Agenda packet, regular meeting, first session — La Verne City Council, July 7, 2025 (part 2 of 2)

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Council Agenda Packet - July 7, 2025
City of La Verne
Full Time Salary Table
Effective
7-1-2025
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
346 HEAVY EQUIPMENT MECHANIC 1 55,944 55,944
HEAVY EQUIPMENT MECHANIC 2 58,741 58,741
HEAVY EQUIPMENT MECHANIC 3 61,679 61,679
HEAVY EQUIPMENT MECHANIC 4 64,762 64,762
HEAVY EQUIPMENT MECHANIC 5 68,001 68,001
117 HUMAN RESOURSES SPECIALIST 1 53,052 2.0% 54,113
HUMAN RESOURSES SPECIALIST 2 55,705 2.0% 56,819
HUMAN RESOURSES SPECIALIST 3 58,490 2.0% 59,660
HUMAN RESOURSES SPECIALIST 4 61,414 2.0% 62,643
HUMAN RESOURSES SPECIALIST 5 64,485 2.0% 65,775
278 INFO SYSTEMS MANAGER 1 107,562 2.0% 109,713
INFO SYSTEMS MANAGER 2 112,940 2.0% 115,198
INFO SYSTEMS MANAGER 3 118,587 2.0% 120,958
INFO SYSTEMS MANAGER 4 124,516 2.0% 127,006
INFO SYSTEMS MANAGER 5 130,742 2.0% 133,357
128 INFO SYSTEMS SPECIALIST 1 63,338 2.0% 64,605
INFO SYSTEMS SPECIALIST 2 66,505 2.0% 67,835
INFO SYSTEMS SPECIALIST 3 69,830 2.0% 71,227
INFO SYSTEMS SPECIALIST 4 73,322 2.0% 74,788
INFO SYSTEMS SPECIALIST 5 76,988 2.0% 78,528
134 INFO SYSTEMS TECHNICIAN 1 54,715 2.0% 55,809
INFO SYSTEMS TECHNICIAN 2 57,450 2.0% 58,599
INFO SYSTEMS TECHNICIAN 3 60,323 2.0% 61,529
INFO SYSTEMS TECHNICIAN 4 63,339 2.0% 64,606
INFO SYSTEMS TECHNICIAN 5 66,506 2.0% 67,836
323 IRRIGATION SPECIALIST 1 51,993 51,993
IRRIGATION SPECIALIST 2 54,592 54,592
IRRIGATION SPECIALIST 3 57,322 57,322
IRRIGATION SPECIALIST 4 60,188 60,188
IRRIGATION SPECIALIST 5 63,197 63,197
348 MAINTENANCE LEADWORKER 1 55,414 55,414
MAINTENANCE LEADWORKER 2 58,184 58,184
MAINTENANCE LEADWORKER 3 61,094 61,094
MAINTENANCE LEADWORKER 4 64,148 64,148
MAINTENANCE LEADWORKER 5 67,356 67,356

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Council Agenda Packet - July 7, 2025
City of La Verne
Full Time Salary Table
Effective
7-1-2025
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
167 MAINTENANCE MANAGER 1 111,568 2.0% 113,800
MAINTENANCE MANAGER 2 117,147 2.0% 119,490
MAINTENANCE MANAGER 3 123,004 2.0% 125,464
MAINTENANCE MANAGER 4 129,154 2.0% 131,737
MAINTENANCE MANAGER 5 135,612 2.0% 138,324
146 MAINTENANCE SUPERVISOR 1 71,248 2.0% 72,673
MAINTENANCE SUPERVISOR 2 74,810 2.0% 76,306
MAINTENANCE SUPERVISOR 3 78,551 2.0% 80,122
MAINTENANCE SUPERVISOR 4 82,478 2.0% 84,128
MAINTENANCE SUPERVISOR 5 86,602 2.0% 88,334
312 MAINTENANCE WORKER I 1 42,776 42,776
MAINTENANCE WORKER I 2 44,915 44,915
MAINTENANCE WORKER I 3 47,160 47,160
MAINTENANCE WORKER I 4 49,517 49,517
MAINTENANCE WORKER I 5 51,994 51,994
325 MAINTENANCE WORKER II 1 47,160 47,160
MAINTENANCE WORKER II 2 49,518 49,518
MAINTENANCE WORKER II 3 51,994 51,994
MAINTENANCE WORKER II 4 54,593 54,593
MAINTENANCE WORKER II 5 57,323 57,323
337 MAINTENANCE WORKER III 1 51,994 51,994
MAINTENANCE WORKER III 2 54,594 54,594
MAINTENANCE WORKER III 3 57,324 57,324
MAINTENANCE WORKER III 4 60,190 60,190
MAINTENANCE WORKER III 5 63,199 63,199
140 MANAGEMENT ANALYST 1 66,099 2.0% 67,421
MANAGEMENT ANALYST 2 69,404 2.0% 70,792
MANAGEMENT ANALYST 3 72,874 2.0% 74,331
MANAGEMENT ANALYST 4 76,518 2.0% 78,048
MANAGEMENT ANALYST 5 80,344 2.0% 81,950
162 PARKS MANAGER 1 111,570 2.0% 113,801
PARKS MANAGER 2 117,148 2.0% 119,491
PARKS MANAGER 3 123,006 2.0% 125,466
PARKS MANAGER 4 129,156 2.0% 131,739
PARKS MANAGER 5 135,614 2.0% 138,326

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Council Agenda Packet - July 7, 2025
City of La Verne
Full Time Salary Table
Effective
7-1-2025
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
292 PERSONNEL OFFICER 1 110,535 2.0% 112,746
PERSONNEL OFFICER 2 116,062 2.0% 118,383
PERSONNEL OFFICER 3 121,865 2.0% 124,302
PERSONNEL OFFICER 4 127,958 2.0% 130,517
PERSONNEL OFFICER 5 134,356 2.0% 137,043
314 POLICE AIDE I 1 40,555 40,555
POLICE AIDE I 2 42,583 42,583
POLICE AIDE I 3 44,712 44,712
POLICE AIDE I 4 46,948 46,948
POLICE AIDE I 5 49,295 49,295
316 POLICE AIDE II 1 44,712 44,712
POLICE AIDE II 2 46,947 46,947
POLICE AIDE II 3 49,295 49,295
POLICE AIDE II 4 51,760 51,760
POLICE AIDE II 5 54,348 54,348
191 POLICE CAPTAIN 1 184,593 2.0% 188,286
POLICE CAPTAIN 2 193,823 2.0% 197,700
POLICE CAPTAIN 3 203,515 2.0% 207,585
POLICE CAPTAIN 4 213,691 2.0% 217,964
POLICE CAPTAIN 5 224,375 2.0% 228,863
295 POLICE CHIEF 1 203,515 2.0% 207,585
POLICE CHIEF 2 213,691 2.0% 217,964
POLICE CHIEF 3 224,375 2.0% 228,863
POLICE CHIEF 4 235,594 2.0% 240,306
POLICE CHIEF 5 247,374 2.0% 252,321
303 POLICE CLERK I 1 40,555 40,555
POLICE CLERK I 2 42,583 42,583
POLICE CLERK I 3 44,712 44,712
POLICE CLERK I 4 46,948 46,948
POLICE CLERK I 5 49,295 49,295
315 POLICE CLERK II 1 44,712 44,712
POLICE CLERK II 2 46,947 46,947
POLICE CLERK II 3 49,295 49,295
POLICE CLERK II 4 51,760 51,760
POLICE CLERK II 5 54,348 54,348

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Council Agenda Packet - July 7, 2025
City of La Verne
Full Time Salary Table
Effective
7-1-2025
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
338 POLICE COMM. SERV. OFFICE 1 54,347 54,347
POLICE COMM. SERV. OFFICE 2 57,064 57,064
POLICE COMM. SERV. OFFICE 3 59,918 59,918
POLICE COMM. SERV. OFFICE 4 62,914 62,914
POLICE COMM. SERV. OFFICE 5 66,059 66,059
135 POLICE COMM. SERV. SUPER 1 86,227 2.0% 87,951
POLICE COMM. SERV. SUPER 2 90,538 2.0% 92,349
POLICE COMM. SERV. SUPER 3 95,065 2.0% 96,966
POLICE COMM. SERV. SUPER 4 99,818 2.0% 101,815
POLICE COMM. SERV. SUPER 5 104,809 2.0% 106,906
460 POLICE CORPORAL 1 98,605 98,605
POLICE CORPORAL 2 103,535 103,535
POLICE CORPORAL 3 108,712 108,712
POLICE CORPORAL 4 114,148 114,148
POLICE CORPORAL 5 119,855 119,855
470 POLICE CORPORAL/MOTOR OFFCR 1 104,950 104,950
POLICE CORPORAL/MOTOR OFFCR 2 110,198 110,198
POLICE CORPORAL/MOTOR OFFCR 3 115,708 115,708
POLICE CORPORAL/MOTOR OFFCR 4 121,493 121,493
POLICE CORPORAL/MOTOR OFFCR 5 127,568 127,568
786 POLICE LIEUTENANT 1 160,236 160,236
POLICE LIEUTENANT 2 168,248 168,248
POLICE LIEUTENANT 3 176,660 176,660
POLICE LIEUTENANT 4 185,493 185,493
POLICE LIEUTENANT 5 194,768 194,768
450 POLICE OFFICER 1 89,437 89,437
POLICE OFFICER 2 93,909 93,909
POLICE OFFICER 3 98,604 98,604
POLICE OFFICER 4 103,535 103,535
POLICE OFFICER 5 108,711 108,711
133 POLICE RECORDS SUPRVR 1 67,669 2.0% 69,022
POLICE RECORDS SUPRVR 2 71,052 2.0% 72,474
POLICE RECORDS SUPRVR 3 74,605 2.0% 76,097
POLICE RECORDS SUPRVR 4 78,335 2.0% 79,902
POLICE RECORDS SUPRVR 5 82,252 2.0% 83,897

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Council Agenda Packet - July 7, 2025
City of La Verne
Full Time Salary Table
Effective
7-1-2025
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
440 POLICE RECRUIT TRAINEE 1 76,022 76,022
POLICE RECRUIT TRAINEE 2 79,823 79,823
POLICE RECRUIT TRAINEE 3 83,814 83,814
POLICE RECRUIT TRAINEE 4 88,004 88,004
POLICE RECRUIT TRAINEE 5 92,405 92,405
465 POLICE SENIOR OFFICER 1 103,963 103,963
POLICE SENIOR OFFICER 2 109,161 109,161
POLICE SENIOR OFFICER 3 114,619 114,619
POLICE SENIOR OFFICER 4 120,350 120,350
POLICE SENIOR OFFICER 5 126,368 126,368
480 POLICE SERGEANT 1 118,489 118,489
POLICE SERGEANT 2 124,413 124,413
POLICE SERGEANT 3 130,634 130,634
POLICE SERGEANT 4 137,166 137,166
POLICE SERGEANT 5 144,024 144,024
144 POLICE SERV. COORDINATOR 1 72,932 2.0% 74,391
POLICE SERV. COORDINATOR 2 76,578 2.0% 78,110
POLICE SERV. COORDINATOR 3 80,407 2.0% 82,016
POLICE SERV. COORDINATOR 4 84,428 2.0% 86,116
POLICE SERV. COORDINATOR 5 88,649 2.0% 90,422

322 POLICE SERVICE TECHNICAN 1 62,189 62,189
POLICE SERVICE TECHNICAN 2 65,299 65,299
POLICE SERVICE TECHNICAN 3 68,564 68,564
POLICE SERVICE TECHNICAN 4 71,992 71,992
POLICE SERVICE TECHNICAN 5 75,592 75,592
155 PRINCIPAL PLANNER 1 101,035 2.0% 103,055
PRINCIPAL PLANNER 2 106,086 2.0% 108,208
PRINCIPAL PLANNER 3 111,391 2.0% 113,619
PRINCIPAL PLANNER 4 116,960 2.0% 119,300
PRINCIPAL PLANNER 5 122,808 2.0% 125,264
172 PUBLIC WORKS MANAGER 1 111,568 2.0% 113,800
PUBLIC WORKS MANAGER 2 117,147 2.0% 119,490
PUBLIC WORKS MANAGER 3 123,004 2.0% 125,464
PUBLIC WORKS MANAGER 4 129,154 2.0% 131,737
PUBLIC WORKS MANAGER 5 135,612 2.0% 138,324

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Council Agenda Packet - July 7, 2025
City of La Verne
Full Time Salary Table
Effective
7-1-2025
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
139 SENIOR ACCOUNTANT 1 75,177 2.0% 76,680
SENIOR ACCOUNTANT 2 78,936 2.0% 80,514
SENIOR ACCOUNTANT 3 82,882 2.0% 84,540
SENIOR ACCOUNTANT 4 87,026 2.0% 88,767
SENIOR ACCOUNTANT 5 91,378 2.0% 93,205
349 SENIOR EQUIPMENT MECHANIC 1 66,985 66,985
SENIOR EQUIPMENT MECHANIC 2 70,334 70,334
SENIOR EQUIPMENT MECHANIC 3 73,851 73,851
SENIOR EQUIPMENT MECHANIC 4 77,544 77,544
SENIOR EQUIPMENT MECHANIC 5 81,421 81,421
154 SENIOR PLANNER 1 82,188 2.0% 83,832
SENIOR PLANNER 2 86,298 2.0% 88,024
SENIOR PLANNER 3 90,613 2.0% 92,425
SENIOR PLANNER 4 95,143 2.0% 97,046
SENIOR PLANNER 5 99,901 2.0% 101,899
320 SENIOR POLICE AIDE 1 49,296 49,296
SENIOR POLICE AIDE 2 51,761 51,761
SENIOR POLICE AIDE 3 54,349 54,349
SENIOR POLICE AIDE 4 57,066 57,066
SENIOR POLICE AIDE 5 59,919 59,919
141 SR. MANAGEMENT ANALYST 1 80,344 2.0% 81,951
SR. MANAGEMENT ANALYST 2 84,361 2.0% 86,049
SR. MANAGEMENT ANALYST 3 88,580 2.0% 90,351
SR. MANAGEMENT ANALYST 4 93,009 2.0% 94,869
SR. MANAGEMENT ANALYST 5 97,659 2.0% 99,612
168 UTILITIES MANAGER 1 116,217 2.0% 118,541
UTILITIES MANAGER 2 122,028 2.0% 124,468
UTILITIES MANAGER 3 128,129 2.0% 130,692
UTILITIES MANAGER 4 134,536 2.0% 137,226
UTILITIES MANAGER 5 141,262 2.0% 144,088
150 UTILITY SUPERVISOR 1 78,022 2.0% 79,582
UTILITY SUPERVISOR 2 81,923 2.0% 83,561
UTILITY SUPERVISOR 3 86,019 2.0% 87,739
UTILITY SUPERVISOR 4 90,320 2.0% 92,126
UTILITY SUPERVISOR 5 94,836 2.0% 96,733

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Council Agenda Packet - July 7, 2025
City of La Verne
Full Time Salary Table
Effective
7-1-2025
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
152 WATER SUPERVISOR 1 81,925 2.0% 83,563
WATER SUPERVISOR 2 86,021 2.0% 87,741
WATER SUPERVISOR 3 90,322 2.0% 92,128
WATER SUPERVISOR 4 94,838 2.0% 96,735
WATER SUPERVISOR 5 99,580 2.0% 101,571
353 WATER SYSTEM SPECIALIST 1 69,372 69,372
WATER SYSTEM SPECIALIST 2 72,841 72,841
WATER SYSTEM SPECIALIST 3 76,483 76,483
WATER SYSTEM SPECIALIST 4 80,307 80,307
WATER SYSTEM SPECIALIST 5 84,323 84,323
***358 WATER UTILITY LEADWORKER 1 62,739 62,739
WATER UTILITY LEADWORKER 2 65,876 65,876
WATER UTILITY LEADWORKER 3 69,170 69,170
WATER UTILITY LEADWORKER 4 72,628 72,628
WATER UTILITY LEADWORKER 5 76,260 76,260
355 WATER UTILITY WORKER I 1 44,028 44,028
WATER UTILITY WORKER I 2 46,229 46,229
WATER UTILITY WORKER I 3 48,541 48,541
WATER UTILITY WORKER I 4 50,968 50,968
WATER UTILITY WORKER I 5 53,516 53,516
356 WATER UTILITY WORKER II 1 48,541 48,541
WATER UTILITY WORKER II 2 50,968 50,968
WATER UTILITY WORKER II 3 53,517 53,517
WATER UTILITY WORKER II 4 56,192 56,192
WATER UTILITY WORKER II 5 59,002 59,002
357 WATER UTILITY WORKER III 1 53,516 53,516
WATER UTILITY WORKER III 2 56,192 56,192
WATER UTILITY WORKER III 3 59,002 59,002
WATER UTILITY WORKER III 4 61,952 61,952
WATER UTILITY WORKER III 5 65,050 65,050
151 WATER/SEWER MAINT. SUPERV 1 78,024 2.0% 79,584
WATER/SEWER MAINT. SUPERV 2 81,925 2.0% 83,563
WATER/SEWER MAINT. SUPERV 3 86,021 2.0% 87,741
WATER/SEWER MAINT. SUPERV 4 90,322 2.0% 92,128
WATER/SEWER MAINT. SUPERV 5 94,838 2.0% 96,735

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Council Agenda Packet - July 7, 2025
City of La Verne
Full Time Salary Table
Effective
7-1-2025
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
352 WTR. PROD. SYS. OPERATOR 1 59,225 59,225
WTR. PROD. SYS. OPERATOR 2 62,186 62,186
WTR. PROD. SYS. OPERATOR 3 65,295 65,295
WTR. PROD. SYS. OPERATOR 4 68,560 68,560
WTR. PROD. SYS. OPERATOR 5 71,988 71,988
* top step Sergeant X 12% = $161,306.88
$161,306.88 X 20% = $193,568.25
$193,568.25 + $1,200.00 = $194,768
** each step within these classifications
includes an additional $16,411 which
is 15% of the top step Firefighter
***

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Council Agenda Packet - July 7, 2025
City of La Verne,City Council
Agenda Report

DATE: July 7, 2025
TO: Honorable Mayor and City Council
FROM: JR Ranells, Assistant City Manager
SUBJECT: RESOLUTIONS ESTABLISHING BENEFITS FOR EXECUTIVE

MANAGEMENT, MIDDLE MANAGEMENT, PROFESSIONAL AND
CONFIDENTIAL EMPLOYEES AND REPEALING RESOLUTION NO. 23-53 AND RESOLUTION NO. 23-54.

SUMMARY
In accordance with the City’s compensation and benefit practices, and consistent with the allocations outlined in the approved budget process, the City Council is requested to approve an update to the benefit resolutions for Executive and Middle Management employees. These updates ensure alignment with established standards and supports the City's ongoing commitment to competitive and fiscally responsible employee compensation.

RECOMMENDATION
That the City Council adopt the attached resolutions, establishing benefits for Executive Management and Middle Management, Professional and Confidential Employees; and repeal Resolution No. 23-53 and No. 23-54 respectively.

DISCUSSION
While most provisions remain unchanged, there are some recommended modifications for the Executive and Middle Management benefit resolutions. Specifically, there are proposed changes to update classification name changes, such as those related to the transition from Community Services to Parks and Recreation, the addition of a Preferred Provider Option or PPO at an employee's expense, formalized overtime considerations for the Battalion Chief position, acting pay considerations, and a two percent (2%) salary increase effective with the first full pay period in July 2025.

The City is in active negotiations with other represented employee groups that could impact benefits for unrepresented employees, such as those in the Executive and Middle Management groups. It is hoped that agreements reached will be for multiple years, which could include concessions or compensation considerations representing more than the one-year represented in the attached resolutions. Once negotiations are completed, Staff will bring back any requisite changes for City Council approval.

FISCAL ANALYSIS
July 2025 salary increases supported by Measure LV revenues are estimated to be $128,164. Current fiscal year impacts have been included with the approval of appropriations related to the full-time salary chart adoption as well as Fiscal Year 2025-26 budget adoption.

ENVIRONMENTAL ANALYSIS

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Council Agenda Packet - July 7, 2025
Resolutions Establishing Benefits for Executive Management, Middle Management, Professional and Confidential Employees and Repealing Resolution No. 23-53 and Resolution No. 23-54. , Page 2

Not applicable.

LEGAL REVIEW
This report was reviewed and approved by the City Attorney.

ATTACHMENTS

1. Draft 2025 Exec.Mgmt. Reso

2. Draft 2025 Mid-Mgmt. Reso

Coordinated with:

Erin Beilstein, Sr. Management Analyst

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Council Agenda Packet - July 7, 2025
RESOLUTION NO. 23-5325-XX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LA VERNE, COUNTY OF

LOS ANGELES, STATE OF CALIFORNIA, ESTABLISHING BENEFITS FOR EXECU-

TIVE MANAGEMENT EMPLOYEES (DEPARTMENT HEADS) AND REPEALING RESOLUTION NO. 203-5381
WHEREAS, the following classifications are not represented by a recognized employee organization as they are department head executive management classifications; and
WHEREAS, individuals serving in these executive management classifications are "at will" employees who serve at the pleasure of the City Manager and/or City Council; and
WHEREAS, employees in these classifications are exempt under the provisions of the Fair Labor Standards Act; and
WHEREAS, the City Council intends to compensate these employees in a fair and sustainable manner;
NOW, THEREFORE, BE IT RESOLVED as follows:

Section 1. Resolution No. 20-8123-53- is hereby repealed in its entirety.

Section 2. The benefits for the affected classifications as shown below are as follows, effective July 213, 20235.

Assistant to the City Manager
Assistant City Manager
City Clerk
City Manager
Director of Community Development
Director of Parks and Recreation
Director of Public Works
Director of Finance
Finance Officer
Fire Chief
Personnel Officer
Police Chief
BENEFITS.

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Council Agenda Packet - July 7, 2025
RESO. NO. 253-?? -2-
I. SICK LEAVE
A. Accrual Rate. Employees shall accrue sick leave at the rate of eight (8) hours per month. Sick leave shall accrue on a monthly basis beginning with the first month of employment. Sick leave accrual shall be prorated when an employee begins or terminates his/her employment in the middle of a month.

B. Accumulation. Sick leave may be accumulated indefinitely as long as the employee works for the City.

C. Deduction. Sick leave granted by the City and used by the employee shall be deducted from the employee's accrued sick leave balance.

D. Accrual During Leave. Employees granted a leave of absence with pay or other approved leave with pay shall accrue sick leave as otherwise regularly provided in this Resolution.

E. No Accrual After Separation. Sick leave shall not be accrued by any employee absent from duty after separation from City service, or during a City authorized leave of absence without pay, or any other absence from duty not authorized by the City.

F. Physician's Certificate. Evidence, in the form of a physician's certificate or otherwise, may be required to determine the adequacy of reasons for an employee's absence during the time for which sick leave is requested.

G. Family Emergencies. Sick leave may be granted for emergencies involving members of the immediate family (for this purpose, members of the immediate family shall be defined as: spouse, mother, father, sister, brother, children, grandparents, grandchildren, mother-in-law, father-in-law, or individual that employee has been granted power of attorney over their affairs) not exceeding five (5) days.

H. Accessibility. An employee who is granted sick leave for personal illness/disability or family illness/disability shall be required to be available at his/her residence or that of an immediate family member for telephone or personal contact from the City during the employee's assigned shift. Exceptions to this requirement shall be authorized where necessary to provide care for an immediate family member residing elsewhere, to seek medical treatment, or to obtain medication.

I. Payment Upon Separation. At termination of employment for other than disciplinary reasons, after fifteen (15) years of service, an employee shall be paid for accumulated sick leave on the books up to one (1) month's salary at the then current rate; or the employee, upon retirement and fifteen (15) years of service, may convert up to six hundred forty (640) hours of sick leave to three hundred twenty (320) hours of vacation. The City Manager may reduce the service requirement at retirement as an Exceptional Performance Award. Said sick leave conversion shall be on the ratio of two (2) hours of sick leave to one (1) hour of vacation to a maximum conversion of three hundred twenty (320) hours of vacation. This shall be in addition to the employee's normal vacation accrual as specified in Section IV (Vacations) in this Resolution. Sick leave applied towards medical retirement benefits provided in Article VI(B) shall not be paid off

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Council Agenda Packet - July 7, 2025
RESO. NO. 253-?? -3-
under this section. If the separation is the result of a City offered incentive, sick leave conversion will not be permitted.

II. ADMINISTRATIVE LEAVE
In recognition of the fact that Executive Management employees are not entitled to receive overtime compensation despite devoting hours beyond the normal work week, employees may be allowed to take administrative leave at the discretion of the City Manager. In addition to discretionary Administrative Leave, employees covered by this Resolution shall have an additional leave bank available to them in accordance with Administrative Regulation No. 324. These days cannot be accrued and no payoff shall occur at termination.

As part of a comprehensive review of provided benefits, the City Manager will complete an analysis of the Administrative Leave provision within the next twelve months (12) and no later than July 1, 2024.

III. BEREAVEMENT LEAVE
In the event of the death of an immediate family member, employees covered by this resolution are entitled to use up to 5 days for bereavement leave. At the approval of the City Manager, individuals may use accrued sick leave or administrative leave or any combination of these leaves to account for this time. For purposes of this section, immediate family shall be defined as spouse, child, parent, sibling, grandparent, grandchild, or parent-in-law.

IV. HOLIDAYS
A. The following schedule for holidays shall be observed and employees shall receive the following days off with pay:

1. New Year's Day

2. Martin Luther King Day

3. Presidents Day

4. Memorial Day

5. Independence Day

6. Labor Day

7. Veterans Day

8. Thanksgiving

9. Christmas Day

10. Floating Holiday (2)
B. Weekends. In the event that a holiday falls on a Sunday, the Monday following will be observed as the holiday, or if it falls on a Friday or Saturday, the Thursday preceding will be observed as the holiday.

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Council Agenda Packet - July 7, 2025
RESO. NO. 253-?? -4-
C. Hours of Pay. Employees assigned to a thirty-six (36) hour workweek shall be paid for nine (9) hours per holiday. Employees assigned to a forty (40) hour workweek shall receive eight (8) hours of holiday pay per holiday.

D. Holiday Scheduling. When the Christmas holiday schedule would cause City Hall to be closed for two (2) consecutive days, the City may seek volunteers to trade holiday time off so that City Hall would remain open an additional day with a staffing of volunteers only who would take a replacement holiday off.

E. Floating Holiday. the two (2) floating holidays must be used in full-day increments and must be used in benefit period July 1 through June 30. Floating holidays cannot be carried over from year to year and there is no ability for cash- out.

V. VACATIONS
A. Accruals. All employees shall accrue paid vacation leave as provided below.

Vacation times shall accrue on a monthly basis and shall be prorated when an employee begins or terminates his/her employment in the middle of a month. 36-Hour Workweek
Consecutive Years
of Service Weeks Per Year Hours Per Year 0-5 2.8 100.8
Beginning of 6th 3.6 129.6
Beginning of 8th 4.0 144.0
Beginning of 10th 4.6 165.6
Beginning of 12th 4.8 172.8
Beginning of 14th 5.0 180.0
40-Hour Workweek
Consecutive Years
of Service Weeks Per Year Hours Per Year 0-5 2.8 112
Beginning of 6th 3.6 144
Beginning of 8th 4.0 160
Beginning of 10th 4.6 184
Beginning of 12th 4.8 192
Beginning of 14th 5.0 200
B. Vacation Cap. For employees hired prior to October 19, 2020, any vacation hours accrued over 400 hours will be valued at their then current hourly rate on a monthly basis and that amount will be placed into the 401(a) plan.

New employees hired on or after October 19, 2020, will have their vacation hours capped at 400 hours and will not be able to accrue past that amount.

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RESO. NO. 253-?? -5-

1. Individuals promoted into the Executive Management Group not already subject to a cap will be cashed out for any vacation leave above 400 hours at their existing pre-promotional hourly rate.

C. Scheduling. Scheduling of employee vacation leave shall be at the discretion of the City with due regard for the wishes of the employee and the work requirements of the City.

D. After Separation/During Leave. Vacation leave shall not be granted to any employee after separation from City service, or during a City authorized leave of absence without pay or any other absence not authorized by the City.

E. During First Six Months. Vacation leave shall not be granted to an employee during the first six (6) months of employment. However, on the successful completion of that time, the employee will be credited with vacation leave that would otherwise have been accrued.

F. Deduction. Vacation leave granted by the City and used by an employee shall be deducted from the employee's accrued vacation leave.

G. Accrual During Leave With Pay. Employees granted a leave of absence with pay or other approved leave with pay shall accrue vacation leave.

H. Accrual During Leave Without Pay. Vacation leave shall not accrue to any employee absent from duty after separation from City service, or during a City authorized leave of absence without pay or any other absence from duty not authorized by the City.

I. During Holiday. In the event that a holiday recognized in this Resolution occurs during an employee's scheduled vacation leave, then such holiday shall not be considered as vacation leave.

J. Payment Upon Separation. A permanent employee separated from City service shall receive compensation for his/her total accrued vacation leave at the employee's then current salary rate.

K. Catastrophic Cash Out. An employee who experiences unexpected financial obligations due to catastrophic conditions such as family medical expenses, death in the family, etc. may request authorization from the City Manager to "cash out" accumulated vacation hours provided, however, that the employee shall retain an accumulated vacation balance of at least 72 hours or 80 hours (2 weeks). Approval of such a request is subject to the sole discretion of the City Manager.

L. Annual Cash Out. Employees with a minimum of 500 144 hours (four weeks) of accumulated sick leave may "cash out" up to one (1) week of accumulated vacation on an annual basis provided that subsequent to the cash out, the employee shall retain a minimum vacation accrual balance of 108 hours. Said vacation cash out shall be approved on the condition that it is paid to the employee in conjunction with an approved vacation leave of at least one week in duration.

M. Deferred Compensation Plan Cash Out. Pursuant to IRC Section 414(v), employees age 50 or older can defer additional “Age-50 Catch-up” contributions to their 457(b) Deferred Compensation account above the annual 457(b) deferral limit. The amount for 2025 is $7,500 and is subject to an annual cost-of-living increase based on the Consumer Price Index (CPI). Employees who are or will

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reach the age of 50 during the calendar year may “cash out” the dollar equivalent of up to the annual Age 50 Catch-Up limit of vacation hours each year and have the funds deposited directly into the 457(b) plan. However, the employee’s total annual standard (non-catch-up) deferrals into the Plan must be equivalent to the maximum deferral limit for the calendar year ($23,500 for 2025, indexed ongoing based on CPI) in order to deposit the additional “cash out” amount. The employee shall retain an accumulated vacation balance minimum of at least two weeks (72 or 80 hours).

VI. RETIREMENT
All employees shall be covered for retirement purposes by the Public Employees' Retirement System (PERS) in accordance with the contractual agreement between the City and the PERS. The plan is administered by the PERS Board. The City and the employees shall be subject to the rules and regulations governing retirement, premium cost, etc., as endorsed and accepted by the PERS Board, except as otherwise noted herein.

A. Employer Premium. Premium cost is fixed by the governing board of CalPERS and is divided between the City and the employee. The City shall pay the premium designated as employer charges.

B. Employee Premium for “New Members,” as Defined by PEPRA, Hired After January 1, 2013; MISCELLANEOUS MEMBERS PERS 2% @ 62 under PEPRA.
“New Members” shall be subject to all of the conditions set forth in the Public Employees’ Pension Reform Act of 2012 (PEPRA), which include, but are not limited to the following;

1. Employee contribution rate for “new members” as defined by PEPRA is at least 50% of the normal cost rate for that defined benefit plan, rounded to the nearest quarter percent or the current contribution rate of similarly situated employees, whichever is greater.

2. Compensation cap for “new members” as defined by PEPRA (120% of Contribution and Benefit Base).

3. Calculation of benefits based on base pay for “new members” as defined by PEPRA.

4. Three (3) year average final compensation for “new members” as defined by PEPRA.

5. Benefits will be determined in accordance with all of the applicable requirements of PEPRA.

C. Employee Premium for “Classic Members” as Defined by CALPERS; MISCELLANEOUS MEMBERS PERS 2.5% @ 55 FORMULA.

1. Employer Premium. Classic Member employees will contribute one percent (1.0%) toward the employer’s PERS contribution.

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C.2. Employee Premium. Classic Member Employees employees will be responsible for paying the full eight percent (8%) of their member contribution to PERS.

Additionally, effective with the first pay period of July 2023 or upon the applicable amendment to the contract with PERS, Classic Member employees will begin contributing an additional one-half percent (0.5%) toward the employer’s PERS contribution. Also, effective the first full pay period of July 2024, Classic Member employees will contribute an additional one-half percent (0.5%) for a total addition of one percent (1.0%) of the employer’s PERS contribution.

D. SWORN MEMBERS PERS 3% @ 50 FORMULA. Employees in position of Fire Chief and Police Chief shall receive the benefit provided their subordinate members.

1. Employer Premium. Premium cost is fixed by the governing board of CalPERS and is divided between the City and employee. The City shall pay the premium designated as employer charges.

1.i. Sworn Classic Member employees contribute one percent (1.0%) of the employer’s PERS contribution.

However, effective with the first pay period of July 2023 or upon the applicable amendment to the contract with PERS, Sworn Classic Member employees will begin contributing an additional one-half percent (0.5%) toward the employer’s PERS contribution. Also, effective the first full pay period of July 2024, Sworn Classic Member employees will contribute an additional one-half percent (0.5%) for a total addition of one percent (1.0%) of the employer’s PERS contribution.

2. Employee Premium. Employees will be responsible for paying the full nine percent (9%) of their member contribution to PERS.

VII. MEDICAL AND DENTAL PLANS
A. Medical Plan – Prior to November 2, 2020: The City will pay 100% of the cost of the medical insurance premium for employees hired prior to November 2, 2020, and their eligible dependents, not to exceed the cost of the HMOs offered by the City. Employees opting into the City offered PPO will be responsible for the difference between the traditional HMO rate they qualify for and the PPO rate. For example, an employee who qualifies for EE only would be responsible for the cost between HealthNet HMO employee only and the HealthNet PPO employee only.

A.B. Medical Plan – Hired after November 2, 2020: For employees hired after November 2, 2020, the City will pay the following medical insurance contribution

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amounts only, and employees shall be responsible to cover any medical insurance premium amounts over what the City provides:

EE only: $650/month
EE plus spouse: $1,150/month
EE plus child: $950/month
EE plus family: $1,500/month.

The above amounts will be effective August 1, 2023.

At the time of hire, an employee shall choose a plan that best meets the needs of the employee. An open enrollment period will occur in May-June of each year. During this time, an employee may change to another plan (effective July 1).

B.C. Medical Plan – Retired Employees: The City shall provide monthly medical insurance contributions to retired employees up to the following amounts:
-- Employees who retired before September 1, 1990, shall be eligible to receive up to $125 per month.
-- Employees who retired between September 1, 1990 and January 1, 1998, shall be eligible to receive up to $155 per month.
-- Employees who retire after January 1, 1998, shall be eligible to receive up to $225 per month.

The amount of City-paid contributions towards medical insurance for those who retired prior to 12-31-99 shall be permanently fixed and will not be increased in conjunction with changes in monthly premium rates.
-- Those who retire after 1-1-00 will be provided with monthly medical insurance contributions in the amount of eighty-five percent (85%) of the monthly premium of the least expensive HMO plan (for the retiree and covered dependents). The amount of City-paid contributions towards medical insurance premiums for those retired after 1-1-00 shall not be permanently fixed and will increase in conjunction with changes in monthly premium rates. Payment of these amounts is subject to the conditions shown below.
-- Those who retire after July 1, 2004 will be provided with medical insurance contributions in an amount that does not exceed 80% of the monthly amount of the least expensive HMO (for the retiree and covered dependents). That amount shall not be fixed and will increase with changes in the rates that are available through the City provided plans. Payment of these amounts is subject to the conditions shown below.

1. The employee has 10 years or more of continuous service with the City.

2. The employee has a minimum of 500 hours of sick leave on the books at the time of retirement (unused vacation, at the time of retirement, may be expended to supplement the employee's sick leave hours to meet the aforementioned requirement). For the purposes of this section, sick leave hours are for determining eligibility for this benefit only and shall not be deducted from an individual’s balance; and

3. Obtain their medical insurance through the City. However, a retiree who chooses to purchase medical insurance from an independent source may

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receive direct payments from the City in the amounts specified above. In order to receive such payments, the retiree shall provide the City with an annual signed statement certifying that he/she has medical insurance coverage to cover the cost of catastrophic illness or injury for the retiree and dependents. Said medical insurance payments shall be made on a quarterly basis.

4. This benefit will be paid until the employee's death or eligibility for Medicare benefits, whichever comes first.

5. The Police Chief and Fire Chief shall be entitled to the same retiree medical insurance contribution provided to rank and file safety employees of the Fire Department and Police Department respectively. All other provisions related to medical insurance contributions for retired employees specified in the Memoranda of Understanding between the City and respective employee organizations for police and fire rank and file employees are also applicable to the Police Chief and Fire Chief respectively. For purposes of the Medicare supplement, individuals appointed to positions in this group after 7/1/13 will have their Medicare supplement capped at $300 per month.

6. In the case of an employee, otherwise eligible for City contribution towards their retiree health insurance, retiring or having retired within forty-five (45) days of a change in the City’s contribution formula provided for herein, the City Manager is hereby given the authority to prospectively adjust the retiree’s health insurance contribution up to the level that went into effect within forty-five days of retirement.

7. The City shall not provide any retiree medical insurance contributions for employees hired after September 18, 2017.

C. Dental Plan. The City shall contribute to a group dental plan for the employee and eligible dependents in the form of an allocation of up to $33 per month.

VIII. TUITION REIMBURSEMENT
The City shall reimburse employees for the cost of tuition and books up to $1,700 per fiscal year when completing job related professional improvement course offered through the California University system or an accredited private college institution, provided that:

A. The employee has obtained prior approval of either the City Manager or the Personnel Officer.

B. The employee receives a minimum grade of "B" and submits proof thereof.

C. The course is not generally a requirement to fulfill the minimum educational qualifications of his/her position.

D. In the event that the recipient individual's employment with the City is terminated, for whatever reason, within twelve (12) months of the receipt of tuition reimbursement, he/she shall be obligated to repay the amount received within the past twelve (12) months to the City in full at the time of separation upon written authorization by the employee, such reimbursement amount may be withheld from the employee’s final paycheck.

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IX. LONG TERM DISABILITY AND LIFE INSURANCE
A. Long Term Disability Insurance. The City shall provide a long term disability (LTD) plan meeting the following criteria, as defined in the contract with the insurance company:

Waiting period 90 days
Benefit period to age 60
% of insured earnings 66 2/3%
Maximum benefit $7,000 per month
Minimum benefit $100 per month

1. When an employee who is on an extended absence that is eligible under the City’s long term disability plan has passed the 90-day waiting period but has not exhausted their sick leave balance, the City will reimburse the employee for those sick leave hours used from the 90th day until their balance has been exhausted or the employee has returned to work subject to the following conditions:
a. Employee has a minimum of ten (10) years of service with the City; and b. Employee’s overall rating for the last three evaluations has been satisfactory or above; and
c. Employee has been stricken with a catastrophic, life threatening injury or illness; and
d. City will reimburse these hours at a rate of ½:1.
e. Employee’s balance will be reimbursed upon employee’s retirement or their return to work.

Where the benefit provided to employees within a department is greater than the benefit provided to the department head supervising said department, the department head will be entitled to the greater benefit.

B. Life Insurance. The City will also provide a term life insurance policy with a one hundred thousand dollar ($100,000) benefit and a five thousand dollar ($5,000) accidental death and dismemberment benefit.

X. WORKERS' COMPENSATION
A. The City will provide worker's compensation insurance. The State's workers' compensation laws and this Resolution shall govern all aspects of duty related injuries, illnesses, and accidents.

B. Industrial Injuries and Accidents.

1. Employees shall report any duty related injury or illness which requires medical treatment to the appropriate department supervisor as soon as physically possible.

2. Employees shall report any duty related injury or illness which does not require medical treatment to the appropriate department supervisor by the end of the workday on which the injury or illness occurred.

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C. Accident Reporting. Employees shall report any accident that results in any injury or property damage to the appropriate department supervisor as soon as physically possible.

D. Medical Treatment. Any employee suffering from any duty related injury or illness which requires medical treatment shall immediately seek such treatment from a City designated physician or medical facility.

E. Leave of Absence for Industrial Disability Qualification. An employee suffering a duty related injury or illness that disables that employee from the performance of regular job duties may request a leave of absence for industrial disability. Such request may be submitted in the form or a workers' compensation claim. Any dispute regarding such claim shall be resolved through the State Workers' Compensation Appeals Board process.

F. Compensation. For any employee on leave of absence under the workers' compensation sections of the California Labor Code, accumulated paid leave may be prorated to supplement such temporary disability compensation payments, provided that the total amount shall not exceed the regular gross salary of the employee.

XI. AUTOMOBILE
Unless provided for by a separate agreement with the City Council, at the discretion of the City Manager, employees in the Executive Management service of the City may be provided with the use of a City owned automobile and fuel for business related purposes or a monthly automobile allowance in an amount determined by the City Manager. In no case shall a monthly automobile allowance exceed the equivalent cost of a City owned automobile, fuel, insurance, and maintenance. The City Manager may authorize automobile allowances in the following monthly amounts: $500 (requires 7,500 miles per year on City business excluding the commute as well as utilization of a four-door vehicle which is no older than 7 years); $400; or $200. Personal use of a City owned automobile or receipt of automobile allowance in excess of actual business use may be considered taxable by the Federal or State government and shall be solely the responsibility of the employee. However, any such taxable portion or allocation shall not be treated as salary by the City for purposes of payroll or other employment taxes and shall not be PERSable.

XII. DRUG & ALCOHOL TESTING
All employees in the Executive Management service who operate a motor vehicle during the performance of their duties will be subject to drug and alcohol testing in accordance with Administrative Regulations issued by the City Manager.

XIII. LEAVE OF ABSENCE
A. Any employee may request a leave of absence for a period of time not to exceed one (1) year.

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B. Employee use of leave of absence for a purpose other than that requested shall be considered as an employee's automatic resignation from City service.

C. The City shall have sole discretion in approving or disapproving any employee request for leave of absence or in granting any pay or benefits. Any leave of absence exceeding thirty (30) days must be approved by the City Council.

XIV. JURY DUTY
A. Employees called for jury duty shall notify the City of the call. If, in the opinion of the City, the absence of the employee would result in undue disruption of work programs, the City may refuse to grant the employee a paid leave of absence to serve on jury duty.

B. Where serious disruption would not occur, the City may permit the employee to serve for a period not to exceed ten (10) business days. The time spent off the job by the employee while actually serving on jury duty under the supervision of the court shall be compensated for on a straight time basis, limited to the employee's normal workday schedule. All per diem reimbursement paid the employee by the court shall be signed over to the City. Failure to provide court verification of jury duty attendance or reimbursement of the court per diem to the City shall be cause for the City not to compensate the employee for jury duty.

Any compensation paid to the employee while on jury duty may be deducted from future earnings if the employee fails to provide court verification or reimbursement of the court per diem.

XV. MERGER OF FUNCTIONS
In an effort to reduce operational costs, the City may find it necessary to merge services inter-departmentally. (e.g., park operations being merged within the public works department). In those cases, the City Manager shall have the authority to provide manager responsible for overseeing added operations additional compensation not to exceed 5%. Adjustments will only be considered if all the following apply:
▪ After two consecutive budget cycles, merged operations still remain under affected position’s control
▪ Merger resulted in reduction of at least one management level position ▪ Adjustment must be less than annual savings achieved
XVI. EXCEPTIONAL PERFORMANCE AWARD
In order to recognize exceptional achievements and contributions, employees covered by this Resolution may be granted an Exceptional Performance Award of up

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to ten percent (10%) of base salary. Determination of whether an employee meets the standard will be made by the City Manager (or City Council where appropriate) during an employee’s annual evaluation. Details on eligibility amounts and standards are outlined in the City’s Administrative Regulation No. 304.

Any compensation received as a result of an exceptional performance award will not be calculated as part of an employee’s final salary if the employee is terminated or accepts employment with another agency while they are receiving the award.

XVII. BILINGUAL PAY
The City will provide a monthly stipend for each position covered by this resolution that demonstrates his/her ability to fluently speak and understand Spanish or another language. The amount of stipend will be dependent on the amount of usage and value to the agency as deemed by the department head with the City Manager’s approval. In no event will the monthly compensation exceed $200.

To be eligible, an individual must successfully complete a multi-faceted proficiency exam to verify the individual’s abilities. With the exception of Spanish, the City reserves the right based on operational needs to determine which languages will be eligible for bilingual pay as well as certify the numbers of employees it deems necessary.

In the event a member who is receiving a stipend for the above proficiency pay is off work for a period of longer than 30 consecutive days, the above proficiency pay shall be withheld until 10 days after their return.

XVIII. INFORMATION SYSTEMS ON-CALL
In consideration that certain public safety operations are 24 hours a day, 7 days a week and require constant technological support from information systems staff after regular business hours, the City will provide on-call payment to employees in the classification of Information Systems Manager. One employee from information systems will be available 365 days per year to address technology issues after regular business hours and shall be eligible to receive compensation for on call duty.

Those assigned to be on-call shall receive fifteen percent (15%) of their base pay per day when assigned to be on-call.

It is the duty of the on-call employee to respond to call-outs within a reasonable period of time by either phone or in person, depending on the nature of any particular call-out problem.

XVIIIX. EXCLUSIONS
The positions covered by this Resolution are part of the noncompetitive service of the City and are, therefore, exempt from provisions of the Personnel System contained in

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the La Verne Municipal Code and the City of La Verne Personnel Rules and Regulations. As "at will" employees, individuals covered by this Resolution are excluded from probationary periods and the ability to obtain "permanent" status.

XIX. SALARIES
A five (5) step salary schedule with five percent (5%) difference between steps is hereby established for the classifications listed in this Resolution.

Effective the first full pay period of July 2023, employees covered by this Resolution shall receive a salary increase of 2.5 percent.

Effective the first full pay period of July 2024, employees covered by this Resolution shall receive a general salary increase of 3 percent.

Effective the first full pay period of July 2025, employees covered by this Resolution shall receive a salary increase of 2%.

XXI. SEVERANCE
Unless provided for by another agreement with the City Council, "at-will" managers in this group with a minimum of two years of service to the City, not included in the City of La Verne's Personnel Rules and Regulations nor directly appointed by the City Council, will be provided with a three-month (six pay periods) extension of salary and benefits upon termination without cause. For the severance to be granted, the manager's last two regularly scheduled evaluations must be Satisfactory or above.

XXII. ADJUSTMENTS FOR NEW APPOINTMENTS
The City Manager shall be authorized to negotiate individual adjustments pursuant to the terms of this Resolution to enable the employment transition of newly appointed employees, e.g., provision of service credit for sick leave credit, for vacation accruals and limited transfer of sick leave and vacation hours from a previous employer.

Section 3. The Mayor shall sign and the City Clerk shall certify to the passage and adoption of this Resolution and thereupon the same shall take effect and be in force.

PASSED, APPROVED AND ADOPTED this 17th day of July 20235.

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__________________________________
ATTEST: Tim Hepburn, Mayor
__________________________________
Lupe Gaeta EstrellaDebra Fritz, CMC Assistant Deputy City Clerk

CERTIFICATION
I hereby certify that the foregoing Resolution No. 23-5325-XX was duly and regularly adopted by the City Council of the City of La Verne at a meeting thereof held on the 17th day of July 20232025, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:
_____________________________
Debra Fritz, CMC
Deputy City Clerk

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RESOLUTION NO. 23-25-XX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LA VERNE, COUNTY OF

LOS ANGELES, STATE OF CALIFORNIA, ESTABLISHING BENEFITS FOR MIDDLE

MANAGEMENT, PROFESSIONAL AND CONFIDENTIAL EMPLOYEES AND REPEALING RESOLUTION NO. 23-5423-54
WHEREAS, the classifications in the middle management, professional and confidential service are not represented by a recognized employee organization for reasons of confidentiality of the classification and/or the professional or management nature of the classification; and
WHEREAS, employees in these classifications are exempt under the provisions of the Fair Labor Standards Act; and
WHEREAS, the City Council intends to compensate these employees in a fair and equitable manner;
NOW, THEREFORE, BE IT RESOLVED as follows:

Section 1. Resolution No. 231-54 is hereby repealed in its entirety.

Section 2. The benefits for the affected classifications as shown below are as follows, effective July 1713, 20232025.

Accountant
Accountant/Payroll Specialist
Accounting Manager
Administrative Aide
Administrative Analyst
Assistant to the City Clerk
Assistant City Clerk
Assistant Planner
Associate Planner
Code Compliance Officer
Communications Supervisor
Community Services Coordinator
Community Services Manager
Community Services Specialist
Community Services Supervisor
Community Risk Reduction Supervisor
Fire Marshal
Deputy City Clerk
Deputy Fire Marshal
Deputy Director of Public Works
Executive Assistant to the City Manager
Fire Marshal

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Fire Deputy Chief
Fire Battalion Chief
Fleet Analyst
Fleet Manager
Information Systems Specialist
Information Systems Technician
Maintenance Manager
Maintenance Supervisor
Management Analyst
Parks Manager
Parks & Recreation Coordinator
Parks & Recreation Manager
Parks & Recreation Specialist
Parks & Recreation Supervisor
Police Captain
Police Community Services Supervisor
Police Records Supervisor
Police Services Coordinator
Police Support Services Manager
Principal Planner
Public Works Manager
Principal Planner
Senior Accountant
Senior Management Analyst
Senior Planner
Utility Supervisor
Utilities Manager
Water Supervisor
BENEFITS.

I. SALARIES
A five (5) step salary schedule with five percent (5%) difference between steps is hereby established for the classifications listed in this Resolution.

Effective the first full pay period of July 2025, employees covered by this Resolution shall receive a salary increase of 2%.

II. SICK LEAVE

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A. Accrual Rate. Employees shall accrue sick leave at the rate of eight (8) hours per month. Sick leave shall accrue on a monthly basis beginning with the first month of employment. Sick leave accrual shall be prorated when an employee begins or terminates his/her employment in the middle of a month.

In consideration of Battalion Chiefs working a 56-hour work schedule, their rate of accrual will be 11.2 hours per month.

B. Accumulation. Sick leave may be accumulated indefinitely as long as the employee works for the City.

C. Deduction. Sick leave granted by the City and used by the employee shall be deducted from the employee's accrued sick leave balance.

D. Accrual During Leave. Employees granted a leave of absence with pay or other approved leave with pay shall accrue sick leave as otherwise regularly provided in this Resolution.

Exceptions to this requirement shall be authorized for seeking medical treatment.

I. Payment Upon Separation. At termination of employment for other than disciplinary reasons, after fifteen (15) years of service, an employee shall be paid for accumulated sick leave on the books up to one (1) month's salary at the then current rate; or the employee, upon retirement and fifteen (15) years of service, may convert up to six hundred forty (640) hours of sick leave to three hundred twenty (320) hours of vacation. Said sick leave conversion shall be on the ratio of two (2) hours of sick leave to one (1) hour of vacation to a maximum conversion of three hundred twenty (320) hours of vacation. This shall be in addition to the employee's normal vacation accrual as specified in Section VI (Vacations) in this Resolution. Sick leave applied towards medical retirement benefits provided in Article VIII(B) shall not be paid off under this section. If the separation is the result of a City offered incentive, sick leave conversion will not be permitted.

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III. ADMINISTRATIVE LEAVE
In recognition of the fact that Middle Management, Professional and Confidential employees are not entitled to receive overtime compensation despite devoting hours beyond the normal work week, employees may be allowed to take administrative leave at the discretion of their department head. These days cannot be accrued and no payoff shall occur at termination. In addition to discretionary Administrative Leave, employees covered by this Resolution shall have an additional Management Leave bank available to them in accordance with Administrative Regulation No. 324.

The only exceptions to the blanket prohibition of eligibility for overtime compensation are employees who are assigned to perform duties on behalf of a third-party entity with full cost reimbursement to the City. In such reimbursable third-party assignments, an employee will be compensated in accordance with Administrative Regulation No. 320.

IV. BEREAVEMENT LEAVE
In the event of the death of an immediate family member, employees covered by this resolution are entitled to use up to 5 days for bereavement leave. At the approval of the department head and with concurrence from the City Manager, individuals may use accrued sick leave or administrative leave or any combination of these leaves to account for this time. For purposes of this section, immediate family shall be defined as spouse, mother, father, sister, brother, children, grandparents, grandchildren, mother-in-law, and father-in-law.

V. PROBATIONARY PERIOD
A. All original appointments shall be tentative and subject to a probationary period of one (1) year.

B. All promotional appointments shall be tentative and subject to a one (1) year probationary period, with the exception of Police Captain which will have a probationary period of eighteen (18) months.

C. The probationary period may be extended by the City as a result of an employee's unfavorable performance evaluation not to exceed three (3) months.

D. During the probationary period, a newly hired employee may be discharged by the City without right of appeal if the City deems the employee unfit or unsatisfactory for permanent appointment.

E. During the probationary period, a promoted employee may be demoted back to the previous job held without right of appeal if the City deems the employee unfit or unsatisfactory for permanent appointment to the promoted position.

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F. The Probationary period shall be regarded as part of the testing process and shall be utilized for securing the most effective adjustment of a new employee to a position and for rejecting an employee whose performance does not meet the standards of work.

VI. UNIFORM ALLOWANCE
Each employee in the following classifications who works the full year shall receive six hundred dollars ($600) per year for uniform purchase and maintenance, payable once a year on the first pay period ending in December:
• Police Captain
• Deputy Fire Chief
• Battalion Chief
• Deputy Fire Marshal
• Community Risk Reduction Specialist
• Code Compliance Officer
• Communications Supervisor
• Fire Marshal
• Police Community Services Supervisor
• Police Records Supervisor
• Police Services Coordinator,
Those affected employees who retire prior to the uniform allowance being paid shall receive a prorated share of their uniform allowance.

VII. HOLIDAYS
A. The following schedule for holidays shall be observed and employees shall receive the following days off with pay:

1. New Year's Day

2. Martin Luther King Day

3. Presidents Day

4. Memorial Day

5. Independence Day

6. Labor Day

7. Veterans Day

8. Thanksgiving

9. Christmas Day

C. Hours of Pay. Employees assigned to a thirty-six (36) hour workweek shall be paid for nine (9) hours per holiday. Employees assigned to a forty (40) hour workweek shall receive eight (8) hours of holiday pay per holiday.

D. Fire Department Chief Officers. Fire Battalion Chiefs shall be paid on a monthly prorated basis for ten holidays per year, twelve (12) hours per holiday, at the straight rate. When a holiday falls on the normally scheduled workday; the Battalion Chief with the duty assignment shall work the holiday at the straight hourly rate.

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E. Holiday Scheduling. When the Christmas holiday schedule would cause City Hall to be closed for two (2) consecutive days, the City may seek volunteers to trade holiday time off so that City Hall would remain open an additional day with a staffing of volunteers only who would take a replacement holiday off.

F. Floating Holiday the two (2) floating holidays must be used in full-day increments and must be used in benefit period July 1 through June 30.

Floating holidays cannot be carried over from year to year and there is no ability for cash-out.

VIII. VACATIONS
A. Accruals. All employees shall accrue paid vacation leave as provided below.

Vacation times shall accrue on a monthly basis and shall be prorated when an employee begins or terminates his/her employment in the middle of a month. 36-Hour Workweek
Consecutive Years
of Service Weeks Per Year Hours Per Year 0-5 2.8 100.8
Beginning of 6th 3.6 129.6
Beginning of 8th 4.0 144.0
Beginning of 10th 4.6 165.6
Beginning of 12th 4.8 172.8
Beginning of 14th 5.0 180.0
40-Hour Workweek
Consecutive Years
of Service Weeks Per Year Hours Per Year 0-5 2.8 112
Beginning of 6th 3.6 144
Beginning of 8th 4.0 160
Beginning of 10th 4.6 184
Beginning of 12th 4.8 192
Beginning of 14th 5.0 200
56-Hour Workweek
Consecutive Years
of Service Weeks Per Year Hours Per Year 0-5 2.8 157
Beginning of 6th 3.6 202
Beginning of 8th 4.0 224
Beginning of 10th 4.6 258
Beginning of 12th 4.8 269
Beginning of 14th 5.0 280

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B. Vacation Cap. For employees hired prior to October 19, 2020, any vacation hours accrued over 400 hours will be valued at their then current hourly rate on a monthly basis and that amount will be placed into the 401(a) plan.

New employees hired on or after October 19, 2020, will have their vacation hours capped at 400 hours and will not be able to accrue past that amount.

Individuals promoted into the Middle Management Group will be cashed out for any vacation leave above the cap at their existing hourly rate.

C. Scheduling. Scheduling of employee vacation leave shall be at the discretion of the City with due regard for the wishes of the employee and the work requirements of the City.

E. During Probation. Vacation leave shall not be granted to an employee during the first six (6) months of an employee's original probationary period.

However, on the successful completion of that time, the employee will be credited with vacation leave that would otherwise have been accrued.

F. Deduction. Vacation leave granted by the City and used by an employee shall be deducted from the employee's accrued vacation leave.

G. Accrual During Leave With Pay. Employees granted a leave of absence with pay or other approved leave with pay shall accrue vacation leave.

I. During Holiday. In the event that a holiday recognized in this Resolution occurs during an employee's scheduled vacation leave, then such holiday shall not be considered as vacation leave.

J. Payment Upon Separation. A permanent employee separated from City service shall receive compensation for his/her total accrued vacation leave at the employee's then current salary rate.

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M. Deferred Compensation Plan Cash Out. Pursuant to IRC Section 414(v), employees age 50 or older can defer additional “Age-50 Catch-Up” contributions to their 457(b) deferral limit. The amount for 2025 is $7,500 and is subject to an annual cost-of-living increase based on the Consumer Price Index (CPI). Employees who are or will reach the age of 50 during the calendar year may “cash out” the dollar equivalent of up to the annual Age 50 Catch-Up limit of vacation hours each year and have the funds deposited directly into the 457(b) plan. However, the employee’s total annual standard (non-catch-up) deferrals into the Plan must be equivalent to the maximum deferral limit for the calendar year ($23,500 for 2025, indexed ongoing based on CPI) in order to deposit the additional “cash out” amount. The employee shall retain an accumulated vacation balance minimum of at least two weeks (72 or 80 hours).

IX. RETIREMENT
All employees shall be covered for retirement purposes by the Public Employees' Retirement System (PERS) in accordance with the contractual agreement between the City and the PERS. The plan is administered by the PERS Board. The City and the Employees shall be subject to the rules and regulations governing retirement, premium cost, etc., as endorsed and accepted by the PERS Board, except as otherwise noted herein.

A. Employer Premium. Premium cost is fixed by the governing board of CalPERS and is divided between the City and the employee. The City shall pay the premium designated as employer charges except as otherwise provided herein.

2. Compensation cap for “new members” as defined by PEPRA (120% of Contribution and Benefit Base).

3. Calculation of benefits based on base pay for “new members” as defined by PEPRA.

4. Three (3) year average final compensation for “new members” as defined by PEPRA.

5. Benefits will be determined in accordance with all of the applicable requirements of PEPRA.

C. Employee Premium for “Classic Members” as Defined by CALPERS; MISCELLANEOUS MEMBERS PERS 2.5% @ 55 FORMULA. Employees

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will be responsible for paying the full eight percent (8%) of their member contribution to PERS.

1. Employer Premium. Classic Member employees will contribute one percent (1.0% toward the employer’s PERS contribution.

1.2. Employee Premium. Employees will be responsible for paying the full eight percent (8%) of their member contribution to PERS.

D. SWORN MEMBERS PERS 3% @ 50 FORMULA.

1. Employer Premium. Premium cost is fixed by the governing board of CalPERS and is divided between the City and employee. The City shall pay the premium designated as employer charges.
i. Sworn Classic Member employees contribute one percent (1.0%) of the employer’s PERS contribution.

2. Employee Premium. Employees will be responsible for paying the full nine percent (9%) of their member contribution to PERS.

X. MEDICAL AND DENTAL PLANS
A. Medical Plan – Current EmployeesPrior to November 2, 2020: The City will pay 100% of the cost of the medical insurance premium for employees hired prior to November 2, 2020, and their eligible dependents, not to exceed the cost of the HMOs offered by the City. Employees opting into the City offered PPO will be responsible for the difference between the traditional HMO rate they qualify for and the PPO rate. For example, an employee who qualifies for EE only would be responsible for the cost between HealthNet HMO employee only and the HealthNet PPO employee only.

B. Medical Plan – New EmployeesHired after November 2, 2020: For employees hired after November 2, 2020, the City will pay the following medical insurance contribution amounts only, and employees shall be responsible to cover any medical insurance premium amounts over what the City provides:

EE only: $650/month
EE plus spouse: $1,150/month
EE plus child: $950/month
EE plus family: $1,500/month.

C. Medical Plan – Retired Employees: The City shall provide monthly medical insurance contributions to retired employees up to the following amounts:
-- Employees who retired before September 1, 1990, shall be eligible to receive up to $125 per month.
-- Employees who retired between September 1, 1990 and January 1, 1998, shall be eligible to receive up to $155 per month.
-- Employees who retire after January 1, 1998, shall be eligible to receive up to $225 per month.

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monthly premium of the least expensive HMO plan (for the retiree and covered dependents). The amount of City-paid contributions towards medical insurance premiums for those retired after 1-1-00 shall not be permanently fixed and will increase in conjunction with changes in monthly premium rates Payment of these amounts is subject to the conditions shown below. -- Those who retire after July 1, 2004 will be provided with medical insurance contributions in an amount that does not exceed 80% of the monthly amount of the least expensive HMO (for the retiree and covered dependents). That amount shall not be fixed and will increase with changes in the rates that are available through the City provided plans. Payment of these amounts is subject to the conditions shown below.

1. The employee has 10 years or more of continuous service with the City.

2. The employee has a minimum of 500 hours of sick leave on the books at the time of retirement (unused vacation, at the time of retirement, may be expended to supplement the employee's sick leave hours to meet the aforementioned requirement). For the purposes of this section, sick leave hours are for determining eligibility for benefit only and shall not be deducted from an individual’s balance; and

3. Obtain their medical insurance through the City. However, a retiree who chooses to purchase medical insurance from an independent source may receive direct payments from the City in the amounts specified above. In order to receive such payments, the retiree shall provide the City with an annual signed statement certifying that he/she has medical insurance coverage to cover the cost of catastrophic illness or injury for the retiree and dependents. Said medical insurance payments shall be made on a quarterly basis.

4. This benefit will be paid until the employee's death or eligibility for Medicare benefits, whichever comes first.

5. Fire Battalion Chief and Police Captain shall be entitled to the same retiree medical insurance contribution provided to rank and file safety employees of the Fire Department and Police Department respectively.

All other provisions related to medical insurance contributions for retired employees specified in the Memoranda of Understanding between the City and respective employee organizations for police and fire rank and file employees are also applicable to the Fire Battalion Chief and Police Captain. Individuals appointed to positions in this group after 7/1/13 will have their Medicare supplement capped at $300 per month.

7. The City shall not provide any retiree medical insurance contributions for employees hired after September 18, 2017.

C. Dental Plan. The City shall contribute to a group dental plan for the employee and eligible dependents in the form of an allocation of up to $33 per month.

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XI. TUITION REIMBURSEMENT
The City shall reimburse employees for the cost of tuition and books up to $1,700 per fiscal year when completing job related professional improvement course offered through the California University system or an accredited private college institution, provided that:

A. The employee has obtained prior approval of either his/her department head or the Personnel Officer.

B. The employee receives a minimum grade of "B" and submits proof thereof.

C. The course is not generally a requirement to fulfill the minimum educational qualifications of his/her position.

XII. LONG TERM DISABILITY AND LIFE INSURANCE
A. Long Term Disability Insurance. The City shall provide a long term disability (LTD) plan meeting the following criteria, as defined in the contract with the insurance company:

Waiting period 90 days
Benefit period to age 60
% of insured earnings 66 2/3%
Maximum benefit $7,000 per month
Minimum benefit $100 per month

1. When an employee who is on an extended absence that is eligible under the City’s long term disability plan has passed the 90-day waiting period but has not exhausted their sick leave balance, the City will reimburse the employee for those sick leave hours used from the 90th day until their balance has been exhausted or the employee has returned to work subject to the following conditions:
a. Employee has a minimum of ten (10) years of service with the City; and
b. Employee’s overall rating for the last three evaluations has been satisfactory or above; and
c. Employee has been stricken with a catastrophic, life threatening injury or illness; and
d. City will reimburse these hours at a rate of ½:1.
e. Employee’s balance will be reimbursed upon employee’s retirement or their return to work.

B. Life Insurance.

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RESO. NO. 23- -12-

1. The City will also provide a term life insurance policy with a fifty thousand dollar ($50,000) benefit and a five thousand dollar ($5,000) accidental death and dismemberment benefit.

2. Employees in the classifications of Fire Battalion Chief and Police Captain shall be provided with a term life insurance policy with a fifty thousand dollar ($50,000) benefit and a fifty thousand dollar ($50,000) accidental death and dismemberment benefit.

XIII. WORKERS' COMPENSATION
A. The City will provide worker's compensation insurance. The State's workers' compensation laws and this Resolution shall govern all aspects of duty related injuries, illnesses, and accidents.

B. Industrial Injuries and Accidents.

1. Employees shall report any duty related injury or illness which requires medical treatment to the appropriate department supervisor as soon as physically possible.

B. Accident Reporting. Employees shall report any accident that results in any injury or property damage to the appropriate department supervisor as soon as physically possible.

C. Medical Treatment. Any employee suffering from any duty related injury or illness which requires medical treatment shall immediately seek such treatment from a City designated physician or medical facility.

D. Leave of Absence for Industrial Disability Qualification. An employee suffering a duty related injury or illness that disables that employee from the performance of regular job duties may request a leave of absence for industrial disability. Such request may be submitted in the form or a workers' compensation claim. Any dispute regarding such claim shall be resolved through the State Workers' Compensation Appeals Board process.

E. Compensation. For any employee on leave of absence under the workers' compensation sections of the California Labor Code, accumulated paid leave may be prorated to supplement such temporary disability compensation payments, provided that the total amount shall not exceed the regular gross salary of the employee.

XIV. AUTOMOBILE
At the discretion of the City Manager, employees in the middle management, professional, confidential service of the City may be provided with the use of a City owned automobile and fuel for business related purposes or a monthly automobile allowance in an amount determined by the City Manager not to exceed $300 per month. In no case shall a monthly automobile allowance exceed the equivalent

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cost of a City owned automobile, fuel, insurance, and maintenance. Personal use of a City owned automobile or receipt of automobile allowance in excess of actual business use may be considered taxable by the Federal or State government and shall be solely the responsibility of the employee. However, any such taxable portion or allocation shall not be treated as salary by the City for the purpose of payroll or other employment taxes and shall not be PERSable.

XV. DRUG & ALCOHOL TESTING
All employees in the middle management, professional, confidential service who operate a motor vehicle during the performance of their duties will be subject to drug and alcohol testing in accordance with Administrative Regulations issued by the City Manager.

XVI. LEAVE OF ABSENCE
A. Any employee who has successfully completed the original probationary period may request a leave of absence for a period of time not to exceed one (1) year.

B. Employee use of leave of absence for a purpose other than that requested shall be considered as an employee's automatic resignation from City service.

XVII. JURY DUTY
A. Employees called for jury duty shall notify the City of the call. If, in the opinion of the City, the absence of the employee would result in undue disruption of work programs, the City may refuse to grant the employee a paid leave of absence to serve on jury duty.

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XVIII. EMERGENCY CALL-OUT PAY
In recognition of the fact that Fire Battalion Chiefs are subject to regular standby duty assignments for which no additional compensation is provided, the City will provide payment to said Battalion Chiefs for emergency call-out duty as follows. In instances during which a Battalion Chief is called out to direct departmental emergency operations for a period of at least four (4) hours, the employee will receive compensation at the straight hourly rate for that call out duty.

XIX. FIRE BATTALION CHIEF SHIFT COVERAGE
To provide adequate Fire Battalion Chief coverage in the event the scheduled Battalion Chief is absent, the City will compensate the covering Battalion Chief at their straightone and a half times their hourly rate for that assignment when the coverage period is for four (4) hours or more.

XX. MERGER OF FUNCTIONS
In an effort to reduce operational costs, the City may find it necessary to merge services inter-departmentally. (e.g., park operations being merged within the public works department). In those cases the City Manager shall have the authority to provide manager responsible for overseeing added operations additional compensation not to exceed 10%. Adjustments will only be considered if all the following apply
▪ After two consecutive budget cycles merged operations still remain under affected position’s control
▪ Merger resulted in reduction of at least one management level position ▪ Adjustment must be less than annual savings achieved
XXI. EXCEPTIONAL PERFORMANCE AWARD
In order to recognize exceptional achievements and contributions, employees covered by this Resolution may be granted an Exceptional Performance Award of up to ten percent (10%) of base salary. Determination of whether an employee meets the standard will be made by the City Manager during an employee's annual evaluation. Details on eligibility, amounts and standards are outlined in the City’s Administrative Regulation No. 304.

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XXII. BILINGUAL PAY
The City will provide a monthly stipend for each position covered by this resolution that demonstrates his/her ability to fluently speak and understand Spanish or another language. The amount of stipend will be dependent on the amount of usage and value to the agency as deemed by the department head with the City Manager’s approval. In no event will the monthly compensation exceed $200.

XXIII. ADJUSTMENTS FOR NEW APPOINTMENTS
The City Manager shall be authorized to negotiate individual adjustments pursuant to the terms of this Resolution to enable the employment transition of newly appointed employees, e.g., provision of service credit for sick leave credit, for vacation accruals and limited transfer of sick leave and vacation hours from a previous employer.

XXIV. INFORMATION SYSTEMS ON-CALL PAY
In consideration that certain public safety operations are 24 hours a day, 7 days a week and require constant technological support from information systems staff after regular business hours, the City will provide on-call payment to employees in the classifications of Information Systems Technician and Information Systems Specialist. One employee from information systems will be available 365 days per year to address technology issues after regular business hours and shall be eligible to receive compensation for on call duty. Those who are assigned to be on-call shall receive fifteen percent (15%) of their base pay per day when assigned to be on-call.

The Department Head shall determine on-call eligibility for Information Systems Technicians and Information Systems Specialists based on knowledge and abilities.

It is the duty of the on-call employee to respond to call-outs within a reasonable period of time by either phone or in person, depending on the nature of any particular call-out problem.

XXV. ACTING APPOINTMENTS

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The City may designate an employee to an acting capacity in a job classification different than that currently held by the employee. The employee shall receive a minimum of five percent (5%) above the employee’s current base monthly salary added to the employee’s wages after ten (10) consecutive working days of service in such acting capacity.

1. Service in an acting capacity shall not continue beyond six (6) months except upon mutual agreement of all parties.

2. An employee having served in an acting capacity and subsequently having been appointed to the position shall establish a new anniversary date as the first day of permanent appointment to the position.

3. Acting Appointment Pay shall be non PERSable.

Section 23. The Mayor shall sign and the City Clerk shall certify to the passage and adoption of this Resolution and thereupon the same shall take effect and be in force.

PASSED, APPROVED AND ADOPTED this 19th 7th day of July 2021 2025. __________________________________
ATTEST: Tim Hepburn, Mayor
_____________________________________
Debra Fritz, CMC
Deputy City Clerk

CERTIFICATION
I hereby certify that the foregoing Resolution No. 25-XX was duly and regularly adopted by the City Council of the City of La Verne at a meeting thereof held on the 7th day of July 2025, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:
________________________________
Debra Fritz, CMC
Deputy City Clerk

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La Verne City Council
July 7, 2025