Agenda packet — Cypress City Council, September 22, 2025 (part 2 of 3)

9. Nothing contained in the foregoing shall be construed to require establishment of a system of records in order to render in good faith the certification required by this clause. The knowledge and information of a participant is not required to exceed that which is normally possessed by a prudent person in the ordinary course of business dealings.

10. Except for transactions authorized under paragraph 6 of these instructions, if a participant in a covered transaction knowingly enters into a lower tier covered transaction with a person who is proposed for debarment under 48 CFR part 9, subpart 9.4, suspended, debarred, ineligible, or voluntarily excluded from participation in this transaction, in addition to other remedies available to the Federal Government, the department or agency may terminate the transaction for cause or default.

CERTIFICATION REGARDING DEBARMENT, SUSPENSION, AND OTHER RESPONSIBILITY MATTERS—PRIMARY TIER

COVERED TRANSACTIONS

1. The prospective primary tier participant certifies to the best of its knowledge and belief, that it and 9/11/2025 9:36:37 AM Page 15 of 17
its principals:
a. Are not presently debarred, suspended, proposed for debarment, declared ineligible, or voluntarily excluded from participating in covered transactions by any Federal department or agency;
b. Have not within a three-year period preceding this proposal been convicted of or had a civil judgment rendered against them for commission of fraud or a criminal offense in connection with obtaining, attempting to obtain, or performing a public (Federal, State, or local) transaction or contract under a public transaction; violation of Federal or State antitrust statutes or commission of embezzlement, theft, forgery, bribery, falsification or destruction of records, making false statements, or receiving stolen property; c. Are not presently indicted for or otherwise criminally or civilly charged by a governmental entity (Federal, State, or local) with commission of any of the offenses enumerated in paragraph (1)(b) of this certification; and d. Have not within a three-year period preceding this application/proposal had one or more public transactions (Federal, State, or local) terminated for cause or default.

2. Where the prospective primary tier participant is unable to certify to any of the Statements in this certification, such prospective participant shall attach an explanation to this proposal.

INSTRUCTIONS FOR LOWER TIER PARTICIPANT CERTIFICATION

1. By signing and submitting this proposal, the prospective lower tier participant is providing the certification set out below and agrees to comply with the requirements of 2 CFR parts 180 and 1200.

2. The certification in this clause is a material representation of fact upon which reliance was placed when this transaction was entered into. If it is later determined that the prospective lower tier participant knowingly rendered an erroneous certification, in addition to other remedies available to the Federal Government, the department or agency with which this transaction originated may pursue available remedies, including suspension or debarment.

3. The prospective lower tier participant shall provide immediate written notice to the person to which this proposal is submitted if at any time the prospective lower tier participant learns that its certification was erroneous when submitted or has become erroneous by reason of changed circumstances.

4. The terms covered transaction, civil judgment, debarment, suspension, ineligible, participant, person, principal, and voluntarily excluded, as used in this clause, are defined in 2 CFR parts 180 and 1200. You may contact the person to whom this proposal is submitted for assistance in obtaining a copy of those regulations.

5. The prospective lower tier participant agrees by submitting this proposal that, should the proposed covered transaction be entered into, it shall not knowingly enter into any lower tier covered transaction with a person who is proposed for debarment under 48 CFR part 9, subpart 9.4, debarred, suspended, declared ineligible, or voluntarily excluded from participation in this covered transaction, unless authorized by the department or agency with which this transaction originated.

6. The prospective lower tier participant further agrees by submitting this proposal that it will include the clause titled “Instructions for Lower Tier Participant Certification” including the “Certification Regarding Debarment, Suspension, Ineligibility and Voluntary Exclusion—Lower Tier Covered Transaction,” without modification, in all lower tier covered transactions and in all solicitations for lower tier covered transactions and will require lower tier participants to comply with 2 CFR parts 180 and 1200.

7. A participant in a covered transaction may rely upon a certification of a prospective participant in a lower tier covered transaction that it is not proposed for debarment under 48 CFR part 9, subpart

9.4, debarred, suspended, ineligible, or voluntarily excluded from the covered transaction, unless it knows that the certification is erroneous. A participant is responsible for ensuring that its principals are not suspended, debarred, or otherwise ineligible to participate in covered transactions. To verify the eligibility of its principals, as well as the eligibility of any prospective lower tier participants, each participant may, but is not required to, check the System for Award Management Exclusions website
( https://www.sam.gov/).

8. Nothing contained in the foregoing shall be construed to require establishment of a system of 9/11/2025 9:36:37 AM Page 16 of 17
records in order to render in good faith the certification required by this clause. The knowledge and information of a participant is not required to exceed that which is normally possessed by a prudent person in the ordinary course of business dealings.

9. Except for transactions authorized under paragraph 5 of these instructions, if a participant in a covered transaction knowingly enters into a lower tier covered transaction with a person who is proposed for debarment under 48 CFR part 9, subpart 9.4, suspended, debarred, ineligible, or voluntarily excluded from participation in this transaction, in addition to other remedies available to the Federal Government, the department or agency with which this transaction originated may pursue available remedies, including suspension or debarment.

CERTIFICATION REGARDING DEBARMENT, SUSPENSION, INELIGIBILITY AND VOLUNTARY EXCLUSION—LOWER TIER

COVERED TRANSACTIONS

1. The prospective lower tier participant certifies, by submission of this proposal, that neither it nor its principals is presently debarred, suspended, proposed for debarment, declared ineligible, or voluntarily excluded from participating in covered transactions by any Federal department or agency.

2. Where the prospective lower tier participant is unable to certify to any of the statements in this certification, such prospective participant shall attach an explanation to this proposal.

BUY AMERICA
(applies to subrecipients as well as States)
The State and each subrecipient will comply with the Buy America requirement (23 U.S.C. 313) when purchasing items using Federal funds. Buy America requires a State, or subrecipient, to purchase with Federal funds only steel, iron and manufactured products produced in the United States, unless the Secretary of Transportation determines that such domestically produced items would be inconsistent with the public interest, that such materials are not reasonably available and of a satisfactory quality, or that inclusion of domestic materials will increase the cost of the overall project contract by more than 25 percent. In order to use Federal funds to purchase foreign produced items, the State must submit a waiver request that provides an adequate basis and justification for approval by the Secretary of Transportation.

CERTIFICATION ON CONFLICT OF INTEREST
(applies to subrecipients as well as States)

GENERAL REQUIREMENTS
No employee, officer, or agent of a State or its subrecipient who is authorized in an official capacity to negotiate, make, accept, or approve, or to take part in negotiating, making, accepting, or approving any subaward, including contracts or subcontracts, in connection with this grant shall have, directly or indirectly, any financial or personal interest in any such subaward. Such a financial or personal interest would arise when the employee, officer, or agent, any member of his or her immediate family, his or her partner, or an organization which employs or is about to employ any of the parties indicated herein, has a financial or personal interest in or a tangible personal benefit from an entity considered for a subaward. Based on this policy:

1. The recipient shall maintain a written code or standards of conduct that provide for disciplinary actions to be applied for violations of such standards by officers, employees, or agents. a. The code or standards shall provide that the recipient's officers, employees, or agents may neither solicit nor accept gratuities, favors, or anything of monetary value from present or potential subawardees, including contractors or parties to subcontracts. b. The code or standards shall establish penalties, sanctions, or other disciplinary actions for violations, as permitted by State or local law or regulations.

2. The recipient shall maintain responsibility to enforce the requirements of the written code or standards of conduct.

DISCLOSURE REQUIREMENTS
9/11/2025 9:36:37 AM Page 17 of 17
No State or its subrecipient, including its officers, employees, or agents, shall perform or continue to perform under a grant or cooperative agreement, whose objectivity may be impaired because of any related past, present, or currently planned interest, financial or otherwise, in organizations regulated by NHTSA or in organizations whose interests may be substantially affected by NHTSA activities. Based on this policy:

1. The recipient shall disclose any conflict of interest identified as soon as reasonably possible, making an immediate and full disclosure in writing to NHTSA. The disclosure shall include a description of the action which the recipient has taken or proposes to take to avoid or mitigate such conflict.

2. NHTSA will review the disclosure and may require additional relevant information from the recipient.

If a conflict of interest is found to exist, NHTSA may (a) terminate the award, or (b) determine that it is otherwise in the best interest of NHTSA to continue the award and include appropriate provisions to mitigate or avoid such conflict.

3. Conflicts of interest that require disclosure include all past, present, or currently planned organizational, financial, contractual, or other interest(s) with an organization regulated by NHTSA or with an organization whose interests may be substantially affected by NHTSA activities, and which are related to this award. The interest(s) that require disclosure include those of any recipient, affiliate, proposed consultant, proposed subcontractor, and key personnel of any of the above. Past interest shall be limited to within one year of the date of award. Key personnel shall include any person owning more than a 20 percent interest in a recipient, and the officers, employees or agents of a recipient who are responsible for making a decision or taking an action under an award where the decision or action can have an economic or other impact on the interests of a regulated or affected organization.

PROHIBITION ON USING GRANT FUNDS TO CHECK FOR HELMET USAGE (applies to subrecipients as well as States)
The State and each subrecipient will not use 23 U.S.C. Chapter 4 grant funds for programs to check helmet usage or to create checkpoints that specifically target motorcyclists.

POLICY ON SEAT BELT USE
In accordance with Executive Order 13043, Increasing Seat Belt Use in the United States, dated April 16, 1997, the Grantee is encouraged to adopt and enforce on-the-job seat belt use policies and programs for its employees when operating company-owned, rented, or personally-owned vehicles. The National Highway Traffic Safety Administration (NHTSA) is responsible for providing leadership and guidance in support of this Presidential initiative. For information and resources on traffic safety programs and policies for employers, please contact the Network of Employers for Traffic Safety (NETS), a public-private partnership dedicated to improving the traffic safety practices of employers and employees. You can download information on seat belt programs, costs of motor vehicle crashes to employers, and other traffic safety initiatives at www.trafficsafety.org. The NHTSA website ( www.nhtsa.gov) also provides information on statistics, campaigns, and program evaluations and references.

POLICY ON BANNING TEXT MESSAGING WHILE DRIVING
In accordance with Executive Order 13513, Federal Leadership On Reducing Text Messaging While Driving, and DOT Order 3902.10, Text Messaging While Driving, States are encouraged to adopt and enforce workplace safety policies to decrease crashes caused by distracted driving, including policies to ban text messaging while driving company-owned or rented vehicles, Government-owned, leased or rented vehicles, or privately-owned vehicles when on official Government business or when performing any work on or behalf of the Government. States are also encouraged to conduct workplace safety initiatives in a manner commensurate with the size of the business, such as establishment of new rules and programs or reevaluation of existing programs to prohibit text messaging while driving, and education, awareness, and other outreach to employees about the safety risks associated with texting while driving.

CITY OF CYPRESS
CITY COUNCIL REPORT
City Council Regular 8.

FROM: Jeff Draper, Director of Recreation and Community Services DATE: 09/22/2025
SUBJECT: Assignment of the Agreement to Provide Senior Transportation Services

RECOMMENDATION
Approve the assignment of the agreement to provide senior transportation services from Cabco Yellow, Inc. dba California Yellow Cab to OCY Management, LLC, effective June 1, 2025.

DISCUSSION
In June 2021, the City entered into a three year agreement with Cabco Yellow, Inc. dba California Yellow Cab to provide senior transportation services including the nutrition taxi and taxi voucher programs. The agreement also provided the City the right to extend the agreement for two additional one-year terms. The agreement is in its final year of the available extensions.

In May 2025, Cabco Yellow, Inc. sent the attached letter to inform agencies that Orange County Yellow Cooperative, Inc. (OCYC), a taxicab cooperative, had begun providing transportation services in Orange County and that Cabco Yellow, Inc. would no longer be providing transportation services. Cabco Yellow, Inc. was retained to serve as management of OCYC under the new legal entity OCY Management, LLC, effective June 1, 2025.

The Contract Services Agreement acknowledges that Cabco Yellow, Inc. would provide service through its member cooperatives and through independent contractor drivers of those cooperatives. However, the agreement, section 3.3, prohibits subcontracting or assignment of the agreement without prior written approval of the City.

Staff is recommending the retroactive approval of the assignment of the agreement to provide senior transportation services from Cabco Yellow, Inc. dba California Yellow Cab to OCY Management, LLC, effective June 1, 2025 with all other terms of the agreement remaining the same. OCY Management, LLC has been providing senior transportation services in Cypress since June 1, 2025 with no disruptions or changes to service levels utilizing the same staff, call center, and main office location as Cabco Yellow, Inc. The assignment is recommended to ensure the City’s senior transportation services remain operational through June 30, 2026, when a new agreement will take effect.

BUDGET IMPACT
None.

LEGAL REVIEW
The City Attorney has reviewed and approved the amendment.

APPROVED BY: Sean Joyce, City Manager
Attachments
Senior Transportation Agreement
OCY Management Letter
Assignment of the Agreement

OCY Management, LLC
May 13, 2025
Shayna Gutierrez
City of Cypress
9031 Grindlay St
Cypress, CA 90630
Dear Mr. Reynolds,
We’re writing to inform you of some exciting changes coming to Cabco Yellow, Inc. Recent developments in California law have required us to revise our business structure. As such, effective June 1, 2025, Cabco Yellow Inc., dba California Yellow Cab will be closing to make way for Orange County Yellow Cooperative, Inc (OCYC). OCYC is Orange County’s first and only Taxicab Cooperative, proudly owned entirely by drivers.

While Cabco Yellow is closing its doors, the new Co-Op has agreed to retain us as management under the banner of OCY Management, LLC. This will ensure seamless continuity of service in the days, months and years ahead.

Our staff, call center, and main office location will remain the same. In the upcoming days Melissa Gomez, Program Manager, will share company details such as a new W9, updated certificates of insurance, and whatever else is necessary to ensure our partnership continues and there is no contract interruption. We should commence the contract assignment process at this time. During the pendency of the assignment, Cabco Yellow can continue to service the contract while subcontracting its services to OCY Management, LLC.

For accounting purposes, please remit all future payment to OCY Management, LLC effective June 1, 2025.

We look forward to our continued partnership. Please do not hesitate to reach out should you have any questions.

Best Regards,
William J. Rouse
CEO
OCY Management, LLC
520 W. Dyer Road, Santa Ana, CA 92707

ASSIGNMENT OF THE AGREEMENT

TO PROVIDE SENIOR TRANSPORTATION SERVICES
This ASSIGNMENT OF AGREEMENT TO PROVIDE SENIOR TRANSPORTATION SERVICES is entered into effective the 1st day of June, 2025, (“Assignment”) by and between the CITY OF CYPRESS, a municipal corporation, (herein "City") and Cabco Yellow Inc, dba California Yellow Cab, a California Corporation (herein "Assignor") and OCY Management, LLC, a California limited liability company (herein “Assignee”).

RECITALS
A. WHEREAS, on June 28, 2021, City and Assignor entered into an “AGREEMENT TO PROVIDE SENIOR TRANSPORTATION SERVICES” (“Agreement”) in which contractor agreed to perform transportation services for the City’s Senior Transportation Program, including both Nutrition Taxi and Taxi Voucher Services.

B. WHEREAS, on July 1, 2022, City and Assignor amended the Agreement to increase transportation rates as the contractor cited a cost increase of over 30% in services that are essential in performing their daily duties.

C. WHEREAS, on February 13, 2023, City Council approved the Senior Commission’s recommended changes to the Taxi Voucher Program to provide greater transportation flexibility for Cypress residents sixty years of age and older.

D. WHEREAS, on June 1, 2024, City and Assignor amended the Agreement to increase the contract sum to a maximum of $72,500 per fiscal year and a total contract amount of Three Hundred Twenty Thousand Dollars ($320,000).

E. WHEREAS, on May 1, 2025, City and Assignor amended the Agreement to increase the contract sum to a maximum of $100,000 per fiscal year and a total contract amount of Three Hundred Seventy Five Thousand Dollars ($375,000).

F. WHEREAS, the Contractor has revised their business structure and has closed its operations to Orange County Yellow Cooperative, Inc. (OCYC).

G. WHEREAS, OCYC has retained Assignee as management to ensure seamless continuity of service utilizing the same staff, call center, and main office location to ensure there is no contract interruption.

H. WHEREAS, the City, Assignor and Assinee now wish to enter into this Assignment to acknowledge the Assignor’s assignment of the Agreement from Assignor to Assignee.

NOW, THEREFORE, for and in consideration of the mutual covenants and conditions contained herein, the parties hereby agree as follows:

AGREEMENT

1. Assignor does hereby sell, assign, transfer, set-over and deliver unto Assignee all right, title and interest of Assignor in and to the Agreement.

2. Assignee accepts the foregoing assignment and assumes and agrees to be bound by and to perform and observe all of the obligations, covenants, terms and conditions to be performed or observed under the Agreement arising on or after the date hereof. Assignee further agrees to indemnify Assignor and hold Assignor harmless from and against any and all claims, liens, damages, demands, causes of action, liabilities, lawsuits, judgments, losses, costs and expenses (including, without limitation, attorneys’ fees and expenses) asserted against or incurred by Assignor by reason of or arising out of any failure by Assignee to perform or observe the obligations, covenants, terms and conditions assumed by Assignee hereunder arising in connection with the Agreement and related to the period on or after the date hereof.

3. The Agreement shall be amended to replace all references to Cabco Yellow Inc. with OCY Management, LLC.

4. This Assignment sets forth the entire agreement between the parties with respect to the matters set forth herein. Except as otherwise modified by this Assignment, the Agreement shall remain in full force and effect.

5. This Assignment may be executed in two or more counterpart copies, all of which counterparts shall have the same force and effect as if all parties hereto had executed a single copy of this Assignment.
[SIGNATURES ON FOLLOWING PAGE]
IN WITNESS WHEREOF, the parties have executed and entered into this Assignment and agree to be bound by the terms and conditions of the same.

CITY:

CITY OF CYPRESS,
a municipal corporation
____________________________________
David Burke, Mayor
ATTEST:
__________________________
Alisha Farnell, City Clerk
APPROVED AS TO FORM:

Aleshire & Wynder, LLP
_____________________________
Fred Galante, City Attorney
ASSIGNOR:

Cabco Yellow Inc. dba California Yellow Cab,
a California Corporation
Name: Akbar Majid
Title: President
ASSIGNEE:

OCY Management, LLC, a California limited
liability company
Name: __________________
Title: President
Address:

CITY OF CYPRESS
CITY COUNCIL REPORT
City Council Regular 9.

FROM: Matt Burton, Director of Finance and Administrative Services DATE: 09/22/2025
SUBJECT: Adopt Resolutions Establishing Benefits for Executive Management and Mid-Management Employees

RECOMMENDATION

1. Adopt a Resolution establishing the Schedule of Benefits for Executive Management employees; and

2. Adopt a Resolution establishing the Schedule of Benefits for Mid-Management employees.

DISCUSSION
Benefits for Executive Management and Mid-Management employees are established and outlined in a Schedule of Benefits. These two schedules are updated and approved by the City Council at least annually to incorporate changes to health benefits; the schedules may also be updated throughout the year as necessary.

The Schedule of Benefits contains a formula for determining the monthly health benefit allowance (medical, dental and vision) provided to management employees, and the allowance is adjusted each year (typically in September) in advance of open enrollment.

The formula is based on the insurance rates for the upcoming calendar year, which typically become available in August. Effective January 1, 2026, the monthly health benefit allowance will adjust from $2,557.07 to $2,711.03 for both Executive Management and Mid-Management employees.

The updated Schedule of Benefits for Executive Management also includes new language authorizing additional compensation for Acting City Manager pay, which was approved by resolution of the City Council on September 8, 2025.

BUDGET IMPACT
The 2026 adjustment for health benefits for the 27 budgeted management positions is approximately $25,000 for the remainder of the fiscal year. Sufficient amounts are included in the FY 2025-26 Budget to pay for the additional costs.

LEGAL REVIEW
None required.

APPROVED BY: Sean Joyce, City Manager
Attachments
Resolution - Executive Management Schedule of Benefits
Resolution - Mid Management Schedule of Benefits
Exhibit A - Executive Management Final Version
Exhibit A - Executive Management Redline Version
Exhibit A - Mid Management Final Version
Exhibit A - Mid Management Redline Version
RESOLUTION NO.

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CYPRESS,

AND ACTING AS EX OFFICIO GOVERNING BOARD OF DIRECTORS

OF THE CYPRESS RECREATION AND PARK DISTRICT AMENDING
RESOLUTION NO. 7034 ESTABLISHING BENEFITS FOR
EXECUTIVE MANAGEMENT EMPLOYEES.

WHEREAS, the City Council establishes benefits for Executive Management employees through adoption of a Resolution specifying benefits to be received; and WHEREAS, Executive Management positions shall be provided health and life insurance coverage and leave benefits provided to other employee bargaining units in the City; and
WHEREAS, benefits for Executive Management employees are established and outlined in a Schedule of Benefits; and
WHEREAS, the health insurance cafeteria allowance for Executive Management employees is adjusted annually utilizing a formula contained in the Schedule of Benefits.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Cypress, and acting as ex-officio governing Board of Directors of the Cypress Recreation and Park District, HEREBY DOES RESOLVE, DETERMINE and ORDER, that Resolution No. 7034 be amended as indicated below:

SECTION 1. That the schedule of Benefits shown in Exhibit A shall apply for all City of Cypress employees classified as Executive Management employees.

SECTION 2. That Exhibit A shall reflect other language clarification changes.

SECTION 3. This Resolution shall be effective on September 22, 2025, and all resolutions and parts of resolutions in conflict herewith are hereby rescinded.

PASSED AND ADOPTED by the City Council of the City of Cypress, and acting as ex-officio governing Board of Directors of the Cypress Recreation and Park District, at a regular meeting held on the 22nd day of September, 2025.

MAYOR OF THE CITY OF CYPRESS
ATTEST:

CITY CLERK OFTHE CITY OF CYPRESS
STATE OF CALIFORNIA }
COUNTY OF ORANGE } SS
I, ALISHA FARNELL, City Clerk of the City of Cypress, DO HEREBY CERTIFY that the foregoing Resolution was duly adopted at a regular meeting of the said City Council held on the 22th day of September, 2025, by the following roll call vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

CITY CLERK OF THE CITY OF CYPRESS
RESOLUTION NO.

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CYPRESS,

AND ACTING AS EX OFFICIO GOVERNING BOARD OF DIRECTORS

OF THE CYPRESS RECREATION AND PARK DISTRICT AMENDING
RESOLUTION NO. 7007 ESTABLISHING BENEFITS FOR
MID-MANAGEMENT EMPLOYEES.

WHEREAS, the City Council establishes benefits for Mid-Management employees through adoption of a Resolution specifying benefits to be received; and WHEREAS, Mid-Management positions shall be provided health and life insurance coverage and leave benefits provided to other employee bargaining units in the City; and
WHEREAS, benefits for Mid-Management employees are established and outlined in a Schedule of Benefits; and
WHEREAS, the health insurance cafeteria allowance for Mid-Management employees is adjusted annually utilizing a formula contained in the Schedule of Benefits.

SECTION 1. That the schedule of Benefits shown in Exhibit A shall apply for all City of Cypress employees classified as Mid-Management employees.

SECTION 2. That Exhibit A shall reflect other language clarification changes.

SECTION 3. This Resolution shall be effective on September 22, 2025, and all resolutions and parts of resolutions in conflict herewith are hereby rescinded.

MAYOR OF THE CITY OF CYPRESS
ATTEST:

CITY CLERK OFTHE CITY OF CYPRESS
STATE OF CALIFORNIA }
COUNTY OF ORANGE } SS
I, ALISHA FARNELL, City Clerk of the City of Cypress, DO HEREBY CERTIFY that the foregoing Resolution was duly adopted at a regular meeting of the said City Council held on the 22nd day of September, 2025, by the following roll call vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

CITY CLERK OF THE CITY OF CYPRESS
Revised 9-22-25 Page 1 of 8
EXHIBIT ‘A’

CITY OF CYPRESS

SCHEDULE OF BENEFITS

EXECUTIVE MANAGEMENT EMPLOYEES

PART I - HOLIDAYS
Section 1. Recognized Holidays.

A. For pay purposes, the following holidays are recognized as municipal holidays for regular employees. Said employees shall receive these holidays off with pay: New Year's Day, Martin Luther King Jr. Day, Presidents’ Day, Memorial Day, Independence Day, Labor Day, Veteran's Day, Thanksgiving Day, the Friday following Thanksgiving Day, Christmas Eve Day and Christmas Day.

C. When any holiday, recognized by the City, falls on a Sunday, the following Monday shall be considered the holiday; when any day, recognized by the City as a holiday, falls on a Saturday, the preceding Friday shall be considered the holiday.

Section 2. Holidays Falling During Approved Leaves of Absence Without Pay. Any employee on an approved leave of absence without pay, having the holiday fall during the period of such leave of absence without pay, shall be eligible for such holiday pay only in those instances where said employee has worked either the day before or the day immediately following said holiday.

PART II - VACATION
Section 1. Eligibility. All regular, full-time employees, having completed a minimum of six months continuous service with the City, and annually, thereafter, shall be eligible for a paid vacation at the employee’s then current rate of pay. Recognizing that it is preferred that the full vacation be taken at one time, the employee may, nevertheless, request a modification of this preference. Upon approval of the City Manager, appropriate modifications may be allowed.

Section 2. Vacation Accrual.

Employees shall accrue vacation leave by the following formula:

Hours/Month Year of Employment Annual Amount (Hours)

10.0000 1st – 6th year (120 hours)

10.6667 7th year (128 hours)

11.3334 8th year (136 hours)

12.0000 9th year (144 hours)

12.6667 10th year (152 hours)

13.3334 11th year (160 hours), and each month thereafter.

Revised 9-22-25 Page 2 of 8
Section 3. Maximum Accrual.

A. Employees may accumulate unused vacation to a maximum of 360 hours. The accrual of vacation hours shall cease when an employee's accumulated vacation is at the maximum. However, the value of vacation hours earned in excess of the maximum accrual will be contributed towards the employee’s Retiree Health Savings Plan. Additional vacation hours shall begin accruing when the employee's vacation balance falls below the maximum.

B. For purposes of this Article, the term "anniversary date of employment" is the date an employee began accruing vacation with the City.

Section 4. Use of Vacation.

An employee who has completed five years or more of continuous service and who has taken 40 cumulative hours of vacation in the current payroll year may elect to be paid for up to a maximum of 80 hours of accrued vacation in the following calendar year. To request payment of up to 80 hours, the employee must submit an irrevocable election form to Human Resources by December 15 of the prior calendar year for the requested payment in the subsequent December’s special payroll.

For example, if an employee submits a payout request of 80 hours prior to December 15, 2024 and is deemed eligible to receive a payout, the employee will be paid for 80 hours in December 2025.

Section 5. Vacation Payment at Termination.

A. Employees terminating employment shall be paid in a lump sum for all accrued vacation leave.

B. When termination is caused by the death of the employee, said payment for unused vacation shall be paid to the beneficiary designated by the employee. Such designation shall be in writing, signed by the employee and filed with the Human Resources Office. In the event an employee has not designated a beneficiary, the payment shall be made to the estate of the employee.

Section 6. Holidays Falling During Vacation Leave. In the event one or more municipal holidays fall within an annual vacation leave, such holiday shall not be charged as vacation leave and the vacation leave shall be extended accordingly.

Section 7. Vacation Earned During Leave of Absence. No vacation leave shall be earned during any leave of absence without pay for each 30-day period of such leave. Vacation leave shall be earned on a prorated basis during a leave of absence on partial pay status.

Section 8. Vacation - Miscellaneous. Employees shall not work for the City during their vacation and, thereby, receive double compensation from the City.

PART III - SICK LEAVE
Section 1. General Sick Leave Provisions.

A. Sick leave shall be requested only in cases of actual personal sickness or disability, medical or dental treatment, or as authorized by the City Manager or the Personnel Officer under the provisions of the Federal Family Medical Leave Act and/or the California Family Rights Act, California Labor Code Section 233 (use of sick leave) or the Healthy Workplace Healthy Family Act of 2014.

Sick leave with pay shall not be allowed unless the employee has met and complied with these provisions and the City Manager has approved such payment.

Revised 9-22-25 Page 3 of 8
Section 2. Eligibility. All employees covered by this Agreement shall be eligible to accrue sick leave.

Section 3. Accrual. Sick leave shall be accrued at the rate of eight hours per calendar month for each calendar month that an employee has worked regularly scheduled hours and/or has been on authorized leave which provides for full pay, for at least 15 working days in that month. Sick leave shall be earned on a prorated basis during a leave of absence on partial pay status.

Section 4. Accumulation and Payment Plan.

A. Accrued sick leave may be accumulated without limit.

B. Payment of accumulated sick leave shall be granted by the Personnel Officer on an annual basis to all regular employees who have a minimum of 120 hours of accumulated sick leave on record on December 1st, and opt to receive payment of up to 48 hours of sick leave, during the subsequent December’s special payroll at a rate of 50% of current salary. Employees must have a minimum balance of 120 hours after the payment of sick leave to be eligible for the payout.

C. Payment of accumulated sick leave shall be granted by the Personnel Officer on an annual basis to all employees who have a minimum of 240 hours of accumulated sick leave on record on December 1st, and opt to receive payment of up to 48 hours of sick leave, during the subsequent December’s special payroll, at a rate of 100% of current salary. Employees must have a minimum balance of 120 hours after payment of sick leave to be eligible for the payout.

D. Employees wishing to cash out sick leave as described in Section 4. (B) and (C) above, must submit an irrevocable election form to Human Resources by December 15 for payment on the subsequent December’s special payroll. For example, if an employee submits a payout request for the maximum 48 hours prior to December 15, 2024, payment will be issued in December 2025 (if eligible).

E. In accordance with the annual conversion policy set forth in Section 4. (B), (C) and (D) above, employees shall have the option of depositing their sick leave payment in a City deferred compensation program instead of receiving payment in cash. All deposits made into the deferred compensation program shall be made in accordance with any and all regulations governing the deferred compensation program.

F. Upon death, retirement, separation or termination of an employee covered by this Agreement, with a minimum of 60 days or 480 hours of sick leave accumulation, said employee is entitled to receive 50% compensation for that accumulated sick leave.

G. Upon death, retirement, separation or termination of an employee covered by this Agreement, with a minimum of five years of service and with between 240 hours and 480 hours of sick leave accumulation, said employee is entitled to receive payment for the difference between that amount of sick leave and 240 hours at 50% compensation.

H. If the Chief of Police was promoted and was previously a member of the Cypress Police Management Association (PMA), upon service retirement or termination, he/she will be entitled to receive payment of accumulated sick leave hours earned prior to promotion to Chief of Police, consistent with the terms of the PMA Memorandum of Understanding in effect at the time of promotion. Accumulated sick leave hours will be documented at the time of promotion and shall be paid to the Chief of Police at the highest hourly rate within the PMA upon separation from employment. Sick leave hours accumulated as Chief of Police will be paid in accordance with the Revised 9-22-25 Page 4 of 8
sections above. If the Chief of Police is terminated for misconduct, he/she is ineligible for this payment.

I. In accordance with the payment plan set forth in Section 4 (F) and (G) above, upon separation, termination or retirement of an employee covered by this Agreement, said employee shall have the option of depositing their sick leave payment in a City deferred compensation program, instead of receiving payment in cash. All deposits made into the deferred compensation program shall be made in accordance with any and all regulations governing the deferred compensation program.

Section 5. Use.

A. Sick leave may be requested and approved by the City Manager. Payment for approved sick leave shall be authorized until the employee's accumulated total of sick leave hours has been exhausted and at such time the employee shall receive no further payment for sick leave. An employee shall have his/her accumulated sick leave balance reduced by an amount equal to the number of hours of sick leave for which he/she receives payment.

B. Sick leave shall not be granted for disability arising from any sickness or injury purposely self-inflicted or caused by an employee's own willful misconduct.

Section 6. Sick Leave During Vacation. An employee who becomes ill while on vacation may have such period of illness charged to his/her accumulated sick leave. The employee may request an extension of vacation due to illness, subject to the approval of the City Manager.

Section 7. Extended Sick Leave. In the event of an employee's continuing illness which results in depletion of sick leave accumulation, the employee may request, in writing, to the City Manager, a leave of absence without pay for the purpose of recovering from an illness, provided:

1. The employee has used all of his/her accumulated sick leave.

2. The employee presents to the City Manager, a written estimate of the time needed for recovery signed by the employee's physician.

3. Prior to resuming his/her duties, the employee may be required to take a medical examination at the City’s expense and provide a medical release to return to work from the employee's physician as prescribed by the City Manager. The employment record and the results of such examination shall be considered by the City Manager in determining the employee's fitness to return to work.

Section 8. Federal Medical Leave Act and the California Family Rights Act The City shall comply with the Federal Medical Leave Act of 1993 (FMLA) and the California Family Rights Act (CFRA) of 1991. Where there are differences between similar provisions of the Acts, the City shall comply with the provision which gives the employee the greater rights.

Section 9. On-the-job Injury. Employees who are disabled by injury or illness arising out of and in the course of their duties for the City, shall be entitled, regardless of his/her period of service with the City, to a leave of absence for the period of such disability, but not exceeding one (1) year, or until such earlier date as he/she is retired on permanent disability pension. Employees are eligible for up to four months of salary continuation in lieu of temporary disability payments. During the first five working days of such disability, the City shall pay 100% of the salary in lieu of temporary disability payments. Thereafter, the employee shall receive 80% of salary in lieu of temporary disability Revised 9-22-25 Page 5 of 8
payments. Any payments made pursuant to this Section shall not be charged to sick leave; provided, however, no sick leave or vacation benefits shall accrue during the period of such disability.

Section 10. Off-the-job Injury. An employee injured outside of his/her service with the City may apply for benefits under the disability insurance plan provided by the City.

Section 11. California Labor Code Section 233
Pursuant to California Labor Code Section 233, employees may use a total of 48 hours of their accrued and available sick leave for the following reasons:

1. To attend to the illness of their child, parent, spouse, registered domestic partner, parent-inlaw, grandparent, grandchild, sibling or designated person.

2. To obtain any relief of services related to being a victim of domestic violence, sexual assault, or stalking including the following with appropriate certification of the need for such services:
a. A temporary restraining order or restraining order.
b. Other injunctive relief to help ensure the health, safety or welfare of themselves or their children.
c. To seek medical attention for injuries caused by domestic violence, sexual assault, or stalking.
d. To obtain services from a domestic violence shelter, program, or rape crisis center as a result of domestic violence, sexual assault, or stalking. e. To obtain psychological counseling related to an experience of domestic violence, sexual assault, or stalking.
f. To participate in safety planning and take other action to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation.

ARTICLE IV - HEALTH, DENTAL, VISION, LIFE AND DISABILITY INSURANCE Section 1. Health Insurance Plan.

A. For the employees covered by the terms of this Agreement, the City and the employees shall contribute the sums listed below per month per employee toward health insurance:

MEDICAL RATE PROVISIONS AND SCHEDULE
Health Insurance Benefit: The City shall provide health insurance coverage for the employee and any dependents which may include medical, dental and vision insurance plans.

Effective January 1, 2026, the maximum contribution amount will increase from $2,557.07 to $2,711.03 per month. Annual increases to the City’s monthly contributions shall be based upon the average cost of all area HMO plans offered through the PERS Health Plan (2025 $2,393.86/ 2026 $2,547.82) plus the DPO Dental Family rate (2025/2026 $137.40) and the Family Vision rate (2025/2026 $25.81). Employees shall maintain the PERS Health Plan minimally at the employee-only coverage level, unless the employee demonstrates proof of other group coverage. Coverage under dental and vision plans shall be optional.

If the City’s contribution exceeds the total premium cost of health plans chosen by the employee, the difference may be contributed toward additional/dependent coverage, including additional life insurance, or paid as additional compensation.

Revised 9-22-25 Page 6 of 8
If the total premium cost of health plans chosen by the employee exceeds the City’s contribution, the employee shall pay, through payroll deduction, the difference between the total cost and the City’s contribution. The employee’s exercise of the option to use the difference toward additional/dependent health coverage or receive the additional cash as compensation is subject to the conditions controlling enrollment periods and eligibility established by the respective plans or carriers.

B. Retiree Health Savings Plan. The City will contribute $185 per month for each employee participating in the Retiree Health Savings Plan.

C. Retiree Health Savings Program. Full-time employees who promote to a management classification, and have previously opted to grandfather into the Supplemental Health Care Benefit Program, may elect to remain in the program in lieu of mandatory enrollment in the Retiree Health Savings Plan.

D. 401(a) Retirement Savings Plan. The City will contribute $200 per month.

Section 2. Life Insurance Plan.

The City shall pay 100% of the premium for a term life insurance policy for each eligible employee which shall be based upon a formula equal to one times the employee's annual salary rounded up to the nearest thousand dollars up to $300,000.

Section 3. Disability Insurance Plan. The City shall provide a short-term and long-term disability insurance plan for all employees covered by this agreement. The City shall pay 100% of the premium.

Section 4. Executive Wellness Program. Employees may request reimbursement for a maximum of $1,000 on an annual basis for eligible wellness program expenses as determined by the Personnel Officer.

PART V – RETIREMENT
Section 1. The City shall make contributions for employees to the California Public Employees Retirement System (CalPERS) plan known as 2% at 55 for “Classic” Miscellaneous members and 3% at 50 for “Classic” Safety members. “Classic” Miscellaneous employees hired prior to June 30, 2010 shall contribute 3% of salary towards their CalPERS retirement plan.

Section 2. Employees hired after June 30, 2010, if determined to be “Classic” Miscellaneous members, shall contribute 6% of salary towards their CalPERS retirement plan.

Section 3. The Chief of Police, if determined to be a “Classic” Safety member, shall contribute 12% of salary towards his/her CalPERS retirement plan.

Section 4. Employees hired after January 1, 2013 and are new to CalPERS, or have had a six month or more break in service, are considered “PEPRA” members and are subject to all laws, statutes, rules and regulations of the Public Employees’ Pension Reform Act (PEPRA).

Section 5. The City’s CalPERS contract shall provide the Survivor’s Continuance Benefit to employees.

Section 6. The City’s CalPERS contract shall provide for the 1959 Survivor’s Benefit (Level 3).

The City shall make the employees’ contribution in the amount of $2.00 per month.

Revised 9-22-25 Page 7 of 8
Section 7. The City’s CalPERS contract shall provide for the “Single Highest Year Compensation” benefit for eligible employees. The City shall pay for the entire cost of this benefit.

PART VI - AUTO ALLOWANCE
A monthly auto allowance will be provided in the amount of $500. The Chief of Police has the option of being provided a City vehicle in lieu of the auto allowance.

PART VII – TECHNOLOGY ALLOWANCE
A $100 monthly technology allowance will be provided to purchase and maintain personal technology devices (i.e. cell phone, computer, tablet) and/or services (i.e. internet, cell phone service) to perform the duties of their position.

PART VIII – UNIFORM ALLOWANCE
The Police Chief shall receive a Uniform Allowance of $850 per year.

PART IX – SPECIAL PAY PROVISION
Section 1. Executive Manager Lead Assignment. The City may designate any Executive Management employee to the Executive Manager Lead Assignment. The employee so assigned will lead and supervise over other managers. An employee who is routinely and consistently assigned to the Executive Manager Lead Assignment shall receive special assignment pay equal to 5% over base pay for such duties. The City Manager may remove an employee from the assignment at the City Manager's discretion.

Section 2. Management Performance Recognition Program. The City Manager may recognize the outstanding performance of Executive Management employees. Based upon criteria and the sole discretion of the City Manager, employees will be eligible to receive a one-time payment up to 5% of base salary within a 12-month period. Such amounts shall be payable in conjunction with an employee’s performance review.

Section 3. Severance. Employees are entitled to four months’ base salary if terminated without cause.
“Cause” for termination shall include, but not limited to the following: persistent, habitual or willful neglect of duty; insubordination; corrupt of willful misconduct; willful malfeasance or conviction of an illegal act amounting to an act of moral turpitude; willful destruction or misuse of City property; habitual intoxication while on duty, whether by alcohol, prescription or non-prescription drugs; inexcusable absence without an authorized leave of absence; theft or attempted theft; financial mismanagement; material dishonesty; willful violation of Federal or State discrimination and harassment laws while acting in the course and scope of employment; willful and unlawful retaliation against any City officer or employee; engaging in conduct tending to bring embarrassment or disrepute to the City.

Severance pay is contingent upon the following conditions:
a) The employee must execute a comprehensive waiver and release of all claims against the City, its officials, employees, and agents, in a form approved by the City Attorney.

Revised 9-22-25 Page 8 of 8
b) The waiver and release must become effective and irrevocable. This includes the expiration of any applicable revocation period required by law, such as the 7-day revocation period for employees age 40 and over under the Age Discrimination in Employment Act. c) The employee must comply with all post-employment obligations outlined in the severance agreement, including but not limited to return of City property. d) Severance pay will be provided only for involuntary terminations without cause. It does not apply to voluntary resignations or terminations for cause. e) Severance pay shall be subject to all applicable taxes and withholdings required by law. f) Employees will be advised in writing to consult with an attorney before signing the severance agreement.

PART X – ACTING CITY MANAGER
In the absence of a regularly appointed City Manager, the City Council may designate any Executive Management employee to serve as Acting City Manager on a temporary basis. The Acting City Manager will have the powers and duties described in Chapter 2, Article II of the Cypress Municipal Code.

An employee who is assigned to serve as the Acting City Manager shall receive additional compensation pay equal to 10% of their regular base pay plus any special assignment pay, for performing such duties for the duration of the appointment, which shall not exceed the limits in Government Code section 20480(a). The City Council may revoke the assignment, or remove an employee from the assignment, any time at the City Council’s discretion. The assignment shall also end immediately upon the City Council’s appointment of another Acting City Manager, Interim City Manager or permanent City Manager.

Revised 3-10-25 9-22-25 Page 1 of 8
EXHIBIT ‘A’

CITY OF CYPRESS

SCHEDULE OF BENEFITS

EXECUTIVE MANAGEMENT EMPLOYEES

PART I - HOLIDAYS
Section 1. Recognized Holidays.

Section 2. Vacation Accrual.

Employees shall accrue vacation leave by the following formula:

Hours/Month Year of Employment Annual Amount (Hours)

10.0000 1st – 6th year (120 hours)

10.6667 7th year (128 hours)

11.3334 8th year (136 hours)

12.0000 9th year (144 hours)

12.6667 10th year (152 hours)

13.3334 11th year (160 hours), and each month thereafter.

Revised 3-10-25 9-22-25 Page 2 of 8
Section 3. Maximum Accrual.

B. For purposes of this Article, the term "anniversary date of employment" is the date an employee began accruing vacation with the City.

Section 4. Use of Vacation.

For example, if an employee submits a payout request of 80 hours prior to December 15, 2024 and is deemed eligible to receive a payout, the employee will be paid for 80 hours in December 2025.

Section 5. Vacation Payment at Termination.

A. Employees terminating employment shall be paid in a lump sum for all accrued vacation leave.

Section 8. Vacation - Miscellaneous. Employees shall not work for the City during their vacation and, thereby, receive double compensation from the City.

PART III - SICK LEAVE
Section 1. General Sick Leave Provisions.

Sick leave with pay shall not be allowed unless the employee has met and complied with these provisions and the City Manager has approved such payment.

Revised 3-10-25 9-22-25 Page 3 of 8
Section 2. Eligibility. All employees covered by this Agreement shall be eligible to accrue sick leave.

Section 4. Accumulation and Payment Plan.

A. Accrued sick leave may be accumulated without limit.

H. If the Chief of Police was promoted and was previously a member of the Cypress Police Management Association (PMA), upon service retirement or termination, he/she will be entitled to receive payment of accumulated sick leave hours earned prior to promotion to Chief of Police, consistent with the terms of the PMA Memorandum of Understanding in effect at the time of promotion. Accumulated sick leave hours will be documented at the time of promotion and shall be paid to the Chief of Police at the highest hourly rate within the PMA upon separation from employment. Sick leave hours accumulated as Chief of Police will be paid in accordance with the Revised 3-10-25 9-22-25 Page 4 of 8
sections above. If the Chief of Police is terminated for misconduct, he/she is ineligible for this payment.

Section 5. Use.

B. Sick leave shall not be granted for disability arising from any sickness or injury purposely self-inflicted or caused by an employee's own willful misconduct.

1. The employee has used all of his/her accumulated sick leave.

2. The employee presents to the City Manager, a written estimate of the time needed for recovery signed by the employee's physician.

Section 9. On-the-job Injury. Employees who are disabled by injury or illness arising out of and in the course of their duties for the City, shall be entitled, regardless of his/her period of service with the City, to a leave of absence for the period of such disability, but not exceeding one (1) year, or until such earlier date as he/she is retired on permanent disability pension. Employees are eligible for up to four months of salary continuation in lieu of temporary disability payments. During the first five working days of such disability, the City shall pay 100% of the salary in lieu of temporary disability payments. Thereafter, the employee shall receive 80% of salary in lieu of temporary disability Revised 3-10-25 9-22-25 Page 5 of 8
payments. Any payments made pursuant to this Section shall not be charged to sick leave; provided, however, no sick leave or vacation benefits shall accrue during the period of such disability.

Section 10. Off-the-job Injury. An employee injured outside of his/her service with the City may apply for benefits under the disability insurance plan provided by the City.

Section 11. California Labor Code Section 233
Pursuant to California Labor Code Section 233, employees may use a total of 48 hours of their accrued and available sick leave for the following reasons:

1. To attend to the illness of their child, parent, spouse, registered domestic partner, parent-inlaw, grandparent, grandchild, sibling or designated person.

ARTICLE IV - HEALTH, DENTAL, VISION, LIFE AND DISABILITY INSURANCE Section 1. Health Insurance Plan.

A. For the employees covered by the terms of this Agreement, the City and the employees shall contribute the sums listed below per month per employee toward health insurance:

Effective January 1, 20265, the maximum contribution amount will increase from $2,359.27 to $2,557.07 to $2,711.03 per month. Annual increases to the City’s monthly contributions shall be based upon the average cost of all area HMO plans offered through the PERS Health Plan (2024 $2,191.06/ 2025 $2,393.86/ 2026 $2,547.82) plus the DPO Dental Family rate (2024 $142.40/ 2025/2026 $137.40) and the Family Vision rate (2024/2025/2026 $25.81). Employees shall maintain the PERS Health Plan minimally at the employee-only coverage level, unless the employee demonstrates proof of other group coverage. Coverage under dental and vision plans shall be optional.

Revised 3-10-25 9-22-25 Page 6 of 8
If the total premium cost of health plans chosen by the employee exceeds the City’s contribution, the employee shall pay, through payroll deduction, the difference between the total cost and the City’s contribution. The employee’s exercise of the option to use the difference toward additional/dependent health coverage or receive the additional cash as compensation is subject to the conditions controlling enrollment periods and eligibility established by the respective plans or carriers.

B. Retiree Health Savings Plan. The City will contribute $185 per month for each employee participating in the Retiree Health Savings Plan.

D. 401(a) Retirement Savings Plan. The City will contribute $200 per month.

Section 2. Life Insurance Plan.

Section 3. Disability Insurance Plan. The City shall provide a short-term and long-term disability insurance plan for all employees covered by this agreement. The City shall pay 100% of the premium.

Section 4. Executive Wellness Program. Employees may request reimbursement for a maximum of $1,000 on an annual basis for eligible wellness program expenses as determined by the Personnel Officer.

Section 2. Employees hired after June 30, 2010, if determined to be “Classic” Miscellaneous members, shall contribute 6% of salary towards their CalPERS retirement plan.

Section 3. The Chief of Police, if determined to be a “Classic” Safety member, shall contribute 12% of salary towards his/her CalPERS retirement plan.

Section 5. The City’s CalPERS contract shall provide the Survivor’s Continuance Benefit to employees.

Section 6. The City’s CalPERS contract shall provide for the 1959 Survivor’s Benefit (Level 3).

The City shall make the employees’ contribution in the amount of $2.00 per month.

Revised 3-10-25 9-22-25 Page 7 of 8
Section 7. The City’s CalPERS contract shall provide for the “Single Highest Year Compensation” benefit for eligible employees. The City shall pay for the entire cost of this benefit.

PART VI - AUTO ALLOWANCE
A monthly auto allowance will be provided in the amount of $500. The Chief of Police has the option of being provided a City vehicle in lieu of the auto allowance.

PART VIII – UNIFORM ALLOWANCE
The Police Chief shall receive a Uniform Allowance of $850 per year.

Revised 3-10-25 9-22-25 Page 8 of 8
b) The waiver and release must become effective and irrevocable. This includes the expiration of any applicable revocation period required by law, such as the 7-day revocation period for employees age 40 and over under the Age Discrimination in Employment Act. c) The employee must comply with all post-employment obligations outlined in the severance agreement, including but not limited to return of City property. d) Severance pay will be provided only for involuntary terminations without cause. It does not apply to voluntary resignations or terminations for cause. e) Severance pay shall be subject to all applicable taxes and withholdings required by law. f) Employees will be advised in writing to consult with an attorney before signing the severance agreement.

Revised 9-22-25 Page 1 of 8
EXHIBIT ‘A’

CITY OF CYPRESS

SCHEDULE OF BENEFITS

MID-MANAGEMENT EMPLOYEES

PART I - HOLIDAYS
Section 1. Recognized Holidays.

B. Beginning the first pay period of the payroll year, current employees shall be credited with one floating holiday (9 hours). Employees hired after the beginning of the payroll year, but before September 1, will be credited with the floating holiday. Floating holiday may be taken subject to approval of the employee’s supervisor after consideration of the department workload and other staffing considerations such as, but not limited to, leave schedules of other employees already approved, sick leave and position vacancies. Floating holiday must be taken as paid time off in the credited payroll year. There shall be no cash payment for unused floating holiday.

D. Religious holidays requested off shall be done so in writing to the employee’s supervisor.

If approved, such time shall be charged against accumulated vacation or floating holiday leave.

Section 2. Vacation Accrual.

Employees shall accrue vacation leave by the following formula:

Hours/Month Year of Employment Annual Amount (Hours)

6.6670 1st year (80 hours)

7.3334 2nd year (88 hours)

8.0000 3rd year (96 hours)

8.6667 4th year (104 hours)
Revised 9-22-25 Page 2 of 8

9.3334 5th year (112 hours)

10.0000 6th year (120 hours)

10.6667 7th year (128 hours)

11.3334 8th year (136 hours)

12.0000 9th year (144 hours)

12.6667 10th year (152 hours)

13.3334 11th year (160 hours), and each month thereafter.

Section 3. Maximum Accrual.

A. Employees may accumulate unused vacation to a maximum of the amount accrued in the 24 months immediately preceding the employee's anniversary date of employment with a maximum of 320 hours. The accrual of vacation hours shall cease when an employee's accumulated vacation is at the maximum provided in this Section. However, the value of vacation hours earned in excess of the maximum accrual will be contributed towards the employee’s Retiree Health Savings Plan. Additional vacation hours shall begin accruing when the employee's vacation balance falls below the maximum.

B. For purposes of this Article, the term "anniversary date of employment" is the date an employee began accruing vacation with the City.

Section 4. Use of Vacation.

A. The time at which an employee's vacation is to occur shall be determined by the employee’s supervisor with due regard for the wishes of the employee and particular regard for the needs of the service.

B. An employee who has completed five years or more of continuous service and who has taken 40 cumulative hours of vacation in the current payroll year may elect to be paid for up to a maximum of 80 hours of accrued vacation in the following calendar year. To request payment of up to 80 hours, the employee must submit an irrevocable election form to Human Resources by December 15 of the prior calendar year for the requested payment in the subsequent December’s special payroll. For example, if an employee submits a payout request of 80 hours prior to December 15, 2024 and is deemed eligible to receive a payout, the employee will be paid for 80 hours in December 2025.

Section 5. Vacation Payment at Termination.

A. Employees terminating employment shall be paid in a lump sum for all accrued vacation leave.

Revised 9-22-25 Page 3 of 8
Section 8. Vacation - Miscellaneous. Employees shall not work for the City during their vacation and, thereby, receive double compensation from the City.

PART III - SICK LEAVE
Section 1. General Sick Leave Provisions.

The employee requesting sick leave shall notify his/her immediate supervisor prior to the time set for reporting to work. Sick leave with pay shall not be allowed unless the employee has met and complied with these provisions and the department head or the City Manager has approved such payment.

Section 2. Eligibility. All employees covered by this Agreement shall be eligible to accrue sick leave.

Section 4. Accumulation and Payment Plan.

A. Accrued sick leave may be accumulated without limit.

Revised 9-22-25 Page 4 of 8
F. Upon death, retirement, separation or termination of an employee covered by this Agreement, with a minimum of 60 days or 480 hours of sick leave accumulation, said employee is entitled to receive 50% compensation for that accumulated sick leave.

H. In accordance with the payment plan set forth in Section 4 (F) and (G) above, upon separation, termination or retirement of an employee covered by this Agreement, said employee shall have the option of depositing their sick leave payment in a City deferred compensation program, instead of receiving payment in cash. All deposits made into the deferred compensation program shall be made in accordance with any and all regulations governing the deferred compensation program.

Section 5. Use.

A. Sick leave may be requested and used as approved by the department head or the City Manager. Payment for approved sick leave shall be authorized until the employee's accumulated total of sick leave hours has been exhausted and at such time the employee shall receive no further payment for sick leave. An employee shall have his/her accumulated sick leave balance reduced by an amount equal to the number of hours of sick leave for which he/she receives payment.

B. Sick leave shall not be granted for disability arising from any sickness or injury purposely self-inflicted or caused by an employee's own willful misconduct.

Section 6. Sick Leave During Vacation. An employee who becomes ill while on vacation may have such period of illness charged to his/her accumulated sick leave provided that: immediately upon return to duty, the employee submits to his/her department head a written request for sick leave and a written statement signed by his/her physician that includes the dates of illness; and the department head recommends and the City Manager approves granting of such sick leave. The employee may request an extension of vacation due to illness, subject to the approval of the department head and City Manager.

Section 7. Extended Sick Leave. In the event of an employee's continuing illness which results in depletion of sick leave accumulation, the employee may request, in writing, to his/her department head and City Manager, a leave of absence without pay for the purpose of recovering from an illness, provided:

1. The employee has used all of his/her accumulated sick leave.

2. The employee presents to his/her department head for referral to and consideration by the City Manager, a written estimate of the time needed for recovery signed by the employee's physician.

Revised 9-22-25 Page 5 of 8
Section 8. Federal Medical Leave Act and the California Family Rights Act The City shall comply with the Federal Medical Leave Act of 1993 (FMLA) and the California Family Rights Act (CFRA) of 1991. Where there are differences between similar provisions of the Acts, the City shall comply with the provision which gives the employee the greater rights.

Section 9. On-the-job Injury. Employees who are disabled by injury or illness arising out of and in the course of their duties for the City, shall be entitled, regardless of his/her period of service with the City, to a leave of absence for the period of such disability, but not exceeding one (1) year, or until such earlier date as he/she is retired on permanent disability pension. Employees are eligible for up to four months of salary continuation in lieu of temporary disability payments. During the first five working days of such disability, the City shall pay 100% of the salary in lieu of temporary disability payments. Thereafter, the employee shall receive 80% of salary in lieu of temporary disability payments. Any payments made pursuant to this Section shall not be charged to sick leave; provided, however, no sick leave or vacation benefits shall accrue during the period of such disability.

Section 10. Off-the-job Injury. An employee injured outside of his/her service with the City may apply for benefits under the disability insurance plan provided by the City.

Section 11. California Labor Code Section 233
Pursuant to California Labor Code Section 233, employees may use a total of 48 hours of their accrued and available sick leave for the following reasons:

1. To attend to the illness of their child, parent, spouse, registered domestic partner, parent-inlaw, grandparent, grandchild, sibling or designated person.

ARTICLE IV - HEALTH, DENTAL, VISION, LIFE AND DISABILITY INSURANCE Section 1. Health Insurance Plan.

A. For the employees covered by the terms of this Agreement, the City and the employees shall contribute the sums listed below per month per employee toward health insurance:

Revised 9-22-25 Page 6 of 8
Effective January 1, 2026, the maximum contribution amount will increase from $2,557.07 to $2,711.03 per month. Annual increases to the City’s monthly contributions shall be based upon the average cost of all area HMO plans offered through the PERS Health Plan (2025 $2,393.86/ 2026 $2,547.82) plus the DPO Dental Family rate (2025/2026 $137.40) and the Family Vision rate (2025/2026 $25.81). Employees shall maintain the PERS Health Plan minimally at the employee-only coverage level, unless the employee demonstrates proof of other group coverage. Coverage under dental and vision plans shall be optional.

If the total premium cost of health plans chosen by the employee exceeds the City’s contribution, the employee shall pay, through payroll deduction, the difference between the total cost and the City’s contribution. The employee’s exercise of the option to use the difference toward additional/dependent health coverage or receive the additional cash as compensation is subject to the conditions controlling enrollment periods and eligibility established by the respective plans or carriers.

B. Retiree Health Savings Plan. The City will contribute $185 per month.

Section 2. Life Insurance Plan.

The City shall pay 100% of the premium for a term life insurance policy for each eligible employee of $50,000.

Section 3. Disability Insurance Plan. The City shall provide a short-term and long-term disability insurance plan for all employees covered by this agreement. The City shall pay 100% of the premium.

Section 2. Employees hired after June 30, 2010, if determined to be “Classic” Miscellaneous members, shall contribute 6% of salary towards their CalPERS retirement plan.

Section 3. Employees hired after January 1, 2013 and are new to CalPERS, or have had a six month or more break in service, are considered “PEPRA” members and are subject to all laws, statutes, rules and regulations of the Public Employees’ Pension Reform Act (PEPRA).

Section 4. The City’s CalPERS contract shall provide the Survivor’s Continuance Benefit to employees.

Section 5. The City’s CalPERS contract shall provide for the 1959 Survivor’s Benefit (Level 3).

The City shall make the employees’ contribution in the amount of $2.00 per month.

Section 6. The City’s CalPERS contract shall provide for the “Single Highest Year Compensation” benefit for eligible employees. The City shall pay for the entire cost of this benefit.

Revised 9-22-25 Page 7 of 8

PART VI - AUTO ALLOWANCE
A monthly auto allowance will be provided in the amount of $300 for the City Clerk and $200 for all other Mid-Management employees.

PART VII – TECHNOLOGY ALLOWANCE
A $75 monthly technology allowance will be provided to purchase and maintain personal technology devices (i.e. cell phone, computer, tablet) and/or services (i.e. internet, cell phone service) to perform the duties of their position.

PART VIII – UNIFORM ALLOWANCE

The classification of Police Support Services Supervisor shall receive a Uniform Allowance of $600 per year.

The classification of Maintenance Supervisor shall receive a Boot/Safety Shoe Allowance of $250 per year. To be eligible for reimbursement, the employee must submit a receipt from the purchase of boots/safety shoes to Human Resources.

PART IX – SPECIAL PAY PROVISION

Section 1. Acting Pay. The City Manager may temporarily grant up to a 5% increase for an acting assignment for those positions who assume acting duties. The increase must fall within the range of the higher position but not exceed the top of the position's range.

Section 2. Management Performance Recognition Program. The City Manager may recognize the outstanding performance of Mid-Management employees. Based upon criteria and the sole discretion of the City Manager, employees will be eligible to receive a one-time payment up to 5% of base salary within a 12-month period. Such amounts shall be payable in conjunction with an employee’s performance review.

Section 3. Temporary Succession Planning Pay. The City Manager may grant temporary pay to employees training for potential advancement to a higher-level position. The temporary pay would not exceed 5% of the employee’s current rate of pay. Such assignment would be limited to a maximum of six months. This form of pay differs from Acting Pay in that the position is filled with an incumbent and the employee being trained is not assuming all of the responsibilities associated with the position.

Section 4. Severance. The City Clerk is entitled to six months’ base salary if terminated without cause.
“Cause” for termination shall include, but not limited to the following: persistent, habitual or willful neglect of duty; insubordination; corrupt of willful misconduct; willful malfeasance or conviction of an illegal act amounting to an act of moral turpitude; willful destruction or misuse of City property; habitual intoxication while on duty, whether by alcohol, prescription or non-prescription drugs; inexcusable absence without an authorized leave of absence; theft or attempted theft; financial mismanagement; material dishonesty; willful violation of Federal or State discrimination and harassment laws while acting in the course and scope of employment; willful and unlawful retaliation against any City officer or employee; engaging in conduct tending to bring embarrassment or disrepute to the City.

Revised 9-22-25 Page 8 of 8
The severance pay for the City Clerk is contingent upon the following conditions:
a) The employee must execute a comprehensive waiver and release of all claims against the City, its officials, employees, and agents, in a form approved by the City Attorney. b) The waiver and release must become effective and irrevocable. This includes the expiration of any applicable revocation period required by law, such as the 7-day revocation period for employees age 40 and over under the Age Discrimination in Employment Act. c) The employee must comply with all post-employment obligations outlined in the severance agreement, including but not limited to return of City property. d) Severance pay will be provided only for involuntary terminations without cause. It does not apply to voluntary resignations or terminations for cause. e) Severance pay shall be subject to all applicable taxes and withholdings required by law. f) Employees will be advised in writing to consult with an attorney before signing the severance agreement.

Revised 3-10-25 9-22-25 Page 1 of 8
EXHIBIT ‘A’

CITY OF CYPRESS

SCHEDULE OF BENEFITS

MID-MANAGEMENT EMPLOYEES

PART I - HOLIDAYS
Section 1. Recognized Holidays.

D. Religious holidays requested off shall be done so in writing to the employee’s supervisor.

If approved, such time shall be charged against accumulated vacation or floating holiday leave.

Section 2. Vacation Accrual.

Employees shall accrue vacation leave by the following formula:

Hours/Month Year of Employment Annual Amount (Hours)

6.6670 1st year (80 hours)

7.3334 2nd year (88 hours)

8.0000 3rd year (96 hours)

8.6667 4th year (104 hours)
Revised 3-10-25 9-22-25 Page 2 of 8

9.3334 5th year (112 hours)

10.0000 6th year (120 hours)

10.6667 7th year (128 hours)

11.3334 8th year (136 hours)

12.0000 9th year (144 hours)

12.6667 10th year (152 hours)

13.3334 11th year (160 hours), and each month thereafter.

Section 3. Maximum Accrual.

B. For purposes of this Article, the term "anniversary date of employment" is the date an employee began accruing vacation with the City.

Section 4. Use of Vacation.

Section 5. Vacation Payment at Termination.

A. Employees terminating employment shall be paid in a lump sum for all accrued vacation leave.

Revised 3-10-25 9-22-25 Page 3 of 8
Section 8. Vacation - Miscellaneous. Employees shall not work for the City during their vacation and, thereby, receive double compensation from the City.

PART III - SICK LEAVE
Section 1. General Sick Leave Provisions.

Section 2. Eligibility. All employees covered by this Agreement shall be eligible to accrue sick leave.

Section 4. Accumulation and Payment Plan.

A. Accrued sick leave may be accumulated without limit.

Revised 3-10-25 9-22-25 Page 4 of 8
F. Upon death, retirement, separation or termination of an employee covered by this Agreement, with a minimum of 60 days or 480 hours of sick leave accumulation, said employee is entitled to receive 50% compensation for that accumulated sick leave.

Section 5. Use.

B. Sick leave shall not be granted for disability arising from any sickness or injury purposely self-inflicted or caused by an employee's own willful misconduct.

1. The employee has used all of his/her accumulated sick leave.

2. The employee presents to his/her department head for referral to and consideration by the City Manager, a written estimate of the time needed for recovery signed by the employee's physician.

Revised 3-10-25 9-22-25 Page 5 of 8
Section 8. Federal Medical Leave Act and the California Family Rights Act The City shall comply with the Federal Medical Leave Act of 1993 (FMLA) and the California Family Rights Act (CFRA) of 1991. Where there are differences between similar provisions of the Acts, the City shall comply with the provision which gives the employee the greater rights.

Section 9. On-the-job Injury. Employees who are disabled by injury or illness arising out of and in the course of their duties for the City, shall be entitled, regardless of his/her period of service with the City, to a leave of absence for the period of such disability, but not exceeding one (1) year, or until such earlier date as he/she is retired on permanent disability pension. Employees are eligible for up to four months of salary continuation in lieu of temporary disability payments. During the first five working days of such disability, the City shall pay 100% of the salary in lieu of temporary disability payments. Thereafter, the employee shall receive 80% of salary in lieu of temporary disability payments. Any payments made pursuant to this Section shall not be charged to sick leave; provided, however, no sick leave or vacation benefits shall accrue during the period of such disability.

Section 10. Off-the-job Injury. An employee injured outside of his/her service with the City may apply for benefits under the disability insurance plan provided by the City.

Section 11. California Labor Code Section 233
Pursuant to California Labor Code Section 233, employees may use a total of 48 hours of their accrued and available sick leave for the following reasons:

1. To attend to the illness of their child, parent, spouse, registered domestic partner, parent-inlaw, grandparent, grandchild, sibling or designated person.

ARTICLE IV - HEALTH, DENTAL, VISION, LIFE AND DISABILITY INSURANCE Section 1. Health Insurance Plan.

A. For the employees covered by the terms of this Agreement, the City and the employees shall contribute the sums listed below per month per employee toward health insurance:

Revised 3-10-25 9-22-25 Page 6 of 8
Effective January 1, 20265, the maximum contribution amount will increase from $2,359.27 to $2,557.07 to $2,711.03 per month. Annual increases to the City’s monthly contributions shall be based upon the average cost of all area HMO plans offered through the PERS Health Plan (2024 $2,191.06/ 2025 $2,393.86/ 2026 $2,547.82) plus the DPO Dental Family rate (2024 $142.40/ 2025/2026 $137.40) and the Family Vision rate (2024/2025/2026 $25.81). Employees shall maintain the PERS Health Plan minimally at the employee-only coverage level, unless the employee demonstrates proof of other group coverage. Coverage under dental and vision plans shall be optional.

B. Retiree Health Savings Plan. The City will contribute $185 per month.

Section 2. Life Insurance Plan.

The City shall pay 100% of the premium for a term life insurance policy for each eligible employee of $50,000.

Section 3. Disability Insurance Plan. The City shall provide a short-term and long-term disability insurance plan for all employees covered by this agreement. The City shall pay 100% of the premium.

Section 2. Employees hired after June 30, 2010, if determined to be “Classic” Miscellaneous members, shall contribute 6% of salary towards their CalPERS retirement plan.

Section 4. The City’s CalPERS contract shall provide the Survivor’s Continuance Benefit to employees.

Section 5. The City’s CalPERS contract shall provide for the 1959 Survivor’s Benefit (Level 3).

The City shall make the employees’ contribution in the amount of $2.00 per month.

Section 6. The City’s CalPERS contract shall provide for the “Single Highest Year Compensation” benefit for eligible employees. The City shall pay for the entire cost of this benefit.

Revised 3-10-25 9-22-25 Page 7 of 8

PART VI - AUTO ALLOWANCE
A monthly auto allowance will be provided in the amount of $300 for the City Clerk and $200 for all other Mid-Management employees.

PART VIII – UNIFORM ALLOWANCE

The classification of Police Support Services Supervisor shall receive a Uniform Allowance of $600 per year.

PART IX – SPECIAL PAY PROVISION

Revised 3-10-25 9-22-25 Page 8 of 8
The severance pay for the City Clerk is contingent upon the following conditions:
a) The employee must execute a comprehensive waiver and release of all claims against the City, its officials, employees, and agents, in a form approved by the City Attorney. b) The waiver and release must become effective and irrevocable. This includes the expiration of any applicable revocation period required by law, such as the 7-day revocation period for employees age 40 and over under the Age Discrimination in Employment Act. c) The employee must comply with all post-employment obligations outlined in the severance agreement, including but not limited to return of City property. d) Severance pay will be provided only for involuntary terminations without cause. It does not apply to voluntary resignations or terminations for cause. e) Severance pay shall be subject to all applicable taxes and withholdings required by law. f) Employees will be advised in writing to consult with an attorney before signing the severance agreement.

CITY OF CYPRESS
CITY COUNCIL REPORT
City Council Regular 10.

FROM: Matt Burton, Director of Finance and Administrative Services DATE: 09/22/2025
SUBJECT: Approve Supplemental Appropriations and Increases to Estimated Revenues and Transfers for FY 2024-25

RECOMMENDATION

1. Approve FY 2024-25 supplemental appropriations of $479,950 and increase estimated revenues by $417,950 for the City; and

2. Approve FY 2024-25 supplemental appropriations of $38,700 for the Cypress Recreation and Park District; and

3. Approve an $8,166 transfer from the District's Park Development Fund to the General Fund; and

4. Approve an $8,166 payment to the City's Infrastructure fund to apply against the outstanding Repayment Agreement and Promissory Note between the City and Park District for the construction of Lexington Park.

SUMMARY
Each year when the Budget is prepared, certain programs are budgeted based on best available estimates but are subject to occurrences not known at the time of preparation. In many cases, these factors are out of the City's control and the final budget impact is not known until the end of the fiscal year. Once the exact impact is known, the City Council may approve additional appropriations and establish the final Amended Budget to ensure budgetary compliance at fiscal year-end.

The FY 2024-25 Budget adjustments for the City (Attachment A) and the Cypress Recreation and Park District (Attachment B) are expected to be the final amendments and will be used for year-end financial reporting.

DISCUSSION
General Fund
General Fund
Based on the preliminary analysis of FY 2024-25 operating expenditures, the General Fund will be under total adopted appropriations by approximately $4 million. These savings will either be carried over for expenditure in FY 2025-26 or set-aside and invested in accordance with the City's fiscal strategies. Despite these savings, and as is often the case, a few General Fund programs exceeded the budget.

Attorney Services
Attorney costs exceeded appropriations by $61,500. City Attorney services are provided on a contract basis by multiple firms and tend to fluctuate based on the legal matters that arise during the year, the volume of active litigation to which the City is a party, and the amount of work performed by specialty firms. While general attorney services for FY 2024-25 were within budget, several personnel matters handled by the City's labor attorneys resulted in the budget overage.

North Orange County Service Planning Area Contributions Cypress is a member of the North Orange County Service Planning Area (SPA) which operates two navigation centers providing supportive services to individuals experiencing homelessness. Cypress contributes a portion of annual operating costs associated with navigation centering in Placentia and Buena Park, and these charges vary each year depending on cash flow needs and State funding. The Budget included $300,000 for SPA costs in FY 2024-25, and actual operating costs allocated to Cypress totaled almost $400,000.

Building Division
The Community Development Building division exceeded its budget for contract inspections, plan checking and building official services due to higher levels of building activity than projected in the budget. Forecasting the division's annual contract costs is difficult due to many external factors, including the economy's impact on local development activity.

Therefore, revenue and expenditure projections associated with development activity are historically conservatively estimated, as actual receipts and disbursements can fluctuate significantly from year to year. The higher activity levels experienced in FY 2024-25 resulted in more fee revenue and additional contract costs.

Public Works Contract Services
The Public Works Department had multiple personnel vacancies in both the Engineering Division and Maintenance Division. In order to maintain service levels while recruiting to fill the vacant positions, it was necessary to hire contractors to assist with project management, landscape inspections and administrative tasks. Sufficient salary savings are available to pay for these services, and it is recommended $68,400 of budgeted costs be transferred from personnel costs to contract services. All budget transfers between personnel and contract services must be approved by the City Council.

Public Works Engineering and Inspection Services
The Engineering division exceeded its budget for contract inspections and plan checking due to higher levels of development, utilities and other necessary permit work. Much like with the Building division, forecasting Engineering's annual contract costs is difficult due to many external factors, including local development activity. Therefore, revenue and expenditure projections associated with development activity are historically conservatively estimated, as actual receipts and disbursements can fluctuate significantly from year to year. Higher development levels experienced in FY 2024-25 resulted in more fee revenue and additional contract costs.

Other Funds
The Supplemental Law Enforcement Special Revenue Fund exceeded budget due to receiving $9,250 more in State grants than anticipated. The City uses these grant amounts, approximately $190,000 annually, to pay for a Police Services Officer and a portion of a Police Officer. The additional appropriation is fully offset by a $9,250 increase in revenues.

The Low and Moderate Housing Asset Fund, which is restricted to use on eligible housing activities benefiting low and moderate income residents, exceeded its budget for professional legal services by $9,300 due to the sale of City-owned property located at 5732 Lincoln Avenue. The sale of the property was finalized in FY 2024-25 and is required by the State under the Surplus Land Act. The amount of ongoing legal assistance required to finalize the sale was unknown at the time the FY 2024-25 Budget was prepared.

Recreation and Park District
CRPD General Fund
During FY 2024-25, park landscaping costs exceeded budget in two programs due to water consumption exceeding budget due to the weather. Water usage for park landscaping is difficult to predict, and tends to fluctuate depending on precipitation levels, and the recent dry winter resulted in a $38,700 budget overage.

Park Development Fund
The City Council authorized a $12.8 million loan to the District to construct Lexington Park.

Repayments against the outstanding loan balance are made twice a year if Park Development Fees become available. While no fees were received by the Park Development Fund during the second half of FY 2024-25, an additional $8,166 of interest earnings were received, and it is recommended these amounts be transferred to the District's General Fund and used to repay the City as of June 30, 2025. After the recommended repayment, the outstanding Lexington Park loan balance will remain just under $3.2 million and biannual repayments will continue as Park Development Fees are received.

BUDGET IMPACT
This action provides budgetary compliance for costs already incurred relating to situations not anticipated when the Budget was approved; therefore, there is no fiscal impact as a result of this action.

The appropriation requests of $479,950 for the City and $38,700 for the District will cover program expenditures which exceeded budget estimates. The City also received $417,950 of additional revenue associated with these additional appropriations. The recommended adjustments to appropriations and estimated revenues are itemized in Attachment A (City) and Attachment B (District).

The authorization for the District to repay $8,166 results in additional cash balances being available for future infrastructure needs of the City.

LEGAL REVIEW
None required.

APPROVED BY: Sean Joyce, City Manager
Attachments
Attachment A - FY 2024-25 City Supplemental Appropriations and Estimated Revenue Adjustments
Attachment B - FY 2024-25 CRPD Supplemental Appropriations and Estimated Revenue Adjustments
Attachment A

CITY OF CYPRESS

SUPPLEMENTAL APPROPRIATIONS AND ESTIMATED REVENUE ADJUSTMENTS FOR FISCAL YEAR 2024-25

PURPOSE/DESCRIPTION ACCOUNT NUMBER AMOUNT

SUPPLEMENTAL APPROPRIATIONS - CITY

GENERAL FUND
Legal Services Non-City Attorney - Personnel 111-10105.4178_101 $ 61,500 Contributions - North OC SPA 111-20111.4163 99,800
Contract Building Official Services 111-65241.4189_100 78,100 Inspection Services - Building 111-65243-6243.4189_010 45,200 Inspection Services - Electrical 111-65243-6244.4189_010 36,200 Building Plan Checks 111-65247.4189_006 93,500
Contract Services - Project Manager 111-70211.4187_016 20,600 Salary Savings - PW Maintenance 111-70211.4050 (20,600) Contract Services - Landscape Inspection 111-70212-7216.4187_016 6,000 Salary Savings - PW Maintenance 111-70212-7216.4050 (6,000) Contract Services - Landscape Inspection 111-70212-7217.4187_016 10,500 Salary Savings - PW Maintenance 111-70212-7217.4050 (10,500) Contract Services - Landscape Inspection 111-70228-7228.4187_016 6,000 Salary Savings - PW Maintenance 111-70228-7228.4050 (6,000) Contract Services - Landscape Inspection 111-70228-7235.4187_016 6,000 Salary Savings - PW Maintenance 111-70228-7235.4050 (6,000) Professional Services- Engineering Services 111-70260-7260.4189 19,300 Salary Savings - PW Engineering 111-70260-7260.4050 (19,300) Engineering Services 111-70261-7261.4189_002 17,700
Inspection Services - Engineering 111-70261-7261.4189_010 29,400 TOTAL GENERAL FUND $ 461,400

SUPPLEMENTAL LAW ENFORCEMENT FUND
Salaries - Regular 301-50181.4001 $ 9,250
TOTAL SUPPLEMENTAL LAW ENFORCEMENT FUND $ 9,250

LOW AND MODERATE HOUSING ASSET FUND
Professional Services - Legal 471-62198.4189_004 $ 9,300 TOTAL LOW AND MODERATE HOUSING ASSET FUND $ 9,300
TOTAL SUPPLEMENTAL APPROPRIATIONS - CITY $ 479,950

ESTIMATED REVENUES - CITY

GENERAL FUND
Building Permits 111-65241.3200 $ 54,500
Electrical Permits 111-65241.3202 36,000
Plan Check Fees - Building 111-65241.3620 285,200
Street and Curb Permits 111-70201.3204 10,600
Engineering and Inspection Fees 111-70201.3621 22,400
TOTAL GENERAL FUND $ 408,700

SUPPLEMENTAL LAW ENFORCEMENT FUND
Grants - Miscellaneous 301-99999.3525 $ 9,250
TOTAL SUPPLEMENTAL LAW ENFORCEMENT FUND $ 9,250
TOTAL ESTIMATED REVENUES - CITY $ 417,950
Attachment B

CYPRESS RECREATION AND PARK DISTRICT

SUPPLEMENTAL APPROPRIATIONS AND TRANSFER ADJUSTMENTS
FOR FISCAL YEAR 2024-25

PURPOSE/DESCRIPTION ACCOUNT NUMBER AMOUNT

SUPPLEMENTAL APPROPRIATIONS - CRPD

CRPD GENERAL FUND
Contract Services - Park Landscaping 212-90302-9308.4188_200 $ 23,000 Contract Services - Park Landscaping (AC Park) 212-90302-9316.4188_200 15,700 TOTAL SUPPLEMENTAL APPROPRIATIONS - CRPD $ 38,700

TRANSFERS - CRPD
Transfer to General Fund from Park Development 213-99999.4501_212 $ 8,166 212-99999.3901_213
CITY OF CYPRESS
CITY COUNCIL REPORT
City Council Regular 11.

FROM: Matt Burton, Director of Finance and Administrative Services DATE: 09/22/2025
SUBJECT: Receive and File the Investment Report for the Month Ended August 31, 2025

RECOMMENDATION
Receive and file the attached investment report.

DISCUSSION
California Government Code Section 53607 and Cypress Municipal Code Section 2-18(f) requires the submission of a monthly investment report to the City Council. As of August 31, 2025, the City had $177.8 million (current market value) in cash and investments and the interest return (yield) on the public funds investments was 4.34%. As required by the Government Code, all investments are in conformity with the City's investment policy and sufficient cash flows are available to meet the next six months of estimated expenditures.

The attached Summary of Cash and Investments presents the investments held by the City of Cypress as of August 31, 2025. The Investment Report consists of the following five summaries:

1. Summary of Cash and Investments - Provides the total portfolio of the City.

Changes in Cash and Investments - Provides a two-month cash flow analysis by fund type. These separate fund types allow for restricted monies to be segregated and tracked separately. The total ending amount agrees with the current market value shown in the Summary of Cash and Investments.

2. Investments at Market Value by Maturity Date - Provides a list of investments by maturity date, and an indication of the scheduled liquidity (ability to turn into cash) of the investments. The California Government Code restricts the type of investments eligible for public funds. The City’s Investment Policy further defines permitted investments.

These restrictions on investment types and the terms of allowable investments tend to result in limited yields on City investments.

3. Interfund Investments - Summarizes all authorized and outstanding loans between City funds. The two loans from the City to the Cypress Recreation and Park District relate to the construction of Lexington Park and the rehabilitation of Arnold Cypress Park.

4. 5. Summary of Cash and Investments Held In Trust - Indicates the investments held in Summary of Cash and Investments Held In Trust - Indicates the investments held in trust by the Public Agency Retirement Services (PARS) to offset unfunded pension liabilities. Pension trust assets can only be used to pay for future pension obligations.

The legal restrictions on the allowable investment types are less restrictive than those in the City's portfolio, which provides the ability for the trust to invest in more diverse assets which have the potential to yield a higher long-term rate of return.

5. As mentioned previously, the City had $177.8 million (current market value) in cash and investments on August 31, 2025. The investments include Federal Agencies and US Treasuries Debt ($108.5 million) and Investment Pools ($69.1 million). The City's bank accounts held $0.2 million on August 31, 2025.

A portion of the City's portfolio is invested in the State Investment Pool (Local Agency Investment Fund or LAIF), which provides a diversified investment pool for local agencies. By using the combined size of the participating cities and agencies, the State Pool provides a competitive yield, liquidity and investment diversification and management that would otherwise be unavailable to a single entity.

The amount of cash in the City’s checking accounts fluctuates based on the maturity of investments, daily cash receipts, and when vendors and employees are paid. The daily balances maintained in the checking accounts provide credits which offset monthly bank charges. In addition to the Federal Depository Insurance Corporation (FDIC) which insures the first $250,000, excess checking deposits are secured by banks, government, or mortgage securities valued between 110% and 150% of the deposits.

BUDGET IMPACT
None.

LEGAL REVIEW
None required.

APPROVED BY: Sean Joyce, City Manager
Attachments
Investment Report for the Month Ended August 31, 2025
Summary of Cash and Investments
Type Description
Investment
Date Maturity Date
Interest
Rate Carrying Value
Current Market
Value (2)
(1) Ckg General Operating Account BMO 9/1/2025 - 133,822.12 $ 133,822.12 $ Pool Local Agency Investment Fund State Treasurer 9/1/2025 4.251 35,000,000.00 35,041,940.85 Pool Local Agency Investment Fund State Treasurer 9/1/2025 4.251 34,000,000.00 34,040,742.54 TSY US Treasury Bill BMO 12/6/2024 11/15/2025 4.393 9,614,200.00 9,919,000.00 FFCB Federal Farm Credit Bank BMO 1/13/2023 1/13/2026 4.000 2,000,000.00 1,999,500.00 FFCB Federal Farm Credit Bank BMO 3/2/2023 3/2/2026 4.478 5,001,000.00 5,010,700.00 FFCB Federal Farm Credit Bank BMO 9/29/2023 4/20/2026 5.000 4,994,229.64 5,027,750.00 FHLB Federal Home Loan Bank BMO 11/30/2023 11/17/2026 4.420 5,014,025.00 5,050,250.00 FHLB Federal Home Loan Bank BMO 12/19/2024 11/17/2026 4.310 4,725,000.00 4,725,141.75 FHLB Federal Home Loan Bank BMO 4/18/2024 4/16/2027 5.000 3,015,000.00 3,029,110.20 FNMA Federal National Mortgage Association BMO 11/4/2024 10/28/2027 4.399 3,620,000.00 3,615,764.60 FFCB Federal Farm Credit Bank BMO 11/21/2024 11/12/2027 4.210 9,980,053.59 10,092,000.00 FHLMC Federal Home Loan Mortgage Corp BMO 12/19/2024 12/17/2027 4.243 4,971,808.11 4,997,550.00 FNMA Federal National Mortgage Association BMO 11/4/2024 7/21/2028 4.152 6,990,091.52 7,006,300.00 TSY US Treasury Bill BMO 6/24/2024 7/31/2028 4.288 5,010,926.95 5,074,600.00 FHLB Federal Home Loan Bank BMO 2/14/2025 8/14/2028 4.500 5,000,000.00 5,018,500.00 FHLB Federal Home Loan Bank BMO 5/27/2025 11/27/2028 4.300 3,140,210.70 3,168,559.35 FHLB Federal Home Loan Bank BMO 2/15/2024 2/12/2029 4.411 4,648,372.50 4,671,948.00 FFCB Federal Farm Credit Bank BMO 4/18/2024 4/10/2029 4.375 4,948,160.00 5,127,850.00 TSY US Treasury Bill BMO 6/24/2024 5/31/2029 4.241 4,700,114.89 4,849,600.00 TSY US Treasury Bill BMO 12/6/2024 9/30/2029 4.032 4,967,872.37 5,045,500.00 FFCB Federal Farm Credit Bank BMO 2/19/2025 2/19/2030 4.820 5,000,000.00 5,050,350.00 FHLB Federal Home Loan Bank BMO 5/14/2025 5/14/2030 4.545 4,990,000.00 4,985,650.00 FHLB Federal Home Loan Bank BMO 7/3/2025 7/2/2030 4.000 5,000,000.00 5,015,950.00 Ckg Worker's Comp Account BMO 9/1/2025 - 50,000.00 50,000.00 Ckg Liability Account California Bank & Trust 9/1/2025 - 8,500.00 8,500.00 Cash Petty Cash City 9/1/2025 - 8,350.00 8,350.00

$ 176,531,737.39 $ 177,764,929.41
Average Weighted Yield to Maturity: 4.34%
Average Weighted Days to Maturity: 554.50
(1) Negative cash balance (if any) shown due to checks being issued at month end, transfer to cover checks not made until early in the following month. (2) Current market value of securities with maturities in excess of 12 months (if any) are provided by third-party safekeeping agents.

I certify that this report reflects all Government Agency pooled investments and is in conformity with the Investment Policy of the City of Cypress. A copy of this Investment Policy is available on the City's website.

The Investment Program herein shown provides sufficient cash flow liquidity to meet six months estimated expenditures.

Signed: ________________________________
Finance Director
City of Cypress
As of August 31, 2025
Bank/Agent
6/30/2025 +RECEIPTS (DISBURSEMENTS) 7/31/2025 +RECEIPTS (DISBURSEMENTS) 8/31/2025

GENERAL
111/114 GENERAL FUND/GENERAL FUND-GRANTS $ 34,540,969 $ 3,017,249 $ (3,653,384) $ 33,904,834 $ 3,865,234 $ (4,635,594) $ 33,134,474

SPECIAL REVENUE
115 PANDEMIC RELIEF - - - - - - -
212 CRPD-GENERAL FUND 12,449,722 227,664 (709,051) 11,968,335 475,508 (644,699) 11,799,144 213 CRPD-PARK DEVELOPMENT 8,165 - - 8,165 58 - 8,223
221 TRAFFIC SAFETY 61,256 4,183 - 65,439 134 - 65,573
230 STREETS 9,152,470 456,669 (17,984) 9,591,155 310,175 (42,478) 9,858,852 251 LIGHTING DISTRICT #2 5,247,411 23,053 (278,547) 4,991,917 41,086 (239,465) 4,793,538 261 STORM DRAIN 2,312,998 36,626 (52,658) 2,296,966 55,685 (54,538) 2,298,113 262 PLANNED LOCAL DRAINAGE FACILITY 1,167,154 - - 1,167,154 8,203 - 1,175,357 271 CORP CNTR MAINT DISTRICT #1 234,031 - (8,461) 225,570 - (4,843) 220,727 280 ASSET SEIZURE 1,175,970 134,390 (6,249) 1,304,111 93,371 (58,942) 1,338,540 291 CABLE TV FRANCHISE AGREEMENT 893,301 806 - 894,107 13,698 - 907,805 301 SUPPLEMENTAL LAW ENFORCEMENT (21,834) - (11,631) (33,465) 569 (9,519) (42,415) 311 AB 2766 TRIP REDUCTION 17,528 - - 17,528 48 - 17,576 321 SEWER FUND 10,325,257 149,656 (47,716) 10,427,197 241,617 (274,269) 10,394,545 471 LOW AND MODERATE HSG ASSET 48,255 - (4,788) 43,467 625 (1,136) 42,956

CAPITAL PROJECTS
415 CITY CAPITAL PROJECTS 12,928,659 - (442,590) 12,486,069 18,266 (1,177,659) 11,326,676 416 INFRASTRUCTURE RESERVE 52,883,623 - - 52,883,623 452,780 (231,559) 53,104,844

TRUST AND AGENCY
600 TRUST AND AGENCY 1,771,012 205,048 (112,263) 1,863,797 116,226 (38,999) 1,941,024 611 BUSINESS ASSESSMENT DISTRICT - - - - - - -
612 CFD #1 ASSESSMENT DISTRICT 153,575 - - 153,575 - - 153,575 620 REC & COMM SERVICES FOUNDATION 58,780 4,826 (1,025) 62,581 5,013 (7,000) 60,594

INTERNAL SERVICE
710 CENTRAL SERVICES 4,193,374 245,199 (149,275) 4,289,298 248,832 (444,278) 4,093,852 720 CAPITAL REPLACEMENT 15,358,349 80,335 (92,997) 15,345,687 80,336 (110,581) 15,315,442 730 TECHNOLOGY IMPROVEMENT 2,273,110 - - 2,273,110 - - 2,273,110 750 EMPLOYEE BENEFITS 7,537,963 1,362,119 (6,524,224) 2,375,858 1,392,106 (838,207) 2,929,757 760 LIABILITY SELF INSURANCE 2,037,856 69,329 - 2,107,185 69,331 (474,437) 1,702,079 770 WORKERS COMP SELF INSURANCE 3,678,911 62,278 (66,905) 3,674,284 63,463 (310,536) 3,427,211 OTHER
811/812 WESTCOMM JPA 4,985,734 583,032 (569,118) 4,999,648 725,436 (301,327) 5,423,757 $ 6,662,462 185,473,599 $ (12,748,866) $ 179,387,195 $ 8,277,800 $ (9,900,066) $ 177,764,929 $ Changes in Cash/Investments
City of Cypress
City of Cypress

INVESTMENTS AT MARKET VALUE BY MATURITY DATE
1 day 181 days 1 year 2 years 3 years 4 years
to to to to to to
Investments 180 days 1 year 2 years 3 years 4 years 5 years Totals Percent CASH $ - 200,672 $ - $ - $ - $ - $ 200,672 $ 0.11%
FFCB 10,038,450 1,999,500 - 10,092,000 5,127,850 5,050,350 32,308,150 18.17% FHLB - - 12,804,502 - 12,859,007 10,001,600 35,665,109 20.06% FHLMC - - - 4,997,550 - - 4,997,550 2.81%
FNMA - - 10,622,065 - - 10,622,065 5.98%
STATE POOL 69,082,683 - - - - - 69,082,683 38.86%
TSY - 9,919,000 - - 9,924,200 5,045,500 24,888,700 14.00% Totals $ 10,038,450 81,201,855 $ 12,804,502 $ 25,711,615 $ 27,911,057 $ 20,097,450 $ 177,764,929 $ 100.00% Percent 45.68% 5.65% 7.20% 14.46% 15.70% 11.31% 100.00% As of August 31, 2025
Scheduled Note
Issue Maturity Interest Authorized Total Repayments Principal Note No. To/From Purpose Date Date Rate Amount Advances To Date Outstanding* 1 CRPD/
City
Lexington
Park
Construction 02/08/21 06/30/30 2.00% 12,800,000 $ 12,293,975 $ 9,101,142 $ 3,192,833 $ 2 CRPD/
City
Arnold
Cypress Park
Construction 11/13/23 06/30/45 2.00% 33,500,000 $ 32,241,038 $ 1,548,801 $ 30,692,237 $ $ 33,885,070
1 2
*

CITY OF CYPRESS

INTERFUND INVESTMENTS
As of August 31, 2025
The Lexington Park note is being repaid with park development fees as they become available.

Effective July 1, 2025, the maturity date of the note was extended to June 30, 2030 with an interest rate of 2%.

Beginning June 30, 2025, the CRPD will repay $2 million annually (including principal and interest) from available CRPD property taxes over the next 20 years.

Unaudited; amounts subject to change as part of finalizing the recording of actual FY 2024-25 transactions.

Fund Type Issuer
Maturity
Date
One Year
Return * Cost Amount
Current Market
Value
PARS Public Agencies Post-Employment Benefits Trust
Trustee: Public Agency Retirement Services (PARS)
Section 115 Trust Pension Trust Various Open 9.29% 28,890,000.00 $ 37,914,338.45 $ Total $ 28,890,000.00 $ 37,914,338.45
* 12-month period ending with the current month.

City of Cypress
Summary of Cash and Investments Held In Trust
As of August 31, 2025
CITY OF CYPRESS
CITY COUNCIL REPORT
City Council Regular 12.

FROM: Matt Burton, Director of Finance and Administrative Services DATE: 09/22/2025
SUBJECT: Receive and File Register of Warrants, Transfers, and Wires Issued for the Period of August 9, 2025 through September 5, 2025

RECOMMENDATION
Receive and file the attached payment register summarized below for the period of August 9, 2025 through September 5, 2025:

Electronic Funds Transfers 17819 through 17881
Warrants 68600 through 68820
Payroll Transfers W1563 through W1564

DISCUSSION
Payments to vendors for goods and services received and/or rendered are initiated and approved by the requesting department in accordance with proper purchasing guidelines.

Processing of these payments occurs centrally in the City's Finance Department with payments issued bi-weekly. A register listing of these payments is typically presented each month at the second regularly scheduled meeting of the City Council. This register also includes any Electronic Funds Transfers (EFT), outgoing payroll transfers or wires issued since the previous register was presented to the City Council. Voided payments (if any) are also identified.

All payments are processed on the City's financial management software system. This system generates a payment batch register, sorted by warrant number (or EFT/Wire number), and presents the invoice amount and a description of the payment issued.

BUDGET IMPACT
Total warrants, transfers, and wires issued (net of any voided payments) during the period of August 9, 2025 through September 5, 2025 are $5,337,586.84.

LEGAL REVIEW
None required.

APPROVED BY: Sean Joyce, City Manager
Attachments
Payment Register for the Period 08-09-25 through 09-05-25 EFT/ Warrant
Number Vendor Payment Amount Description Invoice Invoice Amount 17819 2684 - AHA ROOFING INC $ 500.00
Refund/Recycling Deposit/CDD-25-220/6413 Tokelau St Rfd 8/15/25 $ 500.00 17820 1480 - ARCO BUSINESS SOLUTIONS $ 120.53
Fuel/Community Development 7/3-8/2 NP68894521 $ 120.53
17821 1480 - ARCO BUSINESS SOLUTIONS $ 58.09
Fuel/Engineering 7/3-8/2 NP68894521(A) $ 58.09
17822 1480 - ARCO BUSINESS SOLUTIONS $ 1,722.00
Fuel/Maint 7/3-8/2 NP68894521(B) $ 1,722.00
17823 1480 - ARCO BUSINESS SOLUTIONS $ 71.61
Fuel/Recreation 7/3-8/2 NP68894521(C) $ 71.61
17824 1480 - ARCO BUSINESS SOLUTIONS $ 15,472.29
Fuel/Police 7/3-8/2 NP68894521(D) $ 15,472.29
17825 2685 - CAMPOS, SERAFIN $ 500.00
Refund/Recycling Deposit/CDD-25-219/10281 Ponder St Rfd 8/15/25 $ 500.00 17826 2441 - CASTEEL, SUSAN $ 4,070.00
Refund/Recycling Deposit/CDD-25-98/6261 Katella Ave Rfd 8/15/25 $ 4,070.00 17827 100505 - CITY OF CYPRESS-WORKERS COMP $ 3,442.45
Workers Comp Claims/Professional Svcs/#28496-28538 Reimb 8/15/25 $ 3,442.45 17828 100505 - CITY OF CYPRESS-WORKERS COMP $ 12,318.05 Workers Comp Claims/Medical/#28496-28538 Reimb(A) 8/15/25 $ 12,318.05 17829 100505 - CITY OF CYPRESS-WORKERS COMP $ 3,919.05
Workers Comp Claims/Permanent Disability/#28496-28538 Reimb(B) 8/15/25 $ 3,919.05 17830 100505 - CITY OF CYPRESS-WORKERS COMP $ 11,406.05 Workers Comp Claims/Temporary Disability/#28496-28538 Reimb(C) 8/15/25 $ 11,406.05 17831 2689 - DAVIS, ADAM T $ 500.00
Refund/Recycling Deposit/CDD-25-101/10332 Longden St Rfd 8/15/25 $ 500.00 17832 2690 - DINES, BRIAN $ 500.00
Refund/Recycling Deposit/CDD-25-218/5461 Marion Ave Rfd 8/15/25 $ 500.00 17833 2292 - EDWARDS, BRIANNA $ 500.00
Refund/Recycling Deposit/CDD-25-148/4333 Dina Ct Rfd 8/15/25 $ 500.00 17834 2109 - MILLER, MATT $ 500.00
Refund/Recycling Deposit/CDD-25-191/6376 Saipan St Rfd 8/15/25 $ 500.00 17835 1252 - TERRAZAS ROOFING KEVIN TERRAZAS $ 500.00
Refund/Recycling Deposit/CDD-25-142/4814 Linaro Dr Rfd 8/15/25 $ 500.00 17836 2686 - TRAN, DONNY $ 500.00
Refund/Recycling Deposit/CDD-25-86/9782 Juanita St Rfd 8/15/25 $ 500.00 17837 2494 - VAZQUEZ, JOSE $ 500.00
Refund/Recycling Deposit/CDD-25-121/11659 Midway Dr Rfd 8/15/25 $ 500.00 17838 2687 - WANG, ALLISON $ 500.00
Refund/Recycling Deposit/CDD-25-164/9572 Salisbury Lane Rfd 8/15/25 $ 500.00 17839 1608 - ALARM PROGRAM SYSTEMS, LLC $ 11,932.96
PD Svc/Alarm Permit & False Alarm Collections 6/25 6/25 $ 11,932.96 17840 145 - AUSTIN, CHERYL $ 56.52
W/C Retiree Health Care Benefits 9/25 9/25 $ 56.52
17841 128744 - AYRES, RICHARD $ 300.00
Retiree Health Care Benefits 9/25 9/25 $ 300.00
17842 102038 - BALDWIN, DARRELL $ 300.00
Retiree Health Care Benefits 9/25 9/25 $ 300.00
17843 102087 - BISH, EDWARD $ 300.00
Retiree Health Care Benefits 9/25 9/25 $ 300.00
17844 100101 - BRUCE, THOMAS M $ 300.00
Retiree Health Care Benefits 9/25 9/25 $ 300.00
17845 122419 - CLEMONS, MARK $ 350.00
Retiree Health Care Benefits 9/25 9/25 $ 350.00
City of Cypress
Payment Register
08/09/25 - 09/05/25

Page 1 of 14 ends

EFT/ Warrant
Number Vendor Payment Amount Description Invoice Invoice Amount City of Cypress
Payment Register
08/09/25 - 09/05/25
17846 129695 - COTE, ROBERT $ 300.00
Retiree Health Care Benefits 9/25 9/25 $ 300.00
17847 128938 - COX, RODNEY $ 123.85
Retiree Health Care Benefits 9/25 9/25 $ 123.85
17848 104003 - ESSEX, CLARE $ 611.70
Retiree Health Care Benefits 9/25 9/25 $ 611.70
17849 128044 - FORNISS, DANIEL $ 300.00
Retiree Health Care Benefits 9/25 9/25 $ 300.00
17850 129816 - FOSTER, SCOTT $ 300.00
Retiree Health Care Benefits 9/25 9/25 $ 300.00
17851 112187 - HEALY, BRIAN $ 33.33
Retiree Health Care Benefits 9/25 9/25 $ 33.33
17852 1535 - HERNANDEZ, JENNIFER $ 60.00
Reissue Ck #67384 Reissue 9/2/25 $ 60.00
17853 100667 - LASSALLE, ISMAEL $ 300.00
Retiree Health Care Benefits 9/25 9/25 $ 300.00
17854 123656 - MANUEL, DEAN $ 300.00
Retiree Health Care Benefits 9/25 9/25 $ 300.00
17855 129700 - MCSHANE, CHRIS $ 232.96
Retiree Health Care Benefits 9/25 9/25 $ 232.96
17856 2017 - MINIKUS, SCOTT $ 341.78
Reimb/Medical Premiums 9/25 9/25 $ 341.78
17857 128832 - MORALES, PAULO $ 300.00
Retiree Health Care Benefits 9/25 9/25 $ 300.00
17858 122 - MORROW, RICHARD L $ 300.00
Retiree Health Care Benefits 9/25 9/25 $ 300.00
17859 391 - NASSER, JOY $ 150.00
W/C Retiree Health Care Benefits 9/25 9/25 $ 150.00
17860 129608 - OLSON, JAMES $ 300.00
Retiree Health Care Benefits 9/25 9/25 $ 300.00
17861 128784 - RAMSEY, KENNETH $ 125.00
Retiree Health Care Benefits 9/25 9/25 $ 125.00
17862 119027 - RAMSEY, STEVE $ 300.00
Retiree Health Care Benefits 9/25 9/25 $ 300.00
17863 130138 - TIMNEY, MATTHEW $ 350.00
Retiree Health Care Benefits 9/25 9/25 $ 350.00
17864 1024 - VALLEY VISTA SERVICES, INC $ 250,101.76
Waste Disposal Fee 7/25 7/25 $ 250,101.76
17865 40 - WARLAND INVESTMENTS COMPANY $ 37,500.00
Development Assistance 9/25 9/25 $ 37,500.00
17866 122756 - WINTERSOLE, MICHAEL $ 300.00
Retiree Health Care Benefits 9/25 9/25 $ 300.00
17867 100505 - CITY OF CYPRESS-WORKERS COMP $ 3,594.23
Workers Comp Claims/Professional Svcs/#28539-28576 Reimb 8/29/25 $ 3,594.23 17868 100505 - CITY OF CYPRESS-WORKERS COMP $ 1,886.31
Workers Comp Claims/Medical/#28539-28576 Reimb(A) 8/29/25 $ 1,886.31 17869 100505 - CITY OF CYPRESS-WORKERS COMP $ 3,453.04
Workers Comp Claims/Permanent Disability/#28539-28576 Reimb(B) 8/29/25 $ 3,453.04 17870 100505 - CITY OF CYPRESS-WORKERS COMP $ 26.04
Workers Comp Claims/Temporary Disability/#28539-28576 Reimb(C) 8/29/25 $ 26.04 17871 2695 - LOPEZ, ELISEO $ 500.00
Refund/Recycling Deposit/CDD-25-221/6063 Marilyn Dr Rfd 8/29/25 $ 500.00 17872 2693 - MINER, CHASE JONATHAN $ 500.00
Refund/ Recycling Deposit/CDD-25-198/4621 Myra Ave Rfd 8/29/25 $ 500.00

Page 2 of 14 ends

EFT/ Warrant
Number Vendor Payment Amount Description Invoice Invoice Amount City of Cypress
Payment Register
08/09/25 - 09/05/25
17873 120801 - MISSION SQUARE $ 600.00
W/C RHS 8/25 8/25(A) $ 600.00
17874 120801 - MISSION SQUARE $ 15,815.00
Monthly Retiree Health Savings 8/25 8/25 $ 15,815.00
17875 120801 - MISSION SQUARE $ 1,200.00
Deferred Comp/Exec Mgmt 8/25 401a-8/25 $ 1,200.00
17876 116005 - PERS - PUBLIC EMPLOYEES RETIREMENT SYS $ 196,140.63 Med Insurance/City & Dist 9/25 18026288 $ 196,140.63
17877 116005 - PERS - PUBLIC EMPLOYEES RETIREMENT SYS $ 16,982.80 Med Insurance/West Comm 9/25 18026506 $ 16,982.80
17878 2694 - ROOF DOCTORS $ 500.00
Refund/Recycling Deposit/CDD-25-171/4261 Myra Ave Rfd 8/29/25 $ 500.00 17879 2494 - VAZQUEZ, JOSE $ 500.00
Refund/Recycling Deposit/CDD-25-225/9322 Vista Bonita Rfd 8/29/25 $ 500.00 17880 1608 - ALARM PROGRAM SYSTEMS, LLC $ 5,871.85
PD Svc/Alarm Permit & False Alarm Collections 7/25 7/25 $ 5,871.85 17881 1247 - HdL HINDERLITER, DE LLAMAS AND ASSOCIATES $ 68,801.40 Svc/Business License Tax Admin 7/25 JUL25 $ 68,801.40
68600 129018 - A TO Z FIRE PROTECTION CO. $ 1,162.00
Inspect/Fire Extinguishers(89)/Maint Yard 10/31/24 I241031610 $ 1,162.00 68601 100681 - ADVANCED ALARM & FIRE INC $ 5,545.00
Svc/Monitor Alarms/Civic Center/Sr Center/Comm Center 4/25-6/25 901151 $ 1,245.00 Svc/Test Panic Alarms(2)/Comm Center 6/2 5607 $ 425.00
Svc/Tested & Re-Programed System/City Hall 4/25 553 $ 3,875.00 68602 1570 - ADVANTAGE COLOR GRAPHICS ADVANTAGE MAILING, LLC $ 4,959.59 Svc/Print/City & Recreation Newsletter 8/25 237259 $ 4,959.59 68603 270 - AITHAL, DARSHINI $ 660.40
Instruct/Chair Yoga 7/1-7/29 7/29/25 $ 555.10
Instruct/Flow Yoga 7/7-7/28 7/28/25 $ 105.30
68604 100723 - ALESHIRE & WYNDER, LLP $ 19,488.00
Credit/Litigation Svc/Kyler 4/25 97486 $ (552.60)
Legal Svc/Engineering 6/25 96893 $ 5,225.50
Legal Svc/Finance 6/25 96894 $ 742.50
Legal Svc/General Admin 6/25 96889 $ 4,386.00
Legal Svc/General Admin 6/25 96899 $ 122.80
Legal Svc/Housing 6/25 96896 $ 1,135.90
Legal Svc/HR 6/25 96891 $ 3,377.00
Legal Svc/Makkouk 6/25 96897 $ 49.80
Legal Svc/Recreation 6/25 96895 $ 1,735.50
Litigation Svc/General Admin 6/25 96890 $ 158.50
Litigation Svc/Kyler 6/25 96900 $ 2,268.00
Litigation Svc/Youngsma 6/25 96898 $ 839.10
68605 122455 - ALL AMERICAN SIGN CO, INC $ 72.67
Update Banner(1)/Symphony on the Go 7/14 57555 $ 72.67
68606 102203 - AMERICAN SOCIETY OF COMPOSERS-ASCAP $ 451.88 Music License/Concerts on the Green 8/14/25-8/14/26 2025-26 $ 451.88 68607 2507 - AMPERAGE SECURITY INC $ 217.50
Svc/Sliding Doors/City Hall 6/9 1116 $ 217.50
68608 1200 - ANNEALTA GROUP $ 4,760.00
Svc/City Planner 7/25 497-3630 $ 4,760.00
68609 110860 - AT&T $ 1,124.48
Cell Svc/PD 7/25 7/25(H) $ 1,044.00
Svc/Engineering Mobile Hotspots 7/25 7/25(G) $ 80.48

Page 3 of 14 ends

EFT/ Warrant
Number Vendor Payment Amount Description Invoice Invoice Amount City of Cypress
Payment Register
08/09/25 - 09/05/25
68610 110860 - AT&T $ 4.43
2481347232-Admin Phone Svc 8/25 8/25 $ 4.43
68611 110860 - AT&T $ 0.01
Credit/Fiber Internet 11/24-5/25 23712141CR $ (3,400.06) Svc/Fiber Internet 6/25 23712141 $ 1,040.18
Svc/Fiber Internet 7/25 23865902 $ 1,040.18
W/C Svc/Priority Radio Line 7/25 23867060 $ 1,319.71
68612 110860 - AT&T $ 1.81
East Wing Fax Line 7/25 7/25(I) $ 1.81
68613 610 - AUTONATION TOYOTA BUENA PARK FIT KIT INC $ 472.24 Replace/Valve Sensors(4)/Valve Assembly/Unit #145 453301 $ 472.24 68614 2101 - BARNES, CHRISTOPHER $ 400.00
Perform/Magic/National Night Out 7/26 July 25, 2025 $ 400.00 68615 2666 - BEN FRANKLIN PRESS $ 328.64
PD PACE Table Name Cards(700) 8/4 503114 $ 328.64
68616 1822 - BENEFITS COORDINATORS CORPORATION BCC $ 9,948.09 Insurance/Life/LTD/STD/Optional 9/25 17172 $ 9,948.09
68617 1822 - BENEFITS COORDINATORS CORPORATION BCC $ 1,721.75 Insurance/Vision Claims/City 7/25 B0JXRP $ 1,721.75
68618 1011 - BIT DIRECT INC $ 118.00
Software License/CorelDraw Graphics 8/14/25-8/13/26 5034546 $ 118.00 68619 1260 - BLECKERT'S DIESEL REPAIR, INC $ 963.00
Replace/Rear Brake Pad/Sweeper Unit #138 31045 $ 963.00 68620 2205 - BP FORD OF LONG BEACH $ 4,573.65
Brake Kit(1)/Radiator Hose(1) 7/25 225754FOW $ 303.65
Replace/Water Pump/Tensioner/Unit #612 FOCB731577 $ 4,270.00 68621 1600 - BRIGHTVIEW LANDSCAPE SERVICES, INC $ 7,350.44 Credit/Svc/Landscape/Arnold Cypress Park 2/24-6/24 Credit 2/24-6/24 $ (21,209.55) Svc/Landscape/Citywide 6/25 9386267 $ 28,559.99
68622 866 - C3 OFFICE SOLUTIONS $ 9.00
W/C Copier Svc/Supplies 7/3-8/2 INV203666 $ 9.00
68623 103141 - CA FORENSIC PHLEBOTOMY, INC $ 143.39
PD Blood/Alcohol Test(1) 6/25 2974 $ 143.39
68624 120103 - CALIFORNIA MUNICIPAL STATISTICS INC $ 600.00 Svc/Debt Statement/ACFR 6/30/25 25071701 $ 600.00
68625 722 - CALLYO 2009 CORP $ 3,000.00
PD Svc/Body Wire 7/1/25-6/30/26 R21270 $ 3,000.00
68626 2282 - CAROL ELECTRIC COMPANY INC $ 16,294.94
Repair/Wires/Install/Time Clocks/Oak Knoll Park 2/25 2003768 $ 16,294.94 68627 2090 - CHARTER COMMUNICATIONS HOLDINGS LLC SPECTRUM $ 1,295.17 W/C CAD/RMS Ethernet Connection 8/5-9/4 187630201080125 $ 1,295.17 68628 2090 - CHARTER COMMUNICATIONS HOLDINGS LLC SPECTRUM $ 144.59 Svc/Cable TV 7/10-8/9 188680601070725 $ 144.59
68629 2090 - CHARTER COMMUNICATIONS HOLDINGS LLC SPECTRUM $ 563.75 W/C Svc/Internet 7/25 218496501080125 $ 563.75
68630 2381 - CITYGREEN CONSULTING, LLC $ 8,305.00
Consult/Solid Waste Program 7/25 1383-25-26-3 $ 8,305.00 68631 1216 - CIVICPLUS, INC REC1 $ 17,210.93
Software Maint/CivicPlus Online Registration 9/1/25-8/31/26 342739 $ 17,210.93 68632 1473 - COMMUNITY WORKS DESIGN GROUP, LLC $ 5,583.00 Design/Sports Court Improvements/Veterans Park 6/25 16467 $ 5,583.00 68633 1617 - CONTROL AIR ENTERPRISES LLC $ 4,765.16
Repair/HVAC System/PD Server Room 3/21 3096748 $ 2,746.16 Replace/HVAC Blower Motor/City Hall Server Room 10/9 3093046 $ 2,019.00

Page 4 of 14 ends

EFT/ Warrant
Number Vendor Payment Amount Description Invoice Invoice Amount City of Cypress
Payment Register
08/09/25 - 09/05/25
68634 1439 - CORODATA MEDIA STORAGE, INC $ 154.76
Offsite Data Storage 7/25 DS1312385 $ 154.76
68635 115003 - COUNTY OF ORANGE $ 644.00
Fee/Non-Disposal Site/Maint Yard 7/1/25-6/30/26 IN2758600 $ 644.00 68636 115003 - COUNTY OF ORANGE $ 943.21
Svc/NPDES Shared Cost/Stormwater Program 2025-26 PW260105 $ 943.21 68637 115003 - COUNTY OF ORANGE $ 183,543.74
Svc/Animal Care 4/1/25-6/30/25 AC2590094 $ 183,543.74
68638 2299 - DOGTEAMPRO INC $ 499.00
PD Sub/K9 Record Keeping 8/8/25-8/7/26 INV-1291 $ 499.00 68639 1296 - EDCO CNG $ 1,665.78
Natural Gas(487.07 Gls)/Sweepers(2) 7/1-7/15 07232025-6-A $ 1,665.78 68640 2125 - EMPIRE DESIGN & BUILD LLC $ 2,410.62
Retention/Svc/Upgrade Trash Receptacles/Various Parks EDB-100-Reten $ 2,410.62 68641 1488 - ENTERPRISE HOLDINGS INC $ 2,102.63
PD Rental Car(1) 5/22-6/21 39558246 $ 1,231.48
PD Rental Car(1) 6/7-7/7 39558246(A) $ 871.15
68642 2185 - ENVIRO SAFETY PRODUCTS, PUBLIC SAFETY CENTER $ 1,017.27 PD Exam Gloves(9K) 6/20 666907 $ 1,017.27
68643 2508 - EWING IRRIGATION PRODUCTS INC $ 342.59
Rubber Repair Kit(1)/Irrigation Valves(2) 7/14 26842416 $ 342.59 68644 2461 - FCG CONSULTANTS INC $ 15,807.69
Final/Inspect/Sewer System Improvements 7/25 1135-1013K $ 15,807.69 68645 1115 - FRONTIER $ 3,653.41
W/C Phone Svc/5627955413 8/25 8/25(A) $ 3,653.41
68646 103037 - GARDEN GROVE, CITY OF $ 801.40
Traffic Signal Maint 9/11/24-4/9/25 AR000996 $ 801.40
68647 2588 - GMU GEOTECHNICAL, INC $ 8,596.00
Svc/Pavement Engineering/Residential Street Rehab 6/25 68538 $ 8,596.00 68648 119018 - GOLDEN STATE WATER COMPANY $ 1,756.33
Svc/Parkway Maint 7/25 7/25(B) $ 1,756.33
68649 103008 - HARTZOG & CRABILL $ 2,025.00
Svc/Monitor Traffic Signals 7/25 25-0307 $ 2,025.00
68650 1171 - HDL COREN & CONE $ 3,627.50
Svc/Property Tax Analysis & Auditing 7/1/25-9/30/25 SIN52615 $ 3,627.50 68651 128739 - HOME DEPOT CREDIT SVC-MAINT $ 1,983.88
Supplies/Maint 6/25 8/15/25 $ 1,983.88
68652 120000 - INSIGHT PUBLIC SECTOR $ 626.23
PD Sub/Racial & Identity Profiling Act Reporting 4/25 1101295868 $ 205.36 PD Sub/Racial & Identity Profiling Act Reporting 5/25 1101296779 $ 210.11 PD Sub/Racial & Identity Profiling Act Reporting 6/25 1101299283 $ 210.76 68653 103024 - JHM & CARSON SUPPLY $ 935.41
Irrigation Fittings(46) 8/15 95442/3(A) $ 84.26
Irrigation Valve & Wire Locator(1) 7/21 338237/1 $ 851.15 68654 2039 - KELLY SPICERS INC KELLY SPICER STORES $ 1,247.88 Specialty Paper(10 Rms)/Business Card Boxes(20) 8/4 11991276 $ 906.64 Specialty Paper(9 Rms) 7/25 11984278 $ 341.24
68655 2417 - KIDZ TALENT ACADEMY LLC ANIYAH WILLIAMS $ 1,817.40 Instruct/Gymnastics & Tumbling 7/7-7/31 7/31/25 $ 1,817.40 68656 111167 - LEXIPOL LLC $ 7,692.64
PD Training Manual Updates 7/1/25-6/30/25 INVLEX11253281 $ 7,692.64 68657 107918 - LIGHTS OUTT WINDOW TINTING-JONES, DEREK $ 275.00 Svc/Window Tinting/Unit #675 62025 $ 275.00

Page 5 of 14 ends

EFT/ Warrant
Number Vendor Payment Amount Description Invoice Invoice Amount City of Cypress
Payment Register
08/09/25 - 09/05/25
68658 2385 - MAD SCIENCE THE JAY PARTICLE LLC $ 2,388.10 Instruct/Brixology LEGO Engineering Camp 7/21-7/25 07/25/25 $ 1,093.95 Instruct/Forensics Lab Camp 7/28-8/1 8/1/25 $ 1,294.15
68659 111271 - MAR-CO EQUIPMENT CO $ 12,588.34
Sweeper Cylinder Rods(3)/Swivel Pulleys(2)/Misc 7/25 210152 $ 746.61 Sweeper Gutter Brooms(4) 8/11 210310 $ 11,841.73
68660 80 - MORRIS, LETICIA $ 312.00
Instruct/Zumba 7/5-7/26 7/26/25 $ 312.00
68661 946 - MOVIES BY KIDS-O.C., LLC $ 3,549.00
Instruct/Hollywood Special Effects/LEGO Animation Camp 7/21-7/25 7/25/25 $ 3,549.00 68662 129724 - NAPA AUTO PARTS - SO CAL AUTO & TRUCK PARTS INC $ 1,134.78 Brake Rotors(2) 7/31 488114 $ 158.39
Brake Rotors(8)/Fuses(2) 7/24 487794 $ 976.39
Credit/Rotors(6)/Brakes(2)/Misc 7/24 487792 $ (1,050.13) Rotors(6)/Brakes(2)/Misc 7/23 487747 $ 1,050.13
68663 985 - NATIONAL AUTO FLEET GROUP $ 72,586.07
Ford Truck(1)/Unit #129 7/28 WF11708 $ 72,586.07
68664 672 - O'REILLY AUTO PARTS $ 703.88
Cabin Filters(3)/Air Filters(2)/Trailer Pin(1)/Misc 7/25 3078-175383 $ 140.29 Fuel/Water Separator Filters(2)/Batteries(2) 7/29 3078-176447 $ 563.59 68665 122610 - OC CHIEFS OF POLICE AND SHERIFF ASSOC $ 500.00 PD Dues/OC Chiefs' of Police & Sheriffs' Assoc/ML 7/1/25-6/30/26 PD Dues 2025-26 $ 500.00 68666 110400 - OC TRAINING MANAGERS ASSOC-OCTMA $ 100.00 PD Dues/OC Training Managers' Assoc 7/1/25-6/30/26 Dues 2025-26 $ 100.00 68667 2563 - OC UNIFORMS & TAILORING INC $ 7,850.14
PD Safety Gear/Recruit CReynolds 6/4 802 $ 246.19
PD Safety Gear/Recruit CShockey 6/4 799 $ 265.41
PD Safety Gear/Recruit CShockey 6/4 801 $ 246.19
PD Safety Gear/Recruit DNguyen 6/5 811 $ 265.41
PD Safety Gear/Recruit DNguyen 6/5 813 $ 246.19
PD Safety Gear/Recruit JJung 6/11 849 $ 246.76
PD Safety Gear/Recruit JJung 6/11 850 $ 266.00
PD Uniform/Recruit CReynolds 5/29 775 $ 1,441.17
PD Uniform/Recruit CShockey 6/4 800 $ 1,541.17
PD Uniform/Recruit DNguyen 6/5 812 $ 1,541.17
PD Uniform/Recruit JJung 6/11 848 $ 1,544.48
68668 122725 - ORANGE COUNTY SANITATION DISTRICT $ 3,481.98 Sewer Connect Fees 7/25 7/25 $ 3,481.98
68669 492 - PAUL'S CAR WASH & LUBE CENTER-FIRESTONE HAND WASH $ 604.47 Svc/Car Wash/PD(52)/Rec(1) 6/25 2183 $ 604.47
68670 1970 - PERFORMANCE PICKLEBALL, LLC $ 347.75
Instruct/Pickleball 7/21-7/24 7/24/25 $ 347.75
68671 2667 - PLANETBIDS, LLC $ 25,250.00
Software Licenses(7)/Online Procurement/Bid Mgmt 7/1/25-6/30/26 1024137 $ 25,250.00 68672 100870 - POSTMASTER -CYPRESS POST OFFICE $ 3,910.00 Postage/2025 5K Run/Walk/Street Closure Postcards 8/15 8/15/25 $ 3,910.00 68673 2115 - POWERDMS, INC $ 3,572.81
PD Software Maint/Field Training Officer 8/6/25-8/5/26 INV-138126 $ 3,572.81 68674 2623 - PRIMO BRANDS CORP $ 39.91
W/C Bottled Water 7/25 0548710320455 $ 39.91
68675 2623 - PRIMO BRANDS CORP $ 164.63
PD Bottled Water 6/25 05G8710163639 $ 164.63
68676 2218 - READWRITE EDUCATIONAL SOLUTIONS INC $ 678.60 Instruct/Reading & Math Development 7/7-7/23 7/23/25 $ 678.60

Page 6 of 14 ends

EFT/ Warrant
Number Vendor Payment Amount Description Invoice Invoice Amount City of Cypress
Payment Register
08/09/25 - 09/05/25
68677 2593 - REECE SUPPLY, LLC $ 3,446.34
Backflow(1)/Veterans Park 6/9 S120326814.001 $ 3,446.34 68678 2230 - RINGCENTRAL INC $ 188.77
Software Maint/Phone System 7/1/25-6/30/26 INVA843854544 $ 188.77 68679 109096 - S.C. SIGNS & SUPPLIES, LLC $ 2,086.58
No Parking Signs(36) 3/26 258010 $ 1,086.12
Sign Posts(4)/Signs(17)/Mounts(4)/Misc 10/22/24 253138 $ 1,000.46 68680 106893 - SAFESHRED $ 80.00
W/C Svc/Shredding 7/1 & 7/29 363203 $ 80.00
68681 100453 - SAGONA'S ALL CITY BACKFLOW $ 495.00
Svc/Test & Certify/Backflow Devices(9)/Various Locations 6/30 109239 $ 495.00 68682 35 - SCPLRC MEMBERSHIP $ 350.00
Dues/So CA Public Relations Council/HR 8/1/25-7/31/26 2025-26 $ 350.00 68683 1982 - SITEIMPROVE, INC $ 9,408.06
Svc/Website Accessibility 8/2/25-8/1/26 USI-00008683 $ 9,408.06 68684 939 - SKYHAWKS SPORTS ACADEMY, INC $ 1,731.60
Instruct/Soccer 6/25-7/30 7/30/25 $ 1,731.60
68685 2645 - SMARTRISE ELEVATOR SERVICE, INC $ 2,323.72 Repair/Elevator/Council Chambers 5/9 46105 $ 2,323.72
68686 119016 - SO CAL EDISON $ 107,420.28
700134894611 - Svc/Traffic Signal 7/25 7/25(B) $ 31.32
700370018870 - Svc/Traffic Signal 7/25 7/25(A) $ 105.03 700428641933 Svc/Mackay Park 7/25 7/25(D) $ 109.87
700921885822 - Svc/Arnold Cypress Park 7/25 7/25(C) $ 5,223.40 Svc/Citywide 6/11-7/14 6/11/25-7/14/25 $ 101,950.66
68687 119017 - SO CAL GAS CO $ 1,230.42
00840909006 Svc/Comm Center 7/25 7/25(C) $ 129.84
12600890003 Svc/Maint Yard 7/25 7/25(G) $ 123.25
13230923008 Svc/Storm Drain 7/25 7/25(F) $ 24.55
18690942000 Svc/Sr Center 7/25 7/25(E) $ 412.78
19530910009 Svc/City Hall 7/25(D) $ 540.00
68688 109312 - SONIC SOUNDS - VAZQUEZ, GONZALO $ 400.00 Svc/DJ/Sr Center Dance 8/15 2024-013 $ 400.00
68689 543 - SORVILLO, BRYAN $ 8,684.00
Instruct/Group Tennis 7/7-8/1 8/1/25 $ 8,684.00
68690 119024 - STATE COMP INSURANCE FUND $ 1,595.25
W/C Workers Comp Insurance 7/30-8/30 1002984913 $ 1,595.25 68691 588 - THE COUNSELING TEAM INTERNATIONAL $ 300.00
PD Psych Eval(1) 6/3 INV104947 $ 300.00
68692 2241 - THE EMBLEM AUTHORITY EMBLEMS INC $ 255.00
PD Hashmark Patches(300) 7/22 49231 $ 255.00
68693 2067 - THE ORIGINAL GOODIE'S UNIFORM $ 132.43
PD Safety Gear/Recruits CR & DN & CS 6/2 22012 $ 132.43 68694 851 - THE UPS STORE, #5882 $ 250.00
Svc/Fingerprints(10)/Rec Volunteers 7/25 8/01/2025 $ 250.00 68695 110602 - TK ELEVATOR CORP THYSSENKRUPP ELEVATOR $ 2,161.97 Svc/Elevator Maint 1/1/25-3/31/25 3008302133 $ 535.14
Svc/Elevator Maint 10/1/24-12/31/24 3008153358 $ 535.14 Svc/Elevator Maint 4/1/25-6/30/25 3008460313 $ 535.14
Svc/Elevator Maint 7/1/25-9/30/25 3008717852 $ 556.55
68696 964 - TOOL DISCOUNTER $ 195.07
Drive Impact Wrench(1) 8/22 168042-00 $ 195.07
68697 111260 - TRACKER PRODUCTS $ 9,658.05
PD Software Licenses(3)/Barcode System 7/21/25-7/20/26 TPINV-004930 $ 9,658.05

Page 7 of 14 ends

EFT/ Warrant
Number Vendor Payment Amount Description Invoice Invoice Amount City of Cypress
Payment Register
08/09/25 - 09/05/25
68698 2209 - TRIAD CONSULTING & SYSTEM DESIGN GROUP $ 260.00 Design/Security System/Arnold Cypress Park Rehab 6/25 1186A $ 260.00 68699 127207 - UNDERGROUND SVS ALERT OF SO CA $ 740.22
Fee/2025 Underground Safety Board 25-260020 $ 622.92
Svc/DigAlert Tickets 6/25 620250234 $ 117.30
68700 2393 - VERSATERM PUBLIC SAFETY US, INC - CI TECHNOLOGY $ 1,488.53 PD Software Maint/IA Pro 7/1/25-6/30/26 INV41-01140 $ 1,488.53 68701 2597 - VORTEX SERVICES, LLC SANCON TECHNOLOGIES $ 40,175.50 Construct/Sewer System Improvements 6/25 28798 $ 40,175.50 68702 2491 - WELLS FARGO FINANCIAL LEASING, INC $ 188.43 W/C Rental/Copier 8/6-9/5 5035206730 $ 188.43
68703 2193 - WEST GROVE VOLLEYBALL, LLC $ 254.80
Instruct/Volleyball 6/29-7/27 7/27/25 $ 254.80
68704 1962 - WEX HEALTH INC $ 82.50
Admin Fee/FSA 7/25 0002205335IN $ 82.50
68705 2450 - Z3 SAFETY ACME WORKPLACE SAFETY $ 630.34
AED Battery Packs(3) 6/30 INV-9667 $ 630.34
68706 0 - AGAPE DISCIPLE CHURCH $ 300.00
Refund/Facility Deposit/Contract #10570 Rfd 8/15/25 $ 300.00 68707 0 - APREGILIO, CELIA $ 200.00
Reissue Ck #68589 Rfd 8/15/25 $ 200.00
68708 0 - ARAGON, ANDREW $ 232.00
Refund/Building Permit BS-24-953 & BS-24-989 Rfd 8/15/25 $ 232.00 68709 0 - BHAKTA, SARIKA $ 100.00
Refund/Facility Deposit/Contract #10742 Rfd 8/15/25 $ 100.00 68710 0 - CHAMBERLAIN, J SCOT $ 500.00
Refund/Recycling Deposit/CDD-25-111/4556 Maybury Cir Rfd 8/15/25 $ 500.00 68711 0 - EVOLUTION LOGISTICS $ 100.00
Refund/Facility Deposit/Contract #10718 Rfd 8/15/25 $ 100.00 68712 0 - GHOSH, SAYAN $ 100.00
Refund/Facility Deposit/Contract #10499 Rfd 8/15/25 $ 100.00 68713 0 - IBARRA, RAY $ 168.00
Refund/Camp Cypress 7/28-8/1 Rfd 8/15/25 $ 168.00
68714 0 - IBARRA, RAY $ 32.00
Refund/Camp Excursion 7/30 Rfd 8/15/25 $ 32.00
68715 0 - LANNING, LYNLEY $ 100.00
Refund/Facility Deposit/Contract #10606 Rfd 8/15/25 $ 100.00 68716 0 - PHILLIPS, ANTHONY $ 150.00
Refund/Field Rental Deposit/Contract #10524 Rfd 8/15/25 $ 150.00 68717 0 - RODRIGUEZ, AMY $ 120.00
Refund/Watercolor Painting 8/2-8/23 Rfd 8/15/25 $ 120.00 68718 0 - SHADY GLEN HOMEOWNERS ASSOC $ 3,408.00
Refund/Recycling Deposit/BP #12469 & #12488 Rfd 8/15/25 $ 3,408.00 68719 0 - SIMON, LOU $ 150.00
Refund/Field Rental Deposit/Contract #10368 Rfd 8/15/25 $ 150.00 68720 102587 - AMERICAN RENTALS $ 1,330.40
Rent/Mini Excavator/Parking Lot Lights/Oak Knoll Park 2/17-2/18 576507 $ 1,330.40 68721 2205 - BP FORD OF LONG BEACH $ 885.02
Exhaust Sensors(2)/Light(1)/Unit #800 10/21/24 218856FOW $ 140.65 Replace/Coils/Spark Plugs(6)/Unit #619 9/30/24 FOCB720855 $ 744.37 68722 2205 - BP FORD OF LONG BEACH $ 1,089.50
Replace/Brakes/Unit #616 FOCB714788 $ 1,089.50
68723 2143 - BUCHALTER, A PROFESSIONAL CORPORATION $ 461.50 Svc/Audit Response 3/25 1393565 $ 461.50

Page 8 of 14 ends

EFT/ Warrant
Number Vendor Payment Amount Description Invoice Invoice Amount City of Cypress
Payment Register
08/09/25 - 09/05/25
68724 123012 - CHARLES ABBOTT ASSOCIATES $ 9,157.50
Svc/Fats, Oil & Grease/NPDES Inspections 6/25 69055 $ 9,157.50 68725 1617 - CONTROL AIR ENTERPRISES LLC $ 747.80
Replace/Boiler Ignition Control/Library 2/27 3096252 $ 747.80 68726 2560 - LANMOR SERVICES CBG MIDWEST $ 2,428.87
Replace/Back Door/Comm Center 6/3 INV-12024 $ 981.63
Replace/Patio Door/Comm Center 6/3 INV-12023 $ 1,447.24 68727 109220 - MANHATTAN STITCHING CO, INC - BRENDAN SCREEN PRINT$ 620.64 Staff Shirts(24) 6/23 108900 $ 620.64
68728 608 - SAIDICO DIRECT, INC GOLDENWEST LAWNMOWERS $ 422.99 Chainsaw Chains(9)/Saw Blades(4)/Misc 12/13/24 327058 $ 422.99 68729 1027 - SOUTHERN CALIFORNIA BARRICADES-COAST HILLS INC $ 470.00 Rent/Barricades(30)/National Night Out 8/6/24 24-6485 $ 470.00 68730 105052 - TOPAZ ALARM CORP. $ 2,481.00
Monitor Pumps 1/25 145539 $ 105.00
Monitor Pumps 10/24 144951 $ 105.00
Monitor Pumps 11/24 145165 $ 105.00
Monitor Pumps 12/24 145351 $ 105.00
Monitor Pumps 2/25 145746 $ 105.00
Monitor Pumps 3/25 145930 $ 105.00
Monitor Pumps 4/25 146191 $ 105.00
Monitor Pumps 5/25 146306 $ 105.00
Monitor Pumps 7/24 144168 $ 105.00
Monitor Pumps 8/24 144561 $ 105.00
Monitor Pumps 9/24 144836 $ 105.00
Replace/Phone Panel & Keypad PS #6 5/7 146440 $ 803.00
Svc/Test Alarm/Replace/Battery/PS #1 1/9 145691 $ 159.00 Svc/Test Alarm/Replace/Battery/PS #6 1/9 145690 $ 159.00 Svc/Test Alarm/Replace/Phone Jack Battery/PS #6 1/9 145689 $ 205.00 68731 106914 - ADMINSURE $ 3,689.00
Workers Comp Claims Admin 9/25 18124 $ 3,689.00
68732 100681 - ADVANCED ALARM & FIRE INC $ 795.00
Svc/Updated Alarm System/Comm Center 11/24 5035 $ 795.00 68733 101004 - ALL AMERICAN ASPHALT CORP $ 1,065,007.39 Construct/Residential Street Resurfacing 4/25-5/25 211346 $ 1,065,007.39 68734 2696 - ARREDONDO, NICHOLE $ 196.00
Meals/CA Homicide Investigators Assoc Conf 8/11-8/15 Reimb 8/29/25 $ 196.00 68735 110860 - AT&T $ 3,328.73
9391033694-PW Phone Svc 7/25 7/25(J) $ 155.40
9391033696-PD Phone Svc 8/25 8/25(A) $ 31.19
9391033698-PW Phone Svc 7/25 7/25(K) $ 31.24
Phone Svc/Multi-Line 7/13-8/12 7/13/25-8/12/25 $ 3,110.90 68736 252 - AUTO ZONE, INC $ 241.65
Anti-Freeze(5 Gls) 8/11 05521701795 $ 88.64
Lug Nuts(20) 8/14 05521704386 $ 153.01
68737 610 - AUTONATION TOYOTA BUENA PARK FIT KIT INC $ 404.82 Svc/Reprogram Tire Sensors/Unit #145 857084 $ 404.82
68738 122652 - AVENU MUNISERVICES MUNISERVICES, LLC $ 240.00 Svc/Demographic Statistics/ACFR 2024-25 INV06-021505 $ 240.00 68739 1444 - AXON ENTERPRISE, INC $ 54,337.28
PD Sub/Body-Worn Cameras(68) 6/15/25-6/15/26 INUS346626 $ 54,337.28 68740 1061 - AYRES, DIANA $ 60.00
Meals/School Resource Officer Summit 7/14-7/18 Reimb 8/29/25 $ 60.00

Page 9 of 14 ends

EFT/ Warrant
Number Vendor Payment Amount Description Invoice Invoice Amount City of Cypress
Payment Register
08/09/25 - 09/05/25
68741 1232 - BANNER BANK $ 11,513.61
Retention/LA Engineering/AC Park Rehab 7/25 19-7/25 $ 11,513.61 68742 2466 - BLACK BOX SAFETY, INC $ 572.85
PD Ballistic Vest(1)/JHernandez 7/16 INVP10003337 $ 572.85 68743 2205 - BP FORD OF LONG BEACH $ 7,096.55
Repair/Power Transfer Unit/Axel Control Arms/Unit #606 FOCB731500 $ 7,096.55 68744 1600 - BRIGHTVIEW LANDSCAPE SERVICES, INC $ 13,058.84 Replace/Irrigation Controller/Lexington Park 10/30 9136937 $ 1,224.76 Replace/Irrigation Timer/Lexington Park 10/30 9133850 $ 612.75 Replace/Irrigation Valve/Civic Center Green 9/26 9094826 $ 874.22 Replace/Irrigation Valve/Manzanita Park 9/26 9094823 $ 874.22 Replace/Irrigation Valve/Station #13/Maple Grove Park 9/16 9069178 $ 874.22 Replace/Irrigation Valve/Station #14/PD 9/16 9069179 $ 784.37 Replace/Irrigation Valve/Station #16/Pinewood Park 10/30 9133827 $ 874.22 Replace/Irrigation Valve/Station #2/Cedar Glen Park 10/30 9133829 $ 874.22 Replace/Irrigation Valve/Station #23/Council Chambers 10/30 9133837 $ 874.22 Replace/Irrigation Valve/Station #23/Pinewood Park 10/30 9133824 $ 874.22 Replace/Irrigation Valve/Station #4/Cedar Glen Park 9/16 9069185 $ 847.38 Replace/Irrigation Valve/Station #4/Peppertree Park 9/16 9094820 $ 874.22 Replace/Irrigation Valve/Station #4/Willow Park 10/30 9133845 $ 874.22 Replace/Irrigation Valve/Station #8/Pinewood Park 10/30 9133822 $ 874.22 Replace/Irrigation Valve/Station #9/Evergreen Park 9/16 9069186 $ 847.38 68745 103141 - CA FORENSIC PHLEBOTOMY, INC $ 150.27
PD Blood/Alcohol Test(1) 7/25 2987 $ 150.27
68746 100390 - CA POLICE CHIEFS ASSOC-CPCA $ 973.00
PD Dues/CA Police Chiefs Assoc/CR 7/1/25-6/30/26 11611 $ 170.00 PD Dues/CA Police Chiefs Assoc/ML 7/1/25-6/30/26 11507 $ 803.00 68747 122980 - CALIFORNIA PEACE OFFCR ASSOC-CPOA $ 1,785.00 PD Dues/CA Peace Officers Assoc 7/1/25-6/30/26 460700 $ 1,785.00 68748 2137 - CALIFORNIA SAFETY AGENCY RECON INDUSTRIES INC $ 1,680.00 Svc/Restroom & Tennis Court Lockup 6/25 3604-175 $ 1,680.00 68749 2171 - CENTENO, TIFFINY $ 60.00
Meals/School Resource Officer Summit 7/14-7/18 Reimb 8/29/25 $ 60.00 68750 123012 - CHARLES ABBOTT ASSOCIATES $ 97,242.76
Building Inspection and Plan Check Services 7/25 69216 $ 72,690.26 Svc/Engineering Plan Checks 7/25 69258 $ 2,887.50
Svc/Fats, Oil & Grease/NPDES Inspections 7/25 69265 $ 13,910.00 Svc/National Pollutant Discharge Elimination/Program Mgmt 7/25 69266 $ 7,755.00 68751 2090 - CHARTER COMMUNICATIONS HOLDINGS LLC SPECTRUM $ 1,568.99 Svc/Internet Access 8/16-9/15 187625401081425 $ 1,568.99 68752 2090 - CHARTER COMMUNICATIONS HOLDINGS LLC SPECTRUM $ 144.59 Svc/Cable TV 8/10-9/9 188680601080725 $ 144.59
68753 129539 - COAST RECREATION INC $ 340.31
Playground Equipment Cables(5)/Maple Grove South Park 4/4 16607 $ 340.31 68754 2035 - COMMUNICATIONS LAB BARRIOS & ASSOCIATES, LLC $ 10,591.96 Svc/City Strategic Rebranding 7/25 25-1197 $ 6,491.96
Svc/Recreation Activity Guide/Fall 2025 25-1173 $ 4,100.00 68755 1473 - COMMUNITY WORKS DESIGN GROUP, LLC $ 3,722.00 Design/Sports Court Improvements/Veterans Park 7/25 16521 $ 3,722.00 68756 115003 - COUNTY OF ORANGE $ 6,105.50
Parking Violations 7/25 7/25 $ 6,105.50
68757 115003 - COUNTY OF ORANGE $ 1,479.00
PD Svc/Automated Fingerprint Identification System 7/25 SH71961 $ 1,479.00

Page 10 of 14 ends

EFT/ Warrant
Number Vendor Payment Amount Description Invoice Invoice Amount City of Cypress
Payment Register
08/09/25 - 09/05/25
68758 115003 - COUNTY OF ORANGE $ 1,104.51
PD Svc/OC Automated Telecommunications System 7/25 SH72003 $ 1,104.51 68759 101 - CROSSTOWN ELECTRICAL & DATA, INC $ 77,289.07 Install/Traffic Signal System/Citywide 7/25 527700074 $ 77,289.07 68760 1622 - DANIELS TIRE SERVICE, INC $ 432.28
PD Vehicle Tires(6) 7/29 200545154 $ 432.28
68761 116854 - DATA TICKET INC-MSB $ 1,213.89
Parking Citation Processing 7/25 182535 $ 1,213.89
68762 1132 - DESTINY SOFTWARE, INC $ 6,800.00
Software Maint/Agenda Quick 7/1/25-6/30/26 5343 $ 6,800.00 68763 129120 - EMPLOYMENT DEVELOPMENT DEPT $ 4,737.00
Unemployment Insurance/City 4/1/25-6/30/25 94408853 4-6/25 $ 5,128.00 Unemployment Insurance/Recreation 4/1/25-6/30/25 94408853A 4-6/25 $ (391.00) 68764 104530 - EXPERIAN $ 100.00
PD Credit Reports 7/25 6000108712 $ 100.00
68765 2461 - FCG CONSULTANTS INC $ 38,139.31
Construct Mgmt/Los Alamitos Race Track Development 7/25 1135-1013P $ 11,127.83 Inspect/Various Non-CIP Engineering Permits 7/25 1135-1013Q $ 4,872.96 Svc/Project Mgmt/PW Engineering 7/25 1135-14013V $ 22,138.52 68766 100594 - FIVE STAR FIRE PROTECTION INC $ 961.62
Inspect/Fire Suppression System/Comm Center 7/21 74175 $ 480.81 Inspect/Fire Suppression System/Oak Knoll Park Snack Shack 7/21 74177 $ 480.81 68767 798 - FORENSIC NURSE SPECIALISTS, INC $ 1,300.00
PD Assault Exam(1) 6/8 6284 $ 1,300.00
68768 1115 - FRONTIER $ 76.41
7148996947 - Phone Svc/Sewers 9/25 9/25 $ 76.41
68769 2504 - GENERAL CODE LLC ICC CODIFICATION INC $ 1,502.00 Svc/Codification Updates 8/18 PG000042649 $ 1,502.00
68770 119018 - GOLDEN STATE WATER COMPANY $ 119,351.88
Svc/Arnold Cypress Park 7/25 7/25(C) $ 557.36
Svc/Athletic Fields 7/25 7/25(D) $ 14,599.95
Svc/Civic Center 7/25 7/25(J) $ 6,861.79
Svc/Community Center 7/25 7/25(F) $ 54.74
Svc/Lexington Park 7/25 7/25(H) $ 4,914.56
Svc/Maint Yard Landscaping 7/25 7/25(G) $ 817.20
Svc/Parks Landscaping 5/25-7/25 5/25-7/25 $ 3,213.57
Svc/Parks Landscaping 7/25 7/25(K) $ 51,028.51
Svc/Parkway Maint 7/25 7/25(L) $ 22,946.98
Svc/Parkway Maint 8/25 8/25(A) $ 8,459.15
Svc/Sr Center 7/25 7/25(E) $ 1,575.56
Svc/Stanton Channel Berm 7/25 7/25(I) $ 3,108.69
Svc/Storm Drain 8/25 8/25 $ 1,213.82
68771 1133 - GRANICUS SWAGIT PRODUCTIONS, LLC $ 5,779.42 Svc/Closed Caption/Council Meetings 7/1/25-6/30/26 209613 $ 4,188.00 Svc/Video Stream/Council Meeting 7/25 209613(A) $ 795.71 Svc/Video Stream/Council Meeting 8/25 211448 $ 795.71
68772 110049 - GREAT SCOTT TREE SERVICE INC $ 7,685.75
Svc/Trim Trees(131) 6/26 56915 $ 6,409.25
Svc/Trim Trees(23) 6/25 56916 $ 1,276.50
68773 2210 - H GREG AUTO BUENA PARK LLC $ 364.58
Vehicle Sun Visors(2)/Unit #648 8/12 63613 $ 364.58
68774 2039 - KELLY SPICERS INC KELLY SPICER STORES $ 958.94 PD Copy Paper(80 Rms) 7/8 11970175 $ 526.79
Specialty Paper(15.5 Rms)/Print Shop 8/21 12006720 $ 432.15

Page 11 of 14 ends

EFT/ Warrant
Number Vendor Payment Amount Description Invoice Invoice Amount City of Cypress
Payment Register
08/09/25 - 09/05/25
68775 1607 - LEMMON, BRADLEY $ 137.79
Meals/Parking/Traffic Safety Forum 7/22-7/23 Reimb 8/29/25 $ 137.79 68776 109290 - LONG BEACH BMW-RCA INVESTMENTS INC $ 890.99 PD Svc/Brake Pads/Tire(1)/Unit #663 54222 $ 890.99
68777 1202 - LOS ANGELES ENGINEERING INC $ 218,758.52
Construct/Arnold Cypress Park Rehab 7/25 19-7/25 $ 218,758.52 68778 109220 - MANHATTAN STITCHING CO, INC - BRENDAN SCREEN PRINT$ 598.01 Polo Shirts(37)/Youth Action Committee 8/4 109738 $ 598.01 68779 2651 - MAVERICK DATA SYSTEMS $ 1,500.00
PD Sub(6)/Search Warrant Builder/CIB & SIU 7/1/25-6/30/26 447 $ 1,500.00 68780 200 - MELLANA, THOMAS $ 36.00
Meals/Internal Affairs Seminar 8/4-8/6 Reimb 8/29/25 $ 36.00 68781 129724 - NAPA AUTO PARTS - SO CAL AUTO & TRUCK PARTS INC $ 990.88 Brake Rotors(8)/Brake Pads(4)/Misc 8/11 488608 $ 990.88 68782 2082 - PERFORMA LABS, INC $ 6,498.00
PD Sub/Use of Force Training(52) 8/18/25-11/18/25 25-1084 $ 6,498.00 68783 1970 - PERFORMANCE PICKLEBALL, LLC $ 698.75
Instruct/Pickleball 7/20-8/10 8/10/25 $ 698.75
68784 937 - PET WASTE ELIMINATOR $ 3,869.44
Pet Waste Bags(137.6K) 8/13 43446758 $ 3,062.27
Pet Waste Eliminator Boxes(8) 8/11 43446422 $ 807.17
68785 2664 - PLACER LABS INC $ 23,600.00
Sub/Location Analytics/Community Development 7/23/25-7/22/26 INUS04221 $ 23,600.00 68786 2236 - PROACTIVE WORK HEALTH SERVICES $ 828.00
Pre-Place Physical(2)/West Comm 7/25 029989 $ 728.00
Pre-Place X-Ray(1) 7/25 030580 $ 100.00
68787 109069 - PROFORCE LAW ENFORCEMENT $ 12,744.91
PD SWAT Rifles(6) 7/22 578618 $ 12,744.91
68788 130231 - RSG, INC ROSENOW SPEVACEK GROUP INC $ 4,647.50 Consult/Affordable Housing/Citrus Square 7/25 13924 $ 555.00 Svc/Affordable Housing Compliance Monitoring 7/25 13925 $ 4,092.50 68789 2031 - SDI PRESENCE LLC $ 2,359.50
W/C Svc/Cloud Backup 7/25 20099 $ 792.00
W/C Svc/Monitor IT/CAD System 7/25 19901 $ 1,417.50
W/C Svc/Security Software 7/25 20046 $ 150.00
68790 130328 - SHOETERIA $ 258.56
Safety Shoes(1)/MChavez 7/17 0088571IN $ 258.56
68791 939 - SKYHAWKS SPORTS ACADEMY, INC $ 3,790.80
Instruct/Basketball Camp 7/11-8/15 8/15/25 $ 1,626.30
Instruct/Multi-Sports 6/28-8/9 8/9/25 $ 2,164.50

Page 12 of 14 ends

EFT/ Warrant
Number Vendor Payment Amount Description Invoice Invoice Amount City of Cypress
Payment Register
08/09/25 - 09/05/25
68792 119051 - SMART & FINAL (REC & PARKS) $ 505.24
Food/Counselor-In-Training Recognition 7/31 20010201 7/31/25 $ 31.98 Food/Day Camp 7/16 20020301 7/16/25 $ 14.99
Food/Day Camp 7/17 20011702 7/17/25 $ 14.99
Food/Day Camp 7/22 20008402 7/22/25 $ 67.41
Food/Day Camp 7/29 20017701 7/29/25 $ 63.39
Food/Day Camp 7/8 20016701 7/8/25 $ 9.49
Food/Playground 7/14 20020301 7/14/25 $ 3.98
Food/Playground 7/23 20001701 7/23/25 $ 39.84
Food/Playground/Kids Night Out 7/14 20020102 7/14/25 $ 41.83 Food/Playground/Kids Night Out 7/29 20015401 7/29/25 $ 33.73 Food/Sports Camp 7/16 20011601 7/16/25 $ 2.99
Food/Sports Camp 7/29 20017601 7/29/25 $ 2.99
Food/Sports Camp 7/7 20008201 7/7/25 $ 8.97
Food/Sports Camp 7/7 20008301 7/7/25 $ 74.90
Supplies/Counselor-In-Training Recognition 7/29 20015601 7/29/25 $ 12.72 Supplies/Day Camp 7/29 20017801 7/29/25 $ 20.64
Supplies/Day Camp 7/7 20008101 7/7/25 $ 34.32
Supplies/Playground 7/14 20020201 7/14/25 $ 26.08
68793 108459 - SMART & FINAL-POLICE ACCT $ 329.04
PD Hot Cups(1K) 7/24 004801 7/24/25 $ 130.29
PD Hot Cups(1K)/Plates(375)/Misc 7/10 005601 7/10/25 $ 198.75 68794 119016 - SO CAL EDISON $ 8,627.37
700003851853 Svc/Parkways 7/25 7/25(E) $ 465.55
700351486618 Svc/Willow Park 7/25 7/25(G) $ 424.79
700564248438 Svc/Traffic Signals 7/25 7/25(F) $ 2,847.82 700710877173 - Svc/Lexington Park 8/25 8/25 $ 4,889.21
68795 119017 - SO CAL GAS CO $ 108.26
08131074000 Svc/Storm Drain 8/25 8/25(B) $ 23.61
14011061398 Svc/Storm Drain 8/25 8/25 $ 36.82
16111070716 Svc/Storm Drain 8/25 8/25(A) $ 47.83
68796 109312 - SONIC SOUNDS - VAZQUEZ, GONZALO $ 400.00 PD Svc/DJ/National Night Out 7/26 2025-010 $ 400.00
68797 1279 - SOUTHERN CALIFORNIA SHREDDING, INC $ 65.00 PD Svc/Shredding 7/28 286794 $ 65.00
68798 1969 - SPINDOLA, CHRISTOPHER $ 24.00
Meals/Supervisors Seminar 8/11-8/12 Reimb 8/29/25 $ 24.00 68799 103106 - STANTON, CITY OF $ 874.41
Traffic Signal Maint/Knott & Cerritos 4/1/25-6/30/25 0000565(A) $ 280.02 Traffic Signal Maint/Knott & Katella 4/1/25-6/30/25 0000565 $ 594.39 68800 122963 - STERICYCLE INC $ 100.34
PD Med Waste Removal 7/25 8011216438 $ 50.17
PD Med Waste Removal 8/25 8011508051 $ 50.17
68801 122862 - STEVEN ENTERPRISES INC $ 291.71
Plotter Ink(1 Cartridge)/Paper(4 Rls)/Comm Center 8/1 62483 $ 291.71 68802 115445 - SWARCO MCCAIN TRAFFIC SUPPLY $ 42,265.00 Final/Turn On Support/Conversions(2) 7/31 PB3484 $ 2,640.00 Svc/Traffic Signal System License/Maint 8/1/25-7/31/28 PB3483-5 $ 39,625.00 68803 588 - THE COUNSELING TEAM INTERNATIONAL $ 1,000.00 PD Svc/Employee Counseling 7/25 INV105156 $ 1,000.00
68804 105052 - TOPAZ ALARM CORP. $ 105.00
Monitor Pumps 6/25 146501 $ 105.00
68805 112084 - TRAINING INNOVATIONS INC $ 875.00
PD Training Software Maint/TMS 7/1/25-6/30/26 25-020 $ 875.00

Page 13 of 14 ends

EFT/ Warrant
Number Vendor Payment Amount Description Invoice Invoice Amount City of Cypress
Payment Register
08/09/25 - 09/05/25
68806 2209 - TRIAD CONSULTING & SYSTEM DESIGN GROUP $ 1,286.25 Design/Security System/Arnold Cypress Park 7/25 1186B $ 1,286.25 68807 2697 - US DEVELOPERS $ 500.00
Refund/Recycling Deposit/CDD-24-164/4921 Myra Rfd 8/29/25 $ 500.00 68808 116933 - V & V MANUFACTURING INC $ 72.29
PD Repair/Badge(1) 8/4 62855 $ 72.29
68809 129595 - VERIZON WIRELESS - CA $ 67.96
Cell Svc/Rec 8/25 8/25 $ 67.96
68810 2597 - VORTEX SERVICES, LLC SANCON TECHNOLOGIES $ 180,300.58 Final/Construct/Sewer System Improvements 7/25 28834 $ 180,300.58 68811 2142 - VRC COMPANIES, LLC VITAL RECORDS HOLDINGS, LLC $ 947.44 Off-Site Records Storage/Retrieval 7/25 5225960 $ 473.72 Off-Site Records Storage/Retrieval 8/25 5318234 $ 473.72 68812 2058 - WHITE, LEANGELO $ 1,621.24
PD Claim/Laptop 5/15 8/29/25 $ 1,621.24
68813 2450 - Z3 SAFETY ACME WORKPLACE SAFETY $ 125.00
Supplies/First Aid/Maint Yard 3/18 INV-9152 $ 125.00
68814 0 - ESGUERRA, JOHN $ 300.00
Refund/Facility Deposit/Contract #10639 Rfd 8/29/25 $ 300.00 68815 0 - GHOSH, SAYAN $ 100.00
Refund/Facility Deposit/Contract #10499 Rfd 8/29/25 $ 100.00 68816 0 - GM ROOFING $ 500.00
Refund/Recycling Deposit/CDD-25-165/6184 Tonga Circle Rfd 8/29/25 $ 500.00 68817 0 - KEYWORTH, MATTHEW $ 40.00
Refund/Citation #CP490646 Rfd 8/29/25 $ 40.00
68818 0 - WEST GROVE SOFTBALL $ 150.00
Refund/Facility Deposit/Contract #10747 Rfd 8/29/25 $ 150.00 68819 0 - WONG, ETHAN $ 300.00
Refund/Facility Deposit/Contract #10649 Rfd 8/29/25 $ 300.00 68820 0 - GHOSH, SAYAN $ (100.00)
Void/Refund/Facility Deposit/Contract #10499 Rfd 8/15/25 $ (100.00) 68712 0 - GHOSH, SAYAN $ 100.00
Reissue/Refund/Facility Deposit/Contract #10499 Rfd 8/15/25 $ 100.00 Total EFTs $ 680,141.28 $ 680,141.28
Total Warrants $ 2,806,408.96 2,806,408.96
Transfer to Payroll (W1563) $ 840,909.53 Payroll 05/23/25-06/06/25 840,909.53 Transfer to Payroll (W1564) $ 1,010,127.07 Payroll 06/06/25-06/20/25 1,010,127.07 Grand Totals $ 5,337,586.84 $ 5,337,586.84

Page 14 of 14 ends

CITY OF CYPRESS
CITY COUNCIL REPORT
City Council Regular 13.

FROM: Jeff Draper, Director of Recreation and Community Services DATE: 09/22/2025
SUBJECT: Approve Updates to the Contribution Policy for Non-Profit Organizations

RECOMMENDATION
Approve updates to the Contribution Policy for Non-Profit Organizations.

DISCUSSION
The City's Non-Profit Grant Request Program provides local non-profits with the opportunity to request funding and support for programs, services, and events that support the City's and District's recreational, educational, and life-affirming services. The grants further these goals, deliver valuable public benefits, and are approved by the City Council every other year.

At its March 24, 2025, workshop, the City Council reviewed the Fiscal Years 2025-27 grant applications and the Contribution Policy for Non-Profit Organizations that establishes criteria and procedures for the grant awards. Following the review, City Council approved approximately $1.5 million of direct funding, city staff expenditures, and fee waivers to eighteen organizations for the next two fiscal years.

In May, the City Council adopted the updated strategic plan that included an objective to update the City Council's Contribution Policy for Non-Profit Organizations. Because support for the non-profit grant request program directly affects the District’s budget, the Recreation and Community Services Commission reviewed and provided input on the recommended updates being considered by City Council.

Last updated in 2012, the recommended updates incorporate the most frequently asked questions staff receive about the Non-Profit Grant Request program by formalizing the grant application process, establishing eligibility criteria, providing guidelines for the type and use of support, and introducing reporting requirements for non-profit organizations receiving City or District support.

Reporting requirements include an annual report (July 1 - June 30) with details on services, programs, or events offered by the non-profit organization, metrics showing the performance and impact on the community, and photos of the supported services, programs, or events.

For organizations receiving direct funding, additional documentation will be required, including an itemized accounting of how the funds were spent and copies of quotes, receipts, and invoices for goods and services purchased. The City/District may also request an audit and/or additional documentation for up to three years from the date of funding.

A redlined version of the recommended Contribution Policy for Non-Profit Organizations is attached.

BUDGET IMPACT
None.

LEGAL REVIEW
None required.

APPROVED BY: Sean Joyce, City Manager
Attachments
Proposed Contribution Policy for Non-Profit Organizations Redlined Proposed Contribution Policy for Non-Profit Organizations

CITY OF CYPRESS

CITY COUNCIL POLICY
CP-7

Page 1 of 4 ends

Proposed Update
Sept. 2025
SUBJECT: CONTRIBUTION POLICY FOR NON-PROFIT ORGANIZATIONS RESPONSIBLE DEPARTMENT: Recreation and Community Services

PURPOSE
To support local non-profit organizations that deliver services, programs, events, and volunteer resources that align with and enhance City of Cypress (City) and/or Cypress Recreation and Park District (District) programs and services. In support of this resource, the City of Cypress has created guidelines to establish a formal and fair method for considering direct funding (financial assistance), staff support and fee waivers for use of facilities and equipment to community nonprofit organizations.

Support from the non-profit grant request program is intended to enable organizations to maintain or expand the impact of their community-based services. These grants are supplementary in nature and are not intended to serve as an organization’s primary source of support.

GRANT PROCESS
The District shall solicit grant applications from local non-profit organizations on a biennial basis.

This two-year grant cycle enables the District to more effectively manage its budget and offers recipient organizations a greater certainty for planning future programs, services and events. The next grant cycle is July 1, 2027, through June 30, 2029.

Applications will be evaluated based on the degree to which proposed programs and services benefit and most effectively serve Cypress residents. Priority consideration shall be given to requests that supplement or enhance City and District services and that demonstrates broad community impact and appeal.

ELIGIBILITY
To be eligible to receive a grant, organizations must:
• Submit a fully completed non-profit grant application in accordance with all guidelines and by the specified date.
• Attain and maintain tax-exempt status as recognized by the Internal Revenue Service (IRS) under sections 501(c)(3),(4),(6), or (7) and/or be officially recognized as a taxexempt organization under applicable California state law. • Have sustained operations and actively provided programs, services, or events for a minimum of one year prior to the date of application.
• Provide a service, program, event, and/or volunteer resource that directly benefits the City, District, and/or the residents of Cypress.
• Have at least 55% of their membership and 55% of their executive board members living

CITY OF CYPRESS

CITY COUNCIL POLICY
CP-7

Page 2 of 4 ends

Proposed Update
Sept. 2025
SUBJECT: CONTRIBUTION POLICY FOR NON-PROFIT ORGANIZATIONS in Cypress to be considered highest priority. National or regional organizations may satisfy this requirement if members maintain a business address within Cypress.

Organizations headquartered outside the city may still be eligible to apply if they can demonstrate that their programs or services are delivered directly to Cypress residents within the city.
• Provide and maintain special event and/or general liability insurance coverage that names the City and the District as additionally insured. Insurance must meet or exceed the minimum requirements established by the City and District.

GUIDELINES
Grant funding and support must solely be utilized for public purposes and must comply with all applicable laws and statutes. All services, programs, or events must provide a clear and demonstrable benefit for Cypress residents. Grant funds and support may not be used for salaries, repayment of debt obligations, political purposes, or as passthrough funding to individuals or other organizations.

Grant funds and support must be used within the designated fiscal year and may not be carried forward from one fiscal year to another. Any unclaimed funds or support shall be returned to the Districts’ General Fund.

Organizations receiving funding or support shall not require the involvement of a City Council Member, City Commissioner, or City staff on its Board of Directors or general membership.

APPLICATION PROCESS
All applicants must submit a complete non-profit grant request application by the specified date.

Applications shall provide a detailed explanation of the requested funding and/or support.

Incomplete/late applications will not be considered. Submitting an application is not a guarantee that the request will be approved.

CITY OF CYPRESS

CITY COUNCIL POLICY
CP-7

Page 3 of 4 ends

Proposed Update
Sept. 2025
SUBJECT: CONTRIBUTION POLICY FOR NON-PROFIT ORGANIZATIONS • Description of fee waivers for use of facilities and equipment requests • IRS letter of determination
• Organization’s bylaws
• Executive board contact information
• Budget and account balance sheet
• Certificate of insurance
Organizations receiving a grant must enter into a written agreement that specifies the organization’s responsibilities and use of the grant. The organization must also document all grant expenditures and provide a full accounting to substantiate that grant funding was spent appropriately. The District may request additional documentation to ensure the funds were used appropriately.

PROVISIONS OF SUPPORT
Organizations may request direct funding, staff support, and fee waivers for use of facilities and equipment. Support awarded through the grant process will be limited to the allocation by City Council for those purposes.

Organizations receiving direct funding must provide an invoice at the conclusion of the service, program, or event to receive payment. In the case of direct funding awarded for annual support of the organization’s operations the District shall make payment in December and June. For all items purchased with direct funding of $1,000 or more, three quotes must be obtained and included with the invoice.

Organizations receiving a fee waiver for facility use are bound by the City/Districts’ Facility Use Agreements and may:
• Request to use meeting rooms based on availability during weekdays (non-prime time hours) from 9:00 a.m. to 5:00 p.m.
• Request to use meeting rooms 15 times during weekdays (prime time hours) after 5:00 p.m. (Senior Clubs exempted for Senior Center uses).
• Request to use the Community Center Grand Ballroom/Senior Center Multi-Purpose Room on Friday, Saturday and Sunday twice based on availability. Use of these rooms counts towards the maximum of 15 room reservations.

The District reserves the right to immediately suspend grants in the unlikely event the

CITY OF CYPRESS

CITY COUNCIL POLICY
CP-7

Page 4 of 4 ends

Proposed Update
Sept. 2025
SUBJECT: CONTRIBUTION POLICY FOR NON-PROFIT ORGANIZATIONS City/District experience financial constraints or if an organization undergoes a significant operational, financial or other change.

REPORTING REQUIREMENTS
Organizations receiving a grant must submit an annual report (July 1 to June 30) by August 1 to document how the grant was used. The report shall include:
• Cover letter summarizing how the grant was used, with details on services, programs, or events provided.
• Metrics used to measure the organization’s and grant’s performance and impact. • Photos of the grant-supported services, programs, or events.

Organizations receiving direct funding shall also include:
• An itemized accounting of how the funds were spent.
• Copies of invoices and/or receipts.
• Comparison of actual expenditures to the approved budget. • Explanation of any variances greater than 10% of any line item.

If the grant is not used in accordance with the approved purpose, the organization shall be required to return the funding. Failure to provide proper documentation and required reporting will disqualify the organization from future grants. All records relating to the grant must be maintained by the organization for at least 3 years. The District reserves the right to conduct an audit and/or require additional documentation regarding direct funding.

Organizations receiving direct support shall make good faith efforts to procure goods and services from businesses in Cypress.

CITY OF CYPRESS CP-7
CITY COUNCIL POLICY Page 1 of 34
Updated Sept. 202512

SUBJECT: CONTRIBUTION POLICY FOR NON-PROFIT ORGANIZATIONS _______________
JOHN B. BAHORSKI

CITY MANAGER

ADOPTED BY CITY COUNCIL ON SEPTEMBER 10, 2012
RESPONSIBLE DEPARTMENT: Cypress Recreation & Community Services

PURPOSE
Many of the City’s non-profit organizations provide a volunteer resource that is critical to the support and ongoing success of various City programs and Recreation services. To support local non-profit organizations that deliver services, programs, events, and volunteer resources that align with and enhance City of Cypress (City) and/or Cypress Recreation and Park District (District) programs and services. In support of this resource, the City of Cypress has created guidelines to establish a formal and fair method for considering direct funding (financial assistance), staff support, and fee waivers for use of facilities and equipment and indirect support to community non-profit organizations.

GRANT PROCESS
The District shall solicit grant applications from local non-profit organizations on a biennial basis. This two-year grant cycle enables the District to more effectively manage its budget and offers recipient organizations a greater certainty for planning future programs, services and events. The next grant cycle is July 1, 2027, through June 30, 2029.

ELIGIBILITY
The criteria that serves as the base for this policy regarding contributions to non-profit organizations shall be:

A. Utilization of this Grant Request Program, through the budget process, must be made when requesting direct funds or in-direct services of the City CITY OF CYPRESS CP-7
CITY COUNCIL POLICY Page 2 of 34
Updated Sept. 202512

SUBJECT: CONTRIBUTION POLICY FOR NON-PROFIT ORGANIZATIONS _______________
JOHN B. BAHORSKI

CITY MANAGER

B. Non-profit organizations must provide Special Event or General Liability Insurance coverage of at least $1 million and list the City of Cypress/Cypress Recreation & Park District as additionally insured.

C. Organization’s Bylaws shall not call for the office of a Commissioner or City Council Member to be represented on the group’s Board of Directors or general membership.

D. Organization’s Bylaws shall not be in conflict with any state or federal statutes.

E. The non-profit organization must have at least 55% of their membership and 55% of their Executive Board members living in Cypress to be considered as highest priority. National organizations that focus on Cypress projects and services may use a member’s Cypress business address in lieu of a residential address to meet the 55% threshold.

To be eligible to receive a grant, organizations must:
• Submit a fully completed non-profit grant application in accordance with all guidelines and by the specified date.
• Attain and maintain tax-exempt status as recognized by the Internal Revenue Service (IRS) under sections 501(c)(3),(4),(6), or (7) and/or be officially recognized as a taxexempt organization under applicable California state law. • Have sustained operations and actively provided programs, services, or events for a minimum of one year prior to the date of application.
• Provide a service, program, event, and/or volunteer resource that directly benefits the City, District, and/or the residents of Cypress.
• Have at least 55% of their membership and 55% of their executive board members living in Cypress to be considered highest priority. National or regional organizations may satisfy this requirement if members maintain a business address within Cypress.

GUIDELINES
CITY OF CYPRESS CP-7
CITY COUNCIL POLICY Page 3 of 34
Updated Sept. 202512

SUBJECT: CONTRIBUTION POLICY FOR NON-PROFIT ORGANIZATIONS _______________
JOHN B. BAHORSKI

CITY MANAGER

Grant funding and support must solely be utilized for public purposes and must comply with all applicable laws and statutes. All services, programs, or events must provide a clear and demonstrable benefit for Cypress residents. Grant funds and support may not be used for salaries, repayment of debt obligations, political purposes, or as passthrough funding to individuals or other organizations.

Organizations receiving funding or support shall not require the involvement of a City Council Member, City Commissioner, or City staff on its Board of Directors or general membership.

APPLICATION PROCESS
All applicants must submit a complete non-profit grant request application by the specified date. Applications shall provide a detailed explanation of the requested funding and/or support. Incomplete/late applications will not be considered. Submitting an application is not a guarantee that the request will be approved.

The non-profit grant request application shall include the following:
• Name of organization
• Organization’s mission statement or purpose
• Organization’s membership and executive board residency rates • Description of programs, services, or events
• Description of direct funding requests
• Description of staff support requests
• Description of fee waivers for use of facilities and equipment requests • IRS letter of determination
• Organization’s bylaws
• Executive board contact information
• Budget and account balance sheet
CITY OF CYPRESS CP-7
CITY COUNCIL POLICY Page 4 of 34
Updated Sept. 202512

SUBJECT: CONTRIBUTION POLICY FOR NON-PROFIT ORGANIZATIONS _______________
JOHN B. BAHORSKI

CITY MANAGER

• Certificate of insurance
Organizations receiving a grant must enter into a written agreement that specifies the organization’s responsibilities and use of the grant. The organization must also document all grant expenditures and provide a full accounting to substantiate that grant funding was spent appropriately. The District may request additional documentation to ensure the funds were used appropriately.

PROCEDURE
Grant Request Program
Organizations will be required to meet all criteria and complete an application form by a stipulated due date. Incomplete applications and those received after the deadline date will not be considered for funding by City Council. Completed applications received by the due date will be reviewed by staff and recommendations will be made for approval to the City Council. The grant approvals will be effective July 1 to June 30 of each year to coincide with the City’s Fiscal Year budget.

This policy provides non-profit organizations the opportunity to request direct funding and indirect (in-kind) services for specific programming needs. Indirect services may include services such as staff support, waiver of fees for use of meetings rooms, use of showmobile, and graphic design and printing of advertising material.

Facility Rentals
Non-profit organizations approved under this program may request utilization of designated Community Center and Senior Center meeting rooms, based on availability outlined in the District’s Facility Use Policy, during weekdays (“non-prime time” hours) from 9:00 a.m. to 5:00 p.m. at little to no cost.
a) Non-profit organizations approved under this program may utilize up to fifteen (15) uses per group of designated Community Center and Senior Center meeting rooms, based on availability outlined in the District’s Facility Use Policy, during weekdays (“prime time” hours) after 5:00 p.m. at little to no cost. (Senior Clubs exempted for Senior Center uses).
b) Of the above fifteen (15) facility uses, non-profit organizations are limited to no more than two (2) uses up to a maximum of six hours each per group of the Community Center Grand Ballroom and/or the Senior Center Multi-Purpose Room, anytime on Friday, Saturday and Sunday, at no cost, based on availability outlined in the District’s Facility Use Policy. (Senior Clubs exempted for Senior Center uses).

CITY OF CYPRESS CP-7
CITY COUNCIL POLICY Page 5 of 34
Updated Sept. 202512

SUBJECT: CONTRIBUTION POLICY FOR NON-PROFIT ORGANIZATIONS _______________
JOHN B. BAHORSKI

CITY MANAGER

Biennial Program
The Grant Request Program will be for a two-year request for funds. The first biennial cycle of grants will cover the period of July 1, 2009, through June 30 of 2011, with subsequent two-year cycles following thereafter. A biennial cycle of grants allows organizations to better plan for future events while providing the City/District to better plan and allocate such funds. The grant process will coincide with the City’s budgeting process for the coming fiscal year.

Applications will be reviewed and approved by the City Council and any financial support for the two-year cycle of awards will take effect after July 1 of each fiscal year.

While non-profit groups submit information for a projected two-year period, the City has the right to request updated information of a group at anytime.

In the case that a non-profit organization wishes to amend funding for the second-year of the award cycle due to unforeseen circumstances, such requests may be considered by City Council on an emergency basis only.

Provisions of Support
Non-profit groups that have been approved for direct funding must provide an invoice to the City after the service or program has been rendered in order to receive payment. In the case of direct funding awarded in the amount of $1,000 and over given for annual support of the group’s operations with no ties to a specific program, the City shall issue the financial support on a quarterly basis in the months of September, December, April, and June; and for direct funding awarded in the amount less than $1,000 under like circumstances, the City shall issue the financial support on a semi-annual basis in the months of December and June.

The City/District reserves the right to immediately suspend financial and in-kind support to non-profit organizations in the unlikely event the City/District incurs financial constraints, or if the City/District determines the non-profit organization has undergone a significant change in terms of operation, finances, direction and/or administration.

CITY OF CYPRESS CP-7
CITY COUNCIL POLICY Page 6 of 34
Updated Sept. 202512

SUBJECT: CONTRIBUTION POLICY FOR NON-PROFIT ORGANIZATIONS _______________
JOHN B. BAHORSKI

CITY MANAGER

Organizations receiving a fee waiver for facility use are bound by the City/Districts’ Facility Use Agreements and may:
• Request to use meeting rooms based on availability during weekdays (non-prime time hours) from 9:00 a.m. to 5:00 p.m.
• Request to use meeting rooms 15 times during weekdays (prime time hours) after 5:00 p.m. (Senior Clubs exempted for Senior Center uses). • Request to use the Community Center Grand Ballroom/Senior Center Multi-Purpose Room on Friday, Saturday and Sunday twice based on availability. Use of these rooms counts towards the maximum of 15 room reservations.

The District reserves the right to immediately suspend grants in the unlikely event the City/District experience financial constraints or if an organization undergoes a significant operational, financial or other change.

Organizations receiving direct funding shall also include:
• An itemized accounting of how the funds were spent.
• Copies of invoices or receipts.
• Comparison of actual expenditures to the approved budget.

CITY OF CYPRESS CP-7
CITY COUNCIL POLICY Page 7 of 34
Updated Sept. 202512

SUBJECT: CONTRIBUTION POLICY FOR NON-PROFIT ORGANIZATIONS _______________
JOHN B. BAHORSKI

CITY MANAGER

• Explanation of any variances greater than 10% of any line item.

Organizations receiving direct support shall make good faith efforts to procure goods and services from businesses in Cypress.

Special Event Liability Insurance
For each event held on City/District property, or as otherwise requested, the organization must provide Special Event or General Liability Insurance of at least $1 million and list the City of Cypress/Cypress Recreation & Park District as additionally insured. Failure to maintain appropriate insurance coverage will result in the suspension of financial and in-kind support.

Director’s and Officer’s Insurance
In addition to the Special Event or General Liability Insurance, although not required, the City recommends that the organization purchase Director’s and Officer’s Insurance to protect their officers and directors from personal or individual liability. Organizations obtain such coverage through outside insurance agencies, which can include utilization of the City’s current broker, Alliant Services.

CITY OF CYPRESS
CITY COUNCIL REPORT
City Council Regular 14.

FROM: Alisha Farnell, City Clerk
DATE: 09/22/2025
SUBJECT: Receive Logo Survey Results and Select a City Logo

RECOMMENDATION
Receive logo survey results, select a City logo, and approve the refreshed City seal.

DISCUSSION
In 2024, the City Council engaged the City's communications and marketing consultant to begin the branding and logo development process included in the Strategic Plan. The process began with a community survey in January 2025, to obtain resident feedback on the characteristics/personality of Cypress and concepts most important to incorporate into a new City logo. In March 2025, the City established a working group composed of staff members from all departments to review the community survey results, guide accessibility updates to the City seal, and provide feedback on initial logo designs. The working group concluded its work in June 2025 and four final logo designs were presented to the City Council. The City launched a logo survey to obtain resident feedback on the final logo designs during the months of July and August. The City's communications and marketing consultant will present the results of the logo survey to the City Council at the September 22 City Council meeting.

It is recommended the City Council review resident feedback on the final logo designs, formally approve the accessibility updates to the City seal, and select a City logo.

BUDGET IMPACT
None associated with the selection of a City logo and approval of the updated City seal.

Unless directed otherwise, it is staff's intention to implement usage of the selected City logo beginning with digital formats (e.g. social media, e-mail, etc.) that do not incur costs. Future undetermined implementation costs will be incorporated into future budgets as needed.

LEGAL REVIEW
None required.

APPROVED BY: Sean Joyce, City Manager
Attachments
Final City Logo Designs
Logo Selection Survey Results
LOGO
OPTION
Cypress Legacy

LOGO
OPTION
Cypress Rising

LOGO
OPTION
Cypress Strong

LOGO
OPTION
Cypress Connected

Logo Selection Community Survey Results (Consolidated)
Q1. Which logo do you feel best represents the City of Cypress? Answer Choices Online Responses
Senior Center
Ballot Responses
Totals Total Response Percentage
Logo Option: Cypress Legacy 304 7 311 25.34%
Logo Option: Cypress Rising 136 3 139 11.32%
Logo Option: Cypress Strong 175 14 189 15.40%
Logo Option: Cypress Connected 551 37 588 47.92%
Totals 1166 61 1227
CITY OF CYPRESS
CITY COUNCIL REPORT
City Council Regular 15.

FROM: Alicia Velasco, Planning Director
DATE: 09/22/2025
SUBJECT: Approve First Reading of an Ordinance Repealing and Replacing Portions of Chapter 17 of the Cypress Municipal Code Relating to Smoking Regulations

RECOMMENDATION
Introduce for first reading an ordinance repealing Sections 17-42 through 17-50 of Cypress Municipal Code Chapter 17 and replacing it with a new Section 17-42 (Smoking Prohibited).

DISCUSSION
The City Council’s Strategic Plan includes an objective to update the Municipal Code to prohibit smoking in various areas throughout the City. At the August 25 Council meeting, the City Council provided direction on regulations to add to protect residents from second-hand smoke and other impacts caused by those smoking; that direction has been incorporated into the revised attached ordinance.

State law prohibits smoking in numerous settings, including schools and childcare facilities, playgrounds, government buildings, multi-family housing, and indoor workplaces. However, State law does not regulate smoking in outdoor dining areas or in recreational areas other than those specifically designated for children. A summary of applicable State smoking requirements is attached to this report.

The draft ordinance includes additionaloutdoor smoking prohibitions such as:

Recreational areas, including their associated parking lots; Outdoor dining areas;
Places of employment (whether indoor or outdoor);
Public event areas such as farmers markets, fairs, and festivals; Multi-unit residences and complexes, including indoor and outdoor private and common areas;
Within 25 feet of a bus stop; and,
Within 100 feet of a public or private school and day care centers.

The ordinance clarifies that violations are Municipal Code infractions, which are generally enforced by the City’s Code Enforcement Division. It should be noted that the City has one enforced by the City’s Code Enforcement Division. It should be noted that the City has one Code Enforcement Officer that works five days per week and responds to code enforcement matters primarily on a complaint-driven basis. As a result, enforcement capacity is limited, and the City will need to rely on business and property owners to assist in ensuring compliance on their premises.

BUDGET IMPACT
None.

LEGAL REVIEW
The ordinance was approved as to form and content by the City Attorney.

APPROVED BY: Sean Joyce, City Manager
Attachments
Ordinance
Summary of State Smoking Requirements
ORDINANCE NO. ______

AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF CYPRESS, CALIFORNIA, REPEALING SECTION 17-42 THROUGH 17-50 OF CHAPTER 17 (OFFENSES –

MISCELLANEOUS) OF THE CYPRESS MUNICIPAL CODE AND REPLACING IT WITH A NEW SECTION 17-42 (SMOKING PROHIBITED)
WHEREAS, pursuant to California Labor Code §6404.5(h), local governments have the full right and authority to prohibit all tobacco use indoors and outdoors in areas not already covered by state law;
WHEREAS, there is a broad public recognition by the residents of the City of Cypress (“City”) of the dangers of secondhand smoke and support for smoke-free regulations, as evidenced by a 2024 City survey in which 78.5% of 367 residents said they would be in favor of smoking prevention in their city;
WHEREAS, secondhand smoke has been repeatedly identified as a health hazard. The California Environmental Protection Agency includes secondhand smoke to the Proposition 65 list of chemicals known to the state of California to cause cancer, birth defects, and other reproductive harm;
WHEREAS, exposure to secondhand smoke has negative health impacts, causing disease and death, and such exposure can occur at significant levels outdoors; WHEREAS, the City intends to protect the public health, safety, and welfare of its residents, especially children, by promoting and affirming a healthy environment; and WHEREAS, the City Council desires to attain the foregoing objectives.

NOW THEREFORE, THE CITY COUNCIL OF THE CITY OF CYPRESS HEREBY ORDAINS AS FOLLOWS:

SECTION 1. Recitals Incorporated. The City Council finds the foregoing Recitals are true and correct and are incorporated herein by this reference.

SECTION 2. Sections 17-42 through 17-50 of Chapter 17 (Offenses – Miscellaneous) of the Cypress Municipal Code are hereby repealed in their entirety and replaced with a new Section 17-42, which shall read as follows:
§ 17-42. SMOKING PROHIBITED
A. Definitions.

For the purposes of this chapter, the following terms and phrases shall have the meaning given in this section unless the context clearly requires otherwise:
(1) "Cannabis" means all parts of the plant Cannabis sativa Linnaeus, Cannabis indica, or Cannabis ruderalis, whether growing or not; the seeds thereof; whether crude or purified, extracted from any part of the plant; and every compound, manufacture, salt, derivative, mixture, or preparation of the plant, its seeds, or resin. "Cannabis" also means the separated resin, whether crude or purified, obtained from cannabis. "Cannabis" includes cannabis that is used for medical, non-medical, or other purposes. "Cannabis" does not include the mature stalks of the plant, fiber produced from the stalks, oil or cake made from the seeds of the plant, any other compound, manufacture, salt, derivative, mixture, or preparation of the mature stalks (except the resin extracted therefrom), fiber, oil, or cake, or the sterilized seed of the plant which is incapable of germination. "Cannabis" also does not include industrial hemp, as defined in California Health and Safety Code Section 11018.5.
(2) "Designated smoking area" means an area that is designated by signage that identifies it as a smoking area and is located at least 50 feet from any location where smoking is prohibited by this chapter, at least 50 feet from any door, window, opening, or air intake for an enclosed area, and contains a waste receptacle for smoking product waste. (3) "Employee" means any person who is employed or retained as an independent contractor by any employer in consideration for direct or indirect monetary wages or profit, or any person who volunteers his or her services for an employee. (4) "Employer" means any person or nonprofit entity that retains the service of one or more employees.
(5) "Enclosed area" means any structure having a roof supported by columns or walls and intended for the shelter, housing or enclosure of persons, animals, goods, equipment, vehicles, processes, or activities of any kind.
(6) "Multiunit residence" means a residential use in which there is more than one dwelling unit on a lot, including senior and assisted living facilities, and long- term health care facilities and excluding navigation centers or emergency shelters as those terms are commonly defined.
(7) "Outdoor dining area" means any publicly or privately owned outdoor area, including streets and sidewalks, that is available to or customarily used by the general public or an employee, and that is designed, or regularly used for consuming food or drink. (8) "Place of employment" means an area under the control of an employer that an employee or the general public may enter in the normal course of operation, regardless of the hours of operation, including work areas and construction sites. (9) "Public event areas" means any publicly or privately owned place used for an event open to the general public, regardless of any fee or age requirement, including a farmers' market, parade, fair, or festival.
(10) "Recreational area" means any area open to the public for recreational purposes, publicly or privately owned, including, but not limited to, parks, picnic areas, playgrounds, gardens, athletic fields, walking paths, hiking trails, amphitheaters, bike paths, sports facilities, and other locations designated as open space (OS) in the Cypress Municipal Code, and their associated parking lots. (11) "Smoking" means inhaling, exhaling, burning or carrying any lighted, heated or ignited tobacco or cannabis product.
(12) “Tobacco product" means: (1) any product that is made from or derived from tobacco, or that contains nicotine, that is intended for human consumption or is likely to be consumed, whether inhaled, absorbed, or ingested by any other means, including but not limited to, a cigarette, a cigar, pipe tobacco, chewing tobacco, snuff, or snus; (2) any electronic smoking device and any substances that may be aerosolized or vaporized by such device, whether or not the substance contains nicotine; or (3) any component, part, or accessory of (1) or (2), whether or not any of these contains tobacco or nicotine, including but not limited to filters, rolling papers, blunt or hemp wraps, hookahs, mouthpieces, and pipes.

B. Prohibition of smoking in designated areas.
(1) Except as otherwise expressly authorized by state or federal law, smoking is prohibited in the enclosed and unenclosed areas of the following places within the city:
(a) Recreational areas;
(b) Outdoor dining areas;
(c) Places of employment;
(d) Public event areas;
(e) Multiunit residences and complexes, including outdoor common areas unless specifically designated for smoking;
(f) Within 25 feet of a bus stop; and,
(g) Within 100 feet of public or private schools and day care centers. (2) Nothing in this chapter prohibits any person or employer with control over any property from prohibiting smoking on any part of such property, even if smoking is not otherwise prohibited in that area.

C. Prohibitions generally.

No person shall intimidate, harass, or otherwise retaliate against any person who seeks to attain compliance with this chapter. Moreover, no person shall intentionally or recklessly expose another person to secondhand smoke in response to that person's effort to achieve compliance with this chapter.

D. Enforcement, Violations and Penalties.
(1) No person or employer shall allow smoking in any area under their control where smoking is prohibited by this chapter or by other law.
(2) A person or employer that has control of an area in which smoking is prohibited by this chapter or other law shall post a clear, conspicuous, and unambiguous "No Smoking" sign at each entrance to the area. Signs posted on the exterior of buildings to comply with this section shall include the 25- or 100-foot distance requirement set forth in Section 17-42(B)(1). The presence or absence of signs shall not be a defense to a charge of smoking in an area where smoking is prohibited. (3) A person or employer that has control of an area in which smoking is prohibited by this chapter shall direct anyone who is smoking in violation to stop. If they do not stop smoking, the person or employer may refuse any service and immediately ask them to leave the property. If the ejection is from a public event, it shall be for the duration of the public event.
(4) Multiple violations of this chapter by a person or employer that has control of an area in which smoking is prohibited by this chapter may result in the suspension or revocation of any permit or license issued to the person for the property on which the violation has occurred.
(5) Each instance of smoking in violation of this chapter shall constitute a separate violation.

For violations other than for smoking, each day of a continuing violation of this chapter shall constitute a separate violation.
(6) Any violation of this article is punishable pursuant to section 1-7 of the Cypress City Code, except for as preempted by state law.
(7) Any violation of this article is hereby declared to be a public nuisance. (a) Any activity that is conducted in violation of any provisions of this article is hereby declared to be a public nuisance, and, as such, may be abated or enjoined from further operation, in accordance with the procedures set forth in Chapter 13, Article III of the Cypress Municipal Code.
(b) All costs to abate such public nuisance, including attorneys’ fees and court costs, shall be paid by the person causing the nuisance.
(c) Any appeal to a determination that such activity constitutes a public nuisance shall be pursuant to the appeal provisions in Chapter 13, Article III of the Cypress Municipal Code.
(8) The remedies provided by this chapter are cumulative and in addition to any other remedies available at law or in equity.

SECTION 3. Severability. If any section, subsection, sentence, clause, paragraph, or phrase of this Ordinance or any part thereof is for any reason held to be invalid or otherwise unenforceable by any court of any competent jurisdiction, such decision shall not affect the validity of the remaining portions of this Ordinance or any part thereof. The City Council hereby declares that it would have enacted each and every section, subsection, sentence, clause, paragraph, or phrase thereof, irrespective of any determination of validity.

SECTION 4. Effective Date. This Ordinance shall take effect 30 days after its adoption.

SECTION 5. Certification. The City Clerk shall certify as to the passage and adoption of this Ordinance and shall cause the same to be published and posted at the designated locations in the City of Cypress.

ADOPTED, SIGNED, and APPROVED this ___ day of ________, 2025. _____________________________
David Burke, Mayor
ATTEST:
______________________________
Alisha Farnell, City Clerk

SMOKING IS PROHIBITED
Spaces Description Code
Child/Day
Care Centers
Within licensed day care centers, including private residences licensed as family day care homes.

Health and Safety
Code Section
1596.795
Farmers’
Markets
Within 25 feet of the common commerce area of certified farmers’ markets. Health and Safety Code Section 114371
Foster and
Group Homes
Within a foster or group home, as well as outside the home when children are present.

Health and Safety
Code Section 1530.7
Government
Buildings
In all state, county, and city government buildings, including California community college district buildings, as well as within 20 feet from their main exits, entrances, or operable windows, and in any passenger vehicle owned by the state.

Government Code
Section 7596-7597
Multi-Unit
Housing
In apartment and condominium indoor common areas (including hallways, stairwells, laundry rooms and recreation rooms). In addition, it is legal for landlords to make all housing they own and manage smoke-free.

Labor Code Section
6404.5; Civil Code
Section 1947.5
State Parks
& Beaches
Within state parks and state coastal beaches. Additionally, the disposal of used cigar or cigarette waste is prohibited unless the disposal is made in an appropriate waste receptacle. Exceptions include paved roadways or parking facilities of state parks and state coastal beaches.

Public Resources Code
Section 5008.10
Personal
Vehicles
When a minor (less than 18 years of age) is present in a motor vehicle that is in motion or at rest.

Health and Safety
Code Section 118948
Public
Transportation
In all public transportation systems and in any vehicle of an entity receiving transit assistance.

Health and Safety
Code Section 118925
California’s Statewide Smoke-Free Air Laws & Restrictions Smoke-Free Air Laws Matter
Smoking and secondhand smoke cause life threatening diseases. It is estimated that nearly 40,000 Californians die each year from diseases caused by smoking and secondhand smoke exposure.1 California has long led the way in adopting strong and
innovative smoke-free air laws that protect people from secondhand smoke exposure. These laws protect Californians at most workplaces and in spaces often frequented by children and youth, who are especially vulnerable to the negative health effects of secondhand smoke. California’s smoke-free laws include tobacco products such as cigarettes, cigars, and pipes, as well as electronic smoking devices. Certain laws prohibit the use of all tobacco products, including tobacco that is chewed or dissolved.

Free help with quitting is available at https://www.nobutts.org/ or by calling 1-800-NO BUTTS and 1-844-8-NO VAPE.

Local Laws May be Stronger
Local jurisdictions have and continue to adopt smoke-free laws that are stronger than state laws. Contact your local tobacco control program to learn more about your municipal smoke-free laws or to report smoking violations. For more information, visit www.cdph.ca.gov/Tobacco
Workplaces In all indoor workplaces including bars, restaurants, offices, factories and warehouses. Exceptions include long-term health care facilities (which may designate smoking areas for patients), theatrical productions (where smoking is an integral part of the story), and medical research or treatment sites (where smoking is integral to the research or treatment). Cabs of trucks or tractors must be smoke-free when nonsmoking employees are present. All hotel and motel lobbies, common areas, employee-only areas, meeting or banquet rooms, and at least 80% of guest rooms within a hotel must be smoke-free.

Smoking is allowed in tobacco shops and in private smokers’ lounges, as long as it occurs in an enclosed area in or attached to a retail or wholesale tobacco shop.

Labor Code
Section 6404.5
Youth
Busses
By an operator of a youth bus at all times when operating a youth bus. Vehicle Code 12523

SMOKING AND TOBACCO PRODUCTS ARE PROHIBITED
Spaces Description Code
Correctional
Facilities
In all state correctional facilities. Only possession of tobacco products in Department of Corrections’ residential staff housing where inmates are not present is permitted.

Penal Code
Section 5030.1
Playgrounds,
Tot Lots &
Youth Sporting
Events
Within 25 feet of a playground, tot lot sandbox, or recreational area specifically designed for use by children, and within 250 feet of a youth sports event, which includes any practice, game, or related activity at which athletes up to 18 years of age are present.

Health and Safety
Code 104495
Schools
(Public &
Charter)
In all school districts, charter schools, and county offices of education, while students attend school-sponsored activities or are under the supervision and control of school employees. Tobacco and nicotine products are prohibited in charter school-or school district-owned or leased buildings, on school or district property, and in school or district vehicles.

Health and Safety
Code Sections
104420, 104559;
Education
Code 48901
1 California Department of Public Health, California Tobacco Control Program. California Tobacco Facts and Figures 2018. Sacramento, CA: California Department of Public Health; 2020 CITY OF CYPRESS
CITY COUNCIL REPORT
City Council Regular 16.

FROM: Fred Galante, City Attorney
DATE: 09/22/2025
SUBJECT: Identify an Executive Search Firm to Assist with the City Manager Recruitment

RECOMMENDATION
Identify and approve a contract with an executive search firm to assist in the recruitment of a permanent City Manager.

DISCUSSION
The City Council appointed retired annuitant Sean Joyce as Interim City Manager effective September 15. One of the conditions set forth by CalPERS when hiring a retired annuitant is that the employer must actively conduct a recruitment to permanently fill the vacant position during the retired annuitant's assignment. As such, the City contacted eight executive search firms that specialize in recruitments for local government agencies, are well-known in the industry and have experience leading City Manager recruitments. The City has previously contracted with three out of the eight firms on successful executive-level recruitments.

Six of the eight firms submitted proposals (attached). Two firms (Teri Black & Associates and Jacob Green & Associates) indicated they did not have the sufficient resources available to start the recruitment in September and declined to provide a proposal.

Name of Firm Cost Additional Costs
Alliance Resource Consulting $35,000
Bob Hall & Associates $27,500 Up to $2,500
Bob Murray & Associates $35,000
Peckham & McKenney $30,000
Ralph Anderson & Associates $29,500
WBCP $28,900 Up to $5,500 - $7,900
The proposals were provided to the City Council on September 8 in Closed Session, and they directed the City Attorney to add an item to the September 22 agenda for the City Council to discuss the proposals and choose a firm to assist with the recruitment. Once the City Council selects a firm, the contract agreement can be approved administratively by the City Manager per the City's purchasing ordinance. The terms of the agreement will be consistent with the proposal provided by the selected firm and the terms of the City's general services agreement form, subject to approval of the agreement by the City Attorney.

BUDGET IMPACT
The proposals submitted by the six firms range from $27,500 to a maximum of $36,800 and sufficient amounts are included in the General Fund budget for executive recruitment services.

LEGAL REVIEW
The City Attorney prepared the report.

APPROVED BY: Sean Joyce, City Manager
Attachments
Executive Search Firm Proposals
City Manager
City of Cypress, CA
August 28, 2025

VIA EMAIL
Ms. Regina Nguyen
Human Resources Manager
City of Cypress
5275 Orange Avenue
Cypress, CA 90630
Dear Ms. Nguyen:

Alliance Resource Consulting is pleased to present this proposal to assist City of Cypress in recruiting its next City Manager. We understand the high stakes of this hire and are committed to making your job easier by delivering a seamless, client-centered process that identifies exceptional leadership talent. Our team will manage the details, reduce the burden on your staff, and ensure you meet your timeline with confidence.

With a proven track record of over 800 executive placements nationwide and deep expertise in public sector leadership, Alliance stands apart through its highly personalized, clientcentered approach. From strategy development to final negotiations, our recruitment team will provide you with continuous support, transparent communication, and access to cuttingedge recruitment tools. Our commitment to diversity, professionalism, and exceptional service ensures that you will meet your timeline and hiring goals with confidence.

Why Alliance Stands Apart
Alliance Resource Consulting delivers a level of partnership and responsiveness that sets us apart in the executive search industry. Unlike larger firms that may rely on formulaic processes, we provide a boutique, customized approach where every client receives executive-level attention and hands-on support. We go beyond advertising, proactively identifying and engaging top-tier, diverse candidates — including those not actively seeking new roles. Our streamlined technology platform, paired with frequent, transparent communication, makes the search process easier for our clients while enhancing the candidate experience. With Alliance, you’re not just hiring a search firm — you’re gaining a dedicated partner committed to your success.

Sincerely,
Sherrill Uyeda Wesley Herman
Founding Partner Regional Director, West Coast
Since 2004, Alliance Resource Consulting has
earned a reputation for delivering high-touch, highquality executive search services tailored to each client’s unique needs. As a minority- and femaleowned firm, we bring proven success in achieving diversity goals, and our track record includes over
800 successful placements nationwide.

We are based out of La Palma, California, and have
consultants in Orange County, Los Angeles, Los
Altos and Sacramento, California; and Tallahassee,
Florida.

Our Current Staffing
A team of professionals dedicated to helping you find talented candidates who embrace your organizational culture
About Us / Firm Qualifications
f Proactive, multilayered search: We don’t
just post ads — we actively identify and
engage top-tier candidates.
f White-glove service: Two dedicated
consultants ensure constant communication,
rapid responsiveness, and personalized
attention.
f Technology-enabled ease: Our streamlined
application portal and real-time client
dashboard simplify your work and keep you
informed.
f Respect and professionalism: We treat
clients and candidates with the utmost care,
enhancing your organization’s reputation in
the market.
f On-time, on-budget delivery: We take full
ownership of the process, so you can focus
on your priorities while we deliver exceptional
results.

Sherrill Uyeda
Founding Partner
Wesley Herman
Regional Director, West Coast
David McDonald
Regional Director, East Coast
Syldy Tom
Director, Southern California
Sheryl Stewart
Senior Consultant
Rich Kaplan
Senior Consultant
Linda Kann
Special Projects & Graphics Manager
What sets us apart:

Don’t leave leadership to chance —
trust us to deliver the perfect executive
match for your organization.
3 Alliance Resource Consulting | alliancerc.com
Our Experience
We have extensive nationwide experience recruiting well-qualified individuals for government agencies and special districts. We have placed excellent people with diverse backgrounds in organizations large and small.

We always deliver on time and within budget, and we take great care to preserve our client’s confidentiality before, during, and after the recruitment process.

Past Placements
f City Manager - City of Hidden Hills, CA (2025)
f City Manager - City of Solana Beach, CA (2024)
f Deputy City Manager - City of San José, CA (2022)
f City Manager - City of Palm Springs, CA (2021)
f Assistant City Manager/Director of Community Development - City of Pleasant Hill, CA (2021) f Deputy City Administrator - City of Issaquah, WA (2019) f City Manager - City of Hawaiian Gardens, CA (2016)
f Assistant City Manager - City of San José, CA (2014)
f Assistant City Manager/Chief Operating Officer - City of Ventura, CA (2012) f City Manager - City of Compton, CA (2012)
f City Manager - City of Bellflower, CA (2011)
f City Manager - City of El Segundo, CA (2011)
f City Manager - City of Clovis, CA (2011)
f City Manager - City of Hillsboro, OR (2011)
f City Manager - City of Seal Beach, CA (2011)
Alliance Resource Consulting | alliancerc.com 4
Strategy Development
We will interview members of the Search Committee and other client contacts to obtain a detailed understanding of the position, key goals and challenges, and organizational culture. Then we will summarize our findings and submit a Recruitment Profile to you for approval. Once approved, the Recruitment Profile will be sent to potential candidates with authorized information about the organization and the position.

Active Recruitment
Once you have approved the Recruitment Profile, we will actively seek out individuals who meet your expectations.

Our hands-on approach ensures successful outcomes
We will place advertisements in professional journals and online sites because, even today, ads can be an effective means of attracting quality applicants. However, our experience has proven that extra work is often needed to attract the most competitive candidates — they must be sought out and encouraged to explore new opportunities.

To generate a high level of interest in your organization and the position you want to fill, we will conduct thorough research to identify a strong bench of prospective candidates. Then we will reach out to each of them individually via mail, email, social media, and telephone to promote the job and answer any questions they may have. As the application deadline approaches, we will do a final round of follow-up to our target list of candidates to inspire them to pursue the opportunity.

As a matter of corporate policy, we do not discriminate against any applicant on the basis of race, religion, creed, age, color, marital status, sex, sexual identity, gender preference, disability, medical condition, veteran status, or national origin.

Recruitment Methodology & Approach
We approach every search as a trusted extension of your team. Our goal is to handle the complexity, minimize your workload, and deliver a slate of well-vetted, highly qualified candidates. f Deep discovery: We invest time upfront to understand your organization’s culture, values, and strategic priorities.
f Aggressive outreach: Beyond traditional advertising, we directly approach passive candidates and leverage our national network.
f Candidate care: We prepare candidates thoroughly, helping them put their best foot forward while ensuring their experience with your organization is professional and positive. f Hands-on support: From interview coordination to background checks and negotiations, we stand beside you every step of the way.

We act as an extension of your organization
Our recruitment approach includes:
1 2 3 4 5
Strategy
Development
Candidate
Evaluation &
Progress
Report Meeting
Background
Checks &
Negotiations
Active
Recruitment
Interviews &
Final Reports
5 Alliance Resource Consulting | alliancerc.com
Candidate Evaluation & Progress Report Meeting
We will review, acknowledge, and evaluate all applications received. We will conduct screening interviews with the most promising candidates. We will complete article and social media checks. When we have completed our candidate evaluation, which is typically a week after the resume deadline, we will send you a progress report that includes the leading candidates’ application materials. Then we will schedule a meeting with you to walk through the progress report. The purpose here is two-fold: One, you will have the opportunity to review the candidates and select the individuals you would like to interview. Two, we have a chance to learn how your thoughts about the ideal candidate may have evolved during the recruitment process.

Interviews & Final Reports
f Candidate Fit and Interview Readiness
To support a smooth and effective interview process, we conduct readiness sessions with shortlisted candidates. These sessions help us further assess each candidate’s alignment with your agency’s priorities, culture, and the ideal qualifications for the role. At the same time, they ensure candidates are professionally prepared to clearly present their experience and fit, enabling your interview panel to make well-informed, side-by-side evaluations. These sessions are not coaching, and we intentionally do not share or discuss your interview questions to preserve the integrity and objectivity of your recruitment process. f Preliminary Interview & Final Reports
We will schedule the candidates for preliminary interviews with your organization. You will be responsible for identifying and confirming the availability of the interview panelists. When all the candidates’ interview times have been confirmed, we will send confidential final reports to the interview panelists so they can familiarize themselves with the candidates’ qualifications before the interviews. Interviews can be conducted on-site or virtually. Either way, we will be present on the day of to facilitate the process from start to finish. f Final Interviews
Follow-up interviews with shortlisted candidates can be scheduled directly by your team, or we’re happy to coordinate this step on your behalf upon request.

Background Checks & Negotiations
f Background Checks
In the interest of providing as complete a picture as possible of your top candidate, Alliance will partner with reputable, reliable outside companies who specialize in completing education verifications and conducting civil, criminal, motor vehicle record, and credit checks. In addition, our in-house team will complete 360-degree (supervisor, peer, and subordinate) reference checks for your top candidate. The findings of these efforts will be presented to you in two separate, confidential reports and no extra charge. f Negotiations
As a final step in the recruitment process, we will support you as you negotiate with your top candidate.

The goal will be to develop an employment agreement that is acceptable to all parties which creates a solid foundation for future success.

Alliance Resource Consulting | alliancerc.com 6
Your Role
As our client, you have a very important role in the recruitment process. While we may identify and recommend qualified candidates, it is you and your organization who must decide which candidate to hire.

To ensure that we are able to provide you with quality candidates, we ask that you:
f Be clear about the qualifications and characteristics you are seeking in the ideal candidate. f Advise us about any information you would like to keep confidential (e.g., privileged information). f Provide feedback on the information and recommendations we make. f Act swiftly with promising candidates. To ensure that your top candidates are not lost to other organizations, we encourage you to schedule interviews within two to three weeks of the application deadline, follow up with the leading candidates immediately after their interviews, and begin negotiations as soon as you have determined who is your top candidate.
f Share complete and honest information about your organization and the employment opportunity with the leading candidates so they feel confident that joining your organization will be the right career move for them. f Maintain confidentiality (while respecting relevant state laws about open disclosure) to protect the integrity of the recruitment process and to ensure that none of the candidates’ current jobs are put at risk.

By doing your part, you will maximize the likelihood of mutual success. 7 Alliance Resource Consulting | alliancerc.com
Projected Timeline
We are happy to adjust this timeline to align with your needs and priorities.

Week 1 Meet with key stakeholders to gather insights and background on the role.

Week 2-3 Develop and obtain approval for the Recruitment Profile. Develop a list of potential candidates to target. Prepare and place advertisements, if desired.

Week 4-7 Launch active recruitment — identify, engage, and cultivate top candidates for the position.

Week 8-9 Evaluate resumes and gather supplemental information. Submit progress report and meet to review leading candidates.

Week 10 Conduct interviews with the most qualified candidates.

Week 11 Deliver the final report and coordinate the client interview process.

Following
Interviews
Verify degrees and certifications of the top candidate. Check references and conduct criminal litigation, civil litigation, motor vehicle record and, if appropriate for the position, credit checks. Assist with negotiations.

Competitive Advantage
Unlike larger firms that may rely heavily on advertising or transactional processes, Alliance offers a boutique, client-centered approach with an emphasis on customization, flexibility, and responsiveness. Our firm’s leadership stays directly involved in every engagement, ensuring you receive executive-level attention and expert judgment throughout the process. Our cutting-edge technology, paired with a deep commitment to diversity and client satisfaction, enables us to deliver results that consistently exceed client expectations.

At Alliance Resource Consulting, we offer our clients exclusive access to a secure online portal where they can easily review candidate resumes, cover letters, and supplemental materials in real time. Unlike many firms that rely on email exchanges and static documents, our modern platform streamlines the candidate review process and enhances communication with your hiring team. This added transparency and efficiency is a key advantage of partnering with Alliance — giving you greater control, quicker access to information, and a smoother, more responsive recruitment experience.

Alliance Resource Consulting | alliancerc.com 8
Recruitment Costs
Transparent, Value-Driven Pricing
Our fee for this executive search is a fixed amount of $35,000, which includes:
f Comprehensive search services, from strategy development to final candidate selection f Up to three key meetings (via virtual or in-person): Recruitment Profile development, Progress Report presentation, and first-round interview facilitation
f Full candidate outreach, vetting, and reporting
f Background checks and negotiation support at no additional professional charge Additional in-person meetings, if requested, are available at $2,000 per meeting. Candidate travel reimbursements, if applicable, are handled directly by the client.

Billing Schedule
We are happy to adjust the billing schedule to meet your administrative needs. With Alliance, you benefit from transparent pricing, no hidden fees, and a process designed to deliver maximum value.

Cancellation / Discontinuation Clause
Flexibility and Client Control
We understand that priorities can shift, and you retain full flexibility to discontinue the search at any point. Should you choose to cancel the assignment, you will only be billed for services performed and expenses incurred up to the date of cancellation:
f Within the first 30 days, one-third of the professional fee is due. f After 30 days, the remaining fee is prorated based on time elapsed. f After 90 days, the full professional fee is due.

Additionally, if you hire — within one year — any candidates introduced during our search process for a position other than the original role, a reduced placement fee of $10,000 per hire will apply.

Our goal is to provide you flexibility and fairness, while ensuring transparency in our partnership.

Our Commitment to Your Success
We stand fully behind the quality of our work and the success of the leaders we help you hire. If the selected candidate (recommended by us for hire and excluding internal candidates) leaves for any reason within one year of their start date, Alliance Resource Consulting will conduct a replacement search at no additional cost.

Our goal is not just to fill a position — it’s to ensure you have the right leader in place for the long term. This commitment reflects our confidence in our process and our dedication to your satisfaction and success. 1st Billing Due after start meeting $11,666
2nd Billing Due after progress report delivery $11,667
3rd Billing Due after interviews are complete $11,667
9 Alliance Resource Consulting | alliancerc.com
Contact Information
Alliance Resource Consulting
Headquarters
1 Centerpointe Drive, Suite 440
La Palma, CA 90623
Website: www.alliancerc.com
LinkedIn: https://www.linkedin.com/company/alliance-resource-consulting Wesley Herman
Office: (562) 901-0769 x 337
E-mail: [email protected]
Sherrill Uyeda
Office: (562) 901-0769 x 331
E-mail: [email protected]
References
City of Anaheim, CA
Name: Luz Flores
Title: Recruitment/HRIS Manager
Phone #: (714) 765-4572
Email: [email protected]
City of Pleasant Hill, CA
Name: Ericka Mitchell
Title: Human Resources & Risk Manager
Phone #: (925) 671-5277
Email: [email protected]
City of El Segundo, CA
Name: Rebecca Redyk
Title: Human Resources Director
Phone #: (310) 524-2335
Email: [email protected]
At Alliance Resource Consulting, we don’t just deliver candidates — we deliver peace of mind. Our team is ready to partner with City of Cypress to ensure a seamless, efficient, and highly successful City Manager search. We look forward to bringing you exceptional service, trusted guidance, and a results-driven process that makes your job easier and secures the leadership your community deserves.

Alliance Summary
Alliance Resource Consulting | alliancerc.com 10
Biographies
Wes is an accomplished executive recruiter specializing in local government placements, with extensive experience in law enforcement, public sector management, and private sector leadership. With more than 16 years of leadership in municipal policing in Northern California, he has spearheaded strategic initiatives and personnel selection to bolster public safety and operational excellence. His career includes launching specialized units, fostering public-private partnerships, and leveraging technology to advance policing practices, all while managing high-profile initiatives and diverse teams.

Before transitioning into law enforcement, Wes spent over a decade in the private sector, leading approximately 100 executive, department head, and technical recruitments for local governments on the West Coast. His ability to identify and align talent with organizational needs has helped his clients build strong, effective leadership teams. Wes’ deep understanding of public sector challenges and needs, coupled with his extensive network and relationship-building skills, has positioned him as a reliable partner who can navigate complex organizational landscapes and connect clients with exceptional leadership talent.

Wes holds a Master of Science in Law Enforcement and Public Safety Leadership from the University of San Diego and a Bachelor of Science in Economics and Business Administration from Saint Mary’s College of California. His forward-thinking approach and dedication to impactful public sector solutions make him a trusted partner in advancing the leadership and effectiveness of local government.

Wesley Herman
Regional Director, West Coast
Sherrill has over twenty-five years of public sector executive search experience. She began her career in executive search in 1998 and from 1999 to 2004, Sherrill was an executive search consultant with MAXIMUS, a leading government consulting firm which assists state, federal and local governments. In 2004, along with Eric J.

Middleton, she founded Alliance Resource Consulting LLC.

Since 2007, Sherrill has been instrumental in expanding the organization’s presence in the Silicon Valley, Tampa (FL) and Sacramento (CA). She fosters an environment of frequent communication to both clients and candidates as well as ensuring transparent and ethical recruitments on a timely basis. Her leadership and collaborative skills have led to an impressive hiring and retention rate.

Sherrill’s track record of recruiting high-profile government executives across the nation in various industries include: city and county management, transportation, utilities, human resources, library services, building and planning, economic development and pension and retirement systems. Past clients for nationwide recruitments have included the City/County of San Francisco (CA), the County of Los Angeles (CA), Arlington County (VA), Broward County (FL), the City of Atlanta (GA), the City of Alexandria (VA), the City of Boston (MA), the City of Dallas (TX), and the City of San José (CA). Past retirement systems, she has recruited for are: Contra Costa County Employees Retirement Association, Fresno County Employees Retirement Association, Kern County Employees Retirement Association, Marin County Employees Retirement Association, Santa Barbara County Employees Retirement System, and Sonoma County Employees Retirement Association.

Additional areas of expertise include: facilitating community forums and outreach meetings, conducting multilingual citizen surveys and compensation and benefits negotiations.

Sherrill graduated from the University of Southern California, with both a Bachelor of Arts degree in Communication Arts and Sciences and a Master of Public Administration degree. She is a member of USC’s Town and Gown and the Society for Human Resources Management.

Sherrill Uyeda
Founding Partner
11 Alliance Resource Consulting | alliancerc.com
Bob Hall & Associates
Executive Recruitment and Municipal Services
City Manager
Recruitment Proposal
www.bobhallandassociates.com | (714) 625-5896 | [email protected] August 27, 2025
Dear Honorable Mayor and City Council:

Bob Hall & Associates is pleased to submit this proposal to the City of Cypress for executive recruitment services. Our firm is uniquely positioned to deliver exceptional value due to our deep familiarity with Orange County, and the challenges facing the organization. Having previously conducted numerous recruitments in cities throughout the County, we bring unparalleled insight and an ability to hit the ground running—ensuring a seamless and highly efficient recruitment process.

With decades of experience serving municipal governments, our team consists of seasoned professionals, including former city managers, assistant city managers, HR professionals, public works leaders, engineers, and police chiefs. This breadth of expertise allows us to go beyond standard position profiles, ensuring that we identify the most qualified candidates who align with the City’s culture, operational needs, and long-term goals.

At Bob Hall & Associates, we don’t just serve as recruiters—we act as an extension of the City’s human resources team. We understand that municipal HR departments are often stretched thin, which is why we provide hands-on support throughout the recruitment process. Whether it’s advising on best practices, handling critical recruitment tasks, or offering strategic guidance, we are committed to lightening the workload for City staff while delivering top-tier candidates.

Our approach is rooted in responsiveness, accessibility, and a commitment to excellence.

We pride ourselves on being available whenever needed—whether for a quick question or a more substantial discussion. Additionally, our local presence within the region gives us a strong understanding of regional workforce trends, community expectations, and the competitive landscape.

We are excited about the opportunity to support the City of Cypress and look forward to furthering our partnership. Please feel free to reach out with any questions, and we welcome the opportunity to discuss how we can best serve your recruitment needs.

Thank you,
Rachel Hall
www.bobhallandassociates.com | (714) 625-5896 | [email protected] Executive Summary
We are thrilled to present our proposal to the City of
Cypress for the recruitment and identification of a new City Manager. At Bob Hall & Associates, we leverage our extensive network and deep understanding of talent acquisition to deliver an exceptional pool of top candidates. Our approach combines personalized service with a robust recruitment strategy, ensuring that we meet the unique needs of our clients.

At Bob Hall & Associates, we stand out as your premier
recruitment partner for several reasons:

Fully Customized Recruitment Solutions:

We understand that every organization has unique needs.

Our approach is tailored specifically to your goals and culture, ensuring that we identify candidates who are not only qualified but also the perfect fit for your team.

Unparalleled Communication:

We believe in keeping you informed at every stage of the recruitment process. Our team is dedicated to providing timely updates, feedback, and insights, fostering transparency and trust throughout our partnership.

Exceptional Customer Service:

Your satisfaction is our priority. We pride ourselves on delivering an outstanding customer experience, from our initial consultation to the successful placement of candidates.

Our commitment to responsiveness and support means you’ll always have a reliable partner by your side.

With hundreds of years of combined experience in municipal government and leadership, the Bob Hall & Associates team is well-equipped to understand and address the diverse
needs of your City. Our late founder, Bob Hall, brought invaluable insights from his tenure as City Manager in
Fountain Valley, Laguna Niguel, and Stanton. His legacy continues to inspire our recruiting process, emphasizing the importance of finding the right talent to build highperforming teams.

We look forward to the opportunity to
partner with the City of Cypress and
contribute to your success.

Mailing Address: 4336 Guava Court, Las Vegas, NV 89135
Physical Address: 16957 9th Street, Sunset Beach, CA 90742 www.bobhallandassociates.com | (714) 625-5896 | [email protected] Founded in August 2019, Bob Hall & Associates offers a fresh perspective on the recruitment process. With over 30 years of experience in city government, including extensive recruitment expertise, Bob Hall cultivated a robust network throughout California.

Transitioning from City Manager to Recruiter, Bob recognized the need for a more personalized approach that often gets overlooked by larger firms.

Our mission has always been to connect candidates with
opportunities that not only align with their skills but also foster their success in achieving project goals. Partnering with Bob from the outset, Rachel Hall continues to uphold his legacy by delivering highquality recruitment services with a strong emphasis on individualized attention.

Company Background
Kristine Ridge - Executive Recruiter
Kristine has a 34-year distinguished public
service career with the last 24 years in multiple
high level positions with the Cities of Santa
Ana, Anaheim and Laguna Niguel. Over her
vast career she demonstrated a talent for
creating solutions for complex municipal
challenges. Kristine has worn different hats
within her career with appointments including
City Auditor, Finance Director, Human Resources Director, Deputy City Manager, Assistant City Manager and City Manager. She most recently retired from her position of City Manager for the City of Santa Ana.

Prior to that she held the position of City Manager in Laguna Niguel and Assistant City Manager in the City of Anaheim. She received her Undergraduate Degree in Accounting and began her career in auditing as a CPA for the State of Arizona Auditor General’s Office. Later she relocated to California and began what would become a very rewarding career in municipal government while receiving a Masters Degree in Organizational Leadership from Chapman University. Over the years she developed a passion for mentoring others to better serve the public. She was also active in many professional associations and served on a number of boards.

Meet Our Recruitment Team
Sherry Johnson - Executive Recruiter
Sherry spent 25 years in public service working
with the City of Westminster starting her career
as a staff accountant and ultimately retiring
from the City as Interim City Manager in 2021.

Following her retirement, Sherry has spent
time working in the City of Fountain Valley,
Seal Beach, and Westminster serving as interim
Finance Director and as a financial consultant.

During her role as interim, she mentored and
developed the teams around her and spearheaded the recruiting process to fill the full-time positions with strong candidates. Sherry Johnson has a Bachelor’s Degree in Accounting from California State University, Fullerton and is a CPA.

Her experience includes extensive finance management, budgeting, utility services (water, sewer, storm drain, street sweeping & trash) including rate/cost analysis, ten & twenty-year budget & cash flow modeling, 218 compliance, successful ballot revenue measures, purchasing/warehouse operations, and multiple Enterprise Resource (ERP) software system. She also has experience working as an accountant for a restaurant corporation, a technology corporation, and as a consultant for an accounting software company.

Meet Our Recruitment Team
Rachel Hall - Owner
Rachel Hall is the co-founder and owner of Bob Hall & Associates, established in 2019 alongside her father, Bob Hall. With a passion for connecting talented individuals with their ideal career opportunities, she has helped build a firm that prioritizes exceptional customer service and personalized recruitment solutions. Rachel’s innovative approach and dedication to understanding the unique needs of each organization have been pivotal in the firm’s growth and success.

Paying homage to her late father’s passion to serve, Rachel is dedicated to empowering organizations to build highperforming teams. Under her leadership, Bob Hall & Associates continues to thrive as a trusted partner for local government agencies seeking top talent.

Rachel has a Master’s in Business Administration and Bachelor’s Degree in Communications from the University of Arizona. Prior to Bob Hall & Associates, Rachel worked in several capacities in municipal government. Proficient in tools such as Adobe Suite, Microsoft Office, Google Workspace, and NeoGov, Rachel ensures a streamlined and efficient process that meets the unique needs of our clients.

Dr. Marcella Marlowe - Executive Recruiter
Marcella Marlowe has over 25 years of public sector municipal experience, having most recently served as City Manager for the City of San Marino from October 2017 to November 2022. Prior to San Marino, she was the Assistant City Manager for the City of San Gabriel for six-and-a-half years and, before that, Dr. Marlowe served as the Human Resources Manager for the City of Duarte, the only person to ever hold that position there. She started her career with the City of Calabasas as a human resources generalist, and spent two years with the City of Phoenix, AZ, specializing in classification & compensation and benefits administration.

Dr. Marlowe is a devoted Trojan, having received all of her degrees from the University of Southern California: B.A. in Classical Greek Civilization, M.A. in Political Science, and Ph.D. in Political Science. In addition, she holds a senior adjunct professor appointment with the University of La Verne’s College of Law and Public Service, having also taught at Cal State Fullerton’s Department of Political Science and USC’s Sol Price School of Public Policy as an Adjunct Associate Professor.

She is the author of Jurisprudential Regimes: The Supreme Court, Civil Rights, and the Life Cycle of Judicial Doctrine, published in 2011.

Joe Gorton - Executive Recruiter
Joe Gorton is the former City Manager and former Police Chief of the City of San Ramon.

Joe also served as the interim City Manager for the City of Winters. Joe has over 35 years of experience in local government. During his tenure, Joe was known for creating strong relationships with the business, schools, community, and faith-based organizations. In 2022, Joe was named employee of the year by the San Ramon Chamber of Commerce resulting from excellent leadership through the Covid 19 global pandemic. Additionally, Joe’s broad government experience has proven the to be the perfect acumen necessary to deliver several successful City Manager, Police Chief, Department Head, and other manager recruitments.

Meet Our Recruitment Team
www.bobhallandassociates.com | (714) 625-5896 | [email protected] References
Jarad Hildenbrand
City Manager of Orange
[email protected]
(714) 744-2222
Patrick Harper
City Council Member of Fountain Valley
[email protected]
(714) 593-4403
Jennifer Lampman
City Administrator of Placentia
[email protected]
(714) 993-8229
Kasama Lee
Human Resources Manager of Costa Mesa
[email protected]
(949) 707-2610
www.bobhallandassociates.com | (714) 625-5896 | [email protected] Recent Recruitments
City Manager – Stanton
City Manager – Laguna Niguel
City Manager – Manteca
City Manager – San Bernardino
City Manager – Fountain Valley
City Manager – Tracy
City Manager – Laguna Hills
City Manager – Vacaville
City Manager – Suisun City
City Manager – Vallejo
City Manager – San Clemente
Assistant City Manager – Vallejo
Director of Finance – Placentia
Director of Community Development – Stanton
Public Works Director – Seal Beach
Director of Finance – Seal Beach
Fire Chief – Morro Bay
Public Works Director – San Clemente
Director of Finance – Fountain Valley
Director of Finance – Stanton
Parks & Recreation Director – Costa Mesa
Parks & Recreation Director – Placentia
Human Resources Director - Marina
STEP 1
Outreach &
Recruiting
Proposed Services Description
Create Position Profile
The Bob Hall & Associates team will collaborate closely with the City to define the search strategy, establish communication preferences, and outline the project timeline. During this initial meeting, we will work together to identify the key characteristics of the ideal candidate.

Prioritizing communication and customer service, our team is committed to keeping the City informed throughout the recruitment process. We will ensure regular updates and insights, fostering a transparent and collaborative partnership. This meeting will also allow us to refine the search criteria, enabling our team to focus on candidates who align with the specific goals and values of your organization.

Below is our proposed recruiting process, schedule, and cost breakdown for your review. Throughout the recruitment process, we will need specific assistance from the City, including:
• A draft job description (we will collaborate with the City to refine the language)
• Any relevant legal descriptions or City guidelines
• The City logo and high-resolution photographs
• Timely feedback on the brochure and other marketing
materials
• Coordination of logistics between City staff and our team • The City’s support in these areas will help ensure a
smooth and effective recruitment process.

Selection &
Presentation
Candidate
Assessment
Create
Position
Profile
Negotiations Close Out
STEP 3
Outreach and Recruiting
Our outreach strategy starts with crafting a compelling job announcement and brochure designed to attract attention across various platforms, including Public CEO, GovernmentJobs.com, ICMA, Cal-ICMA, League of Women in Government, and Western City Magazine. We will also leverage positionspecific job boards tailored to the role.

A key component of our approach is our proactive engagement with passive candidates. By harnessing the power of social media platforms like LinkedIn, we can instantly connect with thousands of top-tier candidates. Our presence on these platforms allows us to engage with a broad, nation-wide talent pool, enabling us to identify and reach the most qualified individuals quickly and efficiently. This direct outreach, combined with our extensive networking within the sector, enables us to tap into a broader talent pool and identify individuals who can bring exceptional value to your organization.

Our active recruiting style has proved to increase the number of applications and resumes from potential candidates leading to a deeper evaluation of each individual.

Candidate Assessment
Screening - Every application is promptly acknowledged and thoroughly reviewed. Candidates who best align with the organization’s criteria will undergo a more in-depth evaluation. This assessment will focus on key factors such as professional experience and the size and complexity of their current organization in relation to the advertised position.

Initial Research and Interviews - Research will be conducted on top candidates through comprehensive internet searches and public profile reviews to ensure that their values, experiences, and backgrounds align with the criteria established by the organization. After this initial research phase, we will conduct preliminary interviews via phone, video conferencing, or inperson, depending on the candidates’ locations.

STEP 2
STEP 4 STEP 6
Selection and Presentation of Top Candidates
Bob Hall & Associates will manage the selected finalist candidates. Top candidates will be presented to the City for consideration to determine which candidates will be interviewed. The City will be provided with detailed description of work history and other important information about each candidate prior to selection and scheduling of interviews.

Close Out
Once the organization has successfully selected a candidate, we will formally close out the search. This process includes notifying all finalist candidates of the search outcome via telephone.

Commitment to Diversity
Bob Hall & Associates is a woman-owned business, committed to promoting diversity and inclusion in the recruitment industry. Our leadership reflects a strong belief in the value of varied perspectives and experiences. We strive to empower and create opportunities that drive innovation and excellence. As a woman-owned firm, we are dedicated to fostering an inclusive environment that supports both our clients and the communities we serve. We are dedicated to fostering a diverse and inclusive workforce that reflects the communities we serve. We recognize that diversity in experience, background, and perspective enhances innovation and leads to better decision-making.

Negotiations
The Bob Hall & Associates team is fully prepared to assist the City in negotiating the compensation package for the selected candidate.

Additionally included in the project cost, we will conduct comprehensive background and reference checks for the top candidates to ensure a thorough evaluation and selection process.

STEP 5
• Week 1: CandidateCity Interviews
• Week 2: Candidate
Selected and
Negotiations
• Week 3: Selection
Made
Our typical search is designed to be completed within a 90 to 120-day timeframe from start to finish. Following the final selection, we allow up to two weeks for negotiations. We propose a schedule that includes four to five weeks of active recruitment, reflecting our suggested minimum timeline to ensure thoroughness and quality.

What sets Bob Hall & Associates apart is our unparalleled willingness to customize this process. Whether the City prefers a longer timeline or a more accelerated approach, our recruiters are committed to going the extra mile to meet your specific needs. An exact schedule will be provided once we receive a confirmed start date from the City, ensuring alignment with your priorities.

Projected Timeline
• Week 1: Bob Hall &
Associates Selected as
Search Firm
• Week 2: Bob Hall &
Associates meets with
the City to establish
postition criteria
• Week 3 & 4: Active
Recruiting and Screening
• Week 1 & 2: Active
Recruiting and Screening
Continued
• Week 3 & 4: Consultant
Interviews, Preliminary
Reference Checks,
Finalists Selected and
Submitted to City
MONTH
1 MONTH
3 MONTH
2 www.bobhallandassociates.com | (714) 625-5896 | [email protected] Project Costs
Our Company Guarantee
Payment Schedule

1. Upon Execution of Agreement $7,000

2. Following Presentation of
Candidates
$7,000

3. Upon Acceptance of Offer $6,500
+expenses
If the City chooses to utilize Bob Hall &
Associates’ services for an additional
recruitment within six months of our initial
engagement, we are pleased to offer
a 15% discount on the recruitment fee.

This discount reflects our commitment to
building a lasting partnership and providing
exceptional value to the City.

Candidate Search $________________
· Five (5) in-person visits to the City
· Creation of Community and
Employee Survey (if desired)
· Community Forum (if desired)
· Background Checks
Reimbursements Not to exceed $_____________
· Advertising
· Printing
Optional Services
· Roles and Goals Workshop
· POST-Level Background Check
· 6-Month and 1-Year Evaluations
$2,200
$1,300
$2,500
The Bob Hall & Associates team guarantees industry-standard services. If within one year following appointment, selected candidate resigns or is terminated for cause, our team will conduct another search free of professional services charges.

However, the organization will be expected to pay for incurred costs.

A Proposal to Conduct an Executive Recruitment

for the Position of

CITY MANAGER

on behalf of the

1544 Eureka Road, Suite 180
Roseville, CA 95661
(916) 784-9080
(916) 784-1985 fax
August 28, 2025
Mayor David Burke
& Members of City Council
City of Cypress
5275 Orange Avenue
Cypress, CA 90630
Submitted via email to: [email protected]

Dear Mayor Burke & Members of City Council:

Bob Murray & Associates is pleased to submit a proposal to conduct the City Manager recruitment for the City of Cypress. The following details our unique qualifications and describes our systematic—yet flexible—method of identifying, recruiting, and screening outstanding candidates on your behalf. Bob Murray & Associates is proud to offer straightforward, all-in pricing, eliminating surprises and making the experience simple and stress-free. This proposal includes information on our proven process, a timeline, and a guarantee.

As the premier public sector executive search firm specializing in positions that report directly to elected boards/councils, we understand the unique dynamics, high expectations, and political acumen required of leaders in these critical roles. We don’t just fill positions—we ensure the candidates we present to City of Cypress are wellaligned with your organization’s goals, values, and culture. Our team is composed of experienced executive recruiters and former public-sector executives—professionals who are passionate about public service and attuned to current trends in government leadership. With over 34 years of experience and a network of more than 40,000 professionals and organizations, we’ve built a strong reputation for delivering exceptional candidates and achieving repeat success with our clients.

Bob Murray & Associates recognizes that we work at the pleasure of the City Council and our job is to facilitate the Council in finding the City’s next City Manager. Our best practice is to establish a strong partnership with the Council, to ensure the placement of a City Manager who is ideally suited to its needs. In developing this collaborative approach, we will seek the opportunity to meet with the council members individually to discuss their expectations for the City’s new City Manager. The feedback received from the council members will be essential in providing guidance when recruiting and screening candidates for the position.

Current and recent recruitments we have completed similar in scope to your upcoming search include the following:

2025
Eugene, OR (City Manager) – current
Apple Valley, CA (Town Manager) –
current
Hanford, CA (City Manager) – current
Davis, CA (City Manager)
Live Oak, CA (City Manager)
Oakdale, CA (City Manager)
Fowler, CA (City Manager)
Louisville, CO (City Manager)
2024
Vernon, CA (City Administrator)
Folsom, CA (City Manager)
Murrieta, CA (City Manager)
Aliso Viejo, CA (City Manager)
Manhattan Beach, CA (City Manager)
Emeryville, CA (City Manager)
Reno, NV (City Manager)
Clovis, CA (City Manager)
Vancouver, WA (City Manager)
Orinda, CA (City Manager)
Pinole, CA (City Manager)
Novato, CA (City Manager)
Saratoga, CA (City Manager)
Sparks, NV (City Manager)
Salinas, CA (City Manager)
Pacific Grove, CA (City Manager)
2023
Auburn, CA (City Manager)
Desert Hot Springs, CA (City Manager)
Downey, CA (City Manager)
Merced, CA (City Manager)
Moraga, CA (Town Manager)
Pacific Grove, CA (Interim City Manager)
Piedmont, CA (City Administrator)
Rio Vista, CA (City Manager)
San Bruno, CA (City Manager)
San Marino, CA (City Manager)
San Rafael, CA (City Manager)
San Ramon, CA (City Manager)
Santa Clara, CA (City Manager)
South Gate, CA (City Manager)
Ventura, CA (City Manager)
Winters, CA (City Manager)
Yountville, CA (Town Manager)
We work as a team on every search at Bob Murray & Associates. Your Project Lead would be Yasmin Beers, Stacey Stevenson, Valerie Phillips or Gary Phillips, who would not only direct and supervise the project team from beginning to end but also serve as the Recruiter for the project as well.

To learn first-hand about the quality of our services and why the majority of our engagements come from repeat and referred clients, we invite you to contact the references listed on page 15 of the attached proposal.

We look forward to your favorable consideration of our qualifications. Please do not hesitate to contact us at (916) 784-9080 with any questions.

Sincerely,
Valerie Gaeta Phillips
President, Bob Murray & Associates

TABLE OF CONTENTS
THE RECRUITMENT PROCESS........................................................................ 1 STEP 1 DEVELOP THE CANDIDATE PROFILE........................................................ 2 STEP 2 DESIGN/DISTRIBUTE BROCHURE AND ADVERTISEMENTS ........................ 3 Reaching Diverse Candidates...................................................................... 3 STEP 3 RECRUIT CANDIDATES ............................................................................ 3 STEP 4 SCREEN CANDIDATES............................................................................. 3 STEP 5 CONDUCT PRELIMINARY INTERVIEWS...................................................... 4 STEP 6 SEARCH PUBLIC RECORDS...................................................................... 4 STEP 7 MAKE RECOMMENDATIONS ................................................................... 4 STEP 8 FACILITATE FINAL INTERVIEWS ................................................................ 5 STEP 9 CONDUCT BACKGROUND AND REFERENCE CHECKS ............................. 5 STEP 10 ASSIST IN NEGOTIATIONS..................................................................... 6 COMPLETE ADMINISTRATIVE ASSISTANCE ................................................6 COSTS AND GUARANTEE ..............................................................................7 PROFESSIONAL FEE AND EXPENSES ................................................................... 7 Optional Services ........................................................................................... 7 GUARANTEE....................................................................................................... 8 RECRUITMENT SCHEDULE .............................................................................9 FIRM PROFILE ................................................................................................ 10 REFERENCES ................................................................................................. 15 Bob Murray & Associates Proposal for the City of Cypress Page 1

THE RECRUITMENT PROCESS
Bob Murray & Associates’ recruiters are specialists in finding positive placements and providing security and fairness to candidates and clients while ensuring the integrity of the search process. Outlined below are the steps in our proven recruitment process, refined through our 34+ years of experience in executive recruiting.

STEP 1 DEVELOP THE CANDIDATE PROFILE
Our understanding of the City of Cypress’s needs will be key to a successful search.

Yasmin Beers, Stacey Stevenson, Valerie Phillips or Gary Phillips will meet virtually with the City Council and key stakeholders to learn as much as possible about the ideal candidate for the City Manager position. Key stakeholders often include:
• Council/Board Members – up to five virtual one-on-one meetings with the Recruiter
• Internal Stakeholders (e.g. Department Heads) – up to two virtual group meetings with the Recruiter
• External Stakeholders (e.g. Chamber of Commerce, Community Groups) – up to three virtual one-on-one or group meetings with the Recruiter Internal and External Stakeholders
We find that many of our clients value a recruitment process that opens the opportunity for employees, community members, business leaders, and organization representatives to provide input regarding the ideal candidate. Our recruiters are skilled in virtually facilitating group staff meetings, forums for the business community, and/or town hall meetings that provide for equitable involvement from a variety of constituencies.

If the City of Cypress desires, we will work with the City Council to create a customized virtual community and/or staff input process. Please note: Virtual facilitation of stakeholder meetings is included in the professional fee. On-site Recruiter facilitation is available for an additional fee – please refer to “Costs and Guarantee” on page 7 for pricing information.

Online Stakeholder Surveys
Sometimes clients are seeking input from a wider range of stakeholders—such as community members, business leaders, and organization representatives—online surveys are ideal to solicit input regarding qualities of the ideal candidate. Our experienced recruiters excel at crafting targeted, thoughtful, open-ended questions and can design a customized survey, providing a link for easy sharing on your website.

After closing, your dedicated Recruitment Coordinator will send you the survey Bob Murray & Associates Proposal for the City of Cypress Page 2 response data for your review and analysis. This proposal includes one Online Survey.

Additional Online Surveys are available under Optional Services (please refer to page 7).

We want to become familiar with the values and culture of the organization, as well as to understand the current and future issues, challenges, and opportunities in the City of Cypress.

Your Recruiter will review and help define the City’s wish-list regarding the ideal candidate’s personality, management style, knowledge, skills, and abilities and will work with the City to identify expectations regarding education and experience. The City Council and your Recruiter will discuss compensation, benefits, and other key information necessary to ensure that outstanding candidates are attracted to this opportunity. The profile we develop together at this stage will drive subsequent recruitment efforts.

STEP 2 DESIGN/DISTRIBUTE BROCHURE AND ADVERTISEMENTS
Your Recruiter and your dedicated Recruitment Coordinator will use the candidate profile developed with the City of Cypress to create a professional recruitment brochure, with the assistance of our professional graphic designer. The four-page, fullcolor brochure will describe the community, organization, position, ideal candidate, and compensation and will include pictures provided by the City of Cypress that you feel best represent your organization and your community.

Upon your approval, your Recruiter will send the brochure by email (and postal mail if desired) to a targeted audience, personally inviting potential candidates to apply for the City Manager position. We will also place the recruitment brochure on our website, which attracts over 11,000 unique hits weekly and is a trusted resource for candidates seeking executive and professional positions. Two sample brochures are included in this proposal package for your reference.

Your Recruiter will also design an effective advertising campaign appropriate for the City Manager recruitment. Our broadest outreach comes through our active social media involvement on LinkedIn as well as our monthly newsletter where upcoming and current positions are featured. Sources such as Western City Magazine, PublicCEO, and the Careers in Government website will be used to reach an extensive local government audience, while position-specific postings will be chosen to attract candidates who have built their careers in and are committed to the City Manager field.

Suggested City Manager-specific advertising sources for the City of Cypress’s search include:

California City Management Foundation
Bob Murray & Associates Proposal for the City of Cypress Page 3 International City County Management Association
National League of Cities
California City News
Bob Murray & Associates does not typically place ads with job aggregators or general job posting sites such as CareerBuilder, Monster, or Indeed, as we have found that the broad reach of these sites does not necessarily lead to quality candidates for executive and professional positions.

Reaching Diverse Candidates
Bob Murray & Associates, a woman- and minority-owned business, is proud of its commitment to attracting and placing diverse candidates. Nearly 50% of our last 100 placements were women; Hispanic placements 25%; African American placements 13%; Asian placements 21%; and Native American placements at 1%. Not only do we place advertisements with websites designed to attract minority and female candidates, but our President, Valerie Phillips, is a member herself of many diversity-focused organizations including the Local Government Hispanic Network, the League of Women in Government, the Professional Women’s Network, Mexican Professionals, and Women Leading Government. She networks frequently with fellow members to gain insight into which potential candidates are leaders in their field.

Your Recruiter will seek to reach candidates in communities and organizations with demographic profiles and populations served like that of the City of Cypress, to maximize the potential for individuals from a wide variety of backgrounds, cultures, and life experiences to be considered for the City Manager position.

STEP 3 RECRUIT CANDIDATES
The strongest candidates are often those who are successful and content in their current positions and need to be sold on a new opportunity. Our extensive network of contacts, developed through over 2,100 successful placements, is a primary source for identifying and obtaining referrals for these candidates. Our in-house database of 40,000 current and former executive and professional candidates is a valuable resource that can only be built over time—time that we have invested into perfecting our process for finding the right candidates for our clients. Our aggressive outreach efforts are focused on phone calls to personally invite potential applicants, answer questions, and allay any reservations, and these efforts are essential to the success of the City Manager recruitment.

STEP 4 SCREEN CANDIDATES
Following the closing date for the recruitment, your Recruiter will screen all resumes we have received, using the criteria established in the candidate profile as a basis upon Bob Murray & Associates Proposal for the City of Cypress Page 4 which to narrow the field of candidates. Internal candidates receive sensitive consideration, and your Recruiter will discuss with the City Council how the City of Cypress wishes to proceed with these candidates.

STEP 5 CONDUCT PRELIMINARY INTERVIEWS
Your Recruiter will personally interview the top 10 to 15 candidates from the resume screening, with the goal of determining which candidates have the greatest potential to succeed in your organization. To reduce travel-related expenses to our clients and increase efficiency in the search process, these interviews are typically conducted via Zoom, Teams, or other convenient videoconferencing applications.

STEP 6 SEARCH PUBLIC RECORDS
Under the direction of your Recruiter, your dedicated Recruitment Coordinator will conduct a review of published print and online articles for each recommended candidate. Sources include Lexis-Nexis™, Google, social media, and our contacts in the field. This will alert your Recruiter to any further detailed inquiries we may need to make before our recommendations are finalized.

STEP 7 MAKE RECOMMENDATIONS
Based on our findings during the preliminary interview process, your Recruiter will meet with the City Council virtually or on site to share the complete applicant list and recommend a limited number of candidates for your further consideration. Your Recruiter will make specific recommendations and will help facilitate discussions regarding the candidate pool, but the final determination of interviewees will be up to you.

We typically recommend 6-8 candidates that we feel best match your expectations and prepare a detailed report on each candidate. This virtual “Recommended Finalist” eBook is provided to each member of the decision-making body and includes:

Candidate list with Recommended Finalists identified in Group 1 and Group 2 (primary and secondary recommendations), as well as Internal candidates Summary of experience and education for each Recommended Finalist candidate
Complete cover letter and resume for each Recommended Finalist candidate List of Other Applicants (those who did not meet minimum qualifications or were otherwise unsuitable, based on our screening process)
Bob Murray & Associates maintains all search records for a period of seven (7) years following each recruitment, and we are happy to forward cover letters and resumes for Bob Murray & Associates Proposal for the City of Cypress Page 5 each applicant by postal mail or email as soon as the recruitment closes to new applications.

STEP 8 FACILITATE PANEL INTERVIEWS
Our years of experience will be invaluable as we help you develop an interview process that objectively assesses the qualifications of each candidate. We will work with the City of Cypress to craft and implement an interview approach that fits your needs. This may include panel and/or individual interviews by the City Council; key stakeholders, community/employee interview panels; writing and presentation samples; meet-andgreets; or other specialized process elements your Recruiter helps the City of Cypress to design.

Your Recruiter will be present on-site during the panel interviews to facilitate as necessary during the process and to guide discussion to consensus regarding final candidates. Bound interview books will be provided for each interview panel member containing:

Recruitment brochure with candidate profile
Interview schedule
Suggested interview questions
Experience summary, cover letter, resume, and rating form for each candidate
Ranking forms for use during the panel interview process We will work closely with your staff to coordinate and schedule interviews. Our goal is to ensure that each candidate has a positive experience, as the way the entire process is conducted will influence the final candidates’ perception of your organization.

STEP 9 CONDUCT BACKGROUND AND REFERENCE CHECKS
Your Recruiter and your Recruitment Coordinator will conduct detailed reference checks for up to two (2) final candidates. To gain an accurate and honest appraisal of the candidates’ strengths and weaknesses, we will talk candidly with people who have direct knowledge of their work and management style. In addition to gaining a 360- degree view of candidates from the perspective of their supervisors, subordinates and peers for the past several years, we will make a point of speaking confidentially to individuals who may have further insight into a candidate’s abilities but who may not be on their preferred list of contacts.

Your Recruitment Coordinator will work with the two (2) final candidates and our professional backgrounding firm, HireRight, to conduct credit, civil litigation, and motor vehicle record checks and verify candidates’ degrees.

Bob Murray & Associates Proposal for the City of Cypress Page 6 STEP 10 ASSIST IN NEGOTIATIONS
We recognize the critical importance of successful negotiations and can serve as your representative during this process. Your Recruiter knows what other organizations have done to put deals together with great candidates and what the current market is like for City Manager positions in organizations like the City of Cypress’s. <He/She> will be available to advise you regarding current approaches to difficult issues, such as housing and relocation. We will represent your interests and advise the chosen candidate and you regarding salary, benefits, and employment agreements, with the goal of putting together a deal that results in the appointment of your chosen candidate. With our proven experience and vested interest in a positive outcome, we can turn a very difficult aspect of the recruitment into one that is straightforward and agreeable for all parties involved.

COMPLETE ADMINISTRATIVE ASSISTANCE
We receive many unsolicited testimonials each year from clients and candidates alike noting our prompt, considerate, accurate, and professional service during the search process. Throughout the recruitment, in time intervals that suit the City of Cypress, we will provide you with updates on the status of the search and attend to all administrative details on your behalf.

Candidates receive immediate acknowledgement of their applications, as well as personal phone calls and/or emails (as appropriate) advising them of their status at each critical point in the recruitment. Candidates who receive preliminary or final interviews and are not chosen to move forward in the interview process will receive personal calls from your Recruiter on behalf of the City of Cypress.

It is our internal company standard that all inquiries from clients and candidates receive a response within the same business day whenever possible, and certainly within 24 hours if the inquiry is received during the work week. Your Recruiter will be available to the City of Cypress by office phone, cell phone, and email at any time to ensure a smooth and stress-free recruitment process.

Bob Murray & Associates Proposal for the City of Cypress Page 7

COSTS AND GUARANTEE

PROFESSIONAL FEE AND EXPENSES
The all-inclusive professional services fee for conducting the City Manager recruitment on behalf of the City of Cypress is $35,000. Services provided for in this fee consist of all steps outlined in this proposal, including design and distribution of the recruitment brochure, advertising, marketing and promotion, administrative support, public records research, comprehensive background reporting on the final candidates, postage, technology, and two days of on-site meetings. This proposal is valid for 60 days from the date of the proposal.

Optional Services are listed below and are in addition to the professional services fee.

Expense reimbursement for Consultant travel related to additional on-site meeting days is billed at the actual rate (airfare/mileage, lodging) and is the responsibility of the City of Cypress.

The professional fee does not limit the amount of time invested by Bob Murray & Associates in promoting a successful outcome for this project. In fact, our mission for this project is to ensure we assist in identifying the right candidate for the City of Cypress. Therefore, your Recruiter will contact the City at the first anniversary of the placement to confirm an effective transition has occurred.

Optional Services
Additional virtual stakeholder meetings: $250/meeting
Additional on-site meeting days: $1,500/day/Consultant, plus travel expenses Online Surveys: $500/each (includes preparing recommended questions, preparing and sharing the survey link, closing the survey, and sending the survey response data for your review and analysis
Additional background checks: $300/candidate
Additional reference checks: $500/candidate
Additional hires: $9,000/candidate
Bob Murray & Associates Proposal for the City of Cypress Page 8

GUARANTEE
In the event a candidate recommended by our firm resigns or is terminated within the first 12 months of employment, Bob Murray & Associates will provide the City of Cypress with professional services to secure a replacement. Services will be provided at no cost, aside from the following reimbursable expenses incurred on the City of Cypress’s behalf during the new search:

Brochure design and distribution ($695 reprint only, $1,275 edit/reflow/reprint)(if needed)
Advertising actual costs (estimated at $2,975)
Public records search for all new candidates ($500)
Background Checks ($300/candidate)
Reference Checks ($500/candidate)
Consultant travel reimbursement (if travel is needed)
Plus any applicable Optional Services, if desired
In the event that a placement is not made from the initial recruitment, Bob Murray & Associates will provide professional services to conduct one additional recruitment.

Services will be provided at no cost. However, the City of Cypress will be responsible for the reimbursable expenses as noted above.

We are confident in our ability to recruit outstanding candidates and do not expect the City to find it necessary to exercise this provision of our proposal.

Bob Murray & Associates Proposal for the City of Cypress Page 9

RECRUITMENT SCHEDULE
We are prepared to start work on this assignment upon receipt of a signed professional services agreement or other written, authorized notification. A full search can be completed in 13-16 weeks from the date of initial meetings with our client.

The final recruitment schedule will be determined in collaboration with City of Cypress.

A typical timeline of tasks and events is included here for reference.

Bob Murray & Associates Proposal for the City of Cypress Page 10

FIRM PROFILE

OUR STAFF
Bob Murray & Associates is a small firm focusing exclusively on executive search services. We have a team of seventeen (17):

Bob Murray, Founder
Valerie Gaeta Phillips, President
Gary Phillips, Executive Vice President
Joel Bryden, Vice President
Yasmin Beers, Senior Executive Recruiter
Adele Fresé, Senior Executive Recruiter
Stacy Stevenson, Senior Executive Recruiter
Jon Lewis, Executive Recruiter
Stephanie Dietz, Executive Recruiter
Melanie Richardson, Executive Recruiter
Jeff Mori, Executive Recruiter
Michael Ishii, Executive Recruiter
Ian Schmutzler, Executive Recruiter
Alexandria Kopack, Recruitment and Operations Manager
Kathy Lolas, Senior Recruitment Coordinator
Grace Marshall, Senior Recruitment Coordinator
Steph Souza, Recruitment Coordinator
Please see your lead recruiter’s biography below:

VALERIE GAETA PHILLIPS, PRESIDENT AND RECRUITER

Ms. Gaeta Phillips has over 18 years of recruiting experience, including more than a decade of recent experience in executive search for public, private, and startup companies nationwide. Since joining Bob Murray & Associates, Valerie has completed over 160 searches in a diverse range of fields, including city and general management, planning, finance, human resources, transportation, communication and public relations, community and economic development, information technology, parks and recreation, and operations. She has recruited at all levels of municipal and non-profit organizations, from technicians and engineers to Executive Directors and Chief Executive Officers.

Valerie is valued for her passion for finding and retaining the most outstanding candidates for even the most difficult or untraditional assignments and for her commitment to her clients’ success; she is also active in a variety of industry organizations and in diversity-focused associations. Valerie is called upon often to serve Bob Murray & Associates Proposal for the City of Cypress Page 11 as an expert speaker on topics such as managing one’s online reputation, diversity issues in municipal and non-profit leadership, and how to identify a positive placement for the organizational culture.

Ms. Gaeta Phillips, along with Executive Vice President Gary Phillips, has a passion for helping people, evidenced by fundraising, sponsorship, and involvement in raising awareness for organizations such as Autism Speaks, the UC Davis M.I.N.D. Institute, and the Northern California Special Olympics.

GARY PHILLIPS, EXECUTIVE VICE PRESIDENT AND RECRUITER
Since joining Bob Murray & Associates, Mr. Phillips has completed over 125 searches for executives and professionals in a wide variety of fields including animal services, city and general management, planning, legal counsel, cyber security, and human resources. Gary’s clients have ranged from municipal government to non-profit and private sector organizations, and he has sourced outstanding candidates for positions from the level of division managers up to City Managers, Executive Directors, and General Managers.

Gary started his career with a New York-based Fortune 100 company and quickly became a Senior Manager, building and running a large customer service organization that eventually expanded to 13 countries in Europe. He proceeded to hold senior leadership positions in several Fortune 500 companies, with noted successes such as building an organization from two to 250 employees worldwide and growing a company from 800 to 1200 employees.

As part of an executive acquisition and recruiting team, Gary helped build a start-up enterprise software company in San Francisco, recruiting top-notch talent and building a world-class organization. He has maintained customer relationships in the public sector and the private sector, including medical and financial institutions. He prides himself on finding key talent and offering the best customer service to his clients.

Mr. Phillips, along with Ms. Gaeta-Phillips, is involved in his community as a soccer coach, as an organizer of fundraisers for Autism Speaks and the UC Davis M.I.N.D.

Institute, and as a sponsor of the Northern California Special Olympics. Mr. Phillips received his Associate of Science degree and completed additional coursework at Rochester Institute of Technology, NY.

Bob Murray & Associates Proposal for the City of Cypress Page 12

YASMIN BEERS, SENIOR EXECUTIVE RECRUITER
Yasmin Beers brings over 33 years of municipal government experience to Bob Murray and Associates. Yasmin retired as the City Manager for Glendale with a population of over 200,000. She served as Chief Executive Officer overseeing close to 2,000 employees serving in Police, Fire, Public Works, Parks, Community Development, Library Arts & Culture, Innovation Performance & Audit, and Water & Power to name a few.

Yasmin’s three decades of experience in public service brings extensive background in public sector finance, human resources management, contract negotiations, strategic planning & organizational leadership, policy development, emergency response & planning, team building and performance improvement. Throughout her career, Yasmin has had a great deal of experience in recruiting, selecting and hiring employees for executive and management level positions with a focus on the organizational needs and culture.

Yasmin currently serves on the Glendale Memorial Hospital Community Board of Directors and the Advisory Board for Village Christian School. Yasmin is a past member of Soroptimist International of Glendale where she served as President in 1999/2000.

She is a past board member of Glendale Healthy Kids, Salvation Army and the American Red Cross. In 2011 the Glendale Chamber of Commerce recognized Yasmin as Woman of the Year; in 2013 she was the recipient of The Armenian American Woman of Excellence Award; in 2014 Yasmin was recognized by the Glendale Educational Foundation for her distinguished service and philanthropic efforts; in 2015, YWCA awarded Yasmin with the Heart & Excellence Award; in 2017, she was recognized by Business Life Magazine as a Women Achiever; and in 2018 the California State Senate recognized Yasmin as one of the Woman of the Year, each a tribute to her core values that represent her civic responsibilities, volunteerism and community service.

Yasmin has a Bachelor of Arts degree in Political Science from California State University, Northridge and a Master’s degree in Organizational Leadership from Woodbury University.

STACEY STEVENSON, SENIOR EXECUTIVE RECRUITER

In Ms. Stevenson’s 32 years of service in municipal government, she worked for the California cities of San Diego, National City, and Murrieta. Ms. Stevenson began her professional career in City of San Diego as a Personnel Analyst and went on to work in the Personnel, Metropolitan Wastewater, Engineering, and Contracting departments; as well as the City Manager’s office, progressing from Analyst to Deputy Director. She also assumed special projects such as the Bob Murray & Associates Proposal for the City of Cypress Page 13 creation and opening of the City’s neighborhood service centers and Liaison to the City Council.

From San Diego she joined the City of National City where she served as the Director of Human Resources, the Director of Administrative Services, and Deputy City Manager.

She oversaw Community Services, Finance, Human Resources, and Information Technology; and managed special projects such as the balloting and passage of the City’s local sales tax and the implementation of a new payroll module.

In the City of Murrieta, Ms. Stevenson served as Administrative Services Director and Deputy City Manager, again overseeing Community Services, Finance, Human Resources, and Information Technology, and managing special projects. Ms. Stevenson has also served as a commissioner on both the Child Care and Civil Service Commissions for the City of Chula Vista.

Ms. Stevenson holds a Bachelor’s degree in Industrial Organizational Psychology as well as a Master of Business Administration degree with an emphasis in Human Resource Management.

Bob Murray & Associates Proposal for the City of Cypress Page 14

CORPORATION

Bob Murray & Associates was founded in May 2000 and operated under the corporation name MBN Services, Inc. until June 2014; our new corporation name is GVP Ventures, Inc., incorporated in California in 2014. Contact information for the corporation and the firm is as follows:

GVP Ventures, Inc. OR Bob Murray & Associates
1544 Eureka Road, Ste. 180
Roseville, CA 95661
(916) 784-9080
[email protected]
Our corporation and firm are financially sound (and have been so since 2000), with documentation from our accountant available to your organization prior to final execution of a professional service agreement. We have never been involved in any litigation, aside from our personnel serving as expert witnesses when called to do so.

PROFESSIONAL ASSOCIATIONS
Our firm, represented by either our President or our Executive Vice President, are involved in the following organizations to remain engaged with current and future issues relevant to the work we conduct on behalf of clients like City of Cypress:

California Special Districts Association
California City Management Foundation (CCMF)
Engaging Local Government Leaders (ELGL)
International City/County Management Association (ICMA) International Network of Asian Public Administrators (I-NAPA) League of California Cities
League of Women in Government
Municipal Management Association of Northern California (MMANC) Municipal Management Association of Southern California (MMASC) National Forum for Black Public Administrators (NFBPA)
Members of our leadership team not only attend events sponsored by these associations but are also frequently called upon to serve as panel members and to provide specialized lectures regarding industry-specific issues. Recent and upcoming speaking engagements and trainings provided by our staff include:
“Role of the Chief” class, annually presented by Jon Lewis on behalf of the California Police Chiefs Association;
MMANC and MMASC annual mock interviews;
Annual League of California Cities Booth; and
Annual League of California Cities City Manager’s Conference (City Manager hosted event).

Bob Murray & Associates Proposal for the City of Cypress Page 15

REFERENCES
Clients and candidates are the best testament to our ability to conduct quality searches.

Clients for whom Bob Murray & Associates has recently conducted similar searches are listed below:

CLIENT: City of Aliso Viejo, CA
POSITION: City Manager
REFERENCE: Mayor Tiffany Ackley
(949) 425-2510

CLIENT: City of Santa Fe Springs, CA
POSITION: Assistant City Manager
REFERENCE: Mr. Rene Bobadilla, City Manager
(562) 868-0511 ext. 7510
CLIENT: City of Manhattan Beach, CA
POSITION: City Manager
REFERENCE: Ms. Lisa Jenkins, Human Resources Director
(310) 802-5252

We appreciate the City of Cypress’s consideration of our proposal and look forward to working with you.

———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ———————— September 3, 2025
The Honorable Mayor David Burke,
Mayor Pro Tem Leo Medrano
Council Members, Kyle Chang, Scott Minikus, and Bonnie Peat City of Cypress
5275 Orange Ave.

Cypress, CA 90630
Confidential Sent Via PDF/Email To Regina Nguyen, Human Resources Administrator:

[email protected]
Dear Mayor Burke and Honorable Members of the City Council, Thank you for considering Peckham & McKenney for the City of Cypress, City Manager recruitment. I would be honored to represent the City Council in this important search.

As a boutique firm that specializes in recruitments for small and medium size communities in California, Peckham & McKenney is known for achieving successful and long-term placements. Among many strong attributes, these are four key reasons City choose us:
• We actively and personally search for and find candidates. • We limit the number of concurrent searches in order to directly focus on serving our client. • We prioritize communicating with our client and applicants to keep everyone informed. • Your recruiter is personally and directly responsible for all aspects of the search and your one point of contact.

Our Peckham & McKenney team is comprised of retired municipal managers and directors who are passionate about the public sector. I am proud to be on the Peckham & McKenney team because the firm’s values and priorities align with mine – to assist public agencies in furtherance of good government; to place quality above quantity; and to build long lasting relationships with those in the public service.

For this important position and search, I will serve as your Recruiter. As a former City Manager, I am very familiar with the responsibilities of the City Manager, expectations of the position, and the needs/interests of dynamic community like Cypress. Having worked closely with cities throughout the State and conducted numerous recruitments, my colleagues and I are additionally knowledgeable of and connected to potential candidates.

Attached is an example of a Candidate Profile that illustrates the information we collect, detail and utilize as a foundation for attracting applicants. Also attached is our proposal for conducting the search that includes ———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ———————— information about our firm, process, timeline, resources, references, experience and fee. We charge a fixed, all-inclusive fee and for this search, we are proposing $30,000, which I’d be pleased to discuss. I would also be pleased to participate in a Zoom interview to personally present and discuss our proposal. Upon being selected to conduct this important search, we would also be prepared to start immediately.

I am excited for the opportunity to implement the process leading to the successful placement of a candidate that “fits” your interests and the organization. Please feel free to call me at (626) 644-1398, if there are any questions.

Sincerely,
Tara Schultz
Executive Recruiter
Enclosure:

City of Cypress City Manager Search Proposal
Example Candidate Profile City of Hermosa Beach City Manager ———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ———————— City of Cypress

RECRUITMENT PROPOSAL
for
City Manager
September 3, 2025
———————— Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 ————————

TABLE OF CONTENTS
WHY CHOOSE US? 2
EXPERIENCE 3
YOUR RECRUITMENT TEAM 5
THE SEARCH PROCESS AND SCHEDULE 7
COST OF SERVICES 8
Cost of Services
Process of Payment
Insurance
GUARANTEE AND DIVERSITY 9
Guarantee
Diversity Statement
2 | Peckham & McKenney
3 | Peckham & McKenney

EXPERIENCE
With our recruitment team that solely consists of retired City Managers, Assistant City Managers, Police Chiefs and Department Heads, and our expert support team, Peckham & McKenney brings more experience and knowledge of local government and executive search than any other California recruiter. Just a few of our recent recruitments related to your search for a City Manager have been for:

City of Malibu – City Manager
City of Moorpark - Assistant City Manager
City of San Luis Obispo – City Manager, Assistant City Manager, Community Development Director, Finance Director, and Fire Chief
City of Santa Barbara – City Administrator, Community Development Director, Finance Director, Information Technology Director, Planning Manager, and Police Chief City of South San Francisco – City Manager
City of Stockton – City Manager
Please don’t hesitate to contact these agencies as well as our large list of current and former clients on our website (here); they will attest to our quality of service, on-going communication throughout the process, personal and direct outreach and sourcing of candidates, quality applicant pool, written materials and interview facilitation.

As an ambassador of our clients, Peckham & McKenney is also known for maintaining ongoing communications with our applicants throughout the search process, treating every applicant with respect, and appropriately informing candidates to support their best effort. The numerous compliments we have received from applicants fairly illustrate this reputation.

Comfortable and Professional
Experience
“I’d like to thank you again for your support
and guidance throughout the recruitment and
selection process. It was a comfortable and
professional experience, and I attribute a great
deal of that to you. It’s my hope that our
professional paths may cross again in the
future.” Candidate
Straightforward, Friendly, and Humane
Recruitment Process
“I wanted to let you know what a terrific job I
thought you and Peckham & McKenney did on the
recruitment. It was absolutely the most
straightforward, friendly, and humane recruitment
process I’ve ever participated in. And I would feel
the same way even if the outcome was not
successful for me.” Candidate
4 | Peckham & McKenney
Testimonials from clients and candidates are at https://www.peckhamandmckenney.com/testimonials.

Please feel free to contact any of the following current and recent clients to inquire about their experience with Peckham & McKenney. In addition, we would be pleased to furnish the client contact and phone numbers for any past clients listed in this proposal.

City of Big Bear Lake – City Manager (Tony Dahlerbruch – Recruiter) Councilmembers Rick Herrick and Randall Putz, and Erik Sund, City Manager 909-866-5831, [email protected], [email protected] and/or [email protected]
City of Chula Vista – Director of Development Services (Tara Schultz – Recruiter) Tiffany Allen, Assistant City Manager (Future City Manager) and/or Tanya Tomlinson, Director or Human Resources & Risk Management
619-691-5031, [email protected], and/or 619-409-5927, [email protected] City of Pasadena – Director or Public Works, and Director of Finance (Tara Schultz – Recruiter) Brady Griffin, Human Resources Manager
626-744-7143, [email protected]
City of Santa Barbara – City Administrator (Tony Dahlerbruch – Recruiter) Mayor Randy Rowse, Member of the City Council and/or Kelly McAdoo, City Administrator 805-564-5322, [email protected] or 805-564-5305, [email protected] You Made Me Feel So Comfortable
“This is my first time working with a recruiting
company, and I’m so happy for having the
opportunity to work with your company, wow! I
truly enjoyed the process! Your interview skills
are amazing! You made me feel so comfortable
and I felt like I was just talking shop with a
longtime friend. Thanks for the personal touch
that you include in your job, I believe that this is
what makes your firm so desirable and
successful.” Candidate
Proactive and Responsive
Diana worked with the City to fill the Chief of Police
position early in 2023. Diana is clearly well respected in the LEO community and has a vast network
which led to a competitive pool of candidates for the
City to select from. Diana was proactive from our
very first meeting and always very responsive. The
City team valued Diana’s integrity, opinion and sense
of humor. She was a pleasure to work with and I
wouldn’t hesitate to hire her for any executive
recruitment critical to your organization. Client
5 | Peckham & McKenney

YOUR RECRUITMENT TEAM
Our Approach
With every Peckham & McKenney recruitment, your Recruiter has the entire Peckham & McKenney team of Recruiters and administrative personnel for backup, support, collaboration, and sourcing. However, when you retain Peckham & McKenney, your Recruiter serves as your single point of contact throughout the entire search process and is fully responsible for its success.

Moreover, in order to fully focus on your search and finding applicants that fit with the ideal candidate you are seeking, your Recruiter also maintains no more than 6 active searches.

The Executive Recruiter for you in this search is Tara Schultz.

Tara Shultz, Executive Recruiter,
Peckham & McKenney Executive Search
With a 28 year career in local government, Tara retired from city service in 2020.

At the time of her retirement, she was the City Manager of Claremont, California. Prior to serving in Claremont, Tara contributed nearly 19 years of her career to the City of Alhambra. Tara served as Deputy City Manager and then Assistant City Manager, along with holding the titles of Administrative Services Director, Development Services Director and Human Resources Director. Tara has a bachelor’s degree in Recreation Administration and a master’s degree in Public Administration from California State University, Northridge.

Tara is supported by the following team.

Joyce Johnson, Operations Manager
Joyce Johnson joined Peckham & McKenney in 2005 and serves as the firm’s Operations Manager. She has over 30 years' experience in the field of administrative and executive support for all aspects of the executive recruitment process. She oversees internal administration of the firm as well as directing contract administrative support in the areas of advertising and design, web posting, and duplication and mailing services. Prior to joining Peckham & McKenney, Ms. Johnson oversaw internal administration in the Western Region headquarters of two national management consulting and executive recruitment firms. Ms. Johnson is complimented regularly on her strong customer orientation working with both clients and candidates alike. Ms. Johnson holds an Associate of Arts degree from American River College.

Tayler Bergstrom, Research Assistant
Tayler Bergstrom joined Peckham & McKenney in 2022 and currently serves as a Research Associate. Tayler is currently pursuing a PhD at UCLA where she worked previously as a lab manager overseeing various research projects. Prior to that, Tayler graduated from UC San Diego with a Bachelor of Science degree in Psychology.

Peckham & McKenney Team
6 | Peckham & McKenney
Linda Pucilowski, Graphic Designer
With nearly 30 years of experience, Linda Pucilowski provides her expert design and marketing skills to Peckham & McKenney. She is the firm’s “go-to” professional for all advertising and brochure design and creation. Ms.

Pucilowski holds a Bachelor’s degree from California State University, Sacramento.

Rachel Moran, Website & Social Media Assistant
Rachel Moran has been in the graphic design field since 2007 and prides herself on creating eye-catching visual art. She supports the Peckham & McKenney team by handling all website visual and technical design as well as social media. Ms. Moran graduated from the Art Institute of Houston obtaining her Bachelor’s Degree in Fine Arts with a concentration in Graphic Design.
.
7 | Peckham & McKenney
8 | Peckham & McKenney
The fee to conduct the entire search process for your next City Manager is $30,000. This is an allinclusive fee for the services to achieve success in your search as described above. Additional services can be provided and negotiated accordingly.

Peckham & McKenney is unique
among recruiting firms for several
reasons including having a fixed allinclusive fee. We have found that an all-inclusive fee for the search process
issimpler, cost-effective, and efficient.

The all-inclusive fee above includes
professional fees and expenses
(out-of-pocket costs associated
with advertising, Recruiter travel,
administrative support / printing
/ copying / postage / materials,
telephone / technology, internet
research checks on recommended
candidates, and full background check
on selected finalist only). For services
not specified herein, we will discuss
your interests and an appropriate fee.

Process of Payment
One-third of the all-inclusive fee is due
as a retainer upon execution of the
agreement. Thisretainer covers upfront
and necessary expenses incurred by
Peckham & McKenney on the City’s
behalf for the preparatory work and
advertising. If the retainer is not received
by Peckham & McKenney within 30
days of execution of the agreement, we
will suspend the recruitment process until
payment is received. The second onethird of the full payment will be invoiced 1 month from contract execution, and it
is due within 30 days following the
invoice date. The final one-third of the
full payment will be invoiced 2 months
from contract execution, and it is due
within 30 days following the invoice date.

Agreement
Peckham & McKenney is the
operating name of City Management
Advisors LLC, Anton Dahlerbruch,
Managing Member.

Insurance
Peckham & McKenney carries
Professional Liability Insurance
($1,000,000 limit), Commercial
General Liability Insurance
($2,000,000 General Liability,
and $4,000,000 Products) and
Automobile Liability Insurance
($1,000,000). Our Insurance Broker
is B&B Premier Insurance Solutions,
Agoura Hills, CA.
9 | Peckham & McKenney
• We will connect with you and our placement in 6 months and 1 year after the appointment to check-in.
• We will conduct a second search within 6 months of our search process if a candidate is not placed.
• If the placement vacates the position within 1 year from the date we complete the background check/reference
check, we agree to conduct a second search within 6
months of the vacancy.

It is unusual that we are unsuccessful in providing a
placement or the placement vacates the position within a year. In the unlikely event that a second search is necessary, the second search will be conducted within 6 months for the discounted fixed fee of $ 26,500 (external candidates only and except in the event of budgetary cutbacks, promotion, position elimination, or illness/death, etc.).
years City Manager
City of Hermosa Beach, California
The City of
Hermosa Beach
A sunny, small beach city of 1.43
square miles and home to nearly 20,000
residents, Hermosa Beach sits at the
center of Los Angeles County’s South
Bay coastline along the Santa Monica
Bay. Just six miles south of the Los
Angeles International Airport and 21
miles from Downtown Los Angeles,
the City offers the very essence of the
Southern California lifestyle.

Incorporated on January 14, 1907,
Hermosa Beach has an average of 283
sunny days per year and two miles of
sandy shoreline. Beach attendance can
exceed half a million visitors in a single
month during peak season, making
Hermosa a “small city with big city
operations.”
Hermosa offers a wealth of public
amenities, including 20 city parks
totaling 21.7 acres, the Hermosa
Greenbelt (19.5 acres), 36.52 acres of
beach with 1.8 miles of beachfront, a
community theatre, and a Los Angeles
County branch library. The median
household income is $152,019, and the
median home value is $2,000,001.

The community blends small-town charm
with a lively downtown, architecturally
diverse residences, a variety of restaurants
and shops, entertainment offerings, and
an active outdoor lifestyle. Residents
and visitors alike enjoy beach volleyball,
surfing, skating, biking the Strand, and
attending beloved events such as the
Fiesta Hermosa street fair.

The Organization
The City of Hermosa Beach is a general
law city operating under the CouncilManager form of government. A five-member City Council is elected
at large to four-year terms, with one
member selected by colleagues to serve
as Mayor for nine months. The City
Council appoints the City Manager,
City Attorney, and City Prosecutor,
and provides policy direction for the
organization. The FY 2025-26 adopted
budget is $53.6 million, supported by
174.14 FTE positions. View the budget:

FY 2025–26 Adopted Budget.

Hermosa Beach’s Vision 2031
emphasizes its identity as a small, familyfriendly, and eclectic coastal community with a commitment to sustainability
and preserving its distinct beach-town
spirit. The City’s mission is to govern
with engagement and collaboration,
practice fiscal and environmental
responsibility, and provide first-class
municipal services through valued
employees and volunteers. Learn more:

City Mission & Leadership Philosophy
and Strategic Plan.

City operations are organized into seven
departments: Administrative Services,
City Manager, City Clerk, Community
Development, Community Resources,
Police, and Public Works. Fire and
EMS services are provided under
contract by the Los Angeles County Fire
Department. The City Council appoints
volunteer Board & Commission members
to provide Council, staff, and the public
with advice, expertise, and approvals
on various matters, including building
code interpretation, personnel, parks/
recreation/special events, development
projects/planning, and public works/
capital improvement program projects.

The City Manager’s
Department
The City Council appoints the City
Manager, who serves as the City’s
Chief Executive Officer, responsible
for carrying out Council policies and
directives while overseeing all City
operations. The City Manager provides
strategic leadership, ensures highquality service delivery, manages the City’s budget, and represents the City
in intergovernmental and community
relations. The office coordinates
Citywide policy development, strategic
planning, and organizational initiatives.

Supporting the City Manager is
a dedicated team that includes an
Executive Assistant, an Emergency
Management Coordinator, an
Environmental Programs Manager,
a GIS/IT Analyst, two Senior
Management Analysts, a Management
Analyst, and an Intern. The City
Manager may create informal
Community Advisory Groups to assist
staff with specific topics or projects.
maintain a sense
of camaraderie and
harmony, have staff’s
back, and champion
and nurture talent
while also holding
departments
accountable. Comfortable being
hands-on in a lean organization,
willing to “roll up their sleeves” while
empowering others to succeed.
• Focus on Results: Communicate
priorities and direction clearly. Be a
problem-solver who gets things done
efficiently and effectively. Someone
keen to deliver capital improvements,
streamline city processes, address
housing needs, engage in interagency
contract negotiations, offer clear
recommendations and alternatives,
and ensure long-term financial
sustainability will be a standout.

The next City Manager will find a
committed community and a dedicated
and talented team. Success will come
through leveraging Hermosa Beach’s
unique small-town, coastal community
culture as an asset, successfully
managing change, and guiding the City
toward a vibrant, sustainable future.

Qualifications
Any combination of education and/
or experience that provides the
knowledge, skills, and abilities
necessary for acceptable job performance
would qualify. Typically, this
includes a bachelor’s degree in public
administration, business administration,
economics, or a related field and ten years
of progressively responsible municipal
government experience, including at least
five years in management. A master’s
degree is highly desirable.

The Ideal Candidate
Hermosa Beach seeks a personable,
compassionate, empathetic, valuesdriven, decisive, and inspiring leader who will build strong relationships,
create trust, and deliver results in a small
city with big expectations. The ideal
candidate will demonstrate:
• Leadership & Presence: Be a visible,
open, approachable, adaptable, and
forward-thinking leader with high
emotional intelligence, integrity, and
the ability to engage with and earn
trust from staff, Council, and the
community. They will communicate
with honesty and transparency,
balancing political acumen with
humility and have the City’s best
interests at heart.
• Council Partnership: Work as a
collaborative partner for the City
Council. Be accessible, reliable,
responsive, open, and professional,
providing clear, timely, and detailed
information, executing majoritysupported strategies, offering solutions and candid advice when needed, and
open to feedback.
• Professional Expertise: Bring proven
executive management experience in
municipal government, with broad
knowledge of city operations and
legal issues, finance, development,
housing, permitting, capital projects,
risk management, employee relations,
and data-driven decision making.

Able to successfully navigate state
laws, local government processes, and
intergovernmental relationships and
agreements. Experience with coastal
community issues and economic
vitality is highly desirable.
• Team Orientation: Be inspiring,
collaborative, and team-oriented,
Equally important, the City Manager is
an accessible, reliable, and trusted advisor
to the Council, ensuring members are
well-informed, supported, and receive
candid professional guidance when
navigating complex or sensitive matters.

This position is expected to advance
the Council’s vision through hands-on
execution, guide major projects, oversee
complex financial and organizational
issues, and navigate state mandates,
interagency agreements, and coastal
community challenges. The City
Manager works closely with department
heads to conduct and implement
organizational assessments, evaluate and
optimize staffing, improve processes,
leverage technology, and deliver timely
work efforts.

The role requires an understanding of
the unique aspects of working in a small
beach city and sophisticated relational,
leadership, and management skills to
ensure that Hermosa Beach thrives today
and into the future.

The Position
The City Manager provides overall
leadership and direction to the
organization. The role is responsible
for understanding and responding to
community needs and Council priorities,
building strong relationships, inspiring
and motivating staff, proactively
managing all municipal operations,
maintaining effective and high-quality
public service delivery, and implementing
the Council’s policy direction.

The Recruitment
Process
To apply for this exciting and special
career opportunity, please visit our
website:

Peckham & McKenney
www.peckhamandmckenney.com
Please do not hesitate to contact Danielle
Noble at (805) 836-0036 if you have any
questions regarding this position or the
recruitment process.

Compensation and
Benefits
The salary range for this position is
$240,000 - $289,817 annually and
will be based on qualifications and
experience. In addition to the salary, the
City of Hermosa Beach provides a robust
benefits program which includes:

CalPERS Retirement: Tier 1
(“Classic”) 2%@55 formula. City pays
7% employee contribution. Tier II
2%@60 formula. Tier III (hired after
January 1, 2013) 2%@62 formula.

Employee pays 50% of “normal cost”
or current contribution rate of similarly
situated employees. Retiree Medical
$400/month subsidy if worked 20+
years for the City and are age 60+.

City participates in Medicare but not
Social Security.

City-Paid Deferred
Compensation: Up to $8,000/year.

At-will employees are enrolled in the
Public Agency Retirement System
(PARS).

Medical: HMO and PPO options.

Employees receive up to $1875.39/month
to purchase medical insurance.

Dental: Employees receive up to
$226.30/month to purchase dental
insurance.

Vision: Employees receive City-paid
vision insurance.

Life: The City provides life insurance,
up to a maximum of $200,000.

Short-term Disability and
Long-term Disability: The City
provides coverage for both short-term
and long-term disability.

Employee Assistance Program:

The City provides coverage for the
employee and eligible dependents.

Vacation Leave: Up to 80 hours can
be cashed out annually.
0-4 Years of employment:
114 hours/year
5-9 Years of employment:
138 hours/year
10+ Years of employment:
178 hours/year
Sick Leave: 10 hours/month. Cash
out up to 96/hours per year OR
convert 100% of sick time, in excess of
176 hours, to vacation.

Management Leave: 100 hours/
calendar year.

Holidays: Twelve holidays/year.

Work Schedule: 4/10, Monday
through Thursday, 7 am to 6 pm.

Management Performance
Bonus: Up to 10% of base salary.

Training & Development:

Up to $3,500/year.

Wellness Reimbursement
Program: Up to $500/year.

Search Schedule
Filing Deadline:...........................................................October 2, 2025 Supplemental Process:...............................Ongoing – October 17, 2025 Council Consideration of Candidates: .................October 23 – 28, 2025 In-Person Final Interviews:.....................................November 20, 2025 These dates have been confirmed, and it is recommended
that you plan your calendar accordingly.
www.peckhamandmckenney.com
5800 Stanford Ranch Road
Suite 410
Rocklin, California 95765
916.630.4900
www.ralphandersen.com
August 29, 2025
Mayor David Burke and
Members of the City Council
City of Cypress
5275 Orange Avenue
Cypress, California 90630
Via Email: [email protected]
RE: Proposal - City Manager Recruitment Services
Dear Mayor Burke and Members of the City Council:

We are pleased to submit this Proposal to recruit for the position of City Manager for the City of Cypress. We will facilitate this recruitment process and professionally add value to the entire recruitment and selection process.

As a former City Manager with over 30+ years of experience, including 20 years serving as a City Manager in different communities (including 10 years as City Manager of Huntington Beach), Mr.

Wilson is highly qualified to lead this search and is available to start the project and attend on-site client meetings, as necessary. Mr. Wilson has completed over 35 City Manager recruitments with Ralph Andersen & Associates primarily focused in California.

Our proposal outlines the firm’s experience in conducting City Manager recruitments, the methodology/work plan and timeline to accomplish the search tasks, and the cost to conduct a comprehensive search process. If selected, Mr. Wilson will be available to begin work on this project within 10 days (or sooner) after the City provides a contract or an official notice to proceed.

We are proud of how we market and represent our clients. All of the design and graphics of our marketing material are done in-house so we can control the quality and production timing. To see samples of our recruitment brochures and learn how we market our clients digitally, please visit the Career Opportunities page of our website at www.ralphandersen.com.

Should you need any clarification, please feel free to call Mr. Wilson at (916) 630-4900 (office) or (714) 421-3258 (cell). Additionally, I am also available to respond to any questions, as needed. I am best reached at (916) 804-2885 (cell).

Thank you very much for your consideration of this proposal.

Respectfully Submitted,
Heather Renschler
President/CEO

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Cypress City CouncilSeptember 22, 2025

Cypress City Council
September 22, 2025