Agenda packet — Cathedral City City Council, June 25, 2025 (part 1 of 4)

CITY COUNCIL
PACKET

Study Session 3:00 p.m.

Regular Meeting 5:30 p.m.

Wednesday, June 25, 2025

City Council Chambers
68-700 Avenida Lalo Guerrero
Cathedral City, CA 92234

MAYOR
Nancy Ross

CITY COUNCIL MEMBERS

Mayor Pro Tem
Raymond Gregory

Councilmember
Rita Lamb

Councilmember
Ernesto Gutierrez

Councilmember
Mark Carnevale

STUDY SESSION 3:00PM

Normally no action is taken on Study Session Items, however, the City Council reserves the right to give specific policy direction and take specific action as necessary.

Presentations will be limited to 10 minutes unless other provisions are made in advance.

CALL TO ORDER

ROLL CALL

AGENDA FINALIZATION
At this time the City Council may announce any items being pulled from the agenda or continued to another date.

1. PUBLIC COMMENTS

This is the opportunity for members of the public to comment on any items not appearing on the regular agenda. Because of restrictions contained in California Law, the City Council may not discuss or act on any item not on the agenda but may briefly respond to statements made or ask a question for clarification. The Mayor may also request a brief response from staff to questions raised during public comment or may request a matter be agendized for a future meeting. Public Comment will be limited to three (3) minutes.

2 2. STUDY SESSION

A. Interview Applicants for Finance Advisory Committee
Recommendation: Interview applicants for one vacant seat on the Finance Advisory Committee.

B. Economic Development Update: Strategic Partnerships, Auto Industry Analysis, and Development Dashboard Tools
Recommendation: This report is for information and discussion only.

C. Review of Historic Preservation Committee
Recommendation: City staff recommends City Council review and discuss the intent and purpose of the Historic Preservation Committee (HPC) and provide direction to City staff and the HPC.

3. CLOSED SESSION

A. Public Employee Appointment Pursuant to Government Code section 54957(b) Two(2) positions:

Position Title: Interim City Manager
Position Title: City Manager
Recommendation: There is no Staff Recommendation.

B. Conference with Labor Negotiator Pursuant to Government Code Section 54956.6

Agency Negotiator: Charles McClendon, City Manager
Represented Employees: Cathedral City Police Management Association (CCPMA)
Recommendation: There is no Staff Recommendation.

C. Conference with Legal Counsel — Initiation of Litigation. Pursuant to Government Code section 54956.9(d)(4)
One (1) Matter 68342 Kieley Rd.

Recommendation: There is no Staff Recommendation.

RECESS

REGULAR MEETING - 5:30 PM

CALL TO ORDER

PLEDGE OF ALLEGIANCE

INVOCATION (MOMENT OF REFLECTION)

ROLL CALL

AGENDA FINALIZATION
At this time the City Council may announce any items being pulled from the agenda or continued to another date.

3 1. CITY MANAGER'S REPORT

2. PUBLIC COMMENTS

3. COUNCIL REPORTS

This is an opportunity for each member of the City Council to report on any conferences they attend, local events or make any other comments they may have.

4. CONSENT AGENDA

The following Consent Calendar items are expected to be routine and noncontroversial. They will be acted upon by the City Council at one time without discussion. Any Council Member, Staff Member, or Citizen may request removal of an item from the Consent Calendar for discussion.

A. Waive Full Reading of Ordinances on Agenda
Recommendation: Waive Full Reading of Ordinances on Agenda.

B. Approval of the May 28, 2025 Study Session and Regular Council Meeting Minutes.

Recommendation: Approve the May 28, 2025, Study Session and Regular City Council Minutes.

C. Check Demand May
Recommendation: Receive and File.

D. Amendment to the Personnel Rules
Recommendation: To adopt the amended Personnel Rules as presented and authorize the City Manager to implement the updated Personnel Rules and make minor administrative adjustments as needed.

E. CCPOA CalPERS Compliance
Recommendation: To authorize the City Manager to execute a side letter with the Cathedral City Police Officers Association (CCPOA) to update MOU language to ensure compliance with CalPERS reporting requirements for special compensation.

F. Resolution Adopting an Updated City-Wide Salary Schedule Recommendation: To adopt a resolution approving a city-wide publicly available pay schedule in compliance with California Code of Regulations, Title 2, Sections 570.5, 571, 571.1, and to acknowledge the charter-mandated salary adjustment for elected officials. This resolution will supersede all 4 previous resolutions regarding job classifications and compensation levels to the extent they conflict with this new recommendation.

G. Amendment to Executive, Administrative, and Professional Employee Regulations – Compensation and Healthcare Benefit Adjustments Recommendation:

To approve an amendment to the Executive, Administrative, and Professional Employee Regulations to: (1) Adjust the salary increase from 2.6% to 3.0% effective the first full pay period after July 1, 2025, to maintain competitive market positioning; (2) Establish healthcare maximum contributions for calendar years 2026 and 2027 as follows:

• Unit Member Only: $1,000 (2026), $1050 (2027)
• Unit Member+1: $1950 (2026), $2050 (2027)
• Family: $2700 (2026), $2800 (2027)

H. Notice of Completion for HSIP Cycle 10: Pedestrian Crossing on Ramon Road and Candlewood Drive
Recommendation: To accept and approve the Highway Safety Improvements Program (HSIP) Cycle 10: Pedestrian Crossing on Ramon Road and Candlewood Drive project (C08753), as complete; authorize the City Manager to execute and file a notice of completion with the Riverside County Recorder’s Office; and authorize the release of retention funds to Elecnor Belco Electric, Inc. upon expiration of the notice of completion (NOC).

I. Notice of Completion for the Fiscal Year 2024 - 2025 Citywide Pavement Striping, Markings, and Markers Project (C08687).

Recommendation: To accept and approve the Fiscal Year 2024-2025 Citywide Pavement Striping Markings and Markers project (C08687), as complete; authorize the City Manager to execute and file a notice of completion with the Riverside County Recorder’s Office; and authorize the release of retention funds to Cal Stripe Inc. upon expiration of the notice of completion (NOC).

J. Second Reading of an Ordinance Adopting the Revised Fire Hazard Severity Zones (FHSZ) Map.

Recommendation: To waive reading beyond the title, provide second reading and approve an ordinance adopting the March 24, 2025 final updated Fire Hazard Severity Zones (FHSZ) map.

K. Second Reading of an Ordinance to Adopt the 2025 Citywide Speed Limit Survey
Recommendation: To provide second reading, by title only, and adopt an ordinance approving the Engineering and Traffic Survey prepared by Albert A.

Webb Associates and establishing the 2025 Citywide Speed Limits in Cathedral City.

L. Self-Contained Breathing Apparatus (SCBA) Compressor Replacement Recommendation: To authorize the purchase and installation of two new Arctic SCBA compressor systems one at Station 1 and one at Station 2, for a 5 combined total of $177,548.90. This investment is essential to maintaining firefighter safety, reducing operational risk, and supporting the department’s long-term readiness.

M. Award Agreement for Landscape Maintenance and Support services Recommendation: To approve the maintenance services agreement for landscape maintenance and support services; and authorize the City Manager to execute the maintenance agreement with PS
Tree Service.

N. Award Maintenance Agreement for Janitorial Services
Recommendation: To approve the maintenance services agreement for janitorial services; and, authorize the City Manager to execute the maintenance agreement with APEX Team Solutions.

O. Two-Year Law Enforcement Services Agreement Between the Palm Springs Unified School District and Cathedral City Police Department for One School Resource Officer
Recommendation: To approve an agreement with the Palm Springs Unified School District (District) for the Police Department to provide the District with one trained police officer on a full-time basis as a School Resource Officer (SRO) for FY 2025/26 and FY 2026/27, in the amount of $369,158, and authorize the City Manager to execute all necessary documents.

P. Professional Services Contract with Terra Nova Planning and Research, Inc. for the CV Commerce Center project
Recommendation: Approve an amendment to the professional services agreement with Terra Nova Planning and Research, Inc. for planning and environmental services related to the CV Commerce Center project and authorize the City Manager to execute the agreement with Terra Nova Planning and Research, Inc.

5. PUBLIC HEARINGS

A. Annual Renewal of the Lighting & Landscaping District (LLD) Budget Recommendation: Hold a public hearing, adopt resolutions approving the final engineer's report, and order the levy and collection of annual assessments for the sixteen (16) existing benefit zones for the annual renewal of the Lighting and Landscaping District Budget for fiscal year (FY) 2025/2026.

B. Zoning Ordinance Amendment 25-0002 and Specific Plan Amendment 25-0002
Recommendation: Find Zoning Ordinance Amendment 25-0002 and Specific Plan Amendment 25-0002 exempt from the California Environmental Quality Act.

Introduce an ordinance approving Zoning Ordinance Amendment 25-0002 amending Chapter 9.18 of Title 9 of the Cathedral City Municipal Code to add single family dwellings as a permitted use in the RM (Multiple-Family 6 Residential) District for lots no greater than 10,000 square feet, that are surrounded by existing development on two adjacent properties, and that do not have frontage on an Arterial Highway.

Introduce an ordinance approving Specific Plan Amendment 25-0002 amending Specific Plan 87-26C to allow single family dwellings in the specific plan when permitted in the underlying zoning district and to clarify that single family dwellings are subject to the development standards of the underlying zoning district.

C. Zoning Ordinance Amendment 25-0003
Recommendation: Find Zoning Ordinance Amendment 25-0003 exempt from the California Environmental Quality Act, introduce an ordinance amending Title 9 Planning and Zoning of the Cathedral City Municipal Code to add Chapter 9.09 (Public Notification and Community Meetings) and to amend Chapters 9.05, 9.52, 9.72, 9.74, 9.76, and 9.78 to delete existing provisions that conflict with new Chapter 9.09 relating to public notification requirements.

6. LEGISLATIVE ACTIONS

A. Appointment to the Finance Advisory Committee
Recommendation: To consider appointing one individual to the Finance Advisory Committee with a term expiring on June 30, 2028, based on the interviews conducted during the Study Session Meeting of June 25, 2025.

B. Approval of Contract Agreement with City Detect
Recommendation: Staff recommends City Council review and approve the contract with City Detect for AI camera systems.

C. FY 25/26 Community Assistance Grant Program Awards Council Approval
Recommendation: The Council Subcommittee recommends City Council approve the award of grants totaling $70,000 for the FY 2025/2026 Community Assistance Grant Program.

D. FY 2025/26 Community Arts Grant Program Awards
Recommendation: To approve the Public Arts Commission’s recommendation to fund grants through the Community Arts Grant Program.

E. Ratify Nominations by Councilmembers for Commission/Committee Seats and Appoint Individuals to Serve a Three-year Term to Expire June 30, 2028.

Recommendation: To ratify the following nominations and appoint each individual to serve a three-year term continuing through June 30, 2028:

Planning Commission:

Nomination by Councilmember Ernesto Gutuerrez to reappoint Danny Lee

Architectural Review Committee:

Nomination by Mayor Nancy Ross to reappoint Dean Keefer 7 Nomination by Councilmember Rita Lamb to reappoint Tanner Hoss

Historic Preservation Committee:

Nomination by Mayor Pro Tem Raymond Gregory to reappoint Eri Nox Nomination by Councilmember Ernesto Gutierrez to reappoint John Rivera

Parks and Community Events Commission:

Nomination by Councilmember Rita Lamb to appoint Ashley McGullam

Public Arts Commission:

Nomination by Councilmember Rita Lamb to appoint Kara Robinson

F. IRS Section 115 Trust Plan for Other Post Employment Benefits (OPEB) Recommendation: Staff recommends City Council adopt Resolution 2025-XX approving the Multiple Employer OPEB/Pension Section 115 Trust administered by Shuster Advisory Group and discontinue the City’s current participation in the CalPERS-administered CERBT.

G. FY 25/26 Community Art Grant Program Awards
Recommendation: To approve the Public Arts Commission’s recommendation to fund six grant applications submitted to the Community Art Grant Program for FY 25/26 for a total of $20,000.

7. DISCUSSION ON FUTURE AGENDA ITEMS

This is an opportunity for members of the City Council to request that, and for the City Council to discuss whether, one or more items should be added to the agenda of a future regular or special City Council meeting. To comply with the Brown Act, discussion should be limited to whether to add the item(s), and direction given to the City Manager regarding scheduling and prioritization of the item(s).

8. CLOSED SESSION

ADJOURNMENT

NOTES TO THE PUBLIC

The City of Cathedral City complies with the Americans with Disabilities Act of 1990. If you require special assistance to participate in this meeting, please call the City Clerk’s Office at (760) 770-0322 at least 48 hours prior to the meeting.

If you desire to address the City Council during the meeting, please complete a Request to Speak Form available at the entrance and present it to the City Clerk. Speakers will be called upon at the appropriate time.

Written Comments will be accepted until 2:00 p.m. on the day of the meeting. Written comments may be submitted via email, letter, or other forms of written communication.

To email comments please email to [email protected].

8 Hard copies of written comments and any other document will be provided to the City Council and made available for the general public to review. All written comments received by the submission deadline will be made part of the official record. The meeting minutes will include: The name of the individual submitting the comment and a brief statement summarizing the content of the comment.

Submitted Written Comments will not be read into the record during the meeting.

Staff Report
City Council
Item No. 2.A
Meeting Date: June 25, 2025
From: Tracey Hermosillo, City Clerk
Title: Interview Applicants for Finance Advisory Committee RECOMMENDATION:

Interview applicants for one vacant seat on the Finance Advisory Committee.

BACKGROUND:

The terms of appointments and term limits for commissions and committees have been established in the Cathedral City Municipal Code and by Resolution. There are no term limits established for committees in the municipal code. All members of the commissions and committees shall be appointed for a three-year term unless otherwise provided by law, Ordinance, Resolution or if not applicable. When an unexpected vacancy occurs on a commission/committee, an appointment may be made to fulfill the remainder of the term. Most, if not all, terms will expire on June 30th of their respective year.

The Finance Advisory Committee is made up of five members and currently has one vacant seat with the recent resignation of Ruth Fernandez. The committee meets annually or on an as needed basis and shall be subject to the provisions of the Brown Act.

DISCUSSION:

Staff solicits applications on an on-going basis to fill this and other vacant seats on commissions and committees. To date staff has received applications from the following three individuals for the Finance Advisory Committee:

Antonio Baciu
Rocio Conde
David Leach
Their applications are attached for your review.

It is the staff’s recommendation to interview each applicant for consideration of an appointment to the Finance Advisory Committee with a term continuing through June 30, 2028. This unexpired seat was scheduled to expire June 30, 2027; however, staff is recommending that this seat now expire June 30, 2028, in order to have one seat that is off cycle from the remaining terms expiring in 2026 and 2027.

A formal appointment may be made during the regular portion of the City Council meeting on June 25, 2025.

FISCAL IMPACT:

There is no Fiscal Impact with this item.

FIVE-YEAR STRATEGIC PLAN:

Not applicable.

ATTACHMENTS:

1. Application Antonio Baciu

2. Application Rocio Conde

3. Application David Leach

Dear Cathedral City “Finance Advisory Committee Selection Committee”.

I am writing to express my interest in serving on the Cathedral City Finance Advisory Committee. As a proud resident of Cathedral City for the past 20 years, I am deeply committed to contributing to the well-being and fiscal health of our community.

Throughout the years, I have served in leadership roles and on executive boards of diverse nonprofit organizations, including the Rotary Club, LULAC, National Charity League (NCL), and the Palm Springs Teachers Association. My civic engagement has also included active participation in school board committees such as the SCUSD Budget Committee, the District English Learners Advisory Committee, and the School Site Council. These experiences have allowed me to develop a strong understanding of public service, financial oversight, and community advocacy.

My dedication to these roles has strengthened my ability to collaborate, assess financial priorities, and ensure transparency—skills I believe are essential for a meaningful contribution to the Finance Advisory Committee. I am eager to bring my experience, perspective, and deep-rooted commitment to civic engagement to this role.

It would be an honor to support and represent our community through thoughtful and informed participation on the committee. Thank you for considering my application. I look forward to the opportunity to serve.

Warm regards,
Rocio Conde

CITY OF CATHEDRAL CITY

COMMISSION/BOARD/COMMITTEE APPLICATION

Commission/Board/Committee
on which you would like to serve:

Finance Advisory Committee
NAME:

David Leach
HOME ADDRESS:

HOME PHONE: CELL PHONE:

E-mail ADDRESS:

LENGTH OF RESIDENCY IN CATHEDRAL CITY: 4 years

IF EMPLOYED, PLEASE LIST WHERE YOU WORK AND POSITION YOU HOLD:

Retired from BoA/Merrill

I am interested in the Finance Advisory Committee as I wish to assist my local community with
its long term strategic plans. I have spent over 40 years in the ﬁnancial services industry and
also have excellent people skills.

I hope this is sufficient.

Sincerely,
David Leach
Staff Report
City Council
Item No. 2.B
Meeting Date: June 25, 2025
From: Andrew Firestine, AICP, Director of Community and Economic Development
Title: Economic Development Update: Strategic Partnerships, Auto Industry Analysis, and Development Dashboard Tools
RECOMMENDATION:

This report is for information and discussion only.

BACKGROUND:

Cathedral City is modernizing its approach to economic development in response to regional competition and evolving business needs. This shift includes a Strengths, Weaknesses, Opportunities and Threats (SWOT) analysis of the City’s automotive corridor, led by Kosmont Companies, to address infrastructure and marketing challenges. At the same time, the City is enhancing small business support by ending its Professional Services Agreement with the Chamber of Commerce and partnering with the Coachella Valley Women’s Business Center and the Small Business Development Center to deliver structured, trackable programs. To promote transparency, a new GIS-based Development Dashboard has been launched, offering real-time updates on active projects. These efforts reflect a move toward proactive, data-driven, and transparent economic development.

DISCUSSION:

Cathedral City is undergoing a strategic shift in how it delivers economic development services and communicates project activity to the public. In response to emerging regional competition, the evolving needs of local businesses, and a commitment to data-driven governance, the City is transitioning away from traditional service delivery models and investing in targeted initiatives designed to generate measurable economic outcomes. This multi-pronged effort includes a comprehensive SWOT analysis of the local automotive industry, the realignment of small business support programs, and the launch of a new online Development Dashboard to increase transparency and engagement around active projects.

Earlier this year, the City engaged Kosmont Companies to begin a focused SWOT analysis of Cathedral City’s automotive industry. The automotive sector remains one of the City’s most significant sources of sales tax revenue and commercial activity. However, dealerships face increasing pressure from surrounding cities such as Indio and La Quinta, which have begun enhancing their dealership corridors through incentives, branding, and infrastructure investments. While the final report is still in development, Kosmont has initiated stakeholder outreach and held preliminary meetings with local dealership representatives.

These conversations are helping identify key pain points such as infrastructure challenges, limited cross-promotional marketing, and visibility constraints along Highway 111. Kosmont’s findings will inform a strategic action plan to reinforce Cathedral City’s position as a regional automotive hub and ensure continued revenue stability from this vital sector.

In tandem with this industry-level assessment, Cathedral City is also realigning how it supports local entrepreneurs and small businesses. As of June 30, 2025, the City will conclude its contract with the Greater Coachella Valley Chamber of Commerce. Moving forward, the City will redirect those resources into two new partnerships—one with the Coachella Valley Women’s Business Center (CVWBC) and another with the Riverside County Office of Economic Development, which oversees the Coachella Valley Small Business Development Center (SBDC). Both organizations bring regional expertise and structured programming to support local business growth, and both have a track record of delivering results that can be tracked and evaluated.

Through CVWBC, Cathedral City will host in-person, one-on-one business counseling for local entrepreneurs on a weekly basis. These sessions will be conducted by rotating consultants from the University Enterprises Corporation at CSU San Bernardino and will cover topics such as business planning, financial strategy, marketing, and operations. The City will provide a dedicated location for these services along with basic internet and logistical support. The program is funded at $10,000 annually and includes quarterly performance reporting that will capture metrics such as jobs created, clients served, and increases in business sales.

The partnership with the SBDC will complement CVWBC’s services by offering multi-week accelerator programs and workshops targeted to specific business types. These include support for food entrepreneurs, product-based startups, e-commerce enablement, and emerging technologies such as artificial intelligence. The SBDC’s programs are offered on a rotating quarterly basis and are supplemented by one-on-one consulting, free resources, and technical assistance. These programs provide Cathedral City business owners with tools to formalize, grow, and sustain their operations while improving their access to regional and state-level support systems.

To further promote transparency and increase public engagement around development activity, the City has also launched a new Development Dashboard, an interactive GIS based platform that highlights current projects throughout Cathedral City. This map-based tool allows residents, business owners, developers, and commissioners to view real-time updates on planning, permitting, and construction activity across commercial, residential, and public infrastructure sectors. The dashboard improves access to key data, supports better-informed decision-making, and reinforces the City’s commitment to open communication. Active projects include new housing developments, restaurant openings, public safety facility improvements, and large-scale commercial proposals currently under review or in progress.

Together, these initiatives represent a broader evolution in Cathedral City’s economic development strategy, moving from passive outreach to proactive engagement, from general promotion to industry-specific planning, and from limited visibility to full transparency. These efforts position the City to remain competitive in a rapidly changing regional economy and to better serve the businesses and residents who contribute to its long-term vitality.

FISCAL IMPACT:

The two professional services agreements will be paid from the existing budget in the Professional Services account for Economic Development: 100-100-150-151-8600-8601.

FIVE-YEAR STRATEGIC PLAN:

Goal F – EMBRACING, INCLUSIVE COMMUNITY
Objective: Cathedral City is valued and respected as a community that welcomes and embraces diversity, has an abundance of high quality and affordable housing options and vibrant businesses. Our neighborhoods are attractive, well-maintained, and issues surrounding homelessness have been compassionately addressed.

ATTACHMENTS:

None
9 6
7 Staff Report
City Council
Item No. 2.C
Meeting Date: June 25, 2025
From: Andrew Firestine, AICP, Director of Community and Economic Development
Title: Review of Historic Preservation Committee
RECOMMENDATION:

City staff recommends City Council review and discuss the intent and purpose of the Historic Preservation Committee (HPC) and provide direction to City staff and the HPC.

BACKGROUND:

The Historic Preservation Committee was formed by City Council through the adoption of Ordinance No. 821 in 2019, provided for reference as Attachment 1. This ordinance added Chapter 2.31 to the Cathedral City Municipal Code, which formed the HPC as a five-member committee with those functions, powers, and duties described in Section 2.31.060 of the Cathedral City Municipal Code. Those duties include the review of “projects for compliance with applicable provisions of the Code related to the preservation of historic resources and shall make recommendations to the City Council and Planning Commission, as appropriate, related to the approval of projects involving historic resources and the adoption of regulations aimed at preserving historic resources.”
Following the adoption of Ordinance No. 821, the HPC conducted five meetings in 2020, 2021, and 2022, leading to the development of the historic preservation ordinance adopted by City Council on November 30, 2022. The HPC met four times in 2023 to develop a historic preservation application and three additional times to review and consider an application for the historic designation of the Agnes Pelton home and studio, which was recommended to City Council for designation as a Class 1 historic site on October 27, 2023.

Following their October 2023 meeting, the HPC meetings in November and December 2023 and January 2024 were cancelled. After the February 2024 meeting was cancelled and in response to a question from an HPC member on the cancellations, City staff informed the HPC it would be cancelling future meetings as well due to an absence of applications for the designation of property as a historic resource and that future meetings would be scheduled upon such time the City were to receive a new application. HPC members responded and requested to meet to discuss the ordinance and application form. 9 6
7 The HPC met again in April, May, June, and July 2024 to review and discuss the ordinance and application form. In response to the continued discussion, the original application form was divided into two forms, one for the historic designation of a property and a certificate of appropriateness and another for the removal or downgrade of a historic designation. Minor changes were recommended to the application forms in the July 2024 meeting, which were incorporated into the forms by City staff. The July 2024 meeting also introduced the Mills Act tax abatement program and presented information on the establishment of historic districts.

Due to a lack of members and the inability to establish a quorum, the HPC did not meet again until February 18, 2025. In the February 2025 meeting, the HPC conducted a recap of their 2024 meetings, including the revisions to the application forms together with a review of the historic preservation ordinance, and the Mills Act tax abatement program. At this meeting, the concept of an annual work plan was introduced by City staff as a means of identifying and prioritizing the work of the HPC and a work plan framework was provided to the HPC.

The March and April 2025 HPC meetings were cancelled due to a lack of a quorum.

A draft work plan was provided to the HPC for their May 20, 2025, meeting based on input received by City staff from HPC members. This work plan is attached for reference as Attachment 2. The HPC adopted the work plan at their May 2025 meeting, although discussion by the HPC following its adoption indicated a divided opinion on whether the work plan is consistent with the intent and purpose of the HPC. One opinion advocated that the role of the HPC is to process applications for historic designation and its efforts should continue to focus on this function and continued revisions to the application form. Others articulated a need for a broader role for the HPC to generate interest and awareness in historic preservation.

DISCUSSION:

With respect to the divided opinion of the HPC, staff recommends this be reconciled through direction from the City Council. New members were appointed to the HPC by City Council on April 23, 2025 and May 28, 2025. Direction from the City Council will help guide the HPC and its members and ensure its activities are consistent with the intent and purpose intended by City Council. Additionally, it will help ensure City resources are allocated appropriately.

In the opinion of City staff, there are two possible roles for the HPC:

1. The HPC exists to make recommendations on applications for historic designation only; or

2. The HPC exists to make recommendations on applications for historic designation and those activities that work to promote and raise awareness of historic preservation and the City’s history.

With respect to the first option, the HPC has supported the development of a historic preservation ordinance between 2020 and 2022 and has conducted eight meetings in 2023 and 2024 to review the application form, leading to the development of the two current application forms in July 2024. With the complete implementation and deployment of Energov and the Citizen Self Service (CSS) portal later in 2024, all applications for historic preservation are processed through Energov, making the prior application forms obsolete.

The forms in CSS follow what was developed by the HPC and the historic preservation 9 6
7 ordinance. If this is the purpose of the HPC, the committee should revert to an ad hoc meeting schedule and not take on additional responsibilities through their annual work plan.

On the second option, while it is not expressed in the language of Chapter 2.31, the intent statements in Ordinance No. 821 express the desire to: 1) encourage public knowledge, understanding, and appreciation of the City’s past; 2) strengthen the economy of the City by protecting and enhancing the City’s attractions to residents, tourists, and visitors; and 3) promote the private and public use of historical areas and sites for the education, prosperity, and general welfare of the people. Section 8.62.010 of the Cathedral City Municipal Code, a section of code articulating the purpose and intent of the historic preservation regulations, states:

This chapter is adopted for the purpose of recognizing historical events and people, preserving areas and specific buildings of the city which reflect elements of its cultural, social, economic, political, architectural and archaeological history.

This chapter is intended to stabilize and improve buildings, structures or areas which are considered to be of historical, architectural, archaeological or ecological value, to foster civic beauty, to strengthen the local economy and to promote the use of specific buildings and sites for the education and welfare of the citizens.

Section 8.62.010 of the Cathedral City Municipal Code and the intent statements in Ordinance No. 821 support the processing of historic preservation applications for historic designation together with those activities that work to promote and raise awareness of historic preservation and the City’s history.

If the Council supports the HPC making recommendations on applications for historic designation and performing work in support of the promotion and awareness of historic preservation, then the HPC should continue to meet on a regular basis to make progress on its work plan while also hearing any new applications for historic preservation that are submitted to the City.

FISCAL IMPACT:

None
FIVE-YEAR STRATEGIC PLAN:

Action D-7: Commission a survey of historic properties.

Action D-8: Work with the Historic Preservation Society to digitize and preserve historic photos and documents.

ATTACHMENTS:

Attachment 1: Ordinance No. 821
Attachment 2: 2025 HPC Work Plan
ORDINANCE NO. 821

AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF
CATHEDRAL CITY CALIFORNIA ADDING CHAPTER 2. 31

TO THE CATHEDRAL CITY MUNICIPAL CODE

REGARDING HISTORIC PRESERVATION
WHEREAS, the City desires to safeguard the heritage of the City of Cathedral City by providing for the protection of historical sites and areas representing significant elements of its history;
WHEREAS, the City desires to encourage public knowledge, understanding and appreciation of the City's past;
WHEREAS, the City desires to, strengthen the economy of the City by protecting and enhancing the city' s attractions to residents, tourists and visitors; and WHEREAS, the City desires to promote the private and public use of historical areas and sites for the education, prosperity and general welfare of the people.

THE CITY COUNCIL OF THE CITY OF CATHEDRAL CITY DOES ORDAIN AS FOLLOWS:

SECTION 1. Addition of Chapter 2. 31.

A new chapter 2.31 is added to the Cathedral City Municipal Code as set forth in the attached Exhibit A.

SECTION 2. CEQA.

The City Council hereby finds that this Ordinance is exempt from the California Environmental Quality Act ( CEQA) under Section 15061( b)( 3) of the State CEQA Guidelines because it can be seen with certainty that this Ordinance does not have the potential to cause a significant effect on the environment.

SECTION 3. Effective Date.

This Ordinance shall be effective 30 days from and after its final passage.

SECTION 4. Severability.

If any section, subsection, subdivision, sentence, clause, phrase, or portion of this Ordinance, is for any reason held to be invalid or unconstitutional by the decision of any court of competent jurisdiction, then such decision shall not affect the validity of the remaining portions of this Ordinance. The City Council of the City of Cathedral City hereby declare they would have adopted this Ordinance, and each section, subsection, subdivision, sentence, clause, phrase, or portion thereof, irrespective of the fact that anyone or more sections, subsections, subdivisions, sentences, clauses, phrases, or portions thereof be declared invalid or unconstitutional.

SECTION 5. Publication.

The City clerk is authorized and directed to cause this Ordinance to be published within fifteen ( 15) days after its passage in a newspaper of general circulation and circulated within the City in accordance with Government Code Section 36933( a) or, to cause this Ordinance to be published in the manner required by law using the alternative summary and pasting procedure authorized under Government Code Section 39633( c).

INTRODUCED at the regular meeting of Cathedral City City Council on the 12th day of December, 2018.

APPROVED AND ADOPTED this 9t"
day of January, 2019, by the following vote:

Ayes: Councilmembers Gutierrez, Gregory and Aguilar; Mayor Pro Tem Carnevale and Mayor Pettis
Noes: None
Abstain: None

Absent: None
Gregory S. Pettis, Mayor
A-NEST., _
Tracey. R artinez, CityClerk
APPROVED O F M:

Eric S. Vail, City Attorney
EXHIBIT " A"
Sec. 2.31.010 Creation of Cathedral City Historic Preservation Committee There is created an historic preservation committee. The committee shall consist of five ( 5) members who shall be appointed by the city council, serving without compensation.

Sec. 2. 31. 020 Qualification of members.

To be eligible for appointment to the committee, an individual must have demonstrated knowledge and interest in the cultural, socioeconomic, architectural or archaeological history of the area, either through experience, training, education or occupation.

Sec. 2. 31. 030 Term Vacancies.

Members of the committee shall be appointed and removed in accordance with and shall be subject to all the provisions of Chapter 2.06 of the Cathedral City Municipal Code, as the chapter now reads, or as it may thereafter be amended from time to time.

Consistent with Section 2. 06. 010( A), two of the initial committee members shall be appointed to serve a two- year term and three of the initial committee members shall be appointed to serve a three- year term so that thereafter the terms are staggered.

Sec. 2. 31. 040 Meetings.

Meetings of the committee shall be held as necessary to fulfill its duties at such time and place as shall be fixed by the committee. A majority of the appointed members of the committee shall be considered a quorum for the transaction of business. The committee may establish such rules and regulations as it deems necessary for the conduct of its business. In matters relating to holding and conducting regular and special meetings, the committee shall be bound by the provisions of the Ralph M. Brown Act of the state, as it may be amended, applicable to advisory committees.

Sec. 2. 31. 050 Organization.

Designation of a chairperson for the committee shall be governed by Section

2.06.020 of this municipal code. The city manager may appoint an executive secretary and other staff and provide such compensation for their services as may be authorized by the city council. The committee shall be authorized to establish and fix the membership of standing and temporary subcommittees as it may find expedient for the performance of its duties.

2. 31. 060 Functions, powers and duties.

The committee shall review projects for compliance with applicable provisions of the Code related to the preservation of historic resources and shall make recommendations to the City Council and Planning Commission, as appropriate, related to the approval of projects involving historic resources and the adoption of regulations aimed at preserving historic resources.

Historic Preservation Committee
2025-2026 Workplan
DRAFT
The City of Cathedral City adopted a historic preservation ordinance and appointed a Historic Preservation Committee consisting of 5-members. The HPC meets monthly as needed to discuss preservation related matters and consider Certificate of Appropriateness applications.About the Committee - John Rivera (Chair)
- Dr. Charlotte Hunter-Copper (Vice Chair)
- Eri NoxCurrent Committee
Members - Patrick Evans
- (Vacant)
Purpose and Intent,
Municipal Code
Section 8.62.010
This chapter is adopted for the purpose of recognizing historical events and people, preserving areas and specific buildings of the city which reflect elements of its cultural, social, economic, political, architectural and archaeological history. This chapter is intended to stabilize and improve buildings, structures or areas which are considered to be of historical, architectural, archaeological or ecological value, to foster civic beauty, to strengthen the local economy and to promote the use of specific buildings and sites for the education and welfare of the citizens.

PROJECT/GOAL 1: Process for Designation of Historic Neighborhoods

INTENT/IMPACTS TIMELINE RESOURCES NEEDED MEASURE OF SUCCESS COUNCIL

SUPPORT/ENDORSEMENT
To recognize groupings of resources in
proximity; as in a district or geographical
bounds.

HIGH PRIORITY LOWER PRIORITY COUNCIL-DIRECTED POLICY
UPDATE
Identify areas where a grouping of potential resources may exist. Get property owner support early on.

PROJECT/GOAL 2:

INTENT/IMPACTS
Oral Histories

TIMELINE RESOURCES NEEDED MEASURE OF SUCCESS COUNCIL

SUPPORT/ENDORSEMENT
Capture stories of long-time residents who
have significant memories to contribute
through storytelling
Volunteers, time, training

HIGH PRIORITY LOWER PRIORITY COUNCIL-DIRECTED POLICY
UPDATE
Identify storytellers, round up recorders, get training Polished production and publication of finished stories PROJECT/GOAL 3: Development of Historic Recognition process COMBINED WITH Process for Preservation of City Assets

INTENT/IMPACT TIMELINE RESOURCES NEEDED MEASURE OF SUCCESS COUNCIL

SUPPORT/ENDORSEMENT
To develop a process to recognize assets
in the City with cultural heritage or historic
value that don't qualify for Historic
Designation per 8.62.020, Class 1, Class
2 or Class 3 Designation. NOTE: Class 2
includes site that contains a non-historic
structure or a use different from that
during historical period or contains
unusuable or nonconforming structures;
Would Class 2 meet this objective?

HIGH PRIORITY LOWER PRIORITY COUNCIL-DIRECTED

POLICY UPDATE
Chupperosa Lane, or sites that otherwise don't qualify for a Class 2 Historic Designation.
5-year Strategic Plan, Action
B-5 (Public Works)
PROJECT/GOAL 4: Public Outreach - communications

INTENT/IMPACT TIMELINE RESOURCES NEEDED MEASURE OF SUCCESS COUNCIL

SUPPORT/ENDORSEMENT
Raise awareness of historic resources
and historic assets throughout Cathedral
City through website presence, public
outreach, signage/plaques (as part of
other Goals)
Web page (internal) More members of the public are
aware, acknowledgement of the
efforts.

HIGH PRIORITY LOWER PRIORITY COUNCIL-DIRECTED POLICY
UPDATE
PROJECT/GOAL 5: Walking tours/routes with signage

INTENT/IMPACT TIMELINE RESOURCES NEEDED MEASURE OF SUCCESS COUNCIL

SUPPORT/ENDORSEMENT
Provide opportunity to engage with locals
and visitors to raise awareness of
culturally and historically rich areas, sites,
buildings in the City.

Positive feedback,
acknowledgement.

HIGH PRIORITY LOWER PRIORITY COUNCIL-DIRECTED POLICY
UPDATE
PROJECT/GOAL 6: Public Outreach - communications

INTENT/IMPACT TIMELINE RESOURCES NEEDED MEASURE OF SUCCESS COUNCIL

SUPPORT/ENDORSEMENT
Raise awareness of historic resources
and historic assets throughout Cathedral
City through website presence, public
Web page (internal) More members of the public are
aware, acknowledgement of the
efforts.

HIGH PRIORITY LOWER PRIORITY COUNCIL-DIRECTED POLICY
UPDATE
PROJECT/GOAL 7: 100 year anniversary celebration

INTENT/IMPACT TIMELINE RESOURCES NEEDED MEASURE OF SUCCESS COUNCIL

SUPPORT/ENDORSEMENT
Celebrate the 100-year anniversary of City August 2025 - this will come fast If in 2025, assign a subcommittee to Good participation at the event or work on this. Consider an indoor venue good acknowledgement of the for a celebration (movie theater or CV
Rep for an event, high school
theater/screenings). Consider the extent
of the celebration and budget
needed/available.
commemoration (if it's not an actual
event)

HIGH PRIORITY LOWER PRIORITY COUNCIL-DIRECTED POLICY
UPDATE
PROJECT/GOAL 8: Application Update

INTENT/IMPACT TIMELINE RESOURCES NEEDED MEASURE OF SUCCESS COUNCIL

SUPPORT/ENDORSEMENT
Application form updated in 2024.

Applications are all online and form
updates are less crucial to success of
applications as they once were.

HIGH PRIORITY LOWER PRIORITY COUNCIL-DIRECTED POLICY
UPDATE
Staff Report
City Council
Item No. 3.A
Meeting Date: June 25, 2025
From: Eric S. Vail, City Attorney
Title: Public Employee Appointment Pursuant to Government Code section 54957(b) Two(2) positions:

Position Title: Interim City Manager
Position Title: City Manager
Staff Report
City Council
Item No. 3.B
Meeting Date: June 25, 2025
From: Charles P. McClendon, City Manager
Title: Conference with Labor Negotiator Pursuant to Government Code Section 54956.6
Agency Negotiator: Charles McClendon, City Manager
Represented Employees: Cathedral City Police Management Association (CCPMA)
Staff Report
City Council
Item No. 3.C
Meeting Date: June 25, 2025
From: Andrew Firestine, Community and Economic Development Director Title: Conference with Legal Counsel — Initiation of Litigation. Pursuant to Government Code section 54956.9(d)(4)
One (1) Matter 68342 Kieley Rd.

CITY COUNCIL

MINUTES
Study Session 3:00 p.m.

Regular Meeting 5:30 PM
Wednesday, May 28, 2025
City Council Chambers
68-700 Avenida Lalo Guerrero
Cathedral City, CA 92234

CALL TO ORDER
Mayor Nancy Ross called the Study Session portion of the meeting to order at 3:00 p.m.

ROLL CALL
Council Present:

Nancy Ross, Mayor
Raymond Gregory, Mayor Pro Tem
Ernesto Gutierrez, Councilmember
Rita Lamb, Councilmember
Mark Carnevale, Councilmember

AGENDA FINALIZATION
There were no changes to the Agenda.

1. PUBLIC COMMENTS
The following comment was received for the record:

David Koslow provided comments related to the November 2026 Election.

2. STUDY SESSION
A. Presentation on Animal Services from Representatives from the Coachella Valley Animal Campus Commission
Recommendation: This is a presentation only, no formal action is required.

Ty Peabody, Coachella Valley Animal Campus Commission Representative, provided an update on animal services.

This was a presentation only, there was no formal action taken by the City Council.

B. Real Time Operations Center (RTOC)

Recommendation: For information and discussion only
George Crum, Police Chief, provided a brief overview and introduced Lieutenant William Hutchinson, Palm Springs Police Department, who presented the following points:

•Real-Time Operations Center
•Automated License Plate Readers
•Flock 911
•Drone as First Responders
•Integrated Systems
•Benefits to the Community
Patty Hagedorn asked clarifying questions related to the presentation.

The City Council expressed concern related to the drone coverage area presented and asked clarifying questions related to people’s privacy rights and civil liberties, which were responded to by staff and Mr. Hutchinson. This was a presentation only, there was no formal action taken by the City Council.

C. 2025 Firework Enforcement and Response Activity
Recommendation: This item is presented for information, discussion and direction only.

Commander Nate Hanley provided an update on the 2025 Firework Enforcement and Response Activity. The following points were presented:

•Background
•Historical Data
•Operations Plan
•Enforcement and Education
•Cathedral City Fire and EMS: No Fireworks Campaign
•Physical Awareness: Bus Shelter Campaign
•Mobile Messaging: Fire Department Vehicles
•Fiscal Impact
The City Council asked clarifying questions, which were responded to by staff.

This was a presentation only, there was no formal action taken by the City Council.

D. CityDetect AI for Code Compliance
Recommendation: This item is presented for discussion purposes prior to the presentation of a contract award to City Detect, currently anticipated to be presented to City Council on June 25, 2025.

Justin Gardner, Code Compliance Manager, provided the background and introduction of City Detect and introduced Gavin Baum-Blake.

Gavin Baum-Blake, CEO City Detect, provided an overview on City Detect and how it can be used by the City.

The City Council asked clarifying questions, which were responded to by staff.

This was a presentation only, there was no formal action taken by the City Council.

3. CLOSED SESSION
A. Conference with Legal Counsel – Decision Whether to Initiate Litigation Pursuant to Government Code section 54956.9(d)(4) Number of Matters:

Two (2)
(1) Decision to Initiate Action — Fantasy Balloon Flights (2) Decision to Join: City and County of San Francisco et al. v. Donald J Trump, et al. USDC Northern District Case No. 25-CV-01350 Recommendation: There is no Staff Recommendation.

B. Conference with Legal Counsel – Anticipated Litigation Pursuant to Government Code section 54956.9(d)(2) Significant Exposure to Litigation Number of Matters: One
(1) Complaint filed by David Koslow
Recommendation: There is no Staff Recommendation.

City Attorney Eric Vail announced that the City Council will meet in Closed Session to discuss the Closed Session items listed on the agenda.

RECESS
The City Council recessed to Closed Session at 5:12 p.m. and will reconvene for the Regular Meeting at 5:30 p.m.

REGULAR MEETING - 5:30 PM

CALL TO ORDER
Mayor Nancy Ross called the Regular Meeting to order at 5:48 p.m.

PLEDGE OF ALLEGIANCE
Councilmember Rita Lamb led the Pledge of Allegiance.

INVOCATION (MOMENT OF REFLECTION)
Councilmember Mark Carnevale offered the Invocation.

ROLL CALL
Council Present:

Nancy Ross, Mayor
Raymond Gregory, Mayor Pro Tem
Ernesto Gutierrez, Councilmember
Rita Lamb, Councilmember
Mark Carnevale, Councilmember

AGENDA FINALIZATION
There were no changes to the Agenda.

1. PUBLIC COMMENTS
Michael Hayes expressed his concern related to the Police Department and City Management staff.

The following comment was received for the record:

David Koslow provided comments related to the November 2026 Election.

2. COUNCIL REPORTS
Councilmember Mark Carnevale reported on the following:
•His attendance at the Southern California Association of Governments Conference
•His attendance at the City Council and Planning Commission Joint meeting •His attendance at the State of the City event
•The homeless individual he connected with Homeless Liaison Officer Brooks •The Library cooling center
•CVRM is offering free rides to their shelter in Indio
•His attendance at the Coachella Valley Association of Governments Homeless Committee
•His attendance at the Esperanza Park Ribbon Cutting
•His attendance at the 2x2 meeting with the Coachella Valley Water District •His attendance at the High School Street Naming Ceremony •His meeting with staff to discuss the Historic Preservation Committee Councilmember Ernesto Gutierrez reported on the following:
•He hopes everyone enjoyed the Memorial Day Weekend
•He discussed how well the City Council represents the City Mayor Pro Tem Raymond Gregory reported on the following:

•His attendance at the recent Pride Prom in Indio
•His attendance at resident Patty Hagedorn’s birthday celebration •His attendance at the League of California Cities Division meeting •His attendance at the Riverside County Transportation Commission meeting •His attendance at the Esperanza Park Ribbon Cutting
•His attendance at the Parks and Community Events Commission communication subcommittee meeting
•His attendance at the High School Street Naming Ceremony •He reminded everyone that the City Council will be dark for the June 11th meeting
Councilmember Rita Lamb reported on the following:
•May which is Mental Health Awareness Month
•Her attendance at the Mary Pickford Theatre’s Mental Health presentation •Her discussion with Commissioner Erin Hyland related to a proposed health event
•The Desert Sun article about Esperanza Park
•She thanked Chief Crum for his participation at the Memorial Day event at Forest Lawn
•Her attendance at the AMVETS Memorial Day event at Cimarron Cove Golf Resort
•The upcoming Street Sign Topper Reveal for Diane Gill and Jane Rosco •The next Grab and Go Emergency Preparedness event on June 7 th •Her discussion with a resident of Indio related to how great Cathedral City is doing
Mayor Nancy Ross reported on the following:
•Her interactions with citizens
•Her meetings related to the Animal Campus
•The work done by the Commissions to get spay and neuter services in the City •Her attendance at the Esperanza Ribbon Cutting
•Her attendance at a Celebration of Life
•Her attendance at the High School Street Naming Ceremony •Her attendance at the High School Senior Awards Night
•Her attendance at the League of California Cities Division meeting

3. CONSENT AGENDA
A. Waive Full Reading of Ordinances on Agenda
Recommendation: Waive full reading of Ordinances on Agenda.

M.O. 2025-79
B. Approval of the May 14, 2025, Study Session and Regular City Council Meeting Minutes
Recommendation: Approve the May 14, 2025, Study Session and Regular City Council Meeting Minutes.

M.O. 2025-80
C. Approval of Grant Expenditure SLESA FY 2021-2022 for Drone as First Responder (DFR) Equipment.

Recommendation: To approve the expenditure plan appropriating Supplemental Law Enforcement Services Account (SLESA) for FY 2021-2022 allocation for drone as first responder (DFR) equipment.

M.O. 2025-81
D. Fiscal Year 2025/2026 Appropriations Limit, GANN Initiative Limitation Recommendation: To adopt a resolution establishing the City’s appropriations limit for the FY 2025/2026, Gann Initiative Limitation.

Reso 2025-11
E. Amendment No. 1 to the Professional Services Agreement with MSA Consulting, Inc. for Design of the Date Palm Drive between Interstate 10 and Varner Road Project (CIP No. C08671).

Recommendation: To approve Amendment No. 1 to the Professional Services Agreement with MSA Consulting, Inc., related to the design of improvements along Date Palm Drive between Interstate 10 and Varner Road (CIP No.

C08671), extending the term of the agreement by an additional six (6) months to allow for completion of project design activities; and authorize the City Manager to execute the amendment.

M.O. 2025-82
F. Authorize One (1) Year Extensions for Public Works Maintenance and Environmental Conservation Division Service Agreements
Recommendation:

To approve a one (1) year extension to the current service agreements for Public Works Maintenance and Environmental Conservation Services; and authorize the City Manager to execute all amendment documents for the following:

1. Yunex LLC for traffic signal maintenance and emergency on-call services.

2. Graffiti Protective Coating, Inc. for graffiti abatement services and on- call emergency services.

3. Desert Ants Engineering, Inc. for concrete installation, repair and maintenance services as-needed contract.

4. Student Creative Recycle Art Program (S.C.R.A.P.) Gallery for environmental educational services.

M.O. 2025-83
G. Approval of the Parks and Community Events Commission Support of the Panorama Dog Park Howl-O-Ween Dog Costume Event and the Esperanza Dog Park Feliz Navi Dog - 2025.

Recommendation: To approve $400 from the 2025-2026 Parks and Community Events Commission small events budget to support the Panorama Dog Park Howl-O-Ween Dog Costume Event and the Esperanza Dog Park ”Feliz Navi Dog” Dog Costume Event for 2025.

M.O. 2025-84
H. Special Use Permit – Battle in the Desert 2025
Recommendation: To approve Special Use Permit for the 2025 Battle in the Desert to be held on Saturday, October 11, 2025, in the Cathedral City Community Amphitheater.

M.O. 2025-85
I. Ratify the Nomination of Alexandra Heckman by Councilmember Rita Lamb to Serve on the Historic Preservation Committee and Appoint Her to Fill an Unexpired Term Continuing Through June 30, 2026.

Recommendation: To ratify the nomination of Alexandra Heckman by Councilmember Rita Lamb to serve on the Historic Preservation Committee and appoint her to fill an unexpired term continuing through June 30, 2026.

M.O. 2025-86
A motion was made by Mayor Pro Tem Gregory and seconded by Councilmember Carnevale to approve the Consent Agenda.

RESULT: PASS [5 TO 0]
MOVER: Raymond Gregory, Mayor Pro Tem
SECONDER: Mark Carnevale, Councilmember
AYES: Ross, Gregory, Gutierrez, Lamb, Carnevale
NOES:

ABSENT:

ABSTAIN:

4. PUBLIC HEARINGS
A. Revocation of Conditional Use Permit No. 17-015 for Kieley Rd Recommendation: Staff recommend that the City Council adopt a resolution revoking Conditional Use Permit (CUP) No. 17-015 for the property located at 68342 Kieley Road due to repeated and significant violations of the Cathedral City Municipal Code and California Fire Code, as well as ongoing threats to public health and safety.

Justin Gardner, Code Compliance Manager, provided an overview of the proposed revocation of Conditional Use Permit No. 17-015.

The City Council asked clarifying questions which were responded to by staff.

Mayor Nancy Ross opened the Public Hearing to receive public comments, seeing none, she closed the Public Hearing and returned discussion to the City Council.

Reso 2025-12
A motion was made by Councilmember Gutierrez and seconded by Mayor Pro Tem Gregory to adopt a resolution revoking Conditional Use Permit (CUP) No. 17-015 for the property located at 68342 Kieley Road due to repeated and significant violations of the Cathedral City Municipal Code and California Fire Code, as well as ongoing threats to public health and safety.

RESULT: PASS [5 TO 0]
MOVER: Ernesto Gutierrez, Councilmember
SECONDER: Raymond Gregory, Mayor Pro Tem
AYES: Ross, Gregory, Gutierrez, Lamb, Carnevale
NOES:

ABSENT:

ABSTAIN:

B. 2025/2026 Rate Increase Request for Solid Waste and Recycling Collection for Residential, Commercial and Roll Off Services.

Recommendation: To hold a public hearing under Prop 218, consider any protests received, determine whether a majority protest has occurred, and if not approve a 2025/2026 tax year rate increase for the collection, recycling, and disposal of municipal solid waste for commercial, residential, and roll-off services; and approve a resolution approving tax roll billing for residential services.

Deanna Pressgrove, Environmental Conservation and Public Works Manager, provided an overview on the proposed 2025/2026 Rate Increase for Solid Waste and Recycling Collection for Residential, Commercial and Roll Off Services.

Mayor Nancy Ross opened the Public Hearing to receive public comments, seeing none, she closed the Public Hearing and returned discussion to the City Council.

Reso 2025-13
A motion was made by Councilmember Gutierrez and seconded by Councilmember Lamb to approve a 2025/2026 tax year rate increase for the collection, recycling, and disposal of municipal solid waste for commercial, residential, and roll-off services; and approve a resolution approving tax roll billing for residential services.

RESULT: PASS [5 TO 0]
MOVER: Ernesto Gutierrez, Councilmember
SECONDER: Rita Lamb, Councilmember
AYES: Ross, Gregory, Gutierrez, Lamb, Carnevale
NOES:

ABSENT:

ABSTAIN:

5. LEGISLATIVE ACTIONS
A. First Reading of an Ordinance to Adopt the 2025 Citywide Speed Limits Survey
Recommendation: To introduce and provide first reading, by title only, to an ordinance adopting the Traffic and Engineering Study by Albert A. Webb Associates, establishing the 2025 Citywide Speed Limits in Cathedral City.

M.O. 2025-87
A motion was made by Mayor Pro Tem Gregory and seconded by Councilmember Lamb to introduce and provide a first reading, by title only, of an ordinance adopting the Traffic and Engineering Study by Albert A. Webb Associates, establishing the 2025 Citywide Speed Limits in Cathedral City.

RESULT: PASS [5 TO 0]
MOVER: Raymond Gregory, Mayor Pro Tem
SECONDER: Rita Lamb, Councilmember
AYES: Ross, Gregory, Gutierrez, Lamb, Carnevale
NOES:

ABSENT:

ABSTAIN:

B. First Reading of an Ordinance Adopting the Revised Fire Hazard Severity Zones (FHSZ) Map.

Recommendation: To introduce, waive reading beyond the title and provide first reading to an ordinance adopting the March 24, 2025 final updated Fire Hazard Severity Zones (FHSZ) map.

M.O. 2025-88
A motion was made by Mayor Pro Tem Gregory and seconded by Councilmember Lamb to introduce and provide a first reading, by title only, of an Ordinance, adopting the March 24, 2025, final updated Fire Hazard Severity Zones (FHSZ) map.

RESULT: PASS [5 TO 0]
MOVER: Raymond Gregory, Mayor Pro Tem
SECONDER: Rita Lamb, Councilmember
AYES: Ross, Gregory, Gutierrez, Lamb, Carnevale
NOES:

ABSENT:

ABSTAIN:

C. Approval of FY 2025/2026 and 2026/2027 Biennial Budget Recommendation: 1. To adopt a Resolution entitled, "A RESOLUTION BY

THE CITY COUNCIL OF THE CITY OF CATHEDRAL CITY, CALIFORNIA, APPROVING A BUDGET FOR THE FISCAL YEARS 2025/2026 AND
2026/2027.”

2. To adopt a Resolution entitled, "A RESOLUTION BY THE BOARD OF THE

CATHEDRAL CITY PUBLIC FINANCING AUTHORITY APPROVING A
BUDGET FOR THE FISCAL YEARS 2025/2026 AND 2026/2027.”

3. To adopt a Resolution entitled, "A RESOLUTION BY THE CITY OF

CATHEDRAL CITY AS THE HOUSING SUCCESSOR AGENCY
APPROVING A BUDGET FOR THE FISCAL YEARS 2025/2026 AND
20206/2027.”

4. To adopt a Resolution entitled, "A RESOLUTION BY THE SUCCESSOR

AGENCY TO THE CATHEDRAL CITY REDEVELOPMENT AGENCY
APPROVING A BUDGET FOR THE FISCAL YEARS 2025/2026 AND
2026/2027.”

5. To adopt a Resolution entitled, "A RESOLUTION BY THE CITY COUNCIL

OF THE CITY OF CATHEDRAL CITY, CALIFORNIA, APPROVING THE

CAPITAL IMPROVEMENT PROJECT (CIP) PLAN AND THE PARKS
IMPROVEMENT PROGRAM PLAN FOR FISCAL YEARS 2026 THROUGH
2030.”
Reso 2025-14
A motion was made by Mayor Pro Tem Gregory and seconded by Councilmember Lamb to adopt a Resolution by the City Council of the City of Cathedral City, California, approving a budget for the Fiscal Years 2025/2026 and 2026/2027.

RESULT: PASS [5 TO 0]
MOVER: Raymond Gregory, Mayor Pro Tem
SECONDER: Ernesto Gutierrez, Councilmember
AYES: Ross, Gregory, Gutierrez, Lamb, Carnevale
NOES:

ABSENT:

ABSTAIN:

Reso PFA 2025-01
A motion was made by Mayor Pro Tem Gregory and seconded by Councilmember Lamb to adopt a Resolution by the Board of the Cathedral City Public Financing Authority approving a budget for the Fiscal Years 2025/2026 and 2026/2027.

RESULT: PASS [5 TO 0]
MOVER: Raymond Gregory, Mayor Pro Tem
SECONDER: Rita Lamb, Councilmember
AYES: Ross, Gregory, Gutierrez, Lamb, Carnevale
NOES:

ABSENT:

ABSTAIN:

Reso HSA 2025-01
A motion was made by Mayor Pro Tem Gregory and seconded by Councilmember Lamb to adopt a Resolution by the City of Cathedral City as the Housing Successor Agency approving a budget for the Fiscal Years 2025/2026 and 20206/2027.

RESULT: PASS [5 TO 0]
MOVER: Raymond Gregory, Mayor Pro Tem
SECONDER: Rita Lamb, Councilmember
AYES: Ross, Gregory, Gutierrez, Lamb, Carnevale
NOES:

ABSENT:

ABSTAIN:

Reso SA 2025-01
A motion was made by Mayor Pro Tem Gregory and seconded by Councilmember Lamb to adopt a Resolution by the Successor Agency to the Cathedral City Redevelopment Agency approving a budget for the Fiscal Years 2025/2026 and 2026/2027.

RESULT: PASS [5 TO 0]
MOVER: Raymond Gregory, Mayor Pro Tem
SECONDER: Rita Lamb, Councilmember
AYES: Ross, Gregory, Gutierrez, Lamb, Carnevale
NOES:

ABSENT:

ABSTAIN:

Reso 2025-15
A motion was made by Mayor Pro Tem Gregory and seconded by Councilmember Lamb to adopt a Resolution by the City Council of the City of Cathedral City, California, approving the Capital Improvement Project (CIP) Plan and the Parks Improvement Program Plan for Fiscal Years 2026 through 2030.

RESULT: PASS [5 TO 0]
MOVER: Raymond Gregory, Mayor Pro Tem
SECONDER: Rita Lamb, Councilmember
AYES: Ross, Gregory, Gutierrez, Lamb, Carnevale
NOES:

ABSENT:

ABSTAIN:

6. DISCUSSION ON FUTURE AGENDA ITEMS
There was no discussion on future agenda items.

7. CLOSED SESSION
The City Council recessed into Closed Session to complete Closed Session items listed under the Study Session portion of the agenda at 7:04 p.m.

The City Council reconvened at 7:26 p.m.

City Attorney Eric Vail announced that the City Council met in Closed Session to complete the Closed Session item listed on the Study Session agenda. He reported the following:
•Item 3A. (1) Action to initiate litigation with Fantasy Balloon Flights •Item 3A. (2) Action to join the City and County of San Francisco et al. v. Donald J Trump, et al. USDC Northern District Case No. 25-VC-01350 •Item 3B. There was no reportable action taken

ADJOURNMENT
Mayor Nancy Ross adjourned the meeting at 7:27 p.m.

Mayor, City of Cathedral City City Clerk, City of Cathedral City Staff Report
City Council
Item No. 4.C
Meeting Date: June 25, 2025
From: Kevin Biersack, Financial Services Director
Title: Check Demand May
RECOMMENDATION:

The City Council acting in its capacity for the City, the Successor Agency to the former Redevelopment Agency, the Housing Successor Agency and the Cathedral City Public Finance Authority Board receive and file payment of claims and demands in the aggregate sum of $8,580,208.81 for the month of May 2025.

I HEREBY CERTIFY that in my judgment these demands were legally and owing by the City and/or the Successor Agency to the former Redevelopment Agency, the Housing Successor Agency and the Cathedral City Public Finance Authority and the funds were available for payment thereof, and in all other respects, the demands conform to the criteria set for the in section 3.16.050 of the Cathedral City Municipal Code.

Kevin Biersack, Financial Services Director
ATTACHMENTS:

Check Demand Register Report May 2025

CITY OF CATHEDRAL CITY

PAYROLL

DATE DESCRIPTION TOTAL
5/6/2025 Checks and Direct Deposit 868,922.54 $
Taxes, PERS, ICMA, Nationwide 482,740.58$
5/20/2025 Checks and Direct Deposit 749,232.48 $
Taxes, PERS, ICMA, Nationwide 505,353.89$
6/3/2025 Checks and Direct Deposit 746,268.29 $
Taxes, PERS, ICMA, Nationwide -$
TOTAL PAYROLL 3,352,517.78 $

ACCOUNTS PAYABLE
DATE CHECK NO. TOTAL
5/8/2025 CK 10015246-10015303 / EFT 9809-9904 1,786,001.68$ 5/22/2025 CK 10015304-10015341 / EFT 9905-10009 1,570,181.09$ WIRE NO.

Various 9007207-9007251 1,871,508.26 $
TOTAL ACCOUNTS PAYABLE 5,227,691.03 $
COMBINED TOTAL FOR MONTH: 8,580,208.81 $
TOTAL ACCOUNTS PAYABLE DEMAND REGISTER REPORT (ATTACHED) 6,215,785.50$ TOTAL PAYROLL CHECKS AND DIRECT DEPOSITS 2,364,423.31$
COMBINED TOTAL FOR MONTH: $8,580,208.81
DEMAND LISTINGS FOR THE MONTH OF MAY 2025

TYPE DATE INVOICE
NUMBER
INVOICE 05/04/2025 0525-1 CCTV
INVOICE 05/04/2025 0525-1 GM
INVOICE 05/19/2025 0525-2 CCTV
INVOICE 05/19/2025 0525-3 GM
EFT 05/22/2025
INVOICE 02/22/2025 ARIV0007295
EFT 05/08/2025
INVOICE 03/29/2025 ARIV0008010
INVOICE 04/26/2025 ARIV0008246
EFT 05/22/2025
INVOICE 01/31/2025 18981
INVOICE 02/28/2025 19224
INVOICE 03/31/2025 19570
INVOICE 03/31/2025 19569
EFT 05/22/2025
INVOICE 04/10/2025 263534
INVOICE 04/22/2025 263796
EFT 05/08/2025
INVOICE 05/08/2025 264303
EFT 05/22/2025
INVOICE 03/26/2025 1QN3-NVFG-
R4KY7
INVOICE 03/27/2025 17V6-MDC4-
CWWR
INVOICE 03/29/2025 1D3R-LCJ4-
TXRH
INVOICE 03/31/2025 11HD-FCT9-
CWML
INVOICE 03/31/2025 1MX4-LJ46-
Q4VF
INVOICE 03/31/2025 1VDK-CXXQ-
FD16
INVOICE 03/31/2025 1QF1-WMMT-
DKXD
INVOICE 04/01/2025 13JT-TW6X-
6N4L
INVOICE 04/02/2025 16H9-TY6N-
4QVT
INVOICE 04/02/2025 1KFP-N63G-
7YQL
INVOICE 04/02/2025 11T9-KQX7-
7KDY
INVOICE 04/03/2025 1YNH-1NQD-
3L9X
INVOICE 04/04/2025 1TGK-RR4K-
DPQD
INVOICE 04/05/2025 1KRL-PVH7-
KCTD
INVOICE 04/07/2025 1XJQ-4GPP-
DXGN
INVOICE 04/07/2025 1Y3F-7GRH-
33XY
INVOICE 04/07/2025 1YPT-KN6C-
33XQ
EFT 05/08/2025
INVOICE 04/08/2025 19DV-D3NG-
NTVD
EFT NUMBER 9812 $5,429.36
SUPPLIES - FIRE & EMS $338.30
SUPPLIES - ENVIRONMENTAL $196.52
SUPPLIES - ENVIRONMENTAL $550.32
SUPPLIES - PD EVIDENCE $122.83
SUPPLIES - PD $149.41
SUPPLIES - PD DETECTIVES $142.00
SUPPLIES - CITY CLERK $47.18
SUPPLIES - CITY ADMIN $54.12
SUPPLIES - CITY HALL & FIN $105.96
SUPPLIES - ENVIRONMENTAL $357.75
SUPPLIES - ST RETENTION BASIN $409.60
SUPPLIES - CITY COUNCIL $30.13
SUPPLIES - PD PATROL $157.13
$228.21

AMAZON CAPITAL
SERVICES, INC.

SUPPLIES - PD DETECTIVES $93.50
SUPPLIES - CITY COUNCIL $71.74
SUPPLIES - FINANCE $40.30
SUPPLIES - ENVIRONMENTAL $2,715.75
SUPPLIES - SPRINGFEST $185.12
$21,791.25

ALLSTAR FIRE
EQUIPMENT, INC.

LAUNDRY BAGS FOR SCBA $368.10
UNIFORMS - TACTICAL PANTS $579.64
EFT NUMBER 9811 $947.74
EMS SHOP SUPPLIES FOR FIT TESTING $228.21
EFT NUMBER 9908
$19,495.25

ALLIANT
CONSULTING, INC.

01.25 COMPLIANCE & MONITOR SVCS $2,242.50

02.25 COMPLIANCE & MONITOR SVCS $3,168.75

03.25 COMPLIANCE & MONITOR SVCS $1,608.75

03.25 COMPLIANCE & MONITOR SVCS $14,771.25
EFT NUMBER 9907
$1,200.00

ALBERT WEBB

ASSOCIATES

01.26-02.25 PROF SVCS $1,175.00
EFT NUMBER 9809 $1,175.00

03.25 TRAFFIC CITY-WIDE SPEED SURVEY $16,715.25

04.25 TRAFFIC CITY-WIDE SPEED SURVEY $2,780.00
EFT NUMBER 9906

PAYMENT
AMOUNT
ALAN KRAEMER 3.15.25 BARONE ART EXHIBIT - CCTV

MARKETING
$450.00

3.15.25 BARONE ART EXHIBIT - GEN

MARKETING
$150.00

5.8.25 QUARTERLY ART EXHIBIT - CCTV

MARKETING
$450.00

5.8.25 QUARTERLY ART EXHIBIT - GEN

MARKETING
$150.00
EFT NUMBER 9905
DEMAND REGISTER REPORT May 2025

VENDOR NAME DESCRIPTION INVOICE
AMOUNT

INVOICE 04/08/2025 1PFN-GRPQ-
ND1W
INVOICE 04/10/2025 1WXP-4FQV-
61VV
INVOICE 04/10/2025 1JWP-NTDJ-
33PJ
INVOICE 04/10/2025 1TLP-MRF4-
1XD9
INVOICE 04/11/2025 16R1-QXLL-
C66H
INVOICE 04/12/2025 1VTC-9HXP-
LD1K
INVOICE 04/14/2025 1VXM-WKT1-
CMD6
INVOICE 04/17/2025 1LYM-Q7XW-
9XPV
INVOICE 04/22/2025 1VQ7-YPWX-
CVV7
INVOICE 04/22/2025 1JH9-H4PX-
JLKT
INVOICE 04/22/2025 1K1K-7TD3-
HKLT
INVOICE 04/23/2025 1XVQ-VQQN-
YDKW
INVOICE 04/23/2025 1GV6-TTJ9-
QVQK
INVOICE 04/23/2025 1JWJ-GH13-
TV4J
INVOICE 04/24/2025 161C-3P6M-
3RTM
INVOICE 04/24/2025 1K33-QM77-
6VPG
INVOICE 04/28/2025 1LNK-6YPQ-
6TJH
INVOICE 04/28/2025 1Y4Q-1JYQ-
7H63
INVOICE 04/29/2025 1M9X-H9PV-
4WJW
INVOICE 04/29/2025 1DQR-9N3D-
7QTH
CREDIT
MEMO
04/29/2025 1D1T-VH3H-
1YRT
INVOICE 05/01/2025 1W7W-TD7F-
169T
INVOICE 05/05/2025 1YWX-J4LP-
X7KJ
CREDIT
MEMO
05/05/2025 1FVY-M6Q1-
T9DT
INVOICE 05/09/2025 1CL1-JJQP-
D493
INVOICE 05/12/2025 1XWD-4CCW-
FQMN
INVOICE 05/12/2025 19XL-73PL-
GDCL
INVOICE 05/12/2025 1HC6-LTLX-
G6J9
INVOICE 05/12/2025 1T76-CTTR-
GNXV
INVOICE 05/12/2025 1XNQ-9X13-
9WWN
INVOICE 05/13/2025 1RKR-PM9V-
C9Q4
INVOICE 05/14/2025 1TLN-NXWW-
9X7X
EFT 05/22/2025
INVOICE 03/31/2025 79402
INVOICE 04/24/2025 79444
EFT 05/08/2025
INVOICE 05/08/2025 CC 01-2025
EFT 05/22/2025
ANGEL VIEW INC FY25 COMMUNITY ASSISTANCE GRANT AWARD $10,000.00 EFT NUMBER 9910 $10,000.00
EFT NUMBER 9909 $13,661.70

AMERICAN

FORENSIC NURSES
MAY 2025 STAND BY FEE $1,217.12
PROF SVCS-BLOOD DRAWS $1,644.12
EFT NUMBER 9813 $2,861.24
SUPPLIES - FIRE $61.64
SUPPLIES - FIRE $15.28
SUPPLIES - FIRE $92.05
SUPPLIES - HR $94.69
SUPPLIES - SWAT RV C90-99 $150.72
SUPPLIES - FIRE $240.90
SUPPLIES - FACILITIES $468.68
SUPPLIES - PD $25.28
SUPPLIES - PD DISPATCH $55.55
SUPPLIES - FIRE CM ($46.97)
SUPPLIES - FIRE & EMS CM ($34.71)
SUPPLIES - FIRE PREVENTION $15.56
SUPPLIES - ENVIRONMENTAL $2,924.55
SUPPLIES - FIRE $25.28
SUPPLIES - PD $228.85
SUPPLIES - PD $136.85
SUPPLIES - BIKE EDU $3,713.87
SUPPLIES - FIRE $46.97
SUPPLIES - CITY ADMIN $14.77
SUPPLIES - AMPHITHEATER $169.42
SUPPLIES - CITY CLERK $8.07
SUPPLIES - FINANCE $51.61
SUPPLIES - FIRE & EMS $347.14
SUPPLIES - HR $25.88
SUPPLIES - CITY CLERK $16.38
SUPPLIES - ENVIRONMENTAL $393.17
SUPPLIES - BIKE EDU $2,911.02
SUPPLIES - PD DETECTIVES $131.24
SUPPLIES - PD $223.11
SUPPLIES - SPRINGFEST $129.75
SUPPLIES - CITY HALL & FIN $499.99
SUPPLIES - PD $186.81
INVOICE 05/07/2025 632
EFT 05/22/2025
INVOICE 04/14/2025 163743
INVOICE 05/12/2025 165121
EFT 05/22/2025
INVOICE 04/28/2025 3114
CHECK 05/08/2025
INVOICE 10/21/2024 2024-
OCOTILLO-22
CHECK 05/08/2025
INVOICE 05/01/2025 23409596
CHECK 05/22/2025
INVOICE 05/29/2025 2025-0529
WIRE 05/29/2025
INVOICE 04/30/2025 CC-2025-27
EFT 05/08/2025
INVOICE 05/06/2025 53040
CHECK 05/08/2025
INVOICE 05/20/2025 53255
CHECK 05/22/2025
INVOICE 04/12/2025 2503
EFT 05/08/2025
INVOICE 05/08/2025 2504
EFT 05/22/2025
INVOICE 04/23/2025 163909
INVOICE 04/25/2025 164199
INVOICE 04/25/2025 164200
INVOICE 05/02/2025 165319
EFT 05/08/2025
INVOICE 05/09/2025 165954
INVOICE 05/09/2025 165955
INVOICE 05/16/2025 167090
EFT 05/22/2025
INVOICE 04/18/2025 47285
CHECK 05/08/2025
INVOICE 04/08/2025 05D870005433
0 CHECK 05/22/2025
INVOICE 04/26/2025 05D870001836
1 CHECK 05/22/2025
INVOICE 03/26/2025 85711631
INVOICE 03/31/2025 85716826
INVOICE 04/01/2025 85719018
INVOICE 04/14/2025 85733909
INVOICE 04/18/2025 85740496
EFT 05/08/2025
INVOICE 04/28/2025 85750217
INVOICE 05/07/2025 85762819
EFT 05/22/2025
INVOICE 05/19/2025 20250519-4
EFT 05/22/2025
INVOICE 05/09/2025 281-580171028 BRINKMANN
INSTRUMENTS, INC.

P-SERS STRIPS (QTY-50) $567.01

BOYS & GIRLS CLUB

OF CATH CITY

MPT GREGORY COMM ASST - SUMMER

PROGRAMS
$500.00
EFT NUMBER 9916 $500.00
PARAMEDIC SUPPLIES - FD $1,217.24
EFT NUMBER 9915 $1,944.96
EFT NUMBER 9818 $5,161.15
PARAMEDIC SUPPLIES - FD $727.72

BOUND TREE

MEDICAL, LLC
PARAMEDIC SUPPLIES - FD $1,197.62
PARAMEDIC SUPPLIES - FD $484.60
PARAMEDIC SUPPLIES - FD $1,323.09
PARAMEDIC SUPPLIES - FD $1,572.70
PARAMEDIC SUPPLIES - FD $583.14

BLUETRITON
BRANDS, INC.

03.05.25-04.04.25 WATER DELIVERY ALL FIRE

STATIONS
$795.88
CHECK NUMBER 10015307 $795.88
8700018361-PD 03.25.25-04.24.25 WATER $354.67
CHECK NUMBER 10015308 $354.67

BIO-TOX

LABORATORIES
MAR25 PROF SVCS-DRUG SCREEN ANALYSIS $3,363.00
CHECK NUMBER 10015250 $3,363.00
GAS & DIESEL FUEL $1,886.19
EFT NUMBER 9914 $6,005.79
GAS & DIESEL FUEL $2,663.79
GAS & DIESEL FUEL, DEF $1,455.81
BECK OIL, INC. GAS & DIESEL FUEL $15,910.52
GAS & DIESEL FUEL, DEF $3,560.02
GAS & DIESEL FUEL $1,879.55
GAS & DIESEL FUEL $1,787.49
EFT NUMBER 9817 $23,137.58
BAUMANN, RAY MAR25 CITY VIDEO ENGINEERING $555.00
EFT NUMBER 9816 $555.00
APR25 CITY VIDEO ENGINEERING $573.50
EFT NUMBER 9913 $573.50
BASIC CDA PAYROLL RUN 1 - WARRANT 250506 $6,353.24
CHECK NUMBER 10015249 $6,353.24
PAYROLL RUN 1 - WARRANT 250520 $6,353.24
CHECK NUMBER 10015306 $6,353.24

BARRISTER

PROFESSIONAL
SVCS

01.01.25-04.30.25 PROF SVCS $1,647.00
EFT NUMBER 9815 $1,647.00

BANK OF NY

MELLON TRUST CO
N.A
PFA 2022 SERIES A LEASE REV BONDS $418,853.13
WIRE NUMBER 9007343 $418,853.13
AT&T AT&T 9391064490: DHEC DOJ APR 2025 $368.33
CHECK NUMBER 10015305 $368.33
ARTIST STIPENDS SOWARD - 2024 OCOTILLO BENCH PAINTING $500.00 CHECK NUMBER 10015248 $500.00

ARIANA GUILLEN

ZARAGOZA
2025 CINCO DE MAYO EMPLOYEE

APPRECIATION LUNCH
$2,501.25
CHECK NUMBER 10015247 $2,501.25

ARDURRA GROUP,
INC.

03.25 CWSRF SEPTIC TO SEWER PLANNING $66,621.41

04.25 CWSRF SEPTIC TO SEWER PLANNING $80,629.81
EFT NUMBER 9912 $147,251.22

ANTONIO OZUNA

MARTINEZ

SNACK BAR ROLL UP DOOR INSTALL -

PANORAMA PARK
$1,855.00
EFT NUMBER 9911 $1,855.00
EFT 05/22/2025
INVOICE 04/21/2025 BPS0367
EFT 05/08/2025
INVOICE 05/05/2025 BPS0368
EFT 05/22/2025
INVOICE 04/09/2025 25-04-1811
CHECK 05/22/2025
INVOICE 04/30/2025 69953
INVOICE 04/30/2025 69954
EFT 05/22/2025
INVOICE 04/06/2025 44-PU 559436-
0325
EFT 05/08/2025
INVOICE 04/30/2025 45-TP 559253

4.30.25 INVOICE 04/30/2025 44-KT 538962-
0425
INVOICE 04/30/2025 44-KT 558358-
0425
INVOICE 04/30/2025 44-KT 540951-
0425
INVOICE 04/30/2025 44-KT 547600-
0425
INVOICE 04/30/2025 44-KT 505055-
0425
EFT 05/22/2025
INVOICE 04/17/2025 970894
EFT 05/08/2025
INVOICE 04/10/2025 812870
CHECK 05/08/2025
INVOICE 04/29/2025 813039
INVOICE 05/05/2025 813207
INVOICE 05/05/2025 817116
CHECK 05/22/2025
INVOICE 05/01/2025 1Q25-0331
WIRE 05/01/2025
INVOICE 05/06/2025 EDD SUI 1Q25
WIRE 05/06/2025
INVOICE 05/06/2025 53039
WIRE 05/06/2025
INVOICE 05/20/2025 53254
WIRE 05/20/2025
INVOICE 04/02/2025 SW-0319979
CHECK 05/22/2025
INVOICE 05/02/2025 100000017897
207
WIRE 05/02/2025
INVOICE 05/08/2025 53036
WIRE 05/08/2025
INVOICE 05/22/2025 53251
WIRE 05/22/2025
INVOICE 04/02/2025 007420
EFT 05/22/2025
INVOICE 05/01/2025 0000040
CHECK 05/08/2025
INVOICE 05/19/2025 385
INVOICE 05/19/2025 384

CAT CITY CAR

WASH, LLC
FEB25-APR25 PD CAR WASH AGREEMENT $750.00
MONTHLY WASH AGREEMENT - 02/25-04/25 $1,500.00

CARREON

FOUNDATION
FY25 COMMUNITY ASSISTANCE GRANT AWARD $3,000.00
CHECK NUMBER 10015252 $3,000.00
WIRE NUMBER 9007342 $219,491.04

CANYON COPY &
PRINT, INC.

STEP AND REPEAT BANNER $213.04
EFT NUMBER 9921 $213.04
CALPERS MAY HEALTH PREM $381,743.21
WIRE NUMBER 9007300 $381,743.21
PAYROLL RUN 1 - WARRANT 250506 $216,115.38
WIRE NUMBER 9007311 $216,115.38
PAYROLL RUN 1 - WARRANT 250520 $219,491.04

CA STATE WATER

RESOURCES

CONTROL
CAT CANYON DR STORMWATER PERMIT $619.00
CHECK NUMBER 10015311 $619.00

CA STATE

DISBURSEMENT
UNIT
PAYROLL RUN 1 - WARRANT 250506 $1,850.14
WIRE NUMBER 9007307 $1,850.14
PAYROLL RUN 1 - WARRANT 250520 $1,850.14
WIRE NUMBER 9007338 $1,850.14

CA EMPLOYMENT

DEVELOPMENT
DEPT
EDD SUI 1Q25 $8,810.00
WIRE NUMBER 9007306 $8,810.00
CHECK NUMBER 10015310 $2,287.98

CA DEPT OF TAX

AND FEE ADMIN
(CDTFA)
1Q25-0331 USE TAX $1,867.00
WIRE NUMBER 9007299 $1,867.00

CA DEPT OF

JUSTICE
MAR25 BLOOD ALCOHOL ANALYSIS $175.00
CHECK NUMBER 10015251 $175.00
JAN25-MAR25 DOJ CLETS $1,876.98
APR25 FINGERPRINT APPS $362.00
APR25 FINGERPRINT APPS $49.00

C & M BUILDING

MATERIALS
SUPPLIES - PW $27.86
EFT NUMBER 9821 $27.86
APR25 BLOW SAND COMM ASST $665.62
EFT NUMBER 9920 $3,175.98
APR25 BLOW SAND COMM ASST $560.56
APR25 BLOW SAND COMM ASST $230.56

BURRTEC WASTE &

RECYCLING
PORTABLE TOILETS 4/6-5/3/25 $1,115.79
EFT NUMBER 9820 $1,115.79
APR 25 TASTES AND SOUNDS PORTABLES $833.34
APR25 BLOW SAND COMM ASST $527.84
APR25 BLOW SAND COMM ASST $358.06
BROWNELLS, INC. AMMUNITION (MULTIPLE) - CASES X 12.5 $4,720.26 AMMUNITION (MULTIPLE) - CASES X 13 $4,786.26
EFT NUMBER 9919 $9,506.52

BROTHERS TOWING,
INC.

TOW FIRE TRUCK 13-01 E413 $500.00
CHECK NUMBER 10015309 $500.00
BROCK

PROFESSIONAL

SERVICES
04/8-4/21 AB939 DIVERSION RPT $1,500.00
EFT NUMBER 9819 $1,500.00
04/22-5/05 AB939 DIVERSION RPT $1,500.00
EFT NUMBER 9918 $1,500.00
EFT NUMBER 9917 $567.01
EFT 05/22/2025
INVOICE 05/05/2025 20250408
EFT 05/08/2025
INVOICE 05/19/2025 20250519-2
EFT 05/22/2025
INVOICE 05/01/2025 160470001
0525
EFT 05/22/2025
INVOICE 04/21/2025 189287801
0525
EFT 05/08/2025
INVOICE 04/21/2025 189287901
0525
EFT 05/08/2025
INVOICE 04/21/2025 189288001
0525
EFT 05/08/2025
INVOICE 04/21/2025 189288101
0525
EFT 05/08/2025
INVOICE 04/21/2025 189288201
0525
EFT 05/08/2025
INVOICE 04/21/2025 189288301
0525
EFT 05/08/2025
INVOICE 04/21/2025 189289901
0525
EFT 05/08/2025
INVOICE 04/21/2025 189290001
0525
EFT 05/08/2025
INVOICE 04/21/2025 189290101
0525
EFT 05/08/2025
INVOICE 04/21/2025 189291501
0525
EFT 05/08/2025
INVOICE 04/21/2025 189291601
0525
EFT 05/08/2025
INVOICE 04/21/2025 189299501
0525
EFT 05/08/2025
INVOICE 04/21/2025 249215201
0525
EFT 05/08/2025
INVOICE 04/21/2025 189289801
0525
EFT 05/08/2025
INVOICE 04/21/2025 189287701
0525
EFT 05/22/2025
INVOICE 05/05/2025 20250505
CHECK 05/08/2025
INVOICE 04/23/2025 1063
INVOICE 04/23/2025 1064
INVOICE 04/23/2025 1065
EFT 05/08/2025
INVOICE 05/01/2025 UFS0525-451CLEARSOURCE

FINANCIAL
BILL NO. 1 - FINAL BILL - USER FEE STUDY $33,540.00
CLAUDIA DURAN APR 25 JANITORIAL SVC - CIVCTR $5,550.00
APR 25 JANITORIAL SVC - PD $3,475.00
APR 25 JANITORIAL SVC - FIRE STATION 410 $1,250.00
EFT NUMBER 9837 $10,275.00
EFT NUMBER 9924 $124.40

CHRISTA M

MANFREDI

KROSKEY
REFUND OF CITATION DEPOSIT CC068229
02/22/2025
$65.00
CHECK NUMBER 10015276 $65.00
EFT NUMBER 9836 $319.99

4.30.25-5.29.25 PD CABLE $124.40
EFT NUMBER 9835 $219.99
PANORAMA PARK LLD17 $319.99
EFT NUMBER 9834 $656.79

4.30.25-5.29.25 ESPERANZA PK INTERNET $219.99
EFT NUMBER 9833 $282.26

4.30.25-5.29.25 FIBER SVC PW $656.79
EFT NUMBER 9832 $656.79

4.30.25-5.29.25 CABLE SVC FS413 $282.26
EFT NUMBER 9831 $209.98

4.30.25-5.29.25 FIBER SVC FS413 $656.79
EFT NUMBER 9830 $282.26

4.30.25-5.29.25 OCOTILLO PK INTERNET $209.98
EFT NUMBER 9829 $656.79

4.30.25-5.29.25 FS412 CABLE $282.26
EFT NUMBER 9828 $319.99

4.30.25-5.29.25 FIBER SVC FS412 $656.79
EFT NUMBER 9827 $2,700.33

4.30.25-5.29.25 AMPHITHEATER INTERNET $319.99
EFT NUMBER 9826 $219.98

4.30.25-5.29.25 CITY HALL INTERNET $2,700.33
EFT NUMBER 9825 $282.26

4.30.25-5.29.25 SOCCER PARK INTERNET $219.98

CHARTER

COMMUNICATIONS

HOLDINGS, LLC

4.30.25-5.29.25 CITY HALL ENT TV $27.24
EFT NUMBER 9823 $27.24

4.30.25-5.29.25 FIBER SVC FS411 $656.79
EFT NUMBER 9824 $656.79

4.30.25-5.29.25 CABLE SVC FS411 $282.26

CHARTER

COMMUNICATIONS

HOLDINGS, LLC

5.1.25-5.31.25 PSEC FIBER $2,103.55
EFT NUMBER 9925 $2,103.55

CATHEDRAL
CENTER
FY25 CM GUTIERREZ - COMMUNITY

ASSISTANCE
$800.00
EFT NUMBER 9822 $800.00

MPT GREGORY COMM ASST - SUMMER

PROGRAMS
$1,000.00
EFT NUMBER 9923 $1,000.00
EFT NUMBER 9922 $2,250.00
CHECK 05/08/2025
INVOICE 04/30/2025 2025-04APR
EFT 05/08/2025
INVOICE 04/04/2025 CV25364-25
EFT 05/22/2025
INVOICE 04/30/2025 2025-04APR
EFT 05/08/2025
INVOICE 05/19/2025 20250519-3
EFT
05/22/2025
INVOICE 05/01/2025 7388
EFT 05/08/2025
INVOICE 04/24/2025 SPK2-2503
INVOICE 04/24/2025 28905A-2503
INVOICE 04/25/2025 1079-2504
CHECK 05/08/2025
INVOICE 04/24/2025 1004-2503-411
INVOICE 04/24/2025 1004-2503-481
INVOICE 04/24/2025 1004-2503-511
INVOICE 05/14/2025 RR1-2504
INVOICE 05/14/2025 RR2-2504
INVOICE 05/14/2025 RR3-2504
INVOICE 05/14/2025 10166B-2504
INVOICE 05/14/2025 LLD-D-2504
INVOICE 05/14/2025 10166A-2504
INVOICE 05/14/2025 28905B-2504
INVOICE 05/14/2025 SPK1-2504
INVOICE 05/14/2025 LLD-B-2504
INVOICE 05/14/2025 LLD-C-2504
INVOICE 05/15/2025 33300-L-2504
INVOICE 05/15/2025 33300-RR-
2504
INVOICE 05/15/2025 33300-DF-2504
INVOICE 05/15/2025 LLD-A-2504
CHECK 05/22/2025
INVOICE 04/08/2025 52129
INVOICE 04/22/2025 52439
EFT 05/08/2025
INVOICE 04/28/2025 20250428-1
INVOICE 04/28/2025 20250428-2
INVOICE 05/08/2025 20250508-GM
INVOICE 05/08/2025 20250508-
CCTV
EFT 05/22/2025
INVOICE 04/30/2025 82250168
INVOICE 04/30/2025 82249781
EFT 05/22/2025
INVOICE 05/05/2025 122123404
EFT 05/22/2025
INVOICE 05/13/2025 INV104542
INVOICE 05/14/2025 INV104613

COUNSELING TEAM
INTL
APR25 SUPPORT SERVICES-FD $210.00
PSYCHOLOGICAL ASSESMENT 05.07.2025 $350.00

COSTAR REALTY
INFORMATION, INC.

MAY 25 PROPERTY PROFESSIONAL $525.77
EFT NUMBER 9929 $525.77

CORELOGIC

SOLUTIONS, LLC
APR25 GEOGRAPHIC PACKAGE - REALQUEST $150.00
APR25 GEO PACK - REALQUEST $360.00
EFT NUMBER 9928 $510.00

CONRAD ANGEL
CORRAL

3.15.25 BARONE PUBLIC ART CCTV MARKETING $450.00

3.15.25 BARONE PUBLIC ART PROMOTION $150.00

5.8.25 QUARTERLY ART EXHIBIT - GEN

MARKETING
$150.00

5.8.25 QUARTERLY ART EXHIBIT - CCTV

MARKETING
$450.00
EFT NUMBER 9927 $1,200.00
CHECK NUMBER 10015312 $5,954.07

COLONIAL LIFE &

ACCIDENT

INSURANCE

COMPANY
PAYROLL RUN 1 - WARRANT 250408 $4,983.04
PAYROLL RUN 1 - WARRANT 250422 $4,943.33
EFT NUMBER 9838 $9,926.37
APR25 - 605255-559874 $26.08
APR25 - 304559-765632 $32.49
APR25 - 603703-887618 $2,061.10
APR25 - 603699-887616 $53.47
APR25 - 204347-548662 $42.89
APR25 -304577-765650 $29.89
APR25 - 307461-838398 $100.74
APR25 -307567-838510 $105.02
APR25 - 510413-514910 $29.89
APR25 - 181911-513438 $1,145.83
APR25 - 556555-556922 $42.89
APR25 - 182081-513606 $102.84
APR25 - 553679-556884 $41.59
APR25 - 553525-765406 $51.99
MAR25 - 315103-847630 $442.09
MAR25 - 315103-847630 $560.91

COACHELLA VALLEY

WATER DISTRICT
MAR25 - 315739-848266 $6,783.04
MAR25 - 317147-849674 $1,662.10
APR25 - 315221-847748 $184.70
CHECK NUMBER 10015254 $8,629.84
MAR25 - 315103-847630 $1,084.36

COACHELLA VALLEY

RESCUE MISSION
FY24/25 HOMELESSNESS COMMUNITY

ASSISTANCE
$50,000.00
EFT NUMBER 9842 $50,000.00

COACHELLA VALLEY

DISASTER

PREPAREDNESS

NETWORK

MPT GREGORY COMM ASST - DISASTER

PREPAREDNESS
$750.00
EFT NUMBER 9933 $750.00

COACHELLA VALLEY

CONSERVATION

COMMISSION
APR25 MSHCP FEES $24,686.19
EFT NUMBER 9841 $24,686.19

COACHELLA VALLEY

ASSOC OF

GOVERNMENTS
APR25 COLLECTION OF TUMF $33,980.00
EFT NUMBER 9840 $33,980.00

02.25 I-10 BYPASS FEASIBILITY STUDY $1,441.44
EFT NUMBER 9932 $1,441.44

FINANCIAL
CONSULTING CHECK NUMBER 10015253 $33,540.00
EFT 05/22/2025
INVOICE 04/17/2025 TR-INV005940
EFT 05/08/2025
INVOICE 04/26/2025 0016525
INVOICE 05/15/2025 TR-INV006036
INVOICE 05/15/2025 TR-INV006062
EFT 05/22/2025
INVOICE 02/07/2025 95973
INVOICE 02/07/2025 95975
INVOICE 02/20/2025 95988
CHECK 05/08/2025
INVOICE 05/08/2025 178761
EFT 05/22/2025
INVOICE 03/10/2025 423041 REV
EFT 05/22/2025
INVOICE 05/01/2025 25-2328
EFT 05/22/2025
INVOICE 04/21/2025 1982
EFT 05/08/2025
INVOICE 05/21/2025 2037
EFT 05/22/2025
INVOICE 04/16/2025 4147822
EFT 05/22/2025
INVOICE 05/05/2025 10813474399
EFT 05/22/2025
INVOICE 04/02/2025 640244
CHECK 05/08/2025
INVOICE 04/30/2025 1755
EFT 05/22/2025
INVOICE 04/16/2025 260053
EFT 05/08/2025
INVOICE 04/16/2025 260500
INVOICE 04/22/2025 260558
EFT 05/22/2025
INVOICE 03/08/2025 715584
INVOICE 04/03/2025 718424
INVOICE 04/14/2025 719705
INVOICE 04/22/2025 720557
INVOICE 04/24/2025 720869
INVOICE 04/24/2025 720879
INVOICE 04/25/2025 720905
EFT 05/08/2025
INVOICE 02/21/2025 713750
INVOICE 05/09/2025 722350
INVOICE 05/09/2025 722349
INVOICE 05/09/2025 722354
EFT 05/22/2025
INVOICE 04/22/2025 S127775413.0
01 CHECK 05/08/2025
INVOICE 04/17/2025 2025-191 DESERT ELITE

ELECTRIC AND
DATE PALM DR SIDEWALK REPAIR $2,937.50

DESERT ELECTRIC
SUPPLY
(50) LED REPLACEMENT LIGHTS - CIVCTR $523.31
CHECK NUMBER 10015257 $523.31
SUPPLIES - PW $126.96
EFT NUMBER 9976 $672.00
BATTERY - C91-09 $231.86
BATTERY - D-21 $300.68
EFT NUMBER 9876 $1,355.27
BATTERY CABLE TERMINAL FOR TRK #24 $12.50
FLEET SUPPLIES - COOLANT HOSE $488.80
ADAPTER TRAILER WIRE FOR TRK #27 $20.75

DESERT AREA
CORP.

FLEET PARTS - WT1 COOLING SYSTEM $225.01
FLEET PARTS - LIT LAMP LIGHTS $23.91

FLEET SUPPLIES - ACRYLIC PLUS

ATTACHMENT TAPE
$39.25

FLEET SUPPLIES - WINDSHIELD WASH, OIL
DRY
$217.33
FLEET SUPPLIES - COOLANT HOSE $340.22

DESERT AIR
CONDITIONING, INC.

INSTALL (3) NEW 5-TON CARRIERS - FS 412 $12,764.00
EFT NUMBER 9844 $12,764.00

COOLING TOWER BREAKER DIAGNOSIS -
CIVCTR
$287.50
REPLACE INVERTER BOARD FUSES - PD $1,143.86
EFT NUMBER 9941 $1,431.36

DESERT ACCESS &
MOBILITY, INC.

04.25 FY 24-25 TRANSPORTATION SVC $2,951.23
EFT NUMBER 9940 $2,951.23
DENKO, INC. SUPPLIES - FIRE FOAM CONCENTRATE $589.85
CHECK NUMBER 10015256 $589.85

DELL MARKETING
L.P.

DELL PRO 24 ALL-IN-ONE+ QB24250 $2,840.50
EFT NUMBER 9939 $2,840.50

DELL FINANCIAL

SERVICES
JUN25 DELL SERVERS LEASE $6,664.56
EFT NUMBER 9938 $6,664.56

DECKARD

TECHNOLOGIES,
INC.

APR25 STVR COMPLIANCE SERVICES $2,625.00
EFT NUMBER 9843 $2,625.00
MAY25 STVR COMPLIANCE SERVICES $2,625.00
EFT NUMBER 9937 $2,625.00
DAWN OIL SHARPS & MEDICATIONS DISPOSAL $954.00
EFT NUMBER 9936 $954.00

DAVID VOLZ DESIGN

LANDSCAPE
ARCHITECTS, INC.

02.25 DOWNTOWN DOG PARK DESIGN $23,252.50
EFT NUMBER 9935 $23,252.50
DATA TICKET APR25 CODE CITATION PROCESSING $572.00
EFT NUMBER 9934 $572.00
EFT NUMBER 9931 $1,803.00
D.D. PAINTING PAINT EXTERIOR - BELL TOWER $9,200.00
PAINT ADMIN & EQUPIMENT BULDINGS - PW $5,300.00
PAINT EXTERIOR AREAS - CIVCTR $6,400.00
CHECK NUMBER 10015255 $20,900.00

CPS HUMAN

RESOURCES

SERVICES

4.29.25 PROCESSING CLERK WRITTEN EXAM $654.40
EFT NUMBER 9839 $654.40
MAR25 CONSULTING SVCS-ONGOING (3.3.25-

3.25.25)
$752.50

5.1.25 FIRE APP DRIVER/OP EXAM $396.00

5.20.25 POLICE TECHNICIAN EXAM $654.50
EFT NUMBER 9930 $560.00
INVOICE 04/24/2025 2025-201
INVOICE 04/24/2025 2025-200
EFT 05/22/2025
INVOICE 04/21/2025 2025-03-156
CHECK 05/08/2025
INVOICE 04/17/2025 2025-03-411
CHECK 05/08/2025
INVOICE 04/21/2025 2025-03-461
CHECK 05/08/2025
INVOICE 04/21/2025 2025-03-481-A
CHECK 05/08/2025
INVOICE 04/21/2025 2025-03-511
CHECK 05/08/2025
INVOICE 04/30/2025 2025-04-411
CHECK 05/08/2025
INVOICE 05/13/2025 2025-04-156
CHECK 05/22/2025
INVOICE 05/13/2025 2025-04-411-A
CHECK 05/22/2025
INVOICE 05/12/2025 2025-04-461
CHECK 05/22/2025
INVOICE 05/12/2025 2025-04-481
CHECK 05/22/2025
INVOICE 05/12/2025 2025-04-511
CHECK 05/22/2025
INVOICE 05/19/2025 20250519-1
EFT 05/22/2025
INVOICE 04/30/2025 69954
INVOICE 04/30/2025 69953
EFT 05/08/2025
INVOICE 04/30/2025 38799623
EFT 05/08/2025
INVOICE 05/01/2025 130
EFT 05/08/2025
INVOICE 04/24/2025 20250424
CHECK 05/22/2025
INVOICE 04/28/2025 20250508-1
CHECK 05/08/2025
INVOICE 04/28/2025 20250508-3
CHECK 05/08/2025
INVOICE 04/28/2025 20250508-2
CHECK 05/08/2025
INVOICE 04/23/2025 48636
EFT 05/08/2025
INVOICE 05/07/2025 53037
WIRE 05/07/2025
INVOICE 05/21/2025 53252
WIRE 05/21/2025
INVOICE 05/03/2025 FOT0182707
INVOICE 05/03/2025 FMR0214196

ENTERPRISE FM
TRUST
LEASE REGISTRATION RENEWALS (1) & VEH.

ALIGNMENT
$837.51
ENTERPRISE LEASE AGRM 5/2025-(8) UNITS $8,037.73

EMPLOYMENT

DEVELOPMENT
DEPT
PAYROLL RUN 1 - WARRANT 250506 $46,675.19
WIRE NUMBER 9007309 $46,675.19
PAYROLL RUN 1 - WARRANT 250520 $50,699.75
WIRE NUMBER 9007340 $50,699.75
CHECK NUMBER 10015266 $102.18
EMBLEMS, INC. UNIFORMS - SHOULDER PATCHES $900.00
EFT NUMBER 9847 $900.00

ELECTION DEPOSIT

REFUNDS OTP
NOVEMBER 5 2024 ELECTION DEPOSIT

BALANCE
$117.48
CHECK NUMBER 10015264 $117.48
NOVEMBER 5 2024 ELECTION DEPOSIT

BALANCE
$115.62
CHECK NUMBER 10015265 $115.62
NOVEMBER 5 2024 ELECTION DEPOSIT

BALANCE
$102.18

EISENHOWER

MEDICAL CENTER
MAR25 MED EXAM: 2502C-4073/2503C-3255 $1,600.00
CHECK NUMBER 10015318 $1,600.00
EARL E. DYSERT MAY 25 WATER TREATMENT $800.00
EFT NUMBER 9814 $800.00

EAN SERVICES-

ENTERPRISE CAR
JAN25-MAR25 VEHICLE RENTAL $2,519.69
EFT NUMBER 9846 $2,519.69
DOOLEY
ENTERPRISES INC.

AMMUNITION-9MM (115GR) QTY-8, 5.56MM (QTY-
5)
$4,786.26
AMMUNITION (MULTIPLE) - CASES X14 $4,720.26
EFT NUMBER 9845 $9,506.52
CHECK NUMBER 10015317 $2,051.98
DINNER WITH PATSI MPT GREGORY COMM ASST - PATSI'S PROMISE $1,000.00 EFT NUMBER 9943 $1,000.00
CHECK NUMBER 10015316 $4,616.14
APR25 WATER SVC PARKS $2,051.98
CHECK NUMBER 10015315 $710.06
APR25 WATER SVC FACILITIES $4,616.14
CHECK NUMBER 10015314 $88.86
APR25 WATER SVC STREET MAINT $710.06
CHECK NUMBER 10015313 $4,469.59
APR25 WATER SVC PUBLIC MAINT $88.86
CHECK NUMBER 10015263 $637.57
APR25 WATER SVC ENG $4,469.59
CHECK NUMBER 10015262 $1,689.38
APR25 WATER SVC PUBLIC MAINT $637.57
CHECK NUMBER 10015261 $3,458.19
MAR25 WATER SVC PARKS $1,689.38
CHECK NUMBER 10015260 $1,230.65
MAR25 WATER SVC FACILITIES $3,458.19

DESERT WATER
AGENCY
MAR25 WATER SVC ENG $1,224.32
CHECK NUMBER 10015258 $1,224.32
MAR25 WATER SVC PUBLIC MAINT $403.68
CHECK NUMBER 10015259 $403.68
MAR25 WATER SVC STREET MAINT $1,230.65

ELECTRIC AND

CONSTRUCTION,
INC.

DATE PALM MED TO MCCALLUM WAY $5,159.05
DATE PALM DR SIDEWALK REPAIR $3,810.00
EFT NUMBER 9942 $11,906.55
EFT 05/08/2025
INVOICE 05/02/2025 REC-028152-
2025
CHECK 05/08/2025
INVOICE 05/09/2025 REC-028317-
2025
CHECK 05/22/2025
INVOICE 05/09/2025 REC-028312-
2025
CHECK 05/22/2025
INVOICE 03/25/2025 25299087
INVOICE 03/28/2025 25346272
INVOICE 04/02/2025 25414439
INVOICE 04/02/2025 25407559
INVOICE 04/03/2025 25422970
INVOICE 04/08/2025 25482365
INVOICE 04/09/2025 25492060
INVOICE 04/10/2025 25519630
INVOICE 04/10/2025 25518586
INVOICE 04/16/2025 25607792
INVOICE 04/22/2025 25689045
INVOICE 04/23/2025 25708568
INVOICE 04/23/2025 25707989
INVOICE 04/28/2025 25776754
INVOICE 04/28/2025 25774071
INVOICE 04/30/2025 25810205
EFT 05/08/2025
INVOICE 05/05/2025 25879314
INVOICE 05/07/2025 25912341
INVOICE 05/15/2025 26030212
INVOICE 05/15/2025 26030176
EFT 05/22/2025
INVOICE 05/05/2025 10
EFT 05/22/2025
INVOICE 04/11/2025 882748968
INVOICE 04/18/2025 883506454-155
INVOICE 04/18/2025 883506454-131
INVOICE 04/25/2025 884139892
CHECK 05/08/2025
INVOICE 05/02/2025 884946923
INVOICE 05/09/2025 885671132
CHECK 05/22/2025
INVOICE 05/07/2025 5380951
EFT 05/22/2025
INVOICE 03/31/2025 18050-24-1
INVOICE 03/31/2025 10850-004-7
INVOICE 03/31/2025 10850-021-2
INVOICE 03/31/2025 18050-023-1
INVOICE 04/29/2025 2025.04.29
CHECK 05/08/2025
INVOICE 04/15/2025 397444
EFT 05/22/2025
INVOICE 04/16/2025 995-5-2504 FRONTIER

COMMUNICATIONS

4.16.25-5.15.25 PHONE LINES $104.11
CHECK NUMBER 10015269 $23,652.50

FOOD IN NEED OF
DISTRIBUTION, INC.

SB 1383 CONTRACT APR 25 $4,777.08
EFT NUMBER 9948 $4,777.08

FOMOTOR

ENGINEERING

03.25 MTN VIEW DOG PARK ESTATES GRADING
PLAN
$1,880.00

03.25 MTN VIEW ESTATES PLAN REVIEW #7 $3,110.00

03.31 MTN VIEW ESTATES PLAN REVIEW #2 $280.00

03.25 MTN VIEW ESTATES PHASE 2 GRADING $6,370.00
LAFCO ANNEXATION MAP $12,012.50
CHECK NUMBER 10015321 $46.63

FERGUSON
ENTERPRISES, INC.
#1350

AIR CONTROL VALVE FOR RESTROOM -

OCOTILLO PARK
$789.48
EFT NUMBER 9947 $789.48
SHIPPING CHARGES - CLERK $38.62
SHIPPING CHARGES - PD $8.01
FEDERAL EXPRESS SHIPPING CHARGES - ENG $9.13
SHIPPING CHARGES - BLDG $7.61
SHIPPING CHARGES - CITY MGMT $11.68
SHIPPING CHARGES - FIRE $22.88
CHECK NUMBER 10015268 $51.30

FAIR HOUSING

COUNCIL RIVERSIDE
COUNTY, INC.

04.25 CDBG 24-25 $1,827.98
EFT NUMBER 9946 $1,827.98
IRRIGATION SUPPLIES - TOWN SQUARE $335.81
EFT NUMBER 9944 $594.98
COMMERCIAL VALVE - AMPHITHEATER $116.02
IRRIGATION SUPPLIES - TOWN SQUARE $93.66
EFT NUMBER 9849 $2,353.38
IRRIG SUPPLY-CENT PARK LLD16A $49.49
IRRIG SUPPLY-CENT PARK LLD16A $376.86

PARTS FOR IRRIG VALVE REPAIR -

AMPHITHEATER
$272.89
IRRIG SUPPLY-CENT PARK LLD16A $46.56
PARTS FOR IRRIG VALVE REPAIR - FS 412 $122.92
IRRIG SUPPLY-CENT PARK LLD16A $134.69
IRRIG SUPPLIES - PW $89.26
IRRIG SUPPLIES - FESTIVAL LAWN $471.03
IRRIG SUPPLIES - PW $250.51
IRRIG SUPPLIES - OCOTILLO PARK $78.61
IRRIG SUPPLY-CENT PARK LLD16A $93.76
IRRIG SUPPLIES - DAVID VASQUEZ $93.20
IRRIG SUPPLIES-DINAH SHORE MED $91.91
CHECK NUMBER 10015320 $100.00

EWING IRRIGATION

PRODUCTS
IRRIG SUPPLIES - OCOTILLO PARK $44.70
IRRIG SUPPLIES-DAVID VAS OLEAN $18.73
TREE STAKES - SHIFTING SANDS PKWY $105.57
IRRIG SUPPLY-CENT PARK LLD16A $62.18
EPL REFUNDS BLC-IN-001954-2024 FULL REFUND $183.75
CHECK NUMBER 10015267 $183.75
BLDG-EXP-25-0293 FULL REFUND $223.44
CHECK NUMBER 10015319 $223.44
ENG-PARK-25-0038 DEPOSIT REFUND $100.00
EFT NUMBER 9848 $8,875.24
INVOICE 04/21/2025 20250421
CHECK 05/08/2025
INVOICE 04/28/2025 20250428
INVOICE 05/01/2025 20250501
CHECK 05/22/2025
INVOICE 05/01/2025 1448
EFT 05/08/2025
INVOICE 05/10/2025 7099949-141
INVOICE 05/10/2025 7099949-911
EFT 05/22/2025
INVOICE 05/01/2025 10816604
EFT 05/22/2025
INVOICE 05/14/2025 MISC-2504
CHECK 05/22/2025
INVOICE 05/02/2025 2025-04-CSS
WIRE 05/02/2025
INVOICE 05/02/2025 2025-04-CH1
WIRE 05/02/2025
INVOICE 05/02/2025 2025-04-FD
WIRE 05/02/2025
INVOICE 05/02/2025 2025-04-PD
WIRE 05/02/2025
INVOICE 05/02/2025 2025-04-CH2
WIRE 05/02/2025
INVOICE 05/05/2025 9893-0425
EFT 05/22/2025
INVOICE 05/02/2025 2937412
EFT 05/22/2025
INVOICE 04/30/2025 2024-25 3RD
QTR
EFT 05/08/2025
INVOICE 04/29/2025 8189860
EFT 05/22/2025
INVOICE 04/08/2025 44170-1
EFT 05/08/2025
INVOICE 04/28/2025 SIN049691
EFT 05/08/2025
INVOICE 03/19/2025 38834168
INVOICE 03/20/2025 38902526
INVOICE 03/26/2025 39133923
INVOICE 04/01/2025 39433614
INVOICE 04/14/2025 39981039
INVOICE 04/18/2025 40277542
CREDIT
MEMO
04/23/2025 26100082
EFT 05/08/2025
INVOICE 04/28/2025 40602650
EFT 05/22/2025
INVOICE 04/22/2025 35435109-001
EFT 05/08/2025
INVOICE 04/08/2025 6473
CHECK 05/08/2025
INVOICE 05/12/2025 6798 HIRED HANDS

GRAPHIC DESIGN
GRAPHIC DESIGN $400.00

HIGH RESOLUTION

GRAPHIC
NOTEPADS X 100 $485.07
CHECK NUMBER 10015271 $485.07
EFT NUMBER 9955 $334.05
HERC RENTALS INC. TEMPORARY A/C DURING UNIT REPLACEMENT - FS 412
$933.46
EFT NUMBER 9857 $933.46
EFT NUMBER 9856 $2,814.75
MEDICAL SUPPLIES (PARAMEDIC) $334.05
MEDICAL SUPPLIES (PARAMEDIC) $197.84
CREDIT MEMO INV 38834168 ($765.21)
HENRY SCHEIN, INC. MEDICAL SUPPLIES (PARAMEDIC) $1,530.42 MEDICAL SUPPLIES (PARAMEDIC) $386.98
MEDICAL SUPPLIES (PARAMEDIC) $417.39
MEDICAL SUPPLIES (PARAMEDIC) $674.24
MEDICAL SUPPLIES (PARAMEDIC) $373.09
HDL COREN & CONE CONTRACT SVCS PROP TAX: APR-JUN25 $5,941.32 EFT NUMBER 9855 $5,941.32

HAMMER PLUMBING
& PUMPING, INC.

TOILET MAINT-PANORAMA PK LLD17 $195.00
EFT NUMBER 9853 $195.00

HALO BRANDED
SOLUTIONS, INC.

PEOPLE PLANTER KIT X 288 $2,748.05
EFT NUMBER 9954 $2,748.05

GREATER PALM

SPRINGS CVB
2024-25 3RD QTR TBID $6,815.18
EFT NUMBER 9852 $6,815.18

GRANITE CONSTR
CO FILE73523
STREETS - EZ STREET $1,657.06
EFT NUMBER 9953 $1,657.06
WIRE NUMBER 9007305 $72.17

GRAFFITI

PROTECTION
COATINGS, INC.

APR 25 GRAFFITI REMOVAL SVC $5,520.00
EFT NUMBER 9952 $5,520.00
WIRE NUMBER 9007304 $90.52
APR25 CC FEES $72.17
WIRE NUMBER 9007303 $111.99
APR25 CC FEES $90.52

GLOBAL PAYMENTS
DIRECT, INC.

APR25 SVCS FEES $14,510.53
WIRE NUMBER 9007301 $14,510.53
APR25 CC FEES $598.19
WIRE NUMBER 9007302 $598.19
APR25 CC FEES $111.99
GAS COMPANY, THE APR25 GAS SERVICE $810.31
CHECK NUMBER 10015323 $810.31

GARDA CL WEST,
INC.

MAY25 SERVICES $302.00
EFT NUMBER 9951 $302.00

GANNETT MEDIA
CORP.

APR25 ADVERTISEMENTS $640.48
APR25 ADVERTISEMENTS $435.26
EFT NUMBER 9950 $1,075.74
CHECK NUMBER 10015322 $513.87

FUSE CONNECT,
LLC.

MAY 2025 PS AIRPORT ADVERTISING $875.00
EFT NUMBER 9850 $875.00
COMMUNICATIONS 04.21.25-05.20.25 PHN LNE-PSEC $1,112.15 CHECK NUMBER 10015270 $1,216.26

04.28.25-05.27.25 PHONE LINE $274.67

05.01.25-05.31.25 INTERNET-RIVERSIDE
COUNTY
$239.20
EFT 05/22/2025
INVOICE 03/10/2025 2544143
INVOICE 04/11/2025 0011594
INVOICE 04/16/2025 5513514
INVOICE 04/17/2025 4033575
INVOICE 04/21/2025 0542275
INVOICE 04/21/2025 6513352
INVOICE 04/21/2025 0542274
INVOICE 04/22/2025 9523822
INVOICE 04/23/2025 8523934
INVOICE 04/23/2025 8012928
INVOICE 04/24/2025 7514702
INVOICE 04/30/2025 1021322
CREDIT
MEMO
05/02/2025 9111261
EFT 05/08/2025
INVOICE 04/30/2025 1013630
INVOICE 05/02/2025 9172120
INVOICE 05/07/2025 4532371
INVOICE 05/07/2025 6514825
INVOICE 05/13/2025 8015052
INVOICE 05/14/2025 7522151
INVOICE 05/14/2025 7522150
INVOICE 05/16/2025 5533687
EFT 05/22/2025
INVOICE 04/21/2025 186823
EFT 05/08/2025
INVOICE 05/06/2025 187545
EFT 05/22/2025
INVOICE 05/07/2025 53038
WIRE 05/07/2025
INVOICE 05/21/2025 53253
WIRE 05/21/2025
INVOICE 04/12/2025 9084
INVOICE 04/23/2025 9170
INVOICE 04/25/2025 9171
INVOICE 05/13/2025 9222
EFT 05/22/2025
INVOICE 04/22/2025 1554200
EFT 05/22/2025
INVOICE 03/31/2025 2909
INVOICE 03/31/2025 2910
CHECK 05/08/2025
INVOICE 04/30/2025 2953
INVOICE 04/30/2025 2971
CHECK 05/22/2025
INVOICE 04/22/2025 3245
EFT 05/22/2025
INVOICE 04/28/2025 19880
CHECK 05/08/2025

JERNIGANS

SPORTING GOODS,
INC.

SAFETY BOOTS - R.AMBRIZ $222.93
CHECK NUMBER 10015273 $222.93
CHECK NUMBER 10015324 $11,747.50
JAMES FONVILLE VEHICLE MAINT- M-26 $1,146.43
EFT NUMBER 9949 $1,146.43

JACOB GREEN &
ASSOCIATES, INC.

LHMP - FIRE $2,375.00
LHMP - FIRE $11,590.00
CHECK NUMBER 10015272 $13,965.00
LHMP - FIRE $7,472.50
LHMP - FIRE $4,275.00

INTERWEST

CONSULTING
GROUP, INC.

03.25 DESIGN SIGNAL @ EPC & CREE ROAD $14,185.00
EFT NUMBER 9960 $14,185.00

INLAND FLEET

SOLUTIONS, INC
TRUCK MAINTENANCE - ENGINE 13-01 E413 $6,886.53
TRUCK MAINTENANCE - ENGINE 13-01 E413 $1,975.45
TRUCK MAINTENANCE - ENGINE 20-01 E411 $2,216.81
TRUCK MAINTENANCE - ENGINE 09-01 E413R $18,747.06
EFT NUMBER 9959 $29,825.85
ICMA-RC PAYROLL RUN 1 - WARRANT 250506 $77,248.56
WIRE NUMBER 9007310 $77,248.56
PAYROLL RUN 1 - WARRANT 250520 $75,920.45
WIRE NUMBER 9007341 $75,920.45

HR GREEN PACIFIC,
INC.

11.24-03.25 BUILDING PLAN CHECK &

INSPECTION SVC
$2,172.75
EFT NUMBER 9859 $2,172.75
APR25 BUILDING PLAN CHECK & INSPECTION
SVC
$22,319.25
EFT NUMBER 9958 $22,319.25
FACILITIES CLEANING SUPPLIES $51.24
EFT NUMBER 9957 $707.06
(2) FRIDGE REPLACEMENT WATER FILTERS -
FS 412
$98.28
(2) DISHERWASHER CLEANERS - FS 412 $19.64
(2) STORAGE BINS FOR NEW FACILITIES
OFFICE
$21.81
(2) HARDBOARDS FOR BROKEN SHELF - PD $96.96
CLEANING SUPPLIES - PW $184.29

SUPPLIES FOR NEW FACILTIES OFFICE CLEAN
OUT
$44.66
EFT NUMBER 9858 $1,342.40
SUPPLIES-SAND FENCE INSTALL $190.18
SUPPLIES FOR FACILITIES OFFICE - CIVCTR $472.38

RTN SUPPLIES FOR FACILITIES OFFICE -
CIVCTR
($24.31)
SUPPLIES - PW $20.61

REPLACEMENT NUTS & BOLTS FOR TRELLIS -
AMPHI
$3.21
(2) MASKING TAPES $15.25

REPLACEMENT NUTS & BOLTS FOR TRELLIS -
AMPHI
$1.61
(1) PACK OF 50 SCREWS #22 $16.37
(2) LIDS FOR ELECTRICAL OUTLETS - TOWN
SQUARE
$35.75

HOME DEPOT

CREDIT SERVICES
STATION SUPPLIES - BLOWER & BATTERIES $526.45
SUPPLIES - SIGNS $169.25
SUPPLIES FOR TIME CLOCK INSTALL - CIVCTR $8.90
PROPANE FOR FORKLIFT - PW $75.10
SHOVEL FOR TRK #22 $21.83
GRAPHIC DESIGN EFT NUMBER 9956 $400.00
INVOICE 04/12/2025 10539349
EFT 05/08/2025
INVOICE 04/03/2025 66347
INVOICE 04/03/2025 66199
EFT 05/08/2025
INVOICE 04/22/2025 107
EFT 05/08/2025
INVOICE 04/25/2025 108
INVOICE 05/02/2025 109
EFT 05/22/2025
INVOICE 05/12/2025 1024
EFT 05/22/2025
INVOICE 04/14/2025 04142025K950
BRODY
INVOICE 04/14/2025 04142025BRO
DY
INVOICE 04/17/2025 4172025
EFT 05/22/2025
INVOICE 03/31/2025 2025.03.31
EFT 05/08/2025
INVOICE 05/01/2025 2024 UUT
CHECK 05/08/2025
INVOICE 03/31/2025 31425494
EFT 05/08/2025
INVOICE 05/01/2025 871677169
EFT 05/08/2025
INVOICE 04/18/2025 501646554
EFT 05/08/2025
INVOICE 12/31/2024 297818019
INVOICE 12/31/2024 297817730
INVOICE 02/26/2025 500625271
INVOICE 02/28/2025 500849529
INVOICE 02/28/2025 500849629
INVOICE 03/29/2025 501192911
INVOICE 03/31/2025 501412351
INVOICE 03/31/2025 501411898
INVOICE 04/28/2025 501748612
INVOICE 04/30/2025 501834121-133
INVOICE 04/30/2025 501834121-131
INVOICE 04/30/2025 501834121-132
INVOICE 04/30/2025 501834121-134
INVOICE 04/30/2025 501834121-111
INVOICE 05/08/2025 502041831-133
INVOICE 05/08/2025 502041297-155
INVOICE 05/08/2025 502041386
INVOICE 05/08/2025 502041387
INVOICE 05/08/2025 502041831-131
INVOICE 05/08/2025 502041388
INVOICE 05/08/2025 502041297-152

4.9.25-5.8.2525 ENG C458 CPC -4282 $397.22

4.9.25-5.8.2525 CD C458 CPC -8878 $57.85

4.9.25-5.8.2525 FIN C458 CPC -4592 $331.37

4.9.25-5.8.2525 ADM C308 CPC -4384 $60.89

4.9.25-5.8.2525 CD C458 CPC -8878 $57.84

4.9.25-5.8.2525 FIN C458 CPC -2455 $115.69

4.1.25-4.30.25 ADM C451I -2622 $7.66

4.9.25-5.8.2525 ADM C308 CPC -4384 $60.89

4.1.25-4.30.25 HR C451I -2622 $7.66

4.1.25-4.30.25 ADM C451I -2622 $7.66

4.1.25-4.30.25 ADM C451I -2622 $7.66
MAR25 PD RECORDS PRINTER - C551I 0457 $218.18
APR25 C250I AA2J013O11925 $112.32
MAR25 C250I AA2J013O11925 $76.07
MAR25 PD ADMIN PRINTER - C551I 0477 $78.88
FEB25 PD ADMIN PRINTER - C551I 0477 $69.15
FEB25 PD RECORDS PRINTER - C551I 0457 $205.66

KONICA MINOLTA
BUS.SOLUTIONS

3.19.25-4.18.25 FD ADMIN C658 - 1503 $44.64
EFT NUMBER 9866 $44.64
DEC24 PD ADMIN PRINTER - C551I 0477 $61.75
DEC24 PD RECORDS PRINTER - C551I 0457 $213.76
FEB25 C250I AA2J013O11925 $100.04
KONE, INC. MAY 25 ELEVATOR MAINTENANCE - PKG GRG,
CIVCTR
$1,747.90
EFT NUMBER 9865 $1,747.90

KIMLEY HORN AND
ASSOCIATES, INC.

03.25 HSIP 11A $57,152.81
EFT NUMBER 9864 $57,152.81
KENNETH WOODS 2024 UUT REFUND $38.33
CHECK NUMBER 10015291 $38.33
KEITH A.

CHRISTIANSEN
MARCH 25 LAND DEV $7,762.50
EFT NUMBER 9863 $7,762.50

KC'S LAWNMOWER

SHOP, LLC
SMALL TOOLS - SPARK PLUG, AIR/FUEL FILTER $188.25
SMALL TOOLS - A.V. SPRING $57.89
SMALL TOOLS - SPARK PLUG $31.56
EFT NUMBER 9963 $277.70

JULIUS IBANEZ MD A

MEDICAL

CORPORATION
MEDICAL DIRECTOR CONTRACT $1,250.00
EFT NUMBER 9962 $1,250.00

JOSE ARMANDO JR

RIVERA GONZALEZ
FLEET MAINT-CAR WASH (16) $256.00
EFT NUMBER 9862 $256.00
FLEET MAINT-CAR WASH (10) $160.00
FLEET MAINT-CAR WASH (11) $176.00
EFT NUMBER 9961 $336.00
JIMMY'S EQUIPMENT SMALL TOOLS - PW $217.50
TRIMMER REPAIR / SMALL TOOLS $104.38
EFT NUMBER 9861 $321.88
JIFFY LUBE #2822 SRVS OIL CHANGE - SUBURBAN 20-01 (B410) $139.49 EFT NUMBER 9860 $139.49
INVOICE 05/08/2025 502041831-132
INVOICE 05/08/2025 502041831-134
INVOICE 05/08/2025 502041297-157
INVOICE 05/08/2025 502041297-151
INVOICE 05/08/2025 502041831-111
INVOICE 05/10/2025 502060613
EFT 05/22/2025
INVOICE 05/15/2025 68880
EFT 05/22/2025
INVOICE 04/17/2025 LP0425-49
EFT 05/08/2025
INVOICE 04/17/2025 LP0425-46
INVOICE 04/30/2025 LP0525-12
EFT 05/22/2025
INVOICE 04/18/2025 44966
INVOICE 04/18/2025 44972
INVOICE 04/18/2025 44975
INVOICE 04/21/2025 45037
EFT 05/22/2025
INVOICE 03/14/2025 1580757
INVOICE 03/27/2025 1584343
INVOICE 03/27/2025 1584345
INVOICE 04/02/2025 1586095
INVOICE 04/14/2025 1589435
INVOICE 04/21/2025 1591512
INVOICE 04/22/2025 1592047
INVOICE 04/28/2025 1593615
INVOICE 04/29/2025 1593964
EFT 05/08/2025
INVOICE 05/07/2025 1597600
EFT 05/22/2025
INVOICE 05/20/2025 4842852445
EFT 05/22/2025
INVOICE 04/18/2025 49210316
INVOICE 04/22/2025 49267429
EFT 05/08/2025
INVOICE 04/16/2025 INV938385
INVOICE 04/18/2025 INV939407
EFT 05/08/2025
INVOICE 03/28/2025 INV931723
EFT 05/22/2025
INVOICE 04/11/2025 996755
INVOICE 04/15/2025 979410
CHECK 05/08/2025
INVOICE 04/29/2025 985937
INVOICE 05/06/2025 76496
INVOICE 05/07/2025 77926
INVOICE 05/07/2025 79058
CREDIT
MEMO
05/07/2025 79469 (3) DESK GROMMETS RETURN ($15.49)

ADHESIVE FOR BROKEN CABINET IN HR -
CIVCTR
$6.73
HANGING STRIPS & (3) DESK GROMMETS $25.86

LOWES HOME

IMPROVEMENT
SUPPLIES / SMALL TOOLS - PW $122.05
SUPPLIES - PW $155.55
CHECK NUMBER 10015274 $277.60
SUPPLIES - STREETS $95.77

SUPPLIES FOR NEW FACILTIES OFFICE CLEAN
OUT
$56.02
LN CURTIS & SONS UNIFORMS - GLOVES CADET PROGRAM $239.59 UNIFORMS - JACKETS CADET PROGRAM $1,457.68
EFT NUMBER 9870 $1,697.27
CERT GRANT SUPPLIES - RESCUE MANIKIN $2,251.72
EFT NUMBER 9970 $2,251.72

LINDE GAS &
EQUIPMENT, INC.

OXYGEN SUPPLIES - PARAMEDIC $279.99
CYLINDER RENT - PARAMEDIC $698.20
EFT NUMBER 9869 $978.19
EFT NUMBER 9968 $997.66

LINCOLN NATIONAL
LIFE INS. CO.

JUNE CY25 PREMIUMS $23,387.20
EFT NUMBER 9969 $23,387.20
EFT NUMBER 9868 $4,057.98
MEDICAL SUPPLIES (PARAMEDIC) $997.66
MEDICAL SUPPLIES (PARAMEDIC) $242.82
MEDICAL SUPPLIES (PARAMEDIC) $374.50
MEDICAL SUPPLIES (PARAMEDIC) $250.00
MEDICAL SUPPLIES (PARAMEDIC) $1,035.00
LIFE ASSIST, INC. MEDICAL SUPPLIES (PARAMEDIC) $837.00
MEDICAL SUPPLIES (PARAMEDIC) $171.55
MEDICAL SUPPLIES (PARAMEDIC) $288.07
MEDICAL SUPPLIES (PARAMEDIC) $677.30
MEDICAL SUPPLIES (PARAMEDIC) $181.74
LF VISUALS, INC. DREAM HOMES SAN LUIS REY DR $161.77
DREAM HOMES MISSION DR/CT $186.59
SPRING FEST POSTCARD $8,090.70
WHISPERING PALMS BIKE LETTERS $599.76
EFT NUMBER 9967 $9,038.82

LANDMARK

CONSULTANTS, INC

03.27-04.09 COMPACTION TESTING $1,200.00
EFT NUMBER 9867 $1,200.00

3.27-4.9.25 COMPACTION TESTING $690.00

4.10-4.23.25 COMPACTION TESTING $720.00
EFT NUMBER 9966 $1,410.00
EFT NUMBER 9964 $2,560.15

LANCE, SOLL &

LUNGHARD, LLP
2025 INTERIM FIELDWORK (AUDIT) / GANN

LIMIT AUP
$25,603.00
EFT NUMBER 9965 $25,603.00

4.9.25-5.8.2525 ADM C308 CPC -4384 $60.88

4.11.25-5.10.25 MAIL ROOM A61E011012174 $5.95

4.9.25-5.8.2525 CD C458 CPC -8878 $57.84

4.9.25-5.8.2525 ED C458 CPC -8878 $57.85

4.9.25-5.8.2525 HR C308 CPC -4384 $60.88

4.9.25-5.8.2525 ADM C308 CPC -4384 $60.89
INVOICE 05/07/2025 77920
INVOICE 05/07/2025 78996
INVOICE 05/11/2025 89505
INVOICE 05/13/2025 94690
INVOICE 05/14/2025 97316
INVOICE 05/14/2025 97331
INVOICE 05/14/2025 97321
CHECK 05/22/2025
INVOICE 05/12/2025 23397
EFT 05/22/2025
INVOICE 05/01/2025 FY25-12001
CHECK 05/22/2025
INVOICE 04/02/2025 101702
INVOICE 04/08/2025 101404
EFT 05/08/2025
INVOICE 04/25/2025 INV275573
EFT 05/08/2025
INVOICE 05/01/2025 INV276399
EFT 05/22/2025
INVOICE 03/21/2025 20250321
EFT 05/08/2025
INVOICE 05/09/2025 273
EFT 05/22/2025
INVOICE 05/20/2025 040125A
WIRE 05/20/2025
INVOICE 03/13/2025 CathZCU-02
INVOICE 04/23/2025 CathZCU-03
CHECK 05/08/2025
INVOICE 05/16/2025 CathZCU-04
CHECK 05/22/2025
INVOICE 04/22/2025 523713079
EFT 05/08/2025
INVOICE 05/06/2025 523797388
EFT 05/22/2025
INVOICE 04/10/2025 CA-14-033-
202503-01
EFT 05/22/2025
INVOICE 04/09/2025 91755
CHECK 05/08/2025
INVOICE 04/30/2025 1196
CHECK 05/08/2025
INVOICE 04/23/2025 2025-0423-02
CHECK 05/08/2025
INVOICE 03/08/2025 8282092109
EFT 05/22/2025
INVOICE 02/28/2025 2189.003-17
INVOICE 03/31/2025 2189.003-18
CHECK 05/22/2025
INVOICE 04/14/2025 338BFBBC
EFT 05/08/2025
INVOICE 04/30/2025 43020251
EFT 05/22/2025
MVR CONSULTING 3.1-4.30.25 DREAM HOMES CONSULTING $2,340.00 EFT NUMBER 9974 $2,340.00

MULTI SERVICE

TECHNOLOGY
SOLUTIONS, INC.

SUPPLIES - PW $878.34
EFT NUMBER 9854 $878.34
MSA CONSULTING 02.25 DATE PALM-I-10 TO VARNER $27,127.50

03.25 DATE PALM-I-10 TO VARNER $17,755.00
CHECK NUMBER 10015328 $44,882.50

MOTOROLA
SOLUTIONS, INC.

BATTERY PACKS - (QTY 50) IMPRES GEN2 $12,367.59
EFT NUMBER 9973 $12,367.59

MOTHERS AGAINST

DRUNK DRIVING
MADD-IE- LER REGISTRATION FEE (QTY-6)

5.14.25 $450.00
CHECK NUMBER 10015275 $450.00

MONTAGE AGENCY
LLC
GRAPHIC DESIGN AND CONSULTING $6,000.00
CHECK NUMBER 10015279 $6,000.00

MOHICA TOWING,
INC.

TOW SVC - VIN 61271 - C12-11 $95.00
CHECK NUMBER 10015278 $95.00
MN8 ENERGY

OPERATING

COMPANY LLC

1.1.25-3.31.25 ELECTRIC PWR SVC $24,646.65
EFT NUMBER 9926 $24,646.65

MISSION LINEN
SUPPLY
LINEN SUPPLIES FOR JAIL $70.47
EFT NUMBER 9874 $70.47
LINEN SUPPLIES FOR JAIL $71.04
EFT NUMBER 9972 $71.04

MINTIER HARNISH,
LP
FEB25 ZONING CODE UPDATE $25,791.41
MAR25 ZONING CODE UPDATE $44,028.39
CHECK NUMBER 10015277 $69,819.80
APR25 ZONING CODE UPDATE $17,278.98
CHECK NUMBER 10015327 $17,278.98

MIDAMERICA

ADMINISTRATIVE &

RETIREMENT

SOLUTIONS
CATHCIHRA1G5 - ACTIVE CONTRIBUTION APR $15,290.00
WIRE NUMBER 9007337 $15,290.00
MICHELLE L. COLEY PRE-EMPLOYMENT POLYGRAPHS-BRAVO JR. $250.00 EFT NUMBER 9983 $250.00

MICHAEL

FRAUENTHAL &
ASSOCIATES, INC.

APPRAISAL OF 36630 CATHEDRAL CANYON DR $4,750.00
EFT NUMBER 9873 $4,750.00

MERCURY
ENTERPRISES, INC.

PARAMEDIC SUPPLIES - FD $530.62
EFT NUMBER 9872 $530.62
PARAMEDIC SUPPLIES - FD $67.37
EFT NUMBER 9971 $67.37

MACIAS NURSERY,
INC.

SUPPLIES - DAVID VASQUEZ PARK $152.95
SUPPLIES - DATE PALM PKWY $288.69
EFT NUMBER 9871 $441.64

LVC MASTER

ASSOCIATION
JUN25 LLD9 LA PASADA LANDSCAPE MAINT $770.00
CHECK NUMBER 10015326 $770.00
CHECK NUMBER 10015325 $404.85
LUIS NOE AVILA PRESSURE WASHER SWIVEL - FM $60.00
EFT NUMBER 9945 $60.00
ZINC QUICK LINK FOR TRK #24 $13.24
CORNER BRACES FOR SHELF REPAIR - PD $4.13

SUPPLES TO REPLACE ELECTRICAL COVER -
CIVCTR
$29.83
(2) SAWHORSES $114.12

SUPPLIES FOR NEW FACILTIES OFFICE CLEAN
OUT
$22.34
CLEANING SUPPLIES FOR TRK #22 $21.73
METAL & WOOD STUD FINDER FOR TRK #22 $30.57
INVOICE 03/10/2025 2023-04.01-21
INVOICE 04/11/2025 2023-04.01-22
INVOICE 04/11/2025 2023-03.12-06
INVOICE 04/11/2025 2023-03.07-11
EFT 05/08/2025
INVOICE 04/11/2025 2023-03.14-07
INVOICE 04/11/2025 2023-03.13-05
EFT 05/22/2025
INVOICE 04/25/2025 25033406671
EFT 05/08/2025
INVOICE 04/22/2025 2024313
CHECK 05/22/2025
INVOICE 04/24/2025 OC-51840
INVOICE 05/01/2025 OC-51979
INVOICE 05/01/2025 OC-51981
EFT 05/08/2025
INVOICE 05/06/2025 OC-52007
EFT 05/22/2025
INVOICE 04/09/2025 419121657001
INVOICE 04/09/2025 418916935001
INVOICE 04/16/2025 420456684001
EFT 05/08/2025
INVOICE 05/02/2025 419371242001
INVOICE 05/12/2025 519591351001-
155
INVOICE 05/12/2025 519591351001-
157
EFT 05/22/2025
INVOICE 03/05/2025 2030246383
CHECK 05/08/2025
INVOICE 04/18/2025 2030247902
INVOICE 04/30/2025 2030247258
INVOICE 05/07/2025 2030248422
INVOICE 05/08/2025 2030247259
INVOICE 05/12/2025 2030248477
CHECK 05/22/2025
INVOICE 05/06/2025 3307
EFT 05/22/2025
INVOICE 05/19/2025 052225
EFT 05/22/2025
INVOICE 03/27/2025 161078
INVOICE 05/08/2025 161488
CHECK 05/22/2025
INVOICE 02/06/2025 1120061
INVOICE 02/07/2025 1120051
INVOICE 04/15/2025 1121093
EFT 05/08/2025
INVOICE 04/26/2025 1121295

PREMIER AUTO

SERVICE USA, LLC
PARTS & SVC - AMBULANCE M-1 (22-03) $329.10
INSPECTION LABOR - 2022 CHEVY TAHOE FC-1
(22-01)
$50.00
PARTS & SVC - 2020 CHEVY SUBURBAN 20-01
(B410)
$2,566.25
EFT NUMBER 9880 $2,945.35
PARTS & SVC - 2022 CHEVROLET TAHOE FC-1
(22-01)
$1,060.04
POWERS AWARDS NAME BADGES (QTY 8) $214.43
BADGE - F. DEL TORO (QTY-2) $26.10
CHECK NUMBER 10015331 $240.53

PITNEY BOWES

RESERVE ACCOUNT
REFILL POSTAGE METER $5,000.00
EFT NUMBER 9980 $5,000.00
CHECK NUMBER 10015330 $2,388.39

PAX FITNESS
REPAIR
PREVENTATIVE MAINTENANCE - CIVCTR GYM $350.00
EFT NUMBER 9979 $350.00
VEHICLE TIRES/BALANCE - C05-24 $209.52
SPARE TIRES (QTY-5) - PD01 $926.12

PARKHOUSE TIRE
INC.

EQUIPMENT MAINT- SL02-07 $436.77
CHECK NUMBER 10015280 $436.77
TIRE SVC - ENGINE 13-01 E413 $53.72
SPARE TIRES (QTY-4) - PD01 $777.32
TIRE SVC - AMBULANCE M-1 (22-03) $421.71
SUPPLIES - CODE $27.74
EFT NUMBER 9978 $357.25
SUPPLIES - CITY HALL $302.13
SUPPLIES - BUILDING $27.38
EFT NUMBER 9977 $1,574.26

ODP BUSINESS

SOLUTIONS, LLC
SUPPLIES - CITY HALL $1,999.28
SUPPLIES - CITY CLERK $113.55
SUPPLIES - CITY HALL & PD $620.15
EFT NUMBER 9879 $2,732.98

OCEAN SPRINGS
TECH, INC.
(2) FILTER MAINTENANCE - FOUNTAIN $450.00
MAY 25 FOUNTAIN SERVICE - FOUNTAIN $2,450.00
MAY 25 IPS MONITORING - FOUNTAIN $145.00
EFT NUMBER 9878 $3,045.00

REPLACE & INSTALL WATER VALVE -

FOUNTAIN
$1,574.26

NEXT LEVEL TURF &

PLANT CARE
WEED ABATEMENT - VARIOUS LOCATIONS $4,480.00
CHECK NUMBER 10015329 $4,480.00
EFT NUMBER 9975 $1,957.50

NETWORK

INNOVATIONS FL,
INC.

MAR25 SAT PHONE - FD $162.12
EFT NUMBER 9877 $162.12

03.25 VISTA CHINO PROJECT MGMT $958.50

03.25 DP PAVEMENT PROJECT MGMT $999.00

NAI CONSULTING,
INC.

02.25 PROF SVCS $6,142.00

03.25 PROF SVCS $1,403.00
02-03.25 GRANT APP SUPPORT SVC $94.50

03.25 HSIP11-18 PED CROSSWALK $268.00
EFT NUMBER 9875 $7,907.50
EFT 05/22/2025
INVOICE 04/30/2025 CCPD25004
EFT 05/08/2025
INVOICE 05/07/2025 7572
INVOICE 05/07/2025 7571
EFT 05/22/2025
INVOICE 04/10/2025 4708
INVOICE 04/10/2025 4709
INVOICE 04/16/2025 4713
INVOICE 04/16/2025 4711
INVOICE 04/16/2025 4712
INVOICE 04/16/2025 4710
INVOICE 04/17/2025 4715
INVOICE 04/17/2025 4714
INVOICE 04/20/2025 4716
INVOICE 04/23/2025 4723
INVOICE 04/23/2025 4719
INVOICE 04/23/2025 4720
INVOICE 04/23/2025 4721
INVOICE 04/23/2025 4722
INVOICE 04/23/2025 4717
INVOICE 04/25/2025 4724
INVOICE 04/25/2025 4725
INVOICE 04/25/2025 4727
INVOICE 04/25/2025 4726
INVOICE 04/29/2025 4733
INVOICE 04/29/2025 4732
INVOICE 04/29/2025 4728
INVOICE 04/29/2025 4729
INVOICE 04/29/2025 4730
INVOICE 04/29/2025 4731
EFT 05/08/2025
INVOICE 04/23/2025 4718
INVOICE 04/30/2025 4735
INVOICE 04/30/2025 4734
INVOICE 05/01/2025 4736
INVOICE 05/01/2025 4737
INVOICE 05/02/2025 4739
INVOICE 05/07/2025 4744
INVOICE 05/07/2025 4745
INVOICE 05/12/2025 4752
INVOICE 05/12/2025 4753
INVOICE 05/14/2025 4761
INVOICE 05/16/2025 4762
INVOICE 05/16/2025 4763
INVOICE 05/19/2025 4766
EFT 05/22/2025
INVOICE 04/24/2025 2141699
EFT 05/22/2025
INVOICE 04/25/2025 INV398
EFT 05/08/2025

PUBLIC ENTITY RISK

MANAGEMENT

LIABILITY & WORKERS COMP TRUST ACCT DEP
Q4 FY25
$603,403.00
EFT NUMBER 9883 $603,403.00
PTS

COMMUNICATIONS,
INC.

MAY25 PUBLIC PAYPHONE $35.00
EFT NUMBER 9985 $35.00

REMOVAL OF BENCH & CEMENT SLABS - TOWN
SQUARE
$2,750.00
EFT NUMBER 9984 $46,845.00
TRIM (5) PALM TREES - FESTIVAL LAWN $475.00

INSTALL PLANTS, RIVER ROCK, & BOULDERS-

TWN SQR
$8,975.00
TRIM (7) MESQUITES - TOWN SQUARE $2,950.00
TRIM (50) PALM TREES - TOWN SQUARE $4,750.00
REPLACE (1) WATER VALVE - AMPHITHEATER $575.00
TRIM (6) FICUS TREES - TOWN SQUARE $4,200.00
SAN MARTIN & TANGELO BLOW SAND $3,015.00
REPLACE (5) SPRINKLER BOXES -

AMPHITHEATER
$1,965.00
VISTA CHINO AVE QUINT - BLOW SAND $3,885.00
CARMELA/VISTA CHINO BLOW SAND $3,460.00
VISTA CHINO DATE PALM - BLOW SAND $4,890.00
VISTA CHINO DATE PALM BR - BLOW SAND $2,940.00
EFT NUMBER 9882 $73,797.00
LANDAU MANOR LLD18 AGAVE/DEC GRANITE $2,015.00
SB1383 GRANT LA PALOMA/DAVALL SPREAD
MULCH
$3,995.00
SB1383 GRANT VISTA CHINO MESQUITE -

SPREAD MULCH
$3,995.00
DATE PALM MEDIAN CLEANUP $1,645.00
RANCHO VISTA PKWY CLEANUP $1,575.00
REPLACE (2) WATER VALVES - AMPHI $1,145.00
REPLACE (1) WATER VALVE - FS 412 $575.00
TORTUGA RB - CLEAN UP $1,740.00
CYPRESS RB-CLEAN UP $1,480.00
DATE PALM MEDIAN CLEANUP $1,550.00
SHIFTING SANDS - STAKE 4 TREES $395.00
MONTHLY MAINT SVC - MAR 25 $6,950.00
DAVID VASQUEZ MEM PARK GEN CLEANUP $1,195.00
AVE DEL PADRE RB INSTALL DG $4,950.00
AVE DEL PADRE RB INSTALL DG $4,440.00
APR 25 FACILITIES GROUNDS/AMPHITHEATER $11,062.00
EPC MEDIAN - CLEAN UP $1,455.00
BUDDY ROGERS DOG PARK CLEANUP $1,505.00
VEGA RD LOT - GEN CLEAN UP $3,445.00
CENT PARK LLD 16A-GEN CLEANUP $1,290.00
HOMELESS ENCAMP REM-EPC WASH $5,725.00

PS TREE SERVICE &

MAINTENANCE
VISTA CHINO AVE QUINT - BLOW SAND $2,530.00
SB1383 GRANT LA PALOMA/DAVALL SPREAD
MULCH
$3,995.00
CATHEDRAL CANYON BRDG-CLEANUP $2,480.00
DINAH SHORE BRIDGE SIDEWALKS - CU $1,290.00
CORTA LOT RD - GEN CLEANUP $3,390.00

PROFESSIONAL

INTERPRETING, LLC
NOV24 ELECTION INTERPRETING SERVICES $50.68
MAR25 TRANSLATIONS-VARIOUS $1,575.00
EFT NUMBER 9982 $1,625.68
EFT NUMBER 9981 $1,060.04
PRINTER'S LINK BUSINESS CARDS - J.ENOS $76.71
EFT NUMBER 9881 $76.71
INVOICE 04/24/2025 36849
EFT 05/08/2025
INVOICE 05/10/2025 252507
CHECK 05/22/2025
INVOICE 04/16/2025 20250416
CHECK 05/08/2025
INVOICE 05/01/2025 124488
EFT 05/22/2025
INVOICE 04/25/2025 75973115
INVOICE 04/25/2025 75974022
INVOICE 04/29/2025 75974009
INVOICE 04/29/2025 75973417
INVOICE 04/29/2025 75971969
INVOICE 04/30/2025 75973549
EFT 05/08/2025
INVOICE 05/10/2025 77311726
INVOICE 05/10/2025 77311727
INVOICE 05/10/2025 77309771
INVOICE 05/15/2025 77310883
INVOICE 05/15/2025 77311728
EFT 05/22/2025
INVOICE 05/06/2025 PE0000002603
EFT 05/22/2025
INVOICE 03/05/2025 PE0000002452
EFT 05/22/2025
INVOICE 04/30/2025 2025-4
EFT 05/22/2025
INVOICE 04/17/2025 235612
EFT 05/22/2025
INVOICE 05/01/2025 20250501
CHECK 05/08/2025
INVOICE 05/11/2025 0000166
EFT 05/22/2025
INVOICE 04/10/2025 041025
INVOICE 04/17/2025 041425
INVOICE 04/17/2025 041525
INVOICE 04/17/2025 041725
INVOICE 04/18/2025 041825
INVOICE 04/25/2025 0423825
INVOICE 04/25/2025 042425
EFT 05/08/2025
INVOICE 05/02/2025 050225
INVOICE 05/02/2025 050325
INVOICE 05/02/2025 050125
INVOICE 05/09/2025 050725
INVOICE 05/09/2025 050925
EFT 05/22/2025
INVOICE 02/28/2025 1691
INVOICE 03/11/2025 0088-GVOHWI
CREDIT
MEMO
03/11/2025 6310-GVORYO
EFT NUMBER 9992 $10,158.00

SAM'S CLUB DIRECT
(SYNCHRONY BANK)
SUPPLIES - PW $298.63
TV - DISPATCH SECURITY CAMERA MONITOR $290.46
CREDIT INVOICE - 0088-GVOHWI (DISPATCH

MONITOR)
($290.46)
ILLEGAL DUMPING - 6 LOC $2,544.00
CLEANUP ASSIST PROG - 3 LOC $795.00
CLEANUP ASSIST PROG - 3 LOC $954.00
HOMELESS CLEANUP 38 CAMPS 4 LOC $4,672.50
EFT NUMBER 9885 $20,377.50
ILLEGAL DUMPING - 4 LOC $1,192.50
CLEANUP ASSIST PROG - 1 LOC $954.00
HOMELESS CLEANUP 35 CAMPS 5 LOC $5,070.00

SAME DAY EXPRESS
LLC
HOMELESS CLEANUP 36 CAMPS 5 LOC $5,070.00
CLEANUP ASSIST PROG - 3 LOC $1,431.00
ILLEGAL DUMPING - 4 LOC $1,431.00
HOMELESS CLEANUP 31 CAMPS 4 LOC $5,467.50
CLEANUP ASSIST PROG - 3 LOC $954.00
S.C.R.A.P. GALLERY ENV ED SVCS $7,500.00
EFT NUMBER 9991 $7,500.00

RIVERSIDE COUNTY

SHERIFF'S TRAINING
POST TUI DISPATCH ACADEMY S. ALVAREZ 7.7-

8.1.25 $540.00
CHECK NUMBER 10015282 $540.00

RIVERSIDE COUNTY

FIRE DEPT
FY24.25 FIRE PROTECTION SERVICES $45,191.43
EFT NUMBER 9988 $45,191.43

RIVERSIDE COUNTY

AUDITOR

CONTROLLER
APRIL 2025 PARKING $4,237.50
EFT NUMBER 9987 $4,237.50
RIVERSIDE COUNTY PSEC BILLING 04.01-04.30.2025 $25,144.02 EFT NUMBER 9989 $25,144.02
PSEC BILLING 02.01-02.28.2025 $25,144.02
EFT NUMBER 9990 $25,144.02
MAY 25 MOSQUITO CTRL SERVICE - FS 413 $40.32
EFT NUMBER 10006 $460.82
MAY 25 PEST CONTROL MAINT - FS 412 $226.52
MAY 25 FS 413 PEST CONTROL $113.34
MAY 25 COMMERCIAL MOSQUITO CTRL - FS 412 $40.32
MAY 25 MOSQUITO CTRL SERVICE - FS 411 $40.32
APR 25 AMPHITHEATER PEST CONTROL $221.83
EFT NUMBER 9901 $825.99

RENTOKIL NORTH
AMERICA, INC.

APR 25 PEST CONTROL - FS 411 $78.44
APR 25 MOSQUITO CTRL SERVICE - FS 411 $40.32
APR 25 MOSQUITO CTRL SERVICE - CIVCTR $93.00
APR 25 CIV CTR PEST CONTROL $297.50
APR 25 RODENT CTRL ONLY - CIVCTR $94.90
R3 CONSULTING
GROUP, INC.

SW FRAN FEE STUDY TO 4/30/25 $2,630.00
EFT NUMBER 9986 $2,630.00
R.C.L.E.T.A. 2025 RCLETA AGENCY MEMBER DUES $50.00
CHECK NUMBER 10015281 $50.00

QUALITY STREET

SERVICE
MAY 25 PRKG LOT SWEEPING SVC $550.00
CHECK NUMBER 10015332 $550.00

PUBLIC SAFETY

SERVICES
2025 TASTES AND SOUNDS SECURITY 2.11.25
TO 4.15.25
$3,697.50
EFT NUMBER 9884 $3,697.50
INVOICE 03/11/2025 3378
INVOICE 04/10/2025 008606
INVOICE 04/18/2025 7884
CHECK 05/22/2025
INVOICE 03/25/2025 4244674
INVOICE 04/15/2025 4251863
INVOICE 04/17/2025 4252722
CHECK 05/08/2025
INVOICE 04/29/2025 4256432
CHECK 05/22/2025
INVOICE 04/16/2025 4528191
INVOICE 04/16/2025 4527254
CHECK 05/22/2025
INVOICE 04/03/2025 204330
INVOICE 04/13/2025 204513
EFT 05/22/2025
INVOICE 04/21/2025 6906-2504
INVOICE 04/21/2025 7272-2504
INVOICE 04/21/2025 3070-2504
INVOICE 04/23/2025 5620-2504
INVOICE 04/23/2025 6734-2504
INVOICE 04/25/2025 3070-2504-A
INVOICE 04/25/2025 1807-2504
INVOICE 04/29/2025 9658-2504
INVOICE 05/02/2025 7452-2504
INVOICE 05/05/2025 2489-2504
CHECK 05/08/2025
INVOICE 05/01/2025 8575-2504
INVOICE 05/01/2025 7565-2504
INVOICE 05/06/2025 5914-2404
INVOICE 05/06/2025 4465-2404
INVOICE 05/07/2025 7396-2504
INVOICE 05/08/2025 2218-2504
INVOICE 05/13/2025 0732-2504
INVOICE 05/14/2025 2980-2504
INVOICE 05/16/2025 2766-2404
CHECK 05/22/2025
INVOICE 05/07/2025 050725
EFT 05/22/2025
INVOICE 05/01/2025 20250502
CHECK
05/08/2025
INVOICE 04/18/2025 736939
INVOICE 04/25/2025 739012
EFT 05/08/2025
INVOICE 01/28/2025 712524
INVOICE 05/13/2025 744548
INVOICE 05/13/2025 744552
EFT 05/22/2025
CREDIT
MEMO
01/20/2025 15159960
012025CR
SPARKLETTS LOC:7600067 JAN25 PW WATER ($182.24)
RIVER ROCK - TOWN SQUARE $1,716.10
EFT NUMBER 9994 $2,692.51

SOUTHWEST

BOULDER AND
STONE
SUPPLIES - LANDAU MANOR LLD18 $156.83
SUPPLIES-PEP BOYS RETEN BASIN $2,249.68
EFT NUMBER 9886 $2,406.51
SUPPLIES-LA PALOMALLD2 WTR CON $319.67
(6) BOULDERS - TOWN SQUARE $656.74

SOUTHERN

CALIFORNIA

INTERGOVERNMENT

AL TRAINING &
POST TUIT RECORDS CLERK M. GARCIA 6.2-

6.6.25 $625.00
CHECK NUMBER 10015285 $625.00

SOUTHERN

CALIFORNIA GAS
CO.

4.1.25-5.1.25 - GAS ACCT:063-943-2529-1 $13.00
EFT NUMBER 9993 $13.00

4.1.25-4.30.25 STREET/OUTDOOR ELECTRIC $2,440.38
CHECK NUMBER 10015336 $22,367.10
APR25 HAWK CROSSWALK $45.12
APR25 LAMPS & SIGNALS $93.45

4.7.25-5.6.25 34730 CATHEDRAL CANYON PED $74.41

4.8.25-5.7.25 68148 RAMON RD TC1 $113.84
APR25 LLD LAMPS & IRRIG ELECTRIC CHGS $1,141.34
APR25 STREET LAMPS $16,199.05
APR25 OUTDOOR ELECTRIC $42.46
APR25 OCOTILLO PARK $2,217.05
APR25 OUTDOOR ELECTRIC $4,497.72
CHECK NUMBER 10015287 $34,564.44

3.28.25-4.28.25 68700 AVE LALO GUERRERO
LS3
$48.13
APR25 SIGNALS & OUTDOOR ELECTRIC $14,011.34

4.21.25-4.24.25 PARKING STRUCTURE

ELECTRIC
$603.38

4.04.25-4.24.25 FIRE DEPT. ELECTRIC $1,609.22

SOUTHERN

CALIFORNIA EDISON

3.20.25-4.20.25 68700 AVE LALO GUERRERO $6,450.83

3.20.25-4.20.25 SOCCER PARK ELECTRIC $2,564.43

3.20.25-4.20.25 PARKING STRUCTURE

ELECTRIC
$4,673.55

3.24.25-4.22.25 30975 LANDAU BLVD LS3 $33.67

3.24.25-4.22.25 30975 LANDAU BLVD TC1 $72.17

SOUTH WEST
TOWING, INC.

TOW SVC - C31-17 $164.00
TIRE SVC - VIN 12666 C45-23 $70.00
EFT NUMBER 9995 $234.00

SOUTH COAST AIR

QUALITY MGMT
AQMD FEE JUL24-JUN25 FS 413 $167.47
AQMD FEE JUL24-JUN25 FS 412 $167.47
CHECK NUMBER 10015335 $334.94
IRRIG SUPPLIES-CENT PARKLLD16A $122.91
CHECK NUMBER 10015334 $122.91
CHECK NUMBER 10015333 $1,030.55

SMITH PIPE &

SUPPLY COMPANY
IRRIG SUPPLIES - PW $92.38
IRRIG SUPPLIES - OCOTILLO $93.08

SUPPLIES FOR QUICK COUPLER REPAIR -

TOWN SQR
$54.41
CHECK NUMBER 10015286 $239.87
SUPPLIES - PW $237.70
PD ADMIN - SUPPLIES $140.80
TV - DISPATCH SECURITY CAMERA MONITOR $353.42
INVOICE 02/20/2025 15159960
022025
INVOICE 03/20/2025 15159960
032025
EFT 05/08/2025
INVOICE 04/11/2025 6029099841-
155
INVOICE 04/11/2025 6029099841-
152
INVOICE 04/17/2025 6029516600
EFT 05/08/2025
CREDIT
MEMO
04/16/2025 6029448354
CREDIT
MEMO
04/24/2025 6029945939
INVOICE 04/30/2025 6030600058
INVOICE 05/03/2025 6031290913
INVOICE 05/06/2025 6031457390
INVOICE 05/10/2025 6031729630-
155
INVOICE 05/10/2025 6031729629
INVOICE 05/10/2025 6031729630-
152
INVOICE 05/10/2025 6031729630-
157
EFT 05/22/2025
INVOICE 04/09/2025 7910
EFT 05/08/2025
INVOICE 03/13/2025 7819
EFT 05/22/2025
INVOICE 03/18/2025 8010199410
INVOICE 04/18/2025 8010509368
EFT 05/22/2025
INVOICE 04/25/2025 000122
EFT 05/08/2025
INVOICE 04/24/2025 422866
EFT 05/08/2025
INVOICE 04/24/2025 24-0424-2
CHECK 05/08/2025
INVOICE 07/16/2024 9508698841
INVOICE 08/08/2024 9508802086
INVOICE 09/11/2024 9508938874
INVOICE 09/11/2024 9508938876
INVOICE 09/30/2024 9509024079
INVOICE 10/25/2024 9509130483
INVOICE 11/13/2024 9509207342
INVOICE 12/17/2024 9509356948
INVOICE 02/11/2025 9509585033
INVOICE 03/20/2025 9509755674
EFT 05/08/2025
INVOICE 04/25/2025 55211784
EFT 05/08/2025
INVOICE 05/07/2025 1305
INVOICE 05/07/2025 1306
CHECK 05/22/2025
INVOICE 04/21/2025 28933 THE GREATER

COACHELLA VALLEY
STATE OF THE CITY LUNCHEON - 05.13.25 $1,000.00

THE BRIEFING

ROOM, LLC
ONLINE LAW ENFORE. TRAINING - 05.01.25-

06.30.25 $328.34
ONLINE LAW ENFORE. TRAINING - 07.01.25-

06.30.26 $1,970.05
CHECK NUMBER 10015337 $2,298.39
TERRY ROSBACK INSTL (2) CIRCUITS FOR CAMERA POLES -

PANORAMA PRK
$1,548.07
EFT NUMBER 9893 $1,548.07
PARAMEDIC SUPPLIES - FD $1,250.63
EFT NUMBER 9892 $7,062.23
PARAMEDIC SUPPLIES - FD $652.50
PARAMEDIC SUPPLIES - FD $1,305.00
PARAMEDIC SUPPLIES - FD $598.13
PARAMEDIC SUPPLIES - FD $598.13
TELEFLEX LLC PARAMEDIC SUPPLIES - FD $665.00
PARAMEDIC SUPPLIES - FD $665.00
PARAMEDIC SUPPLIES - FD $658.40
PARAMEDIC SUPPLIES - FD $605.56
PARAMEDIC SUPPLIES - FD $63.88

SUSAN SAXE-

CLIFFORD, PHD APC
PRE-EMPLOYMENT TESTING $450.00
CHECK NUMBER 10015288 $450.00

SUN BADGE

COMPANY
LA DOME SILTONE BADGE (QTY-1) $170.59
EFT NUMBER 9891 $170.59
STEVEN RECINOS 2025 SENIOR INSPIRATION AWARDS

PHOTOGRAPHY
$475.00
EFT NUMBER 9890 $475.00
STERICYCLE, INC. APRIL 2025 BIOHAZARD DISPOSAL SVC $129.82 MAY 2025 BIOHAZARD DISPOSAL SVC $129.82
EFT NUMBER 9998 $259.64
EFT NUMBER 9996 $748.07
STC TRAFFIC, INC 03.25 SB 821 BIKE & BED PLANS $1,500.00 EFT NUMBER 9889 $1,500.00

02.25 SB 821 BIKE & BED PLANS $12,195.00
EFT NUMBER 9997 $12,195.00
SUPPLIES - PLANNING $69.70
SUPPLIES - CODE $135.41
SUPPLIES - BUILDING $76.18
SUPPLIES - FINANCE $32.97
SUPPLIES - HR $209.76
SUPPLIES - ENG $77.97
SUPPLIES - PLANNING ($35.79)
SUPPLIES - HR $335.24

STAPLES

ADVANTAGE
SUPPLIES - BUILDING $14.20
SUPPLIES - PLANNING $88.53
SUPPLIES - PLANNING $35.79
EFT NUMBER 9888 $138.52
SUPPLIES - PD ($153.37)
LOC:7600067 FEB25 PW WATER $132.28
LOC:7600067 MAR25 PW WATER $189.85
EFT NUMBER 9887 $139.89
EFT
05/08/2025
INVOICE 04/18/2025 2663289
CHECK 05/08/2025
INVOICE 05/05/2025 2664684
CHECK 05/22/2025
INVOICE 05/05/2025 20250508
CHECK 05/08/2025
INVOICE 03/26/2025 1112796
INVOICE 04/03/2025 1112985
INVOICE 04/03/2025 1112984
INVOICE 04/10/2025 1113101
INVOICE 04/17/2025 1113222
CHECK 05/08/2025
INVOICE 04/30/2025 1113482
CHECK 05/22/2025
INVOICE 05/31/2025 2025-12
EFT 05/22/2025
INVOICE 04/30/2025 45579
EFT 05/22/2025
INVOICE 04/23/2025 185265830-0
CHECK 05/08/2025
INVOICE 04/18/2025 12388908
EFT 05/22/2025
INVOICE 03/04/2025 189935866
EFT 05/08/2025
INVOICE 05/01/2025 420250116
INVOICE 05/01/2025 24-253450
EFT 05/22/2025
INVOICE 04/25/2025 42425
EFT 05/08/2025
INVOICE 05/07/2025 53042
WIRE 05/07/2025
INVOICE 05/21/2025 53257
WIRE 05/21/2025
INVOICE 05/04/2025 17021941
EFT 05/08/2025
INVOICE 03/10/2025 7021.9
INVOICE 03/11/2025 7021.15
EFT 05/08/2025
INVOICE 04/07/2025 7021.16
EFT 05/22/2025
INVOICE 04/17/2025 192749
INVOICE 04/18/2025 193304
CHECK 05/08/2025
INVOICE 05/07/2025 B317422
INVOICE 05/15/2025 B317667
CHECK 05/22/2025
INVOICE 04/08/2025 137515
EFT 05/08/2025
INVOICE 04/23/2025 137712
CHECK NUMBER 10015339 $333.21

VALLEY SMOG &

AUTO REPAIR
VEHICLE MAINT - M-15 $701.11
EFT NUMBER 9897 $701.11
OIL/FILTER, BRAKE SVC, ALIGN, AC - C41-21 $1,062.67

VALLEY LOCK &
SAFE

PARTS FOR HVAC PUMP SYSTEM REPAIR -
CIVCTR
$133.16
REPAIR REMOTE DOOR OPENER - FS 410 $175.00
CHECK NUMBER 10015292 $308.16

RESTROOM REPLACEMENT DEADBOLT -

SOCCER PARK
$136.56

REPLACEMENT LOCK FOR MAIN GATE -

PANORAMA DOG PARK
$196.65
URBAN HABITAT 02.25 DREAM HOMES-PERIMETER WALL $30,248.59

02.25 DREAM HOME CONST $388,661.09
EFT NUMBER 9896 $418,909.68

03.25 DREAM HOME CONST $680,805.71
EFT NUMBER 10003 $680,805.71

UNIVERSAL

PROTECTION

SERVICE, LP
CITYWIDE SECURITY SVC PATROL 04/25 $3,913.60
EFT NUMBER 9810 $3,913.60

UNITED STATES

TREASURY
PAYROLL RUN 1 - WARRANT 250506 $140,851.31
WIRE NUMBER 9007308 $140,851.31
PAYROLL RUN 1 - WARRANT 250520 $157,392.51
WIRE NUMBER 9007339 $157,392.51

UNIFORMS PLUS,
INC.

UNIFORMS - FD $1,417.84
EFT NUMBER 9895 $1,417.84

UNDERGROUND

SERVICE ALERT

SOUTHERN

CALIFORNIA
DIG ALERT - APR 25 $357.80
1354 NEW TIX '23 REG MNTH COST $73.68
EFT NUMBER 10002 $431.48
ULINE, INC. SUPPLIES - PW $235.57
EFT NUMBER 9894 $235.57

UKG KRONOS

SYSTEMS, LLC
TELESTAFF SOFTWARE RENEWAL FY25/26 $5,880.00
EFT NUMBER 10001 $5,880.00
U.S. TELEPACIFIC
CORP.

4.23.25-5.22.25 CITY PHONES $6,118.90
CHECK NUMBER 10015290 $6,118.90

TURBO DATA
SYSTEMS, INC.

APRIL 2025 PRKG CITATION PROCESSING $353.59
EFT NUMBER 10000 $353.59
CHECK NUMBER 10015338 $417.61

TRUPPELLI,
GEORGE
25 JUNE RETIREMENT $1,639.57
EFT NUMBER 9999 $1,639.57
CHECK NUMBER 10015289 $4,888.22
STREETS - SIGNS X 3 $417.61
TOPS N
BARRICADES, INC.

STREETS - SIGNS $2,116.28
STREETS - SIGNS $2,308.45
STREETS - SIGNS $160.49
STREETS - SIGNS - I10 X 2 $126.73
STREETS - SIGNS - 15 MPH X 5 $176.27

THE SALVATION
ARMY
FY25 CM GUTIERREZ - COMMUNITY

ASSISTANCE
$800.00
CHECK NUMBER 10015283 $800.00

THE REINALT-
THOMAS

CORPORATION
CERT GRANT - DOUBLE AXLE TRAILER TIRES $649.61
CHECK NUMBER 10015246 $649.61
TIRE SERVICE - BATTALION 1 20-01 (B410) $89.74
CHECK NUMBER 10015304 $89.74

COACHELLA VALLEY

CHAMBER OF

COMMERCE
EFT NUMBER 9851 $1,000.00
INVOICE 04/24/2025 137713
INVOICE 04/24/2025 137726
INVOICE 04/28/2025 137741
INVOICE 05/02/2025 137727
INVOICE 05/05/2025 136787
INVOICE 05/05/2025 136729
INVOICE 05/05/2025 122517
INVOICE 05/05/2025 137821
INVOICE 05/07/2025 137856
INVOICE 05/08/2025 137866
INVOICE 05/13/2025 137897
INVOICE 05/15/2025 137937
EFT 05/22/2025
INVOICE 05/15/2025 20250516
EFT 05/22/2025
INVOICE 04/02/2025 6109988077
CHECK 05/08/2025
INVOICE 04/10/2025 6110665183
CHECK 05/08/2025
INVOICE 04/10/2025 6110728256
CHECK 05/08/2025
INVOICE 04/10/2025 6110665182-
151
CHECK 05/08/2025
INVOICE 04/10/2025 6110665182-
152
CHECK 05/08/2025
INVOICE 04/10/2025 6110665182-
155
CHECK 05/08/2025
INVOICE 04/10/2025 6110665182-
156
CHECK 05/08/2025
INVOICE 04/10/2025 6110665182-
157
CHECK 05/08/2025
INVOICE 04/10/2025 6110665182-
311
CHECK 05/08/2025
INVOICE 04/10/2025 6110728255
CHECK 05/08/2025
INVOICE 05/02/2025 6112483701
CHECK 05/22/2025
INVOICE 03/20/2025 5880881154
INVOICE 03/20/2025 5880881157
INVOICE 03/27/2025 5880886141
INVOICE 03/27/2025 5880886144
INVOICE 04/03/2025 5880892208
INVOICE 04/03/2025 5880892205
INVOICE 04/10/2025 5880898148
INVOICE 04/10/2025 5880898145
INVOICE 04/17/2025 5880904154
INVOICE 04/17/2025 5880904157
INVOICE 04/24/2025 5880910131
INVOICE 04/24/2025 5880910134
EFT 05/08/2025 EFT NUMBER 9898 $2,012.39
UNIFORM RENTAL & JANITORIAL SUPPLIES $163.38
JANITORIAL SUPPLIES $137.11
JANITORIAL SUPPLIES $84.90
JANITORIAL SUPPLIES $137.11
JANITORIAL SUPPLIES $137.11
UNIFORM RENTAL & JANITORIAL SUPPLIES $231.30
JANITORIAL SUPPLIES $137.11
UNIFORM RENTAL & JANITORIAL SUPPLIES $234.34
CHECK NUMBER 10015340 $1,407.28
VESTIS GROUP, INC. UNIFORM RENTAL & JANITORIAL SUPPLIES $228.32 JANITORIAL SUPPLIES $136.48
UNIFORM RENTAL & JANITORIAL SUPPLIES $248.75
JANITORIAL SUPPLIES $136.48
CHECK NUMBER 10015302 $1,116.21

04.03.25-05.02.25 FD DATA CELL ACCESS $1,407.28
CHECK NUMBER 10015301 $20.02

04.11.2025-05.10.2025 MDC AIRCARDS $1,116.21
CHECK NUMBER 10015300 $317.11

3.11.25-4.10.25 BROADBAND $20.02
CHECK NUMBER 10015299 $60.06

3.11.25-4.10.25 BROADBAND $317.11
CHECK NUMBER 10015298 $60.06

3.11.25-4.10.25 BROADBAND $60.06
CHECK NUMBER 10015297 $20.02

3.11.25-4.10.25 BROADBAND $60.06
CHECK NUMBER 10015296 $61.59

3.11.25-4.10.25 BROADBAND $20.02
CHECK NUMBER 10015295 $166.28

3.11.25-4.10.25 BROADBAND $61.59
VERIZON WIRELESS 03.03.25-04.02.25 FD DATA CELL ACCESS $1,340.93 CHECK NUMBER 10015293 $1,340.93

3.11.25-4.10.25 FLEET BROADBAND SVC $20.02
CHECK NUMBER 10015294 $20.02

3.11.25-4.10.25 IT MOBILE PHONES $166.28
VANESSA L.

CONTRERAS
ESPERANZA PARK DEDICATION - CHAIRS $232.50
EFT NUMBER 10005 $232.50
OIL/FILTER, CONTROL ARMS, A/C - D-5 $1,699.31
EFT NUMBER 10004 $15,635.30
OIL/FILTER, WHEEL ALIGN - C02-24 $287.42

OIL/FILTER, WHEEL ALIGN, MOUNTS, STRUTS -
C29-17
$2,371.67
OIL CHANGE CODE-04 $224.82
OIL/FILTER, BRAKE SVC, SEAT BELT - C42-21 $1,298.22
ENGINE/TRANS MOUNTS - D-9 $780.53
OIL/FILTER, STRUTS, ROD ENDS, ALIGN - D-13 $1,527.06
WHEEL ALIGN, AXLE SVC - COP-25 $1,284.91
OIL/FILTER - C45-23 $125.01
POWER STEER PUMP DRIVE - C12-11 $407.56
OIL/FILTER, SHOCKS/STRUTS, MOUNTS - D-8 $3,677.03
FLEET MAINT - 2022 CHEVROLET TAHOE FC-1
(22-01)
$889.09
INVOICE 04/17/2025 24AR2594874
EFT 05/08/2025
INVOICE 04/24/2025 869151506251
7 CHECK 05/08/2025
INVOICE 04/07/2025 83152003
EFT 05/08/2025
INVOICE 05/14/2025 3134HBQX2
WIRE 05/14/2025
INVOICE 05/09/2025 2025-04BKCD-
19 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
02 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
17 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
03 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
16 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
05 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
24 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
13 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
06 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
15 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
10 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
14 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
08 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
12 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
11 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
23 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
20 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
21 WIRE 05/09/2025 WIRE NUMBER 9007329 $260.00
WIRE NUMBER 9007328 $284.26
FREY BKCD $260.00
WIRE NUMBER 9007327 $299.00
RIGAUD BKCD $284.26
WIRE NUMBER 9007326 $319.76
GARDINER BKCD $299.00
WIRE NUMBER 9007325 $376.87
NELLIS BKCD $319.76
WIRE NUMBER 9007324 $622.82
NOVY BKCD $376.87
WIRE NUMBER 9007323 $751.91
HUNT BKCD $622.82
WIRE NUMBER 9007322 $900.00
SANBORN BKCD $751.91
WIRE NUMBER 9007321 $1,025.25
MOLINA BKCD $900.00
WIRE NUMBER 9007320 $1,223.30
SANCHEZ BKCD $1,025.25
WIRE NUMBER 9007319 $1,437.95
FIRESTINE BKCD $1,223.30
WIRE NUMBER 9007318 $1,781.53
PRESSGROVE BKCD $1,437.95
WIRE NUMBER 9007317 $2,199.02
RAMSEY-WOODS BKCD $1,781.53
WIRE NUMBER 9007316 $2,290.00
CRUM BKCD $2,199.02
WIRE NUMBER 9007315 $3,354.07
TORRES BKCD $2,290.00
WIRE NUMBER 9007314 $3,411.04
CONTRERAS BKCD $3,354.07

WELLS FARGO
BANK N.A
COX BKCD $4,079.70
WIRE NUMBER 9007312 $4,079.70
BIERSACK BKCD $3,474.91
WIRE NUMBER 9007313 $3,474.91
TUMIR BKCD $3,411.04

WELLS FARGO
BANK MAC:E2818-
176
3134HBQX2-MAT 5/13/2030 $1,000,138.89
WIRE NUMBER 9007336 $1,000,138.89

WAXIE SANITARY
SUPPLY
CLEANING SUPPLIES - FD $280.23
EFT NUMBER 9900 $280.23

VOYAGER FLEET

SYSTEMS INC
CNG & FUEL PURCHASE $2,473.60
CHECK NUMBER 10015303 $2,473.60

VISUAL EDGE IT,
INC.
4/20/25-05/19/25 CONTRACT + OVERAGE $229.28
EFT NUMBER 9899 $229.28
INVOICE 05/09/2025 2025-04BKCD-
07 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
04 WIRE 05/09/2025
INVOICE 05/09/2025 2025-04BKCD-
01 WIRE 05/09/2025
INVOICE 05/12/2025 2025-04
WIRE 05/12/2025
INVOICE 05/12/2025 2025-04A
WIRE 05/12/2025
INVOICE 05/13/2025 2025-04CC
WIRE 05/13/2025
INVOICE 03/31/2025 W75745
INVOICE 04/24/2025 W76296
EFT 05/08/2025
INVOICE 04/08/2025 2025-2
CHECK 05/22/2025
INVOICE 05/01/2025 25040699
EFT 05/22/2025
INVOICE 05/08/2025 WCI-00428861
EFT 05/22/2025
INVOICE 04/23/2025 5610005021
INVOICE 04/29/2025 90004289
INVOICE 04/29/2025 5610005090
EFT 05/08/2025
INVOICE 03/26/2025 4168646
INVOICE 04/05/2025 4175390
INVOICE 04/11/2025 4180694
INVOICE 04/14/2025 4181580
INVOICE 04/21/2025 4186322
INVOICE 04/22/2025 4187895
INVOICE 04/28/2025 4191223
INVOICE 04/29/2025 4192686
INVOICE 04/29/2025 4192391
INVOICE 04/29/2025 4192640
EFT 05/08/2025
INVOICE 05/01/2025 4194005
EFT 05/22/2025
100-500-510-511-8300-8301 MAINTENANCE AND OPERATIONS $5,130.79 100-100-110-111-8650-8658 COMMUNITY ASSISTANCE $4,850.00 100-400-480-481-8200-8201 MATERIALS & SUPPLIES $9,585.36 100-000-000-000-3150-3164 USE TAX PAYABLE - CITY $88.68 FUND 100 GENERAL FUND
100-500-510-511-8200-8201 MATERIALS & SUPPLIES $2,015.34 100-400-480-481-8300-8302 MAJOR REPAIRS AND REPLACEMENTS $37,557.86 100-400-480-481-8300-8301 MAINTENANCE AND OPERATIONS $61,251.55 100-500-510-511-9400-9416 TFR OUT 261 LAND/LIGHT DIST $10,952.97 DEMAND MONTHLY TOTALS $6,215,407.00 $6,215,407.00

DISTRIBUTION SUMMARY
PARAMEDIC SUPPLIES - FD $10,345.47
EFT NUMBER 10009 $10,345.47
PEDI-PADZ ELECTRODES - EMS $110.17
EFT NUMBER 9904 $5,093.37
PEDI-PADZ ELECTRODES - EMS $110.17
PEDI-PADZ ELECTRODES - EMS $165.25
PEDI-PADZ ELECTRODES - EMS $165.25

RAINBOW SENSOR, ELECTRODES, THERMAL

PAPER - EMS
$965.66

ZOLL MEDICAL
CORP.

RECTANGULAR ELECTRODES - EMS $295.52
PARAMEDIC SUPPLIES - ELECTRODES $328.99

AUTOPULSE CASE, BATTERY, LITHIUM ION -
EMS
$886.89
ELECTRODES, RAINBOW ADULT SENSOR - EMS $1,035.93

RAINBOW PEDIATRIC ADHESIVE SENSORS -
EMS
$1,029.54
YUNEX CORP PALM & PAUL - SEC POLE KD $6,799.14
MAR25 TRAF SIGNAL MAINTENANCE $3,985.00
MAR25 TRAF SIGNAL CALL OUTS $19,473.80
EFT NUMBER 9903 $30,257.94
WORKCARE, INC. APRIL 2025 WELLNESS PROGRAM MGMT $1,000.00 EFT NUMBER 10008 $1,000.00

WITTMAN

ENTERPRISES LLC
APR2025 BILLING SERVICE $12,264.00
EFT NUMBER 10007 $12,264.00
WEXLER, PATRICIA YOGA INSTRUCTION $840.00
CHECK NUMBER 10015341 $840.00
WESTERN PUMP FUEL PUMP SERVICE/REPAIR $1,832.93
CSA -30 DAY DESIGNATED UST OPERATOR
INSP 4/21/25
$234.00
EFT NUMBER 9902 $2,066.93
WIRE NUMBER 9007333 $866.64

WELLS FARGO

MERCHANT

SERVICES LLC
APR PROCESSING FEE $31.00
WIRE NUMBER 9007334 $31.00
APR PROCESSING FEE $18.41
WIRE NUMBER 9007335 $18.41
WIRE NUMBER 9007332 $70.29
APR25 CLIENT ANALYSIS $866.64
WIRE NUMBER 9007331 $125.00
AMBROSE BKCD $70.29
WIRE NUMBER 9007330 $219.90
CORELLA BKCD $125.00
HARRISON BKCD $219.90
100-000-000-000-3120-3146 ICMA ROTH 457 DEF COMP $2,875.19 100-000-000-000-3120-3126 PERS CONTRIBUTION $435,606.42 100-000-000-000-3120-3138 ICMA 457 DEF COMP $123,502.34 100-000-000-000-3120-3144 ICMA 401(A) DEF COMP $26,164.28 100-000-000-000-3120-3125 MEDICARE TAX PAYABLE $65,539.35 100-000-000-000-3120-3132 GARNISHMENTS $4,327.48 100-000-000-000-3120-3122 FEDERAL INCOME TAX PAYABLE $230,358.75 100-000-000-000-3120-3123 SOC SECURITY TAX PAYABLE $2,345.72 100-100-110-111-8800-8802 INFRASTRUCTURE $417.61 100-400-410-411-8200-8201 MATERIALS & SUPPLIES $7,289.72 100-300-310-312-8400-8403 FLEET FUEL $2,473.60 100-100-140-141-8200-8220 ADVERTISING $640.48 100-300-310-314-8200-8221 NONCAPITAL EQUIP - COMPUTERS $356.70 100-100-140-141-8200-8201 MATERIALS & SUPPLIES $124.88 100-100-150-155-8600-8601 PROFESSIONAL & TECHNICAL SVCS $24,492.00 100-300-310-314-8300-8301 MAINTENANCE AND OPERATIONS $62,655.63 100-100-150-155-8200-8201 MATERIALS & SUPPLIES $117.76 100-100-150-155-8500-8503 INTERNET $60.06 100-100-150-155-8200-8219 POSTAGE SHIPPING AND FREIGHT $7.61 100-100-150-155-8300-8301 MAINTENANCE AND OPERATIONS $57.84 100-000-000-000-2120-2124 PREPAID EXPENSES $8,390.05 100-100-130-133-8300-8301 MAINTENANCE AND OPERATIONS $68.55 100-300-330-334-8600-8601 PROFESSIONAL & TECHNICAL SVCS $12,264.00 100-300-330-331-8500-8503 INTERNET $2,748.21 100-300-330-332-8200-8218 SMALL TOOLS $277.70 100-300-330-332-8600-8601 PROFESSIONAL & TECHNICAL SVCS $45,191.43 100-300-330-334-8400-8401 FLEET MAINTENANCE & OPERATIONS $750.81 100-300-330-334-8300-8301 MAINTENANCE AND OPERATIONS $698.20 100-300-330-332-8400-8401 FLEET MAINTENANCE & OPERATIONS $36,600.10 100-300-330-335-8500-8502 TELEPHONE $162.12 100-000-000-000-3150-3163 USE TAX PAYABLE - COUNTY $86.35 100-300-330-331-8200-8201 MATERIALS & SUPPLIES $1,169.39 100-300-330-331-8600-8601 PROFESSIONAL & TECHNICAL SVCS $1,460.00 100-000-000-000-3150-3162 USE TAX PAYABLE - STATE $1,251.98 100-300-330-334-8200-8216 SHOP SUPPLIES $38,923.47 100-300-330-331-8300-8301 MAINTENANCE AND OPERATIONS $758.86 100-300-330-332-8200-8201 MATERIALS & SUPPLIES $2,450.03 100-300-330-332-8200-8217 UNIFORMS AND SAFETY GEAR $4,684.10 100-400-410-411-8500-8501 ELECTRIC $264.42 100-400-410-411-8500-8505 STREET UTILITIES INTERIOR $15,255.04 100-400-480-481-8500-8501 ELECTRIC $22,372.41 100-500-510-511-8500-8501 ELECTRIC $5,672.04 100-300-310-311-8700-8701 CONFERENCE/MEETING/TRAINING $1,450.00 100-100-140-141-8300-8301 MAINTENANCE AND OPERATIONS $749.06 100-900-910-911-6500-6533 ADMIN SUPPORT REIMBURSEMENT ($608.05) 100-100-140-141-8600-8601 PROFESSIONAL & TECHNICAL SVCS $65,084.32 100-100-130-133-8200-8220 ADVERTISING $1,175.00 100-100-130-133-8600-8601 PROFESSIONAL & TECHNICAL SVCS $6,475.00 100-900-910-911-8700-8701 CONFERENCE/MEETING/TRAINING $2,714.29 100-500-510-513-8300-8301 MAINTENANCE AND OPERATIONS $300.00 100-300-310-314-8200-8201 MATERIALS & SUPPLIES $55.55 100-100-130-133-8200-8209 SPECIAL REVENUE EXPENDITURES $4,530.84 100-300-310-314-8500-8502 TELEPHONE $104.11 100-300-310-314-8500-8503 INTERNET $3,215.70 100-100-150-150-6500-6529 PLANNING PLAN REVIEW ($3,370.00) 100-100-150-150-3320-3331 COMMUNITY DEVELOPMENT DEPOSITS $3,370.00 100-500-510-511-8500-8504 WATER $11,601.59 100-100-150-150-8200-8209 SPECIAL REVENUE EXPENDITURES $3,370.00 100-900-910-911-6150-6153 UUT GAS $8.69 100-900-910-911-6150-6154 UUT ELECTRICITY $29.64 100-900-910-911-6800-6802 INTEREST TO BE ALLOCATED $1,005.53 100-900-910-911-8300-8327 CREDIT CARD FEES $15,432.81 100-300-330-331-8500-8506 CABLE TV AND OTHER UTILITIES $846.78 100-900-910-911-9600-9612 TFR OUT 491 PFA $418,853.13 100-300-330-331-8200-8221 NONCAPITAL EQUIP - COMPUTERS $2,840.50 100-300-330-331-8200-8219 POSTAGE SHIPPING AND FREIGHT $22.88 100-400-480-481-8500-8504 WATER $8,878.30 100-400-480-481-8500-8509 GAS $810.31 100-400-410-411-8500-8504 WATER $2,399.17 100-400-480-481-8500-8508 SOLAR $24,646.65 100-400-410-411-8500-8503 INTERNET $20.02 100-300-310-313-8200-8201 MATERIALS & SUPPLIES $489.57 100-100-150-156-8500-8503 INTERNET $60.06 100-100-150-157-8200-8201 MATERIALS & SUPPLIES $262.03 100-100-150-156-8300-8301 MAINTENANCE AND OPERATIONS $397.22 100-100-150-156-8200-8201 MATERIALS & SUPPLIES $77.97 100-100-150-156-8800-8802 INFRASTRUCTURE $417,950.67 100-100-150-156-8200-8219 POSTAGE SHIPPING AND FREIGHT $9.13 100-100-130-131-8300-8301 MAINTENANCE AND OPERATIONS $68.55 100-100-130-131-8200-8201 MATERIALS & SUPPLIES $68.89 100-400-410-411-8200-8218 SMALL TOOLS $303.22 100-100-130-131-8200-8219 POSTAGE SHIPPING AND FREIGHT $11.68 100-400-410-411-8300-8301 MAINTENANCE AND OPERATIONS $47,313.48 100-400-410-411-8300-8302 MAJOR REPAIRS AND REPLACEMENTS $6,747.50 100-900-910-911-8200-8219 POSTAGE SHIPPING AND FREIGHT $5,000.00 100-900-910-911-8500-8502 TELEPHONE $35.00 100-300-310-312-8200-8221 NONCAPITAL EQUIP - COMPUTERS $328.34 100-900-910-911-8300-8301 MAINTENANCE AND OPERATIONS $5.95 100-300-310-312-8200-8201 MATERIALS & SUPPLIES $708.64 100-300-310-312-8400-8405 FLEET LEASES $8,037.73 100-300-330-333-8200-8201 MATERIALS & SUPPLIES $15.56 100-300-310-312-8600-8601 PROFESSIONAL & TECHNICAL SVCS $7,999.24 100-000-000-000-3120-3130 SECTION 125 BENEFIT PLANS $22,632.85 100-300-310-312-8400-8401 FLEET MAINTENANCE & OPERATIONS $21,126.12 100-900-910-911-6400-6408 BUSINESS LICENSE APP/RENEW FEE $46.00 100-900-910-911-6400-6429 HOME OCCUPATION PERMIT $103.00 100-100-130-142-8500-8503 INTERNET $6,297.43 100-900-910-911-6400-6402 BUSINESS LICENSES $30.75 100-100-130-142-8500-8502 TELEPHONE $6,285.18 100-100-130-142-8500-8506 CABLE TV AND OTHER UTILITIES $27.24 100-900-910-911-6400-6403 BUILDING/CONSTRUCTION PERMITS $218.00 100-100-130-142-8300-8326 EQUIPMENT LEASES $6,664.56 100-300-310-311-8500-8506 CABLE TV AND OTHER UTILITIES $124.40 100-300-310-311-8500-8503 INTERNET $3,620.74 100-300-310-311-8300-8301 MAINTENANCE AND OPERATIONS $847.38 100-300-310-311-8200-8201 MATERIALS & SUPPLIES $1,340.96 100-000-000-000-3120-3124 STATE INCOME TAX PAYABLE $97,374.94 100-300-310-311-8200-8219 POSTAGE SHIPPING AND FREIGHT $8.01 FUND 241 GAS TAX / HIGHWAY USERS TAX
241-400-460-461-8500-8501 ELECTRIC $22.56 241-400-460-461-8500-8504 WATER $1,378.05 241-400-460-461-8200-8201 MATERIALS & SUPPLIES $3,602.20 241-400-460-461-8300-8302 MAJOR REPAIRS AND REPLACEMENTS $2,579.53 FUND 240 TRANSPORTATION DEVELOPMENT ACT
240-100-150-156-8600-8601 PROFESSIONAL & TECHNICAL SVCS $10,121.25 FUND 240 SUB-TOTAL $10,121.25
FUND 236 PUBLIC EDUC & GOVT ACCESS
236-900-910-911-8600-8601 PROFESSIONAL & TECHNICAL SVCS $2,928.50 FUND 236 SUB-TOTAL $2,928.50
FUND 233 TRAFFIC SAFETY
233-900-910-911-8600-8601 PROFESSIONAL & TECHNICAL SVCS $4,591.09 233-100-150-156-8600-8601 PROFESSIONAL & TECHNICAL SVCS $5,742.08 233-900-910-911-6600-6602 VEHICLE FINES & FORFEITURES $65.00 FUND 233 SUB-TOTAL $10,398.17
FUND 100 SUB-TOTAL $2,842,633.94
FUND 231 ART IN PUBLIC PLACES
231-500-510-513-8600-8601 PROFESSIONAL & TECHNICAL SVCS $500.00 FUND 231 SUB-TOTAL $500.00
100-000-000-000-3320-3360 PARK DEPOSITS $100.00 100-100-150-151-8600-8601 PROFESSIONAL & TECHNICAL SVCS $4,750.00 100-300-310-311-8500-8502 TELEPHONE $274.67 100-300-310-311-8200-8228 PRINTING $77.00 100-300-310-311-8700-8708 POST REIMBURSABLE TRAINING $625.00 100-300-310-311-8700-8706 MEMBERSHIPS $50.00 100-300-310-312-8200-8216 SHOP SUPPLIES $19,277.72 100-300-310-311-8600-8601 PROFESSIONAL & TECHNICAL SVCS $600.00 100-100-130-132-8600-8601 PROFESSIONAL & TECHNICAL SVCS $752.50 100-300-310-313-8200-8223 NONCAPITAL FURNITURE&FIXTURES $157.13 100-100-110-111-8200-8201 MATERIALS & SUPPLIES $128.67 100-100-130-132-8600-8621 PRE-EMPLOYMENT SERVICES $2,203.90 100-100-150-151-8500-8502 TELEPHONE $61.59 100-100-110-111-8300-8301 MAINTENANCE AND OPERATIONS $68.54 100-100-150-157-8600-8601 PROFESSIONAL & TECHNICAL SVCS $5,250.00 100-100-150-151-8300-8301 MAINTENANCE AND OPERATIONS $583.62 100-100-150-157-8400-8401 FLEET MAINTENANCE & OPERATIONS $224.82 100-100-150-157-8500-8503 INTERNET $218.23 100-100-130-134-8200-8201 MATERIALS & SUPPLIES $185.18 100-100-150-157-8300-8301 MAINTENANCE AND OPERATIONS $989.84 100-100-130-134-8200-8219 POSTAGE SHIPPING AND FREIGHT $38.62 100-100-130-134-8300-8301 MAINTENANCE AND OPERATIONS $68.55 100-300-310-313-8600-8601 PROFESSIONAL & TECHNICAL SVCS $362.00 100-100-110-113-8650-8658 COMMUNITY ASSISTANCE $63,000.00 100-100-130-132-8200-8201 MATERIALS & SUPPLIES $665.57 100-300-310-313-8300-8301 MAINTENANCE AND OPERATIONS $2,519.69 100-100-150-152-8500-8503 INTERNET $20.02 100-100-130-132-8300-8301 MAINTENANCE AND OPERATIONS $68.54 100-100-150-152-8200-8201 MATERIALS & SUPPLIES $345.86 100-100-150-152-8600-8601 PROFESSIONAL & TECHNICAL SVCS $88,673.78 100-000-000-000-3320-3341 CANDIDATES STATEMENT FEES $335.28 100-100-150-152-8300-8301 MAINTENANCE AND OPERATIONS $57.85 100-100-150-156-8600-8601 PROFESSIONAL & TECHNICAL SVCS $88,854.05 100-100-130-134-8600-8601 PROFESSIONAL & TECHNICAL SVCS $50.68 261-500-510-511-8500-8504 WATER $3,835.29 FUND 261 SUB-TOTAL $15,320.73
261-500-510-511-8500-8505 STREET UTILITIES INTERIOR $3,717.85 261-500-510-511-8500-8507 STREET UTILITIES ARTERIAL $2,538.75 FUND 261 LANDSCAPE & LIGHTING DISTRICTS
261-500-510-511-8300-8302 MAJOR REPAIRS AND REPLACEMENTS $3,403.07 261-500-510-511-7300-7301 TFR IN 100 GENERAL FUND ($10,952.97) 261-500-510-511-8300-8301 MAINTENANCE AND OPERATIONS $12,329.92 261-500-510-511-8500-8501 ELECTRIC $448.82 FUND 259 FIRE GRANT ONLY
259-300-330-331-8200-8209 SPECIAL REVENUE EXPENDITURES $25,712.50 259-300-330-331-8200-8201 MATERIALS & SUPPLIES $2,901.33 FUND 259 SUB-TOTAL $28,613.83
FUND 255 POLICE NON-GRANT
255-300-310-311-8200-8209 SPECIAL REVENUE EXPENDITURES $437.84 FUND 255 SUB-TOTAL $437.84
FUND 251 COMM DEV BLOCK GRANT
251-900-910-911-8200-8201 MATERIALS & SUPPLIES $435.26 251-900-910-911-8600-8601 PROFESSIONAL & TECHNICAL SVCS $1,827.98 251-900-910-911-8650-8658 COMMUNITY ASSISTANCE $2,951.23 FUND 251 SUB-TOTAL $5,214.47
FUND 249 CIVIC GRANTS (NON-CDBG PS CIP)
249-900-910-911-8600-8620 ENVIRONMENTAL SERVICES $4,777.08 249-900-910-911-8300-8301 MAINTENANCE AND OPERATIONS $11,985.00 FUND 249 SUB-TOTAL $16,762.08
FUND 247 POLICE GRANTS
247-300-310-311-8200-8209 SPECIAL REVENUE EXPENDITURES $1,000.00 FUND 247 SUB-TOTAL $1,000.00
246-900-910-911-8200-8219 POSTAGE SHIPPING AND FREIGHT $6,620.02 FUND 246 SUB-TOTAL $103,555.17
246-900-910-911-8200-8228 PRINTING $2,903.87 246-900-910-911-8800-8802 INFRASTRUCTURE $33,797.44 246-900-910-911-8200-8209 SPECIAL REVENUE EXPENDITURES $954.00 246-900-910-911-8200-8201 MATERIALS & SUPPLIES $11,505.24 FUND 246 SOLID WASTE/RECYCLING
246-900-910-911-8300-8301 MAINTENANCE AND OPERATIONS $21,173.66 246-900-910-911-8600-8620 ENVIRONMENTAL SERVICES $10,900.00 246-900-910-911-8650-8658 COMMUNITY ASSISTANCE $13,070.94 246-900-910-911-8600-8610 LEGAL FEES $2,630.00 243-400-410-411-8300-8302 MAJOR REPAIRS AND REPLACEMENTS $26,272.94 FUND 243 SUB-TOTAL $57,819.22
243-400-460-461-8300-8301 MAINTENANCE AND OPERATIONS $15,985.00 243-400-460-461-8200-8217 UNIFORMS AND SAFETY GEAR $219.06 243-400-460-461-8300-8302 MAJOR REPAIRS AND REPLACEMENTS $2,579.52 243-400-460-461-8400-8401 FLEET MAINTENANCE & OPERATIONS $1,142.91 FUND 243 MEASURE A TRANSPORTATION
243-400-460-461-8500-8505 STREET UTILITIES INTERIOR $6,617.09 243-400-460-461-8500-8501 ELECTRIC $22.56 243-400-460-461-8500-8504 WATER $1,378.02 243-400-460-461-8200-8201 MATERIALS & SUPPLIES $3,602.12 241-400-460-461-8200-8217 UNIFORMS AND SAFETY GEAR $219.07 FUND 241 SUB-TOTAL $20,944.32
241-400-460-461-8400-8401 FLEET MAINTENANCE & OPERATIONS $1,142.91 241-400-460-461-8300-8301 MAINTENANCE AND OPERATIONS $12,000.00 TOTAL $6,215,407.00
FUND 999 SUSPENSE
999-000-000-000-1130-1137 WELLS FARGO INVESTMENTS $1,000,000.00 999-000-000-000-3110-3110 P-CARD PAYABLE $28,506.58 FUND 999 SUB-TOTAL $1,028,506.58
711-000-000-000-3320-3326 MSHCP FEE $24,935.55 FUND 711 SUB-TOTAL $32,114.42
FUND 711 SPECIAL DEPOSITS
711-000-000-000-3320-3370 TOT GCVCVB TBID $7,173.87 711-000-000-000-3320-3329 BSA FEE $1.00 711-000-000-000-3320-3337 CITY CASP FEE $3.60 711-000-000-000-3320-3336 STATE CASP FEE $0.40 FUND 613 TECHNOLOGY
613-900-910-911-8200-8221 NONCAPITAL EQUIP - COMPUTERS $4.44 FUND 613 SUB-TOTAL $4.44
612-100-122-122-8300-8305 GENERAL CLAIMS & JUDGMENTS $1,639.57 FUND 612 SUB-TOTAL $1,034,272.98
612-100-122-122-8020-8041 MEDICAL INSURANCE-RETIREE $25,152.51 612-100-122-122-8020-8035 STATE UNEMPLOYMENT INSURANCE $8,810.00 612-100-122-122-8020-8033 WORKERS COMP INSURANCE $423,176.00 612-100-122-122-8020-8032 MEDICAL INSURANCE-ACTIVE $371,880.70 FUND 612 INSURANCE
612-100-122-122-8020-8029 LIFE INSURANCE $9,849.85 612-100-122-122-8020-8031 SHORT TERM DISABILITY INSURANC $9,499.77 612-100-122-122-8020-8030 LONG TERM DISABILITY INSURANCE $4,037.58 612-100-122-122-8300-8304 LIABILITY INSURANCE $180,227.00 FUND 611 EQUIPMENT REPLACEMENT
611-000-000-000-2120-2126 FUEL - CNG $13.00 611-000-000-000-2120-2127 FUEL SUPPORT ACTIVITES $2,066.93 611-000-000-000-2110-2123 FUEL - LIQUID $29,143.37 FUND 611 SUB-TOTAL $31,223.30
FUND 491 PUBLIC FIN AUTH DEBT SVC
491-000-000-000-1130-1133 CASH WITH FISCAL AGENT $418,853.13 491-900-910-911-7300-7301 TFR IN 100 GENERAL FUND ($418,853.13) FUND 491 SUB-TOTAL $0.00
FUND 331 SUB-TOTAL $948,583.26
FUND 353 ASSESSMENT DIST 04-01 CAPITAL
353-100-150-156-8800-8802 INFRASTRUCTURE $1,200.00 FUND 353 SUB-TOTAL $1,200.00
FUND 331 CAPITAL PROJECTS
331-100-150-155-8200-8209 SPECIAL REVENUE EXPENDITURES $33,980.00 331-100-150-156-8600-8601 PROFESSIONAL & TECHNICAL SVCS $234,549.32 331-100-150-156-8800-8802 INFRASTRUCTURE $679,589.69 331-000-000-000-2120-2124 PREPAID EXPENSES $464.25 FUND 271 PARK FACILITIES
271-500-510-511-8600-8601 PROFESSIONAL & TECHNICAL SVCS $23,252.50 FUND 271 SUB-TOTAL $23,252.50
CREDIT CARD STATEMENTS ATTACHED:

EMPLOYEES

ANNE AMBROSE

KEVIN BIERSACK

MICHAEL CONTRERAS

KATHRYN COX

JEREMY FREY

JUSTIN GARDINER

CHRISTINA HARRISON

RYAN HUNT

SANDRA MOLINA

DEANNA PRESSGROVE

SANDY RAMSEY-WOODS

BRANDON RIGAUD

CRAIG SANBORN

EUGENIA TORRES

STEPHEN TUMIR
CREDIT CARD STATEMENTS WITH ZERO BALANCE:

EMPLOYEES

ERICK BECERRIL

JOHN CORELLA

GEORGE CRUM

ANDREW FIRESTINE

TRACEY HERMOSILLO

JENNIFER NELLIS

MARK NOVY

JEREMY POWERS

ENRIQUE SANCHEZ

ROBERT WILLIAMS
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g
y
y
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g
g

50.0 ... I
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■ Transaction Details
Trans Post Reference Number
04/15 04/15 02305373AEHZZ46GV
04/15 04/15 52704873A5F7Q84G0
05/09 05/09 F8891004100CHGDDA
ANNE AMBROSE account ending

Page 3 of 4 ends

Description Credits Charges
STATERBROS127 CATHEDRAL CIT CA 35.99
PIZZERIA BAMBINOS INC CATHEDRAL CIT CA 171.30
AUTOMATIC PAYMENT· THANK YOU 70.29

KEVIN BIERSACK account ending
■

Page 3 of 4 ends

Rate Information
Your rate may vary according to the terms of your agreement.

ANNUAL DAILY AVERAGE PERIODIC TRANSACTION TOTAL

INTEREST FINANCE I DAILY FINANCE FINANCE FINANCE
TYPE OF BALANCE RATE CHARGE RATE BALANCE CHARGES CHARGES CHARGES -- -- ,___ - -- -- PURCHASES 11.490% .03147% $0.00 $0.00 $0.00 $0.00 --
I
--CASH ADVANCES 28.240% .07736% $0.00, $0.00 $0.00 $0.00 -- - -- TOTAL I $0.00 $0.00 $0.00
Important Information
$0 - $1,977.63 WILL BE DEDUCTED FROM YOUR ACCOUNT AND
.. CREDITED AS YOUR AUTOMATIC PAYMENT ON 06/09/25. THE
I

AUTOMATIC PAYMENT AMOUNT WILL BE REDUCED BY ALL PAYMENTS N POSTED ON OR BEFORE THIS DATE.

Transaction Details
Trans Post Reference Number Description Credits Charges 04/17 04/17 55421353QVAL37RJ0 GOVERNMENT FINANCE OFF CHICAGO IL 95.00 04/17 04/17 55432863B6175AQ EM THE TOLL ROADS OF OC 949-727-4800 CA 45.00 04/17 04/17 82711163QEHM7043W SP WOODFORDFAUCET KNOXVILLE TN 173.56 04/18 04/18 55436873Q8F33VHOK MYTEE POWAY CA 515.40
04/19 04/19 55432863D61 VMH8Z9 THE TOLL ROADS OF OC 949-727·4800 CA 45.26 04/20 04/20 55432863E624JMEFX THE TOLL ROADS OF OC 949·727-4800 CA 54.15 04/29 04/29 82305093PEHMX3845 PDQ.COM SOUTH SALT LA UT 708.75 04/30 04/30 75418233R6LFL86HH WEB*MYDOMAIN.COM BURLINGTON MA 154 02 05/01 05/01 55432863T5W9A9LZB THE TOLL ROADS OF OC 949-727·4800 CA 45.00 05/06 05/06 75418233Y6L YAMZE4 WEB*MYDOMAIN.COM BURLINGTON MA 19.17 05/09 05/09 5543286415W4T1W8J THE TOLL ROADS OF OC 949-727-4800 CA 45.00 05/09 05/09 F8891004 IO0CHGDDA AUTOMATIC PAYMENT· THANK YOU 3,474.91 05/13 05/13 5543286455XD06RQA THE TOLL ROADS OF OC 949· 727-4800 CA 77.32

MICHAEL CONTRERAS account ending
■ Page 3 of 4
Transaction Details
Trans Post Reference Number Description Credits Charges 04/16 04/16 72705853AS66FGG3G BOYS HAMBURGERS CATHEDRAL CIT CA 41.52 04/29 04/29 55432863R5VV3DJLH UA INFLT 01644925077051 HOUSTON TX 9.00

VONDRISKA /IN FLIGHT LIQUO
04/29/25 1 DENVER MINNEAPOLIS
04/29 04/29 55432863R5VV3DJLT UA INFLT 016449250TT062 HOUSTON TX 9.00

VONDRISKA /IN FLIGHT LIQUO
04/29/25 1 DENVER MINNEAPOLIS
05/02 05/02 55436873V 4N 58VM2E HAMPTON INNS SAINT PAUL MN 557.52 CHECK-IN 04/29/25 FOLIO #81595298
... 05/03 05/03 12711093V006TLY27 PLAUD Al HONG KONG HK 178.99 05/03 05/03 72711093V006TM3YO PLAUD Al HONG KONG HK 238.00 05/07 05/07 853451040LBXL5JYX BAJA SHARKEEZ - NEWPOR NEWPORT BEACH CA 54.84 05/07 05/07 5543286405V PZ94YN CITY OF NEWPORT BEACH NEWPORT BEACH CA 8.20 05/07 05/07 5543286405VPZ94ZB CITY OF NEWPORT BEACH NEWPORT BEACH CA 8.20 05/09 05/09 F8891004100CHGDDA AUTOMATIC PAYMENT-THANK YOU 3,354.07 05/13 05/13 5543286455XBG29YN APPLE.COM/BILL 866-712-7753 CA 0.99

KATHRYN COX account ending
■ Page 3 of 4
Transaction Details
Trans Post Reference Number Description Credits Charges 04/16 04/16 55436873B7K4PSBH4 HILTON HOTELS DEL MAR CA 635.19 CHECK-IN 04/13/25 FOLIO #987892
05/01 05/01 55310203S5RJMR8YA RANGE SAN BERNARDIN CA 350.00 05/06 05/06 12302023Y03ALG4BW GDP*CA DRIVE SANTA CLARITA CA 309.00 05/06 05/06 12302023Y03AL3K05 GDP*CA DRIVE SANTA CLARITA CA 309.00 05/09 05/09 F88910041 00CHGDDA AUTOMATIC PAYMENT- THANK YOU 4,079.70 05/13 05/13 821175545EHMG84J9 LLRMI PLAINFIELD IN 200,00 05/14 05/14 52704874760G9RZQ0 PIZZERIA BAMBINOS INC CATHEDRAL CIT CA 107.07

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Trans Post Reference Number Description
05/06 05/06 55310203YTJ4Y68P3 CORELOGIC INFORMATION IRVINE CA 05/09 05/09 F8891004100CHGDDA AUTOMATIC PAYMENT-THANK YOU JUSTIN GARDINER account endin£

Page 3 of 4 ends

Credits Charges

8.00 299.00

... '
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■ Transaction Details
Trans Post Reference Number
04/30 04/30 87021303REHMAWDXY
05/06 05/06 55506293Z9KV56EL1
05/06 05/06 55506293Z9KV56EL9
05/09 05/09 F8891004100CHGDDA
CHRISTINA HARRISON account ending

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Description Credits Charges
DESERT BUSINESS ASSN PALM SPRINGS CA 250.00
LEAGUE OF CALIFORNIA C SACRAMENTO CA 60.00
LEAGUE OF CALIFORNIA C SACRAMENTO CA 60.00
AUTOMATIC PAYMENT· THANK YOU 219.90

RYAN HUNT account ending
■ Page 3 of 4
Transaction Details
Trans Post Reference Number Description Credits Charges 04/14 04/15 5548077382RSWXTP3 CLOUD COVER MUSIC EL SEGUNDO CA 29.95 04/15 04/15 82305093AEHMEWL91 CLAUDEAI SUBSCRIPTION SAN FRANCISCO CA 20.00 04/17 04/17 55432863B60ZXFPV7 GANNETT MEDIA CO 888-426-0491 VA 18.11 04/24 04/24 82305093KEHMKMYK7 BUNDLE-BUNDLE WILMINGTON DE 99.00 04/25 04/25 82305093LEHMDZA95 CLAUDE.Al SUBSCRIPTION SAN FRANCISCO CA 86.60 05/09 05/09 5543687427KBHDW8V EMBASSY SUITES SAN DIEGO CA 195.00 CHECK-IN 05/06/25 FOLIO #1447174
05/09 05/09 5543687427KBHDXLM EMBASSY SUITES SAN DIEGO CA 692.73 CHECK-IN 05/06/25 FOLIO #1447174
.. 05/09 05/09 F8891004100CHGDDA AUTOMATIC PAYMENT· THANK YOU 622.82 05/11 05/11 123019842000HJJZM CAPCUT SINGAPORE SG 19.99 05/14 05/14 554807746320624KE CLOUD COVER MUSIC EL SEGUNDO CA 29.95

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■ Transaction Details
Trans Post Reference Number
04/15 04/15 85353353AEZWBJAK3
04/18 04/18 85353353QEZXLVTVM
04/29 04/29 02305373REHZH5PX9
05/08 05/08 75306374053B850PX
05/09 05/09 F88910041 0OGHGD DA
SANDRA MOLINA account ending

Page 3 of 4 ends

Description Credits Charges
APA 3124319100 IL 622,00
APA 3124319100 IL 400.00
STATEABROS127 CATHEDRAL CIT GA 35.51
MUNICIPAL MANAGEMENT A SACRAMENTO CA 125.00
AUTOMATIC PAYMENT-THANK YOU 900.00

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■ Transaction Details
Trans Post Reference Number
04/17 04/17 02305373Q00M24YF8
04/23 04/23 05410193J326E580M
04/24 04/24 02305373KOOK3PGH R
05/02 05/02 05436843VEHXQ08ZH
05/08 05/08 02305374100K24JHJ
05/09 05/09 F88910041 0OCHGDDA
05/13 05/13 02305374600KF41Y4
DEANNA PRESSGROVE account ending

Page 3 of 4 ends

Description Credits Charges
USPS PO 0513920234 CATHEDRAL CIT CA 10.91
STAPLES 00113241 LA QUINTA CA 592.31
USPS PO 0513920234 CATHEDRAL CIT CA 28.35
PY *STORQUEST- CATHED CATHEDRAL CIT CA 367.00
USPS PO 0513920234 CATHEDRAL CIT CA 35.02
AUTOMATIC PAYMENT· THANK YOU 1,437.95
USPS PO 0513920234 CATHEDRAL CIT CA 19.63

SANDY RAMSEY WOODS account ending
■ Page 3 of 4
Transaction Details
Trans Post Reference Number Description Credits Charges 04/14 04/15 5270487395EJK52GN PILOT 1178 TUCSON AZ. 36.00 04/17 04/17 75191163QS66F27JM 736 HAMPTON INN & SUIT TUCSON AZ. 562.10 CHECK-IN 04/14/25 FOLIO #82835927
04/17 04/17 52704873Q5GQMPNMW PILOT 458 ELOY AZ. 19.51
04/22 04/22 85504993HS6P3ATJ1 ALERT ALL CORP NEW HOLLAND PA 437.00 04/24 04/24 51742953K20LV6GJD AMERICAN HEART SHOPCPR DALLAS TX 255.00 05/09 05/09 F88910041 00CHGDDA AUTOMATIC PAYMENT - THANK YOU 1,781.53 05/13 05/13 526538445MM4N4VPJ SMALLENGINESPAODEALER 5618884022 FL 25.56 05/14 05/14 823050947EHMG3SL9 WWW.BESTOFSIGNS.COM SUWANEE, GA 538.39

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■ Transaction Details
Trans Post Reference Number Description
04/26 04/26 72705853MS66GJL9S BOYS HAMBURGERS CATHEDRAL CIT CA 05/09 05/09 F8891004100CHGODA AUTOMATIC PAYMENT-THANK YOU BRANDON RIGAUD account ending

Page 3 of 4 ends

Credits Charges
183.71
284.26

... I
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■ Transaction Details
Trans Post Reference Number
05/09 05/09 F8891004100CHGDDA
05/13 05/13 5543286465XL TNKOJ
05/13 05/13 023053746EHY8TAZX
05/13 05/13 827047745F2DSN5XW
Description

AUTOMATIC PAYMENT-THANK YOU
STARBUCKS STORE 05595 CATHEDRAL CIT CA
FIREHOUSE SUBS 0914 OS PALM SPRINGS CA
SWISS DONUTS 5 CATHEDRALCTY CA
CRAIG SANBORN account ending

Page 3 of 4 ends

Credits Charges
751.91

24.00 213.42

24.79 Prepared For
Accounl Number
Statement Closing Date
Days in Billing Cycle
Next Statement Date
Credit Line
Available Credit
Payment lnformation
New Balance
Current Payment Due (Mlnimum Paymsnt)
Curront Payment Due Date
Account Summary
Previous Balance
Credits
Payments
Purchases & Other Charges
Cash Advances
Finance Charges
New Balance

PURCHASES

CASH ADVANCES
TOTAL
Important Information
WELLS
CITY OF CATHEDRAL CIry

EUGENIA TORRES
05t15t25
31 06t13t25
$5,000
$3,194
$1,805.40
$36.00
06/09/25
For Customer Service Call:
833-441-0793
lnouiries or Questions:

SBCS-Account Servicing Team
PO Box 40310
Mesa, M 85274
Payments:

Payment Remittance Center PO Box 77033
Minneapolis, MN 5il80-7733
Thank you for using our Automatic Paymenl
seNice. See the lmportant lnformation section
below for your next scheduled payment.
lf you wish to pay off your balance in full: The
balance noted on your statement is not the
payoff amount. Please call 833-441-0793 for
payoff information.

FARGO STGNTFY BUSTNESS ESSENTTAL(SM) CARD
w

Page 1 of 4 ends

+
+
+
Rate lnformation
Your rate may vary according to the termsof your agreement.

ANNUAL DAILY AVERAGE

INTEREST FINANCE DAILY
ryPE OF BALANCE RATE CHARGE RATE BALANCE
$2,290.00
$0.00
$2,290.00
$1,805.40
$0.00
$0.00
$1,805.40

11.4900/0 .03147%

28.240o/o .077360/o
$0.00
$0.00

PERIODIC

FINANCE

CHARGES

TMNSACTION

FINANCE

CHARGES
$o.oo
$0 00
$0 00
TOTAL

FINANCE

CHARGES
$0.00
$0.00
$0.00
$0-00
$0.00
$0.00
$O - $1,805.40 WILL BE DEDUCTED FROM YOUR ACCOUNT AND
CREDITED AS YOUR AUTOMATIC PAYMENT ON O6/09i25. THE

AUTOMATIC PAYMENT AMOUNT WILL BE REDUCED BY ALL PAYMENTS POSTED ON OR BEFORE THIS DATE.

See reverse side for important information.
7 9 250515 O PAGE 1 of 4 t C 8391 0300 BXIC O1DQ5596

DETACH HERE
Dotach and mailvrilh ch€ck payable to 1 /ells Fargo' to amve by Cur€nt Paynent Due Oate ltialua nhaz.lzc narrahla ta' lA/allc trarerar
EUGENIA TORRES account ending

Page 3 of 4 ends

Transaction Details
Trans Post Reference Number Description Credits Charges 04/29 04/29 55417343RTBBX RRF2 AMERICAN 00172261200462 SEATTLE WA 636.37

QUINTANILLA/ANN
05/11/25 1 PALM SPRINGS FORT WORTH
05/11/25 2 FORT WORTH SAN ANTONIO
05/15/25 3 SAN ANTONIO PHOENIX
05/15/25 4 PHOENIX PALM SPRINGS
04/29 04/29 85383903REHM9A4YS LCW AL TRINGHAM, C LN 33.00 05/05 05/05 55436873X4ZFTTL1A HILTON ADVPURCH8002367 MEMPHIS TN 867.00 CHECK-IN 05/03/25 FOLIO #1500505122
05/06 05/06 55432863Y5V1W206Z LABORLAWCENTER, LLC 800-745-9970 CA 84.03 05/07 05/07 55432863Z5VFVT1 ML SQ ·woMEN IN FIRE GOSQ.COM MN 185.00 05/09 05/09 F88910041 00CHGDDA AUTOMATIC PAYMENT - THANK YOU 2,290.00

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Trans Post Reference Number Description
04/14 04/15 054101939326EOP8J
04/16 04/16 05410193B326E5L4P
05/09 05/09 F8891004100CHGDDA
STAPLES 00113241 LA au /NTA CA
STAPLES 00113845 CATHEDRAL CIT CA

AUTOMATIC PAYMENT- THANK YOU
STEPHEN TUMIR account ending.

Credits
3,411.04

Page 3 of 4 ends

Charges

43.48 120.69
Staff Report
City Council
Item No. 4.D
Meeting Date: June 25, 2025
From: Eugenia Torres, Human Resources Manager
Title: Amendment to the Personnel Rules
RECOMMENDATION:

To adopt the amended Personnel Rules as presented and authorize the City Manager to implement the updated Personnel Rules and make minor administrative adjustments as needed.

BACKGROUND:

Cathedral City Municipal Code Chapter 2.40 establishes an equitable and uniform system for personnel matters and ensures compliance with applicable laws. The City Manager is responsible for administering the city personnel system, including preparing and recommending personnel rules and amendments to the City Council as necessary (Municipal Code Chapter 2.40.030).

Key historical points:
•July 1, 1987: Initial Personnel Rules established
•September 2022: Personnel Rules updated to create a unified document clarifying procedures and providing guidance for personnel administration. •October 2024: Personnel Rules updated to create a unified document clarifying procedures and providing guidance for personnel administration. •Present: Ongoing review and improvement of Personnel Rules DISCUSSION:

The 2025 amendments to Cathedral City’s Personnel Rules reflect the city’s ongoing commitment to maintaining an effective, legally compliant, and modern personnel management system. The amendments build upon substantial progress made during the 2024 revision, which was a milestone in unifying and clarifying personnel policies. However, as personnel management practices evolve and new legal standards emerge, periodic updates are necessary to ensure the city’s policies remain relevant and effective.

To develop these amendments, city staff has collected feedback on the current Personnel Rules, consulted with legal counsel to ensure compliance with applicable laws, reviewed best practices from comparable municipalities, and drafted proposed amendments for review and discussion. Required meet and confer obligations on the amendments have been met.

The following are the key amendments in the 2025 update:

Key changes include:

1. Section 106.8 – Limited Term – Updated language to comply with CalPERS regulations.

2. Section 402.5 – Eligibility Lists – Extension for eligibility lists. The policy now allows the city manager to extend the eligibility list for an additional six months, creating a potential 18-month eligibility list (original 6 months + 6- month HR extension + 6-month City Manager extension).

3. Section 402.6.3 – Industrial Appointments (New)

4. Section 402.6.4 – Long-Term Illness Appointments (New) Updates per POA negotiations:

5. Section 810.5 – Bereavement Leave – Updated to reflect POA per negotiations

6. Section 1221 – Catastrophic (CAT) Leave Program – Updated to reflect POA per negotiations
Additionally, staff have incorporated the following Administrative Policies into the Personnel Rules for better organization and accessibility:

Note: The bargaining units have already approved these HR-AP policies; staff are simply including them in the Personnel Rules for better organization and accessibility.

7. Section 302.2.1 - Reclassification Policy and Procedures (HR-AP-22)

8. Section 402.7 - Promotions (HR-AP-23)

9. Section 402.8 - Series Advancement (HR-AP-24)

10. Section 1002.3.1 - Workers' Compensation Follow-up Appointment Responsibilities (HR-AP-21)

11. Section 1222 - Ethics and Gift Policy (HR-AP-25)
FISCAL IMPACT:

None
FIVE-YEAR STRATEGIC PLAN:

Goal A – Serve the Community with Pride and Dedication
ATTACHMENTS:

1.Personnel Rules

Personnel Rules | Council Approved June 25, 2025 Page 2 Contents
WELCOME TO CATHEDRAL CITY!.......................................................................................................8 100 INTRODUCTION AND GENERAL INFORMATION POLICIES .............................................8 102 Effect and Applicability of Personnel Policies ............................................................................8 102.1 No Contract Right; City of Cathedral City Discretion to Modify These Policies ..................8 102.2 Applicability of Policies .......................................................................................................8 102.3 Conflict Between These Policies and a Collective Bargaining Agreement .........................8 102.4 Employee Acceptance of Policies and Revisions to Policies..............................................8 104 Delegation of Authority ............................................................................................................9 104.1 Delegation of Appointing and Personnel Authority to City Manager...................................9 104.2 Retention of Personnel Authority as to Certain Personnel .................................................9 106 Categories of Employees and Non-Employees...........................................................................9 106.1 At-Will Employees...............................................................................................................9 106.2 Probationary Employee ......................................................................................................9 106.3 For-Cause Employee..........................................................................................................9 106.4 Full or Part-Time Employee ..............................................................................................10 106.5 Temporary/Seasonal/Part-Time/Extra-Help Employee.....................................................10 106.6 Volunteer ..........................................................................................................................10 106.7 Independent Contractor ....................................................................................................10 106.8 Limited Term Employee....................................................................................................10 200 EQUAL EMPLOYMENT OPPORTUNITY........................................................................11 202 Equal Employment Opportunity Policy....................................................................................11 204 Policy Against Discrimination, Harassment and Retaliation; Complaint Procedure...................11 204.1 Purpose ............................................................................................................................11 204.2 Definitions .........................................................................................................................12 204.3 Complaint Procedure ........................................................................................................15 204.4 Right to File Report with Outside Administrative Agencies...............................................16 204.5 Confidentiality ...................................................................................................................16 204.6 Responsibilities.................................................................................................................16 205 Bullying .............................................................................................................................17 205.1 Complaint Procedure ........................................................................................................18 205.2 Confidentiality ...................................................................................................................18 205.3 Employee Obligations.......................................................................................................18 205.4 All City supervisors and managers are responsible for the following: ..............................19 206 Reasonable Accommodation and Interactive Process .............................................................19 206.1 Reasonable Accommodation............................................................................................19 206.2 Supporting Documentation or Certification .......................................................................20 206.3 Fitness for Duty Examinations ..........................................................................................21 206.4 Interactive Process ...........................................................................................................23 206.5 Access to Medical Information Regarding Fitness for Duty ..............................................26 Personnel Rules | Council Approved June 25, 2025 Page 3 208 Whistleblower Protection.......................................................................................................26 208.1 Policy ................................................................................................................................26 208.2 Policy Coverage................................................................................................................27 208.3 Definitions .........................................................................................................................27 208.4 Complaint Procedure ........................................................................................................28 300 CLASSIFICATION POLICIES..........................................................................................28 302 Classification Plan................................................................................................................28 302.1 Classification Plan ............................................................................................................28 302.2 Reclassification.................................................................................................................29 400 RECRUITMENT, SELECTION, AND APPOINTMENT.......................................................31 402 Recruitment, Selection and Appointment Policy .....................................................................31 402.1 Job Announcement...........................................................................................................31 402.2 Application Forms .............................................................................................................31 402.3 Disqualification of Applications .........................................................................................32 402.4 Employment Examinations ...............................................................................................32 402.5 Eligibility Lists ...................................................................................................................34 402.6 Appointments....................................................................................................................35 402.7 Industrial Appointments ....................................................................................................36 402.8 Long-Term Illness Appointments ......................................................................................37 402.9 Promotions........................................................................................................................37 402.10 Series Advancement.........................................................................................................39 500 EMPLOYMENT OF RELATIVES OR SPOUSES/ DOMESTIC PARTNERS............................41 502 Employment of Relatives, Spouses, Domestic Partners ...........................................................41 502.1 Policy ................................................................................................................................41 502.2 Definitions .........................................................................................................................41 502.3 Employment of Relatives ..................................................................................................41 502.4 Spouses or Domestic Partners .........................................................................................42 502.5 Marriage or Domestic Partnership After Employment ......................................................42 600 SALARY PLAN AND PAYROLL PRACTICES ....................................................................43 601 Preparation and Adoption of Salary Plan..........................................................................43 602 Work Schedules and Attendance ............................................................................................43 602.1 Work Schedules................................................................................................................43 602.2 Meal Period.......................................................................................................................43 602.3 Rest Period .......................................................................................................................43 602.4 Lactation Break Time and Location ..................................................................................44 602.5 Advance Request for Permission to Deviate from Regular Work Hours ..........................45 602.6 Notification of Unforeseen Late Arrival or Absence ..........................................................45 602.7 Unauthorized Absence is Prohibited.................................................................................45 602.8 Excessive Tardiness/Absenteeism and Abuse of Leave ..................................................45 604 Work Week, Overtime and Compensatory Time Off................................................................46 604.1 Work Week .......................................................................................................................46 604.2 Overtime ...........................................................................................................................46 604.3 Accurate Time Reporting / Automated Timekeeping System ...........................................46 Personnel Rules | Council Approved June 25, 2025 Page 4 700 PERFORMANCE EVALUATION POLICIES......................................................................50 702 Performance Evaluations ........................................................................................................50 702.1 Performance Evaluations..................................................................................................50 702.2 Probationary Employee Performance Evaluations ...........................................................50 702.3 Performance Evaluation Meeting......................................................................................50 702.4 No Appeal Right................................................................................................................50 800 LEAVES OF ABSENCES ................................................................................................51 802 Scheduling of Vacation Leave..................................................................................................51 802.1 Vacation Leave ................................................................................................................51 802.3 Scheduling of Vacation Leave ..........................................................................................51 802.4 Unused Vacation Leave Upon Separation........................................................................51 804 Sick Leave ...............................................................................................................................51 804.1 Purposes for Sick Leave...................................................................................................51 804.2 Terms of Sick Leave .........................................................................................................52 806 Family and Medical Care Leaves..............................................................................................53 806.1 Statement of Policy; Concurrent Running of FMLA and CFRA Leaves............................53 806.2 Definitions .........................................................................................................................53 806.3 Reasons for Leave............................................................................................................57 806.4 Employees Eligible for Leave ...........................................................................................58 806.5 Amount of Leave...............................................................................................................59 806.6 Minimum Duration of Leave..............................................................................................59 806.7 Parents both Employed by the City of Cathedral City.......................................................59 806.8 Employee Benefits While On Leave .................................................................................59 806.9 Substitution of Paid Accrued Leaves ................................................................................60 806.7 Medical Certification/ Recertification.................................................................................61 806.8 Time to Provide a Medical Certification ............................................................................63 806.9 Consequences for Failure to Provide an Adequate or Timely Certification ......................63 806.10 Review of the Contents of Medical Certification for Employee’s Own Serious Health Condition...........................................................................................................................63 806.11 Second and Third Medical Opinions For Employee’s Own Serious Health Condition......64 806.12 Intermittent Leave or Leave on a Reduced Leave Schedule............................................64 806.13 Employee Notice of Leave................................................................................................64 806.14 Reinstatement Upon Return from Leave ..........................................................................64 806.15 Required Forms ................................................................................................................65 808 Leave Because of Pregnancy, Childbirth, or Related Medical Condition...................................65 808.1 Amount of Leave...............................................................................................................65 808.2 Notice & Certification Requirements.................................................................................65 808.3 Compensation During Leave ............................................................................................66 808.4 Benefits during Leave .......................................................................................................66 808.5 Reinstatement...................................................................................................................66 808.6 Leave for Reproductive Loss ...........................................................................................67 810 Other Leaves...........................................................................................................................68 810.1 Jury Duty Leave/Subpoenaed or Court-Ordered Witness Leave .....................................68 810.2 Subpoenaed or Court-Ordered Witness Leave: ...............................................................68 810.3 Other Court or Administrative Proceeding Appearances..................................................69 810.4 Leave for Victims of Domestic Violence, Sexual Assault, or Stalking to Obtain Restraining Orders or Injunctive Relief ................................................................................................70 810.5 Bereavement Leave..........................................................................................................71 Personnel Rules | Council Approved June 25, 2025 Page 5 810.6 Military Leave....................................................................................................................72 810.7 School-Related Leave ......................................................................................................72 810.8 Paid Administrative Leave ...............................................................................................73 810.9 Leave of Absence Without Pay Must Be Authorized By Law or These Policies...............73 810.11 Time Off to Vote...............................................................................................................75 810.12 Access Restrictions for City Employees on any Leave....................................................75 900 RESIGNATION, JOB ABANDONMENT, LAYOFF, AND SEPARATION ..............................75 902 Resignation, Job Abandonment, Layoff and Separation ..........................................................75 902.1 Types of Separation.........................................................................................................75 902.2 Probationary Release ......................................................................................................76 902.3 Release of [Temporary/Seasonal/Extra Help Employees]...............................................76 902.4 Resignation......................................................................................................................76 902.5 Retirement .......................................................................................................................76 902.6 Job Abandonment............................................................................................................77 902.7 Non-Disciplinary Separation ............................................................................................77 902.8 Disciplinary Separation ....................................................................................................77 902.9 Return of City Property ....................................................................................................77 902.10 Job References/Verification of Employment....................................................................77 1000 WORKERS’ COMPENSATION.......................................................................................78 1001 Safety and Health ............................................................................................................78 1001.1 Smoking..............................................................................................................78 1002 On-the-Job Injuries ..........................................................................................................78 1002.1 Procedures ......................................................................................................................78 1003 Modified Duty Assignments .............................................................................................80 1003.1 Workers’ Compensation – Follow-up Appointment Responsibilities................................80 1003.2 Return to Work Policy and Procedures............................................................................82 1003.3 Access Restrictions for City Employees on Workers’ Compensation Leave ...................83 1003.4 Selection of Treating Physician .......................................................................................83 1200 MISCELLANEOUS POLICIES.........................................................................................84 1202 Personnel Files........................................................................................................................84 1202.1 Confidential City of Cathedral City Files ..........................................................................84 1202.2 Notification of Changes....................................................................................................84 1202.3 Access to Applicant or Employee Medical Information....................................................84 1202.4 Employee Access to Personnel File ................................................................................84 1202.5 Limitations on Access or Copying of Personnel File........................................................85 1202.6 Personnel Action Form ....................................................................................................85 1204 Limitations on Outside Employment .......................................................................................85 1204.1 No Outside Employment Without Prior Approval.............................................................85 1204.2 Authorization and Appeal Process...................................................................................86 1204.3 Prohibited Outside Activities ............................................................................................86 1204.4 Changes in Outside Employment Status .........................................................................87 1204.5 Revocation / Suspension of Outside Employment Authorization.....................................87 1204.6 Use of City of Cathedral City Equipment Prohibited ........................................................87 1206 Limitations on Political Activity...............................................................................................87 1206.1 No Solicitation During Work Hours or City of Cathedral City Offices...............................87 1206.2 No Targeted Solicitation of City of Cathedral City Officers or Employees .......................87 Personnel Rules | Council Approved June 25, 2025 Page 6 1206.3 No Political Activity in Uniform .........................................................................................88 1206.4 No Political Activity on City of Cathedral City Property or Work Hours............................88 1207 Driver Safety & Vehicle Use Program ......................................................................................88 1208 Prohibitions on Drugs and Alcohol in the Workplace...............................................................90 1208.1 Purpose and Scope .........................................................................................................90 1208.2 Drug- and Alcohol-Free Awareness Program..................................................................90 1208.3 Prohibited Conduct ..........................................................................................................90 1208.4 Drug and Alcohol Testing ................................................................................................91 1209 Drug and Alcohol Policy Pursuant to the Department of Transportation Regulations ......92 1209.1 Covered Employees ........................................................................................................93 1209.2 Prohibited Conduct ..........................................................................................................94 1209.3 Consequences for Violations ...........................................................................................95 1209.4 Circumstances for Testing ...............................................................................................95 1209.5 Testing Procedures........................................................................................................100 1209.6 Test Refusals.................................................................................................................100 1209.7 Prescription Drug Use....................................................................................................101 1209.8 Notifying the City of Any Criminal Drug Status Conviction ............................................102 1209.9 Consequences for Violation Of This Policy....................................................................102 1209.10 Records Keeping and Confidentiality..............................................................................103 1209.11 Rehabilitation ..................................................................................................................103 1210 Use of City of Cathedral City Equipment or Resources...........................................................104 1210.1 Policy and Applicability ..................................................................................................104 1210.2 Agency Equipment or Resources ..................................................................................104 1210.3 No Expectation of Privacy..............................................................................................104 1210.4 Appropriate Use Only – No Misuse ...............................................................................106 1210.5 City of Cathedral City Email Address Must be Used for City of Cathedral City Business 107
1210.6 Incidental Personal Use of City of Cathedral City Communications Equipment Permitted 107
1212 Policy Against Violence in the Workplace..............................................................................108 1212.1 Safe and Secure Workplace ..........................................................................................108 1212.2 Prohibited Behavior .......................................................................................................108 1212.3 Workplace Violence .......................................................................................................108 1212.4 Incident Reporting Procedures ......................................................................................109 1212.5 Investigation...................................................................................................................109 1212.6 Prevention......................................................................................................................109 1214 Appearance Standards ..........................................................................................................110 1214.1 Basis for Standards .......................................................................................................110 1214.2 Dress Code....................................................................................................................110 1214.3 Tattoos...........................................................................................................................110 1214.4 Piercing..........................................................................................................................110 1216 Teleworking Policy................................................................................................................111 1216.1 Purpose .........................................................................................................................111 1216.2 Definitions ......................................................................................................................111 1216.3 Scope of Policy and Covered Individuals ......................................................................111 1216.4 Voluntary Teleworking Arrangements............................................................................111 1216.5 Mandatory Teleworking Arrangements during Exigent Circumstances ....................113 1216.6 Duties, Obligations and Responsibilities for Teleworking Employees ...........................113 Fire Department Policy Section C-52 approved by City Manager........................................................116 Personnel Rules | Council Approved June 25, 2025 Page 7 1217 Wellness Program.................................................................................................................116 1218 Electronic Signature Use ........................................................................................................118 1219 Reimbursement for Travel & Training, and Vehicle Use.........................................................126 1220 Use of Social Media..............................................................................................................135 1221 Catastrophic (CAT) Leave Program ........................................................................................136 1222 Ethics and Gift Policy.............................................................................................................138 Personnel Rules | Council Approved June 25, 2025 Page 8 Welcome to Cathedral City!
These are exciting times for our city. As a Cathedral City employee, you will play an integral role in helping our community become all it can be. Our customers include residents and visitors, those working and conducting business in Cathedral City, and other Cathedral City departments, offices, and agencies. We recognize the good fortune of having people like you who are committed to our vision and mission.

Our Mission guides us in our actions to ensure we are all working with a common purpose. ▪Moving Cathedral City Forward
▪With Commitment, Pride and Excellence
▪Creating a safe, inclusive and progressive community
▪Providing quality service
▪Valuing fairness, balance and trust
▪Building partnerships
▪Honoring our similarities and differences
▪Celebrating our independent spirit
100 Introduction and General Information Policies
102 EFFECT AND APPLICABILITY OF PERSONNEL POLICIES
102.1 No Contract Right; City of Cathedral City Discretion to Modify These Policies These Personnel Policies (“Policies”) do not create any contract right or express or implied employment contract.

The City of Cathedral City retains the full discretion to modify these Policies at any time in accordance with law, subject to any valid collective bargaining agreement. 102.2 Applicability of Policies
These Policies apply to all categories of employees of the City of Cathedral City unless a specific section or provision excludes them.
102.3 Conflict Between These Policies and a Collective Bargaining Agreement If a provision of these Policies conflicts with any provision of a valid department-specific policy or collective bargaining agreement between the City of Cathedral City and a recognized employee organization, the provision of the collective bargaining agreement that is in conflict shall control and apply to employees covered by that collective bargaining agreement.
102.4 Employee Acceptance of Policies and Revisions to Policies As a condition of employment, the City of Cathedral City requires that each employee read and, if necessary, request clarification regarding these Policies.

Personnel Rules | Council Approved June 25, 2025 Page 9 Each employee must sign a statement of receipt acknowledging that: a) they have received a copy or have been provided access to the Policies; and b) they understand that they are responsible for reading and becoming familiar with the contents of the Policies, as they are currently drafted, as well as with subsequent revisions to the Policies. 104 DELEGATION OF AUTHORITY
104.1 Delegation of Appointing and Personnel Authority to City Manager The Council delegates to the City Manager the authority to authorize employment, establish job responsibilities, and perform other personnel actions as to all subordinate employees in accordance with all federal and state laws and regulations and these Policies.

The City Manager may delegate responsibility to the Human Resources Manager to perform personnel actions in accordance with this section. 104.2 Retention of Personnel Authority as to Certain Personnel As to those elected officials, or employees who directly report to the City Council, if any, the Council retains all authority over all personnel actions as authorized by law and these Policies.
106 CATEGORIES OF EMPLOYEES AND NON-EMPLOYEES
106.1 At-Will Employees
An at-will employee is one who serves at the pleasure of the appointing authority, has no property right in continued employment, and has no right to any pre- or post-disciplinary procedural due process or evidentiary appeal unless expressly required by law. 106.2 Probationary Employee
A probationary employee is one who is serving a probationary period, either at the outset of initial employment with the City of Cathedral City or at the outset of a promotion to a higher classification. During the initial probationary period for new employees, a probationary employee serves at the pleasure of the appointing authority, has no property right in continued employment, and has no right to any pre- or post-disciplinary procedural due process or evidentiary appeal. A new employee serving in the initial probationary period is an at-will employee.
106.3 For-Cause Employee
A for-cause employee is one who has satisfactorily completed the initial probationary period and cannot be disciplined except when the City of Cathedral City has cause to do so.

Personnel Rules | Council Approved June 25, 2025 Page 10 A for-cause employee has a property right in continued employment and has the right to pre- and post-disciplinary procedural due process and an evidentiary appeal for certain types of disciplinary actions that result in a significant deprivation of property. 106.4 Full or Part-Time Employee
A full-time employee is one whose position is budgeted to work at least 40 hours per week. Full-time employees receive all benefits provided in these Policies, unless otherwise provided in an MOU or Regulations, or an employment agreement approved by the City Council or City Manager.

A part-time employee is one whose position is budgeted to work on average less than 40 hours per week. Part-time employees may have different rights to leave and other benefits under the law or these Policies unless otherwise provided in an MOU or Regulations.
106.5 Temporary/Seasonal/Part-Time/Extra-Help Employee
A temporary/seasonal/part-time/extra-help employee is an at-will employee who is appointed other than from an eligible list for a short term or seasonal basis, not to exceed six months.

A temporary/seasonal/part time/extra-help employee serves at-will and at the pleasure of the appointing authority, has no property right in continued employment, and has no right to any pre- or post-disciplinary procedural due process or evidentiary appeal. 106.6 Volunteer
A volunteer is not an employee, but instead is an individual who provides services to the City of Cathedral City for civic or philanthropic reasons and receives no compensation or benefits other than nominal fees and reimbursement of expenses.

A volunteer serves at-will and at the pleasure of the appointing authority, has no property right in continued employment, and has no right to any pre- or post-disciplinary procedural due process or evidentiary appeal.
106.7 Independent Contractor
An independent contractor is not an employee and serves solely pursuant to a contract that has been formed and approved as required by City of Cathedral City purchasing policies and procedures.
106.8 Limited Term Employee
Limited term employees are those brought on to work on special projects or assignments, help the department address a significant spike in workload, backfill for a regular employee who is on leave or working out of class, or a new position is created whose position is intended to be temporary in nature. The City Manager may employ a qualified Personnel Rules | Council Approved June 25, 2025 Page 11 individual to fill the position on a limited term basis in accordance with CalPERS regulations regarding limited duration employment. Such employee appointed to limited term position may be removed at any time without rights to appeal or hearing and shall not obtain permanent status in that particular position.

Limited-term employee recruitments are not bound by the standard Recruitment Process, so limited-term employees can be selected for a position in any of the following ways:
a) Participation in a standard recruitment process and selection from the eligibility list
b) Selection from an already active eligibility list
c) Special appointment
For limited term employees who went through a standard Recruitment for a job classification and were placed on to the eligibility list, they may be selected by a department to interview for a regular permanent position for that same job classification without going through another recruitment process.

The City Manager may grant benefits to limited-term employees, but said benefits shall not be automatic.
200 Equal Employment Opportunity
202 EQUAL EMPLOYMENT OPPORTUNITY POLICY
The City of Cathedral City affords equal employment opportunity for all qualified employees and applicants as to all terms of employment including but not limited to, compensation, hiring, training, promotion, transfer, discipline and termination.

The City of Cathedral City prohibits discrimination against employees or applicants for employment on the basis of the employee or applicant’s race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age (40 and over), sexual orientation, or military and veteran status or any other basis protected by law.

Any employee, volunteer, or applicants who believes they have experienced any form of employment discrimination or abusive conduct are encouraged to report the conduct immediately by using the complaint procedures provided in these Policies, or by contacting the U.S. Equal Employment Opportunity Commission (“EEOC”), or the Civil Rights Department (“CRD”).
204 POLICY AGAINST DISCRIMINATION, HARASSMENT AND RETALIATION; COMPLAINT PROCEDURE 204.1 Purpose
The City of Cathedral City is committed to preventing discrimination, harassment, and retaliation in the workplace.

Personnel Rules | Council Approved June 25, 2025 Page 12 The City of Cathedral City will not tolerate any conduct that violates this Policy. Conduct need not violate either federal or state law in order to constitute a violation of this Policy.

A single act by a City of Cathedral City employee may constitute a violation of this policy and provide sufficient grounds for the City of Cathedral City to discipline the employee.

This Policy establishes a complaint procedure by which the City of Cathedral City will investigate and resolve complaints of discrimination, harassment, and retaliation by and against City of Cathedral City covered individuals. The City of Cathedral City encourages all covered individuals to report any conduct they believe violates this Policy as soon as possible.

The City of Cathedral City expressly prohibits any retaliation against an employee because they filed or supported a complaint or because they participated in the investigation or complaint resolution process. Individuals found to have retaliated against an employee in violation of this Policy will be subject to appropriate sanction or disciplinary action, up to and including termination.
204.1.1 Covered Individuals and Scope of Policy
This policy covers the following individuals: applicants for employment at the City of Cathedral City; City of Cathedral City employees, regardless of rank or title; elected or appointed officials of the City of Cathedral CIty; interns; volunteers; and contractors.

This Policy applies to all terms and conditions of employment, internships, and volunteer opportunities, including, but not limited to, selection, hiring, placement, promotion, disciplinary action, layoff, recall, transfer, leave of absence, compensation, and training. 204.2 Definitions
204.2.1 Definitions - Protected Classification
This Policy prohibits harassment, discrimination or retaliation because of an individual’s protected classification.
“Protected Classification” includes race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age (40 and over), sexual orientation, or military and veteran status, or any other basis protected by law.

This Policy prohibits discrimination, harassment or retaliation for the following reasons: (1) an individual’s protected classification; (2) the perception that an individual has a protected classification; or (3) the Personnel Rules | Council Approved June 25, 2025 Page 13 individual associates with a person who has or is perceived to have a protected classification.
204.2.2 Definitions - Protected Activity
This Policy prohibits discrimination, harassment, or retaliation because of an individual’s protected activity.

Protected activity includes, but is not limited to, the following activity: (1) making a request for an accommodation for a disability; (2) making a request for accommodation for religious beliefs; (3) making a complaint under this Policy; (4) opposing violations of this Policy; (5) participating in an investigation under this Policy; or (6) participating in any other activity protected by federal, state, or local law.
204.2.3 Definitions – Discrimination
This Policy prohibits treating a covered individual differently and adversely because of the individual’s actual or perceived protected classification; ,because the individual associates with a person who is perceived to be a member of a protected classification; or because the individual participates in a protected activity as defined in this Policy. 204.2.4 Definitions – Harassment
This policy prohibits harassment. Harassment includes, but is not limited to, the following conduct:
a) Derogatory, offensive or inappropriate speech, such as epithets, slurs or stereotypical comments, or verbal propositions made on the basis of the individual’s protected classification. This includes, but is not limited to, comments, stories, and jokes about appearance, dress, physical features, gender
identification, and race.
b) Physical acts, such as assault, impeding or blocking movement, offensive touching, or physical interference with normal work or movement. This includes pinching, grabbing, patting, or making explicit or implied job threats or promises in return for submission to physical acts.
c) Visual acts, such as derogatory, offensive or inappropriate, posters, cartoons, emails, pictures or drawings related to a protected classification.
d) Unwanted sexual advances, requests for sexual favors and other acts of a sexual nature, where submission is made a term or condition of employment, where submission to or rejection of the conduct is used as the basis for employment decisions, or where the conduct is intended to or actually does unreasonably interfere with an individual’s work performance or create an intimidating, hostile, or offensive working environment.

Personnel Rules | Council Approved June 25, 2025 Page 14 204.2.4.1 Other Examples of Conduct That Might Constitute Harassment Harassment includes conduct that an individual who is a member of a protected classification would find unwelcome or unwanted.

Harassment may include the following:

1. Conduct that is not intended as to harass. Conduct
may violate this policy if the conduct is directed at,
or implicates a protected classification and the
recipient finds the conduct to be offensive or
inappropriate, even if its well-intentioned conduct
(g., gifts, over-attention, endearing nicknames,
hugs).

2. Conduct to which the recipient appears to have
consented. A failure to protest conduct does not
mean that harassment has not occurred. A recipient
may not protest offensive or inappropriate conduct
for many legitimate reasons, including, but not
limited to, the need to avoid being perceived as
insubordinate or to avoid being ostracized or
subjected to retaliation.

3. Conduct about which no employees previously
complained. The fact that no employee previously
complained about the same or substantially similar
conduct does not mean that the conduct is
inoffensive or appropriate nor does that fact
preclude an employee from complaining about such
conduct if it is repeated.

4. Conduct witnessed by a third party or about which a
third party learns, even if they did not witness such
conduct. Visual, verbal, or physical conduct between
two (2) people who do not find such conduct to be
offensive or inappropriate may constitute
harassment of a third party witnesses such conduct
or learns about the conduct later and finds the
conduct to be offensive or inappropriate. Conduct
can constitute harassment even if it is not explicitly
or specifically directed at a particular individual.
204.2.5 Definitions - Retaliation
Retaliation occurs when an employer takes adverse conduct against a covered individual because of the individual’s protected activity as defined in this Policy. “Adverse conduct” may include but is not limited to: (1) disciplinary action; (2) counseling; (3) taking sides because an individual has reported harassment or discrimination; (4) spreading rumors about a complainant or about someone who supports or assists the complainant; (5) shunning or avoiding an individual who reports Personnel Rules | Council Approved June 25, 2025 Page 15 harassment or discrimination; or (6) making real or implied threats of intimidation to prevent or deter an individual from reporting harassment or discrimination.
204.3 Complaint Procedure
A covered individual who believes they have been subjected to discrimination, harassment or retaliation may make a complaint – orally or in writing – to any supervisor, manager, their Department Head or Deputy Director or to the Human Resources Manager, without regard to any chain of command. Any supervisory or management employee who receives a harassment complaint should immediately notify the Human Resources Manager. Upon receiving notification of a complaint regarding discrimination, harassment or retaliation, the Human Resources Manager or their designee will complete and/or delegate the following steps.

1. Authorize and supervise the investigation of the complaint and/or investigate the complaint. The investigation will usually include interviews with: (1) the complainant; (2) the accused (e., the subject of the investigation);(3) witnesses to the conduct at issue in the complaint; and (4) other persons who have relevant knowledge concerning the allegations of the complaint.

2. Review the factual information gathered during the investigation to determine whether the alleged conduct violates the Policy giving consideration to all factual information, the totality of the circumstances, including the nature of the nature of the conduct, and the context in which the alleged incidents occurred.

3. Prepare a summary report of the determination as to whether the conduct violated this Policy and provide such report to the appointing authority (e., City Manager).

If discipline or sanctions are imposed, the level of discipline or sanctions will not be communicated to the complainant.

4. If conduct in violation of this Policy occurred, take or recommend to the appointing authority prompt and effective remedial action. The remedial action will be commensurate with the severity of the offense.

5. Take reasonable steps to protect the complainant from further harassment, discrimination or retaliation.

If the Human Resources Manager is accused, or a witness to the events at issue, an individual with higher authority shall complete and/or delegate the above steps.

If a discrimination, harassment or retaliation Complaint is against the City Manager or Assistant City Manager, a third party will be hired to investigate and make recommendations to the City Attorney’s Office.
204.3.1 Proactive Approach
The City of Cathedral City takes a proactive approach to potential Policy violations and will conduct an investigation if its supervisory or management employees become aware that harassment, discrimination or retaliation maybe occurred or may be occurring, regardless of whether the recipient or third party reports a potential violation.

Personnel Rules | Council Approved June 25, 2025 Page 16 204.4 Right to File Report with Outside Administrative Agencies An individual possesses the right to report workplace harassment, discrimination or retaliation to the EEOC and/or the CRD.

These administrative agencies provide a complaint process as well as certain legal remedies where the applicable agency determined that a violation of the law occurred.

The nearest EEOC and CRD offices are listed on the internet and in the government section of the telephone book. Employees may also check the posters that are located on break/lunch bulletin boards for EEOC and CRD office locations and telephone numbers. 204.5 Confidentiality
The City of Cathedral City will make every effort to assure the confidentiality of complaints made under this Policy to the greatest extent allowed by law. However, complete confidentiality may not be possible because of the City of Cathedral City’s need to investigate and the duty to take effective remedial action. An employee who is interviewed during the course of an investigation to influence other employees, including employees who may have witnessed the underlying conduct at issue, while the investigation is open and ongoing.

An employee may discuss their interview with a designated representative from the employee’s employee organization and/or the employee’s legal representative. The City of Cathedral City 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. 204.6 Responsibilities
a. Each non-manager or non-supervisor is responsible for the following:
1) Treating all individuals in the workplace or on City of Cathedral City worksites with respect and consideration.
2) Modeling behavior that conforms to this Policy.
3) Participating in periodic trainings on personnel matters. 4) Cooperating with the City of Cathedral City investigations , pursuant to this Policy by responding fully and truthfully to all questions posed during the
investigation.
5) Taking no actions to influence the complainant or any potential witness while the City of Cathedral City’s investigation is ongoing. 6) Reporting any act they believe in good faith constitutes harassment, discrimination or retaliation as defined in this Policy, to their immediate supervisor, or manager, or Department Director or Deputy Director, or the Human Resources Manager, or higher authority if allegation is against the Human Resources Manager.

Personnel Rules | Council Approved June 25, 2025 Page 17 b. In addition to the responsibilities listed above, each manager and supervisor is responsible for:
1) Informing employees under their supervision of this policy. 2) Taking all steps necessary to prevent harassment, discrimination and, retaliation from occurring, including, but not limited to, monitoring the work environment and taking immediate and appropriate action to stop potential violations (e.g, removing inappropriate pictures or correcting inappropriate language).
3) Receiving and responding to complaints in a uniformly fair and serious manner.
4) Documenting the steps taken to resolve complaints.
5) Following up with those who have complained to ensure that the offensive conduct about which they complained has stopped and that there have been no reprisals or retaliation or threats of reprisals or retaliation.
6) Informing those who complain about harassment and/or discrimination of their option to contact the EEOC or CRD and file a complaint about such activity.
7) Assisting and/or advising employees regarding this Policy. 8) Assisting in the investigation of complaints involving subordinate employee(s) in their departments and, when appropriate, if the complaint is substantiated, recommending appropriate corrective or disciplinary action in accordance with these Policies, up to and including termination.
9) Implementing appropriate disciplinary and remedial actions. 10) Implementing appropriate corrective or disciplinary actions. 11) Reporting potential violations of this policy to the Human Resources Manager, regardless of whether an employee complained about such conduct.
12) Participating in periodic training and scheduling employees for training. 205 Bullying
Every employee, public official and other individuals have the right to be treated with respect in the workplace and at City worksites. Bullying is conduct in the workplace, with malice, that a reasonable person would find hostile, offensive and unrelated to the City’s legitimate business interests. Unlike harassment, bullying is not based on or related to a person's membership in one or more protected classifications. Bullying may occur in many forms including but not limited to the following: repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, sarcasm and epithets; verbal or physical conduct that a reasonable person would find threatening, intimidating or humiliating (e.g., excluding, tormenting, taunting, using threatening gestures, graffiti, spreading rumors or teasing); or the gratuitous sabotage or undermining of a person’s work performance. Bullying 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 or video equipment.

Personnel Rules | Council Approved June 25, 2025 Page 18 205.1 Complaint Procedure
a) A covered individual who believes that they have been subjected to behavior that violates this policy should immediately notify their supervisor, department head or the City's designated Human Resources Manager, or the Employee Reporting Line (contact information is posted at various City locations), at the employee's discretion.

Notification may be orally or in writing and documented in writing. b) Supervisors who observe or otherwise become aware of alleged behavior that violates this policy are obligated to report such conduct to their manager, department head or the City’s Human Resources Manager. Managers and department heads shall advise the Human Resources Manager of any and all allegations. c) The supervisor, manager, department head or the City’s Human Resources Manager will take appropriate steps to investigate or direct the investigation of the alleged violation of this policy. In the event the complaint is against the City Manager, an investigator shall be appointed by the Mayor of the City, or their designee. 205.2 Confidentiality
Every effort will be made to ensure the confidentiality of records and information relating to an investigation of alleged prohibited behavior and resulting remedial action, except to the extent disclosure is required by law. Complete confidentiality cannot be guaranteed, however, due to the need to fully investigate and to take effective remedial action. An employee who is interviewed during the course of an investigation is prohibited from attempting to influence any potential witness while the investigation is ongoing. An employee may discuss their interview with a designated representative. The City 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.
205.3 Employee Obligations
All City employees are responsible for the following:
a) Modeling behavior that conforms to this policy.
b) Reporting any act, they believe in good faith constitutes bullying as defined in this policy, to their immediate supervisor, department head, the City’s Human Resources Manager or the Employee Reporting Line. c) Employees are obligated to cooperate in any City investigation of prohibited behavior, including, but not limited to:
i. Coming forward with evidence and/or other relevant
information, whether favorable or unfavorable, to the
person accused of such behavior; and
ii. Fully and truthfully making a written report or verbally answering questions when asked to do so during the
course of a City investigation regarding the alleged
prohibited behavior.
d) Employees shall not knowingly falsely accuse someone of Personnel Rules | Council Approved June 25, 2025 Page 19 behavior that violates this policy or otherwise knowingly give false information in any City investigation involving behavior that violates this policy. Such behavior shall be grounds for disciplinary action, up to and including termination from employment.
205.4 All City supervisors and managers are responsible for the following:
a) Informing employees of this policy.
b) Taking all steps necessary to prevent bullying from occurring, including monitoring the work environment and taking immediate appropriate action to stop potential violations, such as removing inappropriate pictures or correcting inappropriate language.
c) Receiving complaints in a fair and serious manner, and documenting steps taken to resolve complaints.
d) Immediately informing their manager, department head or the City’s Human Resources Manager of any complaints and working at their direction in resolving the complaint. If the Human Resources Manager is accused, or a witness to the events at issue, an individual with higher authority shall be notified and shall be responsible for conducting the investigation procedures and complaint resolution efforts. e) Following up with those who have complained to ensure that the behavior has stopped and that there are no reprisals.
f) Assisting, advising or consulting with employees and the City’s Human Resources Manager regarding this policy.
g) Assisting in the investigation of complaints involving employee(s) in their departments and, when appropriate, if the complaint is substantiated, recommending appropriate corrective or disciplinary action in accordance with this policy.
h) Implementing appropriate disciplinary and remedial actions. i) Reporting potential violations of this policy of which they become aware to their manager, department head or the City’s Human Resources Manager, regardless of whether a complaint has been submitted. j) Participating in periodic training and scheduling employees for training. 206 REASONABLE ACCOMMODATION AND INTERACTIVE PROCESS
206.1 Reasonable Accommodation
Absent the imposition of undue hardship to the City of Cathedral City or its operations or the existence of a direct threat to either the health and safety of employee requesting the accommodation or others, the City of Cathedral City will provide employment-related accommodations to the following employees and applicants for employment:

1. qualified individuals with disabilities, both applicants and employees, to enable them to perform essential job functions; and
Personnel Rules | Council Approved June 25, 2025 Page 20

2. employees with conditions related to pregnancy, childbirth, or a related medical condition, if she so requests, and with the advice of her health care provider; and

3. employee victims of domestic violence, sexual assault, or stalking to promote the safety of the employee victim while at work; and

4. employees who request reasonable accommodation to address a conflict between religious belief or observance and any employment requirement.
206.2 Supporting Documentation or Certification
206.2.1 Reasonable Medical Documentation of Disability
If the disability or the need for reasonable accommodation is not obvious, the City of Cathedral City may require the individual requesting such accommodation to provide reasonable medical documentation confirming the existence of the disability and the need for reasonable accommodation, along with the name and credentials of the individual’s health care provider. If the individual provides insufficient documentation, the City of Cathedral City will: (1) explain the insufficiency of the documentation provided; (2) allow the employee or applicant to supplement the documentation in order to remedy the issue with the documentation provided; and (3) pursue the interactive process only to the extent that the request for reasonable accommodation is supported by the medical documentation provided.
206.2.2 Medical Certification Indicating the Need for a Reasonable Accommodation or Transfer Due to Pregnancy or Related Conditions If a pregnant employee, or an employee with a pregnancy-related condition, requests a reasonable accommodation or transfer due to pregnancy, the City of Cathedral City will provide the employee with notice of the need for a medical certification within two business days after the employee’s request for accommodation. A medical certification confirming the need for a reasonable accommodation, including transfer, is sufficient if it contains: (1) a description of the requested accommodation or transfer; (2) a statement describing the medical advisability of the accommodation or transfer due to pregnancy; and (3) the date that the need for the accommodation or transfer will become necessary and the estimated duration of the accommodation or transfer. 206.2.3 Certification of Victim Status
An employee who is a victim of domestic violence, sexual assault, or stalking and who requests an accommodation to provide for their safety while at work must provide both of the following:
a) A written statement signed by the employee or an individual acting on the employee’s behalf, to certify that the
Personnel Rules | Council Approved June 25, 2025 Page 21 accommodation is to address victim-safety concerns while at work; and
b) A certification demonstrating the employee’s status as a victim of domestic violence, sexual assault, or stalking, which can be in the form of: a police report indicating the employee’s victim status; a court order separating the perpetrator from the employee or that the employee has appeared in court for that purpose; or documentation from a medical professional or counselor that the employee is undergoing treatment for physical or mental injuries or abuse resulting from an act of domestic violence, sexual assault, or stalking.
206.3 Fitness for Duty Examinations
206.3.1 Applicants
After the City of Cathedral City extends a conditional offer of employment to an applicant, the City of Cathedral City may require the applicant to submit to a fitness for duty examination that is job-related, necessary for efficient operations of the agency, and required of all applicants for the job classification. The City of Cathedral City will notify an applicant or employee who is required to pass a medical and/or psychological examination of their right to obtain a second opinion at their expense and that they may submit such second opinions for consideration. 206.3.2 Current Employee
The Human Resources Manager may require an employee to submit to a fitness for duty examination to determine if the employee has a disability and is able to perform the essential functions of their job when there is significant evidence that:
a) the employee’s ability to perform one or more essential functions of their job has declined; or
b) could cause a reasonable person to question whether an employee is still capable of performing one or more of their essential job duties or is still capable of performing those duties in a manner that does not harm themselves or others.
206.3.3 Fitness for Duty Examinations: Role of Health Care Provider The City of Cathedral City may request the applicant’s or employee’s health care provider to conduct a fitness for duty exam on the applicant or employee, or may request an City of Cathedral City-selected health care provider to do so at the City of Cathedral City’s expense. The City of Cathedral City will allow an employee paid time off to attend the exam.

The City of Cathedral City will provide the heath care provider with a letter requesting a fitness for duty examination and a written description Personnel Rules | Council Approved June 25, 2025 Page 22 of the essential functions of the job. The examination will be limited to determining whether the applicant or employee can perform the essential functions of their position and any work restrictions and/or functional limitations that apply to the applicant or employee. The health care provider will examine the employee and provide the City of Cathedral City with non-confidential information regarding whether:

1. The applicant or employee has a disability within the meaning of the FEHA;

2. The applicant or employee is fit to perform essential job functions;

3. Workplace restrictions or functional limitations apply to the applicant or employee, and the duration of the work
restrictions or functional limitations;

4. There are any reasonable accommodations that would
enable the employee to perform essential job functions; and

5. The employee’s continued employment poses a threat to the health and safety of themselves or others.

Should the health care provider exceed the scope of the City of Cathedral City’s request and provide confidential health information, without valid consent of the applicant or employee, the City of Cathedral City will return the report to the health care provider and request another report that includes only the non- confidential fitness for duty information that the City of Cathedral City has requested.
206.3.4 Authorization for Use of Medical Information
During the course of a fitness for duty examination, the City of Cathedral City will not seek or use information regarding an employee’s medical history, diagnoses, or course of treatment without an employee’s written authorization.
206.3.5 Fitness for Duty Examinations: Medical Information from the Employee or Applicant
If an employee or applicant submits medical information to the City of Cathedral City from their own health care provider, the Human Resources Manager will not forward that information on to the health care provider who conducted the examination for the City of Cathedral City, without the employee or applicant’s written authorization.

Upon receipt of the written authorization, the Human Resources Manager will request the City of Cathedral City-paid health care provider to determine whether the information alters the original fitness for duty assessment.

Personnel Rules | Council Approved June 25, 2025 Page 23 206.4 Interactive Process
206.4.1 When to Initiate the Interactive Process
The Human Resources Manager or designee will initiate the interactive process when:

1. An applicant or employee with a known physical or mental disability or medical condition requests reasonable
accommodation(s);

2. The City of Cathedral City otherwise becomes aware of the need for an accommodation through a third party (e.g., a doctor’s note requesting an accommodation), or by observation of the
employee’s work;

3. The City of Cathedral City becomes aware of the possible need for an accommodation because the employee with a disability has exhausted workers’ compensation leave, Family and Medical Act leave, or other leave rights, but the employee and/or the employee’s health care provider indicate that further
accommodation is still necessary for recuperative leave or other accommodation;

4. An employee disabled by pregnancy, childbirth or related medical conditions requests a reasonable accommodation or transfer based on the advice of her health care provider;

5. An employee with a physical or mental disability, regardless of cause, fails to return to work following pregnancy disability leave;

6. An employee-victim of domestic violence, sexual assault, or stalking requests a reasonable accommodation(s) for their safety at work;

7. An employee requests an accommodation to address a conflict between religious belief, observance, or practice and any employment requirement; or

8. An employer is aware of the need for a reasonable
accommodation for an employee’s or applicant’s religious beliefs, observance or practices.
206.4.2 Interactive Communication
After the occurrence of any of the above-stated circumstances that trigger the need to conduct an interactive process meeting, the Human Resources Manager will promptly arrange for a discussion or discussions, in person or via conference telephone call, with the applicant or employee and their designated representative, (if any). The purpose of the interactive communications will be to discuss in good faith all feasible potential reasonable accommodations. The Human Resources Manager will document these communications in writing.
206.4.2.1 Potential Accommodations for Applicants or Employees with Disabilities Personnel Rules | Council Approved June 25, 2025 Page 24 Depending on the facts of each case, the interactive process analysis will generally begin with a review of possible reasonable accommodations that would enable the individual to retain their current job. The process will generally then move on to possible reasonable accommodations in other vacant jobs, for which the individual is qualified, if there is no reasonable accommodation in the current job that does not cause undue hardship, or that does not present a risk of harm to the individual or others. The City of Cathedral City will consider accommodations that the applicant or employee suggests but has the right to select and implement any reasonable accommodation that it deems effective. The range of potential reasonable accommodations includes, but is not limited to:

1. Making existing facilities used by employees readily accessible to, and usable by, individuals with disabilities, including acquisition or modification of equipment or
devices, adjustment or modifications of examinations,
training materials or policies, and/or the provision of qualified readers or interpreters;

2. Job restructuring;

3. Part-time or modified work schedules;

4. Paid or unpaid leave of absence of a finite duration that is likely to enable the employee to return to work at the end of the leave;

5. Preferential consideration to reassignment to a vacant, comparable position, except when such preference
would violate a bona fide seniority system;

6. Reassignment to a vacant lower-paid position if there is no funded, vacant comparable position for which the
individual is qualified for; or

7. Reassignment to a temporary position, if the individual agrees.
206.4.2.2 Potential Accommodations for Employees Affected by Pregnancy and Related Medical Conditions
Depending on the facts of each case, the interactive process will attempt to identify and implement a reasonable accommodation that is consistent with the medical certification applicable to the applicant or employee. Whether an accommodation is reasonable is a case-by-case analysis that takes into account several factors, including, but not limited to: the employee’s medical needs; the duration of the needed accommodation; and the employer’s legally permissible past and current practices. The range of potential accommodations includes, but is not limited to:

1. Transfer to a less strenuous or hazardous position for the duration of the pregnancy;
Personnel Rules | Council Approved June 25, 2025 Page 25

2. Change in or restructuring of work duties, such as
modifying lifting requirements;

3. Providing more frequent breaks;

4. Providing seating;

5. Time off for medical appointments; and

6. Transfer temporarily to a job with equivalent pay and benefits that the employee is qualified to perform in
order to accommodate reduced work schedule or
intermittent leave. However, a reduction in work hours may be considered a form of pregnancy disability leave
and deducted from the employee’s four (4)-month
pregnancy disability leave entitlement.
206.4.2.3 Potential Accommodations for Employee-Victims of Domestic Violence, Sexual Assault, or Stalking
Depending on the facts of each individual case, the interactive process analysis will review all possible accommodations that would enhance the safety of the employee victim at work. In determining what accommodation is reasonable, the City of Cathedral City will consider the exigent circumstance or danger facing the employee. The City of Cathedral City will consider the preferences of the employee to be accommodated but has the right to select and implement any accommodation that it deems effective. The range of potential safety measure accommodations includes, but is not limited to:

1. Transfer, reassignment, modified schedule;

2. Change in work telephone number;

3. Change in location of workstation;

4. Installation of locks;

5. Assistance in documenting domestic violence, sexual
assault, or stalking that occurs in the workplace;

6. The implementation of a safety procedure(s);

7. Adjustment to job structure, workplace facility, or work requirement; and

8. Referral to a victim assistance organization.
206.4.2.4 Potential Accommodations for Religious Creed, Religious Dress Practice, or Religious Grooming Practice
Depending on the facts of each case, the interactive process analysis will review all possible accommodations that would resolve the conflict between the religious belief or observance and any employment requirement. The City of Cathedral City will consider the preference of the employee or applicant but has the right to select and implement any accommodation that it deems effective. The range of potential accommodations includes, but is not limited to:

Personnel Rules | Council Approved June 25, 2025 Page 26 a) Job restructuring or job reassignment (but not
segregation from other employees or the public);
b) Modification of work practices, including dress or
grooming;
c) Allowing time off in an amount equal to the amount of non-regularly scheduled time the employee has worked
in order to avoid a conflict with their religious
observances; and
206.4.3 Determination
After the interactive process communications, the Human Resources Manager will review the information received, and determine: whether all available information has been reviewed; whether all potential accommodations that the applicant or employee has suggested have been considered; whether additional discussions with the applicant or employee would be helpful; whether the applicant’s or employee’s preferences have been taken into account; if there is a reasonable accommodation that would enable the applicant or employee to perform essential job functions without harming themselves or others; and if the accommodations would pose an undue hardship on City of Cathedral City finances or operations. The Human Resources Manager will inform the applicant or employee of their determination in writing. The Human Resources Manager will use their discretion based upon the particular facts of each case.
206.5 Access to Medical Information Regarding Fitness for Duty Medical records and information regarding fitness for duty, or the need for an accommodation, will be maintained separately from non-medical records and information. Medical records and information regarding fitness for duty and the need for accommodation will be accessible only by the Human Resources Manager, the City of Cathedral City’s legal counsel, first aid and safety personnel in case of emergency, and supervisors who are responsible for identifying reasonable accommodations. Medical records and information contained therein may be released pursuant to federal and state law.
208 WHISTLEBLOWER PROTECTION
208.1 Policy
The City of Cathedral City prohibits all of the following conduct by City of Cathedral City employees:
a. Taking any retaliatory adverse employment action against an employee because the employee has or is believed to have disclosed information to any government or law enforcement agency, including to the City of Cathedral City, if the employee has reasonable Personnel Rules | Council Approved June 25, 2025 Page 27 cause to believe that the information discloses a violation of state or federal law, or a violation or noncompliance with a local, state, or federal rule or regulation;
b. Preventing an employee from disclosing information to a government agency, including to the City of Cathedral City, if the employee has reasonable cause to believe that the information discloses a violation of state or federal law, or a violation or noncompliance with a local, state, or federal rule or regulation; c. Retaliating against an employee for refusing to participate in any activity that would result in a violation of state or federal law, or a violation or noncompliance with a local, state, or federal rule or regulation; and
d. Retaliating against an employee because the employee’s family member has, or is perceived to have engaged in any of the protected activities listed in (a)-(c) above.
208.2 Policy Coverage
This Policy governs and protects City of Cathedral City officials, officers, employees, seasonal/ temporary/limited-term/ extra help employees, or applicants for employment. 208.3 Definitions
(a) “Protected activity” means any of the following activities:
a) Filing a complaint with a federal or state enforcement or administrative agency that discloses any information that the employee has reasonable cause to believe violates state or federal law or a violation or noncompliance with a local, state, or federal rule or regulation; b) Participating in or cooperating in good faith with a local, federal or state enforcement agency that is conducting an investigation in to alleged unlawful activity;
c) Testifying in good faith and with reasonable cause as a party, witness, or accused regarding alleged unlawful activity;
d) Associating with another covered individual who is engaged in any of the protected activities enumerated here;
e) Making or filing in good faith and with reasonable cause an internal complaint with the City of Cathedral City regarding alleged unlawful activity;
f) Providing informal notice to the City of Cathedral City regarding alleged unlawful activity;
g) Calling a governmental agency’s “Whistleblower hotline” in good faith; h) Filing a written complaint under penalty of perjury that the City of Cathedral City has engaged in gross mismanagement, a significant waste of public funds, or a substantial and specific danger to public health or safety; and
i) Refusing to participate in any activity that the employee reasonably believes would result in a violation of state or federal law, or a violation or noncompliance with a local, state, or federal rule or regulation.

Personnel Rules | Council Approved June 25, 2025 Page 28 (b) “Adverse action” may include, but is not limited to, any of the following:
a) Real or implied threats of intimidation to attempt or prevent an individual from reporting alleged wrongdoing or because of actual or potential protected activity;
b) Refusing to hire an individual because of actual or potential protected activity;
c) Denying promotion to an individual because of actual or potential protected activity;
d) Taking any form of disciplinary action because of actual or potential protected activity;
e) Extending a probationary period because of actual or potential protected activity;
f) Altering work schedules or work assignments because of actual or potential protected activity;
g) Condoning hostility and criticism of co-workers and third parties because of actual or protected activity;
h) Spreading rumors about a person because of that person’s actual or perceived protected activity; and
i) Shunning or unreasonably avoiding a person because of that person’s actual or perceived protected activity.
208.4 Complaint Procedure
An applicant, employee, or seasonal/temporary/limited term/extra help employee who feels they have been retaliated against in violation of this Policy should immediately report the conduct according to the complaint procedure in the City of Cathedral City Policy Against Discrimination, Harassment or Retaliation so that the complaint can be resolved fairly and quickly. Supervisors and Managers have the same responsibilities as defined in the Policy Against Discrimination, Harassment or Retaliation. 300 Classification Policies
302 CLASSIFICATION PLAN
302.1 Classification Plan
The Human Resources Manager shall ascertain and record the duties and responsibilities of all positions and, after consulting with affected department heads, shall recommend a classification plan, including job descriptions, for such positions. The plan and any revisions thereof shall become effective upon approval of the City Council.

Following the approval of the classification plan, the Human Resources Manager shall allocate every position to one of the classifications established by the plan.

Personnel Rules | Council Approved June 25, 2025 Page 29 When a new position is created, such position may not be filled, until the classification plan has been amended to provide for the new position.

The City will comply with any and all legal duties to meet and confer, regarding any change.
302.2 Reclassification
The Human Resources Manager may initiate a job audit to determine whether the duties of a position have changed to such an extent that they necessitate reclassification of the position from the existing classification to a more appropriate classification. Upon completion of the job audit, the Human Resources Manager shall make a recommendation regarding reclassification to the City Manager. The City will comply with any and all legal duties to meet and confer regarding any change. 302.2.1 Reclassification Policy and Procedures
This Reclassification Policy aims to establish a transparent, fair, and consistent process for evaluating and implementing changes to employee classifications when their job responsibilities and duties have significantly evolved. This policy ensures alignment with organizational needs, compliance with legal requirements, and equity across job classifications.

This policy applies to all regular full-time non-safety positions within the City of Cathedral City, excluding elected officials and temporary positions.

For the purposes of this policy, safety positions include sworn police and fire personnel.

DEFINITIONS
•Reclassification: A change in a position's classification based on significant and permanent changes in job duties, responsibilities, or organizational requirements.
•Classification: A defined grouping of positions with similar duties, responsibilities, and qualifications.
•Job Audit: A detailed review of the job duties and responsibilities associated with a position, typically conducted through interviews, questionnaires, or job descriptions.

ELIGIBILITY CRITERIA
•The position must have experienced substantial changes in duties and responsibilities
•Changes must be permanent and not temporary assignments •Minimum 12 months in the current classification
•Changes must not result from normal job growth
•Position must not have been reviewed in the past 24 months Personnel Rules | Council Approved June 25, 2025 Page 30

PROCEDURE

1. Request for Reclassification
•A request for reclassification may be initiated by the employee, supervisor, or department head.
•Requests must be submitted in writing to the Human
Resources (HR) Department using the Reclassification
Request Form – Exhibit “A.”
•The request must include:
oCurrent job description.
oUpdated job description reflecting changes.
oA summary of the significant changes in duties and
responsibilities.
oAny supporting documentation (e.g., performance
reviews, organizational charts).

2. Job Audit and Evaluation
•HR will conduct a job audit to verify the changes in job duties and responsibilities. This may include:
oInterviews with the employee and their supervisor.
oA review of the current and proposed job
descriptions.
oAnalysis of similar roles within the organization.
•HR will evaluate the position using established job
classification standards and benchmarks.

3. Recommendation and Approval
•Based on the job audit, HR will prepare a recommendation to:
•Approve the reclassification.
•Deny the reclassification.
•Recommend alternative solutions (e.g., training,
restructuring).
•The recommendation will be reviewed by the department
head and, if applicable, senior leadership.
•Final approval will rest with the City Manager or equivalent authority.

4. Notification
•HR will notify the employee and their supervisor of the decision in writing.
•If approved, HR will provide a timeline for implementing the reclassification, including any changes to pay, title, or benefits.

5. Implementation
•Approved reclassifications will take effect on the start of the next payroll period following final approval, unless otherwise specified.
•HR will update relevant records, including the job
description, organizational charts, and payroll system.

Personnel Rules | Council Approved June 25, 2025 Page 31 Appeals Employees may appeal a denied reclassification request by submitting a written appeal to the HR Director within 10 business days of receiving the decision. The appeal must outline the reasons for reconsideration and provide any additional supporting documentation.

Compliance All reclassification decisions must comply with applicable labor laws, organizational policies, and budgetary constraints.

Reclassification does not guarantee a pay increase unless supported by the updated classification’s salary range.

Review and Amendments This policy will be reviewed by the HR Department and updated as necessary to ensure alignment with organizational goals and compliance with legal standards. 400 Recruitment, Selection, and Appointment
402 RECRUITMENT, SELECTION AND APPOINTMENT POLICY
402.1 Job Announcement
The Human Resources Manager will prepare a job announcement to announce a proposed recruitment. The announcement may be posted on the City of Cathedral City’s website and other locations the Human Resources Manager deems appropriate, depending upon whether the recruitment is open to the public or current employees only.

The announcement will include:

1. The title and pay for the position;

2. The nature of the work to be performed and essential job duties of the position;

3. The minimum qualifications, including whether the job is a promotional position;

4. A statement of the employment status of the position – for cause or at- will;

5. The last date that the Human Resources Manager will accept applications, if any;

6. The time, place, and type of the examination, if known, and if a medical examination, and/or a drug screen will be required following a conditional offer of employment; and

7. Such other information as determined in the discretion of the Human Resources Manager.
402.2 Application Forms
Job applications shall require information describing an individual’s training, experience, and other pertinent information as deemed necessary to assess qualifications for the job.

Applicants may be required to provide supplementary information, including but not limited to: answers to job-related questions; resume; licenses; certifications; diplomas; Personnel Rules | Council Approved June 25, 2025 Page 32 letters of recommendation; and references. All applications must be completed in full and signed, physically or electronically, by the person applying. The Human Resources Manager will not process any application which is not fully completed and signed. Should an applicant be appointed to a position, the supplemental information shall become a part of the individual’s permanent employment records.
402.3 Disqualification of Applications
The Human Resources Manager may reject any application which: is not properly completed or incomplete; or is received after the application deadline; or indicates that the applicant does not meet the minimum qualifications for the position; or more suitable candidates have applied. Whenever an application is rejected, notice of such rejection shall be notified to the applicant.
402.3.1 Criminal Conviction Check
The City Manager and authorized designee are hereby authorized to have access to the “State Summary Criminal Information” for every individual employed by the City as provided in section 11105 of the Penal Code of the State of California.

Unless the law allows for different, the City of Cathedral City will first make a conditional offer of employment and then the Human Resources Manager may request information about criminal convictions, except for misdemeanor marijuana-related convictions that are over two years old, or convictions that have been judicially sealed, eradicated, or expunged.

Unless required by law, the City of Cathedral City will not deny employment to any applicant solely because they have been convicted of a crime. The City of Cathedral City may, however, consider the nature, date and circumstances of the offense, evidence of rehabilitation, as well as whether the offense is relevant to the duties of the position. This policy does not apply to applicants for public safety jobs. 402.4 Employment Examinations

1. The Human Resources Manager will determine the manner and methods of administering employment examinations. Examinations may consist of:
written tests; oral tests; performance tests; evaluations of prior training and performance, experience and/or education; interviews; working style assessments; practical exercises; file review; or any combination thereof.

The content of all examinations will be job-related and designed to test knowledge, skills or abilities that help predict successful completion of job duties.

2. The content of all examinations will be kept confidential prior to the administration of the examination. All applicants who are invited to the examination will be notified of the nature of the examination.

3. An applicant with a disability may request accommodation in an examination process. Following receipt of a request for accommodation, Personnel Rules | Council Approved June 25, 2025 Page 33 the Human Resources Manager may require additional information, such as reasonable documentation of the existence of a disability.

4. Failure in one part of the examination, or the failure to meet established standards described in the job announcement, may be grounds for declaring such applicant as failing in the entire examination or as disqualified for subsequent parts of an examination. Each applicant will be notified by mail or email whether they will continue in the examination process.

5. Applicants who meet the minimum qualifications and pass all examinations may be subject to a background and/or reference check. 402.4.1 Examination Board Composition
I. The Human Resources Manager shall appoint an examination board which shall consist of three or more people, of which at least one shall be familiar with the requirements of the job or character of work in the class examined. In the event of last- minute circumstances, beyond the control of the Human
Resources Manager, an oral board of two members may render an official rating. Appointing authorities may observe oral examinations but shall not serve as raters for positions for which they are the appointing authority.

II. It is the policy of the Human Resources Manager that the following criteria are used in selecting members of an
examination board:
a) The board should reflect the ethnicity and sex of the candidate population.
b) The board should consist of job experts in the same or higher level than the class.
c) The board should consist of persons who are bias-free regarding the candidates.
d) The board should consist of persons with good judgment and skill at observing and rating behavior.

III. To achieve this goal, our policy is to make reasonable efforts in seeking examination board members to include:
a) Ethnic minorities, females and males, if these groups are present in the candidate pool.
b) When City employees are used in an examination board, there should not be more than one from the same
department. If this is necessary, they should not be from the same division of the department.

Personnel Rules | Council Approved June 25, 2025 Page 34 c) Whenever possible, the Human Resources Department
should locate outside examination board members who
are either subject matter experts or receive services from the class served.

IV. The Human Resources Department will use all known resources for organizing an examination panel including department recommendations and approved examination board members.

V. The organization of an examination panel will not delay the recruitment and examination process. After a reasonable effort has been made to meet the above criteria without success, the Human Resources Manager can approve alternative
arrangements.

Procedure:

I.Efforts to obtain examination board members consistent with the criteria of this policy will be documented in the recruitment folder, particularly when the examination board does not meet the criteria.
402.5 Eligibility Lists

1. After completion of an open or promotional examination for a classification, the Human Resources Manager will prepare an eligibility list consisting of the names of candidates who passed the examination. Eligibility lists shall become effective upon the certification by the Human Resources Manager.

2. The names on the eligibility list shall be arranged in order of final scores/rankings from the highest to the lowest score/ranking. Such applicants shall be deemed as qualified for appointment, pending further review by the department head and other qualifying procedures such as reference checks, medical examinations or background investigations.

3. Eligibility lists shall be valid and remain in effect for a period of six months, unless sooner exhausted. An eligibility list may be extended for up to six (6) additional months by the Human Resources Manager if extended prior to its expiration date. The eligibility list can be extended for an additional six months by approval of the city manager prior to the expiration date.

4. If three or less names of applicants, willing and able to accept appointment, are available on a list, that list may be declared invalid by the Human Resources Manager and a new recruitment and examination announced.

5. A person appearing on an eligible list will be emailed notice of their placement on the list.

6. A person placed on an eligibility list shall be removed from the list if they so request in writing or fails to respond to notification of an opening within three days after notification. It is the responsibility of the eligible person to keep Personnel Rules | Council Approved June 25, 2025 Page 35 the Human Resources Manager informed of their current physical or email address, or phone number.
402.6 Appointments
The City Manager or their designee will make all appointments except for those classifications that report to the governing body. The City Manager or their designee has discretion to decide in what manner a vacancy shall be filled. Vacancies may be filled by reinstatement, promotion, transfer, demotion, appointment of temporary / seasonal employees/limited term, or from an appropriate eligibility list if available. No specific list shall have priority over other lists. The City Council will make appointments for those classifications that report to it.
a) When a position is to be filled from a promotional or open eligibility list, the Department Head shall make recommendations for appointment from among those on the appropriate list. The Human Resources Manager shall be immediately notified of the recommendation. The City Manager or their designee shall thereupon make an offer of employment. b) Appointment to certain positions may be made contingent upon the applicant/employee passing a drug/alcohol test, and/or a job-related medical and/or psychological examination. Such examination shall only be required after a conditional offer of employment has been made. c) The person accepting appointment shall report to the Human Resources Manager or designee on the date designated by the Human Resources Manager. Otherwise, the applicant shall be deemed to have declined the appointment.
402.6.1 Probationary Appointment
a) At-Will Status: The probationary period is part of the examination process and is used to determine whether
work performance or work-related behavior meets the
required standards of the position. A probationary
employee may be rejected at any time during the
probationary period with or without cause or reason,
without notice or appeal or grievance. The probationary employee will be notified prior to the expiration of the probationary period that they have been rejected from
probation.
b) Length of Probation: Unless otherwise specified by
memorandum of understanding or these Policies, the
probationary period is 6 months or 1040 working hours, whichever is greater. The probationary period is
automatically extended by the length of any absence.

The probationary period can also be extended by the
Agency at the discretion of the City Manager or their
designee.

Personnel Rules | Council Approved June 25, 2025 Page 36 402.6.2 Probationary Period for Promotion, Reinstatement or Reclassification.

1. At-Will Status: On accepting a promotion, reinstatement or reclassification to another class, an employee may be rejected at any time during the promotional
probationary period with or without cause or reason,
without notice or appeal or grievance, and without any
rights. If the employee fails to satisfactorily complete the probationary period in the position, the employee may
return to the position held prior to promotion at the
range and step held prior to promotion, if there is a
vacancy in the prior position, unless they are terminated for cause. This section shall not create “bumping” rights where none exist in an employee’s MOU or other
agreement.

2. Length of Probation: Unless otherwise specified by
memorandum of understanding or these Policies, on
accepting a promotion, reinstatement, or
reclassification, an employee serves a new probationary period of 6 months or 1040 working hours, whichever is
greatest. The probationary period is automatically
extended by the length of any absence.
402.7 Industrial Appointments
Positions declared vacant due to California Labor Code Section 4850 Industrial leave (after 90 days) shall be filled as though the position was vacant. The person appointed to the position shall sign a statement acknowledging:

1. Awareness of the type of vacancy (due to industrial injury leave, which may become permanent, subject to successful completion of the probationary period if the injured employee does not return).

2. Understanding that this appointment is considered a promotion, and time served will be considered promotional probationary time, consistent with the applicable MOU language .

3. Agreement to revert to their original position and salary range/step with credit for time served should the industrial injured person return to their job classification on a full duty/full time basis. If the injured employee does not return, the appointed employee may continue in the position, subject to successful completion of the probationary period.

4. If the employee returns to their original position, they shall maintain the same position on the existing eligibility list with the terms applicable to that eligibility list.

Personnel Rules | Council Approved June 25, 2025 Page 37

5. If the eligibility list expires while the member is serving in the industrial appointment position, the member must retest to maintain eligibility for the position should they return to their original position.

6. Time served in this role will not count towards future industrial or promotional appointments if the employee is reverted to their old position, unless they return to the same industrial appointment position within 6 months, in which case their previous time served will count towards probation.
402.8 Long-Term Illness Appointments
Positions declared vacant due to long-term illness leave (after 90 days) shall be filled as though the position was vacant. The person appointed to the position shall sign a statement acknowledging:

1. Awareness of the type of vacancy (due to long-term illness leave, which may become permanent subject to successful completion of the probationary period if the ill employee does not return).

2. Understanding that this appointment is considered a promotion and time served will be considered promotional probationary time consistent with the applicable MOU language.

3. Agreement to revert to their original position and salary range/step with credit for time served should the ill person return to their job classification on a full duty/full time basis. If the ill employee does not return, the appointed employee may continue in the position subject to successful completion of the probationary period.

4. If the employee returns to their original position, they shall maintain the same position on the existing eligibility list with the terms applicable to that eligibility list.

5. If the eligibility list expires while the member is serving in the long-term illness appointment position, the member must retest to maintain eligibility for the position should they return to their original position.

6. Time served in this role will not count towards future long-term illness or promotional appointments if the employee is reverted to their old position, unless they return to the same long-term illness appointment position within 6 months, in which case their previous time served will count towards probation. 402.9 Promotions
This policy applies to all regular full-time non-safety positions within the City of Cathedral City, excluding elected officials and temporary positions. For the purposes of this policy, safety positions include sworn police and fire personnel.

To establish guidelines for promotional opportunities within the City of Cathedral City, ensuring fair and consistent practices that align with the City's Personnel Rules while providing career advancement pathways for qualified employees.

A promotion is defined as the movement of an employee from one classification to a higher-level classification that represents advancement in career development, Personnel Rules | Council Approved June 25, 2025 Page 38 responsibility, and skill requirements. This differs from series advancement, which involves progression within a defined job series (e.g., I to II designations).

This policy applies to promotional opportunities between distinct job classifications, such as but not limited to:
•Assistant Engineer to Associate Engineer
•Associate Engineer to Engineer
•Assistant Planner to Associate Planner
•Associate Planner to Senior Planner
•Analyst to Senior Analyst
This policy does not apply to series advancements (e.g., Administrative Assistant I to Administrative Assistant II), which are covered under the separate Series Advancement Policy.

Promotional opportunities shall be filled through one of the following recruitment methods:

1.Internal-Only Recruitment: Limited to current City employees, providing advancement opportunities for the existing workforce.

2.Internal/External Recruitment: Open to both City employees and external candidates , with all candidates evaluated based on the same criteria.

The determination of which recruitment method to use shall be based on operational needs, the available talent pool, and the best interests of the City. No employee shall have an expectation of automatic advancement solely based on meeting minimum qualifications.

The City maintains full discretion to determine the most appropriate recruitment method for each vacancy, with the ultimate goal of selecting the best qualified candidate.

To be considered for a promotional opportunity, an employee must meet all of the following:

1. The certification, education, and experience requirements specified in the job classification.

2. Demonstrated knowledge, skills, and abilities required for the higher position.

3. A satisfactory or above performance record in their current position.

4. Possession of required professional certifications/licenses as applicable to the position.

Meeting these minimum qualifications allows an employee to be considered for promotional opportunities but does not guarantee advancement. All candidates will be evaluated through the applicable recruitment process.

PROMOTIONAL PROCESS
Personnel Rules | Council Approved June 25, 2025 Page 39 A. Vacancy Identification

1. The Department Head identifies a promotional vacancy based on operational needs and budget availability.

2. The Department Head consults Human Resources to determine the appropriate recruitment method as per section 402.
402.10 Series Advancement
This policy applies to all regular full-time non-safety positions within the City of Cathedral City, excluding elected officials and temporary positions. For the purposes of this policy, safety positions include sworn police and fire personnel.

Series advancement is defined as the progression from one level to the next higher level within a defined job series where positions are in the same job family and represent a natural progression in responsibility, knowledge, skills, and abilities.

Series advancements typically include, but are not limited to:
•Office Assistant I to Office Assistant II
•Administrative Assistant I to Administrative Assistant II •Maintenance Worker I to Maintenance Worker II
•Police Officer I to Police Officer II
•Code Enforcement Officer I to Code Enforcement Officer II These are distinguished from promotional advancements (covered under a separate policy) such as Assistant Engineer to Associate Engineer, Assistant Planner to Associate Planner, or Analyst to Senior Analyst, which involve movement between distinct job classifications rather than levels within a series.

This policy applies to all employees in classified positions that are part of an established job series as defined in the City's Classification Plan (Section 302.1).

This policy does not apply to promotional advancements between distinct job classifications.

Eligibility Criteria
For an employee to be eligible for consideration for series advancement:

1. Minimum Time in Classification: The employee must have completed the probationary period in their current position and served the minimum time required at that level as specified in the job classification specifications.

2. Job Performance: The employee must have received satisfactory or above performance evaluations in their current position.

3. Required Qualifications: The employee must meet all minimum qualifications for the higher-level position, including:
oEducation requirements
Personnel Rules | Council Approved June 25, 2025 Page 40 oExperience requirements
oRequired certifications or licenses
oSkill proficiencies

4. Training Completion: The employee must have completed any required training programs or courses specified for advancement to the higher level.

Meeting these eligibility criteria allows an employee to be considered for series advancement but does not guarantee advancement. All advancements are subject to departmental operational needs and budget availability.

Series Advancement Process
Department Review

The Department Head or supervisor identifies employees who meet the eligibility criteria for series advancement.

1. The Department Head evaluates the employee's readiness for advancement based on:
•Performance in current position
•Demonstration of required skills
•Completion of required training
•Operational need for the higher-level position
•Budget availability

2. Documentation Preparation
The Department Head completes and submits a Series A
Advancement Request Form to include:
•Justification for advancement
•Verification of eligibility requirements
•Assessment of employee's readiness
•Confirmation of operational need and budget
availability
•Required documentation includes:
•Performance evaluations (last two cycles)
•Verification of completed certifications or training
•Position classification verification

3. Human Resources Review
Human Resources reviews the request form to:
•Verify minimum qualifications are met
•Confirm classification specifications
•Review performance evaluation history
•Validate department documentation

4. Approval Process
•Department Head recommends the series advancement
•Human Resources Manager reviews and provides
recommendation
•City Manager or designee provides final approval
Personnel Rules | Council Approved June 25, 2025 Page 41

5. Implementation
•If approved, Human Resources processes the request
•The advancement becomes effective at the start of the
next pay period
Probationary Period
In accordance with Section 402.6.2 of the Personnel Rules:

Employees advancing to the next level in a series shall serve a new probationary period in accordance to applicable MOUs, or City policies. The probationary period is automatically extended by the length of any absence.

During the probationary period, the employee may be rejected at any time without cause or reason. If the employee fails to satisfactorily complete the probationary period, they may return to their prior position at their previous range and step if there is a vacancy, unless terminated for cause.

Compensation
Upon series advancement, the employee's salary shall be adjusted according to applicable MOUs, salary resolution, or City policies. The effective date will be the first day of the pay period following final approval.
500 Employment of Relatives or Spouses/ Domestic Partners 502 EMPLOYMENT OF RELATIVES, SPOUSES, DOMESTIC PARTNERS 502.1 Policy
The City of Cathedral City regulates the employment and placement of relatives, spouses, and domestic partners so as to avoid conflicts of interest and to promote safety, security, supervision, and morale.
502.2 Definitions
a) “Relative” means child, step-child, parent, grandparent, grandchild, brother, sister, half-brother, half-sister, aunt, uncle, niece, nephew, or in- laws of those enumerated by marriage or domestic partnership. b) “Spouse” means one of two persons to a marriage, or two people who are registered domestic partners, as those terms are defined by California law. c) “Supervisory relationship” means one in which one employee exercises the right or responsibility to control, direct, reward, or discipline another by virtue of the duties and responsibilities assigned to their City of Cathedral City appointment.

Personnel Rules | Council Approved June 25, 2025 Page 42 502.3 Employment of Relatives
The City of Cathedral City will not appoint, promote or transfer a person to a position within the same department, division, or facility in which the person’s relative already holds a position, if any of the following would result:
a) A direct or indirect supervisory relationship between the relatives; b) The two employees having job duties which require performance of shared duties on the same or related work assignment;
c) Both employees having the same supervisor; or
d) A potential for creating an adverse impact on supervision, safety, security, morale or efficiency.
502.4 Spouses or Domestic Partners
The City of Cathedral City will not appoint, promote, or transfer a person, to the same department, division, or facility in which the person’s spouse or registered domestic partner already holds a position, if such employment would result in any of the following:
a) One spouse or domestic partner being under the direct supervision of the other spouse or domestic partner; or
b) Potential conflicts of interest or hazards for married persons or those in domestic partnership which are greater than for those who are not married or in domestic partnerships.
502.5 Marriage or Domestic Partnership After Employment a.Transfer: If two City of Cathedral City employees who work in the same department later become spouses or domestic partners, the Human Resources Manager shall have discretion to transfer one of the employees to a similar position in another department.

Although the wishes of the two employees will be considered, the Human Resources Manager retains sole discretion to determine which employee will be transferred based upon City of Cathedral City needs for supervision, safety, security or morale. Any such transfer that results in a salary reduction is not disciplinary and is not subject to any grievance or appeal, or pre- or post-disciplinary appeal due process. b.Separation: If continuing employment of both employees, who work in the same department and who later become spouses or domestic partners, cannot be accommodated in a manner the Human
Resources Manager finds to be consistent with the City of Cathedral City’s interest in the promotion of supervision, safety, security, or morale, then the Human Resources Manager retains sole discretion to separate one employee from City of Cathedral City employment.

Absent the resignation of one employee, the less senior employee will be separated. Any such separation is not considered to be disciplinary Personnel Rules | Council Approved June 25, 2025 Page 43 and is not subject to any grievance or appeal, or pre- or post- disciplinary appeal due process. Notwithstanding that, the City will allow for a limited appeal process where the employee may present evidence to the City Manager in person or through written evidence, for a final determination.
600 Salary Plan and Payroll Practices
601 Preparation and Adoption of Salary Plan.

The Human Resources Manager shall be responsible for recommending a Salary Plan, including wage rates and salary ranges covering all classes of positions approved by the City Council. Before the Salary Plan is adopted, no position shall be assigned a salary higher than the maximum or lower than the minimum salary provided for that class of position unless the salary range for the class is amended in the same manner as herein provided for its adoption.

Subject to meet and confer as required by law by the parties. 602 WORK SCHEDULES AND ATTENDANCE
602.1 Work Schedules
Work schedules are determined at the discretion of the department head and are subject to change with or without notice, according to the needs of the department or City of Cathedral City. An overtime-eligible employee shall be in attendance and at work during the hours specified by the supervisor. The City will comply with any and all legal duties to meet and confer, regarding any change.
602.1.1 Daily hours of work (or shifts) for employees within departments shall be assigned by department heads as required to meet the operational requirements of said department. Any foreseeable absence or deviation from regularly scheduled working hours desired by an employee shall be cleared in advance through the employee’s department head, and such absences shall be reflected on the employee’s time sheet. 602.2 Meal Period
A one-hour non-compensated meal period will be provided to all full-time overtime- eligible employees who work at least an eight-hour workday. Meal breaks can be shortened to no less than 30-minutes if approved by the employee’s Department Head or designee. Overtime-eligible employees are responsible for taking their meal period at a time designated by the supervisor.
602.3 Rest Period
A 15-minute compensated rest period will be provided to all overtime-eligible employees for each four-hour period of service. The rest period shall be taken at a time designated Personnel Rules | Council Approved June 25, 2025 Page 44 by the employee’s supervisor. Rest periods may not be combined to shorten the workday or to extend the meal period.
602.4 Lactation Break Time and Location
The City of Cathedral City will provide a reasonable amount of break time to accommodate any employee desiring to express breast milk for the employee’s infant child each time the employee has a need to express milk. The break time shall, if possible, run concurrently with any break time already provided to the employee. If the employee takes lactation breaks at times other than their provided break times, then the lactation break shall be unpaid, or the employee may choose to use accrued leave.

Those desiring to take a lactation break at times other than their provided break times must notify a supervisor prior to taking such a break. Breaks may be reasonably delayed if they would seriously disrupt operations. Once a lactation break has been approved, the break should not be interrupted except for emergency or exigent circumstances.

The City of Cathedral City will provide a room or other appropriate location in close proximity to the employee’s worksite that is not in a bathroom to express milk in private.

The room or location will meet the following requirements:

1. Be shielded from view and free from intrusion while being used to express milk;

2. Be safe, clean, and free of hazardous materials;

3. Contain a surface on which to place a breast pump and personal items;

4. Contain a place to sit; and

5. Have access to electricity needed to operate an electric battery-powered breast pump.

An employee occupying such private area shall either secure the door or otherwise make it clear to others through signage that the area is occupied and should not be disturbed.

All other employees should avoid interrupting an employee during an authorized break under this section, except to announce an emergency or other urgent circumstance.

The City of Cathedral City will provide access to a sink with running water and a refrigerator, or other cooling device, suitable for storing milk, in close proximity to the employee’s work area.
602.4.1 Lactation Accommodation
An employee may make a request for lactation accommodation, either orally or in writing, with the Human Resources Manager.

Following receipt of a request for lactation accommodation, the City of Cathedral City will provide a timely written response to the employee in Personnel Rules | Council Approved June 25, 2025 Page 45 which the City of Cathedral City will indicate if it is unable to provide the requested break time or a requested location for the purposes of expressing breast milk.

An employee does not believe that the City of Cathedral City is providing an appropriate lactation accommodation should immediately inform the Human Resources Manager.

An employee who does not believe that the City of Cathedral City is providing an appropriate lactation accommodation as required by state law has the right to file a complaint with the California Division of Labor Standards Enforcement/Labor Commissioner.
602.4.2 Storage of Expressed Milk
Any employee storing expressed milk in any authorized refrigerated area within the City of Cathedral City shall clearly label it as such. No expressed milk shall be stored at the City of Cathedral City beyond the employee’s work day/ shift.
602.5 Advance Request for Permission to Deviate from Regular Work Hours An overtime-eligible employee is required to seek advance permission from their supervisor for any foreseeable absence or deviation from regular working, break, and meal times.
602.6 Notification of Unforeseen Late Arrival or Absence An overtime-eligible employee who is unexpectedly unable to report for work as scheduled must notify their immediate supervisor no later than the beginning of the employee’s scheduled work time and report the expected time of arrival or absence. If the immediate supervisor is not available, the employee must notify the department head.
602.7 Unauthorized Absence is Prohibited
Arriving late to work or leaving early in connection with scheduled work times, breaks, or meal periods is prohibited, absent authorization. An overtime-eligible employee who fails to timely notify the supervisor of any absences as required by this Policy, or who is not present and ready to work during all scheduled work times will be deemed to have an unauthorized tardy or absence and will not receive compensation for the period of absence.
602.8 Excessive Tardiness/Absenteeism and Abuse of Leave Excessive tardiness occurs when an overtime-eligible employee who, without authorization, is late to work or late to return from breaks more than three times during any 30-day period. Excessive absenteeism occurs when the number of unapproved Personnel Rules | Council Approved June 25, 2025 Page 46 absences for reasons that are not permitted by state or federal law, exceeds three days in any three-month period. Excessive tardiness or absenteeism may be grounds for discipline.

Abuse of leave is a claim of entitlement to leave when the employee does not meet the requirements for taking the leave, and may be grounds for discipline. Should the City of Cathedral City suspect that there is an abuse of leave by an employee, the City of Cathedral City may require that the employee submit a physician’s certificate to support the absence.
604 WORK WEEK, OVERTIME AND COMPENSATORY TIME OFF
604.1 Work Week
The workweek begins at 12:00 a.m. on Sunday and ends at 11:59 p.m. on Saturday, except as otherwise designated in an applicable MOU, or by a Fair Labor Standards Act (FLSA) 29 USC § 207(k) work period for fire and police employees. 604.2 Overtime
Overtime is all hours an overtime-eligible employee actually works over 40 hours in their designated work week unless otherwise specified in an MOU. Only actual hours worked will be counted toward the 40-hour threshold for purposes of calculating Fair Labor Standards Act (FLSA) overtime pay; paid leave will not be counted unless expressly outlined in an MOU. Overtime-eligible employees who are directed to work overtime must do so.
604.2.1 No Remote Access for Overtime-Eligible Employees Unless the City Manager specifies otherwise in writing, overtime-eligible employees may not have remote access to City of Cathedral City equipment, resources, or email.
604.2.1.1 Fire Department Policy Section C-52 approved by City Manager 604.2.2 Prior Approval Required for Overtime
Overtime-eligible employees are not permitted to work overtime except as directed and authorized by their supervisor, or in case of emergency, as determined by the agency. Working overtime without prior authorization or approval is grounds for discipline. In emergency situations that necessitate working overtime, the employee must notify a supervisor as soon as possible, and in no event later than the end of that day upon which the emergency occurred. If the supervisor denies the request to work overtime, the employee must obey the supervisor’s directive and cease working. Failure to follow these overtime approval procedures may subject the employee to disciplinary action, up to and including termination, for violating the overtime approval procedures. 604.3 Accurate Time Reporting / Automated Timekeeping System Personnel Rules | Council Approved June 25, 2025 Page 47 All Non-Exempt employees are required to use the Timekeeping System to record all of their hours worked. Employees are required to clock in/out for payroll purposes. Exempt employees will only utilize the timekeeping system to log/file leave requests and to access leave and payroll information.

Policy Provisions and Procedures:

A Rounding
The City tracks work time in 15-minute increments and utilizes the 7- minute rounding rule. Employee work time for up to eight minutes may be rounded down, and not counted towards the employee’s hours worked, but employee work time of eight minutes and above, up to fifteen minutes, must be rounded up and counted as a quarter hour of worked time. Example: If an employee works at least 7 minutes, but less than 8 minutes, the time is rounded down to the nearest 15 minutes. If the employee works at least 8 full minutes, the time is rounded up to the next 15-minute increment.

B. Time Recording

1. All Non-Exempt employees are required to clock in once they commence performance of work and clock out upon completion of performance of work.

2. Non-Exempt employees are required to clock in/out for their designated unpaid lunch breaks. Non-Exempt employees shall be responsible for notifying their supervisor in writing if any modifications are made to their lunch schedule requiring a longer or shorter time period for lunch. All employees are required to take a lunch period unless express authority is provided by supervisory or management staff to work through the lunch period.

3. Each timekeeping unit has the capability to clock in/out any Non- Exempt employee regardless of the department they are
assigned to work in. Non-Exempt employees are required to clock in/out at the nearest timekeeping unit located in their work area. If there is a problem with the timekeeping unit, the Non- Exempt employee must notify the supervisor and the supervisor will direct that employee to the next appropriate timekeeping unit location.

4. Employees (both Exempt and Non-Exempt) must approve their timecard entry at the end of each pay period, unless there is a reasonable explanation such as the employee is on vacation or unforeseen leave.

Personnel Rules | Council Approved June 25, 2025 Page 48

5. If an employee misses an entry into the Tyler Timekeeping System, the employee will notify the supervisor as soon as possible. The supervisor will manually enter the employee’s work hours.

6. Hourly Timecard Entries – All hours worked should all be entered in the Timekeeping System so the proper overtime and shift differential can be calculated. As a general rule, time entered into the time clock should not be edited. If an edit to a time clock in/out entry is necessary, a supervisory comment with a specific detailed reason must be assigned to the time clock entry change.

7. Any changes to an employee’s timecard entry must have a supervisory comment added justifying or explaining why this edit occurred.

8. Employees in an on-call status who are called into work will report directly to the work location, as necessary, and report time worked directly to the supervisor as soon as practical if the work location is without an accessible timekeeping unit.

9. Non-Exempt employees are permitted to work overtime only with prior authorization from their supervisor. Overtime includes clocking in early, late, or working through the scheduled lunch period. Non-Exempt employees who work overtime without
prior authorization may be subject to disciplinary action.

10. Non-Exempt employees may not use another Non-Exempt employee’s ID to clock in/out for the other Non-Exempt
employee. Failure to follow this directive may result in disciplinary action.

11. Supervisors are required to document and report incidents where employees have violated the timekeeping policy and/or procedures. This could include situations where employees may have clocked in but are absent from their workstation during work hours or have missed timekeeping entries and/or work unscheduled and unauthorized overtime.

Any attempt to falsify a time record is strictly prohibited. Any instruction by a manager or supervisor to an employee to falsify a time record is also strictly prohibited. Falsifying a time record may include, but is not limited to, incorrectly or falsely under reporting or over reporting time worked, and altering another employee’s time record to inaccurately or falsely report an employee’s hours worked.

If an employee becomes aware of a falsified time record or an attempt to falsify a time record, the employee should immediately report and notify this to their supervisor, a member of management, or the Office of Human Resources.

Personnel Rules | Council Approved June 25, 2025 Page 49 Employees who consistently miss time reporting will be subject to disciplinary action.
604.3.1 Professional Work Week:

Exempt employees are generally expected to work a “professional work week,” which, for full-time employment, equates to forty hours a week, but can often mean more hours. Exempt employees are expected to work as many hours required to meet their job responsibilities, including evenings, weekends, and extended travel, if necessary. Under the FLSA, exempt employees are not eligible for paid overtime or compensatory time. It is, however, generally expected exempt employees will communicate, in advance, with their supervisor about scheduled absences during their typical working hours to ensure that absences do not interfere with their job responsibilities and impact the work of the office and their teammates.
604.3.2 Partial Day Absences:

Exempt employees can be expected to use leave accruals for partial day absences. Partial day absences are intended to acknowledge the hard work and long hours worked by employee, while accommodating the associated challenge of taking care of personal business, when necessary.

This does not mean, however, that partial day absences may be used on a regular basis as a form of compensatory leave, or to change the agreed upon work schedule. If a supervisor believes partial day absences are being used inappropriately, the supervisor should clarify expectations.

Unlike absences covered by accrued leave, the expectation is an employee will complete their duties within the normal timelines, when they utilize partial day absences.
604.3.3 Exempt Employee Responsibility:

Follow your department/unit request for leave procedures, requiring Supervisor approval for using leave time. Leave time shall be reported in half-day (normally 4 hours for 5/8 schedule: 5 hours for 4/10 schedule: 3 hours for 6-hour shifts) increments when working less than half-day. No leave shall be recorded when working more than half-day.

Where an exempt employee has exhausted all available accrued vacation and float leaves, the employee’s salary may be reduced for full-day absences due to personal reasons. Employees shall report leave taken under the Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) by completing the required FMLA/CFRA forms.

Personnel Rules | Council Approved June 25, 2025 Page 50 604.4 No Volunteering of Work Time
All time spent for the benefit of the City of Cathedral City must be reported as hours worked on time records so that the employee is paid for all work. Overtime-eligible employees may not “volunteer” work time to perform duties that are the same or similar as their stated or regular job duties. Employees have no authorization to work without compensation. No supervisor has authority to request overtime-eligible employees to volunteer work time.
700 Performance Evaluation Policies
702 PERFORMANCE EVALUATIONS
702.1 Performance Evaluations
A non-probationary employee’s supervisor will prepare and sign a performance evaluation on a City of Cathedral City form for each performance evaluation period. The Department Head will review and approve all performance evaluations of subordinates in their department. The City Manager or their designee will review and approve all performance evaluations of department heads or any other employees under their direct supervision. Additional performance evaluations may be prepared at any time the Department Head deems necessary.
702.2 Probationary Employee Performance Evaluations
On or about the completion of six (6) months of a probationary period, and again at any point prior to separation or the successful completion of the probationary period, the probationary employee’s supervisor will prepare and sign a performance evaluation. The purpose of the probationary performance evaluation is to chart the probationer’s progress toward meeting the standards of their position. 702.3 Performance Evaluation Meeting
The supervisor will meet with the employee to discuss the evaluation. The employee shall sign the evaluation to acknowledge its contents and that they have met with their supervisor to discuss the evaluation. The employee’s signature shall not mean that they endorse the contents of the evaluation.
702.4 No Appeal Right
An employee does not have the right to appeal or submit a grievance regarding any matter relating to the content of a performance evaluation. Instead, the employee may comment on the evaluation in a written statement which will then be placed with the evaluation in the employee’s personnel file. The written statement must be submitted within 20 days after the employee receives the evaluation. FBOR and PBOR statutes apply.

Personnel Rules | Council Approved June 25, 2025 Page 51 800 Leaves of Absences
802 SCHEDULING OF VACATION LEAVE
802.1 Vacation Leave
Eligible full-time and regular part-time employees, (with the exception of temporary/seasonal/extra help/limited term) earn vacation leave in accordance with their MOU and/or Regulations.
802.3 Scheduling of Vacation Leave
Vacation leave may not be used until it is earned. The employee and the department head will schedule the times when an employee may take vacation leave. The scheduling will be based on the employee’s preference and the City of Cathedral City operational needs. An employee shall provide a minimum of one week’s written advance notice, unless waived by the department head, when requesting vacation time off. 802.4 Unused Vacation Leave Upon Separation
Any employee separating from the City who has accrued vacation leave shall be paid for all accrued vacation at their rate of pay at the time of separation. 804 SICK LEAVE
804.1 Purposes for Sick Leave
Sick leave is paid leave from work that an employee may use for the following purposes:
a) Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee or any of the following of the employee’s family members: child of any age or dependency status; parent; parent-in-law; spouse; registered domestic partner; grandparent; grandchildren; or sibling; or
b) Diagnosis, care, or treatment of any existing health condition of, or preventative care for a "designated person"; or
c) For an employee who is a victim of domestic violence, sexual assault, or stalking or other crime in order for the employee to engage in any of the following activities: 1) obtain or attempt to obtain a temporary restraining order or other court assistance to help ensure the health safety or welfare of the employee or their child; or 2) obtain medical attention or psychological counseling; services from a shelter; program or crisis center; or 3) participate in safety planning or other actions to increase safety.

Personnel Rules | Council Approved June 25, 2025 Page 52 804.2 Terms of Sick Leave
Full-time and regular part-time employees accrue sick leave in accordance with their MOUs and Represented Rules and Regulations.
a)Protected Sick Leave:
i. For full time and regular part-time employees who
are not seasonal/temporary/extra help employees,
one-half of the employee’s accrued and available
annual sick leave is protected and may be used for
any of the purposes stated in this Policy; and
ii. For seasonal/temporary/extra help employees, up to
40 hours, or five (5) days, whichever is greater, of
accrued and available sick leave each year is
protected and may be used for any of the purposes
stated in this Policy. The year is measured beginning
on July 1, 2015, or the employee’s anniversary of hire
date, whichever is later
b)Sick Leave Request: To request to use sick leave if the need for leave is foreseeable, an employee must give the immediate supervisor reasonable advance written or oral notice. If the need for sick leave is not foreseeable, the employee shall provide written or oral notice of the need for the leave as soon as practicable. If the employee is required to be absent on sick leave for more than one day, the employee must keep the immediate supervisor informed each day as to the date the employee expects to return to work and the purpose of the leave. Failure to request sick leave as required by this Policy without good reason, may result in the employee being treated as absent without leave.
c)Certification: The City of Cathedral City may require that employees who are not seasonal/temporary/extra help employees, provide a physician’s certification to support any absence that involves the illness of the employee or family member if the City of Cathedral City suspects that there is an abuse of sick leave by the employee. All employees, including [seasonal/temporary/extra help], who use paid leave to address issues related to domestic violence, sexual assault or stalking, or other crimes and who cannot provide advance notice of their need for leave must provide certification of the need for leave within a reasonable time thereafter.
d)Sick Leave on Separation from Employment –
Sick Leave on separation from employment shall be paid in according to their collective bargaining agreement or Non-Represented Rules and Regulations.
e)Sick Leave Reinstatement for seasonal/temporary/extra help employees: If an employee separates and is rehired within one year from separation, accrued and unused sick leave, to a maximum of 5 Personnel Rules | Council Approved June 25, 2025 Page 53 days or 40 hours, whichever is greater, will be reinstated. An employee who worked at least 90 days in the initial employment with the City of Cathedral City may immediately use reinstated sick leave.

An employee who had not worked 90 days in the initial employment with the City of Cathedral City must work the remaining amount of the 90 day-qualifying period to be able to use accrued sick leave. 806 FAMILY AND MEDICAL CARE LEAVES
806.1 Statement of Policy; Concurrent Running of FMLA and CFRA Leaves The City of Cathedral City provides family and medical care leave for eligible employees as required by State and federal law. Employees who misuse family and medical care leave may be disciplined up to and including termination. Employees who fraudulently obtain or use CFRA leave are not protected by the CFRA’s job restoration or maintenance of health benefits provisions.

This Policy is supplemented by the Federal Family and Medical Leave Act (FMLA), and the California Family Rights Act (CFRA). Unless otherwise stated in this Policy, “Leave” means leave pursuant to the FMLA and CFRA. Unless otherwise required by law, the City of Cathedral City will run each employee’s FMLA and CFRA leaves concurrently. 806.2 Definitions
(a) “Child”
a. Under the FMLA, “child” means a child under the age of 18 years of age, or 18 years of age or older who is incapable of self-care because of a mental or physical disability. An employee’s child is one for whom the employee has actual day-to-day responsibility for care, and includes a biological, adopted, foster or step-child.

A child is “incapable of self care” if they require active assistance or supervision to provide daily self-care in three or more of the activities of daily living or instrumental activities of daily living, such as caring for grooming and hygiene, bathing, dressing and eating, cooking, cleaning shopping, taking public transportation, paying bills, maintaining a residence, or using telephones and directories.
b. Under the CFRA, “child” means a child, including a child who is 18 years of age or older who is capable of self-care. An employee’s child means a biological, adopted, foster, step-child, legal ward, a child of a domestic partner, or a person to whom the employee stands in loco parentis.
(b) “Covered active duty” means: (1) in the case of a member of a regular component of the Armed Forces, duty during deployment of the member with the Armed Forces to a foreign country; or (2) in the case of a member of the reserve component of the Armed Forces, duty during the deployment of members of the Armed Personnel Rules | Council Approved June 25, 2025 Page 54 Forces to a foreign country under a call or order to active duty under certain specified provisions.
(c) “Covered Service Member” means: (1) a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness; or (2) a veteran who is undergoing medical treatment,
recuperation, or therapy, for a serious injury or illness and who was a member of the Armed Forces, including a member of the National Guard or Reserves, at any time during the period of five years preceding the date on which the veteran undergoes that medical treatment, recuperation, or therapy.
(d) “Designated Person” means any individual related by blood or whose association with the employee is the equivalent of a family relationship. The designated person may be identified by the employee at the time the employee requests the leave. An employer may limit an employee to one designated person per 12-month period for family care and medical leave.
(e) “Domestic Partner” is another adult with whom the employee has chosen to share their life in an intimate and committed relationship of mutual caring and with whom the employee has filed a Declaration of Domestic Partnership with the Secretary of State, and who meets the criteria specified in California Family Code section 297. A legal union formed in another state that is substantially equivalent to the California domestic partnership is also sufficient.
(f) “Family member” for FMLA leave means an employee’s child, parent, and spouse. “Family member” for CFRA leave means an employee’s child, parent, parent-in-law, spouse, domestic partner, grandchild, grandparent, and sibling.
(g) “Grandchild” means a child of the employee’s child. (h) “Grandparent” means a parent of the employee’s parent. (i) “Health Care Provider” means any of the following:
1) A doctor of medicine or osteopathy who is authorized to practice medicine or surgery in the State of California; 2) An individual duly licensed as a physician, surgeon, or osteopathic physician or surgeon in another state or
jurisdiction, including another country, which directly treats or supervises treatment of a serious health
condition;
3) A podiatrist, dentist, clinical psychologist, optometrist, or chiropractor (limited to treatment consisting of manual manipulation of the spine to correct a subluxation as
demonstrated by x-ray to exist) authorized to practice in California and performing within the scope of their
practice as defined under California State law;
Personnel Rules | Council Approved June 25, 2025 Page 55 4) A nurse practitioner or nurse-midwife or a clinical social workers who is authorized to practice under California
State law and who are performing within the scope of
their practice as defined under California State law;
5) A Christian Science practitioner listed with the First Church of Christ, Scientist in Boston, Massachusetts; and 6) Any health care provider from whom an employer or
group health plan’s benefits manager will accept
certification of the existence of a serious health
condition to substantiate a claim for benefits.
(j) “Next of Kin of a Covered Service Member” means the nearest blood relative other than the covered service member’s spouse, parent, son, or daughter, in the following order of priority: blood relatives who have been granted legal custody of the covered service member by court decree or statutory provisions, brothers and sisters, grandparents, aunts and uncles, and first cousins, unless the covered service member has specifically designated in writing another blood relative as their nearest blood relative for purposes of military caregiver leave under the FMLA.
(k) “Outpatient Status” means, with respect to a covered service member, the status of a member of the Armed Forces assigned to either: (1) a military medical treatment facility as an outpatient; or (2) a unit established for the purpose of providing command and control of members of the Armed Forces receiving medical care as outpatients.
(l) “Parent” means the biological parent of an employee or an individual who stands or stood in loco parentis (in place of a parent) to an employee when the employee was a child. This term does not include parents-in-law.
(m) “Parent-in-law” means the parent of a spouse or domestic partner of the employee.
(n) “Serious Health Condition” means an illness, injury impairment, or physical or mental condition that involves:

1. Inpatient Care in a hospital, hospice, or residential medical care facility, Including any period of incapacity (e.g., inability to work or perform other regular daily activities due to the serious health condition, treatment involved, or recovery therefrom). A person is considered “inpatient” when a health care facility admits them to
the facility with the expectation that they will remain at least overnight, even if it later develops that such person can be discharged or transferred to another facility, and does not actually remain overnight; or

2. Continuing treatment by a health care provider: A
serious health condition involving continuing treatment by a health care provider includes any one or more of the following:

Personnel Rules | Council Approved June 25, 2025 Page 56 a. A period of incapacity (i.e., inability to work, or perform other regular daily activities) due to
serious health condition of more than three
consecutive calendar days; and
b. Any subsequent treatment or period of
incapacity relating to the same condition, that
also involves:
i. Treatment two or more times by a
health care provider, by a nurse or
physician’s assistant under direct
supervision by a health care provider, or
by a provider of health care services
(e.g., a physical therapist) under orders
of, or on referral by a health care
provider; or
ii. Treatment by a health care provider on
at least one occasion which results in a
regimen of continuing treatment under
the supervision of the health care
provider. This includes, for example, a
course of prescription medication or
therapy requiring special equipment to
resolve or alleviate the health condition.

If the medication is over the counter,
and can be initiated without a visit to a
health care provider, it does not
constitute a regimen of continuing
treatment.
c. Any period of incapacity due to pregnancy or for
prenatal care. Note that pregnancy is a “serious
health condition” only under the FMLA. Under
California law, an employee disabled by
pregnancy is entitled to pregnancy leave. (See
Policy 808, Leave Because of Pregnancy,
Childbirth, or Related Medical Condition.)

3. Any period of incapacity or treatment for such incapacity due to a chronic serious health condition. A chronic
serious health condition is one which:
a. Requires periodic visits for treatment by a health
care provider, or by a nurse or physician’s
assistant under direct supervision of a health
care provider;
b. Continues over an extended period of time
(including recurring episodes of a single
underlying condition); and
c. May cause episodic rather than a continuing
period of incapacity (e.g., asthma, diabetes,
epilepsy, etc.). Absences for such incapacity
Personnel Rules | Council Approved June 25, 2025 Page 57 qualify for leave even if the absence lasts only
one day.

4. A period of incapacity that is permanent or long-term due to a condition for which treatment may not be
effective. The employee or family member must be
under the continuing supervision of, but need not be
receiving active treatment by health care provider.

5. Any period of absence to receive multiple treatments (including any period of recovery therefrom) by a health care provider or by a provider of health care services
under orders of, or on referral by, a health care provider, either for restorative surgery after an accident or other injury, or for a condition that would likely result in a period of incapacity of more than three consecutive
calendar days in the absence of medical intervention or treatment.
(o) “Serious Injury or Illness” means: (1) in the case of a member of the Armed forces, including a member of the National Guard or reserves, means an injury or illness that a covered service member incurred in the line of duty on active duty in the Armed Forces (or existed before the beginning of the member’s active duty and was aggravated by the service in the line of duty on active duty in the Armed Forces) and that may render the service member medically unfit to perform the duties of the member’s office, grade, rank, or rating; or (2) in the case of a veteran who was a member of the Armed Forces, including a member of the National Guard or Reserves, means an injury or illness that was incurred by the member in the line of duty on active duty in the Armed Forces (or existed before the beginning of the member’s active duty and was aggravated by service in the line of duty on active duty in the Armed Forces) and that manifested itself before or after the member became a veteran.
(p) “Sibling” means a person related to the employee by blood, adoption, or affinity through a common legal or biological parent. (q) “Single 12 Month Period” means a 12-month period which begins on the first day the eligible employee takes FMLA leave to take care of a covered service member and ends 12 months after that date.
(r) “Spouse” means one or two persons to a marriage, regardless of the sex of the persons, and for purposes of CFRA leave, includes a registered domestic partner as defined.
(s) “12-Month Period” means a rolling 12-month period measured backward from the date leave is taken and continuous with each additional leave day taken.
806.3 Reasons for Leave
Leave is only permitted for the reasons listed below.

Personnel Rules | Council Approved June 25, 2025 Page 58 a) The birth of a child or to care for a newborn of an employee; b) The placement of a child with an employee in connection with the adoption or foster care of a child;
c) Leave to care for a child, parent or spouse who c has a serious health condition;
d) Under the CFRA only, leave is permitted to care for a domestic partner, grandparent, grandchild, parent-in-law, sibling, or any Designated Person, who has a serious health condition. Leave for this purpose does not apply to FMLA leave and will not run concurrently with leave under the FMLA.
e) Leave because of a serious health condition that makes the employee unable to perform any one or more essential functions of their position; f) Leave for a variety of “qualifying exigencies” arising out of the fact that an employee’s spouse, son, daughter, or parent is on active duty or call to active-duty status in the National Guard or Reserves in support of a contingency operation or
g) Under the CFRA only, leave for a variety of “qualifying exigencies” arising out of the fact that an employee’s domestic partner is on active duty or call to active-duty status in the National Guard or Reserves in support of a contingency operation. Leave for this purpose does not apply to FMLA leave and will not run concurrently with leave under the FMLA; or h) Leave to care for a spouse, son, daughter, parent, or “next of kin” who is a covered service-member of the U.S. Armed Forces who has a serious injury or illness: incurred in the line of duty while on active military duty; or existed before the beginning of the member’s active duty and was aggravated by service in the line of duty on active duty in the Armed Forces. This leave can run up to 26 weeks of unpaid leave during a single 12-month period.
806.4 Employees Eligible for Leave
An employee is eligible for leave if:
a) The employee has been employed by the City of Cathedral City for at least 12 months; and
b) The employee has been employed by the City of Cathedral City for at least 1,250 hours during the 12-month period immediately preceding the commencement of the leave; and
c) For FMLA leave eligibility, the City of Cathedral City directly employs at least 50 full or part-time employees within a 75-mile radius for each working day during each of 20 or more calendar workweeks in the current or preceding calendar year. The workweeks do not have to be consecutive. The phrase “current or preceding calendar year” refers to the calendar year in which the employee requests the leave or the calendar year preceding this request. This criteria is not required and does not apply in order for an employee to be eligible for CFRA leave Personnel Rules | Council Approved June 25, 2025 Page 59 806.5 Amount of Leave
Eligible employees are entitled to a total of 12 workweeks (or 26 workweeks to care for a covered service member) of leave during any 12-month period. If FMLA leave qualifies as both military caregiver leave and care for a family member with a serious health condition, the leave will be designated as military caregiver leave first. 806.6 Minimum Duration of Leave
If leave is requested for the birth, adoption or foster care placement of a child of the employee, leave must be concluded within one year of the birth or placement of the child.

In addition, the basic minimum duration of such leave is two weeks. However, an employee is entitled to leave for one of these purposes (e.g. bonding with a newborn) for less than two weeks duration on any two occasions.
a. If leave is requested to care for a child, parent, parent-in-law, spouse, domestic partner, grandparent, grandchild, sibling or the employee themselves with serious health condition, there is no minimum amount of leave that must be taken. However, compliance with the notice and medical certification provisions in this Policy is required.
806.7 Parents both Employed by the City of Cathedral City If both parents of a child, adoptee, or foster child are employed by the City of Cathedral City and are entitled to bonding leave:
a. The aggregate number of workweeks of FMLA leave to which both may be entitled may be limited to 12 workweeks during any 12- month period; and
b. Each parent is entitled to take 12 workweeks of CFRA leave during any 12-month period.

If both parents of a covered service member are employed by the City of Cathedral City and are entitled to leave to care for a covered service member, the aggregate number of workweeks of leave to which both may be entitled is limited to 26 work weeks during the 12-month period. This limitation does not apply to any other type of leave under this Policy.
806.8 Employee Benefits While On Leave
a. Group Health Insurance during Unpaid Leave: Leave under this Policy is unpaid. While on unpaid leave, employees will continue to be covered by the City of Cathedral City’s group health insurance for up to 12 weeks each leave year to the same extent that coverage is provided while the employee is on the job. If the employee is disabled by pregnancy, coverage will continue up to four months each leave year. If an employee disabled by pregnancy also uses leave under the CFRA for baby-bonding, the City of Cathedral City will maintain her coverage while she is disabled Personnel Rules | Council Approved June 25, 2025 Page 60 by pregnancy (up to four months or 17 1/3 weeks) and during her CFRA leave (up to 12 weeks).
b. Benefit Plans Not Provided through the City of Cathedral City Group Health Plan during Unpaid Leave Do Continue: While on unpaid leave, employees will continue to be covered by the City of Cathedral City benefits plans that are not part of its group health plan for up to 12 weeks each leave year to the same extent that coverage is provided while the employee is on the job.
c. Payment of Premiums: Employees may make the appropriate contributions for continued coverage under the health benefits plans by payroll deductions (if the employee is using their paid leave) or direct payments (if the employee is not using their paid leave). The City of Cathedral City will inform the employee whether the direct payments for premiums should be paid to the carrier or to the City of Cathedral City, and the deadlines for paying premiums in order to prevent coverage from being dropped. Employee contribution rates are subject to any changes in rates that occur while employee is on leave. d. Recovery of Premium if the Employee Fails to Return from Leave: If an employee fails to return to work after their leave entitlement has been exhausted or expires, the City of Cathedral City shall have the right to recover its share of health plan premiums for the entire leave period, unless the employee does not return because of the continuation, recurrence, or onset of a serious health condition of the employee or their family member which would entitle the employee to leave, or because of circumstances beyond the employee’s control. 806.9 Substitution of Paid Accrued Leaves
Although family and medical care leave is unpaid, the employee must first use sick leave, if any. Once sick leave is depleted, the employee may elect to use vacation leave or any other accrued paid time off during the leave.
806.9.1 Employee’s Right to Use Paid Accrued Leave Concurrently with Family Leave
An employee may use any earned or accrued paid leave except sick leave for all or part of any unpaid family and medical care leave. An employee is entitled to use sick leave concurrently with family and medical care leave for the employee’s own serious health condition or that of the employee’s parent, parent-in-law, spouse, domestic partner, child, grandparent, grandchild, or sibling.
806.9.2 City of Cathedral City’s Right to Require an Employee to Use Paid Leave when Using FMLA/CFRA Leaves
Personnel Rules | Council Approved June 25, 2025 Page 61 Employees must use and exhaust their accrued leaves concurrently with family and medical care leave to the same extent that employees have the right to use their accrued leaves concurrently with family and medical care leave with two (2) exceptions:
a) Employees are required to use paid leave when coordinating with a city-sponsored disability plan. Employees are not required to use paid leave during leave pursuant to a disability plan that pays a portion of the employee’s salary while on leave unless the employee agrees to use paid leave to cover the unpaid portion of the disability leave benefit; and
b) An employee may agree to use accrued sick leave to care for a child, parent, spouse, registered domestic partner, grandparent, grandchild, or sibling; to the extent permitted under Labor Code 233(a).
806.9.3 City of Cathedral City’s Right to Require an Employee to Exhaust FMLA/CFRA Leave Concurrently with Other Leaves
If an employee takes a leave of absence for any purpose which also qualifies under both the FMLA and CFRA, the City of Cathedral City will designate that leave as running concurrently with the employee’s 12- week FMLA and/or CFRA leave entitlement. The only exception is for peace officers and firefighter while they are on paid industrial injury leave (4850 pay leave).
806.9.4 City of Cathedral City’s and Employees’ Rights if an Employee Requests Accrued Leave without Mentioning FMLA or CFRA
If an employee requests to utilize accrued vacation leave or other accrued paid time off without reference to a FMLA/CFRA qualifying purpose, the City of Cathedral City may not ask the employee if the leave is for a FMLA/CFRA qualifying purpose. However, if the City of Cathedral City denies the employee’s request and the employee provides information that the requested time off is for a FMLA/CFRA qualifying purpose, the City of Cathedral City may require the employee to exhaust accrued leave as described above.
806.7 Medical Certification/ Recertification
Employees who request leave must provide a medical certification and/or recertification to support the need for the leave as described below:
a) Employee’s Own Serious Health Condition: Employees who request leave for their own serious health condition must provide written certification from the health care provider that contains all of the following: the date, if known, on which the serious health condition commenced; the probable duration of the condition; and a statement that, due to the Personnel Rules | Council Approved June 25, 2025 Page 62 serious health condition, the employee is unable to work at all or is unable to perform any one or more of the essential functions of their position. Upon expiration of the time period the health care provider originally estimated that the employee needed for their own serious health condition, the employee must obtain recertification if additional leave is requested.
b) Family Member Serious Health Condition: Employees who request leave to care for a child, parent, parent-in-law, domestic partner, spouse, grandparent, grandchild, or sibling who has serious health condition must provide written certification from the health care provider of the family member requiring care that contains all of the following: the date, if known, on which the serious health condition commenced; the probable duration of the condition; an estimate of the amount of time which the health care provider believes the employee needs to care for the child, parent, domestic partner, spouse, grandparent, grandchild, or sibling and a statement that the serious health condition warrants the participation of the employee to provide care during a period of treatment or supervision of the child, parent, domestic partner, spouse, grandparent, grandchild, or sibling. The term “warrants the participation of the employee” includes, but is not limited to, providing psychological comfort, and arranging third party care for the covered family member, as well as directly providing, or participating in, the medical care. Upon expiration of the time period the health care provider originally estimated that the employee needed to care for a covered family member, the employer must obtain recertification if additional leave is requested.
c) Service member Serious Injury or Illness: Employees who request FMLA leave to care for a covered service member who is a child, spouse, parent or “next of kin” of the employee, must provide written certification from a health care provider regarding the injured service member’s serious injury or illness. The City of Cathedral City will verify the certification as permitted by the FMLA regulations.
d) Qualifying Exigency: The first time an employee requests FMLA leave because of a qualifying exigency, an employee may require the employee to provide a copy of the military member’s active duty orders or other documentation issued by the military which indicates that the military member is on covered active duty or call to active duty status in a foreign country, and the dates of the military member’s active duty service. A copy of the new active duty orders or similar documentation shall be provided to the City of Cathedral City if the need for leave because of a qualifying exigency arises out of a different active duty or call to active duty status of the same or a different military member. The City of Cathedral City will verify the certification as permitted by the FMLA regulations.

Personnel Rules | Council Approved June 25, 2025 Page 63 806.8 Time to Provide a Medical Certification
When an employee has provided at least 30 days’ notice for a foreseeable leave, the employee must provide a medical certification before the leave begins. When this is not possible, the employee must provide the medical certification to the City of Cathedral City within the time frame requested by the City of Cathedral City (which must allow at least 15 calendar days after the employer’s request), unless it is not practicable under the particular circumstances to do so despite the employee’s diligent, good faith efforts. 806.9 Consequences for Failure to Provide an Adequate or Timely Certification If an employee provides an incomplete medical certification, the employee will be given a reasonable opportunity to cure any such deficiency. However, if an employee fails to provide a medical certification within the time frame established in this Policy, the City of Cathedral City may delay the taking of FMLA/CFRA leave until required certification is provided, or deny FMLA/CFRA protections following the expiration of the time period to provide an adequate certification.
806.10 Review of the Contents of Medical Certification for Employee’s Own Serious Health Condition
a) Complete and Sufficient: The employee must provide a certification for their own serious health condition that is complete and sufficient to support the request for leave. A certification is incomplete if one or more of the applicable entries on the certification form have not been completed. A certification is insufficient if the information on the certification form is vague, ambiguous, or not responsive. If the certification is incomplete or insufficient, the Human Resources Manager will give the employee written notice of the deficiencies and seven days to cure, unless a longer period is necessary in light of the employee’s diligent, good faith efforts to address the deficiencies. b) Authentication and Clarification: After giving the employee an opportunity to cure the deficiencies in a medical certification for the employee’s own serious health condition, the Human Resources Manager may contact the health care provider who provided the certification to clarify and/or authenticate the certification. “Authentication” means providing the health care provider with a copy of the certification form and requesting verification that the information on the form was completed or authorized by the health care provider who signed the form. “Clarification” means contacting the health care provider to understand the handwriting on the medical certification or to understand the meaning of the response. The Human Resources Manager may not ask for additional information beyond that required on the certification form.

Personnel Rules | Council Approved June 25, 2025 Page 64 806.11 Second and Third Medical Opinions For Employee’s Own Serious Health Condition If the City of Cathedral City has a good faith, objective reason to doubt the validity of a certification for the employee’s serious health condition, the City of Cathedral City may require a medical opinion of a second health care provider chosen and paid for by the City of Cathedral City. If the second opinion is different from the first, the City of Cathedral City may require the opinion of a third provider jointly approved by the City of Cathedral City and the employee, but paid for by the City of Cathedral City. The opinion of the third provider will be binding. The City of Cathedral City must provide the employee with a copy of the second and third medical opinions, where applicable, without cost, upon the request of the employee.
806.12 Intermittent Leave or Leave on a Reduced Leave Schedule If employee requests leave intermittently (a few days or hours at a time) or on a reduced leave schedule for their own serious health condition, or to care for an immediate family member with serious health condition, the employee must provide medical certification that such leave is medically necessary. “Medically necessary” means there must be a medical need for the leave and that the leave can best be accomplished through an intermittent or reduced leave schedule. The City of Cathedral City may require an employee who certifies the need for a reduced schedule or intermittent leave to temporarily transfer to an alternate position of equivalent pay and benefits that better accommodates the leave schedule.
806.13 Employee Notice of Leave
Although the City of Cathedral City recognizes that emergencies arise which may require employees to request immediate leave, employees are required to give as much verbal or written notice as possible of their need for leave. If leave is foreseeable, at least 30 days’ notice is required. In addition, if an employee knows that they will need leave in the future, but does not know the exact day(s) (e.g. for the birth of a child or to take care of a newborn), the employee shall inform their supervisor as soon as possible that such leave will be needed. For foreseeable leave due to a qualifying exigency, an employee must provide verbal or written notice of the need for leave as soon as practicable, regardless of how far in advance such leave is foreseeable.
806.14 Reinstatement Upon Return from Leave
a) Reinstatement to Same or Equivalent Position: Upon expiration of leave, an employee is entitled to be reinstated to the position of employment held when the leave commenced, or to an equivalent position with equivalent benefits and pay. Employees have no greater rights to reinstatement, benefits, and other conditions of employment than if the employee had been continuously employed during the FMLA/CFRA period.
b) Date of Reinstatement: If a definite date of reinstatement has been agreed upon at the beginning of the leave, the employee will be reinstated on the date agreed upon. If the reinstatement date differs Personnel Rules | Council Approved June 25, 2025 Page 65 from the original agreement of the employee and the City of Cathedral City, the employee will be reinstated within two business days, where feasible, after the employee notifies the employer of their readiness to return.
c) Employee’s Obligation to Periodically Report on their Condition: Employees may be required to periodically report on their status and intent to return to work. This will avoid any delays to reinstatement when the employee is ready to return. (29 CFR § 825.311.)
d) Fitness for Duty Certification: As a condition of reinstatement of an employee whose leave was due to the employee’s own serious health condition, which made the employee unable to perform their job, the employee must obtain and present a fitness-for-duty certification from the health care provider stating that the employee is able to resume work. Failure to provide such certification will result in denial of reinstatement. (Gov. Code § 12945.2(k)(4); 29 CFR § 825.312.) e) Reinstatement of “Key Employees”: The City of Cathedral City may deny reinstatement to a “key” employee (i.e., an employee who is among the highest paid 10 percent of all employed by the City of Cathedral City within 75 miles of the worksite) if such denial is necessary to prevent substantial and grievous economic injury to the operations of the City of Cathedral City, and the employee is notified of the City of Cathedral City’s intent to deny reinstatement on such basis at the time the employer determines that such injury would occur.
806.15 Required Forms
Employees must complete the applicable forms to receive family and medical care leave.

The forms may be found at MUNIS Self Services under the Resources Menu. 808 LEAVE BECAUSE OF PREGNANCY, CHILDBIRTH, OR RELATED MEDICAL CONDITION 808.1 Amount of Leave
An employee who is disabled because of pregnancy, childbirth, or a related medical condition is entitled to an unpaid leave for up to the number of hours she would normally work within four calendar months (one-third of a year or 17 1/3 weeks). For a full-time employee who works 40 hours per week, “four months” means 693 hours of leave entitlement, based on 40 hour per week times 17 1/3 weeks. An employee who works less than 40 hours per week will receive a pro rata or proportional amount of leave. 808.2 Notice & Certification Requirements
a. Notice: Requests for pregnancy disability leave must be submitted in writing with reasonable advance notice of the medical need for the leave. All leaves must be confirmed in writing, have an agreed-upon specific date of return, and be submitted to the Human Resources Manager.

Personnel Rules | Council Approved June 25, 2025 Page 66 b. Certification: The request for pregnancy disability leave must be supported by a written certification from the attending physician stating that: (1) the employee is disabled from working by pregnancy, childbirth or a related medical condition; 2) the date on which the employee became disabled by pregnancy, childbirth or a related medical condition; and 3) the estimated duration or end date of the leave. (2 Cal.Code Regs §§11050(b)(7); 11050(e).)
808.3 Compensation During Leave
Pregnancy disability leaves are without pay. However, the employees must first use sick leave, if any. Once sick leave is depleted, the employee may elect to use vacation leave or any other accrued paid time off during the leave.
808.4 Benefits during Leave
a. Group Health Insurance: An employee on pregnancy disability leave may continue to receive any group health insurance coverage that was provided before her leave, beginning on the date the pregnancy disability leave begins and continuing for up to four months in a 12- month period, at the same level and under the same conditions that coverage would have been provided if the employee had continued in employment continuously for the duration of the leave. The City of Cathedral City may recover premiums it paid to maintain health coverage if an employee does not return to work following pregnancy disability leave, unless the reason for the failure to return is a circumstance beyond her control or the use of the separate right to 12 weeks of bonding leave under the FMLA.
b. Employee Status during Leave: The employee retains employee status during the leave. The leave is not a break in service for purposes of longevity or seniority under any collective bargaining agreement or employee benefit plan. Benefits will be resumed upon the employee’s reinstatement in the same manner and at the same levels as provided when the leave began, without any new qualification period, physical exam, or other qualifying provisions.
808.5 Reinstatement
a. Upon the expiration of pregnancy leave, the employee will be reinstated to her original or a comparable position, so long as it was not eliminated for a legitimate business reason during the leave.
b. If the employee’s original position is no longer available, the employee will be assigned to a comparable, open position.
c. If upon return from leave an employee is unable to perform the essential functions of her job because of a physical or mental disability, the City of Cathedral City will initiate an interactive process with the employee in order to identify a potential reasonable accommodation in accordance with these Policies.

Personnel Rules | Council Approved June 25, 2025 Page 67 808.6 Leave for Reproductive Loss
The City provides employees who have been employed at least 30 calendar days with Reproductive Loss Leave, in the event of a “Reproductive Loss Event” “Reproductive Loss Event” means the day or, for a multiple-day event, the final day of a Failed Adoption, Failed Surrogacy, Miscarriage, Stillbirth, or an Unsuccessful Assisted Reproduction, as those terms are defined below:
a) “Failed Adoption” means the dissolution or breach of an adoption agreement with the birth mother or legal guardian, or an adoption that is not finalized because it is contested by another party. This event applies to a person who would have been a parent of the adoptee if the adoption had been completed.
b) “Failed Surrogacy” means the dissolution or breach of a surrogacy agreement, or a failed embryo transfer to the surrogate. This event applies to a person who would have been a parent of a child born as a result of the surrogacy.
c) “Miscarriage” means a miscarriage by a person, by the person’s current spouse or domestic partner, or by another individual if the person would have been a parent of a child born as a result of the pregnancy. d) “Stillbirth” means a stillbirth resulting from a person’s pregnancy, the pregnancy of a person’s current spouse or domestic partner, or another individual, if the person would have been a parent of a child born as a result of the pregnancy that ended in stillbirth.
e) “Unsuccessful Assisted Reproduction” means an unsuccessful round of intrauterine insemination or of an assisted reproductive technology procedure. This event applies to a person, the person’s current spouse or domestic partner, or another individual, if the person would have been a parent of a child born as a result of the pregnancy.

Reproductive Loss Leave may be taken for up to five (5) days per Reproductive Loss Event.

Reproductive Loss Leave is not required to be taken consecutively, but such leave must be taken within three (3) months of the Reproductive Loss Event, with the exception that, if an employee is on California Family Rights Act (“CFRA”) leave, Pregnancy Disability Leave (“PDL”), or another leave protected by state or federal law at the time of or immediately following the Reproductive Loss Event, the employee may use Reproductive Loss Leave within three (3) months of the end date of the other protected leave.

If an employee experiences more than one Reproductive Loss Event within a 12-month period, the City will provide Reproductive Loss Leave up to a maximum of 20 days within a 12-month period.

Reproductive Loss Leave is unpaid, but employees may elect to use accrued paid leaves, such as sick leave, personal leave, or vacation in order to provide for their compensation while on Reproductive Loss Leave.

Personnel Rules | Council Approved June 25, 2025 Page 68 The City will maintain the confidentiality of any employee who requests to use or uses Reproductive Loss Leave, and the City will not disclose such information other than to internal personnel on a need to know basis, or as required by law. 810 OTHER LEAVES
810.1 Jury Duty Leave/Subpoenaed or Court-Ordered Witness Leave Employees may be absent for jury duty in accordance with their collective bargaining agreement. For Non-Rep Employees, the following Jury Duty Policy applies. Eligibility:

Non-Rep employees, excluding temporary, seasonal, or extra help employees.

Employees must notify their supervisor as soon as they receive a jury summons. The employee may be absent from duty with pay for the time required to be away from the employee’s regularly scheduled work hours. Employees must provide court-issued proof of jury service. If released from jury duty during normal working hours, employees should return to work if practicable. All benefits continue during jury duty leave.

Non-retaliation: The city prohibits retaliation against employees for serving jury duty. 810.2 Subpoenaed or Court-Ordered Witness Leave:

A. Subpoenaed Absence – Non-Sworn Personnel. An employee other than safety personnel who is subpoenaed or required to appear at a deposition or in court as a witness may receive the employee’s regular pay during the absence if, in the opinion of the City Manager, the serving as a witness is deemed to be in the best interests of the public, provided the employee remits all witness fees to the City. Paid leave of absence shall not be granted when the time spent in court is for personal reasons or gain.

Procedure
Upon receiving a subpoena or court order, the employee must:

1. Inform their supervisor immediately

2. Submit a copy of the subpoena or court order to HR

3. Discuss scheduling and coverage with their supervisor HR will review the documentation and determine the appropriate leave classification.

The employee must keep their supervisor informed of any changes to the expected duration of their absence.
810.2.1 Overtime-Eligible Employees
All overtime-eligible employees will be paid for actual work hours missed because of time spent in jury service or court in accordance with MOU or Personnel Rules | Council Approved June 25, 2025 Page 69 Non-Rep Regulations. The time spent on jury duty is not work time for purposes of calculating overtime compensation.
810.2.2 Overtime-Exempt Employees
All FLSA-exempt employees will continue to receive their normal salary while on jury duty or as serving as a witness only for any workweek in which they perform any work duties.
810.3 Other Court or Administrative Proceeding Appearances 810.3.1 Other Court or Administrative Proceeding Appearances: Regarding Agency Duties
Any employee, including a temporary, seasonal, or extra help employee, who is subpoenaed to appear in court in a matter regarding an event or transaction in the course of their City of Cathedral City job duties, must give their supervisor as much advance notice as is possible. The City of Cathedral City will determine whether the matter involves an event or transaction in the course of the employee’s City of Cathedral City job duties. If so, this leave to appear in court will be without loss of compensation, and the time spent will be considered work time. 810.3.2 Regarding Employee-Initiated Proceedings
Any employee, including a temporary, seasonal, or extra help employee, who is subpoenaed to appear, or appears in court because of civil or administrative proceedings that they initiated, is not entitled to receive compensation for time spent related to those proceedings. An employee may request to receive time off without pay, or may use any accrued leave other than sick leave for time spent related to those proceedings.

The time spent in these proceedings is not considered work time.

Notwithstanding the above, an employee who is testifying or appearing as the designated representative in PERB conferences or hearings, or at a personnel or merit commission is entitled to paid release time. 810.3.3 Regarding Crime Victim/Victim Family Member Court Attendance Leave Any employee, including a temporary, seasonal, or extra help employee, who is a victim of a crime may take leave from work to attend judicial proceedings related to that crime, if the employee provides the City of Cathedral City a copy of the notice of the scheduled proceeding in advance. If advance notice is not feasible, the employee must provide the City of Cathedral City, within a reasonable time after the leave is taken, documentation from the District Attorney, victim’s rights office, or court / governing agency that shows that the judicial proceeding occurred when the leave was used. An employee who is an immediate family member of such a crime victim, including: a registered domestic Personnel Rules | Council Approved June 25, 2025 Page 70 partner; the child of the registered domestic partner; spouse; child; stepchild; brother; stepbrother; sister; stepsister; mother; stepmother; father; or stepfather of the crime victim is also entitled to leave from work to attend judicial proceedings relating to that crime. The leave is unpaid unless the employee elects to use accrued vacation, sick, or other paid leave, or compensatory time off.
810.3.4 Regarding Crime Victim/Family Member Victims’ Rights Proceedings Leave
Any employee, including a temporary, seasonal, or extra help employee, who is a victim of a crime, may take leave from work to attend judicial proceedings related to that crime, if the employee provides the employer reasonable advance notice. If advance notice is not feasible, the employee must provide the City of Cathedral City, within a reasonable time after the leave is taken, documentation from the District Attorney, victim’s rights office, or court/governing agency that shows that the judicial proceeding occurred when the leave was used.. An employee who is an immediate family member of such a crime victim, including: a registered domestic partner; the child of the registered domestic partner; spouse, child; stepchild; brother; stepbrother; sister; stepsister; mother; stepmother; father; or stepfather of the crime victim is also entitled to leave from work to attend judicial proceedings relating to that crime. The leave is unpaid unless the employee elects to use accrued vacation, sick, or other paid leave, or compensatory time off.
810.4 Leave for Victims of Domestic Violence, Sexual Assault, or Stalking to Obtain Restraining Orders or Injunctive Relief
Any employee, including a temporary, seasonal, or extra help employee, who is a victim of domestic violence, sexual assault, or stalking, or other crime may take leave from work to obtain or attempt to obtain any relief, including, but not limited to: a temporary restraining order, restraining order, or other injunctive relief to help ensure the health, safety, or welfare of the employee or their child, if the employee provides advance notice of the need for leave. If advance notice is not feasible, the employee must provide any of the following certifications within a reasonable time after the leave: a police report indicating that the employee was a victim; a court order protecting the employee from the perpetrator; evidence from the district attorney or court that the employee has appeared in court; or documentation from a health care provider or counselor that the employee was undergoing treatment for physical or mental injuries or abuse. The leave is unpaid unless the employee elects to use 2014 Healthy Workplaces sick leave, accrued vacation or paid leave, or compensatory time off.
810.4.1 Leave for Victims of Domestic Violence, Sexual Assault, or Stalking or Other Crimes to Obtain Medical Attention or Counseling or Safety Planning
Personnel Rules | Council Approved June 25, 2025 Page 71 Any employee, including a temporary, seasonal, or extra help employee, who is a victim of domestic violence, sexual assault, or stalking, or other crime may take leave from work to attend to any of the following:
obtaining medical attention or psychological counseling; obtaining services from a shelter, program or crisis center; or participating in safety planning or other actions to increase safety, if the employee provides advance notice of the employee’s intention to take time off for these purposes. If advance notice is not feasible, the employee must provide any of the following to the City of Cathedral City within a reasonable time after the leave: a police report indicating that the employee was a victim; a court order protecting the employee from the perpetrator; evidence from the district attorney or court that the employee has appeared in court; or documentation from a health care provider or counselor that the employee was undergoing treatment for physical or mental injuries or abuse. The leave is unpaid unless the employee elects to use 2014 Healthy Workplaces sick leave, accrued vacation or personal leave, or compensatory time off.
810.5 Bereavement Leave
All regular City of Cathedral City employees who have worked for at least 30 days are entitled to 5 days of bereavement leave upon the death of a family member.

Bereavement Leave Policy for Non-Rep Employees and POA Leave Allowance:

I. Three (3) days of paid leave
II. Up to two (2) additional days of unpaid leave

Employees may use accrued paid leave (vacation, personal, sick, or compensatory time) for unpaid days.

Family Member Definition:

Spouse or domestic partner, children, the employee’s or spouse/registered domestic partner’s children, parents, siblings, grandparents, grandchildren, and legal guardians.

Additional Leave:

Employees may use sick leave or paid time off for extended bereavement of defined family members
I. Up to three (3) days of sick leave for non-defined family members II. Employees must notify their supervisor or Department Head of intent to use bereavement leave
III. Leave may be used non-consecutively within three (3) months following the family member's death
Documentation: The city may require documentation to support the leave request Personnel Rules | Council Approved June 25, 2025 Page 72 810.6 Military Leave
All City employees are entitled to a Military Leave under the California Military and Veterans Code 395, to include inactive duty training.

Procedures for applying for Military Leave:

Employees requesting leave under this policy should comply with the following requirements:

Employees should request leave under this policy with as much advanced notice as practicable to their department head and Human Resources.

In support of their request for leave under this policy, employees should provide a copy of their orders or other appropriate written certification that the employees have been called to federal military duty for purposes of military training, drills, encampment, naval cruises, special exercises or the like (or that state military members have been called for military training, drills, unit training assemblies or similar inactive duty training).

Upon release from active duty, notify department head and Human Resources of return date.

Military Leave will be retroactive to January 1, 2024.
810.7 School-Related Leave
810.7.1 School or Licensed Day Care Activity Leave
Any employee who is a parent, guardian, stepparent, foster parent, grandparent, or person who stands in loco parentis to one or more children who are in kindergarten or grades 1 through 12, or who are in a licensed child care facility, shall be allowed up to 40 hours each school year, not to exceed eight hours in any calendar month of the school year, to: participate in activities of their child’s school or licensed child care facility; find, enroll, or reenroll a child in a school or with a licensed child care provider; or to pick up a child due to a child care provider or school emergency. The employee must provide reasonable advance notice to their supervisor of the planned absence. The leave is unpaid unless the employee uses vacation, personal leave or compensatory time off. The employee must provide documentation from the school or licensed child care facility as verification that the employee participated in school or child care facility activities on a specific date and at a particular time. If both parents, guardians or grandparents having custody work for the City of Cathedral City at the same City of Cathedral City work site, only the first parent requesting will be entitled to leave under this provision.

Personnel Rules | Council Approved June 25, 2025 Page 73 810.7.2 Child Suspension Leave
Any employee who is the parent or guardian of a child in grades 1 through 12 may take time off to go to the child’s school in response to a request from the child’s school, if the employee gives advance notice to their supervisor. A school has the authority to request that the parent attend the child’s school if the child has: committed any obscene act; habitually used profanity or vulgarity; disrupted school activities; or otherwise willfully defied the valid authority of school personnel. 810.8 Paid Administrative Leave
The City of Cathedral City reserves the right to place an employee on leave with full pay for non-disciplinary reasons at any time when the Human Resources Manager has determined that the employee’s and/or City of Cathedral City best interests warrant the leave. The employee does not have a right to appeal the decision to be placed on administrative leave with pay. 810.9 Leave of Absence Without Pay Must Be Authorized By Law or These Policies Unless authorized by law or a City of Cathedral City policy, an employee is not entitled to a leave of absence without pay. An authorized leave of absence without pay is not a break in service for purposes of calculating seniority. Unless required by law, vacation leave credits, sick leave credits, increases in salary, all other paid leaves, holidays and fringe benefits and other similar benefits do not accrue to an employee on unpaid leave. Unless required by law, the City of Cathedral City will not maintain contributions toward group insurance or retirement coverage for the employee on such leave. During the period of authorized unpaid leave, all service and leave credits shall be retained at the levels existing as of the effective date of the leave. An employee reinstated after a leave of absence shall receive the same step in the salary range the employee received when the leave of absence began. Time spent on such leave shall not count towards service for merit step increases within the salary range or for benefit accruals. The employee’s merit review date shall be set forward in time one month for each thirty (30) consecutive calendar days taken. 810.10.1 Industrial Injury Leave: Employees Not Covered by Labor Code Section 4850
Employees, other than those covered by Labor Code section 4850, who are absent from work by reason of an injury or illness covered by Workers’ Compensation, shall continue in pay status under the following provisions.
810.10.1.1 Coordination of Benefits
Employees not covered by LC 4850 who are absent on
account of injuries arising out of and in the course of Personnel Rules | Council Approved June 25, 2025 Page 74 employment, such employee shall receive full
compensation for a maximum period of 60 days for
regularly scheduled work. The 60-days’ period need not
be consecutive if the employee’s absence is directly
traceable to a single accident.

After the 60-days, the employee may authorize, the
difference between the amount granted pursuant to
such Workers’ Compensation and the employee’s
regular pay be deducted from the employee’s
accumulated sick leave, vacation, personal holidays, and compensatory time, if any. The employee will continue
in pay status and receive their pay until their
accumulated sick leave, and authorized compensatory
time, personal holidays and vacation days, have been
depleted to the nearest hour.
810.10.1.2 Accrual of Sick and Vacation Leave Continues While on Paid Leave
During the time the employee is in fully paid status while absent from work by reason of injury or illness covered by Workers’ Compensation, they shall continue to accrue sick leave and vacation benefits as per their MOU or
Regulations.
810.10.1.3 Unpaid Leave and Continuation of Health Care Benefits Any employee subject to this Policy who depletes their
accumulated sick leave, compensatory time, personal
holiday time and vacation days while absent from work
by reason of an injury or illness covered by Workers’
Compensation may receive an unpaid leave of absence
and continuation of health care benefits consistent with state and/or federal law.
810.10.2 Industrial Injury Leave: Employees Covered by Labor Code Section 4850
Sworn Police and Fire employees covered by Labor Code Section 4850 et seq. will be allowed up to one year leave of absence for an industrial injury or illness without loss of salary in lieu of disability payments, consistent with state law (“4850 Leave”).

The employee will continue to accrue sick leave and vacation benefits while in paid status.
810.10.2.1 Coordination of Benefits after 4850 Leave
Personnel Rules | Council Approved June 25, 2025 Page 75 Whenever the injury or illness continues beyond the one- year 4850 leave period, the difference between the
amount granted pursuant to such Workers’
Compensation and the employee’s pay may be deducted
from the employee’s accumulated sick and vacation
leave, personal holidays, and compensatory time, if any .

Thereafter, the employee may receive an unpaid leave of absence and continuation of health care benefits
consistent with state and/or federal law.
810.11 Time Off to Vote
If any employee does not have sufficient time outside of working hours to vote, may request up to two hours of paid leave either at the beginning or end of scheduled working hours to enable them to vote. The employee must request time off to vote from their supervisor at least two days prior to election day. 810.12 Access Restrictions for City Employees on any Leave Any City employee who is on an extended leave may have the following access restrictions in place:

Email Access Suspended
While on extended leave, the employee's access to their City email account may be suspended. They may be unable to send or receive emails through their City account during this leave period.

No Access to City Premises
Employees on extended leave are prohibited from accessing any City premises or facilities. This includes offices, job sites, vehicles, equipment yards, etc. Access cards/keys may be deactivated.

These restrictions allow the employee to focus fully on their medical recovery.

Email and premises access will be restored upon the employee's return to active work status.

Employees with questions should contact Human Resources. 900 Resignation, Job Abandonment, Layoff, and Separation 902 RESIGNATION, JOB ABANDONMENT, LAYOFF AND SEPARATION 902.1 Types of Separation
All separations of employees from positions in City of Cathedral City employment are designated as one of the following types:

Personnel Rules | Council Approved June 25, 2025 Page 76 a) Probationary Release;
b) Release of temporary/seasonal/extra help employees’ employee; c) Resignation;
d) Retirement;
e) Job abandonment;
f) Layoff;
g) Non-disciplinary separation; or
h) Disciplinary separation.
902.2 Probationary Release
Probationary employees serving in their initial probationary period with the City of Cathedral City may be released at any time during the probationary period as recommended by the Department Head and approved by the City Manager or designee, without cause or reason or notice. A released probationary employee has no right to appeal or to submit a grievance, except as required by law or MOU. 902.3 Release of [Temporary/Seasonal/Extra Help Employees] A temporary/ seasonal/ extra help employee may be separated at any time, without cause, and without right to any appeal or grievance. 902.4 Resignation
An employee who wishes to resign their City of Cathedral City employment in good standing must submit written notice of resignation to the Department Head or Human Resources Manager at least two weeks prior to the planned separation date. The written notice must state the reasons for the resignation. Failure to follow the aforementioned procedure may be cause for denying future employment with the City of Cathedral City. A resignation becomes final when the Department Head or Human Resources Manager accepts the resignation in writing. Once a resignation has been accepted, it is final and irrevocable. A resignation can be accepted by the Department Head or Human Resources Manager even if it is submitted less than two weeks prior to the planned resignation date.
902.5 Retirement
An employee planning to retire may provide a written notice to the Department Head or Human Resources Manager prior to the effective date of the retirement.

A notice of retirement becomes final when the Department Head or Human Resources Manager accepts the notice of retirement in writing. Once a notice of retirement has been accepted, it is final and irrevocable.

Personnel Rules | Council Approved June 25, 2025 Page 77 902.6 Job Abandonment
An employee is deemed to have resigned from their position if they are absent for five (5) consecutive scheduled workdays/shifts without prior authorization and without notification during the period of the absence.

An employee who has been deemed to have automatically resigned in accordance with the terms of this Section shall have fifteen (15) days after the date of mailing, by certified mailing, of such notice within which to request reinstatement. Any request for reinstatement must be made in writing and must be received by the City within fifteen (15) days of the date of mailing of the notice.

Request for reinstatement may be made within ninety (90) days after the effective date of the deemed resignation if the notice specified above was not sent to the employee in the manner specified in this Section. An employee separated for job abandonment will be reinstated upon proof of justification for such absence, such as severe accident, severe illness, false arrest, or mental or physical impairment which prevented notification. No employee separated for job abandonment has the right to a post-separation appeal except as may be provided by law or applicable MOU.
902.7 Non-Disciplinary Separation
Any employee separated because of an inability to accommodate after the reasonable accommodation and interactive process is concluded, will be given a written pre-separation notice of the reasons for the separation, the evidence supporting the decision to separate for non-disciplinary reasons, and an opportunity to respond before the separation takes effect. Any for cause employee has the opportunity for a post-separation appeal. 902.8 Disciplinary Separation
A for-cause employee may be separated for disciplinary reasons. 902.9 Return of City Property
All City of Cathedral City property in the employee’s possession must be returned prior to separation, including keys, key fobs, identification cards, equipment, credit cards, gas cards, cell phones, pagers, and any other City of Cathedral City equipment.
902.10 Job References/Verification of Employment
All reference inquiries and verifications of employment must be referred to and approved by the Human Resources Manager. Unless the Human Resources Manager receives a written waiver signed by the employee, the City of Cathedral City will release only the employee’s dates of employment, last position held, and final salary rate. Department heads and supervisors should not provide information in response to requests for reference checks or verification of Personnel Rules | Council Approved June 25, 2025 Page 78 employment, unless specifically approved by the Human Resources Manager on a case-by-case basis.
1000 Workers’ Compensation
1001 Safety and Health.

Each employee shall comply with CAL/OSHA safety laws, rules, and regulations.

The City shall provide training, safety equipment and compliant facilities in order to allow employees to follow safe practices. All employees shall follow safe practices, as trained, use personal protective equipment as required, render every possible aid to safe operations, and report all unsafe conditions or practices. If required, the City shall provide special equipment.

No employee shall work, or be permitted to work, at any time when his or her ability to work is visibly impaired by alcohol, intoxicating liquors, drugs (legal or otherwise), or any other substance which renders the employee’s condition hazardous to themselves or to others. No employee shall have in their possession any intoxicating substance or illegal drug while on duty. 1001.1 Smoking.

Pursuant to Government Code 7597(a), no public employee or member of the public shall smoke any product or substance, including electronic variations, inside a public building, or in an outdoor area within 20 feet of a main exit, entrance, or operable window of a public building, or in a passenger vehicle, as defined by Section 465 of the Vehicle Code, owned by the City. 1002 On-the-Job Injuries
The City provides Workers’ Compensation coverage to all employees and volunteers for any job-related injuries or illnesses. If your job causes you injury or illness, no matter how minor, you must report it to your supervisor immediately.

If you need medical aid, your supervisor will advise you where to go for treatment, and your medical bills will be paid for directly by the City.

The City requires that all job-related illnesses or injuries be reported within a reasonable time (Typically (24 hours) to the designated person within your department and/or the Human Resource Department.
1002.1 Procedures
1002.1.1 Employee Responsibility
Employees or volunteers must notify their supervisor immediately of all job-related injuries by submitting the Accident/Injury Report. This should typically occur within 24 hours.

Personnel Rules | Council Approved June 25, 2025 Page 79 For life-threatening injuries, medical care is the priority and forms will be completed as soon as possible.

When an employee is injured on the job and seeking workers’ compensation, the city has the right and obligation to direct the employee’s medical care. Because there are particular procedures the city needs to follow when treating work-related injuries, the city asks that the employee work closely with Human Resources after an injury or illness to ensure their safe return to work.

Following the medical evaluation, the employee must immediately return the documentation provided by the designated medical provider to their supervisor and HR.
1002.1.3 Supervisor Responsibility
Once notified, Supervisors must review and sign the Accident/Injury Report and submit it to Risk Management within 24 hours (or the next business day).

For non-life-threatening injuries, the supervisor should contact Risk Management during business hours for notification and coordination of services.

For life-threatening injuries, employees should be transported to the nearest emergency/trauma center and complete the reporting forms as soon as possible.

Supervisors are required to document, in writing, any refusal by the employee to obtain medical treatment. The documentation shall be forwarded to Risk Management as soon as possible.

Following treatment, it is the supervisor’s responsibility to ensure the appropriate documentation is completed and forwarded to Risk Management.

Medical Appointments for Work-Related Injuries After Full-Time Return:
oWhen an employee resumes full-time work (either with
restrictions or full duties) following a work-related injury, they may need to attend follow-up medical appointments.

For these injury-related appointments:
oThe employee must coordinate the time off with their
supervisor.

Time spent at these appointments during scheduled work hours will be compensated at the employee's regular pay rate.

Personnel Rules | Council Approved June 25, 2025 Page 80 1003 Modified Duty Assignments
Modified duty is considered when Human Resources receives the following information from the medical provider:

1. Current physical or other medical limitations relating to the performance of essential functions of the job;

2. Expected period of temporary restrictions.

The city supports the use of modified duty in some cases, unless the medical provider believes modified duty would pose a hindrance to recuperation or an increased risk of re-injury. No employee will be placed on modified duty if the employee’s condition would pose a safety or health hazard to the city.

If an employee does not want to work in a modified duty capacity when authorized to do so by the medical provider, or feels they are unable to do so, the employee will be charged accrued leave time during their absence. 1003.1 Workers’ Compensation – Follow-up Appointment Responsibilities This policy establishes procedures for employees to report and coordinate workers' compensation medical appointments with Workers’ Compensation Claim Management (WCCM) ([email protected]) and their Department.

POLICY
A. PRE-APPOINTMENT REQUIREMENTS

1. Notification
- Employees must notify both WCCM and their Department
Head/Supervisor of all scheduled medical appointments
- Emergency situations are exempt from advance notice
requirements

2. Required Notice Information
- Appointment date and time
- Provider name and location
- Type of appointment (follow-up, physical therapy,
specialist, etc.)
- Estimated duration
B. POST-APPOINTMENT REPORTING

1. Timing of Reports
- Immediate report required after each appointment by end of business day
- Initial report can be by phone/email with documentation to follow within 24 hours

2. Appointment Changes/Delays
Personnel Rules | Council Approved June 25, 2025 Page 81 - Any delays, cancellations, or conflicts with medical
appointments must be reported immediately to both Risk
Management and their Department Head/Supervisor
- This includes but is not limited to:
•Travel/transportation issues
•Appointment cancellations (by either party)
•Scheduling conflicts
•Extended wait times that impact return to work
•Inability to attend a scheduled appointment

3. Information Distribution Requirements To BOTH WCCM AND Department:
- Changes to work status/restrictions
- Next scheduled appointment
- Accommodation needs
- Updated work status report
- Modified duty forms (if applicable)
- Treatment Plan appointment schedules
To WCCM ONLY:
- New treatment orders/medications
- Treatment plans
- Urgent concerns/issues
C. COORDINATION WITH DEPARTMENT

1. Employee Must Coordinate:
- Time off for appointments
- Schedule medical visits to minimize work disruption when possible
- Communicate any scheduling conflicts promptly
- Implementation of work restrictions
D. REQUIRED APPROVALS

1. Department Approval
- Advance approval required for time off during work hours

2. WCCM Approval Required For:
- Change of medical provider
- Changes to established appointments
- New treatment plans
- Specialist referrals
E. ONGOING COMMUNICATION

1. Regular Updates Required to Both WCCM and Department:
- Recovery progress
- Return-to-work timeline updates
F. NON-COMPLIANCE CONSEQUENCES
Failure to strictly adhere to the requirements of this policy will result in:
i. Mandatory meeting with WCCM and Department Head to
address policy violations
ii. Documentation of non-compliance
iii. Implementation of a mandatory pre-approval process for all future medical appointments and treatment plans
Personnel Rules | Council Approved June 25, 2025 Page 82 iv. Potential requirement to use accrued leave time for unauthorized absences related to non-compliant appointments v. Review of continued eligibility for modified/alternative work assignments

Repeated policy violations may result in additional administrative action as permitted by City Personnel Rules and applicable law. 1003.2 Return to Work Policy and Procedures
It is the purpose of this Policy to provide guidelines for employees injured on the job who are temporarily unable to return to full duty as the result of work restrictions imposed by a physician.

The placement of employees in a TWA will be based on where the need is greatest in the City. Notwithstanding that, when possible, the City will give first priority to the department the employee would have been regularly assigned to had the employee not been placed on work restrictions, following consultation with the department head. Note that this section does not create a guarantee that any employee will be assigned to work in any particular department, and operational discretion still ultimately lies with the City.

Human Resources will be responsible for light-duty placement. This is a mandatory program for all departments and employees. An employee’s failure to participate in a (TWA) could impact entitlement to disability benefits.

Objectives:
•To return employees who are injured on the job to work as soon as possible when there is not significant risk of harm to themselves and others.
•To minimize financial hardship and emotional stress to the employee who has sustained a work-related injury.
•To assist in returning employees to temporary modified duty or alternate work at a level as close as practicable to their pre-injury and productivity. •To retain qualified and experienced employees.
•To reduce the cost of disability benefits.

An Employee Work Status Form shall be used as a means of receiving work status information from the treating physician. The Employee Work Status Form will be used to determine the capabilities of the injured/ill employee and the job functions that they can perform as follows:
•Whenever an employee is unable to work due to a job-related injury or illness.
•Whenever an employee will receive continued or follow-up medical treatment for a reported work-related injury or illness regardless of whether an employee has work restrictions.

Personnel Rules | Council Approved June 25, 2025 Page 83 •Whenever an employee is on temporary modified duty or on temporary disability.
•After each follow-up visit or every thirty (30) days whichever is shorter.

Human Resources will track and monitor all TWA. Any changes in work restrictions and follow-up appointments during modified duty should be discussed with the supervising department and Human Resources.

Participation in the TWA should not establish a permanent modification or displace another employee.

Human Resources must maintain medical confidentiality and only share information regarding work restrictions and capabilities.

Human Resources will monitor for any underlying personnel issues that could impact the ongoing feasibility of a TWA.
1003.3 Access Restrictions for City Employees on Workers’ Compensation Leave Any City employee who is on an extended leave under the workers' compensation program may have the following access restrictions in place:

Email Access Suspended: While on extended workers' compensation leave, the employee's access to their City email account may be suspended. During this leave period, they may be unable to send or receive emails through their City account.

No Access to City Premises: Employees on extended workers' comp leave are prohibited from accessing any City premises or facilities, including offices, job sites, vehicles, equipment yards, etc. Access cards/keys may be deactivated.

These restrictions allow the employee to focus fully on their medical recovery.

Email and premises access will be restored upon the employee's return to active work status from the workers' compensation leave.

Employees with questions should contact Human Resources. 1003.4 Selection of Treating Physician
The City has prearranged qualified medical facilities to provide quality and prompt medical care to injured employees. If for any reason you are dissatisfied with your treatment, you may select a new treating physician within the established medical provider network (MPN). You may request this change by contacting Human Resources or the City’s claims administrator. In lieu of an employer-directed physician. State law allows you the right to see your personal physician immediately following an accident. You must, however, make this request in writing and have it on file with Human Resources prior to the date of injury. For this purpose, “personal physician” is defined as a doctor who, before Personnel Rules | Council Approved June 25, 2025 Page 84 the injury, directed the medical treatment of the employee and maintains the employee’s medical records. Your personal physician must be within a reasonable geographical area and must be willing to abide by the specific requirements set forth by state law for health care providers who wish to care for individuals injured on the job. If your personal physician is not immediately available, don’t wait. Go to the medical facility designated by your supervisor for immediate treatment.
1200 Miscellaneous Policies
1202 PERSONNEL FILES
1202.1 Confidential City of Cathedral City Files
The City of Cathedral City maintains a personnel file on each employee. A personnel file will contain only material that the City of Cathedral City deems necessary and relevant or that is required by law. Personnel files are the property of the City of Cathedral City, and access to the information they contain is restricted to protect employee privacy interests.
1202.2 Notification of Changes
Each employee is responsible to promptly notify Human Resources of any changes in their contact and benefits information, including: mailing address; telephone number; persons to contact in emergency; and number and names of dependents.
1202.3 Access to Applicant or Employee Medical Information All medical information about an employee or applicant is kept in separate medical files and is treated as confidential. Access to employee or applicant medical information shall be strictly limited to only those with a legitimate need to have such information for City of Cathedral City business reasons, or if access is required by law, subpoena or court order. In the case of an employee with a disability, managers and supervisors may be informed regarding necessary restrictions on the work or duties of the employee and necessary accommodations.
1202.4 Employee Access to Personnel File
a) Inspection of File: A current employee may inspect their own personnel file, at reasonable times and at reasonable intervals, within 30 days of a written request. A former employee is entitled to inspect their personnel records one time per year. A current or former employee and/or their representative, who wishes to review their personnel file should make a written request to the Human Resources Department. The inspection must occur in the presence of the Human Resources Manager or designee Personnel Rules | Council Approved June 25, 2025 Page 85 and: (1) at a location where the employee works and at a time other than the employee’s work time; or (2) at another agreed upon location without loss of compensation to the employee.
b) Copies: A current or former employee is entitled to receive a copy of their personnel records within 30 days after the employer receives a written request. A current or former employee who wishes to receive such a copy should contact the Human Resources Department in writing.

The City of Cathedral City may charge a fee for the actual cost of copying. c) Representative’s Inspection: If the current or former employee wishes to have another person/representative inspect their personnel file, they must provide the person/representative with written authorization. The Human Resources Department will notify the employee and/or representative of the date, time and place of the inspection in writing. d) No Removal of File Documents: No person inspecting a personnel file is permitted to add or remove any document or other item to/from the personnel file.
1202.5 Limitations on Access or Copying of Personnel File Prior to making a copy of personnel records or allowing inspection, the City of Cathedral City may redact the names of nonsupervisory employees. Under no circumstances will the City of Cathedral City provide access or copying of the following categories of personnel file documents: letters of reference; ratings, reports, or records that were obtained prior to employment, prepared by identifiable examination committee members, or obtained in connection with a promotional examination, except as required by law or MOU. Due process disciplinary considerations will not be impacted by this policy.
1202.6 Personnel Action Form
Any action concerning an employee’s status of employment shall be processed on a Personnel Action Form. Such status shall become effective on the date specified by the Human Resources Manager. All employees shall receive a copy of any completed personnel action taken concerning their status of employment. 1204 LIMITATIONS ON OUTSIDE EMPLOYMENT
1204.1 No Outside Employment Without Prior Approval
During the employee’s workday, employees are expected to devote their full time in the performance of their assigned duties as a City employee. At no time shall any such outside employment or activity be conducted on City time.

An employee shall not engage in any paid or self-employment, activity, or enterprise which is inconsistent, incompatible or in conflict with their City of Cathedral City duties, functions, responsibilities, or that of the department in which they are employed at the City of Cathedral City.

Personnel Rules | Council Approved June 25, 2025 Page 86 In order to avoid perceived or actual conflicts of interest that may arise from outside employment, all employees must obtain written approval from the City Manager or designee prior to undertaking any outside employment as described in this Policy.
1204.2 Authorization and Appeal Process
a) Written Request: Any employee who wants to undertake a paid outside employment, activity, or enterprise must submit a written request to their department head. The written request must include: (1) the work hours and/or time required; (2) job title or the nature of the activity; (3) the work location; (3) and the supervisor, manager and name of the employer or activity.
b) Analysis and Decision: The Department Head with the approval of the Human Resources Manager will determine if the outside employment, activity, or enterprise is compatible with the employee’s employment at the City of Cathedral City. If the Department Head with the approval of the Human Resources Manager determines such activity is compatible, or would be if any conditions or restrictions applied, they will authorize the activity and specify the conditions/ restrictions in writing, give the employee the outside employment authorization, and place a copy of the written authorization in the employee’s personnel file.
c) Authorization: An outside employment authorization is valid only up to one calendar year. Should the employee continue the outside employment, activity, or enterprise for a longer duration, they must make another request following the process in this Policy.

Notwithstanding this, if an employee timely submits a request, a prior authorization will remain in effect during the review period. d) Appeal: If the Department Head denies an employee’s outside employment request, the employee may submit a written notice of appeal to the City Manager within 10 days after the date of the denial.

The decision on appeal will be put in writing, provided within 10 days after the receipt of the appeal, and will be final.
1204.3 Prohibited Outside Activities
An employee outside employment, activity, or enterprise may be prohibited if it:
a) Involves the use for private gain or advantage of City of Cathedral City time, facilities, equipment, and supplies, or the badge, uniform, prestige, or influence of the City of Cathedral City or employment at the City of Cathedral City;
b) Involves receipt or acceptance by the employee of any money or other consideration from anyone other than the City of Cathedral City for the performance of an act which the employee would be required or expected to render in the regular course of their City of Cathedral City employment;
Personnel Rules | Council Approved June 25, 2025 Page 87 c) Involves the performance of an act in other than their capacity as a City of Cathedral City employee which act may later be subject directly or indirectly to the control, inspection, review, audit, or enforcement by such employee or the department by which they is employed; or d) Involves time demands that would render the employee’s performance of their regular City of Cathedral City employment less efficient or dangerous to the employee.
1204.4 Changes in Outside Employment Status
The employee must promptly report in writing to the Human Resources Manager any of the following changes that may occur during the year of an authorized outside employment: the outside employment ends; or the authorized employment changes as to the number of work hours, location, or types of duties. 1204.5 Revocation / Suspension of Outside Employment Authorization Any outside employment authorization may be revoked or suspended during the year it is granted under the circumstances listed below. An employee may appeal the revocation or suspension as provided in this Policy. a) The employee’s work performance declines; or
b) An employee’s conduct or outside employment conflicts with the conditions of the outside work authorization or is incompatible with the employee’s work for the City of Cathedral City.
1204.6 Use of City of Cathedral City Equipment Prohibited Under no circumstances may an employee use any City of Cathedral City equipment, vehicles, tools, supplies, badges, identification cards, machines, or any other item that is City of Cathedral City property while an employee is engaged in any outside employment, activity or enterprise. 1206 LIMITATIONS ON POLITICAL ACTIVITY
1206.1 No Solicitation During Work Hours or City of Cathedral City Offices Except as allowed by law, City of Cathedral City employees or officers may not solicit or receive political funds or contributions to promote the passage or defeat of any ballot measure that would affect working conditions during the working hours of its officers and employees, or in City of Cathedral City offices. 1206.2 No Targeted Solicitation of City of Cathedral City Officers or Employees Officers or employees of the City of Cathedral City, or candidates for elective office of the City of Cathedral City, may not directly or indirectly solicit political contributions from other officers or employees of the City of Cathedral City unless the solicitation Personnel Rules | Council Approved June 25, 2025 Page 88 is part of a solicitation made to a significant segment of the public which may incidentally include officers from and employees of the City of Cathedral City. 1206.3 No Political Activity in Uniform
No City of Cathedral City employee or official shall participate in political activities of any kind while in a City of Cathedral City uniform or other City of Cathedral City-issued clothing.
1206.4 No Political Activity on City of Cathedral City Property or Work Hours City of Cathedral City employees and officials are prohibited from engaging in political activity during working hours or on City of Cathedral City property. 1207 DRIVER SAFETY & VEHICLE USE PROGRAM
The supervisor will work with Human Resources and the Driver Safety & Vehicle Use Program Administrator when determining the most appropriate intervention.

The Driver Safety & Vehicle Use Program has been developed to protect the City of Cathedral City’s employees and resources, to ensure compliance with state and federal regulations, and to guard against and reduce potential liabilities from accidents. Risk Management will oversee the requirements within this program. All employees who operate a vehicle on agency business are required to comply with the program.

Driver Eligibility
The following guidelines have been established to assist with identifying, hiring, and retaining safe drivers and ensuring ongoing safe driving practices. •Employment applications and job descriptions will clearly identify if vehicle operation is a job requirement.
•New employee background checks are conducted.
•Motor vehicle reports (MVRs) are obtained and reviewed for all employees who drive agency-owned vehicles and personally owned vehicles while on agency business to determine if the employee is an acceptable driver. •Employees must possess a valid California driver’s license to legally operate the class of vehicle(s) they drive in their employment. •Employees who drive their personally-owned vehicle on agency business have liability insurance in accordance with the Reimbursement for Travel & Training, and Vehicle Use.
•All employees who drive on agency business are required to comply with all applicable state laws and regulations.

DMV Employer Pull Notice Program (EPN)
Employees who are authorized to drive an agency-owned and/or a personally-owned vehicle for agency business will consent to being enrolled in the California DMV Employer Personnel Rules | Council Approved June 25, 2025 Page 89 Pull Notice (EPN) Program. The DMV issues MVRs on every person registered in the EPN Program. The DMV automatically issues MVRs annually and whenever the driver is involved with certain legal actions or activities. Employees who participate in this program will sign a DMV Authorization for Release of Driver Record Information form.

Employee Deviations
Persons against whom a disqualifying action (suspension or revocation of license or certificate) has been taken by the DMV shall not be employed as drivers. Persons considered by the City to have a poor driving record or presumed to be a “negligent” operator by the DMV based on violation point counts shall not be employed as drivers.

Business Use - Agency-Owned Vehicles
•Unless otherwise approved, agency-owned vehicles are not to be used for personal purposes, including the commute to and from home. •No one except an authorized employee may drive an agency vehicle. This includes immediate family members and friends, except in an emergency. •Drivers must comply with all applicable state laws and regulations.

The agency reserves the right to withdraw this privilege at any time. Failure to fulfill any requirement of the vehicle use policy may result in disciplinary action up to and including termination.

Business Use - Personally Owned Vehicles
It is the policy of the City of Cathedral City to provide employees with suitable transportation to conduct agency business. However, there may be times when it is necessary and expeditious for employees to use personally-owned vehicles in the course of agency business.

Use of Rental Cars on Agency Business
Agency employees are not permitted to use a rental car in conducting agency business Without prior approval of the appropriate department head or assigned designee.

When renting a vehicle, the employee’s personal insurance is primary. The rental car company requires the renter (employee) to sign a written agreement transferring the liability and property damage (including damage to the rental vehicle) back to the renter.

Electronic Wireless Communication Devices
Agency employees shall not operate an agency-owned vehicle or personally-owned vehicle on agency business while using an electronic wireless communication device. “Using” includes, but is not limited to, viewing, talking, taking or transmitting images, playing games, composing, sending, reading, accessing, browsing, transmitting, saving, or retrieving email, text messages, or other electronic data.

Personnel Rules | Council Approved June 25, 2025 Page 90 Vehicle Accident Procedures
Drivers are required to immediately report the incident to their supervisor. After business hours, drivers are still required to call their supervisor to report the accident/incident.

Program Evaluation
The Driver Safety & Vehicle Use Program will be reviewed on a periodic basis to meet ongoing needs.
1208 PROHIBITIONS ON DRUGS AND ALCOHOL IN THE WORKPLACE 1208.1 Purpose and Scope
The purpose of this Policy is to promote a drug and alcohol-free workplace and to eliminate drug and alcohol-related inefficiencies and risks. This Policy applies to all City of Cathedral City employees, whether they are on City of Cathedral City property, or they are performing City of Cathedral City-related business elsewhere, except as this Policy is superseded by a memorandum of understanding or federally mandated drug and alcohol policies. Compliance with this Policy is a condition of employment. Disciplinary action will be taken against those who violate this Policy.
1208.2 Drug- and Alcohol-Free Awareness Program
The city’s employee assistance provider offers counseling and treatment of drug- or alcohol-related problems. The employee assistance provider has information about: (1) the dangers of drug or alcohol abuse in the workplace; (2) the penalties that may be imposed for drug or alcohol abuse violations; (3) the city’s policy of maintaining a drug- and alcohol-free workplace; and (4) any available drug or alcohol counseling, rehabilitation or employee assistance programs. 1208.3 Prohibited Conduct

1. The manufacture, distribution, sale, dispensation, possession, or use of any controlled substance, narcotic (including marijuana), or prescription drug that has not been lawfully prescribed to the employee in either City of Cathedral City workplaces or wherever City of Cathedral City business is performed.

2. Working or being subject to call in if impaired by alcohol or any controlled substance, narcotic (including marijuana), or prescription drug that has not been lawfully prescribed to the employee.

3. An employee’s failure to notify their department head before beginning work when taking medications or drugs, including but not limited to:
prescription drugs, over the counter medications, or illegal drugs or narcotics (including marijuana) which could interfere with the safe and effective performance of duties or operation of City of Cathedral City equipment.

Personnel Rules | Council Approved June 25, 2025 Page 91

4. An employee’s failure to notify the Human Resources Manager of any criminal conviction for a drug violation that occurred in the workplace within five days after such conviction.

5. An employee’s criminal conviction for a drug violation that occurred in the workplace.
1208.4 Drug and Alcohol Testing
The City of Cathedral City has discretion to test applicants and employees for alcohol and drug use under the circumstances below. The City of Cathedral City will use an outside laboratory to perform all testing.
a. Pre-Employment Testing for External Applicants for Certain Jobs: Those external applicants who apply for certain jobs where a special need for pre-employment drug and alcohol testing exists must take and pass a drug and alcohol test following a conditional offer of employment. The categories of jobs subject to pre-employment drug and alcohol testing include, but is not limited to, the following:

1. Safety sensitive jobs that have public safety implications, such as operating heavy trucks to transport hazardous material, protecting national security, enforcing drug laws, and/or operating natural gas pipelines; and

2. Jobs that involve the direct influence over children. a) Reasonable Suspicion Testing: The City of Cathedral City may require a blood test, urinalysis, or other drug and/or alcohol screening of those employees who are reasonably suspected of using or being under the influence of a drug or alcohol at work, under the following circumstances:

1. “Reasonable suspicion” to test exists if, based on
objective factors, a reasonable person would
believe that the employee is under the influence
of drugs or alcohol at work. Examples of objective
factors, include, but are not limited to: unusual
behavior, slurred or altered speech, body odor,
red or watery eyes, unkempt appearance,
unsteady gait, lack of coordination, sleeping on
the job, a pattern of abnormal or erratic behavior,
a verbal or physical altercation, puncture marks or
sores on skin, runny nose, dry mouth, dilated or
constricted pupils, agitation, hostility, confused or
incoherent behavior, paranoia, euphoria,
disorientation, inappropriate wearing of
sunglasses, tremors, or other evidence of recent
drug or alcohol use. If the City suspects drugs or
alcohol may have played a role in an accident
Personnel Rules | Council Approved June 25, 2025 Page 92 involving City property or equipment that will also
constitute reasonable suspicion.

2. Document and Analysis: In order to receive
authority to test, the supervisor must record the
factors that support reasonable suspicion in
writing and analyze the matter with the Human
Resources Manager. Any reasonable suspicion
testing must be pre-approved by the Human
Resources Manager.

3. Testing Protocol: If the documentation and
analysis show that there is a reasonable
suspicion of drug or alcohol abuse at work, and
the Human Resources Manager has approved,
the employee will be relieved from duty,
transported to the testing facility and to their
home after the test. The employee will be placed
on sick or other paid leave until the test results
are received.
.
1209 Drug and Alcohol Policy Pursuant to the Department of Transportation Regulations
The City of Cathedral City recognizes that the use of alcohol, drugs, and controlled substances in the workplace is not conducive to safe working conditions. In order to promote a safe, healthy, and productive work environment for all employees and the public, it is the City’s objective to have a work force that is free from the influence of substance abuse.

This section is intended to comply with all applicable federal regulations governing workplace anti-drug programs and safety sensitive employees. The federal Drug-Free Workplace Act of 1988 and similarly, the California Drug-Free Workplace Act of 1990 requires the establishment of drug free workplace policies and the reporting of certain drug-related offenses to the federal Department of Transportation (DOT). Also, the Federal Transportation Administration and Federal Motor Carrier Safety Administration (FMSCA) of the DOT has enacted regulations that mandate urine drug testing and breathalyzer alcohol testing for safety sensitive positions and prevent performance of safety sensitive functions where there is a positive test result. The DOT also has set standards for the collection and testing of urine and breath specimens. On January 6, 2020 the FMSCA enacted the Drug and Alcohol Clearinghouse requiring carriers to report FMCSA failed testing and test refusals, along with requiring to query the Clearinghouse when making new hires/promotions and once annually for current drivers.

Employees shall be asked to sign a statement certifying that they has received a copy of this policy and understands its contents. Any questions regarding rights and obligations under this Policy shall be referred to the employee’s supervisor, Department head, or Human Resources Manager.

Personnel Rules | Council Approved June 25, 2025 Page 93 Employees shall also be asked to consent for the City of Cathedral City to conduct a query of the Clearinghouse.

This policy complies with 49 CFR Part 655, as amended, 49 CFR Part 382, as amended, and 49 CFR Part 40, as amended. Copies of Parts 655, 382, and 40 are available in the drug and alcohol program manager’s office and can be found on the internet at the Department of Transportation (DOT) Office of Drug and Alcohol Policy and Compliance website http://www.dot.gov/odapc.

All covered employees are required to submit to drug and alcohol tests as a condition of employment in accordance with these regulations. 1209.1 Covered Employees
This policy applies to every person whose position requires the possession of a commercial driver’s license (CDL); every employee performing a “safety-sensitive function” as defined below, and any person applying for such positions.

Under FMCSA (49 CFR Part 382), you are a covered employee if you operate (i.e., drive) a Commercial Motor Vehicle (CMV) with a gross vehicle weight rating (gvwr) of 26,001 or more pounds; or is designed to transport 16 or more occupants (to include the driver); or is of any size and is used in the transport of hazardous materials that require the vehicle to be placarded.

Safety-sensitive function under Part 382 means all time from the time a driver begins to work or is required to be in readiness to work until the time they are relieved from work and all responsibility for performing work. Safety-sensitive functions shall include:
•Driving a commercial motor vehicle which requires the driver to have a CDL
•Waiting to be dispatched to operate a commercial motor vehicle •Inspecting, servicing, or conditioning any commercial motor vehicle •Performing all other functions in or upon a commercial motor vehicle (except resting in a sleeper berth)
•Loading or unloading a commercial motor vehicle, supervising or assisting in the loading or unloading, attending a vehicle being loaded or unloading, remaining in readiness to operate the vehicle, or giving or receiving receipts for shipments being loaded or unloaded •Repairing, obtaining assistance, or remaining in attendance upon a disabled vehicle
•Under FTA (49 CFR Part 655), you are a covered employee if you perform any of the following safety-sensitive functions for an entity subject to Part 655:
•Operating a revenue service vehicle, in or out of revenue service •Operating a non-revenue vehicle requiring a commercial driver’s license •Controlling movement or dispatch of a revenue service vehicle Personnel Rules | Council Approved June 25, 2025 Page 94 •Maintaining (including repairs, overhaul and rebuilding) of a revenue service vehicle or equipment used in revenue service
•Carrying a firearm for security purposes
An employee is considered to be performing a safety sensitive function during any period in which that employee is actually performing, ready to perform, or immediately available to perform any safety sensitive function, including off-site lunch periods and breaks.
1209.2 Prohibited Conduct
All covered employees are prohibited from reporting for duty or remaining on duty any time there is a quantifiable presence of a prohibited drug in the body above the minimum thresholds defined in Part 40.
•marijuana
•cocaine
•phencyclidine (PCP)
•opioids
•amphetamines
All covered employees are prohibited from performing or continuing to perform safety-sensitive functions while having an alcohol concentration of 0.02 or greater.

All covered employees are prohibited from consuming alcohol while performing safety-sensitive job functions or while on-call to perform safety-sensitive job functions. If an on-call employee has consumed alcohol, they must acknowledge the use of alcohol at the time that they are called to report for duty. If the on- call employee claims the ability to perform their safety-sensitive function, they must take an alcohol test prior to performance.

All covered employees are prohibited from consuming alcohol within four (4) hours prior to the performance of safety-sensitive job functions.

All covered employees are prohibited from consuming alcohol for eight (8) hours following involvement in an accident or until they submit to the post-accident drug and alcohol test, whichever occurs first.

Being under the influence of alcohol, drugs, or any controlled substances while subject to being called to duty, including stand-by time.

Directly or through a third party, manufacturing, selling, distributing, dispensing, otherwise attempting to manufacture, sell, or distribute alcohol, drugs, or controlled substances during work hours, including rest breaks or while on City premises.

Use of City property or premises to manufacture, sell, or distribute alcohol, drugs, or controlled substances.

Personnel Rules | Council Approved June 25, 2025 Page 95 Absence or tardiness as a result of having been under the influence of alcohol, drugs, or controlled substances during non-work time.
1209.3 Consequences for Violations

1. FTA Consequences
Following a positive drug or alcohol (BAC at or above 0.04) test result or test refusal, the employee will be immediately removed from safety-sensitive duty and referred to a Substance Abuse Professional.

Following a BAC of 0.02 or greater, but less than 0.04, the employee will be immediately removed from safety-sensitive duties for at least eight hours unless a retest results in the employee’s alcohol concentration being than 0.02.

2. FMCSA Consequences
Following a positive drug or alcohol (BAC at or above 0.04) test result or test refusal, the employee will be immediately removed from safety-sensitive duty and referred to a Substance Abuse Professional (SAP).

Following a BAC of 0.02 or greater, but less than 0.04, the employee will be immediately removed from safety-sensitive duties until the start of the employee’s next regularly scheduled duty period, but not less than 24 hours following administration of the test. (If any other consequence, ensure bold text is used) 1209.4 Circumstances for Testing

1. Pre-Employment Testing
Pre-employment alcohol tests are conducted after making a contingent offer of employment or transfer. All pre-employment alcohol tests will be conducted using the procedures set forth in 49 CFR Part 40.

A negative pre-employment drug test result is required before an employee can first perform safety-sensitive functions. If a pre- employment test is cancelled, the individual will be required to undergo another test and successfully pass with a verified negative result before performing safety-sensitive functions.

If a covered employee has not performed a safety-sensitive function for 90 consecutive calendars days, and has not been in the random testing pool during that time, the employee must Personnel Rules | Council Approved June 25, 2025 Page 96 take and pass a pre-employment test before they can return to a safety-sensitive function.

A covered employee or applicant who has previously failed or refused a DOT pre-employment drug and/or alcohol test must provide proof of having successfully completed a referral, evaluation, and treatment plan meeting DOT requirements.

FMCSA Drug Testing Exceptions - A driver is not required to undergo a pre-employment test if:
1) The driver has participated in a DOT testing program within the previous 30 days; and
2) While participating in that program, either:
i. Was drug tested within the past six
months (from the date of application
with City of Cathedral City), or
ii. Participated in the random drug testing
program for the previous 12 months
(from the date of application with City of
Cathedral City); and
3) City of Cathedral City can ensure that no prior employer of the driver of whom City of Cathedral City has
knowledge has records of a violation of this part or the controlled substances use rule of another DOT agency
within the previous six months

2. Reasonable Suspicion Testing
All covered employees shall be subject to a drug and/or alcohol test when the City has reasonable suspicion to believe that the covered employee has used a prohibited drug and/or engaged in alcohol misuse. A reasonable suspicion referral for testing will be made by a trained supervisor or other trained manager based on the basis of specific, contemporaneous, articulable observations concerning the appearance, behavior, speech, or body odors of the covered employee.

Covered employees may be subject to reasonable suspicion drug testing any time while on duty. Covered employees may be subject to reasonable suspicion alcohol testing while the employee is performing safety- sensitive functions, just before the employee is to perform safety- sensitive functions, or just after the employee has ceased performing such functions.

Personnel Rules | Council Approved June 25, 2025 Page 97

3. Post-Accident Testing
a) FTA Procedures
Covered employees shall be subject to FTA post-accident drug and alcohol testing under the following circumstances:
•Fatal Accidents
As soon as practicable following an accident
involving the loss of a human life, drug and alcohol
tests will be conducted on each surviving covered
employee operating the public transportation
vehicle at the time of the accident. In addition, any
other covered employee whose performance could
have contributed to the accident, as determined by
City of Cathedral City using the best information
available at the time of the decision, will be tested.
•Non-fatal Accidents
As soon as practicable following an accident not
involving the loss of a human life, drug and alcohol
tests will be conducted on each covered employee
operating the public transportation vehicle at the
time of the accident if at least one of the following
conditions is met:
1) The accident results in injuries requiring
immediate medical treatment away from the
scene, and the covered employee may have
contributed to the accident
2) One or more vehicles incurs disabling damage
and must be towed away from the scene, and
the covered employee may have contributed to
the accident
3) The vehicle is a rail car, trolley car or bus, or
vessel, and is removed from operation, and the
covered employee may have contributed to the
accident
In addition, any other covered employee whose performance could have contributed to the accident, as determined by the City using the best information available at the time of the decision, will be tested.

Personnel Rules | Council Approved June 25, 2025 Page 98 A covered employee subject to post-accident testing must remain readily available, or it is considered a refusal to test.

Nothing in this section shall be construed to require the delay of necessary medical attention for the injured following an accident or to prohibit a covered employee from leaving the scene of an accident for the period necessary to obtain assistance in responding to the accident or to obtain necessary emergency medical care.
b) FMCSA Procedures
Covered employees shall be subject to FMCSA post-accident drug and alcohol testing under the following circumstances:
•Fatal Accidents
As soon as practicable following an occurrence
involving a commercial motor vehicle operating on a
public road in commerce, and involving the loss of a
human life, drug and alcohol tests will be conducted
on each surviving covered employee who was
performing safety-sensitive functions with respect to
the vehicle.
•Non-fatal Accidents
As soon as practicable following an occurrence
involving a commercial motor vehicle operating on a
public road in commerce, and not involving the loss
of a human life, an alcohol test will be conducted on
each driver who receives a citation within eight (8)
hours of the occurrence under State or local law for
a moving traffic violation arising from the accident,
if:
1) The accident results in injuries requiring
immediate medical treatment away from
the scene; or
2) One or more motor vehicles incur disabling
damage and must be transported away from
the scene by a tow truck or other motor
vehicle.

As soon as practicable following an occurrence involving a commercial motor vehicle operating on a public road in
commerce, and not involving the loss of a human life, a drug test will be conducted on each driver who receives a citation within Personnel Rules | Council Approved June 25, 2025 Page 99 thirty-two (32) hours of the occurrence under State or local law for a moving traffic violation arising from the accident, if:
1) The accident results in injuries requiring immediate medical treatment away from the scene; or
2) One or more motor vehicles incur disabling damage and must be transported away from the scene by a tow truck
or other motor vehicle.

A covered employee subject to post-accident testing must remain readily available, or it is considered a refusal to test.

4. Random Testing
Random drug and alcohol tests are unannounced and unpredictable, and the dates for administering random tests are spread reasonably throughout the calendar year. Random testing will be conducted at all times of the day when safety-sensitive functions are performed.

Testing rates will meet or exceed the minimum annual percentage rate set each year within each DOT agency. The current year testing rates can be viewed online at http://www.dot.gov/odapc/random-testing-rates. If a given driver is subject to random testing under the rules of more than one DOT agency, the driver will be subject to random drug and alcohol testing at the annual percentage rate established by the DOT agency regulating more than 50% of the driver’s function.

The selection of employees for random drug and alcohol testing will be made by a scientifically valid method, such as a random number table or a computer-based random number generator. Under the selection process used, each covered employee will have an equal chance of being tested each time selections are made.

A covered employee will only be randomly tested for alcohol misuse while the employee is performing safety-sensitive functions, just before the employee is to perform safety-sensitive functions, or just after the employee has ceased performing such functions. A covered employee may be randomly tested for prohibited drug use anytime while on duty.

Personnel Rules | Council Approved June 25, 2025 Page 100 Each covered employee who is notified of selection for random drug or random alcohol testing must immediately proceed to the designated testing site.

Random testing under the FTA may occur anytime an employee is on duty so long as the employee is notified prior to the end of the shift. Employees who provide advance, verifiable notice of scheduled medical or child care commitments will be random drug tested no later than three hours before the end of their shift and random alcohol tested no later than 30 minutes before the end of their shift. Verifiable documentation of a previously scheduled medical or child care commitment, for the period immediately following an employee’s shift, must be provided at least [City decides how far in advance they must be notified] hours before the end of the shift.

5. Return to Duty Testing
Any employee who is allowed to return to safety-sensitive duty after failing or refusing to submit to a DOT drug and/or alcohol test must first be evaluated by a substance abuse professional (SAP), and provide a negative drug and/or alcohol test result. All tests will be conducted in accordance with 49 CFR Part 40, Subpart O.

6. Follow-up Testing
Employees returning to safety-sensitive duty following leave for substance abuse rehabilitation will be required to undergo unannounced follow-up alcohol and/or drug testing for a period of one (1) to five (5) years, as directed by the SAP. The duration of testing will be extended to account for any subsequent leaves of absence, as necessary. The type (drug and/or alcohol), number, and frequency of such follow-up testing shall be directed by the SAP.

All testing will be conducted in accordance with 49 CFR Part 40, Subpart O. 1209.5 Testing Procedures
All FTA drug and alcohol testing will be conducted in accordance with 49 CFR Part 40, as amended. The procedures regarding alcohol and drugs testing will be provided upon employee request to the Human Resources Manager. Analytical urine-controlled substance testing and breath testing for alcohol will be conducted as required under the DOT guidelines.
1209.6 Test Refusals
As a covered employee, you have refused to test if you:

1. Fail to appear for any test (except a pre-employment test) within a reasonable time, as determined by the City.

Personnel Rules | Council Approved June 25, 2025 Page 101

2. Fail to remain at the testing site until the testing process is complete. An employee who leaves the testing site before the testing process commences for a pre-employment test has not refused to test.

3. Fail to attempt to provide a breath or urine specimen. An employee who does not provide a urine or breath specimen because they left the testing site before the testing process commenced for a pre-employment test has not refused to test.

4. In the case of a directly-observed or monitored urine drug collection, fail to permit monitoring or observation of your provision of a specimen.

5. Fail to provide a sufficient quantity of urine or breath without a valid medical explanation.

6. Fail or decline to take a second test as directed by the collector or City for drug testing.

7. Fail to undergo a medical evaluation as required by the MRO or City’s Designated Employer Representative (DER).

8. Fail to cooperate with any part of the testing process.

9. Admit to the adulteration or substitution of a specimen to the collector or MRO.

10. Fail to remain readily available following an accident.

As a covered employee, if the MRO reports that you have a verified adulterated or substituted test result, you have refused to take a drug test.

As a covered employee, if you refuse to take a drug and/or alcohol test, you incur the same consequences as testing positive and will be immediately removed from performing safety-sensitive functions, and referred to a SAP. 1209.7 Prescription Drug Use
No prescription drug shall be possessed or used by an employee other than the employee for whom the drug is prescribed by a licensed medical practitioner. A prescription drug shall be used only in the manner, combination, and quantity prescribed. An employee must advise their supervisor of the use or influence of any prescription drug prior to beginning work, when taking the medication or drug could interfere with the safe and effective performance of duties, or the operation of a City vehicle or heavy machinery, such that the employee poses a direct threat to the health and safety of himself/herself or others.

An employee’s failure to provide this notice in a timely manner can result in discipline, up to and including termination. In the event there is a question regarding an employee’s ability to safely and effectively perform assigned duties while using such medications or drugs, clearance from a qualified physician may be required.

Personnel Rules | Council Approved June 25, 2025 Page 102 1209.8 Notifying the City of Any Criminal Drug Status Conviction In accordance with the Drug-Free Workplace Act of 1988, an employee must immediately notify the City of any criminal drug statute conviction of a violation that occurred in the workplace no later than five days after such conviction. Any employee who fails to provide this notice will be subject to discipline, up to and including termination.
1209.9 Consequences for Violation Of This Policy
1) Discipline
Any violation of this Policy may result in discipline, up to, and including termination. Discipline may be imposed regardless of whether or not an employee is convicted of any crime related to any violation of this Policy.

Any violation of this Policy that may constitute criminal conduct or violation of the DOT regulations may be reported to the appropriate law enforcement agencies and/or subject the employee to civil penalties.
2) Removal from Work Site
Employees reasonably believed to be under the influence of alcohol, drugs, or controlled substances shall be immediately prevented from engaging in further work and shall be detained for a reasonable time until they can be safely transported from the work site. 3) Removal of Safety Sensitive Functions
An employee whose alcohol test indicates an alcohol concentration level between .02 and .04 will be removed from their safety sensitive position for at least 24 hours. An employee whose alcohol test indicates an alcohol concentration level greater than .04 will be removed from their safety sensitive position for a period to be determined by the Department head, or Human Resources
Manager.

If an employee tests positive for drugs or controlled substances, the employee may not perform safety sensitive functions until satisfying the following requirements:
a) The employee must be retested and receive a verified negative result; and
b) When referred to a Substance Abuse Professional, the employee must complete any course of rehabilitation and submit to a return- to-duty test, as developed with the assistance of the Substance Abuse Professional. The City is not required to pay for this type of treatment. [Note to Employer: this is subject to any existing Personnel Rules | Council Approved June 25, 2025 Page 103 management labor agreements and health care benefits. 49 C.F.R. §

40.289.]
A Substance Abuse Professional is a licensed physician, psychologist, social worker, or addiction counselor with knowledge of and clinical experience in the diagnosis and treatment of alcohol, drug, and controlled substance abuse disorders.
4) Termination for Inability to Perform Essential Functions After the City has complied with any legal obligation to reasonably accommodate an employee’s protected disability, the City may terminate an employee who is unable to perform the essential functions of the job.
1209.10 Records Keeping and Confidentiality
The City is obligated to maintain records of the administration, including violations, of this Policy for a period of five years.

Any laboratory reports and test results shall not appear in an employee’s general personnel folder but will be contained in a separate, confidential medical folder that will be securely kept under the control of the Human Resources Manager.

The report or test results may be disclosed to City management on a strictly need- to-know basis and to the tested employee upon request. Disclosures, without patient consent, may also occur under the following situations:
1) When the information is compelled by law or by judicial or administrative process;
2) When the information has been placed at issue in a formal dispute between the employer and employee;
3) When the information is to be used in administering an employee benefit plan; or
4) When the information is needed by medical personnel for the diagnosis or treatment of the patient who is unable to authorize disclosure.
5) When requested by the DOT or any state or local officials with regulatory authority over the City or any of its safety sensitive employees.
1209.11 Rehabilitation
The City encourages employees to use City-sponsored employee assistance programs voluntarily to assist them in resolving any alcohol, drug, or controlled substance abuse problems. Employees should contact their supervisor, Department head, or Human Resources Manager for additional information, including further information concerning the dangerous effects of alcohol misuse and drug use on an employee’s health, work, and personal life. The City is committed to providing reasonable accommodation to those employees whose Personnel Rules | Council Approved June 25, 2025 Page 104 alcohol or drug abuse problem classifies them as disabled under federal and/or state law.

While the City will be supportive of those who seek help voluntarily, the City will be firm in identifying and disciplining those who continue to be substance abusers and who do not seek help or continue substance abuse even while enrolled in counseling or rehabilitation programs. Therefore, the City may require employees to use employee assistance programs, and in addition to mandatory referrals to a Substance Abuse Professional where applicable. 1210 USE OF CITY OF CATHEDRAL CITY EQUIPMENT OR RESOURCES 1210.1 Policy and Applicability
City of Cathedral City equipment and resources may only be used to conduct City of Cathedral City business, except for incidental personal use that is consistent with this Policy. As a result, City of Cathedral City equipment and resources are non-public forums. Every City of Cathedral City employee is required to adhere to this Policy.
1210.2 Agency Equipment or Resources
City of Cathedral City equipment or resources is any City of Cathedral City-owned or supplied item or resource, including, but not limited to: intellectual property (e.g., photographs, plans, drawings, formulas, customer lists, designs, formulas), vehicles, telephones, cell phones, pagers, tools, machines, supplies, copy machines, facsimile machines, desks, office equipment, computers (including hardware and software), file cabinets, lockers, Wi-Fi, internet, intranet, City of Cathedral City network, data systems, routers, voice mail, servers, and email or voice mail communications stored in or transmitted through City of Cathedral City electronic resources or equipment.
1210.3 No Expectation of Privacy
The City of Cathedral City periodically and without prior notice, monitors, reviews, accesses, or retrieves data from its equipment or resources, including electronic communications and content contained in or transmitted through City of Cathedral City networks or electronic resources. City of Cathedral City employees must provide the agency with the employee’s username or password for any City of Cathedral City issued equipment or resource. The existence of passwords or delete functions does not restrict the City of Cathedral City access.

As a result, City of Cathedral City employees have no expectation of privacy in their use of any City of Cathedral City equipment or resources. 1210.3.1 Email and Cell Phone Access for IT and Department Heads This policy outlines the procedures and guidelines for accessing city- issued email accounts and cellphones for legitimate business purposes, Personnel Rules | Council Approved June 25, 2025 Page 105 such as investigating potential misconduct, responding to legal requests, or ensuring continuity of operations.

This policy applies to all city-issued email accounts and cell phones and applies to all employees, contractors, and authorized personnel who may require access to these accounts.

Authorized Access
Access to city-issued email accounts and cell phones shall be granted only to authorized personnel, such as the IT Department, Human Resources, or designated managers, on a need-to-know basis.

Authorized personnel must complete a Request for Access to City-Issued Email and Cell Phone Account for approval from their department head or the City Manager before accessing any city-issued email account.

Access shall be limited to the minimum necessary scope and duration required for the legitimate business purpose.

Legitimate Business Purposes
Authorized access to city-issued email accounts may be granted for the following legitimate business purposes:

1. Investigating potential misconduct or violations of city policies or laws.

2. Responding to legal requests, such as subpoenas, court orders, or public records requests.

3. Ensuring continuity of operations, such as accessing critical information in an employee's absence or during an emergency.

4. Conducting routine system maintenance, backups, or
security monitoring.

Procedures
The requesting party shall submit a written request to their department head or the City Manager, stating the legitimate business purpose, the specific email account(s) and/or cell phone to be accessed, and the desired scope and duration of access.

Upon approval, the IT Department shall grant access to the authorized personnel and maintain a log of all access activities.

Authorized personnel shall access the email account(s) and or cell phone only for the approved purpose and shall not disclose or use the information for any other purpose.

Personnel Rules | Council Approved June 25, 2025 Page 106 Any sensitive or confidential information accessed shall be handled in accordance with applicable laws, regulations, and city policies.

Monitoring and Auditing
The IT Department shall implement appropriate logging and auditing mechanisms to track and monitor access to city-issued email accounts.

Human Resources shall conduct regular audits to ensure compliance with this policy and to identify potential misuse or unauthorized access.

Violations and Disciplinary Actions
Unauthorized access or misuse of city-issued email accounts may result in disciplinary action, up to and including termination of employment or contract, and potential legal consequences.

Suspected violations of this policy shall be reported to Human Resources and the City Manager for investigation and appropriate action. 1210.4 Appropriate Use Only – No Misuse
Employees may only use City of Cathedral City equipment or resources in compliance with City of Cathedral City policies. Except as authorized by this Policy, employees are expected to avoid any use or communication which is unrelated to City of Cathedral City business, destructive, wasteful, or illegal. The City of Cathedral City has discretion to restrict or rescind employee access to City of Cathedral City equipment or resources. The following are examples of misuse of City of Cathedral City equipment or resources:
a) Any use that violates applicable law and/or City of Cathedral City policies, rules or procedures;
b) Exposing others to material which is offensive, harassing, obscene or in poor taste. This includes information which could create an intimidating, offensive or hostile work environment;
c) Any use that may create or further a hostile attitude or give offense on the basis of race, color, religion, sex, gender, gender expression, gender identity, national origin, ancestry, citizenship, age, marital status, physical or mental disability, medical condition, genetic information, sexual orientation, veteran status or any other basis protected by law; d) Communication of confidential City of Cathedral City information to unauthorized individuals within or outside of City of Cathedral City; e) Unauthorized attempts to access or use City of Cathedral City data or break into any City of Cathedral City or non-City of Cathedral City system; f) Theft or unauthorized transmission or copying of paper or electronic files or data;
g) Initiating or sustaining chain/spam letters, e-mail or other unauthorized mass communication;
Personnel Rules | Council Approved June 25, 2025 Page 107 h) Misrepresentation of one’s identity for improper or illegal purposes; i) Personal commercial or business activities (e.g. “for sale” notices, personal ads, etc.);
j) Transmitting/accessing obscene material and/or pornography; k) E-Commerce;
l) Online gambling;
m) Installing or downloading unauthorized software or equipment; n) Violating terms of software licensing agreements; and o) Using City of Cathedral City equipment or resources to access and/or use dating web resources, personal social media, or games of any type. p) Any unauthorized access to City of Cathedral City equipment or resources, including: using keys or key cards; using or disclosing the username or password of another person or employee to gain access to their email or other electronic resources; or making City of Cathedral City equipment or resources available to others who would otherwise have no authorized access.
q) Using City of Cathedral City equipment or resources to speak on the City of Cathedral City’s behalf without authorization.
1210.5 City of Cathedral City Email Address Must be Used for City of Cathedral City Business
The City of Cathedral City’s email system is an official communication tool for City of Cathedral City business. The City of Cathedral City establishes and assigns official email addresses to each employee as the City of Cathedral City deems necessary. Employees must send all City of Cathedral City communications that are sent via email to and from their official City of Cathedral City email address.

Employees are prohibited from using their private email address (e.g., Gmail, yahoo, MSN/Hotmail, etc.) when communicating City of Cathedral City business via email. Should an email related to City of Cathedral City business be sent to an employee’s personal email account, the email should be immediately forwarded to the employee’s City of Cathedral City email account and responded to accordingly.
1210.6 Incidental Personal Use of City of Cathedral City Communications Equipment Permitted
Employees may use City of Cathedral City telephones, cell phones, internet access, and e-mail for incidental personal communications provided that the use:
a) Is kept to a minimum and limited to break times or non-working hours; b) Does not interfere or conflict with City of Cathedral City operations or the work performance of any City of Cathedral City employees; c) Allows the employee to more efficiently perform City of Cathedral City work;
d) Is not abusive, illegal, inappropriate, or prohibited by this Policy (for example, no social media use, no electronic dating, no gaming); and Personnel Rules | Council Approved June 25, 2025 Page 108 e) Clearly indicates it is for personal use and does not indicate or imply City sponsorship or endorsement.
1212 POLICY AGAINST VIOLENCE IN THE WORKPLACE
1212.1 Safe and Secure Workplace
The City of Cathedral City is committed to providing a safe and secure workplace and will not tolerate acts or threats of violence in the workplace. The workplace includes any location where City of Cathedral City business is conducted, including vehicles and parking lots. Any violation of this Policy may lead to criminal prosecution, and/or disciplinary action, up to and including termination. 1212.2 Prohibited Behavior
Employees are prohibited from participating in or promoting acts of intimidation, violence, threats, coercion, assault and/or abusive behavior toward any person while in the course of the City of Cathedral City employment. The City of Cathedral City will not tolerate any conduct that references workplace violence, even if it was intended to be harmless, humorous, a prank, blowing off steam, or venting.
1212.3 Workplace Violence
“Workplace violence” is defined as any conduct that causes an individual to reasonably fear for their personal safety or the safety of their family, friends, and/or property.

Specific examples of workplace violence include, but are not limited to, the following:
a) Threats or acts of physical harm directed toward an individual or their family, friends, associates, or property;
b) The destruction of, or threat of destruction of City of Cathedral City property or another employee’s property;
c) Fighting, challenging another person to fight, or participating in dangerous or threatening horseplay;
d) Striking, punching, slapping, or assaulting another person; e) Grabbing, pinching, or touching another person in an unwanted way whether sexually or otherwise;
f) Harassing or threatening phone calls;
g) Surveillance;
h) Stalking; and
i) Possessing a weapon(s) during work hours unless the City of Cathedral City issues the weapon(s) for performance of the job. “Weapon” is defined as a firearm, chemical agent, club or baton, knife, or any other device, tool, or implement that can cause bodily harm if used as a weapon Personnel Rules | Council Approved June 25, 2025 Page 109 or displayed in such a manner to cause harm or threaten a person with harm.
1212.4 Incident Reporting Procedures

1. Employees must immediately report to their supervisor or department director whether they have been a victim of, or have witnessed, workplace violence. The supervisor or department director will immediately report the matter to the Human Resources Manager.

2. The Human Resources Manager or designee will document the incident, including the employee names(s), date/time, location, incident description, witness names and statements, description of unidentified parties, description of the act(s) and/or behavior arising from the incident, action taken, and provide any other relevant information regarding the incident.

3. The Human Resources Manager or designee will take appropriate steps to provide security, such as:
i. Placing the employee alleged to have engaged in workplace violence on administrative leave, pending investigation; ii. Asking any threatening or potentially violent person to leave the site; or
iii. Immediately contacting an appropriate law enforcement agency.
1212.5 Investigation
The Human Resources Manager will see that reported violations of this Policy are investigated as necessary.
1212.6 Prevention
Each department head has authority to enforce this Policy by:
a) Training supervisors and subordinates about their responsibilities under this Policy;
b) Assuring that reports of workplace violence are accurately and timely documented and addressed;
c) Notifying the Human Resources Manager and/or law enforcement authorities of any incidents;
d) Making all reasonable efforts to maintain a safe and secure workplace; and
e) Maintaining records and follow up actions as to reports of workplace violence.

Personnel Rules | Council Approved June 25, 2025 Page 110 1214 APPEARANCE STANDARDS
1214.1 Basis for Standards
These dress code, tattoo, and body piercing appearance standards are designed to promote the City of Cathedral City legitimate and non-discriminatory goals to promote workplace safety and a professional image that is consistent with the employee’s job duties and level of public contact.
1214.2 Dress Code
Employees are required to dress appropriately for the jobs they are performing.

The following dress code regulations shall apply to all City of Cathedral City employees. If an employee has questions about how these standards apply to them, the matter should be immediately raised with their supervisor for consideration and determination:
a) All clothing and footwear must be neat, clean, in good repair, and appropriate for the work environment and functions performed; b) Prescribed uniforms and safety equipment must be worn; c) Hair must be neat, clean and well-groomed;
d) Beards, mustaches, and sideburns must be maintained in neat and well- groomed fashion:
e) Jewelry that does not pierce the skin is acceptable except where it constitutes a health or safety hazard:
f) Good personal hygiene is required: and
g) Dress must be professionally appropriate to the work setting, particularly if the employee has contact with the public at work.
1214.3 Tattoos
Employees are expected to project a professional appearance while at work and must abide by the standards below. If an employee has questions about how these standards apply to them, the matter should be immediately raised with their supervisor for consideration and determination.
a) No tattoos are allowed anywhere on the head, face, or neck; b) Any visible tattoos shall not be obscene, sexually explicit, discriminatory to sex, race, religion, or national origin, extremist, and/or gang-related; c) Any non-conforming tattoos will be covered with clothing, bandage or makeup while at work, or removed.
1214.4 Piercing
Employees are expected to project a professional appearance while at work and not endanger themselves or others with excessive body piercing. If an employee has questions about how these standards apply to them, the matter should be immediately raised with their supervisor for consideration and determination.

Personnel Rules | Council Approved June 25, 2025 Page 111 a) No objects, articles, jewelry or ornamentation of any kind shall be attached to or through the skin if visible on any body part including the tongue or any part of the mouth except that reasonably-sized pierced earrings may be worn;
b) Any non-conforming piercing shall be removed, covered with a bandage, or replaced with a clear, plastic spacer.
1216 TELEWORKING POLICY
1216.1 Purpose
The purpose of the policy is to allow certain employees, subject to their execution of a Teleworking Agreement, to Telework from an Alternative Worksite for some or all of their regularly scheduled work hours and to ensure that, for the duration of such Telework, employees perform their job duties, and in so doing provide quality work in a timely manner, and to the benefit of the public. 1216.2 Definitions
“Alternative Worksite” means the employee’s home, place of residence or from another location approved by the city other than the employee’s normal workplace at a city worksite or facility.
“Telework(ing)” means a work arrangement under which an employee works from their home, place of residence or from another location other than the employees’ normal workplace at a city worksite or facility (“Alternative Worksite”) for all or a portion of their regularly scheduled work hours. 1216.3 Scope of Policy and Covered Individuals
This policy covers Teleworking voluntarily requested, subject to certain conditions and requirements.
1216.4 Voluntary Teleworking Arrangements
The city may allow Teleworking for certain eligible employees who request to Telework.
1216.4.1 Eligibility Criteria
The City Manager or their designee, possesses the discretionary authority to determine the job classifications, positions, and employees who are eligible to telework under this policy.

The City Manager, or their designee, may make such determination using criteria including, but not limited to, the following:
a) The operational needs of the agency and employee’s
Personnel Rules | Council Approved June 25, 2025 Page 112 department and division;
b) The disruption of or potential for disruption to the agency’s functions;
c) The ability of the employee to perform their job duties (both essential and marginal) from an Alternative
Worksite without diminishing the quantity or quality
of the work performed;
d) The degree to which the employee’s job functions
require face-to-face interaction with other agency
employees, contractors and members of the public;
e) The employee’s job performance, as determined by
their last performance review;
f) The employee’s length of service with the agency,
department or division;
g) The portability of the employee’s work, including the employee’s ability to remotely access tools,
equipment, and materials necessary to perform their
job functions;
h) The availability of or ability to create a functional, reliable, healthy, safe, and secure Alternate Worksite
for the employee at a reasonable cost;
i) The risk factors associated with performing the
employee’s job duties from a location other than the
employee’s normal workplace at an agency worksite;
j) The agency’s capacity to monitor and measure the
employee’s work performance at the Alternate
Worksite;
k) The employee’s supervisory responsibilities;
l) The employee’s need for supervision; and
m) Other considerations deemed necessary and
appropriate by the agency, including tax and other
legal implications of teleworking.
1216.4.2 Process for an Employee to Request to Telework To make a request for a Teleworking arrangement, employees must complete a Voluntary Telework Request Form and file the completed request form with their supervisor or manager.

The employee’s supervisor or manager will provide the request form to the Department Director, or their designee, and will discuss the employee’s request with the Department Director, or their designee.

In consultation with or based on information provided by the employee’s supervisor or manager, the Department Director will consult with human resources to make a determination regarding the employee’s request to telework.

Personnel Rules | Council Approved June 25, 2025 Page 113 The Department Director will consider Teleworking requests on a case- by-case basis consistent with the criteria above and other factors relevant to the employee’s request to telework.
1216.4.3 Final Determination; No Right to Appeal
The decision of the Department Director regarding an employee’s Teleworking request is final and binding. Neither the employee nor the employee’s employee organization possesses any right to appeal or grieve the decision.
1216.4.4 Approval of Requests; Voluntary Telework Agreement An eligible and qualified employee who has requested and been granted the opportunity to Telework, must execute a Voluntary Teleworking Agreement (“Agreement”) prior and as a precondition to the employee teleworking.

The Agreement shall provide the mutual understanding of the employee, the employee’s supervisor or manager, and the Department Director concerning the teleworking arrangement.
1216.5 Mandatory Teleworking Arrangements during Exigent Circumstances Where an exigent circumstance exists, the city may direct city employees to remain at their homes or places of residence and the city adopt and implement a short-term teleworking arrangement for such employees in order to provide for the continuity of essential services provided by the city.

Exigent circumstances mean a situation in which there is an imminent threat of extreme peril to life, property and resources. Exigent circumstances may include, but are not limited to, war, public health emergencies, power failures, natural and man-made disasters, and other states of emergency.

Where such an exigency exists and necessitates the adoption and implementation of a short-term mandatory teleworking arrangement for city employees, the City Manager is expressly authorized to suspend some or all provisions of this policy and adopt and implement alternative provisions necessary to provide for the continuity of essential services. 1216.6 Duties, Obligations and Responsibilities for Teleworking Employees Teleworking employees must adhere to the provisions set forth in these policies, including, but not limited to the following:
1216.6.1 General Duties, Obligations, and Responsibilities a)All existing duties, obligations, responsibilities and conditions of employment remain unchanged.

Personnel Rules | Council Approved June 25, 2025 Page 114 Teleworking employees shall abide by all city and
departmental policies and procedures, rules and
regulations.
b)All of the Teleworking employees’ existing supervisory relationships, lines of authority and supervisory practices remain in effect.
c)Teleworking employees authorized to perform work at
an Alternate Worksite must meet the same standards of
performance and professionalism expected of city
employees in terms of job responsibilities, work product, timeliness of assignments, and contact with other city
employees and members of the public.
d)Teleworking employees are required to be accessible in the same manner as if they are working at a city worksite or facility during the established teleworking Work
Schedule, regardless of the designated location for
teleworking, or Alternate Worksite. Teleworking
employees must be accessible via telephone, email,
and/or network access to their supervisor and other city employees while Teleworking, as if working at their city worksite. Teleworking employees shall check their city
related business phone messages and emails on a
consistent basis, as if working at their city worksite. 1216.6.2 Work Schedule, Leave, Benefits
a)Employees shall continue to abide by city policies and procedures for requests of sick, vacation and other
leaves of absences. If an employee becomes ill while
working under the Agreement, they shall notify their
supervisor or manager immediately and record on their
timesheet any hours not worked due to illness and/or
incapacitation.
b)Teleworking employees’ salary and benefits remain
unchanged during the Teleworking arrangement.
c)Workers’ Compensation benefits will apply only to
injuries arising out of and in the course of employment as defined by Workers’ Compensation law. Teleworking
employees must report any such work-related injuries to their supervisor or manager immediately. The city shall not be responsible for injuries or property damage
unrelated to such work activities, including injuries to third-persons when said injuries occur at the Alternate Worksite.
1216.6.3 Space and Equipment, Information Security, Confidentiality Personnel Rules | Council Approved June 25, 2025 Page 115 a)Teleworking employees will either receive approval to use personal computer equipment or will be provided
with city-issued equipment at the discretion of the City Manager.
b)If the city provided any city-issued equipment,
teleworking employees agree to follow the city’s policy for the use of such equipment. Teleworking employees
must report to their supervisor any loss, damage, or
unauthorized access to city owned equipment,
immediately upon discovery of such loss, damage, or
unauthorized access.
c)Where, in response to a request to Telework, the city allows an employee to Telework, the city shall not be
responsible for Teleworking costs, including, but not
limited to, the employee’s use of their home or place of residence, their personal computer, utilities, internet, data, network costs, home maintenance, workspace
furniture, ergonomic equipment, or any other incidental costs, unless expressly provided for in the Agreement.
d)Employees must take reasonable precautions to ensure
their devices (e.g., computers, laptops, tablets, smart phones, etc.) are secure before connecting remotely to
the city’s network and must close or secure all
connections to city desktop or system resources (e.g.,
remote desktop, VPN connections, etc.) when not
conducting work for the city. Employees must maintain
adequate firewall and security protection on all such
devices used to conduct city work from the Alternate
Worksite.
e)Teleworking employees shall exercise the same
precautions to safeguard electronic and paper
information, protect confidentiality, and adhere to the city’s records retention policies, especially as it pertains to the California Public Records Act (“CPRA”).

Teleworking employees must safeguard all sensitive and
confidential information (both on paper and in electronic form) relating to city work they access from the Alternate Worksite or transport from their city worksite to the
Alternate Worksite. Teleworking employees must also
take reasonable precautions to prevent third parties
from accessing or handling sensitive and confidential
information they access from the Alternate Worksite or
transport from their city worksite to the Alternate
Worksite. Teleworking employees must return all
records, documents, and correspondence to the city at
the termination of the Agreement or upon request by
their supervisor or manager, Department Director or
Human Resources.

Personnel Rules | Council Approved June 25, 2025 Page 116 1216.6.4 Miscellaneous
a)Teleworking employees must notify their supervisor or manager promptly when unable to perform work
assignments because of equipment failure or any other
unforeseen circumstances.
b)Teleworking employees must have access to an Alternate Worksite that is quiet and free of distractions and which has reliable and secure power, internet and/or wireless access.
c)Teleworking employees shall ensure that all official city documents are retained and maintained according to the
normal operating procedures in the same manner as if
working at a city worksite.
d)Teleworking employees must ensure dependent care will not interfere with work responsibilities.
1216.7 Ad Hoc Arrangements
Temporary telecommuting arrangements may be approved for circumstances such as, special projects or business travel. These arrangements are approved on an as-needed basis only, with no expectation of ongoing continuance.

Other informal, short-term arrangements may be made for employees on family or medical leave to the extent practical for the employee and the organization and with the consent of the employee’s health care provider, if appropriate.

All informal telecommuting arrangements are made on a case-by-case basis, focusing first on the business needs of the organization.

The City Manager, or their designee, possesses the discretionary authority to determine the job classifications, positions, and employees who are eligible.

Fire Department Policy Section C-52 approved by City Manager 1217 WELLNESS PROGRAM
The Wellness Program encourages, motivates, and challenges employees to take an active interest in their personal well-being by having access to wellness resources and a personalized wellness plan. This Wellness Program policy establishes reimbursement guidelines for qualified fitness and/or wellness-related expenses to promote employee health and disease prevention.

Authorized Employees – For the purposes of this policy, “authorized employees” shall Personnel Rules | Council Approved June 25, 2025 Page 117 include:

A.NON-REPRESENTED (excluding limited term, intern, temporary) B.AFSCME
C.CCFMA
An employee is eligible for the reimbursement of qualified fitness and/or wellness-related expenses provided:

1. They are a Regular Full-time Employee (FTE) who has completed their probationary period (does not apply to promotions); or

2. Six (6) months for at-will employees.

Reimbursement maximum total annual amount per employee per payroll year is:

UNIT REIMBURSEMENT
AMOUNT
AFSCME $600
NON-REP $600
CCFMA $300
a) Any costs exceeding the maximum total annual reimbursement will be the employee's sole responsibility.
b) All purchases for which reimbursement is provided become the sole personal property of the employee.
c) Reimbursements are deemed taxable by the IRS and must be included in the employee’s paycheck.

QUALIFIED EXPENSES

1.Membership to a fitness facility that charges a fee for using the facility and equipment and/or a formal class or instruction designed to improve fitness. i. Examples include gym, aerobics, body toning, fitness boot camp, karate, spinning, yoga, etc.
ii. Personal trainer fees from a certified personal trainer or qualified fitness facility.

2.Registration in a weight management program such as Weight Watchers, Jenny Craig, or personalized nutrition plan.

3.Health and Wellness training course.
i. Approved courses will be released by Human Resources.

4.Preventive health screenings not covered by medical insurance plans.

5.Prescriptions, co-pays, out of pocket medical expenses not covered by your health carrier (prescriptions, general office visits, dental, vision).

6.Exercise equipment.
i. Examples include elliptical, stationary bike, treadmill, weights (sets or handheld), resistance bands, and resistance training balls.

7.Therapeutic massage session (e.g., deep tissue, Swedish, sports, etc.) from a state-certified massage therapist or institution (Memberships to massage Personnel Rules | Council Approved June 25, 2025 Page 118 service providers, such as Massage Envy, may be covered provided the employee can submit verification that the services received were for the employee).

EXPENSES NOT ELIGIBLE FOR REIMBURSEMENT INCLUDE BUT ARE NOT LIMITED TO:

1.Purchases made through a private party or fellow co-workers are not reimbursable.

2.Apparel accessories related to recreational sports/fitness or home workout activities (footwear, kayaks, paddleboards, tennis rackets, bats, balls, yoga mats) are not eligible under the program.

3.Membership, registration, or annual fees for participation in extreme sporting competitions and extreme sports.

4.Food, vitamins, proteins, and supplements.

PROCESS OF REIMBURSEMENT
A.Once a qualified purchase is made, the employee will complete the Wellness Reimbursement Form. Human Resources may request additional information regarding an item and its intended use to determine eligibility for reimbursement.

B.The itemized receipt/proof of purchase or confirmed delivery of purchase if items are purchased online, must be attached to the Request for Wellness Reimbursement form and submitted on the Employee Self-Service Portal.

C.Closing the payroll year. The Request for Reimbursement must be submitted by the end of the payroll year as identified on the Wellness Reimbursement form.

The Agency is not responsible or liable for any risks, injuries, or losses the employee suffers.

Falsification of information will result in immediate termination of an employee’s participation in the program without reimbursement for any expenses they may have already incurred. An employee who violates this policy may be subject to disciplinary action.

For the purpose of this policy, the payroll year that payment shall be credited to will be determined by the receipt date.

Employee: Complete the Wellness Reimbursement form (on the ESS forms), provide itemized receipt/proof of purchase and submit a claim on the Employee Self-Service Portal.

Human Resources/Payroll: Administration of the Wellness Program, approval and processing of the employee reimbursements.
1218 ELECTRONIC SIGNATURE USE
The City of Cathedral City Electronic Signature Use Policy shall be used to increase productivity and ensure convenient, timely and appropriate access to information by using electronic signature technology to collect and preserve signatures on documents quickly, securely, and efficiently.

Personnel Rules | Council Approved June 25, 2025 Page 119 This Policy establishes when electronic signature technology may replace a hand-written signature, with the goal of encouraging the use of paperless, electronic documents whenever appropriate and allowed by law. This Policy authorizes the City to accept an approved electronic signature, in lieu of a written signature, on a document in which a signature is required or used, which complies with the requirements of California Government Code Section 16.5 and this Policy.

While the use of electronic signatures is suggested and encouraged, this Policy does not require any Department to use electronic signatures; nor can the City mandate that any third party signing a document use electronic signature.

This Policy applies to documents requiring a signature of any person where the signature is intended to show authorship, approval, authorization, or certification, as allowed by law. It is the Policy of the City to encourage the use of electronic signatures in all internal and external activities, documents, and transactions where it is operationally feasible to do so, where existing technology permits, and where it is otherwise appropriate based on the Department's preferences. In such situations, affixing an electronic signature to the document in a manner consistent with this Policy shall satisfy the City's requirements for signing a document. As used in this Policy, the term "signature" includes using initials on a document instead of a signature.

Each Department Director has discretion to decide whether to permit the use of electronic signatures. Departments should work with the City Attorney to determine whether applicable laws permit an electronic signature to be used. In addition, each Agency/Department that opts to use electronic signatures must adopt/amend their business practices to support the requirements of this Policy.

INTRODUCTION:

In 1995, the California Legislature passed Government Code Section 16.5, authorizing public entities to accept digital signatures if they comply with stringent verification requirements.

In 1999, California adopted a version of the Uniform Electronic Transactions Act ("UETA")(California Civil Code Sections 1633.1 to 1633.17), providing that electronic signatures would have the same legal effect as a wet or manual signature.

Not every state enacted UETA and, therefore, in 2000, the Federal Government enacted the Electronic Signatures in Global and National Commerce Act (ESIGN). ESIGN mandated the same treatment of electronic signatures in interstate or foreign commerce. (15 USC§§ 7001 et seq.) The City of Cathedral City (the "City") seeks to implement guidelines for the use and acceptance of electronic signatures as well as for the authentication, maintenance, and preservation of electronically signed records, electronic records, and other electronic information submitted to and accepted by the City. Use of electronic signatures will move the City another step closer to instantaneous communication with the public by further improving the manner and speed with which the City communicates and conducts business.

Personnel Rules | Council Approved June 25, 2025 Page 120 While the use of electronic information will continue to evolve, the City has identified acceptable forms of secure electronic signatures and electronically signed records and has developed this Electronic Signature Use Policy (this "Policy") to encourage their use and acceptance.

Policy:

D. Policy Statement. This Policy authorizes the use of electronic signatures on City documents while allowing the City to strike a balance between the flexibility desired in transactions and the need for signature security and integrity. Specifically, this Policy establishes that electronic signatures shall be valid and effective on City records and documents so long as certain guidelines regarding the security and integrity of electronic signatures are met; authorizes the City Manager (or designee) to determine the particular technologies or vendors that presumptively satisfy the guidelines; and authorizes the City Manager to determine the level of security required for various types of electronic records or documents. Staff should consult with the City Attorney to determine whether applicable laws permit an electronic signature to be used before proceeding if not addressed in the list of documents set forth below. This Policy is designed to supplement the City's current records management and retention policies.

E. Definitions.

1. An “electronic record” is defined by California’s Uniform Electronic Transactions Act (“UETA”) (Cal. Civil Code § 1633.1 et seq.) as “a record created, generated, sent, communicated, received, or stored by electronic means.” An electronic record generally contains information or a data file that was created and stored in digitized form through the use of computers, machines, and software applications. The format of an electronic record does not change the fact that it is a record subject to applicable public records laws, but its electronic form and its dependence on machines for creation and reference do change the way these records must be stored and managed.

2. An "electronic signature" is fundamentally a legal concept as defined by both the federal Electronic Signatures in Global and National Commerce Act and the UETA, an electronic signature is “an electronic sound, symbol, or process, attached to or logically associated with a contract or other record and executed or adopted by a person with the intent to sign the record.” It is the electronic equivalent of a handwritten, wet, or manual signature on paper, and therefore must have certain characteristics for evidentiary purposes.

3. An “electronically signed record” is a record, file, or document that has been electronically signed by means of an electronic signature and that is related to the conduct of the City’s official Personnel Rules | Council Approved June 25, 2025 Page 121 business.

F. General Rules for Electronic Signatures.

1. Compliance with Policy. This Electronic Signature Policy applies to all City Departments and governs all uses of electronic signatures and electronically signed records or documents related to the conduct of the City’s official business. City staff will only accept electronic signatures that comply with the
requirements of this Policy.

2. General Authorization. In any document accepted by the City in which a signature is required or used, the City Manager may authorize the use of an electronic signature, so long as it complies with the requirements of this Policy.

3. Use Optional. Pursuant to California law, the use of electronic signatures by individuals or entities that wish to conduct business with the City remains optional. This Policy neither limits the right or option to conduct the transaction on paper or in non- electronic form, nor the right to have documents provided or made available on paper.

4. Consent Required. All parties that wish to use electronic signatures shall agree to follow this Policy, shall provide written or electronic consent as to the use of electronic signatures, and shall agree to indemnify the City against any liability associated with transmitting an electronic signature or an electronically signed record by electronic transmission. Consents may be kept on file with the City prior to the sending party transmitting any records or signatures electronically or may be included in the electronic document as evidence that the signer has accepted this Policy.

5. Characteristics of a Valid Electronic Signature. The use of an electronic signature shall be valid and shall have the same force and effect as the use of a handwritten, wet, or manual signature if:
a. The signature is capable of verification (through
the electronic document's metadata);
b. The signature is under the sole control of the
person using it; and
c. The signature is linked to the data contained in
the electronically signed record in such a manner
that it is readily ascertainable if the data is
changed after the signature is applied.

6. Signature Required by City Policy; State or Federal Law.

Personnel Rules | Council Approved June 25, 2025 Page 122 a. Where a City policy requires that any electronic
document, photo, record, or other related item
have the signature of a responsible person, that
requirement is met when the item has
associated with it an electronic signature
meeting the requirements of this Policy.
b. Where California or federal law requires that any
electronic document, photo, record, or other
related item have the signature of a responsible
person, that requirement is met when the item
has associated with it an electronic signature
meeting the requirements of this Policy and
using a signature method, which complies with
California law or federal law.

7. Acceptable Technologies. The City Manager, with the
recommendation of the General Counsel shall determine
acceptable electronic signature technologies and vendors under this Policy, and consistent with industry best practices, to ensure that security and integrity of electronic records, electronic data, and electronic signatures. The City Manager, with
recommendation of the City Attorney and Director of
Information Technology, shall further determine the records or documents for which the City will accept electronic signatures.

8.Penalty of Perjury. This Policy shall comport with California Civil Code section 1633.11(b) which states, “In a transaction, if a law requires that a statement be signed under penalty of perjury, the requirement is satisfied with respect to an electronic signature, if an electronic record includes, in addition to the electronic signature, all of the information as to which the declaration pertains together with a declaration under penalty of perjury by the person who submits the electronic signature that the information is true and correct."

9.Further Acts. Nothing in this Policy shall prevent the City from adopting additional guidelines or taking further actions to implement this Policy or to add other permissible forms of electronic signatures to this Policy.

10.Revocation of Technology. In the event that is determined that an approved electronic signature method or technology is no longer trustworthy or secure, the City Manager shall revoke the approval of such electronic signature method. If there is continued significance for electronic signatures that employed the revoked method, the City Manager will take steps to ensure that any valid records signed with the revoked method are signed again either Personnel Rules | Council Approved June 25, 2025 Page 123 with a handwritten, wet signature or with an approved electronic signature method.

G. Intake process; Validation Process.

1. Initial Evaluation. City staff shall determine which section(s) of this Policy apply to any electronic signature or electronically signed record.

2. Obtain Consent. City staff shall require all sending parties to provide a written consent agreeing to the City’s Electronic Signature Use Policy.

This consent may be kept on file with the City prior to the sending party transmitting any records or signatures electronically or may be included on the electronic document as evidence that the signed has accepted this Policy.

3. Identify the Sending Party. City staff shall develop rules and standard operating procedures to identify the sending party’s identity, address, and contact information to accompany an electronic signature, record, document, or transmission.

4. Multiple Parties. City staff shall determine whether multiple signatures are required, and if so, each signature shall independently comply with the requirements of this Policy.

H. Electronically Transmitted Documents; Confirmation Process.

1. Initial Evaluation. City staff shall determine whether a particular document needs to be authenticated for recording purposed and whether confirmation of that document needs to be provided.

2. Acceptable Forms. The following is a list of approved forms for electronic or digital signatures, but not limited to:
a. Contracts for goods and services.
b. Contracts approved by resolution or minute order of the City Council.
c. Settlement agreement contracts approved by the City
Council.
d. Contracts concerning the administrative business of the City which the City Manager and his/her designee has
control over pursuant to employment agreement,
personnel resolution, or City municipal code or
ordinance.
e. As approved by City Council, letters/documents
authorized by to be signed by the Mayor.
f. Routine personnel transactions.
g. Reimbursement forms.

Personnel Rules | Council Approved June 25, 2025 Page 124 h. Special Event Permit Applications.
i. Request for Public Records.
j. Credit Card Authorization.
k. All Fair Political Practice Commission forms required to be filed in the City Clerk’s Office.
l. Other forms as approved by the City Manager or his/her designee.

3. Characteristics of Trustworthiness. Reliability, authenticity, integrity, and usability are characteristics of trustworthy records from a records management perspective. Transactions that are critical to the City’s business may require greater assurances that they are reliable, authentic, maintain integrity, and are usable than other transactions of less critical importance.
a. Reliability. A reliable record contains content that can be trusted as a full and accurate representation of the
transactions, activities, or facts to which it attests, and can be depended upon in the course of subsequent
transactions or activities.
b. Authenticity. An authentic record is one that is proven to be what it purports to be, and which has been created or sent by the person who purports to have created or
sent it.

C. Integrity. The integrity of a record refers to the record's completeness and total lack of unauthorized alterations. d. Usability. A usable record is one, which can be located, retrieved, presented, interpreted, and utilized for its intended purpose or objective.

4. Prohibited Use. Use of electronic or digital signatures is prohibited, but not limited, to the following situations:
a. Transactions for which electronic signatures are not enforceable by law and/or transactions requiring a
handwritten signature.
b. Transactions that require a person to sign in the presence of a notary.

5. Confirmation of Receipt. From the initial signature of a document to the completion of all required signatures (execution), the document shall be accessible to all signatories to see its status in the workflow. Upon final execution of a contract document, all parties to the contract (as designated by the Contract
Administrator who initiates the signature workflow) will be notified electronically and such notification will be recorded as part of the document's metadata.

Personnel Rules | Council Approved June 25, 2025 Page 125

6. Confirmation of Filing. The City must also dispatch to the sending party an electronic confirmation that the record or document has been filed and, if applicable, added to the existing record on file.

7. Filer Responsible for Verification. In the absence of the City's confirmations of receipt and filing, there shall be no presumption that the City received and filed the electronically submitted record or document. The sending party is responsible for verifying that the City received and filed a document and for obtaining confirmations of receipt and filing.

8. Notice of Rejection of Document for Filing. If City staff do not file a record or document because it does not comply with applicable filing requirements or because the required filing fee has not been paid, the City must promptly notify the sending party of the rejection of the record or document for filing.

9. Documents Filed After Close of Business. Records or documents transmitted electronically after the close of the City's business hours shall be deemed to have been filed on the next business day.

10. Delayed Delivery. If a technical problem with the City's software or electronic filing system prevents the City from accepting an electronic submission during its regular filing hours on a particular City business day, and the sending party can demonstrate that he or she attempted to electronically file the document on that particular City business then the City shall deem the document to be filed on that day.

11. Endorsement by City. The electronic signature of the City Clerk shall be considered endorsement by the City and shall be so indicated on the signature block of a document. This
endorsement shall have the same force and effect as a manually affixed endorsement stamp with the signature and initials of the City Clerk.

F. Sanctions. Any individual or party that makes inappropriate, illegal, or fraudulent use, including the use of another person’s digital signature or electronic approval, of electronic signatures or electronic records in violation of the City’s Electronic Signature Use Policy is subject to sanctions up to and including dismissal, suspension, and criminal prosecution as specified in published City policies and/or state or federal law, whether or not they are directly referenced in this Policy. All inappropriate, illegal, or fraudulent uses of any electronic means of transmission is punishable through discipline, up to and including termination, and prosecuted to the fullest extent of the law, including the recovery of attorneys’ fees and administrative costs.

Personnel Rules | Council Approved June 25, 2025 Page 126 1219 REIMBURSEMENT FOR TRAVEL & TRAINING, AND VEHICLE USE A.Purpose:

A.1. To formalize an accountable plan and uniform procedures for travel expenses & reimbursing city employees for training, travel, meetings, and out of pocket expenses incurred while on official business.

B.Scope
B.1. The City hereby formalizes its policies and procedures for the reimbursement of training, general travel and other actual necessary expenses incurred by eligible individuals in the course of performing their official duties.

C.General Policy
C.1. This policy formalizes standards for travel and business expenses incurred while performing or conducting official City business.

C.2. Eligible Individuals:
a. All employees at the City covered by a collective bargaining agreement and all employees covered by Regulations Covering Executive, Administrative, Professional, Confidential, and Other particular Employees.
b. Councilmembers and members of boards, commissions,
committees.

C.3. The City Manager and department heads are charged with the responsibility of authorizing travel and reimbursement, per this policy, and ensuring that all expenditures hereunder are within approved budget limits.

C.4. All employees requesting reimbursement for allowed expenses, other than meals, shall provide a valid itemized receipt. Any such receipt shall include or be accompanied by documentation of the name of the vendor (e.g., hotel, airline, taxi), the date and purpose of service and actual amount charged.

Employees shall file a Travel Expense Report for reimbursement through the Employee Self Service system.

C.5. In the event a receipt is not available to substantiate an expense, the employee may submit a written explanation, with all pertinent expense and situational details, through their organizational chain of command to their respective department head. Requests approved by a department head may be sent to the City Manager, or designee, who will review such requests for reimbursement and make a final determination as to approval or denial.

Reimbursement requests for business expenses without original receipts will be processed for payment only upon approval by City Manager, or designee.

Discretion: This policy does not claim to have addressed all contingencies and conditions. Any necessary and reasonable expense that may from time-to- time be justified due to circumstances or opportunities for the City or any necessary and reasonable expenses that may deviate from the provision of Personnel Rules | Council Approved June 25, 2025 Page 127 this Policy, may be presented to the City Manager, or designee for their review and approval. The City Manager, or designee shall exercise due diligence to ensure that expenses are reasonable and necessary for the conduct of City business, are within budgetary limits and ensure the City's fiscal position by minimizing costs. If an expense is not outlined in this policy, it may be subject to dismissal or rejection.

C.6. Personal and business travel shall not be commingled in such a manner as to increase allowable expense or otherwise adversely affect the interest of the City.

D. Department Training and Travel Budgets
Departments will be provided an annual budget for business travel, conferences and training based upon their unique requirements. Departments should monitor their travel and training expenditures to ensure approved allocations are not exceeded. If the overall departmental budgeted allocation has been spent, and additional travel is necessary, authorization by the City Manager, or designee’s required.

E. Job Training
E.1. The City supports job training as an ongoing process and as an important tool to help employees remain current in their job responsibilities and skills. All training is subject to available funds; however, job-required training will be given preference in the decision-making process for expending training funds.

The City encourages training opportunities that can be obtained in a cost- effective manner. Such opportunities will be given priority over other similar types of training.
a. Job Required Training: Includes mandated certifications, licenses or mandatory training required to perform the duties and responsibilities of a job. This may also include mandated safety training, technical or professional training, seminars and conferences, workshops, and similar programs. For employees required to obtain certification to perform the duties of their job, the City will pay all expenses required to obtain the certification one time. If the employee is required to retake the test, the expenses will be the employee’s responsibility unless waived by the City Manager.
b. Job Related Training: Includes general types of training related to the performance of current job duties, development of skills, or training that would assist an employee’s advancement within their department and/or organization.
c. Covered by MOU: These sections are not meant to provide greater or different rights than those that exist in any Memorandum of Understanding (MOU). To the extent that any Personnel Rules | Council Approved June 25, 2025 Page 128 MOU addresses this topic and/or there is a conflict, the provisions of the MOU will govern.

F. Compensable time
F.1 Time attending any work-related training in which the cost is paid by the City is compensable time.

F.2 Travel Time: The principles which apply in determining whether time spent in travel is compensable time depends upon the kind of travel involved.
(a) Traveling during normal work hours is considered compensable work time, except for travel to and from the normal fixed or assigned workplace.
(b) If travelling to a location that is one other than the normal fixed or assigned workplace, an employee’s time traveling to and from the abnormal or not assigned workplace location is compensable.

F.3 Travel Away from Home: Travel that keeps an employee away from home overnight is travel away from home. Travel away from home is work time when it cuts across the employee's workday. The time is not only hours worked on regular working days during normal working hours but also during corresponding hours on nonworking days.

F.4 Home to Work Travel: An employee who travels from home before the regular workday and returns to their home at the end of the workday is engaged in ordinary home to work travel, which is not work time and is not compensable.

F.5 Time spent by an employee commuting to and from work is not work- related travel and is not compensable time.

F.6 Lunch or meal breaks are not compensable time unless the lunch includes a speaker and/or is considered a working lunch as evidenced by the agenda.

G. General Travel
G.1. Employees shall select the most economical method of transportation in terms of expense to the City and the employee’s time away from the office. Employees shall receive approval, per the below, prior to making any travel arrangements.
a. If travel expenses total five thousand dollars ($5,000) or more, including registration, lodging, meals, and transportation (all expenses outlined in the travel approval form), travel shall be approved by the City Manager or designee.
b. If travel expenses total less than five thousand dollars ($5,000), including
registration, lodging, meals, and transportation (all expenses outlined in the travel approval form), travel need only be approved by the employee’s Department Head.

G.2. Upon approval of travel, City credit cards may be used to make travel arrangements. Receipts, approval forms, and expense reports shall be submitted when reconciling City credit card statements.

Personnel Rules | Council Approved June 25, 2025 Page 129 a. Employees who do not have a City credit card may have their supervisor or other department employee reserve lodging on their behalf using a City credit card.
b. A travel advance may also be requested for lodging expenses. (Refer to Section J for additional information relating to travel advances.)
G.3. If itemized receipts are not included in the Travel Expense Report, the employee may be responsible for travel expenses.

G.4. An employee who extends the approved travel for their own convenience will not be entitled to any additional allowance for meals or lodging.

G.5. Travel on behalf of the City in case of an emergency may be exempt from provisions of this section with approval from the City Manager. Expense reports or other paperwork will be completed and submitted as soon as practical upon return from travel, but no longer than thirty (30) days after travel expenses occurred.

G.6. A valid California driver’s license with appropriate endorsement is required if the employee is driving a City, personal, or rental vehicle while on City business. It is the employee’s responsibility to maintain a valid California driver’s license and report any changes to their supervisor. (Refer to Section M for additional information relating to private automobile.)
G.7. If more than one employee is attending the same training, employees shall attempt to arrange to carpool, either using a City pool vehicle or a designated employee’s personal vehicle. Personal vehicle mileage reimbursement will not be paid to more than one employee when carpooling.

G.8. Airfare/Train: Allowance for air and train travel is based on actual round trip coach fare, tourist fare or by the method least costly to the City.

Employees are expected to make special efforts to take advantage of discounts, special fares, and travel vouchers whenever available at reasonable and convenient times. If an employee opts to travel using a fare above the Coach rate, the employee shall provide documentation for the two fares and is personally responsible for the cost difference.

G.9. Travel Insurance: The purchase of travel insurance requires prior authorization by the employee’s department head for airfare.

G.10. Car Rental: Allowance for car rental is based on actual cost to rent a mid- range size vehicle. Employees are expected to make special efforts to take advantage of discounts, special fares, and travel vouchers whenever available at reasonable and convenient times. Employees shall have a valid California driver's license and proof of insurance when using a rental vehicle while on City business. Employees are required to notify Risk Management and/or their department head as soon as possible (within 24 hours) of any event/incident causing property damage, or accident related to the rental car.

G.11. Taxis, Shuttles, and/or Ride Shares (Uber/Lyft): Taxis, shuttles, and/or ride shares, such as Uber and Lyft may be reimbursed, with no more than 15% gratuity.

G.12. Parking Expenses: The City will provide reimbursement for actual cost of Personnel Rules | Council Approved June 25, 2025 Page 130 parking associated with travel, including parking at the airport, hotel, and conference parking, training, or meeting site or in conjunction with any employee City business activity.

G.13. Claims for payment or employee reimbursement shall be allowable when accompanied by a receipt for the purchase and a copy of the ticket purchased or other voucher for the common carrier expense.

G.14. Government and group rates shall be used when available. Actual costs evidenced by an original, dated receipt and inclusive of all related taxes and other rental fees shall be submitted along with actual gas receipts (dated, vendor name printed on the receipt) obtained for the purchase of gas for the rental vehicle.

H. Advance Travel Authorization
H.1. Travel expenses require prior authorization by the Department Head and the City Manager’s (or designee) approval when the estimated total cost (including registration, transportation, lodging, and meals) is expected to cost five thousand dollars ($5,000) or more per person.

H.2. Travel expenses require prior authorization by the employee’s Department Head when the estimated total cost (including registration, transportation, lodging, and meals) is less than five thousand dollars ($5,000) per person. The Department Head’s approval indicates that the travel is approved and within budget.

I. Use of Travel Advance and/or Travel Expense Report
I.1. Each employee submitting a claim for reimbursement under this policy shall file a Travel Expense Report, through the Employee Self Service portal.

I.2. The Travel Expense Report shall include the date(s) of travel, business destination, total amount, and business purpose. It shall include a copy of accompanied by all required supporting documents (expenditure receipts, lodging facility folio, registration forms, and meeting itineraries, conference flyer, etc.).

I.3. Claims shall be filed promptly, but no later than 30 days after the expense occurred. Claims filed after this time may not be considered for payment.

I.4. Each claim form submitted shall meet the requirements of this policy, including providing receipts and/or credit card slips, and shall be reviewed and approved by the submitting employee's department head and the Finance Department for compliance with this policy.

I.5. All claim forms and associated documents related to reimbursable City expenditures are considered public records and may be subject to disclosure under the California Public Records Act {Chapter 3.5 (Commencing with Section 6250) of Division 7 Title 1}.

J. Travel Advances:

Personnel Rules | Council Approved June 25, 2025 Page 131 J.1. Employees may request a travel advance for use in the course of necessary and allowable travel and shall be requested via the Employee Self Service (ESS) system. The employee's department head shall approve the issuance of cash advances.

J.2. Travel advances may be requested for the following expenses:
a) Meals
b) Lodging
c) Air fare
d) Car rental
If a travel expense is not listed above, it shall be reimbursed after the fact.

Typical reimbursable expenses include mileage, transportation (ride shares), and parking.

J.3. Travel advances are to be documented and reported in the same manner as expenses incurred and submitted for reimbursements, e.g., receipts shall be saved (exceptions apply to meal expenses – Section L), a claim form may be submitted, expenses are limited, approvals of expenses shall be secured, etc. Should there be unused travel advance, the City shall be reimbursed within five (5) days if the following applies:
a. Travel arrangements have been cancelled; or,
b. At the conclusion of travel.

Notwithstanding, a travel advance of any denomination will not be granted whenever the requesting employee has an open travel-advance on file, wherein the employee has not submitted the necessary receipts and paperwork confirming the previous advance was used in its entirety for actual and necessary expenditures in accordance with this policy.

Travel advances will be provided through payroll. A Claim Voucher shall be submitted to payroll through the Employee Self Service (ESS) system.

Travel shall occur within 30 days of the advance.

K. Lodging and Related Expenses:

K.1. Lodging and overnight stays are not authorized for travel under 50-miles from the city limits. They may be authorized for travel more than 50 miles from City limits.

K.2. Employees should seek the most affordable rates available for safe, convenient, clean accommodations at 3-star quality properties, using government, group, or discounted rates when available at reasonable and convenient times. In addition to the primary travel cost, e.g., room rate, etc., an employee making lodging arrangements should also consider secondary costs, e.g., internet service fees, property use fees, etc.
(a) Reservations for lodging should be booked as early as possible to take advantage of lower rates.

K.3. When lodging is in connection with a conference or organized educational activity, lodging expenses shall not exceed the group rate published by the conference sponsor for the conference in question. The employee shall endeavor to stay at the conference sponsored lodging Personnel Rules | Council Approved June 25, 2025 Page 132 facility.

K.4. Lodging expenses over $250 per night shall be approved by the City Manager, or designee. If the GSA’s lodging per diem rate for the destination site is greater than $250, the corresponding GSA per diem rates shall be submitted with the travel approval form for review by all approving parties.
a. However, this requirement does not apply if a conference sponsor has set aside rooms for conference attendees at a lodging facility. Instead, you shall book lodging directly with the lodging facility.
b. The group rate shall be clearly defined in the supporting documents provided by the conference coordinators or
conference sponsor (all supporting documents shall be
accompanied with the travel approval form).

K.5. Actual and necessary cost of lodging and related expenses, including advance payments to any city employee shall be allowed, except as otherwise provided in this Section K.

K.6. Lodging in upgraded rooms is allowable if:
a. the employee pays the cost difference and provides proof of the price difference for the original and upgraded rooms; or, b. the employee or their department can document that no other option exists, and the selected lodging is the only option available – supporting documentation shall be attached to the travel approval form.

K.7. Lodging and related expenditures outside the provisions of this policy may be allowed only when pre-approved by the City Manager, in accordance with Section C.6.

K.8. An employee's reimbursement claims for lodging shall include an explanation of the business purpose of the stay and be supported by receipts, a facility folio, and shall be accompanied by all approved travel forms. When reconciling City Credit card travel expenses shall be included as supporting documents for invoice reconciliation.

L. Meal Expenses:

L.1. Meal expenses shall be allowed at the maximum daily meal allowance rate of $60 ($15 for breakfast, $20 for lunch, and $ 25 for dinner) per employee, inclusive of taxes and reasonable tips. Per diem advances and reimbursements for meals shall be allowed when related to attendance at conventions, scheduled meetings, conferences, seminars, special training, or assignments that require an overnight stay. a. An employee's meal reimbursement claim shall be based on meals while enroute to the training site, at training, and enroute home, but does not include breakfast on the departure date and dinner on the return home date.
b. Meal expenses up to the per diem rate do not require a receipt to be allowable. Meal expenses beyond the per diem
reimbursement allowance are the responsibility of the
Personnel Rules | Council Approved June 25, 2025 Page 133 employee. If an employee uses a City credit card for meals, then the employee will reimburse the City if any meal limit amounts identified above are exceeded.
c. Meals included in a conference or meeting registration are not eligible for reimbursement. Therefore, if a meal is provided by conference or meeting registration, but the traveler chooses to eat elsewhere, the added meal expense is not reimbursable.

L.2. Meal expenses during attendance at any single day event will be allowable only when it is not reasonable for the employee to provide their own meal(s). Requests for a same-day travel meal shall only be allowed when preapproved by the employee's department head, in accordance with this policy. In evaluating any request for same-day meal reimbursements, the employee's department head shall consider special situations on a case-by-case basis, taking into consideration the distance traveled and the duration of the specific business activity. The maximum reimbursement for any same day event should be $20 for lunch M. Private Automobile
M.1. With the exception of employees receiving an automobile stipend, the City's preference is for all employees to use City vehicles rather than personal vehicles.

M.2. The City's private-vehicle mileage reimbursement rate is the same as the Internal Revenue Service (IRS) standard mileage rate ( www.irs.gov) for private vehicles and will be effective concurrently with IRS periodic establishment of said rate.

M.3. Mileage shall be calculated by deducting the employee’s normal commute from the total number of miles to and from the destination.

M.4. Mileage reimbursements for use of a private vehicle shall be allowed upon authorization of the employee's department head.

Reimbursement of private mileage will only be granted when a more economical means of travel is not available. However, travel/map documentation shall be provided with the travel expense form. In any case, mileage will not be reimbursed for portions of the trip made for non-business-related matters.

M.5. Private vehicle expenses are allowable when in the course and scope of employment, including overnight travel.
a. Private vehicle use shall be approved by the employee's department head.
b. In the event of an incident or accident, the City does not assume responsibility for any physical damage to an employee's personal vehicle or for the payment of any kind of deductible.
c. Employee shall maintain a valid driver's license, which is appropriate for the class of vehicle to be operated. If any restrictions apply, the employee shall notify their supervisor of the restrictions and/or any and all changes in the license (i.e., suspended, etc.).

M.6. The use of motorcycles, mopeds, and similar types of vehicles for the Personnel Rules | Council Approved June 25, 2025 Page 134 conduct of City business is expressly prohibited, with the exception of personnel on duty in a specific assignment.

When a department head or the City Manager authorizes use of a private vehicle for the convenience of the driver, instead of more economical travel by air, reimbursement shall not exceed the cost of usual airfare, plus ground transportation. The quote shall be accompanied by the Travel Expense Report.

M.7. Employees are required to notify Risk Management and the employee's department head, as soon as possible, but in no event more than twenty- four (24) hours after any incident or accident, unless physically unable.

M.8. Neither an employee receiving a monthly auto allowance nor an employee utilizing a city owned vehicle in their regular scope of employment is eligible to receive private-vehicle mileage reimbursement.

N. Local Transportation, Tolls, and Parking
N.1. Public transportation use is described as local transportation and can be claimed with itemized receipts.

N.2. Bridge and road tolls may be reimbursable with receipts.

N.3. Receipts are required for reimbursement of allowable parking fees.

O. Miscellaneous Expenses:

O.1. Miscellaneous expenses, including charges for fax service, internet, the cost of usual or necessary services and supplies, including emergency repairs, parts or towing for City vehicles, conference registration fees, vehicle parking, bridge tolls, and any other justifiable business expenses shall be allowed if the expense is necessary for the employee to conduct City related business or is otherwise a legitimate business need.

O.2. A satisfactory explanation and documentation of the circumstances is required for these miscellaneous expenditures. An employee's reimbursement request for actual miscellaneous expenses shall be accompanied by an original receipt or other original voucher.

P. Non-Reimbursable Expenses:

P.1. Expenses that the city will not reimburse include, but are not limited to:
a. Purchases made for goods and/or services of a business owned (whether in whole or in part) by any current member of the City Council, or other authority for which the city is a partner agency. b. The personal portion of any trip.
c. Political or charitable contributions.
d. Family expenses, including spouse or partner's expenses when accompanying an employee on agency-related business, as well as children- or pet-related expenses.
e. Personal guest expenses
f. Entertainment expenses, including but not limited to theater, Personnel Rules | Council Approved June 25, 2025 Page 135 movies (either in-room or at the theater), recreational events not related to City business (including gym, massage and/or golf related expenses), and cultural events not related to City business.
g. Personal automobile expenses, including repairs, traffic citations, insurance, or gasoline.
h. Personal alcohol or bar expenses, even when incurred in conjunction with reimbursable meal expenses.
i. Personal losses incurred while on City business.
j. Expenses bearing no relation to City business, even if incurred while traveling for City business.
k. If an expense is not outlined in this policy, it may be subject to dismissal or rejection.

Q. Penalties:

Q.1. Penalties for the misuse of public resources, non-compliance with this policy or falsifying expense reports in violation of expense reporting policies may include, but are not be limited to, employee discipline as well as the penalties specified in state law including:
a. The loss of reimbursement privileges.
b. Restitution to the local agency.
c. Civil penalties for misuse of public resources pursuant to Section 8314 of the Government Code; and,
d. Prosecution for misappropriation of public resources, per Section 424 of the Penal Code.

Exemptions
A. The City Manager or Designee is authorized to exempt, by ratification after the expense is incurred or prior to the expense being incurred, any City personnel from the official rules, regulations, and procedures set forth herein under extenuating circumstances.

B. The City Manager or Designee may, at their discretion, approve or disapprove any of the types of travel and/or business expenses outlined above, or any other expense not listed, as they deem appropriate under the specific circumstances.

C. The City Manager or Designee shall decide all questions of interpretation of the policies, rules, regulations, and procedures set forth herein.

Disputes
Disputed expenditures may be brought to the City Manager or Designee for resolution.
1220 USE OF SOCIAL MEDIA
1220.1 Introduction and Purpose
Personnel Rules | Council Approved June 25, 2025 Page 136 The City of Cathedral City has implemented this Policy to establish guidelines for the appropriate use of social media by City of Cathedral City employees.
1220.2 Covered Individuals and Scope of Policy
This policy covers City of Cathedral City employees regardless of rank or title, interns, and volunteers.
1220.3 Social Media Use Requirements
The City of Cathedral City requires covered individuals to:

1. Observe and adhere to all City of Cathedral City policies that may apply to individuals’ social media use, including but not limited to those policies that protect individuals’ confidentiality or privacy rights, anti-discrimination or harassment policies, and the anti- workplace violence policy.

2. Follow all applicable laws, including but not limited to those that protect individuals’ confidentiality or privacy and those that prohibit discrimination and harassment.

3. Refrain from using social media in any way that could adversely affect your job performance, the reputation of the City of Cathedral City, or adversely affect members of the public served by the City of Cathedral City.

4. Refrain from commenting on any matter or issue on behalf of the City of Cathedral City or representing that your posts or comments represent the City of Cathedral City opinion on such subjects unless otherwise allowed.
1221 CATASTROPHIC (CAT) LEAVE PROGRAM
Authorized Employees – For the purposes of this policy, “authorized employees” shall include NON-REPRESENTED (excluding limited term, intern, temporary) and POA.

The Catastrophic (CAT) Leave program allows employees who have exhausted their leave credits and must miss work due to a prolonged illness or injury (including that of an eligible family member), or due to a natural disaster, to request CAT leave.

Criteria/Limitations

1. An employee is eligible to apply if they are a Regular Full-time Employee (FTE) who has completed their probationary period (does not apply to promotions); or

2. Six (6) months for at-will employees.

Employees may use catastrophic leave credits for up to three continuous months for a single occurrence. Employees are limited to one three-month period Personnel Rules | Council Approved June 25, 2025 Page 137 annually, which may be extended up to six months with the approval of the City Manager or designee.

Employees are not eligible for CAT leave if they have filed a Workers’ Compensation claim, regardless of whether the claim is pending, delayed, or accepted.

Catastrophic Leave Donation. Circumstances may arise where an employee or the employee's immediate family may suffer an unforeseen event, which may have a catastrophic effect on the employee and/or the employee's family. Under such a circumstance, the employee may request leave donation from fellow employees under the following procedures:

A. Employee's Own Personal Extended Illness. An employee who is suffering from a serious illness or a serious non-industrial accident may have sick leave and vacation leave donated to cover the difference between payments received from disability insurance and the employee’s full salary, and to cover the cost of any insurance plan provided by the City.

B. Serious Illness or Injury of a Member of the Employee’s Immediate Family. An employee whose immediate family member is suffering from a serious illness or injury may have leave donated to provide him/her time off from work to care for that family member. Said donated leave will be used to continue the employee on payroll until said leave is exhausted.

C. Natural Disaster
A natural disaster is defined as an act of nature, such as a flood or an earthquake, that has had an effect on the employee's principal residence and the Governor has declared a state of emergency in the county where the employee resides.

D. Leave Donation Eligibility Procedures.

1. The employee seeking leave donation must have exhausted all available leave, sick leave, vacation leave, float, holiday and compensatory leave.

2. The employee must submit a request for leave donation to the Human Resources for review and approval of the City Manager. The employee will be required to provide medical documentation for the need of this leave donation.

E. Leave Donation Procedure.

1. The donation of leave is voluntary and is irrevocable once donated.

2. Employees wishing to donate leave will submit to the Human Resources Manager an authorization for transfer of leave form.

3. Employees may donate accrued sick leave in excess of 96 hours with a maximum donation of eight (8) hours of sick leave.

4. Employee may donate a maximum of eight (8) hours of accrued vacation Personnel Rules | Council Approved June 25, 2025 Page 138 leave, float, holiday and/or compensatory leave.

5. The donated leave will be put in to a "holding account" account and can only be used to continue an employee on payroll who was affected by a natural disaster, is caring for a member of the employee’s immediate family or to cover the difference between the payments received from the disability insurance company and the employee’s full salary and/or to cover the cost of insurance offered by the City for those persons suffering from a personal illness for which the leave was donated.

6. Donated leave will be credited to the "holding account" account on an hour-for-hour basis(i.e., 10 hours donated becomes 10 hours of sick leave at the receiving employee’s rate of pay). In no case shall the total amount of leave donated exceed eight (8) hours of sick leave and eight (8) hours vacation, float, holiday and/or compensatory leave per donor.

7. Employees must use their leave credits if they continue to accrue prior to using donated credits. If the employee returns to work before the anticipated return date and donation requests remain in the holding account, they will be returned to the donor in 30 days. 1222 ETHICS AND GIFT POLICY
This policy establishes guidelines for ethical conduct and managing conflicts of interest for all city employees, with specific emphasis on the receipt of gifts. This policy applies to all full-time, part-time, temporary, and contract employees of the City.

Definitions
•Gift: Anything of monetary value, including but not limited to money, services, loans, travel, entertainment, hospitality (accommodation, food, drinks, or other services), items, or discounts.
•Conflict of Interest: A situation in which an employee's personal interests could compromise their ability to act in the best interest of the City.

General Ethical Standards

1. City employees shall perform their duties impartially and diligently, placing public interest above personal gain.

2. Employees must avoid actual or apparent conflicts of interest in their official duties.

3. Employees shall not use their positions to secure special privileges or exemptions for themselves or others.

Gift Restrictions

Prohibited Gifts
City employees shall not accept:

1. Gifts from parties engaged in or seeking to engage in business with the City

2. Gifts from parties regulated by or seeking permits/licenses from the City

3. Cash or cash equivalents of any amount

4. Gifts that could reasonably be perceived to influence official actions

5. Any gifts other than those specifically listed as permitted in this policy.

Personnel Rules | Council Approved June 25, 2025 Page 139

Permitted Gifts
The following items may be accepted:

1. Promotional items of nominal value (under $25)

2. Light refreshments at business meetings

3. Gifts intended for and shared by an entire department, division, or office are generally permissible when: a) They are primarily consumable items b) They represent goodwill from the community c) They do not create an actual or perceived obligation to provide special treatment d) They are reported to supervisors when exceeding typical values
Safety Personnel Special Considerations
The following guidelines apply specifically to safety personnel (police and fire):

1. Restaurant and Retail Discounts: - Discounts offered broadly to all safety personnel (not specifically to our department) may be acceptable if: a) The discount is modest in nature (typically 10-15%) b) The discount is advertised publicly and available to all safety personnel c) The business does not have pending matters before the City - All discounts exceeding $25 in value must be disclosed to supervisors

2. Safety Personnel Appreciation Events: - Free or discounted admission to theme parks, sporting events, or similar venues offered broadly to all safety personnel may be acceptable if: a) The benefit is advertised publicly to all safety personnel b) There is no expectation of reciprocity or special treatment c) Attendance is not during duty hours unless officially approved d) The sponsoring organization does not have pending matters before the City

3. Special Event Invitations: - Must be disclosed to supervisors for case-by-case review - Will generally not be permitted if from entities doing business with the City - May be permitted if they serve a clear public purpose (e.g., community relations) - Value limitation and reporting requirements still apply

4. Documentation Requirements: All safety personnel discounts or special event attendance that provide a benefit exceeding $25 in value must be: 1. Reported to immediate supervisors 2. Included in annual gift disclosure forms 3. Evaluated for potential conflicts of interest

5. Visitors and Ride-Alongs: - Modest consumable items (such as homemade goods, cookies, or donuts) brought by ride-along, students, or visitors to share with all personnel on duty are permissible and do not require formal disclosure if below $25 in value.

For any scenario not clearly covered by these guidelines, please consult with your Department Head before accepting any discount or invitation.

Relationship to Form 700 Requirements
This policy establishes ethical standards for all city employees regarding gifts and conflicts of interest. Those designated employees that are required to file a Statement of Economic Personnel Rules | Council Approved June 25, 2025 Page 140 Interest (Form 700) must also comply with separate reporting requirements established by the California Fair Political Practices Commission. Compliance with this policy does not relieve any employee from their Form 700 filing obligation, which may include different thresholds for gift reporting and limitations.

Disclosure Requirements

1. Employees must disclose any offered gift exceeding $25 in value to their department supervisor

2. Annual disclosure forms must be submitted listing all gifts received during the calendar year

3. Potential conflicts of interest must be disclosed immediately upon recognition

4. Any gift not clearly falling within the permitted categories must be disclosed to supervisors for determination

Procedures for Gift Acceptance/Rejection

1. Upon receiving a gift offer, employees must:
a. Determine if it falls under prohibited categories
b. Verify it qualifies as either a promotional item under $25 or light refreshments at a business meeting
c. Consider potential conflicts of interest
d. Consult with supervisors when uncertain

2. If a prohibited gift is received:
a. Return it immediately if possible
b. Submit it to the Department Head or designee for proper disposal c. Document the receipt and disposition

Conflicts of Interest

Identification
Employees must be alert to situations that may present conflicts, including:
•Financial interest in city contracts
•Outside employment affecting city duties
•Family members seeking city benefits
•Personal investments affecting official decisions

Management
When conflicts arise:

1. Immediately disclose the conflict to supervisors

2. Recuse from related decision-making processes

3. Document the conflict and recusal

Enforcement

1. Violations may result in disciplinary action up to and including termination

2. Serious violations may be referred to law enforcement

3. Retaliation against those reporting violations is prohibited

Training and Resources
Personnel Rules | Council Approved June 25, 2025 Page 141

1. Ethics training is mandatory for all employees every two years

2.Updated policies and procedures will be distributed as needed Staff Report
City Council
Item No. 4.E
Meeting Date: June 25, 2025
From: Eugenia Torres, Human Resources Manager
Title: CCPOA CalPERS Compliance
RECOMMENDATION:

To authorize the City Manager to execute a side letter with the Cathedral City Police Officers Association (CCPOA) to update MOU language to ensure compliance with CalPERS reporting requirements for special compensation.

BACKGROUND:

Special compensation items must be included in Memoranda of Understanding and must meet the definitions outlined in CCR section 571 for classic members or CCR section 571.1 for new members in order to be reportable to CalPERS.

The California Public Employees’ Retirement System (CalPERS) defines special compensation as compensation in addition to base pay that must meet specific criteria to be considered pensionable. These items include, but are not limited to, education incentives, certification pay, and specialty assignment compensation. For such compensation to be included in retirement benefit calculations, it must be included in retirement benefit calculations, it must be properly documented in labor agreements and meet all statutory and regulatory requirements.

Cathedral City has historically provided various special compensation items to its police personnel in recognition of specialized training, education, and certifications that enhance their ability to serve the community. These items have been included in the CCPOA Memorandum of Understanding (MOU). CalPERS periodically conducts compliance reviews to ensure that public agencies are correctly reporting compensation in accordance with applicable laws and regulations.

DISCUSSION:

Following a recent CalPERS compliance review of education/certification stipends, it was determined that all MOU’s should be reviewed by CalPERS for compliance. During negotiations with the CCPOA, it was agreed the City would pursue a CalPERS compliance review and allow a reopener to update language as needed.

The side letter addresses several key compliance areas related to special compensation reporting:

1. Clarification of Base Pay definition

2. Assignment Differential

3. Temporary Upgrade Pay (TUP)

4. Bilingual Pay

5. Certification Pay

6. Longevity Pay

7. Uniform Allowance

8. Holidays
These clarifications ensure the City’s compliance with California Code of Regulations sections 571 and 571.1, which govern pensionable compensation reporting requirements for CalPERS.

FISCAL IMPACT:

There is no fiscal impact associated with this item. The recommended changes affect reporting language only and do not alter compensation amounts. However, proper CalPERS reporting ensures accurate retirement benefit calculations and helps prevent potential future CalPERS audit findings that could result in retroactive adjustments.

FIVE-YEAR STRATEGIC PLAN:

Goal A - SERVE THE COMMUNITY WITH PRIDE AND DEDICATION
Objective: Through diversity, equity, and inclusion driven employee programs and experiences, Cathedral City is the employer of choice with a workforce that is engaged, motivated, and respected public stewards
ATTACHMENTS:

1. CCPOA CalPERS Compliance Side Letter
Side Letter of Agreement

Between the City of Cathedral City and the Cathedral City Police Officers Association (CCPOA) This Side Letter of Agreement is entered into by and between the City of Cathedral City (hereinafter referred to as the "City") and the Cathedral City Police Officers Association (hereinafter referred to as "CCPOA" or the "Association").

Purpose
The purpose of this Side Letter is to amend several articles within the Memorandum of Understanding (MOU) between the City and CCPOA. This amendment aims to correct and update the language according to CalPERS Compliance Regulations.

Amendment
Effective 01/01/2025, the following articles shall be replaced in their entirety with the following language:

(P . 36) Definitions: (Additional Definition)
CalPERS Base Pay or Base Rate of Pay
An employee’s earnings calculated off base pay, plus with the below incentive pays:
• Temporary Upgrade Pay (Acting Pay)
• Holiday Pay
All other incentive pays will be passed on a percentage of base pay.

(P . 11) ARTICLE 10.7 Assignment Differential
Employees who are assigned to the following special assignments routinely and consistently shall be compensated at $250 per pay period in addition to their base pay:
o Canine Officer/Animal Premium - Compensation to local police officers, county peace officers and school police or security officers who are routinely and consistently assigned to handle, train and board a canine or horse. Compensation shall not include veterinarian fees, feed or other reimbursable expenses for upkeep of the animal.
o Training Premium - Compensation to employees who are routinely and consistently assigned to train employees.
▪ Field Training Officer (FTO)
o Gang Detail Assignment Premium - Compensation to local police officers, county peace officers and school police or security officers who are routinely and consistently assigned to enforce laws relating to a group of individuals banded together for unlawful activities.
o Police Liaison Premium – Compensation to rank and file local police officers, county peace officers and school police or security officers who are routinely and consistently assigned to function as a liaison between special persons, groups or courts and the police/sheriff department.
▪ Homeless Liaison
▪ PACT Team

▪ School Resource Officer
o Police Investigator Premium - Compensation to rank and file local police officers, county peace officers and school police or security officers who are routinely and consistently assigned to analyze crimes or investigative accidents. ▪ Traffic Investigator
▪ Narcotics
▪ RAID
▪ Auto Theft
▪ Real Estate Task Force
▪ Detective
o Motorcycle Patrol Premium - Compensation to local police officers and county peace officers who are routinely and consistently assigned to operate and/ or patrol on motorcycle.
▪ Motor Officer

(P . 12) ARTICLE 10.10 Temporary Upgrade Pay (TUP)
An employee may receive adjusted compensation of five percent (5%) of their base pay for working in an assignment in a higher classification. Working at a higher classification shall mean that the employee is assuming 100% of the duties of a position in a higher salary range.

Employees who are assigned to a higher classification will be eligible for the compensation under this section retroactively to the first day of the temporary assignment.

Employees may not be assigned to work in a higher classification for longer than six (6) months.

An extension of this time may be approved in writing with the concurrence of the Police Chief and the Human Resources Manager for up to an additional six (6) months, for a total term of twelve (12) months. However, when an appointment is made under this section due to a position that is vacant and is scheduled to be filled following the completion of a recruitment process, the temporary out-of-class assignment is limited to 960 hours in a fiscal year.

Employees who are assigned to work in a higher classification under this section will be notified that this placement is temporary, and that after the assignment, they will be returned to their regular position. At the end of the term of assignment to a h igher classification, the employee will be returned to the rate of pay in the classification and step they would have achieved if they were never assigned to the out of class position.

Employees on any form of leave time in excess of 15 consecutive calendar days shall be deemed not to be assigned to the higher classification and shall be ineligible to receive the additional compensation under this section until the employee returns to du ty and is reassigned to temporary assignment in a higher classification.

The parties agree that, to the extent permitted by law (2 CCR section 571), compensation for working at a higher assignment shall be reported to CalPERS as special compensation for Classic CalPERS members.

(P . 12) ARTICLE 10.11 Bilingual Pay
Employees who are hired in positions which are required to use their bilingual skills routinely and consistently, shall be compensated at $225 per pay period in addition to their base pay.

Eligible employees must successfully pass an initial assessment test to receive such compensation. This additional compensation shall be reported to CalPERS as special compensation for both Classic and PEPRA members in accordance with CCR sections 571 and 571.1.

Employees on any form of leave time in excess of 30 consecutive calendar days shall be deemed not to be using their bilingual skills on a regular basis and shall be ineligible to receive bilingual pay until the employee returns to duty.

(P .13) ARTICLE 10.16 P .O.S.T. Certification
Employees who obtain and maintain a P .O.S.T. Intermediate and/or Advanced Certificate shall be compensated at five percent (5%) of their base pay for each certificate. This additional compensation shall be reported to CalPERS as special compensation for both Classic and PEPRA members in accordance with CCR sections 571 and 571.1.

(P . 14) ARTICLE 10.17.1 Longevity
Tier 1 – Longevity Increments. The parties have agreed to a longevity pay provision.

Employees hired prior to January 1, 2013 shall receive longevity pay as follows:
- an additional 7.5% of base pay at the beginning of the 15th year of City employment - an additional 5% of base pay at the beginning of the 20th year of City employment This would be a cumulative 12.5% increase to base pay at 20 years of employment

This additional compensation shall be reported to CalPERS as special compensation for Classic members in accordance with CCR section 571.

(P . 33) ARTICLE 19.4 Uniform Allowance
Sworn police officers required to wear uniforms shall be provided a uniform allowance of $170 per month for the purchase, maintenance and replacement of uniforms.

19.4.1 SWAT Team Uniforms. SWAT members shall be provided with one (1) uniform set, not including a jacket, per year with the approval of the Cathedral City SWAT Commander.

The parties agree that, to the extent permitted by law (2 CCR section 571) uniform allowance shall be reported to CalPERS as special compensation for Classic members only (not PEPRA members).

(P . 24) Article 15.8 Holidays
Employees in positions required to work on a holiday in order to maintain City services shall be paid their regular base pay, plus extra compensation of time and one half at the employees’ base pay for the hours worked on the holiday (therefore, total compensation for an employee working on a holiday will be 2.5 times the employee’s base pay)

The following holidays are observed by the City:

1. January 1 (New Year’s Day)

2. Third Monday in January (Dr. Martin Luther King, Jr. Day)

3. Third Monday in February (President’s Day)

4. Last Monday in May (Memorial Day)

5. June 19 (Juneteenth)

6. July 4 (Independence Day)

7. First Monday in September (Labor Day)

8. November 11 (Veterans Day)

9. Fourth Thursday in November (Thanksgiving Day)

10. Friday following Thanksgiving Day

11. December 25 (Christmas Day)

12. Any day declared to be a holiday by proclamation of the Mayor.

FLOAT: In addition, employees shall be credited with one floating holiday (equivalent to their shift) credited on January 1 to bring the total combined hours of the above holidays and float hours to 144 per year for all employees.

15.8.1 Holidays - Extra Pay - Generally. The City shall pay the yearly allotment of holidays as additional pay each pay period. The yearly holiday allotment shall be divided by the number of pay periods in the year and the resulting average number of hours shall be added to the employees pay. The Association and the City agrees that, in accordance with the December 16, 2019 Department of Labor, Wage and Hour Division’s Final Rule on the Regular Rate Under the Fair Labor Standards Act, 29 CFR Parts 548 and 778, holiday extra pay is not required to be included in the employee’s regular rate of pay.

Effect of Amendment
This Side Letter of Agreement shall be effective 01/01/2025 and shall be deemed part of the 2025-2027 MOU between the City and CCPOA. Except for the changes set forth in this Side Letter of Agreement, all other terms and conditions of the MOUs shall remain in full force and effect.

Acknowledgment
The parties acknowledge that they have read, understand, and agree to be bound by the terms and conditions of this Side Letter of Agreement.

IN WITNESS WHEREOF, the parties hereto have executed this Side Letter of Agreement on the dates set forth below.

For the City of Cathedral City:

_____________________________ _______________________
Charles P . McClendon, City Manager Date

For the Cathedral City Police Officers Association (CCPOA):

_______________________________ _____________________
Jesus Borrego, CCPOA President Date

Jesse Borrego (Jun 4, 2025 18:22 PDT)
06/04/2025
CCPOA Side Letter_final 05.20.25
Final Audit Report 2025-06-05
Created: 2025-06-04
By: Eugenia Torres ([email protected])
Status: Signed
Transaction ID: CBJCHBCAABAARsEaVpzOphMHrVsmBtVJbtrsIwqBBXsF "CCPOA Side Letter_final 05.20.25" History
Document created by Eugenia Torres ([email protected]) 2025-06-04 - 0:46:45 AM GMT
Document emailed to [email protected] for signature 2025-06-04 - 0:47:36 AM GMT
Email viewed by [email protected]
2025-06-04 - 0:48:52 AM GMT
Signer [email protected] entered name at signing as Jesse Borrego 2025-06-05 - 1:22:01 AM GMT
Document e-signed by Jesse Borrego ([email protected]) Signature Date: 2025-06-05 - 1:22:03 AM GMT - Time Source: server Agreement completed.
2025-06-05 - 1:22:03 AM GMT

Staff Report
City Council
Item No. 4.F
Meeting Date: June 25, 2025
From: Eugenia Torres, Human Resources Manager
Title: Resolution Adopting an Updated City-Wide Salary Schedule RECOMMENDATION:

To adopt a resolution approving a city-wide publicly available pay schedule in compliance with California Code of Regulations, Title 2, Sections 570.5, 571, 571.1, and to acknowledge the charter-mandated salary adjustment for elected officials. This resolution will supersede all previous resolutions regarding job classifications and compensation levels to the extent they conflict with this new recommendation.

BACKGROUND:

The California Public Employees’ Retirement System (CalPERS) requires all public agencies to establish and maintain publicly available pay schedules for all positions. This requirement is outlined in the California Code of Regulations (CCR), Title 2, Sections 570.5, and 571.1.

The City’s commitment to transparent and compliant compensation practices requires regular review and updates of our publicly available pay schedules. This resolution addresses multiple regulatory requirements and operational needs while ensuring continued organizational effectiveness.

Historical Context
Previous Resolution NO. 2025-03 (adopted March 12, 2025) approved a city-wide publicly available pay schedule. The present update consolidates all subsequent amendments and modifications into a comprehensive salary schedule packet.

When updating any portion of the salary schedule, the city adopts a complete, updated schedule that includes all bargaining units and employee groups. This ensures the most current and comprehensive salary information is publicly available, even for groups where no changes have occurred. Each exhibit in this resolution represents the most recent approved salary schedule for each respective bargaining unit, maintaining compliance with transparency requirements.

This resolution represents the culmination of these various analyses and considerations, providing a comprehensive update to ensure the City’s compensation structure remains competitive, compliant, and aligned with organizational objectives.

DISCUSSION:

The proposed resolution includes several strategic adjustments to the City’s pay schedules, reflecting our commitment to maintaining competitive compensation while ensuring operational excellence. These changes are based on market analysis, internal equity considerations, and operational requirements.

Summary of Changes by Exhibit:

EXHIBIT A – AFSCME (Effective January 5, 2025)
-No changes to salary ranges
-Schedule included to maintain the complete current salary schedule packet EXHIBIT B – NON-REP (Effective July 6, 2025)
•Cost of Living Adjustment (COLA) increase of 0.4% to bring Non-Rep employees to a total of 3% for parity with other bargaining units.
•This adjustment ensures compensation remains competitive while aligning with the City’s fiscal responsibilities.
•Adjustment to Fire Chief and Police Chief Salary Range to align with market standards and reflect the critical leadership responsibilities and specialized expertise required for these executive public safety roles. •Flexibility of Limited-term and Part-Time Ambulance Operator position statuses •Ability to structure as operational needs arise to optimize workforce flexibility •Maintain operational efficiency while managing costs effectively •Updated salary schedules for Limited-term and Part-time Ambulance Operator positions:
•Ambulance Operator/EMT positions: $17.50 per hour
•Ambulance Operator/Paramedic positions: $18.50 per hour •Adjustments to Deputy Police Chief and Deputy Fire Chief range from 970 to 975 •To reflect market conditions and to address compaction issues •Ensure appropriate compensation for this essential executive position EXHIBIT C – CCPOA (Effective March 2, 2025)
-No Changes to salary ranges
-Schedule included to maintain the complete current salary schedule packet EXHIBIT D – CCPMA (Effective July 7, 2024)
-Modification to management incentive pay stipend for commanders -During a recent review of the salary schedule, it was discovered that the management incentive pay contained outdated data that required revision to ensure accuracy and compliance with CalPERS regulations.

EXHIBIT E – CCPFA (Effective January 5, 2025)
-No Changes
-Schedule included to maintain the complete current salary schedule packet EXHIBIT F – CCFMA (Effective January 5, 2025)
-No Changes
-Schedule included to maintain the complete current salary schedule packet EXHIBIT G – ELECTED Officials (Effective July 6, 2025)
-Charter-mandated increase of 3% for elected officials based on Consumer Price Index (CPI-U) adjustment
-The Charter limits salary increases to no more than 3% in any given year or a maximum of $2500 per month
-This adjustment is required by the City’s Charter provisions and is not a discretionary council action.

Note on Effective Dates: The various effective dates reflect the timing of different labor agreements, charter requirements, and previously approved adjustments that are being consolidated into this comprehensive salary schedule update.

FISCAL IMPACT:

None
FIVE-YEAR STRATEGIC PLAN:

Goal A – Serve the Community with Pride and Dedication Objective: Through diversity, equity, and inclusion driven employee programs and experiences, Cathedral City is the employer of choice with a workforce that is engaged, motivated and respected public stewards.

This salary schedule update directly supports this strategic objective by ensuring competitive compensation packages that attract and retain qualified personnel across all City departments.

ATTACHMENTS:

1. Resolution

2. City-Wide Pay Schedule

RESOLUTION NO. 2025-XX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CATHEDRAL

CITY, CALIFORNIA, APPROVING A CITYWIDE PUBLICLY AVAILABLE

PAY SCHEDULE IN ACCORDANCE WITH CALIFORNIA CODE OF
REGULATIONS, TITLE 2, SECTION 5 70.5, 571 and 571.1 AND RESCINDING RESOLUTION 2024-26

WHEREAS, the City of Cathedral City contract s with the California Public Employees Retirement System (CalPERS) to provide retirement benefits for its employees; and

WHEREAS, California Code of Regulations (CCR) Title 2, Section 570.5, requires governing bodies of local agencies contracting with CalPERS to approve and adopt a publicly available pay schedule in accordance with public meeting laws; and

WHEREAS, pursuant to California Code of Regulations (CCR) Title 2, Section 571 for Classic Members and CCR Section 571.1 for new member s under California Public Employees Pension Reform Act (PEPRA) , Special Compensation items are defined under an exclusive list and shall be reported separately from the pay rate; and

WHEREAS, the pay schedule must identify each position by title, the individual pay rate amount or ranges for that position, and the time base upon which the amounts are based; and

WHEREAS, CalPERS Issued Circular Letter 200- 003-20 as guidance to public agencies in creating and maintaining a Publicly Available Pay Schedule that complies with Section 570.5, 571 and 571.1; and

WHEREAS, to ensure that the City remains compliant with its obligation under Section 570.5, 571, and 571.1 , any time new Memorandum of Understanding Agreements are negotiated or when wage rate/range adjustments or classification title changes are approved, staff will amend the pay schedules for City Council’s consideration and adoption by Resolution; and

WHEREAS, the City Council finds and determines that it desires to approve a Citywide Publicly Available Pay Schedule in compliance with CCR Section 570.5, 571 and 571.1, that includes changes approved up through June 25, 2025.

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

SECTION 1. Resolution 2025-XX is hereby adopted to represent the City’s most recent Publicly Available Pay Schedule (Attachments A, B, C, D, E, F , G) pursuant to Section 570.5.

SECTION 2. All previous resolutions related to job classifications and compensation levels are hereby repealed to the extent they are in conflict with this Resolution.

SECTION 3. The City Clerk shall certify to the adoption of this Resolution and shall cause a certified resolution to be filed in the Office of the City Clerk.

PASSED, APPROVED AND ADOPTED this 25th day of June , 202 5, by the following vote:

Ayes:

Noes:

Absent:

Abstain:

Nancy Ross, Mayor
ATTEST:

Tracey R. Hermosillo, City Clerk

APPROVED AS TO FORM:

Eric S. Vail, City Attorney

EXHIBIT "A"

GROUP RANGE POSITION STEP HOURLY MONTHLY ANNUAL
AFSCME 790 Assistant Civil Engineer 1 38.4935 6672.20 80066.44 Assistant Planner 2 40.4181 7005.81 84069.76
Plans Examiner II 3 42.4390 7356.10 88273.25
4 44.5610 7723.91 92686.92
5 46.7890 8110.10 97321.25
6 47.9588 8312.86 99754.29
7 49.1578 8520.68 102248.15
8 50.3868 8733.70 104804.35
AFSCME 785 Sr. Code Compliance Officer 1 36.6241 6348.19 76178.30 Jr. Engineer 2 38.4554 6665.60 79987.21
3 40.3781 6998.88 83986.57
4 42.3971 7348.83 88185.91
5 44.5169 7716.27 92595.20
6 45.6299 7909.17 94910.08
7 46.7706 8106.90 97282.83
8 47.9399 8309.58 99714.90
AFSCME 780 Crime Analyst 1 34.0424 5900.69 70808.24
Building Inspector II 2 35.7445 6195.72 74348.65
Engineering Technician II 3 37.5318 6505.51 78066.08
Fleet & Equipment Maintenance Coordinator 4 39.4084 6830.78 81969.38 Plans Examiner I 5 41.3788 7172.32 86067.86
6 42.4133 7351.63 88219.56
7 43.4736 7535.42 90425.05
8 44.5604 7723.81 92685.67
AFSCME 760 Accountant I 1 32.4135 5618.33 67420.01
2 34.0341 5899.25 70791.02
3 35.7359 6194.21 74330.56
4 37.5226 6503.93 78047.10
5 39.3988 6829.12 81949.45
6 40.3838 6999.85 83998.19
7 41.3934 7174.85 86098.14
8 42.4281 7354.22 88250.58
AFSCME 750 Code Compliance Officer II 1 31.6649 5488.58 65862.91 IT Technician 2 33.2481 5763.00 69156.05
Property & Evidence Technician II 3 34.9105 6051.16 72613.86 Public Safety Dispatcher II 4 36.6560 6353.71 76244.56
Senior Facilities Maintenance Worker 5 38.4889 6671.40 80056.78 6 39.4510 6838.18 82058.20
7 40.4374 7009.14 84109.66
8 41.4483 7184.37 86212.40
AFSCME 740 1 30.8659 5350.08 64200.95
2 32.4091 5617.58 67411.00
3 34.0296 5898.46 70781.55
4 35.7311 6193.39 74320.63

CITY OF CATHEDRAL CITY

AFSCME SALARY SCHEDULE
MOU TERM THROUGH DECEMBER 31, 2025
ADOPTED BY COUNCIL 06.25.2025 (no changes)
EFFECTIVE DATE: 01.05.2025
EXHIBIT "A"

GROUP RANGE POSITION STEP HOURLY MONTHLY ANNUAL

CITY OF CATHEDRAL CITY

AFSCME SALARY SCHEDULE
MOU TERM THROUGH DECEMBER 31, 2025
ADOPTED BY COUNCIL 06.25.2025 (no changes)
EFFECTIVE DATE: 01.05.2025
5 37.5176 6503.05 78036.65
6 38.4555 6665.63 79987.57
7 39.4170 6832.27 81987.27
8 40.4024 7003.08 84036.94
AFSCME 730 1 30.1374 5223.81 62685.72
2 31.6443 5485.00 65820.01
3 33.2265 5759.25 69111.00
4 34.8878 6047.21 72566.56
5 36.6321 6349.57 76194.88
6 37.5480 6508.31 78099.75
7 38.4866 6671.02 80052.24
8 39.4489 6837.80 82053.56
AFSCME 720 Administrative Assistant II 1 29.4090 5097.57 61170.82 Building Inspector I 2 30.8795 5352.45 64229.36
Engineering Technician I 3 32.4235 5620.07 67440.84
4 34.0446 5901.07 70812.87
5 35.7469 6196.13 74353.52
6 36.6405 6351.03 76212.36
7 37.5566 6509.81 78117.67
8 38.4955 6672.55 80070.61
AFSCME 710 Permit Technician II 1 28.7004 4974.74 59696.82 Police Records Specialist II 2 30.1354 5223.47 62681.65 Police Training Coordinator 3 31.6421 5484.65 65815.74
4 33.2243 5758.88 69106.53
5 34.8855 6046.82 72561.86
6 35.7576 6197.99 74375.90
7 36.6516 6352.94 76235.30
8 37.5679 6511.77 78141.18
AFSCME 700 Accounting Technician 1 28.0320 4858.88 58306.56 2 29.4336 5101.82 61221.89
3 30.9053 5356.92 64282.98
4 32.4505 5624.76 67497.13
5 34.0731 5906.00 70871.97
6 34.9249 6053.65 72643.79
7 35.7980 6204.99 74459.87
8 36.6930 6360.11 76321.37
AFSCME 690 Code Compliance Officer I 1 27.3546 4741.47 56897.68 Fire Life/Safety Inspector 2 28.7224 4978.55 59742.57
Public Safety Dispatcher I 3 30.1585 5227.47 62729.69
4 31.6664 5488.85 65866.17
5 33.2498 5763.29 69159.50
6 34.0810 5907.37 70888.47
7 34.9330 6055.06 72660.69
8 35.8064 6206.43 74477.20
EXHIBIT "A"

GROUP RANGE POSITION STEP HOURLY MONTHLY ANNUAL

CITY OF CATHEDRAL CITY

AFSCME SALARY SCHEDULE
MOU TERM THROUGH DECEMBER 31, 2025
ADOPTED BY COUNCIL 06.25.2025 (no changes)
EFFECTIVE DATE: 01.05.2025
AFSCME 680 Administrative Assistant I 1 26.6875 4625.83 55509.93 Planning Assistant 2 28.0219 4857.12 58285.43
3 29.4229 5099.98 61199.70
4 30.8941 5354.97 64259.68
5 32.4388 5622.72 67472.68
6 33.2498 5763.29 69159.48
7 34.0810 5907.37 70888.48
8 34.9330 6055.06 72660.68
AFSCME 670 1 26.0400 4513.60 54163.20
2 27.3420 4739.28 56871.37
3 28.7091 4976.25 59714.94
4 30.1445 5225.06 62700.69
5 31.6518 5486.31 65835.71
6 32.4431 5623.47 67481.61
7 33.2541 5764.05 69168.65
8 34.0855 5908.16 70897.87
AFSCME 660 Facilities Maintenance Worker II 1 25.4230 4406.65 52879.80 Permit Technician I 2 26.6941 4626.98 55523.80
Street Maintenance Worker II 3 28.0289 4858.33 58299.99 4 29.4303 5101.25 61214.98
5 30.9018 5356.31 64275.73
6 31.6744 5490.22 65882.62
7 32.4663 5627.47 67529.69
8 33.2779 5768.16 69217.94
AFSCME 650 Community Service Officer 1 24.8178 4301.74 51620.91 Property and Evidence Technician I 2 26.0586 4516.83 54201.96 3 27.3615 4742.67 56912.05
4 28.7296 4979.80 59757.64
5 30.1661 5228.79 62745.53
6 30.9203 5359.51 64314.17
7 31.6933 5493.50 65922.02
8 32.4856 5630.84 67570.07
AFSCME 640 Office Assistant II 1 24.2093 4196.27 50355.21 2 25.4198 4406.08 52872.96
3 26.6906 4626.38 55516.61
4 28.0253 4857.70 58292.45
5 29.4265 5100.59 61207.07
6 30.1621 5228.10 62737.25
7 30.9163 5358.81 64305.68
8 31.6891 5492.78 65913.31
AFSCME 630 Facilities Maintenance Worker I 1 21.9565 3805.79 45669.48 Office Assistant I 2 23.0543 3996.08 47952.95
Police Records Specialist I 3 24.207 4195.88 50350.6
EXHIBIT "A"

GROUP RANGE POSITION STEP HOURLY MONTHLY ANNUAL

CITY OF CATHEDRAL CITY

AFSCME SALARY SCHEDULE
MOU TERM THROUGH DECEMBER 31, 2025
ADOPTED BY COUNCIL 06.25.2025 (no changes)
EFFECTIVE DATE: 01.05.2025
Police Service Assistant 4 25.4174 4405.68 52868.14
Street Maintenance Worker I 5 26.6883 4625.96 55511.54
6 27.3555 4741.61 56899.33
7 28.0394 4860.15 58321.81
8 28.7404 4981.66 59779.86
AFSCME 605 Ambulance Operator/Paramedic 1 18.0101 3121.75 37461.04 2 18.9106 3277.84 39334.1
3 19.8561 3441.73 41300.81
4 20.8490 3613.82 43365.84
5 21.3701 3704.17 44449.99
6 21.9045 3796.77 45561.24
7 22.4520 3891.69 46700.27
AFSCME 600 Ambulance Operator/EMT 1 17.1423 2971.33 35655.97 2 17.9994 3119.90 37438.76
3 18.8994 3275.89 39310.70
4 19.8444 3439.69 41276.23
5 20.3405 3525.68 42308.15
6 20.8490 3613.82 43365.84
7 21.3701 3704.17 44449.99
* Step 6.7.8 (step advancements every 2 years)
**Ranges 605 & 600 - Steps 6.7 have step advancements every 2 years TYPE
Tier I Tier II (After 11/26/12)
15 Year Longevity 7.5% 2.5%
20 Year Longevity 5% 2.5%
25 Longevity 2.5% N/A
Bachelor's Degree $110/mo. $110/mo.

Bilingual $85/pp $85/pp
Public Safety Dispatcher II Training 5% 5%
Shift Differential (between 6 pm and 6 am) \ Except AO's 5% 5% Specialized License 5% 5%
Uniform Allowance - Code Compliance & Fire $100/mo. $100/mo.

Uniform Allowance - Police Department $75/mo. $75/mo.

STIPENDS

06.25.2025
EXHIBIT "B"

GROUP RANGE POSITION TITLE STEP HOURLY MONTHLY ANNUAL
Non-Rep 995 Fire Chief 1 100.70 17,454.94 209,459.25 Police Chief 2 105.74 18,327.66 219,931.93 3 111.02 19,244.07 230,928.81 4 116.57 20,206.27 242,475.26 5 122.40 21,216.59 254,599.03 61 2 5 . 4 6 21,747.00 260,964.00 71 2 8 . 6 0 22,290.68 267,488.10 81 3 1 . 8 2 22,847.94 274,175.31 Non-Rep 990 Assistant City Manager 1 95.91 16,623.75 199,485.00 2 100.70 17,454.92 209,458.98 3 105.74 18,327.68 219,932.20 4 111.02 19,244.07 230,928.82 5 116.57 20,206.27 242,475.27 61 1 9 . 4 9 20,711.43 248,537.14 71 2 2 . 4 8 21,229.21 254,750.57 81 2 5 . 5 4 21,759.95 261,119.34 Non-Rep 985 1 91.34 15,832.14 189,985.64 2 95.91 16,623.74 199,484.93 3 100.70 17,454.93 209,459.17 4 105.74 18,327.68 219,932.13 5 111.02 19,244.09 230,929.03 6 113.80 19725.19 236702.26
7 116.64 20218.32 242619.82
8 119.56 20723.78 248685.31
Non-Rep 980 1 86.99 15,078.23 180,938.72 2 91.34 15,832.14 189,985.64 3 95.91
16,623.74 199,484.93
4 100.70 17,454.93 209,459.17 5 105.74 18,327.68 219,932.13 61 0 8 . 3 8 18,785.87 225,430.44 71 1 1 . 0 9 19,255.52 231,066.20 81 1 3 . 8 7 19,736.91 236,842.86 Non-Rep 975 Deputy Fire Chief 1 82.85 14,360.22 172,322.59 Deputy Police Chief 2 86.99 15,078.23 180,938.72 Director of Public Works 3 91.34 15,832.14 189,985.64 Director of Comm. and Economic Dev. 4 95.91 16,623.74 199,484.93 Financial Services Director 5 100.70 17,454.93 209,459.17 61 0 3 . 2 2 17,891.31 214,695.66 71 0 5 . 8 0 18,338.59 220,063.06 81 0 8 . 4 4 18,797.05 225,564.63 Non-Rep 970 1 78.90 13,676.39 164,116.72 2 82.85 14,360.21 172,322.56 3 86.99 15,078.22 180,938.69 4 91.34 15,832.14 189,985.62 5 95.91 16,623.74 199,484.91 69 8 . 3 0 17,039.34 204,472.04 71 0 0 . 7 6 17,465.32 209,583.83 81 0 3 . 2 8 17,901.95 214,823.42

CITY OF CATHEDRAL CITY

NON-REPRESENTED SALARY SCHEDULE

ADOPTED BY COUNCIL:

SALARY INCREASE 07/06/2025
EFFECTIVE DATE: 07/06/2025

06.25.2025
EXHIBIT "B"

GROUP RANGE POSITION TITLE STEP HOURLY MONTHLY ANNUAL

CITY OF CATHEDRAL CITY

NON-REPRESENTED SALARY SCHEDULE

ADOPTED BY COUNCIL:

SALARY INCREASE 07/06/2025
EFFECTIVE DATE: 07/06/2025
Non-Rep 965 City Engineer 1 75.15 13,025.14 156,301.68 Deputy Finance Director 2 78.90 13,676.40 164,116.74 3 82.85 14,360.22 172,322.59 4 86.99 15,078.23 180,938.72 5 91.34 15,832.14 189,985.64 69 3 . 6 2 16,227.94 194,735.29 79 5 . 9 6 16,633.64 199,603.68 89 8 . 3 6 17,049.48 204,593.77 Non-Rep 960 Deputy Dir. of Comm. and Economic Dev. 1 71.57 12,404.89 148,858.72 Human Resources Director 2 75.15 13,025.14 156,301.68 3 78.90 13,676.40 164,116.74 4 82.85 14,360.22 172,322.59 5 86.99 15,078.23 180,938.72 68 9 . 1 6 15,455.18 185,462.19 79 1 . 3 9 15,841.56 190,098.74 89 3 . 6 8 16,237.60 194,851.21 Non-Rep 955 Accounting Services Manager 1 68.16 11,814.18 141,770.21 Chief Technology Officer 2 71.57 12,404.89 148,858.72 City Clerk 3 75.15 13,025.14 156,301.68 Human Resources Manager 4 78.90 13,676.40 164,116.74 Planning Manager 5 82.85 14,360.22 172,322.59 68 4 . 9 2 14,719.22 176,630.65 78 7 . 0 4 15,087.20 181,046.42 88 9 . 2 2 15,464.38 185,572.59 Non-Rep 950 Economic Development Manager 1 64.91 11,251.55 135,018.54 2 68.16 11,814.17 141,770.03 3 71.57 12,404.88 148,858.53 4 75.15 13,025.15 156,301.74 5 78.90 13,676.40 164,116.83 68 0 . 8 7 14,018.31 168,219.75 78 2 . 9 0 14,368.77 172,425.24 88 4 . 9 7 14,727.99 176,735.88 Non-Rep 945 Chief Building Official 1 61.82 10,715.81 128,589.77 Facilities Manager 2 64.91 11,251.61 135,019.26 Public Works/Env. Conserv. Manager 3 68.16 11,814.18 141,770.21 4 71.57 12,404.89 148,858.72 5 75.15 13,025.14 156,301.68 67 7 . 0 2 13,350.77 160,209.21 77 8 . 9 5 13,684.54 164,214.43 88 0 . 9 2 14,026.65 168,319.80 Non-Rep 940 Fire Marshal 1 58.88 10,205.54 122,466.44 Fiscal Officer 2 61.82 10,715.81 128,589.77 3 64.91 11,251.61 135,019.26 4 68.16 11,814.18 141,770.21 5 71.57 12,404.89 148,858.72 67 3 . 3 6 12,715.02 152,580.20 77 5 . 1 9 13,032.89 156,394.71 87 7 . 0 7 13,358.71 160,304.57

06.25.2025
EXHIBIT "B"

GROUP RANGE POSITION TITLE STEP HOURLY MONTHLY ANNUAL

CITY OF CATHEDRAL CITY

NON-REPRESENTED SALARY SCHEDULE

ADOPTED BY COUNCIL:

SALARY INCREASE 07/06/2025
EFFECTIVE DATE: 07/06/2025
Non-Rep 935 Code Compliance Manager 1 56.07 9,719.56 116,634.71 Communications/Event Manager 2 58.88 10,205.54 122,466.44 3 61.82 10,715.81 128,589.77 4 64.91 11,251.61 135,019.26 5 68.16 11,814.18 141,770.21 66 9 . 8 6 12,109.54 145,314.47 77 1 . 6 1 12,412.28 148,947.33 87 3 . 4 0 12,722.59 152,671.02 Non-Rep 930 Senior Engineer 1 53.40 9,256.72 111,080.68 2 56.07 9,719.56 116,634.71 3 58.88 10,205.54 122,466.44 4 61.82 10,715.81 128,589.77 5 64.91 11,251.61 135,019.26 66 6 . 5 4 11,532.89 138,394.73 76 8 . 2 0 11,821.22 141,854.61 86 9 . 9 0 12,116.75 145,400.97 Non-Rep 925 Land Development Engineer 1 50.86 8,815.93 105,791.12 2 53.40 9,256.72 111,080.68 3 56.07 9,719.56 116,634.71 4 58.88 10,205.54 122,466.44 5 61.82 10,715.81 128,589.77 66 3 . 3 7 10,983.71 131,804.51 76 4 . 9 5 11,258.30 135,099.62 86 6 . 5 8 11,539.76 138,477.12 Non-Rep 920 Associate Planner 1 48.44 8,396.12 100,753.45 Associate Civil Engineer 2 50.86 8,815.93 105,791.12 Licensing Officer 3 53.40 9,256.72 111,080.68 Sr. Accountant 4 56.07 9,719.56 116,634.71 Sr. Network Engineer (IT) 5 58.88 10,205.54 122,466.44 66 0 . 3 5 10,460.68 125,528.11 76 1 . 8 6 10,722.19 128,666.31 86 3 . 4 1 10,990.25 131,882.97 Non-Rep 915 Accountant II 1 46.13 7,996.31 95,955.67 Engineering Field Project Manager 2 48.44 8,396.12 100,753.45 Enterprise Applications Engineer 3 50.86 8,815.93 105,791.12 Enterprise Systems Analyst 4 53.40 9,256.72 111,080.68 GIS Engineer 5 56.07 9,719.56 116,634.71 Management Analyst 65 7 . 4 8 9,962.55 119,550.58 75 8 . 9 1 10,211.61 122,539.35 86 0 . 3 9 10,466.90 125,602.82 Non-Rep 910 1 43.94 7,615.53 91,386.34 2 46.13 7,996.31 95,955.67 3 48.44 8,396.12 100,753.45 4 50.86 8,815.93 105,791.12 5 53.40 9,256.72 111,080.68 65 4 . 7 4 9,488.14 113,857.69 75 6 . 1 1 9,725.35 116,704.14 85 7 . 5 1 9,968.48 119,621.75

06.25.2025
EXHIBIT "B"

GROUP RANGE POSITION TITLE STEP HOURLY MONTHLY ANNUAL

CITY OF CATHEDRAL CITY

NON-REPRESENTED SALARY SCHEDULE

ADOPTED BY COUNCIL:

SALARY INCREASE 07/06/2025
EFFECTIVE DATE: 07/06/2025
Non-Rep 905 Public Works Supervisor 1 41.84 7,252.88 87,034.61 2 43.94 7,615.53 91,386.34 3 46.13 7,996.31 95,955.67 4 48.44 8,396.12 100,753.45 5 50.86 8,815.93 105,791.12 65 2 . 1 3 9,036.33 108,435.91 75 3 . 4 4 9,262.23 111,146.80 85 4 . 7 7 9,493.79 113,925.47 Non-Rep 900 Senior Analyst 1 39.85 6,907.51 82,890.12 Senior Human Resources Specialist 2 41.84 7,252.88 87,034.61 3 43.94 7,615.53 91,386.34 4 46.13 7,996.31 95,955.67 5 48.44 8,396.12 100,753.45 64 9 . 6 5 8,606.02 103,272.28 75 0 . 8 9 8,821.17 105,854.09 85 2 . 1 6 9,041.70 108,500.45 Non-Rep 895 Human Resources Specialist 1 37.95 6,578.58 78,942.96 2 39.85 6,907.51 82,890.12 3 41.84 7,252.88 87,034.61 4 43.94 7,615.53 91,386.34 5 46.13 7,996.31 95,955.67 64 7 . 2 9 8,196.21 98,354.56 74 8 . 4 7 8,401.12 100,813.42 84 9 . 6 8 8,611.15 103,333.75 Non-Rep 890 Administrative Assistant II 1 36.15 6,265.31 75,183.77 Analyst II 2 37.95 6,578.58 78,942.96 Deputy City Clerk 3 39.85 6,907.51 82,890.12 Events & Recreation Coordinator 4 41.84 7,252.88 87,034.61 Payroll Coordinator 5 43.94 7,615.53 91,386.34 Webmaster-Graphic Designer 64 5 . 0 3 7,805.92 93,671.01 74 6 . 1 6 8,001.07 96,012.79 84 7 . 3 1 8,201.09 98,413.10 Non-Rep 885 1 34.42 5,966.97 71,603.59 2 36.15 6,265.31 75,183.77 3 37.95 6,578.58 78,942.96 4 39.85 6,907.51 82,890.12 5 41.84 7,252.88 87,034.61 64 2 . 8 9 7,434.21 89,210.48 74 3 . 9 6 7,620.06 91,440.74 84 5 . 0 6 7,810.56 93,726.76 Non-Rep 880 Analyst I 1 32.79 5,682.83 68,193.90 Payroll Specialist 2 34.42 5,966.97 71,603.59 3 36.15 6,265.31 75,183.77 4 37.95 6,578.58 78,942.96 5 39.85 6,907.51 82,890.12 64 0 . 8 5 7,080.20 84,962.37 74 1 . 8 7 7,257.20 87,086.42 84 2 . 9 2 7,438.63 89,263.57

06.25.2025
EXHIBIT "B"

GROUP RANGE POSITION TITLE STEP HOURLY MONTHLY ANNUAL

CITY OF CATHEDRAL CITY

NON-REPRESENTED SALARY SCHEDULE

ADOPTED BY COUNCIL:

SALARY INCREASE 07/06/2025
EFFECTIVE DATE: 07/06/2025
Non-Rep 870 Administrative Assistant I 1 29.74 5,154.49 61,853.88 Human Resources Assistant 2 31.22 5,412.21 64,946.57 3 32.79 5,682.83 68,193.90 4 34.42 5,966.97 71,603.59 5 36.15 6,265.31 75,183.77 63 7 . 0 5 6,421.95 77,063.37 73 7 . 9 8 6,582.50 78,989.96 83 8 . 9 3 6,747.06 80,964.71 * Step 6.7.8 (step advancements every 2 years)
Part-Time | Temp | Limited Term

STATUS POSITION TITLE HOURLY
LT Fire Recruit 27.00 $
LT Police Officer Recruit 27.00 $
PT/LT Ambulance Operator/EMT 17.50 $
PT/LT Ambulance Operator/Paramedic 18.50 $
PT/LT Background Investigator 38.86 $
PT/LT IT Technician 30.89 $
PT/LT Office Assistant 22.50 $
PT/LT Police Cadet 16.50 $
PT/LT Public Safety Dispatcher 35.00 $
Tier I (Hired Before 7/1/22)
15 Year Longevity 7.5%
20 Year Longevity 5.0%
25 Longevity 2.5%
Bilingual 2.5%
Master's Degree 5.0%
Uniform Allowance (Safety Positions) $140/mo
POST Executive Certificate (Safety Positions) 5.0%
Car Allowance (By approval) $250/mo
Smartphone Stipend (By approval) $55/mo

Tier II (After 7/1/22)
15 Year Longevity | 1x lump sum payment 7.5%
20 Year Longevity | 1x lump sum payment 5%
25 Longevity | 1x lump sum payment 5%
Bilingual $85/pp
Master's Degree 2.5%
Uniform Allowance (Safety Positions) $140/mo
POST Executive Certificate (Safety Positions) 5%
Car Allowance (By approval) $250/mo
Smartphone Stipend (By approval) $55/mo
TYPE
TYPE

STIPENDS
EXHIBIT "C"

GROUP RANGE POSITION TITLE STEP HOURLY MONTHLY ANNUAL
POA 130 Police Officer 1 42.4586 7359.49 88313.88
2 44.5815 7727.47 92729.58
3 46.8106 8113.84 97366.05
Step not in use per article 10.1 4 48.6830 8438.39 101260.70 5 51.1171 8860.31 106323.74
6 53.6730 9303.33 111639.92
7 55.0149 9535.91 114430.92
8 56.3903 9774.31 117291.69
*Step 7.8 (step advancements every 2 years)
Tier 1
Tier II (After 01/01/13)
15 Year Longevity 7.5% N/A
20 Year Longevity 5% N/A
Advanced (A) Post Certificate 5% 5%
Intermediate (I) Post Certificate 5% 5%
Bilingual $225/pp $225/pp
Canine Handler (Canine Officer/Animal Premium) $225/pp $225/pp Field Training Officer (Training Premium) $225/pp $225/pp Gang Officer (Gang Detail Assignment Premium) $225/pp $225/pp Homeless Liaison (Police Liaison Premium) $225/pp $225/pp Investigator (Police Investigator Premium) $225/pp $225/pp Motor Officer (Motorcycle Patrol Premium) $225/pp $225/pp PACT Team (Police Liaison Premium) $225/pp $225/pp
School Resource Officer (Police Liaison Premium) $225/pp $225/pp Uniform Allowance $140/mo $140/mo
Tier 1
Tier II (After 01/01/13)
15 Year Longevity 7.5% 1x payment of 5.0%
20 Year Longevity 5% 1x payment of 2.5%
25 Year Longevity N/A 1x payment of 2.5%
Advanced (A) Post Certificate 5% 5%
Intermediate (I) Post Certificate 5% 5%
Bilingual $250/pp $250/pp
Canine Handler (Canine Officer/Animal Premium) $250/pp $250/pp Field Training Officer (Training Premium) $250/pp $250/pp Gang Officer (Gang Detail Assignment Premium) $250/pp $250/pp Homeless Liaison (Police Liaison Premium) $250/pp $250/pp Investigator (Police Investigator Premium) $250/pp $250/pp Motor Officer (Motorcycle Patrol Premium) $250/pp $250/pp PACT Team (Police Liaison Premium) $250/pp $250/pp
School Resource Officer (Police Liaison Premium) $250/pp $250/pp Uniform Allowance $170/mo $170/mo
STIPENDS (as of 03/16/2025)
TYPE

STIPENDS
TYPE

CITY OF CATHEDRAL CITY

POA SALARY SCHEDULE
MOU TERM THROUGH DECEMBER 31, 2027
ADOPTED BY COUNCIL 06.25.2025 (no changes)
EFFECTIVE DATE: 03.02.2025
EXHIBIT "D"

GROUP RANGE POSITION TITLE STEP HOURLY MONTHLY ANNUAL
PMA 271 Police Commander 1 72.7935 12617.54 151410.52
2 76.4333 13248.42 158981.06
3 80.2549 13910.84 166930.10
4 84.2676 14606.38 175276.61
5 88.4810 15336.70 184040.44
6 90.6930 15720.12 188641.44
7 92.9604 16113.12 193357.49
8 95.2844 16515.95 198191.42
PMA 251 Police Sergeant 1 62.0355 10752.82 129033.85
2 65.1373 11290.46 135485.54
3 68.3941 11854.99 142259.82
4 71.8139 12447.73 149372.81
5 75.4045 13070.12 156841.45
6 77.2896 13396.87 160762.48
7 79.2219 13731.80 164781.55
8 81.2025 14075.09 168901.09
*Step 6.7.8 (step advancements every 2 years)
Tier 1
Tier II (After 01/01/13)
15 Year Longevity 7.5% N/A
20 Year Longevity 5% N/A
25 Year Longevity 2.5% N/A
BA/BS Degree - Police Sergeant $250 pp $250 pp
Bilingual - Sworn $215 pp $215 pp
Master's Degree - Police Commander $295 pp $295 pp
Management Incentive Pay - Police Commander 5 hrs pp 5 hrs pp POST Management Certificate - Commanders $295 pp $295 pp POST Supervisory Certificate - Sergeant $250 pp $250 pp Professional Standards/Police Administrative Officer $250 pp $250 pp Detective Sergeant $280 pp $280 pp
Homeless Liaison $250 pp $250 pp
Narcotics $250 pp $250 pp
PACT Team Sergeant $250 pp $250 pp
Special Operations $250 pp $250 pp
Uniform Allowance - Sworn $140 mo $140 mo

Cathedral City City CouncilJune 25, 2025

Cathedral City City Council
June 25, 2025