CC RESOLUTION 5594RESOLUTION NO. 5594
A RESOLUTION APPROVING AND ADOPTING THE
MEMORANDUM OF 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unless repealed or superseded.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 19th day of May, 2026,
C Pimentel, Mayor
ATTEST:
Susan ruax, ity Clerk
APPROVED S TO ER
Mark D. Hensley, City Attorney
CERTIFICATION
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. 5594 was duly passed, approved, and adopted by said City Council at a
regular meeting held on the 19th day of May, 2026, approved and signed by the Mayor,
and attested to by the City Clerk, by the following vote:
AYES: Mayor Pimentel, Mayor Pro Tern Baldino, Council Member Boyles,
Council Member Giroux, and Council Member Keldorf
NOES: None
ABSENT: None
ABSTAIN: None
WITNESS MY HAND THE OFFICIAL SEAL OF SAID CITY this 19t" day of May, 2026..
,`Scan Truax„ ity Clerk
of the City of Segundo,
California
Exhibit A- SPEA MOU July 1, 2026 to June 30, 2029
2
Agreement No. 7585
EXHIBIT "A"
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF EL SEGUNDO
I_11LlI I]
EL SEGUNDO SUPERVISORY AND
PROFESSIONAL EMPLOYEES' ASSOCIATION
Term: July 1, 2026 through June 30, 2029
Agreement No. 7585
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
SECTION 10- 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
Agreement No. 7585
SPEA MOU
TABLE OF CONTENTS
SECTION 21- Compensatory ("Comp„) Time................................................................................12
SECTION 22- 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
Agreement No. 7585
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
SECTION 3- 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
SECTION 8- Tie Breaks....................................................................................................................
29
SECTION 9- Reduction to a Vacant Position.................................................................................
29
SECTION 10- Displacement Rights.................................................................................................30
SECTION 11- Salary Placement......................................................................................................30
Agreement No. 7585
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
SECTION 5- New Employees...........................................................................................................
37
SECTION 6- Association Dues Deductions...................................................................................
38
SECTION7- Reopener.....................................................................................................................
39
Agreement No. 7585
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 isted 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
Agreement No. 7585
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 Steo 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
Agreement No. 7585
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
Agreement No. 7585
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 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 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
Agreement No. 7585
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 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 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
Agreement No. 7585
SPEA MOU
July 1, 2026 to June 30, 2029
SECTION 8. Discontinuation of Cell Phone Stioend
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
Agreement No. 7585
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
Agreement No. 7585
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 1/11
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.
9;
Agreement No. 7585
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,
Agreement No. 7585
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
Agreement No. 7585
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., "Y 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
Agreement No. 7585
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
Agreement No. 7585
SPEA MOU
July 1, 2026 to June 30, 2029
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 22. 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:
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
Agreement No. 7585
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 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
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 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 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 (" HRX) 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 $1,850; the HRA will
14
Agreement No. 7585
SPEA MOU
July 1, 2026 to June 30, 2029
increase to match the City contribution to flex benefits for active employees (even after the
employee retires). The amount of the healthcare reimbursement supplement shall be no more
than the amount necessary to cover the health insurance premium cost for the employee and
eligible dependent(s) for the selected CalPERS health plan, but in no event shall exceed the total
monthly contribution (" PEMCHA" contribution + healthcare reimbursement account). Once an
employee retires, the City will not lessen or take away the amount of HRA contributions being
contributed/received as of the time of retirement.
Employees hired by the City January 1, 2027 or later, shall only be eligible for a retiree medical
benefit up to the " PEMCHA" contribution amount set forth in the City's resolution filed by the City
with CaIPERS, i. e.,$ 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, 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
Agreement No. 7585
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
Agreement No. 7585
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
Agreement No. 7585
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
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;
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; 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.
18
Agreement No. 7585
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
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
M
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
Agreement No. 7585
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 tojoin the South Bay Credit Union.
20
Agreement No. 7585
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
Agreement No. 7585
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
Agreement No. 7585
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 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 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 Family Members
Employees are eligible to utilize a maximum of halftheirannual sick leaveaccrual, 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 (3d) Monday in January (Martin Luther King Jr. Day)
23
Agreement No. 7585
SPEA MOU
July 1, 2026 to June 30, 2029
3. The third (3d) Monday in February (President's Day)
4. The last Monday in May (Memorial Day)
5. July 41n
6. The first (1 st) Monday in September (Labor Day)
7. November 1 V (Veteran's Day)
8. Thanksgiving Day
9. The Friday after Thanksgiving Day
10. December 24tn
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
Agreement No. 7585
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 Seoaration
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
Agreement No. 7585
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
Agreement No. 7585
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
Agreement No. 7585
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.
28
Agreement No. 7585
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.
Ifthere 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
Agreement No. 7585
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 sucha 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
30
Agreement No. 7585
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
Agreement No. 7585
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:
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; 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 limitsfor appeal provided ineach level shall begin the
dayfollowing receipt of awritten 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
Agreement No. 7585
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:
Infiling a grievance, the employee should set forth the following information:
1. 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 inwriting 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
Agreement No. 7585
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
34
Agreement No. 7585
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
Agreement No. 7585
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
36
Agreement No. 7585
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
Agreement No. 7585
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
38
Agreement No. 7585
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.
39
Agreement No. 7585
SPEA MOU
July 1, 2026 to June 30, 2029
For the Association:
4n;
"A ,�
.l o, resident
Tasha Horn, Vice President
kiiamvl�rGrfi�rw62ovwr (Apzr''30, 2026 19 €i1.45 t f )-5
Humberto Rivera, Vice President
AN��
R chel Cummins Secretary
Y
-kM-\-9p)A--A—b
Agnes Ho, Treasurer
d� ate.
Vicky Barker, Chief Negotiator
04/03/2026
Date:
For the City of El Segundo:
Darrell George, City Ma ger
Rebecca Redyk, Director of Human
Resources & Risk Management
.�X l/oCbe�cf�n
FJe�rt Va Ibced,N(Ap,307761% s'J.i:'I77,
Alexander Volberding, Chief Negotiator
Date:
3%COLA Agreement No. 7585
Effective July 1, 2026 g
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
10506 7.08
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
10506 7.08
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
Hourl
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 11
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
100 99.10
12118 9.2 0
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
100 99.10
12118 9.2 0
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
100 99.10
12118 9.2 0
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
12482 4.84
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
126036.72
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%.
3%COLA Agreement No. 7585
Effective July 1, 2026 g
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
Hourl
51.29
8890.16
106681.92
53.85
9334.66
112015.92
56.55
9801.40
117616.80
59.37
102 91.46
12349 7.52
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
12372 8.04
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
12372 8.04
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
12372 8.04
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
12372 8.04
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
1052 7.58
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
12402 5.76
62.60
10852.26
1302 2 7.12
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
63.2 7
10966.93
131603.16
66.44
11515.26
138183.12
7/1/2026
6/16/2026
Economic Development Analyst
SPEA
40S
Hourly
51.03
8843.95
106127.40
53.57
9286.14
111433.68
56.25
9750.45
117005.40
59.06
102 37.97
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
102 37.97
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
102 37.97
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
12202 7.52
61.60
106 77.41
12812 8.92
64.68
11211.27
134535.241
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%.
3%COLA Agreement No. 7585
Effective July 1, 2026 g
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
12202 7.52
61.60
106 77.41
12812 8.92
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
12202 7.52
61.60
106 77.41
12812 8.92
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
12202 7.52
61.60
106 77.41
12812 8.92
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
12202 7.52
61.60
106 77.41
12812 8.92
64.68
11211.27
1345 3 5.2 4
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
124633.20
62.91
10905.40
130864.80
66.06
11450.66
13740 7.92
7/1/2026
6/16/2026
Senior Building Inspector
SPEA
44S
Hourly
55.52
9622.37
115468.44
58.29
10103.50
1212 42.00
61.20
10608.66
12 7303.92
64.26
11139.10
133669.2 0
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
113 78.66
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
113 78.66
136543.92
68.93
11947.58
1433 70.96
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
113 78.66
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
12 7786.80
64.51
11181.34
134176.08
67.73
11740.41
140884.92
71.11
1232 7.43
14792 9.16
7/1/2026
6/16/2026
Technical Services Analyst
SPEA
47S
Hourly
59.18
10258.79
123105.48
62.14
107 71.73
1292 60.76
65.25
11310.32
13572 3.84
68.52
118 75.84
142510.08
71.94
12469.63
149635.56
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
12761.62
15318 7.4 4
77.33
13403.91
160846.92
81.19
140 74.10
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%.
3%COLA Agreement No. 7585
Effective July 1, 2026 g
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
129 79.68
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
102 09.95
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
132 31.71
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
15318 7.4 4
77.33
13403.91
160846.92
81.19
140 74.10
168889.201
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%.
3% COLA Agreement No. 7585
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
9582.16
114985.92
7/1/2027
6/16/2026
Property Owner 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
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 11
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
122 049.72
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
49.38
8557.82
102693.84
-Hourly
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
122 447.28
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
122 447.28
61.82
10 714.13
128569.56
7/1/2027
6/16/2026
Wastewater Su pervisor
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
3% COLA Agreement No. 7585
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
10 60 0.2 0
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
12 7439.88
7/1/2027
6/16/2026
GIS Analyst
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
12 7439.88
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
10619.99
12 7439.88
7/1/2027
6/16/2026
RSI Design 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
12 7439.88
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
1032 7.06
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
1117 7.8 3
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
122 948.88
62.07
10 758.02
129096.24
65.17
11295.94
135551.28
68.43
11860.72
142 328.64
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
132 868.44
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
132 868.44
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
120515.52
60.83
10545.11
126541.32
63.88
11072.37
132 868.44
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
10 99 7.7 3
1319 72.76
66.62
1 1154 7.61
138571.32
3% COLA Agreement No. 7585
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
10 99 7.7 3
1319 72.76
66.62
1154 7.61
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
10 99 7.7 3
1319 72.76
66.62
1154 7.61
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
10 99 7.7 3
1319 72.76
66.62
1154 7.61
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
125688.36
63.45
10 99 7.7 3
1319 72.76
66.62
1154 7.61
138571.32
7/1/2027
6/16/2026
Information System Specialist
SPEA
43S
Hourly
55.98
9703.10
116437.20
58.77
10188.27
122259.24
61.72
1069 7.68
1283 72.16
64.80
11232.56
134 790.72
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
1248 79.32
63.04
1092 6.92
131123.04
66.19
11473.27
1376 79.24
69.50
12 046.93
144563.16
7/1/2027
6/16/2026
Assistant Fire Marshall
SPEA
45S
Hourly
58.41
10124.19
121490.28
61.33
10630.38
12 7564.56
64.40
11161.92
133943.04
67.61
1172 0.02
140640.24
71.00
12 306.01
1476 72.12
7/1/2027
6/16/2026
Emergency Management Coordinator
SPEA
45S
Hourly
58.41
10124.19
121490.28
61.33
10630.38
12 7564.56
64.40
11161.92
133943.04
67.61
1172 0.02
140640.24
71.00
12 306.01
1476 72.12
7/1/2027
6/16/2026
Principal Environmental Specialist
SPEA
45S
Hourly
58.41
10124.19
121490.28
61.33
10630.38
12 7564.56
64.40
11161.92
133943.04
67.61
1172 0.02
140640.24
71.00
12 306.01
1476 72.12
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
1382 01.36
69.76
12092.62
145111.44
73.24
12 69 7.2 5
152367.00
7/1/2027
6/16/2026
Technical Services Analyst
SPEA
47S
Hourly
60.96
10566.55
126798.60
64.00
11094.88
133138.56
67.21
11649.63
139 795.56
70.58
12 232.12
146 785.44
74.10
12 843.72
154124.64
7/1/2027
6/16/2026
Fire Marshal
SPEA
53S
Hourly
68.81
11926.16
143113.92
72.24
12 52 2.4 7
150269.64
75.86
13148.59
157 783.08
79.65
13806.03
1656 72.36
83.63
1 14496.32
173955.84
3% COLA Agreement No. 7585
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
12 732.46
152 789.52
77.13
13369.07
160428.84
80.98
1403 7.52
168450.24
85.03
14 739.39
1768 72.68
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
12 361.61
148339.32
74.88
12 979.68
155 756.16
78.62
1362 8.66
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
12 52 2.4 7
150269.64
75.86
13148.59
157 783.08
79.65
1 13806.03
1656 72.36
83.63
1 14496.32
173955.84
3e COLA Agreement No. 7585
Effective July 1, 2028 y
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
106157.64
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
1 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 11
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
1 Hourly
50.86
8814.55
1105774.60
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
108947.88
55.00
9532.94
114395.28
57.75
1 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
121281.12
61.21
10612.10
127345.20
64.28
11142.69
133712.28
3e COLA Agreement No. 7585
Effective July 1, 2028 y
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
131018.52
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
125012.52
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
Hourly
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
Hourly
1 54.14
9382.55
1112590.60
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
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
3e COLA Agreement No. 7585
Effective July 1, 2028 y
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
135931.92
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
44S
Hourly
58.91
10208.37
122500.44
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
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
Principal Environmental Specialist
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
Senior Engineer Associate
SPEA
46S
1 Hourly
62.07
10759.44
1129113.28
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
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
3e COLA Agreement No. 7585
Effective July 1, 2028 y
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
173503.80
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
152789.52
77.13
13369.07
160428.84
80.98
14037.52
168450.24
85.03
14739.39
176872.68
7/1/2028
6/16/2026
1 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