BLUE FOLDER ITEM
Blue folder items are additional back up material to administrative reports and/or public comments received after the printing and distribution of the agenda packet for receive and file.
CITY COUNCIL MEETING
MARCH 17, 2026
J.1 PUBLIC PARTICIPATION ON NON-AGENDA ITEMS
• Public Communications
From: Khatirah Nazif
To: Emily Bodkin
Subject: FW: Cesar Chavez allegations prompt UFW to skip Cesar Chavez Day events - CBS Sacramento Date: Tuesday, March 17, 2026 2:57:26 PM
-----Original Message-----
From: Farah K <[email protected]>
Sent: Tuesday, March 17, 2026 2:45 PM
To: CityClerk <[email protected]>; Zein Obagi <[email protected]> Subject: Cesar Chavez allegations prompt UFW to skip Cesar Chavez Day events - CBS Sacramento CAUTION: Email is from an external source; Stop, Look, and Think before opening attachments or links.
Didn’t the city just adopt a Cesar day?
https://gcc02.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.cbsnews.com%2Fsacramento%2Fnews%2Fcesar-chavez-allegationsufw%2F&data=05%7C02%7CEmily.Bodkin%40redondo.org%7Cc593937e1d0b43c9977608de84702bdc%7C08ea6101a7cb4984aff676e3d00172df%7C0%7C0%7C639093814459297691%7CUnknown%7CTWFpbGZsb3d8eyJFbXB0eU1hcGkiOnRydWUsIlYiOiIwLjAuMDAwMCIsIlAiOiJXaW4zMiIsIkFOIjoiTWFpbCIsIldUIjoyfQ%3D%3D%7C0%7C%7C%7C&sdata=lHUOnbHDl68JcoUi0pybH3rpqv3USI15Wjm8QFjxyjM%3D&reserved=0 From: Glenn Suarez
To: CityClerk
Cc: Mike Witzansky; Paige Kaluderovic
Subject: PUBLIC COMMENT – March 17 City Council Meeting – Code Enforcement Policy Date: Tuesday, March 17, 2026 9:04:00 AM
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Members of the City Council
I am a long-term resident of District 3 writing to express my concern regarding the City’s current “complaint-driven” model of code enforcement.
I am currently facing an enforcement action requiring the significant reduction of a mature hedge at my home. As someone who walks my neighborhood frequently, I observe numerous other properties with hedges of similar height and maturity. Yet enforcement appears to occur only when a complaint is made, leaving many similar conditions unaddressed and creating the appearance of selective enforcement.
If a municipal code provision is intended to address public safety, it should be applied consistently and proactively by the City. A system that relies primarily on complaints can result in a patchwork of enforcement that feels arbitrary and inequitable to the residents affected-- especially if City records indicate zero documented safety, traffic, or fire emergencies caused by mature vegetation on private property in Redondo Beach. If enforcement is currently occurring primarily through complaints, the Council may also wish to consider whether a temporary stay on landscaping citations would be appropriate while the City evaluates whether these regulations are being applied consistently across the community. In addition, the City should consider modernizing ordinances that no longer reflect the City’s goal of preserving and expanding green space.
Public safety should be guided by clear standards and consistent application rather than depending on which properties happen to generate complaints. I respectfully encourage the Council to review whether the current complaint-based enforcement model is achieving the fairness and consistency residents expect.
Thank you for your consideration.
Glenn Suarez
District 3 Resident
From: Mark Nelson (Home Gmail)
To: CityClerk; [email protected]; [email protected]; [email protected]; City Council; [email protected]; CityClerk; info; [email protected]; Holly J. Mitchell; [email protected]; [email protected]; Garth Meyer Subject: Public Comment: BCHD"s Executive Costs are an OUTLIER for other non-hospital health districts Date: Tuesday, March 10, 2026 7:50:43 PM
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When indexed against public California special districts of similar revenue, BCHD is an outlier, representing an administrative burden roughly 3 to 4 times higher than the state average for general government agencies.
Comparing the executive compensation of the Beach Cities Health District (BCHD) to other California special districts reveals a distinct gap between "Health Districts with Hospitals" and "Health Districts without Hospitals."
While a $2.5M executive payroll for a non-hospital district is high relative to revenue, it is part of a broader trend where California health district leadership often commands private-sector healthcare salaries despite working in public-sector roles.
1. BCHD C-Suite vs. Peers (By Role)
Based on the most recent 2024–2025 State Controller’s data and local budget filings, here is how BCHD leadership compares to other Non-Hospital Health Districts (agencies that focus on community wellness rather than medical centers).
Role BCHD (Est. Total Comp) Non-Hospital District Avg Status CEO $350,000 – $385,000 $180,000 – $260,000 Very High
CFO $240,000 – $275,000 $140,000 – $190,000 High
Directors $180,000 – $220,000 $110,000 – $155,000 High
Note: BCHD's CEO compensation is roughly 40% higher than the average for similar wellness-focused districts like Fallbrook or Camino Real.
2. The "Efficiency Gap": Hospital vs. Non-Hospital Districts The primary point of contention in public audits is the Administrative Burden Ratio.
Hospital Districts (e.g., Washington Hospital): CEOs can make over $1,000,000. However, their agencies manage $500M+ budgets, thousands of nurses, and 24/7 ER operations. Their executive pay is often less than 1% of revenue.
Non-Hospital Districts (e.g., BCHD): Managing a $15M budget. If the C-Suite payroll is $2.5M, the executive pay is 16.7% of revenue.
Comparison of Revenue-to-Executive Pay Ratio:
Typical CA Special District (Water/Fire): 3% – 6%
Hospital Health Districts: 0.5% – 2%
BCHD (current estimate): ~16.7%
3. State-Level Benchmarking (Top 20 Analysis)
Historically, the State Controller’s Office has flagged that Healthcare Districts dominate the "Highest Paid Special District Employees" list.
In the most recent full reporting cycle, the top-paid special district employees were almost exclusively CEOs of hospital districts (Palomar, Salinas Valley, etc.).
BCHD executives do not appear in the "Top 20" statewide list (which usually requires $500k+ in compensation), but they rank in the Top 5% for agencies with budgets under $20M.
4. Critical Context: The 2026 Initiative
The "California Limit Compensation of Healthcare Executives Initiative (2026)" specifically targets these figures.
The initiative seeks to cap total compensation (salary + benefits) at $450,000.
While BCHD's individual salaries are likely just under this cap, their total CSuite volume (number of directors) is what drives the $2.5M total. Most districts of BCHD's revenue size utilize 2-3 "C-level" roles; BCHD utilizes a larger "Executive Leadership Team" (ELT) structure.
Summary
The $2.5M figure is reasonable only if indexed against private Los Angeles healthcare systems. When indexed against public California special districts of similar revenue, it is an outlier, representing an administrative burden roughly 3 to 4 times higher than the state average for general government agencies.
From: Mark Nelson (Home Gmail)
To: CityClerk; [email protected]; [email protected]; info; [email protected]; [email protected]; Holly J. Mitchell
Subject: Public Comment: The Cities should be protecting taxpayers from fleecing by BCHD - STATE GOV CITATION FOLLOWS Date: Tuesday, March 10, 2026 10:16:17 PM
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Public Comment: Mayors, Councils, and City Counsels:
please find the source of this statement Historically, the State Controller’s Office has flagged that Healthcare Districts dominate the "Highest Paid Special District Employees" list.
The statement originates from various official reports and press releases issued by the California State Controller’s Office (SCO).
Since at least 2016, the State Controller has consistently noted that healthcare districts provide the highest individual salaries among all special districts in California. C
Key Evidence from State Controller Reports
Recent Data (2023–2024): In the 2023 payroll data published by Controller Malia M. Cohen, it was explicitly noted that the top 10 individual salaries reported across all 3,046 special districts were all located within healthcare districts.
Historical Consistency: This trend has been flagged repeatedly over the years:
2022: The top 10 individual salaries were all in healthcare districts. 2021: Again, the top 10 individual salaries reported were exclusively from healthcare districts.
2016: Nine of the top 10 highest-paid special district employees worked for healthcare districts, with the top salary exceeding $1.2 million.
The data is publicly accessible through the State Controller’s Government Compensation in California (GCC) website, which tracks pay and benefit information for over two million government jobs in the state.
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