Bellflower City Council
September 22, 2025

14-L

TO: Honorable Mayor and Members of the City Council

ATTENTION: Ryan Smoot, City Manager

FROM: Dana Hang, Human Resources and Risk Manager

SUBJECT: Consideration and possible action to adopt 1) Resolution Nos. 25-35 [MOU No. 25-01], 25-36 [MOU No. 25-02], and 25-32.

Resolution No. 25-35 [MOU No. 25-01] – A Resolution approving Memorandum of Understanding (MOU) File No. 25-01 with
Bellflower City Employees Association (“BCEA”) – represented executive assistant employees in the Bellflower municipal service for Fiscal Years 2025-2026 and 2026-2027; and superseding
Resolution No. 23-40;

Resolution No. 25-36 [MOU No. 25-02] – A Resolution approving Memorandum of Understanding (MOU) File No. 25-02 with
Bellflower City Employees Association (“BCEA”) – represented part-time maintenance and community services officer employees in the Bellflower municipal service for Fiscal Years 2025 -2026 and 2026-2027; and superseding Resolution No. 23-39; and

Resolution No. 25-32 – A Resolution Establishing Salary Ranges for Employees and Authorizing the City Manager to Implement Such Changes.

DATE: September 22, 2025

EXECUTIVE SUMMARY

Staff and representatives of the Bellflower City Employees Association (“BCEA”) (Represented Executive Assistants) and BCEA-PT (Represented part-time Maintenance and Community Services Officer) unions met and conferred pursuant to Section 3500 et.

Seq. of the California Government Code, for purposes of reaching a labor agreement.

The City and both BCEA unions began negotiations in May 2025 for a successor MOU to the agreements that expired on June 30, 2025. The City concluded labor negotiations with two of its four bargaining unions. The term of the MOUs are for fiscal years 2025- 2026 and 2026-2027. The attached MOUs were updated to reflect changes in law, practice, and policy.

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<1 01: BELLFLOW
fi‘ Staft-eport

Staff Report – Memorandums of Understanding Nos. 25-01 – 25-02 September 22, 2025

EXECUTIVE SUMMARY – Continued

BCEA (Represented Executive Assistants) ratified the agreement on September 8, 2025, and BCEA (Represented part-time employees) ratified the agreement on September 2, 2025.

RECOMMENDATION TO CITY COUNCIL

1) Adopt Resolution No. 25-35, 25-36 and 25-32; or

2) Alternatively, discuss and take other action related to this item.

FISCAL IMPACT

The estimated total personnel cost including taxes and the implementation of the compensation and benefit adjustments outlined in the MOUs is $1,181,000 in fiscal year 2025-2026 and $1,241,000 in fiscal year 2026 -2027 for Bellflower City Employees Association (represented Executive Assistants). For BCEA part-time employees (represented Maintenance and Community Services Officers employees), the estimated total personnel cost is approximately $1,281,000 in fiscal year 2025-2026 and $1,375,000 in fiscal year 2026-2027.

ATTACHMENTS

Resolution No. 25-35 [MOU No. 25-01] .......................................................................... 3 BCEA (Represented Executive Assistants) MOU No. 25-01 .......................................... 6 Resolution No. 25-36 [MOU No. 25-02] .........................................................................39 BCEA (Represented Part-Time Maint. and Com. Services Officer) MOU No. 25-02 ....42 Resolution No. 25-32 (Adjust Salary Ranges) ...............................................................70

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CITY OF BELLFLOWER

RESOLUTION NO. 25-35

A RESOLUTION APPROVING MEMORANDUM OF UNDERSTANDING
(MOU) FILE NO. 25-01 WITH BELLFLOWER CITY EMPLOYEES’

ASSOCIATION (BCEA) - REPRESENTED EXECUTIVE ASSISTANT

EMPLOYEES IN THE BELLFLOWER MUNICIPAL SERVICE FOR
FISCAL YEARS 2025-2026 AND 2026-2027; AND SUPERSEDING
RESOLUTION NO 23-40

THE CITY COUNCIL RESOLVES AS FOLLOWS:

SECTION 1. Government Code §36506 requires the City to prescribe the time and method of payment of salaries and wages of officers and employees of the City.

SECTION 2. The Memorandum of Understanding File No. 25-01 with BCEA - Represented Executive Assistant Employees attached as Exhibit “A,” and incorporated by reference, is adopted and is retroactively effective on July 1, 2025.

SECTION 3. If any part of this Resolution or its application is deemed invalid by final decision of a court of competent jurisdiction, the City Council intends that such invalidity will not affect the effectiveness of the remaining provisions or applications and, to this end, the provisions of this Resolution are severable.

SECTION 4. Resolution No. 23-40 (adopted August 28, 2023) pertaining to represented executive assistant employees in the Bellflower municipal service is superseded in its entirety, retroactively effective July 1, 2025.

SECTION 5. Electronic Signatures. This Resolution may be executed with electronic signatures in accordance with Government Code §16.5. Such electronic signatures will be treated in all respects as having the same effect as an original signature.

SECTION 6. The Mayor, or presiding officer, is hereby authorized to affix his signature to this Resolution signifying its adoption by the City Council of the City of Bellflower, and the City Clerk, or her duly appointed deputy, is directed to attest thereto.

SECTION 7. This Resolution will become effective immediately upon adoption.

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City of Bellflower
Resolution No. 25-35

PASSED, APPROVED, AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF BELLFLOWER THIS 22ND OF SEPTEMBER 2025.

________________________________
Ray Dunton, Mayor
ATTEST:

________________________________
Mayra Ochiqui, City Clerk

APPROVED AS TO FORM:

Karl H. Berger, City Attorney

_______________________________________
By:

ATTACHMENT:

Exhibit A – Memorandum of Understanding File No. 25-01

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CITY OF BELLFLOWER
RESOLUTION NO. 25-35 – EXHIBIT A

MEMORANDUM OF UNDERSTANDING FILE NO. 25-01

MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF BELLFLOWER AND THE BELLFLOWER CITY EMPLOYEES’ ASSOCIATION (EXECUTIVE

ASSISTANTS)
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MEMORANDUM OF UNDERSTANDING
between

THE CITY OF BELLFLOWER
and
Bellflower City Employees Association

July 1, 2025 – June 30, 2027
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Table of Contents

ARTICLE 1 – SCOPE OF MEMORANDUM OF UNDERSTANDING 3
ARTICLE 2 – RECOGNITION 3
ARTICLE 3 – MANAGEMENT RIGHTS 3
ARTICLE 4 – UNION RIGHTS 4
ARTICLE 5 – ANTI-STRIKE CLAUSE 6
ARTICLE 6 – PERSONNEL RULES 6
ARTICLE 7 – LEAVES 6
ARTICLE 8 – WORK RELATED INJURY 9
ARTICLE 9 – HEALTH BENEFITS 10
ARTICLE 10 – RETIREMENT BENEFITS 14
ARTICLE 11 – RESIGNATION 15
ARTICLE 12 – LAYOFF AND RECALL 15
ARTICLE 13 – SALARIES 16
ARTICLE 14 – UNIFORMS AND EQUIPMENT 18
ARTICLE 15 – SPECIAL PAY PROVISIONS 18
ARTICLE 16 – GRIEVANCE PROCEDURES 20
ARTICLE 17 – GENERAL PERSONNEL PROVISIONS 22
ARTICLE 18 – SAVINGS CLAUSE 27
ARTICLE 19 – FULL UNDERSTANDING, MODIFICATIONS AND WAIVER 27 ARTICLE 20 – TERM 28
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PREAMBLE
This Memorandum of Understanding (”MOU”) was prepared in accordance with Government Code § 3500. The City of Bellflower, a municipal corporation and general law City (“City”) and Bellflower City Employees Association (“Union”) enter into this MOU after meeting and conferring in good faith. The Parties agree as follows.

ARTICLE 1 – SCOPE OF MEMORANDUM OF UNDERSTANDING
It is the intent and purpose of this MOU to assure sound and mutually beneficial working and economic relations between the Parties to provide an orderly and peaceful means of resolving any misunderstandings or differences which may arise, and to set forth herein the basic and full agreement between the Parties concerning wages, benefits hours of employment, and other conditions of employment.

ARTICLE 2 – RECOGNITION
The City exclusively recognizes and acknowledges the Union as the recognized employee organization representing all employees in the Executive Assistant Unit (“Unit”) and must meet and confer in good faith with the Unit on all matters regarding wages, benefits, working conditions, employee rights, hours of employment, and other conditions of employment.

The classifications in the Unit and covered under this MOU are listed in attached Exhibit “A,” which is incorporated by reference.

ARTICLE 3 – MANAGEMENT RIGHTS
To ensure the City is able to carry out its statutory functions and responsibilities, the following matters are not subject to the terms of this MOU, but are within the exclusive discretion of the City:
• To select and determine the number and types of employees required • To assign work to employees in accordance with the requirements determined by the City
• To establish and change work schedules and assignments • To hire, transfer, and to promote or to lay off employees for lack of work and for all other legitimate reasons
• To suspend, discipline, or discharge employees for legitimate, non-discriminatory business reasons in accordance with the Personnel Rules • To expand or diminish services
• To subcontract for any work or operations
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• To determine and change methods of operations
• To determine and change at its sole discretion the number of locations, relocations and types of operations and the processes and materials to be employed • To make, publish and enforce rules and regulations
Except in emergencies, or where the City is required to make changes in its operations because of the requirements of law, whenever the exercise of management’s rights impacts employees of the Unit, the City agrees to meet and confer with representatives o f the Union, upon request by the Union, regarding the impact of the exercise of such rights, unless the matter of the exercise of such rights is provided for in this MOU, Personnel Rules and Regulations, or Salary Resolutions.

ARTICLE 4 – UNION RIGHTS
Section 4.1 Meet and Confer
The Union must meet and confer with the management officials on subjects within the scope of representation during their regular duty or work hours, without loss of time, compensation or benefits in accordance with and provided under the Meyers-Milias-Brown Act.

Such employees, after being excused from their regular assigned duties, are permitted to take reasonable time to discuss terms and conditions of employment. Said employee(s), if on duty, must be paid for such reasonable time by the City at the same rate of pay for regular work; however, no overtime may be paid for any time spent as set forth above. Stewards and employees’ officers of the Union may have a reasonable amount of paid time to investigate and process grievances. “Paid time” as used in this section, does not require an employee to give up his/her breaks.

Section 4.2 Access to Worksite
Union representatives may use City facilities designated by the Personnel Officer, or designee, for any Union business upon reasonable advance notice to and approval by the Personnel Officer, or designee, which will not be unreasonably withheld. Access to certain City facilities, e.g., the corporation yard and secured areas of City Hall, is limited. No prior approval is required for access to employees at designated City facilities during breaks, lunches, cleanup time, and also for grievance processing and investigation.

Section 4.3 Union Officers, Representatives and Stewards A written list of the Union officers, representatives and stewards must be furnished to the City one week after their designation and the Union must notify the City promptly in writing of any changes to such list.

Section 4.4 Negotiations
Negotiations for a successor agreement shall begin no later than March 1, 2027. The parties may mutually agree to open negotiations as early as October 2026. 9 of 72Page 9 of 72

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Section 4.5 Payroll Deductions
Upon notification from the Union, the City must deduct membership dues from the paychecks of Unit members. Dues so deducted must be promptly remitted to the Union within two weeks after deduction.

Section 4.6 Conventions and Workshops
During the period of this MOU, the Unit has 48 additional hours per year on a fully paid basis to send representatives to attend Union conventions and/or workshops.

Section 4.7 Reporting Requirements
The Union agrees to furnish any information needed by the City to fulfill the provisions of this article.

Section 4.8 Indemnity Clause
The Union must indemnify, defend, and hold the City of Bellflower Harmless against any claims made, and against any suit instituted against the City of Bellflower on account of check off of employee organization deductions. In addition, the Union must refund to the City of Bellflower any amounts paid to it in error, upon presentation of supporting evidence.

Section 4.9 Communications
In lieu of bulletin boards, the City must provide the Union access to the City’s computer network for purposes of communicating with its members. Any such use must conform to the City’s computer and network use policy.

Section 4.10 New Employee Orientations
In accordance with Government Code Sections 3555-3559, the City will provide written notice to the designated Union representative when a new employee is hired into the bargaining unit, as provided in this Article. The designated Union representative shall receive the written notice not less than 10 days in advance of employee orientation, except that a shorter notice may be provided in a specific instance where there is an urgent need critical to the City’s operations that was not reasonably foreseeable. The designated Union representative will be provided with reasonable release time to meet with the new employee for the purpose of discussing membership in the Association.

Following orientation, the City shall comply with Government Code Section 3558 unless otherwise negotiated. Pursuant to Government Code Section 7928.300(c), new and current employees may request that the City refrain from disclosing the employee’s home add ress, home telephone number, personal cellular number, personal email address, or date of birth to the Association upon written request to Human Resources. 10 of 72Page 10 of 72

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Section 4.11 Use of City Facilities
The Union may use City facilities for membership meetings. Such use is subject to applicable City regulations and availability.

Section 4.12 Employee Personnel File
Grievance forms or responses, as well as Skelly proceedings, will not be filed in the employee's personnel file.

ARTICLE 5 – ANTI-STRIKE CLAUSE
Section 5.1 No Strike and No Lockout
There will be no strike or work stoppage by the Union during the term of this MOU. Union officers will actively discourage any rumored strike. Within the context of a labor management dispute, the City will not engage in any lockout of employees during the term of this MOU.

The City will actively discourage any rumored lockout.

ARTICLE 6 – PERSONNEL RULES
Section 6.1 Incorporation by Reference
The Personnel Rules adopted by Resolution No. 21-30 on April 26, 2021 are incorporated into this MOU by this reference and are attached as Exhibit C. Unless this MOU provides differently, the Personnel Rules will govern the employment of all members of the Unit. However, as provided at Section 2.3 of the City of Bellflower Personnel Rules, to the extent that the City’s Personnel Rules and/or Policies conflict with this MOU, this MOU takes precedence over such Rules and/or Policies.

Section 6.2 Duty to Meet and Confer

Should the City propose to amend, add to, or delete provisions from its Personnel Rules, it will notify the Union sufficiently in advance of any such change so as to provide the parties a full opportunity to meet and confer thereon before implementation. Implementation may not occur before exhaustion of applicable impasse procedures, including statutorily-required factfinding.

ARTICLE 7 – LEAVES
Paid and Unpaid Leaves of Absence. For purposes of this agreement, neither paid vacation nor paid holidays are considered as "leave." Where used herein, "domestic partner" means a registered domestic partner as provided by California law.

Section 7.1 Paid Leaves of Absence

a. When an employee retires, resigns, or otherwise terminates employment, he 11 of 72Page 11 of 72

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or she will be paid for all accrued sick leave on a one -for-one basis. In the event of an employee's death, such payment will be made in accordance with applicable law.

b. Sick leave with pay may be used for sickness, incapacity, quarantine, pregnancy, and doctor visits.

c. Whenever any person is compelled to be absent from his/her employment with the City due to an injury arising out of, or in the course of, his/her employment as determined by the Worker's Compensation Act, he or she may elect to apply prorated accrued sick leave, if any, to such absence and to receive compensation therefore in an amount equal to the difference between the compensation received by him/her under the Worker's Compensation Act and his/her regular City pay. An employee in such instance may also elect to use any earned vacation time in a like manner after his/her sick leave is exhausted. The City shall contact the employee to determine if the employee desires this supplement.

d. Sick leave shall not be abused. Abuse should be subject to progressive discipline.

e. Sick leave, then vacation leave, may be used by an employee to supplement disability payments. The City must contact the employee to determine if the employee desires this supplement.

f. There must be no deduction from sick leave for absence on the date of a work- related injury.

g. Vacation during Sick Leave. When an employee is sick for a period exceeding five (5) days, such employee may choose to use vacation leave for part of such leave if he or she applies for vacation leave in the normal manner.

Jury Duty. Except in the case of a court order to the contrary, a full-time employee called for jury duty will receive his/her regular salary while actually performing jury service, for up to 80-hours in any 12-month period. When a full-time employee is subpoenaed for any matter within the scope of employment, he/she/they will be paid his/her/their regular salary.

Paid Time Off for Employee Funerals. While maintaining essential services, the City Manager may, in his/her sole discretion, authorize reasonable time-off with pay for employees wishing to attend the funeral of a current employee.

Section 7.2 Unpaid Leaves of Absence

Leave of Absence without Pay. The City Manager may, in his/her sole discretion, grant to a regular full-time employee a leave of absence without pay for a period not to exceed two years. All benefits and accruals will end and resume as soon as possible in accordance with the rules of each specific benefit and accrual. No such leave may be granted except upon written request of the employee, setting forth the nature of the 12 of 72Page 12 of 72

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leave request, to the City Manager. The approval will be in writing with a copy placed in the employee's personnel file.

Medical Leave of Absence without Pay. When an employee's Family Medical Leave and all other accrued leaves have run out, the City Manager may grant a medical leave of absence without pay, of up to one (1) year for employees with ten (10) years or less of continuous service, up to eighteen (18) months for employees with more than ten (10) years continuous service, and up to two (2) years for employees with more than twenty (20) years continuous service. Such requests shall not be unreasonably denied. All benefits and accruals will cease on the first day of leave and resume on or immediately after the first day of the employee's return to full duty. No such leave may be granted except upon written request of the employee, setting forth the nature of the leave request, to the City Manager. Any such letter will be accompanied by a letter from the employee's physician; the approval will be in writing with a copy placed in the employee's personnel file.

Section 7.3 Addendum to Employer Paid Benefits during Paid and/or Unpaid Leave of Absence

When a full-time employee is on an FMLA-qualifying leave, the City must continue to pay the full-time benefits described in Article 9 for up to twelve (12) weeks, with the following exceptions:

California Pregnancy Disability Leave (PDL). PDL is an FMLA-qualifying leave that entitles a woman unable to work due to a pregnancy-related disability to up to four months of time off work. PDL normally and initially runs concurrent with the employee's 12-weeks of FMLA leave. The City must continue to pay the full-time benefits during eligible PDL leave. The city may require an employee to use accrued sick leave during any unpaid portion of their pregnancy disability leave. An employee may also choose to use any accrued leave as part of her PDL. For additional details regarding PDL, employees should refer to Personnel Rules section 808.

California Family Rights Act (CFRA) Leave. CFRA provides employees with up to 12-weeks of job protection. If a female employee has used up all allowed Pregnancy Disability Leave and then elects to exercise her rights under the CFRA to continue on leave to stay home with her newborn, notwithstanding the provisions of CFRA, The City shall continue to pay the full-time benefits for up to twelve (12) weeks during qualifying CFRA leave. For additional details regarding CFRA, employees should refer to Personnel Rules section 806.

Section 7.4 Other Leaves

Parental Leave for School Visits. In accordance with Labor Code Section 230.8, an employee who is a parent, guardian, stepparent, foster parent, grandparent or a person who stands in loco parentis to a child of the age to attend kindergarten or grades 1 to 12, inclusive, 13 of 72Page 13 of 72

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or a licensed child care provider, may take off up to forty (40) hours each year, for the purpose of either of the following child-related activities:
a) To find, enroll, or reenroll his or her child in a school or with a licensed child care provider, or to participate in activities of the school or licensed child care provider of his or her child, if the employee, prior to taking the time off, gives rea sonable notice to the City of the planned absence. Time off for these reasons shall not exceed eight hours in any calendar month of the year.
b) To address a child care provider or school emergency, if the employee gives notice to the City. For the purposes of this section, “emergency” means that the school or child care provider has requested that the child be picked up or the school or child care provider has an attendance policy that prohibits the child from attending or requires the child to be picked up from the school or child care provider, the child has behavioral or discipline problems, the closure or unexpected unavailability of the school or child care provider, excluding planned holidays, or a natural disaster such as a fire, flood, or earthquake.

The employee, if requested by the City, must provide documentation for the school or licensed child care provider as proof that the employee engaged in child-related activities permitted by this policy on a specific date and at a particular time. Documentation means whatever written verification of parental participation the school or licensed child care provider deems appropriate and reasonable.

The employee shall utilize existing vacation, compensatory time off for the purposes of the planned absence authorized by this policy. An employee also may utilize time off without pay for the purposes of the planned absence authorized by this policy.

Active Military Leave. All employees who leave active employment for the purpose of military induction, determination of physical fitness to enter, or performance of training duty in the armed forces, either by enlistment, draft, or recall, will be granted a leave of absence. Upon conclusion of the leave, the employee shall be restored to the same or comparable job position in accordance with Military and Veterans Code Section 395, et. seq.

Federal Family and Medical Leave Act (FMLA) Leave. The Federal Family and Medical Leave Act (FMLA) entitles an eligible employee to a total of 12 work weeks of leave during any 12-month period, permitting leave for the birth of a child or to care for a newborn of an employee; the placement of a child with an employee in connection with the adoption or foster care of a child; leave to care for a child, parent, spouse or registered domestic partner who has a serious health condition; or leave because of a serious work or non- work related health condition that makes the employee unable to perform the functions of his/her position. For the purpose of calculating FMLA Leave, the City recognizes a "rolling" 12-month period, measured forward from the first date leave is used. Eligible employees are those employed for at least 12 months and have worked at least 1,250 hours during the 12-month immediately preceding the commencement of the leave. An employee must use all accrued sick and vacation leave and compensatory time as part of his/her unpaid FMLA leave, but shall not be required to use their paid leave to supplement their disability insurance payments. Once an employee’s paid leave is depleted, the remainder of such 14 of 72Page 14 of 72

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leave shall be unpaid. For additional details regarding FMLA, employees should refer to Personnel Rules section 806.

ARTICLE 8 – WORK RELATED INJURY
If an employee is out on leave for a Workers' Compensation eligible injury, the City must continue to pay full benefits for four months after the employee has been declared "Permanent and Stationary".

a. All full-time employees are allowed for each injury or illness, normal salary for the day of injury or illness.
b. During the time frame an employee is on full paid leave, the employee will continue to accrue all fringe benefits.

ARTICLE 9 – HEALTH BENEFITS
Section 9.1 Medical Insurance
The City must continue to pay the full premiums and all other costs of health insurance for employees, spouses or registered domestic partners and eligible dependents through the California Public Employees' Retirement System (CalPERS) Health Insurance up to the maximum amount provided in Section 9.1.A

1. Medical Insurance

A. City-Paid Contribution

The maximum level of payment for health insurance is $1,925 per month. Effective January 1, 2026, the maximum level of payment for health insurance is $2,075.00.

Effective January 1, 2027, the maximum level of payment for health insurance is $2,275.

B. Excess Premiums
An employee is required to pay the cost of medical insurance premiums, for their selected plans, which exceeds the amount of the City’s monthly contribution.

C. Use of Accrued Vacation for Excess Premiums
Employees who elect a health insurance program with a premium above the City - paid contribution maximum may also elect to use the cash value of redeemed accrued vacation to pay for any above maximum premium. Such use will be on a dollar-for-dollar and pre-tax basis. Such election must be made in writing, may cover all or a specified part of the over maximum premium, and will remain in effect until modified or revoked by the employee. If accrued vacation is insufficient to pay 15 of 72Page 15 of 72

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for any above maximum premium, the difference will be deducted from the employee's net pay.

2. Medical Opt-Out
Employees who have comparable coverage through an alternative medical plan may elect to opt out of medical coverage and receive compensation. Employees who opt out of medical insurance will receive one half of the City paid maximum medical insurance contribution each month provided that the employee certifies under penalty of perjury in writing at least once every fiscal year that they, as well as their spouse or registered domestic partner and any other eligible dependents, are covered by another medical p lan and also provides copies of appropriate documentation of such coverage. The employee is additionally required to give immediate notice to the City of any change of coverage.

The City, in its absolute discretion, will make the determination of comparable coverage.

Employees and their dependents will only be eligible to reinstate medical and/or dental coverage during open enrollment periods, except that employees who furnish proof that they have involuntarily lost their comparable medical insurance may apply for immediate reinstatement to take effect on the first day of the month following their request. Open enrollment periods may be subject to change at the sole discretion of CalPERS and the dental insurance carriers. The City is not responsible for any such changes.

3. Retiree Health Insurance.

It is agreed that the health insurance program rates paid by the City for retired employees and annuitants will be the same as for current employees, except:
a. For employees hired as full-time before June 1, 2004, who subsequently retire from PERS service from the City of Bellflower, the City must continue to pay premiums as set forth in Subsection 9.1(1)(A) and all other costs of health insurance for retirees, spouses or registered domestic partners and eligible dependents through the California Public Employees’ Retirement System (CalPERS) Health Insurance or other comparable health insurance in an amount not to exceed the City’s contribution for current full-time employees. Once each year, the City must allow all employees who were first employed before June 1, 2004, to individually elect to be subject to the provisions of the Vesting Requirement (Resolution No. 04-28, adopted May 10, 2004).

b. Vesting. Employees hired on or after June 1, 2004, and for whom the City makes a retirement contribution, pursuant to its contract with CalPERS dated December 11, 1965, and who subsequently retire from CalPERS service from the City, are subject to the following vesting schedule:

Credited Years of Service Percentage of Employer Contribution 10 50
11 55
12 60
13 65
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14 70
15 75
16 80
17 85
18 90
19 95
20 or more 100

All full-time employees who subsequently retire from PERS service from the City of Bellflower, and except as described above, are otherwise subject to the same restrictions as for full-time employees, and any retiree who is eligible for Medicare is further restricted to Medicare supplemental health insurance. Retirees should contact CalPERS directly at 888-225-7377 for more information on all retiree medical, eligibility, benefit, and enrollment questions.

1. No health insurance benefit will be paid unless the employee, as defined in GC 22772 (formerly GC 22754), has a minimum of 10 years of PERS service credit which must include a minimum of five-years of City service credit.

2. The employer's monthly contribution for each retired employee first hired on or after June 1, 2004, will not exceed the amount necessary to pay the full cost on the employee’s enrollment, including the enrollment of family members, in a health benefits plan or plans up to a maximum $1,925 ($2,075 effective January 1, 2026 and $2,275 effective January 1, 2027) per month plus Administrative fees and Contingency Reserve Fund, effective on the date the required contract amendment is approved by CalPERS, but not more than 100 percent of the premium applicable to him o r her, nor less than the 100 percent of the weighted average of the health benefits plan premiums for employees or annuitants enrolled for self alone plus 90 percent of the weighted average of the additional premiums required for enrollment of family members in the four health benefits plans that have the largest number of enrollments.

3. The percentage of employer contribution payable for post -retirement health benefits for each retired employee is based on the employee's completed years of credited service based on Government Code Section 22893, plus administrative fees and Contingency Fund assessment.

Section 9.2 Dental Insurance
The City must pay the full premium and all other costs of dental insurance for employees, spouses or registered domestic partners and eligible dependents. The coverage provided is the employee’s choice of the Delta Dental Premier PPO plan (or its equivalent or better) or the DeltaCare DPO plan (or its equivalent or better).

Dental Opt-Out – Employees who have adequate coverage through an alternative dental plan may elect to opt out of dental coverage and receive compensation of $80 per month, provided that any such employee certifies under penalty of perjury in writing at least once every fiscal year that he or she, as well as his/her spouse or registered 17 of 72Page 17 of 72

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domestic partner and any other dependent, is covered by another dental plan and also provides copies of appropriate documents showing that the employee, his/her spouse or registered domestic partner and any other dependents are all covered. The employee is additionally required to give immediate notice to the City of any change in coverage.

Section 9.3 Vision Insurance
The City must provide vision insurance for all full-time employees, spouses or registered domestic partners and eligible dependents without cost to the employee.

Section 9.4 Long-Term Disability Insurance
The City must provide the long-term disability plan to all full-time employees without cost to the employee. Information about the Long-Term Disability insurance will be provided to employees upon request to Human Resources.

Section 9.5 Life Insurance
Each full-time employee receives a group life insurance benefit equal to the annual salary of the highest main step of the highest class of the employee’s bargaining unit as of July 1 annually. All eligible dependents of full -time employees receive $5,000 of group life insurance. The City pays all premiums. Employees who terminate from the City for any reason or who are no longer eligible for the City paid coverage, may be entitled to covert this coverage into an individual policy. Applications for conversion must be filed with the appropriate insurance company within 30 calendar days after termination of employment eligibility ceases.

Section 9.6 Employee Assistance Program
The City shall continue its Employee Assistance Program for all employees.

Information about the Employee Assistance Program will be provided to employees upon request to Human Resources.

Section 9.7 Consolidated Omnibus Budget Reconciliation Act (COBRA)

a. The City shall comply with all applicable law governing COBRA. b. Any change to applicable law which would reduce COBRA benefits shall result in a meet and confer between the City and the Union.
c. The City shall provide information on COBRA benefits to all employees on an annual basis on the anniversary of this agreement.

Section 9.8 Wellness Program

The City will provide an annual wellness program payment to employees of $100. Such payment will be included on the first paycheck in July of each year. Employees will have 18 of 72Page 18 of 72

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the option to receive payment as wages on the first paycheck in July, alternatively, employees may elect to contribute this payment, on pre -tax basis- to their deferred compensation account. Employees will make an election no later than June 15th of each year as to whether they receive this benefit as wages or contribute the payment to their deferred compensation account. If an employee does not make such election by June 15th of the pertinent year, the City will process the payment as wages ARTICLE 10 – RETIREMENT BENEFITS
Section 10.1 Retirement Plans
Retirement benefits will be provided through the California Public Employees’ Retirement System (CalPERS). The City will pay the CalPERS employer’s contribution.

1. CalPERS
Defined benefit miscellaneous retirement plans through CalPERS are based on the employee’s date of hire with the City and/or member status with CalPERS as determined by the Public Employee’s Pension Reform Act of 2013 (“PEPRA”).

Each retirement plan tier also defines the retirement formula, final compensation calculation, and employee contribution/cost sharing as follows:

Classic Members. A classic member is defined as any member who was first brought into CalPERS membership before January 1, 2013 and has no break in CalPERS service greater than six months. The City will provide Classic members with Service Retirement with 2% at age 55 and one-year final compensation. Classic members will pay the CalPERS member’s contribution.

New Members. A new member is defined as a new hire who is brought into CalPERS memberships for the first time on or after January 1, 2013, and who has no prior membership in any California Public Retirement System or a member who first established CalPERS membership prior to January 1, 2013, and who is rehired (by a different CalPERS employer) after a break in service of greater than six months. The City will provide New members with Service Retirement with 2% at age 62 and three- year final compensation. New members must pay their employee contribution as required by CalPERS law and regulations.

Section 10.2 Deferred Compensation
The City must provide deferred compensation plans to all employees in the form of 457(b) and 401(a) plans.

The City must match full-time employee’s regular contributions to a deferred compensation plan up to 4% of combined base pay and bilingual pay. The measurement period for the match will be based on a calendar year. The employer’s contribution will be evenly distributed throughout the year. For the purposes of qualifying for the employer match, “deferred 19 of 72Page 19 of 72

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compensation” refers to both the employees’ contribution to either the 457(b) plan or the 401(a) plan. There will be no City match to any employee’s special contribution.

ARTICLE 11 – RESIGNATION
Section 11.1 Resignation
Failure to give two weeks’ notice means the employee did not separate in good standing, unless by reason of hardship, and upon his/her request, the Personnel Officer waives the two-week notice requirement.

ARTICLE 12 – LAYOFF AND RECALL

No employee, who was full-time as of July 1, 2025, shall be laid off on or before June 30, 2027 as a result of subcontracting.

For purposes of this section, "lack of work" is defined as an absence of work to be done for the City by an employee(s) not caused by the City contracting out the work. A “lack of funds” is defined as an actual and existing financial inability to pay the salaries, including all benefits, of employees.
a. If a layoff is reasonably anticipated, the City will attempt to communicate to the Union any information about an impending layoff as soon as possible considering the City’s interests and compliance with state and federal notice requirements. b. A layoff must occur only for lack of work or funds for duties traditionally held by the bargaining unit represented in this MOU and not resulting from service modifications, general cost reduction programs, or organizational changes. c. Recall from layoff will be in direct order of seniority by employee classification. Recall rights exist for 36 months from the date of the layoff. Seasonal, temporary, and part - time employees will be called back to work after employees covered by this MOU. d. Employees will not have their hours reduced in a layoff unless mutually agreed to in writing by the City and the Union.
e. No non-bargaining unit employee is allowed to "bump" into any bargaining unit covered by this agreement, nor is any employee allowed to bump from one bargaining unit into another.
f. Seniority means the total time employed by the City in any full-time classification (i.e., Citywide seniority).
g. Should a new position, job classification, or title be created in the City, the Personnel Officer and the Union chairperson must review the duties assigned that position and mutually determine, to the satisfaction of both parties, whether recall rights to that position should exist from any current or previously existing City job title. This in no way abridges any of the rights possessed by the Union or the City under any other Sections of this agreement. Both the City and the Union will reasonably attempt to agree on this matter.

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ARTICLE 13 – SALARIES
Section 13.1 Salary Ranges
Salary ranges for each classification are reflected in Resolution No. 25-32, adopted 09-22- 2025.

Section 13.2 Salary Steps

1. Each salary range has five steps – A, B, C, D, and E.

2. Increase from the minimum step to each succeeding step is approximately 5% in each range, and approximately twenty 20% between the minimum and maximum steps.

3. Step Increases must be given when due, as specified in Section 13.3.

Section 13.3 Salary Advancement
The five steps of the salary range will be interpreted and applied as follows:

1. The first step (A) will normally be the hiring step.

2. The second step is an adjustment given at the end of the employee’s probationary period. Where no probation is required, the same criteria used for the third step will be used for the second step.

3. The third, fourth, and fifth steps are incentive adjustments to encourage an employee to improve his/her work and to recognize seniority and increased skill on the job.

Employees are eligible for these adjustments any time after the completion of 12 months of service at the preceding step as an incentive program. Each adjustment will be made only if recommended by the department head and approved by the City Manager. Employees may be evaluated annually after reaching the fifth step in their salary range.

Section 13.4 Job Classification Changes
Whenever an employee is promoted to a new job classification, such employee may be promoted to the lowest step in the new salary range that is no less than 5% above the old range.

Section 13.5 Flexible Staffing
The Executive Assistant series is designated as “flexibly staffed.” Executive Assistants may be promoted from a level “I” to a “II” level and a level “II” to a “III” level by promotion instead of a competitive process. To promote in flexibly staffed positi on levels, an Executive Assistant must meet all the requirements for the higher-level position, demonstrated satisfactory performance in the employee’s current position, and must submit a written request to the employee’s Department Director justifying the requested advancement. All EAI’s within a department may flex to an EAII after completion of 3 years as an EAI and, only if there is an EAIII currently working in that Department. Only 21 of 72Page 21 of 72

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EAII’s that work directly for a Department Director may promote to an EAIII after satisfactory completion of two years as an EAII. All flexibly staffed position promotions are subject to the approval of the Department Director and the City Manager, in the ir sole discretion. There may be more than one EAII working in a department; however, each department will only have one EAIII position. The City Manager may in his/her sole discretion, waive up to one year of the three years of demonstrated satisfactory performance.

Section 13.6 Me Too Clause

If any City employee, not represented by the Union under this MOU, receives a cost- of-living increase, then employees represented by the Union will receive the same increase effective on the same date.

Section 13.7 Salary Survey Implementation

1. Implementation at Labor Market Median. The 2025 Compensation Study will be implemented at the median of the comparator cities (e.g., the labor market cities).

2. Position Placement in Salary Table. Each position will be placed in the closest (higher) salary range based on the top monthly salary data of the benchmark salary for that position. For those positions found to be at or above the labor market median, the positions will be kept at their current range and the incumbent employees will remain in their current step and salary.

3. Nearest Dollar Placement. In implementing the salary survey, each employee will be placed in the designated range and step equal to or greater than his or her preexisting salary.

4. Merit Increases. Any merit increases due coincident with the effective date of this MOU will be applied only after any increases resulting from the aforementioned position placement, and nearest dollar placement. Merit Increase dates will not be changed as a result of this implementation process.

5. Cost of Living Adjustment (COLA). Any negotiated cost of living adjustment due on the effective date of this MOU will be applied only after any increases resulting from the aforementioned position placement, and nearest dollar placement.

a. Cost of Living Adjustment (COLA): The COLA is calculated based on the Consumer Price Index ("CPI") “all items index” data from May to May, as provided by the Bureau of Labor Statistics for the Los Angeles -Long Beach- Anaheim, CA area.
b. Adjustment: The increase in the CPI from May to May, as a percentage, will serve as the basis for the COLA.
c. Floor and Ceiling: Notwithstanding the CPI data, the COLA will never be less than 2% ("Floor") and will never exceed 6% ("Ceiling") in any given year. d. Implementation: The COLAs will be adjusted during the pay period encompassing July 1, 2025, and July 1, 2026 , based on the actual increase in CPI percentage from May to May of the preceding year.
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6. Longevity Dates. Longevity dates (i.e., the anniversary of an employee’s hiring, successful completion of probation, last promotion, etc.) will not be affected by salary adjustments resulting from implementation of the basic salary plan.

ARTICLE 14 – UNIFORMS AND EQUIPMENT
Section 14.1 Separation from Service
Upon separation from service, employees will return all uniforms and other city provided equipment.

Section 14.2 Uniforms
Uniformed employees are responsible for maintaining a neat and professional appearance.

Uniform items provided by the City will not be sold, given away, or exchanged for other items or cash without prior permission of the City.

Section 14.3 Safety Committee

The Union and management will jointly form a safety committee comprised of the, Human Resources and Risk Manager, one representative each from Parks and Recreation, Public Safety, Public Works, Planning, and Economic Development Departments, one representative jointly representing the City Manager's Office, City Clerk's Office and Finance Department, and one representative each named by AFSCME Local 3745 and AFSCME Local 1511 and BCEA (Executive Assistant Unit). It must meet at least once every other month and shall be provided with prompt reports about all accidents and injuries, and preventive measures taken. If such meetings are scheduled, they will be held during work time without a loss of pay or benefits.

ARTICLE 15 – SPECIAL PAY PROVISIONS
Section 15.1 Out-of-Class Pay
Employees must be paid working out-of-class pay from the first hour of the first day of such work. Employees in an out-of-class assignment as of the date of eligibility for the annual sick or vacation leave payout must receive such payout at their regular rate of pay. Annual pay- out of accrued sick and vacation leave to employees who are working or have worked out - of-class for more than two weeks will be paid at the out-of-class rate prorated for the time actually worked in the higher classification.

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Section 15.2 Temporary assignment pay
The City will compensate an employee temporary assignment pay pursuant to Personnel Rule 402.7.2 commencing from the first hour of the first day of such temporary assignment.

The time and date of such temporary assignment must be memorialized in writing and confirmed by the Personnel Officer.

Section 15.3 Bilingual Pay
Public contact positions, as approved by the City Manager, will be compensated for bilingual capability at an amount ranging from 1% to 5%, based on an employee’s test scores for the oral and/or written portion of the bilingual capability test.

Section 15.4 Use of Personal Automobiles
City employees not authorized a transportation allowance and who are required to use a personal vehicle in the performance of their official duties will receive compensation at the U.S. Internal Revenue Service standard mileage rate.

Section 15.5 Minimum Hours for Call-Backs, Saturdays and Sundays A non-exempt employee called back to work after the completion of his/her shift or on a Saturday or Sunday, or on a regular day off (RDO), will be guaranteed three hours of pay of compensatory time whether or not her or she works the full three hours.

Section 15.6 Bereavement Leave

Four days paid bereavement leave, not chargeable as leave, will be granted to full -time employees in the case of the death of a member of the employee’s family. Employees are eligible to take one additional day of unpaid bereavement leave as required by California law.

Employees may use accrued paid leave to receive compensation during the additional day of unpaid bereavement leave. “Family” means any spouse, parent, child, brother, sister, grandparent, grandchild, great-grandparent, great-grandchild, registered domestic partner; related by blood, marriage, adoption, a “step’ relationship or domestic partnership agreement.

Where used herein, “day” means the employee’s scheduled workday, irrespective of the actual number of hours worked.

Section 15.7 Payday

The City will pay employees every two weeks. Paychecks or direct deposits will occur on the Thursday following the completion of each biweekly pay period. If a payday falls on a city observed holiday, all payments must be made available to City employees on the first day before the city observed holiday in accordance with FLSA.

Section 15.8 Job Classifications

The City shall endeavor to maintain current job classification specifications (job descriptions) in accordance with the 2015 Classification Specifications Manual. 24 of 72Page 24 of 72

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ARTICLE 16 – GRIEVANCE PROCEDURES

Section 16.1 Grievance Procedure

Definition of a Grievance

A grievance is an alleged violation of a specific provision of these policies or this agreement that adversely affects the represented employee or the Union and contains all of the information listed in the “Statement of the Grievance” below.

Statement of the Grievance

A concern is not a grievance unless the affected employee or the Union is able to state each of the following: the date of the alleged violation; the specific provision(s) of these Policies that were allegedly violated; a description of all facts regarding how the alleged violation occurred; and a list of all persons who are witnesses or are involved. The grievant may use a City form to make the Statement of the Grievance.

Timelines

Failure of the City to comply with the time limits of the grievance procedures allows the grievant to appeal to the next level of review. Failure of the grievant to comply with the time limits of the grievance procedures constitutes settlement and resolution of the grievance on the basis of the last disposition. The parties may extend time limits by mutual written agreement in advance of a deadline.

Procedures

(a) Step I Informal Resolution with Supervisor: The employee must first work in good faith to resolve the grievance informally through discussion with his/her/their immediate supervisor not later than 14 calendar days after the most recent grievable incident. The response from the supervisor must be provided within 14 calendar days of the informal discussion.

(b) Step II Department Head: If the employee believes that the grievance was not resolved through Step I, the employee may submit a written Statement of the Grievance to his/her/their department head. The employee must submit the Statement of the Grievance within 14 calendar days after receiving a written response from the supervisor in Step I. The department director will consider, discuss the grievance with the grievant, and/or investigate as the department directors believes appropriate, and will, within 14 calendar days after receiving the written Statement of the Grievance, submit a written decision to the grievant. (c) Step III Personnel Officer: If the employee believes that the grievance was not resolved through Step II, the employee may appeal the grievance decision of the department director to the Personnel Officer. Such appeal must be filed within 14 calendar days of the date of the department director’s written decision. The Personnel Officer must consider, discuss the grievance with the grievant, and/or 25 of 72Page 25 of 72

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investigate as the Personnel Officer deems appropriate, and will, within 14 calendar days of receipt of the written Statement of the Grievance, submit a written decision to the grievant.

(d) Step IV City Manager: If the employee believes that the grievance was not resolved through Step III, the employee may appeal the grievance decision of the Personnel Officer to the City Manager. Such appeal must be filed within 14 calendar days of the date of the Human Resources Manager’s written decision.

The City Manager must consider, discuss the grievance with the grievant, and/or investigate as the City Manager deems appropriate, and will, within 14 calendar days of receipt of the written Statement of the Grievance, submit a written decision to the grievant.

(e) Step V to City Council: Within 10 business days of the City Manager’s decision, the Union may file a request with the City Clerk seeking City Council consideration of the City Manager’s decision. Upon receiving the request, the City Clerk will place the matter on the next available City Council agenda for consideration and should include the following items in the agenda packet for Council consideration: the staff report, grievance, and copies of the previous decisions regarding the grievance, and the request of appeal from the union. At that meeting, the City Council may, but is not required to, set a public hearing to consider an appeal by the Union from the City Manager’s decision. No testimony may be taken by the City Council at the initial consideration of the appeal and the matter may be placed upon the City Council’s consent calendar. If the City Council declines to consider the Union’s appeal, the City Manager’s decision will immediately constitute the City’s final decision. Should the City Council grant the Union’s request, the matter will be noticed for a public hearing upon the next available City Council meeting agenda with 10 days’ notice to the Unit members.

Unless another date is mutually agreed upon between the City and the Union for special meeting, the City Clerk will schedule the public hearing for a regular meeting. The public hearing will be evidentiary; the City Council may choose to hear verbal testimony or limit evidence to written documents only. Any such determination will be made by the Mayor in accordance with the City Council’s meeting protocols. Following the public hearing, the City Council may uphold, modify, or overturn the City’s Manager’s decision. Any such determination may be made by minute order or written resolution. The City Council’s failure to take action, or a tie vote, will constitute an upholding of the City Manager’s decision and the City’s final decision.

(f) An employee/employee organization may skip to the next progressive step if the grievance itself involves the person to which this Grievance Procedure requires the grievance to be submitted. For example, if an employee’s grievance is against their supervisor, the employee may skip directly to Step 2 of the Grievance Procedure. There shall be no retaliation for grievances, union membership, or union activity.

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ARTICLE 17 – GENERAL PERSONNEL PROVISIONS
Section 17.1 Probationary Period
The probationary period for newly hired and newly promoted employees will be 12 months. Such probationary periods may be extended for six months at the discretion of the City. The Union must be notified in writing whenever a probationary period is extended. Employees failing probation should be terminated, unless probation was due to a promotion, in which case they should be reinstated to their previously held position.

Section 17.2 Compensation Study
The City must conduct an independent labor market-based compensation study (salary survey) in the last year of this MOU, making the findings of that survey available to the Union in March of that year. The City and the Union agree to meet and discuss the salary survey before the City selects the independent survey taker.

Section 17.3 Rotation of Overtime
Overtime will be rotated in seniority order, provided the employee is capable of performing the work. Overtime declined (with at least 48 hours advance notice) shall count as overtime worked. For purposes of this Section, the most senior employee who receives the overtime must be rotated to the bottom of the list, and so on throughout the seniority order.

Section 17.4 Educational Reimbursement
Regular full-time employees enrolled in a course of study related to their employment by the City are eligible for reimbursement of basic registration fees, course fees, parking fees and books to an annual individual maximum of $3,000 per fiscal year. To receive reimbursement, the course(s) of study (not each individual class) must be approved in advance by the City, such determination to be in the sole discretion of the City, and the employee must furnish proof of their completion of the course. The City will appropriate $25,000 per year for this purpose, available to both represented and non -represented employees, on a first come basis. The City Manager will promulgate administrative policies and procedures needed to implement this provision. Repayment. If for any reason an employee receiving reimbursement leaves the City’s service within 1 year of the date of reimbursement, he/she must re-pay the City in full for any reimbursement received. If for any reason an employee receiving reimbursement leaves the City’s service between one and two years from the date of reimbursement, he/she must re -pay the City in full for 50% of any reimbursement received. The City Manager is authorized to undertake such action that may be necessary to collect any such debt. The City Manager is authorized to waive an employee’s repayment obligation upon request.

Section 17.5 Cafeteria Plan (IRC Section 125)
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The City will provide a cafeteria plan or flexible benefit plan to all full-time employees, subject to the following terms and conditions:

1. The City will manage the plan.

2. The administrative costs of the plan will be borne entirely by the City.

3. Employees may elect to withhold not less than $300 or more than the maximum amount allowed by the IRS per year for medical reimbursement. The "year" for the plan will be from January 1st through December 31st. Employees hired during the plan year may not enroll until the next plan year.

4. The plan permits the carryover of unused amounts to the following plan year. The maximum carryover amount is the maximum amount allowed and published by the IRS.

5. Employees must enroll before December 31st of the year proceeding the plan year in which they will draw benefits.

6. Dependent care and medical reimbursement accounts will both be available.

Section 17.6 Promotions
Except by prior mutual agreement between the City and the Union, confirmed in writing, whenever a vacancy occurs, City will post notice throughout the City for five working days before the final filing date as listed in the employment flyer. Such posting will include City Hall, Simms Park, Caruthers Park, Thompson Park, Public Safety and Public Works and will be sent via email to all employees with a City email address. The City will make every reasonable effort to promote from within. Seniority will be a factor in this decision.

Section 17.7 Mutual Aid Leave Bank.

1. Purpose. The Mutual Aid Leave Bank is established to provide employees a means to donate accumulated vacation and/or accumulated sick leave to assist fellow employees during times of catastrophic illness or injury to themselves or members of their immediate family.

2. Policy. The Mutual Aid Leave Bank will be governed by the following policies:

A. Donations. Donations are: 1) voluntary; 2) irrevocable; 3) donated in whole hour increments; 4) confidential; 5) accepted throughout the year; and 6) will be taxed in accordance with federal and state law. Only full-time employees who have more than 160 hours of accumulated sick leave may donate time to the Mutual Aid Leave Bank.

B. Eligibility. Eligibility for the accepting donated time is as follows:

1. The employee must be a full-time employee who has passed probation.

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2. Immediate family members are limited to a spouse, registered domestic partner, children, and parents only. Should an employee demonstrate financial responsibility for another dependent living in his/her home, that individual may also be considered an immediate family member.

3. The employee, or immediate family member, must be experiencing a diagnosed catastrophic or life-threatening illness or injury as verified by a medical provider.

4. The employee must have used all of his/her own sick, vacation and compensatory time.

C. Procedure. To participate in this program, an employee must follow the following procedure:

1. An employee wishing to receive donated time must make his/her request in writing to the Personnel Officer, accompanied by such documentation as demonstrates the extent of his/her injury or illness.

2. The Personnel Officer will review the request, seek additional information if necessary and make a recommendation to the City Manager and the Union Presidents.

3. If approved by the City Manager, and the Union President, the Personnel Officer will notify the employee of the approval and coordinate with the Finance Director, or designee, for the completion of the timecards.

4. If the request is denied, the Personnel Officer Resources and Risk Manager shall notify the person making the request in writing for the reason of their denial.

5. Requests for donations shall be made at least once each year or more often if the need exists.

6. Donated hours shall be converted into dollars by the Finance Director, or designee.

All parties involved with the approval of the request must maintain strict confidentiality of any and all private medical information revealed during the request process in accordance with federal and California law.

D. Use. Use of donated time must conform to the following:

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1. Use will be supplementary with other applicable benefits (e.g. workers’ compensation, short- or long-term disability, State disability).

2. The employee receiving donated time may not receive combined compensation payments greater than his/her monthly base salary.

3. The employee receiving donated time is responsible for paying the employee’s share of any associated Federal or State taxes.

4. The maximum amount of donated time used by any individual may not exceed a total 1,040 hours during his/her course of employment with the City.

5. If more than one employee is eligible at the same time and the time bank does not have sufficient hours to provide for the eligible employees, the hours in the bank will be shared equally until one or more employees are no longer eligible because of separation from service or otherwise do not meet the qualifications established above.

E. Balance on Hand Report. The total number of hours available in the Mutual Aid Leave Bank is a matter of public record. Upon request The Personnel Officer will furnish to the Union President the dollar balance on hand in the leave bank.

Section 17.8 Meal and Break Periods
Non-exempt employees whose workday exceeds twelve (12) hours must receive a second 30-minute non-compensated meal period.

Except for maintenance employees of the Public Works Department and subject to the convenience of the City, non-exempt employees may elect to take either or both 15 - minute breaks in conjunction with his/her lunch period.

In addition, a full-time employee regularly assigned to duty as City Hall Switch Board Operator will also be afforded two additional breaks of at least 15 minutes duration, on the City’s time, during each four hours of work. These breaks may not be taken i n conjunction with his/her lunch period.

Section 17.9 Holidays

Full-time employees must receive the holidays listed below with full pay and all differentials. Differentials includes Out-of-Class pay and Temporary Assignment Pay.

Holidays which fall on Saturday are observed on the immediately preceding workday.

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Holidays that fall on an employee’s RDO Friday will be observed on the immediately preceding workday. Those that fall on an RDO Monday or other day of the week will be observed on the immediately following workday.

• New Year’s Day
• Martin Luther King’s Birthday
• President’s Day
• Memorial Day
• Independence Day
• Labor Day
• Veteran’s Day
• Thanksgiving Day
• Day After Thanksgiving Day
• Christmas Eve
• Christmas Day
New Year’s Eve

Section 17.10 Service Awards

The City will grant the following service awards to employees in recognition of their continuous service with the City::

5 years of continuous service = $500.00
10 years of continuous service = $1,000.00
15 years of continuous service = $1,500.00
20 years of continuous service = $2,000.00
25 years of continuous service = $2,500.00
30 years of continuous service = $3,000.00
35 years of continuous service = $3,500.00
40 years of continuous service = $4,000.00

For the purposes of calculating service awards, total continuous service with the City will include both part-time and full-time employment, provided there is no break in service.

This provision applies exclusively to the calculation of years for service awards and does not affect seniority, pension, or any other benefit.

Service awards will be distributed annually in December. If the annual Employee Recognition Event is not held, the City will ensure eligible employees still receive their awards through an alternative method, such as payroll distribution or departmental presentation
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The Parties recognize that following ratification of this MOU, some unit members may be impacted by the increase to their consecutive years of service following the inclusion of their prior part time service resulting in years of service bypassing their eligible serv ice award period. Human Resources will notify such employees no later than November 15, 2025 as to whether their new continuous years of service bypasses a milestone award year as detailed above. Impacted employees must notify Human Resources in writing no later than December 1, 2025, whether they would like to receive the service award for the bypassed milestone year or waive their right to receive the bypassed service for the bypassed milestone year and instead receive the next service award as scheduled in accordance to their new continuous years of service.

For purposes of illustration: an employee with 35 years of full time service, but with 39 years of continuous service (when accounting for full time and part time service), will have the option to either 1) receive the 35 years of service award in 2025 and forgo their 40 years of service award in 2026; or 2) waive their 35 years of service award in 2025, and receive their 40 years of continuous service award in 2026.

Employees with 5 or more years of service who separate from the City after their anniversary date but prior to the December Employee Recognition Event will receive their award in their final paycheck.

Section 17.11 Miscellaneous
A. Polygraph Exams. No employee will be asked or required by the City to take a polygraph examination.

B. Voluntary Contributions to Political Action Committees. Upon receipt of an authorization form, the City must deduct from employee pay checks, voluntary contributions to Political Action Committees. Such contributions must be promptly remitted to the intended recipient. The City will provide authorization forms for this purpose.

C. Computer Loan Program. The City has established a loan program to enable regular full-time employees in good standing and with at least 12 months of service to purchase computers and associated software and peripherals. a. The maximum amount of the loan will be $3,000, with no interest, for a maximum period of 30 months.
b. No employee will be authorized a second loan prior to the first loan being paid in full.
c. Any unpaid balance is due upon the termination of employment and will be deducted from the final paycheck. Any remaining unpaid balance is due from the employee's personal resources.
d. The City Manager will establish such internal policies as may be needed to implement this program.
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ARTICLE 18 – SAVINGS CLAUSE
It is understood and agreed that this Memorandum of Understanding is subject to all applicable Federal, State, County and Local laws and regulations. If any part or provision of this Memorandum of Understanding is in conflict or inconsistent with such appl icable provisions of federal, state, or local law or regulations, or is otherwise held to be invalid or unenforceable by a court of law of competent jurisdiction, such part or provision must be suspended and superseded by such applicable law or regulations, and the remainder of this Memorandum of Understanding will not be affected thereby. If any provision is held contrary to law, the parties must meet and confer, and reach agreement on a replacement provision, if possible.

ARTICLE 19 – FULL UNDERSTANDING, MODIFICATIONS AND WAIVER The parties acknowledge that during the meeting and conferring in good faith, which resulted in this MOU, each had the unlimited right and opportunity to make demands and proposals with respect to any and all subjects or matters not removed by law from the area of meeting and conferring, and that the understanding and agreement arrived at by the parties after the exercise of that right and opport unity is set forth in this MOU.

Therefore, the City and the Union, for the life of this MOU, each voluntarily and unqualifiedly waives the right, and each agrees, that the other party is not obligated to meet and confer with respect to any subject or matter referred to or covered in this MOU, or with respect to any subject or matter not specifically referred to or covered in this MOU, even though such subjects or matters may not have been within the knowledge or contemplation of either or both of the parties at the time they met and confe rred or signed this MOU.

The parties agree to continue their long-standing policies in that there will be no discrimination against any employee because of membership or non -membership in the Union, race, age, sex, religious creed, color, physical disability, mental disability, medical condition, marital status, sexual orientation, national origin, ancestry, political/Union activity, or any other protected class.

The parties hereto agree this MOU cannot be modified, changed, and/or canceled in any way, except by mutual written consent of said parties as set forth in this MOU.

The parties acknowledge the provisions of the MOU require a close degree of cooperation between the parties. The need to modify the MOU and/or clarify the intent or application of some MOU provisions may arise during the term of this MOU. If such need aris es, the parties may make such modifications, refinements and/or adjustments through the use of a Side Letter or a Letter of Agreement (“LOA”). The use and content of any such Side Letter or LOA must be mutually agreed upon by the parties, executed in writing, attached to this MOU as an addendum, and become a part hereof.
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LOA’s will be used for the purpose of clarification of existing MOU provisions with no substantive or economic change to the MOU. LOA’s may be executed on behalf of the City by the Personnel Officer and the City Manager.

Side Letters may be used to amend the MOU. Such amendments may or may not have a substantive and/or economic impact. Side letters with insignificant or no economic impact to the City, as determined by the City Manager after consultation with the City Attorney, may be executed on behalf of the City by the Personnel Officer and the City Manager. Side letters with a significant economic impact to the City, as determined by the City Manager, may be tentatively agreed to by the Personnel Officer and the City Manager, in a form approved by the City Attorney, but will have no force and effect whatsoever unless or until approved by City Council.

Should the City grant a wage increase or modify benefits for any other recognized employee group not contained in that group’s existing MOU on or before the end of this MOU, the City agrees that said changes will be discussed between the parties hereto.

This agreement constitutes the sole and entire existing agreement between the parties and supersedes all prior agreements, commitments, and practices.

ARTICLE 20 – TERM
This MOU will in effect for an initial term commencing July 1, 2025 and ending June 30, 2027. It is, however, the mutual understanding of all parties hereto that this MOU is of no force or effect whatsoever unless or until ratified by the members of the Union in the Unit and the City Council of the City of Bellflower. This MOU continues in effect from year-to- year thereafter, unless amended.

This MOU may be terminated at the end of the initial term, or any subsequent contract period, by either party giving written notice to the other not less than 60 calendar days before the end of the applicable term. Bargaining will begin within 30 calendar days following the receipt of such notice, unless mutually agreed to otherwise.

Following the expiration of the MOU, the MOU will continue in effect until a successor MOU is agreed upon.

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EXECUTION OF THE NEW AGREEMENT
On September 15, 2025, this MOU was ratified by simple majority vote of Unit employees who are in classifications represented by the Union.

CITY OF BELLFLOWER BELLFLOWER CITY EMPLOYEES ASSOCIATION l/l/U/Qt/x n k—
Ryan Smoot, City Manager Melissa Atkinson, President
Date: Date: {1’ "5-! 26—

APPROVED AS TO FORM
Karl H. Berger, City Attorney
Date:
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Exhibit A
Covered Classifications
Administrative Assistant
Executive Assistant |
Executive Assistant II
Executive Assistant III
Office Assistant
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Exhibit B
AP&P No. 7 — Standards for Bilingual Pay
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Exhibit C
Personnel Rules
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CITY OF BELLFLOWER

RESOLUTION NO. 25-36

A RESOLUTION APPROVING MEMORANDUM OF UNDERSTANDING
(MOU) FILE NO. 25-02 WITH BELLFLOWER CITY EMPLOYEES’

ASSOCIATION (BCEA) - REPRESENTED PART-TIME MAINTENANCE

AND COMMUNITY SERVICES OFFICER EMPLOYEES IN THE
BELLFLOWER MUNICIPAL SERVICE FOR FISCAL YEARS 2025-2026 AND 2026-2027; AND SUPERSEDING RESOLUTION NO 23-39

THE CITY COUNCIL RESOLVES AS FOLLOWS:

SECTION 1. Government Code §36506 requires the City to prescribe the time and method of payment of salaries and wages of officers and employees of the City.

SECTION 2. The Memorandum of Understanding File No. 25-02 with BCEA - Represented Part-Time Maintenance and Community Services Officer Employees attached as Exhibit “A,” and incorporated by reference, is adopted and is retroactively effective on July 1, 2025.

SECTION 3. If any part of this Resolution or its application is deemed invalid by final decision of a court of competent jurisdiction, the City Council intends that such invalidity will not affect the effectiveness of the remaining provisions or applications and, to this end, the provisions of this Resolution are severable.

SECTION 4. Resolution No. 23-39 (adopted August 28, 2023) pertaining to represented part-time maintenance and community services officer employees in the Bellflower municipal service is superseded in its entirety, retroactively effective July 1, 2025.

SECTION 5. Electronic Signatures. This Resolution may be executed with electronic signatures in accordance with Government Code §16.5. Such electronic signatures will be treated in all respects as having the same effect as an original signature.

SECTION 6. The Mayor, or presiding officer, is hereby authorized to affix his signature to this Resolution signifying its adoption by the City Council of the City of Bellflower, and the City Clerk, or her duly appointed deputy, is directed to attest thereto.

SECTION 7. This Resolution will become effective immediately upon adoption.

///
///
///

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City of Bellflower
Resolution No. 25-36

PASSED, APPROVED, AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF BELLFLOWER THIS 22ND OF SEPTEMBER 2025.

________________________________
Ray Dunton, Mayor
ATTEST:

________________________________
Mayra Ochiqui, City Clerk

APPROVED AS TO FORM:

Karl H. Berger, City Attorney

_______________________________________
By:

ATTACHMENT:

Exhibit A – Memorandum of Understanding File No. 25-02

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CITY OF BELLFLOWER
RESOLUTION NO. 25-36 – EXHIBIT A

MEMORANDUM OF UNDERSTANDING FILE NO. 25-02

MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF BELLFLOWER AND THE BELLFLOWER CITY EMPLOYEES’ ASSOCIATION (PART-TIME

MAINTENANCE AND COMMUNITY SERVICES OFFICER)
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MEMORANDUM OF UNDERSTANDING
between

THE CITY OF BELLFLOWER
and
Bellflower City Employees Association (Part Time)

July 1, 2025 – June 30, 2027
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Table of Contents

ARTICLE 1 – SCOPE OF MEMORANDUM OF UNDERSTANDING 2
ARTICLE 2 – RECOGNITION 2
ARTICLE 3 – MANAGEMENT RIGHTS 2
ARTICLE 4 – UNION RIGHTS 3
ARTICLE 5 – ANTI-STRIKE CLAUSE 5
ARTICLE 6 – PERSONNEL RULES 5
ARTICLE 7 – LEAVES 5
ARTICLE 8 – WORK RELATED INJURY 8
ARTICLE 9 – HEALTH BENEFITS 9
ARTICLE 10 – RETIREMENT BENEFITS 9
ARTICLE 11 – SALARIES 9
ARTICLE 12 – UNIFORMS AND EQUIPMENT 11
ARTICLE 13 – SPECIAL PAY PROVISIONS 12
ARTICLE 14 – GRIEVANCE PROCEDURES 14
ARTICLE 15 – GENERAL PERSONNEL PROVISIONS 15
ARTICLE 16 – SAVINGS CLAUSE 16
ARTICLE 17 – FULL UNDERSTANDING, MODIFICATIONS AND WAIVER 17 ARTICLE 18 – TERM 18
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PREAMBLE
This Memorandum of Understanding (”MOU”) was prepared in accordance with Government Code § 3500. The City of Bellflower, a municipal corporation and general law City (“City”) and the Bellflower City Employees Association – Part Time Employees(“Union”) enter into this MOU after meeting and conferring in good faith. The Parties agree as follows.

ARTICLE 1 – SCOPE OF MEMORANDUM OF UNDERSTANDING
It is the intent and purpose of this MOU to assure sound and mutually beneficial working and economic relations between the Parties to provide an orderly and peaceful means of resolving any misunderstandings or differences which may arise, and to set forth herein the basic and full agreement between the Parties concerning wages, benefits hours of employment, and other conditions of employment.

ARTICLE 2 – RECOGNITION
The City exclusively recognizes and acknowledges the Union as the recognized employee organization representing certain part-time time Maintenance and Community Services Officers (“Unit”) and shall meet and confer in good faith with the Unit on all matters regarding wages, benefits, working conditions, employee rights, hours of employment, and other conditions of employment.

The classifications in the Unit and covered under this MOU are listed in attached Exhibit “A,” which is incorporated by reference.

ARTICLE 3 – MANAGEMENT RIGHTS
To ensure the City is able to carry out its statutory functions and responsibilities, the following matters are not subject to the terms of this MOU, but are within the exclusive discretion of the City:
• To select and determine the number and types of employees required • To assign work to employees in accordance with the requirements determined by the City
• To establish and change work schedules and assignments • To hire, transfer, and to promote or to lay off employees for lack of work and for all other legitimate reasons
• To suspend, discipline, or discharge employees in accordance with the Personnel Rules
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• To expand or diminish services
• To subcontract for any work or operations
• To determine and change methods of operations
• To determine and change at its sole discretion the number of locations, relocations and types of operations and the processes and materials to be employed • To make, publish and enforce rules and regulations
Except in emergencies, or where the City is required to make changes in its operations because of the requirements of law, whenever the exercise of management’s rights impacts employees of the Unit, the City agrees to meet and confer with representatives of the Union, upon request by the Union, regarding the impact of the exercise of such rights, unless the matter of the exercise of such rights is provided for in this MOU, Personnel Rules and Regulations, or Salary Resolutions.

ARTICLE 4 – UNION RIGHTS
Section 4.1 Meet and Confer
The Union representatives shall meet and confer with the management officials on subjects within the scope of representation during their regular duty or work hours, without loss of time, compensation or benefits. In accordance with and provided under the Meyers- Milias-Brown Act, Government Code §3500, et seq.

Such employees, after being excused from their regular assigned duties, shall be permitted to take reasonable time to discuss terms and conditions of employment. Said employee(s), if on duty, shall be paid for such reasonable time by the City at the same rate of pay for regular work; however, no overtime shall be paid for any time spent as set forth above. Stewards and employees’ officers of the Union shall have a reasonable amount of paid time to investigate and process grievances. “Paid time” as used in t his section, shall not require an employee to give up his/her breaks.

Section 4.2 Access to Worksite
Union representatives may use City facilities designated by the Personnel Officer, or designee, for any Union business upon reasonable advance notice to and approval by the Personnel Officer, or designee, which will not be unreasonably withheld. Access to certain City facilities, e.g., the corporation yard and secured areas of City Hall, is limited.

No prior approval is required for access to employees at designated City facilities during breaks, lunches, cleanup time, and also for grievance processing and investigation.

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Section 4.3 Union Officers, Representatives and Stewards A written list of the Union officers, representatives and stewards must be furnished to the City one week after their designation and the Union must notify the City promptly in writing of any changes to such list.

Section 4.4 Negotiations
Negotiations for a successor agreement shall begin no later than March 1, 2027. The parties may mutually agree to open negotiations as early as October 2026.

Section 4.5 Payroll Deductions
Upon notification from the Union, the City shall deduct membership dues from the paychecks of Unit members. Dues so deducted shall be promptly remitted to the Union within two weeks.

Section 4.6 Conventions and Workshops
During the period of this MOU, the Unit shall have 48 additional hours per year on a fully paid basis to send representatives to attend Union conventions and/or workshops. Hours will be recorded by the Union’s Recording Secretary.

Section 4.7 Reporting Requirements
The Union agrees to furnish any information needed by the City to fulfill the provisions of this article.

Section 4.8 Indemnity Clause
The Union shall indemnify, defend, and hold the City of Bellflower Harmless against any claims made, and against any suit instituted against the City of Bellflower on account of check off of employee organization deductions. In addition, the Union shall refund to the City of Bellflower any amounts paid to it in error, upon presentation of supporting evidence.

Section 4.9 Communications
In lieu of bulletin boards, the City shall provide the Union access to the City’s computer network for purposes of communicating with its members. Any such use must conform to the City’s computer and network use policy.

Section 4.10 New Employee Orientations
In accordance with Government Code Sections 3555-3559, the City will provide written notice to the designated Union representative when a new employee is hired into the bargaining unit, as provided in this Article. The designated Union representative shall Docusign Envelope ID: EEEE5412-A3DD-4D57-AEA4-470E8710A736 46 of 72Page 46 of 72

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receive the written notice not less than 10 days in advance of employee orientation, except that a shorter notice may be provided in a specific instance where there is an urgent need critical to the City’s operations that was not reasonably foreseeable. T he designated Union representative will be provided with reasonable release time to meet with the new employee for the purpose of discussing membership in the Union.

Following orientation, the City shall comply with Government Code Section 3558 unless otherwise negotiated. Pursuant to Government Code Section 7928.300(c), new and current employees may request that the City refrain from disclosing the employee’s home address, home telephone number, personal cellular number, personal email address, or date of birth to the Union upon written request to Human Resources.

Section 4.11 Use of City Facilities
The Union may use City facilities for membership meetings. Such use is subject to applicable City regulations and availability.

Section 4.12 Employee Personnel File
Grievance forms or responses, as well as Skelly proceedings, shall not be filed in the employee's personnel file.

ARTICLE 5 – ANTI-STRIKE CLAUSE
Section 5.1 No Strike and No Lockout
There will be no strike or work stoppage by the Union during the term of this MOU. Union officers will actively discourage any rumored strike. Within the context of a labor management dispute, the City will not engage in any lockout of employees during the term of this MOU. The City will actively discourage any rumored lockout.

ARTICLE 6 – PERSONNEL RULES
Section 6.1 Incorporation by Reference
The Personnel Rules adopted by Resolution No. 21-30 on April 26, 2021 are incorporated into this MOU by this reference and are attached as Exhibit B. Unless this MOU provides differently, the Personnel Rules will govern the employment of all members of the Union.

However, as provided at Section 2.3 of the City of Bellflower Personnel Rules, to the extent that the City’s Personnel Rules and/or Policies conflict with this MOU, this MOU takes precedence over such Rules and/or Policies.

Section 6.2 Duty to Meet and Confer

Should the City propose to amend, add to, or delete provisions from its Personnel Rules, it will notify the Union sufficiently in advance of any such change so as to provide the Docusign Envelope ID: EEEE5412-A3DD-4D57-AEA4-470E8710A736 47 of 72Page 47 of 72

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parties a full opportunity to meet and confer thereon before implementation.

Implementation may not occur before exhaustion of applicable impasse procedures, including statutorily-required factfinding.

ARTICLE 7 – LEAVES
Paid and Unpaid Leaves of Absence. For purposes of this agreement, neither paid vacation nor paid holidays are considered as "leave." Where used herein, "domestic partner" means a registered domestic partner as provided by California law.

Section 7.1 Paid Leaves of Absence.

a. Sick leave with pay may be used for sickness, incapacity, quarantine, pregnancy, and doctor visits.

b. Whenever any person is compelled to be absent from his/her employment with the City due to an injury arising out of, or in the course of, his/her employment as determined by the Worker's Compensation Act, he or she may elect to apply prorated accrued sick leave, if any, to such absence and to receive compensation therefore in an amount equal to the difference between the compensation received by him/her under the Worker's Compensation Act and his/her regular City pay. The City shall contact the employee to determine if the employee desires this supplement.

c. Sick leave shall not be abused. Abuse should be subject to progressive discipline.

d. There shall be no deduction from sick leave for absence on the date of a work-related injury.

e. Five days paid sick leave will be granted to part-time employees in the Union under this MOU. Paid sick leave for part-time employees must be used during the fiscal year in which it was received, and unused paid sick leave will not be rolled over to subsequent fiscal years. Unused paid sick leave will not be cashed out at the end of the fiscal year.

Jury Duty. Except in the case of a court order to the contrary, a part-time employee called for jury duty will receive his/her regular salary while actually performing jury service, for up a number of hours equal to those actually worked during the immediately preceding pay period, not to exceed a total of 59 -hours per year. When a part-time employee is subpoenaed for any matter within the scope of employment, he/she/they will be paid his/her/their regular rate of pay of hours served under the subpoena.

Paid Time Off for Employee Funerals. While maintaining essential services, the City Manager may, in his/her sole discretion, authorize reasonable time-off with pay for Docusign Envelope ID: EEEE5412-A3DD-4D57-AEA4-470E8710A736 48 of 72Page 48 of 72

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employees wishing to attend the funeral of a current employee.

Section 7.2 Unpaid Leaves of Absence.

Leave of Absence without Pay. The City Manager may, in his/her sole discretion, grant to a regular full-time employee a leave of absence without pay for a period not to exceed two years. All accruals will cease on the first day of leave and resume on or immediately after the first day of the employee's return to full duty. All benefits will end and resume as soon as possible in accordance with the rules of each specific benefit. No such leave shall be granted except upon written request of the employee, setting forth the nature of the leave request, to the City Manager. The approval will be in writing with a copy placed in the employee's personnel file.

Medical Leave of Absence without Pay. When an employee's Family Medical Leave and all other accrued leaves have run out, the City Manager may grant a medical leave of absence without pay, of up to one (1) year for employees with ten (10) years or less of continuous service, up to eighteen (18) months for employees with more than ten (10) years continuous service, and up to two (2) years for employees with more than twenty (20) years continuous service. Such requests shall not be unreasonably denied. All benefits and accruals will cease on the first day of leave and resume on or immediately after the first day of the employee's return to full duty. No such leave shall be granted except upon written request of the employee, setting forth the nature of the leave request, to the City Manager. Any such letter will be accompanied by a letter from the employee's physician; the approval will be in writing with a copy placed in the employee's personnel file.

Section 7.3 Other Leaves

California Pregnancy Disability Leave (PDL). PDL is an FMLA-qualifying leave that entitles a woman unable to work due to a pregnancy-related disability to up to four months of time off work. PDL normally and initially runs concurrent with the employee's 12-weeks of FMLA leave. The City shall continue to pay the full-time benefits during eligible PDL leave. For additional details regarding PDL, employees should refer to Personnel Rules section 808.

California Family Rights Act (CFRA) Leave. CFRA provides employees with up to 12-weeks of job protection. If a female employee has used up all allowed Pregnancy Disability Leave and then elects to exercise her rights under the CFRA to continue on leave to stay home with her newborn, notwithstanding the provisions of CFRA, The City shall continue to pay all full-time benefits for up to twelve (12) weeks during qualifying CFRA leave. For additional details regarding CFRA, employees should refer to Personnel Rules section 806

Parental Leave for School Visits. In accordance with Labor Code Section 230.8, An employee who is a parent, guardian, stepparent, foster parent, grandparent or a person Docusign Envelope ID: EEEE5412-A3DD-4D57-AEA4-470E8710A736 49 of 72Page 49 of 72

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who stands in loco parentis to a child of the age to attend kindergarten or grades 1 to 12, inclusive, or a licensed child care provider, may take off up to forty (40) hours each year, for the purpose of either of the following child-related activities:
a) To find, enroll, or reenroll his or her child in a school or with a licensed child care provider, or to participate in activities of the school or licensed child care provider of his or her child, if the employee, prior to taking the time off, gives rea sonable notice to the City of the planned absence. Time off for these reasons shall not exceed eight hours in any calendar month of the year.
b) To address a child care provider or school emergency, if the employee gives notice to the City. For the purposes of this section, “emergency” means that the school or child care provider has requested that the child be picked up or the school or child care provider has an attendance policy that prohibits the child from attending or requires the child to be picked up from the school or child care provider, the child has behavioral or discipline problems, the closure or unexpected unavailability of the sc hool or child care provider, excluding planned holidays, or a natural disaster such as a fire, flood, or earthquake.

The employee, if requested by the City, shall provide documentation for the school or licensed child care provider as proof that her/she engaged in child -related activities permitted by this policy on a specific date and at a particular time. Documentation means whatever written verification of parental participation the school or licensed child care provider deems appropriate and reasonable.

The employee shall utilize existing vacation, compensatory time off for the purposes of the planned absence authorized by this policy. An employee also may utilize time off without pay for the purposes of the planned absence authorized by this policy.

Active Military Leave. All employees who leave active employment for the purpose of military induction, determination of physical fitness to enter, or performance of training duty in the armed forces, either by enlistment, draft, or recall, will be granted a leave of absence. Upon conclusion of the leave, the employee shall be restored to the same or comparable job position in accordance with Military and Veterans Code Section 395, et. Seq.

Federal Family and Medical Leave Act (FMLA) Leave. The Federal Family and Medical Leave Act (FMLA) entitles an eligible employee to a total of 12 work weeks of leave during any 12-month period, permitting leave for the birth of a child or to care for a newborn of an employee; the placement of a child with an employee in connection with the adoption or foster care of a child; leave to care for a child, parent, spouse or registered domestic partner who has a serious health condition; or leave because of a serious work or non-work related health condition that makes the employee unable to perform the functions of his/her position. For the purpose of calculating FMLA Leave, the City shall recognize a "rolling" 12-month period, measured forward from the first date leave is used. Eligible employees are those employed for at least 12 months and have worked at least 1,250 hours during the 12-month immediately preceding the Docusign Envelope ID: EEEE5412-A3DD-4D57-AEA4-470E8710A736 50 of 72Page 50 of 72

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commencement of the leave. An employee shall use all accrued sick and vacation leave and compensatory time as part of his/her FMLA. However, once that is depleted, the remainder of such leave shall be unpaid. For additional details regarding FMLA, employees should refer to Personnel Rules section 806.

ARTICLE 8 – WORK RELATED INJURY
There shall be no deduction from sick leave for absence on the date of a work -related injury.

ARTICLE 9 – HEALTH BENEFITS
Section 9.1 Employee Assistance Program
The City shall continue its Employee Assistance Program for all employees.

Section 9.2 Wellness Program

The City will provide an annual wellness program payment to employees of $100. Such payment will be included on the first paycheck in July of each year. Employees will have the option to receive payment as wages on the first paycheck in July, alternatively, employees may elect to contribute this payment, on pre -tax basis- to their deferred compensation account. Employees will make an election no later tha n June 15th of each year as to whether they receive this benefit as wages or contribute the payment to their deferred compensation account. If an employee does not make such election by June 15th of the pertinent year, the City will process the payment as wages.

ARTICLE 10 – RETIREMENT BENEFITS
Section 10.1 Deferred Compensation
The City shall provide optional deferred compensation plans to all employees in the form of 457(b) and 401(a) plans.

Section 10.2 Resignation
Failure to give two weeks’ notice means the employee did not separate in good standing, unless by reason of hardship, and upon his/her request, therefore, the Personnel Officer waives the two weeks’ notice requirement.

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ARTICLE 11 – SALARIES
Section 11.1 Salary Ranges
Salary ranges for each classification are reflected in Resolution No. 25-32, adopted 09- 22-2025.

Section 11.2 Salary Steps

1. Each salary range has five steps – A, B, C, D, and E.

2. Increase from the minimum step to each succeeding step is approximately 5% in each range, and approximately 20% between the minimum and maximum steps.

3. Step Increases shall be given when due, as specified in Section 11.3 and 11.4.

Section 11.3 Merit Increase versus Step Increase

1. Step increases apply to the first and second Step

2. Merit increases apply to the third, fourth, and fifth Step Section 11.4 Salary Advancement
The five steps of the salary range will be interpreted and applied as follows:

1. The first step (A) will normally be the hiring step.

2. The second step is an adjustment given at the end of the employee’s probationary period. Where no probation is required, the same criteria used for the third step will be used for the second step.

3. The third, fourth, and fifth steps are incentive adjustments to encourage an employee to improve his/her work and to recognize seniority and increased skill on the job. Employees will be made eligible for these adjustments any time after the completion of 12 months of service at the preceding step as an incentive program.

Each adjustment will be made only if recommended by the department head and approved by the City Manager. Employees may be evaluated annually after reaching the fifth step in their salary range.

Section 11.5 Job Classification Changes
Whenever an employee is promoted to a new job classification, such employee may be promoted to the lowest step in the new salary range that is no less than 5% above the old range.

Section 11.6 Me Too Clause

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If any City employee, not represented by the Union under this MOU, receives a cost-of- living increase, then employees represented by the Union will receive the same increase effective on the same date.

Section 11.7 Salary Survey Implementation

1. Implementation at Labor Market Median. The 2025 Compensation Study will be implemented at the median of the comparator cities (e.g., the labor market cities).

2. Position Placement in Salary Table. Each position will be placed in the closest (higher) salary range based on the top monthly salary data of the benchmark salary for that position. For those positions found to be at or above the labor market median, the positions will be kept at their curre nt range and the incumbent employees will remain in their current step and salary.

3. Nearest Dollar Placement. In implementing the salary survey, each employee will be placed in the designated range and step equal to or greater than his or her preexisting salary.

4. Merit Increases. Any merit increases due coincident with the effective date of this MOU will be applied only after any increases resulting from the aforementioned position placement, and nearest dollar placement. Merit Increase dates will not be changed as a result of this implementation process.

5. Cost of Living Adjustment (COLA). Any negotiated cost of living adjustment due on the effective date of this MOU will be applied only after any increases resulting from the aforementioned position placement, and nearest dollar placement.
a. Cost of Living Adjustment (COLA): The COLA shall be calculated based on the Consumer Price Index ("CPI") “all items index” data from May to May, as provided by the Bureau of Labor Statistics for the Los Angeles -Long Beach-Anaheim, CA area.
b. Adjustment: The increase in the CPI from May to May, as a percentage, will serve as the basis for the COLA.
c. Floor and Ceiling: Notwithstanding the CPI data, the COLA shall never be less than 2% ("Floor") and shall never exceed 6% ("Ceiling") in any given year.
d. Implementation: The COLAs will be adjusted during the pay period encompassing July 1, 2025, and July 1, 2026, based on the increase in CPI percentage from May to May of the preceding year.

6. Longevity Dates. Longevity dates (i.e., the anniversary of an employee’s hiring, successful completion of probation, last promotion, etc.) will not be affected by salary adjustments resulting from implementation of the basic salary plan.

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Section 11.8 Hazard Pay

Represented employees covered by this MOU will have the option to complete an annual training for an additional 3% in compensation of base pay for “Hazard” pay. The Training will be offered semiannually and must be completed once annually by covered employees to receive the Hazard pay. Hazard pay means special compensation for physical work performed under unpleasant or unsafe conditions as determined by the Personnel Officer in accordance with administrative policies and procedures promulgated by the City Manager to implement this section. An “unsafe condition” means the existence of a mechanical, physical, chemical, or environmental condition or situation which may cause a hazard or accident.

Examples:

1. Presence of flammable or toxic gasses.

2. Presence of biohazards including human waste and medical waste (e.g., discarded syringes and other sharp objects) that may require personal protective equipment for disposal.

3. Presence of detritus associated with human habitation outside of dwelling units including solid and liquid waste.

ARTICLE 12 – UNIFORMS AND EQUIPMENT
Section 12.1 Safety Equipment
For purposes of this article; Proper means in accordance with Cal/OSHA and best practices provided by UCLA Occupational Safety & Health Program (UCLA-LOSH).

The City must provide safe and healthy working conditions. This includes, but without limitation, the following:

A. Uniformed employees of the Public Works Division who are regularly assigned to field duties will be provided with:

1. One pair of non-prescription safety glasses, or the City will pay for safety coating on one pair of prescription safety glasses at the employee’s option.

2. Proper rain gear.

3. Proper lighting and reflective vests for night crew employees.

4. A directional light bar will be provided for all maintenance vehicles use at night.

5. Proper venting and exhaust will be provided for all shop areas and enclosures.

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Section 12.2 Separation from Service
Upon separation from service, employees will return all uniforms and other city provided equipment.

Section 12.3 Safety Boots
Uniformed employees of the Public Works Department and Public Safety Department who are regularly assigned to field duties will be reimbursed for the cost of conventual - style work shoes of substantial construction, and for laces, insoles, and related accessories or repairs up to $375.00 per fiscal year.

Section 12.4 Uniforms
Uniformed employees are responsible for maintaining a neat and professional appearance. Uniform items provided by the City will not be sold, given away, or exchanged for other items or cash without prior permission of the City.

Section 12.5 Safety Committee

The Union and management shall jointly form a safety committee comprised of the, Human Resources and Risk Manager, one representative each from Parks and Recreation, Public Safety, Public Works, Planning, and Economic Development Departments, one representative jointly representing the City Manager's Office, City Clerk's Office and Finance Department, and one representative each named by AFSCME Local 3745, AFSCME Local 1511, and BCEA. It must meet at least once every other month and be provided with prompt reports about all accidents and injuries, and preventive measures taken. If such meetings are scheduled, they will be held during work time without loss of pay or benefits.

ARTICLE 13 – SPECIAL PAY PROVISIONS
Section 13.1 Bilingual Pay
Public contact positions, as approved by the City Manager, will be compensated for bilingual capability at an amount ranging from 1% to 5%, based on an employee’s test scores for the oral and written portion of the bilingual capability test.

Section 13.2 Use of Personal Automobiles
City employees not authorized a transportation allowance and who are required to use a personal vehicle in the performance of their official duties will receive compensation at the U.S. Internal Revenue Service standard mileage rate.

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A non-exempt employee called back to work after the completion of his/her shift or on a Saturday or Sunday, or on a regular day off (RDO), shall be guaranteed three hours of pay of compensatory time whether or not he or she works the full three hours.

Section 13.4 Bereavement Leave

Two days paid bereavement leave, not chargeable as leave, will be granted to part-time employees in the case of the death of a member of the employee’s family. Employees are eligible to take three additional days of unpaid bereavement leave as required by California law. Employees may use accrued paid leave to receive compensation during the additional days of unpaid bereavement leave. “Family” means any spouse, parent, child, brother, sister, grandparent, grandchild, great -grandparent, great-grandchild, registered domestic partner; related by blood, marriage, adoption, a “step’ relationship or domestic partnership agreement. Where used herein, “day” means the employee’s scheduled workday, irrespective of the actual number of hours worked.

Section 13.5 Payday

The City will pay employees every two weeks. Paychecks or direct deposits will occur on the Thursday following the completion of each biweekly pay period. If a payday falls on a city observed holiday, all payments shall be made available to City employees on the first day before the city observed holiday in accordance with FLSA.

Section 13.6 Out-of-Class Appointments
Employees shall be paid working out-of-class pay from the first hour of the first day of appointment. Employees in an out-of-class appointment as of the date of eligibility for the annual sick or vacation leave payout shall receive such payout at their regular rate of pay.

Annual pay-out of accrued sick and vacation leave to employees who are working or have worked out-of-class for 30 or more days will be paid at the out-of-class rate prorated for the time actually worked in the higher class.

Section 13.7 Temporary Assignment Pay
The City will compensate employees’ temporary assignment pay pursuant to Personnel Rule 402.7.2 commencing from the first hour of the first day of such temporary assignment. The time and date of such temporary assignment must be memorialized in writing and confirmed by the Personnel Officer.

ARTICLE 14 – GRIEVANCE PROCEDURES
Section 14.1 Grievance Procedure

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A. Except as provided below, Grievance Procedures are governed by Rule 1100 of the Personnel Rules in attached Exhibit B. There shall be no retaliation for grievances, union membership, or union activity.

Additional steps applicable to Unit members:

Step Four: City Manager Level - In discussion between the Union and the City Manager.

Step Five: City Council Level

1. Within 10 days of the City Manager’s decision, or if the grievance includes the City Manager or Personnel Officer as a party, the City must retain a neutral third-party investigator mutually agreeable to the Union and City. In the event the Union and City cannot mutually agree upon an independent investigator, then either party may commence mediation by providing to JAMS a written request for mediation, setting forth the subject of the dispute and the relief requested. The Parties will cooperate with JAMS and with one another in selecting a mediator from JAMS’ panel of neutrals, and in scheduling the mediation proceedings. If both the Union and City agree upon a neutral third-party investigator, then both the Union and City shall share the cost of such investigator. In the event one or the other party commences mediation with JAMS, then that party will fully bear the costs of such mediation, regardless of the outcome.

2. Upon completion, the results of either the neutral third-party investigator or the JAMS mediation will be presented to both the Union and the City.

3. Within five days of being presented the results of the mediation the City and/or the Union may choose to withdraw, resolve, or proceed with the grievance.

4. Only if the City and/or the Union decide(s) to move forward with the grievance will the City Clerk schedule the matter for a public hearing on or before the next available City Council meeting agenda with 10 days’ notice to the Union. Unless another date is mutually agreed upon between the City and the Union for a special meeting, the City Clerk will schedule the public hearing for a regular meeting.

5. The public hearing will be evidentiary

6. Following the public hearing, the City Council may uphold, modify, or overturn City’s decision. Any such determination may be made by minute order to written resolution.

A. Grievances will be initially presented to the City at Step One unless the Department Director, City Manager, or Personnel Officer is a party to the grievance. In such cases the Union may initiate the grievance, if a Department Director is a party, at Step Three or, if the City Manager or Personnel Officer is a party, at Step Five.

B. Except as otherwise provided, no grievance remain s unresolved at any step for longer than five business days; after five business days, the Union ha s the right to take it to the next grievance step. In the event that a grievance must be investigated, the timelines in this section will be reasonably extended by City and Union but will not ordinarily exceed a total of 30 calendar days.

C. Both the Union and City shall act with reasonable dispatch at each step.

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D. There shall be no retaliation for grievances, union membership, or union activity.

ARTICLE 15 – GENERAL PERSONNEL PROVISIONS
Section 15.1 Probationary Period
The probationary period for newly hired and newly promoted employees will be 12 months. Such probationary periods may be extended for six months at the discretion of the City. The Union must be notified in writing whenever a probationary period is extended. Employees failing probation should be terminated, unless probation was due to a promotion, in which case they should be reinstated to their previously held position.

Section 15.2 Compensation Study
The City shall conduct an independent labor market-based compensation study (salary survey) in the last year of this MOU, making the findings of that survey available to the Union in March of that year. The City and the Union agree to meet and discuss the salary survey before the City selects the independent survey taker.

Section 15.3 Job Classifications

Having adopted the 2015 Classifications Manual and Classification Specifications Manual, the City will endeavor to maintain current and future classifications in accordance with these manuals. Should a new position, job classification, or title be created in the City, the City Manager and the union chairperson shall review the duties assigned that position and mutually determine, to the satisfaction of both parties, whether recall rights to that position should exist from any current or previously existing City job title. This shall in no way abridge any of the rights possessed by the Union or the City under any other Sections of this agreement. Both the City and the Union will reasonably attempt to agree on this matter.

Section 15.4 Promotions
Whenever a vacancy occurs, the City will post notice throughout the City for five working days before the final filing date as listed in the employment flyer. The City will make every reasonable effort to promote from within. Seniority will be a factor in this decision.

Section 15.5 Meal and Break Periods
Non-exempt employees whose workday exceeds 12 hours will be afforded a second 30- minute non-compensated meal period.

Except for maintenance employees of the Public Works Department and subject to the convenience of the City, non-exempt employees may elect to take either or both 15 - minute breaks in conjunction with his/her lunch period.

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Section 15.6 Miscellaneous

1. Polygraph Exams. No employee shall be asked or required by the City to take a polygraph examination.

2. Voluntary Contributions to Political Action Committees. Upon receipt of an authorization form, the City shall deduct from employee pay checks, voluntary contributions to the "PEOPLE" political action committee of AFSCME, or "Save Our City Services Fund" of the Action for Better Cities (ABC) organization of th e League of California Cities, or other similar organizations. Such contributions shall be promptly remitted to the intended recipient. The City will provide authorization forms for this purpose.

Section 15.7 Service Awards

The City will grant the following service awards to employees in recognition of their continuous service with the City::

5 years of continuous service = $500.00
10 years of continuous service = $1,000.00
15 years of continuous service = $1,500.00
20 years of continuous service = $2,000.00
25 years of continuous service = $2,500.00
30 years of continuous service = $3,000.00
35 years of continuous service = $3,500.00
40 years of continuous service = $4,000.00

For the purposes of calculating service awards, total continuous service with the City will include both part-time and full-time employment, provided there is no break in service.

This provision applies exclusively to the calculation of years for service awards and does not affect seniority, pension, or any other benefit.

Service awards will be distributed annually in December. If the annual Employee Recognition Event is not held, the City will ensure eligible employees still receive their awards through an alternative method, such as payroll distribution or departmental presentation.

The Parties recognize that following ratification of this MOU, some unit members may be impacted by the increase to their consecutive years of service following the inclusion of their prior part time service resulting in years of service bypassing their el igible service award period. Human Resources will notify such employees no later than November 15, 2025 as to whether their new continuous years of service bypasses a milestone award year as detailed above. Impacted employees must notify Human Resources in writing no later than December 1, 2025, whether they would like to receive the service award for the bypassed milestone year or waive their right to receive the bypassed service for the Docusign Envelope ID: EEEE5412-A3DD-4D57-AEA4-470E8710A736 59 of 72Page 59 of 72

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bypassed milestone year and instead receive the next service award as scheduled in accordance to their new continuous years of service.

For purposes of illustration: an employee with 35 years of part -time service, but with 39 years of continuous service (when accounting for full time and part time service), will have the option to either 1) receive the 35 years of service award in 2025 and forgo their 40 years of service award in 2026; or 2) waive their 35 years of service award in 2025, and receive their 40 years of continuous service award in 2026.

Employees with 5 or more years of service who separate from the City after their anniversary date but prior to the December Employee Recognition Event will receive their award in their final paycheck.

ARTICLE 16 – SAVINGS CLAUSE
It is understood and agreed that this Memorandum of Understanding is subject to all applicable Federal, State, County and Local laws and regulations. If any part or provision of this Memorandum of Understanding is in conflict or inconsistent with such appl icable provisions of federal, state, or local law or regulations, or is otherwise held to be invalid or unenforceable by a court of law of competent jurisdiction, such part or provision must be suspended and superseded by such applicable law or regulations, and the remainder of this Memorandum of Understanding will not be affected thereby. If any provision is held contrary to law, the parties must meet and confer, and reach agreement on a replacement provision, if possible.

ARTICLE 17 – FULL UNDERSTANDING, MODIFICATIONS AND WAIVER The parties acknowledge that during the meeting and conferring in good faith, which resulted in this MOU, each had the unlimited right and opportunity to make demands and proposals with respect to any and all subjects or matters not removed by law from the area of meeting and conferring, and that the understanding and agreement arrived at by the parties after the exercise of that right and opport unity is set forth in this MOU.

Therefore, the City and the Union, for the life of this MOU, each voluntarily and unqualifiedly waives the right, and each agrees, that the other party is not obligated to meet and confer with respect to any subject or matter referred to or covered in this MOU, or with respect to any subject or matter not specifically referred to or covered in this MOU, even though such subjects or matters may not have been within the knowledge or contemplation of either or both of the parties at the time they met and confe rred or signed this MOU.

The parties agree to continue their long-standing policies in that there will be no discrimination against any employee because of membership or non -membership in the Union, race, age, sex, religious creed, color, physical disability, mental disability, medical condition, marital status, sexual orientation, national origin, ancestry, political/Union activity, or any other protected class.

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The parties hereto agree this MOU cannot be modified, changed, and/or canceled in any way, except by mutual written consent of said parties as set forth in this MOU.

The parties acknowledge the provisions of the MOU require a close degree of cooperation between the parties. The need to modify the MOU and/or clarify the intent or application of some MOU provisions may arise during the term of this MOU. If such need aris es, the parties may make such modifications, refinements and/or adjustments through the use of a Side Letter or a Letter of Agreement (“LOA”). The use and content of any such Side Letter or LOA must be mutually agreed upon by the parties, executed in writing, attached to this MOU as an addendum, and become a part hereof.

LOA’s will be used for the purpose of clarification of existing MOU provisions with no substantive or economic change to the MOU. LOA’s may be executed on behalf of the City by the Personnel Officer and the City Manager.

Side Letters may be used to amend the MOU. Such amendments may or may not have a substantive and/or economic impact. Side letters with insignificant or no economic impact to the City, as determined by the City Manager after consultation with the City Attorney, may be executed on behalf of the City by the Personnel Officer and the City Manager. Side letters with a significant economic impact to the City, as determined by the City Manager, may be tentatively agreed to by the Personnel Officer and the City Manager, in a form approved by the City Attorney, but will have no force and effect whatsoever unless or until approved by City Council.

Should the City grant a wage increase or modify benefits for any other recognized employee group not contained in that group’s existing MOU on or before the end of this MOU, the City agrees that said changes will be discussed between the parties hereto.

This agreement constitutes the sole and entire existing agreement between the parties and supersedes all prior agreements, commitments, and practices.

ARTICLE 18 – TERM
This MOU will in effect for an initial term commencing July 1, 2025 and ending June 30, 2027. It is, however, the mutual understanding of all parties hereto that this MOU is of no force or effect whatsoever unless or until ratified by the members of the Union in the Unit and the City Council of the City of Bellflower. This MOU continues in effect from year-to- year thereafter, unless amended.

This MOU may be terminated at the end of the initial term, or any subsequent contract period, by either party giving written notice to the other not less than 60 calendar days before the end of the applicable term. Bargaining will begin within 30 calendar days following the receipt of such notice, unless mutually agreed to otherwise.

Following the expiration of the MOU, the MOU will continue in effect until a successor MOU is agreed upon.

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EXECUTION OF THE NEW AGREEMENT
On September 15, 2025, this MOU was ratified by simple majority vote of Unit employees who are in classifications represented by the Union.

CITY OF BELLFLOWER

BELLFLOWER CITY EMPLOYEES ASSOCIATION
(PART TIME)

_________________________________________
Ryan Smoot, City Manager

___________________________________________
Timothy Moeung, President

Date: _____________

Date: ______________

APPROVED AS TO FORM

_______________________________________
Karl H. Berger, City Attorney

Date: _______________

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Signed by:
17m Wow
50899F8E 65446B...

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Exhibit A
Covered Classifications

Community Services Officer I
Maintenance Worker I

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Exhibit B
Personnel Rules

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Certificate Of Completion
Envelope Id: EEEE5412-A3DD-4D57-AEA4-470E8710A736 Status: Completed Subject: Complete with Docusign: 25-0915 BCEA PT MOU 2025-27 FINAL.pdf Source Envelope:

Document Pages: 23 Signatures: 1 Envelope Originator:

Certificate Pages: 5 Initials: 0 Dana Hang
AutoNav: Enabled
EnvelopeId Stamping: Enabled
Time Zone: (UTC-08:00) Pacific Time (US & Canada)
16600 Civic Center Drive
16600 Civic Center Drive
Bellflower, CA 90706
[email protected]
IP Address: 198.24.206.226
Record Tracking
Status: Original
9/15/2025 4:33:49 PM
Holder: Dana Hang
[email protected]
Location: DocuSign
Signer Events Signature Timestamp
Timothy Moeung
[email protected]
Security Level: Email, Account Authentication
(None)
Signature Adoption: Pre-selected Style
Using IP Address: 70.165.63.171
Signed using mobile
Sent: 9/15/2025 4:36:02 PM
Viewed: 9/15/2025 4:38:28 PM
Signed: 9/15/2025 4:39:20 PM
Electronic Record and Signature Disclosure:

Accepted: 9/15/2025 4:38:28 PM
ID: 082892f3-7b67-4930-bec2-53c5e85c1929
In Person Signer Events Signature Timestamp
Editor Delivery Events Status Timestamp
Agent Delivery Events Status Timestamp
Intermediary Delivery Events Status Timestamp
Certified Delivery Events Status Timestamp
Carbon Copy Events Status Timestamp
Dana Hang
[email protected]
Security Level: Email, Account Authentication
(None)
Sent: 9/15/2025 4:39:21 PM
Resent: 9/15/2025 4:39:22 PM
Viewed: 9/15/2025 4:39:39 PM
Electronic Record and Signature Disclosure:

Not Offered via Docusign
Witness Events Signature Timestamp
Notary Events Signature Timestamp
Envelope Summary Events Status Timestamps
Envelope Sent Hashed/Encrypted 9/15/2025 4:36:02 PM
Certified Delivered Security Checked 9/15/2025 4:38:28 PM Signing Complete Security Checked 9/15/2025 4:39:20 PM
Completed Security Checked 9/15/2025 4:39:21 PM
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Payment Events Status Timestamps
Electronic Record and Signature Disclosure
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ELECTRONIC RECORD AND SIGNATURE DISCLOSURE
From time to time, City of Bellflower (we, us or Company) may be required by law to provide to you certain written notices or disclosures. Described below are the terms and conditions for providing to you such notices and disclosures electronically through the DocuSign system.

Please read the information below carefully and thoroughly, and if you can access this information electronically to your satisfaction and agree to this Electronic Record and Signature Disclosure (ERSD), please confirm your agreement by selecting the check-box next to ‘I agree to use electronic records and signatures’ before clicking ‘CONTINUE’ within the DocuSign system.

Getting paper copies
At any time, you may request from us a paper copy of any record provided or made available electronically to you by us. You will have the ability to download and print documents we send to you through the DocuSign system during and immediately after the signing session and, if you elect to create a DocuSign account, you may access the documents for a limited period of time (usually 30 days) after such documents are first sent to you. After such time, if you wish for us to send you paper copies of any such documents from our office to you, you will be charged a $0.00 per-page fee. You may request delivery of such paper copies from us by following the procedure described below.

Withdrawing your consent
If you decide to receive notices and disclosures from us electronically, you may at any time change your mind and tell us that thereafter you want to receive required notices and disclosures only in paper format. How you must inform us of your decision to receive future notices and disclosure in paper format and withdraw your consent to receive notices and disclosures electronically is described below.

Consequences of changing your mind
If you elect to receive required notices and disclosures only in paper format, it will slow the speed at which we can complete certain steps in transactions with you and delivering services to you because we will need first to send the required notices or disclosures to you in paper format, and then wait until we receive back from you your acknowledgment of your receipt of such paper notices or disclosures. Further, you will no longer be able to use the DocuSign system to receive required notices and consents electronically from us or to sign electronically documents from us.

All notices and disclosures will be sent to you electronically Electronic Record and Signature Disclosure created on: 6/8/2020 10:47:26 AM Parties agreed to: Timothy Moeung
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Unless you tell us otherwise in accordance with the procedures described herein, we will provide electronically to you through the DocuSign system all required notices, disclosures, authorizations, acknowledgements, and other documents that are required to be provided or made available to you during the course of our relationship with you. To reduce the chance of you inadvertently not receiving any notice or disclosure, we prefer to provide all of the required notices and disclosures to you by the same method and to the same address that you have given us. Thus, you can receive all the disclosures and notices electronically or in paper format through the paper mail delivery system. If you do not agree with this process, please let us know as described below. Please also see the paragraph immediately above that describes the consequences of your electing not to receive delivery of the notices and disclosures electronically from us.

How to contact City of Bellflower:

You may contact us to let us know of your changes as to how we may contact you electronically, to request paper copies of certain information from us, and to withdraw your prior consent to receive notices and disclosures electronically as follows:

To contact us by email send messages to: [email protected]

To advise City of Bellflower of your new email address
To let us know of a change in your email address where we should send notices and disclosures electronically to you, you must send an email message to us at [email protected] and in the body of such request you must state: your previous email address, your new email address. We do not require any other information from you to change your email address.

If you created a DocuSign account, you may update it with your new email address through your account preferences.

To request paper copies from City of Bellflower
To request delivery from us of paper copies of the notices and disclosures previously provided by us to you electronically, you must send us an email to [email protected] and in the body of such request you must state your email address, full name, mailing address, and telephone number. We will bill you for any fees at that time, if any.

To withdraw your consent with City of Bellflower
To inform us that you no longer wish to receive future notices and disclosures in electronic format you may:
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i. decline to sign a document from within your signing session, and on the subsequent page, select the check-box indicating you wish to withdraw your consent, or you may; ii. send us an email to [email protected] and in the body of such request you must state your email, full name, mailing address, and telephone number. We do not need any other information from you to withdraw consent.. The consequences of your withdrawing consent for online documents will be that transactions may take a longer time to process..

Required hardware and software
The minimum system requirements for using the DocuSign system may change over time. The current system requirements are found here: https://support.docusign.com/guides/signer-guide- signing-system-requirements.

Acknowledging your access and consent to receive and sign documents electronically To confirm to us that you can access this information electronically, which will be similar to other electronic notices and disclosures that we will provide to you, please confirm that you have read this ERSD, and (i) that you are able to print on paper or electronically save this ERSD for your future reference and access; or (ii) that you are able to email this ERSD to an email address where you will be able to print on paper or save it for your future reference and access. Further, if you consent to receiving notices and disclosures exclusively in electronic format as described herein, then select the check-box next to ‘I agree to use electronic records and signatures’ before clicking ‘CONTINUE’ within the DocuSign system.

By selecting the check-box next to ‘I agree to use electronic records and signatures’, you confirm that:
 You can access and read this Electronic Record and Signature Disclosure; and  You can print on paper this Electronic Record and Signature Disclosure, or save or send this Electronic Record and Disclosure to a location where you can print it, for future reference and access; and
 Until or unless you notify City of Bellflower as described above, you consent to receive exclusively through electronic means all notices, disclosures, authorizations, acknowledgements, and other documents that are required to be provided or made available to you by City of Bellflower during the course of your relationship with City of Bellflower.
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CITY OF BELLFLOWER

RESOLUTION NO. 25-32

A RESOLUTION ESTABLISHING THE SALARY RANGES FOR

EMPLOYEES AND AUTHORIZING THE CITY MANAGER TO

IMPLEMENT SUCH CHANGES

THE CITY COUNCIL RESOLVES AS FOLLOWS:

SECTION 1. The City Council authorizes the City Manager, or designee, to compensate all employee classifications at the rates set forth in the attached Exhibit “A,” which is incorporated by reference. Those compensation rates become retroactively effective July 1, 2025, pursuant to Labor Code §1182.12. To the extent that any other resolution conflicts with this Resolution, it is superseded.

SECTION 2. Except as otherwise provided, the City Council authorizes the City Manager, or designee, to amend the Operating Budget for fiscal years 2025 -2027 to incorporate and provide adequate funding for the compensation adjustments.

SECTION 3. Electronic Signatures. This Resolution may be executed with electronic signatures in accordance with Government Code §16.5. Such electronic signatures will be treated in all respects as having the same effect as an original signature .

SECTION 4. The Mayor, or presiding officer, is hereby authorized to affix his signature to this Resolution signifying its adoption by the City Council of the City of Bellflower, and the City Clerk, or her duly appointed deputy, is directed to attest thereto.

SECTION 5. Recordation. The City Clerk will certify to the passage and adoption of this Resolution; will enter the same in the book of original Resolution of said City; and will make a minute of the passage and adoption thereof in the record of proceedings of the City Council of said City, in the minutes of the meeting at which the same is passed and adopted.

SECTION 6. Effective Date. This Resolution will become effective immediately upon adoption and will remain effective unless repealed or superseded.

///
///
///

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City of Bellflower
Resolution No. 25-32

PASSED, APPROVED, AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF BELLFLOWER THIS 22ND OF SEPTEMBER 2025.

________________________________
Ray Dunton, Mayor
ATTEST:

________________________________
Mayra Ochiqui, City Clerk

APPROVED AS TO FORM:

Karl H. Berger, City Attorney

_______________________________________
By: Justin A. Tamayo, Assistant City Attorney

ATTACHMENT:

Exhibit A – City of Bellflower Salary Ranges (Bellflower City Employees’ Association – Represented Executive Assistants and Represented Part-Time Maintenance and Community Services Officer)

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City of Bellflower
Salary Schedule Effective 06/28/2025 (Unless Otherwise Indicated)

1. Range numbers preceded with an “E” are Exempt

2. Range numbers preceded with a “N” are Non-Exempt

3. Any full-time range/title may be used as part-time by substituting a “P” for the “E” or “N” of the range number

4. Approximately 1.0% between each Range number

5. Five steps, approximately 5% between each step

6. Approximately 20% between salary minimum & maximum

7. Titles followed with a “*” are flexibly staffed

8. Total Authorized Positions for flexibly staffed titles with a “#” show higher titles

9. Job Analysis Groups: A – Management and Administrative Jobs, B – Maintenance Jobs, C – Field Jobs (With Driving), and D – Field Jobs (Without Driving)

BCEA (Represented Executive Assistants)

Range Title Group Authorized
Positions
Job
Analysis
Base Salary (Monthly)
Step A Step B Step C Step D Step E
N169 Administrative Assistant BCEA (Exec. Asst.) 1 A 4,518 4,744 4,981 5,230 5,492 N179 Executive Assistant I* BCEA (Exec. Asst.) 4 A 4,991 5,241 5,503 5,778 6,067 N189 Executive Assistant II* BCEA (Exec. Asst.) 2# A 5,514 5,790 6,080 6,384 6,703 N199 Executive Assistant III* BCEA (Exec. Asst.) 3# A 6,090 6,395 6,715 7,051 7,404

BCEA (Represented Part-Time Maintenance and Community Services Officer)

Range Title Group Authorized
Positions
Job
Analysis
Base Salary (Hourly)
Step A Step B Step C Step D Step E
N171 Maintenance Worker I (Part-Time) BCEA (Part-Time) - B 26.5904 27.9173 29.3135 30.7788 32.3192 N172 Community Services Officer I (Part-Time) BCEA (Part-Time) - C 26.8558 28.2000 29.6077 31.0904 32.6423

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