CITY COUNCIL AGENDA
February 20, 2024
REGULAR SESSION - 6:00 P.M.
CLOSED SESSION FOLLOWING
ANDERSON CITY HALL
1887 Howard Street
PARTICIPATION BY PUBLIC IN MEETING
Please review the Agenda to determine if the subject you wish to discuss is scheduled for Council consideration. If it is on the Agenda, you will have an opportunity when that matter comes up for discussion to briefly address the Council.
If the subject is not on tonight's Agenda, please complete an Agenda Request Form (on Clerk's table) and present it to the City Council Clerk. You will have the opportunity to speak on the subject under Item 5.2. However, if the item is not on the Agenda, each speaker will be limited to one three (3) minute opportunity to speak, unless the City Council makes an exception due to special circumstances.
The Brown Act prohibits the Council from taking action on any item not placed on the printed Agenda in most cases.
The Brown Act requires any non-confidential documents or writings distributed to a majority of the City Council less than 72 hours before a regular meeting will be made available to members of the public at the same time they are distributed.
City Council meetings are televised and can be seen live on Cable Public Access Channel 181 (previously Channel 11) and on tape delay the following morning at 10:00 a.m. City Council meetings may also be viewed on the City's website at www.d.andersoo.ca,us by clicking on the TV icon on the Home Page.
In compliance with the Americans with Disabilities Act, the City of Anderson will make available to members of the public any special assistance necessary to participate in this meeting. The public should contact the City Clerk's office (378-6646) to make such a request. Notification 72 hours prior to the meeting will enable the City to make reasonable arrangements to ensure accessibility to this meeting.
This is an Equal Opportunity Program. Discrimination is prohibited by Federal Law.
Complaints of discrimination may be filed with the Secretary of Agriculture, Washington, D.C. 202S0.
City Council Meeting
February 20, 2024
Page2
1.0 ROLL CALL - COUNCIL:
REGULAR SESSION - 6:00 P.M.
Councilmember Baugh
Councilmember Gallagher
Councilmember Gallier
Vice-Mayor Hunt
Mayor N eutze
2.0 INVOCATION -Nick Braito, Neighborhood Church of Anderson/Cottonwood, will give the invocation.
3.0 PLEDGE OF ALLEGIANCE - Council member Mike Gallagher.
4.0 STUDENT REPORTS - a representative from the Teen Center will give an update on current activities.
4.3 PRESENTATION - Mayor Stan Neutze will present Planning Commissioner Patrick Warren with a certificate thanking him for his time serving on the City of Anderson Planning Commission.
5.2 PUBLIC COMMENT ON ITEMS NOT ON THE AGENDA - This is the time to address public comments by any member of the public to the Council regarding an item not on the agenda. Each comment must be limited to 3 minutes or less and on an item within the City's subject matter jurisdiction. The Brown Act does not permit any action or discussion on items not listed on the agenda. Are there any public comments?
CONSENT AGENDA
6.0 CONSENT AGENDA - Consent Agenda items are expected to be routine and noncontroversial. They will be acted upon by the Council at one time without discussion. Any member of the public, staff or City Council may request that an item be removed from the Consent Agenda for separate discussion. Are there any requests to remove any items from the Consent Agenda?
6.1 MINUTES -Approve the minutes of the regular meeting of February 6, 2024.
6.2 WARRANTS - Receive and file warrant 31097 to 31148 in the amount of $184,264.47; Receive and file ACH in the amount of $63,421.26; Receive and file warrant 31149 to 31221 in the amount of $156,120.51.
6.5 CITY MANAGER
a. Personnel Rules Amendment - Management leave for designated employees. b. Amend the Classification and Compensation Plan by amending and updating the Job Description for Chief Water Operator III.
City Council Meeting
February 20, 2024
6.6 FINANCE DIRECTOR - Quarterly Treasurer's Report on City Investments.
6.8 DEVELOPMENT SERVICES - Enact Ordinance No. 858 (second reading) adopting the CEQA determination, and amending Chapters 17.18, 17.22, 17.24, 17.26 of the Anderson Municipal Code regarding Commercial and Industrial uses as introduced on February 6, 2024 (first reading).
END OF CONSENT CALENDAR
6.11 ITEMS {IF ANYl REMOVED FROM THE CONSENT CALENDAR - Items removed from the Consent Agenda for discussion will be treated as Regular Agenda items and any member of the public may request to address the Council on any such item as it comes up for discussion. Please provide your name and limit your remarks to 3 minutes or less.
REGULAR AGENDA
8.0 REGULAR AGENDA - Regular Agenda Items will be discussed individually and in order.
8.5 Any member of the public may request to address the Council on an item as it comes up for discussion. Please provide your name and limit your remarks to 3 minutes or less.
FINANCE DIRECTOR
2023-2024 BUDGET UPDATE
RECOMMENDED ACTION:
No action is requested at time as this is informational only.
PUBLIC WORKS
8.9 AMERICAN RESCUE PLAN ACT (ARPA) FUNDING UPDATE
RECOMMENDED ACTION:
1. Receive a staff report.
2. Provide direction to Staff regarding the expenditure of remaining ARPA funds.
3. Allow Staff to hire a professional design and engineering service firm for the new River Splash playground.
10.0 STAFF REPORTS
a. City Manager Joey Forseth-Deshais will give an update on security cameras at City Hall. b. Public Works Director Adam Whelen will give a report on April Clean up.
City Council Meeting
February 20, 2024
11.0 COUNCIL REPORTS/COMMENTS - City Councilmembers will report on attendance at conferences/meetings reimbursed at City expense (Requirement of Assembly Bill 1234.)
12.0 Public Comment on Closed Session ltem(s); Anyone in the audience who wants to address the City Council on a subject which is listed under the Closed Session agenda is now invited to come to the podium. Please provide your name and the subject you wish to discuss. Please limit your remarks to 3 minutes or less.
The City Council will convene to Closed Session.
CLOSED SESSION
c.s.1 CONFERENCE WITH REAL PROPERTY NEGOTIATIONS (§ 54956.8) Property: 1787 3rd Street, Anderson, California
Agency Negotiation: City Manager Joey Forseth-Deshais and City Attorney Collin Bogener
Negotiating Parties: Interested Buyers
Under Negotiation: Appraisal
The City Council will reconvene to Open Session.
13.0 CLOSED SESSION ANNOUNCEMENT: The Mayor will announce the results of the Closed Session.
14.0 ADJOURN - The City Council will adjourn to March 5. 2024.
CERTIFICATE OF RECOGNITION
The City of Anderson
Wishes to Recognize and Honor
The City of Anderson
Wishes to Recognize and Honor
PATRICK WARREN
For his 5 Years of Service Service
To the Anderson Planning Commission
STAN NEUTZE, MAYOR
February Z0, 2024
STAN NEUTZE, MAYOR
February Z0, 2024
ANDERSON CITY COUNCIL MINUTES
Regular Meeting
February 6, 2024
REGULAR SESSION
The regular session was called to order at 6:00 p.m.
ROLL CALL
Councilmembers present: Councilmember Baugh
Councilmember Gallagher
Councilmember Gallier
Vice-Mayor Hunt
Mayor Neutze
DRAFT
Also present: City Manager Joey Forseth-Deshais, City Attorney Collin Bogener, Police Captain Nate Ramirez and City Clerk Christy White.
INVOCATION
Dr. Addie Jackson, Anderson Seventh Day Adventist Church, gave the invocation.
PLEDGE OF ALLEGIANCE
Mayor Stan Neutze led the Pledge of Allegiance.
INTRODUCTIONS
Police Captain Nate Ramirez introduced new Officer Kevin Walsh and conducted his swearing in and badge pinning.
Police Captain Nate Ramirez introduced newly promoted Support/ Administration Supervisor Amity Valdez.
Police Captain Nate Ramirez introduced newly promoted Public Safety Records Analyst Jessica Isbell.
PUBLIC COMMENT ON ITEMS NOT ON THE AGENDA - None.
CONSENT AGENDA
By motion made, second (Hunt/Gallier) and carried by a 5-0 vote, Council took the following action.
ITEM 6.1 2/20/2024
City Council Meeting
February 20, 2024
Approved the minutes of the regular meeting of January 16, 2024.
Received and filed warrant 30926 to 30987 in the amount of $239,764.73; Received and filed warrant 30988 to 31036 in the amount of $131,457.47. Received and filed ACH in the amount of $64,794.36; Received and filed warrant 31037 to 31096 in the amount of $163,198.25.
Adopted Resolution No 24-03 amending the Classification and Compensation Plan by amending and updating the job description for the Maintenance Worker position.
Adopted Resolution No 24-04 approving a Side Letter to the Memorandum of Understanding (MOU) negotiated between representatives of the City of Anderson and representatives of the Teamsters Local 137.
Adopted Amendments to the 2022-2023 Adopted Budget.
Adopted Resolution No 24-05 to temporarily change parking restrictions in the vicinity of the Shasta District Fairgrounds during the Sierra Cascade Logging Conference, Nor-Cal Boat, Sport, and RV Show, Shasta District Fair, and Anderson Explodes.
AYES:
NOES:
ABSTAIN:
ABSENT:
Councilmembers Hunt, Gallier, Gallagher, Hunt and Mayor Neutze.
None.
None.
None.
ITEMS (IF ANI) REMOVED FROM THE CONSENT CALENDAR
6.9 Purchase Five Skydio XlO Drones and the necessary equipment and services to properly operate them using the Federal Department of Transportation Pipeline Training Grant.
Councilmember Gallagher asked 6.9 be pulled from the consent agenda. Gallagher asked questions to staff regarding the staff report and training.
By motion made, seconded (Hunt/Gallagher) and carried by a 5-0 vote Council voted to approve the purchase of Five Skydio XlO Drones and the necessary equipment and services to properly operate them using the Federal Department of Transportation Pipeline Training Grant.
AYES:
NOES:
ABSTAIN:
ABSENT:
Councilmembers Hunt, Gallagher, Baugh, Gallier and Mayor Neutze.
None.
None.
None.
PUBLIC HEARINGS
ALL NOTICES WERE GIVEN ACCORDING TO THE LAW.
City Council Meeting
February 20, 2024
DIRECTOR OF OPERATIONS AND ADMINISTRATION
AMENDMENT TO UPDATE PERMITTED USES AND USES APPROVED SUBJECT TO A USE PERMIT FOR SPECIFIC COMMERCIAL AND INDUSTRIAL ZONE DISTRICTS OF TITLE 17 - ZONING
Jennifer McDaniel, Director of Operations and Administration gave a staff report and answered questions from the Council.
The public hearing was opened and closed at 6:16 pm, no public comments were received.
By motion made, seconded (Baugh/Gallagher) and carried by a 5-0 vote Council voted to adopt the CEQA determination, and adopt an Ordinance (first reading) amending Chapters
17.18, 17.22, 17.24, 17.26 of the Anderson Municipal Code regarding Commercial and Industrial uses and set for adoption (second reading) on February 20, 2024.
AYES:
NOES:
ABSTAIN:
ABSENT:
Councilmembers Baugh, Gallagher, Gallier, Hunt and Mayor Neutze.
None.
None.
None.
REGULAR AGENDA
CITY COUNCIL
PLANNING COMMISSIONER APPOINTMENT
Mayor Stan Neutze appointed Darin Hale to Planning Commission for a term concurrent with his term on the City Council.
By motion made, seconded (Hunt/Baugh) and carried by a 5-0 vote Council voted to approve the appointment of Darin Hale to Planning Commission.
AYES:
NOES:
ABSTAIN:
ABSENT:
Councilmembers Hunt, Baugh, Gallagher, Gallier and Mayor Neutze.
None.
None.
None.
CITY ATTORNEY
RESOLUTION INCREASING CITY MANAGER PURCHASING AUTHORITY City Attorney Collin Bogener gave a staff report and answered questions from Council.
Motion was made by Councilmember Baugh to adopt the Resolution increasing the City City Council Meeting
February 20, 2024
Manager's purchasing authority to $30,000. A second motion was made by Councilmember Gallagher to wait until the policy has been amended and brought back to Council for approval. No second was received.
By motion made, seconded (Baugh/Hunt) and carried by a 4-1 vote Council voted to adopt Resolution No 24-06 increasing the City Manager's purchasing authority to $30,000.
AYES:
NOES:
ABSTAIN:
ABSENT:
Councilmembers Baugh, Hunt, Gallier and Mayor Neutze.
Gallagher.
None.
None.
CITY MANAGER
AMEND AND RESTATED JOINT EXERCISE OF POWERS OF AGREEMENT FOR OPERATION
OF THE REDDING AREA BUS AUTHORITY
City Manager Joey Forseth-Deshais gave a staff report and invited Redding Area Bus Authority Transit General Manager John Andoh to give a presentation and speak to Council.
Vice Mayor Hunt made a motion, seconded by Councilmember Baugh in approval of adopting a Resolution amending and restating joint exercise of powers agreement for the operation of the Redding Area Bus Authority (RABA).
Public comment - Darin Hale spoke and voiced concerns he had with the cost and spending of the transit system.
The motion made by Vice Mayor Hunt and seconded by Councilmember Baugh was voted on and did not pass.
AYES:
NOES:
ABSTAIN:
ABSENT:
Vice Mayor Hunt, Councilmember Baugh.
Gallagher, Gallier, Mayor Neutze.
None.
None.
LETTER OF AGREEMENT WITH SITELOGIQ AND MUTUAL NONDISCLOSURE AGREEMENT
WITH PG&E TO BEGIN THE PLANNING AND DEVELOPMENT PHASES OF THE MICROGRID
PROJECT FUNDED BY THE MICROGRID INCENTIVE PROGRAM
City Manager Joey Forseth-Deshais gave a staff report and invited Eddie Jordan and Kristy Coughlin from Sitelogiq to give a presentation to Council.
By motion made, seconded (Gallier/Hunt) and carried by a 5-0 vote Council voted to allow The City Manager to execute the Letter of Agreement with SiteLogIQ and Mutual Nondisclosure Agreement with PG&E to begin the planning and development phases of the Microgrid Project funded by the Microgrid Incentive Program.
City Council Meeting
February 20, 2024
AYES:
NOES:
Councilmembers Gallier, Hunt, Baugh, Gallagher and Mayor Neutze.
None.
ABSTAIN: None.
ABSENT: None.
POLICE CHIEF
ACCEPT CONTRACT FOR WEBSITE AND SOCIAL MEDIA SERVICES FOR THE ANDERSON
POLICE DEPARTMENT AS PROVIDED BY PRESYNCED PRODUCTIONS
Police Captain Nate Ramirez gave a staff report and answered questions from Council.
By motion made, seconded (Hunt/Baugh) and carried by a 4-1 vote Council voted to authorize the City Manager to execute Social Media Marketing Services Contract with PreSynced Productions for website maintenance/configuration services and social media management for Anderson Police Department.
AYES:
NOES:
Councilmembers Gallier, Hunt, Baugh, and Mayor Neutze.
Gallagher.
ABSTAIN: None.
ABSENT: None.
PUBLIC WORKS
FINAL WATER RATE STUDY 2024 REPORT
Public Works Director Adam Whelen gave a staff report and introduced Catherine from Lechowicz + Tseng Municipal Consultants who gave a presentation. Together they answered questions from Council.
By motion made, seconded (Baugh/Hunt) and carried by a 5-0 vote Council voted to authorize staff to proceed with proposition 218 noticing.
Vote: AYES: Councilmembers Baugh, Hunt, Gallagher, Gallier and Mayor Neutze.
NOES: None.
ABSTAIN: None.
ABSENT: None.
ANDERSON PARK VILLAGE CONSOLIDATION PROJECT-AUTHORIZATION TO AWARD Public Works Director Adam Whelen gave a staff report and answered questions from Council.
By motion made, seconded (Gallagher/Gallier) and carried by a 5-0 vote Council voted to award the Anderson Park Village Consolidation Project contract after the City receives approval of the construction costs from the State Water Resources Control Board (SWRCB) City Council Meeting
February 20, 2024
to RTA Construction, Inc. for $1,877,500.00, authorize the City Manager to execute the contract upon receipt of the required insurance certificates, payment bond, and performance bond, authorize the Public Works Director to approve change orders not to exceed 20% of the bid amount.
Vote: AYES:
NOES:
ABSTAIN:
ABSENT:
Councilmembers Gallagher, Gallier, Baugh, Hunt and Mayor Neutze.
None.
None.
None.
COUNCIL REPORTS/COMMENTS
Councilmembers used this time to report on meetings and activities they participated in and to announce upcoming events.
Public Comment on Closed Session Items - None.
8:48 p.m.: The City Council convened to Closed Session.
CLOSED SESSION
PUBLIC EMPLOYMENT (§ 54957) - Title: City Manager
9:04 p.m.; The City Council reconvened to Open Session,
CLOSED SESSION ANNOUNCEMENT
Mayor Neutze announced that the Council sat in Closed Session with no reportable action.
ADJOURNMENT
9:04 p.m.: The City Council acljourned to February 20, 2024.
Stan N eutze, Mayor
ATTEST:
Christy White, City Clerk
AGENDA ITEM
I February 20, 2024 City Council Meeting I
Approved for Submittal By:
th-Deshais, City Manager
To Be Presented By:
To:
Through:
Honorable Mayor and Members of the Anderson City Council Joey Forseth-Deshais, City Manager
From: Cindy Wheeler, Acting Finance Director/Treasurer
Date: February 20, 2024
jSUBJECT
Receive and File Weekly Warrant Registers.
I RECOMMENDATION
Receive and file warrant 31097 to 31148 in the amount of $184,264.47; Receive and file ACH in the amount of $63,421.26; Receive and file warrant 31149 to 31221 in the amount of $156,120.51.
I ATTACHMENT
Warrant Registers.
ITEM 6.2 PAGE1 2/20/2024
CHECK REGISTER
NAME CHECK CHECK CHECK
VENDOR DESCRIPTION DATE NUMBER AMOUNT
000615 AT&T CALNET
PHONE CHARGES 2/2/2024 031097 1,897.96
000700 BADGER METER, INC.
EQUIPMENT 2/2/2024 031098 2,547.24
001224 STEPHEN BLUNK
CELL PHONE REIMBURSEMENT 2/2/2024 031099 75.00
001732 CALIFORNIA DEPT. OF TAX & FEE
USE/SALES TAX FOR 2023 2/2/2024 031100 2,595.00
001754 CALIFORNIA VISION SERVICE
INSURANCE PREMIUM 2/2/2024 031101 119.50
001957 CBSC
CBSC FEES 2/2/2024 031102 140.40
002392 CONSOLIDATED ELECTRICAL DIST.
SUPPLIES 2/2/2024 031103 4,335.34
012053 CPG ARMOR COMPANY
EQUIPMENT 2/2/2024 031104 5,376.73
002667 CSMFO
MEMBERSHIP DUES-WHEELER 2/2/2024 031105 135.00
002774 DARREN TAYLOR CONSTRUCTION
PROFESSIONAL SERVICES 2/2/2024 031106 12,380.03
002967 DEPT OF CONSERVATmN
STRONG MOTION FEES 2/2/2024 031107 436.92
011815 DEWBERRY ARCHITECTS, INC.
PROFESSIONAL SERVICES 2/2/2024 031108 5,623.00
003063 DIV. OF THE STATE ARCHITECT
SB 1186 FEES-BUSINESS LICENSE 2/2/2024 031109 74.40
003151 DRAKE VEGETATION MANAGEMENT
PROFESSIONAL SERVICES 2/2/2024 031110 18,418.50
003423 ENERPOWER
UTILITIES 2/2/2024 031111 2,066.00
NAME CHECK CHECK CHECK
VENDOR DESCRIPTION DATE NUMBER AMOUNT
003590 FASTENERS INC.
SUPPLIES 2/2/2024 031112 1,147.66
003618 FERGUSON ENTERPRISES, INC.
SUPPLIES 2/2/2024 031113 347.35
011976 JOEY FORSETH-DESHAIS
CELL PHONE REIMBURSEMENT 2/2/2024 031114 75.00
011883 ADAM FROEBER
CELL PHONE REIMBURSEMENT 2/2/2024 031115 75.00
011814 DAN GALLIER
HEALTH INS. REIMBURSEMENT 2/2/2024 031116 3,738.00
004066 GFOA
MEMBERSHIP RENEWAL-WHEELER 2/2/2024 031117 190.00
004205 GOODYEAR COMMERCIAL TIRE
PROFESSIONAL SVCS & PARTS 2/2/2024 031118 1,383.73
004248 GRAINGER
SUPPLIES 2/2/2024 031119 3,797.61
004592 HAVEN HUMANE SOCIETY
ANIMAL CONTROL SERVICES 2/2/2024 031120 8,607.42
005169 J & T CONSULTING, INC.
PROFESSIONAL SERVICES 2/2/2024 031121 1,883.00
005401 NICHOLAS JONES
CELL PHONE REIMBURSEMENT 2/2/2024 031122 75.00
005445 K & S STAFFING SOLUTIONS, INC
PROFESSIONAL SERVICES 2/2/2024 031123 1,317.50
012056 JOHN KEIFER
FIELD RENTAL REFUND 2/2/2024 031124 75.00
012057 KINGDOM ROOFING
BUSINESS LICENSE OVPYMT REFUN 2/2/2024 031125 10.00
012054 BRANDI! MACHUCA
RECREATION FEE REFUND 2/2/2024 031126 45.00
NAME CHECK CHECK CHECK
VENDOR DESCRIPTION DATE NUMBER AMOUNT
011717 NICHOLE MCCOLLUM
CELL PHONE REIMBURSEMENT 2/2/2024 031127 75,00
011886 JENNIFER MCDANIEL
CELL PHONE REIMBURSEMENT 2/2/2024 031128 75.00
007618 PACE SUPPLY CORP.
SUPPLIES 2/2/2024 031129 946.51
007630 PACIFIC GAS & ELECTRIC
UTILITIES 2/2/2024 031130 74,599.95
007998 JON POLETSKI
CELL PHONE REIMBURSEMENT 2/2/2024 031131 75.00
008181 QUADIENT FINANCE USA, INC.
METERED POSTAGE 2/2/2024 031132 5,000.00
008270 NATHAN RAMIREZ
CELL PHONE REIMBURSEMENT 2/2/2024 031133 75.00
008399 REDDING PRINTING COMPANY,INC
PROFESSIONAL SERVICES 2/2/2024 031134 293.08
012055 FRANCISCO RODRIGUEZ
CLEANING DEPOSIT REFUND 2/2/2024 031135 350.00
009393 SHASTA CO. DEPT RESOURCE MGMT
ANNUAL HMBP FEE-FACILITIES 2/2/2024 031136 2,979.73
009399 SHASTA CO. PEACE OFFICERS ASS
2023 & 2024 RANGE DUES-APO 2/2/2024 031137 9,408.00
012042 SHASTA OFFICIALS
PROFESSIONAL SERVICES 2/2/2024 031138 230.00
009493 SHASTA REGIONAL MEDICAL CENTE
PROFESSIONAL SERVICES 2/2/2024 031139 1,000.00
010030 STEPHENS ELECTRICAL INC.
PROFESSIONAL SERVICES 2/2/2024 031140 8,545.66
010212 SW MAINTENANCE CORP.
PROFESSIONAL SERVICES 2/2/2024 031141 500.00
NAME CHECK CHECK CHECK
VENDOR DESCRIPTION DATE NUMBER AMOUNT
010732 UPS
SHIPPING FEES 2/2/2024 031142 65.80
011099 WATTS CONSULT & INVESTIGATION
PROFESSIONAL SERVICES 2/2/2024 031143 400.00
011674 WELLS FARGO VENDOR FINANCIAL
MONTHLY LEASE 2/2/2024 031144 357.45
011245 CINDY WHEELER
CELL PHONE REIMBURSEMENT 2/2/2024 031145 75.00
011858 ADAM WHELEN
CELL PHONE REIMBURSEMENT 2/2/2024 031146 75.00
011260 CHRISTY WHITE
CELL PHONE REIMBURSEMENT 2/2/2024 031147 75.00
011305 PETER WICKENHEISER
CELL PHONE REIMBURSEMENT 2/2/2024 031148 75.00
2/5/24 ACH PERS 63,421.26 184,264.47
For Payroll Ending 1/19/24
.Jjl};_l-j
Date
CHECK REGISTER
NAME CHECK CHECK CHECK
VENDOR DESCRIPTION DATE NUMBER AM OUNT
1 LAURITZEN, JACK & DA
US REFUND 2/9/2024 031149 5 .30
1 CARLSON, SAVANNAH
US REFUND 2/9/2024 031150 50.77
1 WATKINS, KAITLYN
US REFUND 2/9/2024 031151 5 .30
1 TUCKER, NATALIE & RY
US REFUND 2/9/2024 031152 5.30
1 DELACOBAS, ALEX & KR
US REFUND 2/9/2024 031153 10.15
1 ROBERTS, MELISA
US REFUND 2/9/2024 031154 20.15
1 FOSTER, KIMBERLY
US REFUND 2/9/2024 031155 20.15
1 WILLIAMSON, BREANNA
US REFUND 2/9/2024 031156 20.15
1 BADGER, CHRIS
US REFUND 2/9/2024 031157 20.15
000017 49ER WATER SERVICES
PROFESSIONAL SERVICES 2/9/2024 031158 325.00
000083 ACE HARDWARE
SUPPLIES-JOB #2 2/9/2024 031159 5,558.53
VOID CHECK 2/9/2024 031160
000152 ADVANCED TRUCK BODY & EQUIP CO
PROFESSIONAL SVCS & PARTS 2/9/2024 031161 14,045.00
000323 AMERICAN FIDELITY ASSURANCE CO
CAFETERIA 125 PE 2/2/24 2/9/2024 031162 684.58
012058 AMY KRITZER INVESTIGATIONS
PROFESSIONAL SERVICES 2/9/2024 031163 • 3,310.21
NAME CHECK CHECK CHECK
VENDOR DESCRIPTION DATE NUMBER AMOUNT
000922 SUSAN BAUGH
PER DIEM-CONFERENCE 2/9/2024 031164 186.00
012060 APRIL BIGHAM
FACILITY RENTAL REFUND 2/9/2024 031165 595.00
001395 BRIGHT'S ENGRAVING AND TROPHY
SUPPLIES 2/9/2024 031166 54.41
001536 BULLERT INDUSTRIAL ELEC, INC.
PROFESSIONAL SERVICES 2/9/2024 031167 14,725.51
001750 CALIFORNIA SAFETY CO.
PROFESSIONAL SERVICES 2/9/2024 031168 2,019.00
001757 CALL CENTER SALES PRO
PROFESSIONAL SERVICES 2/9/2024 031169 28.10
002158 CITY OF ANDERSON
UTILITIES 2/9/2024 031170 1,632.31
002165 CITY OF REDDING
LIBRARY CONTRIBUTION 2/9/2024 031171 3,799.21
002167 CITY OF REDDING
UTILITIES 2/9/2024 031172 641.59
002840 DAY WIRELESS SYSTEMS
PROFESSIONAL SERVICES 2/9/2024 031173 144.26
002983 DEPT. OF TRANSPORTATION
SIGNALS & LIGHTING 10/23-12/23 2/9/2024 031174 1,343.19 003031 DIESEL EMISSIONS SERVICE
PROFESSIONAL SVCS & PARTS 2/9/2024 031175 3,505.36
003452 ENTERPRISE FM TRUST
VEHICLE LEASES 2/9/2024 031176 23,317.03
011715 EMMA FARMER
PER DIEM-TRAINING 2/9/2024 031177 363.53
003618 FERGUSON ENTERPRISES, INC.
SUPPLIES 2/9/2024 031178 1,510.35
NAME CHECK CHECK CHECK
VENDOR DESCRIPTION DATE NUMBER AMOUNT
011976 JOEY FORSETH-DESHAIS
PER DIEM-CONFERENCE 2/9/2024 031179 210.48
003927 MIKE GALLAGHER
PER DIEM-CONFERENCE 2/9/2024 031180 593.36
004248 GRAINGER
SUPPLIES 2/9/2024 031181 3,285.57
00S021 MELISSA HUNT
PER DIEM-CONFERENCE 2/9/2024 031182 40.00
005066 1.1.M.C.
MEMBERSHIP DUES-WHITE 2/9/2024 031183 210.00
005076 IBM CORPORATION
PROFESSIONAL SERVICES 2/9/2024 031184 99.00
005111 INLAND BUSINESS MACHINES, INC
MONTHLY LEASE 2/9/2024 031185 271.53
005445 K & S STAFFING SOLUTIONS, INC.
PROFESSIONAL SERVICES 2/9/2024 031186 572.73
005930 LC ACTION POLICE SUPPLY
EQUIPMENT 2/9/2024 031187 1,860.42
005939 LEAGUE OF CALIFORNIA CITIES
MEMBERSHIP DUES-SAC DIV 2024 2/9/2024 031188 100.00
006153 LOUCKS LANDSCAPE SUPPLY
MATERIALS 2/9/2024 031189 225.23
006229 LYRO PRINTING
PROFESSIONAL SERVICES 2/9/2024 031190 470.31
011792 MISSIONSQUARE-302204
PLAN #302204 PE 2/2/24 2/9/2024 031191 4,685.00
006904 MITEL CLOUD SERVICES
PHONE CHARGES 2/9/2024 031192 1,794.79
007058 MT. SHASTA SPRING WATER
DRINKING WATER 2/9/2024 031193 214.18
NAME CHECK CHECK CHECK
VENDOR DESCRIPTION DATE NUMBER AMOUNT
007241 STAN NEUTZE
PER DIEM-CONFERENCE 2/9/2024 031194 186.00
. 011889 NOR CAL METAL FABRICATORS
PROFESSIONAL SERVICES 2/9/2024 031195 3,000.00
007477 OBSIDIAN IT
PROFESSIONAL SERVICES 2/9/2024 031196 4,054.50
007493 ODP BUSINESS SOLUTIONS, LLC
OFFICE SUPPLIES 2/9/2024 031197 61.21
007657 PAINT MART
SUPPLIES 2/9/2024 031198 813.20
007786 PEERLESS BUILDING MAINTENANCE
PROFESSIONAL SERVICES 2/9/2024 031199 2,430.00
007803 PEOPLE FACTS, LLC
PROFESSIONAL SERVICES 2/9/2024 031200 15.74
008061 PRAIRIE SQUARES
PROFESSIONAL SERVICES 2/9/2024 031201 147.00
008399 REDDING PRINTING COMPANY,INC
PROFESSIONAL SVCS & SUPPLIES 2/9/2024 031202 227.35
009256 SCP DISTRIBUTORS, LLC
SUPPLIES 2/9/2024 031203 274.77
009385 SHASTA CO. ARTS COUNCIL
PROFESSIONAL SERVICES 2/9/2024 031204 110.00
009393 SHASTA CO. DEPT RESOURCE MGMT
ANNUAL HMBP FEE-FACILITIES 2/9/2024 031205 1,529.83
012042 SHASTA OFFICIALS
PROFESSIONAL SERVICES 2/9/2024 031206 3,413.50
009493 SHASTA REGIONAL MEDICAL CENTER
PROFESSIONAL SERVICES 2/9/2024 031207 1,000.00
012059 HEATHER SMITH
CLEANING DEPOSIT REFUND 2/9/2024 031208 350.00
NAME CHECK CHECK CHECK
VENDOR DESCRIPTION DATE NUMBER AMOUNT
009988 STATE OF CALIFORNIA
ASSIGN OF WAGES P/E 2/2/24 2/9/2024 031209 30.00
010346 TELSTAR INSTRUMENTS, INC.
PARTS 2/9/2024 031210 870.85
010552 TOTALLY TRUCKS I NC
EQUIPMENT 2/9/2024 031211 72.06
011866 UBEO WEST
EQUIPMENT 2/9/2024 031212 1,359.83
010688 ULINE
SUPPLIES 2/9/2024 031213 264.70
010732 UPS
SHIPPING FEES 2/9/2024 031214 32.90
010747 US BANK CORP PYMT SYSTEMS
SUPPLIES, EQUIPMENT & TRAVEL 2/9/2024 031215 28,571.87
VOID CHECK 2/9/2024 031216
VOID CHECK 2/9/2024 031217
010754 US POSTAL SERVICE-CMRS-POC
METER POSTAGE ACCT#7552063 2/9/2024 031218 5,000.00
010756 USA BLUEBOOK
SUPPLIES 2/9/2024 031219 97.Sl
010918 VIRTUAL PROJECT MANAGER
PROFESSIONAL SERVICES 2/9/2024 031220 1,250.00
011064 WASTE MANAGEMENT
DUMP DAY EVENT 2/9/2024 031221 8,379.50
156,120.51
'----'signature
AGENDA ITEM
!February 20, 2024 City Council Meetingj
ApprovJ11 l for Submittal By:
I
A. '
Joe{!:J>lseth-Deshais, City Manager
To Be Pr~ ented By:
I
- I
Joey Fo~th-Deshais, City Manager
To:
From:
Honorable Mayor and Members of the Anderson City Council Joey Forseth- Deshais, City Manager
Date: February 20, 2024
lsueJECT
Personnel Rules Amendment - Management leave for designated employees.
I RECOMMENDATION
The City Manager recommends that the City Council:
Adopt a Resolution amending Management leave for designated employees.
I FISCAL IMPACT
No changes to the fiscal impact.
I DISCUSSION and BACKGROUND
Although they do not have a recognized Memorandum of Understanding similar to the APOA and Teamsters employees, management and confidential employees do have certain benefits provided to them as compensation for their work.
Rule Ill Compensation plan of the Personnel Rules, under section 9. Management Leave grants exempt, salaried employees ten (10) working days of management leave each calendar year. Current practice is that staff accrues these at 3.08 hours per pay period, the new method will be giving each of these staff eighty (80) hours at the beginning of the calendar year for use.
ITEM 6.5a PAGE1 2/20/2024
The staff receiving this management leave are salaried employees, that dedicate many extra hours throughout the year at City Council meetings, Mosquito Serenade, Christmas in Anderson, and responding to emergencies throughout the City.
I ATTACHMENT
1. Resolution
2. Personnel Rules - Red Line
ITEM 6.5a PAGE2 2/20/2024
RESOLUTION NO. 24-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANDERSON
ADOPTING CHANGES TO THE TERMS AND CONDITIONS OF EMPLOYMENT FOR
MEMBERS MANAGEMENT AND CONFIDENTIAL EMPLOYEES
WHEREAS, although not represented by a formal memorandum of understanding, the City Council annually reviews the compensation provided to management and confidential employees; and
WHEREAS, after this review, the City Council now desires to make adjustments to the terms and conditions of the management and confidential group, consistent with the financial needs of the City.
NOW, THEREFORE, the City Council of the City of Anderson does hereby adopt attached Exhibit A summarizing the benefits for management and confidential employees effective February 20, 2024.
NOW, BE IT FURTHER RESOLVED, that no changes to base salary is implemented for the management and confidential group for the 2023/2024 fiscal year.
PASSED AND ADOPTED by the City Council of the City of Anderson this 20th day of February, 2024, by the following vote:
AYES:
NOES:
ABSTAIN:
ABSENT:
Stan Neutze, Mayor
ATTEST:
Christy White, City Clerk
PERSONNEL RULES
PREFACE
The Personnel Rules and the Personnel Ordinance, both adopted by the City Council, provide the basis for a sound, modern, and effective personnel system for the City of Anderson. By their adoption, the City Council has created a system that makes possible the appointment of the best qualified persons available to serve the City's residents, fair and equitable working conditions for all employees on the City's staff, and the retention and advancement of employees on the basis of their capabilities and performance.
The creation of a personnel system by action of the City Council does not automatically result in the City of Anderson having the improved plan of personnel administration provided for in the Personnel Ordinance and in these Rules. Such a system will only fulfill its purposes if diligently and properly administered and has the full support of all parties involved -- the Council, City Manager, department heads, and employees.
With the opportunity made available to the City of Anderson to conduct its personnel function according to the best principles of modern personnel administration as provided for in these Personn~I Rules, the basis has been established for the successful future development of our City and for strengthening the administration of its affairs.
II
III
IV
V
VI
VII
VIII
IX
X
XI
XII
XIII
XIV
xv
XVI
XVII
XVIII
CITY OF ANDERSON PERSONNEL RULES
TABLE OF CONTENTS
SUBJECT
GENERAL PROVISIONS
CLASSIFICATION PLAN
COMPENSATION PLAN
RECRUITMENT AND SELECTION
APPOINTMENTS AND CHANGE OF STATUS
PROBATIONARY PERIOD
RECORDING OF PERSONNEL ACTIONS
ATTENDANCE AND LEAVES
EMPLOYEE TRAINING AND EVALUATION
DISCIPLINARY ACTIONS
GRIEVANCE PROCEDURE
SEPARATIONS
EMPLOYEE BENEFIT PROGRAMS
RETIREMENT PROGRAM
ADDITIONAL OPTIONAL BENEFITS
HARASSMENT
DRESS CODE AND GROOMING POLICY
NEPOTISM POLICY
.MG.E
1 3
5 9
11 14
15 16
27 28
30 31
33 34
35 36
44 47
Adopted by Resolution No. 03-87: Amended by Resolution No.'s: 03-93, 03-95, 04-11, 04-18, 05-58, 06-22. 06-53, 06-73, 07-22, 07-61, 08-17. 08-39, 08-59, 09-03, 09-63, 10-16, 11 -03, 12-60, 12-69, 13-05,15-10) . ii
and Ordinmte, No, 7Sf
ill
1. 2.
fair Employment
RULEI
GENERAL PROVISIONS
a. No question in any test, or in any application form, or by any appointing authority, shall be so framed as to attempt to illicit information concerning political or religious opinions or affiliations of any applicants or employees of the City, No appointment to or removal from a position shall be affected or influenced in any manner by political or religious opinions or affiliations.
Meet and Confer
a. The City Manager shall negotiate those matters, which are subject to the "meet and confer" process as specified under Section 3505 of the Government Code of the State of California.
3. Violation of Rules
a. Violation of the provisions of these rules shall be grounds for suspension, demotion, or discharge.
4. Amendment and Revision of Rules
a. Recommendations for amendments and revisions of these rules may be made by the Personnel Officer or by any interested party through the Personnel Officer. Proposed amendments or revisions shall be publicly posted for at least five consecutive days prior to consideration by the City Council. At the time of consideration, any interested party may appear and be heard. Amendments and revisions shall become effective upon adoption by resolution by the City Council following such hearing.
5. Department Rules
a. These rules do not preclude individual City departments from developing and administering supplemental personnel rules, so long as they do not conflict with these rules or other Council resolutions and ordinances.
6. seniority
a. Seniority shall be defined as the employee's length of continuous uninterrupted service with the City since his/her date of hire.
b. Seniority shall be terminated by:
{ 1) Discharge for cause.
(2) Voluntary termination.
c. Subject to most qualified employee considerations, those employees with the greatest length of service shall be given preference in determining work schedules, vacations, appointments, promotions, transfers, and layoffs within the City's service.
d. There shall be established a separate seniority list for all employees employed as full-time and part-time and/or as temporary part-time.
7. Memorandum ofUnderstandini:
a. These rules are superceded by Memorandums of Understanding entered into between the City of Anderson duly recognized bargaining units of City employees, resolutions providing for changes to pay and benefits for Management and Confidential employees, and other employee groups.
1. EstabHshment of Plan
RULE II
CLASSIFICATION PL.AN
a. The Personnel Officer, or a person or agency employed for that purpose, shall ascertain and record the duties and responsibilities of all positions in the competitive service and shall recommend a classification plan for such positions. Upon adoption of the plan by the Council, the provisions of the classification plan shall be observed in the performance of all personnel actions and activities. The classification plan shall be amended or revised as occasion requires.
2. AHocatioo of Positions
3. a. Following the adoption of the classification plan, the Personnel Officer shall allocate every position in the competitive service to one of the classes established by the plan.
Position Chanees
a. Whenever a department head proposes the establishment of a new position or makes a significant change in the duties and responsibilities of an existing position, the fact shall be reported to the Personnel Officer in the manner prescribed. If the City Manager recommends approval and the Council approves the establishment or change in the position, the Personnel Officer shall allocate the position to one of the existing classes or recommend the establishment of another class to which the position can be appropriately allocated.
4. Class Titles
a. The official class titles shall be used in all personnel, accounting. budget, and financial records. No person shall be appointed to or employed in a position in the City's competitive service under a title not included in the classification plan.
3 5. Use of Classification Piao
a. The classification plan is to be used:
(1) As a guide in recruiting and selecting candidates for appointment (2) In determining lines of promotion and in conducting training of employees.
(3) In determining salaries to be paid in accordance with the principle of equal pay for equal work.
(4) In determining personnel service items in departmental budgets. (5) In providing uniform job terminology understandable by City officers and employees and by the general public.
4 1. Establishment of Plan
RULE Ill
COMPENSATION PLAN
a. The Personnel Officer, or a person or agency employed for that purpose, shall prepare a pay plan covering all classes of positions in the competitive service, showing the minimum and maximum rates of pay. The City Manager shall submit the proposed pay plan to the City Council. The Council shall adopt or amend the plan. Thereafter, no position shall be assigned a salary higher than the maximum or lower than the minimum salary provided for that class of position unless the salary schedule for the class is amended in the same manner as herein provided for its adoption.
2. Compensation Policy
a. In establishing the range in the salary schedule to which each class shall be assigned, the Council and the City Manager shall give appropriate consideration annually to:
(1) Maintenance of equitable relationships between classes based on their relative duties and responsibilities.
(2) The general level of rates paid in appropriate labor markets for comparable work under similar conditions of employment. (3) Current recruitment and retention experience.
3. special Salary Adjustments
a. The City Manager may approve placement of employees at appropriate steps in salary ranges to:
(1) Meet difficult recruitment problems or to obtain persons with markedly superior qualifications.
(2) Correct salary inequities or give credit for prior service. (3) Recognize outstanding performance.
4. Overtime Compensation
a. Overtime is defined as:
(1) Time worked in excess of forty ( 40) hours in a workweek. (2) Time worked on a holiday.
b. Overtime shall be computed to the nearest one-quarter (1/4) hour. Overtime compensation shall be paid at a rate equivalent to one and one-half (1 1/2) times the regular rate of pay.
s
c. With the approval of the City Manager and when necessary to perform essential work, a department head may require employees to work at any time beyond the basic workweek as set forth in Rule VIII. Employees required to work overtime compensation under Federal or State law shall be compensated as set forth in 4.b, above.
d. Employees occupying positions in the following classifications shall not be eligible for overtime compensation, it having been determined that the persons occupying such positions are performing bona fide executive, administrative, or professional duties and are exempt from the overtime provisions of the Fair Labor Standards Act Amendments of 1974:
EXECUTIVE LEVEL
Assistant City Manager
City Attorney
Police Chief
Public Works Director
Finance Director
Development Services Director
Parks & Recreation Director
MANAGEMENT LEVEL
City Clerk
Police Captain
Police Lieutenant
Finance Office Manager
Building Official
ChiefWWTP Operator
Deputy Public Works Director
Public Works Superintendent
Grants & Redevelopment Manager
Support/ Administrative Services Division Manager
Community Services Manager
CONFIDENTIAL EMPLOYEES
Administrative Assistant
Deputy City Clerk
(Reso No.'s: 10-16, 09-63, 08-39, 08-17, 07-61, 06-73, 05-58, 04-18, 03-95, 03-87, 02-69, 00· 69, 00-57, 99-24, 95-19, 95-2, 94-64, 93-62, 91-26, 91 • 7, 90-46, 89-35, 80-28, 80-2, 79-42, 76- 55)
5. Uniform Allowances
6 a. Upon the original appointment of a police officer, the City shall provide an appropriate badge, hat piece, identification card, collar and coat insignia, sleeve patches, a riot stick. and a copy of the Police Department Rules and Regulations; and upon each future promotion, an appropriate identification card, collar and coat insignia, and sleeve chevrons.
b. All property provided by the City shall remain the property of the City of Anderson, and all such property shall be surrendered upon termination of employment.
c. For those employees not covered by a Memorandum of Understanding, a uniform allowance shall be granted on July 1 of each year, and paid with the first check run thereafter, to those miscellaneous sworn and non-sworn employees required to wear a uniform as part of their normal job duties, as follows:
Support/ Administrative Services Division Manager
Police Lieutenant
Police Captain
Police Chief
The uniform allowance shall be established annually.
6. Vehicle Allowance
a. In accordance with NCCSIF insurance requirements, the Assistant City Manager shall maintain personal automobile insurance at a mm1mum of $100,000/$300,000/$50,000 {bodily injury each person/bodily injury each accident/property damage each accident), said personal automobile insurance being used prior to City insurance in the event of any accident while driving on City business.
7. Certificate Pay
a. Noncontract management and confidential classification employees who possess and maintain job-required qualified certificates shall have their pay rate increase by an additional 5%. Qualifying job-required certificates are: a) State of California Wastewater Treatment Plant Operator, Grade 5, b) State of California Water Treatment Certificate, c) State of California Pesticide Applicator Certificate, d) State of California Commission of Peace Officers Standards Training Computer Aided Dispatch Instructor Certificate, and e) State of California Commission on Peace Officers Standards Training Management Certificate.
7 a. Loni:evity Pay
a. Noncontract management and confidential classification employees who have worked for the City of Anderson continuously for at least fifteen years shall have their pay rate increased by 5%.
9. Manai:ement Leave
a. All employees designated as Management and Confidential Employees shall be entitled to ten (10) working days management leave each calendar yea~-Mleh lea~ shall be l"F"'Fa~ed aec,eRJl~g ~e the lhne ef sef'w'ice eaek year. Suell leave ~e..glllm.aU~ia nin i of eact1 cjjlendar year•
b. Unused management leave shall not be carried over year to year. Following the end of each calendar year, at the time of retirement, or upon separation from the City service, all unused leave for that year will be paid. c. Management leave shall not be used to extend any annual vacation leave or other leave in excess of any limits associated with any authorized leave. e
Formatted: Font color: Red, Sbikethrougc._h __ -~ J
( Fonnatted: Foot color: Red )
1. 2.
General Poli<:Y
RULEIV
RECRUITMENT AND SELECTION
a. Competition for positions in the City service shall be open to all applicants who meet the qualifications established for the class of position applied for, if it is determined that the position will not be filled through promotion. Public notices shall be given at reasonable times prior to selections for nonpromotional vacancies.
Selection Methods
a. In making a selection from among applicants to fill vacancies, use may be made of written, oral, or performance tests, evaluations of training and experience, and combination of these, or any other forms or methods of evaluation that will determine fairly and thoroughly the qualifications of applicants. Investigations of the character, personality, education, experience, and physical fitness may also be made, as deemed appropriate.
3. Elii,iibility to Compete
a. Competition for positions in the City service shall be open to all applicants who meet the qualifications established for the class of position to which the applicant has applied. Public notices shall be given at reasonable times prior to selections.
4. Promotjonal Examinations
a. Fitness for promotion within the City service shall be determined through competitive examinations open to all qualified employees to the City service.
Competition shall be limited to employees who meet the minimum qualifications for the class and who have demonstrated fitness in their present position as certified by their department heads.
5. Elii,iible Lists
a. The Personnel Officer shall maintain lists of candidates who have been determined to be eligible for selection. An eligible person's name shall be removed from the eligible list for any of the following causes:
{1) Appointment to fill a full-time permanent position in the class; {2) Expiration of one year from the date of establishing eligibility; (3) Evidence that the eligible person no longer meets the qualifications of the class; or
( 4) Request of an eligible person that his/her name be removed. 9 6. Certi6cation of Eli&ihle Persons
a. Whenever a vacant position is to be filled, the responsible department head shall submit a request for names from the appropriate eligible list. The department head shall consider the candidates submitted and recommend a selection for approval by the City Manager.
7. Seniority List
a. There shall be established a separate seniority list for all employees employed as full-time and part-time and/or as temporary part-time. When all factors are equal, those employees with the greatest length of service with the City shall be given preference in determining the selection.
8. Medical Examinations
a. The Personnel Officer shall require a physical examination of any prospective employee, except for employees hired on an emergency basis, part-time employees who are employed in sedentary positions, and part-time Recreation Department Seasonal staff. However, these exempt prospective employees will be required to complete a confidential health questionnaire. b. Necessary documents indicating the prospective employee has been given a medical clearance shall be made a part of the personal history file of the individual in the Personnel Office, such file to be kept separate from the employee's regular personnel file.
c. The Personnel Officer may require a medical examination of a regular employee if, in his/her discretion, it is necessary to determine the employee's physical or mental ability to perform the duties of his/her employment classification.
10 RULEY
APPOINTMENTS AND CHANGES OF STATUS
1. Types of Appointments
2. a. Vacancies in positions may be filled by reinstatements, transfer, promotion, demotion, appointment from an appropriate eligible list, or by an appointment of a person under provisional authority.
Reinstatement
a. Any permanent employee who has resigned from the City service in good standing may be reinstated to a position in the same or a similar class within one year from the date of separation on approval of the City Manager. The employee so reinstated shall receive one-half (1/2) credit for past time with the City for sick leave purposes.
3. Transfers
4. a. The City Manager may transfer any permanent or probationary employee from one position to another position in another related class, which has reasonably similar qualifications and the same compensation.
Probationary Appointments
a. Probationary appointments shall be made with the approval of the City Manager from among those eligible on an appropriate list that indicate a willingness to accept the position.
S. Provisional Appointments
a. Provisional appointments may be made with the approval of the City Manager in the absence of eligible lists of persons who meet the minimum qualifications for the class. Within six months of the date of any such appointment, formal selection methods shall be conducted in accordance with Rule IV, 2, and an eligible list established for the class. The provisional appointment must be terminated within 30 days after the establishment of the eligible list
6. Emergency Appointments
a. Emergency appointments may be made first from an appropriate eligible list.
However, to prevent stoppage of public business, the City Manager may authorize emergency appointments for a period of not to exceed 30 days without regard to the rules on classification, selection, or certification. Service under emergency appointment shall not be credited for purposes of vacation, 11 sick leave, or salary adjustment.
7. Voluntary Demotions
a. An employee that becomes physically or mentally incapacitated for the performance of the duties and responsibilities of his/her position, or for other personal reasons, may request demotion to a position in a lower class. Such demotion may be permitted upon the approval of the City Manager.
B. Employee Anniversary Date
9. a. Each employee shall be assigned an anniversary date consisting of the day, month, and year of his initial appointment to the City service ..
Employment Categories
a. All personnel hired for positions within the City of Anderson will be placed at the time of selection in one of the following categories:
(1) Regular Employee: Personnel hired for employment to full authorized positions as set forth in the positional Classification and Compensation Plans. All such employees will be in a probationary status for the required period of time as set forth in Rule VI and will be retained in the City seivice upon receipt of a satisfactory performance review, recommendation by his supervisor, and approval by the City Manager.
Time spent in a temporary or part-time status will be credited to the employee in computing the probationary period.
(2) Temporary Employee: Personnel hired for employment of a temporary nature to cover seasonal needs, emergencies, or special assignments not to exceed 960 hours in a pay status.
(3) Part-tjme Employee: Personnel hired for employment wherein hours of work are less than those prescribed in the basic workweek. Personnel hired on a part-time basis will be eligible for vacation and sick leave after the completion of 960 hours in a pay status.
b. Personnel hired into the City service to fill authorized positions will be further categorized as follows:
(1) FuH-time Regular: Hired to fill an authorized position with hours of work conforming to the basic workweek.
(2) Probationary: Hired for a full-time position of indeterminate duration. (3) Part•tjme Regular: Hired to fill an authorized position with hours of work to be less than the workweek. Employee is eligible for benefits on a prorated basis and receives credit for service, ifreclassified. {4) Full-time Temporary: Hired to cover a seasonal, emergency, or special assignment on an B hour per day, 40 hour per week basis. Length of employment will be for a specific period of time not to exceed 1000 12 hours. Personnel in this category will not be eligible for vacation or sick leave.
(5) Temporaey Employee: Hired to cover a seasonal, emergency, or special assignment Personnel in this category will be hired for a specific period of time and will work less than 40 hours per week, not to exceed 960 hours. Personnel will not be eligible for vacation or sick leave; if reclassified to probationary status, benefits will be credited after 960 hours.
(6) Part-time Employee: Hired to work less than full-time and will not be eligible for benefits or receive credit for service if reclassified.
10. Pay Rates FoUowio& Promotion
a. An employee receiving a promotion shall be entitled to the rate of pay at the range in which the employee is being promoted, and at the step which is next higher to the employee's present wage rate, but not less than five (5) percent higher, and in any event not more than the top wage rate of the new classification. A new anniversary date for the purpose of annual performance evaluations and future merit step increases shall be established as of the effective date of the promotion regardless of the step in which the employee is placed.
n
RULE VI
PROBATIONARY PERIOD
1. General ReQuireroent
2. a. All original and promotional appointments in the competitive service shall be subject to the serving of a probationary period, which shall be considered a part of the selection process. The probationary period shall be six months in length, except for Police Officers, which shall be one year in length. The probationary period may be extended for an additional six months in order to allow the City more time to review the employee's performance prior to attaining regular status.
Reports of Performance on Probationers
a. The department head of a probationary employee shall file with the Personnel Officer a report of performance at the end of the third and sixth months for each employee serving a six month probationary period and at the end of the third, sixth, and twelfth month for those serving a one year probationary period. Copies of these performance reports shall be given to the employee, and it shall be the duty of the department head to discuss the reports with the employee and to provide the training and assistance as may be helpful for the employee to achieve the required standards of performance. The employee shall be considered to have satisfactorily completed his probationary period and have acquired pennanent status if the report of performance filed at the end of the probationary period is favorable. Notice of acquiring permanent status shall be given the employee.
3. Termination of Probationary Employees
a. It shall be the duty of the department head to recommend at any time during the probationary period termination of a probationary employee if his conduct, capacity, moral responsibility, integrity, or work performance is found to be unsatisfactory. A recommendation containing reasons for the termination shall be forwarded to the City Manager for final review and appropriate action.
4. Reinstatement to Former Position
a. A permanent employee who vacated his position to accept a probationary appointment in a position of a higher class and who was terminated during the probationary period shall have the right of reinstatement to his former position unless unusual circumstances prevail.
14 1.
RULE VII
RECORDING OF PERSONNEL ACTIONS
Required Reportine
a. Each department head shall report promptly to the Personnel Officer such information as is required in connection with each appointment, separation, or other transaction affecting the status of positions or employees in the competitive service. Such reports shall be prepared in the manner and on the forms prescribed by the Personnel Officer.
z. confidentiaIRecords
a. Employee personnel records are considered confidential and not open to the public. The personnel record of an employee shall at all times be available for review by the employee.
IS
RULE VIII
ATIENDANCE AND LEAVES
1. Workweek
2. a. A workweek is defined as seven (7) consecutive calendar days, Saturday at 12:00 a.m. through Friday at 11:59 p.m .. and a basic workweek is defined as five (SJ consecutive workdays of eight (8) hours each, or as stated in the Memorandums of Understanding. The basic workweek may begin on any day of the week or any hour of the day during the workweek.
Holidays
a. Holidays granted to City employees are as follows:
b.
(1) January 1, known as New Year's Day.
(2) Third Monday in January, known as Dr. Martin Luther King, Jr.'s Birthday.
(3) February 12, known as Lincoln's Birthday.
(4) Third Monday in February, known as Washington's Birthday. (5) Last Monday in May, known as Memorial Day.
(6) July 4, known as Independence Day.
(7) First Monday in September, known as Labor Day.
(8) Second Monday in October, known as "Columbus Day."
(9) November 11, known as Veteran's Day.
(10) Thanksgiving Day.
(11) The day following Thanksgiving Day.
(12) The workday before Christmas Day.
(13) December 25, known as Christmas Day.
(14) Employee's Birthday.
(i) When a holiday falls on a Saturday, the Friday immediately preceding shall be a paid holiday.
(ii) When a holiday falls on a Sunday, the Monday immediately following shall be a paid holiday.
Holiday Pa,y
For each such holiday, when not worked, an eligible employee shall receive eight (8) hours' pay, or as stated in the Memorandums of Understanding, at his regular straight-time hourly rate. For each such holiday in fact worked, an eligible employee shall receive eight (8) hours' pay, or as stated in the Memorandums of Understanding. at his/her regular straight-time hourly rate plus time and one-half (1 1/2) pay for all such hours actually worked. 16 C.
d.
e.
f.
Eliii:ibiiity Requirements
In order to be eligible for holiday pay, the employee must work the full scheduled working day immediately preceding and immediately following the holiday, unless on vacation, paid leave, or scheduled to be off. This section shall not be construed to make employees on layoff eligible for holiday pay.
Holiday During Vacation
When a holiday falls within an eligible employee's approved vacation, he shall receive the appropriate holiday pay.
Emp)Q,Yee Birthday
An employee, with the approval of the department head, may observe the holiday designated as employee's birthday on the employee's birthday; or the holiday may be deferred and scheduled in the same manner as vacations are normally scheduled.
Columbus Day Holiday
The holiday know as Columbus Day shall be scheduled by employees and their supervisors in the same manner as vacations are normally scheduled and must be taken off within the fiscal year earned.
3. Vacations
a. All regular City employees shall be entitled to annual vacation leave, with pay, according to the number of continuous full calendar years of employment based upon the following scale:
1 through 4 full calendar
years of continuous service
5 through 9 full calendar
years of continuous service
10 through 14 full calendar
years of continuous service
For each full year of service
after fourteen ( 14)
continuous years of service
(beginning in the lS•h year]
17 10 working days
15 working days
20 working days
employees hired prior to
August 17, 1999, shall be
granted an additional eight (8)
hours accumulation of vacation
in addition to the 20 days
b. The times during a calendar year at which an employee may take his annual vacation leave shall be determined by the department head with due regard for the wishes of the employee and particular regard for the needs of the service.
However, no employee shall be absent on annual vacation leave in excess of 20 consecutive working days without the expressed authorization of the City Manager. No accrued vacation time may be used prior to completion of six {6) months of City employment. Vacation leave must be taken in units of not less than one hour at a time.
c. A maximum of two (2) years of vacation accumulation may be accrued at any time.
d. The City will, at each management and confidential employee's option during the months of April, July, October and December each year, compensate the employee for up to eighty (80) hours of accumulated vacation per fiscal year.
Compensation requested under this section shall be paid on the second pay period.
4. Sick Leave
a. Sick leave with pay shall be accumulated for each regular and probationary employee at the rate of eight (8} hours per calendar month. b. Sick leave shall be allowed for a non-work related absence due to the inability of an employee to be present or perform the employee's duties because of personal illness, off-duty injury, confinement for medical treatment, or serious illness or disability of a member of the employee's immediate family up to a maximum of twenty-four (24) hours. Immediate family as used herein shall be defined in Rule VIII, 5, a. Whenever any employee is entitled to receive sick leave with pay and also disability insurance benefits, sick leave compensation shall be added to all disability insurance benefits up to a maximum of full pay; but in any event, the combination of sick leave compensation and disability insurance pay shall not exceed one-hundred percent (100%) of the employee's regular pay rate.
c. Where management believes there is an abuse of sick leave, management may require satisfactory evidence of sickness or disability before payment for sick leave will be made. The City may also require an employee requesting to return to work after sick leave or leave of absence for medical reasons to submit to a medical examination by a physician or physicians approved by the City for the purpose of determining that such employee is physically fit and able to perform the duties of the employee's former position without hazard to himself, or to fellow employees.
18 d. If a holiday which an employee is entitled to have off with pay occurs on a workday during the time an employee is absent on sick leave, the employee shall receive pay for the holiday as such, and it shall not be counted as a day of sick leave.
e. The City will, for each management and confidential employee with at least 25 years of service with the City of Anderson, at each such employee's option made by October 31 of each year, cash out up to 80 hours of accumulated sick leave at a rate of one-half of the employee's normal rate of pay, to be paid as part of the employee's second paycheck in November.
s. Funeral leave
6. a. Regular and probationary employees who are absent from work due to the death of a member of the employee's "immediate family" may receive compensation from accumulated sick leave benefits, if any, at the regular rate of pay for the time necessary to be absent from work, but not to exceed twentyfour (24) working hours. "Immediate family" as used herein includes only employee's spouse, children, brothers, sisters, parents, stepchildren, stepparents, parents-in-law, grandchildren, and grandparents. b. The City Manager may grant additional funeral leave from sick leave credits, if any, where special circumstances warrant
Leave of Absence
a. Leave of absence without pay may be granted to regular employees by the City Manager for urgent and substantial reasons, up to a maximum of one (1) year, providing satisfactory arrangements can be made to perform the employee's duties without undue interference with the normal routine of work. b. A leave of absence with pay shall be granted to a City employee who serves on a jury or as a witness for the Federal Government, State of California, or a political subdivision thereof. In such cases, the employee shall be paid his/her regular salary, and jury fees he may receive from the court shall be remitted to the City, except pay for travel and meals.
c. Military leave will be granted in accordance with State law. d. An employee who is absent from duty for any reason shall report the reason thereof to his/her department head or the City Manager immediately on the day of absence or before, if possible.
e. All unauthorized and unreported absences shall be considered as absences 19 without leave and a deduction of pay shall be made for each period of such absence. Voluntary absence without leave for five (S) consecutive working days shall be considered as an automatic resignation from City service.
7. Management Leave
a. All employees designated as Management and Confidential Employees shall be entitled to ten (10) working days management leave each calendar year. Such leave shall be prorated according to the time of service each year. b. Unused management leave shall not be carried over year to year. Following the end of each calendar year, at the time of retirement, or upon separation from the City service, all unused leave for that year will be paid. c. Management leave shall not be used to extend any annual vacation leave or other leave in excess of any limits associated with any authorized leave.
8. Catastrophic Leave
a. All employees designated as Management and Confidential Employees, or represented by the General Teamsters, Professional, Health Care and Public Employees Local 137, or represented by the Anderson Police Officers Association are eligible for Catastrophic Leave.
b. Catastrophic Leave is intended to provide an eligible employee authorized paid time-off through voluntary donation of management leave, comp time earned and/or vacation hours.
c. Donated leave must be specifically designated for the employee who has been approved for Catastrophic Leave.
d. Catastrophic leave may not exceed six (6) months and must be used within one (1) year of the date of the application is approved.
e. Only one request for Catastrophic Leave will be approved in a twelve (12) month period. The recipient will not accrue Compensatory Time Off (CTO), holiday and seniority upon receiving Catastrophic Leave. f. While using Catastrophic Leave, the employee must prepay the employee portion of the cost of the Health Benefit premium if they wish to continue this benefit.
g. The Personnel Officer shall provide a copy of the Catastrophic Leave Policy and any required forms to an employee interested in participating in the 20 9.
Catastrophic Leave Program.
h. Employees must follow the established Catastrophic Leave Policy per Resolution No. 06-22. Any request for exceptions to the established policy must be submitted to the City Manager for review and approval.
Fam Uy And Medical Leave
The City provides Family and Medical Leave in accordance with state (the California Family Rights Act - "CFRA") and federal (the Family Medical Leave Act - "FMLA") leave laws.
Basis £or Family and Medical Leave: Family and Medical Leave may be taken for the birth of the employee's child, the placement of a child with the employee for adoption or foster care, to care for the employee's spouse, child or parent who has a serious health condition, or for a serious health condition that makes the employee unable to perform his/her job. Leave can also be taken for certain military-related reasons as further detailed below.
Eligibility: To be eligible for Family and Medical Leave, an employee must have at least 12 months of service with the City and must have worked at least 1,250 hours during the 12-month period preceding the date the leave is to begin. An employee must also work at a location that employs 50 employees within a 75-mile radius.
Duration: Except as provided below with regard to certain types of military-related leave, employees may take up to a maximum of twelve (12) workweeks of Family and Medical Leave within a 12-month period. The City uses a "rolling" 12-month period to determine an employee's eligibility for leave. The 12-month period is measured backward from the date an employee uses any family leave.
Leave may be taken intermittently (in blocks of time or on a reduced-time schedule) if the leave is for the serious health condition of the employee or the employee's family member and. if such intermittent leave is medically necessary as determined by the health care provider of the person with the serious health condition. The smallest increment of time that can be used for such leave is one hour.
Any leave taken for the birth, adoption, or foster placement of a child must be taken within one year of the birth or placement of the child with the employee. Where CFRA leave is running separate and apart from FMLA leave (such as CFRA leave following pregnancy disability/FM LA leave), the minimum duration for leave taken in connection with the birth, adoption or foster care placement of a child is two weeks, except that the City shall grant a request for CFRA leave of less than two weeks on any two occasions during the one year period following the birth or placement of the child with the employee.
21 Procedures: Please contact your immediate supervisor as soon as you become aware of the need for Family and Medical Leave. If the leave is for the birth, adoption, or foster placement of a child, or for planned medical treatment for a serious health condition of the employee or family member, the employee must provide at least 30 days' advance notice before the leave is to begin. If 30 days' notice is not possible, notice must be given as soon as practicable. For any planned medical treatment, employees must consult with their supervisor regarding the need for leave and must make a reasonable effort to schedule any treatment so as to minimize disruption of City operations. Actual scheduling is, however, subject to the approval of the patient's health care provider.
If the leave is needed for the employee's own serious health condition, the employee must provide a certification from the health care provider stating:
1. the date of commencement of the serious health condition;
2. the probable duration of the condition;
3. that the employee is unable to work at all or is unable to perform any one or more of the essential functions of his/her position because of the employee's serious health condition.
The City will require certification by the employee's health care provider that the employee is fit to return to his/her job.
If the leave is needed to care for the serious health condition of a family member, the employee must provide certification from the health care provider stating:
1. the date of commencement of the serious health condition;
2. the probable duration of the condition;
3. an estimate of the amount of time that the health care provider believes the employee needs to take in order to care for the child, parent, or spouse; and
4. confirmation that the serious health condition warrants the participation of the employee.
If the Family and Medical Leave request is for the employee's own serious health condition and the City has reason to doubt the validity of the medical certification provided by the employee, the City may require, at its expense, a second opinion from a health care provider designated by the City. The health care provider designated by the City will not be one who is employed on a regular basis by the City. If 22 the second opinion differs from the first opinion, the City may require, at its expense, that the employee obtain a third opinion by a health care provider approved jointly by the City and the employee. The third opinion shall be considered final and binding on the City and the employee.
Recertification may be required if the employee requests an extension beyond the original certification.
Compensation and Benefits:
While receiving wage replacement benefits: For any period of time that an employee is eligible for and is receiving wage replacement benefits under any type of disability benefit plan (i.e., short- or long-term disability benefits, SDI (if eligible), and/or workers' compensation benefits), the employee is not required to use accrued sick leave, vacation, management leave, compensatory time off, or any donated catastrophic leave in connection with his or her Family and Medical Leave.
The employee may, however, choose to supplement these forms of wagereplacement payments with accrued paid leave on a pro rata basis at the employee's election, so long as the employee's pay does not exceed their normal wage.
While on otherwise unpaid leave: If an employee is on Family and Medical Leave for his or her own serious health condition, the employee must use any available sick leave and/or donated catastrophic leave during the leave; during leave for his or her own serious health condition, the employee has the option of whether to use other forms of paid leave, including vacation, management leave, and compensatory time off. If an employee is on Family and Medical Leave to care for a family member with a serious health condition, the employee is required to use accrued sick leave and any donated catastrophic leave to the extent allowed by other City policies (i.e., kin care) and is required to use any accrued vacation or management leave. If an employee is on Family and Medical Leave to bond with a new baby, the employee must use all accrued sick leave and vacation (to the extent allowed by other City policies - i.e., sick leave) and is required to use any accrued vacation or management leave. Once all sick leave and vacation is exhausted, Family and Medical Leave will continue on an unpaid basis for the remainder (if any) of the available 12-weeks.
Any family and medical leave, whether paid, unpaid, or a combination thereof, will be counted toward the 12-week leave entitlement. During any period of unpaid leave, employees will not continue to accrue sick leave, vacation, or any other forms of paid time off and will not be paid for holidays that occur during the leave.
An employee taking Family and Medical Leave will be allowed to continue participating in any health and welfare benefit plans in which he/she was enrolled before the first day of the leave (for up to a maximum of 12 workweeks) at the level and under the conditions of coverage as if the employee had continued in employment for the duration of such leave. The City will continue to make the same premium contribution as if the employee had continued working, and the employee 23 is expected to continue to pay his or her share of the monthly premiums. The continued participation in health benefits begins on the date leave first begins.
Employees are eligible for a maximum of 12-weeks benefits continuation during any 12-month period. If leave lasts longer than 12 weeks, then the employee will be placed on COBRA and can opt for continued coverage at his or her own expense. An employee who does not return from leave may be required, under certain circumstances provided by the law, to reimburse the City for any employee contributions paid by the City while the employee was on unpaid leave.
Servicemember Family and Medical Leave. Eligible employees are entitled to "servicemember Family and Medical Leave" in the following instances:
Mj)jtary-Related Leave, Eligible employees with a spouse, child, or parent on active duty or called to active duty in the National Guard or Reserves in support of a contingency operation may take up to the normal 12 weeks of leave because of any "qualifying exigency." For purposes of this policy, "qualifying exigency" includes:
(1) short-notice deployment; (2) military events and related activities; (3) childcare and school activities; (4) finance and legal arrangements; {S) counseling; {6) rest and recuperation; (7) post-deployment activities; and (8) additional activities agreed to by the employer and the employee. This leave is available only to families of servicemembers in the National Guard or Reserves - not to families of servicemembers in the Regular Armed Forces.
Military Caregiver Leave. An eligible employee who is the spouse, son, daughter, parent, or next-of-kin of a covered servicemember (includes a current member of the Regular Armed Forces as well as the National Guard or Reserves) may take up to 26 weeks of leave within a twelve-month period to care for such a servicemember with a serious injury or illness incurred in the line of active duty. For purposes of this type of leave, the 12-month period begins on the first day the employee takes leave for this purpose and ends 12 months thereafter. This leave entitlement applies on a per-covered servicemember, per injury basis. Leave to care for an injured or ill servicemember - when combined with other FM LA-qualifying leave - may not exceed 26 weeks in a single 12-month period.
Amount of Leave.
• For a qualifying exigency, an employee is entitled to a maximum of 12 weeks leave (when combined with leave for any other qualifying reason) in accordance with the rolling 12-month period measured backward.
• To care for an ill or injured servicemember, an eligible employee is entitled to a combined total of 26 weeks of leave for any FM LA-qualifying reason during the single 12-month period that starts when the leave begins. During this 12-month period, an employee is entitled to no more than 12 weeks of leave for any qualifying reason other than raring for a servicemember. 24 Other Military Leave Entitlements. The City also complies with any applicable leave entitlements provided by any state or local law. Where allowed, military leave under this policy runs concurrently with these other leaves.
Procedures. Please contact your immediate supervisor as soon as you become aware of the need for any type of servicemember Family Medical Leave. Except in the case of exigency leave for short-notice deployment, the City requires certification of the need for leave and will provide an employee requesting servicemember leave with an appropriate form to complete and return.
Concurrent Leaves: In most cases, Family and Medical Leave will count concurrently against an employee's entitlement to both FMLA and CFRA leave. This means that most eligible employees taking Family and Medical Leave will exhaust their entitlement to protected leave under both FMLA and CFRA at the same time, with the following exceptions:
1. An employee's own incapacity due to pregnancy, childbirth, or related conditions will be counted against an employee's entitlement to FMLA as a serious health condition, but not against CFRA leave.
2. Exigency leave will be counted against an employee's entitlement to FMLA, but not against CFRA leave.
3. Military caregiver leave will be counted against both FMLA and CFRA for up to the first 12 workweeks of leave if the servicemember is a family member covered by CFRA {in other words, a spouse, child, or parent). If, on the other hand, the servicemember is a 'next of kin' (not covered by CFRA). the leave will count against an employee's entitlement to FMLA, but not against CFRA leave.
4. Leave taken to care for a registered domestic partner with a serious health condition will be counted against an employee's entitlement to CFRA leave, but not against FMLA leave.
Family-care leave may also run concurrently with a leave of absence covered by workers' compensation or short-term or long-term disability, where such leave of absence is taken for a condition that qualifies as a serious health condition.
Reinstatement: Upon return from a Family and Medical Leave, an employee will be reinstated to his/her original position or to an equivalent position with equivalent pay, benefits, and other employment terms and conditions. However, an employee has no greater right to reinstatement than if the employee had been continuously employed rather than on leave. For example, if an employee on Family and Medical Leave would have been laid off had he/she not gone on leave, or if the employee's 25 position has been eliminated during the leave, then the employee would not be entitled to reinstatement. An employee's use of Family and Medical Leave will not result in the loss of any employment benefit that the employee earned or was entitled to before the leave.
As stated above, when an employee takes leave on account of the employee's own serious health condition, the City requires certification, prior to reinstatement, by the employee's health care provider that the employee is fit to return to his/her job.
Reinstatement may be denied to certain salaried "key" employees. Such employees will be notified of this possibility at the time the leave is requested.
If an employee fails to report to work promptly at the end of the Family and Medical Leave and fails to obtain approval for an additional personal leave of absence, the City will treat the failure to return as a voluntary resignation. 26 RULE IX
EMPLOYEE TRAINING AND EVALUATION OF PERFORMANCE
1. Asshmroeots of Respoosihi!it.Y
a. Each department head shall be responsible for the proper orientation, on-thejob training, and continuing development of each employee in his department.
The Personnel Officer shall cooperate with and assist department heads in carrying out this responsibility and in arranging for any special training needs.
2. Jjme forJcaioioi
a. Training to improve the quality of work of an employee in his present position shall be considered City business and may be conducted during or after working hours. Training to prepare for promotion shall be on the employee's own time.
3. Tuition Reimbursement
a. School training, which will be beneficial both to the employee and the City, may be recommended by the department head and approved by the City Manager for tuition reimbursement.
b. Tuition shall be reimbursed for Management and Confidential employees for courses approved by the City Manager at fifty percent {50%) of tuition, but not to exceed full tuition costs at California State, Chico. Approved course work at Shasta College and California State University shall be fully reimbursed.
4. Evaluation of Employee Performance
a. Each department head shall make an annual evaluation of all regular employees in his/her department in achieving the standard of work performance required. This evaluation shall include a discussion between the department head and the employee for the purpose of determining goals and evaluation progress toward better performance and personal development. A memorandum record of the results of these discussions shall be submitted to the City Manager.
s. Safety Policy
a. The established Injury and Illness Prevention Program is applicable to each employee and department. This program is updated periodically to stay current with regulations with changes approved by the City Manager. 21 28
1. General Authority
RULEX
DISCIPLINARY ACTIONS
a. A regular employee may be suspended, demoted, or dismissed whenever, in the judgment of the City Manager, the employee's work or conduct so warrants.
2. Warnin&s and Reprimands
a. Whenever employee performance falls below the required level or when an employee's conduct falls under one of the causes for action listed in Section 5 below, or in the appropriate Memorandum of Understanding under ffEmployee Discipline," his/her department head shall inform him/her promptly and specifically of such lapses. If appropriate and justified, a reasonable time for improvement or correction may thereafter be allowed before any further disciplinary actions are initiated. In situations where an oral warning has not resulted in the correction of the condition or where more severe initial action is warranted, a written reprimand shall be sent to the employee and a copy transmitted to the City Manager.
3. Suspensions
4. a. In those cases where one or more written reprimands has not proved to be effective, or where the seriousness of the events or conditions warrants it, an employee may be suspended without pay by his/her department head, with the approval of the City Manager, for a period not to exceed 30 calendar days for each offense for any cause listed in Section 5 below.
Demotions and Dismissals
a. When other forms of disciplinary action have proved ineffective, or where the seriousness of the offense or condition warrants it, the City Manager may authorize the demotion or dismissal of an employee for any cause listed in Section 5 below.
5. Causes for Action
a. Appropriate disciplinary action may be taken for any of the following causes, or as listed in the appropriate Memorandum of Understanding under "Employee Discipline."
(1) Incompetency, inefficiency, or negligence in the performance of duty. (2) Chronic physical or mental incapacity to perform the work of the position with or without reasonable accommodation.
29 (3) Insubordination, constituting a serious breach of discipline. ( 4) Notoriously disgraceful conduct.
(5) Unauthorized absence or abuse of leave privileges.
(6) Acceptance of any valuable consideration given to influence the employee in the performance of his/her duty.
(7) Falsification of an application or of any City record. (8) Use of his/her official position for personal advantage. (9) Willful violation of the provisions of law or of these rules.
6. Appeal Process
a. Any regular employee in the competitive service who has been suspended, demoted, or dismissed shall be entitled to appeal such action to the City Manager in accordance with the following procedure, or as noted in the appropriate Memorandum ofUnderstanding under "Employee Discipline." (1) Within ten (10) days of the receipt of a written notice for his/her suspension, demotion, or dismissal. the employee may submit his appeal in writing to the City Manager.
(2) Within ten (10) days following the receipt of the appeal from the employee, the City Manager will give consideration to the matter and inform the employee in writing as to whether the action of suspension, demotion, or dismissal has been affirmed, revoked, or modified. The decision thus communicated shall be final.
30 RULE XI
GRIEVANCE PROCEDURE
1. Consideration of Grievances
a. This procedure is established in order to provide adequate opportunities for City employees to bring forth their views relating to any unfair or improper aspect of their employment situation and to seek correction. The procedure set forth below shall apply to all employees' grievances, except those related to the disciplinary actions covered by Rule X or those covered by the Memorandums ofUnderstanding.
b. Procedure
(1) In any instance of grievance, the employee concerned shall first make efforts to resolve such grievance with his/her department head. (2) In the event such efforts as are specified in ( 1) are not productive of a settlement satisfactory to the employee, he/she may submit his/her complaint in writing to the department head.
(3) Upon receipt of the written statemen~ the department head shall make such investigation as required and reply in writing to the employee within ten (10) working days after receipt of the statement from the employee.
(4) If the employee wishes to discuss the grievance further, he/she shall within three (3) working days of the receipt of the reply from the department head submit a written request for a meeting with the City Manager.
(5) The requested meeting will be held by the City Manager at the earliest date possible at which the employee, the department head, and any other persons invited by the City Manager, the employee, or the department head may be present. The decision made by the City Manager as the result of the findings and conclusions determined at this meeting shall be communicated to the employee within three (3) days following the meeting and shall be final.
31 t . Resienatjons
RULE XII
SEPARATIONS
a. A regular employee desiring to resign from the City service may do so by notifying his/her department head in writing of the reasons thereof and the effective date. Failure to give at least two weeks notice may be cause for denying subsequent employment with the City. The department head shall report the resignation to the Personnel Office on a prescribed form to which is attached a copy of the employee's written statement.
2. Layoff PoHc;y and Prnc;edure
a. Whenever, in the judgment of the City Council, it becomes necessary, due to the lack of work, lack of funds, or other economic reasons, or because the necessity for a position no longer exists, the City Council may abolish any position or employment, and the employee holding such position or employment may be laid off or demoted without disciplinary action and without the right of appeal. b. Employees to be laid off shall be given at least fourteen (14) calendar days prior notice.
c. Except as otherwise provided, whenever there is a reduction in the work force, the appointing authority shall first demote to a vacancy, if any, in a lower class for which the employee, who is the latest to be laid off in accordance with Section f. is qualified. All persons so demoted shall have their names placed on the reemployment list.
d. An employee affected by layoff shall have retreat rights to displace an employee in the same department who has less seniority in a lower class, in the same class series, or in a lower classification in which the affected employee once had permanent status. For the purpose of this section and Section e, seniority includes all periods of full-time service at or above the classification level where layoff is to occur.
e. In order to retreat to a former or lower class, an employee must have more seniority than at least one of the incumbents in the retreat class and request displacement action in writing to the Personnel Office within five (S) working days of receipt of notice of layoff.
Employees retreating to a lower or similar class shall be placed at the salary step representing the least loss of pay. In no case shall the salary be increased above that received in the class from which the employee was laid off. 32 Employees retreating to a lower or similar class shall serve a probationary period in the new class, unless they have previously successfully completed a probationary period in the class or a class in the class series. f. In each class of position, employees shall be laid off according to employment status in the following order: temporary, provisional, probationary, and permanent. Temporary, provisional, and probationary employees shall be laid off according to the needs of the service as determined by the appointing authority.
In cases where there are two or more permanent employees within the classifications subject to layoff, the order to layoff shall be determined by:
(1) Department heads placing employees into one of two groups, proficient or satisfactory, based on a work performance evaluation; and (2) Laying off employees in the satisfactory group before those in the proficient group with the order of layoff in each group determined solely on the basis of seniority. Those employees with the least seniority shall be laid off first.
g. The names of persons laid off or demoted in accordance with these rules shall be entered upon a reemployment list. Lists from different times for the same class of position shall be combined into a single list. Such list shall be used by every appointing authority when a vacancy arises in the same or lower class of position before certification is made from an eligible list. h. Names of persons laid off shall be carried on a reemployment list for one year, except that persons appointed to permanent positions of the same level as that which was laid off shall, upon such appointment, be dropped from the list.
Persons who refuse reemployment in the same department also shall be dropped from the list Persons reemployed in a lower class, or on a temporary basis, shall be continued on the list for the higher position for the one year.
3. Dismissals
a. Any employee may be dismissed in accordance with the procedures and for the reasons set forth in Rule X or due to the position that he/she holds being abolished by the City Council. Dismissals resulting from the abolishment of positions shall not be subject to the appeal process.
4. Compensation for Unused Vacation Leave
a. A regular employee leaving the service of the City shall be paid the salary equivalent to all accrued vacation leave earned prior to the effective day of termination.
33 RULE XIII
EMPLOYEE BENEFIT PROGRAMS
1. Group Insurance
a. Except for those employees covered by the provisions of a Memorandum of Understanding. all regular and probationary employees are eligible to participate in a group insurance benefit program. The highlights of the benefits are:
(1) Life insurance: One time annual salary for employees. (2) Health Benefits: Medical, dental, vision, prescription, and life. Eligible the first day of the month following in which eighty (80) hours of employment is completed.
(3) State Disability: Represented employees shall participate in employee paid State Disability Insurance (SDI). (03-93)
(4) Long Term Disability Insurance: Benefit provides 66 2/3's percent of insured earnings reduced by income from other sources. A twelvemonth elimination period applies. (03-93) (5) The City shall offer employees a Section 125 benefit plan.
1. Miscellaneous Employees:
RULE XIV
RETIREMENT PROGRAM
a. All regular and probationary employees are covered by a State of California Public Employees' Retirement System program pursuant to an existing contract with the Public Employees' Retirement System, which provides for the two point seven percent (2.7%) at age fifty-five (55) benefit formula; one (1) year's compensation in formula: credit for unused sick leave, and optional military service credit buy back at the employee's expense. The City will pay both the employer and employee costs of contribution to the Public Employees' Retirement System. {08-38, 754)
b. A second retirement tier of 2% @ 55, and highest consecutive 36 months, through the Public Employees' Retirement System shall be effective for those employees hired after the City amends its contract with PERS for Miscellaneous employees. Employees hired under the 2% @ 55 formula will also pay their normal seven (7) percent member contribution for participation in the Public Employees' Retirement System program. All other retirement benefits remain the same as those employees covered under the first tier formula.(12-60, 779)
2. Safety Employees:
a. For sworn public safety employees not covered by the prov1s1ons of a Memorandum of Understanding and covered by the State of California Public Employees' Retirement System program pursuant to an existing contract with the Public Employees' Retirement System, the major features are: the City provides the three percent {3%) at age fifty (SO) benefit formula: normal retirement age fifty (SO); credit for unused sick leave, and optional military service credit buy back at the employee's expense. The City will pay both the employer and employee costs of contribution to the Public Employees' Retirement System. (08-38, 754)
b. A second retirement tier of 3% @ age 55, and highest consecutive 36 months, through the Public Employees Retirement system shall be effective for those employees hired after the City amends its contract with PERS for Safety employees. Employees hired under the 3% @ 55 formula will also pay their normal nine (9) percent member contribution for participation in the Public Employees Retirement System program. All other retirement benefits remain the same as those employees covered under the first tier formula. (12-05, 777) 35 1.
2. Credit Union
RULEXY
ADDITIONAL OPTIONAL BENEFITS
a. Employees are eligible to join the Member's l•t Credit Union. Loans are available for signature loans, purchase of new and used automobiles, RY's, and new boats. Employees may request automatic deposit of paychecks for a savings or checking account
Deferred Compensation Piao
a. The ICMA Deferred Compensation Plan is a voluntary plan for all employees who are interested in contributing to a supplemental retirement program. 36 RULE XVI
HARASSMENT, DISCRIMINATION & RETALIATION
Purpose
The purpose of this Policy is to: establish a strong commitment to prohibit and prevent discrimination, harassment, and retaliation in employment; to define those terms; and to set forth a procedure for investigating and resolving internal complaints. The City of Anderson encourages all covered individuals to report, as soon as possible, any conduct that is believed to violate this Policy.
The City of Anderson has zero tolerance for any conduct that violates this Policy. Conduct need not arise to the level of a violation of law to violate this Policy. Instead a single act can violate this Policy and provide grounds for discipline or other appropriate sanctions.
Harassment or discrimination against an applicant or employee by a supervisor, management employee, co-worker, or contractor on the basis of race, religion, sex (including gender and pregnancy), national origin, ancestry, disability, medical condition, genetic characteristics, marital status, age, sexual orientation (including homosexuality, bisexuality, or heterosexuality), or any other protected classification as defined below, will not be tolerated.
This Policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, disciplinary action, layoff, recall, transfer, leave of absence, compensation. and training.
Disciplinary action or other appropriate sanction up to and including termination will be instituted for prohibited behavior as defined below.
Any retaliation against a person for filing a complaint or participating in the complaint resolution process is prohibited. Individuals found to be retaliating in violation of this Policy will be subject to appropriate sanction or disciplinary action up to and including termination.
Definitions
A. Protected Classifications: This Policy prohibits harassment or discrimination because of an individual's protected classification. "Protected Classification" includes race, religion, color, sex (including gender and pregnancy), sexual orientation (including homosexuality, bisexuality and heterosexuality), national origin, ancestry, citizenship status, marital status, pregnancy, age, medical condition, genetic characteristics, and physical or mental disability. It also includes status as a veteran or a member of the uniformed services. 37 B. Policy Coverage: This Policy prohibits City of Anderson officials, officers, employees or contractors from harassing or discriminating against applicants, officers, officials, employees, or contractors because: 1) of an individual's protected classification; 2) of the perception that an individual has a protected classification; or 3) the individual associates with a person who has or is perceived to have a protected classification.
C. Discrimination: This policy prohibits treating individuals differently because of the individual's protected classification as defined in this policy.
D. Harassment may include, but is not limited to, the following types of behavior that is taken because of a person's protected classification. Note that harassment is not limited to conduct that City of Anderson's employees take.
Under certain circumstances, harassment can also include conduct taken by those who are not employees, such as elected officials, appointed officials, persons providing services under contracts, or even members of the public:
Speech such as epithets, derogatory comments or slurs, and propositioning on the basis of a protected classification. This might include inappropriate comments on appearance, including dress or physical features, or dress consistent with gender identification, or race-oriented stories and jokes.
Physical acts. such as assault, impeding or blocking movement, offensive touching. or any physical interference with normal work or movement. This includes pinching. grabbing, patting, propositioning, leering. or making explicit or implied job threats or promises in return for submission to physical acts.
Visual acts. such as derogatory posters, cartoons, emails, pictures or drawings related to a protected classification.
Unwanted sexual advances, requests for sexual favors and other acts of a sexual nature, where submission is made a term or condition of employment, where submission to or rejection of the conduct is used as the basis for employment decisions, or where the conduct is intended to or actually does unreasonably interfere with an individual's work performance or create an intimidating. hostile, or offensive working environment.
E. Guidelines for Identifying Harassment: To help clarify what constitutes harassment in violation of this Policy, use the following guidelines:
1. Harassment includes any conduct which would be "unwelcome" to an individual of the recipient's same protected classification and which is taken because of the recipient's protected classification.
38 2. It is no defense that the recipient appears to have voluntarily "consented" to the conduct at issue. A recipient may not protest for many legitimate reasons, including the need to avoid being insubordinate or to avoid being ostracized.
3. Simply because no one has complained about a joke, gesture, picture, physical contact, or comment does not mean that the conduct is welcome.
Harassment can evolve over time. Small, isolated incidents might be tolerated up to a point. The fact that no one is complaining now does not preclude anyone from complaining if the conduct is repeated in the future.
4. Even visual, verbal, or physical conduct between two employees who appear to welcome the conduct can constitute harassment of a third applicant, officer, official. employee, or contractor who observes the conduct or learns about the conduct later. Conduct can constitute harassment even if it is not explicitly or specifically directed at an individual.
5. Conduct can constitute harassment in violation of this Policy even if the individual engaging in the conduct has no intention to harass. Even well· intentioned conduct can violate this Policy if the conduct is directed at, or implicates a protected classification, and if an individual of the recipient's same protected classification would find it offensive ( e.g., gifts, over attention, endearing nicknames).
F. Retaliation: Any adverse conduct taken because an applicant, employee, or contractor has reported harassment or discrimination, or has participated in the complaint and investigation process described herein, is prohibited. "Adverse conduct" includes but is not limited to: taking sides because an individual has reported harassment or discrimination, spreading rumors about a complaint, shunning and avoiding an individual who reports harassment or discrimination, or real or implied threats of intimidation to prevent an individual from reporting harassment or discrimination. The following individuals are protected from retaliation: those who make good faith reports of harassment or discrimination, and those who associate with an individual who is involved in reporting harassment or discrimination or who participates in the complaint or investigation process. (See Policy Against Retaliation below). complaint Procedure
A. An employee, job applicant, or contractor who believes he or she has been harassed may make a complaint verbally or in writing with any of the following.
There is no need to follow the chain of command:
1. Immediate supervisor;
2. Any supervisor or manager within or outside of the department; 39 3. Department head; or
4. City Manager
B. Any supervisor or department head who receives a harassment complaint should notify the City Manager immediately.
C. Upon receiving notification of a harassment complaint, the City Manager shall:
1. Authorize and supervise the investigation of the complaint and/or investigate the complaint. The investigation will include interviews with: 1) the complainant; 2) the accused harasser; and 3) other persons who have relevant knowledge concerning the allegations in the complaint.
2. Review the factual information gathered through the investigation to determine whether the alleged conduct constitutes harassment, discrimination or retaliation giving consideration to all factual information, the totality of the circumstances, including the nature of the conduct, and the context in which the alleged incidents occurred.
3. Report a summary of the determination as to whether harassment occurred to appropriate persons, including the complainant, the alleged harasser, the supervisor, and the department head. If discipline is imposed, the level of discipline will not be communicated to the complainant.
4. If conduct in violation of this Policy occurred, take or recommend to the appointing authority prompt and effective remedial action. The remedial action will be commensurate with the severity of the offense.
5. Take reasonable steps to protect the complainant from further harassment, discrimination or retaliation.
6. Take reasonable steps to protect the complainant from retaliation as a result of communicating the complaint.
D. The City of Anderson takes a proactive approach to potential Policy violations and will conduct an investigation if its officers, supervisors, or managers become aware that harassment, discrimination, or retaliation may be occurring. regardless of whether the recipient or third party reports a potential violation.
E. Option to Report Outside Administrative Agencies: An individual has the option to report harassment, discrimination, or retaliation to the U.S. Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (DFEH). These administrative agencies offer legal remedies and a complaint process. The nearest offices are listed in the government section of the telephone book or employees can check the posters 40 that are located on employer bulletin boards for office locations and telephone number. {As of January 2009, current EEOC and DFEH contact information is shown on page 37.)
Confidentiality
Every possible effort will be made to assure the confidentiality of complaints made under this Policy. Complete confidentiality cannot occur, however, due to the need to fully investigate and the duty to take effective remedial action. As a result, confidentiality will be maintained to the extent possible. An individual who is interviewed during the course of an investigation is prohibited from discussing the substance of the interview, except as otherwise directed by a supervisor or the City Manager. Any individual who discusses the content of an investigatory interview will be subject to discipline or other appropriate sanction. The City of Anderson will not disclose a completed investigation report except as it deems necessary to support a disciplinary action, to take remedial action, to defend itself in adversarial proceedings. or to comply with the law or court order.
Responsibilities
Managers and Supervisors are responsible fort
1. Informing employees of this Policy.
2. Modeling appropriate behavior.
3. Taking all steps necessary to prevent harassment, discrimination, or retaliation from occurring.
4. Receiving complaints in a fair and serious manner, and documenting steps taken to resolve complaints.
5. Monitoring the work environment and taking immediate appropriate action to stop potential violations, such as removing inappropriate pictures or correcting inappropriate language.
6. Following up with those who have complained to ensure that the behavior has stopped and that there are no reprisals.
7. Informing those who complain of harassment or discrimination of his or her option to contact the EEOC or DFEH regarding alleged Policy violations.
8. Assisting, advising, or consulting with employees and the City Manager regarding this Policy, and Complaint Procedure.
9. Assisting in the investigation of complaints involving employee{s) in their departments and, if the complaint is substantiated, recommending appropriate corrective or disciplinary action in accordance with adopted Personnel Rules, up to and including discharge.
10. Implementing appropriate disciplinary and remedial actions.
11. Reporting potential violations of this Policy of which he or she becomes aware, regardless of whether a complaint has been submitted, to the City Manager or the department head.
41 12. Participating in periodic training and scheduling employees for training.
Each employee or contractor is responsible for:
1. Treating all employees and contractors with respect and consideration.
2. Modeling appropriate behavior.
3. Participating in periodic training.
4. Fully cooperating with the employer's investigations by responding fully and truthfully to all questions posed during the investigation.
5. Maintaining the confidentiality of any investigation that the employer conducts by not disclosing the substance of any investigatory interview, except as directed by the department head or City Manager.
6. Reporting any act he or she believes in good faith constitutes harassment, discrimination, or retaliation as defined in this Policy, to his or her immediate supervisor, department head, or City Manager.
Poucy AGAINST RETALJAIIQN
It is the Policy of the City of Anderson to prohibit the taking of any adverse employment action against those who in good faith report, oppose, or participate (as witnesses or accused) in investigations into complaints of alleged violations of City Policy or state or federal law in retaliation for that reporting, opposition, or participation. Disciplinary action, up to and including termination, will be taken against an employee or officer who is found to have violated this policy. Any elected official or contractor who violates this Policy Against Retaliation will be subject to appropriate sanctions.
This Policy Against Retaliation prohibits City officials, officers, employees, or contractors from retaliating against applicants, officers, officials, employees, or contractors because of any of the protected activity as defined herein.
Definitions;
1) "Protected activity" includes any of the following:
• Filing a complaint with a federal or state enforcement or administrative agency
• Participating in or cooperating with a federal or state enforcement agency that is conducting an investigation of the City regarding alleged unlawful activity
• Testifying as a party, witness, or accused regarding alleged unlawful activity
• Associating with another employee who is engaged in any of the protected activities enumerated here
42 • Making or filing an internal complaint with the City regarding alleged unlawful activity
• Providing informal notice to the City regarding alleged unlawful activity • Calling a governmental agency's ''Whistleblower hotline" • riling a written complaint under penalty of perjury that the agency has engaged in "gross mismanagement, a significant waste of public funds, or a substantial and specific danger to public health or safety." 2) "Adverse action" may include, but is not limited to, any of the following:
• Real or implied threats of intimidation to attempt or prevent an individual from reporting alleged wrongdoing or because of protected activity • Refusing to hire an individual because of protected activity • Denying promotion to an individual because of protected activity • Taking any form of disciplinary action because of protected activity • Extending a probationary period because of protected activity • Altering work schedules or work assignments because of protected activity • Condoning hostility and criticism of co-workers and third parties because of protected activity.
Complaint Procedure:
An applicant, employee, officer, official, or contractor who feels he or she has been retaliated against in violation of this Policy should immediately report the conduct according to the City's Harassment Complaint procedure so that the complaint can be resolved fairly and quickly.
Qissemjnatjon of Policy
All employees shall receive a copy of this Policy when they are hired. The Policy may be updated from time to time and redistributed.
43 EEOC CONTACT INFORMATION
EEOC's National Contact Center (NCC) customer service representatives are available to assist you in more than 100 languages between 8:00 a.m. and 8:00 p.m. Eastern Time. An automated system with answers to frequently asked questions is available on a 24-hour basis. You can reach the NCC:
By mail: U.S. Equal Employment Opportunity Commission
P.O. Box 7033
Lawrence, Kansas 66044
By phone: 1-800-669-4000
By Email: [email protected]
EEOC Headquarters is located at: U.S. Equal Employment Opportunity Commission 1801 L Street, N.W.
DFEH CONTACT INFORMATION
Employment/Public Accommodations:
Housing:
Hate Violence:
Washington, D.C. 20507
Phone: (202) 663-4900
TTY: (202) 663-4494
1-800-884-1684
1-800-233-3212 (Within California)
1-510-622-2946 (Outside California)
1-800-884-1684
AGENDA ITEM
!February 20, 2024, City Council Meetin~
for Submittal By:
th-Deshais, City Manager
esented By:
To:
From:
Honorable Mayor and Members of the Anderson City Council Joey Forseth-Deshais, City Manager
Date: February 20, 2024
I SUBJECT
Amend the Classification and Compensation Plan by amending and updating the Job Description for Chief Water Operator Ill.
I RECOMMENDATION
The City Manager recommends that the City Council:
Adopt a resolution amending the Classification and Compensation Plan by amending and updating the job description for the Chief Water Operator Ill position.
I FISCAL IMPACT
None.
I DISCUSSION and BACKGROUND
The Chief Water Operator Ill job description was last updated in 2019. The change proposed is minor and to help with recruitment for current and future vacancies. The proposed change includes verbiage allowing the selected candidate to gain all required certification and licenses within one (1) year of appointment. This change will have no fiscal impact to the City, but garner an overall better recruitment, and help further build the City's Water Maintenance Division.
ITEM 6.Sb PAGE1 2/20/2024
I ATTACHMENT
1. Proposed Resolution & job description.
2. Redline of job description showing proposed changes.
ITEM 6.5b PAGE2 2/20/2024
ATTACHMENT 1
RESOLUTION NO. 24 -
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANDERSON
AMENDING THE CITY OF ANDERSON
POSITION CLASSIFICATION AND COMPENSATION PLAN
WHEREAS, Chapter 2.56 of the Anderson Municipal Code establishes a Personnel Merit system for the administration of all personnel matters; and WHEREAS, said Chapter provides for the periodic review, amendment, and adoption by resolution of changes in the system's Classification and Compensation Plan; and WHEREAS, the City Manager has reviewed the Plan and has recommended that certain changes be made.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Anderson hereby amends the Classification and Compensation Plan by updating the Job Description for Chief Water Operator 111 attached hereto as Exhibit A and made a part hereof.
PASSED AND ADOPTED by the City Council of the City of Anderson this 20th day of February 2024, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
Stan Neutze, Mayor
ATTEST:
City Clerk, City Clerk
CITY OF ANDERSON
CHIEF WATER OPERATOR Ill
DEFINITION
Under direction of Public Works Superintendent, to supervise and work with a crew of semi-skilled workers engaged in maintenance and/or improvements of City water distribution system. Provide technical supervision over assigned personnel; and to perform skilled maintenance work in assigned areas of responsibility.
EXAMPLES OF DUTIES
Duties may include, but are not limited to, the following:
Provide technical supervision over assigned water utility personnel; supervises and directs the work of crew members, and performs skilled maintenance, repair, and installation work of water distribution system; perform bacteriological, general physical and special water samples; direct and coordinate water system outages, shutdowns, and limitations; review work and control quality of work; provide input into employee evaluations; develops work plans, procedures and schedules related to water system maintenance; orders supplies and equipment for work projects; prepares daily time sheets related to assigned staff; participates in budget preparation; processes complaints and answers questions from the public; perform emergency repairs, as necessary; operate heavy equipment such as dump trucks, backhoe, crane trucks, front-end loader and pneumatic tools; perform minor adjustments on service equipment; maintain tools and equipment in working order; maintain logs of daily activities; prepares monthly reports to the California Water Quality Control Board in compliance with State regulations; maintains records and participates in the work of the maintenance crew as time permits.
DESIRABLE QUALIFICATIONS
Training and Experience: Any combination equivalent to three years of experience in public works activities related to water system maintenance, including one year involving lead responsibilities of other workers.
Knowledge and Abilities: Knowledge of methods, materials, equipment and tools used in construction and/or maintenance of water distribution; ability to operate and maintain construction equipment and maintenance vehicles; ability to keep records; to interpret blueprints and sketches; lay out and direct the work of subordinate personnel; ability to understand and follow oral and written instruction; ability to take effective action in emergency situations; ability to meet established physical standards for vision and hearing; ability to establish and maintain effective relationships with others.
CHIEF WATER OPERATOR Ill
Required Licenses and/or Certificates: Possession of a valid Class B California driver's license. Possession of a SWRCB Water Distribution Operator Grade 3 certificate, a SWRCB Water Treatment Operator Grade 1 certificate, as well as a CA NV AWWA Backflow Prevention Assembly Tester certificate. All Certificates and licenses referenced above shall be obtained within one year of appointment
TOOLS AND EQUIPMENT USED
Employee will use a variety of tools and equipment common to a public works department including, but not limited to, 5-yard dump truck, backhoes, loaders, sweepers, and rollers; airless paint sprayer, mowers, trimmers, and weedeaters; power edgers, power mowers, blowers, chainsaws, and other tools as required. Additionally, the employee will use a personal computer, printer, calculator, telephone, copier, fax machine, and various other office equipment. Must possess a working knowledge of word processing and spreadsheet software, as well as be able to communicate effectively via email and mobile devices (such as cell phone).
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Employee must have physical ability to react quickly to errant motorist or other sudden, unanticipated stimulus and do strenuous hand and mechanical labor. Employee shall be able to lift and carry heavy object greater than SO lbs. over uneven terrain. Employee must be able to sit and work at a computer.
Employee must have the ability to see in the normal visual range, with or without correction, as set forth by the State of California Department of Motor Vehicles standards for safe vehicle driving. Night vision must be good for safety when working after dark.
Employee must have the ability to hear in the normal audio range with or without correction. Hearing should be adequate to hear warning devices used for worker safety (i.e. look out alarm devices, including vehicle horns used to warn employees of eminent danger at the work site).
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
CHIEF WATER OPERATOR Ill
Employee is required to work primarily outdoors, and may at times need to work in a wide range of extreme conditions, including heat up to 120 degrees, cold to 10 degrees, strong winds, rain, sleet, and snow.
Employee may be required to work long shifts due to storms, emergencies, and special work projects.
Personal safety equipment requirements include:
A. Work boots, in good and sturdy condition, must be worn to provide foot and ankle support protection.
8. Either long or short sleeved shirts provided by City, or a safety vest is to be worn over non-safety shirts or coats.
C. Long pants. No shorts or cutoffs.
D. Provided safety gear; hard hat, safety glasses, hearing protection devices, face shields, gloves, respirator, chaps, or other safety gear must be worn when required by the City. 2024
CITY OF ANDERSON
CHIEF WATER OPERATOR Ill
DEFINITION
Under direction of Public Works Superintendent, to supervise and work with a crew of semi-skilled workers engaged in maintenance and/or improvements of City water distribution system. Provide technical supervision over assigned personnel; and to perform skilled maintenance work in assigned areas of responsibility.
EXAMPLES OF DUTIES
Duties may include, but are not limited to, the following:
Provide technical supervision over assigned water utility personnel; supervises and directs the work of crew members, and performs skilled maintenance, repair, and installation work of water distribution system; perform bacteriological, general physical and special water samples; direct and coordinate water system outages, shutdowns, and limitations; review work and control quality of work; provide input into employee evaluations; develops work plans, procedures and schedules related to water system maintenance; orders supplies and equipment for work projects; prepares daily time sheets related to assigned staff; participates in budget preparation; processes complaints and answers questions from the public; perform emergency repairs, as necessary; operate heavy equipment such as dump trucks, backhoe, crane trucks, front-end loader and pneumatic tools; perform minor adjustments on service equipment; maintain tools and equipment in working order; maintain logs of daily activities; prepares monthly reports to the California Water Quality Control Board in compliance with State regulations; maintains records and participates in the work of the maintenance crew as time permits.
DESIRABLE QUALIFICATIONS
Trainin~ and Experience: Any combination equivalent to three years of experience in public works activities related to water system maintenance, including one year involving lead responsibilities of other workers.
Knowledge and Abilities: Knowledge of methods, materials, equipment and tools used in construction and/or maintenance of water distribution; ability to operate and maintain construction equipment and maintenance vehicles; ability to keep records; to interpret blueprints and sketches; lay out and direct the work of subordinate personnel; ability to understand and follow oral and written instruction; ability to take effective action in emergency situations; ability to meet established physical standards for vision and hearing; ability to establish and maintain effective relationships with others.
CHIEF WATER OPERATOR Ill
Required Licenses and/or Certificates: Possession of a valid Class 8 California driver's license. Possession of a SWRCB Water Distribution Operator Grade 3 certificate, a SWRCB Water Treatment Operator Grade 1 certificate, as well as a CA NV A WW A Backflow Prevention Assembly Tester certificate. AIJ certjficaticms_ and_ lic_e_nse:s referenced above shan be obtained within one year of a12polntment.
TOOLS AND EQUIPMENT USED
Employee will use a variety of tools and equipment common to a public works department including, but not limited to, 5-yard dump truck, backhoes, loaders, sweepers, and rollers; airless paint sprayer, mowers, trimmers, and weedeaters; power edgers, power mowers, blowers, chainsaws, and other tools as required. Additionally, the employee will use a personal computer, printer, calculator, telephone, copier, fax machine, and various other office equipment. Must possess a working knowledge of word processing and spreadsheet software, as well as be able to communicate effectively via email and mobile devices (such as cell phone).
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Employee must have physical ability to react quickly to errant motorist or other sudden, unanticipated stimulus and do strenuous hand and mechanical labor. Employee shall be able to lift and carry heavy object greater than 50 lbs. over uneven terrain. Employee must be able to sit and work at a computer.
Employee must have the ability to see in the normal visual range, with or without correction, as set forth by the State of California Department of Motor Vehicles standards for safe vehicle driving. Night vision must be good for safety when working after dark.
Employee must have the ability to hear in the normal audio range with or without correction. Hearing should be adequate to hear warning devices used for worker safety (i.e. look out alarm devices, including vehicle horns used to warn employees of eminent danger at the work site).
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
CHIEF WATER OPERATOR III
Employee is required to work primarily outdoors, and may at times need to work in a wide range of extreme conditions, including heat up to 120 degrees, cold to 10 degrees, strong winds, rain, sleet, and snow.
Employee may be required to work long shifts due to storms, emergencies, and special work projects.
Personal safety equipment requirements include:
A. Work boots, in good and sturdy condition, must be worn to provide foot and ankle support protection.
8. Either long or short sleeved shirts provided by City, or a safety vest is to be worn over non-safety shirts or coats.
C. Long pants. No shorts or cutoffs.
D. Provided safety gear; hard hat, safety glasses, hearing protection devices, face shields, gloves, respirator, chaps, or other safety gear must be worn when required by the City.
WW
2024
AGENDA ITEM
!February 20, 2024 City Council Meeting!
for Submittal By:
To Be Presented By:
C • y Wheeler, Acting Finance Director/
Treasurer
To:
Through:
Honorable Mayor and Members of the Anderson City Council Joey Forseth-Deshais, City Manager
From:
Date:
lsuBJECT
Cindy Wheeler, Acting Finance Director /Treasurer
February 20, 2024
Quarterly Treasurer's Report on City Investments
I RECOMMENDATION
The Finance Director recommends that the City Council:
Receive and file the quarterly treasurer's report for the fiscal quarter ended September 30, 2023
I FISCAL IMPACT
This action has no direct fiscal impact. The report is for information purposes only.
I DISCUSSION and BACKGROUND
State law requires the City Treasurer to report every fiscal quarter to the City Council about the city's investments. The attached report includes complete information about the city treasury and certifies that the city's investments are in accordance with state law and the Council's adopted investment policy.
I ATTACHMENTS
Quarterly Treasurer's Report and Certification for the fiscal quarter ended September 30, 2023.
ITEM 6.6 PAGE1 2/20/2024
City of Anderson
Quarterly Certification of Compliance with Investment Policy Quarter Ended September 30, 2023
A. Section 8.1 of the City's Investment Policy restricts the amount of pooled funds which may be invested in certain types of investments. These types of investments and a statement of compliance are below.
Investment T~e Maximum investment Current Investment Percent of Total Below Maximum? Banker's Acceptances 15% of Total Portfolio $0 0.00% Yes Certificates of Deposit 30% of Total Portfolio $0 0.00% Yes Prime Commercial Paper 15% of Total Portfolio $0 0.00% Yes Medium-term Corporate Notes 15% of Total Portfolio $0 0.00% Yes B. Section 13.1 of the City's Investment Policy restricts the overall maturities of pooled investments. These restrictions and a statement of compliance are below.
Maturity I nvestmentRestrictio_n
Within One Year 50% of Total - Minimum
Between Three and Five Years 25% of Total - Maximum
Over Five Years None Allowed
Current Investment
$7,505.044
$0
$0
e.ercentof Total
100.00%
0.00%
0.00%
Limit Met?
Yes
Yes
Yes
C. Section 13.1 of the City's Investment Policy provides that the average investment maturity must be less than three years.
Weighted Average Days to Maturity of Treasurer's Pool:
Restriction Met?: Yes
I hereby certify that as of September 30, 2023 the investment of the City of Anderson comply in all respects with the requirements of the California Government Code and the City's current Investment Policy and that there is sufficient ca~to cover the next six months expenditures.
Certified by:
Wheeler, Acting Treasurer
Attachment 1
City of Anderson
Quarterly Report on the Treasurer's Investment Pool
Quarter Ended September 30, 2023
Days to
Issuer Yield to Maturity Rate Maturity Par Value Book Value Checking and Passbook accounts
Primary Checking
Payroll Checking
Checking• City Events
Passbook Savings
REDIP Reserve Acct
Money Market
Subtotal
Certificates of Deposit
Local Agency Investment Fund
Local Agency Investment Fund
Petty Cash
Petty Cash
Tri-Counties Bank
Tri-Counties Bank
Tri-Counties Bank
Tri-Counties Bank
Tri-Counties Bank
Tri-Counties Bank
na
na
Total Funds Held by the City of Anderson on September 30,2023 Total Funds Held by the City of Anderson on June 30,2023 Weighted Average Yields
Weighted Average Days to Maturity
Percent Maturing within One Year
Percent Maturing between One and Three Years
Percent Maturing between Three and Five Years
na
na
na
na
na
na
na
na
na
na
na
0.01%
0.01%
0.40%
3.424%
na
2.475%
na
na
na
na
na
na
na
1 100.00%
0.00%
0.00%
1,786,582
1,000
189
33,284
21,190
266,106
2,108,351
0 5,393,843
2,850
7,505,044
13,183,573
(5,678,529)
1,786,582
1,000
141
33,284
21 ,190
266,106
2,108,303
0 5,393.843
2,850
7,504,996
13,183,573
(5,678,577)
Percent of
Credit Rating Total
Market Value (Notes) Investments
1,786,582 na
1,000 na
141 na
33,284 na
21,190 na
266,106 na
2,108,303 28.09%
0 0.00%
5,393,843 na 71.87%
2,850 na 0.038%
7,504,996 100.0%
13,183,573
(5,678,577)
City of Anderson
Quarterly Report on Funds Held Outside the Treasurer's Pool Quarter Ended September 30, 2023
Issuer Yield to Maturi~
Superior California Economic Development District
Checking Account Cornerstone Community Bank na
Amerinational Community Services Group na
Funds Held by Trustee (US Bank) for Redevelopment Agency (2005) Funds Held by Trustee (US Bank) for Redevelopment Agency (2008) Funds Held by Trustee (US Bank) for Redevelopment Agency (2015) Funds Held by Trustee (Union Bank) for Wastewater Bonds Misssion Square Retirement (Formerly ICMA Retirement)
Employee Directed Investments
4.90%
0.00%
na
Rate
0.00%
na
Retired
Retired
na
na
na
Total Funds Held by the City of Anderson Outside the Treasurer's Investment Pool on September 30, 2023 Total Funds Held by the City of Anderson Outside the Treasurer's Investment Pool on June 30, 2023 Difference
Maturi~ Date
na
na
na
na
na
Par Value Book Value
0 0
0 0
0 0
489,388
1,889,960
2,379,348
2,438,602
(59,254)
0 0
489,388
1,889,960
2,379,348
2,438,602
(59,254}
Market Value
0 0
0 0
489,388
1,889,960
2,379,348
2,438,602
(59,254}
AGENDA ITEM
!February 20, 2024, City Council Meeting!
d for Submittal By:
To Be Presented By:
of Operations and
Administration
To:
Through:
Honorable Mayor and Members of the Anderson City Council Joey Forseth-Deshais, City Manager
From: Jennifer McDaniel, Director of Operations and Administration Date: February 20, 2024
!SUBJECT
Amendment to update permitted uses and uses approved subject to a use permit for specific commercial and industrial zone districts of Title 17 - Zoning
I RECOMMENDATION
Enact Ordinance No. 858 (second reading) adopting the CEQA determination, and amending Chapters 17.18, 17.22, 17.24, 17.26 of the Anderson Municipal Code regarding Commercial and Industrial uses as introduced on February 6, 2024 (first reading). !FISCAL IMPACT
None.
I DISCUSSION and BACKGROUND
The City of Anderson Municipal Code, Title 17 - Zoning, includes several classes of general districts or zones within the city including 22 districts and combining districts. Of the 22 land use districts, there are 3 commercial districts and 2 Industrial districts which include sections outlining applicability, uses permitted, uses permitted subject to a use permit, and development ITEM 6.8 PAGE1 2/20/2024
standards including but not limited to site requirements, height, setbacks, parking, and landscape.
The amendment includes 4 of the 22 zone districts of the Anderson Municipal Code to update the uses permitted and the uses permitted subject to approval of a use permit. This text update will not amend any development standards and will be limited to Chapter 17.18 - General Commercial (C-1), Chapter 17.22 - Heavy Commercial (C-3), Chapter 17.24 - Light Industrial (M1), Chapter 17.26 - Heavy Industrial (M-2).
Amendments will be incorporated in existing commercial and industrial code sections to include common uses that have been previously omitted, recognize new uses based on evolving business practices, achieve compliance for existing businesses and include uses in appropriate districts based on impacts and consistent with the development standards of the district. The proposed land use updates are text updates only and will not result in any revisions to zone district maps.
The intent of the update is to provide clarity to the public and to assist new businesses locating in the City of Anderson.
ENVIRONMENTAL DETERMINATION:
The City of Anderson finds that this Ordinance is exempt from the requirements of the California Environmental Quality Act ("CEQA"), and, pursuant to CEQA Guidelines, common sense exemption, 15061(b)(3) with the incorporation of the proposed updates to included uses deemed to be approved by ministerial action and uses approved through a use permit process where individual applications would be individually subject to environmental review, there is no possibility the activity in question may have a significant effect on the environment, the adoption of this ordinance is therefore not subject to the provisions requiring environmental review.
I ATTACHMENT
1. Ordinance
ITEM 6.8 PAGE2 2/20/2024
ORDINANCE NO. 858
AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF ANDERSON TO UPDATE THE
USES PERMITTED AND USES PERMITTED SUBJECT TO A USE PERMIT IN THE COMMERCIAL AND INDUSTRIAL ZONE DISTRICTS OF TITLE 17- ZONING OF THE ANDERSON MUNICIPAL CODE.
WHEREAS, Title 17 - Zoning is comprised of several classes of general districts or zones within the city and include twenty-two (22) total districts and combining districts. Of those districts, three (3) are commercial districts and two (2) are Industrial districts.
WHEREAS, the commercial and industrial districts have been amended over the years based on individual projects, specific state mandates and annexations. These amendments have resulted in inconsistent development over time; and
WHEREAS, Amendments are proposed as follows update the current uses permitted and uses permitted subject to a use permit for the following zone districts:
Chapter 17.18 - General Commercial (C-1), Chapter 17.22 - Heavy Commercial (C-3), Chapter 17.24- Light Industrial (M-1), Chapter 17.26- Heavy Industrial (M-2) WHEREAS, through the amendment to update the uses permitted and uses permitted subject to a use permit in the commercial and industrial zone districts oftitle 17- Zoning, the City Council seeks to promote the orderly and harmonious development of the City.
NOW THEREFORE, THE CITY COUNCIL OF THE CITY OF ANDERSON DOES ORDAIN AS FOLLOWS:
SECTION 1. Purpose:
The proposed zone districts updates will be limited to sections specifically addressing permitted uses and uses permitted subject to a use permit. Amendments include uses be incorporated in existing Commercial and Industrial code sections to include common uses that have been previously omitted, recognize new uses based on evolving business practices, achieve compliance for existing businesses and include uses in appropriate districts based on impacts and consistent with the development standards of the district. The proposed land use updates are text updates only and will not result in any revisions to zone districts maps.
The intent of the update is to provide clarity to the public and to assist new businesses locating in the City of Anderson.
Chapter 17.18 - General Commercial (C-1) Chapter 17.22 - Heavy Commercial (C-3)
17.18.020 Uses permitted.
A The following uses and similar uses of a retail business or service nature are permitted in C-1 districts; provided that all goods are displayed and sold and all services are 11 Page
Attachment 1 - Ordinance, ZA24-01 (Updated Uses - Commercial & Industrial) performed within a completely enclosed building, except as otheiwise permitted by the provisions of this section:
Art studio, antique or gift shop,
Automobile parking lot,
Automobile parts supply store (not including installation, machine shop, repair or a warehouse),
Bakery shop (retail only),
Bank or savings and loan or finance offices,
Barber or beauty salon,
Bookstore,
Bookkeeping service,
Butcher, cold storage,
Camera shop,
Candy store,
Caterers,
Cleaning agency or laundry,
Clinics,
Clothing or apparel store,
Commercial school or hall,
Curio or novelty shop,
Department store,
Drug store or pharmacy,
Financial services,
Florist,
Furniture or interior decorating store,
Garden supply store,
Grocery store,
Hardware or appliance store,
Health club, gym, fitness center,
Hotels, motels,
Household goods,
Jewelry and services,
Key shop, locksmith,
21 Page
Attachment 1 - Ordinance, ZA24-01 (Updated Uses - Commercial & Industrial) Leather goods shop,
Liquor store (provided no consumption on the premises), Offices of a professional nature,
Office supply or stationery store,
Paint store,
Pet shop, pet grooming,
Photography store, or studio
Restaurant, cafe or coffee shop (indoor or outdoor),
Self-service laundry, or dry cleaners
Shoe repair shop,
Sporting goods store,
Tailor shop,
Toy store,
Utility administrative offices.
8. Uses, buildings and structures accessory to any of the above; C. Other uses which in the opinion of the planning commission are of a similar nature; D. Temporary sales of Christmas trees from November 15th through January 2nd are allowed in parking lots provided that traffic is not impeded.
17.18.030 Uses permitted subject to a use permit.
Uses permitted subject to first obtaining a use permit as specified in Chapter 17.50 are as follows:
A. Uses permitted in any R district;
8. Clubs, lodge halls, fraternal organizations, social halls, auditoriums, and private or public assembly halls;
C. Flea markets, secondhand sales, outdoor markets or similar establishments; D. Animal hospital or veterinary clinic;
E. Gasoline service station, auto repair shop, or machine shop; provided all operations are conducted within a building and do not involve dismantling of vehicles or outside storage of parts or vehicles except for occasional customer parking; F. Drive-in establishments whether in conjunction with a permitted use or otherwise; G. Bus terminals, car washes, bowling alleys, business colleges; H. New and used car dealerships or sales lots;
3I Page
Attachment 1 - Ordinance, ZA24-01 (Updated Uses - Commercial & Industrial) I. Pawnshop.
J. Theater
K. Shopping centers as defined in section 17.04.710;
L. Commercial developments of over twenty thousand square feet of gross floor area ( except hotels and motels);
M. Single-room occupancy units, subject to the following standards:
a. No transient occupancy. Units must be occupied as the primary residence of the tenant;
b. Maximum of thirty units per site;
c. Minimum unit size of two hundred square feet for occupancy by one person and two hundred eighty square feet for occupancy by two persons. No more than two persons per unit;
d. Approval of a management plan that outlines objectives, policies, and procedures;
e. On-site management with a manager's office for nine or fewer units and/or a manager's unit for ten or more units; and
f. Laundry, kitchen, and bathroom facilities must be provided on-site (may be individual or shared).
N. Equipment sales and rentals.
Chapter 17.22 - Heavy Commercial (C-3)
17.22.020 Uses permitted.
The following uses and similar uses are permitted in C-3 districts; provided that all goods are displayed and sold and all services are performed within a completely enclosed building, except as otherwise permitted by the provisions of this section:
A. All uses permitted in the C-1 district without a use permit; B. The following uses when conducted entirely within a building:
Auto repair, including paint, body, brake, muffler and transmission repair, Bowling alley,
Cabinet shop,
Dry cleaning,
Electronic equipment sales and service,
Electronic assembly plant (not to include manufacturing), Frozen food locker,
Glass sales and service,
Gunsmith,
4j Page
Attachment 1 - Ordinance, ZA24·01 {Updated Uses - Commercial & Industrial) Medical, dental and optical laboratories,
Printing shop,
Publishing,
Sales of new and used cars, motorcycles, boats, manufactured housing and recreational vehicles, and service,
Secondhand sales, pawnshop,
Skating rink,
Storage, mini warehouses,
Tire recapping, retreading, sales and service,
Upholstery shop,
veterinarians,
Welding shop,
Wholesale stores;
C. Gasoline service stations; provided that all operations except the servicing of gasoline, oil, air and water are carried on within a building; D. Uses, buildings and structures accessory to any of the above; E. Emergency shelters subject to the following standards:
1. Maximum of twenty-four occupants per site per night;
2. At least one facility manager shall be on-site at all hours that the facility is open. Additional support staff shall be provided, as necessary, to ensure that at least one staff member is provided in all segregated sleeping areas, as appropriate;
3. Maximum length of stay: One hundred eighty days in any twelve-month period;
4. Adequate external lighting shall be provided for security purposes. The lighting shall be stationary, directed away from adjacent properties and public rights-of-way; and
5. Indoor client intake/waiting area of at least one hundred square feet if client intake is to occur on-site. If an exterior waiting area is provided, it shall be enclosed or screened and designed to prevent queuing in the public right-ofway; F. Other uses which in the opinion of the planning commission are of a similar nature.
17.22.030 Uses permitted subject to a use permit.
Uses permitted subject to first obtaining a use permit as specified in Chapter 17.50 are as follows:
SI Page
Attachment 1 - Ordinance, ZA24-01 (Updated Uses - Commercial & lndustriall A. Bottling and distributing plant;
B. Building materials yard;
C. Carwash;
D. Feed store;
E. Lumber yard;
F. Nursery for plants and landscaping materials,
G. Machine, manufacture shop;
H. Outdoor sales and storage;
I. Planing mills;
J. Rental agency;
K. Research laboratories;
L. Equipment sales and rentals.
The planning commission may require a fence of a type and design to be approved by them for all uses listed in this section.
Other uses which in the opinion of the planning commission are of a similar nature.
The planning commission may require a screen or wall of a type and design to be approved by them for any use listed in this section.
Chapter 17.24- Light Industrial (M-1)
17.24.020 Uses permitted.
The following uses are permitted when conducted within an enclosed building:
A. Wholesale and retail sales and service uses, including:
1. Building materials, electrical materials and plumbing material sales,
2. Farm or ranch feed and related supplies sales;
3. Janitorial or restaurant supplies sales;
Contractors yard, air conditioning supply and servicing yards and flea markets;
4. Nursery for plants and landscape material;
5. Auto, boat, motorcycle, trailers, mobile homes, agricultural equipment, construction equipment and truck parts, supplies, sales and services a. Body repair and painting;
b. Tire recapping, retreading or rebuilding;
6. Household appliance or furniture wholesale and repair or service including electronic repair or furniture upholstery shops;
7. Auction house;
6I Page
Attachment 1 - Ordinance, ZA24-01 (Updated Uses - Commercial & Industrial)
8. Building maintenance services, such as pest extermination, janitorial grounds maintenance,
9. Communication services, such as printing, engraving, lithographing or publishing, telephone and radio telephone businesses, radio or television stations, not including towers;
11. Equipment sales, rental and services;
12. Veterinarian clinic; provided that any kennels are located within a building and training;
13. Trade school;
14. Metal fabrication, such as sheet metal and wrought iron fabrication; welding shops, machines shops; cabinet or furniture making;
15. Warehouse, mini-warehouses or other storage buildings or wholesale distribution facilities, except those storing flammable or explosive material;
16. Commercial and light industrial condominiums;
17. Food storage lockers, wholesale meat cutting and packing; provided there shall be no slaughtering, fat rendering or smoke curing and ice-making facilities;
Businesses that provide support services to the primary uses or that primarily serve employees of the primary uses, including blueprinting, photocopying;
18. Business support services, such as stenography businesses.
B. Manufacturing activities including:
1. Combining, assembly and/or packaging of products;
2. Industrial uses engaged in manufacturing, packaging, storage, and distribution of products, including warehousing, wholesaling, shipping and receiving, scientific research development and training, kennel and animal hospitals, vehicle storage, and vehicle transportation service establishments;
3. Establishments engaged in the mechanical or chemical transformation of materials or substances into new products, including the assembling of component parts, the creation of products, and the blending of materials, such as oils, plastics, resins, or liquors;
4. Offices that are accessory to any permitted use;
5. Outdoor storage or sales in conjunction with a permitted use, provided:
a. Storage is located on the rear portion of the lot;
b. Storage is completely enclosed by a solid wall or fence (with necessary solid gates) not less than six feet in height, unless the storage area abuts an R district, in which case the screening shall meet the criteria established by design review committee;
71 Page
Attachment 1 - Ordinance, ZA24-0l (Updated Uses- Commercial & Industrial) e. Night watchman's quarters, security office.
17.24.030 Uses permitted with a use permit.
The following uses are permitted subject to obtaining a use permit as specified in Chapter 17.50:
1. Businesses that provide support services to the primary uses or that primarily serve employees of the primary uses, including Drive-thru coffee shop, or standard restaurant;
2. Auto or truck service station or wash;
3. Truck terminal, distribution center, truck yard, incidental repairs and services, including automotive painting;
4. Petroleum bulk storage or distribution plant;
5. Carpet or rug cleaning plants; commercial laundries such as those which provide a linen supply service, not including personal laundromats;
6. Outdoor advertising signs and structures other than those appurtenant to a permitted use. Such signs and structures shall be at least one thousand feet apart when on the same side of a public road, and at least five hundred feet apart when on opposite sides of a public road;
7. Caretakers residences; to provide supervision support services and the residence is to be occupied only by such person and his/her family;
8. Emergency shelters subject to the following standards:
a. Maximum of twenty-four occupants per site per night; b. At least one facility manager shall be on-site at all hours that the facility is open. Additional support staff shall be provided, as necessary, to ensure that at least one staff member is provided in all segregated sleeping areas, as appropriate;
c. Maximum length of stay: One hundred eighty day in any twelve-month period;
d. Adequate external lighting shall be provided for security purposes. The lighting shall be stationary, directed away from adjacent properties and public rights-of-way; and
e. Indoor client intake/waiting area of at least one hundred square feet if client intake is to occur on-site. If an exterior waiting area is provided, it shall be enclosed or screened and designed to prevent queuing in the public right-ofway.
Chapter 17.26 - Heavy Industrial (M-2)
17.26.020 Uses permitted.
A. Uses permitted without a use permit in M-1 districts.
SI Page
Attachment 1 - Ordinance, ZA24-01 (Updated Uses - Commercial & Industrial) B. The following specific uses of land and buildings shall be permitted only in M-2 districts.
1. Manufacturing lumberyards and lumber mills;
2. Pottery kilns and ceramics works of heavy industrial types;
3. Chemical plants and paper manufacturing plants;
4. Concrete batching plants;
5. Blacksmith shops and casting foundries;
6. Auto wrecking;
7. Salvage, junk, impound yards;
8. Truck terminal, distribution center;
17.26.030 Uses permitted with a use permit.
Uses permitted subject to first obtaining a use permit as specified in Chapter 17.50 are as follows:
A. Caretakers residences; provided that the legally established use requires the continuous supervision of a caretaker, superintendent or security person and the residence is to be occupied only by such person and his/her family; B. Electric generating plant/facility;
C. Industrial or manufacturing uses which, in the opinion of the planning commission, may be objectionable by reason of production of offensive odor, dust, noise, bright lights, vibration or the storage or handling of explosive or dangerous materials;
D. Drilling for oil, gas or other hydrocarbon substances; E. The processing of sand, gravel or other mined or extracted materials; F. Metallurgy or processing or refining of ore or minerals; G. Any use, land and buildings not otherwise specifically set forth in Chapter 17.08 through 17.58.
SECTION 2
If any section, subsection, subdivision, paragraph, sentence, clause or phrase of this Ordinance, or its application to any person or circumstance, is for any reason held to be invalid or unenforceable, such invalidity or unenforceability shall not affect the validity or enforceability of the remaining sections, subsections, subdivisions, paragraphs, sentences, clauses or phrases of this Ordinance, or its application to any person or circumstance. The City Council of the City of Anderson hereby declares that it would have adopted each section, subsection subdivision paragraph, sentence, clause or phrase hereof, irrespective of the fact that any one or more other sections, subsections subdivisions paragraphs, sentences, clauses or phrases hereof be declared invalid or unenforceable. 9I Page
Attachment 1 - Ordinance, ZA24-01 (Updated Uses- Commercial & Industrial) SECTION 3:
The City of Anderson finds that this Ordinance is exempt from the requirements of the California Environmental Quality Act ("CEQA"), and, pursuant to CEQA Guidelines, common sense exemption, 15061(b)(3) with the incorporation of the proposed updates to included uses deemed to be approved by ministerial action and uses approved through a use permit process where individual applications would be individually subject to environmental review, there is no possibility the activity in question may have a significant effect on the environment, the adoption of this ordinance is therefore not subject to the provisions requiring environmental review.
SECTION 4:
The City Clerk shall certify to the adoption of this ordinance and shall cause it to be posted and/or published in accordance with the law.
The foregoing ordinance was introduced at a regular meeting of the City Council of the City of Anderson held on the 6th day of February, and enacted at a regular meeting of the City Council of the City of Anderson held on the 20th day of February, by the following vote:
AYES:
NOES:
ABSTAIN:
ABSENT:
STAN NEUTZE, Mayor
ATTEST:
CHRISTY WHITE, City Clerk
10 IP age
Attachment 1 - Ordinance, ZA24-01 (Updated Uses - Commercial & lndustriall
AGENDA ITEM
February 20, 2024 City Council Meeting
for Submittal By:
Ci dy Wheeler, Acting Finance Director/
Treasurer
To:
Through:
Honorable Mayor and Members of the Anderson City Council Joey Forseth-Deshais, City Manager
From:
Date:
I SUBJECT
Cindy Wheeler, Acting Finance Director/Treasurer
February 20, 2024
2023-2024 Budget Update
I RECOMMENDATION
The Acting Finance Director recommends that the City Council:
No action is requested as this is informational only.
I FISCAL IMPACT
This report is informational only.
I DISCUSSION and BACKGROUND
We are almost two-thirds of the way through the 2023-2024 budget; therefore, staff would like to take this time to review how revenues and expenditures are performing at this point in the year. Revenue and expenditure numbers are recorded through January for the general fund because we receive our first installment of property tax in January, which is approximately 58% of the budget year. Generally, when we discuss General Fund Revenues, we discuss the top 3 categories which are Sales Tax, Property Tax, and Transient Occupancy Tax. These three (3) categories make up about 81 % of our General Fund ITEM 8.5 PAGE1 2/20/2024
Revenues. Below is a table comparing budgeted general fund revenues to actual receipts for the top three (3) revenues through January 2024. Additionally, we have added information from the same time frame in January 2023 as a comparison.
General Fund Revenues
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Revenue Bude:et Receipts to Date % Revenue Budget Receipts ta Date % Pronertv Tax 2,495,893.00 1.602.494.21 64% Prooertv Tax 2,200,000.00 1,437,874.00 65% .Sales Tax 4,469,000.00 2 472,990.84 55% Sales Tax 4,075,000.00 1,778,924.00 44% ~ransaction & Use Tax 2,200,000.00 1.317.618.48 60% Transaction & Use Ta 2,000,000.00 877,275.00 44% Transient Occupancy Transient Occupancy
Tax 830000.00 311.94853 38% Tax 682,500.00 249,728.00 37% All other GF Revenue 1.483 S 72.00 714.299.94 48% All other GF Revenue 1,593,785.00 771,161.00 48% Total GF Revenue 11,478,465.00 6,419,352.00 56% Total GF Revenue 10,551,285.00 5,114,962.00 48% At this time revenues are being received as expected. Transient Occupancy Tax (TOT) is lower than expected due to one hotel remaining delinquent in their TOT payment, Property Tax is on track as predicted. We receive Property Tax payments in slightly uneven payments with the bulk received in January and the final bulk payment in May. Sales Tax and Transaction and Use Tax are averaging on track as expected. Although we are looking better at this point in comparison to last year, two main factors that could affect revenues going forward are higher inflation and private-party sales. Although interest rates are set to hold and not increase, housing has slowed in the City of Anderson, likely due to the abovementioned factors.
General Fund Expenditures
Total general fund expenditures for 2023-2024 were originally budgeted at$ 11,746,751 with actual expenditures through January 2024 (again which is 58% of the budget year) coming in at $7,723,563 or approximately 65%.
Expenditures are still on track at this point. Supply chain issues and higher inflation have remained a concern; however, staff is very diligent in researching pricing for needed supplies which is reflective of expenditures remaining closely on target.
The City continues to have budgeted positions covered either by a consultant or current staff performing more than one job, impacting expenses in the general fund.
During a meeting with our Sales Tax Consultants, HdL earlier this month, it was stated that a recession remains unlikely in 2024, which is always good news.
General Fund Reserve
General Fund reserves are projected to remain untouched should revenues and expenditures continue as budgeted. As always, staff continually monitors both revenues and expenditures for needed adjustments. We are finishing up our audit for 2022-2023 and the expected decrease to the General Fund Reserve in 2022-2023 by approximately $982,000 for a total of $2,349,138.
ITEM 8.5 PAGE 2 2/20/2024
Water and Sewer Revenues
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Revenue Bud,:et Receipts to Date % Revenue Budget Receipts to Date % Water 1,812.319.00 1124179.22 62.0% Water 1,776,277.00 840,513.00 47.3% Sewer 1 945.895.00 826911.79 425% Sewer 1 909,173.00 788,695.00 41.3% Total Enterprise
Revenue 3,758,214.00 1,951,091.01 52%
Total Enterprise
Revenue 3,68S,450.00 1,619,208.00 44%
The Water Revenue is trending up from the previous year. This increase is directly related to the reduction of state and local mandates for consumption restrictions for the same time frame. Sewer Fund revenues are coming in as projected. Sewer revenues are collected with resident's property tax bills, and the City receives these revenues in January and May. The State of California routinely enacts legislation requiring local governments to implement regulations without the necessary funding to finance the regulations. Staff are diligent in balancing the need to maintain the infrastructure while also managing the costs. Wherever possible staff is researching grants that can be used to enhance our financing.
Water fund expenditures are budgeted at $1,812,319 and are at 62% or $1,124,179.22.
Sewer fund expenditures are budgeted at $1,945,895 and are at 42% or $826,911,79.
Gas Tax Funds and Other Funds
State and local gas tax revenues are coming in at $985,362 or 81 % and expenditures are at $1,095,694 or 104%. 31 % of these expenditures are directly related to the Cape Seal Pavement project which will be supplemented by the SRTA revenues received. While expenses appear high at this time, revenues are also up and 41.67% of annual gas tax revenues are still to be received through June 30. All other funds of the City are performing as expected at this point in the fiscal year.
Potential Economic Factors/Trends:
The following economic factors may have a significant effect on the National and Local economies. Staff is actively monitoring these issues for their possible effect on City operations:
StaQ]ng and recruitment
Suiwly Chain issues
Fuels Costs
Inflation
Reduction in Single Family Home Sales
Unfunded requirementsfrom L~islative Prop 1383
Unfunded State & local mandates . for both water and wastewater New requirements to buy zero-emission vehicles in the heayY-dutyjleet ITEM 8.5 PAGE3 2/20/2024
AGENDA ITEM
February 20, 2024, City Council Meeting
Submittal By:
To:
Through:
Honorable Mayor and Members of the Anderson City Council Joey Forseth-Deshais, City Manager
From: Adam Whelen, Public Works Director
Date: February 20, 2024
!SUBJECT
American Rescue Plan Act (ARPA) Funding Update
I RECOMMENDATION
The Public Works Director recommends that the City Council:
1. Receive a staff report.
2. Provide direction to Staff regarding the expenditure of remaining ARPA funds.
3. Allow Staff to hire a professional design and engineering service firm for the new River Splash playground.
I FISCAL IMPACT
Initially, the City of Anderson was awarded $2,542,922.00.
I DISCUSSION and BACKGROUND
At the April 18, 2023, City Council meeting, a priority program and project list for 2023-2025 was presented for Council prioritization.
The following are projects that the Council ranked for inclusion in the 2023-2025 ARPA budget:
ITEM 8.9 PAGE 1 2/20/2024
1. Anderson River Park Playground Upgrades at Kiddieland
2. Complete New Playground by the Splash Pad
3. Continue the Amphitheater Renovation
4. New Bathroom at Kiddieland
5. River Splash Paving
6. Resurface Tennis Courts
To date, the following projects have been completed:
1. Amphitheater Renovation
2. River Splash Paving
3. Resurface Tennis Courts
4. Shop for Parks Maintenance Staff and Bathroom
5. WWTP Building
Additionally, at the October 17, 2023 City Council meeting, the River Splash Shade Structure Project was approved for $103,641.91. The shade structures have been ordered and should arrive in the middle of spring 2024, with installation before the opening of River Splash.
The current balance for the ARPA Fund is $1,143,129.44. City Staff has engaged MRC Recreation to design the New Playground by River Splash. The current estimate for the playground is $1,018,089.38. This includes the procurement of the playground, installation, and pouring a curb around the playground. Not included in this proposal is engineering, grading around the playground, perimeter fencing, or installation of a sidewalk connecting River Splash and the existing parking lot. The Public Works standard project design is to also include contingency funding for minor revisions at the discretion of the Public Works Director not to exceed 20% of the project cost. This would place the overall project at a projected cost of $1,221,707.26.
Attached are proposed renderings of the new playground for City Council Review.
I ATTACHMENTS
1. Playground Renderings - River Splash
ITEM 8.9 PAGE2 2/20/2024
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