Agenda packet — Brea City Council, July 7, 2026

City Council and Successor Agency
to the Brea Redevelopment
Agency Agenda
Closed Session - 6:30 p.m.

General Session - 7:00 p.m.

Tuesday, July 7, 2026, 7:00 PM

COUNCIL CHAMBERS
1 Civic Center Circle
Brea, California 92821
Cecilia Hupp, Mayor Marty Simonoff, Mayor Pro Tem
Christine Marick, Council Member Blair Stewart, Council Member Steven Vargas, Council Member This agenda contains a brief general description of each item that the Council will consider. The City Clerk has on file copies of written documentation relating to each item of business on this agenda available for public inspection. Contact the City Clerk’s Office at (714) 990-7756 or view the agenda and related materials on the City’s website at https://www.cityofbrea.gov/1857/Meetings-and-Agendas. Materials related to an item on this agenda submitted to the Council after distribution of the agenda packet are available for public inspection in the City Clerk’s Office at 1 Civic Center Circle, Brea, CA during normal business hours. Such documents may also be available on the City’s website, subject to staff’s ability to post documents before the meeting.

Procedures for Addressing the Council
The Council encourages interested people to address this legislative body by making public comments. Public comments may be made during public hearing items or during designated agendized and non-agendized public comment periods. Public comments are limited to five (5) minutes per speaker, unless a different time is announced by the Mayor/presiding Chair.

The Council encourages free expression of all points of view. To allow all persons the opportunity to speak, please keep your remarks brief. If others have already expressed your position, you may simply indicate that you agree with a previous speaker. If appropriate, a spokesperson may present the views of your entire group. State law generally prohibits the City Council from responding to or acting upon matters not listed on this agenda. Council rules prohibit clapping, booing, or shouts of approval or disagreement from the audience.

In-Person Option – Members of the public can provide in-person comments in the Council Chambers. Speakers who wish to address the Council must do so by submitting a speaker card. Members will be called on in the order that cards are received, and all in-person public comments will be heard prior to virtual public comments.

Virtual Option – Members of the public may provide live comments during the designated public comment period by Zoom or conference call. To join by Zoom, click the following link or enter it into your web browser https://cityofbrea-net.zoom.us/j/82834064814 Meeting ID: 828 3406 4814. To join the conference call, dial (213) 338-8477 and when prompted, enter the Meeting ID followed by "#". You will be prompted by the City Clerk when it is time for each comment period and you may request to speak by raising your hand on Zoom or dialing *9 from your phone.

Written Comments – Written comments may be submitted in advance of the meeting by emailing [email protected]. Written comments received by 3 p.m. on the day of the meeting will be provided to the Council, made available to the public at the meeting, and included in the official record of the meeting.

Special Accommodations
In compliance with the Americans with Disabilities Act, if you need special assistance to participate in this meeting, please contact the City Clerk’s Office at (714) 990-7757. A notification 48 hours prior to the meeting will enable City staff to make reasonable arrangements to ensure accessibility. (28 CFR 35.102.35.104 ADA Title II) Important Notice
The City of Brea shows both live broadcasts and replays of City Council meetings on Brea Cable Channel 3 and over the Internet at www.cityofbrea.gov. Your attendance at this public meeting may result in the recording and broadcast of your image and/or voice as previously described.

Reminder: Please silence all cell phones and other electronic equipment while the Council is in session.

1. CLOSED SESSION - EXECUTIVE CONFERENCE ROOM 3RD FLOOR - TIME 6:30 P.M.

1.A. Call to Order/Roll Call

1.B. Public Comment

1.C. Public Employee Performance Evaluation Pursuant to Government Code Section 54957(b). Title: City Manager

1.D. Conference with Labor Negotiator Pursuant to Government Code Section 54957.6. City Representative: City Attorney Terence Boga. Unrepresented Employee: City Manager.

2. GENERAL SESSION - COUNCIL CHAMBERS PLAZA LEVEL - 7:00 P.M.

2.A. Call to Order/Roll Call

2.B. Pledge of Allegiance

2.C. Invocation

2.D. Community Announcements

2.E. Public Comment - Agenda Items
The City Council will address comments on agenda items during this section and speakers will be called in the order received. Comments relating to public hearing items will be heard during the public hearing.

2.F. Response to Public Inquiries

3. CONSENT CALENDAR
The City Council/Successor Agency approves all Consent Calendar matters with one motion unless Council/Agency or Staff requests further discussion of a particular item. Items of concern regarding Consent Calendar matters should be presented during “Matters from the Audience."

3.A. June 16, 2026 Regular City Council Meeting Minutes — 1. Approve

3.B. June 24, 2026 Special City Council Meeting Minutes — 1. Approve

3.C. June 30, 2026 Special City Council Meeting Minutes — 1. Approve

3.D. Approval of Memorandum of Understanding Between the City of Brea and Two Labor Associations and Amendment to the Executive Compensation Plan, Part-Time Employment and Benefits Policy and the Unrepresented Fire Employee Compensation and Benefit Resolutions. — 1. Adopt resolutions approving Memorandums of Understanding (MOU’s) with the Brea City Employees’ Association (BCEA), and the Brea Fire Management Association (BFMA). — 2. Adopt a resolution approving the amendments to the Executive Compensation Plan, for Executive Employees, superseding Resolution No. 2024-055
— 3. Adopt a resolution approving the amendments to the Part-Time Employment and Benefits Policy, superseding Resolution No. 2023-063.
— 4. Adopt a resolution approving the amendments to the Unrepresented Fire Department employees assigned to Full-Time Ambulance Operator and Firefighter Trainee classifications, superseding Resolution No. 2024-037.

4. PUBLIC COMMENT - NON-AGENDA ITEMS
The City Council will address non-agenda items during this section and speakers will be called in the order received.

4.A. Public Comment - Non-Agenda Items

5. ADMINISTRATIVE ANNOUNCEMENTS

5.A. City Manager

5.B. City Attorney

5.C. Council Requests

6. COUNCIL ANNOUNCEMENTS

6.A. Council Announcements

7. ADJOURNMENT

7.A. Meeting Adjournment
Date Posted: July 2, 2026
CITYofBREA
City Council Regular Meeting
Communication
July 7, 2026
Item No. 3A.

June 16, 2026 Regular City Council Meeting Minutes

TO PREPARED BY
Honorable Mayor and City Council Members Christina Dizol, Deputy City Clerk

DEPARTMENT HEAD APPROVAL CITY MANAGER APPROVAL
Kristin Griffith, City Manager Kristin Griffith, City Manager

RECOMMENDATION
Approve
Attachments
06-16-2026 - Draft Minutes.pdf
** The following document is a draft of the minutes and the not the official approved minutes ** Minutes for the City Council Regular Meeting
1 Civic Center Circle, Brea, California 92821
June 16, 2026
Roll Call: (The following members were in attendance)
Cecilia Hupp, Mayor
Marty Simonoff, Mayor Pro Tem
Christine Marick, Council Member
Blair Stewart, Council Member
Steven Vargas, Council Member

1. CLOSED SESSION - EXECUTIVE CONFERENCE ROOM 3RD FLOOR - TIME 5:00 P.M.

1.A. Call to Order/Roll Call
Mayor Hupp called the Closed Session to order at 5:01 p.m. All members were present with Council Member Stewart participating via Zoom teleconference.

1.B. Public Comment
Alyse DeCavallas, Orange County Employee Association (OCEA) labor relations representative for the Brea City Employee Association (BCEA), spoke about the negotiations, proposals, goals, engagement, wages, and flexible health benefits.

Michelle Rubio, OCEA labor relations representative for BCEA, spoke about the City's observance of Veterans Days and the Police Records holiday leave roll-over proposal.

Tony Rosenstein spoke about turnover within the Water Division, employee training, certification pay, and staff retention.

1.C. Conference with City's Labor Negotiator Pursuant to Government Code Section 54957.6 Regarding the Brea Management Association (BMA), Brea City Employees' Association (BCEA), Administrative and Professional Employees' Association (APEA), Brea Police Management Association (BPMA), Brea Fire Association (BFA), Brea Fire Management Association (BFMA), Executive Employees, Part-Time Employment and Benefits Policy, and other Unrepresented Classifications - Kristin Griffith, Negotiator, Laura Drottz Kalty, LCW Attorney and Alexander Volberding, LCW Attorney

1.D. Conference with Legal Counsel Pursuant to Government Code Section 54956.9(d)(1) - Existing Litigation. Name of Case: Southern California Edison Company v. Williams Pipeline Contractors; City of Brea (Case Nos. 30-2025-01469382-CU-PO-CJC; 30-2025-01473712-CU-PO-CJC; and 30-2025-01473771-CUPO-CJC).

1.E. Conference with Legal Counsel Pursuant to Government Code Section 54956.9(d)(1) - Existing Litigation. Name of Case: City of Brea v. Schwarze Industries (Case No. 30-2024-01437243-CU-BC-CJC).

1.F. Conference with Real Property Negotiator Pursuant to Government Code Section 54956.8. Property:

Railroad Corridor Between Palm Street and Berry Channel. City of Brea Negotiators: Public Works Director Michael Ho and Interim Community Services Director Sean Matlock. Negotiating Party: Union Pacific Railroad Company. Under Negotiation: Price and Terms of Payment.

1.G. Conference with Labor Negotiator (California Government Code Section 54957.6). City Representative:

City Manager Kristin Griffith. Unrepresented Employee: City Attorney Mayor Hupp adjourned the Closed Session meeting at 7:04 p.m.

2. STUDY SESSION - EXECUTIVE CONFERENCE ROOM 3RD FLOOR - TIME 6:50 P.M.

2.A. Call to Order/Roll Call
Study Session was not held.

2.B. Public Comment

2.C. Clarify Regular Meeting Topics

2.D. Council Member Reports/Requests

2.E. Study Session Adjournment

3. GENERAL SESSION - COUNCIL CHAMBERS PLAZA LEVEL - 7:00 P.M.

3.A. Call to Order/Roll Call
Mayor Hupp called the General Session to order at 7:08 p.m. All members were present with Council Member Stewart absent.

3.B. Pledge of Allegiance
Mayor Pro Tem Simonoff led the Pledge of Allegiance.

3.C. Invocation: Pastor Ernie Benavidez, The Cause Church Pastor Ernie Benavidez, The Cause Church, led the invocation.

3.D. Report - Prior Study Session
Study Session was not held, but City Manager Griffith announced that Item 4K, Legal Services Agreement with Richards, Watson & Gershon (RWG), would be continued to a future meeting.

3.E. Community Announcements
Mayor Pro Tem Simonoff announced that the 4th of July County Fair Block Party will be held at City Hall Park from 7:00 a.m. to 3:00 p.m. He indicated that the event will feature parades, contests, a car show, live entertainment, swimming at The Plunge, and more.

Mayor Hupp reminded the community that the sale, use or discharge of fireworks strictly prohibited in Brea. She encouraged residents who are able to identify the exact location of someone using fireworks to contact the Brea Police Department's non-emergency line at (714) 990-7911.

Council Member Marick announced that the Brea Resource Center will be relocating to the Brea Community Center, located at 695 E. Madison Way.

Council Member Vargas invited the community to attend this summer's Family Films series on Friday nights. He indicated that Early Man will be shown on Friday, June 19th at City Hall Park.

Mayor Hupp spoke about the Mayor's Youth Community Service Award program and recognized the Mayor's Youth Award participants for their volunteering efforts.

3.F. Community Development/Public Works Update
Assistant City Manager/Community Development Director Killebrew provided an update on the Brea 265 project, a new warehouse building project, and announced the opening of new businesses this month.

Public Works Director Ho provided an update on the development of the Arovista Park Project and encouraged the community to visit the City's website for more information. He also provided an update on the Palm Street Paving project.

3.G. Matters from the Audience
Linda Cho spoke about participating in the 2026 Miss California USA Pageant as Miss Brea USA.

Denise Eby commented on the legal services agreement and lease agreement for Richards, Watson, & Gershon (RWG).

Craig Farris commented on his support for the upcoming potential Costco development.

Scott Hupp spoke about the upcoming Mayor's Cup Golf Tournament taking place on September 14, at the Western Hills Country Club in Chino Hills.

Mark Whaling spoke about heli-hydrants in and near Brea.

Linda Criner spoke in opposition to the upcoming potential Costco development and its effect on traffic.

Mark Strom commented on public records recently obtained, Economic Development Agreement, potential Costco development, city financials, and transparency.

Michael Burns commented on city staff, support for potential Costco development, City revenue, and affordable housing.

Gary Burtain spoke about legal services agreement for Richards, Watson, & Gershon (RWG).

Alyse DeCavallas, a representative of the Brea City Employees' Association (BCEA) and the Association's lead negotiator with the City, spoke on behalf of BCEA regarding employee contributions and the Association's priorities related to wages, benefits, and policy updates.

Ellen Moeller commented on City staff responsibilities, staff retention, and contract negotiations.

James Caspio commented on staff retention, contract negotiations, and certification pay.

Kevin Rush from Orange County Employee Association commented on staff compensation and contract negotiations.

Tony Rosenstein commented on employee retention, staff compensation, and contract negotiations.

Bill Klovstad commented recent fire incident and legal services agreement for Richards, Watson, & Gershon (RWG).

Michael Soto commented on the support for public servants and the contract negotiations.

Bradly Brown commented on the Brea Fire Fighters contract negotiations and staff retention.

Dwight Manley commented on Beckman property, Economic Development Agreement, and potential Costco development.

3.H. Response to Public Inquiries
City Manager Griffith responded to public inquires regarding the RWG contract and lease agreement. She indicated that the item will be discussed at a future meeting.

City Attorney Boga responded to public inquires regarding RWG billing, travel expenses, and the lease agreement.

4. CONSENT CALENDAR
A motion was made by Mayor Pro Tem Simonoff and seconded by Council Member Vargas to approve Consent Calendar items 4A -4M, excluding item 4K. Motion passed 4-0-1-0 (Ayes: Hupp, Simonoff, Marick, Vargas. Absent: Stewart)

4.A. June 2, 2026 Regular City Council Meeting Minutes
The City Council approved the June 2, 2026 Regular City Council Meeting Minutes as written.

4.B. Fiscal Year 2026-27 Appropriations Limit
The City Council adopted Resolution No. 2026-44 approving the Fiscal Year 2026-27 Appropriations Limit.

4.C. Approval of Fiscal Year 2026-27 Property Tax Rate to Fund the City's Paramedic Program The City Council adopted Resolution No. 2026-45, establishing the tax rate on taxable property within the City of Brea for the Fiscal Year 2026-27 necessary to maintain a mobile intensive care program, known as paramedics, within the City of Brea and certifying this rate of taxation to the Orange County AuditorController.

4.D. Second Reading of Ordinances - Brea 2050 Focused General Plan Update and Brea Core Specific Plan The City Council waived full reading of and adopted Ordinance No. 1274, "An Ordinance of the City Council of the City of Brea Amending the Brea City Code by Adopting Zoning Ordinance Text Amendment No. 2026-01 for implementation of the Brea 2050: Focused General Plan Update and the Brea Core Specific Plan;" an Ordinance of the City of Brea approving ZOTA No. 2026-01 to amend Chapters 20.04, 20.11, and

20.258 for updates to the mixed-use zoning districts; and waived full reading of and adopted Ordinance No. 1275, "An Ordinance of the City of Brea Approving Zone Change No. 2026-01 for Implementation of the Brea 2050: Focused General Plan Update and Brea Core Specific Plan;" an Ordinance of the City of Brea approving ZC No. 2026-01, to change the zoning for certain properties to Mixed-Use 50 (MU-50), MixedUse 18 (MU-18), Public Facilities (PF), and Parks/Recreation/Open Space-Parks/Recreation (PRO-P/R), Brea Core Specific Plan (BCSP).

4.E. Second Reading of Zoning Ordinance Text Amendment (ZOTA) No. 2026-02 The City Council waived full reading of and adopted Ordinance No. 1276 title, "An Ordiance of the City Council of the City of Brea amending the Brea City Code by adopting Zoning Ordinance Text Amendment No. ZOTA 2026-02 (Omnibus Code Update) and approving a CEQA exemption determination"; and approved a California Environmental Quality Act (CEQA) exemption determination.

4.F. Easement and Compactor Sharing Agreement between the City of Brea, Regal Cinemas, Inc., Reality Income Trust 4, and MF Entertainment, LLC.

The City Council approved an easement and compact sharing agreement with Realty Income Trust 4 (property owner of 155 W. Birch St.), MF Entertainment, LLC (property owner of 245 W. Birch St.), and Regal Cinemas, Inc. (Lessor of building at 155 W. Birch St.); and authorized the Mayor or execute the documents.

4.G. Parking Lot Use Agreement between the City of Brea and the Brea Olinda Unified School District for 220 South Orange Avenue
The City Council approved a one-year parking lot use agreement with Brea Olinda Unified School District for use of a parking lot located at 220 South Orange Avenue.

4.H. ActiveNet Software Agreement
The City Council approved a three (3) year agreement with Active Network, effective July 1, 2026, with optional three (3) year renewals at the end of each term, to provide ongoing software and support for the Community Services recreation program, ActiveNet; and authorized the City Manager or designee to execute the agreement.

4.I. Citywide Janitorial Services Agreement
The City Council awarded a contract to K Pro Stone Care for Citywide Janitorial Services, in the amount not to exceed $395,868.00 per year, for a period of three (3) base years; and authorized the City Manager to approve up to four (4) additional one (1) year extensions.

4.J. Landscape Maintenance Services Agreement
The City Council awarded a contact to Mariposa Landscapes, Inc., for Landscape Maintenance Services in the amount not to exceed $510,323.50 per year, for a period of three (3) base years; and authorized the City Manager to approve up to four (4) additional one (1) year extensions.

4.K. Legal Services Agreement with Richards, Watson & Gershon (RWG) This item was removed from the Consent Calendar and will return at a later date.

4.L. Monthly Report of Investments for the City of Brea for Period Ended May 31, 2026 The City Council received and filed the Monthly Report of Investments for the City of Brea for the Period ended May 31, 2026.

4.M. May Outgoing Payment Log and City Disbursement Registers for May 29, and June 5, 2026 The City Council received and filed the May Outgoing Payment Log and City Disbursement Registers for May 29, and June 5, 2026.

5. CITY/SUCCESSOR AGENCY - CONSENT
A motion was made by Mayor Pro Tem Simonoff and seconded by Council Member Vargas to approve the City/Successor Agency Consent item 5A. Motion passed 4-0-1-0 (Ayes: Hupp, Simonoff, Marick, Vargas.

Absent: Stewart).

5.A. Monthly Report of Investments for the Successor Agency to the Brea Redevelopment Agency for Period Ended May 31, 2026
The City Council, as the Successor Agency, received and filed the Monthly Report of Investments for the Successor Agency to the Brea Redevelopment Agency for period ended May 31, 2026.

6. PUBLIC HEARING

6.A. Annual Public Hearing to Review Full-Time Vacancies and Recruitment and Retention Efforts in Compliance with Assembly Bill 2561
Human Resource Analyst Munoz provided a presentation on the item. She reviewed AB 2561 requirements, Brea vacancy percentage per bargaining group as of June 8, 2026, vacancy breakdown per bargaining group, recruitment challenges and strategies, and retention efforts.

Mayor Hupp opened the Public Hearing.

Seeing no members of the public wishing to address the Council, Mayor Hupp closed the Public Hearing.

A motion was made by Mayor Pro Tem Simonoff and seconded by Council Member Vargas to receive and file the full-time vacancy report in compliance with Assembly Bill (AB) 2561.

7. ADMINISTRATIVE ANNOUNCEMENTS

7.A. City Manager
None.

7.B. City Attorney

7.C. Council Requests
None.

8. COUNCIL ANNOUNCEMENTS

8.A. Council Announcements
Council Member Vargas spoke about RWG contract, travel expenses, and lease agreement.

9. ADJOURNMENT

9.A. Meeting Adjournment
Mayor Hupp adjourned the General Session at 8:33 p.m.

CITYofBREA
City Council Regular Meeting
Communication
July 7, 2026
Item No. 3B.

June 24, 2026 Special City Council Meeting Minutes

TO PREPARED BY
Honorable Mayor and City Council Members Victoria Popescu, City Clerk

DEPARTMENT HEAD APPROVAL CITY MANAGER APPROVAL
Kristin Griffith, City Manager Kristin Griffith, City Manager

RECOMMENDATION
Approve
Attachments
06-24-2026 - Draft Minutes.pdf
** The following document is a draft of the minutes and the not the official approved minutes ** Minutes for the City Council Special Meeting
1 Civic Center Circle, Brea, CA 92821
June 24, 2026
Roll Call: (The following members were in attendance)
Cecilia Hupp, Mayor
Marty Simonoff, Mayor Pro Tem
Christine Marick, Council Member
Blair Stewart, Council Member
Steven Vargas, Council Member

1. CLOSED SESSION - EXECUTIVE CONFERENCE ROOM 3RD FLOOR - 9:00 A.M.

1.A. Call to Order/Roll Call
Mayor Hupp called the special Closed Session to order at 9:00 a.m. All members were present.

1.B. Public Comment
None.

2. GENERAL SESSION - EXECUTIVE CONFERENCE ROOM 3RD FLOOR - 10:00 A.M.

2.A. Call to Order/Roll CallMayor Hupp called the special General Session to order at 10:06 a.m. All members were present.

2.B. Pledge of AllegianceCouncil Member Stewart led the Pledge of Allegiance.

2.C. Proclamation: America 250
Council Member Stewart presented the proclamation in recognition of the 250th anniversary of the foundation of our nation.

2.D. Matters from the AudienceNone.

2.E. Response to Public InquiriesNone.

2.F. Meeting Adjournment
Mayor Hupp adjourned the General Session at 10:09 a.m.

CITYofBREA
City Council Regular Meeting
Communication
July 7, 2026
Item No. 3C.

June 30, 2026 Special City Council Meeting Minutes

TO PREPARED BY
Honorable Mayor and City Council Members Victoria Popescu, City Clerk

DEPARTMENT HEAD APPROVAL CITY MANAGER APPROVAL
Kristin Griffith, City Manager Kristin Griffith, City Manager

RECOMMENDATION
Approve
Attachments
06-30-2026 - Draft Minutes.pdf
** The following document is a draft of the minutes and the not the official approved minutes ** Minutes for the City Council Special Meeting
1 Civic Center Circle, Brea, CA 92821
June 30, 2026
Roll Call: (The following members were in attendance)
Cecilia Hupp, Mayor
Marty Simonoff, Mayor Pro Tem
Christine Marick, Council Member
Blair Stewart, Council Member
Steven Vargas, Council Member

1. CLOSED SESSION - EXECUTIVE CONFERENCE ROOM 3RD FLOOR - 11:00 A.M.

1.A. Call to Order/Roll Call
Mayor Hupp called the Closed Session to order at 11:02 a.m. All members were present.

1.B. Public Comment
None.

1.C. Conference with City's Labor Negotiator Pursuant to Government Code Section 54957.6 Regarding the Brea Management Association (BMA), Brea City Employees' Association (BCEA), Administrative and Professional Employees' Association (APEA), Brea Police Association (BPA), Brea Police Management Association (BPMA), Brea Fire Association (BFA), Brea Fire Management Association (BFMA), Executive Employees, Part-Time Employment and Benefits Policy, and other Unrepresented Classifications - Kristin Griffith, Negotiator, Laura Drottz Kalty, LCW Attorney and Alexander Volberding, LCW Attorney Mayor Hupp adjourned the Closed Session at 11:15 a.m.

2. GENERAL SESSION - EXECUTIVE CONFERENCE ROOM 3RD FLOOR - 11:15 A.M.

2.A. Call to Order/Roll Call
Mayor Hupp called the General Session to Order at 11:15 a.m. All members were present.

2.B. Pledge of Allegiance
Council Member Vargas led the Pledge of Allegiance.

2.C. Matters from the Audience
None.

2.D. Response to Public Inquiries
None.

3. CONSENT CALENDAR

3.A. Approval of Memorandums of Understanding between the City of Brea and: 1) the Administrative and Professional Employees’ Association; 2) the Brea Management Association; and 3) the Brea Police Management Association.

The City Council adopted Resolution Nos. 2026-046, 2026-047, and 2026-048 approving Memorandums of Understanding (MOU’s) with the Administrative and Professional Employees’ Association (APEA), the Brea Management Association (BMA), and the Brea Police Management Association (BPMA); acknowledged agreement on the Executive's Compensation Plan and Part-Time employee updates; and directed staff to prepare Resolution for consideration at a future Council meeting.

4. ADJOURNMENT

4.A. Meeting AdjournmentMayor Hupp adjourned the General Session at 11:17 a.m.

CITYofBREA
City Council Regular Meeting
Communication
July 7, 2026
Item No. 3D.

Approval of Memorandum of Understanding Between the City of Brea and Two Labor Associations and Amendment to the Executive Compensation Plan, Part-Time Employment and Benefits Policy and the Unrepresented Fire Employee Compensation and Benefit Resolutions.

TO PREPARED BY
Honorable Mayor and City Council Members Mario Maldonado, Human Resources Manager

DEPARTMENT HEAD APPROVAL CITY MANAGER APPROVAL
Kristin Griffith, City Manager Kristin Griffith, City Manager

RECOMMENDATION
Staff Recommends that the City Council take the following Actions:

1. Adopt resolutions approving Memorandums of Understanding (MOU’s) with the Brea City Employees’ Association (BCEA), and the Brea Fire Management Association (BFMA).

2. Adopt a resolution approving the amendments to the Executive Compensation Plan, for Executive Employees, superseding Resolution No. 2024-055

3. Adopt a resolution approving the amendments to the Part-Time Employment and Benefits Policy, superseding Resolution No. 2023-063.

4. Adopt a resolution approving the amendments to the Unrepresented Fire Department employees assigned to Full-Time Ambulance Operator and Firefighter Trainee classifications, superseding Resolution No. 2024-037.

BACKGROUND/DISCUSSION
The City currently has seven recognized bargaining groups representing employees across various departments and classifications. Of these seven bargaining groups, six collective bargaining agreements are scheduled to expire on June 30, 2026. The expiration of these agreements presents an important opportunity for the City to engage in discussions with employee associations regarding wages, benefits, working conditions, and other terms and conditions of employment.

Over the last three months, the City’s negotiation team has been meeting with various employee associations to try and reach an agreement on terms and conditions of employment for new labor contracts (Memorandums of Understanding or MOUs). The City’s negotiating team recently reached Tentative Agreements with three of its six bargaining groups (APEA, BMA, and BPMA) and the City Council approved their MOU’s during a Special Meeting on June 30, 2026. The City’s negotiating team and two of the remaining three bargaining groups have now reached a Tentative Agreement. The following associations have ratified these agreements and are ready for City Council consideration: the Brea City Employees’ Association, and the Brea Fire Management Association.

In recent years, contracts with employee associations have included market-rate adjustments and modest changes to the terms of employment, reflecting the City’s concerns about maintaining a balanced budget, sustaining healthy reserves, and remaining competitive in attracting talent. The agreement that was reached with BCEA, and BFMA calls for a two-year term, including salary increases of two and a half percent (2.5%) in each year of the contract, effective July 4, 2026, and July 3, 2027, respectively. These are the same terms that were negotiated with APEA, BMA, and BPMA.

Moreover, adjustments to the City's health plan flexible benefit amounts have remained unchanged for several years, resulting in Brea falling behind the labor market in this important area, while health insurance costs have continued to rise. In recognition of this situation, effective July 1, 2026, these three agreements include monthly increases of $150, $425, and $550 per month for health benefits, depending on the employee’s family status. This increase in benefits is equivalent to a two percent (2%) annual salary adjustment.

As is typical during negotiations, these MOU contract revisions include clean-up language throughout the agreements to remove expired or outdated language. The revised language clarifies existing provisions to ensure they accurately reflect current practices and operational procedures. Some proposed revisions include language under the Wellness Program, Sick Leave and Bereavement Leave and Professional Development sections.

Executive Compensation Plan
Periodically, the City Council also updates the Executive Compensation Plan and the Part-Time Employment and Benefits Policy through amendments to reflect changes in salaries and benefits affecting our employees, so terms are consistent with the same types of benefits available to all labor groups. The proposed amendments to this category of employees include a salary increase of two and a half percent (2.5%), effective July 4, 2026, and July 3, 2027, respectively. These resolutions also include clean-up language identified during the review process.

The proposed amendment also includes an increase to the City's health plan flexible benefit amount from $1,600 per month to $2,100. Other revisions include updated language under the Wellness Program to align with the rest of the organization, Sick Leave and Bereavement Leave section updates to comply with new leave laws and cleanup language has been included to reflect that Executives are designated as at-will employees.

Part-Time Employment and Benefits Policy
The proposed salary increase will affect part-time hourly employees who are not in a classification series tied to the State of California minimum wage increases. Other updates to the Part-Time Policy included clean-up language for out-of-date provisions to reflect current practices and past changes that are now in place. There are no substantial changes associated with these updates.

On May 21, 2024, the City Council approved and adopted Resolution No. 2024-037, adopting a Compensation and Benefits plan for full-time equivalent unrepresented employees assigned to the Ambulance Operator Classification.

Since the adopted Resolution became effective, the Fire Department and Human Resources have identified cleanup language to reflect current operations. The proposed amendment includes a salary increase of two and a half percent (2.5%), effective July 4, 2026, and July 3, 2027, respectively. In addition, the City's health plan flexible benefit amounts are increased to $150, $425, and $550 per month, depending on the employee’s family status.

Some examples of proposed clean-up language include a revision to Section 3. Leave Time Benefits part B.

Holidays, which will remove the current language and replace it with revised language in line with shift employees.

Other proposed revisions include language under the Sick Leave and Bereavement Leave sections in order to comply with new state sick leave laws.

To ensure consistency with the unrepresented employees in the Fire Department, the amended resolution will add the Firefighter Trainee classification. This non-sworn classification is the entry-level firefighter training position, while employees complete the department specific Fire Academy that lasts about five (5) weeks. Once they have completed their basic training, employees are promoted to the public safety sworn position of Firefighter, which is represented by the Brea Fire Association.

FISCAL IMPACT/SUMMARY
The City has been working with labor groups to prudently manage personnel costs for several years now. These contract adjustments are needed for the City to remain competitive in the current labor market if Brea is to continue attracting and retaining quality public sector and public safety employees amid a challenging economic landscape.

The City’s bargaining team has been meeting in good faith with BCEA, and BFMA and has now reached a tentative agreement with these three employee associations. The associations have already ratified these agreements.

This action authorizes the City to enter into new MOU’s (labor agreements) with BCEA, and BFMA through June 30, 2028. These contracts will provide both sides with some measure of stability over the next two years. The estimated net financial impact to the General Fund related to the agreements with BCEA, and BFMA, including corresponding benefits to the Executive Compensation Plan and Part-Time Employment and Benefits Policy resolutions, is $525,455 over the two years from FY 2026-27 through June 30, 2028 (FY 2027-28).

There are sufficient funds in the adopted budget to cover these costs for FY 2026-27. Staff will return during the next budget cycle to provide updated information as FY 2025-26 is finalized with actual year-end amounts, along with any necessary recommendations.

Attachments
Resolution No. 2026-XXX & PT Benefit Policy FINAL.pdf
Resolution No 2026-XXX - Executive Compensation Plan Amendment FINAL Resolution No 2026-0XXX Fire Unrepresented FINAL
Resolution No. 2026-XXX - BCEA & MOU FINAL 7-2-2026.pdf Resolution No. 2026-XXX - BFMA & MOU FINAL 7-2-2026.pdf RESO NO. 2026- ___
July 7, 2026
RESOLUTION NO. 2026-XXX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BREA AMENDING THE

EXISTING PART-TIME EMPLOYMENT AND BENEFITS POLICY
A. Recitals.
(i) Section 2.08 of the Brea Municipal Code provides that the City Council shall prepare, revise and maintain a position classification plan covering all positions within the classified services, including employment standards and qualifications for each classification.
(ii) It is necessary, from time to time, to review and adjust the compensation Plan to ensure the efficient and economical operation of the various City Departments. (iii) It is the intent of the City Council to revise the existing compensation plan pertaining to part-time classifications.

B. Resolution.

NOW THEREFORE, it is found, determined and resolved by the City Council of the City of Brea to:
(i) Amend the City’s existing Part-Time Employment and Benefits Policy to make salary adjustments to part-time hourly employees who are not in a classification series tied to the State of California minimum wage increases and non-substantive language cleanup.

RESO NO. 2026- ___
July 7, 2026
APPROVED and ADOPTED THIS 7
th DAY OF July 2026.
______________________________
Cecilia Hupp, Mayor
ATTEST: __________________________
Victoria Popescu, City Clerk
I, Victoria Popescu, City Clerk of the City of Brea, do hereby certify that the foregoing Resolution was adopted at a regular meeting of the City Council of the City of Brea, held on the 7 th day of July, 2026,
by the following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

ABSTAINED: COUNCIL MEMBERS:

DATED: ______________________________
_____________________________________
Victoria Popescu, City Clerk

PART-TIME

EMPLOYMENT AND BENEFITS POLICY
Amended July 7, 2026
Resolution No. 2026-___
Section 1— DEFINITIONS
A. Part-time regular employment is defined as generally working less than forty (40) hours per week during a fiscal year, on a year-round, regular, pre-arranged schedule.

B. Part-time intermittent employment is defined as generally working less than forty (40) hours per week, during a fiscal year, on a seasonal or temporary basis.

C. Part-time employment refers to both regular and intermittent part-time status, whether assigned to full-time equivalent or part-time classifications.

D. Interim appointment refers to a temporary appointment of up to six (6) months for a part-time position, of a person possessing the minimum qualifications last established for a particular classification other than eligibility by examination and who has been appointed to a position in that classification in the absence of available eligibles.

E. Provisional appointment refers to the temporary appointment of up to six (6) months for a full-time position, of a person possessing the minimum qualifications last established for a particular classification other than eligibility by examination and who has been appointed to a position in that classification in the absence of available eligibles.

Section 2—SALARY AND COMPENSATION
A. Salary Plan—Human Resources will survey part-time classifications as needed and make recommendations for appropriate salary adjustments to the City Manager. Also, the part-time classification specifications (job descriptions) will be reviewed and updated as necessary by Human Resources. Part-time wage rates and benefits are established by the City Council based on the recommendation of the City Manager.

B. Effective the first full payroll period commencing on or after July 1, 2026, the “base salary” of each employee covered by this policy shall be increased by two and a half percent (2.5%) across the board for all members except for those classifications that are in a classification series tied to the state minimum wage requirements.

Effective the first full payroll period commencing on or after July 1, 2027, the Part-Time Employment and Benefits Policy July 7, 2026
2 “base salary” of each employee covered by this policy shall be increased by two and a half percent (2.5%) across the board for all members except for those classifications that are in a classification series tied to the state minimum wage requirements.

C. Salaries effective the first full payroll period commencing on or after July 1, 2026, are listed in Exhibit “A” and salaries effective the first full payroll period commencing on or after July 1, 2027, are listed in Exhibit “B”, attached hereto and made a part thereof.

D. Minimum Wage Increase— All classifications subject to minimum wage shall be adjusted pursuant to all state-mandated minimum wage increases. Any classification in a series, shall be adjusted to maintain a minimum of ten percent (10%) between the classifications due to compaction issues caused by its subordinate receiving a minimum wage increase.

E. Work Period/Overtime—Part-time employees shall be paid on a straight-time basis for the actual number of hours worked except that, non-exempt part-time employees shall receive overtime compensation in accordance with the Fair Labor Standards Act. An employee’s work period for the calculation of overtime pay shall be a seven (7) day period. An employee shall be paid at the rate of one-and-one half (1½) times the employee’s hourly rate for all hours worked in excess of forty (40) in the seven (7) day work period. These hours shall be referred to as “overtime” hours. Employees working an alternate (i.e., 9/80 or 4/10) work schedule shall be paid at the rate of one-and-one half (1½) times the employee’s hourly rate for all hours worked in excess of forty (40) in the designated alternate work period.

F. Salary on Appointment

1. Part-time employees on the part-time classification salary schedule shall be initially appointed no higher than Step three (3) of the seven (7) step range. If recruitment difficulties are encountered, or qualifications of a candidate for employment indicate that a higher hiring rate would be in the City's best interests, appointment at a higher rate in the salary range may be authorized by the City Manager or designee.

2. Part-time employees on a full-time classification salary range shall be initially appointed no higher than Step five (5) on the salary range. If recruitment difficulties are encountered, or qualifications of a candidate for employment indicate that a higher hiring rate would be in the City's best interests, appointment at a higher rate in the salary range may be authorized by the City Manager or designee.

G. Salary Upon Appointment to a Full-Time Position—Part-time employees appointed to full-time positions in the same job classification shall be compensated at the same salary step as they are receiving in the part-time Part-Time Employment and Benefits Policy July 7, 2026
3 position. In the event the full-time appointment is made within ninety (90) calendar days preceding the employee's next merit review date, placement on the higher salary range may, with the approval of the City Manager, be two and one-half percent (2½%), five percent (5%), or seven and one-half percent (7½%) above the salary currently earned, and must be justified by a performance evaluation.

H. Merit Salary Advancement— Employees who have not reached the top step of the assigned salary range for their classification shall be eligible for a merit increase as delineated below.

1. Part-time employees shall be eligible for a merit increase only after completion of either: a) a minimum of one (1) years’ service; or b) if on an intermittent basis, the lapse of one (1) year (working at least 250 hours) since the original appointment and/or previous performance review date.

The review date will automatically be adjusted forward by Human Resources to reflect periods of leave of absence without pay.

The effective date of a part-time employee's annual merit increase shall be the employee's anniversary date.

2. Part-time employees are subject to the City's Personnel Rules and Regulations as they apply to merit increases. However, for exceptional performance, out-of-phase merit increases may be granted as recommended by the Department Director and approved by the City Manager or designee. Instances of out-of-phase increases will be infrequent and shall be limited to classes listed on the part-time classification salary schedule.

I. Bilingual Pay—Regular part-time employees required to speak, read and/or write in Spanish or a language other than English as part of the regular duties of their positions will be compensated at the rate of fifty-eight cents ($0.58) per hour in addition to their rate of regular pay.

1. Human Resources shall administer the taking of competency tests to certify the employee's proficiency in speaking, reading, or writing Spanish or another approved language. Certification of competency shall be a precedent to qualifying for bilingual pay.

2. There shall be a limit of twelve (12) part-time regular employees who may receive bilingual pay at any one time.

3. All regular part-time employees receiving bilingual pay must be recertified immediately prior to each bilingual anniversary date to continue to be eligible for the additional pay. If the employee fails to reapply or to become recertified prior to the employee's anniversary date, the bilingual pay will cease at the beginning of the payroll period immediately following Part-Time Employment and Benefits Policy July 7, 2026
4 the employee's anniversary date. The employee is responsible for initiating the request for eligibility or recertification.

4. An employee unable to demonstrate proficiency in an initial or recertification bilingual test may request a second test at their own expense to be administered not more than thirty (30) days from the initial failed test. If the employee does not pass on the second attempt, they will not be eligible to test again for one (1) year after the initial failed attempt.

However, if in the meantime the City determines there is a sufficient number of qualified bilingual employees when the one (1) year has passed and has no immediate need for additional bilingual employees, the employee will have their name placed on a waiting list.

5. After two (2) consecutive years of successful recertification, the part-time regular employee shall only be required to participate in the recertification process every four (4) years.

J. Uniform Allowances for Part-Time Regular Employees
For part-time regular employees in the following full-time classifications, the City shall provide an annual lump-sum uniform allowance equivalent to one-half of the allowance provided to full-time employees in the same job classifications, as provided in the respective MOUs:

• Police Records Clerk
• Police Records Technician
• Police Property/Evidence Technician
• Administrative Clerk I/II (only when assigned to Police or Fire Department uniformed positions)
• Parking Control Officer
• Jailer
• Public Safety Dispatcher I/II (except full-time employees assigned as intermittent Dispatcher)
Uniform allowance shall be paid to the employee on a regular pay day in July each year. Newly appointed part-time regular employees in the classifications listed above shall receive an initial uniform allowance of $350, unless newly hired between January and June of any year. If the employee is hired between January and June, the $350 will be prorated by the percentage of months remaining until July (i.e., 1/6th of the amount per month). Thereafter, the employee shall receive the annual allowance as described above. Police Cadets shall receive a voucher in the amount of $250 for the provision of uniforms.

K. Court On-Call Pay for Part-time Regular Employees
For part-time regular employees in the full-time equivalent Jailer classification, the City shall compensate the subpoenaed employee at their regular straighttime hourly rate for one (1) hour or the actual number of hours the employee appears in court, whichever is greater.

Part-Time Employment and Benefits Policy July 7, 2026
5 L. Work Shoe Reimbursement—For employees in the following part-time regular classifications, the City shall provide an annual lump-sum work shoe allowance to field maintenance services employees for the cost of safety/work shoe/boots in an allowance equivalent to one-half, $125, of the allowance provided to full-time employees (currently $250) in the same job classifications, as provided in the respective MOUs:
• Maintenance Worker I/II
• Water Distribution Operator I/II
• Facilities Worker (when assigned to Brea Downtown)
The work shoe allowance shall be paid directly to the employee on a regular pay day in July of each year. Newly appointed part-time regular employees in the classifications listed above shall receive an initial work shoe allowance of $125, unless newly hired between January and June of any year. If the employee is hired between January and June, the $125 will be prorated by the percentage of months remaining until July (i.e., 1/6th of the amount per month). Thereafter, the employee shall receive the annual allowance as described above.

M. Special Assignment and Compensation—A Police Cadet may be appointed to a Senior Police Cadet special assignment at the sole discretion of the Police Chief provided the employee meets the established minimum qualifying criteria, their performance in their current assignment has been satisfactory, and they are physically capable of performing the duties of the special assignment. Once appointed, an employee may be removed from a special assignment by the Police Chief if the employee no longer meets the minimum qualifying criteria, and/or their performance in the special assignment has been unsatisfactory, and/or the employee is rendered physically incapable of performing the duties of the special assignment and/or the Police Chief determines that removal from the special assignment is in the professional interest of the employee and/or the Department and/or the community being served. Additions or reductions in the number of special assignments shall be determined by the City based upon budgetary and staffing needs. All special assignment pay shall be effective for only as long as the duty assignment remains in effect for the employee.

Part-time regular Police Cadets appointed to the Senior Police Cadet assignment shall receive special assignment pay of five percent (5%) in addition to their regular rate of pay.

N. Working out of Classification Pay– Part-time regular employees may work up to twenty (20) days in a fiscal year without additional compensation. Part-time regular employees who are assigned to work on a temporary basis in a higher classification for a total of twenty-one (21) days or more in a fiscal year, as specifically assigned by the Department Director, shall receive five percent (5%) in addition to the employee’s regular rate of pay. The additional pay shall commence on the twenty-first (21st) calendar day of working within the assignment.

Part-Time Employment and Benefits Policy July 7, 2026
6 Shift Differential Pay– Part-time employees in the classification of Maintenance Worker I/II with a regularly scheduled shift between 6:00 p.m. Friday through 6:00 a.m. Monday, shall receive five percent (5%) shift differential pay on top of their hourly wage.

Section 3—BENEFITS
A. Federal/State Mandated Programs—All part-time employees shall participate in the City's benefit programs only to the extent required by State or Federal law or as provided in this policy. Current State or Federally mandated benefit programs include retirement, Workers' Compensation, unemployment insurance, and for all part-time employees hired on or after April 1, 1986, Medicare.

B. Retirement

1. Public Employees' Retirement System—All part-time employees enrolled in the Public Employees' Retirement System (CalPERS) prior to July 1, 2000, shall pay the employee’s CalPERS monthly contribution per the following schedule:

Effective the first full pay period beginning on or after 9/1/16, the employee shall pay seven percent (7%) of the employee
CalPERS retirement contribution, the City shall make no (0%) employee CalPERS retirement contribution.

Implementation of the above reductions in City funding of the employee CalPERS retirement contributions shall be accomplished by means of each affected employee incurring a payroll deduction each payroll period in the above amounts. Said payroll deductions shall be on a pre-tax basis pursuant to IRS Code Section 414(h) (2).

2. 1959 Survivor Benefit—The PERS Retirement Plan has been amended to include the Fourth Level 1959 Survivor Benefit. The part-time employee shall pay 100% of all monthly costs for this benefit, in addition to the $2.00 monthly cost for the Basic Level 1959 Survivor Benefit.

3. Effective the first pay period beginning on or after 9/1/2016, employees will contribute seven and a half percent (7.5%) of their salary to a deferred compensation plan and the City will make no (0%) employee contribution.

C. Medical Insurance—Certain part-time employees may be eligible to participate in the Public Employees’ Medical and Hospital Care Act (PEMHCA) Program for medical insurance. To be eligible, employees must meet CalPERS PEMHCA requirements (e.g., must work at least half-time and have a permanent appointment or a “limited term” appointment with a duration of more than six months.) Effective 1/1/2026, the City's contribution toward CalPERS health Part-Time Employment and Benefits Policy July 7, 2026
7 insurance premiums for these eligible and participating part-time employees shall be $162 per month.

D. Affordable Care Act (ACA)—In accordance with the ACA, the City will provide a medical insurance benefit to those employees who qualify under the ACA. The amount of the stipend will be a minimum of the amount established by CALPERS regulation (currently $162 monthly), up to an amount required to make the premium “affordable” as delineated in the ACA. Qualification and premium contribution for coverage under the ACA is determined annually.

E. Dental Insurance—Part-time regular employees may participate in the City’s Delta Dental plans. Part-time regular employees who choose to participate in the plan shall pay all premium costs.

F. Vision Insurance—Part-time regular employees may participate in the City’s EyeMed Vision Insurance plan. Part-time regular employees who choose to participate in the plan shall pay all premium costs.

G. Section 125 Program—Part-time regular employees may participate in the City's Internal Revenue Section 125 Plan, which permits employees to allocate specified amounts of monthly pre-tax salary or wages for the reimbursement of medical care expenses or dependent care expenses, or both. Part-time regular employees who choose to participate in the program shall pay all program administration costs and/or fees.

H. Short-Term Disability/Critical Illness—Part-time regular employees may participate in the City's Short-Term Disability and/or Critical Illness plans. Parttime regular employees who choose to participate in the plan(s) shall pay all premium costs.

I. Cancer/Accident Indemnity—Part-time regular employees may participate in the City's Cancer and/or Accident Indemnity plans. Part-time regular employees who choose to participate in the plan(s) shall pay all premium costs.

J. Pet Insurance—Part-time regular employees may participate in the City's Nationwide Pet Insurance plan. Part-time regular employees who choose to participate in the plan shall pay all premium costs.

K. 457 Deferred Compensation Program—In lieu of a social security contribution, all part-time regular and part-time intermittent employees that are not in the CalPERS retirement system must participate in the City’s 457 deferred compensation program. The mandatory minimum contribution is seven and a half percent (7.5%).

L. Voluntary 457 Deferred Compensation Program—Part-time regular employees may participate in any City 457 deferred compensation program by contributing up to a maximum of one hundred percent (100%) of their earnings (not to exceed Part-Time Employment and Benefits Policy July 7, 2026
8 the IRS maximum allowed per year). Regular part-time employees shall pay any costs and/or contributions associated with participating in this program.

M. Employee Assistance Program—Part-time regular and part-time intermittent employees shall be included in the City's Employee Assistance Program.

N. Credit Union—Part-time employees shall be eligible to join and be members of the Credit Union of Southern California.

Section 4—LEAVE
A. Sick Leave for Part-Time Regular Employees—Part-time regular employees shall earn prorated sick leave based on 3.69 hours per eighty (80) hours worked. The sick leave provisions in the City's Human Resources Rules and Regulations shall apply to part-time regular employees. Pursuant to AB 109 (Chapter 164, Labor Code Section 233 of Statutes of 1999), part-time regular employees shall be allowed to use up to a maximum of one-half of the number of sick leave hours they accrue per calendar year for medical and/or dental appointments for qualified family members, and/or illness or death of a qualified family member.

B. Sick Leave for Part-Time Intermittent Employees—Per California’s AB 1522, Part-time intermittent employees who work thirty (30) days or more in a twelve (12) month period will accrue one (1) hour of sick leave for every thirty (30) hours worked, to a maximum of five (5) days or forty (40) hours per year. Employees may use accrued sick leave after ninety (90) days of employment. An employee may use up to a maximum of five (5) days or forty (40) hours, whichever is greater, of sick leave in a twelve (12) month period. An employee can only accrue paid sick leave up to a maximum cap of ten (10) days or eighty (80) hours, whichever is greater, ongoing.

1. Sick Leave Utilization and Qualified Family Member—All part-time employees may use sick leave for the employee’s own health condition or preventative care or for that of a qualified family member or a designated person or to obtain relief or services related to being a victim of violence, domestic violence, sexual assault, or stalking.

A Qualified Family Member includes:
a) Child (regardless of age and dependency status, e.g., biological, adoptive, foster, or by marriage or domestic partnership, and in loco relationships).
b) Spouse or Registered Domestic Partner
c) Parent and Parents-in-Law (e.g. biological, adoptive, foster, by marriage or legal guardians or domestic partnership).

Part-Time Employment and Benefits Policy July 7, 2026
9 d) Grandparent (e.g. biological, adoptive, foster, by marriage or legal guardians).
e) Grandchild (regardless of age and dependency status, e.g., biological, adoptive, foster, or by marriage or domestic partnership, and in loco relationships).
f) Sibling (including in-law and by registered domestic partnership).

C. Sick leave may be used by any part-time employee who is a victim or their family member is a victim of violence, domestic violence, sexual assault, or stalking for the purposes described in Labor Code sections 230(c) and 230.1(a).

D. Vacation Accruals—Part-time regular employees shall earn vacation leave based on years of service as a part-time regular employee as follows:

Following Vacation Accrual
Initial Hire 3.08 hours per 80 hours worked
Completion of 3 Years 4.62 hours per 80 hours worked
Completion of 10 Years 5.00 hours per 80 hours worked
Completion of 13 Years 6.16 hours per 80 hours worked
Completion of 19 Years 7.12 hours per 80 hours worked
Maximum Accrual of Vacation Leave—Part-time regular employees shall be entitled to accrue a maximum of one hundred fifty (150) hours of vacation leave.

Buy-Back of Vacation Leave Hours—Upon an employee’s written request, the City will buy-back unused vacation hours subject to the following provisions:
• An employee must have used twenty (20) consecutive hours of vacation leave, within one (1) year prior to the date the employee is requesting a vacation buy-back.
• The minimum amount of each buy-back shall be forty (40) hours. • An employee must maintain a minimum balance of forty (40) hours in their vacation leave bank.

Buy-Back of Vacation Leave Hours for Police Reserve Officer—Upon an employee’s written request, the City will buy-back unused vacation hours subject to the following provisions:
• The minimum amount of each buy-back shall be forty (40) hours. • An employee must maintain a minimum balance of forty (40) hours in their vacation leave bank.

Part-Time Employment and Benefits Policy July 7, 2026
10 Vacation Payoff Upon Separation—Upon separation from service, an employee shall be compensated at their current regular rate of pay for any vacation accrued but not taken.

Donation of Leave Time
Part-time regular employees may donate, on an hour-for-hour basis, vacation, and/or compensatory leave time to City employees who have exhausted all available accrued leave time due to a major medical condition.

All donations of paid leave time must be approved by the Human Resources Manager.

E. Holidays—Part-time regular employees shall be paid four (4) hours for any of the holidays listed below only when the holiday is observed on the individual employee’s normally scheduled working day. If the employee works on the holiday, the employee shall receive the holiday pay in addition to their regular pay. City observed holidays are as follows:

Independence Day, July 4
Labor Day, first Monday in September
Thanksgiving Day
The day following Thanksgiving Day
Christmas Eve, December 24
Christmas Day, December 25
New Year’s Eve, December 31
New Year’s Day, January 1
Martin Luther King Jr. Day, third Monday in January
President’s Day
Memorial Day, last Monday in May
For Civic & Cultural Center employees, Senior Center employees, and Brea Community Center employees (who work various shifts Monday through Friday), the holiday shall be observed on Friday when the actual legal holiday falls on Saturday. The holiday shall be observed on Monday when the actual legal holiday falls on Sunday.

For Civic & Cultural Center and Brea Community Center employees (who work various shifts Monday through Sunday), the holiday shall be observed on the actual legal holiday.

F. Jury Duty—Part-time regular employees who are required to serve on jury duty will be compensated for jury duty time for up to thirty (30) calendar days.

Employees will receive their regular rate of pay only for the days and number of hours they are normally scheduled to work.

Employees should forfeit or pay over to the City any amount received for jury fees except travel and subsistence allowances.

Part-Time Employment and Benefits Policy July 7, 2026
11 G. Leave of Absence Without Pay—Subject to the following terms and conditions, the City Manager may grant a leave of absence without pay to a part-time regular employee for a maximum of ninety (90) calendar days if the circumstances of the particular case warrant and if the Department Director so recommends in writing.

The employee must exhaust all accrued leave benefits, including vacation and, if applicable, sick leave, before the leave of absence without pay is granted.

When an employee is granted a leave of absence without pay, an effort will be made to hold the employee's position open for the period of the approved leave.

However, due to business needs, there may be times when positions cannot be held open. Accordingly, it is not possible to guarantee reinstatement.

The period that an employee is on leave of absence without pay is not considered time worked for purposes of determining eligibility for, or the amount of, certain pay and benefits, including but not limited to merit increases, vacation accruals, holiday pay, and service credit. When an employee returns from a leave of absence without pay, the eligibility dates for such benefits will be adjusted forward to reflect the period of leave.

An employee on an approved leave of absence without pay must provide the City with at least seven (7) calendar days written notice of their intent to return to work. If the employee fails for any reason to return to work promptly upon the expiration of an approved leave of absence and has not obtained an extension from the City Manager prior to such expiration date, the employee will be considered to have voluntarily resigned.

During a leave of absence, an employee who engages in outside employment without prior notification and approval of the City Manager shall be subject to termination. Misrepresenting reasons for a leave of absence may also result in termination.

H. Family Care Leave—The City has implemented a family care leave policy pursuant to the provisions of applicable Federal and State law.

I. Leave Benefits Upon Change from Part-Time Regular Status to Full-Time Status—Part-time regular employees who are appointed to full-time status shall have their accrued sick leave and vacation leave transferred to full-time leave accrual accounts. These transferred part-time accrual hours shall be converted to full-time leave based on the monetary valuation of the employee’s accrued vacation and sick leave at the time of the change in status, using their part-time regular salary rate. The leave anniversary date will be adjusted based on the days worked in the preceding part-time regular status.

Part-time regular employees appointed to full-time status shall be assigned a new anniversary date and shall serve a one (1) year probation pursuant to the Human Resources Rules and Regulations. Part-time regular employees appointed to full-time status shall accrue vacation leave based on the total Part-Time Employment and Benefits Policy July 7, 2026
12 number of years as a full-time employee.

J. Leave Benefits Upon Change from Full-Time Status to Part-Time Regular Status—Full-time employees who convert to part-time status shall be paid at the employee's full-time salary rate for any unused vacation and/or compensatory leave which has accrued while in the full-time status. However, upon written request, employees who convert from full-time to part-time regular status may keep the equivalent of a maximum of forty (40) hours of vacation leave in their accrual accounts. The forty (40) hours of vacation that remain in the employee’s accrual account shall be calculated using the employee’s part-time regular salary rate. Full-time employees who convert to regular part-time status shall accrue vacation leave based on the total number of years of their service as a part-time regular employee.

Sick leave which has been accrued by the employee during their tenure as a fulltime employee, shall be transferred into their part-time regular sick leave accrual account on an hour for hour basis, except that full-time employees who convert to part-time intermittent status forfeit any and all accrued sick leave prior to the effective date of their part-time intermittent appointment and shall begin accruing sick leave per the part-time intermittent sick leave policy.

K. Change from Part-Time Intermittent Status to Part-Time Regular Status—Parttime employees who convert from intermittent status to regular status shall accrue benefits as if they were a newly hired employee and shall receive parttime benefits pursuant to the policy in place at the time of appointment to regular status and shall maintain their current anniversary date. Part-time intermittent employees who were previously part-time regular status and are reinstated from intermittent status back to regular status within twelve (12) months shall maintain their anniversary and leave accrual dates.

L. Change from Part-Time Intermittent Status to Full-Time Status—Part-time employees who convert from intermittent status to full-time status shall accrue benefits as if they were a newly hired employee, and shall be assigned a new anniversary date and shall serve a one (1) year probation pursuant to the Human Resources Rules and Regulations.

M. Change from Part-Time Regular Status to Intermittent Status—Part-time employees who convert from part-time regular status to intermittent status shall be paid off any vacation leave time and shall forfeit any sick leave time balance, in excess of forty-eight (48) hours, at the time of the status change. The employee shall maintain their current anniversary date.

N. Bereavement Leave—All part-time regular employees who have been employed for at least thirty (30) days shall be eligible for a leave of absence of five (5) working days and without loss of pay, for up to three (3) days of work based upon regularly scheduled hours, upon the death of a qualified family member as defined in Section 4(B) 1. The two (2) unpaid days must be taken during the Part-Time Employment and Benefits Policy July 7, 2026
13 three (3) months after the death and three (3) paid days do not have to be taken immediately following the death, but should be taken within a reasonable time.

O. Unauthorized Leave—An unauthorized absence from work may result in disciplinary action, up to and including termination of employment, in accordance with applicable law and City policies. Employees who are unable to report to work are expected to notify their supervisor as soon as practicable and follow applicable leave request procedures.

In extenuating circumstances, an unauthorized absence may be approved retroactively if the employee submits a written request explaining the circumstances. Retroactive approval of leave, with or without pay, is subject to the approval of the Department Director and the City Manager.

Section 5—APPOINTMENTS
A. Interim Appointments
Interim appointments may be made without recourse to the City's formal selection process and eligible certification provisions. No person may be employed on an interim basis in a part-time regular or part-time intermittent position except as provided below:
a) As a substitute for a part-time regular or intermittent employee who is absent.
b) For the duration of any war or national emergency.
c) When it is impractical or has not been possible to recruit an appointee meeting the standards for part-time regular or intermittent employment.
d) When the budget appropriation allows for only interim employment. e) When it is anticipated that the work of the position will soon cease or that the position will soon be abolished.
f) Lack of an eligible list or where those on list are not available. g) When a state of disaster is declared or such conditions exist which seriously endanger the health, welfare, and safety of the community.
h) When an employee's extensive illness, injury, or absence creates a hardship on a department and creates a need to temporarily replace the employee.

Part-Time Employment and Benefits Policy July 7, 2026
14 i) Such other similar circumstances as approved by the City Manager.

2. Duration of Interim Appointment—An interim appointment shall not exceed six (6) months duration, other than as provided for in Subsection A1(b) of Section 5 above. Successive interim appointments shall not be made.

3. Benefits—Part-time regular employees who accept an interim appointment shall continue to accrue benefits in accordance with this Part-time Employment and Benefits Policy.

B. Provisional Appointments

1. A part-time employee may serve in the capacity of a full-time provisional appointment subject to Rule III, Section 9, of the City of Brea Personnel Rules and Regulations.

2. With respect to all other rights and employee benefits, the provisional employee shall be subject to the provisions of the terms and conditions of employment set forth in the Part-time Employment and Benefits Policy and not by the terms and conditions of employment of the full-time classification in which the employee is serving provisionally.

3. Part-time regular employees who accept a provisional appointment shall continue to accrue benefits in accordance with this Part-time Employment and Benefits Policy.

Section 6—WORK SCHEDULE
Department Directors shall designate work schedules. The Department Director may alter the work schedule of an employee subsequent to the consideration of departmental workload, operational efficiency, and staffing considerations. Part-time positions can be abolished and/or replaced with full-time positions at the sole discretion of the City.

Section 7—GRIEVANCE PROCEDURE
Part-time employees shall be entitled to the City's grievance procedure described in Rule IX of the City’s Personnel Rules and Regulations, but only up to the point of Department Director review level. The decision of the Department Director shall be final and conclusive. This procedure does not include the ability to grieve performance reviews or terminations.

Section 8—EMPLOYEE STATUS
Part-time employees shall not be afforded the rights, benefits, notice and appeal procedures afforded full-time employees, but instead may be discharged by the appointing authority without cause at any time. All part-time employees shall serve at Part-Time Employment and Benefits Policy July 7, 2026
15 the pleasure of the appointing authority.

Section 9—EFFECTIVE DATE
All provisions contained in this Part-time Employment and Benefits Policy, unless specifically noted, shall be effective as of July 7, 2026.

Section 10—INTERPRETATION OF PART-TIME EMPLOYMENT AND BENEFITS POLICY
In the event there is a dispute of interpretation of this Resolution, the City Manager shall review the facts surrounding the dispute and their decision shall be final and conclusive.

Part-Time Employment and Benefits Policy July 7, 2026
16 Exhibit A

PART-TIME SALARY RANGES
Effective July 4, 2026
Resolution No. 2026-
Hourly Pay Rate
Classification 1 2 3 4 5 6 7
*Administrative Intern 16.90 17.32 17.76 18.20 18.65 19.12 19.60 Community Services
Coordinator

22.49 23.05 23.63 24.22 24.82 25.45 26.08
Community Services
Leader

18.59 19.05 19.53 20.02 20.52 21.03 21.56
Community Services
Shuttle Driver

24.40 25.00 25.63 26.27 26.93 27.60 28.29
*Community
Services Worker

16.90 17.32 17.76 18.20 18.65 19.12 19.60
Facilities Worker 20.45 20.96 21.49 22.02 22.57 23.14 23.72 Golf Course
Specialist

32.72 33.54 34.37 35.23 36.11 37.02 37.94
*Lifeguard 16.90 17.32 17.76 18.20 18.65 19.12 19.60
Lifeguard/Instructor 18.59 19.05 19.53 20.02 20.52 21.03 21.56 *Mail Room Stores
Clerk

16.90 17.32 17.76 18.20 18.65 19.12 19.60
Police Cadet 17.98 18.43 18.89 19.36 19.84 20.34 20.85
Recycling
Coordinator

32.72 33.54 34.37 35.23 36.11 37.02 37.94
Senior Community
Services Leader

20.45 20.96 21.49 22.02 22.57 23.14 23.72
Senior
Lifeguard/Instructor

20.45 20.96 21.49 22.02 22.57 23.14 23.72
Specialist/Inspector 16.90 - 100.00
*Technical Intern 16.90 17.32 17.76 18.20 18.65 19.12 19.60

* Denotes classification tied to state minimum wage
Part-Time Employment and Benefits Policy July 7, 2026
17 Exhibit B

PART-TIME SALARY RANGES
Effective July 3, 2027
Resolution No. 2026-
Hourly Pay Rate
Classification 1 2 3 4 5 6 7
*Administrative Intern 16.90 17.32 17.76 18.20 18.65 19.12 19.60 Community Services
Coordinator