Agenda packet, regular meeting — Buena Park City Council, June 10, 2025 (part 3 of 3)

REFERENCE: Gerardo Sanabria, Associate Engineer - (951) 736-2266 - [email protected] - 400 S.

Vicentia Avenue, Corona, CA. 92882
cOStA meSA NEwPORT bOULEVARD wiDENiNg IMPROVEMENTS PROjECT OE provided the City of Costa Mesa with design engineering services on the Newport Boulevard Widening Improvements Project. The project consisted of widening a portion 77 Fair Drive of southbound Newport Boulevard to accommodate a fourth through lane and improve its Level of Service from the current “F” rating (ranging from 1.10 to

1.30). The section of roadway to be enhanced extended approximately 2,700 linear feet southwest from 19th Street to the Superior Avenue turn-off located northeast of 17th Street. The project was located within Caltrans jurisdiction and required traffic signal modifications, utility and street light relocations, and right-of way acquisitions to accommodate the additional through lane and right-turn pockets.

REFERENCE: Jennifer Rosales, Project Manager, (714) 754-5180, [email protected], 77 Fair Drive, Costa Mesa, CA 92626
SECTION D : References

RFP for SCE Corridor Trail Improvements Phase III Plans, Specifications and Estimate for The City of Buena Park
41 SECTION E : Schedule

RFP for SCE Corridor Trail Improvements Phase III Plans, Specifications and Estimate for The City of Buena Park
42 Scheduleee
ID Task days begin complete
mAy 2025 june 2025 july 2025 AuguSt 2025 September 2025

1 5 10 15 20 25 30 1 5 10 15 20 25 30 1 5 10 15 20 25 30 1 5 10 15 20 25 30 1 5 10 15 20 25 30 1 | preliminAry reSeArch phASe 43 5/27/25 7/24/25

1. Kick-Off Meeting 1 5/27/25 5/27/25

2. Research & Review Available Data 2 5/28/25 5/29/25

3. Utility Research & Notification (1 st Notice) 2 5/30/25 6/2/25

4. Geotechnical Investigation (Optional) 40 5/30/25 7/24/25 2 | preliminAry deSign phASe 51 5/30/25 8/8/25

5. T opographic Survey 4 5/30/25 6/4/25

6. Base Maps 2 6/5/25 6/6/25

7. Site Evaluation 1 6/9/25 6/9/25

8. 30% Plans 9 6/10/25 6/20/25

9. Submit 30% Plans to City 1 6/23/25 6/23/25

10. City Review of 30% Plans 10 6/23/25 7/4/25 11/08

11. 65% Plans & Estimate 15 7/7/25 7/25/25

12. Utility Research & Notification (2nd Notice) 2 7/28/25 7/29/25

13. Submit 65% Plans & Estimate to City 1 7/28/25 7/28/25

14. City Review of 65% Plans & Estimate 10 7/28/25 8/8/25 3 | finAl deSign phASe 28 8/11/25 9/17/25

15. SWPPP 12 8/11/25 8/26/25 12/29

16. WQMP 7 8/11/25 8/19/25
1 7.95% PS&E 10 8/11/25 8/22/25

18. Submit 95% PS&E to City 1 8/25/25 8/25/25

19. City Review of 95% PS&E 10 8/25/25 9/5/25

20. 100% PS&E 5 9/8/25 9/12/25

21. Submit 100% PS&E to City 1 9/15/25 9/15/25

22. Utility Research & Notification (Final Notice) 2 9/16/25 9/17/25 4 | bid ASSiSt/cOnStructiOn SuppOrt 1 TBD TBD

23. Bid Assistance/Construction Support Phase 1 TBD TBD sg,sz+s.oo Sg,shs.oo Sg,shs.oo
The hourly rates above are our fee schedule Any addrtional work wrll be negotiated utrlrzrng those hourly rates All fees proposed herein reflect the prevailing wage requrrements as applicable to thrs project per the Californra Labor Code RFP lot SCE Condor Trail Improvements Phase Ill Plans. Spec4ications and Estimate for The City of Bu ena Park

PAGE 15 OF 17

EXHIBIT B (if applicable)

PUBLIC WORKS - CALIFORNIA LABOR CODE REQUIREMENTS
(Labor Code §§ 1720 et seq., 1813, 1860, 1861, 3700)

If the Services, in whole or in part, constitute “public works” as defined by California law, then CONSULTANT shall comply with the terms and conditions set forth in this PUBLIC WORKS EXHIBIT.

“Public works” include, but is not limited to the following: BOUNDARY SURVEY WORK ,

TOPOGRAPHICAL SURVEY WORK, RELOCATION WORK, CONSTRUCTION INSPECTION,

TESTING AND OVERSIGH T SERVICES, SITE ASS EMBLY WORK, PRECONST RUCTION

TESTING AND INSPECTION SERVICES, INSTALLATION AND REMOVAL OF TEMPORARY

FENCING AT PROJECT S ITES, OR GEOTECHNICAL WORK (INCLUDING SOIL AND

COMPACTION TESTING, FIELD TECHNICIAN OBS ERVATION OF ALL TREN CHING AND

BACKFILL OPERATIONS, AND FIELD TECHNICIA N INSTALLATION OF MO NITORING DEVICES).

As to any portion of the Services that are “public works,” CONSUL TANT shall comply in all respects with all applicable provisions of the California Labor Code, including the following:

1. This Agreement is subject to the provisions of Division 2, Part 7, Chapter 1 (commencing with Section 1720) of the California Labo r Code relating to public works and CITY and CONSULTANT agree to be bound by all the provisions thereof as though set forth fully in this Agreement.

2. CONSULTANT shall be registered with the Department of Industrial Relations (“DIR”) in accordance with California Labor Code Section 1725.5 and has provided proof of registration to CITY prior to the Effective Date of this Agreement.

3. CONSULTANT agrees to comply with the provisions of California Labor Code Sections 1771, 1774 and 1775 concerning the payment of prevailing rates of wages to workers and the penalties for failure to pay prevailing wages. The applicable prevailing wage determination(s) may be obtained at:

http://www.dir.ca.gov/OPRL/DPreWageDetermination.htm.

Applicable prevailing wage determinations are also are on file with CITY and are available to any interested party upon request. CONSULTANT shall, as a penalty to CITY, forfeit not more than two -hundred dollars ($200) for each calendar day, or portion thereof, for each worker paid less than the prevailing rates as determined by the Director of Industrial Relations for the work or craft in which the worker is employed for any public work done under this Agreement by CONSULTANT or by any subcontractor.

4. Pursuant to California Labor Code Section 1771.4, CONSULTANT’s services are subject to compliance monitoring and enforcement by the Department of Industrial Relations.

CONSULTANT shall post job site notices as prescribed by DIR regulations and furnish the records specified in California Labor Code Section 1776 directly to the Labor Commissioner in the manner prescribed by California Labor Code Section 1771.4(a)(3) and (c)(2).

PAGE 16 OF 17

5. CONSULTANT shall comply with the provisions of California Labor Code Section 1776 which, among other things, require CONSULTANT and each subcontractor to (1) keep accurate payroll records, (2) certify and make such payroll records available for inspection as provided by Section 1776, and (3) inform CITY of the location of the records.

CONSULTANT is responsible for compliance with Section 1776 by itself and all of its subcontractors.

6. CONSULTANT shall comply with the provisions of California Labor Cod e Section 1777.5 concerning the employment of apprentices on public works projects, and further agrees that CONSULTANT is responsible for compliance with Section 1777.5 by itself and all of its subcontractors.

7. CONSULTANT shall comply with the provisio ns of California Labor Code Section 1813 concerning penalties for workers who work excess hours. CONSULTANT shall, as a penalty to CITY, forfeit twenty-five dollars ($25) for each worker employed in the execution of this Agreement by CONSULTANT or by any subcontractor for each calendar day during which such worker is required or permitted to work more than eight (8) hours in any one calendar day and forty (40) hours in any one calendar week in violation of the provisions of Division 2, Part 7, Chapter 1, Article 3 of the California Labor Code.

8. California Labor Code Sections 1860 and 3700 provide that every contractor will be required to secure the payment of compensation to its employees. In accordance with the provisions of California Labor Code Section 1861, CONSULTANT hereby certifies as follows:

“I am aware of the provisions of Section 3700 of the Labor Code which require every employer to be insured against liability for workers’ compensation or to undertake self - insurance in accordance with the provisions of that code, and I will comply with such provisions before commencing the performance of the work of this Agreement.

PAGE 17 OF 17

EXHIBIT C (if applicable)

REQUIRED FOR ALL CONTRACTS AWARDED BY THE CITY COUNCIL
(OTHER THAN COMPETITIVELY BID, LABOR, OR PERSONAL EMPLOYMENT CONTRACTS)

LEVINE ACT DISCLOSURE STATEMENT

California Government Code section 84308, commonly referred to as the “Levine Act,” precludes an elected or appointed officer of a local government agency from making, participating in, or in any way attempting to influence the awarding of a contract by the agency if the officer receives any political contributions totaling more than $500 in the 12 months preceding the contract award, during the proceeding leading to the contract award, and for 12 months following the final decision on the contract , when the contribution is from any person that has a financing interest in the contract. This prohibition applies to contributions made directly to the officer , received by the officer on behalf of any other officer, or received on behalf of any candidate for office or on behalf of any committee. The Levine Act also requires disclosure of any such contributions to be made by a party to be awarded a contract by the local agency. The Levine Act does not apply to contracts that are competitively bid, labor, or personal employment contracts.

LEVINE ACT DISCLOSURES:

1. Have you or your comp any, or any agent on behalf of you or your company, made any contributions of more than $500 to any member of the Buena Park City Council in the 12 months preceding the date the City issued the request for proposal s leading to the contract?

YES ___ NO ___

If yes, please identify the Councilmember(s) and amount of any such campaign contribution(s):

2. Do you or your company, or any agency on behalf of you or your company, anticipate or plan to make any contributions of more than $500 to any member of the Buena Park City Council after the date of the issuance of the request for proposals, or in the 12 months after the City Council’s decision on the contract?

YES ___ NO ___

If yes, please identify the Councilmember(s):

NOTE: Answering yes to either of the two (2) questions above does not preclude the City of Buena Park from awarding a contract to your firm. It does, however, preclude the identified officer(s) from making, participating in, or in any way attempting to influence the contract award process.

Failing to provide full and accurate information on this form may be grounds for disqualification and other legal penalties.

_______________________ _____________________________________

DATE SIGNATURE OF AUTHORIZED OFFICIAL

_______________________ _____________________________________

NAME OF COMPANY NAME, TITLE
City of Buena Park
City Council Regular Meeting Agenda Report
B. APPROVAL OF THE CITY OF BUENA PARK'S SPEED CUSHION TRAFFIC CALMING PROGRAM AND POLICY NO. 53 Meeting
Tuesday, June 10, 2025, 5:00 PM
Agenda Group
NEW BUSINESS Item: 5B.

Prepared By
Deepthi Arabolu, Assistant City Engineer
Department Head Approval
Mina Mikhael, Director of Public Works/City Engineer
Presented By
Deepthi Arabolu, Assistant City Engineer

RECOMMENDED ACTION
1) Approve the Speed Cushion Traﬃc Calming Program; and 2) Approve the associated City Council Policy Statement No. 53.

PREVIOUS CITY COUNCIL ACTION
On April 22, City staff presented a draft policy for implementing speed humps and speed cushions as traﬃc calming measures in residential neighborhoods with established speeding issues. Following City Council's direction to ﬁnalize this policy, staff is presenting the completed document for review and adoption.

DISCUSSION
This policy provides a clear framework to guide the identiﬁcation, design, implementation, and potential removal of speed cushions on local residential roadways in Buena Park. The policy's goal is to improve neighborhood safety and quality of life by reducing excessive vehicle speeds, while balancing community input and eﬃcient use of City resources.

To ensure the policy reﬂects best practices, City staff contacted several cities across Orange County and other regions that have implemented similar programs. These conversations provided valuable insights into the effectiveness, community response, and long-term considerations of speed cushion programs. Many elements in Buena Park's policy are derived from the most successful and eﬃcient approaches observed in other jurisdictions.

Additionally, staff conducted in-person evaluations by driving streets with installed speed cushions to assess real- world conditions. Based on this research staff developed a standard plan tailored to Buena Park’s roadway conditions and emergency response needs, which is included in the ﬁnalized policy. Here are the key elements of the Policy:

1. Traﬃc calming uses physical devices and non-intrusive enforcement to reduce vehicle speeds and improve safety for all road users. Speed cushions are raised devices designed to slow vehicles while allowing emergency responders to pass with minimal delay.

2. Petition and Evaluation Process:

Phase I: Community members submit an initial petition identifying speed concerns on eligible local streets. City staff then evaluate traﬃc data and consider non-physical measures such as enhanced signage and enforcement over six months.

Phase II: If speeding persists, a formal property owner petition is conducted. Approval requires at least 70% support from affected property owners, and 100% support from those adjacent to the proposed improvements. Eligible streets must meet speciﬁc criteria including speed, traﬃc volume, and roadway classiﬁcation.

3. Design and Approval: Staff develops a concept plan in coordination with public safety agencies and presents it to the Traﬃc & Transportation Commission and City Council for ﬁnal approval, prior to installation.

4. Speed Cushion Removal Process
The policy also establishes a community-driven process to remove speed cushions, if desired:

A removal petition requires signatures from at least 51% of affected property owners.

A subsequent vote requires 70% approval to proceed.

Removal is typically scheduled with routine paving projects unless funding is available sooner.

If removal is not approved, petitions may be resubmitted after 12 months.

The policy balances effective traﬃc calming with community involvement and City resource management. It provides a structured approach to addressing neighborhood speeding concerns through speed cushions, while also allowing for their removal if community consensus changes.

BUDGET IMPACT
The implementation and management of the Speed Cushion Policy will have the following budget considerations:

1. Implementation Costs
Design & Construction: Installation of speed cushions typically includes costs for materials, labor, signage, striping, and any required traﬃc control during installation.

Estimated Cost per Location: Approximately $8,000 to $10,000 per speed cushion, depending on site- speciﬁc needs and layout.

Annual Program Budget: Funding will be allocated through the existing Public Works Capital Improvement Program (CIP) or Traﬃc Calming Program budget. The number of installations per year will be determined based on available funding and petition approvals.

2. Administrative Costs
Staff Time: Administrative review, petition processing, community outreach, data collection, and coordination with emergency services will be absorbed within current staﬃng levels in the Public Works Department. However, a signiﬁcant increase in petition volume may require re-evaluation of staﬃng needs in future budget cycles.

3. Maintenance Costs
Speed cushions are relatively low-maintenance but may require periodic repainting, repair, or replacement due to wear or roadway resurfacing. These ongoing maintenance needs will be incorporated into the City's pavement management and maintenance planning.

4. Removal Costs
If removal is approved and scheduled during a planned paving project, the cost is minimal and absorbed into the repaving scope. If funding is available sooner, for example, through available cost savings, removal will be implemented as those funds are available.

Attachments
Att 1 of 2 Final Buena Park Speed Hump-Cushions Traﬃc Calming Program.pdf Speed Cushion Traﬃc Calming Program Policy.pdf
Speed Cushion
Traffic Calming Program
Prepared for:

City of Buena Park
Department of Public Works
Prepared by:

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE ii

TABLE OF CONTENTS
Table of Contents ....................................................................................................................................................................... ii List of Tables and Figures ....................................................................................................................................................... iii Appendices ................................................................................................................................................................................... 3

1.0 INTRODUCTION ...........................................................................................................................2

1.1 What is Traffic Calming? ................................................................................................................................................... 2

1.2 Objective ................................................................................................................................................................................. 3

1.3 Living Document ................................................................................................................................................................. 4

1.4 Key Terms ............................................................................................................................................................................... 4

1.5 Frequently Asked Questions ........................................................................................................................................... 5

2.0 SPEED CUSHION PETITION PROCESS ................................................................................... 7

2.1 Phase I – Initial Evaluation ............................................................................................................................................... 7

2.1.1 Petitioner Initial Evaluation Form ...................................................................................................................................... 7

2.2 Phase II – Property Owner Initial Request, Property Review, and Concept Review .................................. 8

2.2.1 Property Owner Initial Request ........................................................................................................................................... 8

2.2.2 City Roadway Screening ........................................................................................................................................................ 8

2.2.3 Property Owner Review and Approval ............................................................................................................................. 9

3.0 SPEED CUSHION CONCEPT PLAN DEVELOPMENT AND COUNCIL APPROVAL ....... 10

3.1 Concept Plan Development ......................................................................................................................................... 10

3.1.1 Review Meetings .................................................................................................................................................................... 10

3.1.2 Approval Process .................................................................................................................................................................... 10

4.0 SPEED CUSHION REMOVAL PETITION PROCESS ..............................................................11

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE iii

LIST OF TABLES AND FIGURES
Figure 1 – Speed Cushion Installation Consideration Petition Process Requirements ............................................. 7 Table 1 – Speed Cushion Implementation Screening Criteria ............................................................................................ 8 Table 2 – Speed Cushion Removal Consideration Petition Process .............................................................................. 11

APPENDICES
Appendix A: Speed Cushions Installation ................................................................................................................................ 12 Criteria and Screening Study ........................................................................................................................................................ 12 Appendix B: Petition Initial Evaluation Form .......................................................................................................................... 20 Appendix C: Property Owner Initial Request Form .............................................................................................................. 21 Appendix D: Preliminary Concept Design ............................................................................................................................... 22 Appendix E: Petition Initial Evaluation Form (REMOVAL) .................................................................................................. 23

CITY OF BUENA PARK | SPEED HUMP/CUSHION PROGRAM PAGE 2

1.0 INTRODUCTION
This document presents the policies and procedures to implement speed humps and speed cushions on local roadways within the City of Buena Park (City). These related engineering solutions shall be identified for potential implementation to help manage motorist speeding on local roadways or residential streets within the City.

This document provides the City with a guidance framework for communities and/or neighborhoods to potentially implement local roadway speed humps and speed cushions, including:
• Screening criteria to justify the need and potential implementation of speed humps and speed cushions.
• Recommended design guidance for speed humps and speed cushions implementation. • Process to remove speed humps and speed cushions if desired by the community and/or neighborhood.

This policy also provides a defined process to make efficient use of City resources including staff time and available funding.

1.1 WHAT IS TRAFFIC CALMING?
Traffic Calming is defined by the Institute of Transportation Engineers (ITE) as the combination of physical measures that reduce the negative effects of motor vehicle use, alter driver behavior , and improve conditions for non-motorized roadway users. Using this policy, City staff may evaluate and identify the cause of local roadway traffic issues and determine feasible traffic calming solutions for potential implementation, such as the installation of speed humps and speed cushions . Traffic calming efforts not only include engineering countermeasures but also include non-intrusive enforcement and education efforts. Often, enforcement efforts are deployed as an initial step to mitigate speeding concerns, minimizing the need for costly capital projects that require ongoing maintenance by the City.

Defining Speed Humps and Speed Cushions
Speed humps are defined as continuous raised traffic calming devices , approximately 3 to 4 inches high curb-to-curb, installed across the entire width of the road to slow vehicles by elevating the wheelbase of the motor vehicle. Speed humps force motorists to slow down to a manageable speed. Research studies 1have shown that speed humps may be effective at reducing speeds by nearly 10 miles per hour (MPH).

Speed humps are commonly used in residential areas where speed reduction is warranted.

1 U.S. Department of Transportation Federal Highway Administration, Speed Management Countermeasures, “More thank Just Speed Humps,” July 2014. Available at:
https://highways.dot.gov/safety/speed-management/speed-management-countermeasures-more-just-speed- humps#1

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 3

Speed cushions are similar to speed humps, raised traffic calming devices, approximately 3 to 4 inches high, installed across the entire width of the road to slow vehicles by elevating the wheelbase of the motor vehicle, but include two-wheel cutouts designed to allow unimpeded travel by vehicles with a wide track, typically operated by emergency responders (police, fire, ambulance) with minimal slowing . Speed cushions are commonly used in residential areas where speed reduction is warranted without significantly impeding emergency vehicle response times. Other names referring to speed cushions include speed lumps or speed pillows.

For the purposes of this policy document , we u se the term “speed cushion” to represent the traffic calming tool to address vehicle traffic speed concerns.

1.2 OBJECTIVE
The overall objective of this policy is to implement, where applicable and warranted, speed cushions on local roadways to improve the quality of life in residential neighborhoods by reducing adverse impacts caused by vehicular traffic.

Speed cushion in the neighboring City of Anaheim

Speed hump in Stockton, California

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 4

1.3 LIVING DOCUMENT
This policy document identifies appropriate speed cushions guidelines to address traffic-related concerns, improve neighborhood safety, and accommodate travel by motor vehicles, pedestrians, and bicyclists. This document is designed to be a “living document” to ensure the most current industry -wide research, information, and tools shall be continuously updated and made available to the C ity. This document is intended to be updated as appropriate by the Director of Public Works, as lessons learned are identified and additional information is obtained by City staff. If no issues arise, the document will remain current.

1.4 KEY TERMS
Key terms documented herein include:
85th Percentile Speed – As established by the California Vehicle Code, this speed is used to set roadway speed limits to be enforced by radar. For example, of 100 vehicles, 85 of those would be traveling at the 85th percentile speed or less.

ADT – Average Daily Traffic, the number of vehicles passing through a particular roadway segment in one 24-hour weekday period.

Affected Properties – Any property owner immediately adjacent to the community or neighborhood local roadway(s) defined within the project study area boundary.

Affected Property Voter – A property owner of an affected property is eligible to cast a vote on behalf of the property. The property owner of an affected multi-family housing shall receive one vote.

Arterial Roads – Roads that act as major thoroughfares, carrying traffic from local roads and collector roads typically across a greater distance, greater volume, and higher traveling speed. Arterial roads are designated in the City of Buena Park’s General Plan Mobility Element.

City – City of Buena Park.

City Staff – Employed agency staff at the City of Buena Park.

Collector Roads – Roads that primarily act as connectors, channeling or connecting traffic between local roads and arterial roads.

Cut-Through Traffic – Traffic that travels through a local roadway but does not begin or end a trip in the neighborhood.

MPH – The standard measure for motor vehicle speed is in miles per hour (MPH).

Project Study Area – Used in this document to indicate the project study area. The project study area shall be primarily a neighborhood or residential area with a set of local roadway s providing local access and through movement.

Petition Checklist – Used by the Petitioner to solicit property owners written requests and approval of speed cushion implementation or removal. This checklist shall be used by Petitioners to request the project study area and reasons for the request. (See Attachment C).

Petition Initial Evaluation Form - The form is to be completed by the petitioner to commence Phase 1.

The form identifies the local roadway segment(s) for potential speed cushion implementation and prompts the City to consider enforcement and signing and striping roadway treatments. (See Attachment B).

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 5

Petitioner – The individual listed as the primary contact for the traffic calming petition submitted to the City. If the petitioner is a school official, then a Letter of Support from the School District is required.

Phase I – Phase I improvements are considered non-physical features. These improvements are intended to be implemented in a greater number of situations since they require significantly less modificat ions to existing infrastructure. Phase I improvements include items such as police enforcement activities, installation of traffic signs, and enhanced roadway striping.

Phase II – Phase II improvements are the installation of the traffic calming device following the Phase I efforts. Phase II improvements require property owner support which shall be obtained through a petition.

Program – This City policy related to the installation of speed cushions (it is intended for Program to be used interchangeably with Policy).

Residential/Local Roadways – Roadways that primarily serve residential areas and are typically two -lane roadways with a 25-mph speed limit and low vehicle volumes . These road ways are not included in the roadway classification system in the City of Buena Park General Plan Circulation Plan.

Property Owner Initial Request – Conducted before the City determines if a roadway is eligible for speed cushions implementation, requiring 51% of neighbors to agree that there is an issue that they want to consider mitigating with speed cushions.

School Bus Access Route – A roadway with a school entrance/exit route and without a traffic control device within 1,000 feet of the proposed implementation location.

Sight Distance – The furthest distance at which a driver may clearly view oncoming traffic, stopped vehicles, obstacles, and pedestrians and cyclists.

Speeding – For the purposes of evaluating petitions by speed criteria, speeding shall refer to vehicle speeds +more than 5 mph over the posted speed limit.

1.5 FREQUENTLY ASKED QUESTIONS
What is the Buena Park Speed Cushion Traffic Calming Program? The Speed Cushion Traffic Calming Program is a citywide initiative aimed at enhancing safety and addressing speeding issues within residential neighborhoods. This program considers the proce dures, criteria and guidelines for installation and/or removal of speed cushions.

How do I know if my road qualifies for installation of speed cushions? Eligible streets must be classified as local roadway s and must be public ly owned by the City . P rivate roadways, alleyways, and driveways are not eligible for this program. The eligibility of local roadways shall be reviewed and approved by City staff based on the established evaluation criteria before being considered for speed cushion installation. See Attachment A.

Are speed bumps, speed humps, and speed cushions all the same thing? Speed bumps, speed humps, and speed cushions all serve to reduce vehicle speeds . Speed bumps are typically reserved for off-street use such as parking lots and are more disruptive to moving motor vehicles.

The city does not allow speed bumps to be used on its local roadways. Speed humps and speed cushions are designed to better accommodate standard passenger vehicles and emergency vehicles traveling on local roadways.

How long does the traffic calming installation process take?

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 6

The process to install speed cushions shall vary depending on the severity of the issues , size of the project study area, number of potential installations, and property owner response timeline to implementation. For less complex situations, speed cushions may be implemented within six months. For projects that require substantial design, construction, and community coordination, the process may take longer than six months, but should be less than one year.

How do I begin my petition or request more information? To request a petition form and/or further information about this program, please contact the Public Works Department via email, phone, or in person.
• Call (714) 562-3670
• Email [email protected]
• Return a completed physical copy of the petition form to the Public Works Department at 6650 Beach Boulevard, Buena Park, CA 90622

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 7

2.0 SPEED CUSHION PETITION PROCESS
This section presents how the City of Buena Park (City) shall receive and process speed cushion petitions.

As petitions are received, the City shall evaluate them based on the qualifying criteria identified below in Section 3.0: Applicability and Implementation Criteria. Refer to Figure 1 (flowchart) below for an overview of the process including descriptions of the processes to meet the Phase I – Initial Evaluation and Phase II – Property Owner Initial Request, Property Review, and Concept Review.

Figure 1 – Speed Cushion Installation Consideration Petition Process Requirements

2.1 PHASE I – INITIAL EVALUATION

2.1.1 PETITIONER INITIAL EVALUATION FORM
The petitioner may contact the City either in-person, by phone, or by email to receive information regarding the program process and then proceed to complete the Phase I – (Petition) Initial Evaluation form (see Appendix B). The form is available at City Hall. In this process, the petitioner shall identify the local roadway segment(s) for potential speed cushion implementation . The petition form establish es if the roadway segment may be eligible for speed cushion implementation.

After initiation of Phase I, the City shall collect initial data and consider enforcement, signing, and striping

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 8

implementation improvements. All petitions that meet the criteria must first go through the (initial) Phase I process, including initial improvement implementation, which shall include a six-month evaluation before the City considers the project study area for Phase II speed cushion installation.

The City shall revisit conditions six months after Phase I deployment. If the review indicates the 85 th percentile speed is at least 5 MPH above the posted or prima faice speed limit , the City shall notify the petitioner of the results and proceed with the subsequent Phase II If appropriate . Note that if the 85 th percentile speed is not at least 5 MPH above the posted or prima facie speed limit, then the request is not eligible to move on to phase II. If the 85 th percentile speed is not sufficient to proceed to Phase II, new petitions may be submitted as often as every 12 months.

2.2 PHASE II – PROPERTY OWNER INITIAL REQUEST,

PROPERTY REVIEW, AND CONCEPT REVIEW
A request for Phase II speed cushion consideration for implementation shall require several additional steps of review, as outlined below.

2.2.1 PROPERTY OWNER INITIAL REQUEST
Consideration for speed cushions implementation requires completion of Phase 1. If this requirement is met, then 51% of neighbors with residences along the local roadway must sign and submit a Property Owner Initial Request, agreeing there is an issue, and stating the desire to consider speed cushions. A designated petitioner may collect and submit the Property Owner Initial Request to City staff. New petitions for speed cushion implementation consideration within the same project study area may be submitted every twelve months. If this requirement is not met, the request will not proceed any further.

2.2.2 CITY ROADWAY SCREENING
The City shall screen the identified local roadway segment(s) to verify eligibility by reviewing the criteria in Table 1. If the local roadway segment(s) is eligible for the speed cushion program, the City shall define the project study area. The City shall review the identified local roadway segment(s) and surrounding roadways within the project study area to identify potential segments that also have potential traffic issues and/ or that would be affected by the implementation of potential traffic calming improvements. During screening, the City shall identify the project study area and determine access points, travel patterns, and traffic diversion to adjacent streets. The City shall then collect relevant traffic data (i.e., auto travel speeds, collisions, and traffic volumes) to further screen and evaluate the need for Phase II . As shown in Table 1, screening criteria is listed for City review and use to determine if the petitioned project study area local roadway(s) are eligible for consideration of s peed cushion implementation. Appendix A presents the checklist used by the City to screen and assess the eligibility of the implementation.

Table 1 – Speed Cushion Implementation Screening Criteria # CRITERIA REQUIREMENT

1. Minimum Roadway Length 1,000’ uninterrupted by traffic control device, unless the road is a frontage road

2. Classification Type Limit Residential (Local Roadway) Only

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 9

3. Travel Lanes No more than 1 lane in each direction

4. Maximum Grade 5% or less

5. Prohibited Roadway Types Local roadways shall not be a designated truck or transit route, and shall not provide primary access
to a school, police station, fire station, or medical
facility served by paramedics or ambulance units

6. Maximum Posted Speed Limit 25 mph

7. Documented Car Volumes At least 1,000 - 3,000 Average Daily Traffic (ADT)

8. Observed Speeding 85th percentile speed is at least 5 MPH above the posted or prima facie speed limit

Upon completion of the screening, the City shall determine if the screening criteria is met or not met by the project study area and local roadway(s) petition. If the City determines that the screening criteria is met, then the petition is eligible for speed cushion implementation and the process shall move forward as presented below in Section 2.3 and Section 3.0. If the City determines that the screening criteria is not met, then the petition shall be closed, and the City shall send a notification to the petitioner.

2.2.3 PROPERTY OWNER REVIEW AND APPROVAL
Once the City has confirmed local roadway eligibility, a petition shall be mailed to (a minimum of) 100% of affected property owners.

Voting on Installation
Affected property owners within the project study area must have the opportunity to vote on behalf of their property or household on the potential speed cushion installation for the local roadway(s). Voting is required to ensure that the community along each local roadway identified for potential improvement approves moving forward with a program concept plan. Both of the following are required in this process:

1. A minimum approval rate of 70% from property owners in the project study area agreeing to the proposed physical features (including parallel streets ), must be met to proceed with a concept design and implementation Phase II, See Attachment D.

2. An approval rate of 100% from property owners directly adjacent to the proposed physical features (including parallel streets), must be met for the local roadway to proceed to the concept design and implementation P hase II. If this approval rate is not met or satisfied, then the petition shall be closed by the City.

Property owners are all eligible to participate in the petition ing process . If the units in a multi -family property are individually owned, each owner has a vote.

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 10

3.0 SPEED CUSHION CONCEPT PLAN DEVELOPMENT

AND COUNCIL APPROVAL

3.1 CONCEPT PLAN DEVELOPMENT
If the petition is approved by the City, then City Public Works staff shall develop a preliminary concept design with the appropriate traffic calming improvements (speed cushions) identified for the local roadway(s) to address existing and potential traffic concerns within the project study area.

3.1.1 REVIEW MEETINGS
The preliminary conceptual speed cushion design shall be developed by City Public Works staff for review with the City’s Public Safety representatives , including police and fire . A review shall be held at a Traffic & Transportation Commission Meeting to inform property owners of the implementation concept plan (purpose, location of the improvements, installation schedule) in the project study area. Meeting notices shall be mailed to property owners of the affected properties.

The Traffic & Transportation Commission review meeting is intended to allow property owners to voice support and/or concerns regarding the speed cushion concept plan with City staff. Based on the outcomes of this meeting, City staff may adjust or change the concept design plan to better meet the needs of the property owners in the project study area. Also, because of the Traffic & Transportation Commission review meeting, the City shall develop the final design plan. Upon completion of the final design plan , staff shall present it to the City Council for approval, and the City will issue a work order for the implementation.

3.1.2 APPROVAL PROCESS
The concept plan shall be presented to the Traffic Commission for review and approval as outlined in section

3.1.1 above. The final design plan shall be presented to the City Council for review and approval.

Refinements by City staff may occur based on input from the Traffic & Transportation Commission or City Council. Following final refinements, a work order shall be issued for implementation.

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 11

4.0 SPEED CUSHION REMOVAL PETITION PROCESS
This section presents how the City shall receive and process a speed cushion removal petition. As shown in Table 2, a request to remove the installed speed cushion must require the submittal of a written request from a minimum of 51% signatures of property owners in the project study area, see Appendix E. Property owners within the project study area shall have an opportunity to vote on the removal of speed cushions .

Once the City receives the required signatures, a petition shall be mailed to 100% of property owners.

Affected Property Voters shall have the opportunity to vote on behalf of their property or household, for the specific speed cushion removal.

Voting shall be required to ensure that the property owners along each local roadway identified for potential speed cushion removal approve the removal. A minimum approval rate of 70% must be met to proceed with the removal.

If the 70% approval rate is met, the City shall add the removal to the “special project” list. During the next paving project for the specific local roadway(s) , the C ity shall repave the roadway without the speed cushions. The City may remove the speed cushions sooner if funds are available. If the approval rate is not met, then the petition may be closed and the speed cushions shall remain in-place. Property owners may be able to resubmit a petition for speed cushion removal twelve months after the first petition close date.

Table 2 – Speed Cushion Removal Consideration Petition Process # PROCESS RECOMMENDATION

1. Property Owner Initial
Request
• Written Property Owner Initial Request required by 51% of property owners along the local roadway.

2. Property Review and Staff
Approval
• 100% of properties in the project study area are contacted alerting property owners of removal request.
• 70% of approval required by property owners.

3. Removal Process Meetings • City Council reviews removal petition.

4. **Expedited Removal • Property owners have 60 business days to send payment to City.

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 12

Appendix A: Speed Cushions Installation
Criteria and Screening Study

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 13

SPEED CUSHIONS INSTALLATION CRITERIA AND CONSIDERATIONS • Speed cushion 150 feet from the nearest intersection. • Spacing between speed hump/cushions should be placed from 400 to 600 feet apart. Spacing should be as even as possible to produce a uniform speed along the roadway. • Evaluate roadway geometry to satisfy horizontal and vertical sight distance without utility conflicts.
• Speed cushion markings and design should adhere to City of Buena Park Department of Public Works design standards.
• Signage should adhere to City of Buena Park Department of Public Works design standards .

EXAMPLE SPEED CUSHION IN ANAHEIM
2198-2110 Broden Street, Anaheim, CA 92802

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 14

TYPICAL PLANS AND DIMENSIONS – PUBLIC WORKS STD. PLAN 456

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 15

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 16

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 17

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 18

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 19

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 20

Appendix B: Petition Initial Evaluation Form

Phase I – Petition Initial Evaluation Form

CITY OF BUENA PARK | SPEED HUMP/CUSHION PROGRAM ATTACHMENT B Date: _______________
Petitioner (Your Name): _______________
Street Address: _______________
Phone Number: _______________
Email Address: _______________
A. Roadway name: ______________________________________________________________ a. Segment: From – _________________________ To –
__________________________
B. Adjacent roadways: ___________________________________________________________

Summarize your speed and safety concerns:
____________________________________________________________________________________ ____________________________________________________________________________________ ____________________________________________________________________________________ ____________________________________________________________________________________ ____________________________________________________________________________________ ____________________________________________________________________________________

The City will review this Petition Initial Evaluation form, collect relevant data, and if deemed warranted by the City, consider enforcement and signing and striping roadway treatments.

The City will contact you directly at the email provided above, to share an update on the evaluation results in 6 to 12 months. Submit this form via email to [email protected] or mail to the Public Works Department at 6650 Beach Boulevard, Buena Park, CA 90622.

Keep a copy of this form for your records.

Date received: ________________ Date reviewed: ________________

CITY TO COMPLETE ITEMS BELOW

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 21

Appendix C: Property Owner Initial Request Form

Phase II – Property Owner Initial Request

CITY OF BUENA PARK | SPEED HUMP/CUSHION PROGRAM ATTACHMENT C Date: _______________

A request has been received by the Buena Park Public Works Department to consider installing speed hump(s) or speed cushion(s) in your neighborhood. In order to proceed with this application, 51 percent of all affected (fronting) property owners must give their consent (one signature per property).

The speed humps or speed cushions are tentatively proposed to be located on [Insert street name:_______________________________]*, but alternative location(s) may be proposed due to property owners’ objectives
Before considering signing this petition, please read the accompanying information regarding speed humps and the policies and procedures that pertain to this request.

Please call the Department of Public Works if you have any questions at: (714) 562-3670.

Property Owner Name (Please Print): __________________________________________________ Property Address: ___________________________________________________________________ Phone Number: ___________________________ Email Address: ___________________________

I hereby attest that I am the owner of the property identified above. I have read the City’s Speed Hump Program Information Sheet and understand that Speed Humps may delay emergency response times by Police, Fire, and Paramedic services to my neighborhood, and may cause increased vehicular noise and damage to my roadway.

I hereby request the City evaluate if Speed Humps or Cushions may be implemented along the local roadway indicated above*.

Signature: __________________________________ Date: _________________________________

You may mail or hand deliver your signed consent form to the initial petitioner, or submit to the City via email: [email protected] or mail to the Public Works Department at 6650 Beach Boulevard, Buena Park, CA 90622.

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 22

Appendix D: Preliminary Concept Design

Phase II – Preliminary Concept Design

CITY OF BUENA PARK | SPEED HUMP/CUSHION PROGRAM ATTACHMENT D A. Roadway name: _______________________________
B. Segment limits: _______________________________

PRELIMINARY CONCEPT DESIGN

Phase II – Preliminary Concept Design

CITY OF BUENA PARK | SPEED HUMP/CUSHION PROGRAM ATTACHMENT D Property Owner Name (Please Print): __________________________________________________ Property Address: ___________________________________________________________________ Phone Number: ___________________________ Email Address: ___________________________

I hereby attest that I am the owner of the property identified above. I have read the City’s Speed Hump Program Information Sheet and understand that Speed Humps may delay emergency response times by Police, Fire, and Paramedic services in my neighborhood, and may cause increased vehicular noise and damage to my roadway.

I hereby approve the above preliminary concept design.

Signature: __________________________________ Date: _________________________________

CITY OF BUENA PARK | SPEED CUSHION TRAFFIC CALMING PROGRAM PAGE 23

Appendix E: Petition Initial Evaluation Form
(REMOVAL)
Petition Initial Evaluation Form (REMOVAL)

CITY OF BUENA PARK | SPEED HUMP/CUSHION PROGRAM ATTACHMENT E Date: _______________
Petitioner (Your Name): _______________
Street Address: _______________
Phone Number: _______________
Email Address: _______________

A. Roadway name: ______________________________________________________________ a. Segment: From – _________________________ To –
__________________________
B. Adjacent roadways: ___________________________________________________________

Summarize your speed hump or cushion concerns:
____________________________________________________________________________________ ____________________________________________________________________________________ ____________________________________________________________________________________ ____________________________________________________________________________________ ____________________________________________________________________________________ ____________________________________________________________________________________

The City will review this Petition Initial Evaluation form, collect relevant data, and if deemed warranted by the City, consider removal of speed hump or cushion.

Keep a copy of this form for your records.

Date received: ________________ Date reviewed: ________________

CITY TO COMPLETE ITEMS BELOW
No:__53__

Date of Council Meeting Approval: 06/10/2025

CITY COUNCIL POLICY STATEMENT

RESPONSIBLE DEPARTMENT: PUBLIC WORKS

CONTACT PERSON: DIRECTOR OF PUBLIC WORKS

SUBJECT: INSTALLATION OF SPEED CUSHION TRAFFIC

CALMING DEVICES

It is the policy of the City of Buena Park that the installation of traffic calming devices, specifically: speed humps, speed cushions, and speed hump cushions, shall be allowed, and shall comply with the guidelines set forth in this policy. Note that the term “speed cushions” shall be used throughout the remainder of this document, and refers to speed humps, speed cushions, and speed hump cushions.

Background
Requests for the installation of traffic calming devices in residential areas are becoming more frequent. Speed cushions are one type of device that may be effective in lowering speeds in these areas. In order to effectively process these requests, a set of uniform guidelines shall be established. These guidelines shall ensure that all requests are processed in a similar manner.

Procedure
The specific procedure for the process of requesting, reviewing, installing, and removing speed cushions is contained in the attached “Speed Cushion Traffic Calming Program.” This document shall be considered a “living document,” and may be updated from time to time as deemed necessary by the Director of Public Works.

City of Buena Park
City Council Regular Meeting Agenda Report
C. RESOLUTION TO ADOPT A MEMORANDUM OF UNDERSTANDING (MOU) BETWEEN THE CITY OF BUENA PARK AND THE BUENA PARK TECHNICAL, OFFICE AND PROFESSIONALS ASSOCIATION (TOPs) Meeting
Tuesday, June 10, 2025, 5:00 PM
Agenda Group
NEW BUSINESS Item: 5C.

Prepared By
Eddie Fenton, Assistant City Manager/Director of Human
Resources
Department Head Approval
Eddie Fenton, Assistant City Manager/HR Director
Presented By
Eddie Fenton, Assistant City Manager/Director of Human
Resources

RECOMMENDED ACTION
1) Adopt a resolution approving a successor Memorandum of Understanding (MOU) between the City of Buena Park and the Buena Park Technical, Oﬃce and Professionals Association (TOPs).

DISCUSSION
The City’s labor contract with the Buena Park Technical, Oﬃce and Professionals Association (TOPs) expires July 4, 2025. The City and TOPs representatives have been meeting since March 2025, to develop a successor MOU. In accordance with the Meyers-Milias-Brown Act, the City and TOPs representatives exchanged ideas and proposals, met-and-conferred on matters of concern, and have reached a tentative agreement on the terms and conditions of employment. Attached for review and approval is a new two-year MOU for TOPs. In an effort to continue positive labor relations and recognizing the value of having labor stability with employment contracts for two years with TOPs, the City and TOPs agreed upon a ﬁve percent (5%) cost of living adjustment each year, and increases towards medical insurance contributions. As a result of the positive negotiations, a tentative agreement has been reached on a successor Memorandum of Understanding (MOU) and was ratiﬁed by the TOPs members.

This document is presented to the City Council for review and approval as the ﬁnal step in the labor negotiation process. It reﬂects the same language as presented to the City Council in properly-noticed closed sessions on labor negotiations, as allowed under the Brown Act. Listed below is a summary of signiﬁcant changes to the successor MOU.

1. BASE PAY SCHEDULE
5% Cost of Living (COLA) increase effective July 5, 2025. 5% Cost of Living (COLA) increase effective July 4, 2026.

2. BILINGUAL PAY

Level I – Basic Bilingual Skills Pay – $50 per month.

Level II – Advanced Bilingual Skills Pay – With City Manager approval, $165 per month.

3. ADMINISTRATIVE LEAVE
FLSA exempt personnel are not eligible to accrue compensatory time or be paid overtime. Each employee shall receive 60 hours of administrative leave per ﬁscal year.

4. COMMERCIAL VEHICLE OPERATOR LICENSE
In the best interest of the City, as determined by the Director of Human Resources, an employee who has a State of California commercial vehicle operator license shall receive an additional $75 per month for Class B and $150 per month for Class A licenses.

5. EDUCATION PROGRAM
All employees shall receive the following Educational Incentive:

Associate of Arts Degree $120 per month
Bachelor of Arts Degree $150 per month
Master’s or Ph.D. Degree $180 per month
Special Certiﬁcates:
10 or more semester units $60 per month
20 or more semester units $90 per month

6. SAFETY SHOES
An employee who performs signiﬁcant ﬁeld work as part of his/her normal and customary job duties shall receive up to $350 on per ﬁscal year basis depending on the job classiﬁcation.

7. MEDICAL INSURANCE CONTRIBUTION
For coverage effective: July 1, 2025
Employee Only $1,239 ($75 increase) Employee & One Dependent $1,732 ($100 increase) Employee & 2 + Dependents $2,100 ($150 increase) For coverage effective: July 1, 2026
Employee Only $1,314 ($75 increase) Employee & One Dependent $1,832 ($100 increase) Employee & 2 + Dependents $2,250 ($150 increase)

8. HOLIDAYS
Add one additional ﬂoating holiday.

9. VACATION LEAVE
Vacation shall accrue to each full-time employee at the following rates:

Years of Service Vacation Hours Accrued
Less than 1 year 80 hrs. vacation per year
Less than 2 years 90 hrs. vacation per year
Less than 3 years 100 hrs. vacation per year
Less than 4 years 110 hrs. vacation per year
Less than 5 years 110 hrs. vacation per year

11. DENTAL INSURANCE ENHANCEMENTS
Effective January 1, 2026 - Increase Ortho Lifetime Maximum to $2,000 and add Adult Ortho coverage for both Plan A & B.

Increase the number of teeth cleanings to three cleanings annually for both Plan A & B.

12. VISION INSURANCE ENHANCEMENTS
Effective January 1, 2026 - Increase Frames and Contact Lens Allowances to $200.

Add Second Pair Beneﬁt for $20 co-pay. Second Pair can be used for Second pair of glasses or Contact Lenses.

BUDGET IMPACT
The total budget impact for the implementation of the proposed MOU over the next two ﬁscal years is estimated at $1,133,100. This estimate will be included within the proposed FY 2025-2027 Budget. These changes comply with the authorization provided by the City Council.

Attachments
Reso MOU for TOP 2025.pdf
TOPs MOU 2025.06 Final Draft 2025.06.24.pdf
RESOLUTION NO. ______

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

BUENA PARK, CALIFORNIA, APPROVING A NEW

MEMORANDUM OF UNDERSTANDING BETWEEN THE

CITY AND THE BUENA PARK TECHNICAL, OFFICE, AND
PROFESSIONALS ASSOCIATION EFFECTIVE JULY 5 ,
2025, AND SUPERSEDING RESOLUTION NO. 14863

WHEREAS, the City Council has designated the Assistant City Manager/ Director of Human Resources as the City of Buena Park’s lead negotiator to meet and confer in good faith with the representatives of the Buena Park Technical, Office, and Professionals Association; and

WHEREAS, pursuant to the provisions of the Meyers -Milias-Brown Act (Government Code Section 3500, et seq.) the Assistant City Manager/Director of Human Resources has met and conferred in good faith with the representatives of the Technical, Office, and Professionals Association on matters relating to wages, hours, and other terms and conditions of employment; and

WHEREAS, said representatives of the City and the Association have reached a tentative agreement and have jointly prepared a written Memorandum of Understanding and Compensation Plan which are attached to this resolution and incorporated herein; and

WHEREAS, such agreement is within the parameters established by the City Council for an agreement with the Technical, Office, and Professionals Association; and

WHEREAS, the City Council finds that the terms and conditions of this agreement are proper and in the best interest of the City;

NOW, THEREFORE, the City Council of the City of Buena Park does hereby resolve, determine and order as follows:

Section 1: The Memorandum of Understanding between the City and the Buena Park Technical, Office, and Professionals Association dated June 25, 2024, is hereby repealed.

Section 2: Resolution No. 14863 is superseded. All conflicting Resolutions of the City are repealed.

Section 3: The Memorandum of Understanding between the City and the Buena Park Technical, Office, and Professionals Association effective July 5, 2025, and attached hereto is approved.

PASSED AND ADOPTED this 10th day of June 2025, by the following called vote:

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

ABSENT: COUNCILMEMBERS:

ABSTAIN: COUNCILMEMBERS:

RESOLUTION NO. _______

Page 2 ends

______________________________________
Mayor
ATTEST:

_______________________________
City Clerk

I, Adria Jimenez, City Clerk of the City of Buena Park, California, hereby certify that the foregoing resolution was duly and regularly passed and adopted at a regular meeting of the City Council of the City of Buena Park, held this 10th day of June 2025.

______________________________________
City Clerk

JULY 5, 2025 – JULY 2, 2027

BUENA PARK TECHNICAL,

OFFICE &

PROFESSIONALS

ASSOCIATION

MEMORANDUM OF

UNDERSTANDING

No. 25-27

ADOPTED ___ RESOLUTION NO. ____

MEMORANDUM OF UNDERSTANDING

BUENA PARK TECHNICAL, OFFICE AND

PROFESSIONALS ASSOCIATION

EMPLOYER – EMPLOYEE RELATIONS

PREAMBLE 1
ARTICLE 1 – TERM 1
ARTICLE 2 – REPRESENTATION AND RECOGNITION 1
ARTICLE 3 – MANAGEMENT RIGHTS 2
ARTICLE 4 – BOARD OF DIRECTORS’ MEETINGS 3
ARTICLE 5 – ADDITIONAL ITEMS 3

PAY

ARTICLE 6 – ASSIGNMENT OF CLASSES TO PAY RANGES 4
ARTICLE 7 – BASE PAY SCHEDULE 4
ARTICLE 8 – BILINGUAL PAY 4
ARTICLE 9 – LONGEVITY 5
ARTICLE 10 – CERTIFICATE PAY 5
ARTICLE 11 – COMMERCIAL VEHICLE OPERATOR LICENSE 5
ARTICLE 12 – OVERTIME PAY 5
ARTICLE 13 – EDUCATION PROGRAM 10
ARTICLE 14 – SAFETY SHOES 11
ARTICLE 15 – UNIFORM ALLOWANCE 11
ARTICLE 16 – MILEAGE 12
ARTICLE 17 – CHILD CARE REIMBURSEMENT PROGRAM 12

RETIREMENT

ARTICLE 18 – PUBLIC EMPLOYEES’ RETIREMENT SYSTEM 13
ARTICLE 19 – SOCIAL SECURITY 14

INSURANCE

ARTICLE 20 – MEDICARE 15
ARTICLE 21 – MEDICAL INSURANCE 15
ARTICLE 22 – DENTAL INSURANCE 18
ARTICLE 23 – VISION INSURANCE 189
ARTICLE 24 – LONG TERM DISABILITY INSURANCE 19
ARTICLE 25 – LIFE INSURANCE 19
ARTICLE 26 – CAFETERIA PLAN 20
ARTICLE 27 – ADMINISTRATION 20

LEAVES
ARTICLE 28 – HOLIDAYS 21
ARTICLE 29 – VACATION LEAVE 22
ARTICLE 30 – SICK LEAVE 23
ARTICLE 31 – BEREAVEMENT LEAVE 26
ARTICLE 32 – WORKERS COMPENSATION 26
ARTICLE 33 – JURY DUTY 27
ARTICLE 34 – OTHER LEAVES 27

WORKING CONDITIONS

ARTICLE 35 – PAY PERIODS
ARTICLE 36 – ATTENDANCE 29
ARTICLE 37 – HOURS OF WORK AND SCHEDULES
ARTICLE 38 – 9/80 PLAN ALTERNATE WORK SCHEDULE 30
ARTICLE 39 – 4/10 PLAN ALTERNATE WORK SCHEDULE 33
ARTICLE 40 – SUBSTANCE ABUSE 37
ARTICLE 41 – EMERGENCY MEDICAL ATTENTION 37
ARTICLE 42 – GRIEVANCE PROCEDURE 38
ARTICLE 43 – ADVISORY ARBITRATION
ARTICLE 44 – PERFORMANCE EVALUATION
ARTICLE 45 – MEDICAL EXAMINATIONS 39

SIGNATURES 40

EXHIBITS

EXHIBIT A – PAY SCHEDULE 41
EXHIBIT B – COMPENSATION PLAN 45
EXHIBIT C – HIRING OF EMPLOYEE RELATIVES 50
EXHIBIT D – HARASSMENT IN EMPLOYMENT POLICY 52
EXHIBIT E – ADVISORY ARBITRATION 60

T.O.P. M.O.U.

Page 1 ends

MEMORANDUM OF UNDERSTANDING
Between

THE CITY OF BUENA PARK
and

BUENA PARK TECHNICAL, OFFICE AND PROFESSIONALS ASSOCIATION (TOPs)

EMPLOYER – EMPLOYEE RELATIONS

PREAMBLE

Pursuant to Government Code, Section 3500, et seq. representatives of the City of Buena Park Technical, Office and Professionals Association (hereinafter referred to as the Association) have met and conferred under the provisions of the Meyers-Millias-Brown Act (MMBA) with representatives of the City of Buena Park (hereinafter referred to as the City), and have reached an understanding and recommend that the Buena Park City Council adopt this Memorandum of Understanding (MOU).

ARTICLE 1 – TERM

The term of this Memorandum of Understanding shall be July 5, 2025, through midnight on July 2, 2027, unless otherwise specified in provisions hereinafter. Terms and conditions of employment already in effect on July 4, 2025, shall be considered minimums for the purpose of this agreement except as amended or repealed by specific provisions hereinafter.

ARTICLE 2 – REPRESENTATION AND RECOGNITION

A. The Association is the only employee organization entitled to meet-and-confer in good faith on matters within the scope of representation on behalf of employees in the Technical, Office and Professionals Unit, which shall consist solely of the classifications listed in Exhibit A.

B. All positions classified as “key personnel” should not be involved either directly or indirectly in matters within the scope of representation. “Key Personnel” shall not serve as an officer within the TOPs Association. For purposes of this Article, “key personnel” includes all classifications/positions assigned to the following departments:

City Manager’s Office
City Clerk’s Office
Human Resources Department

T.O.P. M.O.U.

Page 2 ends

ARTICLE 3 – MANAGEMENT RIGHTS

A. In order to ensure that the City is able to carry out its functions and responsibilities imposed by law, the City has and will retain the exclusive right to manage and direct the performance of City services and the work force performing such services.

Therefore the following matters will not be subject to the meet-and-confer process, but shall be within the exclusive discretion of the City:

1. To determine issues of public policy;

2. To determine the merits, necessity or organization of any service or activity conducted by the City;

3. To determine and change the facilities, methods, means and personnel by which City operations are to be conducted;

4. To expand or diminish services;

5. To determine and change the number of locations, relocations, and types of operations, and the processes and materials to be employed in carrying out all City functions, including, but not limited to, the right to subcontract any work or operation;

6. To determine the size and composition of the work force, to assign work to employees in accordance with requirements as determined by the City and to establish and change work schedules and assignments, and to establish the days and hours when employees shall work;

7. To relieve employees from duty because of lack of work or other non-disciplinary reasons;

8. To discharge, suspend, or otherwise discipline employees for proper cause;

9. To determine job classifications;

10. To hire, transfer, promote, and demote employees for non-disciplinary reasons;

11. To determine policies, procedures and standards for selection, training and promotion of employees;

12. To establish employee performance standards, including, but not limited to, quality and quantity standards;

13. To maintain the efficiency of governmental operations;

14. To take any and all necessary actions to carry out its mission in emergencies; T.O.P. M.O.U.

Page 3 ends

15. To exercise complete control and discretion over its organization and the technology of performing its work services;

16. To establish reasonable work and safety rules and regulations in order to maintain the efficiency and economy desirable in the performance of City services.

The City, in exercising these rights and functions, will not discriminate against any employee because of membership or non-membership in any employee organization.

B. All management rights, powers, authority and functions, whether heretofore or hereinafter exercised, shall remain vested exclusively with the City. No third party neutral shall have the authority to diminish any of the management rights which are included in this Article.

C. Management will meet-and-confer prior to the implementation of any management rights which are normally considered matters concerning wages, hours, and other terms and conditions of employment under the provisions of the Meyers-Milias-Brown Act.

ARTICLE 4 – BOARD OF DIRECTORS’ MEETINGS

Each member of the Association Board of Directors shall receive up to one-and-one-half hours time off per month for Board meetings.

The City will allow the Association time to hold its General membership meetings during work hours twice in a calendar year.

On duty personnel attending such meetings shall be on an on-call status and shall respond to calls for service. At no time shall coverage be compromised. No overtime or compensatory time will be paid for the meeting. Each member and their respective supervisor within each department shall be responsible for maintaining a minimum level of coverage during the meetings.

Prior to scheduling and holding a general membership meeting during work hours, the Association shall request approval in writing to the Director of Human Resources or his/her designee within seven calendar days of such meeting to be held.

ARTICLE 5 – ADDITIONAL ITEMS

During the term of this Memorandum of Understanding, no additional items will be placed under discussion for purposes of meet-and-confer unless mutually agreed upon by both parties.

The parties shall cooperate to improve the format, clarity, and consistency of the Memorandum of Understanding.

T.O.P. M.O.U.

Page 4 ends

PAY

ARTICLE 6 – ASSIGNMENT OF CLASSES TO PAY RANGES

The schedule of base pay rates is contained in Exhibit A.

ARTICLE 7 – BASE PAY SCHEDULE

A. All classifications in Exhibit A – Pay Schedule shall receive a 5% increase to each step within the pay schedule effective July 5, 2025.

B. All classifications in Exhibit A – Pay Schedule shall receive a 5% increase to each step within the pay schedule effective July 4, 2026.

“Me Too” Clause: If during the effective period of this agreement, the City Employees Association receives a salary adjustment increase in a greater amount than the terms included in this agreement, the employees in this unit shall receive the same salary adjustment increase at the same time.

ARTICLE 8 – BILINGUAL PAY

Level I – Basic Bilingual Skills Pay – An employee shall receive an additional $50.00 per month if the following conditions are met:

A. The employee passes a qualifying examination administered by Human Resources.

B. The employee uses bilingual skills as required by the City.

Level II – Advanced Bilingual Skills Pay – With City Manager approval, an employee shall receive an additional $165.00 per month if the following conditions are met:

A. The employee passes an advanced-level interpretation skills-based examination administered by Human Resources to demonstrate competency in American Sign Language, Korean, or Spanish only.

B. The employee must be expected to translate and interpret a wide variety of difficult, sensitive, and highly-complex written and spoken Citywide communications, including materials and matters of a highly sensitive or technical nature and with a high consequence of error in English and American Sign Language, Korean, or Spanish.

C. The employee may be expected to perform these services at City Council Meetings, Town Hall or Community Meetings, or with special dignitaries (i.e. Sister City program) as needed.

T.O.P. M.O.U.

Page 5 ends

ARTICLE 9 – LONGEVITY PAY

The City agrees to implement a longevity pay program to be administered in the following manner:

A. An employee with 15-19 years or more of current continuous City service shall receive an additional two (2) percent base salary.

B. An employee with 20 years or more of current continuous City service shall receive an additional three (3) percent base salary.

ARTICLE 10 – CERTIFICATE PAY

A. Incumbents of the Water Quality Specialist and Water Loss Specialist classifications who possess a California State Health Department Water Distribution 3 Operator Certification shall receive an additional $100 per month.

B. Employees who possess a job-related certificate from a professional organization as determined by the Department Head and the Director of Human Resources shall receive an additional $50 per month.

No employee may receive more than one Certificate Pay benefit at a time.

ARTICLE 11 – COMMERCIAL VEHICLE OPERATOR LICENSE

In the best interest of the City, as determined by the Director of Human Resources, an employee who has a State of California commercial vehicle operator license shall receive an additional $75 per month for Class B and $150 per month for Class A licenses. Such employees are subject to the provisions of the City’s Drug and Alcohol policy, which includes, but is not limited to, post-accident testing, random testing, reasonable suspicion testing, and return-to-duty/follow-up testing.

ARTICLE 12 – OVERTIME PAY

A. OVERTIME PAY. An employee required to work in excess of 40 hours in a seven- day cycle shall receive pay at the rate of time and one-half his/her regular rate of pay.

The regular rate of pay shall include the following components in addition to base pay.

 Shift Differential
 Educational Incentive
 Bilingual Pay
 Acting Pay
 Special Assignment Pay
 Longevity Pay
 Excess Medical
 Waiver of Medical Insurance
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In determining an employee's eligibility for the overtime regular rate, paid and unpaid leaves of absences shall be excluded from the total hours worked. Paid leave of absence include, but are not limited to, the following:

 Vacation
 Holiday Leave
 Sick Leave
 Administrative Leave
 Compensatory Leave
 Workers' Compensation Leave
 Jury Duty
 Bereavement Leave
 Military Leave

For overtime not otherwise paid at the regular rate, it shall be paid at time and one- half of the hourly equivalent of the employee's base pay rate for all hours worked in excess of the employee's daily work schedule, or for all hours earned in excess of 40 hours per week. The term “earned” shall include hours for vacation, holiday, sick leave and jury duty.

There shall be no pyramiding of overtime. Hours worked by an employee in any workday or workweek on which premium rates have once been allowed shall not be used again in any other overtime calculation other than computing total actual hours worked.

B. COMPENSATORY TIME.

1. Fair Labor Standards Act (FLSA). In lieu of receiving overtime pay pursuant to Paragraph A above, an employee may elect to receive compensatory time off on a time and one-half basis. The employee shall be allowed to “bank” compensatory time at a time and one-half basis. No employee shall accrue more than 60 hours of such compensatory time. (This 60 hour maximum bank is in conjunction with Section 2 below.) Should any employee exceed 60 hours of accrued compensatory time, he/she shall be paid at time and one-half his/her regular rate.

An employee may use such compensatory time within a reasonable period after making the request if the use of compensatory time does not unduly disrupt the operations of the department.

2. Non-Fair Labor Standards Act (Non-FLSA). Overtime hours not otherwise subject to the FLSA regular rate of pay (after taking paid leave time exclusions into account) may be taken as compensatory time off. Such hours shall be earned, banked, and taken off at the straight time rate. No employee shall accrue more than 60 hours of such compensatory time (this 60 hour maximum bank is in conjunction with Section 1 above). Should any employee exceed 60 hours of T.O.P. M.O.U.

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accrued compensatory time, he/she shall be paid at time and one-half his/her base rate.

C. AUTHORIZATION.

1. All overtime requests must have the prior authorization of a supervisor prior to the commencement of such overtime work. Where prior written authorization is not feasible, explicit verbal authorization must be obtained. Calls for service beyond the end of duty time are considered as authorized.

2. An employee's failure to obtain prior approval may result in the denial of the overtime request.

3. The City may prescribe reasonable periods of overtime work to meet its operational needs.

D. CLOTHES CHANGING. Employees are not authorized to wear their uniforms or any part thereof that is distinguishable as such unless on duty. Each employee is provided with a locker for his/her own personal convenience. An employee may or may not utilize the locker for storage and changing purposes at his/her own discretion.

Nothing herein prevents an employee from wearing his/her uniform to and/or from his/her residence to work.

Nothing herein prevents an employee from wearing his/her uniform while conducting personal business during lunch time.

Time spent in changing clothes before or after a shift, is not considered hours worked and is not compensable in any manner whatsoever.

E. TRAINING TIME. Training time outside normally scheduled work hours shall be compensated pursuant to Code of Federal Regulations (CFR), Section 785.27, et seq.

Travel time outside normally scheduled work hours shall be compensated pursuant to CFR Section 785.33, et seq.

When feasible, the City will adjust the employee's work schedule to minimize the impact of travel and training time.

F. CITY VEHICLE USE. An employee who is provided with a City vehicle to travel to and from work shall not be compensated in any manner whatsoever for such travel time in the City vehicle.

This provision also applies in those situations where the radio must be left on and monitored.

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G. CALL-BACK PAY. Call-back duty occurs when an employee is ordered to return to duty on a non-regularly scheduled work shift. Call-back does not occur when an employee is held over from his/her prior shift or is working prior to his/her regularly scheduled shift. An employee called back to duty shall be credited with a minimum of two hours work commencing when he/she leaves his/her residence and will terminate at the end of the two hour minimum, or if the call-back lasts longer than two hours the time he/she returns to his/her residence.

Any call-back lasting two hours or less shall result in a credit for two hours worked.

When added to the eight hour day or 40 hour work week an employee shall end up with a net result of three hours pay (or three hours comp time at time and one-half).

Any call-back lasting more than two hours shall result in a credit for actual hours worked. When this credit is added to the eight hour day or 40 hour work week, the net result will be time and one-half the actual hours worked on the call-back.

Similar calculations as outlined above will be used when an employee is entitled to a four hour call-out because the call-back occurs on Sunday, a holiday, or between 12:01 a.m. and 5:00 a.m.

The above provision shall not result in a double payment for call-outs lasting less than two hours (or when applicable, four hours). For instance, if an employee works one hour on a call-out, he/she shall be credited with two hours, resulting in three hours of pay or comp time after application of time and one-half. He/she shall not be entitled to the one hour at time and one-half plus the two hour minimum.

An employee who receives multiple calls within the allotted two hours minimum (or when applicable, four hour minimum) is not entitled to double-payment for call-backs even if the employee has returned to his/her residence. For example, if an employee receives a call-back that is completed and returns to his/her residence and then receives a second call-back within the original two hour minimum compensation window, the second call-back will result in a continuation of service commencing from the original call-back start time regardless if the call was similar or different than the original call-back.

This provision is to be distinguished from “Court Standby” pay in Section I which is to be used when an employee is called back to court.

This provision replaces Section 2.0. (1)(a) of Resolution No. 8083.

H. COURT PAY. When an employee is physically called to court, while off duty, he/she shall be credited on an hour for hour basis for the time actually spent in court. An employee shall be credited with a minimum of two (2) hours for the court appearance.

Travel time shall be not considered hours worked and shall not be compensated in any manner whatsoever.

This provision replaces Section 2.G.(l)(b) of Resolution No. 8083.

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I. COURT STANDBY. An employee may leave a telephone number where he/she may be reached while on court standby. Such time is not considered hours worked under the Fair Labor Standards Act and will not be compensated, except as set forth below.

In recognition of the City's established practices the City shall continue to compensate employees at the rate of two (2) hours of compensation for a.m. standby duty and two (2) hours of compensation for p.m. standby duty. This payment is being made pursuant to the MOU, not pursuant to FLSA. Time compensated in the above manner shall not constitute hours worked for purposes of FLSA

J. FAIR LABOR STANDARDS ACT (FLSA) EXEMPTIONS. Although the following classifications are part of the Association, they are designated as exempt employees as defined by the Fair Labor Standards Act (FLSA):

Classification Title

ACCOUNTANT

ASSISTANT ENGINEER

ASSISTANT PLANNER

ASSOCIATE PLANNER

COMMUNITY SERVICES COORDINATOR

HOMELESS OUTREACH COORDINATOR

HOUSING AND CDBG ANALYST

HUMAN RESOURCES ANALYST

MANAGEMENT ANALYST

SENIOR COMMUNITY SERVICES COORDINATOR

SENIOR PLANNER

As a result, FLSA exempt personnel are not eligible to accrue compensatory time or be paid overtime. Each employee shall receive 60 hours of administrative leave per fiscal year. Administrative leave must be taken by June 30 each year and no part of it may be carried over into the next fiscal year.

Additional time may be granted by the employee’s department head for time spent at required meetings and special events.

The definition of meetings and special events includes:

• City job-related emergencies.
• City Council meetings.
• City Commission or Committee meetings, or
• Any meeting, conference, training, or professional development event approved in advance by the department head or his/her designee.

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ARTICLE 13 – EDUCATION PROGRAM

A. REIMBURSEMENT.

An employee who is pre-approved by the department head to attend a specified, off- duty education course shall receive reimbursement for certain expenses.

An approved education course is defined as off-duty instruction that will be mutually and immediately beneficial to the employee and the City.

1. Prior to enrolling in the class, an employee desiring partial reimbursement for expenses shall acquire the department head's approval as to course content and its relationship to the employee's City employment. On completion of the course, with a grade of "C" or better, the employee shall submit a Request for Educational Reimbursement form to the department head along with a copy of the official transcripts and receipts for the total cost of the course.

Effective January 1, 2024, on approval by Human Resources and Finance, the employee shall then be reimbursed up to a maximum of $5,000 per calendar year for tuition, books, transportation costs where appropriate, registration fees and related expenses necessary for completion of the course.

2. Reimbursement will be made only for coursework completed within the current calendar year (January 1 – December 31). The difference between the City’s maximum obligation during any calendar year and the total amount of actual reimbursement received by the employee during that calendar year shall not be carried over or be available for use by the employee in any subsequent year.

3. A copy of the official transcript shall be forwarded to the Human Resources Office for retention in the employee's education file.

B. EDUCATIONAL INCENTIVE ALLOWANCE. An employee with a job-related (as determined by the City) degree or certificate from an accredited educational institution shall receive an additional allowance as follows:

 Associate of Arts Degree $120.00 per month

 Bachelor of Arts Degree $150.00 per month

 Master’s or Ph.D. Degree $180.00 per month

Special Certificates:
 10 or more semester units $60.00 per month

 20 or more semester units $90.00 per month
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No employee may receive more than one Educational Incentive Allowance benefit at one time.

ARTICLE 14 – SAFETY SHOES

A. An employee who performs significant field work as part of his/her normal and customary job duties shall receive up to $350.00 on per fiscal year basis depending on the job classification, through a direct purchase from a City selected vendor, for safety shoes which comply with current California Office of Safety and Health Administration (Cal/OSHA) standards, Title 8, Section 3385, as amended.

B. An employee who purchases safety shoes through this program, shall wear such safety shoes while performing work outside of an office environment, in compliance with Cal/OSHA standards, Title 8, section 3385. Any employee failing to adhere to this requirement shall be subject to disciplinary action, up to and including termination.

The City Manager and/or his designee shall have discretion as to the need and necessity of the safety shoe purchase.

C. Positions receiving one pair of safety shoes per year are as follows:

Building Inspector Senior Building Inspector/Code Enforcement Building Inspector Technician Senior Building Inspector/Plan Checker Code Enforcement Officer Senior Environmental Inspector Code Enforcement Technician Senior Public Works Inspector Environmental Inspector Storekeeper
Homeless Outreach Coordinator Water Loss Specialist
Public Works Inspector Water Quality Specialist

Positions receiving one pair of safety shoes every two years are as follows:

Assistant Engineer Planning Technician
Assistant Planner Senior Planner
Associate Planner

ARTICLE 15 – UNIFORM ALLOWANCE

A. The City shall provide a work uniform to each employee and shall provide a City-paid cleaning service for such uniforms.

B. The City agrees to continue to provide uniform cleaning service for those bargaining unit members who currently receive it.

C. The monetary value for such purchase, rental, and maintenance of the required clothing which is a ready substitute for personal attire (uniform) shall be reported to the California Public Employees’ Retirement System (CalPERS) as compensation as required by law. The annual retirement contribution shall be based on the stated T.O.P. M.O.U.

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amounts for the term of the MOU listed in Article 16 – Public Employees’ Retirement System. Any additional tax liabilities are borne solely by the employee.

ARTICLE 16 – MILEAGE

An employee required to use a personal vehicle for City business shall be reimbursed at the rate allowed by the Internal Revenue Service.

ARTICLE 17 – CHILD CARE REIMBURSEMENT PROGRAM

A. Employees who have qualified dependent(s) between the ages of 0 and 5 (under 6) years old shall receive an additional $100 per month, per child, for child care assistance.

B. Qualifying dependents are natural born child, adopted child, step child, and/or parent- child relationship.

C. Child care reimbursement payments will not be considered compensation reportable to CalPERS or included in the calculation of the regular rate for overtime, benefits, or any other purpose.

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RETIREMENT

ARTICLE 18 – PUBLIC EMPLOYEES’ RETIREMENT SYSTEM

A. RETIREMENT PLAN. The City shall maintain its contract for a pension plan with the California Public Employees Retirement System (CalPERS), as originally adopted on March 1, 1964, and amended thereafter.

B. CONTRACT OPTIONS. The City’s contract with CalPERS shall include the following options:

Government Code Section

1. One Year Highest Compensation 20042

2. Military Service Credit as Public Service 21024

3. 2.5% at 55 – Full Formula 21354.4

4. Fourth Level of 1959 Survivor Benefit 21574

5. Pre-Retirement Optional Settlement 2 Death
Benefit
21548

C. SECOND TIER CONTRACT OPTIONS. The City’s contract with CalPERS for employees hired on or after December 22, 2012, shall include the following options:

Government Code Section

1. Three Highest Years Compensation 20037

2. Military Service Credit as Public Service 21024

3. 2% at 60 – Full Formula 21353

4. Fourth Level of 1959 Survivor Benefit 21574

5. Pre-Retirement Optional Settlement 2 Death
Benefit
21548

D. THIRD TIER CONTRACT OPTIONS. The City’s contract with CalPERS for employees hired on or after January 1, 2013, shall include the following options:

Government Code Section

1. Three Highest Years Compensation 7522.32

2. Military Service Credit as Public Service 21024

3. 2% at 62 – Full Formula 7522.20
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4. Fourth Level of 1959 Survivor Benefit 21574

5. Pre-Retirement Optional Settlement 2 Death
Benefit
21548

E. CONTRIBUTIONS.

1. Employees hired before December 22, 2012, the full eight percent (8%) cost of the CalPERS member contributions shall be paid by each employee via payroll deduction on a pre-tax basis.

2. Employees hired on or after December 22, 2012, the full seven percent (7%) cost of the CalPERS member contributions shall be paid by each employee via payroll deduction on a pre-tax basis.

3. Employees hired on or after January 1, 2013, shall pay 50% of the normal cost rate for the benefit formula 2% at Age 62 via payroll deduction on a pre-tax basis (Government Code Section 7522.30).

4. 1959 Survivor Benefit. Each employee will pay the employee share required by CalPERS (currently $2.00 per month) and the City will pay the employer costs.

ARTICLE 19 – SOCIAL SECURITY

In the event the City and its employees are required to participate in the Federal Social Security program, the contribution designated by law to be the responsibility of the employee shall be paid in full by the employee and the City shall not be obligated to pay or “pickup” any portion thereof.

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INSURANCE

ARTICLE 20 – MEDICARE

Employees hired by the City on or after April 1, 1986, shall pay the designated employee contribution to participate in the Medicare Program and the City shall be under no obligation to pay or “pickup” any such contributions.

ARTICLE 21 – MEDICAL INSURANCE

A. The City shall provide group medical under the California Public Employees' Medical and Hospital Care Act (PEMHCA).

B. City Contribution. The City shall contribute the following monthly amounts for group medical insurance. Any additional contribution necessary to maintain group medical insurance shall be borne solely by the employee.

1. Persons Hired On or Before June 30, 1999.

Employees

For coverage effective: July 1, 2025
 Employee Only $1,239
 Employee & One Dependent $1,732
 Employee & 2 + Dependents $2,100

For coverage effective: July 1, 2026
 Employee Only $1,314
 Employee & One Dependent $1,832
 Employee & 2 + Dependents $2,250

Retirees

 Retiree Only $126.00
 Retiree & One Dependent $172.00
 Retiree & 2 + Dependents $195.00

2. Persons Hired On or After July 1, 1999.

Employees

For coverage effective: July 1, 2025
 Employee Only $1,239
 Employee & One Dependent $1,732
 Employee & 2 + Dependents $2,100
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For coverage effective July 1, 2026
 Employee Only $1,314
 Employee & One Dependent $1,832
 Employee & 2 + Dependents $2,250

Retirees

The City’s contribution for retirees who were hired on or after July 1, 1999, is determined by the California Public Employees Retirement System (CalPERS) in accordance with Section 22892 of the Public Employees’ Medical and Hospital Care Act (PEMHCA). The contribution amounts are subject to change each calendar year based on changes to the medical care component of the Consumer Price Index.

 For coverage effective January 1, 2025: $158.00/month per retiree.  For coverage effective January 1, 2026: To be determined by CalPERS  For coverage effective January 1, 2027: To be determined by CalPERS

C. EXCESS MEDICAL. An employee who selects a health insurance plan which costs less than the City’s maximum monthly contribution may have the difference placed in his/her deferred compensation account, purchase products available through the City’s Cafeteria Plan, or receive a cash payout. For example, an employee with no dependents is entitled to a maximum monthly contribution of $1,239.00 per month. If he/she has a health insurance plan which costs $628.63 per month the employee is entitled to $610.37 per month in excess medical.

D. WAIVER OF MEDICAL INSURANCE.

1. An employee may elect to not be covered by a City group medical insurance plan if he/she provides proof of coverage from another group medical insurance source.

The City may require proof of coverage at any time.

2. An eligible employee may elect to have the City’s monthly contribution applied to his/her deferred compensation account, the purchase of products offered through the Cafeteria Plan, and/or receive a cash payout.

The City contributions shall be $753.00 per month.

E. SERVICE RETIREMENT ACCOUNT (SRA). In addition to the Contribution pursuant to the CalPERS contract, employees hired on or after July 1, 1999, will be allowed to bank accrued sick leave time for use upon Retirement from Service, into a Service Retirement Account to defer out-of-pocket expenses for purchasing group medical insurance under the City’s program. The City will participate in the SRA by matching the employee contribution on a two-for-one (2:1) basis.

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1. SRAs are not subject to fellow employee donations of sick leave or any other leave provisions. However, the SRA will be coordinated with the City’s Sick Leave Buyback program.

2. To be eligible, an employee must have a sick leave balance of at least 480 hours, and must maintain at least 480 hours of sick leave after making such deposit.

3. An eligible employee may place up to one-half of any unused portion of his/her annual sick leave accrual into the SRA, with the City matching contribution of two- to-one (2:1). This provision will be coordinated with the Sick Leave buyback provision, thereby limiting buyback and SRA deposits to one-half of any unused portion of their annual sick leave accrual.

4. The SRA is not subject to bearing interest. Eligible employee deposits and the City’s matching contributions are flat deposits.

5. Sick leave placed in the SRA will be converted into cash at the employee’s base pay rate and thus will no longer be available as sick leave once deposited in the SRA.

6. The donor employee shall have two options for withdrawal of funds:

a. At the option of the employee, upon retirement from service, the SRA will be paid at the then hourly rate for the depositor. This shall include the employee contribution as well as the City’s matching portion, which will be used to offset/defer costs associated with purchasing group medical insurance plans during retirement.

b. The employee may, at any time, withdraw hours from the SRA to convert to cash, and will be paid at the base pay rate in effect when the original deposit was made. An employee making an early withdrawal from the SRA, shall not be entitled to any of the City’s matching contribution, and shall lose that equal portion of the matching contribution as was withdrawn, i.e., two-to-one.

7. In the event that a participating employee separates from employment on other than a Retirement from Service (Service Retirement or Disability Retirement), the City shall payoff only the employee’s portion of the contributions made to the SRA, at the base pay rate for each deposit, and shall not be entitled to any of the City’s matching contribution.

8. In the event the SRA survives an active employee, or a retired employee, the City will pay off the balance of the employee’s contribution to the survivor of record.

Payment will be at the then-current base pay rate for the active employee and/or at the base pay rate of withdrawal for retired employee, including the City’s matching contribution.

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9. The City reserves and retains the right to hear and make determinations regarding any disputes caused by this provision of the MOU. Determinations shall be made in a manner that no employee shall lose his/her portion of the SRA and the City will not lose its portion of the matching contribution. Any determinations made in hearing a dispute to grant the City’s portion of the matching contribution will be made on a case by case basis, and will not be determined to be a past practice or official policy of the City.

Any person employed by the City prior to July 1, 1999, who is not currently a member of this unit of representation shall enjoy all benefits and rights of those employees hired prior to July 1, 1999, upon later occupying a position within this unit of representation.

10. Effective July 21, 2012, employees not currently enrolled in the SRA program are not eligible to enroll in this program. This program is closed to new enrollees.

ARTICLE 22 – DENTAL INSURANCE

The City shall continue to provide the current dental program for employees and their eligible dependents under the age of 26.

Each employee is responsible for choosing one of the three plans listed below. In the event that no choice is made, the employee will be deemed to have chosen no dental insurance coverage.

Employees may switch plans only during the open enrollment period designated by the City.

Payment of Premiums. Employees shall pay the amounts shown. Any additional amount necessary to maintain group dental insurance shall be paid by the City.

A. 50/50 PLAN. The insurance carrier pays 50% of major expenses (up to a maximum of $2,000 per calendar year) and the employee pays 50%.

Monthly

 Employee Only $3.00
 Employee & 1 Dependent $5.00
 Employee & 2 + Dependents $7.50

B. 80/20 PLAN. The insurance carrier pays 80% of major expenses (up to a maximum of $2,000 per calendar year) and the employee pays 20%.

Monthly

 Employee Only $10.00
 Employee & 1 Dependent $15.00
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 Employee & 2 + Dependents $20.00

C. HMO PLAN. The insurance carrier pays a portion of all services based on the fee schedule. Employees who enroll in this plan do not pay any monthly premium. Each employee is responsible for any co-payment associated with this plan.

ARTICLE 23 – VISION INSURANCE

A. The City shall provide a vision insurance program for employees and their eligible dependents under the age of 26.

B. Each employee is responsible for enrolling in the plan. In the event that no choice is made, the employee will be deemed to have chosen no vision insurance coverage.

C. Effective January 1, 2026, the City shall contribute $6 monthly for group vision insurance. Any additional contribution necessary to maintain group vision insurance shall be borne solely by the employee.

ARTICLE 24 – LONG TERM DISABILITY INSURANCE

A. The City shall pay the entire premium for a City-owned long-term disability insurance policy affording coverage to each active employee.

B. The policy shall have a benefit waiting period of 60 calendar days of continuous disability. Any time after the expiration of the benefit waiting period, the employee may apply for this insurance and may use accrued leave pursuant to the City’s policy thereon.

C. The maximum benefit for total disability shall be 66 2/3 of the eligible employee’s basic monthly earnings as defined in the policy document, or $10,000 per month, whichever is less.

ARTICLE 25 – LIFE INSURANCE

A. The City shall provide group term life insurance (including accidental death and dismemberment) for each employee (either full-time or part-time) in the amount of one times (1x) the employee’s basic annual earnings to a maximum of $150,000. Each employee, at his/her own expense, may purchase additional life insurance from the insurer through the City.

B. The City shall provide group term life insurance, (including accidental death and dismemberment) in the amount of $1,500 for each employee’s:

1. legal spouse or registered domestic partner and/or

2. children under the age of 26.

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ARTICLE 26 – CAFETERIA PLAN

A. The City shall provide a full flexible Cafeteria Plan under IRS Code Section 125, to include Premium Only Conversion, Health Care Spending and Dependent Care Accounts.

B. The City and individual participants shall divide the cost of the third-party administration service fee. Service fees are to be paid only by employees enrolled in the Health Care Spending Account and/or Dependent Care Spending Account. There is no service fee for participants in the Premium Only Conversion plan. The service fee may be amended from time to time by the City and the third-party administrator.

The City will consult with employees prior to increasing any deduction from employees for any plan year.

C. The City will utilize any assets remaining in the plan at the end of each plan year to off-set service fees for employees enrolled in either the Health Care Spending Account and/or Dependent Care Spending Account. “Plan year” is as defined in the plan documents. This item is governed by the Cafeteria Plan documents as it relates to Plan Year. Asset utilization to off-set service fees shall be determined no later than June 30 of any subsequent year.

ARTICLE 27 – ADMINISTRATION

A. The City shall have the right to select any insurance carrier or other (including self- insurance) method of providing coverage to fund the benefits included under the terms of this MOU, provided that the benefits of the employees shall be substantially the same as those in existence prior to implementation of this MOU.

B. If, during the term of this MOU, any change of insurance carrier or method of funding for any benefit provided hereunder occurs, the City shall meet with the Association prior to any change of insurance carrier or method of funding the coverage.

C. All group insurance benefits shall be provided and calculated in accordance with the City’s contracts with insurance providers.

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LEAVES

ARTICLE 28 – HOLIDAYS

A. The following dates, and such other days or portions of days as may be designated by motion of the City Council, shall be observed as paid holidays.

Holiday Date
New Year’s Day January 1
Martin Luther King Jr. Day 3rd Monday in January
Washington’s Birthday 3rd Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day 1st Monday in September
Veteran’s Day November 11
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving Friday following 4th Thursday in November Day before Christmas December 24
Christmas Day December 25

In addition to the above, two floating holidays per fiscal year may be earned. These floating holidays shall be designated by the employee and requires management approval, in advance, before it is taken. New hires must be employed for three months before becoming eligible for the floating holiday. Regular part-time employees shall receive four and one-half hours of pay for each floating holiday.

B. When a holiday occurs on a Saturday, the preceding Friday will be observed instead.

When a holiday occurs on a Sunday, the following Monday will be observed. When a holiday occurs on an off-Friday, the preceding Thursday shall be observed.

C. Holiday Closure. The City shall close the City Hall, City Yard, and Community Center facilities to the public during the holiday period between Christmas Eve and New Year’s Day. During the closure, employees will have the option to use accrued Vacation, Compensatory Time, Administrative Leave, or Floating Holiday. Employees without sufficient accrued leave time to cover the holiday closure may borrow from future vacation accrual.

The City maintains the right to determine the essential services which will still operate during this closure period.

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ARTICLE 29 – VACATION LEAVE

A. ACCRUAL. Vacation shall accrue to each full-time employee at the following rates:

Years of Service Vacation Hours Accrued
Less than 1 year 80 hrs. vacation per year
(6.667 hrs. per month)
Less than 2 years 90 hrs. vacation per year
(7.5 hrs. per month)
Less than 3 years 100 hrs. vacation per year
(8.333 hrs. per month)
Less than 4 years 110 hrs. vacation per year
(9.167 hrs. per month)
Less than 5 years 110 hrs. vacation per year
(9.167 hrs. per month)
5 years to 10 years 120 hrs. vacation per year
(10 hrs. per month)
10 years or more 160 hrs. vacation per year
(13-1/3 hrs. per month)

An employee having a probationary or regular appointment that is less than full-time, but is half-time or more, shall accrue vacation on a prorated basis, based on the employee’s regular (i.e., not overtime) paid hours in each pay period.

B. ACCUMULATION. Accumulation of vacation leave in excess of that earned in two years is prohibited. All vacation leave exceeding the authorized accumulation shall be forfeited.

C. USAGE. Vacation leave taken shall not be in excess of that actually earned at the time the vacation starts.

1. Each employee must take at least 40 hours of vacation each fiscal year.

2. The time during the calendar year at which an employee shall take vacation shall be determined with particular regard for the needs of the service and due regard for the wishes of the employee.

3. In the event one or more municipal holidays falls within a vacation leave, such days shall not be charged as vacation leave, and the vacation leave shall be extended accordingly for employees eligible for such holidays.

4. Any leave of absence without pay shall not accrue vacation leave for each 30 day period of such leave.

5. No employee shall be entitled to any vacation until completion of six (6) months of continuous service.

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6. All usage of vacation and compensation time should be requested and approved by the employee's department head or designee at least two days prior to the start of vacation time.

D. ANNUAL CONVERSION.

1. An employee may elect to convert up to 40 hours of vacation leave into a cash payment at the employee's then-current rate of base pay. To be eligible for this option, the employee must utilize 40 hours of vacation leave in the preceding fiscal year.

2. Notwithstanding the above paragraph, an employee may convert up to a maximum of 80 hours of annual vacation leave into a cash payment as long as the employee has 240 hours, or more, of annual vacation leave “on the books” after the conversion.

E. VACATION PAY AT SEPARATION. Upon separation, an employee will receive compensation at the current rate of base pay for all unused earned vacation, up to and including the date of separation.

1. An employee who separates while serving a probation period in a classification to which the employee has been promoted shall receive vacation pay at separation based on the hourly equivalent of the base pay received immediately prior to promotion, provided the employee has successfully completed a probation period in the classification from which the employee was promoted.

2. An employee who has not completed six (6) months of continuous service shall not receive vacation pay at separation.

F. CONTINUOUS SERVICE. For the purpose of computing years of service, an employee’s continuous service shall be based on the effective date on which the employee received initial probationary appointment in the City service.

ARTICLE 30 – SICK LEAVE

A. ACCRUAL.

1. Each employee shall accrue sick leave with pay at the rate of eight hours for each full calendar month of continuous service in which the employee has worked or has been on authorized leave of absence with pay

2. Any leave of absence without pay exceeding 15 consecutive days shall result in no accrual of sick leave during the consecutive days of the employee’s leave of absence without pay that is in excess of 15 consecutive days.

B. ACCUMULATION. Sick leave may be accumulated without limit.

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C. USAGE.

1. Eligibility for Use of Sick Leave. Sick leave may be taken only when the employee has sick leave credits. An employee shall be eligible to take sick leave after he/she has worked one full calendar month.

2. Sick leave may be granted only with the approval of the department head and only in case of a bona fide illness or medical/dental appointments of the employee. The department head may require a physician’s certificate or other evidence of the adequacy of the reason for the employee’s absence during any period for which sick leave was requested.

3. Sick leave may also be used for a bona fide illness or medical/dental appointments of a family member (spouse, child, brother, sister, mother, father, mother-in-law, father-in-law, grandmother, grandfather) or designated person when the presence of the employee is required up to a maximum of three days per individual situation.

The department head may require a physician’s certificate or other evidence of the adequacy of the reason for the employee’s absence during any period for which sick leave was requested.

A “designated person” is defined as any one person identified by the employee at the time the employee requests paid sick leave. This designation is limited to only one designated person per 12-month period.

4. Maternity leave. The employee shall submit a doctor’s statement approving her fitness to continue working for a specified term. A post-natal release from the doctor must be submitted prior to returning to work.

5. Sick leave shall not be used in lieu of, or added to, vacation. Accrued vacation leave shall be used for sickness when all sick leave has been taken.

6. Sick leave during vacation. An employee who becomes ill while on vacation may have such period of illness charged to accumulated sick leave instead of to vacation, provided that immediately upon return to duty, the employee submits to the department head a written request for sick leave and a written statement signed by the employee’s physician describing the nature and dates of the illness.

7. Limitations. No employee shall be entitled to accrue or to take sick leave with pay while absent from duty for all of the following reasons:

a. Disability or illness arising from compensated employment other than with the City of Buena Park.

b. Leave of absence without pay.

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c. Absence because of intoxication or for the purpose of recovering from intoxication.

D. MEDICAL LEAVE OF ABSENCE. Upon written request of the employee and recommendation of the department head, the City Manager may authorize in writing a leave of absence without pay for the purpose of recovering from an illness, provided:

1. The employee has used all accumulated sick leave.

2. The employee has been continuously employed in the City service for at least one year.

3. The employee presents to the department head for referral to and consideration by the City Manager a written explanation of the employee’s illness and an estimate of the time needed for recovery signed by the employee’s physician.

4. Prior to resuming duties, the employee may be required to take a medical examination at the employee’s expense and as prescribed by the City Manager.

The employment record and the results of such examination shall be considered by the City Manager in determining the employee’s fitness to return to work.

5. The maximum period of such leave shall be three calendar months. If the employee desires an extension, the employee shall follow the procedure described in subparagraph 3 above.

E. PENALTY FOR ABUSE. When, in the judgment of the department head, the employee’s reason for being absent because of alleged sickness is inadequate, the department head shall indicate on the payroll form that the absence was without pay.

The department head may recommend to the City Manager that appropriate disciplinary action be imposed against the employee.

F. ANNUAL BUYBACK PROGRAM.

1. To be eligible an employee must have:

a. 480 hours of accumulated sick leave as of the first pay period of July of the preceding year, and

b. 480 hours of accumulated sick leave remaining after the cash out.

2. An employee who wishes to participate must file a written request with the Finance Department. This request will apply for the previous fiscal year sick leave accumulation.

3. Participants will be paid for 50% of the hours accrued during the fiscal year. These hours being paid will be deducted from the employee’s sick leave bank. The T.O.P. M.O.U.

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remaining hours accrued, but not used, will remain in the employee’s sick leave bank. Payment will be based at the employee’s base hourly rate in effect at the time of payment.

G. SICK LEAVE PAY ON SEPARATION. Except as herein provided, no payment shall be granted to an employee for accrued sick leave at the time of separation.

Termination of an employee’s continuous service, except by reason of layoff for lack of work or funds, shall abrogate all sick leave accrued at the time of such separation, regardless of whether the employee subsequently reenters the City service.

Employees appointed on or after September 20, 1982, shall not be eligible for sick leave pay on termination as provided for in this section.

Employees hired on or prior to September 19, 1982, shall be paid for 50% of the value of his/her unused sick leave based on the employee’s rate of base pay at the time of honorable separation or retirement.

Employees may only accrue 120 days (960 hours) of sick leave for the purposes of this section and for the purposes of compensation on separation.

ARTICLE 31 – BEREAVEMENT LEAVE

Whenever an employee who is eligible to receive sick leave is compelled to be absent from duty by reason of the death (or critical illness where death appears imminent) of a family member, the employee shall, upon approval of the department head, be entitled to up to three work days of bereavement leave with pay once per fiscal year. Employees in need of additional time off may charge such absence to the employee's accumulated sick leave to a maximum of five working days for each such incident. Use of such leave shall not count against the sick leave buy back or deposits made to the SRA.

“Family member” is defined as the employee’s or spouse’s:

 Father  Mother
 Grandfather  Grandmother
 Sibling(s)  Child
 Spouse  Grandchildren

ARTICLE 32 – WORKERS COMPENSATION

A. An employee who is absent from duty because of an on-the-job injury sustained during City employment shall receive his/her normal pay during the first 27 calendar weeks of such accident, provided the employee returns to the City any compensation paid under the provisions of the California Workers’ Compensation Law for the corresponding period of time.

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During this maximum 27-week period, an employee so entitled shall continue to receive all forms of compensation he/she would be receiving as if at work. The employee shall also be eligible for consideration for merit pay increases during this period.

B. After this maximum 27-week period, an employee who has not returned to work shall not receive any other form of compensation from the City, including, but not limited to, accrual of vacation and sick leave, holiday pay, special assignment pay, education pay or payment of group insurance premiums. An employee may not use accumulated sick leave or vacation to supplement temporary disability indemnity payments.

ARTICLE 33 – JURY DUTY

No deduction shall be made in the pay of an employee who serves on jury duty if the employee has waived or remitted the jury fee for such jury duty. An employee who serves on jury duty on a scheduled day off shall not be required to remit his/her jury fees for that day. If the employee has not so waived or remitted the jury fee, the employee shall be paid only for the time actually worked in the City position. An employee summoned to jury duty shall immediately notify his/her supervisor in writing. The employee shall remit to the City all fees and allowances payable for jury duty, less reimbursements from the court for meals, travel, or lodging.

ARTICLE 34 – OTHER LEAVES

A. LEAVE WITHOUT PAY. Upon written recommendation of the department head, the City Manager may authorize a leave of absence without pay for a period not to exceed 30 calendar days in a calendar year.

Authorized leaves of absence without pay of 30 calendar days or less, and leaves of absence with pay for any period shall not constitute an interruption of an employee’s continuous service and shall not be deducted in computing total City service.

Authorized leaves of absence without pay in excess of 30 calendar days, unless covered by the Family Medical Leave Act, shall be deducted in computing an employee’s total City service for advancement in salary range and for other purposes specified in this MOU, but shall not serve to interrupt continuous service.

B. MILITARY LEAVE. An employee having a probationary or regular appointment shall be entitled to such benefits as are provided in the California Military and Veterans Code. An employee requesting military leave shall present a copy of military orders to the department head prior to the beginning of the leave.

Employees who present military orders for active duty status shall continue to receive all forms of compensation he/she would be receiving as if at work for the first 30 days of such absence in any one fiscal year (except weekend drills and/or training).

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Weekend drills and/or training are not considered active duty under the Military and Veterans Code and not eligible for salary continuation benefits.

If an employee is called to inactive duty and must report to such duty on days the employee is scheduled to work, the employee must request the time off and use their leave banks for such absence if necessary.

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WORKING CONDITIONS

ARTICLE 35 – PAY PERIODS

A. The City shall utilize the biweekly payroll system. Pay periods shall begin at 12:01 a.m. every other Saturday and end at midnight the second Friday (i.e., 14 calendar days later) thereafter. Paydays shall occur on the Friday following the conclusion of each pay period. The one exception is when that Friday is a federal holiday, the payday shall fall on the preceding business day.

B. Direct Deposit. The City shall electronically deposit employee’s paychecks directly into a savings or checking account designated by the employee. All employees shall participate in the City’s direct deposit payroll program. Each employee shall be responsible for providing the Human Resources Department with the correct routing number and account number of his or her banking institution.

ARTICLE 36 – ATTENDANCE

A. Each employee shall be in attendance at his/her work station in accordance with the rules regarding hours of work, holidays, and leaves. All departments shall keep daily attendance records of employees which shall be reported to Payroll on a designated form and on the dates specified. Absence without leave, whether voluntary or involuntary, for a period longer than five consecutive assigned working days is an automatic resignation from City service.

B. An employee who is absent from duty shall report the reason for such absence to the department head or immediate supervisor prior to the normal work shift. Absences not reported in such manner may be considered absence without leave. A deduction of pay shall be made for the duration of any absence without leave. Upon return to work, such absence must be justified.

ARTICLE 37 – HOURS OF WORK AND SCHEDULES

Unless otherwise prescribed in writing by the City Manager, the work week, work shift, and work schedule for each position shall be as follows:

A. WORK WEEK. The work week for all full-time positions shall be 40 hours.

B. WORK SHIFT. The work shift for all full-time positions scheduled on the “9/80 Work Plan” shall be nine hours a day for eight days, and eight hours for one day for a total of 80 hours in a two-week period.

C. WORK SCHEDULE. The work schedule for each position shall be as established by the department head. All offices of the City, except those for which special regulations are required, shall be kept open for business on all days of the year except Saturdays, T.O.P. M.O.U.

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Sundays, and holidays continuously on week days in accordance with the Alternative Work Schedule.

D. ALTERNATIVE WORK SCHEDULES. The decision to implement any alternative work schedule, including the 9/80 Plan and the trial 4/10 Plan for the City Yard facility, City Hall, Community Center, Ehler’s Event, and Stage Stop Hotel is at the sole discretion of the City. The alternative work schedule may be revoked at any time by the City as long as 30 days notice of revocation is given to the Association and employees. Any modified work schedule shall not be considered a vested right or benefit and the City has no obligation to meet-and-confer or meet and consult prior to revocation. Any revocation shall not be subject to any internal grievance or appeal process or court action.

Except in cases of emergency, the City shall provide two weeks notice to an employee of any changes in his/her work schedule.

ARTICLE 38 – 9/80 PLAN ALTERNATE WORK SCHEDULE

A. Federal legislation in Air Quality Management District (AQMD) Rule 15 requires employers, including cities, to use alternative methods to reduce vehicular pollution emissions. The 9/80 work schedule will reduce the average number of vehicle trips to the work site between 6:00 a.m. and 10:00 a.m., and comply with the Federal requirements. It also satisfies Council’s direction to provide extended service hours to the public and employees.

B. Plan Defined. The work period will be forty hours per week. It will consist of nine days instead of ten in a two-week pay period. Employees will work eight days for nine hours a day and one day for eight hours for a total of 80 hours in the pay period. The basic work day will increase from 8 eight to 9 nine hours a day. The standard for accounting is 80 hours in a pay period. During a pay period, the employee shall have one occasion of two consecutive days off and one occasion of three consecutive days off.

The 9/80 Plan allows employees to be off an additional day during the pay period.

Days off will be consecutive and scheduled at the discretion of the department heads.

Days off include every other Friday. Once days off are determined, they are fixed unless otherwise approved.

C. Work Period for all FLSA-Exempt Employees. The work period for employees on the 9/80 who are exempt from the FLSA requirements will be the same as the pay period (Saturday of the first calendar week through Friday of the second calendar week).

This schedule coincides with the current payroll reporting period.

D. Work Period for Non-Exempt Employees. The work period for all employees who are not exempt from FLSA requirements on the 9/80 will continue to be 40 hours and a pay period will still consist of two work periods. However, the first work period will end and the second work period will begin in the middle of the fifth work day shift in the T.O.P. M.O.U.

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pay period. Depending upon the employee's schedule, four or five hours will belong to the first work period and the remaining four or five hours of that day will belong to the second work period. Work periods can break on different days of the week depending upon which days the employee works. The work period break in a pay period can be as early as the middle of the first Wednesday or as late as the middle of the second Monday of the pay period. The pay period will still coincide with the current payroll reporting period.

E. Payroll Period Report Dates – All Employees. Payroll will still be reported in accordance with our payroll calendar for all employees, including those on the 9/80 Plan.

F. Work Hours. For employees who normally work daytime hours Monday through Friday, the following work schedules are available to serve the needs of the City.

7:00 a.m. - 5:00 p.m. 1 hour lunch
7:30 a.m. - 5:30 p.m. 1 hour lunch
8:00 a.m. - 6:00 p.m. 1 hour lunch

The day of the week the employee has off during one work period will be an eight- hour work day the next work period and vice versa. For example, if the employee is off the first Friday of a pay period, he/she will work eight hours on the second Friday of that pay period. All other days worked in that pay period will be nine-hour shifts.

The department head or his/her designee may adjust the designated start/stop schedules as seasonal and/or weather conditions indicate.

The following depicts the four different work schedule patterns within a pay period:

Days Worked Within Pay Period

Group 1 2 3 4 5 6 7 8 9 10
A 9 hrs 9 hrs 9 hrs 9 hrs 8 hrs 9 hrs 9 hrs 9 hrs 9 hrs Off B 9 hrs 9 hrs 9 hrs 9 hrs Off 9 hrs 9 hrs 9 hrs 9 hrs 8 hrs C 8 hrs 9 hrs 9 hrs 9 hrs 9 hrs Off 9 hrs 9 hrs 9 hrs 9 hrs D Off 9 hrs 9 hrs 9 hrs 9 hrs 8 hrs 9 hrs 9 hrs 9 hrs 9 hrs

G. Payroll Reporting.

1. If an employee uses sick time, vacation time, holiday time or compensation time earned during the pay period and this time had not been reported on the payroll report submitted Monday morning, the time taken must be submitted to the Finance Department in writing.

2. If an employee is in an Absence Without Pay (AWOP) Status at any time during the pay period, and this had not been indicated on the payroll report submitted on T.O.P. M.O.U.

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Monday morning, the supervisor or payroll clerk shall call Finance immediately to make a payroll correction.

3. All employees should make every effort to notify their supervisor on Thursday, if they will be using sick leave or AWOP time on Friday.

4. When an employee separates from employment, the employee will be paid for all hours worked.

5. When an employee changes to a different work schedule, it must coincide with the start of a pay period.

H. Leave Time Accruals. Benefit leave time accruals will remain the same as designated in this Memorandum of Understanding. Depending on the work day, benefit leave time off under the 9/80 Plan will be at the rate of either eight or nine hours.

I. Holidays.

1. If a holiday falls on the Friday the City is closed, the holiday will be observed on the preceding workday.

2. If a holiday falls on the employee's day off, an eight-hour day off must be taken within the same pay period as the holiday. An employee's alternate day off for the holiday must be approved by the department head.

3. If a holiday (including floating holidays) falls on the employee’s nine-hour workday, an employee will be credited with nine hours. If a holiday falls on an employee’s eight-hour workday, an employee will be credited with eight hours.

4. On pay periods containing holidays where employees' regularly scheduled hours need to be altered, for those employees who are subject to FLSA requirements, additional work schedule adjustments may be required for the day that breaks their two 40 hour work periods within the pay period to ensure the 40 hour work periods are maintained.

5. Holidays occurring on an employee’s regular eight-hour work day are not affected by the above schedule.

J. Paid Sick Time/Vacation.

1. Employees using paid sick leave on an eight-hour day will be charged eight hours.

2. Employees using paid sick leave on a nine-hour day will be charged nine hours.

3. If the scheduled hours are greater than the sick leave balance, the difference will be covered by:

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a. Use vacation or compensatory time.
b. Other Leaves
c. Leave without pay.

4. Vacation is charged in the same manner. Vacations occurring on eight-hour days will be charged eight hours, and those falling on nine-hour days will be charged nine hours.

K. Workers Compensation. Employees will be paid for industrial accident leave hours in accordance with their current 9/80 work schedule. An employee will return on the same 9/80 work schedule.

L. Military Leave, Jury and Paid Extended Sick Leave. Employees ordered to military duty, summoned to jury duty, or on paid extended sick leave will be paid according to their current work schedule. After the completion of the military leave, jury duty, or paid extended sick leave, the employee will return to his/her regular 9/80 work schedule.

An employee shall not receive overtime (pay or comp time) when such leave falls on his/her day off.

M. 9/80 Plan Review. A decrease in productivity will represent a negative impact to the alternative work plans. Productivity may be measured by various criteria, which may include, but are not limited to:

 Sick leave usage  Employee turnover
 Inadequate staffing  Tardiness
 Measurable work output  Employee morale

Moreover, other impacts include: service delivery to the public, citizen input through compliments, commendations, or complaints, energy savings, and related costs or funding to the City.

ARTICLE 39 – 4/10 PLAN ALTERNATE WORK SCHEDULE

Effective July 4, 2015, for employees covered under this MOU currently assigned to the City Yard facility (Effective June 24, 2023, for City Hall, Community Center, Ehler’s Event, and Stage Stop Hotel), the City shall implement and evaluate a “4/10 Alternative Work Schedule” for a trial period of one year.

A. The intent is to determine the effectiveness and efficiency of the City Employees Association work force in providing service to the community while working an alternative work schedule that includes a 4/10 component.

B. During this evaluation period, there will be no additional costs (direct or indirect) to the City as a result of a modified work schedule, specifically related to overtime except for T.O.P. M.O.U.

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call-backs for service and emergency calls and time-off accruals such as sick leave, vacation, holidays, etc. All such accruals will remain unchanged.

C. At the conclusion of this evaluation period, a review will be conducted by the City to determine the effectiveness of this alternative work schedule. A decrease in productivity will represent a negative impact to this alternative work schedule.

Productivity may be measured by various criteria which may include but are not limited to:

 Sick leave usage  Employee turnover
 Inadequate staffing  Tardiness
 Measurable work output  Employee morale
 Employee accidents

Other impacts include service delivery to the public, including citizen input through compliments, commendations, or complaints, energy savings, and related costs or funding to the City.

D. PLAN DEFINED. Under this work schedule, employees work four consecutive, 10 hour days in a seven day workweek. The 4/10 schedule provides for a 40 hour workweek every seven days and three consecutive days off.

4/10 scheduling will be at the discretion of the department head.

E. WORK PERIOD. The work period for employees on the 4/10 who are exempt or non- exempt from FLSA requirements will remain the same Saturday through Friday. There are two 40 hour work periods per pay period. This schedule coincides with the current payroll reporting period.

F. PAYROLL PERIOD REPORT DATES – ALL EMPLOYEES. Payroll will still be reported in accordance with our payroll calendar for all employees, including those on the 4/10 Plan.

G. PAYROLL REPORTING.

2. If an employee is in an Absence Without Pay (AWOP) Status at any time during the pay period, and this had not been indicated on the payroll report submitted on Monday morning, the supervisor or payroll clerk shall call Finance immediately to make a payroll correction.

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H. WORK HOURS.

The department head or his/her designee may adjust the designated start/stop schedules as seasonal and/or weather conditions indicate.

I. Enrolling in or Dropping off the 4/10 Plan

1. Prior to enrollment in the 4/10 plan, each employee is required to read the 4/10 plan guidelines and sign a statement that he/she has read all the conditions of the plan. A copy will be placed into the employee’s personnel file in the Human Resources office.

To expedite future shift changes that affect many employees’ work plans and/or changes many employees’ day off, a memo listing each employee’s new work schedule and days off should be signed by each employee affected and submitted to Finance (payroll) and to Human Resources where a copy of the memo will be filed in each affected person’s employee file. These changes must coincide with the beginning of a new pay period.

2. When an employee separates from employment, the employee will be paid for all hours worked.

3. When an employee changes to a different work schedule, it must coincide with the start of a pay period.

J. LEAVE TIME ACCRUALS. Benefit leave time accruals will remain the same as designated in this Memorandum of Understanding.

K. HOLIDAYS.

1. If a holiday falls on the Friday the City is closed, the holiday will be observed on the preceding workday.

2. If a holiday falls on the employee's day off, a 10-hour day off must be taken within the same pay period as the holiday. An employee's alternate day off for the holiday must be approved by the department head.

3. On pay periods containing holidays where employees' regularly scheduled hours need to be altered, for those employees who are subject to FLSA requirements, additional work schedule adjustments may be required for the day that breaks their two 40 hour work periods within the pay period to ensure the 40 hour work periods are maintained.

4. Holidays occurring on an employee’s regular 10-hour workday are not affected by the above schedule.

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5. When a floating holiday is taken, employees taking the holiday on a 10-hour day will be charged 10 hours.

L. PAID SICK TIME/VACATION.

1. Employees using paid sick leave on a 10-hour day will be charged 10 hours.

2. If the scheduled hours are greater than the sick leave balance, the difference will be covered by:

a. Use vacation or compensatory time.
b. Other leaves.
c. Absence without pay.

3. Vacation is charged in the same manner. Vacations occurring on 10 hour days will be charged 10 hours.

M. WORKERS COMPENSATION. Employees will be paid for industrial accident leave hours in accordance with their current 4/10 work schedule. An employee will return on the same 4/10 work schedule.

N. MILITARY LEAVE, JURY AND PAID EXTENDED SICK LEAVE. Employees ordered to military duty, summoned to jury duty, or on paid extended sick leave will be paid according to their current work schedule. After the completion of the military leave, jury duty, or paid extended sick leave, the employee will return to his/her regular 4/10 work schedule.

An employee shall not receive overtime (pay or comp time) when such leave falls on his/her day off.

O. DEPARTMENT HEAD RESPONSIBILITY. Changes to an employee’s 4/10 work schedule must be coordinated through the department head, Human Resources and Finance to ensure that changes to and from the 4/10 Plan coincide with the beginning of a pay period.

P. The decision to implement any alternative work schedule, including the 9/80 Plan and the trial 4/10 Plan for the City Yard facility, City Hall, Community Center, Ehler’s Event, and Stage Stop Hotel, is at the sole discretion of the City. The alternative work schedule may be revoked at any time by the City as long as 30 days notice of revocation is given to the Association and employees. Any modified work schedule shall not be considered a vested right or benefit and the City has no obligation to meet- and-confer or meet and consult prior to revocation. Any revocation shall not be subject to any internal grievance or appeal process or court action.

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ARTICLE 40 – SUBSTANCE ABUSE

A. It is the responsibility of all affected employees to cooperate to protect the lives, personal safety and property of co-workers and fellow citizens. The parties hereto and all affected employees shall take all reasonable steps to accomplish these goals and to minimize potential dangers.

B. It is in the best interest of the City, the Association, employees, and the public to ensure that employees do not appear for work under the influence of drugs or alcohol, or possess illegal substances or alcohol while at work, because such conduct is likely to result in reduced productivity, an unsafe work environment, poor morale, and increased potential liability to the City. “Under the influence” means the knowing use of any illegal substance, alcohol, or knowing misuse of a prescribed drug in a manner and to a degree that substantially impairs the employee's work performance or the ability to use City property or equipment safely.

C. An employee, not on paid standby, who is called at home to return to work may decline to return if he/she feels physically unable to perform his/her job even if the employee perceives that the inability to perform is the result of having consumed alcoholic beverages. No reason need be given by the employee and the employee shall not be subjected to discipline for his/her refusal to return to work.

D. The City provides an Employee Assistance program for employees who have problems with drugs and/or alcohol. Every effort shall be made by the City to refer employees who have such problems to this counseling service for assistance.

E. The City may, upon showing of reasonable suspicion that this policy is being violated, compel an employee who is unable to perform the duties of his/her position to submit to a medical examination on City time and at the City's expense. “Reasonable suspicion” is a belief based on objective and articulable facts sufficient to lead a reasonable and prudent supervisor to suspect that an employee is “under the influence” in that the employee’s ability to perform the functions of the job is impaired or the employee’s ability to perform his/her job safely is reduced. Allegations of harassment pursuant to this paragraph shall be reported to the Human Resources Department. The Human Resources Department shall conduct an investigation into the alleged harassment and take appropriate corrective action as a result of its investigation. Nothing contained herein shall limit the City's right to discipline or discharge any employee.

ARTICLE 41 – EMERGENCY MEDICAL ATTENTION

In case of emergency, an employee may seek immediate medical attention without having to wait for a supervisor to accompany him/her.

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ARTICLE 42 – GRIEVANCE PROCEDURE

A. DEFINITION. A grievance shall be considered as any matter for which appeal is not provided for concerning a dispute about the interpretation or application of any ordinance, rule, or regulation governing personnel practices or working conditions.

B. PURPOSE.

1. To promote improved employer-employee relations by establishing grievance procedures on matters for which appeal or hearing is not provided by other regulations.

2. To afford employees, individually or through qualified employee organizations, a systematic means of obtaining further consideration of problems after every other reasonable effort has failed to resolve them through discussions.

3. To provide that grievances shall be settled as near as possible to the point of origin.

4. To provide that grievances shall be heard and settled as informally as possible.

C. PROCEDURE. Whenever an employee feels that the policy of the City is not being appropriately applied to his/her circumstance, he or she can file a grievance to resolve the dispute. The limitation on filing a grievance must be within sixty (60) calendar days from the date the employee or the Association first became aware of, or should have become aware of, the issue(s) underlying the grievance. To file a grievance, he or she shall take the following action(s):

1. The dispute should be discussed fully with the employee's most immediate supervisor, who should make every effort to resolve the dispute in a fair and equitable manner and in accordance with established policy. After the employee and the supervisor have discussed the incident, the supervisor will give the employee a verbal or written response within two working days.

2. The process described above shall continue through the line of supervision, up to and including the department head, if the aggrieved party is not satisfied with the resolution at the initial or preceding step(s). However, the employee must notify the department head of the dispute in writing.

3. Should the dispute not be resolved by the department head to the satisfaction of both parties, the employee will notify the Director of Human Resources of the dispute in writing. The Director of Human Resources will interview both parties in the dispute and others affected and report those findings to the City Manager and recommend steps to be taken to resolve the problem within the Department.

Within 10 working shifts, the parties will be provided with a written response from the City Manager. The decision of the City Manager shall be the final step in the Administrative process.

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ARTICLE 43 – ADVISORY ARBITRATION

City Council Resolution 1883, Personnel Rules and Regulations, Rule XVI, Section 2 and Section 5 shall be amended and is incorporated herein and attached as Exhibit E.

ARTICLE 44 – PERFORMANCE EVALUATION

The parties agree that performance evaluations may not be appealed to advisory arbitration. The appeal process shall end at the City Manager level as provided in the grievance procedure contained herein.

ARTICLE 45 – MEDICAL EXAMINATION

Each employee is eligible for an ultrasound imaging screening (body scan) of internal organs and cardiovascular system by the City’s medical examiner each year, held typically during the health benefits open enrollment period. The individual employee’s results of the examination shall be disclosed only to the individual participant and neither the City nor the Association shall have any right to an individual’s examination results.

T.O.P. M.O.U.

Page 40 ends

SIGNATURES
Adopted June 10, 2025

FOR THE

CITY OF BUENA PARK

FOR THE BUENA PARK TECHNICAL,

OFFICE AND PROFESSIONALS

ASSOCIATION

Eddie Fenton
Assistant City Manager/
Director of Human Resources
Alex Lester
Representative

Rebecca Valdez
Human Resources Manager
Norm Wray
Representative

Ernestine Zapien
Representative

T.O.P. M.O.U.

Page 41 ends

*Monthly and Annual Salary are only approximate rates based on the Hourly conversion.

EXHIBIT A – PAY SCHEDULE – EFFECTIVE JULY 5, 2025

TECHNICAL, OFFICE AND PROFESSIONALS ASSOCIATION

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Position Range Hr. Mo. Annual Hr. Mo. Annual Hr. Mo. Annual Hr. Mo. Annual Hr. Mo. Annual Hr. Mo. Annual Account Clerk 117 23.96 4,153 49,837 25.11 4,352 52,229 26.28 4,555 54,662 27.56 4,777 57,325 28.90 5,009 60,112 30.27 5,247 62,962 Accountant 136 37.58 6,514 78,166 39.44 6,836 82,035 41.35 7,167 86,008 43.39 7,521 90,251 45.50 7,887 94,640 47.71 8,270 99,237 Accounting Technician 125 28.97 5,022 60,258 30.35 5,261 63,128 31.77 5,507 66,082 33.35 5,781 69,368 34.97 6,062 72,738 36.63 6,349 76,190 Administrative Assistant 123 27.59 4,782 57,387 28.95 5,018 60,216 30.32 5,256 63,066 31.76 5,505 66,061 33.33 5,777 69,326 34.93 6,055 72,654 Assistant Engineer 141 42.43 7,355 88,254 44.49 7,712 92,539 46.66 8,088 97,053 48.92 8,480 101,754 51.30 8,892 106,704 53.79 9,324 111,883 Assistant Planner 134 35.89 6,221 74,651 37.58 6,514 78,166 39.43 6,835 82,014 41.35 7,167 86,008 43.38 7,519 90,230 45.48 7,883 94,598 Associate Planner 141 42.43 7,355 88,254 44.49 7,712 92,539 46.66 8,088 97,053 48.92 8,480 101,754 51.30 8,892 106,704 53.79 9,324 111,883 Building Inspector 136 37.58 6,514 78,166 39.44 6,836 82,035 41.35 7,167 86,008 43.39 7,521 90,251 45.50 7,887 94,640 47.71 8,270 99,237 Building Inspector Technician 133 35.00 6,067 72,800 36.72 6,365 76,378 38.46 6,666 79,997 40.34 6,992 83,907 42.28 7,329 87,942 44.35 7,687 92,248 Buyer 126 29.67 5,143 61,714 31.07 5,386 64,626 32.58 5,647 67,766 34.13 5,916 70,990 35.81 6,207 74,485 37.53 6,505 78,062 Code Enforcement Officer 134 35.89 6,221 74,651 37.58 6,514 78,166 39.43 6,835 82,014 41.35 7,167 86,008 43.38 7,519 90,230 45.48 7,883 94,598 Code Enforcement Technician 121 26.31 4,560 54,725 27.59 4,782 57,387 28.91 5,011 60,133 30.30 5,252 63,024 31.74 5,502 66,019 33.31 5,774 69,285 Community Outreach Coordinator 123 27.59 4,782 57,387 28.95 5,018 60,216 30.32 5,256 63,066 31.76 5,505 66,061 33.33 5,777 69,326 34.93 6,055 72,654 Community Services Coordinator 131 33.38 5,786 69,430 35.01 6,068 72,821 36.73 6,367 76,398 38.46 6,666 79,997 40.34 6,992 83,907 42.28 7,329 87,942 Environmental Inspector 132 34.19 5,926 71,115 35.88 6,219 74,630 37.56 6,510 78,125 39.42 6,833 81,994 41.35 7,167 86,008 43.37 7,518 90,210 Executive Assistant 131 33.38 5,786 69,430 35.01 6,068 72,821 36.73 6,367 76,398 38.46 6,666 79,997 40.34 6,992 83,907 42.28 7,329 87,942 Homeless Outreach Coordinator 131 33.38 5,786 69,430 35.01 6,068 72,821 36.73 6,367 76,398 38.46 6,666 79,997 40.34 6,992 83,907 42.28 7,329 87,942 Housing and CDBG Analyst 141 42.43 7,355 88,254 44.49 7,712 92,539 46.66 8,088 97,053 48.92 8,480 101,754 51.30 8,892 106,704 53.79 9,324 111,883 Human Resources Analyst 141 42.43 7,355 88,254 44.49 7,712 92,539 46.66 8,088 97,053 48.92 8,480 101,754 51.30 8,892 106,704 53.79 9,324 111,883 Human Resources Specialist 132 34.19 5,926 71,115 35.88 6,219 74,630 37.56 6,510 78,125 39.42 6,833 81,994 41.35 7,167 86,008 43.37 7,518 90,210 Mailroom Aide 113 21.83 3,784 45,406 22.85 3,961 47,528 23.95 4,151 49,816 25.10 4,351 52,208 26.24 4,548 54,579 27.56 4,777 57,325 Management Analyst 141 42.43 7,355 88,254 44.49 7,712 92,539 46.66 8,088 97,053 48.92 8,480 101,754 51.30 8,892 106,704 53.79 9,324 111,883 Management Assistant 134 35.89 6,221 74,651 37.58 6,514 78,166 39.43 6,835 82,014 41.35 7,167 86,008 43.38 7,519 90,230 45.48 7,883 94,598 Marketing Assistant 114 22.32 3,869 46,426 23.38 4,053 48,630 24.50 4,247 50,960 25.67 4,450 53,394 26.87 4,658 55,890 28.19 4,886 58,635 Marketing Specialist 130 32.60 5,651 67,808 34.19 5,926 71,115 35.87 6,218 74,610 37.55 6,509 78,104 39.41 6,831 81,973 41.33 7,164 85,966 Office Assistant 114 22.32 3,869 46,426 23.38 4,053 48,630 24.50 4,247 50,960 25.67 4,450 53,394 26.87 4,658 55,890 28.19 4,886 58,635 Payroll Technician 129 31.85 5,521 66,248 33.37 5,784 69,410 34.99 6,065 72,779 36.68 6,358 76,294 38.44 6,663 79,955 40.29 6,984 83,803 Permit Technician 121 26.31 4,560 54,725 27.59 4,782 57,387 28.91 5,011 60,133 30.30 5,252 63,024 31.74 5,502 66,019 33.31 5,774 69,285 Planning Technician 121 26.31 4,560 54,725 27.59 4,782 57,387 28.91 5,011 60,133 30.30 5,252 63,024 31.74 5,502 66,019 33.31 5,774 69,285 T.O.P. M.O.U.

Page 42 ends

*Monthly and Annual Salary are only approximate rates based on the Hourly conversion.

EXHIBIT A – PAY SCHEDULE – EFFECTIVE JULY 5, 2025

TECHNICAL, OFFICE AND PROFESSIONALS ASSOCIATION

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Position Range Hr. Mo. Annual Hr. Mo. Annual Hr. Mo. Annual Hr. Mo. Annual Hr. Mo. Annual Hr. Mo. Annual Public Works Inspector 136 37.58 6,514 78,166 39.44 6,836 82,035 41.35 7,167 86,008 43.39 7,521 90,251 45.50 7,887 94,640 47.71 8,270 99,237 Secretary Clerk 118 24.51 4,248 50,981 25.74 4,462 53,539 26.92 4,666 55,994 28.26 4,898 58,781 29.58 5,127 61,526 31.02 5,377 64,522 Sr. Account Clerk 122 26.95 4,671 56,056 28.27 4,900 58,802 29.60 5,131 61,568 31.03 5,379 64,542 32.51 5,635 67,621 34.09 5,909 70,907 Sr. Accountant 139 40.43 7,008 84,094 42.38 7,346 88,150 44.46 7,706 92,477 46.62 8,081 96,970 48.89 8,474 101,691 51.27 8,887 106,642 Sr. Accounting Technician 129 31.85 5,521 66,248 33.37 5,784 69,410 34.99 6,065 72,779 36.68 6,358 76,294 38.44 6,663 79,955 40.29 6,984 83,803 Sr. Administrative Assistant 126 29.67 5,143 61,714 31.07 5,386 64,626 32.58 5,647 67,766 34.13 5,916 70,990 35.81 6,207 74,485 37.53 6,505 78,062 Sr. Building Inspector/Code Enf. 139 40.43 7,008 84,094 42.38 7,346 88,150 44.46 7,706 92,477 46.62 8,081 96,970 48.89 8,474 101,691 51.27 8,887 106,642 Sr. Building Inspector/Plan Checker 146 47.84 8,292 99,507 50.19 8,700 104,395 52.63 9,123 109,470 55.18 9,565 114,774 57.89 10,034 120,411 60.75 10,530 126,360 Sr. Engineering Technician 138 39.45 6,838 82,056 41.37 7,171 86,050 43.40 7,523 90,272 45.50 7,887 94,640 47.71 8,270 99,237 50.03 8,672 104,062 Sr. Engineering Technician/GIS
Specialist 144 45.58 7,901 94,806 47.80 8,285 99,424 50.13 8,689 104,270 52.57 9,112 109,346 55.17 9,563 114,754 57.86 10,029 120,349 Sr. Environmental Inspector 139 40.43 7,008 84,094 42.38 7,346 88,150 44.46 7,706 92,477 46.62 8,081 96,970 48.89 8,474 101,691 51.27 8,887 106,642 Sr. Office Assistant 116 23.40 4,056 48,672 24.50 4,247 50,960 25.69 4,453 53,435 26.88 4,659 55,910 28.20 4,888 58,656 29.53 5,119 61,422 Sr. Planner 146 47.84 8,292 99,507 50.19 8,700 104,395 52.63 9,123 109,470 55.18 9,565 114,774 57.89 10,034 120,411 60.75 10,530 126,360 Sr. Public Works Inspector 139 40.43 7,008 84,094 42.38 7,346 88,150 44.46 7,706 92,477 46.62 8,081 96,970 48.89 8,474 101,691 51.27 8,887 106,642 Storekeeper 125 28.97 5,022 60,258 30.35 5,261 63,128 31.77 5,507 66,082 33.35 5,781 69,368 34.97 6,062 72,738 36.63 6,349 76,190 Water Loss Specialist 139 40.43 7,008 84,094 42.38 7,346 88,150 44.46 7,706 92,477 46.62 8,081 96,970 48.89 8,474 101,691 51.27 8,887 106,642 Water Quality Specialist 139 40.43 7,008 84,094 42.38 7,346 88,150 44.46 7,706 92,477 46.62 8,081 96,970 48.89 8,474 101,691 51.27 8,887 106,642

T.O.P. M.O.U.

Page 43 ends

*Monthly and Annual Salary are only approximate rates based on the Hourly conversion.

EXHIBIT A – PAY SCHEDULE – EFFECTIVE JULY 4, 2026

TECHNICAL, OFFICE AND PROFESSIONALS ASSOCIATION

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Position Grade Hr. Mo. Annual Hr. Mo. Annual Hr. Mo. Annual Hr. Mo. Annual Hr. Mo. Annual Hr. Mo. Annual Account Clerk 117 25.16 4,361 52,333 26.37 4,571 54,850 27.59 4,782 57,387 28.94 5,016 60,195 30.35 5,261 63,128 31.78 5,509 66,102 Accountant 136 39.46 6,840 82,077 41.41 7,178 86,133 43.42 7,526 90,314 45.56 7,897 94,765 47.78 8,282 99,382 50.10 8,684 104,208 Accounting Technician 125 30.42 5,273 63,274 31.87 5,524 66,290 33.36 5,782 69,389 35.02 6,070 72,842 36.72 6,365 76,378 38.46 6,666 79,997 Administrative Assistant 123 28.97 5,022 60,258 30.40 5,269 63,232 31.84 5,519 66,227 33.35 5,781 69,368 35.00 6,067 72,800 36.68 6,358 76,294 Assistant Engineer 141 44.55 7,722 92,664 46.71 8,096 97,157 48.99 8,492 101,899 51.37 8,904 106,850 53.87 9,338 112,050 56.48 9,790 117,478 Assistant Planner 134 37.68 6,531 78,374 39.46 6,840 82,077 41.40 7,176 86,112 43.42 7,526 90,314 45.55 7,895 94,744 47.75 8,277 99,320 Associate Planner 141 44.55 7,722 92,664 46.71 8,096 97,157 48.99 8,492 101,899 51.37 8,904 106,850 53.87 9,338 112,050 56.48 9,790 117,478 Building Inspector 136 39.46 6,840 82,077 41.41 7,178 86,133 43.42 7,526 90,314 45.56 7,897 94,765 47.78 8,282 99,382 50.10 8,684 104,208 Building Inspector Technician 133 36.75 6,370 76,440 38.56 6,684 80,205 40.38 6,999 83,990 42.36 7,342 88,109 44.39 7,694 92,331 46.57 8,072 96,866 Buyer 126 31.15 5,399 64,792 32.62 5,654 67,850 34.21 5,930 71,157 35.84 6,212 74,547 37.60 6,517 78,208 39.41 6,831 81,973 Code Enforcement Officer 134 37.68 6,531 78,374 39.46 6,840 82,077 41.40 7,176 86,112 43.42 7,526 90,314 45.55 7,895 94,744 47.75 8,277 99,320 Code Enforcement Technician 121 27.63 4,789 57,470 28.97 5,022 60,258 30.36 5,262 63,149 31.82 5,516 66,186 33.33 5,777 69,326 34.98 6,063 72,758 Community Outreach Coordinator 123 28.97 5,022 60,258 30.40 5,269 63,232 31.84 5,519 66,227 33.35 5,781 69,368 35.00 6,067 72,800 36.68 6,358 76,294 Community Services Coordinator 131 35.05 6,075 72,904 36.76 6,372 76,461 38.57 6,686 80,226 40.38 6,999 83,990 42.36 7,342 88,109 44.39 7,694 92,331 Environmental Inspector 132 35.90 6,223 74,672 37.67 6,530 78,354 39.44 6,836 82,035 41.39 7,174 86,091 43.42 7,526 90,314 45.54 7,894 94,723 Executive Assistant 131 35.05 6,075 72,904 36.76 6,372 76,461 38.57 6,686 80,226 40.38 6,999 83,990 42.36 7,342 88,109 44.39 7,694 92,331 Homeless Outreach Coordinator 131 35.05 6,075 72,904 36.76 6,372 76,461 38.57 6,686 80,226 40.38 6,999 83,990 42.36 7,342 88,109 44.39 7,694 92,331 Housing and CDBG Analyst 141 44.55 7,722 92,664 46.71 8,096 97,157 48.99 8,492 101,899 51.37 8,904 106,850 53.87 9,338 112,050 56.48 9,790 117,478 Human Resources Analyst 141 44.55 7,722 92,664 46.71 8,096 97,157 48.99 8,492 101,899 51.37 8,904 106,850 53.87 9,338 112,050 56.48 9,790 117,478 Human Resources Specialist 132 35.90 6,223 74,672 37.67 6,530 78,354 39.44 6,836 82,035 41.39 7,174 86,091 43.42 7,526 90,314 45.54 7,894 94,723 Mailroom Aide 113 22.92 3,973 47,674 23.99 4,158 49,899 25.15 4,359 52,312 26.36 4,569 54,829 27.55 4,775 57,304 28.94 5,016 60,195 Management Analyst 141 44.55 7,722 92,664 46.71 8,096 97,157 48.99 8,492 101,899 51.37 8,904 106,850 53.87 9,338 112,050 56.48 9,790 117,478 Management Assistant 134 37.68 6,531 78,374 39.46 6,840 82,077 41.40 7,176 86,112 43.42 7,526 90,314 45.55 7,895 94,744 47.75 8,277 99,320 Marketing Assistant 114 23.44 4,063 48,755 24.55 4,255 51,064 25.73 4,460 53,518 26.95 4,671 56,056 28.21 4,890 58,677 29.60 5,131 61,568 Marketing Specialist 130 34.23 5,933 71,198 35.90 6,223 74,672 37.66 6,528 78,333 39.43 6,835 82,014 41.38 7,173 86,070 43.40 7,523 90,272 Office Assistant 114 23.44 4,063 48,755 24.55 4,255 51,064 25.73 4,460 53,518 26.95 4,671 56,056 28.21 4,890 58,677 29.60 5,131 61,568 Payroll Technician 129 33.44 5,796 69,555 35.04 6,074 72,883 36.74 6,368 76,419 38.51 6,675 80,101 40.36 6,996 83,949 42.30 7,332 87,984 Permit Technician 121 27.63 4,789 57,470 28.97 5,022 60,258 30.36 5,262 63,149 31.82 5,516 66,186 33.33 5,777 69,326 34.98 6,063 72,758 Planning Technician 121 27.63 4,789 57,470 28.97 5,022 60,258 30.36 5,262 63,149 31.82 5,516 66,186 33.33 5,777 69,326 34.98 6,063 72,758 T.O.P. M.O.U.

Page 44 ends

*Monthly and Annual Salary are only approximate rates based on the Hourly conversion.

EXHIBIT A – PAY SCHEDULE – EFFECTIVE JULY 4, 2026

TECHNICAL, OFFICE AND PROFESSIONALS ASSOCIATION

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Position Grade Hr. Mo. Annual Hr. Mo. Annual Hr. Mo. Annual Hr. Mo. Annual Hr. Mo. Annual Hr. Mo. Annual Public Works Inspector 136 39.46 6,840 82,077 41.41 7,178 86,133 43.42 7,526 90,314 45.56 7,897 94,765 47.78 8,282 99,382 50.10 8,684 104,208 Secretary Clerk 118 25.74 4,462 53,539 27.03 4,685 56,222 28.27 4,900 58,802 29.67 5,143 61,714 31.06 5,384 64,605 32.57 5,646 67,746 Sr. Account Clerk 122 28.30 4,905 58,864 29.68 5,145 61,734 31.08 5,387 64,646 32.58 5,647 67,766 34.14 5,918 71,011 35.79 6,204 74,443 Sr. Accountant 139 42.45 7,358 88,296 44.50 7,713 92,560 46.68 8,091 97,094 48.95 8,485 101,816 51.33 8,897 106,766 53.83 9,331 111,966 Sr. Accounting Technician 129 33.44 5,796 69,555 35.04 6,074 72,883 36.74 6,368 76,419 38.51 6,675 80,101 40.36 6,996 83,949 42.30 7,332 87,984 Sr. Administrative Assistant 126 31.15 5,399 64,792 32.62 5,654 67,850 34.21 5,930 71,157 35.84 6,212 74,547 37.60 6,517 78,208 39.41 6,831 81,973 Sr. Building Inspector/Code Enf. 139 42.45 7,358 88,296 44.50 7,713 92,560 46.68 8,091 97,094 48.95 8,485 101,816 51.33 8,897 106,766 53.83 9,331 111,966 Sr. Building Inspector/Plan Checker 146 50.23 8,707 104,478 52.70 9,135 109,616 55.26 9,578 114,941 57.94 10,043 120,515 60.78 10,535 126,422 63.79 11,057 132,683 Sr. Engineering Technician 138 41.42 7,180 86,154 43.44 7,530 90,355 45.57 7,899 94,786 47.78 8,282 99,382 50.10 8,684 104,208 52.53 9,105 109,262 Sr. Engineering Technician/GIS
Specialist 144 47.86 8,296 99,549 50.19 8,700 104,395 52.64 9,124 109,491 55.20 9,568 114,816 57.93 10,041 120,494 60.75 10,530 126,360 Sr. Environmental Inspector 139 42.45 7,358 88,296 44.50 7,713 92,560 46.68 8,091 97,094 48.95 8,485 101,816 51.33 8,897 106,766 53.83 9,331 111,966 Sr. Office Assistant 116 24.57 4,259 51,106 25.73 4,460 53,518 26.97 4,675 56,098 28.22 4,892 58,698 29.61 5,132 61,589 31.01 5,375 64,501 Sr. Planner 146 50.23 8,707 104,478 52.70 9,135 109,616 55.26 9,578 114,941 57.94 10,043 120,515 60.78 10,535 126,422 63.79 11,057 132,683 Sr. Public Works Inspector 139 42.45 7,358 88,296 44.50 7,713 92,560 46.68 8,091 97,094 48.95 8,485 101,816 51.33 8,897 106,766 53.83 9,331 111,966 Storekeeper 125 30.42 5,273 63,274 31.87 5,524 66,290 33.36 5,782 69,389 35.02 6,070 72,842 36.72 6,365 76,378 38.46 6,666 79,997 Water Loss Specialist 139 42.45 7,358 88,296 44.50 7,713 92,560 46.68 8,091 97,094 48.95 8,485 101,816 51.33 8,897 106,766 53.83 9,331 111,966 Water Quality Specialist 139 42.45 7,358 88,296 44.50 7,713 92,560 46.68 8,091 97,094 48.95 8,485 101,816 51.33 8,897 106,766 53.83 9,331 111,966

T.O.P. M.O.U.

Page 45 ends

EXHIBIT B – COMPENSATION PLAN

A. PURPOSE. The purpose of this Plan is to establish a Merit system of compensation for all general employees represented by T.O.P. Association, based upon performance and productivity, with due consideration for all qualities of service and contribution to the City.

B. SALARY RANGES AND SALARY RATES. The establishment of salary ranges and salary rates and the allocation of classes thereto shall be by Resolution of the City Council. The type of appointment shall determine whether an employee's salary rate shall be on a biweekly or hourly basis.

1. Full-Time, Probationary, Provisional, Temporary, and Acting Appointments. An employee having a provisional, temporary, probationary, or acting appointment that is on a full-time basis, shall be compensated at a biweekly rate.

2. Other Appointments. An employee having any other type of appointment shall be compensated at an hourly rate.

C. RESPONSIBILITIES OF CITY MANAGER. Employees shall be paid at biweekly or hourly rates as determined by the City Manager, subject to the provisions of this Resolution.

At least annually the City Manager shall review the existing Compensation Plan and recommend to the City Council a salary range and salary rates for each class for which the City Manager is appointing authority. In determining salary range and salary rates, consideration shall be given to both base pay, fringe benefits, and working conditions.

D. COMPENSATION PROCEDURES – SALARY SCHEDULES.

1. Entry Level Salary Rates:

a. In General. Except as otherwise provided herein, all new employees shall be appointed at Step 1 of the salary range in effect for the class in which the appointment is made.

b. Exceptions. The City Manager may authorize such new appointments at a salary rate up to Step 6, when it is determined that equity among employees and the interests of the City will best be served.

c. Temporary Appointees. Persons employed or re-employed for part-time, temporary, or seasonal service may, upon written recommendation of the Department Head and approval of the City Manager, be compensated at any rate established for the class.

T.O.P. M.O.U.

Page 46 ends

d. Acting Appointments. Acting appointments may carry additional compensation if recommended by the Department Head and approved by the City Manager when the City Manager determines that equity among employees and the interests of the City will best be served.

2. Step Increases within the Range. All salary increases within the range shall be made in five percent (5%) increments whenever possible.

a. Step 1 is the minimum rate and is normally the hiring rate for the class.

b. Employees are eligible to progress to the second and to third steps, anytime after completion of six months of service at the preceding step. These salary increases are awarded in recognition of good performance and as an incentive for continued work improvement. These increases shall be made only if recommended by the Department Head and approved by the City Manager.

c. Employees are eligible for additional salary increases to the fourth, fifth and sixth steps, anytime after completion of one year of service at the preceding step on their salary anniversary date. These increases shall be made only if recommended by the Department Head and approved by the City Manager and are awarded in recognition of good performance and as an incentive for continued work improvement.

E. COMPENSATION UPON PROMOTION.

1. Every promotion from one class to a higher class shall carry a minimum salary increase of five percent. In the event a promotion is made within six months of the employee's salary anniversary date, the placement on the new range shall be to the step of the new range which shall be 7-1/2 percent or 10 percent over the current rate.

2. The probation and salary procedures for the promotional position shall follow those prescribed in the various applicable paragraphs of Section D.

3. If the promotion is to a position (class) assigned to a Salary Schedule other than the General Employees (T.O.P.) Salary Schedule, the probation and salary procedures shall follow those prescribed in the various applicable paragraphs of the Resolution for the appropriate Salary Schedule.

F. COMPENSATION ON DEMOTION.

1. Involuntary Demotion. An employee who is involuntarily demoted shall be reduced in salary to the nearest lowest salary rate of the class of position to which demoted.

The employee shall not be required to serve a probationary period in the lower position unless specifically determined by the City Manager.

T.O.P. M.O.U.

Page 47 ends

2. Voluntary Demotion. An employee who is demoted at the employee’s own request shall retain the current salary rate if such rate is within the salary range of the lower classification. If the employee’s salary rate prior to the demotion is higher than the maximum salary of the lower position, the employee shall receive the latter. The employee shall not be required to serve a probationary period in the lower position unless specifically determined by the City Manager.

G. FAILURE TO COMPLETE PROBATION PERIOD. The compensation of an employee who is rejected during a probation period in a classification and who is assigned to a classification having a lower salary range shall be as follows:

1. If the employee had previously completed a probation period in a lower classification, the employee shall not be required to serve another one; the employee's last salary rate in the lower position shall be the new salary rate upon reassignment to that position, and eligibility shall be earned to receive subsequent merit salary advancements in accordance with appropriate paragraphs in Section D.

2. If the employee had not previously completed a probation period in a lower classification, the effective date of reassignment to that class shall be the employee’s new probationary anniversary date, and the employee shall be required to serve a probation period.

H. COMPENSATION ON POSITION RECLASSIFICATION. The salary of an employee in a position that is reclassified shall be determined as follows:

1. Class With Same Salary Range. If the position is reclassified to a class with the same salary range as the previous class, and if the incumbent is appointed to the reclassified position, the salary rate and the salary review date of the employee shall not be changed. This provision shall also apply to a change of class title provided there is no change in the basic duties of the position.

2. Class With Higher Salary Range. If the position is reclassified to a class with a higher salary range than the previous class, and if the incumbent is appointed to the reclassified position, the salary of the employee shall be governed by the Section on Compensation Upon Promotion.

3. Class With Lower Salary Range. If the position is reclassified to a class with a lower salary range than the previous class, and if the incumbent is appointed to the reclassified position, the employee's salary shall not change and the employee shall not be required to serve a new probation period.

I. COMPENSATION ON TRANSFER. The salary rate and salary review date of an employee who is transferred in class shall not change.

T.O.P. M.O.U.

Page 48 ends

J. COMPENSATION FOR PORTION OF PAY PERIOD. A regular or probationary appointee serving on a full-time basis who works less than a full biweekly pay period, except when on authorized leave of absence with pay, shall receive as compensation for such period an amount equal to the number of hours worked times the employee's hourly rate. The number of hours worked in such pay period shall include paid holidays.

K. CHANGES IN CLASS SALARY RANGE. If a class is allocated to a different salary range, an employee in a position in that class shall be compensated at the same numbered step in the new range as the employee was receiving in the previous range.

The employee's salary review date shall not change.

L. COMPENSATION FOR ACTING APPOINTMENTS. Subject to the following conditions, an employee who is required on the basis of an acting appointment to serve in a class with a higher salary range than that of the class in which the employee is normally assigned shall receive the entry level salary rate of the higher salary range or the rate five (5%) percent higher than the rate the employee normally receives, whichever is greater, for all such hours assigned.

1. The employee must perform all the duties and assume all the responsibilities of the higher class.

2. Compensation for acting appointments shall be limited to the temporary filling of a vacant regular position due to termination, promotion, or extended sick leave of the incumbent lasting longer than 30 days or the temporary filling of newly budgeted positions where the needs of the City require that the position be filled.

3. Acting appointments shall not receive merit increases and shall not be permitted for a period in excess of six continuous months, except in the manner provided in

2.20.080 of the Buena Park City Code.

4. The City Manager must approve all such appointments upon findings which meet the criteria set forth in this paragraph.

M. CHANGES IN SALARY ANNIVERSARY DATE. The granting of any leave of absence without pay exceeding 30 calendar days shall result in a new salary anniversary date.

For the purpose of computing the new salary anniversary date, it shall be the number of calendar days of the employee's leave in excess of 30 calendar days.

N. PROBATIONARY APPOINTMENT FOLLOWING PROVISIONAL APPOINTMENT.

Notwithstanding the other provisions of this Resolution, a provisional appointee in a class who, without a break in service, receives a probationary appointment to a position in the same class shall be eligible for consideration for a salary advance

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after six months of satisfactory service, including provisional service. This appointment shall be as evidenced in writing by the Department Head and approved by the City Manager, and shall accrue leave benefits from the date of the provisional appointment.

The employee's probation period shall commence with the date of provisional appointment. Satisfactory completion of such probation period shall be on written recommendation of the department head and approval of the City Manager.

The salary advance provision of this section shall not apply when a provisional appointee in a class receives, without a break in continuous City service, a probationary appointment to a position in a different class having a higher salary range. The salary review date of such appointee shall be the date of the probationary appointment.

O. CONSIDERATION OF EMPLOYEE REQUESTS. Any employee shall have the right to consideration by the City Manager of any request with respect to a claimed inequity resulting from the strict application of any of the sections contained herein. The employee shall submit to the Department Head a written statement of the claimed inequity and the employee's request. The Department Head shall promptly forward the statement and the employee’s along with a written recommendation to the City Manager.

P. CONTINUITY OF SERVICE REQUIREMENTS. Continuous service, as required for advancement within salary ranges and for other purposes specified in this Resolution, is defined as City Employment on a probationary, regular, or acting appointment basis without break or interruption.

Q. AVOIDANCE OF INEQUITIES. The City Manager may authorize special adjustments to avoid or eliminate inequities resulting from the strict application of any of the provisions of this Resolution.

R. ADMINISTRATIVE REGULATIONS. The City Manager is authorized to issue written administrative personnel regulations designed to augment or clarify the provisions of this Resolution. Prior to issuance, such regulations shall be referred to the City Attorney as to their conformance with this Resolution. At least annually such regulations shall be considered for possible incorporation in a revision of this Resolution.

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EXHIBIT C – HIRING OF EMPLOYEE RELATIVES

The hiring of relatives of City employees is based upon the following criteria:

A “relative” is defined as a spouse, child, step-child, parent, step-parent, parent-in-law, legal guardian, brother, sister, brother-in-law, sister-in-law, step-brother, step-sister, aunt, uncle, niece, nephew, grandchild, grandparent, regardless of their place of residence, or any other individual related by blood or marriage living within the same household as the City employee.

An “employee” is defined as any person who receives a City payroll check for services, full or part-time rendered to the City of Buena Park.

The employment of relatives of City employees within the City of Buena Park is limited to the following situations: Any relative of a Council Member, the City Manager, or employees of the Human Resources Department shall not be considered for employment within the City of Buena Park in any capacity, either full-time or part-time.

Any relative of a City-appointed commissioner, board or committee member, or department manager may not be considered for employment within the department or area of responsibility of such City-appointed commissioner, board or committee member or department manager. The employment of relatives of all other City employees is prohibited within the department of the existing employee when such related employee may perform joint duties, share responsibility or authority, report to the same immediate supervisor; or be supervised by or would supervise a relative.

Relatives of City employees, except for relatives of Council Members, the City Manager, Human Resources staff, City-appointed commissioners, board or department managers may be hired for seasonal assignments. However, such employment shall not exceed 20% of the compliment of seasonal employees in that classification and shall be selected only by an open recruitment process.

City employees who are related as described above, shall not be affected in their current job status except when the City Manager determines that the circumstances of such employment raises an undue hardship upon the other employees within the particular work unit and that such employment is detrimental to the supervision, safety, security or morale of the particular work unit.

If two existing City employees become married and their employment conflicts with the policy stated above, they may continue employment provided that such employment does not directly or indirectly place an undue hardship upon other employees within the particular work unit of the married couple and such employment is not detrimental to the supervision, safety, security or morale of the particular work unit. The City Manager shall determine whether or not such detriment or undue hardship exists.

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The City Manager is authorized to issue written guidelines to implement and enforce this policy. All determinations made by the City Manager shall be final and conclusive and not subject to Section 2-136 of the Administrative Section of the City Code. In all situations where the City Manager determines a conflict to exist between existing or future related employees, the City Manager shall attempt to resolve such conflict in the following manner:

A. Attempt to redefine the job responsibilities of the related employees within the department to minimize the conflict.

B. If such redefinition of job status is not feasible, attempt to transfer one of the employees to a similar position (without guarantee of identical salary) that would not be in violation of this policy.

C. If transfer is not feasible or acceptable, request the voluntary resignation of one of the employees.

D. If one of the employees does not voluntarily resign, the employee with the least employment experience in the City of Buena Park may be discharged by the City Manager.

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EXHIBIT D – HARASSMENT IN EMPLOYMENT POLICY

I. PURPOSE OF POLICY

A. To define and issue to all employees the City’s policy on the prohibition and prevention of harassment, discrimination, retaliation and bullying in the workplace.

B. To fully inform all employees of their right to have a safe work environment and be free of unlawful harassment, discrimination, retaliation, and bullying in the workplace.

C. To fully inform all employees that the City of Buena Park does not and will not tolerate any conduct that is believed to violate this Policy in the workplace.

D. To inform all employees of their rights if they believe that they are or have been the victim of harassment, discrimination, retaliation, and bullying.

E. To provide a means for the prompt reporting and full and effective investigation of harassment, discrimination, retaliation, and bullying complaints and to provide for effective remedial action against the harasser and for the victim.

II. STATEMENT OF POLICY

It is the policy of the City that it will not tolerate verbal or physical conduct by any employee which harasses, discriminates, retaliates, disrupts, or interferes with another’s work performance or which creates an intimidating, offensive, or hostile environment. In addition to prohibiting all forms of harassment, discrimination and retaliation, the City also prohibits any form of “intimidation or bullying” in the workplace or elsewhere, such as at offsite events.

Harassment or discrimination against an applicant, unpaid intern, volunteer, or employee by a supervisor, management employee, elected or appointed official, co- worker, member of the public, or contractor on the basis of race, religion , color, sex (including gender, gender identity, gender expression, transgender, pregnancy, and breastfeeding), national origin, ancestry, citizenship status, disability, medical condition, genetic characteristics or information, marital status, age, sexual orientation (including homosexuality, bisexuality, or heterosexuality), military or veteran status, or any other protected classification as defined below is prohibited and will not be tolerated.

This Policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, disciplinary action, layoff, recall, transfer, leave of absence, compensation, and training.

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Harassment violates Title VII of the Civil Rights Act of 1974, the California Government Code, and regulatory guidelines of the Equal Employment Opportunity Commission and the California Fair Employment and Housing Commission.

All employees will be expected to comply with this Policy and take appropriate measures to ensure that such conduct does not occur. Appropriate disciplinary action will be taken against any employee who violates this Policy against harassment, discrimination, retaliation, and bullying in the workplace. Based on the seriousness of the offense, disciplinary action will be taken up to and including termination.

When a violation of this Policy is reported, an investigation shall be conducted to determine if there was knowledge, or should have been knowledge, on the part of any supervisor, and whether any supervisor had failed to take immediate and appropriate corrective action.

Negligent supervision, tacit approval by “turning a blind eye”, treating the situation as a joke, failure to take action, or concealing a situation will subject the supervisor involved to disciplinary action.

Disciplinary action or other appropriate sanction up to and including termination will be instituted for prohibited behavior as defined below.

Any retaliation against a person for filing a complaint or participating in the complaint resolution process is prohibited. Individuals found to be retaliating in violation of this Policy will be subject to appropriate sanction or disciplinary action up to and including termination.

III. DEFINITION OF HARASSMENT

A. Protected Classifications: This policy prohibits harassment or discrimination because of an individual’s protected classification. “Protected Classification” includes race, religion, color, sex (including gender, gender identity, gender expression, transgender, pregnancy, and breastfeeding), national origin, ancestry, citizenship status, disability, medical condition, genetic characteristics or information, marital status, age, sexual orientation (including homosexuality, bisexuality, or heterosexuality), and military or veteran status.

B. Policy Coverage: This Policy prohibits the employer, elected or appointed officials, officers, employees, or contractors from harassing or discriminating against applicants, officers, officials, employees, unpaid interns, volunteers, or contractors because of: 1) an individual’s protected classification; 2) the perception that an individual has a protected classification; or 3) the individual associates with a person who has or is perceived to have a protected classification.

C. Discrimination: This policy prohibits treating individuals differently because of the individual’s protected classification as defined in this Policy.

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D. Harassment may include, but is not limited to, the following types of behavior that is taken because of a person’s protected classification. Note that harassment is not limited to conduct that city employees take. Under certain circumstances, harassment can also include conduct taken by those who are not employees, such as elected officials, appointed officials, persons providing services under contracts, or even members of the public:

1. Verbal Harassment – For example, epithets, derogatory comments or slurs, and propositioning on the basis of a protected classification. This might include inappropriate comments on appearance, including dress or physical features, or dress consistent with gender identification, or race-oriented stories and jokes.

2. Physical Harassment – For example, assault, impeding or blocking movement, offensive touching, or any physical interference with normal work or movement. This includes pinching, grabbing, patting, proposition, leering, or making explicit or implied job threats or promises in return for submission to physical acts.

3. Visual Forms of Harassment – For example, derogatory posters, notices, bulletins, cartoons, emails, pictures or drawings related to a protected classification.

4. Sexual Harassment – Unwelcome sexual advances, requests for sexual favors and other acts of a sexual nature, where submission is made a term or condition of employment, where submission to or rejection of the conduct is used as the basis for employment decisions, or where the conduct is intended to or actually does unreasonably interfere with an individual’s work performance or creates an intimidating, hostile or offensive work environment.

E. Guidelines for Identifying Harassment: To help clarify what constitutes harassment in violation of this Policy, use the following guidelines:

1. Harassment includes any conduct which would be “unwelcome” to an individual of the recipient’s same protected classification and which is taken because of the recipient’s protected classification.

2. It is no defense that the recipient appears to have voluntarily “consented” to the conduct at issue. A recipient may not protest for many legitimate reasons, including the need to avoid being insubordinate or to avoid being ostracized.

3. Simply because no one has complained about a joke, gesture, picture, physical contact, or comment does not mean that the conduct is welcome. Harassment can evolve over time. The fact that no one is complaining now does not preclude anyone from complaining if the conduct is repeated in the future.

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4. Even visual, verbal, or physical conduct between two individuals who appear to welcome the conduct can constitute harassment of a third individual who observes the conduct or learns about the conduct later. Conduct can constitute harassment even if it is not explicitly or specifically directed at an individual.

5. Conduct can constitute harassment in violation of this Policy even if the individual engaging in the conduct has no intention to harass. Even well- intentioned conduct can violate this Policy if the conduct is directed at, or implicates a protected classification, and if an individual of the recipient’s same protected classification would find it offensive (e.g., gifts, over attention, endearing nicknames).

F. Retaliation: Any adverse conduct taken because an applicant, employee or contractor has reported harassment, discrimination, or bullying or has participated in the complaint and investigation process described herein, is prohibited. “Adverse conduct” includes but is not limited to: taking sides because an individual has reported harassment, discrimination, or bullying, spreading rumors about a complaint, shunning and avoiding an individual who reports harassment, discrimination, or bullying, or real or implied threats of intimidation to prevent an individual from reporting harassment, discrimination, or bullying. The following individuals are protected from retaliation: those who make good faith reports of harassment, discrimination, or bullying, those who associate with an individual who is involved in reporting harassment, discrimination, or bullying, and those who participate in the complaint or investigation process.

IV. DEFINITION OF BULLYING

A. All employees, consultants, independent contractors, and visitors have the right to be treated with respect. Bullying is the use of aggression with the intention of harming another individual. It can include any intentional written, visual, verbal, or physical act when the act physically harms the individual or damages his or her property; has the effect of interfering with an employee’s ability to work; is severe or pervasive; and creates an intimidating or threatening environment.

Bullying comes in many shapes and sizes and can take many forms including, but not limited to, excluding, tormenting, taunting, abusive comments, using threatening gestures; pushing, shoving, punching, unwanted physical contact, or any use of violence; graffiti; name calling, sarcasm, spreading rumors, and teasing. Such conduct can also occur via use of electronic or telephonic communications such as the internet, email and chat room misuse, mobile threats by text messaging, or calls or misuse of cameras and video equipment.

Under certain circumstances, bullying can also include conduct taken by those who are not employees, such as elected officials, appointed officials, persons providing services under contracts, or even members of the public.

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V. DEFINITION OF EMPLOYEE

For the purposes of this policy, an employee shall be defined as any individual, regardless of classification, employed by the City of Buena Park, or job applicants, unpaid interns, volunteers, or contractors working under the supervision of the City, vendors and contract employees.

VI. COMPLAINT PROCEDURE

A. Any employee, job applicant, unpaid intern, volunteer, or contractor who believes he or she has been the subject of harassment or any form of bullying should report the alleged act immediately verbally or in writing with any of the following. There is no need to follow the chain of command:

1. Immediate supervisor;

2. Any supervisor or manager within or outside of the department;

3. Department Head; or

4. Director of Human Resources.

B. The limitation on reporting alleged acts of harassment, discrimination, retaliation, and bullying must be within twelve months of the incident or incidents.

C. If a complaint involves a supervisor or manager, the complaint shall be filed directly with the department head or Director of Human Resources.

D. Any supervisor or department head who receives a harassment, discrimination, retaliation, or bullying complaint is to immediately notify the Director of Human Resources.

E. Upon notification of a harassment, discrimination, retaliation or bullying complaint, the Director of Human Resources will:

1. Inform the complainant of his or her right to initiate the complaint.

2. Authorize the investigation of the complaint and supervise a fair and thorough investigation of the complaint by impartial and qualified personnel and/or investigate the complaint.

3. Investigation of a complaint will include interviewing the complainant, accused harasser and any named or apparent witness. Employees shall be protected from coercion, intimidation, retaliation, interference, or discrimination for filing a complaint or assisting in an investigation.

4. All complaints will be handled in a timely and confidential manner. In no event will information be released to anyone who is not involved with the T.O.P. M.O.U.

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investigation; nor will anyone involved be permitted to discuss the subject outside the investigation.

5. Review factual information gathered through the investigation to reach a reasonable conclusion to determine whether the alleged conduct constitutes harassment, discrimination, retaliation, or bullying giving consideration to all factual information, the totality of the circumstances, including the nature of the verbal, physical, visual or sexual favor aspect of the advance, and the context in which the alleged incidents occurred.

6. Timely report a summary of the results of the investigation and the determination as to whether harassment, discrimination, retaliation or bullying occurred to the appropriate person including complainant, alleged harasser, supervisor, and the department head. If discipline is imposed, the level of discipline will not be communicated to the complainant.

7. If conduct in violation of this Policy occurred, take and/or recommend to the department head prompt and effective remedial action against the harasser.

The remedial action will be commensurate with the severity of the offense.

Notify the victim that necessary steps of corrective action have been taken to resolve the problem.

8. Reasonable steps will be taken to protect the victim and other potential victims from further harassment, discrimination, retaliation, or bullying.

9. Reasonable steps will be taken to protect the victim from any retaliation as a result of communicating the complaint.

F. The City takes a proactive approach to potential Policy violations and will conduct an investigation if its officers, supervisors, or managers become aware that harassment, discrimination, retaliation or bullying may be occurring, regardless of whether the recipient or third party reports a potential violation.

G. Option to report to outside administrative agencies: An individual has the option to report harassment, discrimination, or retaliation to the U.S. Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (DFEH). These administrative agencies offer legal and a complaint process. The nearest offices and telephone numbers are listed on the posters that are located on City bulletin boards at the following locations:

 Human Resources Office
 Community Center
 Police Department
 City Yard
 Ehlers Event Center
 Stage Stop Hotel

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VII. CONFIDENTIALITY

Every possible effort will be made to assure the confidentiality of complaints made under this Policy. However, complete confidentiality cannot occur due to the need to fully investigate and the duty to take effective remedial action. As a result, confidentiality will be maintained to the extent possible. An individual who is interviewed during the course of an investigation is prohibited from discussing the substance of the interview, except as otherwise directed by a supervisor or the Director of Human Resources. Any individual who discusses the content of an investigatory interview will be subject to discipline or other appropriate sanction.

The employer will not disclose a completed investigation report except as it deems necessary to support a disciplinary action, to take remedial action, to defend itself in adversarial proceedings, or to comply with the law or court order.

VIII. RESPONSIBILITIES

Elected Officials, Appointed Officials, Managers, and Supervisors are responsible for:

1. Modeling appropriate and respectful behavior.

2. Informing employees, volunteers, and contractors of this Policy.

3. Taking all steps necessary to prevent harassment, discrimination, retaliation or bullying from occurring.

4. Receiving complaints in a fair and serious manner, and documenting steps taken to resolve complaints.

5. Monitoring the work environment and taking immediate appropriate action to stop potential violations, such as removing inappropriate pictures or correcting inappropriate language and behavior.

6. Following up with those who have complained to ensure that the behavior has stopped and that there are no reprisals.

7. Informing those who complain of harassment, discrimination, retaliation or bullying of his or her option to contact the EEOC or DFEH regarding alleged Policy violations.

8. Assisting, advising, or consulting with employees and the Director of Human Resources regarding this Policy and Complaint Procedure.

9. Assisting in the investigation of complaints involving employee(s) in their departments and, if the complaint is substantiated, recommending appropriate corrective or disciplinary action in accordance with the City’s Personnel Rules and Regulations, up to and including termination.

10. Implementing appropriate disciplinary and remedial actions.

11. Reporting potential violations of this Policy of which he or she becomes aware, regardless of whether a complaint has been submitted, to the Director of Human Resources or the department head.

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12. Participating in periodic training and scheduling employees for training.

Each employee or contractor is responsible for:

1. Modeling appropriate and respectful behavior.

2. Treating all employees, volunteers, and contractors with respect and consideration.

3. Participating in periodic training.

4. Fully cooperating with the City’s investigations by responding fully and truthfully to all questions posed during the investigation.

5. Maintaining the confidentiality of any investigation that the City conducts by not disclosing the substance of any investigatory interview, except as directed by the department head or Director of Human Resources.

6. Reporting any act he or she believes in good faith constitutes, harassment, discrimination, retaliation or bullying as defined in this Policy, to his or her immediate supervisor, or department head, or Director of Human Resources.

IX. MANDATORY TRAINING

As part of its commitment to ensuring a work environment free from bullying, harassment, and discrimination, the City requires that all of its supervisors and elected officials receive training on this Policy at least once every two years.

Human Resources will schedule multiple training sessions in the Spring biennially to ensure that employees and elected officials are able to attend the mandatory training. Attendance at the training will be documented.

X. DISSEMINATION OF POLICY

All Elected Officials and City employees, supervisors and managers shall receive a copy of this Policy. All management personnel will be informed of their responsibilities in enforcing this policy. The Policy may be updated from time to time and redistributed with a form for the employee to sign and return acknowledging that the employee has received, read, and understands this Policy.

This Policy shall be posted in appropriate places.

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EXHIBIT E – ADVISORY ARBITRATION

With respect to the bargaining members in this unit, City Council Resolution 1883, Rule XVI shall be amended as follows:

Section 2: Disciplinary Procedures

(h) Appeal to City Manager: The employee, upon receipt of notice of the imposition of disciplinary action against him, shall have the right to appeal the Department Head’s decision in writing to the City Manager, except that an oral or written reprimand may not be so appealed. Said appeal shall be delivered to the City Manager within ten (10) business days of the employee’s receipt of notice of the imposition of discipline.

Otherwise, the Department Head’s action shall be final and binding.

Should the employee desire to appeal the Department Head’s decision directly to advisory arbitration rather than having the matter reviewed by the City manager, he may do so by filing with the Human Resources Director within ten (10) business days of his receipt of the notice of imposition of discipline by the Department Head, a written appeal to the City Council. Said written appeal shall be in form and content as required by these rules and, in addition, shall state that the employee knowingly and intentionally waives his opportunity to have the action of the Department Head first reviewed by the City manager. In such a situation, the provisions of subparagraphs (h) and (i) of this Section 2 shall be deemed inapplicable to the subject proceeding.

…

(j) Advisory Arbitration: The employee, upon receipt of notice of the affirmation of disciplinary action against him by the City Manager, whether by way of total affirmation or modification of the Department Head’s action, shall have the right to appeal the City Manager’s decision in an advisory arbitration; except that an oral or written reprimand as provided by these Rules may not be so appealed. Said appeal shall be delivered to the Human Resources Director within ten (10) business days of the employee’s receipt of notice of the City Manager’s action. Otherwise, the City Manager’s action shall be final and binding. The advisory arbitration shall be conducted in accordance with the provisions of Section 5 of this Rule XVI.

Section 5: Advisory Arbitration

(a) Any regular employee shall have the right to appeal a decision by the City Manager involving dismissal, demotion, reduction in pay or suspension, or of a Department Head, if City Manager review is waived by the employee, provided, however that only one (1) advisory arbitration hearing shall be allowed as to any one (1) disciplinary action.

(b) The employee’s appeal shall be heard in an advisory arbitration by an impartial hearing officer selected from a list of advisory arbitrators from the California State Mediation and Conciliation Service (SMCS). The City will pay SMCS’s fee for providing the list.

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(c) The employee may be represented by his/her Association/Union representative, any other regular employee of the City, or his/her attorney.

(d) The hearing officer shall issue subpoenas to compel the attendance of witnesses, if such be necessary at the request of either party.

(e) If both parties request that the hearing be recorded by a certified shorthand reporter, then the expenses for such recording services shall be borne equally by the City and the employee. If only one party requests that the hearing be recorded by a certified shorthand reporter, then that party alone will bear the expenses. Each party shall be responsible for any specialized or extraordinary services they might individually request.

(f) The expenses for the hearing officer shall be borne equally by the City and the employee, and each party shall be responsible for expenses they incur. The maximum expense for the hearing officer borne by the employee is $2,000. Effective July 2, 2015, the Association shall be responsible for the shared expenses for the hearing officer up to a maximum $2,000 as described by this subparagraph (f).

(g) After the close of the hearing, the hearing officer shall prepare a written advisory award and findings of fact and conclusions of law based on the evidence presented at the hearing, and shall present his/her findings to the City Council and the employee within thirty (30) calendar days, or a longer period of time as stipulated by the parties. In rendering an award, the hearing officer shall be limited to the express terms of this document and shall not have the power to modify, amend, or delete any terms or provisions of this document. Failure of either party to insist upon compliance with any provision of this document at any given time or times under any given set or sets of circumstances shall not operate to waive or modify such provision, or in any manner whatsoever to render it unenforceable, as to any other time or times or as to any other occurrence or occurrences, whether the circumstances are, or are not, the same.

(h) At the hearing, both the appealing employee and the City shall have the right to be heard and to present evidence.

(i) Oral evidence shall be taken only on oath or affirmation. Each party shall have the right to call and examine witnesses, to introduce exhibits, to cross-examine opposing witnesses on any matter relevant to the issue even though the matter was not covered in the direct examination, to impeach any witness regardless of which party called him/her to testify, and to rebut the evidence against him/her.

(j) The hearing need not be conducted according to technical rules relating to evidence and witnesses. Any relevant evidence shall be admitted if it is the sort of evidence on which responsible persons are accustomed to rely in the conduct of serious affairs, regardless of the existence of any common law or statutory rules that might make improper the admission of such evidence over objection in civil actions. Hearsay evidence may be used for the purpose of supplementing or explaining any direct evidence. The rules of privilege shall be effective to the same extent that they are now or hereafter may be recognized in civil actions, and irrelevant and unduly repetitious evidence shall be excluded.

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(k) The City Council shall review the hearing officer’s recommendation, but shall not be bound thereby. The City Council shall adopt, amend, modify or reject the recommended findings, conclusions and/or opinion of the hearing officer. Prior to making a decision which adopts the hearing officer’s recommendation, the City Council may order and read the transcript, at the Council’s discretion. Prior to making a decision which modifies or rejects the hearing officer’s recommendation, the City Council shall order and read the transcript of the Board hearing.

(l) The City Council shall not conduct a de novo hearing. The City Council may, at its sole option, allow limited oral arguments from either party before making a decision.

(m) The decision of the City Council shall be final and binding, subject only to review by the courts under California Code of Civil Procedure section 1094.5.

(n) The City staff shall notify the appellant in writing, within five working days of the City Council’s decision. Such notice shall indicate the effective date of the action to be taken.

City of Buena Park
City Council Regular Meeting Agenda Report
A. DISCUSS AND PROVIDE DIRECTION ON PROPOSED IMPROVEMENTS IN THE VICINITY OF SAN MARINO

ELEMENTARY SCHOOL
Meeting
Tuesday, June 10, 2025, 5:00 PM
Agenda Group
STUDY SESSION Item: 9A.

Prepared By
Deepthi Arabolu, Assistant City Engineer
Department Head Approval
Mina Mikhael, Director of Public Works/City Engineer
Presented By
Deepthi Arabolu, Assistant City Engineer

DISCUSSION
At the February 11, 2025, regular City Council meeting, Council Member Hoque calendared an item to evaluate traﬃc safety improvements near San Marino School, speciﬁcally along San Rolando Way and San Rio Drive, which serve as access routes to the campus.

EXISTING CONDITIONS
San Marino Elementary School is located in the northwest corner of the intersection of San Rio Drive at San Rolando Way. Exhibit A shows the vicinity of the elementary school and study area.

San Rio Drive is a two-lane, dead-end residential roadway with single-family residential driveways fronting both sides of the roadway. On-street parking is allowed on San Rio Drive.

San Rolando Way is a dead-end street that provides exclusive access into the San Marino Elementary School on the north side and San Marino Park on the south side. The street also serves residential properties on the easterly portion of the street. On-street parking is allowed on majority of San Rolando Way. The intersection of San Rio Drive at San Rolando Way is an all-way stop controlled with a ladder type school crosswalk on the north-leg (spanning east-west).

ANALYSIS
In response to this request, staff conducted ﬁeld reviews, collected traﬃc data and reviewed the accident history on San Rolando Way and San Rio Drive.

Staff’s ﬁeld review included observing driver behavior during school arrival and dismissal times at the intersection of San Rio Drive and San Rolando Way. Particular attention was paid to the existing ladder-style crosswalk located on the north leg of the intersection, which is used by students crossing from the east side of San Rio Drive to reach the school.

During the morning peak period (7:30 a.m. to 8:30 a.m.), staff recorded a total of 14 children crossing the roadway at the designated crosswalk, with 406 vehicles passing through the intersection during that hour. In the afternoon dismissal period (2:15 p.m. to 3:15 p.m.), 15 children were observed using the crosswalk, while 200 vehicles were counted traveling through the same area. The majority of drivers yielded appropriately at the crosswalk, and no near-miss incidents or distracted driving behaviors were observed that would have posed a risk to student safety.

To determine whether the assignment of an adult school crossing guard is warranted, staff evaluated the intersection using the criteria outlined in the California Manual on Uniform Traﬃc Control Devices (CA MUTCD).

The warrant for a crossing guard requires both of the following conditions to be met:

1. A minimum of 40 elementary school children must cross per hour for any two hours during school peak times.

2. For STOP-controlled intersections like San Rolando Way at San Rio Drive, there must be at least 500 vehicle conﬂicts (opposing movements) during the same time period.

3. STOP-controlled crossings must be located on undivided roadways with four or more approach lanes to be eligible for a crossing guard.

A summary of the data collected is presented below:

Warrant Analysis – California Manual on Uniform Traﬃc Control Devices (CA MUTCD)
Location Date/Time Vehicles Per Hour Pedestrians Per Hour Actual Warrant Actual Warrant
Crossing San Rio
Drive (North Leg)
05/06/2025
7:30 – 8:30 AM
406 500 14 40
05/06/2025
2:15 to 3:15 PM
200 500 15 40
The observed counts did not satisfy the minimum thresholds for either pedestrian volume or conﬂicting vehicular traﬃc. In addition to not meeting the minimum thresholds for both pedestrians and vehicle conﬂicts, neither approach at this intersection is a four-lane undivided roadway, as required for a STOP-controlled crossing guard warrant.

A review of the ﬁve-year accident history at this intersection revealed no reported collisions, indicating that the intersection has been operating with an excellent safety record.

Based on current volume counts and requirements of the CA MUTCD, the intersection did not meet the necessary warrants for the assignment of an adult school crossing guard. A warrant is a criteria used as a threshold for uniformity and to justify taking an action. The ﬁnal authority of recommending an Adult School Crossing Guard at this location rests with the City Council.

However, as part of the ﬁeld investigation, staff also conducted a comprehensive review of the existing traﬃc controls and observed traﬃc patterns entering and exiting the school driveway located on San Rolando Way. Based on the existing conditions, staff proposes the following enhancements:

1. Installation of an additional crosswalk on the west leg of the intersection at San Rio Drive and San Rolando Way. This would enhance north-south pedestrian safety and provide a more direct route for students approaching from the south.

2. Updating the existing school signage and pavement markings along San Rio Drive to reﬂect current California state standards, enhancing visibility and compliance.

3. Implementation of a dedicated right-turn pocket for vehicles exiting San Rolando Way.

Staff observed a signiﬁcant number of vehicles turning right during peak periods. A dedicated right-turn lane would help reduce delays and minimize queuing for vehicles intending to turn left or proceed straight.

This improvement would require the removal of approximately 60 feet of on-street parking (about three cars worth).

See Exhibit B for an overview of these proposed enhancements adjacent to San Marino Elementary School.

Additional improvements will be performed on San Rio Drive and Crescent Avenue Frontage Road. However, these improvements are not shown on Exhibit B.

Staff discussed these recommendations during an in-person meeting with San Marino Elementary School staff, who expressed agreement with the observations and supported the proposed improvements.

Attachments
EXHIBIT A.pdf
EXHIBIT B.pdf
0SCALE:###############'' N
ASAN ROLANDO WAYVICINITY MAPNMA04/21/2025
WORK ORDER 2025-011
DRAWN BY:DATE:DEPARTMENT OF PUBLIC WORKS
EXHIBIT NO.

VALLEY VIEW ST

CRESCENT AVE

AFFECTED AREASAN RIO DRSAN ROLANDO CIR

SAN RIO DR

SAN ROLANDO CIR
1 3
2 46
57 TACTILE WARNINGSTRIP TO BEINSTALLED BY OTHERS
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9 9
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10 BSAN ROLANDO WAYSTREET IMPROVEMENTSNMA04/10/2025
LEGEND:INSTALL 4" DOUBLE YELLOW STRIPINGPER CALTRANS STD. PLAN A20A -DETAIL 22INSTALL TYPE IV(R) ARROW PERCALTRANS STD PLAN A24AINSTALL TYPE VII(L) ARROW PERCALTRANS STD PLAN A24AINSTALL "STOP" PAVEMENT LEGENDPER CALTRANS STD PLAN A24DINSTALL YELLOW LADDER CROSSWALKPER DETAIL "A"INSTALL NEW RED CURB FOR LENGTHDESIGNATEDINSTALL 8" SOLID WHITE STRIPE PERCALTRANS STD. PLAN A20D - DETAIL 38INSTALL 12" SOLID WHITE STOP BARINSTALL SW24-1(CA)(36"X48") SIGN ANDPOSTREMOVE EXISTING SCHOOL SIGN ANDINSTALL NEW SW24-3(CA)(36"X48") 1 2
WORK ORDER 2025-011
DRAWN BY:DATE:DEPARTMENT OF PUBLIC WORKS
EXHIBIT NO.

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DETAIL "A"LADDER TYPE CROSSWALK
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ASSEMBLY AASSEMBLY D
10 48"36" 48"36"
City of Buena Park
City Council Regular Meeting Agenda Report
B. DISCUSS AND PROVIDE DIRECTION REGARDING THE MICROGRID INCENTIVE PROGRAM GRANT

APPLICATION SUBMISSION
Meeting
Tuesday, June 10, 2025, 5:00 PM
Agenda Group
STUDY SESSION Item: 9B.

Prepared By
Jessica Fewer, Senior Management Analyst
Department Head Approval
Eddie Fenton, Assistant City Manager/HR Director
Presented By
Jessica Fewer, Senior Management Analyst

DISCUSSION
Senate Bill 1339 (SB 1339), enacted in 2018, directed the California Public Utilities Commission and the California Independent System Operator (CASIO) to develop policies related to microgrids throughout California. In April 2023, the CPUC approved a new Microgrid Incentive Program (MIP) to be administered by investor-owned utilities such as Southern California Edison (SCE) within disadvantaged and vulnerable communities (DVCs). The MIP is a competitive grant program providing $200 million ($91.34 Million to SCE customers) in funding to communities potentially affected by power outages, power shutoffs, and other disaster events. The goal of the program is to advance power critical services like ﬁre stations, hospitals, etc.; advance climate resiliency technology; provide reliable energy to disadvantaged populations; and inform future clean energy initiatives.

Microgrid Incentive Programs Can Fund:

Up to $14M per community microgrid project for management, engineering, and development costs, such as in front-of-the-meter batteries and clean generation resources Up to $3M for Special Facilities-related costs
Up to $1M for interconnection-related costs
Up to $25,000 for application development-related costs As advertised, it appears that the grant could cover all costs related to the grant including grant writing, design, construction, etc.

What is a Microgrid?
A microgrid is an interconnected, self-suﬃcient energy system within a clearly deﬁned electrical boundary that can act as a single, controllable entity. It can connect to, disconnect from, or run in parallel with larger portions of the electrical grid, or can be managed and isolated to withstand larger disturbances and maintain electrical supply to connected critical infrastructure. Innovative solutions like microgrids can increase local energy resilience and reliability, and reduce emissions.

Microgrids provide energy resilience by disconnecting from the larger electric grid during outages and providing power to customers within the boundary of the microgrid, leveraging energy resources such as solar panels, batteries, generators, etc.

The MIP provides funding speciﬁcally for Community Microgrids (CMG). These are distinguished by a few key characteristics:

They serve multiple customers connected by utility distribution infrastructure.

They typically utilize grid-forming batteries or generation resources located in front of the meter.

They involve a partnership between a third party Distributed Energy Resource (DER), CMG Aggregator, and the utility, as the grid owner and operator.

When necessary, microgrids can become isolated energy sources and independently provide electricity when an outage of the larger grid occurs. Outages can be planned or unplanned and happen for a variety of reasons, including severe weather, wildﬁres, a Public Safety Power Shutoff (PSPS), or for other safety or reliability reasons.

When a microgrid disconnects from the larger grid during an outage, it remains energized ("Island Mode").

However, the vast majority of the time, microgrids operate in "Blue Sky Mode," which is when the larger electric grid is functioning under normal conditions, and resources within the microgrid boundary can generate and store energy in parallel to the grid, and participate in regional energy markets.

Attachment 1 includes the beneﬁts of microgrids and common misconceptions about operation of those systems.

Buena Park Potential Project
There are three categories of qualiﬁcations that must be met for grant award. A jurisdiction must meet one qualiﬁcation within each category. In general terms, to be eligible, a local government (or other speciﬁed applicants) must be:

Vulnerable to outages
Be within a disadvantaged vulnerable community (DVC)
Serve a Critical Facility within the community
Be able to sustain emergency operations for at least 24 hours In April, Buena Park staff met with a representative from Clean Coalition, a non-proﬁt organization dedicated to accelerating the transition to renewable energy, to discuss a potential Buena Park microgrid project. The project would include all buildings at the Civic Center (e.g. Police Department, City Hall and Community Center) and potentially have Clean Coalition apply for the grant on the City's behalf. The Buena Park microgrid project meets the ﬁrst three requirements above as it is within a California Earthquake risk zone, located within a DVC, and would include the Police Department that provides emergency operations to the community. However, for the fourth criteria, the City reached out to the Investment Grade Audit (IGA) consultant, NV5 Consultants, to see if it would be feasible to install enough solar and battery energy storage systems (BESS) to provide power to the Police Department, City Hall, and Community Center for the minimum 24-hour period.

After review of the data previously collected for the IGA project, NV5 determined that one BESS would not be suﬃcient to power all three facilities with the Police Department being the highest energy user and yet the most critical for emergency operations. Clean Coalition then came back and suggested to install two BESS that would provide the suﬃcient power required to meet the minimum standards of the grant. However, these BESS are quite large in scale with two units requiring the area of 6 to 8 on-site parking spaces in an area that already has limited parking capacity. These BESS could be located behind the Community Center, but that would require the relocation of other City equipment. Additionally, the amount of solar required to feed power to these BESS may be more than the City is willing or able to construct on-site given the current limitations of space, space to host community events, etc. NV5 has provided very preliminary estimates that two (2) BESS units with solar panels could power all three facilities at the civic center for approximately 36 hours during the highest demand month, September. These solar panels would be located on the carports and roofs at the Police Department, on top of new carports in front of the Community Center, and on top of new carports behind City Hall (Attachment 4). These locations are in line with the proposals included as part of the City's pending IGA project.

This proposed Buena Park microgrid project is a "before the meter" project meaning that this system would live between SCE's grid and the City's individual meters. As part of this proposal, the microgrid would be managed by a third-party operator that would lease the ground space from the City for a small fee. As part of the lease, that operator would be able to acquire power from the grid during off-peak hours and then resell that power on the open market for proﬁt. They would also maintain the system in working order and conduct routine maintenance. In return, the City would be able to tap into these BESS in the event of a power outage.

The Police Department and City Hall both have backup diesel generators that can be used in the event of a power outage. The City Hall generator was installed in 2003 and the Police Department generator was installed in 2010.

Both are regularly maintained and are in good working order. Each generator is capable of restoring power within a matter of seconds and running indeﬁnitely as long as there is diesel fuel available. The Community Center does not have an on-site generator, but can be connected directly to a portable generator unit to power the facility.

After discussing this project at length, City staff told the Clean Coalition that it did not see the project as being viable based on information available at the time. This decision was based on the amount of space needed for the project, the existing City power generators available, the solar panels required for a project of this size, and the very short turn around time staff had to make a decision on moving forward. Although this was communicated to Clean California, they proceeded with submitting an Initial Resilience Consultation Request Form prior to the April 30, 2025 deadline, not wanting the City to lose out on this opportunity (Attachment 3). Developing a microgrid by 2045 is part of the City's Climate and Adaptation Plan (CAAP) that will be presenting for approval in the near future.

Clean California does charge a fee of $25,000 to prepare and submit the grant application. Typically, they charge $15,000 up front prior to grant award and then $10,000 after the grant is awarded. If awarded, the City could pay the whole fee from the MIP grant funds. However, Clean Coalition is requesting to receive the ﬁrst $15,000 upfront prior to the award.

Staff is seeking City Council direction on whether or not to move forward with a MIP grant application and, if so, does the City Council want to pay Clean Coalition up front for grant writing services.

Attachments
Microgrid Incentive Program (MIP) Beneﬁts-Misconceptions.pdf Microgrid Grant Requirements.pdf
Buena Park CM- Initial Resilience Consultation Request Form (01_gy 23 Apr 2025).pdf Solar Locations.pdf
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Microgrid Grant Requirements:

Meet at least one requirement in section A
A. Vulnerable to Outages
Project must be located in one of the following areas:
• Tier 2 or 3 High Fire-Threat District
• Area that experienced prior PSPS outage(s)
• Elevated earthquake risk zone
Locations with lower historical reliability The local or tribal government leadership may be able to justify other forms of vulnerability.

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Meet at least one requirement in section B
B. Disadvantaged and Vulnerable Community
Project must be located in a DVC (one of four criteria below) within SCE service area, or power a critical community facility that primarily serves a DVC within SCE service area

1. Census tracts with median household incomes less than 60% of state median

2. California Native American Tribal Community

3. Community in the top 25% most disadvantaged census tracts per CalEnviroScreen

4. A rural area
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Meet all technical requirements in section C
C. Technical Eligibility
Project must:
• Be a Community Microgrid
• Be able to serve a minimum of 24 consecutive hours of energy in Island Mode as determined by a typical load proﬁle within the microgrid boundary Project Resources must:
• Interconnect on a distribution line that is at 50kV or below • Comply with the emissions standards adopted by the State Air Resources Board pursuant to the distributed generation certiﬁcation program requirements of Section 94203 of Title 17 of the California Code of Regulations, or any successor regulation • Have aggregate emissions, along with non-Project Resources, no greater than equivalent grid power when operating in Island Mode

SCE MICROGRID INCENTIVE PROGRAM (MIP) APPLICANT REQUEST FOR THE

INITIAL RESILIENCE CONSULTATION
For SCE use only
MIP Applicant # Click to enter text.

Scheduled Consultation: Date Click to enter text. Time Click to enter text

Background
In the Initial Resilience Consultation with Southern California Edison (SCE), the potential Microgrid Incentive Program (MIP) Applicant or its representative will have the ability to consult with SCE regarding resilience needs and potential options that may best suit your community and whether a MIP-eligible community microgrid is the best option to meet your resiliency objectives.

During the consultation SCE will also cover the following:
• Incentive Application and scoring procedures
• Overview of transmission and distribution system characteristics in the area • Known technical issues related to the interconnection of new resources and/or microgrid configuration
• Local grid topology and constraints
• Known information about circuit available capacity in proposed project location • Relevant information on planned public safety power shutoffs (PSPS) mitigation activities • Possible conceptual solutions to address the Applicant's resiliency goals and needs • Community Microgrid related information, including potential grid isolation points, and • Eligibility requirements and preliminary technical considerations for development of a Community Microgrid.

Should the potential MIP Applicant be a tribal government, SCE will ensure that the tribe is aware of the issues surrounding contract enforceability early in the process, and the likely need for a limited waiver of sovereign immunity.

Instructions
The Microgrid Incentive Program applicant must fill out questions 1-10 in its entirety under the Initial Resilience Consultation Request section and answer the Community Eligibility Questionnaire to the best of their ability. Completed forms and supporting documentation should be submitted to [email protected]
. Upon successful submission, the Applicant will be contacted by an SCE Microgrid Incentive Program Representative to schedule a Microsoft Teams conference call for the Initial Resilience Consultation. Incomplete Initial Resilience Consultation Requests may result in delays for scheduling a consultation or will be rejected.

Please fill out the following questionnaire to initiate the scheduling of the Initial Resilience Consultation with SCE regarding resilience needs and potential options.

Initial Resilience Consultation Request:

1. Name of MIP Applicant/Community:

Clean Coalition/Buena Park

2. Primary Contact Information:
• Name: Gregory Young
• Phone: 8053502931
• Email Address: [email protected]

3. Location of proposed Project Site (Please include an attachment with the proposed sites identified on a map):

Buena Park Police Department, 6640 Beach Blvd, Buena Park, CA 90622

4. Please explain the disadvantaged vulnerable community (DVC) resilience/energy objectives and/or needs.

The primary resilience and energy objective is to provide at least 24 hours of backup power — solely from solar PV and battery energy storage — to the Buena Park Police Department and surrounding critical community facilities in Buena Park, CA. This area is particularly vulnerable due to its elevated earthquake risk and its location within a disadvantaged community, which increases the likelihood and impact of prolonged outages. Delivering uninterrupted power to the Buena Park Police Department, Community Center, and City Hall is important to ensuring public safety, operations, and emergency response capabilities during grid disruptions. This Community Microgrid project is designed to meet those needs by delivering clean, reliable energy resilience exclusively through solar and battery storage-based resources.

5. Estimated number of DVC customers and/or critical/community resilience service facilities that the MIP Project will electrically serve:
• Number of DVC Customers Unsure, please let us know how to determine this. • Number of Critical/Community Facilities 3+
• Please list the critical/community facilities that will be served by the Community Microgrid and their addresses if you know at this time. In addition, please identify the critical facility sector (refer to Appendix A for the sector type) or if a facility providing community resilience services to customers within a DVC (please provide as an attachment if not enough room):
# Customer Name Street Address, City
Critical Facility
Sector or if a facility
that provides
important community
resilience services.
1 Buena Park Police
Department
6640 Beach Blvd, Buena Park, CA 90622 Emergency Services Sector
2 Buena Park Community
Center
6688 Beach Blvd, Buena Park, CA 90621 Government
Facilities Sector
3 Buena Park City Hall 6688 Beach Blvd, Buena Park, CA 90621 Government Facilities Sector
4 Click here to enter name. Click here to enter address. Choose an item. 5 Click here to enter name. Click here to enter address. Choose an item. 6 Click here to enter name. Click here to enter address. Choose an item.

Note: The project must serve a geographic DVC and/or (2) primarily serve a geographic DVC and be either: (i) a critical facility (refer to Appendix A); or (ii) a facility that provides important community resilience services as attested through a letter of support by the governing body of the Local Government, within the proposed Microgrid Boundary. The Community Microgrid is also required to serve at least two separately metered customers that are on different premises and are connected to the same utility distribution circuit and able to form a Microgrid Boundary.

6. Local Authority having jurisdiction at the proposed Site, check which applies • ☒Local Government
• ☐Tribe

7. Do you currently have Local or Tribal Government support? • ☐ Yes, please identify Government Agency or Tribe and provide supporting documentation from the local or tribal government as an attachment Government Agency or Tribe name: Click here to enter name. • ☒ No

8. List the potential anticipated funding sources other than the (i) MIP potential Incentive Award; (ii) the MIP Application Development Grant if requested; (iii) the MIP Interconnection Allowance, and (iv) the Microgrid Special Facilities Allowance, if any:

ITC

9. Name of potential technical consultant or engineer, if not yet identified mark as N/A:

Clean Coalition

10. Please mark your preferred day of the week and time (mark all that apply)

Time of Day Monday Tuesday Wednesday Thursday Friday
8:30-10:00 AM ☐ ☒ ☒ NA ☒
10:00-11:30 AM ☐ ☒ ☒ NA ☒
1:30-3:00 PM ☒ ☒ ☒ NA ☒

To help with the discussion, please provide any questions you might have at this point:

It would be helpful to understand how this portion of the Whitaker feeder could be islanded in order to include the three CCFs that are listed above while reducing excess load from other SCE customers.

-End Initial Resilience Consultation Request section-

Community Eligibility Questionnaire:

During the Initial Resilience Consultation, the eligibility requirements will be discussed with the potential MIP Applicant to ensure they understand the intended DVC focus and preliminary technical considerations for development of a Community Microgrid.

To help with the conversation during the Initial Resilience Consultation, please answer as many of the following Community Eligibility questions as you can and provide with this request for the Initial Resilience Consultation.

Community Eligibility:

To be deemed eligible for an Incentive Award, the Project must be A) vulnerable to outages, and some combination of B) serving a Disadvantaged Vulnerable Community (DVC) and/or C) Community facility (i.e., AB; AC; or ABC).

A. Vulnerable to Outages – Is a portion of the proposed community microgrid geographically located in an area at a higher risk of electrical outages? a. ☒ Yes, If yes, please mark all that apply to your proposed project.

• ☐ Tier 2 High Fire Threat District (link to map)

• ☐Tier 3 High Fire Threat District (link to map)
• ☐ Prior Public Safety Power Shutoff (PSPS) event outage on circuit where the proposed site is for the Microgrid System
i. If you do not know your circuit, you can click on the following link:
https://drpep.sce.com/drpep/
ii. To check if a PSPS event has happened on a particular circuit you can access the California Public Utilities Commission (CPUC) PSPS Event Rollup, PSPS Post-Event Report by clicking on the following link:
https://www.cpuc.ca.gov/consumer-support/psps/utility-company- psps-reports-post-event-and-post-season
• ☒ Located in a California Earthquake risk zone.
i. To check if the proposed site or intended customers are in a California Earthquake risk zone, please refer to the following map:
https://maps.conservation.ca.gov/cgs/EQZApp/
• ☐ Located in one of the top 1% worst performing circuits identified in either of the prior 2 years’ Utility Annual Electric Reliability Report in either the System Average Interruption Duration Index (SAIDI) or the System Average Interruption Frequency Index (SAIFI).
i. Southern California Edison Annual Electric Reliability Reports:
https://www.sce.com/outage-center/outage-information/reliability- reports
• ☐ You have a letter of support from local, tribal jurisdictions that identifies and justifies other forms of vulnerability to outages as the basis for why a local, tribal jurisdiction has a critical energy resilience need. (Please provide a copy of the letter of support)

b. ☐ No (if no, not eligible)

B. The project must serve a DVC, please refer to the DVC links below to help determine the following question. Will the MIP be serving DVC customers and/or primarily serve a geographic DVC and be either: (i) a critical facility; or (ii) a facility that provides important community resilience services?
a. ☒ Yes, please use the DVC map links as a reference. The critical facility, or the facility providing important community resilience service should be listed in the Initial Resilience Consultation Request section above, under Question 5. b. ☐ No, if no, not eligible
Disadvantaged Vulnerable Community (DVC) is either a:
• Census tracts with median household incomes less than 60% of the state median income
o https://sce2.maps.arcgis.com/apps/webappviewer/index.html?id=4ccbb9649ea c4a47ba75baf9cf5f41d5
• California Native American Tribal community
• Community in the top 25% most disadvantaged census tracts as identified in the current version of CalEnviroScreen at the time of the application submission o CalEnviroScreen 4.0 | OEHHA; or
• Rural Areas identified by the U.S. Health and Human Services Administration (HHSA) in the following link under Eligible Zips
o https://www.hrsa.gov/rural-health/about-us/what-is-rural/data-files

C. Does the project serve a community facility such as a Critical Facility as defined by the CPUC (Please refer to Appendix A for a listing) or a facility that provides important Community Resiliency Services as attested by the Local Government or Local Authority having jurisdiction over the area within a DVC (provide attestation, if available at this time)? a. ☒ Yes
b. ☐ No

It is important to note that meeting the eligibility requirements does not guarantee funding.

After the Initial Resilience Consultation, the MIP Applicant should have an understanding of potential resilience options to meet the DVC’s needs: whether (A) a multi-customer microgrid involving (i) In-front-of-the-meter resources (IFOM), (ii) Behind-the-meter (BTM) resources, or (iii) a combination of both, (B) single-customer microgrids using BTM solutions, or (C) Utility grid solutions. The MIP Applicant should also have a better understanding of the local grid topology and grid constraints, for example, those identified on the Utility’s Integration Capacity Analysis (ICA) map. Utilities will provide information to the extent data privacy and system security allow. If the MIP Applicant wishes to pursue a multi-customer in-front-of-the-meter Community Microgrid that will meet the eligibility criteria described above, the MIP Applicant may elect to continue to the Microgrid Technical Consultation.
-End Community Eligibility Questionnaire-

[intentionally left blank]

APPENDIX A

CRITICAL FACILITIES LIST
Per R.18-12-005 the Commission adopts the following interim list of critical facilities/infrastructure based upon the Department of Homeland Security’s Critical Infrastructure Sectors , the following list
can be found at https://www.sce.com/wildfire/critical-facilities-infrastructure:
• Emergency Services Sector
o Emergency dispatch centers, police stations, fire stations, emergency operations centers, tribal government emergency services providers. • Government Facilities Sector
o Schools, government agencies essential to national defense, jails and prisons, homeless shelters, community centers, senior centers, independent living centers (as defined by the California Department of Rehabilitation), voting centers and vote tabulation facilities.
• Healthcare and Public Health Sector
o Public health departments, cooling (or warming) centers, temporary facilities established for public health emergencies, medical facilities, including hospitals, skilled nursing facilities, nursing homes, blood banks, healthcare facilities, dialysis centers, and hospice facilities, excluding doctor offices and other nonessential medical facilities.
• Energy Sector
o Public and private utility facilities vital to maintaining or restoring normal service, including, but not limited to, interconnected publicly owned utilities and electric cooperatives.
• Water and Wastewater Systems Sector
o Facilities associated with the provision of drinking water or processing of wastewater including facilities used to pump, divert, transport, store, treat and deliver water or wastewater.
• Communications Sector
o Communication carrier infrastructure including selective routers, central offices, head ends, cellular switches, remote terminals, and cellular sites. • Chemical Sector
o Facilities associated with the provision of manufacturing, maintaining, or distributing hazardous materials and chemicals (Including Category N-Customers as defined in D.01-06-085. Category N is petroleum refineries, vital ancillary facilities, and other customers in the critical fuels chain of production, to the extent authorized by the Commission).
• Transportation Sector
o Includes facilities associated with automobile, rail, aviation, major public transportation, and maritime transportation for civilian and military purposes, and traffic management systems.
• Food and Agricultural Sector
o Emergency Feeding Organizations, as defined in 7 U.S.C. § 7501, and food banks. -END OF APPENDIX A-
SITE PLANSCALE: 1/128" = 1'-0"
DETAIL 1-ELECTRICAL ROOM ENLARGED PLANSCALE: NTS
CITY HALL METERV349N-002680277/480 3Ph 4W1600ASEE DETAIL 1 SHT PV-2

PV ARRAY SYSTEM
86'86'86'42'42'42'86'42'

VISIBLE/LOCKABLEPV DISCONNECTPOCMETER/MAIN
6650 BEACH BLVD,BUENA PARK CA, 90622
Revisions:BUENA PARK - CITY HALL
Printed on:Drawn by: Project:

SHEET No.R CASTROProject No.:Address:

SOLAR SHADE STRUCTURE PROJECT
PV-2
SITE PLANSCALE: 1/128" = 1'-0"
DETAIL 1-ELECTRICAL ROOM ENLARGED PLANSCALE: NTS
COMMUNITY CENTER METER259000-016267277/480 3Ph 4W1600ASEE DETAIL 1 THIS SHT

PV ARRAY SYSTEM
B E A C H B L V D .
5 F W Y
P I N C H O T C T .

VISIBLE/LOCKABLEPV DISCONNECTPOCMETER/MAIN
6660 BEACH BLVD,BUENA PARK CA, 90622
Revisions:BUENA PARK - COMMUNITY CENTER
Printed on:Drawn by: Project:

SHEET No.R CASTROProject No.:Address:

SOLAR SHADE STRUCTURE PROJECT
PV-2
SITE PLANSCALE: 1/128" = 1'-0"
DETAIL 1-ELECTRICAL ROOM ENLARGED PLANSCALE: NTS
POLICE STATION METER349N-011877277/480 3Ph 4W1600ASEE DETAIL 1 THIS SHT PV ARRAY SYSTEM169'-6"211'-6"268'28'33'-6"
88'-6"B E A C H B L V D .
5 F W Y
P I N C H O T C T .

VISIBLE/LOCKABLEPV DISCONNECTPOCMETER/MAIN
6640 BEACH BLVD,BUENA PARK CA, 90622
Revisions:BUENA PARK - POLICE STATION
Printed on:Drawn by: Project:

SHEET No.R CASTROProject No.:Address:

ROOFTOP SOLAR PROJECT
PV-2
City of Buena Park
City Council Regular Meeting Agenda Report
C. DISCUSS AND PROVIDE DIRECTION ON THE USE OF THE WILLIAM PEAK PARK CLUBHOUSE BY THE FRIENDLY

CENTER FOR FOOD DISTRIBUTION AND NUTRITION PROGRAMS
Meeting
Tuesday, June 10, 2025, 5:00 PM
Agenda Group
STUDY SESSION Item: 9C.

Prepared By
Mark Sauceda, Community Services Supervisor
Department Head Approval
Jim Box, Director of Community Services
Presented By
Mark Sauceda, Community Services Supervisor

DISCUSSION
At the request of City Council, City staff has researched the feasibility of the Friendly Center utilizing the William Peak Park Clubhouse for their food distribution program and additional nutrition-related classes. For the past two years, the Friendly Center has operated the Family Resource Center in the lower level of the Buena Park Community Center. Their current food distribution program operates on the second and fourth Monday of the month from 11:30 am - 1:00 pm. The Friendly Center's mission focuses on serving low-income and vulnerable populations through a range of support programs and services.

The William Peak Park Clubhouse is currently underutilized and represents an ideal location for expanded community outreach. A partnership with the Friendly Center could allow the facility to be more effectively used in alignment with the City's goals of promoting community health and well-being, particularly for undeserved populations.

Under the proposed plan, the Friendly Center would operate the "Friendly Mart" in the clubhouse, replacing the current food distribution program at the Community Center. The Friendly Mart offers an appointment based, digniﬁed, shopping-style experience for participants, aimed at reducing stigma and improving access to healthy food. While this model will replace the standard food distribution program, which currently serves up to 120 families, it will not replace the Friendly Center's emergency food assistance program, which supports families facing immediate and urgent needs.

Council Member Hoque, the City Manager, and the Community Services Director recently toured an existing Friendly Mart in the City of Orange. Based on this site visit, the model is deemed appropriate and well-suited for implementation at the William Peak Park Clubhouse.

The Friendly Center will be fully responsible for the operations of the Friendly Mart, including staﬃng, supplies, and program delivery. The City will maintain oversight of the facility to ensure compliance with operational standards and community needs. In addition, the City will continue to utilize the clubhouse for the annual Silverado Days festival held each October. Some necessary repairs to the clubhouse need to be completed prior to use by the Friendly Center. These include the replacement of window coverings, upgrades of electrical system for refrigeration units, painting of interior walls and overall cleaning of the facility. These costs could be absorbed by the existing Public Works building maintenance budget. The anticipated start date for the Friendly Center use of the William Peak Park Clubhouse is July 1, 2025, if approved by the City Council.

Next Steps:

Based on City Council direction, staff will collaborate with the City Attorney's Oﬃce to draft an amendment to the existing agreement with the Friendly Center to include the use of the William Peak Park Clubhouse. The amended agreement will be brought back to the City Council for formal consideration at a future meeting.

Buena Park City CouncilJune 10, 2025

Buena Park City Council
June 10, 2025