Item 7h — Lomita City Council, November 7, 2023

1 TO: City Council
FROM: Ryan Smoot, City Manager
PREPARED BY: Gary Sugano, Assistant City Manager
MEETING DATE: November 7, 2023
SUBJECT: Side Letter with the Lomita City Employees Association (LCEA) re:

Various Policies, Amendment to the Compensation Plan for NonRepresented and Related Actions

RECOMMENDATION
1) Adopt Resolution No. 2023-24 approving a side letter covering various policies with the LCEA amending MOUs with the Administrative and Field Services Units covering the period of July 1, 2022 – June 30, 2025;
2) Adopt Resolution No. 2023-25 approving an amendment to the comp plan for nonrepresented adding a certification policy and adding the position of Human Resources Manager;
3) Adopt Resolution No. 2023-26 establishing a revised list of full-time positions with corresponding salary schedule and make the necessary budget adjustment for the position of Human Resources Manager; and
4) Approve a new class specification for Human Resources Manager and a revised class specification for Water Service Technician I/II.

BACKGROUND/ANALYSIS
On September 6, 2022, the City Council adopted Resolution 2022-32 approving a Memorandum of Understanding (MOU) with both the Administrative and Field Services Unit of the LCEA.

Two policies in the current MOUs are in need of amendment due to changes in State Law (Bereavement and Personal Holiday Hours Policies). Two other policies (Certification and Safety Hours) are also proposed based on Council direction and agreement with the LCEA.

Item No. 7h

CITY OF LOMITA

CITY COUNCIL REPORT
2 Bereavement Policy Amendment
Pursuant to the State’s Bereavement Law (AB1949) which took effect on January 1, 2023, the City’s Bereavement Policy for employees would be amended to be consistent with state law. A total of five (5) bereavement days (4 paid days for out-of-state travel and 3 paid days for in-state) may be taken for an eligible event. Employees may use other accrued leave including sick leave for the additional days up to 5. The bereavement days may be taken within 3 months. The draft policy has been amended consistent with this new state law.

Use of Personal Holiday Hours
Current city policy requires the use of accrued personal holiday hours to be used by June 30th in the fiscal year accrued. Recommendation would be to eliminate this requirement and establish a cap of 80 hours for a personal holiday bank. Any existing accrued personal holiday hours would be carried over into this bank effective July 1, 2024..

Safety Hours Policy
Currently, the City does not have a formal safety hours policy. A safety hours policy would allow a rest period prior to the next day work shift for employees that complete unplanned emergency work (generally overnight work such as repairing water main breaks). In order to qualify for safety hours, an employee would need to work a minimum of 3 hours within the 9 hour period prior to their next day work shift. The policy would allow reduction in any safety hours to be taken by mutual consent of the employee and employer based on operational need. Any earned safety hours could not be banked and can only be used toward a next day work shift.

Certification Policy
As part of the negotiation process, the City Council and the LCEA agreed to develop and implement a policy to require, and provided training for necessary certifications for specific employee classifications. As part of the new job classifications approved last year by the Council, a number of positions required certain certifications as part of their job duties. Some of these include requirements for a Class A/B Driver’s License, Playground Safety Inspector, Pesticide Applicator, Water Treatment and Distribution and various code enforcement-related certs.

Having our employees obtain and maintain these certifications has dual benefits for both employer and employee. Employees that have one or more certifications bring additional knowledge when carrying out their job duties and, in many cases, will reduce overall liability issues and claims.

As drafted, employees that currently do not meet minimum certification requirements would have 12 months from policy adoption to obtain them (with some built-in flexibility for extension). The City is committed to providing employees with the necessary training and resources to be successful in obtaining the required certifications.

Under approved MOUs, certification pay of $25 per pay period (approximately 1% of average salary) is provided for certain certifications. As proposed, eligible employees 3 would receive 2.5% of base salary per pay period for the first certification and an additional 2.5% of base salary per pay period for a second certification up to a maximum of 5% of base salary per pay period.

Eligible certifications include:
• Pesticide Applicator
• Playground Equipment Inspector
• Cross Connection (Water)
• Class A/B Driver’s License
• Water Certification (Distribution or Treatment) at a level higher than minimum required for job classification
Clean-up of Water Service Technician I/II Class Specification In April 2022, the City Council adopted new class specifications for all city positions. This included the Water Service Technician I/II spec that had a requirement for a cross connection certification. The primary objective of obtaining a Cross-Connection certification is for a certified employee of a public water system to ensure the protection of public health through the establishment of standards intended to ensure the drinking water distribution system will not be subject to the backflow of liquids, gases, or other substances into the distribution system. State requirements would be met with certification of at least one of the Water Treatment Plant operators, therefore it is no longer necessary for a Water Service Technician II to obtain it and is being recommended for removal from the current class specification.

Human Resources Manager Reclassification
As the final piece to the recently approved reorganization, it is recommended that the current Senior Human Resources Analyst be reclassified to the title of Human Resources Manager. The position has and will be tasked with greater responsibilities including oversight of the City’s risk management program and coordination with California Joint Powers Insurance Authority (CJPIA). In addition, going forward additional tasks will include managing consultants for recruitments and various studies, greater involvement in labor negotiations and coordinating adoption and implementation of safety-related policies. Possession of a higher skillset relative to this job title will benefit the City when recruiting for this position in the future as the incumbent in the position will need to have an extremely well-rounded set of knowledge, skills and abilities.

Compensation Plan for Non-Represented Amendment
On May 2, 2023, the City Council amended the non-represented compensation plan to include the updated bereavement and personal holiday hours policies. This proposed amendment would include the addition of the certification policy consistent with the proposal in the represented group side letter.
4 OPTIONS:
1) Approve the recommended actions.
2) Provide alternative direction.

ATTACHMENTS
1) Resolution No. 2023-24 Side Letter with LCEA with Amended Policies 2) Resolution No. 2023-25 amending Non-Represented Comp Plan 3) Resolution 2023-26 with list of positions and salary schedule 4) Revised Organizational Chart
5) Water Service Technician I/II and Human Resources Manager Class Specifications

FISCAL IMPACT
Based on all employees obtaining certifications the additional annual fiscal impact would be $30,000. The additional 1st year fiscal impact for the reclassified Human Resources Manager position would be $10,872.

Prepared by: Approved by:
___________________________
Gary Y. Sugano Ryan Smoot
Assistant City Manager City Manager
RESOLUTION NO. 2023-24

SIDE LETTER OF AGREEMENT BETWEEN THE CITY OF LOMITA AND THE

LOMITA CITY EMPLOYEES ASSOCATION (LCEA) PURSUANT TO CALIFORNIA GOVERNMENT CODE SECTION 3505.1
This Side Letter of Agreement ("Agreement") is made and entered into on November 7, 2023, by and between the City of Lomita ("City"), and the Lomita City Employees Association (Administrative and Field Services Units), an employee organization (the "Association" or "LCEA"). City and Association/LCEA are sometimes hereinafter collectively referred to as the "Parties."

RECITALS
WHEREAS, the City has recognized and continues to recognize the Association as the duly recognized employee organization for its members employed by the City in an employee unit as defined in Article I, Section 2 of the City's Employer-Employee Relations Resolution ("Resolution No. 2001-12") of the City Council; WHEREAS, the City and Association previously entered into a Memorandum of Understanding dated September 6, 2022, for the period July 1, 2022 through June 30, 2025 ("Resolution No. 2022-32"), which set forth the wages, hours and other terms and conditions of employment for employees represented by the Association; WHEREAS, the City's Representatives and the Association have successfully met and conferred in good faith to negotiate this Agreement, pursuant to both the Meyers-MiliasBrown Act ("MMBA") (Government Code Sections 3500-3511) and Resolution No. 2001- 12;
WHEREAS, the Parties seek to have this Agreement memorialize their understanding regarding various policies/provisions (certification, bereavement, safety hours and personal holiday hours/bank);
WHEREAS, on October 19, 2023 the Association ratified and approved the various policies as presented.

NOW, THEREFORE, and in consideration for the promises, waivers and releases contained herein, the Parties agree as follows:

1. All of the recitals listed above are material provisions of this Agreement and are deemed true and correct by the Parties and incorporated herein by this reference.

2. The attached Exhibit A shall be approved by the Lomita City Council which has also been ratified by the LCEA.

3. Association Side Letter relative to Agreement supersedes prior agreements between the City and the Association relative to the subject matter hereof.

4. This side letter is of no force and effect unless ratified by the Association and accepted, approved, and adopted by the Lomita City Council per Government Code Section 3505.1
Attachment No. 1
Resolution No. 2023-24

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PASSED, APPROVED AND ADOPTED this 7
th day of November 2023.
____________________________
Barry M. Waite
ATTEST: Mayor
Kathleen Horn Gregory, MMC, City Clerk
APPROVED AS TO FORM:

Trevor Rusin, City Attorney
Resolution No. 2023-24

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EXHIBIT A
The following positions shall be added to the Administrative Services Unit of the LCEA:

Code Enforcement Officer I
Code Enforcement Supervisor
Recreation Coordinator
The following positions shall be added to the Field Services Unit of the LCEA:

Lead Worker – Facilities
PW Lead Worker – Water Distribution
PW Lead Worker – Water Treatment
BEREAVEMENT LEAVE (To replace Sections 5.11 and 5.12 respectively) Section 5.12 (Administrative Unit) and Section 5.11 (Field Services Unit). Competitive service employees, probationary employees, members of the Administrative Services Unit, and members of the Field Services Unit are eligible for bereavement leave.

Employees shall be eligible for a maximum of five (5) days bereavement leave for the death of a member of the employee’s immediate family.

For travel less than 300 miles, employees shall be eligible for a maximum of three (3) days of paid bereavement leave and two (2) days of unpaid bereavement leave for the death of a member of the employee’s immediate family. For travel greater than 300 miles, employees shall be eligible for a maximum of four (4) days of paid bereavement leave and one (1) day of unpaid bereavement leave for the death of a member of the employee’s immediate family. Employees may substitute their accumulated vacation/comp time leave, personal leave, and/or available sick leave for unpaid bereavement days. Bereavement leave shall be completed within three (3) months of the date of death of a family member and leave days need not be taken consecutively.

Immediate family is limited to a parent, step-parent, spouse, child, step-child, brother, sister, uncle, aunt, mother-in-law, father-in-law, grandfather, grandmother, grandchild, son-in-law or daughter-in-law, regardless of residence.

If an employee is required to be absent beyond the maximum number of days listed above, additional days must be charged against accumulated vacation/comp time leave.

The employee, if requested by manager or human resources, within 30 days of the first day of the leave, shall provide documentation of the death of the family member.

Documentation includes, but is not limited to, a death certificate, a published obituary, or written verification of death, burial, or memorial services form a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency.

Resolution No. 2023-24

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PERSONAL HOLIDAY LEAVE BANK (To be added as Section 5.8.1 and 5.7.1 respectively)
Section 5.8.1 (Administrative Unit) and Section 5.7.1 (Field Services Unit). No employee may accumulate more than 80 hours of personal leave. The City will notify any employee approaching the maximum accumulation. An employee will stop accruing personal holiday leave when his or her accumulated balance reaches 80 hours. An employee shall not accrue additional personal holiday leave until the employee uses such time and his or her accumulated personal holiday leave balance again falls below 80 hours. When an employee leaves City service the balance of any earned and unused personal holiday leave will be paid at the employee's current rate of pay.

Resolution No. 2023-24

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EMERGENCY WORK AND SAFETY HOURS (To be added as Section 5.17 to the Field Services Unit MOU)
Section 5.17. The intent of this section is to provide a work practice that allows employees to receive rest between work shifts following emergency overtime work.

A. This section only applies to employees directly involved in emergency work.

Emergency work shall be defined as non-scheduled and unforeseen work.

B. The City shall determine employees needed during an emergency work event.

C. Classifications eligible for emergency work and safety hours per this section include:

Public Works – Lead Worker, Maintenance Worker II, Maintenance Worker I, Water Treatment Plant Operator, Water Service Tech II and Water Service Tech I D. Employees performing emergency work during the designated critical hours are to be paid the overtime rate of time and a half for hours worked during the critical hours and double time for critical hours worked beyond 12 hours in a day.

Employees shall also be given equivalent Safety Hours off (without pay) at the start of the following business day work shift on an hour for hour basis for hours actually worked during the designated critical hours.

E. The critical hours are designated as the nine (9) hours immediately prior to the start of a regular work shift for an employee on the 9/80 work plan.

F. In order to receive Safety Hours off, the employee must be regularly scheduled to work on the next day after the emergency work was completed.

G. In order to qualify for Safety Hours and automatic overtime (per Section D), the employee must have actually worked a minimum of three (3) hours during the critical hours.

H. The amount of Safety Hours provided to an employee shall be equal to the amount of hours the employee worked during designated critical hours, if the employee worked at least three (3) consecutive hours during the critical hour period.

I. If an employee elects to use safety hours the following work shift, the hours worked during critical hours shall be calculated at the overtime rate as stated in Section D regardless of the actual number of hours worked that day or during the week/pay period. Use of safety hours constitutes hours worked for calculation of O/T for that same pay period. Overtime calculation when leave is taken (other than safety hours) during the next work shift or during the week/pay period shall be calculated per governing state/federal law.

J. By mutual consent of the employee and employer, employee may request to reduce/decline eligible safety hours to be taken the following work shift based on operational need.

K. If the emergency overtime hours overlap with the employees next regularly scheduled work shift, the Safety Hours the employee earned may be taken at the end of that work shift but only with the prior approval of the direct supervisor or Department designee.

Resolution No. 2023-24

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L. An employee that meets the requirements of this section for the use of Safety Hours and whose emergency work was completed prior to the start of their next regularly scheduled work shift must coordinate with their direct supervisor (or the supervisor overseeing the emergency work if the direct supervisor is not available) prior to leaving work for the purpose of informing management of a delayed start time. The Information to be provided Is:
a. Name of employee
b. Time that the employee began emergency work
c. Time that the employee is designating as completing their portion of the emergency work and is leaving the Corp Yard/work area.
d. The delayed start time the employee will be reporting to work based on received Safety Hours
M. An employee that uses Safety Hours for a delayed start time of their regularly scheduled work shift and wishes to take the remainder of their shift off In lieu of working, may request that time off, and with the approval of the direct supervisor or Department designee may use accrued vacation, comp time or personal holiday for that requested time off. When possible, such requests shall be made at least two (2) hours prior to the beginning of the delayed start time.

N. An additional 30 minutes will be added to a delayed start time that begins after 12:00 pm (Noon) to compensate for a lunch break.

O. Safety hours cannot be accrued or banked (unless the emergency work encompasses 2 or more working days) and can only be used toward the next regularly scheduled work shift after which the Safety Hours have been received.

Employees who complete emergency work that carries over to 2 or more working days may use the accrued Safety Hours following the completion of the emergency work within the next working day(s).

P. Safety Hours are not applicable to scheduled overtime work.

Resolution No. 2023-24

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CERTIFICATION POLICY (To be added as Section 6.9 to the Administrative and Field Services Unit MOUs)
Section 6.9
For a certification(s) required by a particular Classification Specification as a condition of employment, the employee shall be required to possess and maintain such certification(s). Those employees hired prior to November 7, 2023 shall be allowed up to 12 months to acquire and maintain the certification(s). If the certification(s) is not acquired within the specified time the employee may be demoted to a lower classification within that job family for which they are qualified.

The City shall make every effort to pay for any training, exam fees, work time to study (as operations permit), etc. to those employees who need to obtain any outstanding certifications.

The City at its discretion may extend the 12 month period due to extenuating circumstances. A position obtained via promotion/change of classification which require new certification(s) not previously obtained shall trigger the 12 month requirement and the employee may demote to a lower class if the certifications have not been obtained with the 12 month period.

Applicable to new hires as of November 7, 2023:

For certification(s) required by a particular Classification Specification as a condition of employment, the employee shall be required to possess and maintain the certification(s) upon entering the classification. If not possessed at time of hiring such employee shall be allowed up to 12 months to acquire and maintain the certification. If the certification(s) is not acquired within the specified time the employee may be demoted to a lower classification within that job family or to a vacant position for which they are qualified, whichever is available. If there are no vacant positions, he/she may be ultimately terminated from City service.

The City shall make every effort to pay for any training, exam fees, work time to study (as operations permit), etc. to those employees who need to obtain any outstanding certifications.

The City at its discretion may extend the 12 month period due to extenuating circumstances. A position obtained via promotion/change of classification (after the initial hire) which requires new certification(s) not previously obtained shall trigger the 12 month requirement and the employee may demote to a lower class if the certifications have not been obtained within the 12 month period or to a vacant position for which they are qualified, whichever is available. If there are no vacant positions, he/she may be ultimately terminated from City service.

Resolution No. 2023-24

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CERTIFICATION PAY (To replace existing Section 4.18 in the Field Services MOU) Section 4.18. For certification(s) required by a particular Classification Specification as a condition of employment, the following certification pay shall be provided for those employees possessing such certifications if the department head or designee determines that the certification is related to the duties performed by the employee.

Should an employee receiving certification pay fail to maintain said certification, said employee shall notify the City immediately and that certification pay shall be terminated until the certification is renewed/reinstated.

Compensation

2.5% for the first certification and 2.5% for the second certification up to a maximum of

5.0% of base pay.

1. Any employee who possesses and maintains a pesticide applicator certification.

2. Any employee who possesses and maintains a playground equipment inspector certification.

3. Any employee who possesses and maintains a cross connection certification.

4. Any employee who possesses and maintains a Class A/B Driver's License.

5. Any employee who possesses and maintains a State Water Resources Control Board Drinking Water Certification (distribution or treatment) at a level higher than the minimum required for the job classification. Each water certification (distribution or treatment) shall be treated as individual certifications for purposes of determining compensation.

RESOLUTION NO. 2023-25

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LOMITA,

CALIFORNIA, APPROVING A COMPENSATION PLAN FOR
NONREPRESENTED EMPLOYEES FOR FISCAL YEARS 2022-23
THROUGH 2024-25 AND RESCINDING RESOLUTION NO. 2022-33
WHEREAS, Section 36506 of the Government Code requires the City Council to prescribe the time and method of payment of salaries and wages of officers and employees of the City.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF LOMITA DOES HEREBY RESOLVE, DETERMINE AND ORDER AS FOLLOWS:

SECTION 1. The Compensation Plan for Non-Represented Employees, attached hereto is approved in its entirety shall be effective July 1, 2022 through June 30, 2025, replacing Resolution No. 2022-33 unless otherwise amended or rescinded.

SECTION 2. The Mayor, or presiding officer, is hereby authorized to affix his/her signature to this Resolution signifying its adoption and the City Clerk, or her duly appointed deputy, is directed to attest thereto.

PASSED, APPROVED AND ADOPTED this 7
th day of November 2023.

Barry Waite, Mayor
ATTEST
_____________________________________
Kathleen Horn, Gregory, MMC, City Clerk
APPROVED AS TO FORM:
_____________________________________
Trevor Rusin, City Attorney
Attachment No. 2
Resolution No. 2023-25

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2 COMPENSATION PLAN FOR NON-REPRESENTED EMPLOYEES
This compensation plan is entered into between the City of Lomita (City) and the FullTime Non-Represented Employees. This plan shall not apply to Lomita City Employees Association represented employees.

ARTICLE 1. APPLICABLE EMPLOYEES
Section 1.1. The following City employees shall constitute the full-time non-represented classifications:

Accountant
Administrative Services Director
Assistant City Manager
Chief Water Operations Manager
City Clerk
Community and Economic Development Director
Deputy City Clerk
Facilities Manager
Human Resources Manager
Management Analyst
Parks and Recreation Director
Public Works Director
Public Works Superintendent
Recreation and Facilities Manager
Recreation Manager
Senior Accountant
Senior Human Resources Analyst
Senior Management Analyst
Resolution No. 2023-25

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3 ARTICLE 2. COMPENSATION AND HOURS

COST OF LIVING ADJUSTMENT (COLA)
Section 2.1. Effective the first full pay period after July 1, 2022, full-time represented employees as listed in Article I shall be entitled to a 3.5% base salary increase.

Section 2.2a. Effective the first full pay period after July 1, 2023, full-time represented employees as listed in Article I shall be entitled to a 2% base salary increase.

Section 2.2b. Effective the first full pay period after July 1, 2024, full-time represented employees as listed in Article I shall be entitled to a 2% base salary increase.

SALARY RANGES AND CLASS TITLES
Section 2.3. The attached exhibits (1-4) are assigned to classes covered by this comp plan effective the first full pay period after July 1, 2022 through June 30, 2025. Effective the first full pay period after July 1, 2022, the new salary schedule (Exhibit 1) would be implemented for purposes of placing positions within the new salary schedule. Exhibit 2 would be implemented for purposes of the 3.5% COLA effective the first full pay period after July 1, 2022. Exhibits 3 and Exhibits 4 would be effective the first full pay period after July 1, 2023 and July 1, 2024.

Salary Schedule Title
42 Accountant
69 Administrative Services Director
74 Assistant City Manager
52 Chief Water Operations Manager
52 City Clerk
68 Community & Economic Dev. Director
37 Deputy City Clerk
57 Human Resources Manager
39 Management Analyst
66 Parks and Recreation Director
70 Public Works Director
52 Public Works Superintendent
53 Recreation and Facilities Manager
50 Recreation Manager
48 Senior Accountant
46 Senior Human Resources Analyst
45 Senior Management Analyst
Resolution No. 2023-25

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4 ARTICLE 3. BENEFITS

INSURANCE CONTRIBUTION (CAFETERIA PLAN)
(Does not apply to part-time employees.)
Section 3.1. The City will contribute based on a sliding scale per Section 4.2 a specific dollar amount each month to each full-time employee to be used toward the purchase of the following benefits for the employee and the employee's dependents:
• Health Insurance
• Dental Insurance
• Vision Insurance
• Life Insurance
• Long Term Care Insurance
Each employee is required to purchase a health insurance plan unless the employee provides evidence of other health insurance coverage.

Commencing July 1, 2005, half (50%) of the total contribution amount as provided by the City for insurance benefits, not used by the employee for such benefits may be contributed to the employee's ICMA deferred compensation account upon written option by the employee to the Human Resources Officer.

CAFETERIA PLAN SUMMARY
Section 3.2. Following the first full pay period starting on July 1, 2022, the City shall increase its contribution to the employee cafeteria plan for benefits including insurance as follows:

Employees with 2+ Dependents for Medical or Dental Insurance The City shall contribute an additional $100 per month to the employee cafeteria plan, for a total of $1,305 per month.

Employees with 1 Dependent for Medical or Dental Insurance The City shall contribute an additional $100 per month to the employee cafeteria plan, for a total of $1,265 per month.

Employee Only for Medical or Dental Insurance
The City shall contribute an additional $100 per month to the employee cafeteria plan, for a total of $1,243 per month.

Employees with Spouse Coverage or No Health Insurance through the City The City shall contribute an additional $100 per month to the employee cafeteria plan for a total of $1,220 per month.

Section 3.3. Effective the first full pay period starting on July 1, 2023, the City shall increase its contribution to the employee cafeteria plan for benefits including insurance as follows:

Resolution No. 2023-25

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5 Employees with 2+ Dependents for Medical or Dental Insurance The City shall contribute an additional $100 per month to the employee cafeteria plan, for a total of $1,405 per month.

Employees with 1 Dependent for Medical or Dental Insurance The City shall contribute an additional $100 per month to the employee cafeteria plan for a total of $1,365 per month.

Employee Only for Medical or Dental Insurance
The City shall contribute an additional $100 per month to the employee cafeteria plan for a total of $1,343 per month.

Employees with Spouse Coverage or No Health Insurance through the City The City shall contribute an additional $100 per month to the employee cafeteria plan for a total of $1,320 per month.

Section 3.4. Effective the first full pay period starting after July 1, 2024, the City shall increase its contribution to the employee cafeteria plan for benefits including insurance as follows:

Employees with 2+ Dependents for Medical or Dental Insurance The City shall contribute an additional $100 per month to the employee cafeteria plan, for a total of $1,505 per month.

Employees with 1 Dependent for Medical or Dental Insurance The City shall contribute an additional $100 per month to the employee cafeteria plan for a total of $1,465 per month.

Employee Only for Medical or Dental Insurance
The City shall contribute an additional $100 per month to the employee cafeteria plan for a total of $1,443 per month.

Employees with Spouse Coverage or No Health Insurance through the City The City shall contribute an additional $100 per month to the employee cafeteria plan for a total of $1,420 per month.

RETIREMENT AND PRE-TAX OF EMPLOYEE CONTRIBUTIONS
Section 3.4a. Employee Retirement Contributions.

Effective the first full pay period starting after July 1, 2017, all full-time represented employees in the Tier 1 group (2.5%@55 retirement formula) hired prior to February 19, 2012 shall pay the full 8% of the employee’s PERS contribution.

Full-time employees in the Tier 2 (2%@60) and Tier 3 (PEPRA – 2%@62) retirement groups pay their full employee contribution, currently 7% for Tier 2 and 50% of the normal cost of retirement for Tier 3. Employee contributions shall continue to be collected on a pre-tax basis.

Resolution No. 2023-25

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6 RETIREMENT COST SHARING
Section 3.4b. Effective the first full pay period starting after July 1, 2018, the parties agree pursuant to Government Code section 20516(a),(f), that each Tier 1 employee shall share the cost of the employer CalPERS contributions at the rate of 0.5% which shall be made through payroll deductions. The .5% cost sharing shall be in addition to the retirement contribution in Section 3.4a. No cost sharing for Tier 2 and 3 employees.

Effective the first full pay period starting after July 1, 2019, the parties agree pursuant to Government Code section 20516(a),(f), that each Tier 1 employee shall share the cost of the employer CalPERS contributions at the rate of an additional 0.5% (for a total of 1%) which shall be made through payroll deductions. The 1% cost sharing shall be in addition to the retirement contribution in Section 3.4a. No cost sharing for Tier 2 and 3 employees.

RETIREMENT FORMULA SUMMARY
Section 3.5. The following table lists the City’s 3 retirement tiers and corresponding retirement formula.

Tier Formula
Tier 1 (those employees hired prior to February 19,
2012)

2.5%@55
Tier 2 (classic members* as defined by PERS and
employees hired between February 19, 2012 to
December 31, 2012)
2%@60
Tier 3 (PEPRA – those employees hired on or after
January 1, 2013)
2%@62
*A classic member is an employee who first established CalPERS membership prior to January 1, 2013, and who is rehired by a different CalPERS employer without a break in service of greater than six months.

Applicable to Tier 1
Final Average Compensation Period – 1 Year
Applicable to Tiers 2 and 3
Final Average Compensation Period – 3 Years
Applicable to All Tiers
Fourth Level 1959 Survivor Benefit – The City will pay all costs associated with this benefit.

Resolution No. 2023-25

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7 RETIREE HEALTH
Section 3.6. Full-time employees hired prior to March 11, 2015 who retire from the City of Lomita shall be eligible for employee-only health coverage. City shall pay employeeonly monthly premiums for the employee’s preferred plan (based on employee’s place of residence and region, e.g., Los Angeles, etc.) from the contracting agencies annual list provided by CalPERS. Upon turning age 65, the City shall pay the Supplement/Managed Medicare Monthly Rate contribution employee-only monthly premiums for the employee’s preferred plan from the contracting agencies annual list provided by CalPERS.

For employees (who retire from Lomita) hired prior to April 1, 1986, the City will pay employee-only monthly health care premiums. Employees in this category who are not otherwise qualified and do not pay into Medicare will not have their employee-only monthly health-care premiums reduced to the Supplement/Managed Medicare Monthly Supplement Rate upon turning age 65.

Employees hired on or after March 11, 2015 who retire from the City of Lomita shall be eligible for the Public Employees Medical and Hospital Care Act (PEMHCA) minimum that may be applied towards retiree employee only health insurance cost.

DISABILITY INSURANCE (Does not apply to part-time employees.) Section 3.7. For competitive service employees, probationary employees, and members of the Administrative Services Unit or Field Services Unit, the City shall provide and pay for short-term and long-term disability insurance.

WORKERS' COMPENSATION
Section 3.8. In the event that a regular employee incurs a job-related accident or injury while in the conduct of official City business, the employee may integrate his/her Workers' Compensation payments with the use of sick leave and/or vacation leave.

During any pay period, the sum of the workers' compensation payments, sick leave, and vacation leave cannot be greater than the employee's salary.

DEFERRED COMPENSATION AND MISSION SQUARE RETIREMENT (FORMERLY

ICMA) DEFERRED COMPENSATION LOAN PROGRAM
Section 3.9. All City employees are eligible for the Deferred Compensation Program. All contributions will be made by the employees, except as provided in Section 4.1.

Section 3.10. Employees have the option to participate in the Mission Square Retirement employee loan program relative to the City's deferred compensation program. Employees wishing to participate in the program may apply directly to Mission Square Retirement and will be subject to their requirements. Under current guidelines, Resolution No. 2023-25

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8 employees may not borrow greater than ½ of their fund balance and would be required to pay any loan balance upon separation from the City.

FLEXIBLE SPENDING ACCOUNT
Section 3.11. The City will provide employees a voluntary “Flexible Spending Account”.

The Flexible Spending Account is offered pursuant to provision of Section 125 of the Internal Revenue Code. This account has been established to permit employees to pay for certain authorized expenses such as health insurance premium co-pays, health insurance deductible, and child care services from pre-tax dollars. (a) Enrollment in the Plan for current employees is required every Plan Year and is limited to the annual open enrollment period or no later than sixty (60) days following the date of becoming eligible due to a mid-year Change in Status event. (b) Eligible employees may contribute, on a pre-tax basis, to a flexible spending account, each bi-weekly pay period up to the established amount pursuant to the IRC annual maximum. An employee election to participate in the Plan shall be irrevocable for the remainder of the Plan year. Once a salary reduction has begun, in no event will changes to elections or discontinuation of contributions be permitted during the Plan year except to the extent permitted under Internal Revenue Service rulings and regulations and with the City’s Plan Document. (c) Any unused amounts remaining in an employee’s account at the end of the Plan Year must be forfeited except that the City may permit an employee to carry over unused amounts to be used in the following Plan Year in accordance with the City’s Medical Expense Reimbursement Plan Document and the IRC regulations.

WELLNESS STIPEND
Section 3.12. Employees will be provided an annual stipend of $150 towards wellness related programs. These include a health club membership, smoking cessation, weight loss, fitness trackers, etc. The City Manager and/or his designee shall make determinations for items not listed.

TRAINING OF EMPLOYEES
Section 3.13. (Tuition reimbursement does not apply to part-time employees.) Purpose of Training Program and Policy. It is the Policy of the City of Lomita to develop maximum efficiency in the performance of official duties by City employees by providing for the training of employees in the performance of their official duties, and by assisting them in fulfillment of their duties and responsibilities as well-informed citizens of the community.

The Personnel Officer shall monitor training programs, provide support and assistance to department directors in the administration of internal training programs, and submit recommendations to the City Manager. The development of a continuous program of post-entry training as a part of the normal operation of City administration shall be Resolution No. 2023-25

Page 9 of 17 ends

9 encouraged. All other things being equal, priority consideration shall be given to training opportunities sponsored by and conducted within the City.

Tuition Reimbursement. The City will provide to employees up to $2,000 per fiscal year per employee for tuition reimbursement for courses which relate to their job assignment, or when they are pursuing a degree in a major with potential value to the City. The completion date of the class shall be used in determining the fiscal year in which the benefit shall apply. To be eligible, an employee must be a regular employee and have completed at least one year of service with the City; receive no other duplicate benefits under any student aid programs; receive prior written approvals by the employee's supervisor on a form approved by the City Manager before registering for class, provide the Personnel Officer· with evidence of satisfactory completion of a course within thirty (30) days (a "C" grade or better or a "pass" in a pass/fail grading system); and forward to the Personnel Officer all classroom materials for which City reimbursement is being requested.

The City may withhold from an employee's final paycheck sums equal to any amounts which have been reimbursed after course completion if an employee resigns or retires prior to two years per the schedule below.

Effective July 1, 2016, Employees who separate from the City prior to two years after receiving such reimbursement shall pay back the City at the following ratios: 1) Between 0 and 6 months – 100%; 2) Between 6 months and 1 year – 75%; and 3) Between 1 year and 2 years – 50%.

GROUP LIFE INSURANCE POLICY
Section 3.14. The City shall provide a group life insurance policy to all represented and non-represented employees in the amount of fifty thousand dollars ($50,000). New hires will be eligible for this benefit on the first of the month following employment.

CERTIFICATION POLICY
Section 3.15. For a certification(s) required by a particular Classification Specification as a condition of employment, the employee shall be required to possess and maintain such certification(s). Those employees hired prior to November 7, 2023 shall be allowed up to 12 months to acquire and maintain the certification(s). If the certification(s) is not acquired within the specified time the employee may be demoted to a lower classification within that job family for which they are qualified.

The City shall make every effort to pay for any training, exam fees, work time to study (as operations permit), etc. to those employees who need to obtain any outstanding certifications.

Resolution No. 2023-25

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10 The City at its discretion may extend the 12 month period due to extenuating circumstances. A position obtained via promotion/change of classification which require new certification(s) not previously obtained shall trigger the 12 month requirement and the employee may demote to a lower class if the certifications have not been obtained with the 12 month period.

Applicable to new hires as of November 7, 2023:

The City shall make every effort to pay for any training, exam fees, work time to study (as operations permit), etc. to those employees who need to obtain any outstanding certifications.

Resolution No. 2023-25

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11 ARTICLE 4. VACATION AND LEAVE

ANNUAL VACATION ACCRUAL RATE
Section 4.1. t Vacation Leave Accrual. Paid vacation leave for the positions listed below shall accrue based on combined years of full-time employment with the City and with other public agencies (e.g., cities, counties, public utilities, special districts, etc.). The following positions shall be eligible for vacation leave per this section: Administrative Services Director, Assistant City Manager, City Clerk, Community and Economic Development Director, Parks and Recreation Director and Public Works Director. Paid vacation shall accrue for department directors, on a bi-weekly basis, at the rates shown below:

Service Years 1-5:

During the first five years of service, eligible positions as listed above shall earn vacation leave with pay from the first date of employment at the rate often (10) days each year. Probationary employees (other than promotional probationary employees) cannot use paid vacation unless otherwise authorized by the City Manager. Thus, for every one year of service through the fifth year of service, such employee is entitled to eighty (80) paid vacation hours annually.

Service Years 6-20:

Beginning with the sixth year, eligible positions as listed above shall earn vacation at the rates, in days per year, shown below:

Years of Service Annual Vacation Hours
0-5 80
5+-9 120
10-14 160
15-20 200
20+ 240
Service Years 20 and thereafter:

Beginning with the twentieth year of service such employees shall earn vacation at the rate of 240 hours each year.

Section 4.2. Paid vacation leave shall accrue, on a bi-weekly basis, at the rates shown below (for positions not listed in Section 4.1). Paid vacation leave for the positions listed below shall accrue based on combined years of full-time employment with the City and with other public agencies (e.g., cities, counties, public utilities, special districts, etc.). The following positions shall be eligible for vacation leave per this section:

Accountant, Chief Water Operations Manager, Deputy City Clerk, Facilities Manager, Resolution No. 2023-25

Page 12 of 17 ends

12 Human Resources Manager, Management Analyst, Public Works Superintendent, Recreation and Facilities Manager, Recreation Manager, Senior Accountant, Senior Human Resources Analyst and Senior Management Analyst.

Service Years 1-5:

During the first five years of employment, employees earn vacation leave with pay from the first date of employment at the rate of eighty hours each year. Probationary employees (other than promotional probationary employees) cannot use paid vacation unless otherwise authorized by the City Manager. Thus, for every one year of service through the fifth year of employment an employee is entitled to eighty hours paid vacation annually.

Service Years 6-20:

Beginning after the completion of five years of service and continuing through the twentieth year of service, an employee shall earn vacation at the rates, in hours per year, shown below:

Years of Service Vacation Hours Earned
0-5 80
5+-9 120
10-15 160
16 168
17 176
18 184
19 192
20+ 200

VACATION LEAVE BALANCE, ACCRUAL AND CESSATION OF ACCRUAL Section 4.3. No employee may accumulate more than 320 hours of vacation. The City will notify any employee approaching the maximum accumulation. An employee will stop accruing vacation leave when his or her accumulated vacation balance reaches 320 hours. An employee shall not accrue additional vacation leave until the employee uses vacation time and his or her accumulated vacation leave balance again falls below 320 hours. Vacation leave should be used when possible within the year following the year in which it is earned. When an employee leaves City service the balance of any earned and unused vacation days will be paid at the employee's current rate of pay.

ADMINISTRATIVE LEAVE
Section 4.4. The positions of Accountant, Chief Water Operations Manager, Deputy City Clerk, Facilities Manager, Human Resources Manager, Management Analyst, Public Works Superintendent, Recreation Manager, Senior Accountant, Senior Human Resolution No. 2023-25

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13 Resources Analyst and Senior Management Analyst will receive forty (40) hours of administrative leave each calendar year. The full forty (40) hours shall be credited to the employee in January of each year. Administrative leave may be taken as time off with pay during the year. Any unused administrative leave will be paid off on the last payday in December of each year. New employees who are eligible for this leave, shall accrue administrative leave on the first of the month following the date of employment. The amount accrued in the first year of employment shall be on a prorated basis.

MANAGEMENT LEAVE
Section 4.5. The positions of Administrative Services Director, Assistant City Manager, City Clerk, Community and Economic Development Director, Parks and Recreation Director, Public Works Director, Recreation and Facilities Manager, will receive seventytwo (72) hours of management leave each calendar year. The full seventy-two (72) hours shall be credited to the employees in January of each year.

Management leave may be taken as time off with pay during the year. Any unused management leave will be paid off on the last payday in December of each year. New employees, who are eligible for this leave, shall accrue management leave on the first of the month following the date of employment. The amount accrued in the first year of employment shall be on a prorated basis.

HOLIDAYS (DOES NOT APPLY TO PART-TIME EMPLOYEES)
Section 4.6. Employees shall have the following holidays as vacation with pay:
• New Year's Day (January 1st)
• Martin Luther King Day (3rd Monday in January)
• President’s Day (3rd Monday in February)
• Memorial Day (last Monday in May)
• Independence Day (July 4th)
• Labor Day (1st Monday in September)
• Veteran's Day (November 11th)
• Thanksgiving Day (4th Thursday in November)
• Friday after Thanksgiving
• Christmas Eve (1/2 day)
• Christmas Day (December 25th)
• Up to four working days from December 26 to December 31 during the holiday closure (see Section 5.7 - Holiday Closure).
• One Personal Holiday (Floating)

PERSONAL HOLIDAY BALANCE, ACCRUAL AND CESSATION OF ACCRUAL Section 4.65. No employee may accumulate more than 80 hours of personal holiday.

The City will notify any employee approaching the maximum accumulation. An Resolution No. 2023-25

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14 employee will stop accruing personal holiday hours when his or her accumulated balance reaches 80 hours. An employee shall not accrue additional personal holiday until the employee uses personal holiday time and his or her accumulated personal holiday balance again falls below 80 hours. When an employee leaves City service the balance of any earned and unused personal holiday hours will be paid at the employee's current rate of pay.

HOLIDAY CLOSURE
Section 4.7. Starting in 2016, the City will be closed between December 25 and January

1. Starting in 2016, Columbus Day will no longer be a recognized city holiday and starting in 2017, Lincoln’s Birthday will no longer be a recognized city holiday. The City will provide up to four days of paid vacation during the closure. Should a particular year include only 3 working days between Christmas Day and New Year’s Day, each employee will be credited with one floating holiday.

SICK LEAVE
Section 4.8. Sick Leave Generally. The granting of sick leave shall be determined by the following rules:
1) Sick leave with pay for employees shall accrue in accordance with Subsection (4) below.
2) In addition to the reasons identified in Subsection (4) below, an employee eligible for sick leave with pay shall be granted such leave for the following reasons:
a) Personal illness or physical incapacity.
b) Enforced quarantine of the employee in accordance with community health regulations.
c) Doctor and dental appointments.
d) Maternity leave. Employees shall be able to apply sick leave to maternity leave in the amount of their accrued sick leave to date. An employee may only use sick pay for the period of medical disability.
e) Paternity leave up to a maximum of forty hours per individual situation. 3) Sick leave may not be taken until after it has been accrued. 4) Competitive service employees, probationary employees, and members of the Administrative Services Unit or Field Services Unit, shall accrue sick leave with pay, on a bi-weekly basis, at a rate of 9 hours for each month of employee service, and any such leave accrued but unused in any year shall be credited to the following year. Observed holidays occurring during the sick leave shall not be counted as a day of such leave. Sick leave is not a right which an employee may use at his/her discretion. Accumulated sick leave may only be used in case of necessity and actual personal sickness or disability, or up to twelve days of accumulated sick leave per fiscal year may be used to care for the employee's ill child, spouse, parent, parent-in-law, registered domestic partner, sibling or grandparent.

Resolution No. 2023-25

Page 15 of 17 ends

15 a) An employee must call within thirty (30) minutes after the regular starting time of his/her assigned shift and report to his/her supervisor. b) Except in extraordinary circumstances, failure to call within the thirty (30) minute time limit is a basis for denying use of sick leave.
c) Sick leave pay will not be granted to an employee who fails to call as directed, even if accrued, unused sick leave is available.
d) A doctor's statement will be required prior to returning to work if an employee is absent for three (3) days or more.
e) Failure to validate an absence in Sub-Paragraph (4)(d) above with a doctor's statement is grounds for denying use of sick leave. The employee has an obligation to keep his/her supervisor informed as to his/her condition and whereabouts at all times.
f) Any employee who misses work due to illness or injury, shall, upon return to work, fill out an absence report indicating his/her illness or injury and the reason he or she felt they could not report for work.
g) In cases of suspected abuse of sick leave, a supervisor may require a doctor's statement for any illness. Continued abuse will be cause for discipline. 5) Once an employee has accumulated 480 hours of sick leave, the City may thereafter at the option of the City and employee, each year, elect to buy back one-half of each year's accumulated sick leave. The compensation will be equal to the employee's usual straight time hourly rate of pay times the number of hours bought back.

SICK LEAVE DONATION POLICY
Section 4.9. Per the Personnel Rules (currently Section 5.3, paragraph 2) FAMILY CARE LEAVE (Does not apply to part-time employees.) Section 4.10. Per page 67 of the Personnel Rules (Family and Medical Care Leave Policy).

BEREAVEMENT LEAVE (Does not apply to part-time employees) Section 4.11 Competitive service employees, probationary employees, members of the Administrative Services Unit, and members of the Field Services Unit are eligible for bereavement leave. Employees shall be eligible for a maximum of five (5) days bereavement leave for the death of a member of the employee’s immediate family.

For travel greater than 300 miles, employees shall be eligible for a maximum of four (4) days of paid bereavement leave and one (1) day of unpaid bereavement leave for the death of a member of the employee’s immediate family. Employees may substitute their Resolution No. 2023-25

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16 accumulated vacation/comp time leave, personal holiday leave, and/or available sick leave for unpaid bereavement days. Bereavement leave shall be completed within three (3) months of the date of death of a family member and leave days need not be taken consecutively. Immediate family is limited to a parent, step-parent, spouse, child, stepchild, brother, sister, uncle, aunt, mother-in-law, father-in-law, grandfather, grandmother, grandchild, son-in-law or daughter-in-law, regardless of residence.

If an employee is required to be absent beyond the maximum number of days listed above, additional days must be charged against accumulated vacation/comp time leave.

The employee, if requested by manager or human resources, within 30 days of the first day of the leave, shall provide documentation of the death of the family member.

MILITARY LEAVE
Section 4.12. Military leave shall be granted in accordance with the provisions of Chapter 7, Division 2, Part I, of the California Military and Veterans' Code. All employees entitled to military leave shall give the appointing authority an opportunity within the limits of military regulations to determine when such leave shall be taken.

JURY DUTY LEAVE (Does not apply to part-time employees) Section 4.13. Employees required to serve as a juror shall be compensated for the difference between their normal salary and the compensation for jury duty, less travel pay, during the period of such service, provided that the employee does not serve more than once in any calendar year. To be eligible for City compensated jury duty leave, employees must provide the Personnel Officer with evidence of jury duty service, including the hours and days thereof, from the Court. In the event such evidence is not provided, any time missed may be deducted from the employee's vacation time or offset from future earnings. During their jury duty leave, night shift employees will be transferred to the day shift.

Deposit in the United States mail of a first-class letter, postage paid, addressed to the employee's last known place of residence, shall be reasonable notice.

ARTICLE 5. SAVINGS CLAUSE
Section 5.1. Should any provision of this agreement, or an application thereof, be unlawful by virtue of any federal, state, or local laws and regulations, or by court decision, such provision shall be effective and implemented only to the extent permitted by law, regulation, or court decision. But in all other respects, the provisions shall Resolution No. 2023-25

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17 continue in full force and effect.

RESOLUTION NO. 2023-26

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LOMITA,

CALIFORNIA, ESTABLISHING A SALARY SCHEDULE AND

AUTHORIZED POSITIONS FOR EMPLOYEES FOR THE FISCAL YEAR
COMMENCING JULY 1, 2022, AND ENDING JUNE 30, 2024
WHEREAS, Section 37206 of the California Government Code requires the City Council to prescribe the time and method of paying salaries and wages of officers and employees of the City; and
WHEREAS, the City Council has determined that it is necessary for the efficient operation and management of the City that rules and regulations be established prescribing sick leave, vacation, leaves of absence and other regulations for the employees and officers of the City; and
WHEREAS, it is necessary from time to time to establish comprehensive wage and salary schedules and to fix the rates and compensation to be paid officers and employees of the City as well as other regulations; and WHEREAS, the City’s Personnel Rules, governing MOUs and compensation plan for non-represented employees sets forth the Rules and Regulations regarding the payment of salaries, sick leaves, vacations, leaves of absence and other regulations related to full-time employees of the City.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF LOMITA DOES RESOLVE, DETERMINE AND ORDER AS FOLLOWS:

SECTION 1. The salary schedule (Section III) and the authorized positions and salary range schedule (Section IV) (collectively attached hereto as Exhibit A) hereby amends and replaces previously adopted authorized positions and salary schedule resolutions for the fiscal year commencing on July 1, 2022, and ending on June 30, 2024.

SECTION 2. The City Clerk shall attest and certify to the passage and adoption of this Resolution and thereupon the same shall take effect and be in force and effect in accordance with its terms.
{signatures on following page}
Attachment No. 3
Resolution No. 2023-26

Page 2 of 2 ends

PASSED, APPROVED AND ADOPTED this 7
th day of November 2023.
______________________________
Barry Waite, Mayor
ATTEST:
_____________________________________
Kathleen Horn Gregory, MMC, City Clerk
APPROVED AS TO FORM:
______________________________
Trevor Rusin, City Attorney
CITY OF LOMITA - FISCAL YEAR 2022-2024 (EXHIBIT A)

SECTION IV - AUTHORIZED FULL TIME POSITIONS AND SALARY SCHEDULES Department Position Title Salary Schedule F/T
City Manager's Dept. N/A N/A
N/A 1
74 1
52 1
53 1
50 1
45 1
57 1
39 1
37 1
36 1
34 1
30 1
33 1
28 1
24 1
24 1
City Councilmembers
City Manager
Assistant City Manager
City Clerk
Recreation & Facilities Manager
Recreation Manager
Senior Management Analyst
Human Resources Manager
Recreation Supervisor
Deputy City Clerk
Lead Worker Facilities
Parking Enforcement Supervisor
Recreation Coordinator
Administrative Analyst
Management Assistant
Administrative Assistant (City Clerk's)
Administrative Assistant (Recreation)
Maintenance Worker I/II 24 1
Total Department 17
Administrative Services Administrative Services Director 69 1 Senior Accountant 48 1
Accountant (Payroll) 42 1
Accounting Technician 27 1
Accounting Assistant 24 2
Total Department 6
Community Development Community & Economic Dev. Director 68 1 Associate Planner 44 1
Assistant Planner 36 1
Code Enforcement Supervisor 41 1
Code Enforcement Officer 33 1
Total Department 5
Public Works Public Works Director 70 1
Principal Engineer 61 1
Chief Water Operator Manager 52 1
PW Superintendent - Streets/Trees/Park 52 1
Associate Engineer 49 1
Management Analyst 39 1
Engineering Technician 33 1
PW Lead Worker Streets & Trees 36 1
PW Lead Worker Park Maintenance 36 1
PW Lead Worker Water Treatment 41 1
PW Lead Worker Water Distribution 36 1
Water Treatment Plant Operator 35 1
Water Service Technician II 27 3
Maintenance Worker II 24 4
Administrative Analyst 33 1
Water Service Technician I 23 1
Maintenance Worker I 20 4
Total Department 25
Total City 53
CITY OF LOMITA - FISCAL YEAR 2023-2024 SECTION III

SALARY SCHEDULE
SCHED. NO. Step 1 Step 2 Step 3 Step 4 Step 5
6 2,745 2,882 3,026 3,177 3,336
7 2,813 2,954 3,102 3,257 3,420
8 2,884 3,028 3,179 3,338 3,505
9 2,956 3,104 3,259 3,422 3,593
10 3,030 3,181 3,340 3,507 3,683
11 3,106 3,261 3,424 3,595 3,775
12 3,183 3,342 3,509 3,685 3,869
13 3,263 3,426 3,597 3,777 3,966
14 3,344 3,512 3,687 3,871 4,065
15 3,428 3,599 3,779 3,968 4,167
16 3,514 3,689 3,874 4,067 4,271
17 3,601 3,782 3,971 4,169 4,378
18 3,691 3,876 4,070 4,273 4,487
19 3,784 3,973 4,172 4,380 4,599
20 3,878 4,072 4,276 4,490 4,714
21 3,975 4,174 4,383 4,602 4,832
22 4,075 4,278 4,492 4,717 4,953
23 4,177 4,385 4,605 4,835 5,077
24 4,281 4,495 4,720 4,956 5,204
25 4,388 4,607 4,838 5,080 5,334
26 4,498 4,723 4,959 5,207 5,467
27 4,610 4,841 5,083 5,337 5,604
28 4,725 4,962 5,210 5,470 5,744
29 4,844 5,086 5,340 5,607 5,887
30 4,965 5,213 5,474 5,747 6,035
31 5,089 5,343 5,610 5,891 6,185
32 5,216 5,477 5,751 6,038 6,340
33 5,346 5,614 5,894 6,189 6,499
34 5,480 5,754 6,042 6,344 6,661
35 5,617 5,898 6,193 6,502 6,828
36 5,757 6,045 6,348 6,665 6,998
37 5,901 6,196 6,506 6,832 7,173
38 6,049 6,351 6,669 7,002 7,352
39 6,200 6,510 6,836 7,177 7,536
40 6,355 6,673 7,007 7,357 7,725
41 6,514 6,840 7,182 7,541 7,918
42 6,677 7,011 7,361 7,729 8,116
43 6,844 7,186 7,545 7,923 8,319
44 7,015 7,366 7,734 8,121 8,527
45 7,190 7,550 7,927 8,324 8,740
46 7,370 7,739 8,125 8,532 8,958
47 7,554 7,932 8,329 8,745 9,182
48 7,743 8,130 8,537 8,964 9,412
49 7,937 8,334 8,750 9,188 9,647
50 8,135 8,542 8,969 9,417 9,888
CITY OF LOMITA - FISCAL YEAR 2023-2024 SECTION III

SALARY SCHEDULE
SCHED. NO. Step 1 Step 2 Step 3 Step 4 Step 5
51 8,338 8,755 9,193 9,653 10,135
52 8,547 8,974 9,423 9,894 10,389
53 8,761 9,199 9,659 10,142 10,649
54 8,980 9,429 9,900 10,395 10,915
55 9,204 9,664 10,148 10,655 11,188
56 9,434 9,906 10,401 10,921 11,467
57 9,670 10,154 10,661 11,194 11,754
58 9,912 10,407 10,928 11,474 12,048
59 10,160 10,668 11,201 11,761 12,349
60 10,414 10,934 11,481 12,055 12,658
61 10,674 11,208 11,768 12,356 12,974
62 10,941 11,488 12,062 12,665 13,299
63 11,214 11,775 12,364 12,982 13,631
64 11,495 12,069 12,673 13,307 13,972
65 11,782 12,371 12,990 13,639 14,321
66 12,077 12,680 13,314 13,980 14,679
67 12,379 12,997 13,647 14,330 15,046
68 12,688 13,322 13,989 14,688 15,422
69 13,005 13,655 14,338 15,055 15,808
70 13,330 13,997 14,697 15,432 16,203
71 13,664 14,347 15,064 15,817 16,608
72 14,005 14,705 15,441 16,213 17,023
73 14,355 15,073 15,827 16,618 17,449
74 14,714 15,450 16,222 17,034 17,885
75 15,082 15,836 16,628 17,459 18,332
76 15,459 16,232 17,044 17,896 18,791
77 15,846 16,638 17,470 18,343 19,260
78 16,242 17,054 17,907 18,802 19,742
79 16,648 17,480 18,354 19,272 20,235
80 17,064 17,917 18,813 19,754 20,741
81 17,491 18,365 19,283 20,248 21,260
82 17,928 18,824 19,765 20,754 21,791
83 18,376 19,295 20,260 21,273 22,336
84 18,835 19,777 20,766 21,804 22,895
85 19,306 20,272 21,285 22,349 23,467
86 19,789 20,778 21,817 22,908 24,054
87 20,284 21,298 22,363 23,481 24,655
88 20,791 21,830 22,922 24,068 25,271
89 21,311 22,376 23,495 24,670 25,903
90 21,843 22,935 24,082 25,286 26,551

ORGANIZATIONAL CHART

PROPOSED

CITY ATTORNEY

CITIZENS OF LOMITA

CITY COUNCIL

CITY MANAGER

ACCOUNTANT
(PAYROLL)
SENIOR

ACCOUNTANT

ACCOUNTING

TECHNICIAN

ACCOUNTANT

ASSISTANT

ACCOUNTANT

ASSISTANT

ASSOCIATE

PLANNER

ASSISTANT

PLANNER

CODE ENF

SUPERVISOR

PT PLANNING
INTERN

CODE ENF

OFFICER

MGMT ANALYST ADMIN ANALYST
PW

SUPERINTENDENT

ASSOCIATE

ENGINEER

ENGINEERING

TECHNICIAN
PT

ENGINEERING
INTERN

MAINTENANCE

WORKER II

MAINTENANCE

WORKER II

MAINTENANCE

WORKER I

MAINTENANCE

WORKER I

PW LEAD
WORKER

PT MAINT

WORKERS

PW LEAD
WORKER

MAINTENANCE

WORKER II

MAINTENANCE

WORKER II

MAINTENANCE

WORKER II

MAINTENANCE

WORKER II

PUBLIC WORKS

DIRECTOR

COMMUNITY &

ECONOMIC DEV

DIRECTOR

ADMINISTRATIVE

SERVICES

DIRECTOR

SUPERVISORS FT STAFF PT STAFF

RECREATION

SUPERVISOR

PT ASST REC

COORDINATORS

PT REC LEADERS
(MUSEUM)

MAINTENANCE

WORKER I/II

MAINTENANCE

WORKER LEAD

PT MAINT

WORKERS

PT REC LEADERS

RECREATION

COORDINATOR

PT ASST REC

COORDINATORS

PT REC LEADERS

RECREATION

SUPERVISOR
WATER

SERVICE TECH
II
WATER

DISTRIBUTION
LEAD

TREATMENT
PLANT

OPERATOR
WATER

SERVICE TECH
I
ADMIN

ASSISTANT
DEPUTY

CITY CLERK

PT PARKING

OFFICER

PT PARKING

OFFICER

FACILITIES

SUPERVISOR
WATER

TREATMENT
LEAD

CHIEF WATER

OPERATOR MGR

CITY CLERK

ASSISTANT CITY

MANAGER
MGMT

ASSISTANT

PARKING
ENF SUP.

SR. MGMT ANALYST
ADMIN

ASSISTANT

PARKS AND

RECREATION

DIRECTOR

PRINCIPAL

ENGINEER

PT PARKING

OFFICER

PT PARKING

OFFICER

HR MANAGER
ADMIN

ANALYST
Attachment No. 4
November 2023
FLSA: Non-Exempt

WATER SERVICE TECHNICIAN I/II

DEFINITION
Under immediate (Water Service Technician I) or general (Water Technician II) supervision, performs a variety of semi-skilled and skilled tasks related to the maintenance and repair of the City’s water treatment plant and distribution system; and performs related work as required.

SUPERVISION RECEIVED AND EXERCISED
Receives immediate (Water Service Technician I) to general (Water Service Technician II) supervision from assigned supervisory or management personnel. Exercises no direct supervision over staff.

CLASS CHARACTERISTICS
Water Service Technician I: This is the entry-level classification in the Water Service Technician series.

Initially under close supervision, incumbents learn and perform a variety of semi-skilled and skilled tasks related to the maintenance and repair of the City’s water treatment plant and distribution system. As experience is gained, assignments become more varied, complex, and difficult; close supervision and frequent review of work lessen as an incumbent demonstrates skill to perform the work independently.

Positions at this level usually perform most of the duties required of the positions at the Water Service Technician II level but are not expected to function at the same skill level and usually exercise less independent discretion and judgment in matters related to work procedures and methods. Work is usually supervised while in progress and fits an established structure or pattern. Exceptions or changes in procedures are explained in detail as they arise.

Water Service Technician II: This is the fully qualified journey-level classification in the Water Service Technician series. Positions at this level are distinguished from the Water Service Technician I level by the performance of the full range of duties as assigned, working independently, and exercising judgment and initiative. Positions at this level receive only occasional instruction or assistance as new or unusual situations arise and are fully aware of the operating procedures and policies of the work unit.

Positions in the Water Service Technician class series are flexibly staffed; positions at the Water Service Technician II level are normally filled by advancement from the Water Service Technician I level; progression to the Water Service Technician II level is dependent on (i) management affirmation that the position is performing the full range of duties assigned to the classification; (ii) satisfactory work performance; (iii) the incumbent meeting the minimum qualifications for the classification including any licenses and certifications; and (iv) management approval for progression to the Water Service Technician II level.

Positions at the Water Service Technician I level may perform some of these duties and responsibilities in a learning capacity.

Attachment No.5
Water Service Technician I/II

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➢ Installs, repairs, and maintains components of the City’s water system, including underground water mains, water service lines, and hydrants; excavates concrete, pavement, and soil materials; backfills trenches with appropriate materials.
➢ Reads water meters; installs, replaces, repairs, and inspects residential and commercial water meters; calibrates meters to departmental standards; turns water services on and off as needed. ➢ Reads and records data at pumping station, treatment plant, and well gauges; computes water consumption; operates computerized Supervisory Control and Data Acquisition (SCADA) system. ➢ Performs general maintenance of system facilities, including but not limited to, painting pumps and appurtenances and cleaning equipment.
➢ Investigates and repairs leaks in service assemblies; troubleshoots defects and irregularities. ➢ Utilizes proper safety precautions related to work performed; observes proper rigging practices and precautions in moving and hoisting heavy equipment; attends safety training sessions and seminars; responds to emergency calls during work and after normal working hours. ➢ Monitors water quality by taking routine water samples for testing; determines need for water treatment or flushing of water mains.
➢ Operates basic and heavy vehicles and equipment, including power and hand tools, trucks, equipment, and backhoes; performs preventive maintenance and light repairs on equipment; drives pick-up truck to various City facilities and other locations to transport supplies, parts, and other items. ➢ Sets up traffic control devices including barricades, cones, and other necessary delineation prior to the performance of maintenance or repair activities.
➢ Observes and complies with all City and mandated safety rules, regulations, and protocols. ➢ Performs other duties as assigned.

QUALIFICATIONS
Positions at the Water Service Technician I level may exercise some of these knowledge and abilities statements in a learning capacity.

Knowledge of:
➢ Methods, techniques, tools, and the operational characteristics of mechanical equipment used in the construction, operation, and maintenance of water systems and related facilities. ➢ Operation and minor maintenance of a variety of hand and power tools and vehicles, and light to heavy power equipment.
➢ Operations and techniques for the operation of construction equipment such as backhoes and dump trucks.
➢ Basic traffic control procedures and traffic sign regulations. ➢ Underground Service Alert (USA Dig-Alert) procedures. ➢ Methods and techniques for record keeping and report preparation. ➢ Applicable federal, state, and local laws, rules, regulations, and procedures relevant to assigned areas of responsibility.
➢ Hazards and proper safety precautions associated with the work. ➢ Mathematical calculations and conversions needed for water distribution functions. ➢ Traffic laws, ordinances, and rules involved in truck and heavy equipment operations. ➢ Purposes and safe uses of a variety of vehicles, equipment, power tools, and hand tools including motorized and hydraulic equipment.

Water Service Technician I/II

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➢ Principles and practices of water systems operation and maintenance. ➢ City and mandated safety rules, regulations, and protocols. ➢ Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and City staff.
➢ The structure and content of the English language, including the meaning and spelling of words, rules of composition, and grammar.
➢ Modern equipment and communication tools used for business functions and program, project, and task coordination, including computers and software programs relevant to work performed.

Ability to:
➢ Perform construction, installation, maintenance, and repair work on water transmission and distribution systems, and related facilities and equipment, including water mains and service, water meters, and fire hydrants.
➢ Install and test water lines, water meters, fire hydrants, and related equipment involved in water hookups. ➢ Interpret work orders.
➢ Perform heavy manual labor.
➢ Make mathematical calculations and conversions needed for water distribution functions. ➢ Use and operate a variety of vehicles, hand tools, mechanical equipment, and power tools and equipment required for the work in a safe and efficient manner. ➢ Read and interpret basic maps, electronic maps, water system atlas, address atlas, and blueprints. ➢ Work safely and adhere to principles of safety when working near traffic or in other environments. ➢ Excavate concrete, pavement, and soil materials; backfill trenches with appropriate materials. ➢ Apply safe work practices including traffic control procedures, trench shoring, and confined space entry procedures.
➢ Troubleshoot maintenance problems and determine materials and supplies required for repair. ➢ Maintain accurate logs, records, and basic written records of work performed. ➢ Understand and follow oral and written instructions.
➢ Understand, interpret, and apply all pertinent laws, codes, regulations, policies and procedures, and standards relevant to work performed.
➢ Use tact, initiative, prudence, and independent judgment within general policy and procedural guidelines.
➢ Organize work, set priorities, meet critical deadlines, and follow-up on assignments. ➢ Effectively use computer systems, software applications relevant to work performed, and modern business equipment to perform a variety of work tasks.
➢ Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax.
➢ Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.

Education and Experience:

Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:

Education:
➢ Water Services Technician I/II: Possession of a high school diploma or G.E.D. required.

Water Service Technician I/II

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Experience:
➢ Water Services Technician I: One (1) year of municipal water utility experience. ➢ Water Services Technician II: Two (2) years of increasingly responsible municipal water utility experience.

Licenses and Certifications:

Water Services Technician I/II: Possession of a valid California Driver’s License, to be maintained throughout employment.

Water Services Technician I:
➢ Possession of a valid Grade D1 Water Distribution Operator certificate issued by the California Department of Public Health, to be maintained throughout employment.

Water Services Technician II:
➢ Possession of a valid Grade D2 Water Distribution Operator certificate issued by the California Department of Public Health, to be maintained throughout employment. ➢ Possession of a valid Grade T-1 Water Treatment Operator Certificate, to be maintained throughout employment.

PHYSICAL DEMANDS
Must possess mobility to work in the field; strength, stamina, and mobility to perform medium to heavy physical work; to sit, stand, and walk on level, uneven, or slippery surfaces; frequently reach, twist, turn, kneel, bend, stoop, squat, crouch, grasp, and make repetitive hand movement in the performance of daily duties; possible entry into confined spaces and the use of confined entry equipment; to operate varied hand and power tools and construction equipment, and to operate a motor vehicle and visit various City sites; and vision to inspect and operate equipment. The job involves fieldwork requiring frequent walking in operational areas to identify problems or hazards. Finger dexterity is needed to operate and repair tools and equipment. Employees must possess the ability to lift, carry, push, and pull materials and objects averaging a weight of 50 pounds or heavier weights, in all cases with the use of proper equipment and/or assistance from other staff.

ENVIRONMENTAL CONDITIONS
Employees work in the field and are exposed to loud noise levels, cold and hot temperatures, inclement weather conditions, road hazards, vibration, confining workspace, chemicals, mechanical and/or electrical hazards, hazardous physical substances, and fumes, dust, and air contaminants. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures.

November 2023
FLSA: Exempt

HUMAN RESOURCES MANAGER

DEFINITION
Under general direction, plans, organizes, coordinates, and performs a wide variety of difficult and complex professional, technical, and confidential work required to administer human resources and risk management programs, including recruitment, classification, compensation, benefits administration, Workers’ Compensation, employee training and development, and employee and labor relations; performs research and analysis; provides consulting services to City departments related to all aspects of human resources programs and activities; serves as the City’s Risk Manager and Americans with Disabilities Act (ADA) Coordinator; performs related work as required.

SUPERVISION RECEIVED AND EXERCISED
Receives general direction from the Assistant City Manager. Exercises indirect supervision over subordinate staff relative to human resources activities.

CLASS CHARACTERISTICS
This position is responsible for the coordination and administration of human resources programs and activities related to employee and labor relations, recruitment and selection, job analysis and classification, compensation, benefits administration, risk management, Workers’ Compensation, and employee training and development. Incumbents regularly work on tasks which are varied and complex, requiring considerable discretion and independent judgment. Positions in the classification rely on experience and judgment to perform assigned duties. Assignments are given with general guidelines and incumbents are responsible for establishing objectives, timelines, and methods to complete assignments.

EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations where appropriate so qualified employees can perform the essential functions of the job.
➢ Plans, organizes, and oversees the daily functions, operations, and activities of all human resources programs and risk management programs including, but not limited to, recruitment and selection, job analysis and classification, compensation, benefits administration, Workers’ Compensation, leaves of absences, employee training and development, background investigations, and employee relations; participates in labor relations activities.
➢ Participates in the development and implementation of goals, objectives, policies, and priorities for assigned programs and the department; recommends within departmental policy, appropriate service levels; recommends and administers policies and procedures; prepares and maintains a position classification plan including class specifications and revisions thereto. ➢ Participates in the development and administration of human resources program and department budgets.
➢ Administers the City’s employee benefits programs, including retirement plans, health, dental, vision, life, and long-term disability insurances, employee assistance program, and Consolidated Omnibus Budget Reconciliation Act (COBRA); acts as liaison to various third-party benefits administrators and health carriers; facilitates City-wide open enrollment for benefits; prepares open enrollment benefit materials and literature.

Human Resources Manager

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➢ Schedules and conducts new employee orientations; informs new employees of benefit programs, policies, and related enrollment information.
➢ Monitors leave of absence programs ensuring legal compliance; reviews and analyzes family and medical leave requests; makes recommendations and develops employer response; interprets human resources policies and procedures with regards to benefits and paid and unpaid time-off options for employees; educates employees and managers on policy and legal compliance regarding leaves of absence.
➢ Develops and implements sound recruitment, testing, and selection processes, including evaluating recruitment materials and sources, administering all phases of the examination process, and assisting hiring departments with the employee selection process; develops and implements background investigative policies and procedures and oversees and conducts background investigations; ensures equal employment opportunity for candidates; maintains background investigation and records management databases; tracks fingerprinting activity.
➢ Performs job analysis and classification studies of new and existing positions; designs and writes new and modifies existing classification specifications; conducts compensation studies for new and existing positions; determines appropriate internal and external comparators, makes recommendations, and participates in the development, implementation, and administration of compensation strategies and programs; responds to external compensation surveys. Coordinates with City consultant to update and manage classification studies.
➢ Prepares RFPs, requests and related documentation for various human resources needs including external recruitments conducted by HR recruiting firms, classification and compensation studies, temporary staffing needs, etc.
➢ Oversees and manages the City’s risk management program including coordination with the City’s insurance provider – California Joint Powers Insurance Authority (CJPIA). ➢ Coordinates the City’s training activities, including identifying training needs, arranging for training presenters, working with trainers, the California Joint Powers Insurance Authority (CJPIA), and City departments; securestraining sites, develops memos, flyers, emails, and voicemails, and provides visual aids and other training materials, as necessary. Ensures that the City’s various safety policies are upto-date as recommended by CJPIA ➢ Assists the City’s designated labor negotiator with labor negotiations including providing data and analysis; meets with the City’s various bargaining groups as necessary. Participates in employee and labor relations activities;
➢ Provides advice and counsel to department directors, managers, supervisors, and employees in the interpretation of human resources policies, procedures, and application of labor contracts; works closely with management on human resource issues which require resolution or contract clarification. ➢ Prepares, maintains, and processes employee action forms, employment offer letters, verifications of employment, and employee leave of absence requests; maintains personnel, medical, Workers’ Compensation, and risk management files.
➢ Coordinates the work of a third-party workers’ compensation claims administrator by reporting employee injuries, assisting in the investigation of claims, and following up with employee and medical provider regarding status of employee work injuries.
➢ Designated as responsible party to request information from the Department of Justice on criminal history information for background checks and from medical clinic regarding employee medical status reports.

Human Resources Manager

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➢ Functions as the liaison on risk management issues; serves as coordinator between claimants, staff, insurance companies, appraisers, third party administrators, attorneys, and third parties to claims. ➢ Provides highly complex staff assistance to the Assistant City Manager; prepares and presents staff reports and other necessary correspondence.
➢ Conducts a variety of organizational and operational studies, investigations, and special projects; recommends modifications to assigned programs, policies, and procedures, as appropriate. ➢ Attends to a variety of office administrative details, such as keeping informed of departmental activities, transmitting information, attending meetings, and serving on various task forces and committees. ➢ Identifies opportunities for improving service delivery and procedures; provides recommendations concerning process changes; reviews with appropriate management staff; implements improvements. ➢ Performs analytical assignments and information-gathering processes; analyzes alternatives and makes recommendations.
➢ Prepares and proofreads a variety of technical reports, letters, memoranda, correspondence, and other written materials; independently composes correspondence and reports related to assigned area of responsibility.
➢ Provides information and assistance to the public regarding assigned programs and services; receives and responds to customer inquiries, complaints, and questions related to assigned areas of responsibility; reviews problems and recommends corrective actions. ➢ Attends and/or acts as staff liaison to various committees and/or professional associations. ➢ Ensures staff observe and comply with all City and mandated safety rules, regulations, and protocols. ➢ Responsible for updating the City’s Personnel Rules as needed ➢ Performs other duties as assigned.

QUALIFICATIONS
Knowledge of:
➢ Principles, practices, and techniques of human resources in a public agency setting, including recruitment and selection, job analysis and classification, compensation analysis and administration, new employee orientation, benefit analysis and administration, Workers’ Compensation, and risk management.
➢ Principles, practices, and techniques involved in public sector employee and labor relations, including negotiations and the interpretation of laws, regulations, policies, and procedures. ➢ Administrative principles and practices, including goal setting, program development, implementation, and evaluation, project management, and supervision of staff. ➢ Organizational and management practices as applied to the analysis and evaluation of programs, policies, and operational needs.
➢ Applicable federal, state, and local laws, regulatory codes, ordinances, and procedures relevant to assigned area of responsibility.
➢ Complex arithmetic and statistical techniques.
➢ Business letter writing and the standard format for reports and correspondence. ➢ Recordkeeping principles and procedures.
➢ City and mandated safety rules, regulations, and protocols. ➢ Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and City staff.

Human Resources Manager

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➢ The structure and content of the English language, including the meaning and spelling of words, rules of composition, and grammar.
➢ Modern equipment and communication tools used for business functions and program, project, and task coordination, including computers and software programs relevant to work performed.

Ability to:
➢ Recommend and implement goals, objectives, and practices for the division. ➢ Understand, interpret, and apply all pertinent laws, codes, regulations, policies and procedures, and standards relevant to work performed.
➢ Identify problems, research and analyze relevant information, and develop and present recommendations and justification for solutions.
➢ Evaluate and recommend improvements in operations, procedures, policies, or methods. ➢ Plan, organize, and carry out assignments from management staff with minimal direction. ➢ Conduct complex research projects on a wide variety of human resources topics, evaluate alternatives, make sound recommendations, and prepare effective technical staff reports. ➢ Prepare clear and concise reports, correspondence, policies, procedures, and other written materials. ➢ Effectively represent the department and the City in meetings with governmental agencies, contractors, vendors, and various businesses, professional, regulatory, and legislative organizations. ➢ Maintain confidentiality of sensitive personal information of applicants, employees, former employees, and other matters affecting employee relations.
➢ Maintain accurate files and records.
➢ Use tact, initiative, prudence, and independent judgment within general policy and procedural guidelines.
➢ Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments. ➢ Effectively use computer systems, software applications relevant to work performed, and modern business equipment to perform a variety of work tasks.
➢ Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax.
➢ Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.

Education and Experience:

Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:

Education:
➢ Equivalent to a bachelor’s degree from an accredited college or university with major coursework in public or business administration, human resources management, or a related field.

Experience:
➢ Five (5) years of increasingly responsible experience in human resources management. Master's degree and HR professional designation are desirable. Municipal experience is preferred.

Licenses and Certifications:
➢ Possession of a valid California Driver’s License, to be maintained throughout employment.

Human Resources Manager

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PHYSICAL DEMANDS
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle and visit various City sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person and over the telephone. This is primarily a sedentary office classification although standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 25 pounds.

ENVIRONMENTAL CONDITIONS
Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures.

Lomita City CouncilNovember 7, 2023

Lomita City Council
November 7, 2023