Minutes — Cloverdale City Council, September 11, 2024 (part 1 of 2)

City Council Meeting Minutes - September 11, 2024 - Page 1 of 6 124 N. Cloverdale Boulevard
Cloverdale, CA 95425
Phone: 707-894-2521
www.cloverdale.net

MINUTES - FINAL

REGULAR MEETING OF THE CITY COUNCIL AND JOINT MEETING OF THE CLOVERDALE COMMUNITY

DEVELOPMENT SUCCESSOR AGENCY BOARD OF DIRECTORS
WEDNESDAY, SEPTEMBER 11, 2024
4:30 PM CLOSED SESSION

CLOVERDALE CITY HALL
124 N. CLOVERDALE BOULEVARD, CLOVERDALE, CA 95425
6:00 PM OPEN SESSION

CLOVERDALE PERFORMING ART CENTER
209 N. CLOVERDALE BOULEVARD, CLOVERDALE, CA 95425
CLOSED SESSION - 4:30 PM

1. OPENING CLOSED SESSION

1.A Call to Order
Mayor Lands called the meeting to order at 4:30 p.m.

1.B Roll Call

Present: Mayor Lands, Vice Mayor Wheeler, Councilmembers: Morgenstern, Wolter

Absent: Councilmember Bagby.

1.C Closed Session Agenda Review (Changes and/or Deletions) None.

2. PUBLIC COMMENTS ON CLOSED SESSION AGENDA:

None.

3. RECESS TO CLOSED SESSION TO HEAR THE FOLLOWING ITEM(S):

3.A PUBLIC EMPLOYEE APPOINTMENT
Pursuant to Government Code Section 54957(B)
Title: City Manager
Item was received and filed.

3.B CONFERENCE WITH LEGAL COUNSEL - EXISTING LITIGATION Pursuant to Government Code Section
54956.9(d)(1) Name of Case: City of Camden v. BASF
City Council Meeting Minutes - September 11, 2024 - Page 2 of 6 Corporation US District Court District of South
Carolina Case No: 2.24-cv-03174-RMG
Name of Case: City of Camden v. Tyco Fire Products
LP US District Court District of South Carolina Case No:

2.24-cv-02321-RMG
Item was received and filed.

Mayor Lands adjourned Closed Session at 5:21 p.m.

OPEN SESSION - 6:00 PM
A. OPENING PUBLIC SESSION
A.1 Call to Order
Mayor Lands called the meeting to order at 6 p.m.

A.2 Pledge of Allegiance
Mayor Lands led the pledge of allegiance and held a moment of silence in commemoration heroes and lives lost on September 11, 2001.

A.3 Roll Call

Present: Mayor Lands, Vice Mayor Wheeler, Councilmembers: Bagby, Morgenstern, Wolter

Absent: None.

A.4 Report Out on Closed Session
None.

A.5 Conflict of Interest Declaration
None.

A.6 Agenda Review (Changes and/or Deletions)
None.

B. PUBLIC COMMENTS
Nicole Bird spoke regarding the Sonoma County Library
C. COMMUNICATIONS
None.

City Council Meeting Minutes - September 11, 2024 - Page 3 of 6 D. STUDENT LIAISON REPORT
Mayor Lands introduced the newly appointed Student Liaison Keiko Saito.

Student Liaison Saito reported.

E. PROCLAMATIONS
E.1 Proclamation: Pollution Prevention Week / Creek Week Councilmember Morgenstern read the proclamation.

Recipient(s): Sabrina Marson on behalf of the Russian River Watershed.

F. PRESENTATIONS
None.

G. CONSENT CALENDAR
A motion was made by Councilmember Bagby, seconded by Vice Mayor Wolter, to waive reading of the text and adopt the consent calendar.

The motion carried by the following vote:

Yes: (5) Mayor Lands, Vice Mayor Wheeler, Councilmembers: Bagby, Morgenstern, Wolter No: (0)
Abstain: (0)

Absent: (0)
G.1 Approval of Minutes - August 14, 2024
Action: Approved as submitted.

G.2 Approval of Minutes - August 28, 2024
Action: Approved as submitted.

G.3 Annual Maintenance Services Agreement with Miksis Services, Inc. to Provide Sewer Maintenance and Rehabilitation
Action: Resolution Adopted
RESOLUTION NO. 049-2024 ENTITLED: RESOLUTION OF THE CITY COUNCIL OF THE CITY

OF CLOVERDALE APPROVING A NEW ANNUAL MAINTENANCE SERVICES AGREEMENT WITH MIKSIS SERVICES, INC. TO PROVIDE SEWER MAINTENANCE /REHABILITATION IN AN AMOUNT NOT TO EXCEED $185,024.00 AND AUTHORIZING THE CITY MANAGER TO

EXECUTE SAID AGREEMENT
G.4 Agreement with Telestar Instruments for the City of Cloverdale Wastewater Plant and Remote Site SCADA Upgrade Project
Action: Resolution Adopted
RESOLUTION NO. 050-2024 ENTITLED: RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

CLOVERDALE APPROVING A CONSTRUCTION AGREEMENT WITH TELSTAR INSTRUMENTS

FOR WASTEWATER PLANT AND REMOTE SITE UPGRADE AND AUTHORIZING THE CITY

MANAGER TO EXECUTE SAID AGREEMENT
City Council Meeting Minutes - September 11, 2024 - Page 4 of 6 G.5 Sonoma County Abandoned Vehicle Abatement Service Authority’s Extension of the Abandoned Vehicle Abatement Fee Program until April 30, 2035 Action: Resolution Adopted
RESOLUTION NO. 051-2024 ENTITLED: RESOLUTION OF THE CITY COUNCIL OF THE

CITY OF CLOVERDALE SUPPORTING THE SONOMA COUNTY ABANDONED VEHICLE ABATEMENT SERVICE AUTHORITY’S EXTENSION OF THE SONOMA COUNTY ABANDONED VEHICLE ABATEMENT FEE PROGRAM UNTIL APRIL 30, 2035, EXTENDING

AN AGREEMENT WITH THE SERVICE AUTHORITY REGARDING THE SAME AND

AUTHORIZE THE CITY MANAGER TO EXECUTE SAID AGREEMENT
H. PUBLIC HEARINGS
None.

I. NEW BUSINESS
I.1 Seeking direction on potential Vacancy Ordinance
City Manager Kelley introduced the item and Assistant City Manager Thompson reported.

Council provided direction on the establishment of a Vacancy Ordinance I.2 Successor Memorandum of Understanding with the Cloverdale Classified Service Employees Association and Authorizing the City Manager to Execute the Memorandum of Understanding on behalf of the City
City Manager Kelley introduced the item.

A motion was made by Vice Mayor Wheeler, seconded by Councilmember Morgenstern, to waive reading of the text and adopt:

RESOLUTION NO. 052-2024 ENTITLED: RESOLUTION OF THE CITY COUNCIL OF THE CITY

OF CLOVERDALE APPROVING A SUCCESSOR MEMORANDUM OF UNDERSTANDING

WITH THE CLOVERDALE CLASSIFIED SERVICE EMPLOYEES ASSOCIATION AND

AUTHORIZING THE CITY MANAGER TO EXECUTE THE MEMORANDUM OF

UNDERSTANDING ON BEHALF OF THE CITY
The motion carried by the following vote:

Yes: (5) Mayor Lands, Vice Mayor Wheeler, Councilmembers: Bagby, Morgenstern, Wolter No: (0)
Abstain: (0)

Absent: (0)
I.3 A Resolution of the City Council of the City of Cloverdale Approving an Amended Compensation Plan for Unaffiliated Employees Implementing Cost of Living Adjustments and Other Minor Amendments
A motion was made by Vice Mayor Wheeler, seconded by Councilmember Morgenstern, to waive reading of the text and adopt:

City Council Meeting Minutes - September 11, 2024 - Page 5 of 6 RESOLUTION NO. 053-2024 ENTITLED: RESOLUTION OF THE CITY COUNCIL OF THE CITY

OF CLOVERDALE APPROVING AN AMENDED COMPENSATION PLAN FOR UNAFFILIATED

EMPLOYEES IMPLEMENTING COST OF LIVING ADJUSTMENTS AND OTHER MINOR AMENDMENTS.

The motion carried by the following vote:

Yes: (5) Mayor Lands, Vice Mayor Wheeler, Councilmembers: Bagby, Morgenstern, Wolter No: (0)
Abstain: (0)

Absent: (0)
J. SUBCOMMITTEE REPORTS
Subcommittee Agendas, Approved Minutes, and Media are available at www.cloverdale.net/agendacenter.

Councilmember Bagby
Councilmember Bagby responded to inquiries.

L. LEGISLATIVE REPORTS, LETTERS OF SUPPORT/OPPOSITION
L.1 Support Letter - AB1359
City Manager Kelley reported.

L.2 Support Letter - SMART Plan Bay Area Amendment
City Manager Kelley reported.

L.3 Request Letter - IPAOM - Soda Springs Ranch
City Manager Kelley reported.

City Council Meeting Minutes - September 11, 2024 - Page 6 of 6 M. CITY MANAGER/CITY ATTORNEY REPORTS
City Manager Kelley and City Attorney Mog reported.

N. COUNCIL DIRECTION ON FUTURE AGENDA ITEMS
Item L.2 - Vacancy Ordinance to the Finance, Admin, and Police Subcommittee.

Councilmember Morgenstern - Discussion regarding Legal Aid presentation to Council at the Homelessness Community Advisory Group Subcommittee.

Councilmember Morgenstern - Feasibility Assessment for real property negotiations to potentially acquire community garden property to Finance, Admin, and Police Subcommittee.

O. ADJOURNMENT
Mayor Lands adjourned the meeting at 6:54 p.m. to the next regular meeting of the Cloverdale City Council scheduled for September 25, 2024.

APPROVED ON: September 25, 2024
________________________________
Mike Maloney, City Clerk
124 N. Cloverdale Boulevard
Cloverdale, CA 95425
Phone: 707-894-2521
www.cloverdale.net
The Cloverdale City Council welcomes public interest, attendance, and in-person participation at meetings.

Open session meetings are held in-person at the Cloverdale Performing Art Center. You may also view the live streams online at www.zoom.us/join, by telephone: 1.669.900.6833, both using Meeting ID: 823 1668 4527, directly at https://us02web.zoom.us/j/82316684527 or on YouTube at cloverdale.net/youtube CLOSED SESSION - 4:30 PM

1. OPENING CLOSED SESSION

1.A Call to Order

1.B Roll Call

1.C Closed Session Agenda Review (Changes and/or Deletions)

2. PUBLIC COMMENTS ON CLOSED SESSION AGENDA:

Prior to recessing to Closed Session, the Public may speak on Closed Session Items.

3. RECESS TO CLOSED SESSION TO HEAR THE FOLLOWING ITEM(S):

3.A PUBLIC EMPLOYEE APPOINTMENT
Pursuant to Government Code Section 54957(B)
Title: City Manager
AGENDA

REGULAR MEETING OF THE CITY COUNCIL AND JOINT MEETING OF THE CLOVERDALE COMMUNITY

DEVELOPMENT SUCCESSOR AGENCY BOARD OF DIRECTORS
WEDNESDAY, SEPTEMBER 11, 2024
4:30 PM CLOSED SESSION

CLOVERDALE CITY HALL
124 N. CLOVERDALE BOULEVARD, CLOVERDALE, CA 95425
6:00 PM OPEN SESSION

CLOVERDALE PERFORMING ART CENTER
209 N. CLOVERDALE BOULEVARD, CLOVERDALE, CA 95425
1 3.B CONFERENCE WITH LEGAL COUNSEL - EXISTING LITIGATION Pursuant to Government Code Section 54956.9(d)(1)
Name of Case: City of Camden v. BASF Corporation
US District Court District of South Carolina
Case No: 2.24-cv-03174-RMG
Name of Case: City of Camden v. Tyco Fire Products LP
US District Court District of South Carolina
Case No: 2.24-cv-02321-RMG

3.C CONFERENCE WITH LABOR NEGOTIATOR
Pursuant to Government Code Section 54957.6
Labor Negotiator: City Manager Kelley and Consultant Patrick Clark Cloverdale Employee Groups: Cloverdale Police Officers' Association OPEN SESSION - 6:00 PM
A. OPENING PUBLIC SESSION
A.1 Call to Order
A.2 Pledge of Allegiance
A.3 Roll Call
A.4 Report Out on Closed Session
A.5 Conflict of Interest Declaration
A.6 Agenda Review (Changes and/or Deletions)
B. PUBLIC COMMENTS
Any person wishing to speak on an item not listed on the agenda may do so at this Bme. Pursuant to the Brown Act, the City Council is not allowed to consider issues or takeaction on any item not listed on the agenda. Three minutes are typically allotted to each speaker.

C. COMMUNICATIONS
None.

D. STUDENT LIAISON REPORT
Student Liaison Saito.

E. PROCLAMATIONS
E.1 Proclamation: Pollution Prevention Week / Creek Week Recipient(s): None.

Proclamation: Pollution Prevention Week / Creek Week
2 F. PRESENTATIONS
None.

G. CONSENT CALENDAR
All items under the Consent Calendar will be considered together by one acBon of the City Council unless any Councilmember or member of the public requests that an item be removed and considered separately.

G.1 Approval of Minutes - August 14, 2024
Recommended Action(s):

Approve the August 14, 2024, Draft Minutes
G.2 Approval of Minutes - August 28, 2024
Recommended Action(s):

Approve the August 28, 2024 Draft Minutes
G.3 Annual Maintenance Services Agreement with Miksis Services, Inc. to Provide Sewer Maintenance and Rehabilitation
Recommended Action(s):

Adopt a Resolution Entitled, “A Resolution of the City Council of the City of Cloverdale approving a new Annual Maintenance Services Agreement with Miksis Services, Inc. to provide sewer maintenance /rehabilitation in an amount not to exceed $185,024.00 and authorizing the City Manager to execute said agreement.”
G.4 Agreement with Telestar Instruments for the City of Cloverdale Wastewater Plant and Remote Site SCADA Upgrade Project
Recommended Action(s):

Adopt a Resolution Entitled, “A Resolution Of The City Council Of The City Of Cloverdale Approving A Construction Agreement With Telstar Instruments For Wastewater Plant And Remote Site Upgrade And Authorizing The City Manager To Execute Said Agreement.” G.5 Sonoma County Abandoned Vehicle Abatement Service Authority’s Extension of the Abandoned Vehicle Abatement Fee Program until April 30, 2035
Recommended Action(s):

Adopt a Resolution Entitled, “A Resolution of the City Council of the City of Cloverdale supporting the Sonoma County Abandoned Vehicle Abatement Service Authority’s extension of the Sonoma County Abandoned Vehicle Abatement Fee Program until April 30, 2035, extending an agreement with the Service Authority regarding the same and authorize the City Manager to execute said agreement.” Minutes - August 14, 2024 - Draft
Minutes - August 28, 2024 - Draft
Agenda Report
Attachment 1 - Resolution
Attachment 2 - Exhibit A - Miksis Services Quotation
Agenda Report
Attachment 1 - Resolution
Attachment 2 - Exhibit A - Telstar Contract Scope
Agenda Report
3 H. PUBLIC HEARINGS
None.

I. NEW BUSINESS
I.1 Seeking direction on potential Vacancy Ordinance
Recommended Action(s):

Provide Direction on the establishment of a Vacancy Ordinance and direct staff to begin process of creating an ordinance at the Police, Finance and Administration subcommittee.

I.2 Successor Memorandum of Understanding with the Cloverdale Classified Service Employees Association and Authorizing the City Manager to Execute the Memorandum of Understanding on behalf of the City
Recommended Action(s):

Adopt a Resolution Entitled, “A Resolution of the City Council of the City of Cloverdale approving a Successor Memorandum of Understanding with the Cloverdale Classified Service Employees Association and authorizing the City Manager to Execute the Memorandum of Understanding on behalf of the City.”
I.3 A Resolution of the City Council of the City of Cloverdale Approving an Amended Compensation Plan for Unaffiliated Employees Implementing Cost of Living Adjustments and Other Minor Amendments Recommended Action(s):

Adopt a Resolution Entitled, “Resolution of the City Council of the City of Cloverdale Approving an Amended Compensation Plan for Unaffiliated Employees Implementing Cost of Living Adjustments and Other Minor Amendments”
J. SUBCOMMITTEE REPORTS
Subcommittee Agendas, Approved Minutes, and Media are available at www.cloverdale.net/agendacenter.

Finance, Administration & Police: Chair Lands and Vice Chair Wolter Last Meeting Agenda | Next Meeting - October 7, 2024
Homelessness Community Advisory Group: Chair Morgenstern and Vice Chair Wheeler Last Meeting Agenda | Next Meeting - October 14, 2024
Attachment 1 - Resolution
Agenda Report
Attachment 1 - Discussion Points
Attachment 2 - Draft Ordinance
Agenda Report
Attachment 1 - Resolution
Attachment 2 - Exhibit A - MOU (Draft)
Attachment 3 - CSEA MOU With Markup
Agenda Report
Attachment 1 - Resolution
Attachment 2 - Exhibit A - Compensation Plan
Attachment 3 - Compensation Plan with Markup
4 Joint City/Cloverdale Unified School District: Chair Lands and Vice Chair Morgenstern Last Meeting Agenda | Next Meeting - November 18, 2024
Planning and Sustainability: Chair Bagby and Vice Chair Wheeler Last Meeting Agenda | Next Meeting - October 15, 2024
Public Works and Facilities: Chair Wheeler and Vice Chair Wolter Last Meeting Agenda | Next Meeting - September 24, 2024 K. COUNCILMEMBER REPORTS
Councilmembers may provide written and or verbal informational reports and updates on regional boards, committees, and community activities.

K.1 Written Reports:

L. LEGISLATIVE REPORTS, LETTERS OF SUPPORT/OPPOSITION
L.1 Support Letter - AB1359
L.2 Support Letter - SMART Plan Bay Area Amendment
L.3 Request Letter - IPAOM - Soda Springs Ranch
M. CITY MANAGER/CITY ATTORNEY REPORTS
Staff may provide written and or verbal informational reports.

N. COUNCIL DIRECTION ON FUTURE AGENDA ITEMS
Councilmembers may request agenda items for future Council and or Council Subcommittee meetings.

O. ADJOURNMENT
To the next regular meeting of the Cloverdale City Council scheduled for September 25, 2024.

IMPORTANT NOTICES REGARDING CITY COUNCIL MEETINGS
PUBLIC COMMENTS: Members of the public may provide comment on an agenda item in-person during the public comment periods. Commenters will have three (3) minutes to speak. City Council is unable to respond directly to questions or enter into dialogue with commenters. Comments may also be submitted prior to [email protected]. by 12 p.m. the day of the meeting. Submissions and supplemental attachments are considered public records pursuant to Government Code § 54957.5.

SPECIAL NEEDS ACCOMMODATIONS: In compliance with the Americans with Disabilities Act and Title VI, if you need special assistance to participate in this meeting, please contact the City Clerk's office at [email protected] or 707.894-1712. Notification at least 72 hours prior to the meeting will enable the City to make reasonable accommodations are made to provide accessibility to the meeting.

Councilmember Bagby
Support Letter - AB 1359
Support Letter - SMART Plan Bay Area Amendment
Request Letter - IPAOM - Soda Springs Ranch
5 AB 2449: Councilmembers participate in person or teleconference methods consistent with traditional provisions of the Brown Act, Government Code § 54953(b), unless the meeting is being held pursuant to provisions of AB 2449. If a technical issue arises with Zoom or the dial-in option, the meeting will continue unless it is being held pursuant to the provisions of Assembly Bill 2449.

AB 343: Any writings or documents provided to a majority of the City Council regarding any item on this agenda will be made available for public inspection in the City Hall offices located at 124 N. Cloverdale Blvd., Cloverdale, CA 95425 during normal business hours as provided by Assembly Bill 343.

WAIVER WARNING: If you challenge decisions/directions of the City Council in court, you may be limited to raising only those issues you or someone else raised at public hearings described in this agenda, or in written correspondence delivered to the City of Cloverdale, or prior to, the public hearing.

AFFIDAVIT OF POSTING
The City Clerk’s Office does hereby declare that, in accordance with California Government Code § 54954.2(a), this agenda for the above stated meeting(s) was posted at least 72 hours prior to the meeting (24 hours prior to a Special Meeting) on the outdoor bulletin board at City Hall, 124 N. Cloverdale Blvd., Cloverdale, CA, 95425 and the Cloverdale Performing Art Center, 209 N. Cloverdale Blvd., Cloverdale, CA, 95425, and online at www.cloverdale.net/agendacenter. The agenda is also available for public review at City Hall at least 24 hours in advance of the meeting.

Date posted: September 5, 2024 | Time posted: 3:35 p.m. | City Clerk Signature: s/Mike Maloney

CLOVERDALE WEEKLY NEWSLETTER
Interested in receiving useful informaBon and updates about City events, iniBaBves, acBviBes, budget and public meetings? Visit www.cloverdale.net/newsletter and subscribe to "The Cloverdale Weekly Newsletter." 6 PROCLAMATION OF THE CITY COUNCIL OF THE CITY OF CLOVERDALE PROCLAIMING THE WEEK OF SEPTEMBER 16‐23, 2024 IS POLLUTION PREVENTION WEEK AND SEPTEMBER 22‐29, 2024 AS CREEK WEEK IN THE RUSSIAN RIVER WATERSHED WHEREAS, throughout the United States of America the week starting on the third Monday of September is recognized as National Pollution Prevention Week; and
WHEREAS, throughout much of California, including the Russian River watershed, cities, counties and other stewardship organizations are recognizing the fourth week of September as Creek Week; and WHEREAS, our pollution prevention practices are intrinsically linked to the health of our watershed lands and waterways; and
WHEREAS, the nearly 1,500 square miles of lands, 150 creeks and approximately 350,000 residents of the Russian River watershed are connected and mutually support each other; and WHEREAS, the City of Cloverdale supports programs to reduce pollution, increase the environmental quality of our watershed, and provide our communities with the knowledge to be effective stewards of the Russian River watershed lands and waterways; and
WHEREAS, pollution in the form of trash and debris, chemicals from industry and everyday living, and sediment from construction and many land uses and activities all have the potential to degrade the quality of life and the quality of resources within the Russian River watershed; and WHEREAS, the Russian River, along with its tributaries and associated features are important resources to the people of Sonoma County; and
WHEREAS, the City of Cloverdale strives to protect our lands and waterways through ongoing pollution prevention outreach which aims to raise awareness of the harmful effects of pollutants to our natural systems; and
WHEREAS, during Pollution Prevention Week and Creek Week, river and ocean clean up campaigns will take place throughout Sonoma and Mendocino County and the City of Cloverdale.

NOW, THEREFORE BE IT RESOLVED, that I, Mayor Lands, proclaims September 16‐23, 2024 as Pollution Prevention Week and September 22‐29, 2024 as Creek Week in the Russian River watershed, and asks all members of our community to support efforts to protect and enrich our watershed health by participating the many Pollution Prevention Week/Creek Week activities, and to take active steps to reduce pollution and care for our environment throughout the year.

SO ORDERED
September 11, 2024
___________________________
Todd Lands, Mayor
7 City Council Meeting Minutes - August 14, 2024 - Page 1 of 6 124 N. Cloverdale Boulevard
Cloverdale, CA 95425
Phone: 707-894-2521
www.cloverdale.net

MINUTES - DRAFT

REGULAR MEETING OF THE CITY COUNCIL AND JOINT MEETING OF THE CLOVERDALE COMMUNITY

DEVELOPMENT SUCCESSOR AGENCY BOARD OF DIRECTORS
WEDNESDAY, AUGUST 14, 2024
CLOSED SESSION - 5:00 PM

CLOVERDALE CITY HALL
124 N. CLOVERDALE BLVD, CLOVERDALE, CA 95425
OPEN SESSION - 6:00 PM

CLOVERDALE PERFORMING ART CENTER
209 N. CLOVERDALE BOULEVARD, CLOVERDALE, CA 95425
CLOSED SESSION - 5:00 PM

1. OPENING CLOSED SESSION

1.A Call to Order
Mayor Lands called the meeting to order at 5 p.m.

1.B Roll Call

Present: Mayor lands, Vice Mayor Wheeler, Councilmember Wolter

Absent: Councilmembers: Bagby, Morgenstern

1.C Closed Session Agenda Review (Changes and/or Deletions) None.

2. PUBLIC COMMENTS ON CLOSED SESSION AGENDA:

None.

3. RECESS TO CLOSED SESSION TO HEAR THE FOLLOWING ITEM(S):

Mayor Lands recessed to Closed Session at 5 p.m.

3.A CONFERENCE WITH LABOR NEGOTIATOR
Pursuant to Government Code Section 54957.6
Labor Negotiator: City Manager Kelley
Cloverdale Employee Groups: Cloverdale Classified Association, Cloverdale Police Officers' Association, Cloverdale Dispatchers' Association, and all Unrepresented Employees (Unaffiliated Employees and Executive Management Staff) The item was received and filed.

Mayor Lands adjourned Closed Session at 5:54 p.m.
8 City Council Meeting Minutes - August 14, 2024 - Page 2 of 6 OPEN SESSION - 6:00 PM
A. OPENING PUBLIC SESSION
A.1 Call to Order
Mayor Lands called the meeting to order at 6:06 p.m.

A.2 Pledge of Allegiance
Mayor Lands led the pledge of allegiance.

A.3 Roll Call

Present: Mayor Lands, Vice Mayor Wheeler, Councilmembers: Bagby, Wolter

Absent: Councilmember Morgenstern
A.4 Report Out on Closed Session
None.

A.5 Conflict of Interest Declaration
Councilmember Bagby: Item G.4
A.6 Agenda Review (Changes and/or Deletions)
Staff Recommends seeing Item M. after item B.

B. PUBLIC COMMENTS
Mr. Delgado provided appreciation to Council and Councilmember Bagby for her Service.

Mayor Lands rearranged the agenda to see item M. City Manager Report prior to item C.

C. COMMUNICATIONS
C.1 Written Correspondence:
• Correspondence - Connolly
• Correspondence - Fisher
• Correspondence - Commissioner Greene
• Correspondence - Jack
• Correspondence - Koslowsky 1
• Correspondence - Koslowsky 2
D. STUDENT LIAISON REPORT
None.

E. PROCLAMATIONS
None.

F. PRESENTATIONS
None.
9 City Council Meeting Minutes - August 14, 2024 - Page 3 of 6 G. CONSENT CALENDAR
Councilmember Bagby requested item G.4 be pulled from the Consent Calendar; and Mayor Lands pulled item G.2.

A motion was made by Councilmember Bagby, seconded by Councilmember Wolter, to waive reading of the text and adopt the Consent Calendar (Item G.1 and G.3).

The motion carried by the following vote:

Yes: (4) Mayor Lands, Vice Mayor Wheeler, Councilmembers: Bagby, Wolter No: (0)
Abstain: (0)

Absent: (1) Councilmember Morgenstern
G.1 Approval of Minutes - July 24, 2024
Action: Approved as submitted
G.3 Consider an Agreement Between the City of Cloverdale and the County of Sonoma for Clovercrest Drive Pavement Project
Action: Resolution Adopted
RESOLUTION NO. 042-2024 ENTITLED: RESOLUTION OF THE CITY COUNCIL OF THE CITY

OF CLOVERDALE APPROVING AN AGREEMENT BETWEEN THE CITY OF CLOVERDALE AND

THE COUNTY OF SONOMA FOR CLOVERCREST DRIVE PAVEMENT PROJECT AND AUTHORIZING THE CITY MANAGER TO EXECUTE SAID AGREEMENT.

Mayor Lands moved on to the item G.2 and G.4 which were pulled off the Consent Agenda.

G.2 Consider Appointment of Daniel Frankston to the Planning Commission as an Alternate Commissioner A motion was made by Councilmember Bagby, seconded by Councilmember Wolter, to approve Mayor Lands proposed appointment of Daniel Frankston as an alternate member to the Planning Commission, with a term to expire on August 14, 2026.

The motion carried by the following vote:

Yes: (4) Mayor Lands, Vice Mayor Wheeler, Councilmembers: Bagby, Wolter No: (0)
Abstain: (0)

Absent: (1) Councilmember Morgenstern
Councilmember Wolter and Councilmember Bagby provided comments.

G.4 Consider Appointment of Coastland Civil Engineering as the Engineer of Work to Prepare Construction Documents for the 1st Street Sidewalk Gap Closure Project A motion was made by Councilmember Wolter, seconded by Vice Mayor Wheeler, to waive reading of the text and adopt:
10 City Council Meeting Minutes - August 14, 2024 - Page 4 of 6 RESOLUTION NO. 043-2024 ENTITLED: RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

CLOVERDALE APPOINTING COASTLAND CIVIL ENGINEERING AS THE ENGINEER OF WORK TO PREPARE CONSTRUCTION DOCUMENTS FOR THE 1ST STREET SIDEWALK GAP CLOSURE PROJECT.

The motion carried by the following vote:

Yes: (3) Mayor Lands, Vice Mayor Wheeler, Councilmember Wolter No: (0)
Abstain: (1) Councilmember Bagby

Absent: (1) Councilmember Morgenstern
H. PUBLIC HEARINGS
H.1 Ordinance amending sections of the Cloverdale Municipal Code (CMC) in order to more clearly define the off-street parking standards for recreational vehicles in residential areas.

Assistant City Manager Thompson introduced the item.

Mayor Lands opened and closed the Public Hearing at 6:22 p.m.

A motion was made by Councilmember Bagby, seconded by Councilmember Wolter, to waive reading of the text and introduce for first reading by title only:

AN ORDINANCE ENTITLED: “AN ORDINANCE OF THE CITY OF CLOVERDALE AMENDING SECTION 18.11.060: RECREATIONAL VEHICLE PARKING AND ADDING SECTION 18.04.050(C):

ALLOWABLE PAVING IN THE REQUIRED FRONT YARD OF THE CLOVERDALE MUNICIPAL CODE The motion carried by the following vote:

Yes: (4) Mayor Lands, Vice Mayor Wheeler, Councilmembers: Bagby, Wolter No: (0)
Abstain: (0)

Absent: (1) Councilmember Morgenstern
H.2 Notice to Destroy Weeds for Specified Private Properties Located Within the City Limits.

Assistant City Manager Thompson introduced the item.

Mayor Lands opened and closed the Public Hearing at 6:24 p.m.

A motion was made by Vice Mayor Wheeler, seconded by Councilmember Bagby, to waive reading of the text and adopt:

RESOLUTION NO. 044-2024 ENTITLED: RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

CLOVERDALE ORDERING THE CLOVERDALE FIRE PROTECTION DISTRICT CHIEF OR OTHER

AUTHORIZED PERSON TO ABATE WEEDS PREVIOUSLY DECLARED A NUISANCE ON PRIVATE 11 City Council Meeting Minutes - August 14, 2024 - Page 5 of 6 PROPERTIES LOCATED AT 650 & 680 S. CLOVERDALE BOULEVARD (APN 001-332-009 & -021) AND VISTA OAKS SUBDIVISION (APNS 116-050-011, 116-060-012; -025; -027; -033; -063; -067:
001-350-005; -038) AUTHORIZING THE CLOVERDALE FIRE PROTECTION DISTRICT CHIEF OR OTHER AUTHORIZED PERSON TO ENTER ONTO SAID PROPERTIES TO ABATE THE WEEDS; AND,

AUTHORIZING STAFF TO SEEK AN ABATEMENT ORDER THROUGH THE SONOMA COUNTY

SUPERIOR COURT FOR THE SAME, IF NECESSARY UNDER THE CIRCUMSTANCES The motion carried by the following vote:

Yes: (4) Mayor Lands, Vice Mayor Wheeler, Councilmembers: Bagby, Wolter No: (0)
Abstain: (0)

Absent: (1) Councilmember Morgenstern
I. NEW BUSINESS
None.

J. SUBCOMMITTEE REPORTS
Subcommittee Agendas, Approved Minutes, and Media are available at www.cloverdale.net/agendacenter.

Finance, Administration & Police: Chair Lands and Vice Chair Wolter Last Meeting Agenda | Next Meeting - October 7, 2024 (September 2, 2024 Cancelled) Homelessness Community Advisory Group: Chair Morgenstern and Vice Chair Wheeler Last Meeting Agenda | Next Meeting - October 14, 2024
Joint City/Cloverdale Unified School District: Chair Lands and Vice Chair Morgenstern Last Meeting Agenda | Next Meeting - August 19, 2024
Planning and Sustainability: Chair Bagby and Vice Chair Wheeler Last Meeting Agenda | Next Meeting - August 20, 2024
Public Works and Facilities: Chair Wheeler and Vice Chair Wolter Last Meeting Agenda | Next Meeting - September 24, 2024 (August 27, 2024 Cancelled) K. COUNCILMEMBER REPORTS
None.

K.1 Written Reports:

Councilmember Bagby
L. LEGISLATIVE REPORTS, LETTERS OF SUPPORT/OPPOSITION
None.

M. CITY MANAGER/CITY ATTORNEY REPORTS
City Manager Kelley and Police Chief Parker introduced Police Officer Samantha Bono 12 City Council Meeting Minutes - August 14, 2024 - Page 6 of 6 N. COUNCIL DIRECTION ON FUTURE AGENDA ITEMS
None.

O. ADJOURNMENT
Mayor Lands adjourned the meeting at 6:30 p.m. to the next regular meeting of the Cloverdale City Council scheduled for August 28, 2024.

APPROVED ON:
____________________________
Mike Maloney, City Clerk
13 City Council Meeting Minutes - August 28, 2024 - Page 1 of 7 124 N. Cloverdale Boulevard
Cloverdale, CA 95425
Phone: 707-894-2521
www.cloverdale.net

MINUTES - DRAFT

REGULAR MEETING OF THE CITY COUNCIL AND JOINT MEETING OF THE CLOVERDALE COMMUNITY

DEVELOPMENT SUCCESSOR AGENCY BOARD OF DIRECTORS
WEDNESDAY, AUGUST 28, 2024
4:30 PM CLOSED SESSION

CLOVERDALE CITY HALL
124 N. CLOVERDALE BOULEVARD, CLOVERDALE, CA 95425
6:00 PM OPEN SESSION

CLOVERDALE PERFORMING ART CENTER
209 N. CLOVERDALE BOULEVARD, CLOVERDALE, CA 95425
CLOSED SESSION - 4:30 PM

1. OPENING CLOSED SESSION

1.A Call to Order
Mayor Lands called the meeting to order at 4:30 p.m.

1.B Roll Call

Present: Mayor Lands, Vice Mayor Wheeler, Councilmembers: Morgenstern, Wolter

Absent: Councilmember Bagby

1.C Closed Session Agenda Review (Changes and/or Deletions) None.

2. PUBLIC COMMENTS ON CLOSED SESSION AGENDA:

None.

3. RECESS TO CLOSED SESSION TO HEAR THE FOLLOWING ITEM(S):

Mayor Lands recessed to Closed Session at 4:30 p.m.

3.A PUBLIC EMPLOYEE APPOINTMENT
Pursuant to Government Code Section 54957(B)
Title: City Manager
Item was received and filed.
14 City Council Meeting Minutes - August 28, 2024 - Page 2 of 7

3.B CONFERENCE WITH LABOR NEGOTIATOR
Pursuant to Government Code Section 54957.6
Labor Negotiator: City Manager Kelley and Consultant Patrick Clark Cloverdale Employee Groups: Cloverdale Classified Association, Cloverdale Police Officers' Association, Cloverdale Dispatchers' Association, and all Unrepresented Employees (Unaffiliated Employees and Executive Management Staff) Item was received and filed.

Mayor Lands adjourned Closed Session at 5:45 p.m.

OPEN SESSION - 6:00 PM
A. OPENING PUBLIC SESSION
A.1 Call to Order
Mayor Lands called the meeting to order at 6:01 p.m.

A.2 Pledge of Allegiance
Mayor Lands led the Pledge of Allegiance
A.3 Roll Call
Present - Mayor Lands, Vice Mayor Wheeler, Councilmembers: Bagby, Morgenstern, Wolter Absent - None
A.4 Report Out on Closed Session
None.

A.5 Conflict of Interest Declaration
None.

A.6 Agenda Review (Changes and/or Deletions)
None.

B. PUBLIC COMMENTS
Richard Greene spoke regarding the City Hall Commemorative Flag Pole.

Daniel Frankston spoke regarding his Planning Commission Appointment and SMART C. COMMUNICATIONS
C.1 Written Correspondence:
• Correspondence - Koslowsky 1
• Correspondence - Koslowsky 2
D. STUDENT LIAISON REPORT
None.
15 City Council Meeting Minutes - August 28, 2024 - Page 3 of 7 E. PROCLAMATIONS
E.1 Women's Equality Day
Mayor Lands read the Proclamation and the recipients presented.

Recipient(s): Gina Fortino Dickson and Elisabeth Beaty, Commission on the Status of Women F. PRESENTATIONS
None.

G. CONSENT CALENDAR
Mayor Lands pulled item G.1 from the Consent Calendar at the request of La Reva Myles.

A motion was made by Councilmember Bagby, seconded by Councilmember Wolter, to waive reading of the text and adopt the Consent Calendar (Item G.2) The motion carried by the following vote:

Yes: (5) Mayor Lands, Vice Mayor Wheeler, Councilmembers: Bagby, Morgenstern, Wolter No: (0)
Abstain: (0)

Absent: (0)
G.2 Consider adjusting the Water Leak Adjustment Policy Action: Resolution Approved
RESOLUTION NO. 045-2024 ENTITLED: RESOLUTION OF THE CLOVERDALE CITY COUNCIL AMENDING THE WATER LEAK ADJUSTMENT POLICY INCREASING THE ONE-TIME $365 CREDIT TO A $410 CREDIT TOWARD THE WATER BILL.

Mayor Lands moved on to item G.1.

G.1 Second reading by title only of an ordinance amending sections of the Cloverdale Municipal Code (CMC) in order to more clearly define the off-street parking standards for recreational vehicles in residential areas
City Manager Kelley re-introduced the item and La Reva Myles provided comments and inquiries.

Assistant City Manager / Community Director Thompson responded.

A motion was made by Councilmember Bagby, seconded by Councilmember Wolter, to table the item for a date uncertain. The item will be re-noticed in accordance with the Brown Act.

The motion carried by the following vote:

Yes: (5) Mayor Lands, Vice Mayor Wheeler, Councilmembers: Bagby, Morgenstern, Wolter No: (0)
Abstain: (0)

Absent: (0)
16 City Council Meeting Minutes - August 28, 2024 - Page 4 of 7 H. PUBLIC HEARINGS
None.

I. NEW BUSINESS
I.1 Adjusting Maximum Allowable Solid Waste, Composting and Recycling Rates under the Solid Waste Collection Franchise Agreement between the City and Recology Sonoma Marin Inc.

City Manager Kelley introduced the item and Recology Sonoma Marin representatives responded to inquiries and comments.

A motion was made by Vice Mayor Wheeler, seconded by Councilmember Bagby, to waive reading of the text and adopt:

RESOLUTION NO. 046-2024 ENTITLED: RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

CLOVERDALE APPROVING THE MAXIMUM ALLOWABLE SOLID WASTE, COMPOSTING AND

RECYCLING RATES UNDER THE SOLID WASTE COLLECTION FRANCHISE AGREEMENT BETWEEN THE CITY AND RECOLOGY SONOMA MARIN INC. AND REPEALING THE RATE SCHEDULE ADOPTED UNDER RESOLUTION NO. 070-2023
The motion carried by the following vote:

Yes: (5) Mayor Lands, Vice Mayor Wheeler, Councilmembers: Bagby, Morgenstern, Wolter No: (0)
Abstain: (0)

Absent: (0)
Mayor Lands rearranged the agenda to see item I.3 prior to item I.2 and I.4.

I.2 Designation of the City of Cloverdale’s Voting Delegate, and potential alternate delegate, for the 2024 League of California Cities Annual Conference City Manager Kelley introduced the item.

A motion was made by Councilmember Wolter, seconded by Councilmember Bagby, to designate Mayor Lands as the City’s voting delegate, and designate Councilmember Bagby as the City’s alternate voting delegate, for the League of California Cities 2024 Annual Conference and Expo scheduled for October 16-18, 2024 and authorize the City Clerk to submit the 2024 Voting Delegates through the League of California Cities online submission portal by Wednesday September 25, 2024.

The motion carried by the following vote:

Yes: (4) Mayor Lands, Vice Mayor Wheeler, Councilmembers: Bagby, Wolter No: (0)
Abstain: (1) Councilmember Morgenstern

Absent: (0)
17 City Council Meeting Minutes - August 28, 2024 - Page 5 of 7 I.3 Resolution Affirming Support of Farms, Ranches, and Agricultural Operations and Businesses in Cloverdale and Sonoma County and Opposing Measure J City Manager Kelley introduced the item, and Councilmembers provided comments.

Public Comment: Daniel Charles supported the item.

Council provided additional comments.

A motion was made by Councilmember Bagby, seconded by Councilmember Wolter, to waive reading of the text and adopt:

RESOLUTION NO. 047-2024 ENTITLED: RESOLUTION OF THE CITY COUNCIL OF THE CITY

OF CLOVERDALE AFFIRMING SUPPORT OF FARMS, RANCHES, AND AGRICULTURAL

OPERATIONS AND BUSINESSES IN CLOVERDALE AND SONOMA COUNTY AND OPPOSING MEASURE J ON THE NOVEMBER 2024 BALLOT
The motion carried by the following vote:

Yes: (5) Mayor Lands, Vice Mayor Wheeler, Councilmembers: Bagby, Morgenstern, Wolter No: (0)
Abstain: (0)

Absent: (0)
I.4 Resolution of the City Council of the City of Cloverdale Approving a Memorandum of Understanding with the Cloverdale Dispatch Association and Authorizing the City Manager to Execute the Memorandum of Understanding on behalf of the City City Manager Kelley introduced the item.

A motion was made by Vice Mayor Wheeler, seconded by Councilmember Bagby, to waive reading of the text and adopt:

RESOLUTION NO. 048-2024 ENTITLED: Resolution of the City Council of the City of Cloverdale approving a Memorandum of Understanding with the Cloverdale Dispatch Association and authorizing the City Manager to Execute the Memorandum of Understanding on behalf of the City.

The motion carried by the following vote:

Yes: (5) Mayor Lands, Vice Mayor Wheeler, Councilmembers: Bagby, Morgenstern, Wolter No: (0)
Abstain: (0)

Absent: (0)
J. SUBCOMMITTEE REPORTS
Subcommittee Agendas, Approved Minutes, and Media are available at www.cloverdale.net/agendacenter.

Finance, Administration & Police: Chair Lands and Vice Chair Wolter 18 City Council Meeting Minutes - August 28, 2024 - Page 6 of 7 Last Meeting Agenda | Next Meeting - October 7, 2024 (September 2 Cancelled) Homelessness Community Advisory Group: Chair Morgenstern and Vice Chair Wheeler Last Meeting Agenda | Next Meeting - October 14, 2024
Joint City/Cloverdale Unified School District: Chair Lands and Vice Chair Morgenstern Last Meeting Agenda | Next Meeting - November 18, 2024
Planning and Sustainability: Chair Bagby and Vice Chair Wheeler Last Meeting Agenda | Next Meeting - October 15, 2024
Public Works and Facilities: Chair Wheeler and Vice Chair Wolter Last Meeting Agenda | Next Meeting - September 24, 2024 (August 27 Cancelled) K. COUNCILMEMBER REPORTS
Councilmember Morgenstern reported.

K.1 Written Report(s):

Councilmember Bagby provided.

L. LEGISLATIVE REPORTS, LETTERS OF SUPPORT/OPPOSITION
None.

M. CITY MANAGER/CITY ATTORNEY REPORTS
City Manager Kelley reported.

N. COUNCIL DIRECTION ON FUTURE AGENDA ITEMS
Measure I Letter of Support.

O. ADJOURNMENT
Mayor Lands adjourned the meeting at 7:33 p.m. to the next regular meeting of the Cloverdale City Council scheduled for September 11, 2024.

APPROVED ON:
_______________________________
Mike Maloney, City Clerk
19 City Council Meeting Minutes - August 28, 2024 - Page 7 of 7 6 20
City Council
Agenda Item Summary Agenda Item: G.3
Meeting Date: September 11, 2024
Agenda Section
Consent
Staff Contact
Derrick Montanye Public Works Director
Agenda Item Title
Annual Maintenance Services Agreement with Miksis Services, Inc. to Provide Sewer Maintenance and Rehabilitation
Recommended Council Action
Adopt a Resolution entitled “A Resolution of the City Council of the City of Cloverdale approving a new Annual Maintenance Services Agreement with Miksis Services, Inc. to provide sewer maintenance /rehabilitation in an amount not to exceed $185,024.00 and authorizing the City Manager to execute said agreement.”
Background:

As part of the City’s annual infrastructure management, the City rehabilitates existing sewer mains with a thermal plastic liner. Thermal plastic liner extends the useful life of a deteriorated pipeline and prevents infiltration of groundwater. The installation of thermal plastic liner is a highly specialized process and there are few contractors with the equipment and expertise to perform this work.

Miksis Services, Inc. (MSI) is the only contractor in this region that provides this lining service and has prepared the attached quotation for City Council reference. City staff have reviewed the quotation and found it in conformance with Cloverdale Municipal Code Purchasing Ordinance Chapter 3.08 et seq. and other applicable law. City Staff recommend executing an agreement with MSI to install thermal plastic liner at the locations listed in the quotation.

Summary:

The Project scope consists of lining existing sewer mains at various locations, trim back protruding laterals, providing traffic controls, and by-pass pumping when needed. All work will be performed during the current fiscal year (fy 2022-23). MSI is licensed to perform this work, insured in accordance with City requirements and will perform the work at prevailing wage rates.

Table 1 - MSI Scope of Work
Task
No.

Location Work Description Cost
1 Butler Court 10” Concrete Sanitary Sewer Rehab $32,520.00 2 Allen Ave. to C.O. 6” VCP Sanitary Sewer Rehab $29,210.00 3 Antonio / Josephine Sanitary Sewer Rehab $30,120.00
4 Jefferson / West 4th 6” Sanitary sewer Rehab $30,260.00 5 West 2nd / Franklin 6”x335’ ACP Sewer Rehab $23,450.00 6 Allen Ave. Part 2 6” Sanitary Sewer Rehab $12,600.00
7 Railroad/East Downstream Point Repair 21” Sanitary Sewer $3,800.00 8 MH Railroad to MH railroad/east Trenchless Rehab 248’ of 8” $23,064.00 Contract total $185,024.00
5% Contingency $9,251.20
Total $194,275.20
21 City Council/Successor Agency Agenda Item Summary
Meeting Date: September 11, 2024

Page 2 of 2 ends

City Staff have prepared a Maintenance Service Agreement. Staff recommends that the City Council approve an agreement with Miksis in the amount of $185,024.00, authorize a project budget of up to $194,275.20 and authorize the City Manager to execute the agreement and approve any changes orders up to the approved project budget.

Alternative Options:

1. Reject Resolution

2. Provide alternative direction to Staff.

Budget/Financial Impact:

Based on the quotation received from Miksis Services, the following is the recommended overall budget for this project:

Construction $185,024.00
Construction Contingency (5%) $9,251.20
Total Estimated Construction Budget $194,275.20
This project is funded by the Sewer Fund 630, 49130 Construction.

Subcommittee Recommendation:

None
Attachments:

1. Resolution

2. Exhibit A - Miksis Services quotation
22 CITY OF CLOVERDALE

CITY COUNCIL
RESOLUTION NO. ___-2024

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CLOVERDALE APPROVING A NEW ANNUAL MAINTENANCE SERVICES AGREEMENT WITH MIKSIS SERVICES, INC. TO PROVIDE SEWER MAINTENANCE/REHABILITATION IN AN AMOUNT NOT TO EXCEED $185,024.00 AND AUTHORIZING THE

CITY MANAGER TO EXECUTE SAID AGREEMENT
WHEREAS, as part of infrastructure management, the City’s sewer collection system is periodically rehabilitated with a thermoplastic liner; and
WHEREAS, a scope of services was established for the Liner Installation for Sewer Pipeline Project (“Project”) was completed and a bid solicitation for specialized work was issued in accordance with the Cloverdale Municipal Code Purchasing Ordinance Chapter 3.08 et seq. and other applicable laws; and WHEREAS, Miksis Services, is the only contractor in the region that provides pipelining services and has provided a quotation in the amount of $185,024.00 attached hereto as Exhibit A; and WHEREAS, staff has determined that the Miksis Services’ bid satisfies the bidding requirements for the Project; and
WHEREAS, Miksis Services is licensed and qualified to perform the Project; and WHEREAS, the Project has been found to be exempt from the requirements of the California Environmental Quality Act (CEQA) pursuant to Section 15301(c) of Title 14 of the California Code of Regulations as it consists of the replacement of existing facilities and involves negligible or no expansion of existing use.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY OF CLOVERDALE AS FOLLOWS:

1. The Project is categorically exempt under CEQA in accordance with Section 15301(c) of Title 14 of the California Code of Regulations.

2. The contract for the Project is hereby awarded to Miksis Services in the amount of $185,024.00, conditioned on Miksis Services’ timely executing the Project contract and submitting all required documents, including, but not limited to, executed bonds/surety, certificates of insurance, and endorsements, in accordance with the Project documents.

3. The City Manager is hereby authorized and directed to execute the agreement upon submission, by Miksis Services, all documents required pursuant to the Project bid documents for performance of the Project.

4. Establish 5% Project contingency of $9,251.20.

5. The City Manager or his designee can execute any change orders in accordance with project documents so long as the total project cost including 5% contingency does not exceed the overall budget of $194,275.20.
23 2
The foregoing Resolution was duly introduced and adopted by the City Council of the City of Cloverdale at its regular meeting held on the 11th day of September 2024 by the following roll call vote:

AYES:

NOES:

ABSTAIN:

ABSENT:

APPROVED ATTEST:
_________________________________ _____________________________ Todd Lands, Mayor Mike Maloney, City Clerk
Attachment:

Exhibit A - Miksis Services Quotation Collection System Scope of work 2024-25 24 25
26 27
28 29
30 31
32 City Council
Agenda Item Summary Agenda Item:

Meeting Date:

G.4
September 11, 2024
Agenda Section
Consent
Staff Contact
Derrick Montanye, Public Works Director
Agenda Item Title
Agreement with Telestar Instruments for the City of Cloverdale Wastewater Plant and Remote Site SCADA Upgrade Project
Recommended Council Action
Adopt “A Resolution Of The City Council Of The City Of Cloverdale Approving A Construction Agreement With Telstar Instruments For Wastewater Plant And Remote Site Upgrade And Authorizing The City Manager To Execute Said Agreement.”
Background
The City of Cloverdale Wastewater plant SCADA system is an aging system that largely relies greatly on many out of production components, this makes sourcing replacement parts to continue uninterrupted service very difficult.

The Wastewater Treatment Plant SCADA computers and the software running on them have been deemed to be at end of life, with no further support or updated it is important to update our systems and software for security and support.

Summary
Telstar's proposed project scope includes the following:

1. Improving the PLC (Programmable Logic Controller) systems at the treatment plant.

2. Replacing the back panel of the main PLC cabinet with a new Allen Bradley PLC.

3. Installing new electrical panel components, including circuit breakers, terminal blocks, power supplies, and relays.

4. Enhancing the SCADA (Supervisory Control and Data Acquisition) system at the treatment plant.

5. Replacing the existing computer workstation with a new Dell workstation running Windows 11 OS and implementing a web-based modular Inductive Automation Ignition SCADA system. This will include installing a voice alarm notification system to send alarms from SCADA to phones.

6. Designing Telstar's PLC/SCADA system with enough I/O capacity to accommodate future remote lift stations when the City decides to bring them online.

Staff also recommends including the Shahan Lift Station into the new SCADA system which is listed as an optional service.

Staff recommends that the City Council approve an agreement with Telstar, including the optional integration of the Shahan Lift Station, for a total of $147,964. A resolution is attached to approve the agreement, establish a project budget of up to $150,000, and authorize the City Manager to execute the agreement and approve any necessary change orders up to $2,036.

Alternative Options

1. Reject Resolution
33 City Council/Successor Agency Agenda Item Summary
Meeting Date: September 11, 2024

Page 2 of 2 ends

2. Provide other direction to Staff.

Budget/Financial Impact
Based on the quotation received from Telstar, the following is the recommended overall budget for this project:

Construction $147,964.00
Construction Contingency $2,036
Total Estimated Construction Budget $150,000.00
This project is budgeted in the FY24-25 Budget funded in the Sewer Fund (Fund No: 630-40-800-39130) itemized as “SCADA System Upgrade/Installation”.

Subcommittee Recommendation
None
Attachments:

1. Resolution

2. Telstar Quotation
34 CITY OF CLOVERDALE

CITY COUNCIL
RESOLUTION NO. ___-2024

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CLOVERDALE APPROVING A CONSTRUCTION

AGREEMENT WITH TELSTAR INSTRUMENTS FOR WASTEWATER PLANT AND REMOTE SITE UPGRADE AND

AUTHORIZING THE CITY MANAGER TO EXECUTE SAID AGREEMENT
WHEREAS, the City of Cloverdale aging Wastewater SCADA system in need of updating to continued uninterrupted service; and
WHEREAS, a scope of services was obtained from Telstar Instruments attached hereto as Exhibit A to improve the PLC systems at the treatment plant, replace PLC panels components, including circuit breakers, terminal blocks, power supplies, and relays, provide new PC workstation and remote access viewing; and
WHEREAS, along with the Wastewater Treatment plant and optional integration of the remote site Shahan lift station is recommended; and
WHEREAS, Telestar will provide all design engineering, software, hardware, and integration including the first year of service and first year of any needed subscriptions; and WHEREAS, the total amount of Telestar’s scope including optional site is $147,964.00; and WHEREAS, establishment of a contingency in the amount of $2,036.00 is recommended; and WHEREAS, the total project cost will be $150,000.00 as set forth in the FY24-25 budget funded by Sewer budget (fund No. 630-40-800-49130) itemized as “SCADA System Upgrade/Installation”.

NOW, THEREFORE, BE IT RESOLVED BY THE CITY OF CLOVERDALE HEREBY ORDAINS AS FOLLOWS:

1. The City Manager is hereby authorized and directed to execute the agreement upon submission, by Telstar Instruments, all documents required pursuant to the Project bid documents for performance of the Project.

2. Establish the overall budget for the Project at $150,000.00 including a project contingency of $2,036.00

3. The City Manager or his designee can execute any change orders in accordance with project documents so long as the total project cost does not exceed the overall budget of $150,000.00 35 2
The foregoing Resolution was duly introduced and adopted by the City Council of the City of Cloverdale at its regular meeting held on the 11th day of September 2024 by the following roll call vote:

AYES:

NOES:

ABSTAIN:

ABSENT: None
None
APPROVED: ATTEST:
______________________ ______________________
Todd Lands, Mayor Mike Maloney, City Clerk
Attachment: Exhibit A Telstar Contract Scope
36 Contractor License #422364
Contractor DIR #1000000899
CONTROL SYSTEM INTEGRATION • INSTRUMENTATION SERVICES
SCADA/AUTOMATION • PLC/HMI • ELECTRICAL • CALIBRATION • MAINTENANCE 4017 Vista Park Court, Sacramento, CA 95834 Phone 916-646-1999, Fax 916-646-1096 1717 Solano Way, Unit 40, Concord, CA 94520 Phone 925-671-2888, Fax 925-671-9507 202 South Douty Street, Hanford, CA 93230 Phone 559-584-7116, Fax 559-584-8028

Page 1 of 7 ends

September 4, 2024
Derrick Montanye
Public Works Director
City of Cloverdale
124 N. Cloverdale Blvd.

Cloverdale, CA 95425
(707) 894-1722
Sent via email: [email protected]
Subject: WWTP PLC and SCADA Upgrade
Reference: SR 30-43602 Rev. 1
Dear Derrick,
Telstar Instruments is pleased to provide a quote for the referenced project.

By accepting this proposal from Telstar, you agree to treat this as confidential information.

Based on the information collected, we understand that the existing system includes one main PLC panel with a Smart Wire SCADAPack model which is communicating to an obsolete National Instruments Lookout SCADA system. Both the PLC and SCADA hardware and software are outdated and no longer supported. These systems should be replaced to improve the reliability of the controls system at the treatment plant.

To improve the PLC systems at the treatment plant, Telstar proposes to replace the back panel of the main PLC cabinet with a new Allen Bradley PLC and new electrical panel components, including circuit breakers, terminal blocks, power supplies, and relays. To improve the SCADA system at the treatment plant, Telstar proposes to replace the existing computer workstation with a new Dell Windows 11 OS workstation and a web-based modular Inductive Automation Ignition SCADA system. Additionally, we recommend installing a voice alarm notification system to provide alarms to your phones from SCADA.

Telstar’s PLC / SCADA system design will include sufficient I/O capability to accommodate the addition of future remote lift stations when the City decides to bring them online. Incorporation of the Shahan Lift Station into the new SCADA system is offered as an is an optional service in this quotation.

SCOPE OF SERVICES
Below you will find a breakdown of our scope, categorized for clarity with distinct deliverables for each segment.

1. Engineering Design and Construction of the new Main PLC Cabinet Back Panel:
37 Contractor License #422364
Contractor DIR #1000000899

Page 2 of 7 ends

o Telstar will visit the site for panel assessment, IO assessment, and field IO wire interconnects.
o Telstar will design and prepare PLC control panel drawings and a Bill of Materials. o Telstar will procure new Allen Bradley CompactLogix PLC and IO cards. o Telstar will procure a 24VDC, 10A power supply and a 4-port Ethernet switch for PLC - SCADA communication.
o Telstar will procure a 1500 VA battery backup UPS for the PLC panel. o Telstar will procure required PLC panel build components like back panel, circuit breakers, terminal blocks, power supply, relays, and Panduit covers. o Telstar will assemble the PLC back panel at our facility and test the PLC and components prior to installation in the field.

Deliverables: (Engineering Design Documentation)
o PLC control panel drawings.
o Bill of Materials for PLC components.

2. New PLC Panel Back Panel Installation at the Site:
o Telstar will demolish the existing main PLC back panel and install the newly built back panel plane.
o Telstar will identify field input and output and connect them to the newly built PLC system. o Telstar will perform equipment’s IO verification.
o Telstar will ensure a smooth transition between the old and new controls systems, with minimal down time for operations of the facilities.

Deliverables: (Panel Installation)
o New PLC Backplane with Allen Bradley PLC and components. o As built PLC control panel drawings.

3. SCADA Hardware and Software:
o Telstar will procure (1) one Dell workstation with Windows 11 operating system, Microsoft Office, 16GB RAM, 2TB hard disk, and 24-inch monitor with 3 years of next-day service warranty.
o Telstar will procure a 1500 VA battery backup UPS for the SCADA computer. o Telstar will procure Inductive Automation software, including the following modules:
o Ignition Modules & Drivers
o Alarm Notification Module
o Voice Notification Module
o Tag Historian Module
o Ignition Platform with 1 year of BasicCare support. A one-year subscription for Ignition BasicCare is included under this quotation. The City will take over procurement of the annual support license after the first year. The current annual price for this license is $1,065.00/year direct from Inductive Automation.
o Telstar will install the Dell workstation at the site and establish network communication with the new PLC.
o Telstar will run Ethernet network communication between PLC and SCADA. o Telstar will procure and install one voice call notification modem for alarm notification. 38 Contractor License #422364
Contractor DIR #1000000899

Page 3 of 7 ends

Deliverables: (SCADA Hardware & Software)
o (1) Dell Windows 11 workstation with above specified configurations with UPS. o (1) Inductive Automation Ignition SCADA software with modules. o (1) Voice call notification cellular modem. Cellular modem service will be added to the existing City account with AT&T or Verizon.

4. SCADA Software Development and Implementation:
o Telstar will perform an onsite visit to collect data on the existing Lookout SCADA screens and functionality. Telstar will coordination with the City of Cloverdale for further SCADA development inputs.
o Telstar will program the new PLC logic utilizing Rockwell software. o Telstar will migrate the existing Lookout application to the new modular web-based Ignition SCADA application.
o Telstar will coordinate with the City to configure the required alarms for voice call notification, using the existing analog telephone line. o Telstar will configure the required historian trends on the new SCADA system. o Telstar will configure the available alarms for voice alarm notification. o Telstar will test the new screens with Operations and provide training on the new Ignition SCADA system.
o Telstar will provide two 8-hour operator training sessions for the new SCADA system, one at the time of startup and one a few weeks later once operators have used the system and have questions.

Deliverables: (Software Implementation Documentation)
o Documented PLC Program, in electronic format.
o SCADA backups in electronic format.
o Operator Training for new Ignition SCADA system.

5. SCADA Remote Access:
o Telstar will procure one (1) thin client to provide a read-only terminal for remote access. o Telstar will procure one (1) Cisco FPR-1010 next-generation firewall with security software. o Telstar will procure one (1) Threat License for Cisco FPR-1010 next-generation firewall. A one-year subscription Threat License is included under this quotation. The City will take over procurement of the annual license support after the first year. The current annual price for this license is $615.00/year, available from a variety of retailers. o Telstar will procure one (1) TeamViewer Remote Control license to provide access through the firewall to the read only thin client. A one-year subscription to TeamViewer is included under this quotation. The City will take over procurement of the annual license support after the first year. The current annual price for this license is $850.00/year, direct from TeamViewer.
o Programming for the thin client, Cisco firewall, and TeamViewer will be performed to provide operators remote read-only access through their phone, tablet, or PC.

Deliverables: (Remote Access)
o Documentation and operator training for accessing the system remotely from phones, tablets, and PCs.
39 Contractor License #422364
Contractor DIR #1000000899

Page 4 of 7 ends

Schedule:

Task Approximate Timeframe

1. Engineering, Design and Control Panel Materials Procurement 8 weeks

2. Construct and Test PLC Back Panel 4 weeks

3. SCADA Hardware and Software Procurement 4 weeks

4. SCADA Software Development 12 weeks

5. SCADA Remote Access Implementation 2 weeks
Approximate Total Weeks Required 30 weeks
Specific Clarifications /Exclusions:
a. PLC and SCADA Screen development scope will match the existing programming and functionality and does not include additional programming for added functionality. Additional programming functionality can be added to this scope of services on a time and materials basis. b. The old schematics show a Blower building MCC/SCADA panel with three blowers. This scope does not include control panel replacement in this area. Existing lookout SCADA screen display shows Blower data, which will be reprogrammed on the new SCADA. c. Field wiring, new wire runs, and new conduit work are not included in this scope of work.

Lump Sum Price for SCADA and PLC Upgrades at Wastewater Treatment Plant ..................$126,362.00 Shipping and Handling for Telstar Supplied Materials IS INCLUDED Sales Tax IS INCLUDED

6. OPTIONAL SERVICE: Shahan Lift Station (Schedule 8 Weeks Approximate Timeframe):
o Telstar will install a small control panel with PLC and I/O at Shahan Lift Station. One cellular modem will be installed in the control panel at the lift station, and one cellular modem will be installed with the SCADA computer at the wastewater treatment plant to allow the lift station to communicate with SCADA. Cellular modem service will be added to the existing City account with AT&T or Verizon.
o Telstar will program the SCADA system to provide view only access to the Shahan Lift Station data. No remote control for the lift station is provided under this quotation. Alarms from the lift station will be sent through to SCADA, and then sent to operators through the SCADA alarm notification module.
o The SCADA system will be designed to accommodate incorporation of a future lift station for a new housing development once it comes online next year. Equipment and programming for the new lift station is not included in this quotation.

Deliverables: (Shahan Lift Station)
o Control panel drawings.
o Bill of materials for controls components.
o New control panel and cellular modems.
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Lump Sum Price for SCADA and PLC Installation at Shahan Lift Station .................................$21,602.00 Shipping and Handling for Telstar Supplied Materials IS INCLUDED Sales Tax IS INCLUDED

7. OPTIONAL SERVICE: Annual Support Contract:
o Telstar will provide one (1) onsite visit per quarter for a programmer to be onsite for SCADA software updates, hardware firmware updates, as-needed improvements, additions, and troubleshooting of the SCADA and PLC systems.
o Additional programming services for as-needed improvements, additions, and troubleshooting of control systems can be provided on a time and materials basis. Telstar offers 24-7 remote and on-site support for PLC/SCADA, electrical and controls systems.

Lump Sum Price for Annual Support (1 Year Contract) as Scoped.................................$16,336.00 /year Lump Sum Price for Annual Support (3 Year Contract) as Scoped.................................$14,780.00 /year Lump Sum Price for Annual Support (5 Year Contract) as Scoped.................................$13,895.00 /year Shipping and Handling for Telstar Supplied Materials IS INCLUDED Sales Tax IS INCLUDED

CLARIFICATIONS, EXCEPTIONS, AND EXCLUSIONS
a. Material price is valid for seven (7) days from date referenced on this quote (Refer to COVID clause RE: MATERIAL PRICING AND DELIVERY under Terms and Conditions) b. This quotation is based on the inclusion of Telstar’s standard Terms and Conditions as part of any purchase order, contract or other agreement.
c. Telstar’s quotation includes only those items listed above. Requests for additions/deletions from our scope will require a change in the quoted price. d. Telstar assumes no responsibility for performance, applicability, compatibility, start-up, testing, or acceptance of any equipment not furnished by Telstar under this proposal. e. Please reference the above stated quote number in all correspondence and purchase orders. f. A fee of 2% will be applied to all invoices paid by credit card.

TERMS AND CONDITIONS
Base Terms: Quotation is valid for 30 days from the date of Telstar’s quotation. Payment is due and payable 30 days from date of invoice. If payment is not received by the 30th day, a .05% daily service charge (18-3/4% per annum) will be charged on all accounts past due. In the event of a dispute concerning payment, attorney's fees, court costs and costs of collection will be paid to the prevailing party. The cost for permits and bonding are excluded unless expressly referenced in Telstar’s quotation. Our standard insurance applies unless agreed to in writing by Telstar.

Telstar’s standard one year parts only warranty applies to this quotation. All other warranties, express or implied, or referenced elsewhere in contract documents are excluded, including but not limited to implied warranties of merchantability or fitness for purpose. Unless expressly stated in Telstar’s estimate, this quote is based on standard straight time hours and does not include any prevailing wage rates. The price quoted herein is for the labor and materials specifically listed within the body of this quote. Service calls are charged at a 4-hour minimum per person, 41 Contractor License #422364
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excluding travel time. Unless expressly stated in the quotation, training, operation and maintenance manuals, and preparation of as built drawings are excluded from Telstar’s scope of work.

Limitation of Liability: (a) In no event shall Telstar, its suppliers or subcontractors be liable for special, indirect, incidental or consequential damages, whether in contract, warranty, tort, negligence, strict liability or otherwise, including, but not limited to, loss of profits or revenue, loss of use of the Equipment or any associated equipment, cost of capital, cost of substitute equipment, facilities or services, downtime costs, delays, and claims of customers of Customer, its officers, directors, members employees or any third parties for any damages. Telstar’s liability for any claim whether in contract, warranty, tort, negligence, strict liability, or otherwise for any loss or damage arising out of, connected with, or resulting from this Agreement or the performance or breach thereof, or from the design, manufacture, sale, delivery, resale, repair, replacement, installation, technical direction of installation, inspection, operation or use of any equipment covered by or furnished under this Agreement, or from any services rendered in connection therewith, shall in no case exceed twenty-five percent (25%) of the purchase price allocable to the Equipment, part or Services that is the subject of the claim. (b) All causes of action against Telstar Instruments arising out of or relating to this Agreement or the performance or breach hereof shall are deemed barred unless brought within one year from the date of discovery or other accrual. (c) In no event, regardless of cause, shall Telstar Instruments be liable for liquidated damages, offsets or penalties of any kind or to indemnify, defend or hold harmless Customer, its officers, directors, members, employees or any third party, arising from or related to the Equipment and/or Services provided by Telstar.

Force Majeure: Telstar shall neither be liable for loss, damage, detention or delay nor be deemed to be in default for failure to perform when prevented from doing so by causes beyond its reasonable control including but not limited to acts of war (declared or undeclared), Acts of God, fire, strike, labor difficulties, acts or omissions of any governmental authority or of Customer, compliance with government regulations, insurrection or riot, embargo, delays or shortages in transportation or inability to obtain necessary labor, materials, or manufacturing facilities from usual sources or from defects or delays in the performance of its suppliers or subcontractors due to any of the foregoing enumerated causes. In the event of delay due to any such cause, the date of delivery will be extended by period equal to the delay plus a reasonable time to resume production, and the price will be adjusted to compensate Telstar Instruments for such delay.

Cancellation: In the event of cancellation by Customer, Customer agrees to fully reimburse and compensate Telstar for all costs associated with this Quotation or subsequent order, including but not limited to engineering, labor, materials, quote and estimating time, and product return fees, plus a ten percent (10%) markup to compensate for disruption in scheduling, planned production, indirect costs and profit. Payment for cancellation shall be due within ten (10) days from the date of submission of charges by Telstar.

Entire Agreement: This Quotation constitutes the entire agreement between Telstar and Customer. There are no agreements, understandings, restrictions, warranties, or representations between Telstar and Customer other than those set forth herein or herein provided. This Quotation may only be amended, changed or revised by a written amendment signed by an authorized representative of Telstar. No oral or implied agreements shall be of any force or affect.

Precedence: In the event Telstar is issued an authorization for work, Purchase Order, Contract or similar Agreement with conflicting Terms and Conditions than those set forth herein, these Terms and Conditions will take precedence and will supersede any and all other conflicting Terms and Conditions.

Submittals: In the event Telstar receives a Notice to Proceed or a written statement to proceed with submittals, Telstar will be entitled to compensation based on percent of completion of submittal cost to Customer. Telstar will prepare only one set of submittals, and any resubmittals shall be subject to an additional charge for engineering time and other costs in preparing re-submittals.

Prevailing Wages: Customer must promptly inform Telstar when a project will be registered on the Department of Industrial Relations. Customer must inform Telstar if Certified Payroll Reports are required to be submitted to Customer. If Customer requests Certified Payroll Reports beyond four weeks in arrears, Customer may be charged an administrative processing fee of $50.00 per week generated for said reports.

Authorized Signers: Only the following authorized signers of Telstar have the complete legal authority to bind contractual documents: John D. Gardiner (President), Kyle A. Johnsen (Vice President), Robert S. Marston (Secretary), Benjamin R. Herston (Treasurer). If a document is signed by an unauthorized signer, the document will be void and unenforceable.
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Industry Material Pricing and Delivery: Telstar is unable to hold prices on materials for more than 7 days. Prices for plastic, copper, steel, and other commodities fluctuate daily. Our vendors and manufacturers are experiencing unprecedented delays due to current industry labor shortages, shortage of containers, port congestion, and raw material shortages, that have extended lead times significantly. Telstar reserves the right to amend the delivery date and pricing of materials set forth in this quotation. Telstar considers any of the above related changes imposed by our vendors and manufacturers as outside its reasonable control and subject to Force Majeure provisions.

Insurance: Telstar’s standard insurance limits will apply.

Open Shop: Telstar is an Open Shop contractor and will not be signatory to any unions.

We look forward to working with you on this project. If you have any questions, please contact me at the phone number below.

Sincerely,
John Gardiner
President
Telstar Instruments
[email protected]
(925) 766-5620
43 City Council/Successor Agency
Agenda Item Summary Agenda Item: G.5
Date: September 11, 2024
Agenda Section:

Consent
Staff Contact:

Robert Stewart, Interim Chief of Police
Agenda Item Title:

Sonoma County Abandoned Vehicle Abatement Service Authority’s Extension of the Abandoned Vehicle Abatement Fee Program until April 30, 2035
________________________________________________________________________________________ Recommended Council Action(s):

Adopt a Resolution Entitled, “A Resolution of the City Council of the City of Cloverdale supporting the Sonoma County Abandoned Vehicle Abatement Service Authority’s extension of the Sonoma County Abandoned Vehicle Abatement Fee Program until April 30, 2035, extending an agreement with the Service Authority regarding the same and authorize the City Manager to execute said agreement.” ________________________________________________________________________________________ Background:

California Vehicle Code section 22710(a) authorizes the formation of a service authority for the abatement of abandoned vehicles and the imposition of a one-dollar vehicle registration fee, if the board of supervisors of the County, by a 2/3 vote, and a majority of the cities having a majority of the incorporated population within the county have adopted a resolution providing for the establishment of the authority and the imposition of the fee. Such a service authority has existed in Sonoma County since 1995. The fees from the Sonoma County Abandoned Vehicle Abatement program are distributed to Cloverdale pursuant to an agreement with the Service Authority.

The Sonoma County Abandoned Vehicle Abatement Fee Program was scheduled to sunset, by statute, on June 30, 2015. California Vehicle Code Section 9250.7(h) allows each California county to extend their sunset date for the program in 10-year increments. Each county, however, is required to submit a new resolution to the Department of Motor Vehicles (DMV) formally requesting the extension. In order to submit this resolution, each County must get a separate resolution from participating cities within their county requesting the extension of their separate resolution. The City of Cloverdale approved Resolution 057-2014 to extend the subset date until 2025.
________________________________________________________________________________________ Summary:

Based on the previous years of participation in the Sonoma County Abandoned Vehicle Abatement Fee Program, the City of Cloverdale has benefited from this alternative funding source as well as the city’s ability to address abandoned vehicles.
________________________________________________________________________________________ Options:

1. Recommended Option: Staff recommends approving the Resolution to extend the Abandoned Vehicle Abatement Program.

2. Alternative Option: Staff also considered letting the Resolution sunset and withdrawing from the Sonoma County Abandoned Vehicle Abatement Fee Program. This option is not recommended 44 City Council/Successor Agency Agenda Item Summary
Meeting Date: September 11, 2024

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because this program provides important community benefits through the removal of abandoned vehicles.
________________________________________________________________________________________ Subcommittee Recommendation:

None
________________________________________________________________________________________ Budget/Financial Impact:

The City of Cloverdale receives monies from the Sonoma County Abandoned Vehicle Abatement Fee Program, thus offsetting the costs of enforcing abandoned vehicles. The Sonoma County Abandoned Vehicle Abatement Fee Program will be the funding source for the program as in years past. ________________________________________________________________________________________ Attachments:

1. Resolution
45 CITY OF CLOVERDALE

CITY COUNCIL
RESOLUTION NO. ____-2024

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CLOVERDALE SUPPORTING SONOMA COUNTY ABANDONED VEHICLE ABATEMENT SERVICE AUTHORITY’S EXTENSION OF THE ABANDONED VEHICLE ABATEMENT PROGRAM UNTIL APRIL 30, 2035 AND EXTENDING AN AGREEMENT WITH THE SERVICE

AUTHORITY REGARDING THE SAME AND AUTHORIZING THE CITY MANAGER TO EXECUTE SAID

AGREEMENT
WHEREAS, the Sonoma County Abandoned Vehicle Abatement Service Authority (“Service Authority”) was formed in 1995; and
WHEREAS, the City has received funds from the Sonoma County Abandoned Vehicle Abatement Program (“Program”) pursuant to the terms of an agreement with the Service Authority authorized by City Council Resolution No. 057-2014 (“Agreement”); and
WHEREAS, the City supported the extension of the Program and the extension of the agreement pursuant to City Council Resolution No. 057-2014; and
WHEREAS, the Program is set to expire in 2025; and
WHEREAS, legislation allows for a ten-year extension of the program with the approval of the county and majority of the cities comprising a majority of the population of the incorporated areas; and WHEREAS, the City of Cloverdale benefits from the removal of the public nuisance of abandoned vehicles in the city and financially if the Program is allowed to continue; and WHEREAS, the City Council hereby finds that the extension of the abandoned vehicle abatement fee by the Sonoma County Service Authority (which imposes the fee through a DMV program) is consistent with the requirement of Proposition 26 because it is a levy for a service (vehicle registration) that does not exceed the reasonable cost, is directly conferred on the payor (in this case the vehicle owner/user), and is not provided to those not charged. In addition, the nominal fee represents a reasonable regulatory cost for registering vehicles, performing investigations, inspections and enforcement of abandoned vehicles.

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Cloverdale that the recitals of this Resolution are true and correct and are incorporated herein.

BE IT FURTHER RESOLVED that the City Council does hereby support the effort by the Sonoma County Service Authority to extend the Sonoma County Abandoned Vehicle Abatement Program until April 30, 2035.

BE IT FURTHER RESOLVED that, in the event the Sonoma County Abandoned Vehicle Abatement Program is extended, the City Council hereby agrees to extend the term of the City’s Agreement with the Service Authority for the distribution of fees from the Program until April 30, 2035, and all other terms of the Agreement shall remain in force and effective. The City Manager is authorized to execute any documents relative to the extension of this Agreement.
46 NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Cloverdale hereby supports the extension of the Abandoned Vehicle Abatement Services Authority until April 30, 2035, and authorizes the City Manager to execute said agreement on behalf of the City.

The foregoing Resolution was duly introduced and adopted by the City Council of the City of Cloverdale at its regular meeting held on the 11th day of September 2024 by the following roll call vote:

Ayes: (_) Councilmember Brigham, Councilmember Cruz, Councilmember Turner, Noes: (_) None

Absent: (_)
Abstaining: (_) None
APPROVED: ATTEST:
_________________________ __________________________
Todd Lands, Mayor Mike Maloney, City Clerk
47 City Council/Successor Agency
Agenda Item Summary Agenda Item: I.1
Meeting Date: Sept. 11, 2024
Agenda Section:

New Business
Staff Contact:

Kevin Thompson, Assistant City Manager / Comm. Dev. Dir.

Agenda Item Title:

Seeking direction on potential Vacancy Ordinance
_______________________________________________________________________________________ Recommended Council Action(s):

Provide Direction on the establishment of a vacancy ordinance and direct staff to begin process of creating an ordinance at the Police, Finance and Administration subcommittee. ________________________________________________________________________________________ Background:

A "vacancy ordinance" generally refers to a local law or regulation aimed at addressing the issue of vacant or abandoned properties within Cloverdale. The specifics can vary, but these ordinances often have a few common goals:

1. Maintenance and Safety: To ensure that vacant properties are maintained to prevent them from becoming hazards or blighting the neighborhood. This can include requirements for securing the property, keeping it clean, and addressing safety concerns.

2. Accountability: To hold property owners accountable for maintaining their vacant properties. This often involves requiring property owners to register their vacant properties with the city or local authority and to provide contact information for someone who can address any issues.

3. Reducing Blight: To combat the negative impact of vacant properties on community aesthetics and property values. This might involve fines or other penalties for non-compliance.

4. Encouraging Reuse or Redevelopment: To encourage the reuse or redevelopment of vacant properties, potentially through incentives or streamlined processes for new development or renovation.
________________________________________________________________________________________ Summary:

A vacancy ordinance typically functions through a set of procedures and requirements aimed at managing and maintaining vacant or abandoned properties. Below is a general outline of how such an ordinance might work:

1. Registration Requirements
• Property Owners: Owners of vacant properties would be required to register their property with the City. This registration typically includes providing contact information for the owner or a designated representative.
• Periodic Updates: The ordinance could require periodic updates to ensure that the information remains current.
48 City Council/Successor Agency Agenda Item Summary
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2. Maintenance Standards
• Property Upkeep: The ordinance would outline specific maintenance standards to keep the property in a condition that does not pose a safety hazard or detract from neighborhood aesthetics. This can include regular lawn maintenance, securing the property to prevent unauthorized entry, and addressing any structural issues. • Inspection Requirements: The ordinance could require periodic inspections to ensure compliance with maintenance standards.

3. Fines, Penalties and Fees
• Non-Compliance: If a property owner fails to meet the requirements of the ordinance, they may face fines or penalties. These can vary depending on the severity of the violation and the local regulations.
• Enforcement Actions: In some cases, the city may take enforcement actions, such as hiring a contractor to perform necessary maintenance and billing the property owner for the costs. • Payment of Annual Fee: The city can charge an annual fee that strictly covers the cost of administering the ordinance.

4. Vacant Property Management
• Security Measures: The ordinance might require measures to secure the property against vandalism or illegal occupancy, such as boarding up windows or installing security systems. • Insurance and Liability: Property owners may be required to carry insurance to cover potential liabilities related to the vacant property.
________________________________________________________________________________________ Options:

1. Direct staff to agendize a vacancy ordinance to the Finance Administration & Police Subcommittee

2. Provide alternative direction to City staff.
________________________________________________________________________________________ Subcommittee Recommendation:

None.
________________________________________________________________________________________ Budget/Financial Impact:

Staff and legal time
________________________________________________________________________________________ Attachments:

1. Discussion points for Vacancy Ordinance

2. Draft Ordinance
49 Attachment 1 Discussion Points
Mechanism for Establishing Registration Fees for Vacant Commercial Properties

1. Cost Analysis:
• Administrative Costs: Calculate the costs associated with processing registrations, renewals, inspections, and enforcement activities. This includes staff time, materials, and overhead.
• Maintenance Costs: Estimate the potential costs of city interventions, such as abatement of blight or securing vacant properties.

2. Comparative Analysis:
• Benchmarking: Review registration fees in similar cities with comparable ordinances to establish a competitive and fair fee structure.
• Local Economic Conditions: Consider the local economic environment, including property values, vacancy rates, and the financial capacity of property owners.

3. Fee Structure Design:
• Flat vs. Graduated Fees: Decide whether to implement a flat fee for all properties or a graduated fee based on factors like property size, location, or duration of vacancy. • Incentives and Penalties: Incorporate fee reductions for early registration or compliance and penalties for late registration or non-compliance.

Outline of Deal Points for Draft Vacant Commercial Property Ordinance

1. Registration and Maintenance Incentives:
• Fee Reductions for Proactive Maintenance: Offer reduced registration or renewal fees for property owners who maintain their properties in compliance with city standards, such as regular landscaping, security, and structural upkeep.
• Early Registration Discounts: Provide discounts for property owners who register their properties within a shorter period, e.g., within 60 days of vacancy.

2. Financial Incentives for Property Activation:
• Tax Abatement or Rebates: Implement a temporary reduction or rebate in property taxes for owners who lease or sell their properties within a specified time frame. • Grants for Property Improvements: Offer matching grants or low-interest loans to owners who invest in improving or renovating vacant properties to make them more attractive to potential tenants or buyers.
50 3. Flexibility in Use:
• Temporary Use Permits: Allow property owners to apply for temporary use permits for alternative uses such as pop-up shops, art installations, or community events, providing a way to activate the space temporarily while it remains vacant. • Zoning Variances: Offer flexibility in zoning requirements for property owners willing to convert vacant properties into uses that align with the city's goals, such as affordable housing or community spaces.

4. Public Recognition and Partnership Programs:
• Recognition Program: Create a "Well-Maintained Property" certification or award program to publicly recognize and incentivize owners who maintain their vacant properties to high standards.
• Public-Private Partnerships: Establish partnerships with local businesses, non-profits, or community organizations to use vacant properties for public benefit, offering incentives to owners who participate.

5. Penalties and Enforcement Mechanisms:
• Graduated Penalty System: Implement a graduated penalty system where fines increase with the duration of vacancy and lack of maintenance, providing a financial incentive to resolve vacancy issues promptly.
• Lien Authority: Grant the city authority to place liens on properties to recover costs for abatement or maintenance actions taken by the city in the event of non-compliance.

6. Community Engagement and Feedback:
• Owner Outreach and Assistance: Provide resources or workshops to assist property owners in finding tenants or repurposing their properties, offering an incentive for those who engage with city programs.
• Community Input Mechanism: Establish a system for community members to provide input on vacant properties, creating pressure and encouragement for owners to take action.

These deal points offer a mix of incentives and penalties designed to encourage property owners to maintain and activate their vacant commercial properties, aligning with the city’s broader goals of reducing blight and enhancing the downtown area.
51 Draft Vacancy Ordinance for Vacant Commercial Property in Downtown Cloverdale, California Chapter 5.XX: Vacant Commercial Property Regulations
Section 5.XX.010: Purpose and Intent The purpose of this ordinance is to address the negative impacts of vacant commercial properties in downtown Cloverdale, including blight, decreased property values, and threats to public safety and welfare. This ordinance aims to ensure that vacant properties are properly maintained and utilized to benefit the community.

Section 5.XX.020: Definitions For the purposes of this chapter, the following definitions apply:
• "Vacant Property": Any commercial property that is unoccupied for more than 90 consecutive days.
• "Owner": Any person, entity, or organization that holds title to a property. • "Maintenance": Actions necessary to ensure that a property is free from blight, hazards, and deterioration, including but not limited to landscaping, structural repairs, and security measures.

Section 5.XX.030: Registration of Vacant Properties
• A. Registration Requirement: Owners of vacant commercial properties must register their property with the City of Cloverdale within 30 days of the property becoming vacant. • B. Registration Fee: A registration fee, as determined by the City Council, must be paid at the time of registration. This fee is intended to cover the administrative costs of monitoring and inspecting vacant properties.
• C. Annual Renewal: The registration must be renewed annually if the property remains vacant. The renewal fee is equal to the initial registration fee.

Section 5.XX.040: Maintenance Requirements
• A. General Maintenance: Owners must maintain vacant properties in accordance with all applicable codes and standards. This includes, but is not limited to, keeping the property free of litter, graffiti, overgrown vegetation, and ensuring all structures are weather-tight and secure.
• B. Security Measures: Owners must implement security measures to prevent unauthorized access and vandalism. This may include fencing, lighting, and securing doors and windows. • C. Inspections: The City of Cloverdale has the right to inspect vacant properties to ensure compliance with maintenance and security requirements.

Section 5.XX.050: Penalties and Enforcement
• A. Penalties: Owners who fail to comply with the registration, maintenance, or security requirements of this ordinance are subject to fines and penalties as established by the City Council.
52 • B. Enforcement: The City of Cloverdale may take necessary actions to enforce this ordinance, including abatement of nuisances and recovery of costs through liens on the property.

Section 5.XX.060: Appeals
• A. Right to Appeal: Owners have the right to appeal any decision or action taken by the City under this ordinance. Appeals must be filed in writing with the City Clerk within 30 days of the decision or action.
• B. Hearing: An appeal hearing will be conducted by a designated hearing officer, who will issue a written decision within 30 days of the hearing.

Section 5.XX.070: Severability If any section, subsection, sentence, clause, or phrase of this ordinance is for any reason held to be invalid or unconstitutional, such decision shall not affect the validity of the remaining portions of this ordinance.
53 City Council/Successor Agency
Agenda Item Summary Agenda Item:

Meeting Date:

I.2
September 11, 2024
Agenda Section:

New Business
Staff Contact:

David Kelley, City Manager
Shannon Peterson, Finance & HR Manager
Agenda Item Title:

Successor Memorandum of Understanding with the Cloverdale Classified Service Employees Association and Authorizing the City Manager to Execute the Memorandum of Understanding on behalf of the City _______________________________________________________________________________________ Recommended Council Action:

Adopt a Resolution entitled “A Resolution of the City Council of the City of Cloverdale approving a Successor Memorandum of Understanding with the Cloverdale Classified Service Employees Association and authorizing the City Manager to Execute the Memorandum of Understanding on behalf of the City.” ________________________________________________________________________________________ Background:

The City of Cloverdale and the Cloverdale Classified Service Employees Association (“CSEA”) previously negotiated a two-year memorandum of understanding (“MOU”) with effective dates of July 1, 2022 to June 30, 2024. The City of Cloverdale negotiated in good faith with the CSEA and agreed upon a set of terms that were incorporated into a successor MOU was subsequently approved by the City Council by Resolution No. 94-2022 on September 28, 2022. The MOU had a term that expired on June 30, 2024.

City staff began the process of preparing to negotiate a successor MOU with CSEA in early 2024 ________________________________________________________________________________________ Summary:

Under the direction of the City Council, your labor representatives, Shannon Peterson, Finance & HR Manager, and Patrick Clark, Lead Negotiator, met and conferred in good faith with the recognized representatives of CSEA on a successor MOU. The Parties reached a tentative agreement on a successor MOU, which tentative agreement has been ratified by the CSEA membership. The CSEA currently represents eleven employees. The following is a summary of the tentative agreement:

1. Two-year term, from July 1, 2024 to June 30, 2026.

2. 2.5% Cost of Living Adjustment (“COLA”) effective retroactive to July 1, 2024, for employees employed on the date the City Council approves the MOU.

3. Effective July 1, 2025, a 0% - 2.5% cost of living adjustment equivalent to the percent change in the consumer price index for the period April of the prior year to April of the current year, as published by the Bureau of Labor Statistics (All item in San Francisco-Oakland-San Jose, CA, all urban consumers, not seasonally adjusted), not to be more than 2.5% for fiscal year 2025/26.

4. Change vacation accrual schedule to be the same for all Classified employees

5. Change sick leave accrual to be the same for all Classified employees (4.62 hours/pay period)

6. Remove sick leave cap. Max sick leave cap at separation for cashing out sick leave remains at 2,000 hours.

7. Change floating holidays to be accrued at 10 hours per holiday. 54 City Council/Successor Agency Agenda Item Summary
Meeting Date: September 11, 2024

Page 2 of 2 ends

8. A Comp, class and internal alignment study, selecting up to five Classified benchmark positions for the study (not all classes) will be performed.

9. Established a salary schedule for the Water Treatment Plant Operator-In-Training and the Wastewater Treatment Plant Operator-In-Training.

The proposed enhancement and changes to the MOU are consistent with the City Council’s goalsto negotiate two-year MOUs with employee bargaining units and adjust salary and benefits commensurate with comparable cities and the overall labor market within the City’s long-term strategic, financial, and budgeting goals. It should be noted that the City of Cloverdale has successfully concluded agreements with the other bargaining units with similar wage adjustments.

A proposed Resolution is attached as Attachment 1, which would approve the draft successor MOU between the City of Cloverdale and CSEA. The draft successor MOU between the City and CSEA is attached as Attachment A to the proposed Resolution, which MOU would memorialize the proposed changes outlined above and would increase the salary range 2.5% for each classification contained in Exhibit A of the successor CSEA MOU, effective retroactive for those employed on the date the City Council approves this MOU to July 1, 2024. Represented employees would receive a 0% - 2.5% cost of living adjustment equivalent to the percent change in the consumer price index for the period April of the prior year to April of the current year, as published by the Bureau of Labor Statistics (All item in San Francisco-Oakland-San Jose, CA, all urban consumers, not seasonally adjusted), not to be more than 2.5% effective July 1, 2025. ________________________________________________________________________________________ Options:

Reject all or elements of the proposed MOUs. The action is not recommended given the Parties agree that they have met in good faith, and both the City Council and membership of CSEA have received regular updates and provided direction on the proposed MOU amendments. ________________________________________________________________________________________ Subcommittee Recommendation:

None.
________________________________________________________________________________________ Budget/Financial Impact:

The fiscal impact of approving the MOU with CSEA for fiscal year 2024/25 is projected to be $41,260, $9,885 of which will be allocated to the General Fund. The projected cost is not included in the adopted FY 2024/25 budget and requires a budget amendment.
________________________________________________________________________________________ Attachments:

1. Resolution

2. Exhibit A - MOU

3. MOU with Markup
55 CITY OF CLOVERDALE

CITY COUNCIL
RESOLUTION NO. ___–2024

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CLOVERDALE APPROVING A MEMORANDUM OF

UNDERSTANDING WITH THE CLOVERDALE CLASSIFIED SERVICE EMPLOYEES ASSOCIATION AND

AUTHORIZING THE CITY MANAGER TO EXECUTE THE MEMORANDUM OF UNDERSTANDING WHEREAS, the City of Cloverdale (the “City”) and Cloverdale Classified Service Employees Association (“CSEA”) have met and conferred in good faith and reached a tentative agreement on a successor Memorandum of Understanding (“MOU”) with effective dates of July 1, 2024 to June 30, 2026 with agreed upon amendments to salaries and benefits; and
WHEREAS, the CSEA membership has ratified the tentative agreement; and WHEREAS, the previous MOU between the City and CSEA, and all subsequent side letters of agreement, were for a term ending June 30, 2024; and
WHEREAS, management believesthe terms of the tentative agreement for a successor MOU between the City and CSEA are consistent with the direction and goals of the City Council; and WHEREAS, the proposed recommended successor MOU is attached as Exhibit A.

NOW, THEREFORE BE IT RESOLVED, the City Council of the City of Cloverdale does hereby approve the July 1, 2024 – June 30, 2026, MOU between the City and CSEA attached as Exhibit A, which MOU supersedes the prior MOU and applicable side letters of agreement; and BE IT FURTHER RESOLVED, that the City Manager is authorized to execute the July 1, 2024 – June 30, 2026 MOU on behalf of the City Council in a form approved by the City Attorney and to make any final and necessary edits to perfect the MOU; and
BE IT FURTHER RESOLVED, that new salary ranges shall be effective with the pay period beginning July 1, 2024, in conjunction with payroll processing procedures and in accordance with Internal Revenue Service guidelines.

The foregoing Resolution was duly introduced and adopted by the City Council of the City of Cloverdale at its regular meeting held on the 11th day of September 2024 by the following roll call vote:

AYES: (0)
NOES: (0)
ABSTAIN:(0)
ABSENT: (0)
None
APPROVED: ATTEST:
______________________________ ____________________________________ Todd Lands, Mayor Michael Maloney, City Clerk
Attachment:

Exhibit A - Memorandum of Understanding between the Cloverdale Classified Service Employees Association and the City of Cloverdale July 1, 2024-June 30, 2026 56 1 MEMORANDUM OF UNDERSTANDING
Between

CLOVERDALE CLASSIFIED SERVICE EMPLOYEES ASSOCIATION
And

THE CITY OF CLOVERDALE
(July 1, 2024 through June 30, 2026)
The City of Cloverdale (City) and representatives of the Cloverdale Classified Service Employees Association (CCSEA) acknowledge and affirm that they have met and conferred in good faith, exchanged proposals and counter proposals, and in all respects fulfilled their obligations under law to meet and confer in good faith.

This Memorandum of Understanding (MOU) is the product of the above-described meeting and conferring process. Representatives of the City agree to present this MOU to the City Council for determination, and representatives of the CCSEA agree to present this MOU to their membership for acceptance and approval.

ARTICLE 1. DEFINITIONS

1.1 Employer
The term "City" referred to herein shall be the City of Cloverdale.

1.2 Association
The term "Association" referred to herein shall be the Cloverdale Classified Service Employees Association.

1.3 Employee
The term "Employee" or "Employees" referred to herein shall be all full-time employees of the City of Cloverdale listed in Article 2 of this MOU.

ARTICLE 2. RECOGNITION
• The City hereby recognizes the Association as the sole and exclusive bargaining agent of the classes listed below:
• Accountant Analyst*
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• Accounting Assistant I*
• Accounting Assistant II*
• Accounting Technician*
• Assistant Planner
• Associate Planner
• Community Services Officer
• Engineering Technician
• Office Specialist
• Park & Landscape Maintenance Assistant
• Park & Landscape Maintenance Lead Worker
• Planning Technician
• Senior Engineering Technician
• Senior Wastewater Treatment Plant Operator
• Senior Water Treatment Plant Operator
• Utility Maintenance Crew Leader
• Utility Maintenance Worker I
• Utility Maintenance Worker II
• Wastewater Treatment Plant Operator I
• Wastewater Treatment Plant Operator II
• Wastewater Treatment Plant Operator-In-Training
• Water Treatment Plant Operator I
• Water Treatment Plant Operator II
• Water Treatment Plant Operator-In-Training
* The individuals in the classifications of Accountant Analyst, Accounting Technician, Accounting Assistant I and Accounting Assistant II at the time the City Council voted to approve the predecessor to this MOU covering the period of July 2019 to June 2021 MOU will be grandfathered and eligible for the Extended Longevity and Regular Longevity benefits that applied to them when these classifications immediately before City Council approval of the 2019-2021 MOU when these classifications were not represented by the Association. All other conditions set forth in this MOU shall apply to these three individuals, and to future individuals hired into the 58 3
Accountant Analyst, Accounting Technician and Accounting Assistant I and Accounting Assistant II classifications.

ARTICLE 3. HIRING PROVISIONS

3.1 Non-Discrimination
No employee shall be discriminated against by the City, or by the Association, by reason of race, color, religion, sex, age, sexual orientation, marital status, disability, national origin or otherstatus protected by the Fair Employment and Housing Act (Government Code § 12940).

3.2 Employment
The City shall not discharge or otherwise discriminate against any employee by reason of Association activities not interfering with the proper performance of his/her work.

ARTICLE 4. CITY RIGHTS
The rights of the City include, but are not limited to, the exclusive right to determine the mission of its constituent departments, commissions and boards; direct its employees; take disciplinary action; relieve its employees from duty because of lack of work or for other legitimate reasons; determine the methods, means and personnel by which government operations are to be conducted; take all necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work.

City recognizes its responsibility to join the Association in the meet and confer process as required by law.

ARTICLE 5. EMPLOYEE RIGHTS

5.1 General
Employees shall have the right to form and to participate in the activities of the employee organizations of their own choosing for the purpose of representation of all matters of employer-employee relations, including, but not limited to, wages, hours, and other terms and conditions of employment. Employees of the City also have the right to represent themselves individually in their employment relations with the City. 59 4
No employee shall be interfered with, intimidated, restrained, coerced or discriminated against by the City or by an employee organization because of his/her exercise of these rights.

5.2 MOU Compliance with Meyers-Milias Brown Act
Representatives of the City and the Association have met and conferred pursuant to the provisions of the Meyers-Milias-Brown Act for the purpose of reaching agreement concerning all matters within the scope of representation of employees during the term ofthis MOU.

5.3 Dues Deductions

5.3.1 Authorization for Payroll Deductions
Payroll deductionsfor the periodic membership dues, initiation fees and general assessments of the Association shall be made by the City on behalf of the Association from the paycheck of each employee whom the Association certifies has affirmatively consented to such dues deduction. The City shall remit the deducted membership dues to the officer(s) of the Association designated in writing by the Association.

The Association will maintain individual employee authorizations for payroll deductions, signed by the individual from whose wages the deduction is to be made. The City shall rely upon written notification from the Association for any employee requests to cancel, initiate or change payroll deductions for dues. The Association will obtain and maintain voluntary written authorization for dues deductions. Dues deductions shall automatically renew unless written notice is provided by the Association.

Deduction notification will be provided to the City’s Payroll Division. Change, cancellation and deduction requests received by the City prior to the 15th of the month will be processed the first full pay period of the following month. Change, cancellation and deduction requests received by the City on or after the 15th of the month will be processed the second full pay period of the following month.

5.3.2 Indemnification by the Association
The Association shall indemnify and hold the City and its agents and employees harmless from any cost, expense, fee or liability resulting from any threatened or actual claims, demands, lawsuits, or any other action arising from the operation of this Section and from the use of such monies by the Association.
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ARTICLE 6. WAGES, HOURS AND WORKING CONDITIONS

6.1 Salaries

6.1.1: The salary range for each classification shall be set forth in Exhibit A to this MOU.

6.1.2 Cost of Living Adjustments:

Year 1: Effective July 1, 2024, all classifications covered by this agreement shall receive a

2.5% cost-of-living adjustment the first full pay period following Association ratification and City Council approval of MOU.

Year 2: Effective July 1, 2025, all classifications covered by this agreement shall receive a cost of living adjustment equivalent to the percent change in the consumer price index for the period April of the prior year to April of the current year, as published by the Bureau of Labor Statistics (All item in San Francisco-Oakland-San Jose, CA, all urban consumers, not seasonally adjusted), not to be more than 2.5%.

6.2 Longevity Pay

6.2.1 Longevity Pay Plan: Employees shall be eligible for longevity pay in accordance with the following schedule:

Length of Service (in Years) Longevity Pay
(Percent of Base) Salary)
Completion of eight and one-half (8-1/2) 2%
Completion of thirteen and one-half (13-1/2)
years
4%
Completion of eighteen and one-half (18-1/2) 6%
Completion of twenty-three and one-half (23-1/2) or
more years
8%

6.2.2 Length of Service Defined: For purposes of this section, "length of service" is defined as continuous, uninterrupted service with the City, except during periods of involuntary lay-off (See Personnel Rules & Regulations, Rule 12, Section 7 "Reinstatement of Benefits"). Longevity pay percentages are not cumulative (example: an employee with fifteen (15) years of service is entitled to only four percent (4%) of base salary as longevity pay not 2% plus 4% equaling 6%). 61 6

6.2.3 Extended Longevity Pay: Employees shall be eligible for extended longevity pay. City shall pay into individual employee ICMA accounts in accordance with the following schedule:

Length of Service Extended Longevity Pay
(Percent of Base Salary)
Ten (10) Years of Service 1.5%
Fifteen (15) Years of Service 2.0%
Twenty (20) Years of Service 2.5%
For purposes of this section, "length of service" is defined as continuous, uninterrupted services with the City; longevity pay percentages are not cumulative. Payment shall commence on the first payday following the employee's hiring anniversary and shall include a pro-rata amount for any period of time between the hire anniversary and the first payday.

Employees hired after June 30, 2011 are not eligible for extended longevity pay.

6.3 Clothing and Equipment

6.3.1 Public Works Department Employees:

6.3.1.1 The City shall provide a uniform allowance to employees in the Public Works Department who work in classifications required to wear industrial style uniforms and approved safety boots. The City agrees to reimburse Public Works employees for actual expenses, up to a maximum of one thousand dollars ($1,000) each fiscal year, for the acquisition of acceptable safety shoes or boots, or work apparel as defined in Section 6.3.5. Minimum safety standards will be established by mutual consent between the Association and the Department Head and/or the Personnel Officer.

6.3.1.2 The City will provide four (4) cell phones for use by employees assigned to stand-by duty. One cell phone each will be provided to the Operations, Parks & Landscape Maintenance, Wastewater Treatment, and Water Treatment divisions.

6.3.2 Police Department Employees: The Community Services Officer in the Police Department shall receive an annual uniform allowance of one thousand three hundred seventy-five dollars ($1,375) per year. Said allowance shall be paid on a quarterly basis after the completion of each quarter. As such, the allowance shall be paid as part of the first regular pay check issued in October, January, April and July.
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The City will provide necessary uniform components to newly hired employees during the course of the year, to a standard set by the Chief of Police or his/her designee.

6.3.3 Other Employees: Employees not identified above shall not be eligible for a clothing allowance.

6.3.4 Reimbursement for Uniforms and Uniform Equipment: The City agrees to reimburse employees for uniforms or other necessary work apparel, including but not limited to work footwear, that are damaged or stolen during duty hours or while stored at a City facility, providing that the employee made a reasonable effort to safeguard the uniform and/or uniform equipment or work apparel. Reimbursement shall be based upon the residual value of the item, based upon its current cost.

6.3.5 Cell Phone Allowance: Effective the first full month following City Council approval of this MOU, the City shall provide $50/month to employees that regularly use their personal cell phone to conduct City business:

To be eligible, employees must confirm in writing (or sign a corresponding City form) they (a) regularly use their personal cell phone to conduct City business, (b) will respond to co-worker and supervisor and manager calls, e-mails and text messages on their personal cell phone and (c) will provide their personal cell phone contact information to those needing to communicate with them during work hours.

6.3.5 Definition of “Work Apparel”: For purposes of this section, “work apparel” is defined as clothing necessary for work environments including pants, shirts, outerwear, underwear, socks, hats and footwear.

6.4 Public Employees' Retirement System (PERS)

6.4.1 PERS Plan: The City shall provide retirement benefits under the Public Employees' Retirement System (PERS) plan commonly known as the 2% @ 55 Retirement Plan. The City will also provide "the highest 12 consecutive month" benefit. The City shall provide the 1959 Survivor Benefit Level IV. Employees hired prior to January 1, 2013, or individuals that are hired on or after that date that are not defined as “new members” pursuant to Government Code Section 7522.04(f), shall be subject to this formula.

6.4.2 Employee Contribution to PERS:
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6.4.2.1 Effective the first full pay period in October 2011, employees shall pay one-third (1/3) of the cost (.837%) of the after-added benefits of their PERS Plan in existence as of July 1, 2011.

6.4.2.2 Effective the first full pay period in October 2012, employees shall pay a total of two-thirds (2/3) of the cost (1.67%) of the after-added benefits of their PERS Plan in existence as of July 1, 2011.

6.4.2.3 Employees hired after June 30, 2011 shall pay one hundred percent (100%) of the after-added benefits of their PERS Plan (2.51%).

6.4.3 Employees hired on or after January 1, 2013, pursuant to the California State Legislature’s passage of the Public Employees’ Pension Reform Act (PEPRA) in 2012, who are defined as “new members” in California Government Code Section 7522.04(f), shall receive the 2% at 62 pension benefit formula, as specified in Government Code Section 7522.20(a).

6.4.3.1 Effective July 1, 2013, new members subject to the 2% at 62 formula shall contribute 50% of the “normal cost” as defined in Government Code Section 7522.04(g).

Nothing in this Agreement shall be interpreted as preventing the City and the Association from agreeing in the future to increased employee contributions; or to an available reduced benefit formal for future hires.

6.5 Retirement Medical Benefit
City will contribute 50% of the employee-only premium for health insurance upon retirement, provided the employee has been employed with the City of Cloverdale for eighteen years or longer and reached the age of 50 years. City will not contribute to the retiree health premiums of employees hired after June 30, 2011.

6.6 Vacation
Vacation time will be accrued according to the following schedule:

Length of Service Vacation Accrual Per Year for

0-24 months 130 hours
25-50 months 150 hours
61-120 months 180 hours
121-180 months 210 hours
181 or more months 330 hours
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6.6.1 Vacation Accumulation: Each employee shall be permitted to accumulate a maximum of three hundred four (304) hours of vacation time. For good cause and upon the recommendation of the Department Head or his/her designee, and with the approval of the City Manager or his/her designee, an employee may accrue up to an additional eighty (80) hours of vacation.

6.6.2 Vacation Sell-Back: Employees may, on an annual basis (once per fiscal year) upon recommendation of the Department Head or his/her designee and upon discretionary approval of the City Manager or his/her designee, sell back up to one hundred (100)hours of vacation time, subject to the provision that no sell back will reduce an employee's leave balance to less than forty (40) hours and the employee will have taken a minimum of forty (40) hours of vacation during the preceding twelve (12) months. The City Manager or his/her designee may grant an exception in unique situations.

6.7 Work Day/Work Week

6.7.1 Work Week: The City agrees that the normal workweek for all represented members of the Association shall be 40 hours.

6.8 Overtime

6.8.1 Overtime: Employees may work overtime with the prior approval of the Department Head or his/her designee. Overtime will be paid at one-and-one-half (1.5) times the employee's regular rate for all hours in a paid status in excess of forty (40) hours in a workweek. Overtime shall be accumulated to the nearest one-quarter (.25) hour.

6.8.2 Compensatory (Comp) Time: With the prior approval of the Department Head or his/her designee, overtime may be earned as compensatory time at the rate of one-and-one-half (1.5) times the employee's straight time per overtime hour worked, up to a maximum of eighty (80) hours. When used, comp time hours shall not be considered hours in a paid status for the purpose of computing overtime.

6.8.3 Standby: Any employee who is required to standby shall receive one (1) hour for each eight (8) hours for which s/he is required to stand by. Standby time shall be paid at the rate of one-and-one-half (1.5) times the employee's regular rate. With the prior approval of the Department Head or his/her designee, standby time may be earned as compensatory time at the rate of one-and one-half (1.5) times the employee's regular rate. 65 10

6.8.4 Call-Out: Employees shall be paid two (2) hours, in addition to total time worked, when the employee is called out during non-regular duty hours; provided, however, that once an employee has been called out, s/he shall not receive additional call-out hours' credit for any subsequent call-out within three (3) hours of the beginning of the previous call-out.

6.9 Sick Leave

6.9.1 Accrual Rate: Employees shall accrue s4.62 hours of sick leave each pay period.

6.9.2 Maximum Hours: Each employee may accrue sick leave without limit.

6.9.3 Compensation for Unused Sick Leave: Upon separation or retirement, the City will compensate employees for thirty-five percent (35%) of accrued but unused sick leave, up to, but not in excess of two thousand (2,000) hours.

The compensation shall be calculated based on the employee's hourly rate at time of separation. To the extent provided by PERS regulations, any unused sick leave upon retirement may be converted to years of service for PERS purposes.

6.9.4 Fitnessfor Duty: City shall have the right to direct employees to a medical evaluation to verify fitness for duty after four (4) consecutive days of employee absence.

6.9.5 Sick Leave Incentive: Employee use of sick leave within a calendar year may qualify for conversion of unused sick leave to annual leave based upon the following utilization schedule.

Usage of Sick Leave (Hours per Year) Conversion of Existing Balance to Annual Leave
0 —10 Hours Up to 40 Hours
More than 10 but less than 20 Hours Up to 16 Hours
20 or more Hours No Conversion

6.10 Educational Incentive

6.10.1 Certification Pay:
(a) Employees shall receive the wage incentives listed in Appendix “B” for certifications, regardless of the date when earned, until said employee is promoted to a classification which has the certifications as a minimum employment qualification (MQ).

Certifications, as displayed in Appendix “B”, may be offered and earned in progressively advancing series (e.g., Grade I, II and III Water Treatment Plant Operator). The wage incentives are not cumulative, and the employee shall receive the wage incentive listed 66 11
for the highest certification earned within a series for his/her classification. For example, a Utility Maintenance Worker I who earns Wastewater Treatment Plant Operator I and II certifications shall receive a monthly wage incentive of fifty dollars ($50) for the highest certification (Waste Water Treatment Plant Operator II) earned in that series. The Wage incentives shall become effective on the first day of a full month following receipt of the certificate.
(b) Human Resources must receive copies of renewed certificates no later than the Monday two weeks prior to the certificate expiration. If a certificate has expired and the employee fails to provide a new certificate within the above time, there will be no incentive paid until the employee provides the certificate. There will be no retroactive pay unless the employee can demonstrate that the certificate was earned, but not issued, through no fault or omission of the employee. Employee is also responsible for providing a copy of applicable certificates to Human Resources. (c) Employees receiving wage incentives for certifications pursuant to Appendix “B” shall not refuse to use the knowledge and/or skills associated with said certifications, and use of the knowledge or skills shall not define whether or not an employee is working out of classification. Working out of classification is defined in Section 6.16.

6.10.2 Academic Degrees: The City shall pay the following incentive pays for academic degrees:
(a) For employees hired on or before June 30, 2017, if the job description for the employee’s classification does not require an A.A. degree, s/he will be paid four percent (4.0%) of base salary for receiving or possessing an A.A. Degree. If the job description for his/her classification requires an A.A. degree but does not require a B.A. degree, the employee will be paid two percent (2.0%) of base salary for receiving or possessing a B.A. Degree. If the job description for the employee’s classification does not require either an A.A. Degree or a B.A. Degree, s/he will be paid six percent (6.0%) of base salary for receiving or possessing a B.A. Degree. No other incentive pay for academic degrees will be provided. The City shall receive a copy of any diploma for which an employee claims entitlement to an incentive pay under this paragraph. For purposes of this paragraph, incentive pay applies to degrees received before and/or after June 30, 2017. Also for purposes of this paragraph, changes to an employee’s classification will not be treated as a change in the employee’s date of hire. 67 12
(b) For employees hired after June 30, 2017, the City shall pay a total of two percent (2%) of base wage pay for one or more academic degrees from an accredited college or university beyond the degree level required for the position. The degree must be in a field that is job-related, as determined by the City Manager. The determination of the City Manager is subject to the grievance procedures. Eligible degrees include Associate, Bachelor, Master or Doctoral degrees. The City shall receive a copy of any diploma for which an employee claims entitlement to an incentive pay under this section.

6.10.3 Schooling Costs: Employees shall receive reimbursement for job-related schooling costs, as directed and approved by the Department Head or his/her designee. Any books and tuition will be reimbursed upon submission of receipts.

6.10.4 Mileage Reimbursement: Employees who are assigned to attend special seminars, training or study will receive mileage reimbursement at the IRS-approved rate if the employee uses his or her own vehicle for transportation. This mileage allowance is applicable to college courses voluntarily taken by an employee.

6.10.5 Class B Driver's License: The City agrees to give a two percent (2%) increase to employees of the Public Works Department who possess and are required by their job assignment to hold and utilize a Class B Driver's license; provided, however, that any employee receiving this benefit at the effective date of this MOU shall continue to receive said benefit so long as s/he continues to hold a valid Class B Driver's license. Those employees shall be solely responsible for DOT compliance requirements for annual physicals, re-certifications and/or any subsequent remedial training requirements. Costs associated with these requirements shall be reimbursable by the City. The City and the Association agree that these requirements may be completed during normal working hours.

6.10.6 Wellness Incentive: The City will offer a Wellness Incentive Program to employees. Employees will be eligible to receiv two hundred fifty dollars ($250) per calendar year on a reimbursement basis for participation in an organized physical fitness program,health related classor to purchase items used for the purpose of maintaining physical fitness. Eligibility for reimbursement will be determined by the prior approval of the program activity by the City Manager or his/her designee.

Reimbursement shall bepaid in conjunction with payroll processing in accordance with Internal Revenue Service guidelines.
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6.10.7 Bi-Lingual Proficiency: The City shall provide one hundred fifty dollars ($150) per month to employees who achieve or are certified as proficient in a language other than English, when the City Manager determines an operational business need for this second language exists. The City Manager may establish limits on the number of employees eligible and may cancel payment if business needs are otherwise economically fulfilled. The decision of the City Manager shall be final and not subject to the grievance procedure. Proficiency will be determined by appropriate testing methods established by the Personnel Officer.

6.11 Bereavement Leave
Any employee who is absent from work by reason of the death of a member of the employee's immediate family may be allowed a leave of absence with full pay not to exceed three (3) work days per incident.

However, when it is reasonable and necessary and goodcause is shown, and upon approval of the Department Head or his/her designee, three (3) additional work days may be granted to such leave. In order to receive compensation while absent on bereavement leave, the employee shall notify his/her immediate supervisor or Department Head prior to the time set for beginning of his/her regular duties. Immediate family shall include the spouse, domestic partner, child (including legally adopted child), parent, grandparent, grandchild, step-parent, stepchild, sibling,step-sibling, uncle, aunt, nephew, niece, father-in-law, mother-inlaw, sister-in-law, brother-in-law, son-in-law, or daughter-in-law of the eligible employee. Requests for bereavement leave for persons not listed above may be granted at the discretion ofthe City Manager or his/her designee.

6.12 Holidays
The following Holidays shall be observed each year:

Holiday Recognition

1. New Year's Day January 1

2. Martin Luther King's Birthday 3rd Monday in January

3. President's Day 3rd Monday in February

4. Memorial Day Last Monday in May

5. Independence Day July 4

6. Labor Day 1st Monday in September

7. Veteran's Day November 11

8. Thanksgiving Day As designated

9. Friday after Thanksgiving As designated

10. Christmas Eve Eight Hours

11. Christmas Day December 25
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In addition to the above-described holidays, employees have four (4) floating holidays per year in exchange for previously approved holidays:

Recognition
Lincoln's Birthday February 12
Admissions Day September 9
Columbus Day Second Monday in October
Floating Holiday Employee's Discretion
Floating holidays shall accrueto employees on the dates corresponding to the actual holidays, andreflected on the City's leave accounting system on the next regular payroll following the close of the payroll period during which the holiday falls. Floating holidays will accrue at a rate of 10 hours per day.

Association and the City recognize these holidays as permanent and official, but mutually agree that their designation as floating holidays provides for improved public service and community goodwill in that City services will be available more days of theyear, while maintaining the Association's previously bargained benefit.

The floating holidays may be used at the employee's discretion, with the prior approval of the employee's supervisor or Department Head, or his/her designee. Such request for use and related approval shall be in conformance with the City's regular policies governing the use of any and all leave. Once floating holidays are earned and accrued, employees may request that floating holiday time in any banked amount be converted to a dollar value and paid out on a regular payroll. In no event shall employees be allowed to carry more than eighty (80) hours of floating holiday time on the City's leave accounting system; therefore, balances above this limit shall be paid on the employee's next regular payroll.

6.13 Insurance

6.13.1 Health and Welfare: The City shall pay all health and welfare insurance coverage as provided for in the Redwood Empire Municipal Insurance Fund (REMIF)-sponsored Health Plan. The employee may select the above-mentioned plan or other coverage as offered through the City. If any plan other than the REMIF plan is selected by the employee, the employee is responsible for any amount of premium difference. In addition, the City will provide group vision care, dental care and life insurance in the amount of five thousand dollars ($5,000) per full time employee. Effective the first full pay period in October 2011, employees shall pay five percent (5%) of the cost of their medical insurance premium.
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6.13.2 Life Insurance: In addition to the life insurance coverage cited in section 6.13.1, the City agrees to maintain term life insurance policies for each employee in the amount of the employee's annual salary. The City agrees to pay the premium for said insurance. City shall determine the insurance benefit plan that provides the above life insurance policy limits. Changes to existing policyholder accounts shall be at the sole discretion of the City.

6.13.3 Long Term Disability Insurance: City shall make available to employees a Long Term Disability (LTD) Insurance Plan. The terms, conditions, and coverage of the plan shall be determined by the City. The City agrees to pay one-half (1/2) of the cost of the LTD Plan for employees.

6.14 Direct Deposit
The City will provide direct deposit of employee's paychecks to banks or other financial institutions, provided the City can provide such service at a reasonable cost.

6.15 Hours of Work

6.15.1 Work Hours Defined: The normal workday shall be from 8:00 a.m. to 5:00 p.m., with one hour for lunch.

The City and the Association agree that Public Works employees shallreport to work at 7:00 a.m. and cease work at 4:00 p.m. daily, Monday through Friday. Employees shall have one hour daily for lunch.

The City and Association agree that at least one qualified Public Works employee shall be available to work a normal 8-5 workday, not less than once each month in order to accomplish water service shut-offs. The assignment may be rotated among qualified employees at City's discretion.

Notwithstanding the normal working hours noted above, the City, in its sole discretion, may alter the work schedule to accommodate special events, emergencies, disasters and/or other circumstances reasonably beyond the department's immediate control.

Despite the aforementioned agreed upon schedule, the City reserves its rights as defined in Article 4 of this agreement to create additional shifts, alternate schedules, and/or modified work assignments, as business requirements may dictate. The City acknowledges its responsibility to join the Association in the meet and confer process as required, should this alternate assignment or additional shift creation become necessary. 71 16

6.15.2 Request for Alternate Work Hours: Notwithstanding the working hours noted above, an alternate work schedule (9/80 or 4/10) may be approved by the City Manager. An employee requesting such an alternate schedule must submit a plan to the Department Head or his/her designee, describing in detail the specific schedule and the anticipated impact on the City's operations. The decision of the City Manager shall be final and not subject to the grievance procedure.

6.16 Out of Classification Pay
An employee temporarily working out of classification (in a position in a higher range) for a period of not less than a single pay period (i.e., two weeks) and not more than a maximum of six (6) months will be entitled to a five percent (5.0%) increase in base wage pay for that period. Out of classification pay has no impact on an employee's eligibility for additional pay to which s/he may be entitled.

6.17 Job Descriptions
During the term of this agreement the parties agree to meet and discuss concerns the Association has with job descriptions and their reporting relationships.

ARTICLE 7. DISCIPLINARY ACTION

7.1 Disciplinary Procedure

7.1.1 Types of Action: Disciplinary action consists of oral reprimand, written reprimand, suspension, demotion, reduction in pay, and discharge. Discipline will not be imposed except upon a showing of cause.

7.1.2 Grounds for Discipline: Grounds or causes for discipline shall include, but not be limited to, the following:
(a) Violation of administrative policies and procedures; (b) Failure to properly perform assigned duties;
(c) Theft of City property;
(d) Insubordination;
(e) Conviction of a felony or conviction of a misdemeanor relating to the employee's fitness to perform assigned duties;
(f) Unauthorized absence from employment;
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(g) Tardiness;
(h) Failure to maintain satisfactory working relationships with other employees or the public;
(i) Reporting for work, or being at work, under the influence of or in possession of alcohol or non-prescribed controlled substances;
(j) Improper use of City funds;
(k) Unauthorized use of City property;
(I) Failure to properly care for City property;
(m) Misstatement of material fact;
(n) Failure to maintain any employment qualification;
(o) Failure to comply with safety standards;
(p) Other failure of good behavior either during or outside of employment such that the employee's conduct causes discredit to the City; (q) Violation of any City personnel rule, MOU provision or departmental policy.

7.1.3 Disciplining Authority: Any Department Head may institute discipline in the form of oral reprimand, written reprimand, or suspension for less than one day against any employee in his/her department. The City Manager, or Department Head with the approval of the City Manager, may institute discipline in the form of suspensions more than one day or demotion. The City Manager may discharge employees for cause. All discipline shall be in accordance with the procedures outlined in these rules.

7.1.4 Notice of Discipline: No advance notice shall be required for a written reprimand. An employee who wishes to respond to a written reprimand must do so in writing within thirty (30) calendar days from receipt of discipline. The response should be made or submitted to the Department Head with a copy to the Personnel Officer. A copy of the employee's written response will be placed in his/her personnel file.

Prior to the suspension, demotion, reduction in pay or discharge of a regular employee for disciplinary purposes, the procedure set forth in this rule shall be followed.

Prior to recommending the imposition of any disciplinary action, the Department Head shall notify the employee, in writing, of the following:
(a) The nature of the proposed disciplinary action and its proposed effective date; (b) The reason for the proposed disciplinary action;
73 18
(c) Any specific charges against the employee;
(d) The employee's right to receive copies of the written documents and materials upon which the proposed disciplinary action is based; and
(e) The employee's right to respond to the charge, either orally or in writing.

The employee shall be given ten (10) working days from the date of receipt in which to respond in writing or verbally to the designated authority. The response will be considered before disciplinary action is made. Failure to respond within this period of time will result in a waiver of the employee's right to respond. One extension of five (5) additional days will be given upon a showing of good cause.

7.1.5 Representation: If an employee requests or is required to meet with a Department Head or supervisor and such meeting involves the possible imposition of disciplinary action against the employee, the employee, upon request, shall be entitled to have a representative present at such meeting.

7.1.6 Emergency Suspension: When the Department Head or City Manager determines that an employee's conduct threatens or has caused injury to persons or property, the City Manager or Department Head may impose a suspension with pay against the employee, effective immediately, until a pre-disciplinary conference is conducted pursuant to the personnel rules. The imposition of an emergency suspension against an employee does not preclude the City Manager or Department Head from proposing a more severe disciplinary action against such employee receiving an emergency suspension. Within three (3) working days of such emergency suspension, the City Manager or Department Head shall notify the employee in writing of the nature of any proposed disciplinary action, the reason for the disciplinary action, any specific charge against the employee, the employee's right to receive copies of the documents and materials upon which the disciplinary action is based and the employee's right to respond to the charge, either orally or in writing. The City Manager or Department Head, unless otherwise requested by the employee, shall conduct a disciplinary conference in not less than ten (10) days after the effective date of the emergency suspension.

7.2 Appeal Procedure

7.2.1 Request for Disciplinary Hearing: Employees shall have the right to appeal the imposition of the disciplinary action by requesting a hearing before an advisory arbitrator. Any such request shall be writing, signed by the employee or representative and presented to the Personnel Officer within ten (10) days after the effective date of the imposition of the disciplinary action. Further, 74 19
said request shall identify the subject matter of the appeal, the grounds for the appeal and the relief desired by the employee. If the employee fails to request a disciplinary hearing within the prescribed time, the employee shall have waived the right to a hearing and all rights to further appeal of the disciplinary action.

7.2.2 Scheduling of Disciplinary Hearing: The Personnel Officer shall schedule any disciplinary hearing within a reasonable time after the filing of the employee's request, considering the availability of the advisory arbitrator and the convenience of the employee and the witnesses.

7.2.3 Advisory Arbitrator: The advisory arbitrator shall be provided by the State of California Mediation and Conciliation Service or similar, mutually agreed upon agency.

7.2.4 Expedited Arbitration: Unless otherwise agreed to by both parties, expedited arbitration shall be used and shall include:
(a) A request that the arbitrator selected render a decision within sixty (60) calendar days of the conclusion of the hearing.
(b) No court reporter unless mutually agreed to by all parties. (c) No post hearing briefs unless mutually agreed to by all parties.

7.2.5 Costs: The fees and expenses of the arbitrator and the court reporter, if required, shall be shared equally by the parties.

7.2.6 Decision: The decision of the arbitrator shall be advisory only and constitutes the final step within the City's administrative process.

ARTICLE 8. GRIEVANCE PROCEDURES

8.1 Purpose of Grievance Procedures
The grievance procedure shall be used to resolve any dispute thatinvolves the interpretation or application of any City personnel rule, provision of this MOU or departmental policy. The grievance procedure shall not be used for:
(a) The resolution of any complaint concerning any disciplinary action. (b) The resolution of any complaint relating to any concerted refusal to work. 75 20

8.2 Informal Discussion of Grievance
When an employee has a complaint, the employee shall first informally discuss the matter with the employee's immediate supervisor within fifteen (15) calendar days from the date of the incident or decision generating the grievance. If, after a discussion with the immediate supervisor, the complaint has not been satisfactorily resolved, the employee shall have the right to discuss the complaint informally with the supervisor's immediate supervisor. If, after such a discussion the complaint has not been satisfactorily resolved, the employee shall have the right to file a formal grievance.

8.3 Formal Grievance Procedure
(a) An employee shall have the right to present a formal grievance, in writing within five (5) working days after the informal discussion of the grievance with the immediate supervisor or the immediate supervisor's supervisor. All formal grievances shall state the reasons for the grievance; the City personnel rule, MOU provision or departmental policy at issue; and the employee's suggested solution.
(b) The formal grievance shall be presented to the Department Head or his/her designee. S/he shall discuss the grievance with the employee and/or the employee's representative. Within ten (10) working days after receipt of the formal grievance, the Department Head or his/her designee shall render a written decision regarding its merits. The grievance shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this rule if the employee does not seek further review of the grievance within five (5) working days after receipt of the decision of the Department Head. Failure of the Department Head to render written decision on the grievance within ten (10) working days constitutes a decision denying the grievance.
(c) If the Department Head's decision does not satisfactorily resolve the grievance, the employee may present the formal grievance to the Personnel Officer. The Personnel Officer shall discuss the grievance with the employee and/or the employee's representative. Within fifteen (15) days after meeting with the employee and the employee's representative, the Personnel Officer shall render a written decision regarding the grievance.
(d) If the Personnel Officer's decision does not satisfactorily resolve the grievance, or if the Personnel Officer fails to respond in writing as provided in Step (c) above, the employee shall 76 21
have the right to refer the grievance to binding arbitration. Such referral shall be made in writing to the Personnel Officer within ten (10) working days of receipts of his/her decision. (e) At any time, the parties may mutually agree to an extension of the above deadlines.

8.4 Binding Arbitration
The binding arbitration procedure shall be as follows:
(a) The arbitrator shall be chosen jointly be the parties from a strike list provided by the California State Mediation and Conciliation Service (CA-SMCS). (b) Unless otherwise agreed to by both parties, expedited arbitration shall be used and shall include:
i. A mutual request that the arbitrator selected render a decision within sixty (60) calendar days from the conclusion of the hearing.
ii. No court reporter unless mutually agreed to by the parties. iii. No post hearing briefs unless mutually agreed to by the parties.

The fees and expenses of the arbitrator and the court reporter, if required, shall be shared equally by both parties.

8.5 Arbitrator's Decision
The decision of the Arbitrator shall be final and binding.

8.6 Reprisals Prohibited
The City shall not institute any reprisals against any employee or any representative resulting from the use of the grievance procedure.

8.7 Grievance Preparation Time
An employee submitting a grievance and the employee's representative may use a reasonable amount of time during working hours to prepare for and present the grievance. 77 22
ARTICLE 9. PRIOR MOUS, RULES, REGULATIONS, ORDINANCES AND PRACTICES All care and diligence was used in the preparation of this comprehensive MOU. With all parties having an opportunity for input and research, it is mutually agreed that this comprehensive MOU shall supersede all previous MOU's.

ARTICLE 10. CONTENT, TERMS AND RECOMMENDATIONS

10.1 Severability
If any article or section of this MOU should be invalid, unlawful, or unenforceable by reason of any existing or subsequent enacted legislation or by judicial authority, all other articles and sections of this Memorandum shall remain in full force and effect for the duration of this MOU. The City and the Association agree to meet within thirty (30) days for the purpose of renegotiating said article or section.

10.2 During the term of this agreement the parties agree to to reconvene the Labor/Management Committee (LMC), with representatives from each of the employee Associations and unrepresented employees for the purpose of reviewing the City’s Personnel Rules, Regulations and Policies with the intent to establish current practices in human resources management and a high performance and continually improving organization. The parties recognize that any recommendations made by the LMC would be advisory and, where legally required, subject to meet and confer with the respective Associations.

10.3 Term
The term of this MOU shall be from July 1, 2024through June 30, 2026.

Parties Agree to Recommend MOU
The undersigned members of the Association and representatives of the City, having met and conferred in good faith, have reached agreement on the items contained herein and have mutually agreed to recommend to the Cloverdale City Council and the general membership of the Association that the terms of this agreement be adopted.

FOR CITY OF CLOVERDALE: FOR CSEA:
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__________________________ ______________________________ David Kelley Date Darren Hernandez Date
City Manager President, CCSEA
____________________________ ______________________________ Shannon Peterson Date Jay Robinson Date
Finance & HR Manager
____________________________ ______________________________ Patrick Clark Date Richard A. Reed Date
Labor Consultant and Lead Negotiator Chief Labor Negotiator 79 24
CITY OF CLOVERDALE - SALARY SCHEDULE AS OF JULY 1, 2024 Cloverdale Classified Service Employees Association
Position Step Hourly Biweekly Monthly Annually
Accountant/Analyst 1 $37.2921 $2,983.37 $6,463.97 $77,567.61 2 $39.1567 $3,132.54 $6,787.17 $81,445.99
3 $41.1146 $3,289.17 $7,126.52 $85,518.29
4 $43.1703 $3,453.62 $7,482.85 $89,794.21
5 $45.3288 $3,626.30 $7,856.99 $94,283.92
Position Step Hourly Biweekly Monthly Annually
Accounting Assistant I Range Not Currently Established
Position Step Hourly Biweekly Monthly Annually
Accounting Assistant II 1 $27.7818 $2,222.54 $4,815.51 $57,786.14 2 $29.1709 $2,333.67 $5,056.29 $60,675.44
3 $30.6294 $2,450.35 $5,309.10 $63,709.22
4 $32.1609 $2,572.87 $5,574.56 $66,894.68
5 $33.7689 $2,701.52 $5,853.28 $70,239.41
Position Step Hourly Biweekly Monthly Annually
Accounting Technician 1 $30.5601 $2,444.80 $5,297.08 $63,564.92 2 $32.0881 $2,567.05 $5,561.93 $66,743.17
3 $33.6925 $2,695.40 $5,840.03 $70,080.33
4 $35.3771 $2,830.17 $6,132.03 $73,584.35
5 $37.1459 $2,971.68 $6,438.63 $77,263.56
Position Step Hourly Biweekly Monthly Annually
Assistant Planner 1 $33.8370 $2,706.96 $5,865.08 $70,380.97 2 $35.5289 $2,842.31 $6,158.33 $73,900.02
3 $37.3053 $2,984.42 $6,466.25 $77,595.02
4 $39.1706 $3,133.64 $6,789.56 $81,474.77
5 $41.1291 $3,290.33 $7,129.04 $85,548.51
Position Step Hourly Biweekly Monthly Annually
Associate Planner 1 $46.9130 $3,753.04 $8,131.59 $97,579.10 2 $49.2587 $3,940.69 $8,538.17 $102,458.05
3 $51.7216 $4,137.73 $8,965.08 $107,580.96
4 $54.3077 $4,344.62 $9,413.33 $112,960.00
5 $57.0231 $4,561.85 $9,884.00 $118,608.00
Position Step Hourly Biweekly Monthly Annually
Code Enforcement Officer 1 $35.0267 $2,802.14 $6,071.30 $72,855.61 2 $36.7781 $2,942.25 $6,374.87 $76,498.39
80 25
3 $38.6170 $3,089.36 $6,693.61 $80,323.31
4 $40.5478 $3,243.83 $7,028.29 $84,339.47
5 $42.5752 $3,406.02 $7,379.70 $88,556.44
Position Step Hourly Biweekly Monthly Annually
Community Services Officer 1 $29.8860 $2,390.88 $5,180.24 $62,162.85 2 $31.3803 $2,510.42 $5,439.25 $65,270.99
3 $32.9493 $2,635.94 $5,711.21 $68,534.54
4 $34.5968 $2,767.74 $5,996.77 $71,961.27
5 $36.3266 $2,906.13 $6,296.61 $75,559.33
Position Step Hourly Biweekly Monthly Annually
Engineering Technician 1 $32.5056 $2,600.45 $5,634.31 $67,611.75 2 $34.1309 $2,730.47 $5,916.03 $70,992.33
3 $35.8375 $2,867.00 $6,211.83 $74,541.95
4 $37.6294 $3,010.35 $6,522.42 $78,269.05
5 $39.5108 $3,160.87 $6,848.54 $82,182.50
Position Step Hourly Biweekly Monthly Annually
Office Specialist 1 $21.3145 $1,705.16 $3,694.51 $44,334.12 2 $22.3802 $1,790.42 $3,879.24 $46,550.83
3 $23.4992 $1,879.94 $4,073.20 $48,878.37
4 $24.6742 $1,973.93 $4,276.86 $51,322.29
5 $25.9079 $2,072.63 $4,490.70 $53,888.40
Position Step Hourly Biweekly Monthly Annually
Park & Landscape Maintenance Assistant 1 $33.7474 $2,699.79 $5,849.54 $70,194.50 2 $35.4347 $2,834.78 $6,142.02 $73,704.23
3 $37.2065 $2,976.52 $6,449.12 $77,389.44
4 $39.0668 $3,125.34 $6,771.58 $81,258.91
5 $41.0201 $3,281.61 $7,110.15 $85,321.85
Position Step Hourly Biweekly Monthly Annually
Parks & Maintenance Lead Worker 1 $38.9139 $3,113.12 $6,745.08 $80,941.01 2 $40.8596 $3,268.77 $7,082.34 $84,988.06
3 $42.9026 $3,432.21 $7,436.46 $89,237.46
4 $45.0478 $3,603.82 $7,808.28 $93,699.34
5 $47.3001 $3,784.01 $8,198.69 $98,384.30
Position Step Hourly Biweekly Monthly Annually
Planning Technician 1 $32.5055 $2,600.44 $5,634.29 $67,611.50 2 $34.1308 $2,730.46 $5,916.01 $70,992.08
3 $35.8373 $2,866.99 $6,211.81 $74,541.68
4 $37.6292 $3,010.34 $6,522.40 $78,268.76
81 26
5 $39.5107 $3,160.85 $6,848.52 $82,182.20
Position Step Hourly Biweekly Monthly Annually
Senior Engineering Technician 1 $37.3814 $2,990.51 $6,479.45 $77,753.34 2 $39.2505 $3,140.04 $6,803.42 $81,641.01
3 $41.2130 $3,297.04 $7,143.59 $85,723.06
4 $43.2737 $3,461.89 $7,500.77 $90,009.21
5 $45.4373 $3,634.99 $7,875.81 $94,509.67
Position Step Hourly Biweekly Monthly Annually
Senior Wastewater Treatment Plant Operator 1 $45.3253 $3,626.03 $7,856.39 $94,276.67 2 $47.5916 $3,807.33 $8,249.21 $98,990.50
3 $49.9712 $3,997.69 $8,661.67 $103,940.03
4 $52.4697 $4,197.58 $9,094.75 $109,137.03
5 $55.0932 $4,407.46 $9,549.49 $114,593.88
Position Step Hourly Biweekly Monthly Annually
Senior Water Treatment Plant Operator 1 $47.9205 $3,833.64 $8,306.22 $99,674.65 2 $50.3165 $4,025.32 $8,721.53 $104,658.38
3 $52.8324 $4,226.59 $9,157.61 $109,891.30
4 $55.4740 $4,437.92 $9,615.49 $115,385.87
5 $58.2477 $4,659.81 $10,096.26 $121,155.16
Position Step Hourly Biweekly Monthly Annually
Utility Maintenance Crew Leader 1 $37.0608 $2,964.87 $6,423.88 $77,086.56 2 $38.9139 $3,113.11 $6,745.07 $80,940.89
3 $40.8596 $3,268.77 $7,082.33 $84,987.93
4 $42.9026 $3,432.20 $7,436.44 $89,237.33
5 $45.0477 $3,603.82 $7,808.27 $93,699.20
Position Step Hourly Biweekly Monthly Annually
Utility Maintenance Worker I (Public Works) 1 $27.7729 $2,221.83 $4,813.97 $57,767.69 2 $29.1616 $2,332.93 $5,054.67 $60,656.07
3 $30.6197 $2,449.57 $5,307.41 $63,688.88
4 $32.1506 $2,572.05 $5,572.78 $66,873.32
5 $33.7582 $2,700.65 $5,851.42 $70,216.99
Position Step Hourly Biweekly Monthly Annually
Utility Maintenance Worker II (Public Works) 1 $33.7474 $2,699.79 $5,849.54 $70,194.50 2 $35.4347 $2,834.78 $6,142.02 $73,704.23
3 $37.2065 $2,976.52 $6,449.12 $77,389.44
4 $39.0668 $3,125.34 $6,771.58 $81,258.91
5 $41.0201 $3,281.61 $7,110.15 $85,321.85
82 27
Position Step Hourly Biweekly Monthly Annually
Wastewater Treatment Plant Operator-In-Training 1 $32.0357 $2,562.86 $5,552.86 $66,634.27 Position Step Hourly Biweekly Monthly Annually
Wastewater Treatment Plant Operator I 1 $32.6076 $2,608.61 $5,651.98 $67,823.80 2 $34.2380 $2,739.04 $5,934.58 $71,214.99
3 $35.9499 $2,875.99 $6,231.31 $74,775.74
4 $37.7474 $3,019.79 $6,542.88 $78,514.53
5 $39.6347 $3,170.78 $6,870.02 $82,440.25
Position Step Hourly Biweekly Monthly Annually
Wastewater Treatment Plant Operator II Range Not Currently Established Position Step Hourly Biweekly Monthly Annually
Water Treatment Plant Operator-In-Training 1 $32.0357 $2,562.86 $5,552.86 $66,634.27 Position Step Hourly Biweekly Monthly Annually
Water Treatment Plant Operator I 1 Range Not Currently Established Position Step Hourly Biweekly Monthly Annually
Water Treatment Plant Operator II 1 $42.7558 $3,420.46 $7,411.01 $88,932.08 2 $44.8936 $3,591.49 $7,781.56 $93,378.68
3 $47.1383 $3,771.06 $8,170.63 $98,047.61
4 $49.4952 $3,959.62 $8,579.17 $102,949.99
5 $51.9699 $4,157.60 $9,008.12 $108,097.49
83 1

MEMORANDUM OF UNDERSTANDING
Between

CLOVERDALE CLASSIFIED SERVICE EMPLOYEES ASSOCIATION
And

THE CITY OF CLOVERDALE
(July 1, 2022 2024 through June 30, 20242026)
The City of Cloverdale (City) and representatives of the Cloverdale Classified Service Employees Association (CCSEA) acknowledge and affirm that they have met and conferred in good faith, exchanged proposals and counter proposals, and in all respects fulfilled their obligations under law to meet and confer in good faith.

ARTICLE 1. DEFINITIONS

1.1 Employer
The term "City" referred to herein shall be the City of Cloverdale.

1.2 Association
The term "Association" referred to herein shall be the Cloverdale Classified Service Employees Association.

1.3 Employee
The term "Employee" or "Employees" referred to herein shall be all full-time employees of the City of Cloverdale listed in Article 2 of this MOU.

ARTICLE 2. RECOGNITION
 The City hereby recognizes the Association as the sole and exclusive bargaining agent of the classes listed below:
 Accountant Analyst*
84 2
 Accounting Assistant I*
 Accounting Assistant II*
 Accounting Technician*
 Assistant Planner
 Associate Planner
 Community Services Officer
 Engineering Technician
 Office Specialist
 Park & Landscape Maintenance Assistant
 Park & Landscape Maintenance Lead Worker
 Planning Technician
 Senior Engineering Technician
 Senior Wastewater Treatment Plant Operator
 Senior Water Treatment Plant Operator
 Utility Maintenance Crew Leader
 Utility Maintenance Worker I
 Utility Maintenance Worker II
 Wastewater Treatment Plant Operator I
 Wastewater Treatment Plant Operator II
 Wastewater Treatment Plant Operator-In-Training
 Water Treatment Plant Operator I
 Water Treatment Plant Operator II
 Water Treatment Plant Operator-In-Training
* The individuals in the classifications of Accountant Analyst, Accounting Technician, Accounting Assistant I and Accounting Assistant II at the time the City Council voted to approve the predecessor to this MOU covering the period ofthis July 2019 to June 2021 MOU will be grandfathered and eligible for the accrual rates, Extended Longevity and Regular Longevity benefits that applied to them when these classifications immediately before City Council approval of this the 2019-2021 MOU when these classifications were not represented by the Association.

All other conditions set forth in this MOU shall apply to these three individuals, and to future 85 3
individuals hired into the Accountant Analyst, Accounting Technician and Accounting Assistant I and Accounting Assistant II classifications.

ARTICLE 3. HIRING PROVISIONS

3.1 Non-Discrimination
No employee shall be discriminated against by the City, or by the Association, by reason of race, color, religion, sex, age, sexual orientation, marital status, disability, national origin or other status protected by the Fair Employment and Housing Act (Government Code § 12940).

3.2 Employment
The City shall not discharge or otherwise discriminate against any employee by reason of Association activities not interfering with the proper performance of his/her work.

City recognizes its responsibility to join the Association in the meet and confer process as required by law.

ARTICLE 5. EMPLOYEE RIGHTS

5.1 General
Employees shall have the right to form and to participate in the activities of the employee organizations of their own choosing for the purpose of representation of all matters of employer-employee relations, including, but not limited to, wages, hours, and other terms and conditions of employment. Employees of the City also have the right to represent themselves individually in their employment relations with the City. 86 4
No employee shall be interfered with, intimidated, restrained, coerced or discriminated against by the City or by an employee organization because of his/her exercise of these rights.

5.3 Dues Deductions

5.3.1 Authorization for Payroll Deductions
Payroll deductions for the periodic membership dues, initiation fees and general assessments of the Association shall be made by the City on behalf of the Association from the paycheck of each employee whom the Association certifies has affirmatively consented to such dues deduction. The City shall remit the deducted membership dues to the officer(s) of the Association designated in writing by the Association.

5.3.2 Indemnification by the Association
The Association shall indemnify and hold the City and its agents and employees harmless from any cost, expense, fee or liability resulting from any threatened or actual claims, demands, lawsuits, or any other action arising from the operation of this Section and from the use of such monies by the Association.
87 5
ARTICLE 6. WAGES, HOURS AND WORKING CONDITIONS

6.1 Salaries

6.1.1: The salary range for each classification shall be set forth in Exhibit A to this MOU.

6.1.2 Cost of Living Adjustments:

Year 1: Effective July 1, 20222024, all classifications covered by this agreement shall receive a 52.5% cost-of-living adjustment the first full pay period following Association ratification and City Council approval of MOU.

Year 2: Effective July 1, 20232025, all classifications covered by this agreement shall receive a cost of living adjustment equivalent to the percent change in the consumer price index for the period April of the prior year to April of the current year, as published by the Bureau of Labor Statistics (All item in San Francisco-Oakland-San Jose, CA, all urban consumers, not seasonally adjusted), not to be less than 1% or more than 42.5%.

One-time Distribution: The City shall issue $2000 gross non-PERSable lump sum payment less applicable deductions the first full pay period following City Council approval of this MOU to employees employed on the date the City Council approves this MOU.

6.2 Longevity Pay

6.2.1 Longevity Pay Plan: Employees shall be eligible for longevity pay in accordance with the following schedule:

6.2.3 Extended Longevity Pay: Employees shall be eligible for extended longevity pay. City shall pay into individual employee ICMA accounts in accordance with the following schedule:

Employees hired after June 30, 2011 are not eligible for extended longevity pay.

6.3 Clothing and Equipment

6.3.1 Public Works Department Employees:

6.3.2 Police Department Employees: The Community Services Officer in the Police Department shall receive an annual uniform allowance of one thousand three hundred seventy-five dollars ($1,375) per year. Said allowance shall be paid on a quarterly basis after the completion of each quarter. As such, the allowance shall be paid as part of the first regular pay check issued in October, January, April and July.
89 7
The City will provide necessary uniform components to newly hired employees during the course of the year, to a standard set by the Chief of Police or his/her designee.

6.3.3 Other Employees: Employees not identified above shall not be eligible for a clothing allowance.

6.4 Public Employees' Retirement System (PERS)

6.4.2 Employee Contribution to PERS:
90 8

6.4.2.1 Effective the first full pay period in October 2011, employees shall pay one-third (1/3) of the cost (.837%) of the after-added benefits of their PERS Plan in existence as of July 1, 2011.

6.4.2.3 Employees hired after June 30, 2011 shall pay one hundred percent (100%) of the after-added benefits of their PERS Plan (2.51%).

6.4.3.1 Effective July 1, 2013, new members subject to the 2% at 62 formula shall contribute 50% of the “normal cost” as defined in Government Code Section 7522.04(g).

6.6 Vacation
Vacation time will be accrued according to the following schedule:

Length of Service Vacation Accrual Per Year for Vacation Accrual Per Year for Employee Regularly Working 4/10 Employees Regularly Working 5/8 0-24 months 130 hours 104 hours
25-50 months 150 hours 120 hours
61-120 months 180 hours 144 hours
121-180 months 210 hours 168 hours
181 or more months 330 hours 264 hours
91 9

6.7 Work Day/Work Week

6.7.1 Work Week: The City agrees that the normal workweek for all represented members of the Association shall be 40 hours.

6.8 Overtime

6.9 Sick Leave

6.9.1 Accrual Rate: Employees regularly working a 5/8 schedule shall accrue s4.62 hours of sickick leave each pay period. at the rate of eight (8) hours for each month of service.

Employees regularly working a 4/10 schedule shall accrue sick leave at the rate of ten (10) hours for each month of service.

6.9.2 Maximum Hours: Each employee may accrue sick leave without limit. accumulate a maximum of two thousand and eighty (2,080) hours of sick leave.

6.9.4 Fitness for Duty: City shall have the right to direct employees to a medical evaluation to verify fitness for duty after four (4) consecutive days of employee absence.

6.9.5 Sick Leave Incentive: Employee use of sick leave within a calendar year may qualify for conversion of unused sick leave to annual leave based upon the following utilization schedule.

Usage of Sick Leave (Hours per Year) Conversion of Existing Balance to Annual Leave
0 —10 Hours Up to 40 Hours
More than 10 but less than 20 Hours Up to 16 Hours
20 or more Hours No Conversion

6.10 Educational Incentive

6.10.1 Certification Pay:
(a) Employees shall receive the wage incentives listed in Appendix “B” for certifications, regardless of the date when earned, until said employee is promoted to a 93 11
classification which has the certifications as a minimum employment qualification (MQ).

Certifications, as displayed in Appendix “B”, may be offered and earned in progressively advancing series (e.g., Grade I, II and III Water Treatment Plant Operator). The wage incentives are not cumulative, and the employee shall receive the wage incentive listed for the highest certification earned within a series for his/her classification. For example, a Utility Maintenance Worker I who earns Wastewater Treatment Plant Operator I and II certifications shall receive a monthly wage incentive of fifty dollars ($50) for the highest certification (Waste Water Treatment Plant Operator II) earned in that series. The Wage incentives shall become effective on the first day of a full month following receipt of the certificate.
(b) Human Resources must receive copies of renewed certificates no later than the Monday two weeks prior to the certificate expiration. If a certificate has expired and the employee fails to provide a new certificate within the above time, there will be no incentive paid until the employee provides the certificate. There will be no retroactive pay unless the employee can demonstrate that the certificate was earned, but not issued, through no fault or omission of the employee. Employee is also responsible for providing a copy of applicable certificates to Human Resources. (c) Employees receiving wage incentives for certifications pursuant to Appendix “B” shall not refuse to use the knowledge and/or skills associated with said certifications, and use of the knowledge or skills shall not define whether or not an employee is working out of classification. Working out of classification is defined in Section 6.16.

6.10.2 Academic Degrees: The City shall pay the following incentive pays for academic degrees:
(a) For employees hired on or before June 30, 2017, if the job description for the employee’s classification does not require an A.A. degree, s/he will be paid four percent (4.0%) of base salary for receiving or possessing an A.A. Degree. If the job description for his/her classification requires an A.A. degree but does not require a B.A. degree, the employee will be paid two percent (2.0%) of base salary for receiving or possessing a B.A. Degree. If the job description for the employee’s classification does not require either an A.A. Degree or a B.A. Degree, s/he will be paid six percent (6.0%) of base salary for receiving or possessing a B.A. Degree. No other incentive pay for academic degrees will be provided. The City shall receive a copy of any diploma for which an employee claims entitlement to an incentive pay under this paragraph. For purposes of 94 12
this paragraph, incentive pay applies to degrees received before and/or after June 30, 2017. Also for purposes of this paragraph, changes to an employee’s classification will not be treated as a change in the employee’s date of hire. (b) For employees hired after June 30, 2017, the City shall pay a total of two percent (2%) of base wage pay for one or more academic degrees from an accredited college or university beyond the degree level required for the position. The degree must be in a field that is job-related, as determined by the City Manager. The determination of the City Manager is subject to the grievance procedures. Eligible degrees include Associate, Bachelor, Master or Doctoral degrees. The City shall receive a copy of any diploma for which an employee claims entitlement to an incentive pay under this section.

6.10.6 Wellness Incentive: The City will offer a Wellness Incentive Program to employees. Employees will be eligible to receiv two hundred fifty dollars ($250) per calendar year on a reimbursement basis for participation in an organized physical fitness program, health related class or to purchase items used for the purpose of maintaining physical fitness. Eligibility for reimbursement will be determined by the prior approval of the program activity by the City Manager or his/her designee. 95 13
Reimbursement shall be paid in conjunction with payroll processing in accordance with Internal Revenue Service guidelines.

However, when it is reasonable and necessary and good cause is shown, and upon approval of the Department Head or his/her designee, three (3) additional work days may be granted to such leave. In order to receive compensation while absent on bereavement leave, the employee shall notify his/her immediate supervisor or Department Head prior to the time set for beginning of his/her regular duties. Immediate family shall include the spouse, domestic partner, child (including legally adopted child), parent, grandparent, grandchild, step-parent, stepchild, sibling, step-sibling, uncle, aunt, nephew, niece, father-in-law, mother-inlaw, sister-in-law, brother-in-law, son-in-law, or daughter-in-law of the eligible employee. Requests for bereavement leave for persons not listed above may be granted at the discretion of the City Manager or his/her designee.

6.12 Holidays
The following Holidays shall be observed each year:

Holiday Recognition

1. New Year's Day January 1

2. Martin Luther King's Birthday 3
rd Monday in January

3. President's Day 3
rd Monday in February

4. Memorial Day Last Monday in May

5. Independence Day July 4

6. Labor Day 1
st
Monday in September

7. Veteran's Day November 11

8. Thanksgiving Day As designated
96 14

9. Friday after Thanksgiving As designated

10. Christmas Eve Eight Hours

11. Christmas Day December 25
In addition to the above-described holidays, employees have four (4) floating holidays per year in exchange for previously approved holidays:

Memo Only Recognition
Lincoln's Birthday February 12
Admissions Day September 9
Columbus Day Second Monday in October
Floating Holiday Employee's Discretion
Floating holidays shall accrue to employees on the dates corresponding to the actual holidays, and reflected on the City's leave accounting system on the next regular payroll following the close of the payroll period during which the holiday falls. Floating holidays will accrue at a rate of 10 hours per day.

Association and the City recognize these holidays as permanent and official, but mutually agree that their designation as floating holidays provides for improved public service and community goodwill in that City services will be available more days of the year, while maintaining the Association's previously bargained benefit.

6.13 Insurance

6.13.1 Health and Welfare: The City shall pay all health and welfare insurance coverage as provided for in the Redwood Empire Municipal Insurance Fund (REMIF)-sponsored Health Plan. The employee may select the above-mentioned plan or other coverage as offered through the City. If any plan other than the REMIF plan is selected by the employee, the employee is responsible for any amount of premium difference. In addition, the City will provide group vision care, dental care and life 97 15
insurance in the amount of five thousand dollars ($5,000) per full time employee. Effective the first full pay period in October 2011, employees shall pay five percent (5%) of the cost of their medical insurance premium.

6.14 Direct Deposit
The City will provide direct deposit of employee's paychecks to banks or other financial institutions, provided the City can provide such service at a reasonable cost.

6.15 Hours of Work

6.15.1 Work Hours Defined: The normal workday shall be from 8:00 a.m. to 5:00 p.m., with one hour for lunch.

The City and the Association agree that Public Works employees shall report to work at 7:00 a.m. and cease work at 4:00 p.m. daily, Monday through Friday. Employees shall have one hour daily for lunch.

Despite the aforementioned agreed upon schedule, the City reserves its rights as defined in Article 4 of this agreement to create additional shifts, alternate schedules, and/or modified work assignments, as business requirements may dictate. The City acknowledges its 98 16
responsibility to join the Association in the meet and confer process as required, should this alternate assignment or additional shift creation become necessary.

6.17 Job Descriptions
During the term of this agreement the parties agree to meet and discuss concerns the Association has with job descriptions and their reporting relationships.

ARTICLE 7. DISCIPLINARY ACTION

7.1 Disciplinary Procedure

7.1.2 Grounds for Discipline: Grounds or causes for discipline shall include, but not be limited to, the following:
(a) Violation of administrative policies and procedures; (b) Failure to properly perform assigned duties;
(c) Theft of City property;
(d) Insubordination;
99 17
(e) Conviction of a felony or conviction of a misdemeanor relating to the employee's fitness to perform assigned duties;
(f) Unauthorized absence from employment;
(g) Tardiness;
(h) Failure to maintain satisfactory working relationships with other employees or the public;
(i) Reporting for work, or being at work, under the influence of or in possession of alcohol or non-prescribed controlled substances;
(j) Improper use of City funds;
(k) Unauthorized use of City property;
(I) Failure to properly care for City property;
(m) Misstatement of material fact;
(n) Failure to maintain any employment qualification;
(o) Failure to comply with safety standards;
(p) Other failure of good behavior either during or outside of employment such that the employee's conduct causes discredit to the City; (q) Violation of any City personnel rule, MOU provision or departmental policy.

Prior to the suspension, demotion, reduction in pay or discharge of a regular employee for disciplinary purposes, the procedure set forth in this rule shall be followed. 100
18 Prior to recommending the imposition of any disciplinary action, the Department Head shall notify the employee, in writing, of the following:
(a) The nature of the proposed disciplinary action and its proposed effective date; (b) The reason for the proposed disciplinary action;
(c) Any specific charges against the employee;
(d) The employee's right to receive copies of the written documents and materials upon which the proposed disciplinary action is based; and
(e) The employee's right to respond to the charge, either orally or in writing.

7.2.1 Request for Disciplinary Hearing: Employees shall have the right to appeal the imposition of the disciplinary action by requesting a hearing before an advisory arbitrator. Any such request shall be writing, signed by the employee or representative and presented to the Personnel Officer within ten (10) days after the effective date of the imposition of the disciplinary action. Further, said request shall identify the subject matter of the appeal, the grounds for the appeal and the relief desired by the employee. If the employee fails to request a disciplinary hearing within the prescribed time, the employee shall have waived the right to a hearing and all rights to further appeal of the disciplinary action.

7.2.3 Advisory Arbitrator: The advisory arbitrator shall be provided by the State of California Mediation and Conciliation Service or similar, mutually agreed upon agency.

7.2.5 Costs: The fees and expenses of the arbitrator and the court reporter, if required, shall be shared equally by the parties.

7.2.6 Decision: The decision of the arbitrator shall be advisory only and constitutes the final step within the City's administrative process.

ARTICLE 8. GRIEVANCE PROCEDURES

8.1 Purpose of Grievance Procedures
The grievance procedure shall be used to resolve any dispute that involves the interpretation 102
20 or application of any City personnel rule, provision of this MOU or departmental policy. The grievance procedure shall not be used for:
(a) The resolution of any complaint concerning any disciplinary action. (b) The resolution of any complaint relating to any concerted refusal to work.

8.3 Formal Grievance Procedure
(a) An employee shall have the right to present a formal grievance, in writing within five (5) working days after the informal discussion of the grievance with the immediate supervisor or the immediate supervisor's supervisor. All formal grievances shall state the reasons for the grievance; the City personnel rule, MOU provision or departmental policy at issue; and the employee's suggested solution.
(b) The formal grievance shall be presented to the Department Head or his/her designee. S/he shall discuss the grievance with the employee and/or the employee's representative. Within ten (10) working days after receipt of the formal grievance, the Department Head or his/her designee shall render a written decision regarding its merits. The grievance shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this rule if the employee does not seek further review of the grievance within five (5) working days after receipt of the decision of the Department Head. Failure of the Department Head to render written decision on the grievance within ten (10) working days constitutes a decision denying the grievance.
(c) If the Department Head's decision does not satisfactorily resolve the grievance, the employee may present the formal grievance to the Personnel Officer. The Personnel Officer shall discuss the grievance with the employee and/or the employee's representative. Within fifteen (15) days after meeting with the employee and the 103
21 employee's representative, the Personnel Officer shall render a written decision regarding the grievance.
(d) If the Personnel Officer's decision does not satisfactorily resolve the grievance, or if the Personnel Officer fails to respond in writing as provided in Step (c) above, the employee shall have the right to refer the grievance to binding arbitration. Such referral shall be made in writing to the Personnel Officer within ten (10) working days of receipts of his/her decision. (e) At any time, the parties may mutually agree to an extension of the above deadlines.

The fees and expenses of the arbitrator and the court reporter, if required, shall be shared equally by both parties.

8.5 Arbitrator's Decision
The decision of the Arbitrator shall be final and binding.

8.6 Reprisals Prohibited
The City shall not institute any reprisals against any employee or any representative resulting from the use of the grievance procedure.

8.7 Grievance Preparation Time
An employee submitting a grievance and the employee's representative may use a reasonable amount of time during working hours to prepare for and present the grievance. 104
22 ARTICLE 9. PRIOR MOUS, RULES, REGULATIONS, ORDINANCES AND PRACTICES All care and diligence was used in the preparation of this comprehensive MOU. With all parties having an opportunity for input and research, it is mutually agreed that this comprehensive MOU shall supersede all previous MOU's.

ARTICLE 10. CONTENT, TERMS AND RECOMMENDATIONS

10.3 Term
The term of this MOU shall be from July 1, 2022 2024through June 30, 20242026.

FOR CITY OF CLOVERDALE: FOR CSEA:
105
23 __________________________ ______________________________ David Kelley Date Darren Hernandez Date
City Manager President, CCSEA
____________________________ ______________________________ Kevin ThompsonShannon Peterson Date Jay Robinson Date
Assistant CityFinance & HR Manager
____________________________ ______________________________ Patrick Clark Date Richard A. Reed Date
Labor Consultant and Lead Negotiator Chief Labor Negotiator

106
24 CITY OF CLOVERDALE - SALARY SCHEDULE AS OF JULY 1, 2022 Cloverdale Classified Service Employees Association
Position Step Hourly Biweekly Monthly Annually
Accountant/Analyst 1 $34.9832 $2,798.66 $6,063.76 $72,765.13 2 $36.7324 $2,938.59 $6,366.95 $76,403.38
3 $38.5690 $3,085.52 $6,685.30 $80,223.55
4 $40.4975 $3,239.80 $7,019.56 $84,234.73
5 $42.5223 $3,401.79 $7,370.54 $88,446.47
Position Step Hourly Biweekly Monthly Annually
Accounting Assistant I Range Not Currently Established
Position Step Hourly Biweekly Monthly Annually
Accounting Assistant II 1 $37.2310 $2,978.48 $6,453.38 $77,440.50 2 $39.0926 $3,127.40 $6,776.04 $81,312.53
3 $41.0472 $3,283.78 $7,114.85 $85,378.15
4 $43.0995 $3,447.96 $7,470.59 $89,647.06
5 $45.2545 $3,620.36 $7,844.12 $94,129.41
Position Step Hourly Biweekly Monthly Annually
Accounting Technician 1 $28.6680 $2,293.44 $4,969.11 $59,629.37 2 $30.1014 $2,408.11 $5,217.57 $62,610.84
3 $31.6064 $2,528.51 $5,478.45 $65,741.38
4 $33.1868 $2,654.94 $5,752.37 $69,028.45
5 $34.8461 $2,787.69 $6,039.99 $72,479.88
Position Step Hourly Biweekly Monthly Annually
Assistant Planner 1 $31.7420 $2,539.36 $5,501.95 $66,023.37 2 $33.3291 $2,666.33 $5,777.04 $69,324.54
3 $34.9956 $2,799.64 $6,065.90 $72,790.77
4 $36.7453 $2,939.63 $6,369.19 $76,430.30
5 $38.5826 $3,086.61 $6,687.65 $80,251.82
Position Step Hourly Biweekly Monthly Annually
Associate Planner 1 $44.0085 $3,520.68 $7,628.13 $91,537.61 2 $46.2089 $3,696.71 $8,009.54 $96,114.49
3 $48.5193 $3,881.55 $8,410.02 $100,920.22
4 $50.9453 $4,075.62 $8,830.52 $105,966.23
5 $53.4926 $4,279.41 $9,272.05 $111,264.54
Position Step Hourly Biweekly Monthly Annually
Code Enforcement Officer 1 $32.8581 $2,628.65 $5,695.40 $68,344.79 2 $34.5010 $2,760.08 $5,980.17 $71,762.03
107
25 3 $36.2260 $2,898.08 $6,279.18 $75,350.14
4 $38.0373 $3,042.99 $6,593.14 $79,117.64
5 $39.9392 $3,195.14 $6,922.79 $83,073.52
Position Step Hourly Biweekly Monthly Annually
Community Services Officer 1 $28.0356 $2,242.85 $4,859.51 $58,314.06 2 $29.4374 $2,354.99 $5,102.48 $61,229.76
3 $30.9093 $2,472.74 $5,357.60 $64,291.25
4 $32.4547 $2,596.38 $5,625.48 $67,505.81
5 $34.0775 $2,726.20 $5,906.76 $70,881.10
Position Step Hourly Biweekly Monthly Annually
Engineering Technician 1 $30.4931 $2,439.45 $5,285.47 $63,425.63 2 $32.0177 $2,561.42 $5,549.74 $66,596.91
3 $33.6186 $2,689.49 $5,827.23 $69,926.75
4 $35.2996 $2,823.97 $6,118.59 $73,423.09
5 $37.0645 $2,965.16 $6,424.52 $77,094.25
Position Step Hourly Biweekly Monthly Annually
Office Specialist 1 $19.9948 $1,599.58 $3,465.77 $41,589.20 2 $20.9945 $1,679.56 $3,639.05 $43,668.66
3 $22.0443 $1,763.54 $3,821.01 $45,852.09
4 $23.1465 $1,851.72 $4,012.06 $48,144.70
5 $24.3038 $1,944.31 $4,212.66 $50,551.93
Position Step Hourly Biweekly Monthly Annually
Park & Landscape Maintenance Assistant 1 $31.6579 $2,532.63 $5,487.37 $65,848.48 2 $33.2408 $2,659.27 $5,761.74 $69,140.91
3 $34.9029 $2,792.23 $6,049.83 $72,597.95
4 $36.6480 $2,931.84 $6,352.32 $76,227.85
5 $38.4804 $3,078.43 $6,669.94 $80,039.24
Position Step Hourly Biweekly Monthly Annually
Parks & Maintenance Lead Worker 1 $36.5046 $2,920.37 $6,327.47 $75,929.62 2 $38.3299 $3,066.39 $6,643.84 $79,726.10
3 $40.2463 $3,219.71 $6,976.03 $83,712.40
4 $42.2587 $3,380.69 $7,324.84 $87,898.02
5 $44.3716 $3,549.73 $7,691.08 $92,292.92
Position Step Hourly Biweekly Monthly Annually
Planning Technician 1 $30.4930 $2,439.44 $5,285.45 $63,425.38 2 $32.0176 $2,561.41 $5,549.72 $66,596.64
3 $33.6185 $2,689.48 $5,827.21 $69,926.48
4 $35.2994 $2,823.95 $6,118.57 $73,422.80
108
26 5 $37.0644 $2,965.15 $6,424.50 $77,093.94
Position Step Hourly Biweekly Monthly Annually
Senior Engineering Technician 1 $35.0670 $2,805.36 $6,078.28 $72,939.38 2 $36.8204 $2,945.63 $6,382.20 $76,586.35
3 $38.6614 $3,092.91 $6,701.31 $80,415.67
4 $40.5944 $3,247.56 $7,036.37 $84,436.45
5 $42.6242 $3,409.93 $7,388.19 $88,658.28
Position Step Hourly Biweekly Monthly Annually
Senior Wastewater Treatment Plant Operator 1 $42.5191 $3,401.53 $7,369.97 $88,439.65 2 $44.6450 $3,571.60 $7,738.47 $92,861.63
3 $46.8773 $3,750.18 $8,125.39 $97,504.72
4 $49.2211 $3,937.69 $8,531.66 $102,379.95
5 $51.6822 $4,134.57 $8,958.25 $107,498.95
Position Step Hourly Biweekly Monthly Annually
Senior Water Treatment Plant Operator 1 $44.9536 $3,596.29 $7,791.96 $93,503.47 2 $47.2013 $3,776.10 $8,181.55 $98,178.64
3 $49.5613 $3,964.91 $8,590.63 $103,087.57
4 $52.0394 $4,163.15 $9,020.16 $108,241.95
5 $54.6414 $4,371.31 $9,471.17 $113,654.05
Position Step Hourly Biweekly Monthly Annually
Utility Maintenance Crew Leader 1 $34.7662 $2,781.30 $6,026.15 $72,313.79 2 $36.5046 $2,920.36 $6,327.46 $75,929.48
3 $38.3298 $3,066.38 $6,643.83 $79,725.96
4 $40.2463 $3,219.70 $6,976.02 $83,712.26
5 $42.2586 $3,380.69 $7,324.82 $87,897.87
Position Step Hourly Biweekly Monthly Annually
Utility Maintenance Worker I (Public Works) 1 $26.0534 $2,084.27 $4,515.92 $54,191.09 2 $27.3561 $2,188.49 $4,741.72 $56,900.64
3 $28.7239 $2,297.91 $4,978.81 $59,745.67
4 $30.1601 $2,412.81 $5,227.75 $62,732.96
5 $31.6681 $2,533.45 $5,489.13 $65,869.61
Position Step Hourly Biweekly Monthly Annually
Utility Maintenance Worker II (Public Works) 1 $31.6579 $2,532.63 $5,487.37 $65,848.48 2 $33.2408 $2,659.27 $5,761.74 $69,140.91
3 $34.9029 $2,792.23 $6,049.83 $72,597.95
4 $36.6480 $2,931.84 $6,352.32 $76,227.85
5 $38.4804 $3,078.43 $6,669.94 $80,039.24
109
27 Position Step Hourly Biweekly Monthly Annually
Wastewater Treatment Plant Operator-In-Training Range Not Currently Established Position Step Hourly Biweekly Monthly Annually
Wastewater Treatment Plant Operator I 1 $30.5887 $2,447.10 $5,302.05 $63,624.58 2 $32.1182 $2,569.45 $5,567.15 $66,805.81
3 $33.7241 $2,697.93 $5,845.51 $70,146.10
4 $35.4103 $2,832.82 $6,137.78 $73,653.41
5 $37.1808 $2,974.46 $6,444.67 $77,336.08
Position Step Hourly Biweekly Monthly Annually
Wastewater Treatment Plant Operator II Range Not Currently Established Position Step Hourly Biweekly Monthly Annually
Water Treatment Plant Operator-In-Training 1 $30.0523 $2,404.18 $5,209.06 $62,508.73 2 $31.5549 $2,524.39 $5,469.51 $65,634.16
3 $33.1326 $2,650.61 $5,742.99 $68,915.87
4 $34.7893 $2,783.14 $6,030.14 $72,361.66
5 $36.5287 $2,922.30 $6,331.65 $75,979.75
Position Step Hourly Biweekly Monthly Annually
Water Treatment Plant Operator I Range Not Currently Established Position Step Hourly Biweekly Monthly Annually
Water Treatment Plant Operator II 1 $40.1086 $3,208.69 $6,952.17 $83,425.99 2 $42.1141 $3,369.13 $7,299.77 $87,597.29
3 $44.2198 $3,537.58 $7,664.76 $91,977.15
4 $46.4308 $3,714.46 $8,048.00 $96,576.01
5 $48.7523 $3,900.18 $8,450.40 $101,404.81
CITY OF CLOVERDALE - SALARY SCHEDULE AS OF JULY 1, 2024 Cloverdale Classified Service Employees Association
Position Step Hourly Biweekly Monthly Annually
Accountant/Analyst 1 $37.2921 $2,983.37 $6,463.97 $77,567.61 2 $39.1567 $3,132.54 $6,787.17 $81,445.99
3 $41.1146 $3,289.17 $7,126.52 $85,518.29
4 $43.1703 $3,453.62 $7,482.85 $89,794.21
5 $45.3288 $3,626.30 $7,856.99 $94,283.92
Position Step Hourly Biweekly Monthly Annually
Accounting Assistant I Range Not Currently Established
Position Step Hourly Biweekly Monthly Annually
110
28 Accounting Assistant II 1 $27.7818 $2,222.54 $4,815.51 $57,786.14 2 $29.1709 $2,333.67 $5,056.29 $60,675.44
3 $30.6294 $2,450.35 $5,309.10 $63,709.22
4 $32.1609 $2,572.87 $5,574.56 $66,894.68
5 $33.7689 $2,701.52 $5,853.28 $70,239.41
Position Step Hourly Biweekly Monthly Annually
Accounting Technician 1 $30.5601 $2,444.80 $5,297.08 $63,564.92 2 $32.0881 $2,567.05 $5,561.93 $66,743.17
3 $33.6925 $2,695.40 $5,840.03 $70,080.33
4 $35.3771 $2,830.17 $6,132.03 $73,584.35
5 $37.1459 $2,971.68 $6,438.63 $77,263.56
Position Step Hourly Biweekly Monthly Annually
Assistant Planner 1 $33.8370 $2,706.96 $5,865.08 $70,380.97 2 $35.5289 $2,842.31 $6,158.33 $73,900.02
3 $37.3053 $2,984.42 $6,466.25 $77,595.02
4 $39.1706 $3,133.64 $6,789.56 $81,474.77
5 $41.1291 $3,290.33 $7,129.04 $85,548.51
Position Step Hourly Biweekly Monthly Annually
Associate Planner 1 $46.9130 $3,753.04 $8,131.59 $97,579.10 2 $49.2587 $3,940.69 $8,538.17 $102,458.05
3 $51.7216 $4,137.73 $8,965.08 $107,580.96
4 $54.3077 $4,344.62 $9,413.33 $112,960.00
5 $57.0231 $4,561.85 $9,884.00 $118,608.00
Position Step Hourly Biweekly Monthly Annually
Code Enforcement Officer 1 $35.0267 $2,802.14 $6,071.30 $72,855.61 2 $36.7781 $2,942.25 $6,374.87 $76,498.39
3 $38.6170 $3,089.36 $6,693.61 $80,323.31
4 $40.5478 $3,243.83 $7,028.29 $84,339.47
5 $42.5752 $3,406.02 $7,379.70 $88,556.44
Position Step Hourly Biweekly Monthly Annually
Community Services Officer 1 $29.8860 $2,390.88 $5,180.24 $62,162.85 2 $31.3803 $2,510.42 $5,439.25 $65,270.99
3 $32.9493 $2,635.94 $5,711.21 $68,534.54
4 $34.5968 $2,767.74 $5,996.77 $71,961.27
5 $36.3266 $2,906.13 $6,296.61 $75,559.33
Position Step Hourly Biweekly Monthly Annually
Engineering Technician 1 $32.5056 $2,600.45 $5,634.31 $67,611.75 2 $34.1309 $2,730.47 $5,916.03 $70,992.33
111
29 3 $35.8375 $2,867.00 $6,211.83 $74,541.95
4 $37.6294 $3,010.35 $6,522.42 $78,269.05
5 $39.5108 $3,160.87 $6,848.54 $82,182.50
Position Step Hourly Biweekly Monthly Annually
Office Specialist 1 $21.3145 $1,705.16 $3,694.51 $44,334.12 2 $22.3802 $1,790.42 $3,879.24 $46,550.83
3 $23.4992 $1,879.94 $4,073.20 $48,878.37
4 $24.6742 $1,973.93 $4,276.86 $51,322.29
5 $25.9079 $2,072.63 $4,490.70 $53,888.40
Position Step Hourly Biweekly Monthly Annually
Park & Landscape Maintenance Assistant 1 $33.7474 $2,699.79 $5,849.54 $70,194.50 2 $35.4347 $2,834.78 $6,142.02 $73,704.23
3 $37.2065 $2,976.52 $6,449.12 $77,389.44
4 $39.0668 $3,125.34 $6,771.58 $81,258.91
5 $41.0201 $3,281.61 $7,110.15 $85,321.85
Position Step Hourly Biweekly Monthly Annually
Parks & Maintenance Lead Worker 1 $38.9139 $3,113.12 $6,745.08 $80,941.01 2 $40.8596 $3,268.77 $7,082.34 $84,988.06
3 $42.9026 $3,432.21 $7,436.46 $89,237.46
4 $45.0478 $3,603.82 $7,808.28 $93,699.34
5 $47.3001 $3,784.01 $8,198.69 $98,384.30
Position Step Hourly Biweekly Monthly Annually
Planning Technician 1 $32.5055 $2,600.44 $5,634.29 $67,611.50 2 $34.1308 $2,730.46 $5,916.01 $70,992.08
3 $35.8373 $2,866.99 $6,211.81 $74,541.68
4 $37.6292 $3,010.34 $6,522.40 $78,268.76
5 $39.5107 $3,160.85 $6,848.52 $82,182.20
Position Step Hourly Biweekly Monthly Annually
Senior Engineering Technician 1 $37.3814 $2,990.51 $6,479.45 $77,753.34 2 $39.2505 $3,140.04 $6,803.42 $81,641.01
3 $41.2130 $3,297.04 $7,143.59 $85,723.06
4 $43.2737 $3,461.89 $7,500.77 $90,009.21
5 $45.4373 $3,634.99 $7,875.81 $94,509.67
Position Step Hourly Biweekly Monthly Annually
Senior Wastewater Treatment Plant Operator 1 $45.3253 $3,626.03 $7,856.39 $94,276.67 2 $47.5916 $3,807.33 $8,249.21 $98,990.50
3 $49.9712 $3,997.69 $8,661.67 $103,940.03
4 $52.4697 $4,197.58 $9,094.75 $109,137.03
112
30 5 $55.0932 $4,407.46 $9,549.49 $114,593.88
Position Step Hourly Biweekly Monthly Annually
Senior Water Treatment Plant Operator 1 $47.9205 $3,833.64 $8,306.22 $99,674.65 2 $50.3165 $4,025.32 $8,721.53 $104,658.38
3 $52.8324 $4,226.59 $9,157.61 $109,891.30
4 $55.4740 $4,437.92 $9,615.49 $115,385.87
5 $58.2477 $4,659.81 $10,096.26 $121,155.16
Position Step Hourly Biweekly Monthly Annually
Utility Maintenance Crew Leader 1 $37.0608 $2,964.87 $6,423.88 $77,086.56 2 $38.9139 $3,113.11 $6,745.07 $80,940.89
3 $40.8596 $3,268.77 $7,082.33 $84,987.93
4 $42.9026 $3,432.20 $7,436.44 $89,237.33
5 $45.0477 $3,603.82 $7,808.27 $93,699.20
Position Step Hourly Biweekly Monthly Annually
Utility Maintenance Worker I (Public Works) 1 $27.7729 $2,221.83 $4,813.97 $57,767.69 2 $29.1616 $2,332.93 $5,054.67 $60,656.07
3 $30.6197 $2,449.57 $5,307.41 $63,688.88
4 $32.1506 $2,572.05 $5,572.78 $66,873.32
5 $33.7582 $2,700.65 $5,851.42 $70,216.99
Position Step Hourly Biweekly Monthly Annually
Utility Maintenance Worker II (Public Works) 1 $33.7474 $2,699.79 $5,849.54 $70,194.50 2 $35.4347 $2,834.78 $6,142.02 $73,704.23
3 $37.2065 $2,976.52 $6,449.12 $77,389.44
4 $39.0668 $3,125.34 $6,771.58 $81,258.91
5 $41.0201 $3,281.61 $7,110.15 $85,321.85
Position Step Hourly Biweekly Monthly Annually
Wastewater Treatment Plant Operator-In-Training 1 $32.0357 $2,562.86 $5,552.86 $66,634.27 Position Step Hourly Biweekly Monthly Annually
Wastewater Treatment Plant Operator I 1 $32.6076 $2,608.61 $5,651.98 $67,823.80 2 $34.2380 $2,739.04 $5,934.58 $71,214.99
3 $35.9499 $2,875.99 $6,231.31 $74,775.74
4 $37.7474 $3,019.79 $6,542.88 $78,514.53
5 $39.6347 $3,170.78 $6,870.02 $82,440.25
Position Step Hourly Biweekly Monthly Annually
Wastewater Treatment Plant Operator II Range Not Currently Established 113
31 Position Step Hourly Biweekly Monthly Annually
Water Treatment Plant Operator-In-Training 1 $32.0357 $2,562.86 $5,552.86 $66,634.27 Position Step Hourly Biweekly Monthly Annually
Water Treatment Plant Operator I 1 Range Not Currently Established Position Step Hourly Biweekly Monthly Annually
Water Treatment Plant Operator II 1 $42.7558 $3,420.46 $7,411.01 $88,932.08 2 $44.8936 $3,591.49 $7,781.56 $93,378.68
3 $47.1383 $3,771.06 $8,170.63 $98,047.61
4 $49.4952 $3,959.62 $8,579.17 $102,949.99
5 $51.9699 $4,157.60 $9,008.12 $108,097.49
114
City Council/Successor Agency
Agenda Item Summary Agenda Item:

Meeting Date:

I.3
September 11, 2024
Agenda Section:

New Business
Staff Contact:

David Kelley, City Manager
Agenda Item Title:

A Resolution of the City Council of the City of Cloverdale Approving an Amended Compensation Plan for Unaffiliated Employees Implementing Cost of Living Adjustments and Other Minor Amendments _______________________________________________________________________________________ Recommended Council Action:

Adopt a Resolution Entitled “Resolution of the City Council of the City of Cloverdale Approving an Amended Compensation Plan for Unaffiliated Employees Implementing Cost of Living Adjustments and Other Minor Amendments”
________________________________________________________________________________________ Background:

In 2005, the City adopted position descriptions for all classifications in existence at the time. From time to time, the City has amended its classification system by either updating existing classifications or creating new ones to accurately reflect the job duties required by the City. Currently, four of the City’s classifications are not represented by one of the City’s three recognized Employee Associations. The employees filling these classifications are considered to be “unaffiliated.” The four classifications include: 1) Finance & HR Analyst; 2) Finance & HR Manager; 3) Parks Superintendent; and; 4) Police Lieutenant. Presently tow positions are filled by full-time employees. On September 14, 2022, the City Council adopted Resolution No. 089-2022 approving an amended Compensation Plan for unaffiliated employees. ________________________________________________________________________________________ Summary:

Under the direction of the City Council, your labor representatives conferred in good faith with the recognized representatives of the Cloverdale Dispatcher’s Association and Cloverdale Classified Service Employee Associations on successors MOU. As part of the review and update of the existing MOUs with the recognized labor groups, the City Manager reviewed the Compensation Plan for the Unaffiliated Employees for both compensation adjustments and clean-up as needed to ensure the accuracy of the Compensation Plan. The purpose of the review and update process was to ensure that the Compensation Plan for Unaffiliated Employees was consistent with the overall vision and goals set by the City council and to adjust salary and benefits commensurate with the City’slong-term strategic, financial, and budgeting goals. Proposed revisions to the Compensation Plan for Unaffiliated Employees are summarized below:

1. Two-year term, from July 1, 2024 to June 30, 2026.

2. 3.5% Cost of Living Adjustment (“COLA”) effective retroactive to July 1, 2024, for employees employed on the date the City Council approves the Compensation Plan .

3. Effective July 1, 2025, a 3% cost of living adjustment

4. Effective July 1, 2025, benchmark the EPO 500 plan at 95% for the City’s medical contribution.

5. Effective July 1, 2025, employees will receive employee owned HRA account with July 1 annual City contribution as to offset deductible as follows:
115
City Council/Successor Agency Agenda Item Summary
Meeting Date: September 11, 2024

Page 2 of 3 ends

Employee Only: HRA cont $500.00 per yr
Employee + 1: HRA cont $1,000.00 per yr
Family: HRA cont $1,500.00 per yr

6. Change vacation accrual schedule to be the same for all Unaffiliated employees

7. Change sick leave accrual to be the same for all Unaffiliated employees (4.62 hours/pay period)

8. Remove sick leave cap. Max sick leave cap at separation for cashing out sick leave remains at 2,000 hours.

9. Change floating holidays to be accrued at 10 hours per holiday.

10. Effective December 2024 employees must make an irrevocable election to cash out certain vacation that will be accrued during the following year.

11. Updated Bereavement Leave language to comply with AB 1949.

12. Increase Wellness Incentive Program from $250 to $300 per calendar year The proposed enhancement and changes to the Compensation Plan are consistent with the City Council’s goals to negotiate two-year agreements with employee bargaining units and unaffiliated employees, and adjust salary and benefits commensurate with comparable cities and the overall labor market within the City’s long-term strategic, financial, and budgeting goals. It should be noted that the City of Cloverdale has successfully concluded agreements with the other bargaining units with similar wage adjustments.

A proposed Resolution is attached as Attachment 1., which would approve the Amended Compensation Plan for Unaffiliated Employees. The Amended Compensation Plan for Unaffiliated Employees is attached as Attachment A to the proposed Resolution, which Compensation Plan would memorialize the proposed changes outlined above and would increase the salary range 3.5% for each classification contained in Exhibit A of the Amended Compensation Plan, effective retroactive to July 1, 2024, for those employed on the date the City Council approves the Amended Compensation Plan. Unaffiliated employees would receive a 3% cost of living adjustment effective July 1, 2025.
________________________________________________________________________________________ Options:

Adopt Resolution approving 3.5% COLA for fiscal year 2024/25, a 3% COLA for fiscal year 2025/26, and other minor changes.

Reject all or elements of the proposed Amended Compensation Plan. ________________________________________________________________________________________ Subcommittee Recommendation:

None.
________________________________________________________________________________________ Budget/Financial Impact:

The fiscal impact of approving the Unaffiliated Compensation Plan for fiscal year 2024/25 is projected to be $10,076, $4,560 of which will be allocated to the General Fund. The projected cost is not included in the adopted FY 2024/25 budget and requires a budget amendment. ________________________________________________________________________________________ Attachments:

1. Resolution

2. Exhibit A - Compensation Plan
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City Council/Successor Agency Agenda Item Summary
Meeting Date: September 11, 2024

Page 3 of 3 ends

3. Compensation Plan with Markup
117

CITY OF CLOVERDALE

CITY COUNCIL
RESOLUTION NO. ___–2024

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CLOVERDALE APPROVING AN AMENDED

COMPENSATION PLAN FOR UNAFFILIATED EMPLOYEES IMPLEMENTING COST OF LIVING ADJUSTMENTS

AND OTHER MINOR AMENDMENTS
WHEREAS, the City has four classifications that are not represented by an exclusive bargaining representative / employee association, which classifications are considered to be “unaffiliated”; and WHEREAS, the Four classifications that are unaffiliated are: 1) Finance & HR Analyst; 2) Finance & HR Manager; 3) Parks Superintendent; and; 4) Police Lieutenant; and WHEREAS, the pay and benefits applicable to Unaffiliated Employees are set forth in a Compensation Plan, as last amended and approved by Resolution No. 089-2022 on September 14, 2022; and WHEREAS, the goal of labor negotiations was to be consistent with the overall vision and goals set by the City Council and to adjust salary and benefits to a level comparable to similar cities, while making sure the City was financially capable of making the adjustments; and WHEREAS, the City Council through its City Manager have been evaluating appropriate compensation adjustments and clarifications to the Compensation Plan to be effective July 1, 2024, in part due to MOU negotiations regarding pay and benefits for represented employees occurring during this same time period between the City and the City’s employee associations; and WHEREAS, in order to attract and maintain a strong, professional workforce it is important to compensate employees in a competitive way, and in a manner that appropriately recognizes their responsibilities.

NOW, THEREFORE BE IT RESOLVED, the City Council of the City of Cloverdale does hereby approve the Amended Compensation Plan for Unaffiliated Employees, attached as Exhibit A, effective July 1, 2024, and making other minor amendments, in a form approved by the City Attorney.

BE IT FURTHER RESOLVED, that new salary ranges shall be effective with the pay period beginning July 1, 2024, in conjunction with payroll processing procedures and in accordance with Internal Revenue Service guidelines.

The foregoing Resolution was duly introduced and adopted by the City Council of the City of Cloverdale at its regular meeting held on the 11th day of September 2024 by the following roll call vote:

AYES: (0)
NOES: (0)
ABSTAIN:(0)
ABSENT: (0)
None
APPROVED: ATTEST:
______________________________ ____________________________________ Todd Lands, Mayor Michael Maloney, City Clerk
Exhibit A – Compensation Plan for Unaffiliated Employees 118 Exhibit A to Resolution No. 0xx-2022

COMPENSATION PLAN
Unaffiliated Employees
July 1, 2024
119
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 2 Table of Contents
Article 1: Purpose & Definitions...................................................... 3 Article 2: Base & Additional Salary .................................................. 3 Article 3: Retirement....................................................................... 4 Article 4: Insurance ......................................................................... 5 Article 5: Other Compensation........................................................ 6 Article 6: Leave Accrual and Use .................................................... 9 120
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 3 Compensation Plan for Unaffiliated Employees
ARTICLE 1. PURPOSE AND DEFINITIONS
The City of Cloverdale (“City”) has three categories of employees: those represented by an Association; those with individual at-will agreements; and those who are unaffiliated. The purpose of this document is to define the compensation for full-time unaffiliated employees (“Employees”).

The Compensation Plan for unaffiliated employees is not intended to be a comprehensive document defining working conditions. For any topic not discussed in this Compensation Plan, the City’s personnel policies and procedures will govern.

There are four classifications that are categorized as unaffiliated. There may be more than one employee filling a classification.

Unaffiliated Classifications
• Finance & Human Resource Analyst
• Finance & Human Resources Manager
• Parks Superintendent
• Police Lieutenant
ARTICLE 2. BASE AND ADDITIONAL SALARY

2.1 Salary Range:

Year 1: Effective July 1, 2024, all classifications covered by this Compensation Plan shall receive a 3.5% cost-of-living adjustment the first full pay period following City Council approval of this Compensation Plan, dated July 1, 2024.

Year 2: Effective July 1, 2025, all classifications covered by this Compensation Plan, dated July 1, 2024, shall receive a 3% cost of living adjustment.

2.2 Longevity Pay

2.2.1 Longevity Pay Plan: Employees shall be eligible for longevity pay in accordance with the following schedule:

Length of Service (in Years) Longevity Pay
(Percent of Base Salary)
Completion of five (5) years 2%
Completion of ten (10) years 4%
Completion of fifteen (15) years 6%
121
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 4 Completion of twenty (20) years 8%

2.2.2 Length of Service Defined: For purposes of this section, “length of service” is defined as continuous, uninterrupted service with the City, except during periods of involuntary lay-off (See Personnel Rules & Regulations, Rule 12, Section 7 “Reinstatement of Benefits”).

2.2.3 Extended Longevity Pay: Employees shall be eligible for extended longevity pay. City shall pay into individual employee Mission Square accounts in accordance with the following schedule:

Length of Service Extended Longevity Pay
(Percent of Base Salary)
Completion of at least ten (10) Years of Service
but less than 15 years

1.5%
Completion of fifteen (15) of more Years of
Service
2%
For purposes of this section, “length of service” is defined as continuous, uninterrupted services with the City. Payment shall commence on the first payday following the employee’s hiring anniversary and shall include a pro-rata amount for any period of time between the hire anniversary and the first payday. Employees hired after June 30, 2011 are not eligible for extended longevity pay.

ARTICLE 3. RETIREMENT

3.1 Public Employees’ Retirement System (PERS)

3.1.1 Miscellaneous PERS Plan (non-safety employees): The City shall provide retirement benefits under the Public Employees’ Retirement System plan commonly known as 2% @ 55 Retirement Plan for the term of this Compensation Plan. City will also provide “the highest 12 consecutive months” benefit. The City shall provide the 1959 Survivor Benefit Level IV.

3.1.2 Miscellaneous Employee Contribution to PERS:

3.1.2.1 Effective the first full pay period in October 2011, employees shall pay one-third (1/3) of the cost (.837%) of the after-added benefits of their PERS Plan in existence as of July 1, 2011.

3.1.2.2 Effective the first full pay period in October 2012, employees shall pay a total of two-thirds (2/3) of the cost (1.67%) of the after-added benefits of their PERS Plan in existence as of July 1, 2011.
122
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 5 3.1.2.3 Employees hired after June 30, 2011 shall pay one hundred percent (100%) of the after-added benefits of their PERS Plan (2.51%).

3.1.3. Miscellaneous Employees hired on or after January 1, 2013, pursuant to the California State Legislature’s passage of the Public Employees’ Pension Reform Act (PEPRA) in 2012, who are defined as “new members” in California Government Code Section 7522.04(f), shall receive the 2% at 62 pension benefit formula, as specified in Government Code Section 7522.20(a).

3.1.3.1 Effective July 1, 2013, new members subject to the 2% at 62 formula shall contribute 50% of the total “normal cost” as defined in Government Code Section 7522.04(g).

3.1.4. Safety PERS Plan (sworn employees): The City shall provide retirement benefits under the Public Employees’ Retirement System plan commonly known as 3% @ 50 Retirement Plan for the term of this Compensation Plan. City will also provide “the highest 12 consecutive months” benefit. The City shall provide the 1959 Survivor Benefit Level IV.

3.1.5 Safety Employee Contribution to PERS:

3.1.5.1 Effective the first full pay period in October 2012, employees shall pay a total of two-thirds (2/3) of the cost (5.47%) of the after-added benefits of their PERS Plan in existence as of July 1, 2011.

3.1.5.1 Employees hired after June 30, 2011 shall pay one hundred percent (100%) of the after-added benefits of their PERS Plan (8.207%).

3.1.6. Safety Employees hired on or after January 1, 2013, pursuant to the California State Legislature’s passage of the Public Employees’ Pension Reform Act (PEPRA) in 2012, who are defined as “new members” in California Government Code Section 7522.04(f), shall receive the

2.7% at 57 pension benefit formula, as specified in Government Code Section 7522.20(a).

3.1.6.1 Effective July 1, 2013, new members subject to the 2.7% at 57 formula shall contribute 50% of the total “normal cost” as defined in Government Code Section 7522.04(g).

Nothing in this Compensation Plan prevents the City from increasing employee contributions in the future to the extent allowable by PEPRA and/or applicable law.

3.2 Retirement Medical Benefit

3.2.1 FLSA-Non-Exempt Employees: The City will contribute fifty percent (50%) of the employee-only premium for health insurance upon retirement from the City, provided the employee has been employed with the City for eighteen (18) years or longer, and has reached the age of fifty (50) years.

3.2.2 FLSA-Exempt Employees: The City will contribute seventy-five percent (75%) of the employee-only premium for health insurance upon retirement from the City, provided the employee has been employed with the City for eighteen (18) years or longer, and has reached the age of fifty (50) years.
123
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 6 3.2.3 Employees Hired After June 30, 2011: The City will not contribute to the retiree health premiums of employees hired after June 30, 2011.

ARTICLE 4. INSURANCE

4.1 Health Insurance

4.1.1 Medical Insurance: The City shall provide medical insurance as provided for in the Redwood Empire Municipal Insurance Fund (REMIF)-sponsored Health Plan for the employee and any eligible dependents. The employee may select the above-mentioned plan or other coverage as offered through the City. If any plan other than the REMIF plan is selected by the employee, the employee is responsible for any amount of premium difference. Effective with the November 4, 2011 paycheck, employees shall pay five percent (5%) of the cost of their medical insurance premium. The City will pay ninety-five percent (95%) of the cost of the premium.

Effective July 1, 2025, the City’s medical contribution will be benchmarked at 95% of the REMIF EPO 500 Plan.

Effective July 1, 2025, the City will contribute towards an employee-owned Health Reimbursement Account (HRA) for employees and their dependents who are eligible for insurance. Each July the annual contribution will be:

Employee Only: $500.00 per year
Employee + 1: $1,000.00 per year
Family: $1,500.00 per year

4.1.2 Group Vision Care and Dental Care: The City will provide group vision and dental care as provided for in the REMIF-sponsored Health Plan. The City will pay one hundred percent (100%) of the cost of the vision and dental care premiums.

4.2 Life Insurance

4.2.1 Base Life Insurance: The City will pay one hundred percent (100%) of the premium for base life insurance of five thousand dollars ($5,000) per employee.

4.2.2 Additional Life Insurance: The City will maintain term life insurance policies for each employee in the amount of the employee’s annual salary (up to a maximum of ninty five thousand dollars ($95,000) and will pay one hundred percent (100%) of the premium for said insurance. The City shall determine the insurance benefit plan that provides the above life insurance policy limits. Changes to existing policyholder accounts shall be at the sole discretion of the City.

4.3 Long Term Disability Insurance
124
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 7 The City shall make available to employees a Long-Term Disability (LTD) Insurance Plan. Said Plan will provide a monthly benefit of sixty percent (60%) of base salary, up to ten thousand dollars ($10,000) per month and will provide a ninety (90) day waiting period before benefits commence. The City agrees to pay one-half (1/2) of the cost of the LTD Plan for employees.

Employee election to participate in the Long-Term Disability Plan is voluntary, and is dependent upon the employee’s eligibility for the Plan, as determined by the insurance provider.

ARTICLE 5. OTHER COMPENSATION

5.1 Uniform Allowance

5.1.1 Police Lieutenant: The Police Lieutenant shall receive an annual uniform allowance of $1,500 per year. Said allowance shall be paid annually and be included in the employee’s regular paycheck for the first full pay period in January each year. If the employee separates employment for any reason (i.e., retirement, termination, voluntary separation or resignation) prior to working a full year following receipt of the annual uniform allowance, the “unearned” pro-rata portion of the uniform allowance will be deducted from their final paycheck.

Parks Superintendent: The Parks Superintendent shall receive an annual uniform allowance for industrial style uniforms and approved safety boots. The City agrees to reimburse Public Works employees for actual expenses, up to a maximum of one thousand dollars ($1,000) each fiscal year, for the acquisition of acceptable safety shoes or boots, or work apparel. Minimum safety standards will be established by mutual consent between the employee and the Department Head and/or the Personnel Officer.

A newly hired employee will not receive a uniform allowance until s/he has completed a year of service. Upon completing a year of service, the employee will receive a prorated uniform allowance. The uniform allowance will be paid the first full pay period following the completion of one year. The uniform allowance will be pro-rated based upon the remaining months in the calendar year. If after receiving this payment the employee separates employment for any reason (i.e., retirement, termination, voluntary separation or resignation) prior to the first full pay period in January of the following year, s/he shall have the pro-rated portion of the uniform allowance deducted from his/her final paycheck.

The City will provide necessary uniform components to a newly hired employee during the course of the first year’s employment, to a standard set by the Police Chief, or his/her designee.

5.1.2 Reimbursement for Uniforms and Uniform Equipment: The City agrees to reimburse employees for uniforms that are damaged or stolen during duty hours or while stored at a City facility, providing that the employee made a reasonable effort to safeguard the 125
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 8 uniform and/or uniform equipment. Reimbursement shall be based upon the residual value of the item, based upon its current cost.

5.1.3 Other Employees: Employees not identified above shall not be eligible for a clothing allowance.

5.2 Cell Phone Allowance

5.3.The City shall provide $50/month to employees that regularly use their personal cell phone to conduct City business. To be eligible, employees must confirm in writing (or sign a corresponding City form) that they (a) regularly use their personal cell phone to conduct City business, (b) will respond to co-worker and supervisor and manager calls, e-mails and text messages on their personal cell phone and (c) will provide their personal cell phone contact information to those needing to communicate with them during work hours.

5.3 Out of Classification Pay
A non-safety employee temporarily working out of classification (in a position in a higher range) for a period of not less than a single pay period (i.e., two weeks) and not more than a maximum of six (6) months will be entitled to a five percent (5.0%) increase in base wage pay for that period. Out of classification pay has no impact on an employee’s eligibility for additional pay to which s/he may be entitled.

A safety employee temporarily working out of classification (in the position of Chief of Police) for a period of not less than a single pay period (i.e., two weeks) and not more than a maximum of six (6) months will be entitled to a five percent (10.0%) increase in base wage pay for that period. Out of classification pay has no impact on an employee’s eligibility for additional pay to which s/he may be entitled.

5.4 Educational Incentive

5.4.1 Certifications: Non-Safety employees may qualify for seventy-five dollars ($75) per month for completion of a course of extensive, job-related study or training of at least four (4) semesters in length, if the certification is not required by the State of California and/or the employee’s job description. Approval by the Department Head or his/her designee is required in writing prior to beginning the course of study in order to be eligible for payment, and approval shall be in the discretion of the City. An employee shall not be eligible to receive more than one hundred fifty dollars ($150) per month under this paragraph, i.e., certification for two (2) pre-approved courses of study.

Employees shall not be reimbursed for the costs associated with study or training other than for renewal of State required certifications for the applicable classification. 126
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 9 5.4.1.2 The Police Lieutenant is eligible to be paid four hundred dollars ($400) per month, if s/he has been awarded the Management-related P.O.S.T. certificates.

Payment for the certificate will go into effect as of the first full month following the employee’s attainment. Employee will provide a copy of the Certificate(s) to the Personnel Officer before payment will commence.

5.4.1.3 The Parks Superintendent is eligible to be paid fifty dollars ($50) per month , if s/he has been awarded Grade 2 Water Distribution Certificate. Payment for an applicable certificate will go into effect as of the first full month following the employee’s attainment. Employee will provide a copy of the Certificate(s) to the Personnel Officer before payment will commence. Employees receiving the Grade 2 Water Distribution Certificate pay shall not refuse to use the knowledge and/or skills associated with said certifications, and use of the knowledge or skills shall not define whether or not an employee is working out of classification. Working out of classification is defined in Section 5.4.

5.4.2 Academic Degrees: The City shall pay the following incentive pay for academic degrees:

5.4.2.1 For non-safety employees hired on or before June 30, 2017, if the job description for the employee’s classification does not require an A.A. degree, s/he will be paid four percent (4.0%) of base salary for receiving or possessing an A.A. Degree. If the job description for his/her classification requires an A.A. degree but does not require a B.A. degree, the employee will be paid two percent (2.0%) of base salary for a B.A. Degree. If the job description for the employee’s classification does not require either an A.A. Degree or a B.A.

Degree, s/he will be paid six percent (6.0%) of base salary for receiving or possessing a B.A. Degree. No other incentive pay for academic degrees will be provided. The City shall receive a copy of any diploma for which an employee claims entitlement to an incentive pay under this section.

5.4.2.2 For non-safety employees hired after June 30, 2017, the City shall pay a total of two percent (2%) of base wage pay for one or more academic degrees from an accredited college or university beyond the degree level required for the position. The degree must be in a field that is job-related, as determined by the City Manager. Eligible degrees include Associate, Bachelor, Master or Doctoral degrees. The City shall receive a copy of any diploma for which an employee claims entitlement to an incentive pay under this section.

5.4.3 Schooling Costs: Employees shall receive reimbursement for job-related schooling costs, upon prior recommendation of the Department Head or his/her designee, and approval of the City Manager or his/her designee. If City funding of schooling costs is approved, any associated books and tuition costs will be reimbursed upon submission of receipts. 127
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 10 Approval of reimbursement for job-related schooling costs is subject to budget availability.

5.4.4 Mileage Reimbursement: An employee who is assigned to attend special seminars, training or study will receive mileage reimbursement at the IRS-approved rate if the employee uses his or her own vehicle for transportation.

5.5 Wellness Incentive
The City will offer a Wellness Incentive Program to employees. Employees will be eligible to receive three hundred dollars ($300) per year on a reimbursement basis for participation in an organized physical fitness program or health related class. Eligibility for reimbursement will be determined by the prior approval of the program activity by the City Manager or his/her designee. Reimbursement shall be paid in conjunction with payroll processing in accordance with Internal Revenue Service guidelines.

5.6 Bi-Lingual Proficiency
The City's bilingual pay program shall provide for two levels of interpretation skills, duties and competence. The City Manager or his/her designee in consultation with the Personnel Officer shall determine qualifications and certification to such positions. The City Manager determines if an operational business need for bilingual skills exists, may establish limits on the number of employees eligible and may cancel payment if business needs are otherwise fulfilled. The decision of the City Manager shall be final and not subject to the grievance procedure.

To continue receiving the bilingual pay the employee may not refuse to interpret or translate, and the employee shall be required to re-qualify every two (2) years. Requalification shall be determined by a methodology which best meets the City’s needs.

5.7.1 Conversational: The normal level of providing oral interpretation between English and Spanish language. The compensation for this level shall be one hundred fifty dollars ($150) per month.

5.7.2 Advanced: The advanced level of providing written translation to translate technical documents and concepts with a client in addition to the skills and abilities required at the conversational level. The compensation for this level shall be three hundred dollars ($300) per month.

ARTICLE 6. LEAVE ACCRUAL AND USE

6.2 Vacation
Vacation time will be accrued according to the following schedule:
128
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 11 Length of Service
Vacation Accumulation
(Days per Year)
0 – 24 Months 130 Hours
25 – 60 Months 150 Hours
61 – 120 Months 180 Hours
121 – 180 Months 210 Hours
181 or more Months 330 Hours

6.2.1 Vacation Accumulation: Each employee shall be permitted to accumulate a maximum of three hundred four (304) hours of vacation time. For good cause and upon the recommendation of the Department Head or his/her designee, and with the approval of the City Manager or his/her designee, an employee may accrue up to an additional eighty (80) hours of vacation.

6.2.2Election to Cash-Out Future Vacation Accruals:

The City agrees that employees may, with the approval of the employee’s supervisor or his/her designee request to sell back up to eight (8) days of vacation the employee will accrue in the next calendar year if they have used at least 80 hours of vacation within the prior twelve months, preferably with the vacation being taken in forty (40) or eighty (80) hours blocks of time. Any vacation request that was denied during the prior twelvemonth period would be honored as vacation time taken.

Such requests must be approved by the City Manager.

Effective December 2024, and during the month of December each year thereafter, there will be an irrevocable election period during which each bargaining unit member may make an irrevocable election to cash out certain vacation that will be accrued during the following year (the “cash-out year”) on the form prescribed by Human Resources. The number of hours that the bargaining unit member intends to cash out must be indicated at that time. Failure to timely submit a properly completed irrevocable election form shall be the same as making no election.

The cash-out of future vacation accruals is subject to the following conditions:
• An employee must have used at least eighty (80) hours of vacation for actual time off from work, including vacation requests that were denied, during the twelve (12) month period preceding the election.
• Any vacation time actually taken by the employee during the cash-out year will be subtracted first from any carryover hours which existed at the end of the prior year and then from vacation hours accrued in the current year for which no election has been made. • An irrevocable election form for the following calendar year must be received and accepted by Human Resources no later than December 31st of the prior calendar year. 129
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 12 • The election to cash-out leave hours in each designated year will be irrevocable and will only apply to the upcoming calendar year. This means that employees who elect to cash-out leave hours must cash out the number of accrued hours pre-designated on the election form. The amount of accrual hours designated for cash-out cannot be increased or decreased at the time of cash-out.
• In no event will a cash out payment exceed the value of hours the employee has actually accrued for the period of time between January 1 and the distribution date in any given year. • All distributions shall be made by separate payroll document whether traditional paper check or electronic direct deposit the first full pay period in either June and/or December following accrual of the hours designated for cash out.

All requests must be approved by the City Manager
.

6.3 Sick Leave

6.3.1 Accrual Rate: Employees shall accrue 4.62 hours of sick leave each pay period.

6.3.2 Maximum Hours: Each employee may accrue sick leave without limit.

6.3.3 Compensation for Unused Sick Leave: Upon separation or retirement, the City will compensate employees for thirty-five percent (35%) of accrued but unused sick leave, up to, but not in excess of the two thousand (2,000) hour cap.

The compensation shall be calculated based on the employee’s hourly rate at time of separation. To the extent provided by PERS regulations, any unused sick leave upon retirement may be converted to years of service for PERS purposes.

6.3.4 Sick Leave Incentive: Employee use of sick leave within a calendar year may qualify for conversion of unused sick leave to annual leave based upon the following utilization schedule.

Usage of Sick Leave (Hours per Year) Conversion of Existing Balance to Annual Leave
0 – 10 Hours Up to 40 Hours
More than 10 but less than 20 Hours Up to 2 Days
20 or more Hours No Conversion

6.4 Administrative Leave for FLSA-Exempt Employees
Employees who are exempt from the Fair Labor Standards Act (FLSA) are not eligible for overtime. However, in recognition of the extra hours of work often required, the City agrees to provide fifty (50) hours of administrative leave per calendar year each January 1st, and to grant its use on a reasonable basis. Administrative leave may not be cashed out at any time and, if not used within the fiscal year in which it was provided, will be lost and may not be carried over to the following fiscal year.
130
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 13 131
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 14 6.5 Holidays
The following Holidays shall be observed each year:

Holiday Recognition
1 New Year’s Day January 1
2 Martin Luther King’s Birthday 3rd Monday in January
3 President’s Day 3rd Monday in February
4 Memorial Day Last Monday in May
5 Independence Day July 4
6 Labor Day 1st Monday in September
7 Veteran’s Day November 11
8 Thanksgiving Day As designated
9 Friday after Thanksgiving As designated
10 Christmas Eve December 24
11 Christmas Day December 25
Compensation for the Police Lieutenant for the above-designated holidays shall be paid on an annual payment system to all employees on the last pay of November of each year. This pay shall be included with the employee’s regular paycheck and shall be for all those holidays occurring since the last holiday pay was received. If the Thanksgiving Holiday falls after the last pay day of November, the holiday pay would include the prior years’ Thanksgiving and all the holidays up through the succeeding year until and not including the current Thanksgiving holiday.

When a safety employee separates from City service, for purposes of calculating holiday, s/he would be paid for all holidays occurring since the last holiday pay was received, up through the last day of employment.

In addition to the above-described holidays, safety employees have one (1) floating holiday per year in exchange for previously approved holidays:

Recognition
Floating Holiday Employee’s Discretion
132
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 15 In addition to the above-described holidays, non-safety employees have four (4) floating holidays per year in exchange for previously approved holidays:

Recognition
Lincoln’s Birthday February 12
Admissions Day September 9
Columbus Day Second Monday in October
Floating Holiday Employee’s Discretion
Floating holidays shall accrue to non-safety employees on the dates corresponding to the actual holidays and reflected on the City’s leave accounting system on the next regular payroll following the close of the payroll period during which the holiday falls. Floating holidays will accrue at a rate of 10 hours per day.

The floating holidays may be used at the employee’s discretion, with the prior approval of the employee’s Department Head, or his/her designee. Once floating holidays are earned and accrued, employees may request that floating holiday time in any banked amount be converted to a dollar value and paid out on a regular payroll. In no event shall employees be allowed to carry more than eighty (80) hours of floating holiday time on the City’s leave accounting system; therefore, balances above this limit shall be paid on the employee’s next regular payroll.

6.6 Bereavement Leave
Any employee who is absent from work by reason of the death of a member of the employee’s immediate family may be allowed up to five (5) days per incident, with up to a maximum of (3) work days with full pay per incident. However, when it is reasonable and necessary and good cause is shown, and upon approval of the Department Head or his/her designee, three (3) additional work days may be granted to such leave. Time off does not need to be taken consecutively. In order to receive compensation while absent on bereavement leave, the employee shall notify his/her immediate supervisor or Department Head prior to the time set for beginning of his/her regular duties. Immediate family shall include the spouse, domestic partner, child (including legally adopted child), parent, grandparent, grandchild, step-parent, stepchild, sibling, step-sibling, uncle, aunt, nephew, niece, father-in-law, mother-in-law, sisterin-law, brother-in-law, son-in-law, or daughter-in-law of the eligible employee. Requests for bereavement leave for persons not listed above may be granted at the discretion of the City Manager or his/her designee. The City’s Bereavement Leave policy will be implemented consistent with AB 1949.
133
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 16 Unaffiliated Employee Salary Schedules
CITY OF CLOVERDALE - SALARY SCHEDULE AS OF JULY 1, 2024 Unaffiliated Employees
Position Step Hourly Biweekly Monthly Annually
Finance & HR Analyst 1 $45.7700 $3,661.60 $7,933.46 $95,201.54 2 $48.0585 $3,844.68 $8,330.13 $99,961.61
3 $50.4614 $4,036.91 $8,746.64 $104,959.69
4 $52.9845 $4,238.76 $9,183.97 $110,207.68
5 $55.6337 $4,450.69 $9,643.17 $115,718.06
Position Step Hourly Biweekly Monthly Annually
Finance & HR Manager 1 $53.7891 $4,303.13 $9,323.44 $111,881.26 2 $56.4785 $4,518.28 $9,789.61 $117,475.33
3 $59.3024 $4,744.20 $10,279.09 $123,349.09
4 $62.2676 $4,981.41 $10,793.05 $129,516.55
5 $65.3810 $5,230.48 $11,332.70 $135,992.38
Position Step Hourly Biweekly Monthly Annually
Parks Superintendent 1 $45.4984 $3,639.87 $7,886.39 $94,636.73 2 $47.7733 $3,821.87 $8,280.71 $99,368.56
3 $50.1620 $4,012.96 $8,694.75 $104,336.99
4 $52.6701 $4,213.61 $9,129.49 $109,553.84
5 $55.3036 $4,424.29 $9,585.96 $115,031.53
Position Step Hourly Biweekly Monthly Annually
Police Lieutenant 1 $58.4372 $4,674.98 $10,129.12 $121,549.43 2 $61.3591 $4,908.73 $10,635.57 $127,626.90
3 $64.4270 $5,154.16 $11,167.35 $134,008.24
4 $67.6484 $5,411.87 $11,725.72 $140,708.66
5 $71.0308 $5,682.46 $12,312.01 $147,744.09
134
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 17 CITY OF CLOVERDALE - SALARY SCHEDULE AS OF JULY 1, 2025 Unaffiliated Employees
Position Step Hourly Biweekly Monthly Annually
Finance & HR Analyst 1 $47.1431 $3,771.45 $8,171.47 $98,057.59 2 $49.5002 $3,960.02 $8,580.04 $102,960.47
3 $51.9752 $4,158.02 $9,009.04 $108,108.49
4 $54.5740 $4,365.92 $9,459.49 $113,513.91
5 $57.3027 $4,584.22 $9,932.47 $119,189.61
Position Step Hourly Biweekly Monthly Annually
Finance & HR Manager 1 $55.4027 $4,432.22 $9,603.14 $115,237.70 2 $58.1729 $4,653.83 $10,083.30 $120,999.58
3 $61.0815 $4,886.52 $10,587.46 $127,049.56
4 $64.1356 $5,130.85 $11,116.84 $133,402.04
5 $67.3424 $5,387.39 $11,672.68 $140,072.14
Position Step Hourly Biweekly Monthly Annually
Parks Superintendent 1 $46.8634 $3,749.07 $8,122.99 $97,475.83 2 $49.2065 $3,936.52 $8,529.14 $102,349.62
3 $51.6669 $4,133.35 $8,955.59 $107,467.10
4 $54.2502 $4,340.02 $9,403.37 $112,840.46
5 $56.9627 $4,557.02 $9,873.54 $118,482.48
Position Step Hourly Biweekly Monthly Annually
Police Lieutenant 1 $60.1903 $4,815.23 $10,432.99 $125,195.91 2 $63.1999 $5,055.99 $10,954.64 $131,455.71
3 $66.3599 $5,308.79 $11,502.37 $138,028.49
4 $69.6778 $5,574.23 $12,077.49 $144,929.92
5 $73.1617 $5,852.94 $12,681.37 $152,176.41
135
Exhibit A to Resolution No. 0xx-2022

COMPENSATION PLAN
Unaffiliated Employees
July 1, 20222024
136
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 2 Table of Contents
Article 1: Purpose & Definitions ...................................................... 3 Article 2: Base & Additional Salary .................................................. 3 Article 3: Retirement ....................................................................... 4 Article 4: Insurance ......................................................................... 5 Article 5: Other Compensation ........................................................ 6 Article 6: Leave Accrual and Use .................................................... 9 137
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 3 Compensation Plan for Unaffiliated Employees
ARTICLE 1. PURPOSE AND DEFINITIONS
The City of Cloverdale (“City”) has three categories of employees: those represented by an Association; those with individual at-will agreements; and those who are unaffiliated. The purpose of this document is to define the compensation for full-time unaffiliated employees (“Employees”).

There are six four classifications that are categorized as unaffiliated. There may be more than one employee filling a classification.

Unaffiliated Classifications
 Finance & Human Resource Analyst
 Finance & Human Resources Manager
 Parks Superintendent
 Police Lieutenant
 Police Records Technician
ARTICLE 2. BASE AND ADDITIONAL SALARY

2.1 Salary Range: One-time Distribution: The City shall issue two thousand dollars ($2,000) gross non-PERSable lump sum payment less applicable deductions the first full pay period following City Council approval of this Compensation Plan, dated July 1, 2022, to employees employed on the date the City Council approval.

Year 1: Effective July 1, 20242, all classifications covered by this Compensation Plan shall receive a 53.5% cost-of-living adjustment the first full pay period following City Council approval of this Compensation Plan, dated July 1, 20222024.

Year 2: Effective July 1, 20232025, all classifications covered by this Compensation Plan, dated July 1, 20222024, shall receive a 3% cost of living adjustment. equivalent to the percent change in the consumer price index for the period April of the prior year to April of the current year, as published by the Bureau of Labor Statistics (All item in San Francisco-Oakland-San Jose, CA, all urban consumers, not seasonally adjusted), not to be less than 1% or more than 4%.

2.2 Longevity Pay
138
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 4 2.2.1 Longevity Pay Plan: Employees shall be eligible for longevity pay in accordance with the following schedule:

Length of Service (in Years) Longevity Pay
(Percent of Base Salary)
Completion of five (5) years 2%
Completion of ten (10) years 4%
Completion of fifteen (15) years 6%
Completion of twenty (20) years 8%

2.2.3 Extended Longevity Pay: Employees shall be eligible for extended longevity pay. City shall pay into individual employee ICMA Mission Square accounts in accordance with the following schedule:

Length of Service Extended Longevity Pay
(Percent of Base Salary)
Completion of at least ten (10) Years of Service
but less than 15 years

ARTICLE 3. RETIREMENT

3.1 Public Employees’ Retirement System (PERS)

3.1.2 Miscellaneous Employee Contribution to PERS:
139
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 5 3.1.2.1 Effective the first full pay period in October 2011, employees shall pay one-third (1/3) of the cost (.837%) of the after-added benefits of their PERS Plan in existence as of July 1, 2011.

3.1.2.3 Employees hired after June 30, 2011 shall pay one hundred percent (100%) of the after-added benefits of their PERS Plan (2.51%).

3.1.3.1 Effective July 1, 2013, new members subject to the 2% at 62 formula shall contribute 50% of the total “normal cost” as defined in Government Code Section 7522.04(g).

3.1.5 Safety Employee Contribution to PERS:

3.1.5.1 Employees hired after June 30, 2011 shall pay one hundred percent (100%) of the after-added benefits of their PERS Plan (8.207%).

2.7% at 57 pension benefit formula, as specified in Government Code Section 7522.20(a).

3.1.6.1 Effective July 1, 2013, new members subject to the 2.7% at 57 formula shall contribute 50% of the total “normal cost” as defined in Government Code Section 7522.04(g).

Nothing in this Compensation Plan prevents the City from increasing employee contributions in the future to the extent allowable by PEPRA and/or applicable law.

3.2 Retirement Medical Benefit
140
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 6 3.2.1 FLSA-Non-Exempt Employees: The City will contribute fifty percent (50%) of the employee-only premium for health insurance upon retirement from the City, provided the employee has been employed with the City for eighteen (18) years or longer, and has reached the age of fifty (50) years.

3.2.3 Employees Hired After June 30, 2011: The City will not contribute to the retiree health premiums of employees hired after June 30, 2011.

ARTICLE 4. INSURANCE

4.1 Health Insurance

Effective July 1, 2025, the City’s medical contribution will be benchmarked at 95% of the REMIF EPO 500 Plan.

Employee Only: $500.00 per year
Employee + 1: $1,000.00 per year
Family: $1,500.00 per year

4.2 Life Insurance

4.2.1 Base Life Insurance: The City will pay one hundred percent (100%) of the premium for base life insurance of five thousand dollars ($5,000) per employee. 141
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 7 4.2.2 Additional Life Insurance: The City will maintain term life insurance policies for each employee in the amount of the employee’s annual salary (up to a maximum of ninty five thousand dollars ($95,000) and will pay one hundred percent (100%) of the premium for said insurance. The City shall determine the insurance benefit plan that provides the above life insurance policy limits. Changes to existing policyholder accounts shall be at the sole discretion of the City.

4.3 Long Term Disability Insurance
The City shall make available to employees a Long-Term Disability (LTD) Insurance Plan. Said Plan will provide a monthly benefit of sixty percent (60%) of base salary, up to ten thousand dollars ($10,000) per month and will provide a ninety (90) day waiting period before benefits commence. The City agrees to pay one-half (1/2) of the cost of the LTD Plan for employees.

Employee election to participate in the Long-Term Disability Plan is voluntary, and is dependent upon the employee’s eligibility for the Plan, as determined by the insurance provider.

ARTICLE 5. OTHER COMPENSATION

5.1 Overtime for FLSA Non-Exempt Employees

5.1.1 Overtime: Employees who are not exempt from the Fair Labor Standards Act (FLSA) may work overtime with the prior approval of the Department Head or his/her designee.

Overtime will be paid at one-and-one-half (1.5) times the employee’s regular rate for all hours in a paid status in excess of forty (40) hours in a workweek. Overtime shall be accumulated to the nearest one-quarter (.25) hour.

5.1.2 Compensatory (Comp) Time: With the prior approval of the Department Head or his/her designee, overtime may be earned as compensatory time at the rate of one-and-onehalf (1.5) times the employee’s straight time per overtime hour worked, up to a maximum of eighty (80) hours. When used, comp time hours shall not be considered hours in a paid status for the purpose of computing overtime.

5.12 Uniform Allowance

5.12.1 Police Records Technician: The Police Records Technician shall receive an annual uniform allowance of $1,025 per year. Said allowance shall be paid annually and be included in the employee’s regular paycheck for the first full pay period in January each year. If the employee separates employment for any reason (i.e., retirement, termination, voluntary separation or resignation) prior to working a full year following receipt of the annual uniform allowance, the “unearned” pro-rata portion of the uniform allowance will be deducted from his/her final paycheck.

Police Lieutenant: The Police Lieutenant shall receive an annual uniform allowance of $1,500 per year. Said allowance shall be paid annually and be included in the employee’s regular paycheck for the first full pay period in January each year. If the employee separates employment for any reason (i.e., retirement, termination, 142
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 8 voluntary separation or resignation) prior to working a full year following receipt of the annual uniform allowance, the “unearned” pro-rata portion of the uniform allowance will be deducted from their final paycheck.

The City will provide necessary uniform components to a newly hired employee during the course of the first year’s employment, to a standard set by the Police Chief, or his/her designee.

5.21.2 Reimbursement for Uniforms and Uniform Equipment: The City agrees to reimburse employees for uniforms that are damaged or stolen during duty hours or while stored at a City facility, providing that the employee made a reasonable effort to safeguard the uniform and/or uniform equipment. Reimbursement shall be based upon the residual value of the item, based upon its current cost.

5.21.3 Other Employees: Employees not identified above shall not be eligible for a clothing allowance.

5.32 Cell Phone Allowance

5.3.1 Effective the first full month following City Council approval of this Compensation Plan dated July 1, 2022, tThe City shall provide $50/month to employees that regularly use their personal cell phone to conduct City business. To be eligible, employees must confirm in writing (or sign a corresponding City form) that they (a) regularly use their personal cell phone to conduct City business, (b) will respond to co-worker and supervisor and manager calls, e-mails and text messages on their personal cell phone 143
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 9 and (c) will provide their personal cell phone contact information to those needing to communicate with them during work hours.

5.43 Out of Classification Pay
A non-safety employee temporarily working out of classification (in a position in a higher range) for a period of not less than a single pay period (i.e., two weeks) and not more than a maximum of six (6) months will be entitled to a five percent (5.0%) increase in base wage pay for that period. Out of classification pay has no impact on an employee’s eligibility for additional pay to which s/he may be entitled.

5.54 Educational Incentive

5.54.1 Certifications: Non-Safety employees may qualify for seventy-five dollars ($75) per month for completion of a course of extensive, job-related study or training of at least four (4) semesters in length, if the certification is not required by the State of California and/or the employee’s job description. Approval by the Department Head or his/her designee is required in writing prior to beginning the course of study in order to be eligible for payment, and approval shall be in the discretion of the City. An employee shall not be eligible to receive more than one hundred fifty dollars ($150) per month under this paragraph, i.e., certification for two (2) pre-approved courses of study.

Employees shall not be reimbursed for the costs associated with study or training other than for renewal of State required certifications for the applicable classification.

5.5.1.2 The Police Records Technician is eligible to be paid up to four hundred dollars ($400) per month, if s/he has been awarded dispatch/records-related P.O.S.T. certificates: the P.O.S.T. Intermediate Dispatch Certificate (one hundred dollars ($100); the P.O.S.T. Advanced Dispatch Certificate (one hundred fifty dollars ($150); and the P.O.S.T. Records Supervisor Certificate (one hundred fifty dollars ($150). Payment for an applicable certificate will go into effect as of the first full month following the employee’s attainment. Employee will provide a copy of the Certificate(s) to the Personnel Officer before payment will commence.

5.54.1.23 The Police Lieutenant is eligible to be paid four hundred dollars ($400) per month, if s/he has been awarded the Management-related P.O.S.T. certificates. Payment for the certificate will go into effect as of the first full month following the employee’s attainment. Employee will provide a copy of the Certificate(s) to the Personnel Officer before payment will commence. 144
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 10 5.54.1.4 3 The Parks Superintendent is eligible to be paid fifty dollars ($50) per month , if s/he has been awarded Grade 2 Water Distribution Certificate.

Payment for an applicable certificate will go into effect as of the first full month following the employee’s attainment. Employee will provide a copy of the Certificate(s) to the Personnel Officer before payment will commence.

Employees receiving the Grade 2 Water Distribution Certificate pay shall not refuse to use the knowledge and/or skills associated with said certifications, and use of the knowledge or skills shall not define whether or not an employee is working out of classification. Working out of classification is defined in Section

5.4. 5.54.2 Academic Degrees: The City shall pay the following incentive pay for academic degrees:

5.54.2.1 For non-safety employees hired on or before June 30, 2017, if the job description for the employee’s classification does not require an A.A. degree, s/he will be paid four percent (4.0%) of base salary for receiving or possessing an A.A. Degree. If the job description for his/her classification requires an A.A. degree but does not require a B.A. degree, the employee will be paid two percent (2.0%) of base salary for a B.A. Degree. If the job description for the employee’s classification does not require either an A.A. Degree or a B.A.

5.54.2.2 For non-safety employees hired after June 30, 2017, the City shall pay a total of two percent (2%) of base wage pay for one or more academic degrees from an accredited college or university beyond the degree level required for the position. The degree must be in a field that is job-related, as determined by the City Manager. Eligible degrees include Associate, Bachelor, Master or Doctoral degrees. The City shall receive a copy of any diploma for which an employee claims entitlement to an incentive pay under this section.

5.54.3 Schooling Costs: Employees shall receive reimbursement for job-related schooling costs, upon prior recommendation of the Department Head or his/her designee, and approval of the City Manager or his/her designee. If City funding of schooling costs is approved, any associated books and tuition costs will be reimbursed upon submission of receipts.

Approval of reimbursement for job-related schooling costs is subject to budget availability.

5.54.4 Mileage Reimbursement: An employee who is assigned to attend special seminars, training or study will receive mileage reimbursement at the IRS-approved rate if the employee uses his or her own vehicle for transportation. 145
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 11 5.65 Wellness Incentive
The City will offer a Wellness Incentive Program to employees. Employees will be eligible to receive two three hundred fifty dollars ($250300) per year on a reimbursement basis for participation in an organized physical fitness program or health related class. Eligibility for reimbursement will be determined by the prior approval of the program activity by the City Manager or his/her designee. Reimbursement shall be paid in conjunction with payroll processing in accordance with Internal Revenue Service guidelines.

5.76 Bi-Lingual Proficiency
The City's bilingual pay program shall provide for two levels of interpretation skills, duties and competence. The City Manager or his/her designee in consultation with the Personnel Officer shall determine qualifications and certification to such positions. The City Manager determines if an operational business need for bilingual skills exists, may establish limits on the number of employees eligible and may cancel payment if business needs are otherwise fulfilled. The decision of the City Manager shall be final and not subject to the grievance procedure.

5.7.1 Conversational: The normal level of providing oral interpretation between English and Spanish language. The compensation for this level shall be one hundred fifty dollars ($150) per month.

ARTICLE 6. LEAVE ACCRUAL AND USE

6.1 Workweek
The typical employee workweek is 40 hours made up of five (5) 8-hour shifts. With the prior approval of the Department Head, the employee’s regular workweek may be converted to four (4) 10-hour shifts. If the employee regularly works a 4-10 hour workweek, a “day” will equal 10 hours for leave accrual purposes.

6.2 Vacation
Vacation time will be accrued according to the following schedule:

Length of Service
Vacation Accumulation
(Days per Year)
0 – 24 Months 13 Days130 Hours
25 – 60 Months 15 Days150 Hours
61 – 120 Months 18 Days180 Hours
146
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 12 121 – 180 Months 21 Days210 Hours
181 or more Months 33 Days330 Hours

6.2.2 Election to Cash-Out Future Vacation Accruals:

Such requests must be approved by the City Manager.

The cash-out of future vacation accruals is subject to the following conditions:
 An employee must have used at least eighty (80) hours of vacation for actual time off from work, including vacation requests that were denied, during the twelve (12) month period preceding the election.
 Any vacation time actually taken by the employee during the cash-out year will be subtracted first from any carryover hours which existed at the end of the prior year and then from vacation hours accrued in the current year for which no election has been made.  An irrevocable election form for the following calendar year must be received and accepted by Human Resources no later than December 31st of the prior calendar year.  The election to cash-out leave hours in each designated year will be irrevocable and will only apply to the upcoming calendar year. This means that employees who elect to cash-out leave hours must cash out the number of accrued hours pre-designated on the election form. The amount of accrual hours designated for cash-out cannot be increased or decreased at the time of cash-out.
147
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 13  In no event will a cash out payment exceed the value of hours the employee has actually accrued for the period of time between January 1 and the distribution date in any given year.  All distributions shall be made by separate payroll document whether traditional paper check or electronic direct deposit the first full pay period in either June and/or December following accrual of the hours designated for cash out.

All requests must be approved by the City Manager
Vacation Sell-Back: Employees may, upon recommendation of the Department Head or his/her designee and upon discretionary approval of the City Manager or his/her designee, sell back up to eighty (80) hours of vacation time, subject to the provision that no sell back will reduce an employee’s leave balance to less than forty (40) hours and the employee having taken one week (40) hours of vacation during the 12-month period immediately preceding the sell back. A vacation request that was denied would be honored as vacation time taken.

6.3 Sick Leave

6.3.1 Accrual Rate: Employees shall accrue 4.62 hours of sick leave at the rate of one (1) day for each month of serviceeach pay period.

6.3.2 Maximum Hours: Each employee may accrue sick leave without limit. accumulate a maximum of two thousand (2,000) hours of sick leave.

6.3.4 Sick Leave Incentive: Employee use of sick leave within a calendar year may qualify for conversion of unused sick leave to annual leave based upon the following utilization schedule.

Usage of Sick Leave (Hours per Year) Conversion of Existing Balance to Annual Leave
0 – 10 Hours Up to 40 Hours
More than 10 but less than 20 Hours Up to 2 Days
20 or more Hours No Conversion

6.4 Administrative Leave for FLSA-Exempt Employees
Employees who are exempt from the Fair Labor Standards Act (FLSA) are not eligible for overtime. However, in recognition of the extra hours of work often required, the City agrees to provide fifty (50) hours of administrative leave per calendar year each January 1st, and to grant 148
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 14 its use on a reasonable basis. Administrative leave may not be cashed out at any time and, if not used within the fiscal year in which it was provided, will be lost and may not be carried over to the following fiscal year.

149
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 15 6.5 Holidays
The following Holidays shall be observed each year:

In addition to the above-described holidays, safety employees have one (1) floating holiday per year in exchange for previously approved holidays:

Memo OnlyRecognition
Floating Holiday Employee’s Discretion
150
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 16 In addition to the above-described holidays, non-safety employees have four (4) floating holidays per year in exchange for previously approved holidays:

Memo OnlyRecognition
Lincoln’s Birthday February 12
Admissions Day September 9
Columbus Day Second Monday in October
Floating Holiday Employee’s Discretion
Floating holidays shall accrue to non-safety employees on the dates corresponding to the actual holidays and reflected on the City’s leave accounting system on the next regular payroll following the close of the payroll period during which the holiday falls. Floating holidays will accrue at a rate of 10 hours per day.

However, when it is reasonable and necessary and good cause is shown, and upon approval of the Department Head or his/her designee, three (3) additional work days may be granted to such leave. Time off does not need to be taken consecutively. In order to receive compensation while absent on bereavement leave, the employee shall notify his/her immediate supervisor or Department Head prior to the time set for beginning of his/her regular duties. Immediate family shall include the spouse, domestic partner, child (including legally adopted child), parent, grandparent, grandchild, step-parent, stepchild, sibling, step-sibling, uncle, aunt, nephew, niece, father-in-law, mother-in-law, sister-in-law, brother-in-law, son-in-law, or daughter-in-law of the eligible employee. Requests for bereavement leave for persons not listed above may be granted at the discretion of the City Manager or his/her designee. The City’s Bereavement Leave policy will be implemented consistent with AB 1949.
151
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 17 Unaffiliated Employee Salary Schedules
July 1, 2022 until amended by Resolution of the City Council CITY OF CLOVERDALE - SALARY SCHEDULE AS OF JULY 1, 2022 Unaffiliated Employees
Position Step Hourly Biweekly Monthly Annually
Finance & HR Analyst 1 $42.5213 $3,401.71 $7,370.37 $88,444.39 2 $44.6474 $3,571.79 $7,738.88 $92,866.61
3 $46.8798 $3,750.38 $8,125.83 $97,509.94
4 $49.2238 $3,937.90 $8,532.12 $102,385.43
5 $51.6850 $4,134.80 $8,958.73 $107,504.71
Position Step Hourly Biweekly Monthly Annually
Parks Superintendent 1 $42.2691 $3,381.53 $7,326.64 $87,919.66 2 $44.3825 $3,550.60 $7,692.97 $92,315.64
3 $46.6016 $3,728.13 $8,077.62 $96,931.43
4 $48.9317 $3,914.54 $8,481.50 $101,778.00
5 $51.3783 $4,110.27 $8,905.57 $106,866.90
Position Step Hourly Biweekly Monthly Annually
Police Lieutenant 1 $54.2895 $4,343.16 $9,410.18 $112,922.18 2 $57.0040 $4,560.32 $9,880.69 $118,568.29
3 $59.8542 $4,788.33 $10,374.72 $124,496.70
4 $62.8469 $5,027.75 $10,893.46 $130,721.53
5 $65.9892 $5,279.14 $11,438.13 $137,257.61
Position Step Hourly Biweekly Monthly Annually
Police Records Technician 1 $35.1141 $2,809.13 $6,086.44 $73,037.34 2 $36.8698 $2,949.58 $6,390.77 $76,689.21
3 $38.7133 $3,097.06 $6,710.31 $80,523.67
4 $40.6490 $3,251.92 $7,045.82 $84,549.85
5 $42.6814 $3,414.51 $7,398.11 $88,777.34
CITY OF CLOVERDALE - SALARY SCHEDULE AS OF JULY 1, 2024 Unaffiliated Employees
Position Step Hourly Biweekly Monthly Annually
Finance & HR Analyst 1 $45.7700 $3,661.60 $7,933.46 $95,201.54 2 $48.0585 $3,844.68 $8,330.13 $99,961.61
3 $50.4614 $4,036.91 $8,746.64 $104,959.69
4 $52.9845 $4,238.76 $9,183.97 $110,207.68
5 $55.6337 $4,450.69 $9,643.17 $115,718.06
152
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 18 Position Step Hourly Biweekly Monthly Annually
Finance & HR Manager 1 $53.7891 $4,303.13 $9,323.44 $111,881.26 2 $56.4785 $4,518.28 $9,789.61 $117,475.33
3 $59.3024 $4,744.20 $10,279.09 $123,349.09
4 $62.2676 $4,981.41 $10,793.05 $129,516.55
5 $65.3810 $5,230.48 $11,332.70 $135,992.38
Position Step Hourly Biweekly Monthly Annually
Parks Superintendent 1 $45.4984 $3,639.87 $7,886.39 $94,636.73 2 $47.7733 $3,821.87 $8,280.71 $99,368.56
3 $50.1620 $4,012.96 $8,694.75 $104,336.99
4 $52.6701 $4,213.61 $9,129.49 $109,553.84
5 $55.3036 $4,424.29 $9,585.96 $115,031.53
Position Step Hourly Biweekly Monthly Annually
Police Lieutenant 1 $58.4372 $4,674.98 $10,129.12 $121,549.43 2 $61.3591 $4,908.73 $10,635.57 $127,626.90
3 $64.4270 $5,154.16 $11,167.35 $134,008.24
4 $67.6484 $5,411.87 $11,725.72 $140,708.66
5 $71.0308 $5,682.46 $12,312.01 $147,744.09

153
City of Cloverdale Compensation Plan for Unaffiliated Employees (07/01/24) 19 CITY OF CLOVERDALE - SALARY SCHEDULE AS OF JULY 1, 2025 Unaffiliated Employees
Position Step Hourly Biweekly Monthly Annually
Finance & HR Analyst 1 $47.1431 $3,771.45 $8,171.47 $98,057.59 2 $49.5002 $3,960.02 $8,580.04 $102,960.47
3 $51.9752 $4,158.02 $9,009.04 $108,108.49
4 $54.5740 $4,365.92 $9,459.49 $113,513.91
5 $57.3027 $4,584.22 $9,932.47 $119,189.61
Position Step Hourly Biweekly Monthly Annually
Finance & HR Manager 1 $55.4027 $4,432.22 $9,603.14 $115,237.70 2 $58.1729 $4,653.83 $10,083.30 $120,999.58
3 $61.0815 $4,886.52 $10,587.46 $127,049.56
4 $64.1356 $5,130.85 $11,116.84 $133,402.04
5 $67.3424 $5,387.39 $11,672.68 $140,072.14
Position Step Hourly Biweekly Monthly Annually
Parks Superintendent 1 $46.8634 $3,749.07 $8,122.99 $97,475.83 2 $49.2065 $3,936.52 $8,529.14 $102,349.62
3 $51.6669 $4,133.35 $8,955.59 $107,467.10
4 $54.2502 $4,340.02 $9,403.37 $112,840.46
5 $56.9627 $4,557.02 $9,873.54 $118,482.48
Position Step Hourly Biweekly Monthly Annually
Police Lieutenant 1 $60.1903 $4,815.23 $10,432.99 $125,195.91 2 $63.1999 $5,055.99 $10,954.64 $131,455.71
3 $66.3599 $5,308.79 $11,502.37 $138,028.49
4 $69.6778 $5,574.23 $12,077.49 $144,929.92
5 $73.1617 $5,852.94 $12,681.37 $152,176.41
154
From: Michael Maloney
To: City Council
Subject: FW: Council Report 8/30-9/11 2024
Date: Wednesday, September 11, 2024 2:24:44 PM
Attachments: image001.png
Good Afternoon City Council,
Please find Councilmember Bagby’s Written Council Report below. It will be added to the agenda shortly.

Mike Maloney, CMC | City Clerk / Public Information Officer City of Cloverdale, California | 124 N. Cloverdale Blvd, CA, 95425 [email protected] | cloverdale.net | 707.894.1712 All correspondence may be subject to disclosure under the California Public Records Act From: Melanie Bagby <[email protected]>
Sent: Wednesday, September 11, 2024 1:52 PM
To: Michael Maloney <[email protected]>
Subject: Council Report 8/30-9/11 2024
8/30 Attended tour of facilities at Cloverdale Citrus Fair with Assemblymember Damon Connolly and staff and Interim CEO Karyn Pulley
9/3 Chaired SCTA Future of Transit ad hoc via Zoom
9/9 Attended SCTA/RCPA executive and board of directors meeting, Santa Rosa Item 5.1: Comprehensive Transportation Plan update – Kickoff https://scta.ca.gov/wp-content/uploads/2024/09/5.1-SCTA_CTP-2025-2050-Update.pdf Here is a link to the SCTA Comprehensive Transportation Plan survey: https://sctarcpa.typeform.com/to/FZ7lyv9M. We will have the Spanish language version completed soon and will share when complete.

Item 5.2: Sonoma Clean Power Needs Assessments presentation https://scta.ca.gov/wp-content/uploads/2024/09/5.2a-SCP-Needs-AssessmentPresentation.pdf Item 5.3: Bikeshare
https://scta.ca.gov/wp-content/uploads/2024/09/5.3-SCTA-RCPA_Bikeshare-update9.9.24.pdf Item 5.4: Transit Integration Ad Hoc report out
https://scta.ca.gov/wp-content/uploads/2024/09/5.4-Transit-AdHoc-Sept3-Report.pdf 155
Item 5.5: Transportation Demand Management (TDM) Plan Contract/RFP/Update https://scta.ca.gov/wp-content/uploads/2024/09/5.5-SCTA-RCPA_TDM-RFP-9.9.24.pdf 9/10 Met with constituent regarding local concerns
Melanie Bagby
Councilmember, City of Cloverdale
Voicemail 707-893-7170 • [email protected]
Council bio
156
September 3, 2024
Governor Gavin Newsom
1021 O Street, Suite 9000
Sacramento, CA 95814
Re: Support for AB 1359
Dear Governor Newsom:

The City of Cloverdale is pleased to support AB 1359, forward-thinking legislation that will help our state achieve its ambitious climate goals on schedule.

Next-generation geothermal power (including enhanced geothermal systems and advanced closed-loop systems) has significant potential to help California meet our climate goals, especially at times like night or winter when other renewables like solar and wind may be unavailable. Before development of a geothermal field can begin, the developer needs to drill exploratory wells to gather subsurface data, confirm project feasibility, and inform design decisions. Under the California Environmental Quality Act (CEQA), the drilling of an exploratory well is treated as a separate project – with a separate environmental review process – from the broader geothermal field development, which makes sense as the initial exploratory well is much smaller in scale and impact.

Unfortunately, an outdated provision of state law specifying that the state Geologic Energy Management Division (CalGEM) must serve as the lead agency under CEQA for geothermal exploration projects threatens to prevent next-generation geothermal from taking off in California. The relevant provision of law – Public Resources Code §3715.5 – was originally put in place to accelerate geothermal development, but is now having the opposite effect, as CalGEM works under multi-year delays due to resource constraints associated with its role in oil and gas permitting. These delays put developers in the position of having to wait years before they can even explore whether a site is viable for geothermal development (let alone complete the project and start generating clean power). No other form of renewable energy operates under a similar requirement. This antiquated provision of state law threatens to derail next-generation geothermal development in California before it can even begin.

Fortunately, counties already typically serve as the lead agency for the larger, more complex geothermal field development projects and are fully capable of serving as the lead agency for geothermal exploration, as well. Modifying Public Resources Code §3715.5 to allow the developer of a geothermal exploration well to choose between CalGEM and the county as lead agency, as envisioned in AB 1359, will allow geothermal exploration projects to move forward in a timely fashion. This proposal is based on similar principles to the “opt-in” process for clean energy development. AB 1359 will not weaken CEQA or lower environmental standards, and we strongly urge your signature on this important legislation.

Sincerely,
Todd Lands,
Mayor
c: Cloverdale City Council
157
August 29, 2024
Commissioner Alfredo Pedroza, Chair
Metropolitan Transportation Commission
Bay Area Metro Center
375 Beale Street, Suite 800
San Francisco, CA 94105
Re: Plan Bay Area 2050 Amendment – City of Cloverdale Support Dear Chair Pedroza,
On behalf of the City of Cloverdale, we are pleased to support the pending amendment to Plan Bay Area 2050 for the Sonoma-Marin Area Rail Transit District (SMART) expansion north with the next step of connecting Healdsburg to the SMART Rail and Pathway network. The City of Cloverdale would like to take this opportunity to urge you to support for amending Plan Bay Area 2050 to include completing the entire SMART Rail and Pathway network to Cloverdale.

The City of Cloverdale has long been a proponent of the return of freight and passenger rail services to our rural, agricultural and hard-working community. Cloverdale was originally established and developed around rail service and believes the future of California depends on a network of rail to support equitable access to housing and opportunity, economic vitality, lowering of greenhouse gas emissions and protection of our climate. Cloverdale has worked hard to support the Federal, State and Regional goals to reduce emissions, particularly from transportation, including developing a transit-oriented district around the future SMART Station and our Downtown (Cloverdale SMART Station Area/Downtown Plan, July 2010)..

Our rural community is also committed to helping recover from the recent years of devastating wildfires and housing loss by supporting those who have been and will continue to be displaced. We work hard to support infill housing opportunities to address our ongoing housing shortage crisis. Many in the development community have conveyed their interest in creating more housing in Cloverdale, but only if SMART’s services are extended further towards our city. Our first 75 affordable housing units are being constructed today in our “transit-oriented development” zone, with no train to support the community’s investment in infrastructure improvements.

Our community is facing difficult economic conditions and our voters are being asked to pass a sales tax this fall supporting basic community services. We recognize our future will continue to be filled with challenges such as creating more housing, ensuring ample broadband access, providing wildfire evacuation options, sourcing sufficient water and providing transportation options that allow our economy to thrive and people to have access to opportunity in a way that has minimal environmental impact. Extending SMART to our community can help us meet those challenges and create more highquality transit access connections for California’s North Coast. 158
Plan Bay Area 2050 Amendment – City of Cloverdale Support

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Cloverdale City CouncilSeptember 11, 2024

Cloverdale City Council
September 11, 2024