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RESOLUTION NO. 2026-R____
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CULVER CITY, CALIFORNIA, ADOPTING THE
EXECUTIVE MANAGEMENT COMPENSATION PLAN FOR
THE PERIOD JULY 1, 2026 THROUGH JUNE 30, 2029.
NOW, THEREFORE, the City Council of the City of Culver City, DOES RESOLVE as follows:
1. The Executive Management Compensation Plan, attached hereto as Exhibit “A” and incorporated herein by this reference, is hereby amended and adopted for the period July 1, 2026 through June 30, 2029.
2. The Executive Management Compensation Plan attached hereto as Exhibit “A” shall supersede and replace all previously adopted Executive Management Compensation Plans.
3. The City Manager and Chief Financial Officer are hereby authorized to adjust the budget and the records of employees necessary to pay the salaries and costs related to the terms of the approved Executive Compensation Plan.
APPROVED and ADOPTED this 28th day of September 2026.
FREDDY PUZA, Mayor
City of Culver City, California
ATTEST: APPROVED AS TO FORM:
JEREMY BOCCHINO HEATHER BAKER
City Clerk City Attorney
Executive Compensation Plan 2026 - 2029
CULVER CITY EXECUTIVE MANAGEMENT
COMPENSATION PLAN
July 1, 2026 through June 30, 2029
Adopted September 28, 2026
Executive Compensation Plan 2026 - 2029
I. SPIRIT OF COMPENSATION PLAN
It is the spirit and intent of the compensation plan to recognize the collective responsibilities that the participants in this plan hold as executives for the City of Culver City. The participants are committed to providing the leadership necessary to continue the excellent service provided to the Culver City community. This Resolution shall be known as the Compensation and Benefits Resolution for Non-Represented Executive Group Employees of the City of Culver City, but also may be informally referred to as the Executive Management Compensation Plan.
II. PARTICIPANTS
The Executive Compensation Plan (hereinafter “Plan”) shall cover the following classifications (hereinafter “Employees”), as may be amended.
• Assistant City Attorney
• Assistant City Manager
• Assistant City Manager/Economic Vitality & Equity
• Assistant City Manager/Fiscal Sustainability & Transparency • Assistant to the City Manager/Process Improvement
• Chief Financial Officer
• Chief Human Resources Officer
• Chief Information Officer
• Chief Public Affairs and Community Engagement Officer • Chief Transportation Officer
• City Attorney
• City Clerk
• City Manager
• Communications and Public Information Officer
• Economic Development Director
• Housing and Human Services Director
• Parks, Recreation and Community Services Director
• Planning and Development Director
• Public Works Director
• Senior Assistant City Manager
Employees shall hold their positions in a full-time capacity. In addition, the following employee positions shall be included in the Executive Group, even before this Plan is amended to include them: (1) any other position created by the City Council and specifically designated by the City Council to be included in the Executive Group; and (2) any reclassifications or title changes to positions listed above which are approved by the City Manager, so long as such actions do not result in any change in compensation to the affected employee(s) or a substantive change to their job description(s). The City Manager’s authority with respect to Executive Group Employees provided for in this Plan, including Sections below, shall apply to all positions included in the Executive Group.
At-Will Employment
Executive Group employees are at-will employees as defined by Labor Code section 2922, and are subject to discipline or termination with or without cause or notice, and without right of appeal or hearing.
Executive Compensation Plan 2026 - 2029
III. COMPENSATION
A. SALARIES
The salary schedules specifying the salary range for each classification covered by the Plan are attached as Appendix A. The City Manager shall set salaries for each employee covered by the Plan within the specified salary range.
Employees covered by the Plan shall receive the following base salary increases:
• Effective the first full pay period following July 1, 2026, a two and one-quarter percent (2.25%) base salary increase;
• Effective the first full pay period following July 1, 2027, a three and one-half percent (3.5%) base salary increase; and
• Effective the first full pay period following July 1, 2028, a three and one-half percent (3.5%) base salary increase.
Annual salary adjustments shall be based upon demonstrated consistent performance as evidenced by the annual performance planning, review, and evaluation process. The evaluation shall include an assessment of general management skills and specific attainment of the goals and objectives established by the City Council and City Manager.
The applicable salary ranges in APPENDIX “A” shall be adjusted accordingly on each effective date by the resolution of the City Council.
B. CERTIFICATION PAY
Effective the first full pay period following July 1, 2026, an employee who possesses and maintains a current and valid professional certification or license listed below shall receive additional compensation of six and one-half percent (6.5%) of base salary:
• Registration as a Professional Civil Engineer issued by the California Board for Professional Engineers, Land Surveyors, and Geologists; • American Institute of Certified Planners (AICP) certification; • Certified Public Accountant (CPA) license issued by the California Board of Accountancy;
• Certified Building Official (CBO) certification issued by the International Code Council;
• Architect license issued by the California Architects Board; • SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) certification issued by the Society for Human Resource Management;
• Certified Government Chief Information Officer (CGCIO) certification; • Project Management Professional (PMP) certification issued by the Project Management Institute; or
• Certified Public Finance Officer (CPFO) certification.
The certification or license must remain current and in good standing for the employee to remain eligible for the additional compensation. An employee possessing more than one qualifying certification or license shall receive a maximum of 6.5% certification pay, regardless of the number of qualifying certifications or licenses held.
The employee shall be responsible for providing satisfactory written documentation of Executive Compensation Plan 2026 - 2029
certification. The Human Resources Department shall verify the documentation which shall become effective the first full pay period following approval by the Chief Human Resources Officer.
C. VOLUNTARY 457 AND 401(a) DEFERRED COMPENSATION PLANS The City agrees to provide deferred compensation plans for employees covered by the Plan pursuant to Internal Revenue Code Sections 457 and 401(a).
The City's maximum contribution to the 401(a) deferred compensation plan and the minimum employee contribution required to receive the maximum City contribution shall be as follows:
Effective Date Maximum City Contribution
Per Pay Period
Minimum Employee
Contribution Per Pay
Period
Effective the first full pay
period following July 1, 2026 $160.00 $76.25
Effective the first full pay
period following July 1, 2027 $220.00 $110.00
Effective the first full pay
period following July 1, 2028 $250.00 $120.00
Employees who contribute less than the applicable minimum employee contribution identified above shall receive a dollar-for-dollar City match based upon the employee's actual contribution, up to the applicable maximum City contribution.
Employees are responsible for reviewing and making any necessary changes to their contribution elections in order to receive the increased City contribution. An employee who does not timely increase their contribution to the applicable minimum amount shall not be entitled to the increased maximum City contribution. No retroactive City contributions, reimbursements, or other adjustments shall be made for any pay period in which the employee did not make the required contribution.
All contributions to the 457 deferred compensation plan shall be made solely by the employee on a voluntary basis.
The deferred compensation plan is a benefit and, as such, the City's contribution on behalf of an employee shall not change the employee's salary range. Employees may, at their option and subject to applicable Internal Revenue Code limits and Plan requirements, contribute amounts in excess of the City's matching contribution. a. Conversion of Excess Accruals
The City shall permit employees to convert and defer the dollar value of eligible excess accruals of floating holiday hours or vacation leave, subject to applicable Plan requirements and Internal Revenue Code limitations.
Executive Compensation Plan 2026 - 2029
b. Changing Contributions
Employees may stop, start, reduce, or increase their voluntary contributions through the City's electronic form process in accordance with the bi-weekly payroll schedule. Changes submitted through the electronic form process shall be processed in the next available pay period, subject to applicable payroll processing deadlines.
It is the employee's responsibility to timely submit and confirm any contribution change necessary to qualify for the applicable City contribution.
Contribution changes shall be prospective only, and retroactive adjustments shall not be made.
IV. LONGEVITY PAY
In recognition of qualifying service, the City shall provide non-cumulative Longevity Pay in accordance with the following schedule:
Years of
Qualifying
Service
Effective the First
Full Pay Period
following July 1,
2026
Effective the First
Full Pay Period
following July 1,
2027
Effective the First
Full Pay Period
following July 1,
2028
5 Years $178.85 $203.85 $228.85
10 Years $255.77 $280.77 $305.77
15 Years $371.15 $396.15 $421.15
20 Years $486.54 $511.54 $536.54
25 Years $601.92 $626.92 $651.92
30 Years $717.31 $742.31 $767.31
A. RECOGNITION OF PRIOR PUBLIC SERVICE
For purposes of determining eligibility for Longevity Pay, qualifying public service shall include service as a full-time, permanent employee of a Federal, State, City, County, or Special District agency that provides governmental programs, goods, or services. Service with a not-for-profit organization or non-governmental organization shall not constitute qualifying public service.
Credit for prior public service shall only be provided for completed years of full-time, permanent service. For purposes of this provision, full-time service is defined as 2,080 hours per year. Partial years of service shall not be credited.
Verified prior public service shall be credited toward longevity eligibility as follows:
• Effective the first full pay period following July 1, 2026: Prior qualifying public service may be credited up to a maximum of five (5) years. • Effective the first full pay period following July 1, 2027: Prior qualifying public service may be credited up to a maximum of ten (10) years. • Effective the first full pay period following July 1, 2028: Longevity eligibility shall be based upon the employee's actual verified completed years of qualifying public service, without the five (5)- or ten (10)-year phase-in limitation.
The employee shall be responsible for providing satisfactory written documentation Executive Compensation Plan 2026 - 2029
establishing prior qualifying public service. The employee shall submit a memorandum requesting credit, together with documentation from the employee's prior qualifying employer(s) sufficient to verify the dates of employment, permanent employment status, and full-time service.
The Human Resources Department shall review and verify the documentation and determine the amount of qualifying prior public service credit. Longevity Pay resulting from approved prior public service credit shall become effective the first full pay period following approval by the Chief Human Resources Officer. Prior service credit shall not be applied retroactively to any period before such approval.
Recognition of prior public service for purposes of determining eligibility for the City's Longevity Pay benefit does not establish that the payment is reportable as pensionable compensation. Longevity Pay shall not be reported as pensionable compensation until the employee has completed five (5) years of service with the City of Culver City, subject to applicable CALPERS requirements.
V. EDUCATION INCENTIVE PAY
The purpose of the Education Incentive Pay benefit is to encourage and reward employees for the pursuit and attainment of higher-level education not required by the employee’s current job classification.
Employees who possess a bachelor’s degree from an accredited institution recognized by the U.S. Department of Education shall receive an annual education incentive as follows, provided that the degree is not a requirement of the employee’s current job classification:
• Effective the first full pay period following July 1, 2026: Two thousand four hundred dollars ($2,400) annually;
• Effective the first full pay period following July 1, 2027: Two thousand seven hundred dollars ($2,700) annually; and
• Effective the first full pay period following July 1, 2028: Two thousand eight hundred fifty dollars ($2,850) annually.
Employees who possess a master’s degree or higher from an accredited institution recognized by the U.S. Department of Education shall receive an annual education incentive as follows, provided that the degree is not a requirement of the employee’s current job classification:
• Effective the first full pay period following July 1, 2026: Four thousand eight hundred dollars ($4,800) annually;
• Effective the first full pay period following July 1, 2027: Five thousand one hundred dollars ($5,100) annually; and
• Effective the first full pay period following July 1, 2028: Five thousand two hundred fifty dollars ($5,250) annually.
Employees shall provide Human Resources with documentation verifying the qualifying degree. Payment shall be effective the first full pay period following receipt and verification of the qualifying degree.
Employees shall be eligible for only the highest applicable education incentive and shall not receive cumulative incentive payments for multiple degrees.
Executive Compensation Plan 2026 - 2029
VI. RETIREMENT
A. CALPERS RETIREMENT BENEFITS
The City agrees to provide retirement benefits to eligible employees under the California Public Employees' Retirement System (PERS) as follows.
GOVERNMENT
CODE SECTION BENEFIT
7522.20 (a)
“New” Members, as defined by the Public Employees’
Pension Reform Act (PEPRA), hired on or after January 1, 2013
2% @ Age 62: Base retirement plan of two percent (2%)
at age 62 for all unit employees defined as “new” members by AB 340 and hired on or after January 1, 2013.
20037
For unit employees that retire on or before December 31, 2006, and hired after July 1, 2011:
Three-year Final Compensation: Final compensation is the average full-time monthly pay rate for the highest thirty-six (36) consecutive months; the City also coordinates with Social Security; therefore, the final compensation will be reduced by $133.33.
GOVERNMENT
CODE SECTION BENEFIT
20042
For unit employees that retire on or after January 1, 2007, and hired prior to July 1, 2011:
One-Year Final Compensation: Final compensation is the
average full-time monthly pay rate for the highest twelve (12) consecutive months; the City also coordinates with Social Security; therefore, the final compensation will be reduced by $133.33.
20055 Prior Service Credit: Employees may be eligible to purchase prior service credit.
20124 Military Service Credit: Employees may be eligible to purchase up to four (4) years of service credit.
Executive Compensation Plan 2026 - 2029
21329
Two percent (2%) COLA: Beginning the 2nd calendar year
after the year of retirement, retirement and survivor
allowances will be adjusted annually on a compound basis of two percent (2%); the adjustment may not be greater than the change in the CPI.
21353 2% at Age 60: Base retirement plan of two percent (2%) at age 60 for all unit employees hired after July 1, 2011. 21354.4
2.5% at Age 55: Base retirement plan of two and one-half percent (2.5%) at age 55 for all employees hired prior to July 1, 2011.
21548
Pre-retirement Option 2: Upon the death of a member
who was eligible to retire, the spouse may receive an
allowance equal to the amount the member would have
received if the member had retired for service retirement on the date of death and elected Option 2W.
21551
Death Benefit: Provides that death benefits paid to a
spouse of a member who died prior to retirement will
continue in full should the spouse remarry.
21620
Retired Death Benefit of $500: Upon the death of a retiree, a one-time lump sum payment of five-hundred dollars ($500) will be paid to the retiree’s designated survivor(s), or to the retiree’s estate.
B. CALPERS EMPLOYEE CONTRIBUTION FOR “CLASSIC MEMBER”
EMPLOYEES HIRED PRIOR TO JULY 1, 2011
1. The CALPERS employee contribution of eight percent (8%) for the 2.5% @ 55 retirement plan is established by State legislation. Employees shall be responsible for the full PERS employee contribution payment which is currently eight percent (8%)
2. The City continues to pay all other PERS employer related costs for PERS benefits provided by the City, except as indicated in Section V(E) below.
3. The City has adopted the CALPERS resolution in accordance with Internal Revenue Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.
C. CALPERS EMPLOYEE CONTRIBUTION FOR “CLASSIC MEMBER”
EMPLOYEES HIRED ON OR AFTER JULY 1, 2011
1. The PERS employee contribution rate of seven percent (7%) for the 2% @ 60 retirement plan is established by State legislation. Unit employees shall be responsible for the full PERS employee contribution payment which is currently seven percent (7%).
2. The City continues to pay all other PERS employer related costs for PERS benefits provided by the City, except as indicated in Section V(E) below.
Executive Compensation Plan 2026 - 2029
3. The City has adopted the CALPERS resolution in accordance with Internal Revenue Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.
D. CALPERS EMPLOYEE CONTRIBUTION FOR “NEW MEMBER” EMPLOYEES HIRED ON OR AFTER JANUARY 1, 2013
1. Unit employees defined as new members by PEPRA are covered under the 2% at age 62 retirement formula. New members shall be responsible for paying the employee contribution rate of one-half of the total normal cost of the plan as determined by CALPERS.
2. The City continues to pay all other PERS employer related costs for PERS benefits provided by the City, except as indicated in Section V(E) below.
3. The City has adopted the CALPERS resolution in accordance with Internal Revenue Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.
E. CALPERS EMPLOYEE COST SHARING
Employer contribution requirements are calculated and adjusted annually by CALPERS. The total employer contribution requirement is comprised of the Employer Normal Cost Rate (a percentage) and the Employer Payment of Unfunded Liability (a fixed dollar amount). The Employer Payment of Unfunded Liability is converted to a percentage by dividing the CALPERS projected payroll. Adding the Employer Normal Cost Rate to the percentage equivalent of the Employer Payment of Unfunded Liability results in the Total Employer Contribution Rate. It was agreed that, effective July 1, 2019, in the event that the Total Employer Contribution Rate exceeds 25%, unit employees shall pay 50% of the increase, up to 3.5%. For example, if the employer contribution rate increases to 27%, the City would pay 26% and the unit employee would pay 1%.
The Total Employer Contribution Rate for Fiscal Year 2026-27 is 34.94% of compensation earnable/pensionable compensation. Therefore, the employee share of cost is 3.5% (maximum cost-sharing contribution).
F. TAX LIMITATIONS
Cost Sharing contributions shall be made on a pre-tax basis unless and until a Private Letter Ruling (PLR) by the Internal Revenue Service is issued to the City by the Internal Revenue Service designating that the payments must be post-tax.
The City does not warrant that this contribution is "qualified" for tax deferral and is not to be held liable for such tax payments as may be determined assessable.
The City has retained specialized legal counsel in order to render a written opinion as to whether or not said employee contributions to the employer contribution rate can be considered on a “pre-tax” basis. The rendered legal opinion is supportive of City treatment of said contributions as “pre- tax”; therefore, the City shall take the steps necessary, including adoption of appropriate City Council resolution(s), to allow the Payroll Section to treat these distributions as “pre-tax”. It is expressly Executive Compensation Plan 2026 - 2029
understood and agreed to by the parties that the City has no authority or jurisdiction by which to bind CALPERS, the Internal Revenue Service (IRS), the Franchise Tax Board or any other agency (collective “Entities”) to a determination that such contributions are indeed “pre-tax”. Thus, the parties agree and acknowledge that the City shall have no liability to any individual unit employee or collective bargaining unit, should any of the aforementioned Entities reject treatment of said contributions as “pre-tax”.
VII. MEDICAL INSURANCE
A. MEDICAL INSURANCE – PERS MEDICAL PLANS
The City contracts with the California Public Employees’ Retirement System (PERS) for medical insurance coverage. Eligible new hires are covered under the program on the first day of the month following enrollment. The City will contribute to the Public Employees’ Medical and Hospital Care Act (PEMHCA) statutory minimum on behalf of each participant in the program. A participant is defined as 1.) an enrolled employee and eligible dependents 2.) an enrolled retiree and eligible dependents and 3.) a surviving annuitant. The PEMHCA statutory minimum for 2026 is $162 per month this amount will in increase to $167 in plan year 2027. Dual enrollment as both a subscriber and dependent under City-sponsored dental coverage shall not be permitted.
B. CAFETERIA PLAN
The City contracts with the California Public Employees' Retirement System (CALPERS) for medical insurance coverage. Eligible new hires shall be covered under the program on the first day of the month following submission of completed and signed enrollment documents to Human Resources, subject to applicable CALPERS requirements.
The City shall contribute to the Public Employees' Medical and Hospital Care Act (PEMHCA) statutory minimum on behalf of each eligible participant. The PEMHCA statutory minimum shall be the amount established annually by CALPERS, and is currently $162 per month as of January 1, 2026.
The City shall maintain a full-flex cafeteria plan in accordance with Internal Revenue Code Section 125 for eligible employees. The cafeteria plan shall include medical, dental, vision, and life insurance benefits.
Effective the first full pay period following City Council adoption of the Executive Compensation Plan, employees enrolled or enrolling in a City-sponsored CALPERS medical plan shall receive a monthly cafeteria allowance based upon the applicable premium for the CALPERS Kaiser Region 3 Plan, plus one hundred dollars ($100).
Executive Compensation Plan 2026 - 2029
The initial monthly cafeteria allowances for the 2026 Plan year, the cafeteria allowance following City Council adoption shall be as follows:
Enrollment Tier Kaiser Region 3
Rate
Additional City
Contribution
Monthly
Cafeteria
Allowance
Employee Only $969.05 $100.00 $1,069.05
Employee + One $1,938.10 $100.00 $2,038.10
Family $2,519.53 $100.00 $2,619.53
Effective January 1, 2027, the cafeteria allowance shall be as follows:
Enrollment Tier Kaiser Region 3
Rate
Additional City
Contribution
Monthly
Cafeteria
Allowance
Employee Only $1,011.28 $100.00 $1,111.28
Employee + One $2,022.56 $100.00 $2,122.56
Family $2,629.33 $100.00 $2,729.33
Effective January 1 of each subsequent year, the monthly cafeteria allowance shall be adjusted based upon the applicable CALPERS Kaiser Region 3 Plan premium for the corresponding enrollment tier, plus one hundred dollars ($100).
The monthly cafeteria allowance may be used, in accordance with the terms of the City's cafeteria plan, to purchase eligible benefits offered through the City's benefits program, including medical, dental, vision, mandatory life insurance, and other eligible ancillary benefits.
If the total cost of the employee's selected benefits, including mandatory life insurance, exceeds the employee's applicable monthly cafeteria allowance, the employee shall pay the remaining balance through automatic pre-tax payroll deductions, as permitted under Internal Revenue Code Section 125. The balance shall be deducted in two (2) equal amounts from the first and second paychecks of each month.
If the total cost of the employee's selected benefits is less than the employee's applicable monthly cafeteria allowance, any remaining flex dollars shall be administered in accordance with the terms of the City's cafeteria plan and the applicable provisions governing conversion of flex dollars to taxable income.
The City's cafeteria allowance includes the applicable PEMHCA statutory minimum contribution.
C. MEDICAL INSURANCE PREMIUMS – OPT-OUT OPTION (NON-PERSABLE) Employees may elect to discontinue participation in the CALPERS Health Plan ("OptOut") upon providing proof of enrollment in an eligible alternative non-City-sponsored or non-CALPERS employer-sponsored group health plan that meets applicable requirements. The cash out option is not payable to employees enrolled in a government sponsored health plan (i.e., Medicare).
Employees electing to Opt-Out of City medical insurance coverage for themselves Executive Compensation Plan 2026 - 2029
and all eligible family members must provide satisfactory proof of alternative coverage and waive any liability to the City associated with their decision to decline City medical insurance coverage.
Effective January 1, 2027, an employee who elects to Opt-Out of the City's CALPERS medical insurance coverage shall be eligible to receive up to six hundred dollars ($600) per month, less the cost of mandatory life insurance and any other ancillary benefits selected by the employee.
An eligible employee may elect to receive the Opt-Out benefit through one of the following options:
1. Taxable Cash Option. The applicable amount shall be converted to taxable income and paid in two (2) equal payments in the first two (2) paychecks of each month; or
2. 457 Deferred Compensation Option. The applicable amount shall be contributed on a pre-tax basis to the employees’ City-sponsored 457 deferred compensation plan in two (2) equal contributions in the first two (2) paychecks of each month. Contributions made under this option shall count toward the employee's applicable annual Internal Revenue Code 457 deferral limit.
The Opt-Out benefit shall not exceed six hundred dollars ($600) per month and shall not be considered PERSable compensation.
Employees who elect to Opt-Out may re-enroll in the City's CALPERS medical insurance plan during the applicable open enrollment period or following an eligible qualifying event, subject to CALPERS and the City's cafeteria plan requirements.
D. RE-ENROLLMENT IN CITY MEDICAL INSURANCE PLAN
After electing to Opt-Out of the City's medical insurance plan, an employee may reenroll only during the applicable open enrollment period or following an eligible qualifying event, including loss of the employee's alternative medical coverage, subject to timely submission of required documentation.
Coverage shall become effective in accordance with applicable CALPERS requirements and the City's Cafeteria Plan document.
A qualifying event shall be defined in accordance with the CALPERS medical plan and applicable Internal Revenue Code Section 125 Cafeteria Plan requirements.
Employees shall be responsible for providing documentation establishing the qualifying event within the applicable enrollment period.
Information regarding qualifying events and re-enrollment requirements is available through the Human Resources Department.
E. DENTAL INSURANCE
The City shall continue contracting for the current or a comparable dental insurance program. All eligible employees may enroll qualified dependents, with applicable premium costs paid through the City's full-flex cafeteria plan.
Executive Compensation Plan 2026 - 2029
The City retains the exclusive right to determine the content, coverage levels, and contractor for the dental insurance program, except as otherwise provided in this Plan.
When an employee is the spouse or registered domestic partner of another benefited City employee, the employees shall have the option of:
• Each employee electing individual dental coverage; or • One (1) employee enrolling in dental coverage and enrolling the other employee as a dependent.
Dual enrollment as both a subscriber and dependent under City-sponsored dental coverage shall not be permitted.
F. VISION INSURANCE
The City shall continue contracting for the current or a comparable vision insurance program. All eligible employees may enroll qualified dependents, with applicable premium costs paid through the City's full-flex cafeteria plan.
When an employee is the spouse or registered domestic partner of another benefited City employee, the employees shall have the option of:
• Each employee electing individual vision coverage; or • One (1) employee enrolling in vision coverage and enrolling the other employee as a dependent.
Dual enrollment as both a subscriber and dependent under City-sponsored vision coverage shall not be permitted.
G. LIFE INSURANCE
The City shall contract for employer-paid Term Life and Accidental Death and Dismemberment (ADD) Insurance Group coverage of $250,000, in accordance with IRS guidelines. The program shall allow for the purchase of additional coverage at the employee’s expense through payroll deduction.
Employer-paid Life is effective on the first day of hire.
H. SHORT- AND LONG-TERM DISABILITY
The City shall contract for a Short-Term Disability (STD) plan that provides employees with 66 2/3% of the first $5,250 of monthly salary for a benefit duration of 180 days. The City shall contract for a Long-Term Disability (LTD) plan that provides employees with 66 2/3% of the first $22,500 of monthly salary.
STD and LTD is effective first of the month following the date of hire.
I. RETIREE MEDICAL INSURANCE
1. The City’s monthly contribution for medical insurance provided through the PERS Health plan for “Grandfathered Employees, shall be as follows:
Executive Compensation Plan 2026 - 2029
:
“Grandfathered Employees” is defined as unit employees that, as of December 31, 2011, have twenty (20) or more years of CALPERS service (excluding “Air Time”) or unit employees that retire on or before January 1, 2022, with twenty-five (25) years or more of Culver City service
2. The City’s monthly contribution for medical insurance provided through the PERS Health plan, for employees hired prior to July 1, 2011, and are not “Grandfathered Employees” shall be as follows:
Upon retirement with a minimum of 5 years City service, employees who were hired prior to July 1, 2011 shall be eligible to receive up to $797.14/month based on plan enrollment for retiree only, which is inclusive of the statutory minimum; and pre-65 spousal/dependent coverage shall be provided up to an additional $675.06/month subject to vesting. Vesting for pre-65 spousal/dependent coverage is contingent upon the employees’ years of City service. Employees who retire with 6 years of City service shall be eligible to receive 20% of the maximum pre-65 spousal/dependent allowance, and another 20% for each additional year of City service up to 100% of the maximum dependent allowance after 10 years of City service (i.e., 6 years = 20%, 7 years = 40%, 8 years = 60%, 9 years = 80%,10 years = 100%).
The City’s contribution towards retiree medical insurance shall not increase by more than 4% annually based on the CALPERS rates in effect as of January 1, 2011. If the average premium increase of CALPERS medical insurance plans exceeds 4%, any additional amount shall be borne by the annuitant. The average increase in PERS monthly health care premiums shall be calculated by subtracting the average cost of Los Angeles area Basic (non- Medicare) premiums for all available City-offered CALPERS health- care plans for the current year from the average cost of Los Angeles area Basic (non-Medicare) premiums for all available City- offered CALPERS health-care plans for the upcoming year. If this percentage is less than 4%, then the City allowances shall be increased only by that percentage. If this percentage equals or exceeds 4%, the City allowances shall be increased by 4%. If there is a year when the average premium increase is 0%, or there is an overall decrease, the City contribution shall not be adjusted. Employees shall only be eligible to receive the City contribution towards retiree medical insurance based on his or her family status at the time of retirement. This amount shall only be increased by up to 4% of the average cost of CALPERS Basic (non-Medicare) Los Angeles area premiums as described above.
The City shall make available a retiree health care trust (RHS) to enable All plans except PERS Platinum: PERS Platinum Plan:
• City shall pay ninety-five percent
(95%) of the monthly medical plan
premium; and
• Employees and retirees shall pay
five percent (5%) of the monthly
medical plan premium.
• City shall pay seventy percent (70%)
of the monthly PERS Platinum
premium; and
• Employee and retirees shall pay
thirty percent (30%) of the monthly
PERS Platinum premium.
Executive Compensation Plan 2026 - 2029
employees to prefund retiree health care expenses while employed by the City. Mandatory participation is required. The employee is required to contribute $25 per pay period. The City shall match $25.00 per pay period of the employee contribution to the RHS. The City shall contribute a total of $75 per pay period, inclusive of the aforementioned $25 match. In addition, unit employees shall be required to convert 10 hours sick leave accrual the first full pay period beginning on or after July 1 each year into the RHS. The individual accounts can be utilized after separation of service for reimbursement of all qualified medical expenses, including insurance premiums, in accordance with IRS Section 213. The Retiree Health Savings Trust shall reimburse expenses in accordance with the Internal Revenue Code. Employees understand that changes to contributions and/or disbursements from the RHS can change at any time pursuant to federal laws and regulations.
3. The City’s monthly contribution for medical insurance provided through the PERS Health plan, for employees hired on or after July 1, 2011, shall be as follows:
Upon retirement, employees hired on or after July 1, 2011, shall be eligible to receive a City contribution for retiree medical in accordance with Government Code 22892. The City shall contribute an amount not to exceed the California Public Employees’ Medical and Hospital Care Act (PEMHCA) contribution, as determined by CALPERS on an annual basis. The current statutory minimum amount for 2026 is $162 per month.
In addition to the receipt of the CALPERS statutory minimum as provided in the previous paragraph, the City shall make available a retiree health care trust (RHS) to enable employees to prefund retiree health care expenses while employed by the City. Mandatory participation is required. The employee is required to contribute $25 per pay period. The City shall match $25 per pay period of the employee contribution to the RHS. The City shall contribute a total of $75 per pay period, inclusive of the aforementioned $25 match. The individual accounts can be utilized after separation of service for reimbursement of all qualified medical expenses, including insurance premiums, in accordance with IRS Section 213. The Retiree Health Savings Trust shall reimburse expenses in accordance with the Internal Revenue Code. Employees understand that changes to contributions and/or disbursements from the RHS can change at any time pursuant to federal laws and regulations.
VIII. IRS SECTION 125 FLEXIBLE SPENDING ACCOUNT
The City provides a flexible spending account for medical expenses and dependent care, pursuant to Section 125 of the Internal Revenue Service Code (Section 125), as amended.
Under Section 125, the maximum annual amount an employee may contribute for future medical and dependent care expenses reimbursement is based on IRS cafeteria plan guidelines, which are adjusted annually. Pursuant to Section 125, employees may contribute pre-tax earnings into these accounts. The medical expense contribution may be used for reimbursement of medical expenses such as deductibles, co-pays, and expenses in excess of what insurance covers. Dependent care expenses may not be reimbursed until after they are actually incurred - i.e., after the care has been provided, and not when the participant is formally billed. Reimbursable dependent care expenses are non- health care expenses that include insuring a qualified dependent’s well- being and protection. Qualified dependents are children under age 13, disabled spouses and other dependents who are Executive Compensation Plan 2026 - 2029
physically or mentally incapable of self- care, and who regularly spend at least eight hours each day in the taxpayer's household.
Pursuant to Section 125, eligible reimbursable expenses must be incurred within the calendar year, January 1st through December 31st, and must be submitted for reimbursement no later than March 31st of the following calendar year. Receipts submitted after March 31st in the following calendar year shall be forfeited.
There are other limitations and restrictions set forth by the Internal Revenue Service.
IX. PHYSICAL WELL-BEING
The City agrees to provide each employee covered by the Plan with an annual Physical Well-Being benefit effective the first full pay period following July 1st as follows:
• Effective the first full pay period following July 1, 2026: Seven hundred fifty dollars ($750) annually;
• Effective the first full pay period following July 1, 2027: Nine hundred seventyfive dollars ($975) annually; and • Effective the first full pay period following July 1, 2028: One thousand one hundred dollars ($1,100) annually.
The Physical Well-Being benefit may be used for one (1) or more of the following purposes:
• Medical examination by a health care provider of the employee's choice; • Membership in a health club or fitness center;
• Other formal wellness programs provided by qualified professionals including smoking cessation, weight management, nutrition, or similar programs; or • Reimbursement for eligible employee or dependent medical expenses, including deductibles or co-payments, not otherwise covered by the employee's health, dental, or vision insurance.
X. TRANSPORTATION ALLOWANCE
In accordance with City Policy, employees shall receive a monthly stipend as follows:
• Effective the pay period following July 1, 2026, the monthly stipend shall increase to five hundred dollars ($500).
• Effective the pay period following July 1, 2027, the monthly stipend shall increase to six hundred dollars ($600).
• Effective the pay period following July 1, 2028, the monthly stipend shall increase to seven hundred dollars ($700).
The monthly stipend shall be paid on a biweekly basis based on twenty-four (24) pay periods per year. This stipend shall be inclusive of any mileage reimbursement otherwise owed for business-related travel in a personal vehicle.
XI. CELL PHONE ALLOWANCE
In accordance with City Policy, employees shall receive a taxable stipend of $60 per pay period to cover business-related phone calls.
Executive Compensation Plan 2026 - 2029
XII. TUITION REIMBURSEMENT
The City agrees to reimburse employees up to two hundred fifty dollars ($250) per applicable accredited college unit, plus the actual costs of books, registration fees and parking permit fees. Applicable procedures and eligibility requirements shall be pursuant to Administrative Policy II-08, as amended.
XIII. ON-DUTY DEATH/FUNERAL BENEFIT
In recognition of services rendered, should any employee die in the line of duty, the City will provide the family of the employee a funeral benefit of seven thousand five- hundred dollars ($7,500).
XIV. HOURS OF WORK/ EXEMPT FROM OVERTIME
Hours of work shall be whatever is needed to successfully accomplish the operations of the department and goals/objectives of the City. All positions covered herein are considered exempt from the overtime provisions of the Fair Labor Standards Act (FLSA).
XV. OFFICIAL PAID CITY HOLIDAYS
Note: This provision is subject to change in accordance with APPENDIX B.
Official Paid City Holidays for employees shall be considered nine (9) hours leave with pay. Official Paid City Holidays occurring on an employee’s regularly scheduled day off may, at the employee’s discretion, be paid to the employee in the same pay period; or carried over for use on another day, no later than June 30th of the same fiscal year.
Official City Paid Holidays shall be as follows:
1. New Year's Day (The first day of January)
2. Martin Luther King Day (Third Monday in January)
3. Memorial Day (Last Monday in May)
4. Independence Day (The fourth day of July)
5. Labor Day (First Monday in September)
6. Thanksgiving Day (Fourth Thursday in November)
7. Friday after Thanksgiving Day
8. Christmas Day (Twenty-fifth day of December)
Official Paid City Holidays shall also include:
• Any one-time special day designated by the President of the United States or the Governor of California requiring the City offices to close in recognition of a public feast, thanksgiving, or holiday and;
• Any day authorized by the City Manager as an Official Paid City Holiday.
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When an Official Paid City Holiday falls on a Saturday, the Friday immediately preceding the Saturday shall be observed as the Official Paid City Holiday. When an Official Paid City Holiday falls on a Sunday, the Monday immediately following the Sunday shall be observed as the Official Paid City Holiday.
XVI. OFFICIAL HOLIDAYS OCCURRING ON A SCHEDULED DAY OFF A. PAYMENT OR CARRY-OVER WITHIN THE CURRENT FISCAL YEAR An Official Paid City Holiday occurring on an employee's regularly scheduled day off may, at the employee's discretion, be:
• Paid to the employee in the same pay period; or
• Carried over for use on another day no later than the last day of the pay period containing June 30th of the same fiscal year.
B. LIMITATIONS
1.Official Paid City Holiday hours carried over for later use shall have no cash value and may not subsequently be cashed out.
2.Employees must use any carried-over Official Paid City Holiday hours no later than the last day of the pay period containing June 30 of the same fiscal year. Any unused carried-over Official Paid City Holiday hours shall be forfeited effective the pay period beginning on or after July 1 of the following fiscal year.
3.The addition of Presidents’ Day, Juneteenth, and Veterans Day and any corresponding adjustment to Floating Holiday Leave shall be implemented in accordance with Appendix B. If the conditions for implementation set forth in Appendix B are not satisfied, the existing Official Paid City Holiday schedule and Floating Holiday Leave provisions shall remain in effect.
XVII. FLOATING HOLIDAY LEAVE TIME
Note: This provision is subject to change in accordance with APPENDIX “B”.
Employees shall be eligible to receive fifty-seven (57) hours of paid Floating Holiday leave each July. Eight (8) of these hours have been provided in recognition of Cesar Chavez day and nine (9) of these hours are in recognition of Juneteenth (June 19), also known as “Emancipation Day” or “Jubilee Day” commemorating the end of slavery in the United States. Floating Holiday hours taken as time off must be used prior to the first paycheck in July. Remaining Floating Holiday balances shall be paid in the first paycheck in July, and the new accrual bank will be available and eligible for use in the first full pay period that begins after July 1st.
Employees hired after July 1st shall receive pro-rated floating holiday leave time in proportion to the months remaining within the respective fiscal year calculated from the first day of the month following the date of hire divided by twelve, rounded to the nearest hour.
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For example, an employee hired on October 4th would be prorated at 8/12th (November through June, divided by twelve).
Subject to the implementation of the Official Paid City Holidays provided in APPENDIX “B”, effective the first full pay period following July 1, 2027, employees shall be eligible to receive forty-nine (49) hours of paid Floating Holiday Leave each July.
The reduction from fifty-seven (57) hours to forty-nine (49) hours reflects the removal of the eight (8) hours previously provided in recognition of Juneteenth (June 19), which shall be recognized as an official paid City holiday pursuant to APPENDIX “B”. Eight (8) hours of the Floating Holiday Leave shall continue to be provided in recognition of Cesar Chavez Day.
Floating Holiday Leave taken as time off must be used prior to the first paycheck in July.
Any remaining Floating Holiday Leave balance shall be paid on the first paycheck in July.
The new annual Floating Holiday Leave bank shall be available and eligible for use beginning with the first full pay period following July 1.
Employees hired after July 1 shall receive a prorated Floating Holiday Leave allocation based upon the number of months remaining in the applicable fiscal year. The prorated allocation shall be calculated beginning with the first day of the month following the employee's date of hire, divided by twelve (12), and rounded to the nearest hour.
For example, an employee hired on October 4 shall receive a prorated Floating Holiday Leave allocation equal to eight-twelfths (8/12) of the applicable annual Floating Holiday Leave benefit, representing the months of November through June.
XVIII. VACATION LEAVE
Vacation hours shall accrue each pay period at one twenty-sixth (1/26) of the annual accrual rate (i.e., annual accrual rate divided by 26). Exceptions to the maximum allowable accruals may be granted by the City Manager or his/her designee, to meet exceptional departmental staffing needs.
TABLE OF VACATION LEAVE BENEFITS FOR
FULL-TIME UNIT EMPLOYEES
1 st thru 4th Year 5
th thru 14th
Year
15th thru 20th
Year
21st Year and
thereafter
80 hours 120 hours 160 hours 8 hours per year for
each year of service
A. RECOGNITION OF PRIOR PUBLIC-SECTOR SERVICE
Effective the first full pay period following July 1, 2026, an employee's vacation accrual rate shall be based upon the employee's verified years of qualifying public-sector service, including qualifying service completed prior to employment with the City.
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For purposes of determining an employee's vacation accrual rate, qualifying publicsector service shall include service as a full-time, permanent employee of a Federal, State, City, County, or Special District agency. A public agency does not include a notfor-profit organization or non-governmental organization.
Credit for prior public-sector service shall only be provided for completed years of service as a full-time, permanent employee. For purposes of this provision, full-time service is defined as working 2,080 hours per year. Partial years of service shall not be credited.
The employee is responsible for providing satisfactory written documentation establishing prior qualifying public-sector service. The employee shall submit a memorandum requesting credit, together with proof of prior service from the qualifying employer(s). The Human Resources Department shall verify the documentation and determine the employees’ qualifying years of service.
Any adjustment to the employee's vacation accrual rate based upon prior public-sector service shall be effective the first full pay period following approval by the Chief Human Resources Officer.
Recognition of prior public-sector service under this section is solely for purposes of determining the employee's applicable vacation accrual rate and shall not result in the granting of a retroactive vacation leave balance for service performed prior to employment with the City.
B. USE OF VACATION LEAVE
Effective January 1, 2027, employees may use accrued vacation leave during their first six (6) months of City service.
C. ACCUMULATION OF VACATION LEAVE
Vacation time may be accumulated by employees to a maximum of twice the annual accrual of vacation hours for which the employee is eligible. Once an employee has accrued the maximum amount of vacation leave, no further vacation leave shall be accrued until the employee’s level of accrued vacation has been reduced to less than the maximum.
At that time, the employee shall again begin accruing vacation but at no time may he/she accrue more than the maximum allowed pursuant to this section.
D. BI-WEEKLY PAYOFF OF EXCESS VACATION ACCRUALS – NON- PERSABLE Vacation time which accumulates in excess of the maximum allowed shall be paid on the next regular bi-weekly paycheck, thereby bringing the employee's vacation balance to no more than the maximum allowable.
E. VACATION PAYOFF UPON TERMINATION – NON-PERSABLE
Any employee who terminates employment shall be paid (non-PERSable) for such vacation time accrued but unused as of the date of the termination.
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XIX. BI-ANNUAL ACCRUAL CASH OUT ELECTION
A. ELIGIBILITY
The City shall provide unit employees’ the option to cash out vacation and floating holiday leave banks. Unit employees must maintain a minimum vacation leave bank balance of forty (40) hours in order to be eligible.
B. PROCEDURE
Accrual cash outs shall only be permitted each June 1st and December 1st. Unit employees must submit a written request to the Human Resources Department by December 15th of the prior year designating the number of hours in each leave bank the employee will cash out in the subsequent year. Upon proper notification, cash out elections shall be included in the paycheck for the first full pay period that includes June 1st and December1st as requested.
XX. SABBATICAL LEAVE
Sabbatical Leave with pay may be approved for up to three (3) weeks by the City Manager for employees with at least ten (10) years of service for the purpose of participating in programs including but not limited to:
• Internships in conjunction with advanced degree programs; • On-loan executive programs;
• Travel/study programs related to the employee’s City responsibilities; • Directed research pursuant to a pre-approved outline and submission of a report on a subject of benefit to the City/City employees; and/or, • Professional development or certification programs.
Upon approval, employees shall be required to submit a report to the City Manager detailing or summarizing, as appropriate, the program or activities attended and the value gained, and will be required to share his/her experience as training for other City employees within sixty (60) days after his/her return to active duty.
XXI. SICK LEAVE
Employees shall accrue sick leave each bi-weekly pay period pro-rated on an annual basis and be credited as follows:
Sick Leave Accrual Rate
Bi-weekly
Accrual rate
Monthly
Accrual rate
Annual
accrual rate
4.0 hours (104
hrs. / 26 pay
periods)
8.667 hours 104 hours
A. BI-WEEKLY PAYOFF PLAN: UNUSED SICK LEAVE ACCRUAL (NON- PERSABLE)
1. When an employee has accumulated three hundred and eighty-four hours (384) hours of unused sick leave credit, the employee will, thereafter, be eligible Executive Compensation Plan 2026 - 2029
for payment in each pay period of a portion of the unused sick leave accrued during the preceding pay period, subject to the following conditions:
TIER 1:
SICK LEAVE PAYOFF AT
THREE HUNDRED AND EIGHTY-FOUR (384) HOURS
Bi-weekly
Accrual Rate
Tier 1
Maximum
Accumulat ion
Amount of Bi-weekly
Sick Leave Payoff
@ 50%
(Non-PERSable)
Amount of Bi-weekly
Sick Leave Accrued
@ 50%
4.0 hours 384 hours
2.0 hrs. X hourly rate
(1/2[50%] of bi-weekly
accrual rate of 4.0
hours)
2.0 hours
• The unit employee must maintain at least three hundred and eighty-four. (384) hours of sick leave accruals.
• If the sick leave accrual balance falls below three hundred and eighty-four (384) hours at any time, the unit employee will become ineligible for any unused sick leave payment until such time as her/her sick leave accruals again, exceed three hundred and eighty-four (384) hours.
2. Employees with at least three hundred and eighty-four (384) hours but less than seven hundred and twenty (720) hours of accrued sick leave may be paid for onehalf (50%) of sick leave accrued and unused in each pay period as set forth in the Tier 1 table above.
3. The remaining unused sick leave in each pay period shall be added to the employee’s accrual bank up to the seven hundred and twenty (720) hour maximum.
4. As an alternative to Tier 1 Sick Leave payoff, eligible employees may:
• Elect on or before December 1 of each year not to participate in the bi-weekly payoff plan and instead accrue unused sick leave for the ensuing calendar year (January through
December). However, eligible employees may only accrue to a maximum of seven hundred and twenty (720) hours; or
• Employees who accumulate and maintain a minimum credit of three hundred and eighty-four (384) hours of unused sick leave may elect, once annually, to have a lump sum of ninetysix (96) hours of accrued sick leave paid to him/her. In order to qualify for this benefit, this time would need to be otherwise payable to the employee upon separation from employment.
5. Employees at the maximum accrual of seven hundred and twenty (720) hours will be paid for one hundred percent (100%) of accrued unused sick leave in that pay period.
B. SICK LEAVE PAYOFF UPON RETIREMENT OR FAVORABLE RESIGNATION – (NONPERSABLE) With retirement orfavorable resignation after 10 years (120 months) or more of City service, all accumulated sick leave accruals shall be paid off at the unit employee’s base hourly Executive Compensation Plan 2026 - 2029
rate.
C. SICK LEAVE PAYOFF UPON THE DEATH OF AN EMPLOYEE – NON- PERSABLE Upon an employee’s death, his/her beneficiaries or estate shall be entitled to receive the same accumulated leave benefit payoff as the employee would have received were he/she alive and had favorably resigned or retired.
Any payoff under this benefit is non-PERSable.
XXII. PRE-RETIREMENT DISTRIBUTION OF LEAVE ACCRUALS – NON- PERSABLE
1. An employee giving irrevocable notice of his/her intent to retire within three. (2) years (36 calendar months) may have accrued leaves, which are otherwise payable upon retirement, distributed in equal installments to his/her paychecks over the months preceding retirement, with a maximum duration of thirty-six (36) months.
2. Such distributions may be taken as taxable earnings or may be used for deposit in the deferred compensation account under the terms of the Section 457 Catch-up provisions.
3. Such distributions are not reportable to PERS as compensation and will not affect PERS retirement benefits.
XXIII. INJURY ON DUTY LEAVE (IOD)
A. UP TO SIX (6) MONTHS MAXIMUM SALARY CONTINUANCE
1. If an employee is injured-on-duty (IOD) and the claim is determined to be compensable, an employee may be eligible for salary continuance. Salary continuance is to be paid during the period for which temporary disability is required pursuant to Workers' Compensation Laws of the State of California, an amount which, when added to such temporary disability benefits and earnings from other employment, will equal the employee's normal base salary for the period.
2. Salary continuance payments shall be subject to normal tax deductions and other mandatory or voluntary deductions, but without deduction from sick leave or vacation leave accruals and shall be provided for a period not to exceed six (6) calendar months from the date of the injury.
3. In no case shall such compensation be paid for a period of time in excess of the employee's continuous service immediately prior to such injury.
B. EXTENSION OF LEAVE AND SALARY CONTINUANCE
When an employee's temporary disability exceeds the six (6) calendar months of salary continuance set forth above, the City may extend this salary continuance for up to an additional six (6) months if the unit employee is not otherwise eligible for retirement, light or modified duty or disability transfer, subject to the approval of the City Manager.
Executive Compensation Plan 2026 - 2029
C. EXHAUSTION OF SALARY CONTINUANCE
1. When an employee exhausts such salary continuance as set forth above, or is denied extension of salary continuance, he/she may elect to utilize accumulated sick leave or vacation leave accruals which, when added to temporary disability payments and earnings from other employment, will equal his/her normal base salary, subject to normal deductions.
2. When an employee's temporary disability payments stop, and he/she is still unable to return to work, he/she may elect to utilize accumulated sick leave or vacation leave accruals equal to his/her normal base salary, subject to normal deductions.
D. CITY INITIATED DISABILITY RETIREMENT
If, at any time during a temporary disability absence, the City receives medical information which indicates that the employee will not be able to return to performance of the duties of his/her position, the City may initiate disability retirement procedures.
E. LIMITATIONS
1. An employee who is absent, as a result of a compensable injury, for a period of three (3) days or less, shall have such leave deducted from sick leave credit unless temporary disability payments are required to be paid pursuant to Workers' Compensation Laws of the State of California.
2. Unit employees receiving IOD payments, salary continuance, and/or temporary disability payments:
a. Shall be available for follow-up treatment, diagnosis, therapy, and related matters, unless authorized to leave the area for extenuating circumstances with prior authorization from Risk Management, and b. Shall be required to provide an address and phone number where they can be contacted, if they plan to be away from their residence. c. Shall be required to notify Risk Management immediately upon change of residence and contact information.
d. May not receive CALPERS service credit during the time of absence.
XXIV. ADMINISTRATIVE LEAVE
In accordance with City Policy, employees shall receive one hundred twenty-six (126) hours of paid administrative leave in recognition of the leadership roles that the employees have within the City organization and that the fulfillment of their duties and responsibilities may require an extended work effort. Administrative leave time is not accrued and has no cash value.
Employees hired after July 1st receive pro-rated Administrative Leave time in proportion to the months remaining within the respective fiscal year calculated from the first day of the month following the date of hire divided by twelve, rounded to the nearest hour. For example, an employee hired on October 4th would be prorated at 8/12th (November through June, divided by twelve).
Executive Compensation Plan 2026 - 2029
XXV. MISCELLANEOUS LEAVES WITH PAY
A. BEREAVEMENT LEAVE
Any unit employee who is compelled to be absent from duty because of a death in the immediate family shall be allowed time necessary to be absent from work at their base hourly rate of pay for the equivalent of the employee’s regular workweek, but not more than forty (40) working hours per incident, without charge to accrued sick leave, vacation, or floating holiday time in addition to the benefits provided in Gov. Code section 12945.7.
Immediate family is defined as follows:
• Brothers • Sisters
• Children • Spouse
• Child’s Spouse • Spouse’s Brothers
• Grandchildren • Spouse’s Grandparents
• Grandparents • Spouse’s Parents
• Parents • Spouse’s Sisters
• Registered Domestic Partner • Stepchildren
• Partners-in-law • Stepparents
• Siblings’ Spouse
If special circumstance exists wherein another person reasonably substitutes for one of the foregoing, (i.e., foster parent, legal guardian, foster child, legal ward, etc.) the employee must register that special circumstance with Human Resources in writing in advance in order to qualify for the bereavement leave.
B. JURY DUTY
An employee called to serve on any jury during scheduled workdays shall receive his/her regular base compensation for such time served to a maximum of ten (10) working days for each jury summons.
The employee shall forfeit jury fees to the City but shall retain any mileage compensation provided. In the event the employee is required to serve in excess of ten (10) compensated workdays, he/she may use accrued leave and retain excess jury fees for that period.
C. MILITARY LEAVES OF ABSENCE
Military leave with pay shall be granted in accordance with applicable state and federal law; and applicable City policies.
D. SEVERENCE PAY
The City Manager may provide an Executive Group employee who is terminated without cause with severance benefits, in an amount determined at the discretion of the City Manager, not to exceed the lesser of (1) the unexpired term of the employee's applicable employment agreement, or (2) up to six (6) months of pay and benefits.
At the discretion of the City Manager, all or a portion of this period may initially be provided through paid administrative leave while the employee remains employed by the City. Upon separation from City employment, any remaining authorized severance may be paid as a Executive Compensation Plan 2026 - 2029
lump sum or in periodic payments.
Any payment made in connection with or in anticipation of the employee's separation shall be treated in accordance with applicable CALPERS laws and regulations. Pursuant to California Code of Regulations, Title 2, section 570, final settlement pay, including severance pay, is excluded from CALPERS payroll reporting as pay rate or compensation earnable, whether paid as a lump sum or through periodic payments. Nothing in this provision is intended to characterize severance or final settlement pay as CALPERSreportable compensation or to provide retirement benefits inconsistent with applicable law.
As a condition of receiving severance benefits, the employee shall execute a general release and waiver of claims in a form approved by the City Attorney.
XXVI. FAMILY MEDICAL LEAVE ACT (FMLA) AND CALIFORNIA FAMILY RIGHTS ACT (CFRA) Pursuant to State and Federal laws, employees shall be eligible for Family and Medical Leave of absence (FMLA) and California Family Rights Act (CFRA) for:
• The birth of a child of an employee;
• Disability due to pregnancy – FMLA only;
• The placement of a child with an employee in connection with the adoption or foster care by that employee;
• The care of the employee’s child with a serious health condition; • The care of a spouse or parent with a serious health condition; • Any qualifying exigency arising out of a spouse, child or parent called to active military duty ; or
• The employee's own serious health condition.
Such leave rights apply to all employees with twelve (12) months or more service with the City prior to the leave request who have worked a minimum of 1,250 hours in the preceding twelve (12) months. The employee shall be required to use sick leave for any FMLA illness or medical-related absence and may use vacation or other accrued leaves if sick leave has been exhausted. Upon expiration of FMLA, if the unit employee remains on leave, he/she shall be responsible for maintaining his/her insurance benefits, either by use of sufficient accrued paid leave or by payment of the required premiums.
Employees should contact Human Resources for specific provisions and requirements.
Failure to do so could result in a misunderstanding of rights and obligations and could cause loss of leave benefits or loss of insurance coverage.
XXVII. PREGNANCY DISABILITY LEAVE (PDL)
Pregnancy Disability Leave of up to four (4) months (equivalent to 17 1/3 weeks) shall be provided to eligible employees covered herein pursuant to the Fair Employment Housing Act (FEHA). Pregnancy Disability Leave without pay shall not be granted until accrued sick leave has been exhausted.
XXVIII. MAINTENANCE OF BENEFITS WHILE ON LEAVE
Employees must be paid a minimum of thirty-five percent (35%) of their regularly scheduled bi-weekly working hours to be eligible to receive City provided benefits including vacation and sick leave accruals.
Executive Compensation Plan 2026 - 2029
Example: An employee who regularly works eighty (80) hours each bi- weekly pay period, must be paid a minimum of twenty-eight (28) hours (35% of 80 = 28) of his/her accruals when out on leave to be eligible for City provided benefits including vacation and sick leave accruals.
Employees who are not paid the minimum number of hours required shall be responsible for the payment of their insurance benefits and shall not be eligible for vacation and sick leave accruals.
XXIX. LEAVES OF ABSENCE WITHOUT PAY
An employee may present to the City Manager for approval a request for a leave of absence without pay not to exceed one (1) year. The employee shall indicate the basis of the leave in his/her request.
Leaves of absence without pay may be granted for illness exceeding accumulated sick leave, childcare absences exceeding pregnancy disability leave, special education, and special duty for another governmental agency, extension of vacation time, seeking political office or any other reason which is deemed to be in the best interests of City government.
XXX. LEGAL DEFENSE
In the event an employee covered herein is named as an individual defendant in litigation involving conduct in his/her official capacity as an agent for the City and/or the Successor Agency to the Culver City Redevelopment Agency, the Culver City Housing Authority, the Culver City Parking Authority, and other similar bodies, the City Attorney may at his or her sole discretion, prior to recommending any settlement of the litigation to the City Council and/or the Successor Agency to the Culver City Redevelopment Agency, the Culver City Housing Authority, the Culver City Parking Authority, and other similar bodies, consult with the employee concerning the proposed settlement and present the employee's oral or written comments concerning the proposed settlement to the City Council and/or the Successor Agency to the Culver City Redevelopment Agency, the Culver City Housing Authority, the Culver City Parking Authority, and other similar bodies at any session at which the settlement is to be discussed.
Executive Compensation Plan 2026 - 2029
APPENDIX “A”
EXECUTIVE CLASSIFICATIONS
Assistant City Attorney
Assistant City Manager/Economic Vitality & Equity
Assistant City Manager/Fiscal Sustainability & Transparency Assistant to the City Manager/Process Improvement
Chief Financial Officer
Chief Human Resources Officer
Chief Information Officer
Chief Public Affairs and Community Engagement Officer
Chief Transportation Officer
City Attorney
City Clerk
City Manager
Communications and Public Information Officer
Economic Development Director
Housing and Human Services Director
Parks, Recreation and Community Services Director
Planning and Development Director
Public Works Director
Senior Assistant City Manager
Executive Compensation Plan 2026 - 2029
APPENDIX “B”
OFFICIAL PAID CITY HOLIDAYS
Effective the first full pay period following City Council adoption, the City shall recognize Presidents’ Day, Juneteenth, and Veterans Day as official paid City holidays.
In conjunction with the addition of these holidays, the City shall reduce the Floating Holiday Leave bank as provided below.
Implementation of this provision is contingent upon agreement with the Culver City Management Group (CCMG) and the Culver City Employees Association (CCEA). If agreement is not reached with both groups, the existing City-paid holiday schedule and Floating Holiday Leave benefit shall remain unchanged.
A. OFFICIAL PAID CITY HOLIDAYS
Upon implementation of this provision, the following eleven (11) days shall be observed as official paid City holidays:
1. New Year’s Day — January 1
2. Martin Luther King Jr. Day — Third Monday in January
3. Presidents’ Day — Third Monday in February
4. Memorial Day — Last Monday in May
5. Juneteenth — June 19
6. Independence Day — July 4
7. Labor Day — First Monday in September
8. Veterans Day — November 11
9. Thanksgiving Day — Fourth Thursday in November
10. Day after Thanksgiving — Friday following Thanksgiving
11. Christmas Day — December 25
Official Paid City Holidays shall also include:
• Any one-time special day designated by the President of the United States or the Governor of California requiring City offices to close in recognition of a public feast, thanksgiving, or holiday; and
• Any day authorized by the City Manager as an Official Paid City Holiday.
When an Official Paid City Holiday falls on a Saturday, the Friday immediately preceding the Saturday shall be observed as the Official Paid City Holiday. When an Official Paid City Holiday falls on a Sunday, the Monday immediately following the Sunday shall be observed as the Official Paid City Holiday.
B. FLOATING HOLIDAY LEAVE
Effective the first full pay period following July 1, 2027, employees covered by the Plan shall receive Executive Compensation Plan 2026 - 2029
forty-nine (49) hours of Floating Holiday Leave each July.
The forty-nine (49) hours of Floating Holiday Leave, together with the eleven (11) official paid City holidays identified above, shall constitute the paid holiday benefit provided under this Plan.
All other provisions governing the use, scheduling, and expiration of Floating Holiday Leave shall remain unchanged unless otherwise provided in this Plan.
Executive Compensation Plan 2026 - 2029
APPENDIX “C”
EXECUTIVE MANAGEMENT COMPENSATION REVIEW
During the term of the Plan, the City may continue to review and make improvements to the salary schedule, including appropriate market benchmarks and salary groupings. The review may include assistance from an outside compensation consultant.
Executive Compensation Plan 2026 - 2029
APPENDIX “D”
EXECUTIVE PERFORMANCE MANAGEMENT INCENTIVE PROGRAM
The City of Culver City is committed to attracting, developing, and retaining high-performing executives by providing competitive compensation and recognizing exceptional performance and measurable organizational achievement.
The Executive Performance Management Incentive Program (EPMIP) provides eligible Executive Group employees with an opportunity to receive a one-time annual performance incentive based upon the employee's overall annual performance evaluation. The incentive is intended to recognize performance demonstrated through achievement of established goals, measurable organizational results, leadership competencies, and contributions toward departmental and Citywide priorities.
The Executive Performance Management Incentive is discretionary, contingent upon the availability of budgeted funds, and is not an entitlement or guaranteed form of compensation.
I. SCOPE
The Executive Performance Management Incentive Program applies to eligible employees covered by the Executive Compensation Plan who are evaluated through the City's annual executive performance evaluation process.
The annual performance evaluation period shall coincide with the City's fiscal year, July 1 through June 30. The first evaluation period will commence in
An eligible employee may receive no more than one Executive Performance Management Incentive for each fiscal year.
II. PROGRAM ELIGIBILITY
Executive Group employees may be eligible for an incentive award when the following requirements are satisfied:
1. Annual Performance Evaluation. The employee must have a completed annual performance evaluation for the applicable fiscal year.
2. Qualifying Rating. The employee must receive an overall annual performance evaluation rating of Exceeds Requirements or Exceptional.
3. Performance Achievement. The annual evaluation shall consider achievement of established individual and departmental goals, measurable organizational results, leadership competencies, and contributions toward Citywide priorities.
4. Annual Award. Employees are eligible for no more than one incentive award for each fiscal year. Incentive awards shall not be retroactively issued for a prior fiscal year in which an award was not authorized or funded.
5. Partial-Year Eligibility. An employee who has served in an eligible Executive Group classification for less than twelve (12) months during the evaluation period may receive a prorated award based upon the number of full months served, provided the employee receives a qualifying performance evaluation.
6. Funding. Incentive awards are expressly contingent upon the availability of funds as determined through the City's annual budget process.
7. Approval. All incentive awards are subject to final approval by the City Manager or designee.
Executive Compensation Plan 2026 - 2029
III. PERFORMANCE RATING CATEGORIES
A. Exceptional
An Exceptional rating reflects performance that consistently and substantially exceeds the requirements and expectations of the position. The executive demonstrates exceptional achievement of established goals and leadership expectations and produces significant, measurable results that advance departmental or Citywide priorities.
Exceptional performance may include achievement of major organizational milestones, substantial improvements in service delivery or productivity, successful implementation of significant strategic initiatives, innovation, measurable fiscal or operational improvements, or other extraordinary organizational contributions.
B. Exceeds Requirements
An Exceeds Requirements rating reflects performance that regularly exceeds the established requirements and expectations of the position. The executive demonstrates performance above established standards, successfully achieves significant goals and objectives, and makes measurable contributions beyond the normal expectations of the position.
C. Meets Requirements
A Meets Requirements rating reflects successful performance of the duties and responsibilities of the position and achievement of established performance expectations.
Meeting the normal requirements of the position does not qualify an employee for a performance incentive.
D. Below Meets Requirements
An employee receiving an overall performance rating below Meets Requirements, including a rating indicating that performance improvement is required, shall not be eligible for an incentive award.
IV. INCENTIVE AWARD AMOUNTS
The Executive Performance Management Incentive shall be a flat-dollar, one-time payment determined by the employee's final overall annual performance evaluation rating:
Overall Annual Performance Rating Incentive Award
Exceptional $5,000
Exceeds Requirements $3,500
Meets Requirements $0
Below Meets Requirements $0
A qualifying performance rating establishes eligibility for consideration of the applicable incentive but does not guarantee payment. Awards remain subject to the availability of funds and final approval by the City Manager or designee.
Executive Compensation Plan 2026 - 2029
V. PAYMENT
Approved Executive Performance Management Incentive awards shall be issued as a one-time lumpsum payment in September following completion of the July 1 through June 30 performance evaluation period.
The incentive shall be separate from base salary and shall not be included on the City's salary schedule or used as the basis for calculating future salary increases, salary differentials, allowances, or other benefits.
The incentive shall not increase or otherwise affect deferred compensation, automobile allowance, technology allowance, certification pay, longevity pay, or other compensation provided under the Executive Compensation Plan.
Payments shall be subject to applicable federal and state tax withholding. Retirement reporting shall be administered in accordance with applicable law and CALPERS requirements.
VI. PROGRAM ADMINISTRATION
The Human Resources Department shall administer the Executive Performance Management Incentive Program and verify employee eligibility following completion of the annual performance evaluation process.
The City Manager or designee shall retain final authority to approve incentive awards and may establish administrative procedures necessary to implement the program.
The City may modify, suspend, or discontinue the program at any time based upon fiscal conditions, organizational needs, changes in law, or other operational considerations, subject to any applicable legal or labor-relations requirements.