CC - Item 5I - Adoption of Resolution No. 2024-38, Reestablishing Hiring & Referral Incentive Pay for Part-Time Employees by Amending Salary & Benefits for Part-Time Classifications in the Service of the City of Rosemead from July 1, 2023 - June 30, 2025ROSEMEAD CITY COUNCIL
STAFF REPORT
TO: THE HONORABLE MAYOR AND CITY COUNCIL
FROM: BEN KIM, CITY MANAGER
DATE: JULY 23, 2024
SUBJECT: ADOPTION OF RESOLUTION NO. 2024-38 REESTABLISHING HIRING
AND REFERRAL INCENTIVE PAY FOR PART-TIME EMPLOYEES BY
AMENDING SALARY AND BENEFITS FOR PART-TIME
CLASSIFICATIONS IN THE SERVICE OF THE CITY OF ROSEMEAD
FROM JULY 1, 2023 THROUGH JUNE 30, 2025
SUMMARY
In addition to its' full-time staff, the City maintains a variety of employee classifications on a
part-time or hourly basis. The employees in these positions work throughout the year, seasonally,
or on a temporary basis and typically work no more than 1000 hours per fiscal year unless exempt
from Ca1PERS requirements or assigned to one of the four 3/4 -time positions.
Resolution No. 2024-38 reestablishes the hiring referral/incentive pay for select part-time
classifications which was initially established via Resolution No. 2022-22, with an effective date
of March 22, 2022. On September 12, 2023, the hiring/referral incentive pay was inadvertently
omitted from the salary and benefits resolution for part-time employees, Resolution No. 2023-50.
It is important to note that there are no other recommended changes to the Salaries and Benefits
for Part -Time Employees resolution.
DISCUSSION
The City Council approved the hiring referral/incentive pay for select part-time classifications on
March 22, 2022. Refer to attachment A, Section 4, Wage Rate, and Section E, Incentive Pay. The
Hiring/Referral Incentive Pay program offered a $500 incentive for new hires in the Assistant Pool
Manager, Lifeguard, and Lifeguard/Instructor job classifications, as well as a $100 referral
incentive to current employees when a referred candidate is hired into an eligible incentive job
classification. Due to the nature and responsibility of these positions, as well as the current
competition from the public sector and surrounding local agencies, the hiring referral incentive
pay was established to address the challenges associated with recruiting and retaining talent.
The hiring referral/incentive pay for select Part -Time classifications was inadvertently omitted
when the part-time COLAs were approved on September 12, 2023 via Resolution No. 2023-50.
Refer to Attachment B, Section 4, Wage Rate, and note that the hiring/incentive pay language was
omitted.
AGENDA ITEM 5.I
City Council Meeting
July 23, 2024
Page 2 of 2
Staff is recommending the reestablishment of the hiring/referral incentive pay to address the
challenges associated with recruiting and retaining talent. The change to the part-time salary and
benefits is as follows:
Wage Rate:
The Hiring/Referral Incentive Pay will provide $500 for new hires in certain job
classifications as determined by the City Manager and a $100 referral incentive, to current
employees, when a referred candidate is hired into an eligible incentive job classification.
Incentive pay is contingent upon the availability of funding within the City's budget.
STAFF RECOMMENDATION
It is recommended that the City Council adopt Resolution No. 2024-38 approving the
aforementioned hiring referral/incentive pay for select Part -Time classifications effective
July 1, 2023.
FISCAL IMPACT
The Park and Recreation department's General Fund operating budget will cover the estimated
$10,000 cost of reestablishing the hiring/referral incentive pay.
STRATEGIC PLAN IMPACT
None
PUBLIC NOTICE PROCESS
This item has been noticed through the regular agenda notification process.
Prepared by:
f�
Bryan Chua
Finance Director
Attachment A: Resolution No. 2022-22 — Salary and Benefits for Part -Time Employees
Attachment B: Resolution No. 2023-50 — Salary and Benefits for Part -Time Employees
Attachment C: Resolution No. 2024-38 — Reestablish Hiring/Referral Incentive Pay By Amending Salary
and Benefits for Part -Time Classifications
Attachment A
Resolution No. 2022-22
RESOLUTION NO. 2022-22
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF ROSEMEAD, CALIFORNIA, ESTABLISHING
SALARY RANGES AND BENEFITS FOR PART-TIME
CLASSIFICATIONS IN THE SERVICE OF THE CITY
OF ROSEMEAD
WHEREAS, THE FOLLOWING classifications in the Part -Time Service of the City of
Rosemead ("City") are critical to the efficient and effective operations of the City; and
WHEREAS, employees in these classifications are non-exempt under the provisions of
the Federal Fair Labor Standards Act and serve in at "at -will" capacity; and
WHEREAS, the City Council desires to revise the job title of the 3/4 -time Preschool
Teacher classification to Playschool Teacher;
WHEREAS, the City Council desires to establish the compensation levels for
classifications in Part -Time Service of the City as show in Appendix A; and
NOW, THEREFORE, BE IT RESOLVED that effective March 22, 2022, the salary ranges and
benefits for the classifications covered by this Resolution and the revised job title for Preschool
Teacher, as set forth in Exhibit A, attached hereto, are adopted:
SECTION 1. APPLICABILITY
Part -Time employees in the following classifications are covered by this Resolution:
3/4 Part -Time Classifications
Playschool Teacher I Senior Recreation Leader
Standard, Seasonal, Other Part -Time Classifications
Administrative Intem
Lifeguard/Swim Instructor
Aquatic Attendant
Office Specialist
Assistant Pool Manager
Parking Control Officer
Community Service Officer
Recreation Leader
Lifeguard
Youth Worker
SECTION 2: PART-TIME CLASSIFICATIONS
All part-time employees serve in an "at -will" employment capacity, do not serve a
probationary period, and are exempt from the City's classified service. "At -will employment
is defined as an employment relationship in which an employee does not hold regular status,
serves at the pleasure of the City Manager or appointing authority, and can be dismissed at
any time without cause and without right of appeal. The part-time classifications in the
City's system are included in this Part -Time Resolution.
In addition, employees may be employed on a part-time basis in full-time job classifications
at the corresponding hourly wage rate of the full-time classification. Such employees who
are employed on a part-time basis in a full-time classification are also part of the "exempt
service" and serve in an "at -will" capacity.
SECTION 3: DESIGNATION OF PART-TIME EMPLOYEES
All employees in the Part -Time Service of the City in the categories listed below, are
employed in a temporary "at -will" capacity and serve at the pleasure of their respective
Department Director.
a. 3/4 -Time Employees:
Upon approval of the City Manager, 3/4 Time employees, compensated at an hourly
rate, may work up to thirty-two (32) hours per week and are scheduled to work up to
1,664 hours or more per fiscal year. These employees may receive limited benefits,
and the City will pay benefits in accordance with the public employees' retirement
laws and California Public Employees' Retirement System (CalPERS).
b. Standard Part -Time employees:
A budgeted position, compensated at an hourly rate, of less than 28 hours per week.
Hours are not to exceed one thousand (1,000) hours per fiscal year.
c. Seasonal employees:
A budgeted position, compensated at an hourly rate and are employed only for a
specified period of time throughout various seasons. A budgeted position,
compensated at an hourly rate, and are employed to perform duties for a period of
time not to exceed 6 months. Hours are not to exceed one thousand (1,000) hours per
fiscal year.
d. Administrative Intern Recreation Leader, Lifeguard -Swim Instructor, and Lifeguard:
A budgeted position, compensated at an hourly rate or unpaid, and may work up to
twenty-eight (28) hours per week. Hours are not to exceed 1,456 hours per fiscal
year. (Under the City's agreement with CalPERS, Administrative Interns are exempt
from the 1,000 -hour limitation for mandatory enrollment.) This position is not
eligible for any benefits or CalPERS retirement
SECTION 4: WAGE RATE
A. Schedule for Part -Time Employees
In order to ensure the City's ability to recruit and retain qualified employees, the City
will conduct periodic reviews of the hourly wage rates, which shall be subject to City
Council approval via Resolution. The Part -Time wage rate schedule is attached as
an addendum to this Resolution.
B. Wage Rate Adjustments Based on Performance
Based on the availability of funding established in the City's budget, part-time
employees may be eligible to receive a wage rate increase within the established wage
ranges based on a performance evaluation conducted at the time of the employee's
wage anniversary date. An employee's wage rate may not exceed the maximum wage
range that has been established for the respective job classification. An employee
whose wage rate exceeds the maximum of the wage rate range for the job
classification may be Y -rated (frozen) and will not receive any merit increases until
the wage range is adjusted based on the labor market survey comparisons. Wage rate
adjustments are contingent upon the availability of funding within the City's budget.
The allocation for the cost of the merit wage rate adjustments must be approved by
the City Manager and incorporated into the budgetary process prior to the beginning
of the fiscal year.
C. Performance Review System for Part -Time Employees
Part-time employees shall receive performance reviews and merit adjustments on an
annual basis. Recommended merit adjustments must be based upon written
performance evaluations. Employees who meet or exceed expectations shall be
eligible to be considered for a merit increase to the next step in the salary schedule
for the classification to which assigned. In rare instances, and for exceptional
performance, at the sole discretion of the City Manager and based on the
recommendation of the Department Director, the City Manager may also authorize
an additional step salary advancement; however, under no circumstances may an
employee's hourly rate exceed the top step of the salary range.
D. Salary Increase during FY 2021-22
Effective November 1, 2021, all part-time employees will receive a 2% across-the-
board pay increase.
E. Incentive Pay
The Hiring/Referral Incentive Pay will provide $500 for new hires in certain job
classifications as determined by the City Manager and a $100 referral incentive, to current
employees, when a referred candidate is hired into an eligible incentive job classification.
Incentive pay is contingent upon the availability of funding within the City's budget.
The allocation for the cost of incentive pay must be approved by the City Manager
and incorporated into the budgetary process prior to the beginning of the fiscal year.
SECTION 5: BENEFITS
A. ALL PART TIME POSITIONS
Sick Leave
Effective July 1, 2015, California law ("AB 1522") requires that all employees who have
worked for more than 30 days for an employer be provided paid sick leave at the accrual
rate of one hour of sick leave for every 30 hours worked, up to a minimum of 3 days or
24 hours of paid sick leave to be provided in a 12 -month period.
An employee becomes eligible for paid sick leave after the 30' day of employment. An
employee will begin to accrue paid sick leave at the rate of one (1) hour of paid sick leave
for every thirty (30) hours worked beginning July 1, 2015, or on the first day of
employment whichever is later.
An employee is not eligible to begin using any accrued paid sick leave until after ninety
(90) days of employment with the City. An employee is only allowed to use up to a
maximum of 3 days or 24 hours of paid sick leave in a 12 -month period. An employee
can only accrue paid sick leave up to a cap of 6 days or 48 hours ongoing. Any unused
accrued paid sick leave will carryover year to year while continuously employed.
In accordance with California's Paid Sick Leave law, an employee may use accrued paid
sick leave for one of the following reasons: For the employee's own diagnosis, care, or
treatment of an existing health condition or preventative care.
• For the diagnosis, care, or treatment of an existing health condition or preventative care
for an employee's family member, including:
• Child (including a biological, adopted, or foster child, stepchild, legal ward, or a
child to whom the employee stands in loco parentis.)
• Spouse or Registered Domestic Partner.
• Parent (including biological, adoptive, or foster parent, stepparent, or legal
guardian of an employee or the employee's spouse or registered domestic partner,
or a person who stood in loco parentis when the employee was a minor child.)
• Grandparent.
• Grandchild.
• Sibling.
To obtain any relief or services related to being a victim of domestic violence, sexual
assault, or stalking, including the following with appropriate certification of the need for
such services are:
• A temporary restraining order or restraining order.
• Other injunctive relief to help ensure the health, safety, or welfare of themselves
or their children.
• To seek medical attention for injuries caused by domestic violence, sexual
assault, or stalking.
• To obtain services from a domestic violence shelter, program, or rape crisis center
as a result of domestic violence, sexual assault, or stalking.
• To obtain psychological counseling related to an experience of domestic violence,
sexual assault, or stalking.
• To participate in safety planning and take other actions to increase safety from
future domestic violence, sexual assault, or stalking, including temporary or
permanent relocation.
Sick leave is not a leave which an employee may use at his/her discretion, but shall be
allowed only in cases of actual illness, diagnosis, care or treatment of an existing health
condition of an employee or employee's family member or preventative care for an
employee or employee's family member, relief or services related to being a victim of
domestic violence, sexual assault, or stalking and emergency or routine medical
appointments. Sick leave may not be utilized for the purposes of trading shifts or
rescheduling shifts.
An employee shall provide reasonable advance notification (oral or written) of their need
to use accrued paid sick leave to their direct supervisor if the need for paid sick leave use
is foreseeable (e.g., doctor's appointment scheduled in advance). If the need for paid sick
leave use is unforeseeable, the employee shall provide notice of the need for the leave to
their supervisor as soon as is practicable.
An employee who uses paid sick leave must do so with a minimum increment of two (2)
hours of sick leave.
Paid sick leave will not be considered hours worked for purposes of overtime calculation.
An employee will not receive compensation for unused accrued paid sick leave upon
termination, resignation, retirement or other separation from employment from the City.
If an employee separates from City employment and is rehired by the City within one year
of the date of separation, previously accrued and unused paid sick leave hours shall be
reinstated to the extent required by law. However, if a rehired employee had not yet
worked the requisite 90 days of employment to utilize paid sick leave at the time of
separation, the employee must still satisfy the 90 days of employment requirement
collectively over the periods of employment with the City before any paid sick leave can
be used.
The City will not lend sick leave in advance of accrual.
The City will not retaliate against an employee who utilizes paid sick leave.
Any abuse of sick leave usage shall be grounds for disciplinary action up to and including
dismissal.
B. ALL PART-TIME POSITIONS EXCLUDING 3/4 -TIME POSITIONS:
Retirement
Enrollment in the Public Agency Retirement Services (PARS) 457 Alternate
Retirement System 457 Plan. The City's contribution shall be 3.75%; and the
employee's contribution shall be 3.75%.
C. ALL 3/4 TIME PART TIME POSITIONS
Positions designated as 3/4 time receive the following benefits in addition to sick leave
a) Medical:
The City contracts with the California Public Employees' Retirement System
(CaIPERS) pursuant to the Public Employees' Medical and Hospital Care Act
(PEMHCA) to serve as the health insurance provider for the City and offers 3/4 -
time part-time employees health insurance at the single party rate of the Kaiser
Health Care Plan. Employees are required to pay any cost of the health care
premium that exceeds the cost of the provided plan. If a less expensive plan is
selected, no cash is provided to the employee.
b) Retirement:
Employees will be enrolled in the City's retirement program through CaIPERS.
The employee pays 100% of the employee's portion of the retirement rate.
c) Bilingual Pal Pay_
The City will offer a bilingual pay program for eligible 3/4 -time employees who
consistently utilize other languages to translate during the normal course of work. To
qualify, employees must pass the test developed or utilized by the City for the
following recognized languages: Spanish, Vietnamese, Cantonese, Mandarin,
American Sign Language, or any other language determined by the City Manager.
A maximum of three (3) positions per language per site may be certified to receive
bilingual pay by the City. It will be applicable at all primary sites (RCRC, Garvey
Center, Public Safety and Maintenance Yard). In the event that more than three
employees wish to apply for it, management will determine the top three (3) based
upon positional needs. Once certified, 3/4 -time positions shall receive a bilingual
stipend of $75 per month.
Any employee who is not certified by the City shall not be required to use a
language other than English. However, when a member of the public, requests
assistance in a language other than English, our employees shall make a reasonable
effort to accommodate and assist in a polite and professional manner.
d) Wellness Program Reimbursement:
The City may provide wellness reimbursement program participation at $150 per
year based upon the availability of funding.
e) Tuition Reimbursement:
Subject to City Manager approval, employees may be reimbursed for part or all of
the costs of educational and other training courses (up to $2,500 per fiscal year),
which provide a benefit to the City and provided there are budgeted funds for such
approval by the City Council. During the budget process, money will be included
annually for educational reimbursement. The educational/training courses must be
job-related, leading towards a college or university degree or certificate and
employees must remain with the City for three (3) years after the successful
completion of class/course or must reimburse the amount received to the City on a
prorated basis. If an employee leaves employment (voluntarily or involuntarily)
with the City, prior to the three (3) years after the completion of class/course, the
employee must repay the amount received based upon the following prorated basis:
Pro -Rated Schedule of Refund
Years of Service After Completion
Repayment Amount Due to the City
Less than one (1) year
Full Amount Received
Less than two (2) years
2/3 of Amount Received
Less than three (3) vears
1/3 of Amount Received
Employees with prior approval by the City Manager, may be reimbursed for
registration, costs of books, tuition, lab fees and parking for classes or instruction,
provided such classes or instruction are related to the employee's assigned duties
with the City.
Reimbursement will be made only after an employee has satisfactorily completed
the class or workshop with the grade of C or better or equivalent completion and
that evidence of same has been submitted and approved by the City Manager.
In general, training time during working hours shall be considered part of the job.
Unless the City directs an employee to attend a specific training course and the
course is not available during work hours, training after hours shall be considered
voluntary and no additional pay, overtime, or compensatory time shall be given by
the City unless advance special written approval is granted. Study time shall be
considered completely voluntary.
There is no mileage reimbursement for travel to and from educational classes.
Required forms must be completed and necessary documentation (receipts and
grades) must be provided in order to receive reimbursement. Final and conclusive
determinations of the reimbursement amount shall be made by the City
Manager/Assistant City Manager after review of the request and recommendations
by the Department Director and/or Human Resources.
f) Vacation Accrual Rate:
All 3/4 -time employees accrue 50 hours of vacation time per year which is credited
at 1.92 hours per pay period. Employees cease to accrue vacation hours when, in
any pay period, their vacation balance exceeds two times the annual accrual (100
hours). Employees may begin taking accrued vacation after six months of
employment.
g) Computer Purchase Program:
The City provides a computer purchase program that is available to 3/4 -time employees
as outlined in Administrative Policy No. 30-09.
PASSED, APPROVED, AND ADOPTED this 22"d day of March, 2022.
ATTEST:
/ M//�ry
Rachel Richman, City Attorney
STATE OF CALIFORNIA
COUNTY OF LOS ANGELES
CITY OF ROSEMEAD
Pouyr2ylAayor
APPROVED AS TO FORM:
�5
Ericka Hernandez
I, Ericka Hernandez, City Clerk of the City Council of the City of Rosemead, California,
do hereby certify that the foregoing City Council Resolution No. 2022-22 was duly adopted by
the City Council of the City of Rosemead, California, at a regular meeting thereof held on the
22"d day of March 2022, by the following vote, to wit:
AYES: ARMENTA, CLARK, DANG, LOW, TANG
NOES: NONE
ABSENT: NONE
ABSTAIN: NONE
Ericka Hernandez, City Clerk
City of Rosemead
Part -Time Employees
Salary Ranges
Effective March 22, 2022
Position
Administrative Intern
15.00
Aquatic Attendant
15.00
15.75
16.54
17.36
18.23
Assistant Pool Manager
17.54
18.42
19.34
20.31
21.33
Community Service Officer
19.92
20.92
21.97
23.0
224.22
Lifeguard
15.91
16.71
17.54
18.42
19.34
Lifeguard/ Instructor
16.71
17.54
18.42
19.34
20.31
Office Specialist
18.97
19.92
20.92
21.97
23.06
Parking Control Officer
19.92
20.92
21.97
23.06
24.22
Playschool Teacher
18.07
18.981
19.92
20.92
21.97
Recreation Leader
15.45
16.221
17.03
17.89
18.78
Senior Recreation Leader
18.07
18.981
19.92
20.92
21.97
Youth Worker
15.00
Appendix A
Attachment B
Resolution No. 2023-50
RESOLUTION NO. 2023-50
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF ROSEMEAD, CALIFORNIA, ESTABLISHING
SALARY RANGES AND BENEFITS FOR PART-TIME
CLASSIFICATIONS IN THE SERVICE OF THE CITY
OF ROSEMEAD FROM JULY 1, 2023 THROUGH NNE
30, 2025
WHEREAS, THE FOLLOWING classifications in the Part -Time Service of the
City of Rosemead ("City") are critical to the efficient and effective operations of the City;
WHEREAS, employees in these classifications are non-exempt under the
provisions of the Federal Fair Labor Standards Act and serve in an "at -will" capacity; and
WHEREAS, the City Council desires to establish the compensation levels for
classifications in Part -Time Service of the City as shown in Appendix A.
NOW THEREFORE, BE IT RESOLVED that effective beginning July 1, 2023, the
salary ranges and benefits for the classifications covered by this Resolution are as follows:
SECTION 1: APPLICABILITY
Part -Time employees in the following classifications are covered by this Resolution:
3/4 Part -Time Classifications
Pla school Teacher
TSenior Recreation Leader
STIntem
Other Part -Time Classifications
Administrativ
Office Specialist
A uatic Atten
Park Ranger
Assistant PoorParkin
Control OfficerCommuni
Sfficer
Recreation LeaderLife
d
Senior Recreation LeaderLife
ard/Swctor
Youth Worker
SECTION 2: PART-TIME CLASSIFICATIONS
All part-time employees serve in an "at -will" employment capacity, do not serve a
probationary period, and are exempt from the City's classified service. "At -will"
employment is defined as an employment relationship in which an employee does not hold
regular status, serves at the pleasure of the City Manager or appointing authority, and can
be dismissed at any time without cause and without right of appeal. The part-time
classifications in the City's system are included in this Part -Time Resolution.
In addition, employees may be employed on a part-time basis in full-time job classifications
at the corresponding hourly wage rate of the full-time classification. Such employees who
are employed on a part-time basis in a full-time classification are also part of the "exempt
service" and serve in an "at -will" capacity.
SECTION 3: DESIGNATION OF PART-TIME EMPLOYEES
All employees in the Part -Time Service of the City in the categories listed below, are
employed in a temporary "at -will" capacity and serve at the pleasure of their respective
Department Director.
a. 3/4 -Time Employees:
Upon approval of the City Manager, 3/4 Time employees, compensated at an hourly
rate, may work up to thirty-two (32) hours per week and are scheduled to work up to
1,664 hours or more per fiscal year. These employees may receive limited benefits,
and the City will pay benefits in accordance with the public employees' retirement
laws and California Public Employees' Retirement System (Ca1PERS).
b. Standard Part -Time employees:
A budgeted position, compensated at an hourly rate, of less than 28 hours per week.
Hours are not to exceed one thousand (1,000) hours per fiscal year.
c. Seasonal employees:
A budgeted position, compensated at an hourly rate and are employed only for a
specified period of time throughout various seasons. A budgeted position,
compensated at an hourly rate, and are employed to perform duties for a period of
time not to exceed 6 months. Hours are not to exceed one thousand (1,000) hours per
fiscal year.
d. Administrative Intern Recreation Leader, Lifeguard -Swim Instructor, and Lifeguard:
A budgeted position, compensated at an hourly rate or unpaid, and may work up to
twenty-eight (28) hours per week. Hours are not to exceed 1,456 hours per fiscal
year. (Under the City's agreement with CalPERS, Administrative Interns are exempt
from the 1,000 -hour limitation for mandatory enrollment.) This position is not
eligible for any benefits or Ca1PERS retirement.
SECTION 4: WAGE RATE
A. Schedule for Part -Time Employees
In order to ensure the City's ability to recruit and retain qualified employees, the City
will conduct periodic reviews of the hourly wage rates, which shall be subject to City
Council approval via Resolution. The Part -Time wage rate schedule is attached as
an addendum to this Resolution.
B. Wage Rate Adiustments Based on Performance
Based on the availability of funding established in the City's budget, part-time
employees may be eligible to receive a wage rate increase within the established wage
ranges based on a performance evaluation conducted at the time of the employee's
wage anniversary date. An employee's wage rate may not exceed the maximum wage
range that has been established for the respective job classification. An employee
whose wage rate exceeds the maximum of the wage rate range for the job
classification may be Y -rated (frozen) and will not receive any merit increases until
the wage range is adjusted based on the labor market survey comparisons. Wage rate
adjustments are contingent upon the availability of funding within the City's budget.
The allocation for the cost of the merit wage rate adjustments must be approved by
the City Manager and incorporated into the budgetary process prior to the beginning
of the fiscal year.
C. Performance Review System for Part -Time Employees
Part-time employees shall receive performance reviews and merit adjustments on an
annual basis. Recommended merit adjustments must be based upon written
performance evaluations. Employees who meet or exceed expectations shall be
eligible to be considered for a merit increase to the next step in the salary schedule
for the classification to which assigned.
D. Salary Increase durine FY 2023-24
Effective July 1, 2023, all part-time employees will receive a 4% across-the-board
pay increase.
E. Salary Increase during FY 2024-25
Effective July 1, 2024, all part-time employees with receive a 3% across the board
pay increase.
SECTION 5: BENEFITS
A. ALL PART TIME POSITIONS
Sick Leave
Effective July 1, 2015, California law ("AB 1522") requires that all employees who have
worked for more than 30 days for an employer be provided paid sick leave at the accrual
rate of one hour of sick leave for every 30 hours worked, up to a minimum of 3 days or
24 hours of paid sick leave to be provided in a 12 -month period.
An employee becomes eligible for paid sick leave after the 30`h day of employment. An
employee will begin to accrue paid sick leave at the rate of one (1) hour of paid sick leave
for every thirty (30) hours worked beginning July 1, 2015, or on the first day of
employment whichever is later.
An employee is not eligible to begin using any accrued paid sick leave until after ninety
(90) days of employment with the City. An employee is only allowed to use up to a
maximum of 3 days or 24 hours of paid sick leave in a 12 -month period. An employee
can only accrue paid sick leave up to a cap of 6 days or 48 hours ongoing. Any unused
accrued paid sick leave will carryover year to year while continuously employed.
In accordance with Califomia's Paid Sick Leave law, an employee may use accrued paid
sick leave for one of the following reasons: For the employee's own diagnosis, care, or
treatment of an existing health condition or preventative care.
• For the diagnosis, care, or treatment of an existing health condition or preventative care
for an employee's family member, including:
• Child (including a biological, adopted, or foster child, stepchild, legal ward, or a
child to whom the employee stands in loco parentis).
• Spouse or Registered Domestic Partner.
• Parent (including biological, adoptive, or foster parent, stepparent, or legal
guardian of an employee or the employee's spouse or registered domestic partner,
or a person who stood in loco parentis when the employee was a minor child).
• Grandparent.
• Grandchild.
• Sibling.
To obtain any relief or services related to being a victim of domestic violence, sexual
assault, or stalking, including the following with appropriate certification of the need for
such services are:
• A temporary restraining order or restraining order.
• Other injunctive relief to help ensure the health, safety, or welfare of themselves
or their children.
• To seek medical attention for injuries caused by domestic violence, sexual
assault, or stalking.
• To obtain services from a domestic violence shelter, program, or rape crisis center
as a result of domestic violence, sexual assault, or stalking.
• To obtain psychological counseling related to an experience of domestic violence,
sexual assault, or stalking.
• To participate in safety planning and take other actions to increase safety from
future domestic violence, sexual assault, or stalking, including temporary or
permanent relocation.
Sick leave is not a leave which an employee may use at his/her discretion, but shall be
allowed only in cases of actual illness, diagnosis, care or treatment of an existing health
condition of an employee or employee's family member or preventative care for an
employee or employee's family member, relief or services related to being a victim of
domestic violence, sexual assault, or stalking and emergency or routine medical
appointments. Sick leave may not be utilized for the purposes of trading shifts or
rescheduling shifts.
An employee shall provide reasonable advance notification (oral or written) of their need
to use accrued paid sick leave to their direct supervisor if the need for paid sick leave use
is foreseeable (e.g., doctor's appointment scheduled in advance). If the need for paid sick
leave use is unforeseeable, the employee shall provide notice of the need for the leave to
their supervisor as soon as is practicable.
An employee who uses paid sick leave must do so with a minimum increment of two (2)
hours of sick leave.
Paid sick leave will not be considered hours worked for purposes of overtime calculation.
An employee will not receive compensation for unused accrued paid sick leave upon
termination, resignation, retirement or other separation from employment from the City.
If an employee separates from City employment and is rehired by the City within one year
of the date of separation, previously accrued and unused paid sick leave hours shall be
reinstated to the extent required by law. However, if a rehired employee had not yet
worked the requisite 90 days of employment to utilize paid sick leave at the time of
separation, the employee must still satisfy the 90 days of employment requirement
collectively over the periods of employment with the City before any paid sick leave can
be used.
The City will not lend sick leave in advance of accrual.
The City will not retaliate against an employee who utilizes paid sick leave.
B.
C.
Any abuse of sick leave usage shall be grounds for disciplinary action up to and including
dismissal.
ALL PART-TIME POSITIONS EXCLUDING 3/4 -TIME POSITIONS:
Retirement
Enrollment in the Public Agency Retirement Services (PARS) 457 Alternate
Retirement System 457 Plan. The City's contribution shall be 3.75%; and the
employee's contribution shall be 3.75%.
ALL 3/4 TIME PART TIME POSITIONS
Positions designated as 3/4 time receive the following benefits in addition to sick leave.
a) Medical:
The City contracts with the California Public Employees' Retirement System
(C&IPERS) pursuant to the Public Employees' Medical and Hospital Care Act
(PEMHCA) to serve as the health insurance provider for the City and offers 3/4 -
time part-time employees health insurance at the single party rate of the Kaiser
Health Care Plan. Employees are required to pay any cost of the health care
premium that exceeds the cost of the provided plan. If a less expensive plan is
selected, no cash is provided to the employee.
b) Retirement:
Employees will be enrolled in the City's retirement program through CalPERS.
The employee pays 100% of the employee's portion of the retirement rate.
c) Bilingual Pay:
The City will offer a bilingual pay program for eligible 3/4 -time employees who
consistently utilize other languages to translate during the normal course of work. To
qualify, employees must pass the test developed or utilized by the City for the
following recognized languages: Spanish, Vietnamese, Cantonese, Mandarin,
American Sign Language, or any other language determined by the City Manager.
A maximum of three (3) positions per language per site may be certified to receive
bilingual pay by the City. It will be applicable at all primary sites (RCRC, Garvey
Center, Public Safety and Maintenance Yard). In the event that more than three
employees wish to apply for it, management will determine the top three (3) based
upon positional needs. Once certified, 3/4 -time positions shall receive a bilingual
stipend of $100 per month.
Any employee who is not certified by the City shall not be required to use a
language other than English. However, when a member of the public, requests
assistance in a language other than English, our employees shall make a reasonable
effort to accommodate and assist in a polite and professional manner.
d) Wellness Program Reimbursement:
The City may provide wellness reimbursement program participation at $150 per
year based upon the availability of funding.
e) Tuition Reimbursement:
Subject to City Manager approval, employees may be reimbursed for part or all of
the costs of educational and other training courses (up to $2,500 per fiscal year),
which provide a benefit to the City and provided there are budgeted funds for such
approval by the City Council. During the budget process, money will be included
annually for educational reimbursement. The educational/training courses must be
job-related, leading towards a college or university degree or certificate and
employees must remain with the City for three (3) years after the successful
completion of class/course or must reimburse the amount received to the City on a
prorated basis. If an employee leaves employment (voluntarily or involuntarily)
with the City, prior to the three (3) years after the completion of class/course, the
employee must repay the amount received based upon the following prorated basis:
Pro -Rated Schedule of Refund
Years of Service After Completion
Repayment Amount Due to the City
Less than one 1 year
Full Amount Received
Less than two 2 ears
2/3 of Amount Received
Less than three 3 ears
1/3 of Amount Received
Employees with prior approval by the City Manager, may be reimbursed for
registration, costs of books, tuition, lab fees and parking for classes or instruction,
provided such classes or instruction are related to the employee's assigned duties
with the City.
Reimbursement will be made only after an employee has satisfactorily completed
the class or workshop with the grade of C or better or equivalent completion and
that evidence of same has been submitted and approved by the City Manager.
In general, training time during working hours shall be considered part of the job.
Unless the City directs an employee to attend a specific training course and the
course is not available during work horns, training after hours shall be considered
voluntary and no additional pay, overtime, or compensatory time shall be given by
the City unless advance special written approval is granted. Study time shall be
considered completely voluntary.
There is no mileage reimbursement for travel to and from educational classes.
Required forms must be completed and necessary documentation (receipts and
grades) must be provided in order to receive reimbursement. Final and conclusive
determinations of the reimbursement amount shall be made by the City
Manager/Assistant City Manager after review of the request and recommendations
by the Department Director and/or Human Resources.
f) Vacation Accrual Rate:
All 3/4 -time employees accrue 50 hours of vacation time per year which is credited
at 1.92 hours per pay period. Employees cease to accrue vacation hours when, in
any pay period, their vacation balance exceeds two times the annual accrual (100
hours). Employees may begin taking accrued vacation after six months of
employment.
g) Computer Purchase Program:
The City provides a computer purchase program that is available to 3/4 -time employees
as outlined in Administrative Policy No. 30-09.
PASSED, APPROVED, AND ADOPTED this 12`' day of September, 2023.
APPROVED AS TO FORM:
1,achel Richman, City Attorney
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES) §
CITY OF ROSEMEAD )
4
Ste y, Mayor
ATTEST:
Ericka Hernandez, City Clerk
I, Ericka Hernandez, City Clerk of the City Council of the City of Rosemead, California,
do hereby certify that the foregoing City Council Resolution No. 2023-50 was duly adopted
by the City Council of the City of Rosemead, California, at a regular meeting thereof held on
the 12a' day of September, 2023, by the following vote, to wit:
AYES: ARMENTA, CLARK, LOW, LY
NOES: NONE
ABSENT: DANG
ABSTAIN: NONE
E%-
ErickaHemandez, City Clerk
Appendix A
City of Rosemead
Part -Time Employees
Hourly Salary Ranges
Effective July 1, 2023
Position
Administrative Intern
16.12
16.93
17.77
18.66
19.59
Aquatic Attendant
16.12
16.38
17.20
18.06
18.96
Assistant Pool Manager
18.24
19.16
20.11
21.13
22.18
Community Service Officer
20.72
21.76
22.85
23.98
25.19
Lifeguard
16.55
17.37
18.24
19.16
20.11
Lifeguard/Instructcr
17.38
18.25
19.16
20.12
21.12
,)ffice Specialist
19.73
20.72
21.76
22.85
23.98
Park Ranger
20.72
21.76
22.85
23.98
25.19
Parking Control Officer
20.72
21.76
22.85
23.98
25.19
Playschool Teacher
18.79
19.74
20.72
21.76
22.85
Recreation Leader
16.12
16.87
17.72
18.60
19.53
Senior Recreation Leader
18.79
19.74
20.72
21.76
22.85
Youth Worker
16.12
City of Rosemead
Part -Time Employees
Hourly Salary Ranges
Effective July 1, 2024
Position
Administrative Intern
16.60
17.43
18.31
19.22
20.18
Aquatic Attendant
16.60
16.87
17.71
18.60
19.53
Assistant Pool Manager
18.79
19.73
20.72
21.76
22.85
Community Service Officer
21.34
22.41
23.53
24.70
25.94
Lifeguard
17.04
17.90
18.79
19.73
20.72
Lifeguard/Instructor
17.90
18.79
19.73
20.72
21.76
Office Specialist
20.32
21.341
22.41
23.53
24.70
Park Ranger
21.34
22.41
23.53
24.70
25.94
Parking Control Officer
21.34
22.41
23.53
24.70
25.94
Playschool Teacher
19.36
20.33
21.34
22.41
23.53
Recreation Leader
16.60
17.37
18.25
19.16
20.12
Senior Recreetion Leader
19.36
20.33
21.34
22.41
23.53
L Youth Worker
16.60
Attachment C
Resolution No. 2024-38
RESOLUTION NO. 2024-38
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF ROSEMEAD, CALIFORNIA,
REESTABLISHING HIRING AND REFERRAL
INCENTIVE PAY FOR PART-TIME EMPLOYEES BY
AMENDING SALARY AND BENEFITS FOR PART-TIME
CLASSIFICATIONS IN THE SERVICE OF THE CITY OF
ROSEMEAD FROM JULY 1, 2023 THROUGH JUNE 309
2025
WHEREAS, THE FOLLOWING classifications in the Part -Time Service of the
City of Rosemead ("City") are critical to the efficient and effective operations of the City;
WHEREAS, employees in these classifications are non-exempt under the
provisions of the Federal Fair Labor Standards Act and serve in an "at -will" capacity; and
WHEREAS, from time to time benefits must be adjusted in order to comply with
changes in California law; and
WHEREAS, on September 12, 2023, the hiring/referral incentive pay was
inadvertently omitted from the Salary and Benefits resolution for Part -Time employees,
Resolution 2023-50; and
WHEREAS, Resolution No. 2024-38 reestablishes the hiring/referral incentive pay
for Part -Time classifications.
NOW THEREFORE, BE IT RESOLVED that effective beginning July 1, 2023, the
benefits for the classifications covered by this Resolution are as follows:
SECTION 1: APPLICABILITY
Part -Time employees in the following classifications are covered by this Resolution:
3/4 Part -Time Classifications
Playschool Teacher I Senior Recreation Leader
Standard, Seasonal, Other Part -Time Classifications
Administrative Intern
Office Specialist
Aquatic Attendant
Park Ranger
Assistant Pool Manager
Parking Control Officer
Community Services Officer
Recreation Leader
Lifeguard
Senior Recreation Leader
Lifeguard/Swim Instructor
Youth Worker
SECTION 2: PART-TIME CLASSIFICATIONS
All part-time employees serve in an "at -will" employment capacity, do not serve a
probationary period, and are exempt from the City's classified service. "At -will"
employment is defined as an employment relationship in which an employee does not hold
regular status, serves at the pleasure of the City Manager or appointing authority, and can
be dismissed at any time without cause and without right of appeal. The part-time
classifications in the City's system are included in this Part -Time Resolution.
In addition, employees may be employed on a part-time basis in full-time job classifications
at the corresponding hourly wage rate of the full-time classification. Such employees who
are employed on a part-time basis in a full-time classification are also part of the "exempt
service" and serve in an "at -will" capacity.
SECTION 3: DESIGNATION OF PART-TIME EMPLOYEES
All employees in the Part -Time Service of the City in the categories listed below, are
employed in a temporary "at -will" capacity and serve at the pleasure of their respective
Department Director.
a. 3/4 -Time Employees:
Upon approval of the City Manager, 3/4 Time employees, compensated at an hourly
rate, may work up to thirty-two (32) hours per week and are scheduled to work up to
1,664 hours or more per fiscal year. These employees may receive limited benefits,
and the City will pay benefits in accordance with the public employees' retirement
laws and California Public Employees' Retirement System (CalPERS).
b. Standard Part -Time employees:
A budgeted position, compensated at an hourly rate, of less than 28 hours per week.
Hours are not to exceed one thousand (1,000) hours per fiscal year.
Seasonal employees:
A budgeted position, compensated at an hourly rate and are employed only for a
specified period of time throughout various seasons. A budgeted position,
compensated at an hourly rate, and are employed to perform duties for a period of
time not to exceed 6 months. Hours are not to exceed one thousand (1,000) hours per
fiscal year.
d. Administrative InternRecreation Leader Lifeguard -Swim Instructor, and Lifeguard:
A budgeted position, compensated at an hourly rate or unpaid, and may work up to
twenty-eight (28) hours per week. Hours are not to exceed 1,456 hours per fiscal
year. (Under the City's agreement with CalPERS, Administrative Interns are exempt
from the 1,000 -hour limitation for mandatory enrollment.) This position is not
eligible for any benefits or CalPERS retirement.
SECTION 4: WAGE RATE
A. Schedule for Part -Time Employees
In order to ensure the City's ability to recruit and retain qualified employees, the City
will conduct periodic reviews of the hourly wage rates, which shall be subject to City
Council approval via Resolution. The Part -Time wage rate schedule is attached as
an addendum to this Resolution.
B. Wage Rate Adjustments Based on Performance
Based on the availability of funding established in the City's budget, part-time
employees may be eligible to receive a wage rate increase within the established wage
ranges based on a performance evaluation conducted at the time of the employee's
wage anniversary date. An employee's wage rate may not exceed the maximum wage
range that has been established for the respective job classification. An employee
whose wage rate exceeds the maximum of the wage rate range for the job
classification may be Y -rated (frozen) and will not receive any merit increases until
the wage range is adjusted based on the labor market survey comparisons. Wage rate
adjustments are contingent upon the availability of funding within the City's budget.
The allocation for the cost of the merit wage rate adjustments must be approved by
the City Manager and incorporated into the budgetary process prior to the beginning
of the fiscal year.
C. Performance Review System for Part -Time Employ
Part-time employees shall receive performance reviews and merit adjustments on an
annual basis. Recommended merit adjustments must be based upon written
performance evaluations. Employees who meet or exceed expectations shall be
eligible to be considered for a merit increase to the next step in the salary schedule
for the classification to which assigned.
D. Salary Increase during FY 2023-24
Effective July 1, 2023, all part-time employees will receive a 4% across-the-board
pay increase.
E. Salary Increase during FY 2024-25
Effective July 1, 2024, all part-time employees with receive a 3% across the board
pay increase.
F. Incentive Pay
The HirinwRefP„at Incentive Pay will provide $500 for new hires in certain Job
classifications as determined by the City Manager and a $100 referral incentive. to current
emplovees when a referred candidate is hired into an eligible incentive job classification.
Incentive pgy is contingent upon the availability of funding within the City's budget.
SECTION 5: BENEFITS
A. ALL PART TIME POSITIONS
Sick Leave
The Governor signed Senate Bill 616 on October 4, 2023, changing the Healthy
Workplaces, Healthy Families Act of 2014. This change increases the maximum days
that workers may cant' over from one year to the next and increases the number of paid
sick days to which they are entitled.
An employee becomes eligible for paid sick leave after the 30'h day of employment. An
employee will begin to accrue paid sick leave at the rate of one (1) hour of paid sick leave
for every thirty (30) hours worked beginning July 1, 2015, or on the fust day of
employment whichever is later.
An employee is not eligible to begin using any accrued paid sick leave until after ninety
(90) days of employment with the City. An employee is only allowed to use up to a
maximum of 5 days or 40 hours of paid sick leave in a 12 -month period. An employee
can only accrue paid sick leave up to a cap of 10 days or 80 hours ongoing. Any unused
accrued paid sick leave will carryover year to year while continuously employed.
In accordance with California's Paid Sick Leave law, an employee may use accrued paid
sick leave for one of the following reasons: For the employee's own diagnosis, care, or
treatment of an existing health condition or preventative care.
• For the diagnosis, care, or treatment of an existing health condition or preventative care
for an employee's family member, including:
• Child (including a biological, adopted, or foster child, stepchild, legal ward, or a
child to whom the employee stands in loco parentis).
• Spouse or Registered Domestic Partner.
• Parent (including biological, adoptive, or foster parent, stepparent, or legal
guardian of an employee or the employee's spouse or registered domestic partner,
or a person who stood in loco parentis when the employee was a minor child).
• Grandparent.
• Grandchild.
• Sibling.
• Designated Person — a person identified by the employee at the time the employee
requested paid sick leave. ("AB 1041"). A designated person is an individual
identified by the employee and is "related by blood or whose association with the
employee is the equivalent of a family relationship." Authorization may be
limited to one "designated person" per 12 -month period.
To obtain any relief or services related to being a victim of domestic violence, sexual
assault, or stalking, including the following with appropriate certification of the need for
such services are:
• A temporary restraining order or restraining order.
• Other injunctive relief to help ensure the health, safety, or welfare of themselves
or their children.
• To seek medical attention for injuries caused by domestic violence, sexual
assault, or stalking.
• To obtain services from a domestic violence shelter, program, or rape crisis center
as a result of domestic violence, sexual assault, or stalking.
• To obtain psychological counseling related to an experience of domestic violence,
sexual assault, or stalking.
• To participate in safety planning and take other actions to increase safety from
future domestic violence, sexual assault, or stalking, including temporary or
permanent relocation.
Sick leave is not a leave which an employee may use at his/her discretion and shall be
allowed only for the above -identified purposes. Specifically, sick leave may not be
utilized for the purposes of trading shifts or rescheduling shifts.
An employee shall provide reasonable advance notification (oral or written) of their need
to use accrued paid sick leave to their direct supervisor if the need for paid sick leave use
is foreseeable (e.g., doctor's appointment scheduled in advance). If the need for paid sick
leave use is unforeseeable, the employee shall provide notice of the need for the leave to
their supervisor as soon as is practicable.
An employee who uses paid sick leave must do so with a minimum increment of two (2)
hours of sick leave.
Paid sick leave will not be considered hours worked for purposes of overtime calculation.
An employee will not receive compensation for unused accrued paid sick leave upon
termination, resignation, retirement or other separation from employment from the City.
If an employee separates from City employment and is rehired by the City within one year
of the date of separation, previously accrued and unused paid sick leave hours shall be
reinstated to the extent required by law. However, if a rehired employee had not yet
worked the requisite 90 days of employment to utilize paid sick leave at the time of
separation, the employee must still satisfy the 90 days of employment requirement
collectively over the periods of employment with the City before any paid sick leave can
be used.
Leave under this policy may run concurrently with leave taken under other applicable
policies as well as under local, state, or federal law, including leave taken pursuant to the
California Family Rights Act (CFRA) or the Family and Medical Leave Act (FMLA).
The City will not lend sick leave in advance of accrual.
The City will not retaliate against an employee who utilizes paid sick leave.
Any abuse of sick leave usage shall be grounds for disciplinary action up to and including
dismissal.
B. ALL PART-TIME POSITIONS EXCLUDING 3/4 -TIME POSITIONS:
Retirement
Enrollment in the Public Agency Retirement Services (PARS) 457 Alternate
Retirement System 457 Plan. The City's contribution shall be 3.75%; and the
employee's contribution shall be 3.75%.
C. ALL 3/4 TIME PART TIME POSITIONS
Positions designated as 3/4 time receive the following benefits in addition to sick leave.
a) Medical:
The City contracts with the California Public Employees' Retirement System
(CaIPERS) pursuant to the Public Employees' Medical and Hospital Care Act
(PEMHCA) to serve as the health insurance provider for the City and offers 3/4 -
time part-time employees health insurance at the single party rate of the Kaiser
Health Care Plan. Employees are required to pay any cost of the health care
premium that exceeds the cost of the provided plan. If a less expensive plan is
selected, no cash is provided to the employee.
b) Retirement:
Employees will be enrolled in the City's retirement program through CalPERS.
The employee pays 100% of the employee's portion of the retirement rate.
c) Bilingual Pay:
The City will offer a bilingual pay program for eligible 3/4 -time employees who
consistently utilize other languages to translate during the normal course of work. To
qualify, employees must pass the test developed or utilized by the City for the
following recognized languages: Spanish, Vietnamese, Cantonese, Mandarin,
American Sign Language, or any other language determined by the City Manager.
A maximum of three (3) positions per language per site may be certified to receive
bilingual pay by the City. It will be applicable at all primary sites (RCRC, Garvey
Center, Public Safety and Maintenance Yard). In the event that more than three
employees wish to apply for it, management will determine the top three (3) based
upon positional needs. Once certified, 3/4 -time positions shall receive a bilingual
stipend of $100 per month.
Any employee who is not certified by the City shall not be required to use a
language other than English. However, when a member of the public, requests
assistance in a language other than English, our employees shall make a reasonable
effort to accommodate and assist in a polite and professional manner.
d) Wellness Program Reimbursement:
The City may provide wellness reimbursement program participation at $150 per
year based upon the availability of funding.
e) Tuition Reimbursement:
Subject to City Manager approval, employees may be reimbursed for part or all of
the costs of educational and other training courses (up to $2,500 per fiscal year),
which provide a benefit to the City and provided there are budgeted funds for such
approval by the City Council. During the budget process, money will be included
annually for educational reimbursement. The educational/training courses must be
job-related, leading towards a college or university degree or certificate and
employees must remain with the City for three (3) years after the successful
completion of class/course or must reimburse the amount received to the City on a
prorated basis. If an employee leaves employment (voluntarily or involuntarily)
with the City, prior to the three (3) years after the completion of class/course, the
employee must repay the amount received based upon the following prorated basis:
Pro -Rated Schedule of Refund
Years of Service After Completion
Repayment Amount Due to the City
Less than one (1) year
Full Amount Received
Less than two (2) years
2/3 of Amount Received
Less than three 3 ears
1/3 of Amount Received
Employees with prior approval by the City Manager, may be reimbursed for
registration, costs of books, tuition, lab fees and parking for classes or instruction,
provided such classes or instruction are related to the employee's assigned duties
with the City.
Reimbursement will be made only after an employee has satisfactorily completed
the class or workshop with the grade of C or better or equivalent completion and
that evidence of same has been submitted and approved by the City Manager.
In general, training time during working hours shall be considered part of the job.
Unless the City directs an employee to attend a specific training course and the
course is not available during work hours, training after hours shall be considered
voluntary and no additional pay, overtime, or compensatory time shall be given by
the City unless advance special written approval is granted. Study time shall be
considered completely voluntary.
There is no mileage reimbursement for travel to and from educational classes.
Required forms must be completed and necessary documentation (receipts and
grades) must be provided in order to receive reimbursement. Final and conclusive
determinations of the reimbursement amount shall be made by the City
Manager/Assistant City Manager after review of the request and recommendations
by the Department Director and/or Human Resources.
f) Vacation Accrual Rate:
All 3/4 -time employees accrue 50 hours of vacation time per year which is credited
at 1.92 hours per pay period. Employees cease to accrue vacation hours when, in
any pay period, their vacation balance exceeds two times the annual accrual (100
hours). Employees may begin taking accrued vacation after six months of
employment.
g) Computer Purchase Program:
The City provides a computer purchase program that is available to 3/4 -time employees
as outlined in Administrative Policy No. 30-09.
PASSED, APPROVED, AND ADOPTED this 23`d day of July, 2024.
Steven Ly, Mayor
APPROVED AS TO FORM: ATTEST:
Rachel Richman, City Attorney
Ericka Hernandez, City Clerk
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES) §
CITY OF ROSEMEAD )
I, Ericka Hernandez, City Clerk of the City Council of the City of Rosemead, California,
do hereby certify that the foregoing City Council Resolution No. 2024-38 was duly adopted
by the City Council of the City of Rosemead, California, at a regular meeting thereof held on
the 23`d day of July, 2024, by the following vote, to wit:
AYES:
NOES:
ABSENT:
ABSTAIN:
Ericka Hernandez, City Clerk
Appendix A
City of Rosemead
Part -Time Employees
Hourly Salary Ranges
Effective July 1, 2023
•.
16.12
17.43
18.31
..
Step 5
Administrative Intern
16.93
17.77
18.66
19.59
Aquatic Attendant
16.12
16.38
17.20
18.06
18.96
Assistant Pool Manager
18.24
19.16
20.11
21.13
22.18
Community Service Officer
20.72
21.76
22.85
23.98
25.19
Lifeguard
16.55
17.37
18.24
19.16
20.11
Lifeguard/Instructor
17.38
18.25
19.16
20.12
21.12
Office Specialist
19.73
20.72
21.76
22.85
23.98
Park Ranger
20.72
21.76
22.85
23.98
25.19
Parking Control Officer
20.72
21.76
22.85
23.98
25.19
Playschool Teacher
18.79
19.74
20.72
21.76
22.85
Recreation Leader
16.12
16.87
17.72
18.60
19.53
Senior Recreation Leader
18.79
19.74
20.72
21.76
22.85
Youth Worker
16.12
City of Rosemead
Part -Time Employees
Hourly Salary Ranges
Effective July 1, 2024
Position
Administrative Intern
16.60
17.43
18.31
19.22
20.18
Aquatic Attendant
16.60
16.87
17.71
18.60
19.53
Assistant Pool Manager
18.79
19.73
20.72
21.76
22.85
Community Service Officer
21.34
22.41
23.53
24.70
25.94
Lifeguard
17.04
17.90
18.79
19.73
20.72
Lifeguard/Instructor
17.90
18.791
19.73
20.72
21.76
Office Specialist
20.32
21.34
22.41
23.53
24.70
Park Ranger
21.34
22.41
23.53
24.70
25.94
Parking Control Officer
21.34
22.41
23.53
24.70
25.94
Playschool Teacher
19.36
20.33
21.34
22.41
23.53
Recreation Leader
16.60
17.37
18.25
19.16
20.12
Senior Recreation Leader
19.36
20.33
21.34
1 22.41
23.53
Youth Worker
16.60