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2026-05-19 CC Agenda PacketAGENDA EL SEGUNDO CITY COUNCIL REGULAR MEETING TUESDAY, MAY 19, 2026 5:00 PM CLOSED SESSION 6:00 PM OPEN SESSION CITY COUNCIL CHAMBER 350 MAIN STREET, EL SEGUNDO, CA 90245 Via Teleconference Council Member Keldorf The Cosmopolitan of Las Vegas 3708 Las Vegas Blvd S, Las Vegas, NV 89109 Brera Commons, Convention Area (3rd Floor) Chris Pimentel, Mayor Ryan W. Baldino, Mayor Pro Tern Drew Boyles, Council Member Lance Giroux, Council Member Michelle Keldorf, Council Member Susan Truax, City Clerk Executive Team Darrell George, City Manager Mark Hensley, City Attorney Barbara Voss, Deputy City Manager Paul Chung, CFO/City Treasurer Saul Rodriguez, Police Chief Ryan Allee, Fire Chief Michael Allen, Community Development Dir. Rebecca Redyk, HR Director Todd Selby, Interim IT Director Elias Sassoon, Public Works Dir. Aly Mancini, Recreation, Parks & Library Dir MISSION STATEMENT: "Provide a great place to live, work, and visit." VISION STATEMENT: "Be a global innovation leader where big ideas take off while maintaining our unique small-town character." 1 Pagel of 389 The City Council, with certain statutory exceptions, can only act upon properly posted and listed agenda items. Any writings or documents given to a majority of City Council regarding any matter on this agenda that the City received after issuing the agenda packet are available for public inspection in the City Clerk's Office during normal business hours. Such documents may also be posted on the City's website at www.elsegundo.orq and additional copies will be available at the City Council meeting. Unless otherwise noted in the agenda, the public can only comment on City -related business that is within the jurisdiction of the City Council and/or items listed on the agenda during the Public Communications portions of the Meeting. Additionally, members of the public can comment on any Public Hearing item on the agenda during the Public Hearing portion of such item. The time limit for comments is three (3) minutes per person. Those wishing to address the City Council are requested to complete and submit to the City Clerk a "Speaker Card" located at the Council Chamber entrance. You are not required to provide personal information in order to speak, except to the extent necessary for the City Clerk to call upon you, properly record your name in meeting minutes and to provide contact information for later staff follow-up, if appropriate. REASONABLE ACCOMMODATIONS: In compliance with the Americans with Disabilities Act and Government Code Section 54953(g), the City Council has adopted a reasonable accommodation policy to swiftly resolve accommodation requests. The policy can also be found on the City's website at https.11www.else_qundo.or_g/_govemmentldepartments/city-clerk. Please contact the City Clerk's Office at (310) 524-2308 to make an accommodation request or to obtain a copy of the policy. 2 Page 2 of 389 5:00 PM CLOSED SESSION — CALL TO ORDER / ROLL CALL PUBLIC COMMUNICATION — (RELATED TO CITY BUSINESS ONLY —UP-TO 3- MINUTE LIMIT PER PERSON, 30-MINUTE LIMIT TOTAL) Individuals who have received value of $50 or more to communicate to the City Council on behalf of another, and employees speaking on behalf of their employer, must so identify themselves prior to addressing City Council. Failure to do so shall be a misdemeanor and punishable by a fine of $250. While all comments are welcome, the Brown Act does not allow City Council to take action on any item not on the agenda. City Council and/or City Manager will respond to comments after Public Communications is closed. 69ax43/_1welN114Z4+Ke70 1W*1IZI***.I RECESS INTO CLOSED SESSION: City Council may move into a closed session pursuant to applicable law, including the Brown Act (Government Code Section §54960, et seq.) for purposes of conferring with City's Real Property Negotiator; and/or conferring with City Attorney on potential and/or existing litigation; and/or discussing matters covered under Government Code Section §54957 (Personnel); and/or conferring with City's Labor Negotiators. CONFERENCE WITH CITY'S LABOR NEGOTIATOR (GOV'T CODE §54957.6): -2- MATTER(S) Employee Organizations: Police Officers' Association (POA), and Police Manager's Association (PMA) Agency Designated Representative: Laura Drottz Kalty, City Manager, Darrell George and Human Resources Director, Rebecca Redyk I:-1111laLVAQde]01y/4►141da4►1&1*14I0009_wntSX01N114ZIAZIO]>Wa_1" INVOCATION — Rabbi Dovid Lisbon, Jewish Community Center PLEDGE OF ALLEGIANCE — Mayor Pro Tern Baldino SPECIAL PRESENTATIONS 1. LGBTQ+ Pride Month Proclamation 2. Recognition of 2026 OpenGov High Performance Government Award PUBLIC COMMUNICATIONS — (RELATED TO CITY BUSINESS ONLY — UP TO 3 MINUTE LIMIT PER PERSON, 30 MINUTE LIMIT TOTAL) Individuals who have received value of $50 or more to communicate to the City Council on behalf of another, and employees speaking on behalf of their employer, must so identify themselves prior to addressing the City Council. Failure to do so shall be a misdemeanor and punishable by a fine of $250. While all comments are welcome, the Brown Act does not allow Council to take action on any item not on the agenda. The Council will respond to comments after Public Communications is closed. 3 Page 3 of 389 CITY MANAGER FOLLOW-UP COMMENTS — (Related to Public Communications) A. PROCEDURAL MOTIONS Read All Ordinances and Resolutions on the Agenda by Title Onl Recommendation - Approval B. CONSENT 3. City Council Meetina Minutes Recommendation - Approve City Council Meeting Minutes of May 5, 2026 and Special Budget Study Session Meeting Minutes of May 13, 2026. 2. Alternatively, discuss and take other action related to this item. 4. Warrant Demand Register for April 13, 2026 through May 3, 2026 Recommendation - Ratify payroll and employee benefit checks; checks released early due to contracts or agreements; emergency disbursements and/or adjustments; and, wire transfers. 2. Approve Warrant Demand Register numbers 20b - EFT, 20b - Manual Checks, 21 a - Manual Checks, 21 a - EFT2, 21 a - EFT, 21 a - Payroll, 21 b - Manual Checks, and 21 b - EFT: warrant numbers 3057745 through 3057756, 3072296 through 3072558, 9100206 through 9100230, and 9003439 through 9003439. 3. Alternatively, discuss and take other action related to this item. 5. Contract Award to J & L Building Maintenance Services, LLC for Janitorial Services for City Buildings and Facilities Recommendation - Authorize the City Manager to execute an agreement with J & L Building Maintenance Services, LLC (J & L) for a term of (3) three years, with two (2) optional one-year renewal periods for janitorial services. 2. Approve an initial annual contract amount of $324,038, plus a contingency allocation of $10,000 per year for special City events, adjustments for annual CPI and minimum wage increases. 3. Alternatively, discuss and take other action related to this item. 0 Page 4 of 389 6. Notice of Completion for Concrete Improvements Project, Project No. PW 25-10 Recommendation - 1. Accept the Concrete Improvements Project, Project No. PW 25-10 completed by CJ Concrete Construction, Inc. as complete. 2. Authorize the City Clerk to file a Notice of Completion with the County Recorder's Office. 3. Alternatively, discuss and take other action related to this item. 7. Contract Award for the Phase 2 City Hall HVAC Improvements Proiect Recommendation - 1. Authorize the City Manager to execute a standard Public Works contract with Pardess Air, Inc. in the amount of $610,000 for the Phase 2 City Hall HVAC Improvements Project No. PW 25-18 and authorize an additional $90,000 as contingency funds for potential unforeseen conditions. 2. Alternatively, discuss and take other action related to this item. 8. Resolution to Adopt the FY 2026-27 Pavement Rehabilitation Project (PW 26-04) Funded by Senate Bill 1 Recommendation - 1. Adopt a resolution identifying the street rehabilitation project to be funded with SB 1, "Road Repair and Accountability Act" fund for FY 2026-27. 2. Alternatively, discuss and take other action related to this item. 9. Waiver of El Segundo Municipal Code Section 10-14(c) to Allow Alcohol at Recreation Park for the Kiwanis Roller Skatina Poa-ua Fundraiser Recommendation - 1. Approve request to waive El Segundo Municipal Code Section 10-14(c) to allow alcohol at Recreation Park for the Kiwanis Roller Skating Pop-up Fundraiser on Saturday, August 15, 2026. 2. Alternatively, discuss and take other action related to this item. 10. Construction Contract Award for the Sports Court Surface Improvements at Recreation Park, Project No. 26-06 Recommendation - 1. Authorize the City Manager to execute a standard Public Works Construction Contract with SoCal Sports Surfaces, Inc. for Sports Court Page 5 of 389 Surface Improvements at Recreation Park, Project No. PW 26-06, in the amount of $113,100; approve select alternate bid items in the amount of $47,000, for a total construction contract amount of $160,100; and authorize an additional $10,000 in contingency funds for potential unforeseen conditions. 2. Alternatively, discuss and take other action related to this item. 11. Eighth Amendment to Agreement No. 5618 with Granicus, LLC for Software Renewal Recommendation - Waive the City's formal bidding requirements pursuant to El Segundo Municipal Code § 1-7-9(A) and award a contract to Granicus, LLC. 2. Authorize the City Manager to execute an amendment to agreement No. 5417 with Granicus, LLC for a total contract not to exceed $298,842.26. 3. Alternatively, discuss and take other action related to this item. C. PUBLIC HEARINGS D. STAFF PRESENTATIONS 12. Adoption of a Side Letter Agreement Between the City of El Segundo and the Ell Segundo Police Support Services Employees' Association Updating the Longevity Pay Provision in the Memorandum of Understanding Recommendation - Adopt a Side Letter Agreement between the City of El Segundo and the El Segundo Police Support Services Employees' Association updating the Longevity Pay provision in the Memorandum of Understanding to clarify the eligibility and payment of Longevity Pay to comply with Public Employees' Retirement Law, Government Code 20636, and the California Code of Regulations Section 571. 2. Alternatively, discuss and take other action related to this item. 13. Memorandum of Understanding between the City of El Segundo and the Ell Segundo Police Support Services Employees' Association Recommendation - Adopt a Resolution approving and adopting the Memorandum of Understanding between the City of El Segundo and the El Segundo Police Support Services Employees' Association. 0 Page 6 of 389 2. Alternatively, discuss and take other action related to this item. 14. Memorandum of Understanding between the City of El Segundo and the El Segundo Supervisory and Professional Employees' Association Recommendation - Adopt a Resolution approving and adopting the Memorandum of Understanding ("MOU") between the City of El Segundo and the El Segundo Supervisory and Professional Employees' Association ("SPEA"). 2. Alternatively, discuss and take other action related to this item. 15. Construction Contract Award for the Teen Center, Plaza, and Skate Park Renovation Project at Recreation Park, Project No. PW 25-13 Recommendation - Authorize the City Manager to execute a standard Public Works Construction Contract with SS+K Construction, Inc. for the renovations of the Teen Center, Plaza, and Skate Park, Project No. PW 25-13, in the base bid amount of $4,373,981, and approve Alternates A and B for a net cost increase of $170,000, for a total construction contract amount of $4,543,981, and authorize an additional $900,000 in contingency funds for potential unforeseen conditions. 2. Authorize the City Manager to execute a Professional Service Agreement with Moore lacofano Goltsman (MIG, Inc.) in the amount of $150,910 for Construction Administration Services for the renovation of the Teen Center, Plaza, and Skate Park at Recreation Park, Project No. PW 25-13 and authorize an additional $50,000 for contingency. 3. Adopt a resolution authorizing the Public Works Director, or designee, to approve subcontractor substitutions pursuant to Public Contract Code § 4107. 4. Alternatively, discuss and take other action related to this item. 16. Measure C Sales Tax Implementation Recommendation - 1. Adopt resolutions and approve associated documents to instruct the California Department of Tax and Fee Administration to collect an additional 0.75% sales tax as approved by Measure C. 2. Authorize the City Manager to execute an amendment to the agreement with Hinderliter de Llamas and Associates to add $3,600 per year for reporting and auditing services fee in relation to Measure C pursuant to 7 Page 7 of 389 El Segundo Municipal Code Chapter 1-7A. 3. Appropriate $175,000 to budget line item 001-505-0000-1-56204- (Contractual Services) for the California Department of Tax and Fee Administration's implementation cost. 4. Alternatively, discuss and take other action related to this item. E. COMMITTEES, COMMISSIONS AND BOARDS PRESENTATIONS F. REPORTS - CITY CLERK G. REPORTS - COUNCIL MEMBERS '0111iMILVAr'a111em2M_ rl:Tii Council Member Giroux Council Member Boyles 17. Annual Resident and Business Survey Mayor Pro Tem Baldino Mayor Pimentel H. REPORTS - CITY ATTORNEY I. REPORTS/FOLLOW-UP - CITY MANAGER CLOSED SESSION The City Council may move into a closed session pursuant to applicable law, including the Brown Act (Government Code Section §54960, et seq.) for the purposes of conferring with the City's Real Property Negotiator; and/or conferring with the City Attorney on potential and/or existing litigation; and/or discussing matters covered under Government Code Section §54957 (Personnel), and/or conferring with the City's Labor Negotiators. REPORT OF ACTION TAKEN IN CLOSED SESSION (if required) MEMORIALS ADJOURNMENT POSTED: DATE: May 14, 2026 TIME: 3:30 PM BY: Susan Truax, City Clerk Page 8 of 389 rortamatt"On Citp of (fY *egunbo, (California WHEREAS, the City of El Segundo cherishes the value and dignity of each person, and recognizes and appreciates the importance of and respect, equality, and freedom; and WHEREAS, all are welcomed in the City of El Segundo to live, work, and play, and every individual and family deserves a place to call home where they are safe, happy, and supported by friends, neighbors and community leaders; and WHEREAS, the City of El Segundo denounces prejudice and unfair discrimination based on age, gender identity, gender expression, race, color, religion, marital status, national origin, sexual orientation, or physical attributes as an affront to our fundamental principles; and WHEREAS, the LGBTQ+ community has worked tirelessly for respect and equality, and continues to celebrate authenticity, acceptance, and love; and WHEREAS, Pride Month began in June of 1969 on the one-year anniversary of the Stonewall Uprising in New York City after LGBTQ+ and allied friends rose up and fought against harassment and discriminatory laws that have since been declared unconstitutional; and WHEREAS, the City of El Segundo celebrates and appreciates the cultural, civic, and economic contributions of the Lesbian, Gay, Bisexual, Transgender, Queer, plus (LGBTQ+) community which strengthens our social welfare; and WHEREAS, it is imperative that people in our community, regardless of sexual orientation, gender identity, and gender expression, feel valued, safe, empowered, and supported by their peers and community leaders. NOW, THEREFORE, on this 19th day of May, 2026, the Mayor and Members of the City Council of the City of El Segundo, California, hereby proclaim June 2026 as "LGBTQ+ Pride Month" in El Segundo and encourage all residents to celebrate the progress toward justice, equality, and liberty in the LGBTQ+ community and join us in the fights that remain to be won. The City Council of the City of El Segundo further calls upon residents and employees of El Segundo to observe June 2026 as LGBTQ+ Pride Month in honor of our LGBTQ+ residents, employees, and visitors, and to the contributions they continue to make to our community. Ryan Baldino Mayor Pro Tern Lance Giroux ;a,.,l `� Chris Pimentel Mayor C Drew Boyles Councilmember Councilmember Councilmember Michelle Keldorf Page 9 of 389 MEETING MINUTES OF THE EL SEGUNDO CITY COUNCIL TUESDAY, MAY 5, 2026 CLOSED SESSION — Mayor Pimentel called the meeting to order at 5.01 PM ROLL CALL Mayor Pimentel - Present Mayor Pro Tern Baldino - Present Council Member Boyles - Absent Council Member Giroux - Present Council Member Keldorf - Present PUBLIC COMMUNICATIONS — (Related to City Business Only — 3-minute limit per person, 30-minute limit total) SPECIAL ORDER OF BUSINESS: Mayor Pimentel announced that Council would be meeting in closed session pursuant to the items listed on the agenda. Conference With City's Labor Negotiator (Gov't Code §54957.6): -3- Matter(s) 1. Employee Organizations: Police Managers Association (PMA), Supervisory, Professional Employees Association (SPEA), and Management Confidential (Unrepresented Employee Group) Representatives: Laura Drottz Kalty and Alex Volberding Deputy City Manager: Barbara Voss Human Resources Director: Rebecca Redyk. Adjourned at 5:52 PM. Minutes are prepared and ordered to correspond to the agenda. OPEN SESSION — Mayor Pimentel called the meeting to order at 6:00 PM ROLL CALL Mayor Pimentel - Present Mayor Pro Tern Baldino - Present Council Member Boyles - Absent Council Member Giroux - Present Council Member Keldorf - Present INVOCATION — City Clerk, Susan Truax EL SEGUNDO CITY COUNCIL MEETING MINUTES MAY 5, 2026 PAGE 1 Page 10 of 389 PLEDGE OF ALLEGIANCE — Council Member Keldorf SPECIAL PRESENTATIONS: Older Americans Month Proclamation — read by Council Member Giroux, received by Linda Kruse, 2026 El Segundo Older American of the Year 2. National Public Works Week Proclamation — read by Mayor Pro Tern Baldino, accepted by Elias Sassoon, Director of Public Works and Department Staff PUBLIC COMMUNICATIONS — (Related to City Business Only — 3-minute limit per person, 30-minute limit total) • Jason Haffley, resident, El Segundo Chamber of Commerce Chair of the Board, and Arts and Culture Committee member, spoke about Item D9, the Cultural Development Program • John Pickhaver, resident and Arts and Culture Committee Chairman, spoke about Item D9, the Cultural Development Program Proposed Budget • Stuart Carroll, resident and Arts and Culture Committee member, spoke about Item D9, the Cultural Development Program Proposed Budget Cyid'a►vA/_VI_Teizia2 mnweavimNwe]JI►vAizioi m A. Read all Ordinances and Resolutions on Agenda by Title Only. MOTION by Council Member Giroux, SECONDED by Council Member Keldorf to read all ordinances and resolutions on the agenda by title only. MOTION PASSED 4/0 AYES: Pimentel, Baldino, Giroux, and Keldorf NOES: None ABSTAIN: None ABSENT: Boyles B. CONSENT: 3. Approve the Regular City Council Meeting minutes of April 21, 2026: (Fiscal Impact: None.) 4. Warrant Demand Register for February 23, 2026 through April 5, 2026: Ratify payroll and employee benefit checks; checks released early due to contracts or agreements; emergency disbursements and/or adjustments; and, wire transfers. Approve Warrant Demand Register numbers 20a - Manual Checks, 20a - Payroll Warrant, and 20a - EFT: warrant numbers 3057740 through 3057744, 3072225 through 3072295, 9003438 through 9003438, and 9100192 through 9100205. (Fiscal Impact: The warrants presented were drawn in payment of demands included within the FY 2025-2026 Adopted Budget. The total of $5,113,835.78 ($1,241,020.99 in check warrants and $3,872,814.79 in wire warrants) are for demands drawn on the FY 2025-2026 Budget.) EL SEGUNDO CITY COUNCIL MEETING MINUTES MAY 5, 2026 PAGE 2 Page 11 of 389 5. Pulled by Mayor Pro Tern Baldino 6. Final Acceptance of the Urho Saari Swim Stadium ("The Plunge") Mosaic Tile Mural Public Art Installation by Alea Fine Art, LLC: Accept the mosaic tile mural public art installation at the Urho Saari Swim Stadium ("The Plunge") completed by Alea Fine Art, LLC under Agreement No. 7390, and authorize staff to issue the final acceptance letter and process the final payment of $31,250.00. (Fiscal Impact: Final acceptance triggers the fourth and final payment of $31,250.00 to Alea Fine Art, LLC, for a total contract amount of $125,000.00. Funding is available in the Cultural Development Fund, which was approved by the City Council on December 3, 2024. There is no General Fund impact.) MOTION by Giroux, SECONDED by Council Member Keldorf to approve Consent Items 3, 4, and 6. MOTION PASSED 4/0 AYES: Pimentel, Baldino, Giroux, and Keldorf NOES: None ABSTAIN: None ABSENT: Boyles PULLED ITEM: 5. Amendment to Agreement No. 7070A with Tyler Technologies for Enterprise Environmental Health Software and Related Services: Authorize the City Manager to approve an amendment to Agreement No. 7070A with Tyler Technologies to add a three-year license agreement for environmental health software in the total sum of $132,840. Exempt the amendment from the City's formal bidding requirements pursuant to El Segundo Municipal Code § 1-7-9(A). (Fiscal Impact: The total contract quote is $126,900. Staff recommended budgeting a 10% contingency to the project in the event of unforeseen scope adjustments, yielding a budgeted total of $132,840. There is no fiscal impact to the General Fund. Funding will be provided by CUPA Special Revenue Fund 126. The proposed amendment of $132,840 is broken down as follows: • $59,400 for one-time implementation services • $5,940 for unforeseen scope adjustments (10% value of implementation fees) • $22,500 for first year of recurring annual maintenance fees $22,500 for second year of recurring annual maintenance fees $22,500 for third year of recurring annual maintenance fees The Proposed FY 2026-27 Budget includes $87,840 in account 126-510-3205-2-56217 for the first year of this project. This sum accounts for the implementation fees, 10% contingency, and first year of annual fees. No new budget appropriation is necessary and subsequent annual maintenance fees will be included in future operating budgets.) EL SEGUNDO CITY COUNCIL MEETING MINUTES MAY 5, 2026 PAGE 3 Page 12 of 389 MOTION by Mayor Pro Tern Baldino, SECONDED by Council Member Keldorf to approve Consent Item 5. MOTION PASSED 3/1 AYES: Pimentel, Baldino, and Keldorf NOES: Giroux ABSTAIN: None ABSENT: Boyles C. PUBLIC HEARINGS: 7. Public Hearing for Adoption of Fiscal Year 2026-27 Master Fee Schedule: Conduct a public hearing on the proposed fee adjustments and adoption of new fees for the City's Master Fee Schedule. Adopt Resolution No. 5591 approving the updated City's Master Fee Schedule. (Fiscal Impact: If City's Master Fee Schedule is approved per staff's recommendation, the additional revenue for FY 2026-27 will be approximately $250,000, primarily for the General Fund. The anticipated revenues will be included in the Proposed FY 2026-27 Operating Budget to be presented to the City Council during the May 13, 2026 Budget Study Session.) Mayor Pimentel stated this was the time and place to conduct a public hearing. City Clerk Truax stated proper notice had been given in a timely manner and that no written communication had been received. CFO/City Treasurer Paul Chung presented the item. PUBLIC COMMUNICATIONS — None MOTION by Council Member Giroux, SECONDED by Mayor Pro Tern Baldino to close Public Hearing Item C 7. MOTION PASSED 4/0 AYES: Pimentel, Baldino, Giroux, and Keldorf NOES: None ABSTAIN: None ABSENT: Boyles Council Discussion City Attorney Mark Hensley read by title only: RESOLUTION NO. 5591 A RESOLUTION OF THE CITY OF EL SEGUNDO ESTABLISHING A SCHEDULE OF FEES AND CHARGES FOR RECOVERING COSTS INCURRED FROM PROVIDING VARIOUS CITY SERVICES EL SEGUNDO CITY COUNCIL MEETING MINUTES MAY 5, 2026 PAGE 4 Page 13 of 389 MOTION by Mayor Pro Tern Baldino, SECONDED by Council Member Keldorf to adopt Resolution No. 5591 approving the updated City's Master Fee Schedule. MOTION PASSED 4/0 AYES: Pimentel, Baldino, Giroux, and Keldorf NOES: None ABSTAIN: None ABSENT: Boyles 8. Public Hearing on Vacancies and Recruitment and Retention Efforts (as required by Assembly Bill 2561/Government Code Section 3502.3): Conduct a public hearing regarding the City of El Segundo's workforce vacancies in compliance with Assembly Bill ("AB") 2561 (Gov. Code § 3502.3). Receive and file the City of El Segundo Status of Vacancies and Recruitment and Retention Efforts in FY 2025-2026. (Fiscal Impact: There is no direct fiscal impact associated with conducting the public hearing required under Government Code section 3205.3. However, addressing recruitment and retention issues may involve future budget and bargaining considerations, which will be presented to the City Council as necessary.) Mayor Pimentel stated this was the time and place to conduct a public hearing. City Clerk Truax stated proper notice had been given in a timely manner and that no written communication had been received. Human Resources Director Rebecca Redyk presented the item. PUBLIC COMMUNICATIONS — None MOTION by Mayor Pro Tern Baldino, SECONDED by Council Member Giroux to close Public Hearing Item C 8. MOTION PASSED 4/0 AYES: Pimentel, Baldino, Giroux, and Keldorf NOES: None ABSTAIN: None ABSENT: Boyles Council Discussion Council consensus to receive and file the City of El Segundo Status of Vacancies and Recruitment and Retention Efforts in FY 2025-2026. D. STAFF PRESENTATIONS: 9. Cultural Development Program Proposed FY 2026-27 Budget: Approve the proposed FY 2026-27 Cultural Development Program budget. EL SEGUNDO CITY COUNCIL MEETING MINUTES MAY 5, 2026 PAGE 5 Page 14 of 389 (Fiscal Impact: The proposed budget for FY 2026-27 is $315,754. The estimated fund starting balance for FY 2026-27 is $1,015,000. Proposed Budget: $8,000 Account Number: 704-512-3101-8-55205 (Operating Supplies) Proposed Budget: $95,254 Account Numbers: 704-512-3101-8-54101 to 704-512-3101-8-54204 (Personnel Expenses) Proposed Budget: $112,500 Account Number: 704-512-3101-8-56204 (Contractual Services) Proposed Budget: $100,000 Account Number: 704-512-3101-8-88114 (Other Improvements).) Director of Recreation, Parks, and Library Aly Mancini, and Cultural Arts Coordinator Em Gan, presented the item. Council Discussion MOTION by Mayor Pro Tern Baldino, SECONDED by Council Member Keldorf to approve the proposed FY 2026-27 Cultural Development Program budget. MOTION PASSED 4/0 AYES: Pimentel, Baldino, Giroux, and Keldorf NOES: None ABSTAIN: None ABSENT: Boyles Council consensus to receive and file the presentation. E. COMMITTEES, COMMISSIONS AND BOARDS PRESENTATIONS F. REPORTS — CITY CLERK — The County Clerk has begun to mail official ballots to voters for the June 2 Primary Election. Ballots may be returned by mail (no postage necessary), placed in the secure Ballot Drop Box at Main and Holly, or returned to a polling place beginning on May 23. Honored to join Police and Fire personnel and City staff to greet the Law Enforcement United Long Ride Team yesterday as they passed through town to lay a wreath at our Wall of Honor. Attended the CMCA Annual Conference last week. Looking forward to the Ed! Gala on Friday. Cep V aIgo] :4�—W4Z41110[yl0►VA I21►VA 11.1aI: Council Member Keldorf — Attended the first board meeting of the South Bay Regional Housing Trust Fund on April 30. EL SEGUNDO CITY COUNCIL MEETING MINUTES MAY 5, 2026 PAGE 6 Page 15 of 389 Council Member Giroux — No Report Council Member Boyles — Absent Mayor Pro Tern Baldino — Attended the ES Employee Service Awards Luncheon and gave thanks to the City's hard-working staff. Hyperion will host a Community Forum on May 14 from 6.00 to 7:00 PM at the El Segundo Library. Thanked City staff for supporting the Hometown Fair last Saturday. Sought Council consensus to investigate joining Film LA, a non-profit film permitting organization. Mayor Pimentel — Asked the Director of Public Works if a roadway striping project in Smokey Hollow will be on the next Council agenda. Announced the City was invited to a US Chamber of Commerce event to share how the City does industrial rejuvenation. The City met with the Lithuanian Ambassador and Government Affairs Director. Michigan Governor Gretchen Whitmer visited with City officials to discuss business and manufacturing practices. LaunchPad Build Al celebrated the opening of its ES facility last week. The Secretary of the Air Force will be here on May 14. Met with State Parks and Beaches and Harbor departments about the state of El Segundo Beach. There will be a Donor Appreciation Reception for The Plunge on Monday, May 18. Attended a ribbon cutting ceremony for SaltRock Wellness spa. 10. Initiating Ordinance for SB 79 Implementation (Housing Legislation) Council Discussion Council consensus to direct staff to initiate an Ordinance for SB 79 (Housing Legislation). REPORTS — CITY ATTORNEY — No Report J. REPORTS/FOLLOW-UP — CITY MANAGER — Deputy City Manager Barbara Voss reported that Faraday Future will hold a ribbon cutting on May 7. An aerospace forum hosted by the Los Angeles Times will occur on Friday, May 15. The AQMD received 13 odor complaints since April 21 and issued no notices of violation. The Hyperion Pipeline newsletter was distributed. Hyperion will host a Community Forum on May 14 from 6:00 to 7:00 PM at the El Segundo Library. Information about Hyperion forums and other plant updates are posted on the City's social media channels and at www.ElSegundo.gov/Hyperion. MEMORIAL: None Adjourned at 7:42 PM. EL SEGUNDO CITY COUNCIL MEETING MINUTES MAY 5, 2026 PAGE 7 Page 16 of 389 Susan Truax, City Clerk EL SEGUNDO CITY COUNCIL MEETING MINUTES MAY 5, 2026 PAGE 8 Page 17 of 389 SPECIAL MEETING MINUTES OF THE EL SEGUNDO CITY COUNCIL BUDGET STUDY SESSION WEDNESDAY, MAY 13, 2026 OPEN SESSION — Mayor Pimentel called the meeting to order at 1:01 PM. ROLL CALL Mayor Pimentel - Present Mayor Pro Tern Baldino - Present Council Member Boyles - Present Council Member Giroux - 1:06 PM Council Member Keldorf - Present PLEDGE OF ALLEGIANCE — PUBLIC COMMUNICATIONS — (Related to City Business Only — 3-minute limit per person, 30-minute limit total) None CITY MANAGER FOLLOW-UP COMMENTS: A. Read all Ordinances and Resolutions on the Agenda by Title Only. MOTION by Council Member Boyles, SECONDED by Mayor Pro Tern Baldino to read all ordinances and resolutions on the agenda by title only. MOTION PASSED 4/0 AYES: Pimentel, Baldino, Boyles, and Keldorf NOES: ABSTAIN: ABSENT: Giroux B. STAFF PRESENTATIONS: 1. FY 2026 - 27 Budget Study Session (Fiscal Impact: None) Darrell George, City Manager, introduced the item. Paul Chung, Chief Financial Officer/City Treasurer, presented the item. Mayor Pimentel called a recess at 3:00 PM. He reconvened the meeting at 3:11 PM. Council Discussion Adjourned at 4:01 PM Susan Truax, City Clerk SPECIAL BUDGET STUDY SESSION MEETING MINUTES MAY 13, 2026 PAGE 1 Page 18 of 389 City Council Agenda Statement F I, F G t I) O Meeting Date: May 19, 2026 Agenda Heading:Consent Item Number: BA TITLE: Warrant Demand Register for April 13, 2026 through May 3, 2026 RECOMMENDATION: 1. Ratify payroll and employee benefit checks; checks released early due to contracts or agreements; emergency disbursements and/or adjustments; and, wire transfers. 2. Approve Warrant Demand Register numbers 20b - EFT, 20b - Manual Checks, 21 a - Manual Checks, 21 a - EFT2, 21 a - EFT, 21 a - Payroll, 21 b - Manual Checks, and 21 b - EFT: warrant numbers 3057745 through 3057756, 3072296 through 3072558, 9100206 through 9100230, and 9003439 through 9003439. 3. Alternatively, discuss and take other action related to this item. FISCAL IMPACT: The warrants presented were drawn in payment of demands included within the FY 2025-2026 Adopted Budget. The total of $4,162,693.26 ($2,089,872.50 in check warrants and $2,072,820.76 in wire warrants) are for demands drawn on the FY 2025- 2026 Budget. BACKGROUND: California Government Code Section 37208 provides General Law cities flexibility in how budgeted warrants, demands, and payroll are audited and ratified by their legislative body. Pursuant to Section 37208 of the California Government Code, warrants drawn in payments of demands are certified by the City's Chief Financial Officer and City Manager as conforming to the authorized expenditures set forth in the City Council adopted budget need not be audited by the City Council prior to payment, but may be presented to the City Council at the first meeting after delivery. In government finance, a warrant is a written order to pay that instructs a federal, state, county, or city government treasurer to pay the warrant holder on demand or after a Page 19 of 389 Warrant Demand Register May 19, 2026 Page 2 of 2 specific date. Such warrants look like checks and clear through the banking system like checks. Warrants are issued for payroll to individual employees, accounts payable to vendors, to local governments, and to companies or individual taxpayers receiving a refund. DISCUSSION: The attached Warrants Listing delineates the warrants that have been paid for the period identified above. The Chief Financial Officer certifies that the listed warrants were drawn in payment of demands conforming to the adopted budget and that these demands are being presented to the City Council at its first meeting after the delivery of the warrants. CITY STRATEGIC PLAN COMPLIANCE: Goal 5: Champion Economic Development and Fiscal Sustainability Strategy A: Identify opportunities for new revenues, enhancement of existing revenues, and exploration of potential funding options to support programs and projects. PREPARED BY: Liz Lydic, Management Analyst REVIEWED BY: Wei Cao, CPA, CPFO, Finance Manager APPROVED BY: Barbara Voss, Deputy City Manager ATTACHED SUPPORTING DOCUMENTS: 1. Register 20b - EFT - summary 2. Register 20b - Manual Checks - summary 3. Register 21 a - Manual Checks - summary 4. Register 21 a - EFT2 - summary 5. Register 21 a - EFT - summary 6. Register 21 a - Payroll Warrant - summary 7. Register 21 b - Manual Checks - summary 8. Register 21 b - EFT - summary Page 20 of 389 Warrant 20b/EFT City of El Segundo, CA 90245 ACCOUNTS PAYABLE WARRANT REPORT DATE: 04/16/2026 WARRANT: 041626E AMOUNT:$ 197,938.67 STATE OF CALIFORNIA COUNTY OF LOS ANGELES Information on actual expenditures is available in the Chief Financial Officer's office in the City of E1 Segundo. I certify as to the accuracy of the Demands and the availability of fund for payment thereof. For Approval: Regular checks held for city council authorization to release. CODES: R = Computer generated checks for all non-emergency/urgency payments for materials, supplies and services in support of City Operations For Ratification: A = Payroll and Employee Benefit checks / CHIEF FINANCIAL OFFICER: / qlz rz- DA((�TE : 7/ CITY MANAGER: 11 4-26 DAT Report generated: 04/16/2026 14:32 User: 1311gomez Page 1 Program ID: apwarrnt Page 21 of 389 CITY OF EL SEGUNDO PAYMENTS BY WIRE TRANSFER 4/13/26 THROUGH 4/19/26 Date Payee 4/17/2026 Cal Pers 4/17/2026 Cal Pers 4/17/2026 Cal Pers 4/17/2026 Cal Pers 4/17/2026 Cal Pers 4/17/2026 Cal Pers 4/17/2026 Cal Pers 4/6/26-4/12/26 Workers Comp Activity 4/6/26-4/12/26 Liability Trust - Claims 4/6/26-4/12/26 Retiree Health Insurance DATE OF RATIFICATION: 4/16/26 TOTAL PAYMENTS BY WIRE: Description 31,430.17 misc classic 2nd tier 27 62,219.26 safety police classic 1 st tier 28 35,358.46 safety fire PEPRA New 25020 63,918.81 safety police PEPRA New 25021 75,894.95 misc PEPRA New 26013 55,976.42 safety fire classic 30168 21,973.13 safety police classic 30169 20,553.19 Corvel checks issued/(voided) - Claim checks issued/(voided) 9,923.28 Health Reimbursment checks issued 377,247.67 Certified as to the accuracy of the wire transfers by. L+ s Deputy City Treasurer II Date Y/-u 1i6 Chief Financial Officer Date Q) 7'1 City Manager Date Information on actual expenditures is available in the City Treasurer's Office of the City of El Segundo. 377,247.67 P:\City Treasurer\Wire Transfers\Wire Transfers 07-01-25 to 6-30-26 4/16/2026 1/1 Page 22 of 389 Warrant 20b/Manual Checks City of El Segundo, CA 902 ACCOUNTS PAYABLE WARRANT REPORT DATE: 04/16/2026 WARRANT: 041626 AMOUNT:$ 495,488.18 STATE OF CALIFORNIA COUNTY OF LOS ANGELES Information on actual expenditures is available in the Chief Financial officer's office in the City of E1 Segundo. I certify as to the accuracy of the Demands and the availability of fund for payment thereof. For Approval: Regular checks held for City council authorization to release. CODES: R = Computer generated checks for all non-emergency/urgency payments for materials, supplies and services in support of City Operations For Ratification: A = Payroll and Employee Benefit checks f CHIEF FINANCIAL OFFICER: DATE: CITY MANAGER: Z If4 DATE: Report generated: 04/16/2026 14:52 Page1 user: 1311gomez Program I0: apwarrnt Page 23 of 389 City of El Segundo, CA 9024 WARRANT SUMMARY WARRANT: 041626 04/16/2026 ACCOUNT OR 001-501-0000-1-55205- GF Operating 137.56 001-501-1301-1-56201- GF Advertisin 1,456.00 001-503-2101-1-56214- GF Profession 471.79 001-505-0000-0-10803- GF inventory 212.52 001-505-0000-1-56254- GF Telephone 71.26 001-505-0000-2-43503- GF Parking Fi 7,458.00 001-505-1201-1-56209- GF Meetings & 511.06 001-505-2501-1-55205- GF operating 275.02 001-505-2504-1-56214- GF Profession 9,185.28 001-506-0000-1-56204- GF Contractua 10,052.51 001-506-0000-1-56214- GF Profession 30,664.11 001-506-0000-1-56217- GF Software M 3,233.32 001-506-0000-1-56226- GF Repairs & 2,884.63 001-506-0000-1-56254- GF Telephone 1,538.93 001-507-0000-1-55221- GF Employee P 130.00 001-507-0000-1-56214- GF Profession 94.00 001-507-0000-1-56245- GF Employee E 2,850.00 001-507-0000-1-56262- GF Testing/Re 825.00 001-508-2402-3-56201- GF Advertisin 1,456.00 001-508-2402-3-56263- GF Commission 200.00 001-508-2403-2-56214- GF Profession 95,272.98 001-508-2404-0-21290-E1353 GF Project De 13,635.55 001-508-2404-0-21290-E1400 GF Project De 31,641.50 001-508-2404-3-55205- GF operating 458.53 001-508-2405-3-56214- GF Profession 765.00 001-508-2405-3-56254- GF Telephone 126.25 001-509-3101-2-56208- GF Dues & Sub 55.00 001-509-3101-2-56209- GF Meetings & 2,900.96 001-509-3101-2-56214- GF Profession 45,075.00 001-509-3101-2-56225- GF Department 3,057.86 001-509-3101-2-56226- GF Repairs & 360.00 001-509-3101-2-56254- GF Telephone 6,049.48 001-510-3201-2-55205- GF operating 291.17 001-510-3201-2-56101- GF Gas utilit 340.06 001-510-3201-2-56208- GF Dues & Sub 1,500.00 001-510-3202-2-54215- GF uniform Re 956.36 001-510-3202-2-55203- GF Repair & M .00 001-510-3202-2-56209- GF Meetings & 665.26 001-510-3203-2-54215- GF uniform Re 126.43 001-510-3203-2-56214- GF Profession 3,632.64 001-511-4201-7-56204- GF Contractua 42,693.38 001-511-4202-7-55205- GF operating 2,838.96 001-511-4202-7-56101- GF Gas Utilit 54.64 001-511-4202-7-56212- GF Laundry & 56.18 001-511-4205-7-56102- GF Electricit 2,381.86 001-511-4206-6-56204- GF Contractua 26,431.21 001-511-4302-7-56102- GF Electricit 5,095.18 001-511-4302-7-56254- GF Telephone 220.17 001-511-4601-1-56101- GF Gas utilit 39.03 001-511-4601-1-56212- GF Laundry & 84.45 Report generated: 04/16/2026 14:52 user: 1311gomez Page Program iD: apwarrnt Page 24 of 389 City of El Segundo, CA 90245 u� WARRANT SUMMARY WARRANT: 041626 04/16/2026 ACCOUNT O• 001-511-4601-1-56224- GF vehicle Op 2,110.06 001-512-5102-8-55205- GF Operating 27.09 001-512-5102-8-56101- GF Gas Utilit 97.45 001-512-5102-8-56102- GF Electricit 499.21 001-512-5102-8-56204- GF Contractua 18,990.00 001-512-5102-8-56212- GF Laundry & 232.02 001-512-5201-8-55205- GF Operating 1,943.13 001-512-5203-8-56214- GF Profession 3,330.00 001-512-5204-8-56214- GF Profession 7,456.00 001-512-5206-8-56214- GF Profession 385.00 001-512-5210-8-56201- GF Advertisin 591.17 001-512-6103-8-55505- GF Young Peop 1,914.21 001-512-6103-8-55507- GF school Lib 420.55 001-512-6103-8-56277- GF Resource D 184.00 001-512-6103-8-56410- GF E-Books 2,200.39 001-512-6104-8-55205- GF operating 100.28 001-512-6104-8-55501- GF Books/Othe 1,668.10 001-512-6104-8-56201- GF Advertisin 493.87 001-512-6104-8-56410- GF E-Books 38.00 001-511-2601-1-55203- PUBLIC WOR Repair & M 2,498.21 001-511-2601-1-56101- PUBLIC WOR Gas Utilit 2,116.55 001-511-2601-1-56105- PUBLIC WOR Aquatics G 8,168.05 001-511-2601-1-56204- PUBLIC WOR Contractua 3,632.75 001-511-2601-1-56212- PUBLIC WOR Laundry & 54.24 FUND TOTAL ' •• ' 003-508-8506-0-22641- TrustRefud Buildg-Pla 8,000.00 FUND TOTAL 106-511-4101-7-88606- StateGas New sidewa 16,159.50 FUND TOTAL WORM 109-509-3109-2-56214- AssetForfe Profession 5,200.00 FUND TOTAL 112-512-5293-7-56201- PropA Advertisin 255.00 FUND TOTAL 10 126-510-3205-2-56214- CUPA Profession 1,630.08 FUND TOTAL • �� 501-000-4801-0-11114- water water Bill 1,563.56 501-000-7102-5-55205- Water Operating 148.56 501-000-7102-5-55207- water Small Tool 1,404.14 Report generated: 04/16/2026 14:52 Page 9 user: 13119oeez Program ID: apwarrnt Page 25 of 389 City of El Segundo, CA 902 WARRANT SUMMARY 041626 14. 1 ACCOUNT ORG DESC ACCT DESC 501-000-7102-5-56204- 501-000-7102-5-56212- 502-000-4301-5-55203- 502-000-4301-5-55205- 502-000-4301-5-56101- 502-000-4301-5-56204- 502-000-4301-5-56212- 502-000-4301-5-56226- 502-000-4301-5-56254- 601-500-2901-1-88108- 702-512-8703-8-52561- 708-508-2402-3-56214- Water Contractua 1,536.71 Water Laundry & 81.50 FUND TOTAL - Sewer Repair & M 2,317.19 Sewer Operating 159.52 Sewer Gas Utilit 23.42 Sewer Contractua 2,669.70 Sewer Laundry & 99.05 Sewer Re airs & 19,436.85 Sewer Telephone 725.42 FUND TOTAL EquipRepla Capital/Co 2,100.00 FUND TOTAL TrustDonat Library Ad 13.06 FUND TOTAL 1. TrustNonRf Profession 12,302.51 FUND TOTAL MAW WARRANT SUMMARY TOTAL 495,4 ** END OF REPORT - Generated by Lennis Gomez ** Report generated: 04/16/2026 14:52 user: 1311gomez Program ID: apwarrnt Page 10 Page 26 of 389 CITY OF EL SEGUNDO PAYMENTS BY WIRE TRANSFER 4/20/26 THROUGH 4/26/26 Date Payee Description 4/22/2026 Cal Pers 843,362.29 Health PA Billing Non-Pers 4/22/2026 Cal Pers 2,933.39 Replacement Charges 4/24/2026 IRS 298,137.58 Federal941 Deposit 4/24/2026 Employment Development 6,154.47 State SDI payment 4/24/2026 Employment Development 68,507.79 State PIT Withholding 4/24/2026 Mission Square 77,730.97 457 payment Vantagepoint 4/24/2026 Mission Square 1,162.51 401(a) payment Vantagepoint 4/24/2026 Mission Square 2,613.30 401(a) payment Vantagepoint 4/24/2026 Mission Square 675.35 IRA payment Vantagepoint 4/24/2026 ExpertPay 1,615.30 EFT Child support payment 4/13/26-4/19/26 Workers Comp Activity 38,431.96 Corvel checks issued/(voided) 4/13/26-4/19/26 Liability Trust - Claims 5,000.00 Claim checks issued/(voided) 4/13/26-4/19/26 Retiree Health Insurance 350.00 Health Reimbursment checks issued 1, 346, 674.91 DATE OF RATIFICATION: 4/23/26 TOTAL PAYMENTS BY WIRE: Certified as to the accuracy of the wire transfers by: 7p,-Olzp-� 11 1-13 1' 6 Deputy City Treasurer II Date It1-1.7176 Chief Financial Officer Date — Q4,\�a �L� -V- City Manager Date Information on actual expenditures is available in the City Treasurer's Office of the City of El Segundo. 1,346,674.91 P:\City Treasurer\Wire Transfers\Wire Transfers 07-01-25 to 6-30-26 4/23/2026 1/1 Page 27 of 389 Warrant 21a/Manual Checks City of El Segundo, CA 90245 ACCOUNTS PAYABLE WARRANT REPORT DATE: 04/23/2026 WARRANT: 042326 AMOUNT:$ 919,508.78 STATE OF CALIFORNIA COUNTY OF LOS ANGELES Information on actual expenditures is available in the Chief Financial officer's office in the City of E1 Segundo. I certify as to the accuracy of the Demands and the availability of fund for payment thereof. For Approval: Regular checks held for City council authorization to release. CODES: R = Computer generated checks for all non-emergency/urgency payments for materials, supplies and services in support of City Operations For Ratification: A = Payroll and Employee Benefit checks CHIEF FINANCIAL OFFICER: DATE: K/ZZI� CITY MANAGER: �,-Z ,9 DA Report generated: 04/23/2026 11:34 Page 1 user: 131hharding Program ID: apwarrnt Page 28 of 389 City of El Segundo, CA 90245 WARRANT SUMMARY WARRANT: 042326 04/23/2026 ACCOUNT •R 001-501-0000-1-55205- GF operating 68.38 001-501-0000-1-56254- GF Telephone 427.59 001-501-1301-1-55205- GF operating 13.18 001-501-1301-1-56254- GF Telephone 140.84 001-503-2101-1-55205- GF operating 68.39 001-503-2101-1-56214- GF Profession 48,812.24 001-503-2101-1-56254- GF Telephone 230.03 001-503-2102-1-56254- GF Telephone 142.33 001-503-2103-1-55205- GF operating 870.60 001-503-2401-3-56254- GF Telephone 92.20 001-505-0000-0-10803- GF Inventory 3,157.64 001-505-0000-1-56216- GF GASB 87 Le 5,273.96 001-505-0000-1-56254- GF Telephone 425.70 001-505-0000-1-56405- GF ESUSD Cros 10,962.20 001-505-1201-1-56254- GF Telephone 77.39 001-505-2501-1-55205- GF operating 78.37 001-505-2501-1-56254- GF Telephone 245.92 001-505-2504-1-56214- GF Profession 2,862.46 001-505-5101-0-10117- GF Petty Cash 1,200.00 001-506-0000-1-55205- GF operating 24.84 001-506-0000-1-56200- GF Copy Machi 2,857.02 001-506-0000-1-56204- GF Contractua 3,709.12 001-506-0000-1-56254- GF Telephone 1,680.50 001-507-0000-1-55205- GF Operating 19.45 001-507-0000-1-55221- GF Employee P 215.00 001-507-0000-1-56204- GF Contractua 3,125.00 001-507-0000-1-56214- GF Profession 2,263.00 001-507-0000-1-56254- GF Telephone 263.71 001-508-2402-3-56254- GF Telephone 46.10 001-508-2403-2-56214- GF Profession 1,428.48 001-508-2403-2-56254- GF Telephone 265.58 001-508-2404-3-55205- GF operating 65.20 001-508-2404-3-56254- GF Telephone 176.90 001-508-2405-3-56254- GF Telephone 86.84 001-509-3101-2-54215- GF uniform Re 3,185.94 001-509-3101-2-55205- GF Operating 39.54 001-509-3101-2-56204- GF Contractua 6,216.10 001-509-3101-2-56212- GF Laundry & 176.33 001-509-3101-2-56214- GF Profession 688.50 001-509-3101-2-56225- GF Department 263.04 001-509-3101-2-56254- GF Telephone 10,641.12 001-509-3107-2-56204- GF Contractua 280,580.21 001-509-3107-2-56254- GF Telephone 1,550.22 001-510-3201-2-55205- GF operating 111.19 001-510-3201-2-56101- GF Gas Utilit 115.48 001-510-3201-2-56102- GF Electricit 3,167.66 001-510-3201-2-56209- GF Meetings & 95.75 001-510-3201-2-56214- GF Profession 28,188.00 001-510-3201-2-56253- GF Postage 33.82 001-510-3201-2-56254- GF Telephone 728.19 Report generated: 04/23/2026 11:34 user: 131hharding Page 7 Program ID: apwarrnt Page 29 of 389 City of El Segundo, CA 90245 WARRANT SUMMARY WARRANT: 042326 04/23/2026 ACCOUNT•' 001-510-3202-2-55205- GF Operating 81.14 001-510-3202-2-55214- GF Housing Su 35.62 001-510-3202-2-55218- GF Training M 80.00 001-510-3202-2-56208- GF Dues & Sub 92.97 001-510-3202-2-56251- GF Communicat 282,748.79 001-510-3203-2-55205- GF Operating 2,822.08 001-510-3203-2-56214- GF Profession 9,168.51 001-511-4101-7-55205- GF Operating 32.11 001-511-4101-7-56254- GF Telephone 432.92 001-511-4201-7-56254- GF Telephone 81.48 001-511-4202-7-55205- GF Operating 2,088.86 001-511-4202-7-56212- GF Laundry & 56.18 001-511-4202-7-56254- GF Telephone 398.73 001-511-4205-7-56102- GF Electricit 3,815.71 001-511-4206-6-56204- GF Contractua 4,694.00 001-511-4302-7-56101- GF Gas Utilit 41.70 001-511-4601-1-56212- GF Laundry & 84.45 001-511-4601-1-56224- GF Vehicle Op 2,047.67 001-511-4601-1-56254- GF Telephone 637.11 001-511-4801-7-56254- GF Telephone 278.84 001-512-5102-8-55205- GF operating 365.51 001-512-5102-8-56101- GF Gas Utilit 1,218.41 001-512-5102-8-56102- GF Electricit 2,185.36 001-512-5102-8-56103- GF water Util 278.07 001-512-5102-8-56212- GF Laundry & 116.01 001-512-5102-8-56254- GF Telephone 414.90 001-512-5201-8-55205- GF operating 195.45 001-512-5201-8-56254- GF Telephone 399.79 001-512-5202-8-56254- GF Telephone 31.91 001-512-5203-8-56214- GF Profession 315.00 001-512-5206-8-56254- GF Telephone 296.55 001-512-5213-8-55205- GF Operating 246.90 001-512-5213-8-56254- GF Telephone 132.94 001-512-6101-8-55205- GF operating 21.56 001-512-6102-8-56254- GF Telephone 1,997.27 001-512-6103-8-55505- GF Young Peop 713.46 001-512-6103-8-55507- GF School Lib 41.95 001-512-6103-8-56226- GF Repairs & 704.54 001-512-6103-8-56410- GF E-Books 69.00 001-511-2601-1-55203- PUBLIC WOR Repair & M 956.89 001-511-2601-1-55205- PUBLIC WOR Operating 208.25 001-511-2601-1-56101- PUBLIC WOR Gas Utilit 699.75 001-511-2601-1-56104- PUBLIC WOR Aquatics E 9,635.40 001-511-2601-1-56254- PUBLIC WOR Telephone 467.02 FUND TOTAL MERMINUM 003-508-8506-0-22641- TrustRefud Buildg-Pla 2,000.00 FUND TOTAL �• Report generated: 04/23/2026 11:34 Page User: 131hharding Program ID: apwarrnt Page 30 of 389 City of El Segundo, CA 90245 WARRANT SUMMARY WARRANT: 042326 04/23/2026 ACCOUNTORG DESC ACCT DESC 106-511-4101-7-56204- StateGas Contractua 3,232.50 106-511-4101-7-56214- StateGas Profession 2,508.37 FUND TOTAL '1 109-509-3109-2-56208- AssetForfe Dues & sub 167.94 FUND TOTAL •' 111-508-2404-3-88499- CDBG CityHallCD 123,405.00 FUND TOTAL 117-503-2101-6-56254- Hyperion Telephone 64.42 FUND TOTAL •' ' 126-510-3205-0-20223- CUPA A/P CUPA 0 79.00 126-510-3205-2-56209- CUPA Meetings & 39.61 126-510-3205-2-56214- CUPA Profession 543.36 126-510-3205-2-56254- CUPA Telephone 38.01 FUND TOTAL •" ': 301-511-4101-1-88421- CIP Recreation 167.00 FUND TOTAL • 11 501-000-7102-5-56101- water Gas Utilit 79.25 501-000-7102-5-56204- water Contractua 3,000.00 501-000-7102-5-56212- Water Laundry & 564.61 501-000-7102-5-56214- water Profession 432.00 501-000-7102-5-56223- Water Training & 399.99 501-000-7102-5-56254- water Telephone 1,303.62 FUND TOTAL ' 502-000-4301-5-55203- Sewer Repair & M 2,568.54 502-000-4301-5-55205- Sewer operating 74.88 502-000-4301-5-56102- Sewer Electricit 3,020.85 502-000-4301-5-56204- Sewer Contractua 3,158.00 502-000-4301-5-56212- Sewer Laundry & 99.05 502-000-4301-5-56254- Sewer Telephone 499.78 FUND TOTAL • ' 1 601-500-2901-1-88108- EquipRepla Capital/Co 13,303.07 FUND TOTAL Report generated: 04/23/2026 11:34 Page 9 user: 131hharding Program Io: apwarrnt Page 31 of 389 City of El Segundo, CA 90245 WARRANT SUMMARY WARRANT: 042326 04/23/2026 ACCOUNT•R 702-512-8703-8-52561- TrustDonat Library Ad 171.92 FUND TOTAL ' WARRANT SUMMARY TOTAL 919,508.78, ** END OF REPORT - Generated by Heather Harding ** Report generated: 04/23/2026 11:34 Page 10 user: 131hharding Program ID: apwarrnt Page 32 of 389 Warrant 21a/EFT(2) City of El Segundo, CA 90245 ACCOUNTS PAYABLE WARRANT REPORT DATE: 04/20/2026 WARRANT: 042026E AMOUNT:$ 2,015.27 STATE OF CALIFORNIA COUNTY OF LOS ANGELES Information on actual expenditures is available in the Chief Financial Officer's office in the City of E1 Segundo. I certify as to the accuracy of the Demands and the availability of fund for payment thereof. For Approval: Regular checks held for City council authorization to release. CODES: R = Computer generated checks for all non-emergency/urgency payments for materials, supplies and services in support of City operations For Ratification: A = Payroll and Employee Benefit checks CHIEF FINANCIAL OFFICER: DATE: S� CITY MANAGER: loco% DA . Report generated: 04/20/2026 09:04 Page 1 user: 131hharding Program ID: apwarrnt Page 33 of 389 City of El Segundo, CA 90245 WARRANT SUMMARY WARRANT: 042026E 04/20/2026 001-505-0000-0-10803- 001-511-2601-1-55205- GF Inventory 323.25 PUBLIC WOR Operating 1,692.02 FUND TOTAL WARRANT SUMMARY TOTAL 2,015.27 END OF REPORT - Generated by Heather Harding ** Report generated: 04/20/2026 09:04 user: 131hharding Program ID: apwarrnt Page 3 Page 34 of 389 Warrant 21a/EFT City of El Segundo, CA 90245 ACCOUNTS PAYABLE WARRANT REPORT DATE: 04/23/2026 WARRANT: 042326E AMOUNT:$ 12,143.48 STATE OF CALIFORNIA COUNTY OF LOS ANGELES Information on actual expenditures is available in the Chief Financial officer's office in the City of E1 Segundo. I certify as to the accuracy of the Demands and the availability of fund for payment thereof. For Approval: Regular checks held for City council authorization to release. CODES: R = Computer generated checks for all non-emergency/urgency payments for materials, supplies and services in support of City operations For Ratification: A = Payroll and Employee Benefit checks CHIEF FINANCIAL OFFICER: / DATE: CITY MANAGER: y,-Z 7-mob�/ D . Report generated: 04/23/2026 11:26 P1 user: 131hharding age Program ID: apwarrnt Page 35 of 389 City of El Segundo, CA 90245 WARRANT SUMMARY WARRANT: 042326E 04/23/2026 ACCOUNT ORG DESC ACCT DESC 001-505-0000-0-10803- 001-506-0000-1-55206- 001-507-0000-1-55205- 001-509-3101-2-55205- 001-510-3201-2-55205- 001-510-3204-2-55205- 001-511-4202-7-55205- 001-511-4601-1-56224- 001-511-4601-1-56226- 001-511-4801-7-55205- 001-512-6103-8-55505- 001-512-6103-8-55507- 001-512-6104-8-55205- 001-511-2601-1-55205- 106-511-4101-7-56204- 502-000-4301-5-55205- c GF Inventory 856.51 GF Computer S 181.10 GF operating 249.39 GF operating 532.70 GF operating 124.89 GF operating 27.38 GF operating 148.70 GF vehicle Op 73.83 GF Repairs & 345.86 GF Operating 43.31 GF Young Peop 106.49 GF school Lib 300.02 GF operating 717.65 PUBLIC WOR operating 606.11 FUND TOTAL ° StateGas Contractua 7,193.00 FUND TOTAL ® • 11 Sewer operating 636.54 FUND TOTAL . a WARRANT SUMMARY TOTAL 12,143.48 END OF REPORT - Generated by Heather Harding ** Report generated: 04/23/2026 11:26 user: 131hharding Program ID: apwarrnt Page 3 Page 36 of 389 Warrant 21a/Payroll 3057745 - 3057756 9003439 - 9003439 001 GENERAL FUND 58,521.49 003 EXPENDABLE TRUST FUND - OTHER - 104 TRAFFIC SAFETY FUND - 106 STATE GAS TAX FUND 192.76 108 ASSOCIATED RECREATION ACTIVITIES FUND - 109 ASSET FORFEITURE FUND - 110 MEASURE"R" illl COMM. DEVEL. BLOCK GRANT - 112 PROP"A"TRANSPORTATION - 114 PROP"C"TRANSPORTATION - 115 AIR QUALITY INVESTMENT PROGRAM - 116 HOME SOUND INSTALLATION FUND - 117 HYPERION MITIGATION FUND - 118 TDA ARTICLE 3- SB 821 BIKEWAY FUND - 119 NITA GRANT _ 121 FEMA 120 C.O.P.S. FUND - 122 L.A.W.A FUND - 123 PSAF PROPERTY TAX PUBLIC SAFETY - 124 FEDERAL GRANTS - 125 STATE GRANT 5.22 126 A/P CUPA PROGRAM OVERSIGHT SURCHARGE 400.87 127 MEAURE"M" - 128 SB-1 - 129 CERTIFIED ACCESS SPECIALIST PROGRAM - 130 AFFORDABLE HOUSING - 131 COUNTY STORM WATER PROGRAM - 132 MEASURE "B" - 202 ASSESSMENT DISTRICT#73 - 301 CAPITAL IMPROVEMENT FUND - 302 INFRASTRUCTURE REPLACEMENT FUND - 311 DEVELOPER IMPACT FEES -GENERAL GOVERNME - 312 DEVELOPER IMPACT FEES -LAW ENFORCEMENT - 313 DEVELOPER IMPACT FEES - FIRE PROTECTION - 314 DEVELOPER IMPACT FEES -STORM DRAINAGE - 315 DEVELOPER IMPACT FEES- WATER DISTRIBUTI - 316 DEVELOPER IMPACT FEES -WASTEWATER COLLE - 317 DEVELOPER IMPACT FEES - LIBRARY - 316 DEVELOPER IMPACT FEES- PUBLIC MEETING - 319 DEVELOPER IMPACT FEES -AQUATICS CENTER - 320 DEVELOPER IMPACT FEES -PARKLAND - 405 FACILITIES MAINTENANCE - 501 WATER UTILITY FUND 2,656.59 502 WASTEWATER FUND 1.211.57 503 GOLF COURSE FUND - 504 SENIOR HOUSING CITY ATTORNEY - 505 SOLID WASTE FUND - 601 EQUIPMENT REPLACEMENT - 602 LIABILITY INSURANCE 119.54 603 WORKERS COMP. RESERVFJINSURANCE 184.68 701 RETIRED EMP. INSURANCE - 702 EXPENDABLE TRUST FUND -DEVELOPER FEES - 703 EXPENDABLE TRUST FUND - OTHER - 704 EXPENDABLE TRUST FUND - OTHER 50.23 708 OUTSIDE SERVICES TRUST TOTAL WARRANTS 63,351.85 STATE OF CALIFORNIA COUNTY OF LOS ANGELES Information on actual expenditures is avallable in the Chief Financial Officer's office in the City of El Segundo. I certify as to the accuracy of the Demands and the availability of fund for payment thereof. For Approval: Regular checks held for City council authodz t m to release. CODES: NOTES: R = Computer generated checks for all non-emergency/urqency payments for materials, supplies and services in support of City Operations For Ratification: A = Payroll and Employee Benefit checks CITY OF EL SEGUNDO WARRANTS TOTALS BY FUND B - F = Computer generated Early Release disbursements and/or adjustments approved by the City Manager. Such as: payments for utility services, petty cash and employee travel expense reimbursements, Various refunds, contract employee services consistent with current contractual agreements, Instances where prompt payment discounts can be obtained or late payment penalti when situation arises that City Manager approves. can be avoidedEa s H = Handwritten Early Release disbursements and/or adiustments approved by the City ly and/or Manacer. CHIEF FINANCIAL OFFICER: CITY MANAGERAa -51e DATE: / / DATE: i V DATE OF APPROVAL: AS OF 5119126 REGISTER # 21. Page 37 of 389 CITY OF EL SEGUNDO PAYMENTS BY WIRE TRANSFER 4/27/26 THROUGH 5/03/26 Date Payee 4/30/2026 Cal Pers 4/30/2026 Cal Pers 4/30/2026 Cal Pers 4/30/2026 Cal Pers 4/30/2026 Cal Pers 4/30/2026 Cal Pers 4/30/2026 Cal Pers 5/1/2026 Unum 4/20/26-4/26/26 Workers Comp Activity 4/20/26-4/26/26 Liability Trust - Claims 4/20/26-4/26/26 Retiree Health Insurance DATE OF RATIFICATION: 5/01/26 TOTAL PAYMENTS BY WIRE: Certified as to the accuracy of the wire transfers by: Treasury & Custome Services Manager Date Description 31,340.61 misc classic 2nd tier 27 55,441.06 safety police classic 1 st tier 28 34,130.41 safety fire PEPRA New 25020 58,501.07 safety police PEPRA New 25021 75,767.12 misc PEPRA New 26013 54,443.76 safety fire classic 30168 19,309.46 safety police classic 30169 179.90 Long Term Care Premium - May, 2026 19,784.79 Corvel checks issued/(voided) - Claim checks issued/(voided) - Health Reimbursment checks issued 348,898.18 Officer </ Date 61 Date Information on actual expenditures is available in the City Treasurer's Office of the City of El Segundo. 348,898.18 P:\City Treasurer\Wire Transfers\Wire Transfers 07-01-25 to 6-30-26.xlsx 5/1/2026 1/1 Page 38 of 389 City of El Segundo, CA ACCOUNTS PAYABLE WARRANT REPORT DATE: 04/30/2026 WARRANT: 043026 AMOUNT:$ 381,587.13 STATE OF CALIFORNIA COUNTY OF LOS ANGELES Information on actual expenditures is available in the Chief Financial officer's office in the City of E1 Segundo. I certify as to the accuracy of the Demands and the availability of fund for payment thereof. For Approval: Regular checks held for City council authorization to release. CODES: R = Computer generated checks for all non-emergency/urgency payments for materials, supplies and services in support of City operations For Ratification: A = Payroll and Employee Benefit checks CHIEF FINANCIAL OFFICER; CITY MANAGER: DATE: r� DATE: 6 /•1( v-& Report generated: 04/30/2026 13:26 Page 1 user: 131hharding Program ID: apwarrnt Page 39 of 389 City of El Segundo, CA 902j WARRANT SUMMARY WARRANT: 043026 04/30/2026 iACCOUNT ORG DESC ACCT DESC 001-501-1301-1-56260- GF Equipment 418.84 001-503-2101-1-56245- GF Employee E 6,050.00 001-503-2102-1-56204- GF Contractua 3,583.00 001-503-2401-3-56204- GF Contractua 5,000.00 001-504-0000-1-56310- GF Labor Nego 12,607.00 001-505-0000-0-10803- GF Inventory 18,403.38 001-505-0000-0-20200- GF ACI / P-Ca 76,432.28 001-505-0000-1-56214- GF Profession 1,284.31 001-505-0000-1-56216- GF GASB 87 Le 1,746.34 001-505-0000-1-56222- GF Lease Paym 27,820.47 001-505-2501-1-56201- GF Advertisin 336.00 001-505-2502-1-56214- GF Profession 14,175.00 001-505-2504-1-56214- GF Profession 1,629.00 001-506-0000-1-56214- GF Profession 4,629.48 001-506-0000-1-56217- GF Software M 34,058.64 001-507-0000-1-55221- GF Employee P 2,285.00 001-507-0000-1-56214- GF Profession 4,960.00 001-508-2403-2-56214- GF Profession 1,740.96 001-508-2405-3-56214- GF Profession 765.00 001-509-3101-2-54215- GF uniform Re 415.94 001-509-3101-2-55205- GF Operating 68.00 001-509-3101-2-56204- GF Contractua 4,085.96 001-509-3101-2-56208- GF Dues & Sub 500.00 001-509-3101-2-56212- GF Laundry & 352.66 001-509-3101-2-56214- GF Profession 646.00 001-509-3101-2-56226- GF Repairs & 861.25 001-510-3201-2-55205- GF operating 435.21 001-510-3202-2-55205- GF operating 6,457.32 001-510-3202-2-56209- GF Meetings & 313.00 001-510-3202-2-56251- GF Communicat 2,528.41 001-510-3204-2-54215- GF uniform Re 1,154.20 001-510-3204-2-56214- GF Profession 8,465.00 001-511-4202-7-55205- GF Operating 4,720.84 001-511-4202-7-56102- GF Electricit 1,218.39 001-511-4202-7-56212- GF Laundry & 140.63 001-511-4205-7-56102- GF Electricit 938.22 001-511-4206-6-56204- GF Contractua 6,686.55 001-511-4302-7-56102- GF Electricit 522.73 001-511-4601-1-55205- GF Operating 39.71 001-511-4601-1-55215- GF vehicle Ga 474.36 001-511-4601-1-56102- GF Electricit 870.27 001-511-4601-1-56224- GF vehicle Op 5,323.48 001-512-5102-8-54215- GF uniform Re 423.39 001-512-5102-8-55205- GF operating 2,984.53 001-512-5102-8-56102- GF Electricit 870.27 001-512-5102-8-56204- GF Contractua 47,957.00 001-512-5102-8-56212- GF Laundry & 143.56 001-512-5203-8-56204- GF Contractua 1,500.00 001-512-5204-8-55205- GF Operating 575.64 001-512-5204-8-56214- GF Profession 6,272.20 Report generated: 04/30/2026 13:26 Page user: 131hharding Program ID: apwarrnt Page 40 of 389 City of El Segundo, CA 90245 WARRANT SUMMARY WARRANT: 043026 04/30/2026 ACCOUNTORG DESC ACCT DESC 001-512-5205-8-55205- GF Operating 56.12 001-512-5208-8-56249- GF Fees & Lic 430.00 001-512-5210-8-56201- GF Advertisin 988.12 001-512-6101-8-55205- GF opperating 181.69 001-512-6102-8-56102- GF Electricit 6,003.81 001-512-6103-8-55505- GF Young Peop 1,114.01 001-511-2601-1-56102- PUBLIC WOR Electricit -33.82 FUND TOTAL .1• 109-509-3109-2-55205- AssetForfe Operating 1,241.84 109-509-3109-2-56223- AssetForfe Training & 3,825.00 FUND TOTAL 1.. :. 112-512-5293-7-56206- PropA Beach Citi 1,207.50 FUND TOTAL 1 / 126-510-3205-2-56214- CUPA Profession 815.04 FUND TOTAL 1 131-511-4101-6-88114- MeasureW other Impr 8,540.00 FUND TOTAL 1 11 501-000-7102-5-56201- Water Advertisin 199.09 501-000-7102-5-56204- Water Contractua 2,537.41 501-000-7102-5-56212- Water Laundry & 443.59 501-000-7102-5-56214- Water Profession 57.08 501-000-7102-5-56254- water Telephone 51.58 FUND TOTAL 502-000-4301-5-55205- Sewer Operating 1,088.15 502-000-4301-5-56102- Sewer Electricit 522.17 502-000-4301-5-56204- Sewer Contractua 3,652.40 502-000-4301-5-56208- Sewer Dues & Sub 251.00 502-000-4301-5-56212- Sewer Laundry & 99.05 502-000-4301-5-56214- Sewer Profession 85.62 502-000-4301-5-56226- Sewer Repairs & 1,622.40 FUND TOTAL 1 • 601-500-2901-1-88108- EquipRepla Capital/Co 12,700.00 601-500-3101-2-88117- EquipRepla Equipment 2,282.18 601-500-3202-2-88117- EquipRepla Equipment 4,956.68 FUND TOTAL • • : :. Report generated: 04/30/2026 13:26 user: 131hharding Page 8 Program ID: apwarrnt Page 41 of 389 City of El Segundo, CA 90245 WARRANT SUMMARY WARRANT: 043026 04/30/2026 ACCOUNTORG DESC ACCT DESC 602-500-2501-1-56214- GenLiab Profession 800.00 FUND TOTAL :11 11 ** END OF REPORT - Generated by Heather Harding ** Report generated: 04/30/2026 13:26 user: 131hharding Program to: apwarrnt Page 9 Page 42 of 389 City of El Segundo, CA 90245 ACCOUNTS PAYABLE WARRANT REPORT DATE: 04/30/2026 WARRANT STATE OF CALIFORNIA COUNTY OF LOS ANGELES 043026E AMOUNT:$ 17,839.14 information on actual expenditures is available in the Chief Financial Officer's office in the City of E1 Segundo. I certify as to the accuracy of the Demands and the availability of fund for payment thereof. For Approval: Regular checks held for City council authorization to release. CODES: R = Computer generated checks for all non-emergency/urgency payments for materials, supplies and services in support of City operations For Ratification: A = Payroll and Employee Benefit checks CHIEF FINANCIAL OFFICER: DATE: CITY MANAGER: DATE: Report generated: 04/30/2026 13:14 Page 1 user: 131hharding Program ID: apwarrnt Page 43 of 389 City of El Segundo, CA 90245 WARRANT SUMMARY WARRANT: 043026E 04/30/2026 ACCOUNT ORG DESC ACCT DESC 001-503-2101-1-55205- 001-503-2101-1-56245- 001-505-0000-0-10803- 001-506-0000-1-55205- 001-506-0000-1-55206- 001-509-3101-2-55205- 001-509-3101-2-56273- 001-510-3201-2-55205- 001-511-4101-7-55205- 001-512-5204-8-55205- 001-512-5213-8-56214- 001-512-6101-8-55205- 001-512-6102-8-55205- 001-512-6103-8-55205- 001-512-6103-8-55505- 001-512-6103-8-55507- 001-512-6104-8-55205- 001-511-2601-1-55205- 120-509-3101-2-88117- 502-000-4301-5-56208- GF operating 338.82 GF Employee E 68.01 GF Inventory 548.86 GF Operating 304.28 GF Computer S 2,736.08 GF Operating 128.85 GF In -Custody 1,563.60 GF Operating 251.45 GF Operating 702.12 GF operating 649.70 GF Profession 5,457.48 GF operating 9.59 GF operating 208.16 GF Operating 54.22 GF Young Peop 13.55 GF School Lib 25.79 GF Operating 407.20 PUBLIC WOR operating 3,344.97 FUND TOTAL COPS Equipment 907.41 FUND TOTAL •1 Sewer Dues & Sub 119.00 FUND TOTAL • 11 WARRANT SUMMARY TOTAL 17,839.14 ** END OF REPORT - Generated by Heather Harding ** Report generated: 04/30/2026 13:14 user: 131hharding Program ID: apwarrnt Page 3 Page 44 of 389 City Council Agenda Statement E L S E G U N D O Meeting Date: May 19, 2026 Agenda Heading:Consent Item Number: B.5 TITLE: Contract Award to J & L Building Maintenance Services, LLC for Janitorial Services for City Buildings and Facilities RECOMMENDATION: Authorize the City Manager to execute an agreement with J & L Building Maintenance Services, LLC (J & L) for a term of (3) three years, with two (2) optional one-year renewal periods for janitorial services. 2. Approve an initial annual contract amount of $324,038, plus a contingency allocation of $10,000 per year for special City events, adjustments for annual CPI and minimum wage increases. 3. Alternatively, discuss and take other action related to this item. FISCAL IMPACT: Contract award to J & L Building Maintenance Services, LLC costs are $324,038, plus a $10,000 contingency, per year with an annual CPI increase not to exceed 3%, and a minimum wage increase not to exceed 3%, only if the minimum wage increases exceed the CPI increase. While the full amount is included in the Proposed FY 2026-27 Budget, the contract start date of June 1, 2026, falls within FY 2025-26. The one -month cost for FY 2025-26 will be covered by departmental budgetary savings. No additional appropriation is needed at this time. Source of funding: Account # 001-511-2601-1-56204 (Government Buildings - Contractual Services) BACKGROUND: In 2023, proposals were sought for janitorial maintenance services for City buildings and facilities. The contract was awarded to Coastal Building Services, Inc. for a three-year term, expiring on January 31, 2026. However, due to several inadequacies in service, the City and the vendor mutually agreed to cancel this contract on December 31, 2025. Page 45 of 389 Contract Award for Janitorial Services May 19, 2026 Page 2 of 3 The annual cost for Coastal Building Services, Inc.'s services was $287,757. To ensure that the City is receiving competitive rates and services, staff solicited proposals from other vendors. On January 13, 2026, the City publicly advertised a Request for Proposals (RFP #26-01) for janitorial services, covering a three-year term with two optional one-year renewals. DISCUSSION: On February 25, 2026, the City received and opened the following thirteen (13) vendor submittals in response to the RFP. Ecobrite Services LLC ServiceLeader LLC NMS Management, Inc. JJ Property Maintenance Network, Inc. Allied Universal Janitorial Services Santa Fe Janitorial Maintenance Services, Inc Premier Property Preservation, LLC PJ Cephas Corporation DG Prime Solutions LLC CCS Facility Services LLC J & L Building Maintenance Services, LLC Ultimate Maintenance Services, Inc. Jonco Enterprises Inc. $305,188.48 $336,886.51 $567,692.03 $359,157.06 $598,553.56 $581,973.08 $559,154.00 $308,216.64 $548,164.00 $371,479.00 $324,028.00 $1,093,314.00 $365,452.47 The proposal from Jonco Enterprises Inc. was rejected as the submitter failed to attend the mandatory pre -bid walk-through. Each proposal was evaluated by a panel consisting of City staff. This evaluation was based on the criteria listed in the RFP consisting of qualifications and experience in providing janitorial services, demonstrated resources, reasonableness of cost, and conformance with the terms of the RFP. At the conclusion of the evaluation process, J & L Building Maintenance Services, LLC (J & L) achieved the highest score and was selected by the panel. Staff checked the references of J & L and found the performance of their work to be satisfactory. J & L has provided janitorial services since 2006 and has successfully completed similar work in the past. Staff respectfully recommends that the City Council authorize executing a three-year with two, one-year optional renewals agreement with J & L Building Maintenance Services, LLC to provide janitorial services, in a form approved by the City Attorney with Page 46 of 389 Contract Award for Janitorial Services May 19, 2026 Page 3 of 3 an initial annual cost of $324,028 plus a contingency allocation of $10,000 per year for special City events, and adjustments for annual CPI and minimum wage increases. CITY STRATEGIC PLAN COMPLIANCE: Goal 1: Develop and Maintain Quality Infrastructure and Technology Strategy A: Seek opportunities to implement and expedite the projects in the Capital Improvement Program and ensure that City -owned infrastructure is well maintained, including streets, entryways, and facilities. PREPARED BY: Erica Miramontes, Senior Management Analyst REVIEWED BY: Elias Sassoon, Public Works Director APPROVED BY: Barbara Voss, Deputy City Manager ATTACHED SUPPORTING DOCUMENTS: 1. RFP 26-01 Vicinity Map - Janitorial Services 2. RFP 26-01 Location Map - Janitorial Services Page 47 of 389 k:LSEGUNUO Vicinity Map Janitorial Services I�—' �mpenal live �••-- I E W al nut Av, I E Sycamore A. dWay AN+°° I E Maple Ave _ El Srgundo I N Mph Vf j o N c a Sc hoot E Manposa Av, v j A > 7 Q 0o H o — _ (*cre Alon j El Segundo Part ' ' 3 -- rn E Grand Ave O Z �W Grand Ave o R F j 0 E Franklin Ave Y = C a — •--•-----•� t E EI Segundo Blvd Raytheon Space S�fbms O V ih a tjogp � t Plaza E I -�,••• Sapurxk, ��..�. .. ................ .......................... A �O D 9 35th St N� 9 V � � L � C• u V _i C O Q Lenno W tttth St ldddk Sc hoo 1 - Vf ! 7 � J � C Z 1 M 1{ N L o s A ngek• 1 AI, Force Rage 11.1Au E El Segt dtrBhd f _ I N N 41 0 I I I I i u QC O Z IL fly Hp 6,018.7 1 1 0 3,009.33 6,018.7 Feet DISCLAIMER: The information shown on this map was compiled from different GIS sources. The land base and facility information on this map is for display purposes only and should not be relied upon without independent verification as to its accuracy. The City of El Segundo will not be held responsible for any claims, losses or damages resulting WGS_1984_Web _Mercator _Auxiliary_Sphere from the use of this map. Page 48 of 389 LOCATION MAP ACACIA AVE ❑ ❑ y ACACIA AVE WALNUT 3 AVE ❑ WALNUT RED g SYCAMORE AVE 1 Ov�/ ❑ SYCAMORE AVE MAPLE 8 AVE ❑ ❑ MAPLE AVE 04K w a RENE � AVE 04K AVE u PALM AVE g PALM AVE PALM AVE _ ELEM CM O nn ELEM PARK AVE GEE N ❑ D SCHOOL MAR POS4 AVE I-J L� SCHOOL MARIPOSA PINE 0 nn nn nn nn nn nn n 0 0 0 0 o AVE rc 0 nn nn nn nn nn nn PARK MIDDLE 0 0 3 0 HOLLY A RECREA;ION HOLLY AVE > F - o DEPT ❑ ❑ SCHOOL GRAND D Ar �s� o000o a �nnnnnnnn nn n p nnnnnnnn s nn❑ �000 N.-IN AVE ii BnEn EOnTn� Ain n nn nnnnnnn EDnnn • ELSEGUNDO CITY OF EL SEGUNDO FACILITIES No. Facility 1 Lifeguard Station 2 El Segundo City Library 3 City Hall 4 Police Station 5 Fire Department Station 1 6 Gordon Clubhouse 7 Checkout Building (401 Sheldon) 8 Joslyn Center 9 Joslyn Elevator 10 Teen Center 11 Water Yard 12 Hilltop Park Pool 13 Camp Eucalyptus (641 California) 14 Maintenance Yard 15 Campus El Segundo 16 Wiseburn Aquatic Center 17 Urho Saari Swim Stadium AVE 'ME A SrE�E�soN �7 w�� EORF,E�aRE„ HOLLY AVE \9J 10 City of FCSegundo RECREATION PARK GIANI AVI FACILITIES Page 43 of 389 City Council Agenda Statement F I, F G t I) O Meeting Date: May 19, 2026 Agenda Heading:Consent Item Number: B.6 TITLE: Notice of Completion for Concrete Improvements Project, Project No. PW 25-10 RECOMMENDATION: Accept the Concrete Improvements Project, Project No. PW 25-10 completed by CJ Concrete Construction, Inc. as complete. 2. Authorize the City Clerk to file a Notice of Completion with the County Recorder's Office. 3. Alternatively, discuss and take other action related to this item. FISCAL IMPACT: Included in Adopted FY 2025-26 Budget Amount Budgeted: $200,000 Additional Appropriation: None Account Number(s): 106-511-4101-7-88606 (Sidewalk Repair— Gas Tax Fund) BACKGROUND: On November 4, 2025, City Council awarded a standard Public Works Construction Contract to CJ Concrete Construction, Inc. in the amount of $99,612 and authorized an additional $30,000 as contingency funds for potential unforeseen conditions. The project involved repairing defective sidewalks, curbs, and gutters citywide to enhance public safety, optimize drainage, and install ADA-compliant curb ramps. DISCUSSION: Construction began on February 5, 2026, and was completed by CJ Concrete Construction, Inc. on March 25, 2026. During this process, additional locations throughout the City were identified for necessary repairs and incorporated into the project as a change order. This work included removal and replacement of sidewalks on Page 50 of 389 Concrete Improvements Project PW 25-10 May 19, 2026 Page 2 of 2 Holly Ave. and Nash Ave., as well as new ADA-compliant curb ramps at the intersection of Washington St. and E Mariposa Ave. These additions resulted in a single change order #1 for $17,010, bringing the total project cost to $116,622. Staff respectfully recommends that City Council accept the work performed by CJ Concrete Construction, Inc. for the Concrete Improvements Project, and authorize the City Clerk to file a Notice of Completion with the County Recorder's office. The unspent budgeted funds will return to the source account. CITY STRATEGIC PLAN COMPLIANCE: Goal 1: Develop and Maintain Quality Infrastructure and Technology Strategy A: Seek opportunities to implement and expedite the projects in the Capital Improvement Program and ensure that City -owned infrastructure is well maintained, including streets, entryways, and facilities. PREPARED BY: Eric Brown, Associate Engineer REVIEWED BY: Elias Sassoon, Public Works Director APPROVED BY: Barbara Voss, Deputy City Manager ATTACHED SUPPORTING DOCUMENTS: 1. Vicinity Map PW 25-10 2. Location Map PW 25-10 3. Notice of Completion PW 25-10 Page 51 of 389 E'LSEGUNDO Vicinity Map PW 25-10: FY 2025-26 Concrete Improvements Project W 111th St t Im erialAve� � re1•f'�ftr �.._..� - - "F'tr+�Pbrta��tiap.•Ce�t4ry. �.- EWaInutAve �. hv��LkWaY vl - E SycamoreAve A c e.1 -1 a A— 1 � a' _N 0 sAngeles � m- Force Base gelAire r -Vd El Segttttty Stud f 1 0A6e8rd/t®s4 N O O is 35th St N r3 y r r O c E a m o 27th St V IL eA"e JkIlage ` Marine G, Avenw 3 PdarineAve Park Lennox MKid lee School ine A 6,018.7 1 1 0 3,009.33 6,018.7 Feet DISCLAIMER: The information shown on this map was compiled from different GIS EOsources. The land base and facility information on this map is for display purposes only and should not be relied upon without independent verification as to its accuracy. The City of El Segundo will not be held responsible for any claims, losses or damages resulting WGS_1984_Web _Mercator _Auxiliary_Sphere from the use of this map. Page 52 of 389 Location Map ��Ecu.i�o PW 25-10: FY 2025-26 Concrete Improvements Project r.dbM LLW------..._.._..._.._.._:: .P�il�_......._. — F Imperial Ave ��..-----.._..�..__.„ •�n.�r.,;l. E Maple Ave El Seg u nclo cr High Sc hurl c * • j El Segundo jW GranAve - - - • Recreation Park • r N c a E Wal nut Ave I .�i A�oodWay E Sy camore Ave ,! `I U) i E Mariposa Ave s Q� E Grand Ave c * M =- - z E Franklin Ave u3 E EI Segundo Blvd Chevron Raytheon Space Employee Park and A it Err ne SySte ms T he Lake golf Courses c: 0 .W Lo L v� sn ra No Scale DISCLAIMER: The information shown on this map was compiled from different GIS sources. The land base and facility information on this map is for display purposes only and should not be relied upon without independent verification as to its accuracy. The City of El Segundo will not be held responsible for any claims, losses or damages resulting WGS_1984_Web—Mercator _Auxiliary_Sphere from the use of this map. vspqundo 4- Manhattan Legend — City boundary Concrete repair locations Notes Recording Requested by and When Recorded Mail To: City Clerk, City Hall 350 Main Street El Segundo, CA 90245 NOTICE OF COMPLETION OF CONSTRUCTION PROJECT Project Name: FY 25-26 Concrete Improvements Project Project No.: PW 25-10 Contract No. 7458 Notice is hereby given pursuant to State of California Civil Code Section 8180 et seq that: The undersigned is an officer of the owner of the interest stated below in the property hereinafter described. 2. The full name of the owner is: City of El Segundo 3. The full address of the owner is: City Hall, 350 Main Street, El Segundo, CA, 90245 4. The nature of the interest of the owner is: Public Facilities 5. A work of improvement on the property hereinafter described was field reviewed by the City Engineer on March 26, 2026. The work completed was concrete improvements at various locations. 6. On May 5,2026, City Council of the City of El Segundo accepted the work of this contract as being complete and directed the recording of this Notice of Completion in the Office of the County Recorder. 7. The name of the Contractor for such work of improvement was CJ Concrete Construction, Inc. 8. The property on which said work of improvement was completed is in the City of El Segundo, County of Los Angeles, State of California, and is described as follows: various public property sidewalks, curbs, gutters, driveway approaches, and curb ramps. 9. The street address of said property is: N/A. Dated: City of El Segundo Elias Sassoon Public Works Director VERIFICATION I, the undersigned, say: I am the Director of Public Works/City Engineer of the City El Segundo, the declarant of the foregoing Notice of Completion; I have read said Notice of Completion and know the contents thereof; the same is true of my own knowledge. I declare under penalty of perjury the foregoing is true and correct. Executed on , 2026 at El Segundo, California. City of El Segundo Elias Sassoon Public Works Director Page 54 of 389 City Council Agenda Statement F I, F G t I) O Meeting Date: May 19, 2026 Agenda Heading:Consent Item Number: B.7 TITLE: Contract Award for the Phase 2 City Hall HVAC Improvements Project RECOMMENDATION: Authorize the City Manager to execute a standard Public Works contract with Pardess Air, Inc. in the amount of $610,000 for the Phase 2 City Hall HVAC Improvements Project No. PW 25-18 and authorize an additional $90,000 as contingency funds for potential unforeseen conditions. 2. Alternatively, discuss and take other action related to this item. FISCAL IMPACT: Amount Budgeted in FY 2025-26: $700,000 Additional Appropriation: No Account Number(s): 301-511-4101-1-88400 (Citywide HVAC) BACKGROUND: The El Segundo City Hall building was constructed in 1955. Heating and cooling for the building is mainly provided by two large capacity air handling units which are equipped with heating and cooling elements. These units are located on the top of the roof and are recommended to receive the necessary upgrades. The HVAC project was split into two phases. Phase 1 involved the replacement of handling units located on the north-west side of the building. Work was completed on April 16, 2025, and accepted by the City Council on July 1, 2025, at a final construction cost of $717,938. Phase 2 will replace the unit on the east side of the building and include a unit for the media room. On February 17, 2026, City Council adopted a resolution to approve plans and specifications for the replacement of the Phase 2 City Hall HVAC Improvements Project, No. PW 25-10 and authorized staff to advertise the project for bids. Page 55 of 389 Phase 2 City Hall HVAC Improvements Project May 19, 2026 Page 2 of 2 DISCUSSION: The City Clerk received and opened the following four bids on April 15, 2026: 1. Estate Design and Construction, Inc. $640,000.00 2. ACCO $787,040.00 3. Pardess Air, Inc $610,000.00 4. Norse $1,070,000.00 Staff checked references and the contractor's license status and found the performance of their work to be satisfactory. Pardess Air, Inc. has successfully completed similar projects for other public agencies. With Council's authorization, the Phase 2 City Hall HVAC Improvements are scheduled to begin in May 2027, with substantial completion by July 2027. This timeline accounts for a one-year procurement lead time for the unit. CITY STRATEGIC PLAN COMPLIANCE: Goal 1: Develop and Maintain Quality Infrastructure and Technology Strategy A: Seek opportunities to implement and expedite the projects in the Capital Improvement Program and ensure that City -owned infrastructure is well maintained, including streets, entryways, and facilities. PREPARED BY: Eric Brown, Associate Engineer REVIEWED BY: Elias Sassoon, Public Works Director APPROVED BY: Barbara Voss, Deputy City Manager ATTACHED SUPPORTING DOCUMENTS: 1. Vicinity Map 2. Location Map Page 56 of 389 ELSEGUVUO PW 25-18: Phase 2 City Hall HVAC Improvements Project Vicinity Map W 104th St World WO W SCLJntPttLdlttrUt.—...OPl-----••—• Century f-f•hnPIN ................... I' ...----•--. r�f-+fury..—..t j I •I E Maple Ave I El SW ndc _ N y A Hgh $ch l N ' I E y E Mar iposaAve � Z !—..1 C, > I 2 li( r*Qtion V N 0 �e, N N Z `---, N ` El Stl+guntio E Grand Ave ' z Los Angs6. ;W Grand Ave Ate Fora I v E Franklin Ave Y < li-i A je a a CL 0 ......... E El Segundo Qlvd----+ p4mythwn SPACa art! 1 S, Airborne SilsMms j t he Lakes •�. 1 I � � 'R o � I ti .�,.•. ! .bat El O � 0 �••i 6"undo d5s�1 N 43c � ►1S�s�'� r7 N I ..—..—..—..—..—..— .............. —.. ----..—..—..—......j Lenny Mdd6 Sc hoo t4a F1iq 6,018.7 0 3,009.33 6,018.7 Feet DISCLAIMER: The information shown on this map was compiled from different GIS sources. The land base and facility information on this map is for display purposes only and should not be relied upon without independent verification as to its accuracy. The City of El Segundo will not be held responsible for any claims, losses or damages resulting WGS_1984_Web—Mercator _Auxiliary_Sphere from the use of this map. ELSEGUNDO PW 25-18: Phase 2 City Hall HVAC Improvements Project Location Map 11 Ai Hall Police Station Fire Station 1 Public Parkiril 19'd Grand Ave W Grand Ave (11.1 E Holly Ave F'ubhc F'irl.irnl 22.5 —_'- aA Goa rd S r13C F 376.2 0 188.08 376.2 Feet DISCLAIMER. The information shown on this map was compiled from different GIS sources. The land base and facility information on this map is for display purposes only and should not be relied upon without independent verification as to its accuracy. The City of El Segundo will not be held responsible for any claims, losses or damages resulting WGS_1984_Web—Mercator _Auxiliary_Sphere from the use of this map. Page 58 of 389 City Council Agenda Statement F I, I, G t ?� I) O Meeting Date: May 19, 2026 Agenda Heading:Consent Item Number: B.8 TITLE: Resolution to Adopt the FY 2026-27 Pavement Rehabilitation Project (PW 26-04) Funded by Senate Bill 1 RECOMMENDATION: 1. Adopt a resolution identifying the street rehabilitation project to be funded with SB 1, "Road Repair and Accountability Act" fund for FY 2026-27. 2. Alternatively, discuss and take other action related to this item. FISCAL IMPACT: To be included in the proposed FY 2026-27 Budget. Amount Budgeted: $450,000 Additional Appropriation: None at this time. Account Numbers: 128-511-4101-7-88383 (SB1 Expenditure) Other transportation funds as needed BACKGROUND: The Public Works Department administers a five-year (2021-2025) Pavement Management Program (PMP) to ensure public health and safety, and to effectively manage the integrity of the City's roadway system. Based on existing records, conditions and field verification, the PMP assigns a Pavement Condition Index (PCI) to all City roadway segments on a scale of 0-100, with 100 representing a surface condition similar to new pavement. Roadway segments with scores below 75 require some type of preventive maintenance. This maintenance action can range from a slurry seal to an overlay to complete reconstruction, depending on the roadway condition. The goal is to increase the citywide average PCI score from 73 at the beginning of FY 2021-22 to 75 at the end of FY 2025-26, given the limitations of available funding. In FY 2025-26, the pavements in El Segundo were reevaluated and determined to have a current PCI of 78, largely due Page 59 of 389 FY 2026-27 Pavement Rehabilitation Project (PW 26-04) May 19, 2026 Page 2 of 3 to the El Segundo Boulevard Improvement project which increased the PCI. The current goal is to continue to increase the citywide average PCI score from 78 to 82 in FY2029- 30. Senate Bill 1 (SB 1), the "Road Repair and Accountability Act" signed into law on April 28, 2017, provides funding to repair roads, freeways and bridges in California communities, split equally between the state and local governments. The SB 1 "Road Maintenance and Rehabilitation Account" (RMRA) funds are provided by voter - approved increases in gasoline and diesel excise taxes; the diesel sales tax; and vehicle fees, which went into effect on November 1, 2017. Prior to receiving its portion of RMRA funds from the State Controller in FY 2026-27 in the estimated amount of $485,777, the City must submit to the California Transportation Commission (CTC) a list of projects proposed to be funded with RMRA funds pursuant to an adopted City resolution by July 1, 2026. The project list must include a description and the location of each proposed project, a proposed schedule for each project's completion, and the estimated useful life of the improvement. The RMRA funds shall be used to subsequently pay invoices for the adopted project(s). An expenditure report must also be submitted to the CTC for their records and auditing purposes. DISCUSSION: Based on the Pavement Management Program, the Smoky Hollow area of the City has been identified as in need of pavement rehabilitation using the FY 2026-27 RMRA funds. The Smoky Hollow Commercial/Residential Quadrant, bordered by Main Street, El Segundo Boulevard, Pacific Coast Highway, and East Grand Avenue, consists of 2- inch grind and overlay, as well as slurry sealing treatment of the asphalt concrete for specific streets. The project is anticipated to start in January 2027 and be completed in June 2027. Staff respectfully requests that City Council approve the recommended actions as noted. CITY STRATEGIC PLAN COMPLIANCE: Goal 1: Develop and Maintain Quality Infrastructure and Technology Strategy A: Seek opportunities to implement and expedite the projects in the Capital Improvement Program and ensure that City -owned infrastructure is well maintained, including streets, entryways, and facilities. Strategy D: Improve mobility and transportation throughout the City. Page 60 of 389 FY 2026-27 Pavement Rehabilitation Project (PW 26-04) May 19, 2026 Page 3 of 3 PREPARED BY: Cheryl Ebert, City Engineer REVIEWED BY: Elias Sassoon, Public Works Director APPROVED BY: Barbara Voss, Deputy City Manager ATTACHED SUPPORTING DOCUMENTS: Resolution - FY 2026-27 SB1 Funds Adoption PW 26-04 Page 61 of 389 RESOLUTION NO. RESOLUTION TO ADOPT PROJECT PW 26-04, SMOKY HOLLOW COMMERCIAL/RESIDENTIAL QUADRANT BORDERED BY MAIN STREET, EL SEGUNDO BOULEVARD, PACIFIC COAST HIGHWAY, AND EAST GRAND AVENUE, PAVEMENT REHABILITATION TO BE FUNDED BY SB 1: THE ROAD REPAIR AND ACCOUNTABILITY ACT OF 2017 The City Council of the City of El Segundo does resolve as follows: SECTION 1: The City Council finds and declares as follows: A. Senate Bill 1 (SB 1), the Road Repair and Accountability Act of 2017 (Chapter 5, Statutes of 2017) was passed by the Legislature and Signed into law by the Governor in April 2017 to address the significant multi -modal transportation funding shortfalls statewide; and B. SB 1 includes accountability and transparency provisions that will ensure the residents of El Segundo are aware of the projects proposed for funding in our community and which projects have been completed each fiscal year; and C. The City of El Segundo must adopt by resolution a list of projects proposed to receive fiscal year funding from the Road Maintenance and Rehabilitation Account (RMRA), created by SB 1, which must include a description and the location of each proposed project, a proposed schedule for the project's completion, and the estimated useful life of the improvement; and D. The City of El Segundo, will receive an estimated $485,777 in RMRA funding in Fiscal Year 2026-27 from SB 1; and E. Receiving SB 1 funding and will enable the City of El Segundo to continue essential road maintenance and rehabilitation projects, safety improvements, repairing and replacing aging bridges, and increasing access and mobility options for the traveling public that would not have otherwise been possible without SB 1; and F. The City of El Segundo has undergone a robust public process to ensure public input into our community's transportation priorities/the project list; and 1 Page 62 of 389 G. The City of El Segundo used a Pavement Management System to develop the SIB 1 project list to ensure revenues are being used on the most high -priority and cost-effective projects that also meet the community's priorities for transportation investment; and H. The funding from SB 1 will help the City of El Segundo maintain and rehabilitate roadways in the Smoky Hollow Commercial/ Residential quadrant, bordered by Main Street, El Segundo Boulevard, Pacific Coast Highway, and East Grand Avenue in a future fiscal year; and I. The 2023 California Statewide Local Streets and Roads Needs Assessment found that the City of El Segundo's streets and roads are in a fair condition and this revenue will help us increase the overall quality of our road system and over the next decade will bring our streets and roads into a good condition; and J. The SIB 1 project list and overall investment in our local streets and roads infrastructure with a focus on basic maintenance and safety, investing in complete streets infrastructure, and using cutting -edge technology, materials and practices, will have significant positive co -benefits statewide. SECTION 2: The City Council finds that the foregoing recitals are true and correct, and adopts the following list of newly proposed forecasted projects which will be funded in - part or solely with Fiscal Year 2026-27 Road Maintenance and Rehabilitation Account revenues: The Smoky Hollow Commercial/Residential Quadrant bordered by Main Street, Ell Segundo Boulevard, Pacific Coast Highway, and East Grand Avenue consists of 2-inch grind and overlay, as well as slurry sealing treatment of the asphalt concrete for specific streets. The project is anticipated to start in January 2027, be complete in June 2027, and is expected to extend pavement for at least 10 years. SECTION 3: Construction. This Resolution must be broadly construed in order to achieve the purposes stated in this Resolution. It is the City Council' s intent that the provisions of this Ordinance be interpreted or implemented by the City and others in a manner that facilitates the purposes set forth in this Resolution. SECTION 4: Severability. If any part of this Resolution or its application is deemed invalid by a court of competent jurisdiction, the City Council intends that such invalidity will not affect the effectiveness of the remaining provisions or applications and, to this end, the provisions of this Ordinance are severable. SECTION 5: The City Clerk is directed to certify the adoption of this Resolution, record Page 63 of 389 this Resolution in the book of the City's s original resolutions, and make a minute of this adoption of the Resolution in the City Council' s records and the minutes of this meeting. SECTION 6: This Resolution will become effective immediately and will remain effective unless repealed or superseded. PASSED AND ADOPTED this 191" day of May, 2026. Chris Pimentel, Mayor ATTEST: STATE OF CALIFORNIA ) COUNTY OF LOS ANGELES ) SS CITY OF EL SEGUNDO ) I, Susan Truax, City Clerk of the City of El Segundo, California, do hereby certify that the whole number of members of the City Council of said City is five; that the foregoing Resolution No. was duly passed and adopted by said City Council, approved and signed by the Mayor of said City, and attested to by the City Clerk of said City, all at a regular meeting of said Council held on the day of 2026, and the same was so passed and adopted by the following vote: AYES: NOES: ABSENT: ABSTAIN: Susan Truax, City Clerk APPROVED AS TO FORM: Mark D. Hensley, City Attorney 3 Page 64 of 389 City Council Agenda Statement F I. F. G t I) O Meeting Date: May 19, 2026 Agenda Heading:Consent Item Number: B.9 TITLE: Waiver of El Segundo Municipal Code Section 10-1-4(c) to Allow Alcohol at Recreation Park for the Kiwanis Roller Skating Pop-up Fundraiser RECOMMENDATION: Approve request to waive El Segundo Municipal Code Section 10-14(c) to allow alcohol at Recreation Park for the Kiwanis Roller Skating Pop-up Fundraiser on Saturday, August 15, 2026. 2. Alternatively, discuss and take other action related to this item. FISCAL IMPACT: None. BACKGROUND: The El Segundo Kiwanis Club, a local non-profit organization, has requested to host a "Beer Garden" at their Roller Skating Fundraiser on Saturday, August 15, 2026. The request is to sell alcohol near Recreation Park's Hockey Rink. Kiwanis is proposing a two-hour skating session for kids of all ages from 4:00-6:00 pm., followed by a 21-and- over evening event with adult beverages from El Segundo Brewery from 6:30-9:30pm. The El Segundo Kiwanis Club is requesting that the City Council waive El Segundo Municipal Code section 10-1-4(c) to allow alcohol in a public park for this event. Kiwanis would be required to comply with California Department of Alcohol Beverage Control (ABC) regulations and obtain an ABC permit. DISCUSSION: The first -ever Roller Skating Fundraiser event is proposed to take place in El Segundo's Recreation Park. The proposed "Beer Garden" would be located at the covered picnic area above Tennis Court 3 or on the South side of the Hockey Rink. The Beer Garden will be enclosed by barricades and follow any recommendations from El Segundo Police Page 65 of 389 Waiver of El Segundo Municipal Code Section 10-1-4(c) to Allow Alcohol at Recreation Park for the Kiwanis Roller Skating Pop-up Fundraiser May 19, 2026 Page 2 of 2 Department to ensure safety and supervision. A proposed event map is attached (Attachment 1). The event is scheduled to run from 4:00-10:00 pm. Staff will continue to coordinate with James Fenton of the El Segundo Kiwanis Club regarding the event logistics. El Segundo Municipal Code 10-14(c) prohibits the consumption or possession of intoxicating liquor on any street, sidewalk or parkway, park, playground, or in any public place that is not licensed for liquor consumption, which includes Recreation Park. Recreation Park has not previously received a waiver for alcohol consumption. In the past, locations such as Library Park, the Fire Station parking lot, and closed streets in business areas have received approval for similar requests. The event organizers must also comply with the California Department of Alcoholic Beverage Control (ABC) permit requirements. Therefore, City Council action is required and requested to authorize the proposed allowance of alcohol for this event. CITY STRATEGIC PLAN COMPLIANCE: Goal 5: Champion Economic Development and Fiscal Sustainability Strategy D: Implement community planning, land use, and enforcement policies that encourage growth while preserving El Segundo's quality of life and small-town character. PREPARED BY: Linnea Palmer, Recreation Manager REVIEWED BY: Aly Mancini, Recreation, Parks, and Library Director APPROVED BY: Barbara Voss, Deputy City Manager ATTACHED SUPPORTING DOCUMENTS: Proposed Event Map Page 66 of 389 Google Maps 5/5/26, 9:38 AM Google Maps )ental ® �i j1aimeI,a,ueria & Breakfast Burritos mai II`j ChargePoint �- -- Charging Station -ElSegundo Police Department ® El Segundo Fire �% Dept. Station 1 . Map for Roller Skating @9 OW Illlllllr L MM ��r, 9 PIIDO awe 19 PODO Glen Q pbo Iwo Q George E. Gordon q Clubhouse O EI Segundo Parks & Q/ Recreation Picnic Area 1' U George Brett Field g El Segundo Parks ' & Recreation - Park offering lots of spans facilities Stevenson Field 0 El Segundo O Tennis Courts \/ 0, Park Vista O El Segundo Lawn Bowling Q / Pickleball courts w Inline Hockey Rink Joslyn Center Q — D g � Google Maps BSA Troop 773 l^ EI Segundo \/ ;i 0N Map data @2026 Google 100 ft Q PBoo G.lc https://www.googIe.com/maps/@33.9212464,-118.4119188,18z?authuser=0&entry=ttu&g_ep=EgoyMD12MDQy0S4wIKXMDSoASAFQAw°/a3D°/a3D Page 1 of 1 Page 67 of 389 City Council Agenda Statement F I, F G t ?� I) O Meeting Date: May 19, 2026 Agenda Heading:Consent Item Number: B.10 TITLE: Construction Contract Award for the Sports Court Surface Improvements at Recreation Park, Project No. 26-06 RECOMMENDATION: Authorize the City Manager to execute a standard Public Works Construction Contract with SoCal Sports Surfaces, Inc. for Sports Court Surface Improvements at Recreation Park, Project No. PW 26-06, in the amount of $113,100; approve select alternate bid items in the amount of $47,000, for a total construction contract amount of $160,100; and authorize an additional $10,000 in contingency funds for potential unforeseen conditions. 2. Alternatively, discuss and take other action related to this item. FISCAL IMPACT: Included in the adopted FY 2025-26 Budget. Amount Budgeted: $300,000 Additional Appropriation: None Account Number(s): 301-511-4101-1-88421 In FY 2025-26, $1,200,000 was adopted as part of the Capital Improvement Programs budget for the Repair of Distressed Walls and Surfaces, PW 25-05. In January 2026, the project was awarded to a contractor for $748,980 with an additional contingency of $150,000. With a remaining budget of $300,000, there are sufficient funds to complete the proposed Sports Court Surface Improvements Project, Project No. 26-06. BACKGROUND: Recreation Park is a heavily utilized public facility that provides multiple active recreational amenities, including pickleball, tennis, volleyball, paddle tennis, basketball, and handball courts that experience consistent daily use. These courts support a wide Page 68 of 389 Construction Contract Award for the Sports Court Surface Improvements at Recreation Park, Project No. 26-06 May 19, 2026 Page 2 of 4 range of recreational activities and are among the most frequently used amenities within the park. Over time, the court surfaces have exhibited visible cracking, wear, and surface deterioration typical of aging recreational facilities. These conditions affect playability, user safety, and the overall appearance of the courts. In preparation for the upcoming court improvements, Recreation staff evaluated Fiscal Year 2024-25 court usage and revenue data to assess facility demand and utilization. Based on this analysis, multiple court repainting configurations were developed and presented to the Recreation and Parks Commission for consideration. Following review, the Commission recommended implementing dual striping on tennis courts 1 and 2 and redesignating the volleyball courts to prioritize pickleball striping while maintaining multi- use functionality. This approach is intended to improve the efficiency and safety of shared court use, respond to increasing demand for pickleball, and maintain a balanced allocation of recreational space for all user groups. As part of the City's ongoing capital improvement efforts, Public Works Project No. 25- 05 for the Repair of Distressed Walls and Surfaces at Recreation Park, was initiated to address needed improvements at various locations throughout Recreation Park, including crack repairs on the court surfaces. While this work addresses the underlying surface conditions, it does not include the surface restoration, coating, or striping necessary to return the courts to a uniform and finished condition. Staff identified the need for additional work consisting of court surface preparation, resurfacing, and repainting across multiple recreational courts, including pickleball, tennis, volleyball, paddle tennis, basketball, and handball facilities, as well as installation of spectator separation fencing improvements. This work is intended to restore the court surfaces to a uniform and finished condition following the crack repairs being completed under Project No. 25-05. DISCUSSION: Public Works staff obtained four quotes for the Sports Court Surface Improvements Project. Quotes were solicited in accordance with the informal bidding procedures outlined in El Segundo Municipal Code §1-7C-4, which allows for informal procurement of public works projects under $220,000, with City Council authorization required for awards exceeding $75,000. Quotes were received as follows: 1. Triad Pacific, Inc. $102,430 2. SoCal Sports Surfaces, Inc. $113,100 Page 69 of 389 Construction Contract Award for the Sports Court Surface Improvements at Recreation Park, Project No. 26-06 May 19, 2026 Page 3 of 4 3. CH Court Tech, Inc. $135,000 4. Trueline Construction & $176,920 Surfacing, Inc. Following submittal, Triad Pacific, Inc. notified the City of its decision to withdraw its bid from consideration. As a result, staff proceeded to evaluate the remaining bidders in accordance with the City's procurement procedures. Based on this evaluation, staff determined that SoCal Sports Surfaces, Inc. is the lowest responsive and responsible bidder and that the proposed pricing is reasonable for the scope of work and current market conditions.The base bid of $113,100 (excluding crack repair) provides comprehensive resurfacing and striping improvements across the identified court areas. In addition to the base scope, staff recommends inclusion of select alternate bid items to enhance durability, functionality, and overall usability of the courts. These include replacement of existing surface -mounted net posts at Pickleball Courts 5-8 with core - drilled net systems and center straps for a more secure and long-term installation, installation of half -height spectator separation fencing with gates at the south/north end of Pickleball Courts 5-8 consistent with existing fencing conditions, and removal of the existing tennis court net and replacement with a half -height fence with gates to improve court separation and circulation. The combined cost for these alternates is $47,000. To support the evolving recreational demands and improve operational efficiency, the proposed improvements establish a more clearly defined and balanced court configuration at Recreation Park. Upon completion, the court layout is anticipated to consist of the following: • Three dedicated tennis courts • Two tennis courts dual -lined for pickleball use • Eight dedicated pickleball courts • Two courts dual -lined for volleyball and pickleball • One paddle tennis court • One basketball court • One hitting wall Coordinating this work with the ongoing crack repair efforts under Project No. 25-05 ensures a consistent and durable finished surface. Performing resurfacing and striping immediately following crack repairs avoids visible patching, provides a uniform appearance across all courts, and eliminates the need for future mobilization, reducing Page 70 of 389 Construction Contract Award for the Sports Court Surface Improvements at Recreation Park, Project No. 26-06 May 19, 2026 Page 4 of 4 overall costs and disruption to park operations. The total project cost, including the selected alternative improvements, is $160,100, which is considered reasonable based on the scope of work and current market conditions. Staff recommends awarding the contract to SoCal Sports Surfaces, Inc. for the Court Surface Improvements Project. Construction is anticipated to begin in early June 2026 and be completed by July 2026. CITY STRATEGIC PLAN COMPLIANCE: Goal 1: Develop and Maintain Quality Infrastructure and Technology Strategy A: Seek opportunities to implement and expedite the projects in the Capital Improvement Program and ensure that City -owned infrastructure is well maintained, including streets, entryways, and facilities. PREPARED BY: Alberto Oliveros, Senior Engineer Associates REVIEWED BY: Elias Sassoon, Public Works Director APPROVED BY: Barbara Voss, Deputy City Manager ATTACHED SUPPORTING DOCUMENTS: 1. Vicinity Map. 2. Location Map Page 71 of 389 PW 26-06: Sports Court Surface Improvements at Recreation Park > L�EG"�°° Project Vicinity Map W 104th St World WO W SCLJntPtttdlttrUt.—...OPl-----••—• Century f-f•hnPIN ................... I' ...----•--. r�f-+fury..—..t j I •I E Maple Ave I El SW ndc _ N y A Hgh $th l N ' I E y E Mar iposaAve � Z !—..1 C, > 1 2 li( r*Qtion V N 0 N Z `---, N ` El Stl+guntio E Grand Ave ' z Los Angs6. ;W Grand Ave Ate Fora I v E Franklin Ave Y < t3330 k•i a,je a a CL 0 .......... E El Segundo Qlvd----+ p4mythwn SPACa art! 1 S, Airborne SilsMms j t M Lakes •�. 1 I � � 'R o � I ti .�,.•. ! .bat El O � 0 �••i 6"undo d5s�1 1 43c ►1S�s�'� r7 N N I ..—..—..—..—..—..— ..... _........ —.. ----..—..—..—......j n 7 "'th Ct 6,018.7 0 3,009.33 6,018.7 Feet DISCLAIMER: The information shown on this map was compiled from different GIS sources. The land base and facility information on this map is for display purposes only and should not be relied upon without independent verification as to its accuracy. The City of El Segundo will not be held responsible for any claims, losses or damages resulting WGS_1984_Web—Mercator _Auxiliary_Sphere from the use of this map. SHUFFLE BOARD HORSE SHOES PW 26-06: Sports Court Surface Improvements at Recreation Park Project Location Map Lw V) rj cc a � PARK MAINTENANCE N SNACK BAR 1I, AN ROLLER HOCKEY RINK Note: For illustrative purposes only Page 73 of 389 City Council Agenda Statement F I. F. G t I) O Meeting Date: May 19, 2026 Agenda Heading:Consent Item Number: B.11 TITLE: Eighth Amendment to Agreement No. 5618 with Granicus, LLC for Software Renewal RECOMMENDATION: 1. Waive the City's formal bidding requirements pursuant to El Segundo Municipal Code § 1-7-9(A) and award a contract to Granicus, LLC. 2. Authorize the City Manager to execute an amendment to agreement No. 5417 with Granicus, LLC for a total contract not to exceed $298,842.26. 3. Alternatively, discuss and take other action related to this item. FISCAL IMPACT: The renewal agreement provides predictable fiscal planning for the City, as the yearly price increase is capped at 3% for the entire five-year term. The budget goes into more detail in the attached Granicus Proposal within the pricing summary. Included in the FY 2025-26 budget. Amount Budgeted: $ 65,253.57 Additional Appropriation: No Account Number: 001-506-0000-1-56217 BACKGROUND: Prior to 2018, the City of El Segundo identified a critical need to modernize its website, which previously lacked intuitive navigation, mobile responsiveness, and welcoming visual design. The goal was to create a cohesive digital hub where individuals could efficiently find information and process requests. To achieve this, the City conducted a comprehensive Request for Proposal (RFP) and vendor selection process in 2018, incorporating feedback from residents, business owners, and a cross -functional team of City departments. While open -source solutions Page 74 of 389 Agreement With Granicus, LLC for Software Renewal May 19, 2026 Page 2 of 3 were evaluated, Granicus was ultimately selected for its highly cost-effective, proprietary Content Management System (CMS). Granicus provided superior pre -built municipal capabilities, including seamless out -of -the -box integrations with critical e- government applications (e.g., community engagement, legislative management, residential dashboards, and electronic service requests). Following this RFP process, the City Council authorized the City Manager in November 2018 to execute an initial five-year agreement with Granicus for the design, development, and implementation of the City's website redesign. DISCUSSION: The partnership with Granicus successfully transformed the City's website into a visually pleasing, user-friendly, and fully accessible platform that now serves as the primary source of information feeding all City communications and social media platforms. The original agreement was previously renewed on April 27, 2023. To ensure uninterrupted service and maintain the City's digital infrastructure, staff is now seeking to renew the agreement again. This renewal will allow the City to continue utilizing Granicus for website design, development, and essential cloud -based hosting services. This new agreement will extend the term dates by five years, effective retroactively from April 28, 2026, through April 27, 2031. The annual breakdown for the agreement is as follows Term YearCoverage PeriodAnnual Cost Year 1 2026 - 2027 $56,288.30 Year 2 2027 - 2028 $57,976.96 Year 3 2028 - 2029 $59,716.27 Year 4 2029 - 2030 $61,507.75 Year 5 2030 - 2031 $63,352.98 Service solutions and product descriptions are broken down into detail in the attached Page 75 of 389 Agreement With Granicus, LLC for Software Renewal May 19, 2026 Page 3 of 3 Granicus Proposal within Product Descriptions. The City's purchasing ordinance generally requires formal bidding requirements for contracts for services valued above $50,000 per fiscal year. However, the ordinance also allows the City Council to waive the formal bidding requirements when the City Council determines the City's best interests are served by a direct award. (ESMC Section 1-7-9(A).) Staff is recommending the City Council waive the formal bidding requirements for the reasons described above. CITY STRATEGIC PLAN COMPLIANCE: Goal 1: Develop and Maintain Quality Infrastructure and Technology Strategy B: Seek opportunities to implement the use of innovative technology to improve services, efficiency, and transparency. PREPARED BY: Alejandro Ponce REVIEWED BY: Todd Selby, Information Systems Manager APPROVED BY: Barbara Voss, Deputy City Manager ATTACHED SUPPORTING DOCUMENTS: Granicus Proposal Page 76 of 389 G GRANICUS Amendment Prepared for El Segundo, CA Eighth Amendment to the Granicus Service Agreement between Granicus, LLC and El Segundo, CA This Eighth Amendment to the Granicus, LLC Service Agreement is effective on the date this document is signed and entered into by and between Granicus, LLC, a Minnesota Limited Liability Company d/b/a Granicus (hereinafter referred to as "Granicus"), and El Segundo, CA (hereinafter referred to as "Client"), with reference to the following: WHEREAS, the Client and Granicus entered into an Agreement effective 26 Dec 2018 (the "Agreement"); and WHEREAS, the Client and Granicus wish to extend the Agreement through 27 Apr 2031; and NOW, THEREFORE, in consideration of the premises, the parties intend that the Agreement be amended as follows: 1. Compensation to be paid to Granicus under the Agreement shall be amended to include the fees detailed in Exhibit A. Exhibit A is exclusive of applicable state, local, and federal taxes, which, if any, will be included in the invoice. It is the responsibility of the Client to provide applicable exemption certificate(s). 2. The Agreement shall be extended through 27 Apr 2031. 3. Except as amended by this Eighth Amendment, all other terms and conditions of the Agreement shall remain in full force and effect. 4. In the event of any inconsistency between the provisions of this Eighth Amendment and the documents comprising the Agreement, the provisions of this Eighth Amendment shall prevail. IN WITNESS WHEREOF, the parties have caused this Eighth Amendment to be executed by their duly authorized representatives. Agreement and Acceptance By signing this document, the undersigned certifies they have authority to enter the agreement. The undersigned also understands the services and terms. El Segundo, CA Granicus Signature: Signature: Name: Title Date: Name: Title: Date: Order #: Q-512955 Prepared: 31 Mar 2026 P � �389 G GRANICUS ORDER DETAILS Prepared By: Phone: Email: Order #: Prepared On: Expires On: ORDER TERMS THIS IS NOT AN INVOICE Exhibit A Bernadette Foley bernadette.foley@granicus.com Q-512955 31 Mar 2026 05 Mar 2026 Exhibit A Prepared for El Segundo, CA Currency: USD Payment Terms: Net 30 (Payments for subscriptions are due at the beginning of the period of performance.) Current Subscription End Date: 27 Apr 2026 Initial Order Term End Date: 27 Apr 2031 Period of Performance: 28 Apr 2026 - 27 Apr 2027 Order #: Q-512955 Prepared: 31 Mar 2026 G GRANICUS Exhibit A El Segundo, CA PRICING SUMMARY The pricing and terms within this Proposal are specific to the products and volumes contained within this Proposal. Renewing Subscription Fees Solution Billing Frequency Quantity/Unit Annual Fee govAccess Plus Edition Annual 1 Each $10,945.86 Targeted Messaging Annual 1 Each $0.00 Communications Cloud Advanced Package Annual 1 Each $3,166.92 Communications Cloud Annual 1 Each $7,379.26 Customizations (Recurring) - govAccess Annual 1 Each $1,710.14 Boards and Commissions Annual 1 Each $4,560.39 Open Platform Suite Annual 1 Each $0.00 govAccess - Mai nt/Hosting/License Fee - Specialty Sub Annual 4 Each $7,379.24 Open Platform Suite Annual ]Each $0.00 govAccess - Intranet Annual 1 Each $9,062.87 GovMeetings Live Cast Annual 1 Each $9,866.33 Granicus Live Cast Encoding Software Annual 1 Each SUBTOTAL: $2,217.29 $56,288.30 Order #: Q-512955 Prepared: 31 Mar 2026 G GRANICUS FUTURE YEAR PRICING Exhibit A El Segundo, CA Solution(s) Period of Performance 28 Apr 2027 - 27 Apr 2028 28 Apr 2028 - 27 Apr 2029 28 Apr 2029 - 27 Apr 2030 28 Apr 2030 - 27 Apr 2031 govAccess Plus Edition $11,274.24 $11,612.46 $11,960.84 $12,319.66 Targeted Messaging $0.00 $0.00 $0.00 $0.00 Communications Cloud Advanced Package $3,261.93 $3,359.79 $3,460.58 $3,564.40 Communications Cloud $7,600.64 $7,828.66 $8,063.52 $8,305.42 Customizations (Recurring) - govAccess $1,761.44 $1,814.29 $1,868.72 $1,924.78 Boards and Commissions $4,697.20 $4,838.12 $4,983.26 $5,132.76 Open Platform Suite $0.00 $0.00 $0.00 $0.00 govAccess - Maint/Hosting/License Fee - Specialty Sub $7,600.62 $7,828.64 $8,063.49 $8,305.40 Open Platform Suite $0.00 $0.00 $0.00 $0.00 govAccess - Intranet $9,334.76 $9,614.80 $9,903.24 $10,200.34 GovMeetings Live Cast $10,162.32 $10,467.19 $10,781.21 $11,104.64 Granicus Live Cast Encoding Software $2,283.81 $2,352.32 $2,422.89 $2,495.58 SUBTOTAL: $57,976.96 $59,716.27 $61,507.75 $63,352.98 Order #: Q-512955 Prepared: 31 Mar 2026 G GRANICUS El Segundo, CA PRODUCT UPDATES FOR INFORMATION ON RECENT AND UPCOMING PRODUCT ENHANCEMENTS ACROSS THE GRANICUS PORTFOLIO, PLEASE REFER TO THE SEMIANNUAL UPDATE INFORMATION ON THIS WEBPAGE: : HTTPS://GRANICUS.COM/SEMIANNUAL-UPDATES/ PRODUCT DESCRIPTIONS Solution Description govAccess Plus Edition The govAccess Maintenance, Hosting, and Licensing plan is designed to equip the client with the technology, expertise and training to keep the client's website relevant and effective over time. Services include the following: • Ongoing software updates • Unlimited technical support (6:00 AM - 6:00 PM PT, Monday - Friday) • Access to training webinars and on -demand video library • Access to best practice webinars and resources • Annual health check with research -based recommendations for website optimization -DDoS mitigation • Disaster recovery with 90-minute failover (RTO) and 15-minute data replication (RPO) Targeted Messaging Targeted Messaging is a unique, automated solution that makes critical, large-scale email and SMS/text message communication between government organizations and the public more personal, effective, and reliable. Targeted Messaging helps deliver and track emails and SMS messages for Web applications via secure APIs. This allows the client's Web application to focus on core business logic and operational needs, such as enrollment, licensing, or renewals. Targeted Messaging includes: • Access to the selected volume of Targeted Messages per year • Text or HTML formatting capabilities • Robust, secure, and scalable infrastructure • Certified delivery of email and SMS/text message confirmations and reminders • Real-time resolution services (blocked emails) Targeted Messages not used in the period of performance will not carry over to the following year. Communications Cloud The Advanced Cloud Module gives government communicators better Order #: Q-512955 Prepared: 31 Mar 2026 G GRAN ICUS El Segundo, CA Solution Description Advanced Package insight into the needs of citizens and improves their ability to enhance online transactions, promote behavior change through public awareness, and improve citizen engagement. The Advanced Cloud Module adds streamlined marketing capabilities that incorporate greater degrees of audience segmentation, personalization, message testing, and mobile engagement. The Advanced Cloud Module includes: • Dynamic segmentation around bulletins, engagement, and question (e.g. zip code) • Canned campaigns for re -engagement and new subscriber onboarding • Testing: Simple (A/B, 10/10/80) A subscription for the Advanced Cloud Module is dependent on an active license for the govDelivery Communications Cloud. Communications Cloud The Cloud is a Software -as -a -Service (SaaS) solution that enables government organizations to connect with more people. By leveraging the Cloud, the client will be able to utilize a number of different outreach mediums, including email, SMS/text messages, RSS feeds, and social media integration to connect with its target audiences. The Cloud includes: • Unlimited email sends with industry -leading delivery and management of all bounces • Support to upload and migrate existing email lists • Access to participate in the govDelivery Network • Ability to send mass notifications to multiple devices • 24/7 system monitoring, email and phone support during business hours, auto -response to inbound messages from end users, and emergency support • Text -to -subscribe functionality • Up to 2 Web -hosted training sessions annually • Up to 50 administrators • Up to 1 govDelivery account(s) • Access to a complete archive of all data created by the client for 18 months (rolling) • Up to 3 hours of message template and integration development • Up to 100 subscription topics • Up to 100,000 SMS/text messages per year* *International numbers are not supported. SMS/text messages not used in the period of performance will not carry over to the following year. Order #: Q-512955 Prepared: 31 Mar 2026 G GRAN ICUS El Segundo, CA Solution Description Customizations (Recurring) - The following described service is aCustomization. ACustomization is non- govAccess standard functional programming that is unique to a particular client and can potentially conflict with visionLive updates. Boards and Commissions Boards and Commissions is a Software -as -a -Service (SaaS) solution that enables government organizations to simplify the citizen application and appointment to boards process of the clerk's office. Boards and Commissions includes: • Unlimited user accounts • Unlimited boards, commissions, committees, and subcommittees • Unlimited storage of citizen applications • Access to up to one (1) Boards and Commissions site • Access to customizable, embeddable iFrame websites for displaying information to citizens • Access to a customizable online citizen application form including board -specific questions • Customizable forms for board details, appointment details, and internal tracking details • Pre -designed document PDFs for applications, board details and rosters, and vacancy reports • Downloadable spreadsheets for easy reporting Optional custom templates for document or report generation may also be purchased for an additional fee. Open Platform Suite Open Platform is access to MediaManager, upload of archives, ability to post agendas/documents, and index of archives. These are able to be published and accessible through a searchable viewpage. govAccess - Maintenance, Hosting and Licensing includes the following for the client's Maint/Hosting/License Fee - Specialty Subsite(s) covered by the subscription: Specialty Sub Monthly software updates • Unlimited technical support (6:00 AM - 6:00 PM PT, Monday - Friday) • Access to training webinars and on -demand video library • Access to best practice webinars and resources • Annual health check with research -based recommendations for website optimization • DDoS mitigation • Disaster recovery with 90-minute failover (RTO) and 15-minute data Order #: Q-512955 Prepared: 31 Mar 2026 G GRAN ICUS El Segundo, CA Solution Description replication (RPO) Open Platform Suite Open Platform is access to MediaManager, upload of archives, ability to post agendas/documents, and index of archives. These are able to be published and accessible through a searchable viewpage. govAccess - Intranet govAccess Maintenance and Licensing includes the following for Intranet website(s) covered by the subscription: • Monthly software updates • Unlimited technical support (6:00 AM - 6:00 PM PT, Monday - Friday) • Access to training webinars and on -demand video library • Access to best practice webinars and resources • Annual health check with research -based recommendations for website optimization • The Intranet will be hosted on the Granicus' servers. GovMeetings Live Cast govMeetings Live Cast provides the ability to manage public meetings from anywhere, on almost any device using cloud based software and a Granicus Live Cast encoder. It will stream public meetings in HD, allow users to live index items, record and publish minutes, and provide archive videos for on -demand viewing. Granicus Live Cast Encoding Granicus Live Cast Software will convert the video feed for video Software streaming on the web which will also record video and provides the MP4 file for archive playback. Only used with the Live Cast encoder hardware and Live Cast solution. GRANICUS ADVANCED NETWORK AND SUBSCRIBER INFORMATION Granicus Communications Suite Subscriber Information. o Data provided by the Client and contact information gathered through the Client's own web properties or activities will remain the property of the Client ('Direct Subscriber'), including any and all personally identifiable information (PII). Granicus will not release the data without the express written permission of the Client, unless required by law. o Granicus shall: (i) not disclose the Client's data except to any third parties as necessary to operate the Granicus Products and Services (provided that the Client hereby grants to Granicus a perpetual, non -cancelable, worldwide, non-exclusive license to utilize any data, on an anonymous or aggregate basis only, that arises from the use of the Granicus Products by the Client, whether disclosed on, subsequent to, or prior to the Effective Date, to improve the Order #: Q-512955 Prepared: 31 Mar 2026 G GRANICUS El Segundo, CA functionality of the Granicus Products and any other legitimate business purpose, including the right to sublicense such data to third parties, subject to all legal restrictions regarding the use and disclosure of such information). Data obtained through the Granicus Advanced Network. o Granicus offers a SaaS product, known as the Communications Cloud, that offers Direct Subscribers recommendations to subscribe to other Granicus Client's digital communication (the 'Advanced Network'). When a Direct Subscriber signs up through one of the recommendations of the Advanced Network, that subscriber is a 'Network Subscriber' to the agency it subscribed to through the Advanced Network. o Network Subscribers are available for use while the Client is under an active subscription with Granicus. Network Subscribers will not transfer to the Client upon termination of any Granicus Order, SOW, or Exhibit. The Client shall not use or transfer any of the Network Subscribers after termination of its Order, SOW, or Exhibit placed under this agreement. All information related to Network Subscribers must be destroyed by the Client within 15 calendar days of the Order, SOW, or Exhibit placed under this agreement terminating. o Opt -In. During the last 10 calendar days of the Client's subscription, the Client may send an opt - in email to Network Subscribers that shall include an explanation of the Client's relationship with Granicus terminating and that the Network Subscribers may visit the Client's website to subscribe to further updates from the Client in the future. Any Network Subscriber that does not opt -in will not be transferred with the subscriber list provided to the Client upon termination. Order #: Q-512955 Prepared: 31 Mar 2026 City Council Agenda Statement F I, F G t I) O Meeting Date: May 19, 2026 Agenda Heading:Staff Presentations Item Number: D.12 TITLE: Adoption of a Side Letter Agreement Between the City of El Segundo and the El Segundo Police Support Services Employees' Association Updating the Longevity Pay Provision in the Memorandum of Understanding RECOMMENDATION: Adopt a Side Letter Agreement between the City of El Segundo and the El Segundo Police Support Services Employees' Association updating the Longevity Pay provision in the Memorandum of Understanding to clarify the eligibility and payment of Longevity Pay to comply with Public Employees' Retirement Law, Government Code 20636, and the California Code of Regulations Section 571. 2. Alternatively, discuss and take other action related to this item. FISCAL IMPACT: None. BACKGROUND: The El Segundo Police Support Services Employees' Association (PSSEA) represents employees in the classifications of Crime Scene Investigator 1-11, Police Assistant 1-11, and Police Service Officer 1-II. Currently, there are twelve (12) employees in this bargaining unit. The City of El Segundo ("City") and the PSSEA are parties to a Memorandum of Understanding (MOU) for the term of October 1, 2022 through June 30, 2026 that was approved and adopted by the City Council on June 20, 2023. This MOU outlines the terms and conditions of employment, including longevity pay which compensates PSSEA employees for their years of service with the City, including prior law enforcement experience. The CalPERS Office of Audit Services regularly performs audits to measure for Page 86 of 389 Adoption of a Side Letter Agreement- PSSEA May 19, 2026 Page 2 of 3 compliance with the Public Employees' Retirement Law (PERL), Government Code 20636, and the California Code of Regulations (CCR) Sections 571 and 571.1. In 2025, the City was one of the public agencies selected for a special compensation review of longevity pay. On February 5, 2026, the City received the final report of the audit which found that clarifications to the language in the PSSEA MOU were required to ensure compliance with the PERL and CCR regulations. The Parties are interested in retroactively updating the longevity pay provision to include the current and preceding MOU with a term of October 1, 2018 through September 30, 2022. The retroactive update to the longevity pay is in abundance of caution should CalPERS decide to review special compensation provided to employees that retired under the preceding MOU. A Side Letter clarifying the longevity pay provision is attached to this report. DISCUSSION: There are two sections of the PSSEA MOU regarding longevity pay: Article 2 Compensation, Section 4 (A)- Class Series Classifications, Longevity Pay and Article 2 Compensation, Section 11- Longevity Pay. The first section includes language regarding longevity pay based on a satisfactory performance evaluation rating and the second section provides longevity pay based on full-time, job -related law enforcement experience at completion of 5, 10, 15, and 20 years of service. The sections have remained unchanged in the current and preceding MOU. Upon receipt of the CalPERS final audit report, it has come to our attention that City's practice was not in alignment with the written labor policy. During the preceding labor negotiations process, a significant restructuring of the MOU and clean-up of various sections was completed. The language tying satisfactory performance as a condition to receive longevity pay is old language that was intended to be removed during labor negotiations but was mistakenly left in the MOU. Tying performance to longevity is not the City's practice; employees receive longevity pay based on years of service only. In working with the CalPERS auditor, we were informed that the language in the MOU regarding the timing of payment as well as prior years of law enforcement experience needed clarification. The payment is to be made upon completion of 5,10,15, or 20 years of service. If payment was made during the pay period in which the years of service were completed, there would be a portion of the pay period in which the employee completed fewer than the required number of years for payment. Generally, the regulations provide that only years of service with the employer may count towards pensionable compensation, but years of service in the same job classification at a prior employer just preceding hire with the City may also be considered as pensionable compensation. In reviewing this section, we found that we have two PSSEA employees with prior law enforcement experience in the same job Page 87 of 389 Adoption of a Side Letter Agreement- PSSEA May 19, 2026 Page 3 of 3 classification, but not immediately preceding their hire by the City. While the prior law enforcement experience does not qualify as pensionable compensation, the City wishes to continue to compensate them with non -reportable compensation for those prior years of service. The Side Letter clarifies the language in the MOU sections described above that 1.) eligibility for longevity pay is not tied to an employee's performance evaluation rating, 2.) payment of longevity pay is to be made the pay period following completion of 5, 10, 15, or 20 years of service with the City, 3.) prior job -related law enforcement experience shall be included in the total years of service for longevity pay only if the employee served in the same classification at another agency immediately preceding hire by the City in a PSSEA represented classification, subject to pensionable compensation rules, and 4.) prior job -related law enforcement experience in a non-PSSEA classification preceding hire by the City is not reportable to CalPERS as pensionable compensation. These clarifications are intended to comply with the applicable statutes under the Public Employees' Retirement Law (PERIL); Government Code 20636, and the California Code of Regulations (CCR) Section 571. CITY STRATEGIC PLAN COMPLIANCE: Goal 4: Promote and Celebrate a Quality Workforce Through Teamwork and Organizational Excellence Strategy A: Enhance staff recruitment, retention, and training to ensure delivery of unparalleled City services and implementation of City Council policies. Strategy B: Improve organizational excellence by implementing processes and tools that facilitate data collection and analysis while promoting data -driven decision -making. Strategy C: Reduce the number of workers' comp and general liability claims and expedite the resolution of existing claims. PREPARED BY: Rebecca Redyk, Director of Human Resources & Risk Management REVIEWED BY: Rebecca Redyk, Director of Human Resources & Risk Management APPROVED BY: Barbara Voss, Deputy City Manager ATTACHED SUPPORTING DOCUMENTS: Side Letter Agreement Between the City of El Segundo and PSSEA - Longevity Pay Page 88 of 389 SIDE LETTER AGREEMENT BETWEEN THE CITY OF EL SEGUNDO AND THE EL SEGUNDO POLICE SUPPORT SERVICES EMPLOYEES' ASSOCIATION This Side Letter of Agreement ("Agreement") between the City of El Segundo ("City") and the El Segundo Police Support Services' Association ("PSSEA") (hereinafter referred to as the "Parties") is entered into with respect to the following: WHEREAS, the Parties are currently parties to a Memorandum of Understanding ("MOU") for the term of October 1, 2022 through June 30, 2026 that was approved and adopted by the City Council on June 20, 2023; and WHEREAS, Article 2 Compensation, Section 4 (A)- Class Series Classifications, Longevity Pay of the PSSEA MOU includes language regarding longevity pay based on a satisfactory performance evaluation rating; and WHEREAS, Article 2 Compensation, Section 11- Longevity Pay of the PSSEA MOU includes language regarding longevity pay based on full-time, job related law enforcement experience at completion of 5, 10, 15, and 20 years of service; and WHEREAS, the City wishes to clarify the language in this section that 1.) eligibility for Longevity Pay is not tied to an employee's performance evaluation rating, 2.) payment of Longevity Pay is to be made the pay period following completion of 5, 10, 15, or 20 years of service with the City of El Segundo, 3.) prior job -related law enforcement experience shall be included in the total years of service for Longevity Pay only if the employee served in the same classification at another agency immediately preceding hire by the City of El Segundo in a PSSEA represented classification, subject to pensionable compensation rules, and 4.) prior job -related law enforcement experience in a non-PSSEA classification preceding hire by the City of El Segundo is not reportable to CalPERS as pensionable compensation; WHEREAS, the clarifications described above are intended to comply with the applicable statutes under the Public Employees' Retirement Law ("PERL"); Government Code 20636, and the California Code of Regulations ("CCR") Section 571; WHEREAS, PSSEA members, Diomyr Camagong and John Hurtado, have prior job - related law enforcement experience in a different classification other than classifications represented by PSSEA in his past employment preceding hire by the City of El Segundo; the City wishes to provide non -reportable MOU Longevity Pay to Camagong and Hurtado for those prior years of job -related law enforcement experience; WHEREAS, this clarification shall retroactively to apply to the MOU for the term October 1, 2018 through September 30, 2022 and the MOU for the term October 1, 2022 through June 30, 2026; WHEREAS, the following sets forth the Parties' Agreement: Page 89 of 389 Side Letter Between the City of El Segundo and PSSEA- Longevity Pay May 7, 2026 The City will delete the following paragraph from MOU Article 2, Section 4 (A): SECTION 5. Class Series Classifications The City will revise MOU Article 2, Section 11- Longevity Pay as described below: SECTION 11. Longevity Pay Bargaining unit members hired on or after October 1, 2014 shall not be eligible for the Longevity Pay. Employees hired into the bargaining unit on or before September 30, 2014 shall be eligible for Longevity Pay the full pay period following completion of 5, 10, 15, or 20 years of continuous years of service with the City of El Segundo. Eligible employees hired by the City of El Segundo in a PSSEA represented classification listed below with service in the same classification at another agency immediately preceding hire, shall have their years of service included in the reportable total service time towards Longevity Pay, subject to pensionable compensation rules under the Public Employees' Retirement Law ("PERL"); Government Code 20636, and the California Code of Regulations ("CCR") Section 571 and 571.1. Employees hired into the bargaining unit on or before September 30, 2014 with years of job -related law enforcement service in a classification not listed below at another agency preceding hire by the City of El Segundo, shall be eligible to include these years of service towards total service time for Longevity Pay, but only continuous years of service with the City of El Segundo shall be reported as pensionable compensation, subject to pensionable compensation rules under the Public Employees' Retirement Law ("PERL"); Government Code 20636, and the California Code of Regulations (°CCR") Section 571 and 571.1. Eligible employees shall be entitled to the following longevity pay per month, paid over twenty-six pay periods per year: Police Assistant I Completion of 5 years of service $56.75/month Completion of 10 years of service $113.50/month Completion of 15 years of service $264.50/month Completion of 20 years of service $331.04/month Page 90 of 389 Side Letter Between the City of El Segundo and PSSEA- Longevity Pay May 7, 2026 Police Assistant II Completion of 5 years of service $62.64/month Completion of 10 years of service $125.28/month Completion of 15 years of service $292.32/month Completion of 20 years of service $365.40/month Police Service Officer I Completion of 5 years of service $68.27/month Completion of 10 years of service $136.54/month Completion of 15 years of service $318.60/month Completion of 20 years of service $398.25/month Police Service Officer II Completion of 5 years of service $75.36/month Completion of 10 years of service $150.72/month Completion of 15 years of service $351.67/month Completion of 20 years of service $439.59/month Crime Scene Investigator II Completion of 5 years of service $79.36/month Completion of 10 years of service $150.72/month Completion of 15 year of service $351.76/month Completion of 20 years of service $439.59/month This agreement between the Parties will become retroactively effective October 1, 2018 after approval and adoption by the City Council of the City of El Segundo. Signatures Follow on the Next Page Page 91 of 389 Side Letter Between the City of El Segundo and PSSEA- Longevity Pay May 7, 2026 FOR THE CITY OF EL SEGUNDO Q,Z-A,, Darrell George, City Manager Date S-12 - 2-6 511Z/2, (,a aul Rodriguez, Chief of Police Date lit Rebecca Redy Date Director of Human Resources & Risk Management FOR THE EL SEGUNDO POLICE SSUPPORT SERVICES EMPLOYEES' ASSOCIATION J6hn Hurtado, President ns-)iz1z(_ Date Joe Cams ong, Vice sident Date Page 92 of 389 City Council Agenda Statement F I. F. G t I) O Meeting Date: May 19, 2026 Agenda Heading:Staff Presentations Item Number: D.13 TITLE: Memorandum of Understanding between the City of El Segundo and the El Segundo Police Support Services Employees' Association RECOMMENDATION: 1. Adopt a Resolution approving and adopting the Memorandum of Understanding between the City of El Segundo and the El Segundo Police Support Services Employees' Association. 2. Alternatively, discuss and take other action related to this item. FISCAL IMPACT: The total fiscal impact of the changes over the three-year term is approximately $267,179. The fiscal impact in FY 2026-27 is $46,674; FY 2027-28 is $88,546; and FY 2028-29 is $131,959. If the City Council approves the MOU, the funding will be included in the Proposed FY 2026-27 Budget and future budget years. BACKGROUND: The El Segundo Police Support Services Employees' Association (PSSEA) represents the classifications of Police Assistant 1-11, Police Service Officer 1-11, and Crime Scene Investigator 1-11. Currently, there are thirteen (13) budgeted non -sworn positions with twelve (12) incumbents. The City of El Segundo ("City") and PSSEA are Parties to a Memorandum of Understanding (MOU) for the term October 1, 2022 through June 30, 2026. Staff and representatives of the PSSEA met and conferred pursuant to Section 3500 et seq. of the California Government Code, the Meyers-Milias-Brown Act (MMBA), for purposes of reaching a successor labor agreement. A Tentative Agreement was reached on April 23, 2026 and PSSEA ratified the agreement on April 30, 2026. Page 93 of 389 PSSEA Memorandum of Understanding May 19, 2026 Page 2 of 4 DISCUSSION: The successor MOU includes clean-up language pertaining to longevity pay and holiday pay to comply with the Public Employees' Retirement Law (PERL), Government Code 20636, and the California Code of Regulations (CCR) Section 571. New provisions include the restructuring of City contributions to health for actives and retirees, expansion of the educational reimbursement to include professional development with an increased allowance per fiscal year, and the addition of language regarding sick leave requests and certification. The redlined MOU is attached which shows the revisions. The following are highlights of the salary and benefit changes to the MOU: 1. Term: 3 years - July 1, 2026 to June 30, 2029 2. Salary Adjustments: o 3% effective July 1, 2026 o 3% effective July 1, 2027 o 3% effective July 1, 2028 3. Equity Adjustments: o Crime Scene Investigator 1 (7%) o Crime Scene Investigator 11 (7%) o Police Assistant 1 (7%) o Police Assistant 11 (7%) o Police Service Officer 1 (5%) o Police Service Officer 11 (3%) Page 94 of 389 PSSEA Memorandum of Understanding May 19, 2026 Page 3 of 4 4. Restructuring of the City's contributions to CalPERS health plans. All future increases will be provided in Flex Benefit dollars. The City will no longer add to the Public Employees Medical Health Care Act (PEMHCA) contribution. Effective Date City Maximum Flex Benefit City Total City Medical Insurance Contribution per Contribution Contribution per Month per Month Month under PEMHCA (Per City Resolution filed with CalPERS) January 1, 2027 $1,850 $50 $1,900 January 1, 2028 $1,850 $100 $1,950 January 1, 2029 $1,850 $150 $2,000 5. For employees hired by the City on or after January 1, 2027, the City will contribute an amount equal to the Flex Dollars to a Retiree Health Savings Account (RHSA). 6. Expansion of Education Reimbursement to include professional development courses or certifications. Increase from $2,000 to $4,000 per fiscal year. 7. Addition of one (1) Personal Leave Day per calendar year. Additionally, the parties agreed to a re -opener clause for specific items with any proposed changes to be implemented only by mutual agreement of the City and PSSEA, including the following: • Modification of the Municipal Code that covers the Personnel Merit System; • Changes to the employee evaluation process, procedure, forms, and evaluation criteria; • Changes to the Citywide Catastrophic Leave Policy; • By October 1, 2026, should the City Council provide direction, possible creation of a Senior/Lead Police Service Officer or Police Assistant; and • Additional changes to Longevity Pay to comply with PERL. Upon approval and adoption of the MOU, Human Resources will work with Finance to implement all provisions as negotiated. Page 95 of 389 PSSEA Memorandum of Understanding May 19, 2026 Page 4 of 4 CITY STRATEGIC PLAN COMPLIANCE: Goal 4: Promote and Celebrate a Quality Workforce Through Teamwork and Organizational Excellence Strategy A: Enhance staff recruitment, retention, and training to ensure delivery of unparalleled City services and implementation of City Council policies. Strategy B: Improve organizational excellence by implementing processes and tools that facilitate data collection and analysis while promoting data -driven decision -making. Strategy C: Reduce the number of workers' comp and general liability claims and expedite the resolution of existing claims. I a V 4 ]_1 Z1411 YIM Rebecca Redyk, Director of Human Resources & Risk Management REVIEWED BY: Rebecca Redyk, Director of Human Resources & Risk Management APPROVED BY: Barbara Voss, Deputy City Manager ATTACHED SUPPORTING DOCUMENTS: 1. Resolution Approving and Adopting the PSSEA MOU 2. Exhibit A to Resolution- PSSEA MOU 3. PSSEA MOU- Redline Page 96 of 389 RESOLUTION NO. A RESOLUTION APPROVING AND ADOPTING THE MEMORANDUM OR UNDERSTANDING BETWEEN THE CITY OF EL SEGUNDO AND THE EL SEGUNDO POLICE SUPPORT SERVICES EMPLOYEES' ASSOCIATION BARGAINING UNIT The City Council of the City of El Segundo does hereby resolve as follows: SECTION 1: The City of El Segundo ("City") previously entered into a memorandum of understanding ("MOU") with The El Segundo Police Support Services Employees' Association ("PSSEA"), a recognized employee organization, for the term of October 1, 2022 to June 30, 2026. SECTION 2: Representatives from the City and PSSEA met and conferred in good faith to reach a successor agreement on wages, benefits, and other terms and conditions of employment, which are memorialized in the MOU between the City and PSSEA attached hereto as "Exhibit A" and incorporated herein by this reference. SECTION 3: The PSSEA ratified the MOU on April 30, 2026. SECTION 4: The City Manager or designee is authorized to implement all terms and conditions of the MOU between the City and PSSEA for the term July 1, 2026 through June 30, 2029. SECTION 5: The City Clerk is directed to certify the adoption of this Resolution; record this Resolution in the book of the City's original resolutions, and make a minute of this adoption of the Resolution in the City Council's records and the minutes of this meeting. SECTION 6: This Resolution will become effective immediately and will remain effective unless repealed or superseded. PASSED AND ADOPTED this day of May, 2026. Chris Pimentel, Mayor Exhibit A- PSSEA MOU July 1, 2026 to June 30, 2029 1 Page 97 of 389 ATTEST: STATE OF CALIFORNIA ) COUNTY OF LOS ANGELES ) SS CITY OF EL SEGUNDO ) I, Susan Truax, City Clerk of the City of El Segundo, California, do hereby certify that the whole number of members of the City Council of said City is five; that the foregoing Resolution No. was duly passed and adopted by said City Council, approved and signed by the Mayor, and attested to by the City Clerk, all at a regular meeting of said Council held on the day of , 2026, and the same was so passed and adopted by the following vote: AYES- NOES - ABSENT: ABSTAIN: Susan Truax, City Clerk APPROVED AS TO FORM: Mark D. Hensley, City Attorney 2 Page 98 of 389 Exhibit "A" MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF EL SEGUNDO F.3 EL SEGUNDO POLICE SUPPORT SERVICES EMPLOYEES' ASSOCIATION Term: July 1, 2026 through June 30, 2029 Page 99 of 389 PSSEA MOU TABLE OF CONTENTS ARTICLE I- INTRODUCTION SECTION1- Preamble........................................................................................................................1 SECTION2- Recognition...................................................................................................................1 SECTION3- Term...............................................................................................................................1 SECTION 4- Complete Agreement.....................................................................................................1 SECTION 5- Implementation of Agreement.....................................................................................1 SECTION 6- Non-Discrimination.......................................................................................................2 ARTICLE 2- COMPENSATION SECTION 1- Compensation Adjustments........................................................................................2 SECTION 2- Salary Table Advancement..........................................................................................3 SECTION 3- Accelerated Salary Step Advancement....................................................................... 3 SECTION 4- Class Series Classifications........................................................................................3 SECTION 5- Payroll Direct Deposit...................................................................................................5 SECTION 6- Temporary Assignment to Higher Classification.......................................................5 SECTION7- Standby Duty.................................................................................................................6 SECTION 8- Educational Incentive Pay............................................................................................7 SECTION 9- Bilingual Pay.................................................................................................................8 SECTION10- Longevity Pay..............................................................................................................8 SECTION 11- Training Pay................................................................................................................9 SECTION 12- Differential Pay..........................................................................................................10 SECTION 13- Uniform Allowance and Replacement.....................................................................10 SECTION14- Promotions................................................................................................................10 SECTION 15- Promotional Examinations.......................................................................................11 SECTION 16- Assignment of Work Schedule................................................................................11 SECTION 17- Lunch Periods...........................................................................................................11 SECTION 18- Recall Pay...................................................................................................................11 Page 100 of 389 PSSEA MOU TABLE OF CONTENTS SECTION 19- Training Recall Pay...................................................................................................12 SECTION 20- Overtime Distribution...............................................................................................12 SECTION 21- Overtime Authorization............................................................................................12 SECTION22- Overtime....................................................................................................................12 SECTION 23- Compensatory ("Comp„) Time................................................................................13 SECTION 24- Court On -Call Pay.....................................................................................................14 SECTION 25- Court Call -Back Pay..................................................................................................14 ARTICLE 3- BENEFITS SECTION 1- Health Insurance.........................................................................................................14 SECTION 2- Dental Insurance.........................................................................................................15 SECTION 3- Vision Insurance.........................................................................................................15 SECTION 4- Flexible Spending Account........................................................................................15 SECTION 5- Retirement Health Insurance Contribution...............................................................16 SECTION 6- Retiree Dental and Vision...........................................................................................16 SECTION 7- Long Term Disability ("LTD") Insurance....................................................................17 SECTION 8- State Disability ("SDI") Program................................................................................17 SECTION 9- Life Insurance..............................................................................................................17 SECTION 10- Dental, Vision and Life Insurance Contribution.....................................................17 SECTION11- Retirement.................................................................................................................17 SECTION 12- Workers' Compensation Provisions........................................................................19 SECTION 13- Education Reimbursement Program.......................................................................20 SECTION 14- Employee Assistance Program ("EAP").................................................................21 ARTICLE 4- LEAVES AND ABSENCES SECTION 1- Vacation Accrual......................................................................................................... 21 SECTION 2- Vacation Accrual Cap................................................................................................. 21 SECTION3- Vacation Use............................................................................................................... 22 Page 101 of 389 PSSEA MOU TABLE OF CONTENTS SECTION 4- Vacation Cash Out- Active Employees..................................................................... 22 SECTION 5- Vacation Time Accrual for Temporary Industrial Disability ..................................... 23 SECTION 6- Sick Leave Accrual..................................................................................................... 23 SECTION7- Sick Leave Cap............................................................................................................ 23 SECTION 8- Sick Leave Cashout.................................................................................................... 23 SECTION 9- Sick Leave Requests and Certification..................................................................... 24 SECTION 10- Fitness for Duty.........................................................................................................24 SECTION 11- Sick Leave to Provide Care for Family Members...................................................24 SECTION 12- Holidays.....................................................................................................................25 SECTION 13- Holiday Pay................................................................................................................25 SECTION 14- Personal Leave Day.................................................................................................. 25 SECTION 15- Bereavement Leave..................................................................................................26 SECTION 16- Emergency Leave..................................................................................................... 26 SECTION 17- Catastrophic Leave...................................................................................................26 SECTION18- Jury Duty................................................................................................................... 26 ARTICLE 5- EMPLOYER -EMPLOYEE RELATIONS SECTION 1- Organizational Security..............................................................................................27 SECTION 2- Union Membership......................................................................................................27 SECTION 3- Designation of Board Members and Release Time..................................................28 SECTION 4- Designation of Bargaining Team Members and Release Time ................................ 28 SECTION5- No-Strike......................................................................................................................29 SECTION 6- Association Dues Deductions................................................................................... 29 SECTION 7- Joint Labor Management Committee........................................................................ 30 SECTION 8- Management Rights....................................................................................................30 SECTION 9- Grounds for Layoff.....................................................................................................30 SECTION 10- Notice to the Association and Employees.............................................................. 31 SECTION 11- Procedures for Layoff............................................................................................... 31 Page 102 of 389 PSSEA MOU TABLE OF CONTENTS SECTION 12- Tie Breaks.................................................................................................................. 31 SECTION 13- Reduction to a Vacant Position............................................................................... 31 SECTION 14- Displacement Rights................................................................................................. 32 SECTION 15- Salary Placement...................................................................................................... 32 SECTION 16- Reemployment List................................................................................................... 32 SECTION 17- Rights Upon Reemployment.................................................................................... 32 SECTION18- Seniority..................................................................................................................... 33 SECTION 19- Discipline................................................................................................................... 33 SECTION 20- Grievance Procedure Definition of Terms.............................................................. 33 SECTION 21-Time Limits.................................................................................................................34 SECTION22- Procedure................................................................................................................... 34 SECTION 23- Matters Excluded from the Grievance Procedure .................................................. 35 SECTION 24- Grievance Conferences............................................................................................ 35 SECTION 25- Binding Arbitration................................................................................................... 35 ARTICLE 6- OTHER PROVISIONS SECTION 1- Personnel File.............................................................................................................38 SECTION 2- Personnel File: Derogatory Material.......................................................................... 38 SECTION 3- Termination Pay.......................................................................................................... 39 SECTION4- Savings........................................................................................................................ 39 SECTION5- Reopener.....................................................................................................................39 Page 103 of 389 MEMORANDUM OF UNDERSTANDING ("MOU") BETWEEN THE CITY OF EL SEGUNDO ("CITY") AND THE POLICE SUPPORT SERVICES EMPLOYEES ASSOCIATION ("PSSEA") ARTICLE 1 - INTRODUCTION SECTION 1. Preamble This Memorandum of Understanding (hereinafter "MOU" or "Agreement") is made and entered into between the Police Support Services Employees Association, hereinafter referred to as "Union" or PSSEA, and the management representatives of the El Segundo City Council, hereinafter referred to as the "City", pursuant to the California Government Code Section 3500 et seq. SECTION 2. Recognition The City hereby confirms its recognition of the Union as the exclusive representative of employees in the Police Department support services bargaining unit, and agrees to meet and confer with the Union on all matters relating to the scope of representation pertaining to the said employees as authorized by the law. The appropriate unit represented by the Union is generally described as all full time permanent Police Department support services non -sworn shift schedule employees. This 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 #3208. The list of classes within the bargaining unit is attached to this MOU as Appendix A. SECTION 3. Term The parties have met and conferred in good faith regarding wages, hours and other terms and conditions of employment and the benefits contained herein are given in consideration for the various provisions contained herein which may be a change in the prior employment practices of the City. Further, it is mutually agreed that this Memorandum of Understanding shall commence upon Council adoption for the term July 1, 2026 to June 30, 2029. SECTION 4. Complete Agreement This MOU contains all of the covenants, stipulations and provisions agreed upon by the parties regarding terms and conditions of employment. Therefore, for the life of this Agreement, neither party shall be compelled to meet and confer with the other party concerning any mandatory meet and confer issue which is covered by this Agreement, except as provided by Article 6, Section 5. SECTION 5. Implementation of Agreement 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 Page 104 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 implement the provisions of this MOU. If the City Council fails to adopt the necessary ordinances and resolutions in order to implement this MOU, the parties shall meet and confer. SECTION 6. Non -Discrimination Neither the City nor the Association 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, any other protected category under the law, as well as Association activities in any matter. ARTICLE 2 - COMPENSATION SECTION 1. Compensation Adjustments A. Equity Adjustments Based on a review of the salary and benefits (i.e., total compensation) provided to comparable positions in the cities of Culver City, Gardena, Hawthorne, Hermosa Beach, Inglewood, Manhattan Beach, Redondo Beach, Santa Monica, Torrance, and Los Angeles and the County of Los Angeles, the City shall provide the following salary increases to employees: The City shall provide an equity adjustment to employees in the following classifications: rlaccifirnfinn Adjustment Crime Scene Investigator 1 7.0% Crime Scene Investigator II 7.0% Police Assistant 1 7.0% Police Assistant II 7.0% Police Service Officer 1 5.0% Police Service Officer II 3.0% The adjustments to the six (6) classifications above shall occur prior to the application of any across-the-board cost -of -living adjustments, provided below. B. Cost of Living Adjustments The City shall provide the following salary increases to employees: 1. Effective the pay period which includes July 1, 2026, the base salary of each affected employee shall be increased by three percent (3.0%); and 2. Effective the pay period which includes July 1, 2027, the base salary of each affected employee shall be increased by three percent (3.0%); and 2 Page 105 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 3. Effective the pay period which includes July 1, 2028, the base salary of each affected employee shall be increased by three percent (3.0%). Attached to this MOU as Appendix B and incorporated herein by reference, are the base salaries as reflected in the above provisions of Article 2, Section 1. SECTION 2. Salary Table Step Advancement The advancement of a new employee from Step A shall be on the new employee's anniversary date which is established as the day immediately following satisfactory completion of their first six (6) months' service. The advancement of an employee from Steps B, C, and D shall be on the employee's one (1) year anniversary date in the step subject to the limitation of Section F, below, and the advancements therefrom shall be on the anniversary date of the employee. Step E contemplates continued service in such classification until further advancement is indicated by reason of longevity. SECTION 3. Accelerated Salary Step Advancement Accelerated salary step 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 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 a 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. 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. SECTION 4. Class Series Classifications 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 II employee: 3 Page 106 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 1. Police Assistant 1/11 2. Police Service Officer 1/11 3. Crime Scene Investigator 1/11 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. 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 Section 1, 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 Section A. 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 II in all cases. Merit considerations, as clarified by the factors listed below, shall be the exclusive basis for advancement to Level 11. When a person is employed at Level I, such employee may be advanced to Level II upon a determination by the 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 causes their assignment to Level 11 to be appropriate. No employee shall be advanced to Level II without such an evaluation. In making the determination to advance to Level 11 according to the above -noted factors, such determination shall not be made simply by subjective evaluation but shall be upon a finding that the employee's work performance meets specific criteria developing from the following factors, among others deemed appropriate: 1. Length of service at Level I; 2. Acquisition of minimum requirements posted on the class specification and specialized skills required of the position; 3. Achievement of specific job -related goals and objectives during a specified period of time; 4. Increased ability to work without close supervision; 5. Ability to exercise increased individual judgment; 6. Ability to provide leadership and guidance to less experienced employees; 7. Ability to understand and properly apply departmental rules; and 8. 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 II 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 4 Page 107 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 Director of Human Resources or their designee shall review and approve the PAF and authorize the employee's advancement and change in status from Level I to Level 11. 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 II. While occupying a position assigned to a class series classification, an employee shall serve only one probation period. A. Step Advancement - Anniversary Date - An employee advanced from any range to another range of the Basic Salary Schedule shall receive a new anniversary date which is the date of the change. The provision of a new anniversary date is not intended to effect the employee's seniority. The City shall provide the increase in compensation associated with the step advancement for the pay period during which the anniversary occurs. Other changes in salary shall not change the anniversary date, except for promotions 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 officer or employee and to determine the particular step in any range number which is to be thereafter assigned to any such officer or employee, subject to meet and confer with the Union. Notwithstanding the above, an employee in a classification under Section C shall not be assigned a new anniversary date when they are advanced from Level I to Level 11 in that same classification. B. Increases 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 Section A, 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 5. 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 employees. Employees shall be responsible for providing the Finance Department with the correct transit routing and account information. Additional Compensation SECTION 6. Temporary Assignment to 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 Page 108 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 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. 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 7. Standbv Dut 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 work station 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: 1. Be reachable by a cellular phone or other device. The City may, in its discretion, provide a cellular phone or other device to an employee assigned to standby duty for purposes of responding to requests to return to duty. 2. Be ready to respond immediately when reached by the City. 3. Be able to report to duty within one (1) hour of being contacted by the City. 4. Refrain from activities which might impair their ability to perform assigned duties, including but not limited to, consuming any alcoholic beverage, illicit drug or medication capable of impairing one's mental or physical faculties. 5. Respond to any call back during the 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 any 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. For each period of standby duty, employees shall be provided two (2) hours of pay per day. 6 Page 109 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 Employees recalled to duty shall receive a minimum of four (4) hours of recall pay, as provided in Section 15 below. An employee who uses sick leave or vacation leave during a standby period, occurring on or after October 15, 2000, 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 duty compensation. SECTION 8. Educational Incentive Pay Bargaining unit members hired after October 1, 2014 shall not be eligible for the Education 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) Work in ajob classification that does not require a bachelor's degree or higher degree in order to qualify for the classification, and (2) Receive a degree from an accredited college or university in one (1) of the majors of public administration, business administration, criminal justice, or other job -related major, which had been approved by the employee's Department Head, in writing. Following the employee's submission of documentation to their Department Head that they are qualified to receive educational incentive 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. The City will provide educational incentive pay at the following rates based on the employee's job classification: Police Assistant I Associate Degree Bachelor Degree Police Assistant II Associate Degree Bachelor Degree Police Service Officer I Associate Degree Bachelor Degree Police Service Officer II Associate Degree Bachelor Degree $43.65/pay period $87.30/pay period $48.18/pay period $96.37/pay period $52.52/pay period $105.03/pay period $57.97/pay period $115.94/pay period rl Page 110 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 Effective March 30, 2019, a Crime Scene Investigator 1/11 hired before May 10, 2014, shall be eligible for educational incentive pay if: 1. The employee has been awarded a bachelor's degree; and 2. Was awarded such degree in one of the majors of public administration, business administration, criminal justice or other job -related major, which has been approved by the Department Head, in writing prior to admission of the specific employee into that major: Crime Scene Investigator I $105.03/pay period Crime Scene Investigator II $115.94/pay period SECTION 9. Bilingual Pay 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. The City will provide bilingual pay at the rate $73.40 per pay period. SECTION 10. Longevity Pay Bargaining unit members hired after October 1, 2014 shall not be eligible for the Longevity Pay. Employees hired into the bargaining unit on or before September 30, 2014 shall be eligible for Longevity Pay the full pay period following completion of 5, 10, 15, or 20 years of continuous years of service with the City of El Segundo. Eligible employees hired by the City of El Segundo in a PSSEA represented classification listed below with service in the same classification at another agency immediately preceding hire, shall have their years of service included in the reportable total service time towards Longevity Pay, subject to pensionable compensation rules under the Public Employees' Retirement Law ("PERL"); Government Code 20636, and the California Code of Regulations ("CCR") Section 571 and 571.1. Employees hired into the bargaining unit on or before September 30, 2014 with years of job -related law enforcement service in a classification not listed below at another agency preceding hire by the City of El Segundo, shall be eligible to include these years of service towards total service time for Longevity Pay, but only Page 111 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 continuous years of service with the City of El Segundo shall be reported as pensionable compensation, subject to pensionable compensation rules under the Public Employees' Retirement Law ("PERL"); Government Code 20636, and the California Code of Regulations ("CCR") Section 571 and 571.1. Eigible employees shall be entitled to the following longevity pay per month, paid over twenty-six pay periods per year: Police Assistant I Completion of 5 years of service $26.19/pay period Completion of 10 years of service $52.38/pay period Completion of 15 years of service $122.08/pay period Completion of 20 years of service $152.79/pay period Police Assistant II Completion of 5 years of service $28.91/pay period Completion of 10 years of service $57.82/pay period Completion of 15 years of service $134.92/pay period Completion of 20 years of service $168.65/pay period Police Service Officer I Completion of 5 years of service $31.51/pay period Completion of 10 years of service $63.02/pay period Completion of 15 years of service $147.05/pay period Completion of 20 years of service $183.81/pay period Police Service Officer II Completion of 5 years of service $34.78/pay period Completion of 10 years of service $69.56/pay period Completion of 15 years of service $162.31/pay period Completion of 20 years of service $202.89/pay period Crime Scene Investigator II Completion of 5 years of service $36.63/pay period Completion of 10 years of service $69.56/pay period Completion of 15 year of service $162.35/pay period Completion of 20 years of service $202.89/pay period SECTION 11. Training Pay If a Police Services Officer or a Police Assistant is assigned to perform training, the City will provide the employee a four and one-half percent (4.5%) increase their base salary while assigned to perform such training. Employees assigned to perform training shall indicate on their time cards the number of hours that they spent performing training. 7 Page 112 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 SECTION 12. Differential P A. Shift Differential — Employees shall be entitled to shift differential pay of 5% for swing shift and 8% for graveyard for the total number of hours worked during any shift when a minimum of four (4) hours of an employee's shift occurs during the swing shift (shift begins on or after 1000 hrs.) or graveyard shift (shift begins on or after 1800 hrs.), as applicable. Shift Differential pay shall apply to both scheduled and non-scheduled shift work assignments which include voluntary and mandatory overtime assignments. Employees whose work hours extend into the swing or graveyard shifts due to overtime, shall be paid the applicable shift differential pay for the actual number of hours worked during the swing or graveyard shifts, in addition to the overtime compensation. Employees may not work the same bid shift for more than 18 months. B. Animal Control Differential — Employees in the Police Service Officer I classification who are specifically assigned to perform "animal control" duties during a shift, who perform "animal control" duties on an emergency basis during a specific shift, or who perform "animal control" duties during a specific shift when no employee is specifically assigned to perform "animal control" duties shall receive differential pay in the amount of twenty dollars and twenty-six cents ($20.26) for each shift in which they meet any of these qualifications. SECTION 13. Uniform Allowance and Replacement The City shall pay uniform, clothing, safety and personnel equipment allowance as follows: Police Service Officer 1/11, Crime Scene Investigator 1/11, and Police Assistants 1/11 $9.23 per pay period of active duty. 2. Newly appointed Police Service Officers 1/11 shall be provided with a uniform advance of $110, at the time of appointment. 3. The City reserves the right to provide uniforms in lieu of the allowances provided for herein. Affected employees occupying the classifications of Police Service Officer 1/11, Crime Scene Investigator 1/11 and Police Assistant 1/11 shall have unserviceable uniforms replaced by the City by means of the replacement policies and procedures applicable to sworn uniformed City police personnel. Said replacement policy shall be in addition to any uniform maintenance allowance paid to affected employees. SECTION 14. Promotions In all cases where an employee promoted to a classification in 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 (5%) 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 approved by the Department Head. 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 his 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, 10 Page 113 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 educational incentive pay, and special assignment pay. SECTION 15. Promotional Examinations For the purpose of interpreting Chapter 6, Personnel Merit System, Section 1-6-9 (B) of the El Segundo Municipal Code, entitled "Examinations", the City agrees that a "sufficient number" shall be three (3) 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 competitive only, or as both open competitive and promotional. WORK SCHEDULES SECTION 16. Assignment of Work Schedule A. Employees shall either work a 3/12 or a 4/10 work schedule depending on their classification. B. The Department may assign an employee in the Police Assistant 1/11 or Police Service Officers 1/II classifcation to a work schedule sufficient to provide the Department coverage 24 hours per day and seven (7) days per week. C. The Department may assign employees in the Crime Scene Investigator 1/II classifications to a work schedule sufficient to provide coverage during the regular business hours of the Department. D. If operational needs require and the change in work schedule is intended to be permanent, the City may assign employees to work a different schedule. In the event of such a change to an employee's work schedule, the City shall provide the Association and the affected employee with 30 days' notice prior to the implementation of such a change. Such notification shall provide a description of the operational need requiring the change to the employee's work schedule. SECTION 17. Lunch Periods The City may require that employees perform work duties during their lunch periods. Consequently, the City will compensate employee for such time in accordance with this MOU, City Rules and Regulations and other applicable statutory requirements. SECTION 18. Recall Pay Employees who are required to return to work in -person other than during the employees' regularly scheduled hours of work shall be credited with a minimum of four (4) hours work. Employees who are required to return to work for purposes of participating in a virtual meeting (e.g., Zoom, Teams, etc.) other than during the employees' regularly scheduled hours of work shall be credited with a minimum of two (2) hour work. The recall time and pay shall be included in the work period during which the recall work was performedfor purposes of calculating overtime. 11 Page 114 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 SECTION 19. Training Recall Pay Employees who are required to return to train at a time other than their scheduled work day or are required to arrive to work for training at a time other than their scheduled work day shall be compensated for a minimum of four (4) hours work. Employees who are required to participate in a virtual training (e.g., Zoom, Teams, etc.) other than during the employees' regularly scheduled hours of work shall be credited with a minimum of two (2) hour work. OVERTIME SECTION 20. Overtime Distribution The City shall assign overtime work as equitably as possible among all employees who are in the same classification and the same organizational unit. To the extent possible, the City shall assign overtime to individuals who volunteer for such assignments. However, in making overtime assignments, the City may consider special skills required to perform particular work. SECTION 21. Overtime Authorization Employees must receive direction or approval to work overtime. However, employes who are engaged in a safety -sensitive assignment that cannot be abandoned may continue performance of such assignment without prior approval to work overtime. SECTION 22. Overtime A. Overtime Calculation — An employee who is required to work more than forty (40) hours during any given work week shall be compensated at the rate of one and one-half times their regular rate of pay. The City, for purposes of calculating overtime pay, shall not count sick leave or vacation time taken as hours worked. Reimbursable overtime and forced hire overtime are not subject to the sick and vacation paid leave time exclusion noted above. Forced hire overtime is defined to mean when an employee is required/recalled to return to work by the department. The Supervisor will release a recalled/rehired employee when there is no circumstance justifying a hold -over of the person or whenever scheduling does not justify a hold -over of the person. B. Regular Rate of Pay - Defined in 29 CFR 778.108 et seq. The definition used in this MOU is for general reference and does not override the specific definitions set forth in the Fair Labor Standards Act ("FLSA"). Therefore, as used in this MOU, the "regular rate of pay" is the total inclusive compensation paid to or on behalf of the employee except gifts, travel expenses, other reimbursable expenses, payments not mandated by the MOU or other rules/regulations, retirement and insurance contributions by the City, overtime and holiday pay. These are examples only and not intended to be an all-inclusive definition of the "regular 12 Page 115 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 rate of pay." Applicable statutes/case law shall prevail over any MOU definitions inconsistent with statutes/case law. C. Designated Work Week - For FLSA purposes, the City establishes the following workweeks for employees in this bargaining unit as described in Article 2, Section 15: 1. For employees who are assigned to a 3/12 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. 2. For employees who are assigned to a 4/10 work schedule, the workweek shall commence at 8:00 am on Monday and conclude at 7:59 am the following Monday. D. Definition of Hours Worked - For purposes of calculating overtime pay the City will include holiday leave as time worked. The City will not consider the following non -working time as time worked for purposes of calculating overtime: 1. Utilization of non -paid leaves of absence (e.g., leave without pay); 2. Travel time to and from the work site when reporting for required work or training; 3. All time in off -duty voluntary training assignments (e.g., homework, study time, meal time, sleep, etc.). 4. All off -duty travel; or 5. All time for personal preparation and clean up, excluding donning and doffing uniforms required for the performance of job dutiees. SECTION 23. Compensatory ("Comp") Time A. Employee may accumulate no more than one -hundred twenty (120) 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, unless the request would unduly disrupt operational needs. C. Employees may use CTO in conjunction with vacation with the prior approval of the Department Head. D. Employees may cash in accrued compensatory time, once per calendar year, at the employee's current base rate of pay, by notifying the payroll division of their intent to do so no later than November 20t". Payment to the employee will be made on or about the 10t" of December. E . Upon separation or death, employees shall receive payment for one hundred percent (100%) of their accumulated compensatory leave. CTO payouts shall be paid at the employee's base salary hourly rate of pay. 13 Page 116 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 SECTION 24. Court On -Call Pay A. Except as set forth below, off -duty employees who are placed in an on -call status for court during either the morning or the afternoon session will receive three (3) hours of paid overtime at a rate of time and one-half their regular rate of pay as defined in this MOU for each session the employee is in an on -call status. Off -duty personnel who are placed in an on -call status for court during both the morning and the afternoon sessions will receive six (6) hours of paid overtime at a rate of time and one-half their regular rate of pay. Employees will not receive on -call pay if they are: 1. Called into court that session (in which the employee will receive call-back pay). 2. Ordered to report to work 3. Already receiving pay from the City for any other reason (e.g., administrative leave, etc.). B. Employees shall not have the option of reporting to work in lieu of being in an on -call status. C. Employees who are in an on -duty status are not eligible for court on -call pay. D. Employees entitled to court on call pay shall accrue "limited use" time off in lieu of pay. SECTION 25. Court Call -Back Pay A. An employee called into court while off -duty shall be paid overtime for all time served plus travel time or three (3) hours at time and one-half, whichever is greater. "Off -duty" for the purposes of this section means the officer is not on duty, on paid administrative leave, on paid IOD leave, or being paid for any other reason. B. Employees entitled to court on call pay shall accrue "limited use" time off in lieu of pay. ARTICLE 3 - BENEFITS SECTION 1. Health Insurance A. Health Insurance Coverage: 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. B. City Health Contribution: The City shall contribute both the amount required under Government Code section 22892 and a supplemental amount under PEMHCA to cover certain medical premium costs for the employee and their eligible dependent(s), with the supplemental amount provided through a Flexible Benefit Plan. The City's maximum monthly 14 Page 117 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 medical contribution shall be $1,850 per employee per month. Effective January 1, 2027, the Flexible Benefit Plan shall be established, with maximum contributions as follows: Effective Date City Maximum Flex Benefit City Total City Medical Insurance Contribution per Contribution per Contribution per Month Month Month under PEMHCA (Per City Resolution filed with CalPERS January 1, 2027 $1,850 $50 $1,900 January 1, 2028 $1,850 $100 $1,950 January 1, 2029 $1,850 $150 $2,000 The 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 contribution amount toward health insurance is the City's designated "PEMHCA" contribution as set forth in the City' s resolution(s) filed with CalPERS. Flex Benefit amounts are not part of the City' s designated "PEMHCA" contribution. Flex Dollars may only be used for medical insurance. Flex Dollars may not be converted to cash or any other form of compensation. There is no cash back from unused Flex Dollars. 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 10. SECTION 3. Vision Insurance The City provides fully paid vision insurance for the employee and all eligible dependents, subject to the limitations as set forth in Article 3, Section 10. SECTION 4. 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. 15 Page 118 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 SECTION 5. 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, Subdivision B above. In order to quality 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 of El Segundo employment and receive a retirement benefit from CalPERS. 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. Retirees with a hire date prior to January 1, 2027, shall be entitled to reimbursement of health insurance premiums through a Healthcare Reimbursement Account ("HRA") equal to the City flex benefit contribution for active employees, described in Section 1, above ( e. g., $50 in 2027, $100 in 2028, $150 in 2029), plus the City's PEMHCA contribution of $1,850; the HRA will increase to match the City contribution to flex benefits for active employees (even after the employee retires). The amount of the healthcare reimbursement supplement shall be no more than the amount necessary to cover the health insurance premium cost for the employee and eligible dependent(s) for the selected CalPERS health plan, but in no event shall exceed the total monthly contribution (" PEMCHA" contribution + healthcare reimbursement account). Once an employee retires, the City will not lessen or take away the amount of HRA contributions being contributed/received as of the time of retirement. Employees hired by the City January 1, 2027 or later, shall only be eligible for a retiree medical benefit up to the " PEMCHA" contribution amount set forth in the City's resolution filed by the City with CalPERS, i. e.,$ 1, 850 per month. Upon approval and adoption of this Agreement, the parties agree to implement a Retiree Health Savings Account ("RHSA") through Mission Square, with the City contributing a monthly amount equal to the flex benefit contribution, described in Section 1, above, but not to exceed $300 per month. SECTION 6. 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, 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. 16 Page 119 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 SECTION 7. 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 may vary depending on the employee's age at the time of the disabling injury or illness. SECTION 8. 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. SECTION 9. Life Insurance The City will provide a $50,000 Life Insurance policy for each employee. SECTION 10. 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 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: Tier I: Employees hired before November 6, 2012 shall be eligible for the following retirement benefits: 17 Page 120 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 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. Pursuant to a side letter between the City and PSSEA entitled, "Public Agency Retirement System Retirement Enhancement Plan ('PARS')" and the November 3, 2015 Resolution adopting "The City of El Segundo Public Agency Retirement System (PARS) retirement Enhancement Plan (as Amended and Restated Effective October 31, 2015) ("Plan Amendment"), the City and PARS Retirement Enhancement Plan participants have agreed to discontinued the PARS Retirement Enhancement Plan such that participants will no longer be eligible for retirement enhancements and will no longer be obligated to make contributions to fund the Plan. 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 11: Employees hired between November 6, 2012 and December 31, 2012 who were not 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 highest compensation earnable for one (1) year; 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 18 Page 121 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 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. 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. C. All retirement plan benefits shall be integrated with Social Security. SECTION 12. Workers' Compensation Provisions A. Permanent employees who sustain job -related injuries or illnesses that are compensable under the California Workers' Compensation Laws shall be entitled to receive: 1. Seventy-five percent (75%) of the employee's regular salary for any so-called waiting period provided for in the Workers' Compensation Laws. However, to the extent that an employee is physically injured in the line of duty while involved in animal control, or the detention, transportation, or any other interaction with an inmate/detainee and such injury results in loss of time, the City shall ensure that the employee receives that one hundred percent (100%) of their regular compensation during the first thirty (30) calendar days following the injury, whether through Workers' Compensation or otherwise. No employee shall receive more than their regular compensation. 2. Thereafter, for a period of up to (1) one year, or until earlier retirement on disability pension or a finding of permanent and stationary disability by a medical doctor, the difference between seventy-five percent (75%) of the employee's regular monthly salary and the amount of any temporary disability payments under the California Workers' Compensation Laws. Such payment shall cease when the employee receives a permanent disability award or is physically able to return to work. 19 Page 122 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 3. These payments shall be provided without deductions for State or Federal Income Taxes to the extent allowable by the Internal Revenue Service. B. In order for an employee to be posted in the payroll book as being off -duty due to an job - related injury or illness, the employee must have been injured on -duty or contracted an illness determined to be work related, sent to the appropriate doctor, and relieved of further duty for a period of time specified by the examining doctor. Until such certification is made, employees shall be posted as being off sick and upon such certification shall have their sick time restored. SECTION 13. Education Reimbursement Program The City may provide reimbursement up to $4,000 per calendar year for the cost of tuition and books to employees who complete work -related college courses with a grade of "C" or better. In order to qualify for receipt of such funds the employee must obtain written pre -authorization not less than two (2) weeks prior to the start of the course from their Department Head, Human Resources Director and the City's Chief Financial Officer, or such employees' designees. 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 successfully completed the course(s), and received a grade of `C' or better. Further, I agree to refund the City or have deducted from my final paycheck any educational reimbursement funds received under this program if I leave the City's employment or am terminated for misconduct within one (1) year after the completion of the course work for which I am to receive reimbursement. In the event repayment is required, the repayment obligation shall be prorated in accordance with the following schedule. Below is the reimbursement schedule for the full months worked between t he employee's completion of the educational 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 20 Page 123 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 New hires are ineligible to participate in this program until they pass probation. Employees must also submit a written request reimbursement to their Department Head and to the Human Resources Director no later than 60 days following the completion of the course, class or training. Failure to timely submit a written request for reimbursement will result in forfeiture of any claim to such reimbursement. 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. ARTICLE 4 — LEAVES AND ABSENCES SECTION 1. Vacation Accrual Employees shall accrue vacation leave at the following rates depending on their years of service to the City: Years of Continuous Service with the City Annual Accrual Rate Accrual Per Pay Period Maximum Permissible Accrual 0 - 5 years 108 hours 4.15 hours 216 hours 6 - 10 years 132 hours 5.08 hours 264 hours 11 - 15 years 156 hours 6.00 hours 312 hours 16 + years 188 hours 7.23 hours 376 hours 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 the MOU by the City Council, the City will impose a hardcap 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 hardcap. 21 Page 124 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 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 head of the department and approved by the City Manager 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. B. Cashout Process in 2023: In calendar year 2023, 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, 2023 and every December 15t" 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 amunt 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 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. 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. 22 Page 125 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 SECTION 5. Vacation Time Accrual - For Temporary Industrial Disability Notwithstanding the provisions of Article 4, Section 3, employees on temporary industrial disability may accrue vacation time for longer than two (2) years. SECTION 6. Sick Leave Accrual Employees accrue sick leave at a rate of eight (8) hours per month. SECTION 7. Sick Leave Cap For employees hired after the date the City Council adopts the MOU, the City will limit the accrual of sick leave to 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 descibed below. SECTION 8. Sick Leave Cashout 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 cashout sick leave by employees as follows: The City shall not provide any employee, regardless of the date of their hire by the City, cashout of accrued sick leave in the event that the City terminates such employee for cause. 2. For an employee who has been employed by the City for five (5) or more years and separates from City employment, the City shall provide the employee a cashout at an amount equal to one-half (1/2) the value of the sick leave that the employeed accrued, but did not use (i.e., one-half (1/2) the sick leave hours accrued, but not used, paid at the employee's base salary hourly rate of pay). 3. For an employee who has been employed by the City for five (5) or more years and separates as a result of a service retirement, disability retirement or death, the City shall provide the employee a cashout at an amount equal to the full the value of such sick leave (i.e., all of the sick leave hours, accrued, but not used, paid at the employee's base salary hourly rate of pay). 4. For an employee who has not been employed by the City for at least five (5) years, but who separates from the City for whatever reason, the City shall not provide the employee any cashout for sick leave accrued, but not used. 5. For an employee who separates from City employment for a reason other than termination prior to December 1 st while maintaining an accrued balance of sick leave in excess of 600 hours, the City shall provide the employee seventy percent (70%) of the sick leave accrued, but unused, since the preceding December 1st 23 Page 126 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 SECTION 9. Sick Leave Reauests and Certification One-half (1/2) of an employee's annual accrual of sick leave (i.e., the first 48 hours of such leave) is considered protected leave. An employee's supervisor may not require that the employee provide a statement from a doctor verifying that the employee or a family member was injured or ill absent reasonable suspicion of misuse or abuse of such leave. The supervisor shall state the basis for such suspicion in writing and shall provide that statement to the employee no later than the time that the supervisor requests such verification from the employee. Absent any additional instances of misuse or abuse during the six (6) months following the incident giving rise to the request for verification, no further verification will be required. SECTION 10. Fitness for Duty Upon the recommendation of a Department Head or their designee the Director of Human Resources may, before permitting an employee to return to work from a sick or medical leave, require a fitness for duty examination. SECTION 11. Sick Leave to Provide Care for Family Members Employees are eligible to utilize a maximum of half theirannual sick leave accrual, orforty-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 12. Holidays The City recognizes the following days as paid holidays for City employees: 1. January 1st 2. The third (3rd) Monday in January (Martin Luther King Jr. Day) 3. The third (3rd) Monday in February (President's Day) 4. The last Monday in May (Memorial Day) 5. July 4th 24 Page 127 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 6. The first (1st) Monday in September (Labor Day) 7. November 11th (Veteran's Day) 8. Thanksgiving Day 9. Day After Thanksgiving Day 10. December 24th 11. December 25th 12. December 31 st SECTION 13. Holiday Pay The City may require that employees in the bargaining unit work on the above enumerated City holidays. The City's authority to require that employees work on City holidays shall supersede any side letter agreement or past practice on this subject that may provide otherwise. The City will provide to employees in the bargaining unit Holiday Pay in an amount equivalent to 120 hours of compensation at the employee's regular base rate of pay. The City will provide such Holiday Pay on or about the 10th of December annually. The Holiday Pay of 120 hours shall be for 10 hours on each the 12 City -observed holidays enumerated in Section 11, above (i.e., New Year's Day (January 1 st), Martin Luther King, Jr. Day (3rd Monday in January), Presidents' Day (3rd Monday in February), Memorial Day (last Monday in May), July 4th, Labor Day (1st Monday in September), Veteran's Day (November 11th) Thanksgiving Day (4th Thursday in November), the Friday after Thanksgiving Day, Christmas Eve (December 24th), Christmas (December 25"), and New Year's Eve (December 31 st) ) 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 3/12 schedule shall receive 12 hours, employees who are assigned to a 4/10 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 an equivalent holiday recognizing the contributions of farmworkers) or Juneteenth as a Holiday. In the event that the City recognizes either Cesar Chavez Day (or an equivalent holiday recognizing the contributions of farmworkers) 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 one (1) day of Personal Leave every January during the term of the Agreement. 25 Page 128 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 D. Newly hired bargaining unit members hired Personal Leave, which the employee may appointment date. SECTION 15. Bereavement Leave after the first of the year will also receive the use six (6) months after the employee's initial 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 16. Emeraencv Leave In the event of a personal emergency, an employees may, upon request, be permitted to use paid leave (e.g., vacation, Floating Holiday or accumulated CTO) to attend to the emergency. Employees shall not use emergency leave unless they provide notice of the personal emergency. The City may require that the employee substantiate the circumstances surrounding the personal emergency. SECTION 17. Catastrophic Leave 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 Association 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 Association, the City shall administer catastrophic leave consistent with that policy. SECTION 18. Jury Duty A. 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 fourteen (14)calendar 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. 26 Page 129 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 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 p a i 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. G. Employees relieved of jury duty for three (3) or more consecutive hours may elect to use paid leave accruals to take such time off from work, provided the employee has requested and received their supervisor's approval to do so. ARTICLE 5 —.EMPLOYER — EMPLOYEE RELATIONS EMPLOYEE ORGANIZATION REPRESENTATIVES/ACTIVITIES SECTION 1. Organizational Security Employees may elect to become dues- or service fee -paying members of Union. In the event that an employee makes such an election, the employee shall inform the Union of such decision. The Union will then certify to the City the employees who have authorized the City to deduct from their paychecks the applicable due or service fee associated with such membership. Employees who are members on the pay date following the City Council's adoption of this Agreement or who become members after that date shall maintain their membership in the Association for the term of this Agreement. The City will rely on the certifications from the Union concerning which employees have authorized the deductions of due or service fee associated with such membership. SECTION 2. Union Membership The City agrees to: 1. Provide official dues deductions for all employees who subscribe to Union membership; 2. Provide official payroll deductions for approved Union insurance and welfare plans, not to exceed five programs; and 3. Provide the Union with a list of newly hired employees in the bargaining unit within 30 days of the employee being hired. 27 Page 130 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 SECTION 3. Designation of Board Members and Release Time The Union may designate up to two (2) bargaining unit members to serve as Union representative in personnel matters. Upon timely request and for suitable reasons, the Director of Human Resources, or their designee, shall authorize release of a designated board member from normal duties to attend to or assist in personnel matters involving Union members, unless such Union board member is needed in order to perform urgent or emergent work for the City. In the event that the designated board member 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 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 Association exhausts the one -hundred and fifty (150) hours of paid release time to attend to or assist in personnel matters, the City and the Association 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 4. Designation of Bargaining Team Members and Release Time The Union may designate up to three (3) 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 Association 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. The Association may designate a reasonable number of non -City employees to serve as representatives of the Association and to participate in bargaining. The participation of such individuals will not count against the three (3) bargaining team members that the Association may designate. Upon timely request and for suitable reasons, the Director of Human Resources, or their designee, will authorize release of Union bargaining team members 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. 28 Page 131 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 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 Employees designated as bargaining unit team member shall report the time used to conduct such business during their regular working hours on their timecards. SECTION 5. No -Strike The Association agrees that during the term of this MOU City employees represented by the Association 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 Association also agrees that their members employed by the City 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. SECTION 6. Association Dues Deductions The City shall deduct dues on a regular payroll basis from the pay of Association members Such deductions shall be authorized in writing on a form approved and provided by the Association for this purpose. The membership forms shall be retained by the Association. Th City shall rely on a certification from the Association for the authorization, modification, or cancellation of any dues deductions. The City shall remit such funds to the Association within 30 days following their deduction. The City shall rely on a certification from the Association 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 Association 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 Association 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 Association. The City shall rely on information provided by the Association regarding whether deductions for Association membership were properly canceled or changed, and the Association 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, Association Bylaws and this Agreement. The City shall not deter or discourage employees or applicants for employment from becoming or remaining members of the Association, or from authorizing representation by the Associationsm or from authorizing dues or fee deductions to the Association. 29 Page 132 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 SECTION 7. Joint Labor Management Team Upon request, a joint labor management team will meet to discuss matters within the scope of representation in order to foster improved communication between the City and PSSEA. MANAGEMENT RIGHTS SECTION 8. 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; 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 9. 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 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. 30 Page 133 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 SECTION 10. Notice to the Association and Employees The City shall notify the Association 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 days 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 11. Procedures for Layoff 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. SECTION 12. Tie Breaks Provided that the seniority of two (2) employees is 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. SECTION 13. Reduction to a Vacant Position An employee designated for layoff as a result of abolition of a position or classification may be offered appointment to a vacant position in a lower classification, if the employee is qualified by education and/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 highest seniority offered the position first, then the next highest, etc. 31 Page 134 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 If the employees have the same seniority, then the procedure for breaking ties set forth above shall apply. SECTION 14. 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 in which the employee has prior service, provided the laid off person has greater seniority than the employee in the lower classification An employee who is bumped shall be laid off in the same manner as employee whose position or classification is eliminated. SECTION 15. Salary Placement An employee who accepts appointment to a lower classification as a result of a displacement (i.e., bumping) shall be placed on the step of 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. 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 Section13 below. SECTION 16. Reemployment List The names of permanent employees who have been laid off under this section (including employees who have bumped down to a lower classification) 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. 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 reemployment 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 17. Rights Upon Reemployment If a person is reemployed by the City within three (3) years of their layoff, the employee's accumulated sick leave allowance, seniority and vacation accrual 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 than most 32 Page 135 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 closely corresponds to, but in no case is higher than, the salary step of their previously held position. SECTION 18. Seniority For the purpose of this section, seniority shall be defined as a bargaining unit member's total, continuous employment in a position in the City's classified service. Total, continuous employment is that which is uninterrupted by separation and includes the following: (1) actual time worked; (2) authorized leave of absence, both paid and unpaid; (3) family leave, military leave: and (4) industrial injury or illness leave. For purposes of this section, a leave of absence without pay is limited to a maximum of ninety (90) continuous days. DISICIPLINE SECTION 19. Discipline The City will comply with the requirements set forth in Personnel Rule 14.4 in terms of providing notice to employees in the event that the City proposes certain disciplinary action against the employee (i.e., The Department Head will inform the employee of the disciplinary action that the Department Head intends to recommend to the City Manager). Prior to making a final decision to take disciplinary action involving suspension, demotion, dismissal, or reduction in pay, the City Manager shall give written notice of the proposed action to the concerned employee. The notice shall include a statement of reasons that a disciplinary action is being proposed and shall include a copy of the charges being considered by the City Manager. A written notice delivered to the employee in person, by email or by certified mail to the employee's address on file with the City. GRIEVANCE PROCEDURE SECTION 20. 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). 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. 33 Page 136 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 SECTION 21. Time Limits A. Compliance and Flexibility - 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 22. Procedure The Association may grieve on behalf of an individual, group of employees or the Association as a whole. Grievances will be processed following the procedures set forth below. A. Level I - 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 informally with the employee's immediate supervisor. The supervisor shall hold discussions and attempt to resolve the grievance within five (5) days of the employee notifying the supervisor of the issue. B. Level II - In the event such efforts do not produce a mutually satisfactory resolution, the grievant shall have ten (10) calendar days to file a formal written grievance after the employee's immediate supervisor is unable to resolve the grievance through the discussion process.Under no circumstances may a grievance be filed more than twenty-five (25) 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: 1. The specific section of the Memorandum of Understanding, departmental or agency rules or regulations allegedly violated, misinterpreted or misapplied. 2. 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. 34 Page 137 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 A. 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. B. Level IV - If the grievance is not resolved by the Department Head, the grievant may present the grievance in writing to the City Manager within ten (10) days. Alternatively, the grievant may elect to arbitrate the matter pursuant to the binding arbitration provisions set forth at Article 5, Section 25. If the grievance is appealed to the City Manager, the City Manager or designee will conduct an informal hearing and render a decision. Each party shall have the right to present witnesses and evidence at the hearing. The conclusions and findings of this hearing shall be final. SECTION 23. Matters Excluded from the Grievance Procedure The grievance procedure is not intended to be used for the purpose of resolving the following issues: 1. Resolve complaints, requests or changes in wages, hours or working conditions. 2. Challenge the content of employee evaluations or performance reviews. 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 24. Grievance Conferences Grievants and City representatives, upon request, shall have the right to a conference at any level of the grievance procedure. SECTION 25. Binding Arbitration A. Civil Claims: Both the City and employees covered by this MOU agree that the claims described in this Section 6.07-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. Sec 1280 et seq, including section 1283.05 and all of the CAA's other mandatory and permissive rights to discovery). Nothing in this MOU 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. 35 Page 138 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 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 ("FEHA"), Title VII of the Civil Rights Act of 1964 ("Title VII"), the Age Discrimination in Employment Act ("ADEX), the Americans with Disabilities Act ("ADA"), and the Family and Medical Leave Act ("FMLA"), 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 Article 6, Section 6 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. 2. Notwithstanding the provisions of this Article, employees covered by this MOU 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 ("EEOC"), California Civil Rights Department of ("CRD"), 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. 3. To the fullest extent permitted by law, employees covered by this MOU agree that they shall not join or consolidate claims submitted for arbitration pursuant to this Article 5, Section 25, Subdivision A 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. 4. The City shall bear the costs of any arbitration conducted pursuant to this Article 5, Section 25, Subdivision A, 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 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 Association and the employee. 5. 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 36 Page 139 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 any of the claims asserted. that they would have in a expiration of the statute of authorized or are excessive. B. Appeal of Discipline In addition, each of the parties shall retain all defenses judicial proceeding, including defenses based on the limitations and that the damages being sought are not The Parties understand that employees covered by this MOU are entitled to disciplinary appeal procedures under the City's Personnel Merit System Administrative Code. Under Municipal 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. 1. 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 Article 3.22.13, shall be for a court of law and not an arbitrator to decide. 4. Under this Section, 3.23.13, 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 Association and the employee. The Arbitrator may not increase the level of discipline. 5. At least ten (10) business days before the scheduled arbitration, the parties shall exchange the following information: (1) a list of all witnesses each party intends to call during its case -in -chief; and (2) copies of all documents each party intends to introduce during its case -in -chief. C. Contract Interpretation Disputes The Parties agree that any grievance filed under Article 5, Section 22 of this MOU that is an allegation of a violation, misinterpretation, or misapplication of this MOU, shall be subject to final and binding arbitration. The Association must file a written request for final and binding arbitration within ten (10) days of receipt of the City's response at Level III. 1. 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 ("SMCS"). If the parties are unable to reach an agreement in the selection of a hearing 37 Page 140 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 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 subsection, 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 MOU and the Arbitrator has no authority to add to, subtract from, or modify the MOU 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 thirty (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. 5. At least ten (10) business days before the scheduled arbitration, the parties shall exchange the following information: (1) a list of all witnesses each party intends to call during its case -in -chief; and (2) copies of all documents each party intends to introduce during its case -in -chief. D. This Article is entered into under the CAA and the MMBA, and shall be interpreted and construed in accordance with the law and procedures developed under those respective statutes. ARTICLE 6 — OTHER PROVISIONS SECTION 1. Personnel File The official personnel file of each employee shall be maintained in the Human Resources Department. A unit member or Association representative authorized bythe member, in writing, may review or obtain copies of material from the employee's file with the exception of material that includes ratings, reports or records which are obtained priorto the employment of the employee involved. SECTION 2. Personnel File: Deroaatory Material The City shall provide an employee a copy of any derogatory material that the City intends to place in the employee's personnel file that the City may use for disciplinary purposes. The City will request that the employee acknowledge receipt of such derogatory material prior to it being placed in the employee's personnel file. In the event that the employee refuses to acknowledge receipt, the City shall indicate that the employee refused to acknowledge such receipt. Employees shall have the right to provide a written statement rebutting any such derogatory material. In the event that an employee provides such rebuttal, the City shall attach the 38 Page 141 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 employee's written statement to the derogatory material and place both documents in the employee's personnel file. SECTION 3. Termination Pay Upon termination of employment during a pay period, pay shall be prorated and paid for each day worked in said pay period at the base salary hourly rate of pay and the terminal salary warrant shall include accrued vacation pay to the time of termination. SECTION 4. Savings 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. SECTION 5. Re -Opener A. The parties agree that during the term of this Agreement, they shall reopen negotiations regarding the following subjects: 1. Modification of the municipal code that covers the personnel merit system. 2. Changes to the employee evaluation process, procedure, forms, and evaluation criteria. 3. Changes to the Citywide Catastrophic Leave Policy, the Parties shall reopen Article 4, Section 16. 4. By October 1, 2026, the terms and conditions of employment for employees in either the Lead Police Services Officer classification or a Lead Police Asssistant classification (or other comparably titled senior position for such classifications) should the Council provide direction to the City to create either such classification. 5. Changes to the language and verification protocol for longevity pay under Article 2, Section 11, pursuant to direction and guidance from CalPERS. B. The parties agree that any changes to the MOU pursuant to this reopener provision can only be implemented by mutual agreement of the parties. Signatures on the next page. 39 Page 142 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 For the Police Support Services For the City: Employees' Association: I -John Hurtado, President Joe Ca ong, Vice Pyesid t Amy IycDaniel, Secretary/Treasurer Darrell George ity Manager,, Rebecca RedyV, Director of Human Resources & Risk Management QX t/oGbe��lr'�rG=� Alex Volberding (May 7, 2026 10:40:22 PDT) Alex Volberding, Chief Negotiator Vicky Barker, Chief Negotiator Date Date 40 Page 143 of 389 PSSEA MOU July 1, 2026 to June 30, 2029 APPENDIX A BARGAINING UNIT CLASSIFICATIONS Police Assistant I Police Assistant II Police Service Officer I Police Service Officer 11 Crime Scene Investigator I Crime Scene Investigator 11 41 Page 144 of 389 3% COLA Effective July 1, 2026 PSSEA Police Support Services Employee Association Salary Schedule EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2026 6/16/2026 Crime Scene Investigator I PSSEA 20ps Hourly 37.98 6582.39 78988.68 39.87 6911.52 82938.24 41.87 7257.10 1 87085.20 43.96 7619.96 91439.52 46.15 8000.94 96011.28 7/1/2026 6/16/2026 Crime Scene Investigator II PSSEA 21ps Hourly 42.69 7400.53 88806.36 44.84 7770.57 93246.84 47.07 8159.07 97908.84 49.43 8567.04 102804.48 51.90 8995.39 107944.68 7/1/2026 6/16/2026 Police Assistant I PSSEA 13ps Hourly 27.78 4815.39 57784.68 29.17 5056.17 60674.04 30.63 5308.98 63707.76 32.16 5574.42 66893.04 33.76 5853.14 70237.68 7/1/2026 6/16/2026 Police Assistant II PSSEA 17ps Hourly 30.74 5327.24 63926.88 32.27 5593.60 67123.20 33.89 5873.28 70479.36 35.69 6166.94 74003.28 37.36 6475.30 77703.60 7/1/2026 6/16/2026 Police Service Officer I PSSEA 22ps Hourly 31.66 5488.00 65856.00 33.25 5762.41 69148.92 34.91 6050.53 72606.36 36.65 6353.06 76236.72 38.48 6670.71 80048.52 7/1/2026 6/16/2026 Police Service Officer 11 PSSEA 26ps Hourly 34.55 5987.28 71847.36 36.28 6286.64 75439.68 38.09 6600.97 79211.64 39.98 6931.01 83172.12 41.99 7277.56 87330.72 Equity Adjustments: Crime Scene Investigator 1 (7%) Crime Scene Investigator 11 (7%) Police Assistant 1 (7%) Police Assistant 11 (7%) Police Service Officer 1 (5%) Police Service Officer 11 (3%) Page 145 of 389 3% COLA Effective July 1, 2027 PSSEA Police Support Services Employee Association Salary Schedule EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2027 6/16/2026 Crime Scene Investigator I PSSEA 20ps Hourly 39.12 6779.86 81358.32 41.07 7118.87 85426.44 43.13 7474.81 1 89697.72 45.28 7848.56 94182.72 47.53 8240.97 98891.64 7/1/2027 6/16/2026 Crime Scene Investigator 11 PSSEA 21 ps Hourly 43.97 7622.55 91470.60 46.19 8003.69 96044.28 48.48 8403.84 100846.08 50.91 8824.05 105888.60 53.46 9265.25 111183.00 7/1/2027 6/16/2026 Police Assistant I PSSEA 13ps Hourly 28.61 4959.85 59518.20 30.05 5207.86 62494.32 31.55 5468.25 65619.00 33.12 5741.65 68899.80 34.77 6028.73 72344.76 7/1/2027 6/16/2026 Police Assistant 11 PSSEA 17ps Hourly 31.66 5487.06 65844.72 33.24 5761.41 69136.92 34.91 6049.48 72593.76 36.76 6351.95 76223.40 38.48 6669.56 80034.72 7/1/2027 6/16/2026 Police Service Officer I PSSEA 22ps Hourly 32.61 5652.64 67831.68 34.25 5935.28 71223.36 35.96 6232.05 74784.60 37.75 6543.65 78523.80 39.63 6870.83 82449.96 7/1/2027 6/16/2026 Police Service Officer 11 PSSEA 26ps Hourly 35.59 6166.90 74002.80 37.37 6475.24 77702.88 39.23 6799.00 81588.00 41.18 7138.94 85667.28 43.25 7495.89 89950.68 Page 146 of 389 3% COLA Effective July 1, 2028 PSSEA Police Support Services Employee Association Salary Schedule EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2028 6/16/2026 Crime Scene Investigator I PSSEA 20ps Hourly 40.29 6983.26 83799.12 42.30 7332.44 87989.28 44.42 7699.05 1 92388.60 46.64 8084.02 97008.24 48.96 8488.20 101858.40 7/1/2028 6/16/2026 Crime Scene Investigator 11 PSSEA 21 ps Hourly 45.29 7851.23 94214.76 47.58 8243.80 98925.60 49.93 8655.96 103871.52 52.44 9088.77 109065.24 55.06 9543.21 114518.52 7/1/2028 6/16/2026 Police Assistant I PSSEA 13ps Hourly 29.47 5108.65 61303.80 30.95 5364.10 64369.20 32.50 5632.30 67587.60 34.11 5913.90 70966.80 35.81 6209.59 74515.08 7/1/2028 6/16/2026 Police Assistant II PSSEA 17ps Hourly 32.61 5651.67 67820.04 34.24 5934.25 71211.00 35.96 6230.96 74771.52 37.86 6542.51 78510.12 39.63 6869.65 82435.80 7/1/2028 6/16/2026 Police Service Officer I PSSEA 22ps Hourly 33.59 5822.22 69866.64 35.28 6113.34 73360.08 37.04 6419.01 77028.12 38.88 6739.96 80879.52 40.82 7076.95 84923.40 7/1/2028 6/16/2026 Police Service Officer 11 PSSEA 26ps Hourly 36.66 6351.90 76222.80 38.49 6669.50 80034.00 40.41 7002.97 84035.64 42.42 7353.11 88237.32 44.55 7720.77 92649.24 Page 147 of 389 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF EL SEGUNDO /_1 Ll 111 EL SEGUNDO POLICE SUPPORT SERVICES EMPLOYEES' ASSOCIATION 0 Term: October 1 2012 July 1, 202C through June 30, 2026 2029 Page 148 of 389 PSSEA MOU TABLE OF CONTENTS ARTICLE I- INTRODUCTION SECTION1- Preamble........................................................................................................................1 SECTION2- Recognition...................................................................................................................1 SECTION3- Term...............................................................................................................................1 SECTION 4- Complete Agreement.....................................................................................................1 SECTION 5- Implementation of Agreement.....................................................................................1 SECTION 6- Non-Discrimination.......................................................................................................2 ARTICLE 2- COMPENSATION SECTION 1- Compensation Adjustments........................................................................................ 2 SECTION 23- Salary Table Advancement........................................................................................ 3 SECTION 34- Accelerated Salary Step Advancement..................................................................... 3 SECTION 46- Class Series Classifications.................................................................................... 34 SECTION 56- Payroll Direct Deposit...............................................................................................56 SECTION 67- Temporary Assignment to Higher Classification................................................... 56 SECTION 78- Standby Duty............................................................................................................. 67- SECTION 86- Educational Incentive Pay..........................................................................................7 SECTION j+v- Bilingual Pay.............................................................................................................8 SECTION 1044- Longevity Pay..........................................................................................................8 SECTION112- Training Pay.............................................................................................................. 9 SECTION 123- Differential Pay........................................................................................................10 SECTION 134- Uniform Allowance and Replacement...................................................................10 SECTION 146- Promotions............................................................................................................104 SECTION 156- Promotional Examinations.....................................................................................11 SECTION 167-- Assignment of Work Schedule..............................................................................11 SECTION 176- Lunch Periods.......................................................................................................112 Page 149 of 389 PSSEA MOU TABLE OF CONTENTS SECTION 186- Recall Pay...............................................................................................................1 SECTION 1920- Training Recall Pay...............................................................................................12 SECTION 204- Overtime Distribution.............................................................................................12 SECTION 212- Overtime Authorization..........................................................................................12 SECTION223- Overtime................................................................................................................123 SECTION 234- Compensatory ("Comp") Time............................................................................134 SECTION 245- Court On -Call Pay...................................................................................................14 SECTION 256- Court Call -Back Pay................................................................................................14 ARTICLE 3- BENEFITS SECTION 1- Health Insurance.......................................................................................................145 SECTION2- Dental Insurance.........................................................................................................15 SECTION 3- Vision Insurance.........................................................................................................15 SECTION 4- Flexible Spending Account......................................................................................1 SECTION 5- Retirement Health Insurance Contribution...............................................................16 SECTION 6- Retiree Dental and Vision...........................................................................................16 SECTION 7- Long Term Disability ("LTD") Insurance..................................................................17( SECTION 8- State Disability ("SDI") Program................................................................................17 SECTION9- Life Insurance..............................................................................................................17 SECTION 10- Dental, Vision and Life Insurance Contribution .....................................................17 SECTION11- Retirement.................................................................................................................17 SECTION 12- Workers' Compensation Provisions........................................................................19 SECTION 13- Education Reimbursement Program...................................................................204-9 SECTION 14- Employee Assistance Program ("EAP")...............................................................210 ARTICLE 4- LEAVES AND ABSENCES SECTION 1- Vacation Accrual......................................................................................................... 21 SECTION 2- Vacation Accrual Cap................................................................................................. 21 Page 150 of 389 PSSEA MOU TABLE OF CONTENTS SECTION 3- Vacation Use............................................................................................................. 224 SECTION 4- Vacation Cash Out- Active Employees................................................................... 224 SECTION 5- Vacation Time Accrual for Temporary Industrial Disability ................................... 232- SECTION 6- Sick Leave Accrual...................................................................................................232- SECTION7- Sick Leave Cap..........................................................................................................232- SECTION 8- Sick Leave Cashout..................................................................................................232- SECTION 9- Sick Leave Requests and Certification.....................................................................24 SECTION 10-9- Fitness for Duty ....................................................................................................24- SECTION 110- Sick Leave to Provide Care for Family Members...............................................243 SECTION124- Holidays.................................................................................................................254 SECTION 132- Holiday Pay............................................................................................................254 SECTION 143- Personal Leave Day..............................................................................................254 SECTION 154- Bereavement Leave..............................................................................................265 SECTION 166- Emergency Leave.................................................................................................265 SECTION 176- Catastrophic Leave...............................................................................................265 SECTION 187- Jury Duty............................................................................................................... 265 ARTICLE 5- EMPLOYER -EMPLOYEE RELATIONS SECTION 1- Organizational Security............................................................................................276 SECTION 2- Union Membership....................................................................................................276 SECTION 3- Designation of Board Members and Release Time................................................287 SECTION 4- Designation of Bargaining Team Members and Release Time..............................287 SECTION5- No-Strike....................................................................................................................298 SECTION 6- Association Dues Deductions................................................................................. 296 SECTION 7- Joint Labor Management Committee.................................................................... 302-9 SECTION 8- Management Rights................................................................................................ 302-9 SECTION 9- Grounds for Layoff.................................................................................................302-9 SECTION 10- Notice to the Association and Employees............................................................ 310 Page 151 of 389 PSSEA MOU TABLE OF CONTENTS SECTION 11- Procedures for Layoff............................................................................................. 310 SECTION 12- Tie Breaks................................................................................................................ 310 SECTION 13- Reduction to a Vacant Position.............................................................................310 SECTION 14- Displacement Rights...............................................................................................324 SECTION 15- Salary Placement.................................................................................................... 324 SECTION 16- Reemployment List.................................................................................................324 SECTION 17- Rights Upon Reemployment..................................................................................324 SECTION18- Seniority................................................................................................................... 332 SECTION19- Discipline.................................................................................................................332 SECTION 20- Grievance Procedure Definition of Terms............................................................332 SECTION 21- Time Limits............................................................................................................... 34-3 SECTION22- Procedure................................................................................................................. 34-3 SECTION 23- Matters Excluded from the Grievance Procedure ................................................354 SECTION 24- Grievance Conferences.......................................................................................... 354 SECTION 25- Binding Arbitration.................................................................................................354 ARTICLE 6- OTHER PROVISIONS SECTION 1- Personnel File...........................................................................................................387- SECTION 2- Personnel File: Derogatory Material........................................................................387- SECTION 3- Termination Pay........................................................................................................ 396 SECTION4- Savings...................................................................................................................... 398 SECTION5- Reopener................................................................................................................... 39,9 Page 152 of 389 MEMORANDUM OF UNDERSTANDING ("MOU") BETWEEN THE CITY OF EL SEGUNDO ("CITY") AND THE POLICE SUPPORT SERVICES EMPLOYEES ASSOCIATION ("PSSEA") ARTICLE 1 - INTRODUCTION SECTION 1. Preamble This Memorandum of Understanding (hereinafter "MOU" or "Agreement") is made and entered into between the Police Support Services Employees Association, hereinafter referred to as "Union" or PSSEA, and the management representatives of the El Segundo City Council, hereinafter referred to as the "City", pursuant to the California Government Code Section 3500 et seq. SECTION 2. Recognition The City hereby confirms its recognition of the Union as the exclusive representative of employees in the Police Department support services bargaining unit, and agrees to meet and confer with the Union on all matters relating to the scope of representation pertaining to the said employees as authorized by the law. The appropriate unit represented by the Union is generally described as all full time permanent Police Department support services non -sworn shift schedule employees. This 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 #3208. The list of classes within the bargaining unit is attached to this MOU as Appendix A. SECTION 3. Term The parties have met and conferred in good faith regarding wages, hours and other terms and conditions of employment and the benefits contained herein are given in consideration for the various provisions contained herein which may be a change in the prior employment practices of the City. Further, it is mutually agreed that this Memorandum of Understanding shall commence upon Council adoption for the term Qetober 1, 2 July 1, 2026 to June 30, 20296. SECTION 4. Complete Agreement This MOU contains all of the covenants, stipulations and provisions agreed upon by the parties regarding terms and conditions of employment. Therefore, for the life of this Agreement, neither party shall be compelled to meet and confer with the other party concerning any mandatory meet and confer issue which is covered by this Agreement, except as provided by Article 6, Section 5. SECTION 5. Implementation of Agreement 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 Page 153 of 389 implement the provisions of this MOU. If the City Council fails to adopt the necessary ordinances and resolutions in order to implement this MOU, the parties shall meet and confer. SECTION 6. Non -Discrimination Neither the City nor the Association 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, any other protected category under the law, as well as Association activities in any matter. ARTICLE 2 - COMPENSATION SECTION 1. Compensation Adjustments A. Equity Adjustments Based on a review of the salary and benefits (i.e., total compensation) provided to comparable positions in the cities of Culver City, Gardena, Hawthorne, Hermosa Beach, Inglewood, Manhattan Beach, Redondo Beach, Santa Monica, Torrance, and Los Angeles and the County of Los Angeles, the City shall provide the following salary increases to employees: The City shall provide an equity adjustment to employees in the RetFea^+i%ary e e QGteber, 2022, hose salap er +"o following classifications shall be ORGFease d aGGGrrding to the peFGe Rtage Classification Adjustment Crime Scene Investigator 1 7.0540% Crime Scene Investigator II 7_07-.95% Police Assistant 1 7.06-.99% Police Assistant II 7.07-43% Police Service Officer 1 5.0349% Police Service Officer II 3.03-97% The adjustments to the six (6) classifications above shall occur prior to the application of any across-the-board cost -of -living adjustments, provided below. B. Cost of Living Adjustments The City shall provide the following salary increases to employees: 2:1. Effective the pay period which includes July 1, 2026-, the base salary of each affected employee shall be increased by threetwe-_percent (23.0%); and 2 Page 154 of 389 -3-.2. Effective the pay period which includes July 1, 20274, the base salary of each affected employee shall be increased by twathree percent (23.0%); and 43. Effective the pay period which includes July 1, 20285, the base salary of each affected employee shall be increased by two -three percent (23.0%) Attached to this MOU as Appendix B and incorporated herein by reference, are the base salaries as reflected in the above provisions of Article 2, Section 1. SeGtion will also inGlude inGreases to the overtime payments and differeRtial payments led by the Gity to employees who worked overtime or assignments qualifying them fe .. . .)ay dWFiRg the period betweerl October 1, 2022 and the date that this MQU adepted by the City GouRc4. SECTION 2. Ratufic-atie„ R„ �s-The City shall provide a one time ratiftation benus On the arnount of $2,000 to eaGh employee The Gity shall provide the bonus On the first full pay peried following the adeption of the MOU by the Gity Ge RGil SECTION 23. Salary Table Step Advancement The advancement of a new employee from Step A shall be on the new employee's anniversary date which is established as the day immediately following satisfactory completion of their first six (6) months' service. The advancement of an employee from Steps B, C, and D shall be on the employee's one (1) year anniversary date in the step subject to the limitation of Section F, below, and the advancements therefrom shall be on the anniversary date of the employee. Step E contemplates continued service in such classification until further advancement is indicated by reason of longevity. SECTION 34. Accelerated Salary Step Advancement Accelerated salary step 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 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 a 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. Page 155 of 389 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. 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. SECTION . Class Series Classifications 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 II employee: 1. Police Assistant 1/11 2. Police Service Officer 1/II 3. Crime Scene Investigator 1/II 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. 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 Section 1, 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 Section A. 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 II in all cases. Merit considerations, as clarified by the factors listed below, shall be the exclusive basis for advancement to Level 11. When a person is employed at Level I, such employee may be advanced to Level II upon a determination by the 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 causes their assignment to Level II to be appropriate. No employee shall be advanced to Level II without such an evaluation. In making the determination to advance to Level II according to the above -noted factors, such determination shall not be made simply by subjective evaluation but shall be 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_ 4 Page 156 of 389 ¢2. Acquisition of minimum requirements posted on the class specification and specialized skills required of the position; -5-.3. Achievement of specific job -related goals and objectives during a specified period of time; 6-.4. Increased ability to work without close supervision; 7—.5. Ability to exercise increased individual judgment; 8 6. Ability to provide leadership and guidance to less experienced employees; 7. Ability to understand and properly apply departmental rules; 4-0-.8. 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 II 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 PAF and authorize the employee's advancement and change in status from Level I to Level 11. 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 II 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. A. Longevity Pay Employees to whem this SeGtiGR applies who are eligible to reGeive longevity pay shall FeGeiVe longevity pay based upen an eveFall FatiRg of "standaFd" eF higher as deteFmin by the employee's perfermaRGe evaluatiGR. if the employee fails to qualify fer lengevity pay beGause of failure to have attaiRed a "standard" or higher rating, and the employee's overall performanGe subsequeRtly improves to at least a "standard" level, the IGRgevity pay ORGrease shall be gFaRt8d i ,POR the issua G8 of a satisfy Gte Fy peFfeFinaRGe FepeI t &A. Step Advancement - Anniversary Date - An employee advanced from any range to another range of the Basic Salary Schedule shall receive a new anniversary date which is the date of the change. The provision of a new anniversary date is not intended to effect the employee's seniority. The City shall provide the increase in compensation associated with the step advancement for the pay period during which the anniversary occurs. Other changes in salary shall not change the anniversary date, except for promotions 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 officer or employee and to determine the particular step in any range number which is to be thereafter assigned to any such officer or employee, subject to meet and confer with the Union. Notwithstanding the above, an employee in a classification under Section C shall not be assigned a new anniversary date when they are advanced from Level I to Level Page 157 of 389 II in that same classification. GB. Increases 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 Section A, 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 56. 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 employees. Employees shall be responsible for providing the Finance Department with the correct transit routing and account information. Additional Comaensation SECTION 67. Temporary Assianment to Hiaher 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. 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. 6 Page 158 of 389 SECTION 78. Standbv Dut 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 work station 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: 1. Be reachable by a cellular phone or other device. The City may, in its discretion, provide a cellular phone or other device to an employee assigned to standby duty for purposes of responding to requests to return to duty. 2. Be ready to respond immediately when reached by the City. 3. Be able to report to duty within one (1) hour of being contacted by the City. 4. Refrain from activities which might impair their ability to perform assigned duties, including but not limited to, consuming any alcoholic beverage, illicit drug or medication capable of impairing one's mental or physical faculties. 5. Respond to any call back during the 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 any 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. For each 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, as provided in Section 15 below. An employee who uses sick leave or vacation leave during a standby period, occurring on or after October 15, 2000, 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 duty compensation. SECTION 9. Educational Incentive Pay Bargaining unit members hired after October 1, 2014 shall not be eligible for the Education 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) Work in ajob classification that does not require a bachelor's degree or higher degree in order to qualify for the classification, and (2) Receive a degree from an accredited college or university in one (1) of the majors of public administration, business administration, 7 Page 159 of 389 criminal justice, or other job -related major, which had been approved by the employee's Department Head, in writing. Following the employee's submission of documentation to their Department Head that they are qualified to receive educational incentive 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. The City will provide educational incentive pay at the following rates based on the employee's job classification: Police Assistant I Associate Degree $43.65/pay period Bachelor Degree $87.30/pay period Police Assistant II Associate Degree $48.18/pay period Bachelor Degree $96.37/pay period Police Service Officer I Associate Degree $52.52/pay period Bachelor Degree $105.03/pay period Police Service Officer II Associate Degree $57.97/pay period Bachelor Degree $115.94/pay period Effective March 30, 2019, a Crime Scene Investigator 1/II hired before May 10, 2014, shall be eligible for educational incentive pay if: 1. The employee has been awarded a bachelor's degree; and 2. Was awarded such degree in one of the majors of public administration, business administration, criminal justice or other job -related major, which has been approved by the Department Head, in writing prior to admission of the specific employee into that major: Crime Scene Investigator I $105.03/pay period Crime Scene Investigator II $115.94/pay period SECTION 10 Bilingual Pay 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 L-1 Page 160 of 389 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. The City will provide bilingual pay at the rate $73.40 per pay period. SECTION 11. Longevity Pay Bargaining unit members hired after October 1, 2014 shall not be eligible for the Longevity Pay. Employees hired into the bargaining unit on or before September 30, 2014 shall be eligible for Longevity Pay the full pay period following completion of 5, 10, 15, or 20 years of continuous years of service with the City of El Segundo. Eligible employees hired by the City of El Segundo in a PSSEA represented classification listed below with service in the same classification at another agency immediately preceding hire, shall have their years of service included in the reportable total service time towards Longevity Pay, subject to pensionable compensation rules under the Public Employees' Retirement Law ("PERL"); Government Code 20636, and the California Code of Regulations ("CCR") Section 571 and 571.1. Employees hired into the bargaining unit on or before September 30, 2014 with years of job -related law enforcement service in a classification not listed below at another agency preceding hire by the City of El Segundo, shall be eligible to include these years of service towards total service time for Longevity Pay, but only continuous years of service with the City of El Segundo shall be reported as pensionable compensation, subject to pensionable compensation rules under the Public Employees' Retirement Law ("PERL"), Government Code 20636, and the California Code of Reaulations ("CCR") Section 571 Eligible employees shall be entitled to the following longevity pay per month, paid over twenty-six pay periods per year: based on full time job related law onfGFGe Ment e"t, .onno: Police Assistant I Completion of 5 years of service $26.19/pay period Completion of 10 years of service $52.38/pay period Completion of 15 years of service $122.08/pay period Completion of 20 years of service $152.79/pay period Police Assistant II 9 Page 161 of 389 Completion of 5 years of service $28.91/pay period Completion of 10 years of service $57.82/pay period Completion of 15 years of service $134.92/pay period Completion of 20 years of service $168.65/pay period Police Service Officer I Completion of 5 years of service $31.51/pay period Completion of 10 years of service $63.02/pay period Completion of 15 years of service $147.05/pay period Completion of 20 years of service $183.81/pay period Police Service Officer II Completion of 5 years of service $34.78/pay period Completion of 10 years of service $69.56/pay period Completion of 15 years of service $162.31/pay period Completion of 20 years of service $202.89/pay period Crime Scene Investigator II Completion of 5 years of service $36.63/pay period Completion of 10 years of service $69.56/pay period Completion of 15 year of service $162.35/pay period Completion of 20 years of service $202.89/pay period SECTION 12. Training Pay If a Police Services Officer or a Police Assistant is assigned to perform training, the City will provide the employee a four and one-half percent (4.5%) increase their base salary while assigned to perform such training. Employees assigned to perform training shall indicate on their time cards the number of hours that they spent performing training. SECTION 13. Differential Pay A. Shift Differential — Employees shall be entitled to shift differential pay of 5% for swing shift and 8% for graveyard for the total number of hours worked during any shift when a minimum of four (4) hours of an employee's shift occurs during the swing shift (shift begins on or after 1000 hrs.) or graveyard shift (shift begins on or after 1800 hrs.), as applicable. Shift Differential pay shall apply to both scheduled and non-scheduled shift work assignments which include voluntary and mandatory overtime assignments. Employees whose work hours extend into the swing or graveyard shifts due to overtime, shall be paid the applicable 10 Page 162 of 389 shift differential pay for the actual number of hours worked during the swing or graveyard shifts, in addition to the overtime compensation. Employees may not work the same bid shift for more than 18 months. B. Animal Control Differential — Employees in the Police Service Officer I classification who are specifically assigned to perform "animal control" duties during a shift, who perform "animal control" duties on an emergency basis during a specific shift, or who perform "animal control" duties during a specific shift when no employee is specifically assigned to perform "animal control" duties shall receive differential pay in the amount of twenty dollars and twenty-six cents ($20.26) for each shift in which they meet any of these qualifications. SECTION 14. Uniform Allowance and Replacement The City shall pay uniform, clothing, safety and personnel equipment allowance as follows: 1. Police Service Officer 1/11, Crime Scene Investigator 1/11, and Police Assistants 1/11 $9.23 per pay period of active duty. 2. Newly appointed Police Service Officers 1/11 shall be provided with a uniform advance of $110, at the time of appointment. 3. The City reserves the right to provide uniforms in lieu of the allowances provided for herein. Affected employees occupying the classifications of Police Service Officer 1/11, Crime Scene Investigator 1/11 and Police Assistant 1/11 shall have unserviceable uniforms replaced by the City by means of the replacement policies and procedures applicable to sworn uniformed City police personnel. Said replacement policy shall be in addition to any uniform maintenance allowance paid to affected employees. SECTION 15. Promotions In all cases where an employee promoted to a classification in 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 (5%) 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 approved by the Department Head. 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 his 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 16. Promotional Examinations For the purpose of interpreting Chapter 6, Personnel Merit System, Section 1-6-9 (B) of the El Segundo Municipal Code, entitled "Examinations", the City agrees that a "sufficient number" shall be three (3) eligible, qualified applicants who have indicated an interest in a particular promotion in writing to the Director of Human Resources 11 Page 163 of 389 Examinations may be specified by the Personnel Officer, as promotional only, as open competitive only, or as both open competitive and promotional. WORK SCHEDULES SECTION 17. Assignment of Work Schedule A. Employees shall either work a 3/12 or a 4/10 work schedule depending on their classification. B . The Department may assign an employee in the Police Assistant 1/11 or Police Service Officers 1/11 classifcation to a work schedule sufficient to provide the Department coverage 24 hours per day and seven (7) days per week. C . The Department may assign employees in the Crime Scene Investigator 1/11 classifications to a work schedule sufficient to provide coverage during the regular business hours of the Department. D . If operational needs require and the change in work schedule is intended to be permanent, the City may assign employees to work a different schedule. In the event of such a change to an employee's work schedule, the City shall provide the Association and the affected employee with 30 days' notice prior to the implementation of such a change. Such notification shall provide a description of the operational need requiring the change to the employee's work schedule. SECTION 18. Lunch Periods The City may require that employees perform work duties during their lunch periods. Consequently, the City will compensate employee for such time in accordance with this MOU, City Rules and Regulations and other applicable statutory requirements. SECTION 19. Recall Pay Employees who are required to return to work in -person other than during the employees' regularly scheduled hours of work shall be credited with a minimum of four (4) hours work. Employees who are required to return to work for purposes of participating in a virtual meeting (e.g., Zoom, Teams, etc.) other than during the employees' regularly scheduled hours of work shall be credited with a minimum of two (2) hour work. The recall time and pay shall be included in the work period during which the recall work was performedfor purposes of calculating overtime. SECTION 20. Trainina Recall Pav Employees who are required to return to train at a time other than their scheduled work day or are required to arrive to work for training at a time other than their scheduled work day shall be compensated for a minimum of four (4) hours work. Employees who are required to participate in a virtual training (e.g., Zoom, Teams, etc.) 12 Page 164 of 389 other than during the employees' regularly scheduled hours of work shall be credited with a minimum of two (2) hour work. OVERTIME SECTION 21. Overtime Distribution The City shall assign overtime work as equitably as possible among all employees who are in the same classification and the same organizational unit. To the extent possible, the City shall assign overtime to individuals who volunteer for such assignments. However, in making overtime assignments, the City may consider special skills required to perform particular work. SECTION 22. Overtime Authorization Employees must receive direction or approval to work overtime. However, employes who are engaged in a safety -sensitive assignment that cannot be abandoned may continue performance of such assignment without prior approval to work overtime. SECTION 23. Overtime A. Overtime Calculation — An employee who is required to work more than forty (40) hours during any given work week shall be compensated at the rate of one and one-half times their regular rate of pay. The City, for purposes of calculating overtime pay, shall not count sick leave or vacation time taken as hours worked. Reimbursable overtime and forced hire overtime are not subject to the sick and vacation paid leave time exclusion noted above. Forced hire overtime is defined to mean when an employee is required/recalled to return to work by the department. The Supervisor will release a recalled/rehired employee when there is no circumstance justifying a hold -over of the person or whenever scheduling does not justify a hold -over of the person. B. Regular Rate of Pay - Defined in 29 CFR 778.108 et seq. The definition used in this MOU is for general reference and does not override the specific definitions set forth in the Fair Labor Standards Act ("FLSA"). Therefore, as used in this MOU, the "regular rate of pay" is the total inclusive compensation paid to or on behalf of the employee except gifts, travel expenses, other reimbursable expenses, payments not mandated by the MOU or other rules/regulations, retirement and insurance contributions by the City, overtime and holiday pay. These are examples only and not intended to be an all-inclusive definition of the "regular rate of pay." Applicable statutes/case law shall prevail over any MOU definitions inconsistent with statutes/case law. C. Designated Work Week - For FLSA purposes, the City establishes the following workweeks for employees in this bargaining unit as described in Article 2, Section 15: 1. For employees who are assigned to a 3/12 work schedule, the workweek shall 13 Page 165 of 389 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. 2. For employees who are assigned to a 4/10 work schedule, the workweek shall commence at 8:00 am on Monday and conclude at 7:59 am the following Monday. D. Definition of Hours Worked - For purposes of calculating overtime pay the City will include holiday leave as time worked. The City will not consider the following non -working time as time worked for purposes of calculating overtime: 1. Utilization of non -paid leaves of absence (e.g., leave without pay); 2. Travel time to and from the work site when reporting for required work or training; 3. All time in off -duty voluntary training assignments (e.g., homework, study time, meal time, sleep, etc.). 4. All off -duty travel; or 5. All time for personal preparation and clean up, excluding donning and doffing uniforms required for the performance of job dutiees. SECTION 24. Compensatory ("Comp") Time A. Employee may accumulate no more than one -hundred twenty (120) 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, unless the request would unduly disrupt operational needs. C. Employees may use CTO in conjunction with vacation with the prior approval of the Department Head. D. Employees may cash in accrued compensatory time, once per calendar year, at the employee's current base rate of pay, by notifying the payroll division of their intent to do so no later than November 20th. Payment to the employee will be made on or about the 10th of December. E . Upon separation or death, employees shall receive payment for one hundred percent (100%) of their accumulated compensatory leave. CTO payouts shall be paid at the employee's base salary hourly rate of pay. SECTION 24. Court On -Call Pay A. Except as set forth below, off -duty employees who are placed in an on -call status for court during either the morning or the afternoon session will receive three (3) hours of paid overtime at a rate of time and one-half their regular rate of pay as defined in this MOU for each session the employee is in an on -call status. Off -duty personnel who are placed in an on -call status 14 Page 166 of 389 for court during both the morning and the afternoon sessions will receive six (6) hours of paid overtime at a rate of time and one-half their regular rate of pay. Employees will not receive on -call pay if they are: 1. Called into court that session (in which the employee will receive call-back pay). 2. Ordered to report to work 3. Already receiving pay from the City for any other reason (e.g., administrative leave, etc.). B. Employees shall not have the option of reporting to work in lieu of being in an on -call status. C. Employees who are in an on -duty status are not eligible for court on -call pay. D. Employees entitled to court on call pay shall accrue "limited use" time off in lieu of pay. SECTION 26. Court Call -Back Pay A. An employee called into court while off -duty shall be paid overtime for all time served plus travel time or three (3) hours at time and one-half, whichever is greater. "Off -duty" for the purposes of this section means the officer is not on duty, on paid administrative leave, on paid IOD leave, or being paid for any other reason. B. Employees entitled to court on call pay shall accrue "limited use" time off in lieu of pay. ARTICLE 3 - BENEFITS SECTION 1. Health Insurance A . Health Insurance Coverage: 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. B. City Health Contribution: The City shall contribute both the amount required under Government Code section 22892 and a supplemental amount under PEMHCA to cover certain medical premium costs for the employee and their eligible dependent(s), with the supplemental amount provided through a Flexible Benefit Plan. The City's maximum monthly medical contribution shall be $1,850 per employee per month. The Gity Will rentrib ite he+h the monornum arneunt required under Government Gede SGG ie.. 22892 -Rd a supplemental the reyerage for the employee and their eligible depeRd Rt(S" medical recto Effective January 1, 2027, the Flexible Benefit Plan shall be established, with maximum contributions as follows: 15 Page 167 of 389 Effective Date City Maximum Medical Insurance Flex Benefit City Contribution per Month Total City Contribution per Month Contribution per Month under PEMHCA (Per City Resolution filed with CalPERS January 1 2027 JI&50 50 iL.900 January 1 2028 $1,850 100 $1,950 January 1 2029 al&50 150 2 000 An -The 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 Citv contribution amount toward health insurance is the Citv's desianated "PEMHCA" contribution as set forth in the City' s resolution(s) filed with CalPERS. Flex Benefit amounts are not part of the City' s designated "PEMHCA" contribution. Flex Dollars may only be used for medical,- dental and vision insurance. Flex Dollars may not be converted to cash or any other form of compensation. There is no cash back from unused Flex Dollars. 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 10. SECTION 3. Vision Insurance The City provides fully paid vision insurance for the employee and all eligible dependents, subject to the limitations as set forth in Article 3, Section 10. 16 Page 168 of 389 SECTION 4. Flexible Saendina 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 5. 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, Subdivision B above. In order to quality 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 CaIPERS within 120 days of separation from City of El Segundo emDlovment and receive a retirement benefit from CalPERS. 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. Retirees with a hire date prior to January 1, 2027, shall be entitled to reimbursement of health insurance premiums through a Healthcare Reimbursement Account C-HRA") equal to the City flex benefit contribution for active employees, described in Section 1, above ( e. q., $50 in 2027, $1100 in 2028, $150 in 2029), plus the City's PEMHCA contribution of $1,850; the HRA will increase to match the City contribution to flex benefits for active employees (even after the employee retires). The amount of the healthcare reimbursement supplement shall be no more than the amount necessary to cover the health insurance premium cost for the employee and eligible dependent(s) for the selected CaIPERS health plan, but in no event shall exceed the total monthly contribution (" PEMCHA" contribution + healthcare reimbursement account). Once an employee retires, the City will not lessen or take away the amount of HRA contributions being contributed/received as of the time of retirement. Employees hired by the City January 1, 2027 or later, shall only be eligible for a retiree medical benefit up to the " PEMCHA" contribution amount set forth in the City's resolution filed by the City with CalPERS, i. e.,$ 1, 850 per month. Upon approval and adoption of this Agreement, the parties agree to implement a Retiree Health Savings Account ("RHSA") through Mission Square, with the City contributing a monthly amount equal to the flex benefit contribution, described in Section 1, above. but not to exceed $300 oer month. SECTION 6. Retiree Dental and Vision Upon retirement, an employee and their spouse, registered domestic partner, and/or their eligible 17 Page 169 of 389 dependents who are actively enrolled in the City's dental and vision insurance plans may remain enrolled in such plans, 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. SECTION 7. 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 8. 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. SECTION 9. Life Insurance The City will provide a $50,000 Life Insurance policy for each employee. SECTION 10. 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. 18 Page 170 of 389 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 ("CaIPERS") 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: 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 CaIPERS benefits to which they are entitled, as described above. Pursuant to a side letter between the City and PSSEA entitled, "Public Agency Retirement System Retirement Enhancement Plan ('PARS')" and the November 3, 2015 Resolution adopting "The City of El Segundo Public Agency Retirement System (PARS) retirement Enhancement Plan (as Amended and Restated Effective October 31, 2015) ("Plan Amendment"), the City and PARS Retirement Enhancement Plan participants have agreed to discontinued the PARS Retirement Enhancement Plan such that participants will no longer be eligible for retirement enhancements and will no longer be obligated to make contributions to fund the Plan. Employees shall pay the full eight percent (8%) of their PERSable compensation towards the CaIPERS member contribution. Until such time as the City's contract with CaIPERS 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 who were not existing CaIPERS members at the time of their hiring shall be eligible for the following 19 Page 171 of 389 retirement benefits: 1. 2% at age 60 retirement formula; 2. Retirement benefits based on the highest compensation earnable for one (1) year; 3. Pre- and Post -Retirement Death Benefits. Employees shall pay the full eight percent (8%) of their PERSable compensation towards the CaIPERS member contribution. Until such time as the City's contract with CaIPERS 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. 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 CaIPERS 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. C. All retirement plan benefits shall be integrated with Social Security. SECTION 12. Workers' Compensation Provisions A. Permanent employees who sustain job -related injuries or illnesses that are compensable under the California Workers' Compensation Laws shall be entitled to receive: 1. Seventy-five percent (75%) of the employee's regular salary for any so-called waiting period provided for in the Workers' Compensation Laws. However, to the extent that an employee is physically injured in the line of duty while involved in animal control, or the detention, transportation, or any other interaction with 20 Page 172 of 389 an inmate/detainee and such injury results in loss of time, the City shall ensure that the employee receives that one hundred percent (100%) of their regular compensation during the first thirty (30) calendar days following the injury, whether through Workers' Compensation or otherwise. No employee shall receive more than their regular compensation. 2. Thereafter, for a period of up to (1) one year, or until earlier retirement on disability pension or a finding of permanent and stationary disability by a medical doctor, the difference between seventy-five percent (75%) of the employee's regular monthly salary and the amount of any temporary disability payments under the California Workers' Compensation Laws. Such payment shall cease when the employee receives a permanent disability award or is physically able to return to work. 3. These payments shall be provided without deductions for State or Federal Income Taxes to the extent allowable by the Internal Revenue Service. B. In order for an employee to be posted in the payroll book as being off -duty due to an job - related injury or illness, the employee must have been injured on -duty or contracted an illness determined to be work related, sent to the appropriate doctor, and relieved of further duty for a period of time specified by the examining doctor. Until such certification is made, employees shall be posted as being off sick and upon such certification shall have their sick time restored. SECTION 13. Education Reimbursement Program The City may provide reimbursement up to $4,000 per calendar year for the cost of tuition and books to employees who complete work -related college courses with a grade of "C" or better +e $2 000 nor nalendar year fer the recf of tuition and heel« e In order to qualify for receipt of such funds the employee must obtain written e+theFpre- authorization or appreyal fer reirnb rrsemeRt not less than two (2) weeks prior to the start of the course from their Department Head, Human Resources Director and the City's Chief Financial Officer, or such employees' designees. 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 successfully completed the course(s), and received a grade of 'C' or better. Further, 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 employment or am , vo4R +aril" er through terminated for misconducti^^ With GaUGe within one (1) year after the completion of the course work for which I am to receive reimbursement. In the event repayment is required, the repayment obligation shall be prorated; in accordance with the following schedule. Below is the reimbursement schedule for the full months worked between t h e employee's completion of the educational 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 I Percentage to be 21 Page 173 of 389 Date the Course was Completed and the Final Day at Work 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 are ineligible to participate in this program until they pass probation. Employees must also submit a written request reimbursement to their Department Head and to the Human Resources Director no later than 60 days following the completion of the course, class or training. Failure to timely submit a written request for reimbursement will result in forfeiture of anv claim to such reimbursement. 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. ARTICLE 4 — LEAVES AND ABSENCES SECTION 1. Vacation Accrual Employees shall accrue vacation leave at the following rates depending on their years of service to the City: Years of Continuous Service with the City Annual Accrual Rate Accrual Per Pay Period Maximum Permissible Accrual 0 - 5 years 108 hours 4.15 hours 216 hours 6 - 10 years 132 hours 5.08 hours 264 hours 11 - 15 years 156 hours 6.00 hours 312 hours 16 + years 188 hours 7.23 hours 376 hours 22 Page 174 of 389 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 the MOU by the City Council, the City will impose a hardcap 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 hardcap. 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 head of the department and approved by the City Manager 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. B . Cashout Process in 2023: In calendar year 2023, 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, 2023 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 23 Page 175 of 389 cash out in December of the following calendar year (The cumulative cash -out amunt 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 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. 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 Time Accrual - For Temporary Industrial Disability Notwithstanding the provisions of Article 4, Section 3, employees on temporary industrial disability may accrue vacation time for longer than two (2) years. SECTION 6. Sick Leave Accrual Employees accrue sick leave at a rate of eight (8) hours per month. SECTION 7. Sick Leave Cap For employees hired after the date the City Council adopts the MOU, the City will limit the accrual of sick leave to 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 descibed below. SECTION 8. Sick Leave Cashout 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 cashout sick leave by employees as follows: 1. The City shall not provide any employee, regardless of the date of their hire by the City, cashout of accrued sick leave in the event that the City terminates such employee for cause. 2. For an employee who has been employed by the City for five (5) or more years and separates from City employment, the City shall provide the employee a cashout at an amount equal to one-half (1/2) the value of the sick leave that the employeed accrued, but did not use (i.e., one-half (1/2) the sick leave hours accrued, but not used, paid at the employee's base salary hourly rate of pay). 3. For an employee who has been employed by the City for five (5) or more years and separates as a result of a service retirement, disability retirement or death, the City shall provide the employee a cashout at an amount equal to the full the value of such sick leave 24 Page 176 of 389 (i.e., all of the sick leave hours, accrued, but not used, paid at the employee's base salary hourly rate of pay). 4. For an employee who has not been employed by the City for at least five (5) years, but who separates from the City for whatever reason, the City shall not provide the employee any cashout for sick leave accrued, but not used. 5. For an employee who separates from City employment for a reason other than termination prior to December 1st while maintaining an accrued balance of sick leave in excess of 600 hours, the City shall provide the employee seventy percent (70%) of the sick leave accrued, but unused, since the preceding December 1st. SECTION 9. Sick Leave Reauests and Certification One-half (1/2) of an employee's annual accrual of sick leave (i.e., the first 48 hours of such leave) is considered protected leave. An employee's supervisor may not require that the employee provide a statement from a doctor verifying that the employee or a family member was injured or ill absent reasonable suspicion of misuse or abuse of such leave. The supervisor shall state the basis for such suspicion in writing and shall provide that statement to the employee no later than the time that the supervisor reauests such verification from the emDlovee. Absent any additional instances of misuse or abuse during the six (6) months following the incident aivina rise to the reauest for verification. no further verification will be reauired. SECTION 010. Fitness for Duty Upon the recommendation of a Department Head or their designee the Director of Human Resources may, before permitting an employee to return to work from a sick or medical leave, require a fitness for duty examination. SECTION 110. Sick Leave to Provide Care for Familv Members Employees are eligible to utilize a maximum of half their annual sick leave accrual, orforty-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 142. Holidays 25 Page 177 of 389 The City recognizes the following days as paid holidays for City employees: 1. January 1st 2. The third (3rd) Monday in January (Martin Luther King Jr. Day) 3. The third (3rd) Monday in February (President's Day) 4. The last Monday in May (Memorial Day) 5. July 4th 6. The first (1st) Monday in September (Labor Day) 7. November 11th (Veteran's Day) 8. Thanksgiving Day 9. Day After Thanksgiving Day 10. December 24th 11. December 25th 12. December 31st SECTION 1-213. Holiday Pay The City may require that employees in the bargaining unit work on the above enumerated City holidays. The City's authority to require that employees work on City holidays shall supersede any side letter agreement or past practice on this subject that may provide otherwise. The City will provide to employees in the bargaining unit Holiday Pay in an amount equivalent to 120 hours of compensation at the employee's regular base rate of pay. The City will provide such Holiday Pay on or about the 10th of December annually. The Holiday Pay of 120 hours shall be for 10 hours on each the 12 City -observed holidays enumerated in Section 11, above (i.e., New Year's Day (January 1 st), Martin Luther King, Jr. Day (3rd Monday in January), Presidents' Day (3rd Monday in February), Memorial Day (last Monday in May), July 41h, Labor Day (1st Monday in September), Veteran's Day (November 11th) Thanksgiving Day (4th Thursday in November), the Friday after Thanksgiving Day, Christmas Eve (December 24th), Christmas (December 25th), and New Year's Eve (December 31 It) ) SECTION 4-314. 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 3/12 schedule shall receive 12 hours, employees who are assigned to a 4/10 schedule shall receive 10 hours. Employees on other schedules will be compensated accordingly. 26 Page 178 of 389 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 (21d) day of Personal Leave each year, as described below, unless and until such time as the City recognizes either Cesar Chavez Day (or an equivalent holiday recognizing the contributions of farmworkers) or Juneteenth as a Holiday. In the event that the City recognizes either Cesar Chavez Day (or an equivalent holiday recognizing the contributions of farmworkers) 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 one (1) day of Personal Leave every January during the term of the Agreement. D. 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 1-415. 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 4516. Emergency Leave In the event of a personal emergency, an employees may, upon request, be permitted to use paid leave (e.g., vacation, Floating Holiday or accumulated CTO) to attend to the emergency. Employees shall not use emergency leave unless they provide notice of the personal emergency. The City may require that the employee substantiate the circumstances surrounding the personal emergency. SECTION 4617. Catastrophic Leave 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 Association 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 Association, the City shall administer catastrophic leave consistent with that policy. SECTION 178. Jury Duty 27 Page 179 of 389 A. 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 fourteen (14)calendar 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 p a i 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. G. Employees relieved of jury duty for three (3) or more consecutive hours may elect to use paid leave accruals to take such time off from work, provided the employee has requested and received their supervisor's approval to do so. ARTICLE 5 —.EMPLOYER — EMPLOYEE RELATIONS EMPLOYEE ORGANIZATION REPRESENTATIVES/ACTIVITIES SECTION 1. Organizational Security Employees may elect to become dues- or service fee -paying members of Union. In the event that an employee makes such an election, the employee shall inform the Union of such decision. The Union will then certify to the City the employees who have authorized the City to deduct from their paychecks the applicable due or service fee associated with such membership. Employees who are members on the pay date following the City Council's adoption of this Agreement or who become members after that date shall maintain their membership in the Association for the term of this Agreement. The City will rely on the certifications from the Union concerning which employees have authorized the deductions of due or service fee associated with such membership. SECTION 2. Union Membershi The City agrees to: 28 Page 180 of 389 1. Provide official dues deductions for all employees who subscribe to Union membership; 2. Provide official payroll deductions for approved Union insurance and welfare plans, not to exceed five programs; and 3—Provide the Union with a list of newly hired employees in the bargaining unit within 30 days of the employee being hired. SECTION 3. Desianation of Board Members and Release Time The Union may designate up to two (2) bargaining unit members to serve as Union representative in personnel matters. Upon timely request and for suitable reasons, the Director of Human Resources, or their designee, shall authorize release of a designated board member from normal duties to attend to or assist in personnel matters involving Union members, unless such Union board member is needed in order to perform urgent or emergent work for the City. In the event that the designated board member 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 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 Association exhausts the one -hundred and fifty (150) hours of paid release time to attend to or assist in personnel matters, the City and the Association 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 4. Designation of Bargaining Team Members and Release Time The Union may designate up to three (3) 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 Association 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. The Association may designate a reasonable number of non -City employees to serve as representatives of the Association and to participate in bargaining. The participation of such 29 Page 181 of 389 individuals will not count against the three (3) bargaining team members that the Association may designate. Upon timely request and for suitable reasons, the Director of Human Resources, or their designee, will authorize release of Union bargaining team members 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 Employees designated as bargaining unit team member shall report the time used to conduct such business during their regular working hours on their timecards. SECTION 5. No -Strike The Association agrees that during the term of this MOU City employees represented by the Association 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 Association also agrees that their members employed by the City 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. SECTION 6. Association Dues Deductions The City shall deduct dues on a regular payroll basis from the pay of Association members. Such deductions shall be authorized in writing on a form approved and provided by the Association for this purpose. The membership forms shall be retained by the Association. Th City shall rely on a certification from the Association for the authorization, modification, or cancellation of any dues deductions. The City shall remit such funds to the Association within 30 days following their deduction. The City shall rely on a certification from the Association 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 Association 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 Association shall indemnify the City for any claims made by the employee for deductions made in reliance on that certification. 30 Page 182 of 389 The City shall direct all employee requests to cancel or change deductions to the Association. The City shall rely on information provided by the Association regarding whether deductions for Association membership were properly canceled or changed, and the Association 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, Association Bylaws and this Agreement. The City shall not deter or discourage employees or applicants for employment from becoming or remaining members of the Association, or from authorizing representation by the Associationsm or from authorizing dues or fee deductions to the Association. SECTION 7. Joint Labor Manaaement Team Upon request, a joint labor management team will meet to discuss matters within the scope of representation in order to foster improved communication between the City and PSSEA. MANAGEMENT RIGHTS SECTION 8. 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; 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 9. Grounds for Layoff 31 Page 183 of 389 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 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 10. Notice to the Association and Emplovees The City shall notify the Association 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 days 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 11. Procedures for Layoff 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. SECTION 12. Tie Breaks Provided that the seniority of two (2) employees is 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 32 Page 184 of 389 number of performance evaluations on file, ties shall be broken by a coin toss SECTION 13. Reduction to a Vacant Position An employee designated for layoff as a result of abolition of a position or classification may be offered appointment to a vacant position in a lower classification, if the employee is qualified by education and/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 highest 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 14. 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 in which the employee has prior service, provided the laid off person has greater seniority than the employee in the lower classification An employee who is bumped shall be laid off in the same manner as employee whose position or classification is eliminated. SECTION 15. Salary Placement An employee who accepts appointment to a lower classification as a result of a displacement (i.e., bumping) shall be placed on the step of 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. 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 Section13 below. SECTION 16. Reemalovment List The names of permanent employees who have been laid off under this section (including employees who have bumped down to a lower classification) 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. 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 reemployment 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. 33 Page 185 of 389 Laid -off employees do not earn seniority credit or benefits while on the re-employment list. SECTION 17. Rights Upon Reemployment If a person is reemployed by the City within three (3) years of their layoff, the employee's accumulated sick leave allowance, seniority and vacation accrual 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 than most closely corresponds to, but in no case is higher than, the salary step of their previously held position. SECTION 18. Seniority For the purpose of this section, seniority shall be defined as a bargaining unit member's total, continuous employment in a position in the City's classified service. Total, continuous employment is that which is uninterrupted by separation and includes the following: (1) actual time worked; (2) authorized leave of absence, both paid and unpaid; (3) family leave, military leave: and (4) industrial injury or illness leave. For purposes of this section, a leave of absence without pay is limited to a maximum of ninety (90) continuous days. DISICIPLINE SECTION 19. Discipline The City will comply with the requirements set forth in Personnel Rule 14.4 in terms of providing notice to employees in the event that the City proposes certain disciplinary action against the employee (i.e., The Department Head will inform the employee of the disciplinary action that the Department Head intends to recommend to the City Manager). Prior to making a final decision to take disciplinary action involving suspension, demotion, dismissal, or reduction in pay, the City Manager shall give written notice of the proposed action to the concerned employee. The notice shall include a statement of reasons that a disciplinary action is being proposed and shall include a copy of the charges being considered by the City Manager. A written notice delivered to the employee in person, by email or by certified mail to the employee's address on file with the City. GRIEVANCE PROCEDURE SECTION 20. 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 34 Page 186 of 389 and Regulations (Rule 15 and 16). 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 21. Time Limits A. Compliance and Flexibility - 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 22. Procedure The Association may grieve on behalf of an individual, group of employees or the Association as a whole. Grievances will be processed following the procedures set forth below. A. Level I - 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 informally with the employee's immediate supervisor. The supervisor shall hold discussions and attempt to resolve the grievance within five (5) days of the employee notifying the supervisor of the issue. B. Level II - In the event such efforts do not produce a mutually satisfactory resolution, the grievant shall have ten (10) calendar days to file a formal written grievance after the employee's immediate supervisor is unable to resolve the grievance through the discussion process.Under no circumstances may a grievance be filed more than twenty-five (25) 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: 1. The specific section of the Memorandum of Understanding, departmental or agency 35 Page 187 of 389 rules or regulations allegedly violated, misinterpreted or misapplied. 2. 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. A. 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. B. Level IV - If the grievance is not resolved by the Department Head, the grievant may present the grievance in writing to the City Manager within ten (10) days. Alternatively, the grievant may elect to arbitrate the matter pursuant to the binding arbitration provisions set forth at Article 5, Section 25. If the grievance is appealed to the City Manager, the City Manager or designee will conduct an informal hearing and render a decision. Each party shall have the right to present witnesses and evidence at the hearing. The conclusions and findings of this hearing shall be final. SECTION 23. Matters Excluded from the Grievance Procedure The grievance procedure is not intended to be used for the purpose of resolving the following issues: 1. Resolve complaints, requests or changes in wages, hours or working conditions. 2. Challenge the content of employee evaluations or performance reviews. 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 24. Grievance Conferences Grievants and City representatives, upon request, shall have the right to a conference at any level of the grievance procedure. SECTION 25. Binding Arbitration A. Civil Claims: Both the City and employees covered by this MOU agree that the claims described in this Section 6.07-A shall be submitted to and determined exclusively by binding arbitration under 36 Page 188 of 389 the Federal Arbitration Act, in conformity with the procedures of the California Arbitration Act ("CAA") (Cal. Code Civ. Proc. Sec 1280 et seq, including section 1283.05 and all of the CAA's other mandatory and permissive rights to discovery). Nothing in this MOU 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 ("FEHA"), Title VII of the Civil Rights Act of 1964 ("Title VI I"), the Age Discrimination in Employment Act ("ADEX), the Americans with Disabilities Act ("ADA"), and the Family and Medical Leave Act ("FMLA"), 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 Article 6, Section 6 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. 2. Notwithstanding the provisions of this Article, employees covered by this MOU 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 ("EEOC"), California Civil Rights Department of ("CRD"), 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. 3. To the fullest extent permitted by law, employees covered by this MOU agree that they shall not join or consolidate claims submitted for arbitration pursuant to this Article 5, Section 25, Subdivision A 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. 4. The City shall bear the costs of any arbitration conducted pursuant to this Article 5, Section 25, Subdivision A, including the compensation of the Arbitrator, all administrative expenses, and CSR transcripts. Except as may otherwise be required 37 Page 189 of 389 by law, the parties shall be responsible 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 Association and the employee. 5. 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 MOU are entitled to disciplinary appeal procedures under the City's Personnel Merit System Administrative Code. Under Municipal 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. 1. 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 Article 3.22.13, shall be for a court of law and not an arbitrator to decide. 4. Under this Section, 3.23.13, 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 Association and the employee. The Arbitrator may not increase the level of discipline. 5. At least ten (10) business days before the scheduled arbitration, the parties shall exchange the following information: (1) a list of all witnesses each party intends to call during its case -in -chief; and (2) copies of all documents each party intends to introduce during its case -in -chief. C. Contract Interpretation Disputes 38 Page 190 of 389 The Parties agree that any grievance filed under Article 5, Section 22 of this MOU that is an allegation of a violation, misinterpretation, or misapplication of this MOU, shall be subject to final and binding arbitration. The Association 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 ("SMCS"). 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 subsection, 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 MOU and the Arbitrator has no authority to add to, subtract from, or modify the MOU 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 thirty (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. 5. At least ten (10) business days before the scheduled arbitration, the parties shall exchange the following information: (1) a list of all witnesses each party intends to call during its case -in -chief; and (2) copies of all documents each party intends to introduce during its case -in -chief. D. This Article is entered into under the CAA and the MMBA, and shall be interpreted and construed in accordance with the law and procedures developed under those respective statutes. ARTICLE 6 — OTHER PROVISIONS SECTION 1. Personnel File The official personnel file of each employee shall be maintained in the Human Resources Department. A unit member or Association representative authorized bythe member, in writing, may review or obtain copies of material from the employee's file with the exception of material that includes ratings, reports or records which are obtained priorto the employment of the employee involved. SECTION 2. Personnel File: Derogatory Material The City shall provide an employee a copy of any derogatory material that the City intends to place in the employee's personnel file that the City may use for disciplinary purposes. 39 Page 191 of 389 The City will request that the employee acknowledge receipt of such derogatory material prior to it being placed in the employee's personnel file. In the event that the employee refuses to acknowledge receipt, the City shall indicate that the employee refused to acknowledge such receipt. Employees shall have the right material. In the event that an employee's written statement t employee's personnel file. SECTION 3. Termination Pay o to provide a written statement rebutting any such derogatory employee provides such rebuttal, the City shall attach the the derogatory material and place both documents in the Upon termination of employment during a pay period, pay shall be prorated and paid for each day worked in said pay period at the base salary hourly rate of pay and the terminal salary warrant shall include accrued vacation pay to the time of termination. SECTION 4. Savings 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. SECTION 5. Re -Opener A. The parties agree that during the term of this Agreement, they shall reopen negotiations regarding the following subjects: to diSGUss rnModification of the municipal code that covers the personnel merit system and the eMplOYee PeFfeFinaRGe eyalu atiGR PFE)grom 2. Changes to the employee evaluation process, procedure, forms, and evaluation criteria 3. Changes to the Citywide Catastrophic Leave Policy, the Parties shall reopen Article 4, Section 16. 4. By October 1, 2026, the terms and conditions of employment for employees in either the Lead Police Services Officer classification or a Lead Police Asssistant classification (or other comparably titled senior position for such classifications) should the Council provide direction to the City to create either such classification. 5. Changes to the language and verification protocol for longevity pay under Article 2. Section 11. oursuant to direction and auidance from CalPERS. A B. The parties agree that Ap3f-pUr changes to the MOU pursuant to this reopener provision can only be implemented by aFe s bjeGf f„ mutual agreement of the parties. For the Police Support Services For the City: 40 Page 192 of 389 Employees' Association: John Hurtado, President Date Joe Camagong, Vice President Date Amy McDaniel, Secretary/Treasurer Darrell George City Manager Date Rebecca Redyk Director of Human Resources Date 41 Page 193 of 389 APPENDIX A BARGAINING UNIT CLASSIFICATIONS Police Assistant I Police Assistant II Police Service Officer I Police Service Officer II Crime Scene Investigator I Crime Scene Investigator II 42 Page 194 of 389 Appendix B — Salary Schedule 43 Page 195 of 389 2% COLA Effective October 1, 2022 Equity Adjustments: Crime Scene Investigator 1 (5.10%); Crime Scene Investigator II (7.05%); Police Assistant 1 (6.89%); Police Assistant II (7.13%); Police Service Officer 1 (3.19%); Police Service Officer 11 (3.97%) Page 196 of 389 2% COLA Effective July 1, 2023 Page 197 of 389 2% COLA Effective July 1, 2024 Page 198 of 389 2% COLA Effective July 1, 2025 Page 199 of 389 3% COLA Effective July 1, 2026 PSSEA Police Support Services Employee Association Salary Schedule EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2026 6/16/2026 Crime Scene Investigator I PSSEA 20ps Hourly 37.98 6582.39 78988.68 39.87 6911.52 82938.24 41.87 7257.10 1 87085.20 43.96 7619.96 91439.52 46.15 8000.94 96011.28 7/1/2026 6/16/2026 Crime Scene Investigator II PSSEA 21ps Hourly 42.69 7400.53 88806.36 44.84 7770.57 93246.84 47.07 8159.07 97908.84 49.43 8567.04 102804.48 51.90 8995.39 107944.68 7/1/2026 6/16/2026 Police Assistant I PSSEA 13ps Hourly 27.78 4815.39 57784.68 29.17 5056.17 60674.04 30.63 5308.98 63707.76 32.16 5574.42 66893.04 33.76 5853.14 70237.68 7/1/2026 6/16/2026 Police Assistant II PSSEA 17ps Hourly 30.74 5327.24 63926.88 32.27 5593.60 67123.20 33.89 5873.28 70479.36 35.69 6166.94 74003.28 37.36 6475.30 77703.60 7/1/2026 6/16/2026 Police Service Officer I PSSEA 22ps Hourly 31.66 5488.00 65856.00 33.25 5762.41 69148.92 34.91 6050.53 72606.36 36.65 6353.06 76236.72 38.48 6670.71 80048.52 7/1/2026 6/16/2026 Police Service Officer 11 PSSEA 26ps Hourly 34.55 5987.28 71847.36 36.28 6286.64 75439.68 38.09 6600.97 79211.64 39.98 6931.01 83172.12 41.99 7277.56 87330.72 Equity Adjustments: Crime Scene Investigator 1 (7%) Crime Scene Investigator II (7%) Police Assistant 1 (7%) Police Assistant II (7%) Police Service Officer 1 (5%) Police Service Officer II (3%) Page 200 of 389 3% COLA Effective July 1, 2027 PSSEA Police Support Services Employee Association Salary Schedule EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2027 6/16/2026 Crime Scene Investigator I PSSEA 20ps Hourly 39.12 6779.86 81358.32 41.07 7118.87 85426.44 43.13 7474.81 1 89697.72 45.28 7848.56 94182.72 47.53 8240.97 98891.64 7/1/2027 6/16/2026 Crime Scene Investigator 11 PSSEA 21 ps Hourly 43.97 7622.55 91470.60 46.19 8003.69 96044.28 48.48 8403.84 100846.08 50.91 8824.05 105888.60 53.46 9265.25 111183.00 7/1/2027 6/16/2026 Police Assistant I PSSEA 13ps Hourly 28.61 4959.85 59518.20 30.05 5207.86 62494.32 31.55 5468.25 65619.00 33.12 5741.65 68899.80 34.77 6028.73 72344.76 7/1/2027 6/16/2026 Police Assistant 11 PSSEA 17ps Hourly 31.66 5487.06 65844.72 33.24 5761.41 69136.92 34.91 6049.48 72593.76 36.76 6351.95 76223.40 38.48 6669.56 80034.72 7/1/2027 6/16/2026 Police Service Officer I PSSEA 22ps Hourly 32.61 5652.64 67831.68 34.25 5935.28 71223.36 35.96 6232.05 74784.60 37.75 6543.65 78523.80 39.63 6870.83 82449.96 7/1/2027 6/16/2026 Police Service Officer 11 PSSEA 26ps Hourly 35.59 6166.90 74002.80 37.37 6475.24 77702.88 39.23 6799.00 81588.00 41.18 7138.94 85667.28 43.25 7495.89 89950.68 Page 201 of 389 3% COLA Effective July 1, 2028 PSSEA Police Support Services Employee Association Salary Schedule EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2028 6/16/2026 Crime Scene Investigator I PSSEA 20ps Hourly 40.29 6983.26 83799.12 42.30 7332.44 87989.28 44.42 7699.05 1 92388.60 46.64 8084.02 97008.24 48.96 8488.20 101858.40 7/1/2028 6/16/2026 Crime Scene Investigator 11 PSSEA 21 ps Hourly 45.29 7851.23 94214.76 47.58 8243.80 98925.60 49.93 8655.96 103871.52 52.44 9088.77 109065.24 55.06 9543.21 114518.52 7/1/2028 6/16/2026 Police Assistant I PSSEA 13ps Hourly 29.47 5108.65 61303.80 30.95 5364.10 64369.20 32.50 5632.30 67587.60 34.11 5913.90 70966.80 35.81 6209.59 74515.08 7/1/2028 6/16/2026 Police Assistant II PSSEA 17ps Hourly 32.61 5651.67 67820.04 34.24 5934.25 71211.00 35.96 6230.96 74771.52 37.86 6542.51 78510.12 39.63 6869.65 82435.80 7/1/2028 6/16/2026 Police Service Officer I PSSEA 22ps Hourly 33.59 5822.22 69866.64 35.28 6113.34 73360.08 37.04 6419.01 77028.12 38.88 6739.96 80879.52 40.82 7076.95 84923.40 7/1/2028 6/16/2026 Police Service Officer 11 PSSEA 26ps Hourly 36.66 6351.90 76222.80 38.49 6669.50 80034.00 40.41 7002.97 84035.64 42.42 7353.11 88237.32 44.55 7720.77 92649.24 Page 202 of 389 City Council Agenda Statement F I. F. G t I) O Meeting Date: May 19, 2026 Agenda Heading:Staff Presentations Item Number: D.14 TITLE: Memorandum of Understanding between the City of El Segundo and the El Segundo Supervisory and Professional Employees' Association RECOMMENDATION: 1. Adopt a Resolution approving and adopting the Memorandum of Understanding ("MOU") between the City of El Segundo and the El Segundo Supervisory and Professional Employees' Association ("SPEA"). 2. Alternatively, discuss and take other action related to this item. FISCAL IMPACT: The total fiscal impact of the changes over the three-year term is approximately $1,013,140. The fiscal impact in FY 2026-27 is $158,105; FY 2027-28 is $335,298; and FY 2028-29 is $519,737. If the City Council approves the MOU, the funding will be included in the Proposed FY 2026-27 Budget and future budget years. BACKGROUND: The City and SPEA are Parties to a MOU for the term October 1, 2022 through June 30, 2026. Staff and representatives of the SPEA met and conferred pursuant to Section 3500 et seq. of the California Government Code, the Meyers-Milias-Brown Act ("MMBA"), for purposes of reaching a successor labor agreement. Tentative Agreement was reached on April 23, 2026 and PSSEA ratified the agreement on April 30, 2026. DISCUSSION: Page 203 of 389 SPEA Memorandum of Understanding May 19, 2026 Page 2 of 4 The successor MOU includes clarifying language pertaining to longevity pay to comply with the Public Employees' Retirement Law ('PERL"), Government Code 20636, and the California Code of Regulations ('CCR") Section 571. Additional clarification was made to the assignment of work schedules, leave payouts upon separation, vacation accrual, and sick leave cap. Removal of the cell phone stipend was replaced with the issuance of a City cell phone when appropriate. New provisions include the restructuring of City contributions to health for actives and retirees, expansion of the educational reimbursement to include professional development with an increased allowance per fiscal year, and the addition of language regarding sick leave requests and certification. The redlined MOU is attached which shows the revisions. The following are highlights of the salary and benefit changes to the MOU: 1. Term: 3 years- July 1, 2026 to June 30, 2029 2. Salary Adjustments: 0 3% effective July 1, 2026 0 3% effective July 1, 2027 0 3% effective July 1, 2028 3. Equity Adjustments: o Accounting Supervisor (4%) o Crime Prevention Analyst II (4%) o Principal Planner (3%) o Recreation Supervisor (3%) o Senior Engineering Associate (1 %) o Street Maintenance Supervisor (3%) o Water Supervisor (7%) o Media Supervisor (6%) o Wastewater Supervisor (4%) 4. Restructuring of the City's contributions to CalPERS health plans. All future increases will be provided in Flex Benefit dollars. The City will no longer add to the Public Employees Medical Health Care Act ("PEMHCA") contribution. Page 204 of 389 SPEA Memorandum of Understanding May 19, 2026 Page 3 of 4 Effective City Maximum Medical Flex Benefit City Total City Date Insurance Contribution per Contribution per Contribution Month under PEMHCA (Per Month per Month City Resolution filed with CalPERS) January $1,850 $50 $1,900 1, 2027 January $1,850 $100 $1,950 1, 2028 January $1,850 $150 $2,000 1, 2029 5. For employees hired by the City on or after January 1, 2027, the City will contribute an amount equal to the Flex Dollars to a Retiree Health Savings Account ("RHSA"). 6. Expansion of Education Reimbursement to include professional development courses or certifications. Increase from $2,000 to $4,000 per fiscal year. Additionally, the parties agreed to a re -opener clause for specific items with any proposed changes to be implemented only by mutual agreement of the City and SPEA, including the following: • Changes to the Catastrophic Leave Policy: • Changes as a result of a Fair Labor Standards exemption audit; • Modification of the Municipal Code that covers the Personnel Merit System; • Changes to the employee evaluation process, procedure, forms, and evaluation criteria; and • In the event that another bargaining unit negotiates a higher maximum City contribution to health premiums. Upon approval and adoption of the MOU, Human Resources will work with Finance to implement all provisions as negotiated. CITY STRATEGIC PLAN COMPLIANCE: Goal 4: Promote and Celebrate a Quality Workforce Through Teamwork and Organizational Excellence Strategy A: Enhance staff recruitment, retention, and training to ensure delivery of unparalleled City services and implementation of City Council policies. Page 205 of 389 SPEA Memorandum of Understanding May 19, 2026 Page 4 of 4 Strategy B: Improve organizational excellence by implementing processes and tools that facilitate data collection and analysis while promoting data -driven decision -making. Strategy C: Reduce the number of workers' comp and general liability claims and expedite the resolution of existing claims. PREPARED BY: Rebecca Redyk, Director of Human Resources & Risk Management REVIEWED BY: Rebecca Redyk, Director of Human Resources & Risk Management APPROVED BY: Barbara Voss, Deputy City Manager ATTACHED SUPPORTING DOCUMENTS: 1. Resolution Approving and Adopting the SPEA MOU 2. Exhibit A to Resolution- SPEA MOU 3. SPEA MOU- Redline Page 206 of 389 RESOLUTION NO. A RESOLUTION APPROVING AND ADOPTING THE MEMORANDUM OR UNDERSTANDING BETWEEN THE CITY OF EL SEGUNDO AND THE EL SEGUNDO SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION BARGAINING UNIT The City Council of the City of El Segundo does hereby resolve as follows: SECTION 1: The City of El Segundo ("City") previously entered into a memorandum of understanding ("MOU") with The El Segundo Supervisory and Professional Employees' Association ("SPEA"), a recognized employee organization, for the term of October 1, 2022 to June 30, 2026. SECTION 2: Representatives from the City and SPEA met and conferred in good faith to reach a successor agreement on wages, benefits, and other terms and conditions of employment, which are memorialized in the MOU between the City and SPEA attached hereto as "Exhibit A" and incorporate herein by this reference. SECTION 3: The SPEA ratified the MOU on April 30, 2026. SECTION 4: The City Manager or designee is authorized to implement all terms and conditions of the MOU between the City and SPEA for the term July 1, 2026 through June 30, 2029. SECTION 5: The City Clerk is directed to certify the adoption of this Resolution; record this Resolution in the book of the City's original resolutions, and make a minute of this adoption of the Resolution in the City Council's records and the minutes of this meeting. SECTION 6: This Resolution will become effective immediately and will remain effective unless repealed or superseded. PASSED AND ADOPTED this day of May 19, 2026. Chris Pimentel, Mayor Exhibit A- SPEA MOU July 1, 2026 to June 30, 2029 1 Page 207 of 389 ATTEST: STATE OF CALIFORNIA ) COUNTY OF LOS ANGELES ) SS CITY OF EL SEGUNDO ) I, Susan Truax, City Clerk of the City of El Segundo, California, do hereby certify that the whole number of members of the City Council of said City is five; that the foregoing Resolution No. was duly passed and adopted by said City Council, approved and signed by the Mayor, and attested to by the City Clerk, all at a regular meeting of said Council held on the day of , 2026, and the same was so passed and adopted by the following vote: AYES- NOES - ABSENT: ABSTAIN: Susan Truax, City Clerk APPROVED AS TO FORM: Mark D. Hensley, City Attorney 2 Page 208 of 389 Exhibit "A" MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF EL SEGUNDO _►X EL SEGUNDO SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION Term: July 1, 2026 through June 30, 2029 Page 209 of 389 SPEA 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........................................................................................1 SECTION 2- Salary Table Advancement..........................................................................................2 SECTION 3- Accelerated Salary Step Advancement.......................................................................2 SECTION 4- Payroll Direct Deposit...................................................................................................3 SECTION 5- Temporary Assignment to Higher Classification.......................................................3 SECTION 6- Request for Classification Review..............................................................................4 SECTION7- Standby Duty.................................................................................................................5 SECTION 8- Discontinuation of Cell Phone Stipend.......................................................................6 SECTION 9- Educational Incentive Pay............................................................................................6 SECTION10- Bilingual Pay...............................................................................................................6 SECTION11- Longevity Pay.............................................................................................................. 7 SECTION 12- Certification Pay.......................................................................................................... 7 SECTION 13- Use of Personal Vehicle on Official City Business..................................................8 SECTION14- Uniforms......................................................................................................................8 SECTION 15- Deferred Compensation Plan.....................................................................................9 SECTION 16- Assignment of Work Schedule..................................................................................9 SECTION 17- Rest and Lunch Periods...........................................................................................11 SECTION 18- MOU Overtime Compensation.................................................................................11 SECTION 19- Definition of Hours Worked for MOU Overtime......................................................12 SECTION 20- Overtime Authorization............................................................................................12 Page 210 of 389 SPEA MOU TABLE OF CONTENTS SECTION 21- Compensatory ("Comp") Time................................................................................12 SECTION22- Recall Time................................................................................................................13 ARTICLE 3- BENEFITS SECTION 1- Health Insurance.........................................................................................................13 SECTION 2- Dental Insurance.........................................................................................................14 SECTION 3- Vision Insurance.........................................................................................................14 SECTION 4- Flexible Spending Account........................................................................................14 SECTION 5- Retirement Health Insurance Contribution...............................................................14 SECTION 6- Retiree Dental and Vision...........................................................................................15 SECTION7- Leave Cashouts...........................................................................................................15 SECTION 8- Long Term Disability ("LTD") Insurance...................................................................16 SECTION 9- State Disability ("SDI") Program................................................................................16 SECTION 10- Life Insurance............................................................................................................16 SECTION 11- Dental, Vision and Life Insurance Contribution.....................................................16 SECTION12- Retirement.................................................................................................................16 SECTION 13- Workers' Compensation...........................................................................................18 SECTION 14- Education or Professional Development Reimbursement Program ....................18 SECTION 15- Professional Memberships, Conferences, Meetings, and Workshops ................20 SECTION 16- Employee Assistance Program ("EAP")................................................................. 20 SECTION 17- Credit Union..............................................................................................................20 ARTICLE 4- LEAVES AND ABSENCES SECTION 1- Vacation Accrual......................................................................................................... 21 SECTION 2- Vacation Accrual Cap................................................................................................. 21 SECTION3- Vacation Use............................................................................................................... 21 SECTION 4- Vacation Cash Out- Active Employees..................................................................... 21 SECTION 5- Vacation Cash Out Upon Separation........................................................................ 22 Page 211 of 389 SPEA MOU TABLE OF CONTENTS SECTION 6- Sick Leave Accrual..................................................................................................... 22 SECTION 7- Sick Leave Cap............................................................................................................ 22 SECTION 8- Sick Leave Cashout.................................................................................................... 22 SECTION 9- Sick Leave Requests and Certification..................................................................... 23 SECTION 10- Sick Leave to Provide Car for Family Members ..................................................... 23 SECTION 11- Holidays..................................................................................................................... 24 SECTION 12- Holidays Falling on Saturdays and Sundays..........................................................24 SECTION 13- Holidays Falling on an Employee Workday or Regularly Scheduled Day Off .....24 SECTION 14- Personal Leave Day.................................................................................................. 24 SECTION 14- Limited Carryover of Floating Holidays and Personal Leave................................25 SECTION 15- Floating Holiday and Personal Leave Cash Out Upon Separation .......................25 SECTION 16- Bereavement Leave.................................................................................................. 25 SECTION 17- Catastrophic Leave...................................................................................................25 SECTION 18- Jury Duty Leave........................................................................................................ 26 ARTICLE 5- EMPLOYER -EMPLOYEE RELATIONS SECTION 1- Designation of Board Members and Release Time..................................................26 SECTION 2- Designation of Regular Bargaining Team Members, Subject Matter Experts, Non - City Representatives and Release Time....................................................................27 SECTION3- No-Strike......................................................................................................................27 SECTION 4- Management Rights....................................................................................................28 SECTION 5- Grounds for Layoff..................................................................................................... 28 SECTION 6- Notice to Employees................................................................................................... 29 SECTION 7- Procedures for Layoff.................................................................................................29 SECTION8- Tie Breaks.................................................................................................................... 29 SECTION 9- Reduction to a Vacant Position.................................................................................29 SECTION 10- Displacement Rights.................................................................................................30 SECTION 11- Salary Placement...................................................................................................... 30 Page 212 of 389 SPEA MOU TABLE OF CONTENTS SECTION 12- Reemployment List.................................................................................................. 30 SECTION 13- Rights Upon Reemployment.................................................................................... 30 SECTION 14- Seniority..................................................................................................................... 31 SECTION 15- Discipline................................................................................................................... 31 SECTION 16- Grievance Procedure Definition of Terms.............................................................. 31 SECTION 17- Matters Excluded from the Grievance Procedure .................................................. 32 SECTION 18-Time Limits.................................................................................................................32 SECTION19- Procedure................................................................................................................... 32 SECTION 20- Grievance Conferences............................................................................................ 33 SECTION 21- Binding Arbitration...................................................................................................33 ARTICLE 6- OTHER PROVISIONS SECTION 1- Drug -Free Workplace Statement and Substance Abuse Policy, Smoking Policy, andBreak Policy..........................................................................................................36 SECTION 2- Personnel File............................................................................................................. 36 SECTION 3- Personnel File: Derogatory Material..........................................................................36 SECTION 4- Personnel File: Positive Material...............................................................................37 SECTION5- New Employees........................................................................................................... 37 SECTION 6- Association Dues Deductions................................................................................... 38 SECTION7- Reopener..................................................................................................................... 39 Page 213 of 389 MEMORANDUM OF UNDERSTANDING ("MOU") BETWEEN THE CITY OF EL SEGUNDO ("CITY") AND EL SEGUNDO SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION ("S P EA") ARTICLE 1 - INTRODUCTION SECTION 1. Preamble Pursuant to the provisions of the City of El Segundo Resolution No. 3208, establishing procedures governing employer -employee organization relations, the City of El Segundo (hereinafter referred to as the "City" or "Employer") has recognized the El Segundo Supervisory and Professional Employees' Association (herein after referred to as the "Association," "Union," or "SPEA"), as the exclusive representative of employees within the bargaining unit consisting of the classifications listed in the salary schedule in Appendix A - Bargaining Unit Classifications. SECTION 2. Recognition The City recognizes the Association as the representative of the full-time employees in the classifications I i sted in Appendix A, for the purpose of meeting the joint obligations of the City and Association as set forth in Government Code section 3500, et seq., or the Meyers-Milias- Brown Act ("MMBA"). SECTION 3. Term The term of this Memorandum of Understanding ("MOU") shall commence on July 1, 2026 and end on June 30, 2029. SECTION 4. Non -Discrimination Neither the City nor the Association 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, any other protected category under the law, as well as Association activities in any matter. ARTICLE 2 - COMPENSATION SECTION 1. Compensation Adjustments The City shall provide the following salary increases to employees, per Appendix A: 1. Effective the first full pay period that includes July 1, 2026: Increase base salary by three percent (3.0%); 2. Effective the first full pay period that includes July 1, 2027: Increase base salary by three percent (3.0%); and Page 214 of 389 SPEA MOU July 1, 2026 to June 30, 2029 3. Effective the first full pay period that includes July 1, 2028: Increase base salary by three percent (3.00%). The City shall provide an equity adjustment to compensation to employees in the following job classifications: 1. Accounting Supervisor (4%) 2. Crime Prevention Analyst II (4%) 3. Principal Planner (3%) 4. Recreation Supervisor (3%) 5. Senior Engineer Associate (1 %) 6. Street Maintenance Supervisor (3%) 7. Water Supervisor (7%) 8. Media Supervisor (6%) 9. Wastewater Supervisor (4%) The equity adjustment shall occur prior to the application of the cost of living adjustment described above. SECTION 2. Salary Table Stea Advancement 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. Advancement from Step B to Step C, from Step C to Step D, and from Step D to Step E, shall each occur on the beginning of the pay period immediately after completion of one (1) year's satisfactory service in each of such classification. SECTION 3. Accelerated Salary Step Advancement Accelerated salary step 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 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 and the next salary step provides no more than a five percent (5%) increase over their base salary at their current step. 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. 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. 2 Page 215 of 389 SPEA MOU July 1, 2026 to June 30, 2029 The City Manager shall make the final decision whether to approve the employee's accelerated salary step advancement. An employee may receive more than one accelerated salary step advancement within a twelve (12) month period of time, subject to the requirements provided for in this section. An accelerated salary step advancement shall not change the affected employee's anniversary date. SECTION 4. 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 5. Temporary Assianment to Hiaher 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. 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. 3 Page 216 of 389 SPEA MOU July 1, 2026 to June 30, 2029 SECTION 6. Request for Classification Review A. Basis for Request A bargaining unit employee or Association may make a request for reclassification once every two years, if an employee's job duties and responsibilities have become significantly different over the two-year period. B. Processing of Request The request for reclassification review must be submitted by the employee or the Association to the employee's immediate supervisor. The employee's supervisor shall submit a written recommendation to the employee's Department Head concerning the merits of the reclassification review request. If the Department Head determines that the employee's job duties and responsibilities have significantly changed, the Director of Human Resources will initiate the reclassification review process. Human Resources Department staff will havethe responsibility to conduct the reclassification review process. However, if the Association and the City mutually agree, a consultant may be utilized at any step of the reclassification review process. The cost of the agreed upon Consultant will be paid by the City. C. Components of Reclassification Review The employee requesting the reclassification review will provide information summarizing the scope and complexity of the duties and responsibilities of the position. The employee requesting the reclassification review will be interviewed and observed at work to assess the validity of the information provided by the employee and to develop a full understanding of the job duties and responsibilities. A salary survey will be performed comparing the employee's position with similar positions in the Cities of Culver City, Gardena, Hawthorne, Hermosa Beach, Inglewood, Los Angeles, Manhattan Beach, Redondo Beach, Santa Monica, Torrance, and the County of Los Angeles. For purposes of the salary survey, the mid -point of the City's current pay schedule will be compared to the midpoints of the surveyed public entities for positions with similar education and/or experience requirements. Variances of +/- 5% will be considered comparable to the prevailing rate. Action by the Director of Human Resources - The completed reclassification survey and a draft job description shall be reviewed by the employee's supervisor and the Director of Human Resources. The Director shall then meet and confer with the Association on the results of the reclassification review. The Director shall then make his or her recommendation to the City Manager. The Director shall recommend to the City Manager the approval of any reclassification request that reflects a substantial change in the duties and responsibilities of the position. D. Action by the City Council All reclassifications must be approved by the City Council. El Page 217 of 389 SPEA MOU July 1, 2026 to June 30, 2029 E. Effective Date of Reclassification Any approved reclassification shall become effective the pay period following approval. F. Challenge to Decision on Reclassification Request The Association may challenge the denial of the reclassification request by the Director of Human Resources, the City Manager or the City Council. Any challenge to the denial of the reclassification requestwill be governed bythis section and not by the Grievance Procedure, set forth in Article 5. If a challenge is made, a new classification review will be completed by a neutral entity selected by mutual agreement of the Association and the City. The parties agree to accept the conclusions reached by the neutral entity. The cost of the consultant's services will be shared equally by the Association and the City. SECTION 7. 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 or activities. The City requires that standby duty employees adhere to the following: Be reachable by device or telephone. The City may, in its discretion, provide a paging device (e.g., a beeper) to an employee assigned to Standby Duty for purposes of responding to requests to return to duty. 2. Be ready to respond immediately when reached by the City. 3. Be able to report to duty within one (1) hour of being contacted by the City. 4. Refrain from activities which might impair their ability to perform assigned duties, including but not limited to, consuming any alcoholic beverage, illicit drug or medication capable of impairing one's mental or physical faculties. 5. Respond to any call back during the 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 any 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. For each period of standby duty, employees shall be provided the choice of three (3) hours of compensatory time off or three (3) hours of paid time. A period of standby duty shall be defined as one (1) day, commencing at 0001 and ending at 2400. An employee who uses sick leave or vacation leave during a standby period, occurring on or after September 9, 2000, shall not be provided any form of compensation for the standby period, unless the employee's Department Head approves, in writing, the provision of the normal standby duty compensation. 5 Page 218 of 389 SPEA MOU July 1, 2026 to June 30, 2029 SECTION 8. Discontinuation of Cell Phone Stipend An employee in a classification to which the City issues a City -provided cell phone shall use the City -issued phone. The City will not provide any stipend to offset the cost of employees utilizing their personal cell phones for work -related purposes. SECTION 9. 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) Work in ajob classification that does not require a bachelor's degree or higher degree in order to qualify for the classification, and (2) Receive a degree from an accredited college or university in one (1) of the majors of public administration, business administration, engineering, or other job -related major, which had been approved by the employee's Department Head, in writing. Following the employee's submission of documentation to their Department Head that they are qualified to receive educational incentive 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. The City will provide educational incentive pay at the following rates based on the employee's job classification: Job Classifications Occupying Salary Grades 30S — 39S: $146.79/pay period Job Classifications Occupying Salary Grades 40S — 49S: $187.90/pay period Job Classifications Occupying Salary Grades 50S — 53S: $207.41/pay period If during the term of this MOU the City assigns a job classification to a salary grade higher than 53S, the flat dollar pay period amount of educational incentive pay for the employee in the classification shall be equivalent to five percent (5%) of the base salary E Step of the salary grade. SECTION 10. Bilingual Pay 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 1.9 Page 219 of 389 SPEA MOU July 1, 2026 to June 30, 2029 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. The City will provide bilingual pay at the following rates based on the employee's job classification: Job Classifications Occupying Salary Grades 30S — 39S: $73.40/pay period Job Classifications Occupying Salary Grades 40S — 49S: $93.95/pay period Job Classifications Occupying Salary Grades 50S — 53S: $103.70/pay period If during the term of this MOU a job classification is assigned a salary grade higher than 53S, the flat dollar pay period amount of bilingual pay for the employee shall be equivalent to two and one-half percent (2.5%) of the base salary E Step of the salary grade. SECTION 11. Longevity Pay For employees hired before July 1, 2026 and represented by SPEA on that date, eligibility for longevity pay will be determined by the completion of twenty (20) years of continuous service with the City, which may include part-time service. For employees hired on or after July 1, 2026 or who were not represented by SPEA on July 1, 2026, eligibility for longevity pay will be determined by the completion of twenty (20) years of continuous full-time service with the City. The City will provide longevity pay to an employee starting the first full pay period after the pay period that includes the twentieth (20th) anniversary of the employee's employment date with the City according to the eligibility criteria set forth above. The City will provide longevity pay at the following rates based on the employee's job classification: Job Classifications Occupying Salary Grades 30S — 39S: $146.79/pay period Job Classifications Occupying Salary Grades 40S — 49S: $187.90/pay period Job Classifications Occupying Salary Grades 50S — 53S: $207.41/pay period If during the term of this MOU a job classification is assigned a salary grade higher than 53S, the flat dollar pay period amount of longevity pay for the employee shall be equivalent to five percent (5%) of the base salary E Step of the salary grade. SECTION 12. Certification Pay An employee employed in either the Wastewater Supervisor or Water Supervisor classification shall be entitled to certification pay as described below in the event that the employee obtains and maintains a valid certification related to their job duties that is of a higher level or more specialized than the certification required by the City as provided for in the employee's classification specification. The employee's Department Head will determine which certifications are of a higher level or are more specialized. 7 Page 220 of 389 SPEA MOU July 1, 2026 to June 30, 2029 Following the employee's submission of documentation to their Department Head that they are qualified to receive certification 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. The City will provide certification pay at the following rates based on the employee's job classification: Job Classifications Occupying Salary Grades 30S — 39S: $146.79/pay period Job Classifications Occupying Salary Grades 40S — 49S: $187.90/pay period Job Classifications Occupying Salary Grades 50S — 53S: $207.41/pay period If during the term of this MOU a job classification is assigned a salary grade higher than 53S, the flat dollar pay period amount of certification pay for the employee shall be equivalent to five percent (5%) of the base salary E Step of the salary grade SECTION 13. Use of Personal Vehicle on Official City Business An employee who is authorized to use a personal vehicle while on official City business will receive mileage reimbursement at the rate approved by the Internal Revenue Service ("IRS"). Unless authorized by the employee's Department Head, use of a personal vehicle will not be authorized, if a City motor pool vehicle is available to the employee. SECTION 14. Uniforms The City shall provide uniforms to employees employed in the job classifications enumerated below: 1. Assistant Fire Marshal 2. Crime Prevention Analyst 1/II 3. Emergency Management Coordinator 4. Environmental Safety Manager 5. Equipment Maintenance Supervisor 6. Facilities Maintenance Supervisor 7. Fire Marshal 8. Park Maintenance Supervisor 9. Police Records Supervisor 10. Principal Environmental Specialist 11. Senior Building Inspector 12. Street Maintenance Supervisor 13. Wastewater Supervisor 14. Water Supervisor A Department Head will determine appropriate uniform and footwear for employees employed in job classifications in their Department. 9 Page 221 of 389 SPEA MOU July 1, 2026 to June 30, 2029 The City will provide the Association an opportunity to provide input on the style of employee uniforms. However, the City possesses the exclusive authority to determine the style of employee uniforms. The City's determination shall be final and not subject to appeal. The City shall provide employees who are required to wear a uniform cleaning services for such uniforms. In the event that a uniform is damaged through regular use, the City shall replace the uniform. In addition to the provision of uniforms as described above, the City shall provide employees in the following classifications a uniform cleaning allowance of $400 per year: 1. Assistant Fire Marshal 2. Environmental Safety Manager 3. Principal Environmental Specialist 4. Fire Marshal 5. Crime Prevention Analyst 1/11 6. Emergency Management Coordinator 7. Police Records Supervisor 8. Senior Building Inspector The City will provide such allowance on a pro rata basis as part of the regular bi-weekly payroll. SECTION 15. Deferred Compensation Plan Employees are eligible to participate in the Mission Square Deferred Compensation Plan. Participation is voluntary and there is no City contribution to the plan. WORK SCHEDULES SECTION 16. Assignment of Work Schedule A. 9/80 work schedule. Employees shall be assigned to a 9/80 work schedule, unless the employee is assigned to an alternate work schedule, described in Subsection C., below. Employees assigned to a 9/80 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 in Subsection B., below. B. A Department Head may assign employees on 9/80 work schedules in their Department to one (1) of two (2) shifts: (1) "A"; or (2) "B". Employees assigned to the "A" and "B" shift work a 9/80 schedule, with employees assigned to the "A" shift working one (1) eight (8) hour shift Friday and taking the next Friday off, and employees assigned to the "B" shift working an eight (8) hour shift on the Friday that the employees assigned to the "A" shift take off, and taking off the Friday that the employees assigned to the "A" shift work. C . If operational needs require and the change in work schedule is intended to be permanent, Page 222 of 389 SPEA MOU July 1, 2026 to June 30, 2029 the City may assign employees to work a different 9/80 schedule if the change in schedule is not arbitrary, capricious, retaliatory, or discriminatory. In the event of such a change to an employee's work schedule, the City shall provide the Association and the affected employee with 30 days' notice prior to the implementation of such a change. Such notification shall provide a description of the operational need requiring the change to the employee's work schedule. The City shall not change an employee to any other schedule (e.g., from a 9/80 schedule to a 5/40 or a 4/10 without mutual written agreement by the following individuals: (1) The employee; (2) Their Department Head; and (3) The Association. D. Alternate 5/40 and 4/10 work schedules An employee may be permitted to either work a 5/40 or a 4/10 work schedule by mutual written agreement by the following parties: (1) the employee and (2) their Department Head. Prior to the commencement of such work, the employee must execute an Alternate Workweek Schedule Agreement. If there is mutual agreement to a change in the employee's work schedule to a 5/40 work schedule, the Department Head with responsibility for the Department in which the employee works may assign the employee who will work the 5/40 schedule to the "C" shift work and will be scheduled to work Monday through Friday eight (8) hour each day. If there is mutual agreement to a change in the employee's work schedule to a 4/10 work schedule, the Department Head with responsibility for the Department in which the employee works may assign the employee who will work the 4/10 work schedule to one (1) of two (2) shifts: (1) "D"; or (2) "E". Employees assigned to the "D" and "E" shift work a 4/10 schedule, with employees assigned to the "D" shift working four (4) 10 hour shifts Monday through Thursday, and employees assigned to the "E" shift working four (4) 10 hour shifts Tuesday through Friday. Subsequent to such assignment, if there is an operational need that requires a change to the employee's work schedule, the City may terminate the employee's 5/40 or 4/10 schedule and the employee will revert to a 9/80 schedule. In the event of such a change to an employee's work schedule, the City shall provide the Association and the affected employee with 30 days' notice prior to the implementation of such a change. Such notification shall provide a description of the operational need requiring the change to the employee's work schedule and anticipated length of the change to the employee's work schedule. No later than 10 days following receipt of such notice, the Association or the affected employee may request to meet with the Department Head to discuss the proposed change to the employee's work schedule, provide information about why such may not be necessary, and possible alternatives to the schedule change. The Department Head will consider information provided by the Association or employee in good faith before making a final determination regarding the schedule change. Following the resolution of the operational issue requiring the termination of the employee's 5/40 or 4/10 schedule, the City shall return the employee to their 5/40 or 4/10 schedule. 10 Page 223 of 389 SPEA MOU July 1, 2026 to June 30, 2029 SECTION 17. Rest and Lunch Periods Employees shall be provided a fifteen (15) minute rest period near the mid -point of every four (4) hours of scheduled work. In order to ensure that employees are prepared to resume performance of their job duties at the conclusion of the fifteen (15) minute rest period, employees are encouraged to take their rest period within the building where they are assigned to be working or on the grounds immediately adjacent to such location. Employees shall be provided either a thirty (30) or sixty (60) minute lunch period depending on the employees' work assignment. 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 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 work day 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. OVERTIME Section 18. MOU Overtime Compensation A. Employees in this bargaining unit shall be entitled to MOU 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) in a seven (7) day work week, as defined in Subsection B, below. B. For Fair Labor Standards Act ("FLSA") purposes, the City establishes the following workweeks for employees in this bargaining unit as described in Article 2, Section 16: 1. 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. 2. For employees who are assigned to a 5/40 work schedule, the workweek shall commence at 8:00 am on Monday and conclude at 7:59 am the following Monday. 3. For FLSA purposes, for employees who are assigned to a 4/10 work schedule (regardless of the shift (i.e., "D" or "E" shift), the workweek shall commence at 8:00 am on Monday and conclude at 7:59 am the following Monday, unless the employee is assigned to an alternative start time, in which case the workweek shall commence at the start time on Monday and end immediately prior to that start time the following Monday. 11 Page 224 of 389 SPEA MOU July 1, 2026 to June 30, 2029 C. Pursuant to Article 6, Section 7, in the event that the City conducts an FLSA audit during the term of this MOU in order to determine the status of employees under the FLSA (e.g., exempt or non-exempt), the City may reopen Article 2, Sections 18-20 and engage in a meet and confer with the Association regarding any changes that the City proposes to make to those sections. SECTION 19. Definition of Hours Worked for MOU Overtime For purposes of calculating overtime pay as described in Article 2, Section 18, the City will include holiday leave as time worked. The City will not consider the following non -working time as time worked for purposes of calculating overtime: 1. Lunch periods; 2. Utilization of paid or non -paid leaves of absence (e.g., vacation leave, sick leave, leave without pay, compensatory time off, and the one (1) Floating Holidays/Personal Leave Day provided to employees pursuant to Article 4, Section 11); 3. Travel time to and from the work site when reporting for a regularly scheduled work shift; 4. All time in off -duty voluntary training assignments (e.g., homework, study time, meal time, sleep, etc.). 5. All off -duty travel; 6. All time for personal preparation and clean up; or 7. Any other time not deemed hours worked by the FLSA, except for paid time off for holidays recognized by the MOU and Floating Holidays provided to employees should their regularly scheduled day off fall on a holiday recognized by this MOU pursuant to Article 4, Section 10. SECTION 20. Overtime Authorization Employees must receive supervisory approval prior to working overtime. SECTION 21. Compensatory ("Comp") Time A. Employees may accumulate no more than eighty (80) hours of 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 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 current base rate of pay. Payroll will provide the employee the requested cash out as soon as practicable. 12 Page 225 of 389 SPEA MOU July 1, 2026 to June 30, 2029 D . Upon separation or death, employees shall (100%) of their accumulated compensatory employee's base salary hourly rate of pay. SECTION 22. Recall Time receive payment for one hundred percent leave. CTO payouts shall be paid at the Employees who are required by a 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. Said minimum of four (4) hours shall then be included within the work period described in Section 1 for computation of overtime purposes. ARTICLE 3 - BENEFITS SECTION 1. Health Insurance A. Health Insurance Coverage: 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. B. City Health Contribution: The City shall contribute both the amount required under Government Code section 22892 and a supplemental amount under PEMHCA to cover certain medical premium costs for the employee and their eligible dependent(s), with the supplemental amount provided through a Flexible Benefit Plan. The City's maximum monthly medical contribution shall be $1,850 per employee per month. Effective January 1, 2027, the Flexible Benefit Plan shall be established, with maximum contributions as follows: Effective Date City Maximum Flex Benefit City Total City Medical Insurance Contribution per Contribution per Contribution per Month Month Month under PEMHCA (Per City Resolution filed with CaIPERS January 1, 2027 $1,850 $50 $1,900 January 1, 2028 $1,850 $100 $1,950 January 1, 2029 $1,850 $150 $2,000 The 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. 13 Page 226 of 389 SPEA MOU July 1, 2026 to June 30, 2029 The City contribution amount toward health insurance is the City's designated "PEMHCA" contribution as set forth in the City's resolution(s) filed with CaIPERS. Flex Benefit amounts are not part of the City's designated "PEMHCA" contribution. Flex Dollars may only be used for medical insurance. Flex Dollars may not be converted to cash or any other form of compensation. There is no cash back from unused Flex Dollars. 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 11. 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 11. SECTION 4. Flexible Spending Account Pursuant to applicable law, the City allows for employees to use pre-tax contributions to their Flexible Spending Account ("FSK) 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 5. Retiree Health Insurance Contribution For bargaining unit members who possess five (5) years' CaIPERS 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. In order to quality 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 of El Segundo employment and receive a retirement benefit from CaIPERS. 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 III, 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. Retirees with a hire date prior to January 1, 2027, shall be entitled to reimbursement of health insurance premiums through a Healthcare Reimbursement Account (" HRA") equal to the City flex benefit contribution for active employees, described in Section 1, above ( e. g., $50 in 2027, $100 in 2028, $150 in 2029), plus the City's PEMHCA contribution of $1,850; the HRA will 14 Page 227 of 389 SPEA MOU July 1, 2026 to June 30, 2029 increase to match the City contribution to flex benefits for active employees (even after the employee retires). The amount of the healthcare reimbursement supplement shall be no more than the amount necessary to cover the health insurance premium cost for the employee and eligible dependent(s) for the selected CalPERS health plan, but in no event shall exceed the total monthly contribution (" PEMCHA" contribution + healthcare reimbursement account). Once an employee retires, the City will not lessen or take away the amount of HRA contributions being contributed/received as of the time of retirement. Employees hired by the City January 1, 2027 or later, shall only be eligible for a retiree medical benefit up to the " PEMCHA" contribution amount set forth in the City's resolution filed by the City with CalPERS, i. e.,$ 1, 850 per month. Upon approval and adoption of this Agreement, the parties agree to implement a Retiree Health Savings Account ("RHSA") through Mission Square, with the City contributing a monthly amount equal to the flex benefit contribution, described in Section 1, above, not to exceed $300 per month. SECTION 6. 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 a retiree's eligibility to enroll in such plans. SECTION 7. Leave Cashouts Employees retiring from the City service will be paid out the accumulated total of their unused vacation leave, personal floating holiday leave, and compensatory leave, as provided for in this Agreement. Cashouts, if any, for accumulated sick leave are covered by Article 4, Section 8. Leave payouts shall be paid at the employee's base salary hourly rate of pay. Leave payouts shall be paid at the same time as the employee's final paycheck. In the unlikely 15 Page 228 of 389 SPEA MOU July 1, 2026 to June 30, 2029 event the City is unable to pay the leave payout at the same time as the final paycheck, the City shall pay the leave payout no later than the following payroll. SECTION 8. 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 9. 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. SECTION 10. 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. SECTION 11. 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 12. 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 16 Page 229 of 389 SPEA MOU July 1, 2026 to June 30, 2029 described below: 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. Pursuant to a side letter between the City and SPEA entitled, "Public Agency Retirement System Retirement Enhancement Plan ('PARS')" and the November 3, 2015 Resolution adopting "The City of El Segundo Public Agency Retirement System (PARS) retirement Enhancement Plan (as Amended and Restated Effective October 31, 2015) ("Plan Amendment"), the City and PARS Retirement Enhancement Plan participants have agreed to discontinued the PARS Retirement Enhancement Plan such that participants will no longer be eligible for retirement enhancements and will no longer be obligated to make contributions to fund the Plan. 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 17 Page 230 of 389 SPEA MOU July 1, 2026 to June 30, 2029 3. Pre- and Post -Retirement Death Benefits. Employees shall pay the full eight percent (8%) of their PERSable compensation towards the CaIPERS 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. 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 13. Workers' Comaensation 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 a period of up to one (1) year. SECTION 14. Education or Professional Development Reimbursement Program The City may provide reimbursement up to $4,000 per calendar year for the cost of tuition and books to employees who either: (1) complete work -related college courses with a grade of "C" or better; or (2) complete a class or training not offered by the City to obtain a job -related professional certification or credential. In order to qualify for receipt of such funds the employee must obtain written pre -authorization not less than two (2) weeks prior to the start of the course from their Department Head and Human Resources Director, or such employees' designees. `N Page 231 of 389 SPEA MOU July 1, 2026 to June 30, 2029 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 or Professional Development Reimbursement — "I certify that I successfully completed the course(s) and received a grade of `C' or better or a professional development training or class not offered by the City (as provided below). Further, I agree to refund the City or have deducted from my final paycheck any educational or professional development reimbursement funds received under this program if I leave the City's employment voluntarily or am terminated for misconduct within one (1) year after the completion of the course work for which I am to receive reimbursement. In the event repayment is required, the repayment obligation shall be prorated in accordance with the following schedule. Below is the reimbursement schedule for the full months worked between t h e employee's completion of the educational course or professional training or class 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 or Training or Class was Completed or the Professional Certification, Credential or License was Obtained or Renewed 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 A non -exhaustive list of professional certifications or credentials that may be job -related for employees in the SPEA bargaining unit includes the following: 1. OpenGov University Administrator Certification; 2. MMASC Credentialed Government Leader (CGL) Program; 3. American Institute of Certified Planners (AICP) Certification; 4. POST Certifications; and 5. ACE Certifications. The City may consider for reimbursement classes or trainings for other professional certifications or programs not offered by the City. Approval of such classes or trainings will depend on the 19 Page 232 of 389 SPEA MOU July 1, 2026 to June 30, 2029 certifications or credentials for which the classes or training are offered, the job -relatedness of such certifications or credential and shall be at the discretion of the Department Head and Human Resources Director, or such employees' designees. Employees must also submit a written request for reimbursement to their Department Head and to the Human Resources Director no later than 60 days following the completion of the course, class or training. Failure to timely submit a written request for reimbursement will result in forfeiture of any claim to such reimbursement. New hires to the City are ineligible to participate in this program until they pass probation. SECTION 16. Professional Memberships, Conferences, Meetings, and Workshops With the approval of the employee's Department Head or the City Manager, the City will pay the costs associated with an employee's professional membership fees and conference, meeting and workshop attendance. SECTION 17. 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. SECTION 18. Credit Union Employees are eligible to join the South Bay Credit Union. 20 Page 233 of 389 SPEA MOU July 1, 2026 to June 30, 2029 ARTICLE 4 — LEAVES AND ABSENCES SECTION 1. Vacation Accrual Employees shall accrue vacation leave at the following rates depending on their years of service to the City or another public agency: 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 SECTION 2. Vacation Accrual Cap Employees may accrue up to two (2) years of vacation leave at their current annual accrual rate. There is 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. An employee will stop accruing vacation after accruing the maximum permissible accrual. SECTION 3. Vacation Use Employees may use their accrued vacation leave after six (6) months of employment. 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. B . Cashout Process in 2023: In calendar year 2023, 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, 2023 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). 21 Page 234 of 389 SPEA MOU July 1, 2026 to June 30, 2029 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 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. 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. SECTION 6. Sick Leave Accrual Employees accrue sick leave at a rate of eight (8) hours per month. SECTION 7. Sick Leave Cap For employees hired after October 1, 2022, the City will limit the accrual of sick leave to six hundred (600) hours. For employees hired on or before October 1, 2022, 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 Cashout 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 cashout sick leave by employees as follows: 1. The City shall not provide any employee, regardless of the date of their hire by the City, cashout of accrued sick leave in the event that the City terminates such employee for cause. 22 Page 235 of 389 SPEA MOU July 1, 2026 to June 30, 2029 2. Notwithstanding the above, for an employee who has been employed by the City for at least five (5) years and separates from City employment, the City shall provide the employee a cashout 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). 3. For an employee hired on or before the date that the City Council adopts the MOU who separates as a result of a service retirement, disability retirement or death, the City shall provide a cashout 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). 4. For an employee hired after the date the City Council adopts the MOU who have been employed by the City for at least five (5) years and separates as a result of a service retirement, disability retirement or death, the City shall provide a cash out at an amount equal to one-half (1/2) the value of such sick leave at the time of retirement or death. SECTION 9. Sick Leave Reauests and Certification One-half (1/2) of an employee's annual accrual of sick leave (i.e., the first 48 hours of such leave) is considered protected leave. An employee's supervisor may not require that the employee provide a statement from a doctor verifying that the employee or a family member was injured or ill absent reasonable suspicion of misuse or abuse of such leave. The supervisor shall state the basis for such suspicion in writing and shall provide that statement to the employee no later than the time that the supervisor requests such verification from the employee. Absent any additional instances of misuse or abuse during the six (6) months following the incident aivina rise to the reauest for verification. no further verification will be reauired. SECTION 10. Sick Leave to Provide Care for Familv Members Employees a re eligible to utilize a maximum of halftheirannual sick leave accrual, orforty-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 (3rd) Monday in January (Martin Luther King Jr. Day) 23 Page 236 of 389 SPEA MOU July 1, 2026 to June 30, 2029 3. The third (3rd) Monday in February (President's Day) 4. The last Monday in May (Memorial Day) 5. July 4tn 6. The first (1 st) Monday in September (Labor Day) 7. November 111(Veteran's Day) 8. Thanksgiving Day 9. The Friday after Thanksgiving Day 10. December 24' 11. December 25tn 12. December 31 st Holidays will be paid based on the employee's assigned daily work schedule. For example, employees assigned to a 5/40 schedule will receive eight (8) hours of pay for holidays. Employees assigned to a 9/80 schedule will receive nine (9) hours of pay, unless the holiday falls on their assigned eight -hour scheduled work day in which case they will be paid eight (8) hours. Employees on other schedules will be compensated accordingly. Employees assigned to a 4/10 schedule will receive 10 hours of pay for holidays. 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 and City Hall shall be closed. In the event any of the above holidays fall on a Sunday, the holiday shall be observed the following Monday and City Hall shall be closed. SECTION 13. Holidays Falling on an Employee Workday or Regularly Scheduled Day Off In the event that a holiday (as described in Article 4, Sections 8 or 9) falls on an employee's workday, the City shall provide the employee Holiday Pay. In the event that a holiday (as described in Article 4, Sections 8 or 9) falls on an employee's regularly scheduled day off, the City shall provide the employee a Floating Holiday Day for use at a later date. Floating Holidays will be credited to the employee's leave bank in the pay period in which the holiday falls. 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 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. 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 equivalent holiday recognizing the 24 Page 237 of 389 SPEA MOU July 1, 2026 to June 30, 2029 contributions of farmworkers) or Juneteenth as a Holiday. In the event that the City recognizes either Cesar Chavez Day (or equivalent holiday recognizing the contributions of farmworkers) 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. Floatina Holidav and Personal Leave Cash Out Uoon Seaaration Employees shall receive payment for one hundred percent (100%) of their accumulated Floating Holidays and Personal Leave upon separation or death. Such payouts shall be paid at the employee's base salary hourly rate of pay. SECTION 17. Bereavement Leave In the event of the death of an employee's "family member", as defined in Article 4, Section 7, 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 18. Catastrophic Leave 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 Association 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 Association, the City shall administer catastrophic leave consistent with that policy. 25 Page 238 of 389 SPEA MOU July 1, 2026 to June 30, 2029 SECTION 19. Jury Duty Leave A. 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 fourteen (14) calendar 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 paid 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 paid leave accruals to take such time off from work, provided the employee has requested and received their supervisor's approval to do so. ARTICLE 5 — EMPLOYER —EMPLOYEE RELATIONS EMPLOYEE ORGANIZATION REPRESENTATIVES/ACTIVITIES SECTION 1. Designation of Board Members and Release Time The Association may designate up to three (3) board members to serve as Union representatives in personnel matters. Upon timely request and for suitable reasons, the Human Resources Director, or their designee, shall authorize release of a designated board member from normal duties to attend to or assist in personnel matters involving Association 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. 26 Page 239 of 389 SPEA MOU July 1, 2026 to June 30, 2029 In total, the City will provide the Association 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 Association exhausts the one -hundred and fifty (150) hours of paid release time to attend to or assist in personnel matters, the City and the Association 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 2. Designation of Regular Bargaining Team Members, Subject Matter Experts, Non -City Representatives and Release Time The Association 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 Association 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. The Association may designate a reasonable number of non -City employees to serve as representatives of the Association and to participate in bargaining. The participation of such individuals will not count against the five (5) bargaining team members that the Association 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 The Association agrees that during the term of this MOU City employees represented by the Association 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. 27 Page 240 of 389 SPEA MOU July 1, 2026 to June 30, 2029 The Association also agrees that their members employed by the City 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; 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 Lavoff 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. Page 241 of 389 SPEA MOU July 1, 2026 to June 30, 2029 SECTION 6. Notice to Employees The City shall notify the Association 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 the layoff. 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. Procedures for Layoff Permanent employees, including employees who are in a probationary status as a result of a promotion, in classifications 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. Seniority shall be determined by hire date. SECTION 8. Tie Breaks Provided that the seniority and hiring dates 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. 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 eligible 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 most, etc. 29 Page 242 of 389 SPEA MOU July 1, 2026 to June 30, 2029 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 previously held permanent status in such classification. An employee who is bumped shall be laid off in the same manner as an employee whose position or classification is eliminated. SECTION 11. Salary Placement An employee who accepts appointment to a lower classification as a result of a displacement (i.e., bumping) 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. 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 a reemployment list or lists, as set forth in subsection 11. SECTION 12. Reemployment List The names of permanent employees who have been laid off under this section (including employees who bumped down to a lower classification) 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. Persons on such lists shall retain eligibility for appointment to such classification(s) for a period for three (3) years from the date their names were placed on the list. As a vacancy within such classification becomes available, the name appearing at the top for the reemployment 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 reemployment offer without good cause shall be permanently removed from the reemployment list without right of appeal. Laid -off employees do not earn seniority credit or benefits while on the reemployment list. SECTION 13. Rights upon Reemployment If a person is reemployed by the City within three (3) years of their layoff, the employee's accumulated sick leave allowance, seniority and vacation accrual 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 Page 243 of 389 SPEA MOU July 1, 2026 to June 30, 2029 closely corresponds to, but in no case is higher than, the salary step of their previously held position. SECTION 14. Seniority For the purpose of this section, seniority shall be defined as a bargaining unit member's total, continuous employment in a position in the City's classified service. Total, continuous employment is that which is uninterrupted by separation and includes the following: (1) actual time worked; (2) authorized leave of absence, both paid and unpaid; (3) family leave, military leave: and (4) industrial injury or illness leave. For purposes of this section, a leave of absence without pay is limited to a maximum of ninety (90) continuous days. DISCIPLINE SECTION 15. Employee Appeals from Disciplinary Actions A. Any permanent employee in the classified service who has been suspended, for a period of six (6) days or more, demoted, dismissed, or reduced in pay shall have a period of ten (10) days following written notification in which to file an appeal or answer the charges. B. The employee shall forthwith be given said written notification a statement of the extent and nature of any disciplinary action and a full explanation of the reasons for the action including specific information as to time and place of incidents. C. Each disciplinary action shall automatically be given administrative review by the City Manager, immediately after the written notification, and the City Manager may countermand the disciplinary action or modify the discipline imposed prior to any hearing. D. Appeals and requests for hearings shall be filed with the City Manager, and then immediately referred to the Los Angeles County Civil Service Commission or City Council, as the case may be. E. The Commission shall have the right to refuse to hold a hearing in any case in which the appellant fails to present sufficient grounds to warrant a hearing. F. Procedures for all hearings to be conducted by the Count shall be in accordance with the Rules of the Los Angeles County Civil Service Commission. G. Alternatively, employees may appeal discipline to binding arbitration pursuant to Article 6, Section 7. GRIEVANCE PROCEDURE SECTION 16. Definition of Terms A. Grievance -A grievance is an alleged violation, misinterpretation or misapplication of a specific written departmental or agency rule or regulation or a specific provision of this Memorandum of Understanding ("MOU"). A grievance is distinct from an appeal in that 31 Page 244 of 389 SPEA MOU July 1, 2026 to June 30, 2029 it is an alleged violation, misinterpretation or misapplication of a specific written departmental or agency rule and/or policy or a specific provision of this MOU. B. Grievant - A grievant is an employee or group of employees adversely affected by an act or omission of the agency that files a grievance. C. Day - A day is a calendar day. D. Immediate Supervisor - The first level supervisor of the Grievant. SECTION 17. Matters Excluded from the Grievance Procedure The grievance procedure is not intended to address the following types of issues: Resolve complaints, requests or changes in wages, hours or working conditions; 2. Challenge the content of employee evaluations or performance reviews; Challenge the merits of a reclassification, lay-off, transfer, denial of reinstatement, or denial of a step or merit increase; or 4. Reduction in pay, demotion, suspensions or a termination, but is subject to the formal appeal process as outlined in Ordinance 586. SECTION 18. Time Limits A. Compliance and Flexibility_ 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 appeal provided ineach 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 in accordance with the time limits, the decision last made by the City shall be deemed final. SECTION 19. Procedure Grievances will be processed following the procedures setforth below. A. Level I - 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 informally with the employee's immediate supervisor. The supervisor shall hold discussions and attempt to resolve the grievance within five (5) days of the employee notifying the supervisor of the issue. B. Level II - In the event such efforts do not produce a mutually satisfactory resolution, the 32 Page 245 of 389 SPEA MOU July 1, 2026 to June 30, 2029 grievant shall have ten (10) calendar days to file a formal written grievance after the employee's immediate supervisor is unable to resolve the grievance through the discussion process. Under no circumstances may a grievance be filed more than twenty- five (25) 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: The specific section of the departmental or agency rules or regulations allegedly violated, misinterpreted or misapplied. 2. 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 five (5) days. The Department Head will respond in writing within ten (10) days. D. Level IV — See Article 5, Section 20, below. SECTION 20. Grievance Conferences Grievants and City representatives, upon request, shall have the right to a conference at any level of the grievance procedure. SECTION 21. Binding Arbitration A. Civil Claims Both the City and individual employees covered by this MOU agree that the claims described in this Article shall be submitted to and determined exclusively by binding arbitration under the Federal Arbitration Act ("FAA"), in conformity with the procedures of the California Arbitration Act ("CAA") (Cal. Code Civ. Proc. Sec 1280 et seq., including section 1283.05 and all of the CAA's other mandatory and permissive rights to discovery). Nothing in this MOU 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. 33 Page 246 of 389 SPEA MOU July 1, 2026 to June 30, 2029 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 ("FEHA"), Title VII of the Civil Rights Act of 1964 ("Title VII"), the Age Discrimination in Employment Act ("ADEX), the Americans with Disabilities Act ("ADA"), and the Family and Medical Leave Act ("FMLA"), 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, unless applicable law precludes binding arbitration. It shall also include any and all claims an employee may have under the FLSA, the California Labor Code, and the Industrial Welfare Commission Wage Orders, as well as any other state and federal statutes. This Article XXI 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. Notwithstanding the provisions of this Article, employees covered by this MOU 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 ("EEOC"), California Civil Rights Department ("CRD"), California Department of Labor Standards Enforcement ("DLSE"), U.S. Department of Labor ("DOL") and any similar state or federal 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 MOU agree that they shall not join or consolidate claims submitted for arbitration pursuant to this Article 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. The City shall bear the costs of any arbitration conducted pursuant to this Article, including the compensation of the Arbitrator, all administrative expenses, and transcripts. 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. 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, 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 01 Page 247 of 389 SPEA MOU July 1, 2026 to June 30, 2029 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 MOU 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. In the alternative, the Parties agree that an employee covered by this MOU may opt to have these disciplinary actions be submitted to binding and final arbitration. 1. 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 Article, shall be for a court of law and not an arbitrator to decide. 4. Under this Section 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 Association and the employee. The Arbitrator may not increase the level of discipline. At least ten (10) business days before the scheduled arbitration, the parties shall exchange the following information: (1) a list of all witnesses each party intends to call during its case -in -chief; and (2) copies of all documents each party intends to introduce during its case -in -chief. C. Contract Interpretation Disputes The Parties agree that any grievance filed under the Grievance Procedure, Article 5, Section 16, of this MOU shall be subject to final and binding arbitration. The Association must file a written request for final and binding arbitration within ten (10) days of receipt of the City's response at Level III. 1. 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 ("SMCS"). 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. 35 Page 248 of 389 SPEA MOU July 1, 2026 to June 30, 2029 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 subsection 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 MOU and the Arbitrator has no authority to add to, subtract from, or modify the MOU 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 thirty (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. 5. At least ten (10) business days before the scheduled arbitration, the parties shall exchange the following information: (1) a list of all witnesses each party intends to call during its case -in -chief; and (2) copies of all documents each party intends to introduce during its case -in -chief. D. This Article is entered into under the CAA and the MMBA, and shall be interpreted and construed in accordance with the law and procedures developed under those respective statutes. ARTICLE 6 — OTHER PROVISIONS SECTION 1. Drug -Free Workplace Statement and Substance Abuse Policy, Smoking Policy, and Break Policy The City and Association will meet and confer on revisions to the City's drug -free workplace statement and substance abuse, non-smoking and break policies. Following the meet and confer, the employees will comply with the requirements set forth under that statement and those policies. SECTION 2. Personnel File The official personnel file of each employee shall be maintained in the Human Resources Department. A unit member or Association representative authorized bythe member, in writing, may review or obtain copies of material from the employee's file with the exception of material that includes ratings, reports or records which are obtained priorto the employment of the employee involved. SECTION 3. Personnel File: Derogatory Material The City shall provide an employee a copy of any derogatory material that the City intends to place in the employee's personnel file that the City may use for disciplinary purposes. The City will request that the employee acknowledge receipt of such derogatory material prior to it being placed in the employee's personnel file. In the event that the employee refuses to acknowledge receipt, the City shall indicate that the employee refused to acknowledge such Page 249 of 389 SPEA MOU July 1, 2026 to June 30, 2029 receipt. Employees shall have the right to provide a written statement rebutting any such derogatory material. In the event that an employee provides such rebuttal, the City shall attach the employee's written statement to the derogatory material and place both documents in the employee's personnel file. SECTION 4. Personnel File: Positive Material All customer or citizen letters of a positive nature or any City commendations, letters of achievements and recognition will be placed inthe 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 Association 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. 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 Association 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), Association representatives shall be permitted to make 37 Page 250 of 389 SPEA MOU July 1, 2026 to June 30, 2029 a presentation of up to 30 minutes, and present 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 Association to make an in -person on -site presentation to the new employees. The City shall provide the Association an appropriate on -site meeting space within seven (7) days of receiving a request from the Association for such meeting space for this purpose. At such on -site meetings, Association representatives shall be permitted to make a presentation of up to 30 minutes, and present 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 Association presentation or meeting, if they elect not to attend. SECTION 6. Association Dues Deductions The City shall deduct dues on a regular payroll basis from the pay of Association members Such deductions shall be authorized in writing on a form approved and provided by the Association for this purpose. The membership forms shall be retained by the Association. Th City shall rely on a certification from the Association for the authorization, modification, or cancellation of any dues deductions. The City shall remit such funds to the Association within 30 days following their deduction. The City shall rely on a certification from the Association 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 Association 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 Association 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 Association. The City shall rely on information provided by the Association regarding whether deductions for Association membership were properly canceled or changed, and the Association shall indemnify the City for any claims made by the employee for deductions made in reliance on Page 251 of 389 SPEA MOU July 1, 2026 to June 30, 2029 that information. Deductions may be revoked only pursuant to the terms of the employee's written authorization, Association Bylaws and this Agreement. The City shall not deter or discourage employees or applicants for employment from becoming or remaining members of the Association, or from authorizing representation by the Association or from authorizing dues or fee deductions to the Association. SECTION 7. Reopener A. Parties agree to reopener regarding the following subjects 1. Upon a proposal to revise the Citywide Catastrophic Leave Policy, the Parties shall reopen Article 4, Section 18. 2. Upon completion of an FLSA audit, the Parties will reopen Article 2, Sections 18- 20. In the event that the Parties reopen Article 2, Sections 18-20, the Parties shall also reopen provisions of this Agreement related to leave and compensation for employees who are determined to be exempt from the FLSA. 3. Any amendments to the Personnel Merit System, or modification of Municipal Code. 4. Changes to the employee evaluation process, procedure, forms, and evaluation criteria. 5. In the event that the City proposes a city-wide policy on requests for reclassification, the Parties will reopen Article 1, Section 7. 6. In the event that another bargaining unit negotiates a higher maximum City contribution to employee health care premiums, the Parties will reopen Article 3, Section 1. B. Parties agree that any and all changes proposed pursuant to this reopener provision can only be implemented by mutual agreement of the parties. Signatures on the next page. Page 252 of 389 SPEA MOU July 1, 2026 to June 30, 2029 For the Association: 7R r��'l ©, rresident 4,O'C' r- Tasha Horn, Vice President fi,ct.Igr` Humberto Rivera (Apr 30, 2026 19'.09:45 CDT) Humberto Rivera, Vice President R chel Cummings, Secretary Agnes Ho, Tr surer Vicky Barker, Chief Negotiator 04/03/2026 Date: 40 For the City of El Segundo: Darrell George, City Ma ger O�e6:6� Rebecca Redyk, Director of Human Resources & Risk Management gIexyolba-i' Alex Wbe,dmg (Apf30, 2026 4- Alexander Volberding, Chief Negotiator Date: Page 253 of 389 3% COLA Effective July 1, 2026 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2026 6/16/2026 Crime Prevention Analyst I SPEA 30S Hourly 41.56 7203.24 86438.88 43.63 7563.40 90760.80 45.81 7941.57 95298.84 48.11 8338.65 100063.80 50.51 8755.59 105067.08 7/1/2026 6/16/2026 Deputy City Treasurer I SPEA 30S Hourly 41.56 7203.24 86438.88 43.63 7563.40 90760.80 45.81 7941.57 95298.84 48.11 8338.65 100063.80 50.51 8755.59 105067.08 7/1/2026 6/16/2026 Librarian I SPEA 32S Hourly_43.27 7499.80 89997.60 45.43 7874.80 94497.60 47.70 8268.53 99222.36 50.09 8681.96 104183.52 52.59 9116.06 109392.72 7/1/2026 6/16/2026 Administrative Analyst SPEA 33S Hourly 44.16 7653.66 91843.92 46.36 8036.36 96436.32 48.68 8438.17 101258.04 51.12 8860.08 106320.96 53.67 9303.07 111636.84 7/1/2026 6/16/2026 Property Owner Coordinator SPEA 33S Hourly__44.16 7653.66 91843.92 46.36 8036.36 96436.32 48.68 8438.17 101258.04 51.12 8860.08 106320.96 53.67 9303.07 111636.84 7/1/2026 6/16/2026 Recreation Supervisor SPEA Hourly 45.48 7883.27 94599.24 47.75 8277.45 99329.40 50.14 8691.32 104295.84 52.65 9125.88 109510.56 55.28 9582.16 114985.92 7/1/2026 6/16/2026 Wellness Coordinator SPEA 33S Hour1 44.16 7653.66 91843.92 46.36 8036.36 96436.32 48.68 8438.17 101258.04 51.12 8860.08 106320.96 53.67 9303.07 111636.84 7/1/2026 6/16/2026 Crime Prevention Analyst II SPEA 34S Hourly 46.87 8123.83 97485.96 49.21 8530.03 102360.36 51.68 8956.53 107478.36 54.26 9404.36 112852.32 56.97 9874.57 118494.84 7/1/2026 6/16/2026 Equipment Maint. Supervisor SPEA 37S Hourly 47.94 8308.56 99702.72 50.33 8723.99 104687.88 52.85 9160.18 109922.16 55.49 9618.19 115418.28 58.27 10099.10 121189.20 7/1/2026 6/16/2026 Park Maintenance Supervisor SPEA 37S Hourly 47.94 8308.56 99702.72 50.33 8723.99 104687.88 52.85 9160.18 109922.16 55.49 9618.19 115418.28 58.27 10099.10 121189.20 7/1/2026 6/16/2026 Project Specialist/ Sr. Accountant SPEA 37S Hourly__47.94 8308.56 99702.72 50.33 8723.99 104687.88 52.85 9160.18 109922.16 55.49 9618.19 115418.28 58.27 10099.10 121189.20 7/1/2026 6/16/2026 Street Maintenance Supervisor SPEA Hourly 49.38 8557.82 102693.84 51.84 8985.71 107828.52 54.44 9434.99 113219.88 57.15 9906.74 118880.88 60.02 10402.07 124824.84 7/1/2026 6/16/2026 Wastewater Supervisor SPEA Hourly 49.85 8640.90 103690.80 52.33 9072.95 108875.40 54.96 9526.59 114319.08 57.70 10002.92 120035.04 60.59 10503.06 1260 36.72 Equity Adjustments: Accounting Supervisor- 4%, Crime Prevention Analyst 11- 4%, Principal Planner- 3%, Recreation Supervisor- 3%, Senior Engineer Associate- 1 %, Street Maintenance Supervisor- 3%, Water Supervisor- 7%, Media Supervisor- 6%, Wastewater Supervisor- 4%. Page 254 of 389 3% COLA Effective July 1, 2026 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2026 6/16/2026 Water Supervisor SPEA Hourly 51.29 8890.16 106681.92 53.85 9334.66 112015.92 56.55 9801.40 117616.80 59.37 1 10291.46 123497.52 62.35 10806.04 1296 72.48 7/1/2026 6/16/2026 Construction Coordinator SPEA 38S Hourly 48.94 8482.62 101791.44 51.39 8906.75 106881.00 53.95 9352.08 112224.96 56.65 9819.69 117836.28 59.48 10310.67 123728.04 7/1/2026 6/16/2026 GIS Analyst SPEA 38S Hourly 48.94 8482.62 101791.44 51.39 8906.75 106881.00 53.95 9352.08 112224.96 56.65 9819.69 117836.28 59.48 10310.67 123728.04 7/1/2026 6/16/2026 Program Coordinator SPEA 38S Hourly 48.94 8482.62 101791.44 51.39 8906.75 106881.00 53.95 9352.08 112224.96 56.65 9819.69 117836.28 59.48 10310.67 123728.04 7/1/2026 6/16/2026 RSI Design Coordinator SPEA 38S Hourly 48.94 8482.62 101791.44 51.39 8906.75 106881.00 53.95 9352.08 112224.96 56.65 9819.69 117836.28 59.48 10310.67 123728.04 7/1/2026 6/16/2026 Information Systems Developer SPEA 39S Hourly 49.97 8661.06 103932.72 52.47 9094.12 109129.44 55.08 9548.82 114585.84 57.84 10026.27 120315.24 60.74 10527.58 126330.96 7/1/2026 6/16/2026 Media Supervisor SPEA 40S Hourly 54.09 9374.59 112495.08 56.78 9843.31 118119.72 59.63 10335.48 124025.76 62.60 10852.26 130227.12 65.73 11394.87 136738.44 7/1/2026 6/16/2026 Accounting Supervisor SPEA 48S Hourly 54.65 9473.64 113683.68 57.38 9947.32 119367.84 60.26 10444.68 125336.16 63.27 10966.93 131603.16 66.44 11515.26 138183.12 7/1/2026 6/16/2026 Economic Development Analyst SPEA 40S Hourl 51.03 8843.95 106127.40 53.57 9286.14 111433.68 56.25 9750.45 117005.40 59.06 10237.97 122855.64 62.02 10749.87 128998.44 7/1/2026 6/16/2026 Police Records Supervisor SPEA 40S Hourly 51.03 8843.95 106127.40 53.57 9286.14 111433.68 56.25 9750.45 117005.40 59.06 10237.97 122855.64 62.02 10749.87 128998.44 7/1/2026 6/16/2026 Senior Administrative Analyst SPEA 40S Hourly 51.03 8843.95 106127.40 53.57 9286.14 111433.68 56.25 9750.45 117005.40 59.06 10237.97 122855.64 62.02 10749.87 128998.44 7/1/2026 6/16/2026 Associate Engineer SPEA 42S Hourly 53.21 9223.55 110682.60 55.88 9684.72 116216.64 58.67 10168.96 122027.52 61.60 10677.41 128128.92 64.68 11211.27 134535.24 Equity Adjustments: Accounting Supervisor- 4%, Crime Prevention Analyst II- 4%, Principal Planner- 3%, Recreation Supervisor- 3%, Senior Engineer Associate- 1 %, Street Maintenance Supervisor- 3%, Water Supervisor- 7%, Media Supervisor- 6%, Wastewater Supervisor- 4%. Page 255 of 389 3% COLA Effective July 1, 2026 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2026 6/16/2026 Facilities Maintenance Supervisor SPEA 42S Hourly 53.21 9223.55 110682.60 55.88 9684.72 116216.64 58.67 10168.96 122027.52 61.60 10677.41 128128.92 64.68 11211.27 134535.24 7/1/2026 6/16/2026 Plan Check Engineer SPEA 42S Hourly 53.21 9223.55 110682.60 55.88 9684.72 116216.64 58.67 10168.96 122027.52 61.60 10677.41 128128.92 64.68 11211.27 134535.24 7/1/2026 6/16/2026 Purchasing Agent SPEA 42S Hourly 53.21 9223.55 110682.60 55.88 9684.72 116216.64 58.67 10168.96 122027.52 61.60 10677.41 128128.92 64.68 11211.27 134535.24 7/1/2026 6/16/2026 RSI Supervisor SPEA 42S Hourly 53.21 9223.55 110682.60 55.88 9684.72 116216.64 58.67 10168.96 122027.52 61.60 10677.41 128128.92 64.68 11211.27 134535.24 7/1/2026 6/16/2026 Information System Specialist SPEA 43S Hourly 54.35 9420.49 113045.88 57.06 9891.52 118698.24 59.92 10386.10 1246 33.20 62.91 10905.40 130864.80 66.06 11450.66 137407.92 7/1/2026 6/16/2026 Senior Building Inspector SPEA 44S Hourly 55.52 9622.37 115468.44 58.29 10103.50 121242.00 61.20 10608.66 127303.92 64.26 11139.10 133669.20 67.48 11696.05 140352.60 7/1/2026 6/16/2026 Assistant Fire Marshall SPEA 45S Hourly 56.71 9829.31 117951.72 59.54 10320.76 123849.12 62.52 10836.82 130041.84 65.64 11378.66 136543.92 68.93 11947.58 1433 70.96 7/1/2026 6/16/2026 Emergency Management Coordinator SPEA 45S Hourly 56.71 9829.31 117951.72 59.54 10320.76 123849.12 62.52 10836.82 130041.84 65.64 11378.66 136543.92 68.93 11947.58 143370.96 7/1/2026 6/16/2026 Principal Environmental Specialist SPEA 45S Hourly 56.71 9829.31 117951.72 59.54 10320.76 123849.12 62.52 10836.82 130041.84 65.64 11378.66 136543.92 68.93 11947.58 1433 70.96 7/1/2026 6/16/2026 Senior Engineer Associate SPEA 46S Hourly 58.50 10141.81 121701.72 61.44 10648.90 127786.80 64.51 11181.34 134176.08 67.73 11740.41 140884.92 71.11 12327.43 147929.16 7/1/2026 6/16/2026 Technical Services Analyst SPEA 47S Hourly 59.18 10258.79 123105.48 62.14 10771.73 129260.76 65.25 11310.32 135723.84 68.52 11875.84 142510.08 71.94 12469.63 1496 35.56 7/1/2026 6/16/2026 Fire Marshal SPEA 53S Hourly 66.81 11578.80 138945.60 70.14 12157.74 145892.88 73.65 12765.62 153187.44 77.33 13403.91 160846.92 81.19 14074.10 168889.20 Equity Adjustments: Accounting Supervisor- 4%, Crime Prevention Analyst II- 4%, Principal Planner- 3%, Recreation Supervisor- 3%, Senior Engineer Associate- 1 %, Street Maintenance Supervisor- 3%, Water Supervisor- 7%, Media Supervisor- 6%, Wastewater Supervisor- 4%. Page 256 of 389 3% COLA Effective July 1, 2026 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2026 6/16/2026 Principal Planner SPEA 52S Hourly 67.92 11772.94 141275.28 71.32 12361.61 148339.32 74.88 12979.68 155756.16 78.62 13628.66 163543.92 82.55 14310.09 171721.08 7/1/2026 6/16/2026 Senior Planner SPEA Hourly 48.46 8399.74 100796.88 50.88 8819.74 105836.88 53.43 9260.72 111128.64 56.09 9723.76 116685.12 58.91 10209.95 122519.40 7/1/2026 6/16/2026 Senior Plan Check Engineer SPEA 52S Hourly 65.94 11430.04 137160.48 69.24 12001.56 144018.72 72.70 12601.63 151219.56 76.33 13231.71 158780.52 80.15 13893.29 166719.48 7/1/2026 6/16/2026 Environmental Safety Manager SPEA 53S Hourly 66.81 11578.80 138945.60 70.14 12157.74 145892.88 73.65 12765.62 153187.44 77.33 13403.91 160846.92 81.19 14074.10 168889.20 Equity Adjustments: Accounting Supervisor- 4%, Crime Prevention Analyst II- 4%, Principal Planner- 3%, Recreation Supervisor- 3%, Senior Engineer Associate- 1 %, Street Maintenance Supervisor- 3%, Water Supervisor- 7%, Media Supervisor- 6%, Wastewater Supervisor- 4%. Page 257 of 389 3% COLA Effective July 1, 2027 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2027 6/16/2026 Crime Prevention Analyst I SPEA 30S Hourly 42.81 7419.34 89032.08 44.94 7790.30 93483.60 47.18 8179.82 98157.84 49.55 8588.81 103065.72 52.03 9018.26 108219.12 7/1/2027 6/16/2026 Deputy City Treasurer I SPEA 30S Hourly 42.81 7419.34 89032.08 44.94 7790.30 93483.60 47.18 8179.82 98157.84 49.55 8588.81 103065.72 52.03 9018.26 108219.12 7/1/2027 6/16/2026 Librarian I SPEA 32S Hourly 44.57 7724.79 92697.48 46.79 8111.04 97332.48 49.13 8516.59 102199.08 51.59 8942.42 107309.04 54.17 9389.54 112674.48 7/1/2027 6/16/2026 Administrative Analyst SPEA 33S Hourly 45.48 7883.27 94599.24 47.75 8277.45 99329.40 50.14 8691.32 104295.84 52.65 9125.88 109510.56 55.28 1 9582.16 114985.92 7/1/2027 6/16/2026 Property Owner Coordinator SPEA 33S Hourly 45.48 1 7883.27 94599.24 47.75 8277.45 99329.40 50.14 8691.32 104295.84 52.65 9125.88 109510.56 55.28 9582.16 114985.92 7/1/2027 6/16/2026 Recreation Supervisor SPEA 33S Hourly 46.84 8119.77 97437.24 49.18 8525.77 102309.24 51.64 8952.06 107424.72 54.23 9399.66 112795.92 56.94 9869.62 118435.44 7/1/2027 6/16/2026 Wellness Coordinator SPEA 33S Hourly 45.48 7883.27 94599.24 47.75 8277.45 99329.40 50.14 8691.32 104295.84 52.65 9125.88 109510.56 55.28 9582.16 114985.92 7/1/2027 6/16/2026 Crime Prevention Analyst II SPEA 34S Hourly 48.28 8367.54 100410.48 50.69 8785.93 105431.16 53.23 9225.23 110702.76 55.89 9686.49 116237.88 58.68 10170.81 122049.72 7/1/2027 6/16/2026 Equipment Maint. Supervisor SPEA 37S Hourly 49.38 8557.82 102693.84 51.84 8985.71 107828.52 54.44 9434.99 113219.88 57.15 9906.74 118880.88 60.02 10402.07 124824.84 7/1/2027 6/16/2026 Park Maintenance Supervisor SPEA 37S Hourly 49.38 8557.82 102693.84 51.84 8985.71 107828.52 54.44 9434.99 113219.88 57.15 9906.74 118880.88 60.02 10402.07 124824.84 7/1/2027 6/16/2026 Project Specialist/ Sr. Accountant SPEA 37S Hourly 49.38 8557.82 102693.84 51.84 8985.71 107828.52 54.44 9434.99 113219.88 57.15 9906.74 118880.88 60.02 10203.94 122447.28 7/1/2027 6/16/2026 Street Maintenance Supervisor SPEA 37S Hourly 50.86 8814.55 105774.60 53.40 9255.28 111063.36 56.07 9718.04 116616.48 58.86 10203.94 122447.28 61.82 10714.13 128569.56 7/1/2027 6/16/2026 Wastewater Supervisor SPEA Hourly 51.35 8900.13 106801.56 53.90 9345.14 112141.68 56.61 9812.39 117748.68 59.43 10303.01 123636.12 62.41 10818.15 129817.80 Page 258 of 389 3% COLA Effective July 1, 2027 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2027 6/16/2026 Water Supervisor SPEA Hourly 52.83 9156.86 109882.32 55.47 9614.70 115376.40 58.25 10095.44 121145.28 61.15 10600.20 127202.40 64.22 11130.22 133562.64 7/1/2027 6/16/2026 Construction Coordinator SPEA 38S Hourly 50.41 8737.10 104845.20 52.93 9173.95 110087.40 55.57 9632.64 115591.68 58.35 10114.28 121371.36 61.26 10619.99 127439.88 7/1/2027 6/16/2026 GISAnalyst SPEA 38S Hourly 50.41 8737.10 104845.20 52.93 9173.95 110087.40 55.57 9632.64 115591.68 58.35 10114.28 121371.36 61.26 10619.99 127439.88 7/1/2027 6/16/2026 Program Coordinator SPEA 38S Hourly 50.41 8737.10 104845.20 52.93 9173.95 110087.40 55.57 9632.64 115591.68 58.35 10114.28 121371.36 61.26 1 10619.99 127439.88 7/1/2027 6/16/2026 RSI Design Coordinator SPEA 38S Hourly 50.41 1 8737.10 104845.20 52.93 9173.95 110087.40 55.57 9632.64 115591.68 58.35 10114.28 121371.36 61.26 10619.99 127439.88 7/1/2027 6/16/2026 Information Systems Developer SPEA 39S Hourly 51.47 8920.89 107050.68 54.04 9366.94 112403.28 56.73 9835.28 118023.36 59.58 10327.06 123924.72 62.56 10843.41 130120.92 7/1/2027 6/16/2026 Media Supervisor SPEA 40S Hourly 55.71 9655.83 115869.96 58.48 10138.61 121663.32 61.42 10645.54 127746.48 64.48 11177.83 134133.96 67.70 11736.72 140840.64 7/1/2027 6/16/2026 Accounting Supervisor SPEA 48S Hourly 56.29 9757.85 117094.20 59.10 10245.74 122948.88 62.07 10758.02 129096.24 65.17 11295.94 135551.28 68.43 11860.72 142328.64 7/1/2027 6/16/2026 Economic Development Analyst SPEA 40S Hourly 52.56 9109.27 109311.24 55.18 9564.72 114776.64 57.94 10042.96 120515.52 60.83 10545.11 126541.32 63.88 11072.37 132868.44 7/1/2027 6/16/2026 Police Records Supervisor SPEA 40S Hourly 52.56 9109.27 109311.24 55.18 9564.72 114776.64 57.94 10042.96 120515.52 60.83 10545.11 126541.32 63.88 11072.37 132868.44 7/1/2027 6/16/2026 Senior Administrative Analyst SPEA 40S Hourly 52.56 9109.27 109311.24 55.18 9564.72 114776.64 57.94 10042.96 120 515.52 60.83 10545.11 126541.32 63.88 11072.37 132868.44 7/1/2027 6/16/2026 Associate Engineer SPEA 42S Hourly 54.81 9500.26 114003.12 57.56 9975.26 119703.12 60.43 10474.03 125688.36 63.45 10997.73 131972.76 66.62 11547.61 138571.32 Page 259 of 389 3% COLA Effective July 1, 2027 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2027 6/16/2026 Facilities Maintenance Supervisor SPEA 42S Hourly 54.81 9500.26 114003.12 57.56 9975.26 119703.12 60.43 10474.03 125688.36 63.45 10997.73 131972.76 66.62 11547.61 138571.32 7/1/2027 6/16/2026 Plan Check Engineer SPEA 42S Hourly 54.81 9500.26 114003.12 57.56 9975.26 119703.12 60.43 10474.03 125688.36 63.45 10997.73 131972.76 66.62 11547.61 138571.32 7/1/2027 6/16/2026 Purchasing Agent SPEA 42S Hourly 54.81 9500.26 114003.12 57.56 9975.26 119703.12 60.43 10474.03 125688.36 63.45 10997.73 131972.76 66.62 11547.61 138571.32 7/1/2027 6/16/2026 RSI Supervisor SPEA 42S Hourly 54.81 9500.26 114003.12 57.56 9975.26 119703.12 60.43 10474.03 1 125688.36 63.45 10997.73 131972.76 66.62 11547.61 138571.32 7/1/2027 6/16/2026 Information System Specialist SPEA 43S 55.98 9703.10 116437.20 -Hourly 58.77 10188.27 122259.24 61.72 10697.68 128372.16 64.80 11232.56 134790.72 68.04 11794.18 141530.16 7/1/2027 6/16/2026 Senior Building Inspector SPEA 44S Hourly 57.19 9911.04 118932.48 60.04 10406.61 124879.32 63.04 10926.92 131123.04 66.19 11473.27 137679.24 69.50 12046.93 144563.16 7/1/2027 6/16/2026 Assistant Fire Marshall SPEA 45S Hourly 58.41 10124.19 121490.28 61.33 10630.38 127564.56 64.40 11161.92 133943.04 67.61 11720.02 140640.24 71.00 12306.01 147672.12 7/1/2027 6/16/2026 Emergency Management Coordinator SPEA 45S Hourly 58.41 10124.19 121490.28 61.33 10630.38 127564.56 64.40 11161.92 133943.04 67.61 11720.02 140640.24 71.00 12306.01 147672.12 7/1/2027 6/16/2026 Principal Environmental Specialist SPEA 45S Hourly 58.41 10124.19 121490.28 61.33 10630.38 127564.56 64.40 11161.92 133943.04 67.61 11720.02 140640.24 71.00 12306.01 147672.12 7/1/2027 6/16/2026 Senior Engineer Associate SPEA 46S Hourly 60.26 10446.06 125352.72 63.28 10968.37 131620.44 66.45 11516.78 138201.36 69.76 12092.62 145111.44 73.24 12697.25 152367.00 7/1/2027 6/16/2026 Technical Services Analyst SPEA 47S Hourly 60.96 10566.55 126758.60 64.00 11094.88 133138.56 67.21 11649.63 139795.56 70.58 12232.12 146785.44 74.10 12843.72 154124.64 7/1/2027 6/16/2026 Fire Marshal SPEA 53S Hourly 68.81 11926.16 143113.92 72.24 12522.47 150269.64 75.86 13148.59 157783.08 79.65 13806.03 165672.36 83.63 14496.32 173955.84 Page 260 of 389 3% COLA Effective July 1, 2027 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2027 6/16/2026 Principal Planner SPEA 52S Hourly 69.96 12126.13 145513.56 73.46 12732.46 152789.52 77.13 13369.07 160428.84 80.98 14037.52 168450.24 85.03 14739.39 176872.68 7/1/2027 6/16/2026 Senior Planner SPEA Hourly 49.91 8651.73 103820.76 52.41 9084.33 109011.96 55.03 9538.54 114462.48 57.77 10015.47 120185.64 60.68 10516.25 126195.00 7/1/2027 6/16/2026 Senior Plan Check Engineer SPEA 52S Hourly 67.92 11772.94 141275.28 71.32 12361.61 148339.32 74.88 12979.68 155756.16 78.62 13628.66 163543.92 82.55 14310.09 171721.08 7/1/2027 6/16/2026 Environmental Safety Manager SPEA 53S Hourly 68.81 11926.16 143113.92 72.24 12522.47 150269.64 75.86 13148.59 157783.08 79.65 13806.03 165672.36 83.63 1 14496.32 173955.84 Page 261 of 389 3% COLA Effective July 1, 2028 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2028 6/16/2026 Crime Prevention Analyst I SPEA 30S Hourly 44.09 7641.92 91703.04 46.29 8024.01 96288.12 48.60 8425.21 101102.52 51.04 8846.47 1106157.64 53.59 9288.81 111465'72 7/1/2028 6/16/2026 Deputy City Treasurer I SPEA 30S Hourly 44.09 7641.92 91703.04 46.29 8024.01 96288.12 48.60 8425.21 101102.52 51.04 8846.47 106157.64 53.59 9288.81 111465.72 7/1/2028 6/16/2026 Librarian I SPEA 32S Hourly 45.91 7956.53 95478.36 48.19 8354.37 100252.44 50.60 8772.09 105265.08 53.14 9210.69 110528.28 55.80 9671.23 116054.76 7/1/2028 6/16/2026 Administrative Analyst SPEA 33S Hourly 46.84 8119.77 97437.24 49.18 8525.77 102309.24 51.64 8952.06 107424.72 54.23 9399.66 112795.92 56.94 9869.62 118435.44 7/1/2028 6/16/2026 Property Owner Coordinator SPEA 33S Hourly 46.84 8119.77 97437.24 49.18 8525.77 102309.24 51.64 8952.06 107424.72 54.23 9399.66 112795.92 56.94 9869.62 118435.44 7/1/2028 6/16/2026 Recreation Supervisor SPEA 33S Hourly 48.25 8363.36 100360.32 50.66 8781.54 105378.48 53.19 9220.62 110647.44 55.86 9681.65 116179.80 58.65 10165.71 121988.52 7/1/2028 6/16/2026 Wellness Coordinator SPEA 33S Hourly 46.84 8119.77 97437.24 49.18 8525.77 102309.24 51.64 8952.06 107424.72 54.23 9399.66 112795.92 56.94 9869.62 118435.44 7/1/2028 6/16/2026 Crime Prevention Analyst II SPEA 34S Hourly 49.73 8618.57 103422.84 52.21 9049.51 108594.12 54.83 9501.99 114023.88 57.57 9977.08 119724.96 60.44 10475.93 125711.16 7/1/2028 6/16/2026 Equipment Maint. Supervisor SPEA 37S Hourly 50.86 8814.55 105774.60 53.40 9255.28 111063.36 56.07 9718.04 116616.48 58.86 10203.94 122447.28 61.82 10714.13 128569.56 7/1/2028 6/16/2026 Park Maintenance Supervisor SPEA 37S 50.86 1 8814.55 105774.60 53.40 9255.28 111063.36 56.07 9718.04 116616.48 58.86 10203.94 122447.28 61.82 10714.13 128569.56 7/1/2028 6/16/2026 Project Specialist/ Sr. Accountant SPEA 37S Hourly 50.86 8814.55 105774.60 53.40 9255.28 111063.36 56.07 9718.04 116616.48 58.86 10203.94 122447.28 7/13/2024 7/13/2024 Street Maintenance Supervisor SPEA 37S Hourly 58.27 10099.10 121189.18 49.34 8552.92 102635.09 51.81 8980.57 107766.84 54.40 9429.60 113155.18 61.82 10714.13 128569.56 7/1/2028 6/16/2026 Street Maintenance Supervisor SPEA Hourly 52.39 9078.99 1108947.88 55.00 9532.94 114395:28 57.75 10009.58 120114.96 60.63 10510.06 126120.72 63.67 11035.55 132426.60 7/1/2028 6/16/2026 Wastewater Supervisor SPEA Hourly 52.89 9167.13 110005.56 55.52 9625.49 115505.88 58.31 10106.76 121, 1.12 61.21 10612.10 127345.20 64.28 11142.69 133712.28 Page 262 of 389 3% COLA Effective July 1, 2028 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2028 6/16/2026 Water Supervisor SPEA Hourly 54.41 9431.57 113178.84 57.13 9903.14 118837.68 60.00 10398.30 124779.60 62.98 10918.21 1131018.52 66.15 11464.13 137569.56 7/1/2028 6/16/2026 Construction Coordinator SPEA 38S Hourly 51.92 8999.21 107990.52 54.52 9449.17 113390.04 57.24 9921.62 119059.44 60.10 10417.71 125012.52 63.10 10938.59 131263.08 7/1/2028 6/16/2026 GIS Analyst SPEA 38S Hourly 51.92 8999.21 107990.52 54.52 9449.17 113390.04 57.24 9921.62 119059.44 60.10 10417.71 125012.52 63.10 10938.59 131263.08 7/1/2028 6/16/2026 Program Coordinator SPEA 38S Hourly 51.92 8999.21 107990.52 54.52 9449.17 113390.04 57.24 9921.62 119059.44 60.10 10417.71 125612.52 63.10 10938.59 131263.08 7/1/2028 6/16/2026 RSI Design Coordinator SPEA 38S Hourly 51.92 8999.21 107990.52 54.52 9449.17 113390.04 57.24 9921.62 119059.44 60.10 10417.71 125012.52 63.10 10938.59 131263.08 7/1/2028 6/16/2026 Information Systems Developer SPEA 39S Hourly 53.01 9188.52 110262.24 55.66 9647.95 115775.40 58.43 10130.34 121564.08 61.37 10636.87 127642.44 64.44 11168.71 134024.52 7/1/2028 6/16/2026 Media Supervisor SPEA 40S Hourl 57.38 9945.50 119346.00 60.23 10442.77 125313.24 63.26 10964.91 131578.92 66.41 11513.16 138157.92 69.73 12088.82 145065.84 7/1/2028 6/16/2026 Accounting Supervisor SPEA 48S Hourly 57.98 10050.59 120607.08 60.87 10553.11 126637.32 63.93 11080.76 132969.12 67.13 11634.82 139617.84 70.48 12216.54 146598.48 7/1/2028 6/16/2026 Economic Development Analyst SPEA 40S Hourly 54.14 9382.55 112590.60 56.84 9851.66 118219.92 59.68 10344.25 124131.00 62.65 10861.46 130337.52 65.80 11404.54 136854.48 7/1/2028 6/16/2026 Police Records Supervisor SPEA 40S Hourl 54.14 9382.55 112590.60 56.84 9851.66 118219.92 59.68 10344.25 124131.00 62.65 10861.46 130337.52 65.80 11404.54 136854.48 7/1/2028 6/16/2026 Senior Administrative Analyst SPEA 40S Hourly 54.14 9382.55 112590.60 56.84 9851.66 118219.92 59.68 10344.25 124131.00 62.65 10861.46 130337.52 65.80 11404.54 136854.48 7/1/2028 6/16/2026 Associate Engineer SPEA I 42S 1 Hourly 56.45 9785.27 117423.24 59.29 10274.52 123294.24 62.24 10788.25 129459.00 65.35 11327.66 135231.92 68.62 11894.04 142728.48 Page 263 of 389 3% COLA Effective July 1, 2028 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2028 6/16/2026 Facilities Maintenance Supervisor SPEA 42S Hourly 56.45 9785.27 117423.24 59.29 10274.52 123294:24 62.24 10788.25 129459.00 65.35 11327.66 1135931.92 68.62 11894.04 142728.48 7/1/2028 6/16/2026 Plan Check Engineer SPEA 42S Hourly 56.45 9785.27 117423.24 59.29 10274.52 123294.24 62.24 10788.25 129459.00 65.35 11327.66 135931.92 68.62 11894.04 142728.48 7/1/2028 6/16/2026 Purchasing Agent SPEA 42S Hourly 56.45 9785.27 117423.24 59.29 10274.52 123294.24 62.24 10788.25 129459.00 65.35 11327.66 135931.92 68.62 11894.04 142728.48 7/1/2028 6/16/2026 RSI Supervisor SPEA 42S Hourly 56.45 9785.27 117423.24 59.29 10274.52 123294.24 62.24 10788.25 129459.00 65.35 11327.66 135931.92 68.62 11894.04 142728.48 7/1/2028 6/16/2026 Information System Specialist SPEA 43S Hourly 57.66 9994.19 119930.28 60.53 10493.92 125927.04 63.57 11018.61 132223.32 66.74 11569.54 138834.48 70.08 12148.01 145776.12 7/1/2028 6/16/2026 Senior Building Inspector SPEA I 44S Hourly 58.91 10208.37 1122500.44 61.84 10718.81 128625.72 64.93 11254.73 135056.76 68.18 11817.47 141809.64 71.59 12408.34 148900.08 7/1/2028 6/16/2026 Assistant Fire Marshall SPEA 45S Hourly 60.16 10427.92 125135.04 63.17 10949.29 131391.48 66.33 11496.78 137961.36 69.64 12071.62 144859.44 73.13 12675.19 152102.28 7/1/2028 6/16/2026 Emergency Management Coordinator SPEA 45S Hourl 60.16 10427.92 125135.04 63.17 10949.29 131391.48 66.33 11496.78 137961.36 69.64 12071.62 144859.44 73.13 12675.19 152102.28 7/1/2028 6/16/2026 Principal Environmental Specialist SPEA 45S Hourly 60.16 10427.92 1125135.T4 63.17 10949.29 131391.48 66.33 11496.78 137961.36 69.64 12071.62 144859.44 73.13 12675.19 152102.28 7/1/2028 6/16/2026 Senior Engineer Associate SPEA 46S Hourly 62.07 10759.44 129113.28 65.18 11297.42 135569.04 68.44 11862.28 142347.36 71.85 12455.40 149464.80 75.44 13078.17 156938.04 7/1/2028 6/16/2026 Technical Services Analyst SPEA 47S Hourly 62.79 10883.55 130602.60 65.92 11427.73 137132.76 69.23 11999.12 143989.44 72.70 12599.08 151188.96 76.32 13229.03 158748.36 7/1/2028 6/16/2026 Fire Marshal SPEA 53S 1 Hourly 70.87 1 12283.94 1147407.28 74.41 12898.14 154777.68 78.14 13543.05 162516.60 82.04 1 14220.21 170642.52 86.14 1 14931.21 179174.52 Page 264 of 389 3% COLA Effective July 1, 2028 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2028 6/16/2026 Principal Planner SPEA 52S Hourly 72.06 12489.91 149878.92 75.66 13114.43 157373.16 79.44 13770.14 165241.68 83.41 14458.65 1173503.80 87.58 15181.57 182178.84 7/1/2028 6/16/2026 Senior Planner SPEA Hourly 51.41 8911.28 106935.36 53.98 9356.86 112282.32 56.68 9824.70 117896.40 59.50 10315.93 123791.16 62.50 10831.74 129980.88 7/1/2028 6/16/2026 Senior Plan Check Engineer SPEA 52S Hourly 69.96 12126.13 145513.56 73.46 12732.46 1152789.52 77.13 13369.07 160428.84 80.98 14037.52 168450.24 85.03 14739.39 176872.68 7/1/2028 6/16/2026 Environmental Safety Manager SPEA 53S Hourly 70.87 12283.94 147407.28 74.41 12898.14 154777.68 78.14 13543.05 162516.60 82.04 14220.21 170642.52 86.14 14931.21 179174.52 Page 265 of 389 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF EL SEGUNDO _►s EL SEGUNDO SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION Term: October 1. , 2022July 1, 202E through June 309 2026 2029 Page 266 of 389 SPEA 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........................................................................................1 SECTION 23- Salary Table Advancement........................................................................................2 SECTION 34- Accelerated Salary Step Advancement..................................................................... 2 SECTION 46- Payroll Direct Deposit.................................................................................................3 SECTION 56- Temporary Assignment to Higher Classification.....................................................3 SECTION 67- Request for Classification Review............................................................................4 SECTION 76- Standby Duty...............................................................................................................5 SECTION 89- Discontinuation of Cell Phone Stipend.....................................................................6 SECTION 94-r- Educational Incentive Pay........................................................................................6 SECTION 104- Bilingual Pay.............................................................................................................6 SECTION113- Longevity Pay............................................................................................................ 7 SECTION 123- Certification Pay........................................................................................................ 7 SECTION 134- Use of Personal Vehicle on Official City Business................................................8 SECTION146- Uniforms....................................................................................................................8 SECTION 156- Deferred Compensation Plan...................................................................................9 SECTION 16-7- Assignment of Work Schedule................................................................................ 9 SECTION 176- Rest and Lunch Periods.........................................................................................11 SECTION 185- MOU Overtime Compensation...............................................................................11 SECTION 1930- Definition of Hours Worked for MOU Overtime..................................................12 Page 267 of 389 SPEA MOU TABLE OF CONTENTS SECTION 204- Overtime Authorization..........................................................................................12 SECTION 213- Compensatory ("Comp„) Time..............................................................................12 SECTION 223- Recall Time............................................................................................................1 � ARTICLE 3- BENEFITS SECTION 1- Health Insurance.........................................................................................................13 SECTION 2- Dental Insurance.........................................................................................................14 SECTION 3- Vision Insurance.........................................................................................................14 SECTION 4- Flexible Spending Account........................................................................................14 SECTION 5- Retirement Health Insurance Contribution...............................................................14 SECTION 6- Retiree Dental and Vision.........................................................................................154 SECTION7- Leave Cashouts...........................................................................................................15 SECTION 8- Long Term Disability ("LTD") Insurance.................................................................16-5 SECTION 9- State Disability ("SDI") Program ..............................................................................16- SECTION 10- Life Insurance..........................................................................................................16-5 SECTION 11- Dental, Vision and Life Insurance Contribution.....................................................16 SECTION12- Retirement.................................................................................................................16 SECTION 13- Workers' Compensation...........................................................................................18 SECTION 14- Education or Professional Development Reimbursement Program ....................18 SECTION 15- Professional Memberships, Conferences, Meetings, and Workshops ............204-9 SECTION 16- Employee Assistance Program ("EAP")............................................................. 204-9 SECTION17- Credit Union..........................................................................................................204-9 ARTICLE 4- LEAVES AND ABSENCES SECTION 1- Vacation Accrual..................................................................................................... 214-9 SECTION 2- Vacation Accrual Cap............................................................................................. 2149 SECTION 3- Vacation Use........................................................................................................... 212-0 SECTION 4- Vacation Cash Out- Active Employees................................................................. 2120 Page 268 of 389 SPEA MOU TABLE OF CONTENTS SECTION 5- Vacation Cash Out Upon Separation......................................................................224 SECTION 6- Sick Leave Accrual................................................................................................... 224 SECTION 7- Sick Leave Cap.......................................................................................................... 224 SECTION 8- Sick Leave Cashout..................................................................................................224 SECTION 9- Sick Leave Requests and Certification..................................................................... 23 SECTION 109- Sick Leave to Provide Car for Family Members ................................................. 234 SECTION110- Holidays.................................................................................................................242 SECTION 124- Holidays Falling on Saturdays and Sundays......................................................242 SECTION 132- Holidays Falling on an Employee Workday or Regularly Scheduled Day Off .242 SECTION 143- Personal Leave Day..............................................................................................243 SECTION 14- Limited Carryover of Floating Holidays and Personal Leave..............................253 SECTION 15- Floating Holiday and Personal Leave Cash Out Upon Separation .....................253 SECTION 16- Bereavement Leave................................................................................................253 SECTION 17- Catastrophic Leave.................................................................................................254 SECTION 18- Jury Duty Leave......................................................................................................264 ARTICLE 5- EMPLOYER -EMPLOYEE RELATIONS SECTION 1- Designation of Board Members and Release Time ................................................ 2FF4 SECTION 2- Designation of Regular Bargaining Team Members, Subject Matter Experts, Non - City Representatives and Release Time..................................................................27-5 SECTION3- No-Strike....................................................................................................................276 SECTION 4- Management Rights..................................................................................................286 SECTION 5- Grounds for Layoff...................................................................................................287 SECTION 6- Notice to Employees.................................................................................................297 SECTION 7- Procedures for Layoff...............................................................................................297 SECTION 8- Tie Breaks.................................................................................................................. 297 SECTION 9- Reduction to a Vacant Position...............................................................................298 SECTION 10- Displacement Rights............................................................................................. 3028 Page 269 of 389 SPEA MOU TABLE OF CONTENTS SECTION 11-Salary Placement.................................................................................................. 3028 SECTION 12- Reemployment List Rights................................................................................... 3020 SECTION 13- Rights Upon Reemployment................................................................................3029 SECTION14- Seniority................................................................................................................. 3129 SECTION 15- Discipline...............................................................................................................312-9 SECTION 16- Grievance Procedure Definition of Terms............................................................ 310 SECTION 17- Matters Excluded from the Grievance Procedure................................................324 SECTION 18- Time Limits............................................................................................................... 324 SECTION19- Procedure................................................................................................................. 324- SECTION 20- Grievance Conferences.......................................................................................... 332 SECTION 21- Binding Arbitration.................................................................................................332 ARTICLE 6- OTHER PROVISIONS 5- EMPLOYER -EMPLOYE- RELATIONS SECTION 1- Drug -Free Workplace Statement and Substance Abuse Policy, Smoking Policy, andBreak Policy........................................................................................................366 SECTION 2- Personnel File...........................................................................................................365 SECTION 3- Personnel File: Derogatory Material........................................................................365 SECTION 4- Personnel File: Positive Material.............................................................................37-5 SECTION 5- New Employees.........................................................................................................376 SECTION 6- Association Dues Deductions................................................................................. 387- SECTION7- Reopener................................................................................................................... 397- Page 270 of 389 Comprehensive Tentative Agreement (4/23/26) MEMORANDUM OF UNDERSTANDING ("MOU") BETWEEN THE CITY OF EL SEGUNDO ("CITY") AND EL SEGUNDO SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION ("SPEA") ARTICLE 1 - INTRODUCTION SECTION 1. Preamble Pursuant to the provisions of the City of El Segundo Resolution No. 3208, establishing procedures governing employer -employee organization relations, the City of El Segundo (hereinafter referred to as the "City" or "Employer") has recognized the El Segundo Supervisory and Professional Employees' Association (herein after referred to as the "Association," "Union," or "SPEA"), as the exclusive representative of employees within the bargaining unit consisting of the classifications listed in the salary schedule in Appendix A - Bargaining Unit Classifications. SECTION 2. Recognition The City recognizes the Association as the representative of the full-time employees in the classifications I fisted in Appendix A, for the purpose of meeting the joint obligations of the City and Association as set forth in Government Code section 3500, et seq., or the Meyers- Milias-Brown Act ("MMBA"). SECTION 3. Term The term of this Memorandum of Understanding ("MOU") shall commence on July 1, 20269Gt^"�z 22 and end on June 30, 20269. SECTION 4. Non -Discrimination Neither the City nor the Association 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, any other protected category under the law, as well as Association activities in any matter. ARTICLE 2 - COMPENSATION SECTION 1. Compensation Adjustments The City shall provide the following salary increases to employees, per Appendix A: 2:1. Effective the first full pay period that includes July 1, 20232026: Increase base salary by threetwe percent (23.000%); Page 271 of 389 Comarehensive Tentative Aareement (4/23/26 3-.2. Effective the first full pay period that includes July 1, 20242027: Increase base salary by threetwe-= percent (23.900%); and 43. Effective the first full pay period that includes July 1, 20258: Increase base salary by threetwe- percent (23.00%). The City shall provide an equity adjustment to compensation to employees in the followingjob classifications: 1. -Accounting Supervisor (4%)-; 2. Crime Prevention Analyst II (4%); 3. Principal Planner (3%); 4. Recreation Supervisor (3%); 5. Senior Engineer Associate (1 6. Street Maintenance Supervisor (3%); 7. Water Supervisor (7%); 8. Media Supervisor (6%). 9. Wastewater Supervisor (4%) The equity adjustment shall occur prior to the application of the cost of living adjustment described above. ° . The equity adjustment shall GGGUF prier te the appliGatien of the retreaGtive GGSt ef living adjustrn described abodee. SECTION 7 Ratwf8c;atkm Rr�-vvir'u the bargaining unit who is employed by the Gity at the tirne that the MQU is ratified by4he A sSOGi atuen rr�vcra-civrr. The Gity shall provide the bonus On the first full pay peried following the adeptien of the MOU by SECTION 32. Salary Table Step Advancement 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. Advancement from Step B to Step C, from Step C to Step D, and from Step D to Step E, shall each occur on the beginning of the pay period immediately after completion of one (1) year's satisfactory service in each of such classification. SECTION 43. Accelerated Salary Step Advancement Accelerated salary step 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 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 and 14 Page 272 of 389 Comprehensive Tentative Aareement (4/23/26 the next salary step provides no more than a five percent (5%) increase over their base salary at their current step. 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. 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 receive more than one accelerated salary step advancement within a twelve (12) month period of time, subject to the requirements provided for in this section. An accelerated salary step advancement shall not change the affected employee's anniversary date. SECTION 54. 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 65. Temporary Assianment to Hiaher 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. 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 3 Page 273 of 389 Comprehensive Tentative Agreement (4/23/26) 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 76. Request for Classification Review A. Basis for Request A bargaining unit employee or Association may make a request for reclassification once every two years, if an employee's job duties and responsibilities have become significantly different over the two-year period. B. Processing of Request The request for reclassification review must be submitted by the employee or the Association to the employee's immediate supervisor. The employee's supervisor shall submit a written recommendation to the employee's Department Head concerning the merits of the reclassification review request. If the Department Head determines that the employee's job duties and responsibilities have significantly changed, the Director of Human Resources will initiate the reclassification review process. Human Resources Department staff will have the responsibility to conduct the reclassification review process. However, if the Association and the City mutually agree, a consultant may be utilized at any step of the reclassification review process. The cost of the agreed upon Consultant will be paid by the City. C. Components of Reclassification Review The employee requesting the reclassification reviewwill provide information summarizing the scope and complexity of the duties and responsibilities of the position. The employee requesting the reclassification review will be interviewed and observed at work to assess the validity of the information provided by the employee and to develop a full understanding of the job duties and responsibilities. A salary survey will be performed comparing the employee's position with similar positions in the Cities of Culver City, Gardena, Hawthorne, Hermosa Beach, Inglewood, Los Angeles, Manhattan Beach, Redondo Beach, Santa Monica, Torrance, and the County of Los Angeles. For purposes of the salary survey, the mid -point of the City's current pay schedule will be compared to the midpoints of the surveyed public entities for positions with similar education and/or experience requirements. Variances of +/- 5% will be considered comparable to the prevailing rate. El Page 274 of 389 Comprehensive Tentative Agreement (4/23/26) Action by the Director of Human Resources - The completed reclassification survey and a draft job description shall be reviewed by the employee's supervisor and the Director of Human Resources. The Director shall then meet and confer with the Association on the results of the reclassification review. The Director shall then make his or her recommendation to the City Manager. The Director shall recommend to the City Manager the approval of any reclassification request that reflects a substantial change in the duties and responsibilities of the position. D. Action by the City Council All reclassifications must be approved by the City Council. E. Effective Date of Reclassification Any approved reclassification shall become effective the pay period following approval. F. Challenge to Decision on Reclassification Request The Association may challenge the denial of the reclassification request by the Director of Human Resources, the City Manager or the City Council. Any challenge to the denial of the reclassification request will be governed by this section and not by the Grievance Procedure, set forth in Article 5. If a challenge is made, a new classification review will be completed by a neutral entity selected by mutual agreement of the Association and the City. The parties agree to accept the conclusions reached by the neutral entity. The cost of the consultant's services will be shared equally by the Association and the City. SECTION 87. 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 work station or any other specified location. Standby duty employees are free to engage in personal business or activities. The City requires that standby duty employees adhere to the following: Be reachable by device or telephone. The City may, in its discretion, provide a paging device (e.g., a beeper) to an employee assigned to Standby Duty for purposes of responding to requests to return to duty. 2. Be ready to respond immediately when reached by the City. 3. Be able to report to duty within one (1) hour of being contacted by the City. 4. Refrain from activities which might impair their ability to perform assigned duties, including but not limited to, consuming any alcoholic beverage, illicit drug or medication capable of impairing one's mental or physical faculties. 5. Respond to any call back during the 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 any loss of or 5 Page 275 of 389 Comprehensive Tentative Agreement (4/23/26) 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. For each period of standby duty, employees shall be provided the choice of twe—three (32) hours of compensatory time off or twe--three (32) hours of paid time. A period of standby duty shall be defined as one (1) day, commencing at 0001 and ending at 2400. An employee who uses sick leave or vacation leave during a standby period, occurring on or after September 9, 2000, shall not be provided any form of compensation for the standby period, unless the employee's Department Head approves, inwriting, the provision of the normal standby duty compensation. SECTION 48. Discontinuation of Cell Phone Stipend An employee in a classification to which the City issues a City -provided cell phone s h a I I may e 0 t h e r e!eGt tO use the City -issued phone. The City will not provide Gr +„ FeGei„e any 4e stipend to offset the cost of employees utilizing their personal cell phones for work- related purposes. shall, UP9R request by the Gity, rRake their peFSE)Ral Gel' phGRe and Gel' pheRe reG 0ss lord Git y preyi ded Gel' PheReG NE)R exempt empleyees shall not use their persOnal Gel! phenes te perform any werk on behalf 0 SECTION 149. 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) Work in ajob classification that does not require a bachelor's degree or higher degree in order to qualify for the classification, and (2) Receive a degree from an accredited college or university in one (1) of the majors of public administration, business administration, engineering, or other job -related major, which had been approved by the employee's Department Head, in writing. Following the employee's submission of documentation to their Department Head that they are qualified to receive educational incentive 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. The City will provide educational incentive pay at the following rates based on the employee's job classification: 1.9 Page 276 of 389 Comorehensive Tentative Aareement (4/23/26 Job Classifications Occupying Salary Grades 30S — 39S: $146.79/pay period Job Classifications Occupying Salary Grades 40S — 49S: $187.90/pay period Job Classifications Occupying Salary Grades 50S — 53S: $207.41/pay period If during the term of this MOU the City assigns a job classification to a salary grade higher than 53S, the flat dollar pay period amount of educational incentive pay for the employee in the classification shall be equivalent to five percent (5%) of the base salary E Step of the salary grade. SECTION 1410. Bilingual Pay 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. The City will provide bilingual pay at the following rates based on the employee's job classification: Job Classifications Occupying Salary Grades 30S — 39S: $73.40/pay period Job Classifications Occupying Salary Grades 40S — 49S: $93.95/pay period Job Classifications Occupying Salary Grades 50S — 53S: $103.70/pay period If during the term of this MOU a job classification is assigned a salary grade higher than 53S, the flat dollar pay period amount of bilingual pay for the employee shall be equivalent to two and one-half percent (2.5%) of the base salary E Step of the salary grade. SECTION 4411. Longevity Pay For employees hired before July 1, 2026 and represented by SPEA on that date, eligibility for longevity pay will be determined by the completion of twenty (20) years of continuous service with the City, which may include part-time service. For employees hired on or after July 1, 2026 or who were not represented by SPEA on July 1, 2026, eligibility for longevity pay will be determined by the completion of twenty (20) years of continuous full-time service with the Citv. The City will provide longevity pay to an employee starting the first full pay period after the pay period that includes the twentieth (20th) anniversary of the employee's employment date with 7 Page 277 of 389 Comprehensive Tentative Agreement (4/23/26) the City according to the eligibility criteria set forth above. An ernpleyee who haS GOMpleted twenty (20) years Of Gentinuous seNiGe with the City shall be entitled to longevity pay as described below The City will provide longevity pay at the following rates based on the employee's job classification: Job Classifications Occupying Salary Grades 30S — 39S: $146.79/pay period Job Classifications Occupying Salary Grades 40S — 49S: $187.90/pay period Job Classifications Occupying Salary Grades 50S — 53S: $207.41/pay period If during the term of this MOU a job classification is assigned a salary grade higher than 53S, the flat dollar pay period amount of longevity pay for the employee shall be equivalent to five percent (5%) of the base salary E Step of the salary grade. SECTION 4--812. Certification Pay An employee employed in either the Wastewater Supervisor or Water Supervisor classification shall be entitled to certification pay as described below in the event that the employee obtains and maintains a valid certification related to their job duties that is of a higher level or more specialized than the certification required by the City as provided for in the employee's classification specification. The employee's Department Head will be determine which certifications are of a higher level or are more specialized. Following the employee's submission of documentation to their Department Head that they are qualified to receive certification 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. The City will provide certification pay at the following rates based on the employee's job classification: Job Classifications Occupying Salary Grades 30S — 39S: $146.79/pay period Job Classifications Occupying Salary Grades 40S — 49S: $187.90/pay period Job Classifications Occupying Salary Grades 50S — 53S: $207.41/pay period If during the term of this MOU a job classification is assigned a salary grade higher than 53S, the flat dollar pay period amount of certification pay for the employee shall be equivalent to five percent (5%) of the base salary E Step of the salary grade SECTION 4-413. Use of Personal Vehicle on Official City Business 91 Page 278 of 389 Comprehensive Tentative Agreement (4/23/26) An employee who is authorized to use a personal vehicle while on official City business will receive mileage reimbursement at the rate approved by the Internal Revenue Service ("IRS") Unless authorized by the employee's Department Head, use of a personal vehicle will not be authorized, if a City motor pool vehicle is available to the employee. SECTION U14. Uniforms The City shall provide uniforms to employees employed in the job classifications enumerated below: 1. Assistant Fire Marshal 2. Crime Prevention Analyst 1/11 3. Emergency Management Coordinator 4. Environmental Safety Manager 5. Equipment Maintenance Supervisor 6. Facilities Maintenance Supervisor 7. Fire Marshal 8. Park Maintenance Supervisor 9. Police Records Supervisor 10. Principal Environmental Specialist 11. Senior Building Inspector 12. Street Maintenance Supervisor 13. Wastewater Supervisor 14. Water Supervisor A Department Head will determine appropriate uniform and footwear for employees employed in job classifications in their Department. The City will provide the Association an opportunity to provide input on the style of employee uniforms. However, the City possesses the exclusive authority to determine the style of employee uniforms. The City's determination shall be final and not subject to appeal. The City shall provide employees who are required to wear a uniform cleaning services for such uniforms. In the event that a uniform is damaged through regular use, the City shall replace the uniform. In addition to the provision of uniforms as described above, the City shall provide employees in the following classifications a uniform cleaning allowance of $400 per year: 1. Assistant Fire Marshal 2. Environmental Safety Manager 3. Principal Environmental Specialist 4. Fire Marshal 5. Crime Prevention Analyst 1/11 6. Emergency Management Coordinator 7. Police Records Supervisor 8. Senior Building Inspector The City will provide such allowance on a pro rata basis as part of the regular bi-weekly payroll. Page 279 of 389 Comprehensive Tentative Agreement (4/23/26) SECTION 1 56. Deferred Compensation Plan Employees are eligible to participate in the Mission Square Deferred Compensation Plan. Participation is voluntary and there is no City contribution to the plan. WORK SCHEDULES SECTION I-T16. Assignment of Work Schedule A Employees shall work a 9/80 work schedule. Employees shall be assigned to a 9/80 work schedule, unless the employee is assigned to an alternate work schedule, described in Subsection C., below. Employees assigned to a 9/80 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 in Subsection B., below. G-.-B . A Department Head may assign employees on 9/80 work schedules in their Department to one (1) of twee -two (32) shifts: (1) "A"; or (2) "B"; 9F (3) "C". Employees assigned to the "A" and "B" shift work a 9/80 schedule, with employees assigned to the "A" shift working one (1) eight (8) hour shift Friday and taking the next Friday off, and employees assigned to the "B" shift working an eight (8) hour shift on the Friday that the employees assigned to the "A" shift take off, and taking off the Friday that the employees assigned to the "A" shift work. 9-.-C. If operational needs require and the change in work schedule is intended to be permanent, the City may assign employees to work a different 9/80 schedule if the change in schedule is not arbitrary, capricious, retaliatory, or discriminatory. In the event of such a change to an employee's work schedule, the City shall provide the Association and the affected employee with 30 days' notice prior to the implementation of such a change. Such notification shall provide a description of the operational need requiring the change to the employee's work schedule. The City shall not change an employee to any other schedule (e.g., from a 9/80 schedule to a 5/40 or a 4/10 without mutual written agreement by the following individuals: (1) The employee; (2) Their Department Head; and (3) The Association. D. Alternate 5/40 and 4/10 work schedules 10 Page 280 of 389 Comorehensive Tentative Aareement (4/23/26 An employee may be permitted to either work a 5/40 or a 4/10 work schedule by mutual written agreement by the following parties: (1) the employee and (2) their Department Head. Prior to the commencement of such work, the employee must execute an Alternate Workweek Schedule Agreement. the pregrarn and determine whether to extend the pregrarn, OnGluding to ernpleyees represented bargaining „nits URder SUGh aR arrangement, an ernPleyee may be permitted to work a 4110 work SGhedule ' Department Head; and (3) The AsSGGiatien If there is mutual agreement to a change in the employee's work schedule to a 5/40 work schedule, the Department Head with responsibility for the Department in which the employee works may assign the employee who will work the 5/40 schedule to the "C" shift work and will be scheduled to work Monday through Friday eight (8) hour each day. If there is mutual agreement to a change in the employee's work schedule to a 4/10 work schedule, the Department Head with responsibility for the Department in which the employee works may assign the employee who will work the 4/10 work schedule to one (1) of two (2) new shifts: (1) "D"; or (2) "E". Employees assigned to the "D" and "E" shift work a 4/10 schedule, with employees assigned to the "D" shift working four (4) 10 hour shifts Monday through Thursday, and employees assigned to the "E" shift working four (4) 10 hour shifts Tuesday through Friday. Subsequent to such assignment, if there is an operational need thats requires a change to the employee's work schedule and the nhanoe in work cashed ile is intenlJerJ to he permanent the City may terminate the employee's assign emnleyees to werk a differen+ 5/40 or 4/10 schedule and the employee will revert to a 9/80 schedule if the rhaRge in c�nThT�i,le is not arhitroni nenrin... is retelietery, or dicnriminotor!i In the event of such a change to an employee's work schedule, the City shall provide the Association and the affected employee with 30 days' notice prior to the implementation of such a change. Such notification shall provide a description of the operational need requiring the change to the employee's work schedule and anticipated length of the change to the employee's work schedule. No later than 10 days following receipt of such notice, the Association or the affected employee may request to meet with the Department Head to discuss the proposed change to the employee's work schedule, provide information about why such may not be necessary, and possible alternatives to the schedule change. The Department Head will consider information provided by the Association or employee in good faith before making a final determination regarding the schedule change. 11 Page 281 of 389 Comorehensive Tentative Aareement (4/23/26 F o l l o w i n g t h e r e s o l u t i o n o f t h e operational issue requiring the termination of the employee's 5/40 or 4/10 schedule, the City shall return the employee to their 5/40 or 4/10 schedule. SECTION 1417. Rest and Lunch Periods Employees shall be provided a fifteen (15) minute rest period near the mid -point of every four (4) hours of scheduled work. In order to ensure that employees are prepared to resume performance of theirjob duties at the conclusion of the fifteen (15) minute rest period, employees are encouraged to take their rest period within the building where they are assigned to be working or on the grounds immediately adjacent to such location. Employees shall be provided either a thirty (30) or sixty (60) minute lunch period depending on the employees' work assignment. 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 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 thatthe 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 emplopyee's supervisor may authorize the employee to end their work day early so that the hours actually worked does not exceed their regular daily work hours. In order for employees to end their work day early, they must be required to work during a rest or lunch period and receive authorization to leave early by their supervisor.... OVERTIME Section 4-918. MOU Overtime Compensation A. Employees in this bargaining unit shall be entitled to MOU 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) in a seven (7) day work week, as defined in Subsection B, below. B. For Fair Labor Standards Act ("FLSAD purposes, the City establishes the following workweeks for employees in this bargaining unit as described in Article 2, Section 16: 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. 12 Page 282 of 389 Comprehensive Tentative Agreement (4/23/26) 2. For employees who are assigned to a 5/40 work schedule, the workweek shall commence at 8:00 am on Monday and conclude at 7:59 am the following Monday. 3. For FLSA purposes, for employees who are assigned to a 4/10 work schedule (regardless of the shift (i.e., "D" or "E" shift), the workweek shall commence at 8:00 am on Monday and conclude at 7:59 am the following Monday, unless the employee is assigned to an alternative start time, in which case the workweek shall commence at the start time on Monday and end immediately prior to that start time the following Monday. C. Pursuant to Article 6, Section 7, in the event that the City conducts an FLSA audit during the term of this MOU in order to determine the status of employees under the FLSA (e.g., exempt or non-exempt), the City may reopen Article 2, Sections 18-20 and engage in a meet and confer with the Association regarding any changes that the City proposes to make to those sections. SECTION 2419. Definition of Hours Worked for MOU Overtime For purposes of calculating overtime pay as described in Article 2, Section 18, the City will include holiday leave as time worked. The City will not consider the following non -working time as time worked for purposes of calculating overtime: 1. Lunch periods; 2. Utilization of paid or non -paid leaves of absence (e.g., vacation leave, sick leave, leave without pay, compensatory time off, and the one (1) Floating Holidays/Personal Leave Day provided to employees pursuant to Article 4, Section 11); 3. Travel time to and from the work site when reporting for a regularly scheduled work shift; 4. All time in off -duty voluntary training assignments (e.g., homework, study time, meal time, sleep, etc.). 5. All off -duty travel; 6. All time for personal preparation and clean up; or 7. Any other time not deemed hours worked by the FLSA, except for paid time off for holidays recognized by the MOU and Floating Holidays provided to employees should their regularly scheduled day off fall on a holiday recognized by this MOU pursuant to Article 4, Section 10. SECTION 2420. Overtime Authorization Employees must receive supervisory approval prior to working overtime. 13 Page 283 of 389 Comorehensive Tentative Aareement (4/23/26 SECTION 2221. Compensatory ("Comp") Time A. Employees may accumulate no more than eighty (80) hours of 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 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 current base rate of pay. Payroll will provide the employee the requested cash out as soon as practicable. D . Upon separation or death, employees shall receive payment for one hundred percent (100%) of their accumulated compensatory leave. CTO payouts shall be paid at the employee's base salary hourly rate of pay. SECTION 2322. Recall Time Employees who are required by a 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. Said minimum of four (4) hours shall then be included within the work period described in Section 1 for computation of overtime purposes. ARTICLE 3 - BENEFITS SECTION 1. Health Insurance A. Health Insurance Coverage: 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. B. City Health Contribution: The City shall contribute both the amount required under Government Code section 22892 and a supplemental amount under PEMHCA to cover certain medical premium costs for the employee and their eligible dependent(s), with the supplemental amount provided through a Flexible Benefit Plan. The City's maximum monthly medical contribution shall be $1,850 per employee per month. Effective January 1, 2027, the Flexible Benefit Plan shall be established, with maximum contributions as follows:The Gity Will nnntrihi he both the minima im Omni int required i ender GeverRrneRt (Verde sertien 22892 and a supplemental aFRG ant i Rder PEMHGn W Grader and their eligible rlependent(s)' medinol nnctc Effective Date City Maximum Medical Insurance Flex Benefit City Total City Contribution per Contribution per 14 Page 284 of 389 Comprehensive Tentative Agreement (4/23/26) Contribution per Month Month Month under PEMHCA (Per City Resolution filed with CaIPERS Januar 1 2027 JI&50 $50 $1,900 January 1 2028 11&50 100 1 950 January 1 2029 1 850 JL50 1 2 000 TheAR 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 Citv contribution amount toward health insurance is the Citv's desianated "PEMHCA" contribution as set forth in the City' s resolution(s) filed with CalPERS. Flex Benefit amounts are not part of the City' s designated "PEMHCA" contribution. Flex Dollars may only be used for medical insurance. Flex Dollars may not be converted to cash or any other form of compensation. There is no cash back from unused Flex Dollars. 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 11. 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 11. SECTION 4. Flexible Spending Account Pursuant to applicable law, the City allows for employees to use pre-tax contributions to their 15 Page 285 of 389 Comorehensive Tentative Aareement (4/23/26 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 5. 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. In order to quality 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 CaIPERS within 120 days of separation from City of El Seaundo emDlovment and receive a retirement benefit from CaIPERS. 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 III, 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. Retirees with a hire date prior to January 1, 2027, shall be entitled to reimbursement of health insurance premiums through a Healthcare Reimbursement Account (" HRA") equal to the City flex benefit contribution for active employees, described in Section 1, above ( e. g., $50 in 2027, $100 in 2028, $150 in 2029), plus the City's PEMHCA contribution of $1,850; the HRA will increase to match the City contribution to flex benefits for active employees (even after the employee retires). The amount of the healthcare reimbursement supplement shall be no more than the amount necessary to cover the health insurance premium cost for the employee and eligible dependent(s) for the selected CaIPERS health plan, but in no event shall exceed the total monthly contribution (" PEMCHA" contribution + healthcare reimbursement account). Once an employee retires, the City will not lessen or take away the amount of HRA contributions beina contributed/ -received as of the time of retirement. Employees hired by the City January 1, 2027 or later, shall only be eligible for a retiree medical benefit up to the " PEMCHA" contribution amount set forth in the City's resolution filed by the City with CaIPERS, i. e.,$ 1, 850 per month. Upon approval and adoption of this Agreement, the parties agree to implement a Retiree Health Savings Account ("RHSA") through Mission Square, with the City contributing a monthly amount equal to the flex benefit contribution, described in Section 1, above, but not to exceed $300 per month. SECTION 6. 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 16 Page 286 of 389 Comprehensive Tentative Agreement (4/23/26 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 a retiree's' eligibility to enroll in such plans. SECTION 7. Leave Cashouts Employees retiring from the City service will be paid out the accumulated total of their unused vacation leave, personal floating holiday leave, and compensatory leave, as provided for in this Agreement. Cashouts, if any, for accumulated sick leave are covered by Article 4, Section 8. Leave payouts shall be paid at the employee's base salary hourly rate of pay. Leave payouts shall be paid at the same time as the employee's final paycheck. In the unlikely event the City is unable to pay the leave payout at the same time as the final paycheck, the City shall pay the leave payout no later than the following payroll. SECTION 8. 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 9. State Disability Insurance ("SDI") Program The City provides employees the opportunity to access State Disability Insurance ("SDI") 17 Page 287 of 389 Comprehensive Tentative Agreement (4/23/26) through the Employment Development Department ("EDD") All actual costs associated with participation in the SDI Program will be the responsibility of employees. SECTION 10. 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. SECTION 11. 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 12. 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: 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 IN Page 288 of 389 Comprehensive Tentative Agreement (4/23/26) 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. Pursuant to a side letter between the City and SPEA entitled, "Public Agency Retirement System Retirement Enhancement Plan ('PARS')" and the November 3, 2015 Resolution adopting "The City of El Segundo Public Agency Retirement System (PARS) retirement Enhancement Plan (as Amended and Restated Effective October 31, 2015) ("Plan Amendment"), the City and PARS Retirement Enhancement Plan participants have agreed to discontinued the PARS Retirement Enhancement Plan such that participants will no longer be eligible for retirement enhancements and will no longer be obligated to make contributions to fund the Plan. 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. 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; 19 Page 289 of 389 Comprehensive Tentative Agreement (4/23/26) 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 13. Workers' Compensation 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 a period of up to one (1) year. SECTION 14. Education or Professional Development Reimbursement Program The City may provide reimbursement up to $4,000 per calendar year for the cost of tuition and books to employees who either: 1 complete work -related college courses with a grade of "C" or better up to $2 000 peF Galendar year for the GGst of tuition and booksL or (2) complete a class or training not offered by the City to obtain a mob -related professional certification or credential. In order to qualify for receipt of such funds the employee must obtain written either pre - authorization not less than two (2) weeks prior to the start of the course _or approval r^imb irc^m^n+ from their Department Head and Human Resources Director, or such employees' designees. Employees who participate inthe reimbursement program must provide a copy of their grade(s) for verification and execute an agreement which provides for the following: Educational or Professional Development Reimbursement —1 certify that I successfully completed the course(s), and received a grade of `C' or better or a professional development training or class not offered by the City (as provided below). Further, I agree to refund the City or have deducted from my final paycheck any educational or professional development reimbursement funds received under this program if I sheuld leave the City's employment, voluntarily or a m through term inated^^,��, for misconduct within one (1) year after the completion of the course work for which I am to receive reimbursement. In the event repayment is required, the repayment obligation shall be prorated; in accordance with the following schedule. Below is the reimbursement schedule for the full months worked between t he employee's completion of the educational course or professional training or class -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. 20 Page 290 of 389 Comprehensive Tentative Agreement (4/23/26) Months Worked between Date the Course or Training or Class was Completed or the Professional Certification, Percentage to be Refunded to the City (%) Credential or License was Obtained or Renewed and the Final Day at Work 1 100 2 100 3 90 4 80 5 70 6 60 7 50 8 40 9 30 10 20 11 10 12 0 A non -exhaustive list of professional certifications or credentials that may be mob -related for employees in the SPEA bargaining unit includes the following: 1. ODenGov Universitv Administrator Certification: 2. MMASC Credentialed Government Leader (CGL) Program; 3. American Institute of Certified Planners (AICP) Certification: 4. POST Certifications; and 5. ACE Certifications. The Citv may consider for reimbursement classes or traininas for other professional certifications or programs not offered by the City. Approval of such classes or trainings will depend on the certifications or credentials for which the classes or training are offered, the mob relatedness of such certifications or credential and shall be at the discretion of the Department Head and Human Resources Director, or such employees' designees. Employees must also submit a written request for reimbursement to their Department Head and to the Human Resources Director no later than 60 days following the completion of the course, class or training. Failure to timely submit a written request for reimbursement will result in forfeiture of any claim to such reimbursement. New hires to the City are ineligible to participate in this program until they pass probation. SECTION 165. Professional Memberships, Conferences, Meetings, and Workshops With the approval of the employee's Department Head or the City Manager, the City will pay the costs associated with an employee's professional membership fees and conference, meeting and workshop attendance. 21 Page 291 of 389 Comorehensive Tentative Aareement (4/23/26 SECTION 176. 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. SECTION 1 87-. Credit Union Employees are eligible to join the South Bay Credit Union. ARTICLE 4 — LEAVES AND ABSENCES SECTION 1. Vacation Accrual Employees shall accrue vacation leave at the following rates depending on their years of service to the City or another public agency: 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 SECTION 2. Vacation Accrual Cap Employees may accrue up to two (2) years of vacation leave at their current annual accrual rate. €ffe^t%i2, 2023, Tthere is City will impose a hardeaphard cap on vacation accrual such that such that no employee shall be permitted to accrue vacation in excess of twice their annual accrual rate. An employee will stop accruing vacation after accruing the maximum permissible accrual. Any empleyee who has ' unused, amount will forfeit the amount ofyaGationon eXGe00 of � ithe hardGaphard o� SECTION 3. Vacation Use Employees may use their accrued vacation leave after six (6) months of employment. SECTION 4. Vacation Cash Out — Active Employees 22 Page 292 of 389 Comprehensive Tentative Agreement (4/23/26) A. Qualification for Vacation Cash Out: An employee who has completed one (1) year of service qualifies for vacation cash out. B . Cashout Process in 2023: In calendar year 2023, 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, 2023 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 atamount 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 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. 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. SECTION 6. Sick Leave Accrual 23 Page 293 of 389 Comprehensive Tentative Agreement (4/23/26) Employees accrue sick leave at a rate of eight (8) hours per month. SECTION 7. Sick Leave Ca For employees hired after the date the City Ge nGil adepts the MQ October 1, 2022, the City will limit the accrual of sick leave to six hundred (600) hours. For employees hired on or before the date that the City Ge unGil adepts the MQ October 1, 2022, the City will allow the accrual of sick leave in excess of six hundred (600) hours subject to a mandatory cash out as deeeibeddescribed below. SECTION 8. Sick Leave Cashout 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 cashout sick leave by employees as follows: 1. The City shall not provide any employee, regardless of the date of their hire by the City, cashout of accrued sick leave in the event that the City terminates such employee for cause. 2. Notwithstanding the above, for an employee who has been beeR employed by the City for at least five (5) years and separates from City employment, the City shall provide the employee a cashout 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). 3. For an employee hired on or before the date that the City Council adopts the MOU who separates as a result of a service retirement, disability retirement or death, the City shall provide a cashout 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). 4. For an employee hired after the date the City Council adopts the MOU _who have been employed by the City for at least five (5) years and separates as a result of a service retirement, disability retirement or death, the City shall provide a cash out at an amount equal to one-half (1/2) the value of such sick leave at the time of retirement or death. SECTION 9. Sick Leave Requests and Certification One-half (1/2) of an employee's annual accrual of sick leave (i.e., the first 48 hours of such leave) is considered protected leave. An emplovee's supervisor may not reauire that the emDlovee provide a statement from a doctor verifying that the employee or a family member was injured or ill absent reasonable suspicion of misuse or abuse of such leave. The supervisor shall state the basis for such suspicion in writing and shall provide that statement to the emDlovee no later than the time that the supervisor requests such verification from the employee. 24 Page 294 of 389 Comprehensive Tentative Agreement (4/23/26) Absent any additional instances of misuse or abuse during the six (6) months following the incident aivina rise to the reauest for verification. no further verification will be reauired. SECTION 1 0&. Sick Leave to Provide Care for Familv Members Employees are eligible to utilize a maximum of half theirannual sick leave accrual, orforty-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 110-. Holidays The City recognizes the following holidays for City employes: 1. January 1st 2. The third (3rd) Monday in January (Martin Luther King Jr. Day) 3. The third (3rd) Monday in February (President's Day) 4. The last Monday in May (Memorial Day) 5. July 4tn 6. The first (1 st) Monday in September (Labor Day) 7. November 111(Veteran's Day) 8. Thanksgiving Day 9. The Friday after Thanksgiving Day 10. December 24th 11. December 25t" 12. December 31 st Holidays will be paid based on the employee's assigned daily work schedule. For example, employees assigned to a 5/40 schedule will receive eight (8) hours of pay for holidays. Employees assigned to a 9/80 schedule will receive nine (9) hours of pay, unless the holiday falls on their assigned eight -hour scheduled work day in which case they will be paid eight (8) hours. Employees on other schedules will be compensated accordingly. Employees assigned to a 4/10 schedule will receive 10 hours of pay for holidays. SECTION 121. 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 and City Hall shall be closed. In the event any of the above holidays fall on a Sunday, the holiday shall be observed the following Monday and City Hall shall be closed. 25 Page 295 of 389 Comprehensive Tentative Agreement (4/23/26) SECTION 132. Holidays Falling on an Employee Workday or Regularly Scheduled Day Off In the event that a holiday (as described in Article 4, Sections 8 or 9) falls on an employee's workday, the City shall provide the employee Holiday Pay. In the event that a holiday (as described in Article 4, Sections 8 or 9) falls on an employee's regularly scheduled day off, the City shall provide the employee a Floating Holiday Day for use at a later date. Floating Holidays will be credited to the employee's leave bank in the pay period in which the holiday falls. SECTION 143. 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 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 —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 equivalent holiday recognizing the contributions of farmworkers) or Juneteenth as a Holiday. In the event that the City recognizes either Cesar Chavez Day (or equivalent holiday recognizing the contributions of farmworkers) 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 1 . 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 1 . Floating Holiday and Personal Leave Cash Out Upon Separation Employees shall receive payment for one hundred percent (100%) of their accumulated Floating Holidays and Personal Leave upon separation or death. Such payouts shall be paid at the employee's base salary hourly rate of pay. 26 Page 296 of 389 Comprehensive Tentative Agreement (4/23/26) SECTION 176. Bereavement Leave In the event of the death of an employee's "family member", as defined in Article 4, Section 7, 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 187. Catastrophic Leave 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 Association 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 Association, the City shall administer catastrophic leave consistent with that policy. SECTION 198. Jury Duty Leave A. 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 fourteen (14)calendar days before the beginning of thejury 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 p a i 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 p a i d leave accruals to take such time off from work, provided the employee has requested and received their supervisor's approval to do so. 27 Page 297 of 389 Comprehensive Tentative Agreement (4/23/26) ARTICLE 5 — EMPLOYER —EMPLOYEE RELATIONS EMPLOYEE ORGANIZATION REPRESENTATIVES/ACTIVITIES SECTION 1. Desianation of Board Members and Release Time The Association may designate up to three (3) board members to serve as eeieRUnion representatives in personnel matters. Upon timely request and for suitable reasons, the Human Resources Director, or their designee, shall authorize release of a designated board member from normal duties to attend to or assist in personnel matters involving Association 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 Association 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 Association exhausts the one -hundred and fifty (150) hours of paid release time to attend to or assist in personnel matters, the City and the Association 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 2. Designation of Regular Bargaining Team Members, Subject Matter Experts, Non -City Re^r-esentatiGvecRepresentatives and Release Time The Association 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 Association 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. The Association may designate a reasonable number of non -City employees to serve as representatives of the Association and to participate in bargaining. The participation of such individuals will not count against the five (5) bargaining team members that the Association may designate. Page 298 of 389 Comprehensive Tentative Aareement (4/23/26 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 The Association agrees that during the term of this MOU City employees represented by the Association 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 Association also agrees that their members employed by the City 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; 3. Discipline employees for proper cause; 4. Maintain the efficiency of governmental operations; 5. Relieve employees from duties because of lack of work; 29 Page 299 of 389 Comprehensive Tentative Aareement (4/23/26 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 4. Grounds for Lavoff 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 the i r 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 5. Notice to Employees The City shall notify the Association 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 of#the layoff. 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 6. Procedures for Layoff Permanent employees, including employees who are in a probationary status as a result of a promotion, in classifications 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. Seniority shall be determined by hire date. SECTION 7. Tie Breaks Provided that the seniority and hiring dates 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 W Page 300 of 389 Comorehensive Tentative Aareement (4/23/26 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. SECTION 8. 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 eligible 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 most, etc. If the employees have the same seniority, then the procedure for breaking ties set forth above shall apply. SECTION 9. 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 previously held permanent status in such classification. An employee who is bumped shall be laid off in the same manner as an employee whose position or classification is eliminated. SECTION 10. Salary Placement An employee who accepts appointment to a lower classification as a result of a displacement (i.e., bumping) 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. 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 a reemployment list or lists, as set forth in subsection 11. 31 Page 301 of 389 Comprehensive Tentative Agreement (4/23/26) SECTION 11. Reemplovment List The names of permanent employees who have been laid off under this section (including employees who bumped down to a lower classification) 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. Persons on such lists shall retain eligibility for appointment to such classification(s) for a period for three (3) years from the date their names were placed on the list. As a vacancy within such classification becomes available, the name appearing at the top for the reemployment 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 reemployment offer without good cause shall be permanently removed from the reemployment list without right of appeal. Laid -off employees do not earn seniority credit or benefits while on the reemployment list. SECTION 12. Rights upon Reemployment If a person is reemployed by the City within three (3) years of their layoff, the employee's accumulated sick leave allowance, seniority and vacation accrual 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. SECTION 13. Seniority For the purpose of this section, seniority shall be defined as a bargaining unit member's total, continuous employment in a position in the City's classified service. Total, continuous employment is that which is uninterrupted by separation and includes the following: (1) actual time worked; (2) authorized leave of absence, both paid and unpaid; (3) family leave, military leave: and (4) industrial injury or illness leave. For purposes of this section, a leave of absence without pay is limited to a maximum of ninety (90) continuous days. DISCIPLINE SECTION 14. Employee Appeals from Disciplinary Actions A. Any permanent employee in the classified service who has been suspended, for a period of six (6) days or more, demoted, dismissed, or reduced in pay shall have a period of ten (10) days following written notification in which to file an appeal or answer the charges. 32 Page 302 of 389 Comprehensive Tentative Agreement (4/23/26) B. The employee shall forthwith be given said written notification a statement of the extent and nature of any disciplinary action and a full explanation of the reasons for the action including specific information as to time and place of incidents. C. Each disciplinary action shall automatically be given administrative review by the City Manager, immediately after the written notification, and the City Manager may countermand the disciplinary action or modify the discipline imposed prior to any hearing. D. Appeals and requests for hearings shall be filed with the City Manager, and then immediately referred to the Los Angeles County Civil Service Commission or City Council, as the case may be. E. The Commission shall have the right to refuse to hold a hearing in any case in which the appellant fails to present sufficient grounds to warrant a hearing. Procedures for all hearings to be conducted by the Count shall be in accordance with the Rules of the Los Angeles County Civil Service Commission. G. Alternatively, employees may appeal discipline to binding arbitration pursuant to Article 6, Section 7. GRIEVANCE PROCEDURE SECTION 15. Definition of Terms A. Grievance -A grievance is an alleged violation, misinterpretation or misapplication of a specific written departmental or agency rule or regulation or a specific provision of this a-mMemorandum of WRdeFstaR linrvUnderstanding ("MOU"). A grievance is distinct from an appeal in that it is an alleged violation, misinterpretation or misapplication of a specific written departmental or agency rule and/or policy or a specific provision of this a momorond rn of i inderstandingMOU. B. Grievant - A grievant is an employee or group of employees adversely affected by an act or omission of the agency that files a grievance. C. Day - A day is a calendar day. D. Immediate Supervisor - The first level supervisor of the Grievant. 33 Page 303 of 389 Comprehensive Tentative Agreement (4/23/26) SECTION 16. Matters Excluded from the Grievance Procedure The grievance procedure is not intended to address the following types of issues: Resolve complaints, requests or changes in wages, hours or working conditions; 2. Challenge the content of employee evaluations or performance reviews; Challenge the merits of a reclassification, lay-off, transfer, denial of reinstatement, or denial of a step or merit increase; or 4. Reduction in pay, demotion, suspensions or a termination, but is subject to the formal appeal process as outlined in Ordinance 586. SECTION 17. Time Limits A. Compliance and Flexibility_- 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 appeal provided in 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 in accordance with the time limits, the decision last made by the City shall be deemed final. SECTION 18. Procedure Grievances will be processed following the procedures setforth below. A. Level I - 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 informally with the employee's immediate supervisor. The supervisor shall hold discussions and attempt to resolve the grievance within five (5) days of the employee notifying the supervisor of the issue. B. Level I I - In the event such efforts do not produce a mutually satisfactory resolution, the grievant shall have ten (10) calendar days to file a formal written grievance after the employee's immediate supervisor is unable to resolve the grievance through the discussion process. Under no circumstances may a grievance be filed more than twenty-five (25) days from the date the employee knew or should have known of the incident giving rise to the grievance. Procedure for Filing a Grievance: Infiling a grievance, the employee should set forth the following information: The specific section of the departmental or agency rules or regulations m Page 304 of 389 Comprehensive Tentative Agreement (4/23/26) allegedly violated, misinterpreted or misapplied. 2. 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 inwriting to the Department Head within five jf5) days. The Department Head will respond in writing within ten (10) days. D. Level IV — See Article 5, Section 20, below. SECTION 19. Grievance Conferences Grievants and City representatives, upon request, shall have the rightto a conference at any level of the grievance procedure. SECTION 20: Bindinq Arbitration A. Civil Claims Both the City and individual employees covered by this MOU agree that the claims described in this Article shall be submitted to and determined exclusively by binding arbitration under the Federal Arbitration Act ("FAA"), in conformity with the procedures of the California Arbitration Act ("CAA") (Cal. Code Civ. Proc. Sec 1280 et seq., including section 1283.05 and all of the CAA's other mandatory and permissive rights to discovery). Nothing in this MOU 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 ("FEHA"), Title VI of the Civil Rights Act of 1964 ("Title VI I"), the Age Discrimination in Employment Act ("ADEX), the Americans with Disabilities 35 Page 305 of 389 Comprehensive Tentative Agreement (4/23/26) Act ("ADA"), and the Family and Medical Leave Act ("FMLA"), 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, unless applicable law precludes binding arbitration. It shall also include any and all claims an employee may have under the FaiF Labor Standards, AEtFLSA, the California Labor Code, and the Industrial Welfare Commission Wage Orders, as well as any other state and federal statutes. This Article XXI 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. Notwithstanding the provisions of this Article, employees covered by this MOU 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 ("EEOC"), California_ Civil Rights Department ("CRD"), California Department of Labor Standards Enforcement ("DLSE"), U.S. Department of Labor ("DOL") and any similar state or federal 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 MOU agree that they shall not join or consolidate claims submitted for arbitration pursuant to this Article 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. The City shall bear the costs of any arbitration conducted pursuant to this Article, 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 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, 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 MOU 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 Page 306 of 389 Comprehensive Tentative Agreement (4/23/26) for a period of six (6) days or longer. In the alternative, the Parties agree that an employee covered by this MOU may opt to have these disciplinary actions be submitted to binding and final arbitration. 1. 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 Article, shall be for a court of law and not an arbitrator to decide. 4. Under this Section 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 Association and the employee. The Arbitrator may not increase the level of discipline. At least ten (10) business days before the scheduled arbitration, the parties shall exchange the following information: (1) a list of all witnesses each party intends to call during its case -in -chief; and (2) copies of all documents each party intends to introduce during its case -in -chief. C. Contract Interpretation Disputes The Parties agree that any grievance filed under the Grievance Procedure, Article 5, Section 16, of this MOU shall be subject to final and binding arbitration. The Association must file a written request for final and binding arbitration within ten (10) days of receipt of the City's response at Level III. 1. 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 ("SMCS"). 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 subsection 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 MOU and the Arbitrator has no authority to add to, subtract from, or modify the MOU in any way. The 37 Page 307 of 389 Comorehensive Tentative Aareement (4/23/26 Arbitrator shall have the authority to determine questions of arbitrability of contract interpretation disputes. The Arbitrator shall render a written award within thirty (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. 5. At least ten (10) business days before the scheduled arbitration, the parties shall exchange the following information: (1) a list of all witnesses each party intends to call during its case -in -chief; and (2) copies of all documents each party intends to introduce during its case -in -chief. D. This Article is entered into under the CAA and the MMBA, and shall be interpreted and construed in accordance with the law and procedures developed under those respective statutes. ARTICLE 6 — OTHER PROVISIONS SECTION 1. Drug -Free Workplace Statement and Substance Abuse Policy, Smoking Policy, and Break Policy The City and Association will meet and confer on revisions to the City's drug -free workplace statement and substance abuse, non-smoking and break policies. Following the meet and confer, the employees will comply with the requirements set forth under that statement and those policies. SECTION 2. Personnel File The official personnel file of each employee shall be maintained in the Human Resources Department. A unit member or Association representative authorized bythe member, in writing, may review or obtain copies of material from the employee's file with the exception of material that includes ratings, reports or records which are obtained prior to the employment of the employee involved. SECTION 3. Personnel File: Deroaatory Material The City shall provide an employee a copy of any derogatory material that the City intends to place in the employee's personnel file that the City may use for disciplinary purposes. The City will request that the employee acknowledge receipt of such derogatory material prior to it being placed in the employee's personnel file. In the event that the employee refuses to acknowledge receipt, the City shall indicate that the employee refused to acknowledge such receipt. Employees shall have the right to provide a written statement rebutting any such derogatory material. In the event that an employee provides such rebuttal, the City shall attach the employee's written statement to the derogatory material and place both documents in the employee's personnel file. 11 Page 308 of 389 Comprehensive Tentative Agreement (4/23/26) SECTION 4. Personnel File: Positive Material All customer or citizen letters of a positive nature or any City commendations, letters of achievements and recognition will be placed inthe 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 Association 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 empeyee'semployee's home telephone number, personal cellular telephone number and home address. 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 Association 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), Association representatives shall be permitted to make a presentation of up to 30 minutes, and present written materials written mate oho 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 Association to make an in -person on -site presentation to the new employees. The City shall provide the Association an appropriate on -site meeting space within seven 7CE Page 309 of 389 Comprehensive Tentative Agreement (4/23/26) (7) days of receiving a request from the Association for such meeting space for this purpose. At such on -site meetings, Association representatives shall be permitted to make a presentation of up to 30 minutes, and present written materials W Fi#G^ mate 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 Association presentation or meeting, if they elect not to attend. SECTION 6. Association Dues Deductions The City shall deduct dues on a regular payroll basis from the pay of Association members Such deductions shall be authorized in writing on a form approved and provided by the Association for this purpose. The membership forms shall be retained by the Association. Th City shall rely on a certification from the Association for the authorization, modification, or cancellation of any dues deductions. The City shall remit such funds to the Association within 30 days following their deduction. The City shall rely on a certification from the Association 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 Association 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 Association 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 Association. The City shall rely on information provided by the Association regarding whether deductions for Association membership were properly canceled or changed, and the Association 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, Association Bylaws and this Agreement. The City shall not deter or discourage employees or applicants for employment from .o Page 310 of 389 Comprehensive Tentative Agreement (4/23/26) becoming or remaining members of the Association, or from authorizing representation by the sSOGiationsmAssociation or from authorizing dues or fee deductions to the Association. SECTION 7. Reopener A. Parties agree to reopener regarding the following subjects: 1. Upon a proposal to revise the Citywide Catastrophic Leave Policy, the Parties shall reopen Article 4, Section 18. 4--.2. Upon completion of an FLSA audit, the Parties will reopen Article 2, Sections 18- 20. In the event that the Parties reopen Article 2, Sections 18-20, the Parties shall also reopen provisions of this Agreement related to leave and compensation for employees who are determined to be exempt from the FLSA. 2-.3. Any amendments to the Personnel Merit System, or modification of Municipal Code. 3 4. Changes to the employee evaluation process, procedure, forms, and evaluation criteria. 4.In the event that the City proposes a city-wide policy on requests for reclassification, the Parties will reopen Article 1, Section 7. 5. 5. 5. In the event that another bargaining unit negotiates a higher maximum City contribution to employee health care premiums, the Parties will reopen Article 3, Section 1. 8_ B. Parties agree that any and all changes proposed pursuant to this reopener provision can only be implemented by mutual agreement of the parties. For the Association: For the City of El Segundo: Ryan Delgado' aT-ORya Cain , President Darrell George, City Manager Tasha HoLnRyap-Dekjade, Vice President` iGe DresidoRt Rebecca Redyk, Director of Human Resources & Risk Management 41 Page 311 of 389 Comprehensive Tentative Agreement (4/23/26) Humberto Rivera nthen„ Espar-za ViGe Dresirlori+Vice President Alexander Volberding, Chief Negotiator Maria I Gerri� Treasurer Maria T j Tr �Ar fle a Alvarez, Secretary Rachel Cummings, Secretary Agnes Ho, Treasurer Vicky Barker, Chief Negotiator Date: 42 Date: Page 312 of 389 SPEA MOU July 1, 2026 to June 30, 2029 For the Association: �v R elg ©, resident Tasha Horn, Vice President Humberto Rivera (Apr 30, 2026 19:09:45 CDT) Humberto Rivera, Vice President I VLi R chel Cummings, Secretary -kog\� A-�k-b Agnes Ho, Tr surer V'�' a'-. Vicky Barker, Chief Negotiator 30/04/2026 Date: For the City of El Segundo: Darrell George, City Ma ger Rebecca Redyk, Director of Human Resources & Risk Management Alex Wbe,d,ng (Apr 30, 2026 17.U332 PDT) Alexander Volberding, Chief Negotiator Date: q / , Page 313 of 389 SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION (SPEA) PAY SCHEDULE Effective the first full pay period in October 2022 - 4% Page 314 of 389 SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION (SPEA) PAY SCHEDULE Effective the first full pay period in October 2022 - 4% Page 315 of 389 SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION (SPEA) PAY SCHEDULE Effective the first full pay period in October 2022 - 4% --- --- ! ! � - -- � • -••cam-®0� � - �®- - Page 316 of 389 SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION (SPEA) PAY SCHEDULE Effective the first full pay period in October 2022 - 4% SPEA Supervisory and Professional Employees 0 AGREEMENT NUMBER •: CLASS TITLE-• - • - • WFURTEN --- ---W-W—Flllllllll Page 317 of 389 SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION (SPEA) PAY SCHEDULE Effective the first full pay period in July 2023 - 2% Page 318 of 389 SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION (SPEA) PAY SCHEDULE Effective the first full pay period in July 2023 - 2% SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER -0- - pyem '' - --- ---� Page 319 of 389 SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION (SPEA) PAY SCHEDULE Effective the first full pay period in July 2023 - 2% SPEA Supervisory and Professional Employees Association mum EFFECTIVE- • - JOB CLASS TITLE MR. F7 PIC Page 320 of 389 SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION (SPEA) PAY SCHEDULE Effective the first full pay period in July 2023 - 2% Page 321 of 389 SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION (SPEA) PAY SCHEDULE Effective the first full pay period in July 2024 - 2% MAZ Page 322 of 389 SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION (SPEA) PAY SCHEDULE Effective the first full pay period in July 2024 - 2% 00�-ne�nr�s�ata�-�A Page 323 of 389 SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION (SPEA) PAY SCHEDULE Effective the first full pay period in July 2024 - 2% SPEA Supervisory and Professional Employees Association SALARY EFFECTIVE REVISION AGREEMENT JOB CLASS GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL DATE EFFECTIVE NUMBER TITLE DATE 04.7 40071.34 42€3055-.69 7113.PO4 7i1 /2024 an Chenk I= SIDE F 1-n-Mv 5065 8779 32 4052179 Page 324 of 389 SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION (SPEA) PAY SCHEDULE Effective the first full pay period in July 2024 - 2% SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 48.43 8394.95 489739 44 50,95 33114 70 405776-37 53.40 925644 4406522 5607 9718 20 446649-43 70_„ 202 711=024 a HGur4y 62.77 10379.54 430554-09 6590 114�M G:2 437Q&2� 69.20 1 1 non 7n�n �-9 7266 12594 43 45443344 76.29 13224 15 453639$4 7/13,1"74 7/1312074 5759 COCA 9GUfly 63-53 402 1717 132253 n7 66.76 11572.18 438966—.1-9 7010 Q150 79 4453Q& 7361 1 42758.33 1 453099,99 77-29 1 43396.25 1 460754 -94 Page 325 of 389 SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION (SPEA) PAY SCHEDULE Effective the first full pay period in July 2025 - 2% SPEA Supervisory and Professional Employees Association SALARY EFFECTIVE REVISION AGREEMENT JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL DATE EFFECTIVE NUMBER DATE 7/12/202025 7i�2m5 5759 SP-EA 9G^ 4035 aoo�^n s 3Q24 2-Q 42:36 7343.11 33-1-1�33 44A$ 7740.26 o2-�21.71. 46-74 8095.73 9744Q 39 4 -94 3500 57 402996�5 7�1., /2025 7 212D25 &7459 Deputy r t y Trooc ror i 40-35 699344 83924 29 42 36 7343 41 69447.33 44�$ 7710.26 9252 -� , 7 46a4 8095. 7 6 0714 0 -o 49.04 1 85500.5402985 7/212025 1 7/12/2025 1 5759 1 1 SPEA Hour! 1 4204 1 72RI 26 1 F17376-:34 EFTOWWRIN 00®.arm.; - —0— ' : • :: Page 326 of 389 SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION (SPEA) PAY SCHEDULE Effective the first full pay period in July 2025 - 2% SPEA Supervisory and Professional Employees Association SALARY EFFECTIVE REVISION AGREEMENT JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL DATE EFFECTIVE NUMBER DATE 63-97 Wag 05 117nrc rCZ G7 56-57 9904.95 7/17_, _� / 22925 7117/7075 575A I.nfa-te.nnfastewater Sw[)erv0&Gr SPEA kdeuriv 46}54 5966:56 oa7 Q ao 0'- �?_r.��d! r�t'.5r.��,.vt'i�wr_�•��Taa!!rslr*z..,;.�_.�:_. E`i�y_l�l:.^_.!r?nl��rv�E?s_��L'�E:.r�r.;�es;7 Page 327 of 389 SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION (SPEA) PAY SCHEDULE Effective the first full pay period in July 2025 - 2% SPEA Supervisory and Professional Employees Association SALARY EFFECTIVE REVISION AGREEMENT JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL DATE EFFECTIVE NUMBER DATE 54-25 9402.64 117R_�l 7Z7Z 56 -N 9972.78 444 4T3 36 Fig R1 10366.42 17AZ�o7 08 �L_ r.�rrrv� ��rr7iv� Ewa 0' 00 - ---0 000 - 000 W&I Kiel Page 328 of 389 SUPERVISORY AND PROFESSIONAL EMPLOYEES' ASSOCIATION (SPEA) PAY SCHEDULE Effective the first full pay period in July 2025 - 2% SPEA Supervisory • Professional Employees• • REVISIONSALARY EFFECTIVE . DATE EFFECTIVE NUMBER DATE --- --- 1111111111521'0� - --0 Page 329 of 389 3% COLA Effective July 1, 2026 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2026 6/16/2026 Crime Prevention Analyst I SPEA 30S Hourly 41.56 7203.24 86438.88 43.63 7563.40 90760.80 45.81 7941.57 95298.84 48.11 8338.65 100063.80 50.51 8755.59 105067.08 7/1/2026 6/16/2026 Deputy City Treasurer I SPEA 30S Hourly 41.56 7203.24 86438.88 43.63 7563.40 90760.80 45.81 7941.57 95298.84 48.11 8338.65 100063.80 50.51 8755.59 105067.08 7/1/2026 6/16/2026 Librarian I SPEA 32S Hourly_43.27 7499.80 89997.60 45.43 7874.80 94497.60 47.70 8268.53 99222.36 50.09 8681.96 104183.52 52.59 9116.06 109392.72 7/1/2026 6/16/2026 Administrative Analyst SPEA 33S Hourly 44.16 7653.66 91843.92 46.36 8036.36 96436.32 48.68 8438.17 101258.04 51.12 8860.08 106320.96 53.67 9303.07 111636.84 7/1/2026 6/16/2026 Property Owner Coordinator SPEA 33S Hourly__44.16 7653.66 91843.92 46.36 8036.36 96436.32 48.68 8438.17 101258.04 51.12 8860.08 106320.96 53.67 9303.07 111636.84 7/1/2026 6/16/2026 Recreation Supervisor SPEA Hourly 45.48 7883.27 94599.24 47.75 8277.45 99329.40 50.14 8691.32 104295.84 52.65 9125.88 109510.56 55.28 9582.16 114985.92 7/1/2026 6/16/2026 Wellness Coordinator SPEA 33S Hour1 44.16 7653.66 91843.92 46.36 8036.36 96436.32 48.68 8438.17 101258.04 51.12 8860.08 106320.96 53.67 9303.07 111636.84 7/1/2026 6/16/2026 Crime Prevention Analyst II SPEA 34S Hourly 46.87 8123.83 97485.96 49.21 8530.03 102360.36 51.68 8956.53 107478.36 54.26 9404.36 112852.32 56.97 9874.57 118494.84 7/1/2026 6/16/2026 Equipment Maint. Supervisor SPEA 37S Hourly 47.94 8308.56 99702.72 50.33 8723.99 104687.88 52.85 9160.18 109922.16 55.49 9618.19 115418.28 58.27 10099.10 121189.20 7/1/2026 6/16/2026 Park Maintenance Supervisor SPEA 37S Hourly 47.94 8308.56 99702.72 50.33 8723.99 104687.88 52.85 9160.18 109922.16 55.49 9618.19 115418.28 58.27 10099.10 121189.20 7/1/2026 6/16/2026 Project Specialist/ Sr. Accountant SPEA 37S Hourly__47.94 8308.56 99702.72 50.33 8723.99 104687.88 52.85 9160.18 109922.16 55.49 9618.19 115418.28 58.27 10099.10 121189.20 7/1/2026 6/16/2026 Street Maintenance Supervisor SPEA Hourly 49.38 8557.82 102693.84 51.84 8985.71 107828.52 54.44 9434.99 113219.88 57.15 9906.74 118880.88 60.02 10402.07 124824.84 7/1/2026 6/16/2026 Wastewater Supervisor SPEA Hourly 49.85 8640.90 103690.80 52.33 9072.95 108875.40 54.96 9526.59 114319.08 57.70 10002.92 120035.04 60.59 10503.06 1260 36.72 Equity Adjustments: Accounting Supervisor- 4%, Crime Prevention Analyst 11- 4%, Principal Planner- 3%, Recreation Supervisor- 3%, Senior Engineer Associate- 1 %, Street Maintenance Supervisor- 3%, Water Supervisor- 7%, Media Supervisor- 6%, Wastewater Supervisor- 4%. Page 330 of 389 3% COLA Effective July 1, 2026 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2026 6/16/2026 Water Supervisor SPEA Hourly 51.29 8890.16 106681.92 53.85 9334.66 112015.92 56.55 9801.40 117616.80 59.37 1 10291.46 123497.52 62.35 10806.04 1296 72.48 7/1/2026 6/16/2026 Construction Coordinator SPEA 38S Hourly 48.94 8482.62 101791.44 51.39 8906.75 106881.00 53.95 9352.08 112224.96 56.65 9819.69 117836.28 59.48 10310.67 123728.04 7/1/2026 6/16/2026 GIS Analyst SPEA 38S Hourly 48.94 8482.62 101791.44 51.39 8906.75 106881.00 53.95 9352.08 112224.96 56.65 9819.69 117836.28 59.48 10310.67 123728.04 7/1/2026 6/16/2026 Program Coordinator SPEA 38S Hourly 48.94 8482.62 101791.44 51.39 8906.75 106881.00 53.95 9352.08 112224.96 56.65 9819.69 117836.28 59.48 10310.67 123728.04 7/1/2026 6/16/2026 RSI Design Coordinator SPEA 38S Hourly 48.94 8482.62 101791.44 51.39 8906.75 106881.00 53.95 9352.08 112224.96 56.65 9819.69 117836.28 59.48 10310.67 123728.04 7/1/2026 6/16/2026 Information Systems Developer SPEA 39S Hourly 49.97 8661.06 103932.72 52.47 9094.12 109129.44 55.08 9548.82 114585.84 57.84 10026.27 120315.24 60.74 10527.58 126330.96 7/1/2026 6/16/2026 Media Supervisor SPEA 40S Hourly 54.09 9374.59 112495.08 56.78 9843.31 118119.72 59.63 10335.48 124025.76 62.60 10852.26 130227.12 65.73 11394.87 136738.44 7/1/2026 6/16/2026 Accounting Supervisor SPEA 48S Hourly 54.65 9473.64 113683.68 57.38 9947.32 119367.84 60.26 10444.68 125336.16 63.27 10966.93 131603.16 66.44 11515.26 138183.12 7/1/2026 6/16/2026 Economic Development Analyst SPEA 40S Hourl 51.03 8843.95 106127.40 53.57 9286.14 111433.68 56.25 9750.45 117005.40 59.06 10237.97 122855.64 62.02 10749.87 128998.44 7/1/2026 6/16/2026 Police Records Supervisor SPEA 40S Hourly 51.03 8843.95 106127.40 53.57 9286.14 111433.68 56.25 9750.45 117005.40 59.06 10237.97 122855.64 62.02 10749.87 128998.44 7/1/2026 6/16/2026 Senior Administrative Analyst SPEA 40S Hourly 51.03 8843.95 106127.40 53.57 9286.14 111433.68 56.25 9750.45 117005.40 59.06 10237.97 122855.64 62.02 10749.87 128998.44 7/1/2026 6/16/2026 Associate Engineer SPEA 42S Hourly 53.21 9223.55 110682.60 55.88 9684.72 116216.64 58.67 10168.96 122027.52 61.60 10677.41 128128.92 64.68 11211.27 134535.24 Equity Adjustments: Accounting Supervisor- 4%, Crime Prevention Analyst II- 4%, Principal Planner- 3%, Recreation Supervisor- 3%, Senior Engineer Associate- 1 %, Street Maintenance Supervisor- 3%, Water Supervisor- 7%, Media Supervisor- 6%, Wastewater Supervisor- 4%. Page 331 of 389 3% COLA Effective July 1, 2026 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2026 6/16/2026 Facilities Maintenance Supervisor SPEA 42S Hourly 53.21 9223.55 110682.60 55.88 9684.72 116216.64 58.67 10168.96 122027.52 61.60 10677.41 128128.92 64.68 11211.27 134535.24 7/1/2026 6/16/2026 Plan Check Engineer SPEA 42S Hourly 53.21 9223.55 110682.60 55.88 9684.72 116216.64 58.67 10168.96 122027.52 61.60 10677.41 128128.92 64.68 11211.27 134535.24 7/1/2026 6/16/2026 Purchasing Agent SPEA 42S Hourly 53.21 9223.55 110682.60 55.88 9684.72 116216.64 58.67 10168.96 122027.52 61.60 10677.41 128128.92 64.68 11211.27 134535.24 7/1/2026 6/16/2026 RSI Supervisor SPEA 42S Hourly 53.21 9223.55 110682.60 55.88 9684.72 116216.64 58.67 10168.96 122027.52 61.60 10677.41 128128.92 64.68 11211.27 134535.24 7/1/2026 6/16/2026 Information System Specialist SPEA 43S Hourly 54.35 9420.49 113045.88 57.06 9891.52 118698.24 59.92 10386.10 1246 33.20 62.91 10905.40 130864.80 66.06 11450.66 137407.92 7/1/2026 6/16/2026 Senior Building Inspector SPEA 44S Hourly 55.52 9622.37 115468.44 58.29 10103.50 121242.00 61.20 10608.66 127303.92 64.26 11139.10 133669.20 67.48 11696.05 140352.60 7/1/2026 6/16/2026 Assistant Fire Marshall SPEA 45S Hourly 56.71 9829.31 117951.72 59.54 10320.76 123849.12 62.52 10836.82 130041.84 65.64 11378.66 136543.92 68.93 11947.58 1433 70.96 7/1/2026 6/16/2026 Emergency Management Coordinator SPEA 45S Hourly 56.71 9829.31 117951.72 59.54 10320.76 123849.12 62.52 10836.82 130041.84 65.64 11378.66 136543.92 68.93 11947.58 143370.96 7/1/2026 6/16/2026 Principal Environmental Specialist SPEA 45S Hourly 56.71 9829.31 117951.72 59.54 10320.76 123849.12 62.52 10836.82 130041.84 65.64 11378.66 136543.92 68.93 11947.58 1433 70.96 7/1/2026 6/16/2026 Senior Engineer Associate SPEA 46S Hourly 58.50 10141.81 121701.72 61.44 10648.90 127786.80 64.51 11181.34 134176.08 67.73 11740.41 140884.92 71.11 12327.43 147929.16 7/1/2026 6/16/2026 Technical Services Analyst SPEA 47S Hourly 59.18 10258.79 123105.48 62.14 10771.73 129260.76 65.25 11310.32 135723.84 68.52 11875.84 142510.08 71.94 12469.63 1496 35.56 7/1/2026 6/16/2026 Fire Marshal SPEA 53S Hourly 66.81 11578.80 138945.60 70.14 12157.74 145892.88 73.65 12765.62 153187.44 77.33 13403.91 160846.92 81.19 14074.10 168889.20 Equity Adjustments: Accounting Supervisor- 4%, Crime Prevention Analyst II- 4%, Principal Planner- 3%, Recreation Supervisor- 3%, Senior Engineer Associate- 1 %, Street Maintenance Supervisor- 3%, Water Supervisor- 7%, Media Supervisor- 6%, Wastewater Supervisor- 4%. Page 332 of 389 3% COLA Effective July 1, 2026 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2026 6/16/2026 Principal Planner SPEA 52S Hourly 67.92 11772.94 141275.28 71.32 12361.61 148339.32 74.88 12979.68 155756.16 78.62 13628.66 163543.92 82.55 14310.09 171721.08 7/1/2026 6/16/2026 Senior Planner SPEA Hourly 48.46 8399.74 100796.88 50.88 8819.74 105836.88 53.43 9260.72 111128.64 56.09 9723.76 116685.12 58.91 10209.95 122519.40 7/1/2026 6/16/2026 Senior Plan Check Engineer SPEA 52S Hourly 65.94 11430.04 137160.48 69.24 12001.56 144018.72 72.70 12601.63 151219.56 76.33 13231.71 158780.52 80.15 13893.29 166719.48 7/1/2026 6/16/2026 Environmental Safety Manager SPEA 53S Hourly 66.81 11578.80 138945.60 70.14 12157.74 145892.88 73.65 12765.62 153187.44 77.33 13403.91 160846.92 81.19 14074.10 168889.20 Equity Adjustments: Accounting Supervisor- 4%, Crime Prevention Analyst II- 4%, Principal Planner- 3%, Recreation Supervisor- 3%, Senior Engineer Associate- 1 %, Street Maintenance Supervisor- 3%, Water Supervisor- 7%, Media Supervisor- 6%, Wastewater Supervisor- 4%. Page 333 of 389 3% COLA Effective July 1, 2027 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2027 6/16/2026 Crime Prevention Analyst I SPEA 30S Hourly 42.81 7419.34 89032.08 44.94 7790.30 93483.60 47.18 8179.82 98157.84 49.55 8588.81 103065.72 52.03 9018.26 108219.12 7/1/2027 6/16/2026 Deputy City Treasurer I SPEA 30S Hourly 42.81 7419.34 89032.08 44.94 7790.30 93483.60 47.18 8179.82 98157.84 49.55 8588.81 103065.72 52.03 9018.26 108219.12 7/1/2027 6/16/2026 Librarian I SPEA 32S Hourly 44.57 7724.79 92697.48 46.79 8111.04 97332.48 49.13 8516.59 102199.08 51.59 8942.42 107309.04 54.17 9389.54 112674.48 7/1/2027 6/16/2026 Administrative Analyst SPEA 33S Hourly 45.48 7883.27 94599.24 47.75 8277.45 99329.40 50.14 8691.32 104295.84 52.65 9125.88 109510.56 55.28 1 9582.16 114985.92 7/1/2027 6/16/2026 Property Owner Coordinator SPEA 33S Hourly 45.48 1 7883.27 94599.24 47.75 8277.45 99329.40 50.14 8691.32 104295.84 52.65 9125.88 109510.56 55.28 9582.16 114985.92 7/1/2027 6/16/2026 Recreation Supervisor SPEA 33S Hourly 46.84 8119.77 97437.24 49.18 8525.77 102309.24 51.64 8952.06 107424.72 54.23 9399.66 112795.92 56.94 9869.62 118435.44 7/1/2027 6/16/2026 Wellness Coordinator SPEA 33S Hourly 45.48 7883.27 94599.24 47.75 8277.45 99329.40 50.14 8691.32 104295.84 52.65 9125.88 109510.56 55.28 9582.16 114985.92 7/1/2027 6/16/2026 Crime Prevention Analyst II SPEA 34S Hourly 48.28 8367.54 100410.48 50.69 8785.93 105431.16 53.23 9225.23 110702.76 55.89 9686.49 116237.88 58.68 10170.81 122049.72 7/1/2027 6/16/2026 Equipment Maint. Supervisor SPEA 37S Hourly 49.38 8557.82 102693.84 51.84 8985.71 107828.52 54.44 9434.99 113219.88 57.15 9906.74 118880.88 60.02 10402.07 124824.84 7/1/2027 6/16/2026 Park Maintenance Supervisor SPEA 37S Hourly 49.38 8557.82 102693.84 51.84 8985.71 107828.52 54.44 9434.99 113219.88 57.15 9906.74 118880.88 60.02 10402.07 124824.84 7/1/2027 6/16/2026 Project Specialist/ Sr. Accountant SPEA 37S Hourly 49.38 8557.82 102693.84 51.84 8985.71 107828.52 54.44 9434.99 113219.88 57.15 9906.74 118880.88 60.02 10203.94 122447.28 7/1/2027 6/16/2026 Street Maintenance Supervisor SPEA 37S Hourly 50.86 8814.55 105774.60 53.40 9255.28 111063.36 56.07 9718.04 116616.48 58.86 10203.94 122447.28 61.82 10714.13 128569.56 7/1/2027 6/16/2026 Wastewater Supervisor SPEA Hourly 51.35 8900.13 106801.56 53.90 9345.14 112141.68 56.61 9812.39 117748.68 59.43 10303.01 123636.12 62.41 10818.15 129817.80 Page 334 of 389 3% COLA Effective July 1, 2027 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2027 6/16/2026 Water Supervisor SPEA Hourly 52.83 9156.86 109882.32 55.47 9614.70 115376.40 58.25 10095.44 121145.28 61.15 10600.20 127202.40 64.22 11130.22 133562.64 7/1/2027 6/16/2026 Construction Coordinator SPEA 38S Hourly 50.41 8737.10 104845.20 52.93 9173.95 110087.40 55.57 9632.64 115591.68 58.35 10114.28 121371.36 61.26 10619.99 127439.88 7/1/2027 6/16/2026 GISAnalyst SPEA 38S Hourly 50.41 8737.10 104845.20 52.93 9173.95 110087.40 55.57 9632.64 115591.68 58.35 10114.28 121371.36 61.26 10619.99 127439.88 7/1/2027 6/16/2026 Program Coordinator SPEA 38S Hourly 50.41 8737.10 104845.20 52.93 9173.95 110087.40 55.57 9632.64 115591.68 58.35 10114.28 121371.36 61.26 1 10619.99 127439.88 7/1/2027 6/16/2026 RSI Design Coordinator SPEA 38S Hourly 50.41 1 8737.10 104845.20 52.93 9173.95 110087.40 55.57 9632.64 115591.68 58.35 10114.28 121371.36 61.26 10619.99 127439.88 7/1/2027 6/16/2026 Information Systems Developer SPEA 39S Hourly 51.47 8920.89 107050.68 54.04 9366.94 112403.28 56.73 9835.28 118023.36 59.58 10327.06 123924.72 62.56 10843.41 130120.92 7/1/2027 6/16/2026 Media Supervisor SPEA 40S Hourly 55.71 9655.83 115869.96 58.48 10138.61 121663.32 61.42 10645.54 127746.48 64.48 11177.83 134133.96 67.70 11736.72 140840.64 7/1/2027 6/16/2026 Accounting Supervisor SPEA 48S Hourly 56.29 9757.85 117094.20 59.10 10245.74 122948.88 62.07 10758.02 129096.24 65.17 11295.94 135551.28 68.43 11860.72 142328.64 7/1/2027 6/16/2026 Economic Development Analyst SPEA 40S Hourly 52.56 9109.27 109311.24 55.18 9564.72 114776.64 57.94 10042.96 120515.52 60.83 10545.11 126541.32 63.88 11072.37 132868.44 7/1/2027 6/16/2026 Police Records Supervisor SPEA 40S Hourly 52.56 9109.27 109311.24 55.18 9564.72 114776.64 57.94 10042.96 120515.52 60.83 10545.11 126541.32 63.88 11072.37 132868.44 7/1/2027 6/16/2026 Senior Administrative Analyst SPEA 40S Hourly 52.56 9109.27 109311.24 55.18 9564.72 114776.64 57.94 10042.96 120 515.52 60.83 10545.11 126541.32 63.88 11072.37 132868.44 7/1/2027 6/16/2026 Associate Engineer SPEA 42S Hourly 54.81 9500.26 114003.12 57.56 9975.26 119703.12 60.43 10474.03 125688.36 63.45 10997.73 131972.76 66.62 11547.61 138571.32 Page 335 of 389 3% COLA Effective July 1, 2027 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2027 6/16/2026 Facilities Maintenance Supervisor SPEA 42S Hourly 54.81 9500.26 114003.12 57.56 9975.26 119703.12 60.43 10474.03 125688.36 63.45 10997.73 131972.76 66.62 11547.61 138571.32 7/1/2027 6/16/2026 Plan Check Engineer SPEA 42S Hourly 54.81 9500.26 114003.12 57.56 9975.26 119703.12 60.43 10474.03 125688.36 63.45 10997.73 131972.76 66.62 11547.61 138571.32 7/1/2027 6/16/2026 Purchasing Agent SPEA 42S Hourly 54.81 9500.26 114003.12 57.56 9975.26 119703.12 60.43 10474.03 125688.36 63.45 10997.73 131972.76 66.62 11547.61 138571.32 7/1/2027 6/16/2026 RSI Supervisor SPEA 42S Hourly 54.81 9500.26 114003.12 57.56 9975.26 119703.12 60.43 10474.03 1 125688.36 63.45 10997.73 131972.76 66.62 11547.61 138571.32 7/1/2027 6/16/2026 Information System Specialist SPEA 43S 55.98 9703.10 116437.20 -Hourly 58.77 10188.27 122259.24 61.72 10697.68 128372.16 64.80 11232.56 134790.72 68.04 11794.18 141530.16 7/1/2027 6/16/2026 Senior Building Inspector SPEA 44S Hourly 57.19 9911.04 118932.48 60.04 10406.61 124879.32 63.04 10926.92 131123.04 66.19 11473.27 137679.24 69.50 12046.93 144563.16 7/1/2027 6/16/2026 Assistant Fire Marshall SPEA 45S Hourly 58.41 10124.19 121490.28 61.33 10630.38 127564.56 64.40 11161.92 133943.04 67.61 11720.02 140640.24 71.00 12306.01 147672.12 7/1/2027 6/16/2026 Emergency Management Coordinator SPEA 45S Hourly 58.41 10124.19 121490.28 61.33 10630.38 127564.56 64.40 11161.92 133943.04 67.61 11720.02 140640.24 71.00 12306.01 147672.12 7/1/2027 6/16/2026 Principal Environmental Specialist SPEA 45S Hourly 58.41 10124.19 121490.28 61.33 10630.38 127564.56 64.40 11161.92 133943.04 67.61 11720.02 140640.24 71.00 12306.01 147672.12 7/1/2027 6/16/2026 Senior Engineer Associate SPEA 46S Hourly 60.26 10446.06 125352.72 63.28 10968.37 131620.44 66.45 11516.78 138201.36 69.76 12092.62 145111.44 73.24 12697.25 152367.00 7/1/2027 6/16/2026 Technical Services Analyst SPEA 47S Hourly 60.96 10566.55 126758.60 64.00 11094.88 133138.56 67.21 11649.63 139795.56 70.58 12232.12 146785.44 74.10 12843.72 154124.64 7/1/2027 6/16/2026 Fire Marshal SPEA 53S Hourly 68.81 11926.16 143113.92 72.24 12522.47 150269.64 75.86 13148.59 157783.08 79.65 13806.03 165672.36 83.63 14496.32 173955.84 Page 336 of 389 3% COLA Effective July 1, 2027 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2027 6/16/2026 Principal Planner SPEA 52S Hourly 69.96 12126.13 145513.56 73.46 12732.46 152789.52 77.13 13369.07 160428.84 80.98 14037.52 168450.24 85.03 14739.39 176872.68 7/1/2027 6/16/2026 Senior Planner SPEA Hourly 49.91 8651.73 103820.76 52.41 9084.33 109011.96 55.03 9538.54 114462.48 57.77 10015.47 120185.64 60.68 10516.25 126195.00 7/1/2027 6/16/2026 Senior Plan Check Engineer SPEA 52S Hourly 67.92 11772.94 141275.28 71.32 12361.61 148339.32 74.88 12979.68 155756.16 78.62 13628.66 163543.92 82.55 14310.09 171721.08 7/1/2027 6/16/2026 Environmental Safety Manager SPEA 53S Hourly 68.81 11926.16 143113.92 72.24 12522.47 150269.64 75.86 13148.59 157783.08 79.65 13806.03 165672.36 83.63 1 14496.32 173955.84 Page 337 of 389 3% COLA Effective July 1, 2028 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2028 6/16/2026 Crime Prevention Analyst I SPEA 30S Hourly 44.09 7641.92 91703.04 46.29 8024.01 96288.12 48.60 8425.21 101102.52 51.04 8846.47 1106157.64 53.59 9288.81 111465'72 7/1/2028 6/16/2026 Deputy City Treasurer I SPEA 30S Hourly 44.09 7641.92 91703.04 46.29 8024.01 96288.12 48.60 8425.21 101102.52 51.04 8846.47 106157.64 53.59 9288.81 111465.72 7/1/2028 6/16/2026 Librarian I SPEA 32S Hourly 45.91 7956.53 95478.36 48.19 8354.37 100252.44 50.60 8772.09 105265.08 53.14 9210.69 110528.28 55.80 9671.23 116054.76 7/1/2028 6/16/2026 Administrative Analyst SPEA 33S Hourly 46.84 8119.77 97437.24 49.18 8525.77 102309.24 51.64 8952.06 107424.72 54.23 9399.66 112795.92 56.94 9869.62 118435.44 7/1/2028 6/16/2026 Property Owner Coordinator SPEA 33S Hourly 46.84 8119.77 97437.24 49.18 8525.77 102309.24 51.64 8952.06 107424.72 54.23 9399.66 112795.92 56.94 9869.62 118435.44 7/1/2028 6/16/2026 Recreation Supervisor SPEA 33S Hourly 48.25 8363.36 100360.32 50.66 8781.54 105378.48 53.19 9220.62 110647.44 55.86 9681.65 116179.80 58.65 10165.71 121988.52 7/1/2028 6/16/2026 Wellness Coordinator SPEA 33S Hourly 46.84 8119.77 97437.24 49.18 8525.77 102309.24 51.64 8952.06 107424.72 54.23 9399.66 112795.92 56.94 9869.62 118435.44 7/1/2028 6/16/2026 Crime Prevention Analyst II SPEA 34S Hourly 49.73 8618.57 103422.84 52.21 9049.51 108594.12 54.83 9501.99 114023.88 57.57 9977.08 119724.96 60.44 10475.93 125711.16 7/1/2028 6/16/2026 Equipment Maint. Supervisor SPEA 37S Hourly 50.86 8814.55 105774.60 53.40 9255.28 111063.36 56.07 9718.04 116616.48 58.86 10203.94 122447.28 61.82 10714.13 128569.56 7/1/2028 6/16/2026 Park Maintenance Supervisor SPEA 37S 50.86 1 8814.55 105774.60 53.40 9255.28 111063.36 56.07 9718.04 116616.48 58.86 10203.94 122447.28 61.82 10714.13 128569.56 7/1/2028 6/16/2026 Project Specialist/ Sr. Accountant SPEA 37S Hourly 50.86 8814.55 105774.60 53.40 9255.28 111063.36 56.07 9718.04 116616.48 58.86 10203.94 122447.28 7/13/2024 7/13/2024 Street Maintenance Supervisor SPEA 37S Hourly 58.27 10099.10 121189.18 49.34 8552.92 102635.09 51.81 8980.57 107766.84 54.40 9429.60 113155.18 61.82 10714.13 128569.56 7/1/2028 6/16/2026 Street Maintenance Supervisor SPEA Hourly 52.39 9078.99 1108947.88 55.00 9532.94 114395:28 57.75 10009.58 120114.96 60.63 10510.06 126120.72 63.67 11035.55 132426.60 7/1/2028 6/16/2026 Wastewater Supervisor SPEA Hourly 52.89 9167.13 110005.56 55.52 9625.49 115505.88 58.31 10106.76 121, 1.12 61.21 10612.10 127345.20 64.28 11142.69 133712.28 Page 338 of 389 3% COLA Effective July 1, 2028 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2028 6/16/2026 Water Supervisor SPEA Hourly 54.41 9431.57 113178.84 57.13 9903.14 118837.68 60.00 10398.30 124779.60 62.98 10918.21 1131018.52 66.15 11464.13 137569.56 7/1/2028 6/16/2026 Construction Coordinator SPEA 38S Hourly 51.92 8999.21 107990.52 54.52 9449.17 113390.04 57.24 9921.62 119059.44 60.10 10417.71 125012.52 63.10 10938.59 131263.08 7/1/2028 6/16/2026 GIS Analyst SPEA 38S Hourly 51.92 8999.21 107990.52 54.52 9449.17 113390.04 57.24 9921.62 119059.44 60.10 10417.71 125012.52 63.10 10938.59 131263.08 7/1/2028 6/16/2026 Program Coordinator SPEA 38S Hourly 51.92 8999.21 107990.52 54.52 9449.17 113390.04 57.24 9921.62 119059.44 60.10 10417.71 125612.52 63.10 10938.59 131263.08 7/1/2028 6/16/2026 RSI Design Coordinator SPEA 38S Hourly 51.92 8999.21 107990.52 54.52 9449.17 113390.04 57.24 9921.62 119059.44 60.10 10417.71 125012.52 63.10 10938.59 131263.08 7/1/2028 6/16/2026 Information Systems Developer SPEA 39S Hourly 53.01 9188.52 110262.24 55.66 9647.95 115775.40 58.43 10130.34 121564.08 61.37 10636.87 127642.44 64.44 11168.71 134024.52 7/1/2028 6/16/2026 Media Supervisor SPEA 40S Hourl 57.38 9945.50 119346.00 60.23 10442.77 125313.24 63.26 10964.91 131578.92 66.41 11513.16 138157.92 69.73 12088.82 145065.84 7/1/2028 6/16/2026 Accounting Supervisor SPEA 48S Hourly 57.98 10050.59 120607.08 60.87 10553.11 126637.32 63.93 11080.76 132969.12 67.13 11634.82 139617.84 70.48 12216.54 146598.48 7/1/2028 6/16/2026 Economic Development Analyst SPEA 40S Hourly 54.14 9382.55 112590.60 56.84 9851.66 118219.92 59.68 10344.25 124131.00 62.65 10861.46 130337.52 65.80 11404.54 136854.48 7/1/2028 6/16/2026 Police Records Supervisor SPEA 40S Hourl 54.14 9382.55 112590.60 56.84 9851.66 118219.92 59.68 10344.25 124131.00 62.65 10861.46 130337.52 65.80 11404.54 136854.48 7/1/2028 6/16/2026 Senior Administrative Analyst SPEA 40S Hourly 54.14 9382.55 112590.60 56.84 9851.66 118219.92 59.68 10344.25 124131.00 62.65 10861.46 130337.52 65.80 11404.54 136854.48 7/1/2028 6/16/2026 Associate Engineer SPEA I 42S 1 Hourly 56.45 9785.27 117423.24 59.29 10274.52 123294.24 62.24 10788.25 129459.00 65.35 11327.66 135231.92 68.62 11894.04 142728.48 Page 339 of 389 3% COLA Effective July 1, 2028 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2028 6/16/2026 Facilities Maintenance Supervisor SPEA 42S Hourly 56.45 9785.27 117423.24 59.29 10274.52 123294:24 62.24 10788.25 129459.00 65.35 11327.66 1135931.92 68.62 11894.04 142728.48 7/1/2028 6/16/2026 Plan Check Engineer SPEA 42S Hourly 56.45 9785.27 117423.24 59.29 10274.52 123294.24 62.24 10788.25 129459.00 65.35 11327.66 135931.92 68.62 11894.04 142728.48 7/1/2028 6/16/2026 Purchasing Agent SPEA 42S Hourly 56.45 9785.27 117423.24 59.29 10274.52 123294.24 62.24 10788.25 129459.00 65.35 11327.66 135931.92 68.62 11894.04 142728.48 7/1/2028 6/16/2026 RSI Supervisor SPEA 42S Hourly 56.45 9785.27 117423.24 59.29 10274.52 123294.24 62.24 10788.25 129459.00 65.35 11327.66 135931.92 68.62 11894.04 142728.48 7/1/2028 6/16/2026 Information System Specialist SPEA 43S Hourly 57.66 9994.19 119930.28 60.53 10493.92 125927.04 63.57 11018.61 132223.32 66.74 11569.54 138834.48 70.08 12148.01 145776.12 7/1/2028 6/16/2026 Senior Building Inspector SPEA I 44S Hourly 58.91 10208.37 1122500.44 61.84 10718.81 128625.72 64.93 11254.73 135056.76 68.18 11817.47 141809.64 71.59 12408.34 148900.08 7/1/2028 6/16/2026 Assistant Fire Marshall SPEA 45S Hourly 60.16 10427.92 125135.04 63.17 10949.29 131391.48 66.33 11496.78 137961.36 69.64 12071.62 144859.44 73.13 12675.19 152102.28 7/1/2028 6/16/2026 Emergency Management Coordinator SPEA 45S Hourl 60.16 10427.92 125135.04 63.17 10949.29 131391.48 66.33 11496.78 137961.36 69.64 12071.62 144859.44 73.13 12675.19 152102.28 7/1/2028 6/16/2026 Principal Environmental Specialist SPEA 45S Hourly 60.16 10427.92 1125135.T4 63.17 10949.29 131391.48 66.33 11496.78 137961.36 69.64 12071.62 144859.44 73.13 12675.19 152102.28 7/1/2028 6/16/2026 Senior Engineer Associate SPEA 46S Hourly 62.07 10759.44 129113.28 65.18 11297.42 135569.04 68.44 11862.28 142347.36 71.85 12455.40 149464.80 75.44 13078.17 156938.04 7/1/2028 6/16/2026 Technical Services Analyst SPEA 47S Hourly 62.79 10883.55 130602.60 65.92 11427.73 137132.76 69.23 11999.12 143989.44 72.70 12599.08 151188.96 76.32 13229.03 158748.36 7/1/2028 6/16/2026 Fire Marshal SPEA 53S 1 Hourly 70.87 1 12283.94 1147407.28 74.41 12898.14 154777.68 78.14 13543.05 162516.60 82.04 1 14220.21 170642.52 86.14 1 14931.21 179174.52 Page 340 of 389 3% COLA Effective July 1, 2028 SPEA Supervisory and Professional Employees Association EFFECTIVE DATE SALARY REVISION EFFECTIVE DATE AGREEMENT NUMBER JOB CLASS TITLE GROUP BU GRADE PAY TYPE HOURLY MONTHLY ANNUAL 7/1/2028 6/16/2026 Principal Planner SPEA 52S Hourly 72.06 12489.91 149878.92 75.66 13114.43 157373.16 79.44 13770.14 165241.68 83.41 14458.65 1173503.80 87.58 15181.57 182178.84 7/1/2028 6/16/2026 Senior Planner SPEA Hourly 51.41 8911.28 106935.36 53.98 9356.86 112282.32 56.68 9824.70 117896.40 59.50 10315.93 123791.16 62.50 10831.74 129980.88 7/1/2028 6/16/2026 Senior Plan Check Engineer SPEA 52S Hourly 69.96 12126.13 145513.56 73.46 12732.46 1152789.52 77.13 13369.07 160428.84 80.98 14037.52 168450.24 85.03 14739.39 176872.68 7/1/2028 6/16/2026 Environmental Safety Manager SPEA 53S Hourly 70.87 12283.94 147407.28 74.41 12898.14 154777.68 78.14 13543.05 162516.60 82.04 14220.21 170642.52 86.14 14931.21 179174.52 Page 341 of 389 City Council Agenda Statement F I, F G t ?� I) O Meeting Date: May 19, 2026 Agenda Heading:Staff Presentations Item Number: D.15 TITLE: Construction Contract Award for the Teen Center, Plaza, and Skate Park Renovation Project at Recreation Park, Project No. PW 25-13 RECOMMENDATION: Authorize the City Manager to execute a standard Public Works Construction Contract with SS+K Construction, Inc. for the renovations of the Teen Center, Plaza, and Skate Park, Project No. PW 25-13, in the base bid amount of $4,373,981, and approve Alternates A and B for a net cost increase of $170,000, for a total construction contract amount of $4,543,981, and authorize an additional $900,000 in contingency funds for potential unforeseen conditions. 2. Authorize the City Manager to execute a Professional Service Agreement with Moore lacofano Goltsman (MIG, Inc.) in the amount of $150,910 for Construction Administration Services for the renovation of the Teen Center, Plaza, and Skate Park at Recreation Park, Project No. PW 25-13 and authorize an additional $50,000 for contingency. 3. Adopt a resolution authorizing the Public Works Director, or designee, to approve subcontractor substitutions pursuant to Public Contract Code § 4107. 4. Alternatively, discuss and take other action related to this item. Ia6*07_1>!1►yi17_«19 Included in the adopted FY 2025-26 Budget. Amount Budgeted: $8,900,000.00 Additional Appropriation: None Account Number(s): 301-511-4101-1-88421 (CIP Fund) 131-511-4101-x-xxxxx (Measure W Fund) The total project construction cost for the renovations to the Teen Center and the Teen Center Plaza, including the multi -use courts and the skate park, is $5,644,891. This cost Page 342 of 389 Construction Contract Award for the Teen Center, Plaza, and Skatepark Renovation Project at Recreation Park, Project No. PW 25-13 May 19, 2026 Page 2 of 5 includes the Construction Contract, Construction Administration, and contingencies as recommended. BACKGROUND: The Teen Center and the Teen Center Plaza Renovation Project (PW 25-13) is part of the City's phased improvement strategy for Recreation Park. The project includes renovation of the Teen Center, reconstruction of the skate park and multi -use courts, ADA upgrades, and associated site improvements. On October 21, 2025, the City Council authorized the Public Works Director, or designee, to approve the Project's plans and specifications, and on February 10, 2026, the Public Works Director formally reviewed and approved the final plans and specifications in accordance with Government Code § 830.6 and El Segundo Municipal Code § 1-7C-11. DISCUSSION: The Project was advertised for competitive bidding in accordance with applicable public contracting requirements, and bids were publicly opened on April 14, 2026. A total of eight bids were received for the Project. 1. Golden Sun Enterprise, Inc (Van Nuys, CA) 2. Waisman Construction (Canoga, CA) 3. SS+K Construction, Inc. (Mission Viejo, CA) 4. Klassic Engineering & Construction (Orange, CA) 5. Urban Professional Builders (Pasadena, CA 6. PCN3 (Los Alamitos, CA) 7. Morillo Construction, Inc.. (Pasadena, CA) 8. Newman Midland Corporation (Long Beach, CA) $3,840,777.00 $4,846,500.00 $4,373,981.00 $4,401,600.00 $4,873,000.00 $4,692,592.16 $5,998,680.61 $4,352,933.00 Based on the bid results, Golden Sun Enterprise, Inc. submitted the lowest monetary bid, followed by Newman Midland Corporation and SS+K Construction, Inc. Following the bid opening, the City received multiple protests regarding the responsiveness of certain bids. Staff, in coordination with the City Attorney, reviewed Page 343 of 389 Construction Contract Award for the Teen Center, Plaza, and Skatepark Renovation Project at Recreation Park, Project No. PW 25-13 May 19, 2026 Page 3 of 5 the protests and conducted an independent evaluation of all bids submitted to ensure compliance with the requirements of the plans and specifications and applicable law. As part of this review, staff evaluated whether each bid included the required subcontractor information and whether the bid amounts were complete and consistent. Based on this evaluation, Golden Sun Enterprise, Inc. did not include required subcontractor information for certain portions of the work. In the absence of listed subcontractors, the bidder would need to have the appropriate and applicable licenses to self -perform that portion of work. However, the bid did not include these required licenses. Further, staff evaluated Newman Midland Corporation's bid and found inconsistencies and mathematical errors between the written total bid amount and the sum of the individual bid line items. With these bids set aside, SS+K Construction, Inc. is the lowest responsive bidder. Staff has verified that SS+K Construction, Inc. meets all licensing requirements and has experience performing similar Public Works projects. The bid included two additive alternative items for City Council's consideration. Alternate A replaces the base bid retrofit lighting scope with new lighting fixtures, poles, and associated infrastructure for the site, resulting in a net cost increase of $150,000. Alternate B modifies the water tower feature in the skate park to incorporate integrally colored concrete in lieu of the standard natural gray concrete finish, resulting in a net cost increase of $20,000. By adding the blue integral color into the concrete, this will reduce the need for frequent maintenance of repainting the water tower feature surface. Staff has evaluated both alternatives and respectfully recommends their inclusion as part of the project, resulting in a total cost increase of $170,000. As part of the design, this project was required to comply with Los Angeles County Low Impact Development (LID) requirements, a Best Management Practice (BMP) for collecting and treating stormwater runoff. The stormwater scope was itemized as a separate bid item in the proposal, with a cost of $194,000. The City receives annual funding through the Safe Clean Water Program (Measure W) to support projects that provide water quality benefits to the watershed. The project's drainage and infiltration components will be funded using Measure W funds. Given the scope and complexity of the project, which includes building renovation, skate park and multi -use courts reconstruction, and other site improvements, Construction Administration and Construction Management services are necessary to support successful project delivery. These services will assist with submittal review, Request For Information (RFI) coordination, inspection support, contract compliance, and overall construction oversight to ensure the work is performed in accordance with the approved plans and specifications. Staff respectfully recommends awarding the construction contract to SS+K Page 344 of 389 Construction Contract Award for the Teen Center, Plaza, and Skatepark Renovation Project at Recreation Park, Project No. PW 25-13 May 19, 2026 Page 4 of 5 Construction, Inc. in the amount of $4,543,981.00. Staff also respectfully recommends approval of Construction Administration services with Moore lacofano Goltsman (MIG, Inc.) in the amount of $150,910.00. In addition, a Request for Proposals (RFP) is being released for Construction Management services, which will include structural observation inspections, environmental abatement monitoring, and geotechnical special inspections related to the skate park and the multi -use courts improvements at the plaza, all of which are required by code for this type of project. The selected consultant agreement will be brought back to the City Council for award prior to the start of construction. To support efficient project administration and avoid delays during construction, staff also recommends adoption of a resolution authorizing the Public Works Director, or designee, to approve subcontractor substitutions in accordance with Public Contract Code § 4107. With City Council's authorization, the project will commence with pre -construction activities. For a project of this scale, notice to proceed is given in two phases. The first phase is an administrative notice to proceed, which will begin after the award of the project and is defined in the bid documents as 40 working days. The anticipated project schedule is as follows: May 2026 Contract Award June 2026 Administrative NTP August 2026 Construction NTP September 2026 Begin Construction July 2027 Anticipated Completion CITY STRATEGIC PLAN COMPLIANCE: Goal 1: Develop and Maintain Quality Infrastructure and Technology Strategy A: Seek opportunities to implement and expedite the projects in the Capital Improvement Program and ensure that City -owned infrastructure is well maintained, including streets, entryways, and facilities. PREPARED BY: Alberto Oliveros, Senior Engineer Associates REVIEWED BY: Elias Sassoon, Public Works Director APPROVED BY: Barbara Voss, Deputy City Manager Page 345 of 389 Construction Contract Award for the Teen Center, Plaza, and Skatepark Renovation Project at Recreation Park, Project No. PW 25-13 May 19, 2026 Page 5 of 5 ATTACHED SUPPORTING DOCUMENTS: 1. Vicinity Map 2. Location Map 3. RecPark Teen Center Resolution PW 25-13 Page 346 of 389 PW 25-13 Teen Center, Plaza, and Skatepark Renovation Vicinity Map r■ Park ♦■_■_■_■_■_■_■_■_■[y��}}h�■_■' ' E Walnut Ave ! N E Sycamore Ave T ! u W Maple Ave C ' ■ 2 ' m ■ v ■ W Palm Ave i f0 Lnn o ! W 119th ' Ln m = ■ c r■ W Mariposa Ave M E Mariposa Ave p) N 0 ■ ' ' o ° > W Pine Ave L■_r E Pine Ave @ Z Z Q n ' ■ ElSegundo m Z ._. 0 m Del Ai ■� • E Grand Ave m 0 o ! W Grand Ave c ' L• E Franklin Ave o Q ' ■ Nd ' U Z r _ ■' 01 ! _ . ■ _ ■ _ ■ _ ■ E El Segundo Blvd E El Segundo Blvd. ■ ■ �' ♦ _ z A Jar o`ron Oil > Refinery • > 3 C o to a N ` N ` 011 Refinery W 138th Chevron ,�♦00 ` • � v Q i a■M■_■_■ Now ■_■_■_■�iQISGir■IIiG�If�■_■■_■_■_■_■_■_■_■j}�y6l�a9N!■�lV�■_■i it"" PI 6/30/2025 —' — COES City Boundary 1:26,050 0 0.17 0.35 0.7 mi 0 0.28 0.55 1.1 km Sources: Esri, TomTom, Garmin, FAO, NOAA, USGS, © OpenStreetMap contributors, and the GIS User Community Page 347 of 389 PW 25-13 Teen Center, Plaza, and Skatepark Renovation Location Map Recreration Pa-k E Holly Ave L-1 I I I I I � 0 I I cn L I ' - - -E Grarrd-AYe E Grand Pve r 21 -digV N to C d Q V) C O d t N 4N` 14 V) 6/30/2025 1:2,257 003 0 0.01 .03 0.06 mi 0 0.03 0.05 0.1 km Sources: Esri, TomTom, Garmin, FAO, NOAA, USGS, © OpenStreetMap contributors, and the GIS User Community Page 348 of 389 RESOLUTION NO. A RESOLUTION AUTHORIZING THE PUBLIC WORKS DIRECTOR TO REVIEW AND APPROVE SUBSTITUTION OF SUBCONTRACTORS FOR THE RENOVATION OF TEEN CENTER, PLAZA, AND SKATEPARK AT RECREATION PARK, PROJECT NO. PW 25-13, IN ACCORDANCE WITH PUBLIC CONTRACT CODE § 4107. The City Council of the City of El Segundo does resolve as follows: SECTION 1: The City Council finds and declares as follows: A. The City is undertaking the renovation of the Teen Center, Plaza, and Skatepark at Recreation Park, Project No. PW 25-13 ("Project"); B. The City Council has awarded, or will award, a construction contract for the Project in accordance with applicable law and the Plans and Specifications; C. The Subletting and Subcontracting Fair Practices Act (Public Contract Code §§ 4100 et seq.) governs the listing and substitution of subcontractors on public works projects; D. Public Contract Code § 4107 establishes the exclusive statutory grounds and procedures under which a listed subcontractor may be substituted, including required notice and opportunity to object; E. Subcontractor substitutions may arise during construction of the Project in accordance with applicable law; F. Public Contract Code § 4107(a) allows the City Council, as an "awarding authority" to authorize a City officer to consent to or deny a request for subcontractor substitution; G. The City Council also believes that delegating administrative authority to the Public Works Director to review and approve subcontractor substitutions will facilitate efficient project delivery, provided any subcontractor substitution for the Project is administered in strict compliance with state law. SECTION 2: Authorization. A. The City Council hereby authorizes the Public Works Director, or designee to: Review, evaluate, and approve requests for substitution of subcontractors for the Project during construction, strictly in Page 1 of 2 Page 349 of 389 accordance with Public Contract Code §§ 4100 et seq., including Section 4107; 2. Determine whether the statutory grounds for substitution have been satisfied and whether all procedural requirements, including notice and opportunity to object, have been properly met; 3. Administer the subcontractor substitution process, including issuing required notices, receiving, and evaluating objections, and making determinations in accordance with Public Contract Code § 4107; and 4. Act on the City's behalf in approving such subcontractor substitutions and executing any necessary documentation memorializing such approval. B. Nothing in this Resolution authorizes substitution of a listed subcontractor except as expressly permitted under Public Contract Code § 4107 and other applicable law. C. Nothing in this Resolution shall be interpreted to permit the addition of subcontractors for work that was required to be listed at the time of bid submission, except as permitted under Public Contract Code § 4107. SECTION 3: The City Clerk is directed to certify the adoption of this Resolution. SECTION 4: This Resolution will become effective immediately upon adoption. PASSED AND ADOPTED this day of ATTEST: Susan Truax, City Clerk APPROVED AS TO FORM: Mark D. Hensley City Attorney Chris Pimentel, Mayor , 2026. Page 2 of 2 Page 350 of 389 FI, FGUN1)0 TITLE: Measure C Sales Tax Implementation RECOMMENDATION: City Council Agenda Statement Meeting Date: May 19, 2026 Agenda Heading:Staff Presentations Item Number: D.16 Adopt resolutions and approve associated documents to instruct the California Department of Tax and Fee Administration to collect an additional 0.75% sales tax as approved by Measure C. 2. Authorize the City Manager to execute an amendment to the agreement with Hinderliter de Llamas and Associates to add $3,600 per year for reporting and auditing services fee in relation to Measure C pursuant to El Segundo Municipal Code Chapter 1-7A. 3. Appropriate $175,000 to budget line item 001-505-0000-1-56204- (Contractual Services) for the California Department of Tax and Fee Administration's implementation cost. 4. Alternatively, discuss and take other action related to this item. FISCAL IMPACT: The one-time fee for California Department of Tax and Fee Administration (CDTFA) to implement the tax collection of $175,000 was not budgeted in FY 2025-26 and would require City Council to appropriate the additional funding. Amount Budgeted in FY 2025-26: $0 Additional Appropriation: $175,000 Account Number(s): 001-505-0000-1-56204- (General Fund contractual services) Staff will bring back the necessary revenue changes during the FY 2026-27 Mid -Year budget. The implementation of the 0.75% Measure C tax could generate approximately $9 million dollars in additional Sales Tax revenue for the City. Furthermore, staff is Page 351 of 389 Measure C Sales Tax Implementation May 19, 2026 Page 2 of 5 recommending an amendment to the City's agreement with Hinderliter de Llamas and Associates (HDL) by $3,600 per year, plus audit recovery fees. These costs will be absorbed into the Finance Department's operating budget. BACKGROUND: On April 10, 2018, 83% of the voters of the City of El Segundo ("City") approved Measure C, Ordinance No. 1566, authorizing the imposition of a three-quarter cent (0.75%) Transaction and Use Tax (sales tax), to become effective once another taxing entity, in this case the County of Los Angeles ("County"), places a new or increased sales tax on the ballot seeking voter approval and that the City could continue to collect the tax if the County's tax measure passed. The vast majority of cities in the County passed .75% sales tax for their own economic purposes and, as explained below, to keep the sales tax under local control rather than let the County try and take the funds. The sales tax cap at that time was 10.00% and .75% was available to government entities in the County to collect if they could pass a sales tax measure. Measure C became effective when County Measure A (homelessness tax of 0.5%) was placed on the ballot and passed in November 2024 and took effect on April 1, 2025. The City Council at that time decided to suspend collection of Measure C because the state legislature and governor had increased the sales tax cap in the County by .50% bringing the total sales tax cap to 10.50%. The City Council reasoned that since Measure C would not result in blocking the County from taking the .75% that the City could take via Measure C, it would suspend Measure C and so the sales tax in El Segundo is currently 9.75%. The table below provides the sales tax breakdown: Current Measure C Measure ER District Rate Rate Rate California 6.00% 6.00% 6.00% County Transportation Funds 0.25% 0.25% 0.25% Local Bradley Burns 1.00% 1.00% 1.00% County of LA - Measure A 0.50% 0.50% 0.50% County of LA - Measure ER 0.00% 0.00% 0.50% County of LA - Special Taxes 2.00% 2.00% 2.00% City of El Segundo - Local Tax 0.00% 0.75% 0.00% Total Sales Tax 9.75% 10.50% 10.25% Page 352 of 389 Measure C Sales Tax Implementation May 19, 2026 Page 3 of 5 State law provides that the combined rate of all sales taxes imposed by local taxing authorities in any county (including the county itself and cities within the county) may not exceed two (2) percent. (Rev. & Tax Code 7251.1.) That, together with other state laws, effectively caps the total permissible sales tax rate within a county at 10.25 percent. However, AB 1679 (2023) authorized the County of Los Angeles to impose a sales tax of no more than 0.50 percent (to fund homeless prevention efforts) that, in combination with other sales taxes, may exceed the two (2) percent cap on locally imposed sales taxes. The net effect of AB 1679 was to increase the cap on local sales taxes in Los Angeles County from 2.00% to 2.25% (Rev. & Tax Code 7286.01). Accordingly, the maximum permissible total sales tax in Los Angeles County is now 10.50%. DISCUSSION: The Essential Services Restoration Act (Measure ER) for Los Angeles County General Sales Tax Measure has qualified for the June 2026 ballot. Measure ER would add a half -cent (0.50%) tax, thus increasing sales taxes in the County by 0.50%. The County is once again seeking legislation to increase the sales tax cap by 0.50% to 11.00% through Assembly Bill 1768. To date, the bill has not become law and so it is possible that if Measure ER passes and the City does not start collecting Measure C that the County would get .50% of the remaining .75% of the sales tax that has not yet been implemented in the City of El Segundo. Approximately 59 of the 88 incorporated cities in Los Angeles County have passed their own sales tax measures such that there is no remaining available sales tax for the County to take in those cities. If the City does nothing and the County measure passes, and the state does not increase the sales tax cap to 11.00%, the sales tax rate in the City would increase from 9.75% to 10.25%, all of the additional revenue generated by the County tax measure will flow to the County, and there would only be an additional .25% available for future increases (either by the City or the County). To ensure that the City, as opposed to the County, benefits from any increase in the sales tax, the City must act first to access the remaining .75% currently available under state law. Regardless of whether the City increases the local tax rate by either .25%, .50%, or the full .75%, if the County measure passes, the resulting tax rate would rise to the 10.50% max in all scenarios unless the state increases the cap to 11.00%. For example, if the City Council authorizes an increase of .25% and the County measure passes, the resulting tax rate in the City will be 10.50%, with the City getting a .25% increase and the county getting a .50% increase. Likewise, if the City Council authorizes an increase of .50% and the County measure passes, the resulting tax rate in the City would be 10.50%, with the City getting a .50% increase and the County getting .25%. Accordingly, to ensure that all revenue from a local sales tax increase flows to the City in the event the County measure passes, the City Council would need to authorize an increase of .75%, the full amount authorized by Measure C. If the state ultimately increases the sales tax cap and the City imposes its .75% Measure C sales tax, the total sales tax in El Segundo will be 11.00% which is what it will also be in 59 Page 353 of 389 Measure C Sales Tax Implementation May 19, 2026 Page 4 of 5 out of 88 incorporated cities in the County. If the County measure fails or the state increases the cap to 11.00%, the City Council could decide to once again suspend Measure C. The implementation of the 0.75% Measure C tax could generate approximately $9 million in additional sales tax revenue for the City. If implemented, the City's overall sales tax would be approximately $23 million, making it the largest General Fund revenue source. These funds can be used for any general municipal services; for example, Police and Fire Services, Senior Citizen Services, Recreation Services and Street Maintenance. While the City budget is currently balanced, there are challenges ahead over the next several years with increased pension costs, various large CIP projects, and other deferred maintenance costs throughout the City. The availability of these additional funds would give the City greater flexibility in meeting the Strategic Plan goals set forth by the City Council. For the CDTFA to implement the collection of the new tax rate, the City needs to complete several forms containing instructions, agreements and resolutions which authorize the CDTFA to collect the tax and remit to the City. The one-time fee for CDTFA to implement the tax collection is $175,000, regardless of the outcome of the June election. This cost was not budgeted in FY 2025-26 and would require City Council to appropriate the additional funding. CDTFA will only make changes to local sales tax collection activities on a quarterly basis and requires significant advance notice before implementing any such changes. The soonest that CDTFA could begin collecting the Measure C tax is October 1, 2026. To begin collection of the tax on that date, the City must complete and return all of the required forms to CDTFA no later than July 13, 2026. If the County measure fails, the City will continue suspending the implementation of Measure C. To prepare the necessary CDTFA forms, staff is requesting the Clty Council's approval to amend the HDL contract by $3,600 per year, plus audit recovery fees for tracking Measure C sales tax, separate from the City's general sales tax revenues. HDL's services will only be billed if Measure C is implemented. CITY STRATEGIC PLAN COMPLIANCE: Goal 5: Champion Economic Development and Fiscal Sustainability Strategy A: Identify opportunities for new revenues, enhancement of existing revenues, and exploration of potential funding options to support programs and projects. PREPARED BY: Dino Marsocci, Treasury & Customer Services Manager REVIEWED BY: Page 354 of 389 Measure C Sales Tax Implementation May 19, 2026 Page 5 of 5 Paul Chung, Chief Financial Officer APPROVED BY: Barbara Voss, Deputy City Manager ATTACHED SUPPORTING DOCUMENTS: 1. City Preparatory Agreement 2. City Administration Agreement 3. City Resolution to Execute Agreements 4. City of El Segundo Ordinance 1566 5. 2018-05-01 Resolution 5082 - April 10, 2018 Election Results 6. Contact Form for All Communications 7. District Updated Resolution For Examination of Confidential Records 8. Designation Letter 9. Contact Form For Notifications Appeals 10. Media and Registration Request Form Page 355 of 389 AGREEMENT FOR PREPARATION TO ADMINISTER AND OPERATE CITY'S TRANSACTIONS AND USE TAX ORDINANCE In order to prepare to administer a transactions and use tax ordinance adopted in accordance with the provision of Part 1.6 (commencing with Section 7251) of Division 2 of the Revenue and Taxation Code, the City of El Segundo , hereinafter called City, and the CALIFORNIA DEPARTMENT OF TAX AND FEE ADMINISTRATION, hereinafter called Department, do agree as follows: 1. The Department agrees to enter into work to prepare to administer and operate a transactions and use tax in conformity with Part 1.6 of Division 2 of the Revenue and Taxation Code which has been approved by a majority of the electors of the City and whose ordinance has been adopted by the City. 2. City agrees to pay to the Department at the times and in the amounts hereinafter specified all of the Department's costs for preparatory work necessary to administer the City's transactions and use tax ordinance. The Department's costs for preparatory work include costs of developing procedures, programming for data processing, developing and adopting appropriate regulations, designing and printing forms, developing instructions for the Department's staff and for taxpayers, and other appropriate and necessary preparatory costs to administer a transactions and use tax ordinance. These costs shall include both direct and indirect costs as specified in Section 11256 of the Government Code. 3. Preparatory costs may be accounted for in a manner which conforms to the internal accounting and personnel records currently maintained by the Department. The billings for costs may be presented in summary form. Detailed records of preparatory costs will be retained for audit and verification by the City. 4. Any dispute as to the amount of preparatory costs incurred by the Department shall be referred to the State Director of Finance for resolution, and the Director's decision shall be final. 5. Preparatory costs incurred by the Department shall be billed by the Department periodically, with the final billing within a reasonable time after the operative date of the ordinance. City shall pay to the Department the amount of such costs on or before the last day of the next succeeding month following the month when the billing is received. 1 Page 356 of 389 6. The amount to be paid by City for the Department's preparatory costs shall not exceed one hundred seventy-five thousand dollars ($175,000) (Revenue and Taxation Code Section 7272.) 7. Communications and notices may be sent by first class United States mail or through email at jservices@cdtfa.ca.gov. If and when communications and notices may include confidential information, communications and notices must be sent through encrypted email at jservices@cdtfa.ca.gov or by mail. Communications and notices to be sent to the Department shall be addressed to: California Department of Tax and Fee Administration P.O. Box 942879 MIC: 27 Sacramento, California 94279-0027 Attention: Administrator Local Revenue Branch Communications and notices to be sent to City shall be addressed to: City of El Segundo — Attn:CFO 350 Main Street El Segundo. CA 90245 8. The date of this agreement is the date on which it is approved by the Department of General Services. This agreement shall continue in effect until the preparatory work necessary to administer City's transactions and use tax ordinance has been completed and the Department has received all payments due from City under the terms of this agreement. CITY OF El Segundo CALIFORNIA DEPARTMENT OF TAX AND FEE ADMINISTRATION (Signature) (Typed Name) (Title) (Rev. 6/23) Administrator Local Revenue Branch 2 Page 357 of 389 AGREEMENT FOR STATE ADMINISTRATION OF CITY TRANSACTIONS AND USE TAXES The City Council of the City of El Segundo has adopted, and the voters of the City of El Segundo (hereafter called "City" or "District") have approved by the required majority vote, the City of El Segundo Transactions and Use Tax Ordinance (hereafter called "Ordinance"), a copy of which is attached hereto. To carry out the provisions of Part 1.6 of Division 2 of the Revenue and Taxation Code and the Ordinance, the California State Department of Tax and Fee Administration, (hereinafter called the "Department") and the City do agree as follows: ARTICLE I DEFINITIONS Unless the context requires otherwise, wherever the following terms appear in the Agreement, they shall be interpreted to mean the following: 1. "District taxes" shall mean the transactions and use taxes, penalties, and interest imposed under an ordinance specifically authorized by Revenue and Taxation code Section 7285.9, and in compliance with Part 1.6, Division 2 of the Revenue and Taxation Code. 2. "City Ordinance" shall mean the City's Transactions and Use Tax Ordinance referred to above and attached hereto, Ordinance No. 1566 , as amended from time to time, or as deemed to be amended from time to time pursuant to Revenue and Taxation Code Section 7262.2. ARTICLE II ADMINISTRATION AND COLLECTION OF CITY TAXES A. Administration. The Department and City agree that the Department shall perform exclusively all functions incident to the administration and operation of the City Ordinance. Page 358 of 389 B. Other Applicable Laws. City agrees that all provisions of law applicable to the administration and operation of the Department Sales and Use Tax Law which are not inconsistent with Part 1.6 of Division 2 of the Revenue and Taxation Code shall be applicable to the administration and operation of the City Ordinance. City agrees that money collected pursuant to the City Ordinance may be deposited into the State Treasury to the credit of the Retail Sales Tax Fund and may be drawn from that Fund for any authorized purpose, including making refunds, compensating and reimbursing the Department pursuant to Article IV of this Agreement, and transmitting to City the amount to which City is entitled. C. Transmittal of money. 1. For the period during which the tax is in effect, and except as otherwise provided herein, all district taxes collected under the provisions of the City Ordinance shall be transmitted to City periodically as promptly as feasible, but not less often than twice in each calendar quarter. 2. For periods subsequent to the expiration date of the tax whether by City's self-imposed limits or by final judgment of any court of the State of California holding that City's ordinance is invalid or void, all district taxes collected under the provisions of the City Ordinance shall be transmitted to City not less than once in each calendar quarter. 3. Transmittals may be made by mail or electronic funds transfer to an account of the City designated and authorized by the City. A statement shall be furnished at least quarterly indicating the amounts withheld pursuant to Article IV of this Agreement. D. Rules. The Department shall prescribe and adopt such rules and regulations as in its judgment are necessary or desirable for the administration and operation of the City Ordinance and the distribution of the district taxes collected thereunder. E. Preference. Unless the payor instructs otherwise, and except as otherwise provided in this Agreement, the Department shall give no preference in applying money received for state sales and use taxes, state -administered local sales and use taxes, and district transactions and use taxes owed by a taxpayer, but shall apply moneys collected to the satisfaction of the claims of the State, cities, counties, cities and counties, redevelopment agencies, other districts, and City as their interests appear. (Rev. 6/23) 2 Page 359 of 389 F. Security. The Department agrees that any security which it hereafter requires to be furnished by taxpayers under the State Sales and Use Tax Law will be upon such terms that it also will be available for the payment of the claims of City for district taxes owing to it as its interest appears. The Department shall not be required to change the terms of any security now held by it, and City shall not participate in any security now held by the Department. G. Records of the Department. When requested by resolution of the legislative body of the City under section 7056 of the Revenue and Taxation Code, the Department agrees to permit authorized personnel of the City to examine the records of the Department, including the name, address, and account number of each seller holding a seller's permit with a registered business location in the City, pertaining to the ascertainment of transactions and use taxes collected for the City. Information obtained by the City from examination of the Department's records shall be used by the City only for purposes related to the collection of transactions and use taxes by the Department pursuant to this Agreement. H. Annexation. City agrees that the Department shall not be required to give effect to an annexation, for the purpose of collecting, allocating, and distributing District transactions and use taxes, earlier than the first day of the calendar quarter which commences not less than two months after notice to the Department. The notice shall include the name of the county or counties annexed to the extended City boundary. In the event the City shall annex an area, the boundaries of which are not coterminous with a county or counties, the notice shall include a description of the area annexed and two maps of the City showing the area annexed and the location address of the property nearest to the extended City boundary on each side of every street or road crossing the boundary. ARTICLE III ALLOCATION OF TAX A. Allocation. In the administration of the Department's contracts with all districts that impose transactions and use taxes imposed under ordinances, which comply with Part 1.6 of Division 2 of the Revenue and Taxation Code: 1. Any payment not identified as being in payment of liability owing to a designated district or districts may be apportioned among the districts as their interest appear, or, in the discretion (Rev. 6/23) 3 Page 360 of 389 of the Department, to all districts with which the Department has contracted using ratios reflected by the distribution of district taxes collected from all taxpayers. 2. All district taxes collected as a result of determinations or billings made by the Department, and all amounts refunded or credited may be distributed or charged to the respective districts in the same ratio as the taxpayer's self -declared district taxes for the period for which the determination, billing, refund or credit applies. B. Vehicles, Vessels, and Aircraft. For the purpose of allocating use tax with respect to vehicles, vessels, or aircraft, the address of the registered owner appearing on the application for registration or on the certificate of ownership may be used by the Department in determining the place of use. ARTICLE IV COMPENSATION The City agrees to pay to the Department as the State's cost of administering the City Ordinance such amount as is provided for by law. Such amounts shall be deducted from the taxes collected by the Department for the City. ARTICLE V MISCELLANEOUS PROVISIONS A. Communications. Communications and notices may be sent by first class United States mail to the addresses listed below, or to such other addresses as the parties may from time to time designate or through email at jservices@cdtfa.ca.gov. If and when communications and notices may include confidential information, communications and notices must be sent through encrypted email at jservices@cdtfa.ca.gov or by mail. (Rev. 6/23) 4 Page 361 of 389 Communications and notices to be sent to the Department shall be addressed to: California State Department of Tax and Fee Administration P.O. Box 942879 Sacramento, California 94279-0027 Attention: Administrator Local Revenue Branch Communications and notices to be sent to the City shall be addressed to: —Cijy of El Segundo — Attn: CFO 350 Main Street El Segundo, CA 90245 Unless otherwise directed, transmittals of payment of District transactions and use taxes will be sent to the address above. B. Term. The date of this Agreement is the date on which it is approved by the Department of General Services. The Agreement shall take effect on _October 1, 2026 . This Agreement shall continue until December 31 next following the expiration date of the City Ordinance, and shall thereafter be renewed automatically from year to year until the Department completes all work necessary to the administration of the City Ordinance and has received and disbursed all payments due under that Ordinance. C. Notice of Repeal of Ordinance. City shall give the Department written notice of the repeal of the City Ordinance not less than 110 days prior to the operative date of the repeal. (Rev. 6/23) 5 Page 362 of 389 ARTICLE VI ADMINISTRATION OF TAXES IF THE ORDINANCE IS CHALLENGED AS BEING INVALID A. Impoundment of funds. 1. When a legal action is begun challenging the validity of the imposition of the tax, the City shall deposit in an interest -bearing escrow account, any proceeds transmitted to it under Article IL C., until a court of competent jurisdiction renders a final and non -appealable judgment that the tax is valid. 2. If the tax is determined to be unconstitutional or otherwise invalid, the City shall transmit to the Department the moneys retained in escrow, including any accumulated interest, within ten days of the judgment of the trial court in the litigation awarding costs and fees becoming final and non -appealable. B. Costs of administration. Should a final judgment be entered in any court of the State of California, holding that City's Ordinance is invalid or void, and requiring a rebate or refund to taxpayers of any taxes collected under the terms of this Agreement, the parties mutually agree that: 1. Department may retain all payments made by City to Department to prepare to administer the City Ordinance. 2. City will pay to Department and allow Department to retain Department's cost of administering the City Ordinance in the amounts set forth in Article IV of this Agreement. 3. City will pay to Department or to the State of California the amount of any taxes plus interest and penalties, if any, that Department or the State of California may be required to rebate or refund to taxpayers. 4. City will pay to Department its costs for rebating or refunding such taxes, interest, or penalties. Department's costs shall include its additional cost for developing procedures for processing (Rev. 6/23) Page 363 of 389 the rebates or refunds, its costs of actually making these refunds, designing and printing forms, and developing instructions for Department's staff for use in making these rebates or refunds and any other costs incurred by Department which are reasonably appropriate or necessary to make those rebates or refunds. These costs shall include Department's direct and indirect costs as specified by Section 11256 of the Government Code. 5. Costs may be accounted for in a manner, which conforms to the internal accounting, and personnel records currently maintained by the Department. The billings for such costs may be presented in summary form. Detailed records will be retained for audit and verification by City. 6. Any dispute as to the amount of costs incurred by Department in refunding taxes shall be referred to the State Director of Finance for resolution and the Director's decision shall be final. 7. Costs incurred by Department in connection with such refunds shall be billed by Department on or before the 25th day of the second month following the month in which the judgment of a court of the State of California holding City's Ordinance invalid or void becomes final. Thereafter Department shall bill City on or before the 25th of each month for all costs incurred by Department for the preceding calendar month. City shall pay to Department the amount of such costs on or before the last day of the succeeding month and shall pay to Department the total amount of taxes, interest, and penalties refunded or paid to taxpayers, together with Department costs incurred in making those refunds. CITY OF (Signature) (Typed Name) (Title) CALIFORNIA STATE DEPARTMENT OF TAX AND FEE ADMINISTRATION Administrator Local Revenue Branch (Rev. 6/23) 7 Page 364 of 389 SAMPLE RESOLUTION NO. A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF El Segundo AUTHORIZING (City Official) TO EXECUTE AGREEMENTS WITH THE CALIFORNIA DEPARTMENT OF TAX AND FEE ADMINISTRATION FOR IMPLEMENTATION OF A LOCAL TRANSACTIONS AND USE TAX. WHEREAS, on Date the City Council approved Ordinance No. amending the City Municipal Code and providing for a local transactions and use tax; and WHEREAS, the California Department of Tax and Fee Administration (Department) administers and collects the transactions and use taxes for all applicable jurisdictions within the state; and WHEREAS, the Department will be responsible to administer and collect the transactions and use tax for the City; and WHEREAS, the Department requires that the City enter into a "Preparatory Agreement" and an "Administration Agreement" prior to implementation of said taxes, and Whereas, the Department requires that the City Council authorize the agreements; NOW, THEREFORE BE IT RESOLVED by the City Council of the City of _El Se ndug o _ that the "Preparatory Agreement" attached as Exhibit A and the "Administrative Agreement" attached as Exhibit B are hereby approved and the (City Official) is hereby authorized to execute each agreement. Page 365 of 389 The foregoing resolution was introduced and adopted at a regular meeting of the City Council of the City of El Segundo held on Date , by the following vote, to wit: AYES: NOES: ABSENT: DATED: ATTEST: (s) City Clerk 6/7/2018 (s) Mayor Page 366 of 389 - - i The people of the city of El Segundo do ordain as follows: SECTION 1: A new Chapter 3-7 is added to Title 3 of the El Segundo Municipal Code ("ESMC") to read as follows: "Chapter 7. Transactions and Use Tax 3-7-010: TITLE. This Chapter is entitled the "El Segundo Transactions and Use Tax." The term "City," as used within this Chapter, is the city of El Segundo. This Chapter is applicable in the incorporated territory of the City, 3-7-020: OPERATIVE DATE. "Operative Date" means the first day of the first calendar quarter commencing more than 110 days after the adoption of this Chapter, the date of such adoption being as set forth below. 3-7-030: PURPOSE. This Chapter is adopted to achieve the following, among other purposes, and directs that its provisions be interpreted in order to accomplish those purposes: A. To impose a retail transactions and use tax in accordance with the provisions of Part 1.6 (commencing with Section 7251) of Division 2 of the Revenue and Taxation Code and Section 7285.9 of Part 1.7 of Division 2 of the Revenue and Taxation Code which authorizes the City to adopt this Chapter which becomes operative if a majority of the electors voting on the ballot measure approving the Chapter vote to approve the imposition of the tax at an election called for that purpose. B. To adopt retail transactions and use tax regulations that incorporates provisions identical to those of the Sales and Use Tax Law of the State of California insofar as those provisions are not inconsistent with the requirements and limitations contained in Part 1.6 of Division 2 of the Revenue and Taxation Code. ORDINANCE NO. 1566 PAGE 1 of 10 Page 367 of 389 C. To adopt retail transactions and use tax regulations that imposes a tax and provides a measure therefore that can be administered and collected by the State Board of Equalization in a manner that adapts itself as fully as practicable to, and requires the least possible deviation from, the existing statutory and administrative procedures followed by the State Board of Equalization in administering and collecting the California State Sales and Use Taxes. D. To adopt a retail transactions and use tax ordinance that can be administered in a manner that will be, to the greatest degree possible, consistent with the provisions of Part 1.6 of Division 2 of the Revenue and Taxation Code, minimize the cost of collecting the transactions and use taxes, and at the same time, minimize the burden of record keeping upon persons subject to taxation under the provisions of this ordinance. 3-7-040: CONTRACT WITH STATE. Before the operative date, the City must contract with the State Board of Equalization to perform all functions incident to the administration and operation of this Chapter; provided, that if the City has not contracted with the State Board of Equalization before the operative date, it must nevertheless so contract and in such a case the operative date is the first day of the first calendar quarter following the execution of such a contract. 3-7-050: TRANSACTIONS TAX RATE. For the privilege of selling tangible personal property at retail, a transaction tax is hereby imposed upon all retailers in the incorporated territory of the City at the rate of 0.75% of the gross receipts of any retailer from the sale of all tangible personal property sold at retail in said territory on and after the operative date of this ordinance. 3-7-060: PLACE OF SALE. For the purposes of this Chapter, all retail sales are consummated at the place of business of the retailer unless the tangible personal property sold is delivered by the retailer or his agent to an out-of-state destination or to a common carrier for delivery to an out-of-state destination. The gross receipts from such sales include delivery charges, when such charges are subject to the state sales and use tax, regardless of the place to which delivery is made. In the event a retailer has no permanent place of business in the State or has more than one place of business, the place or places at which the retail sales are consummated is determined under rules and regulations to be prescribed and adopted by the State Board of Equalization. 3-7-070: USE TAX RATE. A use tax is imposed on the storage, use or other consumption in the City of tangible personal property purchased from any retailer on and after the operative date of this ordinance for storage, use or other consumption in said territory at the rate of 0.75% of the sales price of the property. The sales price includes delivery charges when such charges are subject to state sales or use tax regardless of the place to which delivery is made. ORDINANCE NO. 1566 PAGE 2 of 10 Page 368 of 389 3-7-080: ADOPTION OF PROVISIONS OF STATE LAW, Except as otherwise provided in this ordinance and except insofar as they are inconsistent with the provisions of Part 1.6 of Division 2 of the Revenue and Taxation Code, all of the provisions of Part 1 (commencing with Section 6001) of Division 2 of the Revenue and Taxation Code are adopted and made a part of this Chapter as though fully set forth. 3-7-090: LIMITATIONS ON ADOPTION OF STATE LAW AND COLLECTION OF USE TAXES. In adopting the provisions of Part 1 of Division 2 of the Revenue and Taxation Code: A. Wherever the State of California is named or referred to as the taxing agency, the name of this City will be substituted. However, the substitution is not made when: The word "State" is used as a part of the title of the State Controller, State Treasurer, State Board of Control, State Board of Equalization, State Treasury, or the Constitution of the State of California; Z The result of that substitution would require action to be taken by or against this City or any agency, officer, or employee thereof rather than by or against the State Board of Equalization, in performing the functions incident to the administration or operation of this Chapter. 3. In those sections, including, but not necessarily limited to sections referring to the exterior boundaries of the State of California, where the result of the substitution would be to: a. Provide an exemption from this tax with respect to certain sales, storage, use or other consumption of tangible personal property which would not otherwise be exempt from this tax while such sales, storage, use or other consumption remain subject to tax by the State under the provisions of Part 1 of Division 2 of the Revenue and Taxation Code, or b. Impose this tax with respect to certain sales, storage, use or other consumption of tangible personal property which would not be subject to tax by the state under the said provision of that code. 4. In Sections 6701, 6702 (except in the last sentence thereof), 6711, 6715, 6737, 6797 or 6828 of the Revenue and Taxation Code. B. The word "City" is substituted for the word "State" in the phrase "retailer engaged in business in this State" in Section 6203 and in the definition of that phrase in Section 6203 of the Revenue and Taxation Code. ORDINANCE NO. 1566 PAGE 3 of 10 Page 369 of 389 3-7-100: PERMIT NOT REQUIRED. If a seller's permit has been issued to a retailer under Section 6067 of the Revenue and Taxation Code, an additional transactor's permit is not required by this Chapter. 3-7-110: EXEMPTIONS AND EXCLUSIONS. A. There is excluded from the measure of the transactions tax and the use tax the amount of any sales tax or use tax imposed by the State of California or by any city, city and county, or county pursuant to the Bradley -Burns Uniform Local Sales and Use Tax Law or the amount of any state - administered transactions or use tax. B. There are exempted from the computation of the amount of transactions tax the gross receipts from: Sales of tangible personal property, other than fuel or petroleum products, to operators of aircraft to be used or consumed principally outside the county in which the sale is made and directly and exclusively in the use of such aircraft as common carriers of persons or property under the authority of the laws of this State, the United States, or any foreign government. 2. Sales of property to be used outside the City which is shipped to a point outside the City, pursuant to the contract of sale, by delivery to such point by the retailer or his agent, or by delivery by the retailer to a carrier for shipment to a consignee at such point. For the purposes of this paragraph, delivery to a point outside the City is satisfied: a. With respect to vehicles subject to registration pursuant Section 4000) of Division 3 of th e b. With respect to commercial vehicles, by registration to a place of business out -of -City and declaration under penalty of perjury, signed by the buyer, that the vehicle will be operated from that address. 3. The sale of tangible personal property if the seller is obligated to furnish the property for a fixed price pursuant to a contract entered into before the operative date of this ordinance. ORDINANCE NO. 1566 PAGE 4 of 10 Page 370 of 389 4. A lease of tangible personal property which is a continuing sale of such property, for any period of time for which the lessor is obligated to lease the property for an amount fixed by the lease before the operative date of this ordinance. 5. For the purposes of subparagraphs (3) and (4) of this section, the sale or lease of tangible personal property is deemed not to be obligated pursuant to a contract or lease for any period of time for which any party to the contract or lease has the unconditional right to terminate the contract or lease upon notice, whether or not such right is exercised. C. There are exempted from the use tax imposed by this Chapter, the storage, use or other consumption in this City of tangible personal property: The gross receipts from the sale of which have been subject to a transactions tax under any state -administered transactions and use tax ordinance. 2. Other than fuel or petroleum products purchased by operators of aircraft and used or consumed by such operators directly and exclusively in the use of such aircraft as common carriers of persons or property for hire or compensation under a certificate of public convenience and necessity issued pursuant to the laws of this State, the United States, or any foreign government. This exemption is in addition to the exemptions provided in Sections 6366 and 6366.1 of the Revenue and Taxation Code of the State of California. 3, If the purchaser is obligated to purchase the property for a fixed price pursuant to a contract entered into before the operative date of this ordinance. 4. If the possession of, or the exercise of any right or power over, the tangible personal property arises under a lease which is a continuing purchase of such property for any period of time for which the lessee is obligated to lease the property for an amount fixed by a lease before the operative date of this ordinance. 5. For the purposes of subparagraphs (3) and (4) of this section, storage, use, or other consumption, or possession of, or exercise of any right or power over, tangible personal property is deemed not to be obligated pursuant to a contract or lease for any period of time for which any party to the contract or lease has the unconditional right to terminate the contract or lease upon notice, whether or not such right is exercised, ORDINANCE NO. 1566 PAGE 5 of 10 Page 371 of 389 6. Except as provided in subparagraph (7), a retailer engaged in business in the City is not required to collect use tax from the purchaser of tangible personal property, unless the retailer ships or delivers the property into the City or participates within the City in making the sale of the property, including, without limitation, soliciting or receiving the order, either directly or indirectly, at a place of business of the retailer in the City or through any representative, agent, canvasser, solicitor, subsidiary, or person in the City under the authority of the retailer. 7. "A retailer engaged in business in the City" also includes any retailer of any of the following: vehicles subject to registration pursuant to Chapter 1 (commencing with Section 4000) of Division 3 of the Vehicle Code, aircraft licensed in compliance with Section 21411 of the Public Utilities Code, or undocumented vessels registered under Division 3.5 (commencing with Section 9840) of the Vehicle Code. That retailer is required to collect use tax from any purchaser who registers or licenses the vehicle, vessel, or aircraft at an address in the City. D. Any person subject to use tax under this Chapter may credit against that tax any transactions tax or reimbursement for transactions tax paid to a district imposing, or retailer liable for a transactions tax pursuant to Part 1.6 of Division 2 of the Revenue and Taxation Code with respect to the sale to the person of the property the storage, use or other consumption of which is subject to the use tax. 3-7-120: AMENDMENTS. All amendments subsequent to the effective date of this Chapter to Part 1 of Division 2 of the Revenue and Taxation Code relating to sales and use taxes and which are not inconsistent with Part 1.6 and Part 1.7 of Division 2 of the Revenue and Taxation Code, and all amendments to Part 1.6 and Part 1.7 of Division 2 of the Revenue and Taxation Code, automatically become a part of this Chapter, provided however, that no such amendment operates so as to affect the rate of tax imposed by this ordinance. 3-7-130: ENJOINING COLLECTION FORBIDDEN. No injunction or writ of mandate or other legal or equitable process may issue in any suit, action or proceeding in any court against the State or the City, or against any officer of the State or the City, to prevent or enjoin the collection under this ordinance, or Part 1.6 of Division 2 of the Revenue and Taxation Code, of any tax or any amount of tax required to be collected. 3-7-140: AUTOMATIC SUSPENSION, IMPLEMENTATION. The taxes authorized by this chapter are subject to the following: ORDINANCE NO. 1566 PAGE 6 of 10 Page 372 of 389 A. For purposes of this Section, the term "district" has the meaning set forth in Revenue and Taxation Code § 7252 to the extent such a district may have taxing powers within the City's jurisdiction under applicable law. For example, and without limitation, the County of Los Angeles is a district for purposes of this Section. B. The City will suspend collection of the taxes authorized by this chapter so long as a district does not place a measure on the ballot seeking voter authorization for a new or increased retail transactions and use tax in accordance with the provisions of Part 1.6 (commencing with Section 7251) of Division 2 of the Revenue and Taxation Code and Sections 7285 or 7285.5 of Part 1.7 of Division 2 of the Revenue and Taxation Code. C. Should a district place a transaction and use tax measure on the ballot as contemplated by Subsection B, then the City will promptly commence collection of the taxes authorized by this chapter. D. Should a ballot measure contemplated by Subsection C fail to become effective then, notwithstanding any other provision of this chapter, the City will suspend collection of the taxes authorized by this chapter. E. Nothing in this Section is intended to, nor will it, limit the number of times the City may suspend or implement tax collection authorized by this chapter based upon the actions contemplated in Subsections B through C. F. Revenue from any taxes collected between the time periods contemplated by Subsections B through D may be retained by the City for general purposes and need not be refunded. 3-7-150: SUSPENSION OR REDUCTION. Nothing in this Chapter requires the City Council to collect a tax; the city council may suspend or reduce tax rates imposed by this chapter by resolution after a public hearing. 3-7-160: CITY COUNCIL AUTHORITY TO AMEND. Except for amendments that would increase the tax rate, impose the tax on transactions and uses not previously subject to the tax, or be inconsistent with the purposes of this chapter, the City Council may exercise all applicable powers set forth in the Government Code including, without limitation, amending this chapter by ordinance upon three affirmative votes by its members. It may, in additional, adopt by ordinance or resolution such additional regulations that may be necessary to implement the purposes of this chapter." SECTION 2: Environmental Analysis. This Proposition is exempt from review under the California Environmental Quality Act (California Public Resources Code §§ 2100, et seq. , "CEQA") and CEQA regulations (14 California Code of Regulations §§ 15000, et seq.) because it establishes rules and procedures to implement government funding mechanisms; does not involve any commitment to a specific project which could result in ORDINANCE NO. 1566 PAGE 7 of 10 Page 373 of 389 a potentially significant physical impact on the environment; and constitutes an organizational or administrative activity that will not result in direct or indirect physical changes in the environment. Accordingly, this Resolution does not constitute a "project" that requires environmental review (see specifically 14 CCR § 15378(b)(4-5)). SECTION 3: Continuity. Repeal of any provision of the El Segundo Municipal Code does not affect any penalty, forfeiture, or liability incurred before, or preclude prosecution and imposition of penalties for any violation occurring before this Ordinance's effective date. Any such repealed part will remain in full force and effect for sustaining action or prosecuting violations occurring before the effective date of this Ordinance. SECTION 4: Severability. If any part of this Ordinance or its application is deemed invalid by a court of competent jurisdiction, the city council intends that such invalidity will not affect the effectiveness of the remaining provisions or applications and, to this end, the provisions of this Ordinance are severable. SECTION 5: Validity of Previous Code Sections. If this the entire Ordinance or its application is deemed invalid by a court of competent jurisdiction, any repeal of the ESMC or other regulation by this Ordinance will be rendered void and cause such ESMC provision or other regulation to remain in full force and effect for all purposes. SECTION 6: Voter Approval. This Proposition will enact and impose a general tax. Accordingly, it will be submitted to a general election on April 10, 2018 for voter approval. If a majority of voters vote in favor of this Proposition, it will become valid and binding on the date that the City Council certifies the election results. Should the provisions of Government Code §§ 53720 et seq. or California Constitution Article XIIIC be repealed or amended, or interpreted by the courts so that voter approval is not required for enacting this Ordinance, then this Ordinance will take effect as provided for all other City ordinances and may be amended in the same manner as all other City ordinances. SECTION 7: Miscellaneous. A. This Proposition must be interpreted so as to be consistent with all federal and state laws, rules, and regulations. If any section, sub -section, sentence, clause, phrase, part, or portion of this Proposition is held to be invalid or unconstitutional by a final judgment of a court of competent jurisdiction, such decision does not affect the validity of the remaining portions of this Proposition. The voters declare that this Proposition, and each section, sub -section, sentence, clause, phrase, part, or portion thereof, would have been adopted or passed irrespective of the fact that any one or more sections, sub -sections, sentences, clauses, phrases, part, or portion is found to be invalid. If any provision of this Proposition is held invalid a4s applied to any person or circumstance, such invalidity does not affect any application of this Proposition that can be given effect without the invalid application. ORDINANCE NO. 1566 PAGE 8 of 10 Page 374 of 389 B. If any portion of this Proposition is held by a court of competent jurisdiction to be invalid, we the People indicate our strong desire that: (i) the City Council use its best efforts to sustain and reenact that portion, and (ii) the City Council implement this Proposition by taking all steps possible to cure any inadequacies or deficiencies identified by the court in a manner consistent with the express and implied intent of this Proposition, and then adopting or reenacting such portion as necessary or desirable to permit the planning and development of the Project. C. This Proposition must be broadly construed in order to achieve the purposes stated in this Proposition. It is the intent of the voters that the provisions of this Proposition be interpreted or implemented by the City and others in a manner that facilitates the purposes set forth in this Proposition. SECTION 8: The Mayor will sign this Ordinance and the City Clerk will attest and certify to the passage and adoption of this Ordinance if a majority of the voters voting in the City's general election on April 10, 2018 approve the proposition asking whether the voters approve this Ordinance. SECTION 9: Pursuant to Revenue and Taxation Code § 7265, this Ordinance will become operative on the first day of the first calendar quarter commencing more than 110 days after the adoption of this Ordinance. ADOPTED BY THE ELECTORATE AT THE GENERAL MUNICIPAL ELECTION HELD APRIL 10, 2018. Drew ayle r Pro Tern rn ATTEST-. STATE OF CALIFORNIA COUNTY OF LOS ANGELES SS CITY OF EL SEGUNDO 1, Tracy Weaver, City Clerk of the City of El Segundo, California, do hereby certify that the foregoing Ordinance No. 1566 was duly and regularly passed, approved, and adopted by the electors of the City of El Segundo, California, at the General Municipal Election held in said City on Tuesday, the loth day of April, 2018, and that it was so passed and adopted by the following vote at said election to wit: Machine Tally Hand Tally Difference" "YES," 467 470 3 "NO," 91 93 2 "Difference is related to a ballot over marked or under marked. ORDINANCE NO. 1566 PAGE 9 of 10 Page 375 of 389 And that, therefore, more than a majority of the electors voting upon the adoption of said ordinance having voted in favor thereof, the said ordinance shall accordingly become effective according to its terms and a provided by law. Tracy Weaver, ity Clerk APPROVED TO FORM; Markp. Hensley, City Attorney ORDINANCE NO. 1566 PAGE 10 of 10 Page 376 of 389 RESOLUTION NO. 5082 A RESOLUTION DECLARING THE RESULTS OF THE GENERAL MUNICIPAL ELECTION HELD APRIL 10, 2018. The City Council of the city of El Segundo does resolve as follows: SECTION 1: The City Council finds and declares as follows: A. A General Municipal Election was held in the City of El Segundo on Tuesday, April 10, 2018, as required by law; B. Notice of the election was given in the manner provided by law; C. Voting precincts were properly established, election officers were appointed, votes were cast, votes were received and canvassed and the returns made and declared in the time and manner required by the Elections Code for holding elections in general law cities; D, The City Clerk canvassed the returns of the election and certified the results to the City Council. These results are attached as Exhibit "A," and incorporated by reference. SECTION 2: The whole number of ballots cast in the precincts, except provisional ballots, was 1504. The number of provisional ballots cast in the City was 138. The number of vote by mail ballots cast in the City was 1867, making a total of 3509 ballots cast in the City. SECTION 3: The names of persons voted for at the election for Members of the City Council are as follows: Lance Giroux Chris Pimentel Scot F. Nicol Maria Barden SECTION 4: The number of votes given at each precinct and the number of votes given in the City to each of the persons named above for the respective offices for which the persons were candidates are as listed in attached Exhibit A. SECTION 5: The City Council declares and determines that Chris Pimentel and Scot F. Nicol were elected as Members of the City Council for full terms of four years, Page 1 of Page 377 of 389 SECTION 6: That the measure voted upon at the election (Measure C) is as follows: Shall the measure authorizing a three-quarter cent transactions and Yes ❑ use tax (sales tax), which shall be imposed by the city when a county sales tax measure has qualified for a ballot and may continue to be No ❑ imposed only if it receives voter approval, to fund general municipal services, for example, police and fire services, senior citizen services, recreation services and street maintenance be adopted (generates approximately $9 million annually in perpetuity)? ,SECTION i That the number of votes given at each precinct and the number of votes given in the City for and against this measure are as listed in Exhibit A. Ordinance No. 1566, is duly passed and adopted by the Electorate of the City of El Segundo. SECTION 8: The City Clerk is directed to enter in the City's records a statement of the result of the election, showing: (1) the whole number of ballots cast in the City; (2) the names of the persons voted for; (3) the number of votes given at each precinct to each person; and (4) the total number of votes given to each person. SECTION 9 The City Clerk will immediately make and deliver to each of the persons so elected a Certificate of Election signed by the City Clerk and authenticated; the City Clerk will also administer to each person elected the Oath of Office prescribed in the Constitution of the State of California and will have them subscribe to it and file it in the office of the City Clerk. Each and all of the persons so elected will then be inducted into the respective office to which they have been elected. SECTION 10: The City Clerk will certify to the passage and adoption of this Resolution and enter it into the book of original resolutions. SECTION 11: Resolution No. 5082 will become effective immediately upon adoption. V "II-SUI � VI III "V"tl V K) T;O Page 378 of 389 PASSED, APPROVED AND ADOPTED RESOLUTION NO. 5082 this 1st day of May 2018. ATTEST: Tracy Wea r, City Clerk APPROVED AS TO FORM Mark Hensley, City *xt rney � �1... �w Panne Fuentes, Mayor RESOLUTION NO. 5082 Page 3 of 3 Page 379 of 389 H o 0 0 0 0 0 0 0 O 't O,O (D O O ti Lu w Z H F-fn H � . I OD N N T (''� M II--LO 00 T CDW M O Q O >L)>�` I � � a) M O r U � OD LO ti ((DD O 0)w r" O ro» QW 00 U O N Il- 00 f-- LO 0 AM r U - co � to * (? m (h 00 U > O I� r U) a) O N 00 (DU') C?1 M) 0- (0N N N LC) � m H :.i r LO O a V M C O Z' N (C) N M N O T� CA O P W r U aL h o 0 ._ Q > 4 _ U .. cu 00 00 m N (h L w �I +L- .� C W CD ui N �, LNL a (i (� Z r M M N (h (D U) O Ln ()0 O N C+I "( - � O _ Q lZ T f (h lC) T M N IIIY 00 (o (M (h cY a l LO 0 — 4W �r^ : L) U O L m� LU O LL' O a > LU O Q Z Z cn r� CO M M N p 0O .. 0 (D qt N m cn O O O � V- V- N 1". Cl) u N (h (h U Q c Z J J O Ix a� 2F�- O H a�i W Z Z ((4 N (D (D cp (0 (O (00 *tn ; T M O � a) L � Lu O D� (D M M 1 N (77 (0 T I,- O E V e- i- N q y N +� L Z — N M M' � L m as a m o O O 0 C 0 O L cu w is o IJ E �w IL L 1IL 06 73 U J_ E L Z IZ Z o 0 n `o 0 a� c}a 0 I cu .O U W .-J (0 C o F- U w F-�� 0 E V LLxW_jZ ODZOw J V w 0 > DO O> E O m a) LL Oi<�—IZ J w �0WC) Ll_ �WU p' it0wC)0 wLU `� mU' Of �ZQ � ix I-W C: U}' co < � , c FE Lim Q W H .� U a - :Li m Q, ¢ W w co Q w m fn w a' W W (n Q w �z�0� �(n m H'O 0 U— E0� o Q= U Q L w 0 O w L t Z= a U Q T W O 0 �° J U U) �° > Z z > I- F- �° U (n 2 �0 >- Z Page 380 of 389 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. 5082 was duly passed, approved and adopted by said City Council at a regular meeting held on the 1st day of May, 2018, approved and signed by the Mayor, and attested to by the City Clerk, by the following vote: AYES: Mayor Fuentes, Mayor Pro Tern Boyles, Council Member Brann, Council Member Dugan and Council Member Pirsztuk NOES: None ABSENT: None ABSTAIN: None WITNESS MY HAND THE OFFICIAL SEAL OF SAID CITY this Rday of May, 2018, Tra&y Weaver, City Clerk of the City of El Segundo, California Page 381 of 389 LOCAL REVENUE BRANCH — CONTACT FORM Please complete and return this form to our office any time there is a change of information to ensure our records are always up to date. Thank you! City/County: City of El Segundo Please check one: ® Local Tax ❑ Transactions and Use Tax ❑ Mobile Telephony Surcharge All legal correspondence should be mailed to the following address: Jurisdiction: City of EI Segundo Name: Position Title: Address: Phone: Financial correspondence should be mailed to the following address: Note: Confidential information may be sent only to positions authorized by resolution Jurisdiction: City of El Segundo Name: Paul Chung Position Title: Chief Financial Officer Address:350 Main Street, El Segundo, CA 90245 Phone: 310-524-2315 pchung@elsegundo.org Paper warrants (if issued) and monthly/quarterly statements should be mailed to the following address: Jurisdiction: City of El Segundo Name: Paul Chung Position Title: Chief Financial Officer Address:350 Main Street, El Segundo, CA 90245 Phone: 310-524-2315 Email: pchung@elsegundo.org General Office Contact —for general information and reminders: Jurisdiction: City of El Segundo Address:350 Main Street, El Segundo, CA 90245 Phone: 310-524-2315 Completed by: Print Name: Dino R. Marsocci Signature: pchung@elsegundo.org Position Title: Treasury & Customer Services Manager Date: Page 382 of 389 Instructions for Completing District Resolution: 1. Complete spaces marked in blue or red font. Remove brackets and change font to black ink before finalizing the draft of the resolution. 2. Section 1: List all authorized position titles that need access to confidential sales or transactions and use tax records. Remember only those positions named in the resolution are allowed to receive or examine confidential sales or transactions and use tax information provided by the Department. The District may not disclose any confidential information to any person who has not been authorized by the resolution or letter of designation. You should consider authorizing position titles rather than individual names to account for personnel changes. 3. Section 1: The resolution may grant authority to an authorized position title to designate other officers or employees by a written designation notice (a sample can be provided). Using the designation option avoids the need for a new resolution to add or delete authorized personnel when it becomes desirable. 4. Section 2: For Section 2, select one of the two options. If the District only plans to use the sales or transactions and use tax information for purposes related to the collection of sales or transactions and use taxes by the Department, use option 1. If the District plans to also use it for additional governmental purposes (other than the routine review of records for accuracy of local tax allocation), use option 2 and list those other governmental functions. Do not list authorized position titles as governmental functions. Examples of government functions include, but are not limited to, Budget Planning, Economic Development, Transportation Planning, etc. Revenue and Taxation Code section 7056(b)(2) requires local entities to list in their resolution any other governmental functions for which the sales or transactions and use tax information will be used. Otherwise, the confidential information may only be used for purposes related to the collection of sales or transactions and use taxes by the Department. 5. Section 3: Include in resolution only if applicable. Use Section 3 if the District has contracted with a representative to examine the District's sales or transactions and use tax information for purposes related to the collection of sales or transactions and use taxes by the Department. Only representatives designated in the District's resolution may access or examine the District's sales or transactions and use tax information. The District must also have a contract with that representative that provides authorization to examine all of the sales or transactions and use tax records of the Department pertaining to the ascertainment of those sales or transactions and use taxes collected for the District, and includes all of the conditions required by Revenue and Taxation Code section 7056(b)(1). 6. Section 3: Use only if Option 2 was selected in Section 2. 7. Section 4: Include in resolution only if applicable. Use Section 4 if the District has hired a new representative, but has a prior representative that still needs access to the District's sales or transactions and use tax information for a particular taxpayer(s) only to continue to represent the District in a petition or appeal due to an outstanding contract, etc. 8. Section 5: Rescind prior resolutions, unless there are circumstances where separate resolutions are necessary. Page 383 of 389 RESOLUTION NO. A Resolution of City Council of the City of El Segundo Authorizing Examination of Sales or Transactions and Use Taxes Records WHEREAS, pursuant to Ordinance Number 1566 of City of El Segundo (City), and Revenue and Taxation Code section 7270, the City entered into a contract with the California Department of Tax and Fee Administration (Department) to perform all functions incident to the administration and collection of transactions and use taxes; and WHEREAS, the City Council of the City of El Segundo deems it desirable and necessary for authorized officers, employees and representatives of the City to examine confidential sales or transactions and use tax records of the Department pertaining to transactions and use taxes collected by the Department for the City pursuant to that contract; and WHEREAS, Section 7056 of the California Revenue and Taxation Code sets forth certain requirements and conditions for the disclosure of Department records, and Section 7056.5 of the California Revenue and Taxation Code establishes criminal penalties for the unlawful disclosure of information contained in, or derived from, the sales or transactions and use tax records of the Department; NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF EL SEGUNDO HEREBY RESOLVES AS FOLLOWS: Section 1. That the Chief Financial Officer, City Manager, Deputy City Manager, Treasury & Customer Services Manager, Community Development Director, Management Analyst/Senior Management Analyst (Finance), and Finance Manager, or other officer or employee of the City designated in writing by the City Manager to the California Department of Tax and Fee Administration is hereby appointed to represent the City with authority to examine sales or transactions and use tax records of the Department pertaining to transactions and use taxes collected for the City by the Department pursuant to the contract between the City and the Department. Section 2. The information obtained by examination of Department records shall be used only for purposes related to the collection of City transactions and use taxes by the Department pursuant to that contract, and for purposes related to the following governmental functions of the City: (a) Business license tax administration (b) Budget planning and revenue management (c) Transportation planning (d) Community and economic development (e) City administration The information obtained by examination of Department records shall be used only for those governmental functions of the City listed above. Page 384 of 389 Section 3. That Hinderliter de Llamas and Associates is hereby designated to examine the sales or transactions and use tax records of the Department pertaining to transactions and use taxes collected for the City by the Department. The person or entity designated by this section meets all of the following conditions, which are also included in the contract between the City and the Hinderliter de Llamas and Associates: a) has an existing contract with the City to examine those sales or transactions and use tax records; b) is required by that contract to disclose information contained in, or derived from, those sales or transactions and use tax records only to the officer or employee authorized under Section 1 of this resolution to examine the information. c) is prohibited by that contract from performing consulting services for a retailer during the term of that contract; d) is prohibited by that contract from retaining the information contained in, or derived from those sales or transactions and use tax records, after that contract has expired. Section 4. The information obtained by examination of Department records shall be used only for purposes related to the collection of City transactions and use taxes by the Department pursuant to the contract between the City and the Department and for those purposes relating to the governmental functions of the City listed in Section 2 of this Resolution. PASSED, APPROVED AND ADOPTED this day of 20 Chris Pimentel, Mayor Attest: Susan Truax, City Clerk Approved as to form: Mark D. Hensley, City Attorney I, , [Title] of City of El Segundo of El Segundo , California, DO HEREBY CERTIFY that the foregoing resolution was duly passed, approved and adopted by the Page 385 of 389 City Council of the City of El Segundo, at a regular meeting of said Council held on the day of , 20 , by the following roll -call vote: Ayes: (Names of Board Members) Noes: (Names of Board Members) Absent: (Names of Board Members) IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of El Segundo, California, this day of 2026. Susan Truax, City Clerk Page 386 of 389 Sample Designation Letter (Return designation letter on your jurisdiction's letter head) Should not need right now since designated in step 7 DM Date CA Department of Tax and Fee Administration Local Revenue Branch Attn: Warrant Desk 450 N Street, M I C: 27 Sacramento, CA 95814 Subject: City of El Segundo(Jurisdiction Name) (Jurisdiction Number) Authorization to Review Confidential Sales and Use Tax and Transactions and Use Tax Information per Section 7056 of the Revenue and Taxation Code. Dear Ms. Anh Huang: Resolution No. , Section , authorizes the City Manager(officer/employee title authorized by resolution to designate) to designate in writing to the CA Department of Tax and Fee Administration other officers and/or employees of the jurisdiction with authority to receive and examine sales and use tax records for the jurisdiction. Accordingly, (employee title(s) only) for the (Jurisdiction Name) is hereby authorized to receive and review sales or transactions and use tax records for the (Jurisdiction Name) from the CA Department of Tax and Fee Administration. Sincerely, (Name and Title of officer/employee authorized to designate) Page 387 of 389 JURISDICTION CONTACT FORM NOTIFICATIONS & APPEALS City/County: El Segundo Tax Area Code: Sales and Use Tax / Transactions & Use Tax Pursuant to Revenue and Taxation Code § 7056, you may select only officers and employees authorized by Resolution or letter of designation to examine the Department's tax records for your Jurisdiction. If the officer or employee's title has not yet been formally authorized, please include a designation letter. See attached sample designation letter. Primary Contact Chief Financial Officer Title of Authorized Officer/Employee Paul Chung Name of Authorized Officer/Employee 350 Main Street Mailing Address El Segundo, CA 90245 City, State, Zip 310-524-2315 Phone 310-640-2543 Fax pchung@elsegundo.org Email It is recommended, if possible, that you use an Email address that coincides with the authorized position title. For example: citymanager@cityof gov. DEPARTMENT USE ONLY Secondary Contact Treasury & Customer Services Manager Title of Authorized Officer/Employee Dino R Marsocci Name of Authorized Officer/Employee 350 Main Street Mailing Address El Segundo, CA 90245 City, State, Zip 310-524-2310 Phone 310-640-2543 Fax dmarsocci@elsegundo.org Email It is recommended, if possible, that you use an Email address that coincides with the authorized position title. For example: citymanager@cityof gov. Pursuant to Section 7056(b), this form is ineffective unless signed by one of the following (boxes checked): ❑ City/County Administrator Print Name: Title: Signature: (Specify) ❑ Administrative Officer ❑ City/County Controller ❑ Paul Chung Chief Financial Officer Date: Return this form by e-mail to: JServices(@cdtfa.ca.gov QUESTIONS: CALL THE WARRANT DESK AT (916) 309-5802 Note: Titles held by more than one employee need to be made a unique identifier for function. For example: Accountant II (Revenue Desk) Page 388 of 389 Department Use Only REGISTRATION/ALLOCATION MEDIA REQUEST Please complete Sections I, II, & III, and forward this form to the address at the bottom of this page. Juris. I.D. # Resolution verified: YES NO Update By IMPORTANT. Each jurisdiction must have a resolution on file with the California Department of Tax and Fee Administration (CDTFA) to examine allocation and/or registration data. A sample resolution is included in Publication 28 which is available on our Website www.boe.ca.gov/pdf/pub28.pdf or by calling the Department's Local Revenue Branch at (916) 309-5800. SECTION I: MEDIA RECIPIENT CONTACT INFORMATION (If the name/position below is not authorized by resolution or letter of designation, this form Must be signed by a position authorized by resolution to designate other officials or employees) O County Your name: Paul Chung Title: Chief Financial Officer Address: 350 Main Street City, State, zip: El Segundo, CA 90245 E-Mail Address pchung@elsegundo.org Jurisdiction: Tax Area Code: Telephone: FAX: O City O District (add -on) 310-524-2315 310-640-2543 SECTION II: REGISTRATION DATA REQUEST (List of name, address and CDTFA account number for each business) A. Do you require a one-time registration listing (Start-up) showing all sales and use tax accounts in your jurisdiction, Indicate yes or no: O Yes O No SECTION III: ALLOCATION DATA REQUEST (List of local tax dollars distributed to your jurisdiction by CDTFA account number) A. Do you wish to receive monthly allocation and registration media Indicate yes or no: 0 Yes O No B. If you require prior period local tax data*, indicate the periods below: (MMYY) From: To: *AVAILABLE HISTORY IS LIMITED TO PREVIOUS 36 MONTHS. Signed by individual (or designee) authorized by resolution to receive confidential CDTFA information: (Print Name) (Signature) (Title) (Date) RETURN THIS FORM TO: CALIFORNIA DEPARTMENT OF TAX AND FEE ADMINISTRATION LOCAL REVENUE BRANCH 450 N STREET MIC 27 PO BOX 942879 SACRAMENTO CA 94279-0027 FAX to (916) 324-3001 For assistance in completing this form, contact Harmeen Grewal at (916) 309-5883. RegForm.doc (CDTFA/LRB) REV: 03/2020 Page 389 of 389