This AGREEMENT to provide graffiti removal services and proactive patrols is entered into this 1st day of July 2025, by and between the CITY OF LOMITA, a general law city and municipal corporation (“CITY”) and Graffiti Protective Coatings, Inc. , a California corporation (“CONSULTANT”).
R E C I T A L S
A. CITY does not have the personnel able and/or available to perform the services required under this agreement.
B. Therefore, CITY desires to contract out for graffiti removal services and proactive patrol.
C. CONSULTANT warrants to CITY that it has the qualifications, experience and facilities to perform properly and timely the services under this Agreement.
D. CITY desires to contract with CONSULTANT to perform the services as described in Exhibit A of this Agreement.
NOW, THEREFORE, based on the foregoing recitals, CITY and CONSULTANT agree as follows:
1. CONSIDERATION AND COMPENSATION.
A. As partial consideration, CONSULTANT agrees to perform the work listed in the SCOPE OF SERVICES, attached as Exhibit A;
B. As additional consideration, CONSULTANT and CITY agree to abide by the terms and conditions contained in this Agreement;
C. As additional consideration, CITY agrees to pay CONSULTANT an amount not to exceed $24,000 for year one, $24,000 for year two, and $24,000 for year three for CONSULTANT’s services, unless otherwise specified by written amendment to this Agreement.
D. No additional compensation shall be paid for any other expenses incurred, unless first approved by the City Manager or his designee.
E. CONSULTANT shall submit to CITY, by not later than the 10th day of each month, its bill for services itemizing the fees and costs incurred during the previous Tuesday, July 01, 2025 Reg CC MTG, Page *240
month. CITY shall pay CONSULTANT all uncontested amounts set forth in the CONSULTANT'S bill within 30 days after it is received.
2. SCOPE OF SERVICES.
A. CONSULTANT will perform the services and activities set forth in the SCOPE OF SERVICES attached hereto as Exhibit A and incorporated herein by this reference.
If any part of Exhibit A is inconsistent with the terms of this Agreement, the terms of this Agreement shall control.
B. Except as herein otherwise expressly specified to be furnished by CITY, CONSULTANT will, in a professional manner, furnish all of the labor, technical, administrative, professional and other personnel, all supplies and materials, equipment, printing, vehicles, transportation, office space, and facilities necessary or proper to perform and complete the work and provide the professional services required of CONSULTANT by this Agreement.
3. PAYMENTS. For CITY to pay CONSULTANT as specified by this Agreement, CONSULTANT must submit an invoice to CITY which lists the reimbursable costs, the specific tasks performed, and, for work that includes deliverables, the percentage of the task completed during the billing period.
4. TIME OF PERFORMANCE. The services of CONSULTANT are to commence upon receipt of a notice to proceed from CITY and shall continue until all authorized work is completed to CITY’s reasonable satisfaction, in accordance with the schedule incorporated in “Exhibit A,” unless extended in writing by CITY.
5. FAMILIARITY WITH WORK. By executing this Agreement, CONSULTANT represents that CONSULTANT has (a) thoroughly investigated and considered the scope of services to be performed; (b) carefully considered how the services should be performed; and (c) understands the facilities, difficulties, and restrictions attending performance of the services under this Agreement.
6. KEY PERSONNEL. CONSULTANT’s key person assigned to perform work under this Agreement is Barry Steinhart. CONSULTANT shall not assign another person to be in charge of the work contemplated by this Agreement without the prior written authorization of CITY.
7. TERM OF AGREEMENT. The term of this Agreement shall commence upon execution by both parties and shall expire on July 1, 2028, unless earlier termination occurs under Section 12 of this Agreement, or extended in writing in advance by both parties. This contract may be extended by two (2) additional twelve (12) month periods, at the City’s sole discretion, upon Contractor’s successful demonstration of exemplary contract performance. Any extensions shall be approved in writing in advanced by both parties.
8. CHANGES. CITY may order changes in the services within the general scope of this Agreement, consisting of additions, deletions, or other revisions, and the contract sum Tuesday, July 01, 2025 Reg CC MTG, Page *241
and the contract time will be adjusted accordingly. All such changes must be authorized in writing, executed by CONSULTANT and CITY. The cost or credit to CITY resulting from changes in the services will be determined in accordance with written agreement between the parties.
9. TAXPAYER IDENTIFICATION NUMBER. CONSULTANT will provide CITY with a Taxpayer Identification Number.
10. PERMITS AND LICENSES. CONSULTANT will obtain and maintain during the term of this Agreement all permits, licenses, and certificates that may be required by local, state and federal laws in connection with the performance of services under this Agreement, including a business license as specified in Title VI, Chapter 2 of the Lomita Municipal Code.
11. LAWS AND REGULATIONS; EMPLOYEE/LABOR CERTIFICATION.
CONSULTANT shall keep itself fully informed of and in compliance with all local, state and federal laws, rules and regulations in any manner affecting the performance of the Project or the Services, including all Cal/OSHA requirements, and shall give all notices required by law. CONSULTANT shall be liable for all violations of such laws and regulations in connection with the Services and this Agreement. All violations of such laws and regulations shall be grounds for CITY to terminate the Agreement for cause.
12. TERMINATION.
A. Except as otherwise provided, CITY may terminate this Agreement at any time with or without cause. Notice of termination shall be in writing.
B. CONSULTANT may terminate this Agreement. Notice will be in writing at least 30 days before the effective termination date.
C. In the event of such termination, CONSULTANT shall cease services as of the date of termination, all finished or unfinished documents, data, drawings, maps, and other materials prepared by CONSULTANT shall, at CITY’s option, become CITY’s property, and CONSULTANT will receive just and equitable compensation for any work satisfactorily completed up to the effective date of notice of termination.
D. Should the Agreement be terminated pursuant to this Section, CITY may procure on its own terms services similar to those terminated.
13. INDEMNIFICATION.
A. CONSULTANT shall indemnify, defend with counsel approved by CITY, and hold harmless CITY, its officers, officials, employees and volunteers from and against all liability, loss, damage, expense, cost (including without limitation reasonable attorneys fees, expert fees and all other costs and fees of litigation) of every nature arising out of or in connection with CONSULTANT's performance of work hereunder or its failure to comply with any of its obligations contained in this AGREEMENT, regardless of CITY’S passive negligence, but Tuesday, July 01, 2025 Reg CC MTG, Page *242
excepting such loss or damage which is caused by the sole active negligence or willful misconduct of CITY. Should CITY in its sole discretion find CONSULTANT’S legal counsel unacceptable, then CONSULTANT shall reimburse CITY its costs of defense, including without limitation reasonable attorneys fees, expert fees and all other costs and fees of litigation.
CONSULTANT shall promptly pay any final judgment rendered against CITY (and its officers, officials, employees and volunteers) covered by this indemnity obligation. It is expressly understood and agreed that the foregoing provisions are intended to be as broad and inclusive as is permitted by the law of the State of California and will survive termination of this Agreement.
B. The requirements as to the types and limits of insurance coverage to be maintained by CONSULTANT as required by Section 18, and any approval of said insurance by CITY, are not intended to and will not in any manner limit or qualify the liabilities and obligations otherwise assumed by CONSULTANT pursuant to this Agreement, including, without limitation, to the provisions concerning indemnification.
14. ASSIGNABILITY. This Agreement is for CONSULTANT’s professional services.
CONSULTANT’s attempts to assign the benefits or burdens of this Agreement without CITY’s written approval are prohibited and will be null and void.
15. INDEPENDENT CONSULTANT. CITY and CONSULTANT agree that CONSULTANT will act as an independent CONSULTANT and will have control of all work and the manner in which is it performed. CONSULTANT will be free to contract for similar service to be performed for other employers while under contract with CITY. CONSULTANT is not an agent or employee of CITY and is not entitled to participate in any pension plan, insurance, bonus or similar benefits CITY provides for its employees. Any provision in this Agreement that may appear to give CITY the right to direct CONSULTANT as to the details of doing the work or to exercise a measure of control over the work means that CONSULTANT will follow the direction of the CITY as to end results of the work only.
16. AUDIT OF RECORDS.
A. CONSULTANT agrees that CITY, or designee, has the right to review, obtain, and copy all records pertaining to the performance of this Agreement.
CONSULTANT agrees to provide CITY, or designee, with any relevant information requested and will permit CITY, or designee, access to its premises, upon reasonable notice, during normal business hours for the purpose of interviewing employees and inspecting and copying such books, records, accounts, and other material that may be relevant to a matter under investigation for the purpose of determining compliance with this Agreement.
CONSULTANT further agrees to maintain such records for a period of three (3) years following final payment under this Agreement.
B. CONSULTANT will keep all books, records, accounts and documents pertaining to this Agreement separate from other activities unrelated to this Tuesday, July 01, 2025 Reg CC MTG, Page *243
Agreement.
17. CORRECTIVE MEASURES. CONSULTANT will promptly implement any corrective measures required by CITY regarding the requirements and obligations of this Agreement. CONSULTANT will be given a reasonable amount of time as determined by CITY to implement said corrective measures. Failure of CONSULTANT to implement required corrective measures shall result in immediate termination of this Agreement.
18. INSURANCE REQUIREMENTS.
A. CONSULTANT, at CONSULTANT’s own cost and expense, shall procure and maintain, for the duration of the contract, the following insurance policies:
1. Workers Compensation Insurance as required by law. CONSULTANT shall require all subconsultants similarly to provide such compensation insurance for their respective employees. Any notice of cancellation or non-renewal of all Workers’ Compensation policies must be received by CITY at least thirty (30) days prior to such change. The insurer shall agree to waive all rights of subrogation against CITY, its officers, agents, employees, and volunteers for losses arising from work performed by CONSULTANT for CITY.
2. General Liability Coverage. CONSULTANT shall maintain commercial general liability insurance in an amount of not less than one million dollars ($1,000,000) per occurrence for bodily injury, personal injury, and property damage. If a commercial general liability insurance form or other form with a general aggregate limit is used, either the general aggregate limit shall apply separately to the work to be performed under this Agreement or the general aggregate limit shall be at least twice the required occurrence limit.
3. Automobile Liability Coverage. CONSULTANT shall maintain automobile liability insurance covering bodily injury and property damage for all activities of CONSULTANT arising out of or in connection with the work to be performed under this Agreement, including coverage for owned, hired, and non-owned vehicles, in an amount of not less than one million dollars ($1,000,000) combined single limit for each occurrence.
4. Professional Liability Coverage. CONSULTANT shall maintain professional errors and omissions liability insurance for protection against claims alleging negligent acts, errors, or omissions which may arise from CONSULTANT’S operations under this Agreement, whether such operations be by CONSULTANT or by its employees, subconsultants, or subconsultants. The amount of this insurance shall not be less than one million dollars ($1,000,000) on a claims-made annual aggregate basis, or a combined single-limit-per-occurrence basis. When coverage is provided on a “claims made basis,” CONSULTANT will continue to renew the insurance for a period of three (3) years after this Agreement expires or is terminated.
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Such insurance will have the same coverage and limits as the policy that was in effect during the term of this Agreement, and will cover CONSULTANT for all claims made by CITY arising out of any errors or omissions of CONSULTANT, or its officers, employees or agents during the time this Agreement was in effect.
B. Endorsements. Each general liability, automobile liability and professional liability insurance policy shall be issued by a financially responsible insurance company or companies admitted and authorized to do business in the State of California, or which is approved in writing by CITY, and shall be endorsed as follows. CONSULTANT also agrees to require all CONSULTANTs, and subconsultants to do likewise.
1. “The CITY, its elected or appointed officers, officials, employees, agents, and volunteers are to be covered as additional insureds with respect to liability arising out of work performed by or on behalf of the CONSULTANT, including materials, parts, or equipment furnished in connection with such work or operations.”
2. This policy shall be considered primary insurance as respects CITY, its elected or appointed officers, officials, employees, agents, and volunteers.
Any insurance maintained by CITY, including any self-insured retention CITY may have, shall be considered excess insurance only and shall not contribute with this policy.
3. This insurance shall act for each insured and additional insured as though a separate policy had been written for each, except with respect to the limits of liability of the insuring company.
4. The insurer waives all rights of subrogation against CITY, its elected or appointed officers, officials, employees, or agents.
5. Any failure to comply with reporting provisions of the policies shall not affect coverage provided to CITY, its elected or appointed officers, officials, employees, agents, or volunteers.
6. The insurance provided by this policy shall not be suspended, voided, canceled, or reduced in coverage or in limits except after thirty (30) days’ written notice has been received by CITY.
C. CONSULTANT agrees to provide immediate notice to CITY of any claim or loss against CONSULTANT arising out of the work performed under this agreement.
CITY assumes no obligation or liability by such notice, but has the right (but not the duty) to monitor the handling of any such claim or claims if they are likely to involve CITY.
D. Any deductibles or self-insured retentions must be declared to and approved by CITY. At CITY’s option, CONSULTANT shall demonstrate financial Tuesday, July 01, 2025 Reg CC MTG, Page *245
capability for payment of such deductibles or self-insured retentions.
E. CONSULTANT shall provide certificates of insurance with original endorsements to CITY as evidence of the insurance coverage required herein.
Certificates of such insurance shall be filed with CITY on or before commencement of performance of this Agreement. Current certification of insurance shall be kept on file with CITY at all times during the term of this Agreement.
F. Failure on the part of CONSULTANT to procure or maintain required insurance shall constitute a material breach of contract under which CITY may terminate this Agreement pursuant to Section 12 above.
G. The commercial general and automobile liability policies required by this Agreement shall allow CITY, as additional insured, to satisfy the self-insured retention (“SIR”) and/or deductible of the policy in lieu of the CONSULTANT (as the named insured) should CONSULTANT fail to pay the SIR or deductible requirements. The amount of the SIR or deductible shall be subject to the approval of the City Attorney and the Finance Director. CONSULTANT understands and agrees that satisfaction of this requirement is an express condition precedent to the effectiveness of this Agreement. Failure by CONSULTANT as primary insured to pay its SIR or deductible constitutes a material breach of this Agreement. Should CITY pay the SIR or deductible on CONSULTANT’S behalf upon CONSULTANT’S failure or refusal to do so in order to secure defense and indemnification as an additional insured under the policy, CITY may include such amounts as damages in any action against CONSULTANT for breach of this Agreement in addition to any other damages incurred by CITY due to the breach.
19. USE OF OTHER CONSULTANTS. CONSULTANT must obtain CITY’s prior written approval to use any CONSULTANTs while performing any portion of this Agreement. Such approval must include approval of the proposed CONSULTANT and the terms of compensation.
20. FINAL PAYMENT ACCEPTANCE CONSTITUTES RELEASE. The acceptance by the CONSULTANT of the final payment made under this Agreement shall operate as and be a release of CITY from all claims and liabilities for compensation to the CONSULTANT for anything done, furnished or relating to the CONSULTANT’S work or services. Acceptance of payment shall be any negotiation of CITY’S check or the failure to make a written extra compensation claim within ten (10) calendar days of the receipt of that check. However, approval or payment by CITY shall not constitute, nor be deemed, a release of the responsibility and liability of CONSULTANT, its employees, sub-CONSULTANTs and agents for the accuracy and competency of the information provided and/or work performed; nor shall such approval or payment be deemed to be an assumption of such responsibility or liability by CITY for any defect or error in the work prepared by CONSULTANT, its employees, sub-CONSULTANTs and agents.
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21. CORRECTIONS. In addition to the above indemnification obligations, the CONSULTANT shall correct, at its expense, all errors in the work which may be disclosed during CITY’S review of CONSULTANT’S report or plans. Should the CONSULTANT fail to make such correction in a reasonably timely manner, such correction shall be made by CITY, and the cost thereof shall be charged to CONSULTANT. In addition to all other available remedies, CITY may deduct the cost of such correction from any retention amount held by CITY or may withhold payment otherwise owed CONSULTANT under this Agreement up to the amount of the cost of correction.
22. NON-APPROPRIATION OF FUNDS. Payments to be made to CONSULTANT by CITY for services preformed within the current fiscal year are within the current fiscal budget and within an available, unexhausted fund. In the event that CITY does not appropriate sufficient funds for payment of CONSULTANT’S services beyond the current fiscal year, the Agreement shall cover payment for CONSULTANT’S only to the conclusion of the last fiscal year in which CITY appropriates sufficient funds and shall automatically terminate at the conclusion of such fiscal year.
23. NOTICES. All communications to either party by the other party will be deemed made when received by such party at its respective name and address as follows:
CITY CONSULTANT
City of Lomita
24300 Narbonne Avenue
Lomita, CA 90717
ATTN: City Manager
Graffiti Protective Coatings
4624 E. Florence Ave.
Bell, CA 90201
ATTN: Barry Steinhart,
Manager
Any such written communications by mail will be conclusively deemed to have been received by the addressee upon deposit thereof in the United States Mail, postage prepaid and properly addressed as noted above. In all other instances, notices will be deemed given at the time of actual delivery. Changes may be made in the names or addresses of persons to whom notices are to be given by giving notice in the manner prescribed in this paragraph. Courtesy copies of notices may be sent via electronic mail, provided that the original notice is deposited in the U.S. mail or personally delivered as specified in this Section.
24. SOLICITATION. CONSULTANT maintains and warrants that it has not employed nor retained any company or person, other than CONSULTANT’s bona fide employee, to solicit or secure this Agreement. Further, CONSULTANT warrants that it has not paid nor has it agreed to pay any company or person, other than CONSULTANT’s bona fide employee, any fee, commission, percentage, brokerage fee, gift or other consideration contingent upon or resulting from the Tuesday, July 01, 2025 Reg CC MTG, Page *247
award or making of this Agreement. Should CONSULTANT breach or violate this warranty, CITY may rescind this Agreement without liability.
25. THIRD PARTY BENEFICIARIES. This Agreement and every provision herein is generally for the exclusive benefit of CONSULTANT and CITY and not for the benefit of any other party. There will be no incidental or other beneficiaries of any of CONSULTANT’s or CITY’s obligations under this Agreement.
26. INTERPRETATION. This Agreement was drafted in, and will be construed in accordance with the laws of the State of California, and exclusive venue for any action involving this agreement will be in Los Angeles County.
27. ENTIRE AGREEMENT. This Agreement, and its Attachments, sets forth the entire understanding of the parties. There are no other understandings, terms or other agreements expressed or implied, oral or written.
28. RULES OF CONSTRUCTION. Each Party had the opportunity to independently review this Agreement with legal counsel. Accordingly, this Agreement will be construed simply, as a whole, and in accordance with its fair meaning; it will not be interpreted strictly for or against either Party.
29. AUTHORITY/MODIFICATION. The Parties represent and warrant that all necessary action has been taken by the Parties to authorize the undersigned to execute this Agreement and to engage in the actions described herein. This Agreement may be modified by written amendment with signatures of all parties to this Agreement. CITY’s city administrator, or designee, may execute any such amendment on behalf of CITY.
30. ACCEPTANCE OF FACSIMILE OR ELECTRONIC SIGNATURES. The Parties agree that this Agreement will be considered signed when the signature of a party is delivered by facsimile transmission, scanned and delivered via electronic mail, or delivered using digital signature technology approved by CITY. Such facsimile or electronic signatures will be treated in all respects as having the same effect as an original signature.
31. FORCE MAJEURE. Should performance of this Agreement be impossible due to fire, flood, explosion, war, embargo, government action, civil or military authority, the natural elements, or other similar causes beyond the Parties’ control, then the Agreement will immediately terminate without obligation of either party to the other.
32. TIME IS OF ESSENCE. Time is of the essence to comply with dates and schedules to be provided.
33. ATTORNEY’S FEES. The parties hereto acknowledge and agree that each will bear his or its own costs, expenses and attorneys' fees arising out of and/or connected with the negotiation, drafting and execution of the Agreement, and all matters arising out of or connected therewith except that, in the event any action is brought by any party hereto to enforce this Agreement, the prevailing party in Tuesday, July 01, 2025 Reg CC MTG, Page *248
such action shall be entitled to reasonable attorneys' fees and costs in addition to all other relief to which that party or those parties may be entitled.
34. STATEMENT OF EXPERIENCE. By executing this Agreement, CONSULTANT represents that it has demonstrated trustworthiness and possesses the quality, fitness and capacity to perform the Agreement in a manner satisfactory to CITY.
CONSULTANT represents that its financial resources, surety and insurance experience, service experience, completion ability, personnel, current workload, experience in dealing with private CONSULTANTs, and experience in dealing with public agencies all suggest that CONSULTANT is capable of performing the proposed contract and has a demonstrated capacity to deal fairly and effectively with and to satisfy a public agency.
35. DISCLOSURE REQUIRED. (CITY and CONSULTANT initials required at one of the following paragraphs)
By their respective initials next to this paragraph, CITY and CONSULTANT hereby acknowledge that CONSULTANT is a “CONSULTANT” for the purposes of the California Political Reform Act because CONSULTANT’S duties would require him or her to make one or more of the governmental decisions set forth in Fair Political Practices Commission Regulation 18700.3(a)(2) or otherwise serves in a staff capacity for which disclosure would otherwise be required were CONSULTANT employed by CITY. CONSULTANT hereby acknowledges his or her assumingoffice, annual, and leaving-office financial reporting obligations under the California Political Reform Act and the CITY’S Conflict of Interest Code and agrees to comply with those obligations at his or her expense. Prior to CONSULTANT commencing services hereunder, the City’s Manager shall prepare and deliver to CONSULTANT a memorandum detailing the extent of CONSULTANT’S disclosure obligations in accordance with the CITY’S Conflict of Interest Code.
City Initials ______
CONSULTANT Initials ______
OR
By their initials next to this paragraph, CITY and CONSULTANT hereby acknowledge that CONSULTANT is not a “CONSULTANT” for the purpose of the California Political Reform Act because CONSULTANT’S duties and responsibilities are not within the scope of the definition of CONSULTANT in Fair Political Practice Commission Regulation 18700.3(a)(2) and is otherwise not serving in staff capacity in accordance with CITY’S Conflict of Interest Code.
City Initials ______
CONSULTANT Initials ______
Tuesday, July 01, 2025 Reg CC MTG, Page *249
IN WITNESS WHEREOF the parties hereto have executed this contract the day and year first hereinabove written.
CITY OF LOMITA CONSULTANT
Andrew Vialpando, City Manager By: Carla Lenhoff, President ATTEST:
Kathleen Horn Gregory, City
Clerk
Taxpayer ID No.
APPROVED AS TO FORM:
Trevor Rusin, City Attorney
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Exhibit A
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GRAFFITI PROTECTIVE COATINGS, INC.
Fee Proposal – 2 OPTIONS PROVIDED
Option 1- $300 per location up to 1,000 sqft. (No extra fee for emergency calls placed after hours or on weekends). No proactive patrols.
Option 2 - Flat monthly fee of $2,000 per month for all services listed in the proposal. This price includes unlimited graffiti removals as well as 3 day a week proactive patrol.
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1 TO: City Council
FROM: Andrew Vialpando, City Manager
PREPARED BY: Adrian Fernandez, Community and Economic Development Director
MEETING DATE: July 1, 2025
SUBJECT: Second Reading and Adoption of Ordinance No. 874, An Ordinance Revising the Fire Hazard Severity Zone Map in the City of Lomita
RECOMMENDATION
Adopt Ordinance No. 874, an Ordinance Revising the Fire Hazard Severity Zone Map in the City of Lomita.
BACKGROUND
At the June 17, 2025, regular City Council meeting, the Council held the first reading to consider the adoption of this ordinance for a revised Fire Hazard Severity Zone Map, dated March 24, 2025, (Exhibit A) as identified by the California Department of Forestry and Fire Protection (Cal Fire). Two Council meetings are required when adopting an ordinance. This Ordinance complies with the State Fire Marshal’s request and recommendation as mandated by Government Code Section 51178 to identify levels of fire hazard based on consistent statewide criteria and the expected severity of fire hazards in the City of Lomita.
FISCAL IMPACT
There are no financial implications resulting from this recommendation.
OPTIONS
1. Approve the attached ordinance.
2. Do not approve the ordinance
3. Provide staff with further direction.
CITY OF LOMITA
CITY COUNCIL REPORT
Item No. 7i
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2 ATTACHMENT
1. Ordinance No. 874 with exhibit
Approved by:
_______________________
Andrew Vialpando
City Manager
Prepared by:
__________________________
Adrian Fernandez, Community and Economic Development Director Tuesday, July 01, 2025 Reg CC MTG, Page *267
ORDINANCE NO. 874
AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF LOMITA,
CALIFORNIA, ADOPTING UPDATED FIRE HAZARD SEVERITY ZONES AS
RECOMMENDED BY THE CALIFORNIA DEPARTMENT OF FORESTRY AND FIRE PROTECTION PURSUANT TO GOVERNMENT CODE SECTION 51178
AND FINDING THE ORDINANCE TO BE EXEMPT FROM CEQA
THE CITY COUNCIL OF THE CITY OF LOMITA DOES HEREBY ORDAIN AS FOLLOWS:
Section 1. Recitals.
A. The City of Lomita herby approves the updated Fire Hazard Severity Zone (FHSZ) map as recommended by the California Department of Forestry and Fire Protection pursuant to Government Code Section 51178.
B. The map, approved by the City of Lomita, is hereby incorporated by reference, and entitled “City of Lomita Fire Hazard Severity Zones.” C. On April 15, 2025, relevant information and FHSZ Map were presented to the public at a City Council meeting. The same information was made available at the City’s website for public review and comments.
Section 2. Adoption of Fire Hazard Severity Zone Map. The Fire Hazard Severity Zone Map entitled “City of Lomita Fire Hazard Severity Zones” dated March 24, 2025, as set forth in Exhibit A, is hereby approved.
Section 3. Environmental Findings. Adoption of this ordinance is exempt from the California Environmental Quality Act (CEQA) in that it can be seen with certainty that there is no possibility that the ordinance may have a significant effect on the environment pursuant to State CEQA Guidelines Section 15061(b)(3). The adoption of the proposed ordinance is covered by the general rule that CEQA applies only to projects that have the potential for causing a significant effect on the environment. As the proposed ordinance adopts local amendments to the California Building Standard Code reasonably necessary to mitigate threats to the public health and safety posed by local climatic, geological, or topographical conditions, the City’s adoption is largely administrative in nature and designed to improve environmental quality; therefore, the action poses no potential of causing significant adverse effects to the environment.
Section 4. Severability. If any section, subsection, subdivision, paragraph, sentence, clause or phrase of this ordinance or any part hereof is for any reason held to be invalid, such invalidity shall not affect the validity of the remaining portions of this Tuesday, July 01, 2025 Reg CC MTG, Page *268
Ordinance No. 874
ordinance or any part thereof. The City Council of the City of Lomita hereby declares that it would have passed each section, subsection, subdivision, paragraph, sentence, clause or phrase hereof, irrespective of the fact that any one or more sections, subsections, subdivisions, paragraphs, sentences, clauses or phrases be declared invalid.
Section 5. Effective Date. This ordinance shall take effect thirty (30) days after the date of its passage and adoption; and within fifteen (15) days after its passage and adoption, the City Clerk shall cause a copy of this ordinance to be published in accordance with the provisions of the law. The City Clerk shall certify the adoption of this ordinance.
PASSED, APPROVED AND ADOPTED this 1st day of July 2025. _______________
Mark A. Waronek, Mayor
ATTEST:
___________________
Kathleen Horn Gregory MMC, City Clerk
APPROVED AS TO FORM:
_____________________
Trevor Rusin, City Attorney
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City and County boundaries as of 10/22/24 (CA Board of Equalization) CAL FIRE State Responsibility Areas (SRA25_1)
CAL FIRE Fire Hazard Severity Zones (FHSZSRA23_3, FHSZLRA_25_1) Data Sources:
Daniel Berlant, State Fire Marshal, CA Department of Forestry and Fire Protection Joe Tyler, Director/Fire Chief, CA Department of Forestry and Fire Protection Wade Crowfoot, Secretary for Natural Resources, CA Natural Resources Agency The State of California and the Department of Forestry and Fire Gavin Newsom, Governor, State of California Protection make no representations or warranties regarding the accuracy of data or maps. Neither the State nor the Department shall be liable under any circumstances for any direct, special, incidental, or consequential damages with respect to any claim by any user or third party on account of, or arising from, the use of data or maps. and other relevant factors including areas where winds
have been identified by the Office of the State Fire Marshal as a major cause of wildfire spread.
statewide criteria and based on the severity of fire hazard that is expected to prevail in those areas. Moderate, high, and very high fire hazard severity zones shall be based on fuel loading, slope, fire weather, Government Code section 51178 requires the State Fire
Marshal to identify areas in the state as moderate, high, and very high fire hazard severity zones based on consistent Waterbody
Federal Responsibility
Area (FRA)
Unzoned LRA
Incorporated City
Projection: NAD 83 California Teale Albers
Scale: 1:18,000 at 11" x 17"
Km 0 0.2 0.4 0.6 0.8 1 1.2 1.4
Fire Hazard Severity Zones (FHSZ) in Local Responsibility Mi 0 0.2 0.4 0.6 0.8 Area (LRA), as Identified by the State Fire Marshal
Lomita
Pennsylvania Ave
Oak St
Eshelman Ave
Narbonne Ave
250th St
Rolling
VistaDr
Walnut St
Cypress St
Pennsylvania Ave
Lomita Blvd
255th St
W 248th StWoodward Ave
263rd St
240th St
Palos Verdes Dr N
Crenshaw Blvd
Lucille Ave
UNINCORPORATED
LOS ANGELES CO.
UNINCORPORATED
LOS ANGELES CO.
1 213
LOS ANGELES
LOS ANGELES
RANCHO
PALOS
VERDES
ROLLING HILLS
ROLLING
HILLS
ESTATES
TORRANCE
TORRANCE
TORRANCE
March 24, 2025
As Identified by the
State Fire Marshal Local Responsibility Area
Fire Hazard Severity Zones
CITY OF LOMITA – LOS ANGELES COUNTY
Very High High Moderate
EXHIBIT A
Tuesday, July 01, 2025 Reg CC MTG, Page *270
1 TO: City Council
FROM: Andrew Vialpando, City Manager
PREPARED BY: Susan Kamada, Deputy City Manager / Administrative Services Director
MEETING DATE: July 1, 2025
SUBJECT: Memoranda of Understanding (MOUs) with the Lomita City Employees Association (LCEA) and Amendment to the Executive and Non-Represented/Confidential Comp Plan Relative to Salary and Benefits
RECOMMENDATION
Adopt resolutions amending the authorized positions and salary schedule for full-time and part-time employees for fiscal year commencing on the first full pay period following July 1, 2025, and ending June 30, 2026; approve the attached MOUs with the Lomita City Employees Association (LCEA), affiliated with the American Federation of State, County, and Municipal Employees (AFSCME), as Local 907, providing for an agreement through June 30, 2028; and approve a Revised Compensation and Benefits Plan for the Executive and Non-Represented/Confidential Employees.
BACKGROUND
The City’s management negotiating team has met and conferred in good faith with the LCEA and arrived at an agreement reflected in the attached MOUs.
The major points of the agreement are as follows:
• Term of Agreement – 3 years (July 1, 2025, to June 30, 2028) • Cost of Living Adjustments:
o Effective first full pay period after July 1, 2025 – 6% o Effective first full pay period after July 1, 2026 – 3% o Effective first full pay period after July 1, 2027 – 3% • Additional Insurance (Medical, Dental, Vision and Life) Premium Payment o Effective first full pay period after July 1, 2025 – Additional $200 per month o Effective first full pay period after July 1, 2027 – Additional $200 per month
CITY OF LOMITA
CITY COUNCIL REPORT
Item No. 7j
Tuesday, July 01, 2025 Reg CC MTG, Page *271
2 The proposed agreements provide for an increase of 12% over the three-year term of the agreements and will begin to help the City address its recruitment and retention issues and provide for predictable and steady increases for existing and new employees, while also ensuing the City’s ability to adequately plan for budgetary increase over time. To address the increasing costs of Medical, Dental, Vision and Life Insurance provided to employees, the cafeteria contribution will increase an additional $200 annually for the first and third years covered under the agreements.
OPTIONS
1) Approve staff’s recommendation.
2) Give staff alternative direction.
FISCAL IMPACT
The cost impact for the terms of the agreements for all MOUs are as follows: $490,000 in year one, $209,000 in year two, and $362,000 in year three.
ATTACHMENTS
1) Resolution No. 2025-24 Approving MOUs with the LCEA
2) Resolution No. 2025-25 Approving a Revised Comp Plan for Executive Employees 3) Resolution No. 2025-26 Approving a Revised Comp Plan for NonRepresented/Confidential Employees 4) Resolution No. 2025-27 Approving a Revised Comp Plan for Part-Time Employees Prepared by: Approved by:
________ ____________________________
Susan Kamada Andrew Vialpando
Administrative Services Director City Manager
Tuesday, July 01, 2025 Reg CC MTG, Page *272
RESOLUTION NO. 2025-24
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LOMITA, CALIFORNIA, AMENDING RESOLUTION NO. 81-56, AND
ESTABLISHING A COMPENSATION PLAN FOR EMPLOYEES FOR
LCEA FOR THE FISCAL YEAR COMMENCING JULY 1, 2025, AND
ENDING JUNE 30, 2028
THE CITY COUNCIL OF THE CITY OF LOMITA DOES RESOLVE,
DETERMINE AND ORDER AS FOLLOWS:
SECTION 1. Recitals:
A. 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.
B. 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.
C. 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.
D. Resolution 81-56, as amended, 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.
SECTION 2. The salary schedule listed in Section III and the authorized positions and salary range schedule listed in Section IV of Resolution 81-56 is hereby amended as indicated on the attached Attachment “A” for the fiscal year commencing on July 1, 2025, and ending on June 30, 2028.
SECTION 3. This Resolution will become effective immediately upon adoption.
SECTION 4. 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.
Tuesday, July 01, 2025 Reg CC MTG, Page *273
Resolution No. 2025-28
PASSED, APPROVED AND ADOPTED this 1st day of July 2025. ______________________________
Mark A. Waronek, Mayor
ATTEST:
_____________________________________
Kathleen Horn Gregory, MMC, City Clerk
APPROVED AS TO FORM:
______________________________
Trevor Rusin, City Attorney
Tuesday, July 01, 2025 Reg CC MTG, Page *274
EXHIBIT A
9098447.1 LO055-008
MEMORANDUM OF UNDERSTANDING BETWEEN THE
CITY OF LOMITA AND THE LOMITA CITY EMPLOYEES ASSOCIATION ARTICLE I. GENERAL PROVISIONS
PREAMBLE
Section 1.1. This Memorandum of Understanding (MOU) is entered into between the City of Lomita (hereinafter referred to as “City”) and the Lomita City Employees Association, affiliated with the American Federation of State, County, and Municipal Employees, as Local 907 (hereinafter referred to as “Association”), pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500et.seq.).
APPLICABLE POSITIONS
Section 1.2. The City reaffirms its recognition of the Association as the exclusive representative of all full-time City employees within the following classifications:
Accounting Assistant
Accounting Technician
Administrative Analyst
Administrative Assistant
Assistant Engineer
Assistant Planner
Associate Engineer
Associate Planner
Code Enforcement Officer
Code Enforcement Supervisor
Engineering Technician
Maintenance Aide
Maintenance Worker I
Maintenance Worker II
Management Assistant
Parking Enforcement Supervisor
Principal Engineer
Public Works Lead Worker – Facilities
Public Works Lead Worker – Park Maintenance
Public Works Lead Worker – Street/Trees
Public Works Lead Worker – Water Distribution
Public Works Lead Worker – Water Treatment
Recreation Coordinator
Recreation Supervisor
Senior Civil Engineer
Water Quality & Environmental Specialist
Tuesday, July 01, 2025 Reg CC MTG, Page *275
2 Water Service Technician I
Water Service Technician II
Water Treatment Plant Operator
TERM OF AGREEMENT
Section 1.3. Except as otherwise indicated, this Agreement is to be in effect commencing July 1, 2025 through June 30, 2028.
CONTINUATION OF PRIOR PROVISIONS
Section 1.4. The parties agree that the terms and provisions of any prior MOU Agreements between the parties shall remain in full force and effect unless such provisions conflict with the terms of this Agreement. All applicable MOU Agreements shall be compiled and displayed in the City Employee Handbook under the heading MOU Agreements. All applicable attachments and exhibits to the MOU Agreements shall be included in this Section of the Handbook. All provisions and terms set forth in the City of Lomita Employee Handbook shall also remain in full force and effect as to all terms and conditions of employment unless the Handbook conflicts with this Agreement, or any prior MOU Agreements between the parties.
ARTICLE 2. COMPENSATION AND HOURS
COST OF LIVING ADJUSTMENT (COLA)
Section 2.1a. Effective the first full pay period after July 1, 2025, full-time represented employees as listed in Article I shall be entitled to a 6% base salary increase. (Exhibit 1) Section 2.1b. Effective the first full pay period after July 1, 2026, full-time represented employees as listed in Article I shall be entitled to a 3% base salary increase. (Exhibit 2) Section 2.1c. Effective the first full pay period after July 1, 2027, full-time represented employees as listed in Article I shall be entitled to a 3% base salary increase. (Exhibit 3)
SALARY RANGES AND CLASS TITLES
Section 2.2. The following monthly salary ranges are assigned to classes covered by this MOU for the time period of July 1, 2025 through June 30, 2028.
Salary Schedule Title
24 Accounting Assistant
27 Accounting Technician
33 Administrative Analyst
24 Administrative Assistant
41 Assistant Engineer
Tuesday, July 01, 2025 Reg CC MTG, Page *276
5 36 Assistant Planner
49 Associate Engineer
44 Associate Planner
33 Code Enforcement Officer
41 Code Enforcement Supervisor
33 Engineering Technician
31 Finance Supervisor
28 Management Assistant
12 Maintenance Aid
20 Maintenance Worker I
24 Maintenance Worker II
34 Parking Enforcement Supervisor
61 Principal Engineer
36 Public Works Lead Worker (Facilities, Park,
Street/Trees/Water Distribution, Water Treatment)
30 Recreation Coordinator
39 Recreation Supervisor
55 Senior Civil Engineer
39 Water Quality & Environmental Specialist
23 Water Service Technician I
27 Water Services Technician II
35 Water Treatment Plant Operator
FULL-TIME SALARY ADMINISTRATION POLICIES
Section 2.3. The following salary policies shall govern the administration of the salary schedule for full-time classifications:
a) The first step is the minimum rate and is normally the hiring rate for the class. An employee may be assigned, upon appointment, to other than the normal entering salary step upon the recommendation of the department director, and with the approval of the City Manager when it is decided that such action is in the best interest of the City.
b) Employees are normally eligible for a salary adjustment after the completion of a minimum of six (6) months of service from the date of appointment. The adjustment shall be made only if recommended by the department director, and, if approved by the City Manager. For employees hired at any step other than the first step, such employees must complete a minimum of twelve (12) months of service from the date of appointment before being eligible for a salary adjustment. c) The remaining steps are incentive adjustments, based on the performance evaluation, to encourage an employee to improve his/her work, and to recognize Tuesday, July 01, 2025 Reg CC MTG, Page *277
6 seniority and increased skill on the job. Employees are eligible for these adjustments after the completion of twelve (12) months of service at the preceding step, if the year of service is evaluated as being satisfactory or above. The mere completion of twelve (12) months of service at a particular step does not entitle an employee to an incentive adjustment. Employees shall advance to the next step unless they receive a timely performance evaluation (i.e., within two calendar weeks of the employee’s twelfth month of service at the preceding step) indicating that their performance does not merit an increase, in which case, step advancement may be withheld or delayed.
d) The comprehensive wage and salary plan is based on full-time employment. e) As provided for in Government Code Section 3507.5 (the Meyers-Milias-Brown Act), the City has designated the following positions as confidential: Senior Accountant; Deputy City Clerk/Executive Assistant; Management Analyst; Human Resources Analyst; and any other employees who have access to confidential employee relations information. The City Manager may make further designations of confidential positions by preparing a memorandum stating the same. A copy of this memorandum shall be sent to the City Council and to those employees impacted by such designation.
GENERAL SALARY SCHEDULE
Section 2.4. The general salary schedule shall consist of five steps within each grade and be applicable to positions and classification within the City. Said salary schedule shall be adopted on an annual basis by Resolution of the City Council.
COMPENSATION FOR OVERTIME
Section 2.5. Subject to approval of the City Manager and to the following provisions, a department director may prescribe reasonable periods of overtime work to meet the operational needs of the department.
Except as otherwise provided herein, overtime shall be paid at one and one-half times the hourly equivalent of the employee's monthly salary rate, based on the number of overtime hours actually worked. For hourly employees called out on an emergency, the minimum call time shall be two (2) hours. Exempt personnel shall not be entitled to overtime.
Full-Time and Part-Time Employees: Overtime is defined as work required by an authorized supervisor on a form approved by the City Manager in excess of forty (40) hours in a workweek or in excess of nine (9) hours in a day (or hours in assigned shift).
In the event a bona fide emergency arises that dictates the need for immediate overtime Tuesday, July 01, 2025 Reg CC MTG, Page *278
7 and the employee's supervisor is not available for authorization, the employee shall seek approval from a management employee prior to working overtime and on the next working day shall prepare an overtime authorization form to the responsible supervisor outlining the same.
Time-off taken for purposes of vacation and sick leave shall not serve as time worked when computing the forty (40) hours in a work week or the nine (9) hours in a workday (or hours in an assigned shift).
Double Time: Double time pay shall be provided for time worked in excess of twelve (12) hours in a day.
Exempt Personnel: Exempt Personnel are all administrative and professional managerial employees.
Court Time: Employees who are required to appear in court during their off-duty hours in connection with City business shall receive overtime compensation at one and one-half times the number of hours they spend in court.
CALL BACK TIME
REGULAR AND HOLIDAY HOURS
Section 2.6
Introduction – Those who are required to work by advance assignment on the day a holiday is observed which provides that they receive, in addition to compensation for actual hours worked, one day of floating holiday. This provision of the M.O.U. applies to employees who are called back to work on a regular workday and on holidays or designated to be on stand-by on such days.
Call Back Time.
1) Call back duty occurs when an employee is ordered to return to duty on a non-regularly scheduled work shift. Call back does not occur when an employee is held over from his/ her shift or is working prior to his/ her regularly scheduled shift. An employee called back to duty shall be credited with a minimum of two (2) hours of overtime commencing at the time of the page or contact. Any callback lasting two (2) hours or less shall result in a credit for two (2) hours overtime. A subsequent call received during a callback shall not result in an additional two (2) hours minimum callback pay but shall be paid overtime for actual time worked.
2) An employee called back to work on the day a holiday is observed by the City, in addition to the compensation provided for in the above section (1) shall receive ½ day of floating holiday if the actual time worked is four (4) hours or less, and one (1) day Tuesday, July 01, 2025 Reg CC MTG, Page *279
8 of floating holiday if actual time worked is in excess of four (4) hours. The floating holiday must be used within a fiscal year of the date it is earned. 3) Employees who receive telephone calls or visits, including the time to make related return telephone calls, after having left work at the end of their normal scheduled work hours and/ or weekends or holidays are not entitled to any “call back” pay, but are entitled to pay for the time spent providing service on behalf of the City. Such employees shall be compensated for all time actually worked in increments of one quarter (1/4) hour while being called, paged, visited, and/ or required to make related return telephone calls. Employees who are required by the nature of the call, and with approval of their supervisor, to return to work shall be entitled to receive call back pay in accordance with the provisions of paragraph (1) above. If required to return to work, the time spent pursuant to this paragraph (3) shall count as part of the call back time under paragraph (1) but shall not be subject to compensation under this paragraph (3).
Standby Time
Section 2.6 B.
(1) Compensation:
a. Emergency (regular) Standby – Subject to requirements a-c in Section 2.6B(2) below, those employees designated to perform standby duty to respond to emergency situations that arise after normal working hours shall receive $300 per week on stand-by duty. The new rate will be effective the first full pay period after July 1, 2025.
(2) Requirements:
a. The employee must be able to return all phone calls within fifteen (15) minutes after receiving a page or call.
b. The employee must be able to respond in person to the assigned work site within thirty (30) minutes of the page or call.
c. While on standby the employee must be ready and able to work and shall not engage in any conduct that precludes his/ her ability to perform their duties. (3) Holiday Standby: Subject to the requirements listed in 2.7B(2) above, an employee scheduled to be on standby duty on the day of a City recognized holiday, including four days during the Christmas Holiday Closure, shall receive, in addition to $300 per week for standby duty, one floating holiday for each working day while on standby duty, that must be used within a calendar year from the date it is earned.
BILINGUAL PAY
Section 2.7. Bilingual Pay – On recommendation of the Department Head and the Personnel Officer, the City may approve payments of an additional $40 (forty dollars) per pay period to a bilingual employee whose abilities have been determined by the Tuesday, July 01, 2025 Reg CC MTG, Page *280
9 Personnel Officer or designee as qualifying to fill positions requiring bilingual speaking and/ or writing ability. Bilingual skill payments will be made when:
(1) Public contact requires continual (repetitive) eliciting and explaining information in a language other than English; or
(2) Where translation of written materials in another language is a continuous assignment; or
(3) The position is in a work location where there is a demonstrated need for language translation in providing services to the public.
(4) Limit of two (2) employees per department/division.
The City shall review positions covered by this Agreement not less than annually to determine the number and location of positions to be designated as requiring bilingual abilities. The pay provided herein for bilingual abilities may be removed when the criteria cease to be met as determined by the Department Head.
PAY FOR SERVING IN HIGHER JOB CLASSIFICATION
Section 2.8. A competitive service employee, and member of the Administrative Services Unit or Field Services Unit who is required, on the basis of acting appointment or other reason, to serve in a class with a higher salary range to that of the class in which he/she is normally assigned, shall receive the minimum salary rate of the higher salary range or a five percent (5%) of current salary increase, whichever is greater, provided the employee shall perform all duties and assume all the responsibilities of the higher class, and only after the employee has served for more than five (5) consecutive working days in the higher classification. Compensation under this Section shall not be permitted for any position which is subject to City Council appointment unless specifically authorized by the City Council.
SHIFT DIFFERENTIAL PAY
Section 2.9. Employees whose regular work schedule includes at least half (50%) of their shift hours worked between 5:00 p.m. and midnight shall be entitled to shift differential pay at the rate of 5% of their straight time hourly rate.
COMPENSATION STUDY
Section 2.10. City shall prepare an updated compensation study no earlier than September 1, 2027 and conclude no later than February 1, 2028 and share the results with the Association.
ARTICLE 3. WORKING HOURS
WORKING HOURS
Section 3.1. Working hours will be determined on the basis of operational efficiency and employee preference. Supervisors will establish working schedules subject to approval of department directors and the City Manager.
Tuesday, July 01, 2025 Reg CC MTG, Page *281
11 PAY PERIODS AND PAYDAYS
Section 3.2. All officers and employees of the City of Lomita shall be paid once every two weeks. Compensation shall be made available on an every-other Friday basis.
In the event that a payday falls on a holiday, all warrants or checks in payment of compensation shall be made available on the day preceding the holiday.
COMPUTATION OF ADVANCEMENT DATES
Section 3.3 Advancement dates shall be computed from the first day of appointment or from the effective date of any subsequent actions.
FLEXIBLE WORK SCHEDULES
Section 3.4. The City’s normal hours of operation are from 7:30 a.m. to 5:30 p.m. Monday through Thursday, and 8:00 a.m. to 5:00 p.m. alternating Fridays except on days designated as City holidays. Upon an employee’s request, the City Manager or designee may approve work schedules that vary from the established working schedule as long as business operations are not adversely impacted and continue as required by municipal law.
Section 3.5. Purpose. Flex time may be implemented as work management alternatives when it benefits the City by improving employee recruitment and retention or otherwise suits the City’s business needs, and subject to approval of the City Manager or designee as outlined below.
Section 3.6. Flex Time Schedule Request and Approval. When the City Manager or designee determines that the position’s work can be effectively carried out and accounted for under such conditions, the City Manager or designee may approve an employee’s request for:
a. A flex time work schedule; or
b. A compressed workweek schedule that may include a 4/10 workweek, or a 9/80 workweek.
Terms and conditions of individual alternative work schedules shall be set forth in written agreements signed by each participating employee and authorized prior to implementation by the City Manager or designee.
Section 3.7. Discontinuation of Flex Schedules. At the sole discretion of the City, the City Manager or designee may terminate flex schedules when the schedule ceases to meet the business needs of the City and/or the Department. The City Manager or designee shall provide affected employees with a minimum of two weeks’ notice prior to the discontinuation of the flex schedule.
The City Manager’s or designee’s decision regarding the revocation of an alternative work schedule is final and not subject to appeal.
ARTICLE 4. BENEFITS
Tuesday, July 01, 2025 Reg CC MTG, Page *282
13 INSURANCE CONTRIBUTION (CAFETERIA PLAN)
Section 4.1. 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 Mission Square deferred compensation account upon written option by the employee to the Personnel Officer.
CAFETERIA PLAN SUMMARY
Section 4.2. Effective the first full pay period after July 1, 2025, 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 $200 per month to the employee cafeteria plan, for a total of $1,705 per month.
Employees with 1 Dependent for Medical or Dental Insurance The City shall contribute an additional $200 per month to the employee cafeteria plan, for a total of $1,665 per month.
Employee Only for Medical or Dental Insurance
The City shall contribute an additional $200 per month to the employee cafeteria plan, for a total of $1,643 per month.
Employees with Spouse Coverage or No Health Insurance through the City The City shall contribute an additional $200 per month to the employee cafeteria plan for a total of $1,620 per month.
Section 4.3. Effective the first full pay period after July 1, 2027, 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 $200 per month to the employee cafeteria plan, for a total of $1,905 per month.
Employees with 1 Dependent for Medical or Dental Insurance The City shall contribute an additional $200 per month to the employee cafeteria plan, for a total of $1,865 per month.
Employee Only for Medical or Dental Insurance
Tuesday, July 01, 2025 Reg CC MTG, Page *283
14 The City shall contribute an additional $200 per month to the employee cafeteria plan, for a total of $1,843 per month.
Employees with Spouse Coverage or No Health Insurance through the City The City shall contribute an additional $200 per month to the employee cafeteria plan for a total of $1,820 per month.
RETIREMENT AND PRE-TAX OF EMPLOYEE CONTRIBUTIONS
Section 4.4a. Employee Retirement Contributions.
Effective the first full pay period 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 a total of 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 paid member contributions shall continue to be collected on a pre-tax basis.
RETIREMENT COST SHARING
Section 4.4b. Effective the first full pay period after July 1, 2020, 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 0.5% cost sharing shall be in addition to the retirement contribution in Section 4.4a. No cost sharing for Tier 2 and 3 employees.
Effective the first full pay period after July 1, 2021, 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 4.4a. No cost sharing for Tier 2 and 3 employees.
This cost sharing agreement shall be made pursuant to Government Code section 20516(f) which provides that nothing shall preclude a contracting agency and its employees from independently agreeing in a memorandum of understanding to share the costs of any benefit. Thus, this cost sharing MOU provision shall not be part of the contract between the CalPERS system and the City and shall therefore be effective with the first payroll period commencing on or after adoption by the City Council of the 2018- 2022 MOU. There shall be no automatic sunset date to any of these cost sharing provisions.
RETIREMENT FORMULA SUMMARY
Tuesday, July 01, 2025 Reg CC MTG, Page *284
15 Section 4.5. 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.
RETIREE HEALTH
Section 4.6. 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 the 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.
Tuesday, July 01, 2025 Reg CC MTG, Page *285
16 DISABILITY INSURANCE
Section 4.7. 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 4.8. 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 4.9. 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 4.10a. 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, 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 4.11. The City will provide employees a voluntary “Flexible Spending Account”.
The Flexible Spending Account is offered pursuant to the 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 childcare 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) Tuesday, July 01, 2025 Reg CC MTG, Page *286
17 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 4.12. Employees will be provided an annual stipend of $200 towards wellness and mental health related programs. These include a health club membership, personal trainers, smoking cessation, weight loss, fitness trackers, stress management programs, mental health assessments and/or screenings, etc. The City Manager and/or his designee shall make determinations for items not listed.
TRAINING OF EMPLOYEES
Section 4.13.
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 encouraged. All other things being equal, priority consideration shall be given to training opportunities sponsored by and conducted within the City.
TUITION REIMBURSEMENT.
Section 4.14 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.
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18 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 4.15. 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.
UNIFORM ALLOWANCE (APPLIES TO FIELD STAFF ONLY)
Section 4.16. In July each fiscal year or at other times of the year for new hires, the City shall provide a $275 annual uniform allowance for purchasing pants and shorts. For purchases made by the employee, such employees shall submit receipts consistent with the City’s reimbursement policy.
SHOE ALLOWANCE (APPLIES TO FIELD STAFF ONLY)
Section 4.17. In July each fiscal year or at other times of the year for new hires, employees who are required by Management to wear approved safety shoes/boots in carrying out their job duties shall receive a maximum shoe allowance of $225 per fiscal year for the purchase of such shoes. Should an employee’s work render the shoes ineffective for purposes of foot safety in a period of less than 12 months and the employee demonstrates to their supervisor that the shoes need to be replaced, the City shall provide a second pair of shoes/boots. If an employee who currently receives the shoe allowance transfers to a position in the bargaining unit for which Management does not require the wearing of approved safety shoes/boots, the employee shall no longer be entitled to receive the shoe allowance. For purchases made by the employee, such employees shall submit receipts consistent with the City’s reimbursement policy.
CERTIFICATION POLICY (APPLIES TO FIELD STAFF ONLY)
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 certification(s) 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
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19 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.
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. for those employees who need to obtain any outstanding certifications. The City will pay for no more than four (4) tests for the above certifications, with the exception of the Class A/B Driver’s Licenses, in which the City will pay for three (3) tests and one (1) driver training class.
The City at its discretion may extend the 12-month period due to extenuating circumstances. A position obtained via promotion/change of classification 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 certification(s) has not been obtained within the 12-month period.
Applicable to new hires as of November 7, 2023:
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) upon entering the classification. If not possessed at the 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.
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20 The City shall make every effort to pay for any training, exam fees, work time to study (as operations permit), etc. for those employees who need to obtain any outstanding certification(s). The City will pay for no more than four (4) tests for the above certifications, with the exception of the Class A/B Driver’s Licenses, in which the City will pay for three (3) tests and one (1) driver training class.
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 be demoted to a lower class if the certification(s) 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.
ARTICLE 5. VACATION AND LEAVE
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21 ANNUAL VACATION LEAVE
Section 5.1. Eligibility. All competitive service employees, probationary employees, and members of the Administrative Services Unit or Field Services Unit, earn paid vacation time. Probationary employees (other than promotional probationary employees) cannot use paid vacation unless otherwise authorized by the City Manager. All vacation days shall be taken at a time mutually agreed upon by the employee and the employee's immediate supervisor. Vacation requests should be in writing and must be pre-approved by the employee's immediate supervisor and department director. When a payday falls within the vacation time granted, an employee may request to be paid prior to leaving on vacation. A request for an advanced paycheck, along with a copy of the approved vacation request, must be submitted in writing to the Finance Director at least three (3) working days prior to the date that the check is needed.
ANNUAL VACATION ACCRUAL RATE
Section 5.2. Paid vacation leave shall accrue, on a bi-weekly basis, at the rates shown below:
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 5+-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
5+-10 120
11 128
12 136
13 144
14 152
15 160
16 168
17 176
Years of Service Vacation Hours Earned
18 184
19 192
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22 Years of Service Vacation Hours Earned
20 200
Service Years 21 and thereafter:
Beginning with the twenty first year of service an employee shall earn vacation at the rate of two hundred hours each year.
VACATION LEAVE BALANCE, ACCRUAL AND CESSATION OF ACCRUAL Section 5.3. 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.
COMPENSATORY TIME
Section 5.4. Compensatory leave time is capped at one hundred sixty (160) hours for all employees eligible for compensatory leave time. Employees may not earn compensatory time above this limit.
ADMINISTRATIVE LEAVE
Section 5.5. Exempt employees, except the City Manager and those eligible for executive leave, 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.
HOLIDAYS
Section 5.6. 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)
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23 • 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).
• Two Personal Holiday (Floating)
HOLIDAY PAY AND HOLIDAY WORKED
Section 5.7. Holiday Pay shall be equivalent to the straight time hours an employee would normally work on that day of the week. Holidays falling on Saturday will be observed on the preceding Friday. Holidays falling on Sunday will be observed on the following Monday.
In the event competitive service employees, probationary employees, and members of the Association, are required to work on the day a holiday is observed, such employees shall receive, in addition to compensation for the actual hours worked, one day of floating holiday. If requested by the employee prior to working the holiday, the employee may choose to receive one day of holiday pay at straight time in the same pay period containing the holiday, in-lieu of the one day of floating holiday.
Section 5.7.1. No employee may accumulate more than 80 hours of personal (floating holiday) leave. The City will notify any employee approaching the maximum accumulation. An employee will stop accruing personal (floating holiday) leave when his or her accumulated balance reaches 80 hours. An employee shall not accrue additional personal (floating holiday) leave until the employee uses such time and his or her accumulated personal (floating holiday) leave balance again falls below 80 hours. When an employee leaves City service the balance of any earned and unused personal (floating holiday) leave will be paid at the employee's current rate of pay.
HOLIDAY CLOSURE
Section 5.8. Starting in 2016, the City will be closed between December 25 and January
1. Starting in 2017, Columbus Day and Lincoln’s Birthday will no longer be recognized as City holidays. 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.
Employees required to work during the holiday closure shall be compensated consistent with Section 5.7 above, except that employees required to work on December 26- December 30 shall be paid as follows:
a. Employees required to work more than 4 hours in a day a shall receive floating holiday hours for a full day in addition to straight pay for hours Tuesday, July 01, 2025 Reg CC MTG, Page *293
24 worked.
b. Employees required to work less than 4 hours in a day shall receive floating holiday hours of 4 hours in addition to straight pay for hours worked.
Employees who are on Call-Back during the holiday closure shall be compensated consistent with Section 2.7 above.
PERSONAL HOLIDAY LEAVE BANK
Section 5.8.1 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.
SICK LEAVE
Section 5.9. 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 Association 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, “designated person”, sibling, grandchild or grandparent as set forth in the California Labor Code Section 245.5 ©(8).
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25 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 when he/she may return to work and his/her whereabouts at all times.
f) 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 5.10. Per the Personnel Rules (currently Section 5.3, paragraph 2)
FAMILY CARE LEAVE
Section 5.11. Per page 67 of the Personnel Rules (Family and Medical Care Leave Policy).
BEREAVEMENT LEAVE
Section 5.12 Competitive service employees, probationary employees, members of the Association are eligible for bereavement leave. Employees shall be eligible for a maximum of five (5) paid days of 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, stepparent, spouse, child, stepchild, brother, sister, uncle, aunt, mother-in-law, father-in-law, grandfather, grandmother, grandchild, son-in-law or daughter-in-law, domestic partner, 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.
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26 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.
MILITARY LEAVE
Section 5.13. 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.
LEAVE OF ABSENCE WITHOUT PAY
Section 5.14. A department director may grant a competitive service employee, probationary employee, and a member of the Administrative Services Unit or Field Services Unit leave of absence without pay for not more than one (1) calendar week.
Such leave shall be reported to the Personnel Officer. The City Manager may grant a regular or probationary employee leave of absence without pay or seniority, not to exceed three (3) months. After three (3) months, the leave of absence may be extended, if authorized by the City Council. No such leave shall be granted except upon written request of the employee, setting forth the reason for the request, and such approval shall be made in writing.
JURY DUTY LEAVE
Section 5.15. Competitive service employees, probationary employees, and members of the Association 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.
ADMINISTRATION OF LEAVE
Section 5.16. Employees shall be in attendance at their work location in accordance with the Personnel Rules regarding hours of work, holidays, and leaves. All departments shall keep attendance records of employees which shall be reported to the Personnel Officer at the time, and in the manner he/she specifies.
FAILURE TO RETURN FROM LEAVE/UNAUTHORIZED ABSENCE
Section 5.17. At the expiration of an approved leave or approved leave of absence, the employee shall promptly return to duty. Failure on the part of an employee to promptly Tuesday, July 01, 2025 Reg CC MTG, Page *296
27 return to duty shall be considered an absence without leave and be cause for discipline, up to and including termination of employment. Leaves and leaves of absence can be terminated by providing an employee with reasonable notice to return to work. 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.
EMERGENCY WORK AND SAFETY HOURS (APPLIES TO FIELD STAFF ONLY) Section 5.18 . 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 Workers (Park, Street/Trees, Water Distribution, Water Treatment), 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 has been completed.
G. In order to qualify for Safety Hours and automatic ovetime (per Section D), the employee must have actually worked a minimum of three (3) hours during the critical hours.
H. The number of Safety Hours provided to an employee shall be equal to the number 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 for 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. The use of safety hours constitutes hours worked for calculation of overtime 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 by governing state/federal law.
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28 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 prior approval of the direct supervisor or Department designee.
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 the 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 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.
ARTICLE 6. – CONDITIONS OF EMPLOYMENT
PROBATIONARY PERIOD
Section 6.1 All appointments in the competitive service, including promotional appointments, shall be subject to a probationary period of six (6) months. The length of the probationary period may be extended by the appointing authority, if more on-the-job training is warranted or further observation of the employee is desired, by the department head, based on unique circumstances to allow a full and fair evaluation of the probationary Tuesday, July 01, 2025 Reg CC MTG, Page *298
29 employee. No probationary period may be extended beyond nine months from the employee's date of hire.
1) Purpose of Probationary Period. The primary purpose of the Probationary Period is to provide an effective environmental orientation for the employee, educating him/her in prevailing management attitudes, policies, and procedures, and training him/her in the tasks associated with the assignment.
2) Objective of Probationary Period. The probationary period shall be regarded as a part of the testing process and shall be utilized for closely observing the employee's work, for securing the most effective adjustment of a new employee to this position, and for determining if he/she is capable of meeting the requirements of the assignment. 3) Regular Appointment Following Probationary Period. All original and promotional appointments shall be tentative and subject to a probationary period of six (6) months of actual service. If the City determines that it does not wish to retain the probationary employee, the appointing authority shall file a written statement with the Personnel Officer which recommends termination of the employee.
4) Rejection of Probationer. During the probationary period, an employee may be rejected at any time by the appointing authority without cause and without the right of appeal. Written notification of rejection shall be given to the employee and a copy filed with the Personnel Officer.
5) Rejection Following Promotion. Any employee rejected during the probationary period following a promotional appointment shall be reinstated to the position from which he/she was promoted unless charges are filed, and he/she is terminated in the manner provided in the Personnel Ordinance and the Personnel Rules for positions in the competitive service. However, if the employee's former position has been filled, he/she may be placed in a vacant position in the same classification from which he/she was promoted. If there are no vacant positions, he/she may be ultimately terminated from City service.
DISCIPLINE
Section 6.2. Per the Personnel Rules (currently Section 2.10).
RIGHT OF APPEAL
Section 6.3. Per the Personnel Rules (currently Section 2.11).
RULES ON APPEAL TO THE CITY MANAGER
Section 6.4. Per the Personnel Rules (currently Section 2.12).
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30 COMPLAINT AND GRIEVANCE PROCEDURE
Section 6.5.
1. Purpose of Complaint and Grievance Procedure. It is the City's purpose to provide an effective and acceptable system whereby employees can seek resolution of complaints and grievances, at the lowest possible level, on matters affecting their jobs.
All levels of administration and supervision are expected to inform and encourage employees to discuss matters affecting their employment.
2. Definitions.
a. Complaint: An allegation or charge by an employee that a wrong has been committed.
b. Complaint Procedure: The process by which a determination is made as to whether or not a wrong has been committed.
c. Grievance: An expressed claim by a competitive service employee or a member of the Administrative Services Unit or a member of the Field Services Unit that the City has violated, misinterpreted, or misapplied an obligation to the employee as such obligation is expressed and written in the City Personnel Ordinance; these Personnel Rules; other written City policy; the applicable Memorandum of Understanding; or labor or employment law (federal or California) that is applicable to the employees of the City. Disciplinary actions, the content of performance evaluations, rejection from probation, lay-off, and merit increases are not subject to the grievance procedure.
d. Grievance Procedure: The process by which the validity of a grievance is determined.
e. Representative: A person who, at the request of the employee or management, is invited to participate in grievance conferences.
3. Complaint Procedure.
Step 1: The employee should review any complaint with the immediate supervisor. The immediate supervisor is required to review every complaint and attempt to settle it as quickly and fairly as possible.
Step 2: If the action taken by the immediate supervisor is not satisfactory, the employee may take the complaint to successive levels of supervision up to and including the Personnel Officer. The decision of the Personnel Officer shall be the final administrative decision of the City.
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31 4. Grievance Procedure.
a. Informal Grievance Procedure:
The employee shall inform the immediate supervisor orally of the grievance and relevant facts within fourteen (14) days after the employee knew, or in the exercise of reasonable diligence should have known, of the events giving rise to the grievance. At least one conference shall be held between the employee and the immediate supervisor within four (4) days after the employee has expressed the grievance. The immediate supervisor shall orally advise the employee of the decision within seven (7) days following the conference. b. Formal Grievance Procedure:
Step 1: If the grievance is not resolved informally, the employee shall put the grievance in writing and submit copies to the immediate supervisor no later than ten (10) days following completion of the informal grievance procedure. The written grievance shall include a citation to the specific portion of the Personnel Ordinance, these Personnel Rules, other written City policy; the applicable Memorandum of Understanding; or labor or employment law (federal or California) that is applicable to the employees of the City alleged to have been violated and the remedy sought by the employee. The supervisor shall review the grievance and render a written decision to the employee within ten (10) days from receipt of the grievance. Issuance of the written decision will complete Step 1.
Step 2: In the event that the grievance is not resolved in Step 1, the employee may submit it to the department director no later than ten (10) days following completion of Step 1. At least one conference shall be held between the employee and the department director. The department director shall review the grievance and render a written decision to the employee within ten (10) days from receipt of the grievance. Issuance of the written decision will complete Step 2.
Step 3: In the event that the grievance is not resolved in Step 2, the employee may submit it to the City Manager no later than ten (10) days following completion of Step 2. At least one conference shall be held between the employee and the City Manager. The City Manager shall review the grievance and render a written decision to the employee within ten (10) days from receipt of the grievance.
Issuance of the written decision will complete Step 3 and shall be the final administrative decision of the City.
5. General Provisions.
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32 a. No retribution or prejudice shall be suffered by employees making use of the grievance or complaint procedures by reason of such use. b. All documents, communications, and records dealing with the processing of grievances shall be filed separately from personnel files. c. Failure at any step of this procedure to communicate the decision on the grievance within specified time limits shall permit the aggrieved employee to proceed to the next step.
d. Failure at any step of this procedure to submit the grievance to the next step within the specified time limits shall be deemed acceptance of the decision rendered.
e. The time limits specified at any step in this procedure may be extended by mutual agreement of all parties.
f. Reasonable time off without loss of pay shall be given to an employee who has a complaint or grievance and to his/her representative in order to participate in the complaint and grievance procedures.
TRANSFER, PROMOTION, AND REINSTATEMENT
Section 6.6.
1) Transfer. An employee may be transferred by the appointing authority, at any time, from one position to another position in the same or a comparable class. For transfer purposes, a comparable class is one with the same maximum salary, involves the performance of similar duties, and requires substantially the same basic qualifications.
No person shall be transferred into a position for which he/she does not possess the minimum qualifications. If the transfer involves a change from one department to another, both department directors must consent thereto, unless the appointing authority orders the transfer. Transfer shall not be used to effectuate a promotion or demotion, each of which may be accomplished only as provided in the Personnel Ordinance and these Personnel Rules. The employee may appeal denial of transfer by the releasing department to the City Manager. The City Manager will review such actions to ensure that equal consideration is given to the employees’ rights and operational requirements of City administration. In such cases, the decision of the City Manager shall be final.
2) Promotion. Insofar as consistent with the best interests of the service, all vacancies in the competitive service may be filled by promotion of competitive service and probationary employees.
3) Reinstatement. The appointing authority may reinstate, within ninety (90) days of the effective date of resignation, a former competitive service employee who resigned with a good record to a vacant position in the same or comparable class formerly held.
Upon reinstatement, the employee shall be subject to the probationary period Tuesday, July 01, 2025 Reg CC MTG, Page *302
33 prescribed for the class. Credit for the former employment shall be granted in computing salary, vacation, sick leave, or other benefits.
SEPARATION FROM SERVICE
Section 6.7.
1) Termination. An employee in the competitive service may be terminated at any time by the appointing authority for reasonable cause. Termination imposed for disciplinary purposes shall be conducted in accordance with Section 6.2. Whenever it is the intention of the appointing authority to terminate an employee, the Personnel Officer shall be notified of such intended action, and the employee shall be served with a written statement of the reasons for such intended action, fourteen (14) days before the effective date of the termination. An employee shall be entitled to appeal the termination in accordance with the procedures of Section 6.4. Any appeal shall be in writing, subscribed by the appellant, and filed with the Personnel Officer within seven (7) days following the effective date of the termination. 2) Lay-Off. An employee may be laid off under provisions of the Personnel Ordinance and Section 6.8.
3) Resignation. An employee wishing to leave City employment in good standing, shall file a written resignation with the appointing authority, stating the effective date and reasons for leaving, at least fourteen (14) days before leaving City employment.
Failure to give notice as required by this Paragraph may be cause for denying future employment by the City. Such time limit may be waived by the appointing authority if the employee furnishes evidence that such notice would result in unreasonable hardship or loss of opportunity. A statement as to the resigned employee's service performance and other pertinent information shall be forwarded to the Personnel Officer.
LAY-OFF
Section 6.8. Whenever it becomes necessary in the interest of economy or efficiency, or because the necessity for a position no longer exists, the City Council may abolish any position in the competitive service, and the employee holding such position may be laidoff without the right of appeal. The order of lay-off of employees shall be established by the Personnel Officer upon the recommendations of the department directors involved.
The department directors and Personnel Officer shall take into consideration the job performance and length of service of employees in preparing the lay-off list, provided that no competitive service or probationary employee shall be laid-off from his/her position while any emergency, temporary, or provisional employee is serving in the same classification; and provided that no competitive service employee shall be laid-off from Tuesday, July 01, 2025 Reg CC MTG, Page *303
34 his/her position while any probationary employee is serving in the same classification.
Employees to be laid off shall be given at least thirty (30) days prior notice.
ARTICLE 7. MISCELLANEOUS
QUARTERLY LABOR AND MANAGEMENT COMMITTEE
Section 7.1. The parties agree to meet quarterly in an effort to resolve issues of mutual concern regarding employee relations. The parties shall select their respective representatives. The parties, by mutual agreement, may agree to develop the agenda for discussion items. The parties shall have no authority, however, to delete, modify or change the terms of this MOU, or to settle any grievance being processed under this Tuesday, July 01, 2025 Reg CC MTG, Page *304
35 MOU.
ENTIRE AGREEMENT-NEGOTIATIONS
Section 7.2. This Agreement reflects all understandings of the parties. Anything not contained in this Agreement has not been agreed to by the parties. Except as otherwise may have been provided in this Agreement nothing else shall be subject to meet and confer during the term of this Agreement.
Section 7.3. Section 7.2 above does not authorize the City to make unilateral changes in policy affecting terms and conditions of employment, unless they are outside the scope of representation.
Section 7.4. Except as otherwise expressly approved in this Agreement, the City is not obligated to negotiate or change any policies or obligations established by this Agreement during the term of this MOU.
SAVINGS CLAUSE
Section 7.5. 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 continue in full force and effect.
ASSOCIATION RIGHTS
Section 7.6. The City shall deduct from each paycheck and remit to the Association within the week following pay day, Association dues from all employees who have signed a written authorization. Employees on leave without pay or employees who earn a salary less than the Association deduction shall not have an Association dues deduction for that pay period.
Section 7.7. Indemnification. The Association shall indemnify the City from all claims by bargaining unit members as a result of implementing and maintaining Association Dues Deductions.
Section 7.8. Employee Information. Within thirty (30) days of each new hire in the Association, the City will notify the Association of the new hire, providing the Association with the employee’s name, classification, job title, department in the City, work location, work email address, work phone number, and date of hire.
Section 7.9. Union Security: Maintenance of Membership. Any employee in this unit who has authorized Association dues deductions on the effective date of this MOU or at any time subsequent to the effective date of this MOU shall continue to have such dues deductions made by the City during the term of this MOU; provided however, that any Tuesday, July 01, 2025 Reg CC MTG, Page *305
36 employee in the unit may terminate such Association dues during the first twenty-one (21) days of January by notifying the Association in writing of his/her termination of Association dues deduction. Such notification shall be delivered in person or by U.S. mail and should be in the form of a letter containing the following information: employee name, employee number, job classification, department name and name of the Association from which dues deductions are to be canceled. The Association will provide the City with the appropriate documentation to process these dues cancellations within ten (10) business days after the close of the withdrawal period.
Section 7.10. New Employee Orientation. City will provide the Association with 10 calendar days’ advanced notice, or as soon as practicable, of all new employee orientations within the bargaining unit. The Association will select its representative to meet with the new employee and that meeting will be conducted after completion of the City orientation. When selecting its representative, the Association will make reasonable efforts to minimize disruption to the department operational needs.
The Association will be provided up to 30 minutes to discuss, among other things, the rights and obligations created by the MOU, the role of the Association, and to answer any questions that the new employee may have.
LOMITA CITY EMPLOYEES ASSOCIATION, AFSCME Local 907
_________________________________
Mike Stolz, Association President
_________________________________
Bob Adams, Business Representative
Date:
CITY OF LOMITA
_____________________________
Susan Kamada, Negotiator
_____________________________
Tuesday, July 01, 2025 Reg CC MTG, Page *306
37 Andrew Vialpando, City Manager
Date:
Tuesday, July 01, 2025 Reg CC MTG, Page *307
CITY OF LOMITA - FISCAL YEAR 2025-2026 SECTION III
SALARY SCHEDULE
SCHED. NO. Step 1 Step 2 Step 3 Step 4 Step 5
6 2,968 3,116 3,272 3,436 3,608
7 3,042 3,194 3,354 3,522 3,698
8 3,118 3,274 3,438 3,610 3,790
9 3,196 3,356 3,524 3,700 3,885
10 3,276 3,440 3,612 3,793 3,982
11 3,358 3,526 3,702 3,887 4,082
12 3,442 3,614 3,795 3,985 4,184
13 3,528 3,704 3,890 4,084 4,288
14 3,616 3,797 3,987 4,186 4,396
15 3,707 3,892 4,087 4,291 4,505
16 3,799 3,989 4,189 4,398 4,618
17 3,894 4,089 4,293 4,508 4,734
18 3,992 4,191 4,401 4,621 4,852
19 4,091 4,296 4,511 4,736 4,973
20 4,194 4,403 4,624 4,855 5,097
21 4,299 4,513 4,739 4,976 5,225
22 4,406 4,626 4,858 5,101 5,356
23 4,516 4,742 4,979 5,228 5,489
24 4,629 4,861 5,104 5,359 5,627
25 4,745 4,982 5,231 5,493 5,767
26 4,863 5,107 5,362 5,630 5,912
27 4,985 5,234 5,496 5,771 6,059
28 5,110 5,365 5,633 5,915 6,211
29 5,237 5,499 5,774 6,063 6,366
30 5,368 5,637 5,919 6,214 6,525
31 5,503 5,778 6,067 6,370 6,688
32 5,640 5,922 6,218 6,529 6,856
33 5,781 6,070 6,374 6,692 7,027
34 5,926 6,222 6,533 6,860 7,203
35 6,074 6,377 6,696 7,031 7,383
36 6,226 6,537 6,864 7,207 7,567
37 6,381 6,700 7,035 7,387 7,756
38 6,541 6,868 7,211 7,572 7,950
39 6,704 7,039 7,391 7,761 8,149
40 6,872 7,215 7,576 7,955 8,353
41 7,044 7,396 7,766 8,154 8,562
42 7,220 7,581 7,960 8,358 8,776
43 7,400 7,770 8,159 8,567 8,995
44 7,585 7,965 8,363 8,781 9,220
45 7,775 8,164 8,572 9,000 9,450
46 7,969 8,368 8,786 9,225 9,687
47 8,169 8,577 9,006 9,456 9,929
48 8,373 8,791 9,231 9,692 10,177
49 8,582 9,011 9,462 9,935 10,432
50 8,797 9,236 9,698 10,183 10,692
Tuesday, July 01, 2025 Reg CC MTG, Page *308
CITY OF LOMITA - FISCAL YEAR 2025-2026 SECTION III
SALARY SCHEDULE
SCHED. NO. Step 1 Step 2 Step 3 Step 4 Step 5
51 9,016 9,467 9,941 10,438 10,960
52 9,242 9,704 10,189 10,699 11,234
53 9,473 9,947 10,444 10,966 11,514
54 9,710 10,195 10,705 11,240 11,802
55 9,953 10,450 10,973 11,521 12,097
56 10,201 10,711 11,247 11,809 12,400
57 10,456 10,979 11,528 12,105 12,710
58 10,718 11,254 11,816 12,407 13,028
59 10,986 11,535 12,112 12,717 13,353
60 11,260 11,823 12,415 13,035 13,687
61 11,542 12,119 12,725 13,361 14,029
62 11,830 12,422 13,043 13,695 14,380
63 12,126 12,732 13,369 14,038 14,739
64 12,429 13,051 13,703 14,389 15,108
65 12,740 13,377 14,046 14,748 15,486
66 13,059 13,712 14,397 15,117 15,873
67 13,385 14,054 14,757 15,495 16,270
68 13,720 14,406 15,126 15,882 16,676
69 14,063 14,766 15,504 16,279 17,093
70 14,414 15,135 15,892 16,686 17,521
71 14,775 15,513 16,289 17,103 17,959
72 15,144 15,901 16,696 17,531 18,408
73 15,523 16,299 17,114 17,969 18,868
74 15,911 16,706 17,541 18,419 19,339
75 16,308 17,124 17,980 18,879 19,823
76 16,716 17,552 18,429 19,351 20,319
77 17,134 17,991 18,890 19,835 20,826
78 17,562 18,440 19,362 20,331 21,347
79 18,001 18,901 19,847 20,839 21,881
80 18,451 19,374 20,343 21,360 22,428
81 18,913 19,858 20,851 21,894 22,989
82 19,386 20,355 21,373 22,441 23,563
83 19,870 20,864 21,907 23,002 24,152
84 20,367 21,385 22,455 23,577 24,756
85 20,876 21,920 23,016 24,167 25,375
86 21,398 22,468 23,591 24,771 26,009
87 21,933 23,030 24,181 25,390 26,660
88 22,481 23,605 24,786 26,025 27,326
89 23,043 24,195 25,405 26,676 28,009
90 23,619 24,800 26,040 27,342 28,710
Tuesday, July 01, 2025 Reg CC MTG, Page *309
CITY OF LOMITA - FISCAL YEAR 2025-2026
SECTION IV - AUTHORIZED FULL TIME POSITIONS AND SALARY SCHEDULES Department Position Title Salary Schedule F/T
City Manager's City Councilmembers N/A N/A
City Manager N/A 1
Assistant City Manager 74 1
City Clerk 52 1
Public Safety Manager 53 1
Senior Management Analyst 45 1
Code Enforcement Supervisor 41 1
Deputy City Clerk 37 1
Executive Assistant 37 1
Parking Enforcement Supervisor 34 1
Administrative Analyst 33 1
Code Enforcement Officer 33 1
Total Department 11
Administrative Services Deputy City Manager/Administrative Services Director 72 1 Human Resources Manager 57 1
Senior Accountant 48 1
Payroll Accountant 42 1
Human Resources Analyst 42 1
Accounting Technician 27 1
Accounting Assistant 24 2
Total Department 8
Community Development Community & Economic Dev. Director 68 1 Associate Planner 44 1
Assistant Planner 36 1
Management Assistant 28 1
Total Department 4
Parks & Recreation Parks & Recreation Director 66 1
Recreation Supervisor (one underfilled Rec Coord.) 39 2 Recreation Coordinator 30 1
Administrative Assistant 24 1
Total Department 5
Public Works Public Works Director 70 1
Senior Civil Engineer (underfilled as Associate Engineer) 55 1 Water Systems Superintendent 56 1
Public Works Operations Manager 54 1
Associate Engineer 49 1
Facilities Supervisor 41 1
Water Quality & Environmental Specialist 39 1
Management Analyst 39 1
Engineering Technician 33 1
PW Lead Worker Facilities 36 1
PW Lead Worker Park Maintenance 36 1
PW Lead Worker Streets & Trees 36 1
PW Lead Worker Water Distribution 36 1
PW Lead Worker Water Treatment 36 1
Water Treatment Plant Operator 35 2
Water Service Technician II 27 3
Maintenance Worker II 24 5
Water Service Technician I 23 1
Maintenance Worker I 20 4
Total Department 29
Total City 57
Tuesday, July 01, 2025 Reg CC MTG, Page *310
RESOLUTION NO. 2025-25
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LOMITA,
CALIFORNIA, APPROVING A COMPENSATION PLAN FOR
EXECUTIVE MANAGEMENT EMPLOYEES FOR FISCAL YEARS
2025-26 THROUGH 2027-28 AND RESCINDING RESOLUTION NO.
2024-30
THE CITY COUNCIL OF THE CITY OF LOMITA DOES HEREBY RESOLVE,
DETERMINE AND ORDER AS FOLLOWS
SECTION 1. Recitals:
A. 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.
B. 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.
SECTION 2. Resolution No. 2025-01 is hereby rescinded.
SECTION 3. The Compensation Plan for Executive Management Employees, attached hereto as Attachment “A” is approved in its entirety shall be effective July 1, 2025, through June 30, 2028.
SECTION 4. This Resolution will become effective immediately upon adoption.
SECTION 5. 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.
PASSED, APPROVED AND ADOPTED this 1st day of July 2025.
Mark A. Waronek, Mayor
ATTEST
_____________________________________
Kathleen Horn, Gregory, MMC, City Clerk
APPROVED AS TO FORM:
_____________________________________
Trevor Rusin, City Attorney
Tuesday, July 01, 2025 Reg CC MTG, Page *311
COMPENSATION PLAN FOR EXECUTIVE MANGEMENT EMPLOYEES
This compensation plan is entered into between the City of Lomita (City) and the FullTime Executive Management 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 executive management classifications:
Assistant City Manager
City Clerk
Community and Economic Development Director
Deputy City Manager/Administrative Services Director
Parks and Recreation Director
Public Works Director
ARTICLE 2. COMPENSATION AND HOURS
COST OF LIVING ADJUSTMENT (COLA)
Section 2.1a. Effective the first full pay period after July 1, 2025, full-time executive management employees as listed in Article I shall be entitled to a 6% base salary increase. (Exhibit 1)
Section 2.1b. Effective the first full pay period after July 1, 2026, full-time executive management employees as listed in Article I shall be entitled to a 3% base salary increase. (Exhibit 2)
Section 2.1c. Effective the first full pay period after July 1, 2027, full-time executive management employees as listed in Article I shall be entitled to a 3% base salary increase. (Exhibit 3)
SALARY RANGES AND CLASS TITLES
Section 2.2. The following monthly salary ranges are assigned to classes covered by this MOU for the time period of July 1, 2025 through June 30, 2028.
Salary Schedule Title
56 City Clerk
67 Parks and Recreation Director
69 Community & Economic Development Director
71 Public Works Director
73 Deputy City Manager/Administrative Services Director 75 Assistant City Manager
Tuesday, July 01, 2025 Reg CC MTG, Page *312
Resolution No. 2024-XXXX
3 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 Mission Square deferred compensation account upon written option by the employee to the Human Resources Office.
CAFETERIA PLAN SUMMARY
Section 3.2. Following the first full pay period starting on July 1, 2025, 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 $200 per month to the employee cafeteria plan, for a total of $1,705 per month.
Employees with 1 Dependent for Medical or Dental Insurance The City shall contribute an additional $200 per month to the employee cafeteria plan, for a total of $1,665 per month.
Employee Only for Medical or Dental Insurance
The City shall contribute an additional $200 per month to the employee cafeteria plan, for a total of $1,643 per month.
Employees with Spouse Coverage or No Health Insurance through the City The City shall contribute an additional $200 per month to the employee cafeteria plan for a total of $1,620 per month.
Section 3.3. Effective the first full pay period starting on July 1, 2027, the City shall increase its contribution to the employee cafeteria plan for benefits including insurance as follows:
Tuesday, July 01, 2025 Reg CC MTG, Page *313
Resolution No. 2024-XXXX
4 Employees with 2+ Dependents for Medical or Dental Insurance The City shall contribute an additional $200 per month to the employee cafeteria plan, for a total of $1,905 per month.
Employees with 1 Dependent for Medical or Dental Insurance The City shall contribute an additional $200 per month to the employee cafeteria plan for a total of $1,865 per month.
Employee Only for Medical or Dental Insurance
The City shall contribute an additional $200 per month to the employee cafeteria plan for a total of $1,843 per month.
Employees with Spouse Coverage or No Health Insurance through the City The City shall contribute an additional $200 per month to the employee cafeteria plan for a total of $1,820 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.
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
Tuesday, July 01, 2025 Reg CC MTG, Page *314
Resolution No. 2024-XXXX
5 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.
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.
Tuesday, July 01, 2025 Reg CC MTG, Page *315
Resolution No. 2024-XXXX
6 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 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, 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.
RETIREMENT HEALTH SAVINGS
Section 3.11. Executive Management employees will be enrolled in the City’s Retirement Health Savings (RHS) account the first of the month following date of hire.
The City will match 1% of base salary per pay period into the account if employee contributes 1% of their base salary.
FLEXIBLE SPENDING ACCOUNT
Section 3.12. 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 Tuesday, July 01, 2025 Reg CC MTG, Page *316
Resolution No. 2024-XXXX
7 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 3.13. 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, stress management programs, mental health assessments and/or screenings, etc. The City Manager and/or his designee shall make determinations for items not listed.
TRAINING OF EMPLOYEES
Section 3.14. (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 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 Tuesday, July 01, 2025 Reg CC MTG, Page *317
Resolution No. 2024-XXXX
8 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 3.15. 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.
ARTICLE 4. VACATION AND LEAVE
ANNUAL VACATION ACCRUAL RATE
Section 4.1. 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 Deputy City Manager/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:
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10 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.
VACATION LEAVE BALANCE, ACCRUAL AND CESSATION OF ACCRUAL Section 4.2. 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.
MANAGEMENT LEAVE
Section 4.3. The positions of Deputy City Manager/Administrative Services Director, Assistant City Manager, City Clerk, Community and Economic Development Director, Parks and Recreation Director, and Public Works Director, will receive seventy-two (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 4.4. Employees shall have the following holidays as vacation with pay:
• New Year's Day (January 1st)
• Martin Luther King Day (3rd Monday in January)
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11 • 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).
• Two Personal Holiday (Floating)
PERSONAL HOLIDAY LEAVE BANK
Section 4.45. No employee may accumulate more than 80 hours of personal holiday 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.
HOLIDAY CLOSURE
Section 4.5. 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 4.6. 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.
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12 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 Association, 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.
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 4.7. Per the Personnel Rules (currently Section 5.3, paragraph 2) Tuesday, July 01, 2025 Reg CC MTG, Page *321
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13 FAMILY CARE LEAVE (Does not apply to part-time employees.) Section 4.8. Per page 67 of the Personnel Rules (Family and Medical Care Leave Policy).
BEREAVEMENT LEAVE (Does not apply to part-time employees) Section 4.9. Competitive service employees, probationary employees, members of the Association are eligible for bereavement leave. Employees shall be eligible for a maximum of five (5) paid days of 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, stepparent, spouse, child, stepchild, brother, sister, uncle, aunt, mother-in-law, father-inlaw, grandfather, grandmother, grandchild, son-in-law or daughter-in-law, domestic partner, 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.
MILITARY LEAVE
Section 4.10. 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 4.11. 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.
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14 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.
CERTIFICATION POLICY
Section 4.12. For certifications required by a particular Classification Specification as a condition of employment, the employee shall be required to possess and maintain the certification upon entering the classification or for existing employees shall be allowed up to 12 months to acquire and maintain the certification from adoption/approval of this policy, promotion or change to any approved job classification. If the certification 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.
TRANSPORTATION ALLOWANCE
Section 4.13. The City shall provide Executive Management staff with a monthly transportation allowance of $250 to cover the costs associated with the use of transportation for official business.
The allowance can be utilized for various types of transportation utilized by the Executive Management staff, including personal vehicle, public transportation, bicycle, scooters, or micro-mobility options.
The monthly allowance shall be provided in lieu of the Executive Management staff claiming individual expenses for routine local business travel.
The monthly allowance is considered a taxable benefit reported as income by the City.
Executive Management staff using personal vehicles must maintain a valid driver’s license and minimum liability insurance coverage as required by state law and organizational standards. Such employees are responsible for any personal fines or violations incurred during travel.
CELL PHONE ALLOWANCE
Section 4.14. The City shall provide all executive management employees with a cell phone allowance in the amount of $50 per month. The City cannot pay excess of the approved allowance.
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15 The employee agrees to the following terms and conditions for receipt of the City’s cell phone allowance:
1. The employee must maintain cell phone service to remain eligible for the monthly allowance provided by the City. Employees may be required to provide documentation, upon request, to verify continued ownership and business use of a cell phone to maintain the monthly allowance. Failure to supply such documentation upon request may result in termination of the cell phone allowance.
2. Employees receiving an allowance are expected to be available via cell phone during normal business hours, as the workload requires, per schedule, while oncall duty, in emergency situations, or as agreed upon with their supervisor.
3. Employees receiving a cell phone allowance shall provide their cell number and any subsequent changes to the number to their department director or supervisor within three days of such change.
4. Employees receiving an allowance are responsible for purchase, replacement, and/or repair of their cell phones, accessories and equipment.
5. Cell phone allowances are considered taxable income by the IRS and the City will include such as taxable compensation on the employee’s W-2.
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 continue in full force and effect.
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RESOLUTION NO. 2025-26
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LOMITA, CALIFORNIA, APPROVING A COMPENSATION PLAN FOR NONREPRESENTED EMPLOYEES FOR THE FISCAL YEAR COMMENCING JULY 1, 2025, AND ENDING JUNE 30, 2028, AND RESCINDING
RESOLUTION NO. 2025-01
THE CITY COUNCIL OF THE CITY OF LOMITA DOES HEREBY
RESOLVE, DETERMINE AND ORDER AS FOLLOWS:
SECTION 1. Recitals:
A. 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.
B. It is necessary from time to time to establish a comprehensive wage and salary schedule and to fix the rates and compensation to be paid to officers and employees of the City as well as other regulations.
SECTION 2. Resolution No. 2025-01 is hereby rescinded.
SECTION 3. The Compensation Plan for Non-Represented Employees attached hereto as Exhibit “A” is approved in its entirety shall be effective July 1, 2025, through June 30, 2028.
SECTION 4. This Resolution will become effective immediately upon adoption.
SECTION 5. The City Clerk shall attest and certify to the passage and adoption of this Resolution.
PASSED, APPROVED AND ADOPTED this 1st day of July 2025. ______________________________
Mark A. Waronek, Mayor
ATTEST:
_____________________________________
Kathleen Horn Gregory, MMC, City Clerk
APPROVED AS TO FORM:
______________________________
Trevor Rusin, City Attorney
Tuesday, July 01, 2025 Reg CC MTG, Page *325
COMPENSATION PLAN FOR NON-REPRESENTED AND CONFIDENTIAL
EMPLOYEES
This compensation plan is entered into between the City of Lomita (City) and the FullTime Non-Represented and Confidential 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 and confidential classifications:
Accountant
Deputy City Clerk
Executive Assistant
Facilities Supervisor
Human Resources Analyst
Human Resources Manager
Management Analyst
Public Works Operations Manager
Senior Accountant
Senior Management Analyst
Water Systems Superintendent
ARTICLE 2. COMPENSATION AND HOURS
COST OF LIVING ADJUSTMENT (COLA)
Section 2.1a. Effective the first full pay period after July 1, 2025, full-time represented employees as listed in Article I shall be entitled to a 6% base salary increase.
Section 2.2b. Effective the first full pay period after July 1, 2026, full-time represented employees as listed in Article I shall be entitled to a 3% base salary increase.
Section 2.2c. Effective the first full pay period after July 1, 2027, full-time represented employees as listed in Article I shall be entitled to a 3% base salary increase.
SALARY RANGES AND CLASS TITLES
Section 2.2. The following monthly salary ranges are assigned to classes covered by this MOU for the time period of July 1, 2025 through June 30, 2028.
Salary Schedule Title
42 Accountant
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3 Salary Schedule Title
37 Deputy City Clerk
37 Executive Assistant
52 Facilities Supervisor
57 Human Resources Manager
39 Management Analyst
54 Public Works Operations Manager
52 Public Works Superintendent
48 Senior Accountant
45 Senior Management Analyst
56 Water Systems Superintendent
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 Mission Square deferred compensation account upon written option by the employee to the Human Resources Office.
CAFETERIA PLAN SUMMARY
Section 3.2. Following the first full pay period starting on July 1, 2025, 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 $200 per month to the employee cafeteria plan, for a total of $1,705 per month.
Employees with 1 Dependent for Medical or Dental Insurance Tuesday, July 01, 2025 Reg CC MTG, Page *327
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4 The City shall contribute an additional $200 per month to the employee cafeteria plan, for a total of $1,665 per month.
Employee Only for Medical or Dental Insurance
The City shall contribute an additional $200 per month to the employee cafeteria plan, for a total of $1,643 per month.
Employees with Spouse Coverage or No Health Insurance through the City The City shall contribute an additional $200 per month to the employee cafeteria plan for a total of $1,620 per month.
Section 3.3. Effective the first full pay period starting on July 1, 2027, 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 $200 per month to the employee cafeteria plan, for a total of $1,905 per month.
Employees with 1 Dependent for Medical or Dental Insurance The City shall contribute an additional $200 per month to the employee cafeteria plan for a total of $1,865 per month.
Employee Only for Medical or Dental Insurance
The City shall contribute an additional $200 per month to the employee cafeteria plan for a total of $1,843 per month.
Employees with Spouse Coverage or No Health Insurance through the City The City shall contribute an additional $200 per month to the employee cafeteria plan for a total of $1,820 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.
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 Tuesday, July 01, 2025 Reg CC MTG, Page *328
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5 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.
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 Tuesday, July 01, 2025 Reg CC MTG, Page *329
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6 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, 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”.
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7 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, stress management programs, mental health assessments and/or screenings, 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 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, Tuesday, July 01, 2025 Reg CC MTG, Page *331
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8 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.
ARTICLE 4. VACATION AND LEAVE
ANNUAL VACATION ACCRUAL RATE
Section 4.1. 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: Accountant, Deputy City Clerk, Executive Assistant, Facilities Supervisor, Human Resources Manager, Management Analyst, Public Works Operations Manager, Senior Accountant, Senior Management Analyst, and Water Systems Superintendent. Paid vacation shall accrue on a bi-weekly basis, at the rates shown below:
Service Years 1-5:
During the first five years of service, eligible positions shall 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 Tuesday, July 01, 2025 Reg CC MTG, Page *332
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10 unless otherwise authorized by the City Manager. Thus, for every one year of service through the fifth year of service 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 4.2. 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 4.3. The positions of Deputy City Clerk, Executive Assistant, Human Resources Analyst, Human Resources Manager, Management Analyst, Public Works Operations Manager, Recreation Manager, Senior Accountant, Senior Management Analyst, and Water Systems Superintendent 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.
HOLIDAYS (DOES NOT APPLY TO PART-TIME EMPLOYEES)
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11 Section 4.4. 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).
• Two Personal Holiday (Floating)
PERSONAL HOLIDAY LEAVE BANK
Section 4.45. No employee may accumulate more than 80 hours of personal holiday 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.
HOLIDAY CLOSURE
Section 4.5. 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 4.6. 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:
Tuesday, July 01, 2025 Reg CC MTG, Page *334
Resolution No. 2024-XXXX
12 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 Association 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.
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.
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Resolution No. 2024-XXXX
13 SICK LEAVE DONATION POLICY
Section 4.7. Per the Personnel Rules (currently Section 5.3, paragraph 2) FAMILY CARE LEAVE (Does not apply to part-time employees.) Section 4.8. Per page 67 of the Personnel Rules (Family and Medical Care Leave Policy).
BEREAVEMENT LEAVE (Does not apply to part-time employees) Section 4.9. Competitive service employees, probationary employees, members of the Association are eligible for bereavement leave. Employees shall be eligible for a maximum of five (5) paid days of 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, stepparent, spouse, child, stepchild, brother, sister, uncle, aunt, mother-in-law, father-inlaw, grandfather, grandmother, grandchild, son-in-law or daughter-in-law, domestic partner, 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.
MILITARY LEAVE
Section 4.10. 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 4.11. 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 Tuesday, July 01, 2025 Reg CC MTG, Page *336
Resolution No. 2024-XXXX
14 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.
CERTIFICATION POLICY
Section 4.12 For certifications required by a particular Classification Specification as a condition of employment, the employee shall be required to possess and maintain the certification upon entering the classification or for existing employees shall be allowed up to 12 months to acquire and maintain the certification from adoption/approval of this policy, promotion or change to any approved job classification. If the certification 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.
CELL PHONE ALLOWANCE
Section 4.13 The City shall provide all non-represented and confidential employees with a cell phone allowance in the amount of $50 per month. The City cannot pay excess of the approved allowance.
The employee agrees to the following terms and conditions for receipt of the City’s cell phone allowance:
1. The employee must maintain cell phone service to remain eligible for the monthly allowance provided by the City. Employees may be required to provide documentation, upon request, to verify continued ownership and business use of a cell phone to maintain the monthly allowance. Failure to supply such documentation upon request may result in termination of the cell phone allowance.
2. Employees receiving an allowance are expected to be available via cell phone during normal business hours, as the workload requires, per schedule, while oncall duty, in emergency situations, or as agreed upon with their supervisor.
3. Employees receiving a cell phone allowance shall provide their cell number and any subsequent changes to the number to their department director or supervisor within three days of such change.
4. Employees receiving an allowance are responsible for purchase, replacement, Tuesday, July 01, 2025 Reg CC MTG, Page *337
Resolution No. 2024-XXXX
15 and/or repair of their cell phones, accessories and equipment.
5. Cell phone allowances are considered taxable income by the IRS and the City will include such as taxable compensation on the employee’s W-2.
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 continue in full force and effect.
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RESOLUTION NO. 2025-27
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LOMITA,
CALIFORNIA, AMENDING THE PART-TIME AND TEMPORARY
EMPLOYMENT POLICY AND COMPENSATION PLAN TO ESTABLISH
AUTHORIZED POSITIONS AND A SALARY SCHEDULE FOR PARTTIME AND TEMPORARY EMPLOYEES FOR FISCAL YEAR COMMENCING JULY 1, 2025, AND ENDING JUNE 30, 2026
THE CITY COUNCIL OF THE CITY OF LOMITA, CALIFORNIA RESOLVES, DECLARES, DETERMINES AND ORDERS AS FOLLOWS:
SECTION 1. RECITALS:
1. 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.
2. Lomita Municipal Code Title II, Administration, Chapter 14 Personnel System does not include part-time and temporary employees in the competitive service.
3. It is necessary from time to time to establish comprehensive wage and salary schedules and to fix the rates and compensation to be paid part-time and temporary employees of the City as well as other regulations.
SECTION 2. The part-time and temporary classes as set forth in this Resolution, shall be designated as non-competitive classes, and shall not be eligible to participate in any benefit programs of the City unless otherwise indicated in this Resolution.
AUTHORIZED PART-TIME AND TEMPORARY POSITIONS
Department Position Title Salary
Schedule
Administrative
Services Office Assistant 112
City Manager Office Assistant 112
Parking Enforcement Officer 119
Community
Development Planning Intern 101
Recreation Leader 101
Maintenance Aide 107
Parks & Recreation
Assistant Recreation Coordinator 109
Engineering Intern 101
Maintenance Aide 107
Public Works
Water Intern 101
Various PT Positions Not Listed Varies
Tuesday, July 01, 2025 Reg CC MTG, Page *339
Resolution No. 2025-27
SECTION 3. The Employment Policy for part-time and temporary employees as established by this Resolution shall be in effect immediately upon adoption.
SECTION 4. DEFINITION OF TERMS.
A. Part-time shall mean those positions assigned a schedule of less than 1,000 hours per fiscal year on a re-occurring basis.
B. Temporary shall mean a temporary appointment to a temporary assignment for a set period of time, not to exceed one year. A temporary assignment shall have a predetermined beginning and end date, with prior approval by the City Manager or his/her designee. Employees on a temporary assignment may be allowed to work up to 80 hours in a pay period, with prior approval and authorization from the City Manager or his/her designee. In no case shall a temporary employee work in excess of 999 hours in a fiscal year.
C. Dual Classification shall mean when an employee is working part-time in two different classifications. Employees working in two different classifications are limited to a combined total of less than 1,000 hours in a fiscal year. If two different departments are involved, both departments must mutually agree. It is the responsibility of the employee to inform each department of other City employment.
SECTION 5. WAGE INCREASES. Part-time employees are eligible for wage increases within the pay range for the class to which the employee is appointed. Wage increases shall not exceed the maximum pay rate as set forth in the pay range for the class and shall be based upon any of the following:
A. Completion of one year of work for the City and satisfactory performance as documented in the employee’s annual performance review and thereafter on an annual basis subject to satisfactory performance reviews; B. A significant increase in the employee’s duties and responsibilities justified and documented by the department head and approved by the City Manager or his/her designee.
C. Under unusual circumstances, justified and documented by the department head and approved by the City Manager or his/her designee.
SECTION 6. OVERTIME. For those employees working in a classification eligible under the Fair Labor Standards Act (FLSA), work performed in excess of 40 straight-time hours in a work period shall be deemed overtime and paid at the overtime rate of 1.5 times the employee’s regular rate of pay. Notwithstanding emergency situations or special occurrences, it shall be the general policy to discourage overtime work by part-time and temporary employees. All overtime must be approved by the City Manager.
SECTION 7. SAFETY EQUIPMENT AND UNIFORMS. Safety equipment and uniforms required by the City to be used or worn by part-time and temporary employees shall be provided or paid for by the City.
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Resolution No. 2025-27
SECTION 8. RETIREMENT PLAN. Upon hire, the employee shall be enrolled in the International City Management Association – Retirement Corporation (ICMA-RC) PTS deferred compensation plan, the retirement plan for part-time and temporary employees.
A 7.5% mandatory employee contribution will be deducted from the employee’s pay check.
SECTION 9. HOURLY SALARY SCHEDULE. The salary schedule and authorized parttime and temporary positions are hereby approved as indicated in Attachment A.
SECTION 10. PAID SICK LEAVE. Beginning on July 1, 2015, part-time and temporary employees who work 30 days or more within a year of beginning employment and annually thereafter shall be eligible to accrue and take paid sick leave. Part-time employees shall adhere to the existing Sick Leave Policy within the Lomita Personnel Rules, with the exception of the policies listed below:
A. Employees shall accrue sick leave at the rate of one hour of paid sick leave for every 30 hours worked.
B. Accumulated sick leave shall be capped at 80 hours.
SECTION 11. This resolution will become effective immediately upon adoption.
SECTION 12. 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.
PASSED, APPROVED AND ADOPTED this 1st day of July 2025.
________________________________
Mark A. Waronek, Mayor
ATTEST:
_____________________________________
Kathleen Horn Gregory, MMC, City Clerk
APPROVED AS TO FORM:
______________________________
Trevor Rusin, City Attorney
Tuesday, July 01, 2025 Reg CC MTG, Page *341
CITY OF LOMITA - FISCAL YEAR 2024-2026
PART-TIME AND TEMPORARY EMPLOYEE HOURLY SALARY SCHEDULE Schedule No. Step 1 Step 2 Step 3 Step 4 Step 5
101 17.00 17.85 18.74 19.68 20.66
102 17.43 18.30 19.21 20.17 21.18
103 17.86 18.75 19.69 20.68 21.71
104 18.31 19.22 20.18 21.19 22.25
105 18.76 19.70 20.69 21.72 22.81
106 19.23 20.20 21.21 22.27 23.38
107 19.71 20.70 21.74 22.82 23.96
108 20.21 21.22 22.28 23.39 24.56
109 20.71 21.75 22.84 23.98 25.18
110 21.23 22.29 23.41 24.58 25.81
111 21.76 22.85 23.99 25.19 26.45
112 22.31 23.42 24.59 25.82 27.11
113 22.86 24.01 25.21 26.47 27.79
114 23.43 24.61 25.84 27.13 28.49
115 24.02 25.22 26.48 27.81 29.20
116 24.62 25.85 27.14 28.50 29.93
117 25.24 26.50 27.82 29.21 30.68
118 25.87 27.16 28.52 29.94 31.44
119 26.51 27.84 29.23 30.69 32.23
120 27.18 28.54 29.96 31.46 33.03
121 27.86 29.25 30.71 32.25 33.86
122 28.55 29.98 31.48 33.05 34.71
123 29.27 30.73 32.27 33.88 35.57
Salary
Schedule
112
112
Parking Enforcement Officer 119
101
101
107
109
101
107
101
Various Varies
Administrative Services Office Assistant
Maintenance Aide
City Manager Office Assistant
Parks & Recreation
Community Development
Position Title
PT Positions Not Listed
AUTHORIZED PART-TIME AND TEMPORARY POSITIONS
Public Works Engineering Intern
Water Intern
Assistant Recreation Coordinator
Department
Planning Intern
Recreation Leader
Maintenance Aide
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1 TO: City Council
FROM: Andrew Vialpando, City Manager
PREPARED BY: Adrian Fernandez, Community and Economic Development Director
MEETING DATE: July 1, 2025
SUBJECT: First Amendment to the Professional Services Agreement with De Novo Planning Group for Phase II of the Zoning Ordinance Update
RECOMMENDATION
Approve the First Amendment to the Professional Services Agreement with De Novo Planning Group for Phase II of the Zoning Ordinance Update and authorize the City Manager to execute the agreement.
BACKGROUND
On May 2, 2023, the City Council approved an agreement with De Novo Planning Group to update the General Plan and zoning ordinance, including all CEQA analysis. The focus of the update was a response to an outdated General Plan and implementation of the 6th Regional Housing Needs Assessment cycle and implementation of programs in the Housing Element.
The General Plan Update, Environmental Impact Report and Phase I of the Zoning Code Update were finalized at the end of last year. Phase II of the Zoning Code Update is pending, which includes Objective Design Standards, Commercial Lot Consolidation Incentives and other general updates to the commercial and mixed-use development standards. The agreement is due to expire on June 30, 2025, unless extended in writing by the City.
DISCUSSION
At the February 21, 2023, City Council meeting, staff estimated the project to cost approximately $1,300,000. Of the three proposals, De Novo’s proposal came in the lowest ($1,324,482). In addition to the competitive cost, the work product and quality that De Novo demonstrated was the most comprehensive and reflected the needs for the City as
CITY OF LOMITA
CITY COUNCIL REPORT
Item No. 7k
Tuesday, July 01, 2025 Reg CC MTG, Page *343
2 expressed in the Request for Proposals.
The attached amendment, if approved by the City Council, will extend the agreement with De Novo Planning Group until June 30, 2027, to complete Phase II of the Zoning Code Updates related to the General Plan Update.
FISCAL IMPACT
Anticipating this large project, the City Council previously approved a remaining allocation of $200,000 to complete Phase II of the Zoning Code Update. The project is expected to incur minimal costs during fiscal year 2024-25 and most of its costs during fiscal year 2025-26. Funding is appropriated in the Adopted Budget.
OPTIONS
1. Authorize the City Manager to execute the first amendment.
2. Do not authorize the City Manager to execute the agreement.
3. Provide staff with further direction.
ATTACHMENT
1. Draft First Amendment to the Agreement with De Novo Planning Group Approved by:
_______________________
Andrew Vialpando
City Manager
Prepared by:
__________________________
Adrian Fernandez, Community and Economic Development Director Tuesday, July 01, 2025 Reg CC MTG, Page *344
FIRST AMENDMENT TO CONTRACT FOR PROFESSIONAL SERVICES
BETWEEN THE CITY OF LOMITA AND DE NOVO PLANNING GROUP
This First Amendment to the Contract for Professional Services Agreement is made and entered between the City of Lomita (“City”) and De Novo Planning Group (“Consultant”). The City and Consultant mutually agree to amend the existing Agreement entered into on May 2, 2023 as follows:
RECITALS
WHEREAS, on May 2, 2023, the City entered into an Agreement with the Consultant for General Plan Update, Comprehensive Zoning Code Update, and all California Environmental Quality Act (CEQA) documentation.
WHEREAS, the Consultant completed the General Plan Update, CEQA document and Phase I of the Comprehensive Zoning Code Update. Phase II of the Comprehensive Zoning Code Update is outstanding.
A. NOW, THEREFORE, in consideration of the promises and mutual covenants contained therein, City and Consultant hereby agree as follows:
1. Term of Agreement. Section 7 of the Agreement is amended to read in its entirety as follows: The term of this Agreement shall be extended to June 30, 2025, unless early termination occurs under Section 11 of the Agreement, or extended in writing in advance by both parties.
2. Acceptance of Facsimile or Electronic Signatures. The Parties agree that this First Amendment to the Agreement will be considered signed when the signature of a party is delivered by facsimile transmission, scanned, and delivered via electronic mail, or delivered using digital signature technology approved by the City.
Such facsimile or electronic signatures will be treated in all respects as having the same effect as an original signature.
3. No other changes. All terms, conditions, obligations, and other provisions of the Agreement, including all Exhibits thereto, not affected by this Second Amendment shall remain in full force and effect.
IN WITNESS WHEREOF, the parties hereto have executed this First Amendment on the 2 nd day of July 2025, at Lomita, California.
[Signatures on following page]
Tuesday, July 01, 2025 Reg CC MTG, Page *345
CONSULTANT
By:
NAME/TITLE
CITY
By:
Andrew Vialpando
City Manager
APPROVED AS TO FORM: Attest:
Trevor Rusin, City Attorney Kathleen Horn Gregory, City Clerk Tuesday, July 01, 2025 Reg CC MTG, Page *346
1 TO: City Council
FROM: Andrew Vialpando, City Manager
PREPARED BY: Lina Hernandez, Assistant City Manager
MEETING DATE: July 1, 2025
SUBJECT: First Amendment to the Professional Services Agreement with Tripepi Smith for General Communications Support
RECOMMENDATION
Approve the First Amendment to the Agreement with Tripepi Smith for public information and communications services.
BACKGROUND
Tripepi Smith has been providing various public information and communications services to the City of Lomita since 2016.
At its meeting on August 15, 2023, the City Council approved a renewal of the City’s agreement with Tripepi Smith, consolidating various communications support services under a single contract. The scope of services includes general communications support, website content management and technical assistance, audio/visual broadcasting for City Council and Commission meetings, video production, and citywide outreach and communications.
The agreement also allows for supplemental services as needed, supporting a wide range of projects such as video production, photography, graphic design, and branding efforts to enhance the City’s communication and engagement with the community.
DISCUSSION
With the voluminous number of projects underway in recent months, the City has significantly expanded its communication efforts to ensure the public stays informed and engaged. These projects include the 60th Anniversary events, major capital improvement projects, City branding efforts, and enhanced community outreach.
CITY OF LOMITA
CITY COUNCIL REPORT
Item No. 7l
Tuesday, July 01, 2025 Reg CC MTG, Page *347
2 Importantly, the City has also expanded its social media presence through the assistance of Tripepi Smith, increasing posts to virtually every day. Additionally, the City has broadened its outreach across multiple channels, including the production of videos, event posters and signage and the development of written articles and updates for the website and newsletters. Ongoing coordination across departments ensures that the City’s website and other communication platforms remain current and aligned with key priorities, supporting more timely updates, broader community engagement and greater visibility into City programs and services.
To help guide and strengthen these efforts, Tripepi Smith recently completed a comprehensive communications assessment, which identified opportunities to expand outreach, improve consistency across platforms, and align messaging with community expectations.
With this heightened level of activity, the City has exceeded the original contract amount for the current year and recommending an additional $45,000 to cover these additional services until staff can return to the City Council with a revised multi-year agreement in August 2025. The recommended amendment would cover a three-month period during which staff will continue evaluating long-term needs.
The current three-year term of agreement with Tripepi Smith is set to expire on August 15, 2026. It is anticipated that the results of the communications assessment will be presented at an upcoming City Council meeting, along with a proposed contract amendment and budget adjustment for the City Council’s consideration to allow for the incorporation of the recommendations from the assessment.
FISCAL IMPACT
The attached agreement, if approved by the City Council, would appropriate $20,000 for Fiscal Year 2025-2026 and $25,000 for Fiscal Year 2026-2027, for total amount not to exceed $45,000.
OPTIONS
Approve recommended action.
ATTACHMENTS
1. First Amendment with Proposal to Agreement 2023-26
Approved by: Prepared by:
_______________________ __________________________
Andrew Vialpando Lina Hernandez
City Manager Assistant City Manager
Tuesday, July 01, 2025 Reg CC MTG, Page *348
First Amendment to Agreement between
Tripepi Smith & Associates and the City of Lomita
for General Communications Support
This First Amendment to the Agreement is made and entered into by and between the City of Lomita, a general law city and municipal corporation (“City”) and Tripepi Smith & Associates, Inc., a California corporation (“Consultant”). The City and Contractor mutually agree to amend the existing Agreement entered into on August 15, 2023 as follows:
RECITALS
A. On August 15, 2023, the City entered into an Agreement with Consultant for General Communications Support (“Agreement”) through August 15, 2026.
B. The City and Contractor now desire to amend the Agreement to increase the original contract amount under the Agreement (“First Amendment”).
NOW THEREFORE, in consideration of their mutual promises, obligations and covenants hereinafter contained, the parties hereto agree as follows:
1. Section 1.C – Consideration and Compensation. The City and the Consultant agree to amend Section 1.C of the Agreement, “Consideration and Compensation,” such that the total compensation for the term of the Agreement shall not exceed $45,000 on an annual basis for Consultant’s services, unless otherwise specified by written amendment to the Agreement.
2. All terms, conditions, and other provisions of the Agreement, including all exhibits, not affected by this First Amendment shall remain in full force and effect.
3. The parties agree that this First Amendment will be considered signed when the signature of a party is delivered by facsimile transmission or scanned and delivered via electronic mail. Such facsimile or electronic mail copies will be treated in all respects as having the same effect as an original signature.
IN WITNESS WHEREOF, the parties hereto have executed this First Amendment on the 1st day of July 2025, at Lomita, California.
City of Lomita Tripepi Smith & Associates, Inc.
By______________________________ By _______________________________ Andrew Vialpando, City Manager Ryder Todd Smith, President Attest: Approved as to Form:
________________________________ _________________________________ Kathleen Horn Gregory, CMC, City Clerk Trevor Rusin, City Attorney Tuesday, July 01, 2025 Reg CC MTG, Page *349
July 1, 2025
Mr. Andrew Vialpando
City Manager
City of Lomita
24300 Narbonne Ave.
Lomita, CA 90717
RE: Tripepi Smith Contract Expansion
Mr. Vialpando:
Tripepi Smith has been pleased to continue supporting the City of Lomita’s communications efforts under our existing agreement. In the past year, the scope of work has expanded to include new initiatives such as the City’s 60th anniversary, a citywide communications assessment, updated social media policy, development of a refreshed logo library and style guide and increased photography and videography needs.
As a result of this expanded workload and the City’s evolving communications priorities, the budget allocated for ad hoc communications support under the current agreement has been fully expended. To maintain continuity of service and ensure ongoing support through the end of August, at which point a new and expanded agreement is anticipated to be brought before the City Council for consideration, we respectfully request a budget amendment in the amount of $45,000.
This amendment will allow Tripepi Smith to continue delivering essential communications services without interruption, ensuring the City’s ongoing initiatives are effectively supported while a longterm scope is finalized in the coming months.
We’ve been a proud communications partner to the City since 2016 and we look forward to continuing our work in the Friendly City.
Regards,
Ryder Todd Smith
President
Tripepi Smith
Tuesday, July 01, 2025 Reg CC MTG, Page *350
1 TO: City Council
FROM: Andrew Vialpando, City Manager
PREPARED BY: Montserrate Gastelum, Administrative Analyst MEETING DATE: July 1, 2025
SUBJECT: Public Hearing to Review Delinquent Solid Waste Charges and Authorizing and Directing the County Assessor to Process Delinquent Accounts for Arakelian Enterprises (dba Athens Services)
RECOMMENDATION
Conduct a public hearing and adopt Resolution No. 2025-28, authorizing and directing the County Assessor to process delinquent accounts for Arakelian Enterprises (dba Athens Services) as a special assessment to include delinquent refuse bills to be collected at the same time and in the same manner as County taxes.
BACKGROUND
Arakelian Enterprises (dba Athens Services) serves as the City of Lomita’s exclusive franchise hauler and recycler of residential and commercial solid waste and organic waste. Due to sanitation health and safety concerns, Lomita Municipal Code (LMC) requires that all commercial businesses and residential dwellings subscribe to refuse collection services to ensure public health, cleanliness and environmental protection through the regular removal and proper disposal of waste, and that payment for such services be made directly to Athens Services. The City’s refuse agreement with Athens also requires such a provision.
In accordance with Section 5-3.20. (e)(3) of the Lomita Municipal Code, a notice has been mailed to the owner of record of each identified parcel with unpaid delinquent trash collection fees. If solid waste, recycling, and organic waste service fees and charges (and any applicable interest or penalties) are not paid within sixty (60) days of the date payment was due, the delinquencies may be placed on the property tax rolls for collection as set forth in Government Code section 38790.1 or other applicable law. Such authority shall be in addition to other available collection remedies provided by law.
CITY OF LOMITA
CITY COUNCIL REPORT
Item No. 9a
Tuesday, July 01, 2025 Reg CC MTG, Page *351
2 DISCUSSION
As in past years, Athens has provided the City with a list of delinquent accounts that are appropriate for placement on the property owner's tax bills. With the adoption of the attached resolution, the County Assessor will utilize Fund Number 183.51 – DQ Refuse Services - for the purpose of including delinquent refuse charges due to Athens Services as a special assessment for collection as part of the County's tax collection process. If trash collection fees are delinquent by July 1st, the total sum of unpaid delinquent charges and penalties for trash collection services, plus City administrative and assessment charges of $75, will be placed as a lien on the property.
Athens Billing Notification Process
Athens customers are issued a 30-day late reminder letter from Athens, and subsequent reminders every month that an account carries a past due balance. Additionally, a collection message is included on subsequent Athens quarterly statements that reads, “Your account is delinquent, please contact our office.” Initially only the billed customer/account holder receives these monthly/quarterly notifications (if different than the property owner).
Furthermore, property owners of delinquent accounts are notified twice prior to the public hearing. This year, property owners of delinquent accounts received their first notification on May 2025, then again in June 2025 through the public hearing notification. Athens Services mailed out notification letters to the owner of record of each identified parcel with unpaid delinquent trash collection fees on June 13, 2025. A public notice was posted at City Hall and various public locations on June 19, 2025, and in the Daily Breeze newspaper on June 20, 2025.
Attached are lists of properties that have been Athens Services as delinquent in payment of refuse collection fees as of July 1, 2025.
Notices were sent to the property owners on the attached lists advising them of the opportunity to appear before the City Council at the public hearing scheduled for July 1, 2025, to appeal the matter prior to the City proceeding with the special assessment for collection
FISCAL IMPACT
The fiscal impact to the City is nominal for the administrative processing. The City of Lomita would request that the County Assessor place delinquent past due amounts on the property tax rolls. Any past due amounts received would be remitted to Athens Services after subtracting the City’s administrative costs.
OPTIONS
1. Approve the attached resolution as recommended.
Tuesday, July 01, 2025 Reg CC MTG, Page *352
3 ATTACHMENTS
1. Resolution 2025-24
2. List of Delinquent Refuse Charges for Athens Services
3. Public Notices
Approved by:
_______________________
Andrew Vialpando
City Manager
Tuesday, July 01, 2025 Reg CC MTG, Page *353
RESOLUTION NO. 2025-28
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LOMITA,
CALIFORNIA, AUTHORIZING AND DIRECTING THE COUNTY
ASSESSOR TO PROCESS DELINQUENT ACCOUNTS FOR
ARAKELIAN ENTERPRISES (ATHENS) AS A SPECIAL ASSESSMENT
TO INCLUDE DELINQUENT REFUSE BILLS TO BE COLLECTED AT
THE SAME TIME AND IN THE SAME MANNER AS COUNTY TAXES
THE CITY COUNCIL OF THE CITY OF LOMITA DOES HEREBY RESOLVES AS FOLLOWS:
SECTION 1. Recitals:
A. Section 38790.1 of the California Government Code authorizes cities to collect delinquent refuse bills via a special assessment to be collected with county taxes.
B. City Council adopted Ordinance No. 857 which provides for the collection of delinquent refuse bills in accordance with California Government Code Section 38790.1.
C. The City authorizes submission of the Delinquent charges to County of Los Angeles Tax Assessor’s Office in order to receive levies.
SECTION 2. Each delinquent refuse bill shall be increased by seventy-five dollars ($75.00) to compensate the County of Los Angeles and City of Lomita for the administrative costs incurred by collecting delinquent refuse bills via a special assessment.
SECTION 3. The list of properties and the amount to be collected, attached as Exhibit "A" for Athens, shall be forwarded to the county assessor for posting on the tax bill as a special assessment. Exhibit "A" may be modified by the City Manager to delete those parcels where delinquent refuse charges are paid following the City Council hearing.
SECTION 4. The City Clerk shall attest and certify to the passage and adoption of this Resolution and enter it into the book of original resolutions, and it shall become effective immediately upon its approval.
Tuesday, July 01, 2025 Reg CC MTG, Page *354
Resolution No. 2025-28
PASSED, APPROVED and ADOPTED this 1st day of July 2025.
Mark A. Waronek, Mayor
ATTEST:
_________________________________
Kathleen Horn Gregory, MMC, City Clerk
APPROVED AS TO FORM:
_________________________________
Trevor Rusin, City Attorney
Tuesday, July 01, 2025 Reg CC MTG, Page *355
PARCEL CUSTID TOTAL ACCT#
7374018041 MI-1273 467.77 MI1273
7374009028 MI-1318 307.66 MI1318
7553008029 MI-132 121.46 MI132
7374013079 MI-1334 197.95 MI1334
7374019045 MI-1346 179.62 MI1346
7376009027 MI-1511 936.08 MI1511
7372016013 MI-1544 564.31 MI1544
7373012027 MI-165165 1,722.42 MI165165
7375007001 MI-1655 296.26 MI1655
7373002032 MI-1725 307.67 MI1725
7410014062 MI-1772 230.09 MI1772
7410012037 MI-1972 82.51 MI1972
7553009007 MI-2105 225.35 MI2105
7553013053 MI-2264 100.73 MI2264
7549007018 MI-233646 1,123.16 MI233646
7375005022 MI-2540 307.67 MI2540
7376014017 MI-2578 1,409.51 MI2578
7375015014 MI-2604 857.65 MI2604
7553020042 MI-2805 615.71 MI2805
7373008005 MI-2872 101.04 MI2872
7376022018 MI-2963 675.00 MI2963
7553016013 MI-2995 120.71 MI2995
7372016037 MI-3019 850.19 MI3019
7376009022 MI-3073 1,554.78 MI3073
7410015030 MI-328 60.61 MI328
7372012031 MI-3625 56.36 MI3625
7372018025 MI-3671 645.87 MI3671
7373016052 MI-4125 1,657.26 MI4125
7410014029 MI-4213 101.04 MI4213
7549015001 MI-4226 106.47 MI4226
7410017029 MI-4301 1,578.18 MI4301
7553017042 MI-4574 401.75 MI4574
7410012016 MI-4608 1,014.95 MI4608
7549008018 MI-4609 443.59 MI4609
7549001004 MI-5064 177.96 MI5064
7373014023 MI-6084 850.08 MI6084
7374015070 MI-6110 641.53 MI6110
7376012001 MI-6117 587.86 MI6117
7376012001 MI-6118 587.86 MI6118
7376002021 MI-6142 287.37 MI6142
7374013023 MI-6219 1,777.59 MI6219
Tuesday, July 01, 2025 Reg CC MTG, Page *356
7376004005 MI-6428 385.52 MI6428
7553016013 MI-6455 120.71 MI6455
7553021043 MI-6509 549.28 MI6509
7375005020 MI-6583 971.59 MI6583
7549002016 MI-6599 100.00 MI6599
7376012001 MI-690 497.48 MI690
7553003028 MI-7132 225.14 MI7132
7373018043 MI-7290 342.21 MI7290
7374001088 MI-7387 451.47 MI7387
7553014019 MI-7397 449.97 MI7397
7372021054 MI-746 242.89 MI746
7410014034 MI-7600 401.75 MI7600
7549003025 MI-7625 360.52 MI7625
7375006021 MI-774 307.67 MI774
7375005029 MI-780 101.04 MI780
7374004052 MI-7846 37.78 MI7846
7372015032 MI-7855 172.13 MI7855
7375011008 MI-788 242.89 MI788
7375008004 MI-87 506.73 MI87
7373011027 MI-9310 3,024.68 MI9310
7549016004 MI-972 1,359.22 MI972
$35,182.30
Tuesday, July 01, 2025 Reg CC MTG, Page *357
City of Lomita
Notice of Public Hearing
NOTICE IS HEREBY GIVEN that the Lomita City Council will hold a public hearing at 6:00 p.m. or shortly thereafter on Tuesday, July 1, 2025, in the Council Chambers at Lomita City Hall, 24300 Narbonne Avenue, Lomita, CA 90717, pursuant to Sec. 5-3.20. (e)(3), of the Lomita, California Municipal Code (LMC) to consider a special assessment against parcel properties for unpaid delinquent trash collection fees.
A notice has been mailed to the owner of record of each identified parcel with unpaid delinquent trash collection fees. If solid waste, recycling, and organic waste service fees and charges (and any applicable interest or penalties) are not paid within sixty (60) days of the date payment was due, the delinquencies may be placed on the property tax rolls for collection as set forth in Government Code section 38790.1 or other applicable law.
Such authority shall be in addition to other available collection remedies provided by law.
The LMC requires that all commercial businesses and residential dwellings subscribe to trash collection services and payment for such services shall be paid directly to the City’s franchised hauler. If trash collection fees are delinquent by July 1st, the total sum of unpaid delinquent charges and penalties for trash collection services, plus City administrative and assessment charges of $75, will be placed as a lien on the property.
For more information, please contact the City Manager’s Department at (310) 325-7110, ext. 107.
Kathleen Horn Gregory, City Clerk
Tuesday, July 01, 2025 Reg CC MTG, Page *358