The Seal Beach City Council on June 23 approved a reclassification of three public‑works positions after extended debate over staffing, budget offsets and operational continuity.

Public‑works Director Lee presented the proposal as "the reclassification for 3 public works position[s]," saying the changes reflect expanded duties after an earlier vacancy redistributed responsibilities for beach operations, buildings and facilities, streets, sewer and storm drain. The proposed reclassifications would not increase the city’s full‑time equivalents and staff said the fiscal 2025–26 budget already anticipates a net decrease of one FTE.

The council debated whether the reclassifications merely formalized duties that employees have been performing in an acting capacity or whether the timing was premature given other fiscal pressures. "A 5% acting pay is temporary in nature and not intended to be permanent," one council member said, arguing the permanent reclassification would be more appropriate. Another council member urged caution and asked whether filling previously vacated positions would be preferable.

Staff said the changes were funded in part by eliminating a vacant maintenance services supervisor position and that the reclassifications are intended to keep operational oversight in place for critical services. The cross‑connection control specialist reclassification was described as required by a new state mandate for certified cross‑connection/backflow testing and compliance; staff said the city preferred reclassifying an existing, certified operator rather than hiring a new full‑time employee or contractor.

After discussion, the council voted to adopt the reclassifications and new job descriptions and pay grades as presented (motion carried 4–1). The lone dissenting vote came from a council member who said the city should not finalize promotions during a period of water‑and‑sewer rate deliberations and other financial pressures. City staff said the positions will receive the negotiated 2.5% cost‑of‑living adjustment consistent with the city’s labor agreements and that the cross‑connection role will require AWWA certifications.

Council directed staff to implement the reclassifications, update classification descriptions and reflect the changes in payroll and budgeting processes. The action does not create additional FTEs, staff said.