Payment for accrued vacation leave shall be made on a regular City payroll within thirty (30) days following the final date of employment with the City, except for involuntary separations where payment for accrued vacation leave shall be made on the effective date of the separation.
ARTICLE 13
HOLIDAY BENEFIT
Section 13.01 HOLIDAY DATES. All full-time represented unit members covered by the terms of this Agreement shall have the following legal holidays:
New Year's Day
Martin Luther King Day
President's Day
Cesar Chavez Day
Memorial Day
Juneteenth National Independence Day (June 19)
Fourth of July
Labor Day
Veteran’s Day
Thanksgiving Day
Christmas Eve
Christmas Day
New Year's Eve
One Floating Holiday per calendar year (except for 4/10 work schedules).
This Section may be modified and superseded by the 4/10 work schedule and implementation plan set forth in Attachment "C" hereto.
Section 13.02 HOLIDAYS WORKED. If a full-time employee is assigned to work on a regular scheduled holiday, in addition to his/her regular pay, he/she shall be paid one-half (1/2) time for all hours worked; thus, totaling time and one-half (1½) pay for all hours worked. This Section may be modified and superseded by the 4/10 work schedule and implementation plan set forth in Attachment "C" hereto.
Part-Time Employees shall receive pay at the rate of time and a half for working on Thanksgiving Day and Independence Day.
Section 13.03 HOLIDAY ON VACATION DAY. Should one of the regular scheduled holidays fall during a represented unit member's vacation period, or while an employee is lawfully absent with pay, such employee shall be credited for the holiday and no charge shall be made against such employee's accrued vacation or other authorized leave time. This Section may be modified and superseded by the 4/10 work schedule and implementation plan set forth in Attachment "C" hereto.
Section 13.04 HOLIDAY ON WEEKENDS. Should one of the regular scheduled holidays listed in Section 13.01 fall on a Saturday, the preceding Friday shall be observed as the holiday. Should one of the regular scheduled holidays listed in Section 13.01 fall on a Sunday, the following 22 Exhibit “A” -Resolution No. CC-2506-031
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Monday shall be observed as the holiday. This Section may be modified and superseded by the 4/10 work schedule and implementation plan set forth in Attachment "C" hereto.
Section 13.05 HOLIDAY ON REGULAR DAY OFF. When a holiday falls on a regular day off, represented unit members shall be entitled to equivalent time off in lieu of the holiday.
Determination of when such time off may be taken shall be made by the City Manager, in his or her sole discretion. This Section may be modified and superseded by the 4/10 work schedule and implementation plan set forth in Attachment "C" hereto.
Section 13.06 ELIGIBILITY. In order to be eligible to receive holiday pay, a represented unit member must have worked, or be deemed to have worked because of lawful absence, such employee's regular scheduled day before and regular scheduled day after the holiday.
Section 13.07 HOLIDAY PAY. Full-time represented unit members shall receive holiday pay based on the number of hours he/she is regularly scheduled to work on the day the holiday is observed. (For example, employees working a 4/10 schedule shall receive holiday pay for an observed holiday based on a 10 hour work day.)
Section 13.08 FLOATING HOLIDAY ACCRUAL. Employees are encouraged to use floating holidays in the same calendar year in which they are accrued. Floating holidays shall accrue to a maximum of 60 hours and a maximum of 40 hours may only be cashed out upon separation (no cash out allowed prior to separation).
Section 13.09 END OF YEAR CLOSURE. All full-time represented unit members covered by the terms of this Agreement recognize that the City will close City Hall, Public Works, Municipal Services and Community Services for the workdays between the observed Christmas Eve and New Years’ Day holidays (typically 4 days).
Banked floating holiday, vacation, and/or compensatory bank time may be used for days within the period as the End of Year Holiday Closure period. At the department head’s discretion, some employees may be required to work some or all of these days based on the operational needs of the City.
ARTICLE 14
OTHER LEAVES
Section 14.01 FAMILY LEAVE OF ABSENCE. The City will grant represented unit members leave in accordance with the provisions of the Family and Medical Leave Act of 1993, P.L 103-3 and/or Government Code Section 12945.2, as applicable.
Section 14.02 AUTHORIZED LEAVE OF ABSENCE WITHOUT PAY. Upon written recommendation from the employee's department head, and with the approval of the City Manager, a permanent, full-time employee may be granted a leave of absence without pay in cases of personal emergency or necessity, or where such absence would not be contrary to the best interests of the City, for a period not to exceed ninety (90) calendar days. The request for and the approval of such leave shall be in writing and a copy placed in the employee's personnel file. 23 Exhibit “A” -Resolution No. CC-2506-031
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At the expiration of the approved leave, or within a reasonable period of time after notice to return to duty, the employee shall be reinstated to the position held at the time leave was granted. Failure on the part of the employee on leave to report promptly at such leave's expiration, or within a reasonable time after receiving a notice to return to duty, shall be cause for discharge. The depositing in the United States Postal Service mail of a first class letter postage paid, addressed to the employee's last known place of residence, shall meet the requirements of reasonable notice.
During any authorized leave of absence without pay, an employee shall not be eligible to accumulate or receive benefits except as specifically provided for in this Agreement. The City shall contribute to the employee's medical health plan, dental and vision insurance plan, and life insurance plan for the first thirty (30) calendar days of the employee's authorized leave of absence.
Thereafter, the City shall have no obligation to contribute to an employee's medical health plan, dental and visions or life insurance plan until the employee is reinstated in a permanent position.
In no event shall the City contribute toward the employee's dependent health, dental and vision plans. Vacation and sick leave shall not be accrued during an absence without pay.
For any absence without pay beyond thirty (30) calendar days, the employee's anniversary date for any accrual or incremental eligibility contained in this Agreement shall be extended by like amount of time.
Section 14.03 LEAVE OF ABSENCE. Upon written request of the employee and approval of the City Manager, the City Council or City Manager may grant an extended leave of absence with or without pay for a period not to exceed one (1) year.
All provisions of Section 14.01 of this Article shall apply to extended leave of absence unless specifically authorized otherwise by the City Council.
Section 14.04 MILITARY LEAVE OF ABSENCE. Military leave shall be granted in accordance with the provisions of state and federal law. All employees entitled to military leave shall give the department head an opportunity, within the limits of applicable laws, to determine when such leave shall be taken. Whenever possible, the employee involved shall notify his/her department head of such leave at least ten (10) working days in advance of the beginning of such leave.
Any employee in a reserve status, when called into active military duty under orders of the President of the United States, shall be granted leave for a period not to exceed three (3) years and retain rights to the same employment classification as at the time called to such active duty. Said employee shall be entitled such rights and privileges they would have received in their employment with the City had they not been called to duty. The City shall supplement an employee’s pay in an amount equal to the loss in pay between the employee's military pay and the employee's base salary paid by the City (evidence must be shown as to current rate of military pay), as well as contribute to such employee's medical health plan, dental and vision insurance plan, and life insurance plan for the first thirty (30) calendar days of the employee's active duty.
Section 14.05 JURY DUTY. Any permanent or probationary full-time employee who is required to serve as a juror in any court of judicial action of this State or of the United States shall be entitled to a leave of absence with pay during such period of jury duty. Jury service required on an employee's off-duty day or beyond his/her forty (40) hour work week is not compensable by the City. Jury duty time shall not be considered work time and does not count toward hours worked for 24 Exhibit “A” -Resolution No. CC-2506-031
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the calculation of overtime except that an employee that is called to work outside of his/her normally scheduled work week and after completing jury service may be eligible for overtime pay.
The employee must notify his/her department head of the dates of the jury duty upon receipt of the court notice. The employee shall be required to report to work and perform their assigned duties if the jury pool is dismissed and more than three (3) hours remain in the employee's regular scheduled work day. The employee shall be required to pay over to the City any amount he/she receives for jury duty, exclusive of approved travel and subsistence. Upon completion of jury service, the employee shall be responsible for providing proof of jury service upon his/her return to work. This Section may be modified and superseded by the 4/10 work schedule and implementation plan set forth in Attachment "C" hereto.
Section 14.06 WITNESS IN COURT. Any represented unit member of the City subpoenaed to appear as a witness in any court of judicial action of this State or of the United States, or before any administrative board or tribunal, on a matter directly related to his/her officially assigned duties with the City, shall be granted leave with pay during such time as appearing as a witness. The employee must notify his/her department head of the date on which the employee is to serve as a witness upon receipt of a subpoena. The employee shall be required to pay over to the City any amount received for serving as a witness.
Section 14.07 BEREAVEMENT LEAVE. On the death of a member of a represented unit member's immediate family; meaning spouse, domestic partner, natural or adopted child, step child, grandchild, brother, sister, parent, grandparent, parent-in-law, brother or sister-in-law, step-parent, step-brother, step-sister, great grandparent, or great-grand-child, such employee shall be granted bereavement leave of up to forty (40) hours.
The City Manager may permit such employee to use paid bereavement leave for other relative living in the same household. The City Manger's decision regarding any request submitted under this paragraph shall not be subject to the grievance or appeal procedures contained m the City's Personnel Rules and Regulations or m this Agreement.
Section 14.08 MANAGEMENT LEAVE. The parties agree that the following exempt classifications shall be granted eighty nine (89) hours of Management Leave with pay each fiscal year (July 1 to June 30): Senior Management Analyst, Community Development Manager, Community Services Manager, and Municipal Services Manager.
Employees hired during the fiscal year period shall have management leave credited as a pro-rated amount equal to 7.416 hours per month commencing with the first month of employment. An Affected Employee shall be allowed to accrue and carry-over management leave up to a maximum of one hundred fifty two (152) hours.
ARTICLE 15
SICK LEAVE
Section 15.01 ELIGIBILITY. Each full-time permanent and probationary full-time employee shall be eligible to accrue sick leave with pay as provided for in this Article. Sick leave shall be utilized solely for illness or medical appointments, preventive care, diagnosis, or for specified purpose (serious health condition, victim of domestic violence, sexual assault or stalking) of a 25 Exhibit “A” -Resolution No. CC-2506-031
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represented unit member or his/her immediate family, meaning spouse, natural or adopted child, brother, sister, parent, step-parent, step-brother, step-sister, domestic partner, grandparent, grandchild, or a designated person. A designated person means any individual related by blood or whose association with the employee is the equivalent of a family relationship. The designated person may be identified by the employee at the time the employee requests the leave. An employer may limit an employee to one designated person per 12-month period for family care and medical leave.
The City Manager may permit an employee to use sick leave for the illness or medical appointment of an individual not included in the above definition of immediate family, which includes “designated person.” The City Manager's decision regarding any request submitted under this paragraph shall not be subject to the grievance and appeal procedures contained in the City's personnel rules and regulations.
Nothing in this Article shall prohibit an employee from using his/her other accrued leave time for purposes of illness or medical appointment.
Section 15.02 ACCRUAL. Employees subject to this Agreement shall accrue eight (8) hours of sick leave on the first day of each month except as modified and superseded by the 4/10 work schedule and implementation plan set forth in Attachment "C" hereto. There shall be no limitation on accrual.
Newly hired employees in a permanent full-time classification, shall be eligible to begin the monthly accrual provided for herein beginning on the first day of employment at the rate of eight (8) hours of sick leave per month.
Employees leaving the employment with the City for any reason, who have received an advance accrual of sick leave time and who have used said sick leave time at a rate greater than the accrual shall have the amount of sick leave time off used in excess of such rate of accrual deducted from the employee's final payroll on an hour for hour basis at the employee's hourly salary rate at the time of separation.
Section 15.03 REPORTING OF SICK LEAVE. At the sole discretion of the City and upon reasonable cause, an employee shall submit a "Leave Request" form to his/her immediate supervisor no less than twenty-four (24) hours prior to taking sick leave for pre-scheduled medical appointments.
An employee unable to report to work due to illness shall inform his/her immediate supervisor or other supervisor in the department of his/her absence no later than one-half (1/2) hour after the regular start of the employee's workday. Failure to report the intended absence may result in disciplinary action.
An employee who has been absent from work due to illness shall complete a "Leave Request" form on the day he/she returns to work indicating the date, times and nature of illness.
At the sole discretion of the City, an employee may be required to submit a doctor's verification of an employee's illness and inability to perform assigned duties prior to approving sick leave with pay.
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Section 15.04 CONVERSION OF ACCRUED SICK LEAVE. After two (2) years of full-time employment with the City, an employee may convert sick leave to compensation in compliance with the Department of Treasury, Internal Revenue Service (IRS) Section 1.451-1(a), as provided for herein. A maximum of sixty (60) hours of accrued sick leave may be converted to compensation at such employee's then current rate of pay provided, however, that the employee qualifies for this benefit as follows:
Allowable conversion Criteria for benefit conversion
100% (60 hours) Less than or equal to 30 hours of Sick Leave used during a Fiscal Year
50% (30 hours) Less than or equal to 60 hours of Sick Leave used during a Fiscal Year
25% (15 hours) Less than or equal to 90 hours of Sick Leave used during a Fiscal Year
0% (not eligible) Greater than 90 hours of Sick Leave used during a Fiscal Year
1. Any sick leave conversion request must be made in writing using the form provided by Human Resources and must be received by Human Resources no later than December 15th of the calendar year prior to the calendar year in which the employee wish to convert such sick leave.
2. All sick leave conversion elections are irrevocable and cannot be changed or amended unless rescinded and received in writing by Human Resources no later than December 15th of the year calendar prior to the conversion.
3. Employees who submit an election to not participate in the sick leave conversion or who fail to submit an election by December 15th of the calendar year prior to the conversion are deemed to have permanently elected to not participate and will not have such sick leave converted to cash or reported as income for that calendar year.
4. All sick leave conversion requests, except upon separation of employment, will apply only to sick leave hours that will be earned in the calendar year following the year of the request.
5. Employees must maintain a current balance of ninety-six (96) hours of sick leave prior to submitting a conversion request.
6. Payments for accrued sick leave conversion to cash shall be made on the first regular payroll in October.
7. A represented unit member having accrued more than 576 hours of sick leave may convert onethird (1/3) of the sick leave hours in excess of 576 hours to vacation leave, rounded to the nearest whole hour. It shall be the responsibility of the employee to 27 Exhibit “A” -Resolution No. CC-2506-031
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notify the Personnel Officer of the desire to convert such hours by December 15th of the calendar year prior to the conversion.
8. Employees hired prior to September 3, 2019 shall continue to participate in this benefit as long as there is available funding. Employees hired on or after September 3, 2019 shall not be eligible for this sick leave conversion benefit.
Section 15.05 SICK LEAVE ON RESIGNATION. Represented unit members with more than five (5) years of full-time employment with the City shall be permitted, at the time of his/her voluntary resignation or layoff from service with the City to convert one half (1/2) of his/her accrued sick leave, up to a maximum of two-hundred and eighty-eight (288) hours, to vacation leave and be compensated for such in accordance with Section 12.05, except that an employee hired after July 1, 1993, may convert one half (1/2) of his/her accrued sick leave, up to a maximum of two-hundred and fifty (250) hours, to vacation leave and be compensated for such in accordance with Section 12.05. Notwithstanding the forgoing, in the event an employee voluntarily or involuntarily terminates employment with the City while serving in an acting status, payment of the lump sum accrued sick leave converted to vacation leave shall be compensated at the same hourly rate of pay as was authorized for the employee prior to the time the employee commenced serving in the acting status.
Section 15.06 CONVERSION OF UNCOMPENSATED/UNUSED SICK LEAVE AT RETIREMENT. Upon voluntary retirement and after a minimum of ten (10) years service, a represented unit member may convert remaining uncompensated or unused sick leave towards retirement time credit. Said credit shall equate to the number of hours of such leave remaining, and a represented unit member may take said hours as paid leave before the effective date of retirement.
ARTICLE 16
INSURANCE AND RELATED BENEFITS
Section 16.01 MEDICAL BENEFITS. Medical benefits shall be under the CalPERS medical program.
Section 16.02 FLEXIBLE BENEFITS PLAN. The City shall implement a flexible benefit plan and provide a specific dollar amount each month to each eligible employee to use towards the purchase of health benefits, on a pre-tax bases, as follows:
a. The Flexible Benefit Contribution per month per full time employee shall be One Thousand Eighty Dollars and Thirty-six Cents ($1,080.36) to use towards the purchase of medical, dental, vision insurance through the program offered by the City.
Employees hired prior to October 18, 2018, may have the option of receiving remaining/ unspent funds as taxable income or cash, after satisfying the benefit enrollment criteria.
Employees hired after October 18, 2018, may have the option of designating remaining/ unspent funds to the employees voluntary deferred compensation account, after satisfying the benefit enrollment criteria. Employees will not receive any cash payout of flexible benefit contributions.
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b. Effective first pay date of January 2024, the Flexible Benefit Contribution shall be increased from One Thousand Eighty Dollars and Thirty-six Cents ($1,080.36) per month to One Thousand Four Hundred Eighty Dollars and Thirty-Six cents. ($1,480.36) per month.
c. Effective first pay date of January 2025, the Flexible Benefit Contribution per month per full time employee shall be increased from One Thousand Four Hundred Eighty Dollars and Thirty-Six cents ($1,480.36) per month to One Thousand Six Hundred Eighty Dollars and Thirty-Six cents ($1,680.36) per month. d. Regardless of hire date, increases to the monthly flexible benefit contribution shall have no cash value and shall be used for the purchase of City sponsored health benefit premiums (i.e., medical, dental, vision, and health spending account) only. e. Employees hired by the City prior to October 18, 2018, who provide evidence of comparable medical coverage, satisfactory to the City, may opt out of City sponsored health benefits (medical, dental or vision insurance) shall receive the cash equivalent to the Flexible Benefit Contribution maximum of up to $1,080.36 per month, in lieu of medical, dental or vision insurance coverage. New employees hired by the City after October 18, 2018, who provide evidence of comparable medical coverage, satisfactory to the City, may opt out of City sponsored health benefits and have a maximum of up to $1,080.36 per month of the Flexible Benefit Contribution designated to the employees voluntary deferred compensation account offered by the City account, upon written option from the employee to the Human Resources. New Employees shall not receive cash equivalent in lieu of medical, dental or vision insurance.
f. The Flexible Benefits Contribution consists of discretionary allocations which may be applied to City sponsored programs. Discretionary allocations are to be made in accordance with program/City requirements including restrictions as to the time when changes may be made in allocations to the respective programs. Employees may allocate any remaining amount of their flexible benefits contribution among the following City sponsored programs:
1. Dependent Insurance
2. Additional Life Insurance
3. Section 125 Program - Flexible Spending Account
g. Should a State or Federal agency (such as the IRS or DOL) or court of competent jurisdiction A) issue new guidelines to clarify the amounts of cash in lieu allowable for “qualified” cafeteria plans, or B) specifically rule or advise on the “qualified” or “Bona Fide” status of the City’s Flexible Benefit plan or its cash-in-lieu/opt out provisions fail to meet the “incidental” criteria under a cafeteria plan, then the parties shall promptly meet and confer as a reopener to the contract over any changes to this Section required by such ruling in order to maintain the “qualified” status of the Plan or meet the “incidental” criteria.
The City shall continue to contribute the full amount of the premium in addition to the Flexible Benefits Plan as follows:
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a. The City shall contribute the full amount of the premium for employee for a $50,000 term life insurance.
b. The City shall contribute the full amount of the premium for employee for Long-Term Disability insurance.
c. The City shall contribute the full amount of the premium for employee for an Employee Assistance Program.
Section 16.03 SECTION 125 PROGRAM. (Allows benefits to be paid from pre-tax dollars.) The Section 125 Program will be in full force and effect unless changed by mutual agreement of the City and the Majority Representative Employee Organization. The Section 125 Program shall be administered through a mutually agreed upon vendor provided that the City retains the right to change administrators for cause. Participation in the Section 125 Program is voluntary and such costs as may attend participation are to be paid by the employee.
Section 16.04 DEFERRED COMPENSATION. The City shall make available to all represented unit members deferred compensation programs under the International City Management Association Retirement Corporation or the Public Employees Benefit Services Corporation. Said programs shall be for voluntary contributions by the employee. In accordance with Section 16.02.d., flexible benefit contributions not used for the purchase of health benefits may be contributed to the employee’s deferred compensation account upon written option by the employee to the Human Resources Department.
Section 16.05 RETIREE PARTICIPATION. Effective July 1, 1991 retirees, who have retired under a CalPERS retirement program after a minimum of five (5) years of full-time employment with the City, shall be eligible to participate in the CalPERS medical program, as provided to represented unit members. The City shall pay the retired employee's premium for the medical program. The retired employee shall be eligible to carry dependent coverage at the retired employee's sole expense.
On the date an amendment to the CalPERS contract has been finalized and approved by Council resolution, retirees who have retired under a CalPERS retirement program after a minimum of ten (10) years of full-time employment with the City, shall be eligible to participate in the CalPERS medical program, as provided to represented unit members. The City shall pay the retired employee’s premium for the medical program. The retired employee shall be eligible to carry dependent coverage at the retired employee’s sole expense.
Employees retired prior to July 1, 1991 who were covered under the CalPERS medical program shall be entitled to continue participation regardless of years of service.
Section 16.06 INJURED ON DUTY INSURANCE CONTRIBUTION CONTINUATION. If a full-time employee who has been employed by the City for five (5) or more years suffers a work related injury and is absent from work, the City shall continue to make medical insurance contributions in accordance with Section 16-02a for a maximum of six (6) months. The employee may only continue to participate in the same type of benefit plan and level of benefits (employee, employee plus one, or employee plus two or more) that the employee participated in immediately prior to his/her work related injury.
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Section 16.07 INJURED ON DUTY PAY STATUS. Any employee claiming a work related injury or illness while at his/her work place shall be required to report the injury or illness to the employee's supervisor as soon as possible.
a. If the injury is an emergency occurring after 5:00 p.m. and before 8:00 a.m., Monday through Friday, or on Saturday, Sunday or legal holidays, the employee should be taken to the City's designated medical provider.
b. If the injury occurs during normal business hours, the Personnel Officer should be contacted immediately to arrange for the proper medical attention for the employee in non-emergency cases. The employee or Department Head should not arrange for a doctor's appointment.
The Personnel Officer shall require the employee to be examined by a City-designated physician who shall make a report to the City as to the employee's ability to perform the duties and responsibilities of his/her position.
Such employee will receive workers' compensation disability payments while on temporary disability according to the amounts set by the State of California. During the first three (3) days of time off due to injury, an employee may elect to use accumulated sick leave during this time. An employee unable to work for more than fourteen (14) days due to job related injury will be compensated during the initial three-day "waiting period" according to amounts set by the State of California. Where the employee has elected to use accumulated sick leave during the three- (3) day waiting period, the amount reimbursed by the State for these three (3) days shall be remitted to the City.
An employee may elect to take accumulated hours of sick leave or vacation leave such that, together with the disability pay, total compensation received would equal not more than their regular salary.
Any period of time during which an employee is required to be absent from his/her position by reason of work-related injury or illness for which they are entitled to receive compensation under Division 4 (commencing with Section 3201) of the State Labor Code, will not be considered a break in their continuous service for the purpose of salary adjustments, sick leave, vacation leave or seniority.
Section 16.08 MEDICAL BENEFITS TO PART-TIME EMPLOYEES. Part-time employees shall not be eligible to receive medical benefits. Any part-time employees employed with the City prior to July 1, 2006 who have worked more than 1000 hours in a fiscal year shall be eligible for a One-Hundred Seventy-Five Dollar ($175) monthly contribution towards health benefit costs Said contribution shall be available as a credit towards total costs, and only if a represented unit member selects any health plan available through the City’s programs. Additionally, any Part-time employee who works in excess of seventy (70) hours in a two week period and who selects a health plan from the City’s program, shall receive an additional Thirty Dollar ($30) credit per month towards the cost of said medical insurance coverage.
Section 16.09 WELLNESS PROGRAM. Full-time employees may be eligible to receive reimbursement of up to Two-Hundred Dollars ($200) annually based upon fiscal year for participation in a qualified wellness program. Qualified wellness program may include, but not be limited to, for example – programs focusing on meal delivery portion control such as “Noom,” 31 Exhibit “A” -Resolution No. CC-2506-031
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“Fresh & Lean,” or “Trifecta,” etc., or membership to a gymnasium or fitness program such as “Crossfit.” Reimbursement will be made upon receipt of proof of participation - a requirement satisfied by showing enrollment form and payment receipt.
ARTICLE 17
RETIREMENT BENEFIT
Section 17.01 CalPERS MEMBERSHIP. The City is a contract member of the California Public Employees' Retirement System ("CalPERS"). Such membership shall be maintained and employee eligibility, classification, contributions, and benefits are as prescribed in the contract between the City and the California Public Employees' Retirement System heretofore approved by the City Council. The City does not elect and shall not be required to pay any part of employee member contributions known informally as Employer Paid Member Contributions (EPMC) as allowed under Government Code Section 20691. Accordingly, each represented unit member shall pay the entire member contribution required under the City’s benefit formula as set forth below.
For employees hired prior to January 1, 2013, and for those employees hired after that date but determined by CalPERS to be “classic members” as defined by CalPERS, the City shall maintain its current program, which includes the following:
a. Section 21354: 2% at 55 retirement- Full Formula
b. Section 21574: Fourth Level of 1959 Survivors Program c. Section 21042: Military Service as Public Service
d. Section 20037: Three Years Final compensation. Any affected unit members that have retired prior to City Council and CalPERS’ approval of using the highest average annual compensation earnable by a member during three consecutive years of employment are not subject to this change, and shall remain at their current benefit level.
For new employees that are non-classic members, hired after January 1, 2013, the City will provide a pension through CalPERS using the “2% @ 62” formula, pursuant to the contract between the City and CalPERS and pursuant to the California Public Employees’ Pension Reform Act of 2012 (“PEPRA”). Retirement compensation for non-classic members shall be computed on the employee’s three (3) highest years of service.
ARTICLE 18
GRIEVANCES
Section 18.01 MATTERS SUBJECT TO GRIEVANCE PROCEDURES. A “grievance” is a job-related complaint by an employee regarding the terms and conditions of employment which arise out of a specific fact, situation, or transaction, other than discipline, that results in an alleged violation of existing ordinances, rules, regulations, or policies administered by the employee’s Department Director or designated authority concerning wages, hours, or other terms and conditions of employment. The solution of any such grievance must be wholly or partially within the province of the City to rectify.
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Section 18.02 MATTERS NOT SUBJECT TO GRIEVANCE PROCEDURES. The following matters are not subject to the grievance procedure:
Employee discipline.
Employee performance evaluations, including denial of a step increase, performance pay increase, and other merit or performance pay issues.
Management of the City generally and issues of City or Department policy.
Necessity and organization of any service or activity conducted by the City including the expansion or reduction of services or work force.
Determination of the nature, manner, means, technology and extent of services to be provided to the public.
Types of equipment or technology to be used.
Determination of and/or change in facilities, methods, technology, means and size of the work force by which City operations are to be conducted.
Determination of and change in the location, number of locations, relocations and types of operations, processes and materials to be used in carrying out City functions.
Work assignments and schedules in accordance with requirements as determined by the City.
Establishment, implementation and modification of productivity and performance programs and standards.
Reductions in force or layoffs for lack of work or other non-disciplinary reasons.
Establishment and approved modifications of job classifications.
Determination of standards, policies and procedures for selection, training and promotion of employees.
Establishment, implementation and modification of Departmental organization, supervisory assignments, chains of command and reporting responsibilities.
Levels of compensation, pay and benefits based upon budgetary and fiscal considerations.
Section 18.03 FREEDOM FROM REPRISAL. No employee shall be subject to coercion or disciplinary action for discussing a request or complaint with his/her immediate supervisor, or for filing or participating in a grievance petition.
Section 18.04 RESOLUTION. Any grievance petitions resolved at any step of the grievance procedure shall be considered conclusive. Any grievance shall be considered resolved if it is not brought forward by the grievant through the grievance steps in the time frame prescribed. 33 Exhibit “A” -Resolution No. CC-2506-031
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Section 18.05 WITHDRAWAL. Any grievance petition may be withdrawn by the grievant at any time, without prejudice.
Section 18.06 RESUBMISSION. Upon consent of the person hearing the grievance petition and the grievant, a petition may be resubmitted to a lower step in the grievance procedure for reconsideration.
Section 18.07 EMPLOYEE REPRESENTATION. If requested, an employee may have representation in the preparation and presentation of the grievance at any step in the formal grievance procedure, except that no supervisor or Department Director shall be represented by an employee whom the employee may supervise, and no employee shall be represented by a supervisor or Department Director.
The employee(s) and one employee representative are entitled to be released from work for a reasonable period of time in order to present the grievance.
Section 18.08 OBEY NOW-GRIEVE LATER. If an employee is given a legitimate order that he/she wishes to grieve, the employee must first complete the assignment and file a grievance later unless the assignment endangers the health or safety of the employee or others, or if the requested assignment violates the employee's constitutional rights.
Section 18.09 INITIATION OF GRIEVANCE PROCEDURE. An employee must initiate the grievance procedure (formal or informal) within fifteen (15) working days of the occurrence of the event giving rise to the grievance or within fifteen (15) working days after the grievant should, with reasonable diligence have had knowledge of such occurrence, whichever is later.
Section 18.10 INFORMAL GRIEVANCE PROCEDURE. Every effort should be made to resolve a grievance through discussion between the employee and the employee's immediate supervisor, unless extenuating circumstances exist.
The employee’s immediate supervisor shall provide a decision within five (5) days of the discussion with the employee, or it shall be deemed that the grievance is informally rejected, and that the employee shall have the right to file a formal grievance petition. If the employee is not satisfied with the decision reached through the informal discussion, or if extenuating circumstances exist, the employee shall have the right to file a formal grievance petition.
Section 18.11 FORMAL GRIEVANCE PROCEDURE.
Step I: If the employee is not in agreement with the decision rendered in the informal grievance procedure, an employee shall have the right to present a formal written grievance to the Department Director within fifteen (15) working days after the occurrence of the incident causing the grievance, if applicable. Otherwise, the right to file a grievance petition shall be waived. Copies of any grievances filed at this Step shall be sent to the President of the Majority Representative Employee Organization that represents the employee. If the grievance is against the Department Director, then the employee may proceed directly to Step II.
All grievances shall be submitted in the format prescribed by the Personnel Officer, and no grievance petition shall be accepted until the form is complete. [See Attachment F hereto for agreed upon form.]The written grievance shall contain a clear, concise statement of the grievance and facts 34 Exhibit “A” -Resolution No. CC-2506-031
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upon which it is based, rule, regulation or policy allegedly violated, and the specific remedies sought.
The Department Director shall meet with the employee and/or the employee's representative to discuss the grievance and may require the employee's supervisor to be present for the meeting. The Department Director will thereafter render a written decision within ten (10) working days after conclusion of the meeting unless the parties agree that further investigation is necessary and establish a new response date.
Step II: If the grievance is not satisfactorily resolved in Step I, the employee shall have the right to submit the written grievance to the Personnel Officer within ten (10) working days after the Department Director's decision is received by the employee. The Personnel Officer shall meet with the employee and/or the employee's representative to discuss the grievance and will thereafter render a written decision within ten (10) working days after conclusion of the meeting unless the parties agree that further investigation is necessary and establish a new response date. If the grievance is against the Personnel Officer, then the employee may proceed directly to Step III.
Step III: If the grievance has not been satisfactorily resolved in the Step II, it may be appealed to the City Manager within ten (10) workings days after Personnel Officer's decision is received by the employee. The City Manager shall meet with the employee and/or the employee's representative to discuss the grievance and may require the employee's supervisor and/or Department Director to be present for the meeting. The City Manager will thereafter render a written decision within ten (10) working days after conclusion of the meeting unless the parties agree that further investigation is necessary and establish a new response date. The decision of the City Manager shall be final and conclusive.
If a grievance is against the City Manager, then the employee shall file the grievance directly with the City Attorney. The City Attorney shall meet with the employee and/or the employee's representative to discuss the grievance. The City Attorney shall also meet with the City Manager to discuss the grievance. The City Attorney shall then consult with the City Council in closed session regarding the grievance and thereafter render a written decision. The decision of the City Attorney shall be final and conclusive.
Section 18.12 TIME LIMITS. Grievance petitions shall be processed from one step to the next within the time limit indicated for each step. Time limits shall be strictly enforced. Any time limits established in this procedure may be waived or extended by mutual agreement, confirmed in writing. Any grievance petition not carried to the next step by the grievant, within the prescribed time limits, shall be deemed resolved upon the basis of the previous disposition. Any lack of written response by the City, at any stage, will result in the grievance automatically advancing to the next step.
ARTICLE 19
FULL UNDERSTANDING AND
WAIVER OF BARGAINING DURING THE TERM OF THIS AGREEMENT
Section 19.01 FULL UNDERSTANDING. This Agreement sets forth the full and entire understanding of the parties regarding the matters contained herein, and any other prior or existing understandings or agreements by the parties, whether formal or informal, regarding any such 35 Exhibit “A” -Resolution No. CC-2506-031
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matters are hereby superseded or terminated in their entirety. All provisions of existing City rules and regulations, resolutions, ordinances and policies not specifically contained in, or referred to by this Agreement shall remain in full force and effect, and are specifically not superseded or otherwise affected by this Agreement.
ARTICLE 20
EMERGENCY WAIVER PROVISION
Section 20.01 WAIVER GRANTED. In the event of circumstances beyond the control of the City, such as acts of God, fire, flood, earthquake, insurrection, civil disorder, national emergency, or similar circumstances, provisions of this Agreement or the Personnel Rules and Regulations of the City, which restrict the City ability to respond to these emergencies, shall be suspended for the duration of such emergency. After the emergency is declared over, this Agreement will be reinstated immediately. Majority Representative Employee Organization shall have the right to meet and confer with the City regarding the impact on employees of the suspension of provisions in the Agreement during the course of the emergency. Any rights and benefits suspended by virtue of the emergency shall be restored as soon as practicable at the conclusion of the emergency.
ARTICLE 21
SEVERABILITY PROVISION
Section 21.01 SEVERABILITY DECLARED. Should any provisions of this Agreement be found to be inoperative, void or invalid by a court of competent jurisdiction, all other provisions of this Agreement shall remain in full force and effect for the duration of this Agreement. The parties shall meet and confer over a new provision to replace any such provision stricken by law.
ARTICLE 22
TERM OF AGREEMENT
Section 22.01 TERM ESTABLISHED. The term of this Agreement shall commence on July 1,2025, and shall continue in full force and effect until June 30, 2028.
ARTICLE 23
RATIFICATION AND EXECUTION
Section 23.01 RECOMMENDATION TO COUNCIL AND ADOPTION. The City's representatives and the Majority Representative Employee Organization have reached an understanding as to certain recommendations to be presented to the City Council for the City of Lawndale for determination and have agreed that the parties hereto will jointly urge said Council to adopt a new wage and benefit resolution which will provide for the changes contained in said joint recommendation. The Majority Representative Employee Organization also represents and affirms that on June 11, 2025, its members voted to ratify the Tentative Agreement which contains the deal points of this Agreement. The City and the Majority Representative Employee Organization acknowledge that this Agreement shall not be in full force and effect until adoption by the City Council of the City.
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ARTICLE 24
POLYGRAPHS
Section 24.01 PROHIBITION ON POLYGRAPHS. The City and the Majority Representative Employee Organization agree that the use of polygraphs on members of the LPMME Unit or LCE Unit is prohibited.
ARTICLE 25
RE-OPENERS
The parties do specifically agree to reopen the meet and confer process during the term of this MOU only as regards the following issues:
a. Changes and/or revisions to the City's Personnel Rules and Regulations; b. Changes and/or revisions to the City's Employer-Employee Relations Resolution(s).
c. Impacts of any classification and compensation recommendations.
The parties specifically acknowledge that implementation of the re-openers as described in this MOU does not mandate the reaching of an agreement or the changing of any matters within the scope of representation.
ARTICLE 26
SICK LEAVE FOR PART-TIME EMPLOYEES
The purpose of this Article 26 is to establish a paid sick leave policy, in conformance with the requirements of the Healthy Workplace Healthy Family Act of 2014 (the “Act,” which added Labor Code Sections 245-249 and amended Labor Code Section 2810.5 and Sections 245.5, 246, and 246.5) applicable to all qualifying part-time City employees, who are not otherwise eligible for paid sick leave under Article 15 of this Agreement.
Section 26.01 ELIGIBILITY. Part-time employees who have worked for 30 ormore days for the City within a year shall be eligible to accrue and use paid sick leave in accordance with the requirements ofthe Act, codified as Labor Code Sections 245-249 and 2810.5, and as provided for in this Article. Regular, benefited employees are eligible forpaid sick leave under Article 15ofthis Agreement and the City’s Personnel Rules and Regulations and shall not be eligible for additional sick leave as described in this Article.
Section 26.02 ACCRUAL. Beginning on January 1, 2024, all eligible employees will accrue sick leave at the rate of one hour for every 30 hours worked up to a maximum accrual of 40 hours/5 days per year. An employee shall be eligible to use accrued paid sick time beginning on the 90th day of employment, defined as the number of days worked. Although not required pursuant to Labor Code § 246(d), accrued sick leave shall carry over to the following fiscal year, with a maximum accrual cap of 80 hours. Inthe event a part-time employee’s work schedule is such that 37 Exhibit “A” -Resolution No. CC-2506-031
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five (5) work days would exceed 40 hours, such employee shall be provided with five (5) days paid sick leave asrequired by the Act.
Part-time employees hired prior to January 1, 2024, will carry over any existing banked sick leave up to the prior cap of 48 hours. Such employees may then accrue additional leave, at the rate of 1 hour for 30 hours worked, up to the 80-hour cap.
Section 26.03 USAGE.
a. Inaccordance with the Act, a part-time employee may use accrued paid sick leave in a 12-month period for one of the following reasons:
• For the employee’s own diagnosis, care, or treatment of an existing health condition orpreventative care.
• For the diagnosis, care, or treatment of an existing health condition or preventative care of an employee’s family member or designated person, including:
o Child (including a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in locoparentis.) o Spouse or Registered Domestic Partner
o Parent (including biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child.)
o Grandparent
o Grandchild.
o Sibling
o Designated person (a person identified by the employee at the time the employee requests to use paid sick days for that person). Once an employee has requested use of sick leave for a “designated person,” the City may prohibit the employee from using sick leave in the same 12- month period for anyone other than that “designated person” who is not a “family member.”
• For a part-time employee who is the victim of domestic violence, sexual assault, or stalking, the purposes described in California Labor Code Sections 230(c) and 230.1(a) (including subsequent amendment.)
b. A part-time employee shall provide reasonable advance notification of their need to use accrued paid sick leave to their supervisor if the need for paid sick leave use is foreseeable (e.g., doctor’s appointment scheduled in advance). If the need for paid sick leave use is unforeseeable, the employee shall provide notice ofthe need forthe leave to their supervisor as soon asis practicable.
c. A part-time employee who uses paid sick leave must do so with a minimum increment of two hours of sick leave.
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Section 26.04 NO SICK LEAVE CASHOUT. A part-time employee will not receive compensation for unused accrued paid sick leave upon termination, resignation, retirement or other separation from employment from the City. Paid sick leave will not be considered hours worked for purposes of overtime calculation.
Section 26.05 CARRYOVER UPON APPOINTMENT TO FULL TIME POSITION.
Notwithstanding Section 26.04 above, inthe event apart-time employee is appointed to a full-time position with the City, that employee shall be entitled to carry over to the full-time position any accrued sick leave, up to the maximum accrual cap of 80 hours.
Section 26.06 SEPARATION AND RE-HIRE. If a part-time employee separates from City employment and is re-hired by the City within one year of the date of separation, previously accrued and unused paid sick leave hours shall be reinstated to the extent required by the Act.
However, if a re-hired part-time employee had not yet worked the requisite 90 days of employment to use paid sick leave at the time of separation, the employee must still satisfy the 90 days of employment requirement collectively over the periods of employment with the City before any paid sick leave canbe used. Inno eventshall are-hired part-time employee be eligible to accruemore than 40 hours of sick leave in a single fiscal year.
39 Exhibit “A” -Resolution No. CC-2506-031
AFSCME 2025-2028 MOU
CITY OF LAWNDALE MAJORITY REPRESENTATIVE
EMPLOYEE ORGANIZATION
AFSCME LOCAL 1895, AFL-CIO
Zachery A. Lopes, Chief Negotiator Bob Adams, Chief Negotiator, Council 36 Raylette Felton, Human Resources Director Jamie Rodriguez Jared Chavez, President Jack Martin, Vice President
Claudia Lopez, Bargaining Committee
Nick Petrevski, Bargaining Committee
Chris Rodgers, Bargaining Committee
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ATTACHMENT A
41 Exhibit “A” -Resolution No. CC-2506-031
AFSCME 2025-2028 MOU
Current Job Title New
Range Step A Step B Step C Step D Step E
Deputy City Clerk 82 $6,209 $6,520 $6,846 $7,188 $7,547 Assistant Planner 87 $6,526 $6,852 $7,195 $7,555 $7,932 Grant/Economic Dev Coordinator 90 $6,724 $7,060 $7,413 $7,783 $8,173 Community Services Supervisor 94 $6,997 $7,346 $7,714 $8,099 $8,504 Administrative Analyst 95 $7,067 $7,420 $7,791 $8,180 $8,590 Assistant Engineer 95 $7,067 $7,420 $7,791 $8,180 $8,590 Municipal Services Supervisor 101 $7,501 $7,876 $8,270 $8,684 $9,118 Maintenance Supervisor 104 $7,729 $8,115 $8,521 $8,947 $9,394 Senior Management Analyst 105 $7,806 $8,196 $8,606 $9,036 $9,488 Associate Planner 106 $7,884 $8,278 $8,692 $9,127 $9,583 Associate Engineer 115 $8,623 $9,054 $9,506 $9,982 $10,481 Senior Planner 117 $8,796 $9,236 $9,698 $10,182 $10,691 Cable Television Supervisor 121 $9,153 $9,611 $10,091 $10,596 $11,126 Community Development Manager 128 $9,813 $10,304 $10,819 $11,360 $11,928 Accounting Manager 129 $9,911 $10,407 $10,927 $11,474 $12,047 Municipal Services Manager 133 $10,314 $10,830 $11,371 $11,940 $12,537 Community Services Manager 133 $10,314 $10,830 $11,371 $11,940 $12,537
CITY OF LAWNDALE
2025-2026 Salary Schedule (6% effective 07/01/2025)
MID-MANAGEMENT UNIT
Current Job Title New
Range Step A Step B Step C Step D Step E
Deputy City Clerk 87 $6,526 $6,852 $7,195 $7,555 $7,932 Assistant Planner 92 $6,859 $7,202 $7,562 $7,940 $8,337 Grant/Economic Dev Coordinator 95 $7,067 $7,420 $7,791 $8,180 $8,590 Community Services Supervisor 99 $7,354 $7,721 $8,107 $8,513 $8,938 Administrative Analyst 100 $7,427 $7,798 $8,188 $8,598 $9,028 Assistant Engineer 100 $7,427 $7,798 $8,188 $8,598 $9,028 Municipal Services Supervisor 106 $7,884 $8,278 $8,692 $9,127 $9,583 Maintenance Supervisor 109 $8,123 $8,529 $8,955 $9,403 $9,873 Senior Management Analyst 110 $8,204 $8,614 $9,045 $9,497 $9,972 Associate Planner 111 $8,286 $8,700 $9,135 $9,592 $10,072 Associate Engineer 120 $9,062 $9,516 $9,991 $10,491 $11,015 Senior Planner 122 $9,245 $9,707 $10,192 $10,702 $11,237 Cable Television Supervisor 126 $9,620 $10,101 $10,606 $11,136 $11,693 Community Development Manager 133 $10,314 $10,830 $11,371 $11,940 $12,537 Accounting Manager 134 $10,417 $10,938 $11,485 $12,059 $12,662 Municipal Services Manager 138 $10,840 $11,382 $11,951 $12,549 $13,176 Community Services Manager 138 $10,840 $11,382 $11,951 $12,549 $13,176
CITY OF LAWNDALE
2026-2027 Salary Schedule (5% effective 07/01/2026)
MID-MANAGEMENT UNIT
42 Exhibit “A” -Resolution No. CC-2506-031
AFSCME 2025-2028 MOU
Current Job Title New
Range Step A Step B Step C Step D Step E
Deputy City Clerk 91 $6,791 $7,130 $7,487 $7,861 $8,254 Assistant Planner 96 $7,137 $7,494 $7,869 $8,262 $8,675 Grant/Economic Dev Coordinator 99 $7,354 $7,721 $8,107 $8,513 $8,938 Community Services Supervisor 103 $7,652 $8,035 $8,436 $8,858 $9,301 Administrative Analyst 104 $7,729 $8,115 $8,521 $8,947 $9,394 Assistant Engineer 104 $7,729 $8,115 $8,521 $8,947 $9,394 Municipal Services Supervisor 110 $8,204 $8,614 $9,045 $9,497 $9,972 Maintenance Supervisor 113 $8,453 $8,875 $9,319 $9,785 $10,274 Senior Management Analyst 114 $8,537 $8,964 $9,412 $9,883 $10,377 Associate Planner 115 $8,623 $9,054 $9,506 $9,982 $10,481 Associate Engineer 124 $9,430 $9,902 $10,397 $10,917 $11,463 Senior Planner 126 $9,620 $10,101 $10,606 $11,136 $11,693 Cable Television Supervisor 130 $10,011 $10,511 $11,037 $11,588 $12,168 Community Development Manager 137 $10,733 $11,269 $11,833 $12,424 $13,046 Accounting Manager 138 $10,840 $11,382 $11,951 $12,549 $13,176 Municipal Services Manager 142 $11,280 $11,844 $12,436 $13,058 $13,711 Community Services Manager 142 $11,280 $11,844 $12,436 $13,058 $13,711
CITY OF LAWNDALE
2027-2028 Salary Schedule (4% effective 07/01/2027)
MID-MANAGEMENT UNIT
43 Exhibit “A” -Resolution No. CC-2506-031
AFSCME 2025-2028 MOU
ATTACHMENT B
44 Exhibit “A” -Resolution No. CC-2506-031
AFSCME 2025-2028 MOU
Current Job Title New
Range Step A Step B Step C Step D Step E
Senior Nutrition Specialist 14 $3,156 $3,314 $3,480 $3,654 $3,837 Maintenance Worker I 48 $4,427 $4,648 $4,881 $5,125 $5,381 Municipal Services Officer I 48 $4,427 $4,648 $4,881 $5,125 $5,381 Transit Operator 50 $4,516 $4,742 $4,979 $5,228 $5,489
Maintenance Worker II 60 $4,988 $5,238 $5,500 $5,775 $6,063 Accounting Specialist 61 $5,038 $5,290 $5,555 $5,832 $6,124 Building Permit Specialist 67 $5,348 $5,616 $5,896 $6,191 $6,501 Municipal Services Officer II 68 $5,402 $5,672 $5,955 $6,253 $6,566 Office /Personnel Assistant 69 $5,456 $5,729 $6,015 $6,316 $6,632 Administrative Assistant II 69 $5,456 $5,729 $6,015 $6,316 $6,632 Recreation Coordinator 69 $5,456 $5,729 $6,015 $6,316 $6,632 Community Services Coordinator 69 $5,456 $5,729 $6,015 $6,316 $6,632 Accounting / Payroll Specialist 72 $5,621 $5,902 $6,197 $6,507 $6,832 Maintenance Worker III 76 $5,849 $6,142 $6,449 $6,771 $7,110 Code Enforcement Officer I 81 $6,148 $6,455 $6,778 $7,117 $7,473 Engineering Technician 81 $6,148 $6,455 $6,778 $7,117 $7,473 Public Works Inspector 82 $6,209 $6,520 $6,846 $7,188 $7,547 Code Enforcement Officer II 87 $6,526 $6,852 $7,195 $7,555 $7,932 Executive Assistant 95 $7,067 $7,420 $7,791 $8,180 $8,590 Current Job Title New
Range Step A Step B Step C Step D Step E
Delivery Worker 11 $17.67 $18.56 $19.49 $20.46 $21.48
Recreation Leader 11 $17.67 $18.56 $19.49 $20.46 $21.48 Senior Recreation Leader 14 $18.21 $19.12 $20.08 $21.08 $22.13 CATV Production Assistant 43 $24.30 $25.52 $26.79 $28.13 $29.54 Office Assistant 46 $25.04 $26.29 $27.60 $28.98 $30.43
Maintenance Worker I 48 $25.54 $26.82 $28.16 $29.57 $31.04 Municipal Services Officer I 48 $25.54 $26.82 $28.16 $29.57 $31.04 Transit Operator 50 $26.05 $27.36 $28.72 $30.16 $31.67
CATV Production Assistant II 53 $26.84 $28.19 $29.59 $31.07 $32.63 Emergency Preparedness Coordinator 59 $28.49 $29.92 $31.42 $32.99 $34.64 Municipal Services Officer II 68 $31.16 $32.72 $34.36 $36.08 $37.88 Code Enforcement Officer I 81 $35.47 $37.24 $39.10 $41.06 $43.11 Associate Planner 106 $45.48 $47.76 $50.15 $52.65 $55.29
PART-TIME EMPLOYEES HOURLY (PT)
CITY OF LAWNDALE
2025-2026 Salary Schedule (6% effective 07/01/2025)
CLASSIFIED UNIT (CL)
45 Exhibit “A” -Resolution No. CC-2506-031
AFSCME 2025-2028 MOU
Current Job Title New
Range Step A Step B Step C Step D Step E
Senior Nutrition Specialist 19 $3,317 $3,483 $3,657 $3,840 $4,032 Maintenance Worker I 53 $4,653 $4,885 $5,130 $5,386 $5,655 Municipal Services Officer I 53 $4,653 $4,885 $5,130 $5,386 $5,655 Transit Operator 55 $4,746 $4,984 $5,233 $5,494 $5,769
Maintenance Worker II 65 $5,243 $5,505 $5,780 $6,069 $6,373 Accounting Specialist 66 $5,295 $5,560 $5,838 $6,130 $6,436 Building Permit Specialist 72 $5,621 $5,902 $6,197 $6,507 $6,832 Municipal Services Officer II 73 $5,677 $5,961 $6,259 $6,572 $6,901 Office /Personnel Assistant 74 $5,734 $6,021 $6,322 $6,638 $6,970 Administrative Assistant II 74 $5,734 $6,021 $6,322 $6,638 $6,970 Recreation Coordinator 74 $5,734 $6,021 $6,322 $6,638 $6,970 Community Services Coordinator 74 $5,734 $6,021 $6,322 $6,638 $6,970 Accounting / Payroll Specialist 77 $5,908 $6,203 $6,513 $6,839 $7,181 Maintenance Worker III 81 $6,148 $6,455 $6,778 $7,117 $7,473 Code Enforcement Officer I 86 $6,461 $6,784 $7,124 $7,480 $7,854 Engineering Technician 86 $6,461 $6,784 $7,124 $7,480 $7,854 Public Works Inspector 87 $6,526 $6,852 $7,195 $7,555 $7,932 Code Enforcement Officer II 92 $6,859 $7,202 $7,562 $7,940 $8,337 Executive Assistant 100 $7,427 $7,798 $8,188 $8,598 $9,028 Current Job Title New
Range Step A Step B Step C Step D Step E
Delivery Worker 16 $18.58 $19.50 $20.48 $21.50 $22.58
Recreation Leader 16 $18.58 $19.50 $20.48 $21.50 $22.58 Senior Recreation Leader 19 $19.14 $20.10 $21.10 $22.16 $23.26 CATV Production Assistant 48 $25.54 $26.82 $28.16 $29.57 $31.04 Office Assistant 51 $26.31 $27.63 $29.01 $30.46 $31.98
Maintenance Worker I 53 $26.84 $28.19 $29.59 $31.07 $32.63 Municipal Services Officer I 53 $26.84 $28.19 $29.59 $31.07 $32.63 Transit Operator 55 $27.38 $28.75 $30.19 $31.70 $33.28
CATV Production Assistant II 58 $28.21 $29.62 $31.10 $32.66 $34.29 Emergency Preparedness Coordinator 64 $29.95 $31.45 $33.02 $34.67 $36.40 Municipal Services Officer II 73 $32.75 $34.39 $36.11 $37.92 $39.81 Code Enforcement Officer I 86 $37.28 $39.14 $41.10 $43.15 $45.31 Associate Planner 111 $47.80 $50.19 $52.70 $55.34 $58.11
PART-TIME EMPLOYEES HOURLY (PT)
CITY OF LAWNDALE
2026-2027 Salary Schedule (5% effective 07/01/2026)
CLASSIFIED UNIT (CL)
46 Exhibit “A” -Resolution No. CC-2506-031
AFSCME 2025-2028 MOU
Current Job Title New
Range Step A Step B Step C Step D Step E
Senior Nutrition Specialist 23 $3,452 $3,625 $3,806 $3,996 $4,196 Maintenance Worker I 57 $4,842 $5,084 $5,338 $5,605 $5,885 Municipal Services Officer I 57 $4,842 $5,084 $5,338 $5,605 $5,885 Transit Operator 59 $4,939 $5,186 $5,445 $5,718 $6,003
Maintenance Worker II 69 $5,456 $5,729 $6,015 $6,316 $6,632 Accounting Specialist 70 $5,510 $5,786 $6,075 $6,379 $6,698 Building Permit Specialist 76 $5,849 $6,142 $6,449 $6,771 $7,110 Municipal Services Officer II 77 $5,908 $6,203 $6,513 $6,839 $7,181 Office /Personnel Assistant 78 $5,967 $6,265 $6,578 $6,907 $7,253 Administrative Assistant II 78 $5,967 $6,265 $6,578 $6,907 $7,253 Recreation Coordinator 78 $5,967 $6,265 $6,578 $6,907 $7,253 Community Services Coordinator 78 $5,967 $6,265 $6,578 $6,907 $7,253 Accounting / Payroll Specialist 81 $6,148 $6,455 $6,778 $7,117 $7,473 Maintenance Worker III 85 $6,397 $6,717 $7,053 $7,406 $7,776 Code Enforcement Officer I 90 $6,724 $7,060 $7,413 $7,783 $8,173 Engineering Technician 90 $6,724 $7,060 $7,413 $7,783 $8,173 Public Works Inspector 91 $6,791 $7,130 $7,487 $7,861 $8,254 Code Enforcement Officer II 96 $7,137 $7,494 $7,869 $8,262 $8,675 Executive Assistant 104 $7,729 $8,115 $8,521 $8,947 $9,394 Current Job Title New
Range Step A Step B Step C Step D Step E
Delivery Worker 20 $19.33 $20.30 $21.31 $22.38 $23.50
Recreation Leader 20 $19.33 $20.30 $21.31 $22.38 $23.50 Senior Recreation Leader 23 $19.92 $20.91 $21.96 $23.05 $24.21 CATV Production Assistant 52 $26.58 $27.91 $29.30 $30.77 $32.30 Office Assistant 55 $27.38 $28.75 $30.19 $31.70 $33.28
Maintenance Worker I 57 $27.93 $29.33 $30.80 $32.34 $33.95 Municipal Services Officer I 57 $27.93 $29.33 $30.80 $32.34 $33.95 Transit Operator 59 $28.49 $29.92 $31.42 $32.99 $34.64
CATV Production Assistant II 62 $29.36 $30.83 $32.37 $33.99 $35.68 Emergency Preparedness Coordinator 68 $31.16 $32.72 $34.36 $36.08 $37.88 Municipal Services Officer II 77 $34.08 $35.79 $37.58 $39.46 $41.43 Code Enforcement Officer I 90 $38.79 $40.73 $42.77 $44.90 $47.15 Associate Planner 115 $49.75 $52.23 $54.84 $57.59 $60.47
PART-TIME EMPLOYEES HOURLY (PT)
CITY OF LAWNDALE
2027-2028 Salary Schedule (4% effective 07/01/2027)
CLASSIFIED UNIT (CL)
47 Exhibit “A” -Resolution No. CC-2506-031
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ATTACHMENT C
48 Exhibit “A” -Resolution No. CC-2506-031
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ATTACHMENT “C”
4/10 Work Schedule
Components of the 4/10 Work Program are as follows:
• Workdays –Monday through Thursday; Closed every Friday. • Standard Hours: 7:00 a.m. to 6:00 p.m.
• One-(1) hour unpaid lunch and three (3) paid fifteen (15) minute breaks which cannot be combined with each other or with the lunch period to extend either the break or the lunch period. This provision does not apply to the Public Works Department: Maintenance Field Operations and Inspection
• The work period for unit employees, for the purposes of the Fair Labor Standards Act (FLSA), shall be a fixed and regularly recurring period of time consisting of one-hundred and sixty-eight (168) consecutive hours consisting of seven (7) consecutive twenty-four (24) hour periods.
• Municipal Services Department: Code Enforcement, Parking and Animal Control services provide coverage 7 days per week, with full-time employees working staggered 4 day weeks (some with flexed hours) and part-time employees working primarily, weekends and hours outside the 7 a.m. to 6 p.m. standard day. Additional flex scheduling may be needed to accommodate supervision of shifts, and will be determined by the department director.
The department director to provide a detailed schedule. • Public Works Department: Maintenance Field Operations and Inspection services provide coverage 7 days per week, with full-time employees working a staggered four (4) day work week (some with flexed hours), five (5) days per week (Monday through Friday), standard work hours of 6:00 am to 4:30 pm, with a half hour unpaid lunch break.
A minimum of three (3) Maintenance Workers shall be on duty on the days of reduced staffing. Full-time Maintenance Worker assigned to the Community Center will continue to work the 5/40 work schedule and the part-time weekend Maintenance Workers assigned to graffiti removal and Community Center schedules will remain the same. The workday, after hour, and weekend coverage shall be maintained in case of emergencies, in compliance with the Standby Pay provision outlined and introduced in Section 08.05 and as established in the department’s Standby Emergency Overtime Procedures. Additional flex schedules, assignments, and/or shifts may be needed to accommodate the work assignment and/or supervision of shifts and will be determined by Department Director.
The Department Director may establish leave request parameters, such as minimum advance timing and limitation on overlapping leave requests and may disapprove leave requests based on operational needs. The Department Director to provide a detailed schedule. • Overtime will be all hours worked in excess of ten (10) hours a day or forty (40) hours per week, unless an employee is working a flex schedule, as defined in Section 07.18 above, at which point, overtime will be all hours worked in excess of forty (40) hours in a week. 49 Exhibit “A” -Resolution No. CC-2506-031
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• Vacation is earned based on years of employment, as outline in Section 12.02). • Sick Leave is earned in 10-hour increments.
• If a Lawndale Classified Employee Unit member's regular work schedule is between 6:00 p.m. and 6:00 a.m., then he/she is eligible for shift differential pay to be paid in addition to the regular salary at a rate of 5% of the regular hourly rate for those hours worked between these hours.
• Employees on the 4/10 schedule shall have the following holidays: New Year’s Day, Martin Luther King Jr. Day, President’s Day, Cesar Chavez Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Veteran’s Day, Thanksgiving Day, Christmas Eve, Christmas Day, and New Year’s Eve.
• Unlike those employees on a 5/40 schedule or 9/80 schedule, employees on the 4/10 schedule do not receive the single Floating Holiday as set forth in Section 13.01. • Observance of Holidays: If a City holiday falls on a Friday, the preceding Thursday is observed as a paid holiday, for Monday through Thursday 4/10 schedule and the Friday holiday is observed on the actual holiday for Tuesday through Friday 4/10 schedule. If a City holiday falls on a Sunday, the following Monday is observed as a paid holiday, for Monday through Thursday 4/10 schedule and the Tuesday through Friday 4/10 schedule will receive a floating holiday.
• Holidays are earned/accrued in 10-hour increments.
• If a City holiday falls on a regularly scheduled day off for an employee working a 4/10 schedule only, and that holiday is not observed as a paid holiday Monday through Friday, then he or she is credited with a floating holiday.
• Use of floating holidays is subject to the approval of the department director and to be coordinated within each department to ensure adequate staffing at all times. • When a represented unit member is assigned to jury service requiring the employee report on a Friday, or regularly scheduled day off, the employee and department head may implement a flex scheduling program, to ensure that jury service is completed appropriately, that the employee is compensated according to Section 14.05 above, and to ensure that the employee has worked 40 hours in a week. This flexible schedule may include, but not be limited to, working 5/40 type schedules.
50 Exhibit “A” -Resolution No. CC-2506-031
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ATTACHMENT D
51 Exhibit “A” -Resolution No. CC-2506-031
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ATTACHMENT "D"
9/80 ALTERNATIVE WORK SCHEDULE
All employees are expected to work a scheduled forty (40) hours within their defined workweek, which constitutes their work schedule for that workweek. The work period for unit employees, for the purposes of the Fair Labor Standards Act (FLSA), shall be a fixed and regularly recurring period of time consisting of one-hundred and sixty-eight (168) consecutive hours consisting of seven (7) consecutive twenty-four (24) hour periods.
The City has adopted several work schedules, including a 9/80 (9 days/80 hours) schedule. The specific components of the 9/80 alternative work schedules are set forth as follows:
1. The work schedule consists of an eighty (80) work hour period, with nine (9) work days in fourteen (14) consecutive calendar days. The work schedule is comprised of four (4) nine (9) hour days per week and one (1) eight (8) hour work day every other week.
2. Employees working the 9/80 alternative work schedule shall have a thirty (30) minute unpaid lunch period added to the work day.
3. The workweek shall be defined (for FLSA purposes) as beginning four (4) hours into the employee’s eight (8) hour shift (i.e. halfway through shift) on the same day of week as their alternating regular day off, in such a manner that the workweek does not exceed 40 hours.
For example, a unit employee working a 9/80 work schedule whose regular day off is Friday, and who works a schedule from 6:30 a.m. to 3:00 p.m. on alternating Fridays (with one thirty (30) minute break for lunch) shall have a workweek which shall begin at 10:30:00 a.m. on Fridays and end at 10:29:59 a.m. on the following Friday.
A sample depiction of a 9/80 work schedule is as follows:
Friday Saturday Sunday Monday Tuesday Wednesday Thursday Friday Wk 1 OFF OFF OFF 9 hrs. 9 hrs. 9 hrs. 9 hrs. *4 hrs. 40 hrs.
Wk 2 *4 hrs. OFF OFF 9 hrs. 9 hrs. 9 hrs. 9 hrs. OFF 40 hrs. *Note: hours worked in the morning at the end of the first week and those worked in the afternoon at the beginning of the next work week are the same day, Friday.
4. Employees are required to take the same alternating day off for the length of the 9/80 alternative work schedule to remain in compliance with the definition of a workweek under the FLSA (Fair Labor Standards Act) guidelines. (For example, if an employee’s regular 52 Exhibit “A” -Resolution No. CC-2506-031
AFSCME 2025-2028 MOU
alternative day off is Friday, the employee cannot switch the alternate date off to Thursday or any other day).
5. Sick leave and holidays are earned in 9 hour increments.
6. Observance of Holidays: If a City holiday falls on a Saturday, then the proceeding Friday is observed as a paid holiday. If a City holiday falls on a Sunday, then the following Monday is observed as a paid holiday. If a City holiday falls on an off-Friday, then the proceeding Thursday is generally observed as a paid holiday.
7. If a City holiday falls on a regularly scheduled day off, and that holiday is not observed on an employee’s regular workday, then the employee shall be credited with a floating holiday. (For example, for a 9/80 employee, if a City holiday falls on a Saturday during the week of an off-Friday, then the employee shall be credited with a floating holiday. If a City holiday falls on a Friday that is worked, then that day shall be given as the holiday).
8. Overtime will be all hours worked in excess of employee’s regular work day or beyond forty (40) hours in the workweek, in compliance with Section 08.01. Time shall be reported to Payroll based on the regular two-week pay period. Overtime worked will be reported in the pay period in which it is worked.
9. If a Lawndale Classified Employee Unit member's regular work schedule is between 6:00 p.m. and 6:00 a.m., then he/she is eligible for shift differential pay to be paid in addition to the regular salary at a rate of 5% of the regular hourly rate for those hours worked between these hours.
10. 10. Community Services Department: senior nutrition, exercise, senior dial-a-ride and meals-on-wheels services continue coverage 5 days per week. Parks, facility rental, senior services programs, etc. will continue to be open 7 days per week, staffed by both full-time and part-time employees, working various work schedules. Additional flex scheduling may be needed to accommodate supervision of shifts, and will be determined by the department director. The department director to provide a detailed schedule. 53 Exhibit “A” -Resolution No. CC-2506-031
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ATTACHMENT E
54 Exhibit “A” -Resolution No. CC-2506-031
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55 Exhibit “A” -Resolution No. CC-2506-031
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ATTACHMENT F
56 Exhibit “A” -Resolution No. CC-2506-031
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57 Exhibit “A” -Resolution No. CC-2506-031
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ATTACHMENT C
Resolution No. CC-2506-032
2025-2026 City-Wide Salary/Pay Schedule
RESOLUTION NO. CC-2506-032
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF LAWNDALE, CALIFORNIA
APPROVING AND ADOPTING THE PUBLICLY AVAILABLE CITY-WIDE SALARY AND PAY SCHEDULE AS REQUIRED BY CALPERS FOR FISCAL YEAR 2025-2026 WHEREAS, the City of Lawndale (“City”) contracts with the California Public Employees’ Retirement System (“CalPERS”) to provide retirement benefits for its employees; and WHEREAS, California Code of Regulations, Title 2, Section 570.5 requires governing bodies of local agencies contracting with CalPERS to approve and adopt a publicly available pay schedule in accordance with public meeting laws; and
WHEREAS, the pay schedule must identify each position by title, the individual pay rate amount or ranges for that position, and the time base upon which the amounts are based; and WHEREAS, the City Council of the City now desires to adopt an updated pay schedule in accordance with the requirements of California Code of Regulations, Title 2, Section 570.5 to reflect changes made to certain salaries which will become effective on July 1, 2025.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF LAWNDALE, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1. That the City-wide Salary and Pay Schedule contained in Exhibit "A", attached hereto and made a part hereof, is hereby approved and adopted in accordance with the requirements of California Code of Regulations, Title 2, Section 570.5.
SECTION 2. That this City-wide Salary and Pay Schedule will be made available for public viewing via the City website for no less than five (5) years.
PASSED, APPROVED AND ADOPTED this 16th day of June, 2025. _______________________________
Robert Pullen-Miles, Mayor
Resolution No. CC-2506-032
2025-2026 City-Wide Salary/Pay Schedule 2
ATTEST:
State of California )
County of Los Angeles ) SS
City of Lawndale )
I, Erica Harbison, City Clerk of the City of Lawndale, California, do hereby certify that the City Council of the City of Lawndale duly approved and adopted the foregoing Resolution No. CC-2506-032 at a regular meeting of said Council held on the 16th day of June, 2025, by the following roll call vote:
Name Voting Present, Not Voting Absent
Aye No Abstain Not Participating
Robert Pullen-Miles, Mayor
Pat Kearney, Mayor Pro Tem
Sirley Cuevas
Bernadette Suarez
Franscico M. Talavera
_______________________________
Erica Harbison, City Clerk
APPROVED AS TO FORM:
______________________________
Gregory M. Murphy, City Attorney
Resolution No. CC-2506-032
2025-2026 City-Wide Salary/Pay Schedule 3
EXHIBIT “A”
CITY OF LAWNDALE CITY-WIDE SALARY/ PAY SCHEDULE
FISCAL YEAR 2025-2026
CITYWIDE SALARY AND PAY SCHEDULE
FISCAL YEAR 2025-26
JUNE 16, 2025
Job ID Current Job Title Range
Monthly Yearly Monthly Yearly Monthly Yearly Monthly Yearly Monthly Yearly 2002 Deputy City Clerk 82 $6,209 $74,510 $6,520 $78,236 $6,846 $82,147 $7,188 $86,255 $7,547 $90,567 AFSCME MID-MANAGEMENT UNIT (MM) 5006 Assistant Planner 87 $6,526 $78,311 $6,852 $82,226 $7,195 $86,338 $7,555 $90,654 $7,932 $95,187 AFSCME MID-MANAGEMENT UNIT (MM) 5003 Grant/Economic Dev Coordinator 90 $6,724 $80,684 $7,060 $84,718 $7,413 $88,954 $7,783 $93,401 $8,173 $98,071 AFSCME MID-MANAGEMENT UNIT (MM) 3003 Community Services Supervisor 94 $6,997 $83,960 $7,346 $88,158 $7,714 $92,566 $8,099 $97,194 $8,504 $102,054 AFSCME MID-MANAGEMENT UNIT (MM) 1002 Administrative Analyst 95 $7,067 $84,799 $7,420 $89,039 $7,791 $93,491 $8,180 $98,166 $8,590 $103,074 AFSCME MID-MANAGEMENT UNIT (MM) 7003 Assistant Engineer 95 $7,067 $84,799 $7,420 $89,039 $7,791 $93,491 $8,180 $98,166 $8,590 $103,074 AFSCME MID-MANAGEMENT UNIT (MM) 6003 Municipal Services Supervisor 101 $7,501 $90,016 $7,876 $94,517 $8,270 $99,243 $8,684 $104,205 $9,118 $109,415 AFSCME MID-MANAGEMENT UNIT (MM) 8001 Maintenance Supervisor 104 $7,729 $92,744 $8,115 $97,381 $8,521 $102,250 $8,947 $107,363 $9,394 $112,731 AFSCME MID-MANAGEMENT UNIT (MM) 1010 Senior Management Analyst 105 $7,806 $93,671 $8,196 $98,355 $8,606 $103,273 $9,036 $108,436 $9,488 $113,858 AFSCME MID-MANAGEMENT UNIT (MM) 5005 Associate Planner 106 $7,884 $94,608 $8,278 $99,338 $8,692 $104,305 $9,127 $109,521 $9,583 $114,997 AFSCME MID-MANAGEMENT UNIT (MM) 7002 Associate Engineer 115 $8,623 $103,471 $9,054 $108,645 $9,506 $114,077 $9,982 $119,781 $10,481 $125,770 AFSCME MID-MANAGEMENT UNIT (MM) 5004 Senior Planner 117 $8,796 $105,551 $9,236 $110,829 $9,698 $116,370 $10,182 $122,189 $10,691 $128,298 AFSCME MID-MANAGEMENT UNIT (MM) 9001 Cable Television Supervisor 121 $9,153 $109,837 $9,611 $115,329 $10,091 $121,095 $10,596 $127,150 $11,126 $133,507 AFSCME MID-MANAGEMENT UNIT (MM) 5002 Community Development Manager 128 $9,813 $117,760 $10,304 $123,648 $10,819 $129,830 $11,360 $136,322 $11,928 $143,138 AFSCME MID-MANAGEMENT UNIT (MM) 4002 Accounting Manager 129 $9,911 $118,938 $10,407 $124,884 $10,927 $131,129 $11,474 $137,685 $12,047 $144,569 AFSCME MID-MANAGEMENT UNIT (MM) 6002 Municipal Services Manager 133 $10,314 $123,767 $10,830 $129,955 $11,371 $136,453 $11,940 $143,276 $12,537 $150,439 AFSCME MID-MANAGEMENT UNIT (MM) 3002 Community Services Manager 133 $10,314 $123,767 $10,830 $129,955 $11,371 $136,453 $11,940 $143,276 $12,537 $150,439 AFSCME MID-MANAGEMENT UNIT (MM) Job ID Current Job Title Range Step A Step A Step B Step B Step C Step C Step D Step D Step E Step E Max 3006 Senior Nutrition Specialist 14 $3,156 $37,876 $3,314 $39,770 $3,480 $41,758 $3,654 $43,846 $3,837 $46,038 AFSCME CLASSIFIED UNIT (CL) 8004 Maintenance Worker I 48 $4,427 $53,124 $4,648 $55,780 $4,881 $58,569 $5,125 $61,497 $5,381 $64,572 AFSCME CLASSIFIED UNIT (CL) 6005 Municipal Services Officer I 48 $4,427 $53,124 $4,648 $55,780 $4,881 $58,569 $5,125 $61,497 $5,381 $64,572 AFSCME CLASSIFIED UNIT (CL) 3011 Transit Operator 50 $4,516 $54,191 $4,742 $56,901 $4,979 $59,746 $5,228 $62,733 $5,489 $65,870 AFSCME CLASSIFIED UNIT (CL) 8003 Maintenance Worker II 60 $4,988 $59,861 $5,238 $62,854 $5,500 $65,997 $5,775 $69,297 $6,063 $72,761 AFSCME CLASSIFIED UNIT (CL) 4005 Accounting Specialist 61 $5,038 $60,460 $5,290 $63,483 $5,555 $66,657 $5,832 $69,990 $6,124 $73,489 AFSCME CLASSIFIED UNIT (CL) 5008 Building Permit Specialist 67 $5,348 $64,179 $5,616 $67,388 $5,896 $70,758 $6,191 $74,295 $6,501 $78,010 AFSCME CLASSIFIED UNIT (CL) 6004 Municipal Services Officer II 68 $5,402 $64,821 $5,672 $68,062 $5,955 $71,465 $6,253 $75,038 $6,566 $78,790 AFSCME CLASSIFIED UNIT (CL) 1004 Office /Personnel Assistant 69 $5,456 $65,469 $5,729 $68,743 $6,015 $72,180 $6,316 $75,789 $6,632 $79,578 AFSCME CLASSIFIED UNIT (CL) 1005 Administrative Assistant II 69 $5,456 $65,469 $5,729 $68,743 $6,015 $72,180 $6,316 $75,789 $6,632 $79,578 AFSCME CLASSIFIED UNIT (CL) 3004 Recreation Coordinator 69 $5,456 $65,469 $5,729 $68,743 $6,015 $72,180 $6,316 $75,789 $6,632 $79,578 AFSCME CLASSIFIED UNIT (CL) 4004 Community Services Coordinator 69 $5,456 $65,469 $5,729 $68,743 $6,015 $72,180 $6,316 $75,789 $6,632 $79,578 AFSCME CLASSIFIED UNIT (CL) 4003 Accounting / Payroll Specialist 72 $5,621 $67,453 $5,902 $70,826 $6,197 $74,367 $6,507 $78,085 $6,832 $81,989 AFSCME CLASSIFIED UNIT (CL) 8002 Maintenance Worker III 76 $5,849 $70,192 $6,142 $73,701 $6,449 $77,386 $6,771 $81,256 $7,110 $85,319 AFSCME CLASSIFIED UNIT (CL) 6008 Code Enforcement Officer I 81 $6,148 $73,772 $6,455 $77,461 $6,778 $81,334 $7,117 $85,401 $7,473 $89,671 AFSCME CLASSIFIED UNIT (CL) 7004 Engineering Technician 81 $6,148 $73,772 $6,455 $77,461 $6,778 $81,334 $7,117 $85,401 $7,473 $89,671 AFSCME CLASSIFIED UNIT (CL) 1102 Public Works Inspector 82 $6,209 $74,510 $6,520 $78,236 $6,846 $82,147 $7,188 $86,255 $7,547 $90,567 AFSCME CLASSIFIED UNIT (CL) 6009 Code Enforcement Officer II 87 $6,526 $78,311 $6,852 $82,226 $7,195 $86,338 $7,555 $90,654 $7,932 $95,187 AFSCME CLASSIFIED UNIT (CL) 1006 Executive Assistant 95 $7,067 $84,799 $7,420 $89,039 $7,791 $93,491 $8,180 $98,166 $8,590 $103,074 AFSCME CLASSIFIED UNIT (CL) Job ID Current Job Title Range Bargaining Group
3008 Delivery Worker 11 PART-TIME EMPLOYEES HOURLY (PT) 3005 Recreation Leader 11 PART-TIME EMPLOYEES HOURLY (PT) 3010 Senior Recreation Leader 14 PART-TIME EMPLOYEES HOURLY (PT) 9003 CATV Production Assistant 43 PART-TIME EMPLOYEES HOURLY (PT) 1007 Office Assistant 46 PART-TIME EMPLOYEES HOURLY (PT) 8005 Maintenance Worker I 48 PART-TIME EMPLOYEES HOURLY (PT) 6006 Municipal Services Officer I 48 PART-TIME EMPLOYEES HOURLY (PT) 3012 Transit Operator 50 PART-TIME EMPLOYEES HOURLY (PT) 9002 CATV Production Assistant II 53 PART-TIME EMPLOYEES HOURLY (PT) 1103 Emergency Preparedness Coordinator 59 PART-TIME EMPLOYEES HOURLY (PT) 6007 Municipal Services Officer II 68 PART-TIME EMPLOYEES HOURLY (PT) 6010 Code Enforcement Officer I 81 PART-TIME EMPLOYEES HOURLY (PT) 5007 Associate Planner 106 $45.48 $47.76 $50.15 $52.65 $55.29 PART-TIME EMPLOYEES HOURLY (PT) $31.16 $32.72 $34.36 $36.08 $37.88
$35.47 $37.24 $39.10 $41.06 $43.11
$26.84 $28.19 $29.59 $31.07 $32.63
$28.49 $29.92 $31.42 $32.99 $34.64
$25.54 $26.82 $28.16 $29.57 $31.04
$26.05 $27.36 $28.72 $30.16 $31.67
$25.04 $26.29 $27.60 $28.98 $30.43
$25.54 $26.82 $28.16 $29.57 $31.04
$18.21 $19.12 $20.08 $21.08 $22.13
$24.30 $25.52 $26.79 $28.13 $29.54
$17.67 $18.56 $19.49 $20.46 $21.48
$17.67 $18.56 $19.49 $20.46 $21.48
Hourly Hourly Hourly Hourly Hourly
Bargaining Group Step A Step B Step C Step D Step E
Resolution No. CC-2506-032
2025-2026 City-Wide Salary/Pay Schedule 1
CITYWIDE SALARY AND PAY SCHEDULE
FISCAL YEAR 2025-26
JUNE 16, 2025
Job ID Current Job Title Range Bargaining Group
Monthly Yearly Monthly Yearly Monthly Yearly Monthly Yearly Monthly Yearly 2001 Assistant City Clerk 127 $9,716 $116,594 $10,202 $122,424 $10,712 $128,545 $11,248 $134,972 $11,810 $141,721 CENTRAL MANAGEMENT EMPLOYEES (CMT) 1008 Deputy CM/Human Resources Director 164 $14,041 $168,487 $14,743 $176,912 $15,480 $185,757 $16,254 $195,045 $17,066 $204,797 CENTRAL MANAGEMENT EMPLOYEES (CMT) 6001 Director of Municipal Services 146 $11,738 $140,858 $12,325 $147,901 $12,941 $155,296 $13,588 $163,061 $14,268 $171,214 CENTRAL MANAGEMENT EMPLOYEES (CMT) 3001 Director of Community Services 146 $11,738 $140,858 $12,325 $147,901 $12,941 $155,296 $13,588 $163,061 $14,268 $171,214 CENTRAL MANAGEMENT EMPLOYEES (CMT) 5001 Director of Communty Development 156 $12,966 $155,595 $13,615 $163,375 $14,295 $171,544 $15,010 $180,121 $15,761 $189,127 CENTRAL MANAGEMENT EMPLOYEES (CMT) 4001 Director of Finance/ City Treasurer 156 $12,966 $155,595 $13,615 $163,375 $14,295 $171,544 $15,010 $180,121 $15,761 $189,127 CENTRAL MANAGEMENT EMPLOYEES (CMT) 1100 Director of Public Works/ City Engineer 156 $12,966 $155,595 $13,615 $163,375 $14,295 $171,544 $15,010 $180,121 $15,761 $189,127 CENTRAL MANAGEMENT EMPLOYEES (CMT) Job ID Current Job Title Range Bargaining Group
1001 City Manager $254,869 Contract
Step A Step B Step C Step D Step E
Yearly Yearly Yearly Yearly Yearly
Step A Step B Step C Step D Step E
Resolution No. CC-2506-032
2025-2026 City-Wide Salary/Pay Schedule 2
Lawndale
2025 Salary Schedule
Salary
Range Step A Step B Step C Step D Step E
1 $33,280 $34,944 $36,691 $38,526 $40,452
2 $33,613 $35,293 $37,058 $38,911 $40,857
3 $33,949 $35,646 $37,429 $39,300 $41,265
4 $34,288 $36,003 $37,803 $39,693 $41,678
5 $34,631 $36,363 $38,181 $40,090 $42,095
6 $34,978 $36,726 $38,563 $40,491 $42,516
7 $35,327 $37,094 $38,948 $40,896 $42,941
8 $35,681 $37,465 $39,338 $41,305 $43,370
9 $36,037 $37,839 $39,731 $41,718 $43,804
10 $36,398 $38,218 $40,129 $42,135 $44,242
11 $36,762 $38,600 $40,530 $42,556 $44,684
12 $37,129 $38,986 $40,935 $42,982 $45,131
13 $37,501 $39,376 $41,345 $43,412 $45,582
14 $37,876 $39,770 $41,758 $43,846 $46,038
15 $38,255 $40,167 $42,176 $44,284 $46,499
16 $38,637 $40,569 $42,597 $44,727 $46,964
17 $39,023 $40,975 $43,023 $45,174 $47,433
18 $39,414 $41,384 $43,454 $45,626 $47,908
19 $39,808 $41,798 $43,888 $46,082 $48,387
20 $40,206 $42,216 $44,327 $46,543 $48,870
21 $40,608 $42,638 $44,770 $47,009 $49,359
22 $41,014 $43,065 $45,218 $47,479 $49,853
23 $41,424 $43,495 $45,670 $47,954 $50,351
24 $41,838 $43,930 $46,127 $48,433 $50,855
25 $42,257 $44,370 $46,588 $48,917 $51,363
26 $42,679 $44,813 $47,054 $49,407 $51,877
27 $43,106 $45,261 $47,525 $49,901 $52,396
28 $43,537 $45,714 $48,000 $50,400 $52,920
29 $43,973 $46,171 $48,480 $50,904 $53,449
30 $44,412 $46,633 $48,965 $51,413 $53,983
31 $44,856 $47,099 $49,454 $51,927 $54,523
32 $45,305 $47,570 $49,949 $52,446 $55,068
33 $45,758 $48,046 $50,448 $52,971 $55,619
34 $46,216 $48,526 $50,953 $53,500 $56,175
35 $46,678 $49,012 $51,462 $54,035 $56,737
36 $47,145 $49,502 $51,977 $54,576 $57,304
37 $47,616 $49,997 $52,497 $55,121 $57,878
38 $48,092 $50,497 $53,022 $55,673 $58,456
39 $48,573 $51,002 $53,552 $56,229 $59,041
40 $49,059 $51,512 $54,087 $56,792 $59,631
41 $49,549 $52,027 $54,628 $57,360 $60,228
42 $50,045 $52,547 $55,174 $57,933 $60,830
43 $50,545 $53,073 $55,726 $58,513 $61,438
44 $51,051 $53,603 $56,283 $59,098 $62,053
45 $51,561 $54,139 $56,846 $59,689 $62,673
46 $52,077 $54,681 $57,415 $60,286 $63,300
47 $52,598 $55,228 $57,989 $60,888 $63,933
48 $53,124 $55,780 $58,569 $61,497 $64,572
49 $53,655 $56,338 $59,155 $62,112 $65,218
50 $54,191 $56,901 $59,746 $62,733 $65,870
51 $54,733 $57,470 $60,344 $63,361 $66,529
52 $55,281 $58,045 $60,947 $63,994 $67,194
53 $55,833 $58,625 $61,556 $64,634 $67,866
54 $56,392 $59,211 $62,172 $65,281 $68,545
55 $56,956 $59,804 $62,794 $65,933 $69,230
56 $57,525 $60,402 $63,422 $66,593 $69,922
57 $58,101 $61,006 $64,056 $67,259 $70,622
58 $58,682 $61,616 $64,696 $67,931 $71,328
59 $59,268 $62,232 $65,343 $68,611 $72,041
60 $59,861 $62,854 $65,997 $69,297 $72,761
Salary Range
Resolution No. CC-2606-032 3
Lawndale
2025 Salary Schedule
61 $60,460 $63,483 $66,657 $69,990 $73,489
62 $61,064 $64,117 $67,323 $70,690 $74,224
63 $61,675 $64,759 $67,997 $71,396 $74,966
64 $62,292 $65,406 $68,677 $72,110 $75,716
65 $62,915 $66,060 $69,363 $72,831 $76,473
66 $63,544 $66,721 $70,057 $73,560 $77,238
67 $64,179 $67,388 $70,758 $74,295 $78,010
68 $64,821 $68,062 $71,465 $75,038 $78,790
69 $65,469 $68,743 $72,180 $75,789 $79,578
70 $66,124 $69,430 $72,902 $76,547 $80,374
71 $66,785 $70,124 $73,631 $77,312 $81,178
72 $67,453 $70,826 $74,367 $78,085 $81,989
73 $68,127 $71,534 $75,111 $78,866 $82,809
74 $68,809 $72,249 $75,862 $79,655 $83,637
75 $69,497 $72,972 $76,620 $80,451 $84,474
76 $70,192 $73,701 $77,386 $81,256 $85,319
77 $70,894 $74,438 $78,160 $82,068 $86,172
78 $71,603 $75,183 $78,942 $82,889 $87,033
79 $72,319 $75,935 $79,731 $83,718 $87,904
80 $73,042 $76,694 $80,529 $84,555 $88,783
81 $73,772 $77,461 $81,334 $85,401 $89,671
82 $74,510 $78,236 $82,147 $86,255 $90,567
83 $75,255 $79,018 $82,969 $87,117 $91,473
84 $76,008 $79,808 $83,798 $87,988 $92,388
85 $76,768 $80,606 $84,636 $88,868 $93,312
86 $77,535 $81,412 $85,483 $89,757 $94,245
87 $78,311 $82,226 $86,338 $90,654 $95,187
88 $79,094 $83,049 $87,201 $91,561 $96,139
89 $79,885 $83,879 $88,073 $92,477 $97,100
90 $80,684 $84,718 $88,954 $93,401 $98,071
91 $81,490 $85,565 $89,843 $94,335 $99,052
92 $82,305 $86,421 $90,742 $95,279 $100,043
93 $83,128 $87,285 $91,649 $96,232 $101,043
94 $83,960 $88,158 $92,566 $97,194 $102,054
95 $84,799 $89,039 $93,491 $98,166 $103,074
96 $85,647 $89,930 $94,426 $99,147 $104,105
97 $86,504 $90,829 $95,370 $100,139 $105,146
98 $87,369 $91,737 $96,324 $101,140 $106,197
99 $88,243 $92,655 $97,287 $102,152 $107,259
100 $89,125 $93,581 $98,260 $103,173 $108,332
101 $90,016 $94,517 $99,243 $104,205 $109,415
102 $90,916 $95,462 $100,235 $105,247 $110,509
103 $91,826 $96,417 $101,238 $106,300 $111,615
104 $92,744 $97,381 $102,250 $107,363 $112,731
105 $93,671 $98,355 $103,273 $108,436 $113,858
106 $94,608 $99,338 $104,305 $109,521 $114,997
107 $95,554 $100,332 $105,348 $110,616 $116,147
108 $96,510 $101,335 $106,402 $111,722 $117,308
109 $97,475 $102,348 $107,466 $112,839 $118,481
110 $98,449 $103,372 $108,540 $113,967 $119,666
111 $99,434 $104,406 $109,626 $115,107 $120,863
112 $100,428 $105,450 $110,722 $116,258 $122,071
113 $101,433 $106,504 $111,829 $117,421 $123,292
114 $102,447 $107,569 $112,948 $118,595 $124,525
115 $103,471 $108,645 $114,077 $119,781 $125,770
116 $104,506 $109,731 $115,218 $120,979 $127,028
117 $105,551 $110,829 $116,370 $122,189 $128,298
118 $106,607 $111,937 $117,534 $123,410 $129,581
119 $107,673 $113,056 $118,709 $124,645 $130,877
120 $108,749 $114,187 $119,896 $125,891 $132,186
121 $109,837 $115,329 $121,095 $127,150 $133,507
122 $110,935 $116,482 $122,306 $128,421 $134,842
123 $112,045 $117,647 $123,529 $129,706 $136,191
Resolution No. CC-2606-032 4
Lawndale
2025 Salary Schedule
124 $113,165 $118,823 $124,764 $131,003 $137,553
125 $114,297 $120,012 $126,012 $132,313 $138,928
126 $115,440 $121,212 $127,272 $133,636 $140,318
127 $116,594 $122,424 $128,545 $134,972 $141,721
128 $117,760 $123,648 $129,830 $136,322 $143,138
129 $118,938 $124,884 $131,129 $137,685 $144,569
130 $120,127 $126,133 $132,440 $139,062 $146,015
131 $121,328 $127,395 $133,764 $140,453 $147,475
132 $122,542 $128,669 $135,102 $141,857 $148,950
133 $123,767 $129,955 $136,453 $143,276 $150,439
134 $125,005 $131,255 $137,818 $144,708 $151,944
135 $126,255 $132,567 $139,196 $146,156 $153,463
136 $127,517 $133,893 $140,588 $147,617 $154,998
137 $128,792 $135,232 $141,994 $149,093 $156,548
138 $130,080 $136,584 $143,414 $150,584 $158,113
139 $131,381 $137,950 $144,848 $152,090 $159,695
140 $132,695 $139,330 $146,296 $153,611 $161,291
141 $134,022 $140,723 $147,759 $155,147 $162,904
142 $135,362 $142,130 $149,237 $156,699 $164,533
143 $136,716 $143,551 $150,729 $158,266 $166,179
144 $138,083 $144,987 $152,236 $159,848 $167,841
145 $139,464 $146,437 $153,759 $161,447 $169,519
146 $140,858 $147,901 $155,296 $163,061 $171,214
147 $142,267 $149,380 $156,849 $164,692 $172,926
148 $143,690 $150,874 $158,418 $166,339 $174,656
149 $145,126 $152,383 $160,002 $168,002 $176,402
150 $146,578 $153,907 $161,602 $169,682 $178,166
151 $148,044 $155,446 $163,218 $171,379 $179,948
152 $149,524 $157,000 $164,850 $173,093 $181,747
153 $151,019 $158,570 $166,499 $174,824 $183,565
154 $152,529 $160,156 $168,164 $176,572 $185,400
155 $154,055 $161,757 $169,845 $178,338 $187,254
156 $155,595 $163,375 $171,544 $180,121 $189,127
157 $157,151 $165,009 $173,259 $181,922 $191,018
158 $158,723 $166,659 $174,992 $183,741 $192,928
159 $160,310 $168,325 $176,742 $185,579 $194,858
160 $161,913 $170,009 $178,509 $187,435 $196,806
161 $163,532 $171,709 $180,294 $189,309 $198,774
162 $165,167 $173,426 $182,097 $191,202 $200,762
163 $166,819 $175,160 $183,918 $193,114 $202,770
164 $168,487 $176,912 $185,757 $195,045 $204,797
165 $170,172 $178,681 $187,615 $196,996 $206,845
166 $171,874 $180,468 $189,491 $198,966 $208,914
167 $173,593 $182,272 $191,386 $200,955 $211,003
168 $175,329 $184,095 $193,300 $202,965 $213,113
169 $177,082 $185,936 $195,233 $204,994 $215,244
170 $178,853 $187,795 $197,185 $207,044 $217,397
171 $180,641 $189,673 $199,157 $209,115 $219,571
172 $182,448 $191,570 $201,149 $211,206 $221,766
173 $184,272 $193,486 $203,160 $213,318 $223,984
174 $186,115 $195,421 $205,192 $215,451 $226,224
175 $187,976 $197,375 $207,244 $217,606 $228,486
176 $189,856 $199,349 $209,316 $219,782 $230,771
177 $191,754 $201,342 $211,409 $221,980 $233,079
178 $193,672 $203,355 $213,523 $224,199 $235,409
179 $195,609 $205,389 $215,658 $226,441 $237,763
180 $197,565 $207,443 $217,815 $228,706 $240,141
181 $199,540 $209,517 $219,993 $230,993 $242,542
182 $201,536 $211,612 $222,193 $233,303 $244,968
183 $203,551 $213,729 $224,415 $235,636 $247,418
184 $205,587 $215,866 $226,659 $237,992 $249,892
Resolution No. CC-2606-032 5
CITY OF LAWNDALE
14717 BURIN AVENUE, LAWNDALE, CALIFORNIA 90260
PHONE (310) 973-3200 ♦ www.lawndalecity.org
DATE: June 16, 2025
TO: Honorable Mayor and City Council
FROM: Dr. Sean M. Moore, City Manager
PREPARED BY: Lucho Rodriguez, Public Works Director
SUBJECT:
Consideration of an Urgency Ordinance to Prohibit Placement of New Utility Infrastructure within the City of Lawndale
BACKGROUND
City Staff drafted an urgency ordinance prohibiting the placement of new utility infrastructure within the jurisdictional boundaries of the City of Lawndale.
Staff is requesting that City Council impose a one (1) year moratorium on the placement and installation of new utility infrastructure. Utility infrastructure is defined in the proposed urgency ordinance as poles, wires, cables including fiber-optic cables, conduits, towers, transformers, pipes, pipelines or any other works, structures or appliances placed over, on or under land or water by a Utility Company. The proposed urgency ordinance also defines a Utility Company as a company which supplies utilities, such as gas, electricity, phones, internet, etc.
STAFF ANALYSIS
The City of Lawndale is smaller in size than many other local jurisdictions with a total area of 2.0 square miles according to the United States Census Bureau. This small area accommodates a population of about 31,121. Currently, the City staff has noticed that Utility Infrastructure has recently overrun the public right of way impeding on pedestrian walkways and the character of the City.
City staff is recommending City Council adopt a moratorium prohibiting any new Utility Infrastructure within the jurisdictional boundaries of the City of Lawndale for the period of one (1) year. This will allow staff to catalog any existing Utility Infrastructure within the public right of way and analyze how the City can best regulate the placement of any new Utility Infrastructure in a manner that preserves the City’s character consistent with the General Plan.
This moratorium is necessary to ensure the prevention of further negative impacts to the community of Lawndale, and ensure the immediate preservation of the public peace, health, and safety.
ENVIRONMENTAL ASSESSMENT
The City Council finds the approval of this urgency ordinance is exempt under Sections 15060(c)(2) of the CEQA Guidelines, as the activity will not result in a direct or reasonable foreseeable indirect physical change in the environment, and also exempt under Section 15061(b)(3) of the CEQA Guidelines because it can be seen with certainty that there is no possibility that the adoption of this ordinance may have a significant effect on the environment.
LEGAL REVIEW
The City Attorney has reviewed Ordinance No. 1211-26 and has approved it as to form.
FISCAL IMPACT
No fiscal impact.
RECOMMENDATION
It is recommended that the City Council do the following:
A. Conduct a public hearing;
B. Determine that Ordinance 1211-26 is exempt from the California Environmental Quality Act (“CEQA”) pursuant to California Code of Regulations, Title 14, Section 15060, subdivision (c)(2), because the activity will not result in a direct or reasonably foreseeable indirect physical change in the environment, and Section 15061 subdivision (b)(3) because the activity has no potential for resulting in physical change to the environment, directly or indirectly and so is not a project; and C. Adopt by four-fifths (4/5) vote of the City Council Urgency Ordinance No. 1211-26 prohibiting the placement of new Utility Infrastructure within the City’s right of way.
Attachments
Urgency Ordinance - Utility Infrastructure Moratorium 4875-2741-0326 v.1 (002).pdf
ATTACHMENT A
ORDINANCE NO. 1211-26
AN URGENCY ORDINANCE OF THE CITY COUNCIL OF THE CITY OF
LAWNDALE, CALIFORNIA ADOPTING A MORATORIUM IN
ACCORDANCE WITH GOVERNMENT CODE SECTIONS 36934 AND
36937 PROHIBITING NEW UTILITY INFRASTRUCTURE WITHIN THE
CITY OF LAWNDALE FOR THE PERIOD OF ONE YEAR
WHEREAS, per Article 11, Section 3 of the California Constitution, the City of Lawndale (“City”) has the authority under its police power to enact regulations for the public, peace, morals and welfare of the City; and
WHEREAS, according to the United States Census Bureau, the City has a total area of
2.0 square miles with a population of about 31,121; and WHEREAS, as a small and totally urbanized city, Lawndale has been uniquely overrun with utility infrastructure including but not limited to electric power, cable television, and telephone poles in the public right of way impeding on pedestrian walkways; and WHEREAS, the City Council intends to preserve the community’s character and protect the public’s health and safety by adopting this urgency ordinance; and WHEREAS, this urgency ordinance implements the General Plan’s visions and desire for the community, is adopted in the public’s interest, and is otherwise not inconsistent with federal and state law; and
WHEREAS, the City Council finds that these issues constitute a current and immediate threat to the public health, safety, and welfare, within the meaning of Government Code Section 36937, as the public’s health, safety and welfare depend on the proper placement of utility infrastructure; and
WHEREAS, Government Code Section 36937, subdivision (b) authorizes the adoption of ordinances that take effect immediately for the purpose of preserving the public peace, health or safety, provided such ordinances are approved by four-fifths (4/5) vote of the City Council; and
WHEREAS, the City desires to place a one (1) year moratorium on the placement of new utility infrastructure in the City to allow staff to analyze ownership of all utility infrastructure and how the City may regulate the placement of such utility infrastructure within the public right of way; and
WHEREAS, in so doing, the City does not wish to impede the replacement of outdated or malfunctioning utility infrastructure.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF LAWNDALE, CALIFORNIA, DOES ORDAIN AS FOLLOWS:
SECTION 1. The City Council finds and determines that the recitals above are true and correct and hereby incorporated by reference.
SECTION 2. URGENCY FINDINGS.
The City Council finds as follows, pursuant to California Government Code Section 36937, subdivision (b):
A. The preservation of the community’s existing character is critical for maintaining and strengthening the public's safety, health, and welfare, as these depend on the continued vitality of a connected, engaged community that can freely access the public right of way.
B. The City is small in size and overrun with utility infrastructure impeding free access to the public right of way hindering on the City’s existing character.
C. The City is faced with utility infrastructure under multiple ownerships and conflicting ownerships, as well as an overabundance of utility poles and utility wires that negatively impact the public safety and which must be studied and fully understood before new or additional utility infrastructure is approved, in order that the public health and safety be preserved.
D. Without adopting this ordinance prohibiting the placement of new utility infrastructure on an urgency basis, the City’s character and the public health and safety will be adversely impacted by the continued placement of poles, wires and cables inconsistent with the policies and standards of the General Plan harming in turn the City's aesthetic and visual character and potentially endangering the City’s residents.
Based on the foregoing, the City Council finds and determines that the immediate preservation of the public health, safety and welfare requires that this Ordinance be enacted as an urgency ordinance pursuant to Government Code Section 36937(b), and take effect immediately upon adoption. Therefore, this Ordinance is necessary for the immediate preservation of the public peace, health, safety and welfare and its urgency is hereby declared.
SECTION 3. MORATORIUM OF NEW UTILITY INFRASTRUCTURE
A. Utility Infrastructure means poles, wires, cables including fiber-optic cables, conduits, towers, transformers, pipes, pipelines or any other works, structures or appliances placed over or on land or water by a Utility Company.
B. Utility Company means a company which supplies utilities, such as electricity, phones, internet, etc.
C. Notwithstanding any other ordinance or provision of the Lawndale Municipal Code, all new Utility Infrastructure is prohibited within the jurisdictional boundaries of the City of Lawndale.
D. This prohibition does not apply to maintenance of existing Utility Infrastructure or replacement of existing Utility Infrastructure due to age, damage, or similar conditions.
E. This prohibition does not apply to temporary Utility Infrastructure for construction of new development.
F. This prohibition does not apply to Utility Infrastructure that would remove poles or wires and replace them with underground conduit, as such does not create the aesthetic and visual impacts or the potential impacts on health and safety of above-ground poles and wires.
SECTION 4. CALIFORNIA ENVIRONMENTAL QUALITY ACT (CEQA)
The City Council finds the approval of this urgency ordinance is exempt under Sections 15060(c)(2) of the CEQA Guidelines, as the activity will not result in a direct or reasonable foreseeable indirect physical change in the environment, and also exempt under Section 15061(b)(3) of the CEQA Guidelines because it can be seen with certainty that there is no possibility that the adoption of this ordinance may have a significant effect on the environment.
SECTION 5. SEVERABILITY
If any section, subsection, sentence, clause, or phrase of this urgency ordinance is for any reason held to be invalid or unconstitutional by a decision of any court of any competent jurisdiction, such decision shall not affect the validity of the each and every section, subsection, sentence, clause and phrase thereof not declared invalid or remaining portions of this ordinance.
The City Council hereby declares that it would have passed this urgency ordinance without regard to whether any portion of the ordinance would be subsequently declared invalid or unconstitutional.
SECTION 6. ADOPTION
The City Clerk shall certify to the passage and adoption of this urgency ordinance, and shall make a minute of the passage and adoption thereof in the records of and the proceedings of the City Council at which the same is passed and adopted.
SECTION 7. EXPIRATION
This ordinance shall take effect upon publication, and shall remain in effect for a period of one (1) year from the date of adoption, unless earlier rescinded by the adoption of another ordinance.
SECTION 8. PUBLICATION
The City Clerk is directed to certify this ordinance and cause it to be published in the manner required by law.
PASSED, APPROVED, AND ADOPTED this 16th day of June 2025. ______________________________
Robert Pullen-Miles, Mayor
ATTEST:
State of California )
County of Los Angeles ) SS
City of Lawndale )
I, Erica Harbison, City Clerk of the City of Lawndale, California, do hereby certify that the City Council duly introduced and adopted the foregoing Urgency Ordinance No. 1211-26 at its regular meeting held on the 16th day of June 2025, by the following roll call vote:
Name Voting Present, Not Voting Absent
Aye No Abstain Not Participating
Robert Pullen-Miles, Mayor
Pat Kearney, Mayor Pro Tem
Sirley Cuevas
Bernadette Suarez
Francisco M. Talavera
______________________________
Erica Harbison, City Clerk
APPROVED AS TO FORM:
______________________________
Gregory Murphy, City Attorney
CITY OF LAWNDALE
14717 BURIN AVENUE, LAWNDALE, CALIFORNIA 90260
PHONE (310) 973-3200 ♦ www.lawndalecity.org
DATE: June 16, 2025
TO: Honorable Mayor and City Council
FROM: Dr. Sean M. Moore, City Manager
PREPARED BY: Raylette Felton, Deputy City Manager/Director of Human Resources SUBJECT: Citywide Customer Service Training
BACKGROUND
At the April 21, 2025, City Council meeting, Councilmember Bernadette Suarez requested an item to be agendized regarding the customer service training provided to City staff on best practices to navigating workplace challenges and situations.
STAFF REVIEW
The City of Lawndale provides regular training to employees on an annual or semi-annual basis. As a member of the California Joint Powers Insurance Authority (CJPIA), a municipal risk management selfinsurance pool, the City has access to a wide variety of training opportunities. These trainings are available online, via webinar, or through in-person sessions that can be customized to meet the specific needs of the City, often at little or no cost.
Over the years, the City has offered various customer service focused training's emphasizing the importance and value of quality service, effective communication with coworkers and the public, and conflict resolution.
In recent years, the City has hosted the following customer service trainings through CJPIA:
Library Security for Better Communication & Safer Facilities – June 2019 Principles of Customer Contact - February 2020
Customer Service: Code of Quality Services – Virtual - April 2021 Practical Challenges of Working in a Fishbowl for Public Employees - January 2022 Tactical Communication: Tools for Service & Safety in the Field - February 2022 Library Service, Safety, and Security – Virtual – February 2024 In the coming months, the City will be hosting a customer service training scheduled for June 25, 2025, followed by another training in September 2025. Both trainings are designed for public sector employees and will focus on providing employees with strategies to enhance communication (phone, electronic and inperson communications), problem-solving, professionalism, and the overall quality of customer service.
LEGAL REVIEW
The City Attorney's office has reviewed and approved this report.
FISCAL IMPACT
N/A
RECOMMENDATION
Staff recommends City Council receive this report and/or provide further direction, if necessary.
Attachments
Customer Service Training Description.pdf
ATTACHMENT A
Customer Service: A Team Effort
Description
Delivering exceptional customer service is not just a skill, it’s practice that serves the needs of the client and the organization. Drawing inspiration from industry leaders in the public and private sectors, this engaging and practical course equips participants with strategies to enhance communication, problem-solving, and professionalism. Tailored for public sector professionals, this session provides actionable tools to foster a culture of service excellence while empowering employees to meet customer expectations.
Topics Covered:
• Learn Best Practices: Discover customer service techniques which are relatable and actionable.
• Enhance Communication: Master phone, electronic, and in-person communication skills to build customer centered relationships.
• Foster Team Collaboration: Understand how teamwork elevates the customer service experience.
• Proactive Problem-Solving: Develop critical thinking to identify and address issues before they escalate.
• Empower Employees: Recognize individual contributions and inspire a sense of ownership in customer interactions.
• Actionable Insights: Set goals and create personalized plans to implement lessons learned.
This course is ideal for organizations seeking to cultivate a customer-focused culture, improve customer centered team dynamics, and provide long-term exceptional service.
Library Service, Safety, and Security -
Virtual
Description
This training covers the dos and do nots of handling challenging, entitled, or even threatening patrons, including the homeless, mentally ill, gang members, thieves, Internet hogs, and others who want to disrupt the library. This training offers practical and realistic tools that will make your facility a better, safer place to work. Mixed with his use of humor, a law enforcement office shares his real-life experiences. Learn safe workplace behaviors, security measures, and how to activate your high-risk customer service skills.
Once your Training Registrar has scheduled you for this training, you may access the training by going to cjpia.org and clicking on the “myJPIA Training” button. Enter the email address associated to your account then enter your password and click on the “Sign In” button. Click on the “Reset Your Password” button to acquire or reset your password. From the Homepage, click on “Calendar” and use the arrows next to the month to find the day of the event (training). Once located, click on the “training title”, a pop-up window will appear, and you are ready to launch it.
Topics Covered
• Our New Safety and Security Motto
• Our Need for Consistent Security Themes
• The New Library Environment
• What is Workplace Violence?
• Perpetrators of Workplace Violence
• The List Challenging Patrons (and Their Beasts)
• Challenging Patrons Exercise
• Real Codes of Conduct
• Our Library Security Plan
• Interacting With the Police
• Creative Customer Service
• Verbal Judo the L.E.A.P.S. Model
• Continued Homeless or Mentally Ill Patron Management
• Challenging Patron Role Plays
Principles of Customer Contact
Description
Many citizens have become more vocal, confrontational, and even intrusive. This training provides participants with real-world tools, tips, and techniques for connecting with the public even in the most challenging of situations.
If you are a person with a disability and need an accommodation to participate, please contact the California JPIA training division by email, [email protected], within two business days of the training date, noting that the Authority is closed on Fridays.
Topics Covered
• Techniques for Connecting With the Public
• Learn Influential, Practical, and Compelling Ways to Convey Your message • Contain and Control an Encounter
• Avoid Conflict
Practical Challenges of Working in a
Fishbowl for Public Employees
Description
It used to be simple. You came to work, did your job, put in a full day’s work for a full day pay, and then go home. Now, government employees are under extreme public scrutiny, and it is almost impossible to open a newspaper or catch the news without hearing the public questioning their motives and wondering if they are doing a good enough job or just abusing the system.
If you are a person with a disability and need an accommodation to participate, please contact the California JPIA training division by email. [email protected] within two business days of the training date, noting that the Authority is closed on Fridays.
Topics Covered
• Unique Issues facing Municipal Employees
• Interacting with Co-Workers and the Public
• Customer Service Issues
• Courtesy in the Workplace
• Bullying and Hazing
• Workplace Violence and Safety
Tactical Communication for Enforcement
Activities: Tools for Service and Safety in
the Field - Virtual
Description
This course helps employees who enforce (including sworn law enforcement, code enforcement, comunity service officers and building inspectors) to communicate more effectively with the wide variety of people they come into contact within the field, during follow up inquiries, over the phone, and under various low and high stress encounters. The focus is both on tactical communications during field encounters (which emphasizes both officer safety and good service skills) and recognizing the necessary diversity awareness in their communities.
Once your Training Registrar has scheduled you for this training, you may access the training by going to cjpia.org and clicking on the “myJPIA Training” button. Enter the email address associated to your account then enter your password and click on the “Sign In” button. Click on the “Reset Your Password” button to acquire or reset your password. From the Homepage, click on “Calendar” and use the arrows next to the month to find the day of the event (training). Once located, click on the “training title”, a pop-up window will appear, and you are ready to launch it!
Topics Covered
• Diversity Awareness: Age, Race, Gender and Cultural Differences • Active, Empathetic Listening
• Police and Customer Service Awareness Moments of Truth • Avoiding Citizen Complaints the Ingredients for an Investigation • Group Role plays with Feedback
• High Stress Communication Tools
• Internal Communications Giving Each Other Feedback
• Respecting Chain of Command
• Communication Failures Lawsuit Scenarios
• Officer Safety
• Verbalization Techniques During Arrests
• Stress Management Tactical Breathing, Anger Mastery and Critical Incident Stress Debriefing
• When to Be a Warrior, When to Be a Protector
Code of Quality Service - Virtual
Description
This training is designed for taxpayer-contact employees who want to understand how and why the concepts of excellent customer service have evolved. Every government organization is dealing with budget cuts, fewer staff members, and more work. The taxpayer requires excellent service, so how do we do more for them with less? This session helps employees understand critical service concepts like Moments of Truth, Cycles of Service, Service Blueprints, and Service Recovery. It features a discussion of the Code of Quality Service, a set of 10 employee behaviors that can make employees work easier, more fun and more relevant to the service needs of today’s taxpayer.
Once your Training Registrar has scheduled you for this training, you may access the training by going to cjpia.org and clicking on the “myJPIA Training” button. Enter the email address associated to your account then enter your password and click on the “Sign In” button. Click on the “Reset Your Password” button to acquire or reset your password. From the Homepage, click on “Calendar” and use the arrows next to the month to find the day of the event (training). Once located, click on the “training title”, a pop-up window will appear, and you are ready to launch it!
Topics Covered
• The History of Service Management (Including: The Total Quality Management Movement, The Influence of Other Countries, and Leading U.S. Companies Known for Service Excellence)
• Moments of Truth and its Critical Importance in Providing Good Service • The Service Blueprint to Correct Service Process Errors • How and When to Use Service Recovery Techniques
• The Three Service Roles
• How to Deal with Difficult Taxpayers
• The Sins of Internal and External Service
• Avoiding Job Burnout and Apathy
• Defining the Customer Value Model from the Taxpayers Perspective • The 10 Behaviors in the Code of Quality Service
Customer Service & De-Escalation for
Public Agencies: Strategies for Success
Description
Public agency employees are often the community members' first impression of the city, which makes customer service skills essential. Customer service is inextricably intertwined with being a public servant. Local businesses, residents, and community leaders often feel that because their tax dollars pay public servant salaries they have an unwritten contract that requires agency employees to be responsive to their needs. This session was designed with public agencies for public servants like yours. Building public trust and overcoming negative perceptions about public servants are the byproduct of effective customer service. Too many customer service sessions focus on broad principles without understanding the context public servants experience.
This session will focus on providing participants with the necessary skills to improve the quality of customer service for both external and internal customers. While we all want to have interactions with community members that are smooth, flowing and productive it is inevitable that we will face a "heated" situation fraught with frustration and anger. It is necessary to find a way to treat community members with respect and give them opportunities to be heard. That is where deescalation strategies are a necessity. This session will focus on empowering you with the skills to transfer your sense of calm and genuine interest to the person you're interacting with so you can understand the root cause of the situation, and build trust with the individual.
SAFE WORKPLACES: LIBRARY SECURITY - BETTER
COMMUNICATION, SAFER FACILITIES
Description
This training covers the do’s and don’ts of handling challenging, entitled, or even threatening patrons, including the homeless, mentally ill, gang members, thieves, Internet hogs, and others who want to disrupt the library. This training offers practical and realistic tools which will make your facility a better, safer place to work. Enjoy Steve’s real-life experiences as a law enforcement officer, mixed with his use of humor. Learn safe workplace behaviors, security measures, and how to activate your “high risk” customer service skills.
CITY OF LAWNDALE
14717 BURIN AVENUE, LAWNDALE, CALIFORNIA 90260
PHONE (310) 973-3200 ♦ www.lawndalecity.org
DATE: June 16, 2025
TO: Honorable Mayor and City Council
FROM: Dr. Sean M. Moore, City Manager
PREPARED BY: Raylette Felton, Deputy City Manager/Director of Human Resources SUBJECT: Letter Requesting Funding for Lawndale Youth Development Center Project
BACKGROUND
Mayor Pro Tem Pat Kearney requested an agenda item for City Council’s review and discussion regarding submitting a letter to the state legislator to request funding for the Lawndale Youth Development Center and Skatepark Project.
STAFF REVIEW
The Lawndale’s Youth Development Center and Skatepark Project will serve as a vital resource, development, and recreational facility for local youth, while also providing office space for City departments. The estimated construction cost is approximately $11,477,180. To date, the City has secured $9,745,000, leaving a funding gap of $1,732,180. Attached is a draft letter for City Council’s review and consideration, requesting additional funding to complete the project. The City Council may approve the letter as presented or make modifications as needed.
LEGAL REVIEW
The City Attorney has reviewed the staff report and approved as to form.
FISCAL IMPACT
None.
RECOMMENDATION
Staff recommends that the City Council review the draft letter to be addressed to state legislators requesting assistance in obtaining funding for the Lawndale Youth Development Center and Skatepark Project and/or provide further direction as appropriate.
Attachments
Attachment A - Ltr State Legistlator YDC.pdf
ATTACHMENT A
June __, 2025
The Honorable Laura Richardson
United States Senator, District 35
1021 O Street, Suite 7340
Sacramento, CA 95814
Dear Senator Richardson:
On behalf of the Lawndale City Council, we respectfully request your support in securing funding for the construction of a new Youth Development Center and Skatepark Project for local Lawndale youth.
The City of Lawndale’s Youth Development Center and Skatepark Project will feature a new 30,000 square foot, two story building with a secured parking, along with interior and exterior improvements. This innovative project uniquely combines city office space, a teen resource center, and a skatepark on one property. It will provide local youth with much needed access to programs, services, and recreational activities designed to promote personal growth and development in a safe, clean and supportive environment. This project is a critical investment for our city, addressing the current shortage parks, recreational facilities, and youth-oriented opportunities within our community.
The estimated construction cost for this project is currently $11,477,180. To date, the City has secured $9,745,000 in funding from a combination of state, federal and local sources, including a California Natural Resources Agency grant ($4,000,000), a Community Project Funding grant ($4,000,000), a Los Angeles County Technical Assistance Program Allocation ($285,000), and a Los Angeles County Recreation, Parks and Open Space Measure A Annual Allocation ($180,000). Despite these secured funds, a $2 million funding gap stays, and the City is actively seeking additional resources to fully fund and complete the project’s construction.
On behalf of the Lawndale City Council, thank you for your consideration of the City of Lawndale’s request for funding for the new Youth Development Center and Skatepark Project. We would be pleased to supply any other information that you may need to process this request. Thank you for your time and consideration. We look forward to your response.
Sincerely,
Robert Pullen-Miles Pat Kearney
Mayor Mayor Pro Tem
Sirley Cuevas Bernadette Suarez Francisco M. Talavera
Councilmember Councilmember Councilmember
June __, 2025
The Honorable Tina McKinnor
Assemblymember, District 61
1021 O Street, Suite 5520
P.O. Box 942840
Sacramento, CA 94249-0061
Dear Assemblymember McKinnor:
On behalf of the Lawndale City Council, we respectfully request your support in securing funding for the construction of a new Youth Development Center and Skatepark Project for local Lawndale youth.
The City of Lawndale’s Youth Development Center and Skatepark Project will feature a new 30,000 square foot, two story building with a secured parking, along with interior and exterior improvements. This innovative project uniquely combines city office space, a teen resource center, and a skatepark on one property. It will provide local youth with much needed access to programs, services, and recreational activities designed to promote personal growth and development in a safe, clean and supportive environment. This project is a critical investment for our city, addressing the current shortage parks, recreational facilities, and youth-oriented opportunities within our community.
The estimated construction cost for this project is currently $11,477,180. To date, the City has secured $9,745,000 in funding from a combination of state, federal and local sources, including a California Natural Resources Agency grant ($4,000,000), a Community Project Funding grant ($4,000,000), a Los Angeles County Technical Assistance Program Allocation ($285,000), and a Los Angeles County Recreation, Parks and Open Space Measure A Annual Allocation ($180,000). Despite these secured funds, a $2 million funding gap stays, and the City is actively seeking additional resources to fully fund and complete the project’s construction.
On behalf of the Lawndale City Council, thank you for your consideration of the City of Lawndale’s request for funding for the new Youth Development Center and Skatepark Project. We would be pleased to supply any additional information that you may need to process this request. Thank you for your time and consideration. We look forward to your response.
Sincerely,
Robert Pullen-Miles Pat Kearney
Mayor Mayor Pro Tem
Sirley Cuevas Bernadette Suarez Francisco M. Talavera
Councilmember Councilmember Councilmember
CITY OF LAWNDALE
14717 BURIN AVENUE, LAWNDALE, CALIFORNIA 90260
PHONE (310) 973-3200 ♦ www.lawndalecity.org
DATE: June 16, 2025
TO: Honorable Mayor and City Council
FROM: Dr. Sean M. Moore, City Manager
PREPARED BY: Vanesa Alvarez, Administrative Assistant
SUBJECT: Report of Attendance at Meetings
No supporting documentation was forwarded to the City Clerk Department for this item.