CITY OF DUNSMUIR
CITY COUNCIL
Thursday, March 5th, 2026 - 6:00 p.m.
MEETING AGENDA
REGULAR SESSION
Join Zoom Meeting: https://us02web.zoom.us/j/84424135442 Council Chambers
5902 Dunsmuir Ave
Notice to Public
The City of Dunsmuir is committed to providing meeting facilities that are accessible to persons with disabilities and/or have language barriers. To request meeting materials in alternative formats, or to request a sign language interpreter, real-time captioning, or other accommodation, please contact the City Clerk's Office, at least 72 hours in advance of the meeting at (530) 235-4822.
For individuals with hearing or speaking limitations, dial 711 or (800) 735-2922 (English). For Spanish, Tagalog or other language, please dial (800) 855-3000 and provide the communication assistant with the following City telephone number: (530) 235-4822.
DISCLOSURE OF CAMPAIGN CONTRIBUTIONS:
Pursuant to Government Code 84308, City Council Members are disqualified and not able to participate in any agenda item involving contracts (other than competitively bid, labor, or personal employment contracts), franchises, discretionary land use permits and other entitlements if the City Council Member received more than $250 in campaign contributions from the applicant or contractor, an agent of the applicant or contractor, or any financially interested participant who actively supports or opposes the City's decision on the agenda item in the 12 months prior to the date the item is on the agenda. Members of the City Council who have received, and applicants, contractors or their agents who have made, campaign contributions totaling more than $250 to a City Council Member in the 12 months prior to the date the item is on the agenda are required to disclose that fact for the official record of the subject proceedings. Disclosures must include the amount of the campaign contribution and identify the recipient City Council Member and may be made either in writing to the City Clerk before the agenda item or by verbal disclosure during consideration.
Members of the public can observe and participate in the meeting remotely via Zoom using the following Webinar ID: 844 2413 5442, or by calling +1 669-900-6833. Go to Reactions tab to “Raise your Hand” during the public comment period.
A. CALL TO ORDER
B. ROLL CALL
C. SPECIAL PRESENTATIONS AND ANNOUNCEMENTS
D. PUBLIC COMMENTS
Persons wishing to address the City Council on subjects not on the agenda but within the jurisdiction of the council may do so at this time. The council cannot discuss or take action on matters, not on the agenda for this meeting, but councilmembers may briefly respond to statements made or questions raised by the public, ask for clarification from staff, refer the matter to staff, request staff to report back to the council at a subsequent meeting, or place the matter on a future agenda. To speak on an agenda item, please use the “raise your hand” feature or press *9 on your phone.
Speakers are limited to three minutes per item, as determined by the Mayor.
E. COUNCIL AND STAFF COMMENTS
1 F. COMMITTEE REPORTS
G. APPROVAL OF MINUTES of February 19th, 2026
H. CONSENT CALENDAR
All matters listed on the Consent Calendar are to be approved with one motion unless a member of the City Council or the public requests that separate action be taken on a specific item.
Recommended Action: To approve the consent calendar.
1. Approval of Check Register 2/14-2/27/2026
2. Approve Employee Handbook Revisions
I. PUBLIC HEARING
J. OLD BUSINESS
K. NEW BUSINESS
1. Downtown Creek Discussion
2. Authorize City Representative to Sign a Letter of Support for a Friends of Dunsmuir Library Grant Application for a Mural
L. FUTURE AGENDA ITEMS
1. Historic District Property Business Improvement District
2. RFQ for Qualifications for Housing Developers
3. Onsite Cannabis Consumption Ordinance
M. ADJOURNMENT
ADJOURN TO THURSDAY MARCH 19TH, 2026, 6:00 P.M., COUNCIL CHAMBERS 5902 DUNSMUIR AVE,
DUNSMUIR, CA
Any disclosable public records related to an open session item on a regular meeting agenda and distributed by the City of Dunsmuir to all or a majority of the Dunsmuir City Council less than 72 hours prior to that meeting are available for public inspection at City Hall, in the 4th floor lobby, 1000 Webster Street, Dunsmuir, California during normal business hours.
PUBLIC NOTIFICATION
I, Wendy Perkins, City Clerk, do hereby certify that I have caused a true copy of the above notice and agenda to be delivered to each of the members of the Dunsmuir City Council, at the time and in the manner prescribed by law and that this agenda was posted at City Hall
2 A. CALL TO ORDER 6:00 PM
B. ROLL CALL
On roll call were Councilmembers: Hubbard, Clarno, Lucchesi
Absent: Sebring, Bryan
Staff present: Clerk Perkins, ICM/FD Michaelsen, City Attorney Lim, Sgt Kubowitz C. SPECIAL PRESENTATIONS AND ANNOUNCEMENTS – Collier Rest Stop Visitor Center Presentation by Rennie Cleland, wishes to have a Dunsmuir representative to serve on their board of directors, also seeking financial assistance, promotional opportunity.
D. PUBLIC COMMENTS – open at 6:15 p.m. None.
E. COUNCIL AND STAFF REPORTS
Sgt. Kubowitz – nothing to report.
Interim City Manager Michaelsen – Plowing operations going smoothly.
Councilman Clarno thanks staff for clearing the streets.
F. COMMITEEE REPORTS -
Finance Committee met and there is an agenda item in regards to that meeting.
G. APPROVAL OF MINUTES – Motion to approve minutes of 2/5/2026 Moved by: Councilmember Hubbard
Seconded by: Councilmember Clarno Motion Carried (3 to 0) H. CONSENT CALENDAR – Check Register: 1/31-1/30/2026
Motion to approve the consent agenda
Moved by: Councilmember Clarno
Seconded by: Councilmember Hubbard
Motion Carried (3 to 0)
I. PUBLIC HEARINGS - none
J. OLD BUSINESS – none
K. NEW BUSINESS –
February 19th, 2026 - CITY OF
DUNSMUIR
CITY COUNCIL MINUTES
3 1. Park and Recreation Lease Discussion – Possible Mutual Agreement to End the Lease Action to terminate the lease
Direct staff to have a mutal termination of the lease. Rec and Park no longer responsible for maintenance
Director Mike Rodriguez makes some comments regarding the district.
Public comment open at 6:28 None
Motion by Clarno to continue on with temporary services provided for next 6 months and direct ICM to work with attorney and Rec and Park District to work out a solution. No second.
Lim suggests that both parties mutually terminate the agreement in writing. Recommends a later resolution with language to terminate the lease and therefore no motion needed today.
2. City Property Ad Hoc – Discussion Old Public Works Site Between Pool and Community Center
Public comment open 6:41 – Mike Rodriguez has concerns about where his office for Recreation and Parks District will be since the prior building has been torn down.
Clarno would like to table this item until a future meeting. Hubbard concurs to table the item, all in favor.
3. Approval of Finance Committee’s Recommendation on Awarding Waterfall Grants and Plan for Remaining Balance of Budgeted Funds
Public comment open: Ken Brummel-Smith speaks about the Mt Shasta Pickleball Club and their involvement in developing Pickleball in Siskiyou County.
Staff goes over the Waterfall Grants which were awarded as follows:
Motion to award 3 root creek, 3 hedge creek, and 2 mossbrae awards and open the funding applicaiton process to award 1 hedge creek, 1 root creek and 3 burstarse grants by end of may
1 - $10,000 Mossbrae Waterfall Grant to: Dunsmuir High School 1 - $10,000 Mossbrae Waterfall Grant to: Mt Shasta Pickleball Club 1- $2500 was awarded to Chamber of Commerce for digital marketing program 1- $2500 was awarded to Community Resource Center
4 1- $2500 was awarded to Siskiyou Arts Museum – for maker space down below 1- $5000 awarded to Chamber for downtown beautification. (Hedge Creek) Motion to reopen funding application process to award 3 hedge creek($5000 ea) , 4 burstarse ($1000) and 1 root creek ($2500)
Moved by councilmember: Lucchesi
Seconded by councilmember: Hubbard
All in favor Motion Carried 3-0
L. FUTURE AGENDA ITEMS
1. Historic District Property Business Improvement District
2. RFQ for Qualifications for Housing Developers
3. Onsite Cannabis Consumption Ordinance
4. Downtown Creek Discussion
M. ADJOURN TO CLOSED SESSION – 7 P.M. - No public comment.
CONFERENCE WITH LABOR NEGOTIATOR (Government Code section 54957.6) Position: City Manager
Designated Representative: WBCP, Inc. (Lauren Gerson-Greene) N. REPORT OUT FROM CLOSED SESSION – Direction given to WBCP O. ADJOURNMENT at 7:53 p.m. p.m.
Mayor Lucchesi City Clerk Perkins
5 3/2/2026 10:59:14 AM Page 1 of 2
Check Report
City of Dunsmuir By Check Number
Date Range: 02/14/2026 - 02/27/2026
Vendor Number Vendor Name Payment Date Payment Type Discount Amount Payment Amount Number Bank Code: Mechanics Bank-Mechanics Bank
00036 ADVANCED INFOSYSTEMS & DATA MANAGEMENT02/20/2026 Regular 0.00 402.37 73 00323 BLUE STAR GAS 02/20/2026 Regular 0.00 946.49 74
00596 CITY OF DUNSMUIR 02/20/2026 Regular 0.00 150.07 75 01095 FASTENAL COMPANY 02/20/2026 Regular 0.00 200.46 76 03511 Ferrar, Michael 02/20/2026 Regular 0.00 29.93 77
01113 FIRE APPARATUS SOLUTIONS 02/20/2026 Regular 0.00 1,077.02 78 01908 LONARDO S. DEPAOLA Development Compliance02/20/2026 Regular 0.00 5,090.00 79 02362 PACE ANALYTICAL SERVICES, LLC 02/20/2026 Regular 0.00 94.00 80 02363 PACE ENGINEERING, INC. 02/20/2026 Regular 0.00 88,966.25 81 02370 PACIFIC POWER 02/20/2026 Regular 0.00 57.83 82
02370 PACIFIC POWER 02/20/2026 Regular 0.00 32.07 83
02370 PACIFIC POWER 02/20/2026 Regular 0.00 5,170.05 84 02626 RICHARDS, WATSON & GERSHON 02/20/2026 Regular 0.00 10,610.00 85 02826 SCP POOL CORP SCP DISTRIBUTORS, LLC 02/20/2026 Regular 0.00 1,079.91 86 03333 US BANK CORP PAYMENT SYSTEMS 02/20/2026 Regular 0.00 4,712.85 87 **Void** 02/20/2026 Regular 0.00 0.00 88
**Void** 02/20/2026 Regular 0.00 0.00 89
00617 CLEMENS WASTE REMOVAL Dianna Duran 02/27/2026 Regular 0.00 29,987.14 90 00887 DIVERSIFIED ELECTRIC, INC. 02/27/2026 Regular 0.00 3,384.00 91 01271 GREAT NORTHERN CORP. 02/27/2026 Regular 0.00 1,724.26 92 01299 HANNAH SMITH 02/27/2026 Regular 0.00 50.00 93
01908 LONARDO S. DEPAOLA Development Compliance02/27/2026 Regular 0.00 2,545.00 94 01961 MANFREDI'S DEPOT 02/27/2026 Regular 0.00 1,753.88 95 02246 NAPA AUTO PARTS file 56893 02/27/2026 Regular 0.00 576.76 96 02362 PACE ANALYTICAL SERVICES, LLC 02/27/2026 Regular 0.00 2,344.65 97 02370 PACIFIC POWER 02/27/2026 Regular 0.00 70.72 98
02370 PACIFIC POWER 02/27/2026 Regular 0.00 448.80 99
02520 QUILL CORPORATION 02/27/2026 Regular 0.00 43.09 100 02598 RENTAL GUYS 02/27/2026 Regular 0.00 10,168.51 101 02965 SISKIYOU HUMANE SOCIETY 02/27/2026 Regular 0.00 750.00 102 03307 TYLER TECHNOLOGIES, INC. 02/27/2026 Regular 0.00 729.12 103 Regular Checks
Manual Checks
Voided Checks
Discount
Payment
Payment Type Count
Bank Code Mechanics Bank Summary
Bank Drafts
EFT's
29 0
2 0
0 0.00
0.00 0.00
0.00 0.00
31 0.00
Payment
173,195.23
0.00 0.00
0.00 0.00
173,195.23
Payable
Count
42 0
0 0
0 42
6
City of Dunsmuir
STAFF REPORT
RE: Approve revisions to the employee handbook MEETING DATE: 3/5/26 SUBMITTED BY: HR Consultant and Interim City Manager
PURPOSE OF REPORT: Information only Discussion Action Item PLACEMENT ON AGENDA: New Business Old Business Consent
Special Presentation Public Hearing
WHAT IS BEING ASKED OF THE CITY COUNCIL: Approve minor modifications to the Employee Handbook BACKGROUND/DISCUSSION: The State of CA has made some changes that affect the employee handbook. In addition to those changes, there is 1 minor change of wording from “President” to “Mayor”. The changes are below;
Changed wording from “President” to “Mayor”
Remove wording as shown via strikethrough, “Reduction in Pay or Paid Leave: The City may reduce an employee’s pay or paid leave for cause. A reduction in pay for disciplinary purposes may take one of three (3) forms:
o a decrease in salary to a lower step within the salary range; o a decrease in salary paid to an employee for a fixed period of time; or o loss of accrued paid vacation or administrative leave, floating holiday, or compensatory time off.”
See attached for additional changes
OPTIONS: pull from consent and discuss further to either approve, do not approve, or make changes FISCAL IMPACT:
None Yes Budgeted Item? Yes No
Budget Adjustment Needed? Yes No If yes, amount of appropriation increase:
Affected fund(s): General Fund Water OM Fund Sewer OM Fund Other:
Comments:
SUGGESTED MOTIONS: via consent – approve modification to employee handbook Attachments: Additional changes
7 Handbook of Employee Policies
Effective March 5, 2026
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Welcome to the City of Dunsmuir
Dear Dunsmuir Team Member,
Welcome to the City of Dunsmuir team! Whether you're just beginning your journey with us or are a long-standing member of our municipal family, I want to personally thank you for your dedication to serving our amazing community.
As public servants, we have the unique privilege—and responsibility—of shaping the daily lives of the residents, businesses, and visitors who rely on us. From public safety and parks to planning and public works, every department plays a vital role in upholding the values that make Dunsmuir such a special place to live, work, and thrive.
This employee handbook has been designed with you in mind. It is here to provide you with essential information about our policies, benefits, expectations, and the values that guide our work. While no document can anticipate every situation, this handbook should serve as a helpful reference and a reflection of our commitment to transparency, consistency, and respect in the workplace.
We are proud of the professionalism, integrity, and care our team demonstrates every day. Your contributions matter, and your success is integral to the continued growth and development of our city. I encourage you to engage fully in your role, ask questions, seek support when needed, and take pride in the meaningful work you do.
Thank you for being a part of our team. I look forward to all that we will accomplish together in service to our community.
Warm regards,
City Manager
Dunsmuir, CA
Changes to these policies
The policies set forth in this Handbook are those in effect at the time of publication. Changes to this Handbook must be approved by the City Manager, the City Council and the Employees Union, Operating Engineers Local Union No. 3. Policies and procedures have been established to govern other aspects of the City’s’ operations. The policy on at-will employment may be modified only by a signed, written agreement between the City and the employee at issue. Nothing in this Handbook may be construed as creating a promise of future employment, future benefits, or a binding contract between City of Dunsmuir and any of its employees.
Conflict Between These Policies and Collective Bargaining Agreement If a provision of these Policies conflicts with any provision of a valid collective bargaining agreement between the City and a recognized employee organization, the provision of the collective bargaining agreement that is in conflict will apply to employees covered by that collective bargaining agreement.
Delegation of Authority
The City Council delegates to the City Manager the authority to authorize employment, establish job responsibilities, and perform other personnel actions as to all subordinate employees in accordance with Memorandum of Understanding Between City of Dunsmuir and Employees Union, Operating Engineers Local Union No. 3., all federal and state laws and regulations, and these Policies. The City Manager may delegate responsibility to the Human Resources Consultant to perform personnel actions in accordance with this section.
The City Manager on behalf of the City has, except as expressly and lawfully restricted by specific provisions of the MOU, the 9 Effective Match 5 2026
exclusive decision-making authority to:
Determine and modify the organization of City Government and its constituent work units. Determine the nature, standards, levels and mode of delivery of services to be offered to the public. Determine the methods, means and the numbers and kinds of personnel by which services are to be provided.
Determine whether goods or services shall be made, purchased or contracted for. Direct employees, including scheduling and assigning work and overtime. Establish employee performance standards and require compliance herewith. Discharge, suspend, demote, reduce in pay, reprimand, withhold salary increases and benefits, or Otherwise, discipline employees subject to the requirements of applicable law. Relieve employees from duty because of lack of work or lack of funds or for other legitimate reasons. Implement rules, regulations and directives consistent with law and the specific provisions of the MOU and this handbook.
Take all necessary actions to protect the public and carry out its mission in emergencies. Administer all the provisions of City of Dunsmuir City Code Personnel Systems chapter and of the personnel rules not specifically reserved to the city council;
Prepare and recommend to the city council personnel rules and revisions and amendments to such rules. The city attorney shall approve the legality of such rules and amendments prior to their submission to the city council; Prepare or cause to be prepared a position classification plan, including class specifications, and revisions of the plan.
The plan, and any revision thereof, shall become effective upon approval by the city council; Prepare or cause to be prepared a plan of compensation, and revisions thereof, covering all classifications in the competitive service. The plan, and any revisions thereof, shall become effective upon approval by the city council; Provide for the publishing or posting notices of tests for positions in the competitive service; the receiving of applications therefore and the conducting and grading of test.
Retention of Personnel Authority as to Certain Personnel As to those elected officials, or employees who directly report to the city council, if any, the city council retains all authority over all personnel actions as authorized by law and these Policies, except where specific authority is granted to the City Manager by the City Charter or Municipal Code.
GENERAL POLICIES
At-Will Employment
Employment with City of Dunsmuir is at-will. This means employees are free to resign at any time and City of Dunsmuir may terminate the employment relationship at any time, in accordance with the MOU, state and federal laws and City of Dunsmuir policies. As an at-will employee, it is not guaranteed, in any manner, that you will be employed with City of Dunsmuir for any period. At-will Employees are:
(a) City Manager
(b) Department Directors
(c) Employees whose positions are funded under a state or federal employment program (d) Employees designated as temporary / seasonal
(e) Probationary employees
Nothing in this handbook creates a contract of employment, express or implied, or alters the at-will employment relationship except 10 Effective Match 5 2026
as required by law or a written agreement approved by the City Council.
Immigration Law Compliance
In compliance with the Immigration Reform and Control Act of 1986, as amended, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must complete the form if they have not completed an I-9 with City of Dunsmuir within the past three years, or if their previous I-9 is no longer retained or valid.
Equal Employment Opportunity
City of Dunsmuir is an Equal Employment Opportunity employer. Employment decisions at City of Dunsmuir are based upon one's qualifications and capabilities to perform the essential functions of a particular job, and are free from discrimination based on race, traits historically associated with race including but not limited to hair textures and hairstyles, religion, sex, sexual orientation, gender, gender identity, gender expression, age (forty (40) and over), national origin, age, veteran status, disability, genetic information, or any other characteristic protected by law (Gov’t Code § 12940(a).). This Equal Employment Opportunity policy governs all aspects of employment, including, but not limited to selection; job assignment; compensation; discipline; termination; and access to benefits and training, request for accommodations. The individuals covered by this Policy are:
applicants, employees regardless of rank or title, elected or appointed officials, interns, volunteers, and contractors. This Policy applies to all terms and conditions of employment, internships, and volunteer opportunities, including, but not limited to, selection, hiring, placement, promotion, disciplinary action, layoff, recall, transfer, leave of absence, compensation, and training.
City of Dunsmuir strongly urges the reporting of all instances of discrimination and prohibits retaliation against any individual who reports discrimination or participates in an investigation of such report. An applicant or employee who believes they have experienced or witnessed discrimination based on sex, race, traits historically associated with race, national origin, sexual orientation, disability, or another factor, should promptly report the incident to the Human Resources or U.S. Equal Employment Opportunity Commission (EEOC), or the California Department of Fair Employment and Housing (DFEH). Any reported allegations of discrimination will be investigated promptly, thoroughly, and impartially. Any employee found to be engaged in any form of unlawful discrimination may be subject to disciplinary action, up to and including, termination of employment.
No employee will be fired, not hired, barred, harassed, discharged, or otherwise discriminated against because of pregnancy, childbirth, or a related condition.
In accordance with the California Fair Chance Act, City of Dunsmuir will not make any inquiry into an applicant's criminal conviction history until a conditional offer has been made to the applicant; and in accordance to City’s Municipal Code (2.36.130 - Criminal conduct—Ineligibility for employment). Once a conditional offer has been made and accepted the City of Dunsmuir will perform a background check using Livescan, the employee will be fingerprinted and if job requires they will have a DMV Check.
Except as otherwise hereinafter provided, no person convicted of a felony or misdemeanor involving moral turpitude shall be eligible for employment in the excepted or competitive service of the city; provided, however, that the appointing authority may disregard such conviction if he finds and determines that mitigating circumstances exist, such as, but not limited to, evidence of rehabilitation, length of time elapsed since such conviction, the age of such person at the time of conviction, or the fact that the classification applied for is unrelated to such conviction. The city manager, acting city manager, city clerk, personnel director, chief of police, city attorney, and each appointing authority of the city, are authorized to have access to the "State Summary Criminal History Information" as provided for in Section 11105 of the Penal Code of the state. Additionally, City of Dunsmuir will not seek out nor rely on an applicant’s salary history in determining whether to offer employment to an applicant or in setting a prospective applicant’s starting wage.
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Making or threatening reprisals after a negative response to sexual advances; Visual conduct that includes leering, or making sexual gestures; and Any other visual, verbal, or physical conduct or behavior deemed unwelcome by the intended recipient or offensive to an observer.
Harassment based on any other protected characteristic is also strictly prohibited. All employees are required to attend Sexual Harassment Training that complies with applicable state and federal requirements.
An employee who believes they have experienced or witnessed harassment based on sex, sexual orientation, or another factor, should promptly report the incident to Aggie Dellandre, HR Consultant (281) 685-4846 or to the U.S. Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (DFEH). These administrative agencies offer legal remedies and a complaint process. The nearest offices are listed on the Internet, in the government section of the telephone book or employees can check the posters that are located on City bulletin boards for office locations and telephone numbers. If the employee believes it would be inappropriate to discuss the matter with the City Manager, they may report it directly to the Mayor of the City. Any reported allegations of harassment will be investigated promptly, thoroughly, and impartially. Any employee found to be engaged in any form of sexual or other unlawful harassment may be subject to disciplinary action, up to and including, termination of employment.
Guidelines for Identifying Harassment
Harassment includes any conduct which would be unwelcome or unwanted to an individual of the recipient’s same protected classification. The following guidelines to determine if conduct is unwelcome or unwanted should be followed:
(a) It is no defense that the recipient “appears” to have consented to the conduct at issue by failing to protest about the conduct. A recipient may not protest for many legitimate reasons, including the need to avoid being insubordinate or to avoid being ostracized or subjected to retaliation.
(b) Simply because no one has complained about a joke, gesture, picture, physical contact, or comment does not mean that the conduct is welcome. Harassment can evolve over time. Small, isolated incidents might be tolerated up to a point. The fact that no one has yet complained does not preclude someone from complaining if the conduct is repeated in the future. (c) Even visual, verbal, or physical conduct between two (2) people who appear to welcome the conduct can constitute harassment of a third person who witnesses the conduct or learns about the conduct later. Conduct can constitute harassment even if it is not explicitly or specifically directed at a particular individual. (d) Conduct can constitute harassment even if the individual has no intention of harassment. Even well-intentioned conduct can violate this Policy if the conduct is directed at, or implicates a protected classification, and if an individual would find it offensive (e.g., gifts, over- attention, endearing nicknames, hugs).
Retaliation
Retaliation occurs when adverse conduct is taken against a covered individual because of the individual’s protected activity as defined in this Policy. "Adverse conduct" may include but is not limited to: disciplinary action, counseling, taking sides because an individual has reported harassment or discrimination; spreading rumors about a complainant or about someone who supports or assists the complainant; shunning or avoiding an individual who reports harassment or discrimination; or making real or implied threats of intimidation to prevent or deter an individual from reporting harassment or discrimination.
Complaint Procedure
A covered individual who believes he or she has been subjected to discrimination, harassment or retaliation may make a complaint -- orally or in writing -- to any supervisor, manager, or department director, without regard to any chain of command. Any supervisory or management employee who receives a harassment complaint should immediately notify the Human Resources 12 Effective Match 5 2026
1) a decrease in salary to a lower step within the salary range; 2) a decrease in salary paid to an employee for a fixed period of time; or 3) loss of accrued paid vacation or administrative leave, floating holiday, or compensatory time off.
Documents related to a reduction in pay will become part of the employee’s personnel file when the reduction in pay is final and documented in the performance evaluation. A reduction in pay is subject to the discipline and discipline appeal procedures described below. Employees who are exempt from the Fair Labor Standards Act (FLSA) overtime requirements are not subject to pay reduction, except loss of accrued vacation or administrative leave. (f) Demotion: The City may demote an employee from their position to a lower position for cause. Documents related to a demotion will become part of the employee’s personnel file when the demotion is final and documented in the performance evaluation. A demotion is subject to the discipline and discipline appeal procedures described below. (g) Dismissal: The City may dismiss an employee from their position for cause as listed in Causes for Discipline section.
Documents related to the dismissal will become a part of an employee’s personnel file when the dismissal is final.
A dismissed employee is entitled to the discipline and discipline appeal procedures described below.
Discipline Procedures
The following discipline procedures only apply to the City’s for-cause employees. All employees other than for-cause employees, namely temporary employees, may be disciplined or separated at will, with or without cause, and without the disciplinary procedures listed below.
The following discipline procedures apply only to suspension without pay, reduction in pay, demotion, or dismissal. (a) “Skelly” Notice of Intended Disciplinary Action to Employee: A written notice of the intended disciplinary action will be given to the employee, which will include the following information:
The level of the intended discipline;
The specific charges that support the intended discipline; A summary of the facts that show that the elements of each charge at issue in the intended discipline; A copy of all materials upon which the intended discipline is based; Notice of the employee’s right to respond to the department director regarding the intended discipline within five (5) days from the date of the notice, either by requesting a Skelly conference, or by providing a written response, or both;
Notice of the employee’s right to have a representative of their choice at the Skelly conference; and
Notice that failure to respond by the time specified constitutes a waiver of the right to respond prior to final discipline being imposed.
(b) Response by Employee and Skelly Conference: If the employee requests a Skelly conference, the designated Skelly Officer, which may be the department director, will conduct an informal meeting with the employee. During the informal meeting, the employee will have the opportunity to rebut the charges against him or her and present any mitigating circumstances. The Skelly Officer will consider the employee’s presentation before issuing the disciplinary action. The employee’s failure to attend the conference, or to deliver a written response by the date specified in the Skelly notice, is a waiver of the right to respond, and the intended disciplinary action will be imposed on the date specified in the Skelly letter.
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Meal & Rest Periods
In accordance with state and local laws, non-exempt employees will be provided with meal and rest periods. Rest periods of less than 15 minutes are paid. Rest or meal breaks lasting longer than 15 minutes are unpaid. Non-exempt employees will be fully relieved of their job responsibilities and are not required or permitted to remain on call during unpaid breaks and meal periods.
Rest and meal periods will be scheduled to accommodate City of Dunsmuir operating requirements.
Lactation Accommodation
The City of Dunsmuir provides reasonable break time and a private space for employees to express breast milk in compliance with California law. The lactation space will not be a bathroom and will be shielded from view, free from intrusion, and equipped with a surface to place a breast pump, a seat, and access to electricity.
Employees will not be subject to retaliation for requesting or using lactation accommodations.
City of Dunsmuir accommodates employees who wish to express breast milk during the workday by providing a reasonable location and break time. City of Dunsmuir has limited space available to designate as a permanent lactation room and so the break room (with locked door), the employee's own office, or another office may be used for this purpose. To the extent possible, lactation breaks should run concurrent with the employees’ regularly scheduled rest or meal period. Lactation breaks will generally be treated as paid breaks. If a lactation break exceeds the time normally allowed for a rest break, the lactation break will be unpaid.
Storage of Expressed Milk
Any employee storing expressed milk in any authorized refrigerated area within the City will clearly label it as expressed milk. No expressed milk will be stored at the City beyond the employee’s workday/ shift.
Advance Request for Permission to Deviate from Regular Work Hours An overtime-eligible employee is required to seek advance permission from their supervisor for any foreseeable absence or deviation from regular working, break, and mealtimes
Notification of Unforeseen Late Arrival or Absence
An overtime-eligible employee who is unexpectedly unable to report for work as scheduled must notify their immediate supervisor no later than the beginning of the employee’s scheduled work time and report the expected time of arrival or absence.
If the immediate supervisor is not available, the employee must notify the department director.
Unauthorized Absence is Prohibited
Arriving late to work or leaving early in connection with scheduled work times, breaks, or meal periods is prohibited, absent authorization. An overtime-eligible employee who fails to timely notify the supervisor of any absences as required by this Policy, or who is not present and ready to work during all scheduled work times will be found to have an unauthorized tardy or absence and will not receive compensation for the period of absence. 14 Effective Match 5 2026
d. Recovery
City of Dunsmuir will assist and support employees who need time off to physically, emotionally, and mentally recover and can help find assistance through your benefits and Employee Assistance Program. Such employees may be allowed to use accrued paid time off, placed on leaves of absence, referred to treatment providers and otherwise accommodated as required by law.
Such employees may be required to document that they have successfully recovered and followed prescribed treatment and to take and pass follow-up tests if they hold jobs that are safety sensitive or that require driving.
EMPLOYEE BENEFITS/LEAVE
City of Dunsmuir insurance and retirement benefits are described more fully in plan brochures available upon request from Human Resources or the Union Benefits Representative.
Paid Time Off and Leave Policies
Vacation Accrual and Accrual Cap
Eligible employees accrue vacation in accordance with the City’s established accrual schedule. Vacation is considered earned wages under California law and vests as it is earned.
Earned vacation is not forfeited. The City establishes a maximum vacation accrual cap. Once an employee reaches the maximum accrual cap, no additional vacation will accrue until the employee uses accrued vacation and the balance falls below the cap, at which point accrual will resume.
Upon separation from employment for any reason, employees will be paid for all accrued and unused vacation in accordance with applicable state law.
Vacation leave may not be taken in advance of being earned and must be approved by the supervisor and City Manager.
Employees should normally schedule vacation periods well in advance, avoiding times of heavy activity and in coordination with other employees. While every effort will be made to accommodate an employee's preference when scheduling vacation leave, an employee may be asked to defer or adjust their plans due to the demands of City’s business. Generally, at least one employee is expected to be on duty on each regularly scheduled workday of the City’s. No employee shall be absent on annual vacation leave more than 20 consecutive working days without the expressed authorization of the City Manager.
All permanent City employees hired prior to January 1, 2003 shall be entitled to annual vacation leave, with pay, according to the number of continuous full calendar years of employment based on the following scale:
1st year of continuous service 5 working days.
2nd year through 5th year of 12 working days continuous service. 6th year through 10th year of 17 working days continuous service. 11th year through 15th year of 20 working days continuous service. 16th year through 18th year of 23 working days continuous service. 19th year and all subsequent years 25 working days continuous service For all employees hired after January 1, 2003 the following vacation schedule applies:
1st year of continuous service 5 days
2nd through 3rd year of continuous 10 days service
4th through 10th years of continuous 15 days service
11th through 14th years of 20 days continuous service 15th year and all subsequent years 25 days of service Part-time employees earn vacation in proportion to all paid hours worked. 15 Effective Match 5 2026
City shall allow all leave times to be used by the Employee in one-hour increments. (a) Unused vacation leave may be accumulated up to a maximum of two (2) times the employee’s current authorized accrual rate (“vacation accrual cap”). Vacation is considered earned wages under California law and is not forfeited once earned.
(b) Employees whose vacation balance equals or exceeds the vacation accrual cap as of December 31 of any year shall not accrue additional vacation until their accrued vacation balance is reduced below the maximum allowed. (c) In the event an employee is prevented from taking scheduled vacation due to a documented City operational need, and as a result reaches the vacation accrual cap, the City will temporarily allow the employee to maintain a vacation balance above the accrual cap for a period not to exceed six (6) months.
During this period, the employee and department head shall cooperate in developing a vacation use schedule to reduce the employee’s vacation balance to or below the maximum allowed accrual. (d) Reasons for temporarily allowing a vacation balance above the accrual cap may include, but are not limited to, the following:
The employee was required to work because of an operational need or emergency. The employee was assigned to work of a priority or critical nature over an extended period. The employee was absent on full salary for compensable injury. The employee was on jury duty or called as a witness. The employee was prevented by the department head or designee from utilizing accrued vacation.
(e) Vacation leave shall be taken with the prior approval of the department head. Appointing authorities are responsible for ensuring employees have reasonable opportunities to take vacation leave each year.
Except in cases of emergency, employees shall not be denied the opportunity to take at least two-thirds (2/3) of their annual vacation accrual, nor denied the opportunity to take at least five (5) consecutive workdays each year.
If an employee’s accrued vacation balance reaches or exceeds the vacation accrual cap at any time, the department head, City Administrator/Manager, or designee may direct the employee to schedule and take vacation at a reasonable time.
(f) Each department head or designee will make every effort to act on vacation requests in a timely manner. (g) Approved vacation may be cancelled only when operational necessities require.
Holidays
City of Dunsmuir observes the following paid holidays:
January 1 - New Years Day.
January 20 – Martin Luther King Day
Third Monday in February - President’s Day
March 31 – Ceasar Chavez Day
Last Monday in May - Memorial Day
June 19 - Juneteenth.
July 4 - Independence Day
First Monday in September - Labor Day
Second Monday in October - Indigenous Peoples Day.
November 11 - Veteran’s Day.
Thanksgiving Day, as designated
The day following Thanksgiving Day
December 24 - Christmas Eve Day.
December 25 - Christmas Day.
December 31 - New Years Eve (half – day)
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All other days as may be proclaimed by the President of the United States or Governor of the State or when approved by the City Council.
Each employee will receive four (4) floating holidays that may be taken by the employee at any time subject only to their scheduling being approved by their supervisor and City Manager. These four (4) floating holidays shall be issued and used during the calendar year. Should the Department Head be unable to grant the holiday due to the needs of the city by the end of the calendar year, then the employee shall be compensated for the holiday at straight time rate.
If a holiday falls on a Saturday or Sunday, the Friday before may be taken as the holiday. Due to the nature of our business, City of Dunsmuir may require some or all employees to work on a holiday. Employees who are required to work on a holiday will be permitted to take another day off with pay in lieu of the missed holiday. The alternative day off must be mutually agreed upon by the employee and the City Manager and taken within 30 days following the original holiday date.
Holidays are not vacation leave, sick time nor administrative leave, do not carry over to subsequent years and may not be cashed out.
Sick Leave
The City of Dunsmuir provides paid sick leave in compliance with California law. Eligible employees accrue paid sick leave at a rate that meets or exceeds the minimum requirements of state law, currently no less than forty (40) hours or five (5) days per year.
Upon retirement separation the employee may use all Sick Leave accrued time by either purchasing CalPERS Service Credit (may use 100% of time) or give back 150 hours with all remaining being paid out to the employee at their current rate of hourly rate of pay at time of separation.
All employees who work at least 30 days per calendar year in California are eligible for paid sick time. Time spent off work on sick time does not constitute “hours worked” and is not counted in the calculation of overtime. Fulltime employees 8 hours for each calendar month of service beginning with probationary appointments. Part-time employees earn sick time in proportion to all paid hours. For example, a part time employee who works and takes some paid time off totaling 50 hours in a pay period earns
1.34 sick hours (50/80 * 2.15 = 1.34). No employee will accrue or receive less than five (5) days or forty (40) hours of paid sick leave in a calendar year, in accordance with California law.
Sick leave is paid leave from work that can be used for the following purposes:
(a) diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee or any of the following of the employee’s family members: child of any age or dependency status; parent; parent-in-law; spouse; registered domestic partner; grandparent; grandchildren; or sibling (Labor Code §§ 233(b)(2); 245.5(c); 246.5(a)(1)); or (b) for an employee who is a victim of domestic violence, sexual assault, or stalking to: i) obtain or attempt to obtain a temporary restraining order or other court assistance to help ensure the health safety or welfare of the employee or their child; or ii) obtain medical attention or psychological counseling; services from a shelter; program or crisis center; or participate in safety planning or other actions to increase safety. (Labor Code §§ 230(c); 233(b)(3)(A); 246.5(a)(2).) Paid sick time is only available up to the amount accrued by the employee; however, once accrued sick leave has been exhausted, an employee may request to use accrued vacation leave for qualifying sick leave purposes, subject to applicable approval procedures. The City Manager may require reasonable medical verification or a fitness-for-duty certification only when permitted by law, including when there is a reasonable basis to believe the sick leave is being abused or when the employee’s condition may affect the employee’s ability to safely perform essential job functions.
Employees are expected to provide as much advance notice as possible of their need to take sick time off for medical appointments. Employees should promptly notify the City Manager on the first day of illness and keep the City Manager advised of the employee's anticipated date of return to work.
Accrued and unused sick time may be carried forward to a subsequent year and is capped at 160 hours. Employees on unpaid leave accrue no sick time during the period of their unpaid status. Accrued, unused sick time is not paid out upon separation from employment for any reason.
Employees required to be absent from work because of serious illness or death of a family member may use accrued sick leave consistent with the family member definitions provided in this policy and applicable law. Additional consideration may be given in special cases as determined by the City Manager.
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Accrued, Unused sick leave is not cashed out upon termination, resignation, or other separation from employment. (Labor Code § 246(f)(1).) Unused sick leave may be converted to retirement service credits only as may be permitted under applicable retirement system laws and regulations.
Sick Leave Reinstatement
If an employee separates and is rehired within one year from separation, accrued and unused sick leave, to a maximum of six (6) days or forty-eight (48) hours, whichever is greater, will be reinstated. (Labor Code § 246(f)(2).) An employee who worked at least ninety (90) days in the initial employment with the City may immediately use reinstated sick leave. An employee who had not worked ninety (90) days in the initial employment with the City must work the remaining amount of the ninety (90) day-qualifying period to be able to use accrued sick leave. (Labor Code § 246(c).) California Family Rights Act (CFRA) Leave
The City of Dunsmuir provides leave in accordance with the California Family Rights Act (CFRA), which applies to employers with five (5) or more employees. CFRA provides eligible employees with up to twelve (12) workweeks of unpaid, job-protected leave during a twelve (12)-month period for qualifying reasons as defined by law.
CFRA leave is separate from Pregnancy Disability Leave (PDL). Eligible employees may be entitled to both PDL and CFRA leave as provided by law.
City of Dunsmuir complies with the requirements of the CFRA https://calcivilrights.ca.gov/family-medical- pregnancy-leave/. If you have more than 12 months of service with City of Dunsmuir and have worked at least 1,250 hours in the 12-month period before the date you want to begin your leave, you may have a right to a family care or medical leave (CFRA leave).This leave may be up to 12 work weeks in a 12-month period for the birth, adoption, or foster care placement of your child or for your own serious health condition or that of your child, grandchild, parent, parent-in-law, grandparent, spouse, registered domestic partner, or sibling. If granted CFRA Leave, you will be required to use any available accrued Vacation Leave (and/or Sick Leave if the CFRA Leave is for the employee’s own serious health condition) while taking CFRA leave.
Family and Medical Care Leaves
The City provides family and medical care leave for eligible employees as required by State and federal law. Employees who misuse or abuse family and medical care leave may be disciplined up to and including termination. Employees who fraudulently obtain or use CFRA leave are not protected by the CFRA’s job restoration or maintenance of health benefits provisions. This Policy is supplemented by the Federal Family and Medical Leave Act (“FMLA”), and the California Family Rights Act (“CFRA”). Unless otherwise stated in this Policy, “Leave” means leave under the FMLA and CFRA. Unless otherwise provided by law, the City will run each employee’s FMLA and CFRA leaves concurrently.
Definitions
(a) “12-Month Period” means a rolling twelve (12) month period measured backward from the date leave is taken and continuous with each additional leave day taken. (29 CFR § 825.200(b)(4); 2 Cal. Code Regs. § 11090(b).) (b) “Single 12 Month Period” means a twelve (12) month period which begins on the first day the eligible employee takes FMLA leave to take care of a covered servicemember and ends twelve (12) months after that date. (29 CFR § 825.200(f).) (c) “Child” means a child under the age of eighteen (18) years of age, or eighteen (18) years of age or older who is incapable of self-care because of a mental or physical disability. An employee’s child is one for whom the employee has actual dayto-day responsibility for care, and includes a biological, adopted, foster or stepchild. A child is “incapable of self-care” if he/she requires active assistance or supervision to provide daily self-care in three or more of the activities of daily living or instrumental activities of daily living, such as caring for grooming and hygiene, bathing, dressing and eating, cooking, cleaning shopping, taking public transportation, paying bills, maintaining a residence, or using telephones and directories. (29 CFR § 825.102; Gov’t Code § 12945.2(c)(1).)
(d) “Parent” means the biological parent of an employee or an individual who stands or stood in loco parentis (in place of a parent) to an employee when the employee was a child. This term does not include parents-in-law. (29 CFR § 825.102; Gov’t Code § 12945.2(c)(7).)
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City of Dunsmuir
STAFF REPORT
RE: Downtown creek water tank overflow discussion MEETING DATE: 3/5/26 SUBMITTED BY: Interim City Manager
PURPOSE OF REPORT: Information only Discussion Action Item PLACEMENT ON AGENDA: New Business Old Business Consent
Special Presentation Public Hearing
WHAT IS BEING ASKED OF THE CITY COUNCIL: Discuss the downtown creek and water tank overflow BACKGROUND/DISCUSSION: The city had a tank that was designed to constantly overflow. The state mandated the need to emergency chlorinate the water. To satisfy the mandate, a new tank was needed. The previous overflow traveled down to the sacramento river. Citizens living along that flow desire to maintain the flow from the tank. There is also some public support. There is natural water that flows along the same path.
OPTIONS: none at this time
FISCAL IMPACT:
None Yes Budgeted Item? Yes No
Budget Adjustment Needed? Yes No If yes, amount of appropriation increase:
Affected fund(s): General Fund Water OM Fund Sewer OM Fund Other:
Comments:
SUGGESTED MOTIONS: none
Attachments:
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City of Dunsmuir
STAFF REPORT
RE: Authorize Mayor or City Manager to sign a letter of support for the Library’s grant request to California Parks
MEETING DATE: 3/5/26
SUBMITTED BY: Friends of Dunsmuir Library and Interim City Manager PURPOSE OF REPORT: Information only Discussion Action Item PLACEMENT ON AGENDA: New Business Old Business Consent
Special Presentation Public Hearing
WHAT IS BEING ASKED OF THE CITY COUNCIL: Authorize a city representative to sign a letter of support for the Library’s grant request to California Parks
BACKGROUND/DISCUSSION: The Friends of the Dunsmuir Library is applying for a grant to fund a mural on the north wall of the library building. They are asking the city to sign the attached letter of support, which is general support as there is no design determined.
OPTIONS: authorize Mayor or City Manager to sign the attached letter as is, with modifications, or do not authorize signing the letter
FISCAL IMPACT:
None Yes Budgeted Item? Yes No
Budget Adjustment Needed? Yes No If yes, amount of appropriation increase:
Affected fund(s): General Fund Water OM Fund Sewer OM Fund Other:
Comments:
SUGGESTED MOTIONS: Motion to authorize Mayor or City Manager to sign the attached letter of support regarding the Library’s mural grant application
Attachments: Letter of support
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To Whom It May Concern at Parks California,
The City of Dunsmuir owns the Dunsmuir Library building at 5714 Dunsmuir Avenue, Dunsmuir, CA 96025. As the owner of this building, we wholeheartedly support the Friends of the Dunsmuir Library in their pursuit of grants to fund the "REFLECTIONS IN THE CANYON" tile art mural. The City recognizes the important benefit that the mural would provide to the beautification of our town. The mural would brighten a highly visible North wall adjacent to the City Park in our historic downtown district. The City of Dunsmuir as a partner in this project will do what is possible to help facilitate this project.
We thank Parks California for your consideration of the Friends of the Dunsmuir Library's "REFLECTIONS IN THE CANYON" Art in California Parks grant application.
Sincerely,
____________________ ___________
City of Dunsmuir DATE
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