Agenda packet — El Cajon City Council, June 24, 2025 (part 2 of 2)

Miscellaneous Employees
“Classic” Members
Local Safety Employees
“Classic” Members Hired on or before March 10, 2011
F. Unused Sick Leave Credit (§20965) F. Unused Sick Leave Credit (§20965) G. Military Service Credit as Public Service
(§21024) G. Military Service Credit as Public Service (§21024) H. 2% Annual Cost of Living Allowance
Increase (§21329)
H. 2% Annual Cost of Living Allowance Increase
(§21329)
I. Pre-Retirement Death Benefits to Continue
After Remarriage of Survivor (§21551)
I. Pre -Retirement Death Benefits to Continue After
Remarriage of Survivor (§21551)
J. 1959 Survivor Benefit Level Four (§21574) J. 1959 Survivor Benefit Level Three (§21573) K. $5,000 Retired Death Benefit (§21623.5) K. $500 Retired Death Benefit (§21620) L. [Reserved]
L. Post-Retirement Survivor Allowance §21624/26/28)
M. [Reserved]

M. Post -Retirement Survivor Allowance to Continue
After Remarriage (§21635)

Local Safety Employees
Hired on or after March 11, 2011
A. 3% at 55 Benefit Formula (§21362.2)
B. Final Compensation: Three Years – Career Average
(§20042)

B. Contribute another 1% of compensation earnable
toward the employe r contribution to CalPERS via
payroll deductions pursuant to Government Code
section 20516(a) with the first paycheck in July 2026.

CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
June 21, 2025

PAGE

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Those employees who are “new members” as defined under the Public Employees’ Pension Reform Act of 2013 (PEPRA) pay the employee contributions equal to 50% of normal cost (currently 7.25% for Miscellaneous and 13.75% for Safety Employees , however member contribution rates can change each fiscal year based on CalPERS's annual actuarial valuations), and receive the above listed benefits with the exception of the following:

Miscellaneous Employees
“New” Members Hired on or after January 1, 2013
Safety Employees
“New” Members Hired on or after January 1, 2013
A. 2% at 62 Benefit Formula (§7522.20) A. 2.7% at 57 Benefit Formula (§7522.25(d)) B. Final Compensation: Three Years – Career
Average (§20037)
B. Final Compensation: Three Years – Career
Average (§20037)

PST Employees: In lieu of enrollment in the CalPERS’ retirement program, PST employees will be enrolled in an IRS §457 retirement plan. The City contributes 7.5% of the employee’s salary to the IRS §457 plan in lieu of CalPERS and Social Security. PST employees who qualify for membership will be enrolled in the CalPERS retirement program and City contributions to the IRS §457 plan will terminate.

4. Deferred Compensation

All Executive, Unrepresented and Confidential employees are eligible to participate in any of the City’s Internal Revenue Code Section 457 Deferred Compensation Plan(s). Participation is handled through payroll deductions.

The City shall contribute $300 per month ($3,600 per year) in deferred compensation on behalf of the Assistant City Manager to one of the City approved plans as selected by the Assistant City Manager. Amounts contributed by the City shall be to the benefit of the Assistant City Manager in accordance with the Defe rred Compensation Plan participation agreement.

5. Disability Insurance

The City provides Executive Management employees and Unrepresented Management employees with fully paid short-term and long-term disability plans.

Exclusion: Confidential employees, PST employees, Fire Recruit(s) and Police R ecruit(s) participate in the State Disability Insurance (SDI) Program at their expense.

CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
June 21, 2025

PAGE

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6. Life and Accidental Death & Dismemberment (AD&D) Insurance [Applies to City Attorney]

The City provides fully paid life insurance and AD&D to Executive and Unrepresented Management employees in the amount of one and one half times the employee’s annual salary plus $25,000.

The City provides fully paid life insurance and AD&D to Confidential and benefitted employees in the amount of $25,000.

C. LEAVES

1. Vacation Accrual

All Executive, Unrepresented and Confidential employees shall accrue vacation in accordance with the schedule below. With the exception of interrupted service not covered by any other provision, rule or law, the full accrual rates will commence the first pay period of employment, with no proration. Additionally, when the accrual rate progresses to the next tier, the new accrual rate will be given in full in the pay period which coincides with the employee’s hire anniversary date. A dditionally, there will be no proration between the prior accrual rate and new accrual rate regardless of where in the pay period the hire anniversary date falls in.

a. 3.07 hours of vacation accrued and credited bi -weekly from the date of hire until completion of the 35th month;

b. 4.60 hours of vacation accrued and credited bi-weekly following the start of the 36th month through the completion of the 107th month;

c. 5.52 hours of vacation accrued and credited bi -weekly following the start of the 108 th month through the completion of the 155th month;

d. 6.14 hours of vacation accrued and credited bi -weekly following the start of the 156 th month.

New hires in Executive and Unrepresented Management classifications may accrue vacation leave at a rate greater than the entry rate at the discretion of the City Manager. Vacation accrual shall be capped at 620 hours for all executive and unrepresented management

CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
June 21, 2025

PAGE

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employees, and 560 hours for all confidential employees. No employee shall accrue vacation beyond the established cap unless specifically authorized by the City Manager. Employees have the option of 100% cash reimbursement for unused paid vacation at any time provided that they have used at least 30 hours of vacation/administrative leave during the preceding year (26 pay periods).

2. Administrative Leave

Executive Management (excludes Police Chief and Fire Chief) employees receive eighty (80) hours administrative leave per year accrued as vacation leave.

The Police Chief, Fire Chief , and Fire Division Chief receive one hundred forty (140) hours administrative leave per year accrued as vacation.

Unrepresented Management employees receive sixty (60) hours administrative leave per year accrued as vacation leave.

3. Holidays

Executive and Unrepresented Management and Confidential employees (excluding the City Attorney) receive the following paid holidays:

New Years’ Day January 1
Martin Luther King's Birthday Third Monday in January
Presidents’ Day Third Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Admissions Day* September 9 (floating holiday)
Columbus Day* Second Monday in October (floating holiday) Veterans Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Friday after Thanksgiving
Christmas Eve December 24
Christmas Day December 25
New Year’s Eve December 31
And every day proclaimed by the City Council as a public holiday.

CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
June 21, 2025

PAGE

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*Two (2) floating holidays in lieu of celebrating Columbus Day and Admissions Day. City facilities shall remain open on both days.

Vacation shall accrue and be credited bi-weekly to compensate for the two floating holidays based on regularly scheduled work shift (permanent shift):

5-8 Schedules: 0.62 hours; 9/80 Schedules: 0.69 hours; 4/10 Schedules: 0.77 hours

City Hall will be closed between the observed Christmas Eve holiday in 2025 and the observed New Years’ Day holiday in 2026. Employees who take this time off must use paid leave for December 26, 29, and 30, 2025.

An EMPLOYEE whose day off falls on an observed City holiday (e.g., Friday holiday) will accrue their regularly scheduled hours of vacation leave.

4. Sick Leave

Executive, Unrepresented and Confidential employees accrue sick leave at the rate of 3.68 hours per bi -weekly pay period. Accrual is unlimited. Part -Time/Seasonal/Temporary employees accrue and use sick leave upon commencement of employment at the rate prescribed by Labor Code § 246. PST employees are entitled to no other leave benefits under this policy.

Sick leave with pay shall be granted to all EMPLOYEES covered by this Policy in accordance with this section. Sick leave shall not be considered as a right which an EMPLOYEE may use at his/her discretion, but shall be allowed only in case of necessity and actual personal sickness or disability or (2) to attend to an illness or injury, including time for scheduled doctor or dentist appointment, of a person who is in the relationships to the employee as described in the California Labor Code §233, which currently includes:

Child Parent Spouse
Grand Child Foster Child Adopted Child
Step Child Legal Ward Child of Domestic Partner
Step Parent Legal Guardian Adoptive Parent
Foster Parent Sibling Parent-in-Law
Grand Parent Registered Domestic Partner Child of Person Standing in Loco Parentis

CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
June 21, 2025

PAGE

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a. Sick Leave Conversion Privileges

Any EMPLOYEE who has taken 40 hours sick leave or less during the calendar year ending December 30 of each year shall be entitled to either convert up to 40 hours of unused sick leave to vacation or receive a cash payment for up to 24 hours, based upon the current compensation rate on an hour-for-hour basis.

In no event may an EMPLOYEE select a combination of two options or reduce the accumulated sick leave balance below 192 hours. No prorations shall be made for EMPLOYEES terminating on or before December 30 of the calendar year.

b. Unused Sick Leave at Retirement for Health Insurance

For employees hired before July 1, 2013, upon retirement from City employment within 120 days of separation, for service or disability, an employee may elect to use unused sick leave at its dollar value at retirement (hourly b ase rate plus any regularly recurring bi-weekly premium pay, i.e., differential pay for Master’s Degrees) to pay health insurance premiums in retirement according to the following schedule:

10 through 14 years of service: 25% of the sick leave balance at retirement;

15 through 19 years of service: 50% of the sick leave balance at retirement;

20 + years of service: 75% of the sick leave balance at retirement.

This benefit will be in addition to the monthly contribution the City makes, as determined by PERS, to the Public Employees’ Retirement System for ret iree health insurance benefits. The supplemental benefits described above shall be used to pay health insurance premiums for the retiree and dependents, if applicable. However, if the employee is deceased before the funds are exhausted, the supplemental benefits shall cease and the remaining funds shall be the City’s property.

The City elects to self -administer this plan at this time. The City will pay the annualized dollar equivalent of the Kaiser two -party health insurance premium once per year in January of each year.

This benefit may be used in combination with service credit for unused sick leave as described in Section C – Health and Welfare Benefits – Retirement Benefits.

CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
June 21, 2025

PAGE

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5. Bereavement Leave

All employees covered under this policy shall be entitled to the bereavement leave of absence and employment rights and privileges provided by state and federal laws and regulations. Up to three (3) regularly scheduled working days will be paid by the City, as bereavement leave, to EMPLOYEES in order to discharge the customary obligations arising from the death of a relative as defined by the state. Employees may also request the use of an additional two (2) regularly scheduled working days to be charged to sick or vacation leave accruals. The d esignated representative must approve requests for such leave and documentation, as defined by the state, requested within 30 days of the leave.

6. Military Leave

Any employee who is or becomes a member of the Armed Services, Militia or Organized Reserves of California or the United States shall be entitled to the leaves of absence and employment rights and privileges provided by the Uniformed Services Employment an d Reemployment Rights Act ( USERRA) and the Military and Veterans Code of the State of California.

7. Jury and Witness Leave

All Executive, Unrepresented and Confidential employees are entitled to be absent from duty when called to serve as a trial juror or a s a witness called by a subpoena before a court of law. Under such circumstances, the EMPLOYEE is paid the difference between full salary and any payment received by them, except travel pay, for such duty.

8. Stand-by Time

The Fire Division Chief shall receive eight (8) hours of vacation leave for every week he/she is required to participate in the back-up duty chief rotation for Heartland Fire & Rescue. For each holiday occurring during the assign ed week, (Saturdays and Sundays are not considered holidays), an additional four (4) hours of vacation will be credited.

D. UNIFORM AND EQUIPMENT ALLOWANCE

The Police Chief, Fire Chief and Fire Division Chief receive an annual uniform and equipment allowance of $1,000. Yearly distribution will be issued the second paycheck in July.

CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
June 21, 2025

PAGE

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Newly Hired Police Recruits: The annual uniform and equipment allowance for newly hired Police Recruits shall be $775 per year. The uniform allowance shall be prorated over the twelve month period beginning from the actual hire date to the following July 1st. Yearly distribution will be issued the second paycheck in July.

Newly Hired Fire Recruits: The annual uniform and equipment allowance for newly hired Fire Recruits shall be $1,000 per year. The uniform allowance shall be prorated over the twelve month period beginning from t he actual hire date to the following July 1st. Yearly distribution will be issued the second paycheck in July.

E. TUITION AND BOOK REIMBURSEMENT

The City provides an allowance of $ 1,500 per fiscal year for Executive, U nrepresented Management and Confidential employees to use to defray the cost of attendance at seminars, workshops, conferences and/or classes, which promote professional growth.

Executive and Unrepresented Management employees may use this allowance for lodging, meals, and other travel expenses.

Executive and Unrepresented Management employees may also use the allowance to cover the costs of membership fees for job-related professional associations.

F. OTHER CERTIFICATIONS AND SPECIAL COMPENSATION

1. Notary Public Pay

Positions designated by the department director shall receive Notary Public Pay in the amount of $75/month if he/she is a Notary Public in the State of California. The City shall also pay the cost of bonding of this employee while he/she is serving as Notary Public for the benefit of the City. Employees in designated positions shall perform notary services only as directed by his/her supervisor.

2. Bilingual Pay

Positions designated by the department director shall receive Bilingual Pay in the amount of $120/month if he/she is certified by a language professional, designated by the City, as having suitable skills to provide translation service.

CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
June 21, 2025

PAGE

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3. Automobile Allowance

Executive Management employees shall be provided a monthly automobile allowance of $300 in exchange for making a vehicle available for his/her own use and for City -related business and/or functions during, before, and after normal work hours.

The Assistant City Manager and Deputy City Manager shall be provided a monthly automobile allowance of $400.

4. Cellular Telephone Allowance

The Assistant City Manager and Deputy City Manager shall receive, as compensation, the sum of $120 per month for use as an allowance for his/her cellular telephone service (this is in lieu of a City issued phone).

5. Technology Reimbursement

The Assistant City Manager shall be provided with an amount not to exceed $2,500 every two years, beginning with the year of his/her initial appointment, for use to purchase technology equipment such as a personal laptop computer, etc. The payment shall be made upon submission of receipts documenting the purchase(s). The equipment purchased shall become the property of the Assistant City Manager.

6. Non-PERSable Stipend

G. RELOCATION ALLOWANCE

The City Manager may authorize an allowance up to $10,000 for relocation expenses to the San Diego area.

Approved by City Council June 24, 2025.

CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

PAGE

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PURPOSE

To outline in one document the salary and benefits of employees who work in positions not represented by a recognized bargaining group.

A. SALARY – Effective pay period beginning on December 7, 2024June 21, 2025.

The order of application of salary increases, outside of step increases and when applicable, will be market adjustment then cost of living adjustment.

EDUCATIONAL INCENTIVE PROGRAM:

1. Unrepresented Management, Information Technology Specialist, and Senior Accounting Technician are eligible for five percent (5.0%) additional compensation when possessing:

 Master’s degree directly related to the position with the City, but not required by the classification specification applicable to position; or  Current California registration certificate as a Professional Civil or Traffic Engineer which is directly related to the position, but not required by the classification specification applicable to the position; or
 Current California designation as a Certified Public Accountant , which is directly related to the position, but not required by the classification specification applicable to the position.

2. Fire Division Chief is eligible for two and one half percent (2.5%) additional compensation when possessing an Associate’s degree in Fire Science or a related field, or five percent (5.0%) additional compensation when possessing a Bachelor’s degree in a related field.

3. Information Technology Specialist and Senior Accounting Technician are eligible to receive two and one half percent (2.5%) additional compensation when possessing a Bachelor’s degree directly related to the position with the City, but not required by the classification specification applicable to position. The incentive does not carry over to a classification that already requires a Bachelor’s degree, but will be used in determining the promotional rate to the new classification.

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I

CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

PAGE

Page 2 of 19 ends

EXECUTIVE MANAGEMENT SALARIES TO BE PAID AT EQUIVALENT HOURLY PAY RATES:

CLASSIFICATION 1 2 3 4 5
Assistant City Manager $114.1577
$110.8327

$119.8655
$116.3743

$125.8588
$122.1930

$132.1518
$128.3027

$138.7593
$134.7178

City Clerk $73.0134
$67.1913

$76.6641
$70.5509

$80.4974
$74.0785

$84.5222
$77.7824

$88.7484
$81.6716

Deputy City Manager

$106.7652
$103.6555
112.1034
$108.8383
117.7086
$114.2802
123.5940
$119.9942
129.7737
$125.9939
Director of Community
Development
$95.4696
$92.6889

$100.2431
$97.3234

$105.2552
$102.1895

$110.5180
$107.2990

$116.0437
$112.6638

Director of Finance/City
Treasurer
$91.8544
$89.179

$96.4470
$93.6379

$101.2694
$98.3198

$106.3330
$103.2359

$111.6495
$108.3976

Director of Engineering $93.8124
$91.0800

$98.5030
$95.6340

$103.4281
$100.4156

$108.5995
$105.4364

$114.0297
$110.7084

Director of Human Resources $91.7995
$89.1257

$96.3894
$93.5819

$101.2090
$98.2612

$106.2694
$103.1742

$111.5828
$108.3328

Director of Information
Technology
$91.1244
$88.4703

$95.6804
$92.8936

$100.4646
$97.5384

$105.4879
$102.4154

$110.7622
$107.5361

Director of Parks and
Recreation
$91.3949
$88.7329

$95.9646
$93.1695

$100.7629
$97.8281

$105.8010
$102.7194

$111.0911
$107.8554

Director of Public Works $91.5243
$86.2704

$96.1004
$90.5839

$100.9055
$95.1131

$105.9508
$ 99.8687

$111.2484
$104.8623

Fire Chief $102.1376
$99.1627

$107.2444
$104.1208

$112.6067
$109.3269

$118.2370
$114.7932

$124.1489
$120.5329

Police Chief $126.8839
$121.4200

$133.2281
$127.4910

$139.8896
$133.8656

$146.8839
$140.5588

$154.2281
$147.5867

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CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

PAGE

Page 3 of 19 ends

UNREPRESENTED MANAGEMENT SALARIES TO BE PAID AT EQUIVALENT HOURLY PAY RATES:

CLASSIFICATION 1 2 3 4 5
Administrative Analyst (City
Manager/Human Resources)
$37.6638
$36.5668

$39.5471
$38.3952

$41.5242
$40.3148

$43.6004
$42.3305

$45.7805
$44.4471

Assistant to the City Manager $59.0832
$57.3623

$62.0375
$60.2306

$65.1394
$63.2421

$68.3963
$66.4042

$71.8161
$69.7244

UNREPRESENTED MANAGEMENT SALARIES TO BE PAID AT EQUIVALENT HOURLY PAY RATES:

CLASSIFICATION 1 2 3 4 5
Building Official $69.6880
$67.6583

$73.1725
$71.0413

$76.8312
$74.5934

$80.6728
$78.3231

$84.7064
$82.2392

City Engineer/Deputy Director
of Engineering
$76.7482

$73.7750

$80.5856
$77.4638

$84.6148

$81.3369

$88.8455

$85.4038

$93.2878

$89.6740

Deputy City Clerk $43.0914
$41.0160

$45.2460
$43.0669

$47.5084
$45.2203

$49.8837
$47.4812

$52.3781
$49.8554

Deputy Director of Community
Development
$79.1733
$76.8673

$83.1319
$80.7106

$87.2886
$84.7462

$91.6532
$88.9837

$96.2358
$93.4328

Deputy Director of Parks and
Recreation
$70.3013
$68.2537

$73.8163
$71.6663

$77.5071
$75.2496

$81.3825
$79.0121

$85.4516
$82.9627

Deputy Director of Public
Works
$74.8709
$72.6902

$78.6142
$76.3245

$82.5451
$80.1409

$86.6723
$84.1479

$91.0060
$88.3553

Deputy Director – Special
Projects (6 mo. limited term)
$69.8897
$67.8541

$73.3841
$71.2467

$77.0534
$74.8091

$80.9061
$78.5496

$84.9512
$82.4769

Financial Operations Manager $64.2679
$62.3960
$67.4812
$65.5157
$70.8551
$68.7914
$74.3980
$72.2311
$78.1179
$75.8426
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CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

PAGE

Page 4 of 19 ends

Fire Division Chief $80.0111
$75.4182

$84.0118
$79.1892

$88.2124
$83.1486

$92.6231
$87.3061

$97.2541
$91.6714

Human Resources Analyst $44.3754
$43.0829

$46.5942
$45.2371

$48.9240
$47.4990

$51.3701
$49.8739

$53.9386
$52.3676

Human Resources Manager $62.1687
$58.0365

$65.2771
$60.9383

$68.5409
$63.9852

$71.9681
$67.1845

$75.5664
$70.5437

Information Technology
Analyst
$45.0646
$42.8941

$47.3177
$45.0387

$49.6837
$47.2908

$52.1680
$49.6554

$54.7762
$52.1380

Principal Fiscal Analyst $53.5203
$51.9615

$56.1964
$54.5596

$59.0062
$57.2876

$61.9565
$60.1519

$65.0543
$63.1595

Management Analyst (City
Manager/ Human Resources)
$42.7745
$41.5286

$44.9133
$43.6051

$47.1590
$45.7854

$49.5168
$48.0746

$51.9928
$50.4784

Marketing and Engagement
Manager
$64.2679
$62.3960

$67.4812
$65.5157

$70.8551
$68.7914

$74.3980
$72.2311

$78.1179
$75.8426

Network Administrator $50.9781
$49.4933

$53.5268
$51.9678

$56.2033
$54.5663

$59.0135
$57.2947

$61.9642
$60.1594

Parks and Recreation
Manager
$58.1102
$56.4177

$61.0158
$59.2386

$64.0666
$62.2006

$67.2697
$65.3104

$70.6335
$68.5762

Senior Human Resources
Analyst
$56.3938
$54.7513

$59.2135
$57.4888

$62.1743
$60.3634

$65.2829
$63.3815

$68.5472
$66.5507

UNREPRESENTED MANAGEMENT SALARIES TO BE PAID AT EQUIVALENT HOURLY PAY RATES:

CLASSIFICATION 1 2 3 4 5
Senior Management Analyst
(City Manager/ Finance)
$51.5295
$49.5333

$54.1060
$52.0100

$56.8113
$54.6105

$59.6518
$57.3410

$62.6345
$60.2081

Systems Accountant $46.3900 $48.7093 $51.1450 $53.7023 $56.3872 I -
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I

CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

PAGE

Page 5 of 19 ends

$42.8941

$45.0387

$47.2908

$49.6554

$52.1380

CONFIDENTIAL CLASSIFICATION HOURLY PAY RATES:

CLASSIFICATION 1 2 3 4 5
Confidential Secretary
(City Manager/Human
Resources/Police Chief )
$30.3000
$28.2861

$31.8151
$29.7004

$33.4058
$31.1854

$35.0761
$32.7447

$36.8299
$34.3819

Executive Assistant to the
City Manager/City
Attorney/Police Chief
$37.3204
$36.2334

$39.1865
$38.0451

$41.1457
$39.9473

$43.2030
$41.9447

$45.3633
$44.0420

Information Technology
Specialist
$33.7820
$32.1550

$35.4711
$33.7627

$37.2448
$35.4510

$39.1069
$37.2234

$41.0622
$39.0845

Senior Accounting Technician $33.2840
$32.3146

$34.9483
$33.9304

$36.6957
$35.6269

$38.5305
$37.4083

$40.4569
$39.2785

UNREPRESENTED GENERAL CLASSIFICATION HOURLY PAY RATES:

CLASSIFICATION 1 2 3 4 5
Fire Recruit (Non-Safety)

$35.6792
$34.6400

$37.4632
$36.3720
$39.3363
$38.1906
$41.3031
$40.1001
$43.3683
$42.1051
Police Recruit (Non-Safety) $37.6091
$35.7977

$39.4896
$37.5876

$41.4639
$39.4669

$43.5372
$41.4403

$45.7141
$43.5124

PART-TIME / SEASONAL / TEMPORARY (PST) CLASSIFICATIONS HOURLY RATES:

PST classifications do not receive any benefits described in this policy with the exception of the City contribution to the appropriate retirement plan in lieu of CalPERS/Social Security and sick leave benefits required by Labor Code §233. All PST step increases are 2.5% unless noted otherwise; step increases are not automatic and based on merit.

CLASSIFICATION 1 2 3 4 5
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CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

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Administrative Intern $19.6548
$19.0823

$20.1462
$19.5594

$20.6497
$20.0483

$21.1661
$20.5496

$21.6952
$21.0633

Public Safety Aide $18.1394
$17.6111

$18.5930
$18.0515

$19.0578
$18.5027

$19.5343
$18.9653

$20.0226
$19.4394

Recreation Specialist I $18.1394
$17.6111

$18.5930
$18.0515

$19.0578
$18.5027

$19.5343
$18.9653

$20.0226
$19.4394

Recreation Specialist II $$19.892
5 20.4893

$21.0015
$20.3898

$21.5266
$20.8996

$22.0647
$21.4220

$22.6163
$21.9576

Recreation Specialist III $23.1575
$22.4830

$23.7365
$23.0451

$24.3298
$23.6212

$24.9381
$24.2117

$25.5615
$24.8170

Recreation Specialist IV $26.1661
$25.4040

$26.8203
$26.0371

$27.4908
$26.6901

$28.1780
$27.3573

$28.8824
$28.0412

Recreation Specialist V $29.5810
$28.7194

$30.3205
$29.4374

$31.0784
$30.1732

$31.8554
$30.9276

$32.6518
$31.7008

Weed Abatement
Inspector
$30.0861
$29.2098

$30.8382
$29.9400

$31.6091
$30.6884

$32.3994
$31.4557

$33.2095
$32.2422

Retired Annuitants Only: The salary for a Retired Annuitant must be an hourly pay rate that falls within the regular salary schedule for th e position being filled . Per California Public Employee Retirement Law, a Retired Annuitant cannot receive any other compensation or benefits in addition to the hourly pay rate. Without exception, a maximum of 960 hours may be worked within a fiscal year (July 1 to June 30). Nonp aid or volunteer hours can not be used in order to exceed 960 hours in a fiscal year. A Retired Annuitant cannot accrue service credit or any additional retirement rights or benefits.

Retired Annuitant Hourly pay rate corresponding with position being filled.

B. HEALTH AND WELFARE BENEFITS

1. Cafeteria Plan
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CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

PAGE

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The City’s cafeteria plan allotment is for enrollment in any of the City’s CalPERS’ health plans or other eligible benefit programs (e.g., dental, vision, etc.). The cost of the premium for the City’s health plan will be deducted from the employee's cafeteria plan allotment. If there is a difference, the employee will be responsible for the remainder of the premium amount to be paid through payroll deductions. Unused cafeteria plan allotment will be paid out as “cash in lieu”, up to a maximum of $1,150 per month (excludes Police Recruit and Fire Recruit). For Police Recruit the maximum “cash in lieu” is $287.50 per month. For Fire Recruit the maximum “cash in lieu” is $1,000 per month. Cash in lieu payments are taxable income and not PERSable.

Any employee who is not enrolled in a City CalPERS health insurance plan, and does not provide proof of enrollment in another group health insurance plan (e.g., coverage under a spouse’s employer plan) within 30 days from the beginning of the new plan year will not be eligible to receive cash in lieu.

All benefitted employees must enroll in an available City health program unless they opt out.

An employee may receive cash in lieu for opting out of the City’s health program if he/she:
(1) Provides proof that the employee and all individuals for whom the employee intends to claim a personal exemption deduction for the taxable year or years that begin or end in or with the City’s plan year to which the opt out applies (“tax family”), have or will have minimum essential coverage through another source (other than coverage in the individual market, whether or not obtained through Covered California) for the plan year to which the opt out arrangement applies (“opt out period”); and

(2) Signs an attestation that the employee and his/her tax family have or will have such minimal essential coverage for the opt out period. An employee must provide the attestation every plan year at open enrollment or within 30 days after the start of the plan year. The opt out payment cannot be made and the City will not in fact make payment if the employer knows or has reason to know that the employee or tax family member doesn’t have such alternative coverage, or if the conditions in this para graph are not otherwise satisfied.

The City may modify health insurance benefits or cafeteria plan (including, as to both, but not limited to, plan benefits or structure, City or employee contributions and/or opt out amount or requirements) in order to avoid penalties or taxes under the ACA or other statutory scheme that may result from an interpretation of the ACA or other statutory scheme by the Internal

CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

PAGE

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Revenue Service or other federal agency (including, but not limited to, a revenue ruling, regulation or other guidance) or state agency, or a ruling by a court of competent jurisdiction.

From July 1, 2024July 1, 2025 through December 31, 2024December 31, 2025, the allotment for the cafeteria plan for all classifications, except Fire Recruit and Police Recruit, shall be $1,5450 per month. For Fire Recruit, the allotment for the cafeteria plan shall be $1,800 per month. For Police Recruit, the allotment for the cafeteria plan shall be $1,7, 7400.

Effective January 1, 2025January 1, 2026 , the allotment for the cafeteria plan for all the amount for all classifications, except Police Recruit and Fire Recruit and Police Recruit, will increase to $1,70, 70550 per month. For Fire Recruit, the amount will be $1,900 per month.

For Police Recruit, the amount will increase to $1,7500 per month . For Fire Recruit, the amount will be $1,9800 per month.

2. Medical Insurance

The City is continuing the CalPERS’ Health Benefits program that was adopted on January 1, 1986. From the total cafeteria plan allotment, the City will pay to CalPERS the statutorily required minimum employer contribution per month toward the cost of any CalPERS’ health plan that the employee chooses to enroll. The employee agrees to be liable for the difference between the total cost of the health plan chosen and the City’s contribution if he/she elects to obtain coverage under the CalPERS’ health program. This amount shall be included in the total amount of the City’s contribution to the employee’s Section 125 Cafeteria Plan.

Employees who elect not to be covered under the City’s medical insurance plan must have on file with the City a sign ed waiver of medical benefits. Employees will be provided an opportunity to enroll in the City’s medical insurance plan during the designate d open enrollment period.

3. Retirement Benefits

All Executive, Unrepresented, and Confidential employees are members of the California Public Employees’ Retirement System (CalPERS). Those employees who are “classic members” as defined under the Public Emp loyees’ Pension Reform Act of 2013 (PEPRA) pay the employee’s share of the retirement cost (8% for Miscellaneous and 9% for Safety Employees), and receive the following contracted benefits:

CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

PAGE

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Miscellaneous Employees
“Classic” Members
Local Safety Employees
“Classic” Members Hired on or before March 10, 2011
A. 3% at 60 Benefit Formula (§21354.3) A. 3% at 50 Benefit Formula (§21362.2) B. Final Compensation: One Year (§20042) B. Final Compensation: One Year (§20042) C. Prior Service (§20055) C. Prior Service (§20055)
D. [Reserved] D. [Reserved]
E. Additional Service Credit 2 Years (§20903) E. [Reserved]

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CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

PAGE

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L. Post-Retirement Survivor Allowance
(§21624/26/28)
M. [Reserved]

M. Post -Retirement Survivor Allowance to Continue
After Remarriage (§21635)

Local Safety Employees
Hired on or after March 11, 2011
A. 3% at 55 Benefit Formula (§21362.2)
B. Final Compensation: Three Years – Career Average
(§20042)

Local Safety Employees – Police Chief Only
“Classic” Members regardless of hire date
A. Contribute 1% of compensation earnable toward the
employer contribution to CalPERS via payroll
deductions pursuant to Government Code section
20516(a) effective upon the adoption of the CalPERS
contract amendment .Contribute an additional 1% of
compensation earnable toward the employee
contribution to CalPERS via payroll deductions
pursuant to Government Code section 20516(a)
effective with the first paycheck in July 2025.

B. Contribute another 1% of compensation earnable
toward the employe r contribution to CalPERS via
payroll deductions pursuant to Government Code
section 20516(a) Contribute another additional 1% of
compensation earnable (total= 2%) toward the
employee contribution to CalPERS via payroll
deductions pursuant to Government Code section
20516(a) effective with the first paycheck in July 2026.

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CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

PAGE

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4. Deferred Compensation

5. Disability Insurance

The City provides Executive Management employees and Unrepresented Management employees with fully paid short-term and long-term disability plans.

Exclusion: Confidential employees, PST employees, Fire Recruits and Police R ecruit(s) participate in the State Disability Insurance (SDI) Program at their expense.

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CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

PAGE

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6. Life and Accidental Death & Dismemberment (AD&D) Insurance [Applies to City Attorney]

The City provides fully paid life insurance and AD&D to Executive and Unrepresented Management employees in the amount of one and one half times the employee’s annual salary plus $25,000.

The City provides fully paid life insurance and AD&D to Confidential and benefitted employees in the amount of $25,000.

C. LEAVES

1. Vacation Accrual

All Executive, , Unrepresented and Confidential employees shall accrue vacation in accordance with the schedule below. With the exception of interrupted service not covered by any other provision, rule or law, the full accrual rates will commence the first pay period of employment, with no proration. Additionally, when the accrual rate progresses to the next tier, the new accrual rate will be given in full in the pay period which coincides with the employee’s hire anniversary date. A dditionally, there will be no proration between the prior accrual rate and new accrual rate regardless of where in the pay period the hire anniversary date falls in.

a. 3.07 hours of vacation accrued and credited bi -weekly from the date of hire until completion of the 35th month;

b. 4.60 hours of vacation accrued and credited bi-weekly following the start of the 36th month through the completion of the 107th month;

c. 5.52 hours of vacation accrued and credited bi -weekly following the start of the 108 th month through the completion of the 155th month;

d. 6.14 hours of vacation accrued and credited bi -weekly following the start of the 156 th month.

CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

PAGE

Page 13 of 19 ends

2. Administrative Leave

Executive Management (excludes Police Chief , and Fire Chief , and Fire Division Chief ) employees receive eighty (80) hours administrative leave per year accrued as vacation leave.

The Police Chief, Fire Chief and Fire Division Chief receive one hundred forty (140) hours administrative leave per year accrued as vacation.

Unrepresented Management employees receive sixty (60) hours administrative leave per year accrued as vacation leave.

3. Holidays

Executive and Unrepresented Management and Confidential employees (excluding the City Attorney) receive the following paid holidays:

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CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

PAGE

Page 14 of 19 ends

*Two (2) floating holidays in lieu of celebrating Columbus Day and Admissions Day. City facilities shall remain open on both days.

Vacation shall accrue and be credited bi-weekly to compensate for the two floating holidays based on regularly scheduled work shift (permanent shift):

5-8 Schedules: 0.62 hours; 9/80 Schedules: 0.69 hours; 4/10 Schedules: 0.77 hours

City Hall will be closed between the observed Christmas Eve holiday in 20254 and the observed New Years’ Day holiday in 20265. Employees who take this time off must use paid leave for December 26, 29, and 30, 20254.

An EMPLOYEE whose day off falls on an observed City holiday (e.g., Friday holiday) will accrue their regularly scheduled hours of vacation leave.

4. Sick Leave

Executive, Unrepresented and Confidential employees accrue sick leave at the rate of 3.68 hours p er bi -weekly pay period. Accrual is unlimited. Part -Time/Seasonal/Temporary employees accrue and use sick leave upon commencement of employment at the rate prescribed by Labor Code § 246. PST employees are entitled to no other leave benefits under this policy.

CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

PAGE

Page 15 of 19 ends

a. Sick Leave Conversion Privileges

b. Unused Sick Leave at Retirement for Health Insurance

For employees hired before July 1, 2013, upon retirement from City employment within 120 days of separation, for service or disability, an employee may elect to use unused sick leave at its dollar value at retirement (hourly base rate plus any regularly recurring bi-weekly premium pay, i.e., differential pay for Master’s Degrees) to pay health insurance premiums in retirement according to the following schedule:

10 through 14 years of service: 25% of the sick leave balance at retirement;

15 through 19 years of service: 50% of the sick leave balance at retirement;

20 + years of service: 75% of the sick leave balance at retirement.

This benefit will be in addition to the monthly contribution the City makes, as determined by PERS, to the Public Employees’ Retirement System for ret iree health insurance benefits. The supplemental benefits describ ed above shall be used to pay health insurance premiums for the retiree and dependents, if applicable. However, if the employee is deceased before the funds are exhausted, the supplemental benefits shall cease and the remaining funds shall be the City’s property.

The City elects to self -administer this plan at this time. The City will pay the annualized dollar equivalent of the Kaiser two -party health insurance premium once per year in January of each year.

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CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

PAGE

Page 16 of 19 ends

This benefit may be used in combination with service credit for unused sick leave as described in Section C – Health and Welfare Benefits – Retirement Benefits.

5. Bereavement Leave

All employees covered under this policy shall be entitled to the bereavement leave of absence and employment rights and privileges provided by state and federal laws and regulations. Up to three regularly scheduled working days will be paid by the City, as bereavement leave, to EMPLOYEES in order to discharge the customary obligations arising from the death of a relative as defined by the state. Employees may also request the use of an additional two regularly scheduled working days to be charged to s ick or vacation leave accruals. The d esignated representative must approve requests for such leave and documentation, as defined by the state, requested within 30 days of the leave.

6. Military Leave

7. Jury and Witness Leave

8. Stand-by Time

D. UNIFORM AND EQUIPMENT ALLOWANCE

The Police Chief, Fire Chief and Fire Division Chief receive an annual uniform and equipment I -

CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

PAGE

Page 17 of 19 ends

allowance of $1,000. Yearly distribution will be issued the second paycheck in July.

Newly Hired Fire Recruits: The annual uniform and equipment allowance for newly hired Fire Recruits shall be $1000 per year. The uniform allowance shall be prorated over the twelve month period beginning from th e actual hire date to the following July 1st. Yearly distribution will be issued the second paycheck in July.

E. TUITION AND BOOK REIMBURSEMENT

Executive and Unrepresented Management employees may use this allowance for lodging, meals, and other travel expenses.

Executive and Unrepresented Management employees may also use the allowance to cover the costs of membership fees for job related professional associations.

F. OTHER CERTIFICATIONS AND SPECIAL COMPENSATION

1. Notary Public Pay

2. Bilingual Pay

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CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

PAGE

Page 18 of 19 ends

3. Automobile Allowance

The Assistant City Manager and Deputy City Manager shall be provided an additional $100, to total a monthly automobile allowance of $400.

4. Cellular Telephone Allowance

The Assistant City Manager and Deputy City Manager shall receive as compensation the sum of $120 per month for use as an allowance for his/her cellular telephone service (this is in lieu of a City issued phone).

5. Technology Reimbursement

6. Non-PERSable Stipend

A non -PERSable stipend of $6,300/Fire Chief and $4,410/Fire Division Chief. Yearly distribution will be split and issued: one-half of stipend payment the second paycheck in July and one-half of the stipend payment the first paycheck in December. One-half of s tipend payment to be issued on the second paycheck in July 2024 and one-half issued on the first paycheck in December 2024.

G. RELOCATION ALLOWANCE

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CITY OF EL CAJON

CITY COUNCIL POLICY

SUBJECT: Compensation Plan for Executive and Unrepresented Employees

POLICY
A-29

REFERENCE:

EFFECTIVE
December 7,
2024June 21, 2025

PAGE

Page 19 of 19 ends

The City Manager may authorize an allowance up to $10,000 for relocation expenses to the San Diego area.

Approved by City Council JulyJune 24,December
10, 20254.

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City Council
Agenda Report
Agenda Item 14.

DATE: June 24, 2025
TO: Honorable Mayor and City Councilmembers
FROM: Mayor Wells
SUBJECT: Council Activity Report
RECOMMENDATION:

That the City Council accepts and files the following report of Council/Mayor activities attended during the current agenda period.

BACKGROUND:

Government Code Section 53232.3(d) requires members of a legislative body to provide brief reports on meetings attended at the expense of the local agency at the next regular meeting of the legislative body. This City Administrative Activity is not a project and therefore not subject to CEQA.

REPORT:

Since the last City Council meeting, I have attended the following events on behalf of the City of El Cajon:

June 4, 2025 - Comfort Cap Podcast
June 13, 2025 - SANDAG Board of Directors Meeting
June 13, 2025 - Electrical Training Institute of San Diego and Imperial Counties Graduation Ceremony and Dinner
June 24, 2025 - City Council Meeting(s)
I am available to answer questions.

Submitted By: Bill Wells, Mayor
.!!!!_ Valley of opportunity
~ ~ ~
C'o ~ '\.o,
"'Poratel\
City Council
Agenda Report
Agenda Item 15.

DATE: June 24, 2025
TO: Honorable Mayor and City Councilmembers
FROM: Councilmember Goble
SUBJECT: COUNCILMEMBER STEVE GOBLE
MTS (Metropolitan Transit System Board); East County Advanced Water Purification Joint Powers Authority Board; Chamber of Commerce – Government Affairs Committee; SANDAG – Board of Directors – Alternate; SANDAG Public Safety Committee – Alternate.

RECOMMENDATION:

That the City Council accepts and files the following report of Council/Mayor activities attended during the current agenda period.

BACKGROUND:

REPORT:

Since the last City Council meeting, I have attended the following events on behalf of the City of El Cajon:

June 4, 2025 - Emails with Assistant City Manager re: Infill Development June 11, 2025 - Emails with Rob C re: Farmer's Market ideas June 11, 2025 - Emails to Mark T re: Mobile Home fee changes June 11, 2025 - Emails with SANDAG CEO re: Bike Lane requirements June 12, 2025 - Emails with City Manager, Rolland S re: UT Op Ed Draft on Tiny Homes June 13, 2025 - Emails with Carla Z re: false ICE Raid report at St. Paul's June 16, 2025 - Emails with Rob C re: sign grant status June 17, 2025 - Chamber Government Affairs Committee Meeting June 18, 2025 - Navy SW Region Change of Command Ceremony June 19, 2025 - MTS Board Meeting
June 20, 2025 - Lunch with Paul W re: Homelessness
June 23, 2025 - Meeting with City Manager
June 24, 2025 - Speak at Masters Breakfast event
June 24, 2025 - City Council Meeting(s)
I am available to answer questions.
.!!!!_ Valley of opportunity
~ ~ ~
C'o ~ '\.o,
"'Poratel\
Submitted By: Steve Goble, Councilmember
City Council
Agenda Report
Agenda Item 16.

DATE: June 24, 2025
TO: Honorable Mayor and City Councilmembers
FROM: Mayor Pro Tem Kendrick
SUBJECT: MAYOR PRO TEM GARY KENDRICK
METRO Commission/Wastewater JPA; Heartland Communications; Heartland Fire Training JPA.

RECOMMENDATION:

That the City Council accepts and files the following report of Council/Mayor activities attended during the current agenda period.

BACKGROUND:

REPORT:

Since the last City Council meeting, I have attended the following events on behalf of the City of El Cajon:

June 16, 2025 - Metro Wastewater JPA
June 24, 2025 - City Council Meeting(s)
I am available to answer questions.

Submitted By: Gary Kendrick, Mayor Pro Tem
.!!!!_ Valley of opportunity
~ ~ ~
C'o ~ '\.o,
"'Poratel\
City Council
Agenda Report
Agenda Item 17.

DATE: June 24, 2025
TO: Honorable Mayor and City Councilmembers
FROM: Councilmember Metschel
SUBJECT: COUNCILMEMBER MICHELLE METSCHEL
Harry Griffen Park Joint Steering Committee; METRO
Commission/Wastewater JPA – Alternate; Heartland Communications – Alternate; Heartland Fire Training JPA – Alternate.

RECOMMENDATION:

That the City Council accepts and files the following report of Council/Mayor activities attended during the current agenda period.

BACKGROUND:

REPORT:

Since the last City Council meeting, I have attended the following events on behalf of the City of El Cajon:

June 11, 2025 - SANDAG Workshop
June 18, 2025 - San Diego Chamber Congressional Luncheon June 24, 2025 - City Council Meeting(s)
I am available to answer questions.

Submitted By: Michelle Metschel, Councilmember
.!!!!_ Valley of opportunity
~ ~ ~
C'o ~ '\.o,
"'Poratel\
City Council
Agenda Report
Agenda Item 18.

DATE: June 24, 2025
TO: Honorable Mayor and City Councilmembers
FROM: Councilmember Ortiz
SUBJECT: COUNCILMEMBER PHIL ORTIZ
League of California Cities, San Diego Division; East County Economic Development Council; MTS (Metropolitan Transit System Board) – Alternate; East County Advanced Water Purification Joint Powers Authority Board – Alternate; Chamber of Commerce – Government Affairs Committee – Alternate.

RECOMMENDATION:

That the City Council accepts and files the following report of Council/Mayor activities attended during the current agenda period.

BACKGROUND:

REPORT:

Since the last City Council meeting, I have attended the following events on behalf of the City of El Cajon:

June 24, 2025 - City Council Meeting(s)
I am available to answer questions.

Submitted By: Phil Ortiz, Councilmember
.!!!!_ Valley of opportunity
~ ~ ~
C'o ~ '\.o,
"'Poratel\
City Council
Agenda Report
Agenda Item 19.

DATE: June 24, 2025
TO: Honorable Mayor and City Councilmembers
FROM: Mayor Bill Wells and City Councilmember Steve Goble SUBJECT: Direction to Analyze Potential Zoning Code Amendments Related to Window Screening for Medical and Healthcare Providers
RECOMMENDATION:

That the City Council directs staff to analyze potential Zoning Code amendments related to allowing medical and healthcare providers to screen more than 15% of their first-floor windows in Commercial Zones and the Downtown Specific Plan area.

BACKGROUND:

Under current Zoning Code standards and Downtown Specific Plan regulations, ground-floor commercial uses are generally restricted from screening more than 15% of their windows to maintain transparency, pedestrian engagement, and public safety. However, concerns have been raised by medical and healthcare providers regarding the ability to maintain patient privacy and confidentiality under these standards.

We propose that staff prepare a report to the City Council analyzing the pros and cons of a Zoning Code Amendment to allow additional window screening, the number of existing properties that would be impacted, alternative methods and materials for medical offices to provide privacy, and public safety considerations.

After reviewing staff’s analysis, the City Council may provide further direction to the Planning Commission to consider a Zoning Code Amendment.

CALIFORNIA ENVIRONMENTAL QUALITY ACT:

Discussion and City Council feedback on this item is not a project subject to the California Environmental Quality Act (“CEQA”) because it is a procedural, administrative step in the process.

FISCAL IMPACT:

There is no direct fiscal impact from this action. Staff time for the analysis will be absorbed within the Community Development Department’s existing work program.

Prepared By: Mayor Bill Wells and City Councilmember Steve Goble Reviewed By: N/A
Approved By: N/A
.!!!!_ Valley of opportunity
~ ~ ~
C'o ~ '\.o,
"'Poratel\
City Council
Agenda Report
Agenda Item 20.

DATE: June 24, 2025
TO: Honorable Mayor and City Councilmembers
FROM: Angela Cortez, City Clerk
SUBJECT: Establish Procedures for the Creation of Community Benefit Districts in El Cajon
RECOMMENDATION:

That Mayor Wells requests the City Clerk to recite the title.

An Ordinance to Add Chapter 2.90 to Title 2 of the El Cajon Municipal Code to Establish Procedures for the Establishment of Community Benefit Districts in the City of El Cajon.

CALIFORNIA ENVIRONMENTAL QUALITY ACT:

The proposed enabling ordinance and its implementation are exempt from the provisions of the California Environmental Quality Act (“CEQA”) under State Guidelines section 15061(b)(3) in that there is no possibility that the implementation of this ordinance may have significant effects on the environment. Furthermore, this activity is not a project under CEQA as defined in State CEQA Guidelines section 15378 (b)(4) because it adopts a method by which to create government funding mechanisms or constitutes other government fiscal activities which do not involve any commitment to any specific project which may result in a potentially significant physical impact on the environment.

Attachments
Ordinance

Page 1 of 4 ends

ORDINANCE NO. 5155

AN ORDINANCE TO ADD CHAPTER 2.90 TO TITLE 2

OF THE EL CAJON MUNICIPAL CODE TO ESTABLISH

PROCEDURES FOR THE ESTABLISHMENT OF COMMUNITY

BENEFIT DISTRICTS IN THE CITY OF EL CAJON

THE CITY COUNCIL OF THE CITY OF EL CAJON DOES ORDAIN AS FOLLOWS:

SECTION 1. A new Chapter 2.90 is hereby added to Title 2 of the El Cajon Municipal Code to read as follows:

Chapter 2.90 COMMUNITY BENEFIT DISTRICTS

§ 2.90.010 Purpose and intent.

The purpose of this chapter is to provide definitions and guidelines, and to establish procedures for the formation of community benefit districts as an alternative to procedures set forth in state laws. This chapter is adopted pursuant to sectio n 103 of the Charter of the City of El Cajon, which provides that except as prohibited by the state constitution and where not otherwise restricted by the city charter, the city shall have all powers and privileges that may be exercised by a charter city.

§ 2.90.020 Procedure nonexclusive.

This chapter provides a procedure for the establishment of assessment districts that is separate from, and alternative to, other procedures under state or municipal law. This chapter does not prohibit the city council f rom establishing an assessment district or conducting proceedings for such district under any other procedure authorized by law.

§ 2.90.030 Establishment of district.

The city council may establish a community benefit district and levy assessments in connection with such a district pursuant to this chapter.

§ 2.90.040 Incorporation of state law.

This chapter incorporates the Property and Business District Law of 1994 (California Streets & Highways Code sections 36600 et seq.), which is referred to in th is chapter as the "PBID Law." In connection with such incorporation, all references in the PBID Law to a "District" or a "Property and Business District" shall be interpreted as references to a community business district established pursuant to this chapter. Except where a provision of the PBID Law is inconsistent with a provision of this chapter, all provisions of the PBID Law shall apply to the establishment and operation of any community benefit district established pursuant to this chapter. In the even t of a conflict between the provisions of this chapter and those of the PBID Law, the provisions of this chapter shall prevail.

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§ 2.90.050 Relationship of assessment to zoning.

Notwithstanding the requirements of section 36632 of the PBID Law, any parcel of real property, regardless of the zoning of such parcel, may be included in a community benefit district and subject to an assessment in connection therewith, so long as such parcel specially benefits from the services and improvements funded by that district.

§ 2.90.060 Assessment against real property.

Only assessments against real property may be levied in connection with a community benefit district.

§ 2.90.100 Initiation of proceedings.

In lieu of the requirements of section 36621(a) of the PBID Law, the city council may initiate proceedings to form a community benefit district upon the submission of a written petition signed by property owners in the proposed district who will pay more t han thirty percent of the assessments proposed to be levied in connection with such district. The amount of assessment attributable to property owned by the same property owner that exceeds twenty percent of the amount of all assessments proposed to be levied, shall not be included in determining whether the petition is signed by property owners who will pay more than thirty percent of the total amount of assessments proposed to be levied.

§ 2.90.110 Formation costs.

If so provided in the engineer’s repor t for a community benefit district the assessment levied in connection with such a district may include amounts sufficient to recover the costs incurred in forming the district, including any or all of the following:

A. The costs of preparation of the manage ment plan and engineer’s report required by state law;
B. The costs of preparing, circulating, and submitting the petition to the city council seeking establishment of the district;
C. The costs of printing, advertising, and the giving of published, posted and mailed notices;
D. Compensation of any consultant, engineer, or attorney employed to render services in proceedings under this chapter or the PBID Law; and E. Costs incurred by the city for public hearings, notices, ballots, and other proceedings required by law for approval or a new or increased assessment.

The engineer’s report shall specify the formation costs eligible for recovery through assessments, the schedule for recovery of costs, including the maximum amount of the additional assessment, expressed e ither as a dollar amount or as a percentage of the underlying assessment.

§ 2.90.120 Advancement of costs.

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The city council may, in the resolution of intention for a community benefit district, provide that if the district is established, funds may be advanced from the city’s general fund to permit the operation of the district prior to the city’s collection of the assessment.

Such advances shall occur only after the establishment of the district and no advances shall be made if the district is not established. Any such advances may not exceed the total anticipated assessment proceeds for the first year of the assessment. Any such advances must be recovered from assessment proceeds as provided in the res olution of intention, along with interest calculated at a rate set forth in the resolution of intention. The duration of any such advances shall not exceed five years.

§ 2.90.130 Duration.

The duration of a new community benefit district shall be no grea ter than specified in the resolution of intention for the district and shall in no event exceed twenty years. This section is intended to supplant any shorter limitation set forth in the PBID Law on the duration of assessments levied in connection with an assessment district.

§ 2.90.140 Renewal.

A community benefit district may be renewed by following the procedures set forth in the PBID Law. Under no circumstances shall any renewal term exceed twenty additional years, and no renewal term shall supplant or replace any portion of an existing term.

§ 2.90.150 Disestablishment.

The city council may, on its own initiative, at any time, adopt a resolution of intention to disestablish a community benefit district and shall adopt any such resolution if, during the annual thirty -day period set forth in section 36670(a)(2) of the PBID Law, the city council receives a written petition requesting disestablishment that is signed by property owners who pay more than thirty percent of the assessments levied in connection with the district. This section provides an alternative method for the initiation of proceedings to disestablish a community benefit district and shall not be interpreted to preempt the existence of other methods set forth in section 36670 of the PBID L aw. A resolution of intention adopted pursuant to this section shall have the same effect, and trigger the same notice and hearing requirements, as a resolution of intention otherwise adopted pursuant to section 36670 of the PBID Law.

§ 2.90.160 Validity.

As provided under section 36633 of the PBID Law, the validity of an assessment levied under this chapter shall not be contested in any action or proceeding unless the action or proceeding is commenced within 30 days after the resolution levying the assessment is adopted. Any appeal from a final judgment in an action or proceeding shall be perfected within 30 days after the entry of judgment.

SECTION 2. If any section, subsection, subdivision, paragraph, sentence, clause, or phrase of this ordinance, o r its application to any person or circumstance, is for any reason held to be invalid or unenforceable, such invalidity or unenforceability shall not affect the validity or enforceability of the remaining sections, subsections, subdivisions,

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paragraphs, sentences, clauses, or phrases of this ordinance, or its application to any other person or circumstance. The city council hereby declares that it would have adopted each section, subsection, subdivision, paragraph, sentence, clause, or phrase hereof, irrespective of the fact that any one or more other sections, subsections, subdivisions, paragraphs, sentences, clauses, or phrases hereof is declared invalid or unenforceable.

SECTION 3. This activity is not a project under the California Environmental Quality Act ("CEQA") as defined in CEQA Guidelines section 15378(b)(4), because it adopts a method by which to create government funding mechanisms or constitutes other government fiscal activities, which do not involve any commitment to any specific proje ct that may result in a potentially significant impact on the environment.

SECTION 4. This ordinance shall go into effect thirty (30) days following its passage and adoption.

06/10/25 CC Agenda – 1st Reading
06/24/25 CC Agenda – 2nd Reading

Ord – Adding Chapter 2.90 – Community Benefit Assessment Districts 051525

City Council
Agenda Report
Agenda Item 21.

DATE: June 24, 2025
TO: City Clerk
FROM: City Attorney/General Legal Counsel
SUBJECT: Closed Session - Conference with Legal Counsel - Anticipated Litigation - Significant exposure to litigation pursuant to paragraph (2) of subdivision (d) of Government Code section 54956.9: One (1) potential case – On October 18, 2024, the City of El Cajon received a claim on behalf of Mr.

James Moore, alleging that on April 17, 2024, a City employee posted a video of the claimant on the social media platform maintained by the El Cajon Police Department incorrectly identifying the claimant as a potential prowler in the backyard of the employee’s residence, in the form of a public service announcement reminding residents to report suspicious activities at their own homes.

RECOMMENDATION:

That the following Closed Session be scheduled for the Joint City Council / Housing Authority / Successor Agency to the El Cajon Redevelopment Agency meeting on Tuesday, June 24, 2025, at 3:00 p.m.

CONFERENCE WITH LEGAL COUNSEL – ANTICIPATED LITIGATION – Significant exposure to litigation pursuant to paragraph (2) of subdivision (d) of Government Code section 54956.9 NAME OF CASE:

Existing Facts and Circumstances: On October 18, 2024, the City of El Cajon received a claim on behalf of Mr. James Moore, alleging that on April 17, 2024, a City employee posted a video of the claimant on the social media platform maintained by the El Cajon Police Department incorrectly identifying the claimant as a potential prowler in the backyard of the employee’s residence, in the form of a public service announcement reminding residents to report suspicious activities at their own homes.

Morgan L. Foley
City Attorney/General Legal Counsel
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El Cajon City CouncilJune 24, 2025

El Cajon City Council
June 24, 2025