RESOLUTION NO. 2024-13
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF LOS ALAMITOS, CALIFORNIA,
ESTABLISHING SALARIES AND BENEFITS FOR
NON-REPRESENTED EMPLOYEES AND
REPEALING RESOLUTION NO. 2023-31 IN IT’S
ENTIRETY.
WHEREAS, the City of Los Alamitos desires to promote improved employeremployee relations between the City of Los Alamitos and its employees by establishing and presenting the rights and benefits of the employees and the City of Los Alamitos.
WHEREAS, on December 18, 2023, the City Council adopted Resolution 2023- 31 amending the salaries for Non-Represented and adding the Management Analyst position to Confidential Employees; and,
WHEREAS, on November 15, 2021, the City Council adopted Resolution 2021- 25 establishing the salaries and benefits for Non-Represented Employees (the “Salary and Benefit Resolution for Non-Represented Employees”); and, WHEREAS, on February 28, 2022 the City Council adopted Resolution 2022- 07 amending the Salary and Benefit Resolution for Non-Represented Employees to add a Finance Manager position to Middle Management; and, WHEREAS, on July 18, 2022 the City Council adopted Resolution 2022-24 amending the Salary and Benefit Resolution for Non-Represented Employees to include an Economic Development Supervisor position to Confidential Employees; and,
WHEREAS, on February 21, 2023 the City Council adopted Resolution 2023- 09 amending the salary schedules and health benefit contributions for Executive Management and Non-Represented employees; and,
WHEREAS, on June 20, 2023 the City Council adopted Resolution 2023-17 amending the Salary and Benefit Resolution for Non-Represented Employees by (1) eliminating Tier 2 from the Salary Schedule, and (2) establishing a retentionperformance bonus program; and, WHEREAS, the City now desires to amend and restate the Salary and Benefit Resolution for Non-Represented Employees by adding a Cost of Living Adjustment (COLA) totaling 18% over four years and increasing the City’s monthly medical insurance contribution.
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NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF LOS ALAMITOS DOES RESOLVE AS FOLLOWS:
SECTION 1. Title of Resolution. This Resolution shall be known as the Salary and Benefit Resolution for Non-Represented Employees of the City of Los Alamitos.
SECTION 2. Statement of Purpose. Employer and Non-Represented Employee Relations. This Resolution is adopted to provide reasonable and orderly procedures for the administration of employer-employee relations between the City and its non- represented employees.
SECTION 3. Definitions.
A. CITY: The City of Los Alamitos, a municipal corporation, and where appropriate herein, "City" refers to the City Council, the governing body of said City, or any duly authorized representative of the City of Los Alamitos.
B. DAYS: Calendar days, unless otherwise stated.
C. EMPLOYEE OR NON-REPRESENTED EMPLOYEE: Except as otherwise specified in this Resolution, any person regularly employed by the City of Los Alamitos in one or more full-time positions of Executive Management, Middle Management or Confidential Employees.
1. Executive Management employees are the following positions: City Clerk/Director of Communications, City Clerk, Finance Director, Administrative Services Director, Administrative Services Manager, Police Chief, Development Services Director, Recreation and Community Services Director, Assistant City Manager, and City Manager.
2. Middle Management employees are the following positions: Recreation Manager, Development Services Manager, Police Captain, Public Services Superintendent, Support Services Manager, Finance Manager.
3. Confidential employees are the following positions: Public Works Supervisor, Recreation Supervisor, Assistant to the City Manager, Deputy City Clerk, Benefits Coordinator/Executive Assistant, Economic Development Supervisor and Management Analyst.
SECTION 4. City Responsibilities and Rights.
Rights Enumerated. Nothing herein shall be construed to restrict any legal or inherent exclusive City rights with respect to matters of general legislative or managerial policy.
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of management, including, but not limited to, the following:
A. To determine the merits, necessity, nature or extent of services to be performed, as well as the right to determine and implement its public function and responsibility, and the mission of its constituent departments, commissions and boards.
B. To set standards of service and manage all facilities and operations of the City, including the methods, means and personnel by which the City's operations are to be conducted.
C. To schedule working hours, allot, and assign work.
D. To establish, modify, or change work schedules or standards.
E. To direct the working forces, including the right to hire, promote, demote or transfer any employee, and determine the procedures and standards of selection for employment.
F. To determine the location of all plants and facilities.
G. To determine the layout and the machinery, equipment, or materials to be used.
H. To determine processes, techniques, methods and means of all operations, including changes or adjustments of any machinery or equipment.
I. To determine the size and composition of the working force.
J. To determine the policy and procedure affecting the selection or training of new employees.
K. To establish, assess and implement employee performance standards, including, but not limited to, quality and quantity standards, the assessment of employee performance, and the procedures for said assessment.
L. To control and determine the use of City's property, material, machinery, and equipment.
M. To schedule the operation of and to determine the number and duration of shifts.
N. To determine measures to promote safety and to protect health and property and take all necessary actions to carry out its mission in emergencies.
O. To transfer work from one job to another or from one plant or unit to another.
P. To introduce new, improved or different methods of operation, or to change existing methods.
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Q. To relieve employees from duty for lack of work or for other reasons deemed legitimate by management.
R. To reprimand, suspend, demote, reduce in pay, discharge or otherwise discipline employees for cause. The judgment of management shall govern except for an abuse of discretion.
S. To establish and determine job classifications.
T. To contract or subcontract work with outside public or private entities and maintain the efficiency of governmental operations.
U. To take such other and further action as may be necessary to organize and operate the City in the most efficient and economical manner for the best interest of the public it serves.
V. To terminate at-will employees with or without cause or notice, and without right of appeal or hearing.
SECTION 5. Salary Ranges.
A. The salary steps and ranges of all classifications governed by this Resolution shall be as specified in Exhibit A attached hereto and incorporated by reference.
B. Market Adjustment Policy: In order to retain high-performing employees, promote excellent job performance, recruit competitively, but remain fiscally prudent, the City Manager is authorized to adjust the steps and ranges in Exhibit A for management employees position-by-position based upon performance, as follows:
1. The City Manager may conduct salary surveys from time to time with respect to some or all of the non-represented employees’ positions and to adjust steps and ranges, within the parameters stated in this section, based on performance and market conditions.
2. The surveyed cities shall, at a minimum, include those in Orange County with populations of less than 30,000 and the immediately adjacent cities of Cypress and Seal Beach.
3. Adjusted compensation may not exceed the compensation provided to the lowest top-step of a comparable position in Orange County according to the survey.
4. All compensation adjustments must be within the Council-approved budget.
SECTION 6. Vacation.
A. Purpose. The purpose of annual vacation is to enable eligible employees to take time off to provide a break from their work-related duties and responsibilities and to return to work refreshed.
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B. Basis of Accrual. New employees shall begin accrual of vacation leave effective their first day of employment. New employees shall not be allowed to take vacation leave until six months of continuous full-time service. Vacation leave shall accrue to employees on a bi-weekly basis at a pro-rated amount equivalent to the annual amounts specified below. No employee may accumulate more than three hundred (300) hours of vacation leave. When an employee’s accumulated vacation leave balance reaches three hundred (300) hours, that employee shall not accrue any further vacation leave until such time as the employee’s accumulated vacation leave balance is reduced below three hundred (300) hours. In order to promote recruiting and retention efforts, the City Manager shall have the discretion to modify this schedule for an individual employee at the time of hire or promotion when he or she determines it to be in the best interests of the City.
Annual vacation leave accrual for employees hired before August 1, 1987 shall be limited as follows:
Years of Service Hours
0-3 120
4 128
5 136
6-10 144
11 152
12 160
13 168
14 176
15 184
16 192
17 and over 200
Annual vacation leave accrual for employees hired on or after August 1, 1987, shall be limited as follows:
Years of Service Hours
0-2 80
3 88
4 96
5 104
6 112
7 120
8 128
9 136
10 144
11 152
12 160
13 168
14 and over 176
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C. Effect of Holiday(s) on Vacation Leave. In the event one or more municipal holidays fall within an annual vacation leave, such holiday shall not be charged as vacation leave, but may be credited as a holiday.
D. Effect of Leave of Absence on Accrual of Vacation Leave. The granting of any leave of absence without pay shall cause the accrual of vacation leave to cease. Upon return to the City, an employee shall resume their regular accrual of vacation leave. A leave of absence without pay shall not count towards years of service for the accrual of vacation leave.
E. Compensation for City Work During Vacation Prohibited. No person shall be permitted to work for compensation for the City in any capacity during the time of their vacation leave from City service. This clause shall not limit the City's right to recall an employee from vacation leave in the event of an emergency and place them on regular pay status.
F. Scheduling Vacations. The times during a calendar year at which an employee may take their vacation leave shall be determined by the Department Director or the City Manager when the employee is a Department Director, with due regard for the wishes of the employee and particular regard for the needs of service.
G. Annual Vacation Payoff. Employees may receive pay for up to one hundred sixty (160) hours of accumulated vacation time during each calendar year provided they have used a minimum of eighty (80) vacation hours during the previous calendar year. Employees not using at least 80 hours of vacation during the previous calendar year may receive vacation payoff if such payoff is recommended by the Department Director and approved by the City Manager.
H. Vacation Payoff Upon Termination. Upon termination of employment, the employee shall be paid in a lump sum for all accumulated vacation leave time at the rate of pay in effect upon termination.
SECTION 7. Sick Leave.
Accrual and Use of Sick Leave. Sick leave with pay shall accrue at the rate of eight (8) hours for each calendar month of service. Accumulation shall be unlimited.
Pursuant to Government Code Section 21163, sick leave shall only be granted for non-industrial injury or illness and shall be allowed if: (1) actual non- industrial illness or disability makes it impossible for the employee to perform their normal work assignments; (2) the diagnosis, care, or treatment of an existing health condition or preventative care for an employee’s family member, including the employee’s spouse, registered domestic partner, child, parent, parent-in-law, grandparent, grandchild or sibling; an employee may also designate one person per 12-month period at the time the employee requests sick leave; (3) to obtain relief as a victim of domestic violence pursuant to applicable law; or (4) a prescheduled doctor, dental or optometry appointment which has been approved by their Department Director.
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A. Proof of Illness. In order to receive compensation while absent on sick leave, the employee shall notify their immediate supervisor thirty (30) minutes prior to the time set for beginning their daily duties, or as may be specified by the employee’s supervisor. The employee may be required to file a physician's certificate justifying the need for any absence. Proof of violation of sick leave privileges may result in disciplinary action and/or loss of pay when in the opinion of the City Manager the employee has abused such privileges. Employees on approved Family Medical Leave for intermittent illness or injuries shall not be required to show proof of illness for each instance of sick leave usage.
B. Effect of Holidays on Sick Leave. Observed holidays occurring during sick leave shall not count as a day of sick time.
C.Annual Sick Leave Payoff. An employee shall be allowed to accumulate sick leave from year to year. In December, upon the written request of the employee, the City shall compensate the employee for either (1) up to 25% of their current year’s unused sick leave, or (2) up to twenty-four (24) hours of accumulated sick leave, provided that in either case a minimum of 480 hours remains in the employee's account.
D.Regular Service Retirement Sick Leave Options. Upon a regular service retirement as defined by the Public Employees Retirement System, an employee may receive compensation for accumulated sick leave under either of the following two options:
1. A lump sum payment of 25% of the first 720 hours of accumulated sick leave and 50% of the hours between 720 and 1,040. There will be no compensation for any hours in excess of 1,040 under this option. Said sum shall be based on the employee’s salary rate being paid at the time of the employee’s service retirement.
2. If allowed by CalPERS, an exchange of all accumulated sick leave for service credit time in the Public Employees Retirement System.
An employee must choose option 1 or 2. An employee will not be allowed to do both.
SECTION 8. Bereavement Leave.
Whenever an employee is compelled to be absent from duty by reason of death or critical illness (where death appears imminent) of members of the employee's or spouse’s or registered domestic partner’s immediate family (father, mother, brother, sister, spouse, registered domestic partner, children, grandmother, grandfather, or grandchildren) they shall be entitled to a leave of absence for a period not to exceed five working days. The City shall provide bereavement leave with pay for a period not to exceed 48 working hours per calendar year. An employee may use available accruals, including sick leave, for the remaining bereavement leave, or take the time unpaid. Where such death or critical illness has occurred, the employee shall furnish satisfactory evidence of such death or illness to the City Manager. Such leave of absence shall not be allowed in any case where in the preceding 6 calendar months, a leave on the grounds of critical illness of that same relative has been granted.
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SECTION 9. Temporary Disability Leave.
A. Industrial Related Disability. Employees shall be entitled to the benefits under this subsection only after the City has determined that the disability is industrial related.
If an employee is injured on the job to such an extent that temporary industrially related disability leave is necessary, the employee’s salary shall be continued at the full rate of pay for a period up to thirty (30) calendar days with no charge to sick leave.
After thirty (30) calendar days, the employee may utilize accrued vacation leave, sick leave and compensatory time off to supplement the benefits received pursuant to worker’s compensation laws to provide for full salary maintenance during the period of temporary industrially related disability.
Further disability leave benefits and requirements shall be provided as set forth in the City of Los Alamitos' Family Care and Medical Leave Policy.
If leave without pay is utilized, no accruals of sick leave, vacation leave, other benefits or seniority will be credited to the employee. The employee shall not forfeit any of the benefits or seniority accumulated prior to the commencement of the leave without pay.
B. Non-Industrial Related Disability. Upon submission of a certificate from a licensed physician indicating that an employee shall be placed on temporary disability leave for a non-industrially-related disability, the employee shall be entitled to non- industrially related temporary disability leave. The employee utilizing non- industrially related temporary disability leave may utilize all accumulated sick leave, vacation leave and compensatory time off. When the employee is not using accumulated sick leave, vacation leave and compensatory time off, the absence will be on the basis of leave without pay.
Further disability leave benefits and requirements shall be provided as set forth in the City of Los Alamitos' Family Care and Medical Leave Policy.
If leave without pay is utilized, no accruals of sick leave, vacation leave, other benefits or seniority will be credited to the employee. The employee shall not forfeit any of the benefits or seniority accumulated prior to the commencement of the leave without pay.
SECTION 10. Employee Contracts.
In order to be eligible for the benefits provided for under this Resolution and prior to receipt of such benefits, each Executive Management employee must execute an employment agreement in a form approved by the City Manager and City Attorney.
SECTION 11. Labor Code Section 4850 Disability Benefits For Safety Service Personnel.
Those employees in the positions of Police Chief and Police Captain shall be provided with the applicable disability benefits provided under Labor Code Section 4850.
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SECTION 12. Parental Leave.
City shall provide employee parental leaves for eligible employees as required by state and federal law.
The City Manager shall grant an employee's request for a leave of absence without pay for the purposes of pregnancy, childbirth, or the recovery therefrom, for a period not to exceed seven months, or as required by law. When the employee has notified the City Manager as to the period of the leave of absence required, the employee must receive City Manager approval prior to extending parental leave.
The City Manager shall grant the request of an employee for a leave of absence without pay for a period not to exceed six months to care for their newborn child. When the employee has notified the City Manager as to the period of the leave of absence required, the employee must receive City Manager approval prior to extending parental leave.
The City Manager may grant an employee's request for a leave of absence without pay to care for a newly adopted child for a period not to exceed 6 months. The employee shall provide documentation to support the request for adoption leave. When the employee has notified the City Manager as to the period of the leave of absence required, any change in the length of the period of leave shall not be effective unless approved by the City Manager.
An employee shall not accrue sick leave, vacation leave, or other benefits while they are on a leave of absence without pay pursuant to this sub-section; provided, however, an employee on leave pursuant to the Family Medical Leave Act, California Family Rights Act or Pregnancy Disability Leave law shall continue to receive health insurance premium payments required by the FMLA CFRA or Pregnancy Disability Leave law. The employee shall not forfeit any of the benefits or seniority accrued prior to the commencement of the Parental Leave.
SECTION 13. Jury Duty.
Subject to the exception described below, the City shall compensate an employee on jury duty for up to forty (40) working hours within the calendar year. When called to jury duty, an employee, having provided at least five (5) working days written notice, shall be entitled to their regular compensation provided that said employee deposits their compensation fees for jury service with the Finance Officer. Employees released early from jury duty shall report to their Department Director for the duration of their shift. Employees shall be entitled to keep mileage reimbursement pay while on jury duty.
Consideration for salary continuation in excess of forty (40) working hours shall be conditioned upon sufficient evidence being presented to the City Manager that the employee advised the Court of a forty (40) working hour limitation on salary continuation being provided by the City, requested dismissal from jury duty, and that the Court did not excuse the employee from jury service.
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SECTION 14. Leave of Absence Without Pay.
Any employee may be granted a personal leave of absence without pay for ninety (90) days or less with the approval of the City Manager. A request for a personal leave of absence exceeding ninety (90) days must also be approved by the City Manager.
A. Authorization Procedure. Requests for leave of absence without pay shall be made upon forms prescribed by the City Manager. The employee shall state the reason for the request, the date when the absence is to begin, and the probable date of return.
The request shall normally be initiated by the employee, but may be initiated by the City Manager. The City Manager shall make their recommendation in writing and forward to the employee.
B. Length of Leave and Extension. A leave of absence without pay may be made for a period not to exceed six (6) months. Provisions for granting an extension of up to six (6) months shall be the same as that in granting the original leave, provided that the extension request is made no later than fourteen (14) calendar days prior to the expiration of the original leave.
C. Return From Leave. When an employee intends to return from an authorized leave of absence without pay, they shall contact the City Manager at least fourteen (14) calendar days prior to the day they plan to return.
D. Leave Without Pay - Insurance Payments. An employee on leave without pay may continue their City insurance benefits by reimbursing the City for the cost of insurance on a monthly basis during the period of the leave. Failure to reimburse the City for such benefits during the term of the leave of absence will result in the employee's coverage terminating on the last day of the month in which the last payment was received.
E. Leave Without Pay - Other Benefits. When leave of absence without pay is utilized, no accruals of sick leave, vacation leave, other benefits or seniority will be credited to the employee. The employee shall not forfeit any of the benefits or seniority accumulated prior to the commencement of the leave without pay.
F. Family Medical Leave – Insurance Payments. The City will continue to make insurance contributions on behalf of employees on approved Family Medical Leave for a maximum of twelve (12) weeks. Employees on approved Family Medical Leave will continue to be responsible for their out-of-pocket contribution toward insurance costs.
SECTION 15. Holidays.
A. Authorized Holidays. Employees shall be entitled to the following holidays with pay each calendar year as well as other such days as may be designated by action of the City Council:
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• January 1 (New Years Day)
• The third Monday in January (King's Birthday)
• The third Monday in February (President's Day)
• The last Monday in May (Memorial Day)
• July 4 (Independence Day)
• The first Monday in September (Labor Day)
• November 11 (Veterans Day)
• The fourth Thursday in November (Thanksgiving Day)
• The Friday after Thanksgiving Day
• December 24 (Christmas Eve)
• December 25 (Christmas)
Eighteen (18) hours of floating holiday time to be used by the employee with City Manager approval during the calendar year (January 1 - December 31).
No employee shall accumulate more than eighteen (18) hours of floating holiday. On January 1 of each year, each employee will receive only that number of floating holiday hours that is necessary to bring the accumulated total to eighteen (18) hours.
Employees that work “regular” eight hour days shall receive eight hours of holiday pay.
Employees that work a “9/80” schedule shall receive nine hours of holiday pay except when the holiday falls on the Friday that the employee would normally work an eight hour day, in which case the employee shall receive eight hours of holiday pay.
B. Floating Holidays for New Employees. At the time of hire, new employees shall receive the following floating holiday hours based upon their date of hire:
Date of Hire 9/80 Regular
January 1 – March 31 18 16
April 1 – June 30 14 12
July 1 – September 30 10 8
October 1 – December 31 0 0
C. Procedure if Holiday Falls on Saturday or Sunday. When a holiday falls on a Saturday, the preceding Friday shall be observed as the holiday. When a holiday falls on a Sunday, the following Monday shall be observed as the holiday.
D. Non-Management Employees Required to Work on Holiday. Any Non-Management employee who shall be required to work on any holiday which they are entitled to take off under the above provisions shall receive equivalent time off, as determined by the City Manager.
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SECTION 16. Administrative Leave.
Exempt employees may receive a maximum of eighty (80) hours of Administrative Leave annually. Employees shall not accrue more than eighty (80) hours of Administrative Leave, and shall not receive compensation for accrued Administrative Leave upon termination of employment. Administrative Leave accrual shall be prorated for exempt employees hired after the first full pay period in January.
SECTION 17. Exempt Employees.
All non-represented employees are exempt and therefore not entitled to receive overtime compensation in accordance with the provisions of the Fair Labor Standards Act.
SECTION 18. Monthly Insurance Contribution.
The monthly contribution from the City toward the payment of premiums for health, dental, and optical insurance programs shall be:
Any contribution necessary to maintain benefits under any insurance program in excess of the monthly City contribution shall be borne entirely by the employee.
Any employee who can certify that they are insured under another health plan, which has equal or better coverage than the City’s plan, may elect to receive $500.00 per month in lieu of participation in the City’s health program. Any employee who can certify that they are also insured under other dental and vision plans having equal or better coverage than the City’s plans, may elect to receive an additional $200.00 per month in lieu of participation in the City’s dental and vision programs, for a total of $700.00 per month of compensation in lieu of health, dental and vision insurance plan participation.
SECTION 19. Dental Plan.
The City agrees to make available a dental plan to employees and dependents. Participation in this plan shall be at the option of the employee. Employees electing to participate in this plan may apply excess funds from the City’s monthly medical insurance contribution towards the premium payment of the dental plan. Any additional cost in excess of the City’s monthly medical insurance contribution shall be borne by the employee.
Employee Employee +1 Family
January 1, 2024 $1319 $1419 $1469
January 1, 2025 $1319 $1750 $1800
January 1, 2026 $1319 $1850 $1950
January 1, 2027 $1319 $1950 $2100
January 1, 2028 $1369 $2050 $2250
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SECTION 20. Optical Plan.
The City agrees to make available an optical plan to employees and dependents.
Participation in this plan shall be at the option of the employee. Employees electing to participate in this plan may apply excess funds from the City's medical insurance contribution towards the premium payment of the optical plan. Any additional cost in excess of the City's medical contribution shall be borne by the employee.
SECTION 21. Term Life Insurance.
A. Confidential Employees. After sixty (60) days on the payroll, the City will provide each employee with term life insurance and accidental life and dismemberment policies. The amount of coverage will be based on one and one-half times the annual salary up to a maximum of $50,000.
B. Executive Management Employees and Middle Management Employees. After sixty (60) days on the payroll, the City will provide each Executive Management Employee and Middle Management with term life insurance and accidental life and dismemberment policies. The amount of coverage will be based on the employee's annual salary, rounded up to the nearest $1,000.
SECTION 22. Long Term Disability.
After sixty (60) days on the payroll, the City shall continue to pay for long-term disability coverage based on two-thirds of the monthly salary to a maximum benefit of $2,000 per month.
Participation in this plan is mandatory.
SECTION 23. Physical Examination.
A. All Employees Other Than Executive Management Employees. The City agrees to pay a licensed physician/clinic selected by the City the fee not to exceed $370 for a physical examination. Frequency of the examination shall be in accordance with the following schedule:
Age Frequency
To 30 Once every 4 years
31 – 39 Once every 3 years
40 - 49 Once every 2 years
50 and over Once per year
Before undergoing a physical examination, the employee must make a written request to the City Manager for approval.
B. Executive Management Employees. The City agrees to pay a licensed physician/clinic selected by the employee the fee not to exceed $400 for an annual physical examination.
Before undergoing a physical examination, the employee must make a written request to the City Manager for approval.
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SECTION 24. Retirees Medical Insurance.
A. PERS Medical Retirement Contribution. The City shall contribute an amount in accordance with the City’s contractual obligation with PERS, if any, to the medical insurance premium cost for each retiring employee and their spouse.
B. Supplemental Benefits. Unless otherwise provided in the City Manager’s discretion in an employee’s employment contract with the City dated on or before September 6, 2005, in which case the City Manager may provide Pre-August 1, 1994 benefits to an employee hired after August 1, 1994, the City shall provide additional contributions to eligible employees, depending upon the employee’s date of hire, as described in subsections 1 and 2 below. After September 6, 2005, the City Manager shall not have such discretion.
1. Employees Hired Before August 1, 1994. Those employees hired before August 1, 1994, who retire from the City with at least ten (10) years of continuous service and have reached the age of fifty (50) may be eligible for supplemental health care benefits effective on the date of retirement.
2. Employees Hired On Or After August 1, 1994. Those employees hired after August 1, 1994, who retire from the City with at least fifteen (15) years of continuous service and have reached the age of fifty-five (55) may be eligible for supplemental health care benefits effective on the date of retirement.
The City shall contribute a portion of the out-of-pocket premium cost for each such employee and their spouse up to the maximum amount then being contributed, and subject to the same conditions and plans provided, to the active employees pursuant to Section 18 above.
The benefits hereunder shall be available to each employee and their spouse upon a regular service retirement as defined by PERS law. The City’s contribution toward employee or spousal coverage shall continue while either the employee or spouse is alive, but shall terminate at age sixty-five (65) when the employee or spouse becomes eligible for Medicare, MediCal or other public supported health insurance. In no event will the City contribute toward the medical insurance any longer than for the number of years equal to the number of years of the employee's service to the City.
Employees retiring under a regular service retirement shall be allowed to participate in the City’s dental, optical and life insurance policies at their expense. Failure to reimburse the City within thirty (30) days will result in the termination of this coverage.
C. Minimum Retiree Medical Contribution. Employees who retire from City services shall, at a minimum, be provided the retiree health stipend required by PERS law. For 2008, the minimum contribution amount is ninety-seven dollars ($97) per month.
Commencing January 1, 2009, the employer contribution shall be adjusted annually by the board to reflect any change in the medical care component of the Consumer Price Index and shall be rounded to the nearest dollar.
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D. For sworn, public safety employees hired before January 1, 1995, the insurance received for 10 years of service with the City, with a regular service retirement, shall be equal to and subject to the same conditions and plans provided to the active bargaining unit employees. City paid employee or spousal coverage shall continue while the employee or spouse is alive, but shall terminate when the employee or spouse becomes eligible for Medicare, MediCal, or other public supported health insurance; or when coverage has been for a period equal to the numbers of years of the employee’s service to the City.
For sworn, public safety employees hired on or after January 1, 1995, the following schedule shall apply for those employees retiring with a regular service retirement:
Years of Service with the % of active
City of Los Alamitos Employee Benefit
10 50
11 55
12 60
13 65
14 70
15 75
16 80
17 85
18 90
19 95
20 or > 100
The City paid employee or spousal coverage shall continue while the employee or spouse is alive, but shall terminate when the employee or spouse becomes eligible for Medicare, MediCal, or other public supported health insurance; or when coverage has been for a period equal to the number of years of the employee’s service to the City.
SECTION 25. Retirement.
Employees qualify for minimum retirement benefits after they attain five (5) years of service and fifty (50) years of age. Retirement benefits will be based on the highest twelve months salary (except for PEPRA employees which is based upon three years) as well as employee age and length of service.
A. Safety Service Employees. The City will provide the three percent (3%) at 50 PERS Plan for sworn safety service personnel. For PEPRA employees hired after January 1, 2013, the PEPRA retirement law will apply and the City will provide the 2.7% at 57 formula, based upon three highest years’ salary.
B. All Other Employees. Retirement benefits for non-safety service employees will be provided under the 2.7% at 55 Plan of PERS, the Level 4 of the 1959 Survivor Benefits, and the Pre-Retirement Option 2 Death Benefit. Retirement benefits will be based on the
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highest twelve-months’ salary as well as the employee’s age and length of service. For employees hired as a PEPRA employee after January 1, 2013, the PEPRA retirement law will apply and the City will provide the 2% at 62 formula, based upon three highest years’ salary.
C. Employer Share Contribution. The City shall pay the employer share of the CalPERS retirement contribution as actuarially determined by CalPERS for each fiscal year covered by the Resolution at the applicable retirement benefit level (3.0% at 50 for sworn safety service employees and 2.7% at 55 for all other employees). At no time during this agreement will the employee be responsible for any part of the Employer's contribution to the Public Employees Retirement System. For PEPRA employees hired after January 1, 2013, in compliance with PEPRA, the City will pay 50% of the normal cost.
D. Employee Share Contribution. Each employee will pay the full employee's share in the amount of 8% for miscellaneous employees and 9% for sworn safety employees.
For employees hired after January 1, 2013, in compliance with PEPRA, PEPRA employees will pay 50% of the normal cost.
SECTION 26. Mileage Reimbursement and Car Allowance.
A. Executive Management Employees. Executive Management employees shall be given the choice of receiving either (1) a car allowance as provided below, or (2) the use of a City vehicle for business purposes and mileage reimbursement as provided below.
Executive Management employees may choose only one of these two options.
If an Executive Management employee chooses a car allowance, the City shall provide a car allowance of $300.00 per month. All employees provided with a car allowance hereunder must provide proof of automobile insurance, and are precluded from receiving mileage reimbursement.
If an Executive Management Employee chooses to use City vehicles for business purposes, such employee shall also be entitled to mileage reimbursement when the employee utilizes their own vehicle for City business. Upon the submittal of a reimbursement form with their Department Director approval, the employee shall be reimbursed at the rate allowed by the Internal Revenue Service.
B. Police Chief, Police Captains, and Support Services Manager. The Police Chief, Police Captains, and Support Services Manager shall be provided with a City vehicle for personal and business use within the State of California. The City shall provide and include all variable costs and expenses of the vehicle, including registration, license fees, insurance, maintenance, fuel, and repairs.
C. Return of City Vehicles. Any employee receiving the use of a City vehicle shall return the vehicle upon separation from employment or if the employee is absent from active duty service for more than thirty (30) days.
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SECTION 27. Education Reimbursement.
All Middle Management and Confidential employees are eligible for reimbursement by the City for tuition in connection with educational endeavors. Tuition reimbursement shall not exceed the per unit cost charged by the California State University System. The per unit cost shall be based on three (3) units if one (1) class is taken during a quarter or semester, or based on six (6) units if more than one (1) class is taken during a quarter or semester. Only those courses, which have a bearing on the employee’s position with the City, will be considered by the City Manager for reimbursement.
In order to be reimbursed, an employee must submit a request for reimbursement to his or her Department Director for recommendation to the City Manager. The request must be in writing and include the name of the school, the course title, the cost of enrollment, and the reasons why the course is beneficial to the employee and City. The request will then be forwarded to the City Manager for final approval or disapproval.
The employee will pay for all costs for the approved course. In order to be reimbursed, an employee must submit proof of successful completion of the course. In graded courses, a letter grade of C or better is required; in a pass/fail course, a pass is required; and in a credit/no credit course, a credit is required.
An employee must also submit receipts for tuition expense. This will then be processed through the Administrative Services Department.
Employees who utilize the City’s Tuition/Education/Textbooks Reimbursement program understand if they leave the City within 5 years of a reimbursement, they will be required to repay the tuition costs based on the following schedule: 100% within the first year of receiving that reimbursement; 80% within the second year; 60% within the third year; 40% within the fourth year; 20% within the fifth year. This schedule shall apply to those reimbursements received after adoption of this Resolution by Council, July 21, 2014. If an employee separates from employment due to injury (industrial or non-industrial) or retirement, they will be exempt from repayment.
SECTION 28. Retention-Performance Bonus.
Upon completion of five (5) consecutive years of service as a Full Time Employee to the City of Los Alamitos, an employee will be eligible to receive a $5,000 retention-performance bonus, and a $10,000 retention-performance bonus at each five-year increment thereafter (i.e., years ten (10), fifteen (15), twenty (20) et cetera.). The retention-performance bonus will be awarded at each milestone evaluation/anniversary date where an employee earns at least a meets expectations (or equivalent) rating on his/her performance evaluation. This retentionperformance bonus is not PERSable and will not be reported as pensionable compensation. The retention-bonus will be awarded on the milestone anniversary date only and not each year.
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SECTION 29. Attendance.
Employees shall be in attendance at their work station in accordance with the rules regarding hours of work, holidays, and leaves stated in this Resolution, the employee's employment contract, the employee's job description or as otherwise directed by the City. All departments shall keep daily attendance records of employees, which shall be reported to the Personnel Officer in the form and on the dates specified.
Failure on the part of an employee, who is absent without authorization or permission, to return to duty within twenty-four (24) hours after a due notice to return to duty has been issued through a registered letter, shall constitute resignation from City employment by the employee.
SECTION 30. Construction.
A. Nothing in this Resolution shall be construed to deny any person or employee the rights granted by Federal and State laws and the City Charter provisions.
B. The rights, powers and authority of the City Council in all matters, including the right to maintain any legal action, shall not be modified or restricted by this Resolution.
C. To the extent that this Resolution conflicts in any way with the Personnel Rules of the City of Los Alamitos, the provisions of this Resolution shall take precedence and shall control.
SECTION 31. Professional Organizations.
Participation in professional organizations, appointive boards and committees, and voluntary programs by employees is encouraged, provided that this participation is consistent with the responsibilities of the employee and the goals and priorities set by the City Council and/or City Manager. Employees shall inform their appropriate supervisor and obtain authorization to participate, if necessary, prior to commencement of any such activities. In accordance with City Policy, the City will provide membership fees to such organizations, reimburse expenses necessary to retain professional licenses, reimburse reasonable conference fees, and travel and subsistence expenses incurred in an employee’s professional and official travel, meetings, and conferences; provided, however, that such reimbursements and expenses shall be within the scope of the City’s annual budget and within the City’s discretion. The City Manager shall have the discretion to determine authorized organizations and reimbursable expenses for employees, provided such determinations are consistent with these provisions and applicable City policy.
SECTION 32. Not Used
SECTION 33. Severability.
If any provision of this Resolution, or the application of such provision to any person or circumstance, shall be held invalid, the remainder of this Resolution, or the application of such provision to persons or circumstances other than those as to which it is held invalid, shall not be affected thereby.
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SECTION 34. Notices.
Any notices to be given under this Resolution shall be in writing and may be transmitted by personal delivery or mail, registered or certified, postage prepaid. Mailed notices shall be addressed to the City of Los Alamitos at 3191 Katella Avenue, Los Alamitos, California, 90720; and shall be addressed to employees at the address the employee provides to the Personnel Officer.
Notices delivered personally shall be deemed communicated as of the date of actual receipt.
Mailed notices shall be deemed communicated as of the date the notice is postmarked.
SECTION 35. Repeal.
Resolution No. 2023-31 is hereby repealed in it’s entirety.
SECTION 36. Certification.
The City Clerk shall certify as to the adoption of this Resolution.
PASSED, APPROVED, AND ADOPTED this 29th day of April, 2024.
Jordan Nefulda, Mayor
ATTEST:
Windmera Quintanar, MMC, City Clerk
APPROVED AS TO FORM:
Michael S. Daudt, City Attorney
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STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss
CITY OF LOS ALAMITOS )
I, Windmera Quintanar, MMC, C ity Clerk of the City of Los Alamitos, do hereby certify that the foregoing Resolution was adopted at a regular meeting of the City Council held on the 29th day of April, 2024 by the following vote, to wit:
AYES: COUNCIL MEMBERS: Hasselbrink, Doby, Nefulda
NOES: COUNCIL MEMBERS: Hibard, Murphy
ABSENT: COUNCIL MEMBERS: None
ABSTAIN: COUNCIL MEMBERS: None
Windmera Quintanar , MMC, City Clerk
DocuSign Envelope ID: 5D2E90FE-7988-4013-9FE8-5ACBE0BA2411
Exhibit “A”
CITY OF LOS ALAMITOS EXECUTIVE MANAGEMENT & NON-REPRESENTED EMPLOYEES
SALARY SCHEDULE
DocuSign Envelope ID: 5D2E90FE-7988-4013-9FE8-5ACBE0BA2411
EXHIBIT A
8.0% Increase
CODE CLASSIFICATION TITLE CATGY/FLSA STEP A STEP B STEP C STEP D STEP E 220 Mangement Analyst C - E HOURLY 43.02 45.17 47.43 49.80 52.29 MONTHLY 7,456.18 7,828.98 8,220.43 8,631.46 9,063.03
ANNUAL 89,474.11 93,947.82 98,645.21 103,577.47 108,756.34 310 Benefits Coordinator/Executive Asst C - E HOURLY 36.33 38.15 40.06 42.06 44.16 MONTHLY 6,297.41 6,612.28 6,942.89 7,290.04 7,654.54
ANNUAL 75,568.90 79,347.34 83,314.71 87,480.44 91,854.47 324 Recreation Supervisor C - E HOURLY 40.36 42.38 44.49 46.72 49.05 326 Economic Development Supervisor MONTHLY 6,995.29 7,345.05 7,712.31 8,097.92 8,502.82 328 Public Works Supervisor ANNUAL 83,943.48 88,140.65 92,547.68 97,175.07 102,033.82 951 Deputy City Clerk
330 Assistant to the City Manager C - E HOURLY 46.50 48.83 51.27 53.84 56.53 MONTHLY 8,060.83 8,463.87 8,887.07 9,331.42 9,797.99
ANNUAL 96,729.98 101,566.48 106,644.81 111,977.05 117,575.90 340 Finance Manager MM - E HOURLY 53.49 56.17 58.98 61.92 65.02 355 Recreation Manager MM-E MONTHLY 9,272.02 9,735.62 10,222.40 10,733.52 11,270.19 362 Administrative Services Manager A - E ANNUAL 111,264.19 116,827.40 122,668.77 128,802.21 135,242.32 365 Development Services Manager MM - E
370 City Clerk A - E HOURLY 47.58 49.96 52.46 55.09 57.84 MONTHLY 8,248.03 8,660.43 9,093.46 9,548.13 10,025.53
ANNUAL 98,976.38 103,925.20 109,121.46 114,577.54 120,306.41 373 City Clerk/ Director of Communication A - E HOURLY 49.97 52.47 55.09 57.85 60.74 MONTHLY 8,661.74 9,094.83 9,549.57 10,027.05 10,528.40
ANNUAL 103,940.93 109,137.97 114,594.87 120,324.62 126,340.85 380 Support Services Manager MM - E HOURLY 56.56 59.39 62.36 65.47 68.75 MONTHLY 9,803.66 10,293.85 10,808.54 11,348.97 11,916.41 ANNUAL 117,643.97 123,526.17 129,702.47 136,187.60 142,996.98 405 Finance Director A - E HOURLY 61.35 67.49 73.56 78.71 85.80 MONTHLY 10,634.83 11,698.32 12,751.16 13,643.75 14,871.68 ANNUAL 127,617.98 140,379.78 153,013.96 163,724.94 178,460.18
CITY OF LOS ALAMITOS EXECUTIVE MANAGEMENT & NON-REPRESENTED EMPLOYEES
SALARY SCHEDULE
EFFECTIVE APRIL 1, 2024
DocuSign Envelope ID: 5D2E90FE-7988-4013-9FE8-5ACBE0BA2411
EXHIBIT A
8.0% Increase
CODE CLASSIFICATION TITLE CATGY/FLSA STEP A STEP B STEP C STEP D STEP E 390 Police Captain MM - E HOURLY 70.68 74.21 77.92 81.82 85.91 MONTHLY 12,250.37 12,862.89 13,506.03 14,181.33 14,890.40 ANNUAL 147,004.42 154,354.64 162,072.37 170,175.99 178,684.79 400 Administrative Services Director A - E HOURLY 64.43 70.88 77.25 82.66 90.10 430 Recreation & Community Svcs Director MONTHLY 11,168.35 12,285.19 13,390.85 14,328.21 15,617.75 ANNUAL 134,020.22 147,422.25 160,690.25 171,938.57 187,413.04 410 Development Services Director A - E HOURLY 67.65 74.42 81.11 86.79 94.60 MONTHLY 11,726.21 12,898.83 14,059.72 15,043.90 16,397.86 ANNUAL 140,714.50 154,785.95 168,716.68 180,526.85 196,774.26 440 Police Chief A - E HOURLY 74.95 82.45 89.87 97.06 104.82 MONTHLY 12,991.68 14,290.85 15,577.02 16,823.19 18,169.04 ANNUAL 155,900.16 171,490.18 186,924.29 201,878.24 218,028.49 500 City Manager A - E City Manager salary is set by contract with the City Council.
Employment Category Fair Labor Standards Act Classification A = At Will E = Exempt from overtime
C = Confidential
MM = Mid-management
EFFECTIVE APRIL 1, 2024
CITY OF LOS ALAMITOS EXECUTIVE MANAGEMENT & NON-REPRESENTED EMPLOYEES
SALARY SCHEDULE
DocuSign Envelope ID: 5D2E90FE-7988-4013-9FE8-5ACBE0BA2411
EXHIBIT A
3.0% Increase
CODE CLASSIFICATION TITLE CATGY/FLSA STEP A STEP B STEP C STEP D STEP E 220 Mangement Analyst C - E HOURLY 44.31 46.52 48.85 51.29 53.86 MONTHLY 7,679.86 8,063.85 8,467.05 8,890.40 9,334.92
ANNUAL 92,158.34 96,766.25 101,604.56 106,684.79 112,019.03 310 Benefits Coordinator/Executive Asst C - E HOURLY 37.42 39.29 41.26 43.32 45.49 MONTHLY 6,486.33 6,810.65 7,151.18 7,508.74 7,884.17
ANNUAL 77,835.96 81,727.76 85,814.15 90,104.86 94,610.10 324 Recreation Supervisor C - E HOURLY 41.57 43.65 45.83 48.12 50.53 326 Economic Development Supervisor MONTHLY 7,205.15 7,565.41 7,943.68 8,340.86 8,757.90 328 Public Works Supervisor ANNUAL 86,461.78 90,784.87 95,324.11 100,090.32 105,094.83 951 Deputy City Clerk
330 Assistant to the City Manager C - E HOURLY 47.90 50.29 52.81 55.45 58.22 MONTHLY 8,302.66 8,717.79 9,153.68 9,611.36 10,091.93
ANNUAL 99,631.88 104,613.48 109,844.15 115,336.36 121,103.18 340 Finance Manager MM - E HOURLY 55.10 57.85 60.74 63.78 66.97 355 Recreation Manager MM-E MONTHLY 9,550.18 10,027.69 10,529.07 11,055.52 11,608.30 362 Administrative Services Manager A - E ANNUAL 114,602.12 120,332.22 126,348.83 132,666.28 139,299.59 365 Development Services Manager MM - E
370 City Clerk A - E HOURLY 49.01 51.46 54.04 56.74 59.57 MONTHLY 8,495.47 8,920.25 9,366.26 9,834.57 10,326.30
ANNUAL 101,945.68 107,042.96 112,395.11 118,014.86 123,915.61 373 City Clerk/ Director of Communication A - E HOURLY 51.47 54.04 56.75 59.58 62.56 MONTHLY 8,921.60 9,367.68 9,836.06 10,327.86 10,844.26
ANNUAL 107,059.16 112,412.11 118,032.72 123,934.36 130,131.07 380 Support Services Manager MM - E HOURLY 58.26 61.17 64.23 67.44 70.81 MONTHLY 10,097.77 10,602.66 11,132.80 11,689.44 12,273.91 ANNUAL 121,173.29 127,231.95 133,593.55 140,273.23 147,286.89
CITY OF LOS ALAMITOS EXECUTIVE MANAGEMENT & NON-REPRESENTED EMPLOYEES
SALARY SCHEDULE
EFFECTIVE JULY 1, 2025
DocuSign Envelope ID: 5D2E90FE-7988-4013-9FE8-5ACBE0BA2411
EXHIBIT A
3.0% Increase
CODE CLASSIFICATION TITLE CATGY/FLSA STEP A STEP B STEP C STEP D STEP E 405 Finance Director A - E HOURLY 63.20 69.51 75.77 81.08 88.37 MONTHLY 10,953.88 12,049.26 13,133.70 14,053.06 15,317.83 ANNUAL 131,446.52 144,591.18 157,604.38 168,636.69 183,813.99 390 Police Captain MM - E HOURLY 72.80 76.44 80.26 84.27 88.48 MONTHLY 12,617.88 13,248.77 13,911.21 14,606.77 15,337.11 ANNUAL 151,414.55 158,985.28 166,934.54 175,281.27 184,045.33 400 Administrative Services Director A - E HOURLY 66.37 73.00 79.57 85.14 92.81 430 Recreation & Community Svcs Director MONTHLY 11,503.40 12,653.74 13,792.58 14,758.06 16,086.29 ANNUAL 138,040.83 151,844.91 165,510.96 177,096.72 193,035.43 410 Development Services Director A - E HOURLY 69.68 76.65 83.55 89.40 97.44 MONTHLY 12,077.99 13,285.79 14,481.52 15,495.22 16,889.79 ANNUAL 144,935.93 159,429.52 173,778.18 185,942.65 202,677.49 440 Police Chief A - E HOURLY 77.20 84.92 92.56 99.97 107.97 MONTHLY 13,381.43 14,719.57 16,044.34 17,327.88 18,714.11 ANNUAL 160,577.16 176,634.88 192,532.02 207,934.58 224,569.35 500 City Manager A - E City Manager salary is set by contract with the City Council.
Employment Category Fair Labor Standards Act Classification A = At Will E = Exempt from overtime
C = Confidential
MM = Mid-management
EFFECTIVE JULY 1, 2025
CITY OF LOS ALAMITOS EXECUTIVE MANAGEMENT & NON-REPRESENTED EMPLOYEES
SALARY SCHEDULE
DocuSign Envelope ID: 5D2E90FE-7988-4013-9FE8-5ACBE0BA2411
EXHIBIT A
3.0% Increase
CODE CLASSIFICATION TITLE CATGY/FLSA STEP A STEP B STEP C STEP D STEP E 220 Mangement Analyst C - E HOURLY 45.64 47.92 50.31 52.83 55.47 MONTHLY 7,910.26 8,305.77 8,721.06 9,157.11 9,614.97
ANNUAL 94,923.09 99,669.24 104,652.70 109,885.34 115,379.60 310 Benefits Coordinator/Executive Asst C - E HOURLY 38.54 40.47 42.49 44.62 46.85 MONTHLY 6,680.92 7,014.97 7,365.71 7,734.00 8,120.70
ANNUAL 80,171.04 84,179.59 88,388.57 92,808.00 97,448.40 324 Recreation Supervisor C - E HOURLY 42.82 44.96 47.20 49.56 52.04 326 Economic Development Supervisor MONTHLY 7,421.30 7,792.37 8,181.99 8,591.09 9,020.64 328 Public Works Supervisor ANNUAL 89,055.63 93,508.41 98,183.84 103,093.03 108,247.68 951 Deputy City Clerk
330 Assistant to the City Manager C - E HOURLY 49.34 51.80 54.39 57.11 59.97 MONTHLY 8,551.74 8,979.32 9,428.29 9,899.70 10,394.69
ANNUAL 102,620.84 107,751.88 113,139.48 118,796.45 124,736.27 340 Finance Manager MM - E HOURLY 56.75 59.59 62.57 65.70 68.98 355 Recreation Manager MM-E MONTHLY 9,836.68 10,328.52 10,844.94 11,387.19 11,956.55 362 Administrative Services Manager A - E ANNUAL 118,040.18 123,942.19 130,139.30 136,646.26 143,478.58 365 Development Services Manager MM - E
370 City Clerk A - E HOURLY 50.48 53.01 55.66 58.44 61.36 MONTHLY 8,750.34 9,187.85 9,647.25 10,129.61 10,636.09
ANNUAL 105,004.05 110,254.25 115,766.96 121,555.31 127,633.07 373 City Clerk/ Director of Communication A - E HOURLY 53.01 55.67 58.45 61.37 64.44 MONTHLY 9,189.24 9,648.71 10,131.14 10,637.70 11,169.58 ANNUAL 110,270.93 115,784.48 121,573.70 127,652.39 134,035.01 380 Support Services Manager MM - E HOURLY 60.00 63.00 66.15 69.46 72.94 MONTHLY 10,400.71 10,920.74 11,466.78 12,040.12 12,642.12 ANNUAL 124,808.49 131,048.91 137,601.36 144,481.42 151,705.49
CITY OF LOS ALAMITOS EXECUTIVE MANAGEMENT & NON-REPRESENTED EMPLOYEES
SALARY SCHEDULE
EFFECTIVE JULY 1, 2026
DocuSign Envelope ID: 5D2E90FE-7988-4013-9FE8-5ACBE0BA2411
EXHIBIT A
3.0% Increase
405 Finance Director A - E HOURLY 65.09 71.60 78.04 83.51 91.02 MONTHLY 11,282.49 12,410.74 13,527.71 14,474.65 15,777.37 ANNUAL 135,389.92 148,928.91 162,332.51 173,695.79 189,328.41
CODE CLASSIFICATION TITLE CATGY/FLSA STEP A STEP B STEP C STEP D STEP E 390 Police Captain MM - E HOURLY 74.98 78.73 82.66 86.80 91.14 MONTHLY 12,996.42 13,646.24 14,328.55 15,044.98 15,797.22 ANNUAL 155,956.98 163,754.83 171,942.58 180,539.70 189,566.69 400 Administrative Services Director A - E HOURLY 68.36 75.19 81.96 87.70 95.59 430 Recreation & Community Svcs Director MONTHLY 11,848.50 13,033.36 14,206.36 15,200.80 16,568.87 ANNUAL 142,182.06 156,400.26 170,476.28 182,409.62 198,826.49 410 Development Services Director A - E HOURLY 71.77 78.95 86.05 92.08 100.36 MONTHLY 12,440.33 13,684.37 14,915.96 15,960.08 17,396.48 ANNUAL 149,284.01 164,212.41 178,991.53 191,520.93 208,757.82 440 Police Chief A - E HOURLY 79.52 87.47 95.34 102.97 111.21 MONTHLY 13,782.87 15,161.16 16,525.67 17,847.72 19,275.54 ANNUAL 165,394.48 181,933.93 198,307.98 214,172.62 231,306.43 500 City Manager A - E City Manager salary is set by contract with the City Council.
Employment Category Fair Labor Standards Act Classification A = At Will E = Exempt from overtime
C = Confidential
MM = Mid-management
EFFECTIVE JULY 1, 2026
CITY OF LOS ALAMITOS EXECUTIVE MANAGEMENT & NON-REPRESENTED EMPLOYEES
SALARY SCHEDULE
DocuSign Envelope ID: 5D2E90FE-7988-4013-9FE8-5ACBE0BA2411
EXHIBIT A
4.0% Increase
CODE CLASSIFICATION TITLE CATGY/FLSA STEP A STEP B STEP C STEP D STEP E 220 Mangement Analyst C - E HOURLY 47.46 49.83 52.33 54.94 57.69 MONTHLY 8,226.67 8,638.00 9,069.90 9,523.40 9,999.57
ANNUAL 98,720.01 103,656.01 108,838.81 114,280.75 119,994.79 310 Benefits Coordinator/Executive Asst C - E HOURLY 40.09 42.09 44.19 46.40 48.72 MONTHLY 6,948.16 7,295.56 7,660.34 8,043.36 8,445.53
ANNUAL 83,377.88 87,546.78 91,924.12 96,520.32 101,346.34 324 Recreation Supervisor C - E HOURLY 44.53 46.75 49.09 51.55 54.12 326 Economic Development Supervisor MONTHLY 7,718.15 8,104.06 8,509.27 8,934.73 9,381.47 328 Public Works Supervisor ANNUAL 92,617.86 97,248.75 102,111.19 107,216.75 112,577.59 951 Deputy City Clerk
330 Assistant to the City Manager C - E HOURLY 51.31 53.88 56.57 59.40 62.37 MONTHLY 8,893.81 9,338.50 9,805.42 10,295.69 10,810.48
ANNUAL 106,725.67 112,061.96 117,665.06 123,548.31 129,725.72 340 Finance Manager MM - E HOURLY 59.02 61.97 65.07 68.32 71.74 355 Recreation Manager MM-E MONTHLY 10,230.15 10,741.66 11,278.74 11,842.68 12,434.81 362 Administrative Services Manager A - E ANNUAL 122,761.79 128,899.88 135,344.87 142,112.12 149,217.72 365 Development Services Manager MM - E
370 City Clerk A - E HOURLY 52.50 55.13 57.88 60.78 63.82 MONTHLY 9,100.35 9,555.37 10,033.14 10,534.79 11,061.53 ANNUAL 109,204.21 114,664.42 120,397.64 126,417.52 132,738.40 373 City Clerk/ Director of Communication A - E HOURLY 55.14 57.89 60.79 63.83 67.02 MONTHLY 9,556.81 10,034.65 10,536.39 11,063.21 11,616.37 ANNUAL 114,681.77 120,415.86 126,436.65 132,758.48 139,396.41 380 Support Services Manager MM - E HOURLY 62.40 65.52 68.80 72.24 75.85 MONTHLY 10,816.74 11,357.57 11,925.45 12,521.72 13,147.81 ANNUAL 129,800.83 136,290.87 143,105.41 150,260.68 157,773.71
CITY OF LOS ALAMITOS EXECUTIVE MANAGEMENT & NON-REPRESENTED EMPLOYEES
SALARY SCHEDULE
EFFECTIVE JULY 1, 2027
DocuSign Envelope ID: 5D2E90FE-7988-4013-9FE8-5ACBE0BA2411
EXHIBIT A
4.0% Increase
CODE CLASSIFICATION TITLE CATGY/FLSA STEP A STEP B STEP C STEP D STEP E 405 Finance Director A - E HOURLY 67.69 74.46 81.17 86.85 94.66 MONTHLY 11,733.79 12,907.17 14,068.82 15,053.64 16,408.46 ANNUAL 140,805.52 154,886.07 168,825.81 180,643.62 196,901.55 390 Police Captain MM - E HOURLY 77.98 57.90 63.15 67.73 73.70 MONTHLY 13,516.27 14,192.09 14,901.69 15,646.77 16,429.11 ANNUAL 162,195.26 170,305.03 178,820.28 187,761.29 197,149.36 400 Administrative Services Director A - E HOURLY 71.09 78.20 85.24 91.20 99.41 430 Recreation & Community Svcs Director MONTHLY 12,322.44 13,554.69 14,774.61 15,808.83 17,231.63 ANNUAL 147,869.34 162,656.27 177,295.34 189,706.01 206,779.55 410 Development Services Director A - E HOURLY 74.64 82.11 89.50 95.76 104.38 MONTHLY 12,937.95 14,231.74 15,512.60 16,598.48 18,092.34 ANNUAL 155,255.37 170,780.91 186,151.19 199,181.77 217,108.13 440 Police Chief A - E HOURLY 82.70 90.97 99.15 107.09 115.65 MONTHLY 14,334.19 15,767.61 17,186.69 18,561.63 20,046.56 ANNUAL 172,010.26 189,211.28 206,240.30 222,739.52 240,558.69 500 City Manager A - E City Manager salary is set by contract with the City Council.
Employment Category Fair Labor Standards Act Classification A = At Will E = Exempt from overtime
C = Confidential
MM = Mid-management
EFFECTIVE JULY 1, 2027
CITY OF LOS ALAMITOS EXECUTIVE MANAGEMENT & NON-REPRESENTED EMPLOYEES
SALARY SCHEDULE
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