CC SR 20260602 H - Adoption of Salary Schedule
CITY COUNCIL MEETING DATE: 06/02/2026
AGENDA REPORT AGENDA HEADING: Consent Calendar
AGENDA TITLE:
Consider amending the Salary Schedule for Fiscal Year 2026-27 to reflect a cost-of-living
adjustment for certain affected employment classifications.
RECOMMENDED COUNCIL ACTION:
1) Adopt Resolution No. 2026-__, A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF RANCHO PALOS VERDES, AMENDING, RESTATING, AND
SUPERSEDING RESOLUTION NO. 2026-27 THAT SETS THE SALARY
SCHEDULE FOR THE RANCHO PALOS VERDES EMPLOYEES ASSOCIATION,
UNREPRESENTED EMPLOYEES, AND THE CITY MANAGER TO REFLECT A
THREE PERCENT COST OF LIVING ADJUSTMENT EFFECTIVE JULY 1, 2026
FISCAL IMPACT: The proposed three percent (3.0%) cost-of-living adjustment (COLA)
would go into effect on July 1, 2026, increasing the salary ranges and
corresponding employee compensation for classifications covered
by the City Council-adopted Rancho Palos Verdes Employees’
Association (RPVEA) Memorandum of Understanding (MOU),
Unrepresented Management and Confidential employees, and the
City Manager, consistent with the terms of the ir applicable MOU or
employment agreements.
Total citywide salaries and benefits are estimated at $16.1 million
(approximately 110 Full Time Equivalent ((FTE)) and are being
reviewed tonight by the City Council under a separate item. Of this
amount, the estimated fiscal impact associated with the 3% COLA is
approximately $294,000 and is included in the Fiscal Year (FY)
2026–27 Preliminary Budget. VR
Amount Budgeted: $16.1 million (ALL salaries and benefits)
$294,000 estimated COLA in FY 2026-27
Additional Appropriation: N/A
Account Number(s): Salaries & Benefits for all funds VR
ORIGINATED BY: Vanessa Godinez, Human Resources and Risk Manager VG
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REVIEWED BY: Catherine Jun, Deputy City Manager CJ
APPROVED BY: Ara Mihranian, AICP, City Manager
ATTACHED SUPPORTING DOCUMENTS:
A. Resolution No. 2026-___ Proposed Salary Schedule eff. July 1, 2026 (page A-1)
B. Successor MOU with RPVEA for July 1, 2025 through June 30, 2028 (Linked)
C. Resolution No. 2025-33, Compensation and Benefits for Unrepresented
Management and Confidential employees for July 1, 2026 through June 30, 2028
(Linked)
D. Successor MOU with AFSCME for July 1, 2025 through June 30, 2028 (Linked)
E. Amendment No. 6 to the City Manager’s Employment Agreement (page E-1)
F. Amendment No. 7 to the City Manager’s Employment Agreement (page F-1)
BACKGROUND:
On June 3, 2025, the City Council adopted Resolution No. 2025 -36 (Attachment B) to
adopt a successor MOU with RPVEA for the period of July 1, 2025 through June 30, 2028.
The City Council adopted Resolution No. 2025 -33 (Attachment C), approving the
compensation and benefits for Unrepresented Management and Confidential employees ,
and also approved Amendment No. 6 (Attachment E) and Amendment No. 7 (Attachment
F) to the City Manager’s Employment Agreement to provide an annual cost-of-living
adjustment (COLA) – each for the period of July 1, 2025 through June 30, 2028.
All three agreements include a COLA effective the first full pay period in July of each year
consistent with the terms of their applicable employment agreements. The COLA is based
on the percentage increase in the Consumer Price Index for All Urban Consumers (CPI -
U) for the Los Angeles–Long Beach–Anaheim area, measured over the prior twelve-
month period from March to March. The adjustment is subject to a minimum of zero
percent (0%) and a maximum of three percent (3.0%).
DISCUSSION:
According to data published by the U.S. Bureau of Labor Statistics, the CPI-U for the
Los Angeles–Long Beach–Anaheim area increased by 3.4 percent for the twelve-month
period ending in March 2026. Because the agreements cap the annual COLA at three
percent (3.0%), the COLA that will be applied in FY 2026-27 to the current salary and
the salary ranges for all affected classifications will be three percent (3.0%) effective
July 1, 2026. The proposed salary schedule that reflects this 3% COLA adjustment is
attached for the City Council’s consideration (Attachment A). Total citywide salaries and
benefits are estimated at $16.1 million and are being reviewed tonight by the City
Council under separate item. Of this amount, the estimated amount for COLA is
approximately $294,000 and is included in the Fiscal Year (FY) 2026–27 Preliminary
Budget for consideration.
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ADDITIONAL INFORMATION:
On April 7, 2026, the City Council adopted Resolution No. 2026-25 for the successor
MOU between the City and the American Federation of State, County and Municipal
Employees (AFSCME) (Attachment D). Pursuant to the terms of the AFSCME MOU,
affected employees will not receive a COLA effective July 1, 2026. In lieu, the MOU
provides for a one-time bonus payment of one hundred dollars ($100) to all AFSCME -
represented employees who are active and on the City’s payroll at that time. The one -
time bonus will be issued to affected employees on their July 17, 2026 payroll and is
included in the FY 2026-27 Preliminary Budget. The estimated fiscal impact is
approximately $6,600 and is included in the FY 2026-27 Preliminary Budget.
CONCLUSION:
The proposed salary schedule implements a 3% COLA, in accordance with the provisions
contained in the applicable MOU and employment agreements for classifications covered
by RPVEA, Unrepresented Management and Confidential employees, and the City
Manager. The City Council is being asked to adopt the attached resolution (Attachment
A) reflecting this salary adjustment.
ALTERNATIVES:
In addition to the staff recommendation, the following alternative actions are available for
the City Council’s consideration:
1. Do not adopt the attached resolution approving the amended Fiscal Year 2026-
2027 Salary Schedule and direct staff accordingly. By not adopting the amended
Salary Schedule, the City Council would not be in compliance with the employment
agreements and would need to renegotiate with affected groups.
2. Take other action, as deemed appropriate.
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RESOLUTION NO. 2026-__
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
RANCHO PALOS VERDES, AMENDING, RESTATING,
AND SUPERSEDING RESOLUTION NO. 2026-27 THAT
SETS THE SALARY SCHEDULE FOR THE RANCHO
PALOS VERDES EMPLOYEES ASSOCIATION,
UNREPRESENTED EMPLOYEES, AND THE CITY
MANAGER TO REFLECT A THREE PERCENT COST OF
LIVING ADJUSTMENT EFFECTIVE JULY 1, 2026
WHEREAS, the City Council adopted Resolution 2026-27 on April 7, 2026, that
sets a new Salary Schedule for part-time employees; and,
WHEREAS, the City Council now desires to amend the City’s Salary Schedule to
reflect updated salary ranges for all full-time employees represented by the Rancho
Palos Verdes Employee Association and Unrepresented (Management and Confidential)
employees, including the City Manager, based on cost of living adjustment (COLA) wage
increase of three percent (3%) effective July 1, 2026; and,
WHEREAS, Section 36506 of the California Government Code requires that the
City Council fix the compensation of all appointive officers and employees by resolution
or ordinance; and,
WHEREAS, Rule V of the Personnel Rules of the City provides that in order
to amend the City’s Salary Schedule that updates must be made via Resolution.
NOW, THEREFORE THE CITY COUNCIL OF THE CITY OF RANCHO PALOS
VERDES DOES HEREBY FIND, DETERMINE, AND RESOLVE AS FOLLOWS:
Section 1. The salary ranges for the City job classifications as set forth
in Exhibit “A” which are attached hereto and incorporated herein by this reference, are
adopted on June 2, 2026 and are effective as of July 1, 2026; and,
Section 2. Resolution No. 2026-27 is hereby amended, restated, and
superseded and replaced by this resolution to reflect updated salary ranges for all full-
time employees represented by the Rancho Palos Verdes Employee Association and
Unrepresented (Management and Confidential) employees, including the City
Manager, based on a three percent (3%) COLA effective July 1, 2026; and,
Section 3. This resolution shall be effective on July 1, 2026. The City Clerk shall
certify the adoption of this Resolution.
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Resolution No. 2026-__
Page 2 of 2
PASSED, APPROVED AND ADOPTED on this 2nd day of June, 2026.
________________________________
Paul Seo, Mayor
ATTEST:
________________________________
Teresa Takaoka, City Clerk
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) ss
CITY OF RANCHO PALOS VERDES )
I, Teresa Takaoka, City Clerk of the City of Rancho Palos Verdes, hereby certify that the
above Resolution No. 2026-__ was duly and regularly passed and adopted by the said City
Council at a regular meeting thereof held on June 2, 2026.
________________________________
Teresa Takaoka, City Clerk
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COMPETITIVE POSITIONS (RPVEA)MINIMUM
SALARY
MAXIMUM
SALARY
Accountant $92,510 $120,264
Accounting Clerk $63,261 $82,240
Accounting Manager $120,025 $156,032
Accounting Technician $71,608 $93,090
Administrative Analyst $89,668 $116,569
Administrative Assistant $74,929 $97,408
Assistant Engineer $102,759 $133,587
Assistant Planner $88,017 $114,421
Associate Engineer $117,156 $152,303
Associate Planner $97,884 $127,250
Building Inspector $85,467 $111,101
Cable TV Station Manager $98,391 $127,463
Code Enforcement Officer $82,228 $107,279
Deputy City Clerk $83,518 $108,574
Engineering Technician $78,738 $102,252
Geographic Information Systems Coordinator $102,741 $133,563
Lead Worker $72,927 $94,725
Maintenance Superintendent $138,316 $179,812
Maintenance Supervisor $90,306 $116,967
Maintenance Worker $65,087 $84,613
Open Space & Trails Coordinator $76,407 $99,328
Open Space & Trails Manager $138,316 $179,812
Open Space & Trails Supervisor $91,687 $119,193
Park Ranger $61,586 $80,062
Permit Clerk $62,062 $80,680
Permit Technician $70,832 $92,081
Planning Technician $74,108 $96,207
Principal Planner $123,430 $160,292
Project Manager $114,189 $148,445
Recreation Program Coordinator $76,407 $99,328
Recreation Program Supervisor $91,687 $119,193
Recreation Services Manager $105,530 $137,007
Senior Accountant $100,959 $131,247
Senior Accounting Technician $84,330 $109,630
Senior Administrative Analyst $106,065 $137,883
Senior Administrative Analyst (Records Management)$92,024 $119,631
Senior Administrative Analyst/Emergency Management Coordinator $106,065 $137,883
Senior Building Inspector $95,763 $124,492
Senior Code Enforcement Officer $92,896 $120,647
Senior Engineer $127,889 $166,256
Senior Information Technician $110,271 $143,178
Senior Maintenance Worker $71,596 $93,074
Senior Park Ranger $67,745 $88,068
Senior Planner $112,620 $146,405
Senior Staff Assistant $61,563 $80,032
Staff Assistant $55,871 $72,632
Traffic Engineering Technician $78,329 $101,830
Salary Schedule for Competitive, Confidential and Management positions
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Resolution No. 2026-___ Exhibit A
Effective July 1, 2026; Revised to reflect a 3.0% COLA for RPVEA, Unrepresented Confidential and Management, City Manager
CONFIDENTIAL POSITIONS (UNREPRESENTED GROUP)MINIMUM
SALARY
MAXIMUM
SALARY
Accounting Supervisor $117,020 $152,127
Executive Assistant $83,426 $108,456
Human Resources Analyst $94,411 $122,733
MANAGEMENT POSITIONS (UNREPRESENTED GROUP)MINIMUM
SALARY
MAXIMUM
SALARY
Assistant to the City Manager $124,454 $161,790
Building Official $150,553 $195,719
City Clerk $150,553 $195,719
City Manager ^^$282,014
Deputy City Manager $201,487 $261,933
Deputy Director of Community Development $160,795 $209,033
Deputy Director of Finance $160,795 $209,033
Deputy Director of Public Works $160,795 $209,033
Deputy Director of Recreation & Parks $160,795 $209,033
Director of Community Development $183,796 $238,935
Director of Finance $183,796 $238,935
Director of Parks & Recreation $183,796 $238,935
Director of Public Works $183,796 $238,935
Information Technology Manager $150,553 $195,719
Human Resources Manager $160,795 $209,033
Principal Civil Engineer $150,553 $195,719
Public Safety Manager $150,553 $195,720
PART-TIME POSITIONS HOURLY RATE HOURLY RATE
Code Enforcement Officer $37.39 $48.55
Intern ^^^$16.90 $19.50
IT Specialist $33.99 $44.19
Open Space & Trails Crew Lead $23.19 $30.14
Open Space & Trails Worker $20.16 $26.20
Permit Clerk $27.30 $35.45
Public Safety Liaison $23.81 $30.95
Recreation Leader $20.16 $26.20
Recreation Specialist $26.66 $34.66
Senior Recreation Leader $23.19 $30.14
Senior Staff Assistant $27.89 $36.21
Staff Assistant $24.53 $31.88
Television Producer $30.50 $39.66
Television Producer (On-Camera)$35.01 $45.53
PART-TIME CONFIDENTIAL (UNREPRESENTED)
Human Resources Specialist (Part-time) ^$37.46 $48.70
^ Not represented by AFSCME; position is at-will and considered Confidential/Unrepresented under Resolution No. 2026-26
^^ Per a separate employment agreement between the City and the City Manager
^^^ Not represented by AFSCME; position is at-will and unrepresented
Salary Schedule for Part-Time positions are not subject to 7/1/2026 COLA. Salary ranges will remain as-is.
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01203.0004 2008264.1 5/27/2025 1
AMENDMENT NO. 6
TO CITY MANAGER EMPLOYMENT AGREEMENT BETWEEN
CITY OF RANCHO PALOS VERDES & ARA MICHAEL MIHRANIAN, AICP
This AMENDMENT NO. 6 to CITY MANAGER EMPLOYMENT AGREEMENT
BETWEEN CITY OF RANCHO PALOS VERDES & ARA MICHAEL MIHRANIAN, AICP
(“Amendment No. 6”) is made and entered into June 3, 2025 by and between the CITY OF
RANCHO PALOS VERDES, a general law city & municipal corporation (“City”) and Mr. ARA
MICHAEL MIHRANIAN, AICP, an individual (hereinafter referred as the “City Manager”).
RECITALS
A. On February 19, 2020, City and City Manager entered into the CITY MANAGER
EMPLOYMENT AGREEMENT BETWEEN CITY OF RANCHO PALOS VERDES & ARA
MICHAEL MIHRANIAN, AICP (“Employment Agreement”) whereby City’s City Council
employed City Manager to serve in the position of city manager as prescribed by state law and as
codified in Title 2, Chapter 2.08, of City’s Municipal Code.
B. City and City Manager have previously entered into Amendment No. 1 to the
Employment Agreement (“Amendment No. 1”), the same being effective January 2, 2021.
C. City and City Manager have previously entered into Amendment No. 2 to the
Employment Agreement (“Amendment No. 2”), the same being effective February 1, 2022.
D. City and City Manager have previously entered into Amendment No. 3 to the
Employment Agreement (“Amendment No. 3”), the same being effective February 21, 2023.
E. City and City Manager have previously entered into Amendment No. 4 to the
Employment Agreement (“Amendment No. 4”), the same being effective February 6, 2024.
F. City and City Manager have previously entered into Amendment No. 5 to the
Employment Agreement (“Amendment No. 5”), the same being effective February 18, 2025.
G. The City’s City Council and City Manager now desire to further amend the
Employment Agreement, as amended, as follows:
AGREEMENT
1. The above recitals are incorporated by reference as if set forth in full herein.
2. Section 5.1 of the Employment Agreement, as amended, is further amended to read
as follows (deleted text is indicated in strikethrough & added text in bold & italics):
“5.1 Annual Compensation. Effective for the pay period upon approval,
City agrees to compensate City Manager for his services rendered hereunder
at an annual salary of TWO HUNDRED SIXTY THOUSAND DOLLARS
($260,000.00) as may be adjusted, from time-to-time, in accordance with
Section 5.3 hereinafter, or as this Agreement may be amended. Effective
July 1, 2025 for Fiscal Year 2025-26, the City will apply a 3% CPI to the
City Manager's annual salary, which will increase from $260,000 to
$267,800. A CPI will continued to be applied annually thereafter in
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accordance with Section 9.9. Such salary shall be payable in installments
at the same time as other Department Head employees of City are paid. City
Manager shall pay his contribution to MediCare and SDI.”
“9.9. No Additional Benefits. City Manager shall not be entitled to any
cost of living adjustments (“COLA”) to compensation, if any, as are
afforded Department Head employees or as the same may be modified for
all Department Head employees by resolution of City’s Council from time
to time. Starting July 1, 2025 and effective with the first full pay period
in July of each year, the City shall provide an annual cost of living
adjustment (COLA) to the City Manager in the amount not less than zero
percent (0%) nor higher than a maximum of three percent (3%) as
measured by the Consumer Price Index for All Urban Consumers (“CPI-
U”) reported by the U.S. Bureau of Labor Statistics for the Los Angeles-
Long Beach-Anaheim, CA metropolitan area covering the prior twelve-
month period from March to March each year.
3. Continuing Effect of Employment Agreement. Except as amended by this
Amendment No. 6, all other provisions of the Employment Agreement, as amended, shall remain
unchanged and in full force and effect. From and after the date of this Amendment No. 6, whenever
the term “Employment Agreement” appears in the Employment Agreement, it shall mean the
Employment Agreement, as amended by this Amendment No. 6, and previously amended by
Amendment No. 5, Amendment No. 4, Amendment No. 3, Amendment No. 2, and Amendment
No. 1.
4. Affirmation of Employment Agreement; Warranty Re Absence of Breaches or
Defaults. City and City Manager each ratify and reaffirm each and every one of the respective
rights and obligations arising under the Employment Agreement. Each party represents and
warrants to the other that there have been no written or oral modifications to the Employment
Agreement other than as provided herein or in Amendment No. 5, Amendment No. 4, Amendment
No. 3, Amendment No. 2, and Amendment No. 1. Each party represents and warrants to the other
that the Employment Agreement is currently an effective, valid, and binding obligation.
City Manager represents and warrants to City that, as of the date of this Amendment No.
6, City is not in breach or default of any material term of the Employment Agreement and that
there have been no events that, with the passing of time or the giving of notice, or both, would
constitute a material breach or default under the Employment Agreement.
City represents and warrants to City Manager that, as of the date of this Amendment No.
6, City Manager is not in breach or default of any material term of the Employment Agreement
and that there have been no events that, with the passing of time or the giving of notice, or both,
would constitute a material breach or default under the Employment Agreement.
5. Adequate Consideration. The parties hereto irrevocably stipulate and agree
that they have each received adequate and independent consideration for the performance of the
obligations they have undertaken pursuant to this Amendment No. 6
6. Authority. The persons executing this Amendment No. 6 on behalf of the
parties hereto warrant that (i) such party is duly organized and existing, (ii) they are duly authorized
to execute and deliver this Amendment No. 6 on behalf of said party, (iii) by so executing this
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Amendment No. 6, such party is formally bound to the provisions of this amendment, and (iv) the
entering into this Amendment No. 6 does not violate any provision of any other agreement to
which said party is bound.
IN WITNESS WHEREOF, the parties hereto have executed this Amendment No. 6 on
the date and year written below.
CITY OF RANCHO PALOS VERDES
______________________________
David Bradley, Mayor
Dated: ________________________
ATTEST:
Teresa Takaoka, City Clerk
APPROVED AS TO FORM:
William W. Wynder, City Attorney
CITY MANAGER
______________________________
Ara Michael Mihranian, AICP
Dated: ________________________
[END OF AMENDMENT & END OF SIGNATURES]
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01203.0004 2008264.1 5/27/2025 1 Resolution No. 2025-89
Exhibit A
Page 1 of 3
AMENDMENT NO. 7
TO CITY MANAGER EMPLOYMENT AGREEMENT BETWEEN
CITY OF RANCHO PALOS VERDES & ARA MICHAEL MIHRANIAN, AICP
This AMENDMENT NO. 7 to CITY MANAGER EMPLOYMENT AGREEMENT
BETWEEN CITY OF RANCHO PALOS VERDES & ARA MICHAEL MIHRANIAN, AICP
Amendment No. 7”) is made and entered into December 16, 2025 by and between the CITY OF
RANCHO PALOS VERDES, a general law city & municipal corporation (“City”) and Mr. ARA
MICHAEL MIHRANIAN, AICP, an individual (hereinafter referred as the “City Manager”).
RECITALS
A. On February 19, 2020, City and City Manager entered into the CITY MANAGER
EMPLOYMENT AGREEMENT BETWEEN CITY OF RANCHO PALOS VERDES & ARA
MICHAEL MIHRANIAN, AICP (“Employment Agreement”) whereby City’s City Council
employed City Manager to serve in the position of city manager as prescribed by state law and as
codified in Title 2, Chapter 2.08, of City’s Municipal Code.
B. City and City Manager have previously entered into Amendment No. 1 to the
Employment Agreement (“Amendment No. 1”), the same being effective January 2, 2021.
C. City and City Manager have previously entered into Amendment No. 2 to the
Employment Agreement (“Amendment No. 2”), the same being effective February 1, 2022.
D. City and City Manager have previously entered into Amendment No. 3 to the
Employment Agreement (“Amendment No. 3”), the same being effective February 21, 2023.
E. City and City Manager have previously entered into Amendment No. 4 to the
Employment Agreement (“Amendment No. 4”), the same being effective February 6, 2024.
F. City and City Manager have previously entered into Amendment No. 5 to the
Employment Agreement (“Amendment No. 5”), the same being effective February 18, 2025.
G. City and City Manager have previously entered into Amendment No. 6 to the
Employment Agreement (“Amendment No. 6”), the same being effective June 3, 2025.
H. The City’s City Council and City Manager now desire to further amend the
Employment Agreement, as amended, as follows:
AGREEMENT
1. The above recitals are incorporated by reference as if set forth in full herein.
2. Section 5.1 of the Employment Agreement, as amended, is replaced in its entirety
to read as follows:
5.1 Annual Compensation. Effective January 1, 2026 and paid on the
first pay period of that month, City agrees to compensate City Manager for
his services rendered hereunder at an annual salary of TWO HUNDRED
SEVENTY-THREE EIGHT-HUNDRED DOLLARS ($273, 800.00) as
may be adjusted, from time-to-time, in accordance with Section 5.4
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01203.0004 2008264.1 5/27/2025 2 Resolution No. 2025-89
Exhibit A
Page 2 of 3
hereinafter, or as this Agreement may be amended. Such salary shall be
payable in installments at the same time as other Department Head
employees of City are paid. City Manager shall pay his contribution to
MediCare and SDI.”
3. Section 5.1.1 of the Employment Agreement, as amended, is replaced in its entirety
to read as follows:
5.1.1 Retention Payment. Effective January 1, 2026 and paid on the first
pay period of that month, City shall provide City Manager a one-time
retention payment of FOURTEEN THOUSAND DOLLARS ($14,000.00)
in recognition of his exemplary service to the City. Such retention payment
shall be paid directly to City Manager.”
4. Continuing Effect of Employment Agreement. Except as amended by this Amendment
No. 7, all other provisions of the Employment Agreement, as amended, shall remain unchanged
and in full force and effect. From and after the date of this Amendment No. 7, whenever the term
Employment Agreement” appears in the Employment Agreement, it shall mean the Employment
Agreement, as amended by this Amendment No. 7, and previously amended by Amendment No.
6, Amendment No. 5, Amendment No. 4, Amendment No. 3, Amendment No. 2, and Amendment
No. 1.
5. Affirmation of Employment Agreement; Warranty Re Absence of Breaches or
Defaults. City and City Manager each ratify and reaffirm each and every one of the respective
rights and obligations arising under the Employment Agreement. Each party represents and
warrants to the other that there have been no written or oral modifications to the Employment
Agreement other than as provided herein or in Amendment No. 6, Amendment No. 5, Amendment
No. 4, Amendment No. 3, Amendment No. 2, and Amendment No. 1. Each party represents and
warrants to the other that the Employment Agreement is currently an effective, valid, and binding
obligation.
City Manager represents and warrants to City that, as of the date of this Amendment No.
7, City is not in breach or default of any material term of the Employment Agreement and that
there have been no events that, with the passing of time or the giving of notice, or both, would
constitute a material breach or default under the Employment Agreement.
City represents and warrants to City Manager that, as of the date of this Amendment No.
7, City Manager is not in breach or default of any material term of the Employment Agreement
and that there have been no events that, with the passing of time or the giving of notice, or both,
would constitute a material breach or default under the Employment Agreement.
6. Adequate Consideration. The parties hereto irrevocably stipulate and agree that they
have each received adequate and independent consideration for the performance of the obligations
they have undertaken pursuant to this Amendment No. 7.
7. Authority. The persons executing this Amendment No. 7 on behalf of the parties hereto
warrant that (i) such party is duly organized and existing, (ii) they are duly authorized to execute
and deliver this Amendment No. 7 on behalf of said party, (iii) by so executing this Amendment
No. 7, such party is formally bound to the provisions of this amendment, and (iv) the entering into
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01203.0004 2008264.1 5/27/2025 3 Resolution No. 2025-89
Exhibit A
Page 3 of 3
this Amendment No. 7 does not violate any provision of any other agreement to which said party
is bound.
IN WITNESS WHEREOF, the parties hereto have executed this Amendment No. 7 on
the date and year written below.
CITY OF RANCHO PALOS VERDES
Paul Seo, Mayor
Dated: ________________________
ATTEST:
Teresa Takaoka, City Clerk
APPROVED AS TO FORM:
William W. Wynder, City Attorney
CITY MANAGER
Ara Michael Mihranian, AICP
Dated: ________________________
END OF AMENDMENT & END OF SIGNATURES]
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