2025-09-02 CC Agenda Packet - Revised Information - ITEM D12 - 25-0902-Administrative Code Chapter 1A2 Management and Confidential Series - CLEANTHE CITY OF EL SEGUNDO
ADMINISTRATIVE CODE
TITLE 1 A
SALARIES AND CONDITIONS OF EMPLOYMENT
CHAPTER 1 A2
MANAGEMENT AND CONFIDENTIAL SERIES
Revised:
November 2011
August 1, 2012
September 24, 2021
June 15, 2015
May 2016
August 15, 2023
June 18, 2024
May 6, 2025
September 2, 2025
CHAPTER 1A MANAGEMENT CONFIDENTIAL SERIES
SECTION 1A2.000- Schedule of Classes by Series...........................................................................1
SECTION 1A2.010- Basic Salary Schedule........................................................................................2
SECTION 1A2.060- Evaluation by City Manager- Department Heads..............................................3
SECTION 1A2.070 Salary Increases Based on Performance...........................................................4
SECTION 1A2.080- Overtime Pay- Exception- Fire Battalion Chiefs ................................................ 5
SECTION 1 A2.087- Salary Placement Upon Promotion.................................................................... 6
SECTION 1A2.090- Residence Requirements....................................................................................6
SECTION 1A2.100-Administrative Leave..........................................................................................7
SECTION 1A2.101- Overtime for FLSA Non-exempt Classifications..............................................7
SECTION 1A2.105- Flexible Benefit Plan...........................................................................................8
SECTION 1A2.106- Insurance Benefits- Employee Dental, Vision, and Long -Term Disability ......9
SECTION 1A2.108- Insurance Benefits- Retiree Medical- City Contribution...................................9
SECTION 1A2.109- Retiree Dental and Vision.................................................................................10
SECTION 1A2.110- Additional Employment....................................................................................11
SECTION 1 A2.115- Educational Expenses- Reimbursement..........................................................11
SECTION 1A2.115.2- Educational Incentive....................................................................................11
SECTION 1 A2.120- Deferred Compensation Plan.................................................................................12
SECTION 1A2.121- Flexible Spending Account..............................................................................12
SECTION 1A2.123- Chief Officer Certification.................................................................................12
SECTION 1A2.130- Uniform Allowance............................................................................................13
SECTION 1A2.131.1- Sick Leave Accumulated for Care of Members of Immediate Family ......... 13
SECTION 1A2.134- Sick Leave- Payment Upon Death or Service Retirement..............................14
SECTION 1A2.135- Sick Leave Accrued- Payment of on Disability Retirement or Disability
Separation from the City- Less than 5 Years of City Service.........................................................14
SECTION 1 A2.135- Payment of Sick Leave Accrual- After 20 Years of City Service ....................14
SECTION 1A2.135.2- Payment of Sick Leave Accrual- Disability Retirement- 5 or More Years of
CityService........................................................................................................................................15
CHAPTER 1A MANAGEMENT CONFIDENTIAL SERIES
SECTION 1A2.136- Sick Leave- Leave With Pay Due to Illness- Accumulation of the Same; Sick
LeaveCash Out.................................................................................................................................15
SECTION 1A2.137.1-Sick Leave Payouts........................................................................................16
SECTION 1A2.139- Holidays and Holiday Pay.................................................................................16
SECTION 1A2.139.1- Personal Leave/Floating Holiday..................................................................17
SECTION 1A2.140- Holidays and Holiday Pay- Battalion Chiefs....................................................17
SECTION 1 A2.144- Vacation Leave..................................................................................................18
SECTION 1A2.144.1- Vacation Accrual Based on Total Service Time in a CaIPERS or
ComparableAgency..........................................................................................................................18
SECTION 1A2.145-Vacation Leave Use...........................................................................................18
SECTION 1A2.146- Vacation Leave Cash Out.................................................................................19
SECTION 1 A2.147- Vacation Leave Accrual- For Temporary Industrial Disability ....................... 20
SECTION 1A2.148- Bereavement Leave- Personal Emergencies- Immediate Family Defined ....20
SECTION 1A2.149-Jury Duty...........................................................................................................20
SECTION 1A2.150- Salaries and Benefits Applicable.....................................................................21
SECTION 1A2.152- City of El Segundo Substance Abuse Policy and Drug Free Workplace
Statement........................................................................................................................................... 21
SECTION 1A2.153- CalPERS Member Contribution........................................................................21
SECTION 1 A2.154- Auto Allowance................................................................................................. 22
SECTION 1A2.155- Voluntary Binding Arbitration and Bonus Payment.......................................22
SECTION 1A2.000 SCHEDULE OF CLASSES BY SERIES.
The following is a list of City Departments, under which Management and/or Confidential
positions for each Department are listed. Salary ranges for all authorized positions shall be
determined within the ranges depicted in the "Basic Salary Schedule (1A2.010 of the
Administrative Code)."
Executive Management (At -Will)
Chief of Police
Fire Chief
Chief Financial Officer
Deputy City Manager
Director of Community Development
Director of Human Resources
Director of Public Works
Director of Recreation, Parks, and Library
Information Technology Services Director
Mid -Management
Assistant City Clerk (At -Will)
Assistant City Engineer
Aquatics Manager (At -Will)
Battalion Chief
Building Official (At -Will)
City Engineer (At -Will)
Communications Manager (At -Will)
Deputy City Clerk
Deputy City Treasurer II
Environmental Programs Manager (At -Will)
Finance Manager (At -Will)
General Services Superintendent (At -Will)
Human Resources Manager (At -Will)
Information Systems Manager (At -Will)
Librarian II
Library Services Manager
Park Maintenance Superintendent
Planning Manager (At -Will)
Recreation Manager (At -Will)
Risk Manager (At -Will)
Senior Librarian
Treasury & Customer Service Manager (At -Will)
Utilities Superintendent (At -Will)
Confidential
Accountant
Executive Assistant
Human Resources Analyst
Human Resources Technician
Management Analyst
Principal Civil Engineer
City of El Segundo Administrative Code
Chapter 1 A2- management and Confidential Series
Page 2 of 22
Senior Civil Engineer (At -Will)
Senior Executive Assistant (At -Will)
Senior Human Resources Analyst
Senior Management Analyst
Special Projects Administrator
(Council Approval) 1/88 and 1/89 (Reso. 4194) 11/00
(Reso. 5350) 06/20
(Reso. 5368) 10/22
(Reso. 5359) 09/22
(Reso. 5385) 12/22
(Reso. 5395) 2/23
(Reso. 5401) 3/23
(Reso. 5420) 6/23
(Reso 5459) 1 /24
(Reso. 5490) 5/24
Effective the pay period beginning August 12, 2023, the following respective salary schedules
are hereby allocated and assigned to the respective Executive and Management/Confidential
classifications.
Effective the pay period beginning June 29, 2024, the attached salary schedule reflects a 6.8%
salary range adjustment for the Battalion Chief classification.
Effective the pay period beginning September 6, 2025, the attached salary schedule reflects the
following equity adjustments: Senior Management Analyst - 8.18%, Planning Manager — 4.78%,
and Human Resources Manager — 8.9%.
Effective the pay period beginning September 6, 2025, the attached salary schedule reflects a
6% salary range adjustment for all Mid -Management and Confidential classifications and a 10%
salary range adjustment for Executives.
See Attachment for Executives and Mid-Management/Confidential Salary Schedules
(Reso. 4965) 12/15
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Chapter 1 A2- management and Confidential Series
Page 3 of 22
SECTION 1A2.060 EVALUATION BY CITY MANAGER— DEPARTMENT HEADS.
Employees within the Management -Confidential group (including Executive Management Series;
Management Series; and the Confidential Employee Series), hereinafter referred to as "covered
employees," shall be evaluated based upon criteria established by the City Manager.
The City Manager shall approve all performance salary adjustments. Criteria for granting salary
adjustments shall include but not be limited to:
• Present salary.
• Length of service.
• Quality and quantity of work performed.
• Increased competence in handling job responsibilities.
• Attitude and loyalty to City duties.
• Efforts toward self-improvement.
• Exceptional performance.
(Reso. 5154) 06/19
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Chapter 1 A2- management and Confidential Series
Page 4 of 22
SECTION 1A2.070 SALARY INCREASES BASED ON PERFORMANCE.
Salary increases shall be based on evaluation of an individual's performance and shall
acknowledge and reflect the level of job proficiency indicated by the employee's performance
evaluation; there shall be no automatic step progression and no longevity step increases.
Salary increases shall normally be made once each year on an employee's anniversary date.
Increases may be made at other times on the basis of Exceptional job performance or unusual
circumstances. If the employee's anniversary date or other salary increase effective date falls in
the
middle of the pay period, the effective date of the increase will be the first day of that pay period.
Annual salary adjustments shall be granted predicated on merit and the criteria in
Section 1A2.060 as follows: employees rated "Standard" are eligible for an increase up to
five percent (5%); employees rated "Above Standard" and "Exceptional" are eligible to receive
an additional 1-5% accelerated salary increase (Executives are eligible to receive up to an
additional 1-2.5%); and employees rated "Below Standard" or "Unsatisfactory" are not eligible
to receive a salary increase; however, no salary shall fall below the minimum or exceed the
maximum of the salary range assigned to the affected employee's corresponding classification
or position.
Accelerated salary advancement is intended to recognize employees whose job
performance is exemplary and consistently exceeds normal expectations for their current
step.
Prior to an employee completing one (1) year of service at their current salary, an employee
whose performance is exemplary and consistently exceeds normal expectations for their current
salary may be eligible to receive accelerated salary advancement, so long as the employee has
not yet reached the top of their salary range.
In order to be eligible for accelerated salary advancement, the employee's supervisor
or manager must recommend such advancement to the responsible Department Head. The
supervisor or manager shall submit a written report on the prescribed form to the appropriate
Department Head.
The Department Head shall submit the form to the Director of Human Resources, indicating
whether they agree with the supervisor or manager's recommendation and providing
additional comments, if necessary.
The Director of Human Resources shall submit the form to the City Manager, indicating
whether the recommendation conforms to the City-wide criteria for accelerated step
advancement.
The City Manager shall make the final decision whether to approve the employee's
accelerated salary step advancement.
An employee may not receive more than one accelerated salary step advancement within a
twelve (12) month period of time, subject to the requirements provided for in this section.
City of El Segundo Administrative Code
Chapter 1 A2- management and Confidential Series
Page 5 of 22
An accelerated salary step advancement shall not change the affected employee's
anniversary date.
The maximum accelerated increase that may be approved by the City Manager is 5% percent in
any fiscal year for Mid -Management and Confidential employees and 2.5% for Executive
Management.
Covered employees may be evaluated immediately upon adoption of this resolution and may
receive an appropriate salary increase at the discretion of the reviewing authority, subject to an
employee evaluation.
Salary increases shall be based upon performance evaluation and shall not exceed the maximum
salary range identified in 1A2.010 (table outlined in Section 1 above, as may be amended from
time to time.
All other provisions of Section 1A2.070 shall remain in effect, including annual employee evaluation
requirements.
(Reso. 1446) 11/86
(Reso.5154) 06/19
(Reso. 5432) 8/23
SECTION 1A2.080 OVERTIME PAY— EXCEPTION —FIRE BATTALION CHIEFS.
Effective October 1, 1988, Executive, Mid -Management, and Confidential Employees shall not
be paid overtime pay with the exception of Fire Battalion Chiefs assigned to Fire Suppression;
they shall be paid time and one quarter (1.25) for time worked on Platoon Duty or scheduled or
non-scheduled re -hires in excess of fifty-six (56) hours per week.
Battalion Chiefs assigned to work with other entities in response to strike team assignments
reimbursable by the California Office of Emergency Services (CalOES), shall be eligible for
overtime compensation at a rate equivalent to one and one-half (1.5) of the employee's base
hourly rate for each hour of such assignment.
For "assistance by hire" assignments on behalf of a third party where the contractual agreement
includes overtime compensation for Battalion Chiefs at a rate equivalent to one and one-half
(1.5) of the employee's base hourly rate for each hour of such assignment, the employee shall
be eligible for overtime compensation at that same rate.
(Council Approval) 11/88
(Reso. 5541) 5/25
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Chapter 1 A2- management and Confidential Series
Page 6 of 22
SECTION 1A2.087 SALARY PLACEMENT UPON PROMOTION.
In all cases where an employee is promoted to a classification regulated by this Chapter for which
a higher rate of compensation is provided, then such employee so promoted shall enter into such
higher classification at the lowest rate of compensation provided for such higher classification
which exceeds by not less than five (5%) percent the base rate of compensation, excluding
Special Assignment Pay, received by said employee in such given classification at the time of
such promotion, unless otherwise ordered by the City Council. All supervisors shall be paid a
higher base salary than any of their regularly assigned subordinates (exclusive of Educational
Incentive Pay, Special Assignment, or any other form of compensation). The supervisor's salary
shall not exceed the salary range for which her/she is eligible by length of service and
performance.
(Reso.3446) 11/86
SECTION 1A2.090 RESIDENCE REQUIREMENTS.
The Director of Public Works, Police Chief, and Fire Chief shall reside in a location which would
enable the incumbents of those positions to report to work within one (1) hour of being notified of
an emergency which requires their presence in El Segundo. Driving time shall be defined as the
time that it takes an individual to drive to El Segundo from their place of residence during normal
traffic conditions, including morning and afternoon commuter rush hour conditions prevalent in
Southern California. Current and Future occupants of these offices shall have eighteen (18)
months from the date of appointment to meet this requirement.
(Reso.3539) 6/88
(Reso.4216) 06/01
City of El Segundo Administrative Code
Chapter 1 A2- management and Confidential Series
Page 7 of 22
SECTION 1A2.100 ADMINISTRATIVE LEAVE.
Executive Management positions shall receive up to 80 hours of Administrative Leave per
calendar year upon approval of the City Manager. Exempt Mid -Management and Confidential
positions shall receive up to 56 hours of Administrative Leave per calendar year upon
recommendation of the Department Director and approval of the City Manager. Mid -Management
and Confidential positions classified as non-exempt under the Fair Labor Standards Act ("FLSA"),
shall not receive Administrative Leave hours, but will receive overtime as defined in Section
1A2.101 below. This leave has no cash value and cannot be carried over.
Effective the pay period beginning June 29, 2024, employees in the Battalion Chief classification
shall receive up to 96 hours of Administrative Leave per calendar year upon recommendation of
the Department Director and approval of the City Manager. This leave has no cash value and
cannot be carried over.
(Reso. 3229) 10/83
(Reso. 3446 11 /86)
(Reso. 4582) 12/08
(Reso.4130) 9/99
(Reso.4619) 9/09
(Reso. 5350) 06/20
(Reso. 5496) 6/24
(Reso. XXXX) 09/25
SECTION 1A2.101 OVERTIME FOR FLSA NON-EXEMPT CLASSIFICATIONS
Mid -Management and Confidential positions classified as non-exempt under the FLSA are entitled
to overtime compensation. Overtime is defined as hours worked in excess of forty (40) hours in a
seven (7) day workweek. Such hours shall be compensated at a rate of one and on -half (1.5)
times the employee's regular rate of pay. For purposes of calculating overtime, only hours actually
worked will be counted. Paid time off (including vacation, holidays, or sick leave) does not count
as hours worked when determining overtime eligibility.
The Human Resources Technician classification is classified as FLSA non-exempt and entitled to
overtime as detailed above.
(Reso. XXXX) 09/25
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Chapter 1 A2- management and Confidential Series
Page 8 of 22
SECTION 1A2.105 FLEXIBLE BENEFIT PLAN
Executive Management, Mid -Management, and Confidential: all positions listed in Section
1(A) above (and as may be amended thereafter), shall be eligible to participate in the City's
Flexible Benefit Plan, as per table below:
Effective
City
Flex Benefit
City
Date
Maximum
— City
Contribution
Health
Contribution
Monthly total:
Insurance
per month
Contribution
per month
Under
"PEMHCA"
(Per City
Resolution
filed with
CaIPERS
Upon
$932
$768
$1,700
approval and
adoption
(August 15,
2023)
January 1,
$932
$818
$1,750
2024
January 1,
$932
$868
$1,800
2025
January 1,
$932
$918
$1,850
2026
January 1,
$932
$968
$1,900
2027
Employees shall not be entitled to cash out any excess monies that are not allocated to
purchasing any of the specified benefits within the City's portfolio. The employee shall be
responsible for any and all out-of-pocket costs in excess of the City's monthly contribution.
The City Contribution Amount toward health insurance is the City's designated "PEMHCA"
contribution as set forth in the City's resolution(s) that are filed with CalPERS. Flex
Benefit amounts are not part of the City's designated "PEMHCA" contribution. Flex Dollars
may only be used towards a medical premium or deferred compensation plan. There is no
cash back from unused Flex Dollars.
(Reso. 5154) 06/19
(Reso. 5307) 04/22
(Reso. 5310) 04/22
City of El Segundo Administrative Code
Chapter 1 A2- management and Confidential Series
Page 9 of 22
SECTION 1A2.106 INSURANCE BENEFITS— EMPLOYEE DENTAL, VISION AND
LONG TERM DISABILITY (NON -JOB RELATED) CONTRIBUTION.
The City shall provide dental and vision benefits for each covered Executive, Mid -Management,
and Confidential employee and the employee's eligible dependents.
Executive, Mid -Management, and Confidential Employees shall be covered by the City under a
long term disability insurance plan.
(Reso. 4474) 7/06
(Reso. 4965) 12/15
(Reso. 4975) 04/16
(Reso. 5147) 5/19
SECTION 1A2.108 INSURANCE BENEFITS — RETIREE MEDICAL — CITY CONTRIBUTION.
Executive, Mid -Management, and Confidential employees hired before June 1, 2016, who are
hired into or subsequently appointed to a position regulated by this Chapter, shall be eligible for
a monthly retiree health contribution of up to $1,200. The monthly retiree health contribution will
consist of the "PEMHCA" amount set forth in the City's resolution filed by the City with CalPERS
supplemented by a City contribution to a healthcare reimbursement account. The amount of the
healthcare reimbursement supplement shall be no more than the amount necessary to cover the
health insurance premium cost for the employee and eligible dependent(s) for the selected
CalPERS health plan, but in no event shall the total monthly contribution ("PEMHCA" contribution
+ healthcare reimbursement account) exceed $1,200 per month.
Executive Management, Mid -Management, and Confidential employees who are hired by the
City on or after June 1, 2016, and appointed to a position regulated by this Chapter, shall only
be eligible for a retiree medical benefit up to the "PEMHCA" contribution amount set forth in the
City's resolution filed by the City with CalPERS.
Executive Management, Mid Management, and Confidential employees service retiring from
CalPERS and the City of El Segundo after a minimum of five consecutive full-time years of
service with the City of El Segundo on or after June 21, 2022, shall be eligible for a retiree medical
benefit equal to the "PEMHCA" amount set forth in the City's resolution filed by the City with
CalPERS, supplemented by a City contribution to a healthcare reimbursement account. The
amount of the healthcare reimbursement supplement shall be no more than the amount
necessary to cover the health insurance premium cost for the employee and eligible
dependent(s) for the selected CalPERS health plan, but in no event shall the total monthly
contribution (PEMHCA contribution + healthcare reimbursement account) exceed the amount
provided to active employees in the Management and Confidential Series. For 2022, this total
monthly City contribution is $1,650 per month.
The Elected City Clerk and Treasurer positions shall also be eligible for this benefit as described
in the March 15, 2016 staff report and Resolution 4973 which ties their active and retired
allowances for health to the Management Confidential Series.
City of El Segundo Administrative Code
Chapter 1 A2- management and Confidential Series
Page 10 of 22
Hire Date
Retiree Medical — City Contribution
July 1, 2007 through June 30, 2016
PEMHCA amount supplemented with a
City contribution not to exceed $1,200 per
month
July 1, 2016 and retired prior to June 21,
PEMCHA amount only
2022
Service retire concurrently from CalPERS
PEMHCA amount supplemented with a
and the City of El Segundo after a
City contribution to equal highest total
minimum of five consecutive full-time
monthly contribution as described in
years of service with the City of El
Section 1A2.107 above. For 2022, this
Segundo on or after June 21, 2022
amount shall not exceed $1,650
In order to qualify for any retiree medical benefit from the City, the employee must qualify as an
"annuitant" under PEMHCA (see Government Code section 22760(c). The retiree must have an
effective retirement date with CalPERS within 120 days of separation from City employment and
receive a retirement benefit from CaIPERS.
(Council Approval) 11/88
(Reso.4965)12/15
(Reso. 4975) 04/16
(Reso. 5350) 06/20
(Reso. 5432) 8/23
SECTION 1A2.109 RETIREE DENTAL AND VISION
Upon retirement, an employee and their spouse, registered domestic partner, and/or their eligible
dependents who are actively enrolled in the City's dental and vision insurance plans may remain
enrolled in such plans as a retiree should such plans continue to remain available to current
employees, but shall be responsible for full payment of the associated insurance premiums.
In order to be eligible to be covered by such plans, the retiring employee and their spouse,
registered domestic partner, and/or and their eligible dependents must be actively enrolled in the
plan(s) under which they are seeking continued coverage.
If, upon retirement, the employee declines continued coverage under either plan, they may not
enroll at a later time.
Upon a retiree's death, the surviving spouse, registered domestic partner and/or eligible
dependent(s) who are actively enrolled in the City's dental and vision insurance plans may remain
enrolled in such plans as surviving dependents should such plans continue to remain available
to current employees, and shall be responsible for full payment of the associated insurance
premiums.
This provision is not intended to vest either retirees or current employees once retired with any
right to remain enrolled in the City's dental and vision insurance plans. The City may decide to
change dental or vision insurance plans without regard to the impact that such a decision would
have on retirees' eligibility to enroll in such plans.
(Reso. 5432) 8/23
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Chapter 1 A2- management and Confidential Series
Page 11 of 22
SECTION 1A2. 110 ADDITIONAL EMPLOYMENT.
An Executive who is employed full time by the City shall not accept other work or actively
participate in the management of a private for profit activity outside of his or her employment with
the City of El Segundo, without first obtaining approval of the City Council, and upon showing
that such activity will not conflict with his or her discharge of duties of employment with the City.
(Reso.2620) 4/75
SECTION 1A2.115 EDUCATION EXPENSES — REIMBURSEMENT.
Executive, Mid -Management and Confidential employees shall, upon an approved application
and agreement to the provisions of this section, be reimbursed one hundred percent of the cost
of tuition and books to a maximum of $2,000 per calendar year effective January 1, 2001 for
work -related college courses; provided, however, such courses have been approved by the City
Manager. Employees terminating employment with the City voluntarily or through termination
with cause within two months from completion of coursework shall have deducted from their
final pay 100 percent of the amount reimbursed; thereafter, ten percent less than 100 percent
shall be deducted from their final pay for each full month worked up to twelve months from the
date of the completion of the course.
Participation in the program for mid -management and confidential employees is limited to those
who have successfully completed their initial probationary period.
(Council Approval) 11/88
(Reso.3995) 01/97
(Reso.4194) 11/00
SECTION 1A2.115.2 EDUCATIONAL INCENTIVE.
Effective October 1, 2008, the Police Chief shall no longer receive 5% Educational Incentive
Pay for possessing a Master's Degree from an accredited college or university.
Effective the pay period beginning June 29, 2024, the Educational Incentive will be eliminated,
and the previous Battalion Chief Educational Incentive for a Master's degree shall be applied to
base salary in the amount of $1,755.28 per month for employees in the Battalion Chief
classification.
(Reso. 4026) 7/97
(Reso. 4194) 11/00
(Reso. 4430) 7/05
(Reso. 4582)12/08
(Reso. 5496) 6/24
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Chapter 1 A2- management and Confidential Series
Page 12 of 22
SECTION 1A2.120 DEFERRED COMPENSATION PLAN.
A Deferred Compensation Plan has been established as a benefit to Executive Management,
Mid -Management, and Confidential employees, and each covered employee is eligible to
participate in the Plan. The City shall not provide an annual matching contribution or any other
contribution to the Deferred Compensation Plan.
As soon as feasible following adoption of Resolution No. 5350, the City shall establish a 401(a)
Defined Contribution Plan for Executive Management employees only to offset the 6.2% required
employee payroll tax contribution to Social Security. The City shall contribute 6.2% of base salary
per pay period, up to the annual Social Security taxable maximum. City contributions to the plan
shall be calculated on an annual basis and evenly distributed in 26 pay periods per year. For
earnings in 2023, this base is $160,200 with a $9,932 maximum City contribution. The 401(a)
Defined Contribution provision does not apply to employees in the Chief of Police and Fire Chief
positions as those are exempted from Social Security. The Elected City Clerk and Treasurer
positions shall be ineligible for this benefit.
(Reso. 2620) 4/75
(Reso. 4264) 8/02
(Reso. 4430) 7/05
(Reso. 4474) 7/06
(Reso. 4513) 7/07
(Reso. 4619) 9/09
(Reso. 4743) 10/11
(Reso. 4918) 6/15
(Reso. 5350) 6/22
SECTION 1A2.121 FLEXIBLE SPENDING ACCOUNT.
A Flexible Spending Account will be established pursuant to the terms and conditions of the
Internal Revenue Code as a benefit to employees enumerated in Section 1A2.000. Each
employee in Section 1A2.000 is eligible to participate in this plan.
(Council Approval) 11 /88
SECTION 1A2.123 CHIEF OFFICER CERTIFICATION.
Effective the pay period beginning June 29, 2024, the Chief Officer Certification pay will be
eliminated and the Tier 1 Longevity pay for a Fire Captain* with 19 years of service in the amount
of $2,199.50 per month shall be applied to base salary for employees in the Battalion Chief
classification. (*The Fire Captain position is included in the El Segundo Firefighters' Association.)
(Reso. 4430) 7/05
(Reso. 4474) 7/06
(Reso. 4582) 12/08
(Reso. 5496) 6/24
City of El Segundo Administrative Code
Chapter 1 A2- management and Confidential Series
Page 13 of 22
SECTION 1A2.130 UNIFORM ALLOWANCE.
Effective October 1, 1988, Management -Confidential employees in the Police and Fire
Department who are required to purchase and continuously maintain certain prescribed items of
uniform clothing shall be compensated for a portion of the initial and maintenance costs thereof
according to the following:
Classification /Position Per Mo. of Active Dut
Police Chief $53.00
Fire Chief $33.00
Fire Battalion Chief $40.00
(Reso. 3229) 10/83
(Reso. 3446) 11/86
(Council Approval) 11/88
SECTION 1A2.131.1 SICK LEAVE ACCUMULATED FOR CARE OF MEMBERS
OF IMMEDIATE FAMILY.
Sick leave is accrued at 8 hours per month. Employees in the Battalion Chief classification
working on a 112 hours schedule accrue 12 hours per month.
Employees are eligible to utilize a maximum of half their annual sick leave accrual, forty-eight (48)
hours or seventy-two (72) hours for Battalion Chiefs, of sick leave per calendar year in order to
provide care to a "family member" of the employee suffering from illness or injury.
For this purpose, the term "family member" means a child, parent, spouse, registered domestic
partner, grandparent, grandchild or sibling, or any other "family member" recognized by Labor
Code section 245.5. The term parent shall also include the parent of the employee's spouse or
registered domestic partner.
For this purpose, the term "family member" also means one (1) "designated person" that the
employee has identified who is related to the employee by blood or whose association with the
employee is the equivalent of a family relationship.
(Reso.3790) 10/92
(Reso.3860) 4/94
(Reso. 5432) 8/23
City of El Segundo Administrative Code
Chapter 1 A2- management and Confidential Series
Page 14 of 22
SECTION 1A2.134 SICK LEAVE —PAYMENT UPON DEATH OR SERVICE RETIREMENT.
In the event an Executive, Mid -Management, or Confidential employee, while in the City's
employ, and who has been employed by the City for five continuous years or more in a full-time
position, dies or service retires under the Public Employees' Retirement System with unused
Sick Leave to his or her credit, he or she shall be compensated in an amount equal to eighty
percent (80%) of the value of such Sick Leave based upon his or her base salary at the time of
death or service retirement, without the inclusion of overtime pay or additional compensation.
(Reso. 3229) 10/83
(Reso. 3336) 11/85
(Reso. 3498) 9/87
(Reso. 5432) 8/23
SECTION 1A2.135 SICK LEAVE ACCRUED — PAYMENT OF ON DISABILITY RETIREMENT
OR DISABILITY SEPARATION FROM THE CITY- LESS THAN 5 YEARS OF CITY SERVICE.
In the event an employee regulated by this Chapter while in the City's employ, and who has been
employed by the City for five or more continuous years in a full-time position, Disability Retires
under the California Public Employees' Retirement System or separates from the City with
unused Sick Leave to his or her credit, he or she shall be compensated in an amount equal to
One Hundred Percent (100%) of the value of such Sick Leave, based upon the employees
regular rate of pay at the time of retirement or separation.
(Reso. 3498) 11/86
(Reso, 3860) 4/94
(Reso. 4430) 7/05
(Reso. 4619) 9/09
SECTION 1A2.135.1 PAYMENT OF SICK LEAVE ACCRUAL —AFTER 20 YEARS OF CITY
SERVICE.
Upon separation from service, sworn Police and Fire Management Employees with 20 years of
continuous City service, will be compensated for One Hundred Percent (100%) of the employee's
accumulated, unused Sick Leave at their regular rate of pay at separation.
(Reso.4264) 8/02
(Reso.4619) 9/09
City of El Segundo Administrative Code
Chapter 1 A2- management and Confidential Series
Page 15 of 22
SECTION 1A2.135.2 PAYMENT OF SICK LEAVE ACCRUAL — DISABILITY RETIREMENT-
5 OR MORE YEARS OF CITY SERVICE.
Upon separation from service because of a disability retirement, sworn Police and Fire
Management employees with five years of continuous City service, will be compensated for
ninety percent (90%) of the employee's accumulated, unused Sick Leave at the employee's
current rate at separation.
(Reso.4264) 8/02
SECTION 1A2.136 SICK LEAVE — LEAVE WITH PAY DUE TO ILLNESS -ACCUMULATION
OF SAME; SICK LEAVE CASH OUT
Sick Leave with pay may be granted for an absence from duty because of personal illness, injury,
or legal quarantine not compensable under the provisions of the Workers' Compensation Laws
of the State of California. Permanent employees shall accumulate Sick Leave at the rate of eight
(8) hours per month; employees on a 112 hours fire suppression schedule earn Sick Leave at
the rate of twelve (12) hours per month. Hours worked in addition to a regular work week shall
not entitle an employee to additional Sick Leave accumulation. Sick Leave taken by an employee
shall be deducted from his or her accumulated credit.
Employees hired into a Management and Confidential Series position after August 15, 2023, may
accumulate up to six hundred (600) hours of sick leave; nine hundred (900) for employees on a
112 hours fire suppression schedule. Once an employee reaches that cap, the employee shall
not accrue additional sick leave until the balance has been reduced below 600 hours.
Employees hired on or before August 15, 2023 will be permitted to accrue sick leave in excess
of the cap of six hundred (600) hours; nine hundred (900) for employees on a 112 hours fire
suppression schedule subject to a mandatory cash out as described below.
For employees hired on or before August 15, 2023, the City will cash out any accrued sick leave
in excess of the 600 or 900 hour cap on or around December 1 of each year. The City will provide
the cash out by direct deposit.
(Reso.3173) 10/82
(Reso. 5432) 8/23
City of El Segundo Administrative Code
Chapter 1 A2- management and Confidential Series
Page 16 of 22
Notwithstanding Sections 1A2.132 through 1A2.135.2 of the El Segundo Administrative Code,
employees regulated by this Chapter who receive payment of sick leave hours shall have the
value of the sick leave hours calculated at the base salary hourly rate.
(Reso. 4918) 6/15
SECTION 1A2.139 HOLIDAYS AND HOLIDAY PAY.
Except as otherwise herein specifically provided, employees shall be entitled to the following
holidays:
January 1st November 11th
The third Monday in January Thanksgiving Day and the Friday thereafter
The third Monday in February December 24tn
The last Monday in May December 25t"
July 4t" December31 st
The first Monday in September provided, however, (a) that such dates may be supplemented or
amended by a Resolution amending the Administrative Code (b) that in the event any of these
holidays fall on the last day an employee is off on the employee's regular days off period, the day
following is observed as a holiday for the purpose of this section; and (c) that in the event any of
these holidays fall on the first day of an employee's regular day off period, the previous day is
considered a holiday for purpose of this section. Notwithstanding the above, this provision does
not apply to Battalion Chiefs who receive pay in lieu of time off for holidays.
(Reso.3173) 10/82
(Reso. 4513) 7/07
(Reso. 5197) 01/20
(Reso. 5432) 8/23
City of El Segundo Administrative Code
Chapter 1 A2- management and Confidential Series
Page 17 of 22
SECTION 1A2.139.1 PERSONAL LEAVE/FLOATING HOLIDAY.
In addition to the holidays enumerated in Section 1A2.139, each employee who has completed
six (6) months of service shall be entitled to select one (1) day per calendar year as a Floating
Holiday.
Each employee shall also receive one (1) day per calendar year as a Personal Leave.
For this purpose, employees who are assigned to a 5/40 schedule shall receive eight (8) hours,
employees who are assigned to a 9/80 schedule shall receive nine (9) hours, and employees
who are assigned to a 4/10 schedule shall receive 10 hours. Employees on other schedules will
be compensated accordingly.
In the first full pay period following the adoption of the Administrative Code by the City Council, the City shall
provide employees an additional one (1) day of Personal Leave. The City shall provide employees a
second (2nd) day of Personal Leave each year, as described below, unless and until such time
as the City recognizes either Cesar Chavez Day or Juneteenth as a Holiday. In the event that the
City recognizes either Cesar Chavez Day or Juneteenth as a Holiday, the City will rescind the
provision of a second (2nd) day of Personal Leave for the following calendar year.
The City will credit employees with the Personal Leave every January. Newly hired employees
hired after the first of the year will also receive the Personal Leave, which the employee may use
six (6) months after the employee's initial appointment date.
(Reso.3290) 12/84
(Reso. 3446) 11 /86
(Reso 5432) 8/23
SECTION 1A2.140 HOLIDAYS AND HOLIDAY PAY— BATTALION CHIEFS.
Battalion Chiefs assigned to Fire Suppression Duty will be paid for 156 hours in lieu of holidays
once a year on or about the 101" day of December. Battalion Chiefs who serve in that capacity
less than a full year will be paid Holiday Pay on a pro rata basis.
To the extent permitted by law, the compensation in this section is special compensation for
those employees who are normally required to work on an approved holiday because they work
in positions that require scheduled staffing without regard to holidays and shall be reported as
such pursuant to Title 2 CCR, Section 571(a)(5) and 571.1(b)(4) Holiday Pay.
(Reso.3178) 12/82
(Reso. 4513) 7/07
City of El Segundo Administrative Code
Chapter 1 A2- management and Confidential Series
Page 18 of 22
SECTION 1 A2.144 VACATION LEAVE
Employees regularly employed shall accumulate vacation time in accordance with the following
schedule:
Years of
Service
Annual Accrual
Rate
Accrual Per
Pay Period
Maximum
Permissible
Accrual
0-5
108 hours
4.15 hours
216 hours
6-10
132 hours
5.08 hours
264 hours
11-15
156 hours
6.00 hours
312 hours
16+
188 hours
7.23 hours
376 hours
Employees may accrue up to two (2) years of vacation leave at their current annual accrual rate.
Effective July 2, 2023, the City will impose a hard cap on vacation accrual such that such that no
employee shall be permitted to accrue vacation in excess of twice their annual accrual rate. Any
employee that has a vacation balance in excess of twice their annual accrual rate will be cashed
out by the City at their base hourly rate to bring their vacation balance to twice their annual
accrual rate in December 2023.
All other terms and conditions in Section 1A2.144(1) and (2) remain in effect.
(Reso. 3175) 10/82
(Reso. 3860) 4/94
(Reso. 4582) 12/08
(Reso. 5432) 8/23
SECTION 1A2.144.1 VACATION ACCRUAL BASED ON TOTAL SERVICE TIME IN A
CaIPERS OR COMPARABLE AGENCY.
Executive, Mid -Management, and Confidential employees shall accumulate vacation time
based on their total years of service in a CalPERS or comparable agency.
(Reso.3860) 4/95
(Reso 5432) 8/23
SECTION 1A2.145 VACATION LEAVE USE.
Vacation Leaves may be taken only after the employee has completed six (6) months of
continuous service with the City.
(Reso.3336) 11/85
City of El Segundo Administrative Code
Chapter 1 A2- management and Confidential Series
Page 19 of 22
SECTION 1A2.146 VACATION LEAVE CASH OUT.
A. Qualification for Vacation Cash Out: An employee who has completed one (1) year of service
qualifies for vacation cash out.
B. IRREVOCABLE Election Process in 2023 and thereafter: A qualified employee may
irrevocably elect to receive cash payment(s) in lieu of accrued vacation leave up to one
hundred percent (100%) of the total amount of vacation leave that the employee can accrue
in a year based on their length of service as described in Article 4, Section 1.
On or before December 15, 2023 and every December 15t" thereafter, a qualified employee
who elects to cash out some or all of their vacation to be accrued in the following year shall
submit written request to the Human Resources Department stating their irrevocable
election(s).
The employee shall provide the following information as part of their election: (1) The total
number of hours of vacation leave that the employee will accrue between January 1 and
June 30 in the following calendar year based on their annual accrual rate based on their
years of service; (2) The total amount of vacation leave to be accrued that the employee
wants to cash out in July of the following calendar year (The cash -out amount must be equal
to or less than the amount accrued between January 1 and June 30); (3) The total number
of hours of vacation leave that the employee will accrue between July 1 and December 31
in the following calendar year based on their annual accrual rate based on their years of
service; and (4) The total amount of vacation leave to be accrued that the employee wants to
cash out in December of the following calendar year (The cumulative cash -out amount must
be equal to or less than the total amount accrued between January 1 and December 30).
C. The City shall administer the cash out twice annually, starting in December 2023 and every
December thereafter. The City shall make the cash outs in the first full pay period in July and
December. Such cash outs shall be paid at the employee's base salary hourly rate of pay.
D. Regardless of the number of hours that the employee requests to cash out, the City can only
cash out vacation hours that the employee has accrued in the calendar year as of the time
of the cash out which the employee has not yet used.
(Reso. 3336) 11/85
(Reso. 4430) 7/05
(Reso. 4743) 10/11
(Reso. 4789) 10/12
(Reso. 4918) 6/15
(Reso. 4951) 12/15
(Reso 5432) 8/23
City of El Segundo Administrative Code
Chapter 1 A2- management and Confidential Series
Page 20 of 22
SECTION 1A2.147 VACATION LEAVE ACCRUAL— FOR TEMPORARY INDUSTRIAL
DISABILITY.
Notwithstanding the provisions of Section 1A6.220, employees on temporary industrial disability
that is not subject to Labor Code section 4850 may accrue vacation time for the length of their
industrial injury leave if they supplement their industrial disability payments with paid leave
accruals such that they continue to receive their full salary. Employees on Labor Code section
4850 industrial injury leave will continue to accrue vacation leave during the time they are on
industrial injury leave pursuant to Labor Code section 4850 without use of accrued leave
balances.
(Reso.3336) 11/85
(Reso. 5432) 8/23
SECTION 1A2.148 BEREAVEMENT LEAVE — PERSONAL EMERGENCIES — IMMEDIATE
FAMILY DEFINED.
In the event of the death of an employee's "family member", as defined in Section 1A2.131.1,
but excluding the "designated person," the City shall provide the employee three (3) days paid
bereavement leave and two (2) days of unpaid leave to be used within three (3) months of the
date of the death of the "family member."
Employees may elect to use other forms of paid leave that they have accumulated in order to
provide for their compensation while using the two (2) days of unpaid leave.
For employees who need to travel 500 or more miles from the City in order to attend services
for the employee's family member, the City shall also provide two (2) additional days of paid
bereavement leave in lieu of the two (2) days of unpaid leave.
(Reso. 3173) 10/82
(Reso.3860) 4/94
(Reso.4430) 7/05
(Reso 5432) 8/23
SECTION 1A2.149 JURY DUTY.
The employee must provide written notice of the expected Jury Duty to his or her supervisor as
soon as possible, but in no case later than 14 days before the beginning of Jury Duty.
During the first two weeks of Jury Duty, an employee shall be entitled to receive his or her regular
compensation.
For any portion of Jury Duty that extends beyond the first two weeks, such extended Jury Duty
period shall be without pay.
Any compensation for the first two weeks of Jury Duty, except Travel Reimbursement Pay, must
be deposited with the Director of Human Resources.
While on Jury Duty, the employee must report to work during any portion of a day that the
employee is relieved of Jury Duty for three or more consecutive hours.
City of El Segundo Administrative Code
Chapter 1 A2- management and Confidential Series
Page 21 of 22
The employee must provide documentation of his or her daily attendance on Jury Duty.
(Reso.4582) 12/08
SECTION 1A2.150 SALARIES AND BENEFITS APPLICABLE.
The provisions of this Chapter are applicable to Executive, Mid -Management, and Confidential
employees enumerated in Section 1A2.040 of this chapter.
(Reso.3173) 10/82
SECTION 1A2.152 CITY OF EL SEGUNDO SUBSTANCE ABUSE POLICY AND DRUG
FREE WORKPLACE STATEMENT.
The City of El Segundo Substance Abuse Policy and Drug -Free Workplace Statement, dated
July 1, 2008 shall be applicable to all Department Heads, Mid -Management and Confidential
Employees.
(Reso.4582) 12/08
69x��[�P►fI_T+�iF���11»:�'iJil�Jil 3�:Zd�P►��:71 ��j�[�P►�
Effective July 1, 2019, the CalPERS Classic Members in the Miscellaneous Classifications in
Executive, Mid -Management, and Confidential shall pay a total employee contribution of eight
percent (8%); seven percent (7%) shall be the member contribution, and one percent (1 %) shall
be employee -paid cost -sharing of the City's contribution under Gov. Code section 20516(a).
CalPERS PEPRA New Members in the Miscellaneous Classifications in Executive, Mid-
Management-, and Confidential employees shall pay fifty percent (50%) of normal cost as
determined by CalPERS.
Effective July 1, 2019, CalPERS Classic Members in the Safety Classifications in Executive, Mid -
Management, and -Confidential employees shall pay a total employee contribution of twelve
(12%); nine percent (9%) shall be the member contribution, and three percent (3%) shall be the
employee -paid cost -sharing of the City's contribution under Gov. Code section 20516(a).
CalPERS PEPRA New Members in the Safety Classifications in Executive, Mid -Management,
and Confidential Series shall pay fifty percent (50%) of normal cost as determined by CalPERS.
(Reso. 4741) 10/11
(Reso. 4743) 10/11
(Reso. 4789) 10/12
(Reso. 4918) 6/15
(Reso. 4951) 12/15
(Reso. 4976) 04/16
(Reso. 5154) 06/19
City of El Segundo Administrative Code
Chapter 1 A2- management and Confidential Series
Page 22 of 22
SECTION 1A2.154 AUTO ALLOWANCE.
Executive Management positions that are not provided a City vehicle shall receive an auto
allowance in the amount of $400 per month. Employees provided an auto allowance are
ineligible for mileage reimbursement.
(Reso. 5350) 06/22
SECTION 1A2.155 VOLUNTARY BINDING ARBITRATION AND BONUS PAYMENT
Voluntary Agreement to Binding Arbitration in Exchange for $10,000 Bonus Payment: Executive,
Mid -management and Confidential employees may voluntarily enter into an Arbitration
Agreement according to the terms of the agreement.
(Reso. 5432) 8/23
UNREPRESENTED MANAGEMENT AND CONFIDENTIAL
SALARY RANGE ADJUSTMENTS - SEPTEMBER 6, 2025
M&C
Unrepresented: Executive, Mid -Management, Confidential Employee Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
9/6/2025
9/2/2025
10%
Deputy City Manager At -Will
EXECUTIVE
60d
Salaried
68.20
11822.00
141864.00
118.99
20625.00
247500.00
9/6/2025
9/2/2025
10%
Chief of Police
EXECUTIVE
60f
Salaried
101.66
17620.73
211448.76
147.61
25585.30
307023.55
9/6/2025
9/2/2025
10%
Fire Chief
EXECUTIVE
70f
Salaried
96.69
16760.14
201121.68
146.78
25441.90
305302.80
9/6/2025
9/2/2025
10%
Chief Financial Officer
EXECUTIVE
64d
Salaried
77.39
13415.00
160980.00
118.99
20625.00
247500.00
9/6/2025
9/2/2025
10%
Director of Human Resources
EXECUTIVE
64d
Salaried
77.39
13415.00
160980.00
118.99
20625.00
247500.00
9/6/2025
9/2/2025
10%
Information Technology Services Director
EXECUTIVE
64d
Salaried
77.39
13415.00
160980.00
118.99
20625.00
247500.00
9/6/2025
9/2/2025
10%
Director of Recreation, Parks, and Library
EXECUTIVE
64d
Salaried
77.39
13415.00
160980.00
118.99
20625.00
1247500.00
9/6/2025
9/2/2025
10%
Director of Community Development
EXECUTIVE
64d
Salaried
78.35
13581.00
162972.00
118.99
20625.00
247500.00
9/6/2025
9/2/2025
10%
Director of Public Works
EXECUTIVE
64d
Salaried
77.39
13415.00
160980.00
118.99
20625.00
247500.00
9/6/2025
9/2/2025
6%
Assistant City Engineer
MANAGEMENT
56m
Salaried
60.70
10521.52
126258.24
81.84
14186.38
170236.59
9/6/2025
9/2/2025
6%
Aquatics Manager At -Will
MANAGEMENT
50m
Salaried
56.85
9854.65
118255.80
76.66
13287.22
159446.66
9/6/2025
9/2/2025
6%
Battalion Chief
MANAGEMENT
60f
Salaried
53.74
17882.63
156492.72
90.28
21908.29
262899.50
9/6/2025
9/2/2025
6%
Building Official At -Will
MANAGEMENT
60f
Salaried
64.83
11236.58
134838.96
87.41
15150.50
181805.98
9/6/2025
9/2/2025
6%
City Engineer At -Will
MANAGEMENT
60m
Salaried
68.91
11943.54
143322.48
92.91
16103.72
193244.59
9/6/2025
9/2/2025
6%
Communications Manager At -Will
MANAGEMENT
51m
Salaried
58.10
10070.98
120851.76
78.34
13578.91
162946.90
9/6/2025
9/2/2025
1 6%
Deputy City Clerk
MANAGEMENT
27m
Salaried
1 35.43
6140.99
73691.88
47.49
8231.48
98777.79
9/6/2025
9/2/2025
6%
Assistant City Clerk At -Will
MANAGEMENT
36m
Salaried
58.10
10070.98
120851.76
78.34
13578.91
162946.90
9/6/2025
9/2/2025
6%
Deputy City Treasurer II
MANAGEMENT
30s
Salaried
44.05
7635.47
91625.64
59.39
10295.05
123540.63
9/6/2025
9/2/2025
6%
Environmental Programs Manager At -Will
MANAGEMENT
81m
Salaried
58.10
10070.98
120851.76
78.34
13578.91
162946.89
9/6/2025
9/2/2025
6%
General Services Superintendent At -Will
MANAGEMENT
57m
Salaried
59.04
10233.12
122797.44
79.61
13797.51
165570.19
9/6/2025
9/2/2025
6%
Finance Manager At -Will
MANAGEMENT
55m
Salaried
59.38
10292.33
123507.96
88.26
15297.81
183573.77
9/6/2025
9/2/2025
6%
Utilities Superintendent At -Will
MANAGEMENT
59m
Salaried
59.04
10233.12
122797.44
79.61
13797.51
165570.19
9/6/2025
9/2/2025
8.9, 6%
Human Resources Manager At -Will
MANAGEMENT
51m
Salaried
58.10
10070.98
120851.76
85.32
14787.43
177449.17
9/6/2025
9/2/2025
6%
Information Systems Manager At -Will
MANAGEMENT
54m
Salaried
62.04
10753.00
129036.00
83.64
14498.49
173981.82
9/6/2025
9/2/2025
6%
Librarian II
MANAGEMENT
37m
Salaried
41.97
7274.57
87294.84
56.58
9808.45
117701.33
9/6/2025
9/2/2025
6%
Library Services Manager
MANAGEMENT
50m
Salaried
56.85
9854.65
118255.80
76.66
13287.22
159446.66
9/6/2025
9/2/2025
6%
Park Maintenance Superintendent
MANAGEMENT
48m
Salaried
54.45
9437.67
113252.04
73.42
12724.99
152699.93
9/6/2025
9/2/2025
4.78, 6%
Planning Manager At -Will
MANAGEMENT
56m
Salaried
64.83
11236.58
134838.96
86.40
14976.12
179713.50
9/6/2025
9/2/2025
6%
Recreation Manager At -Will
MANAGEMENT
50m
Salaried
56.85
9854.65
118255.80
76.66
13287.22
159446.66
9/6/2025
9/2/2025
6%
Risk Manager At -Will
MANAGEMENT
52m
Salaried
58.10
10071.00
120852.00
78.33
13578.71
162944.47
9/6/2025
9/2/2025
6%
Senior Librarian
MANAGEMENT
39m
Salaried
44.98
7796.33
93555.96
60.64
10511.96
126143.42
9/6/2025
9/2/2025
6%
Treasury & Customer Service Manager
MANAGEMENT
141
Salaried
59.38
10292.00
123504.00
80.06
13877.58
166531. no
UNREPRESENTED MANAGEMENT AND CONFIDENTIAL
SALARY RANGE ADJUSTMENTS - SEPTEMBER 6, 2025
M&C
Unrepresented: Executive, Mid -Management, Confidential Employee Salary Schedule
EFFECTIVE
DATE
SALARY
REVISION
EFFECTIVE
DATE
AGREEMENT
NUMBER
JOB CLASS TITLE
GROUP BU
GRADE
PAY TYPE
HOURLY
MONTHLY
ANNUAL
9/6/2025
9/2/2025
6%
Accountant
CONFIDENTIAL
31m
Salaried
38.16
6614.09
79369.08
51.45
8917.91
107014.95
9/6/2025
9/2/2025
6%
Executive Assistant
CONFIDENTIAL
34m
Salaried
37.98
6582.92
78995.04
51.21
8875.89
106510.68
9/6/2025
9/2/2025
6%
Human Resources Analyst
CONFIDENTIAL
34m
Salaried
41.40
7176.04
86112.48
55.82
9675.61
116107.21
9/6/2025
9/2/2025
6%
Human Resources Technician
CONFIDENTIAL
18m
Salaried
29.58
5127.76
61533.12
39.89
6913.87
82966.44
9/6/2025
9/2/2025
6%
Management Analyst
CONFIDENTIAL
35m
Salaried
41.40
7176.04
86112.48
55.82
9675.61
116107.21
9/6/2025
9/2/2025
6%
Payroll Accountant
CONFIDENTIAL
31m
Salaried
38.16
6614.09
79369.08
51.45
8917.91
107014.95
9/6/2025
9/2/2025
6%
Principal Civil Engineer
CONFIDENTIAL
51m
Salaried
58.10
10070.98
120851.76
78.34
13578.91
162946.90
9/6/2025
9/2/2025
6%
Senior Civil Engineer At -Will
CONFIDENTIAL
48m
Salaried
54.45
9437.67
113252.04
73.42
12004.71
144056.54
9/6/2025
9/2/2025
6%
Senior Executive Assistant At -Will
CONFIDENTIAL
35m
Salaried
41.40
7606.60
91279.23
52.66
9127.93
1 109535.10
9/6/2025
9/2/2025
6%
Senior Human Resources Analyst
CONFIDENTIAL
39m
Salaried
44.98
7796.33
1 93555.96
60.64
10511.96
126143.42
9/6/2025
9/2/2025
8.18, 6%
Senior Management Analyst
CONFIDENTIAL
39m
Salaried
44.98
7796.33
93555.96
65.60
11371.83
136461.96
9/6/2025
9/2/2025
6%
Special Projects Administrator
CONFIDENTIAL
35m
Salaried
41.40
7176.04
86112.48
55.82
9675.61
116107.21
MANAGEMENT AND CONFIDENTIAL SERIES
EMPLOYEE VOLUNTARY ARBITRATION AGREEMENT
This Arbitration Agreement ("Agreement"), is between the City of El Segundo
("Employer" or "City") and ("Employee") (collectively
"Parties" or "Party" as may be appropriate.) Employer and Employee agree to the
following terms and conditions.
1. Consideration. In exchange for a total of bonus payment of $10,000,
Employee agrees to arbitration as the sole and exclusive remedy for the Arbitrable Claims
defined below.
a. Payment of $10,000 is to be paid within 30 days of Employee's delivery
of an executed Agreement to the City. Employee shall not be entitled to
receive more than $10,000 in payment pursuant to this Agreement, even
if Employee's employment is terminated and the Employee
subsequently becomes re-employed by the City.
b. Once the Employee receives a payment under this Agreement, all
Arbitrable Claims shall be subject to the arbitration process outline
below.
2. Applicable Law. The Employee and Employer agree that the Arbitrable
Claims defined below shall be submitted to and determined exclusively by binding
arbitration under the California Arbitration Act, ("CAA") (Cal. Code Civ. Proc. sec. 1280
et. Seq. Employer and Employee understand and agree that they are knowingly and
intentionally giving up any right that they may have to a court trial by judge or jury with
regard to the Arbitrable Claims.
3. Arbitration Procedure. The Parties shall have the right to conduct
discovery pursuant to Cal. Code Civ. Proc. sec. 1283.05 (including all of the CAA's other
mandatory and permissive rights to discovery). Nothing in this Agreement shall prevent
either Party from obtaining provisional remedies to the extent permitted by Code of Civil
Procedure Section 1281.8 either before the commencement of or during the arbitration
process. All rules of pleading, (including the right of demurrer), all rules and judgment
under Code of Civil Procedure Section 631.8 shall apply and be observed. Resolution of
the dispute shall be based solely upon the law governing the claims and defenses
pleaded. The arbitration shall be held before a single arbitrator, who shall be an attorney
at law and an experienced employment law arbitrator. The arbitrator shall be mutually
selected by the Parties. The Arbitrator shall have the power to award all legal relief
available in a court of law, including any and all damages that may be available for any of
the claims asserted. In addition, each of the Parties shall retain all defenses that they
would have in a judicial proceeding, including defenses based on the expiration of the
statute of limitations and that the damages being sought are not authorized or are
excessive. The Arbitrator shall render a written award within 30 days after the matter is
submitted for determination, and the award of the arbitrator shall be final and binding on
the City, the Association and the employee.
4. Definition of Arbitrable Claims. The following shall be Arbitrable Claims:
a. Appeals of Dismissals, Demotions, and/or Suspensions without Pay
Longer than Six (6) Days, Brought by Executive, Mid -Management, and
Confidential Employees: the City shall submit timely appeals of
dismissals, demotions and suspensions without pay longer than six (6)
days to binding arbitration, pursuant to this Agreement.
i. An employee who has been dismissed, demoted, or suspended
longer than six (6) days, shall have ten (10) calendar days
following written notification of the dismissal, demotion or
suspension in which to file an appeal. The written appeal must be
submitted to the City Manager.
ii. Upon receipt of a timely request for appeal of the dismissal, the
City and employee may either mutually select an arbitrator or
request a list of seven (7) arbitrators registered with the California
State Conciliation and Mediation Service or some other mutually
agreed upon source. The Parties shall agree to a mediator within
ten (10) days of the timely appeal, unless the Parties mutually
agree to extend this time period.
iii. The role of the arbitrator shall be to determine if the dismissal is
consistent with just cause. The arbitrator shall hold a hearing at
which both sides may present their arguments and evidence,
including witnesses and subsequently issue a written decision.
The hearing shall commence within 120 days of selection by the
Parties, unless the Parties mutually agree to extend this time
period.
iv. The decision of the arbitrator shall be final and binding on the
Parties. The arbitrator shall issue his/her decision in writing within
thirty (30) days of the closing of the hearing.
v. The costs of the arbitration/hearing (court reporter, arbitration
hearing transcripts) shall be divided in half (50/50) between the
City and employee. Attorney's fees, staff time and witness fees
shall not be shared between the Parties and shall be paid by the
Party that incurred the cost.
b. The civil claims which are subject to final and binding arbitration shall
include, but not be limited to, any and all employment -related claims or
controversies, such as breach of employment agreement, breach of the
covenant of good faith and fair dealing, negligent supervision or hiring,
wrongful discharge in violation of public policy, unpaid wages of overtime
under the state and federal wage payment laws, breach of privacy
claims, intentional or negligent infliction of emotional distress claims,
fraud, defamation, and divulgence of trade secrets. This also specifically
includes claims that could be asserted under all state and federal anti-
discrimination laws, including but not limited to the California Fair
Employment and Housing Act, Title VII of the Civil Rights Act of 1964,
the Age Discrimination in Employment Act, the Americans with
Disabilities Act, and the Family and Medical Leave Act, and claims for
discrimination and harassment in employment on the basis of race, age,
sex, religion, national origin, alienage, religion, marital status, sexual
orientation, disability, political activity, or any other statutorily -protected
basis. It shall also include any and all claims an employee may have
under the Fair Labor Standards Act, the California Labor Code, and the
Industrial Welfare Commission Wage Orders, as well as any other state
and federal statutes. This Agreement is further intended to apply to any
claim Employee(s) may have against the City and/or any of its directors,
employees, or agents, and to any and all past and future employment
relationships Employee may have with the City regardless of job position
or title. City shall also arbitrate all claims it has against the employee
under the same rules and regulations set forth herein.
c. Notwithstanding the provisions of this Agreement, Employee may elect
to file a claim for workers' compensation and unemployment insurance
benefits with the appropriate state agencies, and administrative charges
with the Equal Employment Opportunity Commission, California
Department of Fair Employment and Housing, and any similar state
agency. Unless otherwise required by applicable law, all other
employment -related claims shall be resolved by final and binding
arbitration and not by a jury in a court of law.
5. No Arbitration of Class, Collective or Representative Actions. To the
fullest extent permitted by law, no form of class, collective, or representative action shall
be maintained pursuant to this Agreement without the mutual consent of the Parties. Any
dispute over the validity, effect, or enforceability of the provisions of this paragraph,
including whether the arbitration may proceed as class, collective, or representative
action, shall be for a court of law and not an arbitrator to decide.
6. Arbitration Costs.
a. For arbitrations for appeals of dismissals, demotions, and/or
suspensions without pay longer than six (6) days, the Employee and
Employer agree to split the costs of arbitration evenly (see section 4.a.).
b. For arbitrations of disputes for Arbitrable Claims as set out in section
4.b., the City shall bear the costs of any arbitration, including the
compensation of the Arbitrator, all of the Arbitrator's administrative
expenses, and CSR transcripts for arbitration hearings.
c. For any arbitration conducted pursuant to this Agreement, except as
may otherwise be required by law, the Parties shall be responsible for
their own attorneys' fees and costs incurred in presenting their case to
the Arbitrator, including without limitation deposition related costs.
7. Term of Agreement. This Agreement shall continue in full force and effect
for the duration of Employee's current employment by Employer and the duration of any
subsequent re-employment of Employee by Employer and also survives after the
termination of the Employee's current or employment or subsequent re-employment This
Agreement does not create any express or implied contract of employment and nothing
in this Agreement is intended to alter the at -will employment status of Employee.
8. Integration. This Agreement sets forth the Parties' mutual rights and
obligations with respect to the resolution of Arbitrable Claims. It is intended to be the final,
complete, and exclusive statement of the terms of the Parties' agreements regarding this
subject. This Agreement supersedes all other prior and contemporaneous agreements
and statements related to the resolution of Arbitrable Claims, whether written or oral,
express or implied, on this subject, and it may not be contradicted by evidence of any
prior or contemporaneous statements or agreements. To the extent that the practices,
policies, or procedures of Employer, now or in the future, apply to Employee and are
inconsistent with the terms of this Agreement, the provisions of this Agreement shall
control.
9. Amendments; Waivers. This Agreement may not be amended except by
an instrument in writing, signed by Employee and Employer. No failure to exercise and
no delay in exercising any right, remedy, or power under this Agreement shall operate as
a waiver thereof, nor shall any single or partial exercise of any right, remedy, or power
under this Agreement preclude any other or further exercise thereof, or the exercise of
any other right, remedy, or power provided herein or by law or in equity.
10. Severability. If a court or Arbitrator holds any provision of this Agreement
to be invalid, unenforceable, or void, the remainder of this Agreement shall remain in full
force and effect. In addition, the Parties authorize the Arbitrator or court to add to or revise
the language of this Arbitration Agreement in order to make the provision complete and
lawful, so as to effectuate to the maximum extent possible the Parties' mutual intent to
have all disputes subject to this provision be resolved solely by final and binding
arbitration.
11. Jurisdiction and Venue. All arbitrations of Arbitrable Claims shall be heard
in Los Angeles County, California, and all court proceedings arising out of this Agreement
shall be filed in Los Angeles County, California.
"EMPLOYEE" "EMPLOYER"
CITY OF EL SEGUNDO
Signature of Employee Signature of Employer Representative
Printed Name of Employee
Dated
Name/Title of Employer Representative
Dated