Agenda, closed session, second session — Crescent City City Council, February 17, 2026 (part 2 of 2)

4. ACCIDENTAL DEATH INSURANCE.

In addition to the benefits offered under the City’s cafeteria plan, the City will provide an additional $50,000 life and accidental death policy of insurance for all sworn bargaining unit members through PORAC. The City, not the employees, will pay the monthly premium of said policy.

5. RETIREE MEDICAL TRUST (RMT).

A. Participation. Effective January 1, 2021, the Association will establish participation in a retiree medical plan administered by the PORAC Retiree Medical Trust, and the cost of establishing the Trust shall be at no cost to the City of Crescent City. The City of Crescent City is not a party to the Trust, aside from transferring funds, and has no obligations to the management, regulatory compliance or performance of the Trust.

B. Contributions to the PORAC Retiree Medical Trust
1) Employee Contributions. The City of Crescent City will transfer a mandatory pre-tax employee contribution of fifty dollars ($50.00) for each employee currently working in the bargaining unit represented by the Association on an ongoing bimonthly (24 times per year) basis. As each employee will contribute the same predetermined dollar amount, no employee election forms designating the amount will be needed, allowed or requested; and there shall be no employee election either to make the employee contribution, or to determine the amount of the contribution.
2) Employer Contributions. The City of Crescent City will not be making any employer contributions.

C. Reporting rules. The City of Crescent City will comply with reasonable rules set by the PORAC RMT Trust Office with regard to reporting and transferring the required contributions set forth above, typically involving providing the Trust CCPOA MOU 7/1/2025 – 6/30/2027 Page | 16
Office with the name, social security number and amount paid for each employee.

In the event the reporting requirement of the Trust requires reporting beyond that which the City of Crescent City typically provides for other similar purposes (health insurance), the City of Crescent City may require the Association to pay for any costs related to programing or producing such reports. Prior to engaging in any activity that could result in such an expense, the City of Crescent City will secure the Association’s authorization.

D. Indemnification. The Association agrees to indemnify and hold the City of Crescent City harmless from any liabilities of any nature which may arise as a result of the operating of the PORAC RMT, except for the obligation of the City to make and report the non-elective transfer of employee contributions as described above.

E. Exclusive purpose of trust. The monies contributed to the Trust fund shall only be used for retiree health insurance premiums or health care expenses, as allowed by law. There shall be no employee election/option available to take such amount in unrestricted cash.

F. Separate trust. The purpose of this Trust shall be to provide for retiree health care expense reimbursement benefits. The Trust shall be and remain separate and apart from any City of Crescent City health insurance funding program, unless changed by mutual written agreement of the parties. The contributions set forth herein, unless otherwise dictated by law or rules set forward by the employees’ pension system, shall be included as salary for purpose of calculating pension benefits.

G. Acknowledgment. The City of Crescent City hereby acknowledges receipt of the PORAC RMT Joinder Application and Agreement and agrees to comply with rules set by the Trust Office in regard to reporting and depositing the required contributions set forth above. The City of Crescent City will cooperate with the Trust in allowing a payroll audit for the purpose of ascertaining if the proper amount of contributions have been made.

F. HOLIDAYS
The City agrees to provide the non-patrol employees covered by this M.O.U. with the following holidays off from work and with pay, during each calendar year:

New Year’s Day January 1
Martin Luther King Day January (3rd Monday)
President’s Day February (3rd Monday)
Memorial Day May (Last Monday)
Fourth of July July 4
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Labor Day Sept. (1st Monday)
Veteran’s Day November 11
Thanksgiving Day November (4th Thurs)
Day after Thanksgiving
Christmas Day December 25
Two Christmas Season holidays To be designated annually by City Administration with concurrence of
each employee association.

Should any of the above-mentioned holidays fall on a Saturday, the employees shall have off the Friday before the holiday with pay. Should any of the above-mentioned holidays fall on a Sunday, the employees shall have off the Monday following the holiday with pay.

Those employees covered by this agreement who are assigned to the Patrol Division shall not receive any of the above holidays off.

G. LEAVES

1. VACATION.
(a) For the purposes of determining vacation benefits, permanent employees working less than forty hours per week shall accrue vacation at a rate equal to the normal rate for their service longevity times the percentage of full-time that their average work week represents. (b) Accrual Schedule.

The following vacation schedule shall be effective on the first pay period after the effective date of this M.O.U.

Length of Service Biweekly Accrual Rates
Date of Employment through 12th month 4 Hours
13th month through 120th month 5.23 Hours
121st month and beyond 6.l5 Hours
Vacation leave is earned upon the completion of the pay period and may not be used before it is earned. In other words, vacation leave cannot be used until the pay period following the one during which it was earned.
(c) Utilization.

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The parties hereto agree that employees covered by this M.O.U. may not accrue vacation beyond four hundred (400) hours. Vacation leave may not be granted to an employee with less than six (6) months of employment.

Upon termination an employee shall be compensated for accrued vacation. (d) Elective Vacation Cash-Out Plan
Employees have the elective option to cash-out up to 40 hours of accrued vacation leave once every six months. An employee must have a minimum balance of 240 hours of accrued vacation at the time of the cash-out request. An employee must have used at least 40 hours of vacation in the previous 12-month period. Any vacation leave cash-out will be subject to budget availability and to the approval of the City Manager and Finance Director.

Employees who want to cashout vacation leave must irrevocably elect to do so by December 31 to cashout the following calendar year. The requirements for accrued leave balance and leave used will be calculated as of the date of the cashout request. Employee must earn the cashout hours in the calendar year of the cashout payment, prior to the actual cashout. Employee cannot cashout hours that were earned the year before. Cashouts will only be allowed the first pay period paid in June and the first pay period in December of each calendar year. Employee must sign a form in December of the prior year stating which cashout date they are choosing (June, December, or both) and how many hours to cashout on each of those dates. The employee cannot decide afterward to not cashout. If the employee uses so many vacation hours in the year prior to the cashout that the employee no longer has enough hours accrued to fulfill the cashout request, the City must cash out the number of hours available to be cashed out.

2. SICK LEAVE.
(a) For the purposes of determining sick leave benefits, permanent employees working less than forty (40) hours per week shall accrue sick leave at a rate equal to the normal rate for their service longevity times the percentage of full-time that their average work week represents. (b) Accrual Schedule.

The following sick leave schedule shall be effective on the next complete pay period following adoption of this M.O.U.:

Length of Service Biweekly Accrual Rate
Date of Employment to a
maximum of 1250 hours
of accrued sick leave 4 Hours
Sick leave is earned upon the completion of the pay period and may not be used before it is earned. In other words, sick leave cannot be used until the pay period following the one during which it was earned.

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(c) Conversion to Sick Leave Bank.

Employees whose available sick leave accrual equals or exceeds 1250 hours at the end of a biweekly pay period shall, for the next pay period and any subsequent pay periods until the accrual is below the maximum of 1250 hours, be compensated by having one hour per pay period deposited into a CCPOA sick leave time bank. Use of sick leave hours from the time bank shall be by approval of such means mutually agreed upon by CCPOA and the City Manager. Total sick leave bank accruals deposited shall not exceed 960 hours available at any time. In the event the employee reaches the maximum vacation accrual and the sick leave bank reaches the maximum accrual, no further accruals or conversion shall occur. (d) Utilization.

Employees may utilize accrued sick leave after their first month of employment. Sick leave shall be utilized in accordance with applicable state and federal law. Sick leave with pay will be granted upon the recommendation of the Department Head in a case of the bona fide illness of the employee. Sick leave with pay may be used for the following services: diagnostic procedures, dental procedures and ophthalmology services when performed by a duly licensed practitioner.
i. The employee may be required to file a medical/dental professional’s statement, or a personal affidavit with the Human Resources Manager stating the purpose of the absence before such leave with pay will be granted. After an employee has notified the City of their intention to leave City service, no sick leave will be granted for that employee unless they provide a doctor’s written statement for the missed time. ii. Sick leave applies to absences during pregnancy that are caused by illness due to pregnancy or the attending physician’s order that the employee is unable to work due to the pregnancy. All situations involving pregnancy disability will be addressed in accordance with the provisions of the Family Medical Leave Act (FMLA) and current state Pregnancy Disability Leave (PDL) laws. A female employee, filling a regular Council approved position will be entitled to a total of four (4) months leave of absence (with and/or without pay) due to pregnancy disability as determined by a qualified medical provider.
iii. An eligible employee may take sick leave in the event of a serious illness or medical condition for a member of the employee’s immediate family. The employee may be required to file a physician’s or dentist’s statement, or a personal affidavit with the Human Resources Manager stating the cause of absence before such leave with pay will be granted. For purposes of this section, immediate family is defined as:
a. A child (biological, adopted, or foster child, stepchild, legal ward, or child to whom the employee stands in loco parentis, regardless of the age or dependency status);
b. A biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered CCPOA MOU 7/1/2025 – 6/30/2027 Page | 20
domestic partner, or a person who stood in loco parentis when the employee was a minor child;
c. A spouse;
d. A registered domestic partner;
e. A grandparent;
f. A grandchild;
g. A sibling.
iv. In the event a scheduled medical or dental appointment for the eligible employee’s immediate family that requires the employee’s absence from work, the employee may use sick leave.
v. In the event of a voluntary or involuntary transfer of any employee within the City, the employee’s leave credits will also be transferred in their full amount. vi. The City has entered into an agreement with the PERS whereby accumulated sick leave is converted to additional service credit upon retirement.

3. BEREAVEMENT LEAVE.
(a) Eligibility & Accrual rate.

Permanent employees are eligible for bereavement leave for a maximum of five (5) workdays per incident with pay.
(b) Utilization.

Upon the prior approval by the employee’s department head, the employee may utilize bereavement leave upon the death of a family member. Family member means a child, parent, sibling, grandparent, grandchild, domestic partner or parent-in-law as defined in Government Code Section 12945.2. Should additional time be necessary, the employee may utilize two (2) sick leave days. The department head may approve the employee’s utilization of vacation if additional time is required.

3.5 REPRODUCTIVE LOSS LEAVE.
(a) Eligibility and Accrual Rate.

Permanent employees are eligible for reproductive loss leave for a maximum of five (5) workdays per incident with pay.
(b) Utilization.

Upon the prior approval by the employee’s department head, the employee may utilize reproductive loss leave upon the occurrence of a qualifying event. A qualifying reproductive loss event includes and is limited to failed adoption, failed surrogacy, miscarriage, stillbirth, or CCPOA MOU 7/1/2025 – 6/30/2027 Page | 21
unsuccessful assisted reproduction. The leave must be taken with three (3) months of the qualifying event.

4. JURY LEAVE.
(a) Eligibility.

All employees are eligible for jury leave when called by the court to serve as a juror.

Employees shall receive their normal compensation so long as the City is reimbursed by the employee for juror or witness fees received.
(b) Utilization.

The employee shall provide to their department head a copy of the summons, notice, or subpoena directing the employee to appear at the court. On a day an employee reports for jury duty and learns that services are not needed that day, the employee must return to work for the balance of the regular work shift.

5. COURT TIME LEAVE.

Employees who are subpoenaed or noticed by a Court of a required appearance associated with their duties as a police officer for the City, and when such court is located outside Del Norte County, shall be granted court time leave with pay for such time spent appearing at this court, and for such time necessary to travel to and from the court’s location.

6. MILITARY LEAVE.

The City shall provide military leave as provided by California State Law.

7. LEAVE OF ABSENCE WITH/WITHOUT PAY.
(a) Eligibility.

Permanent employees are eligible for a leave of absence, with or without pay, upon the approval of the employee’s department head and the concurrence of the City Manager. (b) Utilization.

Leave with pay may be provided to an employee when the City requires the employee to be absent due to educational, disciplinary, or for emergency reasons. Leave without pay may be provided to an employee when it is necessary for the employee to be absent due to one of the following reasons and the employee has made the request:

1. Educational purposes;

2. Long-term illness and/or pregnancy;

3. Family death;
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4. Natural disasters & family emergencies;

5. Other related emergencies;

6. Maternal/Paternal child care.

Except in the case of natural disasters, the employee shall obtain prior written approval stating the reasons for the leave request and the expected term or duration of such leave. Such leave shall not be approved by the department head and City Manager in excess of one hundred twenty (120) calendar days in duration, except that the City Manager, upon the recommendation of the employee’s department head, may approve one subsequent ninety (90) day leave of absence without pay.
(c) Accrual of Benefits During Such Absences.

The employee shall not accrue any benefits, nor shall City pay for any benefits during such approved leave of absence without pay.
(d) Use of Leave Accruals.

During a leave of absence from work, employees must use available leave accruals in accordance with City leave policies, unless the leave is protected by FMLA/ CFRA or workers’ compensation

8. GENERAL LEAVE PROVISIONS.
(a) Return to Work Requirements.

The parties hereto agree that at least one week prior to the expiration of the approved leave of absence, with or without pay, the employee shall notify the department head of their intention to return to work. Upon the expiration of an approved leave, the employee shall return to work on the next following regular work day. Failure to return to work will be considered as a voluntary resignation on the part of the employee unless prior approval is obtained from the employee’s department head.
(b) Determination of Continuous Service.

The length of an employee’s service shall be considered continuous while the employee is on an approved leave with pay, and if the employee returns to work on the required return-towork day. Upon re-employment from an involuntary layoff or an expiration of a leave of absence without pay, the employee’s previously-accrued sick leave credits shall be restored. Employees returning from a voluntary resignation shall not receive any credits by virtue of their previous employment toward any leave accrual or restoration.
(c) Effect of a Transfer.

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In the event of a voluntary or involuntary transfer of any employee within the City, the employee’s leave credits shall also be transferred in their full amount. (d) Use of Leave Accruals.

During any absence from work, employees must use available leave accruals in accordance with City leave policies, unless the leave is protected by FMLA/ CFRA or workers’ compensation
(e) Benefits Accruals During Leave.

Employees on unpaid leave will have their sick and vacation leave accruals reduced proportionately for that pay period, unless the leave is protected by FMLA/ CFRA or workers’ compensation

9. ADMINISTRATIVE TIME OFF
In recognition of the Lieutenant position as an exempt position, the City agrees that the Lieutenant will receive forty (40) hours of paid administrative time off each fiscal year. Such administrative time off will be used by the Lieutenant within the fiscal year it was received and will not carry forward from year to year.

10. BENEFITS DURING LEAVE
(a) Family and Medical Leave (FMLA) and California Family Rights Act (CFRA). An employee taking family or medical leave will be allowed to continue participating in any health and welfare benefit plan in which he or she was enrolled before the first day of leave (for a maximum of 12 workweeks) at the level and under the same conditions of coverage as if the employee had continued in employment for the duration of such leave. Group health insurance coverage will be continued in the same manner for up to 16 weeks for employees disabled due to pregnancy, childbirth or related medical condition. The City will continue to make the same premium contributions as if the employee had continued working. The continued participation in health benefits begins on the date leave first begins under the Family Medical Leave Act (FMLA) or under the California Family Rights Act (CFRA).

The 12-month measurement period for purposes of FMLA / CFRA leave will be a rolling 12-months from the date that the FMLA / CFRA leave begins. The employee requesting FMLA / CFRA leave may be required to provide a medical provider’s certification of the serious medical condition.

For further information on Family and Medical Leave, please refer to the City’s FMLA policy or contact Human Resources.

All employees must notify Human Resources as soon as possible regarding FMLA for your own serious health condition or that of a family member. (b) When Benefits Terminate. CalPERS health benefits terminate the last day of the month after the employee separates, ends coverage, or becomes ineligible. For example, if an CCPOA MOU 7/1/2025 – 6/30/2027 Page | 24
employee separates May 15, health coverage will end June 30. Dental and vision benefits terminate the last day of the month in which the employee separates, ends coverage, or becomes ineligible. For example, if an employee separates May 15, dental and vision coverage will end May 31. All other benefits terminate at the time of separation.

11. OCCUPATIONAL MEDICAL LEAVE
If applicable, City police officers in the scope of active law enforcement service will be provided disability pay in accordance with California state law pursuant to Labor Code Section 4850.

12. PARENTING LEAVE
Parenting leave will be considered leave without pay and provided in accordance with applicable federal and state laws; specifically, Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA) laws for the birth or adoption of a child or placement of a foster child.

In the event that an employee does not meet the eligibility requirements for FMLA or CFRA, an unpaid leave of absence may be approved by the employee’s Department Head and the Human Resources Manager. Use of sick leave may not be taken for parenting leave purposes.

The City will make available forty (40) hours of paid leave in lieu of participating in the Employment Development Department (EDD) programs that could have provided Paid Family Leave for parenting purposes.

H. FIREARM PURCHASE PROGRAM
The City of Crescent City agrees to implement an employee firearm acquisition policy, which will allow sworn, permanent, full-time officers to purchase one on-duty or off-duty firearm (subject to compliance with the Police Department Policy for on-duty back-up weapons) and/or accessories per officer, in accordance with firearm specifications approved by the Chief of Police.

The total purchase amount shall not exceed $2,000 per firearm, including the cost of accessories such as a sling, light, case, magazine, scope, etc., and shall be paid through payroll deductions within two years of purchase. Both the City Manager and the Finance Director, subject to the availability of funds, must approve the loan.

No purchase shall be made under this section until any outstanding previous purchase or employee loan (including computer loans) has been paid in full.

If an employee leaves City employment, any outstanding loan balance shall immediately become due and payable. Probationary employees are excluded from purchasing firearms under this section.

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SECTION IX -MISCELLANEOUS PROVISIONS
A. SHIFT POLICY:

PREAMBLE. This shift policy has been designed to address two separate, but equally important, concerns: (1) concerns of Crescent City Police Department personnel relative to family, personal commitments, education and morale; (2) concerns of City Administration involving organization, establishing departmental goals, inter-relationships within the department, supervision conflicts and public relations. It is understood and agreed to by the parties that the review and continued existence of this policy will be based on its ability to address the concerns indicated above.

Additionally, it is agreed to by the parties that scheduling of shifts and setting the goals of the department is the exclusive right of the City. This is consistent with City Municipal Code sections and with the existing Memorandum of Understanding with CCPOA.

PROCEDURE. The following procedure shall be used in the assignment of shifts within the Crescent City Police Department.

1. All shift assignments shall be on a three (3) month basis. The Department shall establish procedures in conformance with these procedures to designate shift assignments for twelve consecutive calendar months starting the first of the year. A bargaining unit member must bid at least one nightshift rotation and one dayshift rotation during the calendar year. Shift bids shall coincide with yearly vacation bid and be distributed at the same time. (A) Shifts will be from January through March, April through June, July through September, and October through December or as agreed to by the Chief of Police and CCPOA sergeants and officers.
(B) The term “shift” as used during this 12-hour plan refers to either dayshift (0600 - 1800) or nightshift (1800 - 0600).
(C) If staffing allows for a “cover shift” (1200-2400), the cover shift shall be considered both dayshift and nightshift and not required to switch shift during the 12 calendar months.

2. CCPD officers shall have the right to select the available shift of their choice on a seniority basis. Seniority shall be established by full time, continuous service as a sworn employee in each represented classification for the Crescent City Police Department. (A) Choices of available days off will continue to be assigned by officer seniority. (B) Not more than one (1) sergeant shall be assigned to any given shift unless authorized by the Chief of Police.
(C) The Chief of Police shall determine the number and type of positions available for selection on each shift.
(D) The Chief of Police shall have the exclusive right to change the positions assigned to any given shift in the interest of City priority, safety, special need or other documented valid reason.
(E) Special assignment shall not necessarily be made on a seniority basis. However, in fulfilling a special need, the Chief may consider seniority as part of the selection process.

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3. The following positions with the CCPD are exempt from the shift selection process and shall be assigned in accordance with departmental needs as determined by the Chief of Police:

Dispatch or Records personnel, Detectives, Narcotics’ Officers, K-9 Officers, or such other specialty positions which may from time to time be established.

4. If mutually agreed upon with another officer, officers may change shifts within the three (3) month rotation period with the permission of their respective sergeants, and approval of the Chief of Police. If a sergeant is not assigned to the shift, the Police Chief shall act as the shift supervisor for the purpose of this section.

5. In the event of a conflict arising from implementation of a specific policy or procedure relative to shift selection, the Chief of Police shall be the final authority on how those policies or procedures apply. The Chief, in making a determination, shall consider the needs of the officer(s) involved and may consult and confer with CCPOA in reaching his/her decision.

6. Sergeants shall select shifts based upon seniority as established by appointment to the supervisory position.

B. PROBATION PERIOD/PAY STEP INCREASES:

Effective July 1, 2018, the City and the CCPOA agree to the following policy in an attempt to clarify the existing policy on probation/pay step increases:

The probationary period shall be regarded as a part of the examination process, and shall be utilized for closely-observing the employee’s work, for securing the most efficient training in adjustment of a new employee to the position, and for rejecting any probationary employee whose performance is below average or unsatisfactory.

The Police Department shall establish two (2) separate and distinct classifications of police officer probationary periods:

CLASS I: Twelve (12) months’ probation. Officers at time of appointment have completed a POST certified Basic Police Academy or are in possession of a valid California POST Basic Certificate.

CLASS II: Eighteen (18) months’ probation. Officers at time of appointment are not in possession of, and have not completed all the requirements for issuance, of a POST Basic Certificate by the State of California.

All other terms and conditions relative to the probationary period shall be defined as currently written in the City-adopted Employer-Employee Relations Rules.

The City and the CCPOA acknowledge that the creation of the probationary period in Class II was not implemented for an arbitrary reason, but to allow the City to more accurately review the work performance of those officers required to attend the POST Basic Academy prior to starting the Department’s field training program.

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SECTION XI - DURATION OF M.O.U.

A. DURATION
The City and CCPOA agree that this M.O.U. shall be effective July 1, 2025 through June 30, 2027, as amended and referenced in Section I - Purpose. It is further acknowledged by both parties that certain portions of this agreement may require amendments during the term of this M.O.U. if State and Federal statutes and regulations so direct.

B. SEVERANCE & CONTINUATION
If any provision of this M.O.U. is held invalid or unconstitutional, such decision shall have no effect on the validity of the remaining provisions of this M.O.U., and such remaining provisions shall continue to remain in full force and effect.

C. WAIVER
The parties hereto acknowledge that during the negotiations which resulted in this M.O.U. each had the unlimited right and opportunity to make proposals with respect to any subject or matter not removed by law from the area of consultation or meet-and-confer, and that the understandings arrived at by the parties after exercising that right and opportunity are set forth in this M.O.U. Therefore, the parties hereto, for the duration of this M.O.U., and subject to the exceptions contained herein in Section VI, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to meet-and-confer with respect to any subject or matter in this M.O.U., in the event that either party desires to meet-and-confer or consult in good faith.

D. PROCEDURE TO FURTHER MEET AND CONFER
In the event that either party has requested the other party to meet-and-confer, and the other party has consented to such discussions, the parties hereto agree that such additional discussions may result in amendments to this M.O.U. Such amendments shall be dated and numbered consecutively in order to assure proper understanding and authority for each amendment. Nothing contained herein shall prohibit the parties hereto from amending this agreement as authorized by applicable law.

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EXHIBIT “A”

CCPOA PAY SCHEDULE
The parties hereto agree to the following pay schedule for the positions listed herein effective the first complete pay period in Fiscal Year 2025/2026. (Salaries are listed in hourly rates unless otherwise indicated.)
-------------------------------------------------------------------------------------------------------------------------- Police Recruit $24.49
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
Police Officer
$30.52 $32.81 $35.27 $37.92 $40.76
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - Sergeant
$40.76 $42.80 $44.94 $47.19 $49.55
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - Lieutenant
$49.55 $52.03 $54.63 $57.36 $60.23
---------------------------------------------------------------------------------------------------------------------------- RULES FOR PAY STEP PROGRESSION: Employees shall move through the steps according to the following specifications.

POLICE OFFICER
STEP ONE: Entry level. Possession of a California POST Basic Academy Certificate or a California POST Basic Certificate.

STEP TWO: The requirements for advancement to Step Two are twelve (12) months of service with a successful completion of the Field Training Program, and an annual evaluation which meets or exceeds job standards.

STEP THREE: The requirements for advancement to Step Three are twelve (12) months of service at Step Two, and an annual evaluation which meets or exceeds job standards.

STEP FOUR: The requirements for advancement to Step Four are twelve (12) months of service at Step Three, and an annual evaluation which meets or exceeds job standards.

STEP FIVE: The requirements for advancement to Step Five are twelve (12) months of service in Step Four, and an annual evaluation which meets or exceeds job standards.

Officers who possess a California Basic Academy Certificate or California POST Basic Certificate may be hired at Step One or Two at the discretion of the Chief of Police and with the concurrence of the City Manager. Lateral Entry Officers who possess a California POST Intermediate or Advanced certificate may be hired at any step between Step One and Step Five at the discretion of the Chief of Police with the concurrence of the City Manager.

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POLICE SERGEANT
STEP ONE: Entry level. Four years of current full-time experience in law enforcement and possession of a California POST Intermediate Certificate. Completion of a California POST Supervisor’s School within one year of appointment.

STEP TWO: The requirement for advancement to Step Two is twelve (12) months of service in Step One, and an annual evaluation which meets or exceeds job standards. In the case of an internal promotion, the Chief of Police with the concurrence of the City Manager, may hire a sergeant at a Step Two if the officer is already at a Step Five in the police officer classification, has four years of current full-time law enforcement experience, and a California POST intermediate certificate.

STEP THREE: The requirements for advancement to Step Three are twelve (12) months of service in Step Two, possession of a California POST Supervisory Certificate, and an annual evaluation which meets or exceeds job standards.

STEP FOUR: The requirements for advancement to Step Four are twelve (12) months of service in Step Three, and an annual evaluation which meets or exceeds job standards.

STEP FIVE: The requirements for advancement to Step Five are twelve (12) months of service in Step Four, possession of a California POST Advanced Certificate, obtaining an AA Degree or equivalent college units (60) from an accredited college, and an annual evaluation which meets or exceeds job standards.

Applicable Notes:

All Officer and Sergeant Pay Steps - If a substandard annual evaluation is received, an employee shall be re-evaluated within 90-days.

Sergeant Pay Step 2 – Advancement to Step 2 will not be delayed if attendance at a California POST Supervisor’s School is not completed within one year of appointment due to circumstances beyond the control of the employee.

Sergeant Pay Step 5 – An accredited college is one receiving accreditation from Western Association of Schools and Colleges. If accreditation is in question, approval may be given upon review at the City Manager’s discretion.

EXHIBIT “A”

CCPOA PAY SCHEDULE
The parties hereto agree to the following pay schedule for the positions listed herein to be effective the first complete pay period in Fiscal Year 2026/2027, which is an increase by an amount equal to the CPIU(LA) percentage increase measured by March 2026 over March 2025, not to be less than 1.0% nor more than 3.0%. When the March index becomes available, those wages shall be figured and the wage schedule updated and attached hereto. (Salaries are listed in hourly rates unless otherwise indicated.) -------------------------------------------------------------------------------------------------------------------------- Police Recruit $
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
Police Officer
$ $ $ $ $
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - Sergeant
$ $ $ $ $
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - Lieutenant $ $ $ $ $
CCPOA MOU 7/1/2025 – 6/30/2027 Page | 31
---------------------------------------------------------------------------------------------------------------------------- RULES FOR PAY STEP PROGRESSION: Employees shall move through the steps according to the following specifications.

POLICE OFFICER
STEP ONE: Entry level. Possession of a California POST Basic Academy Certificate or a California POST Basic Certificate.

STEP THREE: The requirements for advancement to Step Three are twelve (12) months of service at Step Two, and an annual evaluation which meets or exceeds job standards.

STEP FOUR: The requirements for advancement to Step Four are twelve (12) months of service at Step Three, and an annual evaluation which meets or exceeds job standards.

STEP FIVE: The requirements for advancement to Step Five are twelve (12) months of service in Step Four, and an annual evaluation which meets or exceeds job standards.

STEP FOUR: The requirements for advancement to Step Four are twelve (12) months of service in Step Three, and an annual evaluation which meets or exceeds job standards.

CCPOA MOU 7/1/2025 – 6/30/2027 Page | 32
STEP FIVE: The requirements for advancement to Step Five are twelve (12) months of service in Step Four, possession of a California POST Advanced Certificate, obtaining an AA Degree or equivalent college units (60) from an accredited college, and an annual evaluation which meets or exceeds job standards.

Applicable Notes:

All Officer and Sergeant Pay Steps - If a substandard annual evaluation is received, an employee shall be re-evaluated within 90-days.

Side Letter Agreement to the Memorandum of Understanding Between the City of Crescent City and the Crescent City Police Officers’ Association Effective July 1, 2025 through June 30, 2027 WHEREAS, the City of Crescent City (“City”) and the Crescent City Police Officers’ Association (“CCPOA”) successfully negotiated and executed a Memorandum of Understanding effective July 1, 2025 through June 30, 2027; and WHEREAS, both locally and nationally, the hiring and retention of law enforcement officers continue to present a challenge; and
WHEREAS, it remains common for law enforcement agencies to offer a hiring bonus to attract laterals; and
WHEREAS, lateral transfers require less time and money to train and therefore, can be a more efficient hire than a recruit; and
WHEREAS, the parties have met and conferred on the contents of this Side Letter and the program contained herein.

NOW, THEREFORE, the City and the CCPOA agree that the City continue to offer a Lateral Police Officer Hiring Bonus Program as follows:

1. LATERAL HIRING BONUS PROGRAM. The City will continue a Lateral Police Officer Hiring Bonus Program whereby the City will offer a hiring bonus of $10,000 to qualified lateral hires for the position of Police Officer. A qualified lateral Police Officer hire must possess a Basic POST certification and have one year of sworn law enforcement experience. The $10,000 hiring bonus will be paid out as follows:
a. $5,000 upon official hiring;
b. $2,500 upon completion of FTO training; and
c. $2,500 upon completion of probation.

2. RELOCATION ASSISTANCE. As part of the Police Officer Lateral Hiring Bonus Program, the City will provide up to $3,000 in relocation assistance to any Police Officer hired as a lateral that will be relocating from outside of Del Norte County into Del Norte County for the purpose of serving as a Crescent City Police Officer.

The Employee will be reimbursed upon submission of qualifying receipts to the City. All claimed relocation expenses must be submitted within 6 months of hire.

Qualifying relocation expenses include the reasonable costs of packing and moving of household goods, such as the rental of a commercial moving truck or trailer, expenses associated with packing/unpacking, temporary lodging (less than 30 days), temporary storage (less than 60 days), services of a professional moving company, etc.

CITY OF CRESCENT CITY RESOLUTION NO. 2026-08 Page 1
RESOLUTION NO. 2026-08

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CRESCENT CITY

APPROVING A MEMORANDUM OF UNDERSTANDING AND SIDE LETTER AGREEMENT BETWEEN THE CITY OF CRESCENT CITY CAREER FIREFIGHTERS’ ASSOCIATION EFFECTIVE JULY 1, 2025 THROUGH JUNE 30, 2027
WHEREAS, California Government Code Section 36506 requires that the City Council fix, by resolution or ordinance, the compensation of all appointive officers and employees; and
WHEREAS, pursuant to the City Council’s direction, the City’s bargaining team has negotiated in compliance with the Meyers-Milias-Brown Act and all other applicable requirements to reach agreement with the Crescent City Career Firefighters’ Association (“CCCFA”) upon a new Memorandum of Understanding (“MOU”) that meets the needs of both parties and covers the period July 1, 2025 through June 30, 2027; and WHEREAS, the parties have additionally agreed to continue to explore the feasibility of an alternative 40-hour workweek by way of a side letter agreement; and WHEREAS, a majority of the bargaining unit members of the CCCFA have voted in favor of the MOU and the Side Letter Agreement; and
WHEREAS, the MOU and Side Letter Agreement have been recommended for approval by the City Manager and reviewed by the City Council.

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Crescent City, California that the Memorandum of Understanding Between the City of Crescent City and the Crescent City Career Firefighters’ Association for July 1, 2025 through June 30, 2027 signed by the parties and attached hereto as Exhibit A is hereby ratified and approved.

BE IT FURTHER RESOLVED that the Side Letter Agreement to explore an alternative 40-hour week signed by the parties and attached hereto as Exhibit B is hereby ratified and approved.

PASSED AND ADOPTED and made effective the same day by the City Council of the City of Crescent City at a meeting thereof held on this 17th day of February 2026, by the following polled vote:

AYES:

NOES:

ABSTAIN:

ABSENT:
_____________________________
Isaiah Wright, Mayor
ATTEST:
__________________________
Robin Altman, City Clerk
Memorandum of Understanding
Between the
City of Crescent City
And the
Crescent City Career Firefighters’ Association
Effective July 1, 2025
Through
June 30, 2027
CCCFA MOU 7/1/2025 – 6/30/2027 Page | ii
This page intentionally left blank.

CCCFA MOU 7/1/2025 – 6/30/2027 Page | iii

MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF CRESCENT CITY AND THE CRESCENT CITY CAREER FIREFIGHTERS’ ASSOCIATION FOR THE PERIOD JULY 1, 2025 THROUGH JUNE 30, 2027

TABLE OF CONTENTS
SECTION 1 -- PURPOSE ………………………………………………………………………………………………………Pg. 1 SECTION 2 -- EFFECT OF M.O.U. ………………………………………………………………………………………………1 SECTION 3 – DEFINITIONS ……………………………………………………………………………………………………….1 SECTION 4 – RECOGNITION …………………………………………………………………………………………………….1 SECTION 5 -- EMPLOYER-EMPLOYEE RELATIONS RULES…………………………………………………………..1 SECTION 6 – COMPENSATION …………………………………………………………………………………………………1

6.1 WAGES…………………………………………………………………………………………………………….1

6.2 PAY PERIOD …………………………………………………………………………………………………….2

6.3 WORK PERIOD …………………………………………………………………………………………………2

6.4 REPORTING TIME …………………………………………………………………………………………….2

6.5 OVERTIME ……………………………………………………………………………………………………….2

6.6 EMERGENCY CALL-BACK ………………………………………………………………………………….2

6.7 HOLDOVER ………………………………………………………………………………………………………2

6.8 HOLIDAY PAY…………………………………………………………………………………………………..3

6.9 LONGEVITY PAY……………………………………………………………………………………………….3

6.10 ACTING DUTY OFFICER PAY (OUT-OF-CLASS) ……………………………………………………3

6.11 PREMIUM PAY …………………………………………………………………………………………………3 SECTION 7 – MISCELLANEOUS …………………………………………………………………………………………………4

7.1 PROBATION ……………………………………………………………………………………………………4

7.2 ABSENCE WITHOUT AUTHORIZATION…………………………………………………………….4

7.3 DISCIPLINE……………………………………………………………………………………………………..4

7.4 CAL OES / CALFIRE ASSIGNMENTS ………………………………………………………………….5

7.5 SHIFT POLICY………………………………………………………………………………………………….5

7.6 SCHEDULING ………………………………………………………………………………………………….5
SECTION 8 – BENEFITS …………………………………………………………………………………………………………….5

8.1 PUBLIC EMPLOYEES’ RETIREMENT SYSTEM (PERS) PROGRAM ………………………..5

8.2 DEFERRED COMPENSATION …………………………………………………………………………..5

8.3 UNEMPLOYMENT COMPENSATION ……………………………………………………………….6

8.4 WORKERS’ COMPENSATION ………………………………………………………………………….6

8.5 WELLNESS INCENTIVE ……………………………………………………………………………………6

8.6 HEALTH AND WELFARE INSURANCE ……………………………………………………………….6

8.7 CSFA MEMBERSHIP ………………………………………………………………………………………..7

8.8 REIMBURSEMENT FOR DAMAGED PROPERTY ………………………………………………..7

8.9 UNIFORMS AND BOOTS …………………………………………………………………………………8 SECTION 9 – LEAVES ……………………………………………………………………………………………………………….8

9.1 VACATION ……………………………………………………………………………………………………..8

9.2 SICK LEAVE …………………………………………………………………………………………………….9 CCCFA MOU 7/1/2025 – 6/30/2027 Page | iv

9.3 BEREAVEMENT LEAVE …………………………………………………………………………….……10

9.4 REPRODUCTIVE LOSS LEAVE …………………………………………………………………………10

9.5 JURY LEAVE ………………………………………………………………………………………………….10

9.6 COURT TIME LEAVE ………………………………………………………………………………………10

9.7 MILITARY LEAVE …………………………………………………………………………………………..11

9.8 LEAVE TO VOTE…………………………………………………………………………………………….11

9.9 PARENTING LEAVE ……………………………………………………………………………………….11

9.10 LEAVE OF ABSENCE WITH / WITHOUT PAY …………………………………………………..11

9.11 BENEFITS DURING LEAVE ……………………………………………………………………………..12 SECTION 10 -- DURATION OF M.O.U. …………………………………………………………………………………….13

10.1 DURATION……………………………………………………………………………………………………13

10.2 SEVERANCE & CONTINUATION …………………………………………………………………….13

10.3 WAIVER ……………………………………………………………………………………………………….13

10.4 PROCEDURE TO FURTHER MEET AND CONFER ……………………………………………..13 EXHIBIT “A” – CCCFA PAY SCHEDULE 25/26…………………………………………………………………………..15 EXHIBIT “A” – CCCFA PAY SCHEDULE 26/27……………………………………………………………………………16 CCCFA MOU 7/1/2025 – 6/30/2027 Page | 1
SECTION 1 - PURPOSE
The purpose of this Memorandum of Understanding (M.O.U.) is to describe certain agreements between the City of Crescent City, hereinafter referred to as “City” and the Crescent City Career Firefighters’ Association, hereinafter referred to as “CCCFA,” regarding wages, hours, and other terms and conditions of employment for the City’s public safety employees covered by this M.O.U.

SECTION 2 - EFFECT OF M.O.U.

This M.O.U. shall comply with all local, State, and Federal regulations applicable to such agreements. If any provisions of this M.O.U. violate said regulations, the M.O.U. may be amended at any time to conform to local, State and Federal law. Other City policies of general application (city-wide) or specific application (Fire Dept) may also apply. In the event there is a conflict or inconsistency between a policy and this M.O.U., this M.O.U. shall prevail. By adopting this M.O.U., the City does not relinquish any employer management rights to the CCCFA members.

SECTION 3 - DEFINITIONS
Except as otherwise provided herein, all words used in this M.O.U. shall have the same meaning as set forth in the City’s Municipal Code, the City’s Employer-Employee Relations Rules or the State of California’s Government Code.

SECTION 4 - RECOGNITION
The City has recognized CCCFA by way of Resolution No. 2025-15 adopted May 5, 2025 as the recognized employee organization representing those City employees who are members of CCCFA at the time of the City’s adoption of this M.O.U., and those employees who become members of CCCFA during the term of this M.O.U. This recognition continues for the term of this M.O.U., unless CCCFA violates any terms or conditions of this M.O.U. or any City rule or regulation which may cause the termination of this recognition by the City, as per the Crescent City Municipal Code.

SECTION 5 - EMPLOYER-EMPLOYEE RELATIONS RULES
The parties hereto agree that the City’s Employer-Employee Relations Rules, as included in the City’s Municipal Code, shall continue in full force and effect for the term of this M.O.U., except that to the extent that Section 8-220 conflicts with the Firefighter Bill of Rights (Gov. Code §§ 3250 et seq.), the Firefighter Bill of Rights shall prevail.

SECTION 6 – COMPENSATION

6.1 WAGES
The City will compensate CCCFA members as described below:

6.1.1 July 2025. Effective the first full pay period in July of 2025, the pay scales as set forth on Exhibit A shall apply to all classifications listed therein.

6.1.2 July 2026. Effective the first full pay period in July of 2026, all pay scales set forth in Exhibit A shall be increased by the annual percentage increase indicated by the CPI-U (LA) March 2026 over March 2025. In no event, however, may the increase be less than 1.0% or more CCCFA MOU 7/1/2025 – 6/30/2027 Page | 2
than 3.0%. The pay scale table will be updated and attached to this M.O.U. as soon as numbers for the annual CPI are known.

6.2 PAY PERIOD
The pay period for CCCFA members will be from 7:00 a.m. Sunday through 6:59 a.m. the second Sunday thereafter. Employees must be paid within 5 working days after the conclusion of the pay period. Employees will be paid biweekly on every other Friday.

6.3 WORK PERIOD
The work period for CCCFA members is 24 days. Each CCCFA will be regularly scheduled to work 192 hours in each work period.

6.4 REPORTING TIME
CCCFA members will have one-quarter (1/4) of one hour reduced from their pay for each fifteen minutes they report to work later than their scheduled starting time. Tardiness will result in disciplinary action. CCCFA members will also have one-quarter (1/4) of one hour reduced from their pay for each fifteen (15) minutes for which the employee leaves work early. Employees leaving early without prior authorization of the Fire Chief will be considered refusal to work and be grounds for disciplinary action.

6.5 OVERTIME
Non-exempt CCCFA members are partially exempt under Section 7(k) of the Fair Labor Standards Act (FLSA) and will earn overtime at the rate of 1.5 times their “regular rate of pay” (as defined by the FLSA) for every hour worked in excess of 182 hours during the 24-day work period.

Paid leave time (Holiday Pay, Vacation, Sick Leave, etc.) will not count toward the Employee’s total work period hours for overtime liability purposes.

CCCFA members working the 48/96 schedule will be paid 53 regular hours plus 3 hours of scheduled overtime per week, which are the annualized average weekly hours for the 48/96 schedule. Hours worked in addition to the 48/96 schedule will be considered overtime.

6.6 EMERGENCY CALL-BACK
If a CCCFA member is called back to duty by the Fire Chief to respond to an emergency, they will receive at least two hours’ work or two hours’ pay if two hours work is not required.

The employee will be compensated at 1.5 times the employee’s regular rate of pay. The time worked will begin when the employee arrives at the work site. If the call-back assignment lasts more than two hours, then the employee will be compensated in increments of 15 minutes for the time actually worked.

6.7 HOLDOVER
If a CCCFA member is held over from their regularly scheduled shift by the order of the Fire Chief, they will be compensated at the rate of 1.5 times their regular rate of pay for each 15- minute increment actually worked. An employee may be held over by order of the Fire Chief for up to 24 hours.

CCCFA MOU 7/1/2025 – 6/30/2027 Page | 3

6.8 HOLIDAY PAY
The City recognizes 12 Holidays at 8 hours each at the employee’s base hourly salary. As safety personnel, CCCFA members are not able to take Holidays off from work. Therefore, the 96 hours of Holiday Pay will be paid out 3.69 hours per paycheck at the employee’s base hourly rate. Holiday Pay hours will not count toward the employee’s total work period hours for overtime liability purposes. Holiday Pay that meets CalPERS requirements will be reportable compensation. Holiday pay may not be used as paid time off nor cashed out at any time other than the established pay period in this section or upon employee separation.

6.9 LONGEVITY PAY

6.9.1 Eligibility. CCCFA members will receive longevity pay for years of continuous, uninterrupted service with the City in accordance with the table below and the provision set forth in this section.

Length of Service Longevity Pay
10 2.5% base hourly wage
15 2.5% base hourly wage
20 2.5% base hourly wage

6.9.2 Current 5-Year Longevity Recipients. Prior to the approval of this MOU, CCCFA members received 2.5% longevity pay for 5 years of continuous, uninterrupted full-time service with the City. If any CCCFA member is receiving 5-year longevity pay of 2.5% as of the date this MOU is approved, then that employee will continue to receive the 5-year longevity of 2.5% until such time as the employee attains Step 6 in the pay scale for their job classification. Once Step 6 is achieved, then the 5-year longevity pay will cease.

6.9.3 How Calculated. Longevity pay is calculated as a percentage of base hourly pay times (the number of regular hours worked plus paid leave hours used) in a pay period. Longevity pay is not paid for unpaid leave hours, unless used as part of a workers’ compensation TDD calculation.

6.10 ACTING DUTY OFFICER PAY (OUT-OF-CLASS)
CCCFA members will be considered working out-of-class when specifically assigned by the Chief or his designee during an absence of command and the employee assumes the primary duty officer role. An employee working out-of-class in this capacity will receive 5% of their base hourly wage for the time worked out-of-class.

6.11 PREMIUM PAY

6.11.1 Eligible Certifications / Assignments. Effective the first full pay period after the adoption of this MOU by the City Council, CCCFA members will receive the premium pay associated with the assignment or certificate as indicated in the chart below.

CAPTAIN CERTIFICATIONS / ASSIGNMENTS PREMIUM PAY
Firefighter 1 Cert 5%
Company Officer / Fire Officer 1 / 2 Cert 5%
Fire Mechanic Cert or EV Tech 1 / 2 Cert 2.5%
CCCFA MOU 7/1/2025 – 6/30/2027 Page | 4
Fire Fleet Mechanic Assignment* 7.5%
Dept. Training Captain Assignment* 10%
Fire Inspector Cert 2.5%
Fire Investigator Cert w/ PC 832 Arrest 80102 2.5%
First Responder Inspector Cert w/ PC 832 Arrest 80102 2.5% Fire Prevention Officer Assignment* 7.5%
Chief Officer / Chief Fire Officer / Fire Officer 3 Cert 2.5% Emergency Vehicle Tech 3 Cert 2.5%
*Assignment Qualifications:
• Fire Fleet Mechanic Assignment: Captain must have Fire Mechanic Cert or EV Tech 1/2 Cert.
• Dept. Training Captain Assignment: Captain must be a registered instructor with State Fire Training (certified Instructor 1 & 2, Ethics, and Regional Instructor Orientation, acceptance by State Fire Training).
• Fire Prevention Officer Assignment: Captain must have Fire Inspector Cert. or First Responder Inspector Cert.
• Each Captain may only hold one assignment at a time. Assignments are at the discretion of the Fire Chief based upon department need. Premium pay for assignments will end if an assignment ends.

6.11.2 Maximum. Each CCCFA member is limited to a maximum of 10% in premium pay without an assignment and a maximum of 15% with an assignment.

6.11.3 How Calculated. Premium pay is calculated as a percentage of the employee’s base hourly wage times (the number of regular hours worked plus paid leave hours used) in a pay period. Assignment pay is not paid for unpaid leave hours, unless used as part of a workers’ compensation TDD calculation.

SECTION 7 – MISCELLANEOUS

7.1 PROBATION
The standard probation period for CCCFA members will be 12 months from the date of hire. The probationary period can be extended at the discretion of the Fire Chief and approval by the Human Resources Manager. A performance evaluation will be completed every 6 months while during the probationary period.

7.2 ABSENCE WITHOUT AUTHORIZATION
When an Employee is absent without authorization or prior notice from a shift, said Employee will be subject to discipline. When an Employee is absent without authorization or prior notice for two (2) or more consecutive shifts, said Employee will be deemed to have voluntarily resigned from employment with the City.

7.3 DISCIPLINE
Discipline will be carried out in accordance with the Firefighter Bill of Rights, the City’s Employer-Employee Relations Rules, Department Policies, the City’s Discipline Policy, and this resolution.

CCCFA MOU 7/1/2025 – 6/30/2027 Page | 5

7.4 CAL OES / CALFIRE ASSIGNMENTS
Any Cal OES or CAL FIRE assignments will be voluntary on the part of CCCFA members.

There will be no mandatory Cal OES or CAL FIRE assignments.

7.5 SHIFT POLICY
Captains will work a 48/96 schedule where each employee is scheduled to work two (2) 24-hour shifts followed by four (4) 24-hour shifts off (based on the standard A, B, C Platoon schedule).

7.6 SCHEDULING
The Fire Chief will have ultimate control over the schedule and can re-assign shifts or start times as necessary for the efficient operation of the department. Any shift exchanges or shift swaps must be approved by the Fire Chief. Approval will be in the sole discretion of the Fire Chief who shall take into consideration the operational efficiency of the Department as well as any potential overtime costs.

SECTION 8 - BENEFITS

8.1 PUBLIC EMPLOYEES’ RETIREMENT SYSTEM (PERS) PROGRAM

8.1.1 Classic Members. The City agrees to maintain a two percent (2%) at age Fifty (50) PERS Retirement Plan for the permanent employees who meet the PERS definition of “classic members” by paying the PERS employer contribution. Classic members will pay a 9% member contribution rate to PERS to PERS as well as the additional contribution per bi-weekly pay period for the ’59 Survivor’s Continuance Benefit. The retirement benefit calculation for classic members will be the thirty-six highest paid consecutive months’ compensation provision.

8.1.2 New Members. The City agrees to provide a two and seven-tenths percent (2.7%) at age 57 PERS Retirement Plan for the permanent employees who do not meet the PERS definition of “classic member” by paying the PERS employer contribution rate. New members will pay 50% of the total annual normal cost of pension benefits for PERS retirement, rounded to the nearest one quarter of one percent, or the current member contribution paid by similarly situated classic members, whichever is greater, as determined annually by CalPERS as well as the additional contribution per bi-weekly pay period for the ’59 Survivor’s Continuance Benefit. The retirement benefit calculation for new members as defined by PEPRA who are not transferred from a CalPERS or CalPERS reciprocal agency or who have a break in service of six (6) months or longer will be the thirty-six highest paid consecutive months’ compensation provision.

8.1.3 Pre-Tax Contributions. Both “classic members” and “new members” shall pay their retirement contributions “pre-tax” in accordance with Internal Revenue Code Section 414(h)(2).

8.2 DEFERRED COMPENSATION
The City will make available to all employees covered in this M.O.U. a payroll deduction to allow the employees to participate in the Mission Square Deferred Compensation Program.

These contributions shall be made by employees on a voluntary basis.

CCCFA MOU 7/1/2025 – 6/30/2027 Page | 6

8.3 UNEMPLOYMENT COMPENSATION
The City will pay for unemployment compensation coverage for all employees at the rate required by the California Employment Development Department (EDD). Upon resignation from the City, the Employee must provide to the City a statement as to the reason for their resignation and their authorization for the City to release said information to the EDD upon a request for information regarding an unemployment claim.

8.4 WORKERS’ COMPENSATION

8.4.1 Coverage Provided. The City will pay for workers’ compensation coverage for all employees in accordance with California State law.

8.4.2 Medical Treatment. Whenever a CCCFA member sustains an injury or disability arising out of and in the course of employment requiring medical treatment, the employee must obtain such treatment pursuant to the appropriate California Labor Code sections.

8.4.3 California Labor Code 4850 Benefits. Whenever an Employee who is eligible for benefits under California Labor Code 4850 is compelled to be absent from duty by reason of injury or disease arising out of and in the course of employment, the Employee will be compensated and placed on leave pursuant to California Labor Code Section 4850.

8.5 WELLNESS INCENTIVE

8.5.1 Eligible Expenses. The City will reimburse each CCCFA member up to $360.00 annually for participation in wellness-related activities. Qualifying wellness-related activities are gym/health club memberships, fitness training instruction, fitness/exercise class, including mobile applications or online courses. Equipment or other physical items are not eligible for reimbursement.

The purpose of this program is to reduce Workers’ Compensation claims.

8.5.2 Reimbursement. Employees must submit reimbursement requests no more than monthly and no less than quarterly for actual expenses incurred in that month or that quarter (including payment of a qualifying annual membership). If quarterly, Jan – Mar must be submitted in April; Apr – Jun must be submitted in July; Jul – Aug must be submitted in September; Jul – Sep must be submitted in October; and Oct – Dec must be submitted in January.

Receipts submitted late may not reimbursed. Reimbursement will be made on the next available check run once all approvals are received by the Finance Department.

8.6 HEALTH AND WELFARE INSURANCE

8.6.1 Employer Contribution for CalPERS Health Insurance. The City will pay the minimum mandatory contribution amount specified by CalPERS pursuant to Government Code 22892(b) toward the cost of the CalPERS Health Insurance Premium for both active Employees and annuitants.

8.6.2 Flexible Benefit Plan. CCCFA members are eligible to participate in the City’s flexible benefit plan for health benefits, which includes the following:

CCCFA MOU 7/1/2025 – 6/30/2027 Page | 7
a. The City will additionally cover the difference between the amount in paragraph

8.6.1 and 100% of the premium for the employee (“Single”) under the CalPERS Gold health plan.
b. The City will cover 80% of the cost of the 2-Party or Family premium for the CalPERS Gold medical plan that is over and above the cost of the Single premium. c. If an employee chooses the CalPERS Platinum plan, the City will cover the amounts identified in paragraphs (a) and (b), as applicable, and the employee will be responsible for the remainder.
d. The City will pay 100% of the employee premium costs for vision, insurance, dental insurance, ground and air ambulance insurance.
e. In order to be excluded from the requirement for the CalPERS Gold Health Plan, the employee must submit verification of enrollment in a group health plan that provides equivalent alternate coverage as required by the Patient Protection and Affordable Care Act.
f. Full-time regular employees who opt out of City’s health plan due to enrollment in a qualifying group health plan (under the Affordable Care Act) will receive a $700 per month cash-in-lieu benefit payment.

8.6.3 Life Insurance Policy. The City will provide each CCCFA member with a term life insurance policy in an amount equal to 1.5 times the employee’s annual base salary rounded up to the nearest whole thousand-dollar figure at no cost to the employee.

8.6.4 Long-Term Disability Insurance. The City will provide each employee with longterm CCCFA member with disability insurance coverage at no cost to the employee. The longterm disability insurance coverage currently includes an additional $5,000 benefit payable to employee upon the death of one of employee’s dependents.

8.6.5 When Benefits Terminate. CalPERS health benefits terminate the last day of the month after the employee separates, ends coverage, or becomes ineligible. For example, if an employee separates May 15, health coverage will end June 30. Dental and vision benefits terminate the last day of the month in which the employee separates, ends coverage, or becomes ineligible. For example, if an employee separates May 15, dental and vision coverage will end May 31. All other benefits terminate at the time of separation.

8.7 CSFA MEMBERSHIP
The City will pay for membership for each CCCFA member in the California State Firefighters’ Association.

8.8 REIMBURSEMENT FOR DAMAGED PROPERTY
The City will reimburse CCCFA members for the repair or replacement of personal property damaged in the line of duty without fault of the employee. The amount of reimbursement for articles of clothing will be the depreciated value based on the age and condition of the article. The amount of reimbursement for other personal property covered by this provision will be the actual replacement value, except that the reimbursement on a watch CCCFA MOU 7/1/2025 – 6/30/2027 Page | 8
may not exceed its functional value and the limit on eyeglasses will be the cost of lenses, plus the cost of basic frames. Jewelry is not covered.

8.9 UNIFORMS AND BOOTS
The City will provide each CCCFA member with the required uniforms, including uniform shoes or boots at no cost to the employees. Uniforms that are damaged in the line of duty or worn out due to normal wear and tear will be replaced by the City. The final determination as to the replacement of any uniforms is left to the sole discretion of the Fire Chief.

SECTION 9 – LEAVES

9.1 VACATION

9.1.1 Accrual. CCCFA members will accrue vacation time biweekly in accordance with the following schedule:

Length of Service Biweekly Accrual Rate
Months 1 – 12 4.00 hours
Months 13 – 120 5.23 hours
Months 121 and beyond 6.15 hours

9.1.2 Utilization. Vacation leave is earned and accrued at the end of the pay period and may not be used before it is earned. In other words, vacation leave cannot be used until the pay period following the one during which it was earned. CCCFA members may not accrue vacation beyond 400 hours. Vacation leave will not be granted to an employee until they have completed 6 months of service with the City, unless approved by the Fire Chief and the City Manager. For CCCFA members on the 48/96 schedule, the employee will only be required to use enough vacation leave hours to cover the actual number of hours absent from work to receive a full paycheck. Upon voluntary or involuntary separation from employment, the employee will be compensated for all accrued vacation leave.

9.1.3 Elective Vacation Cash-Out Plan. CCCFA members have the option to cash-out up to 40 hours of accrued vacation leave every 6 months. In order to exercise this option, the Employee must have a minimum balance of 240 hours of accrued vacation at the time of the cash-out request. In addition, the employee must have used at least 40 hours of vacation in the previous 12-month period. Any vacation leave cash-out will be subject to budget availability and the approval of both the City Manager and Finance Director.

CCCFA members who want to cashout vacation leave must irrevocably elect to do so by December 31 to cashout the following calendar year. The requirements for accrued leave balance and leave used will be calculated as of the date of the cashout request. Employee must earn the cashout hours in the calendar year of the cashout payment, prior to the actual cashout. Employee cannot cashout hours that were earned the year before. Cashouts will only be allowed the first pay period paid in June and the first pay period in December of each calendar year. Employee must sign a form in December of the prior year stating which cashout date they are choosing CCCFA MOU 7/1/2025 – 6/30/2027 Page | 9
(June, December, or both) and how many hours to cashout on each of those dates. The employee cannot decide afterward to not cashout. If the employee uses so many vacation hours in the year prior to the cashout that the employee no longer has enough hours accrued to fulfill the cashout request, the City must cash out the number of hours available to be cashed out.

9.2 SICK LEAVE

9.2.1 Accrual. Effective the first full pay period after the adoption of this MOU by the City Council, CCCFA members will accrue 5.6 hours of sick leave biweekly. Employees may accrue a maximum of 1250 hours of sick leave. Employees whose available sick leave accrual equals or exceeds 1250 hours at the end of a biweekly pay period shall, for the next pay period and any subsequent pay periods until the accrual is below the maximum of 1250 hours, will not accrue any additional sick leave. Sick leave is earned and accrued at the end of the pay period and may not be used before it is earned. In other words, sick leave cannot be used until the pay period following the one during which it was earned.

9.2.2 Utilization. CCCFA members may utilize accrued sick leave after their first month of employment. Sick leave with pay will be granted upon the approval of the Fire Chief in the case of a bona fide illness, or a diagnostic medical procedure, dental procedure, or ophthalmology service when provided by a duly licensed practitioner. For CCCFA members on the 48/96 schedule, the employee will only be required to use enough sick leave hours to cover the actual number of hours absent from work to receive a full paycheck. a. Sick leave also applies to absences during pregnancy that are caused by illness due to pregnancy or the attending physician’s order that the Employee is unable to work due to the pregnancy. All situations involving pregnancy disability will be addressed in accordance with the provisions of the Family Medical Leave Act (FMLA) and the current state Pregnancy Disability Leave (PDL) laws. An eligible employee may take sick leave I the event of a serious illness or medical condition for a member of the employee’s immediate family. The employee may be required to file a physician’s or dentist’s statement, or a personal affidavit with the Human Resources Manager stating the cause of absence before such leave with pay will be granted. For purposes of this section, immediate family is defined as:
i. a child (biological, adopted, or foster child, stepchild, legal ward, or child to whom the employee stands in loco parentis, regardless of the age or dependence status);
ii. a biological, adoptive or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child; iii. a spouse;
iv. a registered domestic partner;
v. a grandparent;
vi. a grandchild; or
vii. a sibling.

CCCFA MOU 7/1/2025 – 6/30/2027 Page | 10
b. In the event a scheduled medical or dental appointment for the eligible employee’s immediate family that requires the employee’s absence from work, the employee may use sick leave.
c. In the event of a voluntary or involuntary transfer of any employee within the City, the employee’s leave credits will also be transferred in their full amount. d. The City has entered into an agreement with the PERS whereby accumulated sick leave is converted to additional service credit upon retirement. e. In the event of a voluntary or involuntary separation from employment, the Employee will forfeit all accumulated sick leave, except that it may be converted to service credit under the City’s PERS contract.

9.3 BEREAVEMENT LEAVE
CCCFA members are eligible for bereavement leave for a maximum of three workdays per incident with pay. Upon prior approval of the Fire Chief, the employee may utilize bereavement leave upon the death of a family member. Family member means a child, parent, sibling, grandparent, grandchild, domestic partner, or parent-in-law as defined in Government Code Section 12945.2. Should additional time be necessary, the employee may take an additional 2 workdays off unpaid. The employee may use available sick or vacation time for the two additional workdays.

9.4 REPRODUCTIVE LOSS LEAVE
CCCFA members are eligible for reproductive loss leave for a maximum of three (3) workdays per incident with pay. Should additional time be necessary, the employee may take an additional two (2) workdays off unpaid. The employee may use available sick or vacation time for the two additional workdays. Upon the prior approval by the employee’s department head, the employee may utilize reproductive loss leave upon the occurrence of a qualifying event. A qualifying reproductive loss event includes and is limited to failed adoption, failed surrogacy, miscarriage, stillbirth, or unsuccessful assisted reproduction as defined in Government Code Section 12945.6. The leave must be taken with three (3) months of the qualifying event.

9.5 JURY LEAVE
CCCFA members are eligible for jury leave when called by the court to serve as a juror. employees will receive their normal compensation so long as the City is reimbursed by the employee for all juror fees received. The employee must provide to the Fire Chief a copy of the summons, notice, or subpoena directing the employee to report to court for jury duty. If an employee reports for jury duty and learns that their services are not needed that day, the employee must return to work for the balance of their regular work shift.

9.6 COURT TIME LEAVE
CCCFA members who are subpoenaed or noticed by a Court of a required appearance associated with their duties as a firefighter for Crescent City Fire & Rescue, and when such court is located outside Del Norte County, shall be granted court time leave with pay for such time spent appearing at this court, and for such time necessary to travel to and from the court’s location.

CCCFA MOU 7/1/2025 – 6/30/2027 Page | 11

9.7 MILITARY LEAVE
CCCFA members will be provided with military leave in accordance with California State law.

9.8 LEAVE TO VOTE
In accordance with California Elections Code Section 14000, CCCFA members will be given 2 hours of paid time to vote if they are working on election day and cannot vote outside of their work hours. Employees must notify the Fire Chief at least two days in advance of the need to for time off to vote.

9.9 PARENTING LEAVE
Each CCCFA member will be eligible for up to forty-eight (48) hours of paid parenting leave for each birth of a baby or placement of a child. All parenting leave will be provided in accordance with applicable federal and state laws; specifically, the Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) laws for the birth or adoption of a child or placement of a foster child. In the event that an Employee does not meet the eligibility requirements for FMLA or CFRA, an unpaid leave of absence may be approved by the Fire Chief and the Human Resources Manager. Use of sick leave may not be taken for parenting leave purposes.

9.10 LEAVE OF ABSENCE WITH / WITHOUT PAY

9.10.1 Eligibility. CCCFA members are eligible for a leave of absence, with or without pay, upon the approval of the Fire Chief and the City Manager.

9.10.2 Utilization. Leave with pay may be provided to an employee when the City Manager finds it to be in the best interest of the organization, such as pending a disciplinary investigation. Leave without pay may be provided to an employee when it is requested by the employee due to one of the following reasons:
a. educational purposes;
b. long-term illness and/or pregnancy;
c. death of a family member;
d. natural disasters and family emergencies;
e. other emergencies personally affecting Employee;
f. extended maternity / paternity leave.

9.10.3 Procedure. Except in the case of natural disasters, the employee must obtain prior written approval stating the reasons for the leave request (a-f above) and the expected duration of such leave, which may be approved for periods of up to thirty (30) days, with a total maximum of ninety (90) days per incident. Although such unpaid leave is potentially available, it is not guaranteed as operational efficiencies must be considered.

9.10.4 Benefits During Unpaid Leave. Any CCCFA member on unpaid leave (not FMLA/CFRA or work comp)shall not accrue any benefits, nor shall City pay for any benefits during such approved leave of absence without pay. The employee will have their sick and vacation accruals reduced proportionately for each affected pay period.

CCCFA MOU 7/1/2025 – 6/30/2027 Page | 12

9.10.5 Use of Leave Accruals During Absence. During an absence from work, CCCFA members must use available leave accruals in accordance with City leave policies, unless the leave is protected by FMLA/CFRA or workers’ compensation.

9.10.6 Return to Work Requirements. Failure of a CCCFA member to return to work on their next regularly scheduled shift following the last day of their approved leave without prior notice and approval from the Fire Chief, will be considered a voluntary resignation of the employee.

9.10.6 Determination of Continuous Service. A CCCFA member’s service will be considered continuous while the employee is on an approved leave with pay so long as the employee returns to work on the required return-to-work day. Upon re-employment from an involuntary layoff or an expiration of a leave of absence without pay, the employee’s previously accrued sick leave credits will be restored. Employees returning from a voluntary resignation will not receive any credits by virtue of their previous employment toward any leave accrual or restoration. In the event of a voluntary or involuntary transfer an employee with the City, the employee’s leave credits will be transferred in their full amounts.

9.10.7 Leave Accruals During Leave of Absence. In the event of an extended leave, with or without pay, of 30 calendar days or more, leave accruals will temporarily stop until the employee returns to work. Employees must utilize any accrued leave time during their leave (sick time, vacation, floating holidays, etc.), unless the leave is protected by FMLA/ CFRA or workers’ compensation.

9.11 BENEFITS DURING LEAVE

9.11.1 Family and Medical Leave (FMLA) and California Family Rights Act (CFRA). A CCCFA member taking family or medical leave will be allowed to continue participating in any health and welfare benefit plan in which he or she was enrolled before the first day of leave (for a maximum of 12 workweeks) at the level and under the same conditions of coverage as if the employee had continued in employment for the duration of such leave. Group health insurance coverage will be continued in the same manner for up to 16 weeks for employees disabled due to pregnancy, childbirth or related medical condition. The City will continue to make the same premium contributions as if the employee had continued working. The continued participation in health benefits begins on the date leave first begins under the Family Medical Leave Act (FMLA) or under the California Family Rights Act (CFRA).

9.11.2 Measurement Period. The 12-month measurement period for purposes of FMLA / CFRA leave will be a rolling 12-months from the date that the FMLA / CFRA leave begins. The employee requesting FMLA / CFRA leave may be required to provide a medical provider’s certification of the serious medical condition.

9.11.3 FMLA Information. For further information on Family and Medical Leave, please refer to the City’s FMLA policy or contact Human Resources.

9.11.4 Notification. All employees must notify Human Resources as soon as possible regarding FMLA for their own serious health condition or that of a family member.

CCCFA MOU 7/1/2025 – 6/30/2027 Page | 13

9.11.5 Payment of Premiums During Leave. The Employee will be responsible to pay the monthly premiums for Health and Welfare Insurance if all of the following are true:
a. The leave is not FMLA / CFRA; and
b. The leave is unpaid; and
c. The leave is for 30 days or more.

SECTION 10 - DURATION OF M.O.U.

10.1 DURATION
The City and CCPOA agree that this M.O.U. shall be effective July 1, 2025 through June 30, 2027, as amended and referenced in Section 1 - Purpose. It is further acknowledged by both parties that certain portions of this agreement may require amendments during the term of this M.O.U. if State and Federal statutes and regulations so direct.

10.2 SEVERANCE & CONTINUATION
If any provision of this M.O.U. is held invalid or unconstitutional, such decision shall have no effect on the validity of the remaining provisions of this M.O.U., and such remaining provisions shall continue to remain in full force and effect.

10.3 WAIVER
The parties hereto acknowledge that during the negotiations which resulted in this M.O.U. each had the unlimited right and opportunity to make proposals with respect to any subject or matter not removed by law from the area of consultation or meet-and-confer, and that the understandings arrived at by the parties after exercising that right and opportunity are set forth in this M.O.U. Therefore, the parties hereto, for the duration of this M.O.U., and subject to the exceptions contained herein in Section VI, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to meet-and-confer with respect to any subject or matter in this M.O.U., in the event that either party desires to meet-and-confer or consult in good faith.

10.4 PROCEDURE TO FURTHER MEET AND CONFER
In the event that either party has requested the other party to meet-and-confer, and the other party has consented to such discussions, the parties hereto agree that such additional discussions may result in amendments to this M.O.U. Such amendments shall be dated and numbered consecutively in order to assure proper understanding and authority for each amendment. Nothing contained herein shall prohibit the parties hereto from amending this agreement as authorized by applicable law.

CCCFA MOU 7/1/2025 – 6/30/2027 Page | 15
EXHIBIT “A”

CCCFA PAY SCHEDULE
A.1 WAGES. The parties hereto agree to the following pay schedule for the positions listed herein effective the first complete pay period in Fiscal Year 2025/2026 (retroactive). This pay schedule is based upon the annual salary for a Career Fire Captain within the Fire Department working 2,912 regularly scheduled working hours (48/96 schedule).

Career
Captain Step 1 Step 2 Step 3 Step 4 Step 5 Step 65
Annual1 $72,417.80 $76,035.70 $79,833.00 $83,809.70 $87,995.70 $92,391.00 Biweekly2 $2,785.30 $2,924.45 $3,070.50 $3,223.45 $3,384.45 $3,553.50 Blended
Hrly Rate
@ 29123 $24.87 $26.11 $27.42 $28.78 $30.22 $31.73
Base Hrly
Rate @
27564 $24.22 $25.43 $26.70 $28.03 $29.43 $30.90
OT Hourly $36.33 $38.15 $40.05 $42.05 $44.15 $46.35
1Annual salary based on 2756 hrs @ straight time and 156 hrs @ OT rate. 2Annual salary divided into 26 pay periods per year.
3Blended hourly rate based on 2756 hours @ straight time and 156 @ OT annually. 4This is the base salary that is used to calculate special pay, overtime, etc. 5Step 6 will be effective first full pay period after adoption of this MOU.

A.2 PAY STEP PROGRESSION. Career Fire Captains will move through the pay steps according to the following specifications.

STEP ONE Entry Level / Probationary Status.

STEP TWO Twelve months of service at Step One and achievement of permanent status; Possession of EMT-1 certification; meets or exceeds job standards for classification and recommendation of Fire Chief.

STEP THREE Twelve months of service at Step Two; meets or exceeds job standards for classification and recommendation of Fire Chief.

STEP FOUR Twelve months of service at Step Three; meets or exceeds job standards for classification and recommendation of Fire Chief.

STEP FIVE Twelve months of service at Step Four; meets or exceeds job standards for classification and recommendation of Fire Chief.

STEP SIX Twelve months of service at Step Five; meets or exceeds job standards for classification and recommendation of Fire Chief in annual evaluation; obtains Firefighter 1 cert and maintains all certifications required by the job description.

HIRING DISCRETION: The City Manager, upon recommendation of the Fire Chief, may approve hiring an individual at a step higher than Step One if it is determined that they possess the experience and qualifications to justify such a placement. An individual may be hired at a step higher than a Step One despite not having completed 12 months of service at the lower step(s).

CCCFA MOU 7/1/2025 – 6/30/2027 Page | 16
EXHIBIT “A”

CCCFA PAY SCHEDULE
A.1 WAGES. The parties hereto agree to the following pay schedule for the positions listed herein effective the first complete pay period in Fiscal Year 2026/2027, which is an increase by an amount equal to the CPI-U(LA) percentage increase measured by March 2026 over March 2025, not to be less than 1.0% nor more than 3.0%. When the March index becomes available, those wages shall be figured and the wage schedule updated and attached hereto. This pay schedule is based upon the annual salary for a Career Fire Captain within the Fire Department working 2,912 regularly scheduled working hours (48/96 schedule).

Career
Captain Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Annual1
Biweekly2
Blended
Hrly Rate
@ 29123
Base Hrly
Rate @
27564
OT Hourly
1Annual salary based on 2756 hrs @ straight time and 156 hrs @ OT rate. 2Annual salary divided into 26 pay periods per year.
3Blended hourly rate based on 2756 hours @ straight time and 156 @ OT annually. 4This is the base salary that is used to calculate special pay, overtime, etc.

A.2 PAY STEP PROGRESSION. Career Fire Captains will move through the pay steps according to the following specifications.

STEP ONE Entry Level / Probationary Status.

STEP THREE Twelve months of service at Step Two; meets or exceeds job standards for classification and recommendation of Fire Chief.

STEP FOUR Twelve months of service at Step Three; meets or exceeds job standards for classification and recommendation of Fire Chief.

STEP FIVE Twelve months of service at Step Four; meets or exceeds job standards for classification and recommendation of Fire Chief.

CRESCENT CITY RESOLUTION NO. 2026-09 PG. 1
RESOLUTION NO. 2026-09

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CRESCENT CITY

ESTABLISHING COMPENSATION AND BENEFITS FOR UNREPRESENTED,

CONFIDENTIAL CLASSIFICATIONS
WHEREAS, the Meyers-Milias-Brown Act (“MMBA”) (Government Code sections 3500 et seq.) governs labor relations between local government employers and employees and Section 3507.5 thereof permits a public agency to adopt local rules and regulations providing for the designation of the “confidential” employees of the public agency and restricting such employees from representing any employee organization, which represents other employees of the public agency, on matters within the scope of representation; and
WHEREAS, the City’s Employer-Employee Relations Rules, contained in Appendix A to the Crescent City Municipal Code, represents the City’s adoption of local rules and regulations for the administration of employer-employee relations, including but not limited to the designation of “confidential” employees, defined as those employees who have access to information relating to or affecting employer/employee relations . . .”; and
WHEREAS, the City has designated such “confidential” employees as more fully identified and listed herein below; and
WHEREAS, in order to preserve the confidentiality of City Council discussions and employee bargaining unit discussions regarding labor negotiations, employee classifications designated as confidential arenot represented by any recognized bargaining unit as defined by the City’s Employer-Employee Relations Rules and the MMBA; and
WHEREAS, it is necessary to establish such wages, hours and working conditions separate and apart from those created by memoranda of understanding for employees who are members of recognized bargaining units; and
WHEREAS, nothing in this assignment resolution is intended to restrict or enlarge any of the rights of the parties reserved to themselves or to restrict or enlarge of the rights under Federal or State law.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Crescent City, does hereby approve compensation and benefits for unrepresented, confidential employees as follows:

1. UNREPRESENTED, CONFIDENTIAL POSITIONS. The following are the City’s current authorized unrepresented, confidential classifications covered by this resolution (“Covered Positions” or “Covered Employees”):
• Human Resources Analyst (FLSA non-exempt)
• Human Resources Manager (FLSA exempt)
CRESCENT CITY RESOLUTION NO. 2026-09 PG. 2

2. SALARY SCHEDULE.

2.1 As of the first full pay period in July 2025, the salary schedule for the Covered Positions is amended to be as follows (hourly rates):

2.2 As of the first full pay period following the adoption of this resolution, the salary schedule for the Covered Positions shall be as follows (hourly rates):

2.3 Step 6 Eligibility. To be eligible for Step 6, the employee must have twelve (12) months of satisfactory performance in Step 5 and possess all required licenses / certifications required by their job description.

3. BENEFITS. Covered Positions will receive the same benefits as the base benefits specified in that certain Memorandum of Understanding (MOU) between the City and the Crescent City Management Employees’ Association approved by the City Council by way of Resolution No. 2026-04, and as amended from time to time (currently located at Sections 10 (Benefits), 11 (Health and Welfare Insurance), 12 (Holidays) and 13 (Leaves)).

4. HOURS OF WORK. Covered Positions will be assigned to one of the following schedules:

4.1. For a standard schedule: the normal workday is eight (8) hours in each single workday for five (5) days per week.

4.2. For a defined 9-80 schedule: the normal workday is nine (9) hours, Monday through Thursday, and eight (8) hours every other Friday.

4.3. The workweek for employees assigned to a standard schedule begin at 12:00 a.m. on Sunday and end at 11:59 p.m. on Saturday.

4.4. The workweek for employees assigned to a defined 9-80 schedule will begin at 12:01 p.m. on Friday and ends at 12:00 p.m. on the following Friday.

5. OVERTIME. Non-exempt Covered Employees are eligible for overtime compensation as required by regulations of the U.S. Department of Labor with respect to the Fair Labor Standards Act (FLSA). Any work in excess of nine (9) hours in one work day for a defined 9- 80 schedule and any work in excess of forty (40) hours in any one (1) work week will be compensated at no less than one and one-half (1.5) times the regular rate of pay. Holiday time will count toward the employee’s work week hours for computation of overtime hours.

Sick leave and vacation leave time will not count toward the employee’s work week hours for computation of overtime hours, except for when leave is used to make an employee’s 8-hour Grade Step 1 Step 2 Step 3 Step 4 Step 5
HR Analyst 20 29.34 30.81 32.35 33.97 35.67
HR Manager 32 39.45 41.42 43.49 45.66 47.94
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
HR Analyst 20 29.34 30.81 32.35 33.97 35.67 37.45
HR Manager 32 39.45 41.42 43.49 45.66 47.94 50.34
CRESCENT CITY RESOLUTION NO. 2026-09 PG. 3
holiday a 9-hour holiday per paragraph 9. Overtime must be authorized by the employee’s Department Head / City Manager.

6. COMP TIME. In compliance with Section 3(s)(1)(C) of the FLSA and the California Labor Code, non-exempt Covered Employees may convert authorized overtime hours to Compensatory Time Off (CTO) for each overtime hour worked, upon the approval of the employee’s Department Head. Compensatory Time Off will be accrued at the rate it is earned – straight rate, standard overtime, or double overtime using the same rules as paid overtime.

The maximum accrual of CTO will be eighty (80) hours. The balance of accrued compensatory time off may not be carried over at the end of the City’s fiscal year. Any unused comp time will be paid to the employee with the last pay period in June. No comp time may be accrued in a pay period that would result in a balance as of June 30. This overtime will be paid out as earned. Use of accrued compensatory time off must occur before use of floating holidays, administrative leave or vacation. Use of accrued compensatory time off is subject to the same requirements as use of vacation and sick leave.

7. ADMIN LEAVE. An exempt Covered Employee, who is not eligible for overtime, will receive 40 hours of admin leave per fiscal year for attending meetings and events outside of normal City business hours. Admin leave does not carry forward from year to year, however, any unused leave will be paid out at the end of each fiscal year. Admin leave must be used prior to floating holidays or vacation leave. Admin leave will be prorated for the first year of employment in accordance with employee’s hire date.

8. REPORTING TIME. Non-exempt Covered Employees may, at the recommendation of their Department Head and upon approval from Human Resources, have one-quarter (1/4) of one hour reduced from their pay for each fifteen (15) minutes they report to work later than their normal starting time. Continued tardiness for work may result in disciplinary action against the employee. Employees leaving their work area early without the prior authorization of their Department Head will have their pay reduced in the same manner as is provided for employees who are late for work, and in addition, such absence may be considered as a refusal to work and as such may be considered as grounds for disciplinary action.

9. HOLIDAY PAY. A non-exempt Covered Employee who is required to work on a Citydesignated holiday will be paid eight (8) hours of holiday pay and will also be paid their regular overtime hourly rate of pay for any hours actually worked on the designated holiday. If the holiday falls on a day that the employee would normally work nine (9) or ten (10) hours, the employee may use one or two hours of vacation, comp time, or floating holiday. When a holiday falls on an off-Friday for employees that work a 9/80 schedule, those employees will be given 8 hours of floating holiday in lieu of an extra paid day off.

10. MERIT PLAN. A Covered Employee may receive a special merit pay for exemplary job performance. The special merit pay must be approved by the City Manager with a written justification for the special merit pay by including detailed examples of the employee’s CRESCENT CITY RESOLUTION NO. 2026-09 PG. 4
outstanding job performance and a copy of the employee’s current year’s annual performance evaluation. The following specific standards and conditions apply:

10.1. The employee must have attained a performance rating of 4 (Exceeds Job Standards) or 5 (Outstanding) in all applicable rating categories during his or her current year’s annual performance evaluation.

10.2. The employee must have worked a minimum of 1760 work hours during the annual performance evaluation period.

10.3. The employee must have attained the annual goals and objectives set for him/her by the Department Head.

10.4. A special merit pay will not be paid to an employee who receives a performance rating of less than 4 or 5 in any rating category, or if a disciplinary action has been sustained against the employee.

10.5. An eligible employee must have at least two (2) years of full-time continuous service with the City.

10.6. A special merit pay shall be five percent (5%) of the employee’s base hourly rate, multiplied by the number of regular hours worked during the year immediately prior to his or her current year’s annual evaluation due date.

10.7. A special merit pay shall be paid once, in a lump sum, as an annual premium, to an eligible employee based on the date the employee’s special merit pay is approved by the City Manager.

10.8. An employee must meet the above standard and conditions each year during his or her annual performance evaluation in order to qualify for any successive special merit pay.

11. LONGEVITY PAY. Covered employees will be compensated for longevity based upon years of full-time continuous service with the City as follows:

Years of Full-Time Longevity Pay
Continuous Service % of Base Pay
10 2.5%
15 2.5%
20 2.5%
For the purposes of computing years of service, the anniversary of full-time employment will be used for qualification.

12. BILINGUAL PAY. In the course of employment, Covered Employees requested to provide translation or interpretation of a language other than English will be compensated at the rate of $520.00 annually ($20.00 biweekly). Employees eligible for bilingual pay must be proficient, including reading, writing and speaking fluently in a language that meets the City’s operational needs. Employees proficient in American Sign Language are also eligible for bilingual pay.

Eligible employees must be available to provide translation or interpretation services to any City Department.

CRESCENT CITY RESOLUTION NO. 2026-09 PG. 5

13. EDUCATION INCENTIVE PAY. Unless required by the specific job classification, employees who possess or obtain a BA/BS from an accredited college or university in a job-related field approved by the Department Head and City Manager will receive 3.5% of their hourly base rate as a special pay. Employees who possess or obtain a MA/MS from an accredited college or university in a job-related field approved by the Department Head and City Manager will receive 5.0% of their hourly base rate as a special pay. If the degree is from a non-accredited college or university, then the employee must obtain special approval from the City Manager.

These special pays are cumulative. Education incentive pay is calculated as a percentage of base hourly pay times (the number of regular hours worked plus paid leave hours used) in a pay period. Education incentive pay is not paid for unpaid leave hours, unless used as part of a workers’ compensation TDD calculation.

14. EMPLOYER-EMPLOYEE RELATIONS RULES. The City’s Employer-Employee Relations Rules codified at Appendix A to the Crescent City Municipal Code are applicable to the job classifications covered by this resolution.

BE IT FURTHER RESOLVED, that the City Council of the City of Crescent City does hereby assign the benefits described herein to the City’s unrepresented, confidential classifications.

APPROVED and ADOPTED and made effective the same day by the City Council of the City of Crescent City this 17th day of February 2026, by the following polled vote:

AYES:

NOES:

ABSTAIN:

ABSENT:
_______________________________
Isaiah Wright, Mayor
ATTEST:
_____________________________
Robin Altman, City Clerk
CITY OF CRESCENT CITY RESOLUTION NO. 2026-10 Page 1
RESOLUTION NO. 2026-10

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CRESCENT CITY

APPROVING SPECIAL PAYS AND WAGES FOR CONTRACT EMPLOYEES WHEREAS, California Government Code Section 36506 requires that the City Council fix, by resolution or ordinance, the compensation of all appointive officers and employees; and WHEREAS, pursuant to the City Council’s direction, the City’s contract employees (often referred to as “department heads”) are not represented by any employee association; and WHEREAS, the department head contracts provide them with the same health and welfare benefits as the CCMEA, but not the special pay provisions; and WHEREAS, the City Council has undertaken a compensation study, which supports increases to contract employee salaries; and
WHEREAS, the City Council directed staff to adjust the longevity pay and include a Step 6 consistent with what has been negotiated with the employee groups.

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Crescent City that the following provisions shall apply to all contract employees:

1. CONTRACT EMPLOYEES DEFINED. For purposes of this resolution, “contract employees” refer to all department heads, namely the following positions: City Manager, City Attorney, Recreation Director / Events Coordinator, Finance Director, Housing Authority Director, Fire Chief, Police Chief, and Public Works Director. If the City creates a new department head position and employs an individual as an employee through a contract, then this resolution shall apply to that position as well.

2. WAGES.

2.1 Pay Scale. Effective the first full pay period in July 2025, the following pay scale is approved for contract employees:

CITY OF CRESCENT CITY RESOLUTION NO. 2026-10 Page 2

2.2 Retroactive Wage Adjustment. All contract employees employed with the City on the day this resolution is approved will receive a retroactive wage adjustment (as of the first full pay period in July 2025) in accordance with the adopted pay scale.

2.3 Step 6 Eligibility. Step 6 will not be available to any contract employees until the first full pay period following the adoption of this resolution. Advancement to Step 6 must be approved by the City Manager (or the City Council for the City Manager and City Attorney) and the employee must possess all required licenses / certifications required by their job description.

3. LONGEVITY PAY.

3.1 Schedule. All contract employees will receive longevity pay (cumulative) based on years of continuous full-time service with the City in the following amounts:

Years of Service % Base Pay
5 2.5%
10 2.5%
15 2.5%
20 2.5%

3.2 Sunset of 5-Year Longevity. Effective the first full pay period following the adoption of this resolution, the 5-year longevity pay will sunset for all contract employees. If any contract employee is currently receiving the 5-year longevity pay but is not eligible for Step 6, that employee will continue to receive the 5-year longevity pay until attaining Step 6. Once the employee receives Step 6, the 5-year longevity will cease.

3.3 Calculation. Longevity pay is calculated as a percentage of base hourly pay times (the number of regular hours worked plus paid leave hours used) in a pay period.

Longevity pay is not paid for unpaid leave hours, unless used as part of a workers’ compensation TDD calculation.

4. MERIT PAY. Contract employees will be eligible for a merit pay for exemplary job performance. For all contract employees except the City Manager and the City Attorney, the City Manager will have authority to grant a merit pay for outstanding job performance.

In the case of the City Manager and the City Attorney, the City Council will have the authority to grant a merit pay for outstanding job performance. In order to receive a merit pay the following specific standards and conditions must be met:
a. The employee must have attained a performance rating of 4 (Exceeds Job Standards) or 5 (Outstanding) in all applicable rating categories during his or her current year’s annual performance evaluation.
b. The employee must have worked a minimum of 1760 work hours during the annual performance evaluation period.
c. The employee must have attained the annual goals and objectives set for him/her. d. A special merit pay will not be paid to an employee who receives a performance rating of less than 4 or 5 in any rating category, or if a disciplinary action has been sustained against the employee.

CITY OF CRESCENT CITY RESOLUTION NO. 2026-10 Page 3
e. An eligible employee must have at least two (2) years of full-time continuous service with the City.
f. A special merit pay shall be five percent (5%) of the employee’s base hourly rate, multiplied by the number of regular hours worked during the year immediately prior to his or her current year’s annual evaluation due date. g. A special merit pay will be paid once, in a lump sum, as an annual premium, to an eligible employee based on the date the employee’s special merit pay is approved. h. An employee must meet the above standards and conditions each year during his or her annual performance evaluation to qualify for any successive special merit pay.
i. Special merit pay received by a PEPRA employee will not be reportable to PERS as special compensation. Special merit pay received by a Classic employee will be reportable to PERS as special compensation.

PASSED AND ADOPTED and made effective the same day by the City Council of the City of Crescent City at a meeting thereof held on this 17th day of February 2026, by the following polled vote:

AYES:

NOES:

ABSTAIN:

ABSENT:
_____________________________
Isaiah Wright, Mayor
ATTEST:
__________________________
Robin Altman, City Clerk
CITY OF CRESCENT CITY RESOLUTION NO. 2026-11 Page 1
RESOLUTION NO. 2026-11

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CRESCENT CITY AMENDING THE FISCAL YEAR 2025-26 BUDGET AND POSITION CONTROL

OF THE CITY OF CRESCENT CITY
WHEREAS, the budget for the fiscal year beginning July 1, 2025, as submitted by the City Manager, was reviewed by the City Council and a public hearing was held thereon the 16th day of June 2025; and
WHEREAS, the City Council adopted said budget by way of Resolution No. 2025-24 and has the authority to amend said budget from time to time; and
WHEREAS, the City has negotiated in compliance with the Meyers-Milias-Brown Act and all other applicable requirements to reach agreement with the Crescent City Career Firefighters Association (CCCFA), Crescent City Employees Association (CCEA), Crescent City Management Employees Association (CCMEA), Crescent City Police Officers Association (CCPOA), Clerical Employees of Crescent City (CECC) upon new Memorandums of Understanding for each association that meets the needs of the association and the City and covers the period July 1, 2025 through June 30, 2026; and
WHEREAS, the City has also adopted updated resolutions regarding its unrepresented employees; and
WHEREAS, fulfillment of these priorities and agreements requires amendment to the Fiscal Year 2025-26 budget and Position Control.

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

1. That the Fiscal Year 2025-26 City of Crescent City Annual Budget is hereby amended and appropriated in the amounts identified below:

Fund
Revenue Increase
(Decrease)
Expense/Expenditure
Increase (Decrease)
General Fund 279,292
Housing Authority Fund 16,305
RV Park Fund 7,831
Sewer Fund 48,248
Water Fund 51,768
IT Fund 11,350
Building Maint Fund 5,000
Equipment Fund 3,376

2. That the attached Position Control is hereby approved.

CITY OF CRESCENT CITY RESOLUTION NO. 2026-11 Page 2
APPROVED and ADOPTED and made effective the same day at a regular meeting of the City Council of the City of Crescent City held on the 17th day of February 2026, by the following polled vote:

AYES:

NOES:

ABSTAIN:

ABSENT:
_______________________________
Isaiah Wright, Mayor
ATTEST:
_____________________________
Robin Altman, City Clerk
City of Crescent City
Position Control
Authorized Positions & Pay Ranges FY 25-26
Adopted 02/02/26
Effective first full pay period beginning after 07/01/25 (07/11/25 for 9/80 schedule and 07/13/25 for traditional schedule). See individual MOU's and Resolutions for retro pay eligibility.

Bargaining Unit Min Annual Max Annual Grade Min Annual Max Annual Auth FTE -
Previous Change
Auth FTE -
Updated
Administration
City Manager Contract 116,425 148,766 51 131,165 167,398 1.00 1.00 City Attorney Contract 110,604 138,663 50 127,962 163,322 1.00 1.00 City Clerk / Administrative Analyst CCMEA 68,868 83,721 26 70,762 90,334 1.00 1.00 Grants and Economic Development 1.00 1.00
Grants and Economic Development Manager CCMEA 75,935 92,300 30 78,104 99,674 Grants and Economic Development Coordinator CCMEA 65,600 79,736 24 67,350 85,966 Human Resources 1.00 1.00
Human Resources Manager Unrepresented 75,935 92,300 32 82,056 104,707 Human Resources Analyst Unrepresented 59,483 72,320 20 61,027 77,896 IT Management 1.50 1.50
Information Systems Administrator CCMEA 78,593 95,525 Z 80,829 103,168 Information Technology Manager CCMEA 75,935 92,300 32 82,056 104,707 IT / GIS Technician CCMEA 51,396 62,472 14 52,624 67,205 1.00 1.00 Finance
Director of Finance Contract 102,437 128,424 44 110,344 140,816 1.00 1.00 Finance Analyst 1.00 1.00
Finance Analyst 2 CCMEA 65,602 79,730 24 67,350 85,966
Finance Analyst 1 CCMEA 59,483 72,320 20 61,027 77,896
Finance Technician 2.00 2.00
Finance Technician - PR/Benefits CCMEA 53,971 65,602 16 55,286 70,595 Finance Technician - AP CCMEA 51,396 62,472 14 52,624 67,205 Account Clerk / Utility Billing Specialist 2.50 2.50
Utility Billing Specialist CECC 42,289 51,396 7 44,262 56,472 Account Clerk CECC 38,350 46,622 2 39,125 49,941
Office Technician (Part-time) Unrepresented 38,350 46,622 2 39,125 49,941 0.48 0.48 Fire
Fire Chief 1.46 1.46
Fire Chief Contract 126,093 158,080 50 127,962 163,322
Fire Chief Interim (Retired Annuitant) Unrepresented 126,093 158,080 50 127,962 163,322 Fire Chief Extra Help (Retired Annuitant) Unrepresented 126,093 158,080 50 127,962 163,322 Career Fire Captain *** CCCFA 70,986 86,283 FC 72,418 92,391 3.00 3.00 Fire Dept Admin Specialist CECC 48,940 59,489 12 50,086 63,898 1.00 1.00 Pay Range - Previous Pay Range - Updated

Page 1 of 3 ends

Bargaining Unit Min Annual Max Annual Grade Min Annual Max Annual Auth FTE -
Previous Change
Auth FTE -
Updated
Pay Range - Previous Pay Range - Updated
Police
Chief of Police Contract 102,437 128,424 50 127,962 163,322 1.00 1.00 Lieutenant CCPOA 96,026 110,809 PS4 103,064 125,278 - - Sergeant CCPOA 76,793 95,284 PS3 84,781 103,064 4.00 4.00 Police Officer / Recruit 10.00 10.00
Police Officer CCPOA 56,679 75,704 PS2 63,482 84,781
Police Officer - Limited Term CCPOA 56,679 75,704 PS2 63,482 84,781 Police Recruit CCPOA 41,751 41,751 PS1 50,939 50,939
Exec Assistant, Records Specialist 1.50 1.50
Executive Assistant to the Chief CECC 48,932 59,488 12 50,086 63,898 Records Specialist CECC 46,622 56,656 10 47,674 60,840
Planning, Building & Code Enforcement
Building Inspector & Code Enforcement Officer * 1.46 1.46 Building Inspector & Code Enforcement Officer CCMEA 56,656 68,868 18 58,074 74,152 Building Inspector & Code Enf Officer Extra Help (Retired Annuitant) Unrepresented 56,656 68,868 18 58,074 74,152 Building Inspector & Code Enf Officer Interim (Retired
Annuitant) Unrepresented 56,656 68,868 18 58,074 74,152 Com Dev Spec, Office Tech ** 1.00 1.00
Community Development Specialist CECC 42,291 51,398 7 44,262 56,472 Office Technician CECC 38,350 46,622 2 39,125 49,941
Recreation
Recreation Director / Events Coordinator Contract 83,427 101,400 36 90,584 115,627 1.00 1.00 Economic Development and Recreation Assistant Unrepresented 38,354 46,617 1 38,168 48,714 0.48 0.48 RV Park Supervisor CCEA 44,398 53,968 8 45,365 57,907 1.00 1.00 Aquatics Supervisor CCMEA 51,396 62,472 14 52,624 67,205 1.00 1.00 Relief Supervisor / Lesson Coordinator CCEA 44,398 53,968 8 45,365 57,907 2.00 2.00 Part-time Lifeguard 7.10 7.10
Lifeguard - Designated Head Lifeguard Unrepresented 36,712 38,792 38,792 38,792 Lifeguard - Part-Time Unrepresented 35,672 37,752 37,752 37,752 Aquatic Specialty Program Instructor Unrepresented 37,752 41,392 41,392 41,392 Water Safety Aide Unrepresented 36,192 38,272 38,272 38,272 Public Works
Director of Public Works Contract 102,437 128,424 44 110,344 140,816 1.00 1.00 Engineering Project Manager CCMEA 65,600 79,736 26 70,762 90,334 2.50 2.50 Engineering Technician CCMEA 51,396 62,472 14 52,624 67,205 - - Public Works Maintenance Manager 1.00 1.00
Public Works Maintenance Manager CCMEA 73,736 96,906 32 82,056 104,707 Interim Public Works Maintenance Manager (Retired
Annuitant) Unrepresented 73,736 96,906 32 82,056 104,707

Page 2 of 3 ends

Bargaining Unit Min Annual Max Annual Grade Min Annual Max Annual Auth FTE -
Previous Change
Auth FTE -
Updated
Pay Range - Previous Pay Range - Updated
Public Works Parks / Buildings / Maintenance Worker &
Equipment Operator 12.96 12.96
Senior Public Works Maintenance Worker CCEA 53,968 65,600 16 55,286 70,595 Senior Bldgs & Parks Maintenance Worker CCEA 44,398 53,968 10 47,674 60,840 Maintenance Worker 3 CCEA 44,398 53,968 10 47,674 60,840 Maintenance Worker 2 CCEA 40,273 48,940 6 43,181 55,099 Maintenance Worker 1 CCEA 38,350 46,622 2 39,125 49,941 Maintenance Worker 1 (Seasonal) Unrepresented 38,350 46,622 2 39,125 49,941 Equipment Operator 2 CCEA 48,940 59,483 12 50,086 63,898 Equipment Operator 1 CCEA 42,289 51,396 7 44,262 56,472 EMOT 4.00 4.00
Senior Electrical Mechanical Operations Technician CCEA 72,320 87,892 28 74,339 94,890 Electrical Mechanical Operations Technician 2 CCEA 62,498 75,935 22 64,106 81,806 Electrical Mechanical Operations Technician 1 CCEA 53,968 65,600 16 55,286 70,595 Utility Mechanic CCEA 44,398 53,968 8 45,365 57,907
Laboratory Director CCMEA 68,868 83,721 26 70,762 90,334 1.00 1.00 Laboratory Assistant / Tech 1.00 1.00
Laboratory Technician 2 CCEA 56,656 68,868 18 58,074 74,152 Laboratory Technician 1 CCEA 46,622 56,656 10 47,674 60,840 Laboratory Assistant CCEA 38,350 46,622 2 39,125 49,941 Fleet Mechanic 2.00 2.00
Senior Mechanic CCEA 62,472 75,935 22 64,106 81,806
Mechanic 2 CCEA 48,940 59,483 12 50,086 63,898
Mechanic 1 CCEA 40,273 48,940 6 43,181 55,099
Office Technician (Part-time) Unrepresented 38,350 46,622 2 39,125 49,941 0.48 0.48 Housing Authority
Housing Authority Director Contract 96,322 120,783 41 102,482 130,790 1.00 1.00 Housing Authority Inspector CCEA 44,398 53,968 8 45,365 57,907 - - Tenant Services Technician CECC 46,622 56,656 10 47,674 60,840 2.00 2.00 Office Technician / Administrative Assistant 1.00 1.00
Administrative Assistant CECC 6 43,181 55,099
Office Technician CECC 38,350 46,622 2 39,125 49,941
Totals 81.42 - 81.42
* Split between Building/Code Enforcement and Housing Authority ** Split between Planning and Public Works
*** Annual wages based on 48/96 schedule including scheduled overtime Pay ranges do not include special pay (certifications, longevity, education, special assignment, etc.).

Min and max annual pay ranges are equivalent to full-time (base hourly rate times 2,080 hours per year except for Fire Captains). Actual hours for positions may be different.

Page 3 of 3 ends

CRESCENT CITY RESOLUTION NO. 2026-12 PG 1
RESOLUTION NO. 2026-12

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CRESCENT CITY AMENDING THE TEMPORARY EMPLOYMENT AGREEMENT OF WILLIAM “BILL”

GILLESPIE FOR THE RETIRED ANNUITANT POSITION OF INTERIM FIRE CHIEF WHEREAS, Government Code Section 7522.56 of the Public Employees’ Pension Reform Act and Section 21221(h) of the Public Employees’ Retirement Law place limitations upon the hiring and employment of retired annuitants; and WHEREAS, the City of Crescent City (“City”) received a notice of resignation from the current Fire Chief; and
WHEREAS, the recruitment and hiring process for a new Fire Chief will last well beyond the current Fire Chief’s last day (December 26, 2025); and WHEREAS, by way of Resolution No. 2025-57, the City temporarily appointed William “Bill” Gillespie [CalPERS ID6883242226], who formerly served as Fire Chief for the City and has the skills and qualifications necessary to fill this temporary role; and WHEREAS, William Gillespie retired from public employment more than 180 days ago; and
WHEREAS, the employment will be limited to 960 hours per fiscal year for all CalPERS employers; and
WHEREAS, the compensation paid to retired annuitants cannot be less than the minimum nor exceed the maximum monthly base salary paid to other employees performing comparable duties, divided by 173.333 to equal the hourly rate; and WHEREAS, Resolution No. 2025-57 also approved a temporary employment agreement with Chief Gillespie setting the compensation at Step 5 on the approved pay scale for the Fire Chief classification (currently $76.00 per hour); and WHEREAS, the City commissioned a Compensation and Classification Study and has updated the pay scales for the classification of Fire Chief, which reduces the pay in Step 5 (to $74.78) and adds Step 6 ($78.52); and
WHEREAS, the parties desire to amend the temporary employment agreement to place Chief Gillespie (retired annuitant) at $78.52 per hour; and WHEREAS, no matters, issues, terms or conditions related to this employment and appointment have been or will be placed on a consent calendar; and WHEREAS, William Gillespie has not and will not receive any other benefit, incentive, compensation in lieu of benefit or other form of compensation in addition to his hourly pay rate.

CRESCENT CITY RESOLUTION NO. 2026-12 PG 2
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Crescent City, California, as follows:

1. The City Council has reviewed and approves and authorizes the City Manager to sign the attached Amendment No. 1 to the Temporary Employment Agreement with William “Bill” Gillespie in accordance with Government Code Sections 21221(h) and 7522.56.

APPROVED and ADOPTED and made effective the same day at a regular meeting of the City Council of the City of Crescent City held on the 17th day of February 2026, by the following polled vote:

AYES:

NOES:

ABSTAIN:

ABSENT:

Isaiah Wright, Mayor
ATTEST:

Robin Altman, City Clerk
GILLESPIE TEMP. EMPLOYMENT AGREEMENT AMENDMENT NO. 1 PG. 1 AMENDMENT NO. 1

TEMPORARY EMPLOYMENT AGREEMENT
LIMITED-TERM “INTERIM” APPOINTMENT
This Amendment No. 1 to the Temporary Employment Agreement (“Agreement”) dated December 23, 2025, is made by and between the City of Crescent City, a California municipal corporation (“City”) and William “Bill” Gillespie, an individual (“Retired Annuitant”) to amend his compensation.

WHEREAS, the City had an immediate need for a Fire Chief on a temporary, limited duration basis and subsequently engaged Retired Annuitant, who possesses the necessary specialized skills, and is competent and qualified to perform the services required by the appointment; and WHEREAS, the compensation paid to retired annuitants cannot be less than the minimum nor exceed the maximum monthly base salary paid to other employees performing comparable duties, divided by 173.333 to equal the hourly rate; and WHEREAS, the Agreement set Retired Annuitant’s compensation at the top of the pay scale at Step 5 ($76.00 per hour) and the City’s recently adopted pay scales reduce Step 5 and add a Step 6 ($78.52 per hour); and
WHEREAS, Retired Annuitant’s experience and skills are worthy of compensation at the top of the pay scale; and
WHEREAS, the Agreement, as amended, is compliant with Government Code Sections 7522.26 and 21221(h).

NOW, THEREFORE, the parties agree to amend the Temporary Employment Agreement as follows:

1. Compensation. The Temporary Employment Agreement establishes compensation for the Interim Fire Chief in Paragraph 4. That amount is hereby amended from $76.00 per hour to $78.52 per hour effective the first full pay period following the approval and execution of this Amendment No. 1.

2. Other provisions. All other terms and provisions of the Temporary Employment Agreement remain in full force and are unaffected hereby.

IN WITNESS WHEREOF, the parties have caused this Amendment No. 1 to be executed the 17th day of February 2026.

CITY OF CRESCENT CITY RETIRED ANNUITANT
Eric Wier, City Manager
APPROVED AS TO FORM:

Martha D. Rice, City Attorney
William Gillespie

CITY COUNCIL AGENDA REPORT
TO: MAYOR WRIGHT AND MEMBERS OF THE CITY COUNCIL
FROM: ERIC WIER, CITY MANAGER
BY: MARTHA D. RICE, CITY ATTORNEY
DATE: FEBRUARY 17, 2026
SUBJECT: UTILITY BOX ART AGREEMENTS
______________________________________________________________________

RECOMMENDATION
• Hear staff report
• Technical questions from the Council
• Receive public comment
• Further Council discussion
• Approve and authorize the City Manager to sign the Pacific Power Utility Box Art Agreement and the Dirt & Glitter Utility Box Art Agreement

BACKGROUND
Several months ago City staff were approached by Dirt & Glitter, a local art organization, regarding the potential for a utility box art project. Dirt & Glitter received grant funding from the Yurok Tribe’s Klamath Promise Neighborhood Initiative for its “Youth Art and Adventure Program.” The utility box art project will involve Dirt & Glitter engaging local youth, ages 14-24, in the installation of hand painted murals on utility boxes within the City. This project will not require City funding or City staff for supervision. Dirt & Glitter will handle the entirety of the implementation of the project.

ANALYSIS
The agreements before the City Council allow Dirt & Glitter (“D&G”) to utilize certain utility boxes within the City for an art project as part of its Youth Art and Adventure Program.

Pacific Power Agreement
Under the terms of the agreement, Pacific Power (“PAC”) authorizes the City to utilize PAC boxes located on City-owned property, City rights-of-way, and PAC-owned property, for a utility box art project. The agreement requires that the art be consistent with the City themes identified in the City’s General Plan: Redwood National Park, seacoast fishing village, and Crescent City’s historical past. PAC will have no financial responsibility for the installation, maintenance or replacement of the art. PAC may require that the art be

UTILITY BOX ART AGREEMENTS
FEBRUARY 17, 2026
2 removed at any time. The City would be responsible for returning the utility boxes to preart installation condition.

Dirt & Glitter Agreement
Under the terms of the Agreement, Dirt & Glitter (“D&G”) is given permission to utilize PAC and City utility boxes for the art project. D&G is solely responsible for all aspects of the art project. The proposed artwork and locations will be presented first to the City Manager and then to the Planning Commission for approval and consistency with the City’s themes identified in the General Plan. D&G does not have a responsibility to maintain the art. The City agrees to either maintain the art or paint over it in accordance with its agreement with PAC.

FISCAL ANALYSIS
There is no direct fiscal impact from entering into these utility box art agreements. There are possible future costs for returning the utility boxes to their pre-art installation condition, which would essentially require painting over the art.

STRATEGIC PLAN ANALYSIS
This action is consistent with the following 2016 Strategic Plan Goals:
• Goal 2: Promote a thriving local economy.
o Support community services that provide measurable services to the community.
o Plan and prepare for the growth and future needs of the Crescent City community by:
▪ Supporting community partners whenever and wherever possible in their vitalization efforts
o Expanding on the success of grant funding by maximizing utilization of opportunities with corresponding community needs.

ATTACHMENTS

1. Pacific Power Utility Box Art Agreement

2. Dirt & Glitter Utility Box Art Agreement

DIRT & GLITTER UTILITY BOX ART AGREEMENT
This “Agreement” is entered into by and between the City of Crescent City, a California municipal corporation (“CITY”) and Dirt & Glitter, a non-profit organization (“ARTIST”) for the purpose of establishing “rules” for the installation, maintenance and removal of artistic applications selected by CITY to be placed on certain electrical transformers and utility boxes (“BOX” or “BOXES”) owned either by CITY or Pacific Power (“PAC”) and located within city limits.

WHEREAS, PAC supplies electricity within city limits; and WHEREAS, Dirt & Glitter, a non-profit organization, has obtained funding from the Yurok Tribe’s Promise Neighborhood Initiative and launched the Youth Art and Adventure Program; and
WHEREAS, Dirt & Glitter (the “ARTIST”) has proposed working with youth to install hand painted murals (the “ART”) on BOXES owned by either PAC or CITY within city limits (collectively referred to as the “PROJECT”); and WHEREAS, CITY has obtained permission from PAC to use PAC BOXES for the PROJECT.

NOW, THEREFORE, for good and valuable consideration, the receipt of which is hereby acknowledged, the parties agree as follows:

1. Locations. BOXES eligible for inclusion in the PROJECT are those located on CITY-owned property, CITY right-of-way or lands owned in fee simple by PAC. This Agreement does not permit the installation of ART on BOXES located on private property or other land to which PAC holds only an easement interest. The specific BOXES

2. Artistic Guidelines. The ART must be consistent with the following CITY themes identified in CITY’s General Plan: Redwood National Park, Seacoast Fishing Village, and Crescent City’s historical past. The ART will not advertise or promote a specific business, political party or agenda, or a specific religion.

3. Approval Process. The ART and proposed BOX locations will be presented to the City Manager for approval. If approved, a full application must be presented to the Planning Commission / Architectural Review Committee in concept or mockup for a minor architectural design approval. The cost of this application is $500.00.

All designs may be submitted together under one application. The proposed BOX locations shall also be identified in the application.

P a g e | 2

4. Installation. The ARTIST will cover the full cost of installation, including materials, equipment, ARTIST staff and program supervisors, etc. The ART must not cover the safety signs or equipment identification on the BOX. The ART must only be installed on the outside of the BOX.

The inside of the BOX shall not be accessed.

5. Independent Contractor. In the performance of this Agreement, ARTIST is an independent contractor and is not an agent or employee of CITY. ARTIST is solely responsible for the supervision of any and all employees and volunteers engaged on the PROJECT.

6. Maintenance. ARTIST has no obligation to maintain the ART. In the event the ART in any given location is in need of maintenance, CITY shall be responsible to repair the ART by cleaning and/or touching up the ART or painting over it in accordance with its Agreement with PAC.

7. Box Replacement. Neither CITY nor PAC may be held liable for damage or loss of the ART due to the removal, relocation or replacement of a BOX.

8. Right to Remove ART. ARTIST understands and agrees that PAC has the right to remove ART from any of its BOXES at any time and for any reason, and at its sole expense, without notice to CITY or ARTIST.

9. General Indemnity. ARTIST agrees to indemnify CITY for any damages to PAC BOXES or internal equipment caused by the ARTIST, its volunteers or agents. ARTIST will also be responsible to CITY for any damage to CITY property or equipment caused by the ARTIST, its volunteers or agents during the execution of the PROJECT.

10. Copyright Indemnity. ARTIST shall be fully responsible to the holder of any copyright to the ART and shall fully indemnify CITY and PAC against any claims made in association with copyright to the fullest extent permitted under the laws of the State of California. ARTIST hereby consents and agrees that PAC may remove the ART at any time and without any obligation to ARTIST and that ARTIST shall not license or otherwise transfer any ownership or copyright rights to the ART without prior written PAC consent.

11. Waiver and Release. ARTIST hereby releases and waives any and all claims for damages against CITY or PAC that may arise in association with the installation, maintenance, or removal of ART on BOXES under this Agreement, unless such claims are the direct result P a g e | 3
of the gross negligence or willful misconduct of CITY or PAC, its employees, contractors or agents.

12. Agreement Term. This Agreement is effective on the date that it is signed by the respective authorized parties. This Agreement shall remain in effect until terminated, modified or amended in writing by either party. Termination of this Agreement, with or without cause, shall occur on the 10th business-day following issuance of written notice from either party. Upon termination of this Agreement, CITY may remove the ART from BOXES at any time.

13. Governing Law and Venue. This Agreement must be
administered and interpreted under California law as written by both parties. Any litigation arising from this Agreement must be brought in the Superior Court of California, in and for Del Norte County, or the United States District Court for the Northern District of California, as applicable.

14. JURY WAIVER. TO THE FULLEST EXTENT PERMITTED BY

LAW, EACH OF THE PARTIES HERETO WAIVES ANY RIGHT IT MAY

HAVE TO A TRIAL BY JURY IN RESPECT OF LITIGATION DIRECTLY

OR INDIRECTLY ARISING OUT OF, UNDER OR IN CONNECTION
WITH THIS AGREEMENT. EACH PARTY FURTHER WAIVES ANY

RIGHT TO CONSOLIDATE, OR TO REQUEST THE CONSOLIDATION

OF, ANY ACTION IN WHICH A JURY TRIAL HAS BEEN WAIVED WITH

ANY OTHER ACTION IN WHICH A JURY TRIAL CANNOT BE OR HAS NOT BEEN WAIVED.

15. Electronic Signatures. This Agreement may be executed in two or more counterparts, each of which shall be deemed an original but all of which together shall constitute one and the same instrument.

Counterparts may be delivered via facsimile, electronic mail (including pdf or any electronic signature complying with California’s Uniform Electronic Transactions Act Cal. Civ. Code 1633.1, et seq.) or other transmission methods, and any counterpart so delivered shall be deemed to have been duly delivered and valid and effective for all purposes.

IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be executed as of the last date written below.

CITY OF CRESCENT CITY DIRT & GLITTER
Date: Date:

P a g e | 4
___________________________
_______________________________
_
By: Eric Wier, City Manager
APPROVED AS TO FORM:
_______________________________
_
Martha D. Rice, City Attorney
_______________________________
___________________________________
__
By:

Its:
2/5/2026
Lauren Godla, DiRT & Glitter Director

CITY COUNCIL AGENDA REPORT
TO: MAYOR WRIGHT AND MEMBERS OF THE CITY COUNCIL
FROM: ERIC WIER, CITY MANAGER
BY: BRIDGET LACEY, GRANTS AND ECONOMIC DEVELOPMENT

MANAGER
DATE: FEBRUARY 17, 2026
SUBJECT: AMENDMENT NO. 6 TO PROFESSIONAL SERVICES AGREEMENT

WITH GREENWORKS, PC
______________________________________________________________________

RECOMMENDATION
• Hear staff report
• Technical questions from the Council
• Receive public comment
• Further Council discussion
• Approve and authorize the City Manager to execute Amendment No. 6 to the Professional Services Agreement with GreenWorks, PC, increasing the contract amount by $50,800.

BACKGROUND
The City entered into a Professional Services Agreement with GreenWorks, PC on June 20, 2022, for design and management services related to Phase 1 of the Beachfront Park Master Plan. The agreement has been amended five times to accommodate evolving project needs. Due to additional design requirements, value engineering, and extended timelines, a sixth amendment is necessary.

ITEM ANALYSIS
Amendment No. 6 adds scope for:
• Multiple bid sets for pump track
• Additional design iterations for Cultural Center and Tolowa entry paths • Incorporation of Canoe Node into CCA package
• Integration of CCA improvements into Phase 1B plans
• Two rounds of value engineering and associated design updates • Playground surfacing revisions per Coastal Commission feedback • Extended project management due to extended project timeframes The amendment also updates the schedule for performance, requiring delivery of 100% construction documents by February 27, 2026.

FISCAL ANALYSIS
The amendment increases the contract by $50,800, funded through existing CIP allocations from the $5 Million Proposition 68 Statewide Park Program and $3 Million Proposition 68 Rural Recreation and Tourism Grants for Beachfront Park improvements.

This will decrease total available grant funding for construction. However no additional funding from the General Fund is requested at this time.

STRATEGIC PLAN ANALYSIS
This item is consistent with the following strategic plan goals:
• Goal 1(D): Provide and maintain an efficient, adequate infrastructure to provide for both current and future community needs
• Goal 3(B): Maintain responsible fiscal management and accountability

ATTACHMENTS
Amendment No. 6 to Professional Services Agreement with GreenWorks, PC AMENDMENT NO. 6

TO AGREEMENT FOR PROFESSIONAL SERVICES

BETWEEN THE CITY OF CRESCENT CITY AND GREENWORKS, PC
This amendment (Amendment No. 6) amends the Agreement for Professional Services entered into June 20, 2022 by and between the City of Crescent City, a California municipal corporation (“City”) and GreenWorks, PC, an Oregon corporation (“Consultant”), as amended August 15, 2022, November 7, 2022, February 21, 2023, March 20, 2023 and December 18, 2023.

WHEREAS, the City conducted a very competitive and robust procurement process for the selection of a professional team to design and manage implementation of Phase 1 of the Beachfront Park Master Plan; and
WHEREAS, Consultant was selected and entered into a professional services agreement with the City; and
WHEREAS, an amendment to the Consultant’s scope of work and the contract price is necessary to add additional scope of services to the agreement; and
WHEREAS, an amendment to the Consultant’s Schedule for Performance is necessary to reflect the extended timeline of this project.

NOW, THEREFORE, the parties hereto agree to the following terms and conditions:

1. SCOPE OF SERVICES. The scope of services to be performed under the Agreement is amended to include the additional services described in Attachment A, attached hereto and incorporated herein by this reference.

2. SCHEDULE FOR PERFORMANCE. The original schedule of performance identified in the original professional services agreement for the delivery of 100% design documents is amended as detailed in Attachment B, attached hereto and incorporated herein by this reference.

3. COMPENSATION. The total compensation to be paid to Consultant for services to be performed under this Amendment No. 6 is the not-to-exceed amount of $50,800.00 in accordance with the fee schedule included in Attachment C, attached hereto and incorporated herein by this reference.

4. OTHER TERMS AND CONDITIONS. Except as expressly modified in this Amendment No. 6, the terms and conditions of the Professional Services Agreement, as previously amended, and the rights, duties, and obligations of the parties thereunder are unchanged and remain in full force and effect.

The parties hereby cause this Amendment No. 6 to the agreement for Professional Services to be executed this 17th day of February 2026 at Crescent City, California.

CITY OF CRESCENT CITY GREENWORKS, PC
Eric Wier, City Manager
APPROVED AS TO FORM:

Martha D. Rice, City Attorney
Ben Johnson, Principal
ATTACHMENT A – ADDITIONAL SCOPE OF SERVICES
Consultant agrees to provide the following additional services under the original Agreement for Professional Services:

1.01 MULTIPLE BID SETS. The scope did not include creating a separate bid package for the pump track. Time was needed to break that element off and focus time on a singular piece of the project. (Estimated level of effort - $7,000)

1.02 DISCOVERY CENTER / PATHS OF CULTURAL ENTRY. Additional design iterations and visuals of the Discovery Center paving design during CCA phase and update design to include pebble mosaic. (Estimated level of effort - $5,000)

1.03 CANOE NODE. Due to additional the California Art in Park grant completion deadlines the City requested that the Canoe Node be incorporated into the CCA package which was not originally within the scope of work. (Estimated level of effort - $2,500)

1.04 INTEGRATION OF CCA. The Phase 1B design plans will require revamping to include work done (and still to be constructed) in the CCA phase as an existing condition and how new improvements tie in at the coastal trail as well as the canoe node. (Estimated level of effort - $2,500)

1.05 VALUE ENGINEERING (VE) PART 1. Consultant was provided updated budgets with remaining grant funding for Phase 1B and had several additional rounds of design meetings, markups and cost estimates to conclude final VE items based upon 60% design. (Estimated level of effort - $4,000)

1.06 VALUE ENGINEERING (VE) PART 2. Consultant updated plans based on the removal of items selected for VE. This required time reworking the design so that what will be built in its place or how a proposed element interacts with the existing condition where a proposed element was removed for VE purposes. Each of these efforts lead to a project to align with the updated budget. (Estimated level of effort - $12,000) A. Areas of Design Change Include:
i. Removal of Kamome Plaza
ii. Removal of Water Play Area
iii. Removal of Paths and Realignment of Playground Fence iv. Remove Play Street / Stamps Way Improvements
v. Decrease Widths of Paths at Amphitheater
vi. Removal of Seatwalls at Waterfront Plaza
B. Efforts for Each VE Change Include:
i. Update Desgin Base
ii. Update Materials Plan
iii. Update Grading Plan
iv. Update Layout Plan
v. Update Irrigation Plan
vi. Update Planting Plan
vii. Additional Project Coordination with Design Team

1.07 PLAYGROUND SURFACING. Based on comments from California Coastal Commission staff, the design team was required to update surfacing type which required a rework of construction details and coordination with playground equipment manufacturers. (Estimated level of effort - $4,800)

1.08 PROJECT REBOOT. At one point, Phase 1B was placed on hold for over a year. It takes time for the design team to recalibrate by refreshing new team members, reboot meetings, updating project schedules, and forecasting. (Estimated level of effort - $6,500)

1.09 PROJECT MANAGEMENT. The duration of the project has gone on longer than originally scoped (closeout summer 2024). The additional time to the overall project timeline has required more meetings, and more time to manage activities such as invoicing, answering emails, providing schedule updates, and projecting staff workload. (Estimated level of effort - $6,500)
ATTACHMENT B – SCHEDULE FOR PERFORMANCE
The parties agree to the following schedule change to the original Agreement for Professional Services:

Consultant will provide City with 100% construction documents for Phase 1 of the Beachfront Park Master Plan on or before February 27, 2026.

ATTACHMENT C – COMPENSATION
Consultant will be compensated in the not-to-exceed amount of $50,800.00 for services to be provided under this Amendment No. 6.

CITY COUNCIL AGENDA REPORT
TO: MAYOR WRIGHT AND MEMBERS OF THE CITY COUNCIL
FROM: ERIC WIER, CITY MANAGER
BY: RICHARD GRIFFIN, CHIEF OF POLICE
DATE: FEBRUARY 17, 2026
SUBJECT: SUTTER COAST HOSPITAL CARESTAR GRANT
______________________________________________________________________

RECOMMENDATION
• Hear staff report
• Technical questions from Council
• Receive public comment
• Further Council discussion
• Approve and adopt Resolution No. 2026-13, A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CRESCENT CITY AMENDING THE FY2025-26

BUDGET OF THE CITY OF CRESCENT CITY
• Approve and authorize the City Manager and Chief of Police to sign the MOU Regarding Grant Funds between Sutter Coast Hospital and the Crescent City Police Department

BACKGROUND
Sutter Coast Hospital received a grant from the CARESTAR Foundation in the amount of $725,000 over three years. The grant was awarded to support a behavioral health mobile crisis response throughout Del Norte County.

ANALYSIS
During its 2025 budget process, the Sutter Coast CARESTAR Grant Committee approved an overall budget that totaled $775,000 for three years. This Fiscal Year the Crescent City Police Department requested and was awarded $110,000 to be used to purchase and outfit a critical incident response vehicle. The grant period is from July 1, 2025 to June 30, 2026.

CCPD agrees to support the program by doing the following under the grant MOU:
• Provide emergency response to critical incidents and calls for service.

SUTTER COAST HOSPITAL CARESTAR GRANT
February 17, 2026
2 • Provide transportation for subjects that need to be transported to care facilities for further evaluation.
• Attend Del Norte stakeholder meetings providing resources and updates. • Provide emergency responses and communications for incidents that involve threat to life, or in case of possible harm to other personnel on scene.

CCPD will utilize the allotted budget to purchase a Critical Incident Response Vehicle that will be utilized to support critical incidents and crime scene response. Equipment will be purchased to help process scenes and support staff during critical events. This budget will also cover the purchase of vehicle upfitting, crime scene supplies, lighting, and radios.

FINANCIAL IMPACT
FY 2025/26 funding is in the amount of $110,000 for the purchase of a vehicle, upfitting, equipment and supplies for critical incident response. The adoption of Resolution No. 2026-13 will result in both the General Fund revenues and expenses being increased by this amount, resulting in a net zero impact on the General Fund balance.

STRATEGIC PLAN ANALYSIS
The staff training and equipment being acquired meets the goals and objectives of Goal 1 “Support quality services and community safety to enhance the lives of our citizens and visitors”, Subsection C. “Empower and utilize Police, Fire, and Public Works departments to make Crescent City one of the safest cities in the United States”

ATTACHMENTS

1. Resolution 2026-13

2. MOU with Sutter Coast
CITY OF CRESCENT CITY RESOLUTION NO. 2026-13 Page 1
RESOLUTION NO. 2026 -13

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CRESCENT CITY AMENDING THE FISCAL YEAR 2025-26 BUDGET OF CRESCENT CITY
WHEREAS, the budget for the fiscal year beginning July 1, 2025, as submitted by the City Manager, was reviewed by the City Council and a public hearing was held thereon the 16 th day of
June 2025; and
WHEREAS, the City Council adopted said budget by way of Resolution No. 2025-24 and has the authority to amend said budget from time to time; and
WHEREAS, in 2024 Sutter Coast Hospital was awarded a CARESTAR Foundation award grant in the amount of $725,000 over three years; and
WHEREAS, the City Chief of Police justified the need for a critical incident response vehicle and equipment through the grant committee; and
WHEREAS, the grant committee approved the allocation of $110,000 to the Crescent City Police Department; and
WHEREAS, fulfillment of this priority requires an amendment to the City’s Fiscal Year 2025-26 budget.

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

1. That the Fiscal Year 2025-26 City of Crescent City Annual Budget is hereby amended and appropriated in the amounts identified below:

Revenue Increase (Decrease) Expenditure Increase (Decrease) General Fund $110,000 $110,000
APPROVED and ADOPTED and made effective the same day at a meeting of the City Council of the City of Crescent City held on the 17th day of February 2026 by the following polled vote:

AYES:

NOES:

ABSTAIN:

ABSENT:
_______________________________
Isaiah Wright, Mayor
ATTEST:
_____________________________
Robin Altman, City Clerk

Crescent City City CouncilFebruary 17, 2026

Crescent City City Council
February 17, 2026