El Centro City Council
August 18, 2026

AGENDA

CITY OF EL CENTRO

CITY COUNCIL
TUESDAY, AUGUST 18, 2026
City Hall Regular Meeting 2:30 PM

CITY HALL

COUNCIL CHAMBERS
1275 MAIN STREET
EL CENTRO, CA 92243
The public may attend in person. Any member of the public attending in person and wishing to make a comment is asked to complete a speaker slip and follow the instructions below regarding “Notice to the Public”. Any member of the public is invited to submit public comments in advance of the meeting to be answered at the meeting. Please email your questions to [email protected] or call 760-337-4515 by August 18, 2026.

COUNCIL MEMBERS, STAFF AND THE PUBLIC MAY ATTEND VIA ZOOM.

To participate and make a public comment in person, via Zoom or telephone, please raise your hand, speak up and introduce yourself.

Join Zoom Meeting:
https://us06web.zoom.us/j/4180375132?pwd=Rmo5UjZ1cWdyV1VoWUhSZWp6R0tVZz09&omn=89887954211 Optional dial-in number: (669) 444-9171
Meeting ID: 418 037 5132 Passcode: 5iHJYM
Public comments via Zoom are subject to the same time limits as those in person.

Mayor and Council Members may be reached at (760) 336-8989.

Mayor:

Mayor Pro-Tem:

Council Members:

Michael Crankshaw
Claudia Camarena
Sylvia Marroquin
Marty Ellett
Sonia Carter
City Manager: Robert Sawyer
City Attorney: Joanna Hoff
City Clerk: Norma Wyles
2:30 PM CLOSED SESSION - CONFERENCE ROOM "A":

ROLL CALL:

CLOSED SESSION PUBLIC COMMENT:

Any member of the public wishing to address the City Council on any matter appearing in the closed session agenda may do so at this time. Unless the Mayor extends the time limit, remarks shall be limited to three (3) minutes. Additional opportunities will be given at the end of this meeting.

CITY COUNCIL ADJOURNS INTO CLOSED SESSION:

CITY COUNCIL CLOSED SESSION:

CONFERENCE WITH REAL PROPERTY NEGOTIATORS
Pursuant to Government Code Section 54956.8
Property:

Properties within El Centro, CA 92243 at the following addresses:

El Centro Regional Medical Center, 1415 Ross Ave.

ECRMC Medical Office Building, 1271 Ross Ave.

El Centro Outpatient Clinic, 385 W. Main St.
1204 Poplar Dr.
1258 Poplar Dr.
1295 Poplar Dr.
1455 Pepper Dr.
1215 Ross Ave.
1225 Ross Ave.
1243 Ross Ave.
1251 Ross Ave.
1271 Ross Ave.
135 South 4th St.

Agency Negotiators: Sheppard Mullin (Eric Newsom, Megan Rooney, Christina Nguyen) Negotiating Parties: Imperial Valley Healthcare District (IVHD) Under Negotiation: Price and Terms of Payment

PUBLIC EMPLOYEE PERFORMANCE EVALUATION
Pursuant to Government Code Section 54957
Title: City Clerk

PUBLIC EMPLOYEE PERFORMANCE EVALUATION
Pursuant to Government Code Section 54957
Title: City Attorney

NOTICE TO THE PUBLIC
This is a public meeting. If there is an item on the agenda on which you wish to be heard, you are asked to complete a blue speaker slip and submit it to the City Clerk prior to the start of the meeting. Persons wishing to address the Council are not required to identify themselves (Gov’t Code § 54953.3); however, this information assists the Mayor by ensuring that all persons wishing to address the Council are recognized and also assists the City Clerk in preparing the City Council meeting minutes. When the item is announced and your name is called by the Mayor, please step to the podium and state your name for the record. Unless the Mayor extends the time, there is a three (3) minute time limit for each public presentation. If you wish to address the Council concerning any other matter not appearing on the agenda, you may do so during the public comment portion of the agenda. However, you may not show a visual presentation without review of that material. If you do so, you will be considered out of order. * Any information provided on the “Speaker Slip” is voluntary and will be public record 6:00 OPEN SESSION
ALL TIMES ARE APPROXIMATE AND MAY VARY:

CALL TO ORDER:

ROLL CALL BY CITY CLERK:

INVOCATION:

PLEDGE OF ALLEGIANCE:

CITY ATTORNEY REPORT ON CLOSED SESSION:
(TIME MAY VARY) PUBLIC COMMENTS:

The City Council welcomes your input. At this time, members of the public may address the City Council on any matter not listed on the posted agenda. Pursuant to the Brown Act, no action will be taken on any issue brought forth under Public Comments. We ask that you please complete a “Speaker Slip” and submit it to the City Clerk prior to the start of the meeting. Although you are not required to identify yourself (Gov’t Code §54953.3); this information on the “Speaker Slip” assists the Mayor that all persons wishing to address the Council are recognized and also assists the City Clerk in preparing the City Council meeting minutes. Unless the Mayor extends the time, there is a three (3) minute time limit for each public presentation. * Any information provided on the “Speaker Slip” is voluntary and will be public record.

PRESENTATIONS AND ANNOUNCEMENTS BY MAYOR:

1. Presentation by San Diego Regional Center, by Joab Gonzalez and Bernice Guzman.

2. Presentation by Imperial Irrigation District (IID), Stella Jimenez, regarding an overview of IID's Customer Programs.

CONSENT AGENDA (ITEMS 3-6):

3. Approve Warrant Registers for the Month of July 2026

4. Approve Payroll Registers for the month of July

5. Approval of Treasurer's Report for the month of July 2026

6. Approval of the City Council meeting minutes for the meetings of August 4, 2026, and Special Meeting, August 4, 2026.

NEW BUSINESS:

7. Appointment of the City of El Centro Deputy Police Chief.

Presentation: Dulce Bedolla, Human Resource Director
Recommendation:

Adopt Resolution No. 26- , RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

EL CENTRO, CALIFORNIA, ESTABLISHING THE TERMS AND CONDITIONS OF EMPLOYMENT FOR THE POSITION OF DEPUTY CHIEF OF POLICE JANUARY 1, 2026 THROUGH DECEMBER 31, 2028.

8. Establishing terms and conditions of employment for the Assistant Director of Community Development
Presentation: Dulce Bedolla, Human Resource Director

Recommendation:

Adopt Resolution No. 26- , RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

EL CENTRO, CALIFORNIA, ESTABLISHING THE TERMS AND CONDITIONS OF

EMPLOYMENT FOR THE POSITION OF ASSISTANT DIRECTOR OF COMMUNITY DEVELOPMENT JANUARY 1, 2026, THROUGH DECEMBER 31, 2028

9. Approval of the Unrepresented Management Employees Unit Memorandum of Understanding (MOU).

Presentation: Dulce Bedolla, Human Resource Director
Recommendation:

Adopt Resolution No. 26- , RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

EL CENTRO, CALIFORNIA, ESTABLISHING TERMS AND CONDITIONS OF

EMPLOYMENT FOR UNREPRESENTED MANAGEMENT EMPLOYEES FOR JANUARY 1, 2026 THROUGH JUNE 30, 2028.

10. Approval of the Supervisory, Professional, and Technical Employees Unit Memorandum of Understanding (MOU).

Presentation: Dulce Bedolla, Human Resource Director
Recommendation:

Adopt Resolution No. 26- , RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

EL CENTRO, CALIFORNIA, APPROVING THE MEMORANDUM OF UNDERSTANDING

BETWEEN CITY OF EL CENTRO AND SUPERVISOR, PROFESSIONAL, AND TECHNICAL EMPLOYEES UNIT FOR JANUARY 1, 2026, THROUGH JUNE 30, 2028.

11. Establishing terms and conditions of employment for the Finance Director.

Presentation: Dulce Bedolla, Human Resource Director
Recommendation:

Adopt Resolution No. 26- , RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

EL CENTRO, CALIFORNIA, ESTABLISHING THE TERMS AND CONDITIONS OF EMPLOYMENT FOR THE POSITION OF FINANCE DIRECTOR JANUARY 1, 2026, THROUGH DECEMBER 31, 2028.

12. Discussion and any necessary action regarding the appointments to the Library and Community Services Board, voting members, to fill two scheduled vacancies.

Presentation: Michael Crankshaw, Mayor
Recommendation:

Mayor's Recommendation: Appointment of the Library & Community Services Board, voting members, to fill two scheduled vacancies for terms ending June 30, 2029.

13. Discussion and any necessary action regarding the appointments to the Library and Community Services Board, non-voting member to fill the scheduled vacancy.

Presentation: Michael Crankshaw, Mayor
Recommendation:

Mayor's Recommendation: Appointment of the Library and Community Services Board,

non-voting member, to fill one scheduled vacancy with a term ending June 30, 2028.

14. Discussion and any necessary action regarding the appointment to the Friends of El Centro Community Services Foundation Board to fill one scheduled vacancy.

Presentation: Michael Crankshaw, Mayor
Recommendation:

Mayor's Recommendation: Appointment to the Friends of El Centro Community Services Foundation Board to fill one scheduled vacancy with a term ending June 30, 2028.

LEGISLATIVE ACTION:

INFORMATIONAL ITEMS:

15. Received and referred to Community Development Department, Application for Alcoholic Beverage License Patriot Gas Main Street Inc. 475 E Main St., El Centro, CA 92243-3006

16. Update Emergency Declaration - WWTP Bar Screen Failure TASK FORCE /CONFERENCE REPORTS AND MAYOR - COUNCIL MEMBER REPORTS:

CITY MANAGER REPORT:

ADJOURNMENT:

Materials related to an item on this Agenda submitted to the City Council after distribution of the agenda packet will be available for public inspection at the Office of the City Clerk, 1275 Main Street, El Centro, California 92243, Monday-Friday during normal business hours.

In compliance with the Americans with Disabilities Act, if you need special assistance to participate in this meeting, you should contact the office of the City Clerk at (760) 337-4515. Notification at least 48 hours prior to the meeting will enable the City to make reasonable arrangement to assure accessibility to this meeting.

City Council of the City of El Centro
1275 W. Main Street
El Centro, CA 92243

SUBMITTED
ACTION ITEM (ID # 2026-284)
Item: 1.

Meeting: 8/18/2026 2:30 PM
Department: City Clerk
Category: Presentation
Prepared by: Norma Wyles, City Clerk
Department Head:

DOC ID: 2026-284
Presentation by San Diego Regional Center, by Joab Gonzalez and Bernice Guzman.

CITY MANAGER'S RECOMMENDATION:

FISCAL IMPACT:

STRATEGIC PLANNING PROGRAM 2022-2027 RELATION:

DUE DILIGENCE CHECK FOR CONTRACTORS/CONSULTANTS: DID THE

DEPARTMENT VERIFY CURRENT EL CENTRO BUSINESS LICENSE,
CONTRACTOR'S LICENSE, REFERENCE CHECKS, INSURANCE, ETC.:

BACKGROUND:

DISCUSSION:

CONCLUSION:

ATTACHMENTS:

1. SDRC 2026 City of EC Council

• A private, non-profit corporation.
• Contract with State of California Department of Developmental Services. • One of 21 regional centers in the state.
• Governed by state law (LANTERMAN DEVELOPMENTAL DISABILITIES SERVICES ACT).
• San Diego Regional Center in existence for over 50 years.

SAN DIEGO REGIONAL CENTER
(SDRC)

• According to the Lanterman Act, a developmental
disability is defined as:
• Intellectual Disability
• Formerly Mental Retardation
• Cerebral Palsy
• Epilepsy
• Autism
• Other
• conditions similar to a person with Intellectual Disability What is a developmental disability?

• The disability must have originated prior to the person’s 18th birthday.
• The disability is expected to continue throughout the person’s life.
• The disability constitutes a substantial handicap.

Additionally…

• Serves over 48k clients between Imperial and SD counties • Imperial serves approximately 5,200 individuals.
• 2nd Largest Regional Center in California
• Fastest Growing Regional Center
• We have about 110 staff working out of the IV Office.

SDRC Statistics / Unique Info

• Expanding our list of providers. (resource fair)
• Strengthening community partnerships.
• Increasing advertisement and outreach efforts to harder to reach populations such as:
• Homeless populations
• Low income families
• Monolingual Spanish speaking families
• Remote areas such as Winterhaven, Salton City, Niland, Imperial SDRC Office Updates

• Who Is Eligible | San Diego Regional Center
• Apply For Services | San Diego Regional Center
• Challenges with psychological assessments
• What SDRC doing regarding shortage of psychologist:

Partnership with ASIC, other options are Rady’s Children’s Hospital through managed care or PI.

SDRC Intake

Contact Information
SDRC Imperial Office
3095 N. Imperial Ave
El Centro, CA 92243
760-355-8383
Assistant Director of CS
Joab Gonzalez, MPA
760-355-8101
Program Manager (Adults)
Bernice Guzman
760-355-6020

City Council of the City of El Centro
1275 W. Main Street
El Centro, CA 92243

SUBMITTED
ACTION ITEM (ID # 2026-288)
Item: 2.

Meeting: 8/18/2026 2:30 PM
Department: City Clerk
Category: Presentation
Prepared by: Norma Wyles, City Clerk
Department Head:

DOC ID: 2026-288
Presentation by Imperial Irrigation District (IID), Stella Jimenez, regarding an overview of IID's Customer Programs.

CITY MANAGER'S RECOMMENDATION:

FISCAL IMPACT:

STRATEGIC PLANNING PROGRAM 2022-2027 RELATION:

DUE DILIGENCE CHECK FOR CONTRACTORS/CONSULTANTS: DID THE

DEPARTMENT VERIFY CURRENT EL CENTRO BUSINESS LICENSE,
CONTRACTOR'S LICENSE, REFERENCE CHECKS, INSURANCE, ETC.:

BACKGROUND:

DISCUSSION:

CONCLUSION:

ATTACHMENTS:

1. Customer Assistance Programs Presentation -CIty of El Centro

Customer Assistance Program Presentation
City of El Centro
August 18, 2026
Will James, Officer, Collections
Sabrina Barber, Manager, Distribution Services &
Maintenance Operations

Residential Energy Assistance Designed for You
(READY)
Monthly Discount
▪ 20% for customers 59 and under – reapply annually
▪ 30% for customers 60 or older – reapply every three (3) years ▪ No maximum discount amount
▪ Income guidelines are reviewed and updated annually
Customer Assistance for Residential Emergencies (CARE)
▪ Customers enrolled in READY who face service disconnection due to nonpayment will automatically qualify for quarterly assistance totaling $500 annually. • January, February and March - $125
• April, May and June - $125
• July, August and September - $125
• October, November and December - $125
• Assistance up to $500 can be used towards the Budget Billing settlement month. eGreen Discount
▪ Customers enrolled in READY will automatically receive an additional discount of approximately 3-6% on electric bills each month as part of IID’s eGreen program that was created to bring renewable solar energy to income-qualified households without the need for on-site solar installation.

READY ….cont’d
• What is Needed to Apply
▪ Completed and signed application by primary account holder (spouse may sign only if same last name)
▪ Copy of ID and SSN for applicant, individuals listed on taxes and household members ▪ Proof of Income
• INCOME/ASSISTANCE
– If applicant/household member is receiving income, assistance, etc. provide copies of:
» Current paystub, unemployment, AFDC, etc.
• TAXES
– If applicant/household member filed taxes:
» 1040 Pages 1 & 2
» Schedule 1, C, D and/or E
– If applicant/household member DID NOT file taxes and receives supplemental income:
» Social Security or disability award letter, VA benefits, pension statement, etc.

Award Letter must be for current year (bank statement not acceptable). » Sworn Statement (JURAT) providing details regarding financial assistance (i.e. family member assistance).

Senior Health & Income Energy Lifeline Discount
(SHIELD)
Monthly Discount
▪ 30% for customers 60 or older
▪ Reapply every three (3) years
▪ For customers 60 and older that may not qualify for READY ▪ No maximum discount amount
▪ Income guidelines are reviewed and updated annually
What is Needed to Apply
▪ Completed and signed application by primary account holder (spouse may sign only if same last name)
▪ Copy of ID and SSN for applicant, individuals listed on taxes and household members ▪ Proof of Income
▪ Proof of medical and pharmaceutical expenses that exceed 10% of annual income ▪ Most recent tax returns

▪ EASE is a two (2) part discount that reduces the electrical rate for a defined quantity of electricity used to operate medical equipment in the household. Customers may qualify for either part or both parts of the discount.
▪ Part 1 - Discount is based on the medical device(s) usage as outlined by the customer’s physician.
▪ Part 2 - Discount is for customers who require air conditioning and/or heating due to a medical need as outlined by the customer’s physician. ▪ Discount for either part 1 or 2 will vary depending on the device type, hours used, electrical consumption, etc.
▪ Customer may qualify for Part 1, Part 2 or both.
▪ What is Needed to Apply
▪ Completed and signed application – Customer Section
▪ Completed and signed application – Physician Section
PLEASE NOTE: All IID customers are eligible to apply for the EASE program.

Energy Assistance for Special Equipment
(EASE)

Where to Apply
▪ Email
▪ READY: [email protected]
▪ SHIELD: [email protected]
▪ EASE: [email protected]
▪ Fax
▪ 760-339-9744
▪ In-Person at IID Division Offices
▪ Monday through Thursday from 8 am-12 pm & 1 pm-5 pm
(Closed on Fridays)
• Brawley – 135 South Plaza Street
• El Centro – 1285 Broadway
• Calexico – 301 Imperial Avenue
• La Quinta – 81600 Avenue 58

All-Weather Energy Savings
▪ Get up to $2,500 in free energy-saving services to help lower your heating and cooling costs.
▪ No-cost services include:
▪ Smart thermostats
▪ A/C tune-ups
▪ Duct sealing
▪ Ceiling fans
▪ LED lighting
▪ Door weatherproofing
▪ And more
▪ How to sign up
▪ Call (800) 818-4298
▪ Provide your account name & address
A representative will contact you within one to two week to set up an appointment.

Energy Rewards
Rebates
Save on energy-efficient appliances and home improvement. ▪ Rebates available for appliances:
▪ Refrigerators
▪ Washers
▪ Dryers
▪ Dishwashers
▪ Thermostats
▪ HVAC systems
▪ Pool pumps
▪ And more
▪ Rebates available for home improvement:
▪ Dual-pane windows
▪ Shade screens
▪ Attic fans
▪ Radiant barriers
How To Apply:

Email [email protected]
Phone 1-760-482-3656
Refrigerator Recycling
Recycle your working fridge or freezer and get paid $50 – plus we pick it up for free! Call 1-760-517-9010 or sign up online.

POWER Grant Program
4 Public Operations Working for Energy Reduction
Eligible improvements is tied to measurable, durable energy savings.

Lighting + controls Pumps + motors Public buildings
• Interior/exterior LED lighting and networked lighting controls • Municipal streetlight or area-lighting conversions
• HVAC replacement, optimization and advanced controls
• Variable-frequency drives and high-efficiency motors
• High-efficiency pumps and process controls for water/wastewater facilities • Building automation, energy-management systems and retrocommissioning • Building-envelope measures and other permanent efficiency upgrades

POWER Grant Overview
POWER would require documentation before payment and may retain funds until completion is verified.

Before award
Applicant confirms municipal authority, cost-share, project scope, schedule, location, IID account, permits and CEQA status.

Before payment
IID verifies eligible costs, invoices, installed equipment, photographs, completion documentation and reasonable
energy-savings support.

After completion
Local public entity maintains improvements for their useful life and provides reasonable access for inspections or
measurement and verification.
$1.0M
Imperial Valley
$250K
maximum award per project

• Voluntary Time-of-Use (TOU)
program
• Encourages customers to shift
energy use outside peak hours
• Supports grid reliability and
customer savings
• Promotes long-term energy
awareness
Shift & Save Program

Shift & Save? …cont’d
Easy Ways to Save
• Plan appliance use around off-peak hours. Use your washer, dryer, dishwasher and other major appliances before 4 p.m. or after 9 p.m. on weekdays, or anytime on weekends and eligible holidays. • Set your thermostat to 78 degrees or higher. Keeping your thermostat at 78 degrees or higher in the summer can help reduce cooling costs while still keeping your home comfortable. • Use fans to stay cool for less. Ceiling and floor fans can help you feel cooler but remember to turn them off when you leave the room. • Block the sun during the hottest parts of the day. Use shades, blinds, curtains, awnings or shade screens to help keep heat out of your home.
• Clean or replace your air conditioner filter monthly. A clean filter helps your air conditioner work more efficiently.

City Council of the City of El Centro
1275 W. Main Street
El Centro, CA 92243

SUBMITTED
ACTION ITEM (ID # 2026-286)
Item: 3.

Meeting: 8/18/2026 2:30 PM
Department: Finance
Category: Action Item
Prepared by: Esmeralda Nunez,
Accounting Assistant
Department Head:

DOC ID: 2026-286
Approve Warrant Registers for the Month of July 2026
CITY MANAGER'S RECOMMENDATION:

FISCAL IMPACT:

STRATEGIC PLANNING PROGRAM 2022-2027 RELATION:

DUE DILIGENCE CHECK FOR CONTRACTORS/CONSULTANTS: DID THE

DEPARTMENT VERIFY CURRENT EL CENTRO BUSINESS LICENSE,
CONTRACTOR'S LICENSE, REFERENCE CHECKS, INSURANCE, ETC.:

BACKGROUND:

DISCUSSION:

CONCLUSION:

ATTACHMENTS:

1. July 2026

City Council of the City of El Centro
1275 W. Main Street
El Centro, CA 92243

SUBMITTED
ACTION ITEM (ID # 2026-287)
Item: 4.

Meeting: 8/18/2026 2:30 PM
Department: Finance
Category: Reports
Prepared by: Alejandra Trujillo, Payroll
Specialist
Department Head:

DOC ID: 2026-287
Approve Payroll Registers for the month of July
CITY MANAGER'S RECOMMENDATION:

FISCAL IMPACT:

STRATEGIC PLANNING PROGRAM 2022-2027 RELATION:

Financial & Governance Stability & Sustainability
DUE DILIGENCE CHECK FOR CONTRACTORS/CONSULTANTS: DID THE

DEPARTMENT VERIFY CURRENT EL CENTRO BUSINESS LICENSE,
CONTRACTOR'S LICENSE, REFERENCE CHECKS, INSURANCE, ETC.:

BACKGROUND:

DISCUSSION:

CONCLUSION:

ATTACHMENTS:

1. 20260710_CITY OF EL CENTRO

City Council of the City of El Centro
1275 W. Main Street
El Centro, CA 92243

SUBMITTED
ACTION ITEM (ID # 2026-285)
Item: 5.

Meeting: 8/18/2026 2:30 PM
Department: Finance
Category: Informational Items
Prepared by: Nora Salas, Accountant
Department Head:

DOC ID: 2026-285
Approval of Treasurer's Report for the month of July 2026 CITY MANAGER'S RECOMMENDATION:

FISCAL IMPACT:

STRATEGIC PLANNING PROGRAM 2022-2027 RELATION:

DUE DILIGENCE CHECK FOR CONTRACTORS/CONSULTANTS: DID THE

DEPARTMENT VERIFY CURRENT EL CENTRO BUSINESS LICENSE,
CONTRACTOR'S LICENSE, REFERENCE CHECKS, INSURANCE, ETC.:

BACKGROUND:

DISCUSSION:

CONCLUSION:

ATTACHMENTS:

1. Treasurer's Report of July 2026

CITY OF EL CENTRO

TREASURER'S REPORT

SCHEDULE OF INVESTMENTS
JULY 2026
Maturity Rate Market
Par (Pcntl YTM Cost Value

GENERAL ACCOUNT
U.S. Savings and CD’s
Bank Amer NA Charlone 06051XE32
Haddon SVGS Haddon 40473OFV0
Merrick South Jordan Utah 590I3LDQ4
Transportation Alliance Bk Inc 89388CKS6
Toyota FinI Svgs Bk 89235MTE1
Bank Sun Prairie Wis 065226AY8
University ILL Cmnty Cr 914359AQ7
Atlantic Cmnty Bankers 04846LAG8
Mutualone Bk Framingham Ma 62847HFG9
Kemba Finl Cr Un 48836LCT7
Ally Bk Utah CTF Dep 02007QDS7
BMW Bk North Amer Salt Lake 0S612LGE6
Goldman Sachs Bk USA New York 38ISOV6S3
Civic Fed Cr Un Raleigh NC 178808AF8
Bankers Bk Okla City 06610QFLO
Don Finl Cr Un Grand Blanc Mi 25844MCG1
Freedom Bk of Va Fairfax Va CTF 35633MFZ0
Amercian Eagle Bk South 02554NHG9
Gulf Atlantic Bk Key West 40216LCM9
State Bk India New York 8S6288HFS
Hardin Cnty Svgs Bk Eldora 412022EA9
Gbank Las Vegas Nev Ctf3683OMBW0
Wells Fargo Bk NA 949764ZJ6
Morgan Stanley Private Bk Ntl Assn 6I776NZA4
Morgan Stanley Bk N A Salt Lake 61778GB1
Sallie Mae Bk Salt Lake City 79S4S1EZ2
Subtotal
09/17/26
09/29/26
04/12/27
04/15/27
09/20/27
09/24/27
09/24/27
09/29/27
10/06/27
10/12/27
07/24/28
09/19/28
09/25/28
09/26/28
09/29/28
10/10/28
10/16/28
12/26/28
03/29/29
07/20/29
09/19/29
09/26/29
07/22/30
10/08/30
10/08/30
07/22/31
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
175,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250.000.00

3.700 3.700 250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
175,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250,000.00
250.000.00
249,892.50
249,867.50
249,237.50
249,202.50
248,430.00
248,177.50
248,530.00
248,197.50
248,287.50
248,312.50
174,795.25
246,567.50
246,372.50
246,850.00
246,320.00
247,075.00
246,495.00
245,582.50
245,055.00
250,260.00
244,067.50
244,025.00
249,525.00
244,130.00
244,130.00
249,887.50

3.700 3.700

3.600 3.610

3.600 3.610

3.600 3.620

3.550 3.570

3.650 3.670

3.700 3.720

3.600 3.620

3.600 3.620

4.200 4.200

3.600 3.650

3.550 3.600

3.650 3.690

3.550 3.600

3.700 3.740

3.600 3.650

3.500 3.560

3.500 3.570

4.350 4.340

3.500 3.580

3.500 3.580

4.300

3.750

3.750

4.400

4.300

3.840

3.840

4.400 1 1
$ 6,425,000.00 S 6,425,000.00 S 6,359,272.75
US Treasury Securities
United States Treas Nts 91282CNU1
United States Treas Nts 91282CLN9
United States Treas Nts 91282CNX5
Subtotal
08/15/28
09/30/29
02/28/26
3,000,000 3.625
2,000,000 3.500
3,000,000 3.625
8,000,000.00

3.670 3,000,000.00
2,000,000.00

3.000,000.00
2,960,520.00
1,948,760.00
2,909,880.00

3.590

3.730
$ S 8,000,000.00 S 7,819,160.00
U.S Government Obligations
Federal Farm Cr Bks Cons Sysyemwide 3133ETB22
Federal Natl Mtg Assn Medium T 3136GASA8
Federal Home Ln Mtg Corp Medium 3134HCZZ5
Federal Home LN BKS 3130B/1lK48
Federal Farm Cr Bks Cons Systemwide 3133ETYX9
Federal Farm CR Bks 3133EWNS5
Federal Agric MTG Corp Medium T 31424WV33
Federal Natl MTG Assn Medium T 3136GASX8
Federal Home Ln Mtg Corp Medium T 3134HCM30
Subtotal
09/30/27
09/01/28
03/23/29
05/04/29
09/24/29
05/06/30
09/17/30
09/18/30
04/30/31
$ 2,000,000 3.730
2,000,000 3.750
1,000,000 3.875
2,000,000 4.250
2,000,000 3.900
2,000,000 4.330
2,000,000 3.750
1,500,000 3.750
2,000,000 4.000

3.750 2,000,000.00
2,000,000.00
1,000,000.00
2,000,000.00
2,000,000.00
2,000,000.00
2,000,000.00
1,500,000.00
2,000,000.00
1,987,580.00
1,981,040.00
986,370.00
1,985,240.00
1,974,620.00
1,980,880.00
1,952,120.00
1,456,950.00
1,964,780.00
S 3.780
S 3.920
$ 4.280
S 3.950
S 4.370
$ 3.840
$ 3.860
S 4.070
S 16,500,000 $ 16,500,000.00 S 16,269,580.00
Subtotal 30,925,000 30,925,000 30,448,013
Other Investments
Cash Equiv.

Local Agency Investment Fund
Subtotal
$ 0.010

3.810
- 0.010

69.221.557 3.810
69,221,557
S 69.221.557.12
69,221,557.12

69.221.557.12
69,221,557.12
Subtotal 100,146,557 100,146,557.12 99,669,569.87
Bonds
Series B - 2007 Redevelopment
2021 Series A - Library Bond Project
2023 Series A - Police Station Project
$ 0.000

0.000
S 22,953.613 0.010 0.010 22.953.612.69
22,953,612.69

22.953.612.69
22,953,613 22,953,612.69
Total $ 123,100,169.81 S 123,100,169.81 S 122,623,182.56 1 1

CITY OF EL CENTRO

TREASURER'S REPORT

SCHEDULE OF INVESTMENTS
JULY 2026
Prior Fiscal
Year YTD
Same Period
This Fiscal
Month YTD
Interest Received
Other Investments $
LAIF
Total
10,371 $
669.191
10,371 $
669,191
23 720,125
$ 679,562 679,562 $ 720,148
Balance
06/30/26
Balance
Change 07/31/26
Monthly Activity
General Accounts
U.S. Savings and CD's
U.S. Treasury Securities
U.S. Government Obligations
Cash Equiv. & Other Investments
LAIF
5,500,000
8,000,000
1 1,500,000
925,000 6,425,000
8,000,000
$ 5,000,000 16,500,000
68,552,366 669,191 69,221,557
93,552,366 6,594,191 $ 100,146,557
Trustee Accounts
Series B - 2007 Redevelopment
Library 2021 Bond Project
El Centro Police 2023 Bond Project 22,875.219
22,794,516
78,394 22.953.613
S 78.394 $ 22,953,613
Total $ 116,346,882 S 123,100,170
1 hereby certify that this report reflects the pooled investments of the City of El Centro and is in conformity with the Investment Policy of the City as adopted by the City Council on February 21,2001.

A copy of this Policy is available at the Office of the City Clerk. In the opinion of the undersigned, the City's expenditure requirements for the following six months, can be met from projected revenues and maturities of Investments listed herein.

Elizabeth Fuchen
Finance Director

Cityof El Centro
Treasurer's Report
Summary of Investments
as of 07/31/2026
Unrealized
gain/loss {*)
Investment
Net increase
decrease
Market Value
end of Period
percent
of total
income
Cost/Par to-date (**)
1 U.S. Savings and CD's $ 6,425,000 (65,727) $ 6,359,273 6% U.S Treasury Securities
U.S. Government Obligati^
Cash Equiv. & Other Invei
LAIF
2 $ 8,000,000 $ (180,840) $ 7,819,160 8%
j $ 16,500,000 (230,420) $ 16,269,580 16%
4 0%
5 $ 69,221,557 $ 69,221,557 69%
Total $ 100,146,557 $ (476,987) $ 99,669,570 100%
(*) Investments I through 5
Investments are held to maturity redemption is at cost rendering no loss.

City Council of the City of El Centro
1275 W. Main Street
El Centro, CA 92243

SUBMITTED
ACTION ITEM (ID # 2026-295)
Item: 6.

Meeting: 8/18/2026 2:30 PM
Department: City Clerk
Category: Action Item
Prepared by: Norma Wyles, City Clerk
Department Head: Norma Wyles
DOC ID: 2026-295
Approval of the City Council meeting minutes for the meetings of August 4, 2026, and Special Meeting, August 4, 2026.

CITY MANAGER'S RECOMMENDATION:

Approval of the City Council meeting minutes for the meetings of August 4, 2026, and Special Meeting, August 4, 2026.

FISCAL IMPACT:

STRATEGIC PLANNING PROGRAM 2022-2027 RELATION:

DUE DILIGENCE CHECK FOR CONTRACTORS/CONSULTANTS: DID THE

DEPARTMENT VERIFY CURRENT EL CENTRO BUSINESS LICENSE,
CONTRACTOR'S LICENSE, REFERENCE CHECKS, INSURANCE, ETC.:

BACKGROUND:

DISCUSSION:

CONCLUSION:

ATTACHMENTS:

1. 8-04-2026 Regular Meeting CC Minutes

2. 8-04-2026 Special Meeting CC Minutes

Book 37

REGULAR MEETING

EL CENTRO CITY COUNCIL

COUNCIL CHAMBERS
1275 MAIN STREET, EL CENTRO, CA
TUESDAY, AUGUST 4, 2026, 2:30 P.M.

OPEN SESSION
The El Centro City Council met in a regular meeting on Tuesday, August 4, 2026 at 2:36 p.m. in Conference Room A, El Centro City Hall, 1275 W. Main Street, El Centro, California for the purpose of closed session.

PRESENT: Council: Carter, Crankshaw, Ellett, Marroquin
City Clerk Wyles, City Manager Sawyer, City Attorney Hoff ABSENT: Council: Camarena (arrived at 2:45 pm)

CLOSED SESSION PUBLIC COMMENT
None

CITY COUNCIL CLOSED SESSION
Moved by Marroquin, second by Carter, to adjourn into closed session for:

CONFERENCE WITH REAL PROPERTY NEGOTIATORS
Pursuant to Government Code Section 54956.8
Property:

Properties within El Centro, CA 92243 at the following addresses:

El Centro Regional Medical Center, 1415 Ross Ave.

ECRMC Medical Office Building, 1274 Ross Ave.

El Centro Outpatient Clinic, 385 W. Main St.
1204 Poplar Dr.
1258 Poplar Dr.
1295 Poplar Dr.
1455 Pepper Dr.
1215 Ross Ave.
1225 Ross Ave.
1243 Ross Ave.
1251 Ross Ave.
1271 Ross Ave.
135 S. 4th St.

Agency Negotiators: Sheppard Mullin (Eric Newsom, Megan Rooney, Christina Nguyen) Negotiating Parties: Imperial Valley Healthcare District (IVHD) Under Negotiation: Price and Terms of Payment

CONFERENCE WITH LABOR NEGOTIATORS
Pursuant to Government Code Section 54957.6
Agency Designated Representative: Robert Sawyer
Unrepresented Employees: Battalion Chief (3)
Director of Finance
Director of Community Services
LECC Deputy Director

Book 37

LECC Intelligence Group Supervisor
LECC Network Administrator III
LECC Finance Manager
CONFERENCE WITH LEGAL COUNSEL – EXISTING LITIGATION
Pursuant to Government Code Section 54956.9(d)(1)
Name of case: Susan Navarro v. El Centro Regional Medical Center Foundation et al., Imperial County Superior Court, Case No. ECU004193
Motion carried.

Closed Session concluded at 5:55 p.m.

City Council recessed to 6:00 p.m.

OPEN SESSION
The El Centro City Council met in a regular meeting on Tuesday, August 5, 2026, at 6:03 p.m. in Council Chambers, El Centro City Hall, 1275 Main Street, El Centro, California.

PRESENT: Council: Carter, Camarena, Crankshaw, Ellett, Marroquin City Clerk Wyles, City Manager Sawyer, City Attorney Hoff ABSENT: None
Invocation was given by Council Member Carter and Pledge of Allegiance to the flag of the United States of America was led by Council Member Marroquin.

CITY ATTORNEY REPORT ON CLOSED SESSION
No reportable action.

PUBLIC COMMENT:

Public comment was received by Sher Cowie, Albert Zambrano, Hector Casas, and Mario Rios.

CONSENT AGENDA (ITEMS 1-6)

1. Approval of the City Council meeting minutes for the meeting of July 21, 2026.

2. Approval of the Local Transportation Five Year Expenditure Plan Fiscal Year 2026 to Fiscal Year 2031.

3. Adoption of Resolution No. 26-70, RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EL

CENTRO, AUTHORIZING THE ACCEPTANCE OF GRANT FUNDS FROM THE CANNABIS TAX FUN GRANT PROGRAM.

4. Approval of filing of Planning Commission Resolution No. 26-03, regarding Zoning Variance for fence at 453 Commercial Ave.

Book 37

5. Adoption of Resolution No. 26-71, RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EL

CENTRO, CALIFORNIA, AUTHORIZING THE EXECUTION OF THE PROGRAM SUPPLEMENT AGREEMENT NO. 00000B028 TO THE ADMINISTERING AGENCY-STATE FUNDED PROJECTS NO. 11-5169S21 WITH THE CALIFORNIA DEPARTMENT OF TRANSPORTATION.

6. Adoption of Resolution No. 26-72, RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EL

CENTRO, APPROVING AND AUTHORIZING THE EXECUTION OF A FIRST AMENDMENT TO

ASSET TRANSFER AGREEMENT BETWEEN THE CITY OF EL CENTRO, EL CENTRO REGIONAL MEDICAL CENTER AND IMPERIAL VALLEY HEALTHCARE DISTRICT.

AYES: Carter, Camarena, Crankshaw, Ellett, Marroquin
NOES: None
ABSENT: None
ABSTAINED: None
NEW BUSINESS:

7. Moved by Carter, second by Camarena, approval of a community sponsorship for Imperial Valley 9/11 Memorial Stair Climb Event in the amount of $911.00.

AYES: Carter, Camarena, Crankshaw, Ellett, Marroquin
NOES: None
ABSENT: None
ABSTAINED: None

8. Moved by Marroquin, second by Carter, approval of a community sponsorship for MANA de Imperial Valley in the amount of $500.00.

AYES: Carter, Camarena, Crankshaw, Ellett, Marroquin
NOES: None
ABSENT: None
ABSTAINED: None

9. Moved by Marroquin, second by Camarena, adoption of Resolution No. 26-73, RESOLUTION OF THE CITY

COUNCIL OF THE CITY OF EL CENTRO, CALIFORNIA, ESTABLISHING TERMS AND CONDITIONS OF EMPLOYMENT FOR UNREPRESENTED CONFIDENTIAL EMPLOYEES FOR JANUARY 1, 2026 THROUGH JUNE 30, 2028.

AYES: Carter, Camarena, Crankshaw, Ellett, Marroquin
NOES: None
ABSENT: None
ABSTAINED: None

10. Motion by Marroquin, second by Camarena, adoption of Resolution No. 26-74, RESOLUTION OF THE CITY

COUNCIL OF THE CITY OF EL CENTRO, CALIFORNIA, ESTABLISHING THE TERMS AND

CONDITIONS OF EMPLOYMENT FOR THE POSITION OF COMMUNITY DEVELOPMENT DIRECTOR JANUARY 1, 2026 THROUGH DECEMBER 31, 2028.

Book 37

AYES: Carter, Camarena, Crankshaw, Ellett, Marroquin
NOES: None
ABSENT: None
ABSTAINED: None

11. Motion by Carter, second by Marroquin, adoption of Resolution No. 26-75, RESOLUTION OF THE

CITY COUNCIL OF THE CITY OF EL CENTRO ESTABLISHING THE COMPENSATION AND EMPLOYMENT TERMS FOR THE POSITION OF DIRECTOR OF PUBLIC WORKS.

AYES: Carter, Camarena, Crankshaw, Ellett, Marroquin
NOES: None
ABSENT: None
ABSTAINED: None

12. Motion by Marroquin, second by Camarena, adoption of Resolution No. 26-76, RESOLUTION OF

THE CITY COUNCIL OF THE CITY OF EL CENTRO, CALIFORNIA, ESTABLISHING THE

TERMS AND CONDITIONS OF EMPLOYMENT FOR THE POSITION OF LIBRARY DIRECTOR JANUARY 1, 2026 THROUGH DECEMBER 31, 2028.

AYES: Carter, Camarena, Crankshaw, Ellett, Marroquin
NOES: None
ABSENT: None
ABSTAINED: None

13. Motion by Marroquin, second by Carter, adoption of Resolution No. 26-77, RESOLUTION OF THE

CITY COUNCIL OF THE CITY OF EL CENTRO, CALIFORNIA, ESTABLISHING THE TEMS

AND CONDITIONS OF EMPLOYMENT FOR THE POSITION OF IMPERIAL VALLEY LAW ENFORCEMENT COORDINATION CENTER (IVLECC) NETWORK ADMINISTRATOR III, as amended.

AYES: Carter, Camarena, Crankshaw, Ellett, Marroquin
NOES: None
ABSENT: None
ABSTAINED: None

14. Motion by Carter, second by Camarena, adoption of Resolution No. 26-78, RESOLUTION OF THE

CITY OF EL CENTRO, CALIFORNIA, ESTABLISHING THE TEMS AND CONDITIONS OF

EMPLOYMENT FOR THE POSITION OF IMPERIAL VALLEY LAW ENFORCEMENT COORDINATION CENTER (IVLECC) FINANCE MANAGER, as amended.

AYES: Carter, Camarena, Crankshaw, Ellett, Marroquin
NOES: None
ABSENT: None
ABSTAINED: None

Book 37

15. Moved by Marroquin, second by Camarena, adoption of Resolution No. 26-79, RESOLUTION OF

THE CITY COUNCIL OF THE CITY OF EL CENTRO, CALIFORNIA, ESTABLISHING THE

TERMS AND CONDITIONS OF EMPLOYMENT FOR THE POSITION OF IMPERIAL VALLEY

LAW ENFORCEMENT COORDINATION CENTER (IVLECC) INTELLIGENCE GROUP SUPERVISOR, as amended.

AYES: Carter, Camarena, Crankshaw, Ellett, Marroquin
NOES: None
ABSENT: None
ABSTAINED: None

16. Motion by Marroquin, second by Carter, adoption of Resolution No. 26-80, RESOLUTION OF THE

CITY COUNCIL OF THE CITY OF EL CENTRO, CALIFORNIA, ESTABLISHING THE TERMS

AND CONDITIONS OF EMPLOYMENT FOR THE POSITION OF IMPERIAL VALLEY ENFORCEMENT COORDINATION CENTER (IVLECC) DEPUTY DIRECTOR, as amended.

AYES: Carter, Camarena, Crankshaw, Ellett, Marroquin
NOES: None
ABSENT: None
ABSTAINED: None

17. Approval of Special Events Budget for FY 26/27.

Item was pulled, no action taken.

18. Presentation by Adriana Nava, Community Services Director and Joseph Bernal, Chief of Fire, authorization of Submittal of a Grant Application for the California Strategic Growth Council Community Resilience Centers Program Implementation Grant.

Mayor Pro-Tem Camarena shared several comments regarding the day center and emphasized the importance of opening a night shelter in the future.

Mayor Crankshaw is opposed to the city serving as the sole sponsor of any night shelter. He would, however, be supportive of the city participating in a collaborative effort with another agency, provided the city is not the sole sponsoring organization.

Moved by Camarena, second Carter, adoption of Resolution No. 26-81, RESOLUTION OF THE CITY

COUNCIL OF THE CITY OF EL CENTRO AUTHORIZING THE SUBMITTAL OF AN

APPLICATION FOR THE CALIFORNIA STRATEGIC GROWTH COUNCIL COMMUNITY

RESILIENCE CENTERS PROGRAM IMPLEMENTATION GRANT AND AUTHORIZING THE CITY MANAGER TO EXECUTE AN APPLICATION, GRANT, AND RELATED DOCUMENTS.

AYES: Carter, Camarena, Crankshaw, Ellett, Marroquin
NOES: None
ABSENT: None
ABSTAINED: None

Book 37

19. Moved by Crankshaw, seconded by Marroquin, to appoint Council Member Sylvia Marroquin as the voting delegate and Mayor Pro Tem Claudia Camarena as the alternate voting delegate to vote at the Annual Business Meeting during the League of California Cities Annual Conference and Expo, to be held September 23–25, 2026, in Anaheim, California.

AYES: Carter, Camarena, Crankshaw, Ellett, Marroquin
NOES: None
ABSENT: None
ABSTAINED: None
LEGISLATIVE ACTION:

None
INFORMATIONAL ITEMS:

20. Update Emergency Declaration – WWTP Bar Screen Failure

TASK FORCE AND MAYOR & COUNCIL MEMBERS REPORTS
Council Members provided updates on their activities since the last City Council meeting and shared information on upcoming events.

CITY MANAGER REPORT
Reported on recent activities.

ADJOURNMENT
With no further business to come before City Council, the regular meeting adjourned at 7:37 p.m. ____________________________
Norma Wyles, City Clerk
APPROVED BY:
________________________
Michael Crankshaw, Mayor

Book 37

SPECIAL MEETING

EL CENTRO CITY COUNCIL

COUNCIL CHAMBERS
1275 MAIN STREET, EL CENTRO, CA
TUESDAY, AUGUST 4, 2026, 6:00 P.M.

OPEN SESSION
The El Centro City Council met in a special meeting on Tuesday, August 4, 2026 at 7:37 p.m. in Council Chambers, El Centro City Hall, 1275 Main Street, El Centro, California.

PRESENT: Council: Carter, Camarena, Crankshaw, Ellett, Marroquin City Clerk Wyles, City Manager Sawyer, Attorney Hoff
PUBLIC COMMENT:

No public comment was received.

NEW BUSINESS:

1. Motion by Carter, second by Marroquin, to rescind the prior cancellation of the August 18, 2026, City Council meeting and direct the City Clerk to prepare and post the agenda for the August 18, 2026, Council meeting, pursuant to state law.

ADJOURNMENT
With no further business to come before City Council, the meeting adjourned at 7:39 p.m. ____________________________
Norma Wyles, City Clerk
APPROVED BY:
_________________________
Michael Crankshaw, Mayor

City Council of the City of El Centro
1275 W. Main Street
El Centro, CA 92243

SUBMITTED
ACTION ITEM (ID # 2026-296)
Item: 7.

Meeting: 8/18/2026 2:30 PM
Department: Human Resources
Category: Resolution
Prepared by: Dulce Bedolla, Human
Resource Director
Department Head: Dulce Bedolla
DOC ID: 2026-296
Appointment of the City of El Centro Deputy Police Chief.

CITY MANAGER'S RECOMMENDATION:

Adopt Resolution No. 26- , RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

EL CENTRO, CALIFORNIA, ESTABLISHING THE TERMS AND CONDITIONS OF EMPLOYMENT FOR THE POSITION OF DEPUTY CHIEF OF POLICE JANUARY 1, 2026 THROUGH DECEMBER 31, 2028.

FISCAL IMPACT:

General Fund
STRATEGIC PLANNING PROGRAM 2022-2027 RELATION:

Financial & Governance Stability & Sustainability
DUE DILIGENCE CHECK FOR CONTRACTORS/CONSULTANTS: DID THE

DEPARTMENT VERIFY CURRENT EL CENTRO BUSINESS LICENSE,
CONTRACTOR'S LICENSE, REFERENCE CHECKS, INSURANCE, ETC.:

BACKGROUND:
• Rene brings more than two decades of law enforcement experience, along with a lifetime commitment to service and leadership to the position • A native of El Centro, Rene grew up in the City before joining the United States Marine Corps, where he served honorably for eight years • He began his law enforcement career in 2004 with the Hemet Police Department and later joined the Imperial County Sheriff’s Office, where he advanced to the rank of sergeant.
• He then served as a Police Commander with the Brawley Police Department, including two years as Operations Commander
• In 2023 Rene joined the El Centro Police Department assuming the responsibilities of a Police Commander
• Throughout his career, Rene has gained extensive experience across nearly every major area of law enforcement, including:
o Patrol
o Field training Officer
o Investigations
o Narcotics enforcement
o Internal affairs
o Field training
o SWAT and tactical operations
o Supervision, management, and executive leadership

• Rene holds a Bachelor of Science degree in Criminal Justice Administration from Columbia Southern University
• He has earned his California P.O.S.T. Advanced, Supervisory, and Management Certificates
• Additionally, he has been the recipient of several distinguished honors, including:
o The Medal of Valor
o The Police Cross Medal
o The Life Saving Medal
• His contributions to public safety have also been recognized through awards of merit from the California State Assembly and California State Senate DISCUSSION:

Compensation and benefits for the position of Deputy Chief of Police are being presented to the City Council for final approval:

Upon approval of this resolution and through December 31, 2028, the base salary is $14,833.
2% COLA: July 2027 and July 2028
Life Insurance in the amount of $150,000
Medical insurance benefits on the same basis as other City employees.

CONCLUSION:

Adopt Resolution No. 26- , RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

EL CENTRO, CALIFORNIA, ESTABLISHING THE TERMS AND CONDITIONS OF EMPLOYMENT FOR THE POSITION OF DEPUTY CHIEF OF POLICE JANUARY 1, 2026 THROUGH DECEMBER 31, 2028.

ATTACHMENTS:

1. Deputy Police Chief Reso 26

07/2026/cdz/A26-0143/DeputyChiefofPoliceEmpContract
4922-0210-1958 v2 Page 1 of 9
RESOLUTION NO. 26-__

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EL

CENTRO, CALIFORNIA, ESTABLISHING THE TERMS AND

CONDITIONS OF EMPLOYMENT FOR THE POSITION OF
DEPUTY POLICE CHIEF JANUARY 1, 2026 THROUGH
DECEMBER 31, 2028
WHEREAS, Rene McNish (the “Employee”) has been duly appointed to the position of Deputy Police Chief; and
WHEREAS, this Resolution provides the compensation for the position of Deputy Police Chief and constitutes a contract of employment between the Employee and the City of El Centro (the “City”) and is approved and adopted at an open session regular meeting of the City Council of the City of El Centro, California (the “City Council”); and WHEREAS, in light of the foregoing facts, the City Council finds that the adoption of this Resolution establishing the terms and conditions of employment for the Employee is in the best interest of the City.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF EL CENTRO, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:

1. The foregoing recitals are true, correct and incorporated fully herein as findings.

2. Term. The term of this Resolution is from January 1, 2026 through December 31, 2028.

3. Exempt Position. The Deputy Police Chief is an at-will, Fair Labor Standards Act (“FLSA”) exempt position and therefore not eligible to earn overtime wages. The Employee is expected to work as many hours per day as necessary to fulfill the responsibilities of the position.

4. Salary.
a. Base Salary. Effective August 18, 2026, the Employee shall receive a base salary of fourteen thousand eight hundred thirty-three dollars ($14,833) per month for the administrative services rendered to the City.
b. July 2027 COLA. Effective the first full pay period in July 2027, the Employee will receive a 2% COLA for fiscal year 2027/2028, calculated on the Employee’s base salary as of June 30, 2027.
c. July 2028 COLA. Effective the first full pay period in July 2028, the Employee will receive a 2% COLA for fiscal year 2028/2029, calculated on the Employee’s base salary as of June 30, 2028.

5. Performance Evaluation: The Employee’s anniversary date shall be August 18, 2026. The Employee shall be evaluated by the City Manager on or around July 1 of each subsequent year.

6. Insurance.
a. Medical Insurance. The Employee will be eligible for the City’s comprehensive major medical, dental, and vision care insurance on the same terms and conditions

07/2026/cdz/A26-0143/DeputyChiefofPoliceEmpContract
4922-0210-1958 v2 Page 2 of 9
offered to current employees of the City. The Employee may obtain coverage for his legal dependents under such program.
i. 2022 Contribution. For calendar year 2022, the City will contribute on behalf of the Employee the following amounts to the health insurance premiums:

Employee Only: Up to $754.56 per month
Spouse: Up to $1,155.19 per month
Child(ren): Up to $1,094.45 per month
Spouse & Children: Up to $1,475.52 per month
ii. Future Contributions. The City will either maintain the 2022 contribution for lowest cost plan only (Limited Plan) or contribute a dollar amount on behalf of the Employee equal to 80%, by enrollment category, of the insurance premium for the lowest cost plan (Limited Plan) whichever is greater. The Employee shall be responsible for the difference between the City contribution and the actual premium for the plan selected by the Employee.

An employee on an approved leave of absence without pay from the City may continue to carry the City's comprehensive insurance by making full payments to the City for the costs of such insurance, in accordance with the City's Personnel Rules and Regulations.
b. Life Insurance. City shall provide term life insurance in the amount of one hundred fifty thousand dollars ($150,000) up to the age of seventy (70). If the Employee has reached the age of seventy (70) the life insurance will be paid at the reduced benefit amount in accordance with the City’s contract with the Life Insurance Administrator.
c. Disability Insurance. The City shall provide short and long-term disability insurance to the Employee at City’s cost.

7. Retirement.
a. CalPERS Retirement. The Employee shall be eligible to participate in the City’s Retirement Plan with the California Public Employee Retirement System (“CalPERS”); Retirement Tier 1 – 3% @ 50 retirement formula. The City will contribute one hundred percent (100%) of the employer contribution amount as determined by CalPERS under the Classic Plan.
i. The Employee shall pay one hundred percent (100%) of the employee contribution amount as determined by CalPERS. Effective the first full pay period following July 1, 2023, the Employee shall pay 9% of the member contribution plus an additional "cost share" pension contribution of 3%, and total pension contribution shall be 12%. This pension contribution shall extend beyond the expiration of this Resolution. The Employee's contributions will be paid pre-tax under Internal Revenue Code Section 414(h)(2).

07/2026/cdz/A26-0143/DeputyChiefofPoliceEmpContract
4922-0210-1958 v2 Page 3 of 9
b. Retiree Insurance. Upon retirement from the City, the Employee shall have the opportunity to participate in the same comprehensive major medical, dental, life and vision care insurance program offered to the current employees of the City.

The City shall make a payment to the Employee as follows: If the sum of the Employee’s age (expressed in years and complete months) plus the “years of service credit with the City” (as reflected in the records of the CalPERS) totals seventy-five (75) or greater, the City shall pay six hundred nineteen dollars and one cent ($619.01) towards the cost of the Employee portion of said insurance until the Employee reaches age sixty-five (65). During this time, insurance coverage will be available to the Employee’s dependents at the Employee’s expense. At age sixtyfive (65), the Employee may elect to continue said insurance coverage as a Medicare Supplement Plan, including dependent coverage, at the Employee’s expense and the City will discontinue the payment under this Section. If the sum of the Employee’s age (expressed in years and complete months) plus the “years of service credit with the City” (as reflected in the records of CalPERS) does not total seventy-five (75) or greater when Employee retires from the City, then the Employee will not be entitled to receive any payment for retiree medical benefits.

8. Uniforms and Equipment. For purposes of defraying the cost of purchasing and maintaining uniforms and clothing prescribed by the City, the Employee will receive a uniform allowance of one thousand five hundred ($1,500) annually; seven hundred fifty ($750) dollars payable in the month of January and seven hundred fifty ($750) dollars in the month of July. The Employee shall furnish, upon the request of the City, copies of the receipts for the purchase or maintenance of uniforms or clothing prescribed by the City.

The City shall provide police equipment, police car, bullet resistant vest, and replacements for wear and tear of such items.

9. Vehicle Use. The Employee will be provided with a City vehicle for the Employee’s use understanding the nature of routine off-hour responses to police and other City business as Section 13.7, Vehicle Usage Police, of the City’s Personnel Rules and Regulations. The City shall be responsible for paying for liability, property damage and comprehensive insurance for that automobile, and shall be responsible for paying for gasoline and maintenance and repair of that vehicle. The Employee shall operate any City vehicle used in connection with the performance of his duties in a safe manner and otherwise in observance of all established traffic safety laws and ordinances and shall maintain a valid California automobile’s driver’s license during the period of employment. If the Employee utilizes his personal vehicle for travel outside of the county, he will be reimbursed at the current Federal privately-owned vehicle mileage reimbursement rate in accordance with the City's Personnel Rules and Regulations, Section 17.10.

10. Bilingual Pay.
a. Effective the first full pay period in January 2026, the Employee will be eligible to receive fifty dollars ($50) per pay period upon becoming certified to use a nonEnglish language through a City-administered exam testing language proficiency. b. In compliance with the CalPERS regulations and definition of “Special Compensation” (2 CCR §571), the monetary value of the bilingual pay provided in this Section 10 shall be reported to CalPERS as Special Compensation. The City

07/2026/cdz/A26-0143/DeputyChiefofPoliceEmpContract
4922-0210-1958 v2 Page 4 of 9
and the Employee agree that this bilingual pay meets the definition of “Bilingual Premium” as set forth in Title 2 CCR, Section 571(a)(4); however, CalPERS shall determine whether this bilingual pay qualifies as Special Compensation.

11. Vacation Leave. The Employee shall accrue vacation leave. Vacation leave is provided to the Employee for the purpose of rest and relaxation from duties and for attending personal business.
a. Accrual. The Employee's vacation leave shall accrue at a rate of six and fifteen one hundredths (6.15) hours bi-weekly.
b. Accumulation. Vacation leave may be accumulated up to a maximum of one and one-half (1.5) times the annual accrual rate.
c. Scheduling. The Employee's requests to take vacation leave must have the prior approval of the Chief of Police. Such approval shall not be unreasonably withheld.
d. Payment of Vacation Leave at Termination. Upon termination of employment, the Employee shall be paid for any accrued vacation leave at the Employee's then-current rate of pay.
e. Cash Out.
i. Prior to the end of December of each year, the Employee may irrevocably elect to cash out in the following calendar year only the amount of the denied vacation leave hours accrued at the time of the payout, up the maximum of eighty (80) hours when:

1. He has taken a minimum of one (1) week of vacation leave during the current fiscal year;

2. He thereafter is denied a request to take additional vacation leave in that fiscal year because of department or City workload or reasons beyond the control of the City and/or the Employee; and

3. He for such reason is unable to take said vacation leave by the end of that fiscal year without triggering overtime which would be paid by the City.
ii. One-Time Payment. Such a cash out shall be a one-time payment that is not compensable under CalPERS and is not part of the regular rate of pay.
iii. Hardship. The Employee may cash out vacation leave only in the event of a financial emergency where: (i) the Employee can demonstrate that they have a real financial emergency caused by an event beyond their control, (ii) it would result in serious financial hardship if the cash payment were not made, and (iii) the amount of the cash payment is limited to the amount necessary to meet the emergency. The City Manager or designee will determine, at their sole discretion, whether an emergency exists and the extent of the financial need. Hardship cash outs are limited to one cash out per year.

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12. Sick Leave. The Employee shall accrue sick leave pursuant to this Section 12. a. Accrual. Sick leave shall accrue at a rate of three and sixty-nine one hundredths (3.69) hours bi-weekly.
b. Accumulation. Sick leave hours may be accumulated without restriction.

13. Administrative Leave. The City shall provide the Employee with sixty-four (64) hours of paid administrative leave per year effective January 1 of each year. Administrative leave shall not accumulate from year-to-year. Any administrative leave time remaining in the Employee's account as of December 31 of any year may be converted to cash, provided, however, that the total leave converted shall not exceed forty (40) hours. If administrative leave is not converted, any administrative leave time remaining as of December 31 shall be forfeited.

14. Bereavement Leave.
a. Eligibility. In the event of a death in the Employee’s immediate family, the Employee shall be eligible for a leave of absence for up to five (5) regularly scheduled days. If required travel exceeds five hundred (500) miles each way, the employee may be granted an additional day (eight hours) of bereavement leave upon written request to the City Manager. During such leave, the Employee shall be paid his/her regular base pay for three (3) days based on the Employee’s regularly scheduled work hours on those days; provided, however, that prior written approval for the use of such leave is obtained from the City Manager. The Employee is entitled to, but is not required to, use vacation, personal leave, accrued and available sick leave or annual leave for the unpaid bereavement leave under this Section.
b. Immediate Family. The Employee’s immediate family shall be defined as: spouse, domestic partner, child, mother, father, mother-in-law, father-in-law, brother, sister, brother-in-law, sister-in-law, son-in-law, daughter-in-law, grandmother, grandfather or a grandchild.
c. Documentation. Documentation of the date and location of the funeral and the date of burial or memorial service shall be furnished by the Employee upon request of the City.

15. Holidays. The Employee shall have the following paid holidays:
a. The first (1st) day of January – New Year’s Day;
b. The third (3rd) Monday in January – Martin Luther King, Jr. Day; c. The third (3rd) Monday in February – President’s Day; d. One-half (0.5) day on the afternoon of the Friday before Easter – Good Friday; e. The last Monday of May – Memorial Day;
f. The nineteenth (19th) of June – Juneteenth;
g. The fourth (4th) day of July – Independence Day;
h. The first (1st) Monday in September – Labor Day;

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i. The eleventh (11th) day of November – Veteran’s Day; j. The day following the fourth (4th) Thursday in November, known as the day after Thanksgiving;
k. The twenty-fourth (24th) day of December – Christmas Eve; l. The twenty-fifth (25th) day of December – Christmas Day; m. The thirty-first (31st) day of December – New Year’s Eve; and n. The anniversary of the birth of the Employee.

16. Full-Time Commitment. During the term of this Resolution, the Employee shall dedicate his full time to fulfilling his responsibilities hereunder. The Employee shall not be involved in any outside activity that conflicts with the performance of his duties as Deputy Police Chief.

17. At-Will Employment Status. The Employee’s employment with the City pursuant to this Resolution is at-will and the Employee serves at the pleasure of the City Manager. As an at-will employee, the Employee cannot contest discipline or termination from employment under the City’s Personnel System and/or the Personnel Rules and Regulations (“Personnel Rules”), except for termination as set forth in Section 19 of this Resolution, or for discipline as set forth in the Public Safety Officers Procedural Bill of Rights Act (“PBOR”) (Government Code Sections 3300-3312). The Employee further acknowledges and agrees that as a condition of employment as Deputy Police Chief, and in exchange for the salary and benefits described herein, he waives any property interest in any positions that he previously held with the City and has no right of reinstatement to any former position upon termination of his employment as Deputy Police Chief.

18. City’s Policies and Procedures Applicable to the Employee. The Employee is subject to the provisions of the Personnel Rules including but not limited to, those related to safety, discrimination, harassment, drug- free workplace, etc. Should any conflict or inconsistency exist between these terms and conditions of employment set forth in this Resolution and anything contained in the Personnel Rules, the terms and conditions of employment set forth in this Resolution shall prevail.

19. Employment Termination/Severance Pay.
a. Notice. Either the Employee or the City may terminate this Resolution and the employment relationship at any time, with or without Cause, as defined by Section

19.c. The employment of the Employee shall terminate upon written notice by either party to the other. Unless otherwise provided by this Resolution, the Employee shall be entitled to only the compensation accrued up to the date of termination and such other termination benefits and payments as may be required by law.
b. Termination Without Cause/Severance Pay. Should the City terminate Employee’s employment without Cause, as defined by Section 19.c., while the Employee is willing and able to perform the duties of the Deputy Police Chief, the following shall apply:

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i. Termination without Cause will not be considered a punitive action, as defined under PBOR (Government Code Sections 3300-3312), including but not limited to Government Code subdivision 3309.5(d)(1). ii. The City shall pay the Employee severance pay in an amount equal to the Employee’s base monthly salary at the last date the Employee is at work (and not on leave status) with the City times four (4) months, less applicable withholdings and taxes, provided the Employee does not challenge such termination, including but not limited to, by means of appeal or civil or administrative hearing.
iii. This Section 19.b. shall be interpreted to comply with the requirements set forth in Government Code Section 53243-53243.4.
c. Termination With Cause. Should the City terminate the Employee’s employment with Cause, the City shall proceed with termination as set out under the Personnel Rules and the Employee shall not be entitled to severance pay. “Cause” is defined by Sections 14.4 and 18.4 of the Personnel Rules and Regulations.

20. Severability. If any of the provisions of this Resolution are held to be illegal, invalid or unenforceable in any respect, the remainder of this Resolution and all other provisions hereunder shall not be affected thereby, and such provision shall be deemed to be modified to the extent necessary to permit its enforcement to the maximum extent permitted by applicable law.

21. Abuse of Office.
a. Any severance pay the Employee may receive pursuant to Section 19, any paid leave pending an administrative investigation, funds for the legal criminal defense of the Employee, or any cash settlement related to the termination of the Employee shall be fully reimbursed to the City if the Employee is convicted of a crime involving an abuse of his office or position. “Abuse of office or position” means either of the following:
i. An abuse of public authority, including, but not limited to, waste, fraud, and violation of the law under color of authority.
ii. A crime against public justice, including, but not limited to, a crime described in Title 7 (commencing with Section 92) of Part 1 of the Penal Code.
b. Nothing in this Section entitles the Employee to any of the above-mentioned payments described in this Section. This Section shall be interpreted to comply with the requirements set forth in Government Code Section 53243-53243.4.

22. Assignment. The rights and obligations of the respective parties hereto under this Resolution shall inure to the benefit and shall be binding upon heirs, legal representatives, successors and assigns of the parties hereto; provided, however, that this Resolution shall not be assignable by either party without prior written consent of the other party. Any attempted assignment is void.

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23. Governing Law. This Resolution shall be governed by the laws of the State of California, and any litigation concerning this resolution shall be filed and maintained in the State of California, County of Imperial.

24. Attorneys’ Fees/Costs. Each party shall bear its own attorneys’ fees and costs associated with litigation concerning this Resolution.

25. Complete Agreement and Waiver. This Resolution constitutes the complete agreement and supersedes all previous agreements and understandings. No waiver of any term or condition of this Resolution shall be a continuing waiver thereof.

PASSED AND ADOPTED at a regular meeting of the City Council of the City of El Centro, California on the 18th day of August, 2026.

CITY OF EL CENTRO
By_________________________
Michael Crankshaw, Mayor
ATTEST:

By
Norma Wyles, City Clerk

APPROVED AS TO FORM
Office of the City Attorney
By
Joanna Hoff, City Attorney

STATE OF CALIFORNIA )

COUNTY OF IMPERIAL )
ss CITY OF EL CENTRO )
I, Norma Wyles, City Clerk, of the City of El Centro, California, do hereby certify that the foregoing Resolution No. 26- was duly and regularly adopted at a regular meeting of the Council of the City of El Centro, California, held on the 18th day of August, 2026 by the following vote:

AYES:

NOES:

ABSENT:

ABSTAINED:

By: ________________
Norma Wyles, City Clerk

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I agree to the foregoing:

Rene McNish Date

City Council of the City of El Centro
1275 W. Main Street
El Centro, CA 92243

SUBMITTED
ACTION ITEM (ID # 2026-279)
Item: 8.

Meeting: 8/18/2026 2:30 PM
Department: Human Resources
Category: Resolution
Prepared by: Dulce Bedolla, Human
Resource Director
Department Head: Dulce Bedolla
DOC ID: 2026-279
Establishing terms and conditions of employment for the Assistant Director of Community Development
CITY MANAGER'S RECOMMENDATION:

Adopt Resolution No. 26- , RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

EL CENTRO, CALIFORNIA, ESTABLISHING THE TERMS AND CONDITIONS OF

EMPLOYMENT FOR THE POSITION OF ASSISTANT DIRECTOR OF COMMUNITY DEVELOPMENT JANUARY 1, 2026, THROUGH DECEMBER 31, 2028
FISCAL IMPACT:

Compensation of this resolution will be paid through the General Fund STRATEGIC PLANNING PROGRAM 2022-2027 RELATION:

Financial & Governance Stability & Sustainability
DUE DILIGENCE CHECK FOR CONTRACTORS/CONSULTANTS: DID THE

DEPARTMENT VERIFY CURRENT EL CENTRO BUSINESS LICENSE,
CONTRACTOR'S LICENSE, REFERENCE CHECKS, INSURANCE, ETC.:

BACKGROUND:

Pay increases for the Assistant Community Development Director as discussed by City Council.

DISCUSSION:

The modified terms and conditions as per the attached resolution are being presented to City Council for final approval:

1. Three-year agreement, January 1, 2026 through December 31, 2028

2. Monthly salary: $10,868.02.

3. 2% cost-of-living adjustment in January 2026, July 2026, July 2027 and July 2028.

4. Christmas Eve and New Year's Eve as full day holidays

5. Bilingual pay to $50 per pay period
CONCLUSION:

Adopt Resolution No. 26- , RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

EL CENTRO, CALIFORNIA, ESTABLISHING THE TERMS AND CONDITIONS OF

EMPLOYMENT FOR THE POSITION OF ASSISTANT DIRECTOR OF COMMUNITY DEVELOPMENT JANUARY 1, 2026, THROUGH DECEMBER 31, 2028
ATTACHMENTS:

1. Reso 26 - Asst Dir of Comm Dev

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RESOLUTION NO. 26-

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EL CENTRO,

CALIFORNIA, ESTABLISHING THE TERMS AND CONDITIONS OF

EMPLOYMENT FOR THE POSITION OF ASSISTANT DIRECTOR OF
COMMUNITY DEVELOPMENT JANUARY 1, 2026 THROUGH
DECEMBER 31, 2028
WHEREAS, Frank Soto (the “Employee”) holds the position of Assistant Director of Community Development; and
WHEREAS, currently, the Assistant Director of Community Development is compensated pursuant to Resolution No. 22-87 adopted on August 16, 2022; and WHEREAS, this Resolution provides the compensation for the position of Assistant Director of Community Development and constitutes a contract of employment between the Employee and the City of El Centro (the “City”) and is approved and adopted at an open session regular meeting of the City Council of the City of El Centro, California (the “City Council”); and WHEREAS, in light of the foregoing facts, the City Council finds that the adoption of this Resolution establishing the terms and conditions of employment for the Employee is in the best interest of the City.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF EL CENTRO, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:

1. Recitals. The foregoing recitals are true, correct and incorporated fully herein as findings.

2. Term. Resolution No. 22-87 is hereby rescinded. The term of this Resolution is from January 1, 2026 through December 31, 2028.

3. Exempt Position. The Assistant Director of Community Development is an at-will, Fair Labor Standards Act (“FLSA”) exempt position and therefore not eligible to earn overtime wages. Employee is expected to work as many hours per day as necessary to fulfill the responsibilities of the position.

4. Salary.
a. Base Salary. Effective retroactively to the first full pay period in January 2026, the Employee shall receive a base salary of ten thousand eight hundred sixty-eight dollars and two cents ($10,868.02) per month for the administrative services rendered to the City.
b. January 2026 COLA. Effective retroactively to the first full pay period in January 2026, the Employee will receive a 2% cost-of-living-adjustment (“COLA”), calculated on the Employee’s base salary as of the first full pay period in January 2026. c. July 2026 COLA. Effective retroactively to the first full pay period in July 2026, the Employee will receive a 2% COLA for fiscal year 2026/2027, calculated on the Employee’s base salary as of June 30, 2026.
d. July 2027 COLA. Effective the first full pay period in July 2027, the Employee will receive a 2% COLA for fiscal year 2027/2028, calculated on the Employee’s base salary as of June 30, 2027.

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e. July 2028 COLA. Effective the first full pay period in July 2028, the Employee will receive a 2% COLA for fiscal year 2028/2029, calculated on the Employee’s base salary as of June 30, 2028.

5. Performance Evaluation. The Employee’s anniversary date shall be February 17, 2015. The Employee shall be evaluated annually on each anniversary date.

6. Insurance.
a. Medical Insurance. The Employee will be eligible for the City’s comprehensive major medical, dental, and vision care insurance program on the same terms and conditions offered to current employees of the City. The Employee may obtain coverage for her legal dependents under such program.
i. 2022 Contribution. For calendar year 2022, the City will contribute on behalf of the Employee the following amounts to the health insurance premiums:

Employee Only: Up to $754.56 per month
Spouse: Up to $1,155.19 per month
Child(ren): Up to $1,094.45 per month
Spouse & Children: Up to $1,475.52 per month
ii. Future Contributions. The City will either maintain the 2022 contribution for lowest cost plan only (Limited Plan) or contribute a dollar amount on behalf of the Employee equal to 80%, by enrollment category, of the insurance premium for the lowest cost plan (Limited Plan) whichever is greater. The Employee shall be responsible for the difference between the City contribution and the actual premium for the plan selected by the Employee.

An employee on an approved leave of absence without pay from the City may continue to carry the City's comprehensive insurance by making full payments to the City for the costs of such insurance, in accordance with the City's Personnel Rules and Regulations.
b. Life Insurance. The Employee shall be eligible for term life insurance provided by the City in the amount of one hundred fifty thousand dollars ($150,000) up to the age of seventy (70). If the Employee has reached the age of seventy (70) the life insurance will be paid at the reduced benefit amount in accordance with the City’s contract with the Life Insurance Administrator.
c. Disability Insurance. The City shall continue to provide short and long-term disability insurance to the Employee at the City’s cost.

7. Retirement.
a. CalPERS Retirement. The Employee shall be eligible to participate in the City’s retirement plan with the California Public Employees’ Retirement System (“CalPERS”). The City will contribute one hundred percent (100%) of the employer contribution amount as determined by CalPERS. The Employee shall pay one hundred percent (100%) of the employee contribution amount as determined by CalPERS. The Employee’s contributions will be paid pre-tax under Internal Revenue Code Section

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414 (h)(2).
b. Retiree Insurance. Upon retirement from the City, the Employee shall have the opportunity to participate in the same comprehensive major medical, dental, life and vision care insurance program offered to the current employees of the City. If the sum of the Employee’s age (expressed in years and complete months) plus the “years of service credit with the City” (as reflected in CalPERS records) totals seventy-five (75) or greater, the City shall pay six hundred nineteen dollars and one cent ($619.01) towards the cost of the Employee portion of said insurance until the Employee reaches age sixty-five (65). During this time, insurance coverage will be available to the Employee’s dependents at the Employee’s expense. At age sixty-five (65), the Employee may elect to continue said insurance coverage as a Medicare Supplement Plan, including dependent coverage, at the Employee’s expense and the City will discontinue the payment under this Section. If the sum of the Employee’s age (expressed in years and complete months) plus the “years of service credit with the City” (as reflected in the records of CalPERS) does not total seventy-five (75) or greater when the Employee retires from the City, then the Employee will not be entitled to receive any payment for retiree medical benefits.

8. At-Will Employment Status. The Employee’s employment with the City pursuant to this Resolution is at-will and the Employee serves at the pleasure of the City Manager. As an at-will employee, the Employee cannot contest discipline or termination under the City’s Personnel System and/or the Personnel Rules and Regulations (“Personnel Rules”). The Employee understands that he has no property right in his employment.

9. City’s Policies and Procedures Applicable to the Employee. The Employee is subject to the provisions of the Personnel Rules including but not limited to, those related to safety, discrimination, harassment, drug- free workplace, etc. Should any conflict or inconsistency exist between these terms and conditions of employment and anything contained in the Personnel Rules, the terms and conditions of employment set forth in this Resolution shall prevail.

10. Vacation Leave. The Employee shall accrue vacation leave. Vacation leave is provided to the Employee for the purpose of rest and relaxation from duties and for attending to personal business.
a. Accrual. The Employee’s vacation leave shall accrue at a rate of six and fifteen one hundredth (6.15) hours bi-weekly.
b. Accumulation. Vacation leave may be accumulated up to a maximum of one and onehalf (1.5) times the annual accrual rate. c. Scheduling. The Employee’s requests to take vacation leave must have the prior approval of the Director of Community Development. Such approval shall not be unreasonably withheld.
d. Payment of Vacation Leave at Termination. Upon termination of employment, the Employee shall be paid for any accrued vacation leave at the Employee’s then-current rate of pay.
e. Cash Out. Prior to the end of December of each year, the Employee may irrevocably elect to cash out in the following calendar year only the amount of the denied vacation

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leave hours accrued at the time of the payout, up to the maximum of eighty (80) hours when:

1. He has taken a minimum of one (1) week of vacation leave during the current fiscal year;

2. He thereafter is denied a request to take additional vacation leave in that fiscal year because of department or City workload or reasons beyond the control of the City and/or the Employee; and

3. For such reason, he is unable to take said vacation leave by the end of that fiscal year without triggering overtime which would be paid by the City. f. One-Time Payment. Such a cash out shall be a one-time payment that is not compensable under CalPERS and is not part of the regular rate of pay. g. Hardship. The Employee may cash-out vacation leave only in the event of a financial emergency where: (i) the Employee can demonstrate that they have a real financial emergency caused by an event beyond their control, (ii) it would result in serious financial hardship if the cash payment were not made, and (iii) the amount of the cash payment is limited to the amount necessary to meet the emergency. The City Manager or designee will determine, at their sole discretion, whether an emergency exists and the extent of the financial need. Hardship cash outs are limited to one cash-out per year.

11. Sick Leave. The Employee shall accrue sick leave pursuant to this Section 11. a. Accrual. Sick leave shall accrue at a rate of three and sixty-nine one hundredths (3.69) hours bi-weekly.
b. Accumulation. Sick leave hours may be accumulated without restriction.

12. Administrative Leave. The City shall provide the Employee with forty-eight (48) hours of paid administrative leave per year effective January 1 of each year. Administrative leave shall not accumulate from year-to-year. Any administrative leave time remaining in the Employee’s account as of December 31 of any year may be converted to cash, provided, however, that the total leave converted shall not exceed five (5) days. If administrative leave is not converted, any administrative leave time remaining as of December 31 shall be forfeited.

13. Holidays. The Employee shall have the following paid holidays:
a. The first (1st) day of January – New Year’s Day;
b. The third (3rd) Monday in January – Martin Luther King, Jr. Day; c. The third (3rd) Monday in February – President’s Day; d. One-half (0.5) day on the afternoon of the Friday before Easter – Good Friday; e. The last Monday of May – Memorial Day;
f. The nineteenth (19th) of June – Juneteenth;

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g. The fourth (4th) day of July – Independence Day;
h. The first (1st) Monday in September – Labor Day;
i. The eleventh (11th) day of November – Veteran’s Day; j. The day following the fourth (4th) Thursday in November, known as the day after Thanksgiving;
k. The twenty-fourth (24th) day of December – Christmas Eve; l. The twenty-fifth (25th) day of December – Christmas Day; m. The thirty-first (31st) day of December – New Year’s Eve; and n. The anniversary of the birth of the employee.

14. Bereavement Leave.
a. Eligibility. In the event of a death in the Employee’s immediate family, the Employee shall be eligible for a leave of absence for up to five (5) regularly scheduled days. If required travel exceeds five hundred (500) miles each way, the Employee may be granted an additional day (eight hours) of bereavement leave upon written request to the City Manager. During such leave, the Employee shall be paid his/her regular base pay for three (3) days based on the Employee’s regularly scheduled work hours on those days; provided, however, that prior written approval for the use of such leave is obtained from the City Manager. The Employee is entitled to, but is not required to, use vacation, personal leave, accrued and available sick leave or annual leave for the unpaid bereavement leave under this Section.
b. Immediate Family. The Employee’s immediate family shall be defined as: spouse, domestic partner, child, mother, father, mother-in-law, father-in-law, brother, sister, brother-in-law, sister-in-law, son-in-law, daughter-in-law, grandmother, grandfather or a grandchild.
c. Documentation. Documentation of the date and location of the funeral and the date of burial or memorial service shall be furnished by the Employee upon request of the City.

15. Car Allowance. The Employee will be provided with a vehicle for City business or if a City vehicle is not available on a permanent basis, Employee will receive a car allowance in the amount of three hundred dollars ($300) per month. This allowance applies to the Employee’s use of his personal vehicle within Imperial County. The Employee is entitled to file a claim of reimbursement for use of his personal vehicle on City business for vehicular travel outside of Imperial County.

16. Bilingual Pay.
a. Effective the first full pay period in January 2026, Employee will be eligible to receive fifty dollars ($50) per pay period upon becoming certified to use a non-English language through a City-administered exam testing language proficiency.

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b. In compliance with the CalPERS regulations and definition of “Special Compensation” (2 CCR §571), the monetary value of the bilingual pay provided in this Section 16 shall be reported to CalPERS as Special Compensation. The City and the Employee agree that this bilingual pay meets the definition of “Bilingual Premium” as set forth in Title 2 CCR, Section 571(a)(4); however, CalPERS shall determine whether this bilingual pay qualifies as Special Compensation.

17. Full-Time Commitment. During the term of this Resolution, the Employee shall dedicate his full-time to fulfilling his responsibilities hereunder. The Employee shall not be involved in any outside activity that conflicts with the performance of his duties as the Assistant Director of Community Development.

18. Employment Termination/Severance Pay.
a. Notice. Either the Employee or the City may terminate this Resolution and the employment relationship at any time, with or without Cause, as defined under Section

18.c. The employment of the Employee shall terminate upon written notice by either party to the other. Unless otherwise provided by this Resolution, the Employee shall be entitled to only the compensation accrued up to the date of termination and such other termination benefits and payments as may be required by law. b. Termination Without Cause/Severance Pay. Should the City terminate the Employee’s employment without Cause, as defined under Section 18.c, while the Employee is willing and able to perform the duties of the Assistant Director of Community Development, then the Employee shall receive severance pay in an amount equal to the Employee’s base monthly salary at the last date the Employee is at work (and not on leave status) with the City times four (4) months, less taxes and applicable withholdings. This Section 18.b shall be interpreted to comply with the requirements set forth in Government Code Sections 53243-53243.4.
c. Termination for Cause. Should the City terminate the Employee’s employment with Cause, this Resolution and the Employee’s employment with the City shall terminate immediately and the Employee shall not be entitled to severance pay. “Cause” is defined by Sections 14.4 and 18.4 of the Personnel Rules and Regulations.

19. Severability. If any of the provisions of this Resolution are held to be illegal, invalid or unenforceable in any respect, the remainder of this Resolution and all other provisions hereunder shall not be affected thereby, and such provision shall be deemed to be modified to the extent necessary to permit its enforcement to the maximum extent permitted by applicable law.

20. Assignment. The rights and obligations of the respective parties hereto under this Resolution shall inure to the benefit and shall be binding upon heirs, legal representatives, successors and assigns of the parties hereto; provided, however, that this Resolution shall not be assignable by either party without prior written consent of the other party. Any attempted assignment is void.

21. Governing Law. This Resolution shall be governed by the laws of the State of California, and any litigation concerning this Resolution shall be filed and maintained in the State of California, County of Imperial.

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22. Attorneys’ Fees/Costs. The City and the Employee shall each bear its own attorneys’ fees or costs associated with litigation concerning this Resolution.

23. Abuse of Office.
a. Any severance pay the Employee may receive pursuant to Section 18 of this Resolution, any paid leave pending an administrative investigation, any funds for the legal criminal defense of the Employee, or any cash settlement related to the termination of the Employee shall be fully reimbursed to the City if the Employee is convicted of a crime involving an abuse of his office or position. “Abuse of office or position” means either of the following:
i. An abuse of public authority, including, but not limited to, waste, fraud, and violation of the law under color of authority.
ii. A crime against public justice, including, but not limited to, a crime described in Title 7 (commencing with Section 92) of Part 1 of the Penal Code. b. Nothing in this Section entitles the Employee to any of the above-mentioned payments described in this Section. This Section shall be interpreted to comply with the requirements set forth in Government Code Section 53243-53243.4.

24. Complete Agreement and Waiver. This Resolution constitutes the complete agreement and supersedes all previous agreements and understandings. No waiver of any term or condition of this Resolution shall be a continuing waiver thereof.

PASSED AND ADOPTED at a regular meeting of the City Council of the City of El Centro, California, on the 18th day of August, 2026.

CITY OF EL CENTRO

By___________________________
Michael Crankshaw, Mayor
ATTEST:

By____________________________
Norma Wyles, City Clerk
APPROVED AS TO FORM:

Office of the City Attorney
By _________________________________
Joanna Hoff, City Attorney

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STATE OF CALIFORNIA )
COUNTY OF IMPERIAL ) ss

CITY OF EL CENTRO )
I, Norma Wyles, City Clerk, of the City of El Centro, California, do hereby certify that the foregoing Resolution No. 18-100 was duly and regularly adopted at a regular meeting of the Council of the City of El Centro, California, held on the 18th day of August, 2026, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAINED:

By____________________________
Norma Wyles, City Clerk
I agree to the foregoing:
_____________________________________
Frank Soto Date

City Council of the City of El Centro
1275 W. Main Street
El Centro, CA 92243

SUBMITTED
ACTION ITEM (ID # 2026-290)
Item: 9.

Meeting: 8/18/2026 2:30 PM
Department: Human Resources
Category: Resolution
Prepared by: Dulce Bedolla, Human
Resource Director
Department Head: Dulce Bedolla
DOC ID: 2026-290
Approval of the Unrepresented Management Employees Unit Memorandum of Understanding (MOU).

CITY MANAGER'S RECOMMENDATION:

Adopt Resolution No. 26- , RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

EL CENTRO, CALIFORNIA, ESTABLISHING TERMS AND CONDITIONS OF

EMPLOYMENT FOR UNREPRESENTED MANAGEMENT EMPLOYEES FOR JANUARY 1, 2026 THROUGH JUNE 30, 2028.

FISCAL IMPACT:

Compensation of this MOU will be paid through the General Fund STRATEGIC PLANNING PROGRAM 2022-2027 RELATION:

Financial & Governance Stability & Sustainability
DUE DILIGENCE CHECK FOR CONTRACTORS/CONSULTANTS: DID THE

DEPARTMENT VERIFY CURRENT EL CENTRO BUSINESS LICENSE,
CONTRACTOR'S LICENSE, REFERENCE CHECKS, INSURANCE, ETC.:

BACKGROUND:

The current Unrepresented Management Employee Resolution expired on December 31, 2025. Pay increases as discussed by City Council.

In addition, the classifications identified in the compensation study conducted in 2025 as being below market shall be eligible for an equity increase added to the base salary.

DISCUSSION:

The modified terms and conditions agreed to in a tentative agreement are being presented to the City Council for final approval. Major changes are as follows:

1. Two and a half year agreement.

2. Equity Adjustment, if eligible.

3. 2% cost-of-living adjustment January 2026, July 2026 and July 2027.

4. Christmas Eve and New Year's Eve as full day holidays

5. Bilingual pay increased from $40 per pay period to $50 per pay period CONCLUSION:

Adopt Resolution No. 26- , RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

EL CENTRO, CALIFORNIA, ESTABLISHING TERMS AND CONDITIONS OF

EMPLOYMENT FOR UNREPRESENTED MANAGEMENT EMPLOYEES FOR JANUARY 1, 2026 THROUGH JUNE 30, 2028.

ATTACHMENTS:

1. Unrep Management Reso 26-

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RESOLUTION NO. 26-

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EL

CENTRO, CALIFORNIA, ESTABLISHING TERMS AND

CONDITIONS OF EMPLOYMENT FOR UNREPRESENTED
MANAGEMENT EMPLOYEES FOR JANUARY 1, 2026
THROUGH JUNE 30, 2028
WHEREAS, the City Council of the City of El Centro (“City Council”) wishes to identify and recognize all current employees that are in Unrepresented Management classifications; and WHEREAS, the City Council wishes to declare that all of these classifications are presently unrepresented and are not members of any employee labor groups for purposes of collective bargaining or representation; and
WHEREAS, currently, the Unrepresented Management Employees are compensated pursuant to Resolution No. 22-89 adopted August 16, 2022; and WHEREAS, the City Council finds that the adoption of this Resolution establishing the terms and conditions of employment for the Unrepresented Management Employees is in the best interest of the City of El Centro (“City”).

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF EL CENTRO, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:

Section 1. Rescind Previous Resolution. The City Council hereby rescinds Resolution No. 22-89.

Section 2. Agreement. The City Council hereby approves the terms and conditions of employment for the Unrepresented Management Employees as set forth in this Resolution.

Section 3. Effective Dates. This Resolution shall be effective immediately upon adoption and shall terminate on June 30, 2028.

Section 4. Terms. The following terms and conditions of the Unrepresented Management Employees are hereby established upon adoption of this Resolution:

A. Pay Increases. The salary ranges of the employees covered by this Resolution shall be adjusted as follows:

1. Pay Range. Effective retroactively to the first full pay period in January 2026, no employee shall be paid less than Step 1 or more than Step 6.

2. Market Adjustment. Classifications identified in the compensation study conducted in 2025 as being below market will have their base hourly pay rate increased as follows and as more specifically set forth in Section 4.Q. below:
a. Effective retroactively to the first full pay period in January 2026, classifications that are below market based on the 2025 compensation study shall be eligible for a one-third of compensation study equity increase added to the base salary.

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b. Effective retroactively to the first full pay period in July 2026, classifications that are below market based on the 2025 compensation study shall be eligible for a one-third of compensation study equity increase added to the base salary. c. Effective the first full pay period in July 2027, classifications that are below market based on the 2025 compensation study shall be eligible for a one-third of compensation study equity increase added to the base salary.

3. January 2026 COLA. Effective retroactively to the first full pay period in January 2026, employees will receive a 2% cost-of-living-adjustment (“COLA”), calculated on the employee’s base salary as of December 31, 2025.

4. July 2026 COLA. Effective retroactively to the first full pay period in July 2026, employees will receive a 2% COLA for fiscal year 2026/2027, calculated on the employee’s base salary as of June 30, 2026.

5. July 2027 COLA. Effective with the first full pay period in July 2027, employees will receive a 2% COLA for fiscal year 2027/2028, calculated on the employee’s base salary as of June 30, 2027.

6. Merit Increases.
a. Eligibility: From January 1, 2026, to June 30, 2028, employees will be eligible for a step increase on their anniversary date (as defined below), conditioned upon the employee’s evaluation rating his/her performance satisfactory or better.
b. Timing: It is expected that the annual evaluation shall occur on an employee’s anniversary date. If the evaluation occurs after the anniversary date and the evaluation rates the performance at satisfactory or better, the step increase will be retroactive to the anniversary date.
c. Future Increases: Except as provided for in Section 4.C. regarding placement into Step 6, future step increases after the termination of this Resolution on June 30, 2028, must be approved in a successor Resolution.

7. Step Ranges. Separate salary schedules showing the salary step ranges are shown in Section 4.Q.

B. Car Allowance. Each employee shall receive a car allowance of one-hundred dollars ($100) per pay period.

C. Longevity Pay.

1. Placement. All employees who have been in Step 5 for five (5) continuous years, who have received satisfactory or higher on their performance evaluations for those five (5) years shall be placed in Step 6 as of their sixth anniversary date in Step 5.

D. Bilingual Pay.

1. Effective retroactively to the first full pay period in January 2026, employees will be

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eligible to receive fifty dollars ($50) per pay period upon becoming certified to use a non-English language through a City-administered exam testing language proficiency, provided that the position occupied has been designated to receive such pay by the Human Resources Director. The use of a non-English language must be a necessary part of their daily work activities and used for work purposes during the majority of time spent in communication with the public. This Section 4.D.1 shall be administered in accordance with, and is not intended to conflict with, the Examinations, Expectations and Monitoring of sections of the City Personnel Rules and Regulations, Section 8.5, Bilingual Pay.

2. In compliance with the CalPERS regulations and definition of “Special Compensation” (2 CCR §571), the monetary value of the bilingual pay provided in Section 4.D.1 shall be reported to CalPERS as Special Compensation. This bilingual pay meets the definition of “Bilingual Premium” as set forth in Title 2 CCR, Section 571(a)(4); however, CalPERS shall determine whether this bilingual pay qualifies as Special Compensation.

E. Retirement.

1. Employees hired prior to January 1, 2013 and covered by this Resolution shall be placed in the California Public Employees Retirement System (“CalPERS”) two percent (2%) at fifty-five (55) retirement plan. The City will contribute one hundred percent (100%) of the employer contribution amount as determined by CalPERS. The employees shall pay the full employee contribution amount as determined by CalPERS.

Employee contributions will be paid pre-tax under Internal Revenue Code Section 414(h)(2).

2. Employees hired by the City on or after January 1, 2013, that are not members of CalPERS shall be placed in the CalPERS two percent (2%) at sixty-two (62) retirement plan. The City will contribute one hundred percent (100%) of the employer contribution amount as determined by CalPERS. The employees shall pay the full employee contribution amount as determined by CalPERS. Employee contributions will be paid pre-tax under Internal Revenue Code Section 414(h)(2).

F. Insurance.

1. Medical.
a. Eligibility. Each employee filling a full-time position and in a pay status for at least thirty (30) hours per week shall have the opportunity to participate in the City’s comprehensive major medical, dental, and vision care insurance program offered to current employees of the City. The employees covered by this Resolution may obtain coverage for their legal dependents under the same comprehensive major medical, dental, life and vision care insurance program. b. 2022 Contributions. The City will contribute on behalf of the employee the following amounts to the health insurance premiums:

Employee Only: Up to $754.56 per month
Spouse: Up to $1,155.19 per month

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Child(ren): Up to $1,094.45 month
Spouse & Children: Up to $1,475.52 per month
c. Future Contributions. The City will either maintain the 2022 contribution for lowest cost plan only (Limited Plan) or contribute a dollar amount on behalf of the employee equal to 80%, by enrollment category, of the insurance premium for the lowest cost plan (Limited Plan) whichever is greater. The employee shall be responsible for the difference between the City contribution and the actual premium for the plan selected by the employee.

An employee on an approved leave of absence without pay from the City may continue to carry the City's comprehensive insurance by making full payments to the City for the costs of such insurance, in accordance with the City's Personnel Rules and Regulations.

2. Disability Insurance. The City shall provide short and long-term disability insurance coverage for employees covered by this Resolution.

3. Life Insurance. The City shall provide term life insurance and accidental death and dismemberment coverage in the amount of one-hundred twenty thousand dollars ($120,000) each for all employees covered by this Resolution.

4. Retiree Insurance. Employees covered by this Resolution who retire from the City shall have the opportunity to participate in the same comprehensive major medical, dental, life and vision care insurance program. If the sum of an employee's age (expressed in years and complete months) plus the years of service credit with the City of El Centro (as reflected in Ca1PERS' records) totals seventy-five (75) or greater upon retirement, the City shall pay six hundred nineteen dollars and one cent ($619.01) of the employee only portion of said insurance until the employee reaches age sixty-five (65). At age sixty-five (65), employees may elect to continue said insurance coverage as a Medicare Supplement Plan, including dependent coverage, at the employee’s expense and the City will discontinue the payment under this Section. If the sum of an employee’s age (expressed in years and complete months) plus the “years of service credit with the City” (as reflected in the records of CalPERS) does not total seventy-five (75) or greater upon retirement, then the employee will not be entitled to receive any payment for retiree medical benefits under this Section.

G. Bereavement Leave.

1. Eligibility. In the event of a death in an employee's immediate family, said employee shall be eligible for a leave of absence for up to five (5) regularly scheduled days. If required travel exceeds five hundred (500) miles each way, the employee may be granted an additional day (eight hours) of bereavement leave upon request to the employee’s supervisor. During such leave, the employee shall be paid his/her regular base pay for three (3) days based on the employee’s regularly scheduled work hours on those days; provided, however, that prior written approval for the use of such leave is obtained from the employee's supervisor. The employee is entitled to, but is not required to, use vacation, personal leave, accrued and available sick leave or annual leave for unpaid bereavement leave under this Section.

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2. Immediate Family. The employee's immediate family shall be defined as: spouse, domestic partner, child, mother, father, mother-in-law, father-in-law, brother, sister, brother-in-law, sister-in-law, son-in-law, daughter-in-law, grandmother, grandfather, or a grandchild.

3. Documentation. Documentation of the date and location of the funeral and the date of burial or memorial service shall be furnished by the employee upon request of the City.

H. Holidays.

1. List of Holidays. An employee covered by this Resolution shall be granted the following paid holidays:
a. The first (1st) day of January – New Year’s Day
b. The third (3rd) Monday in January – Martin Luther King, Jr. Day; c. The third (3rd) Monday of February – President’s Day; d. One-half (.5) day on the afternoon of the Friday before Easter – Good Friday; e. The last Monday of May – Memorial Day;
f. The nineteenth (19th) of June – Juneteenth;
g. The fourth (4th) day of July – Independence Day;
h. The first (1st) Monday in September – Labor Day;
i. The eleventh (11th) day of November – Veteran’s Day; j. The fourth (4th) Thursday in November – Thanksgiving Day; k. The day following the fourth (4th) Thursday in November, known as the day after Thanksgiving;
l. The twenty-fourth (24th) day of December – Christmas Eve; m. The twenty-fifth (25th) day of December – Christmas Day; n. The thirty-first (31st) day of December – New Year’s Eve; and o. The anniversary of the birth of the employee.

I. Administrative Leave. Employees covered by this Resolution shall receive sixty-four (64) hours of paid Administrative Leave per year effective January 1 of each year on a nonaccruable basis; provided, however, that an employee joining the City's professional staff after July 1 shall receive twenty (20) hours of paid Administrative Leave during that year.

Any Administrative Leave time remaining in an employee's account as of December 31 of each year shall be converted to cash; provided, however, that the total leave converted shall not exceed twenty-four (24) hours. Administrative Leave provided pursuant to this section shall not be considered "vacation leave" within the meaning of Section 227.3 of the Labor Code, and any Administrative Leave time remaining as of December 31 shall be forfeited.

J. Educational Pay. Effective retroactively to the first full pay period in January 2026, an

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employee covered by this Resolution who has attained or who attains a higher level of education than is required for his/her position, as certified by the Director of Human Resources, shall receive educational incentive pay pursuant to this section. An employee with an associate of arts or sciences degree shall be eligible to receive seventy-five dollars ($75) per pay period, an employee with a bachelor of arts or sciences degree shall be eligible for one hundred dollars ($100) per pay period, and an employee with a master’s degree shall be eligible for one hundred twenty-five dollars ($125) per pay period. All degrees must be from an accredited university/college and approved by the Human Resources Department. For purposes of this section, an employee hired prior to January 1, 1995 shall be deemed to qualify for educational incentive pay if his/her job description was amended after the employee was hired to require an associate or bachelor’s degree in arts or sciences, as certified by the Director of Human Resources. Educational incentive pay will be effective upon successful completion of the probationary period.

K. Educational Reimbursement. Employees shall be eligible for reimbursement of expenses paid by the employee for professional growth and development undertaken by the employee on the employee' s own time, and which are not otherwise reimbursed. Included are expenses for tuition, textbooks and conference registration. This reimbursement shall be limited to a maximum of one thousand dollars ($1,000) per year and under the guidelines in the City' s Personnel Rules and Regulations.

L. Vacation Leave.

1. Eligibility. Employees shall be eligible to take vacation leave after completion of one (1) month continuous full-time service.

2. Accrual. Employees shall accrue vacation leave biweekly for all eligible employees who are in a pay status according to the following schedule:

Months of Continuous Service Accrual Rate Per Pay Period 0- 60 4.62 hours
61- 72 4.92 hours
73- 84 5.23 hours
85- 96 5.54 hours
97- 108 5.85 hours
109+ 6. 15 hours

3. Accumulation. No vacation leave will be accrued above the maximum of one and onehalf (1½) times the annual accrual rate at any time or for any reason.

4. Scheduling. Employee requests to take vacation leave shall be approved or disapproved by the employee’s supervisor, taking into consideration employee dates of hire, due regard for the wishes of the employee and particular regard for the needs of the organizational unit.

5. Payment of Vacation and Annual Leave Hours Upon Separation. Employees who are separated from City service shall be paid for any accrued vacation and annual leave at

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the employee’s then-current rate of pay on the date of separation.

6. Holidays Within Vacation. When a holiday identified in Section 4.H. falls within an employee’s vacation leave, that day shall not be charged against vacation leave.

7. Illness Within Vacation. If an employee becomes ill or injured during vacation leave which requires hospitalization or medical attention, those days for which proof of such hospitalization or medical attention is furnished shall not be charged against vacation leave.

M. Cash Out of Vacation or Annual Leave Hours.

1. Cash Out. Prior to the end of December of each year, employees may irrevocably elect to cash out in the following calendar year only the amount of the denied vacation leave hours, up to the maximum of eighty (80) hours when:
a. He/she has taken a minimum of one (1) week of vacation leave during the current fiscal year;
b. He/she thereafter is denied a request to take additional vacation leave in that fiscal year because of department or City workload or reasons beyond the control of the City and/or the employee; and
c. He/she for such reason is unable to take said vacation leave by the end of that year without triggering overtime which would be paid by the City.

2. One-Time Payment. Such a cash out shall be a one-time payment that is not compensable under CalPERS and is not part of the regular rate of pay.

3. Hardship. Employees may cash-out vacation leave only in the event of a financial emergency where: (i) the employee can demonstrate that they have a real financial emergency caused by an event beyond their control, (ii) it would result in serious financial hardship if the cash payment were not made, and (iii) the amount of the cash payment is limited to the amount necessary to meet the emergency. The City Manager or designee will determine, at their sole discretion, whether an emergency exists and the extent of the financial need. Hardship cash outs are limited to one cash-out per fiscal year per employee.

N. Sick Leave.

1. Accrual. All permanent and probationary employees covered by this Resolution who have completed the equivalent of one month of service shall be eligible for sick leave.

Sick leave shall be accrued and credited bi-weekly for all eligible employees who are on pay status for fifty percent (50%) or more of that biweekly period. The accrual rate for said employees shall be three and sixty-nine one hundredths (3.69) hours bi-weekly.

Permanent part-time employees working a minimum of twenty (20) hours per week, shall be eligible for vacation leave in proportion to the number of hours worked each week as opposed to the standard forty (40) hour work week.

2. Conversion. An employee whose retirement date is within four months of separation from employment may, in accordance with Government Code Section 20965, convert all unused sick leave to additional service credit at the rate of four thousandths (0.004)

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for each day of sick leave (two hundred fifty (250) sick leave days = one (1) additional year of service credit) pursuant to the City’s contract with CalPERS.

O. Personnel Rules. Should any conflict or inconsistency exist between these terms and conditions of employment set forth in this Resolution and anything contained in the City's Personnel Rules and Regulations, the provisions of the terms and conditions of employment set forth in this Resolution shall prevail.

P. Classification and Grades.

Economic Development Manager UM-157
Finance Manager UM-157
IT Administrator UM-170
Project Manager UM-131
Q. Grades and Steps 1 Through 6.

Effective first full pay period for
January 2026 Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Project Manager UM-131 7,851 8,244 8,656 9,089 9,543 10,020 Economic Development Manager UM-157 7,208 7,568 7,946 8,344 8,761 9,199 Finance Manager UM-157 7,208 7,568 7,946 8,344 8,761 9,199 IT Administrator UM-170 9,441 9,913 10,408 10,929 11,475 12,049 Effective first full pay period for
July 2026 Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Project Manager UM-131 8,008 8,409 8,829 9,270 9,734 10,221 Economic Development Manager UM-157 7,992 8,391 8,811 9,251 9,714 10,200 Finance Manager UM-157 7,992 8,391 8,811 9,251 9,714 10,200 IT Administrator UM-170 9,630 10,111 10,617 11,148 11,705 12,290 Effective first full pay period for
July 2027 Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Project Manager UM-131 8,169 8,577 9,006 9,456 9,929 10,425 Economic Development Manager UM-157 8,861 9,304 9,769 10,257 10,770 11,309 Finance Manager UM-157 8,861 9,304 9,769 10,257 10,770 11,309 IT Administrator UM-170 9,822 10,313 10,829 11,370 11,939 12,536

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PASSED AND ADOPTED at a regular meeting of the City Council of the City of El Centro held on the ____day of ________ 2026.

CITY OF EL CENTRO
By: ________________________
Michael Crankshaw, Mayor
ATTEST:

By: ________________________
Norma Wyles, City Clerk
APPROVED AS TO FORM:

Office of the City Attorney
By ________________________
Joanna Hoff, City Attorney

STATE OF CALIFORNIA )
COUNTY OF IMPERIAL ) ss

CITY OF EL CENTRO )
I, Norma Wyles, City Clerk of the City of El Centro, California, do hereby certify that the foregoing Resolution No. 26-______ was duly adopted at a regular meeting of the City Council of the City of El Centro, California held on the ____ day of _______, 2026, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

By ___________________________
Norma Wyles, City Clerk

City Council of the City of El Centro
1275 W. Main Street
El Centro, CA 92243

SUBMITTED
ACTION ITEM (ID # 2026-291)
Item: 10.

Meeting: 8/18/2026 2:30 PM
Department: Human Resources
Category: Resolution
Prepared by: Dulce Bedolla, Human
Resource Director
Department Head: Dulce Bedolla
DOC ID: 2026-291
Approval of the Supervisory, Professional, and Technical Employees Unit Memorandum of Understanding (MOU).

CITY MANAGER'S RECOMMENDATION:

Adopt Resolution No. 26- , RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

EL CENTRO, CALIFORNIA, APPROVING THE MEMORANDUM OF UNDERSTANDING

BETWEEN CITY OF EL CENTRO AND SUPERVISOR, PROFESSIONAL, AND TECHNICAL EMPLOYEES UNIT FOR JANUARY 1, 2026, THROUGH JUNE 30, 2028.

FISCAL IMPACT:

Compensation of this MOU will be paid through the General Fund STRATEGIC PLANNING PROGRAM 2022-2027 RELATION:

Financial & Governance Stability & Sustainability
DUE DILIGENCE CHECK FOR CONTRACTORS/CONSULTANTS: DID THE

DEPARTMENT VERIFY CURRENT EL CENTRO BUSINESS LICENSE,
CONTRACTOR'S LICENSE, REFERENCE CHECKS, INSURANCE, ETC.:

BACKGROUND:

The current MOU with the Supervisor, Professional, and Technical Employees Unit expired on December 31, 2025. Therefore, we have met and conferred on revised terms and conditions to the current MOU over the past months and have reached an agreement. In addition, the classifications identified in the compensation study conducted in 2025 as being below market shall be eligible for an equity increase added to the base salary.

DISCUSSION:

The modified terms and conditions agreed to in a tentative agreement are being presented to the City Council for final approval. Major changes are as follows:

1. Two and a half year agreement.

2. Equity Adjustment, if eligible.

3. 2% cost-of-living adjustment January 2026, July 2026 and July 2027.

4. Christmas Eve and New Year's Eve as full day holidays

5. Bilingual pay increased from $40 per pay period to $50 per pay period CONCLUSION:

Adopt Resolution No. 26- , RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

EL CENTRO, CALIFORNIA, APPROVING THE MEMORANDUM OF UNDERSTANDING

BETWEEN CITY OF EL CENTRO AND SUPERVISOR, PROFESSIONAL, AND TECHNICAL EMPLOYEES UNIT FOR JANUARY 1, 2026, THROUGH JUNE 30, 2028.

ATTACHMENTS:

1. Reso 26 -

2. MOU - Sup. Prof. Tech

07/2026/cdz/A26-0158/Reso/EmploymentContSPTEA
RESOLUTION NO. 26 -

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EL CENTRO,

CALIFORNIA, APPROVING THE MEMORANDUM OF

UNDERSTANDING BETWEEN CITY OF EL CENTRO AND

SUPERVISORY, PROFESSIONAL, AND TECHNICAL EMPLOYEES
ASSOCIATION FOR JANUARY 1, 2026 THROUGH JUNE 30, 2028

SUPERVISORY, PROFESSIONAL, AND

TECHNICAL EMPLOYEES ASSOCIATION
WHEREAS, the City Council of the City of El Centro, California (the “City Council”) previously adopted Resolution No. 22-70 concerning terms and conditions of employment, including compensation, for employees of the Supervisory, Professional, and Technical Employees Association (the “Association”); and
WHEREAS, the employees are currently represented by a recognized employee bargaining unit and an exclusive representative, as those terms are defined in the Meyers-Milias Brown Act; and
WHEREAS, representatives of the City of El Centro, California (the “City”), and the exclusive representative and bargaining team representing the Association have met and conferred in good faith concerning the terms and conditions of a memorandum of understanding; and
WHEREAS, the City Council finds that it is in the best interest of the City to approve and execute the proposed memorandum of understanding.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF EL CENTRO, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:

Section 1. Rescind Previous Resolution. The City Council hereby rescinds Resolution No. 22-70.

Section 2. Agreement. The City Council hereby approves the Memorandum of Understanding between the City of El Centro and the Supervisory, Professional, and Technical Employees Association (a copy of which is on file in the office of the City Clerk).

Section 3. Effective Dates. The terms and conditions of the Memorandum of Understanding shall be effective as set out therein. This resolution shall be effective immediately upon adoption.

07/2026/cdz/A26-0158/Reso/EmploymentContSPTEA
PASSED AND ADOPTED at a regular meeting of the City Council of the City of El Centro, California, held on the 18th day of August, 2026.

CITY OF EL CENTRO
By:___________________________
Michael Crankshaw, Mayor
ATTEST:

By:____________________________
Norma Wyles, City Clerk

APPROVED AS TO FORM
Office of the City Attorney
By:_______________________________
Joanna Hoff, City Attorney

STATE OF CALIFORNIA )
COUNTY OF IMPERIAL ) ss

CITY OF EL CENTRO )
I, Norma Wyles, City Clerk of the City of El Centro, California do hereby certify that the foregoing Resolution No. 26- was duly adopted at a regular meeting of the City Council of the City of El Centro, California, held on the day of , 2026, by the following vote.

AYES:

NOES:

ABSENT:

ABSTAINED:

By:__________________________
Norma Wyles, City Clerk

07/2026cdz/A26--0158/MOUSupervisoryProfessional Page 1 of 11 TechnicalEmployees
4934-8319-4565 v3

MEMORANDUM OF UNDERSTANDING
between the

CITY OF EL CENTRO
and

SUPERVISORY, PROFESSIONAL AND

TECHNICAL EMPLOYEES ASSOCIATION
January 1, 2026 – June 30, 2028
ARTICLE 1 GENERAL PROVISIONS
Section 1.1 PARTIES TO AGREEMENT
This Memorandum of Understanding (“this MOU” or “the MOU”) is the result of meet and confer sessions held between the Parties hereto pursuant to the Meyer-Milias-Brown Act (California Government Code §§3500 et seq.), and has been executed by the CITY OF EL CENTRO (“the City”) and by the SUPERVISORY, PROFESSIONAL AND TECHNICAL EMPLOYEES ASSOCIATION (“the Association”) (individually, “Party;” collectively, “Parties”).

Section 1.2 RECOGNITION
The Association is hereby recognized as the Exclusive Representative for employees occupying the classification as set forth in Appendix A pursuant to the Meyers-Milias-Brown Act.

Section 1.3 RATIFICATION
It is agreed that this MOU is of no force or effect until ratified and approved by the membership of the Association and by Resolution duly adopted by the City Council of the City.

Section 1.4 IMPLEMENTATION
This MOU constitutes a mutual recommendation by the parties hereto to the City Council that one or more resolutions be adopted accepting this MOU and effecting the changes enumerated herein relative to wages, hours, fringe benefits, and other terms and conditions of employment for the classifications represented by the Association. To the extent provided herein, in the event of any conflicts between any of the provisions of the City’s Personnel Rules and Regulations with the provisions of this MOU, then this MOU shall prevail.

Section 1.5 SCOPE OF REPRESENTATION
This scope of representation of the Association shall be those as set forth in the City of El Centro EmployerEmployee Relations Resolution adopted pursuant to the Meyers-Milias-Brown Act.

Section 1.6 PARTIAL INVALIDITY
If any section, sub-section, sentence, clause, or phrase of this MOU is for any reason held to be illegal or unconstitutional, such decision shall not affect the validity of the remaining portion of the MOU.

In the event of a final ruling by a court of competent jurisdiction or by a State Agency of competent jurisdiction (where neither Party has appealed said ruling of said court or state agency) invalidating all or any part of this MOU in an action wherein this MOU is properly before the court or state agency, the City and the Association agree to meet and confer within ninety (90) calendar days regarding said section, subsection, sentence, clause or phrase of this MOU.

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4934-8319-4565 v3
Section 1.7 HIRING
Whenever the City hires an employee who is covered by this MOU, the City will provide him/her with a copy of this MOU and comply with other applicable requirements of California law.

Section 1.8 CITY’S PERSONNEL RULES AND REGULATIONS
a. Incorporation. The City’s Personnel Rules and Regulations are incorporated by reference in this MOU and shall be binding on the Parties to the extent they do not conflict with this MOU.

Notwithstanding anything to the contrary, however, the City’s Personnel Rules and Regulations shall apply to all disciplinary matters.
b. Layoff. However, should an employee be terminated due to layoff, then on the effective date of such termination, the provisions of this MOU shall be rendered null and void. Thereafter, the employee shall have only those rights and prerogatives regarding layoff and reemployment that are prescribed in the Personnel Rules and Regulations.

ARTICLE 2 RIGHTS OF THE CITY AND OF EMPLOYEES
Section 2.1 CITY RIGHTS
a. Rights. The exclusive rights of the City include, but are not limited to, the following:

1. Determine issues of public policy;

2. Determine the merits, necessity, and organization of any service or activity conducted by the City;

3. Determine and change the facilities, methods, means and personnel by which City operations are to be conducted;

4. Expand or diminish services;

5. Determine and change the number of locations, relocations, and types of operations and the processes and materials to be employed in carrying out all City functions, including, but not limited to, the right to subcontract any work or operation;

6. Determine the size and composition of the work force and to assign work to employees in accordance with requirements as determined by the City;

7. Relieve employees from duty because of lack of work or other non-disciplinary reasons, provided such is done in accordance with the City’s Personnel Rules and Regulations, as modified hereby;

8. Discharge, suspend or otherwise discipline employees for proper cause;

9. Determine job classifications;

10. Determine policies, procedures and standards for selection, training and promotion of employees;

11. Establish employee performance standards, including, but not limited to, quality and quantity standards;

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12. Maintain the efficiency of governmental operations;

13. Take any and all necessary actions to carry out its mission in emergencies;

14. Exercise complete control and discretion over its organization and the technology of performing its work and services; and

15. Establish reasonable work and safety rules and regulations in order to maintain the efficiency and economy desirable in the performance of City services. b. Discrimination Prohibited. The City, in exercising these rights and functions, will not unlawfully discriminate against any employee or employee organization.

Section 2.2 EMPLOYEE RIGHTS
The rights of employees shall include the right to form, join and participate in the activities of employee organizations of their own choosing for the purposes of representation of all matters of employee relations, including but not limited to wages, hours and other terms and conditions of employment. Employees shall also have the right to refuse to join or participate in the activities of employee organizations and shall have the right to represent themselves individually in their employment relations with the City. No employee shall be interfered with, intimidated, restrained, coerced or discriminated against by the City or by any employee organization because of his/her exercise of these rights.

ARTICLE 3 COMPENSATION
Section 3.1 SALARY AND PERFORMANCE INCREASE
a. Pay Range. Effective as of the first full pay period in January 2026, no employee shall be paid less than Step 1 or more than Step 5.
b. Step Removal/Replacement. Effective as of the first full pay period in January 2026, the City shall remove Step 6 from the Salary Schedule and implement longevity pay as set forth in Section 3.8 of this MOU. Any employee at Step 6 as of the first full pay period in January 2026, will receive longevity pay in accordance with Section 3.8.
c. Market Adjustment. Classifications identified in the compensation study conducted in 2025 as being below market will have their base hourly pay rate increased as follows:

1. Effective retroactively to the first full pay period in January 2026, classifications that are below market based on the 2025 compensation study shall be eligible for a maximum of 3.33% of compensation study equity increase added to the base salary with the exception of Associate Planner. The Associate Planner shall be eligible for the full 9.07% of compensation study equity increase added to the base salary.

2. Effective retroactively to the first full pay period in July 2026, classifications that are below market based on the 2025 compensation study shall be eligible for a maximum of 3.33% compensation study equity increase added to the base salary.

3. Effective the first full pay period in July 2027, classifications that are below market based on the 2025 compensation study shall be eligible for a maximum of 3.33% compensation study equity increase added to the base salary.

4. Salary increases based on the 2025 compensation study will not cumulatively exceed 10% total.

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d. January 2026 COLA. Effective retroactively to the first full pay period in January 2026, employees will receive a 2% cost-of-living-adjustment (“COLA”), calculated on the employee’s base salary as of December 31, 2025
e. July 2026 COLA. Effective retroactively to the first full pay period in July 2026, employees will receive a 2% COLA, calculated on the employee’s base salary as of June 30, 2026. f. July 2027 COLA. Effective as of the first full pay period in July 2027, employees will receive a 2% COLA, calculated on the employee’s base salary as of June 30, 2027. g. Merit Increases.

1. Eligibility: From January 1, 2026, to June 30, 2028, employees will be eligible for a step increase on their anniversary date (as defined below), conditioned upon the employee’s evaluation rating his/her performance satisfactory or better.

2. Timing: It is expected that the annual evaluation shall occur on an employee’s anniversary date.

If the evaluation occurs after the anniversary date and the evaluation rates the performance at satisfactory or better, the step increase will be retroactive to the anniversary date.

3. Future Increases: Future step increases beyond termination of this MOU on June 30, 2028, must be approved by the Parties in a successor MOU.
h. Step Ranges. Separate salary schedules showing the salary step ranges are set forth in Appendix A attached and herein incorporated by reference.

Section 3.2 ADMINISTRATIVE LEAVE
Employees in positions classified as exempt pursuant to the Fair Labor Standards Act (“FLSA”) shall receive forty (40) hours of paid Administrative Leave per year effective January 1 of each year on a nonaccruable basis; provided, however, that an employee joining the City’s professional staff after July 1 shall receive twenty (20) hours of paid Administrative Leave during that year. Any Administrative Leave time remaining in an employee’s account as of December 31 of each year shall be converted to cash; provided, however, that the total leave converted shall not exceed thirty-two (32) hours. Administrative Leave provided pursuant to this section shall not be considered “vacation leave” within the meaning of California Labor Code §227.3, and any Administrative Leave time remaining as of June 30 shall be forfeited.

Section 3.3 CALL BACK
An employee in a position classified as non-exempt pursuant to the FLSA who has been released from work and is called back to duty shall be paid for the time required to return to the work site in addition to the time actually worked. The total time of such pay shall not be less than three (3) hours and shall be paid at one and one-half (1.5) times the employee’s regular rate of pay. Regularly-scheduled overtime does not constitute on-call pay.

Section 3.4 UNIFORMS
a. The City will, when possible, rent and provide uniforms to personnel designated by the City to wear uniforms. When it is not practical to rent uniforms, the City will reimburse the employee for the cost of purchasing said uniform; provided, however, that said reimbursement shall not exceed two hundred dollars ($200) annually.
b. Police Records Supervisor: In lieu of the provisions of Section 3.4.a above, for the purpose of

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defraying the costs of purchasing and maintaining uniforms and shoes prescribed by the City, in July 2026, employees occupying the position of Police Records Supervisor shall receive nine hundred ($900) dollars, payable as of the first full payroll in July 2026, following City Council approval of this MOU. Beginning January 2027, employees occupying the position of Police Records Supervisor shall receive nine hundred dollars ($900) per year (four hundred fifty dollars ($450) payable during the month of January and four hundred fifty dollars ($450) payable in the month of July). Employees occupying the position of Police Records Supervisor shall furnish, upon request by the City, copies of the receipts for the purchase or maintenance of uniforms and shoes.

Section 3.5 SAFETY SHOES
Effective July 1, 2022, or upon approval of the City Council, whichever occurs later, for those employees in positions where the use of safety shoes is mandated by State or Federal regulations, the City shall provide three hundred dollars ($300) annually in July to each such employee, who shall then be responsible for purchasing and maintaining such safety shoes, and for wearing such shoes at all times when on duty. Failure to wear such shoes shall be grounds for disciplinary action.

Section 3.6 RETIREMENT
Employees hired prior to January 1, 2013, and covered by this MOU, shall be placed in the CalPERS two percent (2%) at fifty-five (55) retirement plan. The City will contribute one hundred percent (100%) of the employer contribution as determined by CalPERS. Effective June 26, 2012 the employee shall pay the full employee portion of seven percent (7%). Employee contributions will be paid pre-tax under IRS §414(h)(2).

New employees hired by the City on or after January 1, 2013 that are not members of CalPERS shall be placed in the CalPERS two percent (2%) at sixty-two (62) retirement plan. The City will contribute one hundred percent (100%) of the employer contribution amount as determined by CalPERS. Employees required contribution amount shall be as determined by CalPERS.

Section 3.7 COMPENSATORY TIME
An employee in a position classified as non-exempt pursuant to the FLSA shall be allowed to accumulate compensatory time to a maximum of two hundred forty (240) hours at any given time. Any employee who has requested the use of accumulated compensatory time shall be permitted to use such time within a reasonable period after making the request, if the use of the compensatory time does not unduly disrupt the operations of the City. Prior to the end of December of each year, employees may irrevocably elect to be paid in the following calendar year for up to forty (40) hours of accumulated compensatory time. If an employee has accumulated compensatory time in excess of forty (40) hours, the City, with reasonable advance notice, may schedule the use of the accumulated compensatory time in excess of forty (40) hours.

Section 3.8 LONGEVITY PAY
Effective as of the first full pay period after an employee’s requisite anniversary date, eligible employees shall earn longevity pay as set forth below.

Effective as of the first full pay period in January 2026, longevity pay shall be based on an employee’s cumulative years of service with the City as documented in City records, which the City may verify using data from the California Public Employees’ Retirement System (“CalPERS”). The term “years of service” for purposes of this Section 3.8 shall mean (i) a total of three hundred sixty-five (365) days if service is not continuous, or (ii) twelve (12) consecutive months if service is continuous.

Longevity pay shall be calculated as a fixed percentage of the employee’s base salary, determined by the employee’s years of service according to the following tiers:

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Years of service tier: Fixed percentage of pay:

Completion of 10 years of service 3% of base salary
Completion of 15 years of service 6% of base salary
Completion of 20 years of service 9% of base salary
Completion of 25 years of service 12% of base salary
The fixed percentage shall be that percentage assigned to the years of service tier and in no event shall be aggregated or compounded.

As set forth in Section 3.1b of this MOU, the parties agree to eliminate Step 6 of the Salary Schedule in exchange for implementing longevity pay pursuant to this Section 3.8.

Section 3.9 EDUCATION INCENTIVE PAY
An employee covered by this MOU who has attained or who attains a higher level of education than is required for his/her position, as certified by the Director of Human Resources, shall receive educational incentive pay pursuant to this section. An employee with an associate of arts or sciences degree shall be eligible to receive fifty dollars ($50) per pay period, an employee with a bachelor of arts or sciences degree shall be eligible for seventy-five dollars ($75) per pay period, and an employee with a master’s degree shall be eligible for one hundred dollars ($100) per pay period. All degrees must be from an accredited university/college and approved by the Human Resources Department. The educational incentive pay increases will be effective upon successful completion of the probationary period.

Section 3.10 BILINGUAL PAY
a. Effective the first full pay period of January 2026, Employees will be eligible to receive fifty dollars ($50) per pay period upon becoming certified to use a non-English language through a Cityadministered exam testing language proficiency provided that the position occupied has been designated to receive such pay by the Human Resources Director. The use of a non-English language must be a necessary part of their daily work activities and used for work purposes during the majority of the time spent in communication with the public. Examination, Expectations and Monitoring of Bilingual Pay in accordance with the City Personnel Rules and Regulations, Section

8.5, Bilingual Pay.
b. In compliance with the CalPERS regulations and definition of “Special Compensation” (2 CCR §571), the monetary value of the bilingual pay provided in this Section 3.10 shall be reported to CalPERS as Special Compensation. The parties agree that this bilingual pay meets the definition of “Bilingual Premium” as set forth in Title 2 CCR, Section 571(a)(4); however, CalPERS shall determine whether this bilingual pay qualifies as Special Compensation.

ARTICLE 4 INSURANCE
Section 4.1 HEALTH INSURANCE
a. Eligibility. Each employee filling a full–time position and in a pay status for at least thirty (30) hours per week shall have the opportunity to participate in the City’s comprehensive major medical, dental, life, and vision care insurance program. The employees covered by this agreement may obtain coverage for their legal dependents under the same comprehensive major medical, dental, life, and vision care insurance program.

1. 2022 Contribution. The City will contribute on behalf of the employee the following amounts to the health insurance premiums:

Employee Only: Up to $754.56 per month

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Spouse: Up to $1,155.19 per month
Child(ren): Up to $1,094.45 per month
Spouse & Children: Up to $1,475.52 per month

2. Future Contributions. Effective beginning calendar year 2023, the City will either maintain the 2022 contribution for lowest cost plan only (Limited Plan) or contribute a dollar amount on behalf of the employee equal to 80%, by enrollment category, of the insurance premium for the lowest cost plan (Limited Plan) whichever is greater. The employee shall be responsible for the difference between the City contribution and the actual premium for the plan selected by the employee.

An employee on an approved leave of absence without pay from the City may continue to carry the City's comprehensive insurance by making full payments to the City for the costs of such insurance, in accordance with the City's Personnel Rules and Regulations.

3. Retired Employees. Employees covered by this MOU who retire from the City shall have the opportunity to participate in the same comprehensive major medical, dental, life, and vision care insurance program.

A. For employees hired on or before June 21, 2011, if the sum of an employee’s age (expressed in years and complete months) plus the years of service credit with the City of El Centro as reflected in the records of the California Public Employees Retirement System) totals seventy-five (75) or more upon retirement, the City shall pay the entire retiree only portion of said insurance at the “core level” until the retiree reaches age sixty-five (65).

B. For employees hired before January 1, 2022, but after June 21, 2011, if the sum of an employee’s age (expressed in years and complete months) plus the years of service credit with the City of El Centro as reflected in the records of the California Public Employees Retirement System) totals seventy-five (75) or more upon retirement, the City shall pay six hundred nineteen dollars and one cent ($619.01) per month towards the retiree only portion of said insurance at the “core level” until the retiree reaches age sixty-five (65).

Section 4.2 LIFE INSURANCE
The City agrees to provide term life insurance and accidental death and dismemberment coverage in the amount of twenty-thousand dollars ($20,000) each for all employees covered by this MOU. In addition to the amounts provided above, the City shall provide an additional eighty-thousand dollars ($80,000) of group term life insurance for any employee covered by this MOU.

Section 4.3 DISABILITY INSURANCE
The City shall provide short and long-term disability insurance coverage for employees covered by this MOU.

ARTICLE 5 LEAVE
Section 5.1 ANNUAL OR VACATION LEAVE DENIAL/CASH OUT
a. Cap. No vacation leave will be accrued above the maximum of one and one-half (1½) times the annual accrual rate at any time or for any reason.
b. Cash Out.
a. Prior to the end of December of each year, employees may irrevocably elect to cash out

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in the following calendar year only the amount of the denied vacation leave hours accrued at the time of the payout, up the maximum of eighty (80) hours when:

1. He/she has taken a minimum of one (1) week of vacation leave during the current fiscal year;

2. He/she thereafter is denied a request to take additional vacation leave in that fiscal year because of department or city workload or reasons beyond the control of the City and/or the employee; and

3. He/she for such reason is unable to take said vacation leave by the end of that fiscal year without triggering overtime which would be paid by the City. b. One-Time Payment. Such a cash out shall be a one-time payment that is not compensable under CalPERS and is not part of the regular rate of pay.

Section 5.2 HARDSHIP CASHOUT
Effective July 1, 2022, or upon approval of the City Council, whichever occurs later, employees may cashout vacation leave only in the event of a financial emergency where: (i) the employee can demonstrate that they have a real financial emergency caused by an event beyond their control, (ii) it would result in serious financial hardship if the cash payment were not made, and (iii) the amount of the cash payment is limited to the amount necessary to meet the emergency. City Manager or designee will determine, at their sole discretion, whether an emergency exists and the extent of the financial need. Hardship cash outs are limited to one cash-out per fiscal year per employee.

Section 5.3 HOLIDAYS
Employees covered by this MOU shall be granted the following paid holidays:
a. The first (1st) day of January – New Year’s Day;
b. The third (3rd) Monday in January – Martin Luther King, Jr. Day; c. The third (3rd) Monday of February – President’s Day; d. One-half (.5) day on the afternoon of the Friday before Easter – Good Friday; e. The last Monday of May – Memorial Day;
f. The nineteenth (19th) of June – Juneteenth;
g. The fourth (4th) day of July – Independence Day;
h. The first (1st) Monday in September – Labor Day;
i. The eleventh (11th) day of November – Veteran’s Day; j. The fourth (4th) Thursday in November – Thanksgiving Day; k. The day following the fourth (4th) Thursday in November, known as the day after

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l. Thanksgiving;
m. The twenty-fifth (25th) day of December – Christmas Day; n. The twenty-fourth (24th) day of December – Christmas Eve; o. The thirty-first (31st) day of December – New Year’s Eve; and p. The anniversary of the birth of the employee.

ARTICLE 6 MISCELLANEOUS PROVISIONS
Section 6.1 REPAIR OR REPLACEMENT OF EMPLOYEE’S PERSONAL PROPERTY The City shall reimburse employees for the repair or replacement of authorized personal property damaged or lost in the performance of their duties. The City shall pay the replacement value of any such authorized personal property with the following exception: watches to a maximum of one hundred fifty dollars ($150). An employee may be authorized to wear while on duty an “engagement and/or wedding ring” upon submission of satisfactory proof of value thereof. The City will pay for the replacement value or three hundred dollars ($300), whichever is less, for the repair or replacement of said ring which is lost or damaged while on duty. Personal electronics (cell phones, iPads, etc.) are not eligible for reimbursement.

The employee assigns any right of action against anyone from loss or damage to personal property up to the amount paid by the City, and will allow any suit to be brought in his/her name by the City at the City’s expense.

Prior to the City commencing any civil action to recover City monies expended pursuant to this Section, the City shall notify the affected employee of said action.

Section 6.2 NO DISCRIMINATION POLICY
It is agreed that no employee will be discriminated against because of exercising his/her rights specified in the Employer-Employee Relations Policy or his/her rights under this MOU.

ARTICLE 7 DISCIPLINARY ACTIONS
Disciplinary action(s) will be in accordance with the City’s Personnel Rules and Regulations, Chapter 14, Employee Discipline & Process, as that may be amended from time to time.

ARTICLE 8 EMPLOYER-EMPLOYEE RELATIONS RESOLUTION
There is an existing Employer-Employee Relations Resolution (Resolution 02-71, adopted July 3, 2002) revised under Resolution 21-83, adopted October 19, 2021. The City agrees to review said resolution and, if modifications are to be made, the City shall, prior to adoption, review the proposed changes with the Supervisor, Professional and Technical Employees Unit. The employees agree that the time for an employee group to file a request for certification, decertification or modification of a unit as set out in Section 9 and 11 of that Resolution shall be June 30 rather than March 30 of any year.

ARTICLE 9 CONCLUSIVENESS OF AGREEMENT
The City and the Association acknowledge that during the negotiations which resulted in this MOU, each Party had the unlimited right and opportunity to make proposals with respect to any subject or matter not removed by law from the area of the negotiation process. Therefore, the City and the Association for the term of this MOU, each voluntarily and unqualifiedly waive the right, and each agree that the other shall not be obligated to negotiate collectively with respect to any subject within this MOU.

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ARTICLE 10 COVERAGE AND EFFECTIVE DATES
This MOU applies only to those unit members who are employed by the City at the time when the Council approves this MOU.

Except as otherwise provided herein, this MOU is effective upon adoption. This MOU shall remain in full force and effect January 1, 2026, through June 30, 2028.

Agreed to by:

Supervisory, Professional and
Technical Employees City of El Centro
_________________________________ __________________________________ _________________________________ __________________________________ _________________________________ __________________________________ _________________________________ __________________________________ Date:_____________________ Date:__________________________

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APPENDIX A: SUPERVISOR, PROFESSIONAL AND TECHNICAL EMPLOYEES

ASSOCIATION
Effective January 2026
Classification Grade Step 1 Step 2 Step 3 Step 4 Step 5 Aquatics Supervisor S162 5778 6067 6371 6689 7024
Assistant Engineer S176 6642 6974 7323 7689 8073
Building & Facility Mtc Supervisor S159 5608 5889 6183 6492 6817 Civilian Supervisor S159 5608 5889 6183 6492 6817
Library Operations Supervisor S162 5778 6067 6371 6689 7024 Maintenance Supervisor S176 6642 6974 7323 7689 8073
Police Records Supervisor S159 5608 5889 6183 6492 6817 Recreation Supervisor S162 5778 6067 6371 6689 7024
Infrastructure Management Coordinator S159 5608 5889 6183 6492 6817 Customer Service Supervisor S162 5778 6067 6371 6689 7024 Parks Supervisor S162 5778 6067 6371 6689 7024
Associate Planner S173 6447 6769 7107 7463 7836
Wastewater Treatment Plant Supervisor S202 8603 9033 9485 9959 10457 Water Treatment Plant Supervisor S202 8603 9033 9485 9959 10457 Effective July 2026
Classification Grade Step 1 Step 2 Step 3 Step 4 Step 5 Aquatics Supervisor S167 6086 6391 6710 7046 7398
Assistant Engineer S178 6775 7114 7469 7843 8235
Building & Facility Mtc Supervisor S161 5721 6007 6307 6622 6953 Civilian Supervisor S161 5721 6007 6307 6622 6953
Library Operations Supervisor S167 6086 6391 6710 7046 7398 Maintenance Supervisor S178 6775 7114 7469 7843 8235
Police Records Supervisor S161 5721 6007 6307 6622 6953 Recreation Supervisor S167 6086 6391 6710 7046 7398
Infrastructure Management Coordinator S161 5721 6007 6307 6622 6953 Customer Service Supervisor S167 6086 6391 6710 7046 7398 Parks Supervisor S167 6086 6391 6710 7046 7398
Associate Planner S175 6576 6904 7250 7612 7993
Wastewater Treatment Plant Supervisor S204 8775 9214 9675 10158 10666 Water Treatment Plant Supervisor S204 8775 9214 9675 10158 10666 Effective July 2027
Classification Grade Step 1 Step 2 Step 3 Step 4 Step 5 Aquatics Supervisor S173 6411 6731 7068 7421 7792
Assistant Engineer S180 6910 7256 7619 8000 8400
Building & Facility Mtc Supervisor S163 5835 6127 6433 6755 7092 Civilian Supervisor S163 5835 6127 6433 6755 7092
Library Operations Supervisor S173 6411 6731 7068 7421 7792 Maintenance Supervisor S180 6910 7256 7619 8000 8400
Police Records Supervisor S163 5835 6127 6433 6755 7092 Recreation Supervisor S173 6411 6731 7068 7421 7792
Infrastructure Management Coordinator S163 5835 6127 6433 6755 7092 Customer Service Supervisor S173 6411 6731 7068 7421 7792 Parks Supervisor S173 6411 6731 7068 7421 7792
Associate Planner S177 6707 7042 7395 7764 8153
Wastewater Treatment Plant Supervisor S206 8951 9398 9868 10362 10880 Water Treatment Plant Supervisor S206 8951 9398 9868 10362 10880

City Council of the City of El Centro
1275 W. Main Street
El Centro, CA 92243

SUBMITTED
ACTION ITEM (ID # 2026-294)
Item: 11.

Meeting: 8/18/2026 2:30 PM
Department: Human Resources
Category: Resolution
Prepared by: Dulce Bedolla, Human
Resource Director
Department Head: Dulce Bedolla
DOC ID: 2026-294
Establishing terms and conditions of employment for the Finance Director.

CITY MANAGER'S RECOMMENDATION:

Adopt Resolution No. 26- , RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

EL CENTRO, CALIFORNIA, ESTABLISHING THE TERMS AND CONDITIONS OF EMPLOYMENT FOR THE POSITION OF FINANCE DIRECTOR JANUARY 1, 2026, THROUGH DECEMBER 31, 2028.

FISCAL IMPACT:

Compensation of this resolution will be paid through the General Fund STRATEGIC PLANNING PROGRAM 2022-2027 RELATION:

Financial & Governance Stability & Sustainability
DUE DILIGENCE CHECK FOR CONTRACTORS/CONSULTANTS: DID THE

DEPARTMENT VERIFY CURRENT EL CENTRO BUSINESS LICENSE,
CONTRACTOR'S LICENSE, REFERENCE CHECKS, INSURANCE, ETC.:

BACKGROUND:

Pay increases for the Finance Director as discussed by City Council.

DISCUSSION:

The modified terms and conditions as per the attached resolution are being presented to City Council for final approval:

1. Three-year agreement, January 1, 2026 through December 31, 2028

2. Monthly Salary: $13,750.

3. 2% cost-of-living adjustment in January 2026, July 2026, July 2027 and July 2028.

4. Christmas Eve and New Year's Eve as full day holidays

5. Bilingual pay to $50 per pay period
CONCLUSION:

Adopt Resolution No. 26- , RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

EL CENTRO, CALIFORNIA, ESTABLISHING THE TERMS AND CONDITIONS OF EMPLOYMENT FOR THE POSITION OF FINANCE DIRECTOR JANUARY 1, 2026 THROUGH DECEMBER 31, 2028
ATTACHMENTS:

1. Finance Director 26

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RESOLUTION 26-

RESOLUTION OF THE CITY COUNCIL OF THE CITY

OF EL CENTRO, CALIFORNIA, ESTABLISHING THE

TERMS AND CONDITIONS OF EMPLOYMENT FOR

THE POSITION OF DIRECTOR OF FINANCE FOR
JANUARY 1, 2026 THROUGH DECEMBER 31, 2028
WHEREAS, Elizabeth Fuchen (the “Employee”) was duly appointed to the position of Director of Finance pursuant to Resolution No. 25-84; and WHEREAS, currently, the Director of Finance is compensated pursuant to Resolution No. 25-84; and
WHEREAS, this Resolution provides the compensation for the position of Finance Director and constitutes a contract of employment between the Employee and the City of El Centro (the “City”) and is approved and adopted at an open session regular meeting of the City Council of the City of El Centro, California (the “City Council”); and WHEREAS, in light of the foregoing facts, the City Council finds that the adoption of this Resolution establishing the terms and conditions of employment for the Employee is in the best interest of the City.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF EL CENTRO, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:

1. Recitals. The foregoing recitals are true, correct and incorporated fully herein as findings.

2. Term. Resolution No. 25-84 is hereby is rescinded. The term of this Resolution shall be from January 1, 2026 through December 31, 2028.

3. Exempt Position. The Director of Finance is an at-will, Fair Labor Standards Act (“FLSA”) exempt position and therefore not eligible to earn overtime wages. The Employee is expected to work as many hours per day as necessary to fulfill the responsibilities of the Director of Finance position.

4. Salary.
a. Base Salary. Effective retroactively to the first full pay period in January 2026, the Employee shall receive a base salary of thirteen thousand seven hundred fifty dollars ($13,750) per month for the administrative services rendered to the City. b. January 2026 COLA. Effective retroactively to the first full pay period in January 2026, the Employee will receive a 2% Cost of Living Adjustment (“COLA”), calculated on the Employee’s base salary as of the first full pay period in January 2026.

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c. July 2026 COLA. Effective retroactively to the first full pay period in July 2026, the Employee will receive a 2% COLA for fiscal year 2026/2027, calculated on the Employee’s base salary as of June 30, 2026.
d. July 2027 COLA. Effective the first full pay period in July 2027, the Employee will receive a 2% COLA for fiscal year 2027/2028, calculated on the Employee’s base salary as of June 30, 2027.
e. July 2028 COLA. Effective the first full pay period in July 2028, Employee will receive a 2% COLA for fiscal year 2028/2029, calculated on the Employee’s base salary as of June 30, 2028.

5. Performance Evaluation. The Employee's anniversary date shall be December 02, 2026.

The Employee shall be evaluated by the City Manager on or around July 1 of each subsequent year.

6. Insurance.
a. Medical Insurance. The Employee will be eligible for the City’s comprehensive major medical, dental, and vision care insurance program on the same terms and conditions offered to current employees of the City. The Employee may obtain coverage for his legal dependents under such program.
i. 2022 Contribution. For calendar year 2022, the City will contribute on behalf of the Employee the following amounts to the health insurance premiums:

Employee Only: Up to $754.56 per month
Spouse: Up to $1,155.19 per month
Child(ren): Up to $1,094.45 per month
Spouse & Children: Up to $1,475.52 per month
ii. Future Contributions. The City will either maintain the 2022 contribution for lowest cost plan only (Limited Plan) or contribute a dollar amount on behalf of the Employee equal to 80%, by enrollment category, of the insurance premium for the lowest cost plan (Limited Plan) whichever is greater. The Employee shall be responsible for the difference between the City contribution and the actual premium for the plan selected by the Employee.

An employee on an approved leave of absence without pay from the City may continue to carry the City's comprehensive insurance by making full payments to the City for the costs of such insurance, in accordance with the City's Personnel Rules and Regulations.
b. Life Insurance. The Employee shall be eligible for term life insurance provided by the City in the amount of two hundred thousand dollars ($200,000) up to the age of

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seventy (70). If the Employee has reached the age of seventy (70) the life insurance will be paid at the reduced benefit amount in accordance with the City’s contract with the Life Insurance Administrator.
c. Disability Insurance. The City shall provide short and long-term disability insurance to the Employee at City’s cost.

7. Retirement.
a. CalPERS Retirement. The Employee shall be eligible to participate in the City's retirement plan with the California Public Employees' Retirement System ("CalPERS"). The City will contribute one hundred percent (100%) of the employer contribution amount as determined by CalPERS. The Employee shall pay one hundred percent (100%) of the employee contribution amount as determined by CalPERS. The Employee's contributions will be paid pre-tax under Internal Revenue Code Section 414(h)(2).
b. Retiree Insurance. Upon retirement from the City, the Employee shall have the opportunity to participate in the same comprehensive major medical, dental, life and vision care insurance program offered to current employees of the City. The City shall make a payment to the Employee as follows: If the sum of the Employee’s age (expressed in years and complete months) plus the “years of service credit with the City” (as reflected in the records of CalPERS) totals seventyfive (75) or greater, the City shall pay six hundred nineteen dollars and one cent ($619.01) towards the cost of the Employee portion of said insurance until Employee reaches age sixty-five (65). During this time, insurance coverage will be available to the Employee’s dependents at the Employee’s expense. At age sixtyfive (65), the Employee may elect to continue said insurance coverage as a Medicare Supplement Plan, including dependent coverage, at the Employee’s expense and the City will discontinue the payment under this Section. If the sum of the Employee’s age (expressed in years and complete months) plus the “years of service credit with the City” (as reflected in the records of CalPERS) does not total seventy-five (75) or greater when Employee retires from the City, then the Employee will not be entitled to receive any payment for retiree medical benefits.

8. At-Will Employment Status. The Employee’s employment with the City pursuant to this Resolution is at-will and the Employee serves at the pleasure of the City Manager. As an at-will employee, the Employee cannot contest discipline or termination from employment under the City’s Personnel System and/or the Personnel Rules & Regulations (“Personnel Rules”). The Employee understands that she has no property right in her employment.

9. City’s Policies and Procedures Applicable to the Employee. The Employee is subject to the provisions of the Personnel Rules including but not limited to, those related to safety, discrimination, harassment, drug-free workplace, etc. Should any conflict or inconsistency exist between these terms and conditions of employment and anything contained in the Personnel Rules, the terms and conditions of employment set forth in this Resolution shall prevail.

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10. Vacation Leave. The Employee shall accrue vacation leave. Vacation leave is provided to the Employee for the purpose of rest and relaxation from duties and for attending to personal business.
a. Accrual. The Employee's vacation leave shall accrue at a rate of six and fifteen one hundredths (6.15) hours bi-weekly.
b. Accumulation. Vacation leave may be accumulated up to a maximum of one and one-half (1.5) times the annual accrual rate.
c. Scheduling. The Employee's requests to take vacation leave must have the prior approval of the City Manager. Such approval shall not be unreasonably withheld. d. Payment of Vacation Leave at Termination. Upon termination of employment, the Employee shall be paid for any accrued vacation leave at the Employee's thencurrent rate of pay. e. Cash Out.
i. Prior to the end of December of each year, the Employee may irrevocably elect to cash out in the following calendar year only the amount of the denied vacation leave hours accrued at the time of the payout, up to the maximum of eighty (80) hours when:

1. She has taken a minimum of one (1) week of vacation leave during the current fiscal year;

2. She thereafter is denied a request to take additional vacation leave in that fiscal year because of department or City workload or reasons beyond the control of the City and/or the Employee; and

3. If she for such reason is unable to take said vacation leave by the end of that year without triggering overtime which would be paid by the City.
ii. One-Time Payment. Such a cash out shall be a one-time payment that is not compensable under CalPERS and is not part of the regular rate of pay. iii. Hardship. The Employee may cash out vacation leave only in the event of a financial emergency where: (i) the Employee can demonstrate that they have a real financial emergency caused by an event beyond their control, (ii) it would result in serious financial hardship if the cash payment were not made, and (iii) the amount of the cash payment is limited to the amount necessary to meet the emergency. The City Manager or designee will determine, at their sole discretion, whether an emergency exists and the extent of the financial need. Hardship cash outs are limited to one cash out per year.

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11. Sick Leave. The Employee shall accrue sick leave pursuant to this Section 11. a. Accrual. Sick leave shall accrue at a rate of three and sixty-nine one hundredths (3.69) hours bi-weekly.
b. Accumulation. Sick leave hours may be accumulated without restriction.

12. Administrative Leave. The City shall provide the Employee with sixty-four (64) hours of paid administrative leave per year effective January 1 of each year. Administrative leave shall not accumulate from year-to-year. Any administrative leave time remaining in the Employee's account as of December 31 of any year may be converted to cash, provided, however, that the total leave converted shall not exceed forty (40) hours. If administrative leave is not converted, any administrative leave time remaining as of December 31 shall be forfeited.

13. Car Allowance. The Employee shall receive a car allowance in the amount of five hundred dollars ($500) per month. In this regard, said car allowance applies to the Employee's use of her personal vehicle within Imperial County. The Employee is entitled to file a claim of reimbursement for use of her personal vehicle on City business for vehicular travel outside of Imperial County.

14. Bilingual Pay.
a. Effective retroactively to the first full pay period in January 2026, the Employee will be eligible to receive fifty dollars ($50) per pay period upon becoming certified to use a non-English language through a City-administered exam testing language proficiency.
b. In compliance with the CalPERS regulations and definition of “Special Compensation” (2 CCR §571), the monetary value of the bilingual pay provided in this Section 14 shall be reported to CalPERS as Special Compensation. The City and the Employee agree that this bilingual pay meets the definition of “Bilingual Premium” as set forth in Title 2 CCR, Section 571(a)(4); however, CalPERS shall determine whether this bilingual pay qualifies as Special Compensation.

15. Holidays. The Employee shall have the following paid holidays:
a. The first (1st) day of January – New Year’s Day;
b. The third (3rd) Monday in January – Martin Luther King, Jr. Day; c. The third (3rd) Monday in February – President’s Day; d. One-half (0.5) day on the afternoon of the Friday before Easter – Good Friday; e. The last Monday of May – Memorial Day;
f. The nineteenth (19th) of June – Juneteenth;

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g. The fourth (4th) day of July – Independence Day;
h. The first (1st) Monday in September – Labor Day;
i. The eleventh (11th) day of November – Veteran’s Day; j. The day following the fourth (4th) Thursday in November, known as the day after Thanksgiving;
k. The twenty-fourth (24th) day of December – Christmas Eve; l. The twenty-fifth (25th) day of December – Christmas Day; m. The thirty-first (31st) day of December – New Year’s Eve; and n. The anniversary of the birth of the Employee.

16. Bereavement Leave.
a. Eligibility. In the event of a death in the Employee’s immediate family, the Employee shall be eligible for a leave of absence for up to five (5) regularly scheduled days. If required travel exceeds five hundred (500) miles each way, the Employee may be granted an additional day (eight hours) of bereavement leave upon written request to the City Manager. During such leave, the Employee shall be paid his/her regular base pay for three (3) days based on the Employee’s regularly scheduled work hours on those days; provided, however, that prior written approval for the use of such leave is obtained from the City Manager. The Employee is entitled to, but is not required to, use vacation, personal leave, accrued and available sick leave or annual leave for the unpaid bereavement leave under this Section.
b. Immediate Family. The Employee’s immediate family shall be defined as: spouse, domestic partner, child, mother, father, mother-in-law, father-in-law, brother, sister, brother-in-law, sister-in-law, son-in-law, daughter-in-law, grandmother, grandfather or a grandchild.
c. Documentation. Documentation of the date and location of the funeral and the date of burial or memorial service shall be furnished by the Employee upon request of the City.

17. Full-Time Commitment. During the term of this Resolution, the Employee shall dedicate her full-time to fulfilling her responsibilities hereunder. The Employee shall not be involved in any outside activity that conflicts with the performance of her duties as Director of Finance.

18. Professional Development. The City agrees to budget for and to pay for travel and subsistence expenses of the Employee for conferences and seminars that are necessary for the Employee's professional development and for the good of the City.

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19. Dues and Subscriptions. The City agrees to budget and to pay the professional dues and subscriptions of the Employee necessary for continuation and full participation in national, state and local associations and organizations necessary and desirable to keep the Employee up-to-date with regard to matters of importance to the City as the Director of Finance.

20. Employment Termination/Severance Pay.
a. Notice. Either the Employee or the City may terminate this Resolution and the employment relationship at any time, with or without Cause, as defined under Section 20.c. The employment of the Employee shall terminate upon written notice by either party to the other. Unless otherwise provided by this Resolution, the Employee shall be entitled to only the compensation accrued up to the date of termination and such other termination benefits and payments as may be required by law.
b. Termination Without Cause/Severance Pay. Should the City terminate the Employee’s employment without Cause, as defined under Section 20.c., while the Employee is willing and able to perform the duties of the Director of Finance, then the Employee shall receive severance pay in an amount equal to the Employee’s base monthly salary at the last date the Employee is at work (and not on leave status) with the City times four (4) months, less taxes and applicable withholdings. This Section 20.b shall be interpreted to comply with the requirements set forth in Government Code Sections 53243-53243.4.
c. Termination for Cause. Should the City terminate the Employee’s employment with Cause, this Resolution and the Employee’s employment with the City shall terminate immediately and the Employee shall not be entitled to severance pay. “Cause” is defined by Sections 14.4 and 18.4 of the City’s Personnel Rules and Regulations.

21. Severability. If any of the provisions of this Resolution are held to be illegal, invalid or unenforceable in any respect, the remainder of this Resolution and all other provisions hereunder shall not be affected thereby, and such provision shall be deemed to be modified to the extent necessary to permit its enforcement to the maximum extent permitted by applicable law.

22. Assignment. The rights and obligations of the respective parties hereto under this Resolution shall inure to the benefit and shall be binding upon heirs, legal representatives, successors and assigns of the parties hereto; provided, however, that this Resolution shall not be assignable by either party without prior written consent of the other party. Any attempted assignment is void.

23. Governing Law. This Resolution shall be governed by the laws of the State of California, and any litigation concerning this Resolution shall be filed and maintained in the State of California, County of Imperial.

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24. Attorney's Fees/Costs. The City and the Employee shall each bear their own attorney's fees or costs associated with litigation concerning this Resolution.

25. Abuse of Office:
a. Any severance pay the Employee may receive pursuant to Section 20 of this Resolution, any paid leave pending an administrative investigation, any funds for the legal criminal defense of the Employee, or any cash settlement related to the termination of the Employee shall be fully reimbursed to the City if the Employee is convicted of a crime involving an abuse of his office or position. “Abuse of office or position” means either of the following:
i. An abuse of public authority, including, but not limited to, waste, fraud, and violation of the law under color of authority.
ii. A crime against public justice, including, but not limited to, a crime described in Title 7 (commencing with Section 92) of Part 1 of the Penal Code. b. Nothing in this Section entitles the Employee to any of the above-mentioned payments described in this Section. This Section shall be interpreted to comply with the requirements set forth in Government Code Section 53243-53243.4.

26. Complete Agreement and Waiver. This Resolution constitutes the complete agreement and supersedes all previous agreements and understandings. No waiver of any term or condition of this Resolution shall be a continuing waiver thereof.

PASSED AND ADOPTED at a regular meeting of the City Council of the City of El Centro, California, on the 18th day of August 2026.

CITY OF EL CENTRO
By: ______________________
Michael Crankshaw, Mayor
ATTEST:

By: _________________________
Norma Wyles, City Clerk
APPROVED AS TO FORM:

Office of the City Attorney
By: _________________________
Joanna Hoff, City Attorney

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STATE OF CALIFORNIA )
COUNTY OF IMPERIAL ) ss

CITY OF EL CENTRO )
I, Norma Wyles, City Clerk, of the City of El Centro, California, do hereby certify that the foregoing Resolution No. 26-____ was duly and regularly adopted at a regular meeting of the Council of the City of El Centro, California, held on the 18th day of August 2026, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAINED:

By: _________________________
Norma Wyles, City Clerk

I agree to the foregoing:
_____________________ Dated:

Elizabeth Fuchen

City Council of the City of El Centro
1275 W. Main Street
El Centro, CA 92243

SUBMITTED
ACTION ITEM (ID # 2026-262)
Item: 12.

Meeting: 8/18/2026 2:30 PM
Department: City Clerk
Category: Action Item
Prepared by: Norma Wyles, City Clerk
Department Head: Michael Crankshaw
DOC ID: 2026-262
Discussion and any necessary action regarding the appointments to the Library and Community Services Board, voting members, to fill two scheduled vacancies.

CITY MANAGER'S RECOMMENDATION:

Mayor's Recommendation: Appointment of the Library & Community Services Board, voting members, to fill two scheduled vacancies for terms ending June 30, 2029.

FISCAL IMPACT:

STRATEGIC PLANNING PROGRAM 2022-2027 RELATION:

DUE DILIGENCE CHECK FOR CONTRACTORS/CONSULTANTS: DID THE

DEPARTMENT VERIFY CURRENT EL CENTRO BUSINESS LICENSE,
CONTRACTOR'S LICENSE, REFERENCE CHECKS, INSURANCE, ETC.:

BACKGROUND:

DISCUSSION:

CONCLUSION:

ATTACHMENTS:

1. Memo - Library & Community Services Board

2. Richard Ryan

3. Janeth Corona

M E M O R A N D U M
TO: Michael Crankshaw, Mayor & City Council
FROM: Norma Wyles, City Clerk
RE: Vacancies on the Boards and Commission

DATE: August 18, 2026

LIBRARY AND COMMUNITY SERVICES BOARD
There are two (2) scheduled voting member vacancies with new terms ending June 30, 2029.

The following individuals have requested consideration for reappointment:

Voting Members

1. Dr. Richard W. Ryan

2. Janeth Corona

Aease list any special skills, dvicor community involvement or memberships, interests, past 8 Centro Otizen OJmmissions you have served n, etc: (Use additional pcges, if you desire.) .. v �<:. CL C.$. _ o.d�-! "I- er , Co 1M wt. d . .! I 0--0" · J \'"(\ c, �COM.vv\'-".V\., Q..ve-"' .S
T ,;.;_ a.:'-,0 !¼. V'Pdfll-e. Ti,e.:Jr of EC.. �.(k.U?c:!��h.il{�,Jr Rease list three local references: f-Ou viJa110 "'

1. A lei Cq £bs

2. � lvru-1, l V�;.q.i Wec. I t Qf

3. Ef:{lh:n 5-,/ q
NO NEGATIVE NOllACATION WILL BE MADE, ASVACANOESON OJM M IS30NSAFE NOT AtDICf AB.EAND 1HE OlY CDUNOL WOULD LIKE TO EEAB.E TO K8:P YOURAA=UCATION ON ALE FOR OONSOffil\llON IN 1HE RJTUft YOUR AffiJCAllON WILL EEFErAINB) ON FlLEFffilWO (2) 'YEARS
I am willing to fulfill all requirements of a Otizen O>mmissioner or Board Member. ru/1 am willing to file financial disclosure statement (Form 700) a public record, as required by the Sate and the aty' cO:mflid of lntereCJ Cl:>ce.
✓Jam willing to attend/complete the required two hours of Sate mandated Bhicstraining every two years. iu/'"1 understand continued absences or failure to file a Satement of 8:onomic Interest may be grounds for dismissal/automatic removal from office (�c. 2-3, O>de of the Oty of 8 03ntro).

I hereby certify under penalty of disqualification and termination that I agree to all requirements mentioned above, and have provided correct and truthful information on this application.

Sgnfilure: � i?-- Date: 7-13-26
R.EAS=NOTE My information appearing on this application will be of public record and your application may appear on the aty of 8 03ntro website (internet). If you do not wish for your application to be placed on the website (internet), please notify the aty aerk' COffice.

Rease return this application along with any supplemental sheets to the Offire of the aty aerk, aty Hall, 1275 Main Sreet, 8 Centro, CA92243. My questions, related to the application, please contact aty aerk' OOffice at 760-337-4515.

City Council of the City of El Centro
1275 W. Main Street
El Centro, CA 92243

SUBMITTED
ACTION ITEM (ID # 2026-263)
Item: 13.

Meeting: 8/18/2026 2:30 PM
Department: City Clerk
Category: Action Item
Prepared by: Norma Wyles, City Clerk
Department Head: Michael Crankshaw
DOC ID: 2026-263
Discussion and any necessary action regarding the appointments to the Library and Community Services Board, non-voting member to fill the scheduled vacancy.

CITY MANAGER'S RECOMMENDATION:

Mayor's Recommendation: Appointment of the Library and Community Services Board, non-voting member, to fill one scheduled vacancy with a term ending June 30, 2028.

FISCAL IMPACT:

STRATEGIC PLANNING PROGRAM 2022-2027 RELATION:

DUE DILIGENCE CHECK FOR CONTRACTORS/CONSULTANTS: DID THE

DEPARTMENT VERIFY CURRENT EL CENTRO BUSINESS LICENSE,
CONTRACTOR'S LICENSE, REFERENCE CHECKS, INSURANCE, ETC.:

BACKGROUND:

DISCUSSION:

CONCLUSION:

ATTACHMENTS:

1. Memo - Library & Community Services Board Non-Voting Member

2. Jose M. Carballo - Library & Community Services

M E M O R A N D U M
TO: Michael Crankshaw, Mayor & City Council
FROM: Norma Wyles, City Clerk
RE: Vacancies on the Boards and Commission

DATE: August 18, 2026

LIBRARY AND COMMUNITY SERVICES BOARD
There is one (1) scheduled non-voting member vacancy with a new term ending June 30, 2028.

The following individual has requested consideration for reappointment:

Non-Voting Member

1. Jose M. Carballo

City Council of the City of El Centro
1275 W. Main Street
El Centro, CA 92243

SUBMITTED
ACTION ITEM (ID # 2026-264)
Item: 14.

Meeting: 8/18/2026 2:30 PM
Department: City Clerk
Category: Action Item
Prepared by: Norma Wyles, City Clerk
Department Head: Michael Crankshaw
DOC ID: 2026-264
Discussion and any necessary action regarding the appointment to the Friends of El Centro Community Services Foundation Board to fill one scheduled vacancy.

CITY MANAGER'S RECOMMENDATION:

Mayor's Recommendation: Appointment to the Friends of El Centro Community Services Foundation Board to fill one scheduled vacancy with a term ending June 30, 2028.

FISCAL IMPACT:

STRATEGIC PLANNING PROGRAM 2022-2027 RELATION:

DUE DILIGENCE CHECK FOR CONTRACTORS/CONSULTANTS: DID THE

DEPARTMENT VERIFY CURRENT EL CENTRO BUSINESS LICENSE,
CONTRACTOR'S LICENSE, REFERENCE CHECKS, INSURANCE, ETC.:

BACKGROUND:

DISCUSSION:

CONCLUSION:

ATTACHMENTS:

1. Memo - Friends of El Centro Community Services Foundation

2. Cassandra Gregory - Friend of El Centro

M E M O R A N D U M
TO: Michael Crankshaw, Mayor & City Council
FROM: Norma Wyles, City Clerk
RE: Vacancy on the Boards and Commission

DATE: August 18, 2026
FRIENDS OF EL CENTRO COMMUNITY SERVICES FOUNDATION BOARD:

One (1) scheduled vacancy exist which expired on 6/30/2026.

The following individual would like to be considered for appointment. a) Cassandra Gregory

City Council of the City of El Centro
1275 W. Main Street
El Centro, CA 92243

SUBMITTED
ACTION ITEM (ID # 2026-277)
Item: 15.

Meeting: 8/18/2026 2:30 PM
Department: City Clerk
Category: Informational Items
Prepared by: Norma Valenzuela,
Secretarial Assistant
Department Head: Norma Wyles
DOC ID: 2026-277
Received and referred to Community Development Department, Application for Alcoholic Beverage License Patriot Gas Main Street Inc. 475 E Main St., El Centro, CA 92243-3006
CITY MANAGER'S RECOMMENDATION:

FISCAL IMPACT:

STRATEGIC PLANNING PROGRAM 2022-2027 RELATION:

DUE DILIGENCE CHECK FOR CONTRACTORS/CONSULTANTS: DID THE

DEPARTMENT VERIFY CURRENT EL CENTRO BUSINESS LICENSE,
CONTRACTOR'S LICENSE, REFERENCE CHECKS, INSURANCE, ETC.:

BACKGROUND:

DISCUSSION:

CONCLUSION:

ATTACHMENTS:

1. Application for Alcoholic Beverage License Patriot Gas Main Stre

City Council of the City of El Centro
1275 W. Main Street
El Centro, CA 92243

SUBMITTED
ACTION ITEM (ID # 2026-282)
Item: 16.

Meeting: 8/18/2026 2:30 PM
Department: Public Works
Category: Informational Items
Prepared by: Elizabeth Zarate, Analyst
Department Head: Abraham Campos
DOC ID: 2026-282
Update Emergency Declaration - WWTP Bar Screen Failure
CITY MANAGER'S RECOMMENDATION:

Informational Item only
FISCAL IMPACT:

No impact to the General Fund. Project is funded by the wastewater enterprise working capital. Estimated cost are about $800,000.00.

STRATEGIC PLANNING PROGRAM 2022-2027 RELATION:

Environmental Sustainability & Infrastructure
DUE DILIGENCE CHECK FOR CONTRACTORS/CONSULTANTS: DID THE

DEPARTMENT VERIFY CURRENT EL CENTRO BUSINESS LICENSE,
CONTRACTOR'S LICENSE, REFERENCE CHECKS, INSURANCE, ETC.:

N/A
BACKGROUND:

The first piece of equipment that receives incoming sewer flow. The purpose of the screen is to remove inorganic materials (plastics, debris, etc.) from the wastewater stream before it enters the treatment process and to divert these materials for disposal at a landfill. The trash bar failed on January 20, 2026, Council approved a local emergency resolution to allow the repairs to proceed quickly.

DISCUSSION:

Staff has obtained quotes from the equipment supplier and has placed the order. At the May 5th Council Meeting, two agreements were approved. Notice to Proceed was issued for Cholla Construction on June 15, 2026 and they have begun mobilization on repairs to the Bar Screen at the WWTP. Parkson's agreement for the equipment has been issued a Notice to Proceed on June 15, 2026 and equipment is being designed.

The concrete repair work has been completed by Cholla. Staff is awaiting for delivery of equipment.

CONCLUSION:

Informational item only.

ATTACHMENTS:

None