AFTER 14 YEARS
OF SERVICE OF SERVICE OF SERVICE
3.07 Hours 4.60 Hours 6.13 Hours
Bi-weekly Bi-weekly Bi-weekly
80 hours/yr. 120 hours/yr. 160 hours/yr.
Employees covered by this compensation plan who were hired before January 1, 2010 may accumulate accrued vacation up to a maximum of 240 hours, plus the current year’s accruals.
For example, employees earning vacation leave at the rate of 120 hours per year whose vacation accumulations at the beginning of the calendar year are less than 360 hours may accumulate vacation leave which will result in their balances being above 360 hours but these employees must not have more than 360 hours at the end of the calendar year (240 + 120). Likewise, employees earning 160 hours per year whose vacation accumulations at the beginning of a calendar year are less than 400 hours may accumulate annual vacation which will result in their balances being above 400 hours, but these employees must not have more than 400 hours at the end of the calendar year (240 + 160). Employees in their first through fourth years, earning at the applicable rate of 80 or 120 hours per year, normally will not have the Amended and Restated
Executive Employee Compensation Plan
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mathematical possibility of exceeding the applicable limit of either 320 hours (240 + 80) or 360 hours (240 + 120) for their level.
If an employee is above the applicable limit at the end of the calendar year (320, 360 or 400 hours), the employee will receive no additional vacation accumulation until his or her accumulation is below the applicable limit.
An employee hired or rehired on or after January 1, 2010 may not exceed the accumulation limit (320, 360 or 400 hours) at any time during the year and will not earn any additional vacation accumulation once the limit is reached and until the employee’s vacation accumulation falls below the applicable limit.
The City Manager may grant a temporary written waiver of the accumulation limit where an employee is unable to take vacation because of work scheduling or where required by law. Except as authorized by the City Manager according to this paragraph, any vacation leave credited to an employee above the applicable accumulation limit has not been earned and is credited in error. The vacation leave accumulation records of an employee may be corrected to remove such time credited in error.
By December 15 of each year, employees may make an irrevocable election to cash out up to one hundred and twenty (120) hours which will be earned in the following calendar year, provided that at the time of the cash out, the employee has a minimum of 240 hours of accrued vacation leave. To be eligible to cash out in excess of eighty (80) hours (up to the maximum of 120 hours) of accrued vacation, the employee must have used at least forty (40) hours of vacation within the payroll year. Otherwise, the employee will be cashed out of eighty (80) hours of accrued vacation hours.
The employee will be paid for the vacation hours (up to a maximum of one hundred and twenty (120) hours) they irrevocably elected to cash out on the first pay day in January of the following calendar year. The leave shall be paid at the employee’s rate of pay as of the last day of the calendar year for which the irrevocable election was made.
The City Manager may advance not more than 80 hours of vacation leave to new employees covered by this compensation plan as an advance of future vacation leave to be earned. An employee leaving City employment will not be paid for any portion of the advance that has not been earned at the time of separation. The City Manager may also advance the accumulation rate of a new employee based on years of prior service in other jurisdictions or upon prevailing market conditions.
Amended and Restated
Executive Employee Compensation Plan
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D. Sick Leave
Employees covered by this compensation plan shall accrue eight (8) hours of sick leave per month. The City Manager may advance not more than 80 hours of sick leave to new employees covered by this compensation plan as an advance of future sick leave to be earned. Hours advanced will not be eligible for cash conversion, under the Sick Leave Incentive or otherwise, unless and until earned.
1. Job Connected Disability
Except as provided herein, no employee shall be entitled to use accumulated sick leave during any period for which he/she is entitled to receive temporary disability indemnity under Division 4 (Section 3201, et. seq.) of the California Labor Code. Any employee (except members of the Fire and Police Service entitled to the industrial leave benefits of Section 4850 of the California Labor Code) entitled to receive temporary disability indemnity may elect (for a period not to exceed twelve (12) months after he/she first makes such election) to use as much of his/her accumulated sick leave or accumulated vacation, so when added to his/her temporary disability indemnity will result in a payment to him/her of not more than full base pay or wage.
2. Sick Leave Incentive
Employees covered by this compensation plan, who use twenty-eight (28) or fewer hours of sick leave in a single payroll year (defined as the year that ends at the end of the last full pay period in December where the payday is also in December), may receive cash payment for up to twenty-eight (28) hours of such sick leave during the month of January of the next succeeding year. The sick leave shall be paid at the employee’s then existing rate of pay.
a. In order to receive the cash payment, by December 15 of each year, employees may make an irrevocable election to cash out up to twenty-eight (28) hours of sick leave which will be earned in the following calendar year. If the irrevocable election is not made, the employee will not have any of his/her sick leave cashed out in January of the year after it was accrued.
E. Bereavement Leave
Bereavement leave is an absence occasioned by the death of a family member of the employee.
Amended and Restated
Executive Employee Compensation Plan
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Forty (40) hours of paid bereavement leave, per calendar year, may be used in the event of the death of a family member, herein defined as a spouse, registered domestic partner, parent, sibling, child, grandparent, in-law, or parent of registered domestic partner of the employee. These terms shall be defined by Labor Code section 245.5. In the event an employee needs additional time off for this leave, he/she may use up to 40 hours of sick leave per calendar year.
Requests for bereavement leave shall be made in writing, when feasible, and shall be approved by the Department Head in consultation with the Director of Human Resources. In the event the emergency required the presence of employee, and he/she could not prospectively make a request, subsequent approval must still be obtained in writing.
In addition to the above (which allows an employee up to 40 hours of paid bereavement leave as well as the ability to use an additional 40 hours of sick leave for bereavement) there is a right to use additional bereavement leave under the law.
For employees who have been with the City for at least thirty (30) days) who have exhausted both their paid bereavement leave and the five additional days of sick leave which can be used for bereavement, they may use up to five (5) days of bereavement leave for each death of a family member as defined above. This leave under the law must be used within three (3) months from the date of death. Although this is not City-paid leave, employees may use any accrued and available leave that is otherwise available to the employee for this purpose.
F. Witness and Jury Leave
Any employee who is required to serve as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding (except if the employee is a party to the proceeding and it is unrelated to their current or past public employment) shall be allowed time off with pay (no need to use accrued leaves) to serve as a witness.
If an employee attends any judicial or quasi-judicial proceeding to which they are a party that is unrelated to their current or past public employment, while the City will not provide paid time off to serve as a witness, the employee may use vacation or administrative leave for the time off to serve as a witness. If the employee attends any judicial or quasi-judicial proceeding to which they are a party that is related to their current or past public employment, they shall be allowed time off with pay (no need to use accrued leaves) to attend such a proceeding.
Amended and Restated
Executive Employee Compensation Plan
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All fees to which the employee is entitled by law for serving as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding shall be paid (less transportation allowance, if any) to the City.
Upon receipt of a jury summons, employees should notify their Department Head so that the request for jury duty can be considered relative to the pending projects of the department. This notification will give the Department Head and the employee’s supervisor an opportunity to discuss whether or not a postponement is necessary.
G. Professional Development Program
1. Employees covered by this compensation plan are eligible for this program.
A City paid leave of absence (sabbatical leave) program shall be established with the following privileges and restrictions:
The granting of sabbatical leaves shall be at the discretion of the City Manager.
2. Approval of requests for sabbatical leave shall be based on the following criteria:
a. Content of a leave program with a basic requirement that the program be designed to professionally develop the employee in a manner potentially beneficial to his or her City employment. b. A plan for maintaining work continuity of the employee's duties and responsibilities during his or her absence, with emphasis placed on development of subordinates through training assignments. c. Coordination with departmental priorities and workload. d. Employee's performance record.
3. Sabbatical leaves may allow up to Five Hundred Dollars ($500) for expenses.
4. Sabbatical leaves shall be restricted to one (1) leave up to ninety (90) calendar days, for each employee covered by this compensation plan each five (5) years with not more than three (3) employees participating in any one (1) year.
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5. Each participant in Sabbatical Leave Programs shall submit to the City Manager reports summarizing his or her activities prior to final approval of such programs.
6. Typical Sabbatical Leave Programs might include internships, on-loan executive programs, educational programs, travel-study programs, or authorship sabbaticals.
H. Administrative Leave
Each employee covered by this compensation plan will be granted up to 120 hours of Administrative Leave each calendar year (pro-rated for the first calendar year), all of which is available for use starting on January 1 of each year, but which accrues (for purposes of cash-out at the time of separation from City employment) pro-rata during each pay period throughout the year pursuant to the following:
Administrative Leave shall be granted in recognition of the fact that Executive Employees are not eligible for overtime pay, and of the nature of the work performance and expectations placed upon employees covered by this compensation plan. Administrative Leave shall be approved by the employee’s supervisor noting the needs of the department and the necessity of having personnel available for the effective functioning of the department.
At the end of each calendar year, employees covered by this compensation plan will receive cash payment for up to 80 hours of administrative leave earned but not taken as time off by the end of the payroll year. If the employee still has unused leave after the 80 hour maximum cash out, then whatever amount of leave is left will rollover to the next calendar year and the City will grant an additional number of hours to raise the employee’s administrative leave balance for that calendar year up to the maximum of 120 hours.
I. Miscellaneous Paid Leave
The City Manager may approve additional paid leave (including benefits) under certain conditions including: administrative investigations, employee's continuous absence if caused by an injury on duty, employee sick leave exhaustion, certain disciplinary procedures and other situations as deemed appropriate by the City Manager in the best interests of the City.
V. INSURANCE PROGRAMS
As of January 1, 2010, the provisions of this Section V shall no longer be applicable to Senior Executives, Executives, Assistant Directors, and Senior Management Employees. To the extent this Section V is specifically made applicable to Councilmembers and the City Treasurer by the terms of the City Amended and Restated
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Council and City Treasurer Compensation Plan, it shall continue to be applicable to them.
A. Medical Insurance
The City shall provide a medical insurance program to Senior Executive, Executive, Assistant Director and Senior Management employees, the cost of which shall be borne by the City. The City shall also provide a medical insurance program for City Councilmembers and City Treasurer (to the extent required by the terms of the City Council and City Treasurer Compensation Plan) during their terms of office, the cost of which shall be borne by the City.
The cost of the coverage may vary, contingent upon the number of dependents claimed. Insurance coverage is effective the first day of the month following the 30-day waiting period.
In the event an employee is on leave without pay as a result of an illness or injury and has exhausted 50% of vacation leave and all sick leave credit and all City Manager granted leave per Section IV(I) of this Plan, the City shall pay the medical insurance premium of an employee and dependents coverage to the limit of one month's coverage for each full year of said employee's City services.
The City shall pay, at the rate set forth below, the premium for employees and dependents, if any, for medical benefits during the continuous periods of an employee's unpaid absence if caused by an injury or job-related illness while on duty. The payment shall be at the rate of one month's premium contribution for each year of service or major portion thereof.
The City's present medical insurance plan is the CalPERS medical insurance plan.
The payment of benefits toward this medical insurance program will be through the administration of a flexible benefit (cafeteria plan) package. The City shall pay the minimum required under Government Code Section 22892 (b) or its successor on behalf of each participant in this program. A participant is defined as 1) any current employee and dependents, 2) an enrolled retiree and dependents, and 3) a surviving annuitant. In addition to the minimum payment required under Government Code Section 22892 (b) or its successor, flexible benefits shall be provided as follows:
1. For active Senior Executive, Executive, Assistant Director, and Senior Management employees, the City shall pay the difference between the minimum required under Government Code Section 22892 (b) or its successor and the actual cost of medical insurance premiums up to the full family coverage of the PERS Platinum Plan.
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2. For employees retiring (service retirement only) from the City of Beverly Hills after July 1, 1981, with the exception of those employees hired or promoted as a Senior Executive, Executive, Assistant Director and/or a Senior Management employee or equivalent former position on or after December 2, 1997, the City shall continue to pay the difference between the minimum required under Government Code Section 22892 (b) or its successor and the actual cost of medical insurance premiums up to the two party rate of the PERS Platinum Plan under CalPERS. In the event of the death of a retired employee, the City shall continue to pay the single party coverage rate of the PERS Platinum Plan under PERS for the spouse or registered domestic partner.
3. For employees hired or promoted as a Senior Executive, Executive, Assistant Director, and/or a Senior Management employee on or after December 2, 1997, the retiree medical insurance benefit shall be as follows:
a. Employee must complete a minimum of 5 years of full-time employment with the City of Beverly Hills; and
b. Receive a service retirement from the City of Beverly Hills; and c. Remain continuously retired from the City of Beverly Hills without reinstatement to active status with PERS. To remain eligible for this benefit, an employee cannot work for another PERS
contracting agency and make contributions to PERS to enhance his/her retirement.
For retirees meeting these conditions, the City shall continue to pay the difference between the minimum required under
Government Code Section 22892 (b) or its successor and the actual cost of medical insurance up to the two-party rate of the PERS Platinum plan under PERS for the employee and for the spouse or surviving spouse subject to the conditions below:
i) A spouse includes any marriage, domestic partnership, or civil union partner eligible for coverage under the applicable plan documents, such as a spouse, husband, wife or
registered domestic partner.
ii) An employee must elect City premium contributions above the statutory minimum for a surviving spouse upon the
spouse first being eligible for coverage under the City’s plan, at a cost of $10.00 per month while the employee is
employed and paid by payroll deduction based on a
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reduction in the City’s contribution toward coverage above the statutory minimum. Typically, election will occur at initial employment in the Executive Employee Group or at the date of a subsequent marriage or domestic partnership. An
employee who does not timely elect and pay the $10 monthly charge may not later elect surviving spouse premium
contributions. The employee payments are not refundable, even if an employee leaves City service without retiree medical coverage, gets divorced, terminates a domestic
partnership or is otherwise unable to take advantage of surviving spouse premium contributions.
4. With the concurrence of the City Manager, if an employee is hired in the Senior Executive, Executive, Assistant Director, and Senior Management group on or after December 2, 1997, but before January 1, 2010, and has previously retired from active status from an agency served by PERS; and is within the first five years of service as a fulltime permanent employee with the City of Beverly Hills; and was entitled to and receiving retiree medical benefits equal to the agency paying at least 25 percent of the premium for medical insurance for the employee; and that employee retires or separates from city service for any reason involving incapacitation or an inability to perform the duties of this employee’s position (expressly excludes but is not limited to voluntary retirement prior to the employee’s fifth anniversary of employment with the City of Beverly Hills and retirement in lieu of termination) then this employee shall be eligible for the benefit outlined in 3. Specifically, the City shall pay the cost of medical insurance premiums equal to the difference between the minimum required under Government Code Section 22892 (b) or its successor and the actual cost of medical insurance up to the two-party rate of the PERS Platinum plan under PERS.
B. Dental Insurance
The City shall provide one or more dental insurance plan(s) to active Senior Executive, Executive, Assistant Director, and Senior Management employees, the cost of which shall be borne by the City. The cost of the coverage may vary, contingent upon the number of dependents and/or spouse or domestic partner enrolled. Upon retirement, Department Director, Assistant Department Director and Senior Management employees can continue in the City's dental plan, at their own expense to the extent and subject to the terms and conditions of the then-applicable plan document.
The City reserves the right to modify or discontinue retiree dental based on availability, market conditions and other factors.
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C. Life Insurance
Senior Executive, Executive, Assistant Department, Director and Senior Management employees shall be entitled to a three hundred thousand dollar ($300,000) term life insurance policy under the City's life insurance program.
The full premium for such policy shall be paid for by the City under the life insurance program of its choosing. Each such employee shall have the option to purchase additional life insurance at the City's unit cost, if available.
D. Disability Insurance
The City shall provide, at employees’ taxable expense, long-term disability insurance for Senior Executive, Executive, Assistant Director, and Senior Management employees. This benefit shall be mandatory for each Senior Executive, Executive, Assistant Director, and Senior Management employee.
The disability plan will pay two thirds (66%) of the employee’s base pay, up to a maximum of $10,000 per month with a 90-day disability wait period.
E. Disability Leave - Extended Disability Base Pay and Benefits Continuance The City shall provide to each Senior Executive, Executive, Assistant Director, and Senior Management employee extended disability base pay and benefits (less legally required deductions) continuance in the event that an eligible employee sustains an injury or illness causing long term disability.
This continuance shall be up to 90 days, as approved by the City Manager at his/her sole discretion, upon recommendation from the Director of Human Resources.
After this period, or upon the commencement of disability benefits from insurance provided pursuant to subsection D above, whichever occurs first, the City’s Extended Disability Base Pay and Benefits Continuance shall stop.
To qualify for this pay and benefits continuance, an employee must notify the Risk Management Division in writing immediately upon becoming aware that an injury or illness may result in a long term disability. Risk Management Division, in consultation with the Human Resources Division, will contact the employee’s physicians and medical treatment centers as may be appropriate to determine the severity and scope of injury/illness and probable length of absence of the employee. The employee must also make himself or herself available for examination by a City appointed physician (at City expense).
The employee must file for disability insurance within the prescribed insurance required time-lines and provide the City with a written statement from a physician, satisfactory to the Risk Manager, detailing the employee’s injury or illness and recommending disability leave.
No Extended Disability Base Pay and Benefits Continuance shall be granted Amended and Restated
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for employees if they do not follow the procedures as set forth in this section or do not qualify for disability insurance.
Employees covered under this program shall not receive a monetary amount greater than they would normally receive if they had been working under normal conditions. Any disability indemnity received by the employee from the State of California for the purpose of insuring a weekly or monthly income as the result of the same work incurred injury for which the employee is receiving Extended Disability Base Pay and Benefits Continuance from the City shall be paid to the City.
F. Optical Insurance
The City shall provide one or more optical insurance plan(s) to active Senior Executive, Executive, Assistant Director, and Senior Management employees, the cost of which shall be borne by the City. The cost of the coverage may vary, contingent upon the number of dependents and/or spouse or domestic partner enrolled. Upon retirement, Senior Executive, Executive, Assistant Director and Senior Management employees can continue in the City's optical plan, at their own expense to the extent and subject to the terms and conditions of the then-applicable plan document.
The City reserves the right to modify or discontinue the retiree optical plan based on availability, market conditions and other factors.
VI. MEDICAL INSURANCE BENEFIT AND FLEXIBLE BENEFITS (CAFETERIA) PLAN
As of January 1, 2010, the provisions of this Section VI shall be applicable to Senior Executive, Executive, Assistant Directors, and Senior Management Employees.
The City shall contribute the PERS statutory minimum toward the cost of providing medical insurance on behalf of each participant in this program. A participant is defined as 1) any current employee and dependents, 2) an enrolled retiree and dependents, and 3) a surviving annuitant.
Effective January 1, 2023 through December 31, 2023, the monthly benefit, including the PERS Statutory minimum, will be $2,250.00 for the purchase of the eligible medical, dental and optical insurance benefits. If employees subject to the Management and Professional Employees Association MOU receive any future increase to the monthly benefit contribution, employees covered by this compensation plan shall receive the same increase.
As of January 2024, effective January 1 of each year through calendar year 2026, the monthly City contribution for the purchase of the optional medical, dental and Amended and Restated
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optical insurance benefits that is inclusive of the CalPERS statutory minimum shall be as follows:
COVERAGE LEVEL
TOTAL CITY
CONTRIBUTION
EFFECTIVE
JANUARY 1, 2024
TOTAL CITY
CONTRIBUTION
EFFECTIVE
JANUARY 1, 2025
TOTAL CITY
CONTRIBUTION
EFFECTIVE
JANUARY 1, 2026
Employee Only: $2,250 $2,250 $2,250
Employee Plus One
Dependent:
$2,300 $2,350 $2,400
Employee Plus Family: $2,550 $2,650 $2,750
If employee opts out of health insurance, or after selection of the various I.R.S. qualified benefits as detailed in this section, an employee has benefit contribution left over, the employee shall receive, in a taxable cash payment added to his or her bi-weekly payroll, that amount as determined by the difference between the employee’s selected benefits and the monthly benefit amount. Employees who opt out or who are enrolled in health insurance coverage at the employee only or employee + 1 level will be eligible to receive cash up to a maximum of $600 per month, and employees enrolled in health insurance coverage at the employee + family level will be eligible to receive cash up to a maximum of $500 per month.
If an employee “spends” more than what is allocated by the City in the Flexible Benefits (Cafeteria) Plan monthly allotment, the difference shall be deducted from that employee’s pay on a bi-monthly basis. Terms will be as specified in the applicable plan document(s) and any conflict will be resolved in favor of the plan document.
The various I.R.S. qualified benefits offered by the City are as follows:
A. Medical Insurance
The City shall provide a medical insurance program to employees covered by this compensation plan. The cost of the coverage may vary, contingent upon the number of dependents claimed. Eligible new hires are covered under the program on the first day of the month following the employee’s hire date.
In the event an employee covered by this compensation plan is on leave without pay as a result of an illness or injury, or job related illness or injury, and has exhausted all City Manager granted leave per Section IV(I) of this Plan, the City shall pay the employee’s applicable cafeteria plan contribution amount for one month for each full year of said employee's City service or major portion thereof, except where a greater contribution is required by law.
During such leave period employees are not eligible to receive taxable cash back as defined in Section VI.
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The City's present medical insurance plan is the CalPERS medical insurance plan.
B. Dental Insurance
The City shall provide a choice of one or more dental insurance plans to employees covered by this compensation plan. The cost of the coverage may vary, contingent upon the number of dependents and/or spouse or domestic partner enrolled and the level of plan services.
C. Optical Insurance
The City shall provide one or more optical insurance plans to employees covered by this compensation plan. The cost of the coverage may vary, contingent upon the number of dependents and/or spouse or domestic partner enrolled.
VII. OTHER BENEFITS
As of January 1, 2010, the provisions of this Section VII shall be applicable to Senior Executive, Executive, Assistant Department Directors, and Senior Management Employees.
A. Life Insurance
Employees covered by this section shall be entitled to a three hundred thousand dollar ($300,000) term life insurance policy under the City's life insurance program. The premium for such policy shall be paid for by the City under the life insurance program of its choosing. Each such employee shall have the option to purchase additional life insurance at the City's unit cost, if available.
B. Disability Insurance
The City shall contract for a long-term disability insurance plan for employees covered by this section. Each employee covered by this section shall be required to participate in the long-term disability insurance plan at his or her own expense. The disability plan will pay two thirds (66%) of the employee’s base pay, up to a maximum of $15,000 per month with a thirty (30) day disability wait period.
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C. Disability Leave - Extended Disability Base Pay and Benefits Continuance The City may provide to each employee covered by this compensation plan employee base pay and benefits (less legally required deductions) during a thirty-day period after the employee sustains an injury or illness causing long term disability, but before the employee receives benefits from any long term disability insurance policy. The decision whether to provide base pay and benefits during this thirty-day period shall be made by the City Manager, at the City Manager’s sole discretion, based upon medical information certified by a competent physician. To qualify for this base pay and benefits, the employee must notify the City Manager or the City Manager’s designee, in writing, immediately upon becoming aware that an injury or illness may result in a long-term disability and the employee must apply for disability insurance benefits as required by the disability insurance plan referenced in paragraph B above. Additionally, upon request by the City Manager or the City Manager’s designee, the employee shall provide the City with a written statement from a physician, satisfactory to the City Manager or the City Manager’s designee recommending disability leave. Upon authorization from the employee, the City Manager or the City Manager’s designee may request additional information from the employee’s physicians and medical treatment providers, as may be appropriate, to determine the severity and scope of injury/illness and probable length of absence of the employee. The employee must also make himself or herself available for examination by a Cityappointed physician at City expense.
No base pay or benefits shall be provided to the employee pursuant to this Paragraph C except in accordance with the procedures set forth in this Paragraph C. Nor shall any benefits be provided pursuant to this Paragraph C unless the employee qualifies for benefits under the long-term disability insurance plan referenced in Paragraph B above.
Nothing in this Paragraph C shall entitle the employee to total compensation that exceeds the base pay and benefits provided to the employee in the absence of a disability. Any disability indemnity received by the employee from the State of California intended to cover the period for which the employee has received base pay and benefits pursuant to this Paragraph C, shall be paid to the City.
D. Retirement Medical Benefit
1. For employees retiring (service retirement only) from the City of Beverly Hills after July 1, 1981, the City shall continue to pay the difference between the PERS statutory minimum and the actual cost of medical insurance premiums up to the two-party rate of the PERS Platinum Plan under PERS, with the exception of those employees hired and/or promoted as a Senior Executive, Executive, Assistant Department Amended and Restated
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Director, and/or a Senior Management employee on or after December 2, 1997. In the event of the death of a retired employee, the City shall continue to pay the difference between the PERS statutory minimum and the actual cost of medical insurance premiums up to the one-party rate of the PERS Platinum Plan under PERS for the spouse or registered domestic partner.
2. For employees hired and/or promoted as a Senior Executive, Executive, Assistant Department Director and/or a Senior Management employee on or after December 2, 1997, but on or before December 31, 2009, the retiree medical insurance benefit shall be as follows:
a) Employee must complete a minimum of 5 years of full-time employment with the City of Beverly Hills; and
b) Receive a service retirement from the City of Beverly Hills; and c) Remain continuously retired from the City of Beverly Hills without reinstatement to active status with PERS.
For retirees meeting these conditions, the City shall pay the difference between the PERS statutory minimum and the actual cost of medical insurance up to the two-party rate of the PERS Platinum plan under PERS:
i) A spouse includes any marriage, domestic partnership or civil union partner eligible for coverage under the applicable plan documents, such as a spouse, husband, wife or registered domestic partner.
ii) An employee must elect City premium contributions above the statutory minimum for a surviving spouse upon the spouse first being eligible for coverage under the City’s plan, at a cost of $10.00 per month while employed and paid by payroll deduction based on a reduction in the City’s contribution toward coverage above the statutory minimum. Typically, election will occur at initial employment in the Executive Employee Group or at the date of a subsequent marriage or domestic partnership. An employee who does not timely elect and pay the $10 monthly charge may not later elect surviving spouse premium contributions. The employee payments are not refundable, even if an employee leaves City service without retiree medical coverage, gets divorced, terminates a domestic partnership or is otherwise unable to take advantage of surviving spouse premium
contributions.
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3. Employees Hired on or after January 1, 2010:
As provided above in Section VI, effective January 1, 2010, the City will contribute, based on a qualifying retirement, the PERS statutory minimum on behalf of each participant in the program who has retired from City service.
In addition, for employees hired as a Senior Executive, Executive, Assistant Department Director, and/or a Senior Management employee on or after January 1, 2010, the City shall contribute $1,375.00 per month, or such amount as the City Council may establish from time-to-time, into a tax deferred IRS allowed account on behalf of such employees. These contributions are made while the employees are working for the City and in lieu of additional retiree medical insurance benefits. The assets in the tax deferred account will be vested after one year of service. This plan will be portable at the time the employee separates from City service. Terms of the plan will be determined by the plan document adopted by the City Council.
Employees who promote into the Executive Employee group on or after January 1, 2010, who were City employees as of December 31, 2009, will receive retiree medical benefits (based on their years of service with the City) in accordance with the benefits and plan under which they were covered immediately prior to the promotion.
An employee promoted to Fire Chief or Deputy Fire Chief from the sworn fire group after December 29, 2012, who is a “Member” of the Beverly Hills Firemen’s Association Post-Retirement Medical Benefit Plan and Trust (“Association Plan”), as defined in the Association Plan, on the date of promotion and who would be eligible for postretirement benefits under the Association Plan as a “Participant,” as defined in the Association Plan, except for the fact that the employee will no longer be a Member solely as a result of the promotion, will receive a substitute benefit consisting of the same benefit under the same terms as provided to other employees promoted to the Executive Employee group between December 2, 1997 and
December 31, 2009, as provided in Section VII, Paragraph D, SubParagraph 2, above. The benefit applicable to the Fire Chief and Deputy Fire Chief under this paragraph is operative until December 31, 2033 and will sunset after that date, if not sooner modified or terminated.
4. The provisions of Section D shall not apply to those employees (hired before January 1, 2010) who voluntarily elected to participate in the City’s Alternative Retirement Medical Plan (“ARMP”). Instead, retirement medical benefits will be governed by ARMP. If the Amended and Restated
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employee elected the Alternative Retiree Medical Program, the employee is not able to request reinstatement to the former (pre-2010) benefit plan. Employees who promote into the group are not eligible for a new actuarial of their ARMP benefit. If an employee elected the ARMP, leaves City employment, and is rehired, they will not be eligible for the retiree health contribution of $1375/month, but will still be governed by the terms of the ARMP. Additional terms may apply, as determined by the City Council, and established by the plan document adopted by the City Council.
E. Retirement Dental Benefit
Upon retirement, Employees covered by this compensation plan can continue in the City's dental plans, at their own expense to the extent and subject to the terms and conditions of the then-applicable plan document.
The City reserves the right to modify or discontinue retiree dental based on availability, market conditions and other factors.
F. Retirement Optical Benefit
Upon retirement, Employees covered by this compensation plan can continue in the City's optical plan, at their own expense to the extent and subject to the terms and conditions of the then-applicable plan document.
The City reserves the right to modify or discontinue retiree optical based on availability, market conditions and other factors.
VIII. SALARIES AND ANNUAL SALARY INCREASES
The City’s policy is to maintain a competitive pay structure that enables attraction and retention of highly experienced and effective Senior Executive, Executive, Assistant Directors, and Senior Managers.
The salary schedule for classifications represented in this Compensation Plan consists of four bands. Each band has a minimum and maximum salary with a forty-five percent (45%) differential from the minimum to the maximum, except for the Senior Management band which has a fifty-two (52%) differential between the minimum and maximum salary. The differential between each range is twenty-two percent (22%) applied to the maximum salary. Individuals in classifications covered under this Compensation Plan will be compensated at a base rate of pay equal or above the minimum of the approved salary range, and not at a base rate of pay that would exceed the maximum of the approved salary range. The Salary Schedule is identified in Appendix A.
Effective October 7, 2023 employees will receive a base salary increase of four and one half percent (4.5%).
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Effective the pay period including October 1, 2024, employees will receive a base salary increase of four and one half percent (4.5%).
Effective the pay period including October 1, 2025, employees will receive a base salary increase of four and one half percent (4.5%).
A. Salary Schedule Modifications
The salary schedule may be modified upon approval of the City Council.
Considerations for salary schedule modification may include one or more of the following:
• Increasing the salary structure based on a cost of living adjustment using the Consumer Price index data provided by the Bureau of Labor Statistics. Data will be reviewed using a 12 month average; • Increasing the salary structure to correspond to any negotiated increases of the City’s Management and Professional Employees Association; • Increasing or decreasing the salary range differentials and/or the differential between ranges.
B. Placement of Classifications within the Salary Structure • Classifications are placed within the salary structure as identified in Appendix A.
• Modifications to classification placement require City Manager recommendation and City Council approval.
• Modifications to the placement of classifications within the Salary Structure may be based on any one of the following or a combination of the following:
o Difficulty in recruitment of highly experienced individuals with qualifications exceeding minimum standards for the classification; o Market data of comparable agencies. The City Manager shall determine the procedures used to conduct a market survey. Market surveys are conducted to provide salary and total compensation data that will be evaluated against the City of Beverly Hills salary and total compensation data which may support modifications to the salary structure.
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C. Salary Placement for Individuals Upon Hire or Promotion Salary placement will be at least the minimum of the established salary range for the classification. Placement above the minimum may be made at the discretion of the City Manager. Placement above the minimum or movement within the salary range shall be considered when the individual appointed or promoted: exceeds the minimum qualification and/or experience of the position; the individual holds specialized certifications, licenses, skills, and/or abilities that would be beneficial to the City; and/or any other job-related factor that the City Manager deems relevant to the position and to the service of the City. In no case may an individual be compensated at a base salary above the approved maximum salary on the salary schedule.
D. Salary Adjustments to Individuals
The City Manager may authorize a salary adjustment to any individual during their service to the City. This salary adjustment is authorized at the sole discretion of the City Manager and is effective at the beginning of a pay period as identified by the City Manager. Consideration for an annual salary adjustment is generally made in conjunction with an annual performance evaluation although the City Manager may approve a salary adjustment at any time. For Assistant Directors and Senior Managers, a Senior Executive or Executive may submit a recommendation to the City Manager for consideration of the authorization for a salary adjustment. The salary adjustment may not result in an individual exceeding the maximum salary of the established salary range for his/her classification.
IX. WELLNESS PAY
The City agrees that employees will receive two percent (2.0%) of each employee’s annual base pay for wellness pay.
X. PAY FOR PERFORMANCE PROGRAM
Individuals covered under the Compensation Plan are expected to strive to meet and exceed the established goals and objectives set by the City Council.
A Pay for Performance Program, as set forth in this section, has been established for those individuals with superior performance who exceed the expectations set by the City Council and/or City Manager and meet the following criteria: (1) meet the annual goals and objectives established in their annual performance evaluation and (2) receives an overall superior rating of their performance on their annual performance evaluation. The Human Resources Department will assist the City Manager in the administration of this program. The City Manager is authorized to allot a Pay for Performance budget that totals no more than five percent (5%) of the combined annual Amended and Restated
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base salary for all job classifications covered and budgeted by this compensation plan as of June 30th of each fiscal year. Pay for Performance awards are paid subsequent to each fiscal year following receipt by Human Resources of the employee’s performance evaluation and approval of the City Manager.
The Pay for Performance payment is separate from and in addition to base salary. The performance of each employee will be evaluated at the completion of each fiscal year and those that are eligible and meet the criteria above are eligible for a lump sum payment up to ten percent (10%) of their base salary.
XI. UNIFORM ALLOWANCES
The Chief of Police, Fire Chief, Assistant Chief of Police and Deputy Fire Chief shall receive an 800.00 annual uniform allowance. The uniform allowance, which shall begin to be paid in the first pay period upon being hired, shall be paid as $30.77 each pay period. In calendar years in which there are 27 pay periods, employees shall not receive the uniform allowance payment for the 27th pay period.
XII. RETIREMENT
A. For “Classic Members” as Defined by PERS and the Public Employees’ Pension Reform Act of 2013 (PEPRA)
The City’s Retirement contract with PERS is at the 2.5% at 55 rate for miscellaneous employees and 3% at 50 for local safety employees hired on or before June 30, 2012.
The City amended its contract with PERS for local safety employees hired by the City after June 30, 2012 to provide a 3% at 55 rate and to use three year average final compensation as set forth in Government Code Section 20037.
Classic members will pay their 8% (miscellaneous) or 9% (safety) member contributions effective on the first day of the first full pay period following February 1, 2015.
B. For “New Members” as Defined by PERS and PEPRA
The PEPRA retirement formula 2% at 62 for miscellaneous employees and
2.7% at 57 for safety employees with final compensation based on the highest annual average compensation earnable over three consecutive years, as provided in the retirement law.
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New members will pay an additional amount for their retirement contribution as cost sharing in accordance with Government Code section 20516. New members employees are responsible for paying the employe contribution of one-half of the normal cost of the plan, as defined by CalPERS, through payroll deduction. This amount is currently determined by CalPERS and will continue to be determined by CalPERS in the future. The City has adopted the CalPERS resolution in accordance with IRS Code Section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis. The cost sharing provision above does not change this responsibility for paying onehalf the normal cost, which is defined in the annual actuarial valuation report provided by CalPERS.
C. Optional Benefits for Non-Sworn Employees
1. 1959 Survivor’s Benefit: The City is under contract with CalPERS which provides level 4 coverage under the 1959 Survivor’s Benefit, per Government Code section 21574.
2. Pre-Retirement Option 2 Benefit: The City’s contract with CalPERS provides the Pre-Retirement Optional Settlement 2 Benefit as set forth in Government Code § 21548 for Employees.
3. Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024.
4. Pre-Retirement Death Benefits: The City’s contract with CalPERS provides the benefit known as the pre-retirement death benefits to continue after remarriage of survivor as set forth in Government Code section 21551.
5. Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.
6. Retired Death Benefit: The City’s contract with CalPERS provides the $500 Retired Death benefit as set forth in Government Code section 21620.
7. Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.
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D. Optional Benefits for Sworn Employees
1. 1959 Survivor's Benefit: The City’s contract with CalPERS provides Level 4 coverage under the 1959 Survivor's Benefit per Government Code section 21574.
2. Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024.
3. Pre-Retirement Death Benefits: The City’s contract with CalPERS provides the benefit known as the pre-retirement death benefits to continue after remarriage of survivor as set forth in Government Code section 21551.
4. Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.
5. Retired Death Benefit: The City’s contract with CalPERS provides the $500 Retired Death benefit as set forth in Government Code section 21620.
6. Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.
7. Post Retirement Survivor Allowance as set forth in Government Code section 21635, 21624/21626.
All PERS benefits shall be provided in accord with the requirements of the Public Employees’ Retirement Law, commencing at Government Code §20000, and all applicable regulations and procedures of PERS, which shall prevail in the event of conflict with the provisions of this compensation plan.
XIII. SEPARATION FROM CITY SERVICE
A. Sick Leave Pay-Off
All accrued, unused sick leave earned and credited to each employee shall be the basis for determining the amount to be paid to each employee who qualifies to receive sick leave pay-off.
Employees covered by this compensation plan who have achieved seven (7) or more years of continuous service and are listed on the City's active payroll shall be eligible for sick leave pay-off upon termination of employment with the City, in accordance with the following.
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The rate of sick leave pay-off shall be calculated as follows:
- For the first 7 years of City service - 4% of accrued, unused sick leave per full year of service.
- For each year of City service thereafter - 6% of accrued, unused sick leave per full year of service to a maximum of 100%.
- Sick leave pay-off shall be calculated at the rate of base pay received by the employee at the time of termination. Each employee eligible to receive sick leave pay-off shall receive said pay-off at the time of termination.
B. Vacation and Administrative Leave Pay-Off
An employee who terminates from City service shall receive an amount equal to accrued, unused vacation at the time of termination. The rate of pay off shall be based on the rate of base pay received by the employee at the time of termination. An employee does not have the option of utilizing accrued, unused vacation in lieu of vacation pay-off at time of termination.
An employee who separates from City service shall be paid for the pro-rata share of administrative leave they have earned based on the number of completed weeks worked for the year.
If at the time of separation in the calendar year, an employee has used more administrative leave than they have earned (since it is available for use at the beginning of a calendar year but earned proportionally. i.e., 1/26 per pay period throughout the year) the additional hours will be deducted from leave cash outs available to the employee.
C. Notice of Termination/Severance
If the City determines to terminate an employee without cause (cause shall mean termination for conviction of a felony, or for malfeasance in office) after one full year of Executive Employee service the, City shall provide a Senior Executive or Executive employee with four (4) to twelve (12) months prior notice of the termination date; and shall provide an Assistant Director or a Senior Management employee with three (3) to eight (8) months prior notice of the termination date. The amount of notice within the applicable range shall be in the City Manager’s discretion. In lieu of providing the required notice above, the City Manager in his/her discretion may pay the eligible employee severance (severance shall include salary and benefits) at the rate of four (4) to twelve (12) months’ severance for a Senior Executive or Executive employee; and three (3) to eight (8) months’ severance for an Amended and Restated
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Assistant Director or a Senior Management employee, subject to the limitations set forth in Government Code section 53260, where applicable.
The minimum amount of severance may be granted within the City Manager’s discretion. The City Manager may grant severance above the minimum within the specified range only with City Council concurrence.
XIV. DEFERRED COMPENSATION
A. City Contribution
Effective October 2021, the City shall contribute at least $50.00 per month per Senior Executive, Executive, Assistant Director, and Senior Management employee to the City's deferred compensation program. If the employees covered by the Management and Professional Employees Association MOU receive an increase to the City’s monthly contribution to the deferred compensation program, employees covered by this compensation plan shall receive the same increase.
B. Conversion of Sick Leave to Deferred Compensation
Employees covered by this compensation plan may convert accumulated sick leave to base pay. Per IRS regulations, converted sick leave may only be used to fund “catch up” contributions to deferred compensation, therefore, an employee must first contribute the maximum to their respective deferred compensation account before they are permitted to use their sick leave to make “catch up” contributions. The following restrictions apply to this program.
1) The employee shall have a minimum of 7 years of service with the City of Beverly Hills.
2) The individual’s sick leave accrual cannot be reduced below 240 hours.
3) Contribution amounts and deferral limits will be governed by IRS Code restrictions and the deferred compensation plan rules related to “catch-up” contributions.
4) A conversion of no more than the amount which will bring the annual deferral to the maximum permitted by law is allowed.
5) The conversion will be at the then existing sick leave payoff percentage.
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EXECUTIVE AND SENIOR MANAGEMENT COMPENSATION PLAN
Salary Bands Effective 10/07/2023
Salary
Band
Band Name Classification Monthly
Band
Minimum
Band
Maximum
A Senior
Management
Assistant City Clerk
City Architect
Deputy Director of Community Services
Deputy Director of Rent Stabilization
Deputy Director of Special Projects, Public Safety
$11,894.17 $18,070.65
B Assistant
Directors
Assistant Chief Information Officer
Assistant Director of Community Development/Building
Official
Assistant Director of Community Development/City
Planner
Assistant Director of Community Services
Assistant Director of Finance
Assistant Director of Human Resources
Assistant Director of Public Works/City Engineer
Deputy Director of Public Works/Operations
Utilities General Manager
$15,179.74 $21,965.07
C Executives Assistant Chief of Police
Chief Information Officer
Deputy City Manager
Deputy Fire Chief
Director of Community Development
Director of Community Services
Director of Finance
Director of Human Resources
Director of Public Works
$18,451.18 $26,698.81
D Senior
Executives
Assistant City Manager
Chief of Police
Fire Chief
$22,427.13 $32,453.46
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EXECUTIVE AND SENIOR MANAGEMENT COMPENSATION PLAN
Salary Bands Effective 09/21/2024
Salary
Band
Band Name Classification Monthly
Band
Minimum
Band
Maximum
A Senior
Management
Assistant City Clerk
City Architect
Deputy Director of Community Services
Deputy Director of Rent Stabilization
Deputy Director of Special Projects, Public Safety
$12,429.40 $18,883.83
B Assistant
Directors
Assistant Chief Information Officer
Assistant Director of Community Development/Building
Official
Assistant Director of Community Development/City
Planner
Assistant Director of Community Services
Assistant Director of Finance
Assistant Director of Human Resources
Assistant Director of Public Works/City Engineer
Deputy Director of Public Works/Operations
Utilities General Manager
$15,862.83 $22,953.49
C Executives Assistant Chief of Police
Chief Information Officer
Deputy City Manager
Deputy Fire Chief
Director of Community Development
Director of Community Services
Director of Finance
Director of Human Resources
Director of Public Works
$19,281.48 $27,900.26
D Senior
Executives
Assistant City Manager
Chief of Police
Fire Chief
$23,436.35 $33,913.86
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EXECUTIVE AND SENIOR MANAGEMENT COMPENSATION PLAN
Salary Bands Effective 09/20/2025
Salary
Band
Band Name Classification Monthly
Band
Minimum
Band
Maximum
A Senior
Management
Assistant City Clerk
City Architect
Deputy Director of Community Services
Deputy Director of Rent Stabilization
Deputy Director of Special Projects, Public Safety
$12,988.73 $19,733.60
B Assistant
Directors
Assistant Chief Information Officer
Assistant Director of Community Development/Building
Official
Assistant Director of Community Development/City
Planner
Assistant Director of Community Services
Assistant Director of Finance
Assistant Director of Human Resources
Assistant Director of Public Works/City Engineer
Deputy Director of Public Works/Operations
Utilities General Manager
$16,576.65 $23,986.40
C Executives Assistant Chief of Police
Chief Information Officer
Deputy City Manager
Deputy Fire Chief
Director of Community Development
Director of Community Services
Director of Finance
Director of Human Resources
Director of Public Works
$20,149.15 $29,155.77
D Senior
Executives
Assistant City Manager
Chief of Police
Fire Chief
$24,490.99 $35,439.99
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Amended and Restated
Executive Employee Compensation Plan
AMENDED AND RESTATED
EXECUTIVE EMPLOYEE COMPENSATION PLAN
Adopted: 12/05/202306/18/2024
I. CITY MANAGER RESPONSIBILITIES AND AUTHORITY
The City Manager, as chief administrative officer of the City, and with responsibility for all employees not appointed by the City Council, is responsible for the administration and implementation of this compensation plan. The City Manager is responsible for attracting and hiring the very best candidates to fill Senior Executive, Executive, Assistant Director, and Senior Management positions with the City. The City Manager may also grant alternate workweek (such as 9/80 and 4/10) and flexible schedules instead of the traditional 5/40 schedule. The City Manager shall notify the City Council when granting any schedule other than the traditional 5/40 schedule.
II. SENIOR EXECUTIVES, EXECUTIVES, ASSISTANT DIRECTORS, AND
SENIOR MANAGEMENT EMPLOYEE BANDS
There shall be four bands of employees affected by this Compensation Plan.
They are classified as: Senior Executives, Executives, Assistant Directors, and Senior Management. The positions within each band are as follows:
Senior Executives
Assistant City Manager
Chief of Police
Fire Chief
Executives
Assistant Chief of Police
Chief Information Officer
Deputy City Manager
Deputy Fire Chief
Director of Community Development
Director of Community Services
Director of Finance
Director of Human Resources
Director of Public Works
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Assistant Directors
Assistant Chief Information Officer
Assistant Director of Community Development/Building Official Assistant Director of Community Development/City Planner Assistant Director of Community Services
Assistant Director of Finance
Assistant Director of Human Resources
Assistant Director of Public Works/City Engineer
Deputy Director of Public Works/Operations
Senior Policy and Management Administrator, Public Safety Utilities General Manager
Senior Management
Assistant City Clerk
City Architect
Deputy Director of Community Services
Deputy Director of Rent Stabilization
Deputy Director of Special Projects, Public Safety
The City Manager may make appointments within the prescribed bands of management for any position upon evaluation of employee qualifications and job responsibilities.
III. MANAGEMENT INCENTIVE PAY
Employees covered by this compensation plan shall be entitled to Management Incentive Pay (MIP) above their base pay, at rates established by the City Council, as listed below. MIP is a means of assuring the recruitment and retention of highly capable and qualified employees. It provides eligible employees extra pay for the unique nature of their jobs and the special skills, knowledge and abilities required.
The compensation is paid as earned for normally required duties performed during normal work hours. It is not compensation in lieu of overtime nor in lieu of other benefits that are excluded from consideration under the statutes and regulations of the Public Employees’ Retirement System.
Senior Executives and Executives will be entitled to $625.00 per month, Assistant Directors will be entitled to $400.00 per month, and Senior Management Employees will be entitled to $300.00 per month. Employees moving to a lower level will receive the MIP for the lower level on the effective date of the change.
IV. LEAVES
A. Holidays
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Employees covered by this compensation plan shall be entitled to the following paid holidays if said employee worked the regularly assigned work period the day before and the day after the holiday or was absent on authorized paid leave during said period:
New Year's Day January 1
Martin Luther King Day 3rd Monday in January
Presidents’ Day 3rd Monday in February
Memorial Day Last Monday in May
Juneteenth June 19
Independence Day July 4
Labor Day First Monday in September
Veterans’ Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day after 4th Thursday in November Christmas Day December 25
If the following holidays (January 1, June 19, July 4, November 11, and December 25) fall on a Saturday, the preceding Friday shall be considered the holiday; if the holiday falls on Sunday, the following Monday shall be considered the holiday.
If the holiday falls on a day which is an off day for employees working the 9/80, 4/10 or another alternate or flexible schedule, those employees shall receive a floating holiday in lieu of the holiday. Employees shall receive the number of floating holiday hours equal to their normally scheduled hours for that particular workday. Floating holidays may be taken at the employee’s discretion, subject to approval of the Department Head or designee. Floating holidays may only be used after the holiday has occurred, unless the employee requests to use the floating day contiguous to the actual holiday.
If the employee does not use his/her floating holidays earned within the calendar year in which the employee has received it, he/she will not earn any additional floating holidays in subsequent years until the employee’s holiday balance reaches zero. Provided, however, that those floating holidays which are earned in November or December, may be held and may be used during the year granted and for two months of the following year.
B. Personal Holiday
Employees covered by this compensation plan shall be entitled to two paid personal holidays each fiscal year. Said holidays may be taken at the employees’ discretion subject to their supervisor’s approval. Employees are encouraged to use said personal holidays during the fiscal year they are accrued. Employees may not have more than two personal holidays on the books at any time. If at the end of a fiscal year, an employee still has personal holidays on the books, for the following fiscal year, the employee will receive Amended and Restated
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only that amount of personal holidays that will bring the balance to two personal holidays. Personal holidays cannot be cashed out at the end of the fiscal year.
C. Vacation Leave
1. Authorization for Taking Vacation
Upon approval of their supervisor, employees may take accrued vacation leave.
2. Holidays During Vacations
When a holiday falls within an employee's vacation leave, the leave time shall be extended or credited by the amount of the holiday time.
3. Vacation Accumulation
Vacation credit shall be accrued biweekly at the following rates:
FIRST YEAR BEGINNING THE 2ND YEAR AFTER 14 YEARS
OF SERVICE OF SERVICE OF SERVICE
3.07 Hours 4.60 Hours 6.13 Hours
Bi-weekly Bi-weekly Bi-weekly
80 hours/yr. 120 hours/yr. 160 hours/yr.
Employees covered by this compensation plan who were hired before January 1, 2010 may accumulate accrued vacation up to a maximum of 240 hours, plus the current year’s accruals.
For example, employees earning vacation leave at the rate of 120 hours per year whose vacation accumulations at the beginning of the calendar year are less than 360 hours may accumulate vacation leave which will result in their balances being above 360 hours but these employees must not have more than 360 hours at the end of the calendar year (240 + 120). Likewise, employees earning 160 hours per year whose vacation accumulations at the beginning of a calendar year are less than 400 hours may accumulate annual vacation which will result in their balances being above 400 hours, but these employees must not have more than 400 hours at the end of the calendar year (240 + 160). Employees in their first through fourth years, earning at the applicable rate of 80 or 120 hours per year, normally will not have the mathematical possibility of exceeding the applicable limit of either 320 hours (240 + 80) or 360 hours (240 + 120) for their level.
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If an employee is above the applicable limit at the end of the calendar year (320, 360 or 400 hours), the employee will receive no additional vacation accumulation until his or her accumulation is below the applicable limit.
An employee hired or rehired on or after January 1, 2010 may not exceed the accumulation limit (320, 360 or 400 hours) at any time during the year and will not earn any additional vacation accumulation once the limit is reached and until the employee’s vacation accumulation falls below the applicable limit.
The City Manager may grant a temporary written waiver of the accumulation limit where an employee is unable to take vacation because of work scheduling or where required by law. Except as authorized by the City Manager according to this paragraph, any vacation leave credited to an employee above the applicable accumulation limit has not been earned and is credited in error. The vacation leave accumulation records of an employee may be corrected to remove such time credited in error.
By December 15 of each year, employees may make an irrevocable election to cash out up to one hundred and twenty (120) hours which will be earned in the following calendar year, provided that at the time of the cash out, the employee has a minimum of 240 hours of accrued vacation leave. To be eligible to cash out in excess of eighty (80) hours (up to the maximum of 120 hours) of accrued vacation, the employee must have used at least forty (40) hours of vacation within the payroll year. Otherwise, the employee will be cashed out of eighty (80) hours of accrued vacation hours.
The employee will be paid for the vacation hours (up to a maximum of one hundred and twenty (120) hours) they irrevocably elected to cash out on the first pay day in January of the following calendar year. The leave shall be paid at the employee’s rate of pay as of the last day of the calendar year for which the irrevocable election was made.
The City Manager may advance not more than 80 hours of vacation leave to new employees covered by this compensation plan as an advance of future vacation leave to be earned. An employee leaving City employment will not be paid for any portion of the advance that has not been earned at the time of separation. The City Manager may also advance the accumulation rate of a new employee based on years of prior service in other jurisdictions or upon prevailing market conditions.
D. Sick Leave
Employees covered by this compensation plan shall accrue eight (8) hours of sick leave per month. The City Manager may advance not more than 80 hours of sick leave to new employees covered by this compensation plan as Amended and Restated
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an advance of future sick leave to be earned. Hours advanced will not be eligible for cash conversion, under the Sick Leave Incentive or otherwise, unless and until earned.
1. Job Connected Disability
Except as provided herein, no employee shall be entitled to use accumulated sick leave during any period for which he/she is entitled to receive temporary disability indemnity under Division 4 (Section 3201, et. seq.) of the California Labor Code. Any employee (except members of the Fire and Police Service entitled to the industrial leave benefits of Section 4850 of the California Labor Code) entitled to receive temporary disability indemnity may elect (for a period not to exceed twelve (12) months after he/she first makes such election) to use as much of his/her accumulated sick leave or accumulated vacation, so when added to his/her temporary disability indemnity will result in a payment to him/her of not more than full base pay or wage.
2. Sick Leave Incentive
Employees covered by this compensation plan, who use twenty-eight (28) or fewer hours of sick leave in a single payroll year (defined as the year that ends at the end of the last full pay period in December where the payday is also in December), may receive cash payment for up to twenty-eight (28) hours of such sick leave during the month of January of the next succeeding year. The sick leave shall be paid at the employee’s then existing rate of pay.
a. In order to receive the cash payment, by December 15 of each year, employees may make an irrevocable election to cash out up to twenty-eight (28) hours of sick leave which will be earned in the following calendar year. If the irrevocable election is not made, the employee will not have any of his/her sick leave cashed out in January of the year after it was accrued.
E. Bereavement Leave
Bereavement leave is an absence occasioned by the death of a family member of the employee.
Forty (40) hours of paid bereavement leave, per calendar year, may be used in the event of the death of a family member, herein defined as a spouse, registered domestic partner, parent, sibling, child, grandparent, in-law, or parent of registered domestic partner of the employee. These terms shall be defined by Labor Code section 245.5. In the event an employee needs Amended and Restated
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additional time off for this leave, he/she may use up to 40 hours of sick leave per calendar year.
Requests for bereavement leave shall be made in writing, when feasible, and shall be approved by the Department Head in consultation with the Director of Human Resources. In the event the emergency required the presence of employee, and he/she could not prospectively make a request, subsequent approval must still be obtained in writing.
In addition to the above (which allows an employee up to 40 hours of paid bereavement leave as well as the ability to use an additional 40 hours of sick leave for bereavement) there is a right to use additional bereavement leave under the law.
For employees who have been with the City for at least thirty (30) days) who have exhausted both their paid bereavement leave and the five additional days of sick leave which can be used for bereavement, they may use up to five (5) days of bereavement leave for each death of a family member as defined above. This leave under the law must be used within three (3) months from the date of death. Although this is not City-paid leave, employees may use any accrued and available leave that is otherwise available to the employee for this purpose.
F. Witness and Jury Leave
Any employee who is required to serve as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding (except if the employee is a party to the proceeding and it is unrelated to their current or past public employment) shall be allowed time off with pay (no need to use accrued leaves) to serve as a witness.
If an employee attends any judicial or quasi-judicial proceeding to which they are a party that is unrelated to their current or past public employment, while the City will not provide paid time off to serve as a witness, the employee may use vacation or administrative leave for the time off to serve as a witness. If the employee attends any judicial or quasi-judicial proceeding to which they are a party that is related to their current or past public employment, they shall be allowed time off with pay (no need to use accrued leaves) to attend such a proceeding.
All fees to which the employee is entitled by law for serving as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding shall be paid (less transportation allowance, if any) to the City.
Upon receipt of a jury summons, employees should notify their Department Head so that the request for jury duty can be considered relative to the Amended and Restated
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pending projects of the department. This notification will give the Department Head and the employee’s supervisor an opportunity to discuss whether or not a postponement is necessary.
G. Professional Development Program
1. Employees covered by this compensation plan are eligible for this program.
A City paid leave of absence (sabbatical leave) program shall be established with the following privileges and restrictions:
The granting of sabbatical leaves shall be at the discretion of the City Manager.
2. Approval of requests for sabbatical leave shall be based on the following criteria:
a. Content of a leave program with a basic requirement that the program be designed to professionally develop the employee in a manner potentially beneficial to his or her City employment. b. A plan for maintaining work continuity of the employee's duties and responsibilities during his or her absence, with emphasis placed on development of subordinates through training assignments. c. Coordination with departmental priorities and workload. d. Employee's performance record.
3. Sabbatical leaves may allow up to Five Hundred Dollars ($500) for expenses.
4. Sabbatical leaves shall be restricted to one (1) leave up to ninety (90) calendar days, for each employee covered by this compensation plan each five (5) years with not more than three (3) employees participating in any one (1) year.
5. Each participant in Sabbatical Leave Programs shall submit to the City Manager reports summarizing his or her activities prior to final approval of such programs.
6. Typical Sabbatical Leave Programs might include internships, on-loan executive programs, educational programs, travel-study programs, or authorship sabbaticals.
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H. Administrative Leave
Each employee covered by this compensation plan will be granted up to 120 hours of Administrative Leave each calendar year (pro-rated for the first calendar year), all of which is available for use starting on January 1 of each year, but which accrues (for purposes of cash-out at the time of separation from City employment) pro-rata during each pay period throughout the year pursuant to the following:
Administrative Leave shall be granted in recognition of the fact that Executive Employees are not eligible for overtime pay, and of the nature of the work performance and expectations placed upon employees covered by this compensation plan. Administrative Leave shall be approved by the employee’s supervisor noting the needs of the department and the necessity of having personnel available for the effective functioning of the department.
At the end of each calendar year, employees covered by this compensation plan will receive cash payment for up to 80 hours of administrative leave earned but not taken as time off by the end of the payroll year. If the employee still has unused leave after the 80 hour maximum cash out, then whatever amount of leave is left will rollover to the next calendar year and the City will grant an additional number of hours to raise the employee’s administrative leave balance for that calendar year up to the maximum of 120 hours.
I. Miscellaneous Paid Leave
The City Manager may approve additional paid leave (including benefits) under certain conditions including: administrative investigations, employee's continuous absence if caused by an injury on duty, employee sick leave exhaustion, certain disciplinary procedures and other situations as deemed appropriate by the City Manager in the best interests of the City.
V. INSURANCE PROGRAMS
As of January 1, 2010, the provisions of this Section V shall no longer be applicable to Senior Executives, Executives, Assistant Directors, and Senior Management Employees. To the extent this Section V is specifically made applicable to Councilmembers and the City Treasurer by the terms of the City Council and City Treasurer Compensation Plan, it shall continue to be applicable to them.
A. Medical Insurance
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The City shall provide a medical insurance program to Senior Executive, Executive, Assistant Director and Senior Management employees, the cost of which shall be borne by the City. The City shall also provide a medical insurance program for City Councilmembers and City Treasurer (to the extent required by the terms of the City Council and City Treasurer Compensation Plan) during their terms of office, the cost of which shall be borne by the City.
The cost of the coverage may vary, contingent upon the number of dependents claimed. Insurance coverage is effective the first day of the month following the 30-day waiting period.
In the event an employee is on leave without pay as a result of an illness or injury and has exhausted 50% of vacation leave and all sick leave credit and all City Manager granted leave per Section IV(I) of this Plan, the City shall pay the medical insurance premium of an employee and dependents coverage to the limit of one month's coverage for each full year of said employee's City services.
The City shall pay, at the rate set forth below, the premium for employees and dependents, if any, for medical benefits during the continuous periods of an employee's unpaid absence if caused by an injury or job-related illness while on duty. The payment shall be at the rate of one month's premium contribution for each year of service or major portion thereof.
The City's present medical insurance plan is the CalPERS medical insurance plan.
The payment of benefits toward this medical insurance program will be through the administration of a flexible benefit (cafeteria plan) package. The City shall pay the minimum required under Government Code Section 22892 (b) or its successor on behalf of each participant in this program. A participant is defined as 1) any current employee and dependents, 2) an enrolled retiree and dependents, and 3) a surviving annuitant. In addition to the minimum payment required under Government Code Section 22892 (b) or its successor, flexible benefits shall be provided as follows:
1. For active Senior Executive, Executive, Assistant Director, and Senior Management employees, the City shall pay the difference between the minimum required under Government Code Section 22892 (b) or its successor and the actual cost of medical insurance premiums up to the full family coverage of the PERS Platinum Plan.
2. For employees retiring (service retirement only) from the City of Beverly Hills after July 1, 1981, with the exception of those employees hired or promoted as a Senior Executive, Executive, Assistant Director and/or a Senior Management employee or equivalent former position on or after December 2, 1997, the City shall continue to pay the Amended and Restated
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difference between the minimum required under Government Code Section 22892 (b) or its successor and the actual cost of medical insurance premiums up to the two party rate of the PERS Platinum Plan under CalPERS. In the event of the death of a retired employee, the City shall continue to pay the single party coverage rate of the PERS Platinum Plan under PERS for the spouse or registered domestic partner.
3. For employees hired or promoted as a Senior Executive, Executive, Assistant Director, and/or a Senior Management employee on or after December 2, 1997, the retiree medical insurance benefit shall be as follows:
a. Employee must complete a minimum of 5 years of full-time employment with the City of Beverly Hills; and
b. Receive a service retirement from the City of Beverly Hills; and c. Remain continuously retired from the City of Beverly Hills without reinstatement to active status with PERS. To remain eligible for this benefit, an employee cannot work for another PERS
contracting agency and make contributions to PERS to enhance his/her retirement.
For retirees meeting these conditions, the City shall continue to pay the difference between the minimum required under
Government Code Section 22892 (b) or its successor and the actual cost of medical insurance up to the two-party rate of the PERS Platinum plan under PERS for the employee and for the spouse or surviving spouse subject to the conditions below:
i) A spouse includes any marriage, domestic partnership, or civil union partner eligible for coverage under the applicable plan documents, such as a spouse, husband, wife or
registered domestic partner.
ii) An employee must elect City premium contributions above the statutory minimum for a surviving spouse upon the
spouse first being eligible for coverage under the City’s plan, at a cost of $10.00 per month while the employee is
employed and paid by payroll deduction based on a
reduction in the City’s contribution toward coverage above the statutory minimum. Typically, election will occur at initial employment in the Executive Employee Group or at the date of a subsequent marriage or domestic partnership. An
employee who does not timely elect and pay the $10 monthly Amended and Restated
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charge may not later elect surviving spouse premium
contributions. The employee payments are not refundable, even if an employee leaves City service without retiree medical coverage, gets divorced, terminates a domestic
partnership or is otherwise unable to take advantage of surviving spouse premium contributions.
4. With the concurrence of the City Manager, if an employee is hired in the Senior Executive, Executive, Assistant Director, and Senior Management group on or after December 2, 1997, but before January 1, 2010, and has previously retired from active status from an agency served by PERS; and is within the first five years of service as a fulltime permanent employee with the City of Beverly Hills; and was entitled to and receiving retiree medical benefits equal to the agency paying at least 25 percent of the premium for medical insurance for the employee; and that employee retires or separates from city service for any reason involving incapacitation or an inability to perform the duties of this employee’s position (expressly excludes but is not limited to voluntary retirement prior to the employee’s fifth anniversary of employment with the City of Beverly Hills and retirement in lieu of termination) then this employee shall be eligible for the benefit outlined in 3. Specifically, the City shall pay the cost of medical insurance premiums equal to the difference between the minimum required under Government Code Section 22892 (b) or its successor and the actual cost of medical insurance up to the two-party rate of the PERS Platinum plan under PERS.
B. Dental Insurance
The City shall provide one or more dental insurance plan(s) to active Senior Executive, Executive, Assistant Director, and Senior Management employees, the cost of which shall be borne by the City. The cost of the coverage may vary, contingent upon the number of dependents and/or spouse or domestic partner enrolled. Upon retirement, Department Director, Assistant Department Director and Senior Management employees can continue in the City's dental plan, at their own expense to the extent and subject to the terms and conditions of the then-applicable plan document.
The City reserves the right to modify or discontinue retiree dental based on availability, market conditions and other factors.
C. Life Insurance
Senior Executive, Executive, Assistant Department, Director and Senior Management employees shall be entitled to a three hundred thousand dollar ($300,000) term life insurance policy under the City's life insurance program.
The full premium for such policy shall be paid for by the City under the life Amended and Restated
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insurance program of its choosing. Each such employee shall have the option to purchase additional life insurance at the City's unit cost, if available.
D. Disability Insurance
The City shall provide, at employees’ taxable expense, long-term disability insurance for Senior Executive, Executive, Assistant Director, and Senior Management employees. This benefit shall be mandatory for each Senior Executive, Executive, Assistant Director, and Senior Management employee.
The disability plan will pay two thirds (66%) of the employee’s base pay, up to a maximum of $10,000 per month with a 90-day disability wait period.
E. Disability Leave - Extended Disability Base Pay and Benefits Continuance The City shall provide to each Senior Executive, Executive, Assistant Director, and Senior Management employee extended disability base pay and benefits (less legally required deductions) continuance in the event that an eligible employee sustains an injury or illness causing long term disability.
This continuance shall be up to 90 days, as approved by the City Manager at his/her sole discretion, upon recommendation from the Director of Human Resources.
After this period, or upon the commencement of disability benefits from insurance provided pursuant to subsection D above, whichever occurs first, the City’s Extended Disability Base Pay and Benefits Continuance shall stop.
To qualify for this pay and benefits continuance, an employee must notify the Risk Management Division in writing immediately upon becoming aware that an injury or illness may result in a long term disability. Risk Management Division, in consultation with the Human Resources Division, will contact the employee’s physicians and medical treatment centers as may be appropriate to determine the severity and scope of injury/illness and probable length of absence of the employee. The employee must also make himself or herself available for examination by a City appointed physician (at City expense).
The employee must file for disability insurance within the prescribed insurance required time-lines and provide the City with a written statement from a physician, satisfactory to the Risk Manager, detailing the employee’s injury or illness and recommending disability leave.
No Extended Disability Base Pay and Benefits Continuance shall be granted for employees if they do not follow the procedures as set forth in this section or do not qualify for disability insurance.
Employees covered under this program shall not receive a monetary amount greater than they would normally receive if they had been working under normal conditions. Any disability indemnity received by the employee from the State of California for the purpose of insuring a weekly or monthly income Amended and Restated
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as the result of the same work incurred injury for which the employee is receiving Extended Disability Base Pay and Benefits Continuance from the City shall be paid to the City.
F. Optical Insurance
The City shall provide one or more optical insurance plan(s) to active Senior Executive, Executive, Assistant Director, and Senior Management employees, the cost of which shall be borne by the City. The cost of the coverage may vary, contingent upon the number of dependents and/or spouse or domestic partner enrolled. Upon retirement, Senior Executive, Executive, Assistant Director and Senior Management employees can continue in the City's optical plan, at their own expense to the extent and subject to the terms and conditions of the then-applicable plan document.
The City reserves the right to modify or discontinue the retiree optical plan based on availability, market conditions and other factors.
VI. MEDICAL INSURANCE BENEFIT AND FLEXIBLE BENEFITS (CAFETERIA) PLAN
As of January 1, 2010, the provisions of this Section VI shall be applicable to Senior Executive, Executive, Assistant Directors, and Senior Management Employees.
The City shall contribute the PERS statutory minimum toward the cost of providing medical insurance on behalf of each participant in this program. A participant is defined as 1) any current employee and dependents, 2) an enrolled retiree and dependents, and 3) a surviving annuitant.
Effective January 1, 2023 through December 31, 2023, the monthly benefit, including the PERS Statutory minimum, will be $2,250.00 for the purchase of the eligible medical, dental and optical insurance benefits. If employees subject to the Management and Professional Employees Association MOU receive any future increase to the monthly benefit contribution, employees covered by this compensation plan shall receive the same increase.
As of January 2024, effective January 1 of each year through calendar year 2026, the monthly City contribution for the purchase of the optional medical, dental and optical insurance benefits that is inclusive of the CalPERS statutory minimum shall be as follows:
COVERAGE LEVEL
TOTAL CITY
CONTRIBUTION
EFFECTIVE
JANUARY 1, 2024
TOTAL CITY
CONTRIBUTION
EFFECTIVE
JANUARY 1, 2025
TOTAL CITY
CONTRIBUTION
EFFECTIVE
JANUARY 1, 2026
Employee Only: $2,250 $2,250 $2,250
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Employee Plus One
Dependent:
$2,300 $2,350 $2,400
Employee Plus Family: $2,550 $2,650 $2,750
If employee opts out of health insurance, or after selection of the various I.R.S. qualified benefits as detailed in this section, an employee has benefit contribution left over, the employee shall receive, in a taxable cash payment added to his or her bi-weekly payroll, that amount as determined by the difference between the employee’s selected benefits and the monthly benefit amount. Employees who opt out or who are enrolled in health insurance coverage at the employee only or employee + 1 level will be eligible to receive cash up to a maximum of $600 per month, and employees enrolled in health insurance coverage at the employee + family level will be eligible to receive cash up to a maximum of $500 per month.
If an employee “spends” more than what is allocated by the City in the Flexible Benefits (Cafeteria) Plan monthly allotment, the difference shall be deducted from that employee’s pay on a bi-monthly basis. Terms will be as specified in the applicable plan document(s) and any conflict will be resolved in favor of the plan document.
The various I.R.S. qualified benefits offered by the City are as follows:
A. Medical Insurance
The City shall provide a medical insurance program to employees covered by this compensation plan. The cost of the coverage may vary, contingent upon the number of dependents claimed. Eligible new hires are covered under the program on the first day of the month following the employee’s hire date.
In the event an employee covered by this compensation plan is on leave without pay as a result of an illness or injury, or job related illness or injury, and has exhausted all City Manager granted leave per Section IV(I) of this Plan, the City shall pay the employee’s applicable cafeteria plan contribution amount for one month for each full year of said employee's City service or major portion thereof, except where a greater contribution is required by law.
During such leave period employees are not eligible to receive taxable cash back as defined in Section VI.
The City's present medical insurance plan is the CalPERS medical insurance plan.
B. Dental Insurance
The City shall provide a choice of one or more dental insurance plans to employees covered by this compensation plan. The cost of the coverage Amended and Restated
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may vary, contingent upon the number of dependents and/or spouse or domestic partner enrolled and the level of plan services.
C. Optical Insurance
The City shall provide one or more optical insurance plans to employees covered by this compensation plan. The cost of the coverage may vary, contingent upon the number of dependents and/or spouse or domestic partner enrolled.
VII. OTHER BENEFITS
As of January 1, 2010, the provisions of this Section VII shall be applicable to Senior Executive, Executive, Assistant Department Directors, and Senior Management Employees.
A. Life Insurance
Employees covered by this section shall be entitled to a three hundred thousand dollar ($300,000) term life insurance policy under the City's life insurance program. The premium for such policy shall be paid for by the City under the life insurance program of its choosing. Each such employee shall have the option to purchase additional life insurance at the City's unit cost, if available.
B. Disability Insurance
The City shall contract for a long-term disability insurance plan for employees covered by this section. Each employee covered by this section shall be required to participate in the long-term disability insurance plan at his or her own expense. The disability plan will pay two thirds (66%) of the employee’s base pay, up to a maximum of $15,000 per month with a thirty (30) day disability wait period.
C. Disability Leave - Extended Disability Base Pay and Benefits Continuance The City may provide to each employee covered by this compensation plan employee base pay and benefits (less legally required deductions) during a thirty-day period after the employee sustains an injury or illness causing long term disability, but before the employee receives benefits from any long term disability insurance policy. The decision whether to provide base pay and benefits during this thirty-day period shall be made by the City Manager, at the City Manager’s sole discretion, based upon medical information certified by a competent physician. To qualify for this base pay and benefits, the employee must notify the City Manager or the City Manager’s designee, in Amended and Restated
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writing, immediately upon becoming aware that an injury or illness may result in a long-term disability and the employee must apply for disability insurance benefits as required by the disability insurance plan referenced in paragraph B above. Additionally, upon request by the City Manager or the City Manager’s designee, the employee shall provide the City with a written statement from a physician, satisfactory to the City Manager or the City Manager’s designee recommending disability leave. Upon authorization from the employee, the City Manager or the City Manager’s designee may request additional information from the employee’s physicians and medical treatment providers, as may be appropriate, to determine the severity and scope of injury/illness and probable length of absence of the employee. The employee must also make himself or herself available for examination by a Cityappointed physician at City expense.
No base pay or benefits shall be provided to the employee pursuant to this Paragraph C except in accordance with the procedures set forth in this Paragraph C. Nor shall any benefits be provided pursuant to this Paragraph C unless the employee qualifies for benefits under the long-term disability insurance plan referenced in Paragraph B above.
Nothing in this Paragraph C shall entitle the employee to total compensation that exceeds the base pay and benefits provided to the employee in the absence of a disability. Any disability indemnity received by the employee from the State of California intended to cover the period for which the employee has received base pay and benefits pursuant to this Paragraph C, shall be paid to the City.
D. Retirement Medical Benefit
1. For employees retiring (service retirement only) from the City of Beverly Hills after July 1, 1981, the City shall continue to pay the difference between the PERS statutory minimum and the actual cost of medical insurance premiums up to the two-party rate of the PERS Platinum Plan under PERS, with the exception of those employees hired and/or promoted as a Senior Executive, Executive, Assistant Department Director, and/or a Senior Management employee on or after December 2, 1997. In the event of the death of a retired employee, the City shall continue to pay the difference between the PERS statutory minimum and the actual cost of medical insurance premiums up to the one-party rate of the PERS Platinum Plan under PERS for the spouse or registered domestic partner.
2. For employees hired and/or promoted as a Senior Executive, Executive, Assistant Department Director and/or a Senior Management employee on or after December 2, 1997, but on or before December 31, 2009, the retiree medical insurance benefit shall be as follows:
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a) Employee must complete a minimum of 5 years of full-time employment with the City of Beverly Hills; and
b) Receive a service retirement from the City of Beverly Hills; and c) Remain continuously retired from the City of Beverly Hills without reinstatement to active status with PERS.
For retirees meeting these conditions, the City shall pay the difference between the PERS statutory minimum and the actual cost of medical insurance up to the two-party rate of the PERS Platinum plan under PERS:
i) A spouse includes any marriage, domestic partnership or civil union partner eligible for coverage under the applicable plan documents, such as a spouse, husband, wife or registered domestic partner.
ii) An employee must elect City premium contributions above the statutory minimum for a surviving spouse upon the spouse first being eligible for coverage under the City’s plan, at a cost of $10.00 per month while employed and paid by payroll deduction based on a reduction in the City’s contribution toward coverage above the statutory minimum. Typically, election will occur at initial employment in the Executive Employee Group or at the date of a subsequent marriage or domestic partnership. An employee who does not timely elect and pay the $10 monthly charge may not later elect surviving spouse premium contributions. The employee payments are not refundable, even if an employee leaves City service without retiree medical coverage, gets divorced, terminates a domestic partnership or is otherwise unable to take advantage of surviving spouse premium
contributions.
3. Employees Hired on or after January 1, 2010:
As provided above in Section VI, effective January 1, 2010, the City will contribute, based on a qualifying retirement, the PERS statutory minimum on behalf of each participant in the program who has retired from City service.
In addition, for employees hired as a Senior Executive, Executive, Assistant Department Director, and/or a Senior Management employee on or after January 1, 2010, the City shall contribute $1,375.00 per month, or such amount as the City Council may Amended and Restated
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establish from time-to-time, into a tax deferred IRS allowed account on behalf of such employees. These contributions are made while the employees are working for the City and in lieu of additional retiree medical insurance benefits. The assets in the tax deferred account will be vested after one year of service. This plan will be portable at the time the employee separates from City service. Terms of the plan will be determined by the plan document adopted by the City Council.
Employees who promote into the Executive Employee group on or after January 1, 2010, who were City employees as of December 31, 2009, will receive retiree medical benefits (based on their years of service with the City) in accordance with the benefits and plan under which they were covered immediately prior to the promotion.
An employee promoted to Fire Chief or Deputy Fire Chief from the sworn fire group after December 29, 2012, who is a “Member” of the Beverly Hills Firemen’s Association Post-Retirement Medical Benefit Plan and Trust (“Association Plan”), as defined in the Association Plan, on the date of promotion and who would be eligible for postretirement benefits under the Association Plan as a “Participant,” as defined in the Association Plan, except for the fact that the employee will no longer be a Member solely as a result of the promotion, will receive a substitute benefit consisting of the same benefit under the same terms as provided to other employees promoted to the Executive Employee group between December 2, 1997 and
December 31, 2009, as provided in Section VII, Paragraph D, SubParagraph 2, above. The benefit applicable to the Fire Chief and Deputy Fire Chief under this paragraph is operative until December 31, 2033 and will sunset after that date, if not sooner modified or terminated.
4. The provisions of Section D shall not apply to those employees (hired before January 1, 2010) who voluntarily elected to participate in the City’s Alternative Retirement Medical Plan (“ARMP”). Instead, retirement medical benefits will be governed by ARMP. If the employee elected the Alternative Retiree Medical Program, the employee is not able to request reinstatement to the former (pre-2010) benefit plan. Employees who promote into the group are not eligible for a new actuarial of their ARMP benefit. If an employee elected the ARMP, leaves City employment, and is rehired, they will not be eligible for the retiree health contribution of $1375/month, but will still be governed by the terms of the ARMP. Additional terms may apply, as determined by the City Council, and established by the plan document adopted by the City Council.
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E. Retirement Dental Benefit
Upon retirement, Employees covered by this compensation plan can continue in the City's dental plans, at their own expense to the extent and subject to the terms and conditions of the then-applicable plan document.
The City reserves the right to modify or discontinue retiree dental based on availability, market conditions and other factors.
F. Retirement Optical Benefit
Upon retirement, Employees covered by this compensation plan can continue in the City's optical plan, at their own expense to the extent and subject to the terms and conditions of the then-applicable plan document.
The City reserves the right to modify or discontinue retiree optical based on availability, market conditions and other factors.
VIII. SALARIES AND ANNUAL SALARY INCREASES
The City’s policy is to maintain a competitive pay structure that enables attraction and retention of highly experienced and effective Senior Executive, Executive, Assistant Directors, and Senior Managers.
The salary schedule for classifications represented in this Compensation Plan consists of four bands. Each band has a minimum and maximum salary with a forty-five percent (45%) differential from the minimum to the maximum, except for the Senior Management band which has a fifty-two (52%) differential between the minimum and maximum salary. The differential between each range is twenty-two percent (22%) applied to the maximum salary. Individuals in classifications covered under this Compensation Plan will be compensated at a base rate of pay equal or above the minimum of the approved salary range, and not at a base rate of pay that would exceed the maximum of the approved salary range. The Salary Schedule is identified in Appendix A.
Effective October 7, 2023 employees will receive a base salary increase of four and one half percent (4.5%).
Effective the pay period including October 1, 2024, employees will receive a base salary increase of four and one half percent (4.5%).
Effective the pay period including October 1, 2025, employees will receive a base salary increase of four and one half percent (4.5%).
A. Salary Schedule Modifications
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The salary schedule may be modified upon approval of the City Council.
Considerations for salary schedule modification may include one or more of the following:
• Increasing the salary structure based on a cost of living adjustment using the Consumer Price index data provided by the Bureau of Labor Statistics. Data will be reviewed using a 12 month average; • Increasing the salary structure to correspond to any negotiated increases of the City’s Management and Professional Employees Association; • Increasing or decreasing the salary range differentials and/or the differential between ranges.
B. Placement of Classifications within the Salary Structure • Classifications are placed within the salary structure as identified in Appendix A.
• Modifications to classification placement require City Manager recommendation and City Council approval.
• Modifications to the placement of classifications within the Salary Structure may be based on any one of the following or a combination of the following:
o Difficulty in recruitment of highly experienced individuals with qualifications exceeding minimum standards for the classification; o Market data of comparable agencies. The City Manager shall determine the procedures used to conduct a market survey. Market surveys are conducted to provide salary and total compensation data that will be evaluated against the City of Beverly Hills salary and total compensation data which may support modifications to the salary structure.
C. Salary Placement for Individuals Upon Hire or Promotion Salary placement will be at least the minimum of the established salary range for the classification. Placement above the minimum may be made at the discretion of the City Manager. Placement above the minimum or movement within the salary range shall be considered when the individual appointed or promoted: exceeds the minimum qualification and/or experience of the position; the individual holds specialized certifications, licenses, skills, and/or abilities that would be beneficial to the City; and/or any other job-related factor that the City Manager deems relevant to the position and to the service Amended and Restated
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of the City. In no case may an individual be compensated at a base salary above the approved maximum salary on the salary schedule.
D. Salary Adjustments to Individuals
The City Manager may authorize a salary adjustment to any individual during their service to the City. This salary adjustment is authorized at the sole discretion of the City Manager and is effective at the beginning of a pay period as identified by the City Manager. Consideration for an annual salary adjustment is generally made in conjunction with an annual performance evaluation although the City Manager may approve a salary adjustment at any time. For Assistant Directors and Senior Managers, a Senior Executive or Executive may submit a recommendation to the City Manager for consideration of the authorization for a salary adjustment. The salary adjustment may not result in an individual exceeding the maximum salary of the established salary range for his/her classification.
IX. WELLNESS PAY
The City agrees that employees will receive two percent (2.0%) of each employee’s annual base pay for wellness pay.
X. PAY FOR PERFORMANCE PROGRAM
Individuals covered under the Compensation Plan are expected to strive to meet and exceed the established goals and objectives set by the City Council.
A Pay for Performance Program, as set forth in this section, has been established for those individuals with superior performance who exceed the expectations set by the City Council and/or City Manager and meet the following criteria: (1) meet the annual goals and objectives established in their annual performance evaluation and (2) receives an overall superior rating of their performance on their annual performance evaluation. The Human Resources Department will assist the City Manager in the administration of this program. The City Manager is authorized to allot a Pay for Performance budget that totals no more than five percent (5%) of the combined annual base salary for all job classifications covered and budgeted by this compensation plan as of June 30th of each fiscal year. Pay for Performance awards are paid subsequent to each fiscal year following receipt by Human Resources of the employee’s performance evaluation and approval of the City Manager.
The Pay for Performance payment is separate from and in addition to base salary. The performance of each employee will be evaluated at the completion of each fiscal year and those that are eligible and meet the criteria Amended and Restated
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above are eligible for a lump sum payment up to ten percent (10%) of their base salary.
XI. UNIFORM ALLOWANCES
The Chief of Police, Fire Chief, Assistant Chief of Police and Deputy Fire Chief shall receive an 800.00 annual uniform allowance. The uniform allowance, which shall begin to be paid in the first pay period upon being hired, shall be paid as $30.77 each pay period. In calendar years in which there are 27 pay periods, employees shall not receive the uniform allowance payment for the 27th pay period.
XII. RETIREMENT
A. For “Classic Members” as Defined by PERS and the Public Employees’ Pension Reform Act of 2013 (PEPRA)
The City’s Retirement contract with PERS is at the 2.5% at 55 rate for miscellaneous employees and 3% at 50 for local safety employees hired on or before June 30, 2012.
The City amended its contract with PERS for local safety employees hired by the City after June 30, 2012 to provide a 3% at 55 rate and to use three year average final compensation as set forth in Government Code Section 20037.
Classic members will pay their 8% (miscellaneous) or 9% (safety) member contributions effective on the first day of the first full pay period following February 1, 2015.
B. For “New Members” as Defined by PERS and PEPRA
The PEPRA retirement formula 2% at 62 for miscellaneous employees and
2.7% at 57 for safety employees with final compensation based on the highest annual average compensation earnable over three consecutive years, as provided in the retirement law.
New members will pay an additional amount for their retirement contribution as cost sharing in accordance with Government Code section 20516. New members employees are responsible for paying the employe contribution of one-half of the normal cost of the plan, as defined by CalPERS, through payroll deduction. This amount is currently determined by CalPERS and will continue to be determined by CalPERS in the future. The City has adopted the CalPERS resolution in accordance with IRS Code Section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis. The cost Amended and Restated
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sharing provision above does not change this responsibility for paying onehalf the normal cost, which is defined in the annual actuarial valuation report provided by CalPERS.
C. Optional Benefits for Non-Sworn Employees
1. 1959 Survivor’s Benefit: The City is under contract with CalPERS which provides level 4 coverage under the 1959 Survivor’s Benefit, per Government Code section 21574.
2. Pre-Retirement Option 2 Benefit: The City’s contract with CalPERS provides the Pre-Retirement Optional Settlement 2 Benefit as set forth in Government Code § 21548 for Employees.
3. Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024.
4. Pre-Retirement Death Benefits: The City’s contract with CalPERS provides the benefit known as the pre-retirement death benefits to continue after remarriage of survivor as set forth in Government Code section 21551.
5. Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.
6. Retired Death Benefit: The City’s contract with CalPERS provides the $500 Retired Death benefit as set forth in Government Code section 21620.
7. Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.
D. Optional Benefits for Sworn Employees
1. 1959 Survivor's Benefit: The City’s contract with CalPERS provides Level 4 coverage under the 1959 Survivor's Benefit per Government Code section 21574.
2. Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024.
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3. Pre-Retirement Death Benefits: The City’s contract with CalPERS provides the benefit known as the pre-retirement death benefits to continue after remarriage of survivor as set forth in Government Code section 21551.
4. Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.
5. Retired Death Benefit: The City’s contract with CalPERS provides the $500 Retired Death benefit as set forth in Government Code section 21620.
6. Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.
7. Post Retirement Survivor Allowance as set forth in Government Code section 21635, 21624/21626.
All PERS benefits shall be provided in accord with the requirements of the Public Employees’ Retirement Law, commencing at Government Code §20000, and all applicable regulations and procedures of PERS, which shall prevail in the event of conflict with the provisions of this compensation plan.
XIII. SEPARATION FROM CITY SERVICE
A. Sick Leave Pay-Off
All accrued, unused sick leave earned and credited to each employee shall be the basis for determining the amount to be paid to each employee who qualifies to receive sick leave pay-off.
Employees covered by this compensation plan who have achieved seven (7) or more years of continuous service and are listed on the City's active payroll shall be eligible for sick leave pay-off upon termination of employment with the City, in accordance with the following.
The rate of sick leave pay-off shall be calculated as follows:
- For the first 7 years of City service - 4% of accrued, unused sick leave per full year of service.
- For each year of City service thereafter - 6% of accrued, unused sick leave per full year of service to a maximum of 100%.
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- Sick leave pay-off shall be calculated at the rate of base pay received by the employee at the time of termination. Each employee eligible to receive sick leave pay-off shall receive said pay-off at the time of termination.
B. Vacation and Administrative Leave Pay-Off
An employee who terminates from City service shall receive an amount equal to accrued, unused vacation at the time of termination. The rate of pay off shall be based on the rate of base pay received by the employee at the time of termination. An employee does not have the option of utilizing accrued, unused vacation in lieu of vacation pay-off at time of termination.
An employee who separates from City service shall be paid for the pro-rata share of administrative leave they have earned based on the number of completed weeks worked for the year.
If at the time of separation in the calendar year, an employee has used more administrative leave than they have earned (since it is available for use at the beginning of a calendar year but earned proportionally. i.e., 1/26 per pay period throughout the year) the additional hours will be deducted from leave cash outs available to the employee.
C. Notice of Termination/Severance
If the City determines to terminate an employee without cause (cause shall mean termination for conviction of a felony, or for malfeasance in office) after one full year of Executive Employee service, the, City shall provide a Senior Executive or Executive employee with four (4) to twelve (12) months prior notice of the termination date; and shall provide an Assistant Director or a Senior Management employee with three (3) to eight (8) months prior notice of the termination date. The amount of notice within the applicable range shall be in the City Manager’s discretion. In lieu of providing the required notice above, the City Manager in his/her discretion may pay the eligible employee severance (severance shall include salary and benefits) at the rate of four (4) to twelve (12) months’ severance for a Senior Executive or Executive employee; and three (3) to eight (8) months’ severance for an Assistant Director or a Senior Management employee, subject to the limitations set forth in Government Code section 53260, where applicable.
The minimum amount of severance may be granted within the City Manager’s discretion. The City Manager may grant severance above the minimum within the specified range only with City Council concurrence.
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XIV. DEFERRED COMPENSATION
A. City Contribution
Effective October 2021, the City shall contribute at least $50.00 per month per Senior Executive, Executive, Assistant Director, and Senior Management employee to the City's deferred compensation program. If the employees covered by the Management and Professional Employees Association MOU receive an increase to the City’s monthly contribution to the deferred compensation program, employees covered by this compensation plan shall receive the same increase.
B. Conversion of Sick Leave to Deferred Compensation
Employees covered by this compensation plan may convert accumulated sick leave to base pay. Per IRS regulations, converted sick leave may only be used to fund “catch up” contributions to deferred compensation, therefore, an employee must first contribute the maximum to their respective deferred compensation account before they are permitted to use their sick leave to make “catch up” contributions. The following restrictions apply to this program.
1) The employee shall have a minimum of 7 years of service with the City of Beverly Hills.
2) The individual’s sick leave accrual cannot be reduced below 240 hours.
3) Contribution amounts and deferral limits will be governed by IRS Code restrictions and the deferred compensation plan rules related to “catch-up” contributions.
4) A conversion of no more than the amount which will bring the annual deferral to the maximum permitted by law is allowed.
5) The conversion will be at the then existing sick leave payoff percentage.
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EXECUTIVE AND SENIOR MANAGEMENT COMPENSATION PLAN
Salary Bands Effective 10/07/2023
Salary
Band
Band Name Classification Monthly
Band
Minimum
Band
Maximum
A Senior
Management
Assistant City Clerk
City Architect
Deputy Director of Community Services
Deputy Director of Rent Stabilization
Deputy Director of Special Projects, Public Safety
$11,894.17 $18,070.65
B Assistant
Directors
Assistant Chief Information Officer
Assistant Director of Community Development/Building
Official
Assistant Director of Community Development/City
Planner
Assistant Director of Community Services
Assistant Director of Finance
Assistant Director of Human Resources
Assistant Director of Public Works/City Engineer
Deputy Director of Public Works/Operations
Senior Policy and Management Administrator, Public
Safety
Utilities General Manager
$15,179.74 $21,965.07
C Executives Assistant Chief of Police
Chief Information Officer
Deputy City Manager
Deputy Fire Chief
Director of Community Development
Director of Community Services
Director of Finance
Director of Human Resources
Director of Public Works
$18,451.18 $26,698.81
D Senior
Executives
Assistant City Manager
Chief of Police
Fire Chief
$22,427.13 $32,453.46
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EXECUTIVE AND SENIOR MANAGEMENT COMPENSATION PLAN
Salary Bands Effective 09/21/2024
Salary
Band
Band Name Classification Monthly
Band
Minimum
Band
Maximum
A Senior
Management
Assistant City Clerk
City Architect
Deputy Director of Community Services
Deputy Director of Rent Stabilization
Deputy Director of Special Projects, Public Safety
$12,429.40 $18,883.83
B Assistant
Directors
Assistant Chief Information Officer
Assistant Director of Community Development/Building
Official
Assistant Director of Community Development/City
Planner
Assistant Director of Community Services
Assistant Director of Finance
Assistant Director of Human Resources
Assistant Director of Public Works/City Engineer
Deputy Director of Public Works/Operations
Senior Policy and Management Administrator, Public
Safety
Utilities General Manager
$15,862.83 $22,953.49
C Executives Assistant Chief of Police
Chief Information Officer
Deputy City Manager
Deputy Fire Chief
Director of Community Development
Director of Community Services
Director of Finance
Director of Human Resources
Director of Public Works
$19,281.48 $27,900.26
D Senior
Executives
Assistant City Manager
Chief of Police
Fire Chief
$23,436.35 $33,913.86
Amended and Restated
Executive Employee Compensation Plan
-30-
EXECUTIVE AND SENIOR MANAGEMENT COMPENSATION PLAN
Salary Bands Effective 09/20/2025
Salary
Band
Band Name Classification Monthly
Band
Minimum
Band
Maximum
A Senior
Management
Assistant City Clerk
City Architect
Deputy Director of Community Services
Deputy Director of Rent Stabilization
Deputy Director of Special Projects, Public Safety
$12,988.73 $19,733.60
B Assistant
Directors
Assistant Chief Information Officer
Assistant Director of Community Development/Building
Official
Assistant Director of Community Development/City
Planner
Assistant Director of Community Services
Assistant Director of Finance
Assistant Director of Human Resources
Assistant Director of Public Works/City Engineer
Deputy Director of Public Works/Operations
Senior Policy and Management Administrator, Public
Safety
Utilities General Manager
$16,576.65 $23,986.40
C Executives Assistant Chief of Police
Chief Information Officer
Deputy City Manager
Deputy Fire Chief
Director of Community Development
Director of Community Services
Director of Finance
Director of Human Resources
Director of Public Works
$20,149.15 $29,155.77
D Senior
Executives
Assistant City Manager
Chief of Police
Fire Chief
$24,490.99 $35,439.99