1. Accept reimbursable grant funding and increase estimated revenues in the amount of $80,000.00; and
2. Approve a budget appropriation in the amount of $80,000.00 for the purchase and installation of security cameras for the police facility; and
3. Authorize the City Manager to be designated as the Grantee Official for the purpose of executing grant objectives, grant agreement, and documentation; and
4. Authorize the Chief of Police to administer and complete the security camera project.
PUBLIC WORKS
6. CONSIDERATION AND APPROVAL TO SOLICIT PROPOSALS FOR THE LEAD
AND COPPER RULE SERVICE LINE INVENTORY
RECOMMENDED THAT CITY COUNCIL:
1. Authorize staff to publish and solicit a Request for Proposal from qualified firms to inventory the City's water lines (public and private) for lead and copper as mandated by the United States Environmental Protection Agency.
7. CONSIDERATION AND APPROVAL TO SUBMIT AN ENERGY EFFICIENCY AND
CONSERVATION BLOCK GRANT FUNDING APPLICATION VOUCHER TO THE
DEPARTMENT OF ENERGY TO OBTAIN TECHNICAL SUPPORT TO PERFORM
AN ENERGY EFFICIENCY AUDIT
RECOMMENDED THAT CITY COUNCIL:
1 . Authorize staff to submit an Energy Efficiency and Conservation Block Grant funding application to the State of California Department of Energy; and
2. Authorize the City Manager to sign all applicable documents.
8. CONSIDERATION AND APPROVAL OF AWARD OF A PROPOSAL TO RESURFACE THE OUTDOOR BASKETBALL COURTS AS PART OF CIP 2022- 05 SALT LAKE PARK OUTDOOR BASKETBALL COURT
RECOMMENDED THAT CITY COUNCIL:
1. Award a contract to Ferandell Tennis Courts, Inc. (Attachment 1) for a not-toexceed amount of $59,550;
2. Authorize the appropriation of the entire State of California Department of Parks and Recreation grant amount of $74,346.95 as City staff seeks reimbursement of State funds as work progresses;
CITY COUNCIL MEETING AGENDA
April 4, 2023 Page 6 of 8
RESOLUTION NO. 2023-XX
RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF HUNTINGTON PARK
AUTHORIZING AMENDMENT OF AND ADOPTING
A REVISED COMPENSATION PLAN AND PERSONNEL RULES
FOR NON-REPRESENTED EMPLOYEES
WHEREAS, the City of Huntington Park (“City”) employs various NonRepresented Confidential and Mid-Management employees who are exempt from the civil service (“Non-Represented Employees”);
WHEREAS, on or about November 19, 2012, the City Council of the City of Huntington Park approved Resolution No. 2012-62, which approved a compensation plan and other benefits set forth in the Compensation Plan and Personnel Rules for Non Represented Employees, effective November 19, 2012 through June 30, 2014 (“2012 Plan”);
WHEREAS, on or about November 3, 2014 the City Council of the City of Huntington Park approved Resolution No. 2014-51, which modified the 2012 Plan and approved a one year extension of the 2012 Plan to June 30, 2015 (“2014 Plan”); WHEREAS, the prior 2014 Plan expired over seven years ago; WHEREAS, numerous provisions in the 2014 Plan are now out-of-date and inaccurate as to the benefits provided by the City;
WHEREAS, numerous provisions in the 2014 Plan are not in compliance with the obligations of the City;
WHEREAS, the City Council of the City of Huntington Park wishes to have a current and accurate compensation plan, in accordance with its legal obligations; and WHEREAS, the City Council of the City of Huntington Park desires to have an accurate and current compensation plan to continue to attract excellent talented individuals for its Non-Represented classifications and to retain excellent talented individuals for its Non-Represented classifications; and WHEREAS, the City Council of the City of Huntington Park desires to adopt a new compensation plan effective January 1, 2023 to June 30, 2033.
NOW THEREFORE, BE IT RESOLVED,
SECTION 1. The foregoing statements are true and correct.
SECTION 2. The City Council of the City of Huntington Park hereby authorizes the City Manager to finalize a new compensation plan for NonRepresented Employees substantially in the same form as the revised compensation plan included as Attachment A to this Resolution and approves said Compensation for the period January 1, 2023 through June 30, 2033, incorporated herein by reference.
SECTION 3. This Compensation Plan and Personnel Rules for NonRepresented Employees is effective immediately and shall apply retroactively to January 1, 2023.
PASSED, APPROVED AND ADOPTED by the City Council of
the City of Huntington Park at its meeting on this 4th day of April, 2023. _____________________________
Eduardo Martinez, Mayor
ATTEST:
_____________________
Eduardo Sarmiento, City Clerk
ATTACHMENT A
LCW_DMS\PERSONAL\ASAFARLOO\10399024.v1-3/5/23
COMPENSATION PLAN
and
PERSONNEL RULES
for
NON-REPRESENTED
Employees
• CONFIDENTIAL EMPLOYEES
• MID-MANAGEMENT/PROFESSIONAL EMPLOYEES
• EXECUTIVE/MANAGEMENT EMPLOYEES
January 1, 2023 through June 30, 2033
This document is available on the City’s website: www.hpca.gov LCW_DMS\PERSONAL\ASAFARLOO\10399024.v1-3/5/23
TABLE OF CONTENTS
ARTICLE ONE:............................................................................................................... 1 I. EMPLOYEES IN COMPENSATION PLAN............................................................ 1 II. RECOGNITION FULL-TIME NON-REPRESENTED CLASSIFICATIONS ........... 1 III. RECOGNITION PART-TIME ‘HOURLY” CLASSIFICATIONS.............................. 1 IV. CERTAIN NON-REP CLASSES – EXEMPT.......................................................... 1 V. NON-REPRESENTED CONTRACT EMPLOYEES ............................................... 1 VI. PART-TIME “HOURLY” CLASSIFICATIONS ....................................................... 2 A. PART-TIME CLASSES..................................................................................................................................2 B. LIMITATIONS ...............................................................................................................................................2 ARTICLE TWO: SALARIES AND COMPENSATION .................................................... 3 I. FIVE STEP SALARY SCHEDULE (SEE APPENDIX “B”).................................... 3 II. CITY’S RIGHT TO INCREASE SALARIES – RECLASSIFICATION STUDY ....... 3 III. COST OF LIVING ADJUSTMENT (“COLA”)............................................................ 4 IV. TEMPORARY AND PART-TIME EMPLOYEE – BEGINNING HOURLY COMPENSATION AND STEP INCREASES.......................................................... 4 A. POLICY ..........................................................................................................................................................4 B. ELIGIBILITY .................................................................................................................................................4 C. STEP INCREASE ...........................................................................................................................................5 V. STEP INCREASES – BASED ON MERIT ............................................................. 5 A. NOT AUTOMATIC........................................................................................................................................5 B. BASED ON MERIT........................................................................................................................................5 VI. PROBATIONARY PERIOD ...................................................................................... 5 A. LENGTH OF PROBATIONARY PERIOD ...................................................................................................5 B. “AT WILL” STATUS .....................................................................................................................................6 C. PROMOTIONS...............................................................................................................................................6 VII. ADJUSTMENT TO SALARY RANGE OR CLASSIFICATION................................. 6 A. REDUCTION OF SALARY RANGE ............................................................................................................6 B. INCREASE OF SALARY RANGE OR CLASSIFICATION........................................................................6 C. TRANSFER OR DEMOTION TO CLASSIFICATION WITH LOWER SALARY RANGE ......................6 D. TRANSFER OR PROMOTION TO CLASSIFICATION WITH HIGHER SALARY RANGE...................7 VIII. ANNIVERSARY DATE ........................................................................................... 7 A. DATE OF INITIAL HIRE ..............................................................................................................................7 B. LIMITATIONS ...............................................................................................................................................7 IX. EQUIVALENT BI-WEEKLY, MONTHLY AND ANNUAL RATE................................ 7 X. FREQUENCY OF PAYCHECK ISSUANCE .......................................................... 8 XI. PAYROLL WITHHOLDING CHANGES .................................................................... 8 XII. VOLUNTARY 457 DEFERRED COMPENSATION PLAN ...................................... 8 A. VOLUNTARY 457 DEFERRED COMPENSATION PLAN...........................................................................8 LCW_DMS\PERSONAL\ASAFARLOO\10399024.v1-3/5/23
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B. PLAN DOCUMENTS AND RULES..............................................................................................................8 C. CHANGING YOUR CONTRIBUTION.........................................................................................................8 D. LIMITATIONS ...............................................................................................................................................8 XIII. ACTING PAY........................................................................................................... 9 A. ELIGIBILITY .................................................................................................................................................9 B. COMPENSATION..........................................................................................................................................9 C. LIMITATIONS .............................................................................................................................................10 XIV. LONGEVITY PAY ................................................................................................. 10 A. PURPOSE .....................................................................................................................................................10 B. COMPENSATION........................................................................................................................................10 XV. BILINGUAL PROGRAM ........................................................................................ 11 A. PURPOSE .....................................................................................................................................................11 B. QUALIFICATION........................................................................................................................................11 C. COMPENSATION........................................................................................................................................11 XVI. SHORTHAND SKILL ASSIGNMENT PAY ........................................................... 12 A. PURPOSE .....................................................................................................................................................12 B. QUALIFICATION........................................................................................................................................12 C. COMPENSATION........................................................................................................................................12 XVII. MINUTE CLERKS................................................................................................ 12 XVIII. TEMPORARY ASSIGNMENTS .......................................................................... 12 ARTICLE THREE: WORK PERIODS, SCHEDULES AND OVERTIME....................... 13 I. WORK PERIODS ................................................................................................. 13 A. SEVEN (7) DAY WORKWEEK ..................................................................................................................13 B. SEVEN (7) DAY WORKWEEK FOR EMPLOYEES BEGINNING/ENDING..........................................13 C. SEVEN (7) DAY WORKWEEK FOR EMPLOYEES ON THE 9/80 WORK SCHEDULE, BEGINNING/ENDING ................................................................................................................................13 II. WORK SCHEDULES ........................................................................................... 13 A. CITY WORK SCHEDULES...........................................................................................................................13 III. WORK SCHEDULES – CITY HALL OPENED MONDAY THROUGH FRIDAY ... 14 A. 4/10 WORK SCHEDULE.............................................................................................................................14 B. PUBLIC WORKS DEPARTMENT – 9/80 WORK SCHEDULE................................................................14 IV. CHANGING OF WORK SCHEDULES ................................................................... 14 NOTICE TO EMPLOYEES.................................................................................................................................14 V. PUNCTUALITY/TARDINESS .................................................................................. 14 A. POLICY ........................................................................................................................................................14 B. NO PAY FOR TARDINESS.........................................................................................................................14 C. NO USE OF SICK LEAVE TIME BENEFITS ............................................................................................14 D. DISCIPLINARY ACTION ...........................................................................................................................14 VI. OVERTIME ............................................................................................................. 15 A. POLICY ........................................................................................................................................................15 B. 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C. PAID LEAVE OF ABSENCE TIME INCLUDED IN WORK TIME .........................................................15 D. REGULAR DAY OFF WORKED................................................................................................................15 E. REGULAR HOURLY RATE OF COMPENSATION .................................................................................15 F. 9/80 WORK SCHEDULE TIME WORKED................................................................................................16 G. HOURS WORKED FOR OVERTIME – USE OF HOLIDAYS, VACATION TIME, AND COMPENSATORY TIME............................................................................................................................16 VII. WORK TIME/NON-WORK TIME – OUT OF TOWN TRAVEL AND TRAINING TIME ...................................................................................................................... 16 A. ADVANCED APPROVAL...........................................................................................................................16 B. ONE DAY TRAVEL TRIPS.........................................................................................................................16 C. OVERNIGHT TRIPS....................................................................................................................................17 VIII. BREAK-REST PERIODS WITH PAY FOR EMPLOYEES ................................... 17 A. BREAK-REST PERIOD DEFINED.............................................................................................................17 B. BREAK-REST PERIOD SCHEDULING.....................................................................................................17 C. BREAK-REST PERIOD FIFTEEN (15) MINUTE DURATION ................................................................18 D. LIMITATIONS .............................................................................................................................................18 IX. MEAL TIME-UNPAID/NON-WORK TIME ............................................................... 18 A. MEAL TIME SCHEDULING.......................................................................................................................18 B. MEAL TIME ONE-HALF (1
/2) HOUR DURATION...................................................................................18 C. LIMITATIONS .............................................................................................................................................18 X. CALL BACK PAY (UNSCHEDULED) – CONFIDENTIAL EMPLOYEES ONLY . 19 A. PURPOSE .....................................................................................................................................................19 B. COMPENSATION........................................................................................................................................19 C. LIMITATIONS .............................................................................................................................................19 XI. ASSIGNMENT OF OVERTIME ............................................................................... 19 XII. COMPENSATORY TIME ....................................................................................... 20 A. ELIGIBILITY ...............................................................................................................................................20 B. ACCUMULATION OF COMPENSATORY TIME BANK ........................................................................20 C. SCHEDULING AND USE OF COMPENSATORY TIME .........................................................................20 D. PAY OUT OF COMPENSATORY TIME UPON TERMINATION FROM SERVICE .............................20 XIII. TIME CLOCKS ...................................................................................................... 21 ARTICLE FOUR: SUPPLEMENTAL BENEFITS.......................................................... 22 I. RETIREMENT............................................................................................................ 22 A. CALPERS RETIREMENT BENEFITS.........................................................................................................22 B. ESTABLISHMENT OF TWO-TIER RETIREMENT FORMULA FOR MISCELLANEOUS EMPLOYEES .......................................................................................................................................................................23 C. EMPLOYEE PORTION OF MISCELLANEOUS (NON-SWORN) OF CALPERS RETIREMENT OVER A TWO (2) YEAR PERIOD .........................................................................................................................23 D. CITY PAYMENT – EMPLOYEE’S 7% CALPERS RATE..........................................................................23 II. NON-SWORN – NEW RETIREMENT BENEFIT - PARS “0.5% STACK”........... 23 A. NEW ADDITIONAL RETIREMENT BENEFIT.........................................................................................23 B. NON-SWORN NON-REPRESENTED EMPLOYEE PAYMENT SHARE................................................24 C. ELIGIBILITY ...............................................................................................................................................24 D. LIMITATIONS .............................................................................................................................................24 E. CONTINUED MEET AND CONFER REGARDING PARS ......................................................................25 LCW_DMS\PERSONAL\ASAFARLOO\10399024.v1-3/5/23
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III. HEALTH INSURANCE ............................................................................................ 25 A. HEALTH INSURANCE – CALPERS MEDICAL PLANS ..........................................................................25 B. HEALTH INSURANCE – CITY CONTRIBUTION ...................................................................................25 C. NON-REPRESENTED EMPLOYEE HIRED ON OR BEFORE OCTOBER 4, 2005 ................................25 IV. RETIREE HEALTH INSURANCE............................................................................ 26 A. ELIGIBILITY ...............................................................................................................................................26 B. RETIRED HEALTH INSURANCE BENEFIT ............................................................................................26 V. HEALTH INSURANCE PREMIUMS – OPT-OUT/CASH OUT OPTION (NONPERSABLE) ........................................................................................................ 26 A. EMPLOYEE SPOUSES/DEPENDENTS NOT ELIGIBLE FOR OPT-OUT ..............................................26 B. PROOF OF COVERAGE/WAIVE CITY LIABILITY ................................................................................27 C. OPT-OUT CASH VALUE (NON-PERSABLE) ..........................................................................................27 D. REINSTATEMENT AFTER OPTING OUT................................................................................................28 VI. DENTAL INSURANCE ........................................................................................... 28 A. BENEFITS – DELTA CARE/PMI PLAN ....................................................................................................28 B. LIMITATIONS – DELTA PREFERRED OPTION PLAN..........................................................................28 C. DENTAL INSURANCE BENEFITS – LIMITATIONS ..............................................................................28 VII. LIFE INSURANCE ................................................................................................. 29 A. BENEFIT ......................................................................................................................................................29 B. LIMITATION ...............................................................................................................................................29 VIII. LONG TERM DISABILITY INSURANCE .............................................................. 29 A. PURPOSE .....................................................................................................................................................29 B. BENEFIT ......................................................................................................................................................29 C. LIMITATIONS .............................................................................................................................................29 IX. VISION CARE INSURANCE ................................................................................... 30 A. BENEFIT.........................................................................................................................................................30 X. CITY RIGHTS – CONTENT AND CONTRACTOR .............................................. 30 XI. TUITION REIMBURSEMENT PROGRAM ............................................................. 30 A. PURPOSE .....................................................................................................................................................30 B. ANNUAL REIMBURSEMENT...................................................................................................................31 C. REQUIREMENTS ........................................................................................................................................31 XII. FITNESS FACILITY................................................................................................ 31 XIII. COFFEE SUPPLIES ............................................................................................. 31 ARTICLE FIVE: LEAVE POLICIES.............................................................................. 32 I. HOLIDAYS ................................................................................................................ 32 A. ANNUAL HOLIDAY LEAVE.....................................................................................................................32 B. OFFICIAL PAID HOLIDAYS FOR NON-REPRESENTED EMPLOYEES..............................................32 C. USE OF HOLIDAY LEAVE ........................................................................................................................33 D. UNUSED HOLIDAY LEAVE......................................................................................................................33 E. OFFICIAL HOLIDAYS OCCURRING ON FRIDAY OR SATURDAY....................................................33 F. OFFICIAL HOLIDAYS OCCURRING ON SCHEDULED DAY OFF ......................................................33 G. EMPLOYEE REQUIRED TO WORK AN OFFICIAL HOLIDAY ............................................................33 LCW_DMS\PERSONAL\ASAFARLOO\10399024.v1-3/5/23
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H. HOLIDAYS OCCURRING DURING VACATION PERIOD.....................................................................33 I. HOLIDAYS AND SICK LEAVE USE ........................................................................................................33 J. PAY OFF OF UNUSED HOLIDAY LEAVE OR FLOATING HOLIDAY LEAVE UPON TERMINATION .......................................................................................................................................................................34 K. DECEMBER 24-CHRISTMAS EVE/DECEMBER 31- NEW YEAR’S EVE ............................................34 L. HOLIDAY BUY-BACK INCENTIVE – TUESDAY-FRIDAY CITY HALL WORKSHIFT ONLY ........34 II. VACATION LEAVE................................................................................................... 35 A. VACATION LEAVE ACCRUAL................................................................................................................35 B. VACATION LEAVE EARNED...................................................................................................................35 C. NON-REPRESENTED EXECUTIVE/MANAGEMENT ............................................................................36 D. NON-REPRESENTED PART-TIME/HOURLY EMPLOYEES-VACATION LEAVE BENEFITS..........36 E. APPROVAL OF VACATION LEAVE REQUESTS...................................................................................37 F. NO VACATION TAKEN PRIOR TO ACCRUED......................................................................................37 G. LIMITATIONS ON VACATION LEAVE...................................................................................................37 H. PAYMENT ON TERMINATION, LAYOFF, OR DEATH.........................................................................37 I. VACATION CASH-OUT IN LIEU OF GRANTING VACATION ............................................................37 III. SICK LEAVE............................................................................................................ 38 A. PURPOSE OF SICK LEAVE .......................................................................................................................38 B. SICK LEAVE ACCRUAL RATE ................................................................................................................39 C. SICK LEAVE ACCURAL RATE - ELIGIBLE PART-TIME EMPLOYEES.............................................39 D. FIFTY PERCENT (50%) CASH OUT OF ANNUAL ACCUMULATED SICK LEAVE ..........................40 E. USE OF SICK LEAVE .................................................................................................................................40 F. ABUSE OF SICK LEAVE............................................................................................................................41 G. UNPAID LEAVE OF ABSENCE DUE TO INJURY OR ILLNESS...........................................................41 H. EXCESSIVE USE OR ABUSE OF SICK LEAVE ......................................................................................41 IV. ADMINISTRATIVE LEAVE – EXECUTIVE/MANAGEMENT ................................. 42 A. ELIGIBILITY ...............................................................................................................................................42 B. LIMITATIONS .............................................................................................................................................42 V. PERSONAL BUSINESS LEAVE ......................................................................... 42 A. SICK LEAVE WITH PAY-UP TO TWO (2) WORKING DAYS PER CALENDAR YEAR ....................42 B. NON-REPRESENTED PART-TIME HOURLY EMPLOYEES – PERSONAL BUSINESS LEAVE.......42 C. NOTIFICATION TO DEPARTMENT HEAD OR DESIGNEE..................................................................42 D. LIMITATIONS .............................................................................................................................................43 VI. WORK RELATED DISABILITY .............................................................................. 43 A. POLICY ........................................................................................................................................................43 B. USE OF SICK LEAVE .................................................................................................................................44 VII. SICK LEAVE WITHOUT PAY ................................................................................ 44 A. POLICY ........................................................................................................................................................44 B. LIMITATIONS .............................................................................................................................................44 VIII. TEMPORARY MODIFIED WORK ......................................................................... 44 A. ELIGIBILITY ...............................................................................................................................................44 B. LIMITATIONS .............................................................................................................................................44 C. APPLICATION AND ACCEPTANCE ........................................................................................................45 D. OUTSIDE EMPLOYMENT .........................................................................................................................45 E. FINAL DECISION........................................................................................................................................45 IX. BEREAVEMENT LEAVE......................................................................................... 45 LCW_DMS\PERSONAL\ASAFARLOO\10399024.v1-3/5/23
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A. POLICY ........................................................................................................................................................45 B. IMMEDIATE FAMILY................................................................................................................................46 C. VERIFICATION...........................................................................................................................................46 X. JURY DUTY ......................................................................................................... 46 A. POLICY...........................................................................................................................................................46 XI. MILITARY LEAVE .................................................................................................. 47 A. POLICY ........................................................................................................................................................47 B. COMPENSATION........................................................................................................................................47 C. EXTENDED BENEFITS – WAR ON TERRORISM ..................................................................................47 XII. MILITARY FAMILY LEAVE.................................................................................... 47 A. POLICY ........................................................................................................................................................47 B. NEW QUALIFYING REASON FOR LEAVE.............................................................................................47 C. NEW UNPAID LEAVE ENTITLEMENT ...................................................................................................47 XIII. FAMILY MEDICAL LEAVE ACT (FMLA) AND CALIFORNIA FAMILY RIGHTS ACT (CFRA) ......................................................................................................... 48 A. PURPOSE .....................................................................................................................................................48 B. ELIGIBILITY FOR FMLA AND CFRA......................................................................................................48 C. EMPLOYEE RIGHTS UNDER FMLA........................................................................................................49 D. APPROVAL PROCESS FOR FMLA...........................................................................................................49 E. PRIVACY UNDER FMLA...........................................................................................................................49 F. USE OF ACCRUALS WHILE ON FMLA ..................................................................................................50 G. EXPIRATION OF FMLA.............................................................................................................................50 XIV. PREGNANCY DISABILITY LEAVE (PDL) .......................................................... 50 XV. VOTING LEAVE .................................................................................................... 50 XVI. SCHOOL ACTIVITY LEAVE................................................................................. 51 A. POLICY ........................................................................................................................................................51 B. LIMITATIONS/RIGHTS..............................................................................................................................51 XVII. LEAVE OF ABSENCE WITHOUT PAY............................................................... 52 A. POLICY ........................................................................................................................................................52 B. LIMITATIONS .............................................................................................................................................52 XVIII. ABSENCE WITHOUT PAY................................................................................. 52 A. POLICY ........................................................................................................................................................52 B. UNAUTHORIZED LEAVE OF ABSENCE/ABANDONMENT OF POSITION.......................................52 XIX. EMPLOYEE DEATH – ACCUMULATED ELIGIBLE LEAVE TIME BENEFITS PAID TO SPOUSE OR ESTATE .......................................................................... 53 ARTICLE SIX: WORKING CONDITIONS..................................................................... 54 I. AMERICANS WITH DISABILITIES ACT (ADA) .................................................. 54 A. ACCOMODATIONS....................................................................................................................................54 B. ACTIONS TAKEN NOT GRIEVABLE ......................................................................................................54 II. NOTICE OF LAYOFFS ........................................................................................ 54 III. WORK PERFORMANCE......................................................................................... 54 LCW_DMS\PERSONAL\ASAFARLOO\10399024.v1-3/5/23
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IV. RESIGNATION ....................................................................................................... 54 V. EMPLOYEE INCARCERATED – UNABLE TO REPORT TO WORK ................. 55 A. NON-PAY STATUS.....................................................................................................................................55 B. USE OF ACCUMULATED LEAVE............................................................................................................55 C. NO USE OF SICK LEAVE ..........................................................................................................................55 VI. CITY DRESS CODE ............................................................................................... 55 A. RIGHT TO SET DRESS CODE .....................................................................................................................55 VII. CITY ADMINISTRATIVE POLICIES ...................................................................... 55 A. POLICIES .....................................................................................................................................................55 B. SUBJECTS....................................................................................................................................................55 C. ADDITIONAL ADMINISTRATIVE POLICIES.........................................................................................56 APPENDIX “A” – NON REPRESENTED EMPLOYEE CLASSIFICATIONS............... 57 APPENDIX “B” – SALARY SCHEDULE ..................................................................... 59 LCW_DMS\PERSONAL\ASAFARLOO\10399024.v1-3/5/23
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ARTICLE ONE
COMPENSATION PLAN AND PERSONNEL RULES
FOR
CITY OF HUNTINGTON PARK, CALIFORNIA
NON-REPRESENTED EMPLOYEES (NON-REP)
• CONFIDENTIAL EMPLOYEES
• MID-MANAGEMENT/PROFESSIONAL EMPLOYEES
• EXECUTIVE MANAGEMENT EMPLOYEES
ARTICLE ONE:
I. EMPLOYEES IN COMPENSATION PLAN
This Compensation Plan and Personnel Rules, hereinafter called the “PLAN” is made by the City of Huntington Park, California, hereinafter called the “City” for all full-time, salaried, Non-Represented employees of the City. These Non-Represented employees include all employees in the Part-time, Confidential, Mid-Management, and Executive/Management Units.
II. RECOGNITION FULL-TIME NON-REPRESENTED CLASSIFICATIONS The employee classifications in the Non-Represented Confidential, Mid-Management, and Executive/Management Units are set forth in “Appendix “A”.
III. RECOGNITION PART-TIME ‘HOURLY” CLASSIFICATIONS
The employee classifications in the Non-Represented Part-Time hourly Units are listed in Appendix “A”.
IV. CERTAIN NON-REP CLASSES – EXEMPT
All Non-Represented full-time salaried employees are considered to be “At-Will” employees and exempt from Civil Service status except as noted in Appendix “A”.
V. NON-REPRESENTED CONTRACT EMPLOYEES
There are certain Non-Represented classes who have a written employment contract approved by City Council which covers their specific wages, hours, terms and conditions of employment. This Compensation Plan and Personnel Rules for Non-Represented employees does not specifically apply to these Non-Represented contract employees unless it is so stipulated in their contract approved by the City Council.
Commented [1]: Remove part-time/temporary employees
and have a separate plan for them.
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ARTICLE ONE
VI. PART-TIME “HOURLY” CLASSIFICATIONS
A. PART-TIME CLASSES
The part-time hourly classifications are set forth in Appendix “B” are considered to be “At-Will” employees and Exempt from Civil Service status.
B. LIMITATIONS
Part-time hourly employees receive only hourly wages and none of the benefits set forth in this Compensation Plan unless specifically recognized and acknowledged in writing in this document.
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ARTICLE TWO
ARTICLE TWO:
SALARIES AND COMPENSATION
I. FIVE STEP SALARY SCHEDULE (See Appendix “B”)
Step 1
a) Shall be the entry level step for new Non-Represented employees in all classifications unless the City Manager approves in writing a different entry level step for that employee.
b) The City Manager may appoint a Non-Represented employee to the maximum salary for the class if he/she determines that the candidate is exceptionally qualified or there has been difficulty in recruiting. Such appointment shall be made in writing.
c) A Non-Represented employee must serve at least six (6) months of satisfactory job performance in Step 1 to be eligible to advance to Step 2 or the next step as may be applicable.
Step 2
A Non-Represented employee should receive this step after the completion of six (6) months of satisfactory job performance in Step 1 in the same classification.
Step 3
Should be considered the proper step for a Non-Represented employee who has completed one (1) year of service with satisfactory job performance in Step 2 in the same classification.
Step 4
Should be considered the proper step for a Non-Represented employee who has completed one (1) year of service with satisfactory job performance in Step 3 in the same classification.
Step 5
Should be considered the proper step for a Non-Represented employee who has completed one (1) year of service with satisfactory job performance in Step 4 in the same classification.
II. CITY’S RIGHT TO INCREASE SALARIES – RECLASSIFICATION STUDY The City shall not be restricted in its ability to increase any of those salaries for NonRepresented employees as a result of reclassification study or if a determination is made by the City that it is not possible to recruit effectively or competitively for a Non-Represented classification. No such salary increases are mandated.
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ARTICLE TWO
III. COST OF LIVING ADJUSTMENT (“COLA”)
During the 10 year term of this Compensation plan, Non-Represented employees, except for executive staff with contractual agreements with the City, will be granted a COLA to their base salary. The City shall provide the following salary increases :
1. 2.5% COLA increase effective the pay period which includes January 1, 2023;
2. 2% COLA increase effective the pay period which includes July 1, 2023;
3. 2.5% increase every other year (commencing July 1, 2025) for the remainder of the term of this Compensation Plan effective the pay period which includes the July 1 of that year.
IV. TEMPORARY AND PART-TIME EMPLOYEE – BEGINNING
HOURLY COMPENSATION AND STEP INCREASES
A. POLICY
1. Employees who are employed on a temporary basis for ninety (90) days or less and employees who are employed on a part-time or hourly basis shall be compensated at a hourly rate equivalent to the range and step to which assigned.
2. Unless otherwise designated, all such hourly employees shall be employed at the minimum step of the range assigned for that classification.
B. ELIGIBILITY
1. Employees temporarily employed for more than ninety (90) days on a fulltime basis shall be compensated for their services at the rate designated for regular full-time employees in the same classification, and they shall be eligible for salary increases in the same manner as regular full-time salaried employees.
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ARTICLE TWO
C. STEP INCREASE
1. Employees temporarily employed or regularly employed on a recurring, seasonal basis and who complete at least five hundred twenty (520) hours (three months) of continuous full-time employment in each calendar year shall be allowed credit on a prorated basis toward regular step increases.
2. Such credit will be acquired in the same proportion as the actual time worked by such temporary or seasonal employee compared to the time worked by regular forty (40) hours per week full-time salaried employees, but said credit shall in no case exceed that earned by a regular full-time salaried employee on a forty (40) hour per week basis, subject to provision set forth in this section.
V. STEP INCREASES – BASED ON MERIT
A. NOT AUTOMATIC
No step increase in salary shall be automatic merely upon completion of a specific period of service.
B. BASED ON MERIT
All increases shall be based on merit as established by record of the employee’s job performance with at least a satisfactory job performance rating.
VI. PROBATIONARY PERIOD
A. LENGTH OF PROBATIONARY PERIOD
1. All Non-Represented employees exempt from Civil Service status shall serve a probationary period of twelve (12) full calendar months.
2. The probationary period may be extended by the approval of the NonRepresented employee’s Department Head and City Manager for the length of time of the total approved leave time taken (paid leave time or protected nonpay leave time) taken during the Non-Represented employee with Civil Service status employee’s probationary period.
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B. “AT WILL” STATUS
1. During the probationary period, a Non-Represented employee with Civil Service status serves as an “at will” status and may be dismissed with or without cause and with or without notice.
2. If a promoted Non-Represented employee with Civil Service status fails their probationary period, they shall return to their former classification they held as permanent employee prior to the promotion, unless he/she is dismissed from the City service in the manner provided in Ordinance No. 1456 and the personnel rules and regulations.
C. PROMOTIONS
Promoted Non-Represented employee with Civil Service status will serve a six (6) month probationary period.
VII. ADJUSTMENT TO SALARY RANGE OR CLASSIFICATION
A. REDUCTION OF SALARY RANGE
In the event the salary range assigned to any classification is reduced, all NonRepresented employees within such classification shall be reassigned to a classification in such lower range which most nearly corresponds to the salary being received by such Non-Represented employee at the time such range is reduced.
B. INCREASE OF SALARY RANGE OR CLASSIFICATION
In the event the salary range assigned to any classification is increased, all NonRepresented employees within such classification will be reassigned to the step to which such Non-Represented employee was assigned immediately prior to such increase.
C. TRANSFER OR DEMOTION TO CLASSIFICATION WITH LOWER
SALARY RANGE
1. Any Non-Represented employee with Civil Service status employee voluntarily transferred or demoted to a classification where a lower salary range is assigned shall be placed at a salary step within the lower salary range which is closest to the Non-Represented employee salary step immediately prior to such voluntary transfer or demotion.
2. Upon such transfer or demotion, such Non-Represented employee shall be entitled to annual increases as authorized for their new classification as a salaried full-time employee.
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ARTICLE TWO
D. TRANSFER OR PROMOTION TO CLASSIFICATION WITH HIGHER SALARY RANGE
1. Any Non-Represented employee receiving promotion to a higher classification to which a higher salary range is assigned shall receive compensation at the step within the assigned range which will result in at least a one-step increase in salary over that being received by such employee immediately prior to such promotion, or to the lowest step in the salary range of such higher classification, whichever results in a greater increase.
2. After promotion to a higher classification, or transfer to a classification to which a higher salary range is assigned, such Non-Represented employee will be eligible for regular step increase for their new classification.
VIII. ANNIVERSARY DATE
A. DATE OF INITIAL HIRE
1. For all purposes, except eligibility for salary increases, a Non-Represented employee’s anniversary date shall be the date of initial hire with the City as a salaried full-time employee.
2. In cases of re-employment, the anniversary date shall be the effective date of reemployment as a salaried full-time employee less the time the Non-Represented employee was on approved Leave of Absence.
B. LIMITATIONS
Salary range adjustments for a classification will not set a new salary anniversary date for Non-Represented employees serving in that classification.
IX. EQUIVALENT BI-WEEKLY, MONTHLY AND ANNUAL RATE
1. Equivalent bi-weekly pay rate shall be determined by multiplying the hourly rate by eighty (80) hours.
2. Equivalent annual pay rate shall be determined by multiplying the hourly rate by two-thousand eighty (2080) hours.
3. Equivalent monthly pay rate shall be determined by dividing the annual rate by twelve (12) months.
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X. FREQUENCY OF PAYCHECK ISSUANCE
Current Non-Represented employees shall be paid, once every two (2) weeks, either by paycheck or by direct deposit, as elected by the Non-Represented employee.
XI. PAYROLL WITHHOLDING CHANGES
1. Non-Represented employee must submit any changes in payroll withholdings at least thirty (30) calendar days in advance of the implementation or said withholdings.
2. If a Non-Represented employee, due to an emergency situation, requests to have withholding to be effective in less than thirty (30) calendar days, they may appeal to the City Manager who is the City’s personnel supervisor, or their designee, who may grant or deny employees request.
XII. VOLUNTARY 457 DEFERRED COMPENSATION PLAN
A. VOLUNTARY 457 DEFERRED COMPENSATION PLAN
1. City agrees to provide a deferred compensation plan for Non-Represented employees covered herein pursuant to IRS Code Section 457.
2. If more than one plan is offered, Non-Represented employees shall be limited to participation in one (1) plan at a time.
B. PLAN DOCUMENTS AND RULES
Plan documents and participation rules under Section 457 are maintained by and available from the Human Resources Division.
C. CHANGING YOUR CONTRIBUTION
Non-Represented employees may reduce or increase the amount of their biweekly deferred compensation contribution at any time with advance written notice on the appropriate form to the Human Resources Division.
D. LIMITATIONS
The City does not warrant that amounts deposited in the deferred compensation plans are “qualified” for tax deferral and is not to be held liable for such tax payments as may be determined assessable.
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ARTICLE TWO
XIII. ACTING PAY
A. ELIGIBILITY
1. Any Non-Represented employee who is required in writing to, and does act and perform duties included within a unfilled or temporary vacant higher classification and which duties are broader than the specifications governing such employee’s position shall be eligible for acting pay upon written approval by corresponding department head and the City Manager.
2. To be eligible, the Non-Represented employee must have actually worked in the acting higher classification a minimum of five (5) consecutive days scheduled workdays, including official paid holidays.
3. To be eligible, the Non-Represented employee who is a supervisor must actually work in the acting classification a minimum of seven (7) consecutive scheduled work days or fifty-six (56) consecutive scheduled working hours, including paid holidays.
B. COMPENSATION
1. A Non-Represented employee approved for acting pay:
• Shall be paid the hourly rate for the acting classification which is a minimum of five percent (5%) above the current base salary of the employee’s permanent position, or Step “1” of the acting classification whichever is greater; and
• Shall in no instance be entitled to be paid more than Step “5” of the acting classification.
2. During that period of acting service, a Non-Represented employee shall be paid at the acting pay rate when off on an official City holiday or sick leave, and
3. A Non-Represented employee working overtime or called back during an acting assignment shall be paid at the acting pay rate for such time.
4. A Non-Represented employee receiving acting pay as set forth above shall continue to receive the benefits associated with his/her permanent position and not the benefits associated with the acting position.
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C. LIMITATIONS
1. Such out-of-class work shall not exceed six months.
2. Acting assignments are not provisional appointments.
XIV. LONGEVITY PAY
A. PURPOSE
The purpose of the Longevity Pay is to recognize Non-Represented employees who have served a minimum of twenty (20) years of full time salaried service time with the City of Huntington Park.
B. COMPENSATION
Eligible Non-Represented employees in their respective classification shall receive the following additional longevity compensation above their base top salary per month:
1. Effective July 1, 2009 all eligible Non-Represented employees with twenty (20) years (completion of 239 consecutive months of City service) of full-time City service shall receive $300 per month above their base top salary.
2. Effective July 1, 2009 all eligible Non-Represented employees with twenty-five (25) years (completion of 299 consecutive months of City service) of full-time City service would receive $600 per month above their base top salary.
3. For purposes of this section, “consecutive months of City service” shall mean completion of consecutive months of uninterrupted employment status with the City as a full-time employee providing service to the City.
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ARTICLE TWO
XV. BILINGUAL PROGRAM
A. PURPOSE
1. Non-Represented employees, excluding part-time employees, that frequently deal with the public and are in designated classes eligible to serve as a bilingual translator must pass a test given by the City to qualify.
2. The purpose of the Bilingual Program is to provide linguistic assistance for nonEnglish speaking person(s) who represent a large segment of the community.
3. The service is provided through certain selected Non-Represented employees who have been certified as proficient in a designated foreign language which is regularly utilized in providing services to the community.
B. QUALIFICATION
1. The Human Resources Division will conduct the proficiency tests, as needed, in designated language as set forth in “A” above.
2. The Human Resources Division will then certify an eligible list of qualified bilingual translators who work in designated eligible bi-lingual classifications and are so certified to perform technical bilingual skills including reading, writing, and translation.
C. COMPENSATION
Eligible certified Non-Represented employees shall receive compensation in the amount of Two Hundred Twenty-Five dollars ($225.00) dollars per month above their base salary.
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ARTICLE TWO
XVI. MINUTE CLERKS
1. Non-Represented employees who are assigned and required to attend meetings of the City Council, or various commissions of the City, as “Minute Clerk” during their normal off duty hours shall be compensated.
2. Such compensation shall be for at least two (2) hours overtime pay at time and one-half (1.5) their hourly rate of pay.
XVII. TEMPORARY ASSIGNMENTS
Temporary assignments:
• Are not a separate job classification,
• Do not have civil service status,
• Are not subject to civil service selection procedures, appeals or seniority, • Do not have any property rights, and
• May be revoked by Management at any time for job related reasons or operational necessity.
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ARTICLE THREE
ARTICLE THREE:
WORK PERIODS, SCHEDULES AND OVERTIME
I. WORK PERIODS
A. SEVEN (7) DAY WORKWEEK
The workweek for Non-Represented employees who are Non-Exempt from the Fair Labor Standards Act (FLSA), shall be fixed and regularly recurring period of time consisting of one-hundred and sixty-eight (168) consecutive hours consisting of seven (7) consecutive twenty-four (24) hour periods.
B. SEVEN (7) DAY WORKWEEK FOR EMPLOYEES BEGINNING/ENDING The seven (7) day workweek shall begin on Monday at 12:00 a.m. and end on Sunday at 11:59:59 p.m.
C. SEVEN (7) DAY WORKWEEK FOR EMPLOYEES ON THE 9/80 WORK
SCHEDULE, BEGINNING/ENDING
The seven (7) day work period shall begin on Friday at 12:00 p.m. and end on Friday at 11:59:59 a.m.
II. WORK SCHEDULES
A. CITY WORK SCHEDULES
City work schedules shall be as herein defined, except as otherwise provided:
5/40 Work Schedule: The 5/40 work schedule shall consist of five work days consisting of eight (8) consecutive work hours in a seven (7) consecutive calendar day period, exclusive of any meal periods assigned by management. 4/10 Work Schedule: The 4/10 work schedule shall consist of four work days consisting of ten (10) consecutive work hours in a seven (7) consecutive calendar day period, exclusive of any meal periods assigned by management. 9/80 Work Schedule: The 9/80 work schedule shall consist of an eighty (80) work hour two week schedule consisting of eight (8) nine (9) hour days and one eight (8) hour working day in a eighty (80) work hour work period in fourteen (14) consecutive calendar days. This schedule shall be divided into two forty (40) work hour work periods segments exclusive of any meal periods assigned by management.
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ARTICLE THREE
III. WORK SCHEDULES – CITY HALL OPENED MONDAY THROUGH FRIDAY A. 4/10 WORK SCHEDULE
It is understood by the Non-Represented employees that City Hall will be opened on Fridays, effective September 2008, while employees maintain a 4/10 work schedule (Monday-Thursday or Tuesday-Friday Shift) except employees who work 9/80 or other work schedules mutually agreed upon by the parties.
B. PUBLIC WORKS DEPARTMENT – 9/80 WORK SCHEDULE
The Public Works Department and Parks and Recreations will implement a 9/80 work schedule for its employees.
IV. CHANGING OF WORK SCHEDULES
NOTICE TO EMPLOYEES
This shall not preclude, following notification to Non-Represented employees, other work schedules or the changing of the work schedule when the needs of the City so dictate, such as conformance to operational needs of the department or compliance with law.
Changed work scheduled will be in the sole discretion of the City.
V. PUNCTUALITY/TARDINESS
A. POLICY
It is a job requirement for all City employees to report to work at their required work schedule starting time. Lack of punctuality has a negative impact on City’s work productivity and therefore tardiness shall not be tolerated.
B. NO PAY FOR TARDINESS
Any unapproved tardiness time that is seven (7) minutes or more from the City employee assigned work starting time shall not be paid and therefore shall be “Docked” for the time so tardy.
C. NO USE OF SICK LEAVE TIME BENEFITS
City employees who are “Docked” any time for unapproved tardiness may not use any accumulated sick leave benefits to cover tardy unpaid time in increments of 15 minutes or more unless this time is approved in advance by the Department Head..
D. DISCIPLINARY ACTION
If any City employee who is continually tardy (two or more times), as defined in this section, including one (1) minute or more late for his/hers work starting time LCW_DMS\PERSONAL\ASAFARLOO\10399024.v1-3/5/23
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on a continuous basis, the department head has the right to take appropriate disciplinary action on the tardy Non-Represented employee.
VI. OVERTIME
A. POLICY
It is policy of the City that overtime work is to be discouraged. All overtime work must be approved in advance by the department head or designee. Whenever the public interest or necessity requires it, any department head may require any NonRepresented employee in such department to perform overtime work. Overtime work must be properly reported on the appropriate time card sheets.
B. DEFINITION AND ELIGIBILITY
FULL TIME NON-REPRESENTED EMPLOYEES
Non-Represented employees, except all classes that are Executive/Management or contract employees not eligible for over-time, who work a minimum of eight (8) hours per day and forty (40) hours per seven-day work period, who are required to work in excess of their regularly scheduled forty (40) hour work week, shall be paid overtime at one and one-half (1 1
/2) times their hourly rate for all hours worked in
their work period in excess of forty (40) hours, except as otherwise provided in this article.
C. PAID LEAVE OF ABSENCE TIME INCLUDED IN WORK TIME
Each workday a Non-Represented employee is off duty on an authorized paid leave of absence; i.e. holiday, vacation leave, comp time, except for sick leave, during the scheduled workweek shall be considered work time by the Non-Represented employee for the purpose of establishing eligibility for overtime in the seven (7) day work period.
D. OVERTIME CREDITED IN FIFTEEN MINUTES OR MORE
1. Overtime shall be credited in tenths of time worked of fifteen (15) minutes or more per workday.
2. Time so worked of less than seven (7) minutes of an hour shall be considered incidental and shall not be credited.
3. Time worked in excess of seven (7) minutes shall be rounded up to fifteen (15) minutes for overtime credit.
E. REGULAR DAY OFF WORKED
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scheduled day off shall receive overtime pay at one and one-half (1.5) times their regular rate of pay for hours actually worked. The hours so worked shall not be credited towards the base hours of a work period for purposes of establishing any basis for overtime or other purposes.
F. REGULAR HOURLY RATE OF COMPENSATION
The regular hourly rate of compensation for employees on a forty (40) hour week work schedule shall be 1/173.33 of the employee’s monthly salary. The regular hourly rate of compensation shall be determined in accordance with the requirements set forth in the Fair Labor Standards Act (FLSA).
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ARTICLE THREE
G. 9/80 WORK SCHEDULE TIME WORKED
Overtime for Non-Represented employees on a 9/80 work week schedule is time worked in excess of forty-four (44) paid hours in a 7 day work week period or eighty (80) paid hours worked in a 14 day work period as set forth in this agreement.
H. HOURS WORKED FOR OVERTIME – USE OF HOLIDAYS, VACATION
TIME, AND COMPENSATORY TIME
1. For the purpose of computing the number of hours worked as they relate to overtime and seniority, time during which a Non-Represented employee is excused from work because of holidays, vacations, and compensatory time off, shall be considered as time worked by the Non-Represented employee.
2. Sick Leave taken shall not be credited as work time towards number of hours worked by the Non-Represented employee for the purpose of overtime.
VII. WORK TIME/NON-WORK TIME – OUT OF TOWN TRAVEL AND TRAINING TIME A. ADVANCED APPROVAL
All out-of-town trips and training time, including attendance at lectures, meetings, training programs and similar events, must be approved in advance by the department head.
B. ONE DAY TRAVEL TRIPS
One-Day travel time trips for training programs is not counted as time worked, if a Non-Represented employee is traveling to another location such as the airport and travel time is comparable to the normal commute time. Any meal period while traveling is not time worked.
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ARTICLE THREE
C. OVERNIGHT TRIPS
1. On Overnight Trips the Non-Represented employee’s normal hours of work shall exclude meal time and sleep time. The City may count as time worked either the time spent driving or the time it would have taken on the public transportation, if the employee is offered public transportation and chooses to travel by automobile.
2. Any trip or training time is not treated as time worked if all of the following criteria are met:
a) Attendance is outside the employee’s normal working hours; b) Attendance is voluntary;
c) The training course is not directly related to the employee’s job; and d) The employee does not perform any significant job related work while in attendance.
3. If a Non-Represented employee voluntarily attends a conference, seminar, a school, college, university, or trade school after hours, the time is not considered as time worked even if the City contributes any incidental expenses. A NonRepresented employee’s voluntary training for another job or training to add new or additional skills is not considered as directly related to the NonRepresented employee’s job.
VIII. BREAK-REST PERIODS WITH PAY FOR EMPLOYEES
A. BREAK-REST PERIOD DEFINED
Break-rest periods must be earned as any other benefit and are computed at the rate of fifteen (15) minutes per four (4) hours worked or major fraction thereof.
B. BREAK-REST PERIOD SCHEDULING
1. Break-rest periods are scheduled and/or rescheduled by management so as not to impair service and as job requirements dictate.
2. Non-Represented employees may receive, whenever possible:
• Two (2) paid break-rest periods of fifteen (15) minutes each for each scheduled work day actually worked; and
• One (1) paid break-rest period of fifteen (15) minutes for each four (4) consecutive hours of overtime worked.
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ARTICLE THREE
C. BREAK-REST PERIOD FIFTEEN (15) MINUTE DURATION
The duration of a break-rest period shall consist of fifteen (15) minutes of cessation of work and will include time involved in going to and from a rest area unless otherwise authorized by this agreement.
D. LIMITATIONS
1. Break-rest periods are non-cumulative and shall not be added to any meal time, vacation, or any other form of authorized absence from work, unless authorized by Management.
2. Break-rest periods may not be used at the beginning or the end of a work shift unless authorized by Management.
IX. MEAL TIME-UNPAID/NON-WORK TIME
A. MEAL TIME SCHEDULING
1. The schedule for meal times shall be determined by management in consideration of the continuity of services provided to the public and the convenience of the Non-Represented employee.
2. All Non-Represented employees, shall be entitled to one (1) non-working, unpaid meal time per scheduled work day of eight (8) or more consecutive hours worked.
B. MEAL TIME ONE-HALF (1/2) HOUR DURATION
1. The normal unpaid meal time shall be one-half (1/2) hour in duration.
2. In no case will meal time be permitted to exceed one (1) hour, unless approved by management.
C. LIMITATIONS
1. Meal time is non-cumulative and shall not be added to any break-rest time, vacation, or any other form of authorized absence from work, unless authorized by Management.
2. Meal time may not be used at the beginning or the end of a work shift unless authorized by Management.
3. All meal time taken is considered non-work time and is unpaid.
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X. CALL BACK PAY (UNSCHEDULED) – CONFIDENTIAL EMPLOYEES ONLY A. PURPOSE
1. Call-back work is unscheduled time worked performed by an off-duty NonRepresented Confidential employee called-back to work after they have completed their regular work schedule and have left the work area or are on their day off.
2. Such assignments or call backs shall include emergency purposes or required attendance at meetings of the City Council, Commissions, Committees or other official bodies as approved by the City Manager.
3. The City shall, when possible, make available to qualified Non-Represented Confidential employees an equitable distribution of call-back pay within their assigned section.
B. COMPENSATION
Non-Represented Confidential employees eligible for Call Back Pay as set forth in this section shall receive a minimum guarantee of four (4) hours of straight pay at the Non-Represented Confidential employee’s regular hourly rate of pay or convert four (4) hours of straight time to Non-Represented Confidential employees Compensatory Time Bank.
C. LIMITATIONS
1. The four (4) hour minimum shall not apply when a Non-Represented Confidential employee is called in early before the start of their regular assigned shift and the call-back is contiguous with the Non-Represented employee regular work shift.
2. Another call back during the original or initial four (4) hour period shall not be treated as a new call back and shall not require a new four (4) hour minimum and all subsequent call back, shall be for actual hours worked plus reasonable travel time. In this event, the Non-Represented Confidential employee shall be paid for the actual time worked.
XI. STAND-BY ASSIGNMENT PAY
A. PURPOSE
Public Works Department unit employees shall be entitled to receive additional compensation for their services while assigned to standby assignment only under the following circumstances and subject to the following conditions.
Commented [2]: Potential language change:
Unit employees eligible for Call Back Pay as set forth
in this section shall receive a minimum guarantee of
three (3) hours overtime pay at one and one-half (1.5)
times the employee's regular rate of pay. or convert
three (3) hours overtime at one and one-half (1.5)
times the employee's regular rate of pay to employee's
Compensatory Time Bank.
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1. "Standby Duty" shall mean the assignment by the Department Head of a unit employee during other than his/her regular working hours to be on call and readily available for the performance of emergency work during one (1) or more consecutive "Standby Shifts."
2. "Weekday Standby Work Shift" shall mean any unit employee assigned a Standby work shift for any week days, which is Monday, Tuesday, Wednesday, Thursday, or Friday. Each Standby day is 12:00 a.m. through 11:59 p.m. other than his/her regular assigned working hours.
3. "Weekend Day Standby Shift" shall mean any unit employee assigned a standby work shift for weekend days which are Saturday 12:00 a.m. to 11:59 p.m. or Sunday 12:00 a.m. through 11:59 p.m.
B. COMPENSATION
1. Compensation for Standby Shift or portion thereof shall be thirty dollars ($30.00) per each standby shift or portion thereof.
2. Standby Duty — Holiday. Any unit employee who is assigned to standby duty on a recognized City Holiday shall receive standby pay of forty dollars ($40.00) per Standby Shift on such holiday, in addition to other standby pay provided for in this section.
C. INFORM DEPARTMENT HEADS
1. Each unit employee assigned to standby duty shall provide a contact phone number to keep their Department Head informed as to their whereabouts at all times during such standby assignment.
2. Notice of each standby assignment shall be promptly given to the Department Head.
D. LIMITATIONS
1. Standby assignments will be limited to those public services, which must have emergency response during off-duty hours.
2. City will compensate unit employees specifically required to be on standby duty under the conditions described below.
a. Unit employees must be available and must respond to any call back while so assigned;
b. The consumption of alcoholic beverages during an assigned standby period is prohibited, as is any use of illegal drugs or other incapacitating medication;
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c. Violation of the above shall invalidate the employee's eligibility for standby compensation for that period, in addition to any disciplinary action which is warranted; and
d. The City may, in its discretion, provide a cell phone or electronic device or other communication device to an assigned employee, which shall be his/her responsibility during such assignment (loss or damage due to negligence will result in employee replacing or paying for the electronic device).
E. NOT ELIGIBLE FOR STANDBY PAY
1. It is agreed that other unit employees may have a responsibility to respond if contacted and ordered to respond under the call back provisions of the MOU, but are not required to standby under the terms of this Agreement.
2. The use of pagers or cell phones or other communication devices is voluntary unless the employee is placed in standby assignment.
XII. ASSIGNMENT OF OVERTIME
Except as otherwise provided for in this document, Management retains the right to determine the assignment of overtime or stand-by to any qualified Non-Represented employee by eligibility and seniority.
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ARTICLE THREE
XIII. COMPENSATORY TIME
A. ELIGIBILITY
Non-Represented employees, except Executive/Management employees, may elect to receive compensatory time in-lieu of overtime payment.
B. ACCUMULATION OF COMPENSATORY TIME BANK
1. Compensatory time will be accumulated on the basis of one-and-one-half (1 1 /2)
hours for each one (1) hours worked in excess of the scheduled workday or workweek.
2. The maximum number of compensatory hours that may be accumulated is forty (40) hours at the straight time hourly rate (26.6 comp time hours x 1.5 = 40 hours), which may be carried until the end of the fiscal year and used as time off, or which may be paid to the Non-Represented employee upon separation from service for any reason.
2. Once the maximum has been accumulated, any additional compensatory overtime accrual submitted through payroll will be automatically paid to the Non-Represented employee on the succeeding paycheck.
3. For time earned from July 1 through June 30 of each Fiscal Year, the unused balances of Compensatory Time Bank will be paid during the last pay period in June of the same Fiscal Year to the Non-Represented employees at the employee’s regular hourly rate of pay in effect at the time of payment and the bank shall be reduced to zero (0).
C. SCHEDULING AND USE OF COMPENSATORY TIME
1. The scheduling of compensatory time off shall be handled as the scheduling of vacation time off.
2. Accumulated compensatory time may be utilized on an hour for hour basis at the mutual convenience of management and the Non-Represented employee.
3. All compensatory time utilized as paid leave by a Non-Represented employee shall be debited from the Non-Represented employee’s compensatory time bank.
D. PAY OUT OF COMPENSATORY TIME UPON TERMINATION FROM
SERVICE
In the event of termination from the City for any reason, the Non-Represented employee shall be entitled to cash payment of one-hundred percent (100%) of an accumulated unused compensatory time if any, at termination paid straight time at the Non-Represented employee’s regular hourly rate of pay.
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ARTICLE THREE
XIV. TIME CLOCKS
If Non-Represented employees are required to use time clocks, all their time worked should be recorded by the use of time clock in accordance with established rules. Department heads shall be responsible for instructing their Non-Represented employees in the proper use of time clocks.
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ARTICLE FOUR
ARTICLE FOUR:
SUPPLEMENTAL BENEFITS
I. RETIREMENT
A. CalPERS RETIREMENT BENEFITS
of the maximum level of the City's contribution based on the Basic Kaiser Permanente —L.A. Area Region monthly health premium (i.e. Employee The City agrees to provide retirement benefits to eligible classic employees (as defined below in Section B.) under the California Public Employees' Retirement System (CalPERS) as follows.
Government
Code
Section Benefit
20042 One Year Final Compensation: Final compensation is the average full-time monthly pay rate for the highest twelve (12) consecutive months. (Not applicable to 2% (4) 62 retirement plan)
7522.32 Three Year Final Compensation: For new PEPRA members, provides that final compensation means the highest average annual pensionable compensation earned by a member during a period of at least 36 consecutive months. Also prohibits a public employer from adopting a final compensation period of less than three years for classic members who are currently subject to a three-year final compensation period. 20055 Prior Service Credit: Unit employees may be eligible to purchase prior service credit.
20124 Military Service Credit as Public Service: Unit employees may elect to purchase up to four (4) years of service credit. 20965 Credit for Unused Sick Leave: Unit employees may be eligible to convert unused sick leave bank hours at time of retirement to additional service time.
Two percent (2%) COLA: Beginning the 2nd calendar year after the LCW_DMS\PERSONAL\ASAFARLOO\10399024.v1-3/5/23
21329 year of retirement, retirement and survivor allowances will be adjusted annually on a compound basis of two percent (2%); the adjustment may not be v,reater than the change in the CPI.
21354 2% (ti 55 for Local Miscellaneous Members: Base retirement plan of two percent (2%) at age 55 for all eligible unit employees. (Employees hired before 12/30/12)
21353 2% la 60 for Local Miscellaneous Members: Base retirement plan of two percent (2%) at age 60 for all eligible unit CalPERS members hired 12/30/12 or after.
7522.20 2% (a. 62 for Local Miscellaneous Members: Base retirement plan of two percent (2%) at age 62 for new CalPERS members hired 1/1/13 or after or had a break in Classic membership of greater than six (6) months. 21551
21574
21620
Death Benefit Continues: Provides that death benefits paid to a spouse of a member who died prior to retirement will continue in full should the spouse remarry.
Fourth Level of 1959 Survivor Benefit: Benefits are paid monthly to certain survivors of a unit employee who dies before retirement. Retired Death Benefit $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 beneficiary.
21624 and
21626
Post Retirement Survivor Allowance: Provides surviving spouse fifty percent (50%) of the amount of retirement allowance, dependent on option chosen, as it was at time of death of retiree.
B. DEFINITION OF NEW MEMBER AND CLASSIC EMPLOYEES
The City contracts with CalPERS for retirement benefits. As a result of the Public Employees' Pension Reform Act of 2013, new member employees and classic employees receive different benefits. The definitions of "new member" and "classic member" are as follows.
New Member
Government Code section 7522.04(f) defines "new member" as follows:
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1. An individual who becomes a member of any public retirement system for the first time on or after January 1, 2013, and who was not a member of any other public retirement system prior to that date.
2. An individual who becomes a member of a public retirement system for the first time on or after January 1, 2013, and who was a member of another public retirement system prior to that date, but who was not subject to reciprocity under subdivision (c) of Section 7522.02.
3. An individual who was an active member in a retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer.
Classic Member
CalPERS refers to all members who do not fit the definition of new member as a classic member.
C. ESTABLISHMENT OF THREE-TIER RETIREMENT FORMULA FOR
MISCELLANEOUS EMPLOYEES
New Miscellaneous (non-sworn) employees hired on or after December 30, 2012, will be enrolled in the base retirement program 2%@60 for Miscellaneous Members formula. All other retirement benefits outlined in Section A above shall remain the same. For purposes of this section, "New Miscellaneous (non-sworn) employees" means a newly hired employee from outside the City.
CALPERS RETIREMENT BENEFITS FOR MISCELLANEOUS (NONSWORN) "NEW MEMBERS" AS DEFINED BY THE PUBLIC EMPLOYEES' PENSION REFORM ACT OF 2013 (PEPRA)
1. Retirement Formula: Unit members who are defined as "new members" under the PEPRA, are covered by the 2%@ 62 formula provided for by the Public Employees' Retirement Law in Government Code section 7522.20(a).
2. Retirement Benefit Calculation Period: For unit members defined as "new members" under the PEPRA such employees' final compensation will be based on the highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of his or her retirement or any other three consecutive year period chosen by the employee as set forth in Government Code section 7522.32(a).
3. Payment of Employee/Member Contribution (PEPRA Member): Effective January 1, 2013, "new member" employees are responsible for paying the employee contribution of one-half of the total normal cost of the plan, as defined by CalPERS, through a payroll deduction. This amount will 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.
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New members shall be eligible to receive all other retirement benefits outlined in Section A. above, as allowed by CalPERS.
D. EMPLOYEE PORTION OF MISCELLANEOUS (NON-SWORN) OF
CALPERS RETIREMENT
All Classic Miscellaneous employees shall continue to pay a total of 7% of employee share of CalPERS.
Effective January 1, 2013, New Members, a new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, or a member who established CalPERS membership prior to January 1, 2013, and who is hired by a different CalPERS employer after January 1, 2013, after a break in service of greater than six months will pay at least 50% of the total normal cost rate.
II. NON-SWORN - PARS "0.5% STACK" EFFECTIVE JULY 1, 2010 A. NEW ADDITIONAL RETIREMENT BENEFIT
1. Effective July 1, 2010, the City was authorized to provide a new additional retirement benefit referred to as "PARS 0.5% Stack Plan" through the Public Agency Retirement Services (PARS).
2. Effective January 1, 2013, new PEPRA guidelines prohibit a public employer from offering the PARS 0.5% Stack Plan to any employee that was not covered by an existing plan prior to January 1, 2013.
B. NON-SWORN UNIT EMPLOYEE PAYMENT SHARE
1. Effective July 1, 2010, all non-sworn unit employees will pay one and one-half percent (1.5%) of their salary to the City to help pay for the increased cost to the City for the "PARS 0.5% Stack Plan".
2. All new non-sworn unit employees hired on or after July 1, 2010 will pay two percent (2%) of their salary to the City for the first five (5) years of full-time employment with the City to help pay for the increased costs to the City for the "PARS 0.5% Stack Plan".
3. Upon completion of five (5) years (60 months) of full-time employment with the City, these non-sworn unit employees' payment to the City for "PARS 0.5% Stack Plan" will be reduced from two percent (2%) to one and one-half percent (1.5%) of their salary.
C. ELIGIBILITY
1. Effective July 1, 2010, all non-sworn unit employees hired prior to January 1, 2013, who have worked full-time for the City for at least five (5) years shall be eligible to receive "PARS 0.5% Stack" Retirement Benefits upon their retirement from the City of Huntington Park.
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D. LIMITATIONS
1. Effective July 1, 2010, all non-sworn unit employees who terminated their employment from the City or who have not worked full-time at least five (5) years with the City before they retire from the City shall not be eligible to receive the "PARS 0.5% Stack" Retirement benefit.
2. Any non-sworn unit employee who terminates their employment with the City "prior" to their retirement shall receive all of their 1.5% salary contribution made for the "PARS 0.5% Stack" benefit plus interest.
3. Eligible non-sworn unit employee as set forth in this section must retire from the City of Huntington Park to receive the "PARS 0.5% Stack" benefit.
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III. HEALTH INSURANCE
A. HEALTH INSURANCE – CalPERS MEDICAL PLANS
The City will provide full-time Non-Represented employees, their eligible dependents and retirees and their eligible dependents with medical insurance provided through the California Public Employees’ Retirement System under the Medical and Hospital Care Act (PEHMCA).
B. HEALTH INSURANCE – CITY CONTRIBUTION
1. The City shall contribute on behalf of each Non-Represented employee an amount equal to 100% of the cost of the employee’s insurance plan (i.e.
Employee Only, Employee Plus One Dependent, Employee Plus Two or more Dependents) not to exceed the cost of the respective plan of the Kaiser Permanente (HMO)-Los Angeles Region Plan available through PEMHCA.
2. Effective once during each fiscal year, at the time rate changes are implemented by CalPERS, the City will adjust its monthly contribution for each contribution category (Employee Only, Employee Plus One Dependent, Employee Plus Two or More Dependents) equal to the Kaiser Permanente-California L.A. Region plan CalPERS approved HMO plan.
C. NON-REPRESENTED EMPLOYEE HIRED ON OR BEFORE OCTOBER
4, 2005
A Non-Represented employee hired or appointed on or before October 4, 2005 and who elects Employee Only or Employee Plus One Dependent will receive the taxable cash (Non-PERSable) value of the difference between the employee’s current monthly medical premium paid by the City and the monthly premium amount the City would pay if the employee had Employee Plus Two or more Dependents in the Kaiser Permanente (HMO)-Los Angeles Region Plan monthly medical premium.
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Commented [3]: To be removed
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ARTICLE FOUR
IV. RETIREE HEALTH INSURANCE
A. ELIGIBILITY
A full-time Non-Represented employee who subsequently retires from the City of Huntington Park and who qualifies as set forth in the following shall receive the following retiree Health Insurance Benefits upon official retirement from the City of Huntington Park.
B. RETIRED HEALTH INSURANCE BENEFIT
1. Effective September 1, 2008, all full-time Non-Represented employees who officially retire from the City of Huntington Park with at least five (5) years of full-time service with the City of Huntington Park, the City shall pay onehundred percent (100%) of the maximum level of the City’s contribution based on the Basic Kaiser Permanente – L.A. Area Region monthly health premium (i.e. Employee Only, Employee Plus One Dependent, Employee Plus Two or More Dependents) for those eligible retired Non-Represented employees under the California Public Employee’s Medical and Hospital Care Act or other health insurance and all other form of health insurance for these retired employees and their dependents.
2. Effective January 1, 2011, for retired Non-Represented employees who are eligible for Medicare, the City’s contribution shall be solely based upon Kaiser Permanente – L.A. Area Region Supplement/Managed Medicare monthly health premium or the Combination of both Basic (meaning non-Medicare basic medical coverage) and the Kaiser Medicare monthly health premium.
3. These qualifying requirements shall be waived for Non-Represented employees who retire from City service on an Industrial Disability Retirement.
V. HEALTH INSURANCE PREMIUMS – OPT-OUT/CASH OUT OPTION (NONPERSABLE) Eligible Non-Represented employees may elect to discontinue participation in, “opt out,” of the CalPERS Health Plan medical insurance coverage. The intent of this provision is to share premium savings that the City will incur as a result of a eligible Non-Represented employee canceling City coverage.
A. EMPLOYEE SPOUSES/DEPENDENTS NOT ELIGIBLE FOR OPT-OUT
1. For these medical plans, when a Non-Represented employee is the spouse of another benefited City employee, the affected employees shall have the option of:
Individual coverage; or
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ARTICLE FOUR
• One (1) employee may select a plan and list the spouse as a dependent.
2. A Non-Represented employee who is covered as the dependent of a City employee in the City plan is eligible for single-party rate “opt-out” compensation.
3. Non-Represented employees may not both insure each other or the same dependents.
B. PROOF OF COVERAGE/WAIVE CITY LIABILITY
1. Eligible Non-Represented employees electing to cancel City health insurance coverage for themselves and all eligible family members must provide proof. a) The Non-Represented employee is not receiving Medicare or Medical b) The Non-Represented employee must sign a document stating his/her desire to waive their City medical insurance coverage.
c) The Non-Represented employee has coverage through another (non-City) benefit plan end year prior to open enrollment (e.g., spouse’s coverage through another employer), and must waive any liability to the City for their decision to cease coverage under the City’s health insurance plan.
C. OPT-OUT CASH VALUE
1. Non-Represented employees electing to opt out will receive the taxable cash (non-PERSable) value of one-half (1
/2) of the monthly medical premium rate
for which the Non-Represented employee would have qualified had the qualified Non-Represented employee not “Opted-Out” payable in two equal amounts and added to the first and the next subsequent paycheck of each month..
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ARTICLE FOUR
VI. DENTAL INSURANCE
A. BENEFITS – DELTA CARE/PMI PLAN
1. Benefits – DeltaCare/PMI Plan. The City shall contribute an amount, equal to the DeltaCare/PMI premiums in an amount not to exceed the cost of coverage for an Employee Plus Two or More Dependents, on a monthly basis towards an employee’s choice of dental plans made available and administrated by Delta Dental Plan.
2. Effective once during each fiscal year, at the time rate changes are implemented by Delta Care PMI, the City will adjust its monthly contribution for each contribution category (Employee Only, Employee Plus One Dependent, Employee Plus Two or More Dependents) to equal the corresponding Delta Care PMI monthly premium.
B. LIMITATIONS – DELTA PREFERRED OPTION PLAN
Non-Represented employees who choose the Delta Insurance Delta Preferred Option Plan shall pay the difference in monthly premium between the Delta/PMI Plan and Delta Preferred Option Plan.
C. DENTAL INSURANCE BENEFITS – LIMITATIONS
The Dental Insurance coverage shall cease for Non-Represented employees upon termination, including retirement, at the end of the month following that after which the Non-Represented employee terminates from employment with the City.
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ARTICLE FOUR
VII. LIFE INSURANCE
A. BENEFIT
1. The City shall pay the full monthly premium for Non-Represented employees for Term Life Insurance Group coverage of $100,000.
2. Said Life Insurance benefit shall include coverage for Accidental Death and Dismemberment (AD&D).
B. LIMITATION
This Life Insurance Plan Coverage shall cease upon the Non-Represented employee termination from employment with the City.
VIII. LONG TERM DISABILITY INSURANCE
A. PURPOSE
The City has a Long Term Disability insurance policy intended to augment the annual sick leave accrual and sick leave bank programs and provide certain income protection for Non-Represented employees up to two (2) year.
B. BENEFIT
1. The City shall pay the full monthly premium for the Long Term Disability Insurance Plan Coverage for Non-Represented employees.
2. Long Term Disability may be used for either work or non-work related injuries or illness in accordance with City Policy and the insurance company carriers qualifying rules and regulations.
3. Long Term Disability Insurance benefits shall be paid to eligible NonRepresented employees in accordance with the policies established by the insurance carrier’s written policy rules and regulations for qualifying and a thirty (30) calendar day waiting period established by the insurance carrier before benefits can be paid.
C. LIMITATIONS
1. The Non-Represented employee must use all their accumulated annual sick leave and bank hours, and all accumulated sick leave time before being eligible to receiving Long Term Disability benefits.
2. Accumulated sick leave may be used in separate thirty (30) calendar day periods.
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ARTICLE FOUR
3. This Long Term Disability Insurance Plan shall cease upon the Non-Represented employee’s termination from employment with the City.
IX. VISION CARE INSURANCE
A. BENEFIT
1. The City shall pay the full monthly premium for Non-Represented employees up to Employee plus Two or more Dependents category for Vision Care Insurance.
2. Effective once during each fiscal year, at the time rate changes are implemented, the City will adjust its monthly contribution for each contribution category (Employee Only, Employee Plus One Dependent, Employee Plus Two or More Dependents) for the vision care insurance monthly premium.
3. The vision care insurance coverage shall cease upon the Non-Represented employee termination from employment with the City.
X. CITY RIGHTS – CONTENT AND CONTRACTOR
The City retains the exclusive right to determine the content and contractors for all insurance plans and other benefits.
XI. TUITION REIMBURSEMENT PROGRAM
A. PURPOSE
The purpose of the City’s Educational Tuition Reimbursement Program is to promote and encourage employees to obtain a college level education up to, and including, a Master’s or Doctorate’s degree. All Non-Represented employees may use the tuition reimbursement program each fiscal year, subject to the conditions of the program set forth in this section.
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ARTICLE FOUR
B. ANNUAL REIMBURSEMENT
1. The maximum amount of the annual reimbursement shall be fifteen hundred ($1,500) dollars, which shall cover tuition, enrollment fees, required textbooks and other related material;
2. Participation for reimbursement shall be on a first come, first served basis and subject to a twenty-five thousand ($25,000) dollar city-wide cap;
3. Following the end of a fiscal year, remaining funds in the $25,000 fund shall be made available to employees who have eligible expenses in excess of the $1,500 individual limit;
4. To the extent that funds remaining in the pool are insufficient to fund all the supplemental applications, participants shall receive equal reimbursements from the remaining funds in the City-wide Tuition Reimbursement Fund; C. REQUIREMENTS
1. All courses must be completed at an accredited college, university, junior college, or other institution, as recommended by the Department Head and approved by the City Manager;
2. To be eligible for reimbursement, Non-Represented employees must receive a grade of “C” or better (or “Pass” if the course is given on a “Pass/Fail” basis);
3. Classes must be taken while a Non-Represented employee is off-duty and not during employees scheduled work hours; and,
4. Approval for reimbursement must be obtained from the City Manager prior to the beginning of the class and payment for reimbursement shall be made only after the certified transcript of grades and receipts for payment of tuition fees and other expenses are received by the City.
XII. FITNESS FACILITY
The City shall provide Non-Represented employees access to the City’s Recreation Center for the use of the facilities at no cost to the Non-Represented employee. Any fees or expenses for class registration or special events will be the responsibility of the NonRepresented employee.
XIII. COFFEE SUPPLIES
The coffee and related supplies that is provided for the City Council and the various City Commissions shall also be made available for use by City employees.
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ARTICLE FIVE
ARTICLE FIVE:
LEAVE POLICIES
I. HOLIDAYS
A. ANNUAL HOLIDAY LEAVE
1. Effective July 1, 2002, regular full-time Non-Represented employees shall be compensated a total of one hundred twenty (120) hours of Holiday Leave per fiscal year.
2. For each authorized official paid holiday, the employee will be compensated at their base salary rate not to exceed ten (10) holiday hours for each authorized holiday during each fiscal year.
3. Holiday time is accrued on the date that each official paid holiday occurs.
Holiday time may be used as provided in this section for leave time or otherwise paid-out only after it is accrued and unused on a specific holiday during the fiscal year. k
B. OFFICIAL PAID HOLIDAYS FOR NON-REPRESENTED EMPLOYEES
1. The official paid recognized holidays granted to Non-Represented employees is as follows:
(1) New Year’s Day (January 1)
(2) Martin Luther King’s, Jr. Birthday (3rd Monday in January) (3) Presidents Day (3rd Monday in February)
(4) Cesar Chavez Birthday (March 31)
(5) Memorial Day (4th Monday in May)
(6) Independence Day (4th of July)
(7) Labor Day (1st Monday in September)
(8) Veterans Day (November 11)
(9) Thanksgiving Day (4th Thursday in November)
(10) Day after Thanksgiving
(11) Christmas Eve (December 24th)
(12) Christmas Day (December 25th)
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2. The City Manager or City Council has the right to designate any day or part of a day as a Holiday.
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ARTICLE FIVE
C. USE OF HOLIDAY LEAVE
Non-Represented employees may take his/her unused Holiday Leave Time as approved by the Department Head with due regard to the service needs of the City and the needs of the Non-Represented employee.
D. UNUSED HOLIDAY LEAVE
Non-Represented employees unused Holiday Leave Time shall be lost if not taken prior to the last payperiod of each fiscal year (July-June) and shall not be converted to any form of compensation except as covered in Section G below.
E. OFFICIAL HOLIDAYS OCCURRING ON FRIDAY OR SATURDAY
Holidays that fall on Saturday or Sunday shall be observed on Friday or Monday respectively.
F. OFFICIAL HOLIDAYS OCCURRING ON SCHEDULED DAY OFF
When any official Holiday occurs on a Non-Represented employee’s regular scheduled day off, the holiday time for that day shall not be deducted from the Non-Represented employee Holiday Leave Bank and those hours shall become “Floating Holiday” time to be taken off at the approval of the Department Head prior to the end of that fiscal year (June 30).
G. EMPLOYEE REQUIRED TO WORK AN OFFICIAL HOLIDAY
1. When a Non-Represented employee is required to work on an official holiday, all hours worked shall be paid at the Non-Represented employee regular hourly rate; and
2. No Holiday Leave Time shall be deducted from their annual Holiday Leave Bank. The City shall pay out the amount of unused Holiday Leave Time during the first pay period in July if an employee who was required to work on an official holiday is not able to use the Holiday Leave Time before the last day of the fiscal year (July-June).
H. HOLIDAYS OCCURRING DURING VACATION PERIOD
Any official holiday time occurring within a Non-Represented employee’s vacation period shall be charged as Holiday Leave Time in lieu of Vacation.
I. HOLIDAYS AND SICK LEAVE USE
If a Non-Represented employee is on Annual Sick Leave or taking Sick Leave Bank Leave on the last working day before the holiday or immediately after any official holiday, those holiday leave hours [eight (8) for Non-Represented employees on 5/8 work schedule and ten (10) for Non-Represented employees on the 4/10 work schedule] for that holiday shall be forfeited and deducted from their annual Holiday Leave Bank.
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ARTICLE FIVE
J. PAY OFF OF UNUSED HOLIDAY LEAVE OR FLOATING HOLIDAY
LEAVE UPON TERMINATION
1. Any Non-Represented employee terminating employment from the City, either voluntary or involuntarily shall have any eligible accrued Holiday Leave Time hours cashed out at the employee current hourly rate of pay.
2. Eligible holiday hours shall mean those holidays in the fiscal year which have already been earned by the terminating Non-Represented employee. (Earned meaning they were employed by City when certain eligible Holidays had occurred.)
3. In the case of any Non-Represented employee whose employment with the City is terminated by death, such payment shall be made to the estate, spouse or beneficiaries entitled to, or in the case of doubt to the beneficiary of records for public retirement, upon approval by City Attorney.
K. DECEMBER 31- NEW YEAR’S EVE
1. If approved by the City Manager, each Non-Represented employee, except those Non-Represented employees determined by the City Manager and Department Heads to provide services for the necessary functions of the department which he/she is employed, shall be permitted to be absent for duty one-half (1/2) of the work shift on December 31 (New Year’s Eve) or the last working day prior December 31.
2. Only Non-Represented employee actually working on December 31 shall be eligible for this leave.
3. Should a Non-Represented employee be on approved leave with pay (holiday leave, vacation leave, or compensatory time, but not sick leave) on December 31 and it’s a regular assigned work day for them they shall be charged leave time for one-half (1/2) of their work shift for said day.
L.
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ARTICLE FIVE
2. =
II. VACATION LEAVE
A. VACATION LEAVE ACCRUAL
1. All Non-Represented employees are eligible to earn vacation leave time.
2. Non-Represented employees shall receive accrue vacation leave time on the fifteenth (15) day of each month.
3. Non-Represented employee shall be entitled to utilize their accumulated vacation leave with pay upon completion of six (6) months of continuous employment with the City and approval by their department head.
B. VACATION LEAVE EARNED
1. Vacation time shall be earned and accrued on the following basis:
YEARS/MONTH
EMPLOYED
VACATION
EARNED
Per month
VACATION
EARNED
Per Year
*TWICE
MAXIMUM
VACATION
EARNED
0-4 yrs
(0-48 months)
9.33 hours per
month
112 hours per year 224 Hours
5-9 yrs
(49-108 months)
12.66 hours per
month
152 hours per year 304 Hours
10 yrs +
(109 months +
thereafter)
16.66 hours per
month
200 hours per year
(see B.3 below)
400 Hours
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ARTICLE FIVE
2. Vacation Leave Time is earned on a continuous service time with the City and is prorated on a monthly basis.
3. *After a Non-Represented employee accrues twice their annual Vacation Leave Time accrual said Non-Represented employee ceases to accrue Vacation Leave. The affected Non-Represented employee, except Executive/Management employees, will only begin accruing vacation Leave again after their vacation Leave balance is less than twice the annual Vacation Leave accrual.
C. NON-REPRESENTED EXECUTIVE/MANAGEMENT
1. After Non-Represented Executive/Management employees accrue twice their annual Vacation Leave Time, the affected employee ceases to accrue Vacation Leave. The affected unit employee will only begin accruing Vacation Leave again after their Vacation Leave balance is less than twice than the annual Vacation Leave accrual.
2. Effective July 1, 2009, all Non-Represented Executive/Management employees who have utilized at least forty (40) hours of Vacation Leave in the past twelve (12) months of the Fiscal Year may with the approval of the City Manager or designee cash-out up to forty (40) hours of accumulated unused Vacation at the employees hourly rate of pay at the end of the Fiscal Year.
D. NON-REPRESENTED PART-TIME/HOURLY EMPLOYEES-VACATION
LEAVE BENEFITS
1. Non-Represented employees working on a part-time or hourly basis of less than forty (40) hours per week and who work at least an average of twenty (20) hours per week and at least one-thousand (1,000) hours in any one fiscal year shall be allowed prorated share of vacation allowed forty (40) hour fulltime salaried employees as their actual time worked bears to forty (40) hours per week and receive during said vacation accumulation period the same amount of wages or salary that they would have earned had they worked regular hours or time during their vacation period.
2. Part-time employees shall not be granted such vacation credits until after six (6) months of continuous full-time salaried employment or until after one (1) year of continuous one-half part-time (20 hours or more per week) employment.
3. Seasonal or temporary employees who work less than six (6) months of continuous service of less than an average of twenty (20) hours per week in any one year shall not earn vacation credit.
Commented [4]: Language to be updated for cash out to
be decided in advance for each year.
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E. APPROVAL OF VACATION LEAVE REQUESTS
The Department Head shall approve Non-Represented employee Vacation Leave request with due regard to the service needs of the City and the personal need of the Non-Represented employee.
F. NO VACATION TAKEN PRIOR TO ACCRUED
1. Non-Represented employees may take only Vacation Leave as they have accumulated at the time the vacation begins.
2. Vacation Leave shall only be approved if the Non-Represented employee has accumulated Vacation Leave Time.
G. LIMITATIONS ON VACATION LEAVE
1. Vacation is charged on the basis of the actual hours the Non-Represented employee is on vacation leave to the nearest one-quarter (0.25) hour.
2. Non-Represented employees do not accrue vacation leave while on unpaid leave in excess of thirty (30) calendar days.
3. A Non-Represented employee who is sick during their vacation leave may charge the period of illness and/or injury to sick leave if available. Verification may be required from a physician.
H.
I. VACATION CASH-OUT IN LIEU OF GRANTING VACATION
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vacation time in case of any circumstance or conditions where in the judgement of the City Manager justifies such action. The City Manager may grant this option up to six months after the Non-Represented employee exceeds his or her vacation cap without any loss of accrued time where the employee was serving in an acting capacity, performed substantial job duties outside of his or her class specification for at least six months, and a shortage of staff in his or her department resulted in the Non-Represented employee being unable to take vacation.
III. SICK LEAVE
A. PURPOSE OF SICK LEAVE
1. Sick Leave is not a right which a City employee may use at his or her discretion. Sick leave is leave from duty necessitated by illness or injury to the Non-Represented employee or illness or injury of a member of the NonRepresented employee’s immediate family requiring the Non-Represented employee’s attendance, and medical appointment to the extent that such appointment cannot be scheduled outside the work day.
2. For the purposes of this section, immediate family means employee’s spouse or domestic partner, child, step-child, father, mother, step-father, stepmother, father-in-law, mother-in-law, brother, sister, grandfather, grandmother, grandchild, or other individual residing in the same household whose relationship to the Non-Represented employee is that of a dependent.
3. The maximum amount of accrued sick leave that can be used by a NonRepresented employee for use for their immediate family shall be forty-eight (48) hours per fiscal year.
4. All sick leave requires approval by Department Head or designee and such request will not be unreasonably denied.
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B. SICK LEAVE ACCRUAL RATE
1. Each eligible Non-Represented employee shall accrue Sick Leave at the rate of eight (8) hours for each month, or major fraction thereof, of continuous City services.
2. The maximum annual Sick Leave accrual shall be ninety-six (96) hours for each year of continuous City service.
3. There is no maximum limit on the amount of total Sick Leave bank a NonRepresented employee may accumulate with the City.
4. A Non-Represented employee shall not accrue sick leave during absences from duty in excess of thirty (30) calendar days by reason of illness, disability or injury on duty, except where such credit is mandated by law.
C.
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D. FIFTY PERCENT (50%) CASH OUT OF ANNUAL ACCUMULATED SICK LEAVE
1. In the last pay period of each fiscal year, one-half (50%) of an employee’s unused, accrued sick leave from that fiscal year (48 hours maximum), shall be cashed out by the City at the Non-Represented employee’s regular rate of pay in effect on June 30th.
2. Employees shall be paid the cash out in November each year.
3. The remaining one-half (50%) of a Non-Represented employee’s unused, accrued Sick Leave from the fiscal year (not to exceed forty-eight (48) hours) shall be added to the Non-Represented employees Sick Leave Bank.
4. With the exception of the annual cash out of one-half (50%) of a NonRepresented employee’s unused, accrued sick leave from that fiscal year, there is no other cash out of accrued sick leave.
5. There shall be no limit upon the number of hours of accrued sick leave bank an employee can accumulate.
6. If an Non-Represented employee terminates employment or is laid off from the City before receiving his or her annual cash-out of one-half (50%) the employee’s unused, accrued sick leave from that fiscal year, the employee shall receive such payment prorated to the time of termination.
E. USE OF SICK LEAVE
1. In order to receive compensation while absent on sick leave an employee (or someone on the Non-Represented employee’s behalf) shall notify the department head or immediate supervisor within thirty (30) minutes after the beginning of the Non-Represented employee’s daily duties.
2. The first day of sick leave shall not commence until such notice is given, except in cases of emergency or when provision of such notice is not reasonably possible.
3. In order to be compensated with sick leave for three (3) or more consecutive working days, the Non-Represented employee shall be required to submit upon return to work, a physician’s verification of illness or injury.
4. A Non-Represented employee may use accrued sick leave for the actual number of hours of the regular work period that the Non-Represented employee is absent due to illness or injury.
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F. ABUSE OF SICK LEAVE
1. A Non-Represented employee shall be subject to disciplinary action for abuse of sick leave, which is defined as a Non-Represented employee’s use of sick leave when the Non-Represented employee is not sick, not required to care for a member of the employee’s immediate family or not attending a doctor’s appointment.
2. If a Non-Represented employee calls in sick in violation of the City’s rules and regulations then a deduction shall be made from the Non-Represented employee’s earned vacation credits, holiday bank, and/or compensatory time bank.
G. UNPAID LEAVE OF ABSENCE DUE TO INJURY OR ILLNESS
1. A Non-Represented employee who is absent due to illness or injury and who does not have any form of accrued leave on the books shall be required to furnish a physician’s statement giving the reason for the absence and a further statement indicating that the Non-Represented employee is fit to return with or without limitations.
H. EXCESSIVE USE OR ABUSE OF SICK LEAVE
1. A Non-Represented employee shall be subject to disciplinary action for excessive or abuse of sick leave or abuse of sick leave. Abuse of such leave is a claim of entitlement of sick leave when the Non-Represented employee does not meet the requirements of sick leave as set forth in this Plan, Civil Service Rules and Regulations, or Personnel or Department Rules.
2. Sick Leave taken for Personal Leave, California Family Sick Leave, or any sick leave permitted by law shall not be included as Abuse of Sick Leave.
3. If any Annual Sick Time accrual or Sick Leave Bank accrual is taken in violation of the City’s Rules and Regulations, then a deduction of said Sick Leave time taken shall be made from the Non-Represented employee’s earned vacation credits, holiday bank, and/or compensatory time bank.
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IV. ADMINISTRATIVE LEAVE – EXECUTIVE/MANAGEMENT
A. ELIGIBILITY
All Non-Represented Executive/Management employees so designated in Appendix “A” shall be eligible for up to forty (40) hours of Administrative Leave each fiscal year.
B. LIMITATIONS
1. Administrative Leave shall not accrue past the maximum.
2. Unused Administrative Leave shall be paid out at the end of each fiscal year (July 1 – June 30).
V. PERSONAL BUSINESS LEAVE
A. SICK LEAVE WITH PAY-UP TO TWO (2) WORKING DAYS PER
CALENDAR YEAR
Up to two (2) working days per calendar year of Sick Leave Time Accrual with pay be used by each Non-Represented employee for personal business days as part of the Non-Represented employee’s accrual.
B. NON-REPRESENTED PART-TIME HOURLY EMPLOYEES – PERSONAL
BUSINESS LEAVE
1. Part-time hourly employees shall be eligible for prorate Personal Business Leave. In order to be compensated while absent on Personal Business Leave the employee must notify his/her department head or immediate supervisor twenty-four (24) hours in advance, provided, however that such notice shall not be required in an emergency situation.
2. However, the part-time hourly employee shall notify his/her department head or immediate supervisor within two (2) hours after the beginning of his/her shift.
3. All Personal Business Leave requires the department head or immediate supervisor’s approval.
C. NOTIFICATION TO DEPARTMENT HEAD OR DESIGNEE
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at least twenty-four (24) hours in advance; provided that such notice shall not be required in an emergency situation.
2. Where it is impractical under emergency circumstances to give 24-hour notice, the Non-Represented employee shall notify his/her department head or immediate supervisor within thirty (30) minutes after the beginning of his/her shifts.
3. All Personal Business Leave requires the department head or designee’s approval.
D. LIMITATIONS
1. Personal Business Leave shall be charged to the Non-Represented employee in even two (2) hour Sick Leave increments or more.
2. Personal Business Leave shall be deducted from the Non-Represented employee’s annual sick leave accrual.
3. Any unused sick leave, including Personal Business Leave shall be compensated in accordance with the City’s Annual accumulated unused sick leave buy-back program.
4. Personal Business Leave shall not be used for vacation or any other leave.
VI. WORK RELATED DISABILITY
A. POLICY
1. If an industrial injury causes temporary disability to a Non-Represented employee, payment shall be made on the fourth (4th) day after the injured NonRepresented employee leaves work as a result of the injury; provided, that in case the injury causes disability of more than fourteen (14) calendar days or necessitates hospitalization, the disability payment shall be made from the first (1st) day the injured Non-Represented employee leaves work or is hospitalized as a result of the injury.
2. The City shall pay up to thirty (30) calendar days of the eligible NonRepresented employee full salary (regular rate of pay).
3. The City may continue to provide a light-duty assignment when available and when a treating physician’s release for such an assignment is obtained.
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B. USE OF SICK LEAVE
Beginning with the thirty-first (31) calendar day of such disability, the NonRepresented employee may use all accumulated leave time benefits (Sick Leave, Compensatory Time Off, Holiday, Vacation, etc.) with any Workers’ Compensation Temporary Disability or Permanent Disability payments to augment their full salary.
VII. SICK LEAVE WITHOUT PAY
A. POLICY
Whenever an Non-Represented employee must take sick leave, but does not have any annual sick time accrual or sick time accrual bank credit accumulated for such sick leave because he or she has not yet earned any credit for such sick leave or has exhausted such credits through the use of sick accrual or long term disability accrual, such Non-Represented employee shall be allowed a sick leave, without pay, upon approval of the City Manager.
VIII.
D. OUTSIDE EMPLOYMENT
During convalescence and/or modified work assignment, it shall be expressly forbidden for the employee to engage in any outside employment that would interfere with their convalescence.
E.
IX. BEREAVEMENT LEAVE
A. POLICY
The City’s bereavement policy is provided for in the case of death within the immediate family of a Non-Represented employee, who has been employed with the City for 30 or greater days. Such Non-Represented employee shall be entitled to be absent from duty with pay at the Non-Represented employee’s regular rate of pay in order to attend the funeral or memorial services or related bereavement purposes for their immediate family. Said bereavement leave shall not exceed five (5) working days and will not be
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charged to an employee’s sick day accrual or sick leave bank, vacation bank or any other employee time bank.
B. IMMEDIATE FAMILY
For the purpose of this section, immediate family means father, mother, stepfather, stepmother, father-in-law, mother-in-law, parent-in-law, brother, sister, husband, wife child, stepchild, grandfather, grandmother, or grandchild, legal domestic partner, or other individual whose relationship to the employee is that of a legal dependent.
C. VERIFICATION
1. The City may require verification of the death of the immediate family.
2. Verification may include any printed records or notice of death (i.e. newspaper obituary notice, mortuary leaflet, etc.)
X. JURY DUTY
A. POLICY
1. A Non-Represented employee summoned to active jury duty shall inform his/her supervisor and, if required to serve, may be absent from duty with full pay for up to eighty (80) hours in a calendar year.
2. Jury service required on a Non-Represented employee’s off duty day is not compensable by the City, and the Non-Represented employee may retain jury compensation for such days.
3. Jury time shall not be considered work time and does not count toward hours worked for the calculation of overtime.
4. Non-Represented employees shall be responsible for providing proof of jury service upon his/her return to work.
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XII.
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F. USE OF ACCRUALS WHILE ON FMLA
1. The Non-Represented 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.
2. FMLA shall run concurrently with Pregnancy Disability Leave.
XV. VOTING LEAVE
1. Up to two (2) hours of leave with pay may be provided at the beginning or end of the normal work shift, whichever permits the opportunity to vote with minimal interruption of work responsibilities.
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2. Non-Represented employees shall be required to give a minimum three (3) day notice of the need for leave, obtain advance approval, and submit proof of voting.
3. Any Non-Represented employee who does not utilize this voting leave privilege shall not thereby become eligible for any overtime compensation for any time taken to vote.
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XVII. LEAVE OF ABSENCE WITHOUT PAY
A. POLICY
1. Upon written request, the City Manager may, in his/her discretion and upon recommendation of the department head, grant a leave of absence to any NonRepresented employee who has been employed by the City regularly for one (1) year or more.
2. Any such Non-Represented employee, with the approval of the City Manager or department head, may return prior to the time fixed for the expiration of such leave.
B. LIMITATIONS
In no event shall the City Manager grant a leave of absence contrary to Civil Service Rules and Regulations.
XVIII. ABSENCE WITHOUT PAY
A. POLICY
Failure of a Non-Represented employee to report for duty on a normal working day or shift without notice to his/her department head of the reason for such absence within thirty (30) minutes after the time designated as the beginning of the work day shall constitute absence without leave and without pay.
B. UNAUTHORIZED LEAVE OF ABSENCE/ABANDONMENT OF
POSITION
1. A Non-Represented employee absent without authorization for three (3) or more consecutive work days and who fails to contact his/her department head to provide justification for the absence and whose absence will cause disruption of any City services, shall be considered to have abandoned his/her position and resigned from City employment as of the third (3rd) day of absence.
2. The Non-Represented employee shall be notified by their department head that the City considers him/her to be absent without leave, and that, under this section, a termination of employment will be processed.
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3. Such notification shall be made pursuant to the procedures for notification of intent to discipline as provided in the Civil Service Rules & Regulations.
4. The Non-Represented employee may be reinstated, subject to disciplinary action for other causes, if adequate justification for the absence is provided to the department head prior to the end of the notification period.
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Commented [5]: To develop stand alone policy
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ARTICLE SIX:
WORKING CONDITIONS
I.
II.
IV.
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V. EMPLOYEE INCARCERATED – UNABLE TO REPORT TO WORK
A. NON-PAY STATUS
Should a Non-Represented employee become incarcerated and held in any jail custody and not be able to come to work to perform his/her job assigned work schedule and duties shall be placed on unpaid – unable to report to work status until they return to work as assigned.
B. USE OF ACCUMULATED LEAVE
Non-Represented employees who are incarcerated and unable to report to their work may use their accumulated, if any, Vacation, Holiday or Compensatory Time for any of the unpaid work time due to their incarceration in accordance with the Vacation, Holiday, or Compensatory Time policies.
C. NO USE OF SICK LEAVE
No Non-Represented employee may use any of their accumulated sick time to cover any unpaid time due to their incarceration.
VI. CITY DRESS CODE
A. RIGHT TO SET DRESS CODE
The City reserves the right to establish and regulate a Work Place Dress Code for all Non-Represented employees.
VII. CITY ADMINISTRATIVE POLICIES
A. POLICIES
The City has a number of city Administrative Policies covering a wide range of subjects which address important City and work related issues. These policies are in full force and effect and they may or may not be addressed specifically in this Compensation Plan.
B. SUBJECTS
Those Administrative Policies which currently are being utilized by the City include but are not limited to:
• Donation of Leave Time Program
• Nepotism Policy
• Travel & Expense Reimbursement Policy
• Smoking Regulations at City Facilities
• Prohibiting Discrimination or Harassment of City Employees • Disability Discrimination Policy and Complaint Procedure • Outside Employment Policy
• Information Technology Equipment Policy
• Cellular Phone/Pager Policy
• AQMD Trip Incentive Program
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C. ADDITIONAL ADMINISTRATIVE POLICIES
Additional City Administrative Policies may be implemented in the future.
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EDUCATION COMPACT BETWEEN
THE LOS ANGELES UNIFIED SCHOOL DISTRICT
AND THE CITY OF HUNTINGTON PARK
As part of the 2022-2026 Strategic Plan for the Los Angeles Unified School District, new education compacts are to be established between the District and local governmental entities.
Education Compacts with the municipal governments in the Southeast Los Angeles County region are intended to align resources and implement innovative programs to equip our students with the tools they need to be Ready for the World.
As a member of the Southeast Los Angeles County region, The City of Huntington Park (“City”), is served by the Los Angeles Unified School District (“District” or “Los Angeles Unified”) and accounts for a 13,807-student enrollment (LAUSD SY 21-22 Enrollment). The City of Huntington Park has 54,883 residents (2020 US Census) and expands a total area of 3.3 square miles. The City of Huntington Park has 32 District schools within its geographical boundaries. The District and the City may each be referred to, individually, herein as a “Party” or, collectively, as “the Parties.”
Through this Education Compact (“Compact”), the City and the District will collaborate to meet the educational needs of youth and families in the City through the end of the District’s Strategic Plan (June 2026). The City and the District may choose to revisit the Compact after June 2026 to renew their shared commitments to students and families of the Southeast Los Angeles County region.
The commitments outlined are not legally binding nor do they mandate budgetary expenditures on behalf of the Parties. They represent a shared philosophical goal of improving the educational opportunities and enriching the lives of children and families attending District sites living within the City. The Parties recognize there may be financial expenditures associated with one or all the following aspects, however any financial expenditure shall not be made unless the responsible Party’s governing board has authorized the expenditure through its budgetary process and shall be voluntary in nature.
The Compact between the District and the City will undertake efforts that would be enriched, expedited, or enhanced through collaborative efforts in the following areas:
1. Communications and Ongoing Engagement
2. Enrollment and Positive Attendance
3. Crossing Guards and Other Traffic Safety Improvements
4. Safety and Positive School Climate
5. Student Health and Medical Student Services
6. Parent and Family Engagement
7. Academics and Expanded Learning
8. Connectivity
9. Facilities
10. Transportation
Communications and Ongoing Engagement
● The City and the District will work jointly on communications through the City’s website to include an educational tab/section with information on Los Angeles Unified schools and districtwide initiatives. The District will also work with the City to share city events, news and City-led programs to students, families and staff. There will be concerted efforts to jointly share information via social media and other communication channels. ● The City and District will explore leveraging current City events and activities to promote District services to families.
● The City and District will explore leveraging current City events and activities to promote employment opportunities.
● The City and District will promote educational initiatives to local businesses and chambers of commerce to encourage volunteering, mentorship and other opportunities to support local students and education.
● The City and the District will collaborate on opportunities to deliver specific programming for local families via the Family Academy and Cultural Arts Passport initiatives.
● The City, in partnership with the District, will convene education roundtables with local partners on efforts to strengthen student success.
Enrollment and Positive Attendance
● The City will support the District in student recruitment campaigns for District-operated schools in the City.
● The City and District will collaborate on programs, annual attendance campaigns, and other events that support school attendance to ensure all school-aged youth are enrolled in District-operated schools.
Crossing Guards and Other Traffic Safety Improvements
● The City will support safe passages for students and families through its voluntary crossing guard program, as funding becomes available, to support pedestrian safety and the District will support the city’s outreach efforts to fill crossing guard vacancies. ● The District will provide additional support and training for the Traffic Safety Valet programs at elementary school sites experiencing traffic safety needs by reviewing traffic and pedestrian incident data, and identifying schools in need for outreach. The District will also promote the Traffic Safety Valet program by distributing flyers when visiting elementary schools, during our safe school inspections, and during meetings with principals.
● The District will work with the City to address traffic concerns related to school drop-off and pick-up, including exploring additional opportunities to reduce traffic congestion and enhance pedestrian safety.
● The District will provide additional support by sharing Reference Guide, 4492.2, School Traffic Safety with school administrators which details the guidelines for requesting traffic surveys, speed limit signs, pavement markings, crossing guards and other assistance to resolve traffic safety issues. Los Angeles Unified’s Office of Environmental Health and Safety (OEHS) will liaison between the City and school administrators and make requests on the behalf of schools. All traffic related requests must be submitted to the City’s Public Works Department, Engineering Division for analysis, review and discussion with the Traffic Authority.
Safety and Positive School Climate
● The District and City will convene a monthly Safety Collaborative that will include Los Angeles School Police Department and the Huntington Park Police Department to address safety concerns on a regular basis.
● The District/Los Angeles School Police Department and City will identify a Law Enforcement Liaison officer from each of the respective law enforcement departments to ensure coordinated approach on issues related to youth, crime prevention and other relevant safety and area school consistent with Section 32281 (f)(1) of the California Education Code.
● The District/Los Angeles School Police Department and City will explore the possibility of entering into data-sharing agreements to assess the status of school crimes with a goal of helping to prevent crimes and improve coordination consistent with Section 32282 (a)(1) of the California Education Code:
Student Health and Medical Student Services
● The District and the City will work jointly to expand prevention and public education efforts to combat the public health issue of fentanyl-related overdoses and strengthen support services for students.
● The District will continue to work with the California Department of Healthcare Services (DHCS) Naloxone Distribution Program (NDP) to obtain doses of Narcan for early education centers, adult education schools and afterschool programs. ● The District, in partnership with the City, will explore the feasibility of bringing additional student health and mental health services and entities to provide whole child and school community services.
Parent and Family Engagement
● The District will develop a Region specific course catalog to help families understand how to access city services and to engage families in learning specialized classes/workshops that address the needs of families in the Southeast Los Angeles community through the Family Academy. The City will promote these classes and workshops to the families and community members at large. ● The District will develop a training offering for City personnel on the District’s Parent Portal/LAUSD App and School Volunteer Program procedures. ● The District and City will explore the feasibility of incorporating resources or informational materials on District-led initiatives into a City-owned community center or other facilities.
Academics and Expanded Learning Programs
● The District will work jointly with the City to promote the District’s various academic and enrichment programs to students and families in the Southeast Los Angeles community, including the tutoring program, summer programming, and Beyond the Bell Expanded Learning Programs.
● The District will offer the Cultural Arts passport to families in the Southeast Los Angeles community. The District and the City will explore expanding the use of cultural sites within the City of Huntington Park, if any, for the benefit of students.
Connectivity
● The District’s Information Technology Services (ITS) commits to continuing to provide connectivity to students and families with an identified unmet need through All Families Connected or other affordable and free options to ensure all families have access to reliable high-speed internet.
● The District will explore expanding Digital Divide partnerships into the City and the County of Los Angeles to explore ways to support connectivity infrastructure, expand affordable broadband and implement data sharing agreements to address the digital deserts.
Facilities
● The District and City will continue to work collaboratively in an effort to provide access to and use of District and City facilities for meetings, community events, athletic activities, and cultural and historic programs, among other facility use needs that benefit students and families.
● The District will work with the City to provide access to and use of District pools upon terms and conditions available to those provided to other governmental agencies. ● The City and District will work collaboratively to increase the amount of green space on District sites and expand access to available green space for families and students, and, where appropriate, explore the establishment of Community School Parks. ● The City will continue to provide access to its Community Centers based on availability, staffing levels, discretion and convenience (i.e. Perez Park and Salt Lake Park) for the District to use for professional development. The Parks and Recreation department will process applications and staff according to the City’s guidelines.
Transportation
● The City will support the District in promoting the District’s free Metro passes from the K-12 Fareless System Initiative program for students, by promoting it at community events, newsletters and on the City’s website, if the pilot program is continued.
APPENDIX
All Families Connected
All Families Connected is a program to help ensure every student has reliable access to highspeed internet at home as well as at school. Made possible in large part by one-time federal funding, the program is helping provide students with the access they need at home to complete assignments, interact with peers, track their progress, and more. Thousands of families are eligible for this service at no cost to them. There are no income requirements. All that is necessary is for a family to inform the District that there are unmet needs in the home and to request support.
This is how it works: Parents/guardians can log on to device.lausd.net and answer a few questions about computing device and internet connectivity needs. For those whose needs are not being met, our teams check in with contracted service providers to determine services available.
The provider then reaches out to eligible families to assist with establishing service, and the District covers all costs.
Families may go to: device.lausd.net/connect for more information or to sign up for service.
Cultural Arts Passport
The District’s Cultural Arts Passport is a program to provide students access to the Arts. In partnership with Southern California’s finest cultural organizations and venues, the Cultural Arts Passport program ensures equal access to arts, culture and environmental experiences for every child. The Cultural Arts Passport is partially supported through generous monetary and in-kind donations from the community. Founding partners who generously support the initiative include The Broad Foundation, Creative Arts Agency, the Fender Play Foundation and other cultural institutions.
Digital Divide Partnerships
The District has existing partnerships around infrastructure to create a city-wide or community infrastructure for wireless connectivity. One example of this has been a partnership with the Los Angeles City Lighting Bureau, which focused on extending the network from District schools to city light poles. Furthermore, the District has also developed partnerships with LTE/5G and fixed broadband such as Verizon, AT&T and Spectrum to allow piggyback on our contracts with very affordable pricing for other governmental entities. Lastly, the District has partnerships with multiple entities on data sharing to help and identify hotspots and digital deserts around Los Angeles County, given that the District is the only entity with access to valuable datasets relating to family usage and service providers’ capacity.
Everyone Mentors LA
Everyone Mentors LA is a new mentoring initiative that will invest in the lives of historically underserved students to ensure every student graduates Ready for the World. The new initiative will match students contending with declining grades, chronic absenteeism, social emotional support and other challenges that have inhibited their academic success with a mentor from the Los Angeles community. More information on this program can be found at https://achieve.lausd.net/everyonementors.
Family Academy
The Family Academy is designed to leverage families’ assets to be empowered as they support their child from the early primary years to college and career success. This effort complements family knowledge by connecting them to actionable learning focused on their child’s development, as well as opportunities to accelerate their own careers and quality of livelihood.
Families may expand and share prior knowledge with other parent leaders by attending learning segments offered by the Family Academy course catalog, which offers webinar and regional segments hosted in-person. The course catalog is available at achieve.lausd.net/familyacademy.
A second path to learning with the Family Academy is through four family courses which are geared for the following family audiences: youngest learners, multilingual learners, twice exceptional, and Black and African-American students. The curriculum is organized as a 7-class course experience where families engage in a culturally relevant curriculum, in a cohort learning environment, define family engagement, and develop their action plan to stay engaged in their child’s education. Course registration information is available at achieve.lausd.net/familyacademy. Families may also contact the Los Angeles Unified Family Hotline for more information: 213-443-1300.
Traffic Safety Valet Program
The Safety Valet program is designed to help improve student safety and provide more fluid movement of vehicular traffic around schools during the morning drop off. A Valet directs drivers through a queue of traffic cones where volunteers assist students to safely exit the car.
This eliminates the need for parents to exit their vehicles and for students to cross busy intersections.