CC RESOLUTION 5504RESOLUTION NO. 5504
A RESOLUTION APPROVING AND ADOPTING THE
MEMORANDUM OF UNDERSTANDING BETWEEN THE
CITY OF EL SEGUNDO AND THE EL SEGUNDO CITY
EMPLOYEES' ASSOCIATION, AFSCME, LOCAL 3519
BARGAINING UNIT
The City Council of the city of El Segundo does resolve as follows:
SECTION 1. Findings. The City Council finds and determines as follows:
A. The City of El Segundo ("City") previously entered into a memorandum of
understanding ("MOU") with The El Segundo City Employees' Association
("CEA"), a recognized employee organization, for the term of March 20, 2019
through September 30, 2023.
B. Representatives from the City and CEA met and conferred in good faith to
reach an agreement on wages, benefits, and other terms and conditions of
employment, which are memorialized in the MOU between the City and CEA
attached hereto as "Exhibit A" and incorporate herein by this reference.
C. The CEA ratified said agreement on August 26, 2024.
SECTION 2. Actions, Direction.
A. The City Council approves the MOU between the City and CEA for the period
October 1, 2023 through June 30, 2027.
B. Staff is directed and authorized to implement all the MOD's terms.
SECTION 3. 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 Resolution are severable.
SECTION 4. Signature Authority. 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. Effective Date. This Resolution will take effect immediately upon
adoption and will remain effective unless repealed or superseded.
SECTION 6. City Clerk Direction. 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.
RESOLUTION NO. 5504
PAGE 1 of 4
PASSED, APPROVED AND ADOPTED this day of swk' ,,
2024.
ATTEST:
Tracy Wearer„ ity Clerk
APPROVED AS TO FORM:
0
—' : L L--
Mark � Hensley, Ciiy Attorney
RESOLUTION NO. 5504
PAGE 2 of 4
CERTIFICATION
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. 5504 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 31d day of September 2024, and the
same was so passed and adopted by the following vote:
AYES: Mayor Boyles, Mayor Pro Tem Pimentel, Council Member Pirsztuk,
Council Member Giroux and Council Member Baldino
NOES: None
ABSENT: None
ABSTAIN: None
WITNESS MY HAND THE OFFICIAL SEAL OF SAID CITY this5gdday of
September, 2024.
OMA4�j kL4W6'
Tr y Weaver, City Clerk
of the City of El Segundo,
California
RESOLUTION NO. 5504
PAGE 3 of 4
EXHIBIT "A"
MOU between the City and CEA for the period October 1, 2023 through June 30, 2027
RESOLUTION NO. 5504
PAGE 4 of 4
Agreement No. 7090
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF EL SEGUNDO
EL SEGUNDO CITY EMPLOYEES' ASSOCIATION
AFSCME, LOCAL 3519
Term: October 1, 2023 through June 30, 2027
Agreement No. 7090
CEA MOU
TABLE OF CONTENTS
ARTICLE I- INTRODUCTION
SECTION1- Preamble........................................................................................................................1
SECTION2- Recognition...................................................................................................................1
SECTION3- Term...............................................................................................................................1
SECTION 4- Non-Discrimination.......................................................................................................1
ARTICLE 2- COMPENSATION
SECTION 1- Compensation Adjustments........................................................................................2
SECTION 2- Ratification Bonus........................................................................................................2
SECTION 3- Salary Table Advancement..........................................................................................
2
SECTION 4- Accelerated Salary Step Advancement.......................................................................
3
SECTION 5- Class Series Classifications........................................................................................4
SECTION 6- Payroll Direct Deposit...................................................................................................6
SECTION7- Termination Pay............................................................................................................
6
SECTION 8- Temporary Assignment to Higher Classification.......................................................6
SECTION9- Standby Duty.................................................................................................................
7
SECTION 10- Recall Time.................................................................................................................8
SECTION 11- Night Shift Differential Pay........................................................................................8
SECTION 12- Uniforms, Boots and Allowances.............................................................................8
SECTION 13- Educational Incentive Pay........................................................................................11
SECTION 14- Certification Pay........................................................................................................11
SECTION 15- Longevity Pay............................................................................................................12
SECTION 16- License Pay...............................................................................................................12
SECTION 17- Bilingual Pay.............................................................................................................13
SECTION 18- Assignment of Work Schedule................................................................................14
SECTION 19- Assignment of Work Periods and Schedules for Library Employees ..................14
SECTION 20- Reduced Work Schedules........................................................................................15
Agreement No. 7090
CEA MOU
TABLE OF CONTENTS
SECTION 21-Alternative Work Schedules.....................................................................................16
SECTION 22- Rest and Lunch Periods...........................................................................................16
SECTION 23- Overtime Compensation..........................................................................................17
SECTION 24- Overtime Authorization............................................................................................17
SECTION 24- Overtime Distribution...............................................................................................18
SECTION 26- Compensatory ("Comp„) Time................................................................................18
SECTION 27- Reimbursable Overtime for Inspection Events Outside Regularly Scheduled
Hoursof Work..................................................................................................................................18
SECTION28- Promotions................................................................................................................19
SECTION 28- Promotional Examinations.......................................................................................19
ARTICLE 3- BENEFITS
SECTION 1- Health Insurance.........................................................................................................20
SECTION 2- Dental Insurance.........................................................................................................20
SECTION 3- Vision Insurance.........................................................................................................
20
SECTION 4- Life Insurance..............................................................................................................20
SECTION 5- Dental, Vision and Life Insurance Contribution.......................................................21
SECTION 6- Flexible Spending Account........................................................................................21
SECTION 7- Retirement Health Insurance Contribution...............................................................21
SECTION 8- Retiree Dental and Vision...........................................................................................
21
SECTION 9- Long Term Disability ("LTD") Insurance...................................................................22
SECTION 10- State Disability ("SDI") Program..............................................................................
22
SECTION11- Retirement.................................................................................................................22
SECTION 12- Workers' Compensation Provisions........................................................................
24
SECTION 13- Education Reimbursement Program.......................................................................
24
SECTION 14- Employee Assistance Program ("EAP").................................................................
25
SECTION 15- El Segundo City Employees Association Insurance ..............................................
26
Agreement No. 7090
CEA MOU
TABLE OF CONTENTS
ARTICLE 4- LEAVES AND ABSENCES
SECTION 1-Vacation Accrual.........................................................................................................26
SECTION 2- Vacation Accrual Cap.................................................................................................
26
SECTION3- Vacation Use...............................................................................................................
26
SECTION 4- Vacation Cash Out- Active Employees.....................................................................
26
SECTION 5- Vacation Cash Out Upon Separation........................................................................
27
SECTION 6- Sick Leave Accrual.....................................................................................................
28
SECTION 7- Sick Leave Cap............................................................................................................
28
SECTION 8- Sick Leave Requests and Certification.....................................................................
28
SECTION 9- Sick Leave Cashout....................................................................................................
28
SECTION 10- Sick Leave to Provide Car for Family Members .....................................................
29
SECTION 11- Holidays.....................................................................................................................29
SECTION 12- Holidays Falling on Saturdays and Sundays..........................................................30
SECTION 13- Holidays Falling on an Employee Workday or Regularly Scheduled Day Off .....30
SECTION 14- Personal Leave Day..................................................................................................
31
SECTION 15- Limited Carryover of Floating Holidays and Personal Leave................................31
SECTION 16- Bereavement Leave..................................................................................................31
SECTION 17- Personal Emergency Leave.....................................................................................
31
SECTION 18- Catastrophic Leave Bank.........................................................................................
32
SECTION19- Jury Duty...................................................................................................................
32
ARTICLE 5- EMPLOYER -EMPLOYEE RELATIONS
SECTION 1- Representational Rights.............................................................................................33
SECTION 2- Designation of Board Members and Release Time .................................................. 33
SECTION 3- Designation of Regular Bargaining Team Members, Subject Matter Experts, Non -
City Representatives and Release Time....................................................................33
SECTION 3- No-Strike...................................................................................................................... 34
SECTION 4- Management Rights.................................................................................................... 34
Agreement No. 7090
CEA MOU
TABLE OF CONTENTS
SECTION 5- Grounds for Layoff.....................................................................................................
35
SECTION 6- Notice to Employees...................................................................................................35
SECTION 7- Layoff Procedures......................................................................................................
35
SECTION 8- Tie Breaks....................................................................................................................
36
SECTION 9- Reduction to a Vacant Position.................................................................................
37
SECTION 10- Displacement Rights.................................................................................................
37
SECTION 11- Salary Placement......................................................................................................37
SECTION 12- Reemployment List...................................................................................................
37
SECTION 13- Rights Upon Reemployment....................................................................................38
SECTION 14- Grievance Procedure Definition of Terms..............................................................
38
SECTION 15- Matters Excluded from the Grievance Procedure ..................................................
38
SECTION 16- Time Limits.................................................................................................................39
SECTION17- Procedure...................................................................................................................
39
SECTION 18- Grievance Conferences............................................................................................40
SECTION 19- Binding Arbitration Agreement................................................................................40
ARTICLE 6- OTHER PROVISIONS
SECTION 1- Part -Time Employees..................................................................................................43
SECTION 2- Department of Transportation Drug Testing Guidelines .......................................... 44
SECTION 3- Street Maintenance Worker Duties.............................................................................44
SECTION 4- Personnel File.............................................................................................................44
SECTION5- New Employees............................................................................................................44
SECTION 6- Association Dues Deductions................................................................................... 46
SECTION 7- Complete Agreement...................................................................................................46
SECTION 8- Savings Clause............................................................................................................ 46
SECTION 9- Implementation of Agreement....................................................................................47
SECTION10- Reopener...................................................................................................................37
Agreement No. 7090
MEMORANDUM OF UNDERSTANDING ("MOU")
BETWEEN
CITY OF EL SEGUNDO ("City")
AND
EL SEGUNDO CITY EMPLOYEES' ASSOCIATION ("CEA")
AFSCME, Local 3519
ARTICLE 1 - INTRODUCTION
SECTION 1. Preamble
This Memorandum of Understanding (hereinafter referred to as the "MOU" or the "Agreement") is
made and entered into between the City of the El Segundo (hereinafter referred to as the "City"
or "Employer") and the El Segundo City Employees' Association, hereinafter referred to as
("Association," "Union" or "CEA"), pursuant to the California Government Code Section 3500 et
seq.
SECTION 2. Recognition
The City recognizes the Union as the exclusive representative of the employees in the general
employees' representation unit, which is comprised of the full-time permanent and part- time
permanent non -safety employees in the City's "classified service," except Police Assistant 1/11,
Police Service Officer 1/11, Crime Scene Investigator 1/11, and those classes defined as
management/confidential or supervisory/professional. Appendix A enumerates the job
classifications represented by the Union as part of this representation unit.
The City's recognition of the Union shall not be subject to challenge except as provided under the
provisions of the City's Employer -Employee Organization Relations Resolution No. 3208.
The City agrees to meet and confer with the Union on all matters within the scope of
representation as they pertain to said employees.
The City acknowledges the appropriateness of the representation unit as it is currently composed.
SECTION 3. Term
The MOU shall commence on October 1, 2023 and end on June 30, 2027.
SECTION 4. Non -Discrimination
Neither the City nor the Union shall discriminate against any employee because of race, color,
age, religion, creed, national origin, ancestry, sex, gender, sexual orientation, medical condition,
genetic information, marital status, or any other recognized protected category under the law, and
shall act affirmatively to accomplish equal employment opportunities for all employees.
Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
ARTICLE 2 — COMPENSATION
SECTION 1. Compensation Adjustments
The City shall provide the following salary increases to employees:
Retroactive to the first full pay following July 1, 2024: Increase base salary by three
percent (3.00%)
2. Effective the first full pay period following July 1, 2025: Increase base salary by
three percent (3.00%); and
3. Effective the first full pay period following July 1, 2026: Increase base salary by
two percent (2.00%).
The City shall provide the amount owed as a result of the operation of the retroactive salary
increase as part of the employee's regular payroll operation in the first full pay period following
the adoption of the MOU by the City Council. The check shall provide for the additional amount
owed during the period between July 1, 2024 and the operative date of the increased salary
following the date of adoption by the City Council.
SECTION 2. Ratification Bonus
The City shall provide a one-time ratification bonus in the amount of $5,050 to each employee in
the bargaining unit who is employed by the City at the time that the MOU is ratified by the Union.
The City shall provide the bonus in the first full pay period following the adoption of the MOU by
the City Council.
SECTION 3. Salary Table Step Advancement
A. The advancement of an employee from Step A to Step B shall be on the beginning of the pay
period immediately following satisfactory completion of the employee's first six (6) months'
service. The advancement from Step A to Step B shall result in the employee receiving a new
anniversary date.
Advancement from Step B to Step C, from Step C to Step D, and from Step D to Step E shall
each occur at the beginning of the pay period during which the employee will complete one
(1) year of satisfactory service in the prior step, subject to the limitations set forth in Article 2,
Section 4, below.
Unless the employee receives an accelerated salary step advancement, as described in
Article 2, Section 4, salary step advancements shall be on the anniversary date of the
employee's prior step advancement.
Step E contemplates continued service in such classification until further advancement is
indicated by reason of longevity.
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
B. Step Advancement - Anniversary Date
The City shall provide the increase in compensation associated with a step advancement at
the beginning of the pay period during which the anniversary occurs.
Other changes in salary shall not change the anniversary date, except for changes in job
classification made in accordance with the Personnel Merit System Ordinance or the
Personnel Rules and Regulations. The City reserves the right, at any time, and in its sole
discretion, to change the range number assigned to any employee and to determine the
particular step in any range number which is to be thereafter assigned to any such employee,
subject to meet and confer with the Union.
Notwithstanding the above, an employee in a class series classification under Article 2,
Section 5 shall not be assigned a new anniversary date when they are advanced from Level
I to Level II in that same classification.
C. Increases Based on Merit - Basic Salary Schedule
An employee shall be eligible for advancement to a higher step on the basis of service time
as described in Article 2, Section 3, Subsection B., above, and satisfactory performance of
duties. An employee will be presumed to merit an increase unless their Department Head,
with the concurrence of the Director of Human Resources, notifies the employee in writing no
later than the end of the pay period which begins after said employee's anniversary date that
the increase should be withheld, stating reasons. The reasons shall be provided to the
employee in writing. If the employee's performance subsequently improves to a satisfactory
level, the step increase will be granted and the date of increase will become the employee's
anniversary date.
SECTION 4. Accelerated Salary Step Advancement
Accelerated salary step advancement is intended to recognize employees whose job
performance is outstanding and consistently exceeds normal expectations for their current
step.
Prior to an employee completing one (1) year of service at their current step, a n employee whose
performance is exemplary and consistently exceeds normal expectations for their current step
may be eligible to receive accelerated salary step advancement to the next higher salary step, so
long as the employee has not yet reached the top step of their salary range.
Recommended accelerated salary increases shall be in whole percentages ranging from 1-5%.
An employee may receive more than one salary step advancement, but in most cases the total
granted shall not exceed 5% in a twelve (12) month period.
In order to be eligible for accelerated salary step 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.
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
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 Citywide criteria for accelerated step advancement.
The accelerated salary advancement(s) shall not change the affected employee's anniversary
date for purposes of determining future salary step advancement.
In no case shall an employee receive compensation that exceeds Step E of their respective salary
schedule.
Section 5. Class Series Classifications
A. The following classifications listed below shall be described as class series classifications and
employees in such classifications shall be paid according to one of two salary ranges assigned
to each of these classifications depending on whether the employee is designated as Level I
or Level 11 employee:
1. Accounts Specialist 1/11
2. Building Inspector 1/11
3. Equipment Mechanic 1/11
4. Fire Prevention Specialist 1/11
5. Library Clerk 1/11
6. License Permit Specialist 1/11
7. Office Specialist 1/11
8. Park Maintenance Worker 1/11
9. Public Works Inspector 1/11
10. Street Maintenance Worker 1/11
11. Wastewater Maintenance Worker 1/11
12. Water Maintenance Worker 1/11
B. Step Advancement in Class Series Classifications
In each of these classes, entry level may be made at two different work performance, skill,
and assigned responsibility levels corresponding to the two different salary range levels.
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
When entry is made at Level I, the employee shall progress through steps of the range
assigned to that level in the manner described in Article 2, Section 3, except as noted below.
When entry is made at Level 11, the employee shall advance through the steps of the range
assigned to that level in the same manner as described in Article 2, Section 3.
C. Class Series Advancement
Every person employed at Level I shall be eligible to advance to Level II without regard to the
number of other employees at either of the levels or budget limitations. To assure the latter,
class series positions shall be budgeted at Level 11 in all cases. Merit considerations, as
clarified by the factors listed below, shall be the exclusive basis for advancement to Level 11.
When an employee is employed at Level I, such employee may be advanced to Level II upon
an evaluation by their Department Head and approval of the Director of Human Resources
that the employee's work performance, skill development, and demonstrated ability to perform
higher level duties at Level I makes their advancement to Level II appropriate. No employee
shall be advanced to Level II without such an evaluation.
The determination to advance an employee to Level II shall not be made by a subjective
evaluation of the criteria stated above but shall be made upon a finding that the employee's
work performance meets specific criteria developing from the following factors, among others
deemed appropriate:
Length of service at Level I;
2. Meeting minimum qualifications posted on class specifications;
3. Acquisition of specialized skills required of the position;
4. Achievement of specific job -related goals and objectives during a specified period
of time;
5. Increased ability to work without close supervision;
6. Ability to exercise increased individual judgment;
7. Ability to provide leadership and guidance to less experienced employees;
8. Ability to understand and properly apply departmental rules; and
9. Ability to produce work which is acceptable both in terms of quality and quantity
and which represents at least the average level of work produced by other Level 11
employees.
In order to effectuate the advancement from Level I to Level 11, the immediate supervisor
shall prepare a memo for approval by the Department Head, which is sent to the Director of
Human Resources, or their designee, and processed through a Personnel Action Form
("PAF"). The Director of Human Resources or their designee shall review and approve the
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
PAF and authorize the employee's advancement and change in status from Level I to Level
11.
D. Compensation after Class Series Advancement
Whenever an employee's status changes from Level I to Level 11, such employee shall be
compensated at the lowest rate of compensation provided for in the higher Level 11 salary
range which exceeds by not less than five percent (5%) the rate of compensation received by
said employee at the time of assignment to Level 11.
While occupying a position assigned to a class series classification, an employee shall serve
only one probation period.
E. Longevity Achievement on Merit
Employees to whom this Section applies who are eligible to receive longevity pay shall receive
longevity pay based upon an overall rating of "standard" or higher as determined by the
employee's performance evaluation. If the employee fails to qualify for longevity pay because
of failure to have attained a "standard" or higher rating, and the employee's overall
performance subsequently improves to at least a "standard" level, the longevity pay increase
shall be granted upon the issuance of a satisfactory performance report.
SECTION 6. Payroll Direct Deposit
Payroll is distributed bi-weekly (i.e., 26 times per year).
The City shall electronically deposit employees' paychecks directly into a savings or checking
account designated by the employee.
Employees shall be responsible for providing the Finance Department with the correct transit
routing and account information.
ADDITIONAL COMPENSATION
SECTION 7. Termination Pa
Upon termination of employment during a pay period, pay shall be prorated and paid for each day
worked in said pay period and the terminal salary warrant shall include accrued vacation pay to
the time of termination. Rate of pay for accrued vacation at the time of termination shall be at the
employee's base salary hour rate of pay.
SECTION & Temporary Service in a Higher Classification
An employees who is qualified to work in a higher classification or position shall receive an increase to their
salary rate, as described below, for the duration of their assignment to and service in such classification or
position under the following conditions: (1) The City requires that the employee serve for not less than
ten (10) days in the higher classification or position and that the employee be responsible for
performance of the work of such classification or position; and (2) The City Manager approves the
employee's temporary assignment to and service in such classification or position.
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
During such assignment, the employee shall be placed at the lowest step in the higher class or
position that provides for a base salary not less than five percent (5%) above the employee's base
salary.
Temporary assignments shall be limited to 960 hours per fiscal year.
For purposes of calculating the amount of time that an employee serves in a probationary status
following promotion to a higher classification or position, the City shall recognize and credit an
employee who serves in a higher classification or position during a temporary assignment with a
deduction to the time that the employee must serve in a probationary status. The City shall credit
the employee with the days served in the higher classification or position and shall make a
comparable reduction to the number of days that the employee must serve in a probationary
status following promotion to the higher classification or position. The City will not credit the
employee for any time spent on unpaid leave or extended paid leave during their temporary
assignment. For this purpose, the Parties agree that "extended paid leave" means leave that
exceeds one week.
SECTION 9. Standby Duty
Standby duty is the time that employees, who have been released from duty, are specifically
required by their supervisor to be available for return to duty when required by the City. During
standby duty, employees are not required to remain at their City workstation or any other specified
location. Standby duty employees are free to engage in personal business and activities.
The City requires that standby duty employees adhere to the following:
Be reachable by cellular phone or other device. The City may, in its discretion,
provide a cellular phone or other device to an assigned standby duty employee for
purposes of responding to requests to return to duty.
2. Be ready to respond immediately.
3. Be able to report to work within one (1) hour of notification.
4. Refrain from activities which might impair their ability to perform assigned duties.
This includes, but is not limited to, abstaining from the consumption of any alcoholic
beverage and the use of any illegal drug or incapacitating medication.
5. Respond to any call back during the assigned standby assigned standby period.
As with any City equipment, any device assigned to an employee is the
responsibility of the employee during the standby assignment. The employee is
liable for an y loss of or damage to the device which is caused by the employee's
negligence or intentional acts.
Failure of an employee to comply with the provisions of standby duty may subject the employee
to discipline, up to and including termination of employment with the City.
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
For each assigned period of standby duty employees shall be provided two (2) hours of pay per
day. Employees recalled to duty shall receive a minimum of four (4) hours of recall pay at their
regular rate of pay as provided under Article 2, Section 10.
An employee who uses sick leave or vacation leave during a standby period shall not be provided
any form of compensation for the standby period other than the compensation for the sick leave
or vacation, unless the employee's department head approves, in writing, the provision of the
normal standby period compensation.
Within 120 days of the adoption of this Agreement, the Parties shall meet to discuss standby duty
and pay.
SECTION 10. Recall Time
Employees who are required by their supervisor to return to a designated worksite other than
during the employee's regularly scheduled hours of work and at a time not contiguous with said
regularly scheduled hours of work, shall be provided a minimum of four (4) hours work time credit
at one and one half (1 '/2) times the employee's regular rate of pay.
Prescheduled overtime does not constitute recall time.
SECTION 11. Night Shift Differential Pay
Employees shall be entitled to night shift differential pay of ninety cents ($.90) per hour for each
of the hours worked during their regularly scheduled shift when a minimum of four (4) hours are
scheduled between the hours of 5:00 p.m. and 6:00 a.m.
Employees who work overtime shall not be entitled to shift differential pay for hours in which they
receive overtime pay.
SECTION 12. Uniforms, Boots and Allowances
The City shall provide for uniforms, clothing, and safety shoes and boots as follows:
A. Uniforms: The City provides uniforms to employees in the following classifications:
1. Building Inspector 1/11;
2. Custodian;
3. Equipment Mechanic 1/11;
4. Facilities Systems Mechanic;
5. Fire Prevention Specialist 1/11;
6. Maintenance Worker 1/11;
7. Meter Reader/Repairer;
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
8. Park Facilities Maintenance Technician;
9. Park Maintenance Worker 1/11;
10. Pool Technician;
11. Senior Equipment Mechanic;
12. Senior Park Maintenance Worker;
13. Street Maintenance Leadworker;
14. Tree Maintenance Worker;
15. Wastewater Maintenance Leadworker; and
16. Water Maintenance Leadworker
B. The City shall replace unserviceable uniforms by means of the replacement policies and
procedures applicable to sworn uniformed City police personnel.
The replacement of unserviceable uniforms will not count against any uniform maintenance
allowance paid to eligible employees.
C. Uniform Allowance: Employees in the Fire Prevention Specialist 1/11 classifications shall
receive a uniform allowance in the amount of $240 per year for each year of active duty
service in such classification.
In the event that the City provides such employees a uniform allowance and the employees
are considered "classic" members of PERS, the City shall report to PERS the monetary value
of the uniform allowance.
D. Rain Gear: The City shall provide rain gear for employees in the Building Inspectors 1/11
classification.
E. Safety Shoes and Boots: The City shall provide a pre-tax annual allowance for the purchase
of safety shoes or boots in the amount of $220.00 to employees in the following classifications
that the City requires to wear safety shoes or boots:
1. Building Inspector 1/11;
2. Equipment Mechanic 1/11;
3. Facilities Systems Mechanic;
4. Fire Prevention Specialist 1/11;
5. Maintenance Worker 1/11;
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
6. Meter Reader/Repairer;
7. Park Facilities Maintenance Technician;
8. Park Maintenance Worker 1/11;
9. Pool Technician;
10. Senior Equipment Mechanic;
11. Street Maintenance Leadworker
12. Street Maintenance Worker 1/11;
13. Tree Maintenance Worker;
14. Wastewater Maintenance Worker 1/11;
15. Wastewater Maintenance Leadworker;
16. Water Maintenance Worker 1/11; and
17. Water Maintenance Leadworker
The City will report to PERS the monetary value of the safety shoe or boot allowance.
E. The City shall contract with a vendor for provision of said safety shoes or boots. Covered
employees shall obtain the shoes from the contracted vendor unless the employee's
Department Head determines that the vendor does not have the safety shoes or boots
necessary for the employee to perform their job safely.
Covered employees may use their safety shoe and boot allowance to purchase safety shoes
or boots from the approved vendor.
Upon receipt of written authorization from the Department Head, an employee who is unable
to procure the necessary safety shoes or boots in order to perform their job safely may
purchase safety shoes or boots at a location of their choice, subject to the maximum $220.00
pre-tax limit City contribution.
The City shall not unreasonably deny a request for an additional safety shoe or boot
allowance if a covered employee's safety shoes or boots are damaged or worn to the point
of being unusable or unsafe. If the City denies the request for an additional safety shoe or
boot allowance is denied, City shall provide the reason for such denial in writing to the
employee.
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
SECTION 13. Educational Incentive Pay
Eligible employees shall be entitled to receive educational incentive pay as described below.
In order to qualify for educational incentive pay an employee must satisfy the following
conditions: (1) Hired before May 10, 2017; (2) Work in a job classification that does not require
a bachelor's degree or higher degree to qualify for the classification; and (3) Receive a bachelor's
degree or higher degree from an accredited college or university in one (1) of the following majors:
(a) public administration, (b) business administration, (c) engineering, or (d) other job -related
major, which had been approved by the Department Head, in writing, prior to admission of the
specific employee into that major.
Job Classifications Occupying Salary Grades 11-19: $101.37/pay period
Job Classifications Occupying Salary Grades 20-29: $129.77/pay period
Job Classifications Occupying Salary Grades 30-39: $154.25/pay period
If, during the term of this MOU, the City assigns a job classification a salary grade higher than 39,
the flat dollar per pay period amount of education incentive pay for the employee in the
classification shall be equivalent to five percent (5%) of the base salary of Step E of the salary
grade.
The City shall report educational incentive pay to PERS.
Section 14. Certification Pay
Employees in the following job classifications shall be eligible to receive certification pay for
obtaining and maintaining a certification above the level required by the City as provided for in the
relevant classification specification and approved, in writing, by the employee's Department Head:
Meter Reader/Repairer;
2. Street Maintenance Leadworker;
3. Tree Maintenance Worker;
4. Wastewater Maintenance Leadworker;
5. Wastewater Maintenance Worker II;
6. Water Maintenance Leadworker; and
7. Water Maintenance Worker II
Job Classifications Occupying Salary Grades 11-19: $101.37/pay period
Job Classifications Occupying Salary Grades 20-29: $129.77/pay period
Job Classifications Occupying Salary Grades 30-39: $154.25/pay period
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October 1, 2023 through June 30, 2027
If, during the term of this MOU, the City assigns a job classification a salary grade higher than 39,
the flat dollar per pay period amount of certification pay for the employee shall be equivalent to
five percent (5%) of the base salary of Step E of the salary grade.
SECTION 15. Longevity Pav
The City shall provide longevity pay to full-time employees hired before May 10, 2017 based on
their years of full-time service with the City as follows:
Job Classifications Occupying Salary Grades 11-19:
Completion of 5 years of service:
Completion of 10 years of service
Completion of 15 years of service
Job Classifications Occupying Salary Grades 20-29:
Completion of 5 years of service
Completion of 10 years of service
Completion of 15 years of service
Job Classifications Occupying Salary Grades 30-39:
Completion of 5 years of service
Completion of 1 0 years of service
Completion of 15 years of service
$20.28/pay period
$40.55/pay period
$69.82/pay period
$25.95/pay period
$51.90/pay period
$77.876/pay period
$30.85/pay period
$61.70/pay period
$92.55/pay period
If, during the term of this MOU, the City assigns a job classification a salary grade higher than 39,
the flat dollar per pay period amount of longevity pay for the employee shall be equivalent to one
percent (1 %) of the base salary of Step E of the salary grade for five (5) years' of service; two
percent (2%) of the base salary of Step E of the salary grade for ten (10) years' of service; and
three percent (3%) of the base salary of Step E of the salary grade for fifteen (15) years' of service.
Permanent part-time employees hired before May 10, 2017 will receive longevity pay based on
their years' service with the City, whether in a full- or part-time capacity, and their regular biweekly
schedule proportionate to a full-time schedule of 80 hours every two weeks.
The City shall report longevity pay to PERS.
SECTION 16. License Pay
A. The City shall provide license pay in the amount of $34.62 per pay period to employees in
the following job classifications for obtaining and maintaining the Class A California Driver's
License required on the City Council approved class specification:
Equipment Mechanic II; and
2. Senior Equipment Mechanic
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
B. The City shall provide license pay in the amount of $23.08 per pay period to employees in
the following job classifications for obtaining and maintaining the Class B California Driver's
License required on the City Council approved class specification:
Street Maintenance Leadworker;
2. Street Maintenance Worker II;
3. Tree Maintenance Worker;
4. Wastewater Maintenance Leadworker;
5. Wastewater Maintenance Worker II;
6. Water Maintenance Leadworker; and
7. Water Maintenance Worker II
C. The City shall provide license pay in the amount of $23.08 per pay period to employees in
the following job classifications who voluntarily obtain and maintain a Class B California
Driver's License:
Park Maintenance Worker II;
2. Facilities Systems Mechanic; and
3. Equipment Mechanic I
These employees shall be subject to all Department of Transportation requirements
applicable to the possession of such license.
SECTION 17. Bilinaual Pa
An employee who demonstrates conversational and written fluency in a language other than
English that is approved by their Department Head and who is assigned duties in which such
language skills are regularly used shall be entitled to bilingual pay as described below.
In order to determine the employee's proficiency in the language, the City will utilize a
standardized, industry -accepted test (e.g., Berlitz, Inc.).
Following the employee's submission of documentation to their Department Head that they are
qualified to receive bilingual pay, the City will provide the employee such pay starting the next full
pay period after the Department Head certifies that the employee is qualified to receive such pay.
In the event that the Department Head does not certify the employee's qualification to receive
such pay in order for the employee to receive such pay the next full pay period, the City will provide
the employee retroactive pay to the first full pay period following the employee's submission of
documentation to their Department Head that they are qualified to receive such pay.
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Agreement No. 7090
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October 1, 2023 through June 30, 2027
The City will provide bilingual pay at the rate $73.40 per pay period.
WORK SCHEDULES
SECTION 18. Assignment of Work Schedules
A. Other than employees who work at the Library, who are discussed in Article 2, Section 19,
employees shall work a 9/80 work schedule, unless they have agreed to an Alternative Work
Schedule, as set forth at Article 2, Section 21.
Employees assigned to a 9/80 work schedule shall work eight (8) nine (9) hour days and one
(1) eight (8) hour day every two weeks according to their assigned shift as described below.
B. A Department Head may assign employees in their Department to one (1) of two (2)
schedules: (1) "A"; or (2) "B".
Employees assigned to the "A" and "B" schedules work a 9/80 schedule, with employees
assigned to the "A" schedule working four (4) nine (9) hour shifts Monday through Thursday
and one (1) eight (8) hour shift Friday and taking the next Friday off, and employees assigned
to the "B" schedule working four (4) nine (9) hour shifts Monday through Thursday and one
(1) eight (8) hour shift on the Friday that the employees assigned to the "A" schedule take
off, and taking off the Friday that the employees assigned to the "A" schedule work.
SECTION 19. Assignment of Work Periods and Schedules for Library Employees
A. Work Periods
In accordance with the FLSA 7(b) exemption, the City shall assign employees in the following
classifications who work at the Library to a 52-week work period:
Senior Library Assistant;
2. Library Assistant; and
3. Library Clerk 1/11
B. Guaranteed Hours
The City will guarantee employees in such classifications a minimum of 1,840 hours per year.
C. Maximum Permissible Hours
Employees working under this exemption may not work in excess of 2,240 hours in a 52-
week period.
D. Overtime
The City will pay any such employee overtime in the event that the employee works more
than twelve (12) hours per day, fifty-six (56) hours per week, or 2,080 hours per year.
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October 1, 2023 through June 30, 2027
E. Assignment of Work Schedules
The Department will assign employees in such classifications to a rotating work according to
the needs of the Department.
In the event the Library hours of operation are changed during the term of this Agreement,
the parties agree to meet and confer for purposes of reviewing the work schedule and making
the necessary modifications to ensure the operational needs of the Department are met.
Library Administration will not modify the current work schedule until at least 30 days has
elapsed from the beginning of meetings with Library employees. Once the 30 day time period
has elapsed or sooner if the parties reach an agreement regarding scheduling, the Library
Administration may modify the work schedule by providing reasonable advance notice of any
changes to employees' work schedules.
SECTION 20. Reduced Work Schedules
An employee may request to work a reduced work schedule, subject to the approval of the
employee's Department Head and the City Manager.
In no event shall the reduced work schedule be for less than thirty-six (36) hours per week and
less than nine (9) hours per day.
The following conditions apply:
Employees must submit their request in writing to the Department Head;
2. The Department Head will evaluate the request in order to determine if the reduced
work schedule would present any burden or hardship to the Department, its
operations, and the services it provides;
3. The Department Head will notify the employee whether the request is approved or
denied.
4. If approved, the Department Head may reevaluate the reduced work schedule
arrangement at any time. At a minimum, the Department Head will reevaluate the
reduced work schedule arrangement once annually in order to determine whether
to continue the arrangement.
5. Upon written notice, the reduced work schedule may be terminated by either party.
In the event that the arrangement is terminated, the party terminating the
arrangement will provide notice of at least one pay period. The employee shall then
convert to a 9/80 work schedule, consistent with the regular work schedule for
employees in the bargaining unit.
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CEA MOU
October 1, 2023 through June 30, 2027
6. Employees working a reduced workweek shall suffer no loss in benefits, to the
extent allowed, and will have their pay reduced to reflect the reduction in work
hours.
7. Reduced work hours "start" and "end" times shall be set by the Department Head
or City Manager according to the needs of the department.
SECTION 21. Alternative Work Schedules
The City will provide employees in the bargaining unit a 4/10 work schedule as an Alternative
Work Schedule, subject to the following conditions.
If an employee requests a change in their work schedule from their regular work schedule (i.e., a
9/80 work schedule) to an Alternative Work Schedule, the Department Head and employee may
mutually agree to such a change.
The Department Head or the employee may terminate the Alternative Work Schedule
arrangement without approval by the other party.
In the event of the termination of the Alternative Work Schedule, the party terminating the
Alternative Work Schedule shall provide the other party not less than two (2) weeks' notice of
such termination. The employee, whether party terminating the Alternative Work Schedule or
otherwise, shall revert back to their regular work schedule (i.e., a 9/80 work schedule) on the date
set forth in the notice of the termination of the Alternative Work Schedule.
One (1) year following the adoption of this Agreement, the Parties shall, following a request by
either Party, reopen this Section of the Agreement for the purposes of meeting and conferring on
the term and conditions of employment related to the Alternative Work Schedule described in this
Section. Either Party may request to reopen this Section by filing a written request with the other
Party between June 1, 2025 and June 30, 2025.
SECTION 22. Rest and Lunch Periods
With the exception of certain "field classifications," as defined herein, employees shall be provided
a fifteen (15) minute rest period near the mid -point of every four (4) hours of scheduled work.
"Field classifications" include job classifications in the Divisions of Parks, Streets, Water and
Wastewater. Employees in such classifications shall be provided a thirty (30) minute rest period
near the mid -point of every four (4) hours of scheduled work. For such employees the rest period
shall include the time required to secure the work site, to travel to and from any rest -break location,
and to reconvene at the work locations at the conclusion of the rest period.
Employees shall be provided either a thirty (30) or sixty (60) minute lunch break depending on the
employee's work assignment.
Such scheduling shall be in accord with pre-existing City practices and procedures.
An employee's failure to utilize a rest or lunch period does not authorize the employee to engage
in the following conduct: (1) Accumulate or "bank" unused rest time; (2) Conclude their regularly
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
scheduled work shift at a time earlier than the scheduled end of such shift; or (3) Extend a rest or
lunch period beyond the time limits prescribed by this Section.
However, where the employee's supervisor requires that the employee not take a rest or lunch period
because of the need to provide services to the City, such work shall be compensated in
accordance with this MOU, City Rules and Regulations and other applicable statutory
requirements. In such circumstances, the employee's supervisor may authorize the employee
to end their workday early so that the hours actually worked does not exceed their regular daily
work hours. In order for employees to end their workday early, they must be required to work
during a rest or lunch period and receive authorization to leave early by their supervisor.
The consumption of food at times other than during rest and lunch breaks is discouraged. This
break policy shall be implemented by all supervisory and management personnel and shall prevail
over any inconsistent City or Department policy, written or otherwise.
OVERTIME
SECTION 23. Overtime Compensation
A. With the exception of Library employees, employees in this bargaining unit shall be entitled
to overtime pay at the rate of one and one-half (1 '/2) times their regular rate of pay for all
hours worked in excess of forty (40) hours in a seven (7) day work week, as defined in
Subsection B., below.
B. For FLSA purposes, the City establishes the following workweeks for non -Library employees
in this bargaining unit as described in Article 2, Section 18: For employees who are assigned
to a 9/80 work schedule, the workweek shall begin four (4 ) hours into the eight (8)
hour shift that they are scheduled to work such that no consecutive seven
(7) day period shall exceed forty (40) hours. For employees who are assigned to a
4/10 Alternative Work Schedule, the workweek shall begin prior to the employee's first
shift of the workweek, either Monday or Tuesday, and shall end one week from that time.
C. For purposes of calculating overtime pay, the City will include holiday leave as time worked.
D. The City will not consider the following non -working time as time worked for purposes of
calculating overtime:
1. Sick leave;
2. Vacation leave; and
3. Compensatory leave.
SECTION 24. Overtime Authorization
Employees must receive supervisory approval prior to working overtime.
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October 1, 2023 through June 30, 2027
SECTION 25. Overtime Distribution
The City shall assign overtime work as equitably as possible among all qualified employees in the
same classification in the same organizational unit. However, in the assignment of overtime,
management may consider special skills necessary in order to perform the particular assignment.
To the extent practicable, the City shall assign overtime work to employees who volunteer for
such work.
SECTION 26. Compensatory Time
A. An employee may accumulate no more than eighty (80) hours of accrued compensatory time
off ("CTO").
B. Requests for the use of CTO by the employee shall be granted within a reasonable period of
time following the request and shall not be denied unless the request would unduly disrupt
the City's operational needs.
C. Employees may cash -out accrued CTO as it is accrued by notifying the payroll division of
their intent to do so. CTO will be cashed out at the employee's regular rate of pay. Payroll
will provide the employee the requested cash out as soon as practicable.
SECTION 27. Reimbursable Overtime for Inspection Events Outside Regularly Scheduled
Hours of Work
A. Definitions
"Inspection Event" means any inspection requested by a third -party consumer to
be performed outside of the Fire Department or Community Development
Department's regularly scheduled hours.
A single Inspection Event may include inspection of multiple items. An Inspection
Event with multiple inspection items at the same Worksite for the same consumer
will not constitute separate compensable events.
2. "Worksite" means a location with the same address.
B. The City shall pay an employee who voluntarily performs an Inspection Event outside of the
employee's regularly scheduled work hours pay a minimum of two (2) hours for each
Inspection Event at a rate of a one and one-half (1 '/2) the employee's regular rate of pay,
subject to the following conditions:
The employee must be employed in either: (1) the Community Development
Department; or (2) in the Fire Prevention Specialist classification;
2. The employee must receive prior written approval from their supervisor to perform
the Inspection Event. Should a consumer request additional inspection item(s)
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October 1, 2023 through June 30, 2027
while the employee is at the worksite of an approved Inspection Event,
performance of the additional inspection item(s) shall be deemed approved by the
supervisor as part of the Inspection Event;
3. The work performed by the employee must be in connection with employee's
regular job duties;
4. The work performed by the employee must occur outside of the employee's
regularly scheduled work hours;
5. The overtime wages paid by the City must be subject to reimbursement by the
third -party consumer; and
6. The work performed by the employee must be related to an inspection outside of
the employee's regularly scheduled work hours.
The City shall compensate the employee at the rate of a one and one-half (1 '/2) the
employee's regular rate of pay, regardless of whether the employee worked 40 hours in the
workweek during which the employee performed work on the Inspection Event.
C. If more than one Inspection Event is performed for separate consumers on the same day,
each such Inspection Event is compensable separately.
D. The City retains the sole and exclusive right to assign any after-hours inspection to any
qualified employee of the Planning, Building or Fire Department (whether they are part of the
bargaining unit or not) or to a private third -party consultant.
SECTION 28. Promotions
In all cases where an employee regulated by Chapters 1A3 and 1A4 is promoted to a classification
in Chapters 1A3 or 1A4 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 percent the base rate of
compensation, excluding special assignment pay, received by said employee is such given
classification at the time of such promotion, unless otherwise ordered by the City Council. All
supervisors shall be paid a base rate not less than the next higher base rate than any of their
subordinates. In the event that a supervisor is paid a base rate of pay equal to or lower than one
of their regularly assigned subordinate's base rate, the supervisor's base rate shall be advanced
to a step in their salary range which is next higher than any subordinate's base pay exclusive of
longevity pay, educational incentive pay, and special assignment pay.
SECTION 29. Promotional Examinations
For the purpose of interpreting Section 1-6-9 (B) of the El Segundo Municipal Code, entitled
"Examinations", the City agrees that a "sufficient number" shall be two (2) eligible, qualified
applicants who have indicated an interest in a particular promotion in writing to the Director of
Human Resources. Examinations may be specified by the Personnel Officer, as promotional only,
as open only, or as both open and promotional.
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October 1, 2023 through June 30, 2027
ARTICLE 3 — BENEFITS
SECTION 1. Health Insurance
A. Employees receive coverage under a Public Employees' Medical and Hospital Care Act
("PEMHCA") plan administered by the Public Employees' Retirement System ("PERS").
Employees who elect to be covered under such plan may choose between Health
Maintenance Organization ("HMO") and indemnity medical coverage plans ("PPO").
B. City Health Contribution: The City will contribute both the minimum amount required under
Government Code section 22892 and a supplemental amount under PEMCHA to cover
certain costs associated with the premiums associated with the coverage for the employee
and their eligible dependent(s)' medical costs.
The City's maximum contributions shall be as follows:
1. Effective upon adoption of this agreement by the City Council, the City will
contribute $1,750 per member per month for employee health coverage;
2. Effective January 1, 2025, the City will contribute $1,800 per member per
month for employee health coverage; and
3. Effective January 1, 2026, the City will contribute $1,850 per member per
month for employee health coverage.
An employee shall be responsible for any employee premium amount that exceeds the City
contribution amount described above. The City will deduct such amount from the employee's
paycheck through a pre-tax payroll deduction.
The City no longer provides employees who opt out of health coverage under the City plan the
option to receive cash in lieu of such coverage.
SECTION 2. Dental Insurance
The City provides fully paid dental insurance for the employee and all eligible dependents, subject
to the limitations as set forth in Article 3, Section 5.
SECTION 3. Vision Insurance
The City provides fully paid vision insurance for employees and all eligible dependents,
subject to the limitations as set forth in Article 3, Section 5.
SECTION 4. Life Insurance
Employees are provided a $50,000 basic term life insurance policy.
Employees may purchase additional coverage for themselves ($100,000 maximum) and for
family members at a group rate, subject to the applicable limitations.
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October 1, 2023 through June 30, 2027
SECTION 5. Dental, Vision and Life Insurance Contribution
The City's aggregate contribution for current dental, vision and life insurance for the term of
this agreement shall be set and fixed at $184.25 per month.
The City shall provide vision benefits for each employee and the employee's eligible
dependents.
Within the monthly contribution cap currently established for dental, vision and life insurance
coverage, the City's monthly contributions toward dental and life insurance coverage shall be
made after the City makes its contribution to provide vision benefits for an employee and their
dependents.
SECTION 6. Flexible Spending Account
Pursuant to applicable law, the City allows for employees to use pre-tax contributions to their
Flexible Spending Account ("FSA") to pay for qualifying expenditures, including but not limited to
employee paid insurance premiums, non -reimbursed medical expenses and dependent care
expenses.
Participation in the FSA program is voluntary.
SECTION 7. Retiree Health Insurance Contribution
For bargaining unit members who possess five (5) years' CalPERS service credit, the City shall
make a contribution for use towards the medical costs of the employee and their eligible
dependents equal to that amount described in Article 3, Section 1, Subsection B.
A former employee shall be responsible for any premium amount that exceeds the City's
maximum contribution. The former employee will pay the additional amount owed through their
CalPERS annuity. The City's maximum per month contribution outlined in Article 3, Section 1,
Subsection B includes the PEMHCA minimum contribution required under Government Code
section 22892. As required by Government Code section 22892(b), the City's contribution will be
an equal amount for both employees and retirees.
SECTION 8. 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.
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October 1, 2023 through June 30, 2027
Upon retirees 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.
SECTION 9. Long -Term Disability ("LTD") Insurance
The City provides employees with a fully paid long-term disability insurance policy which
allows continuance of two-thirds (2/3) of the first $9,750 of the employee's monthly salary
with a maximum monthly benefit of $6,500.
The policy applies to non -job -related injuries and illnesses.
Benefits are payable following a sixty (60) day waiting period.
The maximum benefit period mayvary depending on the employee's age at the time of the
disabling injury or illness.
SECTION 10. State Disability Insurance ("SDI") Program
The City provides employees the opportunity to access State Disability Insurance ("SDI")
through the Employment Development Department ("EDD").
All actual costs associated with participation in the SDI Program will be the responsibility of
employees.
Employees eligible for Paid Family Leave benefits under the SDI program shall be required to
take up to two (2) weeks of earned but unused vacation leave prior to the employee's initial receipt
of these benefits.
Employees may use any available family illness leave in lieu of the vacation time.
SECTION 11. Retirement
A. Employees who do not meet the definition of "new member" under the California Public
Employees' Pension Reform Act of 2013 ("PEPRA") (those members shall be referred to as
"classic members") are enrolled in either the California Public Employees' Retirement System
("CalPERS") retirement plans commonly referred to as the 2% at age 55 retirement plan
("Tier I") or the 2% at age 60 retirement plan ("Tier II") and shall be provided the benefits
described below:
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October 1, 2023 through June 30, 2027
Tier I: Employees hired before November 6, 2012 shall be eligible for the following
retirement benefits:
1. 2% at age 55 retirement formula;
2. Retirement benefits based on the employee's single highest "compensation earnable"
for one (1) year;
3. Pre- and Post -Retirement Death Benefits; and
4. Public Agency Retirement System ("PARS") Retirement Enhancement Plan, generally
described as one-half percent (0.5%) at age 55 for all employees hired on or prior to
December 31, 2012.
To be eligible, employees must be satisfy the following conditions: (1) be hired by the
City for a position within the bargaining unit before October 1, 2012; (2) be at least age
fifty-five (55) at the time of retirement; (3) have fifteen (15) years of full-time continuous
service to the City; and (4) retire from the City.
This benefit will be paid to qualified retirees in addition to any CalPERS benefits to
which they are entitled, as described above.
Employees shall pay the full eight percent (8%) of their PERSable compensation towards the
CalPERS member contribution. Until such time as the City's contract with CalPERS is
amended pursuant to the Government Code to reflect that employees are contributing the
full eight percent (8%), the City will treat one percent (1%) of the cost -share described here
as an employer contribution rather than an employee contribution.
Employee contributions shall be deducted on a pre-tax basis to the extent permitted by
federal and/or state law and regulations.
Tier II.: Employees hired between November 6, 2012 and December 31, 2012 or who were
hired thereafter but were existing CalPERS members at the time of their hiring shall be eligible
for the following retirement benefits:
1. 2% at age 60 retirement formula;
2. Retirement benefits based on the employee's single highest "compensation earnable"
for one (1) year; and
3. Pre- and Post -Retirement Death Benefits
Employees shall pay the full eight percent (8%) of their PERSable compensation towards the
CalPERS member contribution. Until such time as the City's contract with CalPERS is
amended pursuant to the Government Code to reflect that employees are contributing the
full eight percent (8%), the City will treat one percent (1%) of the cost -share described here
as an employer contribution rather than an employee contribution.
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October 1, 2023 through June 30, 2027
Employee contributions shall be deducted on a pre-tax basis to the extent permitted by
federal and/or state law and regulations.
B. Tier III: Employees hired on or after January 1, 2013 and who meet the definition of "new
member" under PEPRA are enrolled in the following retirement plan ("Tier III") and shall be
provided the benefits described below:
Tier III: Employees hired on or after January 1, 2013 shall be eligible for the following
retirement benefits:
1. 2% at age 62 retirement formula;
2. "Final compensation" based on the employee's highest average annual "pensionable
compensation" earned by the member during a period of at least thirty-six (36)
consecutive months and their retirement benefits shall be calculated based on
"pensionable compensation" rather than "compensation earnable";
3. Pre- and Post -Retirement Death Benefits.
Employees shall individually pay a Member CalPERS contribution rate of fifty percent (50%)
of the normal cost rate for the Defined Benefit Plan in which the "new member" is
enrolled, as may be adjusted by CalPERS per PEPRA.
All retirement plan benefits shall be integrated with Social Security
SECTION 12. Workers' Comaensation Provisions
The City provides employees who sustain job -related injuries or illnesses that are compensable
under California Workers' Compensation Laws three-quarters (3/4) of their regular monthly
salary for up to one (1) year less any temporary disability payments received under the California
Workers' Compensation Laws.
Such payments shall cease when the employee receives a permanent disability award or is
physically able to return to work.
These payments shall be provided without deductions for State or Federal Income Taxes, to the
extent allowable by the Internal Revenue Service.
SECTION 13. Education Reimbursement Program
The City may provide employees who complete work -related college courses with a grade of "C"
or better up to $1,750 per calendar year for the cost of tuition and books.
In order to qualify for receipt of such funds the employee must obtain either pre -authorization or
approval for reimbursement from their Department Head and Human Resources Director, or
such employees' designees.
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October 1, 2023 through June 30, 2027
Employees who participate in the reimbursement program must provide a copy of their
grade(s) for verification and execute an agreement which provides for the following:
Educational Reimbursement — "I certify that I have successfully completed the course(s),
receiving a grade of "C" or better. A copy verifying this grade is attached. I agree to refund
the City or have deducted from my final paycheck any educational reimbursement funds
received under this program if I should leave the City's employ, voluntarily or through
termination with cause, within one year after completion of the course work for which I am to
receive reimbursement. The amount of refund shall be determined in accordance with
following schedule.
Below is the reimbursement schedule for the full months worked between t h e
employee's completion of the course for which they are being reimbursed and their last
day of employment with the City and the percentage of the total reimbursement to be
refunded to the City.
Months Worked between
Date the Course was
Completed and the Final
Day at Work
Percentage to be
Refunded to the City
N
1
100
2
100
3
90
4
80
5
70
6
60
7
50
8
40
9
30
10
20
11
10
12
0
New hires to the City are ineligible to participate in this program until they pass probation.
SECTION 14. Employee Assistance Program ("EAP")
The City provides employees and immediate family members' confidential assistance, referrals,
and counseling through the EAP.
The program is designed to provide professional assistance and support to help employees
and their families resolve problems that affect or may affect their personal or professional lives.
The City shall provide the basic level of EAP service to employees at the cost incurred by the
City for participation in such program.
Basic level includes three (3) session per member per incident per year.
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
SECTION 15. El Segundo City Employees Union Insurance
The El Segundo City Employees Union -sponsored optional insurance plans shall be made
available via automatic payroll deduction. All associated insurance costs to be borne by unit
employees.
ARTICLE 4 — LEAVES AND ABSENCES
SECTION 1. Vacation Accrual
Full-time employees shall accrue vacation leave at the following rates depending on their years
of service to the City:
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
Permanent part-time employees shall receive vacation accruals at based on their years' service
with the City, whether in a full- or part-time capacity, and their regular bi-weekly schedule
proportionate to a full-time schedule of 80 hours every two weeks.
SECTION 2. Vacation Accrual Cap
Employees may accrue up to two (2) years of vacation leave at their current annual accrual
rate.
Effective three months after the adoption of this Agreement by the City Council, 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 who has accrued, but
unused, vacation in an amount that exceeds that amount will forfeit the amount of vacation in
excess of the hard cap.
SECTION 3. Vacation Use
Employees may use their accrued vacation leave after six (6) months of employment.
All vacation shall be taken at such times as are agreeable to the Department Head, or designee.
SECTION 4. Vacation Cash Out —Active Employees
A. Qualification for Vacation Cash Out: An employee who has completed one (1) year of
service qualifies for vacation cash out.
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
B. Cash Out Process in 2024: In calendar year 2024, a qualified employee may 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, While employees may elect to exercise this
option not more than twice in calendar year 2023, the cumulative amount of vacation leave
cashed out may not, in aggregate, exceed total amount of vacation leave that the employee
can accrue in a year.
C. Election Process: A qualified employee may 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, 2024 and every December 15th thereafter, a qualified employee
who elects to cash out some or all of their accrued vacation for 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 accrued vacation leave 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 accrued vacation leave 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).
D. The City shall administer the cash out twice annually, starting in December 2024 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.
E. 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 available for their use.
SECTION 5. Vacation Cash Out Upon Separation
Employees shall receive payment for one hundred percent (100%) of their accrued vacation
leave upon separation or death.
Vacation leave cash outs shall be paid at the employee's base salary hourly rate.
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
SECTION 6. Sick Leave Accrual
Full-time employees accrue sick leave at a rate of eight (8) hours per month.
Permanent part-time employees accrue sick leave at a rate of four (4) hours per month.
SECTION 7. Sick Leave Cap
Sick leave accrual is limited to six hundred (600) hours.
Current employees with more than 600 hours of accumulated sick leave will be allowed to utilize
that amount as their personal sick leave cap throughout the remainder of their service with the
City. However, such employees shall not accrue more sick leave until such time as their sick
leave balance is less than six hundred (600) hours.
For employees hired on or before the date that the City Council adopts the MOU, the City will
allow the accrual of sick leave in excess of six hundred (600) hours subject to a mandatory cash
out as described below.
SECTION 8. Sick Leave Requests and Certification
A. Requests for sick leave shall be provided in accordance with the law and not unreasonably
denied.
B. Any employee taking sick leave shall, upon their return to work, sign a statement certifying
that the sick leave was for permissible purposes (e.g., their own injury or illness or the injury
or illness of a family member as defined in Article 4, Section 10).
C. Any employee taking sick leave shall, upon their return to work, sign a statement certifying
the reasons for such sick leave. Employees who are assigned to a 9/80 schedule and who
are absent five (5) or more consecutive working days, or four (4) consecutive working days
for employees assigned to a 4/10 schedule, must submit a statement from a doctor that the
employee was under his care and is able to return to work.
D. After an employee has used seventy-two (72) hours or more of sick leave during the
employee's 12-month annual performance evaluation period, the employee's department
head may require, for each sick leave absence thereafter during the year, that the employee
provide a statement from a doctor verifying that the employee was under a doctor's care during
the absence and that the employee is now able to return to work. In accordance with Labor
Code Section 234 use of family sick leave will not be included when determining whether an
employee has exceeded the 72 hour threshold set forth above.
SECTION 9. Sick Leave Cash -out
For employees hired on or before the date on which the City Council adopts the MOU, the City
will cash out any accrued sick leave in excess of six hundred (600) hours on December 1 of each
year. The City will provide the cash out by direct deposit.
Upon separation or death, the City shall cash -out sick leave by employees as follows:
M]
Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
1. The City shall not provide any employee, regardless of the date of their hire by the
City, cash -out of accrued sick leave in the event that the City terminates such
employee for cause.
2. The City shall not provide any employee who has been employed by the City for
less than five (5) years any cash -out for sick leave.
3. For an employee who has been employed by the City for at least five (5) years and
separates from City employment for a reason other termination for cause or service
retirement or disability retirement, the City shall provide the employee a cash -out
at an amount equal to one-half (1/2) the value of such sick leave (i.e., one-half
(1/2) the employee's base salary hourly rate of pay for each hour of sick leave).
4. For an employee who has been employed by the City for at least five (5) years and
who separates as a result of a service retirement or disability retirement, the City
shall provide a cash -out at an amount equal to the full the value of such sick leave
(i.e., the employee's base salary hourly rate of pay for each hour of sick leave).
SECTION 10. Sick Leave to Provide Care for Familv Members
Employees are eligible to utilize a maximum of half their annual sick leave accrual, or forty-eight
(48) hours, 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.
SECTION 11. Holidays
The City recognizes the following holidays for City employees:
1. January 1st
2. The third (3d) Monday in January (Martin Luther King Jr. Day)
3. The third (3,d) Monday in February (President's Day)
4. The last Monday in May (Memorial Day)
5. July 41n
6. The first (1 st) Monday in September (Labor Day)
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
7. November 11 th (Veteran's Day)
8. Thanksgiving Day
9. The Friday after Thanksgiving Day
10. December 241h
11. December 251h
12. December 31 sc
Holidays will be paid based on the employee's assigned daily work schedule. For example,
employees assigned to a 9/80 schedule will have holidays paid in nine (9) hour increments unless
the holiday falls on their assigned eight -hour workday, in which case they will receive eight (8)
hours of pay for the holiday. Employees who are assigned to a 4/10 Alternative Work Schedule
will receive 10 hours of pay for holidays.
Employees with an approved Reduced Work Schedule pursuant to Article 2, Section 20 of this
MOU will have holidays paid consistent with their approved daily work schedule.
SECTION 12. Holidays Falling on Saturdays and Sundays
In the event any of the above referenced holidays fall on a Saturday, the holiday shall be
observed on the preceding Friday. In the event any of the above holidays fall on a Sunday,
the holiday shall be observed the following Monday.
SECTION 13. Holidays Fallina on an Emalovee Workdav or Reaularly Scheduled Dav Off
If a holiday is observed on an employee's otherwise regularly scheduled day off, the employee
will receive a floating holiday consisting of the number of hours based on the employees assigned
daily work schedule.
For employees who are entitled to a floating holiday because a City holiday falls on the employee's
regularly scheduled day off, the City will credit the floating holiday hours to the employee's leave
bank at the beginning of the pay period which includes the holiday.
If an employee is required to work on a recognized holiday, the City shall compensate the
employee at the rate of a one and one-half (1 '/2) the employee's regular rate of pay for such work
in addition to the straight time holiday pay described in Article 4, Section 11.
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
SECTION 14. Personal Leave Day
A. Each employee shall receive one (1) day per calendar year as a Personal Leave.
For this purpose, employees who are assigned to a 9/80 schedule shall receive nine (9)
hours. Employees who are assigned to a 4/10 Alternative Work Schedule shall receive 10
hours. Employees on other schedules will be compensated accordingly.
B. In the first full pay period following the adoption of this MOU 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.
C. The City will credit employees with the Personal Leave every January. Newly hired
bargaining unit members 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.
SECTION 15. Limited Carryover of Floating Holidays and Personal Leave
Floating Holiday and Personal Leave hours may not be carried over from one calendar year to the
next, except that Floating Holiday hours credited to an employee in November or December
may be carried over to the next calendar year, but must be used by October 31 of the following
year.
SECTION 16. Bereavement Leave
In the event of the death of an employee's "family member", as defined in Article 4, Section 10,
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 with 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.
SECTION 17. Personal Emergency Leave
Employees, upon request, shall be entitled to utilize vacation, Personal Leave Day/Floating
Holiday or accumulated compensatory time off for bona fide and substantiated personal
emergencies, (i.e., serious illness of immediate family members, and cases of extreme and
unusual hardships of an emergency nature). In certain circumstances, notification requirements
may be waived.
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
SECTION 18. Catastroohic Leave Bank
Catastrophic leave means leave for employees who are unable to work as the result of a serious
injuries or illnesses and who have exhausted all of their paid leave.
The City shall administer catastrophic leave pursuant to the City of El Segundo Catastrophic
Leave Bank Policy negotiated by the City and Union and revised in 2009. During the term of this
Agreement, should the City adopt a Catastrophic Leave Bank Policy following a meet and confer
with the Union, the City shall administer catastrophic leave consistent with that policy.
SECTION 19. Jury Duty
A. Leave of Absence
The City will provide an employee who is required to report for jury duty or serve on a jury a
leave of absence covering such service.
B. Employee Notice
Prior to reporting for jury duty, the employee must provide written notice of the expected jury
duty to their supervisor as soon as possible, but in no case later than 14 days before the
beginning of the jury duty.
C. Documentation of Jury Duty
The employee must provide documentation of their daily attendance on jury duty.
D. Paid Leave
During the first two (2) weeks of jury duty, an employee shall be entitled to receive their
regular compensation.
E. Unpaid Leave
For any portion of jury duty that extends beyond two (2) weeks, such extended jury duty
period shall be without regular pay, unless the employee elects to use pai d leave accruals
for such time.
F. Reporting to Work
While on jury duty, in the event that the employee is relieved of jury obligations for three
(3) or more consecutive hours, the employee must report to work.
Employees relieved of jury duty for three (3) or more consecutive hours may elect to use
pai d leave accruals to take such time off from work, provided the employee has requested
and received their supervisor's approval to do so.
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
ARTICLE 5—.EMPLOYER — EMPLOYEE RELATIONS
EMPLOYEE ORGANIZATION REPRESENTATIVES/ACTIVITIES
SECTION 1. Representational Rights
The City and Union and the City recognize and agree to protect the rights of all employees to join
or participate in protected Union activities or to refrain from joining or participating in protected
activities in accordance with Government Code Sections 3550 and 3511.
SECTION 2. Desianation of Union Representatives and Release Time
The Union may designate up to five (5) bargaining unit members to serve as union representatives
in personnel matters.
Upon timely request and for suitable reasons, the Human Resources Director, or their designee,
may authorize release of a designated union representative from normal duties to attend to or
assist in personnel matters involving Union members, unless such individual is needed in order
to perform urgent or emergent work for the City. In the event that the individual is unavailable to
attend to or assist in the personnel matter, another designated board member will be released for
this purpose.
The City shall not withhold authorization of release time for this purpose.
In total, the City will provide the Union up to one -hundred and fifty (150) hours of paid release time
per year to attend to or assist in personnel matters involving Union members. Such time shall not
include release time for the purpose of engaging in meet and confer with the City. In the event that
the Union exhausts the one -hundred and fifty (150) hours of paid release time to attend to or assist
in personnel matters, the City and the Union shall meet to discuss the City's provision to
designated board members of a reasonable amount of additional time to attend to such matter.
Designated board members shall report the time used to attend to personnel matters during their
regular working hours on their timecards.
SECTION 3. Designation of Regular Bargaining Team Members, Subject Matter Experts,
Non -City Representatives and Release Time
The Union may designate up to five (5) bargaining unit members to serve as regular bargaining
team members during the meet and confer process for successor MOU negotiations and other
matters related to decision and effects bargaining.
The Union may request that the City recognize additional bargaining unit members to participate
in bargaining in order to address subjects with which such employees have subject matter
expertise. The City shall not unreasonably deny the participation of such individuals in bargaining.
The City may limit the participation of such individuals to the negotiation of subjects with which
such individuals possess subject matter expertise.
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
The Union may designate a reasonable number of non -City employees to serve as
representatives of the Union and to participate in bargaining. The participation of such individuals
will not count against the five (5) bargaining team members that the Union may designate.
Upon timely request and for suitable reasons, the Human Resources Director, or their designee,
will authorize release of regular bargaining team members and subject matter experts from their
normal duties to prepare for or participate in bargaining with the City.
The City shall not withhold authorization of release time for this purpose.
During the meet and confer process, the City shall provide the regular bargaining team members
sufficient release time to prepare for and participate in negotiations with the City.
The City shall provide each bargaining unit member two (2) hours of paid release time to
participate in the vote to ratify a tentative agreement for the successor MOU to this Agreement.
The City will not provide other release time to non -bargaining team members for purposes of
engaging in matters related to bargaining, except as described in this Section.
SECTION 3. No -Strike
During the term of this MOU, their members employed by the City of El Segundo will not strike,
or engage in any work stoppage or slow down, engage in a concerted failure to report for duty, or
fail to perform their duties in whole or in part for the purposes of inducing, influencing or coercing
a change in conditions, or compensation, or the rights privileges or obligations of employment.
The Union also agrees that their members employed by the City of El Segundo will not refuse to
cross a picket line in the performance of their normal and customary duties nor attempt to
influence, either directly, or indirectly, the employees to honor an existing picket line in the
performance of their normal and customary duties as employees.
MANAGEMENT RIGHTS
SECTION 4. Manaaement Riahts
Except as limited by the specific and express terms of this MOU, the City hereby retains and
reserves unto itself all rights, powers, authority, duties and responsibilities confirmed on and
vested in it by the laws and the Constitution of the State of California and/or United States of
America.
The management and direction of the work force of the City is vested exclusively in the City and
nothing in this MOU is intended to circumscribe or modify the existing rights of the City to
engage in the following conduct:
1. Direct the work of its employees;
2. Hire, promote, demote, transfer, assign and retain employees in positions within
the City, subject to the rules and regulations of the City;
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
3. Discipline employees for proper cause;
4. Maintain the efficiency of governmental operations;
5. Relieve employees from duties because of lack of work;
6. Take action as may be necessary to carry out the City's mission and services in
emergencies; and
7. Determine the methods, means and personnel by which the operations are to be
carried out and require overtime work by City employees.
LAYOFFS
SECTION 5. Grounds for Layoff
Whenever, in the judgment of the City Council, it becomes necessary to reduce the workforce
because of a lack of funds, lack of work or reorganization, an employee may be laid off, reduced
in classification or displaced by another employee.
Such layoff, reduction or displacement shall result from action of the City Manager or their
designee. Such action shall not entitle the laid off, reduced or displaced employee to a right of
appeal.
The City Manager shall recommend to the City Council each classification to be affected by any
such change.
SECTION 6. Notice to Employees
The City shall notify the Union thirty (30) days prior to the implementation of layoffs, to provide for
adequate time to meet and confer regarding the impact.
An employee filling a full-time position shall be given fourteen (14) Calendar day's prior notice of
lay off.
Employees transferred, reduced or displaced shall be given five (5) calendar days' notice. The City
Council may approve a reduction in the notice requirements, if so recommended by the City
Manager.
SECTION 7. Layoff Procedure
A. Permanent Employees
A permanent employee in a classification affected by a reduction in force shall be laid off
based on seniority in City service; that is the employee with the least City service shall be
laid off first, followed by the employee with the second least City service, etc.
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
Seniority shall be determined by the total amount of full-time employment in any classification
in the City.
B. Other Employees
The City Manager retains the right to layoff or alter the work assignments of the following
employees at any time without notice or right of appeal:
1. Emergency employees;
2. Temporary or seasonal employees;
3. Part-time employees;
4. New employees in their initial probationary period;
5. Promotional probationary employees; and
6. Employees designated as at -will.
In the event of a layoff, a promotional probationary employee shall revert to their previously
held classification and position without loss of seniority.
SECTION 8. Tie Breaks
Provided that the seniority of two (2) employees are the same, retention points for job
performance shall be credited on the basis of the average of the overall evaluation ratings for the
last three (3) years in a classification, provided the last rating had been filed at least thirty (30)
days prior to the date of the layoff notice.
Retention points are as follows:
1. "Unsatisfactory" rating = 0 retention points
2. "Below Standard" rating = 6 retention points
3. "Standard" rating = 12 retention points
4. "Above Standard" rating = 18 retention points
5. "Outstanding" rating = 24 retention points
In the event of a tie in seniority, the employee with the lowest average of retention points shall be
laid off first. In the event that one or more of the affected employees do not have a sufficient
number of performance evaluations on file, ties shall be broken by a coin toss.
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
SECTION 9. Reduction to a Vacant Position
An employee designated for layoff as a result of the elimination of a position or classification may
be offered appointment to a vacant position in a lower classification if the employee is qualified
by education or experience for such position.
If there is more than one qualified employee to be offered such appointment(s), the offer(s) shall
be based on seniority, with the employee with the most seniority offered the position first, then the
next highest, etc.
If the employees have the same seniority, then the procedure for breaking ties set forth above
shall apply.
SECTION 10. Displacement Rights
An employee designated for layoff as a result of elimination of a position or classification may
displace (i.e., bump) an employee in a lower classification, if the employee was previously
employed in such classification and the employee who was laid off has greater seniority than the
employee in the lower classification.
Full-time employees who are represented by the Union who are laid off will be permitted to
displace (i.e., bump) non -benefited temporary and benefited and non -benefited part-time
employees under the following circumstances: (a) the temporary or part-time classification is in
the unit; and (b) the City determines that the laid off employee is qualified for the temporary or
part-time position. In such cases, the full-time employee who has been laid off will assume
temporary or part-time status.
An employee who is bumped shall be laid off in the same manner as employee whose position or
classification was eliminated.
SECTION 11. Salary Placement
An employee who is appointed to a vacant position or who displaces (i.e., bumps) an employee
in a lower classification shall be placed on the step of the salary range of the new classification
which most closely corresponds to, but in no case is higher than, the salary step of their previously
held position.
The employee accepting such appointment shall receive a new salary anniversary date on the
effective date of the appointment.
The employee shall, however, retain seniority while their name remains on reemployment list or
lists, as set forth in Article 5, Section 12.
SECTION 12. Reemployment List
The names of permanent employees who have been laid off under this Section (including
employees who have bumped down) shall be placed, in order of seniority from most to least, on
a reemployment list for their prior classification or any lower classification for which the employee
is qualified by education or experience.
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Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
Persons on such lists shall retain eligibility for appointment to such classification(s) for a period of
three (3) years from the date their names were placed on the list.
As a vacancy within such a classification becomes available, the name appearing at the top of
the list shall be offered the opportunity to fill the vacancy. The name of an individual selected from
the list to fill the vacancy who refuses the re-employment offer without good cause shall be
permanently removed from the re-employment list without right of appeal.
Laid -off employees do not earn seniority credit or benefits while on the re-employment list.
SECTION 13. Rights on Reemployment
If a person is reemployed by the City within three (3) years, the employee's seniority, accumulated
sick leave allowance and accrued vacation shall be reinstated shall be maintained or reinstated
to the extent that it has not been paid out, as the case may be.
Reemployed employees shall be placed on the same salary step previously held upon
reemployment, unless the individual is reemployed in a lower related classification in which case
the employee shall be placed on the step for the lower classification with the salary that most
closely corresponds to, but in no case is higher than, the salary step of their previously held
position.
GRIEVANCE PROCEDURE
The Union may grieve on behalf of an individual, group of employees or the Union as a whole
SECTION 14. Definition of Terms
A. Grievance - A grievance is an allegation of a violation, misinterpretation or misapplication of
a specific written departmental or agency rule or regulation or a specific provision of this
MOU. A grievance is distinct from an appeal of discipline which is covered by the Personnel
Rules and Regulations (Rule 15 and 16). Employees may obtain a copy of the City's
Personnel Rules and Regulations from the Department of Human Resources or at the
following website: https://www.elsegundo.org/government/departme ts/hunnan-
resources/personnel®rules®and-regulations-269336
B. Grievant - A grievant is an employee or group of employees adversely affected by an act of
omission of the agency.
C. Day - A day is a working day.
D. Immediate Supervisor -The first level supervisor of the grievant.
SECTION 15. Matters Excluded from the Grievance Procedure
The grievance procedure is not intended to address the following types of issues:
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Agreement No. 7090
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October 1, 2023 through June 30, 2027
Resolve complaints, requests or changes in wages, hours or working conditions.
2. Challenge the content of employee evaluations or performance reviews. However,
an employee may challenge the content of an evaluation by filing an appeal to their
Department Head. In the event that an employee is directly supervised by a
Department Head, the employee may challenge the content of the evaluation by
filing an appeal to another department heard, who has been agreed upon by the
employee and their supervisor (Department Head). In either event, the Department
Head's determination shall be final, and thus no further appeals will be permitted.
3. Challenge the merits of a reclassification, lay-off, transfer, denial of reinstatement,
or denial of a step or merit increase.
4. Reduction in pay, demotion, suspensions or a termination which are subject to the
formal appeal process outlined in Ordinance 586 and the Personnel Rules and
Regulations.
SECTION 16. Time Limits
A. Compliance and Flexibility
Steps within the Grievance Procedures will be completed within (10) ten working days. With
the written consent of both parties, the time limitation for any step may be extended or
shortened.
B. Calculation of Time Limits
Time limits for the appeal provided at each level shall begin the day following receipt of a
written decision or appeal by the parties.
C. Failure to Meet Timeliness
Failure at any level of this procedure to communicate the decision on a grievance by the City
within the specified time limits shall permit lodging an appeal at the next level of the procedure
within the time allotted had the decision been given. If the grievance is not processed by the
grievant or grievant in accordance with the time limits, the decision last made by the City
shall be deemed final.
SECTION 17. Procedure
Grievances will be processed following the procedures set forth below.
A. Level
Within ten (10) days of the date the employee reasonably knew or should have known of the
incident giving rise to the grievance, the employee should make an effort to resolve the
grievance with the employee's immediate supervisor. The supervisor shall hold discussions
and attempt to resolve the grievance within ten (10) days.
39
Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
B. Levelll
In the event such efforts do not produce a mutually satisfactory resolution, the employee or
employees aggrieved must reduce their grievance to writing and file it with the immediate
supervisor. Under no circumstances shall the formal written grievance be filed more than ten
(10) days from the date the employee knew or should have known of the incident giving rise
to the grievance.
Procedure for Filing a Grievance:
In filing a grievance, the employee should set forth the following information:
2. The specific section of the Memorandum of Understanding, departmental or
agency rules or regulations allegedly violated, misinterpreted or misapplied.
3. The specific act or omission which gave rise to the alleged violation,
misinterpretation or misapplication.
3. The date or dates on which the violation, misinterpretation or misapplication
occurred.
4. What documents, witnesses or other evidence supports the grievant's position.
5. The remedy requested.
C. Level III
If the grievance is not resolved by the immediate supervisor, the grievant may present the
grievance in writing to the department head within ten (10) days. The department head will
respond in writing within ten (10) days.
D. Level IV
If the grievance is not resolved by the department head, the grievance shall be resolved
pursuant to binding arbitration, as set forth in Article 5, Section 19, Subsection C.
SECTION 18. Grievance Conferences
Grievant(s) and City representatives, upon request, shall have the right to a conference at any
level of the grievance procedure.
SECTION 19. Binding Arbitration Agreement
A. Civil Claims
Both the City and employees covered by this Memorandum of Understanding agree that the
claims described in this Binding Arbitration Agreement, Section 9 (A) shall be submitted to
and determined exclusively by binding arbitration under the Federal Arbitration Act, in
conformity with the procedures of the California Arbitration Act ("CAA") (Cal. Code Civ. Proc.
Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
Sec 1280 et. seq, including section 1283.05 and all of the CAA's other mandatory and
permissive rights to discovery). Nothing in this Memorandum of Understanding 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 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 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 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.
1. Notwithstanding the provisions of this Section, employees covered by this Memorandum
of Understanding 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.
2. To the fullest extent permitted by law, employees covered by this Memorandum of
Understanding agree that they shall not join or consolidate claims submitted for
arbitration pursuant to this Binding Arbitration Agreement with those of any other
persons, and that no form of class, collective, or representative action shall be
maintained 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.
3. The City shall bear the costs of any arbitration conducted pursuant to this Agreement,
including the compensation of the Arbitrator, all administrative expenses, and CSR
transcripts. Except as may otherwise be required by law, the parties shall be responsible
41
Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
for their own attorneys' fees and costs incurred in presenting their case to the Arbitrator.
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
Union and the employee.
4. 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.
B. Appeal of Discipline
The Parties understand that employees covered by this Memorandum of Understanding are
entitled to disciplinary appeal procedures under the City's Personnel Merit System
Administrative Code. Under Administrative Code Section 1-6-8, employees have the right to
have the Los Angeles County Civil Service Commission hear appeals from dismissal,
demotion, and suspensions for a period of six (6) days or longer. The Parties agree that an
employee covered by this Memorandum of Understanding may opt to have these disciplinary
actions be submitted to binding and final arbitration.
The arbitration shall be held before a single arbitrator, who shall be an experienced labor
and employment law arbitrator. The parties shall select an arbitrator from a list of seven
arbitrators provided by the State Mediation and Conciliation Service. If the parties are
unable to reach an agreement in the selection of a hearing officer, each shall strike names
from the list until a final name is selected as the Arbitrator.
2. The City shall pay the costs of the arbitrator and court reporter fees and transcript, if a
court reporter is requested by the parties. The parties shall be responsible for their own
attorneys' fees and costs incurred in presenting their case to the Arbitrator.
3. Any dispute over the validity, effect, or enforceability of the provisions of this Agreement,
shall be for a court of law and not an arbitrator to decide.
4. Under this Agreement, Article 5, Section 19, Subsection B, the Arbitrator's authority will
be limited to determining: Whether the City has satisfied the seven tests of just cause;
and, if not, what is the appropriate remedy. 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 Union and the employee. The
Arbitrator may not increase the level of discipline.
5. At least ten business days before the scheduled arbitration, the parties shall exchange
the following information: (i) a list of all witnesses each party intends to call during its
case -in -chief; and (ii) copies of all documents each party intends to introduce during its
case -in -chief.
42
Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
C. Contract Interpretation Disputes
The Parties agree that any grievance filed under this Binding Arbitration Agreement of this
Memorandum of Understanding that is an allegation of a violation, misinterpretation, or
misapplication of this MOU, shall be subject to final and binding arbitration. The Union must
file a written request for final and binding arbitration within ten (10) days of receipt of the City's
response at Level III.
The arbitration shall be held before a single arbitrator, who shall be an experienced labor
and employment law arbitrator. The parties shall select an arbitrator from a list of seven
arbitrators provided by the State Mediation and Conciliation Service. If the parties are
unable to reach an agreement in the selection of a hearing officer, each shall strike names
from the list until a final name is selected as the Arbitrator.
2. The City shall pay the costs of the arbitrator and court reporter fees and transcript, if a
court reporter is requested by the parties. The parties shall be responsible for their own
attorneys' fees and costs incurred in presenting their case to the Arbitrator.
3. Any dispute over the validity, effect, or enforceability of the provisions of this Agreement,
Article 5, Section 19, Subsection C, shall be for a court of law and not an arbitrator to
decide.
4. The Arbitrator's authority will be limited to interpreting the provisions of the Memorandum
of Understanding and the Arbitrator has no authority to add to, subtract from, or modify
the Memorandum of Understanding in any way. The Arbitrator shall have the authority to
determine questions of arbitrability of contract interpretation disputes. 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 Union and the
employee.
5. At least ten business days before the scheduled arbitration, the parties shall exchange
the following information: (i) a list of all witnesses each party intends to call during its
case -in -chief; and (ii) copies of all documents each party intends to introduce during its
case -in -chief.
D. This Binding Arbitration Agreement, Article 5, Section 19, is entered into under the California
Arbitration Act and the Meyers-Milias-Brown Act and shall be interpreted and construed in
accordance with the law and procedures developed under those respective statutes.
ARTICLE 6 — OTHER PROVISIONS
SECTION 1. Part -Time Employees
Unless otherwise provided in this Agreement or required by law, benefited part-time employees
represented by this bargaining unit shall be entitled to a proportionate amount of benefits and
leaves as are provided to full-time employees based on the hours worked by the part-time
employee.
43
Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
SECTION 2. Department of Transportation Drug Testing Guidelines
Department of Transportation Drug Testing Guidelines shall apply to employees subject to such
testing requirements.
SECTION 3. Street Maintenance Worker Duties
The City may utilize employees working in the Street Maintenance Worker 1/11 job classification
for the purpose of providing concrete maintenance and installation services.
The following limitations shall apply:
1. Employees shall not be required to perform such duties for a period exceeding ten (10)
hours during each two -week pay period; and
2. Employees shall not be expected to pour more than one (1) yard of concrete each week.
SECTION 4. Personnel File
Copies of written material which may be used for disciplinary purposes shall be provided to the
employee prior to placement in their official personnel file. The employee shall have the right to
rebut any such document and have the rebuttal attached to the document prior to it becoming a
permanent part of the employee's personnel file.
SECTION 5. New Employees
The City agrees to furnish each new employee in the bargaining unit with a copy of the MOU at
the commencement of their employment.
A. Employee Information
Within 30 days of the date of hire or promotion or by the first pay period of month following
hire or promotion, the City shall provide to designated Union board members the following
information regarding newly hired or promoted employees: (1) their name; (2) hire date; (3)
job title; (4) department; (5) work location(s); (6) work telephone number; (7) home telephone
number; (8) personal cellular phone number; (9) personal email address; (10) home
address.
The City shall provide a list of such information for all employees in the bargaining unit at
least once every 120 days.
The City shall provide this information regardless of whether the newly hired or promoted
employee was previously employed by the City.
B. Requests to Refrain from the Disclosure of Employee Information
An employee may request that the City refrain from disclosing the employee's home
telephone number, personal cellular telephone number and home address.
Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
C. Orientation
Within 30 days of an employee's start date with the City or in the bargaining unit or as soon
as practicable thereafter, the City will conduct a new employee orientation, either in person
or virtually, for newly hired, promoted or demoted employees.
The City shall provide the Union written notice of new employee orientations at least 10
business days prior to the orientation, unless there is an urgent need critical to City's
operations that was not reasonably foreseeable that created the need for shorter notice.
In the event that the City provides an in -person new employee orientation within 30 days of
the start date of the new employee(s), Union representatives shall be permitted to make a
presentation of up to 30 minutes, and present written materials written materials to new
employees who attend.
In the event that the City does not provide an in -person new employee orientation within 30
days of the start date of the employee(s), the City shall work with the Union to schedule a
time for the Union to make an in -person on -site presentation to the new employees. The City
shall provide the Union an appropriate on -site meeting space within seven (7) days of
receiving a request from the Union for such meeting space for this purpose.
At such on -site meetings, Union representatives shall be permitted to make a presentation
of up to 30 minutes, and present written materials written materials to new employees who
attend.
During the scheduled on -site meeting, the City will relieve the new employee(s) of their job
duties, unless doing so would adversely affect the City's operations. In the event that the City
determines that an employee cannot be released because their release would adversely
affect City operations, the City will inform the employee of the next scheduled Union
presentation or meeting with new employees, so that the employee shall have the opportunity
to attend that presentation or meeting.
For employees who are not on duty during the scheduled on -site meeting, the City will
compensate the employee as if they were on duty if they attend the meeting.
New employees shall have the opportunity to attend the Union presentation or meeting,
whether provided as part of the City's new employee orientation or otherwise. The City will
not require that new employees attend the Union presentation or meeting, if they elect not to
attend.
45
Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
SECTION 6. Union Dues Deductions
The City shall deduct dues on a regular payroll basis from the pay of Union members.
Such deductions shall be authorized in writing on a form approved and provided by the Union
for this purpose.
The membership forms shall be retained by the Union. The City shall rely on a certification from
the Union for the authorization, modification, or cancellation of any dues deductions. The City
shall remit such funds to the Union within 30 days following their deduction.
The City shall rely on a certification from the Union requesting a deduction or reduction that
they have and will maintain an authorization, signed by the individual from whose salary or
wages the deduction or reduction is to be made. The Union shall not be required to provide a
copy of an individual authorization to the City unless a dispute arises about the existence or
terms of the authorization. The Union shall indemnify the City for any claims made by the
employee for deductions made in reliance on that certification.
The City shall direct all employee requests to cancel or change deductions to the Union. The
City shall rely on information provided by the Union regarding whether deductions for Union
membership were properly canceled or changed, and the Union shall indemnify the City for any
claims made by the employee for deductions made in reliance on that information. Deductions
may be revoked only pursuant to the terms of the employee's written authorization, Union
Bylaws and this Agreement.
The City shall deter or discourage employees or applicants for employment from becoming or
remaining members of the Union, or from authorizing representation by the Union or from
authorizing dues or fee deductions to the Union.
SECTION 7. Complete Agreement
This MOU contains all of the covenants, stipulations and provisions agreed upon by the City and
the Union (hereinafter referred to as the "Parties") relating to employee wages, hours and other
terms and conditions of employment.
Therefore, for the life of this agreement, neither party shall be compelled to meet and confer with
the other concerning any mandatory subject of bargaining that is covered by this Agreement.
Except as set forth above, nothing herein shall be construed as a waiver of the Parties' rights to
negotiate matters within the scope of bargaining.
SECTION 8. Savings Clause
If any provision or the application of any provision of this MOU as implemented should be
rendered or declared invalid by a final court action or decree or preemptive legislation, the
remaining sections of this MOU shall remain in full force and effect for the duration of said MOU.
M.
Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
SECTION 9. Implementation of Aareement
This MOU shall be jointly presented to the El Segundo City Council for implementation along with
all the ordinances, resolutions and such other additional actions as may be necessary to
implement the provisions of this MOU. If the City Council fails to adopt the necessary ordinances
and resolutions to implement the provisions of this MOU, the parties agree to meet and confer.
SECTION 10. Reopener
The parties agree that during the term of this Agreement, they shall reopen negotiations to discuss
the following subjects:
1. Any amendments to the Personnel Merit System, Personnel Rules and Regulations or
modification of Municipal Code that are within the scope of representation
2. Changes to employee work schedules as a result of changes to the hours of operation at
the Library.
3. Changes necessary to comply with any Federal, State or local law concerning non-
discrimination.
4. As provided in Section 21 and pursuant to a request for reopener as described in that
Section, changes to the Alternative Work Schedule.
5. The assignment of work periods and schedules for Library employees as provided in
Article 2, Section 19.
6. Within 120 days of the adoption of this Agreement, the Parties shall meet to discuss
standby duty and pay.
M
Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
Vice President
-I! I � , I I 1 91, 1 -, I �1'1 719-77177737"� 7777
Lennis Gomez
Secreta,ry[F easurer
"e ell
Gilbert Rivera
Sergeant -at -Arms
/B'tb Ad
am
Chief Negotiator, AFSCME
Date
For the City:
Darrell arrell George
City Manager
Rebecca RedyV
Director of Human Resources
Alexander Volberding
Liebert Cassidy Whitmore
Chief Negotiator
Date
Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
APPENDIX A - BARGAINING UNIT CLASSIFICATIONS
CITY MANAGER
Media Specialist
Computer Graphics Designer
Senior Network Assistant
CLERICAL AND SECRETARIAL
Senior Administrative Specialist
Administrative Specialist
Administrative Technical Specialist (Public Works)
Office Specialist II
Office Specialist I
Records Technician
BUILDING SAFETY
Senior Building Inspector
Building Inspector II
Building Inspector I
License/Permit Specialist II
License/Permit Specialist I
Office Specialist II
Code Compliance Inspector (Full- and Part -Time)
ENGINEERING
Civil Engineering Assistant
Engineering Technician
Public Works Inspector
EQUIPMENT AND BUILDING MAINTENANCE CLASSIFICATIONS
Custodian
Equipment Mechanic II
Equipment Mechanic I
Equipment Service Worker
Facilities Systems Mechanic
Senior Equipment Mechanic
PLANNING CLASSIFICATIONS
Assistant Planner
Planning Technician
Office Specialist 11
Agreement No. 7090
CEA MOU
October 1, 2023 through June 30, 2027
STREET MAINTENANCE CLASSIFICATIONS
Street Maintenance Leadworker
Street Maintenance Worker II
Street Maintenance Worker I
WATER/WASTEWATER CLASSIFICATIONS
Water Maintenance Leadworker
Meter Reader/Repairer
Water Maintenance Worker II
Water Maintenance Worker I
Wastewater Maintenance Leadworker
Wastewater Maintenance Worker II
Wastewater Maintenance Worker I
FINANCE CLASSIFICATIONS
Accounting Technician
Accounts Specialist II
Accounts Specialist I
Revenue Inspector
License/Permit Specialist II
License/Permit Specialist I
Office Specialist II
Office Specialist I
FIRE CLASSIFICATIONS
Fire Prevention Specialist
LIBRARY SERVICES CLASSIFICATIONS
Senior Library Assistant
Library Assistant
Library Clerk II
Library Clerk I
RECREATION AND PARKS CLASSIFICATIONS
Recreation Coordinator
Park Facilities Maintenance Technician
Tree Maintenance Worker
Park Maintenance Worker II
Park Maintenance Worker I
Pool Maintenance Technician
Senior Park Maintenance Worker
CITYWIDE PUBLIC PAY SCHEDULE Agreement No. 7090
EFFECTIVE JULY 2024 - 3%
ECEA
City of El Segundo City Employees Association Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP
BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
6/29/2024
9/3/2024
Accounting Technician
ESCEA
22
Hourly
28.08
4867.58
58411.01
29.49
5110.95
61331.43
30.96
5366.51
64398.07
32.51
5634.83
67617.98
34.13
5916.58
70998.93
6/29/2024
9/3/2024
Accounts Specialist I
ESCEA
12
Hourly
21.94
3802.52
45630.28
23.03
3992.65
47911.81
24.19
4192.29
50307.42
25.40
4401.90
52822.81
26.67
4622.00
55464.02
6/29/2024
9/3/2024
Accounts Specialist 11
ESCEA
18
Hourly
25.44
4409.80
52917.61
26.71
4630.29
55563.51
28.05
4861.80
58341.55
29.45
5104.89
61258.63
30.92
5360.12
64321.44
6/29/2024
9/3/2024
Administrative Specialist
ESCEA
21
Hourly
27.40
4748.86
56986.27
28.77
4986.30
59835.63
30.21
5235.61
62827.36
31.72
5497.39
65968.66
33.30
5772.26
69267.17
6/29/2024
9/3/2024
Administrative Technical Specialist
ESCEA
29
Hourly
33.38
5786.03
69432.30
35.05
6075.33
72903.98
36.80
6379.10
76549.19
38.64
6698.05
80376.59
40.57
7032.95
84395.44
6/29/2024
9/3/2024
Assistant Planner
ESCEA
33
Hourly
36.85
6386.69
76640.28
38.69
6706.02
80472.25
40.62
7041.33
84495.93
42.65
7393.39
88720.70
44.79
7763.06
93156.70
6/29/2024
9/3/2024
Building Inspector I
ESCEA
32
Hourly
35.95
6230.91
74770.95
37.74
6542.46
78509.48
39.63
6869.57
82434.90
41.61
7213.06
86556.71
43.69
7573.71
90884.56
6/29/2024
9/3/2024
Building Inspector 11
ESCEA
36
Hourly
39.68
6877.76
82533.16
41.66
7221.65
86659.79
43.75
7582.73
90992.71
45.93
7961.87
95542.43
48.23
8359.96
100319.57
6/29/2024
9/3/2024
Civil Engineering Assistant
ESCEA
34
Hourly
37.77
6546.37
78556.45
39.66
6873.68
82484.21
41.64
7217.37
86608.50
43.72
7578.24
90938.82
45.91
7957.14
95485.70
6/29/2024
9/3/2024
Code Compliance Inspector
ESCEA
36
Hourly
39.68
6877.76
82533.16
41.66
7221.65
86659.79
43.75
7582.73
90992.71
45.93
7961.87
95542.43
48.23
8359.96
100319.57
6/29/2024
9/3/2024
Media Specialist
ESCEA
32
Hourly
35.95
6230.91
74770.95
37.74
6542.46
78509.48
39.63
6869.57
82434.90
41.61
7213.06
86556.71
43.69
7573.71
90884.56
6/29/2024
9/3/2024
Computer Graphics Designer
ESCEA
34
Hourly
37.77
6546.37
78556.45
39.66
6873.68
82484.21
41.64
7217.37
86608.50
43.72
7578.24
90938.82
45.91
7957.14
95485.70
CITYWIDE PUBLIC PAY SCHEDULE Agreement No. 7090
EFFECTIVE JULY 2024 - 3%
ECEA
City of El Segundo City Employees Association Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP
BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
6/29/2024
9/3/2024
Cultural Arts Coordinator
ESCEA
35S
Hourly
39.20
6795.41
81544.98
41.16
7135.19
85622.23
43.22
7491.94
89903.34
45.38
7866.54
94398.50
47.65
8259.87
99118.42
6/29/2024
9/3/2024
Custodian
ESCEA
11
Hourly
21.40
3709.78
44517.38
22.47
3895.27
46743.30
23.60
4090.05
49080.57
24.78
4294.54
51534.53
26.02
4509.27
54111.21
6/29/2024
9/3/2024
Economic Development Coordinator
ESCEA
33
Hourly
36.85
6386.69
76640.28
38.69
6706.02
80472.25
40.62
7041.33
84495.93
42.65
7393.39
88720.70
44.79
7763.06
93156.70
6/29/2024
9/3/2024
Engineering Technician
ESCEA
30
Hourly
34.22
5930.68
71168.14
35.93
6227.22
74726.58
37.72
6538.58
78463.01
39.61
6865.51
82386.07
41.59
7208.78
86505.42
6/29/2024
9/3/2024
Equipment Mechanic I
ESCEA
22
Hourly
28.08
4867.58
58411.01
29.49
5110.95
61331.43
30.96
5366.51
64398.07
32.51
5634.83
67617.98
34.13
5916.58
70998.93
6/29/2024
9/3/2024
Equipment Mechanic 11
ESCEA
27
Hourly
31.77
5507.23
66086.82
33.36
5782.60
69391.14
35.03
6071.72
72860.59
36.78
6375.30
76503.58
38.62
6694.06
80328.75
6/29/2024
9/3/2024
Facilities Systems Mechanic
ESCEA
32
Hourly
35.95
6230.91
74770.95
37.74
6542.46
78509.48
39.63
6869.57
82434.90
41.61
7213.06
86556.71
43.69
7573.71
90884.56
6/29/2024
9/3/2024
Senior Equipment Mechanic
ESCEA
30
Hourly
34.22
5930.68
71168.14
35.93
6227.22
74726.58
37.72
6538.58
78463.01
39.61
6865.51
82386.07
41.59
7208.78
86505.42
6/29/2024
9/3/2024
Fire Prevention Specialist I
ESCEA
34
Hourly
37.77
6546.37
78556.45
39.66
6873.68
82484.21
41.64
7217.37
86608.50
43.72
7578.24
90938.82
45.91
7957.14
95485.70
6/29/2024
9/3/2024
Fire Prevention Specialist 11
ESCEA
37
Hourly
41.64
7218.09
86617.14
43.72
7579.00
90947.99
45.91
7957.95
95495.39
48.21
8355.85
100270.16
50.62
8773.63
105283.59
6/29/2024
9/3/2024
Library Assistant
ESCEA
20
Hourly
26.73
4633.03
55596.39
28.07
4864.69
58376.28
29.47
5107.92
61295.09
30.94
5363.31
64359.76
32.49
5631.48
67577.81
6/29/2024
9/3/2024
Library Clerk I
ESCEA
7
Hourly
19.39
3360.87
40330.43
20.36
3528.92
42347.09
21.38
3705.36
44464.36
22.45
3890.64
46687.68
23.57
4085.18
49022.11
CITYWIDE PUBLIC PAY SCHEDULE Agreement No. 7090
EFFECTIVE JULY 2024 - 3%
ECEA
City of El Segundo City Employees Association Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP
BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
6/29/2024
9/3/2024
Library Clerk II
ESCEA
11
Hourly
21.40
3709.78
44517.38
22.47
3895.27
46743.30
23.60
4090.05
49080.57
24.78
4294.54
51534.53
26.02
4509.27
54111.21
6/29/2024
9/3/2024
License/Permit Specialist I
ESCEA
17
Hourly
24.82
4302.22
51626.61
26.06
4517.33
54207.99
27.36
4743.20
56918.42
28.73
4980.36
59764.31
30.17
5229.38
62752.59
6/29/2024
9/3/2024
License/Permit Specialist 11
ESCEA
22
Hourly
28.08
4867.58
58411.01
29.49
5110.95
61331.43
30.96
5366.51
64398.07
32.51
5634.83
67617.98
34.13
5916.58
70998.93
6/29/2024
9/3/2024
Park Facilities Maintenance Technician
ESCEA
29
Hourly
33.38
5786.03
69432.30
35.05
6075.33
72903.98
36.80
6379.10
76549.19
38.64
6698.05
80376.59
40.57
7032.95
84395.44
6/29/2024
9/3/2024
Meter Reader/Repairer
ESCEA
26
Hourly
31.00
5372.89
64474.70
32.55
5641.54
67698.44
34.17
5923.62
71083.47
35.88
6219.81
74637.71
37.68
6530.80
78369.57
6/29/2024
9/3/2024
Network Assistant
ESCEA
22
Hourly
28.08
4867.58
58411.01
29.49
5110.95
61331.43
30.96
5366.51
64398.07
32.51
5634.83
67617.98
34.13
5916.58
70998.93
6/29/2024
9/3/2024
Office Specialist I
ESCEA
11
Hourly
21.40
3709.78
44517.38
22.47
3895.27
46743.30
23.60
4090.05
49080.57
24.78
4294.54
51534.53
26.02
4509.27
54111.21
6/29/2024
9/3/2024
Office Specialist 11
ESCEA
17
Hourly
24.82
4302.22
51626.61
26.06
4517.33
54207.99
27.36
4743.20
56918.42
28.73
4980.36
59764.31
30.17
5229.38
62752.59
6/29/2024
9/3/2024
Park Maintenance Worker I
ESCEA
15
Hourly
23.62
4094.92
49139.03
24.81
4299.66
51595.95
26.05
4514.64
54175.73
27.35
4740.38
56884.55
28.72
4977.39
59728.71
6/29/2024
9/3/2024
Park Maintenance Worker 11
ESCEA
19
Hourly
26.08
4520.03
54240.38
27.38
4746.03
56952.41
28.75
4983.34
59800.03
30.19
5232.50
62790.04
31.70
5494.13
65929.60
6/29/2024
9/3/2024
Planning Technician
ESCEA
23
Hourly
28.78
4989.28
59871.35
30.22
5238.73
62864.81
31.73
5500.67
66008.09
33.32
5775.70
69308.45
34.99
6064.50
72773.95
6/29/2024
9/3/2024
Pool Maintenance Technician
ESCEA
25
Hourly
30.24
5241.86
62902.26
31.75
5503.95
66047.39
33.34
5779.14
69349.74
35.01
6068.10
72817.21
36.76
6371.51
76458.09
CITYWIDE PUBLIC PAY SCHEDULE Agreement No. 7090
EFFECTIVE JULY 2024 - 3%
ECEA
City of El Segundo City Employees Association Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP
BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
6/29/2024
9/3/2024
Public Works Inspector
ESCEA
22
Hourly
28.08
4867.58
58411.01
29.49
5110.95
61331.43
30.96
5366.51
64398.07
32.51
5634.83
67617.98
34.13
5916.58
70998.93
6/29/2024
9/3/2024
Records Technician
ESCEA
23
Hourly
28.78
4989.28
59871.35
30.22
5238.73
62864.81
31.73
5500.67
66008.09
33.32
5775.70
69308.45
34.99
6064.50
72773.95
6/29/2024
9/3/2024
Recreation Coordinator
ESCEA
25
Hourly
30.24
5241.86
62902.26
31.75
5503.95
66047.39
33.34
5779.14
69349.74
35.01
6068.10
72817.21
36.76
6371.51
76458.09
6/29/2024
9/3/2024
Revenue Inspector
ESCEA
33
Hourly
36.85
6386.69
76640.28
38.69
6706.02
80472.25
40.62
7041.33
84495.93
42.65
7393.39
88720.70
44.79
7763.06
93156.70
6/29/2024
9/3/2024
Senior Administrative Specialist
ESCEA
25
Hourly
30.24
5241.86
62902.26
31.75
5503.95
66047.39
33.34
5779.14
69349.74
35.01
6068.10
72817.21
36.76
6371.51
76458.09
6/29/2024
9/3/2024
Senior Library Assistant
ESCEA
27
Hourly
31.77
5507.23
66086.82
33.36
5782.60
69391.14
35.03
6071.72
72860.59
36.78
6375.30
76503.58
38.62
6694.06
80328.75
6/29/2024
9/3/2024
Senior Network Assistant
ESCEA
26
Hourly
31.00
5372.89
64474.70
32.55
5641.54
67698.44
34.17
5923.62
71083.47
35.88
6219.81
74637.71
37.68
6530.80
78369.57
6/29/2024
9/3/2024
Street Maintenance Leadworker
ESCEA
28
Hourly
32.57
5644.90
67738.86
34.20
5927.15
71125.74
35.90
6223.51
74682.09
37.70
6534.68
78416.17
39.59
6861.41
82336.88
6/29/2024
9/3/2024
Street Maintenance Worker I
ESCEA
15
Hourly
23.62
4094.92
49139.03
24.81
4299.66
51595.95
26.05
4514.64
54175.73
27.35
4740.38
56884.55
28.72
4977.39
59728.71
6/29/2024
9/3/2024
Street Maintenance Worker 11
ESCEA
19
Hourly
26.08
4520.03
54240.38
27.38
4746.03
56952.41
28.75
4983.34
59800.03
30.19
5232.50
62790.04
31.70
5494.13
65929.60
6/29/2024
9/3/2024
Tree Maintenance Worker
ESCEA
22
Hourly
28.08
4867.58
58411.01
29.49
5110.95
61331.43
30.96
5366.51
64398.07
32.51
5634.83
67617.98
34.13
5916.58
70998.93
6/29/2024
9/3/2024
Water/Wastewater Maintenance Leadworker
ESCEA
28
Hourly
32.57
5644.90
67738.86
34.20
5927.15
71125.74
35.90
6223.51
74682.09
37.70
6534.68
78416.17
39.59
6861.41
82336.88
CITYWIDE PUBLIC PAY SCHEDULE Agreement No. 7090
EFFECTIVE JULY 2024 - 3%
ECEA
City of El Segundo City Employees Association Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP
BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
6/29/2024
9/3/2024
Water/Wastewater Maintenance Worker I
ESCEA
18
Hourly
25.44
4409.80
52917.61
26.71
4630.29
55563.51
28.05
4861.80
58341.55
29.45
5104.89
61258.63
30.92
5360.12
64321.44
6/29/2024
9/3/2024
Water/Wastewater Maintenance Worker 11
ESCEA
22
Hourly
28.08
4867.58
58411.01
29.49
5110.95
61331.43
30.96
5366.51
64398.07
32.51
5634.83
67617.98
34.13
5916.58
70998.93
6/29/2024
9/3/2024
Code Compliance Inspector Part -Time
ESCEA
Hourly
39.68
41.66
43.75
45.93
48.23
CITYWIDE PUBLIC PAY SCHEDULE Agreement No. 7090
EFFECTIVE JULY 2025 - 3%
ECEA
City of El Segundo City Employees Association Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP
BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
6/28/2025
9/3/2024
Accounting Technician
ESCEA
22
Hourly
28.92
5013.61
60163.34
30.37
5264.28
63171.38
31.89
5527.50
66330.01
33.48
5803.88
69646.51
35.16
6094.07
73128.90
6/28/2025
9/3/2024
Accounts Specialist I
ESCEA
12
Hourly
22.60
3916.60
46999.19
23.73
4112.43
49349.16
24.91
4318.05
51816.65
26.16
4533.96
54407.49
27.47
4760.66
57127.94
6/28/2025
9/3/2024
Accounts Specialist 11
ESCEA
18
Hourly
26.20
4542.09
54505.14
27.51
4769.20
57230.42
28.89
5007.65
60091.79
30.33
5258.03
63096.39
31.85
5520.92
66251.08
6/28/2025
9/3/2024
Administrative Specialist
ESCEA
21
Hourly
28.22
4891.32
58695.86
29.63
5135.89
61630.69
31.11
5392.68
64712.18
32.67
5662.31
67947.72
34.30
5945.43
71345.19
6/28/2025
9/3/2024
Administrative Technical Specialist
ESCEA
29
Hourly
34.38
5959.61
71515.27
36.10
6257.59
75091.10
37.91
6570.47
78845.66
39.80
6898.99
82787.88
41.79
7243.94
86927.30
6/28/2025
9/3/2024
Assistant Planner
ESCEA
33
Hourly
37.95
6578.29
78939.49
39.85
6907.20
82886.42
41.84
7252.57
87030.80
43.93
7615.19
91382.32
46.13
7995.95
95951.40
6/28/2025
9/3/2024
Building Inspector I
ESCEA
32
Hourly
37.03
6417.84
77014.08
38.88
6738.73
80864.77
40.82
7075.66
84907.94
42.86
7429.45
89153.41
45.01
7800.93
93611.10
6/28/2025
9/3/2024
Building Inspector 11
ESCEA
36
Hourly
40.87
7084.10
85009.15
42.91
7438.30
89259.59
45.06
7810.21
93722.49
47.31
8200.73
98408.70
49.68
8610.76
103329.16
6/28/2025
9/3/2024
Civil Engineering Assistant
ESCEA
34
Hourly
38.90
6742.76
80913.15
40.85
7079.89
84958.74
42.89
7433.90
89206.75
45.03
7805.58
93666.99
47.28
8195.86
98350.27
6/28/2025
9/3/2024
Code Compliance Inspector
ESCEA
36
Hourly
40.87
7084.10
85009.15
42.91
7438.30
89259.59
45.06
7810.21
93722.49
47.31
8200.73
98408.70
49.68
8610.76
103329.16
6/28/2025
9/3/2024
Media Specialist
ESCEA
32
Hourly
37.03
6417.84
77014.08
38.88
6738.73
80864.77
40.82
7075.66
84907.94
42.86
7429.45
89153.41
45.01
7800.93
93611.10
6/28/2025
9/3/2024
Computer Graphics Designer
ESCEA
34
Hourly
38.90
6742.76
80913.15
40.85
7079.89
84958.74
42.89
7433.90
89206.75
45.03
7805.58
93666.99
47.28
8195.86
98350.27
CITYWIDE PUBLIC PAY SCHEDULE Agreement No. 7090
EFFECTIVE JULY 2025 - 3%
ECEA
City of El Segundo City Employees Association Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP
BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
6/28/2025
9/3/2024
Cultural Arts Coordinator
ESCEA
35S
Hourly
40.38
6999.28
83991.33
42.40
7349.24
88190.89
44.52
7716.70
92600.44
46.75
8102.54
97230.46
49.08
8507.66
102091.98
6/28/2025
9/3/2024
Custodian
ESCEA
11
Hourly
22.04
3821.08
45852.90
23.15
4012.13
48145.59
24.30
4212.75
50552.99
25.52
4423.38
53080.56
26.80
4644.55
55734.55
6/28/2025
9/3/2024
Economic Development Coordinator
ESCEA
33
Hourly
37.95
6578.29
78939.49
39.85
6907.20
82886.42
41.84
7252.57
87030.80
43.93
7615.19
91382.32
46.13
7995.95
95951.40
6/28/2025
9/3/2024
Engineering Technician
ESCEA
30
Hourly
35.24
6108.60
73303.18
37.00
6414.03
76968.38
38.85
6734.74
80816.90
40.80
7071.47
84857.66
42.84
7425.05
89100.58
6/28/2025
9/3/2024
Equipment Mechanic I
ESCEA
22
Hourly
28.92
5013.61
60163.34
30.37
5264.28
63171.38
31.89
5527.50
66330.01
33.48
5803.88
69646.51
35.16
6094.07
73128.90
6/28/2025
9/3/2024
Equipment Mechanic 11
ESCEA
27
Hourly
32.73
5672.45
68069.42
34.36
5956.07
71472.88
36.08
6253.87
75046.41
37.88
6566.56
78798.69
39.78
6894.88
82738.61
6/28/2025
9/3/2024
Facilities Systems Mechanic
ESCEA
32
Hourly
37.03
6417.84
77014.08
38.88
6738.73
80864.77
40.82
7075.66
84907.94
42.86
7429.45
89153.41
45.01
7800.93
93611.10
6/28/2025
9/3/2024
Senior Equipment Mechanic
ESCEA
30
Hourly
35.24
6108.60
73303.18
37.00
6414.03
76968.38
38.85
6734.74
80816.90
40.80
7071.47
84857.66
42.84
7425.05
89100.58
6/28/2025
9/3/2024
Fire Prevention Specialist I
ESCEA
34
Hourly
38.90
6742.76
80913.15
40.85
7079.89
84958.74
42.89
7433.90
89206.75
45.03
7805.58
93666.99
47.28
8195.86
98350.27
6/28/2025
9/3/2024
Fire Prevention Specialist 11
ESCEA
37
Hourly
42.89
7434.64
89215.65
45.04
7806.37
93676.43
47.29
8196.69
98360.26
49.65
8606.52
103278.27
52.14
9036.84
108442.10
6/28/2025
9/3/2024
Library Assistant
ESCEA
20
Hourly
27.53
4772.02
57264.28
28.91
5010.63
60127.57
30.35
5261.16
63133.95
31.87
5524.21
66290.55
33.46
5800.43
69605.14
6/28/2025
9/3/2024
Library Clerk I
ESCEA
7
Hourly
19.97
3461.70
41540.35
20.97
3634.79
43617.50
22.02
3816.52
45798.29
23.12
4007.36
48088.31
24.28
4207.73
50492.77
CITYWIDE PUBLIC PAY SCHEDULE Agreement No. 7090
EFFECTIVE JULY 2025 - 3%
ECEA
City of El Segundo City Employees Association Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP
BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
6/28/2025
9/3/2024
Library Clerk II
ESCEA
11
Hourly
22.04
3821.08
45852.90
23.15
4012.13
48145.59
24.30
4212.75
50552.99
25.52
4423.38
53080.56
26.80
4644.55
55734.55
6/28/2025
9/3/2024
License/Permit Specialist I
ESCEA
17
Hourly
25.57
4431.28
53175.41
26.84
4652.85
55834.23
28.19
4885.50
58625.97
29.59
5129.77
61557.24
31.07
5386.26
64635.16
6/28/2025
9/3/2024
License/Permit Specialist 11
ESCEA
22
Hourly
28.92
5013.61
60163.34
30.37
5264.28
63171.38
31.89
5527.50
66330.01
33.48
5803.88
69646.51
35.16
6094.07
73128.90
6/28/2025
9/3/2024
Park Facilities Maintenance Technician
ESCEA
29
Hourly
34.38
5959.61
71515.27
36.10
6257.59
75091.10
37.91
6570.47
78845.66
39.80
6898.99
82787.88
41.79
7243.94
86927.30
6/28/2025
9/3/2024
Meter Reader/Repairer
ESCEA
26
Hourly
31.93
5534.08
66408.95
33.52
5810.78
69729.39
35.20
6101.33
73215.98
36.96
6406.40
76876.85
38.81
6726.72
80720.66
6/28/2025
9/3/2024
Network Assistant
ESCEA
22
Hourly
28.92
5013.61
60163.34
30.37
5264.28
63171.38
31.89
5527.50
66330.01
33.48
5803.88
69646.51
35.16
6094.07
73128.90
6/28/2025
9/3/2024
Office Specialist I
ESCEA
11
Hourly
22.04
3821.08
45852.90
23.15
4012.13
48145.59
24.30
4212.75
50552.99
25.52
4423.38
53080.56
26.80
4644.55
55734.55
6/28/2025
9/3/2024
Office Specialist 11
ESCEA
17
Hourly
25.57
4431.28
53175.41
26.84
4652.85
55834.23
28.19
4885.50
58625.97
29.59
5129.77
61557.24
31.07
5386.26
64635.16
6/28/2025
9/3/2024
Park Maintenance Worker I
ESCEA
15
Hourly
24.33
4217.77
50613.21
25.55
4428.65
53143.83
26.83
4650.08
55801.01
28.17
4882.59
58591.09
29.58
5126.71
61520.57
6/28/2025
9/3/2024
Park Maintenance Worker 11
ESCEA
19
Hourly
26.86
4655.63
55867.59
28.20
4888.42
58660.98
29.61
5132.84
61594.03
31.09
5389.48
64673.74
32.65
5658.96
67907.49
6/28/2025
9/3/2024
Planning Technician
ESCEA
23
1 Hourly
29.65
5138.96
61667.49
31.13
5395.90
64750.76
32.69
5665.69
67988.33
34.32
5948.98
71387.71
36.04
6246.43
74957.17
6/28/2025
9/3/2024
Pool Maintenance Technician
ESCEA
25
Hourly
31.15
5399.11
64789.33
32.71
5669.07
68028.81
34.34
5952.52
71430.23
36.06
6250.14
75001.73
37.86
6562.65
78751.84
CITYWIDE PUBLIC PAY SCHEDULE Agreement No. 7090
EFFECTIVE JULY 2025 - 3%
ECEA
City of El Segundo City Employees Association Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP
BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
6/28/2025
9/3/2024
Public Works Inspector
ESCEA
22
Hourly
28.92
5013.61
60163.34
30.37
5264.28
63171.38
31.89
5527.50
66330.01
33.48
5803.88
69646.51
35.16
6094.07
73128.90
6/28/2025
9/3/2024
Records Technician
ESCEA
23
Hourly
29.65
5138.96
61667.49
31.13
5395.90
64750.76
32.69
5665.69
67988.33
34.32
5948.98
71387.71
36.04
6246.43
74957.17
6/28/2025
9/3/2024
Recreation Coordinator
ESCEA
25
Hourly
31.15
5399.11
64789.33
32.71
5669.07
68028.81
34.34
5952.52
71430.23
36.06
6250.14
75001.73
37.86
6562.65
78751.84
6/28/2025
9/3/2024
Revenue Inspector
ESCEA
33
Hourly
37.95
6578.29
78939.49
39.85
6907.20
82886.42
41.84
7252.57
87030.80
43.93
7615.19
91382.32
46.13
7995.95
95951.40
6/28/2025
9/3/2024
Senior Administrative Specialist
ESCEA
25
Hourly
31.15
5399.11
64789.33
32.71
5669.07
68028.81
34.34
5952.52
71430.23
36.06
6250.14
75001.73
37.86
6562.65
78751.84
6/28/2025
9/3/2024
Senior Library Assistant
ESCEA
27
Hourly
32.73
5672.45
68069.42
34.36
5956.07
71472.88
36.08
6253.87
75046.41
37.88
6566.56
78798.69
39.78
6894.88
82738.61
6/28/2025
9/3/2024
Senior Network Assistant
ESCEA
26
Hourly
31.93
5534.08
66408.95
33.52
5810.78
69729.39
35.20
6101.33
73215.98
36.96
6406.40
76876.85
38.81
6726.72
80720.66
6/28/2025
9/3/2024
Street Maintenance Leadworker
ESCEA
28
Hourly
33.54
5814.25
69771.02
35.22
6104.96
73259.52
36.98
6410.21
76922.55
38.83
6730.72
80768.65
40.77
7067.25
84806.99
6/28/2025
9/3/2024
Street Maintenance Worker I
ESCEA
15
Hourly
24.33
4217.77
50613.21
25.55
4428.65
53143.83
26.83
4650.08
55801.01
28.17
4882.59
58591.09
29.58
5126.71
61520.57
6/28/2025
9/3/2024
Street Maintenance Worker 11
ESCEA
19
Hourly
26.86
4655.63
55867.59
28.20
4888.42
58660.98
29.61
5132.84
61594.03
31.09
5389.48
64673.74
32.65
5658.96
67907.49
6/28/2025
9/3/2024
Tree Maintenance Worker
ESCEA
22
Hourly
28.92
5013.61
60163.34
30.37
5264.28
63171.38
31.89
5527.50
66330.01
33.48
5803.88
69646.51
35.16
6094.07
73128.90
6/28/2025
9/3/2024
Water/Wastewater Maintenance Leadworker
ESCEA
28
Hourly
33.54
5814.25
69771.02
35.22
6104.96
73259.52
36.98
6410.21
76922.55
38.83
6730.72
80768.65
40.77
7067.25
84806.99
CITYWIDE PUBLIC PAY SCHEDULE Agreement No. 7090
EFFECTIVE JULY 2025 - 3%
ECEA
City of El Segundo City Employees Association Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP
BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
6/28/2025
9/3/2024
Water/Wastewater Maintenance Worker I
ESCEA
18
Hourly
26.20
4542.09
54505.14
27.51
4769.20
57230.42
28.89
5007.65
60091.79
30.33
5258.03
63096.39
31.85
5520.92
66251.08
6/28/2025
9/3/2024
Water/Wastewater Maintenance Worker 11
ESCEA
22
Hourly
28.92
5013.61
60163.34
30.37
5264.28
63171.38
31.89
5527.50
66330.01
33.48
5803.88
69646.51
35.16
6094.07
73128.90
6/29/2024
9/3/2024
Code Compliance Inspector Part -Time
ESCEA
Hourly
40.87
42.91
45.06
47.31
49.68
CITYWIDE PUBLIC PAY SCHEDULE Agreement No. 7090
EFFECTIVE JULY 2026 - 2%
ECEA
City of El Segundo City Employees Association Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP
BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
6/27/2026
9/3/2024
Accounting Technician
ESCEA
22
Hourly
29.50
5113.88
61366.61
30.98
5369.57
64434.80
32.53
5638.05
67656.61
34.15
5919.95
71039.45
35.86
6215.96
74591.48
6/27/2026
9/3/2024
Accounts Specialist I
ESCEA
12
Hourly
23.05
3994.93
47939.17
24.20
4194.68
50336.15
25.41
4404.42
52852.98
26.68
4624.64
55495.64
28.01
4855.87
58270.50
6/27/2026
9/3/2024
Accounts Specialist 11
ESCEA
18
Hourly
26.73
4632.94
55595.24
28.06
4864.59
58375.03
29.47
5107.80
61293.63
30.94
5363.19
64358.32
32.49
5631.34
67576.10
6/27/2026
9/3/2024
Administrative Specialist
ESCEA
21
Hourly
28.78
4989.15
59869.78
30.22
5238.61
62863.31
31.73
5500.54
66006.43
33.32
5775.56
69306.67
34.99
6064.34
72772.09
6/27/2026
9/3/2024
Administrative Technical Specialist
ESCEA
29
Hourly
35.07
6078.80
72945.57
36.82
6382.74
76592.92
38.66
6701.88
80422.58
40.60
7036.97
84443.64
42.63
7388.82
88665.85
6/27/2026
9/3/2024
Assistant Planner
ESCEA
33
Hourly
38.71
6709.86
80518.28
40.65
7045.35
84544.15
42.68
7397.62
88771.42
44.81
7767.50
93209.97
47.05
8155.87
97870.43
6/27/2026
9/3/2024
Building Inspector I
ESCEA
32
Hourly
37.77
6546.20
78554.37
39.65
6873.51
82482.06
41.64
7217.18
86606.10
43.72
7578.04
90936.48
45.91
7956.94
95483.32
6/27/2026
9/3/2024
Building Inspector 11
ESCEA
36
Hourly
41.69
7225.78
86709.34
43.77
7587.06
91044.78
45.96
7966.41
95596.94
48.26
8364.74
100376.88
50.67
8782.98
105395.74
6/27/2026
9/3/2024
Civil Engineering Assistant
ESCEA
34
Hourly
39.68
6877.62
82531.41
41.66
7221.49
86657.91
43.75
7582.57
90990.89
45.93
7961.69
95540.33
48.23
8359.77
100317.27
6/27/2026
9/3/2024
Code Compliance Inspector
ESCEA
36
Hourly
41.69
7225.78
86709.34
43.77
7587.06
91044.78
45.96
7966.41
95596.94
48.26
8364.74
100376.88
50.67
8782.98
105395.74
6/27/2026
9/3/2024
Media Specialist
ESCEA
32
Hourly
37.77
6546.20
78554.37
39.65
6873.51
82482.06
41.64
7217.18
86606.10
43.72
7578.04
90936.48
45.91
7956.94
95483.32
6/27/2026
9/3/2024
Computer Graphics Designer
ESCEA
34
Hourly
39.68
6877.62
82531.41
41.66
7221.49
86657.91
43.75
7582.57
90990.89
45.93
7961.69
95540.33
48.23
8359.77
100317.27
CITYWIDE PUBLIC PAY SCHEDULE Agreement No. 7090
EFFECTIVE JULY 2026 - 2%
ECEA
City of El Segundo City Employees Association Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP
BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
6/27/2026
9/3/2024
Cultural Arts Coordinator
ESCEA
35S
Hourly
41.19
7139.26
85671.15
43.25
7496.23
89954.71
45.41
7871.04
94452.45
47.68
8264.59
99175.07
50.06
8677.82
104133.82
6/27/2026
9/3/2024
Custodian
ESCEA
11
Hourly
22.49
3897.50
46769.96
23.61
4092.38
49108.51
24.79
4297.00
51564.05
26.03
4511.85
54142.17
27.33
4737.44
56849.24
6/27/2026
9/3/2024
Economic Development Coordinator
ESCEA
33
Hourly
38.71
6709.86
80518.28
40.65
7045.35
84544.15
42.68
7397.62
88771.42
44.81
7767.50
93209.97
47.05
8155.87
97870.43
6/27/2026
9/3/2024
Engineering Technician
ESCEA
30
Hourly
35.95
6230.77
74769.25
37.74
6542.31
78507.75
39.63
6869.44
82433.24
41.61
7212.90
86554.81
43.69
7573.55
90882.59
6/27/2026
9/3/2024
Equipment Mechanic I
ESCEA
22
Hourly
29.50
5113.88
61366.61
30.98
5369.57
64434.80
32.53
5638.05
67656.61
34.15
5919.95
71039.45
35.86
6215.96
74591.48
6/27/2026
9/3/2024
Equipment Mechanic 11
ESCEA
27
Hourly
33.38
5785.90
69430.81
35.05
6075.19
72902.33
36.80
6378.94
76547.34
38.64
6697.89
80374.66
40.57
7032.78
84393.39
6/27/2026
9/3/2024
Facilities Systems Mechanic
ESCEA
32
Hourly
37.77
6546.20
78554.37
39.65
6873.51
82482.06
41.64
7217.18
86606.10
43.72
7578.04
90936.48
45.91
7956.94
95483.32
6/27/2026
9/3/2024
Senior Equipment Mechanic
ESCEA
30
Hourly
35.95
6230.77
74769.25
37.74
6542.31
78507.75
39.63
6869.44
82433.24
41.61
7212.90
86554.81
43.69
7573.55
90882.59
6/27/2026
9/3/2024
Fire Prevention Specialist I
ESCEA
34
Hourly
39.68
6877.62
82531.41
41.66
7221.49
86657.91
43.75
7582.57
90990.89
45.93
7961.69
95540.33
48.23
8359.77
100317.27
6/27/2026
9/3/2024
Fire Prevention Specialist 11
ESCEA
37
Hourly
43.75
7583.33
90999.96
45.94
7962.50
95549.96
48.23
8360.62
100327.46
50.65
8778.65
105343.83
53.18
9217.58
110610.94
6/27/2026
9/3/2024
Library Assistant
ESCEA
20
Hourly
28.08
4867.46
58409.57
29.49
5110.84
61330.12
30.96
5366.39
64396.63
32.51
5634.70
67616.36
34.13
5916.44
70997.24
6/27/2026
9/3/2024
Library Clerk I
ESCEA
7
Hourly
20.37
3530.93
42371.15
21.39
3707.49
44489.85
22.46
3892.85
46714.25
23.58
4087.51
49050.07
24.76
4291.89
51502.63
CITYWIDE PUBLIC PAY SCHEDULE Agreement No. 7090
EFFECTIVE JULY 2026 - 2%
ECEA
City of El Segundo City Employees Association Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP
BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
6/27/2026
9/3/2024
Library Clerk II
ESCEA
11
Hourly
22.49
3897.50
46769.96
23.61
4092.38
49108.51
24.79
4297.00
51564.05
26.03
4511.85
54142.17
27.33
4737.44
56849.24
6/27/2026
9/3/2024
License/Permit Specialist I
ESCEA
17
Hourly
26.08
4519.91
54238.91
27.38
4745.91
56950.92
28.75
4983.21
59798.49
30.19
5232.37
62788.38
31.70
5493.99
65927.87
6/27/2026
9/3/2024
License/Permit Specialist 11
ESCEA
22
Hourly
29.50
5113.88
61366.61
30.98
5369.57
64434.80
32.53
5638.05
67656.61
34.15
5919.95
71039.45
35.86
6215.96
74591.48
6/27/2026
9/3/2024
Park Facilities Maintenance Technician
ESCEA
29
Hourly
35.07
6078.80
72945.57
36.82
6382.74
76592.92
38.66
6701.88
80422.58
40.60
7036.97
84443.64
42.63
7388.82
88665.85
6/27/2026
9/3/2024
Meter Reader/Repairer
ESCEA
26
Hourly
32.57
5644.76
67737.12
34.19
5927.00
71123.98
35.90
6223.36
74680.30
37.70
6534.53
78414.38
39.58
6861.26
82335.07
6/27/2026
9/3/2024
Network Assistant
ESCEA
22
Hourly
29.50
5113.88
61366.61
30.98
5369.57
64434.80
32.53
5638.05
67656.61
34.15
5919.95
71039.45
35.86
6215.96
74591.48
6/27/2026
9/3/2024
Office Specialist I
ESCEA
11
Hourly
22.49
3897.50
46769.96
23.61
4092.38
49108.51
24.79
4297.00
51564.05
26.03
4511.85
54142.17
27.33
4737.44
56849.24
6/27/2026
9/3/2024
Office Specialist 11
ESCEA
17
Hourly
26.08
4519.91
54238.91
27.38
4745.91
56950.92
28.75
4983.21
59798.49
30.19
5232.37
62788.38
31.70
5493.99
65927.87
6/27/2026
9/3/2024
Park Maintenance Worker I
ESCEA
15
Hourly
24.82
4302.12
51625.47
26.06
4517.23
54206.71
27.36
4743.09
56917.03
28.73
4980.24
59762.91
30.17
5229.25
62750.98
6/27/2026
9/3/2024
Park Maintenance Worker 11
ESCEA
19
Hourly
27.40
4748.74
56984.94
28.77
4986.18
59834.20
30.20
5235.49
62825.91
31.72
5497.27
65967.21
33.30
5772.14
69265.64
6/27/2026
9/3/2024
Planning Technician
ESCEA
23
Hourly
30.24
5241.74
62900.84
31.75
5503.81
66045.77
33.34
5779.01
69348.09
35.01
6067.96
72815.46
36.76
6371.36
76456.31
6/27/2026
9/3/2024
Pool Maintenance Technician
ESCEA
25
Hourly
31.77
5507.09
66085.12
33.36
5782.45
69389.39
35.03
6071.57
72858.83
36.78
6375.15
76501.76
38.62
6693.91
80326.87
CITYWIDE PUBLIC PAY SCHEDULE Agreement No. 7090
EFFECTIVE JULY 2026 - 2%
ECEA
City of El Segundo City Employees Association Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP
BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
6/27/2026
9/3/2024
Public Works Inspector
ESCEA
22
Hourly
29.50
5113.88
61366.61
30.98
5369.57
64434.80
32.53
5638.05
67656.61
34.15
5919.95
71039.45
35.86
6215.96
74591.48
6/27/2026
9/3/2024
Records Technician
ESCEA
23
Hourly
30.24
5241.74
62900.84
31.75
5503.81
66045.77
33.34
5779.01
69348.09
35.01
6067.96
72815.46
36.76
6371.36
76456.31
6/27/2026
9/3/2024
Recreation Coordinator
ESCEA
25
Hourly
31.77
5507.09
66085.12
33.36
5782.45
69389.39
35.03
6071.57
72858.83
36.78
6375.15
76501.76
38.62
6693.91
80326.87
6/27/2026
9/3/2024
Revenue Inspector
ESCEA
33
Hourly
38.71
6709.86
80518.28
40.65
7045.35
84544.15
42.68
7397.62
88771.42
44.81
7767.50
93209.97
47.05
8155.87
97870.43
6/27/2026
9/3/2024
Senior Administrative Specialist
ESCEA
25
Hourly
31.77
5507.09
66085.12
33.36
5782.45
69389.39
35.03
6071.57
72858.83
36.78
6375.15
76501.76
38.62
6693.91
80326.87
6/27/2026
9/3/2024
Senior Library Assistant
ESCEA
27
Hourly
33.38
5785.90
69430.81
35.05
6075.19
72902.33
36.80
6378.94
76547.34
38.64
6697.89
80374.66
40.57
7032.78
84393.39
6/27/2026
9/3/2024
Senior Network Assistant
ESCEA
26
Hourly
32.57
5644.76
67737.12
34.19
5927.00
71123.98
35.90
6223.36
74680.30
37.70
6534.53
78414.38
39.58
6861.26
82335.07
6/27/2026
9/3/2024
Street Maintenance Leadworker
ESCEA
28
Hourly
34.21
5930.54
71166.44
35.93
6227.06
74724.71
37.72
6538.42
78461.00
39.61
6865.34
82384.02
41.59
7208.59
86503.13
6/27/2026
9/3/2024
Street Maintenance Worker I
ESCEA
15
Hourly
24.82
4302.12
51625.47
26.06
4517.23
54206.71
27.36
4743.09
56917.03
28.73
4980.24
59762.91
30.17
5229.25
62750.98
6/27/2026
9/3/2024
Street Maintenance Worker 11
ESCEA
19
Hourly
27.40
4748.74
56984.94
28.77
4986.18
59834.20
30.20
5235.49
62825.91
31.72
5497.27
65967.21
33.30
5772.14
69265.64
6/27/2026
9/3/2024
Tree Maintenance Worker
ESCEA
22
Hourly
29.50
5113.88
61366.61
30.98
5369.57
64434.80
32.53
5638.05
67656.61
34.15
5919.95
71039.45
35.86
6215.96
74591.48
6/27/2026
9/3/2024
Water/Wastewater Maintenance Leadworker
ESCEA
28
Hourly
34.21
5930.54
71166.44
35.93
6227.06
74724.71
37.72
6538.42
78461.00
39.61
6865.34
82384.02
41.59
7208.59
86503.13
CITYWIDE PUBLIC PAY SCHEDULE Agreement No. 7090
EFFECTIVE JULY 2026 - 2%
ECEA
City of El Segundo City Employees Association Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP
BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
6/27/2026
9/3/2024
Water/Wastewater Maintenance Worker I
ESCEA
18
Hourly
26.73
4632.94
55595.24
28.06
4864.59
58375.03
29.47
5107.80
61293.63
30.94
5363.19
64358.32
32.49
5631.34
67576.10
6/27/2026
9/3/2024
Water/Wastewater Maintenance Worker 11
ESCEA
22
Hourly
29.50
5113.88
61366.61
30.98
5369.57
64434.80
32.53
5638.05
67656.61
34.15
5919.95
71039.45
35.86
6215.96
74591.48
6/29/2024
9/3/2024
Code Compliance Inspector Part -Time
ESCEA
Hourly
41.69
43.77
45.96
48.26
50.67