Union presses Hawaiian Gardens for fuller vacancy detail as council files AB 2561 report

The Hawaiian Gardens City Council on March 25 received and filed the annual vacancy‑status presentation required by California Assembly Bill 2561, prompting union representatives to press for more detailed reporting on the city’s open jobs and recruitment practices.

Human Resources presenter Rosario Pozzoli told the council the staff table (updated March 25, 2026) lists 39 positions open when part‑time and seasonal roles are included for transparency. Pozzoli said AB 2561 covers full‑time positions (for the 20% vacancy threshold), and that the city is currently recruiting for three full‑time management positions and five full‑time rank‑and‑file positions; she added that interviews were scheduled in early April for several roles.

Carla Salazar, rank‑and‑file business representative, told the council she had requested a vacancy report and that her version showed 15 vacancies (five full‑time and ten part‑time). She said the presentation provided to the union lacked key details—how long positions have been vacant, posting dates and notes, and whether benefits were clearly shown on job postings—and asked HR to provide a fuller breakdown to support meet‑and‑confer efforts.

"The vacancy report did show that we have 15 vacancies," Carla Salazar said, and she requested more detailed data so the union can assist with recruitment and retention efforts.

Eric Leon, interim union president, urged the council to focus on retention as well as recruitment, warning that prolonged vacancies shift workloads to remaining staff and can hurt morale and service levels.

Council members asked staff to clarify the difference between full‑time and seasonal counts, to explain why some recruitments drag on and what outreach the city is doing. Pozzoli said recruitment platforms include the city website and NEOGOV, social media and targeted postings; she noted the city recently completed a class and compensation study and added an administrative analyst to support HR.

After discussion, a council member moved to receive and file the AB 2561 report; the motion passed by roll call. Staff said it will provide additional vacancy detail to bargaining units, follow up on the public information request mentioned during the meeting and continue meet‑and‑confer communications.

Next steps: HR will provide the requested breakdown (posting dates, status, internal vs external applicants) and continue recruitment outreach, including job‑fair participation and consideration of internships or YEP transitions for certain positions.