8K
Date: February 24, 2026
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 8K
DISCUSSION
Please find the following materials which were not readily available at the time of agenda posting:
1. Resolution - Certain Part-Time Hourly Employees
2. Resolution - Executive and Management Employees
3. Resolution - Elected Officials
4. Amendment to Resolution No. 2024-69 - Certain Full-Time and Salaried Employees
ATTACHMENTS
1. Resolution - Certain Part-Time Hourly Employees
2. Resolution - Executive and Management Employees
3. Resolution - Elected Officials
4. Amendment to Resolution No. 2024-69 - Certain Full-Time and Salaried Employees 1 Material Available for Agenda Item 8K
Amendment #2 to Resolution No. 2024-69 - Certain Full-Time and Salaried Employees
REVISED
1 Certain Part Time Hourly Employees Resolution 1
RESOLUTION NO. 2026-__
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TORRANCE SETTING
FORTH THE HOURS, WAGES AND WORKING CONDITIONS FOR THE CERTAIN PART-TIME HOURLY EMPLOYEES BEGINNING FEBRUARY 24, 2026 AND REPEALING RESOLUTION NO. 2025-03.
The City Council of the City of Torrance does hereby resolve as follows:
SECTION I
That Resolution No. 2025-03 and all previous Resolutions are hereby repealed in their entirety.
SECTION II
This Resolution provides compensation procedures for employees who are in job titles not currently represented by a designated employee organization and is hereby approved in its entirety to read as follows:
CERTAIN PART-TIME HOURLY EMPLOYEES
ARTICLE 1- COMPENSATION
SECTION 1.1 PAY RANGES AND CLASS TITLES
A. The pay ranges described below are hereby assigned to the position titles of the following Certain Part-Time Hourly Employees.
Effective January 1, 2025
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Box Office Attendant Hourly $16.50
Cable TV Announcer Hourly $17.52 $18.40 $19.32 $20.29 $21.30 $22.37 $23.48 Cable Tv Assistant Writer Hourly $21.27 $22.36 $23.44 $24.64 $25.88 Cable Tv Production Assistant Hourly $17.24 $18.11 $19.01 $19.96 $20.96 $22.01 $23.11 Facility Operations Attendant Hourly $16.50
Facility Operatns Attend, Sr Hourly $16.50 $17.11 $18.00 $18.91 $19.80 $20.82 Fire Cadet Hourly $16.50 $16.58 $17.36 $18.26
Intern I Hourly $16.50 $16.50 $17.69
Intern II Hourly $18.55 $19.49 $20.46 $21.51 $22.56
Management Assistant Hourly $22.14 $23.24 $24.41 $25.64 Police Cadet Hourly $16.50 $16.58 $17.36 $18.26
Senior Box Office Attendant Hourly $18.30 $19.19 $20.20 Stage Manager Hourly $22.61 $23.75 $24.92
Theater Technician Hourly $17.80 $18.70 $19.66
ATTACHMENT 1
2 Certain Part Time Hourly Employees Resolution 2
Effective January 12, 2025
_______________________________
Steps highlighted in grey are considered extended steps. See Section 2.5 for further details.
Effective June 1, 2025
_______________________________
Steps highlighted in grey are considered extended steps. See Section 2.5 for further details.
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Box Office Attendant Hourly $18.40
Cable TV Announcer Hourly $18.23 $19.15 $20.11 $21.12 $22.18 $23.29 $24.46 Cable Tv Assistant Writer Hourly $22.13 $23.24 $24.41 $25.64 $26.93 Cable Tv Production Assistant Hourly $17.93 $18.83 $19.78 $20.77 $21.81 $22.91 $24.06 Facility Operations Attendant Hourly $18.56
Facility Operatns Attend, Sr Hourly $18.91 $19.86 $20.86 $21.91 $23.01 $24.17 Fire Cadet Hourly $16.64 $17.48 $18.36 $19.28
Intern I Hourly $16.64 $17.48 $18.36
Intern II Hourly $19.30 $20.27 $21.29 $22.36 $23.48
Management Assistant Hourly $23.03 $24.19 $25.40 $26.67 Police Cadet Hourly $16.38 $17.20 $18.06 $18.97
Senior Box Office Attendant Hourly $20.87 $21.92 $23.02 Stage Manager Hourly $23.52 $24.70 $25.94
Theater Technician I/II Hourly $20.46 $21.49 $22.57 $23.70 $24.89 $26.14 Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Box Office Attendant Hourly $19.14
Cable TV Announcer Hourly $18.96 $19.91 $20.91 $21.96 $23.06 $24.22 $25.44 Cable Tv Assistant Writer Hourly $23.02 $24.18 $25.39 $26.66 $28.00 Cable Tv Production Assistant Hourly $18.65 $19.59 $20.57 $21.60 $22.68 $23.82 $25.02 Facility Operations Attendant Hourly $19.31
Facility Operatns Attend, Sr Hourly $19.67 $20.66 $21.70 $22.79 $23.93 $25.13 Fire Cadet Hourly $17.31 $18.18 $19.09 $20.05
Intern I Hourly $17.31 $18.18 $19.09
Intern II Hourly $20.08 $21.09 $22.15 $23.26 $24.43
Management Assistant Hourly $23.96 $25.16 $26.42 $27.75 Police Cadet Hourly $17.04 $17.90 $18.80 $19.74
Senior Box Office Attendant Hourly $21.71 $22.80 $23.94 Stage Manager Hourly $24.47 $25.70 $26.99
Theater Technician I/II Hourly $21.28 $22.35 $23.47 $24.65 $25.89 $27.19 3 Certain Part Time Hourly Employees Resolution 3
Effective February 22, 2026
The following outlines the crosswalk required to implement the salary grids effective the above date:
Production Assistant I: Employees on steps 1* through 4* of Cable TV Production Asst, will be placed on step 1.
Employees on step 5* of Cable TV Production Asst will be placed on step 2. Employees on step 6* of Cable TV Production Asst will be placed on step 3. Employees on step 7* of Cable TV Production Asst will be placed on step 4. * Indicates that the step number is referring to the salary grid prior to February 22, 2026.
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Box Office Attendant Hourly $19.14
Facility Operations Attendant Hourly $19.31
Facility Operatns Attend, Sr Hourly $19.67 $20.66 $21.70 $22.79 $23.93 $25.13 Fire Cadet Hourly $17.31 $18.18 $19.09 $20.05
Intern I Hourly $17.31 $18.18 $19.09
Intern II Hourly $20.08 $21.09 $22.15 $23.26 $24.43
Management Assistant Hourly $23.96 $25.16 $26.42 $27.75 Police Cadet Hourly $17.04 $17.90 $18.80 $19.74
Production Assistant I Hourly $21.60 $22.68 $23.82 $25.02 Senior Box Office Attendant Hourly $21.71 $22.80 $23.94 Stage Manager Hourly $24.47 $25.70 $26.99
Theater Technician I/II Hourly $21.28 $22.35 $23.47 $24.65 $25.89 $27.19 _______________________________
Steps highlighted in grey are considered extended steps. See Section 2.5 for further details. 4 Certain Part Time Hourly Employees Resolution 3
5 Certain Part Time Hourly Employees Resolution 4
Effective July 12, 2026
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Box Office Attendant Hourly $19.91
Facility Operations Attendant Hourly $20.09
Facility Operatns Attend, Sr Hourly $20.46 $21.49 $22.57 $23.70 $24.89 $26.14 Fire Cadet Hourly $18.01 $18.92 $19.87 $20.87
Intern I Hourly $18.01 $18.92 $19.87
Intern II Hourly $20.89 $21.94 $23.04 $24.20 $25.41
Management Assistant Hourly $24.92 $26.17 $27.48 $28.86 Police Cadet Hourly $17.73 $18.62 $19.56 $20.54
Production Assistant I Hourly $22.46 $23.59 $24.77 $26.01 Senior Box Office Attendant Hourly $22.58 $23.71 $24.90 Stage Manager Hourly $25.45 $26.73 $28.07
Theater Technician I/II Hourly $22.14 $23.25 $24.42 $25.65 $26.94 $28.29 _______________________________
Steps highlighted in grey are considered extended steps. See Section 2.5 for further details.
Effective July 11, 2027
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Box Office Attendant Hourly $20.71
Facility Operations Attendant Hourly $20.90
Facility Operatns Attend, Sr Hourly $21.28 $22.35 $23.47 $24.65 $25.89 $27.19 Fire Cadet Hourly $18.74 $19.68 $20.67 $21.71
Intern I Hourly $18.74 $19.68 $20.67
Intern II Hourly $21.73 $22.82 $23.97 $25.17 $26.43
Management Assistant Hourly $25.92 $27.22 $28.59 $30.02 Police Cadet Hourly $18.44 $19.37 $20.34 $21.36
Production Assistant I Hourly $23.37 $24.54 $25.77 $27.06 Senior Box Office Attendant Hourly $23.49 $24.67 $25.91 Stage Manager Hourly $26.47 $27.80 $29.19
Theater Technician I/II Hourly $23.03 $24.19 $25.40 $26.67 $28.01 $29.42 _______________________________
Steps highlighted in grey are considered extended steps. See Section 2.5 for further details.
ARTICLE 2 - COMPENSATION PROVISIONS
SECTION 2.1 BASE PAY RANGE
A. Starting Pay Rates
Original appointment to a position shall normally be made at the first step. Upon recommendation of the Department Head, and approval by the City Manager, initial compensation may be at a higher step within the range for the class.
B. Step Advancement
Base pay step advancement within a pay range shall normally be on the first day of the nearest pay period to the anniversary of each year of service, to the maximum step of the base pay range. 6 Certain Part Time Hourly Employees Resolution 5
Step advancement shall be subject to a recommendation of the Department Head and concurrence of the City Manager based on satisfactory performance and may be accelerated where outstanding performance may justify.
SECTION 2.2 METHODS OF COMPENSATION
Compensation shall be earned on an hourly basis and shall be paid on a bi-weekly basis.
SECTION 2.3 REQUIREMENTS AS TO CONTINUITY OF SERVICE
A. Service requirements for advancement within the pay range shall be based on continuous and total service as an employee.
B. All unauthorized absences shall be grounds for disciplinary action except where it can be shown that the employee could not respond due to a bona fide emergency (the employee shall still be docked for any time not worked). Any unauthorized leave in excess of three (3) consecutive work days shall be grounds for discharge.
SECTION 2.4 RATE OF PAY ON PROMOTION
Whenever an employee covered by this Resolution is promoted, the employee shall receive the rate of compensation of the first step of the salary range for the new position or the lowest step in the range that provides an increase of 5%, whichever is the higher, within the specified base pay range for the class.
SECTION 2.5 EXTENDED STEPS
Pay steps in Section 1.1 marked as Extended Steps shall be implemented as outlined below:
Theater Technician: Progression to steps 4, 5, and 6 is achieved based on employees demonstrating the competencies outlined in the class specification. Upon recommendation of the Department Head demonstrating need for the Department combined with a performance evaluation of Meets or Exceeds Expectations in the most recent evaluation cycle, and concurrence of the City Manager or designee, an employee may be advanced into the extended steps. A recommendation for step advancement must be completed annually by the Department Head to confirm a Meets or Exceeds Expectations evaluation rating is maintained. In the event an employee is promoting into the position of Theater Technician, initial step placement shall address Section 2.4 on Rate of Pay Upon Promotion first if the employee has a Meets of Exceeds Expectations in the most recent evaluation cycle, with subsequent step advancement conforming to the requirements of this section.
ARTICLE 3 - WAGE SUPPLEMENTAL BENEFITS
SECTION 3.1 RETIREMENT
A. Public Employees’ Retirement System (PERS)
Employees in the following job titles shall be covered by PERS. The benefits of that plan are covered by the current contract between the City of Torrance and PERS: Stage Manager, Theater Technician, Facility Operations Attendant, and Senior Facility Operations Attendant.
B. Commencing November 1, 1992, the City shall pay 7% of the employee's 7% contribution to PERS on behalf of the employee.. 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 employee.
7 Certain Part Time Hourly Employees Resolution 6
C. Employees hired on or after such date shall be covered by the highest three (3) years PERS retirement option. In addition to PERS, employees in the titles listed above shall be covered by Social Security.
D. The seven percent (7%) paid by the City shall be considered as employer-paid member contributions (EMPC) and the same percent (7%) will be reported to PERS as compensation earnable in accordance with Government Code§ 20636(c)(4) pursuant to Section 20691.
E. Effective August 17, 2010, all new hires who qualify as “classic members” of PERS (employees in the titles listed in 3.1(A)) shall be responsible for the employee’s contribution to PERS, currently 7% of pay.
1. Section 3.1(D) would no longer be applicable.
F. In accordance with the provisions of the 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 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.
Note: The definition of “classic member” or “new member” is established per the California Public Employees Retirement System (CALPERS).
SECTION 3.2 DEFERRED COMPENSATION
Upon hire, employees covered by this Resolution will be automatically enrolled in the City’s mandatory deferred compensation plan at the rate of 7.5% of gross compensation unless the employee qualifies for CalPERS. Upon enrollment in CalPERS, employees will have the ability to enroll in voluntary deductions through the City’s deferred compensation plan.
SECTION 3.3 INDUSTRIAL ACCIDENT
Employees who are injured on the job are subject to State Law with regard to industrial injury benefits.
SECTION 3.4 HOLIDAYS
A. Stage Manager, Theater Technician I/II, Facility Operations Attendant, Sr. Facility Operations Attendant, Box Office Attendant, and Senior Box Office Attendant shall receive holiday pay equaling four (4) hours pay for Christmas Day (December 25), New Year’s Day (January 1) and Martin Luther King Jr.Day.
To be eligible, an employee must work at least 12 hours during the pay period in which Christmas Day, New Year’s Day and Martin Luther King Jr.Day falls.
B. All other employees covered by this resolution receive no holiday pay.
SECTION 3.5 SICK LEAVE
A) New employees shall receive 40 hours of sick leave upon hire. Commencing on the first pay period of each calendar year, employees will receive 40 hours of sick leave. 8 Certain Part Time Hourly Employees Resolution 7
B) After a 90-day employment requirement is satisfied, part-time employees are eligible to use paid sick leave to a maximum of 96 hours per year.
C) Employees may bank up to a maximum of 96 hours of Sick Leave.
D) If an employee separates after 90 days of employment and is rehired within one year from the date of separation, the paid sick leave balance at the time of separation will be reinstated. The employee will not have to re-satisfy the 90-day employment period in order to use the banked sick leave.
E) If an employee separates before 90 days of employment and is rehired within one year, the paid sick leave balance at the time of separation will be reinstated, and the employee will be subject to meeting the 90-day requirement before being able to use the sick leave benefit.
F) Banked sick leave may not be converted or cashed out if unused or upon separation from employment. However, if an employee is promoted to another position the sick leave balance will carry over to the new position.
SECTION 3.6 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 3.7 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 3.8 COMPASSIONATE LEAVE
An employee may utilize Compassionate Leave in compliance with the City’s Policy on Leaves of Absence.
SECTION 3.9 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 3.10 FAMILY-SCHOOL PARTNERSHIP LEAVE
An employee may utilize Family-School Partnership Leave in compliance with the City’s Policy on Leaves of Absence and in accordance with State Law.
SECTION 3.11 UNIFORM PROVISIONS
Where uniforms are required by the Department, such uniforms shall be provided for by the City. A failure to wear the required uniform shall be grounds for disciplinary action.
SECTION 3.12 SHOE ALLOWANCE
Facility Operations Attendants, Sr. Facility Operations Attendants and Theater Technicians I/II may be required to wear safety shoes. A failure to wear the required safety shoes shall be grounds for disciplinary action. After issuing the December 2024 allowance, this benefit is eliminated and the value will be added to the base salary grids in Section 1.1.
9 Certain Part Time Hourly Employees Resolution 8
ARTICLE 4 - SPECIAL COMPENSATION PROVISIONS
SECTION 4.1 OVERTIME COMPENSATION
A. Employees who work in excess of 40 hours per work week shall be paid at the rate of 1½ times the regular hourly rate.
B. Overtime Claims for Compensation
Overtime worked must be reported to the Finance Department’s Payroll Division within 15 calendar days after the end of the pay period in which the services were rendered. Failure to do so waives any claims for compensation for such service by the employee concerned.
SECTION 4.2 MOVE-UP ASSIGNMENT
A. Objective
The objective of this Section is to provide an equitable manner of paying employees for work done and responsibility assumed when that employee is moved up to a higher classification during a temporary absence of another employee.
B. Assignment
1. When an employee is temporarily absent from his job, another employee may be assigned by the Department Head or his designee to do the work of the absent employee.
2. The assigned employee need not possess the minimum qualifications for the positions of the absent employee.
3. An employee with a performance improvement plan and/or a “Below Standard” or “Unsatisfactory” performance evaluation in the preceding 12 months will not be considered.
For purposes of this section, the employee's performance shall be considered standard if they have not received an evaluation for more than a year.
4. The Department Head may permit the position to remain temporarily vacant, if, in his opinion, the public health, welfare, and safety are not jeopardized.
5. An employee may decline a move-up assignment.
C. Duration of Assignment
1. Any employee moved up pursuant to this Section shall remain in the higher class until the incumbent returns to duty, subject to the following conditions:
a. Each such assignment shall not exceed 90 days duration. b. If the work is not performed in a satisfactory manner, the Department Head may remove the employee who has moved up and replace him with another move-up assignment or leave the position unfilled.
D. Priority for Move-Up
10 Certain Part Time Hourly Employees Resolution 9
1. Priority for move-up assignments shall first be given to employees in the same Department and Division regularly employed in a job title whom the Department Head or designee certifies is capable of performing the work of the absent employee.
E. Absence of Move-up Employees
If a moved up employee is absent, another employee may be assigned during such absence, subject to all provisions of this Section.
F. Move-up Pay for Vacant Position
1. An employee moved up pursuant to this Section shall be paid for all days worked in the higher class at a salary rate of the lowest step for such assigned position which will give the employee 5% or more than the current salary of that employee.
2. For the purpose of this Section, four or more consecutive hours shall constitute a day.
SECTION 4.3 SUPERVISORY PAY POLICY
A supervisor shall receive no less than 5% over the base pay of any employee supervised.
SECTION 4.4 EMPLOYEE INSURANCE
A. Cost of Medical Insurance for Active Employees:
In compliance with the provisions of the Affordable Care Act, an employee who works more than thirty (30) hours per week on a regular basis over twelve (12) months will receive City paid one- party health insurance. The City shall pay the applicable monthly PERS minimum 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 January 1, 2025
1 Party
City Contribution $464.34 per month
ARTICLE 5 - WORKING CONDITIONS
SECTION 5.1 HOURS OF WORK
A. Torrance City Hall operates on a 9/80 closed schedule.
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.
C. Employees, not on a modified or 9/80 schedule, shall work 40-hour work week.
SECTION 5.2 LUNCH PERIODS
11 Certain Part Time Hourly Employees Resolution 10
A. Employees who work more than four (4) hours in one day may be entitled to a lunch period not to exceed one (1) hour per regular workday or regular work shift.
1. Such lunch period shall be without pay, as specified under Hours of Work, and may not be accumulated.
2. The amount of time for lunch period and the procedure for taking lunch period shall be determined by Departmental rules and regulations.
ARTICLE 6 - GRIEVANCES
SECTION 6.1 DEFINITION OF A GRIEVANCE
A grievance is a complaint by one or more employees concerning the application or interpretation of ordinances, rules, policies, practices or procedures within the scope of this Resolution affecting employee’s wages, hours and working conditions.
SECTION 6.2 THE GRIEVANCE PROCEDURE
This procedure shall be used to resolve every grievance for which no other methods of solution are provided by law; provided, however, that it shall not include a complaint arising from disciplinary action.
A. First Step: Supervisory Level
The grievance must be presented in writing on forms provided by the City. It is incumbent upon the employee(s) and/or the representative(s) to notify the supervisor when an issue is to be processed in accordance with this grievance procedure. The aggrieved employee(s) and/or a representative shall meet with the employee's immediate supervisor.
The immediate supervisor may ask for a superior to participate.
If a grievance is not resolved by the end of the third full working day, after being received by the immediate supervisor, the employee may within 10 working days appeal in writing to the Department Head on a form provided by the City.
If a grievance is against a Department Head, the employee shall appeal in writing to the City Manager.
B. Second Step: Department Head Level
The aggrieved employee(s) and/or a representative(s) shall meet and consult with the employee's Department Head, or City Manager if grievance is against Department Head.
The Department Head may require the employee's superiors present at such If the grievance is not resolved by the end of the fifth full working day after being received by the Department Head, the employee may within 10 working days appeal in writing to the City Manager.
C. Third Step: City Manager Level
The aggrieved employee(s) and/or a representative(s) shall meet and consult with the City Manager or a designee.
12 Certain Part Time Hourly Employees Resolution 11
The City Manager may require the Department Head to be present at such conference.
D. General Grievance Provisions
ARTICLE 7 – MISCELLANEOUS
All time periods specified in this Section may be extended by mutual consent of the aggrieved employee(s) or his representative(s) and the Management representative involved.
The aggrieved employee(s) and representative(s) shall be allowed reasonable time off to participate in the grievance proceedings without loss of pay for the time so spent. (For the purpose of Workers' Compensation and retirement, any City employee involved shall be considered on duty during any grievance procedure.)
A grievance shall be considered untimely if not presented by the employee within 30 calendar days of the alleged grievance.
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 24th day of February, 2026.
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
13 Executive and Management Employees Resolution 2026 1 RESOLUTION NO. 2026-__
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 FEBRUARY 24, 2026 AND REPEALING RESOLUTION NO. 2025-41.
The City Council of the City of Torrance does hereby resolve as follows:
SECTION II
That Resolution No. 2025-41 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.
ATTACHMENT 2
14 Executive and Management Employees Resolution 2026 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.
15 Executive and Management Employees Resolution 2026 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 appoint the position of Assistant City Attorney, Deputy City Attorney I, Deputy City Attorney II, and Deputy City Attorney III consistent with Torrance City Charter Section 702.
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 16 Executive and Management Employees Resolution 2026 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. 17 Executive and Management Employees Resolution 2026 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.
18 Executive and Management Employees Resolution 2026 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.
C. Executive and Management employees are expected to work the hours necessary to perform their assigned duties, which shall generally equate to no less than eighty (80) hours per pay period.
These positions require a flexible work schedule and may include work outside of regular business hours.
Any time away from work during scheduled work hours requires prior supervisory approval and shall be subject to operational needs.
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 19 Executive and Management Employees Resolution 2026 7 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 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 1 Miscellaneous 20 Executive and Management Employees Resolution 2026 8 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 Communications
Manager Monthly $10,789 $14,300 $16,444 A 3 Miscellaneous Facilities Operations
Manager Monthly $10,789 $14,300 $16,444 B 2 Miscellaneous 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:
21 Executive and Management Employees Resolution 2026 9
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.
ARTICLE 3 - BENEFITS
SECTION 3.1 EMPLOYEE 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
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 22 Executive and Management Employees Resolution 2026 10 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.
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. 23 Executive and Management Employees Resolution 2026 11 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.
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.
24 Executive and Management Employees Resolution 2026 12 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.
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. 25 Executive and Management Employees Resolution 2026 13 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.
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
26 Executive and Management Employees Resolution 2026 14 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:
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 as described in 1.8.C. 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.
27 Executive and Management Employees Resolution 2026 15 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
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.
4. Employees may opt out of the car allowance at the City Manager’s discretion.
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.
28 Executive and Management Employees Resolution 2026 16 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.
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
29 Executive and Management Employees Resolution 2026 17 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.
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.
30 Executive and Management Employees Resolution 2026 18 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.
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.”
31 Executive and Management Employees Resolution 2026 19
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 24th day of February 2026. ___________________________
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
_________________________
32 Executive and Management Employees Resolution 2026 19 33 Executive and Management Employees Resolution 2026 20 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
34 Executive and Management Employees Resolution 2026 21 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;
35 Executive and Management Employees Resolution 2026 22 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.
36 Executive and Management Employees Resolution 2026 22 37 Executive and Management Employees Resolution 2026 23 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). 38 Executive and Management Employees Resolution 2026 24
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. 39 Executive and Management Employees Resolution 2026 25 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
40 Elected Officials 2026 1
RESOLUTION 2026-___
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TORRANCE SETTING
FORTH WAGES, HOURS AND WORKING CONDITIONS FOR ELECTED OFFICIALS BEGINNING FEBRUARY 24, 2026 AND REPEALING RESOLUTION NO. 2025-16 The City Council of the City of Torrance does hereby resolve as follows:
SECTION I
That Resolution No. 2025-16 is hereby repealed in its entirety.
SECTION II
The following personnel wage and expense procedure is adopted for Elected Officials of the City of Torrance to read in its entirety as follows:
Effective January 1, 2026
ARTICLE 1 – ELECTED OFFICIALS COMPENSATION
SECTION 1.1 COMPENSATION
Job Classification Pay Rate Pay Basis
Mayor $2,929.33 Monthly
City Councilmembers $2,929.33 Monthly
City Clerk $15,799 Monthly
The monthly compensation for Mayor and City Councilmembers will be calculated by taking the minimum wage of the State of California and multiplying it by 2,080 hours to get the yearly amount and dividing the yearly amount by 12 to get the monthly compensation. City Councilmembers are not employees, are not hourly workers, and will not be entitled to overtime. The reference to minimum wage is just for the purposes of calculating the monthly compensation in accordance with Section 404 of the City Charter.
ARTICLE 2 - CITY CLERK
SECTION 2.1 PREMIUMS
A. Incumbent in the position of City Clerk will be eligible for either one of the two premiums noted below:
1. A longevity premium in the amount of 10% awarded with the completion of five years as an elected department head and with the commencement of 25 years of service with the City of Torrance. This premium is over and above base pay. Earned PERS service credit in another agency can be credited for up to seven years of the required 25 years of service; -or-
ATTACHMENT 3
41 Elected Officials 2026 2
2. A longevity premium in the amount of 10% for the acquisition of the designation of “Certified California Municipal Clerk” awarded by the International Institute of Municipal Clerks. This designation must be retained in order to receive the premium.
SECTION 2.2 INSURANCE
A. Cost of Medical Insurance:
The City shall pay the applicable monthly PERS minimum employer contribution per incumbent 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 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
incumbents who meet the following requirements will receive a cash-in-lieu payment of $400.00 per month for as long as the incumbent opts-out of medical coverage:
1. The incumbent 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 incumbent opts-out of City-offered coverage (“alternative required coverage”).
2. The proof of coverage must show that the incumbent and all individuals in the incumbent’s expected tax family have (or will have) the required MEC for the plan year. The incumbent must provide reasonable evidence of the MEC for the applicable period by signing and submitting an attestation to the City.
3. The incumbent 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 incumbent 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 incumbent 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.
D. Life Insurance and Accidental Death and Dismemberment Insurance The City shall cover a $100,000 accidental and $200,000 term life insurance policy in accordance with all carrier provisions.
E. Long Term/Short-Term Disability Insurance:
Incumbents 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.
42 Elected Officials 2026 3
b. Eligibility for all provisions of the commercial plan is in accordance with the commercial insurance policy.
c. An incumbent 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 incumbents will receive two-party dental insurance at no cost to the incumbent. This benefit has no cash value if not used. If incumbents want to cover additional family members, additional insurance may be purchased.
G. Vision Insurance
All incumbents will receive one-party vision insurance at no cost to the incumbent. This benefit has no cash value if not used. If incumbents want to cover additional family members, additional insurance may be purchased.
H. Any incumbent 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 incumbent immediately prior to separation of employment. The incumbent 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 incumbents participating in a City-sponsored health insurance program at the time of termination or retirement.
SECTION 2.3 RETIREMENT
A. Incumbents shall be covered by either the appropriate safety or miscellaneous retirement plan provided by the City. The City shall pay the incumbent’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 incumbents. 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.
C. Effective September 21, 2010, all new hires shall be responsible for the incumbent’s contribution to PERS, currently 7% of pay for miscellaneous incumbents or 9% of pay for safety incumbents. Section 3.2(B) would no longer be applicable to incumbents hired after September 21, 2010.
D. Effective January 1, 2013 and in accordance with the provisions of the 2013 Public Incumbents’ Pension Reform Act (PEPRA), incumbents 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. Incumbents 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 Incumbents Retirement System (CALPERS).
43 Elected Officials 2026 4
1. Effective May 26, 2000, the PERS contract shall provide one-year final compensation provisions when calculating retirement benefits for miscellaneous incumbents.
2. 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.
3. 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.
4. 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 2.4 DEFERRED COMPENSATION PLAN
A. Incumbents 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 incumbent 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.
SECTION 2.5 RETIREMENT HEALTH SAVINGS PLAN (RHSP)
A. For retiring or separating incumbents, the following shall apply:
1. 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.
2. 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 incumbent.
B. SICK LEAVE
1. Sick Leave Use
An incumbent 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 44 Elected Officials 2026 5
Federal Law. Such time shall be deducted from the existing sick leave accruals of the incumbent. In addition, incumbents may use sick leave for the following reasons:
2. Retirement Early Notification Incentive Program
An incumbent may use sick leave in accordance with the Retirement Early Notification Incentive Program requirements.
3. Accrual Rate:
Incumbents shall be granted six hours of sick leave per month.
4. Conversion of Sick Leave:
i. An incumbent may select to convert any sick leave granted but unused over three hundred (300) hours into cash or into the 457 deferred compensation plan at the rate of one hour of pay for each hour of unused sick leave. Requests for such payments or deferral to the 457 plan shall be made before the 1st of December each year. Payments shall be made no later than 30 days after date of request.
ii. For those incumbents who do not wish to convert any sick leave, 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.
iii. For incumbents separating or retiring from the City, the provisions outlined in Section 3.3.D shall apply.
iv. In case of death of an incumbent, each hour of accumulated sick leave shall equal one hour of salary to be paid to the incumbent’s designated beneficiary. v. The incumbents are eligible to participate in the Catastrophic Leave Program C. INDUSTRIAL INJURY LEAVE
1. In the event the incumbent sustains an injury or illness out of and occurring in the course of his/her employment with the City, the incumbent shall be entitled to industrial injury leave as follows:
i. Up to three (3) months during the first three (3) years of employment. ii. Up to six (6) months during the fourth (4th) year of employment. iii. Up to eight (8) months after four (4) years of employment for industrial injury. iv. 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.
D. ADMINISTRATIVE LEAVE
Incumbents shall receive eight (8) days of administrative leave per fiscal year. This leave may not be cashed out and cannot be carried forward to a subsequent fiscal year.
E. HOLIDAYS
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
45 Elected Officials 2026 6
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve
Christmas Day
New Year’s Eve
1. 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.
2. A holiday shall be construed as the value of the normal work shift.
F. VACATION
Incumbents shall earn vacation leave as follows:
1. The rate of 9.33 hours per month of continuous and total employment as a regular incumbent.
2. Commencing with the 2 nd year of continuous and total employment as a regular incumbent, at the rate of 10 working hours per month .
3. Commencing with the 5 th year of continuous and total employment as a regular incumbent, 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 incumbent, 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 incumbent, 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 incumbent, at the rate of 18 working hours per month.
7. Eligibility:
Incumbents shall earn vacation only while receiving compensation from or through the City.
8. 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 31st at the rate of one hour of pay for each hour of unused vacation leave
9. Vacation leave is allocated to an incumbent’s bank as earned on an hour by hour basis.
10. At the time of retirement or separation, the provisions of RHSP shall apply.
G. VEHICLE ALLOWANCE
Incumbents receive a car allowance in the amount of $976 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. This car allowance is separate from base pay. 46 Elected Officials 2026 7
H. REIMBURSABLE EXPENSES Effective February 3, 2025
The City shall reimburse up to 1,500 each fiscal year for the following eligible expenses:
1. Employee medical-related purposes such as medical examination and treatment, optical, dental, or prescription drugs; or family counseling for the management employee or dependent.
2. Tuition or training reimbursement.
3. Acquisition of City compatible computer hardware, software or peripheral equipment including cell phone data plans.
a. 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. b. 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
ARTICLE 3 - MAYOR AND CITY COUNCIL
SECTION 3.1 ROUTINE LOCAL EXPENSES
A. Public resources should only be used when there is a substantial benefit to the City, such benefits include:
1. The opportunity to discuss the community's concerns with state and federal officials;
2. Participating in regional, state and national organizations whose activities affect the City;
3. Attending educational seminars designed to improve officials' skill and information levels;
4. Promoting public service and morale by recognizing such service.
B. Each expenditure must comply with the limits and reporting requirements of local, state and federal law, as well as the standards against which those expenditures will be measured to satisfy the requirements of Government Code sections 53232.2 and 53233.3 in the event such requirements' could be constitutionally applied to charter cities.
C. Routine monthly expense reimbursements for the Mayor and City Council shall be in accordance with the City's Routine Monthly Expense Report Policy.
SECTION 3.2 VEHICLE ALLOWANCE
Elected Officials covered by this resolution receive a car allowance in the amount of $976 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. This car allowance is separate from base pay.
SECTION 3.3 CONFERENCE AND OTHER TRAVEL
A. Each expenditure must comply with the limits and reporting requirements of local, state and federal law, as well as the standards against which those expenditures will be measured to satisfy the requirements of Government Code sections 53232.2 and 53233.3 in the event such 47 Elected Officials 2026 8
requirements could be constitutionally applied to charter cities.
B. Routine monthly expense reimbursements for the Mayor and City Council shall be in accordance with the City's Seminar, Conference and Travel Policy.
SECTION 3.4 OTHER MEETINGS EXPENSES
In addition to the amounts set forth in Sections 2.1, 2.2, and 2.3 herein, the Mayor and each member of the City Council shall be reimbursed for actual and necessary expenses while engaged in City business as a result of travel to and attendance at meetings held outside the boundaries of Los Angeles County in an amount not to exceed a sum which shall be determined in each case in advance by the City Council.
SECTION 3.5 OTHER EXPENSES
Notwithstanding the provisions of Sections 2.1, 2.2, 2.3, and 2.4 herein, the Mayor and any member of the City Council may receive reimbursement for any other actual and necessary expenses upon approval of the City Council for good cause shown.
SECTION 3.6 INSURANCE
A. The City shall pay the applicable monthly PERS minimum contribution per elected official for active and retired elected official health insurance. The PERS minimum contribution can only apply toward the health insurance plans. If the elected official does not participate in the City’s insurance plans, the PERS minimum contribution cannot be used for any other purpose.
B. Cost of Medical Insurance
In addition to the PERS minimum contribution, the City shall provide active elected officials with an additional contribution which may be used by the elected official to pay for approved health insurance plan premiums, dental, or vision insurance (“Cafeteria Contribution.”) The aggregate amount of the Cafeteria Contribution and the PERS minimum contribution shall be referred to as the “City Contribution.” The Cafeteria Contribution will be calculated by deducting the applicable PERS minimum contribution from the total City Contribution. The City Contribution cannot be taken in cash and will be made by the City to the extent of the eligible elected official’s election of insurance pursuant to the limitations in this Section 2.6. Elected officials may opt-out of the City- offered benefits.
Effective January 1, 2025, elected officials covered by this resolution are eligible to receive the following City-provided health insurance:
No Coverage 1 Party 2 Party Family
Cafeteria Contribution
$400
(Per Section
2.6.C.)
$678.36 less the
PERS Minimum
Contribution
$1,308.51 less the
PERS Minimum
Contribution
$1,795.34 less the
PERS Minimum
Contribution
C. If the elected official covered by this Resolution opts out of health coverage, they will receive a cash-in-lieu payment of $400.00 per month for as long as they opt-out of medical coverage and meet the following requirements:
48 Elected Officials 2026 9
a. The elected official 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 elected official opts-out of City- offered coverage (“alternative required coverage”).
b. The proof of coverage must show that the elected official and all individuals in the elected official’s expected tax family have (or will have) the required MEC for the plan year. The elected official must provide reasonable evidence of the MEC for the applicable period by signing and submitting an attestation to the City.
c. The elected official must provide such reasonable evidence and attestation of alternative coverage every plan year during open enrollment.
d. The City will not provide the cash-in-lieu payment if it knows or has reason to know that the elected official or tax family member does not have the alternative required coverage.
D. The City shall cover each elected official under a $100,000 accidental and $200,000 universal term life insurance policy.
ARTICLE 4 - EFFECTIVE DATES
SECTION 4.1 PROVISIONS EFFECTIVE
The provisions of this Resolution shall be effective commencing February 24, 2026.
SECTION III
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 it would have passed this Resolution and each section, subsection, sentence, clause and 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 24nd day of February 2026. _________________________
George K. Chen
Mayor of the City of Torrance
ATTEST:
____________________________
Rebecca Poirier, City Clerk
APPROVED AS TO FORM:
PATRICK Q. SULLIVAN
CITY ATTORNEY
By: ________________________
Tatia Y. Strader
Assistant City Attorney
49 ”
RESOLUTION NO. 2026-___
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TORRANCE, CALIFORNIA, AMENDING RESOLUTION NO. 2024-69 SETTING FORTH HOURS, WAGES, AND
WORKING CONDITIONS FOR CERTAIN FULL-TIME AND SALARIED EMPLOYEES EFFECTIVE NOVEMBER 18, 2025
AMENDMENT #2
The City Council of the City of Torrance does hereby resolve as follows:
SECTION I
That Resolution No. 2024-69 is hereby amended as follows:
SECTION II
ARTICLE 1 – COMPENSATION
SECTION 1.1 PAY RANGES AND CLASS TITLES
ADD:
“Effective February 22, 2026
Class Title Pay Basis Step 1 Step 2 Step 3 Step 4
Production Assistant II Hourly $21.60 $22.68 $23.82 $25.02
Effective July 12, 2026
Class Title Pay Basis Step 1 Step 2 Step 3 Step 4
Production Assistant II Hourly $22.46 $23.59 $24.77 $26.01
Effective July 11, 2027
Class Title Pay Basis Step 1 Step 2 Step 3 Step 4
Production Assistant II Hourly $23.37 $24.54 $25.77 $27.06
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 24nd day of February 2026.
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
ATTACHMENT 4
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