CC – Item 5A – Adopt Resolution No. 2024-54 Establishing Annual Salary & Benefits in Underrepresented Executive Management Group; Approve 8th Amendment to City Clerk Employment Agreement; Adopt Resolution No. 2024-53 Amend Comprehensive Salary ScheduleROSEMEAD CITY COUNCIL
STAFF REPORT
TO: THE HONORABLE MAYOR AND CITY COUNCIL
FROM: BEN KIM, CITY MANAGER
DATE: OCTOBER 8, 2024
SUBJECT: ADOPTION OF RESOLUTION NO. 2024-54 ESTABLISHING
ANNUAL SALARY AND BENEFITS FOR CLASSIFICATIONS IN THE
UNREPRESENTED EXECUTIVE MANAGEMENT GROUP FROM
OCTOBER 8, 2024 THROUGH JUNE 30, 2025; APPROVING THE
EIGHTH AMENDMENT TO THE CITY CLERK EMPLOYMENT
AGREEMENT; AND ADOPT RESOLUTION NO. 2024-53 AMENDING
THE COMPREHENSIVE SALARY SCHEDULE TO MEET THE
CALIFORNIA CODE OF REGULATIONS TITLE 2, SECTION 570.5
AND 571 TO REFLECT APPROVED RATES FROM OCTOBER 8, 2024
THROUGH JUNE 30, 2025
SUMMARY
Resolution No. 2024-54 describes the salary and benefits for Executive Management employees
effective October 8, 2024 through June 30, 2025, consideration approving Eight Amendment to
City Clerk Employment Agreement, and Resolution No. 2024-53 amending the Comprehensive
Salary Schedule for Fiscal Year 24-25.
DISCUSSION
The Executive Management group of employees is unrepresented and, therefore, does not bargain
for the terms and conditions of their employment.
Over the past years, the City has experienced high turnover rates and extended length of vacancies
with the Executive Management group. Few examples are:
• Assistant City Manager — 218 days between years 2023 - 2024
• Community Development Director — 729 days between years 2022 - 2024
• Finance Director — 931 days between years 2019 - 2022
• Public Works Director — 109 days in year 2023. This position is currently vacant as of
August 9, 2024.
AGENDA ITEM 5.A
City Council Meeting — Executive Management Salary and Benefits
October 8, 2024
Page 2 of 4
In the past 10 years, the Assistant City Manager position has been intermittently vacant for a total
of 432 days, Community Development Director for a total of 892 days, Finance Director for 931
days, Parks & Recreation Director for 539 days, and Public Works Director for 857 days. During
the vacancies, the City has backfilled the positions with temporary Interim Directors (PERS
retirees or contracted) OR an Executive Management Team has taken on additional responsibilities
of overseeing multiple departments at no additional compensation. On a personal note, I would
like to acknowledge and recognize our Executive Team for taking on the added work without
hesitation and going above and beyond in dedication to Rosemead and serving our community.
The City maintains a lean staffing count in order to be fiscally responsible and to use its resources
for the benefit of the community. It is difficult to ask any employee to take on more work outside
of their primary responsibilities, but the Executive Team does not hesitate. The Executive Team
just performs.
On the topic of the turnover rate and difficulty in recruitment and retention, there are many reasons,
but the fundamental basis comes down to the City's noncompetitive salary structure for the
Executive group. Recruitment is exceptionally difficult because Rosemead cannot effectively
compete against other cities in salary. The potential candidates are applying to other cities. For
the same reason, retention is also difficult because our staff are leaving for other higher paying
cities. When we do recruit, the lower salary does not promote long-term retention resulting in a
high turnover rate and loss in institutional knowledge and productivity. These systematic hiring
and retention issues impact the overall efficient running of the City.
Although recruitment and retention challenges are not as challenging in other employee categories
at the City, salaries are also being analyzed as it relates to all city positions. The City has initiated
a comprehensive compensation study to be prepared by Compensation Consulting. The study will
fully study all positions including the Executive Team, Middle Management -Professional -
Confidential, and General Services (REA). Each and every Rosemead staff position will be
studied. The study is anticipated to be completed in early 2025.
Despite this study being completed in early 2025, there presently is a critical need to fill the vacant
Director of Public Works position and to retain those in the ranks of the Executive Group. The
recruitment for Public Works Director has been extremely difficult due to the noncompetitive
salary. For example, a candidate withdrew after accepting the position because the candidate's
current city countered with a higher offer that Rosemead could not match based on its current
compensation schedule. Due to all of the challenges described, I am requesting Council's approval
to amend the Executive Management Salary & Fringe Benefits to increase the Executive
Management Group's salary schedule by 10% for competitive recruitment of well qualified vacant
Public Works Director position and for retention of our Executive Team. Completion of the
forementioned comprehensive compensation study will further analyze the effective salary range
when completed to determine if additional adjustments are appropriate.
City Council Meeting — Executive Management Salary and Benefits
October 8, 2024
Page 3 of 4
City of Rosemead
Executive Management Group
October 8, 2024- June 30, 2025
Position Title
Assistant City Manager
Director of Community Development
Director of Finance
Director of Parks & Recreation
Directorof Public Works
City Clerk
Effective July 1, 2024
Monthly Salary
Minimum Maximum
14,299
12,551
12,960
11,935
13,008
18,589
16,316
16,848
15,516
16,910
Effective October 8, 2024
Monthly Salary
Minimum Maximum
15,729
20,448
13,806
17,948
14,256
18,533
13,129
17,067
14,309
18,601
The City Clerk, while part of the Executive Team of the City, is not included in the Executive
Management group Resolution; however, the position has been afforded the same level of benefits
as provided within the Executive Management Salary and Benefits Resolution. The City Clerk,
although appointed by the Council, functions similar to a Department Head by overseeing the City
Clerk's Office and coordinating with the City Manager's Office. Below reflects the requested
10% salary adjustment for the City Clerk.
City of Rosemead
City Clerk
Effective July 1, 2024
Monthlv Salary
Effective October 8, 2024
Monthly Salary
ICity Clerk 12,470 13,7171
STAFF RECOMMENDATION
It is recommended that the City Council take the following separate actions:
1. Adopt Resolution No. 2024-54 establishing annual salary and benefits for classifications
in the unrepresented Executive Management Group from October 8, 2024 through June 30,
2025.
2. Approve the Eighth Amendment to the City Clerk Employment Agreement.
3. Adopt Resolution No. 2024-53 amending the Comprehensive Salary Schedule to meet the
California Code of Regulations Title 2, Section 570.5 and 571 to reflect approved rates
from October 8, 2024 through June 30, 2025
City Council Meeting — Executive Management Salary and Benefits
October 8, 2024
Page 4 of 4
FISCAL IMPACT
The projected continuous incremental annual cost for alterations in the Executive Management
unit Resolution is $105,700 (inclusive of the City Clerk). Any necessary appropriation
amendments for this action will be included in the Mid -Year Budget Report.
PUBLIC NOTICE PROCESS
This item has been noticed through the regular agenda notification process.
Attachment A: Resolution No. 2024-54 with Exhibit A — Memorandum of Understanding
Attachment B: Eighth Amendment to the City Clerk Employment Agreement
Attachment C: Resolution No. 2024-53 amending the Comprehensive Salary Schedule
FY 24-25
Attachment A
Resolution No. 2024-54
with Exhibit A
RESOLUTION NO. 2024-54
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ROSEMEAD, CALIFORNIA, ESTABLISHING ANNUAL SALARY
RANGES AND BENEFITS FOR EXECUTIVE MANAGEMENT
EMPLOYEES OF THE CITY OF ROSEMEAD FROM OCTOBER 8, 2024
THROUGH JUNE 30, 2025
WHEREAS, the classifications in the Executive Management of the City of Rosemead
("City") are critical to the efficient and effective operations of the City, the City Council recognizes
the management, supervisory, professional and/or confidential nature of their positions; and
WHEREAS, employees in these classifications are exempt under the provision of the
Federal Fair Labor Standards Act and serve in an "at -will" employment capacity.
NOW THEREFORE, BE IT RESOLVED that effective October 8, 2024, the salary ranges
and benefits for Executive Management unrepresented employees, as set forth in
Exhibit A, attached hereto, are adopted.
PASSED, APPROVED, AND ADOPTED this 8`h day of October, 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. 2024-54 was duly adopted
by the City Council of the City of Rosemead, California, at a regular meeting thereof held on
the 8`h day of October, 2024, by the following vote, to wit:
AYES:
NOES:
ABSENT:
ABSTAIN:
Ericka Hernandez, City Clerk
City of Rosemead
M
.9
ATER
EXHIBIT A
Executive Management Salary & Fringe Benefits
Resolution No. 2024-54
Approved
October 8, 2024
TABLE OF CONTENTS
SECTION
APPLICABILITY/ PURPOSE .........................................................................................................3
SECTION 2
OBJECTIVES OF THE COMPENSATION PLAN RELATIVE TO EXECUTIVE MANAGEMENT ...........................3
SECTION
SEVERABILITY..........................................................................................................................3
SECTION 4
NON-DISCRIMINATION.............................................................................................................3
COMPENSATION
SECTION 5
SECTION 6
SECTION 7
SECTION 8
SECTION 9
SECTION 10
BENEFITS
SECTION 11
SECTION 12
SECTION 13
SECTION 14
SECTION 15
SECTION 16
SECTION 17
SECTION 18
SECTION 19
SECTION 20
SECTION 21
SECTION 22
SECTION 23
SECTION 24
SECTION 25
SECTION 26
COMPENSATION SALARY RANGES...............................................................................................4
COMPENSATION PLAN.............................................................
PROBATIONARY PERIOD...........................................................
MANAGEMENT INCENTIVE PAY .................................................
AUTO ALLOWANCE.................................................................
TELECOMMUNICATION ALLOWANCE ..........................................
HEALTH INSURANCE PROVIDER..................................................................................................7
CAFETERIA -STYLE HEALTH, WELFARE, AND & SAVINGS BENEFIT......................................................7
VACATION ACCRUAL AND ACCRUAL CAP ...................................
CHANGES TO HEALTHCARE LAWS...............................................................................................7
VACATION BUYBACK..............................................................
RETIREMENT HEALTH PLAN.......................................................................................................7
ADMINISTRATIVE LEAVE.........................................................
RETIREMENT PROGRAM (CALPERS)...........................................................................................8
SICK LEAVE..........................................................................
ENHANCED RETIREMENT PROGRAM: PUBLIC AGENCY RETIREMENT SERVICES(PARS).........................9
CITY -RECOGNIZED HOLIDAYS ..................................................
SOCIALSECURITY.....................................................................................................................9
FLEXIBLE SCHEDULING...........................................................
DEFERRED COMPENSATION PROGRAM (401A)............................................................................9
DEFERRED COMPENSATION PROGRAM (457)...............................................................................9
FLEXIBLE SPENDING ACCOUNT (SECTION 125)...........................................................................
10
SHORT-TERM DISABILITY/LONG TERM DISABILITY.......................................................................
10
LIFEINSURANCE.....................................................................................................................
11
TUITION REIMBURSEMENT......................................................................................................
11
WELLNESSPROGRAM.............................................................................................................
12
COMPUTER PURCHASE PROGRAM............................................................................................
12
EMPLOYEE ASSISTANCE PROGRAM (EAP)..................................................................................
12
SCHEDULES/LEAVES
SECTION 27
VACATION ACCRUAL AND ACCRUAL CAP ...................................
SECTION 28
VACATION BUYBACK..............................................................
SECTION 29
ADMINISTRATIVE LEAVE.........................................................
SECTION 30
SICK LEAVE..........................................................................
SECTION 31
CITY -RECOGNIZED HOLIDAYS ..................................................
SECTION 32
FLEXIBLE SCHEDULING...........................................................
EXEC Resolution Attachment — No. 2024-54 Page 1 1
SECTION 33
FLEXIBLE SCHEDULING DUE TO SPECIAL EVENTS..........................................................................
17
SECTION 34
BEREAVEMENT LEAVE.............................................................................................................
15
SECTION 35
JURY DUTY LEAVE...................................................................................................................
15
OTHER
SECTION 36
DIRECT DEPOSIT....................................................................................................................
18
SECTION 37
TECHNOLOGY EQUIPMENT......................................................................................................
18
SECTION 38
EMERGENCY WAIVER PROVISION.............................................................................................19
APPENDIXA
SALARY SCHEDULE.................................................................................................................
20
EXEC Resolution Attachment — No. 2024-54 Page 12
SECTION 1: APPLICABILITY/ PURPOSE
The employee classifications described in this Resolution are not represented by an employee
organization. Therefore, this Resolution does not constitute a memorandum of understanding
and is not the result of the meet and confer process; rather, this Resolution is designed to provide
the Executive Management Group employees with a reference tool regarding term and
conditions of their employment as the same are periodically determined by the City Council. Full-
time employees in the following classifications are covered by this Resolution:
Executive Management Unit
Assistant City Manager
Director of Community Development
Director of Finance
Director of Parks & Recreation
Director of Public Works
The various forms of compensation and benefits described in this comprehensive document
recognize that employees in Executive Management positions should be compensated
appropriately for exhibiting accountability, cost effectiveness, application of new technologies
and maximizing the utilization of human, physical and fiscal resources; for exerting leadership to
enhance the mission and future of the City and for stimulating the development of people and
methods which will facilitate the meeting of program goals and objectives.
SECTION 2: OBJEcrlVE5 OF THE COMPENSATION PLAN RELATIVE TO EXECUTIVE MANAGEMENT
A. Recruit and retain well-qualified Executive Managers and enhance their management
capabilities in areas such as leadership and accountability.
B. Facilitate and enhance effectiveness and productive efforts of Executive Managers
through evaluations of performance and the recognition of merit in determining
compensation.
SECTION 3: SEVERABILITY
It is understood that this Resolution is subject to all applicable present and future Federal, State,
and Local laws and regulations, and the provisions hereof shall be effective and implemented
only to the extent permitted by such laws and regulations. If any part of this Resolution is in
conflict with such applicable provisions of Federal, State, or Local laws or regulations or otherwise
held to be invalid or unenforceable by any tribunal of competent jurisdiction, such part of
provision shall be suspended and superseded by such applicable laws and regulations and the
remainder of this Resolution shall not be affected thereby and shall remain in full force and effect.
SECTION 4: NON-DISCRIMINATION
The City will not discriminate against any employee based upon race, religious creed, color,
national origin, age (40 and over), ancestry, sexual orientation, sex, gender identity, gender
expression, military and veteran status, disability (physical or mental), sexual orientation, marital
status, pregnancy, childbirth or related medical condition, genetic information/characteristics, or
any other legally protected characteristics.
EXEC Resolution Attachment — No. 2024-54 Page 13
COMPENSATION
SECTION S: COMPENSATION SALARY RANGES
Salaries for Executive Managers are based on a salary range which provides the minimum and
maximum salary levels as approved by the City Council and shown in Appendix A.
SECTION 6: COMPENSATION PLAN
Salary and benefit levels for Executive Managers will be reviewed by the City Manager on a
periodic basis. Such review will contain comparisons with other similar agencies within the
appropriate job market. Such comparisons will be one of the factors utilized to recommend
competitive salary and benefit levels to the City Council.
Progression in the salary range for Executive Managers shall be based on the employee's
performance. The City Manager shall be responsible for evaluating the employee's work
performance and approving salary increases within the established range based on the
employee's performance. Executive Management employees will be evaluated annually or
sooner to ensure timely feedback and support employee development.
The Executive Management compensation and performance-based evaluation system shall
operate as follows:
A. Specific Compensation Determination
a. The City Manager is hereby given the authority to set the individual compensation,
to make adjustments thereto and to make appointments at any salary within the
established rate range as approved by the City Council for all executive positions
for which the City Manager is the appointing authority.
b. The City Manager is also granted authority to offer a beginning/increased bank of
vacation hours and/or Administrative Leave (up to 40 hours) to recruit/retain
Executive Management employees.
c. The City Manager may establish performance criteria and appraisal guidelines, in
accordance with Section 6, subsection B.a., to be utilized in determining individual
compensation for Executive Management employees.
B. Performance -Based Evaluation Purpose. The basic purpose of the performance-based
evaluation system is to help attract, retain, and motivate highly competent Executive
Managers and to provide them with a strong incentive to excel.
a. Evaluation System Components. The evaluation system will be comprised of the
following components:
i. Objectives. The system will include a list of outcome -based, measurable
objectives to be achieved which have been mutually agreed upon between
the City Manager and each individual Executive Management employee.
EXEC Resolution Attachment — No. 2024-54 Page 14
ii. Managerial Behaviors. In addition to the Executive Managers
performance in achieving agreed upon objective, each Executive Manager
will also be evaluated for his or her managerial behavior performance,
including such behavior as communication (oral or written), analysis and
problem solving, decision-making and judgment, planning and
organization, management control, leadership, interpersonal relations,
time -management, technical knowledge, timeliness of subordinate
evaluations, handling of stress, etc.
C. Performance Evaluations. After the salary of an employee has been first established and
fixed under this plan, salary advancement through the salary range will be at the
discretion of the City Manager based on the timing and performance ratings as follows:
1. Evaluation. The City Manager will evaluate the performance of each Executive
Management employee to determine their individual eligibility for a performance
(merit) increase and how much, if any, increase will be given, but such increase
cannot exceed the salary range maximum authorized by the City Council. Such
performance evaluation will be for a determined period preceding the date of the
performance evaluation and conducted annually or sooner to ensure timely
feedback and support employee development.
If an employee is out on an extended leave of absence, the performance
evaluation will be extended out by the equal amount of time/duration the
employee is out on the leave of absence. An extended leave of absence is defined
as thirty (30) days or longer.
2. Performance Ratings. Each Executive Manager's performance in relation to
agreed upon objectives and managerial behaviors will be evaluated for an
identified period according to the following performance rating scale:
L Substantially Exceeds Expectations: Consistently exceeds all objectives
requirements and expectations by a wide margin.
ii. Exceeds Expectations: Consistently meets all objectives and
requirements and exceeds several.
iii. Meets Expectations: Meets objectives and requirements.
Level of Performance
% of Increase
Substantially Exceeds Expectations
7%-9%
Exceed Expectations
4%-6%
Meets Expectations
0%-3%
Needs Improvement
0%
D. Continuing Pay for Performance. At the discretion of the City Manager, each Executive
Management employee who has achieved and maintained the maximum salary of their
classification salary range for one (1) full year, may be eligible to receive a lump sum
EXEC Resolution Attachment — No. 2024-54 Page 1 5
performance-based incentive pay bonus for continuing exceptional performance. The
calculation of the incentive pay bonus will be based on a percentage of the current annual
rate of base salary for the identified period in which the compensation was earned. For
an overall performance rating of "Substantially Exceeds Expectations', an incentive pay
bonus up to five percent (5%) of annual pay may be granted.
SECTION 7: PROBATIONARY PERIOD
All classifications under the Executive Management Unit serve in an "at -will", exempt capacity.
"At -will" employment is defined as an employment relationship in which an employee serves at
the pleasure of the City Manager and may be dismissed, at any time, without cause and do not
have the right of appeal, grievance, or hearing. At -will positions do not have property or vested
rights and do not have a probationary period.
SECTION H: MANAGEMENT INCENTIVE PAY
Executive Management employees shall receive 6% Management Incentive Pay above the base
salary. This compensation is granted to Executive Managers as incentive pay due to the unique
nature of theirjobs involving complete responsibility for the operation of a major function of the
City's organization. This is not overtime pay and is not tied to specific hours worked.
SECTION S: AUTO ALLOWANCE
The City Manager may authorize an auto allowance of $500 per month for the employees in the
Executive Management group.
SECTION 10: TELECOMMUNICATIONS ALLOWANCE
In lieu of City provided devices, employees shall be provided a $100 monthly allowance for
cellular service for personal devices. In addition, a reimbursement of up to $1000 for cellular
equipment will be provided upon receipt of invoice initially (following appointment to an affected
classification) and once every three years thereafter, if necessary, to replace existing equipment.
All contracts for cellular service for these employees shall be between the provider and the
individual.
BENEFITS
SECTION 11: HEALTH INSURANCE PROVIDER
The City contracts with 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
SECTION 12: CAFETERIA -STYLE HEALTH, WELFARE, & SAVINGS BENEFIT
1. The City will provide each full-time employee with $1,700 per month for use towards
enrolling in any of the City offered health plans, dental plans, and vision plans. Effective
July 1, 2023, the City will provide an additional $200 per month for excess 'out-of-pocket'
EXEC Resolution Attachment — No. 2024-54 Page 16
health care premium costs. The additional $200 per month has no cash out value.
2. Unused Contribution. For employees hired on or before November 30, 2021, any unused
remainder of the $1,700 monthly cafeteria -style benefit may be put into a deferred
compensation plan, taken as a taxable cash disbursement, or used for the purchase of
any City sponsored insurance, long-term care, or long-term savings program. Employees
hired after November 30, 2021 will not be eligible for cash back of any unused portion of
the cafeteria -style benefit.
3. Excess Premiums. Employees shall be required to pay any cost of the health, dental, and
vision premiums for their selected plans that exceeds the amount of the City's monthly
contribution.
4. Opt -Out. Employees hired on or before November 30, 2021, may choose to waive
coverage and take the entire $1,700 monthly benefit as deferred compensation ortaxable
cash, but must first show proof of group health insurance coverage through an individual,
a spouse or family member's coverage through their employer and complete the
Voluntary Decline of Health Care Offered Under City of Rosemead Group Plan form.
Employees hired after November 30, 2021 choosing to opt -out of medical coverage
offered by the City, under the same conditions, will receive $500 per month.
SECTION 13: CHANGES TO THE HEALTHCARE LAWS
The parties recognize that certain changes to State or Federal laws, programs, taxes or regulation
including, but not limited to, the Affordable Care Act (ACA), may impact future medical plan
offerings.
SECTION 14: RETIREMENT HEALTH PLAN
A. All full-time employees hired on or before July 1, 2007, who have 20 years or more of
service with the City, and who retire from the City, receive an allocation of up to $1,000/
month to pay for health care benefits for the duration of their retirement. If the health
insurance program selected by the retiree costs more than $1,000/month, the City will
only cover $1,000/month of the cost of the selected program.
B. All full-time employees hired on or before July 1, 2007, who have 12-19 years of service
with the City, and who retire from the City, receive an allocation of up to $500/month to
pay for health care benefits for the duration of their retirement. If the health insurance
program selected by the retiree costs more than $500/month, the City will only cover
$500/month of the cost of the selected program.
C. The above retirement health contributions will only be in effect for full-time employees
employed with the City as of July 1, 2007. When a retiree reaches 65 years of age, or
becomes eligible for Medicare, said retiree must transition to Medicare coverage and the
City will continue to contribute towards the cost of health care coverage during the
duration of the former employees retirement in the amounts defined in sections A and B
EXEC Resolution Attachment — No. 2024-54 Page 1 7
of this Section.
D. The City's contribution for retirement health contribution may be used towards health
coverage of the retiree, their spouse, and/or any eligible dependent(s).
E. Employees hired after July 1, 2007 will receive retiree health benefits in accordance with
public employees' retirement laws and CalPERS.
SECTION 15: RETIREMENT PROGRAM (CALPERS)
All employees will be enrolled in the City's retirement program through CalPERS.
On July 1, 2007, the City began providing the 2.7%@55 benefit formula with one-year final
compensation option with no cap.
On July 1, 2010, the City implemented a 2 -tier system with changes for new hires only. All full-
time new hires, hired on or after July 1, 2010, will be subject to the 2%@55 formula with one-
year final compensation option. All existing full-time employees hired prior to July 1, 2010 will
remain at the 2.7@55 formula.
Under the Public Employees' Pension Reform Act of 2013 (PEPRA), effective January 1, 2013, all
"new members" will be subject to the 2.0% @ 62 benefit formula which also requires a three-
year final compensation (the highest average annual pensionable compensation earned by a
member during a period of at least 36 months) with an early retirement age of 52.
A "New Member" is defined as:
1. A new hire that is brought into CalPERS membership for the first time on or after
January 1, 2013, and who has no prior membership in any other California public
retirement system.
2. A new hire who is brought into CalPERS membership for the first time on or after
January 1, 2013, and who is not eligible for reciprocity with another California public
retirement system.
3. A member who established CalPERS membership prior to January 1, 2013, and who is
hired by a different CalPERS employer after January 1, 2013, after a break in service
of greater than six months.
Effective January 1, 2013, PEPRA prohibited employers from paying any portion of a "new
member's" member contribution rate. All new members must pay 50% of total normal cost as
employee contribution rate.
CalPERS refers to all members that do not fit within the definition of a new member as "classic
members". All existing CalPERS members as of December 31, 2012, will retain the existing benefit
levels for future service with the same employer.
Effective January 1, 2013, PEPRA prohibited employers from paying any portion of a "new
member's" member contribution rate. All non -classic California Public Employees' Retirement
EXEC Resolution Attachment — No. 2024-54 Page 18
System (CaIPERS) members must pay 50% of total normal cost as employee contribution rate.
All "classic members" are required to contribute their full share, up to 8%, of the employee
contribution of the CaIPERS rate.
SECTION 16: ENHANCED RETIREMENT PROGRAM (PARS)
For full-time employees hired prior to July 1, 2010 the City offers an enhanced retirement
package through Public Agency Retirement Services (PARS). Covered full-time employees who
retire from Rosemead after working 20 years for the City will have their pension formula
enhanced to 3%@55, with the provision that the maximum pension allowance that employees
can accrue through PARS is 90% of their final pay. The PARS retirement pension is limited to 90%
of final pay. Employees must be at least 55 years of age to qualify for PARS.
SECTION 17: SOCIAL SECURITY
The City deducts from each full-time employees' paycheck, an amount as determined by law for
the Federal Insurance Contributions Act (Social Security). In addition, the City contributes an
additional amount at least equal to the employee's contribution.
SECTION 18: EMPLOYER FUNDED DEFERRED COMPENSATION PROGRAM (401A)
For full-time employees hired prior to July 1, 2010, the City set -contributes into a deferred
compensation account a percentage of the employee's salary based on years of service. That
funding formula is as follows:
Years of Service
% of Salary
Contributed to Plan
0-4
1%
5-9
2%
10-14
3%
15-19
4%
20+
5%
SECTION 19: DEFERRED COMPENSATION 457
All employees may voluntarily participate in the available 457 deferred compensation plan. Any
voluntary contributions made to such plan must be made via automatic payroll deductions. The
amounts contributed to the plan are subject to the statutory limits outlined in the codes of the IRS.
SECTION 20: FLEXIBLE BENEFIT PLAN (SECTION 125)
The City offers employees a flexible benefit plan which will allow individuals to pay for certain
expenses (childcare, unreimbursed medical expenses, insurance premiums) with pre-tax dollars.
SECTION 21: SHORT-TERM DISABILITY
State Disability Insurance (SDI) is a partial wage replacement insurance in which the City does not
participate in. However, for non -work-related employee disabilities, the City offers Short -Term
EXEC Resolution Attachment — No. 2024-54 Page 19
Disability (STD)/Long-Term Disability (LTD) to full-time employees. Workers' compensation
injuries are excluded from disability leave/insurance offered by the City.
The City provides employees with a short-term disability plan to protect against cases where a
non -work-related illness or injury is sustained which results in an inability to work for a short
period of time. Employees will receive 66.67% or 2/3 of their pre -disability base salary (1 -year
average of W-2) with a waiting period of 15 calendar days before receiving their benefits and can
last up to 11 weeks. Employees will receive continued payment until the employee is medically
able to return to work, or has to begin utilizing long term disability, or until the employee reaches
the age of 65, whichever comes first. The maximum short-term disability benefit amount will be
$2,400 per week. Family and Medical Leave Act (FMLA) will run concurrently with disability.
The City provides employees with a long-term disability plan to protect against cases where a
non -work-related illness or injury is sustained which results in an inability to work for a long
period of time. In these cases, LTD is received only after STD has expired and the employee
continues to be medically disabled. employees will receive 66.67% or 2/3 of their pre -disability
base salary with a 90 -day waiting period. Employee will receive continued payment until the
employee is medically able to return to work, or until the employee reaches the age of 65,
whichever comes first. The maximum long-term disability benefit amount will be $10,400 per
month. Where applicable, Family and Medical Leave Act (FMLA) and/or California Family Rights
Act (CFRA) leave runs concurrently with disability.
Employees have the option of receiving a full paycheck by utilizing his/her own leave time to
subsidize the 1/3 while on disability. Disability will cover 2/3 or 66.67% of the pre -disability base
salary based off the W-2 (1 -year average). However, when on disability, employees may not
utilize sick leave. Employees may use vacation, floating holiday, holiday, and/or compensatory
time (if applicable). Leave Accrual rate will be based upon the hours utilized.
All disability claim forms must be submitted to Human Resources on a timely basis. As a
guideline, all claim forms should be submitted within 15 calendar days.
All medical certifications or modifications to the medical certification must be submitted to
Human Resources on a timely basis. Employees are required to submit a Fitness for Duty— Return
from Leave Certification at least 2 working days prior to the date of return to the department
director. Employees may not return to work without this certification.
SECTION 22: LIFE INSURANCE
Employees receive an accidental death and dismemberment and life insurance policy of
$100,000.
SECTION 23: TUITION REIMBURSEMENT
Subject to City Manager approval, employees may attend and be reimbursed for part or all of the
costs of educational and other training courses (up to $5,000 per fiscal year) which provide a
benefit to the City provided there are budgeted funds for such approval by the City Council. The
EXEC Resolution Attachment — No. 2024-54 Page 1 10
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 refund the amount received to the City on a pro -rated 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 pro -rated 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) years
1/3 of Amount Received
Employees with prior approval by the City Manager, may be reimbursed for registration, cost 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 a "B" or better for graduate level courses and that
proof of completion has been submitted and approved by the City Manager.
In general, mandatory or required training time during working hours shall be considered part of
the job. If the City directs an employee to attend a specific, job-related training course during
non -working hours, employees may utilize flex time. All study time shall be considered
completely voluntary. No overtime pay, additional pay or compensatory time shall be given
unless advanced written approval is granted by the City Manager. 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.
SECTION 24: WELLNESS PROGRAM
The City shall reimburse employees up to three -hundred dollars ($300) per fiscal year for
qualifying expenses of the City's Wellness Program. The form and information required to claim
reimbursement for this benefit, and the final determination of whether an expense qualifies for
this benefit, are left to the discretion of the City Manager.
SECTION 25: COMPUTER PURCHASE PROGRAM
The City provides a computer purchase program for all full-time employees as outlined in the
Administrative Policy No. 30-09 approved by the City Manager. Loans are due and payable in full
upon termination or separation of employment.
EXEC Resolution Attachment — No. 2024-54 Page 111
SECTION 26: EMPLOYEE ASSISTANCE PROGRAM
The City provides employees with access to the Employee Assistance Program (EAP).
SCHEDULES / LEAVES
SECTION 27: VACATION ACCRUAL AND ACCRUAL CAP
Full-time employees will receive vacation accruals as follows:
Vacation Accumulation
Years of Service
Hours/Pay Period
Hours/Year
Days/Year
Maximum
Accumulated
Hours
Up to year 1
3.85
100
10
100
Year 1—Year 9
5.38
140
14
280
9+
6.15
160
16
320
All full-time employees accrue 100 hours of vacation leave during their first year of service. One
hundred forty (140) hours are accrued for employees with one year of service, up to (but not
over) 9 years. For employees with over 9 years of service (9+) the accrual rate is 160 hours.
Vacation hours cease to accrue in any pay period the vacation balance exceeds two times the
annual accrual rate as determined by the employee's anniversary date.
All vacation requests are to be pre -approved by the City Manager. Negative vacation banks or
borrowing from future accruals will not be allowed except under provisions of Section 31C.
Vacation accruals will be determined by the percentage formula of actual hours in a paid status
by the City.
Example 1:
An employee (with 1-9 years of service) who works 80 hours on paid
status per pay period will accrue 5.38 hours/pay period.
An employee (with 1-9 years of service) who works 40 hours on paid
Example 2:
status per pay period will accrue 2.69 hours/pay period (50% of 5.38
hours/pay period).
Example 3:
An employee (with 1-9 years of service) who has a zero -leave balance
and takes an extended leave of absence will not accrue any hours.
On July 1, 2011, the City established two (2) vacation banks as follows:
Bank A: Vacation earned/accrued prior to June 30, 2011.
EXEC Resolution Attachment — No. 2024-54 Page 1 12
Bank B: Vacation earned/accrued after July 1, 2011 (Subject to a 2 -year cap).
SECTION 28: VACATION BUYBACK
In order to encourage employees to take regular vacations on an annual basis and to partially
limit the growth of the City's long-term liability of employee accrued vacation hours upon
separation of employment, the City has established the following criteria for vacation buyback.
A. Twice per calendar year, full-time employees are eligible to have the City buyback up to 100
combined hours of accumulated unused vacation time in June and/or December of the
following calendar year. Effective December 10, 2023, and continuing thereafter, employees
seeking buyback must submit an irrevocable election form, by no later than December 101h
of the preceding calendar year. With this form, employees can seek buyback of accumulated
unused vacation time in the following calendar year subject to the following terms:
1. The employee may seek buyback of up to 50 hours in June. Employees receiving
such June buyback may seek an additional buyback in December. Total maximum
buyback for any calendar year will be limited to 100 hours.
2. Employees seeking only a December buyback may receive up to 100 hours.
B. The payment shall be made via payroll with the last paycheck in the following June and/or
December after receipt of the irrevocable election form. In the event an employee has less
hours in their vacation bank at the time the cash -out is to be paid than they had previously
elected to cash -out, the employee shall only be paid for up to the amount remaining in their
vacation bank at the time of the actual cash -out. Employees who do not submit an
irrevocable election form by December 101^ will be deemed as foregoing participation in the
optional annual leave buy-back program for that following calendar year. The buyback in
June and/or December may not reduce the vacation leave balance below the equivalent of
one year's accrual.
C. For the purposes of vacation buyback, all employees must utilize Bank A prior to utilizing Bank
B. However, if there are no hours accrued in Bank A, employees may utilize Bank B.
D. An employee who experiences an unforeseeable emergency may be permitted to make a
new irrevocable election and/or to increase the amount of the previous election, subject to
the same value that was permitted at the time the annual irrevocable election forms were
due. For these purposes, an "unforeseeable emergency" means a financial hardship to the
employee resulting from any of the following:
• Accident, illness, injury or death of the employee or an immediate family member. For
this purpose, an "immediate family member" is restricted to a spouse, registered
domestic partner, child/legal dependent, or parent; or
• Loss or extensive damage to the employee's property due to casualty; or
■ Other similar extraordinary and unforeseeable circumstances arising from events beyond
EXEC Resolution Attachment — No. 2024-54 Page 1 13
the control of the participant.
Whether an occurrence is an unforeseeable emergency shall be solely determined by the City
Manager or designee, but requests made under this provision shall not be unreasonably
denied.
The payment shall be made with the last paycheck in December of that same calendar year.
E. If it is subsequently determined by the City, the IRS, a court of competent jurisdiction or
another governing authority that the annual buyback provisions in place prior to December
10, 2021, or substantially similar, will not trigger constructive receipt of income from accrued
leave, the City will remove the irrevocable election process.
F. All buybacks shall be paid at the employee's base hourly rate of pay at the time of the
payment.
SECTION 29: ADMINISTRATIVE LEAVE
Employees will accrue 3.08 hours of Administrative Leave per pay period with a 2 -year accrual
cap (160 hours). All unused Administrative Leave hours be paid upon employment separation at
the employee's rate of pay.
SECTION 30: SICK LEAVE
A full-time employee who is incapacitated from the performance of such employee's duties by
reason of a non -service -related illness or injury, pregnancy, legal requirements of public health
officials or for reasons specified in the Family and Medical Leave (FMLA) and/or California Family
Rights Act (CFRA) leave are eligible for sick leave.
1. Amount Earned: All full-time employees will accrue ten (10) hours of sick leave per
month. Sick leave will be earned, commencing on the first day of employment employee,
and accrued on a bi-weekly basis. Employees may accumulate up to a maximum of 120
hours of sick leave with pay per year. Sick leave accruals will be determined by the
percentage formula of actual hours in a paid status by the City.
Example 1:
An employee who works 80 hours on paid status per pay
period will accrue 4.62 hours/pay period.
An employee who works 40 hours on paid status per pay
Example 2:
period will accrue 2.31 hour/pay period (50% of 4.62
hours/pay period).
An employee who has a zero -leave balance and takes an
Example 3:
extended leave of absence will not accrue any hours.
EXEC Resolution Attachment — No. 2024-54 Page 1 14
Except for retirement, all unused sick leave hours will be forfeited when an employee
separates from employment, voluntarily or involuntary. Upon retirement, an employee's
unused sick leave hours will be converted to service credit as contracted with CaIPERS.
2. Sick Leave Cao: Accrued sick leave is capped at 500 hours for employees hired after
November 30, 2021.
3. Advanced Sick Leave: Sick leave time shall not be taken until such time has been accrued.
4. Utilization of Sick Leave Benefits: The right to utilize benefits under the sick leave
provisions herein continues only during the period that the employee is employed by the
City. All benefits hereunder terminate upon the employee leaving City service. An
employee on military leave is not granted sick leave during the military leave period.
Employees are not eligible to utilize sick leave benefits within the first thirty (30) days of
employment.
Sick leave is not a leave which an employee may use at his/her discretion, but is allowed
only in cases of actual sickness or disability which make it impossible or inadvisable for
the employee to perform normal work assignments/functions. Sick leave may be utilized
for dental or medical appointments, medical assessments and/or due to a serious illness
in the immediate family. The City Manager may deny or revoke sick leave if the
incapacitation for which it is taken is caused or substantially aggravated by compensated
outside employment. If an employee is absent from work for more than three (3) working
days without notifying the City Manager, the employee may be dismissed from City
service for being absent without official leave. Any abuse of sick leave usage is grounds
for disciplinary action up to and including dismissal.
5. Illness During Vacation Leave: Employees who become ill while on approved vacation
leave may request to use available sick leave in lieu of the approved vacation time for the
period of illness. Verification of illness may be required by the City Manager prior to
approval.
6. Notification to Supervisor: Any employee needing to be absent because of sickness or
other physical disability must notify the City Manager, or designee, at least one (1) day
prior to such absence if circumstances permit, or within one (1) hour before the start of
his/her regular shift when prior notice cannot be given.
7. Sick Leave Authorized Due to Illness in Familv: An employee is allowed sick leave due to
a serious illness in the immediate family. The definition of "family" defined under the
Family and Medical Leave Act (FMLA) policy will be utilized. In the event of a serious
illness in the immediate family, a certificate of such illness and the need for the
employee's absence by the acceptable medical authority may be required by the City
Manager. In such case, the employee must be able to produce a verifying certification
upon request by the City Manager.
EXEC Resolution Attachment — No. 2024-54 Page 1 15
8. Return to Work Following Illness: The City Manager may require an employee to submit
to a medical and/or psychiatric examination by a physician designated by the City before
permitting the employee to return to work after the employee has been on sick leave. If
the results of any such examination indicate that the employee is unable to perform
assigned duties, or if performance of those duties will expose others to infection, the
employee will be placed on sick leave, or leave without pay after all sick leave has been
used, until adequate medical evidence is submitted that the employee is competent to
perform assigned duties or will not subject others to the infection.
9. Medical Certificate Requirement: In order to be paid for sick leave, the employee must
make every good faith effort to notify the City Manager prior to the start of the
employee's workday. The City Manager may request, for cause, a certificate issued by a
licensed physician or other satisfactory proof of illness before sick leave is granted. The
City Manager may also choose a licensed physician to conduct a physical examination at
City expense. Any employee who makes application for sick leave may be required by the
City Manager to file a certificate signed by a duly and regularly licensed physician
authorized to practice medicine or may be required to submit a personal statement which
states the employee was incapacitated from performing the duties of the position for
each day that sick leave is requested. Authority will also be given to the physician signing
the certificate, to disclose to the City Manager, information relating to sick leave. Sick
leave will be granted when the application for sick leave is approved by the City Manager.
10. Transfer of Sick Leave: New employees may be credited with up to two hundred (200)
hours of sick leave from their previous public agency employer provided the previous
employer did not otherwise compensate the employee for said hours. The new employee
must provide a letter or documentation from the previous employer verifying accrued but
uncompensated hours.
11. Unused Accumulated Sick Leave Upon Separation: An employee will not receive any
payment for unused accumulated sick leave upon dismissal of employment or retirement
(either disability or regular). An employee may not use sick leave to extend a retirement
(either disability or regular) or dismissal date. This prohibition does not affect an
employee's right to obtain sick leave credit with CaIPERS. Any other balances or if an
employee resigns or is dismissed will be forfeited.
SECTION 31: CITY -RECOGNIZED HOLIDAYS
A. The following days are recognized and observed as paid holidays:
1. New Year's Day (January lst)
2. Martin Luther King's Birthday (the third Monday in January)
3. Presidents' Birthday (the third Monday in February)
4. Cesar Chavez (March 31s)
5. Memorial Day (the last Monday in May)
6. Juneteenth (June 19th)
EXEC Resolution Attachment — No. 2024-54 Page 1 16
7. Independence Day (July 411)
8. Labor Day (the first Monday in September)
9. Veteran's Day (November 11th)
10. Thanksgiving Day (the fourth Thursday of November)
11. Christmas Eve (December 24th)
12. Christmas Day (December 25th)
B. If one of the above listed City recognized holidays falls on a Friday or Saturday, the
holiday will be observed on the preceding Thursday. If the holiday falls on a Sunday,
the holiday will be observed on the following Monday.
C. Non-essential City services and facilities are closed from Christmas Eve through New
Year's Day. Employees are required to utilize their own time or may opt to take the
time off without pay during the holiday closure. Employees with less than 3 months
of service may use unearned vacation time with any resulting negative balances to be
repaid from future accruals, or in the event of separation prior to repayment, from
direct repayment of the outstanding balance to the City by the former employee.
SECTION 32: FLEXIBLE SCHEDULING
Depending on the Director's area of assignment, an alternate work schedule may be arranged
with City Manager approval. This could include the possibility of utilizing flextime or
telecommuting from an offsite location. Any prolonged telecommuting arrangement, or
alternate workweek, must be approved, in writing, by the City Manager.
SECTION 33: FLEXIBLE SCHEDULING ON SPECIAL EVENTS
All full-time employees are required to work the 4th of July Parade/Carnival/Fireworks special
event. In addition, some employees are required to work special events in the course of their
regular duties. The City reserves the right to adjust the day's work hours to meet the staffing
needs of the 4th of July Parade/Carnival/Fireworks special event.
For everywork week in which there is a designated special event, the City Manager may authorize
the 'flexing' of all hours within the same workday or same workweek of the special event while
ensuring that appropriate staff coverage is maintained for operational needs and continued City
services. For purposes of this Section, a "special event" is a scheduled, pre -planned program,
activity, or other event that is offered by the City for attendance by one or more members of the
public.
If an employee is required to work on a city recognized holiday, holiday hours equivalent to the
number of hours worked, up to ten (10), will be banked. Banked hours not used by December
3151 will be forfeited.
SECTION 34: BEREAVEMENT LEAVE
In the event of the death of an employee's immediate family (defined as spouse, parent,
stepparent, grandparent, sibling, children, grandchildren, mother-in-law, father-in-law, sister-in-
law, brother-in-law, registered domestic partner or child of a registered domestic partner),
EXEC Resolution Attachment — No. 2024-54 Page 1 17
employees are entitled to forty (40) hours for bereavement leave per incident.
SECTION 3S: JURY LEAVE
An employee of the City who is required to participate as a juror or required to participate in the
jury selection process, shall be paid up to and including 80 hours of salary and benefits during each
fiscal year while engaged in such activities. Any employee called to serve as a juror shall receive
regular compensation while on such leave, provided that the employee remits to the City any
payments or fees received as a juror, excluding mileage reimbursement. Employee shall provide
from the courts, certification of the amount of time served on jury duty each day for which jury
duty leave with pay is requested. Employees shall return to their regular job assignment after
being released from jury duty each day provided at least one-half (1/2) of their shift remains.
Compensation shall extend beyond 80 hours only upon provision to the City of a certified court
document showing that trial counsel and/or the Court estimated the length of trial for which an
employee has been selected as juror, to be more than 80 hours.
The employee shall advise the City Manager and the Human Resources Manager upon receiving
a court order to appear beyond the 80 hours as a juror. The granting of such leave with pay shall
be subject to the approval of the City Manager or designee, consistent with the requirements set
forth herein.
OTHER
SECTION 36: DIREcr DEPOSIT
Employees are offered an option to authorize the automatic deposit of each paycheck into an
individual's checking, savings or credit union account. Payroll checks will not be issued in
advance.
SECTION 37: TECHNOLOGY EQUIPMENT
Employees may be provided with a laptop, tablet, iPAD or other device to be used for City
business. This equipment may be stored and used at home. At the end of employment, the
employee shall return the City -owned equipment.
SECTION 38: EMERGENCY WAIVER PROVISION
In the event of circumstances beyond the control of the City, such as acts of God, fire, flood,
insurrection, civil disorder or national emergency, or similar circumstances, the provisions of this
Resolution or City's Human Resources Rules and Regulations, which restrict the City's ability to
respond to these emergencies, shall be suspended for the duration of such emergency.
EXEC Resolution Attachment — No. 2024-54 Page 118
City of Rosemead
Executive Management Group
October 8, 2024 -June 30, 2025
Position Title
Assistant City Manager
Director of Community Development
Directorof Finance
Director of Parks & Recreation
Director of Public Works
Effective July 1, 2024
Monthly Salary
Minimum Maximum
14,299
18,589
12,551
16,316
12,960
16,848
11,935
15,516
13,008
16,910
APPENDIX A
Effective October 8, 2024
Monthly Salary
Minimum Maximum
15,729
20,448
13,806
17,948
14,256
18,533
13,129
17,067
14,309
18,601
EXEC Resolution Attachment — No. 2024-54 Page 1 19
Attachment B
8t" Amendment to City Clerk
Employment Agreement
EIGHTH AMENDMENT TO CITY CLERK EMPLOYMENT AGREEMENT
BETWEEN THE CITY OF ROSEMEAD AND ERICKA HERNANDEZ
AMENDMENT NO.8
This Eighth Amendment (the "Eighth Amendment") is made and entered into effective October
8, 2024, by and between the City of Rosemead, California, a municipal corporation
(the "City") and Ericka Hernandez, an individual (the "City Clerk"). The City and the City Clerk
are sometimes individually referred to as a "Parry" and collectively as "Parties."
RECITALS
A. The Parties entered into an Employment Agreement (the "Agreement") on April 10,
2018. That contract was amended on May 28, 2019, May 12, 2020, April 27, 2021,
Al2ril 26, 2022, April 25, 2023, September 12, 2023 and April 23, 2024.
B. Pursuant to Section 3 (A)(1) the base salary will reflect a 10% salary increase to reflect
the same level of benefits as provided within the Executive Management Salary and
Benefits Resolution for FY 2024-25.
C. The Parties now desire to amend the Agreement to reflect the increase in the City Clerk's
annual salary as described above.
OPERATIVE PROVISIONS
1. AMENDMENTS
Section 3 (a)(1)(a) of the Agreement is hereby amended to read as follows:
The annual salary for the position of City Clerk effective October 8, 2024, shall be a total
of $164,604.00.
2. REMAINDER UNCHANGED
Except as specifically modified and amended in this Eighth Amendment, the Agreement
remains in full force and effect and binding upon the parties.
3. INTEGRATION
This Eighth Amendment constitutes the entire understanding and agreement of the parties
and supersedes all negotiations or previous agreements between the parties with respect
to all or any part of the transactions discussed in this Eighth Amendment.
4. EFFECTIVE DATE
This Eighth Amendment shall not become effective until the date it has been formally
approved by the City Council and executed by the Parties.
5. APPLICABLE LAW
The laws of the State of California shall govern the interpretation and enforcement of this
Seventh Amendment.
6. REFERENCES
All references to the Agreement include all their respective terms and provisions. All
defined terms utilized in this Eighth Amendment have the same meaning as provided in
the Agreement, unless expressly stated to the contrary in this Eighth Amendment.
IN WITNESS WHEREOF, the Parties have executed this Agreement, as of the date
first indicated above.
City City Clerk
CITY OF ROSEMEAD Ericka Hernandez
A Municipal Corporation An Individual
By:
Steven Ly
Mayor
ATTEST:
By:
Ericka Hernandez
City Clerk
APPROVED AS TO FORM:
By:
Rachel H. Richman
City Attorney
I
Ericka Hernandez
City Clerk
Attachment C
Resolution No. 2024-53
RESOLUTION NO. 2024-53
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ROSEMEAD, CALIFORNIA, AMENDING THE COMPREHENSIVE
SALARY SCHEDULE TO MEET THE CALIFORNIA CODE OF
REGULATIONS TITLE 2, SECTION 570.5 AND 571 TO REFLECT
APPROVED RATES FROM OCTOBER 8, 2024 THROUGH JUNE 30,
2025
WHEREAS, the City Council has the authority to create, classify, and design salary
scales/ranges for all City of Rosemead employee positions; and
WHEREAS, California Code of Regulation (CCR) Title 2, Section 570.5 and
amendment to CCR Section 571 requires a consolidated Salary Schedule that is publicly
available showing all City classifications and salary ranges; and
WHEREAS, the City Council wishes to meet the requirements of these regulations by
adopting a Salary Schedule, which sets forth the salary scales/ranges for all City of Rosemead
employee classifications; and
WHEREAS, Exhibit A includes the Citywide Salary Schedule that reflects the new
salary rates for Executive classifications.
NOW THEREFORE, BE IT RESOLVED that hereby adopts the Salary Schedule for all
City of Rosemead employee classifications as set forth in the attached Exhibit A to reflect the
new salary rates for Fiscal Year 2024-25 effective October 8, 2024.
PASSED, APPROVED, AND ADOPTED this 8`h day of October, 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. 2024-53, was duly
adopted by the City Council of the City of Rosemead, California, at a regular meeting
thereof held on the 8th day of October 2024, by the following vote, to wit:
AYES:
NOES:
ABSENT:
ABSTAIN:
Ericka Hernandez, City Clerk
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