8G
Date: July 8, 2025
To: Honorable Mayor and Members of the City Council
From: Aram Chaparyan, City Manager
By: Jamie Le, Assistant to the City Manager | [email protected] Subject:Materials Available for Agenda Item 8G
DISCUSSION
Please see the attached materials that were not available at the time of the posting of the agenda.
ATTACHMENTS
1. Executive and Management Employees Resolution
2. TPOA Amendment #1
3. TPCA Amendment #1
1 Executive and Management Employees Resolution_2025-XX 1 RESOLUTION NO. 2025-__
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TORRANCE SETTING
FORTH THE HOURS, WAGES AND WORKING CONDITIONS FOR EXECUTIVE AND MANAGEMENT EMPLOYEES EFFECTIVE JULY 13, 2025 AND REPEALING RESOLUTION NO. 2024-66.
The City Council of the City of Torrance does hereby resolve as follows:
SECTION II
That Resolution No. 2024-66 is repealed in its entirety.
SECTION II
The following compensation procedure for Executive and Management Employees is hereby approved in its entirety to read as follows:
EXECUTIVE AND MANAGEMENT EMPLOYEES
ARTICLE 1 - COMPENSATION PROVISIONS
SECTION 1.1 MERIT PAY PHILOSOPHY
A. The merit pay philosophy for the City of Torrance Executives and Managers is to:
1. Attract, retain and motivate qualified employees to foster the attainment of initiatives in support of the City’s mission and the directives of the City Manager and City Council.
2. Establish compensation policies to reward productivity and encourage effective resource utilization.
3. Structure a compensation plan that is internally equitable and reflects the salary practices of similar public agencies.
4. Plan, implement and control all compensation expenditures through appropriate budgetary control established at the Department and the City Manager level.
5. Provide for annual employee performance appraisals to assess management effectiveness in meeting established goals and objectives and to set future goals and objectives.
SECTION 1.2 SALARY METHODOLOGY
A. The City’s Merit Pay Range is established under the following principles and practices:
1. The City’s Merit Pay Plan will be implemented using a salary range consisting of three main points: an entry point, a reference point, and a maximum.
2. Every four years (i.e. 2022, 2026, etc), by March 31, a salary survey of comparable agencies shall be conducted to re-establish the reference point. The reference point shall be set at the median of the survey results.
3. The entry point shall be set 20 percent below the reference point (reference divided by 1.2).
This entry point remains static until the next salary survey is completed and adopted. If an employee, based on the latest salary survey and new entry point, will fall below this pay rate a pay adjustment shall immediately be made outside of any established merit pay funding to ensure compliance with CalPERS reporting requirements.
2 ATTACHMENT 1
Executive and Management Employees Resolution_2025-XX 2
4. The maximum point is set 15 percent above the reference point (reference point multiplied by
1.15). There shall be a potential for an extended pay adjustment up to 15% beyond the reference point for a performance rating of Meets or Exceeds Expectations.
5. The reference point and maximum point shall be adjusted annually to the nearest tenth of a percent using the May-to-May Consumer Price Index for All Urban Consumers (CPI-U) for Los Angeles-Long Beach-Anaheim, California.”.
SECTION 1.3 METHODS OF COMPENSATION
Compensation shall be determined on a monthly basis and shall be fixed according to the responsibilities to be fulfilled and shall not be based on a fixed number of hours per week, nor shall it be affected by variations in work schedules.
An employee, may, with the approval of the City Manager (or if appropriate the City Attorney, City Clerk, or City Treasurer), enter into a written agreement with the City for a long-term modified work schedule (such as half-time), with a commensurate reduction in salary and benefits as outlined in Section 3.14.
SECTION 1.4 NEW HIRES/PROMOTIONS
A. The normal hiring point shall be the entry point of the position range. However, other factors such as market necessity and/or education and experience of the applicant may require hiring the applicant at a higher rate.
B. Newly hired employees covered by this resolution, with a recommendation from their Department Head and approval from the City Manager, may apply their years of continuous public-sector experience to the Vacation Earnings Rate Structure defined in Section 3.9 and/or be allocated starting vacation leave and/or sick leave accrual balances equal to up to one year’s of accrual based on prior public-sector experience upon hire (utilizing the formulas in Section
3.4.C and 3.9.A.1).
C. Should a new hire or promotion trigger an internal pay equity concern, the provisions under Section 1.6.B may be utilized to address it.
D. Positions under the City Manager
1. The City Manager may appoint a Department Head or management employee reporting to them above the entry point, though no higher than reference point unless City Council approves such rate.
2. A Department head may recommend to the City Manager that an applicant be hired above the entry point, though no higher than reference point unless City Council approves such rate.
a. Notwithstanding the above, an internal promotion may be placed above the reference point to ensure that a five percent increase in total pay is granted, up to the maximum range of the classification.
3. The City Manager may, during the first year of employment or promotion, recognize meritorious work with a special wage adjustment(s) up to a maximum of 10% outside of the interim or annual merit pool subject to budget availability as determined by the City Manager.
E. Positions under the City Attorney
1. The City Attorney shall make the appointment and establish the pay point for Legal Counselor I, Legal Counselor II, Legal Counselor III, and Law Office Administrator. An applicant may be hired above the entry point, though no higher than reference point unless City Council approves such rate.
3 Executive and Management Employees Resolution_2025-XX 3 a. Notwithstanding the above, an internal promotion may be placed above the reference point to ensure that a five percent increase in total pay is granted, up to the maximum range of the classification.
2. The City Attorney shall seek Council approval for the appointment of the position of Assistant City Attorney, Deputy City Attorney I, Deputy City Attorney II, and Deputy City Attorney III consistent with Torrance City Charter Article 10.
3. The City Attorney may, during the first year of employment of promotion, recognize meritorious work with a special wage adjustment(s) up to a maximum of 10% outside of the interim or annual merit pool subject to budget availability as determined by the City Manager.
F. Positions under the City Clerk and City Treasurer
1. The City Clerk and City Treasurer may appoint their respective deputies within the pay range at their discretion and inform the City Manager. An applicant may be hired above the entry point, though no higher than reference point unless City Council approves such rate. a. Notwithstanding the above, an internal promotion may be placed above the reference point to ensure that a five percent increase in total pay is granted, up to the maximum range of the classification.
2. The City Clerk and City Treasurer may, during the first year of employment of promotion, recognize meritorious work with a special wage adjustment(s) up to a maximum of 10% outside of the interim or annual merit pool subject to budget availability as determined by the City Manager.
SECTION 1.5 GOAL AND OBJECTIVE SETTING PROCESS
A. The goal and objective setting process is a key factor of the Merit Pay Plan. Goals and objectives must reflect the direction of the City, be understood by the employee, reasonably attainable and measurable. To facilitate the mutual setting of goals, the employee and the rater shall use the following approach:
1. Executive staff covered by this Resolution shall review with the City Manager in broad terms the goals and objectives that are being proposed for his/her managers prior to meeting with their managers. This review shall be in conjunction with the setting of department goals and objects and development of the budget work plan.
2. The employee should be given a minimum of two weeks' notice of the pending performance review.
3. During this time period, both the employee and the rater shall independently set future goals and objectives that fit the department and the City’s strategic goals, and assess accomplishments set at the prior performance review.
4. During the performance review, goals and objectives are arrived at for the new fiscal year, and a review of prior year accomplishments completed.
5. Executive staff covered by this Resolution shall forward the manager performance reviews to the City Manager with the recommended pay adjustment for review with the City Manager during his/her performance review. The City Manager, or their designee, shall approve all merit pay adjustments.
6. Assessment of achieving established goals and objectives is a year-round process.
Attainment of goals and objectives shall be discussed with the employee from time to time during the year to review mitigating circumstances to established goals, provide for 4 Executive and Management Employees Resolution_2025-XX 4 reprioritization if needed, or to refocus direction of the employee due to changed circumstances.
SECTION 1.6 MERIT INCREASES AND PROGRESSION WITHIN THE PAY RANGE
Merit Pay increases shall be implemented based on the follow evaluation outcomes utilizing the below Merit Pay Matrix:
Employee’s Overall Merit Pay Range Rating
Fails to Meet Expectations 0%
Partially Meets Expectations 0% - EGI less 0.5%
Meets Expectations EGI plus up to 3%
Exceeds Expectations EGI plus up to X% less than or equal to 10% Note: EGI refers to Employee General Increase. This rate is set by City Council each time a Merit Pay raise pool is established.
1. Annual Merit Pool and Pay Increases
1. The Employee General Increase (EGI) shall be determined annually by the City Council for executive and management employees derived from employee MOU increases, plus 2%.
2. Employees are eligible for merit pay increases, in accordance with the methods outlined in this section, when the goal setting and evaluation process is complete and the EGI and the annual merit pool is approved by City Council.
3. The Annual Merit pool shall be established utilizing the approved EGI plus 2% applied to the base pay rates of all current (active and leave of absence; excluding vacant positions) employees effective when implementing the merit pay adjustments.
4. The Annual Merit pool will be broken down as follows:
a. City Manager Department Annual Merit Pool: executive employees and management employees reporting to the City Manager
b. Department Annual Merit Pools: each department head will be provided a merit pool to allocate merit pay adjustments subject to City Manager (or designee) approval i. In the event a department head position is vacant, the allocation of this merit pool shall be at the discretion of the City Manager, or their designee. c. City Attorney Department Annual Merit Pool: all management employees reporting to the City Attorney
d. City Clerk Department Annual Merit Pool: all management employees reporting to the City Clerk
e. City Treasurer Department Annual Merit Pool: all management employees reporting to the City Treasurer
5. Positions under the City Manager:
a. The City Manager shall certify an executive or management employee’s overall rating and approve an annual merit increase per the Merit Pay Matrix funded from the City Manager Department Annual Merit Pool. The City Manager shall complete a written performance appraisal prior to granting a merit increase. i. If an employee receives a rating of “Fails to Meet Expectations” of “Partially Meets Expectations”, the department shall also submit a written action plan for steps to be taken to improve performance.
b. A department head shall certify a management employee’s overall rating and recommend an annual merit increase per the Merit Pay Matrix funded from the department head’s Department Annual Merit Pool. The department head shall include the completed supporting performance appraisal with this recommendation. 5 Executive and Management Employees Resolution_2025-XX 5 The recommended merit increase shall not be shared with the manager until it is approved by the City Manager (or their designee).
i. If an employee receives a rating of “Fails to Meet Expectations” of “Partially Meets Expectations”, the department shall also submit a written action plan for steps to be taken to improve performance.
6. Positions under the City Attorney:
a. For management positions reporting to the City Attorney, the City Attorney shall complete a performance evaluation prior to granting an annual merit increase, in accordance with the Merit Pay Matrix, from the City Attorney Department Annual Merit Pool.
b. The performance evaluation rating shall be forwarded to the City Manager with an advisement of annual merit increase awarded to verify budget availability and compliance with the Merit Pay Matrix.
7. Positions under the City Clerk and City Treasurer:
a. For management positions reporting to the City Clerk and the City Treasurer, the City Clerk and City Treasurer shall complete a performance evaluation prior to granting an annual merit increase, in accordance with the Merit Pay Matrix, from the City Clerk Department Annual Merit Pool/City Treasurer Department Annual Merit Pool.
b. The performance evaluation rating shall be forwarded to the City Manager with an advisement of annual merit increase awarded to verify budget availability and compliance with the Merit Pay Matrix.
2. Interim Merit Pool and Pay Increases
1. Each year an amount equal to 0.50% of the annual salaries for all executive and management employees shall be budgeted and available for use in accordance with this section and be known as the Interim Merit Pool. City Council has the authority to approve amounts above this base value on a year-to-year basis.
2. The Interim Merit Pool will generally be reserved for employees substantially improving performance, or for those within the lower third of the pay range that are meeting or exceeding departmental objectives. This can also be utilized to address internal pay equity concerns so long as employees receiving interim merit adjustments are meeting or exceeding departmental objectives in the most recent evaluation period and this performance has continued.
3. Such amount may be distributed by the City Manager to executive staff and managers within departments reporting to the City Manager, and by the City Attorney, City Clerk and City Treasurer to their respective managers, based on both performance and placement within the pay range.
4. In the event the City Attorney, City Clerk, or City Treasurer award an interim merit increase, within the limitation of the Merit Pay Plan, the City Manager shall be advised of the interim merit increases.
SECTION 1.7 REQUIREMENTS AS TO CONTINUITY OF SERVICE
Service requirements for advancement within merit pay matrix, holidays and vacation, shall be based upon continuous and total service as a regular employee.
A. Leaves of absence without pay of ten working days or less and leaves with pay shall not interrupt continuous service nor be deducted from total service.
6 Executive and Management Employees Resolution_2025-XX 6 B. Leaves of absence without pay in excess of ten working days, except for extended military leave, shall be deducted in computing total service but shall not serve to interrupt continuous service.
C. All unauthorized absences without leave shall be grounds for disciplinary action.
SECTION 1.8 HOURS OF WORK
A. Torrance City Hall will operate on a 9/80 closed schedule with the following hours of operation:
Monday through Thursday: 7:30 a.m. - 5:30 p.m.
Alternate Fridays: 7:30 a.m. - 5:30 p.m.
B. Other City divisions not located in the City Hall complex may modify schedules for work groups to operate on either a 9/80 "open" or 9/80 "closed" schedule that does not conform to the above.
ARTICLE 2 - COMPENSATION
SECTION 2.1 REFERENCE POINT AND POSITIONS
The following pay ranges are assigned to the classifications of the following Executive and Management Employees effective July 13, 2025.
Executive Pay Ranges Pay
Basis
Entry
Point
Reference
Point
Maximum
Point
Benefit
Category
Car
Allowance
Category
PERS Category
Assistant City Manager Monthly $19,020 $25,208 $28,990 A 1 Miscellaneous Fire Chief Monthly $18,896 $25,044 $28,799 A 1 Safety
Police Chief Monthly $18,866 $25,004 $28,754 A 1 Safety Public Works Director Monthly $17,467 $23,150 $26,622 A 1 Miscellaneous Finance Director Monthly $17,467 $23,150 $26,622 A 1 Miscellaneous Community
Development Director Monthly $16,369 $21,695 $24,949 A 1 Miscellaneous Transit Director Monthly $15,713 $20,824 $23,948 A 1 Miscellaneous Community Services
Director Monthly $15,663 $20,758 $23,872 A 1 Miscellaneous Human Resources
Director Monthly $15,663 $20,758 $23,872 A 1 Miscellaneous General Services
Director Monthly $15,310 $20,291 $23,335 A 1 Miscellaneous Information Technology
Director Monthly $14,954 $19,820 $22,792 A 1 Miscellaneous
Management Pay
Ranges
Pay
Basis
Entry
Point
Reference
Point
Maximum
Point
Benefit
Category
Car
Allowance
Category
PERS
Category
Assistant Police Chief Monthly $17,120 $22,689 $26,093 A 2 Safety Police Commander Monthly $16,305 $21,609 $24,851 A 2 Safety Assistant City Attorney Monthly $16,036 $21,254 $24,440 A 3 Miscellaneous Deputy City Attorney III Monthly $15,474 $20,509 $23,584 A 3 Miscellaneous Legal Counselor III Monthly $15,474 $20,509 $23,584 A 3 Miscellaneous Deputy City Manager Monthly $14,306 $18,960 $21,805 A 1 Miscellaneous Deputy Public Works
Director - Operations Monthly $13,761 $18,238 $20,974 B 2 Miscellaneous 7 Executive and Management Employees Resolution_2025-XX 7 Deputy Public Works
Director - City Engineer Monthly $13,761 $18,238 $20,974 B 2 Miscellaneous Assistant Finance
Director Monthly $13,673 $18,121 $20,839 B 2 Miscellaneous Deputy Finance Director Monthly $13,673 $18,121 $20,839 B 2 Miscellaneous Police Services
Administrator Monthly $13,050 $18,017 $20,720 B 3 Miscellaneous City Librarian Monthly $12,961 $17,178 $19,754 B 2 Miscellaneous Deputy Transit Director Monthly $12,961 $17,178 $19,754 B 2 Miscellaneous Sanitation Services
Manager Monthly $12,673 $16,798 $19,316 B 2 Miscellaneous Water Operations
Manager Monthly $12,673 $16,798 $19,316 B 2 Miscellaneous Accounting Manager Monthly $12,479 $16,539 $19,020 B 2 Miscellaneous Engineering
Manager/Major Projects Monthly $12,479 $16,539 $19,020 B 2 Miscellaneous Landscape
Manager/City Arborist Monthly $12,070 $15,996 $18,397 B 2 Miscellaneous Street Operations
Manager Monthly $12,070 $15,996 $18,397 B 2 Miscellaneous IT Manager -
Applications & Analytics Monthly $12,055 $15,978 $18,374 B 2 Miscellaneous IT Manager -
Communications &
Customer Service
Monthly $12,055 $15,978 $18,374 B 2 Miscellaneous
IT Manager - GIS Monthly $12,055 $15,978 $18,374 B 2 Miscellaneous IT Manager -
Infrastructure &
Cybersecurity
Monthly $12,055 $15,978 $18,374 B 2 Miscellaneous
IT Manager - Public
Safety Monthly $12,055 $15,978 $18,374 B 2 Miscellaneous Audit Manager Monthly $11,885 $15,752 $18,115 B 2 Miscellaneous Engineering Manager Monthly $11,885 $15,752 $18,115 B 2 Miscellaneous Revenue Manager Monthly $11,885 $15,752 $18,115 B 2 Miscellaneous Deputy City Attorney II Monthly $11,583 $15,352 $17,654 A 3 Miscellaneous Legal Counselor II Monthly $11,583 $15,352 $17,654 A 3 Miscellaneous Fire Prevention
Manager - Fire Marshal Monthly $11,345 $15,036 $17,293 B 2 Miscellaneous Building Official Monthly $11,345 $15,036 $17,292 B 2 Miscellaneous Engineering Services
Manager Monthly $11,345 $15,036 $17,292 B 2 Miscellaneous Planning Manager Monthly $11,345 $15,036 $17,292 B 2 Miscellaneous Assistant to the City
Manager Monthly $11,320 $15,003 $17,254 A 3 Miscellaneous Cable & Community
Relations Manager Monthly $11,320 $15,003 $17,254 A 1 Miscellaneous Human Resources
Manager Monthly $11,265 $14,931 $17,170 B 2 Miscellaneous Park Services Manager Monthly $11,215 $14,864 $17,093 B 2 Miscellaneous Recreation Services
Manager Monthly $11,208 $14,855 $17,084 B 2 Miscellaneous Law Office
Administrator Monthly $11,123 $14,743 $16,953 A 3 Miscellaneous Economic Development
Manager Monthly $10,828 $14,350 $16,503 A 3 Miscellaneous Administrative Services
Manager Monthly $10,789 $14,300 $16,444 B 2 Miscellaneous Facilities Operations
Manager Monthly $10,789 $14,300 $16,444 B 2 Miscellaneous 8 Executive and Management Employees Resolution_2025-XX 8 Facilities Services
Manager Monthly $10,789 $14,300 $16,444 B 2 Miscellaneous Risk Manager Monthly $11,045 $14,185 $16,313 B 2 Miscellaneous Transit Manager -
Administration Monthly $10,319 $13,677 $15,729 B 2 Miscellaneous Transit Manager -
Operations Monthly $10,319 $13,677 $15,729 B 2 Miscellaneous Transit Manager -
Planning Monthly $10,319 $13,677 $15,729 B 2 Miscellaneous Transit Manager -
Services Monthly $10,319 $13,677 $15,729 B 2 Miscellaneous Neighborhood Services
Manager Monthly $10,313 $13,670 $15,718 B 2 Miscellaneous Fleet Services Manager Monthly $10,101 $13,387 $15,396 B 2 Miscellaneous Workers' Compensation
Manager Monthly $10,023 $13,285 $15,277 B 2 Miscellaneous Assistant City Librarian Monthly $9,958 $13,198 $15,180 B 2 Miscellaneous Cultural Services
Manager Monthly $9,958 $13,198 $15,180 B 2 Miscellaneous Deputy City Treasurer Monthly $9,874 $13,087 $15,050 B 2 Miscellaneous Civil Service Manager Monthly $9,575 $12,691 $14,595 A 2 Miscellaneous Principal Human
Resources Analyst Monthly $9,575 $12,691 $14,595 B 2 Miscellaneous Deputy City Attorney I Monthly $8,910 $11,809 $13,580 A 3 Miscellaneous Legal Counselor I Monthly $8,910 $11,809 $13,580 A 3 Miscellaneous Deputy City Clerk III Monthly $8,706 $11,539 $13,269 B 2 Miscellaneous Senior/Management
Associate Monthly $8,391 $11,121 $12,790 A 3 Miscellaneous Farmer's Market
Manager Monthly $6,773 $8,978 $10,324 B 2 Miscellaneous
SECTION 2.2 PREMIUM PAY
A. Certain Management Employees assigned to work entailing specified duties which require skills and abilities not contemplated in the employee's normal assignments in the areas described in this Section shall receive premium pay only while so assigned.
B. Assignments and reassignments shall be made by the department head pursuant to departmental rules and regulations, workload and skills required, and any other reason deemed necessary. Such assignments shall be subject to budget limitations and level of service needed. The department head may make reassignments as they deem appropriate. All assignments are subject to City Manager approval unless the position falls under the City Attorney, City Clerk, or City Treasurer.
The authorized premiums are listed below:
1. At the discretion of the City Attorney, Deputy City Attorney II employees who are routinely and consistently to a lead or supervisory position in Prosecution will receive a 5% Lead Worker/Supervisor Premium for supervising and division management duties.
2. At the discretion of the City Attorney, Deputy City Attorney II employees who are routinely and consistently assigned to train employees in areas of legal specialty will receive a 5% Training Premium.
SECTION 2.3 SUPERVISION PAY
Managers covered by this agreement shall be paid 5% higher than those supervised when comparing base pay to base pay.
9 Executive and Management Employees Resolution_2025-XX 9 ARTICLE 3 - BENEFITS
SECTION 3.1EMPLOYEE INSURANCE
A. Cost of Medical Insurance for Active Employees:
The City shall pay the applicable monthly PERS minimum employer contribution per employee for active employee health insurance. In addition to the PERS minimum contribution, the City shall provide active employees with an additional contribution. The aggregate amount shall be referred to as the “City Contribution”.
Effective July 1, 2024
1 Party 2 Party Family
City Contribution $597.68 per month $1,140.36 per month $1,595.96 per month
On the pay period including October 1, 2024 the City shall issue a one-time payment, for those currently eligible and receiving health insurance benefits as of July 1, 2024, in the following amounts based on enrollment tier: 1 party: $484.08; 2 party: $1,008.90; Family: $1,196.28.
Effective January 1, 2025
1 Party 2 Party Family
City Contribution $678.36 per month $1,308.51 per month $1,795.34 per month
B. Cash-In-Lieu Payments
Full-time employees who meet the following requirements will receive a cash-in-lieu payment of $400.00 per month for as long as the employee opts-out of medical coverage:
1. The employee provides proof of minimum essential coverage (“MEC”) through another source (other than coverage in the individual market, whether or not obtained through Covered California) for the plan year for which the employee opts-out of City-offered coverage (“alternative required coverage”).
2. The proof of coverage must show that the employee and all individuals in the employee’s expected tax family have (or will have) the required MEC for the plan year. The employee must provide reasonable evidence of the MEC for the applicable period by signing and submitting an attestation to the City.
3. The employee must provide such reasonable evidence and attestation of alternative coverage every plan year during open enrollment.
4. The City will not provide the cash-in-lieu payment if it knows or has reason to know that the employee or tax family member does not have the alternative required coverage.
C. Retiree Insurance
The City shall pay to PERS directly the mandated monthly PERS minimum employer contribution per employee for retired employee health insurance. This only applies to those on a PERS medical plan and has no cash value is not used in this manner. The PERS minimum employer contribution amount changes annually as directed by CalPERS.
10 Executive and Management Employees Resolution_2025-XX 10 D. Life Insurance and Accidental Death and Dismemberment Insurance
The City shall cover each Category A employee under a $100,000 accidental and $200,000 term life insurance policy, and the City shall cover each Category B employee under a $100,000 accidental and $100,000 term life insurance policy in accordance with all carrier provisions.
E. Long Term/Short-Term Disability Insurance:
Employees covered by this Resolution qualify for the commercial insurance long-term/short-term disability program as follows:
a. Two-thirds (⅔) base pay for a period as determined by the insurance carrier, after a 14-day waiting period, up to the limits of the policy.
b. Eligibility for all provisions of the commercial plan is in accordance with the commercial insurance policy.
c. An employee requesting receipt of such benefits will be decreed on a leave of absence and shall receive no other benefits except 3.1.A.1.
F. Dental Insurance
All employees covered by this Resolution will receive two-party dental insurance at no cost to the employee. This benefit has no cash value if not used. If employees want to cover additional family members, additional insurance may be purchased.
G. Vision Insurance
All employees covered by this Resolution will receive one-party vision insurance at no cost to the employee. This benefit has no cash value if not used. If employees want to cover additional family members, additional insurance may be purchased.
H. Any employee terminating or retiring at the end of the eight-month medical leave of absence shall be paid an amount equal to four months of City health insurance contribution (including health contribution and City supplemental). On a case-by-case basis, the City Manager or his/her designee may waive the eight month eligibility requirement. Such amount shall not exceed the amount received by the employee immediately prior to separation of employment. The employee may choose to receive the full amount subject to 1099, defer the funds to the City 457 plan within the plan guidelines, or receive a net check with the appropriate federal, state and social security deductions. This provision applies only to employees participating in a City-sponsored health insurance program at the time of termination or retirement.
SECTION 3.2 RETIREMENT
A. Employees shall be covered by either the appropriate safety or miscellaneous retirement plan provided by the City. The City shall pay the employee’s contribution to PERS for employees pursuant to the applicable sections of the California Government Code. Such payments shall be reported simply as normal contributions and shall be credited to member accounts. These contributions shall at time of termination belong to the employees. These contributions shall be reported to PERS as compensation as provided by SB 53.
B. Effective June 11, 1995, the 7% for miscellaneous positions or 9% for safety positions shall be paid by the City and the City will report the same percent of compensation earnable and shall be considered as employer-paid member contributions (EPMC) in accordance with Government Code Section 20023.
11 Executive and Management Employees Resolution_2025-XX 11 C. Effective September 21, 2010, all new hires shall be responsible for the employee’s contribution to PERS, currently 7% of pay for miscellaneous employees or 9% of pay for safety employees.
Section 3.2(B) would no longer be applicable to employees hired after September 21, 2010.
D. Effective January 1, 2013 and in accordance with the provisions of the 2013 Public Employees’ Pension Reform Act (PEPRA), employees covered by this agreement hired on or after January 1, 2013 who do not qualify as “classic members” of PERS, shall be considered “new members” and shall be enrolled in the 2% at age 62 for miscellaneous positions and 2.7% at age 57 for safety positions defined benefit formula with final compensation calculation period of three (3) consecutive years. Employees shall be responsible for fifty percent (50%) of the normal cost attributable to the applicable retirement formula. Section 3.2 (E) and (F) would no longer be applicable.
Note: The definition of “classic member” or “new member” is established per the California Public Employees Retirement System (CALPERS).
E. Effective May 26, 2000, the PERS contract shall provide one-year final compensation provisions when calculating retirement benefits for miscellaneous employees.
F. Effective November 24, 2000, the PERS contract shall provide to miscellaneous members the 2% @ 55 formula. Miscellaneous members who retire after the effective date of the contract amendment will be subject to this formula.
G. Effective November 24, 2000, a lump sum death benefit of $5,000 will be paid to beneficiaries of retired members. This benefit will be applicable to deaths occurring after the effective date of the contract amendment.
H. Effective May 26, 2000, the PERS contract shall provide for the Pre-Retirement Optional Settlement 2 Death Benefit. Under this provision, the spouse of a deceased member, who was eligible to retire for service at the time of death, may elect to receive a monthly allowance in lieu of the lump sum Basic Death Benefit.
SECTION 3.3 DEFERRED COMPENSATION PLAN
A. All employees covered by this resolution are required to participate in a 457 deferred compensation plan, a 401(a) deferred compensation plan, and a Retirement Health Savings Plan pursuant to this resolution.
B. Plan documents outlining all three plans have been adopted by the City Council and are on file in the Office of the City Treasurer.
C. The City will match an employee contribution, on a dollar for dollar basis each pay period, to the 401(a) plan up to a maximum of 0.5% of base pay per calendar year.
D. Retirement Health Savings Plan (RHSP)
1. For retiring or separating employees, the following shall apply:
a. All hours equal to or less than 500 for sick accruals and 500 for vacation accruals will be deposited into the Mission Square Retirement Health Savings Program, therein referred to as the RHSP.
12 Executive and Management Employees Resolution_2025-XX 12 b. After satisfying Section 3.3.D.1.a, the remaining balance up to limits allowed by law shall be disbursed into the City’s 401(a) plan. Any amount exceeding legal limits shall be paid out to the employee.
SECTION 3.4 SICK LEAVE
A. Sick Leave Use
An employee may use sick leave to care for themselves or family members in compliance with the City’s Policy on Leaves of Absence in accordance with State and Federal Law. Such time shall be deducted from the existing sick leave accruals of the employee. In addition, employees may use sick leave for the following reasons:
1. Retirement Early Notification Incentive Program
An employee may use sick leave in accordance with the Retirement Early Notification Incentive Program requirements.
C. Accrual Rate:
Category A and B employees shall be granted six hours of sick leave per month.
D. Conversion of Sick Leave:
1. An individual may select to receive pay in lieu or defer into the 457 deferred compensation plan for a specified amount of sick leave over three hundred (300) hours at the rate of one hour of pay for each hour of unused sick leave (28 days prior notice must be given for such a request).
2. Any sick leave in excess of 500 hours on the books as of December 1st will be automatically deferred into the 401(a) by December 31st at the rate of one hour of pay for each hour of unused sick leave.
3. For employees separating or retiring from the City, the provisions outlined in Section 3.3.D shall apply.
4. In case of death of an employee, each hour of accumulated sick leave shall equal one hour of salary to be paid to the employee’s designated beneficiary.
E. The employees covered by this resolution are eligible to participate in the Catastrophic Leave Program described in Attachment B.
SECTION 3.5 INDUSTRIAL INJURY LEAVE
A. For injuries sustained to non-safety employees on or after August 3, 1997, the following applies:
In the event an employee sustains an injury or illness out of and occurring in the course of his/her employment with the City, the employee shall be entitled to industrial injury leave as follows:
1. Up to three (3) months during the first three (3) years of employment.
2. Up to six (6) months during the fourth (4th) year of employment.
3. Up to eight (8) months after four (4) years of employment for industrial injury. 13 Executive and Management Employees Resolution_2025-XX 13
4. Such leave shall be at eighty-five percent (85%) of regular salary rate. Said leave shall terminate upon return to regular work or when the injury is deemed permanent or stationary, at the expiration of the maximum time period listed in this section.
B. In the event the Fire Chief or Police Chief sustains an illness or injury occurring in the course of his/her employment with the City, the employee shall be entitled to that compensation prescribed by State Law and all items of compensation specified by this agreement.
C. Employees who are on industrial injury leave with pay as a result of an industrial injury shall continue to accrue seniority, receive holidays, and accrue vacation and sick leave benefits the same as if they had been present for duty.
D. An employee on industrial injury leave shall be under the direction of the City subject to medical advice and shall be available at all times unless he/she receives specific permission from the City.
E. An employee on industrial injury leave shall inform the city of any current outside employment and/or any such outside employment during the four (4) years immediately prior to such injury. An employee on industrial injury leave shall not enter into any employment or physical activity, as determined by an appropriate physician, which might exacerbate his injury or illness.
SECTION 3.6 ADMINISTRATIVE LEAVE
All Category A Employees covered by this Resolution shall receive eight (8) days of administrative leave per fiscal year. All Category B Employees covered by this Resolution shall receive three (3) days of administrative leave per fiscal year. This leave may not be cashed out and cannot be carried forward to a subsequent fiscal year.
SECTION 3.7 HOLIDAYS
A. For the purpose of this Resolution, the following days shall be considered holidays with pay:
New Year's Day
Martin Luther King Jr. Day
Lincoln's Birthday
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve
Christmas Day
New Year’s Eve
B. When a holiday occurs on Saturday, the day immediately preceding will be observed as the holiday. When a holiday occurs on Sunday, the day immediately following will be observed as a holiday.
C. A holiday shall be construed as the value of the normal work shift.
SECTION 3.8 HOLIDAYS FOR 9/80 PARTICIPANTS
A. For those employees with weekends, which consist of a Saturday and Sunday, the following shall apply:
14 Executive and Management Employees Resolution_2025-XX 14
1. If a holiday falls on a Saturday and the prior Friday is an 8-hour workday in which the employee is schedule to work, the City will close and the employee will be off work with eight (8) hours holiday pay.
If the holiday falls on a Saturday and the prior Friday is the employee's 9/80 scheduled day off the City will close on Friday and the employee will accrue eight (8) hours to the employee's vacation leave balance.
2. If a holiday falls on a Sunday, the Monday following will be observed, the City will close, and the employee will be off work with eight (8) hours holiday pay.
B. For those employees whose regularly scheduled weekends are other than Saturday and Sunday the following shall apply:
If the holiday falls on any scheduled day off, the employee will accrue eight (8) hours to the employee’s vacation leave balance.
SECTION 3.9VACATION
A. Employees covered by this Resolution shall earn vacation leave as follows:
1. The rate of 9.33 hours per month of continuous and total employment as a regular employee.
2. Commencing with the 2 nd year of continuous and total employment as a regular employee, at the rate of 10 working hours per month .
3. Commencing with the 5 th year of continuous and total employment as a regular employee, at the rate of 12.67 working hours per month .
4. Commencing with the 10 th year of continuous and total employment as a regular employee, at the rate of 16.02 working hours per month
5. Commencing with the 21 st year of continuous and total employment as a regular employee, at the rate of 17.34 working hours per month.
6. Commencing with the 25 th year of continuous and total employment as a regular employee, at the rate of 18 working hours per month.
B. Eligibility:
Employees shall earn vacation only while receiving compensation from or through the City.
C. Scheduling:
The time of taking vacation shall be determined by the employee, subject to review by their supervisor. Vacation leave accrual shall be used when the increment required for any day exceeds half of the scheduled workday. Increments equal to or shorter than that do not require use of accrual in a given workday.
D. Effect of Holidays:
When an authorized holiday occurs during a vacation period, such days shall not be deducted from earned vacation.
E. Pay for Vacation:
An individual, subject to City Manager approval, may select to receive pay in lieu of a specified amount of vacation (28 days prior notice must be given for such a request).
F. Accrual Limit:
Vacation accruals over 500 hours which are on the books as of December 1st of each year will be automatically deferred into the 401(a) account by December 31stat the rate of one hour of pay for each hour of unused vacation leave
15 Executive and Management Employees Resolution_2025-XX 15
G. Vacation leave is allocated to an employee’s bank as earned on an hour by hour basis.
H. At the time of retirement or separation, the provisions of Section 3.3.D (RHSP) shall apply.
SECTION 3.10 VEHICLE ALLOWANCE
A. Car Allowance Category 1
1. Section 2.1 denotes employees with Car Allowance Category 1.
2. All such employees receive a car allowance in the amount of $716 per month, payable in biweekly installments. Such allowance is not intended to cover mileage reimbursement for business trips of over 25 miles each way. Such excess miles (over 50 miles round trip) shall be reimbursed at the City’s specified rate.
3. This car allowance is separate from base pay.
B. Car Allowance Category 2
1. Section 2.1 denotes employees with Car Allowance Category 2.
2. The car allowance for this category has been included in base pay. Such allowance is not intended to cover mileage reimbursement for business trips of over 25 miles each way. Such excess miles (over 50 miles roundtrip) shall be reimbursed at the City’s specified rate.
C. Car allowance Category 3
1. Section 2.1 denotes employees with Car Allowance Category 3.
2. These employees do not now, and never have, received a car allowance.
3. Employees in this category are eligible for mileage reimbursement of any business trips at the City specified rate.
D. The City Council, at its discretion, may provide designated individuals with vehicles in lieu of any allowance.
SECTION 3.11 BEREAVEMENT LEAVE
An employee may utilize Bereavement Leave in compliance with the City’s Policy on Leaves of Absence in accordance with State Law.
SECTION 3.12 JURY DUTY
An employee who is summoned for jury service shall be covered in compliance with the City’s Policy on Leaves of Absence.
SECTION 3.13 LEAVES OF ABSENCE
An employee may file a Request for Leave in compliance with the City’s Policy on Leaves of Absence in accordance with State and Federal Laws.
SECTION 3.14 COMPASSIONATE LEAVE
An employee may utilize Compassionate Leave in compliance with the City’s Policy on Leaves of Absence.
16 Executive and Management Employees Resolution_2025-XX 16 SECTION 3.15 FAMILY-SCHOOL PARTNERSHIP LEAVE
An employee may utilize Compassionate Leave in compliance with the City’s Policy on Leaves of Absence.
SECTION 3.16 REIMBURSABLE EXPENSES
The City shall reimburse costs each fiscal year, subject to the below limits, for each executive and management employee for the following eligible expenses:
A. Employee medical-related purposes such as medical examination and treatment, optical, dental, or prescription drugs; or family counseling for the management employee or dependent.
B. Tuition or training reimbursement.
C. Acquisition of City compatible computer hardware, software or peripheral equipment including cell phone data plans.
Category A Employees: Employees that fall in Category A (see Section 2.1) shall be eligible for up to $1,500 per year.
Category B Employees: Employees that fall in Category B (see Section 2.1) shall be eligible for up to $750 per year.
Any reimbursement balance remaining from the previous fiscal year shall be carried forward to the following fiscal year, for a maximum of two years. Any expense remaining from the previous fiscal year (not reimbursed since over the allotted amount) shall be carried forward for a maximum of three years.
In the event an employee is hired or promoted within a fiscal year, they will be entitled to the full allocation if the hire/promotion date falls between July 1 and December 31. The employee is eligible for half of the annual allocation if hired/promoted between January 1 and March 31. If the hire/promotion date falls between April 1 and June 30, the employee will not be eligible for any reimbursement in that current fiscal year.
SECTION 3.17 PRO-RATED BENEFITS
Employees who work less than full-time shall receive part-time pro-rated benefits in the following areas:
Section 3.4 Sick Leave
Section 3.7 Holidays
Section 3.9 Vacation
Section 3.11 Bereavement Leave
Section 3.12 Jury Duty
Section 3.13 Leaves of Absence
Section 3.14 Compassionate Leave
Section 3.15 Family-School Partnership Leave
ARTICLE 4 - GENERAL PROVISIONS
SECTION 4.1 NONDISCRIMINATION, EQUAL OPPORTUNITY AND AFFIRMATIVE ACTION
The City and its Management Employees agree that both parties have a crucial role in the development and implementation of equal employment opportunities. Both parties mutually accept responsibility for carrying out these provisions.
17 Executive and Management Employees Resolution_2025-XX 17 SECTION 4.2 MOVE UP ASSIGNMENT
A Management Employee moved up to Acting Department Head for one full workday, shall receive a 7½% move up premium above base salary for all such time. Such shall be subject to the approval of the City Manager. A Management Employee moved up to another management employee for one full workday shall receive a 5% move up premium above base pay.
If the temporary absence of the Department Head continues in excess of 30 consecutive calendar days, the employee shall then be paid within the pay range for such assigned position, which will grant the employee an increase of 5% in total pay..
ARTICLE 5 - MISCELLANEOUS
SECTION 5.1 MANAGEMENT TRAINING
A. Executive Employees
The amount of $7,701 shall be budgeted for organization training purposes for the Executive Employees. Any amount not spent in previous years shall be added to this amount.
B. Management Employees
Effective each July the amount of $159 per position shall be budgeted for individual or group training purposes, or conference registration. A committee of three shall select and schedule training programs for Management Employees, subject to the City Manager's approval.
Moneys allocated from previous years which are not expended by the end of the fiscal year shall be carried over for training purposes into the next fiscal year.
SECTION 5.2 PROBATIONARY PERIOD
There shall be a one-year probationary period for all appointments and promotions to positions covered by this Resolution.
SECTION 5.3 LATERAL OPPORTUNITY FOR MANAGEMENT EMPLOYEES
A. Permanent Management Employees may make themselves available for lateral entry into an alternate management classification whose salary range is equal to or less than that of the classification of position presently held by the employee. A salary range shall be considered to be equal to if there is less than a seven and one-half percent (7.5%) difference in reference point.
B. When a position in a classification for which employees have applied for lateral entry becomes vacant, employees who have so applied shall be given the opportunity to lateral into the position pursuant to the following:
1. No promotional list exists for the position.
2. The department heads involved approve of the lateral appointment. Such approval will not be required where lateral appointment is the result of a layoff or medical disability.
3. The City Manager concurs in the lateral appointment.
4. Priority of consideration shall be on the basis of seniority subject to the above.
18 Executive and Management Employees Resolution_2025-XX 18
5. Such lateral appointment of the employee shall be subject to a ninety (90) day period to verify their competency in the new position.
The employee shall receive a progress report from the Department Head at the end of each thirty (30) day period. If an employee does not qualify, they shall be returned to their previous position.
C. The approval and verification of department head and the City Manager shall be final.
D. If an employee accepts a lateral transfer, their salary shall be at their former rate or at the entry point of the new position, whichever is higher.
SECTION 5.4 RETENTION INCENTIVES
A. Retention Incentive Bonus payments shall not be considered pensionable earnings/compensation as outlined in the Torrance Police Department Enhanced Recruitment and Retention Incentive Program, “Attachment C.”
SECTION III SEVERABILITY
If any section, subsection, sentence, clause or phrase of this Resolution is for any reason held to be invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of the Resolution. The City Council hereby declares that it would have passed this Resolution and each section, subsection, sentence, clause or phrase thereof, irrespective of the fact that any one or more sections, subsections, sentences, clauses or phrases be declared invalid or unconstitutional.
Introduced, approved, and adopted this 8th day of July 2025.
___________________________
George K. Chen
Mayor of the City of Torrance
ATTEST:
Rebecca Poirier, MMC, City Clerk
APPROVED AS TO FORM:
PATRICK Q. SULLIVAN
CITY ATTORNEY
By
Tatia Y. Strader
Assistant City Attorney
19 Executive and Management Employees Resolution_2025-XX 19 Attachment A
CITY OF TORRANCE
PERSONNEL DEPARTMENT
PROCEDURES AND RULES REGARDING LONG-TERM
DISABILITY PLAN AND PARTIAL DISABILITY
I. PURPOSE
To provide a uniform approach for administering the City’s Long-Term Protection Plan.
II. DEFINITIONS
1. “Injury” means bodily injury caused by a non-industrial accident occurring while the employee is employed by the City.
2. “Sickness” means non-industrial sickness or disease causing loss of employment while the individual is employed by the City.
3. “Total Disability” means the substantial inability or physical incapacity of the employee to engage in his/her regular occupation or an occupation of similar compensation as the result of non- industrial sickness or injury.
4. “Partial Disability” means the substantial inability or physical incapacity of the employee to engage, except on a half-time basis, in his/her regular occupation or an occupation of similar compensation as the result of non-industrial sickness or injury.
5. “Regular Care and Attendance” means observation and treatment to the extent necessary under existing standards of medical practice for the condition causing the disability.
III. BENEFITS UNDER THE CITY PROGRAM
1. Total or Partial Disability:
If an injury or sickness results in continuous total disability or continuous partial disability or combination of both, the employee while covered hereunder, who requires “regular care and attendance”, shall receive from the City the monthly benefit. The monthly benefit will terminate on the earliest of:
a. The date of death of the employee;
b. The date benefits have been incurred for the maximum benefit period; c. The date the employee retired (provided, however, that the employee shall receive a total of the monthly benefit related to a combination of both retirement and long-term disability benefits if totally or partially disabled to the normal expiration of benefits); d. The date the employee ceases to be totally or partially disabled; e. The date specified in a settlement agreement between the employee and the City.
The employee shall be eligible for benefits as noted below:
Full-time Employment Full-time LTD
Two (2) months = One (1) month
Full-time Employment Part-time LTD
One (1) month = One (1) month
20 Executive and Management Employees Resolution_2025-XX 20 Part-time Employment Full-time LTD
Four (4) months = One (1) month
Part-time Employment Part-time LTD
Two (2) months = One (1) month
2. Recurrent Disability:
a. If, following a period of disability due to sickness or injury, for which the Monthly Benefit was payable under the program, the employee shall resume duties of his or her regular occupation for a continuous period of one year or more, any subsequent disability resulting from or contributed to by the same cause or causes shall be considered as a new period of disability.
b. If the injured employee resumes the duties of his/her regular occupation for less than a one-year period of time, the following shall apply:
1. A subsequent disability resulting from the same cause shall be considered a continuation of the original incident. The employee shall be eligible for the length of time specified in the Long-Term Disability Benefit section of the Resolution less that amount of time previously utilized for the same incident.
2. An employee who sustains a subsequent disability resulting from a new cause shall be eligible for one month of benefits for each two months of service worked in the intervening period of time plus any earned time remaining from the initial incident.
c. The determination as to whether a disability is a new incident or a continuation of an original incident shall be subject to verification by medical authority and appropriate supporting medical documentation.
IV. REDUCTIONS
1. The monthly benefit otherwise provided under this program for any period shall be reduced by any amount received by or due to be received by the employee from the following sources for the same period so that the total combined amount shall not exceed the employee’s base pay:
a. Any State or Federal Government Disability or Retirement plans; b. Salary or wages paid by the employer or other employer; c. Workers’ Compensation or any similar law;
d. Any total disability and total and permanent disability provisions of any insurance policy; and
e. Unemployment insurance.
V. TERMINATION OF COVERAGE
1. The coverage of any employee shall terminate on the earliest of the following dates:
a. The date the program is terminated by mutual agreement of the employee groups and the City of Torrance;
21 Executive and Management Employees Resolution_2025-XX 21 b. The date the employee leaves or is dismissed from the employment of the employer, is retired, or leaves the representation groups covered by the master Resolution.1
c. The date of entry of the employee into military service except for temporary duty of 30 days or less.
2. Such termination shall be without prejudice to any pre-existing total disability claim of the employee except as agreed to between the parties in settlement.
VI. EXCLUSIONS
1. The program does not cover disability:
a. Resulting from any intentionally self-inflected injury; b. Caused by or resulting from service in the Armed Forces of any country, except for temporary active duty assignments of not more than 30 days. c. Resulting from any act of war, declared or undeclared; d. Resulting from participating in or consequence of having participated in the committing of a felony.
1 Monthly benefits may extend beyond the termination date of employment for the maximum benefit period provided, however, that insurance coverage was in effect at the time the injury/illness was sustained.
22 Executive and Management Employees Resolution_2025-XX 22 Attachment B
CATASTROPHIC LEAVE PROGRAM
Purpose
The Purpose of this Catastrophic Leave Program is to allow employees to assist another employee during times of personal crisis when serious illness or injury has incapacitated him/her or a family member and the employee is therefore unable to work. It can also be used for employees who suffer catastrophic illness or injury who must undergo intermittent medical treatment such as chemotherapy. This program is solely for employees who accrued leave balances have been exhausted.
Policy
The Catastrophic Leave Program allows an employee to transfer eligible leave credits (vacation, sick leave compensatory time and/or administrative leave) to another employee when a catastrophic illness or injury occurs. A catastrophic illness or injury is defined as a serious health condition which substantially incapacitates an employee or qualifying family member, or which forces the employee or family member to undergo ongoing and lengthy substantial medical treatment. The illness or injury further creates a financial hardship because the employee has or will exhaust all leave time. For the purpose of the Catastrophic Leave Program, qualifying family member shall mean an employee’s parents, step parents, spouse, registered domestic partner, children and stepchildren.
An employee will not be eligible for catastrophic leave until he/she has exhausted all leave time, including sick leave, vacation, compensatory time and administrative leave.
Donated hours may be used under the following situations:
To cover the elimination period before short-term and/or long- term disability benefits began;
To supplement short-term and/or long-term disability benefits; To cover the time used on unpaid Family Leave.
Procedures / Guidelines for Using Catastrophic Leave
1. Leave of absence paperwork 1 must be submitted to the Human Resources Division. It should include the nature of the illness and the dates the employee expects to be absent. The leave must be approved by the Department Head and the Human Resources Director.
2. Verification of illness or injury of the employee or qualifying family member must be provided in writing by the treating physician on the City provided forms.
3. The employee or representative makes a request for catastrophic leave donations to the employee’s department. The City Manager’s Office is then notified and advertises the donation request via e- mail.
4. The period of absence will be determined by the written verification of the employee’s or family member’s physician and will not be based on the number of hours donated.
5. Employee who are approved for the Catastrophic Leave Program due to a qualifying family members’ catastrophic illness/injury may use donated time for a maximum of 12 weeks during a rolling one year period, as is allowed by the Family and Medical Leave Act.
6. Employees must exhaust all personal leave hours (vacation, sick leave, etc.) prior to using any donated hours.
1 Leave of Absence Paperwork consists of: “Request for Leave of Absence” form and either a “UNUM” form (for personal illness or a “Family Medical Certification” form (for family illness). 23 Executive and Management Employees Resolution_2025-XX 23
7. Employees will not accrue vacation, sick leave, or service time while using donated hours.
8. Donated hours may not be converted to cash (“cashed down”).
9. The catastrophic leave bank will be closed and no further donations will be accepted under the following conditions:
The ill/injured employee returns to work full time, or The 12 weeks of Family Leave have been exhausted, or
The ongoing, intermittent treatment program has been completed.
In these cases, any unused donated balances will be returned to the respective donating employees.
10. Any subsequent illness after the close of the bank will require a new request and approval.
Procedures/Guidelines for Donating Hours:
1. Employees who wish to donate eligible leave hours must complete a Catastrophic Leave Bank Transfer Authorization form.
2. Donation of Catastrophic Leave hours fare made on a voluntary basis.
3. All donated time must be in increments of one hour or more.
4. Donation of leave hours, once used, are irrevocable and become part of the receiving employee’s leave bank.
5. Employees with less than 40 hours of sick leave may not donate sick leave hours. This provision may be waived by the City Manager if a donating employee has given notice of terminating employment with the City and there is a current qualified Catastrophic Leave Bank recipient.
Confidentiality
To protect the confidentiality of the program, the names of individuals who donate will not be released.
The exact amount of hours donated will be provided to the receiving employee upon request for the purpose of computing the length of time to be covered by the catastrophic leave bank.
24 Executive and Management Employees Resolution_2025-XX 24 Attachment C
TORRANCE POLICE DEPARTMENT
ENHANCED RECRUITMENT AND RETENTION INCENTIVE PROGRAM
(Executive and Management Employees)
Effective September 8, 2024
1. The Torrance Police Department Enhanced Recruitment and Retention Pilot Program (“Pilot Program”) will remain in effect until terminated by the City Manager and is subject to the limits of the City budget and approved staffing levels.
2. The City Manager may elect to terminate any portion of this “Pilot Program” providing it is not warranted or needed.
3. Paid active status in regard to this “Pilot Program” is defined as receiving payment for hours during which an employee is eligible to receive pay with the exception of hours paid running time.
4. Employees will need to remain on a paid, active status in the Torrance Police Department (“Department”) to be eligible for incremental payments as outlined in the “Retention Bonus – Professional Staff”
5. Retention incentives, will be issued over the duration of the commitment as long as the employee remains on a paid, active status in the “Department.”
6. “Pilot Program” Retention Bonus payments shall not be considered pensionable earnings/compensation.
7. “Retention Bonus – Professional Staff” Incentive is as follows:
a. Eligibility: Police Department employees in the following classifications are eligible:
Administrative Services Manager
Police Services Administrator
IT Manager- Public Safety
b. Incentive Amount: $7,500 annual bonus
c. Work Flexibility: Current employees may be eligible to work from home 2 days per week if approved by a supervisor (non-patrol/essential functions) d. Payment Structure:
i. First payment upon initiation of program
ii. Annual payments occur on anniversary of program start date capped at 5 total payments
25 MEMORANDUM OF UNDERSTANDING
TORRANCE POLICE OFFICERS ASSOCIATION
(TPOA)
AMENDMENT #1
A MEMORANDUM OF UNDERSTANDING SETTING FORTH THE HOURS, WAGES AND
WORKING CONDITIONS FOR EMPLOYEES REPRESENTED BY THE TORRANCE
POLICE OFFICERS ASSOCIATION (TPOA)
An Agreement of the undersigned representatives of the Torrance Police Officers Association (TPOA) and the representatives of the City of Torrance (City) that:
The attached Resolution is recommended to the City Council for adoption in its entirety. It extends the terms and conditions covering wages, hours, and working conditions originally set forth in Resolution 2024-08, the Memorandum of Understanding (MOU) between the City and TPOA.
This extension shall apply to the period beginning July 13, 2025 through December 31, 2026. The extension is the result of mutual agreement between the undersigned parties and continues the provisions of the existing MOU unless otherwise amended in the attached Resolution.
The parties affirm that this extension reflects their shared commitment to maintaining a productive working relationship and providing consistent, equitable employment terms for represented employees.
Signed this 8th day July 2025.
Management TPOA
/s/ Robert Dunn /s/ Marc Sandoval
_____________________________ ______________________________
/s/ Jamie Le
_____________________________ ______________________________
26 ATTACHMENT 2
RESOLUTION NO. 2025-___
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TORRANCE, CALIFORNIA, AMENDING RESOLUTION NO. 2024-08 SETTING FORTH HOURS, WAGES, AND WORKING
CONDITIONS FOR TORRANCE POLICE OFFICERS ASSOCIATION (TPOA)
2025 - 2026
AMENDMENT #1
SECTION I
The City Council of the City of Torrance does hereby resolve as follows effective July 13, 2025:
Section 2.1 titled “Pay Ranges and Class Titles” of Article 2 titled “Wage Provisions” is amended to add Subsection D in its entirety as follows:
“D. Effective July 13, 2025
Classification Step Hourly Rate Biweekly Rate Monthly Rate Annual Rate Police Officer 1 47.48 3,798.40 8,229.87 98,758.40 Police Officer 2 49.85 3,988.00 8,640.67 103,688.00 Police Officer 3 52.34 4,187.20 9,072.27 108,867.20 Police Officer 4 55.61 4,448.80 9,639.07 115,668.80 Police Officer 5 57.00 4,560.00 9,880.00 118,560.00 Police Officer 6 58.43 4,674.40 10,127.87 121,534.40 Police Officer 7 59.89 4,791.20 10,380.93 124,571.20 Police Officer 8 61.39 4,911.20 10,640.93 127,691.20 Police Officer 9 62.92 5,033.60 10,906.13 130,873.60 Police Officer 10 64.49 5,159.20 11,178.27 134,139.20
Classification Step Hourly Rate Biweekly Rate Monthly Rate Annual Rate Police Sergeant 1 69.33 5,546.40 12,017.20 144,206.40 Police Sergeant 2 71.06 5,684.80 12,317.07 147,804.80 Police Sergeant 3 72.84 5,827.20 12,625.60 151,507.20 Police Sergeant 4 74.66 5,972.80 12,941.07 155,292.80 Police Sergeant 5 76.90 6,152.00 13,329.33 159,952.00 Police Sergeant 6 79.21 6,336.80 13,729.73 164,756.80
Subsection D titled “Rate of Pay on Promotion” of Section 2.2 titled “Base Pay Range” of Article 2 titled “Wage Provisions” is amended in its entirety as follows:
“D Rate of Pay on Promotion:
Whenever an employee covered by this agreement is promoted, the employee shall be placed at the lowest step of the position promoted into, which will result in either:
1) The employee receiving a pay increase of 5% (including base pay, any assigned premiums as a Police Officer, education incentive pay, and 25-year premium), or; 2) The employee receiving a pay increase has their base pay set appropriately to ensure a 5% total pay differential from any potential subordinate's total pay rate, whichever is higher. a. For the purposes of the above calculation (Section 2.2.D.2), a supervisor and subordinate's total pay rate shall include only base pay and any premium assigned in Section 3.1.B and Section 4.1, the calculation shall not include premiums included in Section 4.2 (Education Incentive) and Section
4.3 (Bilingual pay).”
27 Section 3.2 titled “Compensation of Supervisors” is deleted in its entirety and amended to read as follows:
“SECTION 3.2 COMPENSATION FOR SUPERVISORS
All Police Sergeants covered by this Agreement shall have their base pay set appropriately to ensure a 5% total pay differential from any potential subordinate's total pay rate. For the purposes of this calculation, a supervisor and subordinate's total pay rate shall include only base pay and any premium assigned in Section 3.1.B and Section 4.1.
Further, the calculation shall not include premiums included in Section 4.2 (Education Incentive) and Section 4.3 (Bilingual pay).”
Section 4.1 titled “Assignments – Descriptions and Details of Premiums” is deleted in its entirety and amended to read as follows:
“SECTION 4.1 ASSIGNMENTS - DESCRIPTION AND DETAILS OF PREMIUMS
Premiums requiring licenses/certificates will be assigned on the following pay period after it was earned. Below is a summary of the premiums, with detailed explanations following this table:
Assignment Compensation
DUI Enforcement 3.5% of base pay
K-9 3.5% of base pay
Motorcycle Patrol Premium 10% of base pay
Field Training Officer 7% of base pay
Investigative Assignment 5% of base pay
Community Relations Officer 5% of base pay
Range Master 5% of base pay
POST Certified Commercial Enforcement 3.5% of base pay
Communication Officer in Charge 5% of base pay
Master Field Training Officer 15% of base pay
Public Safety Dispatch Training Officer 5% of base pay (timecard; per hour worked)
Police Sergeants' Supervisory Incentive Pay 3% of base pay (effective upon July 13, 2025)
Gang Detail 5% of base pay
Torrance Mental Evaluation Team (TMET) 5% of base pay
Technology Officer 5% of base pay
A) K-9 Officers shall receive:
1) Employees in the classification of Police Officer shall receive a premium of 3.5% of base pay per month prorated on an hourly basis while so assigned.
2) Per deployment period, four hours overtime, at the rate of 1½ times the employee’s regular hourly rate, for routine care and maintenance of the assigned K-9.
3) Three hours per week of one-on-one obedience training in conjunction with scheduled weekly K-9 training day, subject to immediate response upon Watch Commander call.
B) Motorcycle Patrol Premium
Employees in the classification of Police Officer or Police Sergeant who is routinely and consistently assigned to a 2-wheel motorcycle patrol duty shall receive a premium of 10% of base pay while so assigned.
28 C) Field Training Officer (FTO) Assignment
1) Qualifications:
a) Three years as a Torrance Police Officer or two years’ experience as a Torrance Police Officer and one year of patrol experience at a prior police agency.
b) Be selected by Standing Patrol Committee and approved by the Commander of the Patrol Bureau.
c) Former (per POST) FTO - Should the existing list be exhausted and there is an immediate need to add an FTO to the Committee, the Standing Patrol Committee, subject to the approval of the Patrol Bureau Commander, may select a qualified officer to temporarily fill the position. Concurrently, a test to establish a new list will be scheduled. The new list will be promulgated within 45 days of the temporary appointment. Until such time that a test is given, the temporary FTO shall receive FTO compensation. Upon promulgation of a new list, the temporary FTO(s) shall be removed and a replacement selected from the list.
2) Additional Duties of Field Training Officer:
a) Training of probationary Police Officers.
b) Active participation on the Patrol Committee.
3) Maintaining Status:
FTOs will receive the additional FTO pay only while assigned to either of the duty assignments indicated.
a) Employees in the classification of Police Officer who have prior FTO experience or who have already attended the approved FTO school may, with the concurrence of the Standing Patrol Committee and the Patrol Bureau Commander, be added to the end of the existing list, without having to take or retake the current FTO test.
Officers selected in this manner must take and pass the next test to remain a member of the Standing Patrol Committee.
D) 15% Master Field Training Officer (FTO) Pay Incentive Premium
1) Employees in the classification of Police Officer who have completed three (3) previous premium assignments shall be eligible to become a Master FTO.
2) Premium assignments must be completed at Torrance Police Department. 3) Assignments from former agencies will not count toward the Master FTO premium. 4) Master FTO Premium designated to a maximum of 6 officers at any given time. a) Number of Master FTOs may be increased at the recommendation of the Police Chief with approval from the City Manager.
5) Employees who have worked the three (3) required assignments and/or who have at least five (5) years of FTO experience are eligible for the Master FTO position.
E) Investigator Premium Pay Assignment
1) Must be an investigative position working in the Special Operations Bureau, Community Affairs Division as a Community Lead Officer, Personnel Division as a Background Investigator or Patrol Division as a TMET Investigator.
2) Must be a Police Officer.
F) Communications Officer in Charge
An employee in the classification of Police Officer assigned as the Communication Officer in Charge is responsible to oversee, manage, and assist Police Officers and Public Safety Dispatchers in the performance of their duties and shall receive a premium of 5% of base pay while so assigned. Responsibilities may include providing supervision of the Communication Division’s daily 29 operations, triage calls for service, determination on the deployment of police resources, and offer specific sworn-officer expertise to critical police calls for service
G) Range Master Premium
Employees in the classification of Police Officer who are routinely and consistently assigned to supervise the target range facilities, and all related activities shall receive 5% while so assigned.
H) Sergeants' Supervisory Incentive Pay
All Sergeants who supervise staff in an official police capacity shall qualify for 3% Incentive Pay
I) Technology Officer
Employees in the classification of Police Officer assigned this premium are responsible for supporting technology advancements in the department including body-worn cameras, MDCs, Automatic License Plate Readers, and other related items, which requires specialized knowledge to maintain and upgrade these various technologies. The Technology Officer is also responsible for creating debriefing videos for the department.
J) POST Certified Commercial Enforcement
Employees in the classification of Police Officer who complete POST Commercial Enforcement Certification to ensure compliance with laws and regulations governing commercial vehicles and their operators including conducting inspections, enforcing weight and size restrictions, investigating complaints, inspecting hazardous materials transport, monitoring driver and vehicle safety, and assisting with traffic control shall receive 3.5% while so assigned.
K) DUI Enforcement
Employees in the classification of Police Officer who are routinely and consistently assigned to enforce laws related to Driving Under the Influence (DUI) of alcohol or drugs shall receive 3.5% while so assigned.
Subsection “b” of subsection “2” of subsection G titled “Retiree Stipend” of section 6.3 titled “Retirement” of Article 6 titled “Benefits” is deleted in its entirety and amended to read as follows:
“b) The City will contribute annually the 2.5% cost factor for retiree health. Effective July 1, 2025 the City will contribute 3% in addition to the amounts provided in sections 1(b) and 2(a) above. The annual amount payable will increase by the same base pay percentage increase for unit employees. For the term of this contract, the annual amount payable is:
July 1, 2024: $1,120,381
July 1, 2025: $1,511,262
July 1, 2026: $1,511,262
This annual contribution will be divided equally by TPOA among qualified retirees (not surviving spouses with one exception per Note 1 below) receiving the quarterly stipend in July of each year and paid as an annual payment by TPOA with the July quarterly payment. This annual payment will be made by TPOA in the same manner the quarterly stipend payments are made.
Qualified retirees are defined to be retirees with 20 years of service as a sworn safety officer with the City of Torrance and who has reached age 50 in the 12 months prior to July 1 distribution until he or she passes away in the 12 months prior to July 1 distribution.
The additional .5% added to the Stipend in 2009 (which is funded by current employees giving up a .5% salary increase) is intended to cover the cost of making the benefit a lifetime benefit and to expand the pool of eligible retirees in the future. Accordingly, retirees who retire after February 24, 2009, with 15 years of service as a sworn safety officer with the City of Torrance and who has 30 reached age 50 in the 12 months prior to July 1 distribution shall receive 75% of what the retirees that have 20 years of service receive, until he or she passes away in the 12 months prior to July 1 distribution.
Note 1: In the event of the death of the qualified retiree within the 12 months prior to July 1 distribution, the surviving spouse shall receive the July 1 distribution for that year.”
EXHIBIT 5 titled “Career Development Policy” is added in its entirety to read as follows:
“CAREER DEVELOPMENT POLICY
Both the City and TPOA confirm their mutual agreement on the content and intent of the Career Development Policy and collaboration components outlined below. The Career Development Policy shall be implemented upon confirmation that the assignment "stacking" premiums are acceptable to PERS.
1. Incentives and Premiums
Premiums shall be applied to base pay.
a. Effective July 13, 2025
i. 15% Master Field Training Officer (FTO) Pay Incentive Premium
1. Any officer who has completed three (3) previous premium assignments shall be eligible to become a Master FTO.
2. Premium assignments must be completed at Torrance Police Department. a. Assignments from former agencies will not count toward the Master FTO premium.
3. FTO Premium designated to a maximum of 6 officers at any given time. a. Number of Master FTOs may be increased at the recommendation of the Police Chief with approval from the City Manager.
4. Officers who have worked the three (3) required assignments and/or who have at least five (5) years of FTO experience are eligible for the Master FTO position. ii. Supervisory Incentive - 3% premium
iii. 9% Special Assignment Pay Incentive ("stacking"), subject to PERS approval.
1. Implementation shall be contingent upon two conditions a. Confirmation that the assignment “stacking” premiums are accepted by PERS as pensionable compensation; and
b. Mutual agreement by the TPOA, the City, and the department on the specific framework language governing the policy’s inception and implementation.
2. Employees who successfully complete a designated rotational assignment shall be eligible to receive a premium of up to nine percent (9%) of their base salary.
3. If the employee is in an assignment that provides a premium greater than 9%, the employee shall receive the higher assignment-based premium for the duration of that assignment.
4. Upon transfer out of the higher-premium assignment the employee shall revert to receiving the up-to-9% post-rotational premium, provided all other eligibility criteria are met.
5. Premium eligibility and amounts are subject to applicable organizational policies and CalPERS approval.
6. The following assignments will be added to eligible special pays:
a. DUI
b. Commercial Enforcement”
31 EXHIBIT 6 titled “Quarterly Roundtable Meetings” is added in entirety to read as follows:
“QUARTERLY ROUNDTABLE MEETINGS
1. PURPOSE
The purpose is to formally establish a standing commitment by Management and TPOA to engage in regular dialogue and cooperative engagement through Quarterly Roundtable Meetings.
2. MEETING PARTICIPANTS
The following individuals or their designees shall participate in the Quarterly Roundtable Meetings:
TPOA Leadership
Chief of Police
City Manager
3. MEETING FREQUENCY
The Parties agree to hold one meeting per calendar quarter, with dates mutually determined in advance.
4. MEETING OBJECTIVES
The focus of each meeting will include, but is not limited to:
Operational collaboration and strategy
Updates on Department of Justice (DOJ) compliance initiatives Personnel development, career growth, and training opportunities Enhancing internal communication and transparency between leadership and membership”
SECTION II SEVERABILITY
If any section, subsection, sentence, clause, or phrase of this resolution is for any reason held to be invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of the resolution. The City Council hereby declares that it would have passed this resolution and each section, subsection, sentence, clause, or phrase thereof, irrespective of the fact that any one or more sections, subsections, sentences, clauses, or phrases be declared invalid or unconstitutional.
INTRODUCED, APPROVED AND ADOPTED this 8th day of July, 2025
Mayor George K. Chen
APPROVED AS TO FORM:
PATRICK Q. SULLIVAN, City Attorney
By
Tatia Y. Strader
Assistant City Attorney
ATTEST:
Rebecca Poirier, MMC, City Clerk
32 MEMORANDUM OF UNDERSTANDING
TORRANCE POLICE COMMANDERS ASSOCIATION
(TPCA)
AMENDMENT #1
A MEMORANDUM OF UNDERSTANDING SETTING FORTH THE HOURS, WAGES AND
WORKING CONDITIONS FOR EMPLOYEES REPRESENTED BY THE TORRANCE
POLICE COMMANDERS ASSOCIATION (TPCA)
An Agreement of the undersigned representatives of the Torrance Police Commanders Association (TPCA) and the representatives of the City of Torrance (City) that:
The attached Resolution is recommended to the City Council for adoption in its entirety. It extends the terms and conditions covering wages, hours, and working conditions originally set forth in Resolution 2024-08, the Memorandum of Understanding (MOU) between the City and TPCA.
This extension shall apply to the period beginning July 13, 2025 through December 31, 2026. The extension is the result of mutual agreement between the undersigned parties and continues the provisions of the existing MOU unless otherwise amended in the attached Resolution.
The parties affirm that this extension reflects their shared commitment to maintaining a productive working relationship and providing consistent, equitable employment terms for represented employees.
Signed this 8th day July 2025.
Management TPCA
/s/ Robert Dunn /s/ Daniel Moreno
_____________________________ ______________________________ /s/ Jamie Le /s/
_____________________________ ______________________________ 33 ATTACHMENT 3
RESOLUTION NO. 2025-___
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TORRANCE, CALIFORNIA, AMENDING RESOLUTION NO. 2024-86 SETTING FORTH HOURS, WAGES, AND WORKING
CONDITIONS FOR TORRANCE POLICE COMMANDERS ASSOCIATION (TPCA) 2025 - 2026
AMENDMENT #1
SECTION I
The City Council of the City of Torrance does hereby resolve as follows effective July 13, 2025:
Section 2.1 titled “Pay Ranges and Class Titles” of Article 2 titled “Wage Provisions” is amended to add Subsection D in its entirety as follows:
“D. Effective July 13, 2025
Employees in the classification of Police Lieutenant before July 22, 2019:
Classification Step Hourly Rate Biweekly Rate Monthly Rate Annual Rate Police Lieutenant 1 98.56 7,884.80 17,083.73 205,004.80 Employees in the classification of Police Lieutenant on or after July 22, 2019:
Classification Step Hourly Rate Biweekly Rate Monthly Rate Annual Rate Police Lieutenant 1 94.76 7,580.80 16,425.07 197,100.80
SECTION II SEVERABILITY
If any section, subsection, sentence, clause, or phrase of this resolution is for any reason held to be invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of the resolution. The City Council hereby declares that it would have passed this resolution and each section, subsection, sentence, clause, or phrase thereof, irrespective of the fact that any one or more sections, subsections, sentences, clauses, or phrases be declared invalid or unconstitutional.
INTRODUCED, APPROVED AND ADOPTED this 8th day of July, 2025 Mayor George K. Chen
APPROVED AS TO FORM:
PATRICK Q. SULLIVAN, City Attorney
By
Tatia Y. Strader
Assistant City Attorney
ATTEST:
Rebecca Poirier, MMC, City Clerk
”
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