Colton City Council
October 7, 2025

City of Colton
City Hall, Council Chambers
650 N. La Cadena Drive
Colton, CA 92324
City of Colton Website
Mayor Frank J. Navarro
Council Members:

David J. Toro – District 1
Kelly J. Chastain – District 2
Dr. Luis S. González – District 3
John R. Echevarria – District 4

City Clerk Isaac T. Suchil
City Treasurer Henry M. Razo

City Manager William R. Smith
City Attorney Carlos Campos

Agenda
City Council
Colton Utility Authority, Colton Public Financing Authority, Colton Housing Authority
Regular Meeting
Tuesday, October 7, 2025 – 5:00 PM
City Hall, Council Chambers

Closed Session
5:00 p.m.

Closed Session Called to Order
Roll Call

Public Comment - Closed Session

This is the portion of the meeting specifically set aside to invite your comments regarding Closed Session items. If you wish to address the City Council regarding a Closed Session item, please fill out and submit a public comment card into the public comment card box BEFORE the meeting begins. During the public comment period, the City Clerk will call each speaker by name to approach the podium.

Please begin your public comment by stating your name and your city of residence, then proceed to share the rest of your public comment. You will have a time limit of 3 minutes to complete your public comment; however, the presiding officer does have the authority to exercise discretion to extend or limit time as provided for in the City Council Manual of Procedure.

It is important to remember that the Council is prohibited by law from discussing or taking immediate action on items during this public comment period; If any matter does require action, it will be referred to by staff for investigation and any report will be provided at a subsequent Council meeting.

If you would like to submit paperwork to the City Council members, you will also need to provide a copy to the City Clerk for the Official Record. _____________________________________________________________________________

_____________________________________________________________________________________ Closed Session
1) Conference with Legal Counsel - Exposure to Litigation Pursuant to California Government Code, Section 54956.9(d)(2)/(e)(1) One (1) Potential Case
2) Conference with Real Property Negotiators
Pursuant to California Government Code, Section 54956.8 Property Address [APN 0163-361-26, 0163-452-06, 0275-041-32, 0163-361-27] Agency Negotiators: Bill Smith, City Manager; Chad Blais, Public Works and Utility Services Director
Negotiating Party: William Cosley, Project Development Associate Under Negotiation: Price and Terms for Lease of Property 3) Conference with Labor Negotiators
City Representatives: Bill Smith, City Manager & Tom Cody, HR Director Employee Groups: Colton Police Officers Association (CPOA) Colton Police Management Association (CPMA)
IBEW Water/Waste Water (IBEW W/W)
4) Public Employee Performance Evaluation
Job Titles: City Attorney & City Manager
City Attorney Oral Report on Closed Session Actions
Rules of Decorum
To help conduct the business of the City Council in an orderly fashion, the City Council has adopted rules pertaining to decorum and order, as provided for in the City Council Manual of Procedure. The City Council will strictly enforce these rules in order to allow full expression of ideas and opinions by councilmembers, staff and the public. Generally, the City's rules of decorum prohibit comments or actions which willfully disrupt the meeting. All remarks and questions shall be addressed to the Council as a whole and not to any particular member. No individual Councilmember or member of the City staff shall be questioned without first obtaining permission from the Presiding Officer. The City Council asks that all persons - including councilmembers, staff and the public - act and speak respectfully.

Open Session
6:00 P.M.

Open Session Called to Order
Invocation
Pastor Johnny De La Rosa – Echos of Love
Flag Salute
Veterans of Foreign Wars (VFW) Member – Bernie Moyeda
Roll Call
_____________________________________________________________________________

_____________________________________________________________________________________ Ceremonial Matters
Presentations, Awards, Proclamations
• Presentation - SBCTA Measure I - Colton Projects
• Recognition - Mr. Ray Gomez, WWII Veteran and Colton Resident - 100th Birthday • Proclamation - Public Power Week and Water & Wastewater Professional's Appreciation Week
______________________________________________________________________________________ Mayor and Council Items
Gift Disclosures
Prior to rendering a decision in any proceeding involving a license, permit, contract or other entitlement pending before the City Council, any Council Member who has received been promised a gift or gifts aggregating $50.00 or more in value within the preceding twelve months from a party or participant in the proceeding shall disclose that fact either orally or in writing during open session. This disclosure shall be made part of the official public record of the proceeding, either as part of the minutes of the meeting or as a separate writing filed with the city. (CMC Section 2.04.030)
AB 1234 Oral Reports
Members of the City Council shall provide brief reports on meetings attended at the expense of the city. (GC Section 53232.3(d))
Appointments
Appointment - Utilities Commission - D2 - Aurelio De La Torre Mayor and Council Discussion Items
______________________________________________________________________________ Public Hearings
There are no Public Hearing Items.
______________________________________________________________________________ Business Items
There are no Business Items.
______________________________________________________________________________

______________________________________________________________________________________

Public Comment - Limit 3 Minutes

This is the portion of the meeting specifically set aside to invite your comments regarding Consent Calendar items or any other general subject. If you wish to address the City Council please fill out and submit a public comment card into the public comment card box BEFORE the meeting begins. During the public comment period, the City Clerk will call each speaker by name to approach the podium.

Please begin your public comment by stating your name and your city of residence, then proceed to share the rest of your public comment. You will have a time limit of 3 minutes to complete your public comment; however, the presiding officer does have the authority to exercise discretion to extend or limit time as provided for in the City Council Manual of Procedure.

It is important to remember that the Council is prohibited by law from discussing or taking immediate action on items during this public comment period; If any matter does require action, it will be referred to by staff for investigation and any report will be provided at a subsequent Council meeting.

If you would like to submit paperwork to the City Council members, you will also need to provide a copy to the City Clerk for the Official Record. ______________________________________________________________________________ Consent Calendar
All matters listed under the Consent Calendar are considered by the City Council to be routine and will all be enacted by one motion. There will be no separate discussion of these items prior to the time the City Council votes on the motion, unless councilmembers, staff or the public request that specific items be discussed and/or removed for separate discussions or action. 1) Minutes - Approval of Minutes for the City Council Regular Meetings held on September 16, 2025 in the Office of the City Clerk.

City Clerk: Isaac T. Suchil
2) Warrants - Approve voucher numbers 221329 to 221363 dated 08/28/2025 and totaling $804,758.88; voucher numbers 221364 to 221441 dated 08/28/2025 and totaling $96,901.90; voucher numbers 221442 to 221553 dated 09/04/2025 and totaling $485,914.44; a payroll disbursement listing dated 08/02/2025 to 08/15/2025 and totaling $1,386,158.87 and a payroll disbursement listing dated 08/16/2025 to 08/29/2025 and totaling $1,383,184.98.

Staff Person: Stacey Dabbs
3) Agreement - City of San Bernardino - Cooperative Agreement Between Colton and City of San Bernardino for the Installation of Traffic Signal at the Intersection Stewart St./Harwick Dr./Hunts Lane (Project).

Staff Person: Chad Blais

4) Agreement - Social Work Action Group (SWAG) - Approve Contract Agreement with Social Work Action Group (SWAG).

Staff Person: Anthony Vega
5) Colton Firefighters Association MOU - Approve the Memorandum of Understanding for the Colton Firefighters Association, for the Period 7/1/2025 – 6/30/2027, and Corresponding Budget Changes, and Adopt the Revised Salary Schedule, Resolutions No.

R-77-25 & R-81-25.

Staff Person: Thomas Cody
6) Contract Amendment - OMNI Cemetery Management - Approve Second Contract Amendment for OMNI Cemetery Management, for Management of Hermosa Gardens Cemetery.

Staff Person: Deb Farrar
7) Legislative Policy 2026 - Approve Legislative Policy for the 2026 Legislative Year.

Staff Person: Bill Smith
8) Parking Restriction Index - Approve and Adopt the Index of Parking Restriction Locations which Outlines the Various Parking Restrictions and Locations within the City of Colton, Resolution No. R-76-25.

Staff Person: Chad Blais
9) Professional GIS Services Contract - Approve Contract Amendment for Infinity Technologies for $240,000 for GIS Services for Fiscal Year 2025-26.

Staff Person: Chad Blais
10) Property Purchase - Approve and Adopt Resolution for the Purchase of Cooley Drive Properties, Resolution No. R-80-25.

Staff Person: Thomas Welch
11) Purchase - Aqua Ben Corporation - Approve a Sole Source Purchase of HydrflocTM 750A and 751 Polymer From Aqua Ben Corporation.

Staff Person: Chad Blais
12) Purchase - Dell Technologies - Approve Replacement of Staff Desktop Computers Due to Microsoft Windows 10 End-of-Support.

Staff Person: Stacey Dabbs
13) Second Reading of Ordinance No. O-07-25 - Approve the Second Reading of an Ordinance of the City Council of the City of Colton to Add Chapter 9.25 to Title 9 (Public Peace, Safety, and Welfare), Article V (Offenses Against Property) of the Colton Municipal Code to Prohibit the Unlawful Possession of Catalytic Converters and Establish Penalties for Violations, Ordinance No. O-07-25.

Staff Person: Stephanie Vargas

______________________________________________________________________________________ Mayor and Council Oral Reports and Comments
Comments from Mayor and Council on various issues and activities throughout the community.

Comments shall be limited to 5 Minutes per speaker.

City Manager's Reports
Adjournment

_____________________________________________________________________________________

I, Stephanie M. Vargas, the Chief Deputy City Clerk, hereby certify that a true and correct, accurate copy of the foregoing agenda was posted, at least 72 hours prior to the meeting per Government Code 54954(a), at the following locations:

City of Colton City Hall 650 N. La Cadena Drive
City of Colton Website, www.coltonca.gov

_____________________________________________________________________________

Procedures for Addressing City Council

For the Official Record, it is requested that you submit your filled out public comment card into the public comment card box before the meeting begins. Once your name is called by the City Clerk you may approach the podium to speak. Please begin your public comment by stating your name and your city of residence; then proceed to share your public comment. The City Council encourages public input on all City issues within the Rules of Decorum. Speakers will be limited to the time periods provided on the Agenda; provided, however, that the presiding officer shall have certain discretion to extend or limit time as provided for in the City Council Manual of Procedure.

Rules of Decorum

To help conduct the business of the City Council in an orderly fashion, the City Council has adopted rules pertaining to decorum and order, as provided for in the City Council Manual of Procedure. The City Council will strictly enforce these rules in order to allow full expression of ideas and opinions by councilmembers, staff and the public. Generally, the City's rules of decorum prohibit comments or actions which willfully disrupt the meeting. All remarks and questions shall be addressed to the Council as a whole and not to any particular member. No individual Councilmember or member of the City staff shall be questioned without first obtaining permission from the Presiding Officer. The City Council asks that all persons - including councilmembers, staff and the public - act and speak respectfully.

Notice to Public

Staff reports or other written documentation relating to each item referred to, on the Agenda, are available for public inspection at the following locations: Office of the City Clerk, 650 N. La Cadena Drive, Colton, CA; City of Colton Public Library, 656 9th St., Colton, CA; or the City of Colton Internet Website, www.coltonca.gov. Any person having questions concerning any item on the Agenda may call the City Clerk Office at (909) 370-5001 to make inquiry concerning the nature of the item described on the Agenda. The City Clerk’s Office shall direct inquiries to the appropriate office.

All matters listed under the Consent Calendar are considered by the City Council to be routine and will all be enacted by one motion. There will be no separate discussion of these items prior to the time the City Council votes on the motion, unless councilmembers, staff or the public request that specific items be discussed and/or removed for separate discussions or action.

In compliance with the American with Disabilities Act, if you need special assistance to participate in a City Meeting, please contact the City Clerk’s Office at 909-370-5001.

Notification 48 hours prior to the meeting will enable the City to make reasonable arrangements to ensure accessibility to this meeting.

Legal Challenges

If you challenge in court any discussion or action taken concerning an item on this Agenda, you may be limited to raising only those issues you or someone else raised during the meeting or in written correspondence delivered to the City at or prior to the City's consideration of the item at the meeting.

Manual of Procedure

The City Council adopted its Manual of Procedure pursuant to Resolution No. R-41-18, with the latest updates being approved on November 2, 2021. Copies are available in the Office of the City Clerk.

San Bernardino County Transportation Authority

COLTON, CA

San Bernardino County Transportation Authority

San Bernardino County Transportation Authority
1990-2010 | 2010-2040
Passed in 1989 Passed in 2004
HISTORY of the MEASURE

San Bernardino County Transportation Authority

San Bernardino County Transportation Authority
MEASURE I | REGIONAL ACCOMPLISHMENTS
• Interstate 215 Widening
• State Route 210 Extension
• Interstate 10 Express Lanes
• Mt. Vernon Avenue Bridge Replacement
• Interstate 10 / Riverside Avenue Interchange
• State Route 210 / Pepper Avenue Interchange
• Interstate 10 / Sierra Avenue Interchange
• Interstate 215 / Barton Road Interchange
• Redlands Passenger Rail Project

San Bernardino County Transportation Authority
MEASURE I | LOCAL ACCOMPLISHMENTS
Completed and On-Going Projects
• Laural Avenue Grade Separation
• Colton Crossings Grade Separation
• Citywide Slurry Seal Project
• Citywide Sidewalk and ADA Improvement Project
• Various Traffic Signal Projects
• Citywide Street and Alley Paving Project
Future Projects
• Interstate 10 / Mt. Vernon Avenue Interchange
• Barton Road Bridge Removal Project
• La Cadena Drive Bridge Replacement Project
• Bridge Retrofit – Mt. Vernon Avenue over Santa Ana River • Olive Street Sidewalk Improvement Project
• San Bernardino Avenue Street Improvement Project
• Future Colton Metrolink Station

San Bernardino County Transportation Authority
• An Independent Taxpayer Oversight Committee to provide for citizen review to ensure that all Measure I funds are appropriately spent.
• Only one percent (1%) of Measure I can be used for
administrative overhead.
• New transportation funds will not supplant existing
general revenue spending on streets and roads.
• Private developments will be required to contribute a fair share toward the transportation improvements around
their projects.
• Measure I funds are regionally allocated based on a
“return to source” model.

KEY PRINCIPLES

San Bernardino County Transportation Authority
Give us your thoughts…
Visit goSBCTA.com

MEASURE I

SAN BERNARDINO COUNTY TRANSPORTATION AUTHORITY

BY THE NUMBERS
Promises Made — Promises Kept
When the voters of San Bernardino County overwhelmingly approved the Measure extension in 2004, it came with a commitment by SBCTA to deliver on the promises of a better transportation system.

That promise has been kept as the agency
continues to offer more choices for
how we move to and through our
beautiful county.

Measure I has participated in the delivery of
projects in a wide range of its programs, totaling
$2.9 billion, with Measure I contributing
$682 million.

More than $700 Million
has been returned to local
jurisdictions for projects like
sidewalks, pothole repairs, and
improved signalization
at intersections.
* Statistic based on job impact numbers from
USDOT, and revenue generated by Measure I
since 2010.
909.884.8276 San Bernardino County Transportation Authority 1170 W. Third Street, San Bernardino, CA 92410 www.goSBCTA.com $2.5
Billion
generated for
projects and
programs
32,500
Jobs
Supported by Measure I*
$700M
Local
Improvements
Active Transportation
Freeways
$2.9
Billion
Regional
Infrastructure
Improvements
Interchanges
Transit
Double Track
Grade Separations

COLTON
Past, Present & Future Measure I Supported Projects in C olton • Laurel Avenue Grade Separation Project
• Citywide Slurry Seal Project
• Citywide Sidewalk and ADA Improvement Project
• Various Traffic Signal Project s
• Citywide Street and Ally Paving Project
• Colton Crossings Grade Separation
• I-10 / Mt Vernon Avenue Interchange
• Bridge Retrofit - Mt. Vernon Ave nue over Santa Ana River • Barton Road Bridge Removal Project
• La Cadena Drive Bridge Replacement Project
• Olive Street Sidewalk Improvement Project
• San Bernardino Avenue Street Improvement Project
• Pavement Rehabilitations:
- 2nd Street (Valley Blvd to South end)
- 5th Street (N St. to Maple St.)
- 12th Street (O St. to N St.)
- Bryce C ourt (Canyon Dr.to End)
- Cameron St reet (North to South end)
- Carbon Court (Canyon Dr to End)
- Cordillera Ave nue (Bridge St to Trail Ct)
- Crescent Avenue (Cordillera Ave north to south)
- H Street (Rancho Ave to Grand Ave)
- Laurel Lane (Maple Ave to South end)
- Mountain View L ane (Old Ranch Rd to South end)
- Cooley Drive (I -215 Bridge to Ashley Way)
- Rancho Ave nue (South of N St to Cement Plant Rd)
- Citrus Street (Bordwell Ave to La Cadena Ave)
- Olive Ave nue (La Cadena to Bordwell)
- Bordwell Avenue (East End to Olive Ave)
- Rosendale Ave nue (Litton Ave to Cordova St.)
- 11th. Street (M St to O St)
- Randall Ave nue South side (Pepper Ave to West City Limit) - Berkeley C ourt (Rosedale to West End)
- Hillcrest to Grant Ave nue
- Bothwell to Fairview Ave nue
- Laurel to North End
• C Street Landscaping Project
• Future Colton Metrolink Station

M E A S U R E I

Item: 1.

Staff Report

Meeting Date: October 7, 2025
To: City Council
From: Bill Smith, City Manager
Prepared By: Isaac T. Suchil, City Clerk
Item Name: Minutes - Approval of Minutes for the City Council Regular Meetings held on September 16, 2025 in the Office of the City Clerk.

Recommended Action:

Approval of Minutes for the City Council Regular Meetings held on September 16, 2025.

Background:

Minutes for the City Council Regular Meeting held on September 16, 2025.

Issues/Analysis:

Fiscal Impacts:

Alternatives:

Attachments:

1. 2025-09-16 - Draft Minutes (Final)

City of Colton
City Hall, Council Chambers
650 N. La Cadena Drive
Colton, CA 92324
City of Colton Website
Mayor Frank J. Navarro
Council Members:

David J. Toro – District 1
Kelly J. Chastain – District 2
Dr. Luis S. González – District 3
John R. Echevarria – District 4

City Clerk Isaac T. Suchil
City Treasurer Henry M. Razo

City Manager William R. Smith
City Attorney Carlos Campos

Minutes
City Council
Colton Utility Authority, Colton Public Financing Authority, Colton Housing Authority
Regular Meeting
Tuesday, September 16, 2025 – 5:00 PM
City Hall, Council Chambers

Closed Session
5:00 p.m.

Closed Session Called to Order
Roll Call
Council Members Present were Mayor Frank Navarro, MPT David Toro, Kelly Chastain, Luis S. Gonzalez, and John Echevarria.

Also, present was City Clerk Isaac T. Suchil

Staff present were William R. Smith, City Manager and Carlos Campos, City Attorney. ______________________________________________________________________________ Closed Session
City Attorney Carlos Campos announced the City Council would meet in Closed Session to discuss items 1 through 4.

1) Conference with Legal Counsel - Existing Litigation
Pursuant to Government Code Section 54956.9(d)(1)
Adam Perez v. City of Colton
San Bernardino County Superior Court, Case No. CIVSB2328841

2) Conference with Legal Counsel - Existing Litigation
Pursuant to Government Code Section 54956.9(d)(1)
IN RE: NATIONAL PRESCRIPTION OPIATE LITIGATION, United States District Court Northern District of Ohio Eastern Division, MDL No. 2804, Case No. 1:17-md-2804 3) Conference with Labor Negotiators
City Representatives: Bill Smith, City Manager & Tom Cody, HR Director Employee Groups: Colton Police Officers Association (CPOA) Colton Police Management Association (CPMA)
4) Public Employee Performance Evaluation
Job Titles: City Attorney & City Manager
City Attorney Oral Report on Closed Session Actions
City Attorney Campos announced that the City Council met in Closed Session and discussed Closed Session items 1 through 4; direction was given and there was no reportable action.

Open Session
6:00 P.M.

Open Session Called to Order by Mayor Frank J. Navarro at 6:00 P.M.

Invocation
Pastor Pete Tasaka - The Vineyard Church
Flag Salute
Veterans of Foreign Wars (VFW) Member - Bernie Moyeda
Roll Call
Council Members present were Mayor Frank Navarro, MPT David Toro, CM Kelly Chastain, CM Luis S. Gonzalez, and CM John Echevarria.

Also present was City Clerk Isaac T. Suchil; City Treasurer Henry M. Razo was absent.

Staff present were William R. Smith, City Manager and Carlos Campos, City Attorney. _______________________________________________________________________________

______________________________________________________________________________________ Ceremonial Matters
Presentations, Awards, Proclamations
• Recognitions - Miss Colton & Miss Teen Colton
CM Echevarria presented recognition certificates to the incoming and outgoing Miss Colton & Miss Teen Colton Princesses.

2024 Miss Colton – Reyna Chavez
Princess – Aurora Calderon
Princess – Jennifer Puga
2024 Teen Miss Colton – Mia Perez
Princess – Yaiza Meza
Princess – Sienna Fernandez

2025 Miss Colton - Yaiza Meza
2025 Teen Colton - Aubree Gonzalez
Princess - Melissa Walker
Princess - Kaitlyn Torres
• Recognition - Police Promotions/New Hire Introductions Police Chief Anthony Vega introduced the Police Department's newest hires and recognized those who had received recent promotions.

The following individuals were recognized:

Promotional
• Lieutenant D. Lunt promoted on 9/13/25, and has 27 years with Colton Police • Sergeant P. Grimes promoted on 9/13/25, and over 24 years with Colton Police • Sergeant A. Koahou promoted on 9/13/25, and has 12 years with Colton Police • Corporal E. Perez promoted on 9/13/25, and has 11 years with Colton Police • Corporal D. Muro promoted on 9/13/25, and has 8 years with Colton Police New Hire
• Police Dispatcher Kaylee Wells (hired on 2/18/25)
• Police Officer Lateral Jonathan Peace (hired on 3/03/25) • Police Officer Killian Kelly (hired on 8/19/24 – PO on 3/6/25) • Police Officer Luis Tamayo (hired on 8/19/24 –PO on 3/6/25) • Police Officer Evan Vardayou (hired as PO 9/04/25)
• Part-time Community Service Officer Aiyana Caballero (hired on 4/28/25) • Police Officer Tony Rodriguez (hired on 6/16/25)

• Police Officer Fred Scott (hired on 7/21/25)

• Recognition - Parking Enforcement Officer Bill Harring's Grand Theft Auto Investigation Police Chief Anthony Vega introduced Bill Herring to the City Council and recognized him for his exceptional performance of duty. Chief Vega then played a video of a news report that aired recently showing how Bill successfully recovered several stolen vehicles that were loaded on a stolen tractor trailer in the city of Colton. Mayor Frank J. Navarro presented Bill with a certificate of recognition on behalf of the City Council. Bill Herring received the recognition certificate and said a few words of appreciation. ______________________________________________________________________________________ Mayor and Council Items
Gift Disclosures
Prior to rendering a decision in any proceeding involving a license, permit, contract or other entitlement pending before the City Council, any Council Member who has received been promised a gift or gifts aggregating $50.00 or more in value within the preceding twelve months from a party or participant in the proceeding shall disclose that fact either orally or in writing during open session. This disclosure shall be made part of the official public record of the proceeding, either as part of the minutes of the meeting or as a separate writing filed with the city. (CMC Section 2.04.030)
None Disclosed
AB 1234 Oral Reports
Members of the City Council shall provide brief reports on meetings attended at the expense of the city. (GC Section 53232.3(d))
None Disclosed
Appointments
There were no Appointments.

Mayor and Council Discussion Items
There were no Mayor and Council Discussion items.
______________________________________________________________________________________ Public Hearings
There were no Public Hearing items.
_______________________________________________________________________________

______________________________________________________________________________

Business Items
1) Catalytic Converter Ordinance - Waive Full Reading, Read by Title Only and Pass First Reading of an Ordinance to Add Chapter 9.25 to Title 9 (Public Peace, Safety, and Welfare), Article V (Offenses Against Property) of the Colton Municipal Code to Prohibit the Unlawful Possession of Catalytic Converters and Establish Penalties for Violations, Ordinance No. O-07-25.

Staff Person: Anthony Vega
Staff Presentation
Police Chief, Anthony Vega, presented to the Council an overview of the agenda item and requested approval of staff's recommendation.

Public Comment
The following community members addressed the Council:
• Daryl Terrell, Resident of Moreno Valley
Council Discussion
Discernment and discussion between the Mayor and Council members present, with clarification provided by staff: Police Chief Anthony Vega.

Motion/Vote
A motion was made to approve the item by CM Echevarria, with a second by MPT Toro.

Vote: Unanimous, Motion passes
______________________________________________________________________________________ Public Comment - Limit 3 Minutes
The following community members addressed the Council:
• Belen Cordero, CR&R Representative
• Veronica Gonzalez, Colton Resident
• Nick Zufkoska, Colton Resident
• Ty Nitti, Apple Valley Resident
• Matthew Hernandez, Colton Resident
• Laurie Johnson, Colton Resident
• Eugene Valdez, Colton Business Owner
• Lovie Johnson, Agoura Hills
• Gary Grossich, Colton Business Owner
_______________________________________________________________________________

_____________________________________________________________________________________ __
Consent Calendar
Mayor Navarro presented the Consent Calendar items 1 through 15.

Council Discussion
None

Motion/Vote
A motion was made to Approve the Consent Calendar by CM Gonzalez, with a second by CM Chastain to approve the Consent Calendar as presented.

Vote: Unanimous, Motion Passed

All matters listed under the Consent Calendar are considered by the City Council to be routine and will all be enacted by one motion.
1) Minutes - Approval of Minutes for the City Council Regular Meetings Held on 5/20/25, 7/15/25, 08/05/25, and 08/19/25 on file in the Office of the City Clerk.

Staff Person: Isaac T. Suchil
2) Warrants - Approve US Bank voucher dated 07/10/2025 and totaling $66,175.57; voucher numbers 220790 to 220867 dated 07/30/2025 and totaling $97,561.75; voucher numbers 220868 to 220999 dated 07/31/2025 and totaling $759,431.94; wires dated 08/04/2025 and totaling $9,159,099.72; voucher numbers 221000 to 221110 dated 08/07/2025 and totaling $13,993,018.34; voucher numbers 221111 to 221201 dated 08/14/2025 and totaling $1,865,684.52; voucher numbers 221202 to 221328 dated 08/21/2025 and totaling $7,609,429.71; a payroll disbursement listing dated 07/05/2025 to 07/18/2025 and totaling $1,378,794.21 and a payroll disbursement listing dated 07/19/2025 to 08/01/2025 and totaling $1,396,139.49.

Staff Person: Stacey Dabbs
3) Animal Control Vehicle - Approve Resolution to Accept Award from the County of San Bernardino and Purchase one Animal Control Vehicle, Resolution No. R-71-25.

Staff Person: Anthony Vega
4) Conflict of Interest Code Update - Amendment of the Conflict of Interest Code of the City of Colton Pursuant to the Political Reform Act of 1974, Resolution No. R-72-25.

Staff Person: Stephanie Vargas

5) Contract Amendment - Ecorp Consulting Inc. - Approve Second Contract Amendment for Ecorp Consulting, Inc., for Environmental Services for Pre-Construction Development of Colton Habitat Conservation Park with Eco-Friendly Community Sports Fields.

Staff Person: Deb Farrar
6) Contract Amendment - PBLA Engineering, Inc. - Approve Second Amendment to Contract with PBLA Engineering, Inc. to Continue to Provide Engineering and Project Management for the Colton Habitat Conservation Park with Eco-Friendly Community Sports Fields.

Staff Person: Deb Farrar
7) Contract Award - Onyx Paving Company - Approve Contract Award to Onyx Paving Company for the City Facilities Parking Lot Improvement Project.

Staff Person: Chad Blais
8) Fleet Maintenance Agreement - Enterprise Fleet Management, Inc. - Approve the First Amendment to the Enterprise Fleet Management program for Public Works and Utility Services Vehicles.

Staff Person: Chad Blais
9) Power Source Disclosure Report - Approve and Adopt a Resolution Approving the 2024 Annual Power Source Disclosure Report and Attestation of the Veracity of the Annual Report, Resolution No. R-69-25.

Staff Person: Charles Berry
10) Contract Award - CASC Engineering & Consulting - Approve Contract with CASC Engineering & Consulting for Planning and Analytics Support.

Staff Person: Heidi Duron
11) Contract Award - Fehr & Peers - Approve Contract with Fehr & Peers for a Minor Mobility Element Amendment and Truck Route Master Plan Update and Associated Environmental Review.

Staff Person: Heidi Duron
12) Contract Amendment - CNS Engineers, Inc. - Approve Contract Amendment No. 3 for CNS Engineers, Inc. for Barton Road Bridge Removal and Road Construction Project Staff Person: Chad Blais
13) Agreement - SBCTA - Approve the Pepper Avenue/Valley Boulevard Smart Corridor Improvement Project, Funding Agreement with SBCTA, Resolution No. R-73-25.

Staff Person: Chad Blais

14) Program Supplement Agreement - Caltrans - Approve Program Supplement Agreement No. 00000A823 for the HSIP Cycle 12 – Crosswalk Improvement Project, Resolution No. R-74-25 & R-75-25.

Staff Person: Chad Blais
15) Purchase - Nexus Office Environments, Inc. - Authorize a Purchase Agreement with Nexus Office Environments, Inc. for the Procurement and Installation of Office Furniture in the Police Department.

Staff Person: Anthony Vega
_______________________________________________________________________________________ _
Mayor and Council Oral Reports and Comments
Comments from Mayor and Council on various issues and activities throughout the community.

Comments shall be limited to 5 Minutes per speaker.

Comments from Mayor and Council on various issues and activities throughout the community can be viewed on our City of Colton Website (www.coltonca.gov).

City Manager's Reports
None
Adjournment
Mayor Frank J. Navarro adjourned the meeting at 7:47pm in memorium for Colton residents Bruno Gutierez and Ruben Briones, who recently passed away, and for Charlie Kirk, who was assassinated on September 10, 2025 at Utah Valley University, in Orem, Utah. Mayor Navarro called for a moment of silence.

_________________________
Isaac T. Suchil, City Clerk
City of Colton

Item: 2.

Staff Report

Meeting Date: October 7, 2025
To: City Council
From: Bill Smith, City Manager
Prepared By: Stacey Dabbs, Finance Director
Item Name: Warrants - Approve voucher numbers 221329 to 221363 dated 08/28/2025 and totaling $804,758.88; voucher numbers 221364 to 221441 dated 08/28/2025 and totaling $96,901.90; voucher numbers 221442 to 221553 dated 09/04/2025 and totaling $485,914.44; a payroll disbursement listing dated 08/02/2025 to 08/15/2025 and totaling $1,386,158.87 and a payroll disbursement listing dated 08/16/2025 to 08/29/2025 and totaling $1,383,184.98.

Recommended Action:

Approve voucher numbers 221329 to 221363 dated 08/28/2025 and totaling $804,758.88; voucher numbers 221364 to 221441 dated 08/28/2025 and totaling $96,901.90; voucher numbers 221442 to 221553 dated 09/04/2025 and totaling $485,914.44; a payroll disbursement listing dated 08/02/2025 to 08/15/2025 and totaling $1,386,158.87 and a payroll disbursement listing dated 08/16/2025 to 08/29/2025 and totaling $1,383,184.98.

Background:

The California Government Code requires that the legislative body ratify all vouchers issued in the course of conducting City business.

Issues/Analysis:

All vouchers and related backup documentation have been reviewed by the Finance Director and City Manager.

Fiscal Impacts:

None.

Alternatives:

1. Provide alternative direction to staff.

Attachments:

1. Fund Number and Title Legend

2. Voucher lists

3. Payroll Registers

City of Colton
Fund Number and Title Legend
Fund Title Fund Title
100 GENERAL FUND 701 LLMD #2
150 TREASURERS ACCOUNT GROUP 702 LLMD #1
206 COMMUN ITY CHILD CARE 703 CFO 87-1 DEBT SERV ICE
209 DSF FLY CONSERVATION 704 CFO 87-1 CONSTRUCT ION
210 SPECIAL GAS TAX 707 CFO 88-1 DEBT SERV ICE
211 LIBRARY GRANT FUND 708 CFO 88-1 CONSTRUCTION
212 STATE TRAFFIC RELIEF FUND 709 DSF FLY CONSERVATION
213 S.Y.E.T .P. GRANT 722 STORM WATER
214 POLLUT ION REDUCT ION FUND 733 CFO 89-1 CONSTRUCT ION 215 COMMUNITY DEV ACT FUND 734 CFO 89-2 CONSTRUCT ION
216 CDBG HOUS ING REHAB FUND 744 CFO 89-1 DEBT SERV ICE 217 DRUG/GANG INTERVENTION 745 CFO 89-2 DEBT SERV ICE
218 MEASURE I FUND 750 AQUA MANSA CFO
219 STATE AID- CAPITAL PROJECTS 754 SB COUNTY HOSPITAL
220 Vi Tep 762 TRUST AND AGENCY
225 MISC GRANTS 766 DEFERRED COMPENSAT ION
240 HOST CITY FEES - CIP 781 CFO 90-1 DEBT SERVICE
247 Quimby In Lieu Fees 782 CFO 90-1 CONSTRUCT ION
248 PARK DEVELOPMENT FUND 850 Redeve lopment Obligation Retirement Fund 249 TRAFF IC IMPACT FUND 851 Successor Agency Administration 250 NEW FAC ILITIES DEVELOPMENT FEE 855 Hous ing Auth - RM PARK DEVELOPMENT 251 CIVIC CENTER DEVELOPMENT FEE 856 Housing Auth - RANCHO MED BOND PROCEEDS 252 FIRE FAC ILITY DEVELOPMENT FEE 857 LMI Asset Fund
253 POLICE FACILITY DEVELOPMENT FEE 864 Housing Auth - LOW/MOD BOND PROCEEDS 261 ASSET FORFEITURE 865 Housing Auth - RANCHO MED CHFA 326 AD 94-1 DEBT SERVICE 866 ECONOM IC DEVELOPMENT
332 1971 SEWER BONDS, A & C 867 Consolidation Proj_08 -09 350 PFA Debt Fund 870 Housing Auth - RM PARK OPERAT IONS 357 POB-Non Enterprise 871 Successor Agcy-RANCHO/M ILL PROJECT AREA 358 PENS ION OBLIGATION DEBT SERV ICE 872 Succe ssor Agcy-RANCHO/MILL DEBT SERV ICE 359 CORP YARD DEBT SERV ICE 873 Successor Agcy-RDA II PROJECT FUND 363 1978-2 ASSESSMENT DIST . 874 Housing Auth - LOW/MOD DEBT SERV ICE 364 WATER IMPRVMNT DIST A 875 Housing Auth - LOW/MOD BOND PROCEEDS 379 AD 1979-1 DEBT SERV ICE 876 Successor Agcy-SANTA ANA RIV BND PROCEED 427 AD 94-1 CONSTRUCT ION 877 Successor Agcy-SANTA ANA RIVER CIP 450 Capita l Improvement Project s 878 RDA FIXED ASSETS GROUP 451 Colton Crossing Fund 879 Successor Agcy-WEST VALLEY CIP 453 STREET IMPROVEMENTS PRGM 881 Successor Agcy-MT VERNON BOND PROCEEDS 457 CAP ITAL IMPROVEMENT 882 Successo r Agcy-MT VERNON CIP 469 EQU IPMENT REPLACEMENT 885 Successor Agcy -MT VERNON DEBT SERV ICE 520 ELECTR IC UTILITY 886 RDA ADM INISTRAT ION
521 WATER UTILITY 887 COOLEY RANCH - now 894
522 WAS TEWATER UTILITY 888 MT VERNON - now 882
523 SOLID WASTE 889 WEST VALLEY - now 879
524 CEMETERY 890 Successor Agcy-RDA - LONG TERM DEBT GRP 525 RECYCLING 891 Successo r Agcy-RDA I DEBT SERV ICE FUND 526 PUBLIC BENEFIT FUND 892 Successor Agcy-RDA I - CAP ITAL PROJECTS 527 WASTEWATER UTILITY - GRAND TERRACE 893 Successor Agcy -RDA II DEBT SERV ICE FUND 551 WATER DEVELOPMENT 894 Successor Agcy -COOLEY RANCH PRO JECT 552 SEWER DEVELOPMENT 895 Successor Agcy-COOLEY RANCH DEBT SERV 560 CEMETARY ENDOWMENT CARE 896 SANTA ANA RIVER - now 877 605 Facility & Equipment Maintenance Fund 897 Successor Agcy-SANTA ANA RIVER DEBT SVC 606 INFORMATION SERV ICES FUND 898 Housing Auth - LOW/MOD CAPITAL PROJECTS 607 INSURANCE FUND 899 Successor Agcy-WEST VALLEY PRJ - DBT SV 608 AUTOMOT IVE SHOP 941 GENERAL LONG -TERM DEBT
610 AUTOMOT IVE SHOPS 958 GENERAL FIXED ASSETS
990 GASB 34

Item: 3.

Staff Report

Meeting Date: October 7, 2025
To: City Council
From: Bill Smith, City Manager
Prepared By: Chad Blais, PW & Utility Services Director Item Name: Agreement - City of San Bernardino - Cooperative Agreement Between Colton and City of San Bernardino for the Installation of Traffic Signal at the Intersection Stewart St./Harwick Dr./Hunts Lane (Project).

Recommended Action:

It is recommended that the City Council:

1. Approve Cooperative Agreement between the City of Colton and the City of San Bernardino for the installation of a Traffic Signal at the Intersection of Stewart St./Harwick Dr./Hunts Lane Project.

2. Authorize the City Manager to execute the Cooperative Agreement with the City of San Bernardino for the Installation of a Traffic Signal at the Intersection of Stewart St./Harwick Dr./Hunts Lane Project.

Background:

The intersection of Stewart St./Harwick Dr./Hunts Lane is a shared intersection between the City of Colton and the City of San Bernardino. The city limit is along the centerline of Hunts Lane, the east side of the intersection belongs to City of San Bernardino, and the west side belongs to the City of Colton. Hunts Lane is an arterial road that connects the two cities with average daily traffic of 10,000 vehicles per day. Attached as Exhibit A is the map of the project location.

Issues/Analysis:

On September 28, 2024, City of San Bernardino staff informed City of Colton staff that the intersection Stewart St./Harwick Dr./Hunts Lane is warranted for installation of a traffic signal based on traffic count and analysis they conducted on March 7, 2024. Since the analysis showed the intersection is warranted for a traffic signal, City of San Bernardino staff indicated their intent to explore the possibility of having a joint project and work on a cooperative agreement for

the installation of traffic signal at this intersection. The estimated cost for the design and construction of the traffic signal at this intersection is $770,000 and Colton's share is $385,000.

City of Colton staff informed the City of San Bernardino at that time that there is no available capital improvement account to fund the City share.

In the FY 25/26 approved budget, City staff included a request to fund the City share for the installation of traffic signal at this intersection, and are ready to proceed with the approval of the cooperative agreement. The cooperative agreement between the two cities identifies each agency’s role for the project (see attached Exhibit B). The City of San Bernardino will be the lead agency for the project. As lead agency, the City of San Bernardino will be responsible for preparation of plans, specifications and estimates, environmental documents, construction, and project management. Below is the project schedule:

1. Design/Pre-construction Phase – Jan 2026 to December 2026

2. Construction Phase – January 2027 to December 2027

After construction, the City of San Bernardino will be responsible for the maintenance of the traffic signal and the maintenance costs will be shared equally between the two cities.

Fiscal Impacts:

The estimated cost of the project is $770,000, and the City of Colton's share for the project is $385,000. Sufficient appropriations for this project are available in the adopted FY 2025-26 budget in the following accounts:

1. Measure I - 218-2619-6150-3890 = $192,500.00

2. Traffic Impact Fee – 249-2624-6150-3890 = $192,500.00 Total = $385,000.00

Alternatives:

1. Provide alternative directions to staff.

Attachments:

1. Exhibit A - Project Location Map

2. Exhibit B -Cooperative Agreement

Project Location Map - Stewart St./Harwick Dr./Hunts Lane Traffic Signal Project

COOPERATIVE AGREEMENT
Hunts lane and Harwick Drive

COOPERATIVE AGREEMENT

BETWEEN

CITY OF SAN BERNARDINO
AND

CITY OF COLTON

FOR THE

DESIGN AND CONSTRUCTION OF THE TRAFFIC SIGNAL AT THE INTERSECTION OF

HUNTS LANE AND HARWICK DRIVE

This AGREEMENT is entered into this _______ day of ___________, 2025, in the State of California, by and between the City of San Bernardino, hereinafter called SAN BERNARDINO, and the City of Colton, hereinafter called “COLTON” .

IT IS HEREBY AGREED AS FOLLOWS:

WHEREAS, SAN BERNARDINO and COLTON’s are also each referred to herein as “Party” and collectively referred to herein as “Parties”) desire to cooperate and jointly participate in a design and construction of the traffic signal at the intersection of Hunts Lane and Harwick Drive project on (hereinafter referred to as “PROJECT”); and

WHEREAS, the PROJECT is located at the boundary of the incorporated area of SAN BERNARDINO and the incorporated area of COLTON; and
WHEREAS, California Streets and Highways Code section 1807 authorizes two adjacent cities, if authorized by their governing bodies, to enter into a mutual agreement for the improvement and maintenance of the street which constitutes the boundary line between the two adjacent cities, and authorizes, pursuant to such agreement, the cities to expend funds available for the improvement and maintenance of that boundary street; and
WHEREAS, the legislative bodies of SAN BERNARDINO and COLTON, determine that the PROJECT is necessary for the more efficient design and construction, of the Hunts Lane and Harwick Dr; and
WHEREAS, it is anticipated that SAN BERNARDINO’s share of PROJECT costs will be funded from SAN BERNARDINO’s local funds and COLTON’s share of PROJECT costs will be funded from COLTON’s local funds; and
WHEREAS, the total PROJECT cost is estimated to be $770,000; and WHEREAS, SAN BERNARDINO’s share of PROJECT cost is estimated at $385,000 and COLTON’s share of PROJECT cost is estimated to be $385,000 as more particularly set forth in Exhibit “A”, which is attached hereto and incorporated herein by this reference; and WHEREAS, the above-described costs are proportioned based on the work to be performed in each PARTY’s jurisdiction; and
WHEREAS, SAN BERNARDINO and COLTON desire to set forth the responsibilities and obligations of each as they pertain to such participation, and to the design, construction, and funding of the PROJECT.

COOPERATIVE AGREEMENT
Hunts lane & Harwick Road

NOW, THEREFORE, IT IS MUTUALLY AGREED as follows:

SECTION I

SAN BERNARDINO AGREES TO:

1. Act as the Lead Agency in the design, construction, construction engineering, inspection, and California Environmental Quality Act (CEQA) compliance (Public Resources Code section 21000 et seq.) of the PROJECT. Design work shall include components of the traffic signal and apparatus, signing and stripping plans and Southern California Edison service connection plans for Hunts Lane and Harwick Dr.

2. Provide design plans and recommendations, plans, specifications, estimates, and bid documents for the PROJECT to COLTON, for COLTON’s review and approval.

3. Construct the PROJECT by contract in accordance with the plans and specifications of SAN BERNARDINO, which have been reviewed and approved by SAN BERNARDINO, to the satisfaction of and subject to concurrence of COLTON.

4. Arrange for relocation of all utilities which interfere with construction of the PROJECT within the entire PROJECT limits, subject to paragraph 3.9 below.

5. Obtain a no-cost permit from COLTON for work performed within COLTON’S right-of-way.

6. Advertise, award, and administer the construction of the PROJECT, in accordance with the provisions of the California Public Contract Code applicable to cities and require contractors to comply with all applicable laws and regulations, including Labor Code sections 1720 et seq. and 1770 et seq. that concern the payment of prevailing wages. San Bernardino shall indemnify, defend (with counsel reasonably approved by COLTON, and hold harmless COLTON and its officers, employees, volunteers, and agents from any and all claims, actions, losses, damages, and/or liability arising out of SAN BERNARDINO’s obligations set forth in this paragraph.

7. SAN BERNARDINO shall require all contractors and vendors working on the PROJECT to have appropriate and adequate insurance coverage for the mutual protection and benefit of the Parties.

Except for Workers’ Compensation, Errors and Omissions and Professional Liability policies, SAN BERNARDINO shall require and ensure that all SAN BERNARDINO contractors/subcontractors for the PROJECT shall have insurance policies that contain endorsements naming COLTON and its officers, employees, agents and volunteers as additional insureds with respect to liabilities arising out of the performance of services hereunder. The additional insured endorsements shall not limit the scope of coverage for COLTON to vicarious liability but shall allow coverage for COLTON to the full extent provided by the policy. Such additional insured coverage shall be at least as broad as Additional Insured (Form B) endorsement form ISO, CG 2010.11 85.

8. Provide adequate inspection of all items of work performed under the construction contract(s) with SAN BERNARDINO’s contractors or subcontractors for the PROJECT and maintain adequate records of inspection and materials testing for review by COLTON. SAN BERNARDINO shall provide copies of any records of inspection and materials testing to COLTON within ten (10) days of SAN BERNARDINO’s receipt of written demand from COLTON for such records. This shall be included as a PROJECT cost.

COOPERATIVE AGREEMENT
Hunts lane & Harwick Road

9. Periodically submit to COLTON invoices for COLTON’s proportionate share of PROJECT costs.

Invoices shall include itemized accounting of actual Project costs incurred by SAN BERNARDINO and a detailed statement of COLTON’S proportionate share of those costs.

10. Upon PROJECT completion, calculate actual SAN BERNARDINO and COLTON PROJECT share percentages based on the final contract work and cost, which shall include any changes made within SAN BERNARDINO and/or COLTON as provided in this Agreement.

11. Pay its proportionate share of the actual PROJECT cost. The actual PROJECT cost shall include the cost of PROJECT preliminary engineering, design, survey, CEQA compliance, utility relocation work, construction, construction engineering, inspection, and SAN BERNARDINO overhead costs which will be based on PROJECT related staff hours billed at the fully burdened rate. SAN BERNARDINO’s proportionate share of the PROJECT cost is estimated to be $385,000. SAN BERNARDINO shall be responsible for the sum of $385,000, plus its share of any PROJECT cost increases pursuant to the terms of this Agreement. San Bernardino will track staff charges and will use fully burdened rate to estimate in-house charges for overhead cost.

12. Upon PROJECT completion and the capture of all PROJECT expenses, submit to COLTON an itemized accounting of actual PROJECT costs incurred by SAN BERNARDINO and, if said costs exceed the amount paid by COLTON pursuant to paragraph 9 and Section II paragraph 3, an invoice for the remainder of COLTON’s share of the actual PROJECT costs, up to the amount set forth in Section II paragraph 4 hereof, as provided herein. Said invoice shall set forth all actual PROJECT costs incurred by SAN BERNARDINO, together with adequate documentation of said expenditures and a copy of the overall SAN BERNARDINO/COLTON percentage share calculation spreadsheet.

If the actual PROJECT costs incurred by SAN BERNARDINO are less than the amount paid by COLTON pursuant to paragraphs 9 and Section II paragraph 3, then SAN BERNARDINO shall refund COLTON the difference within thirty (30) days after issuance of the itemized accounting.

SECTION II

COLTON AGREES TO:

1. Review and approve the plans and specifications of the PROJECT.

2. Provide a no-cost permit to SAN BERNARDINO for its work in COLTON’s right-of-way.

3. Within thirty (30) days after receipt of the invoice from SAN BERNARDINO pursuant to Section I paragraph 9 above, pay to SAN BERNARDINO the invoiced amount.

4. Reimburse SAN BERNARDINO for COLTON’S share of actual PROJECT costs upon completion of the PROJECT. Within thirty (30) days after receipt of the itemized accounting and invoice from SAN BERNARDINO pursuant to Section I paragraph 12 above, pay to SAN BERNARDINO the remainder of its share of the actual PROJECT costs based on the COLTON percentage calculated pursuant to Section I paragraph 10. The PROJECT costs shall include the cost of PROJECT design, CEQA compliance, utility relocation work, construction, construction engineering, inspection and SAN BERNARDINO overhead costs. COLTON share of PROJECT costs is currently estimated to be $385,000 and shall not exceed $423,500 (10% increase over the PROJECT cost estimate) absent a written amendment to this Agreement.

SECTION III

COOPERATIVE AGREEMENT
Hunts lane & Harwick Road

IT IS MUTUALLY AGREED:

1. After SAN BERNARDINO’s and COLTON’s acceptance of completed PROJECT, COLTON shall be responsible for performing any and all work (including, but not limited to, maintenance) for the PROJECT limits that are in COLTON’s incorporated area and SAN BERNARDINO shall be responsible for performing any and all work (including, but not limited to, maintenance) for the PROJECT limits that are in SAN BERNARDINO’s incorporated area.

2. Neither COLTON nor any officer or employee of COLTON shall be responsible for any damage or liability occurring by reason of any acts or omissions on the part of SAN BERNARDINO under or in connection with any work, authority or jurisdiction delegated to or determined to be the responsibility of SAN BERNARDINO under this Agreement. It is also understood and agreed that, pursuant to Government Code, Section 895.4, SAN BERNARDINO shall fully indemnify, defend and hold COLTON harmless from any liability imposed for injury (as defined by Government Code section 810.8) occurring by reason of any acts or omissions on the part of SAN BERNARDINO under or in connection with any work, authority or jurisdiction delegated to or determined to be the responsibility of SAN BERNARDINO under this Agreement.

3. Neither SAN BERNARDINO nor any officer or employee of SAN BERNARDINO shall be responsible for any damage or liability occurring by reason of any acts or omissions on the part of COLTON under or in connection with any work, authority or jurisdiction delegated to or determined to be the responsibility of COLTON under this Agreement. It is also understood and agreed that, pursuant to Government Code, Section 895.4, COLTON shall fully indemnify, defend and hold SAN BERNARDINO harmless from any liability imposed for injury (as defined by Government Code section 810.8) occurring by reason of any acts or omissions on the part of COLTON under or in connection with any work, authority or jurisdiction delegated to or determined to be the responsibility of COLTON under this Agreement.

4. COLTON and SAN BERNARDINO are authorized self-insured public entities for purposes of Professional Liability, Automobile Liability, General Liability and Worker’s Compensation, and warrant that through their respective programs of self-insurance they have adequate coverage or resources to protect against liabilities arising out of COLTON and SAN BERNARDINO’s performance of the terms, conditions or obligations of this Agreement.

5. The Parties acknowledge that actual PROJECT costs may ultimately exceed current estimates of PROJECT costs. Any additional PROJECT costs resulting from increased bid prices, increased engineering costs, change orders, or arising from unforeseen site conditions, including utility relocation (but not from requested additional work by COLTON or SAN BERNARDINO, which is addressed in paragraph 8 below) over the estimated total of the PROJECT’s cost of $770,000 (which is the sum of $385,000 from COLTON and $385,000 from SAN BERNARDINO) shall be borne by each PARTY based upon where the work is required (i.e. whether the work is required in COLTON’s or SAN BERNARDINO’s jurisdiction) up to the amounts set forth in Section I paragraph 11 and Section II paragraph 4, respectively.

6. If either COLTON or SAN BERNARDINO requests additional work that is beyond the scope of the original PROJECT, and not considered by all Parties to be a necessary part of the PROJECT, said work, if approved by both Parties pursuant to paragraph 17 will be paid solely by the agency requesting the work.

7. In the case wherein one of the Parties owns a utility that needs to be relocated for the PROJECT and that PARTY does not have prior rights for that utility, it will be the sole responsibility of that PARTY to relocate the utility at that PARTY’s cost. This shall not be included as a PROJECT cost.

In the case that a utility relocation is determined to be a PROJECT cost based on that utility having prior rights, the relocation of the utility will be included as a PROJECT cost for which COLTON and

COOPERATIVE AGREEMENT
Hunts lane & Harwick Road

SAN BERNARDINO will be responsible for funding the work located within their respective boundaries.

8. As design progresses, if it is found by SAN BERNARDINO’s Director of Public Works, or the Director’s designee, that a cost overrun of 10% or more of the estimated total of the PROJECT costs will occur, SAN BERNARDINO shall provide COLTON notice of this fact and SAN BERNARDINO and COLTON shall endeavor to agree upon an alternative course of action, including amending the cost estimates. If, after thirty (30) days of SAN BERNARDINO’s notice, an alternative course of action is not mutually agreed upon in writing between COLTON and SAN BERNARDINO, this Agreement shall be deemed to be terminated by mutual consent.

9. SAN BERNARDINO shall notify COLTON of the bids received and the amounts thereof. In the event that either PARTY intends to cancel this Agreement based upon the bids or amount thereof, said PARTY shall notify the other PARTY at a reasonable time prior to the awarding of a contract to construct the PROJECT to avoid any detrimental reliance by either PARTY, contractor or potential contractor.

10. If after opening bids for the PROJECT, it is found that the responsive and responsible low bid amount is 110% of or less than the construction cost shown in Exhibit B, SAN BERNARDINO may award the contract.

11. If, upon opening of bids, it is found that the responsive and responsible low bid amount is greater than 110% of the construction cost shown in Exhibit B or an Amended Exhibit B pursuant to paragraph 10 of the Agreement, SAN BERNARDINO shall not award the contract unless: 1) SAN BERNARDINO receives written permission from COLTON’s City Engineer or designee, to proceed with the award; and 2) COLTON’s City Council approves the award of the construction contract. If the above described conditions are not met, COLTON and SAN BERNARDINO shall endeavor to agree upon an alternative course of action, including re-bidding of the PROJECT. If, after thirty (30) days of the bid opening, an alternative course of action is not mutually agreed upon in writing, this Agreement shall be deemed to be terminated by mutual consent.

12. In the event that change orders are required during the course of the PROJECT, said change orders must be in form and substance as set forth in “Exhibit B”, which is attached hereto and incorporated herein by this reference, and approved by both COLTON and SAN BERNARDINO. Contract Change Order forms will be delivered by email and must be returned within five (5) business days. COLTON shall not unreasonably withhold approval of change orders. If a COLTON disapproved or modified change order is later found to cause an additional cost to the PROJECT, then COLTON shall be responsible for any additional costs, awards, judgments or settlements associated with the disapproved or modified change order.

13. This Agreement may be cancelled upon thirty (30) days advance written notice of either PARTY, provided however, that neither PARTY may cancel this Agreement after SAN BERNARDINO awards a contract to construct the PROJECT. In the event of cancellation as provided herein, including termination pursuant to paragraphs 10, 11 and 13 above, all PROJECT expenses occurred prior to the effective date of cancellation/termination shall be paid by the Parties in the same proportion to their contribution for the PROJECT. The PARTIES recognize and agree that the provisions governing utility relocation and construction are dependent upon the PARTIES first satisfying CEQA.

As provided in this paragraph, the Agreement may be cancelled with or without cause, before, during and after CEQA review/approval.

14. Except as provided in paragraph 15, and except for the PARTIES’ operation, maintenance and indemnification obligations contained herein which shall survive termination, this Agreement shall

COOPERATIVE AGREEMENT
Hunts lane & Harwick Road

terminate upon completion of the PROJECT and payment of final billing by COLTON for its share of the PROJECT costs or refund by SAN BERNARDINO pursuant to Section I paragraph 12.

15. This Agreement contains the entire agreement of the PARTIES with respect to subject matter hereof, and supersedes all prior negotiations, understandings, or agreements. No supplement, modification, or amendment of this Agreement shall be binding unless executed in writing and signed by both PARTIES.

16. This Agreement shall be governed by the laws of the State of California. Any action or proceeding between SAN BERNARDINO and COLTON concerning the interpretation or enforcement of this Agreement, or which arises out of or is in any way connected with this Agreement or the PROJECT, shall be instituted and tried in the appropriate state court, located in the County of San Bernardino, California.

17. Time is of the essence for each and every provision of this Agreement.

18. Since the PARTIES or their agents have participated fully in the preparation of this Agreement, the language of this Agreement shall be construed simply, according to its fair meaning, and not strictly for or against any PARTY. Any term referencing time, days or period for performance shall be deemed COLTON business days. The captions of the various articles and paragraphs are for convenience and ease of reference only, and do not define, limit, augment, or describe the scope, content, or intent of this Agreement.

19. No waiver of any default shall constitute a waiver of any other default or breach, whether of the same or other covenant or condition. No waiver, benefit, privilege, or service voluntarily given or performed by a PARTY shall give the other PARTY any contractual rights by custom, estoppel, or otherwise.

20. If a court of competent jurisdiction declares any portion of this Agreement invalid, illegal, or otherwise unenforceable, the remaining provisions shall continue in full force and effect, unless the purpose of this Agreement is frustrated.

21. This Agreement may be signed in counterparts, each of which shall constitute an original.

22. This Agreement will be effective on the date signed by both PARTIES and shall conclude upon satisfaction of the terms identified in paragraph 16 or June 30, 2030 (whichever occurs first).

23. The Recitals are incorporated into the body of this Agreement.

COOPERATIVE AGREEMENT
Hunts lane & Harwick Road

IN WITNESS WHEREOF, the PARTIES hereto have executed this Agreement on the date and year first- above written.

CITY OF COLTON CITY OF SAN BERNARDINO

By: By:

William R. Smith
City Manager

Eric Levitt
City Manager

ATTEST:

By: Isaac T. Suchil, City Clerk By: Telicia Lopez
Acting City Clerk

COOPERATIVE AGREEMENT
Hunts lane & Harwick Road

EXHIBIT A

PROJECT DESCRIPTION

COOPERATIVE AGREEMENT
Hunts lane & Harwick Road

EXHIBIT B

ESTIMATE OF PROJECT COSTS

FOR CITY OF COLTON/CITY OF SAN BERNARDINO

HUNTS LANE AND HARWICK ROAD

DESCRIPTION AMOUNT

CITY OF SAN

BERNARDINO
SHARE

CITY OF COLTON
SHARE
Construction $700,00 $350,000_ $350,000
All Other Costs such as
design, survey, CEQA
compliance, construction
engineering, inspection
and City overhead
$70,000 $35,000 $35,000
TOTAL $770,000 $385,000 $385,000

COOPERATIVE AGREEMENT
Hunts lane & Harwick Road

EXHIBIT C

CONTRACT CHANGE ORDER REVIEW/APPROVAL
:

CITY OF SAN BERNARDINO CONTRACT NO. ______

Proposed Contract Change Order No. has been reviewed in accordance with the existing agreements with the City of San Bernardino and City of COLTON for the above project and the following shall apply:

DATE OF CITY OF SAN BERNARDINO ACTION: ____/____/____

APPROVED for Implementation with 100% Participation by CITY OF COLTON

APPROVED Subject to Comments/Revisions Accompanying This Document

APPROVED With Limited Funding Participation by CITY OF COLTON 50% of Actual Cost to be Funded by CITY OF COLTON
CITY OF COLTON Participation Not to Exceed $ 423,500

DISAPPROVED -Not Acceptable to CITY OF COLTON

Note: Approval under any of the above conditions shall in no case be construed as agreement to increase the total financial participation beyond that prescribed in the existing CITY OF SAN BERNARDINO and CITY OF COLTON agreement without a separate amendment to said agreement. Net increases in costs deriving from this and previously approved Contract Change Orders shall not cause the total construction costs to exceed the sum of the authorized contract total and contingency amounts.

Comments, as follows and/or attached, are conditions of the above action? YES NO __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________

SIGNED: _______________________________________________

TITLE: _________________________________________________

Distribution:

Signed Original Returned to Resident Engineer
Signed Original for CITY OF COLTON File

Item: 4.

Staff Report

Meeting Date: October 7, 2025
To: City Council
From: Bill Smith, City Manager
Prepared By: Anthony Vega, Chief of Police
Item Name: Agreement - Social Work Action Group (SWAG) - Approve Contract Agreement with Social Work Action Group (SWAG).

Recommended Action:

1. Approve an agreement between the City of Colton and Social Work Action Group (SWAG) to assist with an increase in unsheltered, homeless individuals in the City in the amount of $556,296.00; and,

2. Dispense with competitive bidding in accordance with Colton Municipal Code Section

3.08.140(e).

Background:

Social Work Action Group (SWAG) provides street-based outreach, intensive case management, and housing navigation services. Their mission is to engage with individuals experiencing homelessness, connect them to vital social services, and facilitate long-term housing stability.

The City has partnered with SWAG since October 2024 to supplement existing public safety and social service efforts by providing professional social workers who specialize in addressing the complex needs of unsheltered individuals to work with the department's MET team. This collaboration has been proven effective, reducing the reliance on law enforcement as the primary point of contact for homelessness-related calls and providing an evidence-based approach to addressing chronic homelessness. This dynamic partnership has resulted in over 34 individuals transitioning into long-term solutions to living on the streets of Colton.

Issues/Analysis:

SWAG staff are deployed in coordination with the Police Department to proactively engage individuals experiencing homelessness. Their services include:

• Conducting outreach to individuals in encampments, public spaces, and high-need areas. • Providing case management, including connections to medical, mental health, and substance abuse treatment resources.
• Assisting clients in obtaining identification, benefits, and employment services. • Coordinating with housing providers to secure shelter placements and long-term housing solutions.
• Offering follow-up support to ensure individuals remain connected to services after housing placement.

Since the partnership began, SWAG has successfully engaged dozens of individuals within the City, with many connected to temporary shelter and some transitioned into permanent housing.

Their trauma-informed, client-centered approach reduces repeat police contacts, alleviates calls for service related to homelessness, and improves the quality of life for both unsheltered individuals and the broader community.

Fiscal Impacts:

Sufficient appropriations for the agreement with SWAG are available for carryover to the FY2025-26 adopted budget in General Fund Professional Services Account Number 100-6070- 6071-2350-0000-000.

Alternatives:

Provide alternative direction to staff.

Attachments:

1. Colton FY25-26 Service Proposal

1 Social Work Action Group Addressing the Homeless in the City of Colton FY 2025-2026 Strategic Plan To address the increase of unsheltered homeless individuals in the City of Colton, Social Work Action Group (SWAG) has prepared a Strategic Plan of Action. The Strategic Plan specifically targets unsheltered individuals, families, and encampments to reduce the number of visible homeless residing in the City of Colton. With the assistance of Colton Police Department, SWAG will identify and address individuals and geographical areas of concern to prioritize our efforts. SWAG will provide consistent outreach and case management services to those most in need, with the ultimate goal of mitigating an individual’s root cause(s) of their homelessness and to live a fulfilling and meaningful life. SWAG will reduce the homeless population both visibly and documented through the annual Point-in-Time Count. Simultaneously, SWAG will engage, educate, and encourage the community of Colton to collaborate efforts and spread the message of Responsible Compassion. 1. Census of unsheltered homeless In every community, it is vital to conduct a thorough and comprehensive census of the unsheltered homeless population. City staff, Colton Police Department, and SWAG will work together to accurately locate, identify, survey and track, through the creation of a by-name list. A comprehensive assessment will provide an in-depth look at the individual, the circumstances and incidents that led to homelessness, such as severe trauma(s). We will also detail one’s connections and support systems in the city to leverage those individuals and incorporate those resources. This information will be used to develop an individualized action plan. This will be done on an ongoing basis as new individuals enter the city. 2. Outreach to the unsheltered homeless Street outreach must be intensive, consistent, and strategic and needs the partnership of law enforcement and successful utilization and navigation of systems of care; behavioral health, and substance abuse treatment. Our team is comprised of individuals with specialized backgrounds in behavioral health, substance abuse, and social work who have a fundamental understanding of human development and behaviors. When we develop an action plan, we follow a flow chart that directs our activities and interactions with the individual to achieve specific outcomes, both short and long term. 3. Outreach to the community at-large SWAG will develop informational content, which will include material for an anti-panhandling/ compassionate giving campaign and disseminate it throughout the community, as we believe coordination of efforts is essential. The campaign will encourage stakeholders, faith-based

2 groups, community groups, businesses, and concerned residents to discourage well-intended activities that enable the chronically homeless to remain on the streets and focus their efforts on long-term solutions. This will be done through the distribution of posters, flyers and electronic format. SWAG will begin with addressing community partners, which include first responders, service providers, faith-based organizations, non-profits, community groups and businesses. 4. Trip Home/ Family Reunification When an individual is found living on the streets of Colton and wants to reconnect with family or a positive support system, we will initiate the Trip Home/ Family Reunification process. First, SWAG will contact the family/ support system to ensure they are willing to accept and house the individual. Next, the Family Reunification/ Trip Home request will be submitted to the SWAG Project Coordinator for approval. The SWAG Outreach Team will purchase a Greyhound bus ticket and ensure the individual boards the bus. SWAG team will contact the family or support system to confirm the individual made it to the destination. Finally, SWAG will submit a request for reimbursement for the cost of Greyhound bus ticket along with all applicable documentation. Scope of Services The term of services will be July 1, 2025-June 30, 2026. SWAG will provide the following activities and services: • Assist with the organization and facilitation of the Point-in-Time Count for January 2026. • Respond to homeless service requests made by city staff, and law enforcement in a timely manner. • All individuals encountered will be included in the by-name census for the City of Colton. • Provide immediate crisis stabilization to those experiencing behavioral health, physical crisis and emergencies and connection to behavioral health and substance abuse treatment services. • Case manage individuals that are in treatment and temporary living situations to help ensure they do not return to the streets. • Facilitate trips home/family reunification utilizing bus trips for individuals wanting to reunite with an identified support system that is out of the Colton area. • Conduct San Bernardino County housing assessments to unsheltered homeless individuals and families and provide navigation services to any applicable housing interventions. • Facilitate community asset mapping for strategic coordination and alignment of community resources that serve at-risk/homeless population. • Provide support to the City of Colton through trainings, presentations and sharing updates related to trends in regional homeless efforts. • Attend and participate in City Council meetings, as requested.

3 Schedule The SWAG homeless services team will follow a Monday-Friday, 7:30am-4:30pm schedule. Homeless Outreach team members provide full-time, 40 hours per week service, based upon staffing availability. In the event a member of the SWAG Colton team leaves, we will make every attempt to replace that individual as soon as possible. For each hour an Outreach Specialist works, Colton will be billed at a rate of $57.75. • Staff development training is conducted weekly for all SWAG employees (up to 6 hours.) *Each year, employees are provided (Not billed to Colton): • Forty (40) hours of sick time • Accrual of .0308 hours of Paid Time Off (PTO), for each hour worked • Observance of the following paid holidays: Memorial Day, 4th of July, Labor Day, Thanksgiving (2 days), Christmas, New Year’s.

OR

2025-2026 City of Colton Monthly Service Agreement Two (2) person Team Hourly Rate Approx. Monthly Budget Outreach & Case Management Services Outreach Specialist/ Case Manager $57.75 $20,076 Management/ Supervision Oversight $99.75 $998 Transportation Costs $525 Administration Costs (5%) $1,080 Hotel Stays (Not to exceed without written approval) $1,000 TOTAL PROPOSED MONTHLY BUDGET $23,679 2025-2026 City of Colton Monthly Service Agreement Four (4) person Team Hourly Rate Approx. Monthly Budget Outreach & Case Management Services Outreach Specialist/ Case Manager $57.75 $40,152 Management/ Supervision Oversight $99.75 $1,996 Transportation Costs $1,050 Administration Costs (5%) $2,160 Hotel Stays (Not to exceed without written approval) $1,000 TOTAL PROPOSED MONTHLY BUDGET $46,358

Item: 5.

Staff Report

Meeting Date: October 7, 2025
To: City Council
From: Bill Smith, City Manager
Prepared By: Thomas Cody, HR & Risk Management Director Item Name: Colton Firefighters Association MOU - Approve the Memorandum of Understanding for the Colton Firefighters Association, for the Period 7/1/2025 – 6/30/2027, and Corresponding Budget Changes, and Adopt the Revised Salary Schedule, Resolutions No. R-77- 25 & R-81-25.

Recommended Action:

Approve and Adopt the Memoranda of Understanding and Resolution with the Colton Firefighter Association (CFFA), RESOLUTION NO. R- 77-25, and RESOLUTION NO. R-81-25 which acts to:

1. RESOLUTION NO. R- 77-25 approves implementation of the Memoranda of Understanding between the City of Colton and the Colton Firefighter Association (CFFA); and

2. RESOLUTION NO. R- 77-25 approves amend the FY2025-26 budget to appropriate a total of $654,421 from the General Fund reserves for the first year of the contract; and

3. RESOLUTION NO. R- 81-25 approves and establishes a International Association of Firefighter (IAFF) Medical Expense Reimbursement Plan (MERP) plan for CFFA members to contribute towards their future retirement medical costs; and

4. Adopt the revised Salary Schedule; and,

5. Authorize the City Manager to execute the agreement

Background:

Representatives of the City of Colton have met multiple times with representatives of the Colton Firefighter Association (CFFA) to discuss wages and employment benefits. The results of these negotiations are summarized below and included in the attached Memoranda of Understanding (MOU), which is being submitted to the City Council for approval and adoption of the attached Resolution.

The Memoranda of Understanding for the Colton Firefighters Association includes the following summary:
• Term: July 1, 2025 – June 30, 2027.
• Effective first pay period after Council adoption of the successor MOU: 3% across-the- board salary increase.
• July 1, 2026: 4% increase in base rate.
• Cafeteria allowance increase:
o $50.00 per month (to $1,675.00/month) after ratification November 1, 2025, o $75.00 per month (to $1,750.00/month) after January 1, 2026, • Effective the month following the contract approval, the City will provide a paramedic incentive of $300 per month (up from $150 per month) for Firefighters, Engineers, Captains, Battalion Chiefs, and Battalion Chief/Fire Marshals classifications. • Effective July 1, 2026, the City will provide a paramedic incentive of $400 per month to Firefighters, Engineers, Captains, Battalion Chiefs, and Battalion Chief/Fire Marshal classifications.
• Effective the month following the contract approval, employees hitting milestone years of completion of service shall receive the following Longevity Pay: 10-year completion at $100/month, 15-year completion at $200/month, 20-year completion at $300/month, 25- year completion at $400/month.
• The Battalion Chief/Fire Marshal (“BC/FM”), if qualified, may work operational overtime. When doing so, the BC/FM shall be paid at 1.05% of their regular rate, ensuring compensation is equal to, but not less than, the highest overtime rate among BCs. The Fire Chief has the exclusive authority to determine if the BC/FM is qualified for operational overtime, and all such overtime must be pre-approved by the Fire Chief. • The BC/FM shall have the right to cash out up to 80 hours of administrative leave per fiscal year (June 30th). Any administrative leave hours that have not been cashed out or used by the BC/FM by the end of the fiscal year shall be forfeited and will not be “carried over” to the following fiscal year.
• The City will offer each representative a fully paid term life insurance policy worth $100,000.
• CFFA employees can cash out up to 40 hours of vacation pay annually, per constructive receipt provisions, so long as they have at least 100 hours remaining afterward. • City agrees to implement the International Association of Firefighters Medical Reimbursement Plan (MERP) with mandatory contributions from CFFA members, but no contributions from the City.
• No employee in this bargaining unit will receive any separate retroactive payment related to salary and/or incentive pay increases outlined in this MOU, to be effective July 1, 2025. This includes, but is not limited to, retroactive payments for any overtime worked between July 1, 2025, and the implementation date of this MOU (the first full pay period after City Council approval on October 7, 2025). The following one-time bonus amounts were agreed:

1. Each employee in the ranks of Firefighter and Firefighter Medic shall receive a one-time

signing bonus of four thousand two hundred twelve dollars ($4,212.00).

2. Each employee in the rank of Engineer shall receive a one-time signing bonus of five thousand four hundred twenty dollars ($5,420.00).

3. Each employee in the rank of Captain shall receive a one-time signing bonus of seven thousand five hundred ninety-nine dollars ($7,599.00).

4. Each employee in the ranks of Battalion Chief and Battalion Chief/Fire Marshal shall receive a one-time signing bonus of five thousand six hundred seventy dollars ($5,670.00).

Issues/Analysis:

The City of Colton has made notable progress over the past five years by competitively compensating Colton Fire Fighters in the local labor market. This effort has helped retain and attract staff, leading to fewer vacancies and successful recruitments. The contract continues this initiative with increased economic benefits for Colton Fire members. These negotiation results reflect the direction given to staff during the negotiation process.

Fiscal Impacts:

The total estimated cost of the contract is as follows:

Year 1 Year 2 Total
Fiscal Impact w/o
Overtime
545,927 731,449 1,277,376
Estimated FLSA
Impact1
4,402 4,578 8,979
Estimated Overtime
Impact1
104,093 108,256 212,349
Total Estimated
Fiscal Impact
654,421 844,283 1,498,704
1 Based on FY2024-25 Actuals

Adoption of Resolution R-77-25 will amend the FY2025-26 budget to appropriate $654,421 from the General Fund reserve balance to account for contract-related adjustments as detailed below:
▪ Increase appropriations by $545,927 in General Fund Fire Operations Salaries - Miscellaneous Account Number 100-6090-6091-1010-0000-000 ▪ Increase appropriations by $4,402 in General Fund Fire Operations Salaries - Overtime (FLSA) Account Number 100-6090-6091-1056-0000-000
▪ Increase appropriations by $104,093 in General Fund Fire Operations Salaries - Overtime Staffing Account Number 100-6090-6091-1060-0000-000

While sufficient reserve balance is available to support the appropriation, this action will require a reassessment of reserve levels and funding priorities during the mid-year budget review.

The FY2026-27 Budget will incorporate the projected ongoing impact of approximately $844,283 annually.

Alternatives:

1. Provide an alternative direction to the staff.

Attachments:

1. RESOLUTION NO. R-77-25 10-7-25

2. RESOLUTION NO. R-77-25 Attachment A - SALARY TABLE revised 10-7-25

3. RESOLUTION NO. R-81-25 TC

4. CFFA 7.1.25 - 6.30.27 FINAL

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RESOLUTION NO. R-77-25

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COLTON

ADOPTING CHANGES TO THE TERMS AND CONDITIONS OF
EMPLOYMENT OF EMPLOYEES IN THE EMPLOYEE’S BARGAINING
UNIT REPRESENTED BY THE COLTON FIRE FIGHTERS’ ASSOCIATION

WHEREAS, the City of Colton (“City”) has met and conferred in good faith and fully communicated and exchanged information concerning working conditions, wages, and benefits with the Colton Fire Fighters Association (CFFA); and
WHEREAS, the appointed representatives of the parties agreed on some issues as stated in the attached staff report and MOUs, and recommend that the city and the bargaining unit implement this agreement; and
WHEREAS, the City Council approves the Memorandum of Understanding for the contract period of the Colton Fire Fighters Association - July 1, 2025, through June 30, 2027; and WHEREAS, the City Council authorizes the budget appropriation of $654,421 from the General fund reserves to the appropriate line items of the current 2025 – 2026 City of Colton fiscal year budget to cover these costs; and
WHEREAS, the City Manager is authorized to execute the implementation of these MOUs on the city’s behalf; and
WHEREAS, the Salary Schedule (Attachment A) is herein approved and adopted to incorporate all contractual changes; and
WHEREAS, this resolution will become effective immediately upon adoption and will remain effective unless repealed or superseded; and

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2 - 2 -

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Colton does hereby resolve as follows:

SECTION 1: Adopt changes to the terms and conditions of employment for the Colton Fire Fighters Association (CFFA).

SECTION 2: Adoption of Resolution R-77-25 will amend the FY2025-26 budget to appropriate $654,421 from the General Fund reserve balance to account for contract-related adjustments as detailed below:
▪ Increase appropriations by $545,927 in General Fund Fire Operations Salaries - Miscellaneous Account Number 100-6090-6091-1010-0000-000 ▪ Increase appropriations by $4,402 in General Fund Fire Operations Salaries - Overtime (FLSA) Account Number 100-6090-6091-1056-0000-000 ▪ Increase appropriations by $104,093 in General Fund Fire Operations Salaries - Overtime Staffing Account Number 100-6090-6091-1060-0000-000

The FY2026-27 Budget will include the projected ongoing impact of approximately $844,283 annually. While sufficient reserve balance is available to support the appropriation, this action will require a reassessment of reserve levels and funding priorities during the mid-year budget review.

PASSED, APPROVED, AND ADOPTED this 7th day of October 2025:

City of Colton

FRANK J. NAVARRO, Mayor

ATTEST:

Issac Suchil, City Clerk

Classification Title
Job Title Step A Step B Step C Step D Step E Step A Step B Step C Step D Step E Step A Step B Step C Step D Step E Account Technician I general 110 5/10/2025 24.1153 25.3210 26.5870 27.9164 29.3123 4,179.98 4,388.97 4,608.41 4,838.84 5,080.79 50,159.72 52,667.68 55,300.96 58,066.06 60,969.48 Account Technician II general 116 5/10/2025 28.9830 30.4321 31.9538 33.5515 35.2291 5,023.72 5,274.90 5,538.65 5,815.59 6,106.38 60,284.64 63,298.82 66,463.80 69,787.12 73,276.58 Accountant general 142 5/10/2025 34.7598 36.4978 38.3226 40.2388 42.2508 6,025.02 6,326.28 6,642.59 6,974.72 7,323.46 72,300.28 75,915.32 79,711.06 83,696.60 87,881.56 Administrative Analyst I midmngt 204 5/10/2025 36.4620 38.2851 40.1994 42.2094 44.3199 6,320.08 6,636.09 6,967.89 7,316.29 7,682.11 75,840.96 79,633.06 83,614.70 87,795.50 92,185.34 Administrative Analyst II midmngt 234 5/10/2025 43.1746 45.3334 47.6000 49.9800 52.4790 7,483.60 7,857.79 8,250.67 8,663.20 9,096.36 89,803.22 94,293.42 99,008.00 103,958.40 109,156.32 Administrative Assistant general 126 5/10/2025 26.2978 27.6126 28.9933 30.4429 31.9650 4,558.28 4,786.19 5,025.50 5,276.77 5,540.60 54,699.32 57,434.26 60,305.96 63,321.18 66,487.20 Animal Services Officer cpcea 506 5/10/2025 27.4758 28.8495 30.2920 31.8066 33.3970 4,762.46 5,000.58 5,250.61 5,513.15 5,788.81 57,149.56 60,006.96 63,007.36 66,157.78 69,465.76 Assistant Director of Public Works & Engineering executive 838 9/17/2024 91.5534 96.1310 100.9375 105.9844 111.2836 15,869.25 16,662.71 17,495.83 18,370.63 19,289.16 190,431.02 199,952.48 209,950.00 220,447.50 231,469.94 Assistant Director of Utility Operations executive 841 9/17/2024 91.5534 96.1310 100.9375 105.9844 111.2836 15,869.25 16,662.71 17,495.83 18,370.63 19,289.16 190,431.02 199,952.48 209,950.00 220,447.50 231,469.94 Assistant Planner general 848 5/10/2025 35.2024 36.9625 38.8106 40.7511 42.7886 6,101.75 6,406.83 6,727.18 7,063.53 7,416.70 73,220.94 76,882.00 80,726.10 84,762.34 89,000.34 Assistant to the City Manager cnfdtl 801 9/17/2024 53.0248 55.6760 58.4598 61.3828 64.4519 9,190.96 9,650.51 10,133.02 10,639.68 11,171.66 110,291.48 115,806.08 121,596.28 127,676.12 134,059.90 Associate Engineer midmngt 263 5/10/2025 51.6776 54.2615 56.9746 59.8234 62.8145 8,957.46 9,405.33 9,875.60 10,369.39 10,887.85 107,489.46 112,863.92 118,507.22 124,432.62 130,654.16 Associate Planner midmngt 210 5/10/2025 41.2109 43.2714 45.4350 47.7068 50.0921 7,143.22 7,500.37 7,875.40 8,269.17 8,682.64 85,718.62 90,004.46 94,504.80 99,230.04 104,191.62 Battalion Chief Fire Marshal fire 310 10/11/2025 79.8035 83.7936 87.9833 92.3824 97.0015 13,832.61 14,524.23 15,250.43 16,012.95 16,813.59 165,991.28 174,290.74 183,005.16 192,155.34 201,763.12 Building Inspector I general 131 5/10/2025 31.4110 32.9815 34.6306 36.3621 38.1803 5,444.57 5,716.79 6,002.64 6,302.77 6,617.91 65,334.88 68,601.52 72,031.70 75,633.22 79,414.92 Building Inspector II general 179 5/10/2025 36.8276 38.6690 40.6025 42.6326 44.7643 6,383.46 6,702.63 7,037.77 7,389.66 7,759.14 76,601.46 80,431.52 84,453.20 88,675.86 93,109.64 Building Maintenance Supervisor midmngt 253 5/10/2025 40.4683 42.4916 44.6163 46.8471 49.1895 7,014.50 7,365.22 7,733.48 8,120.17 8,526.18 84,173.96 88,382.58 92,801.80 97,442.02 102,314.16 Building Official midmngt 093 5/10/2025 64.9501 68.1976 71.6075 75.1879 78.9473 11,258.02 11,820.92 12,411.97 13,032.57 13,684.19 135,096.26 141,851.06 148,943.60 156,390.78 164,210.28 Business Lic./Collections Ofcr. midmngt 206 5/10/2025 28.7046 30.1399 31.6469 33.2293 34.8908 4,975.47 5,224.25 5,485.46 5,759.74 6,047.73 59,705.62 62,690.94 65,825.50 69,116.84 72,572.76 Capital Project Manager midmngt 837 5/10/2025 50.7380 53.2749 55.9386 58.7355 61.6723 8,794.59 9,234.31 9,696.03 10,180.82 10,689.86 105,535.04 110,811.74 116,352.34 122,169.84 128,278.28 Chief Deputy City Clerk cnfdtl 278 9/17/2024 59.1048 62.0600 65.1630 68.4211 71.8421 10,244.82 10,757.07 11,294.92 11,859.66 12,452.64 122,937.88 129,084.80 135,539.04 142,315.94 149,431.62 City Clerk elected 12/21/2024 407.00 4,884.00
City Manager contract 812 8/5/2025 161.5384 28,000.00 336,000.00 City Treasurer elected 1/18/2025 407.00 4,884.00 Code Compliance Officer cpcea 138 5/10/2025 31.8033 33.3934 35.0630 36.8161 38.6569 5,512.56 5,788.19 6,077.59 6,381.46 6,700.53 66,150.76 69,458.22 72,931.04 76,577.54 80,406.30 Collection System Maintenance Supervisor midmngt 257 5/10/2025 47.3275 49.6939 52.1786 54.7875 57.5269 8,203.43 8,613.61 9,044.30 9,496.50 9,971.33 98,441.20 103,363.26 108,531.54 113,958.00 119,655.90 Collection System Maintenance Technician I ibew2 158 5/10/2025 26.4911 27.8156 29.2064 30.6668 32.2001 4,591.80 4,821.38 5,062.44 5,315.57 5,581.36 55,101.54 57,856.50 60,749.26 63,786.84 66,976.26 Collection System Maintenance Technician II ibew2 197 1/1/2024 29.0173 30.4683 31.9916 33.5913 35.2709 5,029.67 5,281.16 5,545.22 5,822.48 6,113.62 60,356.04 63,373.96 66,542.58 69,869.80 73,363.42 Community Child Care Admin. Asst. general 134 5/10/2025 26.2978 27.6126 28.9933 30.4429 31.9650 4,558.28 4,786.19 5,025.50 5,276.77 5,540.60 54,699.32 57,434.26 60,305.96 63,321.18 66,487.20 Community Service Officer cpcea 607 5/10/2025 27.4368 28.8086 30.2490 31.7615 33.3496 4,755.70 4,993.50 5,243.16 5,505.33 5,780.60 57,068.44 59,921.94 62,917.92 66,063.92 69,367.22 Community Services Director * executive 804 9/17/2024 126.7481 21,969.68 263,636.10 Consumer Service Field Rep. I ibew 971 1/1/2025 31.2320 32.7936 34.4333 36.1549 37.9626 5,413.55 5,684.23 5,968.43 6,266.85 6,580.19 64,962.56 68,210.74 71,621.16 75,202.14 78,962.26 Consumer Service Field Rep. II ibew 973 1/1/2025 35.8970 37.6919 39.5765 41.5554 43.6331 6,222.15 6,533.26 6,859.93 7,202.93 7,563.08 74,665.76 78,399.10 82,319.12 86,435.18 90,756.90 Crime Analyst cpcea 513 7/1/2024 38.4116 40.3323 42.3489 44.4664 46.6898 6,658.02 6,990.92 7,340.47 7,707.51 8,092.89 79,896.18 83,891.08 88,085.66 92,490.06 97,114.68 Customer Svc. Rep. I general 107 5/10/2025 21.5075 22.5829 23.7120 24.8976 26.1425 3,727.97 3,914.37 4,110.08 4,315.59 4,531.37 44,735.60 46,972.38 49,320.96 51,787.06 54,376.40 Customer Svc. Rep. II general 113 5/10/2025 23.2769 24.4408 25.6628 26.9459 28.2931 4,034.66 4,236.40 4,448.21 4,670.62 4,904.14 48,415.90 50,836.76 53,378.52 56,047.42 58,849.70 Customer Svc. Rep III general 411 5/10/2025 27.4560 28.8288 30.2703 31.7838 33.3730 4,759.04 4,996.98 5,246.84 5,509.18 5,784.65 57,108.48 59,963.80 62,962.12 66,110.20 69,415.84 Customer Service Supervisor midmngt 452 5/10/2025 46.8039 49.1441 51.6014 54.1815 56.8906 8,112.67 8,518.32 8,944.24 9,391.46 9,861.04 97,352.06 102,219.78 107,330.86 112,697.52 118,332.50 Deputy Fire Chief executive 993 9/17/2024 91.5534 96.1310 100.9375 105.9844 111.2836 15,869.25 16,662.71 17,495.83 18,370.63 19,289.16 190,431.02 199,952.48 209,950.00 220,447.50 231,469.94 Development Services Director * executive 810 9/17/2024 126.7481 21,969.68 263,636.10 Early Care & Education Program Director midmngt 453 7/1/2024 48.4236 50.8448 53.3870 56.0564 58.8593 8,393.43 8,813.09 9,253.75 9,716.44 10,202.27 100,721.14 105,757.08 111,044.96 116,597.26 122,427.24 Early Care & Education Site Supervisor midmngt 260 5/10/2025 32.1985 33.8084 35.4988 37.2738 39.1375 5,581.07 5,860.12 6,153.12 6,460.78 6,783.83 66,972.88 70,321.42 73,837.40 77,529.40 81,406.00 Economic Development Manager midmngt 226 5/10/2025 58.9388 61.8858 64.9800 68.2290 71.6405 10,216.05 10,726.86 11,263.20 11,826.36 12,417.69 122,592.60 128,722.36 135,158.40 141,916.32 149,012.24 Economic Development Project Manager I midmngt 272 5/10/2025 38.8294 40.7709 42.8094 44.9499 47.1974 6,730.43 7,066.95 7,420.29 7,791.31 8,180.88 80,765.10 84,803.42 89,043.50 93,495.74 98,170.54 Economic Development Project Manager II midmngt 273 5/10/2025 46.3714 48.6900 51.1245 53.6808 56.3648 8,037.71 8,439.60 8,861.58 9,304.66 9,769.89 96,452.46 101,275.20 106,338.96 111,655.96 117,238.68 Electric Field Operations Foreman ibew 970 1/1/2025 76.5843 80.4135 84.4341 88.6559 93.0886 13,274.60 13,938.34 14,635.25 15,367.02 16,135.36 159,295.24 167,260.08 175,622.98 184,404.22 193,624.34 Electric Utility Director * executive 836 9/17/2024 126.7481 21,969.68 263,636.10 Electric Utility Inspector ibew 920 7/1/2023 42.6706 44.8041 47.0444 49.3966 51.8665 7,396.24 7,766.05 8,154.36 8,562.08 8,990.19 88,754.90 93,192.58 97,852.30 102,744.98 107,882.32 Electric Utility Systems Designer midmngt 250 8/5/2025 61.3068 64.3721 67.5908 70.9703 74.5188 10,626.50 11,157.84 11,715.73 12,301.51 12,916.58 127,518.04 133,894.02 140,588.76 147,618.12 154,999.00 Electrical Sys Engineer/GIS Project Manager midmngt 221 7/1/2024 44.9443 47.1915 49.5511 52.0286 54.6300 7,790.35 8,179.86 8,588.86 9,018.30 9,469.20 93,484.20 98,158.32 103,066.34 108,219.54 113,630.40 Electrical System Planning Engineer midmngt 449 9/17/2024 61.3068 64.3721 67.5908 70.9703 74.5188 10,626.50 11,157.84 11,715.73 12,301.51 12,916.58 127,518.04 133,894.02 140,588.76 147,618.12 154,999.00 Energy Services Specialist midmngt 231 5/10/2025 44.0060 46.2063 48.5166 50.9425 53.4896 7,627.71 8,009.08 8,409.55 8,830.03 9,271.54 91,532.48 96,109.00 100,914.58 105,960.40 111,258.42 Engineering Assistant midmngt 264 5/10/2025 40.1535 42.1611 44.2691 46.4826 48.8068 6,959.94 7,307.93 7,673.32 8,056.99 8,459.84 83,519.28 87,695.14 92,079.78 96,683.86 101,518.04 Engineering GIS Technician ibew 907 1/1/2025 40.9154 42.9611 45.1091 47.3646 49.7329 7,092.00 7,446.60 7,818.92 8,209.87 8,620.37 85,103.98 89,359.14 93,826.98 98,518.42 103,444.38 Engineering Manager midmngt 207 7/1/2024 50.5895 53.1190 55.7750 58.5638 61.4920 8,768.85 9,207.29 9,667.67 10,151.05 10,658.61 105,226.17 110,487.52 116,012.00 121,812.60 127,903.36 Engineering Technician I general 125 5/10/2025 27.5843 28.9635 30.4116 31.9323 33.5289 4,781.27 5,020.34 5,271.35 5,534.92 5,811.67 57,375.24 60,244.08 63,256.18 66,419.08 69,740.06 Engineering Technician II general 156 5/10/2025 33.4645 35.1378 36.8946 38.7394 40.6764 5,800.51 6,090.54 6,395.07 6,714.83 7,050.57 69,606.16 73,086.52 76,740.82 80,577.90 84,606.86 Environmental and Conservation Supervisor midmngt 238 5/10/2025 58.3018 61.2169 64.2778 67.4916 70.8663 10,105.64 10,610.93 11,141.48 11,698.55 12,283.48 121,267.64 127,331.10 133,697.72 140,382.58 147,401.80 Equipment Mechanic general 129 5/10/2025 28.2994 29.7144 31.2001 32.7601 34.3981 4,905.23 5,150.49 5,408.02 5,678.42 5,962.34 58,862.70 61,805.90 64,896.26 68,141.06 71,548.10 Equipment Operator II general 124 5/10/2025 28.3424 29.7595 31.2475 32.8099 34.4504 4,912.68 5,158.31 5,416.23 5,687.05 5,971.40 58,952.14 61,899.76 64,994.80 68,244.54 71,656.78 ANNUAL

FULL TIME CLASSIFICATIONS

SALARY TABLE

MONTHLYHOURLY
Salary Group
FY 2025-26
Revised 10/7/25
Pay
Grade
Effective
Date

Classification Title
Job Title Step A Step B Step C Step D Step E Step A Step B Step C Step D Step E Step A Step B Step C Step D Step E ANNUAL

FULL TIME CLASSIFICATIONS

SALARY TABLE

MONTHLYHOURLY
Salary Group
FY 2025-26
Revised 10/7/25
Pay
Grade
Effective
Date
Executive Assistant midmngt 268 5/10/2025 29.8191 31.3101 32.8756 34.5194 36.2454 5,168.65 5,427.09 5,698.44 5,983.36 6,282.53 62,023.78 65,125.06 68,381.30 71,800.30 75,390.38 Executive Assistant to City Manager cnfdtl 819 7/1/2024 37.2786 39.1425 41.0996 43.1546 45.3124 6,461.63 6,784.70 7,123.94 7,480.14 7,854.15 77,539.54 81,416.40 85,487.22 89,761.62 94,249.74 Executive Assistant to Police Chief midmngt 203 5/10/2025 33.2629 34.9260 36.6723 38.5059 40.4311 5,765.57 6,053.84 6,356.52 6,674.35 7,008.06 69,186.78 72,646.08 76,278.28 80,092.22 84,096.74 Finance Director * executive 807 9/17/2024 126.7481 21,969.68 263,636.10 Finance Manager cnfdtl 460 9/17/2024 61.5898 64.6693 67.9028 71.2979 74.8628 10,675.56 11,209.34 11,769.81 12,358.30 12,976.21 128,106.68 134,512.04 141,237.72 148,299.58 155,714.52 Fire Battalion Chief fire 309 10/11/2025 54.1715 56.8801 59.7241 62.7104 65.8459 13,145.62 13,802.90 14,493.05 15,217.71 15,978.60 157,747.46 165,634.82 173,916.60 182,612.56 191,743.24 Fire Captain fire 304 10/11/2025 41.7254 43.8117 46.0023 48.3024 50.7175 10,125.38 10,631.64 11,163.23 11,721.39 12,307.45 121,504.50 127,579.66 133,958.76 140,656.62 147,689.36 Fire Chief * executive 815 9/17/2024 126.7481 21,969.68 263,636.10 Fire Engineer fire 303 10/11/2025 35.8025 37.5926 39.4722 41.4458 43.5181 8,688.07 9,122.47 9,578.60 10,057.52 10,560.40 104,256.88 109,469.62 114,943.14 120,690.18 126,724.78 Fire Safety Specialist I general 157 5/10/2025 28.1670 29.5754 31.0541 32.6069 34.2373 4,882.28 5,126.40 5,382.72 5,651.86 5,934.46 58,587.36 61,516.78 64,592.58 67,822.30 71,213.48 Fire Safety Specialist II general 330 5/10/2025 32.9254 34.5716 36.3003 38.1153 40.0210 5,707.07 5,992.42 6,292.04 6,606.64 6,936.97 68,484.78 71,908.98 75,504.52 79,279.72 83,243.68 Firefighter Medic fire 308 10/11/2025 34.3942 36.1139 37.9196 39.8156 41.8064 8,346.33 8,763.65 9,201.83 9,661.93 10,145.03 100,155.90 105,163.76 110,422.00 115,943.10 121,740.32 GIS Specialist general 166 5/10/2025 33.2758 34.9395 36.6865 38.5209 40.4469 5,767.80 6,056.18 6,358.99 6,676.95 7,010.79 69,213.56 72,674.16 76,307.92 80,123.42 84,129.50 Human Resources Analyst cnfdtl 835 7/1/2024 38.4116 40.3323 42.3489 44.4664 46.6898 6,658.02 6,990.92 7,340.47 7,707.51 8,092.89 79,896.18 83,891.08 88,085.66 92,490.06 97,114.68 Human Resources & Risk Management Director * executive 994 9/17/2024 126.7481 21,969.68 263,636.10 Human Resources Specialist cnfdtl 149 9/17/2024 32.1511 33.7586 35.4465 37.2189 39.0799 5,572.86 5,851.50 6,144.06 6,451.27 6,773.85 66,874.34 70,217.94 73,728.72 77,415.26 81,286.14 Information Services Manager midmngt 245 5/10/2025 60.0326 63.0343 66.1860 69.4953 72.9700 10,405.66 10,925.94 11,472.24 12,045.84 12,648.13 124,867.86 131,111.24 137,666.88 144,550.12 151,777.60 Information Technology Coordinator midmngt 279 5/10/2025 44.1153 46.3210 48.6370 51.0689 53.6224 7,646.64 8,028.97 8,430.41 8,851.94 9,294.55 91,759.72 96,347.68 101,164.96 106,223.26 111,534.54 Joint Pole Coordinator ibew 969 9/17/2024 40.0581 42.0610 44.1640 46.3723 48.6909 6,943.41 7,290.57 7,655.09 8,037.86 8,439.75 83,320.90 87,486.88 91,861.12 96,454.28 101,277.02 Lead Code Compliance Officer cpcea 514 5/10/2025 36.3858 38.2050 40.1153 42.1210 44.2270 6,306.86 6,622.20 6,953.31 7,300.97 7,666.01 75,682.36 79,466.40 83,439.72 87,611.68 91,992.16 Lead Equipment Mechanic general 130 5/10/2025 34.4721 36.1958 38.0055 39.9058 41.9010 5,975.17 6,273.93 6,587.62 6,917.00 7,262.84 71,702.02 75,287.16 79,051.44 83,003.96 87,154.08 Library Manager midmngt 291 5/10/2025 50.1421 52.6493 55.2818 58.0459 60.9481 8,691.30 9,125.87 9,582.17 10,061.29 10,564.34 104,295.62 109,510.44 114,986.04 120,735.42 126,772.10 Line Crew Supervisor ibew 916 1/1/2025 69.5966 73.0765 76.7304 80.5669 84.5953 12,063.42 12,666.59 13,299.93 13,964.93 14,663.18 144,760.98 151,999.12 159,599.18 167,579.10 175,958.12 Maintenance Crew Leader general 178 5/10/2025 29.5183 30.9941 32.5439 34.1711 35.8796 5,116.50 5,372.32 5,640.94 5,923.00 6,219.14 61,397.96 64,467.78 67,691.26 71,075.94 74,629.62 Maintenance Electrician ibew 908 1/1/2025 39.3475 41.3149 43.3806 45.5496 47.8271 6,820.23 7,161.25 7,519.31 7,895.27 8,290.04 81,842.80 85,934.94 90,231.70 94,743.22 99,480.42 Maintenance Worker I general 111 5/10/2025 24.2506 25.4631 26.7363 28.0731 29.4768 4,203.44 4,413.61 4,634.28 4,866.01 5,109.30 50,441.30 52,963.30 55,611.40 58,392.10 61,311.64 Maintenance Worker I, Building general 117 5/10/2025 26.0589 27.3619 28.7300 30.1665 31.6749 4,516.87 4,742.73 4,979.87 5,228.86 5,490.31 54,202.46 56,912.70 59,758.40 62,746.32 65,883.74 Maintenance Worker II general 115 5/10/2025 25.4674 26.7408 28.0778 29.4816 30.9558 4,414.35 4,635.06 4,866.81 5,110.15 5,365.66 52,972.14 55,620.76 58,401.72 61,321.78 64,387.96 Maintenance Worker II, Building general 118 5/10/2025 27.3571 28.7250 30.1613 31.6694 33.2529 4,741.90 4,979.00 5,227.95 5,489.36 5,763.83 56,902.82 59,748.00 62,735.40 65,872.30 69,165.98 Maintenance Worker III general 153 5/10/2025 28.0800 29.4840 30.9583 32.5061 34.1314 4,867.20 5,110.56 5,366.10 5,634.40 5,916.11 58,406.40 61,326.72 64,393.16 67,612.74 70,993.26 Maintenance Worker III, Building general 132 5/10/2025 30.4214 31.9425 33.5396 35.2166 36.9775 5,273.04 5,536.70 5,813.54 6,104.22 6,409.43 63,276.46 66,440.40 69,762.42 73,250.58 76,913.20 Network Technician general 168 5/10/2025 32.4106 34.0311 35.7326 37.5193 39.3953 5,617.84 5,898.73 6,193.66 6,503.34 6,828.51 67,414.10 70,784.74 74,323.86 78,040.04 81,942.12 Office Specialist I general 186 5/10/2025 20.5731 21.6018 22.6819 23.8160 25.0068 3,566.01 3,744.30 3,931.53 4,128.11 4,334.50 42,792.10 44,931.64 47,178.30 49,537.28 52,014.04 Office Specialist II general 106 5/10/2025 21.8304 22.9219 24.0680 25.2714 26.5350 3,783.93 3,973.13 4,171.79 4,380.37 4,599.40 45,407.18 47,677.50 50,061.44 52,564.46 55,192.80 Payroll Analyst cnfdtl 839 7/1/2024 38.4116 40.3323 42.3489 44.4664 46.6898 6,658.02 6,990.92 7,340.47 7,707.51 8,092.89 79,896.18 83,891.08 88,085.66 92,490.06 97,114.68 Payroll Technician I general 121 7/1/2024 24.9237 26.1699 27.4784 28.8523 30.2949 4,320.11 4,536.11 4,762.92 5,001.06 5,251.11 51,841.31 54,433.34 57,155.02 60,012.68 63,013.34 Payroll Technician II general 170 5/10/2025 31.2935 32.8581 34.5010 36.2260 38.0373 5,424.21 5,695.41 5,980.17 6,279.17 6,593.12 65,090.48 68,344.90 71,762.08 75,350.08 79,117.48 Planning Manager midmngt 262 5/10/2025 59.7926 62.7823 65.9214 69.2175 72.6784 10,364.06 10,882.26 11,426.37 11,997.70 12,597.59 124,368.66 130,587.08 137,116.46 143,972.40 151,171.02 Planning/Building Technician general 193 5/10/2025 30.0495 31.5520 33.1296 34.7861 36.5254 5,208.58 5,469.01 5,742.47 6,029.60 6,331.07 62,502.96 65,628.16 68,909.62 72,355.14 75,972.78 Plans Examiner I general 840 5/10/2025 35.9488 37.7463 39.6336 41.6153 43.6960 6,231.12 6,542.68 6,869.83 7,213.31 7,573.97 74,773.40 78,512.20 82,437.94 86,559.72 90,887.68 Plans Examiner II general 342 5/10/2025 39.2178 41.1786 43.2375 45.3994 47.6694 6,797.74 7,137.63 7,494.50 7,869.23 8,262.69 81,572.92 85,651.54 89,934.00 94,430.70 99,152.30 Police Captain cpma 402 7/20/2024 83.4394 87.6114 91.9920 96.5916 101.4213 14,462.83 15,185.97 15,945.28 16,742.55 17,579.68 173,553.90 182,231.66 191,343.36 200,910.58 210,956.20 Police Chief * executive 808 9/17/2024 126.7481 21,969.68 263,636.10 Police Cpl./Detective police 510 7/20/2024 47.8451 50.2374 52.7493 55.3868 58.1561 8,293.16 8,707.81 9,143.20 9,600.37 10,080.40 99,517.86 104,493.74 109,718.44 115,204.44 120,964.74 Police Dispatcher I dispatch 603 7/20/2024 27.4813 28.8554 30.2981 31.8130 33.4036 4,763.42 5,001.60 5,251.68 5,514.25 5,789.96 57,161.00 60,019.18 63,020.10 66,171.04 69,479.54 Police Dispatcher II dispatch 605 7/20/2024 29.4456 30.9179 32.4638 34.0870 35.7914 5,103.91 5,359.10 5,627.05 5,908.41 6,203.84 61,246.90 64,309.18 67,524.60 70,900.96 74,446.06 Police Lieutenant cpma 401 7/20/2024 70.8916 74.4363 78.1581 82.0660 86.1693 12,287.88 12,902.28 13,547.41 14,224.77 14,936.00 147,454.58 154,827.40 162,568.90 170,697.28 179,232.04 Police Officer police 508 7/20/2024 42.4881 44.6125 46.8431 49.1853 51.6445 7,364.61 7,732.83 8,119.48 8,525.44 8,951.71 88,375.30 92,794.00 97,433.70 102,305.32 107,420.56 Police Officer Trainee police2 507 7/20/2024 31.2083 32.7686 34.4070 36.1274 37.9338 5,409.43 5,679.90 5,963.88 6,262.08 6,575.18 64,913.16 68,158.74 71,566.56 75,144.94 78,902.20 Police Records Supervisor midmngt 610 5/10/2025 33.0786 34.7325 36.4691 38.2926 40.2073 5,733.63 6,020.30 6,321.32 6,637.39 6,969.26 68,803.54 72,243.60 75,855.78 79,648.66 83,631.08 Police Sergeant police 511 7/20/2024 57.8188 60.7098 63.7453 66.9325 70.2791 10,021.92 10,523.02 11,049.18 11,601.63 12,181.72 120,263.00 126,276.28 132,590.12 139,219.60 146,180.58 Police Services Clerk I cpcea 601 5/10/2025 21.8699 22.9634 24.1115 25.3171 26.5830 3,790.78 3,980.32 4,179.33 4,388.30 4,607.72 45,489.34 47,763.82 50,151.92 52,659.62 55,292.64 Police Services Clerk II cpcea 602 5/10/2025 24.9189 26.1649 27.4731 28.8468 30.2891 4,319.27 4,535.25 4,762.01 5,000.10 5,250.12 51,831.26 54,422.94 57,144.10 60,001.24 63,001.38 Police Support Services Manager midmngt 512 8/5/2025 61.5864 64.6658 67.8990 71.2940 74.8588 10,674.97 11,208.73 11,769.16 12,357.63 12,975.52 128,099.66 134,504.76 141,229.92 148,291.52 155,706.20 Power Line Helper ibew 905 7/1/2023 33.1596 34.8176 36.5585 38.3864 40.3058 5,747.67 6,035.06 6,336.81 6,653.64 6,986.33 68,972.02 72,420.66 76,041.68 79,843.66 83,835.96 Power Line Technician ibew 918 1/1/2025 60.5149 63.5406 66.7176 70.0535 73.5561 10,489.25 11,013.71 11,564.39 12,142.61 12,749.73 125,870.94 132,164.50 138,772.66 145,711.28 152,996.74 Power Line Technician Apprentice ibew 909 1/1/2025 51.4485 54.0209 56.7219 59.5580 62.5359 8,917.74 9,363.62 9,831.79 10,323.39 10,839.55 107,012.88 112,363.42 117,981.50 123,880.64 130,074.62 Public Works & Utilities Director * executive 842 9/17/2024 126.7481 21,969.68 263,636.10 Public Works & Utility Inspector ibew2 995 5/10/2025 36.4296 38.2511 40.1636 42.1718 44.2804 6,314.47 6,630.20 6,961.70 7,309.77 7,675.27 75,773.62 79,562.34 83,540.34 87,717.24 92,103.18 Public Works & Water/Wastewater Admin Manager midmngt 200 5/10/2025 61.1784 64.2373 67.4491 70.8216 74.6133 10,604.25 11,134.46 11,691.18 12,275.75 12,932.96 127,251.02 133,613.48 140,294.18 147,308.98 155,195.56 Public Works Director * executive 806 9/17/2024 126.7481 21,969.68 263,636.10

Classification Title
Job Title Step A Step B Step C Step D Step E Step A Step B Step C Step D Step E Step A Step B Step C Step D Step E ANNUAL

FULL TIME CLASSIFICATIONS

SALARY TABLE

MONTHLYHOURLY
Salary Group
FY 2025-26
Revised 10/7/25
Pay
Grade
Effective
Date
Public Works Equipment Operator II general 124 7/1/2024 23.8975 25.0924 26.3470 27.6644 29.0476 4,142.24 4,349.35 4,566.81 4,795.16 5,034.92 49,706.88 52,192.14 54,801.76 57,541.90 60,419.06 Public Works Supervisor midmngt 451 5/10/2025 43.4706 45.6441 47.9264 50.3228 52.8389 7,534.91 7,911.65 8,307.24 8,722.61 9,158.74 90,418.90 94,939.78 99,686.86 104,671.32 109,904.86 Purchasing and Customer Service Manager midmngt 224 5/10/2025 61.5864 64.6658 67.8990 71.2940 74.8588 10,674.97 11,208.73 11,769.16 12,357.63 12,975.52 128,099.66 134,504.76 141,229.92 148,291.52 155,706.20 Purchasing Technician general 410 5/10/2025 25.7289 27.0154 28.3661 29.7844 31.2736 4,459.67 4,682.67 4,916.80 5,162.63 5,420.76 53,516.06 56,191.98 59,001.54 61,951.50 65,049.14 Recreation Services Coordinator general 123 7/1/2024 25.5640 26.8423 28.1844 29.5936 31.0733 4,431.09 4,652.66 4,885.29 5,129.56 5,386.03 53,173.12 55,831.88 58,623.50 61,554.74 64,632.36 Recreation Services Manager midmngt 239 5/10/2025 51.4246 53.9959 56.6956 59.5304 62.5069 8,913.60 9,359.29 9,827.24 10,318.60 10,834.53 106,963.22 112,311.42 117,926.90 123,823.18 130,014.30 Recreation Services Supervisor midmngt 454 5/10/2025 34.9676 36.7160 38.5518 40.4794 42.5034 6,061.06 6,364.11 6,682.30 7,016.43 7,367.25 72,732.66 76,369.28 80,187.64 84,197.10 88,407.02 Senior Accountant midmngt 233 5/10/2025 40.3696 42.3881 44.5075 46.7329 49.0695 6,997.40 7,347.28 7,714.63 8,100.37 8,505.38 83,968.82 88,167.30 92,575.60 97,204.38 102,064.56 Senior Collection System Maintenance Technician ibew2 198 1/1/2024 30.4681 31.9915 33.5911 35.2706 37.0341 5,281.14 5,545.19 5,822.46 6,113.58 6,419.25 63,373.74 66,542.32 69,869.54 73,362.90 77,030.98 Senior Consumer Service Field Rep ibew 906 1/1/2025 39.4903 41.4648 43.5380 45.7149 48.0006 6,844.98 7,187.22 7,546.59 7,923.91 8,320.11 82,139.72 86,246.68 90,559.04 95,086.94 99,841.30 Senior Electric Utility Inspector ibew 982 1/1/2025 50.3713 52.8899 55.5344 58.3111 61.2266 8,731.02 9,167.58 9,625.96 10,107.26 10,612.62 104,772.20 110,010.94 115,511.50 121,287.14 127,351.38 Senior Energy Services Specialist midmngt 992 5/10/2025 48.4771 50.9010 53.4460 56.1183 58.9241 8,402.70 8,822.84 9,263.97 9,727.16 10,213.52 100,832.42 105,874.08 111,167.68 116,725.96 122,562.18 Senior Finance Analyst cnfdtl 461 7/1/2024 49.0238 51.4750 54.0488 56.7513 59.5889 8,497.45 8,922.33 9,368.45 9,836.88 10,328.74 101,969.40 107,068.00 112,421.40 118,042.60 123,944.86 Senior Human Resources Analyst cnfdtl 846 7/1/2024 49.0238 51.4750 54.0488 56.7513 59.5889 8,497.45 8,922.33 9,368.45 9,836.88 10,328.74 101,969.40 107,068.00 112,421.40 118,042.60 123,944.86 Senior Information System Coordinator midmngt 284 5/10/2025 50.7313 53.2679 55.9313 58.7279 61.6643 8,793.42 9,233.10 9,694.75 10,179.50 10,688.47 105,521.00 110,797.18 116,337.00 122,153.98 128,261.64 Senior Office Specialist general 120 5/10/2025 23.6978 24.8826 26.1268 27.4331 28.8048 4,107.61 4,312.99 4,528.64 4,755.08 4,992.82 49,291.32 51,755.86 54,343.64 57,060.90 59,913.88 Senior Planner midmngt 228 5/10/2025 49.6411 52.1231 54.7293 57.4658 60.3390 8,604.46 9,034.68 9,486.40 9,960.73 10,458.76 103,253.54 108,416.10 113,836.84 119,528.76 125,505.12 Senior Police Dispatcher dispatch 606 7/20/2024 33.5899 35.2694 37.0329 38.8845 40.8288 5,822.25 6,113.36 6,419.03 6,739.98 7,076.98 69,866.94 73,360.30 77,028.38 80,879.76 84,923.80 Senior Risk Management Analyst cnfdtl 847 7/1/2024 49.0238 51.4750 54.0488 56.7513 59.5889 8,497.45 8,922.33 9,368.45 9,836.88 10,328.74 101,969.40 107,068.00 112,421.40 118,042.60 123,944.86 Senior Substation Electrician ibew 978 1/1/2025 59.1694 62.1279 65.2343 68.4960 71.9208 10,256.03 10,768.83 11,307.27 11,872.64 12,466.26 123,072.30 129,225.98 135,687.24 142,471.68 149,595.16 Senior Utilities Financial Analyst midmngt 213 7/1/2024 46.6321 48.9638 51.4120 53.9826 56.6818 8,082.90 8,487.05 8,911.41 9,356.99 9,824.84 96,994.82 101,844.60 106,936.96 112,283.86 117,898.04 Senior Wastewater Treatment Plant Operator ibew2 161 1/1/2024 39.0973 41.0521 43.1048 45.2600 47.5230 6,776.86 7,115.70 7,471.49 7,845.07 8,237.32 81,322.37 85,388.42 89,657.88 94,140.80 98,847.84 Senior Water Conservation Specialist general 993 7/1/2024 36.6845 38.5188 40.4448 42.4670 44.5904 6,358.65 6,676.58 7,010.42 7,360.95 7,729.00 76,303.78 80,119.00 84,125.08 88,331.36 92,747.98 Senior Water Distribution Operator ibew2 137 5/10/2025 38.1130 40.0186 42.0195 44.1205 46.3265 6,606.25 6,936.56 7,283.38 7,647.55 8,029.93 79,275.04 83,238.74 87,400.56 91,770.64 96,359.12 Senior Water Production Operator ibew2 899 5/10/2025 42.7239 44.8601 47.1031 49.4583 51.9311 7,405.47 7,775.76 8,164.54 8,572.76 9,001.40 88,865.66 93,309.06 97,974.50 102,873.16 108,016.74 Service Crew Supervisor ibew 915 1/1/2025 66.5694 69.8979 73.3928 77.0624 80.9155 11,538.69 12,115.63 12,721.41 13,357.48 14,025.35 138,464.30 145,387.58 152,656.92 160,289.74 168,304.24 Storekeeper general 147 5/10/2025 24.9068 26.1521 27.4598 28.8328 30.2744 4,317.17 4,533.04 4,759.69 4,997.68 5,247.56 51,806.04 54,396.42 57,116.28 59,972.12 62,970.70 Substation Electrician ibew 977 1/1/2025 53.7878 56.4771 59.3010 62.2660 65.3793 9,323.21 9,789.37 10,278.84 10,792.77 11,332.40 111,878.52 117,472.42 123,346.08 129,513.28 135,988.84 Substation Electrician Apprentice ibew 976 1/1/2025 48.0850 50.4893 53.0138 55.6645 58.4478 8,334.73 8,751.47 9,189.05 9,648.51 10,130.94 100,016.80 105,017.64 110,268.60 115,782.16 121,571.32 Substation Operations Supervisor ibew 979 1/1/2025 65.5056 68.7809 72.2199 75.8309 79.6224 11,354.31 11,922.02 12,518.11 13,144.02 13,801.21 136,251.70 143,064.22 150,217.34 157,728.22 165,614.54 Substation Superintendent midmngt 225 5/10/2025 68.6689 72.1024 75.7075 79.4929 83.4675 11,902.61 12,497.75 13,122.63 13,778.77 14,467.70 142,831.26 149,972.94 157,471.60 165,345.18 173,612.40 Supervising Communication Dispatcher dispatch 608 7/20/2024 40.3150 42.3308 44.4473 46.6696 49.0031 6,987.93 7,337.33 7,704.19 8,089.40 8,493.88 83,855.20 88,047.96 92,450.28 97,072.82 101,926.50 Transmission/Distr. Superintendent midmngt 217 7/1/2024 63.5059 66.6811 70.0151 73.5159 77.1916 11,007.69 11,558.06 12,135.96 12,742.75 13,379.88 132,092.24 138,696.74 145,631.46 152,913.02 160,558.58 Utilities Business Systems Analyst midmngt 205 5/10/2025 49.3196 51.7856 54.3749 57.0936 59.9483 8,548.74 8,976.18 9,424.98 9,896.23 10,391.03 102,584.82 107,714.10 113,099.74 118,754.74 124,692.36 Utilities Engineer midmngt 297 5/10/2025 57.2646 60.1279 63.1343 66.2910 69.6055 9,925.87 10,422.17 10,943.27 11,490.44 12,064.95 119,110.42 125,065.98 131,319.24 137,885.28 144,779.44 Utilities Executive Assistant midmngt 998 5/10/2025 29.8191 31.3101 32.8756 34.5194 36.2454 5,168.65 5,427.09 5,698.44 5,983.36 6,282.53 62,023.78 65,125.06 68,381.30 71,800.30 75,390.38 Utilities Planning Manager midmngt 450 5/10/2025 74.7956 78.5354 82.4621 86.5853 90.9145 12,964.58 13,612.80 14,293.44 15,008.11 15,758.51 155,574.90 163,353.58 171,521.22 180,097.32 189,102.16 Utilities Plans Examiner midmngt 236 7/1/2024 32.1406 33.7476 35.4350 37.2068 39.0671 5,571.04 5,849.59 6,142.07 6,449.17 6,771.64 66,852.47 70,195.06 73,704.80 77,390.04 81,259.62 Utility Resource Analyst midmngt 497 5/10/2025 54.9151 57.6609 60.5439 63.5711 66.7496 9,518.62 9,994.55 10,494.27 11,019.00 11,569.94 114,223.46 119,934.62 125,931.26 132,227.94 138,839.22 Warehouse Supervisor midmngt 275 5/10/2025 34.6403 36.3723 38.1909 40.1004 42.1054 6,004.31 6,304.52 6,619.75 6,950.73 7,298.27 72,051.72 75,654.28 79,437.02 83,408.78 87,579.18 Wastewater Treatment Plant Mechanic I ibew2 155 5/10/2025 29.1213 30.5774 32.1063 33.7116 35.3973 5,047.68 5,300.08 5,565.08 5,843.35 6,135.52 60,572.20 63,600.94 66,781.00 70,120.18 73,626.28 Wastewater Treatment Plant Mechanic II ibew2 159 1/1/2024 34.1733 35.8819 37.6760 39.5598 41.5378 5,923.37 6,219.53 6,530.51 6,857.02 7,199.88 71,080.41 74,634.30 78,366.08 82,284.28 86,398.52 Wastewater Treatment Plant Operator I ibew2 133 1/1/2024 29.5787 31.0576 32.6105 34.2410 35.9530 5,126.98 5,383.32 5,652.49 5,935.11 6,231.85 61,523.80 64,599.86 67,829.84 71,221.28 74,782.24 Wastewater Treatment Plant Operator II ibew2 184 1/1/2024 34.0072 35.7075 37.4929 39.3675 41.3359 5,894.58 6,189.30 6,498.77 6,823.70 7,164.89 70,734.96 74,271.60 77,985.18 81,884.40 85,978.62 Wastewater Utilities Supervisor midmngt 255 5/10/2025 49.5151 51.9909 54.5904 57.3199 60.1859 8,582.62 9,011.75 9,462.33 9,935.45 10,432.22 102,991.46 108,141.02 113,547.98 119,225.34 125,186.62 Water & Wastewater Operations Manager midmngt 299 5/10/2025 69.7529 73.2405 76.9025 80.7476 84.7850 12,090.50 12,695.02 13,329.77 13,996.26 14,696.07 145,085.98 152,340.24 159,957.20 167,955.06 176,352.80 Water Conservation Specialist general 189 7/1/2024 33.2608 34.9239 36.6701 38.5036 40.4288 5,765.20 6,053.47 6,356.16 6,673.96 7,007.65 69,182.44 72,641.66 76,273.86 80,087.54 84,091.80 Water Distribution Foreperson ibew2 898 5/10/2025 40.1831 42.1923 44.3019 46.5170 48.8429 6,965.08 7,313.32 7,678.99 8,062.95 8,466.10 83,580.90 87,759.88 92,147.90 96,755.36 101,593.18 Water Distribution Operator I ibew2 100 5/10/2025 28.7791 30.2181 31.7290 33.3155 34.9813 4,988.38 5,237.81 5,499.69 5,774.69 6,063.42 59,860.58 62,853.70 65,996.32 69,296.24 72,761.00 Water Distribution Operator II ibew2 146 5/10/2025 32.7728 34.4114 36.1320 37.9386 39.8355 5,680.61 5,964.64 6,262.88 6,576.03 6,904.82 68,167.32 71,575.66 75,154.56 78,912.34 82,857.84 Water Distribution Operator III ibew2 181 1/1/2024 33.6582 35.3411 37.1081 38.9635 40.9116 5,834.08 6,125.80 6,432.08 6,753.67 7,091.35 70,008.98 73,509.54 77,184.90 81,044.08 85,096.18 Water Distribution Supervisor midmngt 448 5/10/2025 50.4313 52.9529 55.6005 58.3805 61.2995 8,741.42 9,178.50 9,637.42 10,119.29 10,625.25 104,897.00 110,141.98 115,649.04 121,431.44 127,502.96 Water Production Supervisor midmngt 447 5/10/2025 50.5016 53.0268 55.6781 58.4620 61.3851 8,753.62 9,191.30 9,650.88 10,133.41 10,640.09 105,043.38 110,295.64 115,810.50 121,600.96 127,681.06 Water Production Operator I ibew2 895 5/10/2025 31.7365 33.3234 34.9895 36.7390 38.5760 5,500.99 5,776.05 6,064.85 6,368.09 6,686.51 66,011.92 69,312.62 72,778.16 76,417.12 80,238.08 Water Production Operator II ibew2 896 5/10/2025 35.0410 36.7930 38.6326 40.5643 42.5925 6,073.77 6,377.45 6,696.32 7,031.14 7,382.70 72,885.28 76,529.44 80,355.86 84,373.64 88,592.40 Water Production Operator III ibew2 897 5/10/2025 41.1269 43.1833 45.3424 47.6095 49.9900 7,128.66 7,485.10 7,859.35 8,252.31 8,664.93 85,543.90 89,821.16 94,312.14 99,027.76 103,979.20 * Executive unit members on contract with maximum allowable salary amounts listed in Step E The City of Colton salary schedule may be updated intermittently to include salary revisions contractually provisioned by Council-approved MOUs

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RESOLUTION NO. R-81-25

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COLTON TO

APPROVE CONTRIBUTIONS TO THE IAFF MEDICAL EXPENSE
REIMBURSEMENT PLAN FOR THE EMPLOYEE’S REPRESENTED BY
THE COLTON FIRE FIGHTERS’ ASSOCIATION

WHEREAS, employees of the City of Colton (the “City”), who are in the Colton Fire Fighters Association bargaining unit represented by IAFF Local 935, participate in the IAFF Medical Expense Reimbursement Plan (the “Plan”), which provides reimbursement for medical expenses for retired fire fighters who meet the eligibility rules of the Plan; and WHEREAS, IAFF Local 935 employees participate in the Plan through employee and/or employer contributions under the Memorandum of Understanding Between the City of Colton and the Colton Fire Fighters Association (the “CBA”); and
WHEREAS, certain fire fighter employees, who have promoted out of IAFF Local 935, have requested to continue participation in the Plan through mandatory employee and/or employer contributions after their promotion; and
WHEREAS, the governing body of the City of Colton has the authority to require mandatory deductions from employee payroll as part of the employees’ compensation package, for contributions to such Plan to correspond to the CBA of the Local, as stated herein:

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Colton does hereby resolve as follows:

SECTION 1. That all of the above recitals are true and correct;

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SECTION 2. “Promoted Employee” is defined as an employee, who previously participated in the Plan through prior employment or promotes out of the IAFF Local 935 bargaining unit on or after July 1, 2025.

SECTION 3. The City shall implement a Promoted Employee monthly or pay period mandatory payroll deduction to be deposited pre-tax with the Washington State Council of Fire Fighters Benefit Trust (the “Trust”). This contribution shall be in the same amount and adjusted whenever, and in the same amount, the contribution amount in the CBA between the City and IAFF Local 935 is adjusted.

SECTION 4. That upon retirement and/or annually the City shall transfer to the Trust pre-tax the same percentage of the sick and/or vacation leave payout that the Promoted Employee is entitled to based upon the Promoted Employee’s rate of pay immediately preceding transfer.

This percentage shall match the percentage in the CBA between the City and IAFF Local 935 and shall be adjusted whenever, and in the same amount, the leave transfer in the CBA is adjusted.

SECTION 5. Except as otherwise stated in Sections 3 and 4 hereof, all aspects of the Plan contributions for Promoted Employees, including the timing, manner, and reporting of the contributions will be determined according to the terms of IAFF Local 935 CBA with the City, as amended from time to time.

SECTION 6. That this Resolution shall take effect upon its adoption by this City Council.

PASSED, APPROVED, AND ADOPTED this 7th day of October 2025:

City of Colton

FRANK J. NAVARRO, Mayor

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ATTEST:

Issac Suchil, City Clerk

MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF COLTON
AND

THE COLTON FIREFIGHTERS ASSOCIATION

TERM
July 1, 2025 – June 30, 2027

Table of Contents
ARTICLE I – EMPLOYER-EMPLOYEE RELATIONS ..................................................................................... 4 Section 1: Recognition .............................................................................................................................. 4 Section 2: Management Rights ................................................................................................................ 4 Section 3: Association Rights ................................................................................................................... 4 Section 4: Grievance Procedure .............................................................................................................. 5 Section 5: Discipline .................................................................................................................................. 8 Section 6: Payroll Deductions ................................................................................................................ 14 Section 7: Labor Management Committee ........................................................................................... 14 ARTICLE II – COMPENSATION ........................................................................................................................ 14 Section 1: Salary ..................................................................................................................................... 14 Section 2: Promotional Step Placement ................................................................................................ 15 Section 3: Paramedic Incentive.............................................................................................................. 15 Section 4: Paramedic Re-Certification .................................................................................................. 15 Section 5: Performance Evaluations ..................................................................................................... 15 Section 6: Overtime ................................................................................................................................ 16 Section 7: Acting Out of Class Pay ........................................................................................................ 19 Section 8: Longevity Pay ........................................................................................................................ 20 Section 9: Bilingual Pay .......................................................................................................................... 21 Section 10: Training Captain Incentive .................................................................................................. 21 Section 11: Special Certification Pay ...................................................................................................... 21 Section 12: Special Assignment Pay for Arson Investigator ................................................................. 21 Section 13: Retroactive Pay Calculations ............................................................................................... 22 Section 14: Signing Bonus ........................................................................................................................ 22 ARTICLE III – FRINGE BENEFITS ................................................................................................................... 24 Section 1: Cafeteria Plan ........................................................................................................................ 24 Section 2: Retirees' Health Insurance Participation ............................................................................ 25 Section 3: Retirement ............................................................................................................................. 25 Section 4: Life Insurance ........................................................................................................................ 26 Section 5: Long Term Disability/PERS Survivor’s Benefit and Uniform Allowance ....................... 26 Section 6: Uniforms ................................................................................................................................ 26 Section 7: Educational Incentive Benefits ............................................................................................. 28 Section 8: Social Security ....................................................................................................................... 28 Section 9: Medicare ................................................................................................................................ 28 Section 10: Separate Checks .................................................................................................................... 28 Section 11: Tuition Reimbursement ........................................................................................................ 28

Section 12. Voluntary 401a Retirement Plan ......................................................................................... 28 Section 13: Wellness Program ................................................................................................................. 29 Section 14: Medical Expense Reimbursement Plan (MERP) ................................................................ 29 ARTICLE IV – LEAVES ...................................................................................................................................... 30 Section 1: Vacation ................................................................................................................................. 31 Section 2: Administrative Leave (BC/FM) ........................................................................................... 32 Section 3: Holidays ................................................................................................................................. 32 Section 4: Sick Leave .............................................................................................................................. 33 Section 5: Bereavement Leave ............................................................................................................... 36 Section 6: Military Leave ....................................................................................................................... 36 Section 7: Jury Duty ............................................................................................................................... 37 Section 8: Employee Witness Leave ...................................................................................................... 37 Section 9: Leave Without Pay ................................................................................................................ 37 ARTICLE V – WORKING CONDITIONS .......................................................................................................... 37 Section 1: Hours ...................................................................................................................................... 37 Section 2: 48/96 Christmas Language ................................................................................................... 38 Section 3: Staffing ................................................................................................................................... 38 Section 4: No Smoking Policy ................................................................................................................ 45 Section 5: Station Maintenance ............................................................................................................. 45 Section 6: Layoff and Demotion Policy ................................................................................................. 45 Section 7: Seniority Points for Examinations ....................................................................................... 46 Section 8: Nepotism Policy ..................................................................................................................... 46 ARTICLE VI – GENERAL PROVISIONS .......................................................................................................... 46 Section 1: Effect of MOU ....................................................................................................................... 46 Section 2: Savings Clause ....................................................................................................................... 46 Section 3: Maintenance of Benefits ....................................................................................................... 46 Section 4: Waiver Clause ....................................................................................................................... 47 Section 5: Term of MOU ........................................................................................................................ 47 Section 6: Council Action ....................................................................................................................... 47

ARTICLE I – EMPLOYER-EMPLOYEE RELATIONS

Section 1: Recognition

The City recognizes the Colton Firefighters Association as the recognized bargaining agent for the following classifications:

Battalion Chief/Fire Marshal
Fire Battalion Chief
Fire Captain
Fire Engineer
Firefighter
Firefighter Medic

Section 2: Management Rights

It is understood and agreed that the City retains all of its powers and authority to direct, manage, and control to the full extent of the law. Included in, but not limited, to those duties and powers are the rights to: determine its organization; direct the work of its employees; determine the times and hours of operation; determine the level, means, and kinds of services to be provided; establish its policies, goals, and objectives; determine staffing patterns; determine the number and kinds of personnel required; contract out work, transfer work out of the unit, maintain the efficiency of City operations, build, move, or modify facilities; establish budget procedures and determine budgetary allocation; determine the methods of raising revenue and take action on any matter in the event of an emergency. Emergency is a sudden, generally unexpected, occurrence or occasion requiring immediate action, which affects City facilities or equipment or otherwise involves an Act of God or specific governmental order r equiring the City to take certain action or refrain from taking certain action. In addition, the City retains the right to hire, classify, assign, evaluate, promote, discipline and terminate employees.

Except as provided for herein, the City shall not contract out any Association work, including but not limited to Fire Fighting, EMS, Fire Prevention or any such work associated with the emergency readiness of the Fire Department as presently it exists. Ho wever, the City may, after all local sources have been utilized, contract out for EMS.

Prior to implementing any decision to contract out, the City shall notify and negotiate, upon request, the effect of such decision on the terms and conditions of employment of Unit members to the extent such effects are negotiable.

Section 3: Association Rights

It is agreed that the Association shall have access to use of City facilities for the conduct of general membership, Board and Committee meetings. The Association agrees that meetings shall not cause undue disruption of City business by either frequency or duration. The Association shall notify the Fire Chief or his designated representative prior to Association meetings utilizing City facilities.

Two members of the negotiating team shall be allowed reasonable time off with pay for all meetings for meeting and conferring which shall be mutually set by the City and the Association.

Additional employees of the negotiating team, with the approval of th e Fire Chief, or his designated representative, may be allowed time off with pay for meeting and conferring.

On June 1st and January 1st of each fiscal year, an employee may voluntarily designate any portion of accrued vacation or holiday time to be transferred to a separate account to be used for Association business. This notification shall be in writing and is irrevocable. The use of such time is at the sole discretion of the Association. Scheduling such time off is subject to the same restrictions currently in effect for scheduling vacation and holiday time off. Any time left in the account as of June 30th of each year shall be carried over to the following year.

Section 4: Grievance Procedure

I. STATEMENT OF PURPOSE

The purpose and objectives of the grievance procedure are to:

A. Assure fair and equitable treatment of all employees and to promote harmonious relations among employees and their supervisors.

B. Afford employees a written and simple means of obtaining consideration of their grievance by informal means at the supervisory level and review of the supervisor's decisions.

C. Resolve grievances as quickly as possible and to correct, if possible, the causes of grievances, thereby reducing the number of grievances and future similar complaints.

II. DEFINITIONS

A. Day: A work day unless otherwise stated. A workday is a day on which City Hall is open for business for its full normal working hours.

B. Grievant: Any employee in the Fire Unit. An Association may file a grievance on behalf of itself or its members.

C. Grievance: An alleged violation or non -compliance with the provisions of this MOU, any supplemental MOU, City of Colton's written or unwritten personnel rules and regulations, departmental rules and regulations, and other policies and practices.

D. Representative: A person who, at the request of the employee or supervisor, is invited to participate in the grievance or conferences.

E. Immediate Supervisor: The person having evaluation responsibility for the Grievant.

F. Class Grievance:

1. Each employee must submit their grievance in writing. Individual grievances may be treated as a single grievance or as a class at the discretion of the parties.

2. Resolution of a class grievance may not be consistent among all grievant’s in the class grievance due to differences in circumstances or occurrences, which brought about the grievance.

3. Any grievant unsatisfied with the decision at any procedural step shall retain their individual right to appeal to the next step in the grievance procedure.

G. Answer: An answer is the response to the grievance at any of Steps A-D in Part III. All answers must be written. If an answer does not resolve the grievance to the grievant's satisfaction, the answer will inform the grievant of the next step in the grievance procedure, and the time deadline for processing.

III. PROCEDURE

Informal Resolution:

Within ten (10) business days after a grievant knew, or by reasonable diligence should have known, of the condition upon which a grievance may be based, the grievant shall attempt to resolve it by an informal conference with the grievant's immediate supervisor. This step will be deemed waived if the immediate supervisor, or the immediate supervisor's action, is the subject of the grievance.

Every effort shall be made to resolve a grievance through discussion between the employee and the employee's immediate supervisor. It is the spirit and intent of this procedure that all grievances are settled quietly and fairly without any subsequent discr imination against employees who may seek to adjust a grievance. Every effort shall be made to find an acceptable solution at the lowest level of supervision.

The supervisor will answer the grievance, in writing, within ten (10) business days of presentation by the employee.

Formal Resolution:

If the problem cannot be resolved between the employee and the immediate supervisor at Informal Resolution stage, the employee may, within ten (10) business days from the date of receiving the written answer from the supervisor, request an interview with the Battalion Chief or Deputy Fire Chief , if one exists, in order to discuss the grievance. The meeting with the Battalion Chief or Deputy Fire Chief will be held within ten (10) business days of the employee submitting the request for the meeting.

The Battalion Chief or Deputy Fire Chief will answer within ten (10) business days of meeting with the grievant(s).

A. If the Battalion Chief or Deputy Fire Chief and the employee cannot reach a solution to the grievance, the employee may, within ten (10) business days from the date of receiving the answer from the Battalion Chief or Deputy Fire Chief, request in writing and be granted an interview with the Fire Chief. The interview will be scheduled within ten (10) business days of the employee submitting the request.

The Fire Chief shall render an answer within ten (10) business days of meeting with the grievant.

B. If the Fire Chief and employee are unable to arrive at a satisfactory solution, the employee may, within ten (10) business days from the date of the decision by the Fire Chief, submit a written appeal to the City Manager. The City Manager shall schedule a meeting with the grievant within ten (10) business days of receiving the appeal. The City Manager shall meet with the grievant and review the grievance and shall answer within ten (10) business days of discussing the grievance.

C. If the grievant is not satisfied with the decision of the City Manager, the grievant may, within ten (10) business days from the date of receiving the decision of the City Manager, submit a written request to the City Manager for the grievance to be heard by an arbitrator/hearing officer.

If the parties are unable to mutually select an arbitrator, the State Mediation and Conciliation Service shall be requested to submit a list of seven persons qualified to act as arbitrators. Within five (5) business days following receipt of the list of arbitrators, the parties shall select an arbitrator. The parties shall alternately strike one name from the list until one name remains. The right to strike the first name is determined by coin toss.

Each party shall bear equally the cost of the fees and expenses of the arbitrator and court reporter, if any. Each party shall bear its own witness and attorney fees.

The arbitrator/hearing officer shall render a decision in writing within thirty ( 30) calendar days of the close of the hearing or of receipt of closing briefs, whichever is later.

D. Decision of the Arbitrator: The decision, opinion, and award of the arbitrator shall be final and binding upon all parties, subject to review only under the provisions of California Code of Civil Procedure Section 1280 et seq. The arbitrator shall not have the power to add to, subtr act from, or modify any of the terms of this MOU and shall not have jurisdiction to make any award which would not have been authorized under applicable authority in the absence of this agreement to arbitrate, except by the joint prior authorization of the parties hereto.

IV. REPRESENTATION

A. An employee may request representation of their choice at any stage of the grievance procedure.

B. The grievant and designated representative shall receive release time for the purpose of representing the grievant at any step. For purposes of this section, representation includes reasonable preparation and consultation.

C. The only limit on the grievant's representation is that there may be only one other person from the bargaining unit on paid status. Representation shall not inordinately interfere with the normal course of City business.

D. Self-Representation:

1. In the event a grievant elects to exercise the right to self-representation, and objects to the attendance of an Association Steward and/or Business Representative, such individuals shall be excluded; provided, however, representatives of the Association will have certain rights of access to the records of the grievance proceeding. This right of access is provided in recognition of the Association’s interest in effective representation of its members.

2. Accordingly, the City of Colton shall provide the Association access to:
a) information concerning the nature of the grievance;
b) any procedures utilized during the course of the grievance proceeding; c) the results of the grievance proceeding, including any discipline imposed.

3. However, in order to recognize the personal privacy interests of employees, the City shall delete from the grievance record:
a) the name of the employee filing the grievance;
b) the employee’s social security number, address, telephone number, and; c) any other personal information protected under rights of privacy.

V. TIME LIMITS

A. Failure by a grievant to meet a deadline set in this procedure shall terminate the grievance, and the grievant shall not have a right to refile on the same set of facts, unless good cause is shown for the delay, or if the City waives the deadline.

B. Failure by the City to meet a deadline shall give the grievant the right to proceed to the next step.

C. Time limits in this procedure may be extended by mutual written agreement between the parties.

Section 5: Discipline

I. STATEMENT OF PURPOSES

To establish a uniform method of employee discipline and due process requirements that comply with the Firefighters Procedural Bill of Rights Act (Government Code §§ 3250 et seq.).

The rights and protections conveyed by the Firefighters Procedural Bill of Rights Act “shall only apply to a firefighter during the events and circumstances involving the performance of his or her official duties.” (Government Code § 3262.) Investigations and interrogations shall be conducted in accordance with Government Code section 3253.

II. DEFINITIONS

A. “Discipline/Punitive Action.” Any action that may lead to dismissal, demotion, suspension, reduction in salary, written reprimand or transfer for purposes of punishment within the meaning of Government Code section 3251(c).)

B. “Firefighter.” Any employee employed by a public agency, including but not limited to, any firefighter who is a paramedic or emergency medical technician, irrespective of rank. However, “firefighter” does not include an inmate of a state or local correctional agency who performs fir efighting or related duties or persons who are subject to Chapter 9.7 of the Government Code (commencing with Section 3300). The Firefighters Procedural Bill of Rights Act does not apply to any employee who has not successfully c ompleted the a pplicable probationary period. (Government Code § 3251(a)).

C. “Minor Discipline.” Minor discipline is considered punitive action that does not involve termination or suspension without pay for more than two (2) days. Examples include, but are not limited to, written reprimands, suspensions without pay of two (2) days or less, reduction in pay for thirty (30) days or less, and disciplinary transfers.

D. “Major Discipline.” Major discipline is considered punitive action that involves termination, disciplinary demotions, pay reductions, suspensions without pay of more than two (2) days, and reductions in pay for more than thirty (30) days.

III. DISCIPLINARY ACTIONS AND PROCEDURES

A. Procedure for Minor Discipline:

1. Notice of Discipline. Minor discipline shall be implemented in the form of a Notice of Discipline, such as a written reprimand or notice of suspension, and shall set forth the acts or omissions that provide the basis for the discipline. It shall also specify the City and/or Department rules, regulations, policies, and procedures that the employee violated.

2. Written Response. An employee may prepare a written response to the Notice of Discipline, which will accompany the Notice of Discipline in the employee’s

personnel file. A n employee shall have thirty (30) calendar days within which to submit the written response to the Office of the Fire Chief.

3. Informal Administrative Appeal . In addition to the right to submit a written response to a Notice of Discipline, a n employee is entitled to an informal administrative appeal.

4. Minor Discipline Appeal Procedures . A n employee who receives a Notice of Discipline under this section may appeal to the Fire Chief. Any such request to appeal must be in writing and received in the Office of the Fire Chief within ten (10) calendar days from the date the Notice of Discipline is served on the employee.

Thereafter, an informal hearing shall be scheduled before the Fire Chief. In the informal hearing, the Fire Chief shall regulate the course of the proceeding, and shall permit the parties and may permit others to offer written or oral comments on the issues. The Fire Chief may limit the formality of the proceeding or formal use of witnesses, testimony, and evidence.

5. The decision of the Fire Chief shall be in writing and shall be final.

B. Major Discipline Procedures.

1. Notice of Intent to Discipline : Major discipline shall be initiated in the form of a Notice of Intent to Discipline (such as a Notice of Intent to Terminate). The Notice of Intent to Discipline shall include the following:

a. The proposed disciplinary action to be taken.
b. The proposed effective date of such action.
c. A statement of charges against the employee, which set forth the acts or omissions that provide the basis for the intended discipline. It shall also specify the City and/or Department rules, regulations, policies, and procedures that the employee is alleged to have violated.
d. The materials upon which the intended action is based in accordance with the requirements set forth in Skelly v. State Personnel Board. e. Notice that the employee has the right to respond to the proposed action in writing or verbally at a specified place and time in an informal meeting (i.e., a “Skelly” meeting), which shall be within ten (10) calendar days of the date that the Notice of Intent to Discipline is served on the employee.

2. Right to Respond: Upon receipt of a Notice of Intent to Discipline, the employee shall have the right to respond to the Fire Chief, or designee, in writing or verbally in an informal meeting (i.e., “Skelly” meeting) prior to the imposition of discipline.

3. Notice of Disciplinary Action: After the receipt of the employee’s written or verbal response to the Notice of Intent to Discipline, or after the time to respond has passed, the Fire Chief or designee shall notify the employee in writing of the final decision regarding the intended discipline. If the Fire Chief or designee determines

to proceed with a form of major discipline, a Notice of Disciplinary Action (such as a Notice of Termination) shall be provided to the employee as follows:

a. The Notice of Disciplinary Action shall be issued within thirty (30) calendar days of the final decision. The disciplin e that is imposed shall not be effective sooner than 48 hours after the Notice of Disciplinary Action is provided. b. The Notice of Disciplinary Action shall contain:
i. The effective date of such action.
ii. A statement of charges against the employee, which set forth the acts or omissions that provide the basis for the discipline. It shall also specify the City and/or Department rules, regulations, policies, and procedures that the employee violated.
iii. The materials upon which the action is based.
iv. Notice that the employee has the right to request an appeal by filing with the Office of the City Manager a Notice of Defense pursuant to Government Code section 11506 within fifteen (15) calendar days of service of the Notice of Disciplinary Action and that failure to do so will constitute a waiver of the employee right to an appeal. The Notice of Disciplinary Action issued shall serve as the Accusation as described in Government Code §11503.
v. A statement substantially in the following form: “Unless a written request for a hearing signed by you or on your behalf is delivered or mailed to the Office of the City Manager within fifteen (15) calendar days after the Notice of Disciplinary Action was personally served on you or mailed to you, the Department may proceed with the action without a hearing. The request for a hearing may be made by delivering or mailing the enclosed form entitled Notice of De fense, or delivering or mailing a notice of defense as provided by Government Code section 11506, to the Office of the City Manager. You may, but need not, be represented by counsel at any or all stages of these proceedings. If you desire the names and addresses of witnesses or an opportunity to inspect and copy the items mentioned in Government Code section 11507.6 in the possession, custody, or control of the Department, you may contact the Fire Chief. If you request a hearing, the hearing may be postponed for good cause. If you have good cause, you are obliged to notify the Department or, if an administrative law judge has been assigned to the hearing, the Office of Administrative Hearings, within ten (10) business days after you discover the good cause. Failur e to give notice within ten (10) business days will deprive you of a postponement.”

4. Major Discipline Appeal Procedures : The appeal of major discipline shall be in accordance with the procedures set forth herein and Government Code section 11500 et seq. (the “Administrative Procedure Act”). (Government Code § 3254.5.) Any request to appeal (i.e., a Notice of Defense) must be received in the Office of the City Manager within fifteen (15) calendar days of the date that the Notice of Disciplinary Action is served on the employee.

5. The hearing shall be presided over and heard by a hearing officer or arbitrator The City shall provide a Notice of Hearing to the employee at least ten (10) calendar days prior to the hearing, and in accordance with Government Code section 11509.

6. If the parties are unable to mutually select an arbitrator, the State Mediation and Conciliation Service shall be requested to submit a list of seven persons qualified to act as arbitrators. Within ten (10) calendar days following receipt of the list of arbitrators, the parties shall select an arbitrator. The parties shall alternately strike one name from the list until one name remains. The right to strike the first name is determined by coin toss.

7. Each party shall bear equally the cost of the fees and expenses of the arbitrator and court reporter, if any. Each party shall bear its own witness and attorney fees.

8. The arbitrator/hearing officer shall render a decision in writing within thirty (30) calendar days of the close of the hearing or of receipt of closing briefs, whichever is later.

9. All Disciplinary Actions : If the arbitrator finds that the disciplinary action was taken for reasonable cause, the arbitrator shall sustain the action.

10. Suspension/Reductions in Class or Salary : If the action is modified or rescinded, the appellant shall be entitled to restoration of pay and/or fringe benefits in a manner consistent with the arbitrator's decision. However, the action may not be modified so as to increase the penalty imposed by the Department.

11. Discharge: If the arbitrator finds that the order of discharge should be modified to another form of discipline, the appellant shall be restored to a position in their former class subject to forfeiture of pay and fringe benefits for all or a portion of the period of time the appellant was removed from duty, as determined by the arbitrator.

12. If the arbitrator finds that the order of discharge should be rescinded and no discipline imposed, the appellant shall be reinstated in a position in their former class and shall receive pay and fringe benefits for all of the period of time the employee was removed from duty.

13. Restriction on Remedies:

a. The City shall not be liable for restoring pay and fringe benefits for any period(s) of time the appellant was reduced or removed from duty, which results from the appealing party's request for written briefs and/or a transcript of the arbitration proceedings.
b. Restoration of pay and benefits shall be subject to deduction of all unemployment insurance payments received. Outside earnings received since

the date of discharge, but which appellant would not likely have earned but for the discharge, shall also be deducted.

14. General Provisions:

a. Grievance/Appeal hearings by an arbitrator shall be private. b. Demand for Exchange of Evidence : Upon written request by either of the opposing parties in a pending hearing given at least twenty (20) calendar days prior to the scheduled hearing date, each party shall supply to the party copies of all documentary evidence to be used by that party at the hearing. Such evidence shall be provided no later than five (5) calendar days prior to the scheduled hearing date. Any evidence not so provided may not be admitted or offered as evidence at the subsequent hearing except that any such documentary evidence discovered by a party after such a request for copies, but not so on enough to comply with the above t ime limits, may be admitted providing it could not have been discovered sooner by reasonable means and provided further that a copy or copies of such evidence be afforded the requesting party as soon as practicable after such discovery. Nothing contained herein shall operate to prevent either party from presenting additional documents by way of rebuttal.
c. An employee shall not suffer loss of pay from their City position for time spent as a witness at an arbitration hearing held pursuant to this procedure during that employee's regular work hours (City ordered). The number of witnesses requested to attend, and their scheduling, shall be reasonable. d. At the hearing, both the appealing employee and the City shall have the right to be heard and to present evidence. The following rules shall apply:
i. Oral evidence shall be taken only on oath or affirmation. ii. Each party shall have these rights: to call and examine witnesses, to introduce exhibits, to cross -examine opposing witnesses on any matter relevant to the issues even though that matter was not covered in the direct examination, to impeach any witness reg ardless of which party first called the witness to testify, and to rebut the evidence against the witness. If the employee does not testify on their own behalf, the employee may be called and examined as if under cross-examination.
e. The hearing need not be conducted according to technical rules relating to evidence and witnesses. Any relevant evidence shall be admitted if it is the sort of evidence on which responsible persons are accustomed to rely in the conduct of serious affairs, regardless of the existence of any common law or statutory rule which might have made improper the admission of such evidence over objection in civil actions. Hearsay evidence may be used for the purpose of supplementing or explaining any direct evidence b ut shall not be sufficient in itself to support a finding unless it would be admissible over objection in civil actions. The rules of privilege shall be effective to the same extent that they are now or hereafter may be recognized in civil actions, and irr elevant and unduly repetitious evidence shall be excluded.

15. Decision of the Arbitrator. The decision, opinion, and award of the arbitrator shall be final and binding upon all parties, subject to review only under the provisions of California Code of Civil Procedure Section 1280 et seq. The arbitrator shall not have the power to add to, subt ract from, or modify any of the terms of this MOU and shall not have jurisdiction to make any award which would not have been authorized under applicable authority in the absence of this agreement to arbitrate, except by the joint prior authorization of the parties hereto.

Section 6: Payroll Deductions

The City agrees to deduct dues and assessments in an amount certified to be correct by the Secretary/Treasurer of the Association and/or the elected Association representative, from the pay of those employees who individually request, in writing, that such deductions be made in accordance with the terms and conditions of said request, the first two pay periods each month.

When there are three pay periods in a month, dues and assessments shall be deducted only twice in that month. The City shall forward the total amount of dues deducted to the Treasurer of the Association.

The procedures required for the payroll deduction of dues and assessments shall be subject to the policies of the Finance Department and other affected departments of the City. The Association shall indemnify and hold the City harmless from any and all claims, demands or suits, or any other action arising from the deduction of dues and assessments.

Section 7: Labor Management Committee

A Labor Management Committee shall be established to discuss matters affecting employer/employee relations. Meetings shall b e held on a mutually agreeable basis. The committee shall be composed of four City employees, two employees selected by Management and two employees selected by the Association.

ARTICLE II – COMPENSATION

Section 1: Salary

All employees in the above -represented classifications shall receive a base salary as set forth in the Pay and Classification Plan for the City of Colton.

Effective the first pay period following ratification and approval of MOU , all bargaining unit members shall receive a three percent (3%) across the board salary increase.

Effective on the first pay per iod, which includes July 1, 202 6, all bargaining unit members shall receive four percent (4%) across the board salary increase.

The City and Fire Association will jointly conduct a salary survey prior to the next negotiations process. The salary survey will include the following data and survey cities:

Top step base pay.

City contributions towards Medical, Dental, and Vision insurance.

Deferred Compensation Contribution by City/Agency. Fitness pay Uniform Allowance Bilingual Pay
Maximum longevity pay
Maximum education incentive pay and certificate pay. Maximum uniform allowance Shift Differential Resident pay
Employer Paid Member Contribution (represents the amount the employer pays to PERS).

Retiree plan (i.e., 2%@50, 3%@50, 3%@55, etc.).

The cities of Rialto, Redlands, Chino Valley Fire District , Montclair, Ontario, and Rancho Cucamonga shall be included in any future salary/compensation surveys. No cities shall be added to or removed from this list during the term of this MOU.

For the purposes of salary surveys, the Battalion Chief/Fire Marshal classification is benchmarked to the Battalion Chief classification.

Section 2: Promotional Step Placement

Employees will be placed at “D” step during the probationary year. Upon successful completion of the probationary year, the employee will move to “E” step. If placement in “D” step would result in a reduction in pay, the employee shall be placed at the next highest step so that a reduction in pay does not occur. New hires would continue through the normal A-E step raise process.

Section 3: Paramedic Incentive

Effective July 1, 2025, t he City will provide a paramedic incentive pay of $300 per month for Firefighters, Captains, Battalion Chiefs, Battalion Chief/Fire Marshal, and Engineers.

Effective July 1, 2026, the City will provide a paramedic incentive pay of $400 per month for Firefighters, Captains, Battalion Chiefs, Battalion Chief/Fire Marshal, and Engineers.

Section 4: Paramedic Re-Certification

An employee who maintains a certification as a Paramedic by the appropriate local authority shall receive a sum equivalent to seven hundred fifty dollars ($750.00) per fiscal year for each year that the certification is in effect. Payment shall be made upon each successful rectification. Further, the City shall continue to pay the cost of all coursework and fees required for recreation. A Paramedic will not receive the recertification bonus during the initial probationary period.

All on-duty coursework needed to maintain certification, which requires overtime, shall have prior approval of the Fire Chief.

Section 5: Performance Evaluations

Employees shall be evaluated on an annual basis and receive merit increases in a timely manner.

If evaluations affecting merit/step increases are not accomplished within thirty (30) days from the due date, the merit increase will be implemented immediately upon written notification from the Fire Chief that an evaluation of meets standards or above will be submitted to Human Resources.

Section 6: Overtime

A. 7K EXEMPTION

The City of Colton has exercised its ability to take a statutory "7K" exemption for shift personnel. The work period for such employees shall be 24 days in length.

B. WORK PERIOD

All employees required to perform in excess of the standard work period of 182 hours in a 24-day cycle shall receive compensation at the rate of time and one -half their regular rate of pay for those hours in excess of 182 hours. The regular rate of pay shall include, in addition to base salary, education incentive and longevity pay.

In determining an employee's eligibility for FLSA overtime compensation in a work period, unpaid leaves of absence shall be excluded from the total hours worked. Paid leave of absences shall be included as hours worked for purposes of overtime compensation.

These leaves include, but are not limited to, the following:

1) Vacation 6) Workers' Compensation Leave
2) Holiday Leave 7) 4850 Time
3) Sick Leave 8) Jury Duty
4) Administrative Leave 9) Bereavement Leave
5) Compensatory Leave 10) Military Leave

For overtime not otherwise paid at the time and one-half the regular rate, an employee shall be paid straight time at the employee’s regular salary rate.

Non-shift personnel (40-hour employees, non-exempt status) shall be paid overtime for all hours worked in excess of 40 hours during a seven -day work period at a rate of time and one-half the employee's regular rate of pay.

Notwithstanding the above, all hours worked on an emergency callout basis shall be paid at time and one-half the 40-hour rate. An employee called back to duty for an emergency callout shall be paid a minimum of two hours at time and one -half the 40 -hour rate, in addition to payment for the actual hours worked. Travel time shall not be considered hours worked and shall not be compensated in any manner whatsoever.

An employee on call back shall not be eligible for an additional call back bonus of two hours if the employee is dispatched to another call prior to being released.

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

C. EARLY RELIEF

The practice of early shift relief shall be voluntary on behalf of each employee involved in the relief. The employee providing the early relief shall not have their compensable hours increased as a result of the early relief; nor shall the employee relieved early have their compensable hours decreased as a result of the early relief. "Paybacks" of early relief hours are the sole obligation of the two employees involved in the early relief. Any dispute is to be resolved by the involved employees, and under no circumstances will the department be obligated for any further compensation whatsoever to any of the involved employees.

The department is not responsible in any manner for hours owed to employees by other employees that leave the employment of the City or are assigned other duties.

D. TRAINING TIME

Training time outside normally scheduled work hours shall be compensated pursuant to Code of Federal Regulations.

Travel time outside normally scheduled work hours shall be compensated pursuant to Code of Federal Regulations.

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

E. CITY VEHICLE USE

Employees who are provided with a City vehicle to travel to and from work shall not be compensated in any manner whatsoever for such travel time in the City vehicle.

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

City vehicles are an extension of City buildings. There is no smoking allowed in City buildings, or in City-owned vehicles (R-10-93 and AB846). The employee is also required to wear a seat belt when driving and/or riding in City-owned vehicles.

F. NON-EMERGENCY CALL BACK PAY

Call back duty occurs when an employee is ordered to return to duty on a non -regularly scheduled work shift. Call back does not occur when an employee is held over from their prior shift or asked to come in two hours or less prior to their regularly scheduled shift to perform non-emergency tasks. An employee called back to duty shall be paid a minimum of two hours at time and one -half the 56-hour rate, in addition to payment for the actual

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

G. OVERTIME AUTHORIZATION

All overtime requests must have the authorization of a supervisor prior to the commencement of such overtime work. Where prior written authorization is not feasible, explicit verbal authorization must be obtained. Calls for service beyond the end of duty time are considered as authorized. An employee's failure to obtain prior approval may result in the denial of the overtime request.

H. CLOTHES CHANGING

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

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

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

I. SHIFT TRADES

This practice of shift trading shall be voluntary on behalf of each employee involved in the trade. The trade must be due to the employee's desire or need to attend to a personal matter and not due to the department's operations. The employee providing the trade shall not have compensable hours increased as a result of the trade; nor shall the employee receiving the trade have compensable hours decreased as a result of the trade. Any premium pay or other extra compensation will be waived for both individual s during the period they work for the other.

Any hours worked beyond the normal workday will be credited to the individual actually doing the work.

"Paybacks" of shift trades are the obligation of the two employees involved in the trade.

Any dispute as to paybacks is to be resolved by the involved employees, and under no circumstances will the department be obligated for any further compensation whats oever to any of the involved employees. The department is not responsible in any manner for hours owed to employees by other employees that leave the employment of the City or are assigned other duties.

If one individual fails to appear for the other (regardless of the reason), the person who "traded in" will be listed as absent without leave and may be subject to disciplinary action.

There shall be no limit on shift trading unless the department has mandatory training scheduled. In that event, the department shall provide a minimum of one week's notice prior to the scheduled training, informing employees that shift trading for those da y(s) is not allowed, unless otherwise approved at the Department.

J. COURT PAY

When an employee is physically called to court, while off duty, the employee shall be credited on a hour-for-hour basis for the time actually spent in court. Travel time shall not be considered hours worked and shall not be compensated in any manner whatsoever.

K. A.M. WORKOUT

The period between 0830 and 1000 hours shall be allotted to the employee each day for optional physical training (PT) provided no department, station or joint agency training is scheduled for that period and provided that no department activity, demonstrat ion or community activity has been scheduled during that period. This period of 1 ½ hours shall be used by the employee for PT and shall include the morning break period. The employee shall be in uniform and ready for scheduled activities at 1000 hours. Ho wever, should the PT period be interrupted by an emergency or other activity, the allotted time will continue upon return, until such time as the 1 ½ hours has been completed.

The employee shall be allowed to report to work in appropriate PT clothing unless there are scheduled activities, which would require the employee to report in uniform.

The PT period may be declined, at the option of the employee. The employee shall then be responsible for duties as designated by their supervisor.

L. BATTALION CHIEF/FIRE MARSHAL

The Battalion Chief/Fire Marshal (“BC/FM”), in lieu of receiving overtime, will receive 80 hours of administrative leave per fiscal year, subject to the following exception:

The Battalion Chief/Fire Marshal (“BC/FM”), if qualified, shall be permitted to work operational overtime. When working operational overtime, the BC/FM shall be paid at the rate of 1.05% of the BC/FM regular rate, and is intended to be equal to, but not less than, the highest BC’s overtime rate. The Fire Chief shall have the sole authority to determine if the BC/FM is qualified to work operational overtime and the Fire Chief must pre-approve all operational overtime for the BC/FM.

Section 7: Acting Out of Class Pay

Employees assigned to perform essentially the full range of duties allocated to a position in a higher classification shall receive acting pay in accordance with the following conditions and requirements:

A. The work assumed must be that of a budgeted position and performed in the absence of the regular incumbent.

B. The content of the position or work assumed must be fully and totally the same as performed by the regular incumbent.

C. Credit shall not be given for any acting capacity work, which is referenced in a class specification as being appropriate to the employee's regular position.

D. Any Fire employee assigned to work in a higher classification for a period of four shifts or more, for shift personnel, or for a 15 -day period for non -shift personnel, shall receive additional compensation from the first day of said assignment.

E. Acting capacity work must be approved by the Fire Chief and the City Manager.

F. The determination of whether particular duties are subject to compensation at a higher rate of pay lies exclusively with the City of Colton. Employees who qualify for acting pay shall receive the equivalent of one pay range additional pay or the first step of the salary range assigned the position being filled, whichever is higher, except that in no case will an employee be compensated at higher than the "E" step of the acting classification.

G. Short-term Acting Positions are positions assigned to work in a higher classification for a period of three consecutive 24 -hour shifts or less. Short -Term Acting Positions can only be offered to Fire employees that have completed a position task book and/o r be on an active promotional list for the rank they intend to fill. Short-Term Acting Positions cannot be force hired and will be offered only after exhausting the normal means of staffing from the affected rank. Overtime compensation will be at the Short -Term Acting Fire employee’s normal overtime rate for the leave type being filled. Unfilled vacancies in the Short-Term Acting Fire employee’s rank must be covered prior to filling any Short -Term Acting Position.

Section 8: Longevity Pay

Effective July 1, 2025, eligible employees shall receive a monthly longevity stipend . Payment of the longevity stipend shall be issued on a bi-weekly schedule (26 payments per year) in the following amounts:

1. Upon completion of 10th year of service = $100 per month (annual $1,200)

2. Upon completion of 15th year of service = $200 per month (annual $2,400)

3. Upon completion of 20th year of service = $300 per month (annual $3,600)

4. Upon completion of 25th year of service = $400 per month (annual $4,800)

Eligible employees shall only receive one monthly longevity stipend. Longevity stipends shall not be cumulative.

For purposes of determining eligibility for the longevity stipend, the following shal l qualify as “years of service”:

1. Total years of service with the City of Colton.

2. Total years of employment with another public agency while working in a similar full-time public safety job classification.

Section 9: Bilingual Pay

Effective January 1, 2021, the City agrees to pay $200 per month ($100 to be paid on the first two pay periods of the month) to employees who successfully complete a bilingual examination and who have been recommended by the Fire Chief and approved by the City Manager.

When the skill is no longer needed or the employee is not required to use it or ceases to possess it, the Fire Chief shall terminate the bilingual compensation by written notice to the Human Resources Director. The Fire Chief shall notify the employee. The bilingual pay is tied to the classification rather than the individual employee and will terminate if the employee moves to a new classification.

Section 10: Training Captain Incentive

Effective January 1, 2021, a Fire Captain assigned to train a probationary employee will receive $400 per month, or a pro-rate thereof.

Section 11: Special Certification Pay

Effective October 1, 2005, each affected employee shall receive the following monthly amounts if the employee possesses the requisite certificates needed to obtain certification.

Firefighter II 1.5%
Company Fire Officer 2%
Chief Officer 2.5%
Executive Fire Officer 3%

The above certification pay is non-cumulative.

Section 12: Special Assignment Pay for Arson Investigator

Effective January 1, 2021 , the City will provide Fire Arson Investigator Premium of $150 per month for Firefighter , Firefighter Medics, Engineers, Captains, Battalion Chiefs, and Battalion Chief/Fire Marshall who are assigned as Arson Investigators. It is understood that the determination of those assigned shall be at the discretion of the Fire Chief and there will be two arson investigators per shift, thus a maximum at any one time of six (6) total shift slots and one (1) additional Arson Investigator pay for the Battalion Chief/Fire Marshall classification for a total of seven (7).

Section 13: Retroactive Pay Calculations

Retroactive pay calculations are paid on the base rate of pay as of the effective date of the increase.

However, the City and Association have agreed to a one-time bonus payment in lieu of retroactive payments for all Association members. It is agreed and understood that the one -time bonus payment shall be taxed but shall not be reported to CalPERS for retir ement calculations or any other purposes. It is also agreed and understood that the one -time bonus payment is intended to avoid the tedious task of calculating each individual member’s retroactive pay effective July 1, 2025. It is further agreed and unders tood that no employee in this bargaining unit will receive a separate retroactive payment concerning any of the salary and/or incentive pay increases in this MOU effective July 1, 2025, including but not limited to, retroactive payments for any overtime worked between July 1, 2025 and the implementation date of this MOU (first full pay period after City Council approval on October 7, 2025). The following one -time bonus amounts were agreed to with the understanding that this MOU will be reviewed and approve d by City Council on October 7, 2025 and the MOU terms will be implemented the first full pay period after City Council approval:

• Each employee in the ranks of Firefighter and Firefighter Medic shall receive a one -time bonus of four thousand two hundred twelve dollars ($4,212.00). • Each employee in the rank of Engineer shall receive a one -time bonus of five thousand four hundred twenty dollars ($5,420.00).
• Each employee in the rank of Captain shall receive a one -time bonus of seven thousand five hundred ninety-nine dollars ($7,599.00).
• Each employee in the ranks of Battalion Chief and Battalion Chief/Fire Marshall shall receive a one-time bonus of five thousand six hundred seventy dollars ($5,670.00).

In general, all retroactive payments will be processed within 30 -60 days of approval. Employees shall not call the Payroll Division prior to the end of the 60-day processing time.

Section 14: Signing Bonus

Recruitment and retention have been a challenge, in which the City and Department have recognized the concern. Additionally, signing bonuses were implemented on March 15, 2022. The following are the terms and conditions for newly hired employees to receive a signing bonus:

1. The term “newly hired” refers to an employee that is hired by the CITY in the classification of Fire Battalion Chief, Fire Captain, Fire Engineer, Firefighter, Firefighter Medic, or Battalion Chief/Fire Marshal. “Newly hired” shall not apply to a current CITY employee that promotes to a higher rank or classification.

2. The term “recently hired” refers to an employee that is hired by the CITY in the classification of Fire Battalion Chief, Fire Captain, Fire Engineer, Firefighter, Firefighter Medic, or Battalion Chief/ Fire Marshall on or after March 1, 2020. “Recently hired” shall not apply to a current CITY employee that promotes to a higher rank or classification.

3. The term “hired” refers to an employee that accepts an offer of employment from the CITY in the classification of Fire Battalion Chief, Fire Captain, Fire Engineer, Firefighter, Firefighter Medic, or Battalion Chief/Fire Marshal and begins first day of work for the CITY.

4. The term “lateral” refers to an employee that has previous work experience acceptable to the Human Resources department and accepts an offer of employment from the CITY in the classification of Fire Battalion Chief, Fire Captain, Fire Engineer, Firefighter, Firefighter Medic, or Battalion Chief/Fire Marshal.

5. Newly hired CFFA members shall receive signing bonuses as follows:

a) $2,500.00 (two thousand and five hundred dollars) after successfully passing the six (6) month probationary test, to be paid concurrently with the next payroll check due to employee after reaching this milestone.

b) $5,000.00 (five thousand dollars) upon successfully passing probation (typically 12 months from the date of hire), to be paid concurrently with the next payroll check due to employee after reaching this milestone.

c) $7,500.00 (seven thousand five hundred dollars) on the 1 -year anniversary of successfully passing probation, to be paid concurrently with the next payroll check due to employee after reaching this milestone.

6. Newly hired Lateral CFFA members shall receive signing bonuses as follows:

a) $5,000.00 (five thousand dollars) upon successful completion of the City’s fourteen (14) day mini-Fire Academy.

b) $5,000.00 (five thousand dollars) upon successfully passing probation (typically 12 months from the date of hire), to be paid concurrently with the next payroll check due to employee after reaching this milestone.

c) $5,000.00 (five thousand dollars) on the 1 -year anniversary of successfully passing probation, to be paid concurrently with the next payroll check due to employee after reaching this milestone.

7. Recently hired CFFA members shall receive signing bonuses based on the same criteria in Section 5 and Section 6 above, depending on whether they are laterals; however, no bonuses will be retroactive. Specifically, a recently hired CFFA member does not qualify for any bonuses where the triggering events have occurred prior to the effective date of this side letter, as illustrated below:

a) If a recently hired CFFA member began working for the CITY on July 1, 2020 and has already successfully passed probation, they are only eligible to collect

the $7,500 and/or $5,000 bonus respectfully on the 1 -year anniversary of successfully passing probation pursuant to Section 5(c) or 6 (c) above, as all of the other bonus thresholds have occurred prior to the effective date of this side letter.

b) If a recently hired CFFA member who is not a lateral began working for the CITY on March 1, 2022, is eligible to collect all of the bonuses pursuant to Section 5 above. If a recently hired CFFA member who is a lateral began working for the CITY March 1, 20 22, is eligible to collect all of the bonuses pursuant to Section 6 above.

Employees that have left City employment and returned, are not eligible for an additional signing bonus if they received it when originally hired.

ARTICLE III – FRINGE BENEFITS

Section 1: Cafeteria Plan

The City will provide employees with health insurance plans available under the Public Employees’ Medical and Hospital Care Act through California Public Employees Retirement System (CalPERS) under the Cafeteria Plan.

The City participates in a Section 125 Cafeteria Plan. Under the cafeteria plan, all participating bargaining unit employees will receive the following monthly allowance from which employees can choose medical, dental and/or vision insurance:

• Effective the first full month following ratification and approval of this MOU: $1,675 per month.
• Effective January 1, 2026: $1,750 per month.

In addition, supplemental insurance opportunities will be provided for employees to purchase supplemental medical insurance and childcare coverage.

Employees who provide the City with satisfactory proof of alternate group health coverage comparable to the City's offered health insurance plans can decline, in writing, coverage o f the City's medical insurance plans. The alternative health coverage must meet all requirements of the Affordable Care Act (ACA) and related regulations for an eligible Opt-Out Arrangement. In those instances where the employee's medical insurance premium is less than the City's monthly contribution, the difference between said cafeteria dollar amounts shall be provided in the form of bi-monthly cash disbursements (payable 24 times per year) , subject to the limitations set forth below. Cash disbursements to the employee are subject to being taxed, pursuant to the appropriate tax codes.

EMPLOYEES HIRED BEFORE JANUARY 1, 2018

For employees hired before January 1, 2018, the maximum amount of Health Insurance Opt -out will be capped at $1 ,225 per month for cash-in-lieu or for t he difference between the medical insurance premium and the cafeteria dollar amount.

EMPLOYEES HIRED ON OR AFTER JANUARY 1, 2018
Employees hired on or after January 1, 2018, shall have a maximum cap of $500 per month for cash-in-lieu or for the difference between the medical insurance premium and the cafeteria dollar amount.

Section 2: Retirees' Health Insurance Participation

Members of the Fire Unit who retire from the City may enroll in the City-provided health insurance plan of the employee's choice.

Employees who have served a minimum of 20 years with the City shall have their and their spouse (2-Party) premium paid for by the City up to Medicare age. After the retiree reaches Medicare age, they can maintain health insurance with the City, but the retiree must pay their own premiums. If the retiree is ineligible for Medicare benefits, the City will continue to pay the premiums, as long as the employee and spouse remain insurable.

The City will provide the retiree’s health insurance benefit through City provided medical insurance, as described above, to retirees who move out side of California and enroll in a City provided health insurance plan . The city will reimburse the retiree monthly up to their previous premium rate.

EMPLOYEES HIRED BEFORE JANUARY 1, 2018
Effective June 30, 2024, for employees who served a minimum of 20 years with the City, the contribution to retiree medical benefits will be capped at $2 ,100 per month. The retiree will be responsible for payment of any premium payments that exceed $2 ,100 per month. Any current retirees and employees who retire before June 30, 2024 shall not be impacted by the establishment of the cap in this provision.

EMPLOYEES HIRED ON OR AFTER JANUARY 1, 2018
Employees hired on or after January 1, 2018, City’s contribution for Retiree Health Insurance Benefit will be capped at $500 per month.

Section 3: Retirement

The City shall properly calculate and report to CalPERS all compensation and special compensation earned by employees, as set forth in the California Public Employees’ Retirement Law. At the request of an individual employee, the City shall meet with that employee and provide a breakdown of the compensation and special compensation earned over time so that the employee can verify the accuracy of what has been reported and properly calculate the single highest year of compensation for retirement planning purposes.

1. Fire safety unit member who are “Classic” hired prior to October 15, 2011 are covered by the 3% at 50 retirement formula. Fire safety unit members who are “Classic” hired on or after October 16, 2011, are covered by the 3% at 55 retirement formula.

2. Unit members hired on or after January 1, 2013 who are defined as "new members" under the PEPRA, are covered by the 2.7% at 57 retirement formula. Safety employees subject to the 2.7% at 57 formula shall pay the statutorily mandated employee contribution rate of one-half the total normal cost.

3. Effective January 1, 2019 employees shall pay twelve percent (12% ) for classic members and three percent (3%) for PEPRA members of compensation earnable of the required employer contribution as cost sharing in accordance with Government Code section 20516(f).

All employee contributions shall be deposited in the members' retirement account. Other benefits provided include:

1. One-year final compensation for Classic Members;

2. Military buyback;

3. Post-Retirement Survivor Allowance (sworn);

4. 1959 4th Level Survivor Benefit. The cost of the benefit will be paid by the members in the unit and not by the City.

Section 4: Life Insurance

The City will provide each represented employee a fully paid term life insurance policy in the amount of $100,000.

Section 5: Long Term Disability/PERS Survivor’s Benefit and Uniform Allowance

Effective April 1, 1997, t he City agrees to the elimination of the long -term disability coverage from the “cafeteria plan” and instead making a contribution of $26.77 per month per employee to offset the cost of the PERS Survivor’s benefit with the remainder used to adjust uniform allowance.

Members will purchase their own LTD insurance.

Section 6: Uniforms

A. UNIFORM ALLOWANCE

The City agrees to pay the uniform maintenance allowance of $75.00 per month (plus $26.77 LTD (see Section 5) minus $7.83 for 1959 Survivors Benefit (see Section 3) = net $93.94 per month). Such allowance shall be paid on the last pay period in June. Such payment shall be for the prior year and shall be prorated for employees not working the full year.

B. UNIFORM VALUE

With respect to safety employees who are Classic members , the City shall report to CalPERS the monetary value of uniforms for those employees required to wear uniforms in the amount of $19.23 per pay period. The parties agree the reported value of uniforms is intended to reflect clothing such as pants, shirts, jackets, and related attire.

C. UNIFORM REPLACEMENT PROGRAM

All uniformed personnel who have completed their initial probationary period will be entitled to uniform replacement by the City to the following schedule:

1. PANTS: Two (2) Class B pants, every twelve (12) months or one (1) BDU style wildland pant, every twelve (12) months.

2. SHIRTS: Two (2) Class B short or long sleeve shirts, every twelve (12) months or one (1) Class B shirt and four (4) uniform T- shirts with embroidered rank on the front [any combination of short or long sleeve T-shirts not to exceed four (4) T-shirts total], every twelve (12) months or eight (8) Uniform T -shirts with embroidered rank on the front [any combination of short or long sleeve T-shirts not to exceed eight (8) T-shirts total), every twelve (12) months.

3. JACKET: One (1) All weather jacket, every two (2) years or one (1) Jacket with liner, every two (2) years.

4. BELT: Replaced every two (2) years.

In addition, pants, shirts, jackets, shoes, and belts which become damaged beyond repair , while in the performance of duty, shall also be replaced by the City.

Any changes to the type of style of uniform are subject to meet and confer.

D. FIRE DEPARTMENT UNIFORM REPLACEMENT

1. Purpose:

The purpose of the Uniform Replacement Program is to:

a. Ensure that uniformed fire personnel wear neat, clean uniforms that are in good condition and repair and that the personnel present a good image of the Fire Department and the City of Colton to the public.
b. Alleviate the financial burden of the uniform required to be worn on duty.

2. Eligibility:

All Fire Department personnel who have completed their initial probationary period will be eligible to participate in the Uniform Replacement Program.

Section 7: Educational Incentive Benefits

All personnel who have completed their initial probationary period with the Colton Fire Department will be eligible to partici pate in the Education Incentive Program. Monthly remuneration (flat rate) is as follows:

Intermediate Advanced
Fire Certificate Fire Certificate
Firefighter or Firefighter Medic $120 $187
Fire Engineer $132 $200
Fire Captain $165 $248
Fire Battalion Chief $193 $275
Battalion Chief/Fire Marshal $193 $275

Such benefits shall be paid in the first two (2) paychecks of the month.

Section 8: Social Security

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

Section 9: Medicare

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

Section 10: Separate Checks

Separate checks shall be issued for uniform allowance, paramedic re -certification, sick leave buybacks, vacation buyback, and holiday buyback.

Section 11: Tuition Reimbursement

For permanent employees (non -probationary), t he City agrees to reimburse employees up to $2,500 per employee, per fiscal year, so long as funds are available, for 100% of costs for tuition and books incurred for job -related education. Such expenditure must enhance the furtherance of City or continuing educational goals. Requests for such reimbursement must be submitted after successful completion of the course(s) and must be approved by the Fire Chief, then by the Human Resources Director, and City Manager. Employee initiated educational or area development shall not be considered as time actually worked for purposes of computing overtime and normally shall not occur during regular work hours.

Section 12. Voluntary 401a Retirement Plan

The City shall administer a 401a plan through ICMA -RC for Fire unit members. This plan is voluntary and fully funded by Fire unit members only. There shall be no City contribution to this plan. Member designated funds shall be made through payroll deductions.

Section 13: Wellness Program

Workplace wellness programs are recognized for their value in improving health and well -being of their employees. Investing in a citywide wellness program is recognized by management as a way to improve overall employee morale as well as reduce employee tu rnover and overall health care costs.

The goal of the City’s wellness program is to bring awareness of the possible unhealthy habits and lifestyles of City employees, and most importantly to promote healthier behaviors.

By executing a workplace wellness program in the City of Colton, the city’s intent is to create a more energetic, positive and productive workplace that provides meaningful gains for the overall health of the city.

The Wellness program is voluntary and each employee will coordinate a wellness screening, which will include a physical. In addition to the annual physical, the wellness program may include any of the programs mentioned below; coordination with the employees own physician or health plan is required. The information received by Human Resources will adhere to the Health Insurance Portability and Accountability Act language (i.e., the HR office will receive only the patient’s name and a doctor’s note stating that the employee did complete the physical).

In addition to the annual physical, wellness programs can include:

• Smoking cessation
• Weight Management
• Stress Management
• Health Screenings
• Nutritional Education

No disciplinary action will result if a represented employee opts not to participate in the Wellness Program.

Section 14: Medical Expense Reimbursement Plan (MERP)

A. Defined Classes of Employees Receiving Contributions: The “Defined Class” of employees receiving contributions to the IAFF Medical Expense Reimbursement Plan (hereafter, the “IAFF MERP”) of the WSCFF Employee Benefit Trust (hereafter, the “Trust”), as set forth below, consists of all employees of the City repr esented by the Association:

1. Employees hired before January 1, 2018.

2. Employees hired on or after January 1, 2018.

B. Employee Contribution Amount: The City and the Association agree that the City shall withhold a mandatory contribution each month on a pre -tax basis from the pay of every employee in the Defined Classes and shall transmit such contributions to the IAFF MERP pursuant to the requirements in Section C below. No employee in the Defined Class shall be permitted to opt -out of the mandatory contributions or receive any portion of the contribution in cash.

1. Employees hired before January 1, 2018 shall contribute $75 per month.

2. Employees hired on or after January 1, 2018 shall contribute $200 per month.

C. Remittance of Contributions: The City shall remit all IAFF MERP contributions directly to the custodian of the Trust within 30 days of the date the payment would have been payable to the employee. The City hereby acknowledges receipt of the Trust Agreement governing the Trust and will comply with rules set by the Trust in regard to reporting and depositing the required contributions set forth herein.

D. Reporting to Trust Office: The City shall electronically submit to the Trust Office a monthly (or per pay period) report of contributing employees for each contribution sent to the Trust and received by the Trust Office within five (5) days of receipt of the contribution funds. The report will include at a minimum: employee first and last name , employee number, Social Security Number, bargaining unit, employee contribution amount.

The City shall also provide an initial report of contact information for all contributing employees to the Trust Office, and shall send updates to this information to the Trust Office whenever the City has notice of changes to the information.

The Trust will provide a secure data transfer platform or process for transmission of this employee information to the Trust Office.

Association explicitly authorizes City to share confidential information, including but not limited to employees’ social security numbers, with the Trust.

E. Modification of Employee Contribution and Leave Amounts: The City and the Association agree that the Association has the right, subject to approval of its members according to the Association’s internal rules, to prospectively modify the amount of the mandatory employee monthly contribution (Section B), or to in clude a mandatory contribution of employee leave during the course of this Agreement, as long as the modification is mandatory for all employees in the Defined Class.

F. Indemnification: The Association agrees to indemnify and hold the City harmless from any liabilities of any nature which may arise as a result of the operations of the Trust and/or transfer and/or handling of all employee data shared with the Trust.

ARTICLE IV – LEAVES

Section 1: Vacation

A. Shift employees shall accrue vacation hours as follows:

During years of
Continuous
Service
Hours Accrued
Per Month of
Service
Annual
Accrual
Maximum
Accrual
Accumulation
0 months- 5 13 1/3 160 320
6-10 18 1/3 220 440
11 19 1/3 232 464
12 20 1/3 244 488
13 21 1/3 256 512
14 22 1/3 268 536
15+ 23 1/3 280 560

B. Non-shift employees shall accrue vacation time as follows:

During years of
Continuous
Service
Hours
Accrued Per
Month of
Service
Annual
Accrual
Maximum
Accrual
Accumulation
0 months-5 10 120 240
6-10 13 1/3 160 320
11 14 168 336
12 14 2/3 176 352
13 15 1/3 184 368
14 16 192 384
15+ 16 2/3 200 400

C. Vacation accrual may be accumulated to not more than the appropriate maximum accumulation except upon the written request of the affected employee and approval of the City Manager . In this event, an employee may be permitted to exceed the maximum accumulation by an amount not in excess of the accrual for a four-month period.

D. Use of Vacation Time:

1. It is the intent that vacation time be used in time increments sufficiently long to permit the employee an adequate period of rest. The use of vacation time in less than weekly increments is discouraged. In no event may vacation be taken in increments of less than one hour nor for a period exceeding the number of accrued whole days, except upon the recommendation of the Fire Chief. The City Manager may authorize an eligible employee to incur a negative vacation balance of up to five days or up to 2 -1/2 shifts for shift employees.

2. Vacation time may not be taken during the first year of service for safety employees or the first six months of service for non-safety employees.

3. Vacations shall be taken at times determined by the Fire Chief with due regard for the wishes of the employee and for the needs of the service.

4. An employee who terminates employment shall be paid for all credited or accrued vacation.

5. Previous City employment periods, during which vacation was accrued, may be considered as continuous service for the purpose of computing vacation rate upon the written request of the Fire Chief and approval of the Human Resources Director.

E. Sell Back of Vacation Time:

Employees shall be allowed to buy back up to 40 hours of vacation per fiscal year provided a minimum of 100 hours is retained after buy back, subject to the following provisions:

Employees may make a written election to cash -out some or all of the leave pay that the employee will accrue in the following year, subject to the provisions/limitations for cashouts/buy backs in this MOU. Such election to cashout leave pay must be made by the employee on or before December 31 st of the year prior to the employee’s payout date for the leave pay being cashed-out/bought back. Such election will be irrevocable once made.

The payout date for the cashout/bough t back leave pay will be in the first full pay period after December 1 of each year, and must be a date by which the employee will have accrued in such payroll year leave pay which equals or exceeds the amount of leave pay which the employee has elected to cash out.

Section 2: Administrative Leave (BC/FM)

The Battalion Chief/Fire Marshal, in lieu of receiving overtime, subject to the limited exception in Article II Section 6 Item L, will receive 80 hours of administrative leave per fiscal year. The BC/FM shall have the right to cash out up to 80 hours of administrative leave per fiscal year (June 30th). Any administrative leave hours which have not been cashed out or used by the BC/FM by the end of the fiscal year shall be forfeited and will not be “carried over” to the following fiscal year.

Section 3: Holidays

A. All non-shift personnel shall receive the following 10-hour holidays off:

New Year's Day
Martin Luther King’s Birthday
President's Birthday
Memorial Day
Independence Day
Labor Day

Columbus Day
Veteran's Day (To be observed as the second Monday in November) Thanksgiving Day
Christmas Eve
Christmas Day
New Year's Eve
20 Hours Floating Holiday time accrued each July

B. Effective January 1, 2021, all shift personnel shall receive 192 hours of holiday credit at the beginning of each fiscal year on July 1. The holiday credit will be prorated, with one - month equal to 16 hours, for shift employees hired after June 30. Holiday credit is earned from the 1st if hired by the 15th, if hired from the 16th through the 31st holiday credit is earned the next month.

C. Holiday leave must be taken in the fiscal year earned and cannot be carried over . Holiday leave that is not taken as paid leave during the fiscal year will convert to cash paid at the employee’s regular rate of pay.

D. Shift personnel shall not take Holiday leave in increments of less than one hour.

E. Employees shall not receive any form of compensation for unused holiday leave except as provided for in paragraph G below.

F. The taking of holiday leave is subject to prior approval of the Fire Chief.

G. Payment for the holiday time shall be made by June 30 of each year. In the event that an employee separates from service and has used and/or been paid for holidays in excess of 16 earned hours per month, the employee shall reimburse the City for the overage.

Section 4: Sick Leave

Sick leave shall be used in cases of actual sickness or disability when the employee is unable to perform their normal work assignment or as otherwise allowed in this section.

Sick Leave Usage
In order to receive compensation while absent from duty on sick leave, the employee must notify or cause to be notified, their immediate supervisor or Staffing Captain prior to the time set for the beginning of the employee's regular daily duties. Physician's certificate or work release form may be requested by the immediate supervisor if a potential sick leave abuse pattern appears to be developing. In this situation, the City may ask for a physician’s certificate for sick leave absences of any duration. Employees may use their accumulated sick leave for absence due to the following specified reasons:

• Illness or injury to the employee;
• A family member for preventive care or care of an existing health condition; • Exposure of the employee to a contagious disease;

• For specified purposes if they are a victim of domestic violence, sexual assault or stalking;
• To maintain a full paycheck while the employee is receiving temporary total disability Workers’ Compensation benefits, after 4850 has been exhausted; • Other reasons as approved by the City Manager or designee.

Family members include the employee's parent (adoptive, biological, foster, stepparent, or legal guardian), child (adopted, biological, stepchild, legal ward, or child to whom employee stands in loco parentis), spouse, registered domestic partner, grandpar ent, grandchild, and sibling.

Preventive care would include but are not limited to annual physicals or flu shots.

When absent for more than three (3) consecutively scheduled workdays, the employee may file a physician's certificate or work release indicating the employee was unable to perform their duties during their absence. Failure to file the necessary documents w ithin two (2) days following the return to work will be cause for such absence to be charged as leave without pay. Physician's certificate or work release form may be requested by the immediate supervisor if a potential sick leave abuse pattern appears to be developing. On a case -by-case basis, if an employee called out sick, and does not have enough accrual leave time in their sick leave bank, they will not be charged to any other accrual bank and be without pay. This does not apply to an employee on protective leave (i.e. workers’ comp, FMLA/CFRA, etc.)

Accrual
Sick leave shall be accrued at the rate of twelve (12) hours for each calendar month of service for shift employees, and eight (8) hours for each calendar month of service for non -shift employees.

Unused sick leave shall be accumulated at the rate of 144 hours a year for shift employees, and 96 hours a year for non-shift employees . There shall be no limit on the amount that can be accumulated.

Sick Leave Reports
In order to receive compensation while absent on sick leave, the employee shall notify the immediate supervisor or Staffing Captain prior the time set for beginning daily duties. When absence is for more than three (3) work days, a supervisor may request that the employee file a physician's certificate or a personal affidavit with the Human Resources Director, stating the cause of the absence.

Family Attendance
Employees shall have the option of using sick leave for attendance to family members, or the employee may request to take leave without pay for attendance to family members. Family members are referred to above.

Rights of Victims of Domestic Violence
Employees are eligible to take time off and use their accrued sick leave if they are a victim of domestic violence, sexual assault, stalking, a crime that caused physical injury or mental injury, or a crime involving threat of physical injury; or are someone whose immediate family member is deceased as a direct result of a crime; to obtain relief from a court, including obtaining a restraining order, to protect you and your children’s health, safety or welfare. In general, employees do not

have to give employer proof to use leave for these reasons. However, employees should tell the City before taking time off. In some instances, the City may request proof, and in those instances employees will not be disciplined if explaining the reason for your absence within a reasonable time. Proof can be a police report, a court order, a document from a licensed medical professional, a victim advocate, a licensed health care provider, or counselor showing that you were undergoing treatment for domestic v iolence related trauma, or a written statement signed by you, or an individual acting on your behalf, certifying that the absence is for an authorized purpose.

Employees are encouraged to speak with Human Resources staff if or when the need arises. HR Staff will provide discretion and confidentiality to employees that need help.

Sick Leave Buy Back
Effective July 1, 2025, Fire Association employees will be allowed to sell back sick leave according to the table below according to the following provisions:

1. The employee shall be compensated at their current salary at the time of request; and

2. The written request shall be in the form of a memorandum, submitted one time during the calendar year period, and prior to December 31 st of each year , subject to the following provisions:

Minimum
Years of
Service
Number of
Hours Buy
Back
Minimum
Hours Sick
Leave
Retention
3 51 100
4 64 200
5 77 300
6 91 400
7 104 500
8 117 600
9 130 700
10 or more 144 800

Employees may make a written election to cash-out some or all of the leave pay that the employee will accrue in the following year, subject to the pro visions/limitations for cashouts/buy backs in this MOU. Such election to cashout leave pay must be made by the employee on or before December 31 st of the year prior to the employee’s payout date for the leave pay being cashout/bought back. Such election will be irrevocable once made.

The payout date for the cashed-out/bought back leave pay will be in the first full pay period after December 1 of each year and must be a date by which the employee will have accrued in such payroll year leave pay which equals or exceeds the amount of leave pay which the employee has elected to cash out.

Accumulated Sick Leave at Termination

A. Sick Leave:

Except as otherwise herein stated, accumulated sick leave is lost when the employee is terminated for cause. In no event shall employees who have not worked for the City as regular employee for more than five (5) years be entitled to use sick leave to defer termination of their employment by the City nor shall they be compensated for sick leave upon such termination for any reason including, but not limited to, retirement. Upon the separation or retirement being a ccomplished, the employee shall be compensat ed for accumulated unused sick leave (if and only if they have five (5) years of regular paid City service) by payment in a lump sum. That sum is determined as follows:

The number of hours of sick leave accrued, multiplied by the hourly rate earnings at the time of separation multiplied by a percentage as follows:

If employed more than five (5) years but less than ten (10) 10% If employed more than ten (10) years but less than fifteen (15) 25% If employed more than fifteen (15) years but less than twenty (20) 50% If employed twenty (20) years or more 75%

The cash value shall be computed at the employee's hourly rate in existence at the time the monies are disbursed.

Retiring employees are eligible to convert 100% of their accumulated unused sick leave to CalPERS service credit. Employees interested in electing this benefit shall submit a written request to Human Resources prior to the last date of employment. Eligibility for this benefit is determined by City’s CalPERS contract and applicable CalPERS rules and regulations.

Section 5: Bereavement Leave

Up to 48 hours per occurrence (40 hours for non-shift personnel), two occurrences each fiscal year, may be taken by full-time employees with pay as bereavement leave in the case of the death of the eligible employee’s father, step father, father-in-law, mother, step-mother, mother-in-law, brother, sister, wife husband, child, step-child, grandchild, grandparent or grandparent of spouse. These hours shall not be eligible to be carried forward beyond the fiscal year. Bereavement leave utilized by shift person nel shall provide up to 10 continuous days off not subject to recall. If a member chooses to work an overtime shift, trade or other work shift during the 10 day bereavement period, that member shall be subject to recall from the date of working until their next regularly scheduled shift.

The City reserves the right to request reasonable verification of the need for such leave.

Section 6: Military Leave

Military leave shall be granted in accordance with the provisions of state law. All employees entitled to military leave shall give the appointing authority an opportunity within the limits of military regulations to determine when such leave shall be taken.

Section 7: Jury Duty

If an employee serves on jury duty during a regularly scheduled work shift/day, the hours are listed on his time sheet.

Employees who are requested to appear for jury duty must bring back with them a certification slip. The certificate is filled out and made available by the Jury Clerk. The certificate must be attached to the request for leave form when it is submitted to the supervisor.

The City pays the employee's full salary while serving on jury duty. Refer to the City Policy,

4.05.100, for additional guidance.

Section 8: Employee Witness Leave

Any employee who is required to be absent from work by a subpoena properly issued by a court or agency/commission legally empowered to subpoena witnesses, which subpoena compels the employee presence as a witness, except as a party or an expert witness, shall be allowed the time necessary to be absent from work at normal pay to comply with such subpoena, provided deposits fees (if received) except mileage, for such service with the supervisor. Any employee who is required to be absent from work to represent themselves at an administrative proceeding at which individual employment or pay status is at issue, shall be allowed the time necessary to be absent from work at normal pay.

“Time necessary to be absent from work" as used in this policy does not include any time during which the employee is "on call" or their presence in a proceeding is not required.

Section 9: Leave Without Pay

The City Manager may grant a permanent employee a leave of absence without pay not to exceed six months. Any request for a leave of absence for a period longer than six months may be granted by the City Manager. No such leave shall be granted except upon written request of the employee.

Approval shall be in writing and a copy filed with the Human Resources Office. Upon expiration of a regularly approved leave, or within a reasonable period of time after notice to return to duty, the employee shall be reinstated in the position held at the time the leave was granted. Failure on the part of an employee on leave to report promptly at its expiration, or within a reasonable time after notice to return to duty shall be cause for discharge. No absence or leave will be granted when the purpose of the employee is to enter the services of another employer.

ARTICLE V – WORKING CONDITIONS
Section 1: Hours

“48/96” Work Schedule:

Shift personnel will work a 48/96 schedule. Each regular shift will consist of 48 consecutive hours, which will be followed by 96 hours off duty, unless recalled to work.

For purposes of paid leave, other time off or shift coverage, each 48 hour on -duty period will be considered two consecutive 24 hour shifts, which may be taken off or covered individually.

Section 2: 48/96 Christmas Language

In the event that the 48/96 schedule requires a shift (affected shift) to work on both December 24 and December 25, the affected shift will switch scheduled workdays with the proceeding shift (relief shift) as follows:

The entire affected shift will work on December 22 and December 25, the entire relief shift will work December 23 and December 24.

These changes will be considered regular work days for the shifts and are subject to normal Fire Department practices regarding leave requests, shift trades, etc.

Example:
22 23 24 25 26 27

A A B B C C

Changes to:
22 23 24 25 26 27

B A A B C C

Section 3: Staffing

Shift Personnel
The workweek for fire suppression personnel is 56 hours per week averaged on a fiscal year basis.

Non-Shift Personnel
The workweek for non-suppression personnel is 40 hours per week averaged on a fiscal year basis.

Minimum Assignment
Engine/Truck Company
1 - Fire Captain
1 - Fire Engineer
1 - Firefighter or Firefighter Medic

Additionally, the City agrees to provide one (1) Battalion Chief per 24-hour shift.

Operation and staffing of a paramedic squad in the future is at the City’s sole discretion. Currently, the City and the Association have agreed not to operate a paramedic squad. Should the City choose to reinstate the operation of a paramedic squad in the future, the City agrees to minimum staff assignment as follows:

Squad
2 – Firefighter Medic

Nothing contained herein shall require meet and confer of the MOU for any staffing increases proposed by the City or its’ designee. Further, the meet and confer process shall not be required due to Association endorsement of any City proposed staffing increases.

A. Definitions
ACTING TIME: Acting positions are to be used to fill long-term vacancies only.

AMOUNT OF PERSONNEL ALLOWED OFF: Once the scheduled overtime for a month has been issued, any number of personnel may be allowed off. Personnel must find their own replacement by inputting their requested days off into the Telestaff program. Telestaff will outbound vacant shifts for coverage after 10:00 a.m. each morning. Short notice vacancies may require a Captain to outbound the shift for coverage. It is the employee’s responsibility to ensure that the shift has been out bounded and covered. The departme nt is only responsible for covering vacancies for primary and secondary vacation or holiday.

The department will be responsible for filling leave due to illness, injury, bereavement, or department business.

DEPARTMENT BUSINESS TIME: Whenever personnel are on-duty but are not available for emergency calls, they cannot be included as on duty personnel and must be replaced by overtime personnel.

EMERGENCY STAFFING: This overtime is incident related and is used to cover for depleted staffing from strike teams, task forces, local incidents, etc. This will also cover personnel off duty that are on incidents, which may take them past their regular duty hours.

If there is a time period before the coverage is needed, not immediate need with emergency calls waiting, the personnel calling back coverage should ref er to the "Constant Staffing Policy" to provide the coverage needed. Emergency overtime will be paid at a rate of time and one-half based on a 40 -hour weekly equivalent hourly rate. This rate will be referred to as overtime 1. Emergency overtime hours worked will be logged in the Telestaff.

HOLIDAYS: In order for constant staffing to work, personnel cannot be expected to be forced in on some holidays. Therefore, if personnel wish to have the listed holidays off they will have to find their own coverage, unless personnel have signed up to work on those holidays in Telestaff. The days off will be given to the most senior personnel by rank that wishes to have that day off. An employee who has taken a given holiday off may not take it two years in succession. The day will be given to the next senior person in that rank desiring that day off.

HOURS TRACKING: All overtime related to staffing training and emergency overtime will be logged in Telestaff.

On January 2nd of each calendar year, the hours personnel have attained from the previous year will be zeroed out and personnel will be ranked in Telestaff by order of seniority in the Department.

LONG TERM VACANCIES: A known vacancy in excess of five (5) shifts, created by other than vacations and holidays.

NEW EMPLOYEES: New hires will not be eligible for overtime until they have been on shift for three months. After three months, they will be included in Telestaff and be positioned in their respective rank based on the average number of hours for all employees in that rank.

NON-EMERGENCY STAFFING: Overtime used to cover for vacancies of line personnel who are off duty for vacations, holidays, sick leave, bereavement leave, injury leave, department business, and planned coverage of equipment for periods of high call loads.

This overtime is paid at time and one-half the employee's regular rate of pay; this overtime rate will be referred to as overtime 2. This overtime is assigned and tracked by Telestaff based on the guidelines listed in the “Constant Staffing Policy”. ( Refer to Colton Fire Department Operations Manual).

PARTIAL SHIFTS: Partial shifts are to be considered anything less than 24 hours. If on- duty personnel are to be off any amount of time, overtime personnel will be called in for the total time absent. Personnel requesting use of Vacation or Holiday time of less than 4 hours must cover their own partial shift with appropriate personnel. Personnel requesting use of Vacation or Holiday time of 4 hours or more may have the partial shift covered with the normal monthly scheduled staffing provided appropriate pers onnel are available to work.

PENALTIES: If an employee refuses to report for required duty without a valid excuse as outlined in the Colton Fire Department Rules and Regulations, the employee shall be subject to penalties described in those rules and regulations.

If an employee should sign up on the staffing pool list and then refuse the overtime hours, the employee then is credited for those overtime hours without pay in Telestaff. (This will not reflect on hours worked to lower on the overtime force hire list).

PRIMARY AND SECONDARY VACATION OR HOLIDAY: Employees may designate any vacation or holiday period as a primary or secondary vacation or holiday. Each employee is allowed only one (1) primary and one (1) secondary leave per calendar year.

Primary and Secondary leaves shall be covered by force hiring personnel if necessary, however, an employee off on Primary or Secondary leave shall not be subject to being force hired. Primary and Secondary leaves shall be a minimum of 24 hours.

PROMOTIONS: Employees that are promoted or change rank for any reason will retain their hours from their previous rank and transfer the hours to their new rank. This does not apply to holiday hours for employees moving from shift to a non-shift position, and/or vice versa; their holiday hours will be cashed out.

REQUIRED STAFFING/FORCE HIRE: The non -voluntary recall to duty. When scheduled staffing or the staffing pool cannot cover personnel leaves, personnel may be

required to report to duty. This is to be used only when all means of coverage have been exhausted. The employee with the least amount of overtime hours is considered force hired.

This means that the employee will be required to work the overtime. However, that person will be able throughout the required duty to try to obtain coverage for the remainder of the overtime requirement.

SENIORITY: Time in the Department.

SCHEDULED STAFFING: Overtime to cover vacancies known about prior to the 15th of the month preceding the month the vacancies will occur. Employees may sign up in Telestaff at any time; however, they must sign up by the 15th of each month to be eligible for scheduled staffing for the following month. Example: Sign up by March 15th to be eligible for April scheduled staffing.

SHIFT: Any 24-hour period beginning at 0800 hours.

STAFFING POOL/MANPOWER POOL: This is for department use only and used to cover for short notice vacancies. It is a voluntary way to sign up to work in case of short notice vacancies other than vacation or holidays. After 1700 hours on any given day, this becomes the priority list for that evening or the next day. This list is valid until 0830 the next day. Personnel who sign up for the manpower pool are assuring their availability to work and must accept an assignment when called. Failure to accept an assig nment will result in hours credited to that employee’s total. Multiple abuses of the manpower pool could result in disciplinary action.

TELESTAFF: A computer-based program used by the Colton Fire Department to manage the staffing needs of the Department.

UNSCHEDULED STAFFING: Any staffing not covered on the monthly scheduled staffing calendar.

B. Holidays

1. New Year’s Day 4. Christmas Eve Day 7. Independence Day

2. Easter 5. Christmas Day

3. Thanksgiving 6. New Year’s Eve Day

C. Staffing Vacancy Preference List

1. Scheduled Staffing List
a. Call back for Battalion Chief:

Choice #1............................Battalion Chief

b. Call back for Captain:

Choice #1............................Captain

c. Call back for Engineer:

Choice #1...........................Engineer

d. Call back for Firefighter Medic:

Choice #1...........................Firefighter Medic
Choice #2...........................Certified Paramedic in another rank

e. Call back for Firefighter:

Choice #1............................Firefighter
Choice #2............................Firefighter Medic
Choice #3............................Engineer

D. Unscheduled Call Back Policy

1. Upon short notice of notification that an employee has reported in sick or for some other reason an employee will not be reporting for work, the headquarters Captain shall immediately:

a. Refer to Telestaff for a vailable personnel. Exception: If it is between 1700 hours the night before and 0830 hours the day the overtime is to be filled, then fill from the staffing pool list first.

b. Refer to the staffing pool list and call back person with lowest hours signed up in the vacant rank. If two or more personnel have the same number of hours, it is then given in order of seniority from most senior to least senior. If unable to fill vacancy from staffing pool then refer to unscheduled staffing "bucket" list.

2. Force Hire List Procedure:

a. The Captain will consult the Telestaff hours tally and determine which employee of the required rank has the lowest number of hours. This employee will be required to report to duty, if necessary.

b. The actual phone call:

The employee who will be forced hire shall be called first. The employee will be told of the call back and told will be required to work unless another employee accepts the call back. The force hire employee will be instructed to remain available for either a phone call, to notify that someone else has taken the call back, or that, they will have to work.

c. The Captain will then contact in order, all the other employees eligible to work overtime. If no other employee will work the call back, the Captain will then call the forced hire employee placed and require that the employee report to duty.

There may be occasions when the employee with the lowest overtime hours cannot be forced hire.

1. The employee is on sick leave or injury leave,

2. The lowest employee is on primary or secondary vacation or holiday,

3. When the employee will be required to work over a 96 hour shift,

4. An employee will be required to report to duty within 96 hours of a previous force hire.

When this occurs, the next lowest employee will be forced hire.

E. Station Coverage Until Call Back Is Secured

Until the call back arrives at the designated station, the employee of the required rank at the station must remain on duty.

F. Recall of the Force Hire

When an employee other than the potential force d hire employee accepts an assignment the “In the Bucket” employee must be recalled to let the employee know they are no longer subject to call back.

If assigned overtime by either scheduled overtime, staffing pool or force d hire, an employee will always have the option of giving the overtime to another person of equal qualification. The assigned employee should ask a Captain to remove their name from the assigned shift and outbound the created vacancy. The assigned employee is still responsible to work the shift until another employee accepts it. It is the sole responsibility of the assigned employee to assure that the shift has been filed.

G. Scheduled Staffing

Personnel will be able to sign up for the next month by the 15th of the previous month. (Example: To schedule overtime staffing for planned vacations for April, personnel will have to sign up for overtime by the 15th of March.)

Personnel will be chosen for overtime on each day by number of previously scheduled overtime staffing hours.

Procedure:
a. Personnel will access Telestaff via Fire Department or home computer system.

Personnel will highlight the days in which they are available to work and choose the work code “scheduled staffing” on their Telestaff calendar.

b. Telestaff will assign personnel to the vacant shifts by the 20th of each month for the upcoming month. Personnel can check their Telestaff calendar for assignments.

c. Once a person has been assigned a shift the employee is responsible to work that shift.

If for some reason a person cannot work an assigned shift , the employee will be responsible for filing the shift via the process described previously

d. Once the scheduled overtime has been assigned to a person, it is logged into Telestaff.

e. Personnel are assigned staffing assignments based on the number of hours logged in Telestaff. If two or more personnel have the same number of hours, the overtime will be given to the most senior person.

f. Unless otherwise indicated by an employee, no employee will be given more than two (2) partial overtimes during the monthly staffing scheduling.

H. Manpower Pool

Personnel who wish to work overtime on a short notice basis may sign up in Telestaff using the “manpower pool” work code.

I. Hours Tracking

When a person is assigned an overtime under Scheduled staffing, Staffing Pool, or Forced hire, the hours will be recorded at the time of the assignment, not after the employee has worked it.

J. Strike Team Staffing

The Colton Fire Department has a history of active participation in the mutual aid system in California. In an effort to provide predictability, to the degree possible, the following number of apparatus and/or positions will be deployed out of the Operational Area of San Bernardino County (OA) at any time:

• Three apparatus of any type which could include but are n ot limited to Type-I, III, or VI engines or a water tender; or
• Up to eleven positions that include no more than three positions per rank for Captain or Engineer and five positions for Firefighter Medic, not to include Chief officers. • Overhead requests from non -depleted ranks may be sent out not to exceed eleven positions from all ranks other than Chief officers.
• The staffing levels specified herein may be amended to address mutual aid requirements, contingent upon consultation and mutual agreement between Labor an Management.

During periods of emergencies within the OA and southern border areas with Riverside County or regional disasters (such as but not limited to: conflagrations, earthquakes, riots, pandemics, or other regional emergencies) affecting two or more Operational A reas of Southern California, the Fire Chief or designee will determine the amount of resources deployed by the City of Colton to assist other jurisdictions. Individual requests for

overhead personnel are included in the eleven positions. Personnel deployed in overhead positions may be recalled from a deployment or a request for overhead positions denied in order to fill apparatus requests as determined by the Fire Chief or designee.

If, during the term of the MOU, additional apparatus is staffed daily or additional positions are added or decreased to the daily staffing, the number of apparatus and positions to be deployed will be increased or decreased after consultation with the Labor Management Committee. The decision of the Fire Chief or designee after consultation with the Labor Management Committee will be memorialized as an attachment to this MOU as soon as practical after apparatus or staffing changes.

Section 4: No Smoking Policy

All indoor areas of the fire stations shall be designated as “No Smoking Area”. Smoking will only be permitted outdoors and in compliance with the Colton Fire Department rules and regulations, R-10-93 and AB846. All fire department entrances will be posted with NO SMOKING signs.

Section 5: Station Maintenance

Any station maintenance of significant size shall be contracted to the appropriate City department or outside contractor. Significant size represents any maintenance duties requiring greater than four hours for overall completion. Such duties may include, but are not limited to, painting, stucco work, construction or renovations. Projects will not be broken up to fit within the four-hour time period.

Further, any projects that require a building permit and/or an inspection shall be contracted out to the above-mentioned agencies.

The City will continue to assume the responsibility for the care and maintenance of vehicles assigned to chief officers and the fire prevention bureau. In addition, the City will continue the custodial care of the Fire Department staff offices as presently exists. The employees shall continue the care and maintenance of all other vehicles and quarters as presently exists.

Any training or duties directly related to the fire department's emergency readiness shall preclude any station maintenance duties.

Section 6: Layoff and Demotion Policy

In case of a personnel reduction, the employee with the least seniority shall be laid off first, regardless of rank. Employees shall be recalled in the order of their seniority. Continuous (permanent) time in the Colton Fire Department shall constitute total seniority. No new employee shall be hired until all laid-off employees have been given ample opportunity to return to work.

In case of demotion, due to personnel reduction, the employee with the least seniority in rank shall be demoted first regardless of total department seniority. Employees shall be reinstated by order of their seniority from the rank from which they were demoted and shall not be subject to any new

testing procedures. Demoted employees shall be given ample opportunity to obtain any certifications and meet new job requirements needed in their reclassification. No new promotions shall be made in the affected ranks until demoted employees have been given the opportunity to be reinstated to their previous positions.

Section 7: Seniority Points for Examinations

Fire Engineer and Fire Captain Testing and Recruitment Only:

When calculating the final scores, during the testing process for Engineer and Captains, use the following method of recognizing the value of experience in the promotional process:

• ¼ point per year of employment with the Colton Fire Department, up to 20 years. Total years do not have to be continuous.
• Seniority will be based on the last full year of employment, at the time of application. • Seniority points will be added to the final cumulative score if over 70%.

Section 8: Nepotism Policy

Refer to the City of Colton Personnel System Rules and Regulations Rule VIII, Section 8.

If a permanent full-time employee is denied a promotion or transfer under this policy, the employee may appeal such action to the City Manager within three (3) business days of the date of the employee receives written notification of said action. Such app eal shall be submitted in writing, stating the reason(s) that the employment decision should be rescinded. The parties shall select and utilize an arbitrator. The arbitrator’s decision shall be considered final and binding with no further administrative appeal rights.

ARTICLE VI – GENERAL PROVISIONS

Section 1: Effect of MOU

It is agreed that the specific provisions contained in this MOU shall prevail over City policies and procedures and over state laws to the extent permitted by state law.

Section 2: Savings Clause

Should any provision of this MOU be held invalid by a court of competent jurisdiction, then the remaining provisions shall remain in full force and effect.

Section 3: Maintenance of Benefits

All other terms and conditions of employment in existence immediately prior to the effective date of this MOU and not altered by this MOU, shall remain the same, unchanged, and in full force and effect unless altered by the mutual agreement of the City and the Association.

Any prior or existing Memoranda of Understanding between the parties regarding matters within the scope of representation are hereby superseded and terminated in their entirety. Moreover, all “side letter” agreements between the parties that have been ente red into prior to the adoption of this MOU by the City Council shall automatically expire on the date this MOU is adopted. Any increases in compensation and/or benefits that were delayed, postponed, or provided by those side letter agreements are hereby waived.

Section 4: Waiver Clause

Except as stated in other portions of this MOU the City and the Association, for the life of this MOU, each agrees that the other shall not be obligated to meet and confer with respect to any subject or matter referred to or covered in this MOU. However, t hey may meet by mutual agreement or as required by the Government Code.

Section 5: Term of MOU

The term of this agreement will be from July 1, 2025, through midnight, June 30, 2027.

Section 6: Council Action

If this MOU is acceptable to the City Council, then the City Council shall adopt the MOU by appropriate action at the first scheduled meeting following the signing of this MOU.

FOR CITY OF COLTON: FOR COLTON FIREFIGHTERS
ASSOCIATION, LOCAL 935

___________________________________ _________________________________ Frank J. Navarro Aaron Mulhall
Mayor President

___________________________________ _________________________________ Dated Dated

Item: 6.

Staff Report

Meeting Date: October 7, 2025
To: City Council
From: Bill Smith, City Manager
Prepared By: Deb Farrar, Director
Item Name: Contract Amendment - OMNI Cemetery Management - Approve Second Contract Amendment for OMNI Cemetery Management, for Management of Hermosa Gardens Cemetery.

Recommended Action:

Authorize the City Manager to execute contract amendment with OMNI Cemetery Management, to extend contract and increase total contract amount to $750,000.

Background:

On October 1, 2023, the City of Colton resumed full authority of Hermosa Gardens Cemetery and entered into a contract with OMNI Cemetery Management to oversee daily operations.

OMNI has since provided sales, burials, chapel rentals, grounds upkeep, and customer service support, with City staff assisting on weekends, cleaning, and recordkeeping.

In August 2024, the City extended OMNI’s contract for an additional year to address greater operational needs, with Resolution R-89-24 allocating $447,000 in the FY 2024/25 budget for professional services, operational expenses, digitization of records, and capital equipment replacement.

Under OMNI’s management, notable progress has been achieved, including office and chapel renovations, entry gate upgrades, expanded watering, and equipment repairs. Nonetheless, the initial contract significantly underestimated the staffing, funding, and infrastructure required due to poor record conditions, outdated equipment, and long-deferred maintenance.

Issues/Analysis:

Since assuming operations at Hermosa Gardens Cemetery, OMNI Cemetery Management has

worked diligently to stabilize daily operations and restore community trust. While significant progress has been achieved, the scope of work has proven more extensive than originally anticipated. A primary factor is the level of staffing required to meet service demands. The Cemetery Manager regularly works beyond a standard schedule to accommodate families, and additional maintenance staff have been needed to keep pace with grounds upkeep, burials, and facility repairs. These increased staffing costs were not fully captured in the original contract estimates.

In addition, much of the cemetery’s equipment was inherited in a poor state of repair. OMNI has absorbed significant expenses for maintenance, repairs, and temporary solutions to keep daily operations running smoothly. These are costs that should properly be borne by the City to ensure continuity of service and reliability of operations.

Finally, OMNI has also assisted the City in addressing unresolved obligations left by the prior operator, Inland Memorial. This includes curing outstanding contracts and promises made to families that otherwise would have remained unfulfilled. These corrective measures are critical to rebuilding community confidence but carry financial impacts beyond the scope of the original agreement.

To fairly reimburse OMNI for these expenses and provide the necessary resources to continue operations at a high standard, staff recommend amending the agreement to increase the contract amount by $250,000. This adjustment reflects the true cost of providing comprehensive cemetery management services under current conditions and ensures that the City meets both its operational responsibilities and its commitment to families.

In FY 2023/24 and 2024/25, At-Need Cemetery Services revenue exceeded projections for property sales, services, and Mission Chapel reservations. These revenues do not include contributions from the Endowment Care Fund or Pre-Need contract payments. The additional revenue has helped offset operational expenses and is expected to remain steady through the end of the fiscal year.

At this time, no additional funds are anticipated. The current budget appropriation, as amended under Resolution R-89-24 and supported by the general fund, along with cost savings in other FY 2024/25 line items, is expected to sustain operations through the end of OMNI’s contract in October 2025. Any extension or new contract beyond that date will require a new appropriation to address staffing and other operational needs.

Fiscal Impacts:

Sufficient appropriations are available in the adopted FY 2025-2026 budget in General Fund, Community Services, Offsite Services, Account Number 100-6200-6234-2350-0000-000.

Alternatives:

Attachments:

1. OMNI - Contract Amendment 02

(BB&K: 06/2024)
23152.06000\32391457.2
AMENDMENT NO. 2 TO

PROFESSIONAL SERVICES AGREEMENT

BETWEEN THE CITY OF COLTON
AND
OBI GROUP, INC. DBA OMNI CEMETERY MANAGMENT

1. P
ARTIES AND DATE.

This Amendment No. 2 to the Profe ssional Services Agreement is made and entered into this 1 st day of September, 2024, by and between the City of Colton, a C alifornia municipal corporation (“City”), and OBI Group, Inc. (dba OMNI Cemetery Ma nagement) (“Contractor”).

City and Contractor are sometime s individually referred to here in as “Party” and collectively as “Parties.”

2. R
ECITALS.

2.1 Contractor. City and Contract or entered into an agreement on October 4, 2023 (“Agreement”), whereby Contractor agreed to provide cemetery ma nagement and operation services at Hermosa Gardens Cemetery, which the City owns.

2.2 Amendment Purpose. City and Contractor now desire to amend the Agreement for the purposes of additional compensation for costs and services incurred during the timeframe.

2.3 Amendment Authority. This Am endment No. 2 is authorized pu rsuant to Section

2.1.2 of the Agreement.

3. T ERMS.

3.1 Amendment. The Agreement sec tions noted below are hereby am ended in their entirety to read as follows:

2.3.1 Fees and Payments Compensati on. Contractor shall receive compensation, including authorized r e i m b u r s e m e n t s , f o r a l l S e r vices rendered under this Agreement at t he rates set forth in Exhibit ”C” attached hereto and incorporated herein by reference. The tota l compensation paid to Contractor shall not exceed Seven Hundred, Fifty Thousand Dollars ( $750,000) without prior written approval of City’s City Manager . Contractor shall be compensated on a monthly basis, following submittal and approval of an invoice by the City Mana ger. The City Manager shall notify Contra ctor of any discrepancies withi n five (5) days following submittal of invo ice. Extra Work may be authori zed, as described below, and if authorized, will be compensated at the rates and manner set forth in this Agreement.

2 (BB&K: 06/2024)
23152.06000\32391457.2
Contractor may not retain income from pre-need property, rights , pre-need or at- need endowment care funds collect ed. Contractor may retain all income from markers, vases and other retail items, approved by the City.

Exhibit C to the Agreement is hereby deleted in its entirety and replace d with Exhibit C attached hereto to this Amendment No. 2 and incorpora ted herein by reference.

3.2 Continuing Effect of Agreement. Except as amended by this A mendment No. 2, all provisions of the Agreement shall remain unchanged and in full force and effect. From and after the date of this Amendment No. 2, whenever the term “Agre ement” appears in the Agreement, it shall mean the Agreement as amended by this Amendment No. 2.

3.3 Adequate Consideration. The Parties hereto irrevocably st ipulate and agree that they have each received adequate and independent consideration for the performance of the obligations they have undertaken pursuant to this Amendment No. 2

3.4 Severability. If any porti on of this Amendment No. 2 is d eclared invalid, illegal, or otherwise unenforceable by a c ourt of competent jurisdiction , the remaining provisions shall continue in full force and effect.

3.5 Counterparts. This Amendment No. 2 may be executed in dup licate originals, each of which is deemed to be an original, but when taken toget her shall constitute but one and the same instrument.

[SIGNATURES ON FOLLOWING PAGE]

3 (BB&K: 06/2024)
23152.06000\32391457.2
SIGNATURE PAGE FOR AMENDMENT NO. 2 TO

PROFESSIONAL SERVICES AGREEMENT

BETWEEN THE CITY OF COLTON

AND OBI GROUP, INC DBA OMNI CEMETERY MANAGMENT

IN WITNESS WHEREOF, the Parties have entered into this Amendmen t No. 2 to the Agreement as of the day and year first above written.

CITY OF COLTON

By: _________________________
William R. Smith
City Manager

Attest: _________________________
Isaac T. Suchil
City Clerk

OBI GROUP, INC. DBA OMNI CEMETERY MANAGMENT
a Corporation

By: _________________________
G. Denise Hampton

_________________________
Name (Print)

_________________________
Title (Print)

4 (BB&K: 06/2024)
23152.06000\32391457.2
EXHIBIT "C- AMENDMENT NO. 2

COMPENSATION
NOT-TO-EXCEED $750,000

POSITION HOURLY RATE
Primary Contractor – Cemetery Manager $75
Maintenance Staff $25

MONTHLY FEES
Overhead costs for staffing, insurance and other related expenses
$1000

OPERATIONAL COSTS
Including fuel, equipment repair/replacement and operational supplies.

Documentation must be included with monthly invoice.

REFUNDS / AMENDMENTS OR OTHER FEES
Any refunds and waived or amended fees to customers based on previous operator error. Documentation must be included with monthly invoice.

Item: 7.

Staff Report

Meeting Date: October 7, 2025
To: City Council
From: Bill Smith, City Manager
Prepared By: Bill Smith, City Manager
Item Name: Legislative Policy 2026 - Approve Legislative Policy for the 2026 Legislative Year.

Recommended Action:

It is recommended that the City Council adopt the 2026 Colton Legislative Policy.

Background:

As a means to be active in legislative advocacy, a formal Legislative Policy has been developed to promote the specific interests of the City of Colton. As such, staff is advancing a comprehensive Policy to guide the legislative process for the 2026 legislative year.

The attached Legislative Policy document details the overall program, including legislative positions, process outline and staff duties. As stated in the Legislative Policy’s Purpose Statement, “the purpose of the City of Colton’s Legislative Year 2026 Policy is to provide a vehicle for the City Council and staff to pursue legislative objectives in the most efficient and effective way.” Practically speaking, many legislative issues are brought to the City by way of letters requesting support or opposition from lobbyist organizations, other cities sponsoring legislation or special interest groups. Due to the time sensitive nature of these requests, staff needs to be able to prepare the necessary letters without special action of the Council. Having a Plan that outlines the City’s position on routine issues that impact cities enables staff to prepare the necessary letters for the Mayor’s signature, or respond to inquiries with a firm City position, without individual Council action.

Matters that are not clearly defined in the City’s Legislative Policy can and will continue to be brought to the full City Council on a case-by-case basis. The general philosophy of the Policy is to protect local or home rule, oppose unfunded State and County mandates, oppose government interference in the private sector, and to protect and stabilize current City revenue sources.

The City of Colton Draft Legislative Year 2026 Policy has been reviewed by the City Council, as

well as the City’s executive staff team and the City Attorney.

Issues/Analysis:

The Legislative Policy document provides a myriad of legislative positions for Council consideration. As it would be voluminous to describe the reasoning behind each legislative position within this staff report, staff will be ready to discuss any legislative position, if needed, during agenda review for Council consideration of this item.

Fiscal Impacts:

There is no fiscal impact as a result of this action. The City’s Legislative Policy will be coordinated by the City Manager’s Office. As such, the major impact will be on staff time needed to manage this effort. Costs for any additional legislative advocacy, as well as necessary travel and/or expenses by Council Members/staff, will be discussed during the City’s budget processes or on a case-by-case basis.

Alternatives:

Provide alternative direction to staff, as needed.

Attachments:

None

Item: 8.

Staff Report

Meeting Date: October 7, 2025
To: City Council
From: Bill Smith, City Manager
Prepared By: Chad Blais, PW & Utility Services Director Item Name: Parking Restriction Index - Approve and Adopt the Index of Parking Restriction Locations which Outlines the Various Parking Restrictions and Locations within the City of Colton, Resolution No. R-76-25.

Recommended Action:

Staff recommends th City Council take the following action:

1. Adopt Resolution R-76-25 and the attached Index of Parking Restriction Locations, which outlines the various parking restrictions and locations within the City of Colton

Background:

The State of California Vehicle Code allows parking restrictions if adopted by a City Ordinance or Resolution. Section 23 of the City of Colton Resolution No. 2119 lists areas within the City of Colton with parking restrictions. Any new no-parking or time-limited parking restrictions must be adopted by Resolution per Colton’s Municipal Code Section 9.3 – No Parking Area per in order to be legally enforceable.

Issues/Analysis:

In early 2025, the Public Works Department conducted significant work to install time-limited no-parking signage all over town related to the street sweeping contract. In total there are about 1,600 time-limited no parking signs for street sweeping. While the street sweeping parking restrictions have been in place since early 2025, enforcement had to be placed on hold because the parking restrictions were never formally adopted by resolution as required by Colton's municipal code. Therefore, Public Works has been diligently updating its parking restriction records to develop an "Index of Parking Restriction Locations" within the City. Approval of Resolution No. R-76-25 will formally document all the previously approved "no-parking" and

"time-limited" parking restrictions and adds all the street sweeping related parking restrictions into a formal index that is available to the public. Once the resolution is approved the Police Department may resume street sweeping parking enforcement.

Fiscal Impacts:

There is no financial impact by adopting Resolution No. R-76-25.

Alternatives:

Provide alternative direction to staff.

Attachments:

1. R-76-25 Restricted Parking

2. INDEX OF PARKING RESTRICTION LOCATIONS 10-7-25

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RESOLUTION NO. R-76-25

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COLTON AMENDING RESOLUTION NO. 2119, PASSED AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF COLTON ON THE SIXTH DAY OF DECEMBER, 1960, TO INCLUDE

TIME-LIMITED NO PARKING ON VARIOUS STREET LOCATIONS WITHIN THE

CITY OF COLTON FOR STREET SWEEPING PURPOSES

WHEREAS, the City of Colton (“City”) is a municipal corporation duly organized and existing pursuant to the Constitution and laws of the State of California; and,

WHEREAS, per Colton’s Municipal Code Section 9.3 – No Parking Area subsection (d) states “In any area established by resolution of the Council as a no parking area, when such area is indicated by appropriate Signs or by red paint upon the Curb surface.”

WHEREAS, the City Council routinely adopted amendments to Resolution No. 2119 when adding or removing parking restrictions on various streets in Colton on an as-needed basis; and,

WHEREAS, the City Council is seeking to amend Resolution No. 2119 to include the creation of a comprehensive Index of Parking Restriction Locations that documents the existing No Parking and Time-Limited parking restrictions throughout the City; and,

WHEREAS, the City Clerk and Public Works Department will maintain a copy of the Index of Parking Restriction Locations and shall make the Index of Parking Restriction Locations available to the public upon request; and,

NOW, THEREFORE, BE IT RESOLVED THAT THE CITY COUNCIL OF THE CITY OF COLTON DOES HEREBY RESOLVE AS FOLLOWS:

SECTION 1: The City Council of the City of Colton hereby approves Resolution No. 76-25 and the attached Index of Parking Restriction Locations, which outlines the various parking restrictions and locations within the City of Colton.

SECTION 2: This Resolution shall supersede and repeal any other resolution or portion of a resolution to the extent such resolution may be inconsistent with this Resolution.

SECTION 3: If any provision or clause of this Resolution or any application of it to any person, firm, organization, partnership or corporation is held invalid, such invalidity shall not affect other provisions of this Resolution which can be given effect without the invalid provision or application. To this end, the provisions of this Resolution are declared to be severable.

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SECTION 4: The City Council hereby finds and determines that it can be seen with certainty that there is no possibility that this Resolution may have a significant adverse effect on the environment. Thus, the adoption of this Resolution is exempt from the requirements of the California Environmental Quality Act (Public Resources Code §§ 21000 et seq.) ("CEQA") pursuant to Section 15061(b) (3) of the CEQA Guidelines.

SECTION 5: This Resolution shall become effective immediately upon its adoption.

PASSED, APPROVED AND ADOPTED THIS 7TH DAY OF OCTOBER 2025.

FRANK J. NAVARRO, Mayor

ATTEST:

__________________________________
ISAAC T SUCHIL, City Clerk

CITY OF COLTON

INDEX OF PARKING RESTRICTION LOCATIONS
Updated 10-7-25

STREET SIDE FROM TO NO PARKING TIME RESTRICTION
10TH ST EAST SIDE LAUREL ST CANAL RD 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH WEDNESDAY 10TH ST WEST SIDE LAUREL ST CANAL RD 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH THURSDAY 10TH ST EAST SIDE O ST CUL-DE-SAC 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD MONDAY 10TH ST WEST SIDE O ST CUL-DE-SAC 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD TUESDAY 10TH ST EAST SIDE VALLEY BLVD LA CADENA DR 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY 10TH ST WEST SIDE VALLEY BLVD LA CADENA DR 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY 11TH ST EAST SIDE D ST B ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY 11TH ST WEST SIDE D ST B ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY 11TH ST EAST SIDE O ST M ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD MONDAY 11TH ST WEST SIDE O ST M ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD TUESDAY 12TH ST EAST SIDE C ST CUL-DE-SAC 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY 12TH ST WEST SIDE C ST CUL-DE-SAC 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY 12TH ST EAST SIDE O ST N ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD MONDAY 12TH ST WEST SIDE O ST N ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD TUESDAY 12TH ST EAST SIDE VALLEY BLVD GONZALES COMMUNITY
CENTER 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY 12TH ST WEST SIDE VALLEY BLVD GONZALES COMMUNITY
CENTER 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY 13TH ST WEST SIDE CARREON DR C ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY 13TH ST EAST SIDE CARREON DR C ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY 13TH ST WEST SIDE VALLEY BLVD GONZALES COMMUNITY
CENTER 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY 13TH ST EAST SIDE VALLEY BLVD GONZALES COMMUNITY
CENTER 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY 2ND ST EAST SIDE CUL-DE-SAC VALLEY BLVD 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY 2ND ST WEST SIDE CUL-DE-SAC VALLEY BLVD 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY 2ND ST WEST SIDE F ST C ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY 2ND ST EAST SIDE F ST C ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY 2ND ST EAST SIDE OAK ST C ST 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH WEDNESDAY 2ND ST WEST SIDE OAK ST C ST 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH THURSDAY 3RD ST EAST SIDE J ST CUL-DE-SAC 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY 3RD ST WEST SIDE J ST CUL-DE-SAC 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY 3RD ST EAST SIDE M ST CUL-DE-SAC 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY 3RD ST WEST SIDE M ST CUL-DE-SAC 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY 3RD ST EAST SIDE MARTIN AVE ARCHIBALD CT 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH WEDNESDAY 3RD ST WEST SIDE MARTIN AVE ARCHIBALD CT 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH THURSDAY 4TH ST EAST SIDE J ST C ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY 4TH ST WEST SIDE J ST C ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY 4TH ST EAST SIDE O ST CUL-DE-SAC 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY 4TH ST WEST SIDE O ST CUL-DE-SAC 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY 5TH ST EAST SIDE FOGG ST N ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD MONDAY 5TH ST WEST SIDE FOGG ST N ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD TUESDAY 5TH ST EAST SIDE O ST K ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY 5TH ST WEST SIDE O ST K ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY 6TH ST WEST SIDE CUL-DE-SAC LAUREL ST 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH THURSDAY 6TH ST EAST SIDE CUL-DE-SAC LAUREL ST 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH WEDNESDAY 6TH ST WEST SIDE HANNAH ST ACACIA ST 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH THURSDAY 6TH ST EAST SIDE HANNAH ST ACACIA ST 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH WEDNESDAY 6TH ST EAST SIDE FOGG ST CONGRESS ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD MONDAY 6TH ST WEST SIDE FOGG ST CONGRESS ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD TUESDAY 6TH ST EAST SIDE H ST E ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY 6TH ST WEST SIDE H ST E ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY 6TH ST WEST SIDE M ST CUL-DE-SAC 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD TUESDAY 1 of 24

CITY OF COLTON

INDEX OF PARKING RESTRICTION LOCATIONS
Updated 10-7-25

STREET SIDE FROM TO NO PARKING TIME RESTRICTION
6TH ST EAST SIDE M ST CUL-DE-SAC 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD MONDAY 6TH ST EAST SIDE O ST N ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD TUESDAY 6TH ST WEST SIDE O ST N ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD MONDAY 7TH ST WEST SIDE H ST 220 FT SOUTH OF H ST AT ALL TIMES NO PARKING 7TH ST EAST SIDE C ST OAK ST 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH WEDNESDAY 7TH ST WEST SIDE C ST OAK ST 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH THURDDAY 7TH ST EAST SIDE CONGRESS ST LA CADENA DR 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD MONDAY 7TH ST WEST SIDE CONGRESS ST LA CADENA DR 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD TUESDAY 7TH ST EAST SIDE LA CADENA DR O ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD MONDAY 7TH ST WEST SIDE LA CADENA DR O ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD TUESDAY 7TH ST EAST SIDE O ST K ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD MONDAY 7TH ST WEST SIDE O ST K ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD TUESDAY 7TH ST EAST SIDE VALLEY BLVD C ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY 7TH ST WEST SIDE VALLEY BLVD C ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY 8TH ST WEST SIDE NORTH OF ALLEY BETWEEN G AND H STREETS AT ALL TIMES NO PARKING 8TH ST NORTH SIDE SAN BERNARDINO FREEWAY 50 FEET NORTH OF H ST AT ALL TIMES NO PARKING 8TH ST SOUTH SIDE SAN BERNARDINO FREEWAY 50 FEET NORTH OF H ST AT ALL TIMES NO PARKING 8TH ST EAST SIDE FOGG ST O ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD MONDAY 8TH ST WEST SIDE FOGG ST O ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD TUESDAY 8TH ST WEST SIDE LAUREL ST JOHNSTON ST 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH THURSDAY 8TH ST EAST SIDE LAUREL ST JOHNSTON ST 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH WEDNESDAY 8TH ST WEST SIDE OAK ST LAUREL ST 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH THURSDAY 9TH ST WEST SIDE LAUREL ST CANAL RD 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH THURSDAY 9TH ST EAST SIDE LAUREL ST CANAL RD 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH WEDNESDAY 9TH ST EAST SIDE VALLEY BOULEVARD H ST AT ALL TIMES NO PARKING 9TH ST WEST SIDE VALLEY BOULEVARD H ST AT ALL TIMES NO PARKING 9TH ST EAST SIDE CUL-DE-SAC VALLEY BLVD 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD MONDAY 9TH ST WEST SIDE CUL-DE-SAC VALLEY BLVD 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD TUESDAY 9TH ST EAST SIDE D ST LA CADENA DR 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY 9TH ST WEST SIDE D ST LA CADENA DR 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY 9TH ST EAST SIDE VALLEY BLVD F ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY 9TH ST WEST SIDE VALLEY BLVD F ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY A CT NORTH SIDE CUL-DE-SAC 12 ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY A CT SOUTH SIDE CUL-DE-SAC 12 ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY ACACIA ST NORTH SIDE PENNSYLVANIA AVE CUL-DE-SAC 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH THURSDAY ACACIA ST SOUTH SIDE PENNSYLVANIA AVE CUL-DE-SAC 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH WEDNESDAY ADAMS ST EAST SIDE FOGG ST JEFFERSON ST 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH MONDAY ADAMS ST WEST SIDE FOGG ST JEFFERSON ST 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH TUESDAY ADEL CT NORTH SIDE TERESA AVE CUL-DE-SAC 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY ADEL CT SOUTH SIDE TERESA AVE CUL-DE-SAC 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY ADMIRALTY ST NORTH SIDE DRIFTWOOD AVE NORTHSTAR AVE 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH MONDAY ADMIRALTY ST SOUTH SIDE DRIFTWOOD AVE NORTHSTAR AVE 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH TUESDAY ADMIRALTY ST NORTH SIDE HURRICANE AVE TOPSAIL AVE 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH MONDAY ADMIRALTY ST SOUTH SIDE HURRICANE AVE TOPSAIL AVE 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH TUESDAY AGATE ST EAST SIDE CUL-DE-SAC CANARY ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY AGATE ST WEST SIDE CUL-DE-SAC CANARY ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY AGUA CALIENTE LN EAST SIDE SAN BERNARDINO AVE DE CARMAN DR 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH TUESDAY AGUA CALIENTE LN WEST SIDE SAN BERNARDINO AVE DE CARMAN DR 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH MONDAY AGUA MANSA RD NORTH SIDE 5TH ST RANCHO AVE 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD MONDAY AGUA MANSA RD SOUTH SIDE 5TH ST RANCHO AVE 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD TUESDAY AGUA MANSA RD EAST SIDE RIVERSIDE AVE RANCHO AVE 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH MONDAY AGUA MANSA RD WEST SIDE RIVERSIDE AVE RANCHO AVE 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH TUESDAY ALDER LN NORTH SIDE FOREST DR OAK LEAF DR 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH TUESDAY 2 of 24

CITY OF COLTON

INDEX OF PARKING RESTRICTION LOCATIONS
Updated 10-7-25

STREET SIDE FROM TO NO PARKING TIME RESTRICTION
ALDER LN SOUTH SIDE FOREST DR OAK LEAF DR 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH MONDAY ALIDA ST NORTH SIDE JENNIFER CT TERESA AVE 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY ALIDA ST SOUTH SIDE JENNIFER CT TERESA AVE 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY ALLEN WAY NORTH SIDE CUL-DE-SAC S BARTON RD 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD TUESDAY ALLEN WAY SOUTH SIDE CUL-DE-SAC S BARTON RD 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD MONDAY ALSTON AVE EAST SIDE CITRUS ST JOHNSTON ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY ALSTON AVE WEST SIDE CITRUS ST JOHNSTON ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY ALSTON AVE EAST SIDE LOUISE ST ELLEN ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY ALSTON AVE SOUTH SIDE LOUISE ST ELLEN ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY ALSTON AVE NORTH SIDE TEJON AVE HERBERTS LN 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY ALSTON AVE SOUTH SIDE TEJON AVE HERBERTS LN 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY ALTISSIMO LN EAST SIDE RANDALL AVE ORQUESTA CT 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY ALTISSIMO LN SOUTH SIDE RANDALL AVE ORQUESTA CT 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY AMADOR LN EAST SIDE CUL-DE-SAC DEL GIOR DR 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY AMADOR LN SOUTH SIDE CUL-DE-SAC DEL GIOR DR 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY ANDEREGG LN NORTH SIDE CUL-DE-SAC ROSEDALE AVE 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH TUESDAY ANDEREGG LN SOUTH SIDE CUL-DE-SAC ROSEDALE AVE 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH MONDAY APPLEWOOD ST NORTH SIDE SADDLEWOOD ST SMOKEWOOD ST 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH TUESDAY APPLEWOOD ST SOUTH SIDE SADDLEWOOD ST SMOKEWOOD ST 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH MONDAY ARCHIBALD CT SOUTH SIDE 3RD ST TERESA AVE 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH WEDNESDAY ARCHIBALD CT NORTH SIDE 3RD ST TERESA AVE 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH THURSDAY ARMORY CT NORTH SIDE CUL-DE-SAC 12TH ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY ARMORY CT SOUTH SIDE CUL-DE-SAC 12TH ST 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY ASH ST NORTH SIDE PINE ST BERRY ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD MONDAY ASH ST SOUTH SIDE PINE ST BERRY ST 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD TUESDAY ASH TREE LN NORTH SIDE ORCHARD LN SUGAR PINE LN 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH TUESDAY ASH TREE LN SOUTH SIDE ORCHARD LN SUGAR PINE LN 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH MONDAY ASHLEY WAY EAST SIDE COOLEY DR COOLEY DR 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH MONDAY ASHLEY WAY WEST SIDE COOLEY DR COOLEY DR 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH TUESDAY ASHWOOD LN NORTH SIDE OAK GLEN LN DURON ST 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH TUESDAY ASHWOOD LN SOUTH SIDE OAK GLEN LN DURON ST 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH MONDAY ASPEN CIR NORTH SIDE TORREY PINES DR OAK GLEN LN 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH TUESDAY ASPEN CIR SOUTH SIDE TORREY PINES DR OAK GLEN LN 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH MONDAY

ATCHISON LN NORTH SIDE CISCO ST VALLEYWOODS ST 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH MONDAY

ATCHISON LN SOUTH SIDE CISCO ST VALLEYWOODS ST 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH TUESDAY

ATCHISON ST EAST SIDE OVERLAND ST VALLEYWOODS ST 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH MONDAY

ATCHISON ST WEST SIDE OVERLAND ST VALLEYWOODS ST 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH TUESDAY AVENIDA CAPISTRANO AVE NORTH SIDE CUL-DE-SAC MICHIGAN AVE 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY AVENIDA CAPISTRANO AVE SOUTH SIDE CUL-DE-SAC MICHIGAN AVE 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY AVENIDA CARMEL AVE NORTH SIDE CUL-DE-SAC MICHIGAN AVE 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY AVENIDA CARMEL AVE SOUTH SIDE CUL-DE-SAC MICHIGAN AVE 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY AVENIDA MONTEREY AVE NORTH SIDE CUL-DE-SAC MICHIGAN AVE 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY AVENIDA MONTEREY AVE SOUTH SIDE CUL-DE-SAC MICHIGAN AVE 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY AWARD DR EAST SIDE FAIRWAY DR CUL-DE-SAC 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH WEDNESDAY AWARD DR WEST SIDE FAIRWAY DR CUL-DE-SAC 6 AM - 12 PM SWEEPING SCHEDULE 2ND & 4TH THURSADY B ST NORTH SIDE LA CADENA DR PENNSYLVANIA AVE 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH THURSADY B ST SOUTH SIDE LA CADENA DR PENNSYLVANIA AVE 10 AM - 3 PM SWEEPING SCHEDULE 2ND & 4TH WEDNESDAY B ST NORTH SIDE LA CADENA DR LITTLE COLTON AVE 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY B ST SOUTH SIDE LA CADENA DR LITTLE COLTON AVE 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY BACCARAT CT EAST SIDE CRYSTAL RIDGE LN CUL-DE-SAC 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD MONDAY BACCARAT CT WEST SIDE CRYSTAL RIDGE LN CUL-DE-SAC 10 AM - 3 PM SWEEPING SCHEDULE 1ST & 3RD TUESDAY BALBIRNIE AVE North side PENNSYLVANIA AVE OHIO AVE 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD THURSDAY BALBIRNIE AVE South side PENNSYLVANIA AVE OHIO AVE 6 AM - 12 PM SWEEPING SCHEDULE 1ST & 3RD WEDNESDAY 3 of 24