TO:
Honorable Mayor and Members of the City Council
THROUGH:
Talyn Mirzakhanian, City Manager
FROM:
Lisa Jenkins, Human Resources Director
SUBJECT:Title
Consideration of a Resolution Approving Amendments to the Compensation for Part-Time Unrepresented Employees (No Budget Impact) (Human Resources Director Jenkins).
ADOPT RESOLUTION NO. 26-0001
Body
_________________________________________________________
RECOMMENDATION:
Staff recommends that the City Council adopt Resolution No. 26-0001 amending the compensation plan for part-time unrepresented employees of the City of Manhattan Beach.
FISCAL IMPLICATIONS:
Salaries for part-time employees who have a full-time equivalent position were adjusted at the beginning of Fiscal Year 2025-26, in accordance with the prior Unrepresented Compensation Plan for part-time employees and the Memoranda of Understanding (MOUs) previously approved for the full-time bargaining units. The cost of those increases was $66,579. The additional incremental cost associated with the proposed compensation increases for classifications that do not have a full-time equivalent (“part-time only classifications”) for the current Fiscal Year (2025-26) is $53,303. The Finance Department is currently evaluating all mid-year estimates, including part-time salaries. If any budget adjustments are needed to support these increases, they will be included with the upcoming mid-year budget report. The ongoing annual cost associated with the compensation increases by the end of the three-year compensation plan will be $442,079 for all part-time positions, including part-time positions with a full-time equivalent position as well as part-time only classifications. The cost of these compensation increases will be budgeted in future years accordingly.
BACKGROUND:
In addition to the City’s approximately 350 full-time employees, the City employs approximately 200 part-time positions (varying based on the time of year, with part-time staffing peaking during summer months for associated recreation programs and events). The City has a Part-Time Unrepresented Employees Compensation Plan that covers the terms, conditions, salaries, and benefits for all full-time positions that are not represented by a bargaining unit. The prior Part-Time Unrepresented Employees Compensation Plan (part-time compensation plan), covering the terms, conditions, salaries, and benefits for all part-time employees, was approved by the City Council in 2022 for a term of January 1, 2022 through June 30, 2025. The majority of the City’s full-time bargaining units had MOUs for the same term (January 1, 2022 through June 30, 2025). These groups include the Manhattan Beach Police Officers Association (MBPOA), Manhattan Beach Police Management Association (MBPMA), Manhattan Beach Mid-Management Employees Association (MBMEA) and Teamsters Local 986. In 2025, subsequent MOUs between the City and each of these labor associations were agreed to for three-year terms (July 1, 2025 through June 30, 2028).
Additionally, there was previously a labor association in the City that represented the part-time Transportation Services Operators (TSOs), who are the drivers for the City’s Dial-a-Ride program. This labor association, called Manhattan Beach Part-Time Employees Association (MBPTEA), did not reach out to the City to negotiate a successor MOU in 2025. Human Resources staff subsequently confirmed with a majority of the employees in this part-time classification that they wished to dissolve the labor association. Accordingly, these employees will now be included in the unrepresented part-time compensation plan.
The Full-Time Unrepresented Employees Compensation Plan was approved by the City Council on October 7, 2025 for the same term as the recently negotiated full-time MOUs (July 1, 2025 through June 30, 2028). The cost-of-living salary increases (COLAs) included in the Full-Time Unrepresented Employees Compensation Plan were aligned with the increases provided to employees in represented positions.
DISCUSSION:
The City periodically adopts and updates compensation plans for employees who are not represented by a bargaining unit, including both full-time and part-time employees. Typically, the Council considers the terms and conditions of employment for unrepresented employees subsequent to agreements being reached with full-time employees who had MOUs with similar terms. As discussed, the Full-Time Unrepresented Employees Compensation Plan was approved by the City Council on October 7, 2025. Part-time employees are an integral part of the City’s workforce, and periodic salary adjustments commensurate with increases provided to full-time employees support the recruitment and retention of qualified employees.
Per the prior part-time compensation plan, part-time employees who are working in classifications that have a full-time equivalent are paid an hourly rate equivalent to a step on the established salary schedule for the full-time position. Accordingly, part-time employees working in classifications that have a full-time equivalent received the same cost-of-living adjustments (COLAs) as full-time employees, effective July 2025. The proposed additional COLAs are for employees in the part-time only classifications and mirror those provided to other employees; however, the effective date for each annual increase will be in January instead of July. As many of the part-time employees work in seasonal positions, administering the salary adjustment during “off-season” times is the most pragmatic and cost-efficient for administration.
The following summarizes the terms of the part-time compensation plan recommended for City Council approval:
1. The term will be effective from July 1, 2025 through June 30, 2028.
2. Salary Adjustments:
a. For part-time classifications that have a full-time equivalent:
o Effective the pay period following July 1, 2025: 5.0%
o Effective the pay period following July 1, 2026: 4.5%
o Effective the pay period following July 1, 2027: 4.0%
b. For part-time classifications that do not have a full-time equivalent
o Effective the pay period following January 1, 2026: 5.0%
o Effective the pay period following January 1, 2027: 4.5%
o Effective the pay period following January 1, 2028: 4.0%
3. Inclusion of applicable provisions for Transportation Services Operators previously included in the MBPTEA MOU.
Additional clarification and clean-up is included within this compensation plan update.
PUBLIC OUTREACH:
Staff determined that public outreach was not required for this issue.
LEGAL REVIEW:
The City Attorney has reviewed this report and determined that no additional legal analysis is necessary.
ATTACHMENTS:
1. Resolution No. 26-0001
2. Compensation Plan - Part-Time Unrepresented Employees (Tracked Changes)
3. Compensation Plan - Part-Time Unrepresented Employees (Final)