La Verne City Council
July 20, 2026

Agenda Packet - July 20, 2026
Resolutions Establishing Benefits for Executive Management, Middle Management, Professional and Confidential Employees and Repealing Resolution No. 25-51 and No. 25-52., Page 2

The First Quarter Budget Update will also include the corresponding appropriation increase of $33,600 within the Measure LV Fund to fund the transfer to the General Fund.

ENVIRONMENTAL ANALYSIS
Not applicable.

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

ATTACHMENTS

1. July 2026 Exec.Mgmt. Reso (Redlined)

2. July 2026 Exec.Mgmt. Reso (Clean)

3. July 2026 Mid-Mgmt. Reso (Redlined)

4. July 2026 Mid-Mgmt. Reso (Clean)

Report Prepared By:

Erin Beilstein, Sr. Management Analyst

Agenda Packet - July 20, 2026
RESOLUTION NO. 2526-51XX

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

ESTABLISHING BENEFITS FOR EXECU-TIVE MANAGEMENT EMPLOYEES (DEPARTMENT HEADS) AND REPEALING RESOLUTION NO. 2325-5351

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 Resolution No. 2325-53 51 is hereby repealed in its entirety.

Section 2. The benefits for the affected classifications as shown below are as follows, effective July 1203, 20252026.

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.

Article 1I. 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.

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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, registered domestic partner, parent, sibling, 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 andwith 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 IVArticle 5 (Vacations) in this Resolution. Sick leave applied towards medical retirement benefits provided in Article VI7(CB) 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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Article 2II. ADMINISTRATIVE MANAGEMENT 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 management leave at the discretion of the City Manager. In addition to discretionary Administrative Management 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 across fiscal years and no payoff shall occur at termination-separation.

Article 3III. BEREAVEMENT LEAVE

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

IVArticle 4. 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.

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) or ten (10) hours of holiday pay per holiday depending on their work schedule.

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. tThe two (2) floating holidays must be used in full-day increments and must be used during thein 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.

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VArticle 5. 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.

B. 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

C. 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.

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

D. 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. 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.

F. 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.

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

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

I. 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.

J. 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.

K. 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.

L. 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 depending on hours worked per week). Approval of such a request is subject to the sole discretion of the City Manager.

M. Annual Cash Out. Employees with a minimum of 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 72 hours (80 hours for 40-Hour employees). 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.

N. 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 2026 is $78,500 000 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 ($2324,500 for 20252026, 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).

VIArticle 6. 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.

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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 Contributions for “New Members” as Defined by PEPRA, Hired After January 1, 2013; Public Safety PERS 2.7% @ 57 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.D. 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.

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

D.E.

Employee Premiums for “Classic Members” as Defined by CALPERS:

SWORN MEMBERS PERS 3% @ 50 FORMULA. Employees in position of Fire

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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.
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.

VIIArticle 7. 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 for which 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 – Hired 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. Effective July 2026 the City’s contribution shall be:

EE only: $650750/month
EE plus spouse: $1,1501,400/month
EE plus child: $9501,150/month
EE plus family: $1,5002,000/month.

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 (to be effective July 1).

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

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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 identified at time of retirement). 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

3.2. 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.

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

5.4. 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.

6.5. 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.

7.6. 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. Such amount shall be applied toward premiums of a City group dental insurance policy.

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VIIIArticle 8. 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.

IXArticle 9. 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 one half to one (½:1). e. Employee’s balance will be reimbursed upon employee’s retirement or their return to work.

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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.

XArticle 10. 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 work day on which the injury or illness occurred.

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 ofr 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.

XIArticle 11. 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

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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.

XIIArticle 12. 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.

XIIIArticle 13. LEAVE OF ABSENCE

A. Any employee 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.

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.

XIVArticle 14. 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.

XVArticle 15. 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:

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▪ 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

XVIArticle 16. 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 (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.

XVIIArticle 17. 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 the 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 suspended until 10 days after their return.

XVIIArticle 18. 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 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.

XIXArticle 19. 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%.

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XXArticle 20. 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.

XXIArticle 21. 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.

NOW THEREFORE BE IT RESOVLED by the City Council of the City of La Verne as follows:

PASSED, APPROVED AND ADOPTED this 7th 20th day of July 20252026.

__________________________________
ATTEST: Tim Hepburn, Mayor

__________________________________
Debra Fritz, CMC Deputy City Clerk

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CERTIFICATION

I hereby certify that the foregoing Resolution No. 2526-XX was duly and regularly adopted by the City Council of the City of La Verne at a meeting thereof held on the 7th 20th day of July 20252026, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

________________________
_____Debra Fritz, CMC
Deputy City Clerk

Agenda Packet - July 20, 2026
RESOLUTION NO. 26-XX

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

CALIFORNIA, ESTABLISHING BENEFITS FOR EXECUTIVE MANAGEMENT EMPLOYEES (DEPARTMENT HEADS) AND REPEALING RESOLUTION NO. 25-51

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. 25-51 is hereby repealed in its entirety.

Section 2. The benefits for the affected classifications as shown below are as follows, effective July 20, 2026.

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.

Article 1. 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

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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, registered domestic partner, parent, sibling, , 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 with 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 Article 5 (Vacations) in this Resolution. Sick leave applied towards medical retirement benefits provided in Article 7(C) 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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Article 2. MANAGEMENT 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 management leave at the discretion of the City Manager. In addition to discretionary Management 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 across fiscal years and no payoff shall occur at -separation.

Article 3. BEREAVEMENT LEAVE

In the event of the death of an immediate family member, employees covered by this resolution are entitled to use up to five (5)days for bereavement leave. At the approval of the City Manager, individuals may use accrued sick leave or management leave or any combination of these leaves to account for this time.

For purposes of this section, immediate family shall be defined as spouse, registered domestic partner, child, parent, sibling, grandparent, grandchild, or parent-in-law.

Article 4. 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.

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) or ten (10) hours of holiday pay per holiday depending on their work schedule.

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.

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E. Floating Holiday. The two (2) floating holidays must be used in full-day increments and must be used during the 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.

Article 5. 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.

B. 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

C. 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.

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

D.

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. 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.

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F. 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.

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

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

I. 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.

J. 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.

K. 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.

L. 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 depending on hours worked per week). Approval of such a request is subject to the sole discretion of the City Manager.

M. Annual Cash Out. Employees 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 72 hours (80 hours for 40-Hour employees). 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.

N. 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 2026 is $8,000 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 ($24,500 for 2026, 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).

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Article 6. 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 Contributions for “New Members” as Defined by PEPRA, Hired After January 1, 2013; Public Safety PERS 2.7% @ 57 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.

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D. 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.

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

E.

Employee Premiums for “Classic Members” as Defined by CALPERS:

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.

Article 7. 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 for which they qualify 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 – Hired 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. Effective July 2026 the City’s contribution shall be:

EE only: $750/month
EE plus spouse: $1,400/month
EE plus child: $1,150/month
EE plus family: $2,000/month.

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 (to be effective July 1).

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.

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-- 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 identified at time of retirement). 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. 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.

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

4. 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.

5. 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.

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

D. 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.

Such amount shall be applied toward premiums of a City group dental insurance policy.

Article 8. 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.

Article 9. 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 one half to one (½:1). e. Employee’s balance will be reimbursed upon employee’s retirement or their return to work.

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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.

Article 10. WORKERS' COMPENSATION

A. The City will provide workers’ 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 work day on which the injury or illness occurred.

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 of 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.

Article 11. 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

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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.

Article 12. 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.

Article 13. LEAVE OF ABSENCE

A. Any employee 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.

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.

Article 14. 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.

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Article 15. 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

Article 16. 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 (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.

Article 17. 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 the 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 suspended until 10 days after their return.

Article 18. 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

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contained in 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.

Article 19. SALARIES

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

Article 20. 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.

Article 21. 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.

NOW THEREFORE BE IT RESOVLED by the City Council of the City of La Verne as follows:

PASSED, APPROVED AND ADOPTED this 20th day of July 2026.

__________________________________
ATTEST: Tim Hepburn, Mayor

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__________________________________
Debra Fritz, CMC Deputy City Clerk

CERTIFICATION

I hereby certify that the foregoing Resolution No. 26-XX was duly and regularly adopted by the City Council of the City of La Verne at a meeting thereof held on the 20th day of July 2026, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

_____________________
________Debra Fritz, CMC
Deputy City Clerk

Agenda Packet - July 20, 2026
RESOLUTION NO. 26-52XX

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

CALIFORNIA, ESTABLISHING BENEFITS FOR MIDDLE MANAGEMENT,

PROFESSIONAL AND CONFIDENTIAL EMPLOYEES AND REPEALING
RESOLUTION NO. 2325-5452

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, the classification of Police Captain is now represented by the Police Middle Management Association; and

WHEREAS, the classifications of Fire Marshal, Deputy Fire Chief, and Fire Battalion Chief are now represented by the Fire Middle Management Association; and

WHEREAS, employees in the middle management, professional and confidential servicese 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. 2325-54 52 is hereby repealed in its entirety.

Section 2. The benefits for the affected classifications as shown below are as follows, effective July 1203, 20252026.

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 Risk Reduction SpecialistSupervisor
Deputy City Clerk
Deputy Fire Marshal
Deputy Director of Public Works

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Executive Assistant to the City Manager
Fire Marshal
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
Payroll Specialist
Police Captain
Police Community Services Engagement Supervisor
Police Records Supervisor
Police Services Coordinator
Police Support Services Manager
Principal Planning Manager
Public Works Manager
Senior Accountant
Senior Management Analyst
Senior Planner
Utility Supervisor
Utilities Manager
Water Supervisor

BENEFITS.

Article 1I. 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%.

Article 2.II. 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.

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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.

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, registered domestic partner, parent, sibling, 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 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 with 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 8 (Vacations) in this Resolution. Sick leave applied towards medical retirement benefits provided in Article VIII10(BC) 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.

IIIArticle 3. ADMINISTRATIVE MANAGEMENT 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

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administrative management leave at the discretion of their department head.

These days cannot be accrued across fiscal years and no payoff shall occur at terminationseparation. In addition to discretionary Administrative Management 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.

Article 4IV. BEREAVEMENT LEAVE

In the event of the death of an immediate family member, employees covered by this resolution are entitled to use up to five (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 management 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, registered domestic partner, child, parent, sibling, mother, father, sister, brother, children, grandparents, grandchildren, mother-in-law, and father-in-law.

VArticle 5. 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.

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.

VIArticle 6. UNIFORM ALLOWANCE

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Each employee in the following classifications who works the full calendar 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 Engagement 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.

VIIArticle 7. 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.

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) or ten (10) hours of holiday pay per holiday depending on their work schedule.

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.

E.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.

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

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

VIIIArticle 8. 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

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.

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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 accrued 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.

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 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.

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 depending on hours worked per week). Approval of such a request is subject to the sole discretion of the City Manager.

L. Annual Cash Out. Employees with a minimum of 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 72 hours (80 hours for 40-hour employees). 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) deferral limit. The amount for 2025 2026 is $78,500 000 and is subject to an annual cost-of-living increase based on the

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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 ($2324,500 for 20252026, 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).

IXArticle 9. 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.

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 Contributions for “New Members” as Defined by PEPRA, Hired After January 1, 2013; Public Safety PERS 2.7% @ 57 under PEPRA.

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“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.

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

C.D. 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.

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

D. Employee Premiums for “Classic Members” as Defined by CALPERS:

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.

XArticle 10. 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 for which 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 – Hired 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. Effective July 2026 the City’s contribution shall be:

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EE only: $750650/month
EE plus spouse: $1,1501,400/month
EE plus child: $9501,150/month
EE plus family: $1,5002,000/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.

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 identified at time of retirement). 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

3.2. 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.

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

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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.

6.4. 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.

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

D. 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. Such amount shall be applied toward premiums of a City group dental insurance policy.

XIArticle 11. 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.

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.

XIIArticle 12. 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

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% 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 one half to one ( ½:1). e. Employee’s balance will be reimbursed upon employee’s retirement or their return to work.

B.

Life Insurance.

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.

XIIIArticle 13. 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.

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.

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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.

XIVArticle 14. 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 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.

XVArticle 15. 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.

XVIArticle 16. 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.

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.

XVIIArticle 17. JURY DUTY

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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.

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 one and a half times their hourly rate for that assignment when the coverage period is for four (4) hours or more.

XXArticle 18. 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

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▪ Adjustment must be less than annual savings achieved

XXIArticle 19. 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.

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.

XXIIArticle 20. 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 the 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 suspended until 10 days after their return.

Article 21XXIII. 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.

XXIVArticle 22. 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

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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.

XXVArticle 23. ACTING APPOINTMENTS

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. The 5% Acting Appointment Pay shall be non PERSable.

Section 3. Employees in the Police Captain classification shall now receive benefits as established in the Police Middle Management Memorandum of Understanding approved by Resolution No. 26-40

Section 4. The employees in Fire Middle Management Association are currently in negotiations with the City for the establishment of the initial MOU. Until the adoption of the Fire Middle Management Association MOU, employees in the classifications of Fire Marshal, Fire Battalion Chief, and Deputy Fire Chief shall continue to receive benefits as described in Resolution 25-52.

Section 35. 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.

NOW THEREFORE, BE IT RESOLVED by the City Council of the City of La Verne as follows:

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PASSED, APPROVED AND ADOPTED this 7th 20th day of July 20252026.

__________________________________
ATTEST: Tim Hepburn, Mayor

_____________________________________
Debra Fritz, CMC
Deputy City Clerk

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CERTIFICATION

I hereby certify that the foregoing Resolution No. 2526-52 XX was duly and regularly adopted by the City Council of the City of La Verne at a meeting thereof held on the 7th 20th day of July 20252026, by the following vote:

AYES: Johnson, Crosby, Lau, Kashifalghita, and Hepburn NOES: None
ABSENT: None
ABSTAIN: None

________________________________
Debra Fritz, CMC
Deputy City Clerk

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RESOLUTION NO. 26-XX

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

CALIFORNIA, ESTABLISHING BENEFITS FOR MIDDLE MANAGEMENT,

PROFESSIONAL AND CONFIDENTIAL EMPLOYEES AND REPEALING
RESOLUTION NO. 25-52

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, the classification of Police Captain is now represented by the Police Middle Management Association; and

WHEREAS, the classifications of Fire Marshal, Deputy Fire Chief, and Fire Battalion Chief are now represented by the Fire Middle Management Association; and

WHEREAS, employees in the middle management, professional and confidential service 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. 25-52 is hereby repealed in its entirety.

Section 2. The benefits for the affected classifications as shown below are as follows, effective July 20, 2026.

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

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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 Supervisor
Payroll Specialist
Police Community Engagement Supervisor
Police Records Supervisor
Police Services Coordinator
Police Support Services Manager
Planning Manager
Public Works Manager
Senior Accountant
Senior Management Analyst
Senior Planner
Utility Supervisor
Utilities Manager
Water Supervisor

BENEFITS.

Article 1. SALARIES

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

Article 2. 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

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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, registered domestic partner, parent, sibling, , 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 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 with 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 8 (Vacations) in this Resolution. Sick leave applied towards medical retirement benefits provided in Article 10(C) 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.

Article 3. MANAGEMENT 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 management leave at the discretion of their department head. These days cannot be accrued across fiscal years and no payoff shall occur at separation. In addition to discretionary Management 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.

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Article 4. BEREAVEMENT LEAVE

In the event of the death of an immediate family member, employees covered by this resolution are entitled to use up to five (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 management leave or any combination of these leaves to account for this time. For purposes of this section, immediate family shall be defined as spouse, registered domestic partner, child, parent, sibling, children, grandparents, grandchildren, mother-in-law, and father-in-law.

Article 5. 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.

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.

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.

Article 6. UNIFORM ALLOWANCE

Each employee in the following classifications who works the full calendar 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:
• Deputy Fire Marshal
• Community Risk Reduction Specialist
• Code Compliance Officer
• Communications Supervisor
• Police Community Engagement 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.

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Article 7. 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.

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) or ten (10) hours of holiday pay per holiday depending on their work schedule.

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 during the 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.

Article 8. 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

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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.

Individuals promoted into the Middle Management Group will be cashed out for any accrued 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.

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 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.

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 depending on hours worked per week). Approval of such a request is subject to the sole discretion of the City Manager.

L. Annual Cash Out. Employees 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 72 hours (80 hours for 40-hour employees). Said vacation cash out shall be

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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) deferral limit. The amount for 2026 is $8,000 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 ($24,500 for 2026, 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).

Article 9. 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.

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.

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

C. Employee Contributions for “New Members” as Defined by PEPRA, Hired After January 1, 2013; Public Safety PERS 2.7% @ 57 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.

D.

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.

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

E. Employee Premiums for “Classic Members” as Defined by CALPERS: 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.

Article 10. 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 for which they qualify 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.

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B. Medical Plan – Hired 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. Effective July 2026 the City’s contribution shall be:

EE only: $750/month
EE plus spouse: $1,400/month
EE plus child: $1,150/month
EE plus family: $2,000/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.

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 identified at time of retirement). 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. 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.

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

4. In the case of an employee, otherwise eligible for City contribution towards their retiree health insurance, retiring or having retired within forty-five (45)

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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.

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

D.

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. Such amount shall be applied toward premiums of a City group dental insurance policy.

Article 11. 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.

Article 12. 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 one half to one (½:1). e. Employee’s balance will be reimbursed upon employee’s retirement or their return to work.

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B. Life Insurance.

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.

Article 13. WORKERS' COMPENSATION

A. The City will provide workers’ 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.

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.

Article 14. 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 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

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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.

Article 15. 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.

Article 16. 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.

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.

Article 17. 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.

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Article 18. 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

Article 19. 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.

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.

Article 20. 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 the 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 suspended until 10 days after their return.

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Article 21. 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.

Article 22. 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.

Article 23. ACTING APPOINTMENTS

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. The 5% Acting Appointment Pay shall be non PERSable.

Section 3. Employees in the Police Captain classification shall now receive benefits as established in the Police Middle Management Memorandum of Understanding approved by Resolution No. 26-40

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Section 4. The employees in Fire Middle Management Association are currently in negotiations with the City for the establishment of the initial MOU. Until the adoption of the Fire Middle Management Association MOU, employees in the classifications of Fire Marshal, Fire Battalion Chief, and Deputy Fire Chief shall continue to receive benefits as described in Resolution 25-52.

Section 5. 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.

NOW THEREFORE, BE IT RESOLVED by the City Council of the City of La Verne as follows:

PASSED, APPROVED AND ADOPTED this 20th day of July 2026.

__________________________________
ATTEST: Tim Hepburn, Mayor

_____________________________________
Debra Fritz, CMC
Deputy City Clerk

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CERTIFICATION

I hereby certify that the foregoing Resolution No. 26-XX was duly and regularly adopted by the City Council of the City of La Verne at a meeting thereof held on the 20th day of July 2026, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

________________________________
Debra Fritz, CMC
Deputy City Clerk

Agenda Packet - July 20, 2026
City of La Verne,City Council
Agenda Report

DATE: July 20, 2026
TO: Honorable Mayor and City Council
FROM: JR Ranells, Assistant City Manager
SUBJECT: RESOLUTION ADOPTING A SALARY CHART FOR FULL-TIME EMPLOYEES.

SUMMARY
The attached resolution and salary table reflect adjustments in compensation for employees in the Police Officer Association, Police Middle Management Association, La Verne Firefighters Association, and in the classification of Information Systems Specialist.

RECOMMENDATION
That the City Council adopt the attached Resolution titled, “A RESOLUTION OF THE CITY

COUNCIL OF THE CITY OF LA VERNE, CALIFORNIA, ADOPTING A SALARY CHART FOR FULL-TIME EMPLOYEES AND REPEALING RESOLUTION NO. 26-04."

DISCUSSION
Per the current Memorandum of Understanding with the La Verne Police Officers Association (LVPOA), members of their group will receive a 3% salary increase effective the first full pay period of July. Per the La Verne Police Middle Management Association (PVPMMA) Memorandum of Understanding, the Police Lieutenants are benchmarked off of the LVPOA Sergeant salaries, so they will receive a corresponding increase. The Police Captain will receive a 3% salary increase.

Per the current Memorandum of Understanding with the La Verne Firefighters’ Association, entered into on December 19, 2022, and which automatically sets compensation to the median of seven comparable cities, employees in the classification Firefighter will receive a 5% salary increase, while employees in the classification Fire Engineer and Fire Captain will receive a

0.5% increase.

The City is still in negotiations with the La Verne General Unit (Teamsters) and the La Verne Fire Middle Management Association. Once negotiations conclude with those groups, it is anticipated that additional revisions to the salary charts will be needed. The salary chart for Part-Time Employees may also need to be adjusted once the La Verne General Unit (Teamsters) negotiations process is completed, since there are several part-time positions benchmarked off full-time equivalent classifications.

Lastly, following a needs assessment for the classification Information Systems Specialist, and in recognition that this position is responsible for supporting Public Safety, including the Police Department, which is open to the public 5 days a week, the position is being adjusted from an 1872 annual hours schedule to a 2080 annual hours schedule. The changes to this

Agenda Packet - July 20, 2026
Resolution Adopting a Salary Chart for Full-Time Employees., Page 2

classification's compensation were included in the FY2026-27 Annual Budget adopted on June 15, 2026.

FISCAL ANALYSIS
The negotiated salary increases for employees represented by the La Verne Firefighters' Association (LVFA) require an amendment to the Fiscal Year 2026-27 Adopted Budget to increase General Fund appropriations by $105,270.

The negotiated salary increases for employees represented by the La Verne Police Management Association (LVPMMA) require an additional amendment to the Fiscal Year 2026- 27 Adopted Budget to increase General Fund appropriations by $42,325.

In total, this action increases General Fund appropriations by $147,595.

The additional General Fund appropriations will be fully offset by a transfer of $147,595 from the Measure LV Fund (Fund 107), consistent with Tier 1 eligible expenditures under the City's Measure LV Spending Guidelines. This funding approach is consistent with the recommendation of the Finance Committee at its April 22, 2026, meeting, during which the Committee endorsed the use of Measure LV funds for eligible public safety salary increases resulting from City Council-approved labor agreements.

The costs associated with the negotiated salary increases for the La Verne Police Officers' Association (LVPOA) and the conversion of the Information Systems Specialist position from a 1,872-hour annual work schedule to a 2,080-hour annual work schedule were known during preparation of the Fiscal Year 2026-27 Adopted Budget and are included in the adopted appropriations.

ENVIRONMENTAL ANALYSIS
Not applicable.

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

ATTACHMENTS

1. Resolution Fulltime Salary Schedule 72026

2. Salary Chart_7.1.2026

Report Prepared By: Coordinated with:

Erin Beilstein, Sr. Management Analyst Christy Lopez, Director of Finance

Agenda Packet - July 20, 2026

RESOLUTION NO. xx-xxx

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

AMENDING THE SALARY SCHEDULE FOR FULL-TIME EMPLOYEES

WHEREAS, the City Council periodically amends the Full-Time Salary Chart to reflect approved compensation adjustments and classification changes authorized by the City; and

WHEREAS, the proposed amendments include salary changes required by approved Memoranda of Understanding and the conversion of the Information Systems Specialist position from a 1,872-hour annual work schedule to a 2,080-hour annual work schedule as identified in the Fiscal Year 2026-27 Adopted Budget.

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of La Verne as follows:

Section 1. the City Council has determined it is necessary to amend the Full-Time Salary Chart to reflect approved compensation and position changes effective July 1, 2026.

Section 2. The Fiscal Year 2026-27 Budget is hereby amended to increase General Fund appropriations by $147,595 to provide funding for the salary and benefit changes associated with the La Verne Firefighters' Association (LVFA) and La Verne Police Management Association (LVPMMA) Memoranda of Understanding.

Section 3. The Fiscal Year 2026-27 Budget is hereby amended to increase Measure LV Fund appropriations by $147,595 for a transfer to the General Fund to reimburse eligible Tier 1 public safety personnel costs associated with the La Verne Firefighters' Association (LVFA) and La Verne Police Management Association (LVPMMA) Memoranda of Understanding, consistent with the City's approved Measure LV expenditure plan.

Section 4. The Mayor shall sign and the Deputy 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 20th day of July, 2026.

______________________________________
Mayor Tim Hepburn

ATTEST:

Agenda Packet - July 20, 2026
Resolution No. xx-xxx 2
_______________________________
Debra Fritz, CMC, Deputy City Clerk

CERTIFICATION

I hereby certify that the foregoing [Resolution No. xx-xxx] was duly and regularly adopted by the City Council of the City of La Verne at a meeting thereof held on the 20th day of July, 2026, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

____________________________________
Debra Fritz, CMC, Deputy City Clerk

Agenda Packet - July 20, 2026
City of La Verne
Full Time Salary Table
Effective
7-1-2026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
319 ACCOUNT CLERK I 1 40,409 40,409
319 ACCOUNT CLERK I 2 42,429 42,429
319 ACCOUNT CLERK I 3 44,551 44,551
319 ACCOUNT CLERK I 4 46,778 46,778
319 ACCOUNT CLERK I 5 49,117 49,117
321 ACCOUNT CLERK II 1 44,551 44,551
321 ACCOUNT CLERK II 2 46,778 46,778
321 ACCOUNT CLERK II 3 49,117 49,117
321 ACCOUNT CLERK II 4 51,573 51,573
321 ACCOUNT CLERK II 5 54,152 54,152
333 ACCOUNT CLERK III 1 49,117 49,117
333 ACCOUNT CLERK III 2 51,573 51,573
333 ACCOUNT CLERK III 3 54,152 54,152
333 ACCOUNT CLERK III 4 56,859 56,859
333 ACCOUNT CLERK III 5 59,702 59,702
129 ACCOUNTANT 1 66,240 66,240
129 ACCOUNTANT 2 69,552 69,552
129 ACCOUNTANT 3 73,029 73,029
129 ACCOUNTANT 4 76,681 76,681
129 ACCOUNTANT 5 80,515 80,515
164 ACCOUNTING MANAGER 1 84,785 84,785
164 ACCOUNTING MANAGER 2 89,025 89,025
164 ACCOUNTING MANAGER 3 93,476 93,476
164 ACCOUNTING MANAGER 4 98,150 98,150
164 ACCOUNTING MANAGER 5 103,057 103,057
183 ADMIN. BATTALION CHIEF 1 157,473 157,473
183 ADMIN. BATTALION CHIEF 2 165,346 165,346
183 ADMIN. BATTALION CHIEF 3 173,614 173,614
183 ADMIN. BATTALION CHIEF 4 182,294 182,294
183 ADMIN. BATTALION CHIEF 5 191,409 191,409
131 ADMINISTRATIVE ANALYST 1 55,466 55,466
131 ADMINISTRATIVE ANALYST 2 58,239 58,239
131 ADMINISTRATIVE ANALYST 3 61,151 61,151
131 ADMINISTRATIVE ANALYST 4 64,209 64,209
131 ADMINISTRATIVE ANALYST 5 67,419 67,419

Agenda Packet - July 20, 2026
City of La Verne
Full Time Salary Table
Effective
7-1-2026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
301 ADMINISTRATIVE CLERK I 1 37,314 37,314
301 ADMINISTRATIVE CLERK I 2 39,180 39,180
301 ADMINISTRATIVE CLERK I 3 41,139 41,139
301 ADMINISTRATIVE CLERK I 4 43,195 43,195
301 ADMINISTRATIVE CLERK I 5 45,355 45,355
309 ADMINISTRATIVE CLERK II 1 41,139 41,139
309 ADMINISTRATIVE CLERK II 2 43,196 43,196
309 ADMINISTRATIVE CLERK II 3 45,356 45,356
309 ADMINISTRATIVE CLERK II 4 47,623 47,623
309 ADMINISTRATIVE CLERK II 5 50,005 50,005
340 ADMINISTRATIVE SPECIALIST 1 52,048 52,048
340 ADMINISTRATIVE SPECIALIST 2 54,651 54,651
340 ADMINISTRATIVE SPECIALIST 3 57,383 57,383
340 ADMINISTRATIVE SPECIALIST 4 60,252 60,252
340 ADMINISTRATIVE SPECIALIST 5 63,265 63,265
520 AMBULANCE OPERATOR 1 35,152 35,152
520 AMBULANCE OPERATOR 2 36,910 36,910
520 AMBULANCE OPERATOR 3 38,755 38,755
520 AMBULANCE OPERATOR 4 40,693 40,693
520 AMBULANCE OPERATOR 5 42,727 42,727
124 ASSISTANT CITY CLERK 1 69,016 69,016
124 ASSISTANT CITY CLERK 2 72,467 72,467
124 ASSISTANT CITY CLERK 3 76,091 76,091
124 ASSISTANT CITY CLERK 4 79,895 79,895
124 ASSISTANT CITY CLERK 5 83,890 83,890
280 ASSISTANT CITY MANAGER 1 168,886 168,886
280 ASSISTANT CITY MANAGER 2 177,330 177,330
280 ASSISTANT CITY MANAGER 3 186,197 186,197
280 ASSISTANT CITY MANAGER 4 195,507 195,507
280 ASSISTANT CITY MANAGER 5 205,282 205,282
147 ASSISTANT PLANNER 1 65,686 65,686
147 ASSISTANT PLANNER 2 68,970 68,970
147 ASSISTANT PLANNER 3 72,419 72,419
147 ASSISTANT PLANNER 4 76,040 76,040
147 ASSISTANT PLANNER 5 79,842 79,842

Agenda Packet - July 20, 2026
City of La Verne
Full Time Salary Table
Effective
7-1-2026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
148 ASSOCIATE PLANNER 1 72,418 72,418
148 ASSOCIATE PLANNER 2 76,039 76,039
148 ASSOCIATE PLANNER 3 79,841 79,841
148 ASSOCIATE PLANNER 4 83,833 83,833
148 ASSOCIATE PLANNER 5 88,025 88,025
272 ASST. TO THE CITY MGR. 1 121,726 121,726
272 ASST. TO THE CITY MGR. 2 127,812 127,812
272 ASST. TO THE CITY MGR. 3 134,202 134,202
272 ASST. TO THE CITY MGR. 4 140,912 140,912
272 ASST. TO THE CITY MGR. 5 147,958 147,958
306 AUTO PARTS TECHNICIAN 1 42,776 42,776
306 AUTO PARTS TECHNICIAN 2 44,915 44,915
306 AUTO PARTS TECHNICIAN 3 47,160 47,160
306 AUTO PARTS TECHNICIAN 4 49,518 49,518
306 AUTO PARTS TECHNICIAN 5 51,994 51,994
298 CITY MANAGER 1 275,679 275,679
149 CODE COMPLIANCE OFFICER 1 62,725 62,725
149 CODE COMPLIANCE OFFICER 2 65,861 65,861
149 CODE COMPLIANCE OFFICER 3 69,154 69,154
149 CODE COMPLIANCE OFFICER 4 72,611 72,611
149 CODE COMPLIANCE OFFICER 5 76,242 76,242
425 COMMUNICATIONS OFFICER 1 62,189 62,189
425 COMMUNICATIONS OFFICER 2 65,299 65,299
425 COMMUNICATIONS OFFICER 3 68,564 68,564
425 COMMUNICATIONS OFFICER 4 71,992 71,992
425 COMMUNICATIONS OFFICER 5 75,592 75,592
138 COMMUNICATIONS SUPERVISOR 1 78,093 78,093
138 COMMUNICATIONS SUPERVISOR 2 81,997 81,997
138 COMMUNICATIONS SUPERVISOR 3 86,097 86,097
138 COMMUNICATIONS SUPERVISOR 4 90,402 90,402
138 COMMUNICATIONS SUPERVISOR 5 94,922 94,922
119 COMMUNITY RISK RED SPECIALIST 1 91,723 91,723
119 COMMUNITY RISK RED SPECIALIST 2 96,309 96,309
119 COMMUNITY RISK RED SPECIALIST 3 101,125 101,125
119 COMMUNITY RISK RED SPECIALIST 4 106,181 106,181
119 COMMUNITY RISK RED SPECIALIST 5 111,490 111,490

Agenda Packet - July 20, 2026
City of La Verne
Full Time Salary Table
Effective
7-1-2026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
318 CUSTOMER SERVICE REP. I 1 45,343 45,343
318 CUSTOMER SERVICE REP. I 2 47,610 47,610
318 CUSTOMER SERVICE REP. I 3 49,990 49,990
318 CUSTOMER SERVICE REP. I 4 52,490 52,490
318 CUSTOMER SERVICE REP. I 5 55,114 55,114
330 CUSTOMER SERVICE REP. II 1 49,991 49,991
330 CUSTOMER SERVICE REP. II 2 52,490 52,490
330 CUSTOMER SERVICE REP. II 3 55,115 55,115
330 CUSTOMER SERVICE REP. II 4 57,871 57,871
330 CUSTOMER SERVICE REP. II 5 60,764 60,764
118 DEPUTY CITY CLERK 1 60,478 60,478
118 DEPUTY CITY CLERK 2 63,502 63,502
118 DEPUTY CITY CLERK 3 66,677 66,677
118 DEPUTY CITY CLERK 4 70,011 70,011
118 DEPUTY CITY CLERK 5 73,511 73,511
173 DEPUTY DIR OF PUBLIC WRKS 1 129,149 129,149
173 DEPUTY DIR OF PUBLIC WRKS 2 135,607 135,607
173 DEPUTY DIR OF PUBLIC WRKS 3 142,387 142,387
173 DEPUTY DIR OF PUBLIC WRKS 4 149,507 149,507
173 DEPUTY DIR OF PUBLIC WRKS 5 156,982 156,982
125 DEPUTY FIRE CHIEF 1 188,770 188,770
125 DEPUTY FIRE CHIEF 2 198,209 198,209
125 DEPUTY FIRE CHIEF 3 208,119 208,119
125 DEPUTY FIRE CHIEF 4 218,525 218,525
125 DEPUTY FIRE CHIEF 5 229,452 229,452
123 DEPUTY FIRE MARSHAL 1 76,175 76,175
123 DEPUTY FIRE MARSHAL 2 79,984 79,984
123 DEPUTY FIRE MARSHAL 3 83,983 83,983
123 DEPUTY FIRE MARSHAL 4 88,182 88,182
123 DEPUTY FIRE MARSHAL 5 92,592 92,592
275 DIR OF COMMUNITY DEV. 1 154,988 154,988
275 DIR OF COMMUNITY DEV. 2 162,737 162,737
275 DIR OF COMMUNITY DEV. 3 170,874 170,874
275 DIR OF COMMUNITY DEV. 4 179,418 179,418
275 DIR OF COMMUNITY DEV. 5 188,389 188,389

Agenda Packet - July 20, 2026
City of La Verne
Full Time Salary Table
Effective
7-1-2026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
271 DIR OF PARKS & RECREATION 1 145,499 145,499
271 DIR OF PARKS & RECREATION 2 152,774 152,774
271 DIR OF PARKS & RECREATION 3 160,412 160,412
271 DIR OF PARKS & RECREATION 4 168,433 168,433
271 DIR OF PARKS & RECREATION 5 176,855 176,855
285 DIR. OF PUBLIC WORKS 1 176,223 176,223
285 DIR. OF PUBLIC WORKS 2 185,034 185,034
285 DIR. OF PUBLIC WORKS 3 194,286 194,286
285 DIR. OF PUBLIC WORKS 4 204,000 204,000
285 DIR. OF PUBLIC WORKS 5 214,200 214,200
276 DIRECTOR OF FINANCE 1 154,250 154,250
276 DIRECTOR OF FINANCE 2 161,962 161,962
276 DIRECTOR OF FINANCE 3 170,060 170,060
276 DIRECTOR OF FINANCE 4 178,563 178,563
276 DIRECTOR OF FINANCE 5 187,492 187,492
345 EQUIPMENT MECHANIC I 1 52,485 52,485
345 EQUIPMENT MECHANIC I 2 55,109 55,109
345 EQUIPMENT MECHANIC I 3 57,865 57,865
345 EQUIPMENT MECHANIC I 4 60,758 60,758
345 EQUIPMENT MECHANIC I 5 63,796 63,796
347 EQUIPMENT MECHANIC II 1 57,865 57,865
347 EQUIPMENT MECHANIC II 2 60,758 60,758
347 EQUIPMENT MECHANIC II 3 63,796 63,796
347 EQUIPMENT MECHANIC II 4 66,986 66,986
347 EQUIPMENT MECHANIC II 5 70,336 70,336
336 EQUIPMENT OPERATOR 1 51,993 51,993
336 EQUIPMENT OPERATOR 2 54,592 54,592
336 EQUIPMENT OPERATOR 3 57,322 57,322
336 EQUIPMENT OPERATOR 4 60,188 60,188
336 EQUIPMENT OPERATOR 5 63,197 63,197
326 EQUIPMENT SERVICE WORKER 1 47,161 47,161
326 EQUIPMENT SERVICE WORKER 2 49,519 49,519
326 EQUIPMENT SERVICE WORKER 3 51,995 51,995
326 EQUIPMENT SERVICE WORKER 4 54,594 54,594
326 EQUIPMENT SERVICE WORKER 5 57,324 57,324

Agenda Packet - July 20, 2026
City of La Verne
Full Time Salary Table
Effective
7-1-2026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
132 EXEC ASST TO CITY MANAGER 1 66,362 66,362
132 EXEC ASST TO CITY MANAGER 2 69,680 69,680
132 EXEC ASST TO CITY MANAGER 3 73,164 73,164
132 EXEC ASST TO CITY MANAGER 4 76,822 76,822
132 EXEC ASST TO CITY MANAGER 5 80,663 80,663
166 FINANCE MANAGER 1 113,800 113,800
166 FINANCE MANAGER 2 119,490 119,490
166 FINANCE MANAGER 3 125,464 125,464
166 FINANCE MANAGER 4 131,737 131,737
166 FINANCE MANAGER 5 138,324 138,324
273 FINANCE OFFICER 1 114,074 114,074
273 FINANCE OFFICER 2 119,777 119,777
273 FINANCE OFFICER 3 125,766 125,766
273 FINANCE OFFICER 4 132,055 132,055
273 FINANCE OFFICER 5 138,657 138,657
186 FIRE BATTALION CHIEF 1 157,473 157,473
186 FIRE BATTALION CHIEF 2 165,346 165,346
186 FIRE BATTALION CHIEF 3 173,614 173,614
186 FIRE BATTALION CHIEF 4 182,294 182,294
186 FIRE BATTALION CHIEF 5 191,409 191,409
580 FIRE CAPTAIN 1 126,033 0.5% 126,663
580 FIRE CAPTAIN 2 132,334 0.5% 132,996
580 FIRE CAPTAIN 3 138,951 0.5% 139,646
580 FIRE CAPTAIN 4 145,898 0.5% 146,628
580 FIRE CAPTAIN 5 153,193 0.5% 153,959
1591 FIRE CAPTAIN PARAMEDIC 1 142,444 Tied 143,894
1591 FIRE CAPTAIN PARAMEDIC 2 148,745 to Fire 150,227
1591 FIRE CAPTAIN PARAMEDIC 3 155,362 Captain 156,877
1591 FIRE CAPTAIN PARAMEDIC 4 162,309 & Top 163,860
1591 FIRE CAPTAIN PARAMEDIC 5 169,604 Step FF 171,191
290 FIRE CHIEF 1 206,382 206,382
290 FIRE CHIEF 2 216,701 216,701
290 FIRE CHIEF 3 227,536 227,536
290 FIRE CHIEF 4 238,913 238,913
290 FIRE CHIEF 5 250,858 250,858

Agenda Packet - July 20, 2026
City of La Verne
Full Time Salary Table
Effective
7-1-2026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
565 FIRE ENGINEER 1 107,396 0.5% 107,933
565 FIRE ENGINEER 2 112,766 0.5% 113,329
565 FIRE ENGINEER 3 118,404 0.5% 118,996
565 FIRE ENGINEER 4 124,324 0.5% 124,946
565 FIRE ENGINEER 5 130,540 0.5% 131,193
1577 FIRE ENGINEER PARAMEDIC 1 123,807 Tied 125,164
1577 FIRE ENGINEER PARAMEDIC 2 129,177 to Fire 130,561
1577 FIRE ENGINEER PARAMEDIC 3 134,815 Engineer 136,228 1577 FIRE ENGINEER PARAMEDIC 4 140,735 & Top 142,177
1577 FIRE ENGINEER PARAMEDIC 5 146,951 Step FF 148,425
122 FIRE MARSHAL 1 114,354 114,354
122 FIRE MARSHAL 2 120,072 120,072
122 FIRE MARSHAL 3 126,075 126,075
122 FIRE MARSHAL 4 132,379 132,379
122 FIRE MARSHAL 5 138,998 138,998
350 FIRE SAFETY SPECIALIST 1 61,138 61,138
350 FIRE SAFETY SPECIALIST 2 64,195 64,195
350 FIRE SAFETY SPECIALIST 3 67,405 67,405
350 FIRE SAFETY SPECIALIST 4 70,775 70,775
350 FIRE SAFETY SPECIALIST 5 74,314 74,314
540 FIREFIGHTER 1 90,010 5.0% 94,510
540 FIREFIGHTER 2 94,510 5.0% 99,236
540 FIREFIGHTER 3 99,236 5.0% 104,198
540 FIREFIGHTER 4 104,198 5.0% 109,407
540 FIREFIGHTER 5 109,407 5.0% 114,878
1551 FIREFIGHTER PARAMEDIC 1 106,421 Tied 111,742
1551 FIREFIGHTER PARAMEDIC 2 110,921 to Fire 116,467
1551 FIREFIGHTER PARAMEDIC 3 115,647 Fighter 121,429
1551 FIREFIGHTER PARAMEDIC 4 120,609 & Top 126,639
1551 FIREFIGHTER PARAMEDIC 5 125,818 Step FF 132,109
159 FLEET ANALYST 1 55,468 55,468
159 FLEET ANALYST 2 58,241 58,241
159 FLEET ANALYST 3 61,153 61,153
159 FLEET ANALYST 4 64,211 64,211
159 FLEET ANALYST 5 67,421 67,421

Agenda Packet - July 20, 2026
City of La Verne
Full Time Salary Table
Effective
7-1-2026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
158 FLEET MANAGER 1 113,801 113,801
158 FLEET MANAGER 2 119,491 119,491
158 FLEET MANAGER 3 125,466 125,466
158 FLEET MANAGER 4 131,739 131,739
158 FLEET MANAGER 5 138,326 138,326
346 HEAVY EQUIPMENT MECHANIC 1 55,944 55,944
346 HEAVY EQUIPMENT MECHANIC 2 58,741 58,741
346 HEAVY EQUIPMENT MECHANIC 3 61,679 61,679
346 HEAVY EQUIPMENT MECHANIC 4 64,762 64,762
346 HEAVY EQUIPMENT MECHANIC 5 68,001 68,001
117 HUMAN RESOURSES SPECIALIST 1 54,113 54,113
117 HUMAN RESOURSES SPECIALIST 2 56,819 56,819
117 HUMAN RESOURSES SPECIALIST 3 59,660 59,660
117 HUMAN RESOURSES SPECIALIST 4 62,643 62,643
117 HUMAN RESOURSES SPECIALIST 5 65,775 65,775
278 INFO SYSTEMS MANAGER 1 109,713 109,713
278 INFO SYSTEMS MANAGER 2 115,198 115,198
278 INFO SYSTEMS MANAGER 3 120,958 120,958
278 INFO SYSTEMS MANAGER 4 127,006 127,006
278 INFO SYSTEMS MANAGER 5 133,357 133,357
2128 INFO SYSTEMS SPECIALIST 1 64,605 71,784
2128 INFO SYSTEMS SPECIALIST 2 67,835 75,373
2128 INFO SYSTEMS SPECIALIST 3 71,227 79,141
2128 INFO SYSTEMS SPECIALIST 4 74,789 83,098
2128 INFO SYSTEMS SPECIALIST 5 78,528 87,253
134 INFO SYSTEMS TECHNICIAN 1 55,809 55,809
134 INFO SYSTEMS TECHNICIAN 2 58,599 58,599
134 INFO SYSTEMS TECHNICIAN 3 61,529 61,529
134 INFO SYSTEMS TECHNICIAN 4 64,606 64,606
134 INFO SYSTEMS TECHNICIAN 5 67,836 67,836
323 IRRIGATION SPECIALIST 1 51,993 51,993
323 IRRIGATION SPECIALIST 2 54,592 54,592
323 IRRIGATION SPECIALIST 3 57,322 57,322
323 IRRIGATION SPECIALIST 4 60,188 60,188
323 IRRIGATION SPECIALIST 5 63,197 63,197

Agenda Packet - July 20, 2026
City of La Verne
Full Time Salary Table
Effective
7-1-2026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
348 MAINTENANCE LEADWORKER 1 55,414 55,414
348 MAINTENANCE LEADWORKER 2 58,184 58,184
348 MAINTENANCE LEADWORKER 3 61,094 61,094
348 MAINTENANCE LEADWORKER 4 64,148 64,148
348 MAINTENANCE LEADWORKER 5 67,356 67,356
167 MAINTENANCE MANAGER 1 113,800 113,800
167 MAINTENANCE MANAGER 2 119,490 119,490
167 MAINTENANCE MANAGER 3 125,464 125,464
167 MAINTENANCE MANAGER 4 131,737 131,737
167 MAINTENANCE MANAGER 5 138,324 138,324
146 MAINTENANCE SUPERVISOR 1 72,673 72,673
146 MAINTENANCE SUPERVISOR 2 76,306 76,306
146 MAINTENANCE SUPERVISOR 3 80,122 80,122
146 MAINTENANCE SUPERVISOR 4 84,128 84,128
146 MAINTENANCE SUPERVISOR 5 88,334 88,334
312 MAINTENANCE WORKER I 1 42,776 42,776
312 MAINTENANCE WORKER I 2 44,915 44,915
312 MAINTENANCE WORKER I 3 47,160 47,160
312 MAINTENANCE WORKER I 4 49,517 49,517
312 MAINTENANCE WORKER I 5 51,994 51,994
325 MAINTENANCE WORKER II 1 47,160 47,160
325 MAINTENANCE WORKER II 2 49,518 49,518
325 MAINTENANCE WORKER II 3 51,994 51,994
325 MAINTENANCE WORKER II 4 54,593 54,593
325 MAINTENANCE WORKER II 5 57,323 57,323
337 MAINTENANCE WORKER III 1 51,994 51,994
337 MAINTENANCE WORKER III 2 54,594 54,594
337 MAINTENANCE WORKER III 3 57,324 57,324
337 MAINTENANCE WORKER III 4 60,190 60,190
337 MAINTENANCE WORKER III 5 63,199 63,199
140 MANAGEMENT ANALYST 1 67,421 67,421
140 MANAGEMENT ANALYST 2 70,792 70,792
140 MANAGEMENT ANALYST 3 74,331 74,331
140 MANAGEMENT ANALYST 4 78,048 78,048
140 MANAGEMENT ANALYST 5 81,950 81,950
140 MANAGEMENT ANALYST Y-RATED 99,612 99,612

Agenda Packet - July 20, 2026
City of La Verne
Full Time Salary Table
Effective
7-1-2026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
162 PARKS MANAGER 1 113,801 113,801
162 PARKS MANAGER 2 119,491 119,491
162 PARKS MANAGER 3 125,466 125,466
162 PARKS MANAGER 4 131,739 131,739
162 PARKS MANAGER 5 138,326 138,326
175 PARKS & REC. COORDINATOR 1 52,447 52,447
175 PARKS & REC. COORDINATOR 2 55,069 55,069
175 PARKS & REC. COORDINATOR 3 57,823 57,823
175 PARKS & REC. COORDINATOR 4 60,714 60,714
175 PARKS & REC. COORDINATOR 5 63,749 63,749
174 PARKS & REC. MANAGER 1 113,801 113,801
174 PARKS & REC. MANAGER 2 119,491 119,491
174 PARKS & REC. MANAGER 3 125,466 125,466
174 PARKS & REC. MANAGER 4 131,739 131,739
174 PARKS & REC. MANAGER 5 138,326 138,326
354 PARKS & REC. SPECIALIST 1 40,188 40,188
354 PARKS & REC. SPECIALIST 2 42,197 42,197
354 PARKS & REC. SPECIALIST 3 44,307 44,307
354 PARKS & REC. SPECIALIST 4 46,522 46,522
354 PARKS & REC. SPECIALIST 5 48,848 48,848
127 PARKS & REC. SUPERVISOR 1 67,274 67,274
127 PARKS & REC. SUPERVISOR 2 70,637 70,637
127 PARKS & REC. SUPERVISOR 3 74,169 74,169
127 PARKS & REC. SUPERVISOR 4 77,878 77,878
127 PARKS & REC. SUPERVISOR 5 81,772 81,772
130 PAYROLL SPECIALIST 1 76,680 76,680
130 PAYROLL SPECIALIST 2 80,514 80,514
130 PAYROLL SPECIALIST 3 84,540 84,540
130 PAYROLL SPECIALIST 4 88,767 88,767
130 PAYROLL SPECIALIST 5 93,205 93,205
292 PERSONNEL OFFICER 1 112,746 112,746
292 PERSONNEL OFFICER 2 118,383 118,383
292 PERSONNEL OFFICER 3 124,302 124,302
292 PERSONNEL OFFICER 4 130,517 130,517
292 PERSONNEL OFFICER 5 137,043 137,043

Agenda Packet - July 20, 2026
City of La Verne
Full Time Salary Table
Effective
7-1-2026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
314 POLICE AIDE I 1 40,555 40,555
314 POLICE AIDE I 2 42,583 42,583
314 POLICE AIDE I 3 44,712 44,712
314 POLICE AIDE I 4 46,948 46,948
314 POLICE AIDE I 5 49,295 49,295
316 POLICE AIDE II 1 44,712 44,712
316 POLICE AIDE II 2 46,947 46,947
316 POLICE AIDE II 3 49,295 49,295
316 POLICE AIDE II 4 51,760 51,760
316 POLICE AIDE II 5 54,348 54,348
776 POLICE CAPTAIN 1 190,169 3.0% 195,874
776 POLICE CAPTAIN 2 199,677 3.0% 205,668
776 POLICE CAPTAIN 3 209,661 3.0% 215,951
776 POLICE CAPTAIN 4 220,144 3.0% 226,749
776 POLICE CAPTAIN 5 231,152 3.0% 238,086
295 POLICE CHIEF 1 207,585 207,585
295 POLICE CHIEF 2 217,964 217,964
295 POLICE CHIEF 3 228,863 228,863
295 POLICE CHIEF 4 240,306 240,306
295 POLICE CHIEF 5 252,321 252,321
303 POLICE CLERK I 1 40,555 40,555
303 POLICE CLERK I 2 42,583 42,583
303 POLICE CLERK I 3 44,712 44,712
303 POLICE CLERK I 4 46,948 46,948
303 POLICE CLERK I 5 49,295 49,295
315 POLICE CLERK II 1 44,712 44,712
315 POLICE CLERK II 2 46,947 46,947
315 POLICE CLERK II 3 49,295 49,295
315 POLICE CLERK II 4 51,760 51,760
315 POLICE CLERK II 5 54,348 54,348
338 POLICE COMM. ENGMT. OFCR 1 54,347 54,347
338 POLICE COMM. ENGMT. OFCR 2 57,064 57,064
338 POLICE COMM. ENGMT. OFCR 3 59,918 59,918
338 POLICE COMM. ENGMT. OFCR 4 62,914 62,914
338 POLICE COMM. ENGMT. OFCR 5 66,059 66,059

Agenda Packet - July 20, 2026
City of La Verne
Full Time Salary Table
Effective
7-1-2026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
135 POLICE COMM. ENGMT. SPVSR 1 87,951 87,951
135 POLICE COMM. ENGMT. SPVSR 2 92,349 92,349
135 POLICE COMM. ENGMT. SPVSR 3 96,966 96,966
135 POLICE COMM. ENGMT. SPVSR 4 101,815 101,815
135 POLICE COMM. ENGMT. SPVSR 5 106,906 106,906
460 POLICE CORPORAL 1 101,563 Tied 104,372
460 POLICE CORPORAL 2 106,641 to 109,591
460 POLICE CORPORAL 3 111,973 Police 115,070
460 POLICE CORPORAL 4 117,572 Officer 120,824
460 POLICE CORPORAL 5 123,451 in MOU 126,865
470 POLICE CORPORAL/MOTOR OFFCR 1 102,550 Tied 105,359
470 POLICE CORPORAL/MOTOR OFFCR 2 107,678 to 110,627
470 POLICE CORPORAL/MOTOR OFFCR 3 113,062 Police 116,159 470 POLICE CORPORAL/MOTOR OFFCR 4 118,715 Corporal 121,967 470 POLICE CORPORAL/MOTOR OFFCR 5 124,651 in MOU 128,065 786 POLICE LIEUTENANT 1 169,408 Tied 174,460
786 POLICE LIEUTENANT 2 177,878 to 183,183
786 POLICE LIEUTENANT 3 186,772 Police 192,342
786 POLICE LIEUTENANT 4 196,110 Sergeant 201,959
786 POLICE LIEUTENANT 5 205,916 Increase 212,057
450 POLICE OFFICER 1 92,120 3.0% 94,884
450 POLICE OFFICER 2 96,726 3.0% 99,628
450 POLICE OFFICER 3 101,563 3.0% 104,609
450 POLICE OFFICER 4 106,641 3.0% 109,840
450 POLICE OFFICER 5 111,973 3.0% 115,332
133 POLICE RECORDS SUPRVR 1 69,022 69,022
133 POLICE RECORDS SUPRVR 2 72,474 72,474
133 POLICE RECORDS SUPRVR 3 76,097 76,097
133 POLICE RECORDS SUPRVR 4 79,902 79,902
133 POLICE RECORDS SUPRVR 5 83,897 83,897
440 POLICE RECRUIT TRAINEE 1 76,022 Tied 80,651
440 POLICE RECRUIT TRAINEE 2 79,823 to 84,684
440 POLICE RECRUIT TRAINEE 3 83,814 Police 88,918
440 POLICE RECRUIT TRAINEE 4 88,004 Officer 93,364
440 POLICE RECRUIT TRAINEE 5 92,405 98,032

Agenda Packet - July 20, 2026
City of La Verne
Full Time Salary Table
Effective
7-1-2026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
480 POLICE SERGEANT 1 122,043 3.0% 125,705
480 POLICE SERGEANT 2 128,146 3.0% 131,990
480 POLICE SERGEANT 3 134,553 3.0% 138,589
480 POLICE SERGEANT 4 141,281 3.0% 145,519
480 POLICE SERGEANT 5 148,345 3.0% 152,795
144 POLICE SERV. COORDINATOR 1 74,391 74,391
144 POLICE SERV. COORDINATOR 2 78,110 78,110
144 POLICE SERV. COORDINATOR 3 82,016 82,016
144 POLICE SERV. COORDINATOR 4 86,116 86,116
144 POLICE SERV. COORDINATOR 5 90,422 90,422

322 POLICE SERVICE TECHNICAN 1 62,189 62,189
322 POLICE SERVICE TECHNICAN 2 65,299 65,299
322 POLICE SERVICE TECHNICAN 3 68,564 68,564
322 POLICE SERVICE TECHNICAN 4 71,992 71,992
322 POLICE SERVICE TECHNICAN 5 75,592 75,592
145 POLICE SUPPORT SERVICES MANAGER 1 91,057 91,057
145 POLICE SUPPORT SERVICES MANAGER 2 95,610 95,610
145 POLICE SUPPORT SERVICES MANAGER 3 100,390 100,390
145 POLICE SUPPORT SERVICES MANAGER 4 105,410 105,410
145 POLICE SUPPORT SERVICES MANAGER 5 110,680 110,680
155 PLANNING MANAGER 1 103,055 103,055
155 PLANNING MANAGER 2 108,208 108,208
155 PLANNING MANAGER 3 113,619 113,619
155 PLANNING MANAGER 4 119,300 119,300
155 PLANNING MANAGER 5 125,264 125,264
172 PUBLIC WORKS MANAGER 1 113,800 113,800
172 PUBLIC WORKS MANAGER 2 119,490 119,490
172 PUBLIC WORKS MANAGER 3 125,464 125,464
172 PUBLIC WORKS MANAGER 4 131,737 131,737
172 PUBLIC WORKS MANAGER 5 138,324 138,324
126 RECREATION COORDINATOR 1 47,749 47,749
126 RECREATION COORDINATOR 2 50,136 50,136
126 RECREATION COORDINATOR 3 52,643 52,643
126 RECREATION COORDINATOR 4 55,275 55,275
126 RECREATION COORDINATOR 5 58,039 58,039

Agenda Packet - July 20, 2026
City of La Verne
Full Time Salary Table
Effective
7-1-2026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
139 SENIOR ACCOUNTANT 1 76,680 76,680
139 SENIOR ACCOUNTANT 2 80,514 80,514
139 SENIOR ACCOUNTANT 3 84,540 84,540
139 SENIOR ACCOUNTANT 4 88,767 88,767
139 SENIOR ACCOUNTANT 5 93,205 93,205
349 SENIOR EQUIPMENT MECHANIC 1 66,985 66,985
349 SENIOR EQUIPMENT MECHANIC 2 70,334 70,334
349 SENIOR EQUIPMENT MECHANIC 3 73,851 73,851
349 SENIOR EQUIPMENT MECHANIC 4 77,544 77,544
349 SENIOR EQUIPMENT MECHANIC 5 81,421 81,421
154 SENIOR PLANNER 1 83,832 83,832
154 SENIOR PLANNER 2 88,024 88,024
154 SENIOR PLANNER 3 92,425 92,425
154 SENIOR PLANNER 4 97,046 97,046
154 SENIOR PLANNER 5 101,899 101,899
320 SENIOR POLICE AIDE 1 49,296 49,296
320 SENIOR POLICE AIDE 2 51,761 51,761
320 SENIOR POLICE AIDE 3 54,349 54,349
320 SENIOR POLICE AIDE 4 57,066 57,066
320 SENIOR POLICE AIDE 5 59,919 59,919
141 SR. MANAGEMENT ANALYST 1 81,951 81,951
141 SR. MANAGEMENT ANALYST 2 86,049 86,049
141 SR. MANAGEMENT ANALYST 3 90,351 90,351
141 SR. MANAGEMENT ANALYST 4 94,869 94,869
141 SR. MANAGEMENT ANALYST 5 99,612 99,612
3168 UTILITIES MANAGER 1 118,542 127,066
3168 UTILITIES MANAGER 2 124,469 133,420
3168 UTILITIES MANAGER 3 130,692 140,091
3168 UTILITIES MANAGER 4 137,227 147,095
3168 UTILITIES MANAGER 5 144,088 154,450
150 UTILITY SUPERVISOR 1 79,582 79,582
150 UTILITY SUPERVISOR 2 83,561 83,561
150 UTILITY SUPERVISOR 3 87,739 87,739
150 UTILITY SUPERVISOR 4 92,126 92,126
150 UTILITY SUPERVISOR 5 96,733 96,733

Agenda Packet - July 20, 2026
City of La Verne
Full Time Salary Table
Effective
7-1-2026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
359 WATER METER TECHNICIAN I 1 45,343 45,343
359 WATER METER TECHNICIAN I 2 47,610 47,610
359 WATER METER TECHNICIAN I 3 49,990 49,990
359 WATER METER TECHNICIAN I 4 52,490 52,490
359 WATER METER TECHNICIAN I 5 55,114 55,114
360 WATER METER TECHNICIAN II 1 49,991 49,991
360 WATER METER TECHNICIAN II 2 52,490 52,490
360 WATER METER TECHNICIAN II 3 55,115 55,115
360 WATER METER TECHNICIAN II 4 57,871 57,871
360 WATER METER TECHNICIAN II 5 60,764 60,764
152 WATER SUPERVISOR 1 83,563 83,563
152 WATER SUPERVISOR 2 87,741 87,741
152 WATER SUPERVISOR 3 92,128 92,128
152 WATER SUPERVISOR 4 96,735 96,735
152 WATER SUPERVISOR 5 101,571 101,571
353 WATER SYSTEM SPECIALIST 1 69,372 69,372
353 WATER SYSTEM SPECIALIST 2 72,841 72,841
353 WATER SYSTEM SPECIALIST 3 76,483 76,483
353 WATER SYSTEM SPECIALIST 4 80,307 80,307
353 WATER SYSTEM SPECIALIST 5 84,323 84,323
358 WATER UTILITY LEADWORKER 1 62,739 62,739
358 WATER UTILITY LEADWORKER 2 65,876 65,876
358 WATER UTILITY LEADWORKER 3 69,170 69,170
358 WATER UTILITY LEADWORKER 4 72,628 72,628
358 WATER UTILITY LEADWORKER 5 76,260 76,260
355 WATER UTILITY WORKER I 1 44,028 44,028
355 WATER UTILITY WORKER I 2 46,229 46,229
355 WATER UTILITY WORKER I 3 48,541 48,541
355 WATER UTILITY WORKER I 4 50,968 50,968
355 WATER UTILITY WORKER I 5 53,516 53,516
356 WATER UTILITY WORKER II 1 48,541 48,541
356 WATER UTILITY WORKER II 2 50,968 50,968
356 WATER UTILITY WORKER II 3 53,517 53,517
356 WATER UTILITY WORKER II 4 56,192 56,192
356 WATER UTILITY WORKER II 5 59,002 59,002

Agenda Packet - July 20, 2026
City of La Verne
Full Time Salary Table
Effective
7-1-2026
GRADE DESCRIPTION STEP CURRENT Increase UPDATED
357 WATER UTILITY WORKER III 1 53,516 53,516
357 WATER UTILITY WORKER III 2 56,192 56,192
357 WATER UTILITY WORKER III 3 59,002 59,002
357 WATER UTILITY WORKER III 4 61,952 61,952
357 WATER UTILITY WORKER III 5 65,050 65,050
151 WATER/SEWER MAINT. SUPERV 1 79,584 79,584
151 WATER/SEWER MAINT. SUPERV 2 83,563 83,563
151 WATER/SEWER MAINT. SUPERV 3 87,741 87,741
151 WATER/SEWER MAINT. SUPERV 4 92,128 92,128
151 WATER/SEWER MAINT. SUPERV 5 96,735 96,735
352 WTR. PROD. SYS. OPERATOR 1 59,225 59,225
352 WTR. PROD. SYS. OPERATOR 2 62,186 62,186
352 WTR. PROD. SYS. OPERATOR 3 65,295 65,295
352 WTR. PROD. SYS. OPERATOR 4 68,560 68,560
352 WTR. PROD. SYS. OPERATOR 5 71,988 71,988
1 Each step within these classifications
includes an additional $17,231 which
is 15% of the top step Firefighter
2 Changed from 1872 hours to 2080 hours with
2026-27 Annual Budget
3 Administrative update, Council approved change
completed after last formal salary schedule
presented.

Agenda Packet - July 20, 2026
City of La Verne,City Council
Agenda Report

DATE: July 20, 2026
TO: Honorable Mayor and City Council
FROM: Brandon Coatney, Fire Chief
SUBJECT: CONSIDERATION OF UTILIZING THE PROPOSITION 218 PROCESS TO

INCREASE THE PARAMEDIC SERVICE FEE (MEASURE GG) TO SUPPORT

CONTINUED PARAMEDIC AND AMBULANCE TRANSPORT SERVICES
WITHOUT FURTHER COST TO RESIDENTS.

SUMMARY
On June 1st and 15th, 2026, the City Council received a presentation regarding the long-term sustainability of Measure GG and the ongoing General Fund subsidy required to support paramedic and ambulance transport services. Following discussion, the City Council directed Staff to return with a proposal to utilize a Proposition 218 assessment election process to increase the assessment to better sustain paramedic and ambulance transport services. This items discusses the Proposition 218 process and sets forth an initial monthly assessment amount of $14.00, subject to an annual adjustment formula of a ratio of 80% Fire Personnel Cost Index and 20% Medical Care Services CPI.

RECOMMENDATION
That the City Council direct staff to proceed with a Proposition 218 assessment process to increase the Paramedic Service Fee, for the purpose of providing a waiver of out-of-pocket costs to residents for emergency paramedic and ambulance service in the city, to $14.00 per month, with an annual adjustment formula of a ratio of 80% Fire Personnel Cost Index and 20% Medical Care Services CPI.

DISCUSSION
The City of La Verne has provided paramedic services to the community for more than four decades. In 1980, voters approved Measure GG to establish a dedicated funding source to support paramedic services within the City. The measure became effective in 1981 and established a fee collected through the City’s water and refuse (utility) billing, intended to partially offset the cost of maintaining Advanced Life Support (ALS) emergency medical services.

In 2003, the City Council approved modifications to the resident billing structure allowing the City to bill residents’ insurance providers for ambulance transport and emergency medical services while continuing to protect residents from direct out-of-pocket expenses associated with the resident billing program. This modification improved cost recovery and helped reduce impacts to the General Fund. The purpose of the Paramedic Service Fee has always been to recover the direct cost of providing a specific service, in this case paramedic services with no out-of-pocket expenses to the occupants of the parcel.

Agenda Packet - July 20, 2026
Consideration of Utilizing the Proposition 218 Process to Increase the Paramedic Service Fee (Measure GG) to Support Continued Paramedic and Ambulance Transport Services without further cost to residents., Page 2

While the implementation of insurance billing significantly improved revenue generation, the combined revenues generated through Measure GG and EMS billing have continued to fall short of fully funding the paramedic program due to increased use of paramedic services, increased costs of providing high quality services, and changed deployment techniques which now sees the La Verne Fire Department providing all paramedic services and basic and advanced life support emergency transportation.

While the Paramedic Service Fee, or Measure GG, was initially approved by the voters in 1980, the City Attorney has determined that the proposed paramedic and emergency medical transportation charge is an assessment governed by Article XIII D of the California Constitution.

The fee provides a direct benefit to the affected property by protecting qualifying property owners or occupants from otherwise applicable out-of-pocket charges for City paramedic services and emergency ambulance transportation.

Measure GG Purchasing Power
A significant factor contributing to the current funding gap is that the original Measure GG rate structure and built-in escalation provisions were established at levels that have not kept pace with the actual cost growth associated with emergency medical services delivery. As such, the cost of providing emergency medical services has increased at rates substantially greater than the escalation structure built into Measure GG.

U.S. Bureau of Labor Statistics (BLS) data demonstrates that the Consumer Price Index (CPI-U All Items) for the Los Angeles area has increased substantially since Measure GG was adopted in 1981. However, medical care-related costs have increased at a materially faster rate than general inflation, which is an important factor when evaluating the adequacy of the original Measure GG escalation structure. Additionally, the costs for paramedic certified personnel have also increased at a greater rate than both CPI and medical care-related costs. Despite these financial pressures, the Fire Department has continued to implement operational improvements focused on maintaining service quality and improving patient outcomes. Additionally, the City upgraded its paramedic services from an initial contracted firm in the 1980’s to a service provided by paramedic certified firefighters so that currently we have a minimum of six (6) paramedics per shift.

Service Delivery Improvements and CARES Outcomes
Over the past several years, the Fire Department has implemented strategic deployment modifications and operational improvements designed to improve emergency response effectiveness, ambulance availability, and patient outcomes.

These changes have included adjustments to apparatus deployment, ambulance transport operations, staffing utilization, and overall system response strategies. These efforts have resulted in measurable improvements in service delivery and emergency medical outcomes.

Most notably, the department’s recent Cardiac Arrest Registry to Enhance Survival (CARES) report data demonstrates significant improvements in cardiac arrest survival metrics and overall system performance. These outcomes are directly associated with rapid ALS intervention, improved deployment strategies, enhanced training, and continued investment in the City’s paramedic program. Following the implementation of our updated deployment and operational model, the 2025 CARES report demonstrates a marked and measurable improvement across

Agenda Packet - July 20, 2026
Consideration of Utilizing the Proposition 218 Process to Increase the Paramedic Service Fee (Measure GG) to Support Continued Paramedic and Ambulance Transport Services without further cost to residents., Page 3

all key performance indicators. Our Return of Spontaneous Circulation rate increased to 33.3%, now significantly exceeding Los Angeles County (7.8%), California (14.2%), and outperforming the national average (22.8%).

Survival outcomes improved even more dramatically. Survival to hospital admission increased from 7.4% to 37.0%, and survival to hospital discharge increased from 3.7% to 11.1%, now exceeding both County and State benchmarks and surpassing the national average. Most importantly, 100% of those survivors were discharged with good or moderate neurological function, reflecting not only survival—but meaningful, quality outcomes for our patients. The improvements demonstrated in the CARES data reinforce the operational value of maintaining a high-performing Advanced Life Support system within the City of La Verne and highlight the importance of ensuring sustainable long-term funding for these services.

Ballot Measure Versus Proposition 218 Process Consideration Based on City Council direction, staff is now bringing forward information to increase the Paramedic Service Fee through a Proposition 218 process versus placing the item on the November General Election ballot. While the Paramedic Service Fee (La Verne Municipal Code Chapter 3.24) was originally approved by the voters in 1980, the amendment of it is not required to be voted on by registered voters, but instead by property owners since it is an assessment governed by Article XIII D of the California Constitution.

Proposition 218, approved by California voters in 1996, added Articles XIII C and XIII D to the California Constitution. Among other requirements, Proposition 218 limits the ability of a city to impose or increase an assessment on real property without first completing a prescribed public- notice and property-owner ballot process.

An “assessment” is a charge imposed on real property to pay for a special benefit conferred on that property. A special benefit must be a particular and distinct benefit to the assessed property that is greater than the general benefit provided to the community or the public at large. The amount assessed against each parcel cannot exceed the reasonable cost of the proportional special benefit provided to that parcel.

Under the City Attorney’s analysis, the assessment is not imposed merely to provide paramedic staffing or ambulance availability to the community generally. Instead, it purchases a specific financial benefit for the assessed property: persons covered through that property assessment may receive City paramedic and ambulance transportation without being personally responsible for deductibles, copayments, uninsured balances, or other direct charges.

The important distinction is:
• Everyone may receive emergency response and ambulance transportation. • Insurance or another responsible payer may still be billed. • Only persons associated with units paying the Paramedic Service Fee receive protection from direct out-of-pocket liability.

Accordingly, the assessment would be imposed on property, rather than on individual residents or registered voters. Therefore, the Proposition 218 proceeding would be conducted among the

Agenda Packet - July 20, 2026
Consideration of Utilizing the Proposition 218 Process to Increase the Paramedic Service Fee (Measure GG) to Support Continued Paramedic and Ambulance Transport Services without further cost to residents., Page 4

record owners of the parcels subject to the assessment. It would not be a regular election conducted under the Elections Code, and voting would not be based on “one person, one vote.” Government Code section 53753 expressly provides that an assessment ballot proceeding is not an election for purposes of Article II of the California Constitution or the Elections Code.

A summary of the Proposition 218 process is the following:
• Prepare fee study and parcel database to confirm the proposed rates, affected parcels, eligible program costs, and notice procedures.
• City Council action to initiate proceedings with acceptance of the fee study, approval of the proposed rate structure, authorizing notice and ballot mailing, and scheduling the public hearing.
• City to mail Proposition 218 notices to each affected property owner with an assessment ballot at least 45 days prior to a scheduled public hearing. Owners may submit one ballot per affected parcel.
• City Council to conduct a public hearing, at least 45 days after notices are mailed.

Council receives testimony and considers all protests and objections received. • At the conclusion of the public hearing, the City Clerk opens and tabulates the ballots in a publicly accessible location to determine whether the weighted ballots submitted in opposition to the increased assessment exceed the weighted ballots submitted in favor of the proposed increased assessment. If the votes in opposition exceed the votes in favor, the increased assessment cannot be levied.
• Following tabulation and certification of the ballots by the City Clerk, if the increased assessment is approved, Council adopts the increased assessment and establishes the effective and collection dates.

Recommended Increase to Sustain Paramedic and Emergency Medical Transportation Services
Overall proposed expenditures for the La Verne Fire Department for Fiscal Year 2026-27 are $15,344,565. As reported in previous agenda items on this subject, the minimum amount related to paramedic and emergency transportation costs is approximately $3.8 million. Current Paramedic Service Fee revenues are approximately $1,059,840 with approximately $1.7 million in insurance collections, based on ability to collect. Going forward, the City will conduct five-year cost of service reviews for paramedic and emergency medical transportation services to ensure that expenditures are in-line with and eligible for revenue from the Paramedic Service Fee. This cost of service review is important because emergency medical services are a growing component of the Fire Department and currently account for 74% of calls for service. While the range of $3.8 million to over $4 million for paramedic and emergency transportation costs is based on previous growth in information related to the Paramedic Services Fee, it is outdated and considered not fully reflective of the true costs of providing those services.

In the Agenda Report for June 15, 2026, staff provided a range of potential increases to the Paramedic Assessment Fee ranging from a total fee per month of $12.50 up to $15.00.

Revenue generated from that fee would be $1,920,000 to $2,304,000, respectively. After further analysis and understanding the need to conduct a cost-of-service review to ensure potential revenue is in-line with expenditures for providing this service to residential properties within the

Agenda Packet - July 20, 2026
Consideration of Utilizing the Proposition 218 Process to Increase the Paramedic Service Fee (Measure GG) to Support Continued Paramedic and Ambulance Transport Services without further cost to residents., Page 5

City, it is proposed that the Paramedic Service Fee be increased to $14.00 per month with an approximate revenue generating potential of $2,150,400.

In addition, it was identified that the original amount of the Paramedic Service Fee as authorized by voters through Measure GG was inadequate in its annual cost escalator as it relied on the general Consumer Price Index for the Los Angeles metropolitan area. This allowed the expenses to outpace the revenue and reduce support of paramedic and emergency medical transportation services. It is therefore proposed that an escalator be included as part of the Proposition 218 voter approval process to reflect an annual adjustment formula of a ratio of 80% Fire Personnel Cost Index and 20% Medical Care Services CPI.

A Fire Personnel Cost Index is a composite index developed to measure annual changes in the costs associated with employing, training, and maintaining fire service personnel who provide emergency medical and paramedic services. The index is intended to reflect the actual cost drivers affecting fire department operations rather than general inflation and may include changes in salaries, wages, overtime, retirement contributions, health insurance premiums, workers' compensation costs, payroll taxes, certification requirements, continuing education expenses, recruitment and in-service training costs, and other personnel-related benefits and expenses. Medical Care Services CPI is the better proxy for EMS/paramedic cost escalation, over that of the standard Los Angeles Area CPI, because it captures professional services, hospital services, and related medical labor cost trends. Together, this hybrid approach would provide for a justifiable and rational approach to keeping pace with the costs of providing emergency medical and paramedic services without out-of-pocket costs to residents.

Summary
In summary, after an analysis by the City Attorney, Staff is recommending that the City Council conduct a Proposition 218 process for the Paramedic Services Fee (Measure GG) based on its recognition as an assessment under Proposition 218 and Article XIII D section 4 of the California Constitution. Further, it is recommended that the amount of the assessment be $14.00 with an annual adjustment formula of a ratio of 80% Fire Personnel Cost Index and 20% Medical Care Services CPI.

FISCAL ANALYSIS
Current annual revenues generated through Measure GG are estimated at approximately $1,059,840 for Fiscal Year 2026–27. EMS billings, those that are collected through insurance billings, are estimated at approximately $1.7 million, but these numbers fluctuate based on actual medical insurance collections and reimbursement rates.

Current annual costs associated with providing paramedic and ambulance transport services are estimated at approximately $3.8 million. Although annual CPI adjustments have increased the assessment over time, the escalation structure continues to build upon an original 1980 baseline established under substantially different operational and economic conditions, to include contract paramedic services and only one paramedic ambulance available with another in reserve.

The Paramedic Service Fee, if increased to $14.00 per month, will generate a potential of

Agenda Packet - July 20, 2026
Consideration of Utilizing the Proposition 218 Process to Increase the Paramedic Service Fee (Measure GG) to Support Continued Paramedic and Ambulance Transport Services without further cost to residents., Page 6

$2,150,400 annually to be used directly for paramedic services and basic and advanced life support emergency transportation without out-of-pocket costs to residents.

ENVIRONMENTAL ANALYSIS
Not applicable.

LEGAL REVIEW
This report has been reviewed and approved by the City Attorney

ATTACHMENTS
None

Prepared by: Ken Domer, City Manager

Agenda Packet - July 20, 2026
City of La Verne,City Council
Agenda Report

DATE: July 20, 2026
TO: Honorable Mayor and City Council
FROM: JR Ranells, Assistant City Manager
SUBJECT: RESOLUTIONS ADOPTING BUDGETS FOR LA VERNE MOBILE COUNTRY CLUB MOBILE HOME PARK AND VALLEY RANCHO MOBILE HOME PARK.

SUMMARY
Annually, the La Verne Public Financing Authority (LVPFA) reviews and approves the operating budgets for the two City owned mobile home parks. The budgets do not reflect significant changes from previous years and are attached for the La Verne Public Financing Authority’s consideration and adoption.

RECOMMENDATION
That the La Verne Public Financing Authority:

1. Adopt the attached Resolution titled, “A RESOLUTION OF THE LA VERNE PUBLIC

FINANCING AUTHORITY ADOPTING A BUDGET FOR LA VERNE MOBILE COUNTRY CLUB MOBILE HOME PARK;" and,

2. Adopt the attached Resolution titled, “A RESOLUTION OF THE LA VERNE PUBLIC

FINANCING AUTHORITY ADOPTING A BUDGET FOR VALLEY RANCHO MOBILE HOME PARK."

DISCUSSION
At the time the LVPFA acquired each of the parks, it was determined there would be an annual review of their budgets. In line with the operating agreement, Haven Management Services prepares the budgets with the assistance of Staff by evaluating each mobile home park’s anticipated needs as well as increases associated to current trends. Additionally, the City Council assigned Mobile Home Park Liaisons Mayor Hepburn and Council Member Crosby have reviewed the draft budgets prior to bringing forth to the full LVPFA for final approval. It is important to note that December marks the end of the multi-year agreement with Haven Management Services and a Request for Proposals bid process will be initiated soon to seek competitive bids for a new multi-year management agreement.

This year’s proposed budgets have sufficient revenues generated to support the recommended activities and allow each mobile home park to function independently without subsidy from City sources.

La Verne Mobile Country Club (LVMCC)
A significant amount of the revenues generated from this park are utilized for the bond payment used to purchase the park in 1996. This year will mark the 30th and final year of the bond

Agenda Packet - July 20, 2026
Resolutions Adopting Budgets for La Verne Mobile Country Club Mobile Home Park and Valley Rancho Mobile Home Park., Page 2

payment, ultimately ending in September 2026.

Revenues are expected to be relatively flat with an estimated three percent (3%) increase in space rent for March 2027. Included in this year’s budget, is $27,900 for replacement of iron on the west/front wall and $24,300 for a new camera system.

As part of the Bond financing utilized to purchase the park, the Homeowners Council reviews the draft budget and provides feedback for consideration. The Homeowner’s Council is supportive of the LVPFA’s approval of the budget as submitted.

Valley Rancho Mobile Home Park
Expenditures for this mobile home park budget is like prior years with funding going toward needed maintenance and repairs of park facilities. Some significant projects include $23,400 for work on the laundry and restroom facilities as well as $17,400 for a new meter bank servicing four homes.

FISCAL ANALYSIS
The recommended actions are supported independently from their respective space rent revenues.

ENVIRONMENTAL ANALYSIS
Not applicable.

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

ATTACHMENTS

1. Reso - LVMCC 26 27 Budget

2. LAV budget, 26-27, proposed (revised)

3. Reso - Valley Rancho 26 27 Budget

4. VRM budget, 26-27, proposed

Agenda Packet - July 20, 2026
RESOLUTION NO. JPFA-XX

A RESOLUTION OF THE LA VERNE PUBLIC FINANCING AUTHORITY, ADOPTING A 2026–27 BUDGET FOR LA VERNE MOBILE COUNTRY CLUB

MOBILE HOME PARK

WHEREAS, the La Verne Public Financing Authority issued revenue bonds to finance the acquisition of a mobile home park, La Verne Mobile Country Club in July 1996; and

WHEREAS, the La Verne Public Financing Authority and the Park Manager are required to prepare and submit a proposed annual budget for the 2026-2027 bond year; and

WHEREAS, On July 20, 2026, the La Verne Public Financing Authority reviewed and considered its proposed budget for the 2026-27 bond year and provided an opportunity for public comment.

NOW THEREFORE, BE IT RESOLVED by the La Verne Public Financing Authority as follows:

Section 1. That the budget proposed by the Park Manager for the bond year ending August 31, 2027, as revised by the La Verne Public Financing Authority, be and the same, with proposed net park revenues (total revenues less total operating expenses) totaling $838,520 is hereby approved and adopted.

Section 2. The Chairman shall sign and the Secretary 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 20th of July, 2026.

AYES:

NOES:

ABSENT:

ABSTAIN:

____________________________________
Tim Hepburn, Chairman

ATTEST:

________________________________
Debra Fritz, Secretary

Agenda Packet - July 20, 2026
La Verne Mobile Country Club
Proposed 26-27 Budget
INCOME
Space Rental Income:

Scheduled Gross Rental Inc
Concessions
Vacancies
Management Housing
Net Delinquencies/Write-off
Total Space Rental Income
Utility Income:

Electric
Gas
Water
Cable
Total Utility Income
Miscellaneous Income:

Late/NSF Fees
Laundry/Vending
Parking/Storage
Miscellaneous
Total Miscellaneous Income
Total Income
EXPENSES:

Payroll Expenses:

Manager/Assistant Manager
Bonus
Payroll Tax Expense
Insurance/Other Benefits
Worker's Comp/ADP Fees
Uniforms
Total Payroll Expense
Utility Expense:

Electric
Gas/Oil
Trash
Water
Sewer
Cable TV
Total Utility Expense
Repairs & Maintenance:

Bldg. Repair/Maintenance
Contingency Reserve
Cleaning/Janitorial
Elec. System Repair/Maint
Equipment Expense
Furnishings/Appliances
Gas System Repair/Maint
Proposed (thru 3/25)
2026-2027 2025-2026 2025-2026
Budget Actual Budget
1,502,013 1,439,488 1,451,404 assumes 3% inc based off recent CPI (2,760) (2,159) (4,200) includes allowance for one application (7,980) - (7,760) allowance for (1) vacancy (30,600) (30,065) (30,300)
- (1,176) -
1,460,673 1,406,088 1,409,144
220,530 220,618 233,900 based on prior year 99,770 99,826 94,270 based on prior year 46,920 46,984 44,550 based on prior year 12,149 10,258 4,675 based on prior year 379,369 377,686 377,395
300 475 300
40 46 48
4,800 5,120 4,800
- 20 -
5,140 5,661 5,148
1,845,182 1,789,435 1,791,687
122,488 106,569 115,212 payroll considerations on next tab 4,000 3,500 3,500
13,281 9,426 12,465 10.5% of payroll 12,390 11,271 11,664 assumes 10% increase over prior year 17,076 14,670 16,026 13.5% of payroll 600 - 400
169,835 145,436 159,267
233,900 233,421 231,000 based on prior year 88,500 87,842 76,200 based on prior year 30,911 29,268 29,580 4.5% increase in July 48,400 48,233 51,650 based on prior year 26,148 25,908 26,148 based on prior year 2,040 2,136 1,584 based on 3/26 invoice 429,899 426,808 416,162
13,400 30,764 37,025 includes work on upper clubhouse, corbel removal and rain gutters 3,600 - 3,600
18,000 17,890 18,090
6,000 5,462 47,000 includes (25) meters and replacement 5,520 7,099 2,400
1,200 905 2,400
13,800 13,568 13,450 includes (25) meters

Agenda Packet - July 20, 2026
La Verne Mobile Country Club
Proposed 26-27 Budget
Heating/Air Conditioning
Landscaping
Tree Trimming
Locks/Keys
Maintenance Supplies
Pest Control
Pool/Spa/Fountain
Sewer Sys. Repair / Maint
Signage
Street Lighting
Street Repairs
Street Sweeping
Vehicles
Walls/Fences/Gates
Water System Repairs/Maint
Mgr/Asst. Mgr Homes
Total Repairs & Maintenance
Insurance, Tax & License:

Insurance
Property Tax
License/Fees/Permits
Total Insurance, Tax & License
Outside Services:

Legal/Collections
Management Fees
Patrol/Alarm
Other Outside Services
Total Outside Services
Advertising & Promotion:

Resident Relations
Total Advertising & Promotion
General & Administrative:

Billing Service
Dues/Subscriptions
Education / Seminars
Office Supplies
Postage/Messenger Service
Service Charges-Bank
Telephone/Answering/Pager
Title Search/Credit Report
Travel/Mileage/Allowance
Total General & Administrative
Total Operating Expenses
Net Operating Income
Proposed (thru 3/25)
2026-2027 2025-2026 2025-2026
Budget Actual Budget
900 888 1,800
32,100 31,412 30,000
10,000 9,853 17,500
1,200 1,168 300
1,200 986 2,400
7,920 7,807 9,000
26,400 20,013 14,400 includes replacing the pool and spa heaters 6,400 5,855 10,800 includes quarterly hydro jetting 900 813 2,550
6,600 6,747 1,800
2,400 53,471 28,500
3,168 2,760 3,000
3,000 10,166 600
27,900 79,880 102,200 includes replacement of iron on the west/front wall 10,200 9,813 6,800 includes (25) meters 1,200 - 1,200
203,008 317,320 356,815
70,460 64,054 67,257 assumes 10% increase from payment made 06/25 7,370 7,227 9,354 assumes 2% increase 8,694 8,694 6,163 Based on previous year 86,524 79,975 82,774
3,000 8,962 23,400
64,176 62,211 62,310 assumes 3% per contract 24,300 399 1,800 includes new camera system 1,500 1,635 1,200
92,976 73,207 88,710
3,600 667 3,600
3,600 667 3,600
5,220 4,988 4,920
950 950 925
250 - 450
3,000 2,955 5,700
360 361 900
2,700 2,497 3,000
7,500 7,463 9,600
360 360 600
480 410 600
20,820 19,984 26,695
1,006,662 1,063,397 1,134,022
838,520 726,038 657,665

Agenda Packet - July 20, 2026
RESOLUTION NO. JPFA-XX

A RESOLUTION OF THE LA VERNE PUBLIC FINANCING AUTHORITY, ADOPTING A 2026–27 BUDGET FOR VALLEY RANCHO MOBILE HOME PARK

WHEREAS, the La Verne Public Financing Authority acquired Valley Rancho Mobile Home Park in April, 2000; and

WHEREAS, the La Verne Public Financing Authority and the Park Manager are required to prepare and submit a proposed annual budget for 2025-2026; and

WHEREAS, On July 20, 2026, the La Verne Public Financing Authority reviewed and considered its proposed budget for 2026-27 and provided an opportunity for public comment.

NOW THEREFORE, BE IT RESOLVED by the La Verne Public Financing Authority as follows:

Section 1. That the budget proposed by the Park Manager for the year ending June 30, 2027, as revised by the La Verne Public Financing Authority, be and the same, with proposed net park revenues (total revenues less total operating expenses) totaling $208,981 is hereby approved and adopted.

Section 2. The Chairman shall sign and the Secretary 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 20th of July, 2026.

AYES:

NOES:

ABSENT:

ABSTAIN:

____________________________________
Tim Hepburn, Chairman

ATTEST:

________________________________
Debra Fritz, Secretary

Agenda Packet - July 20, 2026
Valley Rancho
Proposed 2026-2027 Budget
INCOME
Space Rental Income:

Scheduled Gross Rental Inc
Vacancies/COC's
Concessions
Management Housing
Write-Off
Net Delinquencies/Write-off
Total Space Rental Income
Other Rental Income:

Coach Rental Income
RV Rental Income
RV Vacant
Apartment Rental Income
Total Other Rental Income
Utility Income:

Electric
Gas
Trash
Water
Total Utility Income
Miscellaneous Income:

Proposed (thru 3/26)
2026-2027 2025-2026 2025-2026
Budget Actual Budget
190,365 183,145 184,812 3% increase as of 9/26 (6,796) - (6,604) allowance for (1) vacancy (400) (400) (600)
(8,434) (8,036) (9,002)
(600) (525) (1,500)
- 485 -
174,135 174,669 167,106
148,381 140,716 141,758 5% increase as of 9/26 297,480 281,797 284,900 increased $30/month (16,872) (7,689) (16,096) allowance for (2) vacancies 17,292 16,258 16,374 7% increase for studio, 5% for manager's unit 446,281 431,082 426,936
- 308 - conversion - 2,899 - conversion 25,368 23,124 23,900 Based on increase in July 25 12,000 8,124 6,980 based on prior year but only have partial info due to timing of water meter installations 37,368 34,455 30,880

Agenda Packet - July 20, 2026
Valley Rancho
Proposed 2026-2027 Budget
Late/NSF Fees
Laundry/Vending Machine
Parking/Storage
Total Miscellaneous Income
Total Income
EXPENSES:

Payroll Expenses:

Manager/Assistant Manager
Bonus
Payroll Tax Expense
Insurance/Other Benefits
Workers' Comp/ADP Fees
Total Payroll Expense
Utility Expense:

Electric
Gas/Oil
Trash
Water
Sewer
Total Utility Expense
Repairs & Maintenance:

Proposed (thru 3/26)
2026-2027 2025-2026 2025-2026
Budget Actual Budget
1,175 1,125 1,200
5,700 5,748 6,240
11,760 11,130 10,920 based on 3/26 18,635 18,003 18,360
676,419 658,209 643,282
106,754 99,227 102,099 payroll considerations on separate tab 1,800 1,308 1,700
11,398 8,952 10,899 assumes 10.5% rate 9,600 25 9,600 contingency for eligible employees 14,655 12,898 14,013 assumes 13.5% rate 144,207 122,410 138,311
21,080 82,997 59,220 July - February are estimates of usage, March-April based on actual usage, May-June are estimates of usage. 3,790 3,089 3,210 based on prior year 33,360 30,603 31,452 Based on increase in July 25 14,770 14,693 18,630 based on prior year 22,895 21,473 20,906 based on prior year 95,895 152,855 133,418

Agenda Packet - July 20, 2026
Valley Rancho
Proposed 2026-2027 Budget
Bldg. Repair/Maintenance
Contingency Reserve
Bldg./Coach Rental Expense
Cleaning/Janitorial
Elec. System Repair/Maint
Equipment Expense
Furnishings/Appliances
Gas System Repair/Maint
Heating/Air Conditioning
Landscaping
Tree Maintenance
Locks/Keys
Maintenance Supplies
Pest Control
Pool/Spa/Fountain
Sewer Sys. Repair / Maint
Signage
Street Lighting
Street Repairs
Street Sweeping
Vehicles
Walls/Fences/Gates
Water System Repairs/Maint
Mgr/Asst. Mgr Homes
Total Repairs & Maintenance
Proposed (thru 3/26)
2026-2027 2025-2026 2025-2026
Budget Actual Budget
23,400 1,017 22,400 includes work on restrooms and laundrys 2,400 - 2,400
19,200 12,389 21,600 allowance for repairs/rehab 1,200 1,005 1,620
17,400 3,490 1,200 includes new meter bank for four homes 4,500 4,549 2,100
1,200 110 1,200
1,200 1,167 - Gas leak survey, testing for leaks at our connections. 1,200 983 1,200
16,020 15,817 19,200
10,000 10,605 11,000
120 118 600
2,400 2,104 3,600
900 900 1,800
9,900 9,912 16,500
3,500 3,201 6,200 includes quarterly hydro jetting 120 54 480
600 - 900
1,200 1,014 900
1,692 1,689 1,692
600 - 1,500
1,500 1,740 2,250
9,000 42,001 44,850
11,200 5,097 11,650 includes pier replacements and possible roof repair 140,452 118,962 176,842

Agenda Packet - July 20, 2026
Valley Rancho
Proposed 2026-2027 Budget
Insurance, Tax & License:

Insurance
Property Tax
License/Fees/Permits
Total Insurance, Tax & License
Outside Services:

Legal/Collections
Management Fees
Patrol/Alarm
Other Outside Services
Total Outside Services
Advertising & Promotion:

Resident Relations
Total Advertising & Promotion
General & Administrative:

Billing Service
Dues/Subscriptions
Education / Seminars
Office Supplies
Postage/Messenger Service
Service Charges-Bank
Proposed (thru 3/26)
2026-2027 2025-2026 2025-2026
Budget Actual Budget
25,265 22,968 24,116 assumes 10% increase on 2025 expense 1,088 1,065 1,018 assumes 2% increase on current expense 9,375 9,374 8,903
35,728 33,407 34,037
3,600 3,862 13,000
30,306 29,682 29,424 3% increase per contract - 460 -
1,500 3,061 1,200
35,406 37,065 43,624
1,250 1,183 1,050
1,250 1,183 1,050
2,520 2,216 2,100
1,050 1,050 925
250 298 860
2,220 2,222 3,600
240 233 300
1,200 1,271 1,800

Agenda Packet - July 20, 2026
Valley Rancho
Proposed 2026-2027 Budget
Telephone/Answering/Pager
Title Search/Credit Report
Travel/Mileage Allowance
Total General & Administrative
Total Operating Expenses
Net Operating Income
Proposed (thru 3/26)
2026-2027 2025-2026 2025-2026
Budget Actual Budget
4,800 4,346 4,560
180 101 600
2,040 2,010 1,200
14,500 13,747 15,945
467,438 479,630 543,227
208,981 178,580 100,055

Agenda Packet - July 20, 2026

P A R K S & R E C R E A T I O N
J U L Y 2 0 2 6

CREATING COMMUNITY THROUGH

PARKS, PROGRAMS & PEOPLE
Parks & Recreation
Serves Every Stage of Life

EVERY DAY, PARKS & RECREATION CREATES OPPORTUNITIES
TO LEARN, PLAY, CONNECT, AND BELONG.

YOUTH

FAMILIES
ADULTS

OLDER ADULTS

INDIVIDUALS OF ALL ABILITIES

VISITORS & SURROUNDING COMMUNITY
Youth & Families

EARLY CHILDHOOD EDUCATION
SPORTS

AQUATICS

ART AND DANCE CLASSES

FAMILY EVENTS
Inclusion Programming

EVERYONE DESERVES OPPORTUNITIES TO CONNECT,
CELEBRATE, AND BELONG.

LIFELONG LEARNING CLASSES

SOCIAL DANCES

INCLUSIVE PLAYGROUND

COMMUNITY PARTNERSHIPS
Active Older Adults

STAYING ACTIVE, CONNECTED & ENGAGED

EXCURSIONS

FITNESS & ENRICHMENT

NUTRITION PROGRAM

SOCIAL ACTIVITIES

HEALTH & WELLNESS

VOLUNTEER OPPORTUNITIES

CRAFT FAIRS

RESOURCE FAIR
Community Events
B r i n g i n g t h e C o m m u n i t y T o g e t h e r

DANCES FOR THOSE WITH DISABILITIES

EGG-CELLENT ADVENTURE

SENIOR DINNER DANCES

MEMORIAL DAY AND VETERANS DAY
4TH OF JULY

CONCERTS IN THE PARK

MOVIE NIGHT AT THE PARK

TRUNK-OR-TREAT

BREAKFAST WITH SANTA AND FRIENDS

WINTERWONDERLAND
Aquatics
La Verne Aquatic Center

SWIM LESSONS

JUNIOR LIFEGUARDS

AQUA WORKOUT

RECREATION SWIM

LAP SWIM

FAMILY SWIM NIGHTS
Parks, Facilities & Rentals

SPACES THAT BRING OUR COMMUNITY TOGETHER

COMMUNITY CENTER

VETERANS HALL

AQUATICS CENTER

PARK SHELTER RENTALS

SERVING LA VERNE

BEHIND THE SCENES

EVENT PLANNING

FACILITY RENTALS

PROGRAM REGISTRATION

CUSTOMER SERVICE

VOLUNTEER COORDINATION

PARTNERSHIPS

MARKETING & COMMUNICATION

PROGRAM DEVELOPMENT

PASSPORT SERVICES
Impact by the Numbers

EVERY NUMBER REPRESENTS A RESIDENT SERVED, A CONNECTION

MADE, AND A STRONGER LA VERNE COMMUNITY
60,054 PROGRAM PARTICIPANTS
Residents participated in Parks & Recreation programs, classes, events, and services throughout the year. 6,220 SENIOR MEALS SERVED
Supporting nutrition, wellness, and social connection for older adults. 24 EXCURSIONS OFFERED
920 participants explored museums, gardens, theaters, coastal communities, and more. 180 FACILITY USES
Community rentals, meetings, City events, and other gatherings held at the Community Center and Veterans Hall. 623 PARTICIPANTS AT INCLUSIVE EVENTS
Sweetheart's Dance, Luau Dance, and Halloween Hop welcomed 623 participants, including family members and caregivers.

THANK YOU
@ l a v e r n e p a r k s a n d r e c
FOLLOW US ON INSTAGRAM!
for supporting the programs, parks, and
places that make La Verne a wonderful
place to live, work, and play.