Agenda packet — Chino City Council, November 18, 2025 (part 1 of 6)

Those persons wishing to speak on any item included on the agenda, or on any matter within the subject matter jurisdiction of the City Council, are invited fill out and submit to the City Clerk a “Request to Speak” form (name and address optional) which is available at the entrance to the Council Chambers. Additionally, members of the public may submit electronic public comments to [email protected] no later than 4:00 p.m. on the day of the meeting. In your email, please include the meeting date, agenda item you are commenting on, and your comment. All comments received by the deadline will be forwarded to the City Council for consideration before action is taken on the matter and will be entered into the record for the meeting specified in email received.

If you require a reasonable accommodation to participate in this meeting per your rights under the Americans with Disabilities Act or for any other reason, please contact the City Clerk ’s Office (909) 334-3306, at least 48 hours prior to the advertised starting time of the meeting.

Any documents produced by the City and distributed to a majority of the City Council regarding any item on this agenda will be made available in the City Clerk ’s Office during normal business hours at City Hall located at 13220 Central Avenue, Chino. In addition, such documents will be posted on the City’s website at www.cityofchino.org.

CHINO CITY COUNCIL

SUCCESSOR AGENCY TO THE REDEVELOPMENT AGENCY

CITY HALL COUNCIL CHAMBERS
13220 CENTRAL AVENUE
CHINO, CA 91710
TUESDAY, NOVEMBER 18, 2025

REGULAR MEETING
AGENDA
CLOSED SESSION – 5:00 PM
OPEN SESSION – 6:00 PM
_________________________________________________________________________________

ROLL CALL
Mayor Eunice M. Ulloa, Mayor Pro Tem Curtis Burton, Council Member Karen C. Comstock, Council Member Christopher Flores, Council Member Marc Lucio.

CLOSED SESSION PUBLIC COMMENTS
This is the time and place for the general public to address the City Council about the closed session items. Ordinance No. 97-08 (Chino Municipal Code Section 2.04.090) limits speakers to no more than five (5) minutes in which to address the Council, except as provided under Government Code 54954.3(b)(2).

CLOSED SESSION

1. CONFERENCE WITH REAL PROPERTY NEGOTIATOR Pursuant to Government Code 54956.8 Property: APN: 1020 -282-12; NWC of Chino Ave. & 6th St. 13272 6th Street, Chino; Agency Negotiator: Linda Reich, City Manager or her designee; Negotiating Parties: Tannehill Langdon TR; Under Negotiation: Price and Terms of Potential Acquisition

2. CONFERENCE WITH LABOR NEGOTIATOR Pursuant to Government Code Section 54957.6:

Agency Negotiator: Terry Doyle, Director of Human Resources/Risk Management Employee or her designee Organizations: Chino City Hall Confidential Employee Association; Chino Police Management 1 CHINO CITY COUNCIL
NOVEMBER 18, 2025 2
Association (CPMA); Chino Police Officers Association (CPOA); Chino Police Professional Employees Association (CPPEA); Teamsters Local1932 Professional, Technical and Clerical Unit; American Federation of State, County, and Municipal Employees (AFSCME District Council 36 - Local 3183 ); Unrepresented Management Sworn and Professional; Executive Management and Deputy Directors; and Part-time Employees

FLAG SALUTE

CEREMONIALS
Proclamations
American Cancer Society’s Great American Smokeout Day - Proclaim November 20, 2025 as American Cancer Society's Great American Smokeout Day in the City of Chino.

REPORT OUT OF CLOSED SESSION

AGENDA ADDITIONS/REVISIONS

INFORMATION
External Agency Report for November 18, 2025. Receive and file the External Agency Report for November 18, 2025 (Covering Meetings from September 1 - September 30, 2025).

San Antonio Regional Hospital Presentation. Update Presentation from San Antonio Regional Hospital.

PUBLIC ANNOUNCEMENTS
This is the time and place for the Mayor to inform the public of all upcoming events and past occurrences of communitywide interest and concern.

PUBLIC COMMENTS
This is the time and place for the general public to address the City Council about subjects that do not appear elsewhere on the agenda. Due to Council policy and Brown Act requirements, action will not be taken on any issues not on the Agenda. Ordinance No. 97-08 (Chino Municipal Code Section

2.04.090) limits speakers to no more than five (5) minutes in which to address Council, except as provided under Government Code 54954.3(b)(2). If more than three (3) persons seek to address the same agenda item or the same subject matter, the Mayor shall establish a maximum period of time not to exceed thirty (30) minutes.

CONSENT CALENDAR
At this time, members of the public may present testimony as to why an item should be removed from the Consent Calendar for separate discussion. Unless a member of the public or City Council requests that an item be removed from the Consent Calendar, all items will be acted upon as a whole and by one vote. Items placed on the Consent Calendar represent routine expenditures and/or actions that support ongoing City operations.

1. Warrants. Approve expenses as audited and within budget for warrants 7772823 to 7773099, and Electronic Fund Transfers 525251E to 525348E, totaling $4,774,463.99.

2. Minutes. Regular Meeting Minutes for November 4, 2025 (Mayor Ulloa Absent-Excused).

3. Elected City Officials’ Report Regarding Travel, Training, and Meetings. Receive and file the Elected City Officials’ Report reflecting City Council business related expenses incurred by the City.
2 CHINO CITY COUNCIL
NOVEMBER 18, 2025 3

4. Government Relations Update for November 18, 2025. Receive and file the November 18, 2025, Government Relations Update.

5. Adjustments in Compensation for Affected Members of the City of Chino. Approve 1) Resolutions for MOU Amendments and Compensation and Benefit Plans; 2) Resolution No. 2025-079 to amend the City's Classification Plans and Salary Schedules; and 3) Appropriations in the amount of $328,928 to various funds for FY 2025-26.

6. Live Entertainment Permit - Kenwood’s Kitchen and Tap. Approval of a Live Entertainment Permit for Kenwood's Kitchen and Tap, 16287 Main St., Ste 110 Chino, CA, for a period of 12 months, subject to quarterly review of satisfactory compliance with terms, conditions, and restrictions of permit.

7. 2025 Citizens’ Option for Public Safety (COPS) Grant Funds Additional Appropriation. Accept additional funds of $145,294.48 received for the identified expenditure areas of the FY 2024-25 COPS Program Grant G4256 and appropriate an additional expenditure and revenue in the amount of $145,294.48 in the State COPS Fund 130.

8. 2026 Citizens’ Option for Public Safety (COPS) Grant. Accept and approve the use of grant funds for the identified expenditure areas of the 2025 -26 COPS Program Grant G4265; appropriate $145,497 to the AB3229 -State COPS Grant Fund 130, with a corresponding increase to revenues in the same fund.

9. Notice of Completion for the FY24-25 Traffic Signal Interconnect Project (TR251) with Branson Industries, LLC. Accept Project TR251, Contract No. 2025-251, as complete; authorize the Director of Public Works to file the Notice of Completion; and authorize the release of retention funds following the 35-day lien period absent any claims.

10. Landscape Maintenance Agreement between the City of Chino and Caltrans for the new median on SR -83/Euclid Avenue (Merrill Avenue north to Eucalyptus Avenue). Approve an Agreement between the City of Chino and the State of California, Department of Transportation (Caltrans), for the ongoing maintenance of new median landscaping improvements within the State Highway right-of-way along State Route 83/Euclid Ave.

11. Award a Professional Services Agreement to Proactive Engineering Consultants, Inc. for the Monte Vista Park Expansion Project (PK255). Award a professional services agreement to Proactive Engineering Consultants, Inc. for $163,243.00 to provide engineering design services for the Monte Vista Park Expansion Project (PK255).

12. Adopt Resolution No. 2025 -080 to enter into a Funding Agreement D2502006 with the State Water Resources Control Board for the Drinking Water State Revolving Fund program to fund the State Street Water Treatment Plant Project (WA212). Authorize the City to enter into an Agreement with the State Water Resources Control Board through the Drinking Water State Revolving Fund Program to fund WA212; accept the Emerging Contaminates Grant included in the Agreement in the amount of $25,000,000

NEW BUSINESS

13. Approve a Memorandum of Understanding (MOU) with the County of San Bernardino for the Operation of the West End Navigation Center. Approve a Memorandum of Understanding (MOU) with the County of San Bernardino for the operation of the West End Navigation Center.

Staff Report By: Silvia Avalos, Director of Community Services, Parks & Recreation. 3 CHINO CITY COUNCIL
NOVEMBER 18, 2025 4
RECOMMENDATION: 1) Approve a Memorandum of Understanding (MOU) between the City of Chino, County of San Bernardino, and cities of Chino Hills, Fontana, Montclair, Ontario, Rancho Cucamonga, Rialto, and Upland; 2) approve the City of Chino’s share of $200,000 for each of the first two years for the joint operation of the West End Navigation Center located at 11109 Jasmine Street, Fontana, CA; and 3) authorize the City Manager to execute all necessary documents on behalf of the City.

14. Issuance of Bonds for Community Facilities District 2003 -3 Improvement Area 11. Adopt Resolution 2025 -081 and Authorize the Issuance of Bonds for Community Facilities District 2003-3 IA 11.

Staff Report By: Kim Sao, Director of Finance and Jon White, Director, Urban Futures, Inc.

RECOMMENDATION: Adopt Resolution No. 2025-081 of the City Council of the City of Chino, acting as the legislative body for Community Facilities District No. 2003 -3 of the City of Chino (the “District”), on behalf of Improvement Area No. 11 therein (“Improvement area No. 11 ”), approving the issuance of the bonds and the substantially final forms of the Preliminary Official Statement, Fiscal Agent Agreement, Bond Purchase Agreement, Continuing Disclosure Agreement, and Appraisal Report (collectively, the “Bond Documents”).

15. Adjustments in Compensation for Affected Members of the City of Chino. Approve 1) Resolutions for Compensation and Benefit Plans; 2) Resolution No. 2025 -078 to amend the City's Classification Plans and Salary Schedules; and 3) Appropriations in the amount of $27,534 to various funds for FY 2025-26.

Staff Report By: Fred Galante, City Attorney
RECOMMENDATION: 1) Adopt Resolution Nos. 2025 -088 and 2025 -089 approving the Compensation and Benefit Plans for Executive Management and Unrepresented Sworn Management; 2) Adopt Resolution No. 2025 -078 to amend the Classification Plan and Compensation Schedule for Executive Management; and 3) Approve appropriation in the amount of $27,534 to the various funds detailed in the fiscal impact section of the staff report.

16. Ad Hoc Committees. Request to Establish Temporary City Council Ad Hoc Committees.

Staff Report By: Linda Reich, City Manager
RECOMMENDATION: Establish and assign City Council Members to temporary Ad Hoc Committees for 1) Downtown Chino and 2) Information Technology and Training.

MAYOR AND COUNCIL REPORTS
This is the time and place for the Mayor and Council Members to report on prescheduled Council Committee Assignment Meetings that were held since the last Regular Council Meeting, and any other items of interest. Upon request by an individual Council Member, the City Council may choose to take action on any of the subject matters listed below.

Mayor Ulloa
Mayor Pro Tem Burton

17. Community Support Fund - Mayor Pro Tem Burton. Approve community support fund contribution to Chino Kiwanis Club (Golf Tournament).

Staff Report By: Mayor Pro Tem Burton
RECOMMENDATION: Approve community support fund contribution of $300 to Chino Kiwanis Club (Golf Tournament).

Council Member Comstock
4 CHINO CITY COUNCIL
NOVEMBER 18, 2025 5
Council Member Flores
Council Member Lucio
City Manager's Report
City Attorney's Report
Police Chief's Report
Director's Report
Fire Chief's Report

ADJOURN
The next Regular Meeting of the City Council will be held on Tuesday, December 2, 2025 at 6:00 p.m. (Closed Session no earlier than 4:00 p.m. if necessary) in these Council Chambers.

I, Natalie Gonzaga, City Clerk of the City of Chino, hereby declare that on Friday, November 14, 2025 this agenda was posted on the south window of Chino City Hall and this agenda together with all of the agenda reports and related documents were posted on the City’s website at www.cityofchino.org by myself or under my direction. A revised version was posted on Saturday, November 15, 2025 at 3:30 p.m. to include an additional Closed Session Item at 5:00 p.m. _______________________________________
Natalie Gonzaga, City Clerk.
5 MEMORANDUM

CITY OF CHINO

COMMUNITY SERVICES, PARKS & RECREATION DEPARTMENT

CITY COUNCIL MEETING DATE: NOVEMBER 18, 2025

TO: LINDA REICH, CITY MANAGER
FROM: SILVIA AVALOS, DIRECTOR OF COMMUNITY SERVICES, PARKS &

RECREATION

SUBJECT
..titl e
American Cancer Society’s Great American Smokeout Day
..end
..body

CITY OF CHINO MISSION / VISION / VALUES / STRATEGIC ISSUES The recommendation detailed above further the City’s values and strategic issues that serve as key pillars on which identified priorities, goals, and action plans are built, by fostering:
 Commitment to Our Community
 Positive City Image
 Public Service Excellence through Internal and External Partnerships

6 7

MEMORANDUM

CITY OF CHINO

ADMINISTRATION DEPARTMENT

CITY COUNCIL MEETING DATE: NOVEMBER 18, 2025

TO: MAYOR AND CITY COUNCIL MEMBERS, CITY OF CHINO
FROM: LINDA REICH, CITY MANAGER

SUBJECT
External Agency Report for November 18, 2025.
..end

RECOMMENDATION
..titl e
Receive and file the External Agency Report for November 18, 2025 (Covering Meetings from September 1 to September 30, 2025).

CITY OF CHINO MISSION / VISION / VALUES / STRATEGIC ISSUES The recommendation detailed above furthers the City’s values and strategic issues that serve as key pillars on which identified priorities, goals, and action plans are built by fostering:
 Positive City Image
 Financial Stability
 Responsible Long-Range Planning
 Exemplary Leadership
 Public Service Excellence through Internal and External Partnerships

BACKGROUND
Members of the Chino Cit y Council are assigned to represent the City on several external agencies, committees, boards, and task forces. While meeting frequency varies by agency, many meet monthly. Others meet quarterly, bi-monthly, or on an as-needed basis.

ISSUES/ANALYSIS
The attached Monthly Agency Report for November 18, 2025, summarizes recent discussions and actions during external meetings attended by City Council Members. It focuses on items that may affect or interest the City of Chino, its residents, and its businesses. T he report covers meetings held from September 1 to September 30, 2025.

8 C I T Y O F C H I N O

MONTHLY AGENCY REPORTS
NOVEMBER 18, 2025 - Covering meetings from September 1 – September 30, 2025 Members of the Chino City Council are assigned to represent the City on several external agencies, committees, boards, and task forces. This report summarizes the actions and discussions of those entities as they may impact or be of interest to the City of Chino, its businesses, and its residents.

ANIMAL RESOURCE CENTER OF THE INLAND EMPIRE JOINT POWERS AUTHORITY Council Representative: Curtis Burton | Staff Report By: Rogelio Huerta Meeting Date: September 2, 2025
The Board of Directors approved the following items:
 Vehicle and Equipment Procurement - The Board authorized the procurement of two additional Animal Services trucks to meet service demands. Additionally, approval was granted to procure a four -horse gooseneck trailer and an F-350 towing vehicle for livestock hauling.  Workers' Compensation - The Board approved a Resolution authorizing the Executive Director to apply for a Certificate of Consent to self -insure Workers' Compensation liabilities with the State of California.

Authorization was also given to purchase Workers' Compensation Insurance from the Golden State Risk Management Authority.
 Livestock Boarding - The Executive Director was authorized to execute a license agreement with the Jeske Family Trust for the boarding of livestock at their property located at 13218 Pipeline Ave., Chino, CA 91710.
 Strategic & Program Adoptions - The Board formally adopted the new Agency Strategic Plan and the Trap-Neuter-Release (TNR) Program to guide future operations and humane management of the feral cat population.

Next anticipated meeting date: October 7, 2025

CHAFFEY COLLEGE CHINO COMMUNITY CENTER OVERSIGHT COMMITTEE Council Representative: Marc Lucio | Staff Report By: Silvia Avalos Meeting Date: September 16, 2025
 Fall/Winter Venue Open House – An open house is proposed to take place in Fall -Winter 2025. The event will promote public awareness and showcase the facility to boost bookings. Public vendors would pay $100–$200 for booth space.
 Capital Equipment Update – Following a review of the FY 2025–2026 expenses, approval was given to increase carpet cleaning from once annually to twice annually.  Financial Statement Update – The Balance Sheet and Income Statement through June 30, 2025 , were 9 MONTHLY AGENCY REPORTS – NOVEMBER 18, 2025 (Covering Meetings from 9/1/25 – 9/30/25) PAGE 2

provided, showing an operating net income of $63,701, and total capital is $344,344.  Historical Financial Review as of June 30, 2025 – The historical financial review through June 30, 2025, was presented. It was noted that the historical data show steady recovery from COVID-related losses, with net profits stabilizing over the past few years. Rate increases were approved , but are expected to impact revenue more significantly in the next fiscal year due to prior bookings at older rates Next anticipated meeting date: December 16, 2025

CHINO VALLEY CHAMBER OF COMMERCE
Council Representative: Christopher Flores | Staff Report By: Ellyse Martinez  On Wednesday, September 24, Council Member Christopher Flores and City staff attended the Ribbon- Cutting Ceremony for iStaffing, celebrating the opening of the new location at 5513 Philadelphia Street, Suite A. They congratulated the business on its reopening and presented a certificate of congratulations.  On Thursday, September 25, Mayor Eunice Ulloa and Council Member Karen Comstock attended the Women’s Conference, where Council Member Comstock served as Master of Ceremonies. The event featured keynote speaker Dr. Elizabeth Lombardo and a panel discussion with Alejandra Font of The Camp Transformation Center, Sandra Ayala of Los Portales Restaurant, and Vena Love, stylist and influencer.

Next anticipated meeting date: TBD

CHINO BASIN DESALTER AUTHORITY
Council Representative: Curtis Burton | Staff Report By: Pete Vicario Meeting Date: September 23, 2025
The Chino Basin Desalter Authority (CDA) reported that 450 acre -feet of water was delivered to the City of Chino in August.

The CDA Technical Advisory Committee (TAC) recommended the following, which was approved:

Approval of a professional services agre ement with Harper & Associates Engineering, Inc. (Harper), in an amount not to exceed $70,000. Harper will prepare technical specifications, bidding support, and construction assistance for the ion exchange vessel and acid containment coating projects at t he Chino I desalter. Funding for this project is covered in the Fiscal Year 2025-26 Capital Budget.

Next anticipated meeting date: October 21, 2025

CHINO BASIN WATERMASTER
Council Representative: Curtis Burton | Staff Report By: Benjamin Orosco Meeting Date: September 25, 2025
10 MONTHLY AGENCY REPORTS – NOVEMBER 18, 2025 (Covering Meetings from 9/1/25 – 9/30/25) PAGE 3

Business Items
Item A – Optimum Basin Management Program (OBMP) Economic Analysis Update This was an informational item only. Watermaster staff and consultants provided an update on the ongoing economic analysis related to the OBMP. The analysis evaluates the financial performance and cost - effectiveness of basin management activities, recharge projects, and the implementation of Safe Yield . The presentation emphasized the importance of ensuring equitable cost-sharing among participating agencies and supporting long-term basin sustainability. No Board action was required.

Item B – Peer Review of Draft 2025 Safe Yield Reevaluation Final Report This was an informational item only. Watermaster staff reported on the progress of the independent peer review of the 2025 Safe Yield Reevaluation, which establishes the sustainable pumping level for the C hino Basin. The review is being conducted by an outside consultant to confirm the technical analyses prepared by West Yost. Watermaster filed a motion with the Court for an extension of time to complete the work, with the final report anticipated in fall 2025. No action was required by the Board.

Consent Calendar
City of Chino Water Sale to Niagara Bottling, LLC - The Watermaster Board approved the transfer of 2,000 acre-feet of water from the City of Chino to Niagara Bottling, LLC. The transfer originated from the City’s Local Excess Carryover Storage Account and will apply to the 2025 -26 fiscal year. The application was unanimously supported by all Pool Committees and the Advisory Committee. Watermaster staff determined that the transaction will not cause any material physical injury to the Basin or to other parties, and it has no financial impact on Watermaster.

Next anticipated meeting date: October 23, 2025

CHINO VALLEY INDEPENDENT FIRE DISTRICT - LIAISON TO BOARD OF DIRECTORS Council Representative: Karen Comstock | Staff Re port By: Linda Reich Meeting Date: September 10, 2025
Presentations/Announcements
Board President Ramos-Evinger and Chief Williams recognized and congratulated Deputy Chief Carlos Skibar on his retirement. Chino Mayor Pro Tem Curtis Burton and other elected officials and representatives also recognized Deputy Chief Skibar.

Public Information Officer (PIO) Massiel De Guevara presented the CVFD’s newly redesigned website.

Public Communications
Chino Mayor Pro Tem Curtis Burton thanked the CVFD for its participation in the successful Battle of the Badges boxing event and invited all to attend various upcoming City events. Mayor Pro Tem Burton also announced the grand opening of Stueve Family Park on Saturday, September 20th.

New Business
11 MONTHLY AGENCY REPORTS – NOVEMBER 18, 2025 (Covering Meetings from 9/1/25 – 9/30/25) PAGE 4

Item Ordinance No. 2025-02 Adopting With Local Amendments the California Fire Code Fire Marshal O’Toole introduced Ordinance No. 2025-02 for the adoption of the 2025 California Fire Code and 2025 California Wildland Urban Interface (WUI) Code, based on the 2024 International Codes, with local amendments. The amendments maintain current fire and life safety standards while clarifying requirements for the district. She stated the district’s proposed local amendments cla rify administrative requirements, address ignition sources and open burning, and provide reference points for maintenance and inspection frequencies.

She stated that the amendments ensure the district maintains its current level of fire and life safety standards while addressing local conditions. She noted that a complete copy of the ordinance is available for review at Fire Administration and that a public hearing on the item would be held at the October 8th Board meeting.

Item Resolution No. 2025-17, Adopting a Ticket and/or Pass Distribution Policy The Board unanimously adopted a Ticket and/or Pass Distribution Policy for the Fire District , outlining the procedures for distributing and reporting tickets and/or passes as required by state regulations. The policy outlines the legal framework, defines public purposes for distribution, specifies disclosure requirements using FPPC Form 802, and requires posting on the district’s website, delegating administration to the Fire Chief or his designee. The district’s legal counsel noted the reporting requirements under FPPC regulations for tickets or passes purchased or received by the district and explained that there is no dollar threshold for disclosure; the reporting obligation rests with the agency, not the individual official.

Next anticipated meeting date: October 8, 2025

CHINO VALLEY UNIFIED SCHOOL DISTRICT
Council Representative: Curtis Burton | Staff Repo rt By: Vivian Castro Meeting Date: September 3, 2025 - SPECIAL MEETING
Vacancy on Board of Education Trustee Area 4 - The Board voted (4-0) to schedule a special meeting for September 8, 2025, at 5:00 p.m. to conduct interviews with eligible candidates to fill the vacancy in Trustee Area 4.

At a special meeting held on August 5, 2025, the Board voted to make a provisional appointment for Trustee Area 4 and to proceed with the process to fill the vacancy crea ted by Board member Monroe’s resignation , including approving a proposed set of interview questions to be used during the candidate interview process .

The vacancy was advertised in the Daily Bulletin and Chino Champion, and applications were accepted from August 15 through August 29, 2025. The Board announced the names of the eligible candidates: Shaun Smith, Mary Joy Volinski, Laura Weijland, Lisa Greathouse, David Schrodetzki, Anthony Ingegneri, and Tom Mackessy.

The Board scheduled a special meeting for September 8, 2025, at 5:00 p.m. to conduct interviews with eligible candidates.

Meeting Date: September 8, 2025 - SPECIAL MEETING
12 MONTHLY AGENCY REPORTS – NOVEMBER 18, 2025 (Covering Meetings from 9/1/25 – 9/30/25) PAGE 5

Vacancy on Board of Education Trustee Area 4 - The Board of Education conducted interviews of eligible candidates and unanimously approved a provisional appointment for Trustee Area 4, effective immediately, to fill the seat vacated by Jon athan Monroe. The Board appointed Shaun Smith to the position , and Superintendent Enfield administered the Oath of Office.

Meeting Date: September 18, 202 – REGULAR MEETING – Minutes not available Closed Session
The Board had an item on anticipated litigation during closed session based on communications received regarding the September 8, 2025, Special Meeting.

Information
The Board received numerous items for information, including revisions to the Board Bylaws, Administrative Regulations, and Business and Non-Instructional Operations.

Next anticipated meeting date: October 16, 2025
CHINO VALLEY UNIFIED SCHOOL DISTRICT – MEASURE G OVERSIGHT COMMITTEE Council Representative: Karen Comstock | Staff Report By: Silvia Avalos Meeting Date: September 4, 2025
Don Lugo High School – New Administration Building, Kitchen, and Pool Renovations Work is completed on the new administration building and was opened to staff as they returned for the 2025- 26 school year in July. The fully renovated kitchen opened in time for the new school year. Work continues on the pool deck and equipment room, inc luding the construction of a new shaded grandstand and replacement of the pool filtration and heater systems. The adjoining courtyard also received new artificial turf, and the entire school received a new exterior paint job. Construction continues at the gymnasium.

New Classroom and Administrative Office Furniture
The following school sites received new classroom and administrative office furniture over summer break:

Cortez ES, Dickey ES, Newman ES, Magnolia JHS, Ramona JHS, and Buena Vista HS. New c lassroom and administrative office furniture has been ordered, and it is scheduled to be set up over winter break at Briggs K- 8 and Don Lugo HS.

Ayala High School Performing Arts Center
The district’s architect has completed the design of the new theater/p erforming arts center, and it has been submitted to the Department of State Architect (DSA) for approval. Construction is anticipated to begin in summer 2026.

Next anticipated meeting date: October 29, 2025
13 MONTHLY AGENCY REPORTS – NOVEMBER 18, 2025 (Covering Meetings from 9/1/25 – 9/30/25) PAGE 6

CITIZEN’S COMMITTEE FOR CIM & CIW
Council Representative: Marc Lucio | Staff Report By: Aaron Kelliher No meeting during this reporting period.

Next anticipated meeting date: October 17, 2025

INLAND EMPIRE UTILITIES AGENC Y (IEUA) REGIONAL SEWERAGE COMMITTEE Council Representative: Curtis Burton | Staff Report By: Benjamin Orosco Meeting Date: September 4, 2025
Informational Item
Regional Wastewater Fees - IEUA staff presented potential changes to the collection of regional wastewater system fees , including Capital Capacity Reimbursement Account (CCRA) fees and monthly sewer service charges. The presentation compared the current process, where local agencies such as the City of Chino collect and remit fees, to alternative options that would allow IEUA to bill customers directly or place th e charges on the San Bernardino County property tax roll.

The proposed changes would require new billing software, additional IEUA staff, and formal coordination agreements with each sewer collection agency before implementation. For the City of Chino, these changes could affect the existing process for calculating and transferring CCRA fees associated with new development.

The implementation of any new method would also require a Proposition 218 process, including public notice and a hearing, prior to adoption.

No action was taken; the item was informational only.

Next anticipated meeting date: October 2, 2025
LEAGUE OF CALIFORNIA CITIES – INLAND EMPIRE DIVISION
Council Representative: Marc Lucio | Staff Report By: Jackie Melendez No meeting during this reporting period.

Next anticipated meeting date: October 8, 2025

OMNITRANS BOARD OF DIRECTORS
Council Representative: Eunice Ulloa | Staff Report By: Dennis Ralls Meeting Date: September 3, 2025
The Board received an update on Key Performance Indicators for Fiscal Year 2025, Quarter 4 - Systemwide ridership is up over 7.3% year to date and up 7.6% for Quarter 4. On-time performance for fixed-route service 14 MONTHLY AGENCY REPORTS – NOVEMBER 18, 2025 (Covering Meetings from 9/1/25 – 9/30/25) PAGE 7

was measured at 79.3%, while OmniAccess measured at 93.1%. Based on Ride Sati sfaction, OmniAccess received an 89.9% positive rating year-to-date and a 95.0% positive rating in Quarter 4.

Next anticipated meeting date: October 1, 2025

ONTARIO INT ERNATIONA L AIRPORT AUTHORITY (OIAA)

INTER -AGENCY COLLABORATIVE (ROUNDTABLE)
Council Representative: Christopher Flores | St aff Report by: Jackie Melendez No meeting during this reporting period.

Next anticipated meeting date: TBD

SAN BERNARDINO COUNTY BOARD OF SUPERVISORS
Staff Report By: Rogelio Huerta
Meeting Date: September 9, 2025
No current items to report.

Meeting Date: September 23, 2025
No current items to report.

Next anticipated meeting date: October 7, 2025

SAN BERNARDINO COUNTY SOLID WASTE ADVISORY TASK FORCE
Council Representative: Christopher Flores | Staff Report By: Xo chitl Huerta No meeting during this reporting period.

Next anticipated meeting date: October 15, 2025

SAN BERNARDINO COUNTY TRANSPORTATION AUTHORITY (SBCTA) BOARD OF DIRECTORS Council Representative: Eunice Ulloa | Staff Report By: Dennis Ralls Meeting Date: September 3, 2025
The Board received an update on the Gold Line to Montclair Project. SBCTA had previously expressed concerns with the terms of their continued cooperation in the project. Namely, SBCTA would have minimal say in the ongoing amount of SBCTA funds required for continued construction, operation, and maintenance of the Gold Line system that primarily serves L.A. County with a half-mile segment in S.B. County. Due to the lack of control over future amounts needed for SBCTA’s portion of funding of the project , the Board voted through a split 15 MONTHLY AGENCY REPORTS – NOVEMBER 18, 2025 (Covering Meetings from 9/1/25 – 9/30/25) PAGE 8

decision to halt their continued cooperation with the Gold Line project and establish an ad -hoc committee to investigate alternatives that the SBCTA portion of funding could be used for.

Next anticipated meeting date: October 1, 2025
SBCTA – CITY SELECTION CO MMITTEE
Council Representative: Eunice Ulloa | Staff Report By: Jackie Melendez No meeting during this reporting period.

Next anticipated meeting date: TBD
SOUTHERN CALIFORNIA ASSOCIATION OF GOVERNMENTS ( SCAG ) – GENERAL ASSEMBLY Council Representative: Marc Lucio | Staff Report By: Jackie Melendez No meeting during this reporting period.

Next anticipated meeting date: TBD

SANTA ANA WATERSHED ADVISORY COUNCIL
Council Representative: Karen Comstock | Staff Report By: Benjamin Orosco Meeting Date: September 3, 2025
No current items to report.

Next anticipated meeting date: October 7, 2025

WATER FACILITIES AUTHORITY BOARD OF DIRECTORS
Council Representative: Curtis Burton | Staff Report By: Benjamin Orosco Meeting Date: September 18, 2025
Business Item A – Annual Financial Audit Report (FY Ending June 30, 2025) The Board approved the Annual Financial (Audit) Report for the fiscal year ending June 30, 2025, as prepared by Eide Bailly LLP. The report showed the Authority’s finances remain stable with total assets of approximately $38.1 million and total equity of $32.1 million. The audit confirmed compliance with state and local reporting requirements and noted no material weaknesses. This approval allows staf f to distribute the final report to member agencies, including the City of Chino, and to applicable regulatory agencies for recordkeeping and compliance purposes.

Business Item B – Emerson Ovation SCADA System Upgrade
The Board awarded an agreement to Emerson Process Management Power & Water Solutions, Inc. in the amount of $555,066, plus applicable taxes and fees, for the SCADA System Upgrade Project. The project will 16 MONTHLY AGENCY REPORTS – NOVEMBER 18, 2025 (Covering Meetings from 9/1/25 – 9/30/25) PAGE 9

modernize the Authority’s Supervisory Control and D ata Acquisition (SCADA) system, enhancing automation, security, and operational reliability for treatment and delivery functions. As the City of Chino is a WFA member agency and receives treated imported water through the Authority, this upgrade supports continued reliability and monitoring efficiency of the regional water supply system.

Next anticipated meeting date: November 20, 2025

WEST VALLEY MOSQUITO AND VECTOR CONTROL DISTRICT
Council Representative: Chris Flores | Staff Report By: Vivian Castro Meeting Date: September 26, 2025
Administrative Matters
Reports - The Board received numerous staff reports , including Field Operations Reports, Vector Disease and Surveillance Reports, an IT/Community Outreach Activities Report, and an Administrative Report (Item 9.1).

Upcoming Meetings – The Board voted unanimously to have a combined November/December Board meeting on December 9, followed by the Trustee Luncheon (Item 9.2).

Informational
The Board received information on the City of Anderson’s consideration of a ban on feeding stray cats without a permit.

Next anticipated meeting date: October 28, 2025
17 MEMORANDUM

CITY OF CHINO

ADMINISTRATION DEPARTMENT

CITY COUNCIL MEETING DATE: NOVEMBER 18, 2025

TO: MAYOR AND CITY COUNCIL MEMBERS, CITY OF CHINO
FROM: LINDA REICH, CITY MANAGER

SUBJECT
..titl e
San Antonio Regional Hospital Presentation.
..end
..body

18 MEMORANDUM

CITY OF CHINO

FINANCE DEPARTMENT

CITY COUNCIL MEETING DATE: NOVEMBER 18, 2025

TO: LINDA REICH, CITY MANAGER
FROM: KIM SAO, DIRECTOR OF FINANCE

SUBJECT
..titl e
Warrants.
..end

RECOMMENDATION
Approve expenses as audited and within budget for warrants 7772823 to 7773099, and Electronic Fund Transfers 525251E to 525348E, totaling $4,774,463.99. ..body

FISCAL IMPACT
Sufficient funds have been included in the Fiscal Year 24-25 and 25-26 Adopted Budgets.

Revenue:

Expenditure:
19 CITY COUNCIL MEETING DATE: NOVEMBER 18, 2025
TITLE: WARRANTS.

PAGE: 2

BACKGROUND
As prescribed by Government Code Sections 37202 and 37208, the following demand registers are herewith submitted for Council ratification:

NO. WARRANTS CHECK DATE FY AMOUNT

1. 7772823 – 7772977 10/16/25 25-26 $1,242,008.21

2. 7772978 – 7773099 10/23/25 25-26 $1,555,825.45

3. 525251E – 525297E 10/17/25 24-25 $616,591.01

4. 525298E – 525348E 10/24/25 25-26 $1,360,039.32

TOTAL $4,774,463.99

ISSUES/ANALYSIS
See attached exhibit for detailed information on warrants exceeding $50,000.

Attachment

20 Council Meeting 11/18/25

CITY OF CHINO
A/P Warrant Register Over $50,000

Check Date Check
Number Vendor Name Description Amount
10/16/25 7772891 FLEET VEHICLE SOURCE INC TWO (2) NEW NISSAN ALTIMAS - FLEET $60,645.62 7772923 MORTON SALT INC BULK SOLAR SALT PURCHASE $218,246.49 7772944 S/B COUNTY ASSOC GOVERNMENTS SR60/CENTRAL INTERCHANGE $577,751.45 7772973 WEST COAST ARBORISTS INC TREE TRIMMING $60,384.00 10/17/25 525255 BUREAU VERITAS NORTH AMERICA, INC. GENERAL PLAN CHECK SERVICES $76,613.63 525274

LANDSCAPE WEST MANAGEMENT
SERVICES, INC. LANDSCAPE MAINTENANCE $71,640.00
525276 MERCHANTS LANDSCAPE SERVICES INC LANDSCAPE MAINTENANCE $76,354.02 525289 CENTRALSQUARE TECHNOLOGIES, LLC ONESOLUTION ANNUAL MAINTENANCE $140,100.69 525291 US BANK CORPORATE PAYMENT SYS P-CARD PAYMENT $59,956.79 10/23/25 7772982 ALESHIRE & WYNDER LLP CITY ATTORNEY SERVICES $55,432.90 7772984 ALTEC INDUSTRIES INC NEW UNIT 757 - ONE (1) 2025 FORD $164,703.83 7773000 BIGGS CARDOSA ASSOCIATES, INC. EUCLID BRIDGE DESIGN $105,348.00 7773004 C P CONSTRUCTION CO INC KIMBALL AVE IMPROVEMENTS PRESERVE $174,389.37 7773018 CT & T CONCRETE PAVING INC STREET REHAB SERVICES $147,132.44 7773024 FAIRVIEW FORD SALES, INC. (13) 2025 PD FORD INTERCEPTOR $302,901.65 7773038 HR GREEN PACIFIC, INC. CITYWIDE ADA RAMP IMPROVEMENTS $101,819.00 7773096 UPSCO POWERSAFE SYSTEMS, INC. CITY HALL UNINTERRUPTED $97,358.44 7773098 WASTE MANAGEMENT COLLECTION SERVICES $216,792.10 10/24/25 525306 CALGON CARBON CORPORATION AS-NEEDED GAC REMOVAL $112,134.00 525323 INLAND EMPIRE UTILITIES AGENCY RECYCLED WATER $405,963.27 525330 NEXTECH SYSTEMS INC 169 QTY OF TRAFFIC POLARA APS $149,902.27 525348 WATER FACILITIES, AUTHORITY (JPA) IMPORTED WATER $551,625.04

TOTAL

$3,927,195.00

21 MEMORANDUM

CITY OF CHINO

ADMINISTRATION DEPARTMENT

CITY COUNCIL MEETING DATE: NOVEMBER 18, 2025

TO: LINDA REICH, CITY MANAGER
FROM: NATALIE GONZAGA, CITY CLERK

SUBJECT
..titl e
Minutes.
..end
..body

22 CHINO CITY COUNCIL

SUCCESSOR AGENCY TO THE REDEVELOPMENT AGENCY

REGULAR MEETING - CITY HALL COUNCIL CHAMBERS
13220 CENTRAL AVENUE
CHINO, CA 91710
TUESDAY, NOVEMBER 4, 2025

MINUTES
CLOSED SESSION – 5:00 PM
OPEN SESSION – 6:00 PM
_________________________________________________________________________________

CALL TO ORDER
The November 4, 2025, Regular Meeting of the Chino City Council / Successor Agency to the Redevelopment Agency was called to order at 5:01 pm by Mayor Pro Tem Curtis Burton in the Council Chambers.

ROLL CALL
PRESENT: Mayor Pro Tem Curtis Burton, Council Member Karen C. Comstock, Council Member Christopher Flores, and Council Member Marc Lucio ABSENT: Mayor Eunice M. Ulloa

CLOSED SESSION PUBLIC COMMENTS
There were no requests to speak.

CLOSED SESSION
City Attorney Fred Galante read into the record the item listed on the Closed Session agenda.

1. CONFERENCE WITH LEGAL COUNSEL - EXISTING LITIGATION Pursuant to paragraph (1) of subdivision (d) of Government Code Section 54956.9 Name of case: Kavoos Nassiri Ghotbabadi v. City of Chino, Alexander Guardado, et al. (S.B. Superior Court Case No.

CIVSB2310426)

2. CONFERENCE WITH LABOR NEGOTIATOR Pursuant to Government Code Section 54957.6: Agency Negotiator: Terry Doyle, Director of Human Resources/Risk Management Employee Organizations: Chino City Hall Confidential Employee Association; Chino Police Management Association (CPMA); Chino Police Officers Association (CPOA); Chino Police Professional Employees Association (CPPEA); Teamsters Local1932 Professional, Technical and Clerical Unit; American Federation of State, County, and Municipal Employees (AFSCME District Council 36 - Local 3183 ); Unrepresented Management Sworn and Professional; Executive Management and Deputy Directors; and Part-time Employees The City Council recessed to Closed Session at 5:03 p.m. and concluded at 6:08 p.m. The City Council reconvened the meeting at 6:12 p.m.
23 CHINO CITY COUNCIL
NOVEMBER 4, 2025 2

FLAG SALUTE
Council Member Flores led the Pledge of Allegiance.

CEREMONIALS
Proclamations
Purple Heart City Proclamation to reaffirm the City of Chino's proud commitment to be a Purple Heart City along the Purple Heart Trail to honor the service and sacrifice made to preserve our freedom.

Mayor Pro Tem Burton presented the proclamation to reaffirm the City of Chino's commitment to be a Purple Heart City along the Purple Heart Trail. Brittany Zarcal, Community Services, Parks, & Recreation (CSPR) Supervisor, was present to accept the proclamation.

Law Enforcement Records and Support Personnel Week - Proclaim November 10 -14, 2025 as Law Enforcement Records and Support Personnel Week in the City of Chino.

Mayor Pro Tem Burton presented the proclamation designating November 10 -14, 2025 as Law Enforcement Records and Support Personnel Week in Chino. Police Chief Kevin Mensen, Amanda Tamparong, Police Records & Evidence Supervisor, Michelle Ogilby, Police Records & Evidence Coordinator, and Elizabeth Andrews, Police Records Technician, were present to accept the proclamation.

America Recycles Day - Proclaim November 15, 2025 as America Recycles Day in the City of Chino.

Mayor Pro Tem Burton presented the proclamation designating November 15, 2025, as America Recycles Day in Chino. Hye Jin Lee, Director of Public Works, Xochitl Huerta, Management Aide, and Glenda Chavez and Lillian Canales from Waste Management were present to accept the proclamation.

Presentations
2025 City of Chino Recycling All Stars - Recognition of Residential Recycling All Star Noe Brito and Commercial Recycling All Star Homecoming at the Preserve in Honor of America Recycles Day presented with Waste Management.

Glenda Chavez, Waste Management, spoke regarding Waste Management and the partnership with the City. She recognized the 2025 Recycling All Star Commercial Award winner, Homecoming at the Preserve. Mari Bailey, General Manager, and Alfonso Escalera, GM Supervisor from Homecoming, were present to accept the award.

Ms. Chavez announced the 2025 Recycling All Star Residential Award winner Noe Brito of Desales Street. Mr. Brito was unable to attend the meeting.

Business of the Month - Award of Business of the Month for November 2025 to:
- Old Fashion Donuts
- Smash Factor Lounge
Mayor Pro Tem Burton presented the November 2025 Business of the Month Award to Old Fashion Donuts. Owner Deborah Perea, and daughters Elena and Christina were present to accept the award.
24 CHINO CITY COUNCIL
NOVEMBER 4, 2025 3
Mayor Pro Tem Burton presented the next November 2025 Business of the Month Award to Smash Factor Virtual Golf and Lounge. Owner Jason and Anna Pearson were present to accept the award.

Mayor’s Home Beautification Award - Award of Mayor’s Home Beautification Award for November 2025.

Mayor Pro Tem Burton presented the Mayor's Home Beautification Award for November 2025 to Maria Cortez of Philadelphia Street in Chino.

REPORT OUT OF CLOSED SESSION
City Attorney Fred Galante reported out of closed session as follows:

CIVSB2310426)
The City Council received an update, provided direction, and no further reportable action was taken.

2. CONFERENCE WITH LABOR NEGOTIATOR Pursuant to Government Code Section 54957.6: Agency Negotiator: Terry Doyle, Director of Human Resources/Risk Management Employee Organizations: Chino City Hall Confidential Employee Association; Chino Police Management Association (CPMA); Chino Police Officers Association (CPOA); Chino Police Professional Employees Association (CPPEA); Teamsters Local1932 Professional, Technical and Clerical Unit; American Federation of State, County, and Municipal Employees (AFSCME District Council 36 - Local 3183 ); Unrepresented Management Sworn and Professional; Executive Management and Deputy Directors; and Part-time Employees City Attorney Fred Galante reported Closed Session will reconvene after the regular meeting for Item 2. A report out for the item will be provided at the conclusion of Closed Session.

AGENDA ADDITIONS/REVISIONS
City Manager Linda Reich reported there were no additions or revisions to the agenda.

PUBLIC ANNOUNCEMENTS
Mayor Pro Tem Burton announced the following scheduled community events:
- Bark Around Ayala Park is Saturday, November 8, 2025, from 9:00 a.m. - 12:00 p.m. at Ruben S. Ayala Park, 5575 Edison Avenue. For information, visit cityofchino.org/bark. - Veterans Day Ceremony is Tuesday, November 11, 2025, at 11:00 a.m. at the Chino Liberty Courtyard located at the Chino Community Building, 5443 B Street. For information, visit cityofchino.org/events.
- Gobbler Gloves Boxing Showcase is Saturday, November 23, 2025, at the Neighborhood Activity Center, 5201 D Street. For information, visit cityofchino.org/cspr or call 909-334-3260. 25 CHINO CITY COUNCIL
NOVEMBER 4, 2025 4
Mayor Pro Tem Burton paid tribute to Jerry Soares, a former member of the Chino Police Department, who sadly passed away on September 15, 2025. On behalf of the City Council, Mayor Pro Tem Burton expressed sincere condolences to the family of Jerry Soares and announced the meeting will be adjourned in his memory.

PUBLIC COMMENTS
Pastor John Mata, Calvary Chapel Chino Valley, provided the invocation.

FT, Los Angeles Chapter of Proud Boys, spoke regarding protests at the recent Calvary Chapel Chino Hills event and commended the Chino Police Department.

Sophia Cohen, Field Representative for Assemblymember Michelle Rodriguez, announced an upcoming event.

Todd Warden, Field Representative, South Coast Air Quality Management District (AQMD), spoke regarding AQMD funding and incentive programs.

Melissa Compani, Representative, Fourth District San Bernardino County Supervisor Curt Hagman, provided community announcements.

Clint Alsdorf, resident, spoke to advocate for safety practices at places of worship and communication about the matter with the Police Department.

CONSENT CALENDAR

1. Warrants. Approve expenses as audited and within budget for warrants 7772671 to 7772822, and Electronic Fund Transfers 525180E to 525249E, totaling $2,785,425.16.

2. Minutes. Regular Meeting Minutes for October 21, 2025 (All Members Present).

4. City Holiday Closure 2025. Approval of City Hall Closure and Essential Services for December 26-30, 2025.

5. Planning Commission Unscheduled Vacancy. Ratify the tentative schedule and procedures to fill the Planning Commission unscheduled vacancy.

6. Adoption of Ordinance No. 2025 -007 (Second Reading ), amending Title 15 of the Chino Municipal Code. Approve the adoption of Ordinance No. 2025 -007, amending Title 15 (Building and Construction) of the Chino Municipal Code to adopt the 2025 Edition of the California Building Codes.

ORDINANCE N0. 2025 -007 - AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF CHINO, CALIFORNIA, AMENDING TITLE 15 (BUILDINGS AND CONSTRUCTION) OF THE

CHINO MUNICIPAL CODE, ADOPTING THE CALIFORNIA CODE OF REGULATIONS TITLE 24, INCLUDING THE 2025 EDITION OF THE CALIFORNIA BUILDING CODE, CALIFORNIA

RESIDENTIAL CODE, CALIFORNIA PLUMBING CODE, CALIFORNIA ELECTRICAL CODE,

CALIFORNIA MECHANICAL CODE, CALIFORNIA FIRE CODE, CALIFORNIA ENERGY

CODE, CALIFORNIA GREEN BUILDING STANDARDS CODE, CALIFORNIA EXISTING

BUILDING CODE, CALIFORNIA HISTORICAL BUILDING CODE, CALIFORNIA

REFERENCED STANDARDS CODE, CALIFORNIA WILDLAND INTERFACE CODE, AND THE 2024 INTERNATIONAL PROPERTY MAINTENANCE CODE
26 CHINO CITY COUNCIL
NOVEMBER 4, 2025 5

7. Adoption of Ordinance No. 2025-008 (Second Reading), amending Chapter 10.64 of the Chino Municipal Code. Approve the adoption of Ordinance No. 2025 -008, amending Chapter 10.64 (Parades and Special Events) of Title 10 (Vehicles and Traffic) of the Chino Municipal Code.

ORDINANCE NO. 2025 -008 - AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF CHINO, CALIFORNIA, AMENDING CHAPTER 10.64 (PARADES AND SPECIAL EVENTS) OF TITLE 10 (VEHICLES AND TRAFFIC) OF THE CHINO MUNICIPAL CODE

8. Acceptance of the Fiscal Year 2024 Emergency Management Performance Grant (EMPG).

Authorize the acceptance of the Fiscal Year 2024 EMPG in the amount of $17,407 and appropriate $17,407 to the General Fund with a corresponding increase to the General Fund grant revenue.

9. 2024-2025 State of California Office of Traffic Safety Selective Traffic Enforcement Program (STEP) Grant. Authorize the acceptance of the 2024 -25 STEP Grant in the amount of $210,000; appropriate $210,000 to the General Fund; and increase the general fund revenue grant budget by $210,000.

10. 2024-25 State of California Office of Traffic Safety Motorcycle Safety Education and Training Program Grant. Authorize the acceptance of the 2024 -25 Motorcyclist Safety Education and Training Program Grants for a total amount of $18,200 and appropriate $18,200 to the General Fund grant G4264 with a corresponding increase to the grant revenue.

11. Approval of Amendment No. 1 to Professional Services Agreement with Brightlife Designs, LLC. Approve Amendment No. 1 to the Professional Services Agreement with Brightlife Designs, LLC (Contract 2025-088) for the addition of holiday light installation and removal services for City-maintained trees, in the amount of $26,425.

12. Subdivision Improvement Agreement Parcel Map No. 20174 - East End LLC. Approve Subdivision Improvement Agreement for Parcel Map No. 20174 located at the northwest corner of Philadelphia Street and East End Avenue.

13. Replacement Subdivision Improvement Agreement for Tract Map No. 16420 -6 (Block 11 - Lots 4 &7) - Beazer Homes Holding, LLC. Approve replacement Subdivision Improvement Agreement for Tract Map No. 16420 -6 (Block 11- Lots 4 & 7 ), generally located south of Legacy Park Street, east of Main Street, and north of East Preserve Loop.

Motion by Council Member Lucio, seconded by Council Member Comstock, to approve the Consent Calendar items 1-13 as presented. The motion carried by the following vote:

AYES: BURTON, COMSTOCK, FLORES, AND LUCIO
NOES: NONE.

ABSENT: ULLOA

NEW BUSINESS

14. Adjustments in compensation and terms and conditions of employment for affected members of the City of Chino. Approve Resolutions approving MOU’s with various employee groups; Resolution No. 2025 -068 to amend the City Classification and Compensation Schedules; and 3) Appropriations in the amount of $1,267,222.70 to various funds for FY 2025-26.

Staff Report By: Krystle Murillo, Deputy Director of Human Resources/Risk Management 27 CHINO CITY COUNCIL
NOVEMBER 4, 2025 6
RECOMMENDATION: 1) Adopt Resolution Nos. 2025 -069, 2025 -070, 2025 -071, 2025 -072, 2025-073, 2025-074, 2025-075, 2025-076, and 2025 -077 approving Amendment No. 1 to the Memoranda of Understanding with the: Chino Police Officers Association (CPOA); Chino Police Managers Association (CPMA); Chino Police Professional Employees Association (CPPEA); Chino City Hall Confidential Employee Association (CCHCEA); and amendments to the compensation and terms and conditions of employment for Executive Management, Deputy Directors, Unrepresented Sworn Management, Unrepresented Management, and Part -Time Employees; 2) adopt Resolution No. 2025 -068, amending Resolution Nos. 2024 -034 and 2025-040, to approve the Classification and Compensation Schedules; 3) approve an appropriation in the amount of $1,267,222.70 to the various funds listed below in the fiscal impact; and 4) authorize the City Manager to execute all necessary documents on behalf of the City.

Krystle Murillo, Deputy Director of Human Resources/Risk Management, provided a report on the item.

Ms. Murillo reported on the previously approved changes to executive compensation and benefits, approved by the City Council on July 15, 2025. The updates included (1) a 2% cost of living adjustment (COLA) effective the pay period after City Council approval, and a 4% COLA effective the beginning of the pay period, including July 1, 2026 (the Chief of Police's salary increase shall be based on any salary increase for employees represented by the Chino Police Managers Association ); (2) an increase from $450 to $1,200 for annual physical wellness expenses; (3) up to 120 hours of vacation for newly hired department directors to be available immediately upon hire based on their years of service in prior public agencies upon authorization by the City Manager; (4) ability to cash out unused banked holiday hours at the end of each fiscal year; (5) increase from $100 to $160 in bilingual allowance per month; and (6) reimbursement for dues and related meeting attendance meals for one of the following organizations: Chino Valley Lions Club, Rotary Club of Chino Valley, Kiwanis Club of Chino, or Soroptimist of Chino Valley.

Ms. Murillo also reported on tonight's proposed adjustments to the compensation for executive management. These adjustments include (1) an additional 1% COLA for a total of 3% effective retroactively to the pay period including July 21, 2025, and a revised 3% cost of living adjustment effective the beginning of the pay period including July 1, 2026; (2) a 3% COLA for the Chief of Police, which is the same as the 3% COLA that is being proposed tonight for employees of the Chino Police Managers Association, effective retroactively to the pay period including July 1, 2025.

City Attorney Fred Galante additionally reported on updates to the City Manager benefits, approved by the City Council on October 21, 2025, as the second amendment to the employment agreement. The amendment included the following updates (1) Automobile Allowance: Increase from $533.33 to $600 per month; (2) Vacation Leave Payout: Authorize payment of any accrued and unused vacation leave that exceeds the 400 -hour maximum accrual limit, ensuring the balance does not exceed 400 hours; (3) Management Leave Cash-Out: Permit the City Manager to cash out up to 90 hours of Management Leave per fiscal year, an increase from the previous limit of 70 hours; (4) One -Time Management Leave Addition: Provide a one -time addition of 30 hours to the City Manager’s Management Leave bank, to be cashed out. (5) Deferred Compensation Contribution: Establish a monthly City 28 CHINO CITY COUNCIL
NOVEMBER 4, 2025 7
contribution of $350 to the City Manager’s 457 (b) deferred compensation plan, with an annual increase of $175 per month, to a maximum of $700 per month.

Council Member Comstock asked if there is an opportunity to apply an effective date of July 1, 2025 for COLA's across all units. The City Council was in agreement with an effective date of July 1, 2025, rather than the previously approved compensation adjustments with an effective date of the pay period after City Council approval on July 15, 2025.

City Attorney Galante and Terry Doyle, Director of Human Resources/Risk Management, confirmed that the best option is to approve the current resolutions as presented. A new item will be presented to the City Council for consideration at a future meeting with the requested effective date change, to allow time for the amendment to the various memorandum of understandings.

Motion by Council Member Lucio, seconded by Council Member Comstock, to 1) Adopt Resolution Nos. 2025 -069, 2025-070, 2025-071, 2025-072, 2025-073, 2025-074, 2025-075, 2025-076, and 2025 -077 approving Amendment No. 1 to the Memoranda of Understanding with the: Chino Police Officers Association (CPOA); Chino Police Managers Association (CPMA); Chino Police Professional Employees Association (CPPEA); Chino City Hall Confidential Employee Association (CCHCEA); and amendments to the compensation and terms and conditions of employment for Executive Management, Deputy Directors, Unrepresented Sworn Management, Unrepresented Management, and Part -Time Employees; 2) adopt Resolution No. 2025-068, amending Resolution Nos. 2024 -034 and 2025 -040, to approve the Classification and Compensation Schedules; 3) approve an appropriation in the amount of $1,267,222.70 to the various funds listed below in the fiscal impact; and 4) authorize the City Manager to execute all necessary documents on behalf of the City. The motion carried by the following vote:

AYES: BURTON, COMSTOCK, FLORES, AND LUCIO
NOES: NONE.

ABSENT: ULLOA

MAYOR AND COUNCIL REPORTS
Mayor Ulloa
Mayor Ulloa was absent (excused).

Mayor Pro Tem Burton
Mayor Pro Tem Burton reported on the following meetings and events including the City Council Goal Setting Workshop; Chino Valley Fire District State of the Fire District; Southern California Water Coalition Board meeting; Economic Development Committee meeting; Celebration of Life for Commissioner Steve Lewis; meeting with community member; Water District Facilities Authority meeting; Halloween Spooktacular; City Manager meeting; Inland Empire Utilities Agency inspection tour; and Closed Session. 29 CHINO CITY COUNCIL
NOVEMBER 4, 2025 8
Council Member Comstock

15. Community Support Fund - Council Member Comstock. Approve community support fund contributions to Soroptimist International of the Chino Valley, Kiwanis Club of Chino (Golf Tournament), and No More Locked Doors.

Staff Report By: Council Member Comstock
RECOMMENDATION: Approve community support fund contributions of $100 to Soroptimist International of the Chino Valley, $125 to Kiwanis Club of Chino (Golf Tournament) and $250 to No More Locked Doors.

Motion by Council Member Lucio, seconded by Council Member Flores, to Approve community support fund contributions of $100 to Soroptimist International of the Chino Valley, $125 to Kiwanis Club of Chino (Golf Tournament) and $250 to No More Locked Doors. The motion carried by the following vote:

AYES: BURTON, COMSTOCK, FLORES, AND LUCIO
NOES: NONE.

ABSENT: ULLOA
Council Member Comstock expressed her condolences to the Soares Family.

Council Member Flores
Council Member Flores reported on the following meetings and events including the City Council Goal Setting Workshop; Chino Valley Fire District State of the Fire District; West Valley Mosquito and Vector Control District meeting; and the Sycamore Academy Charter School Science Showcase.

Council Member Lucio

16. Community Support Fund - Council Member Lucio. Approve a community support fund contribution to Chino Youth Boxing Club, Chino High School Wrestling Team, Chino AYSO Region 67, and Chino American Little League.

Staff Report By: Council Member Lucio
RECOMMENDATION: Approve a community support fund contribution of $1,000 to Chino Youth Boxing Club, $1,000 to Chino High School Wrestling Team (Chino Cowboy Huddle ), $500 to Chino AYSO Region 67, and $500 to Chino American Little League.

Motion by Council Member Comstock, seconded by Council Member Flores, to Approve a community support fund contribution of $1,000 to Chino Youth Boxing Club, $1,000 to Chino High School Wrestling Team (Chino Cowboy Huddle), $500 to Chino AYSO Region 67, and $500 to Chino American Little League. The motion carried by the following vote:

AYES: BURTON, COMSTOCK, FLORES, AND LUCIO
NOES: NONE.

ABSENT: ULLOA
Council Member Lucio reported on the following meetings and events including the City Council Goal Setting Workshop; Economic Development Committee meeting; City Manager meeting; Infrastructure/Streets Committee meeting; Halloween Spooktacular; City Manager meeting; 30 CHINO CITY COUNCIL
NOVEMBER 4, 2025 9
and Closed Session.

City Manager's Report
City Manager Reich had no report.

City Attorney's Report
City Attorney Galante had no report.

Police Chief's Report
Police Chief Kevin Mensen announced that the new Police K -9, Veno, who is replacing K -9 Kyra, and his handler, Chris Navarro, have successfully graduated from K9 training.

Police Chief Mensen spoke regarding the tragic loss of Deputy Andrew Nunez from the San Bernardino County Sheriff's Department.

Director's Report
There were no Director reports.

Fire Chief's Report
Fire Chief Dave Williams spoke regarding the State of the Fire District and thanked Council members for attending.

Mayor Pro Tem Burton shared memories about Jerry Soares, and noted when the meeting concludes, it will be adjourned in his memory.

CLOSED SESSION
City Attorney Fred Galante announced the City Council will recess back into Closed Session to discuss Closed Session Item 2. The City Council recessed back into Closed session at 7:17 p.m. and concluded Closed Session at 7:56 p.m.

REPORT OUT OF CLOSED SESSION
City Attorney Fred Galante reported out of closed session as follows:

2. CONFERENCE WITH LABOR NEGOTIATOR Pursuant to Government Code Section 54957.6: Agency Negotiator: Terry Doyle, Director of Human Resources/Risk Management Employee Organizations: Chino City Hall Confidential Employee Association; Chino Police Management Association (CPMA); Chino Police Officers Association (CPOA); Chino Police Professional Employees Association (CPPEA); Teamsters Local1932 Professional, Technical and Clerical Unit; American Federation of State, County, and Municipal Employees (AFSCME District Council 36 - Local 3183 ); Unrepresented Management Sworn and Professional; Executive Management and Deputy Directors; and Part-time Employees The City Council provided direction and no further reportable action was taken.

ADJOURNED IN MEMORY OF JERRY SOARES
The meeting adjourned at 7:57 p.m. in memory of Jerry Soares. The next Regular Meeting of the City Council will be held on Tuesday, November 18, 2025 at 6:00 p.m. (Closed Session no earlier than 4:00 p.m. if necessary) in these Council Chambers. 31 CHINO CITY COUNCIL
NOVEMBER 4, 2025 10
APPROVED AND ADOPTED THIS 18TH DAY OF NOVEMBER 2025.
________________________________

CURTIS BURTON, MAYOR PRO TEM
ATTEST:
________________________________

NATALIE GONZAGA, CITY CLERK
**************************************************
(These minutes are not official until signed.)
32 MEMORANDUM

CITY OF CHINO

ADMINISTRATION DEPARTMENT

CITY COUNCIL MEETING DATE: NOVEMBER 18, 2025

TO: LINDA REICH, CITY MANAGER
FROM: NATALIE GONZAGA, CITY CLERK

SUBJECT
..titl e
Elected City Officials’ Report Regarding Travel, Training, and Meetings.

..end

RECOMMENDATION
Receive and file the Elected City Officials’ Report reflecting City Council business related expenses incurred by the City.

..body

FISCAL IMPACT
Sufficient funding is available in the adopted Fiscal Year 2025-26 Operating Budget.

 Superior Customer Service
 Responsible Long-Range Planning
 Exemplary Leadership
 Public Service Excellence through Internal and External Partnerships

Revenue:

Expenditure: 1002000-43320
Transfer In: Transfer Out:
33 CITY COUNCIL MEETING DATE: NOVEMBER 18, 2025
TITLE: ELECTED CITY OFFICIALS’ REPORT REGARDING TRAVEL, TRAINING, AND MEETINGS.

PAGE: 2

BACKGROUND
In accordance with Government Code Sections 53232.2 and 53232.3, implementing Assembly Bill (AB) 1234 on January 1, 2006, the City adopted Resolution No. 2005 -093 establishing a Business-Related Expense Policy. On December 6, 2016, the City approved Resolution No. 2016-075 adopting the latest revisions to this policy. In addition to requiring local agenci es to adopt a business-related expense policy, AB 1234 requires that Elected Officials provide a brief report on meetings attended at the expense of the local agency at the next regular meeting of the legislative body.

ISSUES/ANALYSIS
In response to AB 1234, a report regarding Elected City Officials’ Travel, Training, and Meetings (Exhibit A) was created and is placed on the City Council Agenda Consent Calendar, as needed. The documents that pertain to the items listed on Exhibit A are available for publi c inspection at the City Clerk’s office located in City Hall at 13220 Central Avenue, Chino, CA.

Attachment – Exhibit A

34 11/18/2025 City Council Meeting

Event Date Meeting Purpose
and Subject
Matter
Location City Official
Attendees
None.

35 MEMORANDUM

CITY OF CHINO

ADMINISTRATION DEPARTMENT

CITY COUNCIL MEETING DATE: NOVEMBER 18, 2025

TO: MAYOR AND CITY COUNCIL MEMBERS, CITY OF CHINO
FROM: LINDA REICH, CITY MANAGER

SUBJECT
..titl e
Government Relations Update for November 18, 2025.
..end

RECOMMENDATION
Receive and file the November 18, 2025, Government Relations Update. ..body

FISCAL IMPACT
There is no fiscal impact.

36 CITY COUNCIL MEETING DATE: NOVEMBER 18, 2025
TITLE: GOVERNMENT RELATIONS UPDATE FOR NOVEMBER 18, 2025.

PAGE: 2

BACKGROUND
On April 2, 2024, the City Council adopted the Citywide Legislative Policy , which outlines guiding principles organized by legislative, policy, and regulatory matters. It supplements the Citywide Strategic Plan to build an effective and flexible legislative advocacy strategy.

The Policy authorizes Staff to formulate and approve official City responses for those legislative items with potentially significant impact on the City or that create an issue of timeliness for an official response, with the qualification that the position is determined to be consistent with the City’s legislative policy.

Per the Policy, t he Committee or Staff is to report to the City Council on any u pdates, recommendations, or actions taken by the Committee or Staff.

ISSUES/ANALYSIS
The Government Relations Update provides a review of major legislative and government relations issues of note to the City during the reporting period (Attachment 1).

There is no Tracked State Legislation Report this month as the first year of the 2025-26 session has concluded and the legislature is in recess.

No City Position Letters were sent during the reporting period.

37 1

City of Chino
GOVERNMENT RELATIONS UPDATE (Attachment 1)
As of November 12, 2025 (November 18, 2025 City Council Agenda)

FEDERAL UPDATE
Federal Budget
The federal fiscal year began on October 1. As of November 12, 2025, the federal government remains shut down for its 43rd day, marking the longest shutdown in U.S. history due to a lack of appropriations.

Most government activities are paused unless deemed essential, such as air traffic control, law enforcement, military operations, and TSA activities.

After 14 failed Senate votes to approve the House version of the funding bill, on the 15th Senate vote, eight Democratic senators voted in support of a Senate stopgap spending bill on Sunday evening, November 9, following Senate Republican leadership's promise to hold a vote by next month on extending health insurance tax credits that are set to expire. Other Democrats who consider the expiring health care tax credits the center of the party's shutdown demands condemned their voting with the Republicans.

The legislation is now pending in the House, with a possible vote on Wednesday evening, November 12, when House members return to D.C. The House has not been in session since September 19, when it passed a short-term funding measure that was subsequently voted down by the Senate on numerous occasions.

The proposed funding bill would:
 Fund the federal government through January 30, 2026
 Reinstate laid-off federal workers and provide back pay  Funds three annual spending bills : Department of Veterans Affairs, Department of Agriculture, and the Legislative Branch through September 2026. It funds military construction, the Special Supplemental Nutrition Program for Women, Infants and Children (WIC), and the Supplemental Nutrition Assistance Program (SNAP)
 Orders that states be reimbursed for any federal expenses they paid during the shutdown The bill does not include the extension of Affordable Care Act tax credits that expire at the end of the year, but a promise by the Senate Republicans to hold a vote on the issue next month.

STATE UPDATE
California Redistricting Election
Proposition 50, the redistricting measure on the November 4th Special Election ballot, passed, with over 64% of voters in support. The measure redraws California’s congressional districts, with the potential to add up to five seats favoring Democrats ahead of the 2026 midterm elections. Proposition 50 was introduced in response to Texas’s redistricting, which was seen as benefiting Republicans.

The day following the election, the California Republican Party filed a lawsuit seeking a temporary restraining order and preliminary injunction to prevent Proposition 50's maps from taking effect.

Under the Proposition 50 maps, the City of Chino would be split into two congressional districts.

TRACKED STATE LEGISLATION REPORT
38 2

There is no report this month as the first year of the state legislative session has concluded and the legislature is in recess.

POSITION LETTERS & MAJOR ISSUES
No letters on legislation or regulatory issues have been submitted since the October 15, 2025, report on the City Council agenda.

STATE LEGISLATIVE CALENDAR – Recent and Upcoming Legislative Deadlines  Jan. 1 - Statutes take effect.
 Jan. 5 - Legislature reconvenes for second year of the 2025-26 Regular Session.  Jan. 10 - Budget must be submitted by Governor.
 Jan. 16 - Last day for policy committees to hear and report to fiscal committees fiscal bills introduced in their house in the odd-numbered year.
 Jan. 19 - Martin Luther King, Jr. Day.
 Jan. 23 - Last day for any committee to hear and report to the Floor bills introduced in that house in the odd-numbered year.
- Last day to submit bill requests to the Office of Legislative Counsel.  Jan. 31 - Last day for each house to pass bills introduced in that house in the odd-numbered year.  Feb. 16 - Presidents’ Day.
 Feb. 20 - Last day for bills to be introduced.
39 MEMORANDUM

CITY OF CHINO

HUMAN RESOURCES DEPARTMENT

CITY COUNCIL MEETING DATE: NOVEMBER 18, 2025

TO: LINDA REICH, CITY MANAGER
FROM: TERRY DOYLE, DIRECTOR OF HUMAN RESOURCES/RISK MANAGEMENT

SUBJECT
..titl e
Adjustments in Compensation for Affected Members of the City of Chino. ..end

RECOMMENDATION
1) Adopt Resolution Nos. 2025 -082, 2025-083, 2025-084, 2025-085, 2025-086, and 2025 -087 approving amendments to the compensation for the Chino Police Professional Employees Association (“CPPEA”), Chino City Hall Confidential Employee Association (“CCHCEA”), Teamsters Local 1932 Professional, Technical and Clerical Unit (“Teamsters PTC Unit”), Deputy Directors, Unrepresented Management, and Part -Time Employees; 2) Adopt Resolution No. 2025-079 to approve the Classification Plans and Compensation Schedules; and 3) Approve appropriation in the amount of $328,928 to the various funds listed below in the fiscal impact. ..body

FISCAL IMPACT
Requires an appropriation from the funds listed below, for an estimated total of $328,928. There are enough reserves of fund balance in FY 2025 -26, in each of the funds mentioned. Detailed cost out information is on file in the Finance Department.

General Fund 100 $111,886 Sewer Fund 530 $9,840
State COPS Fund 130 $1,316 Storm Drain 540 $9,543 Housing Fund 310 $2,866 Sanitation Fund 550 $4,520
Transportation Fund 320 $17,276 Central Svcs. Fund 610 $8,334 Community Svcs Fund 330 $105,035 Liab. & Risk Fund 630 $5,018 Park Fund 340 $1,451 Employee Svcs Fund 640 $24,841
Landscape Lighting Fund 360 $1,815 Building Mgmt Fund 650 $6,127 Assessment District Fund 361 $145 Equipment Mgmt Fund 660 $3,536 Water Fund 520 $15,379 Grand Total $328,928

CITY OF CHINO MISSION / VISION / VALUES / STRATEGIC ISSUES The recommendation detailed above furthers the City’s values and strategic issues that serve as key pillars on which identified priorities, goals, and action plans are built, by fostering:
 Financial Stability
 Responsible Long-Range Planning
40 CITY COUNCIL MEETING DATE: NOVEMBER 18, 2025
TITLE: ADJUSTMENTS IN COMPENSATION FOR AFFECTED MEMBERS OF THE CITY OF CHINO.

PAGE: 2

 Integrity and Accountability

Revenue: Click or tap here to enter text.

Expenditure:

Transfer In: Click or tap here to enter text. Transfer Out: Click or tap here to enter text. 41 CITY COUNCIL MEETING DATE: NOVEMBER 18, 2025
TITLE: ADJUSTMENTS IN COMPENSATION FOR AFFECTED MEMBERS OF THE CITY OF CHINO.

PAGE: 3

BACKGROUND
On July 15, 2025, the City Council approved a two percent (2%) cost-of-living adjustment wage increase (COLA) for the Chino Police Professional Employees Association (CPPEA), Chino City Hall Confidential Employee Association (CCHCEA), Deputy Directors, Unrepresented Management, and Part -Time Employees. Subsequently, o n September 16, 2025, the City Council approved a three percent (3%) COLA and an additional $0.51 per hour wage increase for the Teamsters Local 1932 Professional, Technical, and Clerical Unit (Teamsters PTC Unit).

CPPEA and CCHCEA had initially agreed to defer one percent (1%) of their COLA from the first year to the second year of their Agreements. To ensure equity, the City Council approved an additional one percent (1%) COLA for CPPEA and CCHCEA on November 4, 2025, bringing their total first-year COLA to three percent (3%), effective July 21, 2025.

To demonstrate the City’s dedication to retaining experienced and high -performing personnel, the City Council directed staff to adjust the effective date of the three percent (3%) COLA for CPPEA, CCHCEA, and the Teamsters PTC Unit to the beginning of the pay period that includes July 1, 2025. City representatives have met with all bargaining groups, and all parties have tentatively agreed to the revised effective date.

To reinforce the City’s commitment to mai ntaining competitive and equitable compensation practices, the City Council also directed staff to issue a one -time, non-pensionable Retention Pay to Deputy Directors, Unrepresented Management, and Part -Time Employees. Additionally, a three percent (3%) CO LA for Deputy Directors, Unrepresented Management, and Part -Time Employees will take effect beginning with the first pay period following City Council approval, which is November 24, 2025.

ISSUES/ANALYSIS
If approved, Resolution Nos. 2025-082, 2025-083, 2025-084, 2025-085, 2025-086, and 2025 - 087 will:
 Authorize a 3% COLA for CPPEA, CCHCEA, and the Teamsters PTC Unit, effective the beginning of the pay period that includes July 1, 2025.  Authorize a 3% COLA for CPPEA, CCHCEA, and the Teamsters PTC Unit, effective the beginning of the pay period that includes July 1, 2026.  Authorize a one-time, non -pensionable Retention Pay for Deputy Directors, Unrepresented Management, and Part-Time Employees;
 Authorize a 3% COLA for Deputy Directors, Unrepresented Management, and Part-Time Employees, effective the beginning of the pay period after City Council approval, which is November 24, 2025; and
 Authorize a 3% COLA for Deputy Directors, Unrepresented Management, and Part-Time Employees, effective the beginning of the pay period that includes July 1, 2026.

If approved, Resolution No. 2025 -079 will provide updated Classification Plans and Compensation Schedules for CPPEA, CCHCEA, the Teamsters PTC Unit, Deputy Directors, Unrepresented Management, an d Part -Time Employees. The Classification Plans and 42 CITY COUNCIL MEETING DATE: NOVEMBER 18, 2025
TITLE: ADJUSTMENTS IN COMPENSATION FOR AFFECTED MEMBERS OF THE CITY OF CHINO.

PAGE: 4

Compensation Schedules must also be adopted and approved by the City Council in order to comply with Title 2, Section 570.5, of the California Code of Regulations.

Attachments: 1) Resolution No. 2025 -082 MOU Amendment No. 2 for CPPEA; 2) Resolution No. 2025 -083 MOU Amendment No. 2 for CCHCEA; 3) Resolution No. 2025 -084 MOU Amendment No. 1 for Teamsters PTC Unit; 4) Resolution No. 2025 -085 Compensation and Benefit Plan for Deputy Directors; 5) Resolution N o. 2025-086 Compensation and Benefit Plan for Unrepresented Management; 6) Resolution No. 2025 -087 Compensation and Benefit Plan for Part-Time Employees; 7) Resolution No. 2025 -079 Classification Plans and Compensation Schedules

43 RESOLUTION NO. 2025-082

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,
CALIFORNIA, ADOPTING AMENDMENT NO. 2 TO THE MEMORANDUM OF

UNDERSTANDING BETWEEN REPRESENTATIVES OF THE CITY OF CHINO,

CALIFORNIA, AND THE CHINO POLICE PROFESSIONAL EMPLOYEES ASSOCIATION FOR THE PERIOD JULY 1, 2025 THROUGH JUNE 30, 2027

WHEREAS, Section 36506 of the California Government Co de requires the City Council of the City of Chino to fix the compensation for all employees through a resolution or ordinance; and WHEREAS, the latest Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Professional Employees Association covering the period of July 1, 2025 through June 30, 2027 (“ CPPEA MOU 2025-27”) was approved and adopted by Resolution No. 2025-039; and
WHEREAS, On November 4, 2025, Amendment No. 1 of the CPPEA MOU 2025-27 was approved and adopted by Resolution No. 2025 -071 changing the implementation schedule of Article 12 on cost-of-living adjustment wage increases (“COLA”); and
WHEREAS, it is the City and CPPEA’s desire to amend the implementation schedule for the 3% COLA in the first year of the CPPEA MOU 2025 -27 to make it effective the beginning of the pay period that includes July 1, 2025; and
WHEREAS, the labor representatives of the City and CPPEA have determined that changing the implementation schedule of Article 12 on cost of living wage adjustments in the CPPEA MOU 2025- 27 would be in the best interests of the City and the parties for purposes of uniformity across bargaining units and commencing at the start of the successor CPPEA MOU 2025 -27 and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPPEA MOU 2025 -27, signed by the parties and ratified by CPPEA, and approved and adopted by resolution of the City Council before becoming effective; and WHEREAS, it is the desire of the City Council of the City of Chino to approve and adopt an amendment to the C PPEA MOU 2025 -27 to memorialize and confirm the change in the implementation schedule of Article 12 on cost-of-living adjustment wage increase.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CHINO, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:

SECTION 1 . The foregoing recitals are true and correct and are incorporated herein by this reference, with a true and correct copy of the previously adopted C PPEA MOU 2025-27 being attached hereto as Exhibit A and a true and correct copy of the previously adopted Amendment No. 1 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Professional Employees Association covering period of July 1, 2025 through June 30, 2027, attached hereto as Exhibit B.

SECTION 2. The City Council hereby approves and adopts Amendment No. 2 to the Memorandum of Understanding between represe ntatives of the City of Chino, California, and the Chino Police Professional Employees Association covering the period of July 1, 2025 through June 30, 202 7, which is attached hereto as Exhibit C.

SECTION 3. The City Clerk shall certify the adoption of this Resolution effective November 18, 2025.
44 RESOLUTION NO. 2025-082

Page 2 of 3 ends

APPROVED AND ADOPTED THIS 18th day of November, 2025.

EUNICE M. ULLOA, MAYOR

ATTEST:

NATALIE GONZAGA

CITY CLERK

ATTACHMENTS:

EXHIBIT A. Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Professional Employees Association covering the period of July 1, 2025 through June 30, 2027

EXHIBIT B. Amendment No. 1 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Professional Employees Association covering the period of July 1, 2025 through June 30, 2027

EXHIBIT C. Amendment No. 2 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Professional Employees Association covering the period of July 1, 2025 through June 30, 2027

45 RESOLUTION NO. 2025-082

Page 3 of 3 ends

State of California )
County of San Bernardino ) §
City of Chino )

I, NATALIE GONZAGA , City Clerk of the City of Chino, do hereby certify that the foregoing Resolution was duly adopted by the City Council at a regular meeting held on the 18th day of November 2025 by the following votes:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

NATALIE GONZAGA, CITY CLERK
46 MEMORANDUM OF UNDERSTANDING (MOU)

BETWEEN
July 1, 2025 to June 30, 2027

THE CITY OF CHINO, CALIFORNIA
AND

THE CHINO POLICE PROFESSIONAL

EMPLOYEES ASSOCIATION
47 MEMORANDUMOFUNDERSTANDING

BETWEENREPRESENTATIVESOFTHECITYOFCHINO,CALIFORNIA,

ANDTHECHINOPOLICEPROFESSIONALEMPLOYEESASSOCIATION(CPPEA) (ARECOGNIZEDEMPLOYEEASSOCIATION)
Table0fContents
I.ACTINGPAY.......................................................................................................................................

2.ADDITONALDUTYPAY..................................................................................................................

3.ASSOCIATIONMATTERS.................................................................................................................

4.ASSOCIATIONREPRESENTATION-REQUESTFORDECERTIFICATION..............................

5.BENEFITBANK..................................................................................................................................

6.BEREAVEMENTLEAVE...................................................................................................................

7.BILINGUALPAY................................................................................................................................

8.BREAKSANDLUNCH.......................................................................................................................

9.CALLBACKPAY...............................................................................................................................

10.COMPENSATORYTIME....................................................................................................................

11.COMPUTERLOANPROGRAM........................................................................................................

12.COSTOFLIVINGADJUSTMENT.....................................................................................................

13.COURTAPPEARANCECOMPENSATION .....

14.COURTSTAND-BYCOMPENSATION............................................................................................

15.COURTTRAVEL.................................................................................................................................

16.DEATHBENEFIT................................................................................................................................

17.DEFERREDCOMPENSATIONPLAN.............................................................................................1O

18.DIRECTDEPOSIT.............................................................................................................................11

19.DISABILITY......................................................................................................................................12

20.DISCIPLINARYAPPEALPROCEDURE........................................................................................12

21.EMOTIONALSUPPORTCANINEHANDLER...............................................................................12

22.FLEXIBLEBENEFITSSPENDINGPLAN......................................................................................12

23.FLOATINGHOLIDAYTIME...........................................................................................................12

24.HIRINGTNCENTIVE.........................................................................................................................13

25.HOLIDAYS........................................................................................................................................13

26.HOLIDAYCLOSURE........................................................................................................................14

27.JURYDUTY.......................................................................................................................................14

28.LEAVEAPPROVAL..........................................................................................................................14

29.LIFEINSURANCE.............................................................................................................................15

30.LONGEVITYPAY 15
MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,AND THE CHINO POLICE PROFESSIONAL EMPLOYEES ASSOCIATION (CPPEA)(A RECOGNIZED EMPLOYEE ASSOCIATION)Table of Contents1. ACTING PAY.......................................................................................................................................42. ADDITONAL DUTY PAY ..................................................................................................................53. ASSOCIATION MATTERS................................................................................................................. 54. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATION.............................. 55. BENEFIT BANK ..................................................................................................................................66. BEREAVEMENT LEAVE...................................................................................................................67. BILINGUAL PAY ................................................................................................................................ 78. BREAKS AND LUNCH.......................................................................................................................79. CALL BACK PAY ............................................................................................................................... 710. COMPENSATORY TIME....................................................................................................................81 1 . COMPUTER LOAN PROGRAM ........................................................................................................812. COST OF LIVING ADJUSTMENT.....................................................................................................913. COURT APPEARANCE COMPENSATION................................................................................<.....914. COURT STAND-BY COMPENSATION............................................................................................915. COURT TRAVEL.................................................................................................................................916. DEATH BENEFIT................................................................................................................................91 7. DEFERRED COMPENSATION PLAN.............................................................................................1018. DIRECT DEPOSIT.............................................................................................................................1119. DISABILITY ...................................................................................................................................... 1220. DISCIPLINARY APPEAL PROCEDURE ........................................................................................ 1221. EMOTIONAL SUPPORT CANINE HANDLER............................................................................... 1222. FLEXIBLE BENEFITS SPENDING PLAN ......................................................................................1223. FLOATING HOLIDAY TIME...........................................................................................................1224. HIRING INCENTIVE.........................................................................................................................1325. HOLIDAYS ........................................................................................................................................ 1326. HOLIDAY CLOSURE........................................................................................................................ 1427. JURY DUTY....................................................................................................................................... 1428. LEAVE APPROVAL.......................................................................................................................... 1429. LIFE INSURANCE.............................................................................................................................1530. LONGEVITY PAY............................................................................................................................. 15 48 MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027
.MANAGEMENTRIGHTS.................................................................................................................15 MILEAGEREIMBURSEMENT........................................................................................................16 .ON-CALLPAY..................................................................................................................................16 OVERTIME........................................................................................................................................16

5.OVERTIMECOMPENSATION........................................................................................................16 .PRISONERTRANSPORTATIONPAY............................................................................................17 .RECRUITMENTINCENTIVE..........................................................................................................17 REGULARRATEOFPAY................................................................................................................17 REHIREPOLICY...............................................................................................................................17 .RESPONSETODOCUMENTSPLACEDFNEMPLOYEEPERSONNELFILE...........................18 .RETIREMENT....................................................................................................................................18 SALARYADJUSTMENTS(Overpayments,Recovery,andUnderpayments).................................18 .SCHEDULE........................................................................................................................................19 .SENIORITY........................................................................................................................................19 .SEPARATIONFROMCITY.............................................................................................................20 SICKLEAVE......................................................................................................................................20 .SICKLEAVEHIRINGINCENTIVE................................................................................................20

48.SICKLEAVEBUY-BACK................................................................................................................21

49.SICKLEAVECONVERSIONTOPERSONALLEAVE.................................................................21

50.SICKLEAVEPROGRAM.................................................................................................................21

51. 52.SPECIALASSIGNMENTPAY.........................................................................................................22

53.STANDBYPAY.................................................................................................................................22 ITRAININGPAY.................................................................................................................................22 .TUITIONADVANCEPROGRAM22
TUITIONREIMBURSEMENT—ENHANCEDPROGRAM...........................................................23 UNIFORMCLEANINGALLOWANCE...........................................................................................24 VACATIONLEAVE..........................................................................................................................24 VACATIONLEAVEBUY-BACK....................................................................................................24 .VACATIONLEAVECONVERSION...............................................................................................24 .WORKERS’COMPENSATIONPROGRAM...................................................................................25 .WORKERS’COMPENSATIONPREMIUMPAYMENT................................................................25 .SAVINGSCLAUSE...........................................................................................................................25 MAINTENANCEOFEXISTINGBENEFITS...................................................................................25 .IMPLEMENTATION.........................................................................................................................26 2 SPECIALASSIGNMENTS................................................................................................................21 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 20273 1. MANAGEMENT RIGHTS................................................................................................................ 1532. MILEAGE REIMBURSEMENT....................................................................................................... 1 633. ON-CALL PAY ................................................................................................................................. 1634. OVERTIME ....................................................................................................................................... 1635. OVERTIME COMPENSATION ....................................................................................................... 1636. PRISONER TRANSPORTATION PAY ........................................................................................... 1 737. RECRUITMENT INCENTIVE ......................................................................................................... 1 738. REGULAR RATE OF PAY............................................................................................................... 1739. REHIRE POLICY .............................................................................................................................. 1740. RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILE .......................... 1841. RETIREMENT................................................................................................................................... 1842. SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments) ................................ 1843. SCHEDULE ....................................................................................................................................... 1944. SENIORITY ....................................................................................................................................... 1945. SEPARATION FROM CITY ............................................................................................................2046. SICK LEAVE ..................................................................................................................................... 2047. SICK LEAVE HIRING INCENTIVE ...............................................................................................2048. SICK LEAVE BUY-BACK ............................................................................................................... 2149. SICK LEAVE CONVERSION TO PERSONAL LEAVE ................................................................2150. SICK LEAVE PROGRAM ................................................................................................................2151. SPECIAL ASSIGNMENTS ............................................................................................................... 2152. SPECIAL ASSIGNMENT PAY ........................................................................................................2253. STANDBY PAY ................................................................................................................................2254. TRAINING PAY ................................................................................................................................ 2255. TUITION ADVANCE PROGRAM ..................................................................................................2256. TUITION REIMBURSEMENT - ENHANCED PROGRAM ..........................................................2357. UNIFORM CLEANING ALLOWANCE .......................................................................................... 2458. VACATION LEAVE .........................................................................................................................2459. VACATION LEAVE BUY-BACK ...................................................................................................2460. VACATION LEAVE CONVERSION ..............................................................................................2461. WORKERS’ COMPENSATION PROGRAM...................................................................................2562. WORKERS’ COMPENSATION PREMIUM PAYMENT ...............................................................2563. SAVINGS CLAUSE ..........................................................................................................................2564. MAINTENANCE OF EXISTING BENEFITS...................................................................................2565. IMPLEMENTATION ........................................................................................................................262 49 Memorandum0fUnderstanding
CPPEAJuly1,2025June30,2027

66.TERMOFAGREEMENT..................................................................................................................26 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202766. TERM OF AGREEMENT.................................................................................................................. 26 3 50
MemorandumofUnderstanding
CPPEAJuly1,2025Juna30,2027

MEMORANDUMOFUNDERSTANDING

BETWEENREPRESENTATIVESOFTHECITYOFCHINO,CALIFORNIA,

ANDTHECHINOPOLICEPROFESSIONALEMPLOYEESASSOCIATION(CPPEA) (ARECOGNIZEDEMPLOYEEASSOCIATION)
ThisMemorandumofUnderstanding(MOU)isenteredintowithreferencestothefollowingfacts:

A.TheChinoPoliceProfessionalEmployeesAssociation,hereinafterreferredtoas“CPPEA”,is therecognizedemployeeorganizationforallregular,non-sworn,full-timeChinoPolice employeesintheCityofChino,hereinafterreferredtoasthe“City”.Theseemployeesare collectivelyreferredtoasthe“employees”.ThecurrentpositionsofCPPEAcanbefoundin thecurrentClassificationandCompensationSchedule~Non-ManagementPositions.

AdministrativeAssistant
CrimeAnalyst
CrimePrevention&CommunityOutreachSpecialist
ManagementAssistant
PoliceRecords&EvidenceCoordinator
PoliceRecordsTechnician
PoliceServiceOfficerl/ll
PoliceTrainingCoordinator
Property&EvidenceTechnician
PublicSafetyDispatcherl/ll
B.lntheinterestofmaintainingharmoniousrelationsbetweentheCityandtheemployees, authorizedrepresentativesoftheCityandCPPEAhavemetandconferredingoodfaith, exchangingvariousproposalsconcerningwages,hours,andothertermsandconditionsof employmentoftheemployeeswhicharewithinthescopeoflawforrepresentedemployeesin CPPEA.

C.TheauthorizedrepresentativesoftheCityandCPPEAhavereachedmutualagreementon wages,hoursandothertermsandconditionsofemploymentfortheseemployees.

THEREFORE,theCityandtheCPPEAagreethatwages,hours,andtermsandconditionsof employmentwillbeappliedasfollowsfortheperiodofJulyl,2025throughandincludingJune 30,2027.(Note:TheprovisionsofthisMemorandumofUnderstandingapplyonlytothose individualswhoareemployedwiththeCityofChinoonthedayfollowingtheadoptionofaformal resolutionbyCityCouncilapprovingthisMOU.)
l.ACTINGPAY
TheCitywillgrantActingafteranemployeehasworkedinahigherclassificationfortwenty(20) consecutiveworkdaysortwenty(20)non—consecutiveworkdaysinaninety(90)calendarday period.ToreceiveActingPay,anemployeemustbeformallyassignedthedutiesofthehigher classification.ThisassignmentmustbeconfirmedbytheprocessingofaPersonnelActionForm (PAF).ActingPaywillbefivepercent(5%)abovetheemployee’scurrentbasesalaryrateorStep Memorandum of UnderstandingCPPEA July 1 , 2025 - June 30, 2027MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,AND THE CHINO POLICE PROFESSIONAL EMPLOYEES ASSOCIATION (CPPEA)(A RECOGNIZED EMPLOYEE ASSOCIATION)This Memorandum of Understanding (MOU) is entered into with references to the following facts:A. The Chino Police Professional Employees Association, hereinafter referred to as “CPPEA”, isthe recognized employee organization for all regular, non-sworn, full-time Chino Policeemployees in the City of Chino, hereinafter referred to as the “City”. These employees arecollectively referred to as the “employees”. The current positions of CPPEA can be found inthe current Classification and Compensation Schedule - Non- Management Positions.Administrative AssistantCrime AnalystCrime Prevention & Community Outreach SpecialistManagement AssistantPolice Records & Evidence CoordinatorPolice Records TechnicianPolice Service Officer I/IIPolice Training CoordinatorProperty & Evidence TechnicianPublic Safety Dispatcher I/IIB. In the interest of maintaining harmonious relations between the City and the employees,authorized representatives of the City and CPPEA have met and conferred in good faith,exchanging various proposals concerning wages, hours, and other terms and conditions ofemployment of the employees which are within the scope of law for represented employees inCPPEA.C. The authorized representatives of the City and CPPEA have reached mutual agreement onwages, hours and other terms and conditions of employment for these employees.THEREFORE, the City and the CPPEA agree that wages, hours, and terms and conditions ofemployment will be applied as follows for the period of July 1, 2025 through and including June30, 2027. (Note: The provisions of this Memorandum of Understanding apply only to thoseindividuals who are employed with the City of Chino on the day following the adoption of a formalresolution by City Council approving this MOU.)1. ACTING PAYThe City will grant Acting after an employee has worked in a higher classification for twenty (20)consecutive work days or twenty (20) non-consecutive work days in a ninety (90) calendar dayperiod. To receive Acting Pay, an employee must be formally assigned the duties of the higherclassification. This assignment must be confirmed by the processing of a Personnel Action Form(PAF). Acting Pay will be five percent (5%) above the employee’s current base salary rate or Step4 51 Memorandum0fUnderstanding
CPPEAJuly1,2025June30,2027
“A”oftheActingpositionClassification,whicheverisgreater,unlessotherwiseauthorizedbythe CityManager.

Subjecttotheconditionsnotedabove,qualifyingemployeeswillreceiveActingPayforalldays workedinanActingposition,i.e.,aftertwenty(20)consecutiveworkdaysortwenty(20)non— consecutiveworkdaysinaninety(90)calendardayperiod.TheemployeewillreceiveActingPay retroactivetothefirstdayofservingintheactingcapacity.

2.ADDITONALDUTYPAY
Affordedtoanemployeewhotakesonasignificantnumberofextraassignmentsinanarea differentthantheirregularlyassignedresponsibilities.Anemployeeperformingthistypeofwork foraperiodoftimegreaterthantwo(2)weekswillreceivepayintheamountoffivepercent(5%) increaseinsalarytocompensateforperformingdualfunctionsatthediscretionoftheChiefof Police.Theadditionaldutypaywillberestrictedtonomorethantwelve(l2)monthlimit.In extenuatingcircumstances,theChiefofPolicemayrequestanextensionoftheadditionaldutypay pastthetwelve(12)monthlimit.ThisrequestmustbemadeinwritingtotheCityManagerwith justificationastowhyanextensionisrequired.Theextensionmustincludethedatetheadditional dutypaywillexpireandacopyofthesignedextensionmustbeattachedtothePersonnelAction Form(PAF).

3.ASSOCIATIONMATTERS
A250copypermonthphotocopyaccountisestablishedforassociationbusiness.Copiesexceeding 250permonthwillbepaidtotheCityatthecurrentper-copycharge.Associationmembersare providedwith24hoursperfiscalyeartoattendtotrainingorotherrelatedbusinessintheinterest oftheCPPEA,whenauthorizedbytheCityandtheCPPEA.Thehoursdonotaccumulateorcarry overfromfiscalyeartofiscalyear.

4.ASSOCIATIONREPRESENTATION-REQUESTFORDECERTIFICATION
TheCityamendsitslanguageasfoundinResolution85-53toreadasfollows:

Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027“A” of the Acting position Classification, whichever is greater, unless otherwise authorized by theCity Manager.Subject to the conditions noted above, qualifying employees will receive Acting Pay for all daysworked in an Acting position, i.e., after twenty (20) consecutive work days or twenty (20) non-consecutive work days in a ninety (90) calendar day period. The employee will receive Acting Payretroactive to the first day of serving in the acting capacity.2. ADDITONAL DUTY PAYAfforded to an employee who takes on a significant number of extra assignments in an areadifferent than their regularly assigned responsibilities. An employee performing this type of workfor a period of time greater than two (2) weeks will receive pay in the amount of five percent (5%)increase in salary to compensate for performing dual functions at the discretion of the Chief ofPolice. The additional duty pay will be restricted to no more than twelve (12) month limit. Inextenuating circumstances, the Chief of Police may request an extension of the additional duty paypast the twelve (12) month limit. This request must be made in writing to the City Manager withjustification as to why an extension is required. The extension must include the date the additionalduty pay will expire and a copy of the signed extension must be attached to the Personnel ActionForm (PAF).3. ASSOCIATION MATTERSA 250 copy per month photocopy account is established for association business. Copies exceeding250 per month will be paid to the City at the current per-copy charge. Association members areprovided with 24 hours per fiscal year to attend to training or other related business in the interestof the CPPEA, when authorized by the City and the CPPEA. The hours do not accumulate or carryover from fiscal year to fiscal year.4. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATIONThe City amends its language as found in Resolution 85-53 to read as follows:A Decertification petition alleging that the incumbent recognized employee organization no longerrepresents a majority of employees in the recognized unit must be filed with the Director of HumanResources/Risk Management no later than six (6) months (180 days) prior to the expiration of theMemorandum of Understanding then in effect. A Decertification Petition must be filed by two (2)or more employees or their representative, or an employee organization, and will contain thefollowing information and documentation declared by the duly authorized signatory under penaltyof perjury to be true, correct and complete:a) The name, address and telephone number of the petitioner(s) and a designatedrepresentative authorized to receive notices or requests for further information.b) The name of the established represented unit and the incumbent recognized employeeorganization sought to be decertified as the representative of that unit.c) Proof that the incumbent recognized employee organization no longer represents more thanfifty percent (50%) of the employees in the represented unit, and any other relevant andmaterial facts, including verification that more than fifty percent (50%) of the representedunit no longer desire to be represented by the recognized employee organization.5 52 MemorandumofUnderstanding
CPPEAJuly132025—June30,2027
SuchproofwillbesubmittedforverificationtotheDirectorofHumanResources/Risk Management.AllsignaturesontheDecertiflcationPetitionwillindicatethedatewhensignedby theemployees.AllsignaturesonthePetitionwillbeobtainedwithinthirty(30)dayspriortofiling theDecertificationPetitionwiththeDirectorofHumanResources/RiskManagement.

IfanaccompanyingRequestforRecognitionisfiled,anddecertificationoftheincumbent recognizedemployeeorganizationismade,suchdocumentationwillalsodeterminethewishesof employeesastothequestionofrepresentation.

5.BENEFITBANK
EmployeesareprovidedwithaBenefitBankforthepurchaseofmedical,dentaland/orvision insuranceforthemselvesandtheireligibledependents.TheBenefitBanktotalwillbeequaltothe premiumcostofHMOmedical(attherateequaltoKaiser),dentalandvisioncoverageforfamily coverage.TheBenefitBankamountwillbeadjustedannuallywhennewratesbecomeeffective onDecember15‘.UnusedportionsoftheBenefitBankwillbepaidoutintheemployee'sregular paychecksasearned.

Anyemployeeoptingoutofhealthcoveragewillberequiredtosubmitanaffidavitattestingthat theyhaveotherqualifyinggrouphealthcoverageandprovidesupportingdocumentation.For example,aletterfromtheemployerofaspouse,domesticpartnerorparent.

NewHires:

Failuretoprovidetherequireddocumentationwithinsixty(60)daysofhiremayresultintheCity enrollingtheemployeeinthelowestcostmedicalplan.Suchenrollmentwillremainineffectuntil theemployeeprovidesvalidopt-outdocumentationduringthenextOpenEnrollmentperiod.

Recertification:

FailuretoprovidetherequireddocumentationduringtheannualOpenEnrollmentperiodmay resultintheCityenrollingtheemployeeinthelowestcostmedicalplan.Suchenrollmentwill remainineffectuntiltheemployeeprovidesvalidopt-outdocumentationduringthenextOpen Enrollmentperiod.

SeealsoRegularRateofPaySectionofthisMOU.

6.BEREAVEMENTLEAVE
Anon—accruingbankoffive(5)days(50hours)forthebereavementofaqualifiedfamilymember isprovided.A“qualifiedfamilymember”isdefinedasaspouse,domesticpartner,parent,step— parent,sibling,child,step—child,mother-in-law,father-in—law,brother-in-law,sister—in-law, daughter-in—law,son-in-law,grandparent,step—grandparent,grandchildoranyotherrelative residingwithintheemployee’shome.

Thefive(5)daysofbereavementleavedonotneedtobetakenconsecutively;theycanbeused intermittently.Iftheleaveisusedintermittently,itmustbeusedwithinthree(3)monthsofthe qualifiedfamilymember’sdateofdeath.

Theemployeewithinthirty(30)daysofthefirstdayoftheleaveshallprovidedocumentationof thedeathofthequalifiedfamilymemberifrequestedbytheChiefofPoliceortheirdesignee. 6 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027Such proof will be submitted for verification to the Director of Human Resources/RiskManagement. All signatures on the Decertification Petition will indicate the date when signed bythe employees. All signatures on the Petition will be obtained within thirty (30) days prior to filingthe Decertification Petition with the Director of Human Resources/Risk Management.If an accompanying Request for Recognition is filed, and decertification of the incumbentrecognized employee organization is made, such documentation will also determine the wishes ofemployees as to the question of representation.5. BENEFIT BANKEmployees are provided with a Benefit Bank for the purchase of medical, dental and/or visioninsurance for themselves and their eligible dependents. The Benefit Bank total will be equal to thepremium cost of HMO medical (at the rate equal to Kaiser), dental and vision coverage for familycoverage. The Benefit Bank amount will be adjusted annually when new rates become effectiveon December 1st. Unused portions of the Benefit Bank will be paid out in the employee's regularpaychecks as earned.Any employee opting out of health coverage will be required to submit an affidavit attesting thatthey have other qualifying group health coverage and provide supporting documentation. Forexample, a letter from the employer of a spouse, domestic partner or parent.New Hires:Failure to provide the required documentation within sixty (60) days of hire may result in the Cityenrolling the employee in the lowest cost medical plan. Such enrollment will remain in effect untilthe employee provides valid opt-out documentation during the next Open Enrollment period.Recertification:Failure to provide the required documentation during the annual Open Enrollment period mayresult in the City enrolling the employee in the lowest cost medical plan. Such enrollment willremain in effect until the employee provides valid opt-out documentation during the next OpenEnrollment period.See also Regular Rate of Pay Section of this MOU.6. BEREAVEMENT LEAVEA non-accruing bank of five (5) days (50 hours) for the bereavement of a qualified family memberis provided. A “qualified family member” is defined as a spouse, domestic partner, parent, step-parent, sibling, child, step-child, mother-in-law, father-in-law, brother-in-law, sister-in-law,daughter-in-law, son-in-law, grandparent, step-grandparent, grandchild or any other relativeresiding within the employee’s home.The five (5) days of bereavement leave do not need to be taken consecutively; they can be usedintermittently. If the leave is used intermittently, it must be used within three (3) months of thequalified family member’s date of death.The employee within thirty (30) days of the first day of the leave shall provide documentation ofthe death of the qualified family member if requested by the Chief of Police or their designee.6 53 MemorandumofUnderstanding
CPPEAJuly1,2025~June30,2027
Documentationmayinclude,butisnotlimitedtoadeathcertificate,apublishedobituary,awritten verificationofdeath,burialormemorialservicesfromamortuary,funeralhome,burialsociety, crematorium,religiousinstitution,orgovernmentalagency.

7.BILINGUALPAY
Employeesareeligibletoreceivetwohundredandfortydollars($240)permonth(paidover24 payperiods)forverbalfluencyisprovidedtoemployeesiftheydemonstratetheirconversational skillinanylanguageotherthanEnglishtheChiefofPolicedeemsnecessary,includingsign language,underthefollowingconditions:
a.Certification:A competencyexaminationwillbedevelopedandadministeredbythe HumanResources/RiskManagementDepartmenttodetermineemployees’proficiency.

TestinganditsfrequencyareatthediscretionoftheCity.Anemployeemustpassthe City’scompetencyexaminationtobeeligibleforbilingualpay. b.ChiefofPoliceApproval:TobeeligibletotaketheCity’scompetencyexamination,an employeemustberecommendedbytheChiefofPolice.Eligibilityfortheopportunityto testforbilingualpayissolelyattheChiefofPolice’sdiscretionandisnotsubjectto administrativeappealorchallenge.TheChiefofPolicewillmaketheirrecommendation basedonanassessmentoftheneedfortheemployeetousebilingualskillsonthejob.In theeventthatanemployeeisapprovedforbilingualpay,thenlaterchangesassignment, classification,jobduties,oristransferredorpromoted,inanymanner,adeterminationmay bemadebytheChiefofPolicethatbilingualskillsarenolongerrequiredforuseon-the- jobandthisbenefitwillberemovedfromtheemployeewithnorightofappeal.

8.BREAKSANDLUNCH
Thisarticleappliestothefollowingclassificationsonly:
st.PublicSafetyDispatchersI/II
‘1‘CrimeAnalysts
6°PoliceServiceOfficersI/II
Theseclassificationswillbeprovidedwitha45minutepaidmealperiodwithina10-12hourshift.

Employeesworkingovertimebetweenfive(5)andseven(7)consecutivehoursshallreceivea20- minutepaidbreaktime.Employeesworkingovertimeshiftsofseven(7)consecutivehoursor moreshallbeentitledtoreceiveone(l)45-minutemealperiod.

Duringeachofthesepaidmealbreaks,employeeswillremainonanon—callstatus.

9.CALLBACKPAY
Employeeswhoarenotonstand—byandwhoarecalledbacktoworkduringtheiroff-dutyhours willreceivetwo(2)hoursminimumpayatoneandone—half(l
1/2)timestheirregularrate.

Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027Documentation may include, but is not limited to a death certificate, a published obituary, a writtenverification of death, burial or memorial services from a mortuary, funeral home, burial society,crematorium, religious institution, or governmental agency.7. BILINGUAL PAYEmployees are eligible to receive two hundred and forty dollars ($240) per month (paid over 24pay periods) for verbal fluency is provided to employees if they demonstrate their conversationalskill in any language other than English the Chief of Police deems necessary, including signlanguage, under the following conditions:a. Certification: A competency examination will be developed and administered by theHuman Resources/Risk Management Department to determine employees’ proficiency.Testing and its frequency are at the discretion of the City. An employee must pass theCity’s competency examination to be eligible for bilingual pay.b. Chief of Police Approval: To be eligible to take the City’s competency examination, anemployee must be recommended by the Chief of Police. Eligibility for the opportunity totest for bilingual pay is solely at the Chief of Police’s discretion and is not subject toadministrative appeal or challenge. The Chief of Police will make their recommendationbased on an assessment of the need for the employee to use bilingual skills on the job. Inthe event that an employee is approved for bilingual pay, then later changes assignment,classification job duties, or is transferred or promoted, in any manner, a determination maybe made by the Chief of Police that bilingual skills are no longer required for use on-the-job and this benefit will be removed from the employee with no right of appeal.8. BREAKS AND LUNCHThis article applies to the following classifications only:♦♦♦ Public Safety Dispatchers 1/ II❖ Crime Analysts❖ Police Service Officers I/IIThese classifications will be provided with a 45 minute paid meal period within a 10-12 hour shift.Employees working overtime between five (5) and seven (7) consecutive hours shall receive a 20-minute paid break time. Employees working overtime shifts of seven (7) consecutive hours ormore shall be entitled to receive one (1) 45-minute meal period.During each of these paid meal breaks, employees will remain on an on-call status.9. CALL BACK PAYEmployees who are not on stand-by and who are called back to work during their off-duty hourswill receive two (2) hours minimum pay at one and one-half (1 ’A) times their regular rate. 7 54
MemorandumofUnderstanding
CPPEAJuly1,2025June30,2027

10.COMPENSATORYTIME
AdministrativeAssistant,ManagementAssistant,andPoliceTrainingCoordinator Employeesmayaccrueamaximumof40hoursofCompensatoryTimeoff,withtheexception notedbelow.Eachemployeehastheoptionofelectingtoconvertany,orall,accrued CompensatoryTimeoffhourstopayatthehourlyrateexistingatthetimeofdistribution.

CompensatoryTimeconvertedwillbepaidwiththesecondpaycheckinNovemberofeachyear.

Uponseparationfromemployment,accruedCompensatoryTimeoffwillbeconvertedtocashat thethenexistingbasehourlyrate.

Allpositionsnotlistedabove—Two(2)CompensatoryTimebanks,eachconsistingofeighty (80)hours,areestablished:
°:’CompensationBankNo.1:Thisbankprovidesfortheaccrualofeighty(80)hoursof CompensatoryTimetobepaidoutonlyuponseparationfromemployment.Thefirsteight (80)hoursofCompensatoryTimeearnedbyanemployeearerecordedinthisaccount.No annualbuybackofthistimeisprovided.‘3CompensationBankNo.2:Thisbankprovidesfortheaccrualofuptoeighty(80)hours ofCompensatoryTimeforuseastimeoffonly.ThistimemaynotbesoldbacktotheCity.

Overtimehoursinexcessofeighty(80)inthisaccountwillbepaidtoemployeesinsalary atoneandone—half(l1/2)timestheemployee’sregularrateofpay.

11.COMPUTERLOANPROGRAM
Allregularemployeeswhohavecompletedtheirprobationaryperiodareeligibletoparticipatein aComputerLoanProgrammanagedbytheFinanceDepartment.Participantsmustagreetocomply withtherequirementsoftheprogramaslistedbelow:

Maximumamountfinancedistwothousand,fivehundreddollars($2,500).

Anynewcomputersystemmaybepurchasedundertheplanaslongasitcomplieswith AdministrativePolicyEmployeePCLotteryLoanProgram.
‘3Minimumofone(l)businesssoftwarepackagemustbepurchased(i.e.spreadsheet,data basemanager,wordprocessor,etc.).
é Systemcomponentsmustbemanufacturedbyanestablished,brandnamecompanyandbe compatiblewithCitydataprocessingequipment.Forexample,Dell,HP,etc.

Nogameorentertainmentsoftwarewillqualifyunderthisprogram.

Loanstoparticipantswillbeforatermnottoexceedthirty-sixmonths(36)andnointerest willbechargedduringthattime.

Paymentsontheloanwillbemadethroughpayrolldeductiononabi—weeklybasis.

Loansaredueandpayableinfulluponterminationofemploymentforanyreason.(i.e. resignation,retirement,etc).

TheCitymustapproveinadvanceallpurchasesforequipmentunderthisprogram.

A writtenagreementbetweentheCityandparticipantisrequiredtoparticipateinthis program.‘2‘UponnotificationofwinningthePCLotteryProgram,participantwillhavethirty(30)days tosubmitnecessarydocumentationtoFinanceDepartmentforpre-approvalofsystem purchase.
‘0.
’0.

O
O
TheCityintendstoofferthisprogramonanannualbasis,butthePlan’scontinuedavailabilitywill bedependentuponitseffectivenessandavailabilityoffunds.

Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202710. COMPENSATORY TIMEAdministrative Assistant, Management Assistant, and Police Training CoordinatorEmployees may accrue a maximum of 40 hours of Compensatory Time off, with the exceptionnoted below. Each employee has the option of electing to convert any, or all, accruedCompensatory Time off hours to pay at the hourly rate existing at the time of distribution.Compensatory Time converted will be paid with the second paycheck in November of each year.Upon separation from employment, accrued Compensatory Time off will be converted to cash atthe then existing base hourly rate.All positions not listed above - Two (2) Compensatory Time banks, each consisting of eighty(80) hours, are established:❖ Compensation Bank No. 1: This bank provides for the accrual of eighty (80) hours ofCompensatory Time to be paid out only upon separation from employment. The first eight(80) hours of Compensatory Time earned by an employee are recorded in this account. Noannual buy back of this time is provided.❖ Compensation Bank No. 2: This bank provides for the accrual of up to eighty (80) hoursof Compensatory Time for use as time off only. This time may not be sold back to the City.Overtime hours in excess of eighty (80) in this account will be paid to employees in salaryat one and one-half (1 ‘A) times the employee’s regular rate of pay.11. COMPUTER LOAN PROGRAMAll regular employees who have completed their probationary period are eligible to participate ina Computer Loan Program managed by the Finance Department. Participants must agree to complywith the requirements of the program as listed below:❖ Maximum amount financed is two thousand, five hundred dollars ($2,500).❖ Any new computer system may be purchased under the plan as long as it complies withAdministrative Policy Employee PC Lottery Loan Program.❖ Minimum of one (1) business software package must be purchased (i.e. spreadsheet, database manager, word processor, etc.).❖ System components must be manufactured by an established, brand name company and becompatible with City data processing equipment. For example, Dell, HP, etc.❖ No game or entertainment software will qualify under this program.❖ Loans to participants will be for a term not to exceed thirty-six months (36) and no interestwill be charged during that time.❖ Payments on the loan will be made through payroll deduction on a bi-weekly basis.❖ Loans are due and payable in full upon termination of employment for any reason, (i.e.resignation, retirement, etc.).❖ The City must approve in advance all purchases for equipment under this program.❖ A written agreement between the City and participant is required to participate in thisprogram.❖ Upon notification of winning the PC Lottery Program, participant will have thirty (30) daysto submit necessary documentation to Finance Department for pre-approval of systempurchase.The City intends to offer this program on an annual basis, but the Plan’s continued availability willbe dependent upon its effectiveness and availability of funds.8 55 MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027

12.COSTOFLIVINGADJUSTMENT
Increasestoemployees’basewages/salaryrangesfOranyrepresentedpositionsareasfollows:
‘3EffectivethefirstpayperiodafterratificationoftheCPPEAUnitandapprovalbytheCity Council:Twopercent(2%)
‘3‘EffectivethebeginningofthepayperiodincludingJuly1,2026:Fourpercent(4%) Foranypart—timepositionthatreceivesamandatedwageincrease(duetotheminimumwagelaw), thefull-timepositionwillreceivethesameincrease.

13.COURTAPPEARANCECOMPENSATION
Employeeswhoaresubpoenaedtoappearincourtduringtheiroff-dutyhoursarecompensatedat oneandone-half(1—1/2)timestheirhourlyrateofpaywitha2—hourminimumguarantee.

Employeeswhoreceivetwo(2)separatesubpoenastoappearforthemorningandafternoon sessionsonthesamedaywillreceivetwo(2),2-hourminimumguarantees.Timespentduringall courtroomrecesses,includingcourtlunchrecesseswillbeconsideredtimeworkedforpurposes ofcomputingcompensation.Hoursspentincourtbeyondthetwo(2),2-hourguaranteeswillbe compensatedonanhour-per-hourbasiswiththeexceptionoftraveltime.Employeeswhodonot exercisetheoptiontoverifythatacaseisscheduledandwhoreporttothecourtwillbe compensatedfortheirappearance.

14.COURTSTAND-BYCOMPENSATION
Offdutypersonnelwhoareplacedonstand—byforapossiblecourtappearancewillbepaidattheir straighttimeratefortwo(2)hoursperday.

15.COURTTRAVEL
Employeeswhoaresubpoenaedtoandappearinacourtoutsidethelocalarea(thelocalareabeing definedasPomonaandRanchoCucamonga)duringoffdutyhourswillbepaid,atastraighttime rate,compensatorytimeofffortraveltime.ThetraveltimeistobecalculatedfromtheChino PoliceDepartmenttothecourtandreturn.

16.DEATHBENEFIT
Employeesareprovidedwith$100,000inlifeinsurancecoverage,payabletobeneficiary(ies)on fileinHumanResources/RiskManagementattimeofdeath.

Intheeventofanemployee’sdeath,theirbeneficiary(ies)willreceivepaymentofallunusedLeave Timeat100%exceptSickLeave.SickLeaveTimewillbepaidoutattherateestablishedbyyears ofservice.Iftheemployeewouldhavebeeneligibleforretirementusingthedefinitionin CalPERS,thenSickLeaveTimewillbepaidtotheemployees”beneficiary(ies)at100%cashout oftheaccruedSickLeaveonrecord.
lntheeventofanemployee’sdeathwheresuchdeathisdefinedbytheWorkers’Compensation systemasanindustrialdeath,theemployee’sbeneficiary(ies)willreceive100%cash—outofthe employee’saccruedSickLeaveonrecord.

Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202712. COST OF LIVING ADJUSTMENTIncreases to employees’ base wages/salary ranges for any represented positions are as follows:♦♦♦ Effective the first pay period after ratification of the CPPEA Unit and approval by the CityCouncil: Two percent (2%)❖ Effective the beginning of the pay period including July 1 , 2026: Four percent (4%)For any part-time position that receives a mandated wage increase (due to the minimum wage law),the full-time position will receive the same increase.13. COURT APPEARANCE COMPENSATIONEmployees who are subpoenaed to appear in court during their off-duty hours are compensated atone and one-half (l-Uz) times their hourly rate of pay with a 2-hour minimum guarantee.Employees who receive two (2) separate subpoenas to appear for the morning and afternoonsessions on the same day will receive two (2), 2-hour minimum guarantees. Time spent during allcourtroom recesses, including court lunch recesses will be considered time worked for purposesof computing compensation. Hours spent in court beyond the two (2), 2-hour guarantees will becompensated on an hour-per-hour basis with the exception of travel time. Employees who do notexercise the option to verify that a case is scheduled and who report to the court will becompensated for their appearance.14. COURT STAND-BY COMPENSATIONOff duty personnel who are placed on stand-by for a possible court appearance will be paid at theirstraight time rate for two (2) hours per day.15. COURT TRAVELEmployees who are subpoenaed to and appear in a court outside the local area (the local area beingdefined as Pomona and Rancho Cucamonga) during off duty hours will be paid, at a straight timerate, compensatory time off for travel time. The travel time is to be calculated from the ChinoPolice Department to the court and return.16. DEATH BENEFITEmployees are provided with $100,000 in life insurance coverage, payable to beneficiary (ies) onfile in Human Resources/Risk Management at time of death.In the event of an employee’s death, their beneficiary(ies) will receive payment of all unused LeaveTime at 100% except Sick Leave. Sick Leave Time will be paid out at the rate established by yearsof service. If the employee would have been eligible for retirement using the definition inCalPERS, then Sick Leave Time will be paid to the employees’ beneficiary(ies) at 100% cash outof the accrued Sick Leave on record.In the event of an employee’s death where such death is defined by the Workers’ Compensationsystem as an industrial death, the employee’s beneficiary(ies) will receive 100% cash-out of theemployee’s accrued Sick Leave on record.9 56 Memorandum0fUnderstanding
CPPEAJuly1,2025—June30,2027

17.DEFERREDCOMPENSATIONPLAN
A deferredcompensationplan,457(b),isavailabletoallemployees,providingtax-deferred savingstoserveasaretirementsupplement.AnemployeemaycontributetotheCity'sdesignated deferredcompensationplanuptothemaximumannualamountallowedbyfederalandstatelaw throughapayrolldeductionprogram.

CityContribution
Employeeswillreceiveaonehundreddollar($100)permonthCitymatchtotheirDeferred CompensationPlanprovidedtheemployeecontributesonehundreddollars($100)permonthto theirCityDeferredCompensationaccount.IftheemployeedoesnotcontributetotheDeferred Compensationaccounteachmonth,theywillnotbeeligiblefortheCitymatch. “Catch-up”Provision
Pursuanttofederalandstatelaw,employeesattainingtheminimumageof47,whoarewithin 3yearsoftheirplannedretirementdate,maytakeadvantageofthe457DeferredCompensation Plan"catch—up"provisionsandallowancesasdefinedinfederalandstatelaw.Totheextent allowedbyfederalandstatelawandtheCity'sdeferredcompensationplanadministrator,the Citywillallow,duringthethree(3)yearspriortoanemployee'splannedretirementdate,the conversionofaccruedSickLeave,Vacation,FloatingHoliday,SickLeaveConversion, CompensatoryTimehourstocashcontributionattheemployee'sbaserateofpayineffectat thetimeofconversion.Leaveconversioncontributionsforthe”457catch—up”shallnormally bedistributedoveranemployee'slastthree(3)yearspriortotheirplannedretirementdate.

However,basedonthetotalamountof”457catch—up"contributionsavailabletotheemployee, accumulatedSickLeavehours,andtheemployee'sdesignatedretirementdate,”457catch—up" contributionsmayoccuroverashorterperiodoftimepriortoretirement,Tobeeligibleto participate,theemployeemustbewithinthree(3)yearsoftheirplannedretirementdate,have”457catch-up"privilegesavailabletothem,andbeenrolledintheCity-sponsored457 DeferredCompensationPlan.
“Catch-up”-SickLeave
Employeesarenotentitledto100%cash—outofSickLeaveuntilcompletionofflve(5)years ofservicewiththeCityasthefinalemployerandeitheraqualifiedserviceordisability retirement.TheCitywilladvanceemployees47yearsofageorolderacash—outoftheir accruedSickLeaveuptotheindexedamountiftheychoosetoutilizethe“CatchUp”provision providedthroughtheCity’s457plan.

Inordertoparticipate,theemployeewillselecttheamountofSickLeavetheywanttransferred intodeferredcompensationatthebeginningofeachofthethree(3)years.Theamountcanbe aselectednumberofhoursorapercentageofSickLeaveremainingattheendoftheyear.The 10 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202717. DEFERRED COMPENSATION PLANA deferred compensation plan, 457(b), is available to all employees, providing tax-deferredsavings to serve as a retirement supplement. An employee may contribute to the City's designateddeferred compensation plan up to the maximum annual amount allowed by federal and state lawthrough a payroll deduction program.City ContributionEmployees will receive a one hundred dollar ($100) per month City match to their DeferredCompensation Plan provided the employee contributes one hundred dollars ($100) per month totheir City Deferred Compensation account. If the employee does not contribute to the DeferredCompensation account each month, they will not be eligible for the City match.“Catch-up” ProvisionPursuant to federal and state law, employees attaining the minimum age of 47, who are within3 years of their planned retirement date, may take advantage of the 457 Deferred CompensationPlan "catch-up" provisions and allowances as defined in federal and state law. To the extentallowed by federal and state law and the City's deferred compensation plan administrator, theCity will allow, during the three (3) years prior to an employee's planned retirement date, theconversion of accrued Sick Leave, Vacation, Floating Holiday, Sick Leave Conversion,Compensatory Time hours to cash contribution at the employee's base rate of pay in effect atthe time of conversion. Leave conversion contributions for the "457 catch-up" shall normallybe distributed over an employee's last three (3) years prior to their planned retirement date.However, based on the total amount of "457 catch-up" contributions available to the employee,accumulated Sick Leave hours, and the employee's designated retirement date, "457 catch-up"contributions may occur over a shorter period of time prior to retirement. To be eligible toparticipate, the employee must be within three (3) years of their planned retirement date, have"457 catch-up" privileges available to them, and be enrolled in the City-sponsored 457Deferred Compensation Plan.“Catch-up” - Sick LeaveEmployees are not entitled to 1 00% cash-out of Sick Leave until completion of five (5) yearsof service with the City as the final employer and either a qualified service or disabilityretirement. The City will advance employees 47 years of age or older a cash-out of theiraccrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provisionprovided through the City’s 457 plan.In the event an employee separates for any reason other than service or disability retirementfrom the City prior to being eligible to receive 100% Sick Leave pay, said employee will berequired to reimburse the excess amount of Sick Leave previously paid out. The reimbursementwill be deducted by the City from any or all earned funds available to the employee onseparation, without it being necessary for the City to seek a civil judgment for the monies.In order to participate, the employee will select the amount of Sick Leave they want transferredinto deferred compensation at the beginning of each of the three (3) years. The amount can bea selected number of hours or a percentage of Sick Leave remaining at the end of the year. The10 57 MemorandumofUnderstanding
CPPEAJuly1,2025June30,2027
employee’sSickLeavebalancewouldthendecreasecommensuratelywiththeamountoffunds withdrawn.

TheemployeewillcontinuetoaccrueSickLeavehoursatthenormalratewhileparticipating inthisprogram.
“Catch—up”hoursadvancedwillbeaddedbacktotheemployee’sSickLeavebankfortheSick LeaveProgramcalculation.
“Catch-up”~—VacationLeave
lnordertoparticipate,theemployeewillselecttheamountofVacationLeavetheywant transferredintodeferredcompensationatthebeginningofeachofthethree(3)years.The amountcanbeaselectednumberofhoursorapercentageofVacationLeaveremainingatthe endoftheyear.Theemployee’sVacationLeavebalancewouldthendecreasecommensurately withtheamountoffundswithdrawn.

TheemployeemaintainingtheirVacationLeavemaximumwouldstillbeeligibleforVacation Leaveincentives,suchasVacationLeaveConversion.Theemployeewillcontinuetoaccrue VacationLeavehoursatthenormalratewhileparticipatinginthisprogram. "Catch-up”—OtherLeaveBanks
Inordertoparticipate,theemployeewillselecttheamountofotherleave(thismaybeFloating Holiday,SickLeaveConversionand/orCompensatoryLeave)tobetransferredintodeferred compensationatthebeginningofeachofthethree(3)years.Theamountmustbeaselected numberofhoursofleave.Theemployee’sleavebalancewouldthendecreasecommensurately withtheamountoffundswithdrawn.
“Age50+Catch-up”
Inthecalendaryearanemployeereachesage50(orolder),theymaycontributeanadditional amountoverthenormalmaximumcontributionlimit(pertheIRSlimit).The“Age50Catch— up”and“Pre-RetirementCatch-up”provisionsmaynotbothbeusedinthesamecalendaryear.

EmployeesmayuseaccruedSick,FloatingHoliday,SickLeaveConversion,Compensatory Timeand/oraccruedVacationLeavetocontributethisadditionalamount.

Contributionstothedeferredcompensationplanwillbediscontinuedwhileanemployeeis receivingWorkers’Compensationpayments.

18.DIRECTDEPOSIT
Allemployeeswillberequiredtohavefundsdirectlydepositedintoanaccounttheyestablished fordepositoftheirpayrollchecks.
ll
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027employee’s Sick Leave balance would then decrease commensurately with the amount of fundswithdrawn.The employee will continue to accrue Sick Leave hours at the normal rate while participatingin this program.“Catch-up” hours advanced will be added back to the employee’s Sick Leave bank for the SickLeave Program calculation.“Catch-up”- Vacation LeaveIn order to participate, the employee will select the amount of Vacation Leave they wanttransferred into deferred compensation at the beginning of each of the three (3) years. Theamount can be a selected number of hours or a percentage of Vacation Leave remaining at theend of the year. The employee’s Vacation Leave balance would then decrease commensuratelywith the amount of funds withdrawn.The employee maintaining their Vacation Leave maximum would still be eligible for VacationLeave incentives, such as Vacation Leave Conversion. The employee will continue to accrueVacation Leave hours at the normal rate while participating in this program.“Catch-up”- Other Leave BanksIn order to participate, the employee will select the amount of other leave (this may be FloatingHoliday, Sick Leave Conversion and/or Compensatory Leave) to be transferred into deferredcompensation at the beginning of each of the three (3) years. The amount must be a selectednumber of hours of leave. The employee’s leave balance would then decrease commensuratelywith the amount of funds withdrawn.“Age 50+ Catch-up”In the calendar year an employee reaches age 50 (or older), they may contribute an additionalamount over the normal maximum contribution limit (per the IRS limit). The “Age 50 Catch-up” and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year.Employees may use accrued Sick, Floating Holiday, Sick Leave Conversion, CompensatoryTime and/or accrued Vacation Leave to contribute this additional amount.Contributions to the deferred compensation plan will be discontinued while an employee isreceiving Workers’ Compensation payments.18. DIRECT DEPOSITAll employees will be required to have funds directly deposited into an account they establishedfor deposit of their payroll checks. 11 58
MemorandumofUnderstanding
CPPEAJuly1,2025June30,2027

19.DISABILITY
Full—time,non—probationaryemployeesareeligibleforaCity—fundedShort/Long—termdisability planwhichprovidesforsalarycontinuationeffectiveonthe413‘consecutivecalendardayof disabilityatarateof100%oftheemployee’sbasesalary,withaprovisiontocontinueregular benefltsandbenefitaccruals.Onthe61“consecutivecalendardayofdisability,salarycontinuation ispaidatarateofupto66—2/3%ofsalaryattimeofdisability.Theentirebenefitperiodwillnot exceedfive(5)years.

20.DISCIPLINARYAPPEALPROCEDURE
Resolution2003-11willbeamendedtoreflectthattheCityManagerwillnolongerserveasthe HearingOfficer.

21.EMOTIONALSUPPORTCANINEHANDLER
Providehandlerforemotionalsupportcanine,four(4)workhoursperweekforthededicatedcare andmaintenanceofcanine.

Wheneveracanineisretiredfromactivedutylthecaninehandlerlasthavingthecanineshallhave theoptiontopurchasethecaninepursuanttotheapplicablecaninepolicyandpurchasing agreement.

22.FLEXIBLEBENEFITSSPENDINGPLAN
A Section125-FlexibleBenefitsSpendingPlanisavailableforemployeecontributionsin accordancewithIRSregulations.

23.FLOATINGHOLIDAYTIME
Employeesareprovidedwiththirtyfive(35)hoursofFloatingHolidayTimeinJulyofeachyear (proratedfornewhiresfollowingcompletionofsix(6)monthsoffull-time/continuousservice).

Thistimeoffisusedbytheemployeewiththeapprovaloftheirsupervisor.

Employeesmaycash—outuptothirtyfive(35)hoursofFloatingHolidayTime,onetimeperfiscal year,inasetnumberofhours,payableattheemployee’sexistingbaserateofpayatthetimeof request.Paymentwillbemadewiththeregularpayrollcheckrunnearesttherequestofthecash— out(requiresminimumoften(10)workingdayspriortorequest).AnyremainingFloatingHoliday Timewillbepaidoutinthefinalpayrollcheckofeachfiscalyear.

ExceptforemployeesretiringfromtheCity,employeesresigning/separatingfromemployment willhaveFloatingHolidayTimecreditedonaproratedbasis(2.916hourspermonth),andamounts used/cashedoutinexcessofthosetheyqualifyforareowedbacktotheCityuponseparation.The differencewillbedeductedfromtheemployee’sfinalcheck(s),orintheeventthatsufficientfunds arenotavailable,theemployeewillberesponsibletopaybacktheCitywithinfourteen(14) calendardaysfromthedateofseparation.
12 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202719. DISABILITYFull-time, non-probationary employees are eligible for a City-funded Short/Long-term disabilityplan which provides for salary continuation effective on the 41stconsecutive calendar day ofdisability at a rate of 100% of the employee’s base salary, with a provision to continue regularbenefits and benefit accruals. On the 61stconsecutive calendar day of disability, salary continuationis paid at a rate of up to 66-2/3% of salary at time of disability. The entire benefit period will notexceed five (5) years.20. DISCIPLINARY APPEAL PROCEDUREResolution 2003-1 1 will be amended to reflect that the City Manager will no longer serve as theHearing Officer.21. EMOTIONAL SUPPORT CANINE HANDLERProvide handler for emotional support canine, four (4) work hours per week for the dedicated careand maintenance of canine.Whenever a canine is retired from active duty, the canine handler last having the canine shall havethe option to purchase the canine pursuant to the applicable canine policy and purchasingagreement.22. FLEXIBLE BENEFITS SPENDING PLANA Section 125 - Flexible Benefits Spending Plan is available for employee contributions inaccordance with IRS regulations.23. FLOATING HOLIDAY TIMEEmployees are provided with thirty five (35) hours of Floating Holiday Time in July of each year(prorated for new hires following completion of six (6) months of full-time/continuous service).This time off is used by the employee with the approval of their supervisor.Employees may cash-out up to thirty five (35) hours of Floating Holiday Time, one time per fiscalyear, in a set number of hours, payable at the employee’s existing base rate of pay at the time ofrequest. Payment will be made with the regular payroll check run nearest the request of the cash-out (requires minimum of ten (10) working days prior to request). Any remaining Floating HolidayTime will be paid out in the final payroll check of each fiscal year.Except for employees retiring from the City, employees resigning/separating from employmentwill have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amountsused/cashed out in excess of those they qualify for are owed back to the City upon separation. Thedifference will be deducted from the employee’s final check(s), or in the event that sufficient fundsare not available, the employee will be responsible to pay back the City within fourteen (14)calendar days from the date of separation. 12 59
MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027

24.HIRINGINCENTIVE
PerResolutionNo.2022-40,theCitywillpaynew—hirelateralDispatchers(non—entrylevel)an incentiveof$5,000uponhire,andanadditional$5,000uponsuccessfullypassingtheprobation period.

25.HOLIDAYS
TheCityhasdesignatedtwelve(12)ten—hourholidaysasfollows:
a)
CoordinatorWhenaholidayfallsonaSaturday,theprecedingFridaywillberecognizedas theholiday.WhenaholidayfallsonaSunday,thefollowingMondaywillberecognizedas theholiday.Tobeeligibleforanobservedholiday,employeesmustbepaidfortheregularly scheduledworkdaywhichimmediatelyfollowstheobservedholidaytoreceivepayforthat holiday.Forexample,ifaholidayfellonaMonday,andtheemployeewasona4/10work schedulewithFridaysoff,theemployeewouldberequiredtobepaidforaregularlyscheduled workdayontheThursdaybeforetheobservedholidayandtheTuesdayfollowingtheobserved holiday.

WhenaCity-designatedholidayisobservedonanemployee’sscheduleddayoff,holiday hourswillbecreditedtotheemployee.Theemployeeisrequiredtoinitiatecontactwiththeir supervisorinwritingtorequestauthorizationtoutilizethesebankedholidayhours.Any remainingtimewillbepaidoutinthefinalpayrollcheckofeachfiscalyear.

WhenanemployeeseparatesfromCityemployment(foranyreason)andhasoneormore accumulatedholidaysonaccountontheeffectivedateoftheseparationtheaccumulated holidaywillbeconvertedtocashatthehourlyrateexistingatthetimeofseparationandinan amountequivalenttothenumberofhoursconstitutinga“workday”atthetimeofseparation.

Inanyinstancewhereanemployeeworksonaholiday,theemployeemaychooseone(l)of thefollowingoptionsforcompensation:
i.Bepaidholidayhoursatstraighttimeandbankhoursworkedascompensatorytimeat overtimehours.
ii.Bepaidholidayhoursatstraighttimeandbepaidhoursworkedatovertimerate. b)Pertainingtoallpositionsotherthanthoselistedinparagraph(a)herein—Employeesare creditedwithonehundredandfiftyfive(155)holidayhours(observedCityholidaysplus FloatingHolidayTime)atthebeginningofeachfiscalyear.Employeeshavetheoptionof convertingHolidayTimetocashortoaccumulatedtimeoff.Holidaytimeconvertedtocash pursuanttoexerciseoftheaboveoption,willbecompensatedatthecurrentbasehourlyrate.

Anyholidaysconvertedtoaccumulatedtimeoffmustbeutilizedduringthefiscalyear,and NewYear’sDay MartinLutherKing
PresidentsDay MemorialDay
IndependenceDay LaborDay
VeteransDay ThanksgivingDay
DayfollowingThanksgivingChristmasEve
ChristmasDay NewYear’sEve
PertainingtoAdministrativeAssistant,ManagementAssistant“andPoliceTraining Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202724. HIRING INCENTIVEPer Resolution No. 2022-40, the City will pay new-hire lateral Dispatchers (non-entry level) anincentive of $5,000 upon hire, and an additional $5,000 upon successfully passing the probationperiod.25. HOLIDAYSThe City has designated twelve (12) ten-hour holidays as follows:New Year’s DayPresidents DayIndependence DayVeterans DayDay following ThanksgivingChristmas Day Martin Luther KingMemorial DayLabor DayThanksgiving DayChristmas EveNew Year’s Evea) Pertaining to Administrative Assistant, Management Assistant, and Police TrainingCoordinator - When a holiday falls on a Saturday, the preceding Friday will be recognized asthe holiday. When a holiday falls on a Sunday, the following Monday will be recognized asthe holiday. To be eligible for an observed holiday, employees must be paid for the regularlyscheduled workday which immediately follows the observed holiday to receive pay for thatholiday. For example, if a holiday fell on a Monday, and the employee was on a 4/10 workschedule with Fridays off, the employee would be required to be paid for a regularly scheduledworkday on the Thursday before the observed holiday and the Tuesday following the observedholiday.When a City-designated holiday is observed on an employee’s scheduled day off, holidayhours will be credited to the employee. The employee is required to initiate contact with theirsupervisor in writing to request authorization to utilize these banked holiday hours. Anyremaining time will be paid out in the final payroll check of each fiscal year.When an employee separates from City employment (for any reason) and has one or moreaccumulated holidays on account on the effective date of the separation the accumulatedholiday will be converted to cash at the hourly rate existing at the time of separation and in anamount equivalent to the number of hours constituting a “workday” at the time of separation.In any instance where an employee works on a holiday, the employee may choose one (1) ofthe following options for compensation:i. Be paid holiday hours at straight time and bank hours worked as compensatory time atovertime hours.ii. Be paid holiday hours at straight time and be paid hours worked at overtime rate.b) Pertaining to all positions other than those listed in paragraph (a) herein - Employees arecredited with one hundred and fifty five (155) holiday hours (observed City holidays plusFloating Holiday Time) at the beginning of each fiscal year. Employees have the option ofconverting Holiday Time to cash or to accumulated time off. Holiday time converted to cashpursuant to exercise of the above option, will be compensated at the current base hourly rate.Any holidays converted to accumulated time off must be utilized during the fiscal year, and13 60 MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027
therewillbenooptiontocarryunusedaccumulatedholidaytimefromoneflscalyearto another.EmployeeswhohaveunusedholidayhoursfortheperiodofJulylthroughJune30 ofanyfiscalyearwillbepaid,onthelastpaydayofthefiscalyear,forallremaininghours calculatedatthebasehourlyrateforeachhourofunusedholidaytime.

Employeesmayreceivepaymentforholidaysinonelumpsum,inacheckseparatefromtheir regularpayrollcheck,uponwrittenrequesttotheCity’sFinanceDepartment,atanytime throughouttheyear.Requestssubmittedwithtimesheetswillbepaidwiththenextregular payrollcheckdistribution.Holidaypaywillbecalculatedatthepayrateatthetimeofcash out.

SpecialcompensationwillbereportedaccordingtoPERSrequirementsandguidelines.

ExceptforemployeesretiringfromtheCity,employeeswhouseorreceivepayforobservedCity holidaysandsubsequentlyterminatetheiremploymentwiththeCity,willberesponsibleto reimbursetheCityforhoursusedbeyondthosewhichwouldhavenormallyaccruedduringthat periodoftimeinthefiscalyear.SeeSalaryAdjustments(Overpayments,Recovery,and Underpayments)SectionofthisMOU.

26.HOLIDAYCLOSURE
PertainingtoAdministrativeAssistant,ManagementAssistant,andPoliceTrainingCoordinator:

TheCityreservestherighttoclosenon-safetyfacilitiesbetweenChristmasEveandNewYear's Day.EmployeesmayuseaccruedVacation,FloatingHolidays,CompensatoryTime,SickLeave Conversionorremaininanunpaidleavestatusduringthisperiod.

TheCityshallhavethediscretiontoadvanceVacationtime,whichwillbeearnedbytheemployee inthefuture,tothoseemployeeswhorequestitandwhodonothaveanycurrentVacation,Floating Holiday,CompensatoryTime,orSickLeaveConversionanddonotwishtobeinanunpaidleave statusduringtheclosure.

Basedontheorganizationalneeds,certainclassificationsmayberequiredtoworkduringthe holidayclosure.ThisdeterminationwillbemadebytheChiefofPolice.

27.JURYDUTY
Employeesarecompensatedforjuryserviceoften(10)workdaysperfiscalyear.A“workday” willbedefinedasaregularlyscheduleddayofworkfortheemloyee.

Foralljuryservice,employeesarerequiredtodeliverajurydutycertificationformattheendof therequiredjurydutytoverifysuchservice.Employeesrequiredtoserveonajurymustreportto workbeforeandafterjurydutyprovidedthereisanopportunityforatleastone(l)hourofactual worktime.

28.LEAVEAPPROVAL
Employeesareguaranteedtoreceiveapprovalfromsupervisor(s)forpaidleaveofnotlessthan eighty(80)hoursnon~consecutiveVacation,FloatingHolidayorCompensatoryTimeeachfiscal yeartobedeductedfromtheemployee’saccruedleavetimeonrecord. 14 p
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027there will be no option to carry unused accumulated holiday time from one fiscal year toanother. Employees who have unused holiday hours for the period of July 1 through June 30of any fiscal year will be paid, on the last payday of the fiscal year, for all remaining hourscalculated at the base hourly rate for each hour of unused holiday time.Employees may receive payment for holidays in one lump sum, in a check separate from theirregular payroll check, upon written request to the City’s Finance Department, at any timethroughout the year. Requests submitted with time sheets will be paid with the next regularpayroll check distribution. Holiday pay will be calculated at the pay rate at the time of cashout.Special compensation will be reported according to PERS requirements and guidelines.Except for employees retiring from the City, employees who use or receive pay for observed Cityholidays and subsequently terminate their employment with the City, will be responsible toreimburse the City for hours used beyond those which would have normally accrued during thatperiod of time in the fiscal year. See Salary Adjustments (Overpayments, Recovery, andUnderpayments) Section of this MOU.26. HOLIDAY CLOSUREPertaining to Administrative Assistant, Management Assistant, and Police Training Coordinator:The City reserves the right to close non-safety facilities between Christmas Eve and New Year'sDay. Employees may use accrued Vacation, Floating Holidays, Compensatory Time, Sick LeaveConversion or remain in an unpaid leave status during this period.The City shall have the discretion to advance Vacation time, which will be earned by the employeein the future, to those employees who request it and who do not have any current Vacation, FloatingHoliday, Compensatory Time, or Sick Leave Conversion and do not wish to be in an unpaid leavestatus during the closure.Based on the organizational needs, certain classifications may be required to work during theholiday closure. This determination will be made by the Chief of Police.27. JURY DUTYEmployees are compensated for jury service of ten (10) work days per fiscal year. A “work day”will be defined as a regularly scheduled day of work for the employee.For all jury service, employees are required to deliver a jury duty certification form at the end ofthe required jury duty to verify such service. Employees required to serve on a jury must report towork before and after jury duty provided there is an opportunity for at least one (1) hour of actualwork time.28. LEAVE APPROVALEmployees are guaranteed to receive approval from supervisor(s) for paid leave of not less thaneighty (80) hours non-consecutive Vacation, Floating Holiday or Compensatory Time each fiscalyear to be deducted from the employee’s accrued leave time on record.14 61 Memorandum0fUnderstanding
CPPEAJuly1,2025June30,2027

29.LIFEINSURANCE
Employeesareprovidedwith$100,000inlifeinsurancecoverage.

SeealsoDeathBenefitSectionofthisMOU.

30.LONGEVITYPAY
Employeesareeligibleforlongevitypayasaone-timelumpsumpayoutasfollows:
"‘10yearsofservice—$500paidinalumpsumattimeofanniversary. '0.’ 15yearsofservice-$1,000paidinalumpsumattimeofanniversary. 20yearsofservice—$1,500paidinalumpsumattimeofanniversary. 25yearsofservice—$2,000paidinalumpsumattimeofanniversary. 3Oyearsofservice-$2,500paidinalumpsumattimeofanniversary. 35yearsofservice-$3,000paidinalumpsumattimeofanniversary. 40yearsofservice-$3,500paidinalumpsumattimeofanniversary. 45yearsofservice-$4,000paidinalumpsumattimeofanniversary.

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31.MANAGEMENTRIGHTS
TheCityretainsallrights,powers,andauthoritytomanage,direct,andcontrolitsoperations, exceptasspecificallylimitedbythisMemorandumofUnderstanding(MOU)orapplicablelaw.

Theserightsinclude,butarenotlimitedto:
‘3Determiningtheorganization,mission,andobjectivesoftheagencyordepartment. 'Establishingthemissionofitsconstituentdepartments,commissions,andboards.

Settingandmodifyingstandardsofservice.

Planning,directing,andcontrollingtheworkforce.
‘Establishingpolicies,procedures,andstandardsforemployeeconductand performance.
isConductingperformanceevaluationsandimplementingperformanceimprovement plansasnecessary.
'2‘Determiningthenumber,location,andtypesofemployeesrequired. ‘:’Hiring,promoting,transferring,assigning,andretainingemployees. '3Establishingjobclassifications,qualifications,andstandardsforhiring,training,and performanceevaluation.
‘:‘Exercisingfullcontrolanddiscretionovertheorganization’sstructureandthe technologyusedtoperformwork.
'3Implementingcorrectiveactions,includingsuspension,demotion,ortermination,for Justcause.
6’Takingallnecessaryactionstocarryoutitsmissioninemergencies,including reassigningpersonnelandmodifyingworkassignmentsasneeded. ‘9ThereisnotprovisioninthisMOUthatshallbedeemedtolimitorcurtailtheCity’s rights,unlessandonlytotheextentthattheprovisionofthisMOUspecificallycurtail orlimitsuchrights.

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MEETANDCONFER
Whererequiredbylaw,theCityagrees,priortoimplementation,tomeetandconferwiththe CPPEAUnitconcerningtheimpactoftheexerciseofCityrightsonwages,hours,andtermsand conditionsofemployment.

Memorandum of UnderstandingCPPEA July 1 , 2025 - June 30, 202729. LIFE INSURANCEEmployees are provided with $100,000 in life insurance coverage.See also Death Benefit Section of this MOU.30. LONGEVITY PAYEmployees are eligible for longevity pay as a one-time lump sum payout as follows:❖ 10 years of service - $500 paid in a lump sum at time of anniversary.❖ 15 years of service - $1,000 paid in a lump sum at time of anniversary.❖ 20 years of service - $1,500 paid in a lump sum at time of anniversary.❖ 25 years of service - $2,000 paid in a lump sum at time of anniversary.❖ 30 years of service - $2,500 paid in a lump sum at time of anniversary.❖ 35 years of service - $3,000 paid in a lump sum at time of anniversary.♦♦♦ 40 years of service - $3,500 paid in a lump sum at time of anniversary.❖ 45 years of service - $4,000 paid in a lump sum at time of anniversary.31. MANAGEMENT RIGHTSThe City retains all rights, powers, and authority to manage, direct, and control its operations,except as specifically limited by this Memorandum of Understanding (MOU) or applicable law.These rights include, but are not limited to:❖ Determining the organization, mission, and objectives of the agency or department.❖ Establishing the mission of its constituent departments, commissions, and boards.❖ Setting and modifying standards of service.❖ Planning, directing, and controlling the workforce.❖ Establishing policies, procedures, and standards for employee conduct andperformance.❖ Conducting performance evaluations and implementing performance improvementplans as necessary.❖ Determining the number, location, and types of employees required.❖ Hiring, promoting, transferring, assigning, and retaining employees.♦♦♦ Establishing job classifications, qualifications, and standards for hiring, training, andperformance evaluation.❖ Exercising full control and discretion over the organization’s structure and thetechnology used to perform work.❖ Implementing corrective actions, including suspension, demotion, or termination, forjust cause.❖ Taking all necessary actions to carry out its mission in emergencies, includingreassigning personnel and modifying work assignments as needed.❖ There is not provision in this MOU that shall be deemed to limit or curtail the City’srights, unless and only to the extent that the provision of this MOU specifically curtailor limit such rights.MEET AND CONFERWhere required by law, the City agrees, prior to implementation, to meet and confer with theCPPEA Unit concerning the impact of the exercise of City rights on wages, hours, and terms andconditions of employment.15 62 Memorandum0fUnderstanding
CPPEAJuly1,2025June30,2027

32.MILEAGEREIMBURSEMENT
TheCityagreestoreimburseemployeesauthorizedbytheChiefofPoliceforuseofpersonal automobilesforCitybusiness.Employeesmustprovidepriortoanymileagereimbursementbeing paidtherequiredvehicleinsuranceverification.

VehicleinsurancecoveragemustbeprovidedannuallyandkeptonfllewiththeHuman Resources/RiskManagementDepartmenttoremaineligibleformileagereimbursement.Ifan employeedoesnotmaintaincurrentvehicleinsurancecoverage,theHumanResources/Risk ManagementDepartmentwillnotifytheChiefofPoliceandFinanceDepartmentthatthemileage reimbursementfortheemployeemaynotbepaiduntilcurrentvehiclecoveragehasbeenprovided.

TheCityusesthestandardrateestablishedbytheInternalRevenueServicetocalculate reimbursementformileage.

33.ON-CALLPAY
Employeeswhoarereleasedfromactivedutybutarerequiredtoleavenoticewheretheycanbe reachedshallbedefinedasassignedtoon-callduty.On—calldutyrequiresemployeesassignedto respondtowithinareasonableperiod.TheChiefofPolicemayestablishwhatconstitutes reasonableresponsetimesbasedonthenatureofincident.

Inordertoassureareasonableresponsetime,employeeson—callarerequiredtoeithercarryaCity- providedcommunicationdeviceorprovidetheirsupervisorwithatelephonenumberwherethey canbereachedwhileon-callduty.

TheChiefofPoliceshallidentifypositionswithintheDepartmentthatrequireemployeestobe on—callandareeligibleforon-calldutypay.

Employeesplacedon—callwillbeguaranteedtwo(2)hoursstraighttimepayforeachdayofthe week,includingweekendsandholidays.Theemployeemayelecttohavethisinpayor CompensatoryTimeoff.

34.OVERTIME
Forpurposesofovertimecomputations,Vacation,SickLeave,CompensatoryTime,andHoliday timetakeninaworkweekwillbecountedashoursworked.Overtimehoursarepaidattherateof oneandone—half(1-1/2)timestheemployee’sbaserateofpayunlessotherwisespecifiedinthis MemorandumofUnderstanding.

SeealsoRegularRateofPaySectionofthisMOU.

35.OVERTIMECOMPENSATION
Mandatoryovertimewillbeallovertimewhichisassigned;thisratewillbeatoneandone—half (l—‘/2)timestheemployee’shourlyrate.Employeeswhoworkbeyondtwo(2)consecutiveshifts withina24hourperiodwillbecompensatedattwo(2)timestheemployee’sregularbaserateof paycommencingonthe17thconsecutivehourofwork.

SeealsoRegularRateofPaySectionofthisMOU.
16 Memorandum of UnderstandingCPPEA July 1 , 2025 - June 30, 202732. MILEAGE REIMBURSEMENTThe City agrees to reimburse employees authorized by the Chief of Police for use of personalautomobiles for City business. Employees must provide prior to any mileage reimbursement beingpaid the required vehicle insurance verification..Vehicle insurance coverage must be provided annually and kept on file with the HumanResources/Risk Management Department to remain eligible for mileage reimbursement. If anemployee does not maintain current vehicle insurance coverage, the Human Resources/RiskManagement Department will notify the Chief of Police and Finance Department that the mileagereimbursement for the employee may not be paid until current vehicle coverage has been provided.The City uses the standard rate established by the Internal Revenue Service to calculatereimbursement for mileage.33. ON-CALL PAYEmployees who are released from active duty but are required to leave notice where they can bereached shall be defined as assigned to on-call duty. On-call duty requires employees assigned torespond to within a reasonable period. The Chief of Police may establish what constitutesreasonable response times based on the nature of incident.In order to assure a reasonable response time, employees on-call are required to either carry a City-provided communication device or provide their supervisor with a telephone number where theycan be reached while on-call duty.The Chief of Police shall identify positions within the Department that require employees to beon-call and are eligible for on-call duty pay.Employees placed on-call will be guaranteed two (2) hours straight time pay for each day of theweek, including weekends and holidays. The employee may elect to have this in pay orCompensatory Time off.34. OVERTIMEFor purposes of overtime computations, Vacation, Sick Leave, Compensatory Time, and Holidaytime taken in a work week will be counted as hours worked. Overtime hours are paid at the rate ofone and one-half (l-!4) times the employee’s base rate of pay unless otherwise specified in thisMemorandum of Understanding.See also Regular Rate of Pay Section of this MOU.35. OVERTIME COMPENSATIONMandatory overtime will be all overtime which is assigned; this rate will be at one and one-half(l-'/z) times the employee’s hourly rate. Employees who work beyond two (2) consecutive shiftswithin a 24 hour period will be compensated at two (2) times the employee’s regular base rate ofpay commencing on the 1 7lhconsecutive hour of work.See also Regular Rate of Pay Section of this MOU.16 63 MemorandumofUnderstanding
CPPEAJuly1,2025June30,2027

36.PRISONERTRANSPORTATIONPAY
SeeSpecialAssignmentPaysection0fthisMOU.

37.RECRUITMENTINCENTIVE
ForrecommendationresultinginSwomOfficerhireasfollows:
'3$2,000@ Hireplus$500@ completionofprobationforentrylevel. 't'$4,000@ Hireplus$1,000@ completionofprobationforlateral.

ForrecommendationresultinginhireofPublicSafetyDispatcherorPublicSafetyDispatch Supervisor:
‘i‘$2,000athire+$500attimeofcompletionofprobation.

38.REGULARRATEOFPAY
Forpurposesofdeterminingthe“regularrate”ofpayincalculatingFairLaborStandardsAct (“FLSA”)overtime,the“regularrate”ofpayincludes“allremunerationforemploymentpaidto, oronbehalfof,theemployee”exceptpaymentsspecificallyexcludedundertheFLSA(29USC Section207(6)).Inadditiontothebasesalaryrate,compensationearnedbytheemployeeduring theseven(7)dayworkperiodpursuanttothefollowingprovisionsofthisMemorandumof Understanding(“MOU”)willbeincludedforpurposesofdeterminingthe“regularrate”ofpay:
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ActingPay
AdditionalDutyPay
UnusedportionsoftheBenefitBankactuallyreceivedascash
BilingualPay
LongevityPay
SpecialAssignment/Pay
StandbyPay
TrainingPay
UniformCleaningAllowance
Forpurposesofcalculatingthetotalhoursactuallyworkedintheworkperiod,allhourstakenas leaveduringtheworkperiodwillcontinuetobedeductedfromtotalnumberofhoursactually paid.

SeealsoOvertimeandOvertimeCompensationSectionsinthisMOU.

39.REHIREPOLICY
AnemployeewhoresignsfromCityemploymentandatthetimeofresignationisnotedasbeing subjecttorehire,andwhoisinfact,rehiredlaterthansix(6)monthsaftertheeffectivedateof resignationandthenemployedintheirformerclassification,orinapositionwithinthe classificationseriesheldatthetimeofresignationandinacomparableorlowerrank,willserve thesameprobationaryperiodthatanynewhirewouldotherwiseserveandwillbeotherwise subjecttoalltermsandconditionsofemploymentapplicabletoanynewlyhiredemployee.The onlyexceptionwillbethatanyemployeerehiredwillhavetheirsenioritylevelandleaveaccrual ratessetbaseduponthenumberofyearsofservicewiththeCityofChinopriortotheirresignation. 17 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202736. PRISONER TRANSPORTATION PAYSee Special Assignment Pay section of this MOU.37. RECRUITMENT INCENTIVEFor recommendation resulting in Sworn Officer hire as follows:❖ $2,000 @ Hire plus $500 @ completion of probation for entry level.❖ $4,000 @ Hire plus $1,000 @ completion of probation for lateral.For recommendation resulting in hire of Public Safety Dispatcher or Public Safety DispatchSupervisor:❖ $2,000 at hire + $500 at time of completion of probation.38. REGULAR RATE OF PAYFor purposes of determining the “regular rate” of pay in calculating Fair Labor Standards Act(“FLSA”) overtime, the “regular rate” of pay includes “all remuneration for employment paid to,or on behalf of, the employee” except payments specifically excluded under the FLSA (29 USCSection 207(e)). In addition to the base salary rate, compensation earned by the employee duringthe seven (7) day work period pursuant to the following provisions of this Memorandum ofUnderstanding (“MOU”) will be included for purposes of determining the “regular rate” of pay:❖ Acting Pay❖ Additional Duty Pay❖ Unused portions of the Benefit Bank actually received as cash❖ Bilingual Pay❖ Longevity Pay❖ Special Assignment/Pay❖ Standby Pay❖ Training Pay❖ Uniform Cleaning AllowanceFor purposes of calculating the total hours actually worked in the work period, all hours taken asleave during the work period will continue to be deducted from total number of hours actuallypaid.See also Overtime and Overtime Compensation Sections in this MOU.39. REHIRE POLICYAn employee who resigns from City employment and at the time of resignation is noted as beingsubject to rehire, and who is in fact, rehired later than six (6) months after the effective date ofresignation and then employed in their former classification, or in a position within theclassification series held at the time of resignation and in a comparable or lower rank, will servethe same probationary period that any new hire would otherwise serve and will be otherwisesubject to all terms and conditions of employment applicable to any newly hired employee. Theonly exception will be that any employee rehired will have their seniority level and leave accrualrates set based upon the number of years of service with the City of Chino prior to their resignation.17 64 Memorandum0fUnderstanding
CPPEAJuly1,2025—Juna30,2027
EmployeesrehiredbytheCityundertheCity’sRehirePolicywillbeallowedtobuybackanytime cashedoutattimeofseparation.Saidbuybackwillbeatthehourlyrateexistinguponrehire.Sick Leaveonrecordatthetimeofseparationthatwasnotcompensatedfor,willbereinstated.

40.RESPONSETODOCUMENTSPLACEDINEMPLOYEEPERSONNELFILE
Anemployeeislimitedtothirty(3O)calendardaysfromserviceofanadversedocumentinwhich torespondtosaiddocumentplacedintheirPersonnelFile.Iftheemployee,ortheemployee’s representative,requiresadditionaltimetopreparearesponse,eitherpartymay,inwriting,notify theDirectorofHumanResources/RiskManagementandanadditionalthirty(30)daysextension willbegranted.

41.RETIREMENT
RetirementPlansTheCityhasathree—tierretirementplanasfollows:

A.EmployeeshiredbeforethecontractamendmentwithCalPERSeffectiveOctoberl6,201l willcontinuetobeeligibleforthe2.7%atage55Plan,withthesinglehighestyearfinal compensation.

B.EmployeeshiredonorafterthecontractamendmentwithCalPERSeffectiveOctoberl6, 2011willbeenrolledinthe2%atage55Plan,witha3—yearaveragefinalcompensation.

C.EmployeeshiredonorafterJanuaryl,2013,willbeenrolledinthe2%atage62(PEPRA) Plan,witha3-yearaveragefinalcompensation.

MemberContributiontoPERS
Memberswillcontributetheemployeerateofcontributionseachpayroll.Allemployeepaid contributionstoCalPERSwillbemadeonapre-taxbasis,inaccordancewithIRSSection414 (h)(2)andPERSguidelines:

A.2.7%at55,ifhiredbeforeOctoberl6.201l:
1)Employeecontributionrate8%ofreportablecompensation.

B.2%at55,ifhiredonorafterOctoberl6,201l:
l)Employeecontributionrate7%ofreportablecompensation.

C.2%atage62(PEPRA)ifenteringCalPERSmembershiponorafterJanuaryl,2013:
l)Employeecontributionrate7.25%ofreportablecompensation(subjecttochange).

FourthLevel1959SurvivorBenefit—TheCitywillpayallcostsassociatedwiththisbenefit.

42.SALARYADJUSTMENTS(Overpayments,Recovery,andUnderpayments) Alladjustmentstoanemployee’ssalarywillbemadeatthestartofthepayperiodinwhichthe salaryadjustmentbecomeseffective.

A.Overpayments
l.InsituationsinvolvingoverpaymenttoanemployeebytheCity,theemployeeshallbe obligedtorepaybypayrolldeductiontheamountoftheoverpayment.Therepayment shalloccurwithinthesametimeframetheoverpaymentwasreceivedbytheemployee orsooner.Forexample,iftheoverpaymentwasmadeoverthecourseofsix(6)months, theemployeeshallbegivensix(6)monthstorepaytheoverpayment.

Writtendocumentationshowingthecalculationsoftheoverpaymentwillbeprovided totheemployee.A meetingmayberequestedbytheemployeewiththeHuman IQ
18 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027Employees rehired by the City under the City’s Rehire Policy will be allowed to buy back any timecashed out at time of separation. Said buy back will be at the hourly rate existing upon rehire. SickLeave on record at the time of separation that was not compensated for, will be reinstated.40. RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILEAn employee is limited to thirty (30) calendar days from service of an adverse document in whichto respond to said document placed in their Personnel File. If the employee, or the employee’srepresentative, requires additional time to prepare a response, either party may, in writing, notifythe Director of Human Resources/Risk Management and an additional thirty (30) days extensionwill be granted.41. RETIREMENTRetirement Plans - The City has a three-tier retirement plan as follows:A. Employees hired before the contract amendment with CalPERS effective October 16, 201 1will continue to be eligible for the 2.7% at age 55 Plan, with the single highest year finalcompensation.B. Employees hired on or after the contract amendment with CalPERS effective October 16,201 1 will be enrolled in the 2% at age 55 Plan, with a 3-year average final compensation.C. Employees hired on or after January 1, 2013, will be enrolled in the 2% at age 62 (PEPRA)Plan, with a 3-year average final compensation.Member Contribution to PERSMembers will contribute the employee rate of contributions each payroll. All employee paidcontributions to CalPERS will be made on a pre-tax basis, in accordance with IRS Section 414(h)(2) and PERS guidelines:A. 2.7% at 55, if hired before October 16, 201 1:1 ) Employee contribution rate - 8% of reportable compensation.B. 2% at 55, if hired on or after October 16, 201 1:1) Employee contribution rate - 7% of reportable compensation.C. 2% at age 62 (PEPRA) if entering CalPERS membership on or after January 1, 2013:1) Employee contribution rate - 7.25% of reportable compensation (subject to change).Fourth Level 1959 Survivor Benefit - The City will pay all costs associated with this benefit.42. SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments)All adjustments to an employee’s salary will be made at the start of the pay period in which thesalary adjustment becomes effective.A. Overpayments1 . In situations involving overpayment to an employee by the City, the employee shall beobliged to repay by payroll deduction the amount of the overpayment. The repaymentshall occur within the same time frame the overpayment was received by the employeeor sooner. For example, if the overpayment was made over the course of six (6) months,the employee shall be given six (6) months to repay the overpayment.2. Written documentation showing the calculations of the overpayment will be providedto the employee. A meeting may be requested by the employee with the Human18 65 MemorandumofUnderstanding
CPPEAJuly1,2025-June30,2027
Resources/RiskManagementandFinanceDepartmentst0reviewthedocumentation andtodiscusstherecoveryschedule.Therepaymentschedule,biweeklyrepayment amountoralternativerepaymentmethodwillbedocumentedinwriting.

3.Extensionstotheperiodforrepaymentoftheoverageoranalternativeprepayment methodmayberequestedbytheemployeeandaresubjecttotheapprovalofthe DirectorofHumanResources/RiskManagementortheirdesignee.Extensionswillbe approvedonlyinthecaseofextremehardship,andtheextendedperiodforrepayment willnotbelongerthanoneandone—half(l
1/2)timesaslongastheoverpaymentperiod.

B.Recovery
l.Iftheemployeeleavesemploymentpriortotherepaymentoftheoverage,theCityshall recovertheamountowedfromtheemployee’sfinalpay.Iftheamountowedisgreater thantheemployee’sfinalpay,theCitymayinitiateacollectionsprocessagainstthe employee.

C.Underpayments
l.lnsituationinvolvingunderpaymenttoanemployeebytheCity,theemployeeshall receivethebalanceduewithinthenextpayperiodforwhichtheadjustmentcanbe made,followingtimelysubmissionofappropriatedocumentationandnecessary approvalofthecompensationchange.

PublicSafetyDispatcher—willreceiveaone-timeadjustmenttocurrentbasesalaryrangeinorder toplacethisclassificationinlinewiththenumberthree(3)positionamongthesalarysurveycities.

43.SCHEDULE
A.WORKSCHEDULES
TheChiefofPoliceshallestablishworkschedulesandhoursasmaybenecessaryforthe efficientandoperationalneedsoftheDepartmentortheserviceneedsofthecommunity.

CHANGINGOFDAYSOFFFORTRAININGPURPOSES:

Employeeswillnotbesubjectedtonon-voluntarysplittingoftheirdaysofftoaccommodate departmentaltrainingneeds.

EMERGENCYSCHEDULE:

TheCityreservestherighttowaivethesenioritycriteriaanddetermineshiftworkscheduling andvacationsasisnecessaryanddesirablefortheneedsoftheservice,underemergencyand/or temporarysituations.(RefertoSenioritysection)
FLEXIBLETIMESCHEDULING:

TheCityallowsemployeestheabilitytoutilizeaflexibletime(flextime)workschedule.

Schedulingisdeveloped/administereddepartmentallywiththeChiefofPoliceservingas ultimateapproverofschedules.

44.SENIORITY
TheCityandnon—swornemployeesoftheChinoPoliceDepartmentagreetouseseniorityasthe methodofdeterminingshiftworkschedulesandvacation.

SenioritywillbedeterminedbyhiredatewithChinoPoliceDepartment.lftwo(2)newpersonnel (anyjobclassorrank)arehiredatthesametime,atthesamestep,forthesameposition,then 19 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027Resources/Risk Management and Finance Departments to review the documentationand to discuss the recovery schedule. The repayment schedule, biweekly repaymentamount or alternative repayment method will be documented in writing.3. Extensions to the period for repayment of the overage or an alternative prepaymentmethod may be requested by the employee and are subject to the approval of theDirector of Human Resources/Risk Management or their designee. Extensions will beapproved only in the case of extreme hardship, and the extended period for repaymentwill not be longer than one and one-half (1 !4) times as long as the overpayment period.B. Recovery1 . If the employee leaves employment prior to the repayment of the overage, the City shallrecover the amount owed from the employee’s final pay. If the amount owed is greaterthan the employee’s final pay, the City may initiate a collections process against theemployee.C. Underpayments1. In situation involving underpayment to an employee by the City, the employee shallreceive the balance due within the next pay period for which the adjustment can bemade, following timely submission of appropriate documentation and necessaryapproval of the compensation change.Public Safety Dispatcher - will receive a one-time adjustment to current base salary range in orderto place this classification in line with the number three (3) position among the salary survey cities.43. SCHEDULEA. WORK SCHEDULESThe Chief of Police shall establish work schedules and hours as may be necessary for theefficient and operational needs of the Department or the service needs of the community.B. CHANGING OF DAYS OFF FOR TRAINING PURPOSES:Employees will not be subjected to non-voluntary splitting of their days off to accommodatedepartmental training needs.C EMERGENCY SCHEDULE:The City reserves the right to waive the seniority criteria and determine shift work schedulingand vacations as is necessary and desirable for the needs of the service, under emergency and/ortemporary situations. (Refer to Seniority section)D. FLEXIBLE TIME SCHEDULING:The City allows employees the ability to utilize a flexible time (flex time) work schedule.Scheduling is developed/administered departmentally with the Chief of Police serving asultimate approver of schedules.44. SENIORITYThe City and non-swom employees of the Chino Police Department agree to use seniority as themethod of determining shift work schedules and vacation.Seniority will be determined by hire date with Chino Police Department. If two (2) new personnel(any job class or rank) are hired at the same time, at the same step, for the same position, then19 66 MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027
Citypayrollnumbers(determinedalphabetically)willdeterminesenioritywiththelowestnumber beingsenior.

Foraddedclarification,theCityreservestherighttowaivethesenioritycriteriaanddetermine shiftworkschedulingandvacationsasisnecessaryanddesirablefortheneedsoftheservice, underemergencyand/ortemporarysituations.

45.SEPARATIONFROMCITY
AtthediscretionandapprovaloftheChiefofPolice,employeesmaybeallowedtoextendtheir lastdayofemploymentthroughtheuseofqualifyingleavetimeforuptoone(1)payperiod beyondthelastdaytheemployeephysicallyreportstowork.

Theapprovalofsuchanextensionshallbesubjecttooperationalneeds,departmentalpolicies,and compliancewithallapplicablerulesgovemingleaveusage.TheChiefofPoliceordesigneeshall beresponsibleforreviewingandgrantingrequestsonacase—by—casebasistoensureconsistency andfairnessinapplication.

Forthisarticle,qualifyingleavetimeisdefinedasvacation,holiday,floatingholiday,personalor comptime.SickleaveusagewillbeallowedunderthetermsofArticle46SickLeave,andthose provisionsmustbefollowedforanysickleaveusagetobeallowedunderthisarticle.

46.SICKLEAVE
Uponhire,employeeswillbecreditedwiththirty(30)hoursorthree(3)daysofSickLeave, whicheverisgreater,whichcanbeusedfollowingthecompletionofninety(90)daysofcontinuous full—timeemployment.Followingthe90thdayofemployment,foreachcalendarmonthinwhich theemployeeispaidformorethantwo-thirds(2/3)oftheworkingdaysinsuchmonth,employees accrueten(lO)hoursofSickLeavepermonthuptoamaximumaccrualofonethousandeighty (1,080)hours.

Ifanemployeechangesstatus(e.g.changesfromfull-timetopart-timeemployment),orseparates fromthisbargaininggroup,theemployeewillbesubjecttothenewbargaininggroup’sMOUor SummaryofBenefits.

UponnoticeofresignationorretirementfromtheCity,anySickLeaveusagerequestedwillrequire adoctor’snoteorcertification.Ifdocumentationisnotreceived,theemployeewillnotreceive paymentforanySickLeavehoursfortimemissedfromwork.

47.SICKLEAVEHIRINGINCENTIVE
Anewemployeemaybecreditedwithuptotwohundred(200)hoursofSickLeaveaslongasthe prioremployerdidnotcompensatetheemployeefortheseSickLeavehoursatthisamountor greater.Newemployeeswillberequiredtoprovideproofthatthesickleavehourswerenotcashed outbypresentingtheirlastpaystuborwrittenverificationfromtheirprioremployer’sPayroll Division.

Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027City payroll numbers (determined alphabetically) will determine seniority with the lowest numberbeing senior.For added clarification, the City reserves the right to waive the seniority criteria and determineshift work scheduling and vacations as is necessary and desirable for the needs of the service,under emergency and/or temporary situations.45. SEPARATION FROM CITYAt the discretion and approval of the Chief of Police, employees may be allowed to extend theirlast day of employment through the use of qualifying leave time for up to one (1) pay periodbeyond the last day the employee physically reports to work.The approval of such an extension shall be subject to operational needs, departmental policies, andcompliance with all applicable rules governing leave usage. The Chief of Police or designee shallbe responsible for reviewing and granting requests on a case-by-case basis to ensure consistencyand fairness in application.For this article, qualifying leave time is defined as vacation, holiday, floating holiday, personal orcomp time. Sick leave usage will be allowed under the terms of Article 46 Sick Leave, and thoseprovisions must be followed for any sick leave usage to be allowed under this article.46. SICK LEAVEUpon hire, employees will be credited with thirty (30) hours or three (3) days of Sick Leave,whichever is greater, which can be used following the completion of ninety (90) days of continuousfull-time employment. Following the 90lhday of employment, for each calendar month in whichthe employee is paid for more than two-thirds (2/3) of the working days in such month, employeesaccrue ten (10) hours of Sick Leave per month up to a maximum accrual of one thousand eighty(1,080) hours.If an employee changes status (e.g. changes from full-time to part-time employment), or separatesfrom this bargaining group, the employee will be subject to the new bargaining group’s MOU orSummary of Benefits.Upon notice of resignation or retirement from the City, any Sick Leave usage requested will requirea doctor’s note or certification. If documentation is not received, the employee will not receivepayment for any Sick Leave hours for time missed from work.47. SICK LEAVE HIRING INCENTIVEA new employee may be credited with up to two hundred (200) hours of Sick Leave as long as theprior employer did not compensate the employee for these Sick Leave hours at this amount orgreater. New employees will be required to provide proof that the sick leave hours were not cashedout by presenting their last pay stub or written verification from their prior employer’s PayrollDivision.20 67 MemorandumofUnderstanding
CPPEAJuly1,2025June30,2027

48.SICKLEAVEBUY-BACK
AtseparatiOn0femploymenttheCitywillbuybackapercentageoftheemployee’saccruedSick Leavehours,atthehourlybaserateofpayatthetimeofseparation.Thisbenefitiscontingent uponnon-retirement,non—disciplinaryseparation,andcompletionoffive(5)yearsoffull—time Cityservice.ThepercentageofSickLeaveBuyBackis:

TheCitywillbuy-backSickLeaveat100%foranyserviceordisabilityretirementfollowingfive (5)yearsofcontinuousfull—timeservicewiththeCityasthefinalemployer.

49.SICKLEAVECONVERSIONTOPERSONALLEAVE
ForemployeeswhohaveeamedSickLeaveaccrualbenefitsforone(1)fullfiscalyear,SickLeave maybeconvertedtoPersonalLeaveinaccordancewiththefollowingschedule:

PersonalLeavemustbetakenastimeoffwithapprovalfromtheChiefofPoliceandmaynotbe carriedfromonefiscalyeartoanother.PersonalLeavethatisnotusedwillbecreditedtoSick Leaveattheendofthefiscalyearifsaidcreditedhoursdonotexceedtheonethousandeighty (1,080)hoursSickLeavelimit.

50.SICKLEAVEPROGRAM
EmployeeswithaSickLeaveaccumulationinexcessofninehundredandsixty(960)hoursonthe lastpayperiodinJune,mayconvertuptofiftysix(56)hoursofsickleavetocash.Paymentshall becalculatedattheemployee’shourlybaserateandpaidinthefinalpayrollcheckofeachfiscal year.

51.SPECIALASSIGNMENTS
Employeeswillbesubjecttomandatorytransfersinto“SpecialAssignments”tomeetthe operationalneedsoftheCity.Trainingwillbeprovided,asneeded,toassistinthetransitionof 21 CompletedYearsofService %ofSickLeaveConvertedtoCompensation 5years 30%
10years 35%
15years 40%
20ormoreyears 45%
A
SickLeave
Days(10hours)
B
AnnualSick
LeaveDays
C
PersonalLeave
D
Upto56hoursofSick
Leaveinexcessof960
Earned (10hours)Used
Days(8hours)
ConversionHourslimitconverted
ToPay
12days(120hrs) 0 8days(64hrs) 0+64+56=120hrs
11days(110hrs) 1day(10hrs) 7days(56hrs) 10+56+54=120hrs 10days(100hrs) 2days(20hrs) 6days(48hrs)20+48+52=120hrs 9days(90hrs) 3days(30hrs) 5days(40hrs)30+40+50=120hrs
8days(80hrs) 4days(40hrs) 4days(32hrs)40+32+48=120hrs
7days(70hrs) 5days(50hrs) 3days(24hrs)50+24+46=120hrs
6days(60hrs) 6days(60hrs) 2days(16hrs)60+16+44=120hrs
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202748. SICK LEAVE BUY-BACKAt separation of employment the City will buy back a percentage of the employee’s accrued SickLeave hours, at the hourly base rate of pay at the time of separation. This benefit is contingentupon non-retirement, non-disciplinary separation, and completion of five (5) years of full-timeCity service. The percentage of Sick Leave Buy Back is:Completed Years of Service% of Sick Leave Converted to Compensation5 years 30%1 0 years 35%1 5 years 40%20 or more years 45%The City will buy-back Sick Leave at 100% for any service or disability retirement following five(5) years of continuous full-time service with the City as the final employer.49. SICK LEAVE CONVERSION TO PERSONAL LEAVEFor employees who have earned Sick Leave accrual benefits for one (1) full fiscal year, Sick Leavemay be converted to Personal Leave in accordance with the following schedule:ASick LeaveDays (10 hours)EarnedBAnnual SickLeave Days(10 hours) UsedCPersonal LeaveDays (8 hours)ConversionDUp to 56 hours of SickLeave in excess of 960Hours limit convertedTo Pay12 days (120 hrs)0 8 days (64 hrs)0+64+56= 120 hrs1 1 days (110 hrs)1 day (1 0 hrs)7 days (56 hrs)10+56+54= 120 hrs10 days (100 hrs)2 days (20 hrs)6 days (48 hrs)20+48+52 = 120 hrs9 days (90 hrs)3 days (30 hrs)5 days (40 hrs)30+40+50= 120 hrs8 days (80 hrs)4 days (40 hrs)4 days (32 hrs)40+32+48= 120 hrs7 days (70 hrs)5 days (50 hrs)3 days (24 hrs)50+24+46= 120 hrs6 days (60 hrs)6 days (60 hrs)2 days (1 6 hrs)60+16+44= 120 hrsPersonal Leave must be taken as time off with approval from the Chief of Police and may not becarried from one fiscal year to another. Personal Leave that is not used will be credited to SickLeave at the end of the fiscal year if said credited hours do not exceed the one thousand eighty(1,080) hours Sick Leave limit.50. SICK LEAVE PROGRAMEmployees with a Sick Leave accumulation in excess of nine hundred and sixty (960) hours on thelast pay period in June, may convert up to fifty six (56) hours of sick leave to cash. Payment shallbe calculated at the employee’s hourly base rate and paid in the final payroll check of each fiscalyear.51. SPECIAL ASSIGNMENTSEmployees will be subject to mandatory transfers into "Special Assignments” to meet theoperational needs of the City. Training will be provided, as needed, to assist in the transition of21 68 MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027
acquiringnewdutiesandresponsibilities.Ifanemployeehasaspecificconcernrelativetothe“SpecialAssignment”theyhavebeenchosentotill,adiscussionwillbeheldthatmayincludethe affectedemployee,theirrepresentative,theDirectorofHumanResources/RiskManagementand anyotherrelevantparty.

Anemployeewillexperiencenochangeincompensationifthe“SpecialAssignment”isdeemed tobesetatalowerpaygradethantheemployeeiscurrentlyearning.Ifanemployeeisplacedin apositionatahigherpaygradethantheemployeeiscurrentlyearning,thiswillbedeemedtobe“ActingDuty”andwillbecompensatedinaccordancewiththeCity’sRulesregarding“Acting Duty”status.Theperiodoverwhich“ActingDuty”canbecontinuedwillnotbelimitedbythe timelinesetinthePersonnelRules.Anemployeeon“SpecialAssignment”willnotbeplacedon probationarystatus.Thelengthoftimetobeworkedin“SpecialAssignment”isundetermined; however,anemployee,ortheirrepresentative,mayperiodicallyrequestastatusreportastothe anticipatedcontinuationoftheir“SpecialAssignment”job.

Anemployeedemonstratingabonafideinabilitytoperformthedutiesofthe“SpecialAssignment” (i.e.,notperformingatasatisfactorylevelorbetter)willnotbesubjecttoterminationifsaid substandardperformanceisbasedonalackofjobskilloradisability.

52.SPECIALASSIGNMENTPAY
AnadditiOnalonehundreddollars($100)permonth(paidover24payperiods)willbepaidto PoliceServiceOfficerswhoseadditionaldutiesincludeprisonertransportation.

53.STANDBYPAY
Two(2)hoursforeachdayoftheweek,includingweekendsandholidays,willbepaidatstraight time,inpayorCompensatoryTimeoffattheemployee’soption,toemployeesrequiredtobeon StandbydutyasauthorizedbytheChiefofPoliceoradesignatedrepresentative.

54.TRAININGPAY
EmployeesholdingthepositionclassificationofCrimeAnalyst,CrimePrevention&Community OutreachSpecialist,PoliceRecordsTechnician,PoliceRecords&EvidenceCoordinator,Police ServiceOfficerI/II,Property&EvidenceTechnician,andPublicSafetyDispatcherI/IIwhoare formallydesignatedtoactasaTrainingOfficer,actuallysupervisingatrainee,anddoingsofor nolessthan50%oftheTrainingOfficer’sregularlyscheduledshift,willeamoneand1/2(l 1/2
)
hoursofpayforeachshiftservedasaTrainingOfficer.Thispaywillhavenolimitingeffecton thereceiptofovertimebythetrainingemployeewhenovertimeisauthorizedbythesupervisor.

55.TUITIONADVANCEPROGRAM
Full—time,non-probationaryemployeeswhodesiretoenrollinanaccreditedcollege/university degreeprogramorprofessionaldevelopmentcourse,areeligiblefortuitionadvancementuptoa maximumofthreethousand,fivehundreddollars($3,500)perfiscalyear.ATuitionAdvancement FormmustbereceivedbytheHumanResources/RiskManagementDepartmentforreviewand approvalbeforeandadvancewillbeprovided.Budgetedfundsmustbeavailabletocovertuition advanceandnoexpenditurebeyondtheapprovedbudgetallocationwillbeauthorizedtocover anyamountofanyemployee’seducationalexpenses.
l)‘xl)\
Memorandum of UnderstandingCPPEA July 1 , 2025 - June 30, 2027acquiring new duties and responsibilities. If an employee has a specific concern relative to the“Special Assignment” they have been chosen to fill, a discussion will be held that may include theaffected employee, their representative, the Director of Human Resources/Risk Management andany other relevant party.An employee will experience no change in compensation if the “Special Assignment” is deemedto be set at a lower pay grade than the employee is currently earning. If an employee is placed ina position at a higher pay grade than the employee is currently earning, this will be deemed to be“Acting Duty” and will be compensated in accordance with the City’s Rules regarding “ActingDuty” status. The period over which “Acting Duty” can be continued will not be limited by thetimeline set in the Personnel Rules. An employee on “Special Assignment” will not be placed onprobationary status. The length of time to be worked in “Special Assignment” is undetermined;however, an employee, or their representative, may periodically request a status report as to theanticipated continuation of their “Special Assignment” job.An employee demonstrating a bonafide inability to perform the duties of the “Special Assignment”(i.e., not performing at a satisfactory level or better) will not be subject to termination if saidsubstandard performance is based on a lack of job skill or a disability.52. SPECIAL ASSIGNMENT PAYAn additional one hundred dollars ($100) per month (paid over 24 pay periods) will be paid toPolice Service Officers whose additional duties include prisoner transportation.53. STANDBY PAYTwo (2) hours for each day of the week, including weekends and holidays, will be paid at straighttime, in pay or Compensatory Time off at the employee’s option, to employees required to be onStandby duty as authorized by the Chief of Police or a designated representative.54. TRAINING PAYEmployees holding the position classification of Crime Analyst, Crime Prevention & CommunityOutreach Specialist, Police Records Technician, Police Records & Evidence Coordinator, PoliceService Officer I/II, Property & Evidence Technician, and Public Safety Dispatcher I/II who areformally designated to act as a Training Officer, actually supervising a trainee, and doing so forno less than 50% of the Training Officer’s regularly scheduled shift, will earn one and 1/2 (1 ’A )hours of pay for each shift served as a Training Officer. This pay will have no limiting effect onthe receipt of overtime by the training employee when overtime is authorized by the supervisor.55. TUITION ADVANCE PROGRAMFull-time, non-probationary employees who desire to enroll in an accredited college/universitydegree program or professional development course, are eligible for tuition advancement up to amaximum of three thousand, five hundred dollars ($3,500) per fiscal year. A Tuition AdvancementForm must be received by the Human Resources/Risk Management Department for review andapproval before and advance will be provided. Budgeted funds must be available to cover tuitionadvance and no expenditure beyond the approved budget allocation will be authorized to coverany amount of any employee’s educational expenses.22 69 Memorandum0fUnderstanding
CPPEAJuly1,2025June30,2027
Thenon-probationarystatusrequirementdoesnotpertaintothoseemployeeswhoareconsidered toholdprobationarystatusduetoapromotionintoanewpositionintheCity.Affectedemployees arerequiredtocompleteoneyearofservicewiththeCityfromthedateofcompletionofcourse worktobeeligibleforthisbenefit.IndividualsvoluntarilyseparatingfromtheCitypriorto completionofoneyearofservicewiththeCityfromdateofcompletionofcourseworkwillbe requiredtoreimbursetheCityforfundsadvancedtothemunderthisprogram.Saidreimbursement shallbedeductedfromanyseparationchecktobedistributedtotheemployee,nomatterwhatthe natureofthefunds,withoutthenecessityofajudgementbeingmandatedonbehalfoftheCity.

AcollegeoruniversityshallbedefinedasaninstitutionaccreditedbytheWesternAssociationof SchoolsandCollegesSeniorCollegeandUniversityCommission(WASC),theAccrediting CommissionofCommunityandJuniorColleges(ACCJC),NorthwestCommissiononColleges andUniversities(NWCCU),SouthernAssociationofCollegesandSchoolsCommissionon Colleges(SACSCOC),MiddleStateCommissiononHigherEducation(MSCHE),NewEngland AssociationofCollegesandSchools(NEASC)oraninstitutionlistedontheHigherLearning Commission(HLC).OtheraccreditationsmaybeeligibleuponreviewbytheHumanResources Department.

Advanceableexpenseswillincludebooks,tuition,parkingandregistration/enrollmentfees.All requiredfeessuchashealth—relatedfees,“gym”feesandothermiscellaneousfees,whetherbilled as“tuition”orotherwiserequiredoftheinstitutionareeligible.Itemssuchaspaper,pens, notebooks,andprintingfeeswillnotbeeligible.

EmployeesagreethatuponacceptingatuitionadvancefromtheCity,theemployeeisresponsible toprovidetheCitywithverificationofcompletionofclass(es),grade(s)andreceiptsforexpenses withinsixty(60)calendardaysfromthedateoffinalcoursework(asindicatedontherequestfor tuitionadvanceformsubmittedbytheemployee).Intheeventthattheeducationalinstitution attendeddoesnotprovidetheemployeewithverificationofcompletionorgradesorreceiptswithin thissixty(60)calendardaystimeframe,theemployeeisresponsibletonotifytheDirectorof HumanResources/RiskManagement,inwriting,ofsuchandanadditionalsixty(60)calendardays extensionwillbegranted.Intheeventthatanemployeedoesnotprovideverificationof completionofclass(es),grade(s)andreceiptsforexpensesattheendofeithertheinitial60 calendardaysorattheendoftheextensionofanadditionalsixty(60)calendardays(to120 calendardaystotal),theCitywillhavetherighttoautomaticallymakeapayrolldeductionfrom theemployee'snextregularpayrollcheckinanamountequaltotheamountoftuitionfunds advanced.

56.TUITIONREIMBURSEMENT—ENHANCEDPROGRAM
Employeeswhohaveincurredotherwisereimbursabletuitioncostinanamountgreaterthanthe maximumamountavailableshallbeeligibletoreceiveadditionalreimbursementtotheextentthat tuitionreimbursementfundsareavailableattheendofeachfiscalyear.Nosuchdistributionwill bemadeuntiltheconclusionofthefiscalyearinordertoverifythenumberofemployeesmaking applicationfortheenhancedbenefit.Employeesmustsubmitatuitionreimbursementinvoiceto theHumanResourcesDepartment/RiskManagementnolaterthanMay15‘ofeachyearinorder toparticipateinthisEnhancedProgram.
23 Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027The non-probationary status requirement does not pertain to those employees who are consideredto hold probationary status due to a promotion into a new position in the City. Affected employeesare required to complete one year of service with the City from the date of completion of coursework to be eligible for this benefit. Individuals voluntarily separating from the City prior tocompletion of one year of service with the City from date of completion of course work will berequired to reimburse the City for funds advanced to them under this program. Said reimbursementshall be deducted from any separation check to be distributed to the employee, no matter what thenature of the funds, without the necessity of a judgement being mandated on behalf of the City.A college or university shall be defined as an institution accredited by the Western Association ofSchools and Colleges Senior College and University Commission (WASC), the AccreditingCommission of Community and Junior Colleges (ACCJC), Northwest Commission on Collegesand Universities (NWCCU), Southern Association of Colleges and Schools Commission onColleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New EnglandAssociation of Colleges and Schools (NEASC) or an institution listed on the Higher LearningCommission (HLC). Other accreditations may be eligible upon review by the Human ResourcesDepartment.Advanceable expenses will include books, tuition, parking and registration/enrollment fees. Allrequired fees such as health-related fees, "gym” fees and other miscellaneous fees, whether billedas “tuition” or otherwise required of the institution are eligible. Items such as paper, pens,notebooks, and printing fees will not be eligible.Employees agree that upon accepting a tuition advance from the City, the employee is responsibleto provide the City with verification of completion of class(es), grade(s) and receipts for expenseswithin sixty (60) calendar days from the date of final course work (as indicated on the request fortuition advance form submitted by the employee). In the event that the educational institutionattended does not provide the employee with verification of completion or grades or receipts withinthis sixty (60) calendar days timeframe, the employee is responsible to notify the Director ofHuman Resources/Risk Management, in writing, of such and an additional sixty (60) calendar daysextension will be granted. In the event that an employee does not provide verification ofcompletion of class(es), grade(s) and receipts for expenses at the end of either the initial 60calendar days or at the end of the extension of an additional sixty (60) calendar days (to 120calendar days total), the City will have the right to automatically make a payroll deduction fromthe employee's next regular payroll check in an amount equal to the amount of tuition fundsadvanced.56. TUITION REIMBURSEMENT - ENHANCED PROGRAMEmployees who have incurred otherwise reimbursable tuition cost in an amount greater than themaximum amount available shall be eligible to receive additional reimbursement to the extent thattuition reimbursement funds are available at the end of each fiscal year. No such distribution willbe made until the conclusion of the fiscal year in order to verify the number of employees makingapplication for the enhanced benefit. Employees must submit a tuition reimbursement invoice tothe Human Resources Department/Risk Management no later than May 1stof each year in orderto participate in this Enhanced Program.23 70 MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027
Itshallremaintheindividualemployee’sresponsibilitytoapplyforandreceivewritten authorizationtoparticipateinatuitionreimbursablecoursepriortoanysuchenrollment.

57.UNIFORMCLEANINGALLOWANCE
Employeesinthefollowingclassifications:CrimePrevention&CommunityOutreachSpecialist, CrimeAnalyst,PoliceRecordsTechnician,PoliceRecords& EvidenceCoordinator,Police ServiceOfficerI/Il,Property&EvidenceTechnician,andPublicSafetyDispatcherI/IIwillbe providedwithauniformcleaningallowanceofsevenhundredandseventydollars($770)peryear.

EffectiveAugustl,2025,theCityagreestopaytheuniformcleaningallowanceofthirty—two dollarsandeightcents($32.08)per24payperiods.

ForPERSClassicemployees,theCityshallreporttoCalPERSthemonetaryvalueofuniformsin theamountofthirty-twodollarsandeightcents($32.08)per24payperiods.Ifassignmentismade toanon-uniformedunittheemployeewillnolongereligibletoreceivetheuniformcleaning allowanceandtheDepartmentwillimmediatelynotifyHumanResources/RiskManagement DepartmentbyprocessingaPersonnelActionForm(PAF)toceasepaymentoftheuniform cleaningallowance.

58.VACATIONLEAVE
MaximumaccrualofVacationisfourhundred(400)hours.UponseparationfromCity employment,accruedVacationwillbepaidattheemployee’sthenexistinghourlyrateofpay.

Newemployeeswithlessthansix(6)monthsofCityserviceareineligibletoreceiveVacation LeaveConversion.ItistheresponsibilityofemployeestoscheduleVacationtimeoffforrestand recuperationinorderthatearnedVacationtimeinexcessoffourhundred(400)hourswillnotbe removedfromtherecords.

59.VACATIONLEAVEBUY-BACK
Atseparationorretirement,100%ofaccruedVacationLeave,toamaximumoffourhundred (400)hours,willbepaidattheemployee’sexistingbaserateofpay.Newemployeeswithless thansix(6)monthsofserviceareineligibletoreceiveVacationLeaveBuyBack.

60.VACATIONLEAVECONVERSION
Employeeswhohaveaccruedaminimumofonehundredandtwenty(I20)hoursofVacation Leavemayconvertamaximumofeighty(80)hoursofVacationLeavetopayperfiscalyear.

EmployeesmayconvertleavetopayinApriland/orNovemberofeachyear,calculatedatthe employee’shourlybaserateofpayatthetimeofconversion.Six(6)monthspriortodateof conversion,halfthenumberofaccruedleavehoursrequested,excludingSickLeave,musthave beentakenastimeoff.Usagerequirementwaivedfor“activated”militarypersonnel. 24 MonthsofCompletedService AnnualVacationAccrual
6-24 12Days(I20hours)
25-48 15Days(150hours)
49—108 18Days(180hours)
109-120 19Days(I90hours)
121+ 20Days(200hours)
Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 2027It shall remain the individual employee’s responsibility to apply for and receive writtenauthorization to participate in a tuition reimbursable course prior to any such enrollment.57. UNIFORM CLEANING ALLOWANCEEmployees in the following classifications: Crime Prevention & Community Outreach Specialist,Crime Analyst, Police Records Technician, Police Records & Evidence Coordinator, PoliceService Officer I/II, Property & Evidence Technician, and Public Safety Dispatcher I/II will beprovided with a uniform cleaning allowance of seven hundred and seventy dollars ($770) per year.Effective August 1, 2025, the City agrees to pay the uniform cleaning allowance of thirty-twodollars and eight cents ($32.08) per 24 pay periods.For PERS Classic employees, the City shall report to CalPERS the monetary value of uniforms inthe amount of thirty-two dollars and eight cents ($32.08) per 24 pay periods. If assignment is madeto a non-uniformed unit the employee will no longer eligible to receive the uniform cleaningallowance and the Department will immediately notify Human Resources/Risk ManagementDepartment by processing a Personnel Action Form (PAF) to cease payment of the uniformcleaning allowance.58. VACATION LEAVEMaximum accrual of Vacation is four hundred (400) hours. Upon separation from Cityemployment, accrued Vacation will be paid at the employee’s then existing hourly rate of pay.New employees with less than six (6) months of City service are ineligible to receive VacationLeave Conversion. It is the responsibility of employees to schedule Vacation time off for rest andrecuperation in order that earned Vacation time in excess of four hundred (400) hours will not beremoved from the records.Months of Completed ServiceAnnual Vacation Accrual6-24 12 Days (120 hours)25-4815 Days (150 hours)49-10818 Days (180 hours)109-12019 Days (190 hours)121 + 20 Days (200 hours)59. VACATION LEAVE BUY-BACKAt separation or retirement, 100% of accrued Vacation Leave, to a maximum of four hundred(400) hours, will be paid at the employee’s existing base rate of pay. New employees with lessthan six (6) months of service are ineligible to receive Vacation Leave Buy Back.60. VACATION LEAVE CONVERSIONEmployees who have accrued a minimum of one hundred and twenty (120) hours of VacationLeave may convert a maximum of eighty (80) hours of Vacation Leave to pay per fiscal year.Employees may convert leave to pay in April and/or November of each year, calculated at theemployee’s hourly base rate of pay at the time of conversion. Six (6) months prior to date ofconversion, half the number of accrued leave hours requested, excluding Sick Leave, must havebeen taken as time off. Usage requirement waived for ‘"activated” military personnel.24 71 MemorandumofUnderstanding
CPPEAJuly1,2025—June30,2027

61.WORKERS’COMPENSATIONPROGRAM
Wheneveranemployee0ftheCityisdisabledwhethertemporarilyorpermanentlybyinjuryor illnessarisingoutof,andinthecourseoftheirduties,theemployeewillbecompensatedas follows:Onthefirst,second,andthirddayoftheinjury,employeeswilluseaccruedSickLeave, VacationLeave,FloatingHolidayLeave,and/orCompensatoryTimeoffforfullsalary continuance.

Commencingthefourthdayoftheinjury,theCitywillcontinuetheemployee’ssalaryatarateof 66-2/3%ofthecurrentmonthlysalary,lessanyapplicabledeductions(i.e.,creditunion,health insurancecoverage),foraperiodnottoexceedtwelve(12)months.Ifthedisabilityextendsfora periodbeyondfourteen(l4)calendardays,theCitywillcredittheemployeeforthefirstthree(3) daysofSickLeaveused.Ifhospitalizationisrequired,thefirst,second,andthirddays”salaryis paidbytheCitythroughtheWorkers’Compensationprogram.

62.WORKERS’COMPENSATIONPREMIUMPAYMENT
Intheeventthatawork—relatedillnessorinjuryresultsinapermanentdisabilitysettlement,the Citywillprovideatenpercent(l0%)premiumbenefitpaymentprovidedthefollowingoccurs:
'1'ThattheWorkers’CompensationAppealsBoardapprovesthetotalsettlement,including the10%premiumbenefit;
’3Thatneithera“NoticeofClaim”nor“ApplicationforAdjudicationofClaim”willhave beenfiledorservedagainsttheCityofChino;
‘I'Thattheinjuredemployeehasdiligentlysoughtmedicalattentionasprescribedbythe treatingphysician(s)approvedbytheCity;
‘I‘ThattheinjuredemployeeandtheCityhaveemployedtheguidanceoftheState DepartmentofIndustrialRelationsOfficeofInformationandAssistancetoresolveany outstandingissuesormisunderstandings.

Representationisalegalrightrecognizedbystatutorylaw.Nothingprecludesanemployeefrom retaininglegalcounselorrepresentation;however,thepremiumbenefitofferedisonlyavailable incaseshandledwithouttheinvolvementoflegalcounsel.Thisisdoneinrecognitionofthecost savingsthatresultinnon—litigatedcasesthatcanbepassedontotheillorinjuredworker.

63.SAVINGSCLAUSE
ShouldanyclauseinthisMemorandumofUnderstandingbeheldinvalidbylawand/oracourtof competentjurisdiction,thenonlythatclausewillbestrickenandtheremainderofthe MemorandumofUnderstandingwillremaininfullforceandeffect.TheCityandCPPEAwill immediatelycommencetonegotiateforthepurposeofreplacinganyinvalidorillegalprovision.

However,nosuchreplacementismandated.

64.MAINTENANCEOFEXISTINGBENEFITS
Allwages,hoursandothertermsandconditionsofemploymentnotspecificallyalteredbythis Agreementandpresentlyenjoyedbytheemployeeswillremaininfullforceandeffectduringthe termofthisAgreementunlessmutuallyagreedtothecontrarybyboththeCityandCPPEAor determinedbylawand/orbyacourtofcompetentjurisdictiontobeunlawful.

Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202761. WORKERS’ COMPENSATION PROGRAMWhenever an employee of the City is disabled whether temporarily or permanently by injury orillness arising out of, and in the course of their duties, the employee will be compensated asfollows: On the first, second, and third day of the injury, employees will use accrued Sick Leave,Vacation Leave, Floating Holiday Leave, and/or Compensatory Time off for full salarycontinuance.Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of66-2/3% of the current monthly salary, less any applicable deductions (i.e., credit union, healthinsurance coverage), for a period not to exceed twelve (12) months. If the disability extends for aperiod beyond fourteen (14) calendar days, the City will credit the employee for the first three (3)days of Sick Leave used. If hospitalization is required, the first, second, and third days’ salary ispaid by the City through the Workers’ Compensation program.62. WORKERS’ COMPENSATION PREMIUM PAYMENTIn the event that a work-related illness or injury results in a permanent disability settlement, theCity will provide a ten percent (10%) premium benefit payment provided the following occurs:❖ That the Workers’ Compensation Appeals Board approves the total settlement, includingthe 1 0% premium benefit;❖ That neither a "Notice of Claim” nor "Application for Adjudication of Claim” will havebeen filed or served against the City of Chino;♦♦♦ That the injured employee has diligently sought medical attention as prescribed by thetreating physician(s) approved by the City;❖ That the injured employee and the City have employed the guidance of the StateDepartment of Industrial Relations Office of Information and Assistance to resolve anyoutstanding issues or misunderstandings.Representation is a legal right recognized by statutory law. Nothing precludes an employee fromretaining legal counsel or representation; however, the premium benefit offered is only availablein cases handled without the involvement of legal counsel. This is done in recognition of the costsavings that result in non-litigated cases that can be passed on to the ill or injured worker.63. SAVINGS CLAUSEShould any clause in this Memorandum of Understanding be held invalid by law and/or a court ofcompetent jurisdiction, then only that clause will be stricken and the remainder of theMemorandum of Understanding will remain in full force and effect. The City and CPPEA willimmediately commence to negotiate for the purpose of replacing any invalid or illegal provision.However, no such replacement is mandated.64. MAINTENANCE OF EXISTING BENEFITSAll wages, hours and other terms and conditions of employment not specifically altered by thisAgreement and presently enjoyed by the employees will remain in full force and effect during theterm of this Agreement unless mutually agreed to the contrary by both the City and CPPEA ordetermined by law and/or by a court of competent jurisdiction to be unlawful.25 72 Memorandum0fUnderstanding
CPPEAJuly1,2025—June30,2027

65.IMPLEMENTATION
ThetermsofthisMemorandumofUnderstandingaresubjectt0considerationandapprovalbythe CityManageroftheCityofChinoandwillonlybeimplementeduponadoptionbytheCity Council.

CPPEAproposalsforthenextAgreementareduetotheCitynolaterthanApril15ofeachyear.

66.TERMOFAGREEMENT
Exceptwhereexpresslystatedotherwiseherein,theCityandCPPEAUnitagreethattheprovisions ofthisMemorandumofUnderstandingshallbeeffectiveonJulyl,2025,andshallexpireonJune 30,2021/
Signaturesonfollowingpage.

Memorandum of UnderstandingCPPEA July 1, 2025 - June 30, 202765. IMPLEMENTATIONThe terms of this Memorandum of Understanding are subject to consideration and approval by theCity Manager of the City of Chino and will only be implemented upon adoption by the CityCouncil.CPPEA proposals for the next Agreement are due to the City no later than April 15 of each year.66. TERM OF AGREEMENTExcept where expressly stated otherwise herein, the City and CPPEA Unit agree that the provisionsof this Memorandum of Understanding shall be effective on July 1, 2025, and shall expire on June30, 2027XSignatures on following page. 26 73
?«K@’
LeahGrew,EmployeeRepresentative
ChinOPoliceProfessionalEmployees
Association(CPPEA)
7‘20’93
Date
GA /l§</
FernandoPelaez,EmMeeRepresentative
ChinoPoliceProfessionalEmployees
Association'CPPEA)
7—3/J3’
Date
MemorandumofUnderstanding
CPPEAJulyl.2025June30.2027
Date
Reich,CityManager
7237/41;
WW
TheresaDoyle,DirectorofHuman
Resources/RiskManagement
CityofChino
Date
7’}¥e£02§
(
Memorandum of UnderstandingCPPEA July 1 , 2025 - June 30. 2027 Linda Reich. City ManagerLXy of ChinoLeah Green, Employee RepresentativeChino Police Professional EmployeesAssociation (CPPEA)Date DateFernando Pelaez. EmpkKee RepresentativeChino Police Professional EmployeesAssociation (CPPEA)Theresa Doyle, Director of HumanResources/Risk ManagementCity of ChinoDateDate 27 74
75 76
77 78
AMENDMENT NO. 2 TO THE MEMORANDUM OF UNDERSTANDING BETWEEN

REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA, AND THE CHINO

POLICE PROFESSIONAL EMPLOYEES ASSOCIATON
JULY 1, 2025 – JUNE 30, 2027

This Amendment No. 2 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino Police Professional Employees Association covering the period of July 1, 2025 through June 30, 2027 (“CPPEA MOU 2025-27”), is entered into by and between the City of Chino (“City”) and Chino Police Professional Employees Association (“CPPEA”).

RECITALS:

WHEREAS, CPPEA is the recognized employee organization for all regular, non-sworn, full-time Chino police employees in the City of Chino as identified in the CPPEA MOU 2025-27; and

WHEREAS, CPPEA had agreed to defer 1% of its requested cost-of-living adjustment wage increase (“COLA”) from year one to year two of the CPPEA MOU 2025-27 with the understanding that other bargaining groups were doing the same to relieve the immediate fiscal impact of the wage increases on the City, but other bargaining groups have since received the full 3% COLA in the first year of their labor contracts; and

WHEREAS, on November 4, 2025, the City Council approved Amendment No. 1 of the CPPEA MOU 2025-27 which included a 3% COLA effective the first pay period beginning July 21; and

WHEREAS, it is the City and CPPEA’s desire to amend the implementation schedule for the 3% COLA in the first year of the CPPEA MOU 2025-27 to make effective the beginning of the pay period that includes July 1, 2025; and

WHEREAS, the labor representatives of the City and CPPEA have determined that changing the implementation schedule of Article 12 on the cost-of-living adjustment wage increase in the CPPEA MOU 2025-27 would be in the best interests of the City and the parties for purposes of uniformity across bargaining units and commencing at the start of the successor CPPEA MOU 2025-27 and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CPPEA MOU 2025-27, signed by the parties and ratified by the members of CPPEA, and approved and adopted by resolution of the City Council before becoming effective; and

THEREFORE, in consideration of the mutual covenants contained herein, and subject to City Council approval and adoption of this Amendment No. 2 to the CPPEA MOU 2025-27, the parties hereto agree to the following updates and/or amendments made to the current/existing language in the CPPEA MOU 2025-27 and where there is duplicative language or provisions this Amendment No. 2 language supersedes and governs.

79 80
RESOLUTION NO. 2025-000

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,
CALIFORNIA, ADOPTING AMENDMENT NO. 2 TO THE MEMORANDUM OF

UNDERSTANDING BETWEEN REPRESENTATIVES OF THE CITY OF CHINO,

CALIFORNIA, AND THE CHINO CITY HALL CONFIDENTIAL EMPLOYEE ASSOCIATION FOR THE PERIOD JULY 1, 2025 THROUGH JUNE 30, 2027

WHEREAS, Section 36506 of the California Government Code requires the City Council of the City of Chino to fix the compensation for all employees through a resolution or ordinance; and WHEREAS, the latest Memorandum of Understanding between representatives of the City of Chino, California, and the Chino City Hall Confidential Employee Association covering the period of July 1, 2025 through June 30, 2027 (“CCHCEA MOU 2025-27”) was approved and adopted by Resolution No. 2025-039; and
WHEREAS, on November 4, 2025, Amendment No. 1 of the CPPEA MOU 2025-27 was approved and adopted by Resolution No. 2025 -072 changing the implementation schedule of Article 10 on cost-of-living wage adjustments; and
WHEREAS, it is the City and CCHCEA’s desire to further amend the implementation schedule for the 3% COLA in the first year of the CCHCEA MOU 2025-27 to make it effective the beginning of the pay period that includes July 1, 2025; and
WHEREAS, the labor representatives of the City and CCHCEA have determined that changing the implementation schedule of Art icle 10 on cost -of-living wage adjustments in the CCHCEA MOU 2025-27 would be in the best interests of the City and the parties for purposes of uniformity across bargaining units and commencement with the start of the term of the CCHCEA MOU 2025-27 and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CCHCEA MOU 2025-27, signed by the parties and ratified by the members of CCHCEA, and approved and adopted by resolution of the C ity Council before becoming effective; and
WHEREAS, it is the desire of the City Council of the City of Chino to approve and adopt an amendment to the CCHCEA MOU 2025 -27 to memorialize and confirm the change in the implementation schedule of Article 10 on cost-of-living wage adjustments.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CHINO, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:

SECTION 1 . The foregoing recitals are true and correct and are incorporated herein by this reference, with a true and correct copy of the previously adopted CCHCEA MOU 2025 -27 being attached hereto as Exhibit A and a true and correct copy of the previously adopted Amendment No. 1 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino City Hall Confidential Employee Association covering the period of July 1, 2025 through June 30, 2027, attached hereto as Exhibit B.

SECTION 2. The City Council hereby approves and adopts Amendment No. 2 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino City Hall Confidential Employee Association covering the period of July 1, 2025 through June 30, 2027, which is attached hereto as Exhibit C.

SECTION 3. The City Clerk shall certify the adoption of this Resolution effective November 18, 2025.
81 RESOLUTION NO. 2025-083

Page 2 of 3 ends

APPROVED AND ADOPTED THIS 18th day of November, 2025.

EUNICE M. ULLOA, MAYOR

ATTEST:

NATALIE GONZAGA

CITY CLERK

ATTACHMENTS:

EXHIBIT A. Memorandum of Understanding between representatives of the City of Chino, California, and the Chino City Hall Confidential Employee Association covering the period of July 1, 2025 through June 30, 2027

EXHIBIT B. Amendment No. 1 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino City Hall Confidential Employee Association covering the period of July 1, 2025 through June 30, 2027

EXHIBIT C. Amendment No. 2 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino City Hall Confidential Employee Association covering the period of July 1, 2025 through June 30, 2027

82 RESOLUTION NO. 2025-083

Page 3 of 3 ends

State of California )
County of San Bernardino ) §
City of Chino )

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

NATALIE GONZAGA, CITY CLERK
83 MEMORANDUM OF UNDERSTANDING (MOU)

BETWEEN
July 1, 2025 to June 30, 2027

THE CITY OF CHINO, CALIFORNIA
AND

THE CHINO CITY HALL CONFIDENTIAL EMPLOYEE

ASSOCIATION
84 l)‘x
h'JIw-

MEMORANDUMOFUNDERSTANDING

BETWEENREPRESENTATIVESOFTHECITYOFCHINO,CALIFORNIA,

ANDTHECHINOCITYHALLCONFIDENTIALEMPLOYEEASSOCIATION
(ARECOGNIZEDEMPLOYEEASSOCIATION)
Table0fContents
ACTINGPAY.....................................................................................................................

ADDITIONALDUTYPAY................................................................................................

ASSOCIATIONMATTERS...............................................................................................

ASSOCIATIONREPRESENTATION~REQUESTFORDECERTIFICATION............

BENEFITBANK.................................................................................................................

BEREAVEMENTLEAVE..................................................................................................

BILINGUALPAY...............................................................................................................

COMPENSATORYTIME..................................................................................................

COMPUTERLOANPROGRAM.......................................................................................

COSTOFLIVINGADJUSTMENT...................................................................................

DEATHBENEFIT...............................................................................................................

DEFERREDCOMPENSATIONPLAN.............................................................................

DIRECTDEPOSIT............................................................................................................IO DISABILITY.....................................................................................................................10 DISCIPLINARYAPPEALPROCEDURE.......................................................................IO FLEXIBLEBENEFITSSPENDINGPLAN.....................................................................10 FLOATINGHOLIDAYTIME..........................................................................................IO HOLIDAYS.......................................................................................................................IO HOLIDAYCLOSURE......................................................................................................I JOINT-LABORMANAGEMENTCOMMITTEE...........................................................lI JURYDUTY.....................................................................................................................12 LIFEINSURANCE...........................................................................................................12 LONGEVITYPAY...........................................................................................................12 MANAGEMENTRIGHTS...............................................................................................12 MILEAGEREIMBURSEMENT......................................................................................13 NOTARYPAY..................................................................................................................13 OVERTIME.......................................................................................................................H RECRUITMENTTNCENTIVE.........................................................................................14 REGULARRATEOFPAY 14
MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,AND THE CHINO CITY HALL CONFIDENTIAL EMPLOYEE ASSOCIATION(A RECOGNIZED EMPLOYEE ASSOCIATION)Table of Contents1. ACTING PAY ......................................................................................................................... 42. ADDITIONAL DUTY PAY ................................................................................................... 43. ASSOCIATION MATTERS .................................................................................................. 44. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATION ............ 45. BENEFIT BANK..................................................................................................................... 56. BEREAVEMENT LEAVE ..................................................................................................... 67. BILINGUAL PAY................................................................................................................... 68. COMPENSATORY TIME ..................................................................................................... 69. COMPUTER LOAN PROGRAM.......................................................................................... 710. COST OF LIVING ADJUSTMENT...................................................................................... 711. DEATH BENEFIT................................................................................................................... 712. DEFERRED COMPENSATION PLAN................................................................................ 813. DIRECT DEPOSIT................................................................................................................ 1014. DISABILITY ......................................................................................................................... 1015. DISCIPLINARY APPEAL PROCEDURE ......................................................................... 1016. FLEXIBLE BENEFITS SPENDING PLAN ....................................................................... 1017. FLOATING HOLIDAY TIME............................................................................................. 1018. HOLIDAYS ........................................................................................................................... 1019. HOLIDAY CLOSURE.......................................................................................................... 1120. JOINT-LABOR MANAGEMENT COMMITTEE............................................................. 1 121. JURY DUTY ......................................................................................................................... 1222. LIFE INSURANCE ............................................................................................................... 1223. LONGEVITY PAY ............................................................................................................... 1224. MANAGEMENT RIGHTS .................................................................................................. 1225. MILEAGE REIMBURSEMENT ......................................................................................... 1 326. NOTARY PAY ...................................................................................................................... 1327. OVERTIME ........................................................................................................................... 1428. RECRUITMENT INCENTIVE ............................................................................................ 1429. REGULAR RATE OF PAY ................................................................................................. 14 85 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
I)x
REHIREPOLICY..............................................................................................................

RESPONSETODOCUMENTSPLACEDINEMPLOYEEPERSONNELFILE
RETIREMENT..................................................................................................................

SALARYADJUSTMENTS(Overpayments,Recovery,andUnderpayments) SCHEDULE.......................................................................................................................

SEPARATIONFROMCITY
SICKLEAVE....................................................................................................................

SICKLEAVEHIRINGINCENTIVE
SICKLEAVEBUY—BACK..............................................................................................

SICKLEAVECONVERSIONTOPERSONALLEAVE...............................................

SICKLEAVEPROGRAM................................................................................................

TUITIONADVANCEPROGRAM
TUITIONREIMBURSEMENT—ENHANCEDPROGRAM
VACATIONLEAVE.........................................................................................................

VACTIONLEAVEBUYBACK......................................................................................

VACATIONLEAVECONVERSION
WORKERS’COMPENSATIONPROGRAM.................................................................

WORKERS’COMPENSATIONPREMIUMPAYMENT 21
SAVINGSCLAUSE..........................................................................................................21 MAINTENANCEOFEXISTINGBENEFITS 21.................................................................

IMPLEMENTATION........................................................................................................21

TERMOFAGREEMENT
Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 202730. REHIRE POLICY.................................................................................................................. 1431 . RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILE.......... 1 532. RETIREMENT ...................................................................................................................... 1533. SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments)................ 1634. SCHEDULE ........................................................................................................................... 1635. SEPARATION FROM CITY ............................................................................................... 1636. SICK LEAVE ........................................................................................................................ 1737. SICK LEAVE HIRING INCENTIVE.................................................................................. 1 738. SICK LEAVE BUY-BACK ................................................................................................. 1739. SICK LEAVE CONVERSION TO PERSONAL LEAVE ................................................ 1 840. SICK LEAVE PROGRAM................................................................................................... 1 841. TUITIONADVANCE PROGRAM...................................................................................... 1842. TUITION REIMBURSEMENT - ENHANCED PROGRAM .......................................... 1943. VACATION LEAVE............................................................................................................. 2044. VACTION LEAVE BUY BACK......................................................................................... 2045. VACATION LEAVE CONVERSION................................................................................. 2046. WORKERS’ COMPENSATION PROGRAM ................................................................... 2047. WORKERS’ COMPENSATION PREMIUM PAYMENT ............................................... 2148. SAVINGS CLAUSE.............................................................................................................. 2149. MAINTENANCE OF EXISTING BENEFITS................................................................... 2 150. IMPLEMENTATION............................................................................................................ 2151. TERM OF AGREEMENT .................................................................................................... 21 2 86
Memorandum0fUnderstanding
CONFIDENTIALJuly1,2025AJune30d2027

MEMORANDUMOFUNDERSTANDING

BETWEENREPRESENTATIVESOFTHECITYOFCHINO,CALIFORNIA,

ANDTHECHINOCITYHALLCONFIDENTIALEMPLOYEEASSOCIATION
(ARECOGNIZEDEMPLOYEEASSOCIATION)
ThisMemorandumofUnderstanding(MOU)isenteredintowithreferencestothefollowingfacts:

A.TheChinoCityHallCONFIDENTIALEmployeeAssociation.hereinafterreferredtoasthe“CONFIDENTIAL,”istherecognizedemployeeorganizationforallregular,full-time CONFIDENTIAL,non—managementemployeeswithinCityHallintheCityofChino, hereinafterreferredtoasthe“City,”whoareassignedtotheCityManager’sOffice,Human Resources/RiskManagementDepartment,FinanceDepartment/PayrollDivision, AdministrativeSecretariesreportingtoaDepartmentDirectorandallManagementAssistants assignedtoFinance,CommunityServices,Parks& RecreationandtheAdministration Departments.ThepositionsintheCONFIDENTIALAssociationaredesignatedassuchinthe City’sClassificationandCompensationSchedule—Non—ManagementPositions.

AdministrativeAssistant
CityClerkRecordsTechnician
CommunityLiaison
DeputyCityClerk
ExecutiveAssistant
ExecutiveAssistanttotheCityCouncil
HumanResourcesSpecialistI/II
InformationTechnologySpecialistI/II
ManagementAssistant
PayrollTechnician
IntheinterestofmaintainingharmoniousrelationsbetweentheCityandthe CONFIDENTIAL,authorizedrepresentativesoftheCityandCONFIDENTIALhavemetand conferredingoodfaith,exchangingvariousproposalsconcerningwages,hours,andother termsandconditionsofemploymentoftheemployeeswhicharewithinthescopeoflawfor representedemployeesinCONFIDENTIAL.

TheauthorizedrepresentativesoftheCityandCONFIDENTIALhavereachedmutual agreementonwages,hoursandothertemisandconditionsofemploymentfortheseemployees.

THEREFORE,theCityandCONFIDENTIALagreethatwages,hours,andtermsandconditions ofemploymentwillbeappliedasfollowsfortheperiodofJulyl,2025,throughandincluding June30.2027.(Note:TheprovisionsofthisMemorandumofUnderstandingapplyonlytothose individualswhoareemployedwiththeCityofChinoonthedayfollowingtheadoptionofaformal resolutionbyCityCouncilapprovingthisMOU).

Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027MEMORANDUM OF UNDERSTANDINGBETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA,AND THE CHINO CITY HALL CONFIDENTIAL EMPLOYEE ASSOCIATION(A RECOGNIZED EMPLOYEE ASSOCIATION)This Memorandum of Understanding (MOU) is entered into with references to the following facts:A. The Chino City Hall CONFIDENTIAL Employee Association, hereinafter referred to as the“CONFIDENTIAL,” is the recognized employee organization for all regular, full-timeCONFIDENTIAL, non-management employees within City Hall in the City of Chino,hereinafter referred to as the “City,” who are assigned to the City Manager’s Office, HumanResourccs/Risk Management Department, Finance Department/Payroll Division,Administrative Secretaries reporting to a Department Director and all Management Assistantsassigned to Finance, Community Services, Parks & Recreation and the AdministrationDepartments. The positions in the CONFIDENTIAL Association are designated as such in theCity’s Classification and Compensation Schedule - Non-Management Positions.Administrative AssistantCity Clerk Records TechnicianCommunity LiaisonDeputy City ClerkExecutive AssistantExecutive Assistant to the City CouncilHuman Resources Specialist I/IIInformation Technology Specialist I/IIManagement AssistantPayroll TechnicianB. In the interest of maintaining harmonious relations between the City and theCONFIDENTIAL, authorized representatives of the City and CONFIDENTIAL have met andconferred in good faith, exchanging various proposals concerning wages, hours, and otherterms and conditions of employment of the employees which are within the scope of law forrepresented employees in CONFIDENTIAL.C. The authorized representatives of the City and CONFIDENTIAL have reached mutualagreement on wages, hours and other terms and conditions of employment for these employees.THEREFORE, the City and CONFIDENTIAL agree that wages, hours, and terms and conditionsof employment will be applied as follows for the period of July I, 2025, through and includingJune 30, 2027. (Note: The provisions of this Memorandum of Understanding apply only to thoseindividuals who are employed with the City of Chino on the day following the adoption of a formalresolution by City Council approving this MOU).3 87 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027

1.ACTINGPAY
TheCitywillgrantActingPayafteranemployeehasworkedinahigherclassificationfortwenty (20)consecutiveworkdaysorfortwenty(20)non—consecutiveworkdaysinaninety(90)calendar dayperiod.ToreceiveActingPay,anemployeemustbeformallyassignedthedutiesofthehigher classification.ThisassignmentmustbeconfirmedbytheprocessingofaPersonnelActionForm (PAF).ActingPaywillbefivepercent(5%)abovetheemployee’scurrentbasesalaryrateor“A” StepoftheActingpositionClassification,whicheverisgreater,unlessotherwiseauthorizedbythe CityManager.

Subjecttotheconditionsnotedabove,qualifyingemployeeswillreceiveActingPayforalldays workedinanActingposition,i.e.,aftertwenty(20‘)consecutiveworkdaysortwenty(20)non- consecutiveworkdaysinaninety(90)calendardayperiod.TheemployeewillreceiveActingPay retroactivetothefirstdayofservingintheactingcapacity.

2.ADDITIONALDUTYPAY
Affordedtoanemployeewhotakesonasignificantnumberofextraassignmentsinanarea differentthantheirregularlyassignedresponsibilities.Anemployeeperformingthistypeofwork foraperiodoftimegreaterthantwo(2)weekswillreceivepayintheamountoffivepercent(5%) increaseinsalarytocompensateforperformingdualfunctionsatthediscretionoftheDepartment Director.Theadditionaldutypaywillberestrictedtonomorethantwelve(l2)monthlimit.In extenuatingcircumstances,theDepartmentHeadmayrequestanextensionoftheadditionalduty paypastthetwelve(l2)monthlimit.ThisrequestmustbemadeinwritingtotheCityManager withjustificationastowhyanextensionisrequired.Theextensionmustincludethedatethe additionaldutypaywillexpireandacopyofthesignedextensionmustbeattachedtothePersonnel ActionForm(PAF).

3.ASSOCIATIONMATTERS
A250copypermonthphotocopyaccountisestablishedforCONFIDENTIALbusiness.Copies exceeding250permonthwillbepaidtotheCitybyCONFIDENTIALatthecurrentper-copy charge.Associationmembersareprovided24hoursperfiscalyeartobeusedtoattendtotraining orotherrelatedbusinessintheinterestofCONFIDENTIAL,attimesauthorizedbytheCity.

Thesehoursdonotaccumulateorcarryoverfromonefiscalyeartothenext.

CONFIDENTIALisallowedtouseCityHallasitscorporateheadquarters(mailingaddressand meetings).PermissionmustbeobtainedfromtheCityManagerforanyassociationfundraising activityconductedonCityofChinoproperty.

4.ASSOCIATIONREPRESENTATION-REQUESTFORDECERTIFICATION
TheCityamendsitslanguageasfoundinResolution85-53toreadasfollows:

ADecertificationpetitionallegingthattheincumbentrecognizedemployeeorganizationnolonger representsamajorityofemployeesintherecognizedunitmustbefiledwiththeDirectorofHuman Resourcesnolaterthansix(6i)months(180days)priortotheexpirationoftheMemorandumof Understandingthenineffect.A DecertificationPetitionmustbefiledbytwo(2)ormore Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 20271. ACTING PAYThe City will grant Acting Pay after an employee has worked in a higher classification for twenty(20) consecutive work days or for twenty (20) non-consecutive work days in a ninety (90) calendarday period. To receive Acting Pay, an employee must be formally assigned the duties of the higherclassification. This assignment must be confirmed by the processing of a Personnel Action Form(PAF). Acting Pay will be five percent (5%) above the employee’s current base salary rate or 4iA”Step of the Acting position Classification, whichever is greater, unless otherwise authorized by theCity Manager.Subject to the conditions noted above, qualifying employees will receive Acting Pay for all daysworked in an Acting position, i.e., after twenty (20) consecutive work days or twenty (20) non-consecutive work days in a ninety (90) calendar day period. The employee will receive Acting Payretroactive to the first day of serving in the acting capacity.2. ADDITIONAL DUTY PAYAfforded to an employee who takes on a significant number of extra assignments in an areadifferent than their regularly assigned responsibilities. An employee performing this type of workfor a period of time greater than two (2) weeks will receive pay in the amount of five percent (5%)increase in salary to compensate for performing dual functions at the discretion of the DepartmentDirector. The additional duty pay will be restricted to no more than twelve (12) month limit. Inextenuating circumstances, the Department Head may request an extension of the additional dutypay past the twelve (12) month limit. This request must be made in writing to the City Managerwith justification as to why an extension is required. The extension must include the date theadditional duty pay will expire and a copy of the signed extension must be attached to the PersonnelAction Form (PAF).3. ASSOCIATION MATTERSA 250 copy per month photocopy account is established for CONFIDENTIAL business. Copiesexceeding 250 per month will be paid to the City by CONFIDENTIAL at the current per-copycharge. Association members are provided 24 hours per fiscal year to be used to attend to trainingor other related business in the interest of CONFIDENTIAL, at times authorized by the City.These hours do not accumulate or carry over from one fiscal year to the next.CONFIDENTIAL is allowed to use City Hall as its corporate headquarters (mailing address andmeetings). Permission must be obtained from the City Manager for any association fundraisingactivity conducted on City of Chino property.4. ASSOCIATION REPRESENTATION - REQUEST FOR DECERTIFICATIONThe City amends its language as found in Resolution 85-53 to read as follows:A Decertification petition alleging that the incumbent recognized employee organization no longerrepresents a majority of employees in the recognized unit must be filed with the Director of HumanResources no later than six (6) months (180 days) prior to the expiration of the Memorandum ofUnderstanding then in effect. A Decertification Petition must be filed by two (2) or more4 88 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025iJunn30,2027
employees01‘theirrepresentative,oranemployeeorganization,andwillcontainthefollowing informationanddocumentationdeclaredbythedulyauthorizedsignatoryunderpenaltyofperjury tobetrue,correctandcomplete:
a)Thename,addressandtelephonenumberofthepetitioner(s)anda designated representativeauthorizedtoreceivenoticesorrequestsforfurtherinformation. b)Thenameoftheestablishedrepresentedunitandtheincumbentrecognizedemployee organizationsoughttobedecertifiedastherepresentativeofthatunit. c Proofthattheincumbentrecognizedemployeeorganizationnolongerrepresentsmorethan fiftypercent(50%)oftheemployeesintherepresentedunit,andanyotherrelevantand materialfacts,includingverificationthatmorethanfiftypercent(50%)oftherepresented unitnolongerdesiretoberepresentedbytherecognizedemployeeorganization.

SuchproofwillbesubmittedforverificationtotheDirectorofHumanResources/Risk Management.AllsignaturesontheDecertificationPetitionwillindicatethedatewhensignedby theemployees.AllsignaturesonthePetitionwillbeobtainedwithinonemonth(’30days)priorto filingtheDecertificationPetitionwiththeDirectorofHumanResources/RiskManagement.

Anyemployeeoptingoutofhealthcoveragewillberequiredtosubmitanaffidavitattestingthat theyhaveotherqualifyinggrouphealthcoverageandprovidesupportingdocumentation.For example.aletterfromtheemployerofaspouse,domesticpartnerorparent.

NewHires:

Failuretoprovidetherequireddocumentationwithinsixty(60)daysofhiremayresultintheCity enrollingtheemployeeinthelowestcostmedicalplan.Suchenrollmentwillremainineffectuntil theemployeeprovidesvalidopt—outdocumentationduringthenextOpenEnrollmentperiod.

Recertification:

FailuretoprovidetherequireddocumentationduringtheannualOpenEnrollmentperiodmay resultintheCityenrollingtheemployeeinlowestcostmedicalplan.Suchenrollmentwillremain ineffectuntiltheemployeeprovidesvalidopt-outdocumentationduringthenextopenenrollment period.
)
Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027employees or their representative, or an employee organization, and will contain the followinginformation and documentation declared by the duly authorized signatory under penalty of perjuryto be true, correct and complete:a) The name, address and telephone number of the petitioner(s) and a designatedrepresentative authorized to receive notices or requests for further information.b) The name of the established represented unit and the incumbent recognized employeeorganization sought to be decertified as the representative of that unit.c) Proof that the incumbent recognized employee organization no longer represents more thanfifty percent (50%) of the employees in the represented unit, and any other relevant andmaterial facts, including verification that more than fifty percent (50%) of the representedunit no longer desire to be represented by the recognized employee organization.Such proof will be submitted for verification to the Director of Human Rcsources/RiskManagement. All signatures on the Decertification Petition will indicate the date when signed bythe employees. All signatures on the Petition will be obtained within one month (30 days) prior tofiling the Decertification Petition with the Director of Human Resources/Risk Management.If an accompanying Request for Recognition is filed, and decertification of the incumbentrecognized employee organization is made, such documentation will also determine the wishes ofemployees as to the question of representation.5. BENEFIT BANKEmployees are provided with a Benefit Bank for the purchase of medical, dental and/or visioninsurance for themselves and their eligible dependents. The Benefit Bank total will be equal to thepremium cost of HMO medical (at the rate equal to Kaiser), dental and vision coverage for familycoverage. The Benefit Bank amount will be adjusted annually when new rates become effectiveon December 1 st. Unused portions of the Benefit Bank will be paid out in the employee’s regularpaychecks as earned.Any employee opting out of health coverage will be required to submit an affidavit attesting thatthey have other qualifying group health coverage and provide supporting documentation. Forexample, a letter from the employer of a spouse, domestic partner or parent.New Hires:Failure to provide the required documentation within sixty (60) days of hire may result in the Cityenrolling the employee in the lowest cost medical plan. Such enrollment will remain in effect untilthe employee provides valid opt-out documentation during the next Open Enrollment period.Recertification:Failure to provide the required documentation during the annual Open Enrollment period mayresult in the City enrolling the employee in lowest cost medical plan. Such enrollment will remainin effect until the employee provides valid opt-out documentation during the next open enrollmentperiod. 5 89 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025~June30,2027

6.BEREAVEMENTLEAVE
Anon—accruingbankofflve(5)days(50hours)forthebereavementofaqualifiedfamilymember isprovided.A“qualifiedfamilymember”isdefinedasaspouse,domesticpanner,parent,step- parent,sibling,child,step—child,mother-in-law‘father—in-law,brother—in-law,sister-in-law, daughter—in-law,son-in—law,grandparent,step-grandparent,grandchild,oranyotherrelative residingwithintheemployee’shome.

Thefive(5)daysofbereavementleavedonotneedt0betakenconsecutively;theycanbeused intermittently.Iftheleaveisusedintermittently,itmustbeusedwithinthree(3)monthsofthe qualifiedfamilymember’sdateofdeath.

Theemployeewithinthirty(30)daysofthefirstdayoftheleaveshallprovidedocumentationof thedeathofthequalifiedfamilymember,ifrequestedbytheDepartmentHeadortheirdesignee.

Documentationmayincludebutisnotlimitedtoadeathcertificate,apublishedobituary,awritten verificationofadeath,burialormemorialservicesfromamortuary,funeralhome,burialsociety, crematorium,religiousinstitution,orgovernmentalagency.

7.BILINGUALPAY
Employeesareeligibletoreceiveaonehundredandsixtydollar($160)bilingualallowanceper month(paidover24payperiods)forverbalfluencyinanylanguagethattheDepartmentDirector deemsnecessaryotherthanEnglish,includingsignlanguage,underthefollowingconditions:
a.Certification:A competencyexaminationwillbeadministeredbytheHuman Resources/RiskManagementDepartmenttodetermineanemployees’proficiency.Testing anditsfrequencyareatthediscretionoftheCity.AnemployeemustpasstheCity‘s competencyexaminationtobeeligibleforBilingualPay.
b.DepartmentDirectorApproval:TobeeligibletotaketheCity’scompetencyexamination, anemployeemustberecommendedbytheirDepartmentDirector.Eligibilityforthe opportunitytotestforBilingualPayissolelyattheemployee’sDepartmentDirector’s discretionandisnotsubjecttoadministrativeappealorchallenge.TheDepartment Directorwillmakehis/herrecommendationbasedonanassessmentoftheneedforthe employeetousebilingualskillsonthejob.IfanemployeeisapprovedforBilingualPay, thenlaterChangesassignment,classification,jobduties,oristransferredorpromoted,a determinationmaybemadebytheemployee’sDepartmentDirectorthatbilingualskills arenolongerrequiredforuseonthejobandthisbenefitwillberemovedfromthe employeewithnorightofappeal.

8.COMPENSATORYTIME
Employeesmayaccrueamaximumofforty(40)hoursofCompensatoryTimeoff.Eachemployee hastheoptionofeleetingtoconvertany,orall,accruedCompensatoryTimeoffhourstopaywith thesecondpaycheckinNovemberofeachyearatthehourlyrateexistingatthattime.Upon separationfromthisbargainingunit,accruedCompensatoryTimeoffwillbeconvertedtocashat thethenexistingbasehourlyrate.

Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 20276. BEREAVEMENT LEAVEA non-accruing bank of five (5) days (50 hours) for the bereavement of a qualified family memberis provided. A “qualified family member’’ is defined as a spouse, domestic partner, parent, step-parent, sibling, child, step-child, mother-in-law, father-in-law, brother-in-law. sister-in-law,daughter-in-law, son-in-law, grandparent, step-grandparent, grandchild, or any other relativeresiding within the employee’s home.The five (5) days of bereavement leave do not need to be taken consecutively; they can be usedintermittently. If the leave is used intermittently, it must be used within three (3) months of thequalified family member’s date of death.The employee within thirty (30) days of the first day of the leave shall provide documentation ofthe death of the qualified family member, if requested by the Department Head or their designee.Documentation may include, but is not limited to a death certificate, a published obituary, a writtenverification of a death, burial or memorial services from a mortuary, funeral home, burial society,crematorium, religious institution, or governmental agency.7. BILINGUAL PAYEmployees are eligible to receive a one hundred and sixty dollar ($160) bilingual allowance permonth (paid over 24 pay periods) for verbal fluency in any language that the Department Directordeems necessary other than English, including sign language, under the following conditions:a. Certification: A competency examination will be administered by the HumanResources/Risk Management Department to determine an employees’ proficiency. Testingand its frequency are at the discretion of the City. An employee must pass the City’scompetency examination to be eligible for Bilingual Pay.b. Department Director Approval: To be eligible to take the City's competency examination,an employee must be recommended by their Department Director. Eligibility for theopportunity to test for Bilingual Pay is solely at the employee’s Department Director’sdiscretion and is not subject to administrative appeal or challenge. The DepartmentDirector will make his/her recommendation based on an assessment of the need for theemployee to use bilingual skills on the job. If an employee is approved for Bilingual Pay,then later changes assignment, classification, job duties, or is transferred or promoted, adetermination may be made by the employee’s Department Director that bilingual skillsare no longer required for use on the job and this benefit will be removed from theemployee with no right of appeal.8. COMPENSATORY TIMEEmployees may accrue a maximum of forty (40) hours of Compensatory Time off. Each employeehas the option of electing to convert any, or all, accrued Compensatory Time off hours to pay withthe second paycheck in November of each year at the hourly rate existing at that time. Uponseparation from this bargaining unit, accrued Compensatory Time off will be converted to cash atthe then existing base hourly rate. 6 90 M6m0randumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
EmployeeswillonlybeeligibletoearnCOmpensatoryTimewhenworkingovertimeintheir regularlyassignedassignment.Allotherovertimeearnedwillbepaid.

9.COMPUTERLOANPROGRAM
Allregularemployeeswhohavecompletedtheirprobationaryperiodareeligibletoparticipatein aComputerLoanProgrammanagedbytheFinanceDepartment.Participantsmustagreetocomply withtherequirementsoftheprogramaslistedbelow:
‘Maximumamountfinancedistwothousand,fivehundreddollars($2,500).zO.Anycomputersystemmaybepurchasedundertheplanaslongasitcomplieswith AdministrativePolicyEmployeePCLotteryLoanProgram.
’:’Minimumofone(l)businesssoftwarepackagemustbepurchased(i.e.spreadsheet,data basemanager,wordprocessor,etc.).

Systemcomponentsmustbemanufacturedbyanestablished,brandnamecompanyandbe compatiblewithCitydataprocessingequipment.Forexample,Dell,HP,etc.

Nogameorentertainmentsoftwarewillqualifyunderthisprogram.

Loanstoparticipantswillbeforatermnottoexceedthirty—sixmonths(36)andnointerest willbechargedduringthattime.

Paymentsontheloanwillbemadethroughpayrolldeductiononabi—weeklybasis.

Loansaredueandpayableinfulluponterminationofemploymentforanyreason.(i.e. resignation,retirement,etc.).

TheCitymustapproveinadvanceallpurchasesforequipmentunderthisprogram.

A writtenagreementbetweentheCityandparticipantisrequiredtoparticipateinthis program.
0O§
:90
TheCityintendstoofferthisprogramonanannualbasis,butthePlan’scontinuedavailabilitywill bedependentuponitseffectivenessandavailabilityoffunds.Shouldlimitationsonfundsoccur, participantsbuyingnewsystemswillbegivenfirstconsiderationandthenalotteryforany participantsupgradingtheircurrentsystemwillbeheld.

10.COSTOFLIVINGADJUSTMENT
Increasestoemployees’basewages/salaryrangesforanyrepresentedpositionsareasfollows:
'3EffectivethefirstpayperiodafterratificationoftheConfidentialUnitandapprovalbythe CityCouncil:Twopercent(2%)‘3‘EffectivethebeginningofthepayperiodincludingJulyl,2026:Fourpercent(4%)

11.DEATHBENEFIT
Employeesareprovidedwith$100,000inlifeinsurancecoverage,payabletobeneficiaryonfile intheHumanResources/RiskManagementDepartmentattimeofdeath.

Intheeventofanemployee’sdeath,theirbeneficiarywillreceivepaymentofallunusedLeave Timeat100%exceptSickLeave.SickLeavetimewillbepaidoutattherateestablishedbyyears ofservice.Iftheemployeewouldhavebeeneligibleforretirementusingthedefinitionin CalPERS,SickLeavewillbepaidtotheemployee’sbeneficiary(ies)at100%cashoutofthe employee’saccruedSickLeaveonrecord.

Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027Employees will only be eligible to earn Compensatory Time when working overtime in theirregularly assigned assignment. All other overtime earned will be paid.9. COMPUTER LOAN PROGRAMAll regular employees who have completed their probationary period are eligible to participate ina Computer Loan Program managed by the Finance Department. Participants must agree to complywith the requirements of the program as listed below:Maximum amount financed is two thousand, five hundred dollars ($2,500).❖ Any computer system may be purchased under the plan as long as it complies withAdministrative Policy Employee PC Lottery Loan Program.❖ Minimum of one (1) business software package must be purchased (i.e. spreadsheet, database manager, word processor, etc.).❖ System components must be manufactured by an established, brand name company and becompatible with City data processing equipment. For example, Dell, HP, etc.❖ No game or entertainment software will qualify under this program.❖ Loans to participants will be for a term not to exceed thirty-six months (36) and no interestwill be charged during that time.❖ Payments on the loan will be made through payroll deduction on a bi-weekly basis.❖ Loans are due and payable in full upon termination of employment for any reason, (i.e.resignation, retirement, etc.).❖ The City must approve in advance all purchases for equipment under this program.❖ A written agreement between the City and participant is required to participate in thisprogram.The City intends to offer this program on an annual basis, but the Plan’s continued availability willbe dependent upon its effectiveness and availability of funds. Should limitations on funds occur,participants buying new systems will be given first consideration and then a lottery for anyparticipants upgrading their current system will be held.10. COST OF LIVING ADJUSTMENTIncreases to employees’ base wages/salary ranges for any represented positions are as follows:❖ Effective the first pay period after ratification of the Confidential Unit and approval by theCity Council: Two percent (2%)❖ Effective the beginning of the pay period including July 1, 2026: Four percent (4%)11. DEATH BENEFITEmployees are provided with $100,000 in life insurance coverage, payable to beneficiary on filein the Human Resources/Risk Management Department at time of death.In the event of an employee’s death, their beneficiary will receive payment of all unused LeaveTime at 100% except Sick Leave. Sick Leave time will be paid out at the rate established by yearsof service. If the employee would have been eligible for retirement using the definition inCalPERS, Sick Leave will be paid to the employee’s beneficiary(ies) at 100% cash out of theemployee’s accrued Sick Leave on record. 7 91 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
Intheeventofanemployee’sdeathwheresuchdeathisdefinedbytheWorkers’Compensation systemasanindustrialdeath,theemployee’sbeneficiaryOes)willreceive100%cash-outofthe employee’saccruedSickLeaveonrecord.

12.DEFERREDCOMPENSATIONPLAN
A deferredcompensationplan,457(b),isavailabletoallemployees,providingtax—deferred savingstoserveasaretirementsupplement.AnemployeemaycontributetotheCity'sdesignated deferredcompensationplanuptothemaximumannualamountallowedbyfederalandstatelaw throughapayrolldeductionprogram.

TotheextentallowedbyfederalandstatelawandtheCity'sdeferredcompensationplan administrator,theCitywillallow,duringthethree(3)yearspriortoanemployee'splanned retirementdate,theconversionofaccruedSickLeave/Vacation/SickLeaveConversion/ FloatingHolidayCompensatoryTimeleavehourstocashcontributionattheemployee'sbase rateofpayineffectatthetimeofconversion.Leaveconversioncontributionsforthe”457 Catch—up”shallnormallybedistributedoveranemployee'slastthree(3)yearspriortotheir plannedretirementdate.However,basedonthetotalamountof"457Catch—up"contributions availabletotheemployee,accumulatedsickleavehours,andtheemployee'sdesignated retirementdate,"457catch-up"contributionsmayoccuroverashorterperiodoftimepriorto retirement.Tobeeligibletoparticipate,theemployeemustbewithinthree(3)yearsoftheir plannedretirementdate,have"457Catch—up"privilegesavailabletohim/her,andbeenrolled intheCity-sponsored457DeferredCompensationPlan.
“Catch-up”—SickLeave
Employeesarenotentitledto100%cash—outofSickLeaveuntilcompletionoffive(5)years ofservicewiththeCityasthefinalemployerandeitheraqualifiedserviceordisability retirement.TheCitywilladvanceemployees47yearsofageorolderacash—outoftheir accruedSickLeaveuptotheindexedamountif‘theychoosetoutilizethe“CatchUp”provision providedthroughtheCity’s457plan.

Intheeventanemployeeseparatesforanyreasonotherthanserviceordisabilityretirement fromtheCitypriortobeingeligibletoreceive100%SickLeavepay,saidemployeewillbe requiredtoreimbursetheexcessamountofSickLeavepreviouslypaidout.Thereimbursement Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 2027In the event of an employee’s death where such death is defined by the Workers’ Compensationsystem as an industrial death, the employee’s beneficiary(ies) will receive 100% cash-out of theemployee’s accrued Sick Leave on record.12. DEFERRED COMPENSATION PLANA deferred compensation plan, 457(b), is available to all employees, providing tax-deferredsavings to serve as a retirement supplement. An employee may contribute to the City's designateddeferred compensation plan up to the maximum annual amount allowed by federal and state lawthrough a payroll deduction program.City ContributionEmployees will receive a one hundred dollar ($100) per month City match to their DeferredCompensation Plan provided the employee contributes one hundred dollars ($100) per month totheir City Deferred Compensation account. If the employee does not contribute to the DeferredCompensation account each month, they will not be eligible for the City match.“Catch-up” ProvisionPursuant to federal and state law, employees attaining the minimum age of 47, who are withinthree (3) years of their planned retirement date, may take advantage of the 457 DeferredCompensation Plan "Catch-up" provisions and allowances as defined in federal and state law.To the extent allowed by federal and state law and the City's deferred compensation planadministrator, the City will allow, during the three (3) years prior to an employee's plannedretirement date, the conversion of accrued Sick Leave/Vacation/Sick Leave Conversion/Floating Holiday Compensatory Time leave hours to cash contribution at the employee's baserate of pay in effect at the time of conversion. Leave conversion contributions for the "457Catch-up" shall normally be distributed over an employee's last three (3) years prior to theirplanned retirement date. However, based on the total amount of "457 Catch-up" contributionsavailable to the employee, accumulated sick leave hours, and the employee's designatedretirement date, "457 catch-up" contributions may occur over a shorter period of time prior toretirement. To be eligible to participate, the employee must be within three (3) years of theirplanned retirement date, have "457 Catch-up" privileges available to him/her, and be enrolledin the City-sponsored 457 Deferred Compensation Plan.“Catch-up” - Sick LeaveEmployees are not entitled to 100% cash-out of Sick Leave until completion of five (5) yearsof service with the City as the final employer and either a qualified service or disabilityretirement. The City will advance employees 47 years of age or older a cash-out of theiraccrued Sick Leave up to the indexed amount if they choose to utilize the “Catch Up” provisionprovided through the City’s 457 plan.In the event an employee separates for any reason other than service or disability retirementfrom the City prior to being eligible to receive 100% Sick Leave pay, said employee will berequired to reimburse the excess amount of Sick Leave previously paid out. The reimbursement8 92 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
willbedeductedbytheCityfromany0rallearnedfundsavailabletotheemployeeon separation,withoutitbeingnecessaryfortheCitytoseekaciviljudgmentforthemonies.

TheemployeewillcontinuetoaccrueSickLeavehoursatthenormalratewhileparticipating inthisprogram,
“Catch—up”hoursadvancedwillbecountedtowardstheemployee’sSickLeavebankforthe SickLeaveProgramcalculation.
“Cateh—up"—VacationLeave
Inordertoparticipate,theemployeewillselecttheamountofVacationLeavetheywant transferredintodeferredcompensationatthebeginningofeachofthethree(3)years.The amountcanbeaselectednumberofhoursorapercentageofVacationLeaveremainingatthe endoftheyear.Theemployee’sVacationLeavebalancewouldthendecreasecommensurately withtheamountoffundswithdrawn.

TheemployeemaintainingtheirVacationLeavemaximumwouldstillbeeligibleforVacation Leaveincentives,suchasVacationLeaveConversion.Theemployeewillcontinuetoaccrue VacationLeavehoursatthenormalratewhileparticipatinginthisprogram. "Cateh-up"—OtherLeaveBanks
Inordertoparticipate,theemployeewillselecttheamountofotherleave(thismaybeFloating Holiday,SickLeaveConversionand/orcompensatoryLeave)tobetransferredintodeferred compensationatthebeginningofeachofthethree(3)years.Theamountmustbeaselected numberofhoursofleave.Theemployee’sleavebalancewouldthendecreasecommensurately withtheamountoffundswithdrawn.
“Age50+Catch-up”
Inthecalendaryearanemployeereachesage50(orolder),theymaycontributeanadditional amountoverthenormalmaximumcontributionlimit(pertheIRS)The“Age50Catch-up” and“Pre-RetirementCatch-up”provisionsmaynotbothbeusedinthesamecalendaryear.

EmployeesmayuseaccruedSick,FloatingHoliday,SickLeaveConversion,Compensatory and/"oraccruedVacationLeavehourstocontributethisadditionalamount.

Contributionstodeferredcompensationprogramwillbediscontinuedwhileanemployeeis receivingWorkers’Compensationpayments.

Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 2027will be deducted by the City from any or all earned funds available to the employee onseparation, without it being necessary for the City to seek a civil judgment for the monies.In order to participate, the employee will select the amount of Sick Leave they want transferredinto deferred compensation at the beginning of each of the three (3) years. The amount can bea selected number of hours or a percentage of Sick Leave remaining at the end of the year. Theemployee’s Sick Leave balance would then decrease commensurately with the amount of fundswithdrawn.The employee will continue to accrue Sick Leave hours at the normal rate while participatingin this program.“Catch-up” hours advanced will be counted towards the employee’s Sick Leave bank for theSick Leave Program calculation.“Catch-up”- Vacation LeaveIn order to participate, the employee will select the amount of Vacation Leave they wanttransferred into deferred compensation at the beginning of each of the three (3) years. Theamount can be a selected number of hours or a percentage of Vacation Leave remaining at theend of the year. The employee’s Vacation Leave balance would then decrease commensuratelywith the amount of funds withdrawn.The employee maintaining their Vacation Leave maximum would still be eligible for VacationLeave incentives, such as Vacation Leave Conversion. The employee will continue to accrueVacation Leave hours at the normal rate while participating in this program.“Catch-up”- Other Leave BanksIn order to participate, the employee will select the amount of other leave (this may be FloatingHoliday, Sick Leave Conversion and/or compensatory Leave) to be transferred into deferredcompensation at the beginning of each of the three (3) years. The amount must be a selectednumber of hours of leave. The employee’s leave balance would then decrease commensuratelywith the amount of funds withdrawn.“Age 50+ Catch-up”In the calendar year an employee reaches age 50 (or older), they may contribute an additionalamount over the normal maximum contribution limit (per the IRS). The “Age 50 Catch-up”and “Pre-Retirement Catch-up” provisions may not both be used in the same calendar year.Employees may use accrued Sick, Floating Holiday, Sick Leave Conversion, Compensatoryand/or accrued Vacation Leave hours to contribute this additional amount.Contributions to deferred compensation program will be discontinued while an employee isreceiving Workers’ Compensation payments.9 93 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025AJune30,2027

13.DIRECTDEPOSIT
Allemployeeswillhavefundsdirectlydepositedintoanaccounttheyestablishedfordepositof theirpayrollchecks.

14.DISABILITY
Full—time,non—probationaryemployeesareeligibleforaCity-fundedShort/Long—termdisability planwhichprovidesforsalarycontinuationeffectiveonthe41“consecutivecalendardayof disabilityatarateof100%oftheemployee’sbasesalary,withaprovisiontocontinueregular benefitsandbenefitaccruals.Onthe6l3‘consecutivecalendardayofdisability,salarycontinuation ispaidatarateofupto66-2/3%ofsalaryattimeofdisability.Theentirebenefitperiodwillnot exceedfive(5)years.

15.DISCIPLINARYAPPEALPROCEDURE
Resolution2003-1lwillbeamendedtoreflectthattheCityManagerwillnolongerserveasthe HearingOfficer.

16.FLEXIBLEBENEFITSSPENDINGPLAN
A Section125—FlexibleBenefitsSpendingPlanisavailableforemployeecontributionsin accordancewithIRSregulations.
l7.FLOATINGHOLIDAYTIME
Employeesareprovidedwiththirtyfive(35)hoursofFloatingHolidayTimeinJulyofeachyear (proratedfornewhiresfollowingcompletionofsix(6)monthsoffull~time/continuousservice).

Thistimeoffisusedbytheemployeewiththeapprovaloftheirsupervisor.

Employeesmaycashoutuptothirtyfive(35)hoursofFloatingHolidayTime,onetimeperfiscal year,inonesetnumberofhours,payableattheemployee’sexistingbaserateofpayatthetimeof request.Paymentwillbemadewiththeregularpayrollcheckrunnearesttherequestofthecash— out(requiresminimumoften(10)workingdayspriortorequest).AnyremainingFloatingHoliday Timewillbepaidoutinthefinalpayrollcheckofeachfiscalyear.

ExceptforemployeesretiringfromtheCity,employeesresigningorseparatingfromemployment willhaveFloatingHolidayTimecreditedonaproratedbasis(2.916hourspermonth),andamounts used/cashedoutinexcessofthosetheyqualifyforareowedbacktotheCityuponseparation.The differencewillbedeductedfromtheemployee’sfinalcheck(s),orintheeventthatsufficientfunds arenotavailable.theemployeewillberesponsibletopaybacktheCitywithinfourteen(14) calendardaysfromthedateofseparation.

18.HOLIDAYS
TheCityhas twelve(l2)ten—hourasfollows:

NewYear’sDay MartinLutherKing
PresidentsDay MemorialDay
IndependenceDay LaborDay
VeteransDay ThanksgivingDay
Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 202713. DIRECT DEPOSITAll employees will have funds directly deposited into an account they established for deposit oftheir payroll checks.14. DISABILITYFull-time, non-probationary employees are eligible for a City-funded Short/Long-term disabilityplan which provides for salary continuation effective on the 41 stconsecutive calendar day ofdisability at a rate of 100% of the employee’s base salary, with a provision to continue regularbenefits and benefit accruals. On the 61stconsecutive calendar day of disability, salary continuationis paid at a rate of up to 66-2/3% of salary at time of disability. The entire benefit period will notexceed five (5) years.15. DISCIPLINARY APPEAL PROCEDUREResolution 2003-1 1 will be amended to reflect that the City Manager will no longer serve as theHearing Officer.16. FLEXIBLE BENEFITS SPENDING PLANA Section 125 - Flexible Benefits Spending Plan is available for employee contributions inaccordance with IRS regulations.17. FLOATING HOLIDAY TIMEEmployees are provided with thirty five (35 ) hours of Floating Holiday Time in July of each year(prorated for new hires following completion of six (6) months of full-time/continuous service).This time off is used by the employee with the approval of their supervisor.Employees may cash out up to thirty five (35) hours of Floating Holiday Time, one time per fiscalyear, in one set number of hours, payable at the employee’s existing base rate of pay at the time ofrequest. Payment will be made with the regular payroll check run nearest the request of the cash-out (requires minimum of ten ( 10) working days prior to request). Any remaining Floating HolidayTime will be paid out in the final payroll check of each fiscal year.Except for employees retiring from the City, employees resigning or separating from employmentwill have Floating Holiday Time credited on a prorated basis (2.916 hours per month), and amountsused/cashed out in excess of those they qualify for are owed back to the City upon separation. Thedifference will be deducted from the employee’s final check(s), or in the event that sufficient fundsare not available, the employee will be responsible to pay back the City within fourteen (14)calendar days from the date of separation.18. HOLIDAYSThe City has designated twelve (12) ten-hour holidays as follows:New Year’s Day Martin Luther KingPresidents Day Memorial DayIndependence Day Labor DayVeterans Day Thanksgiving Day10 94 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
DayfollowingThanksgivingChristmasEve
ChristmasDay NewYear‘sEvo
WhenaholidayfallsonaSaturday,theprecedingFridaywillberecognizedastheholiday.When aholidayfallsonaSunday,thefollowingMondaywillberecognizedastheholiday.Tobeeligible foranobservedholiday,employeesmustbepaidfortheregularlyscheduledworkdaywhich immediatelyfollowstheobservedholidaytoreceivepayforthatholiday.Forexample,ifaholiday fcllonaMonday‘andtheemployeewasona4/10workschedulewithFridaysoff,theemployee wouldberequiredtobepaidforaregularlyscheduledworkdayontheThursdaybeforethe observedholidayandtheTuesdayfollowingtheobservedholiday.

WhenaCity-designatedholidayisobsen'edonanemployee’sscheduleddayoff,holidayhours willbecreditedtotheemployee.Theemployeeisrequiredtoinitiatecontactwiththeirsupervisor inwritingtorequestauthorizationtoutilizethesebankedholidayhours.Anyremainingtimewill bepaidoutinthefinalpayrollcheckofeachfiscalyear.

WhenanemployeeseparatesfromCityemployment(foranyreason)andhasoneormore accumulatedholidaysonaccountontheeffectivedateoftheseparation,theaccumulatedholiday willbeconvertedtocashatthehourlyrateexistingatthetimeofseparationandinanamount equivalenttothenumberofhoursconstitutinga“workday”atthetimeofscparation.

Inanyinstancewhereanemployeeworksonaholiday,theemployeemaychooseone(l)ofthe followingoptionsforcompensation:
a)Bepaidholidayhoursatstraighttimeandbankhoursworkedascompensatorytimeat overtimerate.
b)Bepaidholidayhoursatstraighttimeandbepaidhoursworkedatovertimerate.

19.HOLIDAYCLOSURE
TheCityreservestherighttoclosenon—safetyfacilitiesbetweenChristmasEveandNewYear's Day.EmployeesmayuseaccruedVacation.FloatingHolidays,CompensatoryTime,SickLeave Conversionorremaininanunpaidleavestatusduringthisperiod.

TheCityshallhavethediscretiontoadvanceVacationtime.whichwillbeearnedbytheemployee inthefuture,tothoseemployeeswhorequestitandwhodonothaveanycurrentVacation,Floating Holiday,CompensatoryTime,orSickLeaveConversionanddonotwishtobeinanunpaidleave statusduringtheclosure.

Basedontheorganizationalneeds,certainclassificationsmayberequiredtoworkduringthe holidayclosure.ThisdeterminationwillbemadebytheDepartmentDirector.

20.JOINT-LABORMANAGEMENTCOMMITTEE
TheCityandtheConfidentialUnitmayconveneaJointLabor—Management(JLM)Committee fromtimetotimeforthepurposeofdiscussingmattersofmutualconcernthatdonotinvolve modificationstothisMemorandumofUnderstanding(MOU).
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Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027Day following Thanksgiving Christmas EveChristmas Day New Year’s EveWhen a holiday falls on a Saturday, the preceding Friday will be recognized as the holiday. Whena holiday falls on a Sunday, the following Monday will be recognized as the holiday. To be eligiblefor an observed holiday, employees must be paid for the regularly scheduled workday whichimmediately follows the observed holiday to receive pay for that holiday. For example, if a holidayfell on a Monday, and the employee was on a 4/10 work schedule with Fridays off, the employeewould be required to be paid for a regularly scheduled workday on the Thursday before theobserved holiday and the Tuesday following the observed holiday.When a City-designated holiday is observed on an employee’s scheduled day off, holiday hourswill be credited to the employee. The employee is required to initiate contact with their supervisorin writing to request authorization to utilize these banked holiday hours. Any remaining time willbe paid out in the final payroll check of each fiscal year.When an employee separates from City employment (for any reason) and has one or moreaccumulated holidays on account on the effective date of the separation, the accumulated holidaywill be converted to cash at the hourly rate existing at the time of separation and in an amountequivalent to the number of hours constituting a “workday” at the time of separation.In any instance where an employee works on a holiday, the employee may choose one ( 1) of thefollowing options for compensation:a) Be paid holiday hours at straight time and bank hours worked as compensatory time atovertime rate.b) Be paid holiday hours at straight time and be paid hours worked at overtime rate.19. HOLIDAY CLOSUREThe City reserves the right to close non-safety facilities between Christmas Eve and New Year'sDay. Employees may use accrued Vacation, Floating Holidays, Compensatory Time, Sick LeaveConversion or remain in an unpaid leave status during this period.The City shall have the discretion to advance Vacation time, which will be earned by the employeein the future, to those employees who request it and who do not have any current Vacation, FloatingHoliday, Compensatory Time, or Sick Leave Conversion and do not wish to be in an unpaid leavestatus during the closure.Based on the organizational needs, certain classifications may be required to work during theholiday closure. This determination will be made by the Department Director.20. JOINT-LABOR MANAGEMENT COMMITTEEThe City and the Confidential Unit may convene a Joint Labor-Management (JLM) Committeefrom time to time for the purpose of discussing matters of mutual concern that do not involvemodifications to this Memorandum of Understanding (MOU).11 95 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
MeetingsoftheJLMCommitteeshallbescheduledasneededandonlybymutualagreementof bothparties.Theformat,structure,andcompositionoftheCommitteeshallbedeterminedjointly bytheCityandtheConfidentialUnit.

AnyactionstakenorrecommendationsmadebytheJLMCommitteeshallbenon-bindingunless explicitlystatedotherwiseinawrittenagreement.Suchagreementsshallbeeffectiveonlyupon approvalbytheCityCouncilandratificationbytheConfidentialUnit.

21.JURYDUTY
Employeesarecompensatedforjuryserviceoften(10)workdaysperfiscalyear.A“workday” willbedefinedasaregularlyscheduleddayofworkfortheemployee.

22.LIFEINSURANCE
Employeesareprovidedwith$100,000intermlifeinsurancecoverage.

AlsoseeDeathBenefitSectioninthisMOU.

23.LONGEVITYPAY
Employeesareeligibleforlongevitypayasaone-timelumpsumpayoutasfollows:
‘1‘10yearsofservice—$500paidinalumpsumattimeofanniversary. 15yearsofservice-$1,000paidinalumpsumattimeofanniversary 20yearsofservice—$1,500paidinalumpsumattimeofanniversary. 25yearsofservice—$2,000paidinalumpsumattimeofanniversary. 30yearsofservice~$2,500paidinalumpsumattimeofanniversary. 35yearsofservice—$3,000paidinalumpsumattimeofanniversary. 40yearsofservice-$3,500paidinalumpsumattimeofanniversary. 45yearsofservice—$4,000paidinalumpsumattimeofanniversary.

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24.MANAGEMENTRIGHTS
TheCityretainsallrights,powers,andauthoritytomanage,direct,andcontrolitsoperations, exceptasspecificallylimitedbythisMemorandumofUnderstanding(MOU)orapplicablelaw.

Theserightsinclude,butarenotlimitedto:
"'Detemiiningtheorganization,mission,andobjectiveoftheagencyordepartment.

Establishingthemissionofitsconstituentdepartments,commissions,andboards.

Settingandmodifyingstandardsofservice.

Planning,directingandcontrollingtheworkforce.

Establishingpoliciesprocedures,andstandardsforemployeeconductandperformance. :99
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Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027Meetings of the JLM Committee shall be scheduled as needed and only by mutual agreement ofboth parties. The format, structure, and composition of the Committee shall be determined jointlyby the City and the Confidential Unit.Any actions taken or recommendations made by the JLM Committee shall be non-binding unlessexplicitly stated otherwise in a written agreement. Such agreements shall be effective only uponapproval by the City Council and ratification by the Confidential Unit.21. JURY DUTYEmployees are compensated for jury service of ten (10) work days per fiscal year. A “work day”will be defined as a regularly scheduled day of work for the employee.For all jury service, employees arc required to deliver a jury duty certification form at the end ofthe required jury duty to verify such service. Employees required to serve on a jury must report towork before and after jury duty provided there is an opportunity for at least one (1) hour of actualwork time.22. LIFE INSURANCEEmployees arc provided with $100,000 in term life insurance coverage.Also see Death Benefit Section in this MOU.23. LONGEVITY PAYEmployees are eligible for longevity pay as a one-time lump sum payout as follows:10 years of service - $500 paid in a lump sum at time of anniversary.1 5 years of service - $ 1,000 paid in a lump sum at time of anniversary20 years of service - $1,500 paid in a lump sum at time of anniversary.25 years of service - $2,000 paid in a lump sum at time of anniversary.30 years of service - $2,500 paid in a lump sum at time of anniversary.35 years of service - $3,000 paid in a lump sum at time of anniversary.40 years of service - $3,500 paid in a lump sum at time of anniversary.45 years of service - $4,000 paid in a lump sum at time of anniversary. ❖ ♦> ♦> ♦$» ♦♦♦ ♦♦♦

24. MANAGEMENT RIGHTSThe City retains all rights, powers, and authority to manage, direct, and control its operations,except as specifically limited by this Memorandum of Understanding (MOU) or applicable law.These rights include, but are not limited to:Determining the organization, mission, and objective of the agency or department.Establishing the mission of its constituent departments, commissions, and boards.Setting and modifying standards of service.Planning, directing and controlling the workforce.Establishing policies procedures, and standards for employee conduct and performance. ❖ ❖ ♦♦♦ ❖ ❖
12 96
MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
‘9Conductingperformanceevaluationsandimplementingperformanceimprovementplans asnecessary.

Determiningthenumber,location,andtypesofemployeesrequired.

Hiring,promoting.transferring,assigning,andretainingemployees. . Establishingjobclassifications,qualifications,andstandardsforhiring,training,and performanceevaluation.
‘9Exercisingfullcontrolanddiscretionovertheorganization’sStructureandthetechnology usedtoperformwork.
‘3Implementingcorrectiveactions,includingsuspension,demotionorterminationforjust cause.
6'Takingallnecessaryactionstocarryoutitsmissioninemergencies,includingreassigning personnelandmodifyingworkassignmentsasneeded.
a? TherearenoprovisionsinthisMOUthatshallbedeemedtolimitorcurtailtheCity’s rights,unlessandonlytotheextentthattheprovisionsofthisMOUspecificallycurtailor limitsuchrights.
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MeetandConferObligation
Whererequiredbylaw,theCityagrees,priortoimplementation,tomeetandconferwiththe ConfidentialUnitconcerningtheimpactoftheexerciseofCityrightsonwages.hours.andterms andconditionsofemployment.

25.MILEAGEREIMBURSEMENT
TheCityagreestoreimburseemployeesauthorizedbytheirDepartmentDirectorforuseof personalautomobilesforCitybusiness.Employeesmustprovidepriortoanymileage reimbursementbeingpaidtherequiredvehicleinsuranceverification.

VehicleinsurancecoveragemustbeprovidedannuallyandkeptonfilewiththeHuman Resources/RiskManagementDepartmenttoremaineligibleformileagereimbursement.Ifan employeedoesnotmaintaincurrentvehicleinsurancecoverage,theHumanResources/Risk ManagementDepartmentwillnotifytheDepartmentDirectorandFinanceDepartmentthatthe mileagereimbursementfortheemployeemaynotbepaiduntilcurrentvehiclecoveragehasbeen provided.TheCityusesthestandardrateestablishedbytheInternalRevenueServicetocalculate reimbursementformileage.

26.NOTARYPAY
TheCitywillprovidecompensationintheamountofonehundreddollars($100)permonthtoup totwo(2:)employeesintheunitdesignatedbytheCityManagertoperfonnnotaryduties.The paymentfornotarydutieswillbemadebiweeklyintheamountofforty—sixdollarsandfifteen cents($46.15)fortwenty-six(26)payperiods.

EmployeesreceivingnotarypayshallmaintaintheircommissionfromtheCaliforniaSecretaryof State,iftheyarereceivingthenotarypay.TheCityshallpayforthecostofnecessarystamps, journals,supplies,andfeesassociatedwithStateand/orCountyrequirements,asapplicable.

Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027❖ Conducting performance evaluations and implementing performance improvement plansas necessary.❖ Determining the number, location, and types of employees required.Hiring, promoting, transferring, assigning, and retaining employees.❖ Establishing job classifications, qualifications, and standards for hiring, training, andperformance evaluation.❖ Exercising full control and discretion over the organization’s Structure and the technologyused to perform work.❖ Implementing corrective actions, including suspension, demotion or termination for justcause.❖ Taking all necessary actions to carry out its mission in emergencies, including reassigningpersonnel and modifying work assignments as needed.❖ There are no provisions in this MOU that shall be deemed to limit or curtail the City’srights, unless and only to the extent that the provisions of this MOU specifically curtail orlimit such rights.Meet and Confer ObligationWhere required by law, the City agrees, prior to implementation, to meet and confer with theConfidential Unit concerning the impact of the exercise of City rights on wages, hours, and termsand conditions of employment.25. MILEAGE REIMBURSEMENTThe City agrees to reimburse employees authorized by their Department Director for use ofpersonal automobiles for City business. Employees must provide prior to any mileagereimbursement being paid the required vehicle insurance verification.Vehicle insurance coverage must be provided annually and kept on file with the HumanResources/Risk Management Department to remain eligible for mileage reimbursement. If anemployee does not maintain current vehicle insurance coverage, the Human Resources/RiskManagement Department will notify the Department Director and Finance Department that themileage reimbursement for the employee may not be paid until current vehicle coverage has beenprovided. The City uses the standard rate established by the Internal Revenue Service to calculatereimbursement for milcage.26. NOTARY PAYThe City will provide compensation in the amount of one hundred dollars ($100) per month to upto two (2) employees in the unit designated by the City Manager to perform notary duties. Thepayment for notary duties will be made biweekly in the amount of forty-six dollars and fifteencents ($46. 15) for twenty-six (26) pay periods.Employees receiving notary pay shall maintain their commission from the California Secretary ofState, if they are receiving the notary pay. The City shall pay for the cost of necessary stamps,journals, supplies, and fees associated with State and/or County requirements, as applicable.13 97 MemorandumofUnderstanding
CONFIDENTIALJuly132025—June30,2027
Shouldtheemploy6enotmaintaintheircommission,theemployeeisresponsiblefornotifying theirsupervisorandPayrollDivisionimmediately,sothenotarypaymaybeceased.

27.OVERTIME
Forpurposesofovertimecomputations,Vacation,SickLeave,CompensatoryTime,andHoliday timetakeninaworkweekwillbecountedashoursworked.Overtimehoursarepaidattherateof oneandone—half(l—l/2)timestheemployee’sbaserateofpayunlessotherwisespecifiedinthis MemorandumofUnderstanding.

EmployeesworkingHouseholdHazardousWasteoranotherassignmentoutsideoftheirregularly assignedDepartmentmustseektheirsupervisor‘sapprovalpriortoworkingtheoutside assignment;theemployeemaybepaidforovertimeoraccruecompensatorytime.

AlsosecRegularRateofPaySectioninthisMOU.

28.RECRUITMENTINCENTIVE
ForrecommendationresultinginSwornOfficerhireasfollows:
‘3$2,000@ Hire+$500@ completionofprobationforentrylevel. '3$4,000@ Hire+$1.000({1},completionofprobationforlateral.

ForrecommendationresultinginhireofPublicSafetyDispatcherorPublicSafetyDispatch Supervisor:
0:.
$2,000athire+$500attimeofcompletionofprobation.

29.REGULARRATEOFPAY
Forpurposesofdeterminingthe“regularrate”ofpayincalculatingFairLaborStandardsAct (“FLSA”)overtime,the“regularrate”ofpayincludes“allremunerationforemploymentpaidto, oronbehalfof,theemployee”exceptpaymentsspecificallyexcludedundertheFLSA(29USC Section207(e)).Inadditiontothebasesalaryrate,compensationeamedbytheemployeeduring theseven(7)dayworkperiodpursuanttothefollowingprovisionsofthisMemorandumof Understanding(“MOU”)willbeincludedforpurposesofdeterminingthe“regularrate”ofpay:
‘ActingPay
AdditionalDutyPay
UnusedportionsofthcBenefitBankactuallyreceivedascash
BilingualPay
Longevity
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Forpurposesofdeterminingthetotalhoursactuallyworkedintheworkperiod,allhourstaken asleavearedeductedfromtotalnumberofhourspaid.

SeealsoOvertimeSectionofthisMOU.

30.REHIREPOLICY
AnemployeewhoresignsfromCityemploymentandatthetimeofresignationisnotedasbeing subjecttorehire,andwhois,infact,rehiredlaterthansix(6)monthsaftertheeffectivedateof 14 Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 2027Should the employee not maintain their commission, the employee is responsible for notifyingtheir supervisor and Payroll Division immediately, so the notary pay may be ceased.27. OVERTIMEFor purposes of overtime computations, Vacation, Sick Leave, Compensatory Time, and Holidaytime taken in a workweek will be counted as hours worked. Overtime hours are paid at the rate ofone and one-half (1-1/2) times the employee’s base rate of pay unless otherwise specified in thisMemorandum of Understanding.Employees working Household Hazardous Waste or another assignment outside of their regularlyassigned Department must seek their supervisor’s approval prior to working the outsideassignment; the employee may be paid for overtime or accrue compensatory time.Also sec Regular Rate of Pay Section in this MOU.28. RECRUITMENT INCENTIVEFor recommendation resulting in Sworn Officer hire as follows:❖ $2,000 @ Hire + $500 @ completion of probation for entry level.❖ $4,000 @ Hire + $1,000 @ completion of probation for lateral.For recommendation resulting in hire of Public Safety Dispatcher or Public Safety DispatchSupervisor:❖ $2,000 at hire + $500 at time of completion of probation.29. REGULAR RATE OF PAYFor purposes of determining the “regular rate” of pay in calculating Fair Labor Standards Act(“FLSA”) overtime, the “regular rate” of pay includes “all remuneration for employment paid to,or on behalf of, the employee” except payments specifically excluded under the FLSA (29 USCSection 207(e)). In addition to the base salary rate, compensation earned by the employee duringthe seven (7) day work period pursuant to the following provisions of this Memorandum ofUnderstanding (“MOU”) will be included for purposes of determining the “regular rate” of pay:❖ Acting Pay❖ Additional Duty PayUnused portions of the Benefit Bank actually received as cash*t* Bilingual Pay❖ LongevityFor purposes of determining the total hours actually worked in the work period, all hours takenas leave are deducted from total number of hours paid.See also Overtime Section of this MOU.30. REHIRE POLICYAn employee who resigns from City employment and at the time of resignation is noted as beingsubject to rehire, and who is, in fact, rehired later than six (6) months after the effective date of14 98 MemorandumofUnderstanding
CONFIDENTIALJulyI,2025~June30,2027
resignationandthanemployedintheirformerclassificationorinapositionwithinthe classificationseriesheldatthetimeofresignationandinacomparableorlowerrank,Willserve thesameprobationaryperiodthatanynewhirewouldotherwiseserveandwillbeotherwise subjecttoalltermsandconditionsofemploymentapplicabletoanynewlyhiredemployee.The onlyexceptionwillbethatanyemployeerehiredwillhavetheirsenioritylevelandleaveaccrual ratessetbaseduponthenumberofyearsofservicewiththeCityofChinopriortotheirresignation.

EmployeesrehiredbytheCityundertheCity’sRehirePolicywillbeallowedtobuybackanytime cashedoutattimeofseparation.Saidbuybackwillbeatthehourlyrateexistinguponrehire‘Sick Leaveonrecordatthetimeofseparationthatwasnotcompensatedfor,willbereinstated.

31.RESPONSETODOCUMENTSPLACEDINEMPLOYEEPERSONNELFILE
Employees,duringCityHallbusinesshours,withadvancenoticetoHumanResourcesandwith releasetimegrantedbytheirsupervisor,havetherighttohaveaccesstoandcopiesofany documentintheirofficialpersonnelfile.Employeesmaybechargedforcostofduplicationofany materialsinthepersonnelfileforwhichtheyrequestcopies.

Anemployeeshallhavetherighttorespondinwritingtoadversedocumentsplacedintheir personnelfilebysubmittingawrittenresponsetotheHumanResources/RiskManagement Department.Thewrittenresponsewillbefiledwiththeoriginaldocument.

32.RETIREMENT
RetirementPlans—TheCityhasathree~tierretirementplanasfollows:

A.EmployeeshiredbeforethecontractamendmentwithCalPERSeffectiveOctober16,20]1, willcontinuetobeeligibleforthe2.7%at55Plan,withthesinglehighestyearfinal compensation.

B.EmployeeshiredonorafterthecontractamendmentwithCalPERSeffectiveOctoberl6, 201lwillbeenrolledinthe2%at55Plan,witha3—yearaveragefinalcompensation.

C.EmployeeshiredonorafterJanuaryl,2013,willbeenrolledintheis2%atage62 (PEPRA)Planwitha3-yearaveragefinalcompensation.

MemberContributiontoCalPERS
Memberswillcontributetheemployeerateofcontributionseachpayroll.Allemployeepaid contributionstoPERSwillbemadeonapre—taxbasis,inaccordancewithIRSSection414(h)(2) andPERSguidelines:

A.2.7%at55,ifhiredbeforeOctoberl6,201l:
l)Employeecontributionrate-8%ofreportablecompensation.

B.2%at55,ifhiredonorafterOctober16,201l:
l)Employeecontributionrate~7%ofreportablecompensation.

C.2%atage62(PEPRA)ifenteringCalPERSmembershiponorafterJanuaryl.2013:

I)Employeecontributionrate—7.25%ofreportablecompensation(subjecttochange).

FourthLevel1959SurvivorBenefit*TheCitywillpayallcostsassociatedwiththisbenefit. 15 Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 2027resignation and then employed in their former classification or in a position within theclassification series held at the time of resignation and in a comparable or lower rank, will servethe same probationary period that any new hire would otherwise serve and will be otherwisesubject to all terms and conditions of employment applicable to any newly hired employee. Theonly exception will be that any employee rehired will have their seniority level and leave accrualrates set based upon the number of years of service with the City of Chino prior to their resignation.Employees rehired by the City under the City’s Rehirc Policy will be allowed to buy back any timecashed out at time of separation. Said buy back will be at the hourly rate existing upon rehire. SickLeave on record at the time of separation that was not compensated for, will be reinstated.31. RESPONSE TO DOCUMENTS PLACED IN EMPLOYEE PERSONNEL FILEEmployees, during City Hall business hours, with advance notice to Human Resources and withrelease time granted by their supervisor, have the right to have access to and copies of anydocument in their official personnel file. Employees may be charged for cost of duplication of anymaterials in the personnel file for which they request copies.An employee shall have the right to respond in writing to adverse documents placed in theirpersonnel file by submitting a written response to the Human Resources/Risk ManagementDepartment. The written response will be filed with the original document.32. RETIREMENTRetirement Plans - The City has a three-tier retirement plan as follows:A. Employees hired before the contract amendment with CalPERS effective October 16,2011,will continue to be eligible for the 2.7% at 55 Plan, with the single highest year finalcompensation.B. Employees hired on or after the contract amendment with CalPERS effective October 16,201 1 will be enrolled in the 2% at 55 Plan, with a 3-year average final compensation.C. Employees hired on or after January 1, 2013, will be enrolled in the is 2% at age 62(PEPRA) Plan with a 3-year average final compensation.Member Contribution to CalPERSMembers will contribute the employee rate of contributions each payroll. All employee paidcontributions to PERS will be made on a pre-tax basis, in accordance with IRS Section 414 (h)(2)and PERS guidelines:A. 2.7% at 55, if hired before October 16, 2011:1 ) Employee contribution rate - 8% of reportable compensation.B. 2% at 55, if hired on or after October 16, 201 1 :1) Employee contribution rate - 7% of reportable compensation.C. 2% at age 62 (PEPRA) if entering CalPERS membership on or after January 1. 2013:1) Employee contribution rate - 7.25% of reportable compensation (subject to change).Fourth Level 1 959 Survivor Benefit - The City will pay all costs associated with this benefit.15 99 MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027

33.SALARYADJUSTMENTS(Overpayments,Recovery,andUnderpavments) A11adjustmentstoanemployee’ssalarywillbemadeatthestartofthepayuperiodinwhichthe salaryadjustmentbecomeseffective.
l)x
A.Overpayments
l.InsituationsinvolvingoverpaymenttoanemployeebytheCity,theemployeeshallbe obligedtorepaybypayrolldeductiontheamountoftheoverpayment.Therepaymentshall occurwithinthesametimeframetheoverpaymentwasreceivedbytheemployeeor sooner.Forexample,iftheoverpaymentwasmadeoverthecourseofsix(6)months,the employeshallbegivensix(6)monthstorepaytheoverpayment.

Writtendocumentationshowingthecalculationsoftheoverpaymentwillbeprovidedto theemployee.A meetingmayberequestedbytheemployeewiththeHuman Resources/RiskManagementandFinanceDepartmentstoreviewthedocumentationand todiscusstherecoveryschedule.Therepaymentschedule,biweeklyrepaymentamountor alternativerepaymentmethodwillbedocumentedinwriting.

Extensionstotheperiodforrepaymentoftheoverageoranaltemativerepaymentmethod mayberequestedbytheemployeeandaresubjecttotheApprovaloftheDirectorof HumanResources/RiskManagementortheirdesignee.Extensionswillbeapprovedonly inthecaseofextremehardship,andtheextendedperiodforrepaymentwillnotbelonger thanoneandone-half(l[/2)timesaslongastheoverpaymentperiod.

Recoverv
Iftheemployeeleavesemploymentpriortotherepaymentoftheoverage,theCityshall recovertheamountowedfromtheemployee’sfinalpay.Iftheamountowedisgreaterthan theemployee’sfinalpay,theCitymayinitiateacollectionsprocessagainsttheemployee.

Underpayments
InsituationsinvolvingunderpaymenttoanemployeebytheCity,theemployeeshall receivethebalanceduewithinthenextpayperiodforwhichtheadjustmentcanbemade, followingtimelysubmissionofappropriatedocumentationandnecessaryapprovalofthe compensationchange.

34.SCHEDULE
TheCityallowsemployeestheabilitytoutilizeaflexibletime(flextime)workschedule.

Schedulingisdeveloped/administereddepartmentallywiththeDepartmentDirectorservingas ultimateapproverofschedules.

35.SEPARATIONFROMCITY
AtthediscretionandapprovaloftheDepartmentDirector,employeesmaybeallowedtoextend theirlastdayofemploymentusingleavetime(vacation,holidaycomp,orcomp)one(I)pay periodbeyondthatdayonwhichtheemployeeactuallyreportstowork.Sickleavemaynotbe usedforextensionunlessaccompaniedbyaphysician’sorders.
16 Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 202733. SALARY ADJUSTMENTS (Overpayments, Recovery, and Underpayments)All adjustments to an employee’s salary will be made at the start of the pay period in which thesalary adjustment becomes effective.A. Overpayments1. In situations involving overpayment to an employee by the City, the employee shall beobliged to repay by payroll deduction the amount of the overpayment. The repayment shalloccur within the same time frame the overpayment was received by the employee orsooner. For example, if the overpayment was made over the course of six (6) months, theemploye shall be given six (6) months to repay the overpayment.2. Written documentation showing the calculations of the overpayment will be provided tothe employee. A meeting may be requested by the employee with the HumanResources/Risk Management and Finance Departments to review the documentation andto discuss the recovery schedule. The repayment schedule, biweekly repayment amount oralternative repayment method will be documented in writing.3. Extensions to the period for repayment of the overage or an alternative repayment methodmay be requested by the employee and are subject to the Approval of the Director ofHuman Resources/Risk Management or their designee. Extensions will be approved onlyin the case of extreme hardship, and the extended period for repayment will not be longerthan one and one-half ( 1 A) times as long as the overpayment period.B. Recovery1. If the employee leaves employment prior to the repayment of the overage, the City shallrecover the amount owed from the employee’s final pay. If the amount owed is greater thanthe employee’s final pay, the City may initiate a collections process against the employee.C. Underpayments1 . In situations involving underpayment to an employee by the City, the employee shallreceive the balance due within the next pay period for which the adjustment can be made,following timely submission of appropriate documentation and necessary approval of thecompensation change.34. SCHEDULEThe City allows employees the ability to utilize a flexible time (flex time) work schedule.Scheduling is developed/administered departmental ly with the Department Director serving asultimate approver of schedules.35. SEPARATION FROM CITYAt the discretion and approval of the Department Director, employees may be allowed to extendtheir last day of employment using leave time (vacation, holiday comp, or comp) one (1) payperiod beyond that day on which the employee actually reports to work. Sick leave may not beused for extension unless accompanied by a physician’s orders.16 100
MemorandumofUnderstanding
CONFIDENTIALJulyl,2025#June30‘2027

36.SICKLEAVE
UpOnhire,employeeswillbecreditedwiththirty(30)hoursorthree(3)daysofSickLeave, whicheverisgreater,whichcanbeusedfollowingthecompletionofninety('90)daysofcontinuous full—timeemployment.Followingthe90mdayofemployment,foreachcalendarmonthinwhich theemployeeispaidformorethantwo-thirds(2/3)oftheworkingdaysinsuchmonth,employees accrueten(10)hoursofSickLeavepermonthuptoamaximumaccrualofonethousandeighty (1,080)hours,
lfanemployeechangesstatus(eg.changesfromfull-timetopart—timeemployment),orseparates fromthisbargaininggroup,theemployee-willbesubjecttothcnewbargaininggroup’sMOUor SummaryofBenefits.

UponnoticeofresignationorretirementfromtheCity,anySickLeaveusagerequestedwillrequire adoctor‘snoteorcertification.Ifdoeumentationisnotreceived,theemployeewillnotreceive paymentofanySickLeavehoursfortimemissedfromwork.

37.SICKLEAVEHIRINGINCENTIVE
Anewemployeemaybecreditedwithuptotwohundred(200)hoursofSickLeaveaslongas theprioremployerdidnotcompensatetheemployeeforsickleavehoursattheamountproposed orgreater.Newemployeeswillberequiredtoprovideproofthatthesickleavehourswerenot cashedoutbypresentingtheirlastpaystuborwrittenverificationfromtheirprioremployer’s PayrollDivision.

38.SICKLEAVEBUY-BACK
AtseparationofemploymenttheCitywillbuybackapercentageoftheemployeesaccruedSick Leavehours,atthehourlybaserateofpayatthetimeofseparation.Thisbenefitiscontingent uponnon-retirement,non—disciplinaryseparation,andcompletionoffive(5)yearsoffull—time Cityservice.ThepercentageofSickLeaveBuyBackis:

TheCitywillbuy—backSickLeaveat100%foranyserviceordisabilityretirementfollowingflve (5)yearsofcontinuousfull—timeservicewiththeCityasthefinalemployer. 17 CompletedYearsofService %ofSickLeaveConvertedtoCompensation 5years 30%
10years 35%
15years 40%
20ormoreyears 45%
Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 202736. SICK LEAVEUpon hire, employees will be credited with thirty (30) hours or three (3) days of Sick Leave,whichever is greater, which can be used following the completion of ninety (90) days of continuousfull-time employment. Following the 90thday of employment, for each calendar month in whichthe employee is paid for more than two-thirds (2/3) of the working days in such month, employeesaccrue ten (10) hours of Sick Leave per month up to a maximum accrual of one thousand eighty( 1,080) hours.If an employee changes status (e.g. changes from full-time to part-time employment), or separatesfrom this bargaining group, the employee will be subject to the new bargaining group’s MOU orSummary of Benefits.Upon notice of resignation or retirement from the City, any Sick Leave usage requested will requirea doctor’s note or certification. If documentation is not received, the employee will not receivepayment of any Sick Leave hours for time missed from work.37. SICK LEAVE HIRING INCENTIVEA new employee may be credited with up to two hundred (200) hours of Sick Leave as long asthe prior employer did not compensate the employee for sick leave hours at the amount proposedor greater. New employees will be required to provide proof that the sick leave hours were notcashed out by presenting their last pay stub or written verification from their prior employer’sPayroll Division.38. SICK LEAVE BUY-BACKAt separation of employment the City will buy back a percentage of the employee’s accrued SickLeave hours, at the hourly base rate of pay at the time of separation. This benefit is contingentupon non-retirement, non-disciplinary separation, and completion of five (5) years of full-timeCity service. The percentage of Sick Leave Buy Back is:Completed Years of Service% of Sick Leave Converted to Compensation5 years 30%10 years 35%1 5 years 40%20 or more years45%The City will buy-back Sick Leave at 100% for any service or disability retirement following five(5) years of continuous full-time service with the City as the final employer. 17 101

39.SICKLEAVECONVERSIONTOPERSONALLEAVE
Foremployeeswhohaveearnedsickleaveaccrualbenefitsforone(1)fullflscalyear,sickleave maybeconvertedtopersonalleaveinaccordancewiththefollowingschedule:

MemorandumofUnderstanding
CONFIDENTIALJuly1,2025uJune30,2027
PersonalleavemustbetakenastimeoffwithDepartmentDirectorapprovalandmaynotbecarried fromonefiscalyeartoanother.PersonalleavethatisnotusedwillbecreditedtoSickLeaveat theendofafiscalyearifsaidcreditedhoursdonotexceedtheonethousandeighty(1,080)hours SickLeavetime.

40.SICKLEAVEPROGRAM
Employeeshavinginexcessofninehundredandsixty(960)hoursofaccumulatedsickLeaveon thelastpayperiodinJunewillbepaidinthefinalpaycheckofthefiscalyear,anamountcomputed atthcthenexistinghourlyrateforeachhourinexcessofninehundredandsixty(960)hours,up toamaximumoffiftysix(56)hours.

41.TUITIONADVANCEPROGRAM
Full—time,non-probationaryemployeeswhodesiretoenrollinanaccreditedcollege/university degreeprogramorprofessionaldevelopmentcourse,areeligiblefortuitionadvancementuptoa maximumofthreethousand,fivehundreddollars($3,500)perfiscalyear.ATuitionAdvancement FormmustbereceivedbytheHumanResources/RiskManagementDepartmentforreviewand approvalbeforeandadvancewillbeprovided.Budgetedfundsmustbeavailabletocovertuition advanceandnoexpenditurebeyondtheapprovedbudgetallocationwillbeauthorizedtocover anyamountofanyemployee’seducationalexpenses.

Thenon—probationarystatusrequirementdoesnotpertaintothoseemployeeswhoareconsidered toholdprobationarystatusduetoapromotionintoanewpositionintheCity.Affectedemployees arerequiredtocompleteoneyearofservicewiththeCityfromthedateof‘completionofcourse worktobeeligibleforthisbenefit.IndividualsvoluntarilyseparatingfromthcCitypriorto completionofoneyearofservicewiththeCityfromdateofcompletionofcourseworkwillbe requiredtoreimbursetheCityforfundsadvancedtothemunderthisprogram.Saidreimbursement 18 A
SickLeave
Days(10hours)
B
AnnualSick
LeaveDays
C
PersonalLeave
D
Upto56hoursofSick
Leaveinexcessof960
Earned (10hours)Used
Days(8hours)
ConversionHourslimitconverted
ToPay
12days(120hrs) O 8days(64hrs) O+64+56=120hrs
11days(110hrs) 1day(10hrs) 7days(56hrs) 10+56+54=120hrs 10days(100hrs) 2days(20hrs) 6days(48hrs) 20+48+52=120hrs 9days(90hrs) 3days(30hrs) 5days(40hrs) 30+40+50:120hrs
8days(80hrs) 4days(40hrs) 4days(32hrs) 40+32+48=120hrs
7days(70hrs) 5clays(50hrs) 3days(24hrs) 50+24+46=120hrs 6days(60hrs) 6days(60hrs) 2days(16hrs) 60+16+44:120hrs
Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 202739. SICK LEAVE CONVERSION TO PERSONAL LEAVEFor employees who have earned sick leave accrual benefits for one ( 1 ) full fiscal year, sick leavemay be converted to personal leave in accordance with the following schedule:ASick LeaveDays (10 hours)EarnedBAnnual SickLeave Days(10 hours) UsedCPersonal LeaveDays (8 hours)ConversionDUp to 56 hours of SickLeave in excess of 960Hours limit convertedTo Pay12 days (120 hrs)0 8 days (64 hrs)0+64+56 = 120 hrs1 1 days (110 hrs)1 day ( 1 0 hrs)7 days (56 hrs)10+56+54= 120 hrs10 days ( 1 00 hrs)2 days (20 hrs)6 days (48 hrs)20+48+52 = 120 hrs9 days (90 hrs)3 days (30 hrs)5 days (40 hrs)30+40+50= 120 hrs8 days (80 hrs)4 days (40 hrs)4 days (32 hrs)40+32+48= 120 hrs7 days (70 hrs)5 days (50 hrs)3 days (24 hrs)50+24+46= 120 hrs6 days (60 hrs)6 days (60 hrs)2 days (16 hrs)60+16+44 = 120 hrsPersonal leave must be taken as time off with Department Director approval and may not be carriedfrom one fiscal year to another. Personal leave that is not used will be credited to Sick Leave atthe end of a fiscal year if said credited hours do not exceed the one thousand eighty (1,080) hoursSick Leave time.40. SICK LEAVE PROGRAMEmployees having in excess of nine hundred and sixty (960) hours of accumulated sick Leave onthe last pay period in June will be paid in the final paycheck of the fiscal year, an amount computedat the then existing hourly rate for each hour in excess of nine hundred and sixty (960) hours, upto a maximum of fifty six (56) hours.41. TUITIONADVANCE PROGRAMFull-time, non-probationary employees who desire to enroll in an accredited college/universitydegree program or professional development course, are eligible for tuition advancement up to amaximum of three thousand, five hundred dollars ($3,500) per fiscal year. A Tuition AdvancementForm must be received by the Human Resources/Risk Management Department for review andapproval before and advance will be provided. Budgeted funds must be available to cover tuitionadvance and no expenditure beyond the approved budget allocation will be authorized to coverany amount of any employee’s educational expenses.The non-probationary status requirement does not pertain to those employees who are consideredto hold probationary status due to a promotion into a new position in the City. Affected employeesare required to complete one year of service with the City from the date of completion of coursework to be eligible for this benefit. Individuals voluntarily separating from the City prior tocompletion of one year of service with the City from date of completion of course work will berequired to reimburse the City for funds advanced to them under this program. Said reimbursement18 102
MemorandumofUnderstanding
CONFIDENTIALJuly1,2025—June30,2027
shallbedeductedfromanyseparationchecktobedistributedtotheemployee,nomatterwhatthe natureofthefunds,withoutthenecessityofajudgementbeingmandatedonbehalfoftheCity.

AcollegeoruniversityshallbedefinedasaninstitutionaccreditedbytheWesternAssociationof SchoolsandCollegesSeniorCollegeandUniversityCommission(WASC),theAccrediting CommissionofCommunityandJuniorColleges(ACCJC),NorthwestCommissiononColleges andUniversities(NWCCU),SouthemAssociationofCollegesandSchoolsCommissionon Colleges(SACSCOC),MiddleStateCommissiononHigherEducation(MSCHE),NewEngland AssociationofCollegesandSchools(NEASC)oraninstitutionlistedontheHigherLearning Commission(HLC).OtheraccreditationsmaybeeligibleuponreviewbytheHumanResources Department.

EmployeesagreethatuponacceptingatuitionadvancefromtheCity,theemployeeisresponsible toprovidetheCitywithverificationofcompletionofclass(es),grade(s)andreceiptsforexpenses withinsixty(60)calendardaysfromthedateoffinalcoursework(asindicatedontherequestfor tuitionadvanceformsubmittedbytheemployee).Intheeventthattheeducationalinstitution attendeddoesnotprovidetheemployeewithverificationofcompletionorgradesorreceiptswithin thissixty(60)calendardaystimeframe,theemployeeisresponsibletonotifytheDirectorof HumanResources/RiskManagement,inwriting,ofsuchandanadditionalsixty(60)calendardays extensionwillbegranted.Intheeventthatanemployeedoesnotprovideverificationof completionofclass(es),grade(s)andreceiptsforexpensesattheendofeithertheinitialsixty(60) calendardaysorattheendoftheextensionofanadditionalsixty(60)calendardays(to120 calendardaystotal),theCitywillhavetherighttoautomaticallymakeapayrolldeductionfrom theemployee'snextregularpayrollcheckinanamountequaltotheamountoftuitionfunds advanced.

42.TUITIONREIMBURSEMENT—ENHANCEDPROGRAM
Employeeswhohaveincurredotherwisereimbursabletuitioncostinanamountgreaterthanthe maximumamountavailableshallbeeligibletoreceiveadditionalreimbursementtotheextentthat tuitionreimbursementfundsareavailableattheendofeachfiscalyear.Nosuchdistributionwill bemadeuntiltheconclusionofthefiscalyearinordertoverifythenumberofemployeesmaking applicationfortheenhancedbenefit.Employeesmustsubmitatuitionreimbursementinvoiceto theHumanResources/RiskManagementDepartmentnolaterthanMayI“ofeachyearinorder toparticipateinthisEnhancedProgram.

Itshallremaintheindividualemployee’sresponsibilitytoapplyforandreceivewritten authorizationtoparticipateinatuitionreimbursablecoursepriortoanysuchenrollment. 19 Memorandum of UnderstandingCONFIDENTIAL July 1 , 2025 - June 30, 2027shall be deducted from any separation check to be distributed to the employee, no matter what thenature of the funds, without the necessity of a judgement being mandated on behalf of the City.A college or university shall be defined as an institution accredited by the Western Association ofSchools and Colleges Senior College and University Commission (WASC), the AccreditingCommission of Community and Junior Colleges (ACCJC), Northwest Commission on Collegesand Universities (NWCCU), Southern Association of Colleges and Schools Commission onColleges (SACSCOC), Middle State Commission on Higher Education (MSCHE), New EnglandAssociation of Colleges and Schools (NEASC) or an institution listed on the Higher LearningCommission (HLC). Other accreditations may be eligible upon review by the Human ResourcesDepartment.Advanceable expenses will include books, tuition, parking and registration/enrollment fees. Allrequired fees such as health-related fees, “gym” fees and other miscellaneous fees, whether billedas “tuition” or otherwise required of the institution are eligible. Items such as paper, pens,notebooks, and printing fees will not be eligible.Employees agree that upon accepting a tuition advance from the City, the employee is responsibleto provide the City with verification of completion of class(es), grade(s) and receipts for expenseswithin sixty (60) calendar days from the date of final course work (as indicated on the request fortuition advance form submitted by the employee). In the event that the educational institutionattended does not provide the employee with verification of completion or grades or receipts withinthis sixty (60) calendar days timeframe, the employee is responsible to notify the Director ofHuman Resources/Risk Management, in writing, of such and an additional sixty (60) calendar daysextension will be granted. In the event that an employee does not provide verification ofcompletion of class(es), grade(s) and receipts for expenses at the end of either the initial sixty (60)calendar days or at the end of the extension of an additional sixty (60) calendar days (to 120calendar days total), the City will have the right to automatically make a payroll deduction fromthe employee's next regular payroll check in an amount equal to the amount of tuition fundsadvanced.42. TUITION REIMBURSEMENT - ENHANCED PROGRAMEmployees who have incurred otherwise reimbursable tuition cost in an amount greater than themaximum amount available shall be eligible to receive additional reimbursement to the extent thattuition reimbursement funds are available at the end of each fiscal year. No such distribution willbe made until the conclusion of the fiscal year in order to verify the number of employees makingapplication for the enhanced benefit. Employees must submit a tuition reimbursement invoice tothe Human Resources/Risk Management Department no later than May 1 stof each year in orderto participate in this Enhanced Program.It shall remain the individual employee’s responsibility to apply for and receive writtenauthorization to participate in a tuition reimbursable course prior to any such enrollment.19 103
MemorandumofUnderstanding
CONFIDENTIALJuly1,2025AJune30‘2027

43.VACATIONLEAVE
MaximumaccrualofVacationisfourhundred(400)hours.UponseparationfromCity employment,accruedVacationwillbepaidattheemployee’sthenexistinghourlyrateofpay.

Newemployeeswithlessthansix(6)monthsofCityserviceareineligibletoreceiveVacation LeaveConversion.ltistheresponsibilityofemployeestoscheduleVacationtimeoffforrestand recuperationinorderthatearnedVacationtimeinexcessoffourhundred(400)hourswillnotbe removedfromtherecords.

44.VACTIONLEAVEBUYBACK
Atseparationorretirement,100%ofaccruedVacationLeave,toamaximumoffourhundred (400)hours,willbepaidattheemployee’sexistingbaserateofpay.Newemployeeswithlcss thansix(6)monthsofserviceareineligibletoreceiveVacationLeaveBuyBack.

45.VACATIONLEAVECONVERSION
Employeeswhohaveaccruedaminimumof120hoursofVacationLeavemayconvertamaximum ofeighty(80)hoursofVacationLeavetopayperfiscalyear.Six(6)monthspriortodateof conversion,halfthenumberofaccruedleavehoursrequested,excludingSickLeave,musthave beentakenastimeoff.EmployeesmayconvertleavetopayinApriland/orNovemberofeach year,calculatedattheemployee’shourlybaserateofpayatthetimeofconversion.Note:Usage requirementwaivedfor“activated”militarypersonnel.

46.WORKERS’COMPENSATIONPROGRAM
WheneveranyemployeeoftheCityisdisabledWhethertemporarilyorpermanentlybyinjuryor illnessarisingoutof,andinthecourseof,theirdutiestheemployeewillbecompensatedas follows:Onthefirst,second,andthirddayoftheinjuryemployeeswilluseaccruedSickLeave, VacationLeave,FloatingHolidayLeave,and/0rCompensatoryTimeoffforfullsalary continuance.

Commencingthefourthdayoftheinjury,theCitywillcontinuetheemployee’ssalaryatarateof 66—23%ofthecurrentmonthlysalary,lessanyapplicabledeductions(i.e.,creditunion,health insurancecoverage),foraperiodnottoexceedtwelve(l2)months.lfthedisabilityextendsfora periodbeyondfourteen(14)calendardaystheCitywillcredittheemployeeforthefirstthree(3) daysofSickLeaveused.Ifhospitalizationisrequiredthefirst,second,andthirddays”salaryis paidbytheCitythroughtheWorkers’Compensationprogram.

MonthsofCompletedService AnnualVacationAccrual
6mos—24mosofservice:12daysp/year(10.0000hoursp/month)
25mos—48mosofservice: 15daysp/year(12.5000hoursp/month) 49mos~108mosofservice:18daysp/year(15.0000hoursp/month) 109mos—120mosofservice:19daysp/year(15.8333hoursp/month) 121ormoremonthsofservice:20daysp/year(16.6666hoursp/month) Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 202743. VACATION LEAVEMaximum accrual of Vacation is four hundred (400) hours. Upon separation from Cityemployment, accrued Vacation will be paid at the employee’s then existing hourly rate of pay.New employees with less than six (6) months of City service are ineligible to receive VacationLeave Conversion. It is the responsibility of employees to schedule Vacation time off for rest andrecuperation in order that earned Vacation time in excess of four hundred (400) hours will not beremoved from the records.Months of Completed ServiceAnnual Vacation Accrual6 mos - 24 mos of service:12 days p/year (10.0000 hours p/month)25 mos - 48 mos of service:15 days p/year (12.5000 hours p/month)49 mos - 108 mos of service:18 days p/year (15.0000 hours p/month)109 mos - 120 mos of service:19 days p/year (15.8333 hours p/month)121 or more months of service:20 days p/year (16.6666 hours p/month)44. VACTION LEAVE BUY BACKAt separation or retirement, 100% of accrued Vacation Leave, to a maximum of four hundred(400) hours, will be paid at the employee’s existing base rate of pay. New employees with lessthan six (6) months of service are ineligible to receive Vacation Leave Buy Back.45. VACATION LEAVE CONVERSIONEmployees who have accrued a minimum of 1 20 hours of Vacation Leave may convert a maximumof eighty (80) hours of Vacation Leave to pay per fiscal year. Six (6) months prior to date ofconversion, half the number of accrued leave hours requested, excluding Sick Leave, must havebeen taken as time off. Employees may convert leave to pay in April and/or November of eachyear, calculated at the employee’s hourly base rate of pay at the time of conversion. Note: Usagerequirement waived for “activated” military personnel.46. WORKERS’ COMPENSATION PROGRAMWhenever any employee of the City is disabled whether temporarily or permanently by injury orillness arising out of, and in the course of, their duties the employee will be compensated asfollows: On the first, second, and third day of the injury employees will use accrued Sick Leave,Vacation Leave, Floating Holiday Leave, and/or Compensatory Time off for full salarycontinuance.Commencing the fourth day of the injury, the City will continue the employee’s salary at a rate of66-2/3% of the current monthly salary, less any applicable deductions (i.e., credit union, healthinsurance coverage), for a period not to exceed twelve (12) months. If the disability extends for aperiod beyond fourteen (14) calendar days the City will credit the employee for the first three (3)days of Sick Leave used. If hospitalization is required the first, second, and third days’ salary ispaid by the City through the Workers’ Compensation program.20 104
MemorandumofUnderstanding
CONFIDENTIALJuly1,2025¥June30,2027

47.WORKERS’COMPENSATIONPREMIUMPAYMENT
Intheeventthatawork—relatedillnessorinjuryresultsinapennanentdisabilitysettlement,the Citywillprovideatenpercent(10%)premiumbenefitpaymentprovidedthefollowingoccurs:
0:. ThattheWorkers”CompensationAppealsBoardapprovesthetotalsettlement,including the10%premiumbenefit;
‘2'Thatneithera“NoticeofClaim”nor“ApplicationforAdjudicationofClaim”willhave beenfiledorservedagainsttheCityofChino;
6’Thattheinjuredemployeehasdiligentlysoughtmedicalattentionasprescribedbythe treatingphysician(s)approvedbytheCity;and
‘3ThattheinjuredemployeeandtheCityhaveemployedtheguidanceoftheState DepartmentofIndustrialRelationsOfficeofInformationandAssistancetoresolveany outstandingissuesormisunderstandings.

48.SAVINGSCLAUSE
ShouldanyclauseinthisMemorandumofUnderstandingbeheldinvalidbylawand/oracourtof competentjurisdiction,thenonlythatclausewillbestrickenandtheremainderofthe MemorandumofUnderstandingwillremaininfullforceandeffect.TheCityand CONFIDENTIALwillimmediatelycommencetonegotiateforthepurposeofreplacingany invalidorillegalprovision.However,nosuchreplacementismandated.

49.MAINTENANCEOFEXISTINGBENEFITS
Allwages,hoursandothertermsandconditionsofemploymentnotspecificallyalteredbythis Agreementandpresentlyenjoyedbytheemployeeswillremaininfullforceandeffectduringthe termofthisAgreementunlessmutuallyagreedtothecontrarybyboththeCityand CONFIDENTIALordeterminedbylawand/orbyacourtofcompetentjurisdictiontobeunlawful.

50.IMPLEMENTATION
ThetermsofthisMemorandumofUnderstandingaresubjecttoconsiderationandapprovalbythe CityManageroftheCityofChinoandwillonlybeimplementeduponadoptionbytheCity Council.

CONFIDENTIALproposalsforthenextAgreementarerequestedtobeservedontheCitybyno laterthanApril15ofeachyear.

51.TERMOFAGREEMENT
Exceptwhereexpresslystatedotherwiseherein,theCityandConfidentialUnitagreethatthe provisionsofthisMemorandumofUnderstandingshallbeeffectiveonJulyI,2025,andshall expireonJune30,2027.

Memorandum of UnderstandingCONFIDENTIAL July 1, 2025 - June 30, 202747. WORKERS’ COMPENSATION PREMIUM PAYMENTIn the event that a work-related illness or injury results in a permanent disability settlement, theCity will provide a ten percent (10%) premium benefit payment provided the following occurs:❖ That the Workers’ Compensation Appeals Board approves the total settlement, includingthe 10% premium benefit;❖ That neither a “Notice of Claim” nor “Application for Adjudication of Claim” will havebeen filed or served against the City of Chino;❖ That the injured employee has diligently sought medical attention as prescribed by thetreating physician(s) approved by the City; and❖ That the injured employee and the City have employed the guidance of the StateDepartment of Industrial Relations Office of Information and Assistance to resolve anyoutstanding issues or misunderstandings.Representation is a legal right recognized by statutory law. Nothing precludes an employee fromretaining legal counsel or representation; however, the premium benefit offered is only availablein cases handled without the involvement of legal counsel. This is done in recognition of the costsavings that result in non-litigated cases that can be passed on to the ill or injured worker.48. SAVINGS CLAUSEShould any clause in this Memorandum of Understanding be held invalid by law and/or a court ofcompetent jurisdiction, then only that clause will be stricken and the remainder of theMemorandum of Understanding will remain in full force and effect. The City andCONFIDENTIAL will immediately commence to negotiate for the purpose of replacing anyinvalid or illegal provision. However, no such replacement is mandated.49. MAINTENANCE OF EXISTING BENEFITSAll wages, hours and other terms and conditions of employment not specifically altered by thisAgreement and presently enjoyed by the employees will remain in full force and effect during theterm of this Agreement unless mutually agreed to the contrary by both the City andCONFIDENTIAL or determined by law and/or by a court of competent jurisdiction to be unlawful.50. IMPLEMENTATIONThe terms of this Memorandum of Understanding are subject to consideration and approval by theCity Manager of the City of Chino and will only be implemented upon adoption by the CityCouncil.CONFIDENTIAL proposals for the next Agreement are requested to be served on the City by nolater than April 1 5 of each year.51. TERM OF AGREEMENTExcept where expressly stated otherwise herein, the City and Confidential Unit agree that theprovisions of this Memorandum of Understanding shall be effective on July 1, 2025, and shallexpire on June 30, 2027. 21 105
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AMENDMENT NO. 2 TO THE MEMORANDUM OF UNDERSTANDING BETWEEN

REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA, AND THE CHINO

CITY HALL CONFIDENTIAL EMPLOYEE ASSOCIATION
JULY 1, 2025 – JUNE 30, 2027

This Amendment No. 2 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Chino City Hall Confidential Employee Association covering the period of July 1, 2025 through June 30, 2027 (“CCHCEA MOU 2025-27”), is entered into by and between the City of Chino (“City”) and the Confidential Employee Association (“CCHCEA”).

RECITALS:

WHEREAS, CCHCEA is the recognized employee organization for all regular, full-time confidential, non-management employees within City Hall in the City of Chino as identified in the CCHCEA MOU 2025-27; and

WHEREAS, CCHCEA had agreed to defer 1% of its requested cost-of-living adjustment wage increase (“COLA”) from year one to year two of the CCHCEA MOU 2025-27 with the understanding that other bargaining groups were doing the same to relieve the immediate fiscal impact of the wage increases on the City, but other bargaining groups have since received the full 3% COLA in the first year of their labor contracts; and

WHEREAS, on November 4, 2025, the City Council approved Amendment No. 1 of the CCHCEA MOU 2025-27 which included a 3% COLA effective the first pay period beginning July 21, 2025; and

WHEREAS, it is the City’s and CCHCEA’s desire to amend the implementation schedule for the 3% COLA in the first year of the CCHCEA MOU 2025-27 to make the COLA effective the beginning of the pay period that includes July 1, 2025; and

WHEREAS, the labor representatives of the City and CCHCEA have determined that changing the implementation schedule of Article 10 on cost of living wage adjustments in the CCHCEA MOU 2025-27 would be in the best interests of the City and the parties for purposes of uniformity across bargaining units and commencing at the start of the successor CCHCEA MOU 2025-27 and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the CCHCEA MOU 2025-27, signed by the parties and ratified by the members of CCHCEA, and approved and adopted by resolution of the City Council before becoming effective; and

THEREFORE, in consideration of the mutual covenants contained herein, and subject to City Council approval and adoption of this Amendment No. 2 to the CCHCEA MOU 2025-27, the parties hereto agree to the following updates and/or amendments made to the current/existing language in the CCHCEA MOU 2025-27 and where there is duplicative language or provisions this Amendment No. 2 language supersedes and governs.

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RESOLUTION NO. 2025-084

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHINO,
CALIFORNIA, ADOPTING AMENDMENT NO. 1 TO THE MEMORANDUM OF

UNDERSTANDING BETWEEN REPRESENTATIVES OF THE CITY OF CHINO, CALIFORNIA, AND THE TEAMSTERS LOCAL 1932 PROFESSIONAL,
TECHNICAL AND CLERICAL UNIT FOR THE PERIOD JULY 1, 2025 THROUGH JUNE 30, 2027

WHEREAS, Section 36506 of the California Government Code requires the City Council of the City of Chino to fix the compensation for all employees through a resolution or ordinance; and WHEREAS, the latest Memorandum of Understanding between representatives of the City of Chino, California, and the Teamsters Local 1932 Professional, Technical and Clerical Unit covering the period of July 1, 2025 through June 30, 2027 (“ TEAMSTERS PTC UNIT MOU 2025-27”) was approved and adopted by Resolution No. 2025-064; and
WHEREAS, the labor representatives of the City and Teamsters Local 1932 have determined that changing the implementation schedule for the Article 13 first contract year wage increases in the TEAMSTERS PTC UNIT MOU 2025-27 would be in the best interests of the City and the parties for uniformity across bargaining units and commencing at the start of the successor TEAMSTERS PTC UNIT MOU 2025-27 and have met and conferred on this proposed modification and reached a tentative agreement which requires a formal amendment to the TEAMSTERS PTC UNIT MOU 2025-27, signed by the parties and ratified by the union, and approved and adopted by resolution of the City Council before becoming effective; and
WHEREAS, it is the desire of the City Council of the City of Chino to approve and adopt an amendment to the TEAMSTERS PTC UNIT MOU 2025-27 to memorialize and confirm the change in the first contract year implementation schedule of the Article 13 wage increases.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CHINO, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:

SECTION 1 . The foregoing recitals are true and correct and are incorporated herein by this reference, with a true and correct copy of the previously adopted TEAMSTERS PTC UNIT MOU 2025-27 being attached hereto as Exhibit A.

SECTION 2. The City Council accepts and approves the Amendment No. 1 to the Memorandum of Understanding between representatives of the City of Chino, California, and the Teamsters Local 1932 Professional, Technical and Clerical Unit covering the period of July 1, 2025 through June 30, 2027, a fully executed copy of which is attached hereto as Exhibit B.

SECTION 3. The City Clerk shall certify the adoption of this Resolution effective November 18, 2025.

PASSED, APPROVED AND ADOPTED THIS 18th day of November, 2025.

EUNICE M. ULLOA, MAYOR

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RESOLUTION NO. 2025-084

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Chino City CouncilNovember 18, 2025

Chino City Council
November 18, 2025