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2024-06-18 CC Agenda PacketAGENDA
EL SEGUNDO CITY COUNCIL
REGULAR MEETING
TUESDAY, JUNE 18, 2024
4:00 PM CLOSED SESSION
6:00 PM OPEN SESSION
CITY COUNCIL CHAMBER
350 MAIN STREET, EL SEGUNDO, CA 90245
Drew Boyles, Mayor
Chris Pimentel, Mayor Pro Tern
Carol Pirsztuk, Council Member
Lance Giroux, Council Member
Ryan W. Baldino, Council Member
Tracy Weaver, City Clerk
Matthew Robinson, City Treasurer
Executive Team
Darrell George, City Manager Mark Hensley, City Attorney
Barbara Voss, Deputy City Manager Paul Chung, Chief Financial Officer
Saul Rodriguez, Police Chief George Avery, Fire Chief
Michael Allen, Community Development Dir. Rebecca Redyk, HR Director
Jose Calderon, IT Director Elias Sassoon, Public Works Dir.
Aly Mancini, Recreation, Parks & Library Dir.
MISSION STATEMENT:
"Provide a great place to live, work, and visit."
VISION STATEMENT:
"Be a global innovation leader where big ideas take off
while maintaining our unique small-town character."
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The City Council, with certain statutory exceptions, can only act upon properly posted
and listed agenda items. Any writings or documents given to a majority of City Council
regarding any matter on this agenda that the City received after issuing the agenda
packet are available for public inspection in the City Clerk's Office during normal
business hours. Such documents may also be posted on the City's website at
www.elsegundo.org and additional copies will be available at the City Council meeting.
Unless otherwise noted in the agenda, the public can only comment on City -related
business that is within the jurisdiction of the City Council and/or items listed on the
agenda during the Public Communications portions of the Meeting. Additionally,
members of the public can comment on any Public Hearing item on the agenda during
the Public Hearing portion of such item. The time limit for comments is five (5) minutes
per person.
Those wishing to address the City Council are requested to complete and submit to the
City Clerk a "Speaker Card" located at the Council Chamber entrance. You are not
required to provide personal information in order to speak, except to the extent
necessary for the City Clerk to call upon you, properly record your name in meeting
minutes and to provide contact information for later staff follow-up, if appropriate.
When a Council Member duly requires AB 2449 teleconferencing to attend the City
Council meeting the public will also be able to access the meeting and provide public
comment via Zoom. To access Zoom from a PC, Mac, iPad, iPhone, or Android device,
use URL https://zoom.us/m/ 81951332052 and enter PIN: 903629 or visit www.zoom.us
on device of choice, click on "Join a Meeting" and enter meeting ID: 81951332052 and
PIN: 903629. If joining by phone, dial 1-669-900-9128 and enter meeting ID and PIN. To
reiterate, attending a City Council meeting by Zoom will only be used when AB 2449 is
used.
NOTE: Your phone number is captured by the Zoom software and is subject to the
Public Records Act, dial *67 BEFORE dialing in to remain
anonymous. Members of the public will be placed in a "listen only" mode and your video
feed will not be shared with City Council or members of the public.
REASONABLE ACCOMMODATIONS: In compliance with the Americans with
Disabilities Act and Government Code Section 54953(g), the City Council has
adopted a reasonable accommodation policy to swiftly resolve accommodation
requests. The policy can also be found on the City's website at
https.11www.else_qundo.or_g/_govemmentldepartments/city-clerk. Please contact
the City Clerk's Office at (310) 524-2308 to make an accommodation request or to
obtain a copy of the policy.
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4:00 PM CLOSED SESSION — CALL TO ORDER / ROLL CALL
PUBLIC COMMUNICATION — (RELATED TO CITY BUSINESS ONLY — 5-MINUTE
LIMIT PER PERSON, 30-MINUTE LIMIT TOTAL) Individuals who have received value
of $50 or more to communicate to the City Council on behalf of another, and employees
speaking on behalf of their employer, must so identify themselves prior to addressing
City Council. Failure to do so shall be a misdemeanor and punishable by a fine of $250.
While all comments are welcome, the Brown Act does not allow City Council to take
action on any item not on the agenda. City Council and/or City Manager will respond to
comments after Public Communications is closed.
SPECIAL ORDERS OF BUSINESS
RECESS INTO CLOSED SESSION: City Council may move into a closed session
pursuant to applicable law, including the Brown Act (Government Code Section
§54960, et seq.) for purposes of conferring with City's Real Property Negotiator; and/or
conferring with City Attorney on potential and/or existing litigation; and/or discussing
matters covered under Government Code Section §54957 (Personnel); and/or
conferring with City's Labor Negotiators.
PUBLIC EMPLOYMENT (GOV'T CODE § 54957) -1- MATTER(S)
1. City Manager
Performance Evaluation
CONFERENCE WITH LEGAL COUNSEL — EXISTING LITIGATION (GOV'T CODE
§54956.9(D)(1): -1- MATTER(S)
1. Orr-Ryals v. City of El Segundo, Los Angeles Superior Court Case.
CONFERENCE WITH LEGAL COUNSEL — ANTICIPATED LITIGATION
Threats to Significant exposure/- to litigation pursuant to (Government Code
§54956.9(d)(2) or (d)(3)): -1- matter(s).
1. Government Tort Claim by Keith Puckett
INITIATION OF LITIGATION PURSUANT to (Government Code §54956.9(d)(4)): -2-
matter(s).
CONFERENCE WITH CITY'S LABOR NEGOTIATOR (GOV'T CODE §54957.6): -1-
MATTER(S)
Employee Organizations: City Employee Association (CEA)
Representative: City Manager, Darrell George, and Human Resources
Director, Rebecca Redyk and Alex Volberding
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CONFERENCE WITH REAL PROPERTY NEGOTIATOR (GOV'T CODE §54956.8): -
0- MATTER(S)
Covenant Restrictions and Easements Owned by Chevron, USA Throughout
the City of El Segundo.
City of El Segundo Property Negotiator - Darrell George, City Manager
Chevron, USA Property Negotiator - Todd Littleworth, Senior Counsel
6:00 PM — CONVENE OPEN SESSION — CALL TO ORDER / ROLL CALL
INVOCATION- Father Alexei Smith, St. Andrew Russian Greek Catholic Church
SPECIAL PRESENTATIONS
PUBLIC COMMUNICATIONS — (RELATED TO CITY BUSINESS ONLY — 5 MINUTE
LIMIT PER PERSON, 30 MINUTE LIMIT TOTAL) Individuals who have received value
of $50 or more to communicate to the City Council on behalf of another, and employees
speaking on behalf of their employer, must so identify themselves prior to addressing
the City Council. Failure to do so shall be a misdemeanor and punishable by a fine of
$250. While all comments are welcome, the Brown Act does not allow Council to take
action on any item not on the agenda. The Council will respond to comments after
Public Communications is closed.
CITY MANAGER FOLLOW-UP COMMENTS — (Related to Public Communications)
A. PROCEDURAL MOTIONS
Read All Ordinances and Resolutions on the Agenda by Title Only
Recommendation -
Approval
B. CONSENT
1. City Council Meeting Minutes
Recommendation -
1. Approve regular City Council meeting minutes of June 4, 2024.
2. Alternatively, discuss and take other action related to this item.
2. Warrant Demand Register for May 20, 2024 through June 2, 2024
Recommendation -
Ratify payroll and employee benefit checks; checks released early due to
contracts or agreements; emergency disbursements and/or adjustments;
and, wire transfers.
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2. Approve Warrant Demand Register numbers 22C and 23A: warrant
numbers 3050725 through 3050898, and 9003163 through 9003168.
3. Alternatively, discuss and take other action related to this item.
3. Waiver of Competitive Bidding for Agreement Amendments and Blanket
Purchase Orders for FY 2024-25 in Excess of $50,000 for Various
Departments
Recommendation -
Pursuant to El Segundo Municipal Code § 1-7-9(A), waive competitive bidding
and approve the following for FY 2024-25:
Amendment to Agreement No. 5861 with Riester Pacific, Inc. for the
City's economic development and hospitality and tourism marketing
services for an amount not to exceed $350,000.
2. Amendment to Agreement No. 6904 with Temporary Staffing
Professionals to provide on -call temporary staffing services for use by all
City departments for an amount not to exceed $300,000.
3. Continued purchase of gasoline and diesel fuel for City vehicles and
equipment through the use of spot market purchasing for an amount not
to exceed $254,500.
4. Amendment to Agreement No. 3381 with All Cities Management
Services, Inc. for ongoing services to provide crossing guard services for
the El Segundo School District for an amount not to exceed $180,000.
5. Amendment to Agreement No. 3313 with Hinderliter De Llamas &
Associates to provide professional services related to sales and use tax
for an amount not to exceed $150,000.
6. Amendment to Agreement No. 6467 with Waterline Technologies, Inc. for
the purchase of all pool chemicals needed to maintain the City's
recreational aquatic facilities for an amount not to exceed $150,000.
7. Amendment to Agreement No. 6379 with Willdan Engineering for
professional plan check services for an amount not to exceed $120,000.
8. Amendment to Agreement No. 6423 with Charles Abbot Associates Inc.
to provide solid waste and recycling compliance support services for the
Public Works Department for an amount not to exceed $100,000.
9. Authorize the issuance of a blanket purchase order to Metron Farnier for
the purchase of single jet AMR water meters for the City's water system
for an amount not to exceed $100,000
10. Amendment to Agreement No. 6899 with RCS Investigations &
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Consulting to provide confidential personnel investigations for an amount
not to exceed $100,000.
11. Amendment to Agreement No. 6016 with KNB Consulting, LLC. for
strategic public relations services and support to the Communications
and Economic Development Divisions for an amount not to exceed
$96,000.
12. Amendment to Agreement No. 2772 with Wittman Enterprises, LLC to
provide ambulance transport and fire prevention billing and collection
services, and distribution of City notices of privacy practices for the Fire
Department for an amount not to exceed $85,000.
13. Amendment to Agreement No. 3516 with Tyler Technologies/Eden
Financial Management Systems for annual software licensing,
maintenance, and support for an amount not to exceed $80,000.
14. Amendment to Agreement No. 6010 with Crowdstrike, Inc. to provide
cybersecurity services and software for an amount not to exceed
$71,500.
15. Amendment to Agreement No. 6424 with Marc Cohen for Medical
Director consulting services for the El Segundo Fire Department for an
amount not to exceed $55,500.
16. Authorize the issuance of a blanket purchase order to Baker & Taylor
Information Services for supplying books and other library materials for
an amount not to exceed $53,177.
17. Authorize the City Manager, or designee, to issue purchase orders,
amend agreements, and execute all necessary documents to facilitate
the purchases of goods and services approved in this report.
18. Alternatively, discuss and take other action related to this item.
4. Second Reading of an Ordinance Amending El Segundo Municipal Code
Chapter 1-6 (Personnel Merit System) to Expand List of Positions Exempt
from the Civil Service Svstem
Recommendation -
1. Waive second reading of the proposed Ordinance and its title and adopt
the Ordinance amending El Segundo Municipal Code Chapter 1-6 to
expand the list of positions exempt from the Civil Service System.
2. Alternatively, discuss and take other action related to this item.
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5. Amendments to Agreements with Swoop, Inc. and Lyft, Inc. to Provide
Transportation Services Through Fiscal Year 2024-25
Recommendation -
1. Authorize the City Manager to execute a Second Amendment with
Swoop, Inc. for $139,000 for various shuttle and day trip operations for
FY 2024-25.
2. Authorize the City Manager to execute a Second Amendment with Lyft
for $85,000 for Dial a Ride and Dr. Dial a Ride services for FY 2024-25.
3. Alternatively, discuss and take other action related to these items.
6. Event Permit Fee Waiver El Segundo Firefighters' Association Fun Run
Recommendation -
1. Approve a seventy-five percent (75%) event fee waiver for the El
Segundo Firefighters' Association Fun Run event.
2. Alternatively, discuss and take other action related to this item.
7. Waiver of Bidding for Cooperative Purchase of Five New Police
Deoartment Motorcvcles
Recommendation -
1. Pursuant to El Segundo Municipal Code 1-7-9(C), authorize the
cooperative "piggyback" purchase of five new 2024 BMW R-1250 RT-P
716 motorcycles through a competitively bid City of Sacramento contract
#1322153311006 in an amount not to exceed $167,834.57, including a
$5,000 contingency.
2. Authorize the City Manager, or designee, to execute all necessary
agreements, orders, or other documentation to effectuate the purchase of
the motorcycles.
3. Authorize the City Manager, or designee, to repurpose, sell, or auction
the department's used motorcycle fleet, except for two low -mileage BMW
motorcycles that will be kept for training purposes.
4. Alternatively, discuss and take other action related to this item.
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8. Waiver of City Municipal Code Section 10-1-4(C) to Allow Alcohol for Walk
With Sally's White Light White Night Event
Recommendation -
1. Approve request to waive City Municipal Code section 10-1-4(C) to allow
alcohol on Park Place and Apollo Street during the White Light White
Night event on Saturday, August 10, 2024.
2. Alternatively, discuss and take other action related to this item.
C. PUBLIC HEARINGS
D. STAFF PRESENTATIONS
9. Resolution Amending City's Administrative Code Chapter 1A2
(Management Confidential Series) Relating to Battalion Chief
Classification Salary Increases and Benefit Changes
Recommendation -
1. Adopt a Resolution amending the City's Administrative Code to update
sections for the unrepresented Battalion Chief classification covered
under Chapter 1A2 Management -Confidential series.
2. Alternatively, discuss and take other action related to this item.
10. Resolution to Establish a Workplace Violence Prevention Plan
Recommendation -
1. Adopt a Resolution establishing a Workplace Violence Prevention Plan.
2. Alternatively, discuss and take other action related to this item.
11. 2024 Annual Update to the Citv's FY 2022-26 Strateaic Plan
Recommendation -
1. Adopt the 2024 update to the FY 2022-2026 Strategic Plan.
2. Alternatively, discuss and take other action related to this item.
12. Decrease of City Subsidy for the Residential Solid Waste Collection Fee
by $0.59 per Month Retroactive to May 1, 2024
Recommendation -
1. Reimpose $0.59 to the monthly residential Solid Waste Fee, retroactive
to May 1, 2024, to account for the May 1, 2024 CPI increase.
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2. Alternatively, take other action related to this item.
13. Update on Replacement of the City's Enterprise Resource Planning
Svstem
Recommendation -
1. Receive and file the update and provide direction, as needed.
2. Alternatively, discuss and take other action related to this item.
E. COMMITTEES, COMMISSIONS AND BOARDS PRESENTATIONS
F. REPORTS - CITY CLERK
G. REPORTS - CITY TREASURER
H. REPORTS - COUNCIL MEMBERS
COUNCIL MEMBER BALDINO
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14. Discussion of Travel Policy for Elected Officials
Recommendation -
1. Discuss the City's travel policy for elected officials.
2. Alternatively, discuss and take other action related to this item.
COUNCIL MEMBER PIRSZTUK
MAYOR PRO TEM PIMENTEL
MAYOR BOYLES
J. REPORTS/FOLLOW-UP - CITY MANAGER
CLOSED SESSION
The City Council may move into a closed session pursuant to applicable law, including
the Brown Act (Government Code Section §54960, et seq.) for the purposes of
conferring with the City's Real Property Negotiator; and/or conferring with the City
Attorney on potential and/or existing litigation; and/or discussing matters covered under
Government Code Section §54957 (Personnel); and/or conferring with the City's Labor
Negotiators.
REPORT OF ACTION TAKEN IN CLOSED SESSION (if required)
MEMORIALS
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ADJOURNMENT
POSTED:
DATE: June 13, 2024
TIME: 10:00 AM
BY: Tracy Weaver, City Clerk
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MEETING MINUTES OF THE EL SEGUNDO CITY COUNCIL
TUESDAY, JUNE 4, 2024
CLOSED SESSION — Mayor Boyles called the meeting to order at 4:30 PM due to lack
of quorum at 4:00 PM
001111111110N_1II
Mayor Boyles -
Present
Mayor Pro Tern Pimentel -
Present
Council Member Pirsztuk -
Present
Council Member Giroux -
Absent
Council Member Baldino -
Present
PUBLIC COMMUNICATION — (Related to City Business Only — 5-minute limit per
person, 30-minute limit total)
SPECIAL ORDER OF BUSINESS:
Mayor Boyles announced that Council would be meeting in closed session pursuant to
the items listed on the agenda.
CONFERENCE WITH LEGHAL COUNSEL — EXISTING LITIGATION (GOV'T CODE
§54956.9(D)(1): -1- MATTER(S)
1. Retired Police Chief, Jaimie Bermudez Workers' Compensation Claim (WCAB)
No. 23-174903.
PUBLIC EMPLOYMENT (GOV'T CODE § 54957) -1- MATTER(S)
1. City Manager
Performance Review
CONFERENCE WITH CITY'S LABOR NEGOTIATOR (Government Code §54957.6): -
1- MATTER(S)
1. Employee Organizations: Management Confidential (unrepresented).
Representative: City Manager, Darrell George, Human Resources Director, Rebecca
Redyk
Adjourned at 5:45 PM
OPEN SESSION — Mayor Boyles called to order at 6:00 PM
ROLL CALL
EL SEGUNDO CITY COUNCIL MEETING MINUTES
JUNE 4, 2024, 2024
PAGE 1
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Mayor Boyles -
Present
Mayor Pro Tern Pimentel -
Present
Council Member Pirsztuk -
Present
Council Member Giroux -
Absent
Council Member Baldino -
Present
INVOCATION — Pastor Rob McKenna, Bridge Church
PLEDGE OF ALLEGIANCE — Council Member Pirsztuk
SPECIAL PRESENTATIONS:
Added to the agenda: (Order rearranged per Mayor)
• El Segundo Recreation Park Youth Drama program sang a song from their
upcoming production of Seussical the Musical Jr, which runs this weekend at the
Recreation Park Clubhouse.
• George Avery, Fire Chief introduced Captain Del Castillo who introduced Victoria
Gustafson, recent survivor of a CPR save at Recreation Park's Pickleball courts.
(Order rearranged per Mayor)
1. Proclamation read by Mayor Pro Tern Pimentel proclaiming June 19, 2024 as
Juneteenth Celebration Day and presented to Tanya Taylor, Black in Mayberry
Founder and Executive Director.
5. Council recognized the El Segundo High School Boys' Lacrosse Team.
6. Council recognized the El Segundo High School's Boys' Golf Team; 2024 CIF
Champions.
2. E.J. Caldwell, West Basin Municipal Water District General Manager gave a
Fiscal Year 2024-25 Budget Summary Presentation.
3. Rebecca Redyk, Human Resources Director, and Council recognized Employees
who completed the Leadership Academy.
4. Aly Mancini, Recreation, Parks, and Library Director presented the Summer
Concerts in the Park series which begin on Sunday, June 16, 2024.
PUBLIC COMMUNICATIONS — (Related to City Business Only — 5-minute limit per
person, 30-minute limit total)
Cheryl Smith, resident, thanked Council for their time and consideration that goes into
selecting CCB members.
EL SEGUNDO CITY COUNCIL MEETING MINUTES
JUNE 4, 2024, 2024
PAGE 2
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CITY MANAGER FOLLOW-UP COMMENTS:
• Gave an update on the Hyperion Reclamation Plant
A. Read all Ordinances and Resolutions on the Agenda by Title Only.
MOTION by Mayor Pro Tern Pimentel, SECONDED by Council Member Baldino to read
all ordinances and resolutions on the agenda by title only. MOTION PASSED. 4/0
7. Approve special (Budget Study Session #2) and regular City Council meeting
minutes of May 21, 2024, and special (CCB Interviews) minutes of May 22, 2024.
(Fiscal Impact: None)
8. Approve warrants demand register for April 29, 2024 through May 19, 2024,
numbers 21 B, 22A and 22B: warrant numbers 3050427 through 3050724, and
9003148 through 9003162. Ratify Payroll and employee benefit Checks; Checks
released early due to contracts or agreement; Emergency disbursements and/or
adjustments; and, Wire transfers.
(Fiscal Impact: $6,036,808.38 ($2,101,025.56 in check warrants and
$3,935,782.82 in wire warrants))
9. PULLED BY MAYOR PRO TEM PIMENTEL
MOTION by Council Member Baldino, SECONDED by Council Member Pirsztuk,
approving Consent items 7, (as amended), and 8. MOTION PASSED. 4/0
PULLED ITEMS:
9. Resolution Establishing a Citywide Email Policy
(Fiscal Impact: The City will realize savings in reduced storage expenses and
improved operational efficiency)
Mayor Pro Tern Pimentel asked why 5-years vs. 2-3 years for retaining emails.
Mark Hensley, City Attorney gave an explanation.
MOTION by Mayor Pro Tern Pimentel, SECONDED by Council Member Pirsztuk
adopting Resolution No. 5491 establishing a Citywide five-year retention policy for
emails, subject to limited exceptions. MOTION PASSED. 4/0
COMMITTEES, COMMISSIONS AND BOARDS: (Item #12 moved forward per
Mayor)
12. Capital Improvement Program Advisory Committee (CIPAC) Presentation
(Fiscal Impact: None)
EL SEGUNDO CITY COUNCIL MEETING MINUTES
JUNE 4, 2024, 2024
PAGE 3
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Elias Sassoon, Public Works Director introduced the item.
Eric Kari, CIPAC Chairperson gave an update report on CIPAC.
Council consensus to receive and file the update.
G. REPORTS —CITY TREASURER— (Item #15 moved forward per Mayor)
15. Investment Portfolio Report for March 2024
(Fiscal Impact: None)
Matthew Robinson, City Treasurer gave a presentation.
Council Discussion
Council consensus to receive and file the presentation.
COMMITTEES, COMMISSIONS AND BOARDS: (Item #13 moved forward per
Mayor)
13. Appointments to the Recreation and Parks Commission, Planning Commission,
Capital Improvement Program Advisory Committee, Diversity, Equity, Inclusion
Committee, and Senior Citizen Housing Corporation Board.
(Fiscal Impact: None)
Mayor Boyles announced Marc Cavagnolo to a partial term expiring May 30, 2027 and
Kelly Watson to a full term expiring May 30, 2028 to the Recreation and Parks
Commission, Mario Inga and Mark Christian to full terms expiring June 30, 2028 to
Planning Commission, Cheryl Smith to a partial term expiring October 31, 2026 to
Capital Improvement Program Advisory Committee, Sean O'Brien to a partial term
expiring October 31, 2026 to Diversity, Equity, and Inclusion Committee and Time
Whelan and Denise Fessenbecker to full terms expiring June 30, 2028 to Senior Citizen
Housing Corporation Board.
C. PUBLIC HEARING:
10. Public Hearing for Approval of Proposed FY 2024-25 Citywide Operating Budget,
Capital Improvement Program Budget, Gann Appropriations Limit, and Associated
Financial Policies.
(Fiscal Impact: 2024-25 budget appropriations (for all funds) equal $210,950,427
with off -setting estimated revenues and use of reserves. Of these amounts,
proposed General Fund appropriations equal $97,472,672 with off -setting
estimated revenues and use of reserves. All applicable City financial policies are
being fully adhered to)
Mayor Boyles stated this was the time and place to conduct a public hearing approving
Proposed FY 2024-25 Citywide Operating Budget, Capital Improvement Program
Budget, Gann Appropriations Limit, and Associated Financial Policies.
EL SEGUNDO CITY COUNCIL MEETING MINUTES
JUNE 4, 2024, 2024
PAGE 4
Page 14 of 205
City Clerk Weaver stated that proper notice had been given in a timely manner and that
no written communication had been received.
Darrell George, City Manager introduced the item.
Paul Chung, Chief Financial Officer gave a presentation.
Public Input:
MOTION by Mayor Pro Tem Pimentel, SECONDED by Council Member Pirsztuk to
close the public hearing. MOTION PASSED. 4/0
Council discussion
Mark Hensley, City Attorney read by title only:
RESOLUTION NO. 5492
A RESOLUTION ADOPTING THE 2024-2025 FINAL OPERATING AND
CAPITAL IMPROVEMENT BUDGET AND THE 2024-2025
APPROPRIATIONS LIMIT FOR THE CITY OF EL SEGUNDO.
MOTION by Council Member Pirsztuk, SECONDED by Mayor Pro Tern Pimentel
adopting Resolution No. 5492. MOTION PASSED. 4/0
STAFF PRESENTATIONS:
11. First Reading of an Ordinance Amending El Segundo Municipal Code Chapter 1-6
(Personnel Merit System) to Add the Environmental Programs Manager and
Revise Title of the Building Safety Manager to Building Official Under the List of
Positions Exempt from the Civil Service System (Fiscal Impact: Local tax
measures that were approved in 2022, such as Measure BT, which updated and
increased the City's business license tax, will likely not comply with the provisions
of the initiative, resulting in a loss of approximately $3 million of annual revenue.
Additional impacts on City fees and charges are anticipated if this initiative is
approved, which would reduce funding for essential City services)
(Fiscal Impact: None)
Rebecca Redyk, Human Resources Director reported on the item.
Council Discussion
Mark Hensley, City Attorney read by title only;
EL SEGUNDO CITY COUNCIL MEETING MINUTES
JUNE 4, 2024, 2024
PAGE 5
Page 15 of 205
ORDINANCE NO. 1662
AN ORDINANCE AMENDING EL SEGUNDO MUNICIPAL CODE CHAPTER 1-6
(PERSONNEL MERIT SYSTEM) TO EXPAND THE LIST OF POSITIONS EXEMPT
FROM THE CIVIL SERVICE SYSTEM.
Mayor Pro Tern Pimentel introduced the Ordinance. Second reading and possible
adoption is scheduled for regular City Council meeting on June 18, 2024.
F. REPORTS — CITY CLERK —
14. Adopt Resolutions Call a City General Municipal Election on November 5, 2024
and Taking Associated Actions.
(Fiscal Impact: $80,000 based on three (3) Council Member seats and City Clerk.
The FY 2024-25 Proposed Budget includes the cost of conducting the elections)
Tracy Weaver, City Clerk reported on the item.
Council Discussion
Mark Hensley, read by title only:
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A RESOLUTION OF THE CITY COUNCIL OF EL SEGUNDO, CALIFORNIA, CALLING
A CITY GENERAL MUNICIPAL ELECTION ON NOVEMBER 5, 2024 FOR THE
ELECTION OF THREE CITY COUNCIL MEMBERS AND CITY CLERK
MOTION by Mayor Boyles, SECONDED by Council Member Baldino adopting
Resolution No. 5493. MOTION PASSED. 4/0
Mark Hensley, read by title only:
RESOLUTION NO. 5494
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EL SEGUNDO,
CALIFORNIA, REQUESTING THE BOARD OF SUPERVISORS OF THE COUNTY OF
LOS ANGELES TO CONSOLIDATE A GENERAL MUNICIPAL ELECTION TO BE
HELD ON NOVEMBER 5, 2024 WITH THE STATEWIDE GENERAL ELECTION TO BE
HELD ON THAT DATE.
MOTION by Mayor Boyles, SECONDED by Council Member Baldino adopting
Resolution No. 5494. MOTION PASSED. 4/0
Mark Hensley, City Attorney read by title only;
EL SEGUNDO CITY COUNCIL MEETING MINUTES
JUNE 4, 2024, 2024
PAGE 6
Page 16 of 205
RESOLUTION NO. 5495
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EL SEGUNDO,
CALIFORNIA, ADOPTING REGULATIONS FOR CANDIDATE STATEMENTS FOR
CITY COUNCIL CANDIDATES FOR THE CITY'S NOVEMBER 5, 2024 GENERAL
MUNICIPAL ELECTION
MOTION by Mayor Boyles, SECONDED by Council Member Baldino adopting
Resolution No. 5495. MOTION PASSED. 4/0
H. REPORTS — COUNCIL MEMBERS
Council Member Baldino — Asked staff to add an item to the next agenda
regarding approval to expand the Recreation and Parks subcommittees' roll to
include Hilltop Park renovation, asked for an update on the city's bike lanes from
the subcommittee, and congratulated all the ESHS graduates.
Council Member Giroux — Absent
Council Member Pirsztuk — Attended and reported on SBCOG meeting, will
attend a Senior meeting, and commented on transportation and Metro regarding
safety, thanked Rotary for the hosting the Service Awards Luncheon. Thanked
Public Works for lighting up the water tower for PRIDE month and over the
weekend it will be lit up blue and gold in celebration of ESHS graduates.
Mayor Pro Tern Pimentel — Transportation meeting is cancelled for June,
attended, and reported on Sanitation meeting, reported on bills Sacramento is
discussing, and lastly thanked a local dad who hosted an event to discuss E-bike
safety with parents and children.
Mayor Boyles — Mentioned Legislature is considering repealing the net operating
loss carry forward credit and R & B tax credit.
16. Consideration and Discussion to Possibly Establish a City Council Subcommittee
for a City Enterprise Resource Planning System
(Fiscal Impact: None)
Mayor Boyles introduced the item.
Council discussion
Council did not make a motion.
Council consensus directing staff to update the City Council on the process and
progress quarterly from the IT department regarding the Enterprise Resource Planning
System (ERP).
REPORTS —CITY ATTORNEY — No report
EL SEGUNDO CITY COUNCIL MEETING MINUTES
JUNE 4, 2024, 2024
PAGE 7
Page 17 of 205
J. REPORTS/FOLLOW-UP — CITY MANAGER — Stated only 3 CCB's needing to
update on the Council; Planning Commission, Recreation and Parks Commission
and the Library Board of Trustees.
MEMORIAL — None
Adjourned at 8.10 PM
Tracy Weaver, City Clerk
EL SEGUNDO CITY COUNCIL MEETING MINUTES
JUNE 4, 2024, 2024
PAGE 8
Page 18 of 205
City Council Agenda Statement
F I, F �' t' 1\ 1) 0Meeting Date: June 18, 2024
Agenda Heading: Consent
Item Number: B.2
TITLE:
Warrant Demand Register for May 20, 2024 through June 2, 2024
RECOMMENDATION:
Ratify payroll and employee benefit checks; checks released early due to
contracts or agreements; emergency disbursements and/or adjustments; and,
wire transfers.
2. Approve Warrant Demand Register numbers 22C and 23A: warrant numbers
3050725 through 3050898, and 9003163 through 9003168.
3. Alternatively, discuss and take other action related to this item.
FISCAL IMPACT:
The warrants presented were drawn in payment of demands included within the FY
2023-2024 Adopted Budget. The total of $1,728,299.56 ($945,972.29 in check warrants
and $782,327.27 in wire warrants) are for demands drawn on the FY 2023-2024
Budget.
:1_T61201:tell] Z 113
California Government Code Section 37208 provides General Law cities flexibility in
how budgeted warrants, demands, and payroll are audited and ratified by their
legislative body. Pursuant to Section 37208 of the California Government Code,
warrants drawn in payments of demands are certified by the City's Chief Financial
Officer and City Manager as conforming to the authorized expenditures set forth in the
City Council adopted budget need not be audited by the City Council prior to payment,
but may be presented to the City Council at the first meeting after delivery.
In government finance, a warrant is a written order to pay that instructs a federal, state,
county, or city government treasurer to pay the warrant holder on demand or after a
specific date. Such warrants look like checks and clear through the banking system like
Page 19 of 205
Warrant Demand Register
June 18, 2024
Page 2 of 2
checks. Warrants are issued for payroll to individual employees, accounts payable to
vendors, to local governments, and to companies or individual taxpayers receiving a
refund.
DISCUSSION:
The attached Warrants Listing delineates the warrants that have been paid for the
period identified above. The Chief Financial Officer certifies that the listed warrants
were drawn in payment of demands conforming to the adopted budget and that these
demands are being presented to the City Council at its first meeting after the delivery of
the warrants.
CITY STRATEGIC PLAN COMPLIANCE:
Goal 5: Champion Economic Development and Fiscal Sustainability
Objective 5B: El Segundo approaches its work in a financially strategic and responsible
way.
PREPARED BY:
Liz Lydic, Management Analyst
REVIEWED BY:
Wei Cao, CPA, CPFO, Finance Manager
APPROVED BY:
Barbara Voss, Deputy City Manager
ATTACHED SUPPORTING DOCUMENTS:
1. Register 22c - summary
2. Register 23a - summary
Page 20 of 205
CITY OF EL SEGUNDO
WARRANTS TOTALS BY FUND
3050725 - 3050835
9003163 - 9003164
001 GENERALFUND 260.547.72
003 EXPENDABLE TRUST FUND - OTHER 2.000.00
104 TRAFFICSAFETY FUND -
1 W STATE GAS TAX FUND -
IW ASSOCIATED RECREATION ACTIVITIES FUND -
109 ASSET FORFEITURE FUND 560.00
110 MEASURER'
111 COMM. DEVEL BLOCK GRANT -
112 PROP'A'TRANSPORTATION -
114 PROP' TRANSPORTATION -
115 AIR QUALITY INVESTMENT PROGRAM -
115 HOME SOUND INSTALLATION FUND -
117 HYPERION MITIGATION FUND 64,26
115 TDAARTICLE 3- SB621 BIKEWAY FUND -
119 MTAGRANT -
121 FEMA -
120 C.O.P.S. FUND 4,526.22
122 LA.W.A. FUND -
123 PSAF PROPERTY TAX PUSUC SAFETY -
124 FEDERAL GRANTS
125 STATE GRANT
128 AP CUPA PROGRAM OVERSIGHT SURCHARGE 38.01
127 MEAURE'M'
128 SB 1
129 CERTIFIED ACCESS SPECIALIST PROGRAM
LID AFFORDABLE HOUSING -
1]t COUNTYSTORM WATER PROGRAM -
132 MEASURER'
202 ASSESSMENT DISTRICT a73 -
301 CAPITALIMPROVEMEW FUND 847.75
302 INFRASTRUCTUREREPLACEMENTFUND -
311 DEVELOPER
IMPACTFEES-GENERAL GOVERNME -
312 DEVELOPER IMPACT FEES - LAW ENFORCEMENT -
313 DEVELOPER IMPACT FEES - FIRE PROTECTION -
314 DEVELOPER IMPACT FEES - STORM DRAINAGE
3/5 DEVELOPER IMPACT FEES -WATER DISTRIBUN -
316 DEVELOPER IMPACT FEES -WASTE WATERCOLLE -
317 DEVELOPER IMPACT FEES - LIBRARY -
]/8 DEVELOPER IMPACT FEES - PUBLIC MEETING
318 DEVELOPER IMPACT FEES -AQUATICS CENTER -
320 DEVELOPER IMPACT FEES - PARKLAND
405 FACILITIES MAINTENANCE
501 WATER UTILITY FUND 32.294.04
502 WASTEWATER FUND 384.323.77
503 GOLF COURSEFUND -
504 SENIOR HOUSING CITY ATTORNEY -
505 SOLID WASTE FUND
601 ECUIPMENT REPLACEMENT -
602 LIABILITYINSURANCE -
W WORKERS COMP. RESERVE/INSURANCE -
701 RETIRED EMP. INSURANCE -
702 EXPENDABLE TRUST FUND -DEVELOPER FEES 7.950.00
703 EXPENDABLETRUST FUND. OTHER -
704 EXPENDABLE TRUSTFUND-OTHER
708 OUTSIDE SERVICES TRUST
TOTAL WARRANTS 692, _ 951.77 -
STATE OF CALIFORNIA
COUNTY OF LOS ANGELES
.ormaban on actual expendaures is available in the Chief Financial Officer's office in the
City of El Segundo.
I car* as to the accuracy of the Demands and the availability Of fund for payment thereof.
For Approval: Repular chacks held for City council authorization to release.
CODES: NOTES:
R = Computer penerated cheeks for all non<mefpency/urpency payments for materials, supplies and
services in support of City Operations
For Ratification:
A= Payroll and Employee Benefit ehecks
B -F = Computer penerated Early Release disbursements and/or adjustments approved by the City
Manager. Such SS: payments for utility services, petty cash and employee travel expense
eimbursements, various refunds, contract employee services consistent with current contra al
agreements, instances where prompt Payment discounts can be obtained or late payment penalties
Can be atomavoided or when a situation arises that the City Hamper approves.
H = Handwritten Early Release disbursements and/or adjustments approved by the City Manager. _ ;,l•Ay_!_�\�
CHIEF FINANCIAL OFFICER CfTY MANAGER
GATE: DATE:
DATE OF APPROVAL: AS OF $14124 REGISTER 022c
Page 21 of 205
CITY OF EL SEGUNDO
WARRANTS TOTALS BY DEPARTMENT
AS OF 6/4/24
REGISTER #22c
DEPT#
NAME TOTAL
GENERAL FUND DEPARTMENTAL EXPENDITURES
GENERAL GOVERNMENT
1101
City Council
2,120.45
1201
City Treasurer
6,193.29
1300
City Clerk
555.89
2101
City Manager
8,657.80
2102
Communications
6,640.03
2103
El Segundo Media
2201
City Attorney
2401
Economic Development
3,291.06
2402
Planning
5,820.05
2405
Human and Health Services
3,686.77
2500
Administrative Services
23,479.91
2601
Government Buildings
46,641.07
2900
Nondepartmental
7,292.93
6100
Library
18,334.04
132, 713.29
PUBLIC SAFETY
3100 Police 26,932.98
3200 Fire 27,182.84
2403 Building Safety 262.35
2404 Ping/Bldg Sfty Administration 170.80
54,548.97
PUBLIC WORKS
4101
Engineering
1,608.19
4200
Streets
21,410.44
4300
Wastewater
978.84
4601
Equipment Maintenance
3,846.89
4801
Administration
1,298.06
29,142.42
COMMUNITY DEVELOPMENT
5100,5200
Recreation & Parks
17,403.05
5400
CAMPS
17, 403.05
EXPENDITURES
CAPITAL IMPROVEMENT
847.75
ALL OTHER ACCOUNTS
458,296.29
TOTAL WARRANTS
692,951.77
Page 22 of 205
CITY OF EL SEGUNDO
PAYMENTS BY WIRE TRANSFER
05/20/24 THROUGH 05/26/24
Date Payee
5/24/2024 IRS
5/24/2024 Employment Development
5/24/2024 Employment Development
5/24/2024 Mission Square
5/24/2024 Mission Square
5/24/2024 Mission Square
5/24/2024 Mission Square
5/24/2024
ExpertPay
05/13/24-05/19/24
Workers Comp Activity
05/13/24-05/19/24
Liability Trust - Claims
05/13/24-05/19/24
Retiree Health Insurance
DATE OF RATIFICATION: 05/28/24
TOTAL PAYMENTS BY WIRE:
Description
286,411.40 Federal 941 Deposit
5,042.13
State SDI payment
64,708.72
State PIT Withholding
65,446.07
457 payment Vantagepoint
1,080.00
401(a) payment Vantagepoint
3,048.85
401(a) payment Vantagepoint
100.00
IRA payment Vantagepoint
2,365.29
EFT Child support payment
40,811.68
SCRMA checks issued/(voided)
1,230.00
Claim checks issued/(voided)
-
Health Reimbursment checks issued
470,244.14
rtified as to the accuracy of the wire transfers by:
it 4Cusom4erervices
-Treasury & Manager Date
Chief ncialOfficer
City Manager
Date
Y` L
Date
Information on actual expenditures is available in the City Treasurer's Office of the City of El Segundo.
470,244.14
PACity Treasurer\Wire Transfers\Wire Transfers 07-01-23 to 6-30-24.xlsx 5/28/202404 e 23 of 205
CITY OF EL SEGUNDO
WARRANTS TOTALS BY FUND
9003155 - 900168
9003165 - 9003168
DATE OF APPROVAL: AS OF 6118124 REGISTER 023.
MI GENERALFUND
177.810.48
NQ EXPENDABLE TRUSTFUND - OTHER
5.782.91
IN TRAFFIC SAFETY FUND
-
JOB STATE GAS TAK FUND
-
IDO ASSOCIATED RECREATION ACTIVITIES FUND
-
109 ASSET FORFEITURE FUND
110 MEASURER'
10,0DD.00
111 COMM. DEVEL. BLOCK GRANT
-
112 PROP'A'TRANSPORTATK)N
-
114 PROP' C'TRANSPORTATION
-
115 AIR QUALITY INVESTMENT PROGRAM
_
11a HOME SOUND INSTALLATION FUND
-
117 HYPERION MITIGATION FUND
-
118 MA ARTICLE 3- SO 921 BIKEWAY FUND
-
118 NITA GRANT
_
121 FEMA
120 C.O. P.S. FUND
122 LAW A. FUND
123 MAP PROPERTY TAX PUBLIC SAFETY
-
124 FEDERAL GRANS
125 STATE GRANT
_
126 A IPCUPA PROGRAMOVERSIGHTSURCHARGE
-
127 MEAURE'M'
27,540.53
128 Is 1
16,677.50
129 CERTIRED ACCESS SPECIALIST PROGRAM
-
iW AFFORDABLE HOUSING
_
131 COUNTY STORM WATER PROGRAM
-
132 MEASURE'S'
_
202 ASSESSMENT DISTRICTII
Wit CAPITAL IMPROVEMENT FUND
6.188.75
302 INFRASTRUCTURE REPLACEMENT FUND
-
311 DEVELOPERIMPACTFEES-GENERAL GOVERNME
-
312 DEVELOPER IMPACT FEES -LAW ENFORCEMENT
-
313 DEVELOPERIMPACTFEES-FIRE PROTECTION
-
314 DEVELOPER IMPACT FEES -STORM DRAINAGE
-
315 DEVELOPER IMPACT FEES- WATER DISTRIBUTI
-
316 DEVELOPER IMPACT FEES- WASTEWATER COLLE
-
317 DEVELOPER IMPACT FEES -LIBRARY
-
318 DEVELOP ER IMPACT FEES -PUBLIC MEETING
-
319 DEVELOPERIMPACTFEES-AQUATICSCENTER
-
320 DEVELOPER IMPACTFEES-PARKLAND
-
405 FACILITIES MAINTENANCE
-
Sot WATER UTILITY FUND
2,264,39
502 WASTEWATER FUND
5,180.09
503 GOLF COURSE FUND
_
504 SENIOR HOUSING CITY ATTORNEY
-
505 SOLIDWASTE FUND
-
601 EOUIPMENi REPLACEMENT
-
602 LIABILITY INSURANCE
-
am WORKERS COMP. RESERVEANSURANCE
-
701 RETIRED EMP. INSURANCE
-
702 EXPENDABLE TRUST FUND -DEVELOPER FEES
1.575.87
703 EXPENDABLE TRUST FUND -OTHER
-
700 EXPENDABLE TRUST FUND -OTHER
-
706 OUTSIDE SERVICES TRUST
TOTAL WARRANTS 253,020.52 _
STATE OF CALIFORNIA
COUNTY OF LOS ANGELES
Im."ittion on actual elmenddurea M available in the Chef Financial OfBceYs office in the
CM of El Segundo.
I certM as to the accuracy of the Demands and the availability of fund for payment thereof.
For Approval: Regular checks held for City council authorization to release.
CODES
NOTES:
R = Computer generated checks for all non-emergencylumency payments for materials, supplies and
services in support of CM Operations
For Rabbi ation:
A= Payroll and Employee Benefit checks
S - F= Computer generated Early Release disbursements and/or adjustments approved by the CM
Manager. Such as: payments for ublity services, petty cash and employee travel expense
reimbursements, various refunds, contract employee services consistent with current contractual
agreements. Instances where prompt Payment d—unts Can be obtained or late payment penalties
can be avoided at when a situation arises that the CM Manager approves.
H I Handwritten Early Release disbursements and/or adjustments approved by the CM Manager.'
CHIEF FINANCIAL OFFICER CITY MANAGER
V
GATE: � DATE:
��,�
� —
Page 24 of 205
CITY OF EL SEGUNDO
WARRANTS TOTALS BY DEPARTMENT
AS OF 6/18/24
REGISTER #23a
DEPT#
NAME TOTAL
GENERAL FUND DEPARTMENTAL EXPENDITURES
GENERAL GOVERNMENT
1101
City Council
121.72
1201
City Treasurer
1,118.24
1300
City Clerk
29.32
2101
City Manager
2,441.12
2102
Communications
224.86
2103
El Segundo Media
2201
City Attorney
2401
Economic Development
2402
Planning
2405
Human and Health Services
2500
Administrative Services
25,917.71
2601
Government Buildings
4,123.84
2900
Nondepartmental
34,997.85
6100
Library
6,207.63
75,182.29
PUBLIC SAFETY
3100
Police
3,813.41
3200
Fire
23,406.67
2403
Building Safety
2,018.19
2404
Ping/Bldg Sfty Administration
157.78
29,396.05
PUBLIC WORKS
4101
Engineering
1,060.70
4200
Streets
25,533.15
4300
Wastewater
4601
Equipment Maintenance
29,056.00
4801
Administration
55.649.85
COMMUNITY DEVELOPMENT
5100,5200
Recreation & Parks
11,088.25
5400
CAMPS
49.02
11,137.27
EXPENDITURES
CAPITAL IMPROVEMENT
ALL OTHER ACCOUNTS
81,655.06
TOTAL WARRANTS
253,020.52
Page 25 of 205
CITY OF EL SEGUNDO
PAYMENTS BY WIRE TRANSFER
05/27/24 THROUGH 06/02/24
Date
Payee
Description
5/29/2024
Cal Pers
48,426.58
EFT Retirement Safety Police Classic - 1 st Tier 28
5/29/2024
Cal Pers
64,363.89
EFT Retirement Misc - PEPRA New 26013
5/29/2024
Cal Pers
53,294.13
EFT Retirement Safety Fire- Classic 30168
5/29/2024
Cal Pers
43,848.20
EFT Retirement Safety-Police-PEPRA New 25021
5/29/2024
Cal Pers
35,936.60
EFT Retirement Misc - Classic 27
5/29/2024
Cal Pers
19,798.12
EFT Retirement Safety-Fire-PEPRA New 25020
5/29/2024
Cal Pers
15,561.61
EFT Retirement Sfty Police Classic-2nd Tier 30169
5/31/2024
Pitney Bowes
10,000.00
Postage for City Hall
05/20/24-05/26/24
Workers Comp Activity
20,854.00
SCRMA checks issued/(voided)
05/20/24-05/26/24
Liability Trust - Claims
-
Claim checks issued/(voided)
05/20/24-05/26/24
Retiree Health Insurance
-
Health Reimbursment checks issued
312,083.13
DATE OF RATIFICATION: 05/31/24
TOTAL PAYMENTS BY WIRE:
Certified as to the accuracy of the wire transfers by:
Treasury & Customer Services Manager Date
C nancial Officer Date
�2
City Manager Date
Information on actual expenditures is available in the City Treasurer's Office of the City of El Segundo.
312,083.13
PACity Treasurer\Wire Transfers\Wire Transfers 07-01-23 to 6-30-24.xlsx 5/31/2024F%e 26 of 205
City Council Agenda Statement
F I, F �' t I) �� Meeting Date: June 18, 2024
Agenda Heading: Consent
Item Number: B.3
TITLE:
Waiver of Competitive Bidding for Agreement Amendments and Blanket Purchase
Orders for FY 2024-25 in Excess of $50,000 for Various Departments
RECOMMENDATION:
Pursuant to El Segundo Municipal Code § 1-7-9(A), waive competitive bidding and
approve the following for FY 2024-25:
Amendment to Agreement No. 5861 with Riester Pacific, Inc. for the City's
economic development and hospitality and tourism marketing services for an
amount not to exceed $350,000.
2. Amendment to Agreement No. 6904 with Temporary Staffing Professionals to
provide on -call temporary staffing services for use by all City departments for an
amount not to exceed $300,000.
3. Continued purchase of gasoline and diesel fuel for City vehicles and equipment
through the use of spot market purchasing for an amount not to exceed
$254,500.
4. Amendment to Agreement No. 3381 with All Cities Management Services, Inc.
for ongoing services to provide crossing guard services for the El Segundo
School District for an amount not to exceed $180,000.
5. Amendment to Agreement No. 3313 with Hinderliter De Llamas & Associates to
provide professional services related to sales and use tax for an amount not to
exceed $150,000.
6. Amendment to Agreement No. 6467 with Waterline Technologies, Inc. for the
purchase of all pool chemicals needed to maintain the City's recreational aquatic
facilities for an amount not to exceed $150,000.
7. Amendment to Agreement No. 6379 with Willdan Engineering for professional
plan check services for an amount not to exceed $120,000.
Page 27 of 205
Amendments to Ongoing Agreements and Blanket POs
June 18, 2024
Page 2 of 8
8. Amendment to Agreement No. 6423 with Charles Abbot Associates Inc. to
provide solid waste and recycling compliance support services for the Public
Works Department for an amount not to exceed $100,000.
9. Authorize the issuance of a blanket purchase order to Metron Farnier for the
purchase of single jet AMR water meters for the City's water system for an
amount not to exceed $100,000
10. Amendment to Agreement No. 6899 with RCS Investigations & Consulting to
provide confidential personnel investigations for an amount not to exceed
$100,000.
11. Amendment to Agreement No. 6016 with KNB Consulting, LLC. for strategic
public relations services and support to the Communications and Economic
Development Divisions for an amount not to exceed $96,000.
12. Amendment to Agreement No. 2772 with Wittman Enterprises, LLC to provide
ambulance transport and fire prevention billing and collection services, and
distribution of City notices of privacy practices for the Fire Department for an
amount not to exceed $85,000.
13. Amendment to Agreement No. 3516 with Tyler Technologies/Eden Financial
Management Systems for annual software licensing, maintenance, and support
for an amount not to exceed $80,000.
14. Amendment to Agreement No. 6010 with Crowdstrike, Inc. to provide
cybersecurity services and software for an amount not to exceed $71,500.
15. Amendment to Agreement No. 6424 with Marc Cohen for Medical Director
consulting services for the El Segundo Fire Department for an amount not to
exceed $55,500.
16. Authorize the issuance of a blanket purchase order to Baker & Taylor Information
Services for supplying books and other library materials for an amount not to
exceed $53,177.
17. Authorize the City Manager, or designee, to issue purchase orders, amend
agreements, and execute all necessary documents to facilitate the purchases of
goods and services approved in this report.
18. Alternatively, discuss and take other action related to this item.
Page 28 of 205
Amendments to Ongoing Agreements and Blanket POs
June 18, 2024
Page 3 of 8
FISCAL IMPACT:
Amount Budget: $2,244,177 (Included in the Adopted FY 2024-25 Budget)
Account Numbers: See "Attachment A — Blanket PO Summary of Accounts"
BACKGROUND:
El Segundo Municipal Code ("ESMC") § 1-7-9(A) authorizes the City to forego
purchasing procedures, including competitive bidding, when the City Council finds that
City's best interests are served by a direct award of a contract without a competitive
selection process. Accordingly, City staff annually aggregates various proposed goods
and services that require expenditures over $50,000 for the next fiscal year and
presents them to City Council for proposed bidding waiver and authorization.
This process is done to ensure that an effective and efficient approval process is in
place for purchases over the City Manager's approval threshold of $50,000 and that
these vital City services are operational in the beginning of the new fiscal year and
delivery of excellent customer service will continue uninterrupted. The following service
agreements and blanket purchase orders ("POs") are organized by the operational
department and reference the agreement as related to the "recommended Council
action" item number listed above.
DISCUSSION:
CITY MANAGER
#1 - Riester Pacific, Inc.
Riester Pacific, Inc. will continue working on behalf of the City as its full -service
marketing agency supporting business attraction and hospitality and tourism marketing
efforts. This amendment is to extend the term of the agreement through June 30, 2025,
for an amount not to exceed $350,000. Account Numbers: 001-400-2401-6201 (General
Fund - $275,000) and 702-400-2401-1281 (Donations Fund (Chevron) - $75,000).
#11 - KNB Consulting LLC.
KNB Consulting, LLC will continue working on behalf of the City as a public relations
strategist and provide support to the Communications and Economic Development
Divisions. This amendment is to extend the term of the agreement through June 30,
2025, for an amount not to exceed $96,000. Account Numbers: 001-400-2102- 6206
(General Fund — $66,000) and 001-400-2401-6206 (General Fund — $30,000).
Page 29 of 205
Amendments to Ongoing Agreements and Blanket POs
June 18, 2024
Page 4 of 8
FINANCE DEPARTMENT
#4 - All Cities Management Services, Inc.
On September 16, 2008, City Council approved an appropriation for ESUSD crossing
guard services under Special Orders of Business, Item #6 within the 2008-2009 Budget
Appropriations. This contract includes 7 crossing guards for a total of 5,310 hours. The
contract is expected to be renewed year to year as long as ACMS performance meets
the City's and ESUSD's expectations. This amendment is for an amount not to exceed
$180,000 for FY 2024-25. Account number: 001-400-2901-6405 (General Fund).
#5 - Hinderliter De Llamas & Associates
On April 01, 2004, the City entered into a Professional Services Agreement 3313 with
Hinderliter De Llamas & Associates (HDL) to provide services to generate additional
sales and use tax revenue for the City of El Segundo. Services include sales tax and
economic analysis, allocation audit and recovery, and ongoing consultation. HDL
receives 15% of any new and/or use tax revenue received by the City as a result of
audit and recovery work. This amendment is to extend the term of the agreement
through June 30, 2025, for an amount not to exceed $150,000. Account Number: 001-
400-2504-6214 (General Fund).
FIRE DEPARTMENT
#15 - Marc Cohen, Medical Director Consulting Services
The Medical Director, as defined by the Los Angeles County EMS Agency, acts as a
liaison to the county and state EMS agencies, advocating for the department while
keeping it current with policy changes. Medical Director roles and responsibilities
include, but are not limited to, the following:
• Advisement to the City on planning and evaluating the delivery of pre -hospital
medical care by EMTs and paramedics;
• Review and approval of the medical content of all EMS training performed by the
City and insurance of compliance with continuing education requirements of the
state and local EMS agencies;
• Review and approval of the medical components of the City's dispatch system;
• Assistance and development of procedures to optimize patient care;
• Review and recommend any new medical monitoring devices under construction
and insurance in compliance with state and local regulations;
• Evaluation of compliance with legal documentation requirements for patient
care;
• Participation in direct observation of filed responses as needed; and
• Participation as needed with appropriate EMS committees and the local medical
community; and
• Insurance of the City's controlled substance documentation.
Page 30 of 205
Amendments to Ongoing Agreements and Blanket POs
June 18, 2024
Page 5 of 8
Dr. Marc Cohen will continue working on behalf of the El Segundo Fire Department as
its Medical Director. This amendment is to extend the term of the agreement through
June 30, 2025, for an amount not to exceed $55,500. Account Number: 001-400-3203-
6214 (General Fund).
#7 — Willdan Engineering
Willdan Engineering provides fire prevention plan check services for the City of El
Segundo. Plan check costs paid to this vendor are fully recovered by the City via the
plan check fees adopted in the FY 2022-2023 Master Fee Schedule (FR-001 through
FR-003M, FR-004A, FR-009, and FR-013). This amendment is to extend the term of the
agreement through June 30, 2025, for an amount not to exceed $120,000. Account
Number: 001-400-3204-6214 (General Fund)
#12 —Wittman Enterprises, LLC
The City utilizes Wittman Enterprises, LLC to distribute the City's Notice of Privacy
Practices, and to provide ambulance transport and fire inspection billing and collection
services. Distribution of City Notices of Privacy Practices includes processing and
mailing Privacy Practices to patients transported by ambulance in accordance with The
Healthcare Insurance Portability and Accountability Act (HIPAA). The fee for distributed
notices is approximately $1.25 per mailed notice (pass -through cost only). Ambulance
transport billing and collection services include invoice processing for all medical
transport services. Ambulance transport billing fees are invoiced to the City at 6.5% of
net collections. Fire inspection billing and collection services include invoice processing
for annual fire inspections and annual operational permits. The fee per processed
inspection is $18 and will be recovered by the City via the Fire Prevention/Operations
Inspection fee adopted in the FY 2022/2023 Master Fee Schedule (FR-004A), which
allows for full cost recovery. This amendment is for an amount not to exceed $85,000
for FY 2024-25. Account Numbers: 001-400-3203-6204 $70,000; 001-400-3204-6204
$15,000 (General Fund).
HUMAN RESOURCES DEPARTMENT
#2 - Temporary Staffing Professionals
The City entered into a professional services agreement with Temporary Staffing
Professionals in April 2024 for on -call temporary staffing services for use by all City
departments under agreement 6904. This agreement provides staffing to meet the
short-term operational needs of various departments in the following scenarios: where a
permanent position is frozen for a specific length of time to provide budgetary savings,
while a recruitment is conducted, during an employee's leave of absence, or when extra
help is necessary. For FY 2024-25, staff recommends awarding an amendment to the
professional service agreement with Temporary Staffing Professionals to provide on -call
temporary staffing services needed by various city departments for an amount not to
exceed $300,000. Account Number: Various
Page 31 of 205
Amendments to Ongoing Agreements and Blanket POs
June 18, 2024
Page 6 of 8
#10 - RCS Investigations & Consulting
The City entered into a professional services agreement with RCS Investigations &
Consulting in April 2024 to conduct administrative investigations under agreement 6899.
For FY 2024/2025, staff recommends awarding an amendment to the professional
services agreement with RCS Investigations & Consulting for a total contract amount
not to exceed $100,000. Account Number: 001-400-2506-6214 (General Fund).
INFORMATION TECHNOLOGY SERVICES DEPARTMENT
#14 - CrowdStrike Inc.
It is essential for the city to keep our systems safe as there is a constant threat of
cybersecurity attacks. CrowdStrike provides coverage against the wide range of cyber
threats. As an industry leader, it uses and combines next -generation technology for
effective protection. From January 2020, ITSD has been utilizing the various
CrowdStrike security measures. This amendment is for an amount not to exceed
$71,500 for FY 2024-25. Account Number: 01-400-2505-6217 (General Fund)
#13 - Tyler Technologies — Eden Financial Management Systems
The City utilizes Tyler Technologies financial software to manage the City's General
Ledger, Accounts Receivable, Accounts Payable, Payroll, and Human Resources. This
item is for annual licensing, maintenance, and support of these systems. This
amendment is for an amount not exceed $80,000 for FY 2024-25. Account number:
001-400-2505-6217 (General Fund)
PUBLIC WORKS DEPARTMENT
#9 - Metron Farnier - Water Meters
The city's water distribution system includes over 4,000 water meters. The Water
division has installed Automatic Meter Readers (AMR) on a small scale over the course
of several years as it conducted trials. The Public Works Department completed its first
major phase of the AMR meter Conversion Program in FY2016-17 to replace 546 aging
water meters in the City's commercial sector. Over the next several years, additional
phases were implemented, and the City's entire AMR meter conversion is expected to
be completed within the next two years. Meanwhile, the water division will replace
aging meters with new AMR meters as part of their maintenance efforts. The cost to
replace each meter ranges from $250 to $5,000, dependent upon size.
Staff started accelerating the residential AMR conversation program while continuing to
replace failing meters, and recommend continuing to purchase meters from Metron
Farnier, the vendor chosen previously for the AMR meters, in an amount not to exceed
$100,000 in total in FY 2024-25. Account Numbers: 501-400-7103-8655 / 502-400-
8204-8655 ($50,000 Water Enterprise Fund / $50,000 Wastewater Enterprise Fund).
Page 32 of 205
Amendments to Ongoing Agreements and Blanket POs
June 18, 2024
Page 7 of 8
#3 - Fuel for City Vehicles and Equipment
Generally, fuel is purchased either through spot market purchases or long-term
contracts. Spot purchasing consists of shopping around each time fuel is needed and
purchasing fuel from the lowest priced vendor. This type of purchasing usually occurs
when the fuel market is volatile, as it has been for the last three years. During periods
of stability, agencies enter into long-term fuel contracts. Pricing under long-term contact
is tied to a published fuel price baseline plus a markup. The volatility in the market has
forced vendors to significantly raise this markup, making long-term contracts
unattractive. Under the City's last long-term contract through Los Angeles Metropolitan
Public Purchasing Agents' Cooperative (LAMPPAC), there was virtually no markup.
When that contract expired in September 2005, the fuel market was quite volatile and
City Council authorized staff to purchase gasoline and diesel fuel through the use of
spot market purchases. Many agencies, including Cities of Manhattan Beach, Redondo
Beach and Hawthorne have opted to purchase fuel through spot purchases in lieu of
entering into long-term contracts since the expiration of the LAMPPAC contract. Staff
continuously monitors long-term contracts available in the industry.
Pursuant to El Segundo Municipal Code (ESMC) § 1-7-10, relating to purchases and
supplies, the City Council may at any time, by a majority vote and without amending the
ESMC, waive purchasing procedures or alter proceedings to suit a specific purchase,
when the waiver is not in violation of State law. Spot purchasing is the sort of modified
purchasing arrangement that requires such a waiver by Council. It is possible that the
total of purchases from any one vendor may exceed $50,000-1 therefore, Council
approval of spot purchasing is requested. The City is budgeting $254,500 for Fiscal
Year 2024-25 in the following accounts:
001-400-4601-5215
General Fund
$190,000
109-400-3105-5215
Police - Asset Forfeiture Fund
$ 13,000
112-400-5292-5215
Prop "A" Fund
$ 30,000
501-400-7102-5215
Water Enterprise Fund
$ 12,500
502-400-4301-5215
Wastewater Enterprise Fund
$ 9,000
Total
$254,500
#8 - Charles Abbott Associates Inc.
Charles Abbott Associates Inc. has been providing solid waste and recycling
compliance support services for Public Works Department on an annual basis since
2020. For FY 2024-25, staff recommends amending the professional service
agreement with Charles Abbott Associates Inc. to continue to provide solid waste and
recycling compliance support services needed by Public Works Department for an
amount not to exceed $100,000. Account Number: 001-400-4206-6206 (General Fund)
Page 33 of 205
Amendments to Ongoing Agreements and Blanket POs
June 18, 2024
Page 8 of 8
#6 - Waterline Technologies, Inc.
Over the past five years, Waterline Technologies, Inc. has provided chemical deliveries
for the City's pools. In addition to providing competitive pricing, quality products, and in -
stock inventory, Waterline Technologies, Inc. is the only vendor in the area that can
cover most delivery requests the very next day. Attempts to solicit these same services
from other vendors have been unsuccessful as the vendors either do not carry the
chemicals needed, have long delivery delays, or are not interested in providing services
for the City. For FY 2024-25, staff recommends amending the service agreement with
Waterline Technologies, Inc. to continue to provide the pool chemical services needed
to maintain the City's aquatic facilities for an amount not to exceed $150,000. Account
Number: 001-400-2601-5204 (General Fund)
RECREATION, PARKS, AND LIBRARY DEPARTMENT
#16 - Baker and Taylor
Baker and Taylor, the Library's leading supplier of books, music, books on CD, DVD's,
E-books, and other items, offers substantial savings up to 45% under retail cost. Staff
recommends an amendment to the agreement with Baker and Taylor for an amount not
to exceed $53,177 for FY 2024-25. Account Numbers: 001-400-6103-5501 $15,000;
001-400-6103-6277 $1,677; 001-400-6104-5501 $36,500 (General Fund).
CITY STRATEGIC PLAN COMPLIANCE:
Goal 1: Enhance Customer Service, Diversity, Equity, Inclusion and Communication
Objective 1A: El Segundo provides unparalleled service to all customers
Goal 5: Champion Economic Development and Fiscal Sustainability
Objective 513: El Segundo approaches its work in a financially strategic and responsible
way
PREPARED BY:
Maria Cerritos, Purchasing Agent
REVIEWED BY:
Paul Chung, Chief Financial Officer
APPROVED BY:
Barbara Voss, Deputy City Manager
ATTACHED SUPPORTING DOCUMENTS:
2024-2025 Blanket Purchase Order Summary of Accounts - Schedule A
Page 34 of 205
2024/2025 Blanket PO Summary of Accounts
Schedule A
Ref #
Account Number
Amount
CITY MANAGER
1
001-400-2401-6201
Riester Pacific, Inc
275,000
1
702-400-2401-1281
Riester Pacific, Inc
75,000
Riester Pacific, Inc Total
350,000
11
001-400-2102-6206
KNB Consulting, LLC
66,000
11
001-400-2401-6206
KNB Consulting, LLC
30,000
KNB Consulting, LLC Total
96,000
FINANCE
4
001-400-2901-6405
All Cities Management Services, Inc
180,000
5
001-400-2504-6214
Hinderliter De Llamas & Associates
150,000
FIRE
15
001-400-3203-6214
Marc Cohen
54,000
7
001-400-3204-6214
Willdan Engineering
120,000
12
001-400-3203-6204
Wittman Enterproses, LLC
70,000
12
001-400-3204-6204
Wittman Enterproses, LLC
15,000
Wittman Enterproses, LLC Total
85,000
HUMAN RESOURCES
2
Various accounts
Temporary Staffing Professionals
300,000
10
001-00-2506-6214
RCS Investigations & Consulting
100,000
INFORMATION TECHNOLOGY
14
001-400-2505-6217
Crowdstrike, Inc
71,500
13
001-400-2505-6217
Tyler Technologies/Eden Financial
80,000
PUBLIC WORKS
3
001-400-4601-5215
Fuel for City Vehicles and Equipment
190,000
3
112-400-5292-5215
Fuel for City Vehicles and Equipment
30,000
3
109-400-3105-5215
Fuel for City Vehicles and Equipment
13,000
3
501-400-7102-5215
Fuel for City Vehicles and Equipment
12,500
3
502-400-4301-5215
Fuel for City Vehicles and Equipment
9,000
Fuel Total
254,500
9
501-400-7103-8655
Metron Farnier (Water Meter)
50,000
9
502-400-8204-8655
Metron Farnier (Water Meter)
50,000
Metron Farnier Total
100,000
6
001-400-2601-5204
Waterline Technologies, Inc
150,000
8
001-400-4206-6206
Charles Abbot & Associates
100,000
RECREATION, PARKS, LIBRARY
16
001-400-6103-5501
Baker & Taylor
15,000
16
001-400-6103-6277
Baker & Taylor
1,677
16
001-400-6104-5501
Baker & Taylor
36,500
Baker & Taylor Total
53,177
GRAND TOTAL 2,244,177.00
Page 35 of 205
City Council Agenda Statement
F 1 F �' t 1) �� Meeting Date: June 18, 2024
Agenda Heading: Consent
Item Number: 13.4
TITLE:
Second Reading of an Ordinance Amending El Segundo Municipal Code Chapter 1-6
(Personnel Merit System) to Expand List of Positions Exempt from the Civil Service
System
RECOMMENDATION:
Waive second reading of the proposed Ordinance and its title and adopt the
Ordinance amending El Segundo Municipal Code Chapter 1-6 to expand the list
of positions exempt from the Civil Service System.
2. Alternatively, discuss and take other action related to this item.
FISCAL IMPACT:
None.
BACKGROUND:
Exempt positions from the Civil Service system do not have the same rights as
classified positions. Civil Service provides a range of job protections for City employees,
including merit -based hiring and promotions, opportunity for employees to correct
performance issues, and "for cause" termination. In contrast, employees exempt from
Civil Service may be appointed without a competitive hiring process and are subject to
"At -Will" employment (i.e., employment that may be terminated at any time for any
reason not prohibited by law).
El Segundo Municipal Code ("ESMC") §§ 1-6-1 and 1-6-1 require Civil Service
membership for all City employees except those specifically exempted. ESMC § 1-6-4
exempts department heads, elective officers, and certain specified positions listed
therein.
The "At -Will" classifications in the "Management and Confidential" unrepresented group
are based upon positions requiring a particularly high degree of professional
Page 36 of 205
Second Reading of an Ordinance
June 18, 2024
Page 2 of 4
responsiveness, individual accountability, broad management responsibilities, and
independent discretion required to perform assigned responsibilities.
The proposed Ordinance was introduced at the June 4, 2024 City Council meeting, and
the City Council directed staff to schedule the second reading at the June 18, 2024
regular City Council meeting.
DISCUSSION:
The Environmental Programs Manager is a new classification that was approved at the
November 7, 2023 City Council meeting as an At -Will position. The final step in
confirming the At -Will status requires an amendment to the municipal code.
The Building Safety Manager became vacant in September 2023. In accordance with
the Ordinance 1656 adopted on February 6, 2024, positions marked with an asterisk are
to become exempt from the Civil Service system once vacated and a revised
classification specification was approved by City Council. On May 21, 2024, City
Council approved the revised classification specification which includes a title change
from Building Safety Manager to Building Official. An update to the municipal code with
the new classification title is also required.
The proposed Ordinance would replace Ordinance 1656, add the Environmental
Programs Manager position to the list of those exempted from the Civil Service system,
and retitle the Building Safety Manager to Building Official. The positions proposed
added are noted below in bold text. A Civil Service exemption for each of the three
positions noted below with an asterisk (*) will become effective upon vacation of each
position and City Council approval of a revised classification specification for the
position.
Positions Excluded from Civil Service System
Assistant City Clerk (At -Will)
Building Official (At -Will)
City Attorney
City Engineer (At -Will)
City Manager
Communications Manager (At -Will)
Deputy City Manager
Page 37 of 205
Second Reading of an Ordinance
June 18, 2024
Page 3 of 4
Environmental Programs Manager (At -Will)
Finance Manager (At -Will)
General Services Superintendent (At -Will)
Human Resources Manager (At -Will)
Information Systems Manager (At -Will)
Library Services Manager*
Park Maintenance Superintendent*
Planning Manager (At -Will)
Principal Civil Engineer*
Recreation Manager (At -Will)
Risk Manager (At -Will)
Senior Civil Engineer (At -Will)
Senior Executive Assistant (At -Will)
Treasury and Customer Service Manager (At -Will)
Utilities Superintendent (At -Will).
Implementation Actions
To implement the above actions, modification to ESMC Chapter 1-6 is needed to
comply with City's personnel policies and practices and state law. The proposed
Ordinance would exclude the positions listed above from the merit system. Two
readings of the Ordinance are required for approval. Staff recommends a second
reading and adoption of the proposed Ordinance at the regular June 18, 2024 City
Council meeting.
CITY STRATEGIC PLAN COMPLIANCE:
Goal 3: Promote a Quality Workforce Through Teamwork and Organizational
Efficiencies
Objective 3A: El Segundo is an employer of choice and consistently hires for the future,
with a workforce that is inspired, world -class, engaged and innovative.
Page 38 of 205
Second Reading of an Ordinance
June 18, 2024
Page 4 of 4
PREPARED BY:
Rebecca Redyk, Human Resources Director
REVIEWED BY:
Rebecca Redyk, Human Resources Director
APPROVED BY:
Barbara Voss, Deputy City Manager
ATTACHED SUPPORTING DOCUMENTS:
Ordinance Amendment ESMC Chapter 1-6 Civil Service
Page 39 of 205
ORDINANCE NO.
AN ORDINANCE AMENDING EL SEGUNDO MUNICIPAL CODE
CHAPTER 1-6 (PERSONNEL MERIT SYSTEM) TO EXPAND THE LIST
OF POSITIONS EXEMPT FROM THE CIVIL SERVICE SYSTEM.
The City Council of the City of El Segundo does ordain as follows:
SECTION 1. The City Council finds and determines as follows:
A. State law allows cities to adopt civil service programs that are adaptable to
their respective sizes and types via ordinance (Gov. Code, § 45000 et seq.)
B. The City has adopted a civil service system which is set forth in El Segundo
Municipal Code ("ESMC") Chapter 1-6 (Personnel Merit System).
C. The City Council desires to adopt this Ordinance to memorialize updates to
the positions excluded from the City's civil service system.
SECTION 2. El Segundo Municipal Code ("ESMC") § 1-6-4 is amended in its
entirety to read as follows:
"1-6-4: EXCLUSIONS:
Effective , 2024, those officers and members of departments, in
addition to department heads and elected officers who are expressly excluded
from the merit system, are:
Assistant City Clerk (At -Will)
Assistant City Manager (At -Will)
Building Official (At -Will)
City Attorney
City Engineer (At -Will)
City Manager
Communications Manager (At -Will)
Deputy City Manager
Environmental Programs Manager (At -Will)
Finance Manager (At -Will)
Page 40 of 205
City of El Segundo
Ordinance No.
Page 2 of 4
General Services Superintendent (At -Will)
Human Resources Manager (At -Will)
Information Systems Manager (At -Will)
Library Services Manager*
Park Maintenance Superintendent*
Planning Manager (At -Will)
Principal Civil Engineer*
Recreation Manager (At -Will)
Risk Manager (At -Will)
Senior Civil Engineer (At -Will)
Senior Executive Assistant (At -Will)
Treasury and Customer Service Manager (At -Will)
Utilities Superintendent (At -Will).
*NOTE: Any position designated above with an asterisk will only be excluded
from the personnel merit system under this section upon both the vacancy of
such position after the date first set forth in this section and City Council approval
of a revised classification specification for the position."
SECTION 3. Validity of Previous Code Sections. If this entire Ordinance or its application
is deemed invalid by a court of competent jurisdiction, any repeal of the ESMC or other
regulation by this Ordinance will be rendered void and cause such ESMC provision or
other regulation to remain in full force and effect for all purposes.
SECTION 4. Enforceability. Repeal or amendment of any previous Code Sections does
not affect any penalty, forfeiture, or liability incurred before, or preclude prosecution and
imposition of penalties for any violation occurring before this Ordinance's effective date.
Any such repealed part will remain in full force and effect for sustaining action or
prosecuting violations occurring before the effective date of this Ordinance.
SECTION 5. Severability. If any part of this Ordinance or its application is deemed invalid
by a court of competent jurisdiction, the City Council intends that such invalidity will not
Page 41 of 205
City of El Segundo
Ordinance No.
Page 3 of 4
affect the effectiveness of the remaining provision or application and, to this end, the
provisions of this Ordinance are severable.
SECTION 6. The City Clerk, or her duly appointed deputy, is directed to certify the
passage and adoption of this Ordinance; cause it to be entered into the City of El
Segundo's book of original ordinances; make a note of the passage and adoption in the
records of this meeting; and, within fifteen (15) days after the passage and adoption of
this Ordinance, cause it to be published or posted in accordance with California law.
SECTION 7. Construction. This Ordinance must be broadly construed to achieve the
purposes stated in this Ordinance. It is the City Council's intent that the provisions of this
Ordinance be interpreted or implemented by the City and others in a manner that
facilitates the purposes set forth in this Ordinance.
SECTION 8. Environmental Review. This Ordinance was reviewed pursuant to the
California Environmental Quality Act (Public Resources Code §§ 21000, et seq., "CEQA")
and the regulations promulgated thereunder (14 Cal. Code of Regulations §§15000, et
seq., the "CEQA Guidelines"). Based upon that review, this Ordinance is exempt from
further review pursuant to CEQA Guidelines §15061(b)(3) because it can be seen with
certainty that there is no possibility that the Ordinance may have a significant effect on
the environment.
SECTION 9. Recording. The City Clerk is directed to certify the passage and adoption of
this Ordinance; cause it to be entered into the City's book of original ordinances; make a
note of the passage and adoption in the records of this meeting; and, within 15 days after
the passage and adoption of this Ordinance, cause it to be published or posted in
accordance with California law.
SECTION 10. Execution. The Mayor, or presiding officer, is hereby authorized to affix his
signature to this Ordinance signifying its adoption by the City Council of the City of El
Segundo, and the City Clerk, or duly appointed deputy, is directed to attest thereto.
SECTION 11. Effective Date. This Ordinance will take effect on the 30th day following its
final passage and adoption.
ORDINANCE NO. HAD ITS FIRST READING ON , ITS
SECOND READING ON , AND WAS DULY PASSED, APPROVED,
AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF EL SEGUNDO AT ITS
REGULAR MEETING OF
Page 42 of 205
City of El Segundo
Ordinance No.
Page 4 of 4
Drew Boyles, Mayor
ATTEST:
Tracy Weaver, City Clerk
APPROVED AS TO FORM:
Mark D. Hensley, City Attorney
Page 43 of 205
City Council Agenda Statement
F I, F �' t I) �� Meeting Date: June 18, 2024
Agenda Heading: Consent
Item Number: B.5
TITLE:
Amendments to Agreements with Swoop, Inc. and Lyft, Inc. to Provide Transportation
Services Through Fiscal Year 2024-25
RECOMMENDATION:
Authorize the City Manager to execute a Second Amendment with Swoop, Inc.
for $139,000 for various shuttle and day trip operations for FY 2024-25.
2. Authorize the City Manager to execute a Second Amendment with Lyft for
$85,000 for Dial a Ride and Dr. Dial a Ride services for FY 2024-25.
3. Alternatively, discuss and take other action related to these items.
FISCAL IMPACT:
The total cost to operate the Beach Shuttle, Day Trips, Event Shuttles, and Lyft services
for FY 2024-25 is estimated to be $224,000 as follows:
1. Summer Beach Shuttle Services: $95,000 (Swoop)
2. Day Trip Services: $20,000 (Swoop)
3. Spring Break Beach Shuttle Services: $9,000 (Swoop)
4. Event Shuttle Services: $15,000 (Swoop)
5. Lyft Services: $85,000 (Lyft)
A total amount of $476,128 of Prop A funding is included in the FY 2024-25 Adopted
Budget for transportation related services. Staff is proposing amending contracts with
Swoop and Lyft in the amount of $224,000 to continue transportation programs. The
remaining balance of Prop A funds will be held for other transportation related expenses
and future transportation services to be planned by staff in coordination with the
Transportation Subcommittee of the Recreation and Parks Commission.
Amount Budgeted: $174,000
Additional Appropriation: No
Page 44 of 205
Transportation Services Contract Amendments
June 18, 2024
Page 2 of 4
Account Number(s): 112-400-5293-6206 (Contractual Shuttle Services)
Amount Budgeted: $100,000
Additional Appropriation: No
Account Number(s): 112-400-5292-6206 (Contractual Dial a Ride Services)
Amount Budgeted: $35,000
Additional Appropriation: No
Account Number(s): 112-400-5294-6216 (Trip Rental Services)
BACKGROUND:
The Recreation, Parks and Library Department offered a variety of transportation
services to residents during Fiscal Year 2023-24 through contract services with Swoop,
Inc. ("Swoop") and Lyft, Inc. ("Lyft"). These services included the Beach Shuttle
program, excursions, Lyft services, event shuttle services and the El Segundo Connect
Pilot program. Staff is proposing the continuation of all of these services except the El
Segundo Connect program.
Beach Shuttle Program
The City of El Segundo began offering the Beach Shuttle in June 1985. The beach
shuttle services continued operation until the onset of the COVID-19 pandemic.
Historically, these services were conducted using a City owned shuttle and City
employed drivers. In recent years, the Department has been contracting vendors to
provide these services due to challenges hiring and retaining qualified drivers.
The Beach Shuttle operates during spring and summer break, transporting residents
from various locations around town to El Porto beach. The hours for the shuttle services
are 11:00 a.m. to 4:30 p.m. Monday through Saturday.
Ridership for Summer 2023 was 3,378. Ridership for Spring of 2024 was 238. The cost
to operate the Beach Shuttle Program for Fiscal Year 23/24 was $93,600. The average
cost for the City to transport one rider was $25. Because of the prevalence of youth
utilizing E-bikes for transportation, staff will monitor ridership closely this year to
determine if the Beach Shuttle services are still needed or should be reduced in the
future.
Excursion Services
The Day Trippers is a once -a -month program that began in 2018. The program takes
seniors to various sites throughout Los Angeles County. These locations include
museums (Getty Center, Broad Museum, Hammer Museum), historical landmarks,
Farmers' Markets and other entertainment locations. In addition to the senior Day
Trippers program, City staff have also offered day trips to adult residents to various
attractions in Los Angeles County to experience art and culture programming. Finally,
Page 45 of 205
Transportation Services Contract Amendments
June 18, 2024
Page 3 of 4
day trip services have been included in day camps and and teen programs to transport
youth to a variety of attractions and events throughout Los Angeles County.
Lyft Services
In October 2021, the Council voted to approve a pilot program for transportation
services to medical appointments for seniors and disabled residents. The service is
provided through a contract agreement with Lyft and is offered on Tuesdays and
Thursdays. Participants in the program must have a Recreation ID and either be at least
55 years of age or disabled. Eligible riders can call and reserve rides up to five days in
advance or reserve rides via the Lyft mobile app. Riders are subsidized up to $20 with
program participants paying a minimum of $5 per ride.
Event Shuttle Services
The Recreation, Parks and Library Department also assists residents with transportation
to and from City activities, programs and services. Examples of this include shuttles to
the Little League World Series events, shuttles to and from Candy Cane Lane and
shuttles for El Segundo Unified School District students from various schools to local
parks. To support these efforts, staff is requesting $15,000 in funding to accommodate
requests for Fiscal Year 24/25.
ES Connect Program
In Summer 2021 the Recreation Transportation committee conducted informal online
community surveys to determine what transportation services were desired by
residents. Based on survey and community feedback information, the Transportation
Committee recommended a pilot program to provide transportation service to lunchtime
locations, public transit such as the Metro station, and City facilities, including Campus
El Segundo and the Aquatics Center. From August 23, 2023 to November 15, 2023 the
City piloted an El Segundo Connect Pilot Program with Swoop. The program offered
two routes through El Segundo with up to 16 stops. The service operated Monday
through Friday, 11:30am to 6:OOpm.
The pilot serviced over 1,193 riders. Based on the number of rides and the monthly cost
to operate the program, each ride utilized $79.77 of Prop A funding. Due to the high
cost of this service, staff did not recommend the continuation of the El Segundo
Connect program.
DISCUSSION:
The current transportation contracts with Swoop and Lyft will expire on June 30, 2024.
Staff are projecting Fiscal Year 2023-24 year end totals to be $292,280 for
transportation services. The Recreation, Parks, and Library Department is requesting
the City Council to authorize the extension of the contracted transportation services for
Page 46 of 205
Transportation Services Contract Amendments
June 18, 2024
Page 4 of 4
the 2024-25 Fiscal Year in the amount of $224,000 to continue providing transportation
services. The balance of Prop A funds, estimated to be $143,000, will remain in the fund
balance for to reimburse administrative costs and to fund future programs and
services.
CITY STRATEGIC PLAN COMPLIANCE:
Goal 1: Enhance Customer Service, Diversity, Equity, Inclusion and Communication
Objective 1A: El Segundo provides unparalleled service to all customers.
PREPARED BY:
Linnea Palmer, Recreation Specialist
REVIEWED BY:
Aly Mancini, Recreation, Parks and Library Director
APPROVED BY:
Barbara Voss, Deputy City Manager
ATTACHED SUPPORTING DOCUMENTS:
None
Page 47 of 205
,,, M City Council Agenda Statement
E L S E G U N D O Meeting Date: June 18, 2024
Agenda Heading: Consent
Item Number: B.6
TITLE:
Event Permit Fee Waiver El Segundo Firefighters' Association Fun Run
RECOMMENDATION:
1. Approve a seventy-five percent (75%) event fee waiver for the El Segundo
Firefighters' Association Fun Run event.
2. Alternatively, discuss and take other action related to this item.
FISCAL IMPACT:
The waived fees for this event would total approximately $33,449.91.
BACKGROUND:
The El Segundo Firefighters' Association ("Association"), a local non-profit organization,
has requested a fee waiver for special event permit fees associated with the First
Annual Fun Run event. The Fun Run is scheduled for Sunday, August 4th, 2024 at
various locations throughout the city. The Association is planning this event to
encourage community engagement with the El Segundo Fire Department and to raise
funding to provide assistance to local community organizations. The event also aims to
educate participants about fire safety while providing an opportunity for families and
individuals to come together in support of a common cause.
The Fee Waiver Request Form and Fee Waiver Scorecard are attached to this report.
The fee waiver aims to help offset costs for the event, providing the Association with
more opportunity to give back to community programs.
DISCUSSION:
At the December 19, 2023 meeting, the City Council approved the process for non-profit
organizations based in El Segundo to request fee waivers for events. Based on the
attached Fee Waiver Scorecard (Attachment 1), a waiver of 75% of fees is
Page 48 of 205
Waiver of Special Event Permit Fees (75%) for the El Segundo Firefighters'
Association Fun Run
June 18, 2024
Page 2 of 2
recommended for this local, non -profit -run event.
CITY STRATEGIC PLAN COMPLIANCE:
Goal 1: Enhance Customer Service, Diversity, Equity, Inclusion and Communication
Objective 1A: El Segundo provides unparalleled service to all customers.
Objective 1 B: El Segundo's engagement with the community ensures excellence.
PREPARED BY:
Linnea Palmer, Recreation Specialist
REVIEWED BY:
Aly Mancini, Recreation, Parks and Library Director
APPROVED BY:
Barbara Voss, Deputy City Manager
ATTACHED SUPPORTING DOCUMENTS:
1. ESFA Fun Run Fee Waiver Scorecard 2024
2. ESFD FEE WAIVER REQUEST
3. ESFA Fun Run Route
Page 49 of 205
CITY OF EL SEGUNDO FEE WAIVER SCORECARD
EVENT NAME & DATE: 5K Run for Public Safety
Category
Comments
Score
ORGANIZATION INFORMATION
This section considers the organization's financial status and the percentage
of the organization 's funds that are used directly for social programs.
Type of Organization
El Segundo Fire Fighter's Association -
Resident / El Segundo Non -Profit 00)
501(c)(3) - Non -Profit
El Segundo School Org. (8)
Non -Resident Non -Profit (6)
10
Resident Commercial (4)
Non -Resident Commercial (2)
Other (0)
EVENT/PROGRAM INFORMATION
This section considers whether or not the event is a fundraiser.
It also considers who the event or program is designed for.
Fundraising Status
Non -fundraising (4)
3
Fundraising for ES Org (3)
Fundraising for other (1)
Target Audience
(Defined as the population that the event or
program is intended to serve.)
El Segundo Residents (4)
4
General Public (3)
Exclusive Use (0)
Cost to Participate
Free to attend (2)
Fee charged (0)
0
CONSIDERATIONS
This section considers the perceived benefits and the impacts
of the event or pLegrani to the residents of the City El Segundo.
Perceived Community Benefit
Benefits residents and local businesses
Mostly Community (5)
Considerable Community (4)
5
Balanced (3)
Considerably Individual (2)
Mostly Individual (0)
Impact
Roads closed for runners. Music creates
Street Closure (4)
sound impact.
Property Wear & Tear (-1)
-2
Sound Impact 0)
Other Considerations &
Recommendations
TOTAL SCORE (out of 25)
20
Total Amount Requested to be Waived $33,449.91
Total Amount Waived
Page 50 of 205
CITY OF D• - FEE WAIVER REQUEST FORM
Applicant must complete this form at least 60 days prior to the date of the event.
Applicant must attach a copy of the most recent year's financial statement of the requesting organization.
Name of Organization
El Segundo Fire Department
Date Submitted
5-8-2024
Organization Address
314 Main Street
El Segundo, CA 90245
Type of Organization
a Resident Individual/Non Profit (501c # ) *attach IRS certification
❑ Non -Resident Non Profit (501c # ) *attach IRS certification
❑ Resident Commerical Business ❑ Non -Resident Commerical Business
Contact Name, Phone, Email
Khalid Abdelshife - 310-658-6152 - kabdelshife@elsegundo.org
Name of Event
5K Run for Public Safety
Type of Event
I
5K Run
Address/Location of Event
314 Main Street
El Segundo, CA 90245
Event Dates/Times (including set-up & break -down)
From
Date
$ /3 /2024
Time
6 .00 Oam /ppm
To
Date
8 /4 /2024
Time
Oam /Opm
Aniticipated Attendance
1,000
Has this event previously been held? QYes / No0
Is there any admission/registration charged? QYes / No Q
Were City fees previously waived? QYes / Noo
ESTIMATED REVENUE
BudgetEvent
AMOUNT ESTIMATED EXPENSES
AMOUNT
Cash Donations
Equipment & Supplies
Admission/Registration Fees
$44.35 per runner
Advertising
Vendor Fees
Staff/Security
Other
Site Services
TOTAL REVENUE
TOTAL EXPENSES
Estimated Expenses - City Support
CITY DEPARTMENT
PERSONNEL NON -PERSONNEL
TOTAL
Fire Department
Police Department
$24,210.00
$24,210.00
Public Works Department
$13,208.11
$6,977.77
$20,185.88
Recreation & Parks Department
Permit Fees (Event, Banner, Sound, Rental)
$204.00
Equipment (Tables, Chairs, Canopies)
Miscellaneous
TOTAL
$37,418.11
$7,181.77
$44,599.88
Organization's Financial Summary (to be completed by City
Salaries / Admin / Advertising $
Staff)
Total Annual Budget
$
Other Expenses $
Direct to Social **
** "Direct to Social" represents the percentage of the organization's annual operating budget that is used for social programs.
Page 51 of 205
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City Council Agenda Statement
F I, F, G t I) O Meeting Date: June 18, 2024
Agenda Heading: Consent
Item Number: B.7
TITLE:
Waiver of Bidding for Cooperative Purchase of Five New Police Department
Motorcycles
RECOMMENDATION:
1. Pursuant to El Segundo Municipal Code 1-7-9(C), authorize the cooperative
"piggyback" purchase of five new 2024 BMW R-1250 RT-P 716 motorcycles
through a competitively bid City of Sacramento contract #1322153311006 in an
amount not to exceed $167,834.57, including a $5,000 contingency.
2. Authorize the City Manager, or designee, to execute all necessary agreements,
orders, or other documentation to effectuate the purchase of the motorcycles.
3. Authorize the City Manager, or designee, to repurpose, sell, or auction the
department's used motorcycle fleet, except for two low -mileage BMW
motorcycles that will be kept for training purposes.
4. Alternatively, discuss and take other action related to this item.
FISCAL IMPACT:
Amount Budgeted: $161,500 in account #601-400-3101-8105 (Equipment
Replacement Fund)
Additional Appropriation: $6,334.57 in account #120-400-0000-8104 (Citizens Options
for Public Safety ("COPS") Fund)
BACKGROUND:
El Segundo Municipal Code § 1-7-9(C) allows the City to bypass competitive bidding if it
utilizes a cooperative purchase through another public agency that competitively bid a
procurement for the proposed goods or services within the last five years. Such
cooperative "piggyback" purchases require City Council approval if over $50,000.
Page 53 of 205
Purchase of Five Police Department Motorcycles
June 18, 2024
Page 2 of 4
The El Segundo Police Department ("ESPD") utilizes five 2019 BMW R 1250 RT-P
police motorcycles for everyday enforcement. In addition, two 2013 Honda ST 1300P
police motorcycles are maintained and utilized for training purposes and as spare units
to be used during special events.
Due to the nature and intensity of use, the replacement interval schedule for these units
is set for three years. Due to budget constraints at the time of the scheduled
replacement, which was 2023, the replacement was delayed for one year on the BMW
motorcycles. The replacement of the two 2013 Honda motorcycles was set for
September 2016. ESPD kept the two Honda motorcycles as spares to be used as
training motorcycles, so the BMW motorcycles would have less chance of being
damaged.
Based on an assessment conducted by ESPD personnel and fleet maintenance staff,
the BMW and Honda motorcycles have exceeded the life expectancy for everyday use.
This determination was based on the age, mileage, overall condition, warranties being
expired, and repair history, as well as the ESPD needs. Some additional factors that
contributed to that determination are as follows:
• The new 2024 BMW motorcycles have dramatically increased their safety
features from the 2019 models, making them safer for the riding officers and the
public. Some enhancements include advanced ABS, a touchscreen console, self -
shifting capabilities, and LED emergency lighting.
• The 2019 BMW motorcycles' warranty has expired, and any non -warranty related
service is the responsibility of the City to pay for.
• As the 2019 BMWs age, they have become less reliable, and the service costs
continue to increase. For example, in the past 12 months, the City has paid
approximately $15,000. This is up $5,000 from the previous 12 months.
• The Honda motorcycles that are used as spares for training are 11 years old and
have also surpassed their life expectancy.
Lastly, ESPD proposes keeping two of the lower mileage BMW motorcycles for training
and replacing the two Honda motorcycles that are used as our current training
motorcycles. This will allow us to replace the 11-year-old Honda motorcycles with two
2019 BMW motorcycles and make our training bikes the same make, and similar model,
as the motorcycles our officers currently ride in the field.
DISCUSSION:
Following a detailed evaluation of potential police motorcycle options, Staff determined
the BMW R1250 RT-P 716 police motorcycle remains the best option to meet the
ESPD's needs based on operational and functional maneuverability, substantial safety
features, and maintenance needs and costs. Below are some of the
features/manufacturer's equipment that are only available on the BMW police
Page 54 of 205
Purchase of Five Police Department Motorcycles
June 18, 2024
Page 3 of 4
motorcycle.
• Cornering ABS — Allows the officer/rider to maintain control while braking in
turns.
• Electronic Suspension Adjustment ("ESA)" with Dynamic Traction Control
("DTC")
• 46-degree lean angle.
• Minimum octane fuel rating: 87 AKI - Regular (significant savings — can use City
bulk fuel).
• Fuel capacity of 6.6 gallons with a range of over 300 miles.
• 6000-mile service intervals.
• Fully integrated LED emergency lighting system.
• Three -tone 120 dB twin -speaker siren, air -horn and public address
• Dual linked maintenance free batteries.
• Pre -wired constant and switched -power circuits for computers, printers or video
systems.
• Ergonomically arranged instruments.
• Heated seat and handlebar grips.
• Weather protection package.
• 3 years/60,000-mile warranty.
This purchase will be primarily funded from the Equipment Replacement fund in the
amount of $161,500. An additional appropriation of $6,334.55 is requested from the
state's COPS fund, which includes a $5,000 contigency. If approved, all new 2024 BMW
motorcycles will be placed on the Equipment Replacement schedule with a three-year
service life.
CITY STRATEGIC PLAN COMPLIANCE:
Goal 1: Support Community Safety and Preparedness
Objective 1A: The city has a proactive approach to public safety, preparedness and
crime that is outcome focused.
PREPARED BY:
Amanda O'Donnell, Executive Assistant to Chief of Police
REVIEWED BY:
Saul Rodriguez, Police Chief
APPROVED BY:
Barbara Voss, Deputy City Manager
ATTACHED SUPPORTING DOCUMENTS:
Page 55 of 205
Purchase of Five Police Department Motorcycles
June 18, 2024
Page 4 of 4
Long Beach BMW Quote
Page 56 of 205
WMLART,=
5/22/2024
City of Sacramento Contract Bid No. B22153311006
2024 BMW R 1250 RT-P 716
$
29,209.14
Gear Shift Assist Pro
Incl.
Black Wheels
NIC
FIVIS Rear Flashlight/PR24 Holder Left
$
200.00
FMS Pro Laser 4 Lidar Holder
$
299.00
FIVIS Rifle Rack
Incl.
Doc fee
Ind.
Shipping
Incl.
Sub Total
$
29,708.14
Total (5) bikes
$ 148,540.70
Sales Tax 9.500%
$
14,111.37
Tire Fee
$
17.50
CVR Fee
$
165=
Total OTD
$ 162,834.57
Charles Berthon
Page 57 of 205
City Council Agenda Statement
F I, F, G t I) O Meeting Date: June 18, 2024
Agenda Heading: Consent
Item Number: B.8
TITLE:
Waiver of City Municipal Code Section 10-1-4(C) to Allow Alcohol for Walk With Sally's
White Light White Night Event
RECOMMENDATION:
Approve request to waive City Municipal Code section 10-1-4(C) to allow alcohol
on Park Place and Apollo Street during the White Light White Night event on
Saturday, August 10, 2024.
2. Alternatively, discuss and take other action related to this item.
FISCAL IMPACT:
None.
BACKGROUND:
Walk With Sally, a local non-profit organization, is requesting approval from the City
Council to host and serve alcohol at their White Light White Night event on Saturday,
August 10, 2024. White Light White Night is Walk With Sally's annual South Bay gala
focused on uniting and inspiring the community through creativity and joy, while raising
awareness and critical funds needed to support their mission. This year the organization
will be celebrating 20 years of serving children impacted by cancer. The event will
include food, drinks, and live entertainment. The estimated attendance for this event is
1,000.
Walk With Sally is requesting the City Municipal Code section 10-1-4(C) be waived to
allow alcohol on a public street for this event. Walk With Sally would be subject to
compliance with California Department of Alcohol Beverage Control ("ABC") regulations
and permitting requirements.
Page 58 of 205
Request to Allow Alcohol on for Walk With Sally's White Light White Night Event
June 18, 2024
Page 2 of 2
DISCUSSION:
The Annual Walk With Sally event will take place on Park Place and Apollo Street with
alcohol to be served on the patios of 806 and 809 Apollo Street. The event will be
bound with barricades and include private security to ensure safety and supervision. An
event map is attached (Attachment 1). The event is scheduled from 5 p.m. to 10 p.m.,
and staff will continue to work with Walk With Sally's CEA, Tash Brooks, on the logistics
for the event.
El Segundo Municipal Code 10-1-4(C) prohibits the consumption or possession of
intoxicating liquor on any street, sidewalk or parkway, park, playground, or in any public
place, or in any place open to the patronage of the public, whose premises are not
licensed for the consumption of liquor, which would include Park Place and Apollo
Street. Therefore, City Council action is required and requested to facilitate the
proposed allowance of alcohol for this event.
CITY STRATEGIC PLAN COMPLIANCE:
Goal 5: Champion Economic Development and Fiscal Sustainability
Objective 5A: El Segundo promotes economic growth and vitality for businesses and
the community.
PREPARED BY:
Linnea Palmer, Recreation Specialist
REVIEWED BY:
Aly Mancini, Recreation, Parks and Library Director
APPROVED BY:
Barbara Voss, Deputy City Manager
ATTACHED SUPPORTING DOCUMENTS:
Walk With Sally Event Map
Page 59 of 205
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Page 60 of 205
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ALL RIGHTS RESERVED
Title:
WALK WITH SALLY
CANCER BENEFIT
Date Drawn:
5-29-2024
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Location:
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CA 90245
Guest Count:
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Page 61 of 205
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Page 63 of 205
AUCTION TABL
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540 Hawaii Ave.
Torrance, CA 90503
310-320-6200
THE DRAWINGS, IDEAS,SPECIFICATIONS AND
DETAILS IN THIS DOCUMENT ARE THE SOLE AND
EXCLUSIVE PROPERTY OF CHOURA EVENTS.THIS
DOCUMENT AND ITS CONTENTS SHALL BE TREATED
AS CONFIDENTIAL AND PROPRIETARY IN NATURE.
READER AGREES NOT TO DIVULGE, DISCLOSE, OR
COMMUNICATE TO ANY PERSON, FIRM, OR
CORPORATION AT ANYTIME, ANY OF THE
CONTENTS OF THIS DOCUMENT. THIS DOCUMENT
MAY NOT BE REPRODUCED, IN PART OR WHOLE,
WITHOUT PRIOR WRITTEN CONSENT OF CHOURA
EVENTS. THIS DOCUMENT REPRESENTS VISUAL
CONCEPTS AND CONSTRUCTION SUGGESTIONS
ONLY AND DOES NOT NECESSARILY REPRESENT
AS —BUILT OR EXISTING CONDITIONS. CHOURA
EVENTS IS UNQUALIFIED TO DETERMINE THE
STRUCTURAL APPROPRIATENESS OF DESIGN
CONCEPTS REPRESENTED AND DOES NOT ASSUME
RESPONSIBILITY FOR IMPROPER
ENGINEERING,CONSTRUCTION, HANDLING OR USE
OF INFORMATION CONTAINED HEREIN. ALL
MATERIALS AND CONSTRUCTION MUST COMPLY
WITH THE MOST STRINGENT APPLICABLE FEDERAL
AND LOCAL FIRE SAFETY CODES.
ALL RIGHTS RESERVED
Title:
WALK WITH SALLY
CANCER BENEFIT
Date Drawn:
5-29-2024
Drawn By:
JCA
Install Date:
8-8-24
Event Date:
8-10-24
Strike Date:
8-11-24
Client:
WALK WITH
SALLY
Location:
840 Apollo El Segundo,
CA 90245
Guest Count:
1000
N
VIP EATING/GA SEATING 1 1
Page 64 of 205
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Choura Events
540 Hawaii Ave.
Torrance, CA 90503
310-320-6200
THE DRAWINGS, IDEAS,SPECIFICATIONS AND
DETAILS IN THIS DOCUMENT ARE THE SOLE AND
EXCLUSIVE PROPERTY OF CHOURA EVENTS.THIS
DOCUMENT AND ITS CONTENTS SHALL BE TREATED
AS CONFIDENTIAL AND PROPRIETARY IN NATURE.
READER AGREES NOT TO DIVULGE DISCLOSE, OR
COMMUNICATE TO ANY PERSON, FIRM, OR
CORPORATION AT ANYTIME ANY OF THE
CONTENTS OF THIS DOCUMENT. THIS DOCUMENT
MAY NOT BE REPRODUCED, IN PART OR WHOLE,
WITHOUT PRIOR WRITTEN CONSENT OF CHOURA
EVENTS. THIS DOCUMENT REPRESENTS VISUAL
CONCEPTS AND CONSTRUCTION SUGGESTIONS
ONLY AND DOES NOT NECESSARILY REPRESENT
AS -BUILT OR DOSTING CONDITIONS. CHOURA
EVENTS IS UNQUALIFIED TO DETERMINE THE
STRUCTURAL APPROPRIATENESS OF DESIGN
CONCEPTS REPRESENTED AND DOES NOT ASSUME
RESPONSIBILITY FOR IMPROPER
ENGINEERING,CONSTRUCTION, HANDLING OR USE
OF INFORMATION CONTAINED HEREIN. ALL
MATERIALS AND CONSTRUCTION MUST COMPLY
WITH THE MOST STRINGENT APPLICABLE FEDERAL
AND LOCAL FIRE SAFETY CODES.
ALL RIGHTS RESERVED
Title:
WALK WITH SALLY
CANCER BENEFIT
Date Drawn:
5-29-2024
Drawn By:
JCA
0 Install Date:
8-8-24
BAR
Event Date:
8-10-24
Strike Date:
8-11-24
Client:
WALK WITH
SALLY
Location:
840 Apollo El Segundo,
CA 90245
Guest Count:
1000
N
STAGE/LOUNGE AREA 1 1
Page 65 of 205
E1, EGt-NI)0
TITLE:
City Council Agenda Statement
Meeting Date: June 18, 2024
Agenda Heading: Staff Presentations
Item Number: D.9
Resolution Amending City's Administrative Code Chapter 1A2 (Management
Confidential Series) Relating to Battalion Chief Classification Salary Increases and
Benefit Changes
RECOMMENDATION:
1. Adopt a Resolution amending the City's Administrative Code to update sections
for the unrepresented Battalion Chief classification covered under Chapter 1A2
Management -Confidential series.
2. Alternatively, discuss and take other action related to this item.
FISCAL IMPACT:
The fiscal impact of the proposed salary and benefit changes for the Battalion Chief
classification included in Chapter 1A2 of the Administrative Code for the Management
and Confidential Series is approximately $142,000 for FY 2024-25.
Additional Appropriation: Staff is requesting an additional appropriation of $142,000
from the General Fund - Unappropriated Fund Balance in FY 2024-25 for implementing
the terms of the salary and benefit changes for the Battalion Chief employees in the
Management and Confidential Series.
Account Numbers:
001-400-3202-4101, Salaries Full -Time $94,432.51
001-400-3202-4201 Retirement CalPERS $20,800.96
001-400-3202-4202, FICA $1,542.14
001-400-3202-4203, Workers Compensation $16,026.28
001-400-3202-4204, Group Insurance $9,198.11
Total: $142,000.00
Page 66 of 205
Revsions to Battalion Chief Salaries and Benefits
June 18, 2024
Page 2 of 5
BACKGROUND:
The Management and Confidential Series are unrepresented employees that are
classified into two subgroups: Mid -Management and Confidential, and Executives. The
Battalion Chief classification is included in the Mid -Management and Confidential group.
These employees are classified as "Safety" under the CalPERS retirement system and
are the highest level of fire personnel under the Fire Chief.
Compensation, benefits and other terms and conditions of employment for the
Management and Confidential Series employees are provided under the City's
Administrative Code Chapter 1A2. On August 15, 2023, a fully amended version of the
Administrative Code was approved and adopted by City Council. While this update
included some changes to benefits for employees in the Battalion Chief classification, it
did not include salary changes. The City's intention was to make salary changes to the
Battalion Chief classification once a successor labor agreement was reached with the El
Segundo Firefighters' Association ("ESFA") bargaining unit.
On May 21, 2024, a new ESFA Memorandum of Understanding was approved and
adopted by the City Council. This staff report includes a red -lined and clean version of
the changes to the Administrative Code made by Resolution after August 15, 2023 and
the proposed new changes relating to the Battalion Chief classification.
DISCUSSION:
The unrepresented Battalion Chief classification oversees ESFA-represented
employees. They are responsible for one of three platoons of fire safety personnel, and
they directly supervise the Fire Captain rank. The compensation structure for the
Battalion Chief and employees in the ESFA differ in the method in which salaries are
maintained (salary range adjustment or cost -of -living increase) and the number of
special and incentive pays available. In setting compensation for the Battalion Chief, it is
important to consider total compensation (base salary plus special pays) of the Fire
Captain to encourage a succession path to promotion and to limit pay compaction
between the supervisory and subordinate ranks.
The City's approach to employee compensation with the newly approved labor
agreements is to eliminate special pays and apply them to base salary where
appropriate to provide more transparency in salaries. The proposed changes to the
Battalion Chief compensation outlined in this report are in alignment with this approach.
Employees covered under the Administrative Code do not receive cost -of -living
adjustments to salary as is customary with the represented employees in a bargaining
unit. Instead, they receive salary increases based on merit and performance from 1-5%
annually, until the top of the established salary range for the position has been attained.
Once at the top of the salary range, no additional salary can be provided, regardless of
satisfactory job performance. After the salary range is adjusted, if an employee is due
Page 67 of 205
Revsions to Battalion Chief Salaries and Benefits
June 18, 2024
Page 3 of 5
for their annual evaluation, they may be awarded a salary increase based on their
performance and availability in the salary range. The salary range for the Battalion Chief
classification was last adjusted on June 4, 2019.
Employees in the ESFA received a 1.5% cost -of -living adjustment in February 2024 and
will receive an additional 5.3% cost -of -living adjustment in July 2024. The proposed
salary range adjustment of 6.8% for the Battalion Chief maintains the differential
between the unrepresented and represented ranks.
The Battalion Chief is eligible for two special pays in addition to base salary. These
pays include an Educational Incentive for possession of a Bachelor's degree at
$1,170.19 per month or a Master's degree at $1,755.28 per month and Chief Officer
certification at $585.09 per month. The proposed change eliminates the Educational
Incentive and instead provides the pay in base salary at the rate earned by a Battalion
Chief with a Master's degree. This same methodology is incorporated in the new ESFA
labor agreement.
Another difference in the compensation structure between the unrepresented and
represented Fire safety personnel is that Battalion Chiefs do not receive Longevity pay
while the subordinate ranks are eligible a two -tiered Longevity pay based on their
service with the City. This pay provision is a significant difference between the ranks for
employees hired prior to 2015. A Fire Captain in Tier 1 with 19 years of service receives
$2,199.50 per month in Longevity pay. The proposed change to eliminate the Chief
Officer certification pay and incorporate $2,199.50 per month to base salary further
streamlines Battalion Chief compensation by eliminating all remaining special pays and
reduces the gap between the ranks by the Tier 1 Longevity pay provision received by
Fire Captains.
Battalion Chiefs work on a 48/96 suppression shift schedule with 24-hour shifts which
equates to 112 hours pay period. All other employees covered under the Administrative
Code work on a schedule which is 80 hours per pay period. Administrative Leave is
provided up to 56 hours per calendar year for all non -executives. A Battalion Chief
would need 24 hours of Administrative Leave to take one workday off. Adjusting the
amount of Administrative Leave eligibility from up to 56 hours to up to 96 hours would
offset the additional hours worked under the suppression shift schedule.
Below is a summary of the proposed changes to Chapter 1A2 of the Administrative
Code- Management and Confidential Series for the Battalion Chief classification. If
approved, these changes would become effective the pay period beginning June 29,
2024:
1. 6.8% Salary Range Adjustment
2. Eliminate the Education Incentive and provide the previous Battalion Chief
Educational Incentive for a Master's degree in the amount of $1,755.28 per
Page 68 of 205
Revsions to Battalion Chief Salaries and Benefits
June 18, 2024
Page 4 of 5
month to base salary.
3. Eliminate the Chief Officer Certification pay of $585.09 per month and instead
provide the Tier 1 Longevity pay for a Fire Captain with 19 years of service in the
amount of $2,199.50 per month to base salary.
4. Increase Administrative Leave hours awarded from up to 56 to 96 per calendar
year.
The updated Administrative Code includes revisions to the following sections:
• Section 1A2.000 Schedule of Classes by Series: Incorporation and revisions to
list of positions covered by Chapter 1A2 completed by prior resolutions.
• Section 1A2.010 Basic Salary Schedule: Revised salary schedule reflects prior
changes updated by resolutions along with proposed new Battalion Chief salary
schedule. The new salary range for Battalion Chief was first adjusted by 6.8%
and then $1,755.28 and $2,199.50 were added to the entrance and top of the
salary range. The new range is $17,882.63 to $20,668.20 per month.
• Section 1A2.100 Administrative Leave: Updated to reflect the increase from up to
56 to up to 96 hours per calendar year for Battalion Chiefs.
• Section 1A2.115.2 Educational Incentive: Updated to reflect elimination of this
pay and addition of $1,755.28 to base pay.
• Section 1A2.123 Chief Officer Certification: Updated to reflect elimination of this
pay and addition of $2,199.50 per month to base pay.
If approved and adopted, Human Resources will work with Finance to implement the
new and updated salary and benefit provisions.
CITY STRATEGIC PLAN COMPLIANCE:
Goal 2: Support Community Safety and Preparedness
Objective 2A: El Segundo is a safe and prepared community.
Goal 3: Promote a Quality Workforce Through Teamwork and Organizational
Efficiencies
Objective 3A: El Segundo is an employer of choice and consistently hires for the future,
with a workforce that is inspired, world -class, engaged and innovative.
aV4]_1N41l ya
Rebecca Redyk, Human Resources Director
REVIEWED BY:
Page 69 of 205
Revsions to Battalion Chief Salaries and Benefits
June 18, 2024
Page 5 of 5
Rebecca Redyk, Human Resources Director
APPROVED BY:
Barbara Voss, Deputy City Manager
ATTACHED SUPPORTING DOCUMENTS:
1. Resolution Providing Changes to Chapter 1A2 Management -Confidential Series
2. Administrative Code Chapter 1A2 Management and Confidential Series - CLEAN
3. Administrative Code Chapter 1A2 Management and Confidential Series -
REDLINE
Page 70 of 205
RESOLUTION NO.
A RESOLUTION OF THE CITY OF EL SEGUNDO, CALIFORNIA
AMENDING THE CITY'S ADMINISTRATIVE CODE TO UPDATE
SECTIONS FOR SPECIFIC UNREPRESENTED CLASSIFICATIONS
UNDER CHAPTER 1A2 (MANAGEMENT — CONFIDENTIAL SERIES).
The City Council of the City of El Segundo does resolve as follows:
SECTION 1: Findings. The City Council finds and declares as follows:
A. Chapter 1A2 of the El Segundo Administrative Code outlines the Management -
Confidential Series
B. Staff seeks to update 1A2 to modify and clarify compensation for
unrepresented employees in the Battalion Chief classification
SECTION 2: Approval. The City Council approves the amendments to Chapter 1A2
(Management — Confidential Series) of the El Segundo Administrative Code set forth in
Exhibit "A" to this Resolution, and such exhibit is incorporated by reference.
SECTION 3: Authority. The City Manager or his designee is authorized to take any steps
necessary in order to effectuate this Resolution.
SECTION 4: Construction. This Resolution must be broadly construed in order to achieve
the purposes stated in this Resolution. It is the City Council's intent that the provisions of
this Resolution be interpreted or implemented by the City and others in a manner that
facilitates the purposes set forth in this Resolution.
SECTION 5: Severability. If any part of this Resolution or its application is deemed invalid
by a court of competent jurisdiction, the City Council intends that such invalidity will not
affect the effectiveness of the remaining provisions or applications and, to this end, the
provisions of this Ordinance are severable.
SECTION 6: The City Clerk is directed to certify the adoption of this Resolution; record
this Resolution in the book of the City's original resolutions and make a minute of this
adoption of the Resolution in the City Council's records and the minutes of this meeting.
SECTION 7: This Resolution is effective upon adoption and will remain effective unless
repealed or superseded.
PASSED AND ADOPTED this 18t" day of June, 2024.
Drew Boyles,
Mayor
Page 71 of 205
ATTEST:
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) SS
CITY OF EL SEGUNDO
I, Tracy Weaver, City Clerk of the City of El Segundo, California, do hereby certify that
the whole number of members of the City Council of said City is five; that the foregoing
Resolution No. was duly passed and adopted by said City Council, approved and
signed by the Mayor, and attested to by the City Clerk, all at a regular meeting of said
Council held on the day of , 2024, and the same was so passed and adopted
by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
Tracy Weaver, City Clerk
APPROVED AS TO FORM:
MARK D. HENSLEY, CITY ATTORNEY
Joaquin Vazquez, City Attorney
Page 72 of 205
EXHIBIT "A"
ADMINISTRATIVE CODE CHAPTER 1A.2 MANAGEMENT AND CONFIDENTIAL
SERIES
Page 73 of 205
THE CITY OF EL SEGUNDO
ADMINISTRATIVE CODE
TITLE 1 A
SALARIES AND CONDITIONS OF EMPLOYMENT
CHAPTER 1 A2
MANAGEMENT AND CONFIDENTIAL SERIES
Revised:
November 2011
August 1, 2012
September 24, 2021
June 15, 2015
May 2016
August 15, 2023
June 18, 2024
Page 74 of 205
CHAPTER 1A MANAGEMENT CONFIDENTIAL SERIES
SECTION 1A2.000- Schedule of Classes by Series..........................................................................1
SECTION 1A2.010- Basic Salary Schedule........................................................................................2
SECTION 1A2.060- Evaluation by City Manager- Department Heads.............................................2
SECTION 1A2.070 Salary Increases Based on Performance...........................................................3
SECTION 1A2.080- Overtime Pay- Exception- Fire Battalion Chiefs...............................................4
SECTION 1A2.087- Salary Placement Upon Promotion...................................................................4
SECTION 1A2.090- Residence Requirements...................................................................................4
SECTION 1A2.100- Administrative Leave..........................................................................................5
SECTION 1A2.105- Flexible Benefit Plan...........................................................................................6
SECTION 1A2.106- Insurance Benefits- Employee Dental, Vision, and Long Term Disability ......
7
SECTION 1A2.108- Insurance Benefits- Retiree Medical- City Contribution..................................7
SECTION 1A2.109- Retiree Dental and Vision...................................................................................8
SECTION 1A2.110- Additional Employment......................................................................................9
SECTION 1A2.115- Educational Expenses- Reimbursement...........................................................9
SECTION 1A2.115.2- Educational Incentive......................................................................................9
SECTION 1A2.120- Deferred Compensation Plan...........................................................................10
SECTION 1A2.121- Flexible Spending Account..............................................................................10
SECTION 1A2.123- Chief Officer Certification.................................................................................10
SECTION 1A2.130- Uniform Allowance...........................................................................................11
SECTION 1A2.131.1- Sick Leave Accumulated for Care of Members of Immediate Family ........
11
SECTION 1A2.134- Sick Leave- Payment Upon Death or Service Retirement..............................11
SECTION 1A2.135- Sick Leave Accrued- Payment of on Disability Retirement or Disability
Separation from the City- Less than 5 Years of City Service.........................................................12
SECTION 1A2.135- Payment of Sick Leave Accrual- After 20 Years of City Service ...................12
SECTION 1A2.135.2- Payment of Sick Leave Accrual- Disability Retirement- 5 or More Years of
CityService........................................................................................................................................12
SECTION 1A2.136- Sick Leave- Leave With Pay Due to Illness- Accumulation of the Same; Sick
LeaveCash Out.................................................................................................................................12
Page 75 of 205
CHAPTER 1A MANAGEMENT CONFIDENTIAL SERIES
SECTION 1A2.137.1- Sick Leave Payouts.......................................................................................13
SECTION 1A2.139- Holidays and Holiday Pay................................................................................13
SECTION 1A2.139.1- Personal Leave/Floating Holiday..................................................................14
SECTION 1A2.140- Holidays and Holiday Pay- Battalion Chiefs...................................................14
SECTION 1A2.144- Vacation Leave..................................................................................................15
SECTION 1A2.144.1-Vacation Accrual Based on Total Service Time in a CalPERS or
ComparableAgency.........................................................................................................................15
SECTION 1A2.145- Vacation Leave Use..........................................................................................15
SECTION 1A2.146- Vacation Leave Cash Out.................................................................................15
SECTION 1A2.147- Vacation Leave Accrual- For Temporary Industrial Disability .......................17
SECTION 1A2.148- Bereavement Leave- Personal Emergencies- Immediate Family Defined .... 17
SECTION 1A2.149-Jury Duty...........................................................................................................17
SECTION 1A2.150- Salaries and Benefits Applicable.....................................................................18
SECTION 1A2.152- City of El Segundo Substance Abuse Policy and Drug Free Workplace
Statement...........................................................................................................................................18
SECTION 1A2.153- CalPERS Member Contribution.......................................................................18
SECTION 1A2.154- Auto Allowance.................................................................................................19
SECTION 1A2.155- Voluntary Binding Arbitration and Bonus Payment.......................................19
Page 76 of 205
SECTION 1A2.000 SCHEDULE OF CLASSES BY SERIES.
The following is a list of City Departments, under which Management and/or Confidential
positions for each Department are listed. Salary ranges for all authorized positions shall be
determined within the ranges depicted in the "Basic Salary Schedule (1A2.010 of the
Administrative Code)."
Executive Management (At -Will)
Chief of Police
Fire Chief
Chief Financial Officer
Deputy City Manager
Director of Community Development
Director of Human Resources
Director of Public Works
Director of Recreation, Parks, and Library
Information Technology Services Director
Mid -Management
Assistant City Clerk (At -Will)
Assistant City Engineer
Aquatics Manager (At -Will)
Battalion Chief
Building Official (At -Will)
City Engineer (At -Will)
Communications Manager (At -Will)
Deputy City Clerk
Deputy City Treasurer II
Environmental Programs Manager (At -Will)
Finance Manager (At -Will)
General Services Superintendent (At -Will)
Human Resources Manager (At -Will)
Information Systems Manager (At -Will)
Librarian II
Library Services Manager
Park Maintenance Superintendent
Planning Manager (At -Will)
Recreation Manager (At -Will)
Risk Manager (At -Will)
Senior Librarian
Treasury & Customer Service Manager (At -Will)
Utilities Superintendent (At -Will)
Confidential
Accountant
Executive Assistant
Human Resources Analyst
Human Resources Technician
Management Analyst
Principal Civil Engineer
Page 77 of 205
City of El Segundo Administrative Code
Chapter 1A2- management and Confidential Series
Page 2 of 19
Senior Civil Engineer (At -Will)
Senior Executive Assistant (At -Will)
Senior Human Resources Analyst
Senior Management Analyst
Special Projects Administrator
(Council Approval) 1/88 and 1/89 (Reso. 4194) 11/00
(Reso. 5350) 06/20
(Reso. 5368) 10/22
(Reso. 5359) 09/22
(Reso. 5385) 12/22
(Reso. 5395) 2/23
(Reso. 5401) 3/23
(Reso. 5420) 6/23
(Reso 5459) 1/24
(Reso. 5490) 5/24
SECTION 1A2.010 BASIC SALARY SCHEDULE.
Effective the pay period beginning August 12, 2023, the following respective salary schedules
are hereby allocated and assigned to the respective Executive and Management/Confidential
classifications.
Effective the pay period beginning June 29, 2024, the attached salary schedule reflects a 6.8%
salary range adjustment for the Battalion Chief classification.
See Attachment for Executives and Management/Confidential Salary Schedules
(Reso. 4965) 12/15
SECTION 1A2.060 EVALUATION BY CITY MANAGER— DEPARTMENT HEADS.
Employees within the Management -Confidential group (including Executive Management Series;
Management Series; and the Confidential Employee Series), hereinafter referred to as "covered
employees," shall be evaluated based upon criteria established by the City Manager.
The City Manager shall approve all performance salary adjustments. Criteria for granting salary
adjustments shall include but not be limited to:
• Present salary.
• Length of service.
• Quality and quantity of work performed.
• Increased competence in handling job responsibilities.
• Attitude and loyalty to City duties.
• Efforts toward self-improvement.
• Exceptional performance.
(Reso. 5154) 06/19
Page 78 of 205
City of El Segundo Administrative Code
Chapter 1A2- management and Confidential Series
Page 3 of 19
1►yX91I[Q►fiI_VJ11 OW-11W_1WdIki[a]N=F-1v"i*W-1v"I4IZO7►1»C7Yo]N►TiI_V[y=1
Salary increases shall be based on evaluation of an individual's performance and shall
acknowledge and reflect the level of job proficiency indicated by the employee's performance
evaluation; there shall be no automatic step progression and no longevity step increases.
Salary increases shall normally be made once each year on an employee's anniversary date.
Increases may be made at other times on the basis of Exceptional job performance or unusual
circumstances. If the employee's anniversary date or other salary increase effective date falls in
the
middle of the pay period, the effective date of the increase will be the first day of that pay period.
Annual salary adjustments shall be granted predicated on merit and the criteria in
Section 1A2.060 as follows: employees rated "Standard" are eligible for an increase up to
five percent (5%); employees rated "Above Standard" and "Exceptional" are eligible to
receive an additional 1-5% accelerated salary increase (Executives are eligible to receive
up to an additional 1-2.5%); and employees rated "Below Standard" or "Unsatisfactory" are
not eligible to receive a salary increase; however, no salary shall fall below the minimum
or exceed the maximum of the salary range assigned to the affected employee's
corresponding classification or position.
Accelerated salary advancement is intended to recognize employees whose job
performance is exemplary and consistently exceeds normal expectations for their current
step.
Prior to an employee completing one (1) year of service at their current salary, an
employee whose performance is exemplary and consistently exceeds normal expectations for
their current salary may be eligible to receive accelerated salary advancement, so long as the
employee has not yet reached the top of their salary range.
In order to be eligible for accelerated salary advancement, the employee's supervisor
or manager must recommend such advancement to the responsible Department Head.
The supervisor or manager shall submit a written report on the prescribed form to the
appropriate Department Head.
The Department Head shall submit the form to the Director of Human Resources,
indicating whether they agree with the supervisor or manager's recommendation and
providing additional comments, if necessary.
The Director of Human Resources shall submit the form to the City Manager, indicating
whether the recommendation conforms to the City-wide criteria for accelerated step
advancement.
The City Manager shall make the final decision whether to approve the employee's
accelerated salary step advancement.
An employee may not receive more than one accelerated salary step advancement within a
twelve (12) month period of time, subject to the requirements provided for in this section.
Page 79 of 205
City of El Segundo Administrative Code
Chapter 1A2- management and Confidential Series
Page 4 of 19
An accelerated salary step advancement shall not change the affected employee's
anniversary date.
The maximum accelerated increase that may be approved by the City Manager is 5% percent in
any fiscal year for Mid -Management and Confidential employees and 2.5% for Executive
Management.
Covered employees may be evaluated immediately upon adoption of this resolution and may
receive an appropriate salary increase at the discretion of the reviewing authority, subject to an
employee evaluation.
Salary increases shall be based upon performance evaluation and shall not exceed the maximum
salary range identified in 1A2.010 (table outlined in Section 1 above, as may be amended from
time to time.
All other provisions of Section 1A2.070 shall remain in effect, including annual employee evaluation
requirements.
(Reso. 1446) 11/86
(Reso.5154) 06/19
(Reso. 5432) 8/23
SECTION 1A2.080 OVERTIME PAY— EXCEPTION —FIRE BATTALION CHIEFS.
Effective October 1, 1988, Executive, Mid -Management, and Confidential Employees shall not
be paid overtime pay with the exception of Fire Battalion Chiefs assigned to Fire Suppression;
they shall be paid time and one quarter (1.25) for time worked on Platoon Duty or scheduled or
non-scheduled re -hires in excess of fifty-six (56) hours per week.
(Council Approval) 11/88
SECTION 1A2.087 SALARY PLACEMENT UPON PROMOTION.
In all cases where an employee is promoted to a classification regulated by this Chapter for which
a higher rate of compensation is provided, then such employee so promoted shall enter into such
higher classification at the lowest rate of compensation provided for such higher classification
which exceeds by not less than five (5%) percent the base rate of compensation, excluding
Special Assignment Pay, received by said employee in such given classification at the time of
such promotion, unless otherwise ordered by the City Council. All supervisors shall be paid a
higher base salary than any of their regularly assigned subordinates (exclusive of Educational
Incentive Pay, Special Assignment, or any other form of compensation). The supervisor's salary
shall not exceed the salary range for which her/she is eligible by length of service and
performance.
(Reso.3446) 11/86
SECTION 1A2.090 RESIDENCE REQUIREMENTS.
The Director of Public Works, Police Chief, and Fire Chief shall reside in a location which would
enable the incumbents of those positions to report to work within one (1) hour of being notified of
an emergency which requires their presence in El Segundo. Driving time shall be defined as the
Page 80 of 205
City of El Segundo Administrative Code
Chapter 1A2- management and Confidential Series
Page 5 of 19
time that it takes an individual to drive to El Segundo from their place of residence during normal
traffic conditions, including morning and afternoon commuter rush hour conditions prevalent in
Southern California. Current and Future occupants of these offices shall have eighteen (18)
months from the date of appointment to meet this requirement.
(Reso. 3539) 6/88
(Reso.4216) 06/01
SECTION 1A2.100 ADMINISTRATIVE LEAVE.
Executive Management positions shall receive up to 80 hours of Administrative Leave per
calendar year upon approval of the City Manager. Mid -Management and Confidential positions
shall receive up to 56 hours of Administrative Leave per calendar year upon recommendation of
the Department Director and approval of the City Manager. This leave has no cash value and
cannot be carried over.
Effective the pay period beginning June 29, 2024, employees in the Battalion Chief
classification shall receive up to 96 hours of Administrative Leave per calendar year upon
recommendation of the Department Director and approval of the City Manager. This leave has
no cash value and cannot be carried over.
(Reso. 3229) 10/83
(Reso. 3446 11 /86)
(Reso. 4582) 12/08
(Reso.4130) 9/99
(Reso.4619) 9/09
(Reso. 5350) 06/20
(Reso. XXXX) 6/24
Page 81 of 205
City of El Segundo Administrative Code
Chapter 1A2- management and Confidential Series
Page 6 of 19
SECTION 1A2.105 FLEXIBLE BENEFIT PLAN
Executive Management, Mid -Management, and Confidential: all positions listed in Section
1(A) above (and as may be amended thereafter), shall be eligible to participate in the City's
Flexible Benefit Plan, as per table below:
Effective
City
Flex Benefit
City
Date
Maximum
— City
Contribution
Health
Contribution
Monthly total:
Insurance
per month
Contribution
per month
Under
"PEMHCA"
(Per City
Resolution
filed with
CaIPERS
Upon
$932
$768
$1,700
approval and
adoption
(August 15,
2023)
January 1,
$932
$818
$1,750
2024
January 1,
$932
$868
$1,800
2025
January 1,
$932
$918
$1,850
2026
Employees shall not be entitled to cash out any excess monies that are not allocated to
purchasing any of the specified benefits within the City's portfolio. The employee shall be
responsible for any and all out-of-pocket costs in excess of the City's monthly contribution.
The City Contribution Amount toward health insurance is the City's designated "PEMHCA"
contribution as set forth in the City's resolution(s) that are filed with CalPERS. Flex
Benefit amounts are not part of the City's designated "PEMHCA" contribution. Flex Dollars
may only be used towards a medical premium or deferred compensation plan. There is no
cash back from unused Flex Dollars.
(Reso. 5154) 06/19
(Reso. 5307) 04/22
(Reso. 5310) 04/22
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Page 7 of 19
SECTION 1A2.106 INSURANCE BENEFITS — EMPLOYEE DENTAL, VISION AND
LONG TERM DISABILITY (NON -JOB RELATED) CONTRIBUTION.
The City shall provide dental and vision benefits for each covered Executive, Mid -Management,
and Confidential employee and the employee's eligible dependents.
Executive, Mid -Management, and Confidential Employees shall be covered by the City under a
long term disability insurance plan.
(Reso. 4474) 7/06
(Reso. 4965) 12/15
(Reso. 4975) 04/16
(Reso. 5147) 5/19
SECTION 1A2.108 INSURANCE BENEFITS — RETIREE MEDICAL — CITY CONTRIBUTION.
Executive, Mid -Management, and Confidential employees hired before June 1, 2016, who are
hired into or subsequently appointed to a position regulated by this Chapter, shall be eligible for
a monthly retiree health contribution of up to $1,200. The monthly retiree health contribution will
consist of the "PEMHCA" amount set forth in the City's resolution filed by the City with CalPERS
supplemented by a City contribution to a healthcare reimbursement account. The amount of the
healthcare reimbursement supplement shall be no more than the amount necessary to cover the
health insurance premium cost for the employee and eligible dependent(s) for the selected
CalPERS health plan, but in no event shall the total monthly contribution ("PEMHCA" contribution
+ healthcare reimbursement account) exceed $1,200 per month.
Executive Management, Mid -Management, and Confidential employees who are hired by the
City on or after June 1, 2016, and appointed to a position regulated by this Chapter, shall only
be eligible for a retiree medical benefit up to the "PEMHCA" contribution amount set forth in the
City's resolution filed by the City with CalPERS.
Executive Management, Mid Management, and Confidential employees service retiring from
CalPERS and the City of El Segundo after a minimum of five consecutive full-time years of
service with the City of El Segundo on or after June 21, 2022, shall be eligible for a retiree medical
benefit equal to the "PEMHCA" amount set forth in the City's resolution filed by the City with
CalPERS, supplemented by a City contribution to a healthcare reimbursement account. The
amount of the healthcare reimbursement supplement shall be no more than the amount
necessary to cover the health insurance premium cost for the employee and eligible
dependent(s) for the selected CalPERS health plan, but in no event shall the total monthly
contribution (PEMHCA contribution + healthcare reimbursement account) exceed the amount
provided to active employees in the Management and Confidential Series. For 2022, this total
monthly City contribution is $1,650 per month.
The Elected City Clerk and Treasurer positions shall also be eligible for this benefit as described
in the March 15, 2016 staff report and Resolution 4973 which ties their active and retired
allowances for health to the Management Confidential Series.
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Page 8 of 19
Hire Date
Retiree Medical — City Contribution
July 1, 2007 through June 30, 2016
PEMHCA amount supplemented with a
City contribution not to exceed $1,200 per
month
July 1, 2016 and retired prior to June 21,
PEMCHA amount only
2022
Service retire concurrently from CalPERS
PEMHCA amount supplemented with a
and the City of El Segundo after a
City contribution to equal highest total
minimum of five consecutive full-time
monthly contribution as described in
years of service with the City of El
Section 1A2.107 above. For 2022, this
Segundo on or after June 21, 2022
amount shall not exceed $1,650
In order to qualify for any retiree medical benefit from the City, the employee must qualify as an
"annuitant" under PEMHCA (see Government Code section 22760(c). The retiree must have an
effective retirement date with CalPERS within 120 days of separation from City employment and
receive a retirement benefit from CaIPERS.
(Council Approval) 11/88
(Reso.4965)12/15
(Reso. 4975) 04/16
(Reso. 5350) 06/20
(Reso. 5432) 8/23
SECTION 1A2.109 RETIREE DENTAL AND VISION
Upon retirement, an employee and their spouse, registered domestic partner, and/or their eligible
dependents who are actively enrolled in the City's dental and vision insurance plans may remain
enrolled in such plans as a retiree should such plans continue to remain available to current
employees, but shall be responsible for full payment of the associated insurance premiums.
In order to be eligible to be covered by such plans, the retiring employee and their spouse,
registered domestic partner, and/or and their eligible dependents must be actively enrolled in the
plan(s) under which they are seeking continued coverage.
If, upon retirement, the employee declines continued coverage under either plan, they may not
enroll at a later time.
Upon a retiree's death, the surviving spouse, registered domestic partner and/or eligible
dependent(s) who are actively enrolled in the City's dental and vision insurance plans may
remain enrolled in such plans as surviving dependents should such plans continue to remain
available to current employees, and shall be responsible for full payment of the associated
insurance premiums.
This provision is not intended to vest either retirees or current employees once retired with any
right to remain enrolled in the City's dental and vision insurance plans. The City may decide to
change dental or vision insurance plans without regard to the impact that such a decision would
have on retirees' eligibility to enroll in such plans.
(Reso. 5432) 8/23
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SECTION 1A2. 110 ADDITIONAL EMPLOYMENT.
An Executive who is employed full time by the City shall not accept other work or actively
participate in the management of a private for profit activity outside of his or her employment with
the City of El Segundo, without first obtaining approval of the City Council, and upon showing
that such activity will not conflict with his or her discharge of duties of employment with the City.
(Reso.2620) 4/75
SECTION 1A2.115 EDUCATION EXPENSES — REIMBURSEMENT.
Executive, Mid -Management and Confidential employees shall, upon an approved application
and agreement to the provisions of this section, be reimbursed one hundred percent of the cost
of tuition and books to a maximum of $2,000 per calendar year effective January 1, 2001 for
work -related college courses; provided, however, such courses have been approved by the City
Manager. Employees terminating employment with the City voluntarily or through termination
with cause within two months from completion of coursework shall have deducted from their
final pay 100 percent of the amount reimbursed; thereafter, ten percent less than 100 percent
shall be deducted from their final pay for each full month worked up to twelve months from the
date of the completion of the course.
Participation in the program for mid -management and confidential employees is limited to those
who have successfully completed their initial probationary period.
(Council Approval) 11/88
(Reso.3995) 01/97
(Reso.4194) 11/00
SECTION 1A2.115.2 EDUCATIONAL INCENTIVE.
Effective October 1, 2008, the Police Chief shall no longer receive 5% Educational Incentive
Pay for possessing a Master's Degree from an accredited college or university.
Effective the pay period beginning June 29, 2024, the Educational Incentive will be eliminated,
and the previous Battalion Chief Educational Incentive for a Master's degree shall be applied to
base salary in the amount of $1,755.28 per month for employees in the Battalion Chief
classification.
(Reso. 4026) 7/97
(Reso. 4194) 11/00
(Reso. 4430) 7/05
(Reso. 4582) 12/08
(Reso. XXXX) 6/24
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SECTION 1A2.120 DEFERRED COMPENSATION PLAN.
A Deferred Compensation Plan has been established as a benefit to Executive Management,
Mid -Management, and Confidential employees, and each covered employee is eligible to
participate in the Plan. The City shall not provide an annual matching contribution or any other
contribution to the Deferred Compensation Plan.
As soon as feasible following adoption of Resolution No. 5350, the City shall establish a 401(a)
Defined Contribution Plan for Executive Management employees only to offset the 6.2% required
employee payroll tax contribution to Social Security. The City shall contribute 6.2% of base salary
per pay period, up to the annual Social Security taxable maximum. City contributions to the plan
shall be calculated on an annual basis and evenly distributed in 26 pay periods per year. For
earnings in 2023, this base is $160,200 with a $9,932 maximum City contribution. The 401(a)
Defined Contribution provision does not apply to employees in the Chief of Police and Fire Chief
positions as those are exempted from Social Security. The Elected City Clerk and Treasurer
positions shall be ineligible for this benefit.
(Reso. 2620) 4/75
(Reso. 4264) 8/02
(Reso. 4430) 7/05
(Reso. 4474) 7/06
(Reso. 4513) 7/07
(Reso. 4619) 9/09
(Reso. 4743) 10/11
(Reso. 4918) 6/15
(Reso. 5350) 6/22
SECTION 1A2.121 FLEXIBLE SPENDING ACCOUNT.
A Flexible Spending Account will be established pursuant to the terms and conditions of the
Internal Revenue Code as a benefit to employees enumerated in Section 1A2.000. Each
employee in Section 1A2.000 is eligible to participate in this plan.
(Council Approval) 11 /88
SECTION 1A2.123 CHIEF OFFICER CERTIFICATION.
Effective the pay period beginning June 29, 2024, the Chief Officer Certification pay will be
eliminated and the Tier 1 Longevity pay for a Fire Captain* with 19 years of service in the amount
of $2,199.50 per month shall be applied to base salary for employees in the Battalion Chief
classification. (*The Fire Captain position is included in the El Segundo Firefighters' Association.)
(Reso. 4430) 7/05
(Reso. 4474) 7/06
(Reso. 4582) 12/08
(Reso. XXXX) 6/24
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SECTION 1A2.130 UNIFORM ALLOWANCE.
Effective October 1, 1988, Management -Confidential employees in the Police and Fire
Department who are required to purchase and continuously maintain certain prescribed items of
uniform clothing shall be compensated for a portion of the initial and maintenance costs thereof
according to the following:
Classification /Position
Police Chief
Fire Chief
Fire Battalion Chief
Per Mo. of Active Duty
$53.00
$33.00
$40.00
(Reso. 3229) 10/83
(Reso. 3446) 11/86
(Council Approval) 11/88
SECTION 1A2.131.1 SICK LEAVE ACCUMULATED FOR CARE OF MEMBERS
OF IMMEDIATE FAMILY.
Sick leave is accrued at 8 hours per month. Employees in the Battalion Chief classification
working on a 112 hours schedule accrue 12 hours per month.
Employees are eligible to utilize a maximum of half their annual sick leave accrual, forty-eight (48)
hours or seventy-two (72) hours for Battalion Chiefs, of sick leave per calendar year in order to
provide care to a "family member" of the employee suffering from illness or injury.
For this purpose, the term "family member" means a child, parent, spouse, registered domestic
partner, grandparent, grandchild or sibling, or any other "family member" recognized by Labor
Code section 245.5. The term parent shall also include the parent of the employee's spouse or
registered domestic partner.
For this purpose, the term "family member" also means one (1) "designated person" that the
employee has identified who is related to the employee by blood or whose association with the
employee is the equivalent of a family relationship.
(Reso.3790) 10/92
(Reso.3860) 4/94
(Reso. 5432) 8/23
SECTION 1A2.134 SICK LEAVE — PAYMENT UPON DEATH OR SERVICE RETIREMENT.
In the event an Executive, Mid -Management, or Confidential employee, while in the City's
employ, and who has been employed by the City for five continuous years or more in a full-time
position, dies or service retires under the Public Employees' Retirement System with unused
Sick Leave to his or her credit, he or she shall be compensated in an amount equal to eighty
percent (80%) of the value of such Sick Leave based upon his or her base salary at the time of
death or service retirement, without the inclusion of overtime pay or additional compensation.
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(Reso. 3229) 10/83
(Reso. 3336) 11/85
(Reso. 3498) 9/87
(Reso. 5432) 8/23
SECTION 1A2.135 SICK LEAVE ACCRUED — PAYMENT OF ON DISABILITY RETIREMENT
OR DISABILITY SEPARATION FROM THE CITY- LESS THAN 5 YEARS OF CITY SERVICE.
In the event an employee regulated by this Chapter while in the City's employ, and who has been
employed by the City for five or more continuous years in a full-time position, Disability Retires
under the California Public Employees' Retirement System or separates from the City with
unused Sick Leave to his or her credit, he or she shall be compensated in an amount equal to
One Hundred Percent (100%) of the value of such Sick Leave, based upon the employees
regular rate of pay at the time of retirement or separation.
(Reso. 3498) 11/86
(Reso, 3860) 4/94
(Reso. 4430) 7/05
(Reso. 4619) 9/09
SECTION 1A2.135.1 PAYMENT OF SICK LEAVE ACCRUAL —AFTER 20 YEARS OF CITY
SERVICE.
Upon separation from service, sworn Police and Fire Management Employees with 20 years of
continuous City service, will be compensated for One Hundred Percent (100%) of the employee's
accumulated, unused Sick Leave at their regular rate of pay at separation.
(Reso.4264) 8/02
(Reso.4619) 9/09
SECTION 1A2.135.2 PAYMENT OF SICK LEAVE ACCRUAL — DISABILITY RETIREMENT-
5 OR MORE YEARS OF CITY SERVICE.
Upon separation from service because of a disability retirement, sworn Police and Fire
Management employees with five years of continuous City service, will be compensated for
ninety percent (90%) of the employee's accumulated, unused Sick Leave at the employee's
current rate at separation.
(Reso.4264) 8/02
SECTION 1A2.136 SICK LEAVE — LEAVE WITH PAY DUE TO ILLNESS -ACCUMULATION
OF SAME; SICK LEAVE CASH OUT
Sick Leave with pay may be granted for an absence from duty because of personal illness, injury,
or legal quarantine not compensable under the provisions of the Workers' Compensation Laws
of the State of California. Permanent employees shall accumulate Sick Leave at the rate of eight
(8) hours per month; employees on a 112 hours fire suppression schedule earn Sick Leave at
the rate of twelve (12) hours per month. Hours worked in addition to a regular work week shall
not entitle an employee to additional Sick Leave accumulation. Sick Leave taken by an employee
shall be deducted from his or her accumulated credit.
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Employees hired into a Management and Confidential Series position after August 15, 2023, may
accumulate up to six hundred (600) hours of sick leave; nine hundred (900) for employees on a
112 hours fire suppression schedule. Once an employee reaches that cap, the employee shall
not accrue additional sick leave until the balance has been reduced below 600 hours.
Employees hired on or before August 15, 2023 will be permitted to accrue sick leave in excess
of the cap of six hundred (600) hours; nine hundred (900) for employees on a 112 hours fire
suppression schedule subject to a mandatory cash out as described below.
For employees hired on or before August 15, 2023, the City will cash out any accrued sick leave
in excess of the 600 or 900 hour cap on or around December 1 of each year. The City will
provide the cash out by direct deposit.
(Reso.3173) 10/82
(Reso. 5432) 8/23
SECTION 1A2.137.1 SICK LEAVE PAYOUTS.
Notwithstanding Sections 1A2.132 through 1A2.135.2 of the El Segundo Administrative Code,
employees regulated by this Chapter who receive payment of sick leave hours shall have the
value of the sick leave hours calculated at the base salary hourly rate.
(Reso. 4918) 6/15
SECTION 1A2.139 HOLIDAYS AND HOLIDAY PAY.
Except as otherwise herein specifically provided, employees shall be entitled to the following
holidays:
January 1st November 11th
The third Monday in January Thanksgiving Day and the Friday thereafter
The third Monday in February December 24tn
The last Monday in May December 25t"
July 4t" December31 st
The first Monday in September provided, however, (a) that such dates may be supplemented or
amended by a Resolution amending the Administrative Code (b) that in the event any of these
holidays fall on the last day an employee is off on the employee's regular days off period, the
day following is observed as a holiday for the purpose of this section; and (c) that in the event
any of these holidays fall on the first day of an employee's regular day off period, the previous
day is considered a holiday for purpose of this section. Notwithstanding the above, this provision
does not apply to Battalion Chiefs who receive pay in lieu of time off for holidays.
(Reso.3173) 10/82
(Reso. 4513) 7/07
(Reso. 5197) 01/20
(Reso. 5432) 8/23
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SECTION 1A2.139.1 PERSONAL LEAVE/FLOATING HOLIDAY.
In addition to the holidays enumerated in Section 1A2.139, each employee who has completed
six (6) months of service shall be entitled to select one (1) day per calendar year as a Floating
Holiday.
Each employee shall also receive one (1) day per calendar year as a Personal Leave.
For this purpose, employees who are assigned to a 5/40 schedule shall receive eight (8) hours,
employees who are assigned to a 9/80 schedule shall receive nine (9) hours, and employees
who are assigned to a 4/10 schedule shall receive 10 hours. Employees on other schedules will
be compensated accordingly.
In the first full pay period following the adoption of the Administrative Code by the City Council, the City shall
provide employees an additional one (1) day of Personal Leave. The City shall provide employees a
second (2nd) day of Personal Leave each year, as described below, unless and until such time
as the City recognizes either Cesar Chavez Day or Juneteenth as a Holiday. In the event that
the City recognizes either Cesar Chavez Day or Juneteenth as a Holiday, the City will rescind
the provision of a second (2nd) day of Personal Leave for the following calendar year.
The City will credit employees with the Personal Leave every January. Newly hired employees
hired after the first of the year will also receive the Personal Leave, which the employee may
use six (6) months after the employee's initial appointment date.
(Reso.3290) 12/84
(Reso.3446) 11/86
(Reso 5432) 8/23
SECTION 1A2.140 HOLIDAYS AND HOLIDAY PAY— BATTALION CHIEFS.
Battalion Chiefs assigned to Fire Suppression Duty will be paid for 156 hours in lieu of holidays
once a year on or about the 10t" day of December. Battalion Chiefs who serve in that capacity
less than a full year will be paid Holiday Pay on a pro rata basis.
To the extent permitted by law, the compensation in this section is special compensation for
those employees who are normally required to work on an approved holiday because they work
in positions that require scheduled staffing without regard to holidays and shall be reported as
such pursuant to Title 2 CCR, Section 571(a)(5) and 571.1(b)(4) Holiday Pay.
(Reso.3178) 12/82
(Reso. 4513) 7/07
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SECTION 1A2.144 VACATION LEAVE
Employees regularly employed shall accumulate vacation time in accordance with the following
schedule:
Years of
Service
Annual Accrual
Rate
Accrual Per
Pay Period
Maximum
Permissible
Accrual
0-5
108 hours
4.15 hours
216 hours
6-10
132 hours
5.08 hours
264 hours
11-15
156 hours
6.00 hours
312 hours
16+
188 hours
7.23 hours
376 hours
Employees may accrue up to two (2) years of vacation leave at their current annual accrual
rate.
Effective July 2, 2023, the City will impose a hard cap on vacation accrual such that such that no
employee shall be permitted to accrue vacation in excess of twice their annual accrual rate. Any
employee that has a vacation balance in excess of twice their annual accrual rate will be cashed
out by the City at their base hourly rate to bring their vacation balance to twice their annual
accrual rate in December 2023.
All other terms and conditions in Section 1A2.144(1) and (2) remain in effect.
(Reso. 3175) 10/82
(Reso. 3860) 4/94
(Reso. 4582) 12/08
(Reso. 5432) 8/23
SECTION 1A2.144.1 VACATION ACCRUAL BASED ON TOTAL SERVICE TIME IN A
CaIPERS OR COMPARABLE AGENCY.
Executive, Mid -Management, and Confidential employees shall accumulate vacation time
based on their total years of service in a CalPERS or comparable agency.
(Reso.3860) 4/95
(Reso 5432) 8/23
SECTION 1A2.145 VACATION LEAVE USE.
Vacation Leaves may be taken only after the employee has completed six (6) months of
continuous service with the City.
(Reso.3336) 11/85
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SECTION 1A2.146 VACATION LEAVE CASH OUT.
A. Qualification for Vacation Cash Out: An employee who has completed one (1) year of
service qualifies for vacation cash out.
B. IRREVOCABLE Election Process in 2023 and thereafter: A qualified employee may
irrevocably elect to receive cash payment(s) in lieu of accrued vacation leave up to one
hundred percent (100%) of the total amount of vacation leave that the employee can
accrue in a year based on their length of service as described in Article 4, Section 1.
On or before December 15, 2023 and every December 15t" thereafter, a qualified employee
who elects to cash out some or all of their vacation to be accrued in the following year shall
submit written request to the Human Resources Department stating their irrevocable
election(s).
The employee shall provide the following information as part of their election: (1) The total
number of hours of vacation leave that the employee will accrue between January 1 and
June 30 in the following calendar year based on their annual accrual rate based on their
years of service; (2) The total amount of vacation leave to be accrued that the employee
wants to cash out in July of the following calendar year (The cash -out amount must be equal
to or less than the amount accrued between January 1 and June 30); (3) The total number
of hours of vacation leave that the employee will accrue between July 1 and December 31
in the following calendar year based on their annual accrual rate based on their years of
service; and (4) The total amount of vacation leave to be accrued that the employee wants to
cash out in December of the following calendar year (The cumulative cash -out amount must
be equal to or less than the total amount accrued between January 1 and December 30).
C. The City shall administer the cash out twice annually, starting in December 2023 and every
December thereafter. The City shall make the cash outs in the first full pay period in July and
December. Such cash outs shall be paid at the employee's base salary hourly rate of pay.
D. Regardless of the number of hours that the employee requests to cash out, the City can only
cash out vacation hours that the employee has accrued in the calendar year as of the time
of the cash out which the employee has not yet used.
(Reso. 3336) 11/85
(Reso. 4430) 7/05
(Reso. 4743) 10/11
(Reso. 4789) 10/12
(Reso. 4918) 6/15
(Reso. 4951) 12/15
(Reso 5432) 8/23
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SECTION 1A2.147 VACATION LEAVE ACCRUAL — FOR TEMPORARY INDUSTRIAL
DISABILITY.
Notwithstanding the provisions of Section 1A6.220, employees on temporary industrial disability
that is not subject to Labor Code section 4850 may accrue vacation time for the length of their
industrial injury leave if they supplement their industrial disability payments with paid leave
accruals such that they continue to receive their full salary. Employees on Labor Code section
4850 industrial injury leave will continue to accrue vacation leave during the time they are on
industrial injury leave pursuant to Labor Code section 4850 without use of accrued leave
balances.
(Reso.3336) 11/85
(Reso. 5432) 8/23
SECTION 1A2.148 BEREAVEMENT LEAVE — PERSONAL EMERGENCIES — IMMEDIATE
FAMILY DEFINED.
In the event of the death of an employee's "family member", as defined in Section 1A2.131.1,
but excluding the "designated person," the City shall provide the employee three (3) days paid
bereavement leave and two (2) days of unpaid leave to be used within three (3) months of the
date of the death of the "family member."
Employees may elect to use other forms of paid leave that they have accumulated in order to
provide for their compensation while using the two (2) days of unpaid leave.
For employees who need to travel 500 or more miles from the City in order to attend services
for the employee's family member, the City shall also provide two (2) additional days of paid
bereavement leave in lieu of the two (2) days of unpaid leave.
(Reso. 3173) 10/82
(Reso.3860) 4/94
(Reso.4430) 7/05
(Reso 5432) 8/23
SECTION 1A2.149 JURY DUTY.
The employee must provide written notice of the expected Jury Duty to his or her supervisor as
soon as possible, but in no case later than 14 days before the beginning of Jury Duty.
During the first two weeks of Jury Duty, an employee shall be entitled to receive his or her regular
compensation.
For any portion of Jury Duty that extends beyond the first two weeks, such extended Jury Duty
period shall be without pay.
Any compensation for the first two weeks of Jury Duty, except Travel Reimbursement Pay, must
be deposited with the Director of Human Resources.
While on Jury Duty, the employee must report to work during any portion of a day that the
employee is relieved of Jury Duty for three or more consecutive hours.
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The employee must provide documentation of his or her daily attendance on Jury Duty.
(Reso.4582) 12/08
The provisions of this Chapter are applicable to Executive, Mid -Management, and Confidential
employees enumerated in Section 1A2.040 of this chapter.
(Reso.3173) 10/82
SECTION 1A2.152 CITY OF EL SEGUNDO SUBSTANCE ABUSE POLICY AND DRUG
FREE WORKPLACE STATEMENT.
The City of El Segundo Substance Abuse Policy and Drug -Free Workplace Statement, dated
July 1, 2008 shall be applicable to all Department Heads, Mid -Management and Confidential
Employees.
(Reso.4582) 12/08
SECTION 1A2.153 CaIPERS MEMBER CONTRIBUTION.
Effective July 1, 2019, the CalPERS Classic Members in the Miscellaneous Classifications in
Executive, Mid -Management, and Confidential shall pay a total employee contribution of eight
percent (8%); seven percent (7%) shall be the member contribution, and one percent (1 %) shall
be employee -paid cost -sharing of the City's contribution under Gov. Code section 20516(a).
CalPERS PEPRA New Members in the Miscellaneous Classifications in Executive, Mid-
Management-, and Confidential employees shall pay fifty percent (50%) of normal cost as
determined by CaIPERS.
Effective July 1, 2019, CalPERS Classic Members in the Safety Classifications in Executive, Mid -
Management, and -Confidential employees shall pay a total employee contribution of twelve
(12%); nine percent (9%) shall be the member contribution, and three percent (3%) shall be the
employee -paid cost -sharing of the City's contribution under Gov. Code section 20516(a).
CalPERS PEPRA New Members in the Safety Classifications in Executive, Mid -Management,
and Confidential Series shall pay fifty percent (50%) of normal cost as determined by CaIPERS.
(Reso. 4741) 10/11
(Reso. 4743) 10/11
(Reso. 4789) 10/12
(Reso. 4918) 6/15
(Reso. 4951) 12/15
(Reso. 4976) 04/16
(Reso. 5154) 06/19
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SECTION 1A2.154 AUTO ALLOWANCE.
Executive Management positions that are not provided a City vehicle shall receive an auto
allowance in the amount of $400 per month. Employees provided an auto allowance are
ineligible for mileage reimbursement.
(Reso. 5350) 06/22
SECTION 1A2.155 VOLUNTARY BINDING ARBITRATION AND BONUS PAYMENT
Voluntary Agreement to Binding Arbitration in Exchange for $10,000 Bonus Payment: Executive,
Mid -management and Confidential employees may voluntarily enter into an Arbitration
Agreement according to the terms of the agreement.
(Reso. 5432) 8/23
Page 95 of 205
UNREPRESENTED MANAGEMENT AND CONFIDENTIAL
SALARY RANGE ADJUSTMENTS - JUNE 29, 2024
M&C
Unrepresented: Executive, Mid -Management, Confidential Employee Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
11/3/2020
8/15/2023
5232
Deputy City Manager At -Will
EXECUTIVE
60d
Salaried
68.20
11822.00
141864.00
108.17
18750.00
225000.00
6/4/2019
9/19/2023
5435
Chief of Police
EXECUTIVE
60f
Salaried
101.66
17620.73
211448.76
134.19
23259.36
279112.32
6/4/2019
12/19/2023
5453
Fire Chief
EXECUTIVE
70f
Salaried
96.69
16760.14
201121.68
116.03
23129.00
277548.00
1/18/2022
8/15/2023
5306
Chief Financial Officer
EXECUTIVE
64d
Salaried
77.39
13415.00
160980.00
108.17
18750.00
225000.00
11/3/2020
8/15/2023
5232
Director of Human Resources
EXECUTIVE
64d
Salaried
77.39
13415.00
160980.00
108.17
18750.00
225000.00
11/3/2020
8/15/2023
5232
Information Technology Services Director
EXECUTIVE
64d
Salaried
77.39
13415.00
160980.00
108.17
18750.00
225000.00
9/6/2022
8/15/2023
5359
Director of Recreation, Parks, and Library
EXECUTIVE
64d
Salaried
77.39
13415.00
160980.00
108.17
18750.00
225000.00
9/6/2022
8/15/2023
5359
Director of Community Development
EXECUTIVE
64d
Salaried
78.35
13581.00
162972.00
108.17
18750.00
225000.00
6/4/2019
8/15/2023
5154
Director of Public Works
EXECUTIVE
64d
Salaried
77.39
13415.00
160980.00
108.17
18750.00
225000.00
6/4/2019
8/15/2023
5154
Assistant City Engineer
MANAGEMENT
56m
Salaried
60.70
10521.52
126258.24
77.21
13383.38
160600.56
6/6/2023
8/15/2023
5420
Aquatics Manager At -Will
MANAGEMENT
50m
Salaried
56.85
9854.65
118255.80
72.32
12535.11
150421.38
6/4/2019
6/18/2024
XXXX
Battalion Chief
MANAGEMENT
60f
Salaried
53.74
17882.63
156492.72
85.17
20668.20
248018.40
5/21/2024
5/21/2024
5490
Building Official At -Will
MANAGEMENT
60f
Salaried
64.83
11236.58
134838.96
82.46
14292.92
171515.08
6/4/2019
8/15/2023
5154
City Engineer At -Will
MANAGEMENT
60m
Salaried
68.91
11943.54
143322.48
87.65
15192.19
182306.22
11/3/2020
8/15/2023
5381
Communications Manager At -Will
MANAGEMENT
51m
Salaried
58.10
10070.98
120851.76
73.91
12810.29
153723.49
6/4/2019
8/15/2023
1 5344
Deputy City Clerk
MANAGEMENT
27m
Salaried
35.43
6140.99
73691.88
44.80
7765.55
93186.59
6/7/2022
8/15/2023
5344
Assistant City Clerk At -Will
MANAGEMENT
36m
Salaried
58.10
10070.98
120851.76
73.91
12810.29
153723.49
6/4/2019
8/15/2023
5154
Deputy City Treasurer II
MANAGEMENT
30s
Salaried
1 44.05
7635.47
91625.64
56.03
9712.31
116547.76
11/7/2023
11/7/2023
5446
Environmental Programs Manager At -Will
MANAGEMENT
81m
Salaried
58.10
10070.98
120851.76
73.91
12810.29
153723.48
2/21/2023
8/15/2023
5395
General Services Superintendent At -Will
MANAGEMENT
57m
Salaried
59.04
10233.12
122797.44
75.10
13016.52
156198.29
4/19/2022
8/15/2023
5326
Finance Manager At -Will
MANAGEMENT
55m
Salaried
59.38
10292.33
123507.96
83.26
14431.90
173182.80
2/21/2023
8/15/2023
5395
Utilities Superintendent At -Will
MANAGEMENT
59m
Salaried
59.04
10233.12
122797.44
75.10
13016.52
156198.29
6/4/2019
8/15/2023
5154
Human Resources Manager At -Will
MANAGEMENT
51m
Salaried
58.10
10070.98
120851.76
73.91
12810.29
153723.49
6/4/2019
8/15/2023
5154
Information Systems Manager At -Will
MANAGEMENT
54m
Salaried
62.04
10753.00
129036:00
78.91
13677.82
164133.79
6/4/2019
8/15/2023
5154
Librarian II
MANAGEMENT
37m
Salaried
41.97
7274.57
87294.84
53.38
9253.25
111038.99
11/3/2020
8/15/2023
1620
Library Services Manager
MANAGEMENT
50m
Salaried
56.85
9854.65
118255.80
72.32
12535.11
150421.38
6/4/2019
8/15/2023
5154
Park Maintenance Superintendent
MANAGEMENT
48m
Salaried
54.45
9437.67
113252.04
69.26
12004.71
144056.54
6/4/2019
8/15/2023
5154
Planning Manager At -Will
MANAGEMENT
56m
Salaried
64.83
11236.58
134838.96
82.46
14292.92
171515.08
1/16/2024
1/16/2024
5154
Recreation Manager At -Will
MANAGEMENT
50m
Salaried
56.85
9854.65
118255.80
72.32
12535.11
150421.38
11/3/2020
8/15/2023
5232
Risk Manager At -Will
MANAGEMENT
52m
Salaried
58.10
10071.00
120852.00
73.90
12810.10
153721.20
6/4/2019
8/15/2023
5154
Senior Librarian
MANAGEMENT
39m
Salaried
44.98
7796.33
93555.96
57.21
9916.94
119003.23
11/3/2020
8/15/2023
5232
Treasury & Customer Service Manager
MANAGEMENT
141
Salaried
59.38
10292.00
123504.00
75.53
13092.06
157104.72
Page 96 of 205
UNREPRESENTED MANAGEMENT AND CONFIDENTIAL
SALARY RANGE ADJUSTMENTS - JUNE 29, 2024
M&C
Unrepresented: Executive, Mid -Management, Confidential Employee Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
6/4/2019
8/15/2023
5154
Accountant
CONFIDENTIAL
31m
Salaried
38.16
6614.09
79369.08
48.54
8413.12
100957.50
6/4/2019
8/15/2023
5154
Executive Assistant
CONFIDENTIAL
34m
Salaried
37.98
6582.92
78995.04
48.31
8373.48
100481.77
2/21/2023
8/15/2023
5395
Human Resources Analyst
CONFIDENTIAL
34m
Salaried
41.40
7176.04
86112.48
52.66
9127.93
109535.10
6/4/2019
8/15/2023
NA
Human Resources Technician
CONFIDENTIAL
18m
Salaried
29.58
5127.76
61533.12
37.63
6522.52
78270.23
6/4/2019
8/15/2023
5154
Management Analst
CONFIDENTIAL
35m
Salaried
41.40
7176.04
86112.48
52.66
9127.93
109535.10
6/4/2019
8/15/2023
5154
Payroll Accountant
CONFIDENTIAL
31m
Salaried
38.16
6614.09
79369.08
48.54
8413.12
100957.50
6/4/2019
8/15/2023
5154
Principal Civil Engineer
CONFIDENTIAL
51m
Salaried
58.10
10070.98
120851.76
73.91
12810.29
153723.49
6/4/2019
8/15/2023
5154
Senior Civil Engineer At -Will
CONFIDENTIAL
48m
Salaried
54.45
9437.67
113252.04
69.26
12004.71
144056.54
6/4/2019
8/15/2023
5154
Senior Executive Assistant At -Will
CONFIDENTIAL
35m
Salaried
41.40
7176.04
86112.48
52.66
9127.93
109535.10
6/4/2019
8/15/2023
5154
Senior Human Resources Analyst
CONFIDENTIAL
39m
Salaried
44.98
7796.33
93555.96
57.21
9916.94
119003.23
6/4/2019
8/15/2023
5154
Senior Management Analyst
CONFIDENTIAL
39m
Salaried
44.98
7796.33
93555.96
57.21
9916.94
119003.23
6/4/2019
8/15/2023
5401
Special Projects Administrator
CONFIDENTIAL
35m
Salaried
41.40
7176.04
86112.48
52.66
9127.93
109535.10
Page 97 of 205
MANAGEMENT AND CONFIDENTIAL SERIES
EMPLOYEE VOLUNTARY ARBITRATION AGREEMENT
This Arbitration Agreement ("Agreement"), is between the City of El Segundo
("Employer" or "City") and ("Employee") (collectively
"Parties" or "Party" as may be appropriate.) Employer and Employee agree to the
following terms and conditions.
1. Consideration. In exchange for a total of bonus payment of $10,000,
Employee agrees to arbitration as the sole and exclusive remedy for the Arbitrable Claims
defined below.
a. Payment of $10,000 is to be paid within 30 days of Employee's delivery
of an executed Agreement to the City. Employee shall not be entitled to
receive more than $10,000 in payment pursuant to this Agreement, even
if Employee's employment is terminated and the Employee
subsequently becomes re-employed by the City.
b. Once the Employee receives a payment under this Agreement, all
Arbitrable Claims shall be subject to the arbitration process outline
below.
2. Applicable Law. The Employee and Employer agree that the Arbitrable
Claims defined below shall be submitted to and determined exclusively by binding
arbitration under the California Arbitration Act, ("CAA") (Cal. Code Civ. Proc. sec. 1280
et. Seq. Employer and Employee understand and agree that they are knowingly and
intentionally giving up any right that they may have to a court trial by judge or jury with
regard to the Arbitrable Claims.
3. Arbitration Procedure. The Parties shall have the right to conduct
discovery pursuant to Cal. Code Civ. Proc. sec. 1283.05 (including all of the CAA's other
mandatory and permissive rights to discovery). Nothing in this Agreement shall prevent
either Party from obtaining provisional remedies to the extent permitted by Code of Civil
Procedure Section 1281.8 either before the commencement of or during the arbitration
process. All rules of pleading, (including the right of demurrer), all rules and judgment
under Code of Civil Procedure Section 631.8 shall apply and be observed. Resolution of
the dispute shall be based solely upon the law governing the claims and defenses
pleaded. The arbitration shall be held before a single arbitrator, who shall be an attorney
at law and an experienced employment law arbitrator. The arbitrator shall be mutually
selected by the Parties. The Arbitrator shall have the power to award all legal relief
available in a court of law, including any and all damages that may be available for any
of the claims asserted. In addition, each of the Parties shall retain all defenses that they
would have in a judicial proceeding, including defenses based on the expiration of the
statute of limitations and that the damages being sought are not authorized or are
excessive. The Arbitrator shall render a written award within 30 days after the matter is
submitted for determination, and the award of the arbitrator shall be final and binding on
the City, the Association and the employee.
Page 98 of 205
4. Definition of Arbitrable Claims. The following shall be Arbitrable Claims:
a. Appeals of Dismissals, Demotions, and/or Suspensions without Pay
Longer than Six (6) Days, Brought by Executive, Mid -Management, and
Confidential Employees: the City shall submit timely appeals of
dismissals, demotions and suspensions without pay longer than six (6)
days to binding arbitration, pursuant to this Agreement.
An employee who has been dismissed, demoted, or suspended
longer than six (6) days, shall have ten (10) calendar days
following written notification of the dismissal, demotion or
suspension in which to file an appeal. The written appeal must
be submitted to the City Manager.
ii. Upon receipt of a timely request for appeal of the dismissal, the
City and employee may either mutually select an arbitrator or
request a list of seven (7) arbitrators registered with the California
State Conciliation and Mediation Service or some other mutually
agreed upon source. The Parties shall agree to a mediator within
ten (10) days of the timely appeal, unless the Parties mutually
agree to extend this time period.
iii. The role of the arbitrator shall be to determine if the dismissal is
consistent with just cause. The arbitrator shall hold a hearing at
which both sides may present their arguments and evidence,
including witnesses and subsequently issue a written decision.
The hearing shall commence within 120 days of selection by the
Parties, unless the Parties mutually agree to extend this time
period.
iv. The decision of the arbitrator shall be final and binding on the
Parties. The arbitrator shall issue his/her decision in writing within
thirty (30) days of the closing of the hearing.
v. The costs of the arbitration/hearing (court reporter, arbitration
hearing transcripts) shall be divided in half (50/50) between the
City and employee. Attorney's fees, staff time and witness fees
shall not be shared between the Parties and shall be paid by the
Party that incurred the cost.
b. The civil claims which are subject to final and binding arbitration shall
include, but not be limited to, any and all employment -related claims or
controversies, such as breach of employment agreement, breach of the
covenant of good faith and fair dealing, negligent supervision or hiring,
wrongful discharge in violation of public policy, unpaid wages of overtime
under the state and federal wage payment laws, breach of privacy
claims, intentional or negligent infliction of emotional distress claims,
fraud, defamation, and divulgence of trade secrets. This also specifically
includes claims that could be asserted under all state and federal anti-
discrimination laws, including but not limited to the California Fair
Employment and Housing Act, Title VII of the Civil Rights Act of 1964,
the Age Discrimination in Employment Act, the Americans with
Disabilities Act, and the Family and Medical Leave Act, and claims for
Page 99 of 205
discrimination and harassment in employment on the basis of race, age,
sex, religion, national origin, alienage, religion, marital status, sexual
orientation, disability, political activity, or any other statutorily -protected
basis. It shall also include any and all claims an employee may have
under the Fair Labor Standards Act, the California Labor Code, and the
Industrial Welfare Commission Wage Orders, as well as any other state
and federal statutes. This Agreement is further intended to apply to any
claim Employee(s) may have against the City and/or any of its directors,
employees, or agents, and to any and all past and future employment
relationships Employee may have with the City regardless of job position
or title. City shall also arbitrate all claims it has against the employee
under the same rules and regulations set forth herein.
c. Notwithstanding the provisions of this Agreement, Employee may elect
to file a claim for workers' compensation and unemployment insurance
benefits with the appropriate state agencies, and administrative charges
with the Equal Employment Opportunity Commission, California
Department of Fair Employment and Housing, and any similar state
agency. Unless otherwise required by applicable law, all other
employment -related claims shall be resolved by final and binding
arbitration and not by a jury in a court of law.
5. No Arbitration of Class, Collective or Representative Actions. To the
fullest extent permitted by law, no form of class, collective, or representative action shall
be maintained pursuant to this Agreement without the mutual consent of the Parties. Any
dispute over the validity, effect, or enforceability of the provisions of this paragraph,
including whether the arbitration may proceed as class, collective, or representative
action, shall be for a court of law and not an arbitrator to decide.
6. Arbitration Costs.
a. For arbitrations for appeals of dismissals, demotions, and/or
suspensions without pay longer than six (6) days, the Employee and
Employer agree to split the costs of arbitration evenly (see section 4.a.).
b. For arbitrations of disputes for Arbitrable Claims as set out in section
4.b., the City shall bear the costs of any arbitration, including the
compensation of the Arbitrator, all of the Arbitrator's administrative
expenses, and CSR transcripts for arbitration hearings.
c. For any arbitration conducted pursuant to this Agreement, except as
may otherwise be required by law, the Parties shall be responsible for
their own attorneys' fees and costs incurred in presenting their case to
the Arbitrator, including without limitation deposition related costs.
7. Term of Agreement. This Agreement shall continue in full force and effect
for the duration of Employee's current employment by Employer and the duration of any
subsequent re-employment of Employee by Employer and also survives after the
termination of the Employee's current or employment or subsequent re-employment This
Agreement does not create any express or implied contract of employment and nothing
in this Agreement is intended to alter the at -will employment status of Employee.
Page 100 of 205
8. Integration. This Agreement sets forth the Parties' mutual rights and
obligations with respect to the resolution of Arbitrable Claims. It is intended to be the final,
complete, and exclusive statement of the terms of the Parties' agreements regarding this
subject. This Agreement supersedes all other prior and contemporaneous agreements
and statements related to the resolution of Arbitrable Claims, whether written or oral,
express or implied, on this subject, and it may not be contradicted by evidence of any
prior or contemporaneous statements or agreements. To the extent that the practices,
policies, or procedures of Employer, now or in the future, apply to Employee and are
inconsistent with the terms of this Agreement, the provisions of this Agreement shall
control.
9. Amendments; Waivers. This Agreement may not be amended except by
an instrument in writing, signed by Employee and Employer. No failure to exercise and
no delay in exercising any right, remedy, or power under this Agreement shall operate as
a waiver thereof, nor shall any single or partial exercise of any right, remedy, or power
under this Agreement preclude any other or further exercise thereof, or the exercise of
any other right, remedy, or power provided herein or by law or in equity.
10. Severability. If a court or Arbitrator holds any provision of this Agreement
to be invalid, unenforceable, or void, the remainder of this Agreement shall remain in full
force and effect. In addition, the Parties authorize the Arbitrator or court to add to or
revise the language of this Arbitration Agreement in order to make the provision complete
and lawful, so as to effectuate to the maximum extent possible the Parties' mutual intent
to have all disputes subject to this provision be resolved solely by final and binding
arbitration.
11. Jurisdiction and Venue. All arbitrations of Arbitrable Claims shall be heard
in Los Angeles County, California, and all court proceedings arising out of this Agreement
shall be filed in Los Angeles County, California.
"EMPLOYEE" "EMPLOYER"
CITY OF EL SEGUNDO
Signature of Employee Signature of Employer Representative
Printed Name of Employee
Dated
Name/Title of Employer Representative
Dated
Page 101 of 205
THE CITY OF EL SEGUNDO
ADMINISTRATIVE CODE
TITLE 1 A
SALARIES AND CONDITIONS OF EMPLOYMENT
CHAP ER 1 A2
MANAGEMENT AND CONFIDENTIAL SERIES
Revised:
November 2011
August 1, 2012
September 24, 2021
June 15, 2015
May 2016
August 15, 2023
June 18, 2024
Page 102 of 205
CHAPTER 1A MANAGEMENT CONFIDENTIAL SERIES
SECTION 1A2.000- Schedule of Classes by Section........................................................................1
SECTION 1A2.010- Basic Salary Schedule........................................................................................2
SECTION 1A2.060- Evaluation by City Manager- Department Heads.............................................2
SECTION 1A2.070 Salary Increases Based on Performance...........................................................3
SECTION 1A2. 080- Overtime Pay- Exception- Fire Battalion Chiefs..............................................4
SECTION 1A2.087- Salary Placement Upon Promotion...................................................................4
SECTION 1A2.090- Residence Requirements...................................................................................4
SECTION 1A2.100- Administrative Leave..........................................................................................5
SECTION 1A2.105- Flexible Benefit Plan...........................................................................................6
SECTION 1A2.106- Insurance Benefits- Employee Dental, Vision, and Long Term Disability ......
7
SECTION 1A2.108- Insurance Benefits- Retiree Medical- City Contribution..................................7
SECTION 1A2.109- Retiree Dental and Vision...................................................................................8
SECTION 1A2.110- Additional Employment......................................................................................9
SECTION 1A2.115- Educational Expenses- Reimbursement...........................................................9
SECTION 1A2.115.2- Educational Incentive......................................................................................9
SECTION 1A2.120- Deferred Compensation Plan...........................................................................10
SECTION 1A2.121- Flexible Spending Account..............................................................................10
SECTION 1A2.- Chief Officer Certification.......................................................................................10
SECTION 1A2.130- Uniform Allowance...........................................................................................11
SECTION 1A2.131.1- Sick Leave Accumulated for Care of Members of Immediate Family ........
11
SECTION 1A2.134- Sick Leave- Payment Upon Death or Service Retirement..............................12
SECTION 1A2.135- Sick Leave Accrued- Payment of on Disability Retirement or Disability
Separation from the City- Less than 5 Years of City Service.........................................................12
SECTION 1A2.135- Payment of Sick Leave Accrual- After 20 Years of City Service ...................12
SECTION 1A2.135.2- Payment of Sick Leave Accrual- Disability Retirement- 5 or More Years of
CityService........................................................................................................................................12
SECTION 1A2.136- Sick Leave- Leave With Pay Due to Illness- Accumulation of the Same; Sick
LeaveCash Out.................................................................................................................................13
Page 103 of 205
CHAPTER 1A MANAGEMENT CONFIDENTIAL SERIES
SECTION 1A2.137.1- Sick Leave Payouts.......................................................................................13
SECTION 1A2.139- Holidays and Holiday Pay................................................................................13
SECTION 1A2.139.1- Personal Leave/Floating Holiday..................................................................14
SECTION 1A2.140- Holidays and Holiday Pay- Battalion Chiefs...................................................15
SECTION 1A2.144- Vacation Leave..................................................................................................15
SECTION 1A2.144.1-Vacation Accrual Based on Total Service Time in a CalPERS or
ComparableAgency.........................................................................................................................16
SECTION 1A2.145- Vacation Leave Use..........................................................................................16
SECTION 1A2.146- Vacation Leave Cash Out.................................................................................16
SECTION 1A2.147- Vacation Leave Accrual- For Temporary Industrial Disability .......................17
SECTION 1A2.148- Bereavement Leave- Personal Emergencies- Immediate Family Defined .... 17
SECTION1A2.149-Jury Duty...........................................................................................................18
SECTION 1A2.150- Salaries and Benefits Applicable.....................................................................18
SECTION 1A2.152- City of El Segundo Substance Abuse Policy and Drug Free Workplace
Statement...........................................................................................................................................18
SECTION 1A2.153- CalPERS Member Contribution.......................................................................18
SECTION 1A2.154- Auto Allowance.................................................................................................19
SECTION 1A2.155- Voluntary Binding Arbitration and Bonus Payment.......................................19
Page 104 of 205
SECTION 1A2.000 SCHEDULE OF CLASSES BY SERIES.
The following is a list of City Departments, under which Management and/or Confidential
positions for each Department are listed. Salary ranges for all authorized positions shall be
determined within the ranges depicted in the "Basic Salary Schedule (1A2.010 of the
Administrative Code)."
Executive Management (At -Will)
Chief of Police
Fire Chief
Chief Financial Officer
Deputy City Manager
Director of Community Development
Director of Human Resources
Director of Public Works
Director of Recreation, Parks, and Library
Information Technology Services Director
Mid -Management
Assistant City Clerk (At -Will)
Assistant City Engineer
Aquatics Manager (At -Will)
Battalion Chief
Building SeNiGes Mananor Official (At -Will)
City Engineer (At -Will)
Communications Manager (At -Will)
Deputy City Clerk
Deputy City Treasurer II
Environmental Programs Manager (At -Will)
Finance Manager (At -Will)
General Services Superintendent (At -Will)
Human Resources Manager (At -Will)
Information Systems Manager (At -Will)
Librarian II
Library Services Manager
Park Maintenance Superintendent
Planning Manager (At -Will)
Recreation S perin+enden+ Manager (At -Will)
Risk Manager (At -Will)
Senior Librarian
Treasury & Customer Service Manager (At -Will)
Utilities Superintendent (At -Will)
Confidential
Accountant
Executive Assistant
Human Resources Analyst
Human Resources Technician
Management Analyst
Payroll AGGeuntant
Principal Civil Engineer
Page 105 of 205
City of El Segundo Administrative Code
Chapter 1A2- management and Confidential Series
Page 2 of 19
Senior Civil Engineer (At -Will)
Senior Executive Assistant (At -Will)
Senior Human Resources Analyst
Senior Management Analyst
Special Projects Administrator
(Council Approval) 1/88 and 1/89 (Reso. 4194) 11/00
(Reso. 5350) 06/20
(Reso. 5368) 10/22
(Reso. 5359) 09/22
(Reso. 5385) 12/22
(Reso. 5395) 2/23
(Reso. 5401) 3/23
(Reso. 5420) 6/23
(Reso 5459) 1/24
(Reso. 5490
SECTION 1A2.010 BASIC SALARY SCHEDULE.
Effective the pay period beginning August 12, 2023, the following respective salary schedules
are hereby allocated and assigned to the respective Executive and Management/Confidential
classifications.
Effective the pay period beginning June 29, 2024, the attached salary schedule reflects a 6.8%
salary ranae adiustment for the Battalion Chief classification.
See Attachment for Executives and Management/Confidential Salary Schedules
(Reso. 4965) 12/15
SECTION 1A2.060 EVALUATION BY CITY MANAGER— DEPARTMENT HEADS.
Employees within the Management -Confidential group (including Executive Management Series;
Management Series; and the Confidential Employee Series), hereinafter referred to as "covered
employees," shall be evaluated based upon criteria established by the City Manager.
The City Manager shall approve all performance salary adjustments. Criteria for granting salary
adjustments shall include but not be limited to:
• Present salary.
• Length of service.
• Quality and quantity of work performed.
• Increased competence in handling job responsibilities.
• Attitude and loyalty to City duties.
• Efforts toward self-improvement.
• Exceptional performance.
(Reso. 5154) 06/19
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SECTION 1A2.070 SALARY INCREASES BASED ON PERFORMANCE.
Salary increases shall be based on evaluation of an individual's performance and shall
acknowledge and reflect the level of job proficiency indicated by the employee's performance
evaluation; there shall be no automatic step progression and no longevity step increases.
Salary increases shall normally be made once each year on an employee's anniversary date.
Increases may be made at other times on the basis of Exceptional job performance or unusual
circumstances. If the employee's anniversary date or other salary increase effective date falls in
the
middle of the pay period, the effective date of the increase will be the first day of that pay period.
Annual salary adjustments shall be granted predicated on merit and the criteria in
Section 1A2.060 as follows: employees rated "Standard" are eligible for an increase up to
five percent (5%); employees rated "Above Standard" and "Exceptional" are eligible to
receive an additional 1-5% accelerated salary increase (Executives are eligible to receive
up to an additional 1-2.5%); and employees rated "Below Standard" or "Unsatisfactory" are
not eligible to receive a salary increase; however, no salary shall fall below the minimum
or exceed the maximum of the salary range assigned to the affected employee's
corresponding classification or position.
Accelerated salary advancement is intended to recognize employees whose job
performance is exemplary and consistently exceeds normal expectations for their current
step.
Prior to an employee completing one (1) year of service at their current salary, an
employee whose performance is exemplary and consistently exceeds normal expectations for
their current salary may be eligible to receive accelerated salary advancement, so long as the
employee has not yet reached the top of their salary range.
In order to be eligible for accelerated salary advancement, the employee's supervisor
or manager must recommend such advancement to the responsible Department Head.
The supervisor or manager shall submit a written report on the prescribed form to the
appropriate Department Head.
The Department Head shall submit the form to the Director of Human Resources,
indicating whether they agree with the supervisor or manager's recommendation and
providing additional comments, if necessary.
The Director of Human Resources shall submit the form to the City Manager, indicating
whether the recommendation conforms to the City-wide criteria for accelerated step
advancement.
The City Manager shall make the final decision whether to approve the employee's
accelerated salary step advancement.
An employee may not receive more than one accelerated salary step advancement within a
twelve (12) month period of time, subject to the requirements provided for in this section.
An accelerated salary step advancement shall not change the affected employee's
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anniversary date.
The maximum accelerated increase that may be approved by the City Manager is 5% percent in
any fiscal year for Mid -Management and Confidential employees and 2.5% for Executive
Management.
Covered employees may be evaluated immediately upon adoption of this resolution and may
receive an appropriate salary increase at the discretion of the reviewing authority, subject to an
employee evaluation.
Salary increases shall be based upon performance evaluation and shall not exceed the maximum
salary range identified in 1A2.010 (table outlined in Section 1 above, as may be amended from
time to time.
All other provisions of Section 1A2.070 shall remain in effect, including annual employee evaluation
requirements.
(Reso. 1446) 11 /86
(Reso.5154) 06/19
(Reso. 5432XXX ) 8/23
SECTION 1A2.080 OVERTIME PAY— EXCEPTION —FIRE BATTALION CHIEFS.
Effective October 1, 1988, Executive, Mid -Management, and Confidential Employees shall not
be paid overtime pay with the exception of Fire Battalion Chiefs assigned to Fire Suppression;
they shall be paid time and one quarter (1.25) for time worked on Platoon Duty or scheduled or
non-scheduled re -hires in excess of fifty-six (56) hours per week.
(Council Approval) 11/88
SECTION 1A2.087 SALARY PLACEMENT UPON PROMOTION.
In all cases where an employee is promoted to a classification regulated by this Chapter for which
a higher rate of compensation is provided, then such employee so promoted shall enter into such
higher classification at the lowest rate of compensation provided for such higher classification
which exceeds by not less than five (5%) percent the base rate of compensation, excluding
Special Assignment Pay, received by said employee in such given classification at the time of
such promotion, unless otherwise ordered by the City Council. All supervisors shall be paid a
higher base salary than any of their regularly assigned subordinates (exclusive of Educational
Incentive Pay, Special Assignment, or any other form of compensation). The supervisor's salary
shall not exceed the salary range for which her/she is eligible by length of service and
performance.
(Reso.3446) 11/86
SECTION 1A2.090 RESIDENCE REQUIREMENTS.
The Director of Public Works, Police Chief, and Fire Chief shall reside in a location which would
enable the incumbents of those positions to report to work within one (1) hour of being notified of
an emergency which requires their presence in El Segundo. Driving time shall be defined as the
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time that it takes an individual to drive to El Segundo from their place of residence during normal
traffic conditions, including morning and afternoon commuter rush hour conditions prevalent in
Southern California. Current and Future occupants of these offices shall have eighteen (18)
months from the date of appointment to meet this requirement.
(Reso. 3539) 6/88
(Reso.4216) 06/01
SECTION 1A2.100 ADMINISTRATIVE LEAVE.
Executive Management positions shall receive up to 80 hours of Administrative Leave per
calendar year upon approval of the City Manager. Mid -Management and Confidential positions
shall receive up to 56 hours of Administrative Leave per calendar year upon recommendation of
the Department Director and approval of the City Manager. This leave has no cash value and
cannot be carried over.
Effective the pay period beginning June zy, 2024, employees in the Battalion Chief
classification shall receive up to 96 hours of Administrative Leave per calendar year upon
recommendation of the Department Director and aaaroval of the Citv Manaaer. This leave has
no cash value and cannot be carried over.
(Reso. 3229) 10/83
(Reso. 3446 11 /86)
(Reso. 4582) 12/08
(Reso.4130) 9/99
(Reso.4619) 9/09
(Reso. 5350) 06/20
(Reso. XXXX) 6/24
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SECTION 1A2.105 FLEXIBLE BENEFIT PLAN
Executive Management, Mid -Management, and Confidential: all positions listed in Section
1(A) above (and as may be amended thereafter), shall be eligible to participate in the City's
Flexible Benefit Plan, as per table below:
Effective
City
Flex Benefit
City
Date
Maximum
— City
Contribution
Health
Contribution
Monthly total:
Insurance
per month
Contribution
per month
Under
"PEMHCA"
(Per City
Resolution
filed with
CaIPERS)
Upon
$932
$768
$1,700
approval and
adoption
(August 15,
2023)
January 1,
$932
$818
$1,750
2024
January 1,
$932
$868
$1,800
2025
January 1,
$932
$918
$1,850
2026
Employees shall not be entitled to cash out any excess monies that are not allocated to
purchasing any of the specified benefits within the City's portfolio. The employee shall be
responsible for any and all out-of-pocket costs in excess of the City's monthly contribution.
The City Contribution Amount toward health insurance is the City's designated "PEMHCA"
contribution as set forth in the City's resolution(s) that are filed with CalPERS. Flex
Benefit amounts are not part of the City's designated "PEMHCA" contribution. Flex Dollars
may only be used towards a medical premium or deferred compensation plan. There is no
cash back from unused Flex Dollars.
(Reso. 5154) 06/19
(Reso. 5307) 04/22
(Reso. 5310) 04/22
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SECTION 1A2.106 INSURANCE BENEFITS — EMPLOYEE DENTAL, VISION AND
LONG TERM DISABILITY (NON -JOB RELATED) CONTRIBUTION.
The City shall provide dental and vision benefits for each covered Executive, Mid -Management,
and Confidential employee and the employee's eligible dependents.
Executive, Mid -Management, and Confidential Employees shall be covered by the City under a
long term disability insurance plan.
(Reso. 4474) 7/06
(Reso. ) 12/15
(Reso. 4975) 04/16
(Reso. 5147) 5/19
SECTION 1A2.108 INSURANCE BENEFITS — RETIREE MEDICAL — CITY CONTRIBUTION.
Executive, Mid -Management, and Confidential employees hired before June 1, 2016, who are
hired into or subsequently appointed to a position regulated by this Chapter, shall be eligible for
a monthly retiree health contribution of up to $1,200. The monthly retiree health contribution will
consist of the "PEMHCA" amount set forth in the City's resolution filed by the City with CalPERS
supplemented by a City contribution to a healthcare reimbursement account. The amount of the
healthcare reimbursement supplement shall be no more than the amount necessary to cover the
health insurance premium cost for the employee and eligible dependent(s) for the selected
CalPERS health plan, but in no event shall the total monthly contribution ("PEMHCA" contribution
+ healthcare reimbursement account) exceed $1,200 per month.
Executive Management, Mid -Management, and Confidential employees who are hired by the
City on or after June 1, 2016, and appointed to a position regulated by this Chapter, shall only
be eligible for a retiree medical benefit up to the "PEMHCA" contribution amount set forth in the
City's resolution filed by the City with CalPERS.
Executive Management, Mid Management, and Confidential employees service retiring from
CalPERS and the City of El Segundo after a minimum of five consecutive full-time years of
service with the City of El Segundo on or after June 21, 2022, shall be eligible for a retiree medical
benefit equal to the "PEMHCA" amount set forth in the City's resolution filed by the City with
CalPERS, supplemented by a City contribution to a healthcare reimbursement account. The
amount of the healthcare reimbursement supplement shall be no more than the amount
necessary to cover the health insurance premium cost for the employee and eligible
dependent(s) for the selected CalPERS health plan, but in no event shall the total monthly
contribution (PEMHCA contribution + healthcare reimbursement account) exceed the amount
provided to active employees in the Management and Confidential Series. For 2022, this total
monthly City contribution is $1,650 per month.
The Elected City Clerk and Treasurer positions shall also be eligible for this benefit as described
in the March 15, 2016 staff report and Resolution 4973 which ties their active and retired
allowances for health to the Management Confidential Series.
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Hire Date
Retiree Medical — City Contribution
July 1, 2007 through June 30, 2016
PEMHCA amount supplemented with a
City contribution not to exceed $1,200 per
month
July 1, 2016 and retired prior to June 21,
PEMCHA amount only
2022
Service retire concurrently from CalPERS
PEMHCA amount supplemented with a
and the City of El Segundo after a
City contribution to equal highest total
minimum of five consecutive full-time
monthly contribution as described in
years of service with the City of El
Section 1A2.107 above. For 2022, this
Segundo on or after June 21, 2022
amount shall not exceed $1,650
In order to qualify for any retiree medical benefit from the City, the employee must qualify as an
"annuitant" under PEMHCA (see Government Code section 22760(c). The retiree must have an
effective retirement date with CalPERS within 120 days of separation from City employment and
receive a retirement benefit from CaIPERS.
(Council Approval) 11/88
(Reso.4965XXX4)12/15
(Reso. 4975) 04/16
(Reso. 5350) 06/20
(Reso. 5432X) 8/23
SECTION 1A2.109 RETIREE DENTAL AND VISION
Upon retirement, an employee and their spouse, registered domestic partner, and/or their eligible
dependents who are actively enrolled in the City's dental and vision insurance plans may remain
enrolled in such plans as a retiree should such plans continue to remain available to current
employees, but shall be responsible for full payment of the associated insurance premiums.
In order to be eligible to be covered by such plans, the retiring employee and their spouse,
registered domestic partner, and/or and their eligible dependents must be actively enrolled in the
plan(s) under which they are seeking continued coverage.
If, upon retirement, the employee declines continued coverage under either plan, they may not
enroll at a later time.
Upon a retiree's death, the surviving spouse, registered domestic partner and/or eligible
dependent(s) who are actively enrolled in the City's dental and vision insurance plans may
remain enrolled in such plans as surviving dependents should such plans continue to remain
available to current employees, and shall be responsible for full payment of the associated
insurance premiums.
This provision is not intended to vest either retirees or current employees once retired with any
right to remain enrolled in the City's dental and vision insurance plans. The City may decide to
change dental or vision insurance plans without regard to the impact that such a decision would
have on retirees' eligibility to enroll in such plans.
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(Reso
8/23
SECTION 1A2. 110 ADDITIONAL EMPLOYMENT.
An Executive who is employed full time by the City shall not accept other work or actively
participate in the management of a private for profit activity outside of his or her employment with
the City of El Segundo, without first obtaining approval of the City Council, and upon showing
that such activity will not conflict with his or her discharge of duties of employment with the City.
(Reso.2620) 4/75
SECTION 1A2.115 EDUCATION EXPENSES — REIMBURSEMENT.
Executive, Mid -Management and Confidential employees shall, upon an approved application
and agreement to the provisions of this section, be reimbursed one hundred percent of the cost
of tuition and books to a maximum of $2,000 per calendar year effective January 1, 2001 for
work -related college courses; provided, however, such courses have been approved by the City
Manager. Employees terminating employment with the City voluntarily or through termination
with cause within two months from completion of coursework shall have deducted from their
final pay 100 percent of the amount reimbursed; thereafter, ten percent less than 100 percent
shall be deducted from their final pay for each full month worked up to twelve months from the
date of the completion of the course.
Participation in the program for mid -management and confidential employees is limited to those
who have successfully completed their initial probationary period.
(Council Approval) 11/88
(Reso.3995) 01/97
(Reso.4194) 11/00
SECTION 1A2.115.2 EDUCATIONAL INCENTIVE.
Effective October 1, 2008, the Police Chief shall no longer receive 5% Educational Incentive
Pay for possessing a Master's Degree from an accredited college or university.
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highest level gf ed iGa#G i
Effective the pay period beginning June 29, 2024, the Educational Incentive will be eliminated,
and the previous Battalion Chief Educational Incentive for a Master's degree shall be applied to
base salary in the amount of $1,755.28 per month for employees in the Battalion Chief
classification.
(Reso. 4026) 7/97
(Reso. 4194) 11/00
(Reso. 4430) 7/05
(Reso. 4582) 12/08
(Reso. XXXX) 6/24
SECTION 1A2.120 DEFERRED COMPENSATION PLAN.
A Deferred Compensation Plan has been established as a benefit to Executive Management,
Mid -Management, and Confidential employees, and each covered employee is eligible to
participate in the Plan. The City shall not provide an annual matching contribution or any other
contribution to the Deferred Compensation Plan.
As soon as feasible following adoption of Resolution No. 5350, the City shall establish a 401(a)
Defined Contribution Plan for Executive Management employees only to offset the 6.2% required
employee payroll tax contribution to Social Security. The City shall contribute 6.2% of base salary
per pay period, up to the annual Social Security taxable maximum. City contributions to the plan
shall be calculated on an annual basis and evenly distributed in 26 pay periods per year. For
earnings in 2023, this base is $160,200 with a $9,932 maximum City contribution. The 401(a)
Defined Contribution provision does not apply to employees in the Chief of Police and Fire Chief
positions as those are exempted from Social Security. The Elected City Clerk and Treasurer
positions shall be ineligible for this benefit.
(Reso. 2620) 4/75
(Reso. 4264) 8/02
(Reso. 4430) 7/05
(Reso. 4474) 7/06
(Reso. 4513) 7/07
(Reso. 4619) 9/09
(Reso. 4743) 10/11
(Reso. 4918) 6/15
(Reso. 5350) 6/22
SECTION 1A2.121 FLEXIBLE SPENDING ACCOUNT.
A Flexible Spending Account will be established pursuant to the terms and conditions of the
Internal Revenue Code as a benefit to employees enumerated in Section 1A2.000. Each
employee in Section 1A2.000 is eligible to participate in this plan.
(Council Approval) 11 /88
SECTION 1A2.123 CHIEF OFFICER CERTIFICATION.
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of the State Fi. M 09 per
Page 4 of 1
City of El Segundo Administrative Code
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PP�,,a^^ge�e}}��11 of 19
i- enth.
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Effective the pay period beginning June 29, 2024, the Chief Officer Certification pay will be
eliminated and the Tier 1 Longevity pay for a Fire Captain* with 19 years of service in the amount
of $2,199.50 per month shall be applied to base salary for employees in the Battalion Chief
classification. (*The Fire Captain position is included in the El Segundo Firefighters' Association.)
(Reso. 4430) 7/05
(Reso. 4474) 7/06
(Reso. 4582) 12/08
(Reso. XXXX) 6/24
SECTION 1A2.130 UNIFORM ALLOWANCE.
Effective October 1, 1988, Management -Confidential employees in the Police and Fire
Department who are required to purchase and continuously maintain certain prescribed items of
uniform clothing shall be compensated for a portion of the initial and maintenance costs thereof
according to the following:
Classification /Position Per Mo. of Active D
Police Chief
$53.00
Fire Chief $33.00
Fire Battalion Chief $40.00
(Reso. 3229) 10/83
(Reso. 3446) 11/86
(Council Approval) 11/88
SECTION 1A2.131.1 SICK LEAVE ACCUMULATED FOR CARE OF MEMBERS
OF IMMEDIATE FAMILY.
Sick leave is accrued at 8 hours per month. Employees in the Battalion Chief classification
working on a 112 hours schedule accrue 12 hours per month.
Employees are eligible to utilize a maximum of half their annual sick leave accrual, forty-eight (48)
hours or seventy-two (72) hours for Battalion Chiefs, of sick leave per calendar year in order to
provide care to a "family member" of the employee suffering from illness or injury.
For this purpose, the term "family member" means a child, parent, spouse, registered domestic
partner, grandparent, grandchild or sibling, or any other "family member" recognized by Labor
Code section 245.5. The term parent shall also include the parent of the employee's spouse or
registered domestic partner.
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For this purpose, the term "family member" also means one (1) "designated person" that the
employee has identified who is related to the employee by blood or whose association with the
employee is the equivalent of a family relationship.
(Reso.3790) 10/92
(Reso.3860) 4/94
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(Reso
8/23
6yx61f[Q►MIF-IVA191:1M i[a]211A_\T/=111011111:7_\'1►Ti14kik01261kiI Q:_%9:to] :4*44 WA161:8N=1IIN4IT, 14►kI
In the event an Executive, Mid -Management, or Confidential employee, while in the City's
employ, and who has been employed by the City for five continuous years or more in a full-time
position, dies or service retires under the Public Employees' Retirement System with unused
Sick Leave to his or her credit, he or she shall be compensated in an amount equal to eighty
percent (80%) of the value of such Sick Leave based upon his or her base salary at the time of
death or service retirement, without the inclusion of overtime pay or additional compensation.
(Reso. 3229) 10/83
(Reso. 3336) 11/85
(Reso. 3498) 9/87
(Reso. )
8/23
SECTION 1A2.135 SICK LEAVE ACCRUED — PAYMENT OF ON DISABILITY RETIREMENT
OR DISABILITY SEPARATION FROM THE CITY- LESS THAN 5 YEARS OF CITY SERVICE.
In the event an employee regulated by this Chapter while in the City's employ, and who has been
employed by the City for five or more continuous years in a full-time position, Disability Retires
under the California Public Employees' Retirement System or separates from the City with
unused Sick Leave to his or her credit, he or she shall be compensated in an amount equal to
One Hundred Percent (100%) of the value of such Sick Leave, based upon the employees
regular rate of pay at the time of retirement or separation.
(Reso. 3498) 11/86
(Reso, 3860) 4/94
(Reso. 4430) 7/05
(Reso. 4619) 9/09
SECTION 1A2.135.1 PAYMENT OF SICK LEAVE ACCRUAL —AFTER 20 YEARS OF CITY
SERVICE.
Upon separation from service, sworn Police and Fire Management Employees with 20 years of
continuous City service, will be compensated for One Hundred Percent (100%) of the employee's
accumulated, unused Sick Leave at their regular rate of pay at separation.
(Reso.4264) 8/02
(Reso.4619) 9/09
SECTION 1A2.135.2 PAYMENT OF SICK LEAVE ACCRUAL — DISABILITY RETIREMENT-
5 OR MORE YEARS OF CITY SERVICE.
Upon separation from service because of a disability retirement, sworn Police and Fire
Management employees with five years of continuous City service, will be compensated for
ninety percent (90%) of the employee's accumulated, unused Sick Leave at the employee's
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current rate at separation.
(Reso.4264) 8/02
SECTION 1A2.136 SICK LEAVE — LEAVE WITH PAY DUE TO ILLNESS -ACCUMULATION
OF SAME; SICK LEAVE CASH OUT
Sick Leave with pay may be granted for an absence from duty because of personal illness, injury,
or legal quarantine not compensable under the provisions of the Workers' Compensation Laws
of the State of California. Permanent employees shall accumulate Sick Leave at the rate of eight
(8) hours per month; employees on a 112 hours fire suppression schedule earn Sick Leave at
the rate of twelve (12) hours per month. Hours worked in addition to a regular work week shall
not entitle an employee to additional Sick Leave accumulation. Sick Leave taken by an employee
shall be deducted from his or her accumulated credit.
Employees hired into a Management and Confidential Series position after August 15, 2023, may
accumulate up to six hundred (600) hours of sick leave; nine hundred (900) for employees on a
112 hours fire suppression schedule. Once an employee reaches that cap, the employee shall
not accrue additional sick leave until the balance has been reduced below 600 hours.
Employees hired on or before August 15, 2023 will be permitted to accrue sick leave in excess
of the cap of six hundred (600) hours; nine hundred (900) for employees on a 112 hours fire
suppression schedule subject to a mandatory cash out as described below.
For employees hired on or before August 15, 2023, the City will cash out any accrued sick leave
in excess of the 600 or 900 hour cap on or around December 1 of each year. The City will
provide the cash out by direct deposit.
(Reso.3173) 10/82
(Reso. 5432XXXX) 8/23
SECTION 1A2.137.1, SICK LEAVE PAYOUTS.
Notwithstanding Sections 1A2.132 through 1A2.135.2 of the El Segundo Administrative Code,
employees regulated by this Chapter who receive payment of sick leave hours shall have the
value of the sick leave hours calculated at the base salary hourly rate.
(Reso. 4918) 6/15
SECTION 1A2.139 HOLIDAYS AND HOLIDAY PAY.
Except as otherwise herein specifically provided, employees shall be entitled to the following
holidays:
January 1st
The third Monday in January
The third Monday in February
November 11th
Thanksgiving Day and the Friday thereafter
December 241"
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The last Monday in May December 25t"
July 4t" December31 st
The first Monday in September provided, however, (a) that such dates may be supplemented or
amended by a Resolution amending the Administrative Code (b) that in the event any of these
holidays fall on the last day an employee is off on the employee's regular days off period, the
day following is observed as a holiday for the purpose of this section; and (c) that in the event
any of these holidays fall on the first day of an employee's regular day off period, the previous
day is considered a holiday for purpose of this section. Notwithstanding the above, this provision
does not apply to Battalion Chiefs who receive pay in lieu of time off for holidays.
(Reso.3173) 10/82
(Reso. 4513) 7/07
(Reso. 5197) 01/20
(Reso. 5432XXXX)
8/23
SECTION 1A2.139.1 PERSONAL LEAVE/FLOATING HOLIDAY.
In addition to the holidays enumerated in Section 1A2.139, each employee who has completed
six (6) months of service shall be entitled to select one (1) day per calendar year as a Floating
Holiday.
Each employee shall also receive one (1) day per calendar year as a Personal Leave.
For this purpose, employees who are assigned to a 5/40 schedule shall receive eight (8) hours,
employees who are assigned to a 9/80 schedule shall receive nine (9) hours, and employees
who are assigned to a 4/10 schedule shall receive 10 hours. Employees on other schedules will
be compensated accordingly.
In the first full pay period following the adoption of the Administrative Code by the City Council, the City shall
provide employees an additional one (1) day of Personal Leave. The City shall provide employees a
second (2nd) day of Personal Leave each year, as described below, unless and until such time
as the City recognizes either Cesar Chavez Day or Juneteenth as a Holiday. In the event that
the City recognizes either Cesar Chavez Day or Juneteenth as a Holiday, the City will rescind
the provision of a second (2nd) day of Personal Leave for the following calendar year.
The City will credit employees with the Personal Leave every January. Newly hired employees
hired after the first of the year will also receive the Personal Leave, which the employee may
use six (6) months after the employee's initial appointment date.
(Reso.3290) 12/84
(Reso.3446) 11/86
(Reso
5432XXXX) 8/23
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SECTION 1A2.140 HOLIDAYS AND HOLIDAY PAY- BATTALION CHIEFS.
Battalion Chiefs assigned to Fire Suppression Duty will be paid for 156 hours in lieu of holidays
once a year on or about the 10t" day of December. Battalion Chiefs who serve in that capacity
less than a full year will be paid Holiday Pay on a pro rata basis.
To the extent permitted by law, the compensation in this section is special compensation for
those employees who are normally required to work on an approved holiday because they work
in positions that require scheduled staffing without regard to holidays and shall be reported as
such pursuant to Title 2 CCR, Section 571(a)(5) and 571.1(b)(4) Holiday Pay.
(Reso.3178) 12/82
(Reso. 4513) 7/07
69 x01 Eel fi IF-IVAE E,!%[N_ I Eel 01"=UIV/ 4
Employees regularly employed shall accumulate vacation time in accordance with the following
schedule:
Years of
Service
Annual Accrual
Rate
Accrual Per
Pay Period
Maximum
Permissible
Accrual
0-5
108 hours
4.15 hours
216 hours
6-10
132 hours
5.08 hours
264 hours
11-15
156 hours
6.00 hours
312 hours
16+
188 hours
7.23 hours
376 hours
Employees may accrue up to two (2) years of vacation leave at their current annual accrual
rate.
Effective July 2, 2023, the City will impose a hard cap on vacation accrual such that such that no
employee shall be permitted to accrue vacation in excess of twice their annual accrual rate. Any
employee that has a vacation balance in excess of twice their annual accrual rate will be cashed
out by the City at their base hourly rate to bring their vacation balance to twice their annual
accrual rate in December 2023.
All other terms and conditions in Section 1 A2.144(1) and (2) remain in effect.
(Reso. 3175) 10/82
(Reso. 3860) 4/94
(Reso. 4582) 12/08
(Reso.
5432XXX) 8/23
Page 120 of 205
City of El Segundo Administrative Code
Chapter 1A2- management and Confidential Series
Page 17 of 19
SECTION 1A2.144.1 VACATION ACCRUAL BASED ON TOTAL SERVICE TIME IN A
CaIPERS OR COMPARABLE AGENCY.
Executive, Mid -Management, and Confidential employees shall accumulate vacation time
based on their total years of service in a CalPERS or comparable agency.
(Reso.3860) 4/95
(Reso 5432XXX
8/23
SECTION 1A2.145 VACATION LEAVE USE.
Vacation Leaves may be taken only after the employee has completed six (6) months of
continuous service with the City.
(Reso.3336) 11/85
SECTION 1A2.146 VACATION LEAVE CASH OUT.
A. Qualification for Vacation Cash Out: An employee who has completed one (1) year of
service qualifies for vacation cash out.
B. IRREVOCABLE Election Process in 2023 and thereafter: A qualified employee may
irrevocably elect to receive cash payment(s) in lieu of accrued vacation leave up to one
hundred percent (100%) of the total amount of vacation leave that the employee can
accrue in a year based on their length of service as described in Article 4, Section 1.
On or before December 15, 2023 and every December 15t" thereafter, a qualified employee
who elects to cash out some or all of their vacation to be accrued in the following year shall
submit written request to the Human Resources Department stating their irrevocable
election(s).
The employee shall provide the following information as part of their election: (1) The total
number of hours of vacation leave that the employee will accrue between January 1 and
June 30 in the following calendar year based on their annual accrual rate based on their
years of service; (2) The total amount of vacation leave to be accrued that the employee
wants to cash out in July of the following calendar year (The cash -out amount must be equal
to or less than the amount accrued between January 1 and June 30); (3) The total number
of hours of vacation leave that the employee will accrue between July 1 and December 31
in the following calendar year based on their annual accrual rate based on their years of
service; and (4) The total amount of vacation leave to be accrued that the employee wants to
cash out in December of the following calendar year (The cumulative cash -out amount must
be equal to or less than the total amount accrued between January 1 and December 30).
C. The City shall administer the cash out twice annually, starting in December 2023 and every
December thereafter. The City shall make the cash outs in the first full pay period in July and
December.
Page 121 of 205
City of El Segundo Administrative Code
Chapter 1A2- management and Confidential Series
Page 18 of 19
Such cash outs shall be paid at the employee's base salary hourly rate of pay.
D. Regardless of the number of hours that the employee requests to cash out, the City can only
cash out vacation hours that the employee has accrued in the calendar year as of the time
of the cash out which the employee has not yet used.
(Reso. 3336) 11/85
(Reso. 4430) 7/05
(Reso. 4743) 10/11
(Reso. 4789) 10/12
(Reso. 4918) 6/15
(Reso. 4951) 12/15
(Reso )
8/23
SECTION 1A2.147 VACATION LEAVE ACCRUAL — FOR TEMPORARY INDUSTRIAL
DISABILITY.
Notwithstanding the provisions of Section 1A6.220, employees on temporary industrial disability
that is not subject to Labor Code section 4850 may accrue vacation time for the length of their
industrial injury leave if they supplement their industrial disability payments with paid leave
accruals such that they continue to receive their full salary. Employees on Labor Code section
4850 industrial injury leave will continue to accrue vacation leave during the time they are on
industrial injury leave pursuant to Labor Code section 4850 without use of accrued leave
balances.
(Reso.3336) 11/85
(Reso.
5432Xi- ) 8/23
SECTION 1A2.148 BEREAVEMENT LEAVE — PERSONAL EMERGENCIES — IMMEDIATE
FAMILY DEFINED.
In the event of the death of an employee's "family member", as defined in Section 1A2.131.1,
but excluding the "designated person," the City shall provide the employee three (3) days paid
bereavement leave and two (2) days of unpaid leave to be used within three (3) months of the
date of the death of the "family member."
Employees may elect to use other forms of paid leave that they have accumulated in order to
provide for their compensation while using the two (2) days of unpaid leave.
For employees who need to travel 500 or more miles from the City in order to attend services
for the employee's family member, the City shall also provide two (2) additional days of paid
bereavement leave in lieu of the two (2) days of unpaid leave.
(Reso. 3173) 10/82
(Reso.3860) 4/94
(Reso.4430) 7/05
(Reso 5432X )
8/23
Page 122 of 205
City of El Segundo Administrative Code
Chapter 1A2- management and Confidential Series
Page 19 of 19
SECTION 1A2.149 JURY DUTY.
The employee must provide written notice of the expected Jury Duty to his or her supervisor as
soon as possible, but in no case later than 14 days before the beginning of Jury Duty.
During the first two weeks of Jury Duty, an employee shall be entitled to receive his or her regular
compensation.
For any portion of Jury Duty that extends beyond the first two weeks, such extended Jury Duty
period shall be without pay.
Any compensation for the first two weeks of Jury Duty, except Travel Reimbursement Pay, must
be deposited with the Director of Human Resources.
While on Jury Duty, the employee must report to work during any portion of a day that the
employee is relieved of Jury Duty for three or more consecutive hours.
The employee must provide documentation of his or her daily attendance on Jury Duty.
(Reso.4582) 12/08
SECTION 1A2.150 SALARIES AND BENEFITS APPLICABLE.
The provisions of this Chapter are applicable to Executive, Mid -Management, and Confidential
employees enumerated in Section 1A2.040 of this chapter.
(Reso.3173) 10/82
SECTION 1A2.152 CITY OF EL SEGUNDO SUBSTANCE ABUSE POLICY AND DRUG
FREE WORKPLACE STATEMENT.
The City of El Segundo Substance Abuse Policy and Drug -Free Workplace Statement, dated
July 1, 2008 shall be applicable to all Department Heads, Mid -Management and Confidential
Employees.
(Reso.4582) 12/08
69x��[�]��il_`�iF���11»:Z+'i►�il�►�il 3�I:Zd�7���:71 3�j�[�1��
Effective July 1, 2019, the CalPERS Classic Members in the Miscellaneous Classifications in
Executive, Mid -Management, and Confidential shall pay a total employee contribution of eight
percent (8%); seven percent (7%) shall be the member contribution, and one percent (1 %) shall
be employee -paid cost -sharing of the City's contribution under Gov. Code section 20516(a).
CalPERS PEPRA New Members in the Miscellaneous Classifications in Executive, Mid-
Management-, and Confidential employees shall pay fifty percent (50%) of normal cost as
determined by CalPERS.
Effective July 1, 2019, CalPERS Classic Members in the Safety Classifications in Executive, Mid -
Management, and -Confidential employees shall pay a total employee contribution of twelve
Page 123 of 205
City of El Segundo Administrative Code
Chapter 1A2- management and Confidential Series
Page 20 of 19
(12%); nine percent (9%) shall be the member contribution, and three percent (3%) shall be the
employee -paid cost -sharing of the City's contribution under Gov. Code section 20516(a).
CalPERS PEPRA New Members in the Safety Classifications in Executive, Mid -Management,
and Confidential Series shall pay fifty percent (50%) of normal cost as determined by CalPERS.
(Reso. 4741) 10/11
(Reso. 4743) 10/11
(Reso. 4789) 10/12
(Reso. 4918) 6/15
(Reso. 4951) 12/15
(Reso. 4976) 04/16
(Reso. 5154) 06/19
SECTION 1A2.154 AUTO ALLOWANCE.
Executive Management positions that are not provided a City vehicle shall receive an auto
allowance in the amount of $400 per month. Employees provided an auto allowance are
ineligible for mileage reimbursement.
(Reso. 5350) 06/22
SECTION 1A2.155 VOLUNTARY BINDING ARBITRATION AND BONUS PAYMENT
Voluntary Agreement to Binding Arbitration in Exchange for $10,000 Bonus Payment: Executive,
Mid -management and Confidential employees may voluntarily enter into an Arbitration
Agreement according to the terms of the agreement.
(Reso. 5432) 8/23
Page 124 of 205
UNREPRESENTED MANAGEMENT AND CONFIDENTIAL
SALARY RANGE ADJUSTMENTS - AUGUST 15, 2023
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Page 125 of 205
UNREPRESENTED MANAGEMENT AND CONFIDENTIAL
SALARY RANGE ADJUSTMENTS - AUGUST 15, 2023
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Page 126 of 205
UNREPRESENTED MANAGEMENT AND CONFIDENTIAL
SALARY RANGE ADJUSTMENTS - JUNE 29, 2024
M&C
Unrepresented: Executive, Mid -Management, Confidential Employee Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
11/3/2020
8/15/2023
5232
Deputy City Manager At -Will
EXECUTIVE
60d
Salaried
68.20
11822.00
141864.00
108.17
18750.00
225000.00
6/4/2019
9/19/2023
5435
Chief of Police
EXECUTIVE
60f
Salaried
101.66
17620.73
211448.76
134.19
23259.36
279112.32
6/4/2019
12/19/2023
5453
Fire Chief
EXECUTIVE
70f
Salaried
96.69
16760.14
201121.68
116.03
23129.00
277548.00
1/18/2022
8/15/2023
5306
Chief Financial Officer
EXECUTIVE
64d
Salaried
77.39
13415.00
160980.00
108.17
18750.00
225000.00
11/3/2020
8/15/2023
5232
Director of Human Resources
EXECUTIVE
64d
Salaried
77.39
13415.00
160980.00
108.17
18750.00
225000.00
11/3/2020
8/15/2023
5232
Information Technology Services Director
EXECUTIVE
64d
Salaried
77.39
13415.00
160980.00
108.17
18750.00
225000.00
9/6/2022
8/15/2023
5359
Director of Recreation, Parks, and Library
EXECUTIVE
64d
Salaried
77.39
13415.00
160980.00
108.17
18750.00
225000.00
9/6/2022
8/15/2023
5359
Director of Community Development
EXECUTIVE
64d
Salaried
78.35
13581.00
162972.00
108.17
18750.00
225000.00
6/4/2019
8/15/2023
5154
Director of Public Works
EXECUTIVE
64d
Salaried
77.39
13415.00
160980.00
108.17
18750.00
225000.00
6/4/2019
8/15/2023
5154
Assistant City Engineer
MANAGEMENT
56m
Salaried
60.70
10521.52
126258.24
77.21
13383.38
160600.56
6/6/2023
8/15/2023
5420
Aquatics Manager At -Will
MANAGEMENT
50m
Salaried
56.85
9854.65
118255.80
72.32
12535.11
150421.38
6/4/2019
6/18/2024
XXXX
Battalion Chief
MANAGEMENT
60f
Salaried
53.74
17882.63
156492.72
85.17
20668.20
248018.40
5/21/2024
5/21/2024
5490
Building Official At -Will
MANAGEMENT
60f
Salaried
64.83
11236.58
134838.96
82.46
14292.92
171515.08
6/4/2019
8/15/2023
5154
City Engineer At -Will
MANAGEMENT
60m
Salaried
68.91
11943.54
143322.48
87.65
15192.19
182306.22
11/3/2020
8/15/2023
5381
Communications Manager At -Will
MANAGEMENT
51m
Salaried
58.10
10070.98
120851.76
73.91
12810.29
153723.49
6/4/2019
8/15/2023
1 5344
Deputy City Clerk
MANAGEMENT
27m
Salaried
35.43
6140.99
73691.88
44.80
7765.55
93186.59
6/7/2022
8/15/2023
5344
Assistant City Clerk At -Will
MANAGEMENT
36m
Salaried
58.10
10070.98
120851.76
73.91
12810.29
153723.49
6/4/2019
8/15/2023
5154
Deputy City Treasurer II
MANAGEMENT
30s
Salaried
1 44.05
7635.47
91625.64
56.03
9712.31
116547.76
11/7/2023
11/7/2023
5446
Environmental Programs Manager At -Will
MANAGEMENT
81m
Salaried
58.10
10070.98
120851.76
73.91
12810.29
153723.48
2/21/2023
8/15/2023
5395
General Services Superintendent At -Will
MANAGEMENT
57m
Salaried
59.04
10233.12
122797.44
75.10
13016.52
156198.29
4/19/2022
8/15/2023
5326
Finance Manager At -Will
MANAGEMENT
55m
Salaried
59.38
10292.33
123507.96
83.26
14431.90
173182.80
2/21/2023
8/15/2023
5395
Utilities Superintendent At -Will
MANAGEMENT
59m
Salaried
59.04
10233.12
122797.44
75.10
13016.52
156198.29
6/4/2019
8/15/2023
5154
Human Resources Manager At -Will
MANAGEMENT
51m
Salaried
58.10
10070.98
120851.76
73.91
12810.29
153723.49
6/4/2019
8/15/2023
5154
Information Systems Manager At -Will
MANAGEMENT
54m
Salaried
62.04
10753.00
129036:00
78.91
13677.82
164133.79
6/4/2019
8/15/2023
5154
Librarian II
MANAGEMENT
37m
Salaried
41.97
7274.57
87294.84
53.38
9253.25
111038.99
11/3/2020
8/15/2023
1620
Library Services Manager
MANAGEMENT
50m
Salaried
56.85
9854.65
118255.80
72.32
12535.11
150421.38
6/4/2019
8/15/2023
5154
Park Maintenance Superintendent
MANAGEMENT
48m
Salaried
54.45
9437.67
113252.04
69.26
12004.71
144056.54
6/4/2019
8/15/2023
5154
Planning Manager At -Will
MANAGEMENT
56m
Salaried
64.83
11236.58
134838.96
82.46
14292.92
171515.08
1/16/2024
1/16/2024
5154
Recreation Manager At -Will
MANAGEMENT
50m
Salaried
56.85
9854.65
118255.80
72.32
12535.11
150421.38
11/3/2020
8/15/2023
5232
Risk Manager At -Will
MANAGEMENT
52m
Salaried
58.10
10071.00
120852.00
73.90
12810.10
153721.20
6/4/2019
8/15/2023
5154
Senior Librarian
MANAGEMENT
39m
Salaried
44.98
7796.33
93555.96
57.21
9916.94
119003.23
11/3/2020
8/15/2023
5232
Treasury & Customer Service Manager
MANAGEMENT
141
Salaried
59.38
10292.00
123504.00
75.53
13092.06
157104.72
Page 127 of 205
UNREPRESENTED MANAGEMENT AND CONFIDENTIAL
SALARY RANGE ADJUSTMENTS - JUNE 29, 2024
M&C
Unrepresented: Executive, Mid -Management, Confidential Employee Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
6/4/2019
8/15/2023
5154
Accountant
CONFIDENTIAL
31m
Salaried
38.16
6614.09
79369.08
48.54
8413.12
100957.50
6/4/2019
8/15/2023
5154
Executive Assistant
CONFIDENTIAL
34m
Salaried
37.98
6582.92
78995.04
48.31
8373.48
100481.77
2/21/2023
8/15/2023
5395
Human Resources Analyst
CONFIDENTIAL
34m
Salaried
41.40
7176.04
86112.48
52.66
9127.93
109535.10
6/4/2019
8/15/2023
NA
Human Resources Technician
CONFIDENTIAL
18m
Salaried
29.58
5127.76
61533.12
37.63
6522.52
78270.23
6/4/2019
8/15/2023
5154
Management Analst
CONFIDENTIAL
35m
Salaried
41.40
7176.04
86112.48
52.66
9127.93
109535.10
6/4/2019
8/15/2023
5154
Payroll Accountant
CONFIDENTIAL
31m
Salaried
38.16
6614.09
79369.08
48.54
8413.12
100957.50
6/4/2019
8/15/2023
5154
Principal Civil Engineer
CONFIDENTIAL
51m
Salaried
58.10
10070.98
120851.76
73.91
12810.29
153723.49
6/4/2019
8/15/2023
5154
Senior Civil Engineer At -Will
CONFIDENTIAL
48m
Salaried
54.45
9437.67
113252.04
69.26
12004.71
144056.54
6/4/2019
8/15/2023
5154
Senior Executive Assistant At -Will
CONFIDENTIAL
35m
Salaried
41.40
7176.04
86112.48
52.66
9127.93
109535.10
6/4/2019
8/15/2023
5154
Senior Human Resources Analyst
CONFIDENTIAL
39m
Salaried
44.98
7796.33
93555.96
57.21
9916.94
119003.23
6/4/2019
8/15/2023
5154
Senior Management Analyst
CONFIDENTIAL
39m
Salaried
44.98
7796.33
93555.96
57.21
9916.94
119003.23
6/4/2019
8/15/2023
5401
Special Projects Administrator
CONFIDENTIAL
35m
Salaried
41.40
7176.04
86112.48
52.66
9127.93
109535.10
Page 128 of 205
MANAGEMENT AND CONFIDENTIAL SERIES
EMPLOYEE VO UN ^TRYVOLUNTARY ARBITRATION
AGREEMENT
This Arbitration Agreement ("Agreement"), is between the City of El Segundo
("Employer" or "City") and ("Employee") (collectively
"Parties" or "Party" as may be appropriate.) Employer and Employee agree to the
following terms and conditions.
1. Consideration. In exchange for a total of bonus payment of $10,000,
Employee agrees to arbitration as the sole and exclusive remedy for the Arbitrable Claims
defined below.
a. Payment of $10,000 is to be paid within 30 days of Employee's delivery
of an executed Agreement to the City. Employee shall not be entitled to
receive more than $10,000 in payment pursuant to this Agreement, even
if Employee's employment is terminated and the Employee
subsequently becomes re-employed by the City.
b. Once the Employee receives a payment under this Agreement, all
Arbitrable Claims shall be subject to the arbitration process outline
below.
2. Applicable Law. The Employee and Employer agree that the Arbitrable
Claims defined below shall be submitted to and determined exclusively by binding
arbitration under the California Arbitration Act, ("CAA") (Cal. Code Civ. Proc. sec. 1280
et. Seq. Employer and Employee understand and agree that they are knowingly and
intentionally giving up any right that they may have to a court trial by judge or jury with
regard to the Arbitrable Claims.
3. Arbitration Procedure. The Parties shall have the right to conduct
discovery pursuant to Cal. Code Civ. Proc. sec. 1283.05 (including all of the CAA's other
mandatory and permissive rights to discovery). Nothing in this Agreement shall prevent
either Party from obtaining provisional remedies to the extent permitted by Code of Civil
Procedure Section 1281.8 either before the commencement of or during the arbitration
process. All rules of pleading, (including the right of demurrer), all rules and judgment
under Code of Civil Procedure Section 631.8 shall apply and be observed. Resolution of
the dispute shall be based solely upon the law governing the claims and defenses
pleaded. The arbitration shall be held before a single arbitrator, who shall be an attorney
at law and an experienced employment law arbitrator. The arbitrator shall be mutually
selected by the Parties. The Arbitrator shall have the power to award all legal relief
available in a court of law, including any and all damages that may be available for any
of the claims asserted. In addition, each of the Parties shall retain all defenses that they
would have in a judicial proceeding, including defenses based on the expiration of the
statute of limitations and that the damages being sought are not authorized or are
excessive. The Arbitrator shall render a written award within 30 days after the matter is
submitted for determination, and the award of the arbitrator shall be final and binding on
the City, the Association and the employee.
Page 129 of 205
4. Definition of Arbitrable Claims. The following shall be Arbitrable Claims:
a. Appeals of Dismissals, Demotions, and/or Suspensions without Pay
Longer than Six (6) Days, Brought by Executive, Mid -Management, and
Confidential Employees: the City shall submit timely appeals of
dismissals, demotions and suspensions without pay longer than six (6)
days to binding arbitration, pursuant to this Agreement.
An employee who has been dismissed, demoted, or suspended
longer than six (6) days, shall have ten (10) calendar days
following written notification of the dismissal, demotion or
suspension in which to file an appeal. The written appeal must
be submitted to the City Manager.
ii. Upon receipt of a timely request for appeal of the dismissal, the
City and employee may either mutually select an arbitrator or
request a list of seven (7) arbitrators registered with the California
State Conciliation and Mediation Service or some other mutually
agreed upon source. The Parties shall agree to a mediator within
ten (10) days of the timely appeal, unless the Parties mutually
agree to extend this time period.
iii. The role of the arbitrator shall be to determine if the dismissal is
consistent with just cause. The arbitrator shall hold a hearing at
which both sides may present their arguments and evidence,
including witnesses and subsequently issue a written decision.
The hearing shall commence within 120 days of selection by the
Parties, unless the Parties mutually agree to extend this time
period.
iv. The decision of the arbitrator shall be final and binding on the
Parties. The arbitrator shall issue his/her decision in writing within
thirty (30) days of the closing of the hearing.
v. The costs of the arbitration/hearing (court reporter, arbitration
hearing transcripts) shall be divided in half (50/50) between the
City and employee. Attorney's fees, staff time and witness fees
shall not be shared between the Parties and shall be paid by the
Party that incurred the cost.
b. The civil claims which are subject to final and binding arbitration shall
include, but not be limited to, any and all employment -related claims or
controversies, such as breach of employment agreement, breach of the
covenant of good faith and fair dealing, negligent supervision or hiring,
wrongful discharge in violation of public policy, unpaid wages of overtime
under the state and federal wage payment laws, breach of privacy
claims, intentional or negligent infliction of emotional distress claims,
fraud, defamation, and divulgence of trade secrets. This also specifically
includes claims that could be asserted under all state and federal anti-
discrimination laws, including but not limited to the California Fair
Employment and Housing Act, Title VII of the Civil Rights Act of 1964,
the Age Discrimination in Employment Act, the Americans with
Disabilities Act, and the Family and Medical Leave Act, and claims for
Page 130 of 205
discrimination and harassment in employment on the basis of race, age,
sex, religion, national origin, alienage, religion, marital status, sexual
orientation, disability, political activity, or any other statutorily -protected
basis. It shall also include any and all claims an employee may have
under the Fair Labor Standards Act, the California Labor Code, and the
Industrial Welfare Commission Wage Orders, as well as any other state
and federal statutes. This Agreement is further intended to apply to any
claim Employee(s) may have against the City and/or any of its directors,
employees, or agents, and to any and all past and future employment
relationships Employee may have with the City regardless of job position
or title. City shall also arbitrate all claims it has against the employee
under the same rules and regulations set forth herein.
c. Notwithstanding the provisions of this Agreement, Employee may elect
to file a claim for workers' compensation and unemployment insurance
benefits with the appropriate state agencies, and administrative charges
with the Equal Employment Opportunity Commission, California
Department of Fair Employment and Housing, and any similar state
agency. Unless otherwise required by applicable law, all other
employment -related claims shall be resolved by final and binding
arbitration and not by a jury in a court of law.
5. No Arbitration of Class, Collective or Representative Actions. To the
fullest extent permitted by law, no form of class, collective, or representative action shall
be maintained pursuant to this Agreement without the mutual consent of the Parties. Any
dispute over the validity, effect, or enforceability of the provisions of this paragraph,
including whether the arbitration may proceed as class, collective, or representative
action, shall be for a court of law and not an arbitrator to decide.
6. Arbitration Costs.
a. For arbitrations for appeals of dismissals, demotions, and/or
suspensions without pay longer than six (6) days, the Employee and
Employer agree to split the costs of arbitration evenly (see section 4.a.).
b. For arbitrations of disputes for Arbitrable Claims as set out in section
4.b., the City shall bear the costs of any arbitration, including the
compensation of the Arbitrator, all of the Arbitrator's administrative
expenses, and CSR transcripts for arbitration hearings.
c. For any arbitration conducted pursuant to this Agreement, except as
may otherwise be required by law, the Parties shall be responsible for
their own attorneys' fees and costs incurred in presenting their case to
the Arbitrator, including without limitation deposition related costs.
7. Term of Agreement. This Agreement shall continue in full force and effect
for the duration of Employee's current employment by Employer and the duration of any
subsequent re-employment of Employee by Employer and also survives after the
termination of the Employee's current or employment or subsequent re-employment This
Agreement does not create any express or implied contract of employment and nothing
in this Agreement is intended to alter the at -will employment status of Employee.
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8. Integration. This Agreement sets forth the Parties' mutual rights and
obligations with respect to the resolution of Arbitrable Claims. It is intended to be the final,
complete, and exclusive statement of the terms of the Parties' agreements regarding this
subject. This Agreement supersedes all other prior and contemporaneous agreements
and statements related to the resolution of Arbitrable Claims, whether written or oral,
express or implied, on this subject, and it may not be contradicted by evidence of any
prior or contemporaneous statements or agreements. To the extent that the practices,
policies, or procedures of Employer, now or in the future, apply to Employee and are
inconsistent with the terms of this Agreement, the provisions of this Agreement shall
control.
9. Amendments; Waivers. This Agreement may not be amended except by
an instrument in writing, signed by Employee and Employer. No failure to exercise and
no delay in exercising any right, remedy, or power under this Agreement shall operate as
a waiver thereof, nor shall any single or partial exercise of any right, remedy, or power
under this Agreement preclude any other or further exercise thereof, or the exercise of
any other right, remedy, or power provided herein or by law or in equity.
10. Severability. If a court or Arbitrator holds any provision of this Agreement
to be invalid, unenforceable, or void, the remainder of this Agreement shall remain in full
force and effect. In addition, the Parties authorize the Arbitrator or court to add to or
revise the language of this Arbitration Agreement in order to make the provision complete
and lawful, so as to effectuate to the maximum extent possible the Parties' mutual intent
to have all disputes subject to this provision be resolved solely by final and binding
arbitration.
11. Jurisdiction and Venue. All arbitrations of Arbitrable Claims shall be heard
in Los Angeles County, California, and all court proceedings arising out of this Agreement
shall be filed in Los Angeles County, California.
"EMPLOYEE" "EMPLOYER"
CITY OF EL SEGUNDO
Signature of Employee Signature of Employer Representative
Printed Name of Employee
Dated
Name/Title of Employer Representative
Dated
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City Council Agenda Statement
F I, F G t I) O Meeting Date: June 18, 2024
Agenda Heading: Staff Presentations
Item Number: D.10
TITLE:
Resolution to Establish a Workplace Violence Prevention Plan
RECOMMENDATION:
1. Adopt a Resolution establishing a Workplace Violence Prevention Plan.
2. Alternatively, discuss and take other action related to this item.
FISCAL IMPACT:
There is no fiscal impact for the adoption of a Workplace Violence Prevention Plan
("WVPP" or "Plan"). Administration of the Plan will result in costs for employee training
which can be absorbed in the Human Resources Department's Citywide training
budget.
BACKGROUND:
In 2023, Senate Bill 553 was enacted into law, adding Labor Code section 6401.9 to
require employers to adopt and implement a Workplace Violence Prevention Plan and
corresponding training for their employees by July 1, 2024. This new law is applicable to
El Segundo in its capacity as an employer.
DISCUSSION:
The City has been working closely with legal counsel to draft a WVPP for the City and to
provide training for City employees on the WVPP. On May 28, 2024, Human Resources
sent a draft copy of the WVPP to bargaining unit representatives and the unrepresented
employees for review and feedback. No requests were received from the employee
organizations requesting to bargain any negotiable effects or impacts implicated by the
City's compliance with Labor Code section 6401.9 and its implementation of the WVPP.
The Labor Code requires that the Plan include various components, including, but not
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June 18, 2024
Page 2 of 2
limited to the following: (1) identification of the City employee responsible for
implementing the Plan, (2) procedures for responding to reports of workplace violence,
(3) procedures for identifying and correcting workplace violence hazards, and (4)
procedures for post -incident responses and investigations. The Labor Code also
requires the City to record information in a violent incident log for every workplace
violence incident and maintain such records for inspection.
Adoption and implementation of the Plan is required by law by July 1, 2024. Failure to
comply may result in citation and civil penalties by the Division of Occupational Safety
and Health ("DOSH").
Six Citywide training sessions have been scheduled at various times, dates, and
locations to provide the greatest opportunity to train all employees on the new policy.
The Labor Code does not require elected officials to be trained on the WVPP. However,
the City can provide training on the WVPP to any elected who may be interested.
Additional dates are planned subsequent to these sessions to ensure all employees are
trained.
CITY STRATEGIC PLAN COMPLIANCE:
Goal 3: Promote a Quality Workforce Through Teamwork and Organizational
Efficiencies
Objective 3A: El Segundo is an employer of choice and consistently hires for the future,
with a workforce that is inspired, world -class, engaged and innovative.
PREPARED BY:
Rebecca Redyk, Human Resources Director
REVIEWED BY:
Rebecca Redyk, Human Resources Director
APPROVED BY:
Barbara Voss, Deputy City Manager
ATTACHED SUPPORTING DOCUMENTS:
1. Resolution Establishing a Workplace Violence Prevention Plan
2. Workplace Violence Prevention Plan
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RESOLUTION NO.
A RESOLUTION ESTABLISHING A CITYWIDE
WORKPLACE VIOLENCE PREVENTION PLAN.
The City Council of the city of El Segundo does resolve as follows:
SECTION 1. The City Council finds and determines as follows:
A. Senate Bill 553 was enacted into law, adding Labor Code section 6401.9 which
requires employers to adopt and implement a Workplace Violence Prevention
Plan ("WVPP" or "Plan") and corresponding training for their employees by July
1, 2024.
B. The Labor Code requires that the Plan include various components, including,
but not limited to the following: 1.) identification of the employee responsible for
implementing the Plan, 2.) procedures for responding to reports of workplace
violence, 3.) procedures for identifying and correcting workplace violence
hazards, and 4.) procedures for post -incident responses and investigations.
C. The Labor Code also requires the City to record information in a violent incident
log for every workplace violence incident and maintain such records for
inspection.
D. Establishment of a Citywide Workplace Violence Prevention Plan places the City
in compliance with the new law.
SECTION 2. Approval. The City Council approves the Workplace Violence
Prevention Plan attached hereto as Exhibit 'A" which is incorporated by reference.
SECTION 3. If any part of this Resolution or its application is deemed invalid by
a court of competent jurisdiction, the City Council intends that such invalidity will not
affect the effectiveness of the remaining provisions or applications and, to this end, the
provisions of this Resolution are severable.
SECTION 4. The Mayor, or presiding officer, is hereby authorized to affix his
signature to this Resolution signifying its adoption by the City Council of the City of El
Segundo, and the City Clerk, or her duly appointed deputy, is directed to attest thereto.
SECTION 5. This Resolution will take effect immediately upon adoption and will
remain effective unless repealed or superseded.
SECTION 6. The City Clerk will certify to the passage and adoption of this
Resolution, enter it in the City's book of original Resolutions, and make a record of this
action in the meeting's minutes.
2024.
PASSED, APPROVED AND ADOPTED this day of
Drew Boyles, Mayor
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/Ur1111111111111431
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) SS
CITY OF EL SEGUNDO )
I, Tracy Weaver, City Clerk of the City of El Segundo, California, do hereby certify that
the whole number of members of the City Council of said City is five; that the foregoing
Resolution No. was duly passed and adopted by said City Council, approved
and signed by the Mayor of said City, and attested by the City Clerk of said City, all at a
regular meeting of said City Council held on the day of 2024, and
the same was so passed and adopted by the following vote:
AYES-
NOES -
ABSENT
ABSTAIN:
Tracy Weaver, City Clerk
APPROVED AS TO FORM:
Mark D. Hensley, City Attorney
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EXHIBIT "A"
WORKPLACE VIOLENCE PREVENTION PLAN
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THE CITY OF EL SEGUNDO
WORKPLACE VIOLENCE
PREVENTION PLAN
Adopted June 18, 2024
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WORKPLACE VIOLENCE PREVENTION PLAN
I. Purpose............................................................................................................................................1
II. Scope of Coverage........................................................................................................................1
a.) Workplaces.......................................................
b.) Employees.......................................................
...........................................................1
...........................................................1
III. Effective Date................................................................................................................................2
IV. Definitions.....................................................................................................................................2
V. The Plan..........................................................................................................................................4
a.) Access................................................................................................................................4
b.) Implementation..................................................................................................................5
c.) Coordination with Other Employers..................................................................................6
d.) Compliance.........................................................................................................................7
e.) Communicating to Employees About Workplace Violence.............................................8
f.) Identification, Evaluation, and Correction of Workplace Violence Hazards ................13
g.) Responding to Workplace Violence Emergencies........................................................17
h.) Training.............................................................................................................................18
VI. Recordkeeping.............................................................................................................................18
VII. Appendix A- Violence Incident Report Form............................................................................ 20
Vill. Appendix 13- Workplace Violence Evacuation and Sheltering Protocols ............................21
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Workplace Violence Prevention Plan
I. Purpose
The purpose of the City's Workplace Violence Prevention Plan ("Plan" or "WVPP") is to
establish, implement, and maintain an effective workplace violence prevention plan as
required under Labor Code sections 6401.7 and 6401.9.
Specifically, this Plan contains procedures to address the following statutory
requirements:
1) Record information in a Violent Incident Log for every incident of Workplace
Violence, as defined below.
2) Provide effective training to employees on the legal requirements related to the
prevention of workplace violence, including but not limited to the City's WVPP.
3) Maintain records of the following: (a) Workplace Violence hazards, (b) City
employee (hereinafter referred to as "employees") trainings, (c) Violent Incident
Logs, and (d) the investigation of any incident of Workplace Violence.
4) Ensure certain records are made available to the Division of Occupational Safety
and Health ("Division" or "DOSH"), employees, and any authorized employee
representatives.
In the event that there is any conflict between the City's Workplace Violence Prevention
Policy and this Plan, the requirements set forth under the Plan shall apply.
II. Scope of Coverage
a. Workplaces
The WVPP shall apply to all City workplaces, unless a workplace is expressly exempted
from coverage.
The following workplaces are exempt from and not subject to the WVPP:
1) A workplace that an employee has chosen to telework from that is not under the
control of the City.
b. Employees
The WVPP applies to all City employees, unless an employee is expressly exempted.
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The following employees are exempt from coverage under the WVPP:
1) An employee who is teleworking from a location of the employee's choice, which
is not under the control of the City.
III. Effective Date
The effective date of this Plan is July 1, 2024.
The Plan shall continue in full force and effect until repealed or rescinded.
IV. Definitions
For the purposes of the WVPP, the following definitions apply:
• "Access" means the right and opportunity to examine and receive a copy of the
WVPP.
• "Designated Representative" means any individual or organization to whom an
employee gives Written Authorization to exercise a right of Access. A recognized
or certified collective bargaining agent shall be considered a Designated
Representative for the purpose of Access to the WVPP.
• "Emergency" or "Emergencies" means unanticipated circumstances that can be
life threatening or pose a risk of significant injuries to employees or other persons.
• "Engineering Controls" mean an aspect of the built space or a device that removes
a hazard from the workplace or creates a barrier between the worker and the
hazard.
• "Serious Injury or Illness" means any injury or illness occurring in a place of
employment or in connection with any employment that requires inpatient
hospitalization for other than medical observation or diagnostic testing, or in which
an employee suffers an amputation, the loss of an eye, or any serious degree of
permanent disfigurement, but does not include any injury or illness or death caused
by an accident on a public street or highway, unless the accident occurred in a
construction zone.
• "Threat of Violence" means any verbal or written statement, including, but not
limited to, texts, electronic messages, social media messages, or other online
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posts, or any behavioral or physical conduct, that conveys an intent, or that is
reasonably perceived to convey an intent, to cause physical harm or to place
someone in fear of physical harm, and that serves no legitimate purpose.
• "Workplace Violence" means any act of violence or Threat of Violence that occurs
in the City's covered workplace. Workplace Violence does not include lawful acts
of self-defense or defense of others.
• Workplace Violence includes but is not limited to the following:
1) The threat or use of physical force against an employee that results in, or
has a high likelihood of resulting in, injury, psychological trauma, or stress,
regardless of whether the employee sustains an injury.
2) An incident involving a threat or use of a firearm or other dangerous
weapon, including the use of common objects as weapons, regardless of
whether the employee sustains an injury.
3) The following four (4) types of Workplace Violence:
• "Type 1 violence" means Workplace Violence committed by a person
who has no legitimate business at the workplace and includes violent
acts by anyone who enters the workplace or approaches workers
with the intent to commit a crime.
• "Type 2 violence" means Workplace Violence directed at employees
by customers, clients, patients, students, inmates, or visitors.
• "Type 3 violence" means Workplace Violence against an employee
by a present or former employee, supervisor, or manager.
• Type 4 violence" means Workplace Violence committed in the
workplace by a person who does not work there but has or is known
to have had a personal relationship with an employee.
• "City Workplace Violence Prevention Committee" ("Committee") means the group
of employees who assess City's Workplace Violence hazards and support in the
implementation of the WVPP.
• "Workplace Violence Prevention Coordinator ("Coordinator")" means the individual
who is responsible for implementing the WVPP.
• "Work Practice Controls" means procedures and rules, which are used to
effectively reduce Workplace Violence hazards.
• "Written Authorization" means a request provided to the City containing the
following information:
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1) The name and signature of the employee authorizing a representative of
the employee to access the WVPP on the employee's behalf;
2) The date of the request;
3) The name of the designated representative (individual or organization)
authorized to receive the WVPP on the employee's behalf; and
4) The date upon which the Written Authorization will expire, if less than one
(1) year.
• "WVPP" or "Plan" means the Workplace Violence Prevention Plan.
• "Violent Incident Log" or "Log" means the violent incident log required by this
WVPP.
V. The Plan
The City makes the WVPP available and accessible to employees, Designated
Representatives, and representatives of the DOSH at all times.
1) Employees
The City will provide Access to the WVPP to employees as follows:
1) The City has made and will continue to make the WVPP available and will provide
Access to employees by providing an employee a physical copy of the WVPP
within five (5) business days of receiving the request for Access from the
employee.
Whenever an employee requests a copy of the WVPP, the City shall provide the
requesting employee a printed copy of the WVPP, unless the employee agrees to
receive an electronic copy of the WVPP.
The City will provide one (1) printed copy of the WVPP free of charge. If an
employee requests additional copies of the WVPP within one (1) year of the
previous request and the WVPP has not been updated with new information since
the prior copy was provided, the City may charge reasonable, non-discriminatory
reproduction costs for the additional copies.
2) An employee can Access the WVPP through the City's Intranet, where the
employee can review, print, and email the current version of the WVPP.
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3) Physical copies of the WVPP will also be available at the Yard.
2) Designated Representatives
The City will make the WVPP available and provide Access to Designated
Representatives in a manner consistent with Section V(a)(1) of the City's WVPP only after
the employee provides Written Authorization to the City, unless otherwise stated.
The City makes the WVPP available and provides Access to any employee organization
that represents employees in a manner consistent with WVPP Section V(a)(1) without
requiring that an employee provide prior Written Authorization to the City.
3) DOSH Representatives
The City will make the WVPP available to DOSH representatives upon request.
b. IMPLEMENTATION
1) Workplace Violence Prevention Coordinator ("Coordinator")
The individual identified below shall serve as the City's Coordinator and is authorized to
and responsible for implementing the WVPP:
("Title")
Job
Contact Information
WVPP Responsibilities
Title/Position
Coordinator
Human
350 Main Street El
Responsible for implementing
Resources
Segundo, CA 90245
the WVPP, coordinating training
Director
310-524-2335
and employee involvement of
the WVPP
Specifically, the Coordinator will be responsible for the following:
1) Serve as the Chair of the City's Committee;
2) Establish and coordinate Work Practice Controls;
3) Establish and coordinate Engineering Controls;
4) Respond to reports of Workplace Violence incidents and Workplace Violence
hazards, including investigating incidents of Workplace Violence and Workplace
Violence hazards.
2) Committee
The City established a Committee to assess the City's Workplace Violence hazards and
determine preventative actions to be taken.
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The Committee shall be comprised of the Coordinator and the City Department Heads or
their designee.
The Committee shall undertake the following-
1 ) Meet regularly, but not less than quarterly;
2) Prepare and make available to any affected employees, the records of the
workplace violence issues discussed at the Committee meetings and maintained
for review by DOSH upon request;
3) Review the results of the City's periodic, scheduled workplace inspections;
4) Review investigations of Workplace Violence and their causes, and where
appropriate, submit suggestions to the City's management for the prevention of
future incidents;
5) Review investigations of alleged Workplace Violence hazards brought to the
attention of any Committee member. When determined necessary by the
Committee, the Committee may conduct its own inspection and investigation to
assist in remedial solution(s);
6) Submit recommendations to assist in the evaluation of employee safety
suggestions;
7) Upon request from the DOSH, verify abatement action taken by the City to abate
citations issued by the DOSH;
8) Provide updates to the WVPP;
9) Prepare and implement Workplace Violence training subsequent to the initial
training; and
10)At minimum, review the WVPP under the following circumstances: (a) once
annually; (b) when a deficiency is observed or becomes apparent; and (c) after a
Workplace Violence incident.
a) A review of the WVPP should include the following: (a) review of the Violent
Incident Log; (b) review employee comments and feedback on the WVPP;
(c) review of other records; and (d) a physical inspection of the workplace.
b) Following the review, report any revisions to the Plan to employees.
C. COORDINATION WITH OTHER EMPLOYERS
If and when applicable (e.g., for multi -employer workplaces), the City shall coordinate the
implementation of the Plan with other employers in order to ensure that those employers
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and employees understand their respective roles, as provided in the Plan.
Specifically, the City will coordinate with other employers to ensure that all employees
within the workplace are trained on Workplace Violence prevention and all Workplace
Violence incidents involving any employee are reported, investigated, and recorded.
At a multiemployer worksite, the City will ensure that when an employee experiences a
Workplace Violence incident, the City shall record the information in the Violent Incident
Log and provide a copy of that Log to the controlling employer. If the City is the controlling
employer at a worksite, the City will ensure that it receives copies of all Logs from other
employers.
d. COMPLIANCE
The City will ensure compliance with the Plan through and by the measures discussed in
this section.
1) Expectations of Employees Regarding Compliance with the
Plan
A. Employees
All employees should be familiar with the WVPP and its requirements.
All employees are responsible for using safe work practices, for following all directives,
policies, and procedures, and for assisting the City maintain a safe and secure work
environment.
All employees are required to know, understand, and adhere to the safety rules that apply
to their workplace and the work they perform.
B. Managers and Supervisors
Managers and supervisors are responsible for implementing and maintaining the WVPP
in their respective work areas and for ensuring that all employees adhere to the safety
rules that apply in these work areas.
Managers and supervisors should answer questions that employees may have about the
Plan and its requirements, be able to direct employees to the Coordinator, or provide
resources for employees to use that will answer their questions.
2) Methods to Ensure Compliance
A. Recognition of Employees Who Comply with the Plan
The City may recognize employees who comply with the Plan and its requirements. .
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B. Training and Retraining of Employees on Plan
Requirements
The City shall ensure substantial compliance with the WVPP by providing employees with
training as discussed in the Plan.
C. Enforcement of the Plan Requirements and Discipline for
Non -Compliance
Managers and supervisors will enforce the rules and requirements related to the Plan
fairly and uniformly.
Employees who do not comply with the safety rules and requirements set forth in the Plan
may be subject to discipline, up to and including termination. Employees who engage in
Workplace Violence may be subject to discipline, up to and including termination.
Managers and supervisors who do not enforce the rules and requirements related to the
Plan or do not enforce them fairly and uniformly may be subject to discipline, up to and
including termination.
e. COMMUNICATING TO EMPLOYEES ABOUT WORKPLACE VIOLENCE
The City will communicate to employees about reporting and investigating Workplace
Violence incidents.
The City's procedures for communicating to employees regarding Workplace Violence
incidents include the following:
1) Reporting on violent incidents, threats, or other violent Workplace Violence
concerns;
2) Informing affected employees of the general results of any investigation into
Workplace Violence incidents, while protecting the privacy of affected and/or
involved employees;
3) Informing affected employees of the corrective actions taken in response to the
Workplace Violence incident, while protecting the privacy of affected and/or
involved employees; and
4) Communicating to employees about the prohibition on retaliating against
employees who participate in the investigation of Workplace Violence incidents.
1) Reporting Violent Incidents
An employee may report a Workplace Violence incident through any of the following
means:
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1) Reporting the incident to any manager or supervisor verbally or in writing;
2) Reporting the incident to the Coordinator or other Committee member;
3) Reporting the incident to a Designated Representative, who will facilitate a report
to the City. The City will respond to the report after it receives the report from the
Designated Representative;
4) Reporting by completing and submitting a physical or electronic form to the
Department of Human Resources.
2) Acceptance of and Response to Reports of Workplace Violence
The City shall accept and respond to all reports of Workplace Violence.
A. Immediate Response
Immediately following a report of Workplace Violence, the City shall immediately respond
by providing first aid and emergency care to the injured employee(s) and by taking any
measures necessary to prevent other employees from being injured.
The City will ensure that any injured employees receive prompt medical evaluation and
treatment and that injured employees are provided transportation to receive medical care,
if such care is not provided on site.
The City will immediately report to DOSH any Serious Injury or Illness or death of an
employee that is attributable to Workplace Violence.
B. Investigating the Report of Workplace Violence
The City shall investigate reports of Workplace Violence as provided in the following
section.
C. No Retaliation
The City shall not take adverse action against any employee who reports Workplace
Violence or who participates in any investigation of Workplace Violence based on such
conduct.
D. Provision of Leave for Employees Who are or May be
Victims of Violence
The City shall not take adverse action against any employee who takes time off from work
in order to seek a Temporary Restraining Order ("TRO") or to obtain other assistance to
help safeguard the "health, safety, or welfare" of the employee or their child based on
such conduct. An employee may use paid sick leave pursuant to the City's Benefits
Summaries and memoranda of understanding with employee organizations, which can
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be accessed here: https://www.elsegundo.org/government/departments/human-
resources/benefits-and-salaries, to take time off from work for these purposes.
An employee shall provide the City reasonable and advance notice of their intention to
take time off from work for either of these purposes if feasible. If advance notice is not
feasible, employees must provide a certification to the employer within a reasonable time
after the absence.
E. Temporary Restraining Orders
When an employee has suffered unlawful violence or a credible Threat of Violence from
any individual, which may reasonably be carried out at any of the City's workplaces, the
City may attempt to obtain a TRO on behalf of the employee.
3) Investigation of Workplace Violence
The City shall respond to reports of Workplace Violence or a Threat of Violence by
promptly initiating an investigation, as applicable.
The City's investigation of Workplace Violence or a Threat of Violence may include, but
not necessarily be limited to, the following steps or measures, as applicable:
1) Visiting the scene of an incident as soon as safe and practicable;
2) Collection of facts on who, what, when, where, and how the incident occurred;
3) Collection of statements from involved parties, such as employees, witnesses, law
enforcement, and/or security personnel;
4) Reviewing security footage of existing security cameras if applicable;
5) Collection of photographic or video evidence of damage or injuries, where
appropriate;
6) Examining the workplace for security risk factors associated with the incident,
including any previous reports of inappropriate behavior by the perpetrator;
7) Consultation with the affected employees, witnesses, and Committee members to
identify potential contributing causes;
8) Obtaining any reports completed by law enforcement;
9) Assessment of any Threat of Violence, identifying the following, as applicable and
to the extent the information is known by the City:
a) The exact nature and context of the threat and/or threatening behavior;
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b) The identified target;
c) The person's apparent motivation;
d) The person's ability to carry out the threat; and
e) The person's background, including work history, criminal record, mental health
history, and past behavior on the job.
Following an investigation, the City may take the following measures, as applicable:
1) Notify the affected employees of the general results of the investigation, while
protecting the privacy of affected and/or involved employees;
2) Collaborate with the Committee to recommend corrective action;
3) Implement changes in Engineering Controls, procedures, or policies, if
appropriate; and/or
4) Establish updated Work Practice Controls, if necessary.
The City shall retain records of Workplace Violence incident investigations for a minimum
of five (5) years.
4) Documentation in Violent Incident Log
All Workplace Violence incidents shall be subsequently reported in the Violent Incident
Log. Information that is recorded in the Log for each incident shall be based on information
solicited from the employees who experienced the Workplace Violence, on witness
statements, and on investigation findings. The City shall omit from the Log any element
of personal identifying information that would be sufficient to allow identification of any
person involved in a Workplace Violence incident.
The information recorded in the Log shall include all of the following:
1.) The date, time, and location of the incident;
2.) The Workplace Violence type or types (e.g., Type 1, Type 2, Type 3, or Type 4);
3) A detailed description of the incident;
4) A classification of who committed the Workplace Violence, including whether the
perpetrator was:
a) A client or customer;
b) Family or friend of a client or customer;
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c) Stranger with criminal intent;
d) Coworker;
e) Supervisor or manager;
f) Partner or spouse;
g) Parent or relative; or
h) Other perpetrator;
5) A classification of circumstances at the time of the incident, including, but not
limited to, whether the employee was:
a) Completing usual job duties;
b) Working in poorly lit areas;
c) Rushed;
d) Working during a low staffing level;
e) Isolated or alone;
f) Unable to get help or assistance;
g) Working in a community setting; or
h) Working in an unfamiliar or new location.
6) A classification of where the incident occurred, such as in the workplace, parking
lot or other area outside the workplace, or other area;
7) The type of incident, including, but not limited to, whether it involved any of the
following:
a) Physical attack without a weapon, including, but not limited to, biting,
choking, grabbing, hair pulling, kicking, punching, slapping, pushing, pulling,
scratching, or spitting;
b) Attack with a weapon or object, including, but not limited to, a firearm, knife,
or other object;
c) Threat of physical force or threat of the use of a weapon or other object;
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d) Sexual assault or threat, including, but not limited to, rape, attempted rape,
physical display, or unwanted verbal or physical sexual contact;
e) Animal attack; or
f) Other;
8) Consequences of the incident, including, but not limited to:
a) Whether security or law enforcement was contacted and their response;
b) Actions taken to protect employees from a continuing threat or from any
other hazards identified as a result of the incident;
9) Information about the person completing the Log, including their name, job title,
and the date completed.
5) Prohibition on Retaliation
The City has implemented the following measures to prevent and prohibit retaliation
against those who report Workplace Violence, a Threat of Violence, or hazards related to
Workplace Violence, or who participate in the investigation of such incidents or hazards:
1) The City responds to reports of Workplace Violence, a Threat of Violence, or
hazards related to Workplace Violence in a prompt and timely manner;
2) The City provides employees multiple channels by which to report incidents,
hazards, or concerns, including anonymously and through or by a Designated
Representative;
3) The City admonishes managers and supervisors not to retaliate against any
employee who reports Workplace Violence, a Threat of Violence, or hazards
related to Workplace Violence, or any employee who participates in the
investigation of such incidents or hazards; and
4) The City trains all employees that retaliation against any employee who reports
Workplace Violence, a Threat of Violence, or hazards related to Workplace
Violence, or any employee who participates in the investigation of such incidents
or hazards is expressly prohibited and that there are consequences, such as
discipline, for retaliation against such employees.
f. IDENTIFICATION, EVALUATION, AND CORRECTION OF
WORKPLACE VIOLENCE HAZARDS
The City shall undertake all necessary actions to identify, evaluate, and correct Workplace
Violence hazards.
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1) Identification of Workplace Violence Hazards
The City shall undertake all necessary actions to identify Workplace Violence hazards.
The City shall conduct inspections of its workplace(s) to identify Workplace Violence
hazards.
Specifically, the City shall conduct inspections under the following circumstances:
1) When the WVPP is first established;
2) After each Workplace Violence incident;
3) Whenever the City is made aware of a new or previously unrecognized hazard;
and
4) Annually.
Periodic inspections to identify and evaluate Workplace Violence and hazards will be
performed by the following employees in the following areas of the workplace:
Name of Employee/Job Title of
Inspection Area/Department/Specific
Employee
Location
Dana Hang, Human Resources
All City facilities
Manager
Inspections for Workplace Violence hazards may include assessing factors specific to
the City's workplace, such as the following:
1) The exterior and interior of the workplace for its attractiveness to robbers;
2) The need for violence surveillance measures, such as mirrors and cameras;
3) Procedures for employee response during a robbery or other criminal act,
including the City's policy prohibiting employees, who are not security guards,
from confronting violent persons or persons committing a criminal act;
4) Procedures for reporting suspicious persons or activities;
5) Effective location and functioning of emergency buttons and alarms;
6) Posting of emergency telephone numbers for law enforcement, fire, and medical
services;
7) Whether employees have access to a telephone with an outside line;
8) Whether employees have effective escape routes from the workplace;
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9) Whether employees have a designated safe area where they can go to in an
emergency;
10)Adequacy of workplace security systems, such as door locks, entry codes or
badge readers, security windows, physical barriers, and restraint systems;
11)Frequency and severity of threatening or hostile situations that may lead to
violent acts by persons who are service recipients of the City our establishment;
12)Employees' skill in safely handling threatening or hostile service recipients;
13)Effectiveness of systems and procedures that warn others of actual or potential
Workplace Violence danger or that summon assistance, e.g., alarms or panic
buttons;
14)The use of work practices such as the "buddy" system for specified emergency
events;
15)The availability of employee escape routes;
16)How well the City's establishment's management and employees communicate
with each other;
17)Access to and freedom of movement within the workplace by non -employees,
including recently discharged employees or persons with whom one of our
employees is having a dispute;
18)Frequency and severity of employees' reports of threats of physical or verbal
abuse by managers, supervisors, or other employees;
19)Any prior violent acts, threats of physical violence, verbal abuse, property
damage or other signs of strain or pressure in the workplace; and
2) Investigation of Workplace Violence Hazards
The City will initiate an investigation following the identification of a Workplace Violence
hazard in order to evaluate the nature of the hazard.
The City may undertake the following as part of such investigation, as applicable:
1) Collection of statements from witnesses;
2) Collection of photographic or video evidence of damage or injuries, where
appropriate; and
3) Consultation with the affected employees, witnesses, and Committee members to
identify potential contributing causes.
3) Correction of Workplace Violence Hazards
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City of El Segundo
Workplace Violence Prevention Plan
After the identification and investigation of a Workplace Violence hazard and after a
Workplace Violence Hazard inspection, the City will take appropriate steps to correct the
hazard and prevent or control future or potential hazards by implementing the following
measures:
1) Substitution: When possible, the City will correct a hazard by eliminating or
substituting it with a safer Work Practice Control ("Substitution").
2) Removal of Employees: In the event that a Workplace Violence hazard exists
that cannot be immediately corrected without endangering employees or property,
the City will remove all employees from the work site except those necessary to
correct the existing hazard. Employees who are necessary to correct the hazard
will be provided with necessary protection in order to protect them from the hazard.
3) Replacement of Equipment: If a piece of equipment is hazardous, the City will
remove it from service and identify it as defective.
4) Engineering Controls: The City will apply physical changes to either remove the
hazard from the workplace or create a barrier between employees and the hazard.
Based on the nature of the hazard and the needs of the workplace, Engineering
Control strategies may include the following: (a) using physical barriers (such as
enclosures or guards) or door locks to reduce employee exposure to the hazard;
(b) metal detectors; (c) panic buttons; (d) improved or additional lighting; and (e)
more accessible exits (where appropriate).
5) Work Practice Controls: The City will adjust Work Practice Controls if
Substitution or Engineering Controls are impossible or inappropriate. Additional
Work Practice Controls may be necessary in addition to Substitution and
Engineering Controls to prevent future Workplace Violence hazards. Work
Practice Control strategies may include the following: (a) hiring security guards and
having them patrol the workplace interior and perimeter; (b) ensuring employees
have access to a telephone with an outside line; posting emergency telephone
numbers in the workplace for law enforcement, fire, and medical services; (c)
improved or altered communication measures; (d) improved or altered policies of
prohibited practices (such as a weapons ban or limitation of the amount of cash on
hand); and a "buddy system" for specified Emergency events; (d) adding security
cameras or mirrors.
6) Training: The City will educate employees about the identified hazard in
subsequent WVPP training.
7) Collaborate with the Committee: The City will collaborate with the Committee on
other ways to correct the hazard.
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8) Notice to Affected Employees: The City will notify affected employees in writing
of the corrective measures the City implemented to address the Workplace
Violence hazard.
4) Recording Information regarding Workplace Violence
Incidents
The City will document the identification, investigation, and correction of Workplace
Violence hazards and maintain such records for at least five (5) years following the
identification, investigation, and correction of such hazards.
The City shall record information in the Violent Incident Log for each Workplace Violence
incident.
Information that is recorded in the Log for each incident shall be based on information
solicited from the employee(s) who experienced the Workplace Violence, on witness
statements, and on investigation findings.
The Log is attached to the WVPP as Attachment 1.
The City will document all work -related injuries or illness caused by Workplace Violence
that resulted in death, loss of consciousness, days away from work, restricted work
activity or job transfer, or medical treatment beyond first aid to DOSH.
g. RESPONDING TO WORKPLACE VIOLENCE EMERGENCIES
The City will use an emergency alerting system to alert employees of the presence,
location, and nature of Workplace Violence Emergencies.
Following a Workplace Violence Emergency, a notification through the alerting system
will include information regarding the following:
1) The existence/presence of a Workplace Violence Emergency;
2) The location of a Workplace Violence Emergency;
3) The nature of the Workplace Violence Emergency; and
4) The appropriate response procedures for employees.
The City has developed the following evacuation and/or sheltering plan for each City
workplace:
• City of El Segundo Workplace Violence Evacuation and Sheltering Protocols, which
is attached to this Plan
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Workplace Violence Prevention Plan
In a Workplace Violence Emergency, employees can obtain help from any manager or
supervisor, the Coordinator, any Committee member, or, if applicable, from security or
law enforcement. Employees should promptly call 911 in the event of a Workplace
Violence Emergency.
h. TRAINING
The City shall provide training when the Plan is first established and when new employees
are hired.
The City shall ensure annual training thereafter.
The City shall provide training on all of the following subjects:
1) The City's Plan, how to obtain a copy of the City's Plan at no cost, and how to
participate in the development and implementation of the City's Plan;
2) Definitions and requirements of the Plan;
3) How to report Workplace Violence incidents or concerns to the City or law
enforcement without fear of reprisal;
4) Workplace Violence hazards specific to the employees' jobs, the corrective
measures the City has implemented, how to seek assistance to prevent or respond
to violence, and strategies to avoid physical harm; and
5) The City's Violent Incident Log, and how to obtain copies of records related to
Workplace Violence.
The training shall include an opportunity for interactive questions and answers with a
person knowledgeable about the City's Plan.
The City shall provide additional training when a new or previously unrecognized
Workplace Violence hazard has been identified and when changes are made to the Plan.
VI. Recordkeeping
The City shall maintain the following types of records for the following periods:
Type of Record
Maintenance Period
Records of Workplace Violence hazard
Minimum of five (5) years
identification, evaluation, and correction
Training records, including training dates,
Minimum of one (1) year
contents or a summary of the training
sessions, names and qualifications of
persons conducting the training, and
W.
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Workplace Violence Prevention Plan
names and job titles of all persons
attending the training sessions
Violent Incident Los
Minimum of five 5 ears
Records of Workplace Violence incident
Minimum of five (5) years
investigations. These records must not
contain medical information.
The City shall ensure that records of Workplace Violence Incident Investigations do not
contain any medical information including any information in electronic or physical form,
in possession of or derived from a provider of health care, health care service plan,
pharmaceutical company, or contractor regarding a patient's medical history, mental
health application information, reproductive or sexual health application information,
mental or physical condition, or treatment that includes or contains any element of
personal identifying information sufficient to allow identification of the individual.
The City shall make all records required by this WVPP available to DOSH upon request
for purposes of examination and copying.
The City shall make the following records available to employees and their Designated
Representatives, upon request and without cost, for examination and copying within
fifteen (15) calendar days of a request:
1) Records of Workplace Violence hazard identification, evaluation, and correction;
2) Training records; and
3) Violent Incident Logs.
Appendix A: Violence Incident Report Form
Appendix B: Workplace Violence Evacuation and Sheltering Protocols
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City of El Segundo
Workplace Violence Incident Report Form
The Workplace Violence Incident Report Form ("Form') is used to record incidents of "Workplace Violence" as defined below.
"Workplace Violence" means any act of violence or threat of violence that occurs in a City of El Segundo ("City') workplace.
Information recorded in the Form should be based on information solicited from the employees who experienced an incident of Workplace
Violence, the employees who witnessed an incident of Workplace Violence, and/or on the findings from an investigation into an incident of
Workplace Violence.
Personally Identifying Information: The City should omit any personally identifying information sufficient to allow identification of any person
involved in a Workplace Violence incident (e.g., victim and witnesses), including, but not limited to the person's name, address, electronic mail
address, telephone number, social security number, or other information that, alone or in combination with other publicly available information,
reveals the person's identity.
Recording Information from the Form in the Violent Incident Log: The City should record information regarding the Workplace Violence incident in
the Department's Violent Incident Log, and will provide a copy of that Log to the controlling employer.
Date of Report
Date of Incident
Time of Incident
Employee Completing Report
....... ..... ......... .........
......... .........
am/pm
..... ......... ...... .......... ...... ...... ...... ..
Name: Title:
Incident Location
Workplace Violence Type (One)
❑ Office
❑ Type 1 Violence: Workplace Violence ❑ Type 3 Violence: Workplace Violence against
❑ Parking Lot
❑ Offsite/Outside Workplace
❑ Breakroom
committed by a person who has no legitimate an employee by a present or former employee,
business at the worksite (includes violent acts by supervisor, or manager.
anyone who enters the workplace or approaches ❑ Type 4 Violence: Workplace Violence
workers with the intent to commit a crime). committed in the workplace by a person who does
❑ Restroom
❑ Type 2 Violence: Workplace Violence directed not work there, but has or is known to have had a
❑ Cafeteria
at employees by customers, clients, patients, personal relationship with an employee.
❑ Other:
students, inmates, or visitors.
Type of Incident (All that Apply)
Perpetrator Classification
Circumstances at Time of Incident (All that
(One)-, _
Apply_)
❑ Physical attack without a weapon, e.g.,
❑ Client/Customer
❑ Employee was completing usual job duties.
biting, choking, grabbing, hair pulling,
kicking, punching, slapping, pushing,
pulling, scratching, spitting.
El Attack with a weapon/object, e.g.,
firearm, knife, other object.
El Threat of physical force/threat of the
use of a weapon/other object.
❑ Sexual assault/threat. e.g., rape,
attempted rape, physical display,
❑ Family/Friend of a
client/customer
❑ Stranger with criminal intent
g
El Coworker
❑Supervisor/Manager
❑ Partner/Spouse
❑ Parent/Relative
❑ Other:
❑ Employee was working in poorly lit areas.
❑ Employee was rushed.
El Employee was working during a low staffing level.
ElEmployee was isolated or alone.
❑ Employee was unable to get help or assistance.
❑ Employee was working in a community setting.
❑ Employee was working in an unfamiliar or new
location.
unwanted verbal/physical sexual contact.
❑ Animal Attack.
❑ Other:
Detailed Description of Incident (Including description of location and circumstances surrounding Workplace Violence
incident
Authorities Contacted If law enforcement/security was contacted, please detail their response:
..... ....... ........
❑ Law Enforcement
❑ Security
❑ Other:
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Page 161 of 205
Workplace Violence Prevention Plan
Appendix B
WORKPLACE VIOLENCE EVACUATION AND SHELTERING PROTOCOLS
The below workplace violence evacuation protocols were developed using guidance
from Department of Homeland Security ("DHS"); the Federal Bureau of Investigations
("FBI"); and the California Governor's Office of Emergency Services ("OES").
PLAN AHEAD
The suggested actions described below are applicable in any encounter with a violent
person.
• Violent attacks can involve any type of weapon. Knives, explosives, blunt objects,
and physical force can be as deadly as guns.
• An active shooter is a person actively engaged in killing or attempting to kill
people, including at a place of employment.
• An emergency involving an active shooter is unpredictable and may happen
quickly and unfold rapidly.
• You must be prepared to deal mentally and physically with a workplace violence
situation, including an emergency involving an active shooter, to protect your life
prior to law enforcement arriving at the location where the emergency exists.
• Visualize possible escape routes, including the two (2) nearest physically
accessible routes to you and your regular work area. Also, take note of
accessible routes for people with disabilities or limited mobility.
• Familiarize yourself with how to mute your phone and electronics in your area;
you may need to do this in an emergency to hide as silently as possible.
• Gunfire may sound artificial. Assume that any popping sound is gunfire.
• Call 911 when it is safe to do so. Do not assume that someone else has reported
the incident. You may have information to provide that may be critical for law
enforcement, such as the number or location of shooters or victims; number or
type of weapons; and descriptions or identifications.
City buildings have life safety features that meet local and state requirements. These
systems may include, but are not necessarily limited to, audible fire alarms, smoke
21
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Workplace Violence Prevention Plan
Appendix B
detectors and sprinkler systems that undergo periodic testing to ensure their viability in
the event of emergency.
Systems may vary and not all systems are in every building.
EMERGENCY LIGHTING
Some buildings are equipped with emergency lighting in stairwells and other areas.
Should there be a disruption of power resulting from a workplace violence incident, back
up emergency systems will activate the emergency lights to assist personnel in
evacuating the building.
SAFETY OFFICERS
Safety Officer assignments for each Department are listed in Attachment A.
The Safety Officers will ensure employees are evacuated as needed during a workplace
violence incident and then account for employees at the designated staging location. If
the Safety Officers' personal safety is not compromised, they may also respond to an
emergency in their designated work location until law enforcement arrives on the scene.
In many facilities, more than one Safety Officer has been designated to accommodate
the number of department employees and office area configuration, e.g., multiple floors
in the building or buildings with unusual layouts or modules, or additional Safety Officers
for each division within a Department. Departments that have separate facilities have
assigned a Safety Officer for each building.
An alternate Safety Officer may also be designated, or designated as required during an
emergency if the Safety Officer is unavailable.
It is critical that employees know who their Safety Officer is and understand that this
person has been given the authority to make decisions during emergencies. The Safety
Officer is responsible for assessing each situation to determine whether an emergency
requiring an evacuation exists, and notifying and coordinating with the law enforcement
and other emergency responders (see the Safety Officer checklist on page 5 of this
Protocol).
IN A WORKPLACE VIOLENCE AND ACTIVE SHOOTER EMERGENCY
You should react quickly, to determine the most reasonable way to protect your own life,
using the RUN, HIDE, OR FIGHT procedures.
Pia
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Workplace Violence Prevention Plan
Appendix B
RUN
Evacuate, If Possible
If there is an accessible escape route, attempt to evacuate.
• Refer to the maps (Attachment B) in this Protocol to find the closest evacuation
route from your workspace to the outdoors. The maps highlight the designated
exit route assignments. Some doors have exit signs above the doors and the exit
should be wide enough to accommodate the number of evacuating personnel.
Exit door should remain unobstructed and clear of debris at all times. Employees
must consider that the assigned evacuation route may be hazardous and they
will need to select a different route to their staging location.
• Leave belongings behind.
• If possible, help others escape, and prevent them from entering an area where
the aggressor might be.
• Be aware of employees with mobility and functional needs who may require
additional assistance during an evacuation, and assist them during the
emergency evacuation. Ensure any personal assistance equipment, e.g., a
wheelchair, is brought with the person to accommodate their needs
• But, do not stay behind because others will not go.
• Keep your hands visible to law enforcement.
• Follow any instructions provided by law enforcement.
• Call 911 when it is safe to do so.
HIDE
Hide as safely and silently as possible
If you cannot evacuate safely, find a place to hide.
• Choose a hiding place that is:
o Out to the aggressor's view.
o In the event of an active shooter, an area with protection if shots are fired
towards you, such as an office with a closed and locked door.
23
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Workplace Violence Prevention Plan
Appendix B
o A place that does not trap you or restrict your options for movement.
• Lock doors, if possible.
• Blockade the door (or windows if the active shooter is outside) with heavy
furniture or secure it with belts or cords.
• Turn off lights.
• Turn off or silence phones and other electronics.
• Hide behind large items like cabinets or desks.
• Dial 911 when it is safe to do so, to alert the police to your hiding place. If you
cannot speak, leave the line open to allow the dispatcher to listen.
• Stay quiet.
FIGHT
As a last resort, take action to disrupt or incapacitate the aggressor
• As a last resort, and only when your life is in imminent danger, fight within the
best of your abilities.
• Attempt to incapacitate or disrupt the aggressor.
• Act as aggressively as possible towards the aggressor.
• Throw or improvise weapons from objects in your area.
• Yell.
• Commit to your actions.
• Call 911 when it is safe to do so.
I►ail►Y,14Q1-,%04 '/_12940111119:1:81►[a]IQ4kik$
When you encounter law enforcement officers, display your empty hands, with open
palms.
M"I
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Appendix B
To end an incident, law enforcement may initially need to go past you or wounded
people.
Rescue teams of officers and emergency medical personnel will provide care and
assistance to injured people. They may ask able-bodied individuals for assistance in
moving the wounded. Seek medical attention if you are injured or wounded.
You may be held in an area by law enforcement unit it is safe and witnesses and been
identified and questioned.
Do not leave until law enforcement has instructed you to do so. Do not leave without
informing a manager or supervisor so that you are accounted for.
Consider seeking assistance from a mental health provider.
Once an evacuation has been completed, Safety Officers should:
• Proceed to the assigned assembly area location for your department
(Attachment B). Employees should already be at the location prior to your
arrival.
• Conduct a roll call of employees from the roster.
• Communicate with other employees to determine any employees that were out of
the office that day or during that time.
• Report to law enforcement the status of your department — whether all
employees are accounted for, or who is missing.
• Wait for instructions from law enforcement before giving employees the
information to re-entering a City building.
25
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Workplace Violence Prevention Plan
Appendix B
Attachment A: Safety Officer Assignments
Department
Primary Safety Officer
Alternate Safety
City Hall
City Council - Council Chambers
Council Executive Assistant
CM Executive Assistant
City Manager's Office
CM Executive Assistant
Council Executive Assistant
Information Systems
Information Systems Manager
Finance
Fiscal Services Manager
Business Services Manager
Planning and Building Safety
Principal Planner
Human Resources
Human Resources Technician
HR Manager
City Clerk's Office/Hall
Deputy City Clerk
Public Works
Engineering Technician
Police Department
Special Operations
Lieutenant
Investigations
Lieutenant
Patrol and Lower Level
Lieutenant
Jail Areas
Watch Commander
Fire Station #1
Suppression
On -Duty Battalion Chief
Administrative Office
Fire Marshall
Fire Station #2
Entire Facility
On -Duty Fire Captain
Library
Library
Senior Librarian
Adult Circulation Area
Circulation Librarian
Reference Area
Reference Librarian
Maintenance Yard
Maintenance Yard
Facilities Maintenance
Garage and Shop Areas
Vehicle Maintenance
Office Area, Restrooms,
Computer Room
Administrative Technician
Specialist
Water Department
Entire Facility
Water Supervisor
Recreation and Parks Department
Checkout Building
Recreation Supervisor
Clubhouse
Recreation Supervisor
El Segundo TV
ESTV Manager
Joslyn Center
Joslyn Supervisor
Lakes Golf Course
General Manager
Plunge
Recreation Coordinator
Recreation Leader IV
Teen Center
Teen Center Coordinator
26
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Workplace Violence Prevention Plan
Appendix B
Attachment B: Workplace Violence Evacuation Routes
• City Hall, Police, Fire Station #1, Clubhouse, Joslyn Center, and Checkout
Building, and Teen Center evacuate to Steveson Field
_on,
�rl
• El Segundo Library evacuate to El Segundo Masonic Center Parking Lot (520
Main Street, El Segundo, CA 90245)
• I ME.Library
T p;A_i-.i06
• El Segundo Water Yard evacuate to George Brett Field
i
27
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Workplace Violence Prevention Plan
Appendix B
• Fire Station #2 evacuate to Campus El Segundo Athletic Field
if Ow
Amn b •r �61OIL
• El Segundo Maintenance Facility evacuate to Chevron Employee Park
-iAWA rk
M
1
1
Page 169 of 205
City Council Agenda Statement
F I. F. �' t 1) �� Meeting Date: June 18, 2024
Agenda Heading: Staff Presentations
Item Number: D.11
TITLE:
2024 Annual Update to the City's FY 2022-26 Strategic Plan
RECOMMENDATION:
1. Adopt the 2024 update to the FY 2022-2026 Strategic Plan.
2. Alternatively, discuss and take other action related to this item.
FISCAL IMPACT:
FY 2022-2026 Strategic Plan is considered and prioritized in the annual Citywide budget
each fiscal year.
BACKGROUND:
The Strategic Plan sets the course for the City of El Segundo's direction over a four-
year period, from FY 2022-23 to FY 2025-26. This plan undergoes an annual review to
monitor progress and adapt to evolving community needs.
On April 30, 2024, a Strategic Planning Session was convened to update the existing
multi -year Strategic Plan. Ahead of this session, extensive preparations took place,
including multiple meetings between the facilitator, City Manager, Deputy City Manager,
and the Executive Team. These discussions covered the City's progress on current
priorities, proposed future strategies, and the structure of the workshop.
During this session, both the City Council and the Executive Team actively engaged in a
collaborative process and were able to accomplish the following:
1. City Council and staff reaffirmed the vision, mission, and values:
o Vision (no change): Be a global innovation leader 'where big ideas take
off' while maintaining our unique small-town character
o Mission (no change): Provide a great place to live, work, and visit
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2024 Update to the City's FY 2022-26 Strategic Plan
June 18, 2024
Page 2 of 4
o Values (with modifications):
■ Service. We work to provide exceptional services and continuously
improve our practices and processes.
■ Ethics. We are accountable and responsible for our actions,
transparent in our processes, and follow professional standards,
while taking calculated risks to provide solutions.
■ Collaboration. We work as one team on behalf of our community.
2. City Council and staff reaffirmed the five multi -year goals (with modifications):
o GOAL 1: Develop and Maintain Quality Infrastructure and Technology
(prioritized Goal 1 only)
o GOAL 2: Optimize Community Safety and Preparedness
o GOAL 3: Deliver Solution -Oriented Customer Service, Communication,
Diversity, Equity, and Inclusion
o GOAL 4: Promote and Celebrate a Quality Workforce Through Teamwork
and Organizational Efficiencies
o GOAL 5: Champion Economic Development and Fiscal Sustainability
3. Completed a voting (dot) exercise in which six new top priorities were established
and ranked for FY 2024-25.
Consequently, the FY 2024-25 Strategic Plan Update for the City of El Segundo
comprises five goals and 17 strategies, with six identified as top priorities for the
upcoming fiscal year. Notably, the Mayor and City Council closed out or consolidated a
total of 20 strategies from FY 2023-24, driven by staff updates, task completion, or the
integration of strategies into day-to-day operations. At the workshop's conclusion, the
Mayor and City Council effectively provided clear direction and focus to the Executive
Team regarding the top priorities for FY 2024-25.
DISCUSSION:
The City Council determined its top priorities during the strategic planning session held
on April 30th, 2024. The priorities are intended to convey the City Council's collective
top areas of focus for Fiscal Year 2024-2025.
Priority
Goal/Strategy
Strategy
No.
ID
1
Goal 5
Implement strategic initiatives to attract new businesses and
Strategy C
foster business to business networking and collaboration to
retain and grow existing businesses.
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2024 Update to the City's FY 2022-26 Strategic Plan
June 18, 2024
Page 3 of 4
2
Goal 5
Implement community planning, land use, and enforcement
Strategy D
policies that encourage growth while preserving El
Segundo's quality of life and small-town character.
3
Goal 4
Enhance staff recruitment, retention, and training to ensure
Strategy A
delivery of unparalleled City services and implementation of
City Council policies.
4
Goal 1
Seek opportunities to implement and expedite the projects in
Strategy A
the Capital Improvement Program and ensure that City -
owned infrastructure is well maintained including streets,
entryways, and facilities.
5
Goal 1
Seek opportunities to implement the use of innovative
Strategy B
technology to improve services, efficiency, and
transparency.
6
Goal 2
Comprehensively address the unsheltered homeless
Strategy A
population.
Next Steps
The City Manager and Executive Team will develop comprehensive action plans for
each identified strategy, outlining timelines and assigning responsibilities. The intent is
for El Segundo's Strategic Plan to adapt over time, with regular reviews to monitor
progress and adjust priorities as necessary.
Implementation Action Plan
An Implementation Action Plan will accompany the Strategic Plan. It will contain specific
action items and/or project per strategy.
Performance Metrics and Key Performance Indicators ("KPIs")
KPIs and performance metrics will be established to determine the successful
completion of the action items and/or projects.
Monitoring and Tracking
The Implementation Action Plan, along with the identified KPIs and performance
metrics, will be monitored and tracked through the City's project management tool.
Reporting
A progress report on the overall Strategic Plan will be provided at mid -year to the City
Council. Periodic status reports on specific items will also be provided.
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2024 Update to the City's FY 2022-26 Strategic Plan
June 18, 2024
Page 4 of 4
CITY STRATEGIC PLAN COMPLIANCE:
Goal 1: Enhance Customer Service, Diversity, Equity, Inclusion, and Communications
Goal 2: Support Community Safety and Preparedness
Goal 3: Promote a Quality Workforce Through Teamwork and Organizational
Efficiencies
Goal 4: Develop and Maintain Quality Infrastructure and Technology
Goal 5: Champion Economic Development and Fiscal Sustainability
PREPARED BY:
Marizen Ramos, Special Projects Administrator
REVIEWED BY:
Barbara Voss, Deputy City Manager
APPROVED BY:
Barbara Voss, Deputy City Manager
ATTACHED SUPPORTING DOCUMENTS:
1. Strategic Plan - FY 2024-25 Update
Page 173 of 205
EL SEGUNDO STRATEGIC PLAN FY 2022-23 THROUGH FY 2025-26 JUNE 2024
CITY COUNCIL
EXECUTIVE SUMMARY
The Strategic Plan outlines the City of El Segundo's direction for four years,
STRATEGIC PLANNING spanning FY 2022-23 to FY 2025-26. The Plan is reviewed annually to track
GUIDANCE PROVIDED BY: progress and adjust priorities in response to community needs.
City Council A Strategic Planning Session was held on April 30, 2024. During this session,
both the City Council and the Executive Team actively engaged in a
Tracy Weaver collaborative process and were able to accomplish the following:
City Clerk (Elected)
• City Council and staff reaffirmed the five multi -year goals:
Darrell George o GOAL 1: Develop and Maintain Quality Infrastructure and
City Manager Technology
o GOAL 2: Optimize Community Safety and Preparedness
Barbara Voss o GOAL 3: Deliver Solution -Oriented Customer Service,
Deputy City Manager Communication, Diversity, Equity, and Inclusion
o GOAL 4: Promote and Celebrate a Quality Workforce Through
Saul Rodriguez Teamwork and Organizational Efficiencies
Police Chief o GOAL 5: Champion Economic Development and Fiscal Sustainability
George Avery Staff provided a progress update on the Strategic Plan accomplishment
Fire Chief for FY2023-24, specifically the top ten priorities identified in 2023.
Paul Chung Staff proposed twenty strategies for FY2024-25, which were discussed
Chief Financial Officer and consolidated, resulting in a total of seventeen strategies.
Elias Sasson City Council participated in a voting exercise which resulted in the
Public Works Director identification of six top priorities were for FY2024-25.
Rebecca Redyk As next step, the City Manager and Executive Team will develop
comprehensive action plans for each identified strategy, outlining timelines
Human Resources Director and assigning responsibilities. The intent is for El Segundo's Strategic Plan
to adapt over time, with regular reviews to monitor progress and adjust
Michael Allen priorities as necessary.
Community Development Director
Executing the Strategic Plan hinges on collaborative efforts, and we are
Ally Mancini committed to fostering strong partnerships and delivering excellent
Recreation, Parks, and Library Director services to residents, businesses and visitors.
Jose Calderon Respectfully,
Information Technology Services Director
Joaquin Vazquez 0..w
Assistant City Attorney Darrell George
City Manager
PAGE 3
u1munly
O ,
4ND VALUES
VISION
Be a global innovation
leader 'where big ideas
take off' while maintaining
our unique small-town
character
L SEGUNEACHDO
te
01
MISSION
Provide a great place to
live, work, and visit
VALUES
Service. We work to provide
exceptional services and
continuously improve our
practices and processes.
Ethics. We are accountable
and responsible for our
actions, transparent in our
processes, and follow
professional standards,
while taking calculated risks
to provide solutions.
Collaboration. We work as
one team on behalf of our
community.
EL SEGUNDO STRATEGIC PLAN FY 2022-23 THROUGH FY 2025-26 JUNE 2024
MULTI -YEAR GOALS
GOAL 1
°
Develop and Maintain Quality
° O
Infrastructure and Technology
GOAL 2
Optimize Community Safety and
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Preparedness
GOAL 3
Deliver Solution -Oriented Customer
Service, Communication, Diversity,
Equity, and Inclusion
ck
GOAL 4
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Promote and Celebrate a Quality
o Q
Workforce Through Teamwork and
g
Organizational Excellence
GOAL 5
661
Champion Economic Development and
Fiscal Sustainability
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CITY
CC
PRIORII
The City Council determined its top priorities during the strategic planning session held on April 30th, 2024.
The priorities are intended to convey the City Council's collective top areas of focus for Fiscal Year 2024-25.
GOAL 5 Implement strategic initiatives to attract new businesses and foster business to
STRATEGY C business networking and collaboration to retain and grow existing businesses.
GOAL 5 Implement community planning, land use, and enforcement policies that encourage
STRATEGY D growth while preserving El Segundo's quality of life and small-town character.
GOAL 4 Enhance staff recruitment, retention, and training to ensure delivery of unparalleled
STRATEGY A City services and implementation of City Council policies.
GOAL 1 Seek opportunities to implement and expedite the projects in the Capital
STRATEGY A Improvement Program and ensure that City -owned infrastructure is well maintained
including streets, entryways, and facilities.
GOAL 1 Seek opportunities to implement the use of innovative technology to improve
STRATEGY B services, efficiency, and transparency.
GOAL 2 Comprehensively address the unsheltered homeless population.
STRATEGY A
OP
STRATEGIC DIRECTION
El Segundo's small-town charm is due in large
part to our beautiful tree -lined streets, award -
winning parks, and well -maintained public
facilities. Protecting and investing in our physical
infrastructure assets is vital for the well-being of
the community. The City performs preventive
maintenance and seeks opportunities to enhance
and replace existing assets to improve efficiency
and safety.
1W I
4W
DEVELOP AND MAINTAIN QUALITY
INFRASTRUCTURE AND TECHNOLOGY
STRATEGIES
STRATEGY A Seek opportunities to implement
and expedite the projects in the
Capital Improvement Program and
ensure that City -owned
infrastructure is well maintained,
including streets, entryways, and
facilities.*
STRATEGY B Seek opportunities to implement
the use of innovative technology to
improve services, efficiency, and
transparency.*
STRATEGY C Maintain an innovative General Plan
to ensure responsible growth while
preserving El Segundo's quality of
life and small-town character.
STRATEGY D Improve mobility and transportation
throughout the City.
*Identified as City Council Top Priority
/1i
STRATEGIC DIRECTION
El Segundo is ready to respond to any public
safety incident through training, planning, and
regional collaboration.
KEY PERFORMANCE
INDICATOR
O Feeling Safe
Residents feel safe, as measured
by ESPD/ZenCity social media
survey.
OTHER DATA COLLECTED
OHomeless resolutions, as measured by
the numbers of interactions, types of
interactions, and outcomes.
O Number of calls for ESPD and ESFD
services categorized by type.
OPTIMIZE COMMUNITY SAFETY AND
PREPAREDNESS
STRATEGIES
STRATEGY A Comprehensively address the
unsheltered homeless population.*
STRATEGY B Provide cost-effective and excellent
fire protection and emergency
response services.
STRATEGY C Protect and prepare the El Segundo
community and staff for any
emergency, disaster, or
environmental violation.
STRATEGY D Ensure that the community feels safe
and is satisfied with the services of
the El Segundo Police Department.
*Identified as City Council Top Priority
OP
STRATEGIC DIRECTION
The City Council and staff are committed to creating
an environment that is inclusive and supportive of
the community. Proactive and timely
communications are critical to keeping the
community engaged and informed.
Staff are proactive problem solvers who strive to
understand the needs of our customers and offer
innovative solutions to address challenges.
KEY PERFORMANCE
INDICATORS
ONetpromoter Score
Maintain a "Great" (50-70) resident
Netpromoter score with a minimum of
600 responses.
OCity Responsiveness
Residents are satisfied with the
responsiveness of City services, as
measured by:
• The average score of the annual
community and business survey
questions related to responsiveness of
various departments and City Council
• Community Development ongoing
transaction surveys.
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DELIVER SOLUTION -ORIENTED
CUSTOMER SERVICE,
COMMUNICATION, DIVERSITY,
EQUITY, AND INCLUSION
STRATEGIES
STRATEGY A Enhance proactive community
engagement program to educate and
inform the public about City services,
programs, and issues.
STRATEGY B Implement Diversity, Equity, and
Inclusion (DEI) initiatives to cultivate
representation and opportunities for all
the members of the community.
•1i\NrA
STRATEGIC DIRECTION
El Segundo's ability to provide quality programs and
services depends on the City's ability to attract and
retain the best staff. We provide for the safety of our
employees. We inspire and engage our workforce by
encouraging innovation and celebrating success. We
plan for the future through meaningful training,
mentoring, and development programs that promote
thoughtful succession planning for key positions.
KEY PERFORMANCE
INDICATORS
0 Employee Engagement
Improved employee engagement score as
measured by annual employee survey results.
OEmployee Training
Employee training as measured by the amount of
training provided and 100% compliance with
state -mandated training.
OEmployment Laws
100% compliance with all applicable employment
laws.
OTime to Fill
Decrease the average time to fill vacancies from
the time the position is posted to the new
employee's first day.
OWorkers' Comp, and Claims
• Decrease the number of workers' comp. and
general liability claims.
• Decrease the time to resolve existing claims.
rPpIICE _ - `
I E
PROMOTE AND CELEBRATE A QUALITY
WORKFORCE THROUGH TEAMWORK
AND ORGANIZATIONAL EXCELLENCE
STRATEGIES
STRATEGY A Enhance staff recruitment, retention, and
training to ensure delivery of
unparalleled City services and
implementation of City Council policies.
STRATEGY B Improve organizational excellence by
implementing processes and tools that
facilitate effective data collection and
analysis while promoting data -driven
decision making.
STRATEGY C Reduce the number of workers' comp
and general liability claims and expedite
the resolution of existing claims.
*Identified as City Council Top Priority
STRATEGIC DIRECTION
The City Council and staff work collaboratively to
develop a balanced budget build strong reserves,
and prepare for the future through long-term
financial planning. Our economic development
focus is one of maximizing the resources of both
public and private sectors to promote business,
investment and economic growth. Deliberate
leadership and strategic action position the City of
El Segundo to continue to be a global innovation
leader where big ideas take off, while maintaining
our unique small-town character.
KEY PERFORMANCE
INDICATORS
OBusiness License Process
Year -over -year growth in employee
headcount and square footage
O Funding for CIP Projects
Improved organizational efficiency as
measured by growth in funds available
for CIP projects.
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CHAMPION ECONOMIC DEVELOPMENT
AND FISCAL SUSTAINABILITY
STRATEGIES
STRATEGY A Identify opportunities for new revenues,
enhancement of existing revenues, and
exploration of potential funding options
to support programs and projects.
STRATEGY B Utilize the City's long-term financial plan
to make financial decisions that support
the goals of the strategic plan.
STRATEGY C Implement strategic initiatives to attract
new businesses and foster business to
business networking and collaboration to
retain and grown existing businesses. *
STRATEGY D Implement community planning, land
use, and enforcement policies that
encourage growth while preserving El
Segundo's quality of life and small-town
character.*
*Identified as City Council Top Priority
10
PROGRESS UPDATES
Implementation Action Plan:
Action Items and Projects
An Implementation Action Plan will accompany the
Strategic Plan. It will contain specific action items per
strategy.
Performance Metrics and
0 Key Performance Indicators (KPIs)
•' I KPIs and performance metrics will be established to
determine the successful completion of the action 0
items and/or projects.
Monitoring and
Tracking
The Implementation Action Plan, along with the
identified KPIs and performance metrics, will be
monitored and tracked through the City's project
management tool.
Reporting
004 Progress reports on the overall Strategic Plan will be
provided twice a year to the City Council. Periodic status
reports on specific items will also be provided.
CONCLUSION
The Strategic Plan serves as a roadmap directing the efforts of the City of El Segundo
over the four-year span from FY 2022-23 to FY 2025-26.
This plan outlines the City's vision, mission, and values while setting forth goals,
priorities, and strategies for the future.
Regular annual reviews and periodic updates will ensure alignment with our evolving
priorities and changing needs.
Ell Segundo remains dedicated to ongoing collaboration with our numerous
partners to accomplish the objectives outlined in this Strategic Plan.
Thank you to everyone who contributed
to our Strategic Plan.
• Enhanced Communications Program and Updated
•
Successfully Negotiated POA and FFA MOUs
Communications Plan.
•
Expansion of OpenGov to Streamline Special Events,
0 282 Communications Bulletins, 178 News Stories
Temporary Use, and Filming Permit processes
for Intranet/Website/Social Media
•
Communications/Resources
0 10 Monthly News Programs and 13 City Council
•
Town Hall Meetings with the City Manager
Recap Videos
•
Recruitment of Key Executive Positions and Ongoing
d Produced 32 What's Up El Segundo shows and 14
Recruitments (Fire Chief, Police Chief, Chief Financial
Community Interest Programs
Officer)
0 117 Videos Uploaded to ESMedia YouTube
•
Updated Job Descriptions to Better Align with
• Hyperion
Current Departmental Priorities
0 Implemented Hyperion Communications Plan
•
Employee Engagement Activities (Health Fair,
0 Assembly Bill 1216 - Wastewater Treatment
Wellness Challenge, Employee Engagement
Plants: Monitoring of Air Pollutants
Committee)
0 Established Hyperion Ad -Hoc Committee
•
Employee Training and Development
0 Dashboard and Monitoring
•
Multiple MOU settlements (POA, FEA)
• 7th Annual Net Promoter Survey of Residents and
•
Multiple Street, Sidewalk, and Sewer Maintenance
Businesses (scores of 49 and 55, respectively - 1,402
and Repair Projects
responses).
•
Graffiti Removal Within 24 hours
• Enhanced Use of Intranet for Employee
•
Aquatics Center Pool Heater Implementation
Communications/Resources
•
Approval of Entryway Feature
• Little League World Series - Communications, Viewing
•
Construction Award of "The Plunge" Project
Parties, Parade, Rose Parade
•
Agreement Award for the Design of the "Recreation
• Monthly Strategic Plan Update to City Council
Park Phase 1 Renovation" Project
• Lateral Police Officer Recruitment
•
Automated Library Management System
• Emergency Response to Severe Storm
•
Local Travel Network Pilot
• Secured $350,000 grant for EOC Upgrade
•
Long -Range Financial Forecast Model Update
• CERT Meetings
•
State of the City Event - 500+ Attendees
• Security Cameras (Ocularis and Avigilon)
•
Economic Development Strategy FY 2023-24
• Neighborhood Watch Program
•
Sidebar Summit Partnership
• Weekend hours for Neighborhood Preservation
•
Start-up Event Support
Program
•
Hospitality & Tourism, Business Attraction
• E-Bike Safety Outreach and Training
Marketing Campaigns
• Homeless Outreach
•
Housing Element, R3, and Mixed -Use Overlay Zone
• ESPD "You Are Not Alone Program"
•
Smoky Hollow Specific Plan Cleanup
• Strategic Plan Management System Implementation
•
Downtown Specific Plan Update
• Electronic Onboarding and Offboarding (NeoGov)
City Council Agenda Statement
F I, F G t I) O Meeting Date: June 18, 2024
Agenda Heading: Staff Presentations
Item Number: D.12
TITLE:
Decrease of City Subsidy for the Residential Solid Waste Collection Fee by $0.59 per
Month Retroactive to May 1, 2024
RECOMMENDATION:
Reimpose $0.59 to the monthly residential Solid Waste Fee, retroactive to May 1,
2024, to account for the May 1, 2024 CPI increase.
2. Alternatively, take other action related to this item.
FISCAL IMPACT:
The City's subsidy for the Solid Waste Fee is $300,000 annually. The fiscal impact, if
the City Council does not reimpose the $0.59 per month fee, will be an additional
$22,371.04 increase to the City subsidy, raising the City's current subsidy rate of
29.42% to 31.71 %.
If the City Council does not reimpose the $0.59, Council would need to appropriate an
additional $22,371.04 to the Solid Waste Fund.
:1_T61201:tell] z 113
On February 19, 2019, the City Council approved an exclusive residential solid waste
franchise agreement with EDCO Disposal Corporation to provide all single-family and
two-family dwelling units in the City with solid waste collection services (the
"Agreement"). The Agreement has a term of just over ten years, with a scheduled
termination date of April 30, 2029. The City has an option to extend the Agreement up
to 36 months. The Agreement established the initial service rates effective as of May 1,
2019. The rates are automatically adjusted on May 1 st of each year by the 12-month
change in the Consumer Price Index (CPI) for all urban consumers, all items, in the Los
Angeles -Long Beach -Anaheim area.
Page 189 of 205
Retroactive Decrease of City Subsidy for Residential Solid Waste
June 18, 2024
Page 2 of 3
City Council approved the EDCO Agreement and voted to suspend $5.00 of the $20.00
monthly rate that had been authorized during the Proposition 218 process and instead
cap at $15.00 the initial monthly service rate to be charged to residential customers.
The Council reserved the right to reimpose all or part of the suspended amount at any
time. When EDCO began providing services in May 2019, the total monthly rate per unit
that it charged for solid waste services was $21.26. Each customer was charged $15.00
per month and the City paid the difference of $6.26 (29.42% subsidy). These rates have
increased each year since by an amount equal to the percentage change in the CPI
(Los Angeles -Long Beach -Anaheim, All Urban Consumers, All Items) for the prior 12-
month period.
Current Maximum Rate Per Prop 218
The "current maximum rate" of $23.56 is the maximum authorized monthly rate the City
could charge each residential solid waste customer should the suspended portion of the
rate be fully reinstated and the entire actual cost of service passed through to each
customer. The City does not currently charge this maximum authorized rate. Instead,
each customer is charged $18.26 per month and the City subsidizes the difference
between that monthly charge and the actual monthly cost of service of $25.87. The
"current maximum rate" represents the $20 monthly charge that was authorized through
the Proposition 218 process conducted in 2019. With the annual CPI increases
approved by the Proposition 218 process, that $20 maximum authorized rate has now
risen to $23.56. If the Council chooses not to hold a Proposition 218 process, this would
be the maximum rate the City could charge each residential customer unless and until a
proposed increase goes through the Proposition 218 process. There could be no further
CPI increases, but Council can reimpose a portion of the suspended amount to cover
the CPI increases.
DISCUSSION:
In 2019, City Council approved to suspend $5.00 of the maximum $20.00 that residents
could be charged for solid waste collection with EDCO Disposal Corporation in
conjunction with a Prop 218 Ballot. Since the five-year period covered by Prop 218 has
expired, the City can no longer increase the resident's portion of the bill by the annual
CPI, but must now do so by reimposing a portion of the originally suspended amount.
The originally suspended $5.00 has grown to $6.09 due to the CPI increases over the
years. Since the maximum the City can charge residents has grown from $20.00 to
$23.56, there is sufficient capacity for the City to increase the resident portion from the
previous $17.67 per month to $18.26 per month (an increase of $0.59 per month) to
cover the CPI increase starting with the May 1, 2024, billing period.
Page 190 of 205
Retroactive Decrease of City Subsidy for Residential Solid Waste
June 18, 2024
Page 3 of 3
The new rate for EDCO effective May 1, 2024, is $25.87 per month, due to the CPI
increase. At this time, staff is recommending City Council to reimpose $0.59 of the
original subsidy retroactive to May 1, 2024, to cover the CPI increase. If approved, the
monthly rate for residents will be $18.26, and the City will pay $7.61 (29.42% subsidy).
If not approved, residents will pay $17.67 per month, and the City $8.20 (31.71 %) per
month.
CITY STRATEGIC PLAN COMPLIANCE:
Goal 5: Champion Economic Development and Fiscal Sustainability
Objective 5B: El Segundo approaches its work in a financially strategic and responsible
way.
PREPARED BY:
Dino Marsocci, Revenue Manager/Deputy Treasurer
REVIEWED BY:
Paul Chung, Chief Financial Officer
APPROVED BY:
Barbara Voss, Deputy City Manager
ATTACHED SUPPORTING DOCUMENTS:
None
Page 191 of 205
City Council Agenda Statement
E L S E G U N D O Meeting Date: June 18, 2024
Agenda Heading: Staff Presentations
Item Number: D.13
TITLE:
Update on Replacement of the City's Enterprise Resource Planning System
RECOMMENDATION:
1. Receive and file the update and provide direction, as needed.
2. Alternatively, discuss and take other action related to this item.
FISCAL IMPACT:
There is no fiscal impact to this update. The full cost of implementation of a new
enterprise resource planning system will be provided when the agreement is presented
to City Council at a future regular City Council Meeting.
BACKGROUND:
Eden Systems, Inc. ("Eden") has been the City of El Segundo's ("City") software
solution for enterprise resource planning (ERP) since 1997. It is a vital component of the
City's day-to-day operations, and provides services, including budgeting, time keeping,
general ledger, accounts receivable, accounts payable, cash management, purchase
orders, financial reporting, and human resources. In 2005, Tyler Technologies, Inc.
("Tyler") acquired Eden.
Eden's ERP is scheduled to go end -of -life on March 1, 2027. At that time, Eden will no
longer be supported by Tyler and will be unable to receive critical security updates
needed to run Financial, Human Resource, and Information Technology (IT)
operations.
DISCUSSION:
Since May 2023, the City has been evaluating options for replacement of its citywide
ERP system. Numerous options were discussed and ultimately, Tyler's Enterprise ERP
solution emerged as the front-runner. Over the course of the last year, Tyler has
Page 192 of 205
Update on Replacement of ERP System
June 18, 2024
Page 2 of 4
provided several on -site and remote product demonstrations for City staff. As a result of
this, Finance, Human Resources, and IT Departments agreed that Enterprise ERP
meets the City's requirements for a replacement ERP solution. Specific benefits of
Tyler's ERP include:
• Human Resources: Human Resources: Enterprise ERP includes a Position
Control module which will organize and track the City's workforce by position and
provide a comprehensive view of the workforce, including recruiting needs, pay
range and headcount. Enterprise ERP will also provide a system to track
employee training to ensure compliance.
• Finance: Tyler Content Manager (TCM) provides electronic documents and
attachments, limiting the need for printing hard copies, duplication of files, and
information (financial documents) being available instantly. TCM provides an
intuitive user interface for system workflow, such as processing invoices and
cash receipts. Tyler's Hub Platform has robust financial reporting, budget
tracking, and document retention. Hub Platform consolidates data from multiple
sources to support data -driven decision -making and centralized access to
information. Tyler's Utilities Pro module simplifies and automates utility billing,
monitoring, and reporting and is easy to use and intuitive for the community.
• Information Technology: Tyler provides built-in data analytics, reporting and
metrics within the software which can easily compile and present data, even from
multiple data tables, without having to use a third -party report writer like Crystal
Reports. Enterprise ERP is a fully cloud -based solution allowing access from any
browser/location.
• A large network of cities are already using, or are in the process of moving to,
Enterprise ERP, including: Manhattan Beach, Beverly Hills, Newport Beach,
Hermosa Beach, Santa Monica, along with over 200 other cities, school districts
and other public agencies.
The search for and selection of a replacement ERP system typically requires formal
bidding — an extended process involving significant staff resources and cost which could
take up to one year. An alternative to this approach allows the City Council to approve
certain exceptions to competitive bidding requirements. Specifically, El Segundo
Municipal Code § 1-7-9 (Exceptions to the Bidding Requirement) authorizes the City
Council's waiver of competitive bidding based on certain findings or through the
cooperative use of a competitive bidding procedure that another local, state, or federal
governmental agency has fulfilled within the last five years.
Staff identified a request for proposals (RFP) that Menifee, California had awarded to
Tyler for the selection of Enterprise ERP in February 2023, as a result of their search for
a replacement in anticipation of the March 1, 2027 end -of -life Eden ERP deadline. The
Page 193 of 205
Update on Replacement of ERP System
June 18, 2024
Page 3 of 4
total time for Menifee to issue and award their RFP was nearly one year. El Segundo
has nearly identical technical needs and requirements as listed in their RFP, including
an intuitive user interface, expanded features and capabilities, and enhanced
cybersecurity. Menifee is also a long-term user of Eden's ERP. Their RFP detailed
numerous improvements of Tyler's Enterprise ERP over the current Eden software,
which we also observed throughout multiple onsite and remote demonstrations that
were presented to the City by Tyler.
Below is a list of some of the enhanced functional components we observed of Tyler's
Enterprise ERP compared to the existing Eden system.
Module
Existing Eden System
Enterprise ERP
Administration
Menu driven module
Dashboard, business
configuration
intelligence tools and
expanded native reporting
options
Budget Preperation
Budget input and review
Budget input, review, and
modules
final budget book
production. Expanded
reporting capabilities
General Ledger
Limited account structure
Additional department
options
division codes, direct
information for ACFR
Human Resources and
Standard employee set-up
Mobile app, electronic time
Payroll
benefits updates
off/vacation request
processing, future date
changes, history tracking of
changes
Information Technology
On -premises servers and
Cloud -based environment
databases with complex
maintenance procedures
For the above reasons, staff recommends Tyler's Enterprise ERP as the Eden
replacement solution to be presented for approval at a future City Council meeting.
CITY STRATEGIC PLAN COMPLIANCE:
Goal 1: Enhance Customer Service, Diversity, Equity, Inclusion and Communication
Objective 1A: El Segundo provides unparalleled service to all customers.
Objective 1 B: El Segundo's engagement with the community ensures excellence.
Page 194 of 205
Update on Replacement of ERP System
June 18, 2024
Page 4 of 4
Goal 3: Promote a Quality Workforce Through Teamwork and Organizational
Efficiencies
Objective 3A: El Segundo is an employer of choice and consistently hires for the future,
with a workforce that is inspired, world -class, engaged and innovative.
Goal 4: Develop and Maintain Quality Infrastructure and Technology
Objective 4B: El Segundo's technology supports effective, efficient and proactive
operations.
Goal 5: Champion Economic Development and Fiscal Sustainability
Objective 513: El Segundo approaches its work in a financially strategic and responsible
way.
PREPARED BY:
Jose Calderon, Information Technology Services Director
REVIEWED BY:
Jose Calderon, Information Technology Services Director, Paul Chung, Chief Financial
Officer
APPROVED BY:
Barbara Voss, Deputy City Manager
ATTACHED SUPPORTING DOCUMENTS:
None
Page 195 of 205
City Council Agenda Statement
E L g E G U N D O Meeting Date: June 18, 2024
Agenda Heading: Council Member Giroux
Item Number: 14
TITLE:
Discussion of Travel Policy for Elected Officials
RECOMMENDATION:
1. Discuss the City's travel policy for elected officials.
2. Alternatively, discuss and take other action related to this item.
FISCAL IMPACT:
None.
BACKGROUND:
From time to time, elected officials travel on City business. Authorized travel includes,
but is not limited to: meetings with state and federal officials to discuss City concerns;
participation in regional, state and national organizations that affect the City's interests;
attendance at educational seminars to improve City Officials' skills; and promotion of
economic development.
DISCUSSION:
Discuss protocols and policy for elected officials traveling on behalf of the City.
CITY STRATEGIC PLAN COMPLIANCE:
Goal 5: Champion Economic Development and Fiscal Sustainability
Objective 5A: El Segundo promotes economic growth and vitality for businesses and
the community.
Objective 513: El Segundo approaches its work in a financially strategic and responsible
way.
Page 196 of 205
Travel Policy for Elected Officials
June 18, 2024
Page 2 of 2
PREPARED BY:
Barbara Voss, Deputy City Manager
REVIEWED BY:
Darrell George, City Manager
APPROVED BY:
Barbara Voss, Deputy City Manager
ATTACHED SUPPORTING DOCUMENTS:
CC RESOLUTION 4451
Page 197 of 205
RESOLUTION NO. 4451
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EL
SEGUNDO ESTABLISHING A REIMBURSEMENT POLICY IN
ACCORDANCE WITH GOVERNMENT CODE §§ 53232.2 AND
53232.3 and ASSEMBLY BILL 1234.
The City Council of the City of El Segundo does resolve as follows
SECTION 1 The City Council finds and declares as follows
A Elected and appointed City Officials are responsible for promoting and
protecting public health, safety, and welfare Among other things, these
duties may require City Officials to
1 Discuss the City's concerns with state and federal
officials,
2 Partsctpate in regional, state and national organizations
that affect the City's interests,
3 Attend educational seminars designed to improve City
Officials' skills and provide information, and
4. Promote public service and morale
5. Attend meetings, ceremonial events and other acttvittes
sponsored by constituents, neighborhood groups, business
organizations and similar groups
6 Promote economic development
7 Meet with constituents, business owners and others with
an interest in the City
B It is in the public interest to reimburse City Officials' expenses incurred
in connection with these activities consistent with the provisions of this
Resolution
SECTION 2. Declaration of Policy This Resolution is adopted ,n accordance
with Government Code §§ 53232 2 and 53232 3 so that the City of El Segundo
may reimburse appropriate expenses incurred by elected and appointed City
officials while on authorized travel or otherwise engaged in the conduct of City
business Absent City Council approval, and only in extraordinary
circumstances, the City will not reimburse City Officials an amount greater than
allowed by this Resolution for expenses incurred during the course of conducting
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City business
SECTION 3 Defrnibons Unless the contrary is stated or clearly appears from
the context, the following definitions govern the construction of the words and
phrases used in this Resolution
A "City Officials" means members of the City Council, the City Clerk, the
City Treasurer and members of boards, commissions, and committees
appointed by the City Council,
B "Reimbursement" means all forms of payment for expenses incurred
by City Officials in the course of their official duties whether paid directly
by the City (including without limitation, with a City -issued credit card) or
advanced by City Officials with personal funds and later reimbursed from
City funds
SECTION 4 City Business — Authonzed Activities
A Expenses incurred while engaging in the following City business
activities are generally authorized expenses if all requirements of this
Resolution are fulfilled
1 Communicating with representatives of regional, state
and national government on City adopted policy positions,
2 Attending educational seminars designed to improve City
Officials' skill and information levels,
3 Participating in regional, state and national organizations
whose activities affect the City's interests,
4 Recognizing service to the City (for example, thanking a
longtime employee with a retirement gift or celebration of
nominal value and cost),
5 Attending City events, and
6 Attending meetings with constituents, neighborhood
groups, business organizations, and attending conferences
for the City -approved purpose of attracting or retaining
businesses to the City
SECTION 5 Unauthonzed Expenses The City will not reimburse City Officials
for expenses incurred outside the scope of the City Official's duties including, for
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example and not limitation, the following;
A. The personal portion of any trip For example, if a City Official elects to
travel to an event in advance or stay longer on personal business, the City
need only reimburse the City Official for roundtrip travel costs and costs
incurred during the event's duration,
B Political or charitable contributions or events,
C Family expenses, including partner's expenses when accompanying a
City Official on City -related business,
D Entertainment expenses, including theater, movies (either in -room or at
the theater), sporting events (including gym, massage and/or golf related
expenses), or other cultural events,
E Non -mileage personal automobile expenses, including repairs, traffic
citations, insurance or gasoline; and
F Personal losses incurred while on City business
G Expenses for which City Officials receive reimbursement from another
agency are not reimbursable
Any questions regarding the propriety of a particular type of expense
should be resolved by the City Council before the expense is incurred
SECTION 6. Transportation.
A Generally City Officials must use the most economical mode and
class of transportation reasonably consistent with scheduling needs and
cargo space requirements, using the most direct and time -efficient route
Government and group rates must be used when available
B. Airfare. Airfares that are equal or less than those available through the
Enhanced Local Government Airfare Program offered through the League
of California Cities (www cacities org/travel), the California State
Association of Counties (www csac.counties org/default asp?id=635) and
the State of California are presumed to be the most economical and
reasonable for purposes of reimbursement under this policy
C. Automobile.
1. Automobile mileage is reimbursed at internal Revenue
Service rates presently in effect (see www irs gov) For
2006, the rate is 44 5 cents per mile These rates are
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designed to compensate the driver for gasoline, insurance,
maintenance, and other expenses associated with operating
the vehicle This amount does not include bridge and road
tolls, which are also reimbursable
2 Only travel for City business outside of El Segundo is
authorized for reimbursement
3 A City Official may leave from his/her home for City
business However, the City will not reimburse mileage that
exceeds mileage from City Hall to the destination point
D Car Rental Rental rates that are equal or less than those available
through the State of California's website
(www catravelsmart com/default htm) are considered the most economical
and reasonable for purposes of reimbursement under this policy
E. Taxis/Shuttles. Taxis or shuttles fares may be reimbursed, including a
15 percent gratuity per fare, when the cost of such fares is equal or less
than the cost of car rentals, gasoline and parking combined, or when such
transportation is necessary for time -efficiency
F Airport Parking Long-term parking must be used for travel exceeding
24-hours
G Other Baggage handling fees of up to $1 per bag and gratuities of up
to 15 percent will be reimbursed
SECTION 7 Lodging
A. Lodging expenses will be reimbursed only at the single occupancy rate
for rooms
B Lodging expenses will be reimbursed for when travel on official City
business reasonably requires an overnight stay
C Conferences/Meetings If lodging is associated with a conference,
lodging expenses must not exceed the group rate published by the
conference sponsor for the meeting in question if such rates are available
at the time of booking
D Other Lodging Travelers must request government rates, when
available A listing of hotels offering government rates in different areas is
available at www catravelsmart com/lodguideframes htm Lodging rates
that are equal or less to government rates are presumed to be reasonable
and hence reimbursable for purposes of this policy In the event that
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government rates are not available at a given time or in a given area,
lodging rates that do not exceed the IRS per diem rates for a given area
are presumed reasonable and hence reimbursable
SECTION 8 Meals and Incidental Expenses
A For meals associated with City business a City Official may be reimbursed up
to S25.00 per meal (including a gratuity which shall not exceed 15%)
B For meals associated with City business outside of El Segundo where
an overnight stay is required, a City Official may claim a per diem in
accordance with the meals and incidental expenses (M&IE) rates
established by IRS Publication 1542
1 The time calculations for per diem starts when the City
Official begins travel For each 24-hour period thereafter,
the City Official can claim the full per diem amount
2 If there is a period of time at the end of the trip that is less
than 12 hours, the City Official cannot claim more than one-
half (1/2) the per diem rate
3 Receipts are not required to claim per diem
4 Any reimbursement claim for expenses that exceed the
per diem rate may constitute additional income for tax
purposes.
C The City does not pay for alcoholic beverage expenses
SECTION 9 Telephone/Fax/Cellular City Officials will be reimbursed for actual
telephone and fax expenses incurred on City business Telephone bills should
identify which calls were made on City business For cellular calls when the City
Official has a particular number of minutes included in the City Official's plan, the
City Official can identify the percentage of calls made on public business
SECTION 10 Cash Advance Policy
A From time to time, it may be necessary for a City Official to request a
cash advance to cover anticipated expenses while traveling or doing
business on the City's behalf Such request for an advance should be
submitted to the City Manager 14 days before the need for the advance
with the following information
1 The purpose of the expenditure(s),
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2 The benefits of such expenditure to the residents of the
City,
3 The anticipated amount of the expenditure(s) (for
example, hotel rates, meal costs, and transportation
expenses); and
4. The dates of the expenditure(s)
B Any unused advance must be returned to the City's Finance
Department within two business days of the City Official's return, along
with an expense report and receipts documenting how the advance was
used in compliance with this Resolution
C In the event the City Manager is uncertain as to whether a request
complies with this policy, the City Manager must seek City Council
approval.
SECTION 11 Credit Card Use Policy
A City does not issue credit cards to individual City Officials but does
have a credit card for selected City expenses City Officials may use the
City's credit card for such purposes as airline tickets and hotel
reservations by following the same procedures for cash advances
Receipts documenting expenses incurred on the City credit card and
compliance with this policy must be submitted within five business days of
use
B City credit cards may not be used for personal expenses, even if the
City Official subsequently reimburses the City
SECTION 12, Expense Report Content And Submission Deadline
A All cash advance expenditures, credit card expenses and expense
reimbursement requests must be submitted on an expense report form
provided by the City
B Expense reports must document that the expense in question met the
requirements of this policy
C City Officials must submit their expense reports within thirty (30) days
after an expense is incurred, accompanied by receipts documenting each
expense Restaurant receipts, in addition to any credit card receipts, are
also part of the necessary documentation
D Inability to provide such documentation in a timely fashion may result
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in the expense being borne by the City Official
E. All expenses are subject to verification that they comply with this
policy
SECTION 13. Reports to City Council At the City Council meeting
following a meeting attended by a City Official at City expense, each City Official
that attended the meeting at City expense must briefly report on meetings
attended at City expense. If multiple City Officials attended, a joint report may be
made
SECTION 14. Compliance With Laws. Some expenditures may be subject
to reporting under the Political Reform Act and other laws All agency
expenditures are public records subject to disclosure under the California Public
Records Act
SECTION 15 Violation Of This Policy Use of public resources or falsifying
expense reports in violation of this Resolution may result in any or all of the
following.
A Loss of reimbursement privileges,
B A demand for restitution to the City,
C The City's reporting the expenses as income to the City Official to state
and federal tax authorities,
D Civil penalties of up to $1,000 per day and three times the value of the
resources used, and
E Prosecution for misuse of public resources
SECTION 16 if any part of this Resolution or its application is deemed
invalid by a court of competent jurisdiction, the City Council intends that such
invalidity will not affect the effectiveness of the remaining provisions or
applications and, to this end, the provisions of this Resolution are severable
SECTION 17 The City Clerk is directed to certify the passage and
adoption of this Resolution, cause it to be entered into the City of El Segundo
book of original Resolutions, make a note of the passage and adoption in the
records of this meeting, and, within fifteen (15) days after the passage and
adoption of this Resolution, cause it to be published or posted in accordance with
California law
SECTION 18 This Resolution will become effective immediately upon its
adoption
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PASSED AND ADOPTED this 17thday of January , 2006
ATTEST
elmgf�,
Cindy Mcdesen, City Clerk
APPROVED AS TO FORM
`__ -2`- Cam'✓
Mark Hensley, City Attorney
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