Barstow City Council
July 7, 2026

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Article 32 – Retirement Benefit...................................................................................................................18 Article 33 – Retirement Medical Trust........................................................................................................19 Article 34 – Retiree Medical Benefit............................................................................................................19 SECTION 4 – TIME-OFF PROVISIONS................................................................................................................25 Article 35 – Holidays ....................................................................................................................................25 Article 36 – Vacation....................................................................................................................................25 Article 37 – Sick Leave..................................................................................................................................26 Article 38 – Special Leave.............................................................................................................................27 Article 39– Bereavement Leave...................................................................................................................27 Article 40 – Jury Leave .................................................................................................................................27 Article 41– Military Leave ............................................................................................................................27 SECTION 5 – INSURANCE..................................................................................................................................28 Article 42 – Cafeteria Plan............................................................................................................................28 Article 43– Medical Insurance .....................................................................................................................28 Article 44 – Dental Insurance.......................................................................................................................28 Article 45 – Vision Insurance........................................................................................................................28 Article 46 – Life Insurance............................................................................................................................28 Article 47 – State Disability Insurance .........................................................................................................29 Article 48 – Long Term Disability .................................................................................................................29 Article 49– Medicare Participation ..............................................................................................................29

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BARSTOW POLICE DEPARTMENT MANAGEMENT ASSOCIATION
UNIT 8

MEMORANDUM OF UNDERSTANDING
SECTION 1 – GENERAL PROVISIONS
Article 1 – Preamble
This Memorandum of Understanding (Agreement) is made and entered into by and between the City of Barstow (City) and the Barstow Police Department Management Association (Association), pursuant to the Meyers-Milias-Brown Act of the State of California, the Barstow Municipal Code, and the Personnel Policies and Procedures of the City of Barstow.

It is the intent and purpose of this Agreement to set forth the understanding reached between the Association and the City as a result of meeting and conferring in good faith regarding, but not limited to, matters relating to the wages, hours, and terms and conditions of employment between Association member represented by the Association and representatives of the City. The parties affirm their mutual commitment to the goals of respecting and valuing people, effective and efficient public service, sound and responsible management, and amicable employer-employee relations.

Article 2 – Recognition and Scope of Representation
During the term of this Agreement, the City recognizes that the following positions shall be represented by the Association:
 Police Captain
 Police Lieutenant
 Police Sergeant
The Association's scope of representation shall include all matters pertaining to wages, hours, and other terms and conditions of employment.

Article 3 – Management Rights
During the term of this Agreement, the Association recognizes that the City has and will continue to retain (whether exercised or not) the exclusive right to operate, administer, and manage its municipal services and work force performing those services in all respects subject to this agreement. The City Manager has (and will continue to retain) exclusive decision-making authority on matters not officially and expressly modified by specific provisions of this Agreement. Said decision-making shall not (in any way directly or indirectly) be subject to the City's grievance procedure.

The exclusive rights of the City shall include, but are not limited to: determine the organization of City government and the purpose / mission of its constituent divisions / departments; set standards of service to be offered to the public and to exercise control and discretion over its organization and operations; establish and effect administrative regulations and employment rules / regulations consistent with law; direct its employees; take disciplinary action for just cause; relieve its employees from duty because of lack of work or for other legitimate reasons; determine the procedures and

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standards of selection for employment and promotion; determine the content of job classifications; determine the methods, means, and personnel by which the City's services are to be provided; maintain the efficiency of governmental operations; and to otherwise act in the interest of efficient service to the community. The inclusion of such rights in a list of City rights, and the right of the City to act on such rights shall not be subject to grievance. However, such rights shall not abridge the right of an Association member to file grievance on the implementation of said rights.

Article 4 – Administrative Authority
During the term of this Agreement, the City Council shall deal with the administrative services of the City only through the City Manager, except for the purpose of inquiry. Neither the City Council, nor any members thereof, shall be allowed to give orders to any subordinates of the City Manager.

Article 5 – Rules Governing Reductions
During the term of this Agreement, no Association member represented by the Association shall suffer a reduction in wages, hours, or other terms and conditions of employment, unless such reduction is proportional to that generally suffered by the other employees of the City as part of a general cost reduction program. However, this Article shall not apply to disciplinary actions or reclassifications taken pursuant to the Barstow Municipal Code and the Personnel Rules and Regulations of the City.

Article 6 – Conditions of Employment
Except as otherwise noted herein, the terms and conditions of employment for members of the Association shall be those prescribed in the existing Personnel Rules and Regulations manual of the City unless otherwise agreed to by the Association.

Article 7 – Hours of Work
The average regular work week for full-time FLSA Non-Exempt Association members shall be forty (40) hours. For all Association members with an average regular work week of forty (40) hours, the monthly rate shall be the hourly rate, 2,080, divided by 12.

In certain instances, alternatives to the traditional work schedule for the convenience of the Association member may be appropriate. Such schedules may be installed under the following guidelines:

1. The City or the Association member may initiate a request regarding such alternate work schedules.

2. Alternate work schedules shall not reduce service to the public.

3. Such schedules may be revoked by either party upon notice to the other party.

4. Such schedules may continue by mutual agreement of both parties.

5. Association members who perform authorized work in excess of the defined alternate workday or work week and who are otherwise eligible for overtime pay shall be compensated for such work at the rate of one and one half (1 ½) times their regular hourly rate of pay.

6. Association members may be assigned to or from an alternate work schedule only effective at the beginning of a biweekly pay period approved by the Chief of Police or designee.

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Article 8 – Public Safety Officers Procedural Bill of Rights The City shall comply with the Public Safety Officers Procedural Bill of Rights as set forth in California Government Code Section 3300.

Article 9 – Grievance Procedures
The following guidelines govern the City’s grievance procedures.

1. Definition.

A grievance is a written allegation by an Association member claiming violation of a specific express provision of this Agreement, the City’s Personnel Rules and Regulations, or written City policy, unless another specific method of review is provided (e.g., discipline or discrimination).

2. Procedure.
a. Informal Grievance Procedure
The grievant and the City’s representative shall make every effort to resolve the grievance at the lowest level of supervision. Thus, the grievant shall attempt to discuss the grievance with the immediate supervisor before resorting to the Formal Grievance Procedure, below. However, if the grievant is unable to resolve the grievance informally before the time period for filing a Formal Grievance expires (15 days from the date the grievance allegedly occurred), the grievant may proceed to the Formal Grievance Procedure in accordance with the time limits therein. b. Formal Grievance Procedure
i. First Level of Review.

The grievant shall present the formal grievance in writing either to their supervisor or to the immediate supervisor of the Association member who is the subject of the grievance being filed. The formal written grievance must be presented within fifteen (15) days from the alleged occurrence of the violation.

The written grievance shall contain the following information:

1. Name of grievant and job title;

2. Department / Division;

3. Clear and concise statement of the nature of the grievance including the circumstances and dates involved;

4. The specific provision(s) of this Agreement, the City’s Personnel Rules, or City policy alleged to have been violated;

5. Requested remedy;

6. Name of the grievant’s representative, if any;

7. Date and signature of the grievant.

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The supervisor shall render a decision and comments in writing and return them to the grievant within fifteen (15) days after receiving the written grievance. If the grievant does not agree with the supervisor’s decision or if no answer has been received within the specified time period, the grievant shall present the grievance in writing to the Department Head or the Department Head’s designee within fifteen (15) days of the date the supervisor’s decision is rendered or should have been rendered pursuant to the specified time period.
ii. Second Level – Department Review.

The Department Head or designee shall discuss, upon request, the grievance with the grievant, the grievant’s representative, if any, and with other appropriate persons. The Department Head or designee shall render the decision and comments in writing and return them to the grievant within fifteen (15) days after receiving the formal written grievance or after the meeting with the grievant, whichever is later. If the grievant does not agree with the decision reached or if no answer has been received within the specified time period, the grievant may appeal the formal grievance to the next level of the grievance procedure. In order to do so, the grievant must submit the grievance to the Personnel Officer, along with a written request that the grievance be considered at the Third Level, within fifteen (15) days of the date the Department Head’s decision is rendered, or should have been rendered, pursuant to the specified time period.
iii. Third Level – Advisory Arbitration.

To activate advisory arbitration, the grievant must, within time period specified above, present the grievance in writing to the Personnel Officer for further processing. Failure of the grievant to take this action will constitute a waiver and bar to further processing of the grievance.

1. The scope of advisory arbitration of grievances shall be limited to discharges, demotions, or reduction in pay, or suspensions of three (3) days or more without pay. The grievant may waive the right to go to advisory arbitration and instead go directly to the Fourth Level (City Manager). All other grievances shall bypass the third level of the grievance procedures and advance to the Fourth Level.

2. The Personnel Officer and the grievant shall request a list of five arbitrators from the California State Mediation and Conciliation Service.
a. By mutual agreement of the grievant and the City, advisory arbitration may be waived. In such case, the grievance shall be reviewed by City Manager in accordance with the
procedures outlined in Level 4.

3. An arbitrator shall be selected by the following procedure:
a. The grievant and / or a representative of the grievant, along with the City’s representative, shall select the arbitrator from

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the California State Conciliation Service list by eliminating names until one name remains. The one remaining name shall be the arbitrator. All grievances reaching the arbitration level shall be numbered consecutively for the current fiscal year.

The odd-numbered grievances will give the grievant first elimination; the even-numbered grievances will give the City first elimination.
b. Once the arbitrator has been selected, hearings shall commence at the convenience of the arbitrator. The technical rules of evidence shall not apply during the arbitration hearing. c. The arbitrator shall be strictly bound by the time limits set forth in the grievance procedure and shall not entertain any
grievance in which the grievant has not adhered to such time limits.
d. Association members called as witnesses shall be scheduled to be released from duty to testify at the hearings. The parties recognize that due to the essential nature of the services performed by the member, scheduling of time for each member to testify at arbitration shall be in such a manner so that normal operations are not disrupted.
e. The jurisdiction of the arbitrator shall be confined to a determination of the facts and the interpretation of the provisions of the Memorandum of Understanding and / or the Personnel Rules and Regulations. The arbitrator will have no power to add to, subtract from, or modify the terms of any Agreement or the written policies, rules, regulations and procedures of the employer.
f. Within thirty (30) days after the conclusion of the hearing, the arbitrator shall render an advisory decision in writing to the parties (including the City Manager).
g. The arbitrator’s fees and expenses shall be paid by the City.

All other costs shall be borne by the party incurring such expenses.
iv. Fourth Level – City Manager.

If the grievance is submitted to the City Manager for review and settlement, the Personnel Officer, in non-arbitrable cases, may elect the methods he / she considers appropriate for the study of the issues and shall render a written decision to the parties within fifteen (15) days. Notwithstanding the above, upon the grievant’s request, the matter shall be submitted to mediation prior to the Personnel Officer’s determination.

1. For all cases involving advisory arbitration recommendations, the Personnel Officer shall review the entire matter within fifteen (15) days after receipt of arbitrator’s recommendations and render a decision.

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2. The City Manager may amend, modify, or revoke the recommendation of the arbitrator. This includes, but is not limited to, the City Manager’s right to reduce or increase the degree and type of discipline imposed.

In all cases, the decision of the City Manager shall be final and binding. c. General Provisions
i. The grievant is entitled to representation of their choice at any point in the grievance procedure.
ii. Failure by the grievant to meet any of the specified timelines shall constitute a withdrawal and waiver of the grievance. Failure by the City to meet any of the specified timelines shall entitle the grievant to appeal to the next level of review.
iii. Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level shall be considered as maximum, and every effort should be made to expedite the process. If the last day of the specified time period falls on the weekend or a City observed holiday, it shall be moved to the next working day. Otherwise, the time specified may be extended only by mutual written consent.
iv. Probationary employees may not grieve a rejection from probation. v. Association members shall be assured freedom from reprisal for using the grievance procedures.
vi. The Personnel Office shall act as a central repository for all grievance records. vii. Any decision or finding involving an unbudgeted expenditure must be submitted to the City Council for ratification before that decision can become final and binding.
viii. Failure on the part of an Association member or their representative to appear in any case before an arbitrator without good cause shall result in forfeiture of the case and responsibility for payment for all associated costs by the member.

Article 10 – Disciplinary Appeal Procedures
Appeal of Suspension of Eighty (80) Hours or Less or Written Reprimand The Personnel Policies and Procedures Manual shall be followed in imposing discipline on Association members.

Within fifteen (15) calendar days of the imposition of an unpaid suspension of eighty (80) hours or less, or a written reprimand, the employee may appeal the discipline to the City Manager. The member must submit the appeal in writing to the City Manager. The member’s written appeal shall include all known reasons or grounds, and the supporting facts upon which the member is basing such appeal. Failure of the member to take this action within the fifteen (15) calendar day period will constitute a waiver to appeal of the discipline.

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The City Manager or designee shall respond in writing to the employee’s written appeal within fifteen (15) calendar days following the employee's appeal — or within fifteen (15) calendar days following the Department Head’s response, if one is submitted — by sustaining, reducing or removing the unpaid suspension of eighty (80) hours or less, or written reprimand. The City Manager or designee’s decision shall be final and binding, and their decision shall be submitted to the member and the Department Head.

The Personnel Policies and Procedures Manual shall be followed in imposing discipline on Association members.

Appeal of Disciplinary Demotion, Reduction in Salary, Suspension of More Than eighty (80) Hours, or Termination of Employment
Within fifteen (15) calendar days of the imposition of a disciplinary demotion, reduction in salary, suspension of more than eighty (80) hours, or termination of employment, the employee may appeal the discipline to advisory arbitration. The member must submit the appeal in writing to the City Clerk for processing. Failure of the member to take this action within fifteen (15) calendar days will constitute a waiver and bar to appeal the discipline.

Upon receiving a timely appeal, the City Manager or designee shall obtain a list of five (5) arbitrators from the State Mediation and Conciliation Service. The parties shall take turns striking names from the list, beginning with the party who wins a coin toss, until one remains. Each party shall pay fifty percent (50%) of the cost of arbitration. The remaining named person shall be the arbitrator in the matter, and their decision shall be advisory only and submitted to the City, the employee, and the City Manager. Once the arbitrator has been selected, hearings shall commence at the convenience of the arbitrator. The technical rules of evidence shall not apply during the arbitration hearing. Each party shall pay fifty percent (50%) of the cost of arbitration.

The arbitrator shall be strictly bound by the time limits set forth in the appeal procedure and shall not entertain any appeal in which the employee has not adhered to such time limits.

Association members called as witnesses shall be scheduled to be released from duty to testify at the hearings. The parties recognize that due to the essential nature of the services performed by employees, scheduling of time for each member to testify at arbitration shall be in such a manner so that normal operations are not disrupted.

Within thirty (30) days after the conclusion of the hearing, the arbitrator shall render an advisory decision in writing to the parties. The City Manager shall review the entire matter within fifteen (15) days after receipt of the arbitrator’s recommendations and render a decision. The City Manager may amend, modify, or revoke the recommendation of the arbitrator. This includes, but is not limited to, the City Manager’s right to reduce or increase the degree and type of discipline imposed. In all cases, the City Manager’s decision shall be final and binding.

By mutual agreement of the member and the City, advisory arbitration may be waived. In such case, the City Manager may elect the methods they consider appropriate for the study of the issues and shall render a written decision to the parties within fifteen (15) days. The City Manager may amend, modify, or revoke the discipline. This includes, but is not limited to, the City Manager’s right to reduce or increase the degree and type of discipline imposed. In all cases, the City Manager’s decision shall be final and binding.

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Article 11 – Full Agreement
The City and the Association concur that this Agreement constitutes the entire contract between them governing wages, hours and conditions of employment of those Association members in the bargaining unit during the term thereof and settles all demands and issues on all matter subject to the meet and confer process.

Accordingly, both the City and the Association do hereby waive the right during the term of this Agreement to demand negotiation upon any subject matter, whether or not such subject matter has or has not been raised or discussed by either party during negotiations leading to the execution of this Agreement, except for the following provisions:
 Any item, provision, or subject that both the City and Association jointly agree to reopen for discussion.

Article 12 – Severability
It is agreed that in the event a court order renders any Article of this Agreement null and void, said ruling shall negate only the applicable Article and the balance of the Agreement shall stand as written and remain in full force and effect for the duration of its term.

Article 13 – Agreement Effective Upon Approval by Both Parties This Agreement shall be effective once approved by the Barstow City Council and upon ratification and approval by a majority of the Association member represented by the Association who are present at a meeting convened for the specific purpose of ratifying this Agreement.

Article 14 – Term of Agreement
This Agreement shall take effect on July 1, 2026, and shall remain in full force and effect until June 30, 2027.

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SECTION 2 – SALARIES AND OTHER PAY
Article 15 – General Wages
Effective July 1, 2026, the Association members shall receive a four percent (4%) base salary increase.

The City agrees to meet and confer with the Association in January 2027 to discuss the potential for an additional Cost-of-Living Adjustment (COLA). The parties acknowledge that this provision does not guarantee or obligate the City to provide an additional COLA. Any adjustment shall be subject to the City’s financial condition, mutual agreement between the parties, and approval by City Council.

D. For all members hired prior to July 1, 2010:
(1) Effective January 15, 2017, all members hired prior to July 1, 2010, shall receive a salary adjustment of six percent (6.0%) of the member’s base salary. The six percent (6%) salary adjustment shall be effective until retirement or separation from employment by the member, whichever comes first.
(a) This six percent (6.0%) benefit is not new, rather, it is included in this MOU to incorporate a previously implemented benefit that members of this bargaining unit have been receiving since January 15, 2017.

Article 16 – Performance Bonus
Performance Bonuses shall be suspended during the term of this contract.

Association members who reach the top-step of their salary range or are y-rated will be eligible annually to receive a two percent (2%) performance bonus. To qualify for the performance bonus, the member must receive a performance evaluation rating of satisfactory or better. Association members who meet that qualification will receive the two percent (2%) performance bonus. The performance bonus will be calculated by multiplying 2% by the member’s base wage rate. The performance bonus will be distributed as a one-time bonus payment subject to all applicable state and federal tax rates and will not increase the member’s base wage rate. In the event that the member’s performance evaluation is not completed within forty-five (45) days of the member’s performance evaluation date, the member’s shall automatically receive the two percent (2%) performance bonus. Each Association member can receive the performance bonus on a payday of their choosing. However, the performance bonus must be paid out by the last complete payroll period of the fiscal year in which the performance bonus was awarded.

Article 17 – Overtime
Police Sergeants are considered non-exempt Association member’s for purposes of the Fair Labor Standards Act of 1938 and its subsequent amendments (FLSA).

Police Lieutenants and Police Captains are considered exempt employees for purposes of the FLSA.

It is the policy of the City to avoid overtime work whenever possible. In cases of emergency, however, or whenever public interest or necessity requires, any member may be directed by proper authority, and in such cases, is expected to perform overtime work.

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Overtime means all authorized hours worked by non-exempt Association members in excess of their normal work period, regular work week, workday, or shift, unless otherwise established in a manner consistent with law.

All non-exempt Association members who perform authorized overtime work shall be compensated for such work at the rate of one and one-half (1½) times their regular hourly rate of pay multiplied by the number of overtime hours worked. For the purposes of calculating overtime, all hours in a paid status shall be counted as hours worked.

No overtime shall be recorded or reported for less than one quarter (1/4) hour of work. All overtime work, except for emergency conditions, must have the approval of the appropriate supervisor prior to actual performance of the work. Failure to obtain such approval in advance may be justification for disapproval of any overtime compensation and / or discipline.

Article 18 – Compensatory Time
Police Sergeants, but not other members of Association, may elect to take compensatory time in lieu of overtime pay. Compensatory time shall be administered based on the following provisions:
 Eligible Association members will accrue compensatory time at the rate of one and one-half (1½) times the actual number of hours worked for those hours worked in excess of the member’s normal work period, regular work week, workday, or shift.  Compensatory time shall be reported and recorded in one-quarter (1/4) hour increments.  Total accumulated compensatory time accrued shall not exceed one hundred sixty (160) hours. Association members who have accumulated one hundred sixty (160) hours of compensatory time shall have overtime paid in cash until their accumulated compensatory hours fall under the one hundred sixty (160) hour limit.  Association members may elect to buy down any amount of accrued compensatory time by submitting a written request to the Finance Department.

Article 19 – Stand by Compensation
Association members classified as Police Sergeants and Police Lieutenants shall be eligible to receive stand-by compensation.

Definition
Standby duty (also referred to as on-call duty) is a designated period, which consists of seven (7) consecutive days, Monday through Monday, outside an employee’s work schedule during which the employee is required to remain available to respond to work assignments.

Association members classified as Police Sergeants and Police Lieutenants shall be eligible to receive stand-by compensation.

Association members assigned to standby duty shall, for the entirety of the designated standby period:

1. Be fit for duty and able to perform assigned work;

2. Always remain reachable by telephone or other designated communication device;

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3. Respond to a phone call within fifteen (15) minutes;

4. Report to the designated work location within ninety (90) minutes if required;

5. Remain in a condition to safely and effectively perform assigned duties; and,

6. Refrain from the use of alcohol or substances that impair ability to respond.

Association members assigned to a full standby assignment shall receive compensation equivalent to twenty (20) hours of base rate standby pay.

If a member becomes unavailable to fulfill any portion of the assigned standby period due to an unforeseen emergency, illness, or other approved circumstance, the member shall notify their supervisor as soon as practicable. The Police Chief or designee may assign another qualified member to complete the remaining standby assignment. In such cases, standby compensation shall be prorated based on the portion of the standby assignment completed by each member, unless otherwise approved by the Police Chief or designee.

Standby assignments must be recorded in the City timekeeping system and approved by the member’s supervisor.

Article 20 – Longevity
Association members shall be eligible to receive longevity pay in recognition of their collective service with the City of Barstow. A member’s eligibility is based upon their total cumulative years of services with the City of Barstow. All qualifying years of service completed with the city shall be counted toward longevity eligibility, Longevity pay shall be calculated as a percentage of the member’s base salary and shall be paid for each pay period. Longevity pay shall be effective at the beginning of the first full pay period following attainment of the qualifying service milestone with the city.

Association members who have completed ten (10) years shall receive two percent (2%) longevity pay increase to their base salary.

Association members who have completed fifteen (15) years shall receive two percent (2%) increase to their base salary.

Association members who have completed twenty (20) years of service shall receive two percent (2%) increase to their base salary.

Association members who have completed twenty-five (25) years of service shall receive two percent (2%) increase to their base salary.

Association members who have completed thirty (30) years of service shall receive two percent (2%) increase to their base salary.

Longevity pay is cumulative and based on members’ collective years of service with the City.

Article 21– Special Pay

POLICE SERGEANTS AND LIEUTENANT
Police Sergeants and Police Lieutenant positions shall receive a five percent (5%) increase over their base wage rate when assigned to Administrative Sergeant, Detective Sergeant, Special Response Team (SRT) or the Crisis Negotiation Team (CNT).

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If member is assigned to two (2) separate Special Assignments, the member would be eligible for both Special Assignment Pays under the same terms and conditions outlined in this Article. Special Assignment Pay shall not exceed a total of ten percent (10%).

If any additional Special Assignment Pays are established with BPOA, and a Police Sergeant or Lieutenant is assigned to the same special team, the member would also receive that Special Assignment Pay as the BPOA member.

Article 22 – Shift Differential

POLICE SERGEANTS
Police Sergeants shall be eligible for a two and a half percent (2.5%) shift differential when assigned to work outside of the traditional hours between 7:00 AM to 5:00 PM and meet the following criteria.

Association members who are assigned to work a majority (51% or more) of their assigned shift between the hours of 5:00 PM and 7:00 AM shall be compensated for such work at the rate of two and a half percent (2.5%) of the member’s regular hourly rate of pay multiplied by the number of hours worked for the member’s entire shift.

If a Police Sergeant is assigned to patrol duty work based on a 5/8 work schedule, shift differential compensation shall be paid to the Police Sergeant. Only Police Sergeants assigned to patrol duty work shall receive shift differential pay. Shift differential compensation shall not be available to Detectives, Crime Impact Team Members, or School Resource Officers.

Shift differential compensation shall be paid based on the following schedule:
 Swing Shift: 2.5% increase over base wage rate
 Graveyard Shift: 5.0% increase over base wage rate
Article 23 – Uniform Allowance
I. All Association members shall receive a uniform allowance in the amount of $1600 per year.

Eight hundred ($800) will be issued in January of each year. The second payment of eight hundred ($800) will be issued during the last pay period of the FY. Should a member terminate employment prior to the end of the fiscal year, they shall reimburse the uniform allowance to the City on a prorated basis.

II. In addition to the above, Association members assigned to SRT and CNT will receive an additional three hundred ($300) twice per year. Three hundred ($300) will be issued in January of each year. The second payment of three hundred ($300) will be issued during the last pay period of the FY. ($600.00 annually) for uniforms unique to this assignment.

Article 24 – POST / Educational Incentive
The City agrees to provide Association members with educational incentive pay. Association members appointed to a position on a lateral basis, who possess a qualifying POST certificate recognized by the Department, shall be eligible to receive the applicable POST/Educational Incentive compensation upon hire. The members must provide satisfactory proof of the certificate, and the POST/Educational Incentive shall become effective at the start of the first full pay period

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following verification of the certificate. The POST/Educational incentive compensation is based on the following schedule:
 45 semester units or: 2.5% increase over base wage rate 68 quarterly units
 Associate of Arts / Science Degree or 5.0% increase over base wage rate POST Intermediate Certificate
 Bachelor of Arts / Science Degree or 7.5% increase over base wage rate POST Advanced Certificate
In addition to the above referenced educational incentive pay, the City will also compensate Association members who earn either a POST Regular Supervisory Certificate or POST Specialized Supervisory Certificate with an additional two and a half percent (2.5%) increase over their base wage rate. To qualify for this additional Post Supervisory incentive pay, Association members must meet the following eligibility requirements:
 Meet POST eligibility requirements for either the POST Regular Supervisory Certificate or POST Specialized Supervisory Certificate.
 Serve as a Police Sergeant. for two (2) years.

Furthermore, in addition to the above referenced educational incentive pay, and POST Supervisory incentive pay, the City will also compensate Police Lieutenants and Police Captains who earn a POST Regular Management Certificate or a POST Specialized Management Certificate with an additional two and a half percent (2.5%) increase over their base wage rate. To qualify for this additional POST Management incentive pay, Police Lieutenants and Police Captains must meet the following eligibility requirements:
 Meet POST eligibility requirement for either the POST Regular Management Certificate or the POST Specialized Management Certificate.
 Serve as a Police Lieutenant for two years.

Article 25– Court Time
Off-duty Police Sergeants, but not other members of the Association, who are subpoenaed and required to appear in court as a witness on a regularly scheduled day off, or who are placed on standby at their residence, or who are otherwise restricted in making use of nonworking hours, shall receive a minimum of four (4) hours compensation at the Association member’s overtime rate, provided that such action is the direct result of the individual’s employment as a sworn member of the Barstow Police Department. In these instances, the calculation for overtime will begin at the Association member’s actual court appearance time, except under the following scenario:

Police Sergeants, but not other members of the Association, who work a graveyard shift and are subpoenaed and required to appear in court as a witness on the same day following the end of their graveyard shift shall be compensated as follows:

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1. For Association members whose court appearance time is 8:30 a.m. or earlier, the Association member shall receive a minimum of four hours of compensation at the overtime rate provided that such action is the direct result of the individual’s employment as a sworn member of the Barstow Police Department. In this instance, the calculation for overtime will begin immediately following the end of the Association member’s scheduled graveyard shift.

2. For Association members whose court appearance time is after 8:30 a.m., the Association member shall receive a minimum of four (4) hours of compensation at the overtime rate provided that such action is the direct result of the individual’s employment as a sworn member of the Barstow Police Department. In this instance, the calculation for overtime will begin at the Association member’s actual court appearance time.

Article 26– Bilingual Services Pay
Association members hired prior to July 1, 2011, are eligible to receive a five percent (5%) increase over their base wage rate as bilingual services pay. To qualify for bilingual services pay, Association members must be proficient in the use of Spanish, sign language, or other language approved by the Personnel Officer. Association members shall be deemed proficient in Spanish, sign language, or other language approved by the Personnel Officer through a testing process established by the City.

Association members hired after July 1, 2011, will be eligible to receive $60 per month as bilingual services pay. To qualify for bilingual services pay, Association members must be proficient in the use of Spanish, sign language, or other language approved by the Personnel Officer. Association members shall be deemed proficient in Spanish, sign language, or other language approved by the Personnel Officer through a testing process established by the City.

Article 27 – Deferred Compensation Plan
The City will set-up a deferred compensation account for all Association members and contribute one percent (1%) of each member’s base wage rate into that deferred compensation account.

Article 28 – Tuition Reimbursement
Association members will be eligible for tuition reimbursement of up to $1,000 per fiscal year for coursework that is directly related to the employee’s current position with the City, as determined by the City Manager. Reimbursable expenses must be approved by the City Manager and will include items such as registration, tuition, textbooks, and parking.

If the member separates employment three (3) years following receipt of tuition reimbursement, the member will be required to reimburse the City for such funds. The member’s check may be deducted equal to the total prorated funds that the member received for the preceding three (3) year period.

Article 29 – Reclassification
During the term of this Agreement, should any Association member represented by the Association be reclassified to a position having a lower salary range, the member shall continue at their same salary and with the same merit salary increase eligibility date, provided such action does not result in a salary exceeding the maximum step of the salary range in which the new position is classified.

Should the member's current salary exceed the maximum step of the salary range in which the position is classified, the salary of such member shall be designated as “Y-rated” and shall not be

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increased through either general increase or merit increase until the maximum step of the salary range in which the position is classified exceeds the member's actual salary.

Article 30 – Severance Provision if Services are Contracted Out During the term of this Agreement, should the position of a Police Lieutenant, Police Sergeant or Police Captain be eliminated as an economic measure due to the City exercising its management right to contract for services presently performed by a member of the Association (or for other reasons), the incumbent Association members, pursuant to a written severance agreement on a form approved by the City Attorney, may agree to voluntarily resign from their employment with the City and receive one (1) month worth of severance pay for each full year of service with the City.

Such severance pay will be capped at a maximum of six (6) months’ worth of severance pay and shall constitute the sole compensation and damages for the terminated member. No severance shall be owed in the absence of a signed severance agreement. Any affected member shall also receive the cash equivalent of their accrued vacation, holiday leave, special leave, and compensatory time based upon their base wage rate at the date of termination.

Article 31 – Parity Clause
If any other City-recognized bargaining group receives an across-the-board compensation increase (meaning an increase that is equally applicable to all bargaining unit members) greater than that contracted by the Association during the term of this MOU, all members represented by the Association shall be provided with that same across-the-board compensation increase which was provided to the other represented bargaining group.

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SECTION 3 – RETIREMENT
Article 32 – Retirement Benefit
All Association members hired by the City on or before December 31, 2012. will be enrolled in the City’s retirement program through California Public Employees Retirement System (CalPERS). For those Association members hired on or before December 31, 2012, the City shall provide those Association members with the CalPERS 3% @50 retirement plan, along with the following optional benefits:
 One-year final compensation.
 Credit for unused sick leave.
 Fourth Level of 1959 survivor benefit.
 Military service credit as public service.
 Employer paid member contributions converted to pay rate during the final compensation period.
 For all Association members hired by the City prior to July 1, 2010, the member shall assume the following cost of the member portion of the retirement contribution to CalPERS on the following schedule:
- Eight percent (8%) of the member portion of the retirement contribution to CalPERS beginning with the first full pay period in July 2017  City shall assume the remaining cost of the member portion of the retirement contribution to CalPERS, as follows:
- One percent (1%) of the member portion of the retirement contribution to CalPERS beginning with the first full pay period in July 2017  For all Association members hired by the City on or after July 1, 2011, the City shall not assume any of the cost of the member portion of the retirement contribution to CalPERS.

Association members who fall into this category will be responsible for paying the full share of the member contribution rate. However, in no event shall the contribution cost exceed nine percent (9%).

For all Association members hired by the City after December 31, 2012, the following retirement benefit will be provided:
 CalPERS 2.7% @57 retirement plan.
 Three-year average compensation.
 Credit for unused sick leave.
 Fourth Level of 1959 survivor benefit.

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 Military service credit as public service.
 Furthermore, for all Association members hired by the City after December 31, 2012, those Association members will be required to pay for at least fifty percent (50%) of the total annual normal contribution cost for the pension benefit. However, in no event shall the contribution cost exceed twelve percent (12%).

Article 33 – Retirement Medical Trust
The City agrees to establish a Voluntary Retiree Medical Trust (VRMT) for eligible members covered by this bargaining unit. The purpose of the trust is to provide members with a tax-advantage to accumulate funds for qualified retiree medical expenses in accordance with applicable federal and state laws.

Participation in the trust shall be voluntary. Members may elect to participate and make contributions through mechanisms authorized by trust and applicable law. The City and Association agree to meet and confer within 90 days of contract ratification regarding the implementation, administration, and enrollment procedures necessary to establish the trust with the intent of implementing the VRMT by January 1, 2027.

Article 34 – Retiree Medical Benefit
The following describes the retiree medical insurance benefit that will be provided by the City.

I. Retiree Medical Benefits Required by PEMHCA
The City shall offer participation in a medical insurance plan. Furthermore, all retirees vested in CalPERS shall be entitled to the benefits described in the Public Employees’ Medical and Hospital Care Act (PEMHCA) resolution that is in effect. Eligibility for these benefits shall follow the rules prescribed by PEMHCA. The PEMHCA contribution, paid directly to the California Public Employees’ System (CalPERS) by the City, shall be considered part of — not in addition to — any other City benefit (i.e., Cafeteria Plan), contribution or reimbursement offered under this MOU. Furthermore, should the City discontinue providing medical coverage through CalPERS, the PEMHCA required benefits will automatically be discontinued.

I. TIER I RETIREMENT HEALTH INSURANCE PROGRAM
Those Association members who have processed a bona fide retirement from the City on or before November 5, 2012, and who currently receive a City-funded retirement health insurance benefit amount, will continue to be eligible to participate in the City-funded Tier I Retirement Health Insurance Program (Tier I). Retirees who are eligible under the Tier I program and elect to not be covered under one of the CalPERS sponsored health insurance programs shall not be eligible for any type of contribution or reimbursement from the City.

Effective January 1, 2014, the tables below demonstrate the maximum contribution amount that the City will contribute (which includes the adopted Public Employee’s Medical and Hospital Care Act (PEMHCA) minimum) toward retiree health insurance premiums for those Association members who qualify for the Tier I Program and who are enrolled in either a CalPERS Basic Plan or CalPERS Supplemental / Managed Medicare Plan.

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TIER I RETIREE MEDICAL PROGRAM

PLAN NAME
(Includes Basic Plans &
Supplement / Managed
Medicare Plans)

MAXIMUM

MONTHLY

CONTRIBUTION
PAID BY THE CITY *

MONTHLY PEMHCA

MINIMUM

CONTRIBUTION

PAID DIRECTLY TO

CALPERS

MAXIMUM

REIMBURSEMENT

AMOUNT PAID

DIRECTLY TO

RETIREE
PERS-Care (PC) PPO 90/10 Plan $514.00
To be determined
based on the updated
CalPERS PEMHCA
Minimum Employer
Rate as published by
CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the
City less the Monthly
PEMHCA Minimum
Contribution.

PERS-Choice (PCh) PPO 80/20
Plan $499.00
To be determined
based on the updated
CalPERS PEMHCA
Minimum Employer
Rate as published by
CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the
City less the Monthly
PEMHCA Minimum
Contribution.

PERS-Select PPO $454.10
To be determined
based on the updated
CalPERS PEMHCA
Minimum Employer
Rate as published by
CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the
City less the Monthly
PEMHCA Minimum
Contribution.

PORAC PPO $429.27
To be determined
based on the updated
CalPERS PEMHCA
Minimum Employer
Rate as published by
CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the
City less the Monthly
PEMHCA Minimum
Contribution.

Blue Shield HMO $409.00
To be determined
based on the updated
CalPERS PEMHCA
Minimum Employer
Rate as published by
CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the
City less the Monthly
PEMHCA Minimum
Contribution.

Blue Shield Net Value HMO $419.52
To be determined
based on the updated
CalPERS PEMHCA
Minimum Employer
Rate as published by
CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the
City less the Monthly
PEMHCA Minimum
Contribution.

Kaiser HMO $428.57
To be determined
based on the updated
CalPERS PEMHCA
Minimum Employer
Rate as published by
CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the
City less the Monthly
PEMHCA Minimum
Contribution.

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Anthem Select HMO $394.96
To be determined
based on the updated
CalPERS PEMHCA
Minimum Employer
Rate as published by
CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the
City less the Monthly
PEMHCA Minimum
Contribution.

Anthem Traditional HMO $456.30
To be determined
based on the updated
CalPERS PEMHCA
Minimum Employer
Rate as published by
CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the
City less the Monthly
PEMHCA Minimum
Contribution.

Health Net Smart Care $450.45
To be determined
based on the updated
CalPERS PEMHCA
Minimum Employer
Rate as published by
CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the
City less the Monthly
PEMHCA Minimum
Contribution.

TIER I RETIREE MEDICAL PROGRAM (CONTINUED)

PLAN NAME
(Includes Basic Plans &
Supplement / Managed
Medicare Plans)

MAXIMUM

MONTHLY

CONTRIBUTION
PAID BY THE CITY *

MONTHLY PEMHCA

MINIMUM

CONTRIBUTION

PAID DIRECTLY TO

CALPERS

MAXIMUM

REIMBURSEMENT

AMOUNT PAID

DIRECTLY TO

RETIREE
Health Net Salud y Más $353.12
To be determined
based on the updated
CalPERS PEMHCA
Minimum Employer
Rate as published by
CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the
City less the Monthly
PEMHCA Minimum
Contribution.

United Health Care $404.84
To be determined
based on the updated
CalPERS PEMHCA
Minimum Employer
Rate as published by
CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the
City less the Monthly
PEMHCA Minimum
Contribution.
*The maximum monthly contribution paid by the City shall be the based upon the plan each retiree is enrolled in.

Should the monthly insurance premium of the selected plan be less than the maximum monthly contribution (as shown in the preceding table), the maximum monthly contribution that will be paid by the City will be the lesser of the two amounts. Furthermore, should future health insurance plans be added to the list of available plans, the maximum monthly City contribution amount towards those plans will be 83% of the monthly premium of the Basic Plan Employee Only coverage calculated in the plan’s inaugural year, or the actual premium amount, whichever is the lesser of the two amounts.

For Tier I eligible Association members, reimbursement amounts will be determined based on the records available from CalPERS to verify retiree enrollment in health insurance and to ascertain the amount the City owes each retiree. Should the City be unable to obtain sufficient information from CalPERS to determine the enrollment

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38650819.1
and premium amounts, it may require retirees to provide appropriate proof of enrollment and premium payments.

For Tier I eligible Association members, commencing January 1, 2014, any reimbursement paid directly to the retiree will occur on the 1st of each month or the business day prior should the 1st of the month fall on a weekend or holiday. It will be the retiree’s responsibility to fund any premium costs in excess of the maximum contribution amount provided by the City:

II. TIER II RETIREMENT HEALTH INSURANCE PROGRAM
Any association member employed by the City on or before December 31, 2012 will be eligible to participate in the City-funded Tier II Retirement Health Insurance Program (Tier II), provided that the following provisions are met:

1. Completion of at least 10 years of employment with the City (whether or not the years of employment were in consecutive order).

2. Process a bona fide retirement from the City.

3. Be at least of retirement age for the member’s pension plan.

Effective January 1, 2014, the tables below demonstrates the maximum contribution amount that the City will contribute (which includes the adopted Public Employee’s Medical and Hospital Care Act (PEMHCA) minimum) to those Association members who meet the above listed Tier II eligibility requirements.

TIER II RETIREE MEDICAL PROGRAM

ELIGIBILITY STATUS

MAXIMUM

MONTHLY

CONTRIBUTION
PAID BY THE CITY *

MONTHLY PEMHCA

MINIMUM

CONTRIBUTION

PAID DIRECTLY TO

CALPERS

MAXIMUM

REIMBURSEMENT

AMOUNT PAID

DIRECTLY TO

RETIREE
Prior to eligibility for
Supplemental / Managed
Medicare Health Insurance
$600.00
To be determined
based on the updated
CalPERS PEMHCA
Minimum Employer
Rate as published by
CalPERS.

Difference between
the Monthly Maximum
Contribution Paid by
the City less the
Monthly PEMHCA
Minimum Contribution.

After eligibility for Supplemental /
Managed Medicare Health
Insurance
$550.00
To be determined
based on the updated
CalPERS PEMHCA
Minimum Employer
Rate as published by
CalPERS.

Difference between
the Monthly Maximum
Contribution Paid by
the City less the
Monthly PEMHCA
Minimum Contribution.
* Should the monthly premium of the selected insurance program cost less than the maximum monthly contribution (as shown in the preceding table), the maximum monthly contribution paid by the City will be the lesser of the two amounts.

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For Tier II eligible Association members, reimbursement amounts will be based on the records available from CalPERS to verify retiree enrollment in health insurance and to ascertain the amount it owes to each retiree. Should the City be unable to obtain sufficient information from CalPERS to determine the enrollment and premium amounts, it may require retirees to provide appropriate proof of enrollment and premium payments.

Retirees who are eligible under the Tier II program and elect to not be covered under one of the CalPERS sponsored health insurance programs shall not be eligible for any type of contribution or reimbursement from the City.

For Tier II eligible Association members, commencing January 1, 2014, any reimbursement paid directly to the retiree will occur on the 1st of each month or the business day prior should the 1st of the month fall on a weekend or holiday. It will be the retiree’s responsibility to fund any premium costs in excess of the maximum contribution amount provided by the City.

III. TIER III RETIREMENT HEALTH INSURANCE PROGRAM
Any Association member employed by the City on or after January 1, 2013 will be eligible to participate in the City-funded Tier III Retirement Health Insurance Program (Tier III), provided that the following provisions are met:

1. Completion of at least ten years (10) of employment with the City (whether or not the years of employment were in consecutive order).

2. Process a bona fide retirement from the City.

3. Be at least of retirement age for the member’s pension plan.

Effective January 1, 2014, the table below demonstrates the maximum contribution amount that the City will contribute (which includes the adopted Public Employee’s Medical and Hospital Care Act (PEMHCA) minimum) to those Association members who meet the above listed Tier III eligibility requirements.

TIER III RETIREE MEDICAL PROGRAM

ELIGIBILITY STATUS

MAXIMUM

MONTHLY

CONTRIBUTION
PAID BY THE CITY *

MONTHLY PEMHCA

MINIMUM

CONTRIBUTION

PAID DIRECTLY TO

CALPERS

MAXIMUM

REIMBURSEMENT

AMOUNT PAID

DIRECTLY TO

RETIREE
Prior to eligibility for
Supplemental / Managed
Medicare Health Insurance
$300.00
To be determined
based on the updated
CalPERS PEMHCA
Minimum Employer
Rate as published by
CalPERS.

Difference between
the Monthly Maximum
Contribution Paid by
the City less the
Monthly PEMHCA
Minimum Contribution.

After eligibility for Supplemental /
Managed Medicare Health
Insurance
$0.00
To be determined
based on the updated
CalPERS PEMHCA
Minimum Employer
$0.00

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Rate as published by
CalPERS.
* Should the monthly premium of the selected insurance program cost less than the maximum monthly contribution (as shown in the preceding table), the maximum monthly contribution paid by the City will be the lesser of the two amounts.

For Tier III eligible Association members, reimbursement amounts will be based on the records available from CalPERS to verify retiree enrollment in health insurance and to ascertain the amount it owes to each retiree. Should the City be unable to obtain sufficient information from CalPERS to determine the enrollment and premium amounts, it may require retirees to provide appropriate proof of enrollment and premium payments.

Retirees who are eligible under the Tier III program and elect to not be covered under one of the CalPERS sponsored health insurance programs shall not be eligible for any type of contribution or reimbursement from the City.

For Tier III eligible Association members, commencing January 1, 2014, any reimbursement paid directly to the retiree will occur on the 1st of each month or the business day prior should the 1st of the month fall on a weekend or holiday. It will be the retiree’s responsibility to fund any premium costs in excess of the maximum contribution amount provided by the City:

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SECTION 4 – TIME-OFF PROVISIONS
Article 35 – Holidays
During the term of this agreement, the City will create a Holiday Leave Bank for each Association member. On July 1st of each year, every member’s Holiday Leave Bank will be credited with seventeen (17) of holiday leave time. The seventeen (17) days will be provided in recognition of the seventeen (17) paid holidays that the City recognizes annually, with each of those holidays being observed at the members assigned work schedule. Any time not taken by the member at the end of each fiscal year, with the exception of the Winter Holiday Hours, will be paid out in cash during the last complete payroll period of June. The seventeen (17) holidays recognized by the City are as follows:

Holiday Day
New Year’s Day January 1st
Martin Luther King Day 3rd Monday in January
Washington’s Birthday 3rd Monday in February
Memorial Day Last Monday in May
Juneteenth June 19th
Independence Day July 4th
Labor Day 1st Monday in September
Veteran’s Day As noted in the Government Code
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving Day after Thanksgiving
Christmas Eve December 24th
Christmas Day December 25th
New Year’s Eve Day December 31st
Floating Holiday As approved / scheduled
Winter Holiday (2)_ As approved/scheduled
Employee’s Birthday As approved / scheduled
Each member will receive two (2) Winter Holiday days each fiscal year. In the event the Winter Holiday hours cannot be taken as time off, the member may bank the hours not used. The Winter Holiday bank shall not exceed a total of eight (8) days. Any hours above the eight (8) days will be forfeited. Winter holiday will have no cash value.

Association members shall also have the option of cashing out fifty percent (50%) of the unused time in their Holiday Leave Bank, (with the exception of the Winter Holiday Hours) during the first payroll period with a pay date in January. Any unused / undistributed holiday hours remaining as of June 30th of each year shall be distributed to the member in cash on the first pay period of the fiscal year.

Article 36 – Vacation
During the term of this Agreement, Association members shall accrue vacation leave according to the following schedule:

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Years of Service
Hours
Accrued Per
Pay Period
Number of
Pay
Periods
Hours
Accrued Per
Year
1 through 4 4.70 26 122.2
5 through 9 5.30 26 137.8
10 through 14 6.20 26 161.2
15 through 19 6.80 26 176.8
20+ 8.00 26 208
The maximum number of vacation hours that can be accumulated and maintained in any individual member's vacation account shall be two (2) years’ worth of accrual.

Once an Association member has accrued two (2) years’ worth of vacation hours in their account, that member will be allowed to accrue a third (3rd) years’ worth of vacation hours for use during the fiscal year. Any unused vacation hours accrued during the third (3rd) year as of June 30th shall be distributed to the member in cash during the last complete payroll period of the fiscal year.

For members of the Association, each individual member shall also have the option of cashing out up to 50% of earned and accumulated vacation hours during the first payroll period with a pay date in January. In addition, each individual member shall have the option of cashing out up to fifty percent (50%) of earned and accumulated vacation hours during the last complete payroll period of the fiscal year.

Article 37 – Sick Leave
Association members shall accrue sick leave at the rate of four (4.0) hours per pay period. There shall be no accrual limit for sick leave.

Upon bona fide retirement from the City through CalPERS, members may receive payment of accrued sick leave, up to a maximum of 600 hours. Payment shall be made at member's rate of pay at the time of retirement. In addition, the City will offer members the option of converting up to one year’s worth of unused sick leave (2,080 hours) for credit as service time for retirement purposes based on the program details as defined by CalPERS.

In addition, for those members who became a member of the Association prior to July 1, 2003, ten percent (10%) of accrued sick leave shall be vested for each full year of service. Upon completion of ten (10) full years of service, eligible members shall own 100% of their sick leave. Upon the termination and / or retirement of any such Association member, the City shall pay the member an amount equivalent to the vested accrued sick leave at their final rate of pay.

Outside of the provisions listed above, the City shall not provide any other type of annual payout for accrued sick leave. In addition, outside of the provisions listed above, the City shall not provide any other form of compensation for accrued sick leave to a member who is separating employment with the City.

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Article 38 – Special Leave
Effective July 1 of each year, all Association members except the Police Captain and Police Lieutenant, shall be granted one hundred and twenty (120) hours of special leave, which may be used at any time during the fiscal year.

Ninety (90) hours of the special leave have a cash value. On the last complete payroll period of each fiscal year, members shall be paid in cash for special leave days above thirty (30) hours granted but not taken during the fiscal year. In no instance shall any management leave days not taken in one fiscal year be carried over to the next fiscal year. During the term of this Agreement, if any Association member terminates employment, said member shall be entitled to receive a pro-rated payment.

Police Captain / Police Lieutenant
Effective July 1, 2026, Police Captain and the Police Lieutenant positions shall be granted one hundred and thirty hours of special leave (130). One hundred hours (100) of special leave will have cash value. On the last complete payroll period of each fiscal year, members shall be paid in cash for special leave days above thirty (30) hours granted but not taken during the fiscal year. In no instance shall any special leave hours not taken in one fiscal year be carried over to the next fiscal year. During the term of this Agreement, if any Association member terminates employment, said member shall be entitled to receive a pro-rated payment of special leave hours, Article 39– Bereavement Leave
In the event of the death of a member of an Association member’s immediate family (defined as a spouse, parent, stepparent, sibling, children, stepchildren, grandparent, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, grandchild, domestic partner, child of a domestic partner or anyone who can be certified as having raised the member as a child), Association members will be entitled to five (5) paid days for bereavement leave, per bereavement occurrence.

Association members may also take time off for bereavement situations for non-immediate family members by utilizing accrued sick leave or vacation leave for such circumstance with the approval of the member’s immediate supervisor.

Article 40 – Jury Leave
An Association member who is required to serve on a jury shall be entitled to regular compensation provided the member deposits fees for jury service with the Finance Department.

A member serving more than five (5) hours of jury service in one day shall not be required to report for a regularly scheduled swing or graveyard shift assignment on the same day, provided the member notifies the immediate supervisor of the absence and the reason for that absence. In such cases, the member shall be deemed to have completed the member's regularly scheduled shift assignment. Association members are required to deliver to the City's payroll department a “Jury Duty Certification” form at the conclusion of jury service, verifying the member's jury service.

Article 41– Military Leave
Military Leave will be granted in accordance with the requirements of applicable state and federal law.

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SECTION 5 – INSURANCE
Article 42 – Cafeteria Plan
Those Association members who elect to receive medical coverage through the City will receive $1,000 per month which may be used to enroll in any of the offered medical, dental, and vision plans.

Any unused remainder may be taken as cash, put in the member’s deferred compensation account, or be used towards any additional City sponsored insurance programs.

Effective January 1, 2027, those Association members who elect to receive medical coverage through the City will receive a monthly allowance based on the medical coverage selected, which may be used to enroll in any of the offered medical, dental, and vision plans. Any unused remainder may be taken as cash, put in the members’ deferred compensation account, or be used towards any additional City sponsored insurance programs.

Those Association members hired prior to July 21, 2025, who can provide proof of medical insurance coverage through an alternative source shall be eligible to receive $750 per month which can be taken as cash, put in the member’s deferred compensation account, or be used towards any additional City sponsored insurance programs.

Association members hired July 1, 2025, or later, who can provide proof of medical insurance coverage through an alternative source shall be eligible to receive $2000 annually (approx. $76.92 per pay period) which can be taken as cash, put in the member’s deferred compensation account, or be used towards any additional City sponsored insurance programs.

Article 43– Medical Insurance
The City shall offer participation in a medical insurance plan. Furthermore, all Association members shall be entitled to the benefits described in the Public Employees’ Medical and Hospital Care Act (PEMHCA) resolution that is in effect. Eligibility for these benefits shall follow the rules prescribed by PEMHCA. The PEMHCA contribution, paid directly to the California Public Employee’s System (CalPERS) by the City, shall be considered part of – not in addition to – any other City benefit (i.e.

Cafeteria Plan), contribution or reimbursement offered under this MOU.

Article 44 – Dental Insurance
The City shall offer participation in a dental insurance plan.

Article 45 – Vision Insurance
The City shall offer participation in a vision insurance plan.

Article 46 – Life Insurance
The City shall provide each Association member with a life insurance policy of $100,000.

Employee only $1,200 per month
Employee plus one dependent $1600 per month
Employee plus family $2000 per month

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Article 47 – State Disability Insurance
During the term of this Agreement, the City shall assume the actual cost of State Disability Insurance (SDI) monthly premiums for Association members.

Article 48 – Long Term Disability
The City shall provide a long term disability program for Association members which include the following minimum benefit levels:
 60% of base pay
 Maximum benefit up to $6,000 per month
Article 49– Medicare Participation
During the term of this Agreement, should Federal Law require participation in Medicare or any similar program, the City agrees to assume the actual cost of such program(s) for Association members only.

BARSTOW POLICE DEPARTMENT

MANAGEMENT ASSOCIATION
BY:
________________________________

PRESIDENT
DATE:
_______________________________
BY:
________________________________

ASSOCIATION REPRESENTATIVE

APPROVED BY CITY COUNCIL
DATE:
________________________________

CITY OF BARSTOW
BY:
________________________________

ROCHELLE CLAYTON

CITY MANAGER
DATE:
________________________________

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MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF BARSTOW
AND

THE BARSTOW POLICE DEPARTMENT MANAGEMENT ASSOCIATION
UNIT 8
JULY 1, 20252026– JUNE 30, 20262027

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Table of Contents
SECTION 1 - GENERAL PROVISIONS 4
ARTICLE 1 – PREAMBLE 4
ARTICLE 2 - RECOGNITION AND SCOPE OF REPRESENTATION 4
ARTICLE 3 – MANAGEMENT RIGHTS 4
ARTICLE 4 - UNION ACTIVITIES 5
ARTICLE 5 – RULES GOVERNING REDUCTIONS 6
ARTICLE 6 – CONDITIONS OF EMPLOYMENT 7
ARTICLE 7- HOURS OF WORK
ARTICLE 8 - PUBLIC SAFETY OFFICERS PROCEDURAL BILL OF RIGHTS 7 ARTICLE 9 - GRIEVANCE PROCEDURES 7
ARTICLE 10 –FULL AGREEMENT 7
ARTICLE 11 - SEVERALBILITY 7
ARTICLE 12 - BULLETIN BOARDS 7
ARTICLE 13 – TERM OF AGREEMENT 7
ARTICLE 14 - HOURS OF WORK 8
ARTICLE 15 - SENIORITY REGARDING FORCE REDUCTION PROCEDURES 8 ARTICLE 16 - EMPLOYEE DISCIPLINE 9
ARTICLE 17 - APPEAL TO THE CITY COUNCIL 9
ARTICLE 18 - GRIEVANCE PROCEDURES 10
ARTICLE 19 - FULL AGREEMENT 13
ARTICLE 20 - NON-DISCRIMINATION 14
ARTICLE 21 – SEVERABILITY 14
ARTICLE 22 - AGREEMENT EFFECTIVE UPON APPROVAL BY BOTH PARTIES 14 ARTICLE 23 - TERM OF AGREEMENT 14
SECTION 2 - SALARIES AND OTHER PAY 14
ARTICLE 24 – WAGES 14
ARTICLE 25 - PERFORMANCE BONUS 15
ARTICLE 26 – OVERTIME 15
ARTICLE 27 - COMPENSATORY TIME 16
ARTICLE 28 - UNIFORMS, SAFETY BOOTS, AND SAFETY EQUIPMENT 16 ARTICLE 29 - HIGHER CLASSIFICATION PAY 18
ARTICLE 30 - DIFFERENTIAL PAY 18
ARTICLE 31 - STANDBY PAY 17
ARTICLE 32 - CALL-BACK PAY 18
ARTICLE 33 - INDUSTRIAL INJURY SUPPLEMENTAL PAY 19
ARTICLE 34 - BILINGUAL SERVICES PAY 19
ARTICLE 35 - TUITION REIMBURSEMENT 19
ARTICLE 36 – RECLASSIFICATION 20
SECTION 3 –RETIREMENT 20
ARTICLE 37 - RETIREMENT BENEFIT 20
ARTICLE 38 - RETIREE MEDICAL BENEFIT 21
SECTION 4 - TIME-OFF PROVISIONS 24
ARTICLE 39 – HOLIDAYS 24
ARTICLE 40 – VACATION 25
ARTICLE 41 - SICK LEAVE 26
ARTICLE 42 - BEREAVEMENT LEAVE 26

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ARTICLE 43 - JURY LEAVE 26
ARTICLE 44 - MILITARY LEAVE 26
SECTION 5 - INSURANCE 27
ARTICLE 45 - CAFETERIA PLAN 27
ARTICLE 46 - MEDICAL INSURANCE 27
ARTICLE 47 - DENTAL INSURANCE 27
ARTICLE 48 - VISION INSURANCE 27
ARTICLE 49 -LIFE INSURANCE 27
ARTICLE 50 - STATE DISABILITY INSURANCE 27
ARTICLE 51 -LONG TERM DISABILITY 27

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BARSTOW POLICE DEPARTMENT MANAGEMENT ASSOCIATION
UNIT 8

MEMORANDUM OF UNDERSTANDING
SECTION 1 – GENERAL PROVISIONS
ARTICLE 1 – PREAMBLE
This Memorandum of Understanding (Agreement) is made and entered into by and between the City of Barstow (City) and the Barstow Police Department Management Association (Association), pursuant to the Meyers-Milias-Brown Act of the State of California, the Barstow Municipal Code, and the Personnel Policies and Procedures of the City of Barstow.

It is the intent and purpose of this Agreement to set forth the understanding reached between the Association and the City as a result of meeting and conferring in good faith regarding, but not limited to, matters relating to the wages, hours, and terms and conditions of employment between Association member represented by the Association and representatives of the City. The parties affirm their mutual commitment to the goals of respecting and valuing people, effective and efficient public service, sound and responsible management, and amicable employer-employee relations.

ARTICLE 2 – RECOGNITION AND SCOPE OF REPRESENTATION
During the term of this Agreement, the City recognizes that the following positions shall be represented by the Association:
▪ Police Captain
▪ Police Lieutenant
▪ Police Sergeant
The Association's scope of representation shall include all matters pertaining to wages, hours, and other terms and conditions of employment.

ARTICLE 3 – MANAGEMENT RIGHTS
During the term of this Agreement, the Association recognizes that the City has and will continue to retain (whether exercised or not) the exclusive right to operate, administer, and manage its municipal services and work force performing those services in all respects subject to this agreement. The City Manager has (and will continue to retain) exclusive decision-making authority on matters not officially and expressly modified by specific provisions of this Agreement. Said decision-making shall not (in any way directly or indirectly) be subject to the City's grievance procedure.

The exclusive rights of the City shall include, but are not limited to: determine the organization of City government and the purpose / mission of its constituent divisions / departments; set standards of service to be offered to the public and to exercise control and discretion over its organization and operations; establish and effect administrative regulations and employment rules / regulations consistent with law; direct its employees; take disciplinary action for just cause; relieve its employees from duty because of lack of work or for other legitimate reasons; determine the procedures and standards of selection for employment and promotion; determine the content of job classifications; determine the methods, means, and personnel by which the City's services are to be provided;

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maintain the efficiency of governmental operations; and to otherwise act in the interest of efficient service to the community. The inclusion of such rights in a list of City rights, and the right of the City to act on such rights shall not be subject to grievance. However, such rights shall not abridge the right of an Association member to file grievance on the implementation of said rights.

ARTICLE 4 – ADMINISTRATIVE AUTHORITY
During the term of this Agreement, the City Council shall deal with the administrative services of the City only through the City Manager, except for the purpose of inquiry. Neither the City Council, nor any members thereof, shall be allowed to give orders to any subordinates of the City Manager.

ARTICLE 5 – RULES GOVERNING REDUCTIONS
During the term of this Agreement, no Association member represented by the Association shall suffer a reduction in wages, hours, or other terms and conditions of employment, unless such reduction is proportional to that generally suffered by the other employees of the City as part of a general cost reduction program. However, this Article shall not apply to disciplinary actions or reclassifications taken pursuant to the Barstow Municipal Code and the Personnel Rules and Regulations of the City.

ARTICLE 6 – CONDITIONS OF EMPLOYMENT
Except as otherwise noted herein, the terms and conditions of employment for members of the Association shall be those prescribed in the existing Personnel Rules and Regulations manual of the City unless otherwise agreed to by the Association.

ARTICLE 7 – HOURS OF WORK
The average regular work week for full-time FLSA Non ExemptNon-Exempt Association members shall be forty (40) hours. For all Association members with an average regular work week of forty (40) hours, the monthly rate shall be the hourly rate timesrate, 2,0802,080, divided by 12.

In certain instances, alternatives to the traditional work schedule for the convenience of the Association member may be appropriate. Such schedules may be installed under the following guidelines:

1. The City or the Association member may initiate a request regarding such alternate work schedules.

2. Alternate work schedules shall not reduce service to the public.

3. Such schedules may be revoked by either party upon notice to the other party.

4. Such schedules may continue by mutual agreement of both parties.

5. Association members who perform authorized work in excess of the defined alternate work dayworkday or work week and who are otherwise eligible for overtime pay shall be compensated for such work at the rate of one and one half (1 ½) times their regular hourly rate of pay.

6. Association members may be assigned to or from an alternate work schedule only effective at the beginning of a biweekly pay period approved by the Chief of Police or designee.

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ARTICLE 8 – PUBLIC SAFETY OFFICERS PROCEDURAL BILL OF RIGHTS The City shall comply with the Public Safety Officers Procedural Bill of Rights as set forth in California Government Code Section 3300.

ARTICLE 9 – GRIEVANCE PROCEDURES
The following guidelines govern the City’s grievance procedures.

1. Definition.

A grievance is ana written allegation by an Association member claiming violation of a specific express provision of this Agreement, the City’s Personnel Rules and Regulations, or written City policy, unless another specific method of review is provided (e.g., discipline or discrimination).

2. Procedure.
a. Informal Grievance Procedure
The grievant and the City’s representative shall make every effort to resolve the grievance at the lowest level of supervision. Thus, the grievant shall attempt to discuss the grievance with the immediate supervisor before resorting to the Formal Grievance Procedure, below. However, if the grievant is unable to resolve the grievance informally before the time period for filing a Formal Grievance expires (15 days from the date the grievance allegedly occurred), the grievant may proceed to the Formal Grievance Procedure in accordance with the time limits therein. b. Formal Grievance Procedure
i. First Level of Review.

The grievant shall present the formal grievance in writing either to their supervisor or to the immediate supervisor of the Association member who is the subject of the grievance being filed. The formal written grievance must be presented within fifteen (15) days from the alleged occurrence of the violation.

The written grievance shall contain the following information:

1. Name of grievant and job title;

2. Department / Division;

3. Clear and concise statement of the nature of the grievance including the circumstances and dates involved;

4. The specific provision(s) of this Agreement, the City’s Personnel Rules, or City policy alleged to have been violated;

5. Requested remedy;

6. Name of the grievant’s representative, if any;

7. Date and signature of the grievant.

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The supervisor shall render a decision and comments in writing and return them to the grievant within fifteen (15) days after receiving the written grievance. If the grievant does not agree with the supervisor’s decision or if no answer has been received within the specified time period, the grievant shall present the grievance in writing to the Department Head or the Department Head’s designee within fifteen (15) days of the date the supervisor’s decision is rendered or should have been rendered pursuant to the specified time period.
ii. Second Level – Department Review.

The Department Head or designee shall discuss, upon request, the grievance with the grievant, the grievant’s representative, if any, and with other appropriate persons. The Department Head or designee shall render the decision and comments in writing and return them to the grievant within fifteen (15) days after receiving the formal written grievance or after the meeting with the grievant, whichever is later. If the grievant does not agree with the decision reached or if no answer has been received within the specified time period, the grievant may appeal the formal grievance to the next level of the grievance procedure. In order to do so, the grievant must submit the grievance to the Personnel Officer, along with a written request that the grievance be considered at the Third Level, within fifteen (15) days of the date the Department Head’s decision is rendered, or should have been rendered, pursuant to the specified time period.
iii. Third Level – Advisory Arbitration.

To activate advisory arbitration, the grievant must, within time period specified above, present the grievance in writing to the Personnel Officer for further processing. Failure of the grievant to take this action will constitute a waiver and bar to further processing of the grievance.

1. The scope of advisory arbitration of grievances shall be limited to discharges, demotions, or reduction in pay, or suspensions of three (3) days or more without pay. The grievant may waive the right to go to advisory arbitration and instead go directly to the Fourth Level (City Manager). All other grievances shall bypass the third level of the grievance procedures and advance to the Fourth Level.

2. The Personnel Officer and the grievant shall request a list of five arbitrators from the California State Mediation and Conciliation Service.
a. By mutual agreement of the grievant and the City, advisory arbitration may be waived. In such case, the grievance shall be reviewed by City Manager in accordance with the
procedures outlined in Level 4.

3. An arbitrator shall be selected by the following procedure:
a. The grievant and / or a representative of the grievant, along with the City’s representative, shall select the arbitrator from the California State Conciliation Service list by eliminating names until one name remains. The one remaining name shall be the arbitrator. All grievances reaching the arbitration level

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shall be numbered consecutively for the current fiscal year.

The odd-numbered grievances will give the grievant first elimination; the even-numbered grievances will give the City first elimination.
b. Once the arbitrator has been selected, hearings shall commence at the convenience of the arbitrator. The technical rules of evidence shall not apply during the arbitration hearing. c. The arbitrator shall be strictly bound by the time limits set forth in the grievance procedure and shall not entertain any
grievance in which the grievant has not adhered to such time limits.
d. Association members called as witnesses shall be scheduled to be released from duty to testify at the hearings. The parties recognize that due to the essential nature of the services performed by the member, scheduling of time for each member to testify at arbitration shall be in such a manner so that normal operations are not disrupted.
e. The jurisdiction of the arbitrator shall be confined to a determination of the facts and the interpretation of the provisions of the Memorandum of Understanding and / or the Personnel Rules and Regulations. The arbitrator will have no power to add to, subtract from, or modify the terms of any Agreement or the written policies, rules, regulations and procedures of the employer.
f. Within thirty (30) days after the conclusion of the hearing, the arbitrator shall render an advisory decision in writing to the parties (including the City Manager).
g. The arbitrator’s fees and expenses shall be paid by the City.

All other costs shall be borne by the party incurring such expenses.
iv. Fourth Level – City Manager.

If the grievance is submitted to the City Manager for review and settlement, the Personnel Officer, in non-arbitrable cases, may elect the methods he / she considers appropriate for the study of the issues and shall render a written decision to the parties within fifteen (15) days. Notwithstanding the above, upon the grievant’s request, the matter shall be submitted to mediation prior to the Personnel Officer’s determination.

1. For all cases involving advisory arbitration recommendations, the Personnel Officer shall review the entire matter within fifteen (15) days after receipt of arbitrator’s recommendations and render a decision.

2. The City Manager may amend, modify, or revoke the recommendation of the arbitrator. This includes, but is not limited to, the City Manager’s right to reduce or increase the degree and type of discipline imposed.

In all cases, the decision of the City Manager shall be final and binding.

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c. General Provisions
i. The grievant is entitled to representation of their choice at any point in the grievance procedure.
ii. Failure by the grievant to meet any of the specified time linestimelines shall constitute a withdrawal and waiver of the grievance. Failure by the City to meet any of the specified time linestimelines shall entitle the grievant to appeal to the next level of review.
iii. Since it is important that grievances be processed as rapidly as possible, the number of days indicated at each level shall be considered as maximum, and every effort should be made to expedite the process. If the last day of the specified time period falls on the weekend or a City observed holiday, it shall be moved to the next working day. Otherwise, the time specified may be extended only by mutual written consent.
iv. Probationary employees may not grieve a rejection from probation. v. Association members shall be assured freedom from reprisal for using the grievance procedures.
vi. The Personnel Office shall act as a central repository for all grievance records. vii. Any decision or finding involving an unbudgeted expenditure must be submitted to the City Council for ratification before that decision can become final and binding.
viii. Failure on the part of an Association member or their representative to appear in any case before an arbitrator without good cause shall result in forfeiture of the case and responsibility for payment for all associated costs by the member.

ARTICLE 10 – DISCIPLINARY APPEAL PROCEDURES
Appeal of Suspension of Eighty (80) Hours or Less or Written Reprimand The Personnel Policies and Procedures Manual shall be followed in imposing discipline on Association members.

Within fifteen (15) calendar days of the imposition of an unpaid suspension of eighty (80) hours or less, or a written reprimand, the employee may appeal the discipline to the City Manager. The member must submit the appeal in writing to the City Manager. The member’s written appeal shall include all known reasons or grounds, and the supporting facts upon which the member is basing such appeal. Failure of the member to take this action within the fifteen (15) calendar day period will constitute a waiver to appeal of the discipline.

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The City Manager or designee shall respond in writing to the employee’s written appeal within fifteen (15) calendar days following the employee's appeal — or within fifteen (15) calendar days following the Department Head’s response, if one is submitted — by sustaining, reducing or removing the unpaid suspension of eighty (80) hours or less, or written reprimand. The City Manager or designee’s decision shall be final and binding, and their decision shall be submitted to the member and the Department Head.

The Personnel Policies and Procedures Manual shall be followed in imposing discipline on Association members.

Appeal of Disciplinary Demotion, Reduction in Salary, Suspension of More Than eighty (80) Hours, or Termination of Employment
Within fifteen (15) calendar days of the imposition of a disciplinary demotion, reduction in salary, suspension of more than eighty (80) hours, or termination of employment, the employee may appeal the discipline to advisory arbitration. The member must submit the appeal in writing to the City Clerk for processing. Failure of the member to take this action within fifteen (15) calendar days will constitute a waiver and bar to appeal the discipline.

Upon receiving a timely appeal, the City Manager or designee shall obtain a list of five (5) arbitrators from the State Mediation and Conciliation Service. The parties shall take turns striking names from the list, beginning with the party who wins a coin toss, until one remains.

Each party shall pay fifty percent (50%) of the cost of arbitration. The remaining named person shall be the arbitrator in the matter, and their decision shall be advisory only and submitted to the City, the employee, and the City Manager. Once the arbitrator has been selected, hearings shall commence at the convenience of the arbitrator. The technical rules of evidence shall not apply during the arbitration hearing. Each party shall pay fifty percent (50%) of the cost of arbitration.

The arbitrator shall be strictly bound by the time limits set forth in the appeal procedure and shall not entertain any appeal in which the employee has not adhered to such time limits.

Association members called as witnesses shall be scheduled to be released from duty to testify at the hearings. The parties recognize that due to the essential nature of the services performed by employees, scheduling of time for each member to testify at arbitration shall be in such a manner so that normal operations are not disrupted.

Within thirty (30) days after the conclusion of the hearing, the arbitrator shall render an advisory decision in writing to the parties. The City Manager shall review the entire matter within fifteen (15) days after receipt of the arbitrator’s recommendations and render a decision. The City Manager may amend, modify, or revoke the recommendation of the arbitrator. This includes, but is not limited to, the City Manager’s right to reduce or increase the degree and type of discipline imposed. In all cases, the City Manager’s decision shall be final and binding.

By mutual agreement of the member and the City, advisory arbitration may be waived. In such case, the City Manager may elect the methods they consider appropriate for the study of the issues and shall render a written decision to the parties within fifteen (15) days. The

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City Manager may amend, modify, or revoke the discipline. This includes, but is not limited to, the City Manager’s right to reduce or increase the degree and type of discipline imposed.

In all cases, the City Manager’s decision shall be final and binding.

ARTICLE 10 – FULL AGREEMENT
The City and the Association concur that this Agreement constitutes the entire contract between them governing wages, hours and conditions of employment of those Association memberthose Association members in the bargaining unit during the term thereof and settles all demands and issues on all matter subject to the meet and confer process.

Accordingly, both the City and the Association do hereby waive the right during the term of this Agreement to demand negotiation upon any subject matter, whether or not such subject matter has or has not been raised or discussed by either party during negotiations leading to the execution of this Agreement, except for the following provisions:
▪ Any item, provision, or subject that both the City and Association jointly agree to reopen for discussion.

ARTICLE 11 – SEVERABILITY
It is agreed that in the event a court order renders any Article of this Agreement null and void, said ruling shall negate only the applicable Article and the balance of the Agreement shall stand as written and remain in full force and effect for the duration of its term.

ARTICLE 12 – AGREEMENT EFFECTIVE UPON APPROVAL BY BOTH PARTIES This Agreement shall be effective once approved by the Barstow City Council and upon ratification and approval by a majority of the Association member represented by the Association who are present at a meeting convened for the specific purpose of ratifying this Agreement.

ARTICLE 13 – TERM OF AGREEMENT
This Agreement shall take effect on July 1, 20252026, and shall remain in full force and effect until June 30, 20262027.

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SECTION 2 – SALARIES AND OTHER PAY
ARTICLE 14 – GENERAL WAGES
Effective July 1, 20252026, the Association members shall receive a six four percent (64%) base salary increase.

The City agrees to meet and confer with the Association in January 2027 to discuss the potential for an additional Cost-of-Living Adjustment (COLA). The parties acknowledge that this provision does not guarantee or obligate the City to provide an additional COLA. Any adjustment shall be subject to the City’s financial condition, mutual agreement between the parties, and approval by City Council.

In lieu of any increases to the City’s Cafeteria Plan, the Association members shall receive an additional four percent (4%) base salary increase upon ratification of the contract.

If City receives $25M in Permit and Development Fees revenue between July 1, 20252025, and June 30, 2026, Association members shall receive a four percent (4%) base salary increase effective the first full pay period following the City’s receipt of at least $25 million in permit and development fees.

If the $25M is not received prior to June 30, 2026, the City will agree to Meet and Confer regarding a future implementation of a four percent (4%) salary increase upon the receipt of at least 25M in permit and development fees.

D. For all members hired prior to July 1, 2010:
(1) Effective January 15, 2017, all members hired prior to July 1, 20102010, shall receive a salary adjustment of six percent (6.0%) of the member’s base salary. The six percent (6%) salary adjustment shall be effective until retirement or separation from employment by the member, whichever comes first.
(a) This six percent (6.0%) benefit is not new, rather, it is included in this MOU to incorporate a previously implemented benefit that members of this bargaining unit have been receiving since January 15, 2017.

ARTICLE 15 – PERFORMANCE BONUS
Performance Bonuses shall be suspended during the term of this contract.

Association members who reach the top-step of their salary range or are y-rated will be eligible annually to receive a two percent (2%) performance bonus. To qualify for the performance bonus, the member must receive a performance evaluation rating of satisfactory or better. Association members who meet that qualification will receive the two percent (2%) performance bonus. The performance bonus will be calculated by multiplying 2% by the member’s base wage rate. The performance bonus will be distributed as a one-time bonus payment subject to all applicable state and federal tax rates and will not increase the member’s base wage rate. In the event that the member’s performance evaluation is not completed within forty fiveforty-five (45) days of the member’s performance evaluation date, the member’s shall automatically receive the two percent

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(2%) performance bonus. Each Association member can receive the performance bonus on a payday of their choosing. However, the performance bonus must be paid out by the last complete payroll period of the fiscal year in which the performance bonus was awarded.

ARTICLE 16 – OVERTIME
Police Sergeants are considered non-exempt Association member’s for purposes of the Fair Labor Standards Act of 1938 and its subsequent amendments (FLSA).

Police Lieutenants and Police Captains are considered exempt employees for purposes of the FLSA.

It is the policy of the City to avoid overtime work whenever possible. In cases of emergency, however, or whenever public interest or necessity requires, any member may be directed by proper authority, and in such cases, is expected to perform overtime work.

Overtime means all authorized hours worked by non-exempt Association members in excess of their normal work period, regular work week, work dayworkday, or shift, unless otherwise established in a manner consistent with law.

All non-exempt Association members who perform authorized overtime work shall be compensated for such work at the rate of one and one-half (1½) times their regular hourly rate of pay multiplied by the number of overtime hours worked. For the purposes of calculating overtime, all hours in a paid status shall be counted as hours worked.

No overtime shall be recorded or reported for less than one-quarterone quarter (1/4) hour of work.

All overtime work, except for emergency conditions, must have the approval of the appropriate supervisor prior to actual performance of the work. Failure to obtain such approval in advance may be justification for disapproval of any overtime compensation and / or discipline.

ARTICLE 17 – COMPENSATORY TIME
Police Sergeants, but not other members of Association, may elect to take compensatory time in lieu of overtime pay. Compensatory time shall be administered based on the following provisions:
▪ Eligible Association members will accrue compensatory time at the rate of one and one-half (1½) times the actual number of hours worked for those hours worked in excess of the member’s normal work period, regular work week, work dayworkday, or shift. ▪ Compensatory time shall be reported and recorded in one-quarter (1/4) hour increments. ▪ Total accumulated compensatory time accrued shall not exceed one hundred sixty (160) hours. Association members who have accumulated one hundred sixty (160) hours of compensatory time shall have overtime paid in cash until their accumulated compensatory hours fall under the one hundred sixty (160) hour limit. ▪ Association members may elect to buy down any amount of accrued compensatory time by submitting a written request to the Finance Department.

ARTICLE 18 – STAND BY COMPENSATION
Association members classified as Police Sergeants and Police Lieutenants shall be eligible to receive stand-by compensation. as defined in Section 206-1 of the existing City Policies and Procedures Manual.

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Definition
Standby duty (also referred to as on-call duty) is a designated period, which consists of seven (7) consecutive days, Monday through Monday, outside an employee’s work schedule during which the employee is required to remain available to respond to work assignments.

Association members classified as Police Sergeants and Police Lieutenants shall be eligible to receive stand-by compensation, as defined in Section 206-1 of the existing City Policies and Procedures Manual.

Association members assigned to standby duty shall, for the entirety of the designated standby period:

1. Be fit for duty and able to perform assigned work;

2. Always remain reachable by telephone or other designated communication device;

3. Respond to a phone call within fifteen (15) minutes;

4. Report to the designated work location within ninety (90) minutes if required;

5. Remain in a condition to safely and effectively perform assigned duties; and,

6. Refrain from the use of alcohol or substances that impair ability to respond.

Association members assigned to a full standby assignment shall receive compensation equivalent to twenty (20) hours of base rate standby pay.

If a member becomes unavailable to fulfill any portion of the assigned standby period due to an unforeseen emergency, illness, or other approved circumstance, the member shall notify their supervisor as soon as practicable. The Police Chief or designee may assign another qualified member to complete the remaining standby assignment. In such cases, standby compensation shall be prorated based on the portion of the standby assignment completed by each member, unless otherwise approved by the Police Chief or designee.

Standby assignments must be recorded in the City timekeeping system and approved by the member’s supervisor.

ARTICLE 19: LONGEVITY
Association members shall be eligible to receive longevity pay in recognition of their collective service with the City of Barstow. A member’s eligibility is based upon their total cumulative years of services with the City of Barstow. All qualifying years of service completed with the city shall be counted toward longevity eligibility, Longevity pay shall be calculated as a percentage of the member’s base salary and shall be paid for each pay period. Longevity pay shall be effective at the beginning of the first full pay period following attainment of the qualifying service milestone with the city.

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Association members who have completed ten (10) years shall receive two percent (2%) longevity pay increase to their base salary.

Association members who have completed fifteen (15) years shall receive two percent (2%) increase to their base salary.

Association members who have completed twenty (20) years of service shall receive two percent (2%) increase to their base salary.

Association members who have completed twenty-five (25) years of service shall receive two percent (2%) increase to their base salary.

Association members who have completed thirty (30) years of service shall receive two percent (2%) increase to their base salary.

Longevity pay is cumulative and based on members’ collective years of service with the City.

ARTICLE 19 20– NON-PATROL ASSIGNMENTSPECIAL PAY
Police Sergeants (Detective Division) assigned to a non-patrol duty assignment shall receive a 5.0% increase over their base wage rate. The increase shall not apply to any time worked by a Police Sergeant assigned to a patrol duty assignment.

POLICE SERGEANTS AND LIEUTENANT
Police Sergeants and Police Lieutenant positions shall receive a five percent (5%) increase over their base wage rate when assigned to Administrative Sergeant, Detective Sergeant, Special Response Team (SRT) or the Crisis Negotiation Team (CNT).

If member is assigned to two (2) separate Special Assignments, the member would be eligible for both Special Assignment Pays under the same terms and conditions outlined in this Article. Special Assignment Pay shall not exceed a total of ten percent (10%).

If any additional Special Assignment Pays are established with BPOA, and a Police Sergeant or Lieutenant is assigned to the same special team, the member would also receive that Special Assignment Pay as the BPOA member.

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Packet Pg. 188 Attachment: Unit 8 - BPMA 7.1.26 REDLINE (6465 : Barstow Police Management FY26/27 MOU Adoption)

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ARTICLE 20 21 – SHIFT DIFFERENTIAL

POLICE SERGEANTS
Police Sergeants shall be eligible for a two and a half percent (2.5%) shift differential when assigned to work outside of the traditional hours between 7:00 AM to 5:00 PM and meet the following criteria.

Association members who are assigned to work a majority (51% or more) of their assigned shift between the hours of 5:00 PM and 7:00 AM shall be compensated for such work at the rate of two and a half percent (2.5%) of the member’s regular hourly rate of pay multiplied by the number of hours worked for the member’s entire shift.

If a Police Sergeant is assigned to patrol duty work based on a 5/8 work schedule, shift differential compensation shall be paid to the Police Sergeant. Only Police Sergeants assigned to patrol duty work shall receive shift differential pay. Shift differential compensation shall not be available to Detectives, Crime Impact Team Members, or School Recourse Resource Officers, or Mall Officers.

Shift differential compensation shall be paid based on the following schedule:
▪ Swing Shift: 2.5% increase over base wage rate
▪ Graveyard Shift: 5.0% increase over base wage rate
ARTICLE 21 22 – UNIFORM ALLOWANCE
I. All Association members shall receive a uniform allowance in the amount of $1500 1600 per year. Eight hundred ($750 800) will be issued in January of each year. The second payment of eight hundred ($750 800) will be issued during the last pay period of the FY. Should a member terminate employment prior to the end of the fiscal year, they shall reimburse the uniform allowance to the City on a pro-rated basis.

II. In addition to the above, Association members assigned to SRT and CNT will receive an additional additional three hundred ($300)$41.67 per monthtwice per year. Three hundred ($300) will be issued in January of each year. The second payment of three hundred ($300) will be issued during the last pay period of the FY. ($500600.00 annually) for uniforms unique to this assignment.

ARTICLE 22 23 – POST / EDUCATIONAL INCENTIVE
The City agrees to provide Association members with educational incentive pay. Association members appointed to a position on a lateral basis, who possess a qualifying POST certificate recognized by the Department, shall be eligible to receive the applicable

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Packet Pg. 189 Attachment: Unit 8 - BPMA 7.1.26 REDLINE (6465 : Barstow Police Management FY26/27 MOU Adoption)

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POST/Educational Incentive compensation upon hire. The members must provide satisfactory proof of the certificate, and the POST/Educational Incentive shall become effective at the start of the first full pay period following verification of the certificate. The POST/Educational incentive compensation is based on the following schedule:
▪ 45 semester units or: 2.5% increase over base wage rate 68 quarterly units
▪ Associate of Arts / Science Degree or 5.0% increase over base wage rate POST Intermediate Certificate
▪ Bachelor of Arts / Science Degree or 7.5% increase over base wage rate POST Advanced Certificate
In addition to the above referenced educational incentive pay, the City will also compensate Association members who earn either a POST Regular Supervisory Certificate or POST Specialized Supervisory Certificate with an additional two and a half percent (2.5%) increase%) increase over their base wage rate. To qualify for this additional educational Post Supervisory incentive pay, Association members must meet the following eligibility requirements:
▪ Meet POST eligibility requirementrequirements for either the POST Regular Supervisory Certificate or POST Specialized Supervisory Certificate. ▪ Serve as a Police Sergeant with the Barstow Police Department. for two (2) years. after completing probation.

Furthermore, in addition to the above referenced educational incentive pay, and POST Supervisory incentive pay, the City will also compensate Police Lieutenants and Police Captains who earn a POST Regular Management Certificate or a POST Specialized Management Certificate with an additional two and a half percent (2.5%) increase over their basetheir base wage rate. To qualify for this additional POST Management educational incentive pay, Police Lieutenants and Police Captains must meet the following eligibility requirements:
▪ Meet POST eligibility requirement for either the POST Regular Management Certificate or the POST Specialized Management Certificate.
▪ Serve as a Police Lieutenant with the Barstow Police Department. for two years. after completing probation.

ARTICLE 23 24– COURT TIME
Off-duty Police Sergeants, but not other members of the Association, who are subpoenaed and required to appear in court as a witness on a regularly scheduled day off, or who are placed on standby at their residence, or who are otherwise restricted in making use of nonworking hours, shall receive a minimum of four (4) hours compensation at the Association member’s overtime rate, provided that such action is the direct result of the individual’s employment as a sworn member of the Barstow Police Department. In these instances, the calculation for overtime will begin at the Association member’s actual court appearance time, except under the following scenario:

Police Sergeants, but not other members of the Association, who work a graveyard shift and are subpoenaed and required to appear in court as a witness on the same day following the end of their graveyard shift shall be compensated as follows:

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Packet Pg. 190 Attachment: Unit 8 - BPMA 7.1.26 REDLINE (6465 : Barstow Police Management FY26/27 MOU Adoption)

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1. For Association members whose court appearance time is 8:30 a.m. or earlier, the Association member shall receive a minimum of four hours of compensation at the overtime rate provided that such action is the direct result of the individual’s employment as a sworn member of the Barstow Police Department. In this instance, the calculation for overtime will begin immediately following the end of the Association member’s scheduled graveyard shift.

2. For Association members whose court appearance time is after 8:30 a.m., the Association member shall receive a minimum of four (4) hours of compensation at the overtime rate provided that such action is the direct result of the individual’s employment as a sworn member of the Barstow Police Department. In this instance, the calculation for overtime will begin at the Association member’s actual court appearance time.

ARTICLE 24 25– BILINGUAL SERVICES PAY
Association members hired prior to July 1, 20112011, are eligible to receive a five percent (5%) increase over their base wage rate as bilingual services pay. To qualify for bilingual services pay, Association members must be proficient in the use of Spanish, sign language, or other language approved by the Personnel Officer. Association members shall be deemed proficient in Spanish, sign language, or other language approved by the Personnel Officer through a testing process established by the City.

Association members hired after July 1, 20112011, will be eligible to receive $60 per month as bilingual services pay. To qualify for bilingual services pay, Association members must be proficient in the use of Spanish, sign language, or other language approved by the Personnel Officer.

Association members shall be deemed proficient in Spanish, sign language, or other language approved by the Personnel Officer through a testing process established by the City.

ARTICLE 25 26 – DEFERRED COMPENSATION PLAN
The City will set-up a deferred compensation account for all Association members and contribute one percent (1%) of each member’s base wage rate into that deferred compensation account.

ARTICLE 26 27 – TUITION REIMBURSEMENT
Association members will be eligible for tuition reimbursement of up to $1,000 per fiscal year for coursework that is directly related to the employee’s current position with the City, as determined by the City Manager. Reimbursable expenses must be approved by the City Manager and will include items such as registration, tuition, textbooks, and parking.

If the member separates employment three (3) years following receipt of tuition reimbursement, the member will be required to reimburse the City for such funds. The member’s check may be deducted equal to the total prorated funds that the member received for the preceding three (3) year period.

ARTICLE 27 28 – RECLASSIFICATION
During the term of this Agreement, should any Association member represented by the Association be reclassified to a position having a lower salary range, the member shall continue at their same salary and with the same merit salary increase eligibility date, provided such action does not result in a salary exceeding the maximum step of the salary range in which the new position is classified.

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Packet Pg. 191 Attachment: Unit 8 - BPMA 7.1.26 REDLINE (6465 : Barstow Police Management FY26/27 MOU Adoption)

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Should the member's current salary exceed the maximum step of the salary range in which the position is classified, the salary of such member shall be designated as “Y-rated” and shall not benot be increased through either general increase or merit increase until the maximum step of the salary range in which the position is classified exceeds the member's actual salary.

ARTICLE 28 29 – SEVERANCE PROVISION IF SERVICES ARE CONTRACTED OUT During the term of this Agreement, should the position of a Police Lieutenant, or Police Sergeant or Police Captain be eliminated as an economy economic measure due to the City exercising its management right to contract for services presently performed by a member of the Association (or for other reasons), the incumbent Association members, pursuant to a written severance agreement on a form approved by the City Attorney, may agree to voluntarily resign from their employment with the City and receive one (1) month worth of severance pay for each full year of service with the City.

Such severance pay will be capped at a maximum of six (6) months’ worth of severance pay and shall constitute the sole compensation and damages for the terminated member. No severance shall be owed in the absence of a signed severance agreement. Any affected member shall also receive the cash equivalent of their accrued vacation, holiday leave, special leave, and compensatory time based upon their base wage rate at the date of termination.

ARTICLE 29 30 – PARITY CLAUSE
If any other City-recognized bargaining group receives an across-the-board compensation increase (meaning an increase that is equally applicable to all bargaining unit members) greater than that contracted forcontracted by the Association during the term of this MOU, all members represented by the Association shall be provided with that same across-the-board compensation increase which was provided to the other represented bargaining group.

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Packet Pg. 192 Attachment: Unit 8 - BPMA 7.1.26 REDLINE (6465 : Barstow Police Management FY26/27 MOU Adoption)

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SECTION 3 – RETIREMENT
ARTICLE 30 31 – RETIREMENT BENEFIT
All Association members hired by the City on or before December 31, 2012. will be enrolled in the City’s retirement program through California Public Employees Retirement System (CalPERS). For those Association members hired on or before December 31, 2012, the City shall provide those Association members with the CalPERS 3% @50 retirement plan, along with the following optional benefits:
▪ One-year final compensation.
▪ Credit for unused sick leave.
▪ Fourth Level of 1959 survivor benefit.
▪ Military service credit as public service.
▪ Employer paid member contributions converted to pay rate during the final compensation period.
▪ For all Association members hired by the City prior to July 1, 2010, the member shall assume the following cost of the member portion of the retirement contribution to CalPERS on the following schedule:
- Eight percent (8%) of the member portion of the retirement contribution to CalPERS beginningCalPERS beginning with the first full pay period in July 2017 ▪ City shall assume the remaining cost of the member portion of the retirement contribution to CalPERS, as follows:
- One percent (1%) of the member portion of the retirement contribution to CalPERS beginningCalPERS beginning with the first full pay period in July 2017 ▪ For all Association members hired by the City on or after July 1, 2011, the City shall not assume any of the cost of the member portion of the retirement contribution to CalPERS.

Association members who fall into this category will be responsible for paying the full share of the member contribution rate. However, in no event shall the contribution cost exceed nine percent (9%).

For all Association members hired by the City after December 31, 2012, the following retirement benefit will be provided:
▪ CalPERS 2.7% @57 retirement plan.
▪ Three-year average compensation.
▪ Credit for unused sick leave.
▪ Fourth Level of 1959 survivor benefit.
▪ Military service credit as public service.
▪ Furthermore, for all Association members hired by the City after December 31, 2012, 2012, those Association members will be required to pay for at least fifty percent (50%) of the total

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annual normal contribution cost for the pension benefit. However, in no event shall the contribution cost exceed twelve percent (12%).

ARTICLE 32- RETIRMENT MEDICAL TRUST
The City agrees to establish a Voluntary Retiree Medical Trust (VRMT) for eligible members covered by this bargaining unit. The purpose of the trust is to provide members with a tax-advantage to accumulate funds for qualified retiree medical expenses in accordance with applicable federal and state laws.

Participation in the trust shall be voluntary. Members may elect to participate and make contributions through mechanisms authorized by trust and applicable law. The City and Association agree to meet and confer within 90 days of contract ratification regarding the implementation, administration, and enrollment procedures necessary to establish the trust with the intent of implementing the VRMT by January 1, 2027.

ARTICLE 31 33 – RETIREE MEDICAL BENEFIT
The following describes the retiree medical insurance benefit that will be provided by the City.

I. Retiree Medical Benefits Required by PEMHCA
The City shall offer participation in a medical insurance plan. Furthermore, all retirees vested in CalPERS shall be entitled to the benefits described in the Public Employees’ Medical and Hospital Care Act (PEMHCA) resolution that is in effect. Eligibility for these benefits shall follow the rules prescribed by PEMHCA. The PEMHCA contribution, paid directly to the California Public Employees’ System (CalPERS) by the City, shall be considered part of — not in addition to — any other City benefit (i.e., Cafeteria Plan), contribution or reimbursement offered under this MOU. Furthermore, should the City discontinue providing medical coverage through CalPERS, the PEMHCA required benefits will automatically be discontinued.

I. TIER I RETIREMENT HEALTH INSURANCE PROGRAM
Those Association members who have processed a bona fide retirement from the City on or before November 5, 2012, and who currently receive a City-funded retirement health insurance benefit amount, will continue to be eligible to participate in the City-funded Tier I Retirement Health Insurance Program (Tier I). Retirees who are eligible under the Tier I program and elect to not be covered undercovered under one of the CalPERS sponsored health insurance programs shall not be eligible for any type of contribution or reimbursement from the City.

Effective January 1, 2014, the tables below demonstrate the maximum contribution amount that the City will contribute (which includes the adopted Public Employee’s Medical and Hospital Care Act (PEMHCA) minimum) toward retiree health insurance premiums for those Association members who qualify for the Tier I Program and who are enrolled in either a CalPERS Basic Plan or CalPERS Supplemental / Managed Medicare Plan.

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Packet Pg. 194 Attachment: Unit 8 - BPMA 7.1.26 REDLINE (6465 : Barstow Police Management FY26/27 MOU Adoption)

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Packet Pg. 195 Attachment: Unit 8 - BPMA 7.1.26 REDLINE (6465 : Barstow Police Management FY26/27 MOU Adoption)

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TIER I RETIREE MEDICAL PROGRAM

PLAN NAME
(Includes Basic Plans & Supplement /
Managed Medicare Plans)

MAXIMUM MONTHLY

CONTRIBUTION PAID BY
THE CITY *

MONTHLY PEMHCA

MINIMUM

CONTRIBUTION PAID

DIRECTLY TO CALPERS

MAXIMUM

REIMBURSEMENT AMOUNT

PAID DIRECTLY TO

RETIREE
PERS-Care (PC) PPO 90/10 Plan $514.00
To be determined based on
the updated CalPERS
PEMHCA Minimum
Employer Rate as
published by CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the City
less the Monthly PEMHCA
Minimum Contribution.

PERS-Choice (PCh) PPO 80/20 Plan $499.00
To be determined based on
the updated CalPERS
PEMHCA Minimum
Employer Rate as
published by CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the City
less the Monthly PEMHCA
Minimum Contribution.

PERS-Select PPO $454.10
To be determined based on
the updated CalPERS
PEMHCA Minimum
Employer Rate as
published by CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the City
less the Monthly PEMHCA
Minimum Contribution.

PORAC PPO $429.27
To be determined based on
the updated CalPERS
PEMHCA Minimum
Employer Rate as
published by CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the City
less the Monthly PEMHCA
Minimum Contribution.

Blue Shield HMO $409.00
To be determined based on
the updated CalPERS
PEMHCA Minimum
Employer Rate as
published by CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the City
less the Monthly PEMHCA
Minimum Contribution.

Blue Shield Net Value HMO $419.52
To be determined based on
the updated CalPERS
PEMHCA Minimum
Employer Rate as
published by CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the City
less the Monthly PEMHCA
Minimum Contribution.

Kaiser HMO $428.57
To be determined based on
the updated CalPERS
PEMHCA Minimum
Employer Rate as
published by CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the City
less the Monthly PEMHCA
Minimum Contribution.

Anthem Select HMO $394.96
To be determined based on
the updated CalPERS
PEMHCA Minimum
Employer Rate as
published by CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the City
less the Monthly PEMHCA
Minimum Contribution.

Anthem Traditional HMO $456.30
To be determined based on
the updated CalPERS
PEMHCA Minimum
Employer Rate as
published by CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the City
less the Monthly PEMHCA
Minimum Contribution.

Health Net Smart Care $450.45
To be determined based on
the updated CalPERS
PEMHCA Minimum
Employer Rate as
published by CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the City
less the Monthly PEMHCA
Minimum Contribution.

Continued on Next Page

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TIER I RETIREE MEDICAL PROGRAM (CONTINUED)

PLAN NAME
(Includes Basic Plans & Supplement /
Managed Medicare Plans)

MAXIMUM MONTHLY

CONTRIBUTION PAID BY
THE CITY *

MONTHLY PEMHCA

MINIMUM

CONTRIBUTION PAID

DIRECTLY TO CALPERS

MAXIMUM

REIMBURSEMENT AMOUNT

PAID DIRECTLY TO

RETIREE
Health Net Salud y Más $353.12
To be determined based on
the updated CalPERS
PEMHCA Minimum
Employer Rate as
published by CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the City
less the Monthly PEMHCA
Minimum Contribution.

United Health Care $404.84
To be determined based on
the updated CalPERS
PEMHCA Minimum
Employer Rate as
published by CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the City
less the Monthly PEMHCA
Minimum Contribution.
*The maximum monthly contribution paid by the City shall be the based upon the plan each retiree is enrolled in. Should the monthly insurance premium of the selected plan be less than the maximum monthly contribution (as shown in the preceding table), the maximum monthly contribution that will be paid by the City will be the lesser of the two amounts. Furthermore, should future health insurance plans be added to the list of available plans, the maximum monthly City contribution amount towards those plans will be 83% of the monthly premium of the Basic Plan Employee Only coverage calculated in the plan’s inaugural year, or the actual premium amount, whichever is the lesser of the two amounts.

For Tier I eligible Association members, reimbursement amounts will be determined based on the records available from CalPERS to verify retiree enrollment in health insurance and to ascertain the amount the City owes each retiree. Should the City be unable to obtain sufficient information from CalPERS to determine the enrollment and premium amounts, it may require retirees to provide appropriate proof of enrollment and premium payments.

For Tier I eligible Association members, commencing January 1, 2014, any reimbursement paid directly to the retiree will occur on the 1st of each month or the business day prior should the 1st of the month fall on a weekend or holiday. It will be the retiree’s responsibility to fund any premium costs in excess of the maximum contribution amount provided by the City:

II. TIER II RETIREMENT HEALTH INSURANCE PROGRAM
Any association member employed by the City on or before December 31, 2012 will be eligible to participate in the City-funded Tier II Retirement Health Insurance Program (Tier II), provided that the following provisions are met:

1. Completion of at least 10 years of employment with the City (whether or not the years of employment were in consecutive order).

2. Process a bona fide retirement from the City.

3. Be at least of retirement age for the member’s pension plan.

Effective January 1, 2014, the tables below demonstrates the maximum contribution amount that the City will contribute (which includes the adopted Public Employee’s Medical and Hospital Care Act (PEMHCA) minimum) to those Association members who meet the above listed Tier II eligibility requirements.

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Packet Pg. 197 Attachment: Unit 8 - BPMA 7.1.26 REDLINE (6465 : Barstow Police Management FY26/27 MOU Adoption)

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TIER II RETIREE MEDICAL PROGRAM

ELIGIBILITY STATUS

MAXIMUM MONTHLY

CONTRIBUTION PAID BY
THE CITY *

MONTHLY PEMHCA

MINIMUM

CONTRIBUTION PAID

DIRECTLY TO CALPERS

MAXIMUM

REIMBURSEMENT

AMOUNT PAID

DIRECTLY TO RETIREE
Prior to eligibility for Supplemental /
Managed Medicare Health Insurance $600.00
To be determined based
on the updated CalPERS
PEMHCA Minimum
Employer Rate as
published by CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the
City less the Monthly
PEMHCA Minimum
Contribution.

After eligibility for Supplemental /
Managed Medicare Health Insurance $550.00
To be determined based
on the updated CalPERS
PEMHCA Minimum
Employer Rate as
published by CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the
City less the Monthly
PEMHCA Minimum
Contribution.
* Should the monthly premium of the selected insurance program cost less than the maximum monthly contribution (as shown in the preceding table), the maximum monthly contribution paid by the City will be the lesser of the two amounts.

For Tier II eligible Association members, reimbursement amounts will be based on the records available from CalPERS to verify retiree enrollment in health insurance and to ascertain the amount it owes to each retiree. Should the City be unable to obtain sufficient information from CalPERS to determine the enrollment and premium amounts, it may require retirees to provide appropriate proof of enrollment and premium payments.

Retirees who are eligible under the Tier II program and elect to not be covered under one of the CalPERS sponsored health insurance programs shall not be eligible for any type of contribution or reimbursement from the City.

For Tier II eligible Association members, commencing January 1, 2014, any reimbursement paid directly to the retiree will occur on the 1st of each month or the business day prior should the 1st of the month fall on a weekend or holiday. It will be the retiree’s responsibility to fund any premium costs in excess of the maximum contribution amount provided by the City.

III. TIER III RETIREMENT HEALTH INSURANCE PROGRAM
Any Association member employed by the City on or after January 1, 2013 will be eligible to participate in the City-funded Tier III Retirement Health Insurance Program (Tier III), provided that the following provisions are met:

1. Completion of at least ten years (10) of employment with the City (whether or not the years of employment were in consecutive order).

2. Process a bona fide retirement from the City.

3. Be at least of retirement age for the member’s pension plan.

Effective January 1, 2014, the table below demonstrates the maximum contribution amount that the City will contribute (which includes the adopted Public Employee’s Medical and Hospital Care Act (PEMHCA) minimum) to those Association members who meet the above listed Tier III eligibility requirements.

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Packet Pg. 198 Attachment: Unit 8 - BPMA 7.1.26 REDLINE (6465 : Barstow Police Management FY26/27 MOU Adoption)

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TIER III RETIREE MEDICAL PROGRAM

ELIGIBILITY STATUS

MAXIMUM MONTHLY

CONTRIBUTION PAID BY
THE CITY *

MONTHLY PEMHCA

MINIMUM

CONTRIBUTION PAID

DIRECTLY TO CALPERS

MAXIMUM

REIMBURSEMENT

AMOUNT PAID

DIRECTLY TO RETIREE
Prior to eligibility for Supplemental /
Managed Medicare Health Insurance $300.00
To be determined based
on the updated CalPERS
PEMHCA Minimum
Employer Rate as
published by CalPERS.

Difference between the
Monthly Maximum
Contribution Paid by the
City less the Monthly
PEMHCA Minimum
Contribution.

After eligibility for Supplemental /
Managed Medicare Health Insurance $0.00
To be determined based
on the updated CalPERS
PEMHCA Minimum
Employer Rate as
published by CalPERS.
$0.00
* Should the monthly premium of the selected insurance program cost less than the maximum monthly contribution (as shown in the preceding table), the maximum monthly contribution paid by the City will be the lesser of the two amounts.

For Tier III eligible Association members, reimbursement amounts will be based on the records available from CalPERS to verify retiree enrollment in health insurance and to ascertain the amount it owes to each retiree. Should the City be unable to obtain sufficient information from CalPERS to determine the enrollment and premium amounts, it may require retirees to provide appropriate proof of enrollment and premium payments.

Retirees who are eligible under the Tier III program and elect to not be covered under one of the CalPERS sponsored health insurance programs shall not be eligible for any type of contribution or reimbursement from the City.

For Tier III eligible Association members, commencing January 1, 2014, any reimbursement paid directly to the retiree will occur on the 1st of each month or the business day prior should the 1st of the month fall on a weekend or holiday. It will be the retiree’s responsibility to fund any premium costs in excess of the maximum contribution amount provided by the City:

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SECTION 4 – TIME-OFF PROVISIONS
ARTICLE 32 34 – HOLIDAYS
During the term of this agreement, the City will create a Holiday Leave Bank for each Association member. On July 1st of each year, every member’s Holiday Leave Bank will be credited with seventeen (17) fifteen (15) days of holiday leave time. The fifteen seventeen (1517) days will be provided in recognition of the seventeen (17) fifteen (15) paid holidays that the City recognizes annually, with each of those holidays being observed at the members assigned work schedule.

Any time not taken by the member at the end of each fiscal year, with the exception of the Winter Holiday Hours, will be paid out in cash during the last complete payroll period of June. The seventeen (17) The fifteen (15) holidays recognized by the City are as follows:

Holiday Day
New Year’s Day January 1st
Martin Luther King Day 3
rd Monday in January
Washington’s Birthday 3
rd Monday in February
Memorial Day Last Monday in May
Juneteenth June 19th
Independence Day July 4th
Labor Day 1
st Monday in September
Veteran’s Day As noted in the Government Code
Thanksgiving Day 4
th Thursday in November
Day after Thanksgiving Day after Thanksgiving
Christmas Eve December 24th
Christmas Day December 25th
New Year’s Eve Day December 31st
Floating Holiday As approved / scheduled
Winter Holiday (2)_ As approved/scheduled
Employee’s Birthday As approved / scheduled
The City and the Association mutually agree to the closure of the City for business during the winter holiday period as follows: December 24 through January 1 of each year. In conjunction with the City paid holiday time (Christmas Eve, Christmas Day, New Year’s Eve Day, New Year’s Day) the Winter Holiday dates will be City paid holiday time for the amount of hours the member is scheduled to work on the holiday, andholiday and will have no cash value.

Each member will receive two (2) Winter Holiday days each fiscal year.

In the event the Winter Holiday hours cannot be taken as time off, the member may bank the hours not used. The Winter Holiday bank should shall not exceed a total of eight (8) days. Any hours above the eight (8) days,days will be forfeited. Winter holiday will have no cash value.

Association members shall also have the option of cashing out fifty percent (50%) of the unused time in their Holiday Leave Bank, (with the exception of the Winter Holiday Hours) during the first payroll period with a pay date in January. Any unused / undistributed holiday hours remaining as of June 30th of each year shall be distributed to the member in cash on the first pay period of the fiscal year.

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ARTICLE 33 35 – VACATION
During the term of this Agreement, Association members shall accrue vacation leave according to the following schedule:

Years of Service
Hours
Accrued Per
Pay Period
Number of
Pay
Periods
Hours
Accrued Per
Year
1 through 4 4.70 26 122.2
5 through 9 5.30 26 137.8
10 through 14 6.20 26 161.2
15 through 19 6.80 26 176.8
20+ 8.00 26 208
The maximum number of vacation hours that can be accumulated and maintained in any individual member's vacation account shall be two (2) years’ worth of accrual.

Once an Association member has accrued two (2) years’ worth of vacation hours in their account, that member will be allowed to accrue a third (3rd) years’ worth of vacation hours for use during the fiscal year. Any unused vacation hours accrued during the third (3rd) year as of June 30th shall be distributed to the member in cash during the last complete payroll period of the fiscal year.

For members of the Association, each individual member shall also have the option of cashing out up to 50% of earned and accumulated vacation hours during the first payroll period with a pay date in January. In addition, each individual member shall have the option of cashing out up to fifty percent (50%) of earned and accumulated vacation hours during the last complete payroll period of the fiscal year.

ARTICLE 34 36 – SICK LEAVE
Association members shall accrue sick leave at the rate of four (4.0) hours per pay period. There shall be no accrual limit for sick leave.

Upon bona fide retirement from the City through CalPERS, members may receive payment of accrued sick leave, up to a maximum of 600 hours. Payment shall be made at member's rate ofrate of pay at the time of retirement. In addition, the City will offer members the option of converting up to one year’s worth of unused sick leave (2,080 hours) for credit as service time for retirement purposes based on the program details as defined by CalPERS.

Between July 1, 20112011, and June 30, 2012, Association members classified as Police Lieutenant shall have a one-time option of cashing out up to $7,500 of accrued sick leave above 160 hours.

15.b
Packet Pg. 201 Attachment: Unit 8 - BPMA 7.1.26 REDLINE (6465 : Barstow Police Management FY26/27 MOU Adoption)

38650819.1
In addition, for those members who became a member of the Association prior to July 1, 2003, ten percent (10%) of accrued sick leave shall be vested for each full year of service. Upon completion of ten (10) full years of service, eligible members shall own 100% of their sick leave. Upon the termination and / or retirement of any such Association member, the City shall pay the member an amount equivalent to the vested accrued sick leave at their final rate of pay.

Outside of the provisions listed above, the City shall not provide any other type of annual payout for accrued sick leave. In addition, outside of the provisions listed above, the City shall not provide any other form of compensation for accrued sick leave to ana member who is separating employment with the City.

ARTICLE 35 37 – SPECIAL LEAVE
Effective July 1 of each year, all Association members except the Police Captain and Police Lieutenant, shall be granted one hundred and twenty (120) hours of special leave, which may be used at any time during the fiscal year.

Ninety (90) hours of the special leave have a cash value. On the last complete payroll period of each fiscal year, members shall be paid in cash for special leave days above thirty (30) hours granted but not taken during the fiscal year. In no instance shall any management leave days not taken in one fiscal year be carried over to the next fiscal year. During the term of this Agreement, if any Association member terminates employment, said member shall be entitled to receive a prorated payment.

Police Captain / Police Lieutenant
Effective July 1, 2026, Police Captain and the Police Lieutenant positions shall be granted one hundred and thirty hours of special leave (130). One hundred hours (100) of special leave will have cash value. On the last complete payroll period of each fiscal year, members shall be paid in cash for special leave days above thirty (30) hours granted but not taken during the fiscal year. In no instance shall any special leave hours not taken in one fiscal year be carried over to the next fiscal year. During the term of this Agreement, if any Association member terminates employment, said member shall be entitled to receive a pro-rated payment of special leave hours,
ARTICLE 36 38– BEREAVEMENT LEAVE
In the event of the death of a member of an Association member’s immediate family (defined as a spouse, parent, stepparent, sibling, children, stepchildren, grandparent, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, grandchild, domestic partner, child of a domestic partner or anyone who can be certified as having raised the member as a child), Association members will be entitled to five (5) paid days for bereavement leave, per bereavement occurrence.

Association members may also take time off for bereavement situations for non-immediate family members by utilizing accrued sick leave or vacation leave for such circumstance with the approval of the member’s immediate supervisor.

ARTICLE 37 39 – JURY LEAVE
An Association member who is required to serve on a jury shall be entitled to regular compensation provided the member deposits fees for jury service with the Finance Department.

15.b
Packet Pg. 202 Attachment: Unit 8 - BPMA 7.1.26 REDLINE (6465 : Barstow Police Management FY26/27 MOU Adoption)

38650819.1
A member serving more than five (5) hours of jury service in one day shall not be required to report for a regularly scheduled swing or graveyard shift assignment on the same day, provided the member notifies the immediate supervisor of the absence and the reason for that absence. In such cases, the member shall be deemed to have completed the member's regularly scheduled shift assignment. Association members are required to deliver to the City's payroll department a “Jury Duty Certification” form at the conclusion of jury service, verifying the member's jury service.

ARTICLE 38 40– MILITARY LEAVE
Military Leave will be granted in accordance with the requirements of applicable state and federal law.

SECTION 5 – INSURANCE
ARTICLE 39 41 – CAFETERIA PLAN
Those Association members who elect to receive medical coverage through the City will receive $1,000 per month which may be used to enroll in any of the offered medical, dental, and vision plans.

Any unused remainder may be taken as cash, put in the member’s deferred compensation account, or be used towards any additional City sponsored insurance programs.

Effective January 1, 2027, those Association members who elect to receive medical coverage through the City will receive a monthly allowance based on the medical coverage selected, which may be used to enroll in any of the offered medical, dental, and vision plans.

Any unused remainder may be taken as cash, put in the members’ deferred compensation account, or be used towards any additional City sponsored insurance programs.

Those Association members hired prior to July 21, 2025, who can provide proof of medical insurance coverage through an alternative source shall be eligible to receive $750 per month which can be taken as cash, put in the member’s deferred compensation account, or be used towards any additional City sponsored insurance programs.

Association members hired July 1, 20252025, or later, who can provide proof of medical insurance coverage through an alternative source shall be eligible to receive $2000 annually (approx. $76.92 per pay period) which can be taken as cash, put in the member’s deferred compensation account, or be used towards any additional City sponsored insurance programs.

Employee only $1,200 per month
Employee plus one dependent $1600 per month
Employee plus family $2000 per month

15.b
Packet Pg. 203 Attachment: Unit 8 - BPMA 7.1.26 REDLINE (6465 : Barstow Police Management FY26/27 MOU Adoption)

38650819.1
ARTICLE 40 42– MEDICAL INSURANCE
The City shall offer participation in a medical insurance plan. Furthermore, all Association members shall be entitled to the benefits described in the Public Employees’ Medical and Hospital Care Act (PEMHCA) resolution that is in effect. Eligibility for these benefits shall follow the rules prescribed by PEMHCA. The PEMHCA contribution, paid directly to the California Public Employee’s System (CalPERS) by the City, shall be considered part of – not in addition to – any other City benefit (i.e.

Cafeteria Plan), contribution or reimbursement offered under this MOU.

ARTICLE 41 43 – DENTAL INSURANCE
The City shall offer participation in a dental insurance plan.

ARTICLE 42 44 – VISION INSURANCE
The City shall offer participation in a vision insurance plan.

ARTICLE 43 45 – LIFE INSURANCE
The City shall provide each Association member with a life insurance policy of $100,000.

ARTICLE 44 46 – STATE DISABILITY INSURANCE
During the term of this Agreement, the City shall assume the actual cost of State Disability Insurance (SDI) monthly premiums for Association members.

ARTICLE 45 47 – LONG TERM DISABILITY
The City shall provide a long term disability program for Association members which include the following minimum benefit levels:
▪ 60% of base pay
▪ Maximum benefit up to $6,000 per month
ARTICLE 46 48– MEDICARE PARTICIPATION
During the term of this Agreement, should Federal Law require participation in Medicare or any similar program, the City agrees to assume the actual cost of such program(s) for Association members only.

BARSTOW POLICE DEPARTMENT

MANAGEMENT ASSOCIATION
BY:
________________________________

PRESIDENT

CITY OF BARSTOW
BY:
________________________________

ROCHELLE CLAYTON

CITY MANAGER

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Packet Pg. 204 Attachment: Unit 8 - BPMA 7.1.26 REDLINE (6465 : Barstow Police Management FY26/27 MOU Adoption)

38650819.1
DATE:
_______________________________
BY:
________________________________

ASSOCIATION REPRESENTATIVE

APPROVED BY CITY COUNCIL
DATE:
________________________________
DATE:
________________________________

15.b
Packet Pg. 205 Attachment: Unit 8 - BPMA 7.1.26 REDLINE (6465 : Barstow Police Management FY26/27 MOU Adoption) City Council Resolution No. XXX-2026 1
RESOLUTION NO. XXX-2026

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

BARSTOW, CALIFORNIA FIRST AMENDMENT TO THE FISCAL YEAR
2026/2027 PUBLICLY AVAILABLE PAY SCHEDULE TO
COMPLY WITH CALIFORNIA PUBLIC EMPLOYEES’

RETIREMENT SYSTEM (CALPERS) STATUTORY AND

REGULATORY REQUIREMENTS PERTAINING TO PUBLICLY

AVAILABLE PAY SCHEDULES
WHEREAS, all employers who contract with the California Public Employees’ Retirement System (“CalPERS”) must comply with the publicly available pay schedule provisions contained within the California Code of Regulations Title 2, Section 570.5; and WHEREAS, it is necessary for the City Council to review and duly approve and adopt, in accordance with requirements of applicable public meetings laws, a publicly available pay schedule; and
WHEREAS, attached to this resolution and incorporated by reference is the City of Barstow’s publicly available pay schedule which will be made publicly available on the City’s website and made available upon request.

WHEREAS, this resolution confirms and formally adopts the amended Publicly Available Salary Schedule on July 7, 2026, with a retroactive effective date of July 1, 2026.

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Barstow, California as follows:

1. Approves and adopts the amendment to the Fiscal Year 2026/2027 publicly available salary schedule (Attachment A), to comply with California Public Employees’ Retirement System statuary and regulatory requirements for publicly available pay schedules.

2. Directs the City Manager or designee to make the amended salary schedule publicly available on the City’s website or available upon request; and to retain the salary schedule for not less than five years.

3. The City Clerk shall certify to the adoption of this Resolution.

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Packet Pg. 206 Attachment: RESO XXX-2026 Amend 1 (PAPS) (6465 : Barstow Police Management FY26/27 MOU Adoption) City Council Resolution No. XXX-2026 2
PASSED, APPROVED, AND ADOPTED this 7
th day of July 2026.
________________________
Timothy R. Silva, Mayor
ATTEST:
____________________________
Andrea Flores, City Clerk
APPROVE AS TO FORM:
______________________________
Andrew L. Jared, City Attorney
I, Andrea Flores, City Clerk of the City of Barstow, do hereby certify under penalty of perjury that the foregoing Resolution No. XXX-2026 is the actual Resolution duly and regularly adopted by the City Council at a regular meeting held on July y, 2026, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:
________________________________
Andrea Flores, City Clerk

15.c
Packet Pg. 207 Attachment: RESO XXX-2026 Amend 1 (PAPS) (6465 : Barstow Police Management FY26/27 MOU Adoption) Unit Classification Salary Range
(Tier I) Monthly
Minimum
(Tier I)
Monthly
Maximum
(Tier I) Monthly
Salary Range
(Tier II)
Minimum
(Tier II)
Monthly
Maximum
(Tier II)
Monthly
1 Public Services Assistant I 11120 $4,353.99 $5,556.92 11060 $4,101.66 $5,234.87 1 Environmental Services Assistant I 11120 $4,353.99 $5,556.92 11060 $4,101.66 $5,234.87 1 Wastewater Plant Operator In Training 11120 $4,353.99 $5,556.92 11060 $4,101.66 $5,234.87 2 Office Assistant 11170 $4,576.09 $5,840.38 11110 $4,310.88 $5,501.90 2 Kennel Technician 11170 $4,576.09 $4,576.09 11110 $4,310.88 $4,310.88 2 Recreation Program Assistant 11170 $4,576.09 $5,840.38 11110 $4,310.88 $5,501.90 2 Code Compliance Officer I 11220 $4,809.51 $6,138.29 11160 $4,530.78 $5,782.55 2 Animal Control Officer 11220 $4,809.51 $6,138.29 11160 $4,530.78 $5,782.55 2 Police Services Assistant 11220 $4,809.51 $6,138.29 11160 $4,530.78 $5,782.55 1 Public Services Assistant II 11220 $4,809.51 $6,138.29 11160 $4,530.78 $5,782.55 1 Environmental Services Assistant II 11220 $4,809.51 $6,138.29 11160 $4,530.78 $5,782.55 2 Senior Office Assistant 11220 $4,809.51 $6,138.29 11160 $4,530.78 $5,782.55 1 Mechanic in Training - WW 11220 $4,809.51 $6,138.29 11160 $4,530.78 $5,782.55 1 Wastewater Treatment Plant Operator 11220 $4,809.51 $6,138.29 11160 $4,530.78 $5,782.55 2 Code Compliance Officer II 11320 $5,312.70 $6,780.50 11260 $5,004.80 $6,387.54 2 Community Service Officer 11320 $5,312.70 $6,780.50 11260 $5,004.80 $6,387.54 2 Crime Scene Evidence Technician 11320 $5,312.70 $6,780.50 11260 $5,004.80 $6,387.54 2 Dispatcher 11320 $5,312.70 $6,780.50 11260 $5,004.80 $6,387.54 2 Information Technology Technician 11320 $5,312.70 $6,780.50 11260 $5,004.80 $6,387.54 1 Public Services Assistant III 11320 $5,312.70 $6,780.50 11260 $5,004.80 $6,387.54 1 Environmental Services Assistant III 11320 $5,312.70 $6,780.50 11260 $5,004.80 $6,387.54 2 Accounting Technician 11320 $5,312.70 $6,780.50 11260 $5,004.80 $6,387.54 2 Administrative Assistant 11320 $5,312.70 $6,780.50 11260 $5,004.80 $6,387.54 2 Senior Police Services Assistant 11320 $5,312.70 $6,780.50 11260 $5,004.80 $6,387.54 1 Senior Wastewater Treatment Plant Operator 11320 $5,312.70 $6,780.50 11260 $5,004.80 $6,387.54 1 Street Sweeper Operator 11320 $5,312.70 $6,780.50 11260 $5,004.80 $6,387.54 3 Police Officer Trainee 11370 $5,583.70 $7,126.37 11310 $5,260.10 $6,713.36 2 Code Compliance Officer III 11420 $5,868.52 $7,489.88 11360 $5,528.41 $7,055.81 2 Fire Inspector / Arson Investigator 11420 $5,868.52 $7,489.88 11360 $5,528.41 $7,055.81 2 Emergency Medical Specialist 11420 $5,868.52 $7,489.88 11360 $5,528.41 $7,055.81 2 Senior Administrative Assistant 11420 $5,868.52 $7,489.88 11360 $5,528.41 $7,055.81 2 Senior Accounting Technician 11420 $5,868.52 $7,489.88 11360 $5,528.41 $7,055.81 2 Engineering Technician / Inspector 11420 $5,868.52 $7,489.88 11360 $5,528.41 $7,055.81 1 Mechanic 11420 $5,868.52 $7,489.88 11360 $5,528.41 $7,055.81 1 Mechanic - Wastewater 11420 $5,868.52 $7,489.88 11360 $5,528.41 $7,055.81 2 Administrative Coordinator 11420 $5,868.52 $7,489.88 11360 $5,528.41 $7,055.81 2 Recreation Program Coordinator 11420 $5,868.52 $7,489.88 11360 $5,528.41 $7,055.81 2 Senior Dispatcher 11420 $5,868.52 $7,489.88 11360 $5,528.41 $7,055.81 2 Community Development Inspector I 11470 $6,167.88 $7,871.95 11410 $5,810.42 $7,415.73 2 Senior Code Compliance Officer 11470 $6,167.88 $7,871.95 11410 $5,810.42 $7,415.73 1 Senior Mechanic 11470 $6,167.88 $7,871.95 11410 $5,810.42 $7,415.73 1 Senior Mechanic - Wastewater 11470 $6,167.88 $7,871.95 11410 $5,810.42 $7,415.73 6 Executive Assistant 11520 $6,482.51 $8,273.50 11460 $6,106.82 $7,794.01 2 Senior Engineering Technician / Inspector 11520 $6,482.51 $8,273.50 11460 $6,106.82 $7,794.01 2 Senior Crime Scene Evidence Technician 11520 $6,482.51 $8,273.50 11460 $6,106.82 $7,794.01 Amendment #1: Adopted July 7, 2026 - Effective July 1, 2026

CITY OF BARSTOW
FY 2026-2027 / Full-Time
Employee Classification / Compensation Program
Effective July 1, 2026
Tier I Salary Range includes 6% premium for all full time employees with last hire date prior to July 1, 2010.

ATTACHMENT "A"

15.d
Packet Pg. 208 Attachment: Proposed Salary Schedule - 2026-2027 - Amendment 1 - 07 07 2026 (6465 : Barstow Police Management FY26/27 MOU Adoption) Amendment #1: Adopted July 7, 2026 - Effective July 1, 2026

CITY OF BARSTOW
FY 2026-2027 / Full-Time
Employee Classification / Compensation Program
Effective July 1, 2026
Tier I Salary Range includes 6% premium for all full time employees with last hire date prior to July 1, 2010.

6 Code Compliance Supervisor 11570 $6,813.18 $8,695.53 11510 $6,418.32 $8,191.58 6 Multi Media Coordinator 11570 $6,813.18 $8,695.53 11510 $6,418.32 $8,191.58 6 Facilities Maintenance Supervisor 11570 $6,813.18 $8,695.53 11510 $6,418.32 $8,191.58 6 Parks & Open Space Supervisor 11570 $6,813.18 $8,695.53 11510 $6,418.32 $8,191.58 6 Field Services Supervisor 11570 $6,813.18 $8,695.53 11510 $6,418.32 $8,191.58 2 Community Development Inspector II 11570 $6,813.18 $8,695.53 11510 $6,418.32 $8,191.58 1 Lead Plant Operator 11570 $6,813.18 $8,695.53 11510 $6,418.32 $8,191.58 6 Recreation Activity Coordinator 11570 $6,813.18 $8,695.53 11510 $6,418.32 $8,191.58 6 Personnel Services Coordinator 11570 $6,813.18 $8,695.53 11510 $6,418.32 $8,191.58

6 Administrative Analyst 11600 $7,019.62 $8,959.02 11540 $6,612.80 $8,439.80 3 Police Officer 11680 $7,601.24 $9,701.33 11620 $7,160.71 $9,139.09

6 Senior Community Development Supervisor 11700 $7,754.02 $9,896.33 11640 $7,304.64 $9,322.79 6 Facilities Supervisor 11700 $7,754.02 $9,896.33 11640 $7,304.64 $9,322.79 6 Fleet Maintenance Supervisor 11700 $7,754.02 $9,896.33 11640 $7,304.64 $9,322.79 2 Information Technology Coordinator 11700 $7,754.02 $9,896.33 11640 $7,304.64 $9,322.79 6 Police Services Supervisor 11700 $7,754.02 $9,896.33 11640 $7,304.64 $9,322.79 6 Project Coordinator - Field Inspection 11700 $7,754.02 $9,896.33 11640 $7,304.64 $9,322.79 6 Project Coordinator - Industrial Pretreatment 11700 $7,754.02 $9,896.33 11640 $7,304.64 $9,322.79 6 Project Coordinator - Office 11700 $7,754.02 $9,896.33 11640 $7,304.64 $9,322.79 6 Recreation Program Supervisor 11700 $7,754.02 $9,896.33 11640 $7,304.64 $9,322.79 6 Senior Administrative Analyst 11700 $7,754.02 $9,896.33 11640 $7,304.64 $9,322.79 2 Senior Community Development Inspector 11700 $7,754.02 $9,896.33 11640 $7,304.64 $9,322.79 6 Wastewater Treatment Plant Supervisor 11700 $7,754.02 $9,896.33 11640 $7,304.64 $9,322.79

6 Economic Development Administrator 11750 $8,149.56 $10,401.12 11690 $7,677.25 $9,798.33 6 Public Works Administrator 11750 $8,149.56 $10,401.12 11690 $7,677.25 $9,798.33 6 Transportation Services Administrator 11750 $8,149.56 $10,401.12 11690 $7,677.25 $9,798.33 6 Engineering Services Administrator 11750 $8,149.56 $10,401.12 11690 $7,677.25 $9,798.33 6 Environmental Services Administrator 11750 $8,149.56 $10,401.12 11690 $7,677.25 $9,798.33 6 Public Information Officer 11750 $8,149.56 $10,401.12 11690 $7,677.25 $9,798.33 6 Accountant 11750 $8,149.56 $10,401.12 11690 $7,677.25 $9,798.33 6 Planning & Community Development Administrator 11750 $8,149.56 $10,401.12 11690 $7,677.25 $9,798.33 6 Planning & Environmental Services Administrator 11750 $8,149.56 $10,401.12 11690 $7,677.25 $9,798.33 3 Police Corporal 11780 $8,396.50 $10,716.30 11720 $7,909.88 $10,095.24 3 Police Detective 11780 $8,396.50 $10,716.30 11720 $7,909.88 $10,095.24 6 Animal Service Manager 11810 $8,650.92 $11,041.00 11750 $8,149.56 $10,401.12 6 Industrial Pretreatment Superintendent 11850 $9,002.19 $11,489.32 11790 $8,480.47 $10,823.46 6 Economic Development Specialist 11850 $9,002.19 $11,489.32 11790 $8,480.47 $10,823.46 6 IT Superintendent 11850 $9,002.19 $11,489.32 11790 $8,480.47 $10,823.46 6 Public Works Superintendent 11850 $9,002.19 $11,489.32 11790 $8,480.47 $10,823.46 6 Wastewater Treatment Plant Superintendent 11850 $9,002.19 $11,489.32 11790 $8,480.47 $10,823.46 6 Senior Accountant 11850 $9,002.19 $11,489.32 11790 $8,480.47 $10,823.46 6 Parks & Recreation Superintendent 11850 $9,002.19 $11,489.32 11790 $8,480.47 $10,823.46

15.d
Packet Pg. 209 Attachment: Proposed Salary Schedule - 2026-2027 - Amendment 1 - 07 07 2026 (6465 : Barstow Police Management FY26/27 MOU Adoption) Amendment #1: Adopted July 7, 2026 - Effective July 1, 2026

CITY OF BARSTOW
FY 2026-2027 / Full-Time
Employee Classification / Compensation Program
Effective July 1, 2026
Tier I Salary Range includes 6% premium for all full time employees with last hire date prior to July 1, 2010. 6 Principal Accountant 11890 $9,367.71 $11,955.84 11830 $8,824.81 $11,262.94

6 Human Resources Manager 11920 $9,651.56 $12,318.11 11860 $9,092.21 $11,604.22 6 Information Technology Manager 11920 $9,651.56 $12,318.11 11860 $9,092.21 $11,604.22 8 Police Sergeant 12020 $10,661.32 $13,606.85 11960 $10,043.45 $12,818.27 6 Administrative Services Manager 12020 $10,661.32 $13,606.85 11960 $10,043.45 $12,818.27 6 Community Development Manager 12020 $10,661.32 $13,606.85 11960 $10,043.45 $12,818.27 6 Assistant Finance Director 12020 $10,661.32 $13,606.85 11960 $10,043.45 $12,818.27 6 Public Works Manager 12020 $10,661.32 $13,606.85 11960 $10,043.45 $12,818.27 6 Chief Waste Water Plant Operator 12020 $10,661.32 $13,606.85 11960 $10,043.45 $12,818.27 6 City Clerk Services Manager 12020 $10,661.32 $13,606.85 11960 $10,043.45 $12,818.27 6 City Planner 12020 $10,661.32 $13,606.85 11960 $10,043.45 $12,818.27 6 Economic Development Manager 12020 $10,661.32 $13,606.85 11960 $10,043.45 $12,818.27 8 Police Sergeant 12060 $11,094.22 $14,159.35 12000 $10,451.26 $13,338.75 6 City Engineer 12170 $12,377.47 $15,797.14 12110 $11,660.14 $14,881.62 6 City Building Official/Fire Marshal 12170 $12,377.47 $15,797.14 12110 $11,660.14 $14,881.62 6 Assistant to the City Manager 12170 $12,377.47 $15,797.14 12110 $11,660.14 $14,881.62 6 General Manager Enviro SVCS 12170 $12,377.47 $15,797.14 12110 $11,660.14 $14,881.62 6 Economic Development & Planning Manager 12170 $12,377.47 $15,797.14 12110 $11,660.14 $14,881.62 8 Police Lieutenant 12190 $12,626.26 $16,114.66 12130 $11,894.51 $15,180.74 8 Police Lieutenant 12230 $13,138.93 $16,768.98 12170 $12,377.47 $15,797.14 8 Police Captain 12295 $14,016.98 $17,889.62 12235 $13,204.63 $16,852.83 8 Police Captain 12335 $14,586.14 $18,616.01 12275 $13,740.80 $17,537.12 Exec Mgt Finance Director 12380 $15,253.90 $19,468.27 12320 $14,369.86 $18,339.99 Exec Mgt Community Development Director 12380 $15,253.90 $19,468.27 12320 $14,369.86 $18,339.99 Exec Mgt Administrative Services Director 12380 $15,253.90 $19,468.27 12320 $14,369.86 $18,339.99 Exec Mgt Economic Development Director 12380 $15,253.90 $19,468.27 12320 $14,369.86 $18,339.99 Exec Mgt Police Chief 12380 Min:
$15,253.89
Max:
$19,468.26
Exec Mgt Police Chief 003 Min:
$20,833.33
Max:
$26,589.20
Exec Mgt Assistant City Manager 12400 $15,560.49 $19,859.58 12340 $14,658.69 $18,708.62 *Police Chief's salary is a single range, not Tier 1 or Tier 2 *Police Chief's salary is a single range, not Tier 1 or Tier 2

15.d
Packet Pg. 210 Attachment: Proposed Salary Schedule - 2026-2027 - Amendment 1 - 07 07 2026 (6465 : Barstow Police Management FY26/27 MOU Adoption) Classification Salary Range Mininum
Monthly
Maximum
Monthly
City Manager 001 $25,000.00 $25,000.00
*Salary ranges are determined by negotiated contracts.

Classification Salary Range Minimum
Hourly
Maximum
Hourly
PT-RecLeader/Lifeguard (&) 10730 $17.04 $21.75
PT-Rec Leader 10730 $17.04 $21.75
PT-Maintenance Worker I 10730 $17.04 $21.75
PT-Senior RecLeader/Senior Lifeguard (&) 10850 $19.20 $24.51 PT-Senior RecLeader 10850 $19.20 $24.51
PT-Pool Manager 11020 $22.74 $29.02
& PT Rec Leader/Lifeguard and PT-Rec Leader/Senior Lifeguard positions shall receive an additional $2.50 FY 2026-2027 / Part-Time - Casual
Employee Classification / Compensation Program
Effective July 1, 2026

CITY OF BARSTOW - CONTRACT EMPLOYEES
FY 2026-2027 / Contract
Employee Classification / Compensation Program
Effective July 1, 2026

CITY OF BARSTOW

15.d
Packet Pg. 211 Attachment: Proposed Salary Schedule - 2026-2027 - Amendment 1 - 07 07 2026 (6465 : Barstow Police Management FY26/27 MOU Adoption) Classification Salary Range Minimum Monthly Maximum Monthly Firefighter Trainee 11230 $4,857.61 $6,199.68
Firefighter / EMT 11540 $6,612.80 $8,439.80
Firefighter / Paramedic 11540 $6,612.80 $8,439.80
Fire Engineer 11640 $7,304.64 $9,322.79
Fire Captain 11860 $9,092.21 $11,604.22
Fire Battalion Chief 11940 $9,845.56 $12,565.70
Assistant Fire Chief 11950 $9,944.01 $12,691.36
Fire Division Chief 12110 $11,660.14 $14,881.62
Fire Chief 12320 $14,369.86 $18,339.99
Fire Chief 004 $19,126.67 $24,411.02
Classification Salary Range Minimum Hourly Maximum Hourly Paid Call Firefigher 10730 $17.04 $21.75
Effective July 1, 2026

BARSTOW FIRE PROTECTION DISTRICT
FY 2026-2027 / Full-Time
Employee Classification / Compensation Program
Effective July 1, 2026
BARSTOW FIRE PROTECTION DISTRICT PART TIME POSITIONS - FY 26/27

15.d
Packet Pg. 212 Attachment: Proposed Salary Schedule - 2026-2027 - Amendment 1 - 07 07 2026 (6465 : Barstow Police Management FY26/27 MOU Adoption)

15.d
Packet Pg. 213 Attachment: Proposed Salary Schedule - 2026-2027 - Amendment 1 - 07 07 2026 (6465 : Barstow Police Management FY26/27 MOU Adoption) Joint Special Council/BFPD
07/7/26 05:30 PM
Code Compliance
Mary Willbond
Other
Doc ID: 6382

COUNCIL RESOLUTION
AGENDA MATTER:

RESOLUTION ____-2026 OF THE CITY COUNCIL OF THE CITY OF BARSTOW DECLARING ITS

INTENTION TO SET THE TIME, DATE AND PLACE FOR A PROTEST HEARING FOR PROPERTY ABATEMENT COSTS AND PENALTIES FOR JULY 21, 2026 AT 7:00 PM APN# 0182-163-13-0000 EXECUTIVE SUMMARY:

Set time, date, and place for a protest hearing for Property Abatement Fines and Penalties for Tuesday, July 21, 2026, at 7:00 PM for Property Abatement Costs and Penalties. APN #0182-163-13-0000.

DISCUSSION:

Pursuant to Barstow Municipal Code Section 6.30.130, staff is requesting the Council set a time, date and place for hearing any objections or protests on one Property Abatement account. The required notices are being sent to the delinquent property owner. APN# 0182-163-13-0000 FISCAL IMPACT:

None.

RECOMMENDED ACTION:

Adopt Resolution ____-2026, setting the date and time for a protest hearing for Property Abatement Costs and Penalties for July 21, 2026, at 7:00 PM in the Council Chambers, and waive the full reading for APN# 0182-163-13-0000.
16 Packet Pg. 214
Reso No. ____-2026
RESOLUTION NO. ____-2026

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BARSTOW,

CALIFORNIA, DECLARING ITS INTENTION TO SET THE TIME, DATE,

AND PLACE FOR A PROTEST HEARING FOR DELINQUENT
PROPERTY ABATEMENT COSTS AND PENALTIES FOR JULY 21,
2026.

WHEREAS, the City of Barstow may pursue any and all legal and equitable remedies for the collection of fines, including interest and penalties; WHEREAS, the city shall notify each responsible person of the time, date, and location that the City Council will consider any cost report imposing a lien or special assessment on property;

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF BARSTOW HEREBY FINDS, DETERMINES, ORDERS, AND RESOLVES AS FOLLOWS:

That a protest hearing be set for July 21, 2026, at 7:00 p.m. in the Council Chambers to consider the property abatement costs and any objections of any responsible person, and may modify the cost report if it determines that the public interest requires it to do so.

The City Clerk shall certify to the adoption of this Resolution.

PASSED, APPROVED, AND ADOPTED this 7
th day of July, 2026.
________________________
Timothy R. Silva, Mayor
ATTEST:
____________________________
Andrea Flores, City Clerk

16.a
Packet Pg. 215 Attachment: RESO ____-2026 Abatement Costs APN 0182-163-13-0000 (6382 : Resolution to Set Abatement Liens Hearing Date) Reso No. ____-2026
APPROVE AS TO FORM:
______________________________
Andrew L. Jared, City Attorney
I, Andrea Flores, City Clerk of the City of Barstow and Ex-Officio Clerk of the City Council, do hereby certify under penalty of perjury that the foregoing is a true and correct copy of Resolution No. ____-2026, adopted by the City Council of the City of Barstow at a regular meeting held on July 7, 2026, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:
_________________________
Andrea Flores, City Clerk

16.a
Packet Pg. 216 Attachment: RESO ____-2026 Abatement Costs APN 0182-163-13-0000 (6382 : Resolution to Set Abatement Liens Hearing Date) Joint Special Council/BFPD
07/7/26 05:30 PM
City Clerk / Records
Maribel Hernandez
Resolution
Doc ID: 6455

COUNCIL RESOLUTION
AGENDA MATTER:

APPROVAL OF RESOLUTION CALLING AND GIVING NOTICE OF THE HOLDING OF A GENERAL MUNICIPAL ELECTION TO BE HELD ON TUESDAY, NOVEMBER 3, 2026, FOR THE ELECTION OF

CERTAIN OFFICERS AS REQUIRED BY THE PROVISIONS OF LAWS OF THE STATE OF CALIFORNIA TO GENERAL LAW CITIES.

EXECUTIVE SUMMARY:

On November 3, 2026, the City of Barstow will conduct a General Municipal Election for the election of two (2) City Council Members representing District 1 and District 2, each for a full four-year term. In accordance with the California Elections Code, the City Council must adopt three companion resolutions to formally call the election, request consolidation of the City's election with the Statewide General Election to be conducted by the San Bernardino County Registrar of Voters and establish regulations governing candidate statements. Adoption of these resolutions ensures compliance with statutory election requirements and allows the election process to proceed.

DISCUSSION:

The California Elections Code requires the City Council to take several actions in advance of a General Municipal Election.
• First, the Council must adopt a resolution calling and giving notice of the General Municipal Election to be held on Tuesday, November 3, 2026, for the following offices:
o Member of the City Council - District 1 (Full four-year term) o Member of the City Council - District 2 (Full four-year term) The candidate nomination period is scheduled to open July 13, 2026, and close August 7, 2026. • Second, the Council must request that the San Bernardino County Board of Supervisors consolidate the City's General Municipal Election with the Statewide General Election pursuant to Elections Code section 10403. Consolidation authorizes the San Bernardino County Registrar of Voters to conduct the election on behalf of the City, resulting in administrative efficiencies and reducing the costs associated with conducting a stand-alone municipal election. • Finally, pursuant to Elections Code section 13307, the Council must adopt regulations governing candidate statements. These regulations establish the requirements for candidate statements submitted for inclusion in the voter information guide, including statement length, filing procedures, translation requirements, and payment of the associated costs. The estimated cost for a candidate statement is approximately $150 per candidate; however, the actual cost will be determined by the San Bernardino County Registrar of Voters based on the final expenses for printing, handling, translation, and mailing. Any additional costs or refunds will be reconciled following the election based on the Registrar's final invoice.

Together, these three companion resolutions satisfy the statutory requirements necessary to conduct the City's November 3, 2026 General Municipal Election.

FISCAL IMPACT:
17 Packet Pg. 217
Joint Special Council/BFPD
07/7/26 05:30 PM
City Clerk / Records
Maribel Hernandez
Resolution
Doc ID: 6455

COUNCIL RESOLUTION
The estimated cost to conduct the November 3, 2026 General Municipal Election for two City Council vacancies is approximately $9,000. Actual election costs will be determined by the number of registered voters within the affected districts and the content of the ballot. Funding for the election has been included in the City's Fiscal Year 2026-2027 Adopted Budget.

RECOMMENDED ACTION:

Adopt the following companion resolutions and waive the full reading:

1. Resolution No. XXX-2026, calling and giving notice of the holding of a General Municipal Election to be held on Tuesday, November 3, 2026, for the election of two City Council Members (Districts 1 and 2);

2. Resolution No. XXX-2026, requesting the San Bernardino County Board of Supervisors to consolidate the City's General Municipal Election with the Statewide General Election to be held on November 3, 2026, pursuant to Elections Code section 10403; and

3. Resolution No. XXX-2026, adopting regulations for candidate statements submitted to the voters for the November 3, 2026 General Municipal Election pursuant to Elections Code section 13307. 17 Packet Pg. 218
City Council Resolution No. _____-2026 1
RESOLUTION NO. ______-2026

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BARSTOW,

CALIFORNIA, CALLING AND GIVING NOTICE OF THE HOLDING OF A GENERAL MUNICIPAL ELECTION TO BE HELD ON TUESDAY, NOVEMBER 3, 2026, FOR THE

ELECTION OF CERTAIN OFFICERS AS REQUIRED BY THE PROVISIONS OF LAWS OF THE STATE OF CALIFORNIA TO GENERAL LAW CITIES.

WHEREAS, under provisions of the laws relating to general law cities in the State of California, a General Municipal election shall be held on November 3, 2026, for the Election of Officers; and
WHEREAS, the City of Barstow has consolidated its General Municipal Elections with the Statewide General Election;

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF BARSTOW,

CALIFORNIA, DOES RESOLVE, DECLARE, DETERMINE AND ORDER AS FOLLOWS:

SECTION 1: That pursuant to requirements of the laws of the State of California relating to General Law Cities, there is called and ordered to be held in the City of Barstow a General Municipal Election for the purpose of electing the following:

Member of the City Council (District 1) Full term of four (4) years Member of the City Council (District 2) Full term of four (4) years SECTION 2: That the ballots to be used at the election shall be in the form and content as required by law.

SECTION 3. That the City Clerk is authorized, instructed and directed to assist the San Bernardino County Elections Department in any and all manners necessary in order to properly and lawfully conduct the election.

SECTION 4. That the polls for the election shall be open at seven (7) o’clock a.m. of the day of the election and shall remain open continuously from that time until eight (8) o’clock p.m. of the same day when the polls shall be closed pursuant to Elections Code §10242 except as provided in §§ 14212, 14401 of the Elections Code of the State of California.

SECTION 5: That in all particulars not recited herein, the election shall be held and conducted as provided by law for holding municipal elections.

SECTION 6: That notice of the time and place of holding the election is given and the City Clerk is authorized, instructed and directed to give further or additional notice of the election, in a time, form and manner as required by law.

17.a
Packet Pg. 219 Attachment: Resolution Calling and Giving Notice General Election on 11 03 2026 (6455 : Approval of Resolution Calling and Giving Notice of City Council Resolution No. _____-2026 2
SECTION 7: That the City Clerk shall certify to the passage and adoption of this Resolution and enter it in the book of original Resolutions.

PASSED, APPROVED AND ADOPTED this 7
th day of July, 2026.
________________________________
Timothy R, Silva, Mayor
ATTEST:
_________________________________
Andrea Flores, City Clerk
APPROVE AS TO FORM:
___________________________________
Andrew L. Jared, City Attorney
I, Andrea Flores, City Clerk of the City of Barstow, do hereby certify that the foregoing Resolution No. _____ - 2026 is the actual Resolution duly and regularly adopted by the City Council at a regular meeting on the 7
th day of July 2026, by the following vote:

AYES:

NOES:

ABSENT/VACANT:

ABSTAIN:
_____________________________
Andrea Flores, City Clerk

17.a
Packet Pg. 220 Attachment: Resolution Calling and Giving Notice General Election on 11 03 2026 (6455 : Approval of Resolution Calling and Giving Notice of

REDISTRICTING BARSTOW
Final Adopted Map
March, 2022

17.b
Packet Pg. 221 Attachment: Barstow Final Adopted Map (1) (6455 : Approval of Resolution Calling and Giving Notice of

REDISTRICTING BARSTOW

FINAL ADOPTED MAP
*Adjusted for prisoner reallocation
DISTRICT 1 DISTRICT 2 DISTRICT 3 DISTRICT 4
2020 Census Count* 6,542 6,468 6,283 6,302
Deviation # 143 69 -116 -97
Deviation % 2.2% 1.1% -1.8% -1.5%
2010 Census Count 5,565 5,736 5,705 5,740
2019 CVAP* 4,302 3,652 3,920 3,510
2010 CVAP 3,455 3,895 4,078 3,325

17.b
Packet Pg. 222 Attachment: Barstow Final Adopted Map (1) (6455 : Approval of Resolution Calling and Giving Notice of

REDISTRICTING BARSTOW

FINAL ADOPTED MAP
*Adjusted for prisoner reallocation

17.b
Packet Pg. 223 Attachment: Barstow Final Adopted Map (1) (6455 : Approval of Resolution Calling and Giving Notice of District 1
2020 Count* 2019 CVAP*
Total 6,542 4,302
White 1,615 24.69% 1,588 36.91%
Black 1,554 23.75% 816 18.97%
Asian 124 1.90% 0 0.00%
Hispanic 2,760 42.19% 1,595 37.08%

REDISTRICTING BARSTOW

FINAL ADOPTED MAP
*Adjusted for prisoner reallocation

17.b
Packet Pg. 224 Attachment: Barstow Final Adopted Map (1) (6455 : Approval of Resolution Calling and Giving Notice of District 2

REDISTRICTING BARSTOW

FINAL ADOPTED MAP
*Adjusted for prisoner reallocation
2020 Count* 2019 CVAP*
Total 6,468 3,652
White 1,694 26.19% 1,175 32.17%
Black 858 13.27% 485 13.28%
Asian 286 4.42% 209 5.72%
Hispanic 3,047 47.11% 1,528 41.84%

17.b
Packet Pg. 225 Attachment: Barstow Final Adopted Map (1) (6455 : Approval of Resolution Calling and Giving Notice of District 3

REDISTRICTING BARSTOW

FINAL ADOPTED MAP
*Adjusted for prisoner reallocation
2020 Count* 2019 CVAP*
Total 6,283 3,920
White 1,713 27.26% 1,387 35.38%
Black 881 14.02% 429 10.94%
Asian 198 3.15% 53 1.35%
Hispanic 2,939 46.78% 1,841 46.96%

17.b
Packet Pg. 226 Attachment: Barstow Final Adopted Map (1) (6455 : Approval of Resolution Calling and Giving Notice of District 4

REDISTRICTING BARSTOW

FINAL ADOPTED MAP
*Adjusted for prisoner reallocation
2020 Count* 2019 CVAP*
Total 6,302 3,510
White 1,658 26.31% 1,148 32.71%
Black 1,464 23.23% 739 21.05%
Asian 89 1.41% 54 1.54%
Hispanic 2,615 41.49% 1,311 37.35%

17.b
Packet Pg. 227 Attachment: Barstow Final Adopted Map (1) (6455 : Approval of Resolution Calling and Giving Notice of City Council Resolution No. _____-2026 1
RESOLUTION NO. _____-2026

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BARSTOW, CALIFORNIA, REQUESTING

THE BOARD OF SUPERVISORS OF THE COUNTY OF SAN BERNARDINO TO CONSOLIDATE A GENERAL MUNICIPAL ELECTION TO BE HELD ON NOVEMBER 3, 2026, WITH THE STATEWIDE GENERAL ELECTION TO BE HELD ON THE DATE PURSUANT TO §10403 OF THE ELECTIONS CODE
WHEREAS, the City Council of the City of Barstow called a General Municipal Election to be held on November 3, 2026, for the purpose of the election of two (2) Members of the City Council (one Member from District 1 and one Member from District 2), for the four-year term of office in which a vacancy was created;
WHEREAS, it is desirable that the General Municipal Election be consolidated with the Statewide General Election to be held on the same date and that within the city the precincts, polling places and election officers of the two elections be the same, and that the county election department of the County of San Bernardino canvass the returns of the General Municipal Election and that the election be held in all respects as if there were only one election;

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF BARSTOW DOES RESOLVE, DECLARE, DETERMINE AND ORDER AS FOLLOWS:

SECTION 1. That pursuant to the requirements of §10403 of the Elections Code, the Board of Supervisors of the County of San Bernardino is hereby requested to consent and agree to the consolidation of a General Municipal Election with the Statewide General Election on Tuesday, November 3, 2026, for the purpose of the election of two (2) Members of the City Council (one Member from District 1 and one Member from District 2) for the four year term of office in which a vacancy was created.

SECTION 2. That the county election department is authorized to canvass the returns of the General Municipal Election. The election shall be held in all respects as if there were only one election, and only one form of ballot shall be used. The election will be held and conducted in accordance with the provisions of law regulating the statewide or special election.

SECTION 3. That the Board of Supervisors is requested to issue instructions to the county election department to take any and all steps necessary for the holding of the consolidated election.

SECTION 4. That the City of Barstow recognizes that additional costs will be incurred by the County by reason of this consolidation and agrees to reimburse the County for any costs.

SECTION 5. That the City Clerk is hereby directed to file a certified copy of this resolution with the Board of Supervisors and the county election department of the County of San Bernardino.

SECTION 6. That the City Clerk shall certify to the passage and adoption of this resolution and enter it into the book of original resolutions.

17.c
Packet Pg. 228 Attachment: Reso Consolidating (6455 : Approval of Resolution Calling and Giving Notice of Election) City Council Resolution No. _____-2026 2
PASSED, APPROVED AND ADOPTED this 7
th day of July 2026.
________________________________
Timothy R. Silva Mayor
ATTEST:
_________________________________
Andrea Flores, City Clerk
APPROVE AT TO FORM:
_________________________________
Andrew L. Jared, City Attorney
I, Andrea Flores, City Clerk of the City of Barstow, do hereby certify that the foregoing Resolution No. _____ - 2026 is the actual Resolution duly and regularly adopted by the City Council at a regular meeting on the 7 th day of July 2026, by the following vote:

AYES:

NOES:

ABSENT/VACANT:

ABSTAIN:
_____________________________
Andrea Flores, City Clerk

17.c
Packet Pg. 229 Attachment: Reso Consolidating (6455 : Approval of Resolution Calling and Giving Notice of Election) City Council Resolution No. _____-2026 1
RESOLUTION NO. _____-2026

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BARSTOW, CALIFORNIA, ADOPTING

REGULATIONS FOR CANDIDATES FOR ELECTIVE OFFICE PERTAINING TO CANDIDATES

STATEMENTS SUBMITTED TO THE VOTERS AT AN ELECTION TO BE HELD ON TUESDAY, NOVEMBER 3, 2026
WHEREAS, §13307 of the Elections Code of the State of California provides that the governing body of any local agency adopt regulations pertaining to materials prepared by any candidate for a municipal election, including costs of the candidates statement;

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF BARSTOW, CALIFORNIA, DOES RESOLVE, DECLARE, DETERMINE AND ORDER AS FOLLOWS:

SECTION 1. GENERAL PROVISIONS.

That pursuant to §13307 of the Elections Code of the State of California, each candidate for elective office to be voted for at an election to be held in the City of Barstow on November3, 2026, may prepare a candidate’s statement on an appropriate form provided by the City Clerk. The statement may include the name, age and occupation of the candidate and a brief description of no more than 200 words of the candidate’s education and qualifications expressed by the candidate himself or herself. The statement shall not include party affiliation of the candidate, nor membership or activity in partisan political organizations. The statement shall be filed in typewritten form in the office of the City Clerk at the time the candidate’s nomination papers are filed along with an electronic copy. The statement may be withdrawn, but not changed, during the period for filing nomination papers and until 5 p.m. of the next working day after the close of the nomination period.

SECTION 2. FOREIGN LANGUAGE POLICY.

Pursuant to the Federal Voting Rights Act, candidate statements will be translated into all languages required by the County of San Bernardino. The County is required to translate candidate’s statements into the following languages: Spanish
The County will mail separate sample ballots and candidates statements in the required languages to only those voters who are on the county voter file as having requested a sample ballot in a particular language. The County will make the same ballots and candidates statements in the required languages available at all polling places, on the County’s website, and in the Election Official’s office.

SECTION 3. PAYMENT.

A. Translations:

The candidate shall be required to pay for the cost of translating the candidate’s statement into any required foreign language as specified in Section 2 above pursuant to Federal and/or State law.

B. Printing:

1. The candidate shall not be required to pay for the cost of printing the candidate’s statement in English and Spanish in the voters’ pamphlet as specified in Section 2 above, pursuant to Federal and/or State law.

2. The candidate shall be required to pay for the cost of printing the candidates statement into any foreign language that is not required as specified in Section 2 above, pursuant to Federal and\or State law, but is requested as an option by the candidate.

The City Clerk shall estimate the total cost of printing, handling, translating, and mailing the candidate’s statements filed pursuant to this section, including costs incurred as a result of complying with the Voting Rights Act of 1965 (as amended), and require each candidate filing a statement to pay in advance to the local agency his or her estimated pro rata share as a condition of having his or her statement included in the voter’s pamphlet. In the event the estimated payment is required, the estimate is just an approximation of the actual cost that varies from one election to another election and may be significantly more or less than the estimate, depending on the actual number of candidates filing statements.

Accordingly, the clerk is not bound by the estimate and may, on a pro rata basis, bill the candidate for

17.d
Packet Pg. 230 Attachment: Reso - Candidate Statement (6455 : Approval of Resolution Calling and Giving Notice of Election) City Council Resolution No. _____-2026 2
additional actual expense or refund any excess paid depending on the final actual cost. In the event of underpayment, the clerk may require the candidate to pay the balance of the cost incurred. In the event of overpayment, the clerk shall prorate the excess amount among the candidates and refund the excess amount paid within 30 days of the election.

SECTION 4. ADDITIONAL MATERIALS.

No candidate will be permitted to include additional materials in the voter information guide.

SECTION 5. That the City Clerk shall provide each candidate or the candidate’s representative a copy of this Resolution at the time nominating petitions are issued.

SECTION 6. That all previous resolutions establishing Council policy on payment for candidates statements are repealed.

SECTION 7. That this resolution shall apply only to the municipal election on November3, 2026, and shall then be repealed.

SECTION 8. That the City Clerk shall certify to the passage and adoption of this Resolution and enter it into the book of original Resolutions.

PASSED, APPROVED AND ADOPTED this 7
th day of June, 2026.
________________________________
Timothy R. Silva., Mayor
ATTEST:
_________________________________
Andrea Flores, City Clerk
ATTEST AS TO FORM:
___________________________________
Andrew L. Jared, City Attorney
I, Andrea Flores, City Clerk of the City of Barstow, do hereby certify that the foregoing Resolution No. _____ - 2026 is the actual Resolution duly and regularly adopted by the City Council at a regular meeting on the 7th day of July 2026, by the following vote:

AYES:

NOES:

ABSENT/VACANT:

ABSTAIN:
_____________________________
Andrea Flores, City Clerk

17.d
Packet Pg. 231 Attachment: Reso - Candidate Statement (6455 : Approval of Resolution Calling and Giving Notice of Election) Joint Special Council/BFPD
07/7/26 05:30 PM
Police
Daniel Arthur
Grant
Doc ID: 6461

AGENDA ITEM
AGENDA MATTER:

ACCEPTANCE OF THE FY 2026/2027 NATIONAL HIGHWAY TRAFFIC SAFETY ADMINISTRATION AWARD AS A SUB-RECIPIENT THROUGH THE CALIFORNIA OFFICE OF TRAFFIC SAFETY (OTS).

EXECUTIVE SUMMARY:

Staff is recommending that Council approve the acceptance of the FY 2026/2027 National Highway Traffic Safety Administration award in the amount of $100,000 for the purchase of equipment and software used by law enforcement to improve officers and records efficiency through submissions of citation data to local court systems, and submissions of vehicle collision data to the California Highway Patrol Statewide Integrated Traffic Records System (CHP SWITRS).

DISCUSSION:

The California Office of Traffic Safety has awarded the City of Barstow funds under the FY 2026/2027 National Highway Traffic Safety Administration. As a sub-recipient under this grant, the City will receive $100,000.

The California Office of Traffic Safety will act as the fiscal agent/administrator for this grant and will be responsible for all fiscal and progress reporting. The City of Barstow, as a sub-recipient of this grant, will be responsible for the procurement of the approved equipment, quarterly reporting, and compliance with funding requirements as set forth by 2 Code of Federal Regulation (CFR) Part 200.

The Barstow Police Department, as the law enforcement sub-recipient under the grant, has been awarded funding for the following equipment:
1) Crossroads Software $66,600.00
• This is for the purchase of IOS citation software system, collision reporting system, and interfaces for integration in our Records Management System integration. 2) Barcodes $11,950.27
• This is for the purchasing of the mobile printers for officers to issue IOS citations. 3) Central Square $19,519.88
• This is for purchasing of a Mobile PS Pro Accident Reporting software and the interface for integration.

Grant Total $98,070.15
FISCAL IMPACT:

This is a reimbursable grant. There are no matching funds required for this grant. The expenditure of $100,000 for the purchase of the listed equipment must be made by the City and then reimbursement will be requested through the grant reimbursement process.
18 Packet Pg. 232
Joint Special Council/BFPD
07/7/26 05:30 PM
Police
Daniel Arthur
Grant
Doc ID: 6461

AGENDA ITEM
RECOMMENDED ACTION:

Authorize staff to allocate and appropriate the necessary funds to complete the project and submit eligible costs for reimbursement pursuant to the grant agreement. 18 Packet Pg. 233
Joint Special Council/BFPD
07/7/26 05:30 PM
City Manager Department
Kenneth D Chapa
Resolution
Doc ID: 6442

COUNCIL AGENDA ITEM
AGENDA MATTER:

NOMINATION TO CALIFORNIA GOVERNOR OF QUALIFIED CENSUS TRACTS FOR FEDERAL OPPORTUNITY ZONE 2.0 DESIGNATION
EXECUTIVE SUMMARY:

The One Big Beautiful Bill Act (OBBBA), signed July 4, 2025, permanently reauthorized and expanded the federal Opportunity Zone (OZ) program. Investors who reinvest capital gains into eligible lowincome census tracts are eligible to receive three federal tax benefits: deferral of capital gains taxes for up to five years; a 30% reduction in deferred capital gains tax liability for investments in Qualified Rural Opportunity Funds (QROFs); and exemption from federal capital gains tax on appreciation of OZ investments held for at least ten years.

Beginning July 1, 2026, the Governor will have 90 days to nominate up to 25% of California's eligible low-income census tracts (approximately 618) to the U.S. Treasury Department. GO-Biz will accept nominations from June 15 to July 25, 2026. Once certified, designations will remain in effect for 10 years, starting January 1, 2027. The City’s primary responsibility is to adopt a Council Resolution supporting the nomination. The City must also direct staff to submit a Local Authority Nomination form for each tract through the GO-Biz portal.

Barstow has four census tracts eligible for OZ 2.0 designation. All four tracts are confirmed as eligible under IRS Revenue Procedure 2026-14 (April 6, 2026), consistent with the 2020-2024 American Community Survey 5-Year Estimates. All meet OBBBA Low-Income Community standards. All four tracts qualify by meeting either the ≥20% poverty threshold or the <70% Median Family Income MSA threshold. Each tract is designated rural, qualifying for the 30% QROF step-up. OZ designation does not require city funds or obligations, allowing Barstow to attract private capital gains investment for local projects at no cost to the general fund.

DISCUSSION:

Based on 2020-2024 American Community Survey data, the City of Barstow has four eligible census tracts that meet the eligibility criteria for Opportunity Zone 2.0 designation. The tracts each meet or exceed OZ 2.0 requirements for “Low Income Community” (LIC) standards. A qualified census tract must meet or exceed one of two income tests: Poverty rate of 20% or higher, OR Median Family Income (MFI) below 70% of the relevant benchmark.
• Additionally, tracts qualifying on poverty rate must have an MFI not exceeding 125% of the relevant benchmark ($123,936 for the Riverside-San Bernardino-Ontario MSA). Official eligibility will be based on the 2020-2024 ACS 5-Year Estimates.

All four nominated tracts are eligible for OZ 2.0 designation and meet at least one of the two qualification criteria.
20% Poverty Threshold: (source: 2020-2024 ACS 5-Year Estimates) 19 Packet Pg. 234
Joint Special Council/BFPD
07/7/26 05:30 PM
City Manager Department
Kenneth D Chapa
Resolution
Doc ID: 6442

COUNCIL AGENDA ITEM

1. Main Street Corridor (06071009400):

Population: 4,127
Poverty Rate: 32.1%

2. Central Barstow (06071009502):

Population: 892
Poverty Rate: 21.4%

3. Barstow Interchange (06071009501)
Population: 683
Poverty Rate: 19.8%
(Does not qualify under 20% poverty threshold but qualifies under MFI criteria)

4. East Barstow/MCLB (06071012002)
Population: 5,225
Poverty Rate: 24.1%
70% MFI threshold of the Riverside-San Bernardino-Ontario MSA = $99,149:
(source: 2020-2024 ACS 5-Year Estimates)

1. Main Street Corridor (06071009400):

Median Family Income: $40,923
vs 70% of Metro Threshold: 41.3%

2. Central Barstow (06071009502):

Median Family Income: $76,440
vs 70% of Metro Threshold: 77.1%
(Does not qualify under 70% MFI but does qualify under 20% poverty threshold)

3. Barstow Interchange (06071009501)
Median Family Income: $52,806
vs 70% of Metro Threshold: 53.3%

4. East Barstow/MCLB (06071012002)
19 Packet Pg. 235
Joint Special Council/BFPD
07/7/26 05:30 PM
City Manager Department
Kenneth D Chapa
Resolution
Doc ID: 6442

COUNCIL AGENDA ITEM
Median Family Income: $48,807
vs 70% of Metro Threshold: 49.2%
Furthermore, IRS Revenue Procedure 2026-14 (issued April 6, 2026) lists all four tracts as confirmed eligible LICs and rural designated. The rural designation is important as it provides Qualified Rural Opportunity Funds (QROF) with a 30% step-up benefit over the standard 10% benefit, making these tracts among the most investor-attractive OZs in California.

By leveraging the recently adopted 2048 General Plan and Barstow International Gateway Specific Plan, demand for investment will be critical. Each tract is well positioned to attract investments from QROFs that align with the California Jobs First State Economic Blueprint. Example Investments may include:

Main Street Corridor: Attainable Housing serving essential workers, students, and families.

Redevelopment and adaptive reuse of Main Street Store fronts supporting tourism and encouraging entrepreneurial ecosystems. Additional opportunities for transportation and logistics.

Central Barstow: Expansion and development of quality Healthcare and Medical services as well as workforce development partnerships to support the growing healthcare field. Development of vacant land for attainable housing products.

Barstow Interchange: Housing, commercial and hospitality developments to better serve tourist/travel traffic along I-15.

East Barstow/MCLB: Retail and Food Services, Attainable Housing serving essential workers, students, and families
FISCAL IMPACT:

OZ designation does not obligate the City to any expenditure or financial liability. Instead, it unlocks access to a national pool of private capital gains investment estimated at tens of billions of dollars annually nationwide that can flow into qualifying projects within the designated tracts. With all four tracts confirmed as Rural, investors may additionally form Qualified Rural Opportunity Funds (QROFs) to access the 30% step-up incentive, making Barstow’s tracts among the most financially attractive OZ investments in California.

No impact to the city’s general fund.

RECOMMENDED ACTION:

It is recommended that the Barstow City Council Adopt Resolution No. XXXX-2026 requesting that the Governor of the State of California and the Governor’s Office Business and Economic Development (GOBiz) nominate Census Tracts: 06071009400, 06071009502, 06071009501, and 06071012002 for designation as Qualified Opportunity Zones under the Opportunity Zones 2.0 program 19 Packet Pg. 236
448341.1
RESOLUTION NO. XXX-2026

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BARSTOW,

CALIFORNIA, REQUESTING THAT THE GOVERNOR OF CALIFORNIA
AND THE GOVERNOR’S OFFICE OF BUSINESS AND ECONOMIC
DEVELOPMENT NOMINATE CENSUS TRACTS 06071009400,
06071009501, 06071009502 AND 06071012002 FOR DESIGNATION

AS A QUALIFIED OPPORTUNITY ZONES UNDER THE OPPORTUNITY
ZONES 2.0 PROGRAM
WHEREAS, the City of Barstow (“City”) is a general law city located in the County of San Bernardino, California, within which U.S. Census Tracts 06071009400, 06071009501, 06071009502 and 06071012002 are located; and WHEREAS, the federal Opportunity Zone program, established by the Tax Cuts and Jobs Act of 2017, was made a permanent part of the Internal Revenue Code by the One Big Beautiful Bill Act (Public Law 119-21), signed into law on July 4, 2025, which provides for a new decennial round of Opportunity Zone designations referred to as “Opportunity Zones 2.0”; and
WHEREAS, under the Opportunity Zones 2.0 framework, the Governor’s nomination window opens July 1, 2026, designations are certified by the U.S. Department of the Treasury effective January 1, 2027, and remain in effect for ten years, with the Governor’s Office of Business and Economic Development (“GOBiz”) serving as the State’s lead agency; and
WHEREAS, Census Tract 06071012002 was not included in the original (2018) Opportunity Zone designations, and the City was thereby excluded from the economicdevelopment benefits of the program for this parcel; and

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Packet Pg. 237 Attachment: Reso re Opp Zone(448341.1) (6442 : Zone 2.0 Designation) 448341.1
WHEREAS, Census Tract 06071009400 and 06071009500 (now 06071009501 and 06071009502) were included in the original (2018) Opportunity Zone designation but did not attract significant development at that time; and WHEREAS, the Internal Revenue Service, in Revenue Procedure 2026-14, has identified the population census tracts eligible for nomination as 2027 Qualified Opportunity Zones based on the 2020–2024 American Community Survey data; and WHEREAS, Census Tracts 06071009400, 06071009501, 06071009502 and 06071012002 qualify as low-income communities under the tightened Opportunity Zones

2.0 eligibility criteria, with a median income substantially below seventy percent (70%) of the statewide median, reflecting significant and sustained economic distress; and WHEREAS, the City has made and continues to make substantial public investments in its infrastructure, including transportation system capital improvements, sewer-line replacement, and accessibility and recreation improvements, thereby creating the conditions necessary to attract and support private investment; and WHEREAS, the City recently approved the Barstow International Gateway (BIG) Project, a first-of-its kind 4,500-acre, integrated rail facility as part of a $4 billion private investment by BNSF Railway to build on Barstow’s long history as a railroad town, while delivering economic, environmental, and equity benefits locally and statewide, with infrastructure and long-term revenue to support public services within the City; and WHEREAS, the BIG project and the associated update of the City’s General Plan addresses and allow the continued substantial public investments in the City’s infrastructure, including increased employment density thereby creating the conditions necessary to attract and support private investment; and

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Packet Pg. 238 Attachment: Reso re Opp Zone(448341.1) (6442 : Zone 2.0 Designation) 448341.1
WHEREAS, Census Tracts 06071009400, 06071009501, 06071009502 and 06071012002 qualify as Rural under the Internal Revenue Code, making investments within the tract eligible for the enhanced incentives available through Qualified Rural Opportunity Funds; and
WHEREAS, the City Council finds that designation of Census Tracts 06071009400, 06071009501, 06071009502 and 06071012002 as Qualified Opportunity Zones would advance the public interest by encouraging long-term private investment, job creation, housing, and economic recovery within the City.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF BARSTOW, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:

SECTION 1. Recitals. The Recitals are true and correct and are hereby incorporated and adopted as findings and determinations by the City Council as if fully set forth herein.

SECTION 2. The City Council formally requests that the Governor of the State of California and the Governor’s Office of Business and Economic Development nominate Census Tracts 06071009400, 06071009501, 06071009502 and 06071012002 for designation as Qualified Opportunity Zones under the Opportunity Zones 2.0 program for the designation round taking effect January 1, 2027.

SECTION 3. The City Council directs the City Manager and staff to prepare and submit to GO-Biz all materials supporting the nomination of Census Tracts 06071009400, 06071009501, 06071009502 and 06071012002, including community-need and investment-readiness documentation, and to coordinate the submission of letters of support from regional, county, state, and federal partners.

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Packet Pg. 239 Attachment: Reso re Opp Zone(448341.1) (6442 : Zone 2.0 Designation) 448341.1
SECTION 4. The City Council authorizes the City Manager to take such further actions as are necessary to effectuate the intent of this Resolution, including communicating this request and the City’s supporting materials to GO-Biz, San Bernardino County, and the City’s state and federal legislative representatives.

SECTION 5. This Resolution shall take effect immediately upon its adoption.

PASSED, APPROVED, AND ADOPTED this __ day of July 2026, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:
______________________________
Timothy R. Silva, Mayor
ATTEST: APPROVED AS TO FORM:
_________________________ _________________________
Andrea Flores, City Clerk Andrew L. Jared, City Attorney

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Packet Pg. 240 Attachment: Reso re Opp Zone(448341.1) (6442 : Zone 2.0 Designation) Part III
Administrative, Procedural, and Miscellaneous
26 CFR 601.601: Rules and regulations.
(Also Part 1, §§ 1400Z-1, 1400Z-2.)
Rev. Proc. 2026-14
SECTION 1. PURPOSE
This revenue procedure provides guidance to the Chief Executive Officer (CEO) of any State, of any territory of the United States, and of the District of Columbia regarding the procedure for nominating population census tracts to be designated as qualified opportunity zones (QOZs) effective on January 1, 2027, for purposes of §§ 1400Z-1 and 1400Z-2 of the Internal Revenue Code (Code)1, as amended by § 70421 of Public Law 119-21, 139 Stat. 72, 223 (July 4, 2025), commonly known as the One, Big, Beautiful Bill Act (OBBBA).
1 Unless otherwise specified, all “section” or “§” references are to sections of the Code.

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Packet Pg. 241 Attachment: IRS RecProc 2026 14 (6442 : Zone 2.0 Designation) - 2 -
SECTION 2. BACKGROUND
.01 Sections 1400Z-1 and 1400Z-2, in general.
(1) Section 1400Z-1. For purposes of §§ 1400Z-1 and 1400Z-2, § 1400Z-1(a) defines a QOZ as any population census tract that is a low-income community (LIC), as defined in § 1400Z-1(c)(1), that is designated as a QOZ. See section 2.02 of this revenue procedure for a description of the process prescribed by § 1400Z-1 for the designation of population census tracts that are LICs as QOZs. (2) Section 1400Z-2. Section 1400Z-2 allows the temporary deferral of inclusion in gross income for certain realized gains to the extent that corresponding amounts are timely invested in a corporation or partnership that meets the requirements to be certified as a qualified opportunity fund (QOF). In addition, if certain qualifications and holding period requirements are met, a taxpayer may be able to exclude a portion of such deferred gains from gross income and may also be able to exclude gain attributable to the taxpayer’s investment in a QOF from gross income. (3) References to §§ 1400Z-1 and 1400Z-2. All references in this revenue procedure to “prior § 1400Z-1” and “prior § 1400Z-2” refer to §§ 1400Z-1 and 1400Z-2, as in effect after amendment of the Code by both § 13823 of Public Law 115-97, 131 Stat. 2054, 2183 (December 22, 2017), commonly known as the Tax Cuts and Jobs Act (TCJA), and by § 41115 of the Bipartisan Budget Act of 2018 (BBA 2018), Public Law 115-123, 132 Stat. 64, 161 (February 9, 2018), but prior to amendment by § 70421 of the OBBBA. All references in this revenue procedure to “§ 1400Z-1” and “§ 1400Z-2” refer to §§ 1400Z-1 and 1400Z-2 as amended by § 70421 of the OBBBA. (4) Definitions. This section 2.01(4) defines terms used in this revenue procedure.

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(a) Qualified opportunity fund and qualified rural opportunity fund. (i) Qualified opportunity fund. Section 1400Z-2(d)(1) provides that a QOF is an investment vehicle that is organized as a corporation or a partnership for the purpose of investing in qualified opportunity zone property (QOZP), other than another QOF, and that holds at least 90 percent of its assets in QOZP as measured on the dates described in §1400Z-2(d)(1)(A) and (B). Pursuant to § 1400Z-2(d)(2)(A), QOZP means property that is qualified opportunity zone stock (QOZ stock), qualified opportunity zone partnership interest (QOZ partnership interest), or qualified opportunity zone business property (QOZBP).
(ii) Qualified rural opportunity fund. Section 1400Z-2(b)(2)(C)(i) defines the term “qualified rural opportunity fund” (QROF) 2 as a QOF that holds at least 90 percent of its assets in QOZP that is—
(A) QOZBP substantially all of the use of which, during substantially all of the QOF’s holding period for such property, was in a QOZ comprised entirely of a rural area, or
(B) QOZ stock, or a QOZ partnership interest, in a qualified opportunity zone business in which substantially all of the tangible property owned or leased is QOZBP and substantially all the use of which is in a QOZ comprised entirely of a rural area. (iii) Rural area. Section 1400Z-2(b)(2)(C)(ii) defines the term “rural area” as any area other than (1) a city or town that has a population of greater than 50,000 inhabitants and (2) any urbanized area contiguous and adjacent to a city or town that has a population of greater than 50,000 inhabitants. See Notice 2025-50, 2025-43 2 Section 70421(c)(2) of the OBBBA added § 1400Z-2(b)(2)(C)(i) to the Code, effective for amounts invested in QOFs after December 31, 2026. See section 70421(c)(5)(A) of the OBBBA.

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Packet Pg. 243 Attachment: IRS RecProc 2026 14 (6442 : Zone 2.0 Designation) - 4 -
I.R.B. 542 for more information on the definition of rural area. (b) Qualified opportunity zone business property. Prior § 1400Z-2(d)(2)(D) defined QOZBP as tangible property used in a trade or business of the QOF if such property was acquired by the QOF by purchase after December 31, 2017, the original use of such property in the QOZ commences with the QOF or the QOF substantially improves the property, and during substantially all of the QOF’s holding period for such property, substantially all of the use of such property was in a QOZ. Applicable to property acquired after December 31, 2026, § 70421(c)(4)(A) of the OBBBA amended prior § 1400Z-2(d)(2)(D)(i)(I) by striking “December 31, 2017” at the end of the subclause and inserting “the applicable start date (as defined in § 1400Z-1(e)(2)) with respect to the [QOZ] described in” § 1400Z-2(d)(2)(D)(i)(III). See section 2.02(6) of this revenue procedure regarding the applicable start date under § 1400Z-1(e)(2). .02 Designations of QOZs under § 1400Z-1.
(1) In general. Section 1400Z-1(b)(1)(A) allows the CEO of each State3 to nominate LICs to be designated as QOZs. If a State CEO nominates a population census tract to be designated as a QOZ, section 1400Z-1(b)(1)(B) authorizes the Secretary of the Treasury or the Secretary’s delegate (Secretary) to certify the nomination and designate such population census tract as a QOZ. However, § 1400Z1(d) limits the number of population census tracts in a State that the Secretary may designate as QOZs under § 1400Z-1 with respect to any designation period. (2) QOZ designations under prior § 1400Z-1.
(a) In general. Under prior § 1400Z-1(c)(1), a population census tract was 3 For purposes of § 1400Z-1 and this revenue procedure, the term “State” means any State, any territory of the United States, and the District of Columbia. See §§ 1400Z-1(c)(3) and 7701(a)(10).

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eligible for designation as a QOZ if it satisfied the definition of LIC in § 45D(e). In addition, prior § 1400Z-1(e) provided that a population census tract that was not an LIC could be designated as a QOZ if, among other requirements, the tract was contiguous with an LIC that was designated as a QOZ (contiguous tract). See Rev. Proc. 2018-16, 2018-9 I.R.B. 383, which provided guidance on the nomination, certification, and designation process under prior § 1400Z-1(b)(1) and (2). (b) Special rule for Puerto Rico. After the enactment of the TCJA, § 41115 of BBA 2018 added prior § 1400Z-1(b)(3) to the Code, under which all LICs in Puerto Rico were deemed certified and designated as QOZs effective on the date of the enactment of the TCJA, which was December 22, 2017.
(c) Period for which designation is in effect. Prior § 1400Z-1(f) provided a 10- year period for which a population census tract, once designated as a QOZ, would remain designated, beginning on the date of the designation and ending at the close of the 10th calendar year beginning on or after such date of designation. The 10-year period under prior § 1400Z-1(f) ends on—
(i) December 31, 2028, for QOZs nominated and designated pursuant to Rev. Proc. 2018-16, and
(ii) December 31, 2027, for QOZs certified and designated in Puerto Rico under BBA 2018.
(d) Notices 2018-48 and 2019-42. Notice 2018-48, 2018-28 I.R.B. 9, amplified by Notice 2019-42, 2019-29 I.R.B. 352, lists LICs that were nominated pursuant to Rev.

Proc. 2018-16 and certified and designated as QOZs by the Secretary in 2018, as well as LICs deemed certified and designated as QOZs under prior § 1400Z-1(b)(3) effective

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on December 22, 2017. Notice 2019-42, 2019-29 I.R.B. 352, added two additional census tracts in Puerto Rico that were deemed certified and designated as QOZs under prior § 1400Z-1(b)(3) effective on December 22, 2017.
(3) QOZ designations under the OBBBA.
(a) Definition of LIC. Section 70421(b)(1) of the OBBBA amended prior § 1400Z1(c)(1) to provide a narrower definition of an LIC. Rather than defining an LIC through a cross-reference to the definition of LIC under § 45D(e) as prior § 1400Z-1 had, § 1400Z1(c)(1)(A) and (B) define the term LIC by reference to the median family income of a population census tract and, in certain cases, the poverty rate of the tract. (i) In the case of a population census tract not located within a metropolitan area, § 1400Z-1(c)(1) provides that such a population census tract is an LIC if it has either (I) a median family income that does not exceed 70 percent of the statewide median family income or (II) a poverty rate of at least 20 percent and a median family income that does not exceed 125 percent of the statewide median family income. (ii) In the case of a population census tract located within a metropolitan area, § 1400Z-1(c)(1) provides that such a population census tract is an LIC if it has either (I) a median family income that does not exceed 70 percent of the metropolitan area median family income or (II) a poverty rate of at least 20 percent and a median family income that does not exceed 125 percent of the metropolitan area median family income.
(b) Contiguous tracts. Applicable to areas designated under § 1400Z-1 after July 4, 2025 (the date of enactment of the OBBBA), § 70421(b)(2) of the OBBBA removed prior § 1400Z-1(e) related to contiguous tracts. Thus, any population census tract that

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Packet Pg. 246 Attachment: IRS RecProc 2026 14 (6442 : Zone 2.0 Designation) - 7 -
is nominated for designation as a QOZ after July 4, 2025, can be designated as a QOZ only if the tract qualifies as an LIC without regard to any other population census tract. (c) Number of designations. Section 70421(a)(4) of the OBBBA amended prior § 1400Z-1(d) to apply the limitation on the number of designations of QOZs to each QOZ designation period. Section 1400Z-1(d)(1) provides that the number of population census tracts in a State that may be designated as QOZs may not exceed, during any QOZ designation period, 25 percent of the number of LICs in the State (25-percent limitation). If the number of LICs in a State is not evenly divisible by 4, the 25-percent limitation is determined by rounding the fractional quotient up to the next whole number.

For example, if a State contains 197 LICs, the maximum number of designations is 50, even though 25 percent of 197 is 49.25. Section 1400Z-1(d)(2) further provides that, notwithstanding the 25-percent limitation, if a State contains fewer than 100 LICs for a designation period, then a total of 25 LIC tracts may be designated. For example, a State with 24 LICs may nominate all of those 24 LICs.
(d) Designation of LICs in Puerto Rico. Section 70421(a)(3) of the OBBBA removed the special rule for Puerto Rico under prior § 1400Z-1(b)(3), which, as previously described in section 2.02(2)(b) of this revenue procedure, had deemed all LICs in Puerto Rico to be certified and designated as QOZs. Following the enactment of § 70421(a)(3) of the OBBBA, which becomes effective on December 31, 2026, the Governor of Puerto Rico may nominate LICs in Puerto Rico for designation as QOZs in accordance with § 1400Z-1, subject to the 25-percent limitation under § 1400Z-1(d).

Therefore, beginning on July 1, 2026 (the next decennial determination date as provided in § 1400Z-1(c)(2)(C)), the Governor of Puerto Rico will be able to nominate up

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Packet Pg. 247 Attachment: IRS RecProc 2026 14 (6442 : Zone 2.0 Designation) - 8 -
to 25 percent of the LICs in Puerto Rico using the procedures set forth in section 5 of this revenue procedure. Existing QOZs in Puerto Rico remain designated until the expiration of their 10-year designation period on December 31, 2027. (e) Determination period and extension. Pursuant to § 1400Z-1(b)(1)(A), the CEO of the State in which an LIC is located may nominate the tract to be designated as a QOZ, and any such nomination must be made no later than the end of the determination period. Section 1400Z-1(c)(2)(B) and (c)(2)(C)(i) provides that the term “determination period” means the 90-day period beginning on the decennial determination date (including any extension), the first decennial determination date being July 1, 2026. The Department of the Treasury (Treasury Department) and the Internal Revenue Service (IRS) anticipate that States will benefit from as much discretion and consistent administration of the QOZ nomination process as is permitted under § 1400Z-1. Consistent with this view, notifications of a State CEO’s nominations under §1400Z-1(b)(1)(A)(ii) that are submitted prior to the conclusion of the 90-day period provided under § 1400Z-1(c)(2)(B) will be considered received by the Secretary not earlier than the conclusion of that 90-day period. This will enable State CEOs to make multiple submissions of nominations of eligible population census tracts rather than submitting all nominations at once. It will also enable State CEOs to modify previously submitted nominations as long as the modifications are received by the end of the 90-day period. In addition, under § 1400Z-1(b)(2), the State CEO may request, and receive, a 30-day extension of this deadline, which would conclude, at the latest, on October 28, 2026.
(f) Consideration period and extension. Under § 1400Z-1(c)(2)(A), not later than

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Packet Pg. 248 Attachment: IRS RecProc 2026 14 (6442 : Zone 2.0 Designation) - 9 -
the end of a 30-day “consideration period” beginning on the date that the Secretary receives notice of a nomination, the Secretary may certify the nomination and designate the nominated tract as a QOZ. As previously described, section 2.02(e) of this revenue procedure provides a determination period that ends on October 28, 2026, if an extension is requested by a State CEO. Thus, with respect to a population census tract nominated by a State CEO during the determination period, the 30-day consideration period for the Secretary to certify and designate the nominated population census tract under § 1400Z-1(c)(2)(A) would conclude on November 27, 2026, at the latest. Under § 1400Z-1(b)(2), however, the State CEO may request, and receive, a 30-day extension of this deadline, which would extend it to December 28, 2026, at the latest. (g) Applicable start date and effective period. Section 70421(b)(2) of the OBBBA redesignated prior § 1400Z-1(f) as § 1400Z-1(e) and section 70421(b)(3) of the OBBBA amended the period for which a QOZ designation begins and ends. Under § 1400Z1(e)(1), a designation as a QOZ remains in effect for the period beginning on the applicable start date and ending on the day before the date that is 10 years after the applicable start date (QOZ designation period). Under § 1400Z-1(e)(2), the term “applicable start date” means, with respect to any LIC certified and designated as a QOZ, the January 1 following the date on which such QOZ was certified and designated. Therefore, for any LIC certified and designated by the Secretary as a QOZ pursuant to this revenue procedure (2027 QOZ), the QOZ designation period begins on January 1, 2027, and ends on December 31, 2036.

SECTION 3. IDENTITY OF LICs FOR DESIGNATION AS 2027 QOZs .01 Number of LICs eligible for designation as 2027 QOZs.

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Packet Pg. 249 Attachment: IRS RecProc 2026 14 (6442 : Zone 2.0 Designation) - 10 -
(1) In general. Based on the 2020-2024 American Community Survey (ACS) 5-Year and the 2020 Decennial Census of Island Areas (DECIA) data sets from the Bureau of the Census (Census Bureau), which are public, online resources, the Treasury Department and the IRS have identified 25,332 population census tracts that are LICs eligible for nomination as a 2027 QOZ. Of those population census tracts, 8,334 tracts are comprised entirely of a rural area. A list of population census tracts eligible for nomination as a 2027 QOZ, including those comprised entirely of a rural area, is provided in the Appendix to this revenue procedure. The 2020-2024 ACS 5- Year and 2020 DECIA data sets are the data sets used to determine the eligible population census tracts that are LICs eligible for nomination as 2027 QOZs contained in the Appendix to this revenue procedure because they provide the most accurate, upto-date, and consistent data necessary to provide the State CEOs with a list of eligible LICs that may be relied upon to nominate as 2027 QOZs. The 2020-2024 ACS 5-Year data set is the primary data set and the 2020 DECIA data set is only used for the territories of American Samoa, Guam, the Commonwealth of the Northern Mariana Islands, and the U.S. Virgin Islands for which ACS data is not available. The 25-percent limitation for a State is determined based on the 2020-2024 ACS 5-year and 2020 DECIA data sets.
(2) Areas within the boundaries of QOZs listed in Notice 2018-48 and Notice 2019- 42 that are eligible for nomination as a 2027 QOZ. A population census tract that contains all or part of the geographic area of a QOZ listed in Notice 2018-48 and Notice 2019-42 is eligible to be nominated as a 2027 QOZ only if the population census tract is an LIC under § 1400Z-1(c)(1) and without regard to whether all or part of the geographic

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area was designated as a QOZ under prior § 1.1400Z-1.
(3) Boundaries of eligible population census tracts to be designated as 2027 QOZ.

The 2020-2024 ACS 5-Year and 2020 DECIA data used in determining eligible population census tracts is collected from the geographic areas based on the population census tract numbers and boundaries established for the 2020 decennial census.

Because these data are used to establish boundaries for eligible population census tracts that are designated as 2027 QOZs, such boundaries are controlling and not subject to change during the 2027 QOZ designation period. .02 Information Resource. The list of population census tracts eligible for nomination as a 2027 QOZ provided in the Appendix to this revenue procedure will also be included in a public, online resource (Information Resource). The Information Resource will include detailed mapping that makes it possible to see the exact location of every tract listed in the Appendix to this revenue procedure and to view a variety of demographic information for each eligible tract, including whether a tract is comprised entirely of a rural area.

SECTION 4. SCOPE
This revenue procedure applies to nominations of population census tracts by a State CEO to be certified and designated by the Secretary as 2027 QOZs.

SECTION 5. PROCEDURE
.01 The Treasury Department is developing a nomination tool, which will be accessible online and available for the benefit of State CEOs that are making nominations of census tracts for designation as 2027 QOZs (Nomination Tool). .02 Further information on the nomination process under § 1400Z-1, including how to

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access the online Nomination Tool, will be sent individually to each of the State CEOs. .03 State CEOs are permitted to nominate a population census tract within their State to be certified and designated as a QOZ for the QOZ designation period beginning January 1, 2027, and ending on December 31, 2036, and may make or modify such a nomination during the determination period (including extensions). Any request to modify such a nomination after October 28, 2026, will be denied. Instructions on how to make and modify nominations will be included with the information sent to each of the State CEOs.
.04 Data set limitations. While the Appendix to this revenue procedure and the Information Resource provide a list of population census tracts that are eligible for nomination as a QOZ, there may be population census tracts that could be eligible for nomination as a QOZ that do not appear on this list. The Secretary will consider a State CEO’s nomination of a population census tract not listed in the Appendix or Information Resource to the extent that the nomination is accompanied by a detailed analysis, including current data collected at the census tract level, demonstrating the nominated population census tract satisfies the requirements under § 1400Z-1(c)(1).

SECTION 6. EFFECTIVE DATE
This revenue procedure is effective on April 6, 2026.

SECTION 7. ADDITIONAL INFORMATION
For further information, contact [email protected].

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Packet Pg. 252 Attachment: IRS RecProc 2026 14 (6442 : Zone 2.0 Designation)

APPENDIX
https://www.irs.gov/pub/irs-drop/rp-26-14-appendix.xlsx

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Packet Pg. 253 Attachment: IRS RecProc 2026 14 (6442 : Zone 2.0 Designation) Opportunity
Zones 2.0
Unlocking Private Investment for
Communities
Kenneth Chapa, Assistant City Manager

PRESENTED BY

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Packet Pg. 254 Attachment: Presentation - Opportunity Zones (6442 : Zone 2.0 Designation) What Are Opportunity Zones?
Opportunity Zones (OZs) are federally designated, economically distressed census tracts where investors receive capital gains tax incentives in exchange for deploying long-term private capital.

Created by the 2017 Tax Cuts and Jobs Act.

Governors nominate tracts; U.S. Treasury certifies.

Any entity with capital gains: individuals, C/S-corps, REITs, partnerships can invest via a Qualified Opportunity Fund (QOF) or a Qualified Rural Opportunity Fund (QROF)

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Packet Pg. 255 Attachment: Presentation - Opportunity Zones (6442 : Zone 2.0 Designation) Understanding Opportunity Zones
An Opportunity Zone is a federally designated
area that offers investors deferrals and
reductions on federal capital gains taxes for
investing in economically distressed
communities.

FEDERAL CAPITAL GAINS TAX

BENEFITS
Investments are made through a QOF or a
QROF, which serves as a vehicle for
pooling resources targeted at revitalizing
designated census tract.

QUALIFIED OPPORTUNITY FUND
Established by the 2017 Tax Cuts and
Jobs Act, the program has been made
permanent and enhanced by the One
Big Beautiful Bill Act (OBBBA) in July
2025.

PERMANENT LEGISLATION

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Packet Pg. 256 Attachment: Presentation - Opportunity Zones (6442 : Zone 2.0 Designation) Barstow qualifies for enhanced rural benefits, unlocking a 30% basis step-up for investors, significantly increasing attractiveness for capital investment in the city's
underserved areas.

ENHANCED BENEFITS
The eligibility criteria have been tightened to 70% of area median income, ensuring that funds are directed to the
communities most in need of revitalization.

TIGHTER ELIGIBILITY
The Opportunity Zones program is now permanent,
eliminating expiration dates and ensuring long-term
investment opportunities for communities like Barstow
without the need for regular redesignation.

PROGRAM PERMANENCE
A new rolling 5-year deferral allows investors to reset their deferral period for every new investment made after January 1, 2027, promoting ongoing community
investment.

ROLLING DEFERRAL
Key Reforms of OZ 20

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Packet Pg. 257 Attachment: Presentation - Opportunity Zones (6442 : Zone 2.0 Designation) By investing in the QOF, the investor defers paying taxes on the capital gain, allowing funds to be redirected into community development projects.

STEP 3: TAX DEFERRAL
If the investment is held for five years, investors receive a tax reduction; holding for ten years allows for complete tax-free gains on new investments.

STEP 4 & 5: HOLD FOR BENEFITS
An investor begins by selling an asset, such as stock or property, realizing a capital gain from the transaction that can be reinvested.

STEP 1: SELL ASSET
The investor must then reinvest the capital gain into a Qualified Opportunity Fund (QOF) within a 180-day
period to qualify for tax benefits.

STEP 2: INVEST IN QOF/QROF
How Opportunity Zone Investments
Work

19.c
Packet Pg. 258 Attachment: Presentation - Opportunity Zones (6442 : Zone 2.0 Designation) Ilustrative Example:
$500,000 Capital Gain Invested in a Barstow QROF (Rural OZ Fund) on Jan. 1, 2027 Year 0
(2027)
Invest $500K
Capital gain invested into
QROF within 180 days of
realization. Tax on gain is
deferred.

Tax deferred: $119,000*
Year 5
(2032)
30% Basis
Step-Up (QROF)
Rural fund investors receive a
30% basis step-up reducing
the deferred gain from $500K
to $350K.

Tax savings: $35,700
Year 5
(2032)
Deferred Tax
Due
Deferred gain (reduced by
step-up) now recognized and
paid. Net tax owed on $350K
gain.

Net tax paid: $83,300
Year 10+
(2037+)
100% Exit
Gain Exclusion
Any appreciation on the QROF
investment is completely
excluded from income upon
exit.

Appreciation tax: $0
* Assumes 23.8% federal capital gains rate. State tax treatment varies. Investors should consult qualified tax counsel

19.c
Packet Pg. 259 Attachment: Presentation - Opportunity Zones (6442 : Zone 2.0 Designation) California's OZ Timeline
LOCAL

AUTHORITY

DEADLINE
City submits census
tract recommendations
to GOBiz by 11:59 PM on
July 25, 2026.

GOVERNORS

NOMINATION
WINDOW
Governor nominates up to
25% of eligible tracts from
July 1 to September 30,
2026.

US TREASURY

CERTIFICATION
California's list submitted
to the Treasury by late
September or October for
certification.

NEW OZ MAP

EFFECTIVE
January 1, 2027, marks the
start of the new OZ
designations lasting through
December 31, 2036.

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Packet Pg. 260 Attachment: Presentation - Opportunity Zones (6442 : Zone 2.0 Designation) Why This Matters for Barstow
Barstow Qualifies as a Rural OZ Area
Barstow meets the federal definition of a 'rural area.' This unlocks the enhanced QROF incentives: 30% basis step-up (vs. 10%) and 50% improvement threshold making
rehabilitation projects far more financially feasible.

Eligible Tracts Likely Include Key Development
Corridors
Barstow's median family income and poverty rate
characteristics suggest multiple census tracts will qualify under the tightened OZ 2.0 threshold (≤70% AMI or ≥20%
poverty). Four tracts have already been identified by the IRS and American Community Survey data as eligible.

Alignment with BIG Project & Industrial
Development Goals
The Barstow International Gateway logistics hub and
related warehouse/industrial corridor investment align
directly with OZ 2.0's targeted investment in distressed communities. QROF capital can fill equity gaps that
traditional financing cannot.

19.c
Packet Pg. 261 Attachment: Presentation - Opportunity Zones (6442 : Zone 2.0 Designation) Barstow's Four Eligible Census
Tracts Overview
The IRS Rev. Proc. 2026-14 confirms four
census tracts in Barstow that meet the
criteria for Opportunity Zone
designation based on income and
poverty levels. American Community
Survey 5-year data (2020-2024) are
also used for validation.

PRE-IDENTIFIED TRACTS
All four tracts qualify for enhanced
Rural Opportunity Zone benefits,
making them attractive for private
investment and community
development initiatives.

ENHANCED RURAL BENEFITS
These tracts are strategically located,
spanning Downtown, Central, and Eastern
Barstow. Will help attract needed
investments in commercial services,
manufacturing, healthcare, and attainable
housing. Promotes private investment in
revitalization, redevelopment, infill, and
adaptive reuse of distressed properties.

STRATEGIC LOCATIONS

19.c
Packet Pg. 262 Attachment: Presentation - Opportunity Zones (6442 : Zone 2.0 Designation) The Main Street Corridor is situated along Route 66,
serving as the historic downtown core where both
residents and visitors converge for shopping and
community events.

LOCATION OVERVIEW
• Policy LU 2.1: Balanced mix of land uses
• Policy LU 3.1: Route 66 Main Street
• Policy LU 3.2: Downtown design and land use
2048 GENERAL PLAN LAND USE POLICY ALIGNMENT
• Under the OZ 2.0 framework, investment will target mixed-use redevelopment, historic façade rehabilitation, and new retail opportunities, directly contributing to the revitalization of the downtown landscape. • Industrial zoning in the northern part of the tract will attract investments in value-added logistics and advanced manufacturing
OZ 2.0 ALIGNMENT
Main Street
Corridor
(GEOID: 06071009400)
• Mixed-use redevelopment potential along Route 66, small business capitalization, and neighborhood-serving commercial uses. • Entrepreneurial ecosystems that generate financial and professional services employment accessible to low-income residents without four-year degrees. • Rehabilitation of underutilized storefronts supports main street businesses; retail, food services, and neighborhood services.
• Advanced Manufacturing and value-add logistics provide “pathway roles” that don’t require a bachelor’s degree, as well as workforce development partnerships with providers such as Barstow Community College.

CA JOBS FIRST STATE ECONOMIC BLUEPRINT ALIGNMENT

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Packet Pg. 263 Attachment: Presentation - Opportunity Zones (6442 : Zone 2.0 Designation) Central Barstow encompasses a vibrant residential and
neighborhood commercial area with potential to serve
as a High Desert Hub for Medical and Healthcare
services.

LOCATION INSIGHTS
Central
Barstow
• Policy LU 2.1: Balanced mix of land uses
• Policy LU 2.4: Medical professionals and services
• Policy LU 4.3: Public amenities and facilities
2048 GENERAL PLAN LAND USE POLICY ALIGNMENT
• OZ investments can facilitate neighborhood commercial revitalization, invest in medical and healthcare facilities, education and workforce training, and support attainable housing developments, enhancing public facilities and
improving community resources for residents of Barstow.

OZ 2.0 ALIGNMENT
• Healthcare, housing, and education are identified as “Anchor Sectors” within the Blueprint.
• Workforce development and ”pathway roles” opportunities for positions that don’t require a bachelor's degree.

CA JOBS FIRST STATE ECONOMIC BLUEPRINT ALIGNMENT
(GEOID: 06071009502)

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Packet Pg. 264 Attachment: Presentation - Opportunity Zones (6442 : Zone 2.0 Designation) Strategically positioned at the Interstate 15/Interstate 40 interchange. Serves as a vital area for local and visitororiented commercial activities as well as an opportunity for infill residential development/redevelopment within vacant or distressed parcels.

LOCATION DETAILS
Barstow
Interchange
• Policy LU 2.1: Balanced mix of land uses
• Policy LU 2.4: Medical professionals and services
2048 GENERAL PLAN LAND USE POLICY ALIGNMENT
• Vacant land and existing neighborhoods attract
investments in single-family and multifamily housing,
benefiting essential workers, students, and families.
• Investments in revitalization and adaptive reuse of
distressed commercial and hospitality properties
OZ 2.0 ALIGNMENT
• Attainable housing opportunities for essential workers, low-income families, and students
• Rehabilitation of underutilized storefronts supports main street businesses; retail, food services, and neighborhood services.
.

CA JOBS FIRST STATE ECONOMIC BLUEPRINT ALIGNMENT
(GEOID: 06071009501)

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Packet Pg. 265 Attachment: Presentation - Opportunity Zones (6442 : Zone 2.0 Designation) East Barstwo/MCLB is a key area within Barstow, featuring substantial industrial and commercial development
opportunities along the southern stretch, enhancing
economic activity and connectivity.

LOCATION OVERVIEW
East
Barstow/MCLB
(GEOID: 06071012002)
• Policy LU 1.3: Military coordination on land use and operations • Policy LU 2.1: Balanced mix of land uses
2048 GENERAL PLAN LAND USE POLICY ALIGNMENT
• Vacant land and existing neighborhoods attract investments in single-family and multifamily housing, benefiting essential workers, students, and military and civilian families.
• Increased population from workers and new residents creates demand for neighborhood services (grocery, childcare, and food and beverage), which are currently undersupplied in this area OZ 2.0 ALIGNMENT
• Investment opportunities for Attainable housing and neighborhood services benefiting essential workers, military and civilian families, and students. Housing and services such as childcare are identified as “Anchor Sectors” within the Blueprint.
• MCLB provides access to civilian pathway opportunities that don’t require a bachelor's degree.
• MCLB provides a place-based catalyst that can attract investments in housing, childcare, and food services in the surrounding area. Adjacent industrial zoning can attract

CA JOBS FIRST STATE ECONOMIC BLUEPRINT ALIGNMENT

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Packet Pg. 266 Attachment: Presentation - Opportunity Zones (6442 : Zone 2.0 Designation) OZ 2.0 is a Federal Tax Benefit
• Investments made by QROFs/QOFs only impact Federal
Capital Gains liability, not state or local tax obligations.

19.c
Packet Pg. 267 Attachment: Presentation - Opportunity Zones (6442 : Zone 2.0 Designation) It is recommended that the Barstow City Council Adopt Resolution No.XXXX-2026 requesting that the Governor of the State of California and the Governor’s Office Business and Economic Development (GO-Biz) nominate Census Tracts: 06071009400, 06071009502, 06071009501, and 06071012002 for designation as Qualified Opportunity Zones under the Opportunity Zones 2.0 program
Recommended Actions

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Packet Pg. 268 Attachment: Presentation - Opportunity Zones (6442 : Zone 2.0 Designation)

QUESTIONS

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Packet Pg. 269 Attachment: Presentation - Opportunity Zones (6442 : Zone 2.0 Designation) Nominated Census Tract Profiles
Main Street Corridor (6071009400)
2048 Barstow General Plan Land Use Designations:

General Industrial
Business Park
General Commercial
Diverse Use
Single Family Residential
Medium Density Residential
Low Density Residential
Public Facilities
Existing Assets:

Historic Route 66
Main Street Murals
Downtown Small Businesses
Historic Harvey House
Original Del Taco
Barstow High School
San Bernardino County Superior Court
BNSF Classification yard
Investment Opportunities
Attainable Housing: The General Plan's Diverse Use permits a variety of uses, including High-Density Residential designations (up to 30 du/acre), which make the downtown tract Barstow's highest-density housing location. New single family or multifamily construction would serve essential workers, students, and low-income families.

Route 66 Hospitality and Mixed-Use: Daily workforce traffic from West Barstow employment areas, combined with existing I-15 travelers, creates a larger customer base for hospitality, food service establishments, and adaptive reuse of underperforming Main Street storefronts meeting OZ's substantial improvement test for existing buildings.

19.d
Packet Pg. 270 Attachment: DRAFT 1 Pager - Nominated Census Tract Profiles for Staff Report 07072026 (6442 : Zone 2.0 Designation) Workforce Training and Services: Barstow Community College's logistics and technical programs, enhanced by partnerships with employers, create demand for student housing, accessible retail, and support services with proximity to the campus.

Transport, Logistics, and Housing: General Industrial and Business Park Land Uses provides opportunities for high-quality employment in sectors such as manufacturing, transportation, and logistics, creating demand for a skilled workforce, and attainable housing options serving essential workers, students and low-income families.
2048 General Plan Land Use Policy Alignment
• Policy LU 2.1, Balanced Mix of Land Uses - Plan for and maintain a balanced mix of high-quality land uses to ensure a range of residential options, fiscal sustainability, and convenient access to shops, restaurants, services, and well-paid jobs.
• Policy LU 3.1, Route 66 Main Street - Enhance the visibility and tourism value of Barstow’s Route 66 Main Street in the downtown, with a focus on the promotion of cultural and historic resources. • Policy LU 3.2, Downtown Design and Land Use - Promote building and site designs that facilitate a walkable, experience-oriented atmosphere in the downtown. Encourage a mix of land uses that provide the opportunity to live, work, shop, and eat during the day and/or night.

Central Barstow (06071009502)
2048 Barstow General Plan Land Use Designations:

General Commercial
Diverse Use
Single Family Residential
Medium Density Residential
Public Facilities
Parks & Resource/Land Management

19.d
Packet Pg. 271 Attachment: DRAFT 1 Pager - Nominated Census Tract Profiles for Staff Report 07072026 (6442 : Zone 2.0 Designation) Existing Assets:

Government Facilities:

City Hall,
Barstow Police Department
Barstow Fire Protection District
City Parks and Recreation Amenities
Dana Park
Foglesong Park & Henderson Pool
H Street Soccer Fields
Cora Harper Fitness Center
Barstow Community Hospital
Education
Barstow Unified School District
Henderson Elementary School
Barstow STEM Academy
Barstow Fine Arts Academy
Investment Opportunities
Existing Residential, Schools, and Government Facilities provide opportunities for investment in retail and restaurants.

Adaptive Reuse and Revitalization of existing commercial buildings and vacant store fronts along west Main Street allowing for new investments in retail, office, and hospitality.

Housing: Investment for infill housing of vacant or underutilized parcels. Attracting essential workers, students, and families into the city core.

Healthcare: The tract includes existing medical and healthcare facilities and services. Increased daytime workforce population from the BIG project as well as subsequent investments will increase demand for healthcare services and specialty care. OZ 2.0 designation provides a strong tool for expanding existing services and attract additional high value medical/healthcare investments into nearby vacant parcels and underutilized facilities.
2048 General Plan Land Use Policy Alignment
• Policy LU 2.1, Balanced Mix of Land Uses - Plan for and maintain a balanced mix of high-quality land uses to ensure a range of residential options, fiscal sustainability, and convenient access to shops, restaurants, services, and well-paid jobs.
• Policy LU 2.4, Medical Professionals and Services - Facilitate housing and employment growth in order to expand the local service population that can attract and support a variety of high-quality medical professionals and services.
• Policy LU 4.3, Public Amenities and Facilities - Protect and improve public parks, trails, open space areas, public plazas, historical assets, and public facilities to define and enhance the City’s quality of life.

19.d
Packet Pg. 272 Attachment: DRAFT 1 Pager - Nominated Census Tract Profiles for Staff Report 07072026 (6442 : Zone 2.0 Designation) Barstow Interchange (6071009501)
2048 Barstow General Plan Land Use Designations:

General Commercial
Diverse Use
Single Family Residential
Medium Density Residential
Public Facilities
Parks & Resource/Land Management
Existing Assets:

Interchange of I-15, 1-40, and Historic Route 66
Visitor Oriented Retail and Hospitality Amenities
Barstow Station
Multiple Hotel and Motel Franchises
Quick Serve Restaurants (QSRs)
Fast Casual Restaurants
Government Facilities:

Jeff L. Eason Sr, Senior Citizens Center
City Parks and Recreation Amenities
Lillian Park
Education
Cameron Elementary School
Investment Opportunities
Attainable Housing: Both vacant land and existing neighborhoods with capacity for growth would allow for additions of both single family and multifamily housing serving the growing population to include existing and future essential workers, students, and low-income families.

19.d
Packet Pg. 273 Attachment: DRAFT 1 Pager - Nominated Census Tract Profiles for Staff Report 07072026 (6442 : Zone 2.0 Designation) I-15 Corridor Commercial: Freeway-adjacent parcels are well-suited for hospitality, fuel, quick-service food, and logistics-support commercial uses serving BIG's operating population all qualifying as OZ original-use investment in new construction.

Healthcare and Professional Services: General Plan Policy LU-2.4 prioritizes healthcare growth in Barstow; BIG's expanding workforce population enlarges the patient and customer base for outpatient healthcare and professional services investment in this tract. 2048 General Plan Land Use Policy Alignment
• Policy LU 2.1, Balanced Mix of Land Uses - Plan for and maintain a balanced mix of high-quality land uses to ensure a range of residential options, fiscal sustainability, and convenient access to shops, restaurants, services, and well-paid jobs.
• Policy LU 2.4, Medical Professionals and Services - Facilitate housing and employment growth in order to expand the local service population that can attract and support a variety of high-quality medical professionals and services.

Tract 06071012002 — East Barstow/MCLB
2048 Barstow General Plan Land Use Designations:

General Commercial
Diverse Use
Single Family Residential
Medium Density Residential
High Density Residential
Open Space
Public Facilities

19.d
Packet Pg. 274 Attachment: DRAFT 1 Pager - Nominated Census Tract Profiles for Staff Report 07072026 (6442 : Zone 2.0 Designation) Existing Assets:

Marine Corps Logistics Base – Nebo Center
Montara Elementary School
Walmart Shopping Center
Quick Serve Restaurants (QSRs)
Motel Franchise
Donald Stringham Park
Investment Opportunities
Attainable Housing: This tract includes a vast amount of existing housing within city limits, with expanses of vacant land ranging from single family to high density residential, supporting and permitting various types of OZ-eligible housing development.

Defense-BIG Logistics Cluster: The convergence of MCLB Barstow's defense logistics demand and BIG's intermodal platform creates a unique environment for defense logistics businesses, maintenance and repair operators, and government contractors. Commercial and Diverse Use zoned parcels in this tract support OZ-eligible development.

Neighborhood-Serving Retail and Services: The combined BIG and MCLB workforce population creates sustained demand for grocery, healthcare, childcare, and food-and-beverage services currently undersupplied in this part of Barstow.
2048 General Plan Land Use Policy Alignment
• Policy LU 1.3, Military Coordination on Land Use and Operations - Coordinate with Marine Corps Logistics Base Barstow to ensure compatible land uses in areas where military operations could affect public health and safety, or where civilian activities could have an impact on current or future military operations.
• Policy LU 2.1, Balanced Mix of Land Uses - Plan for and maintain a balanced mix of high-quality land uses to ensure a range of residential options, fiscal sustainability, and convenient access to shops, restaurants, services, and well-paid jobs.

19.d
Packet Pg. 275 Attachment: DRAFT 1 Pager - Nominated Census Tract Profiles for Staff Report 07072026 (6442 : Zone 2.0 Designation) Joint Special Council/BFPD
07/7/26 05:30 PM
City Manager Department
Kenneth D Chapa
Presentation
Doc ID: 6447

AGENDA ITEM
AGENDA MATTER:

ROUTE 66 - MAIN STREET IMPROVEMENTS UPDATE
EXECUTIVE SUMMARY:

STAFF WILL PROVIDE AN UPDATE ON THE ROUTE 66 MAIN ST. PROJECT DISCUSSION:

At the May 5th Council Meeting, staff presented several projects intended to enhance the aesthetics of Main Street in preparation for the Route 66 Centennial Celebration. The City Council reviewed the proposed improvements and provided direction to staff. Staff will provide an update on the status of those projects and any progress made since the Council's direction.

FISCAL IMPACT:

Presentation Only
RECOMMENDED ACTION:

Receive Report Presentation and Provide Feedback to Staff. 20 Packet Pg. 276
RTE66/MAIN
STREET

PROJECT UPDATE
JULY 7, 2026

20.a
Packet Pg. 277 Attachment: Update Route 66 Barstow Centennial Park 07072026 council meeting (6447 : Route 66/Barstow Main Street Update) RECAP FROM MAY 5, 2026
• Council was presented with conceptuals for “Phase 1” improvements along Main St between 1st Ave and 7th Ave, and the park at the corner of 1st Ave and Main • Concept included: Street Improvements/repaving, general beautification of the public areas, and significant improvements to the corner park, including Route 66 Monumentation, Shaded area, Dog/Pet Area, and improvement to landscaping and walkways. • Staff communicated that the projects are scoped to be completed by November 11, 2026 • Funding was identified through two sources
⚬ $1 Million appropriation from the HUD-Transportation fund (sponsored by Congressman Jay Obernolte)
⚬ up to $282,000 from the city's Community Benefit program ⚬ Total projected Project budget = $1,282,000

20.a
Packet Pg. 278 Attachment: Update Route 66 Barstow Centennial Park 07072026 council meeting (6447 : Route 66/Barstow Main Street Update)

MAYOR AND COUNCIL
Council approved with additional action items

FEEDBACK
• Pocket Park
⚬ Improved shading and seating
⚬ Improved walkway access
• Beautification items for Main Street
⚬ Review placement and size of proposed sidewalk planter to ensure they don’t obstruct pedestrian traffic or sight lines of drivers at intersections
⚬ Invest in banners/flags that can be hung from existing fixtures along Main Street in the Project Area ⚬ Identify future CalTrans project that may impact Main Street/Route 66. Work with them to promote aesthetics that compliment City’s Route 66 investments.
• Outreach to local business owners
⚬ Communicate with local business owners, especially those with boarded-up windows/doors, and encourage them to paint Route 66-themed murals or similar artwork on these exterior-facing surfaces. ⚬ Connect with Village Cafe ownership about honoring them with a plaque celebrating their longevity and historical significance on Route 66

20.a
Packet Pg. 279 Attachment: Update Route 66 Barstow Centennial Park 07072026 council meeting (6447 : Route 66/Barstow Main Street Update) POCKET PARK • IMPROVED SHADING AND SEATING • IMPROVED WALKWAY ACCESS

20.a
Packet Pg. 280 Attachment: Update Route 66 Barstow Centennial Park 07072026 council meeting (6447 : Route 66/Barstow Main Street Update)

POCKET PARK
• IMPROVED SHADING AND SEATING
3 concrete backless benches with dividers

6.4'L x 1.5'Wx 1.1'T
9 metal benches with dividers

6.16'L x 2'W x1.5'T
4 cantilever shades
15'x15'x10'

20.a
Packet Pg. 281 Attachment: Update Route 66 Barstow Centennial Park 07072026 council meeting (6447 : Route 66/Barstow Main Street Update) • BEAUTIFICATION ITEMS FOR MAIN STREET
⚬ SIDEWALK PLANTER SIZE AND PLACEMENT
Staff reviewed the placement and sizing of
planters.
• The original planter concept was verified to be
too large and would affect both pedestrian
walkability and driver sightlines.
• In addition, irrigation is more readily available
in other locations.
• Solution:
• Reduce Planter Size
• Remove Planters from 1
st Ave and the East
side of Barstow and Main intersections
• Add 2 planters to West side of 2
nd Ave and
Man intersection.

ORIGINAL SIZE :
54"L X 54"W X 40" H

CONCEPTUAL

CONCEPTUAL

20.a
Packet Pg. 282 Attachment: Update Route 66 Barstow Centennial Park 07072026 council meeting (6447 : Route 66/Barstow Main Street Update) • BEAUTIFICATION ITEMS FOR MAIN STREET
⚬ SIDEWALK PLANTER SIZE AND PLACEMENT
New Planters size 36" D 36" H
8 Planters:
• 2 @ Barstow Rd and Main (west side of intersection)
• 4 @ 3rd Ave. and Main (UsBank Crosswalk)
• 2 @ 2nd Ave. and Main (east side of intersection)

20.a
Packet Pg. 283 Attachment: Update Route 66 Barstow Centennial Park 07072026 council meeting (6447 : Route 66/Barstow Main Street Update) • BEAUTIFICATION ITEMS FOR MAIN STREET
⚬ INSTALL OF BANNERS/FLAGS

CONCEPTUAL BANNER DESIGNS
Staff was directed to review the
feasibility of placing banners and/or
flags along Main Street to celebrate
the Route 66 Centennial event and
the Barstow Veterans.
• 10 light poles on Main Street
between 1st Ave. and Barstow
Rd. are available for banner
installation.
• Staff has priced new hardware
that will support two banners per
pole.

20.a
Packet Pg. 284 Attachment: Update Route 66 Barstow Centennial Park 07072026 council meeting (6447 : Route 66/Barstow Main Street Update) • BEAUTIFICATION ITEMS FOR MAIN STREET ⚬ BARSTOW ROUTE 66 LOGOs

CONCEPTUAL
Original Updated

20.a
Packet Pg. 285 Attachment: Update Route 66 Barstow Centennial Park 07072026 council meeting (6447 : Route 66/Barstow Main Street Update) • BEAUTIFICATION ITEMS FOR MAIN STREET
⚬ CalTRANs Projects
Upcoming CalTrans projects that are
expected to affect Main St/Route 66
• Brightline High Speed Rail is
expected to construct a viaduct
that will cross Main Street near the
I-15/I-40 Junction.
• No specific timeline has been
determined however Caltrans has
met with City Staff to begin
discussion about potential
aesthetics improvement
CONCEPTUAL: provided by CalTrans

20.a
Packet Pg. 286 Attachment: Update Route 66 Barstow Centennial Park 07072026 council meeting (6447 : Route 66/Barstow Main Street Update) • OUTREACH TO BUSINESS OWNERS
⚬ BEAUTIFY DISTRESSED/BOARDED STOREFRONTS WITH RTE 66 ART ⚬ VILLAGE CAFE PLAQUE
Council directed staff to work with property owners within the project area to cleanup and/or paint boarded-up windows/storefronts with artwork
⚬ Staff has reached out to multiple property owners on Main Street Staff has met with Village Café Ownership.
⚬ They are eager to work with us on a dedication ceremony ⚬ Staff will return with a proposed design for plaque and timeline for ceremony

20.a
Packet Pg. 287 Attachment: Update Route 66 Barstow Centennial Park 07072026 council meeting (6447 : Route 66/Barstow Main Street Update)

MODIFED PROJECT SCOPE
• Original plan was to use a $1MM HUD-Transportation appropriation to fund the improvements. ⚬ We were recently informed that, although we will receive the funds, they will not be available until later in the calendar year, which would affect our tight project timeline. • By slightly modifying the project scope, we will still be able to meet our November 11, 2026, deadline with significant improvement complete before the October 9, 2026 Main Street USA Festival ⚬ Original project scope included resurfacing Main Street from 1st Ave to 7th Ave ⚬ Modified Scope: Resurface Main Street from 1st Ave to Barstow Rd. ￭ Leverage Measure I to pay for street improvements
￭ Leverage the Community Benefit fund to pay for Pocket Park and Main Street Beautification Improvements
⚬ Original Project estimate = $1,282,000
⚬ Modified Project estimate = $1,000.000
￭ up to $600,000 for Street Improvements
￭ up to $400,000 for Park Improvements and Main Street Beautification items (i.e., intersection stencils, banners, and planters).
⚬ Staff will bring the full award and funding package to the council for approval on July 21, 2026

20.a
Packet Pg. 288 Attachment: Update Route 66 Barstow Centennial Park 07072026 council meeting (6447 : Route 66/Barstow Main Street Update)

MODIFED PROJECT SCOPE
• When HUD Transportation funds become available, staff will prepare a Phase 1a project scope for council review and approval, and project priority. May include:
⚬ Complete street resurfacing to 7th Ave.
⚬ Begin planning and development of projects originally listed under Phase 2 from the May 5, Meeting.

CONCEPTUAL PHASE 2 PROJECTS: ARCHWAY SIGN, MEDIAN ART, ARTISTIC SIDEWALK

20.a
Packet Pg. 289 Attachment: Update Route 66 Barstow Centennial Park 07072026 council meeting (6447 : Route 66/Barstow Main Street Update)

PROJECT TIMELINE
⚬ July 21 Award and Funding Package to Council
⚬ Work to start on both Pocket and Street Improvement by Mid-August 2026 ⚬ Street Improvements projected to be complete by end of September 2026 ⚬ Pocket Park to be complete by end of September/Mid-October 2026 ⚬ Both the Street and Pocket Park will be open for the Main Street USA Festival October 9-10, 2026 ⚬ Staff will organize a Pocket Park dedication ceremony for the Route 66 Centennial by November 11, 2026

20.a
Packet Pg. 290 Attachment: Update Route 66 Barstow Centennial Park 07072026 council meeting (6447 : Route 66/Barstow Main Street Update)

QUESTIONS

20.a
Packet Pg. 291 Attachment: Update Route 66 Barstow Centennial Park 07072026 council meeting (6447 : Route 66/Barstow Main Street Update)