3. Reimbursement can be requested for food provided in-house in situations where work is required for completing CPA business and when it is impractical or difficult for staff to obtain their own meals. The Executive DirectorChief Executive Officer or the Executive DirectorChief Executive Officer’s designee must approve such expenditures in advance.
SECTION 10: PAY
Paydays
All employees are paid bi-monthly (the 15th and last day of each month). Each paycheck will include earnings for the current pay period.
If the regularly scheduled payday falls on a day off, weekend or a holiday, employees will receive pay on the last day of work before the regularly scheduled payday.
Employees may have pay directly deposited into their bank account(s) if they provide advance written authorization to the Human Resources managerDirector, Human Resources. Employees will receive an itemized statement of wages when the CPACPA makes direct deposits.
Payroll Deductions, Wage Attachments and Garnishments
State and federal payroll taxes will be withheld from your paycheck in accordance with state and federal law. These deductions include state and federal income tax, social security tax (FICA), state disability insurance (SDI) and Family Temporary Disability Insurance (FTDI) taxes. By law, CPA is also required to honor legal attachments and garnishments of an employee’s wages or salaries. If employee wages are attached, CPA will withhold the specified amount to satisfy the terms of the attachment.
SECTION 11: EMPLOYEE CONDUCT
Rules of Conduct
To help to assure orderly operations and provide the best possible work environment, the CPACPA expects employees to follow rules of conduct that will protect the interests and safety of all employees and the CPACPA. It is not possible to list all the forms of behavior that are considered unacceptable in the workplace, but the following are examples of infractions of rules of conduct Agenda Page 788
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that may result in disciplinary action, including Suspension or Termination of employment. These types of misconduct are provided for purposes of illustration only and in no way alter the at-will employment status of any CPA employees:
1. Theft or inappropriate removal or possession of property of CPA and/or CPA employees or others.
2. Falsification of records including, but not limited to, information provided on an application for employment and time-keeping records;
3. Violation of drug and alcohol abuse, as specified below, including but not limited to reporting for work, being subject to work, or being at work, under the influence of or in possession of alcohol, legal or illegal drugs;
4. Possession, distribution, sale, transfer, or use of alcoholic or illegal drugs in the workplace, while on duty, while operating employer owned vehicles or equipment, or while operating employee owned vehicles or equipment in the conduct of CPA business;
5. Assault, battery, horseplay, fighting or threatening violence in the workplace or while on duty;
6. Disruptive activity in the workplace;
7. Carelessness, incompetence, inefficiency, or negligence.
8. Insubordination;
9. Discourteous or disrespectful treatment of other employees, members of the public, customers, suppliers, or visitors, or other treatment that does not foster cooperation;
10. Malicious gossip and/or spreading rumors; engaging in behavior designed to create discord and lack of harmony; interfering with another employee on the job; or willfully restricting work output or encouraging others to do the same;
11. Dishonesty;
12. Violation of safety or health rules;
13. Sexual or other harassment, discrimination, or retaliation in violation of CPA policy or applicable state or federal law;
14. Unauthorized possession of firearms, weapons or explosives on CPA property, or while on duty; or displaying or brandishing any firearm or weapon, whether in jest or otherwise, in any manner which can be construed as a careless, threatening or dangerous manner, except as required in the performance of official duties;
15. Unauthorized use of CPA’s electronic communications systems, including, but not limited to, telephones, email, mail system, or other equipment;
16. Improper use of CPA funds;
17. Acceptance or solicitation of bribes or extortion;
18. Excessive absenteeism or any unauthorized absence;
19. Sleeping on the job or leaving the job without authorization;
20. Failure to maintain job performance standards or to properly or satisfactorily perform assigned duties;
21. Failure to maintain any employment qualification;
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22. Gambling on CPA property or during working hours;
23. Conviction of a felony, or conviction of a misdemeanor relating to the employee’s fitness to perform assigned duties; and/or
24. Violation of CPA policies.
Workplace Violence Prevention
A. Objectives. The CPACPA is strongly committed to ensuring the safety of all CPA employees.
Consistent with this policy, acts or threats of violence, including intimidation, harassment, or coercion which involve or affect CPA employees will not be tolerated and will be subject to appropriate disciplinary action up to and including termination. The following are the objectives of the CPACPA:
1. To ensure all workplace threats and violent behavior are addressed promptly.
2. To ensure the level of physical and facility security in the CPACPA’s workplace is sufficient to protect the health and safety of CPA employees.
3. To ensure that all disciplinary action taken for behavior prohibited under this Section is reviewed, evaluated, and administered consistently and equitably throughout the CPACPA and done so in a timely manner.
B. Threats or Acts of Violence Defined
A credible threat of violence is a knowing and willful statement or course of conduct that would place a reasonable person in fear for the employee’s safety, or the safety of the employee’s immediate family, and that serves no legitimate purpose. General examples of prohibited workplace violence include, but are not limited to the following:
1. Threatening to harm or harming an individual, the employee’s family, friends, associates, or their property;
2. Fighting or challenging another individual to a fight;
3. Intimidation through direct or veiled verbal threats, or through physical threats, such as obscene gestures, grabbing, and pushing;
4. Making harassing or threatening telephone calls; sending harassing or threatening letters, emails, or other correspondence;
5. Intimidating or attempting to coerce an employee to do wrongful acts that would affect the business interests of the CPACPA;
6. Harassing surveillance or stalking, which is engaging in a pattern of conduct with the intent to follow, alarm, or harass another individual, which presents a credible threat to the individual and causes the individual to fear for the employee’s safety, or the safety of the employee’s immediate family, as defined in California Civil Code Section 1708.7;
7. Suggesting or otherwise intimating that an act to injure persons or property is appropriate behavior;
8. Possession of firearms (loaded or unloaded), weapons, or any other dangerous devices on CPA property. This includes look-alike weapons, such as toy guns. Weapons and dangerous devices may include, but are not limited to the following: blackjacks, slingshots, metal knuckles, explosive substances, dirks, daggers, gas- or spring-Agenda Page 790 Pg. 49
operated guns, knives, folding knives having a blade that locks into place, razor blades, and clubs; and/or
9. Use of a personal or CPA-issued tool or other equipment in a threatening manner toward another.
C. Reporting Workplace Violence. Any employee who is the victim of a threat or act of violence, or any employee who witnesses such conduct, should immediately report the incident to the employee’s Supervisor or other appropriate person in the chain of command. Should the employee perceive that the employee is in immediate danger of a violent act, or has just been victimized by a violent act, or is a witness of a violent act, the employee shall as soon as possible:
1. Place themselves in a safe location.
2. If appropriate, call 911 and request immediate response of a police officer and be prepared to inform the police dispatcher of the circumstances and the exact location of where an officer is needed.
3. Inform a Supervisor or the Human Resources managerDirector, Human Resources of the circumstances.
4. Complete a written report as soon as possible and submit the original copy to the Human Resources managerDirector, Human Resources.
5. Cooperate fully in any administrative or criminal investigation, which shall be conducted within existing policy and laws.
6. Direct all inquiries from the media about violence on CPA premises to the Executive DirectorChief Executive Officer.
D. Reporting Suspected Future Workplace Violence. Employees who have reason to believe they or any CPA employee may be the subject of a violent act in the workplace or as a result of their CPA employment, should immediately notify their Supervisor or the Human Resources managerDirector, Human Resources.
E. Violation of Section. The prohibition against threats and acts of violence applies to all persons involved in the CPACPA’s operation, including but not limited to CPA employees, Interns, vendors, and anyone else on CPA property. Violations of this section by any individual may be followed by legal action as appropriate, which may include, seeking a temporary restraining order and/or injunction on behalf of CPA employees if the situation warrants such action. In addition to appropriate legal action, violations of this section by employees, including making a false report under this section, may lead to appropriate disciplinary action, up to and including termination.
Drug and Alcohol Abuse
CPA is concerned about the use of alcohol, marijuana, illegal drugs, or controlled substances as it affects the workplace. CPA complies with state and federal drug abuse regulations, including the Drug-Free Workplace Act of 1988 and California Drug-Free Workplace Act of 1990. Use of these substances whether on or off the job can adversely affect the employee’s work performance, efficiency, safety and health. The use, transfer, distribution, sale, being under the influence of, or possession of these substances on the job (regardless of whether on the premises, on duty, or operating a vehicle or potentially dangerous equipment owned by CPA) constitutes a potential danger to the welfare and safety of other employees, and exposes CPA to the risks of property loss or Agenda Page 791
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damage, or injury to other persons. Furthermore, the use of prescription drugs and/or over-the-counter drugs (including medical marijuana) may also affect the employee’s job performance and seriously impair employee’s value to CPA. Any employee who is using prescription or over-the-counter drugs that may impair employee’s ability to safely perform the job, or affect the safety or well-being of others, must notify a Supervisor of such use immediately before starting or resuming work. All precautions necessary to preserve the employee’s privacy will be taken.
This policy will not be construed to prohibit the use of alcohol at social or business functions sponsored by CPA where alcohol is served or while entertaining business associates of CPA.
However, employees must always remember their obligation to conduct themselves properly while at company-sponsored functions or while representing CPA. It is the policy of CPA not to reimburse employees for alcohol purchases even when such purchases are made in connection with CPA payment for business meals.
Employees must adhere to the rules stated in this section and Handbook as a condition of employment. Failure to comply with this Handbook may result in Discipline, including Termination.
The Human Resources managerDirector, Human Resources has been designated to administer this section, monitor the program and make reports as required by law.
SECTION 12: EMPLOYEE BENEFITS
CPA has developed and invested in an employee benefit program to supplement employee’s regular wages. These benefits include health, retirement plan, deferred compensation plan, long term disability insurance, term life insurance, supplemental life insurance, flexible spending accounts, transportation allowance, employee assistance program, and voluntary employee benefits. Details of all benefits are listed in the Employee Benefits Guide. Details of health, retirement plan, long term disability insurance, term life insurance, and transportation allowance benefits are detailed below.
Health / Dental / Vision
CPA offers full coverage at the Kaiser Platinum level for employees and dependents. CPA offers basic dental and vision coverage for employees and dependents. CPA reserves the right to charge a copay for dependent coverage. Employees who select a higher cost health insurance option, either PPO or other HMO, cover the cost difference. Cash-out options for those who have health care provided elsewhere (i.e. through a spouse) are available upon proof of coverage comparable or better than the Kaiser Platinum level offered by Clean Power Alliance. The cash-out amount is $500 monthly and may change from time to time.
Retirement Plan
Employee will be enrolled automatically in a 403(b) program immediately upon employment unless they choose to opt-out. Employee is eligible for ongoing employer contribution of 6% of the employee salary and up to a 4% employer match contribution, for a maximum total of 10%.
Employees own 100% of any employee contribution immediately. Employees have ownership of the employer contribution and any match amount in equal increments over a three (3) year period of employment, (i.e. 33% annually). Employees own 100% of the employer contribution and any match amount after three (3) consecutive years of employment. Any amount not owned by the employee (i.e. in the case that they leave CPA prior to completing 3 years of employment) will be returned to CPA.
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Long-Term Disability Insurance
Long-term disability (LTD) insurance shall be provided to all full-time employees at 60% of salary subject to terms of LTD carrier and capped based on salary.
Term Life Insurance
Group life insurance shall be provided to all full-time employees at a minimum benefit amount of one-time (1x) salary, subject to the terms of the insurance carrier.
Transportation Allowance
Full-tTime eEmployees who choose to work in the office on a regular basis may be eligible for a transportation allowance of $200 to offset commutingthe costs in accordance with CPA’s overall tTelecommuting policy. of any non-auto mode of transportation for commuting purposes. To be eligible, employees must request the transportation allowance from the Human Resources manager. Employees requesting the transportation allowance certify that their primary mode of transportation to and from work is via a non-auto mode.
SECTION 13: LAYOFF/SEPARATION FROM EMPLOYMENT
Layoff Procedures and Work Reductions
A. General. Whenever, in the judgment of the CPACPA Board, it becomes necessary in the interest of economy or reorganization, to eliminate any position or employment, depending on the scope of the reduction, (i.e., agency-wide, job classification, position), employees will be selected for layoff based on a combination of factors, including, but not necessarily limited to:
past performance and productivity, qualifications, attendance, attitude, ability and willingness to work the required days and hours, and the ability to work cooperatively with others in the affected work unit.
1. The weight given to the above factors may vary depending upon the needs of the affected work unit and CPA as a whole at the time of the layoff.
2. Seniority shall be considered only when, in CPA’s opinion, all other factors are equal between two or more employees in the affected work unit. Seniority will be computed based on an employee’s total continuous service with CPA. For this purpose, continuous service before and after any break in service of less than thirty (30) Days or an approved leave of absence, will be counted.
B. Vacancy and Demotion. Except as otherwise provided, whenever there is a reduction in the work force, the Executive DirectorChief Executive Officer shall first demote an employee identified for Layoff to a Vacancy, if any, within the same department in a position with a Reduction in Pay, for which the employee is qualified. Secondly, employees may request to demote to a vacant position within the organization. An employee requesting a Demotion must file a written request with the Supervisor within five (5) business days of receiving written notice of Layoff. An employee who is offered a Demotion has the right to refuse the Demotion.
Severance
CPA does not maintain a formal severance pay policy nor provide severance pay to employees who leave CPA for any reason. Severance pay should therefore not be expected. However, CPA reserves Agenda Page 793
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the right to make exceptions to this Handbook at any time and may provide for severance pay in certain circumstances at its sole discretion.
Separation from Employment with CPA
A. Abandonment of Position. An employee may be terminated from employment if the employee is on an unauthorized leave of absence as set forth in Section 6.
B. Layoff/Expiration of Contract Work. As provided in Section 2 an employee may be separated by Layoff or expiration of the timeframe for which the position was created.
C. Resignation. An employee wishing to leave employment in good standing will file with the Human Resources managerDirector, Human Resources a written Resignation stating the effective date at least two (2) weeks before leaving the service, unless approval for a shorter notice is obtained by the SupervisorExecutive Director. Resignation will be deemed accepted upon submission. A Resignation made without the notice required may be regarded as cause for denying the resigning employee future employment with CPA and will be considered a Resignation not in good standing.
D. Retirement. Retirement from employment will be subject to the terms and conditions of the applicable statutes, rules, and regulations of their 403(b)/457(b) retirement plan(s) with CPA.
E. Disability. An employee may be separated for disability when the employee cannot perform the essential functions of the job, with or without a legally required reasonable accommodation, and is either not eligible to retire for disability or waives that right voluntarily.
F. Death of the Employee. In the event of a death of an employee, payment of all earned wages due will be in accordance with the laws of the State of California. Unless otherwise provided by law, payment of any other funds due will be paid to the beneficiary so designated in writing by the employee.
Exit Interviews
If employee resigns voluntarily, the Human Resources managerDirector, Human Resources or employee’s direct Supervisor will conduct an interview whenever feasible. This interview will allow the employee to communicate employee’s views on the employee’s work with CPA and the job requirements, operations and training needs. It also provides the employee an opportunity to discuss issues concerning benefits and insurance. At the time of the interview, employees are expected to return all company-furnished equipment, such as I.D. cards, keys, and credit cards.
SECTION 14: SALARY DISCLOSURE
As a public agency, CPA is committed to transparency. As such, salary rangessalaries of all positions will be disclosed as required under California law.
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EMPLOYEE ACKNOWLEDGEMENT FORM
This is to acknowledge that I have received a copy of the Clean Power Alliance (“CPA”) Employee Handbook and understand that it contains important information on CPA’s general personnel policies and on my privileges and obligations as an employee. I acknowledge that I am expected to read, understand, and adhere to CPA policies and will familiarize myself with the material in the handbook. I understand that I am governed by the contents of the handbook and that CPA may change, rescind or add to any policies, benefits or practices described in this handbook, other than the employment-at-will policy, from time to time in its sole and absolute discretion, with or without prior notice. CPA will advise employees of material changes within a reasonable timeframe.
Furthermore, I understand that employment with CPA is not for a specified term and is at the mutual consent of the employee and CPA. Accordingly, either the employee or CPA can terminate the employment relationship at will, with or without cause, at any time. This represents a final and binding integrated agreement with respect to the at-will nature of the employment relationship and cannot be modified, unless it is modified in a written agreement signed both by the Executive DirectorChief Executive Officer and I.
I UNDERSTAND THAT NOTHING CONTAINED IN THE HANDBOOK IS INTENDED
TO CREATE, NOR BE CONSTRUED AS CREATING, AN EXPRESS OR IMPLIED
CONTRACT, OR GUARANTEE OF EMPLOYMENT FOR A DEFINITE OR
INDEFINITE TERM.
EMPLOYEE’S SIGNATURE DATE
EMPLOYEE’S PRINTED NAME
Agenda Page 795
Management Report
To: Clean Power Alliance (CPA) Board of Directors
From: Ted Bardacke, Chief Executive Officer
Subject: Management Report
Date: December 1, 2022
Post-Covid Utility Bill Relief Credits
Over the next three months, CPA will be applying $10.5 million in bill credits to approximately 55,000 residential customer accounts using funds allocated by the State of California to assist those who have past due balances accrued during the later stages of the Covid-19 pandemic, June to December 2021. Bill credits will be applied automatically – eligible customers and their amounts have already been determined – so customers do not need to apply for these funds. Application of these funds will reduce CPA’s account receivables and increase CPA’s cash position. CPA was a key player in the coalition that pushed for this second and final round of utility bill assistance, called the California Arrearage Payment Program, or CAPP. More information about the overall state program can be found here.
City Manager Meeting
In order to deepen the connections between CPA and its member agencies, CPA Board Chair Julian Gold and CEO Ted Bardacke are planning two lunch meetings with the City Managers of CPA member agencies, one in Los Angeles on January 12th and one in Ventura on January 26th. In addition to providing an overview of CPA’s operations, the meetings will be an opportunity to hear from City Managers about how CPA can expand its support for communities’ clean energy and sustainability priorities. These meetings will be the first in a series of conversations that CPA will facilitate in order to more regularly connect with City Managers and other member agency staff.
Agenda Page 796
BOARD OF DIRECTORS MANAGEMENT REPORT
Default Rate Change Update
Eight CPA member agencies underwent complete or partial default rate changes in October. CPA, in collaboration with the participating member agencies, began full-scale outreach customer activity related to the default rate change in September, including mailing two notices to each one of the approximately 300,000 potentially affected customers. As of November 21, 2,430 (0.82%) of these customers had exercised an alternative choice to their default change, split equally between those choosing to opt-down and those choosing to opt-out.
Customer Participation Rate and Opt Actions
As of November 17, 2022, CPA’s overall participation rate was 93% and had 1,003,150 active customers, up 1,276 customers from the previous month. Opt-out levels – 335 accounts through the third week of November – are lower than what CPA typically experiences in the fourth quarter of the year even after accounting for the default changes.
New accounts (“move-ins”) were higher than closed accounts (“move-outs”) by 789 customers in November. Attachment 1 provides participation rates and active accounts by jurisdiction.
As described to the Board in November, this month CPA began using a revised participation rate calculation methodology based on new data being received from Southern California Edison (SCE). Access to this data was a result of a $4.25 million legal settlement between CPA and SCE approved by the CPA Board in June 2020 and a subsequent ruling by the California Public Utilities Commission. Due to this revision, participation rates have dropped by an average of three percentage points even though the number of active customers served by CPA has been rising for the past year. The new data reveals that CPA underestimated the number of eligible customers in our service territory since early 2021 while awaiting actual data from SCE for over a year.
The new data being received from SCE also indicates there are approximately 5,000 accounts that seemingly should have been enrolled in CPA service by SCE but have not been. CPA staff are working with SCE to validate the status of these accounts and to develop an enrollment plan for those that indeed should be CPA customers.
Agenda Page 797
BOARD OF DIRECTORS MANAGEMENT REPORT
Customer Service Center Performance
Incoming calls to CPA’s Customer Service Center fell during the first three weeks in November despite default rate change notifications. Through November 21, CPA received 926 calls, down from 2,153 calls in the month of October. 99% of calls were answered within 45 seconds, up from 96% in September, and average wait time was 6 seconds, down from 9 seconds in October.
Monthly Financial Performance
CPA suffered heat-wave related losses of $18.8 million in September but closed out the first quarter of the fiscal year with just a $3.4 million loss, in healthy financial shape with ample liquidity. The monthly financial performance dashboard is included in Item 5 of this Board packet, as part of the complete financial results for the first quarter of FY 22/23.
Additional information about the financial and energy market impacts of the record-setting September heat wave can be found in the Finance Committee agenda packet located here.
Contracts Executed Under the Chief Executive Officer’s Authority A list of non-energy contracts executed under the CEO’s signing authority is provided in Attachment 2. The list includes all open contracts as well as all contracts, open or completed, executed in the past 12 months.
ATTACHMENTS
1. Overall Participation Rates by Jurisdiction
2. Non-Energy Contracts Executed under CEO’s Authority
Agenda Page 798
Jurisdiction Default Option Active Accounts Participation Rate Lean % Clean % 100% Green % Agoura Hills 100% Green 8,095 88.5% 2.1% 0.4% 97.5%
Alhambra Clean 34,013 95.6% 1.5% 98.3% 0.2%
Arcadia Lean 22,493 95.6% 99.8% 0.1% 0.1%
Beverly Hills 100% Green 18,669 97.5% 1.7% 0.1% 98.2%
Calabasas 100% Green 9,719 93.7% 1.8% 0.3% 97.9%
Camarillo 100% Green 28,340 90.1% 0.9% 0.1% 99.0%
Carson Clean 29,277 95.8% 1.3% 98.5% 0.2%
Claremont 100% Green 12,564 91.4% 2.6% 0.3% 97.1%
Culver City 100% Green 19,221 95.2% 3.9% 1.1% 95.0%
Downey Clean 36,753 95.2% 1.5% 98.4% 0.1%
Hawaiian Gardens Clean 3,634 95.6% 1.2% 98.6% 0.2%
Hawthorne 100% Green 28,469 97.4% 0.2% 1.5% 98.3%
Los Angeles County 100% Green 298,507 94.6% 1.8% 38.8% 59.4% Malibu 100% Green 6,969 95.3% 2.9% 0.4% 96.7%
Manhattan Beach 100% Green 15,479 96.1% 2.7% 0.2% 97.1% Moorpark Clean 11,417 85.9% 3.1% 96.3% 0.6%
Ojai 100% Green 3,503 89.3% 6.1% 1.2% 92.7%
Oxnard 100% Green 55,652 92.9% 4.0% 0.6% 95.4%
Paramount Lean 15,596 96.7% 96.2% 2.9% 0.9%
Redondo Beach 100% Green 33,221 96.5% 1.7% 0.0% 98.3%
Rolling Hills Estates 100% Green 3,492 91.7% 7.0% 1.6% 91.4% Santa Monica 100% Green 54,080 94.6% 3.5% 0.8% 95.7%
Sierra Madre 100% Green 4,950 92.2% 5.5% 1.6% 92.9%
Simi Valley Lean 43,203 89.7% 99.6% 0.1% 0.2%
South Pasadena 100% Green 11,616 95.1% 3.8% 0.7% 95.5%
Temple City Lean 12,552 95.9% 99.8% 0.0% 0.2%
Thousand Oaks 100% Green 44,301 83.2% 8.1% 1.6% 90.3%
Ventura 100% Green 43,811 89.3% 4.8% 1.4% 93.8%
Ventura County 100% Green 32,264 84.2% 6.5% 1.3% 92.2%
West Hollywood 100% Green 26,473 97.2% 2.4% 0.4% 97.2%
Westlake Village Lean 3,727 88.0% 99.5% 0.1% 0.4%
Whittier Clean 31,090 94.3% 1.8% 98.0% 0.2%
Total 1,003,150 93.1%
Default Option Participation Rate
100% Green
Clean
Lean
92.7%
93.7%
93.2%
Total 93.1%
Clean Power Alliance – Overall Customer Status Report
Rate Product Active Accounts % of Active
100% Green
Clean
Lean
618,165
263,407
121,578
61.6%
26.3%
12.1%
Total 1,003,150 100.00%
Overall Participation by Rate Product
Participation by City and County
November 17, 2022
Agenda Page 799
Vendor Purpose Month NTE Amount Status Notes
Cision Media/PR wire distribution services November 2022 $2,240 Active NewGen ERRA forecast support November 2022 $11,000
Active
Amendment to update scope
of PSA for SCE Green Tariff Shared
Renewable Rate Review
Sigma Data analytics tool October 2022 $13,000 Active
Language Line Translation services October 2022 $50,000 Active Langan GIS services October 2022 $125,000 Active Second renewal term Mercer Compensation and benefits study refresh September 2022 $75,000 Active Pickit Digital asset library September 2022 $2,900 Active Salesforce Stakeholder Relationship Management
application subscription August 2022 $15,300 Active
Elite Edge Consulting Accounting services August 2022 $90,000 Active Original Contract Date: September 2020
NTE $112,000
Amendment #1 - NTE for renewals
increased to $120,000 in September 2020
Amendment #2 - First renewal authorized
July 2021 - Extends through 6/30/2022
Amendment #3 - Second (final) renewal
authorized; extends through 6/30/2022
Oscar Associates Recruiting Services August 2022 N/A Active Amendment to reduce placement fees to
25% of starting salary of exclusively
referred candidate
Burke, Williams, Sorenson, LLP
Legal Services Agreement (Brown Act,
public entity governance issues and other
legal services)
July 2022 $100,000 Active Renewal
Hall Energy Law PC Energy Procurement Counsel July 2022 $125,000 Active Renewal Helpmates Temporary staffing services July 2022 N/A Active Baker Tilly Financial audit services June 2022 $50,000 Active IHS Market Subscription for CAISO forecasts June 2022 $15,000 Active MBI Marketing contract renewal June 2022 $7,687 Active 3% increase to Board approved NTE upon renewal
Adobe Inc.
AdobeSign Secure Electronic Signature
Service June 2022 $3,200 Active Renewal
Snowflake Inc. Cloud-Native Elastic Data Warehouse
Service June 2022 $25,000 Active Renewal
Fraser Marketing contract renewal June 2022 $55,647 Active 9% increase to Board approved NTE upon renewal
John Kotch IT Consulting June 2022 $3,000 Completed
AiQueous Salesforce implementation June 2022 $10,000 Active Place and Page Graphic deisgn and branding June 2022 $50,000 Active Informal Development Website development May 2022 $50,000 Active Clean Power Alliance
Non-energy contracts executed under Chief Executive Officer authority Rolling 12 months -- Open contracts shown in Bold
Agenda Page 800
Vendor Purpose Month NTE Amount Status Notes
Clean Power Alliance
Non-energy contracts executed under Chief Executive Officer authority Rolling 12 months -- Open contracts shown in Bold
Chapman & Cutler, LLP 2021 Legal Services (CPA's Credit Agreement) April 2022 $55,000 Active Renewal
Polsinelli, LLP
Legal Service Agreement (Employment,
Compliance, General Legal Support related
to Commercial Liability, Risk, and
Mitigation issues)
April 2022 $75,000 Active Renewal
Shute, Mihaly & Weinberger, LLP
Legal Service Agreement (Regulatory,
Administrative, Environmental, Energy
Procurement, Public Contracting, Public
Entity Governance Laws, Issues and/or
Proceedings)
April 2022 $65,000 Active Renewal
Lattice Performance management software April 2022 $9,000 Active Active San Gabriel Valley Grant for community-based outreach April 2022 $8,000 Completed MERITO Grant for community-based outreach April 2022 $8,000 Completed Davis Wright Tremaine Legal services (regulatory) March 2022 $125,000 Active LinkedIn Subscription for recruiting tools March 2022 $34,306 Active MCM Municipal advisory services March 2022 $125,000 Active Pinnacle AV maintenance/service plan March 2022 $25,273 Active Gridwell Resource adequacy training February 2022 $2,000 Completed Abbot, Stringham and Lynch IT compliance reporting for CPUC February 2022 $8,500 Active California Science Center Event space rental for Staff Retreat February 2022 $6,440 Completed Orange Grove Consulting DEI implementation planning services February 2022 $105,750 Completed Zoe Misquez Filing lobbying compliance forms January 2022 $500 Active Critical Mention, Inc. Media monitoring service January 2022 $6,000 Active Clear Language Company Minute transciption for board meetings January 2022 $0 Original Contract Date: November 2021
NTE $20,000
Amendment 1 - $0, to clarify fee structure
PR Web/Cision Media/PR wire distribution services January 2022 $3,060 Active Ironclad Contract lifecycle management platform January 2022 $22,000 Active PrimeGov Board and committee meeting agenda
management software December 2021 $16,000 Active Renewal Omni Government Relations & Pinnacle
Advocacy, LLC Lobbying Services November 2021 $125,000 Active Original Contract Date: December 2019
NTE $108,000
Amendment #1 - first renewal term
authorized November 2020, NTE $108,000
Amendment #2 - second (final) renewal
authorized, extends through December 5,
2022, new NTE $125,000
Agenda Page 801
Vendor Purpose Month NTE Amount Status Notes
Clean Power Alliance
Non-energy contracts executed under Chief Executive Officer authority Rolling 12 months -- Open contracts shown in Bold
MRW & Associates Extension of ratemaking services contract October 2021 $35,000 Active Original Contract Date: December 2020
NTE $90,000
Amendment #1 - NTE increased to
$125,000
Extends through 12/2/2022 (renewals
authorized)
Clean Energy Counsel LLP Extension of legal services agreement September 2021 $30,000 Active Original Contract Date: November 2020
NTE $355,000
Amendment #1 - NTE increased to
$385,000 in July 2021
Extends through 11/6/2021 (renewals
authorized)
AccuWeather Enterprise Solutions Professional Forecasting Weather Services April 2021 $4,800 Active Addendum to April 2020 Agreement.
Extended through March 2023 at $400/mo
OpenPath New Office Keycard Access Control
System January 2021 $1,500 Active
Crown Castle Fiber LLC New Office Dedicated Internet Access Service September 2020 $ 18,600 Active
NextLevel Internet, Inc. New Office High Speed Internet Service September 2020 $ 6,936 Active Windstream Services, LLC New Office Telephone Service September 2020 $ 14,095 Active Zero Outages New Office Security, Firewall, & Wi-Fi
Service September 2020 $ 7,608 Active
Agenda Page 802
Commonly Used Acronyms
BESS Battery Energy Storage System
CAC Community Advisory Committee
CAISO California Independent System Operator
CALCCA California Community Choice Association
CalEVIP California Electric Vehicle Incentive Program
CARB California Air Resources Board
CARE California Alternate Rates for Energy (Low Income Discount Rate) CCA Community Choice Aggregation
CEC California Energy Commission
CPUC California Public Utilities Commission
DA Direct Access (Private Retail Energy Supplier)
DAC Disadvantaged Community (As Defined by Calenviroscreen 3.0) DER Distributed Energy Resources
DR Demand Response
ERMP Energy Risk Management Policy
ERRA Energy Resource Recovery Account (SCE Generation Rate Setting)
ESA Energy Storage Agreement
EVSE Electric Vehicle Supply Equipment (EV Charger)
FERA Family Electric Rate Assistance (Low Income Discount Rate) GHG Greenhouse Gas
IOU Investor Owned Utility
IRP Integrated Resource Plan
JPA Joint Powers Authority
Agenda Page 803
Commonly Used Acronyms
Kwh Kilowatt-Hour (A Measure of Energy Used in A One-Hour Period) Kw Kilowatt = 1,000 Watts (Watt = A Measure of Instantaneous Power) LSE Load Serving Entity
MB Medical Baseline (Discount Rate for Medical Equipment Needs) MW Megawatt = 1,000 Kilowatts
Mwh Megawatt-Hour = 1,000 Kilowatt-Hours
NEM Net Energy Metering (Usually for Customers with Solar) OAT Other Applicable Tariffs
PCIA Power Charge Indifference Adjustment (Can Be Called “Exit Fee”) PCC1 Renewable Energy Generated Inside California
PCC2 Renewable Energy Generated Outside California
PCC3 A REC from A Renewable Resource, Delivered Without Energy PCL Power Content Label
POU Publicly Owned or Municipal Utility
PPA Power Purchase Agreement
PSPS Public Safety Power Shutoff
PV Photovoltaic (Solar) Panels
RA Resource Adequacy
REC Renewable Energy Credit
RPS Renewables Portfolio Standard
T&D Transmission and Distribution
TOU Time Of Use (Used to Refer to Rates that Differ by Time Of Day) WECC Western Electricity Coordinating Council
Agenda Page 804