Agenda — Farmersville City Council, July 10, 2023

CITY OF
FARMERSVILLE Farmersville City Council
Regular Meeting
Tina Hernandez, Mayor
Danny Valdovinos, Mayor Pro Tem Monday, July 10, 2023 6:00 PM Gregorio Gomez, Council Member Meeting held in Civic Center Council Chambers Paul Boyer, Council Member - 909 W. Visalia Road Farmersville, California Armando Hinojosa, Council Member
Pending no technical difficulties, the City Council meeting will also be streamed (for observation only) via Zoom and accessed as follows:

Please dial 1-669-900-6833
Meeting ID: 86871765927
Password: 728493

1. Call to Order:

2. Roll Call:

3. Invocation:

4. Pledge of Allegiance:

5. Public Comment:

Provides an opportunity for members of the public to address the City Council on items of interest to the public within the Council's jurisdiction and which are not already on the agenda this evening. It is the policy of the Council not to answer questions impromptu. Concerns or complaints will be referred to the City Manager's office. Speakers should limit their comments to not more than two (2) minutes. No more than twenty (20) total minutes will be allowed for Public Comment. For items which are on the agenda this evening, members of the public will be provided an opportunity to address the council as each item is brought up for discussion. Comments are to be addressed to the Council as a body and not to any individual Council Member.

6. Presentations:

A. Police: Introduction of Officer Trevor Smythe
B. Tulare County EDC Membership

7. Consent Agenda:

Under a CONSENT AGENDA category, a recommended course of action for each item is made. Any Council Member or Member of the Public may remove any item from the CONSENT AGENDA in order to discuss and/or change the recommended course of action, and the Council can approve the remainder of the CONSENT AGENDA.

A. Authorization to waive full reading of ordinances and resolutions and to identify by title only.

Recommend that the City Council approve the full reading of all ordinances and resolutions be waived and to identify by title only.

B. Minutes of Regular City Council Meeting of June 26, 2023.

Recommend approval of minutes.

Documents: Draft Action Minutes of June 26, 2023
C. Adopt Ordinance 520 approving the zone change for the site from "CG" (General Commercial) to "RM-2.5" (Multi-Family Residential) for a portion of a vacant parcel located on the west side of Rose Avenue, south of Visalia Road
Recommend that the City Council adopt Ordinance 520 approving the zone change for the site from "CG" (General Commercial) to "RM-2.5" (Multi-Family Residential) for a portion of a vacant parcel located on the west side of Rose Avenue, south of Visalia Road.

Documents: Ordinance 520 (zone change)
Resolution 2023-026 adopting Memorandum of Understanding With the International Brotherhood of Teamsters, Local 517 Recommend that the City Council adopt Resolution 2023-026 authorizing the City Manager to execute the Memorandum of Understanding with the International Brotherhood of Teamsters, Local 517. And execute the Addendums to the Employment Agreement.
•
Documents:
.1. Memorandum of Understanding International Brotherhood of Teamsters

2. Side Letter Agreement #1

3. Side Letter Agreement #2

4. Resolution 2023-026
E. Resolution 2023-027 adopting Memorandum of Understanding with the Police Officers Association
Recommend that the City Council adopt Resolution 2023-027 authorizing the City Manager to execute the Memorandum of Understanding with the Police Officers Association.

Documents:

1. Memorandum of Understanding International Police Officers Associations

2. Side Letter Agreement #1

3. Resolution 2023-027
F. . Request by Helping Hands/TKO for Special Event Funding for Fiscal Year 2023-24
Recommend that the City Council review and approve a request from Helping Hands/TKO in the amount of $1,000.

Documents: Event Funding Request
G. Adoption of the Salary Schedule for Fiscal Year 2023-24 by Resolution 2023-028.

Recommend that the City Council adopt the Salary Schedule for Fiscal Year 2023-24 by Resolution 2023-028
Documents: Salary Schedule Tier 1 and Tier 2
Resolution 2023-028

8. General Business
A. Direction on Membership and Dues for Tulare County Economic Development Corporation
Staff requests direction from the City Council on the status of the City's membership for fiscal year 2023/2024 and the increase in dues to $5,000.

Documents: Draft Public Sector Membership Benefits

9. Council Reports
A. City Council Updates and Committee Reports

10. Staff Communications:

11. Future Agenda Items

1. Amend Ordinance - Temporary Outdoor Use. Permits

2. Review of Cannabis Cultivation

3. Site Visits to Woodlake, Exeter, and Lindsay

4. Water Restrictions

12. Adjourn To Closed Session
A. CONFERENCE WITH REAL PROPERTY NEGOTIATORS
Pursuant to Government Code Section 54956.8
Property: APN 129-145-012 (846 N. Magnolia)
Agency Negotiators: Jennifer Gomez and Michael Schulte
Negotiating Parties: Farmersville Unified School District Under Negotiation: Terms and Price
Property: APN 130-030-017
Agency Negotiators: Jennifer Gomez and Michael Schulte
Negotiating Parties: Neal Hester
Under Negotiation: Terms and Price
B. CONFERENCE WITH LEGAL COUNSEL - ANTICIPATED LITIGATION Pursuant to Government Code Section 54956.9(d) (4) - 1 potential case

13. Reconvene to Open Session:

14. Closed Session Report (if any):

15. Adjournment:

NOTICE TO PUBLIC
The City of Farmersville Civic Center and City Council Chambers comply with the provisions of the Americans with Disabilities Act (ADA). Anyone needing special assistance please contact City Hall at (559) 747-0458 please allow at least six (6) hours prior to the meeting so that staff may make arrangements to accommodate you.

Materials related to an item on this agenda submitted to the Council after distribution of the agenda packet are available for public inspection in the City's offices during normal business hours.

Drafted by: J. Gomez
Strong Roots..... Growing Possibilities
•

CITY OF
FARMERSVILLE Farmersville City Council
Regular Meeting
Tina Hernandez, Mayor
Danny Valdovinos, Mayor Pro Tem Monday, June 26, 2023 6:00 PM Gregorio Gomez, Council Member Meeting held in Civic Center Council Chambers Paul Boyer, Council Member - 909 W. Visalia Road Farmersville, California Armando Hinojosa, Council Member
Pending no technical difficulties, the City Council meeting will also be streamed (for observation only) via Zoom and accessed as follows:

Please dial 1-669-900-6833
Meeting ID: 847 9402 5218
Password: 621745
Call to Order: 6:02 pm
Roll Call:

Attendee Name Title Status Arrived
Tina Hernandez Mayor Present 6:00 pm
Danny Valdovinos Mayor Pro Tem Present 6:00 pm
Greg Gomez Council Member Present 6:00 pm
Paul Boyer Council Member Present 6:00 pm
Armando Hinojosa Council Member Present 6:00 pm
Invocation: Mayor Hernandez
Pledge of Allegiance: Mayor Pro Tem Valdovinos

5. Public Comment:

Brian Thoburn, representing Southern California Edison, provided to the Council their efforts in preparing a safeguard mitigation plan for the forthcoming fire season. He also told the Council that the California Public Utilities Commission have proposed a fixed charge on electric bills based on a household's income level. If the proposal passes, it will go into effect sometime in 2025-2026.

6. Presentations:

A. Fire: Promotions of Reserve Engineer Emilee Flaming, Reserve Engineer Vincent Diaz, and Fire Captain Șcott Armstrong Battalion Chief Jim Thomas introduced Engineer Emilee Flaming and Fire Captain Scott Armstrong, providing a brief background of their experience. Following the introductions, each firefighter had their new badges pinned on by their respective family members.

7. Consent Agenda:

A. Authorization to waive full reading of ordinances and resolutions and to identify by title only.

Recommend that the City Council approve the full reading of all ordinances and resolutions be waived and to identify by title only.

B. Minutes of Regular City Council Meeting of June 12, 2023 Recommend approval of minutes.

Documents: Draft Action Minutes of June 12, 2023
C. Finance Update for May 2023: Warrant Register and Investment Summary
Recommend that the City Council:

1. Approve the Warrant Register as presented for the period. This reporting period represents warrants issued for the current Fiscal Year (2022/2023);

2. Accept the Investment Summary as presented for the period. This reporting period represents investment summary for the previous month...

Documents: May 2023 Warrant Register
Investment Summary May 2023
D. Engagement Letter for Annual Audit
Recommend that the City Council authorize the Mayor to sign the engagement letter to commission Price Paige & Co. to perform annual financial audit for FY 2022-23.
•
Documents: Engagement Letter
Motion to approve as presented.

Councilmember Boyer abstained from 7-C warrant register due to Self Help.

RESULT APPROVED (UNANIMOUS)
MOVER Councilmember Gomez
SECONDER Mayor Pro Tem Valdovinos
AYES Hernandez, Valdovinos, Gomez, Boyer, Hinojosa
ABSENT
ABSTAIN Councilmember Boyer item 7-C warrant register
General Business
•
A. Public Hearing: General Plan Amendment/Zone Change 2023-01 (Soto/Agredano)
Recommend that the City Council conduct a public hearing and vote to approve the following:

1. Adopt Resolution 2023-025 approving the General Plan Amendment (from "General Commercial" to "Medium-High Density Residential") and adopting a Notice of Exemption as the environmental finding for the request;
, Introduce Ordinance 520 approving the zone change for the site from "CG" (General Commercial) to "RM-2.5" (Multi-Family Residential).

Documents: Resolution 2023-025
Ordinance 520
City Planner Karl Schoettler presented the Council with a PowerPoint presentation reviewing the request to change zoning for a portion of a vacant parcel located on the west side of Rose Avenue, the south side of Visalia Road.

A public hearing was opened at 6:18 pm.

James Soto, the property owner, informed the Council that once the zoning is approved, he will initiate the process of developing the plans for the property.

The public hearing was closed at 6:19 pm.

Councilmember Hinojosa inquired about the specific type of housing development that would be implemented at the location. Councilmember Boyer asked for clarification regarding the flood zone status of the area. In response, City Planner Karl Schoettler informed the Council that Mr. Soto would be required to adhere to the flood zone policies applicable to that specific location.

Motion to approve as presented.

RESULT APPROVED (UNANIMOUS)
MOVER Councilmember Gomez
SECONDER Mayor Pro Tem Valdovinos
AYES Hernandez, Valdovinos, Gomez, Boyer, Hinojosa
ABSENT

ABSTAIN
B. Dewatering System for Wastewater Treatment Plant
Staff recommends that the City Council approve the purchase of the Cloacina DRYPAC ES-353 [3] sludge dewatering system with an estimated price of $934,341.70 to address a design deficiency at the wastewater treatment plant.

Documents: QK - Sludge handling operations report
QK - Equipment cost
Cloacina DRYPAC ES-353 [3] quote
PWTECH volute dewatering press
Public Works Director Jeff Dowlen briefly described the Dewatering System for the Wastewater Treatment Plant. Mr. Dowlen has requested approval to procure a Sludge Dewatering System. Additionally, he presented two quotes he obtained and explained the variances between the two systems. After evaluating both options, Mr. Dowien recommends purchasing the Colacina DRYPAC system.

Councilmember Boyer raised a question regarding the inspections that would take place while utilizing the Dewatering System. In response, Mr. Dowlen assured the Council that the Wastewater Treatment operators would undergo training during the installation process, enabling them to conduct the necessary inspections effectively.

Councilmember Gomez thanked staff for all the hard work that went into this project.

Motion to approve as presented.

RESULT APPROVED (UNANIMOUS)
MOVER Mayor Pro Tem Valdovinos
SECONDER Councilmember Gomez
AYES Hernandez, Valdovinos, Gomez, Boyer, Hinojosa
ABSENT 0

ABSTAIN
Three-Year Contract with Townsend Public Affairs for Grant Funding and Legislative Advocacy Services in the amount of $5,000 per month in Year 1, and $5,500 per month in Year 2 and Year 3 Recommend that the City Council approve a three-year contract with Townsend Public Affairs for Grant Funding and Legislative Advocacy Services in the amount of $5,000 per month in Year 1, and $5,500 per month in Year 2 and Year 3.
• Documents: Contract for Consultant Services
City Manager Jennifer Gomez reviewed the existing contract between the City and Townsend Public Affairs. During her presentation to the Council, she emphasized that Townsend had assisted the City with two notable achievements throughout the two-year contract. They helped secure successful applications for funding a new fire truck and a new fire station.

Discussion took place.

Motion to approve as presented.

RESULT APPROVED (UNANIMOUS)
MOVER Councilmember Boyer
SECONDER Councilmember Gomez
AYES Hernandez, Valdovinos, Gomez, Boyer, Hinojosa
ABSENT
ABSTAIN 0
Council Reports
A. City Council Updates and Committee Reports
Councilmember Hinojosa expressed concems regarding parked cars along E. Visalia Road, possibly impeding visibility when vehicles enter E. Visalia Road.

Councilmember Boyer reported that he attended the GSA meeting. Mr. Boyer proposed the idea that Councilmembers and City staff members set out on a walking tour of neighboring cities to gather inspiration and gather ideas. This tour would allow them to observe and learn from the surrounding cities. Councilmember Boyer inquired about a groundbreaking at the Los Arroyos Apartments and a walk-thru.

Councilmember Gomez expressed concerns about the off-ramp from Highway 198 to Farmersville Bivd. It appears that the off-ramp was closed without any visible signs indicating its closure. In response to this issue, Mir. Gomez took the initiative to email Cal Trans and Jennifer Gomez to address the matter and bring attention to' the lack of signage. City Manager Jennifer Gomez let the Council know that she spoke with Cal Trans regarding this matter and is waiting for a response. Mr. Gomez would like to discuss the current watering stage the City is in.

Mayor Pro Tem Valdovinos shared with the Council and staff that he is actively organizing a Welcome Back to School program. As part of this initiative, he is gathering backpacks, pens, paper, and other essential school supplies. He aims to provide support and resources to students as they return to school.

10.. Staff Communications:
' City Manager Jennifer Gomez reported that she attended a groundbreaking ceremony for the International Agri Center Interchange Project. She also reported that the Los Arroyos apartments had their final inspection today. Ms. Gomez informed the Council that there would be a 2 + 2 meeting with the School District and the City on June 27, 2023:

Director of Finance and Administration Steve Huntley reminded the Council to complete their cyber training.

Public Works Director Jeff Dowlen informed the Council that the contractor for Roy's Park will be there on July 24th to start pouring concrete.

City Planner Karl Schoettler informed the Council that he is currently revising the Zoning )rdinance. Additionally, Mr. Schoettler shared that he is working on the Road Diet fo armersville Biva. Mr. Schoettler informed the Council that two new developers ha expressed interest in constructing subdivisions within Farmersville.

11. Future Agenda Items

1. Amend Ordinance - Temporary Outdoor Use Permits

2. Review of Cannabis Cultivation

12.' Adjourn To Closed Session
-
Mayor Hernandez adjourned to closed session at 7:00pm.

A. CONFERENCE WITH LEGAL COUNSEL - ANTICIPATED LITIGATION Pursuant to Government Code Section 54956.9(d)(2) & (e)(3) - 1 potential case
B. CONFERENCE WITH LABOR NEGOTIATORS
Pursuant to Government Code Section 54957.6
Agency designated representative:

Jennifer Gomez, Steve Huntley, Teqia Velyines, and Michael Schulte
Employee organization:

Police Officers Association
International Brotherhood of Teamsters Local 517
C. PUBLIC EMPLOYEE PERFORMANCE EVALUATION
Pursuant to Government Code Section 54957(b)(1)
•
. Title: City Manager

13. Reconvene to Open Session:

Mayor Hernandez reconvened session at 8:15 pm.

14. Closed Session Report (if any):

On Closed Session Item 1 [Claim - Estate of Marquez v City of Farmersville], the City Council voted to authorize the City Attorney to reject the claim on the advice of counsel. Motion: Gomez. Second: Boyer. Vote - Unanimous.

15. Adjournment:

Mayor Hernandez adjourned the meeting at 8:16 pm.

Respectfully submitted,
Rochelle Giovani, City Clerk
Strong Roots..... Growing Possibilities

CITY OF

FARMERSVILLE
Staff Report 7C
TO: Honorable Mayor and Members of the Farmersville City Council FROM: Jennifer Gomez, City Manager
DATE: July 10, 2023
RE: Adopt Ordinance 520 approving the zone change for the site from "CG" (General Commercial) to "RM-2.5" (Multi-Family Residential) for a portion of a vacant parcel located on the west side of Rose Avenue, south of Visalia Road RECOMMENDED ACTION:

It is respectfully recommended that the City Council adopt Ordinance 520 approving the zone change for the site from "CG" (General Commercial) to "RM-2.5" (Multi-Family Residential) for a portion of a vacant parcel located on the west side of Rose Avenue, south of Visalia Road.

BACKGROUND:

Ordinance 520 was introduced at the June 26" City Council meeting. A public hearing was held and no comments were given. Resolution 2023-025 was adopted by the City Council approving a General Plan Amendment and adopting a Notice of Exemption as the environmental finding.

The lot is currently split-zoned with "CG" (General Commercial) zoning on the northern one-third of the site, and "R-M-2.5" (Multi-Family Residential) on the remainder of the site. The applicant is requesting a zone change to redesignate a portion of the vacant parcel on the west side of Rose Avenue, south on Visalia Road (see Maps 1 (Location) and 2 (Aerial Photo).

The applicant has expressed their desire to construct multi-family dwellings on the full site. In order for that to happen, the zoning and land use designation of the entire parcel would need to be designated to allow multi-family development.

Staff believes the zone change request is reasonable and recommends approval.

Attachments): Ordinance 520 (zone change)
1 Map 1: Location

SHAS HEST
INER $. Site

GLINNEL STALLEY BIRCH

FARMERSVILLEJBLVO MAGNOLIA AVE N DWIGH
ALLEY

INNEL VISALIALROAD
Portion zoned "CG"
MAGNOLIA AVE Creek
Portion zoned "RM-

2.5"
OAKLAS
D
north

STA AVE
2 Map 2: Aerial Photo
Site

VISALIA ROAD -
MAGNOLIA AVE Greey ROSE AVE.

Deep
SYCAMORE ST.
north
Map 3: Existing Zoning
CC R-1 R-1 RM-2.5

CG P/QP CG
CG CG
Site
Visalia Road
CG
CG
CG CG
Magnolia Ave
RM-2.5 RM-2.5
RM-2.5
CG RM-2.5 8
RM-2.5 City limit boundary
Sycamore Rose Ave
RM-2.5 RM-2.5 RM-2.5!
Camelia Ave
north
Zoning Designations
Farmersville "G" (General Commercial)
] "RM-2.5" (Multi-Family Residential)
Zoning Map ] "R-1" (Single Family Residential
"P/QP" (Public/Quasi-Public)
g "C" (Central Commercial)
4 ORDINANCE NO. 520

AN ORDINANCE OF THE CITY OF FARMERSVILLE, COUNTY OF TULARE, STATE OF CALIFORNIA, AMENDING ORDINANCE NO. 319 (AS AMENDED) OF THE CITY

OF FARMERSVILLE, RELATING TO THE CLASSIFICATION OF THE ZONE OF PARTICULAR PARCELS OF REAL PROPERTY.

The City Council of the City of Farmersville does ordain as follows:

SECTION 1. Sections 17.12.020 and 17.12.030 of the Municipal Code of the City of Farmersville, are amended by changing the Zoning Map for a portion of one parcel located on the west side of Rose Avenue south of Visalia Road. (Assessor Parcel Number 130-132-024) as shown on Exhibit 1.

SECTION 2. Severability. If any part of this Ordinance is held to be invalid for any reason, such decision shall not affect the validity of the remaining portions of this Ordinance, and the City Council hereby, declares that it would have passed the remainder of this Ordinance, as if such invalid portion thereof had been deleted.

SECTION 3. This ordinance shall take effect thirty (30) days after its passage.

SECTION 4. The City Clerk is hereby ordered and directed to certify the passage of this Ordinance and to cause the same to be published once in a newspaper of general circulation, published in the County of Tulare.

I hereby certify that the foregoing Ordinance was introduced at a regular meeting of the City Council of the City of Farmersville held on the 26th day of June, 2023 passed and adopted at a Regular meeting of the City Council held on the 10th. day of July, 2023, by the following vote:
• AYES:

NOES:_
ABSTAIN:_
ABSENT:_
Tina Hernandez, Mayor
City of Farmersville
Rochelle Giovanni, City Clerk
City of Farmersville

Page 1 of 2 ends

•
Farmersville City Council
Ordinance 520

Page 2 of 2 ends

Exhibit 1: Proposed Zoning

SHAS EST

LARRY SILL N DWIGHTS
# BIRC

PH FARMERSVILLE BLVE ALLEY

NNEL MAGNOL VISALIA ROAD
MAGNOLIA AVE Creek
Proposed Zoning:
"RM-2.5"
OAKLA

KLAND ST
north
STA

CITY OF

FARMERSVILLE
City Council
Staff Report 7D
TO: Honorable Mayor and City Council
FROM: Jennifer Gomez, City Manager
DATE: July 10, 2023
SUBJECT: Resolution 2023-026 adopting Memorandum of Understanding with the International Brotherhood of Teamsters, Local 517.

RECOMMENDED ACTION:

Adopt Resolution 2023-026 authorizing the City Manager to execute the Memorandum of Understanding with the International Brotherhood of Teamsters, Local 517.

BACKGROUND and DISCUSSION:

The City Council has been negotiating with each of the City's bargaining units as the current MOUs expire June 30, 2023. A one-year agreement has been reached with the International Brotherhood of Teamsters, Local 517:

Miscellaneous Employee Association
• Cost of Living (COLA): 5.50% increase to base pay effective July 1, 2023 • Tier 2 Benefits
A. Adjust Tier 2 to 90/10 coinsurance.

B. Reduce the emergency room deductible to $75 for each visit. • Vacation Buy Back
A. Increase the vacation buy back to 36 hours.
• Holidays
A. Eliminate the 2 hours on Good Friday and adding the 2 hours to New Year's Eve and the City will pay the additional 2 hours to make New Year's Eve a full day holiday.
• Certifications:

A. City shall provide ($50) per pay period to employee's who obtain and maintain a certification for Company Officer.

B. City shall provide ($50) per pay period to employee's who obtain and maintain a certification for Chief Officer.
• ( Overtime:

Notwithstanding the exemption, the City agrees to pay overtime in accordance with the below provisions. Similarly, in the event the exemption no longer applies, fire personnel will be paid in accordance with the provisions below.

Work Period:

Fire personnel shall be subject to a 24-day work period in accordance with Section 207(k) of the FLSA.
• Pay Period: Employees will be paid bi-weekly every other Friday. * Schedule and Hours of Work: Employees will normally work a schedule consisting of two 24-hour shifts, followed by four days off on a repeating basis (also known as a "48/96" work schedule). The schedule will result in an employee working roughly 2,912 hours per year and an average of 56 hours per week.
• Overtime: Employees will receive overtime at the rate of time and one- half for all hours actually worked in excess of 182 hours in a 24-day work period. Paid leave shall not be counted towards the overtime threshold The change to overtime will be at the beginning of the first full pay period after the start of the fiscal. year July 1, 2023. Paid leave shall not be counted towards the overtime threshold.
• Shift Trades: The parties that agree to the provisions below are compliant with the FLSA. Employees have the right to trade shifts with their colleagues subject to the following conditions:
i. Both employees agree to the shift trade voluntarily. ii. The employees trading the shifts shall make appropriate notifications to their supervisors. Supervisors will not unreasonably deny a trade.
ili. The employee whose shift is worked gets credit for the shift. iv. Payback of the traded shift will be the responsibility of the two employees who trade shifts and will not be monitored by the City. If an employee leaves the City having not paid back a shift, it shall be the responsibility of the two employees to work out any pay back.
v. If an employee who agrees to work a shift trade calls in sick, the employee who called in sick will have their sick leave reduced.
• Special Pass-Through Pay: The at actual OES reimbursement rates, terms, and conditions, will apply to responses and/or cover behind while in the course of their employment and away from their official duty station and either assigned to an emergency incident, in support of an 'emergency incident or pre-positioned for an emergency response through the California Fire Assistance Agreement (CFAA). When • special pass-through assignments are available a rotation will be used to eliminate back-to-back assignments for the safety of the individual where primary duties are outside of the official duty station/ first due • response area. When authorized under the terms of the CFAA, personnel will be compensated by OES beginning at the time of dispatch until the return to FF D jurisdiction (portal to portal) when equipment and personnel are in service and available for agency response:

All other provisions of the current labor agreement shall remain in effect.

ATTACHMENT(S):

Resolution 2023-026
Memorandum of Understanding:

International Brotherhood of Teamsters, Local 517
Side Letter Agreement No. 1
Side Letter Agreement No. 2

MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF FARMERSVILLE
AND

THE INTERNATIONAL BROTHERHOOD OF
TEAMSTERS, LOCAL 517
(JULY 1, 2023 - JUNE 30, 2024)
•1
Table of Contents
ARTICLE I. GENERAL PROVISIONS
Section 1. Application:

Section 2. Amendments and Revisions:

ARTICLE II. SALARY PLAN 4
Section 1. Salary on Appointment: 4
Section 2. Salary Adjustments: 4
Section 3. Salary on Promotion: 5
Section 4. Salary on Demotion: 5
Section 5. Salary on Transfer:

Section 6. Salary on Position Reclassification:

Section 7. Salary on Re-employment:

Section 8. Uniform and Clothing Pay/Allowances:

Section 9. Salary Schedule/Salary and Classification Plan Section 10. Computation of Salary for Payroll Purposes: .7 Section 11. Cost of living:

ARTICLE III. WORK PERIOD/OVERTIME .7
Section 1. Work Period: 7
Section 2. Overtime and Hours of Work: 7
ARTICLE IV. LEAVE OF ABSENCE WITH PAY
Section 1. Sick Leave: 8
Section 2. Vacation Accrual and Carryover Policy: ..10
Section 3. Use of Vacation Time: ...10
Section 4. Vacation Buy Back:. ...11
Section 5. Holidays:. ..11
Section 6. Civic Responsibility Leave: ..11
Section 7. Temporary Military Leave: ..12
Section 8. Bereavement Leave: 12
ARTICLE V. HEALTH & WELFARE 12
Section 1. Workers Compensation. 12
Section 2. Medical Verification: 12
Section 3. Health, Dental and Vision Insurance: 12
Section 4. Retirement: ..13
Section 5. Life Insurance: ...13
ARTICLE VI. FIRE BENEFITS ...13
Section 1. Mileage Reimbursement:.. ..13
Section 2. Tuition Reimbursement Program: 13
Section 3. Bilingual Pay: ..14
Section 4. Long Term Disability and Life Insurance:. 14 Section 5. Certificate Pay: 14
Section 6. Educational Incentive Pay: ..15
Section 7. Deferred Compensation: ... .....15
Section 8. Longevity Pay: ....15
Section 11. Healthy Living Pay: ...15
ARTICLE VII. TERM OF MOU ...15
3 ARTICLE I. GENERAL PROVISIONS
Section 1. Application:

This Memorandum of Understanding ("MOU" or "Agreement") serves as the labor agreement between CITY OF FARMERSVILLE ("City") and the INTERNATIONAL BROTHERHOOD OF TEAMSTERS, LOCAL 517 ("UNION").

The City recognizes UNION as the exclusive collective bargaining representative for all employees who are or become employed in those job classifications contained on The pasties red mike are it gred meet andins age and ear or are a., to members of the UNION. The Agreement shall be effective as of July 1, 2023, and shall- terminate on June 30, 2024.

Section 2. Amendments and Revisions:

Recommendation for the amendment and revision of policies and procedures may be made by the Personnel Officer after compliance with the Meyers-Milias- Brown Act ('MMBA"), Government Code §§ 3500 et seq. Unless otherwise noted, amendments and revisions shall become effective upon adoption of a resolution by City Council.

ARTICLE II. SALARY PLAN
Section 1. Salary on Appointment:

New employees will normally be hired at Step A salary amount of the appropriate position range as identified in the Salary Schedule (Exhibit A and B). If unusual recruitment difficulties are encountered with a candidate that is exceptionally well qualified, an appointment at a higher step may be authorized by the City Manager.

Section 2. Salary Adjustments:

A Salary Step Increases, as shown in the Salary Schedule, shall be considered on the employee's employment date anniversary, and shall be based on a satisfactory evaluation and recommendation by the employee's department head. 4 a. Tier 1 employees are those hired prior to January 01, 2018, and shall be eligible for step increases as shown in the Tier 1 salary schedule as adopted.
b. Tier 2 employees are those hired on/after January 01, 2018, and shall be eligible for step increases as shown in the Tier 2 salary schedule as adopted.

B. Authorized salary adjustments shall become effective at the beginning of the pay period nearest the employee's anniversary date.

C. If, in the supervisor's judgment, the employee's performance. does not justify an adjustment on the anniversary date, the employee shall be re-evaluated before the expiration of the six (6) months. If the employee receives a satisfactory evaluation at the end of the six (6) month period and a recommendation from the department head for a salary adjustment, the employee will receive said adjustment. In such an event, the employee shall maintain the same anniversary date.

D. The granting of an official leave of absence of more than thirty (30) continuous calendar days, other than for military leave, shall cause the employee's salary • adjustment date to be extended the number of calendar days of leave.

E. Should an employee's approved adjustment be overlooked, upon discovery of the error the employee shall receive a supplemental payment compensating said employee for the adjustment he/she would have received had the adjustment been granted at the appropriate time.

Section 3. Salary on Promotion:

An employee who is promoted to a position in a class with a higher salary range shall be paid at the appropriate range and step amount effective as of the date of the promotion. The appropriate range and step amount shall be determined by the employee's department head with the approval of the City manager.

Section 4. Salary on Demotion:

An employee who is demoted to a position in a class with a lower salary range shall be paid at the appropriate range and step amount effective as of the date of the demotion. The appropriate range and step amount shall be determined by the employee's department head with the approval of the City manager.

Section 5. Salary on Transfer:

An employee who is transferred from one position to another in the same class or to another position in a similar class having the same salary range shall receive the same 5 salary range and step class shall be treated as non-disciplinary demotions for salary, seniority, and benefit purposes.

Section 6. Salary on Position Reclassification:

When an employee's position is reclassified and the employee is appointed to the position, their salary shall be determined by the Salary Schedule classification for the new position.

Section 7. Salary on Re-employment:

An employee recalled after a layoff to their previous position shall receive the same range and step salary amount provided, they are rehired within twelve (12) months. Employees shall receive credit for prior service with City for seniority and benefit purposed provided they are rehired within twelve (12) months of the layoff.

Section 8. Uniform and Clothing Pay/Allowances:

A. Sworn Fire employees who are required to wear uniforms shall be paid nine hundred U.S. dollars ($900.00 USO) per year to be used for the purchase/maintenance and cleaning of their uniforms. A prorated amount shall be paid for any portion of a year worked. The uniform allowance shall be paid' in two installments separate from the regular paychecks. This will occur in June and December of each fiscal year.

Alternatively, if costs increase in the future to exceed the amount allowed, the City will purchase the list of specific clothing as needed for the employees, in lieu of a . paid allowance.

B. At the time of hire, the City shall purchase a complete uniform consisting of: 2 pairs of Crewboss pants; 2 pairs of Workrite Fire Officer shirt (nomex); 2 pairs of Long sleeve. Workrite Fire Officer Shirt (nomex); 1 Boston leather 1¾ belt (basket weave); 4 FFD 5.11 T-shirts; 1 FFD.5.11 Job shirt; 1 FFD Dress Cap; 1 Clip on dress tie; and 1 Pair of Pro Warrington 3003, 8" Wildland/Station Boot, NFPA 1977. Failure to satisfactorily complete the required probationary period shall cause a forfeiture of the uniform credit and the City shall be reimbursed, on a prorated basis, for the credit amount.

C. The above items shall be the only approved uniform items for duty wear. Personal Protective Equipment (PPE) ensembles outside of the above items will be provided by the City in accordance with applicable provisions of the California Code of Regulations, Title 8, including General Industry Safety Orders ("GISO").

Section 9. Salary Schedule/Salary and Classification Plan A. The Tier 1 Salary Schedule (attached as Exhibit A) shall remain in full force as of July 1, 2021, and shall provide ranges with six (6) steps of 5% each: The Tier 2 Salary Schedule attached as Exhibit B shall provide ranges with eight (8) steps of 3.125% each. •B. The Fire Lieutenant range shall be considered the junior level within the class series. Fire Captain shall be considered the senior level within the class series.

Section 10. Computation of Salary for Payroll Purposes:

The monthly salary shall be those amounts as shown in Exhibit A for Tier 1 employees and Exhibit B for Tier 2 employees of this article and will be paid bi-weekly at the amount equal to the result of multiplying the monthly amount by 12 and dividing by 26.

Section 11. Cost of living:

A., 5.50% adjustment shall be made to the Salary Schedule effective July 1, 2023.

The pay changes will be at the beginning of the first full pay period after the start of the fiscal year July 1, 2023.

ARTICLE III. WORK PERIOD/OVERTIME
Section 1. Overtime Exemption:

A. Fire personnel are exempt from overtime under Section 213(b)(20) of the FLSA, which provides for a total overtime exemption for public agencies employing less than five employees in fire protection.

B. Notwithstanding the exemption, the City agrees to pay overtime in accordance with the below provisions. Similarly, in the event the exemption no longer applies, fire personnel will be paid in accordance with the provisions below.

Section 2. Work Period:

A. Fire personnel shall be subject to a 24-day work period in accordance with Section 207(k)' of the FLSA.

B. Pay Period: Employees will be paid bi-weekly every other Friday.

Section 3. Overtime and Hours of Work:

A. Schedule and Hours of Work: Employees will normally work a schedule consisting of :
two 24-hour shifts, followed by four days off on a repeating basis (also known as a "48/96" work schedule). The schedule will result in an employee working roughly 2,912 hours per year and an average of 56 hours per week.
7 B. Overtime: Employees will receive overtime at the rate of time and one-half for all hours actually worked in excess of 182 hours in a 24-day work period. Paid leave shall not be counted towards the overtime threshold. The change to overtime will be at the beginning of the first full pay period after the start of the fiscal year July 1, 2023. Paid leave shall not be counted towards the overtime threshold.

C. Shift Trades: The parties that agree to the provisions below are compliant with the FLSA. Employees have the right to trade shifts with their colleagues subject to the following conditions:

1. Both employees agree to the shift trade voluntarily.

II. The employees trading the shifts shall make appropriate notifications to their supervisors. Supervisors will not unreasonably deny a trade.

Ill. The employee whose shift is worked gets credit for the shift.

IV. Payback of the traded shift will be the responsibility of the two employees who trade shifts and:will not be monitored by the City. If an employee leaves the City having not paid back a shift, it shall be the responsibility of the two employees to work out any pay back.

If an employée who agrees to work a shift trade calls in sick, the employee who called in sick will have their sick leave reduced.

D. Special Pass-Through Pay: The at actual OES reimbursement rates, terms, and conditions, will apply to responses and/or cover behind while in the course of their employment and away from their official duty station and either assigned to an emergency incident, in support of an emergency incident or pre-positioned for an emergency response through the California Fire Assistance Agréement (CFAA).

When special pass-through assignments are available a rotation will be used to eliminate back-to-back assignments for the safety of the individual where primary duties are outside of the official duty station/ first dué response area. When authorized under the terms of the CFAA, personnel will be compensated by OES beginning at the time of dispatch until the return to FF D jurisdiction (portal to portal) when equipment and personnel are in service and available for agency response.

ARTICLE IV. LEAVE OF ABSENCE WITH PAY
Section 1. Sick Leave:

A Following completion of six (6) months of continuous full-time service, an employee shall be credited with six (6) days of sick leave (48 hours). Thereafter for each • calendar month of service in which the employee is paid for more than two-thirds (2/3) of the working days in such a month, they shall be credited with one (1) day of sick leave (8 Hours): Unused sick leave may be accumulated without limit. . 56-hour Shift Personnel shall have these accrual rates multiplied by the 56- hour shift conversion factor of 1.4 and use credits on an hour for hour-basis. 8 B. Upon the approval of the department head and the personnel officer, an employee having less than six (6) months ot continuous service may be permitted to use sick leave. Such sick leave shall be an advance on credited sick leave and, should the employee terminate before the completion of six (6) months of service, the amount of sick leave pay received will be deducted from their final check.

C. Credited sick leave may be used for the absence on account of:
1) An employee's bona fide illness, injury, or pregnancy. 2) The treatment or examination of the employee includes, but not limited to, medical, dental, optometric, psychological, or psychiatric. 3) For serious illness or injury of a member of the employee's immediate family (i.e., spouse, parent, brother, sister, child, stepchild, mother-in-law, father-in-law, grandchild, or grandparent). Use of sick leave under this section is restricted to a maximum of six (6) days each fiscal year. For purposes of this section, "serious illness or injury" is defined as an illness or injury of such severity as to require that someone be immediately available to assist the afflicted and/or monitor their condition or that death is imminent.

D. Sick leave usage is subject to the approval of the employee's department head or immediate supervisor, in the absence of the department head. The department head may require evidence in the form of a physician's certificate, or otherwise verifying the reason for an employee's absence during the time for which sick leave is requested. A failure to submit the required verification may result in denial of sick leave usage and constitute grounds for disciplinary action.

E. No employee shall be entitled to sick leave with pay while absent from duty on account of the following:
1) Disability arising from sickness or injury supposedly self-inflicted or caused by any of their own willful misconduct.
2) Sickness or disability sustained while on leave of absence without pay.

F. Sick leave shall not be used in lieu of or in addition to vacation.

G. An employee who has completed a minimum of five (5) years' continuous service and who leaves in good standing shall be paid at their salary rate then in effect for thirty percent (30%) of their unused sick leave.

H. Sick leave is not accrued by or credited to non-regular, emergency, seasonal, relief, or temporary employees paid solely on an hourly or daily basis.

I. Part-time employees who regularly work at least twenty-nine (29) hours per week, but less than forty (40) hours per week, with at least six (6) months of continuous service shall be entitled to sick leave pay accrued at one-half (1/2) the rate of full- time employees.

J. Any employee who does not use any sick time in a full fiscal year will be granted an added day of vacation (11.2 Hours for 56 Hour Shift Employees).

Section 2. Vacation Accrual and Carryover Policy:

A. Employees shall accrue vacation at the following rates:

Years of Completed Service Vacation Accruals Maximum Accumulation (40 Hour Employee) at end of Fiscal Year
0 to 2 3.08 hrs/pay period 10 days
3 to 4 3.38 hrs/ pay period 11 days
5 to 9 3.69 hrs/ pay period 12 days
10 5.23 hrs/ pay period 17 days
Years of Completed Service Vacation Accruals Maximum Accumulation (56 Hour Employee) at end of Fiscal Year
0 to 2 4.31 hrs/pay period 14 days
3 to 4 4.73 hrs/pay period 15 days
5 to 9 5.59 hrs/pay period 18 days
10 7.93 hrs/pay period 25 days
B. Shift Personnel shall have these accrual rates multiplied by the 56-hour shift conversion factor of 1.4 and use credits on an hour for hour basis.

C. Vacation accrual shall be capped at (3) three times the employee's annual accrual. a. Employees who reach their cap will cease to accrue vacation leave time unless a waiver is provided at the request of their department head and approved by the City Manager.

D. Regular part-time employees with at least six (6) months of continuous service shall accrue vacation time at the rate of 3.3 hours per month of service. a. Vacation accrual for part-time employees shall be capped at (1) one time the annual E. Upon separation from service any unused vacation time shall be paid out.

Section 3. Use of Vacation Time:

A. After the completion of six (6) months of continuous service, an employee may apply for vacation leave not to exceed the number of hours earned.

B. Vacations shall be taken at times approved by the department head with due regard to the wishes of the employee and the particular regard for needs of City. 10 C. Unless otherwise provided by department rules, employees shall submit vacation requests to their supervisor at least ten (10) calendar days prior to the intended start of vacation.

D. An employee who terminates their City employment shall be paid for all unused vacation at the current hourly rate.

E. No person shall be permitted to work for compensation for the City during their vacation.

F. With the exception of terminating employees, pay will not be given in lieu of vacation time that is not taken.

Section 4. Vacation Buy Back:
must have a minimum of 100 hours in their bank before the employee can cash out the 36 hours.

Section 5. Holidays:

All City Employees receive one hundred and twenty (120) hours of holiday time. Fire shift personnel will receive Holiday in Lieu pay of one hundred and twenty (120) hours at their current hourly rate.
and December. They shall receive no extra compensation should they be required to work on a recognized holiday. In the event a fire shift employee terminates employment. (for any cause) in Lieu pay shall be pro-rated on a percentage basis, based upon two thousand nine hundred twelve (2912) nominal hours worked each year.

Section 6. Civic Responsibility Leave:

A. Absence from work because of required trial jury duty will be considered an ,excused absence with pay. To receive their full salary the employee shall turn into the administrative department any payment for trial jury duty, excluding pay for travel and meals.

B. In accordance with the California Elections Code, Sections 14400 and 14401, if a registered voter employee does not have sufficient time: outside of regular working hours within which to vote at general, direct primary or presidential primary elections, they may take off working time as well, when added to their voting time outside their working hours, enable them to vote. The scheduling of the time referenced above shall be subject to the prior, approval of the respective department head and shall normally be at the beginning or end of a work shift. A maximum of two (2) hours may be taken with pay to vote provided a ballot stub is given to the department head upon returning to work.
11 Section 7. Temporary Military Leave:

Payment of employees on temporary military leave as governed by section 395.1 of Military and Veteran Code of the State of California, which states:
"Any public employee which is on temporary military leave or absence and who has been in the service of the public agency from which the leave is taken for a period of not less than one year immediately prior to the date on which the absence begins shall be entitled to receive their salary or compensation as such public employee for the first thirty (30) days in any one year of public agency service, all service of said public employee in the recognized military service shall be counted as public agency service."
Section 8. Bereavement Leave:

In 'the event of the death of a member of the employee's immediate family (i.e., spouse, domestic partner, parent, brother, sister, child, stepchild, mother-in-law, father- in-law, grandchild, or grandparent),; an employee may use up to 5 days off with the approval of their department head. An employee may use up to 3 days of Sick Leave in addition to bereavement leave, if needed, with the approval of their department head.

ARTICLE V. HEALTH & WELFARE
Section 1. Workers Compensation
A. A safety employee of the City, who is disabled, whether temporarily or permanently, by injury or illness arising out of and in the course of their duties, shall be compensated in accordance with section 4850 of the Labor Code.

Section 2. Medical Verification:

Employees may be required to provide medical verification of their ability to perform required tasks. Such verification may be requested when the City has cause to believe that the employee's condition presents a hazard to the employee, other employees, or the public.

Section 3. Health, Dental and Vision Insurance:

A. For the period of July 1, 2021, through June 30, 2023, City of Farmersville shall pay the premiums for Tier 1 employees and their dependents for a Healthcare Program, Dental Plan, and Vision Plan in accordance with the rules and regulations governing those programs as described in Exhibit C at no cost to the employee.

B. For the period of July 1, 2021, through June 30, 2023, Tier 2 employee's the City of -
Farmersville shall provide a fixed contribution of up to $1,150 towards the purchase of a Healthcare Program, Dental Plan, and Vision Plan for the employee and their dependents in accordance with the rules and regulations governing those programs as described in Exhibit C.

C. Tier 1 Employees may, at their discretion, "Opt Out" of Healthcare coverage for their dependents, spouse, and themselves and be eligible for the following incentive, per pay period, for a maximum allowable incentive of $150.00.

1. Opt Out of Dependent coverage (all dependents) $50

2. Opt Out of Spousal coverage $50

3. Opt Out of Employée Coverage '$50
Section 4. Retirement:

City shall provide the Public Employees Retirement System (PERS) retirement to all employees. City shall pay the required Employer contribution to PERS to maintain the two percent (2%) @ 55 program for "classic" employees and the two percent (2%) @ 57 program for "new" employees. Effective July 1, 2014, safety employees shall pay the employee contribution to PERS. At no time shall this cost exceed twelve percent (12%) of base pay in accordance with the Public Pension Reform Act (PEPRA). Any additional costs shall be paid by the City.

Additionally, the City shall pay the full cost of the employee's share of Social Security tax, up to six-point two percent (6.2%)} of the employee's compensation. The contribution to social security by the City for the employees shall not count in any computation towards the PERS retirement program provided for in this section. _ Section 5. Life Insurance:

City shall provide a life insurance policy of $50,000 for each Fire employee.

ARTICLE VI. FIRE BENEFITS
Section 1. Mileage Reimbursement:

A. Employees who, at the City request, use private vehicles on City business shall be reimbursed for mileage at the current Federal GSA rate per mile. Prior approval from the department head must be obtained.

Section 2. Tuition Reimbursement Program:
:

A. All full-time personnel are eligible to participate in the City's tuition reimbursement program.

B. Employees must obtain their department head's approval prior to taking a requested course. This approval must be obtained in writing prior to starting the course.

D. Once the department head's approval is obtained the request will be forwarded to the City manager for final approval. Upon successful completion of the class, (grade "B- " or better) the employee shall provide the finance department with a copy of the grade report and all receipts and cancelled checks relating to the tuition expenses incurred. Once all necessary information is received by finance, the finance department will make the appropriate payment.

E. Reimbursement will not exceed the per unit cost for an equivalent class taken at a state college/university subject to a maximum reimbursement in any one fiscal year of $2,000 per employee.

F. Employees that terminate employment with City, voluntarily or involuntarily prior to five years after completing a course that he/she received a tuition reimbursement, shall be responsible to pay back to City a portion of the reimbursement received. For each month worked after the reimbursed course is completed, employee shall be forgiven 2.78% of the reimbursement.

Section 3. Bilingual Pay:

A. Effective July 1, 2021, any new eligible employees shall receive $100 a month for fluency in conversational and written Spanish. Such fluency shall be determined through a competency examination developed and administered by City.

B. Any employees receiving bilingual pay prior to. July 1, 2021, shall have their 3.5% incentive pay converted to their equivalent dollar amount as of June 30, 2021. These employees shall receive the converted fixed amount going forward regardless of changes to salary.

Section 4. Long Term Disability and Life Insurance:

All full-time employees are provided long term disability and life insurance coverage, which is subject to the insurance carrier's terms, conditions, and exclusions.

Section 5. Certificate Pay:

A. City shall provide two and one-half percent (2.5%) above the employee's normal hourly or monthly rate for obtaining and maintaining certification as an Emergency Medical Technician.

B. City shall provide two and one-half percent (2.5%) above the employee's normal •
hourly or monthly rate for completion of Fire Technology Certificate (30 Units) from a Community College.

C. City shall provide ($50) per pay period to employee's who obtain and maintain a certification for Company Officer.

D. City shall provide ($50) per pay period to employee's who obtain and maintain a certification for Chief Officer.

Section 6. Educational Incentive Pay:

A. City shall provide two and one-half percent (2.5%) above the employee's normal hourly or monthly rate if employee possesses. an Associates of Arts or Associate of Science degree from an accredited institution of learning:

B. City shall provide five percent (5.0%) above the employee's normal hourly or monthly rate if employee possesses a Bachelor of Arts or Bachelor of Science degree from an accredited institution of learning.

Section 7.-Deferred Compensation:

If an employee elects to participate in a voluntary deferred compensation retirément program, the City shall match each dollar contributed by employee up to 3 percent of employee's reoccurring pay.

Section 8. Longevity Pay:

After an employee has worked for the City for at least ten years, the employee shall be entitled to Longevity Pay. Longevity Pay shall equal 5% of employee's base salary and shall only be awarded pending the following two conditions: Employee is on the top step of their job classification scale and the employee has received a satisfactory rating in their most recent annual performance evaluation. An additional 5% shall be paid in the event the employee has worked for at least 20 years and the same conditions above exist.

Section 11. Healthy Living Pay:

The City shall provide employees with an annual $180 healthy living incentive to maintain their health and wellness payable in two payments, one in December and' one in June.

ARTICLE VII. TERM OF MOU
This MOU shall be in full force and effect from July 1, 2023, through June 30, 2024, and shall continue from year to year thereafter. If the parties have not reached an MOU by the end of the contract or any extension thèreof, all provisions of this MOU shall remain in full force.and effect until not less than ten (10) days following the receipt by one (1) party of a written' notice from the other, requesting 15 termination of this MOU. Such notice shall state the date and hour of such termination. All provisions of this MOU shall remain in effect until the specified time has lapsed. During this period, both parties shall continue in good faith in their effort to reach an MOU.

IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding on this 26" day of June 2023
INTERATIONAL BROTHERHOOD OF TEAMSTERS, LOCAL 517:

Approved as to form:

Gary Jenkins, Business Agent (date) Greg Landers, Secretary/Treasurer (date) TEAMSTERS LOCAL #517 TEAMSTERS LOCAL #517

CITY OF FARMERSVILLE
Approved as to form:

Jennifer Gomez, City Manager (date) Michael Schulte, City Attorney (date) 16 SIDE LETTER AGREEMENT NO. #1

AGREEMENT BETWEEN
THE INTERNATIONAL BROTHERHOOD OF TEAMSTERS, LOCAL 517
AND

THE CITY OF FARMERSVILLE
• This Agreement is a Side Letter to the current Memorandum of Understanding (MOU) Effective July 1, 2023, through June 30, 2024, between The International Brotherhood of Teamsters, Local 517 and The City of Farmersville. It is the intent of the "City" to memorialize the agreement.

The City of Farmersville and the International Brotherhood of Teamsters, Local 517 are committed to maintaining cooperative labor relations, including discussions over matters outside the memorandum of understanding (MOU) now and in the future.

This side letter amends two sections of the Tier 2 health insurance medical covered services shown below:

1. Effective July 1, 2023, the City of Farmersville will contribute 90 percent (90%) of the Tier 2 employees' medical coinsurance and the employee paying 10 percent (10%) of the coinsurance.

2. Effective July 1, 2023, The Tier 2 employees emergency room deductible will be reduced to $75 a visit.

The provisions of this Side Letter Agreement shall terminate on June 30, 2024, unless otherwise extended through the City's annual health insurance plan.

Approved as to form:

Gary Jenkins, Business Agent (date) Greg Landers, Secretary/Treasurer (date) TEAMSTERS LOCAL #517 TEAMSTERS LÓCAL #517

CITY OF FARMERSVILLE
Approved as to form:

Jennifer. Gomez, City Manager (date) Michael Schulte, City Attorney (date) •
i
SIDE LETTER AGREEMENT NO. #2

AGREEMENT BETWEEN
INTERNATIONAL BROTHERHOOD OF TEAMSTERS, LOCAL 517
•
AND

THE CITY OF FARMERSVILLE
This Agreement is a Side Letter to the current Memorandum of Understanding (MOU) Effective July 1, 2023, through June 30, 2024, between the International Brotherhood of Teamsters, Local 517-and the City of Farmersville. It is the intent of the "City" to memorialize the agreement.

1. Effective July 1, 2023, the City of Farmersville will continue to pay the current monthly/ annual subscription for employees to train at a proper facility, until the new fire station, including a physical training facility is available for use, at which time the payment of the incentive shall no longer be required.

This side letter amends the healthy living incentive to include the City monthly/ annual subscription payment for employees to train at a proper facility that is projected to expire on June 30, 2025:

The provisions of this Side Letter of Agreement shall terminate on June 30, 2024, and the parties agree to the terms stated above.

Approved as to form:

Gary Jenkins, Business Agent (date) Greg Landers, Secretary/Treasurer (date) TEAMSTERS LOCAL #517 TEAMSTERS LOCAL #517
. -

CITY OF FARMERSVILLE
Approved as to form:
•
Jennifer Gomez, City Manager ' (date) Michael Schulte, City Attorney (date) RESOLUTION 2023-026

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF FARMERSVILLE, STATE

OF CALIFORNIA ADOPTING MEMORANDUMS OF UNDERSTANDING BETWEEN

THE CITY OF FARMERSVILLE AND THE EMPLOYEE BARGAINING UNITS WHEREAS, Resolution No. 1989-02 establishes procedures for employer- employee relations; and
WHEREAS; the Meyers-Milias-Brown Act of the State of California, commencing with Government Code Section 3500, requires certain procedures to be followed regarding employee-employer relations; and
WHEREAS, the City Council has directed the City Manager to meet and confer in good faith with the members of the employee bargaining units and department heads; WHEREAS, the City Council recognizes the following as labor bargaining units for the employees of the City of Farmersville: Mid-Management Employees,, Miscellaneous Employees, Police Officer's Association, International Brotherhood of Teamsters, Local 517; and
WHEREAS, the City Council wishes to establish labor agreements in the form of memorandums of understanding (MOU) with each of the acknowledged bargaining units; and
WHEREAS, the City Council intends the MOUs to formalize the relationship between the employees of each bargaining unit and the City of Farmersville; and WHEREAS, the term of the MOUs will be one year, commencing on July 1, 2023 and terminating on June 30, 2024.

NOW, THEREFORE BE IT RESOLVED, by the City Council of the City of Farmersville as follows:

1. That the attached Memorandum of Understanding between the City and the International Brotherhood of Teamsters, Local 517 is hereby adopted and approved for execution by the City Manager.

PASSED, ADOPTED AND APPROVED this 10th day, of July, 2023 by the following • vote:
• AYES:

NOES:

Page 1 of 2 ends

ABSTAIN:

ABSENT:

TINA HERNANDEZ
MAYOR of the City of Farmersville
Attest:

ROCHELLE GIOVANI

CITY CLERK

Page 2 of 2 ends

CITY OF

FARMERSVILLE
City Council
Staff Report 7E
TO: Honorable Mayor and City Council
FROM: Jennifer Gomez, City Manager
DATE: July 10, 2023
SUBJECT: Resolution 2023-027 adopting Memorandum of Understanding with the Police Officers Association.

RECOMMENDED ACTION:

Adopt Resolution 2023-027 authorizing the City Manager to execute the Memorandum of Understanding with the Police Officers Association.

BACKGROUND and DISCUSSION:

The City Council has been negotiating with each of the City's bargaining units as the current MOUs expire June 30, 2023. A one-year agreement has been reached with the Police Officers Association:

Miscellaneous Employee Association
• Cost of Living (COLA): 5.50% increase to base pay effective July 1, 2023 • Tier 2 Benefits
A. Adjust Tier 2 to 90/10 coinsurance.

All other provisions of the current labor agreement shall remain in effect.

ATTACHMENT(S):

Resolution 2023-027
Memorandum of Understanding:

Police Officers Association
Side Letter Agreement
RESOLUTION 2023-027

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF FARMERSVILLE, STATE

OF CALIFORNIA ADOPTING MEMORANDUMS OF UNDERSTANDING BETWEEN

THE CITY OF FARMERSVILLE AND THE EMPLOYEE BARGAINING UNITS WHEREAS, Resolution No. 1989-02 establishes procedures for employer- employee relations; and
WHEREAS, the Meyers-Milias-Brown Act of the State of California, commencing with Government Code Section 3500, requires certain procedures to be followed regarding employee-employer relations; and
WHEREAS, the City Council has directed the City Manager to meet and confer in good faith with the members of the employee bargaining units and department heads; WHEREAS, the City Council recognizes the following as labor bargaining units for the employees of the City of Farmersville: Mid-Management Employees, Miscellaneous Employees, Police Officer's Association, International Brotherhood of Teamsters, Local 517; and
WHEREAS, the City Council wishes to establish labor agreements in the form of memorandums of understanding (MOU) with each of the acknowledged bargaining units; WHEREAS, the City Council intends the MOUs to formalize the relationship between the employees of each bargaining unit and the City of Farmersville; and WHEREAS, the term of the MOUs will be one year, commencing on July 1, 2023 and terminating on June 30, 2024.

NOW, THEREFORE BE IT RESOLVED, by the City Council of the City of Farmersville as follows:

1. That' the attached Memorandum of Understanding between the City and the Police Officer's Association is hereby adopted and approved for execution by the City Manager.

PASSED, ADOPTED AND APPROVED this 10t day of July; 2023 by the following vote:

AYES:

NOES:_

Page 1 of 2 ends

ABSTAIN:_
ABSENT:

TINA HERNANDEZ
MAYOR of the City of Farmersville:

Attest:

ROCHELLE GIOVANI

CITY CLERK

Page 2 of 2 ends

-
• 'RESOLUTION 2023-027

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF FARMERSVILLE, STATE

OF CALIFORNIA ADOPTING MEMORANDUMS OF UNDERSTANDING BETWEEN

THE CITY OF FARMERSVILLE AND THE EMPLOYEE BARGAINING UNITS WHEREAS, Resolution No. 1989-02 establishes procedures for employer- employee relations; and
WHEREAS, the Meyers-Milias-Brown Act of the State of California, commencing with Government Code Section 3500, requires certain procedures to be followed regarding employee-employer relations; and
WHEREAS, the City Council has directed the City Manager to meet and confer in good faith with the members of the employee bargaining units and department heads; WHEREAS, the City Council recognizes the following as labor bargaining units for the employees of the City of Farmersville: Mid-Management Employees, Miscellaneous Employees, Police Officer's Association, International Brotherhood of Teamsters, Local 517; and
WHEREAS, the City Council wishes to establish labor agreements in the form of memorandums of understanding (MOU) with each of the acknowledged bargaining units; and
WHEREAS, the City Council intends the MOUs to formalize the relationship between the employees of each bargaining unit and the City of Farmersville; and WHEREAS, the term of the MOUs will be one year, commencing on July 1, 2023 and terminating on June 30, 2024.

NOW, THEREFORE BE IT RESOLVED, by. the City Council of the City of Farmersville as follows:

1. That the attached Memorandum of Understanding between the City and the Police Officer's Association is hereby adopted and approved for execution by !
PASSED, ADOPTED AND APPROVED this 10th day of July, 2023 by the following vote:

AYES:

NOES:

Page 1 of 2 ends

ABSTAIN:

ABSENT:

TINA HERNANDEZ
MAYOR of the City of Farmersville
Attest:

ROCHELLE GIOVANI

CITY CLERK
:

Page 2 of 2 ends

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF FARMERSVILLE
AND

THE FARMERSVILLE POLICE OFFICERS ASSOCIATION
(JULY 1, 2023 - JUNE 30, 2024)
Table of Contents
ARTICLE I. GENERAL PROVISIONS.

Section 1. Application: 4
Section 2. Amendments and Revisions: 4
ARTICLE II. SALARY PLAN
Section 1. Salary on Appointment: 4
Section 2. Salary Adjustments: ... 4
Section 3. Salary on Promotion: 5
Section 4. Salary on Demotion:... 5
Section 5. Salary on Transfer: 5
Section 6. Salary on Position Reclassification: 5
Section 8. Acting Pay: 5
Section 9. Court Appearance Pay:.

Section 11. Salary Schedule/Salary and Classification Plan: 7 Section 12. Computation of Salary for Payroll Purposes:

Section 13. Cost of living: 7
ARTICLE III. WORK PERIOD/OVERTIME 7
Section 1. Work Period:

Section 2. Overtime:

ARTICLE IV. LEAVE OF ABSENCE WITH PAY
Section 1. Sick Leave:

Section 2. Vacation Accrual and Carryover Policy: 9
Section 3. Use of Vacation Time:. ..10
Section 4. Vacation Buy Back: ..11
Section 5. Holidays: 11
Section 6. Civic Responsibility Leave: 11
Section 7. Temporary Military Leave: 11
Section 8. Bereavement Leave:... 12
ARTICLE V. HEALTH & WELFARE 12
Section 1. Workers Compensation: ..12
Section 3. Health, Dental and Vision Insurance:

Section 4. Retirement: 13
ARTICLE VI. POLICE BENEFITS. 13
Section 1. Mileage Reimbursement: 13
Section 2. Tuition Reimbursement Program: 13
Section 3. Bilingual Pay: 14
Section 4. Long Term Disability and Life Insurance: ..14 Section 5. Union Membership: ...... ... 14
Section 6. Vehicle Take-Home Program:. .. 14
•Section 7. Incentive Pay:. ...14
Section 8. Educational Incentive Pay: ... 15
Section 10. Longevity Pay:.. .. 15
Section 11. Healthy Living Pay: ...15
ARTICLE I. GENERAL PROVISIONS
Section 1. Application:

This Memorandum of Understanding (MOU) serves as the labor agreement between City of Farmersville and the employees of the Farmersville Police Officers Association.

The agreement shall be effective as of July 1, 2023, and shall terminate on June 30, 2024.

Section 2. Amendments and Revisions:

Recommendation for the amendment and revision of policies and procedures may be made by the Personnel Officer after compliance with Government Code Chapter 3500 et seq. Unless otherwise noted, amendments' and revisions shall become effective upon adoption of a resolution by City Council..

ARTICLE II. SALARY PLAN
Section 1. Salary on Appointment:

New employees will normally be hired at Step A salary amount of the appropriate position range as identified in the Salary Schedule (Exhibit A and B). If unusual recruitment difficulties are encountered with a candidate that is exceptionally well qualified, appointment at a higher step may be authorized by the City Manager.

Section 2. Salary Adjustments:

A. Salary Step Increases, as shown in the Salary Schedule, shall be considered on the employee's employment date anniversary, and shall be based on a satisfactory evaluation and recommendation by the employee's department head.
a. Tier 1 employees are those hired prior to January 01, 2018, and shall be eligible. for step increases as shown in the Tier 1 salary schedule as adopted.

B. Tier 2 employees are those hired on/after January 01, 2018, and shall be eligible for step increases as shown in the Tier 2 salary schedule as adopted.

C. Authorized salary adjustments shall become effective at the beginning of the pay period nearest the employee's anniversary date.

D. If, in the supervisor's judgment, the employee's performance does not justify an adjustment on the anniversary date, the employee shall be re-evaluated before the expiration of the six (6) months. If the employee receives a satisfactory evaluation at the end of the six (6) month period and a recommendation from the department head for a salary adjustment, the employee will receive said adjustment: In such an event, the employee shall maintain the same anniversary date.

E. The granting of an official leave of absence of more than thirty (30) continuous calendar days, other than for military leave, shall cause the employee's salary adjustment date to be extended the number of calendar days of leave.

F. Should an employee's approved adjustment be overlooked, upon discovery of the error the employee shall receive a supplemental payment compensating said employee for the adjustment they would have received had the adjustment been granted at the appropriate time.

Section 3. Salary on Promotion:

An employee who is promoted to a position in a class with a higher salary range shall _be paid 'at the appropriate range and step amount effective as of the date of the promotion. The appropriate range and step amount shall be determined by the employee's department head with the approval of the City manager.

Section 4. Salary on Demotion:

Section 5. Salary on Transfer:

An employee who is transferred from one position to another in the same class or to another position in a similar class having the same salary range shall receive the same salary range and step class shall be treated as non-disciplinary demotions for salary, seniority, and benefit purposes.

Section 6. Salary on Position Reclassification:

When an employee's position is reclassified and the employee is appointed to the position, his/her salary shall be determined by the Salary Schedule classification for the new position.

Section 7. Salary on Re-employment:

An employee recalled after a layoff to his/her previous position shall receive the same range and step salary amount provided they are rehired within twelve (12) months.

Employees shall receive credit for prior service with City for seniority and benefit. purposed provided they are rehired within twelve (12) months of the layoff.

Section 8. Acting Pay:
5 A. Acting pay shall be in the salary range of the acting position's class. To receive acting pay, the employee must:

1. Be formally assigned duties appropriate to the higher class. Such assignment shall be confirmed by the processing of a personnel action form by the employee's supervisor.

2. Work in the higher class for at least thirty. (30) consecutive days.

B. Subject to the conditions noted above, qualifying employees shall be paid acting pay for all days worked in an acting position after the first 30 days.

Section 9. Court Appearance Pay:

A. During off-duty hours, sworn Police employees shall receive compensation at the time and one-half rate when subpoenaed and actually appear in court or OMV or Parole Hearings on behalf of the Farmersville Police Department and City during their off-duty hours. Employees shall receive a minimum of 2 hours' pay for an actual appearance.

B. Sworn Officers who are "Off-Duty" and placed "On-Call" for court appearance through the Witness Coordinators Office shall receive a minimum of two hours of pay at time and one-half. If called in for an actual court appearance this two hours of compensation shall count towards the first two hours of actual time in court.

C. An officer that is. "On-Call" for an Investigations' assignment shall receive $50 Stand-By pay for each full week that they are assigned to Stand-By. Officers on •Stand-By must make themselves available for call-out during this period and must advise their supervisor if they become unavailable during the Stand-By period..

Failure to respond to a call-out request shall void eligibility for Stand-By pay.

D. A "Call Out" shall be any instance in which an employee is called to work outside of any Pre-Scheduled Assignment.

For the purposes of this section, work time shall include time spent traveling to and from the work site. This section shall not apply to management or exempt personnel.

Section 10. Uniform and Clothing Pay/Allowances:

A. Sworn Police employees who are required to wear uniforms shall be paid $1,000.00 per year to be used for the purchase/maintenance and cleaning of their uniforms. A prorated amount shall be paid for any portion of a year worked. The • uniform allowance shall be paid in two installments separate from the regular paychecks, one in December and one in June.

B. At the time of hire Police employees who are required to wear uniforms shall receive a credit of $600.00 upon hire to be used for the initial purchases of 6 •..
uniforms. Police reserve Officers shall receive a credit of $100.00 upon hire to be used for the purchase of uniforms. Failure to satisfactorily complete the required probationary period shall cause a forfeiture of the uniform credit and the City shall be reimbursed, on a prorated basis, for the credit amount.

C. Non-uniform sworn employees shall receive an annual clothing allowance of $800.00 per year to be used for clothing purchase, maintenance, and cleaning. A prorated amount shall be paid for any portion of a year worked.

Section 11. Salary Schedule/Salary and Classification Plan:

A. The Tier 1 Salary Schedule (attached as Exhibit A) shall remain in full force as of July 1, 2021, and shall provide ranges with six (6) steps of 5% each. The Tier 2 Salary Schedule attached as Exhibit B shall provide ranges with eight (8) steps of

3.125% each.

Section 12. Computation of Salary for Payroll Purposes:

Section 13. Cost of living:

A. A 5.50% adjustment shall be made to the Salary Schedule effective July 1, 2023.

The pay changes will be effective on July 19; 2023, after the approval of the signed • agreement on July 10, 2023.

ARTICLE III. WORK PERIOD/OVERTIME
•
Section 1. Work Period:

A. The normal work period for sworn Police personnel shall be a period of 80 hours within 14 consecutive days starting at 12:00 A.M. on Wednesday and ending on Tuesday at 11:59 P.M.

B. This section is not to be interpreted as prohibiting the adoption of different work periods or schedules in the respective departments with pre-approval of the City manager.

Section 2. Overtime:

A.. In the event that overtime pay is authorized by the supervisor, overtime shall be credited in six minutes increments with no credit given for time worked less than one tenth of an hour and after obtaining the prior written approval of the department head or Officer in charge for sworn Police and fire personnel.

B. Occasional overtime worked that is less than six minutes duration in a work period is non-compensable.

C. For purposes of overtime computation, vacations, sick leave, compensatory and holiday time taken in a work period shall be counted as hours worked.

D. Voluntary shift changes shall not be counted as time worked.

E. Overtime shall be paid on the basis of time and one-half for all time worked over 80 hours in a work period by Police.

ARTICLE IV. LEAVE OF ABSENCE WITH PAY
Section 1. Sick Leave:

A. Following completion of six (6) months or continuous full-time service, an employee shall be credited with six (6) days of sick leave. Thereafter for each calendar month or service in which the employee is paid for more than two-third (2/3) of the working days in such a month, they. shall be credited with.one (1) day of sick leave. Unused sick leave may be accumulated without limit.

B. Upon the approval of the department head and the personnel Officer, an employee having less than six (6) months of continuous service may be permitted to use sick leave. Such sick leave shall be an advance on credited sick leave and, should the employee terminate before the completion of six (6) months of service; the amount of sick leave pay received will be deducted from their final check.

C. Credited sick leave may be used for the absence on account of:
1) An employee's bona fide illness, injury, or pregnancy. 2) The treatment or examination of the employee including, but not limited to, medical, dental, optometric, psychological, or psychiatric. 3) For serious illness or injury of a member of the employee's immediate family (i.e. spouse, parent, brother, sister, child, stepchild, mother-in-law, father-in-law, grandchild, or grandparent). Use of sick leave under this section is restricted to a maximum of six (6) days each fiscal year. For purposes of this section, "serious illness or injury" is defined as an illness or injury of such severity that death is imminent, or someone be immediately available to assist the afflicted and/or monitor their condition. 8 D. Sick leave usage is subject to the approval of the employee's department head or immediate supervisor, in the absence of the department head. The department head may require evidence in the form of a physician's certificate, or otherwise verifying the reason for an employee's absence during the time for which sick leave is requested. A failure to submit the required verification shall. result in denial of sick leave usage and constitute grounds for disciplinary action.

F. Sick leave shall not be used in lieu of or in addition to vacation.

G. An employee who has completed a minimum of five (5) years' continuous service and who leaves in good standing shall be paid at their salary rate then in effect for 30% or their unused sick leave.

H. Observed Holidays occurring during sick leave shall not be counted as a day of sick leave.

1. Sick leave is not accrued by or credited to non-regular, emergency, seasonal, relief, or temporary employees paid solely on an hourly or daily basis.

J. Part-time employees who regularly work at least twenty-nine (29) hours per week, but less than forty (40) hours per week, with at least six (6) months of continuous service shall be entitled to sick leave pay accrued at one-half (1/2) the rate of full- time employees.

K. Any employee who does not use any sick time in a full fiscal year will be granted an added day of vacation, regular part-time positions shall receive 1/2 day, on July 1st of the next fiscal year.

L. In the event that personnel have accumulated a balance of 480 hours or more of sick leave, employees may sell back a maximum of 100 hours per year at a rate of 30 percent of the employee's hourly rate.

Section 2. Vacation Accrual and Carryover Policy:

A. Employees shall accrue vacation at the following rates:

Years of Completed Vacation Accrual
Service
0 to 2 12 days (3.69 hrs/pay period)
3 to 4 13 days (4.00 hrs./pay period)
5 to 9 15 days (4.62 hrs/pay period)
10 to 14 18 days (5.54 hrs/pay period)
15 to 19 19 days (5.85 hrs/pay period)
20 + 20 days (6.14 hrs/pay period)
B. Vacation accrual shall be capped at (3) three times the employee's annual accrual.
a. Employees who reach their cap will cease to accrue vacation leave time unless a waiver is provided at the request of their department head and approved by the City Manager.

C. Regular part-time employees with at least six (6) months of continuous service shall accrue vacation time at the rate of 3.3 hours per month of service. a. Vacation accrual for part-time employees shall be capped at (1) one time the annual accrual.

Section 3. Use of Vacation Time:

A. After the completion of six (6) months of continuous service, an employee may apply for vacation leave not to exceed the number of hours earned.

B. Vacations shall be taken at times approved by the department head with due regard to the wishes of the employee and the particular regard for needs of City.

C. Unless otherwise provided by department rules, employees shall submit vacation requests to their supervisor at least ten (10) calendar days prior to the intended start of vacation.

D. An employee who terminates their City employment shall be paid for all unused vacation.

E. No person shall be permitted to work for compensation for the City during their vacation:

F. In the event of one or more City holidays fall within an annual vacation leave, such holiday shall not be charged as vacation leave, however, extension of the 10 vacation leave for the period of such holidays) is subject to approval of the employee's department head.

G. With the exception of terminating employees, pay will not be given in lieu of vacation time that is not taken.

Section 4. Vacation Buy Back:

Each fiscal year, after using 60 hours of Vacation leave, an employee may sell back up to a maximum 36 hours of Vacation leave per year. In order to sell back hours, an employee must have a minimum of 100 hours in their bank before the employee can cash out the 36 hours.

Section 5. Holidays:

All City Employees receive 120 hours of holiday time. Police shift personnel will receive Holiday in Lieu pay of 120 hours at their current hourly rate. In lieu pay shall be in two equal installments paid in December and June. They shall receive no extra police at on tyle arm so require to wor compensation should they be required to work on a recognized holiday. In the event a police shift employee terminates employment (for any cause) in Lieu pay shall be pro- rated on a percentage basis.

Section 6. Civic Responsibility Leave:

A. Absence from work because of required trial jury duty will be considered an excused absence with pay. To receive his/her full salary the employee shall turn into the administrative department any payment for trial jury duty, excluding pay for travel and meals.

B. In accordance with the California Elections Code, Sections 14400 and 14401, if a registered voter employee does not have sufficient time outside of regular working hours within which to vote at general, direct primary or presidential primary elections, they may take off working time as will, when added to their voting time outside their working hours, enable them to vote. The scheduling of the time referenced above shall be subject to the prior approval of the respective department head and shall normally be at the beginning or end of a work shift. A maximum of two (2) hours may be taken with pay to vote provided a ballot stub is given to the department head upon returning to work.
'Section 7. Temporary Military Leave:

Payment of employees on temporary military leave as governed by section 395.1 of Military and Veteran Code of the State of California, which states:
"Any public employee which is on temporary military leave or absence and who has been in the service of the public agency from which the leave is taken for a period of not less than one year immediately prior to the date on which the absence begins 11 shal! be entitled to receive their salary or compensation as such public employee for the first thirty (30) days in any one year of public agency service, all service of said public employee in the recognized military service shall be counted as public agency service."
Section 8. Bereavement Leave:

In the event of the death of a member of the employee's immediate family (i.e., spouse, domestic partner, parent, brother, sister; child, stepchild, mother-in-law, father- in-law, grandchild, or grandparent), an employee may use up to 5 days off with the approval of their department head. An employee may use up to 3 days of Sick Leave in addition to bereavement leave, if needed, with the approval of their department head.

ARTICLE V. HEALTH & WELFARE
Section 1. Workers Compensation:

A. An employee of City who is disabled, whether temporarily or permanently, by injury or illness arising out of and in the course of their duties, shall be compensated as follows: on the first, second and third day of the injury, employee shall use accrued sick leave, vacation, floating holiday and/or compensatory time •
off for full salary continuance.

Section 2. Medical Verification:

Section 3. Health, Dental and Vision Insurance:
• A. For the period of July 1, 2023, through June 30, 2024, City of Farmersville shall pay the premiums for Tier 1 employees and their dependents for a Healthcare Program, Dental. Plan, and Vision Plan in accordance with the rules and regulations governing those programs as described in Exhibit Cat no cost to • the employee.

B. For the period of July 1, 2023, through June 30, 2024, Tier 2 employee's the City of Farmersville shall provide a fixed contribution of up to $1, 150 towards the purchase of a Healthcare Program, Dental Plan, and Vision Plan for the employee and their dependents in accordance with the rules and regulations governing those programs as described in Exhibit C.

2. Opt Out of Spousal coverage $50
3 Opt Out of Employee Coverage $50
Section 4. Retirement:

City shall provide the Public Employees Retirement System (PERS) retirement to all employees. City shall pay the required Employer contribution to PERS to maintain the two percent (2%) @ 55 program for "classic" employees and the two percent (2%) @ 57 program for "new" employees. Effective July 1, 2014, safety employees shall pay te employee corribut the employee contribution to PERS. At no time shall this cost exceed twelve percent (12%) of base pay in accordance with the Public Pension Reform Act (PEPRA). Any additional costs shall be paid by the City.

Additionally, the City shall pay the full cost of the employee's share of Social Security tax, up to six-point two percent (6.2%) of the employee's compensation.

The contribution to social security by the City for the employees shall not count in any computation towards the PERS retirement program provided for in this section.

Section 5. Life Insurance:

City shall provide a life insurance policy of $50,000 for each Police employee.

ARTICLE VI. POLICE BENEFITS
Section 1. Mileage Reimbursement:

A. Employees who, at City request, use private vehicles on City business shall • be reimbursed for mileage at the current Federal GSA rate per mile. Prior approval from the department head must be obtained.

Section 2. Tuition Reimbursement Program:

A. All full-time personnel are eligible to participate in the City's tuition reimbursement program.

B. Employees must obtain his/her department head's approval prior to taking a requested course. This approval must be obtained in writing prior to starting the course.

C. Each course approval is contingent upon there being a relationship between course and/or degree and the employee's present or reasonable anticipated duties. The department head shall determine whether such a relationship exists. 13 D. Once the department head's approval is obtained the request will be forwarded to • the City manager for final approval. Upon successful completion of the class, (grade "B-" or better) the employee shall provide the finance department with a copy of the grade report and all receipts and cancelled checks relating to the tuition expenses incurred. Once all necessary information is received by finance, the finance department will make the appropriate payment.

E. Reimbursement will not exceed the per unit cost for an equivalent class taken at a state college/university subject to a maximum reimbursement in any one fiscal year of $2,000 per employee.

F. Employees that terminate employment with City, voluntarily or involuntarily prior to five years after completing a course that they received a tuition reimbursement, shall be responsible to pay back to City a portion of the reimbursement received.

For each month worked after the reimbursed course is completed, employee shall be forgiven 2.78% of the reimbursement.

Section 3. Bilingual Pay:

B. Any employees receiving bilingual pay prior to July 1, 2021, shall have their 3.5%. incentive pay converted to their equivalent dollar amount as of June 30, 2021.

These employees shall receive the converted fixed amount going forward regardless of changes to salary.

Section 4. Long Term Disability and Life Insurance:

All full-time employees are provided with long-term disability and life insurance coverage.

Section 5. Union Membership:

With the written authorization of the employee City will forward to those recognized employee organizations or if a fair share payment, those payments directed by the employee out of their payroll check.

Section 6. Vehicle Take-Home Program:

The following positions shall be allowed to take home City vehicles pursuant to those policies adopted by their respective departments: all Police Officers that live within 25 miles of the Farmersville Police Department Headquarters, Sergeants, K-9 Officer, or those personnel with prior approval on a case-by-case basis.

Section 7. Incentive Pay:
14 :

A. City shall provide 5% above the employee's normal hourly or monthly rate for the period in which they are acting as a Field Training. Officer of a full-time Farmersville sworn Police Officer.

B. City shall provide 5% above the employee's normal hourly or monthly rate for the period in which they are acting as a K-9 Unit Police Officer.

C. City shall provide 5% above the employees normal hourly or monthly rate for the period in which they are acting as a Detective of a full-time Farmersville sworn Police Officer.

Section 8. Educational Incentive Pay:

A. City shall provide 3% above the employee's normal hourly or monthly rate if employee possesses an Associates of Arts degree from an accredited institution of learning or an Intermediate POST certificate.

B. City shall provide 6% above the employee's normal hourly or monthly rate if employee possesses a Bachelor of Arts or Bachelor of Science degree from an accredited institution of learning or an Advanced POST certificate.

C. It shall be the employee's responsibility to submit a request in writing along with verifying documentation in order to receive the above-described incentive pay and must be approved by the employees' Department Head and the City Manager.

Section 9. Deferred Compensation:
• If an employee elects to participate in a voluntary deferred compensation retirement program, the City shall match each dollar contributed by employee up to 3 percent of employee's reoccurring pay.

Section 10. Longevity Pay:

After an employee has worked for the City for at least ten years, the employee shall be entitled to Longevity Pay. Longevity Pay shall 'equal 5% of employee's base salary and shall only be awarded pending the following two conditions: Employee is on the top step of his/her job classification scale and the employee has received a satisfactory rating in his/her most recent annual performance evaluation. An additional 5% shall be paid in the event the employee has worked for at least 20 years and the same conditions above exist.

Section 11. Healthy Living Pay:

The City shall provide employees with an annual $180 healthy living incentive to maintain their health and wellness payable in two payments, one in December and one in June. 15 •
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding on this 3r day of July 2023.

POLICE OFFICERS ASSOCATION CITY OF FARMERSVILLE
I MAN Hous •
BY: BY:_
Hilario Palomino, Police Officer Jennifer Gomez, City Manager BY:_ Attest:_
Rafael Vasquez, Police Sergeant Rochelle Giovani, City Clerk Approved as to Form:

Michael Schulte, City Attorney
SIDE LETTER AGREEMENT NO. #1

AGREEMENT BETWEEN

CITY OF FARMERSVILLE POLICE OFFICERS ASSOCIATION
AND

THE CITY OF FARMERSVILLE
This Agreement is a Side Letter to the current Memorandum of Understanding (MOU) Effective July 1, 2023, through June 30, 2024, between The Farmersville Police Officers Association (POA) and the City of Farmersville. It is the intent of the "City" to memorialize the agreement.

The City of Farmersville and the City of Farmersville Police Officers Association (POA) are committed to maintaining cooperative labor relations, including discussions over matters outside the memorandum of understanding (MOU) now and in the future.

This side letter amends two sections of the Tier 2 health insurance medical covered services shown below:

1. Effective July 1, 2023, the City of Farmersville will contribute 90 percent (90%) of the Tier 2 employees" medical coinsurance and the employee paying 10 percent (10%) of the coinsurance. • 2. Effective July 1, 2023, The Tier 2 employees emergency room deductible will be reduced to $75 a visit.

The provisions of this Side Letter Agreement shall terminate on June 30, 2024, unless otherwise extended through the City's annual health insurance plan.

POLICE OFFICERS ASSOCIATION CITY OF FARMERSVILLE
#844 BY:

Milario Palomino, Police Officer Jennifer Gomez, City Manager BY: Attest:

Rafael Vasquez, Police Sergeant Rochelle Giovani, City Clerk Approved as to Form:

Michael Schulte, City Attorney
•

CITY OF

FARMERSVILLE
City Council
Staff Report 7F
TO: Honorable Mayor and City Council
FROM: Jennifer Gomez, City Manager
DATE: July 10, 2023
SUBJECT: Request by Helping Hands/TKO for Special Event Funding for Fiscal Year 2023- RECOMMENDED ACTION:

It is recommended that the City Council review and approve a request from Helping Hands/TKO in the amount of $1,000.

BACKGROUND and DISCUSSION:

The City Council established an annual grant program in which funds may be awarded to applicants that fund activities or events which will benefit the community. Helping Hands/TKO has requested $1,000 to assist with their Back to School event to cover expenses pertaining to equipment rentals, supplies, marketing, and entertainment at Veterans Memorial Park.

The event will take place on August 1st and will be free to the public. This event to help provide students with materials for the upcoming school year. Councilmember Gomez has reviewed the application and recommends the approval of $1,000.

FISCAL IMPACT:

Approving this request will leave a balance of $11,000 in the Special Event Budget in the current fiscal year.

DOCUMENTS:

Event Funding Application
JUN 30 '23 PH 2:54
2023-2024
City of Farmersille Event Funding
Request Form A
(Request for Assistance $100-$2000)
Special Notice for Fiscal Year 2023-2024: ,
This announcement of submission of an application is in no way a commitment of funding:

Request Guidelines:
• If you are requesting financial assistance for more than one event, a separate request form and distinct separate budget must be submitted for each request. • Any questions re submitting a funding request should be directed to the City of Farmersville 559-747-0458

1. Name of Event: "Back 2 Ethod BisH"

2. Date of Event: 4|1/23

3. Location of Event: Veterans Membelal
•. Name or potam rentato here one way leakey cat tarmy

5. Contact Person:

Name: Wory- Fasker
Title: _
Phone: 559-852-1114
Address: 353 a
City: VisaLia _ State: CA _ Zip: 93277

6. Description of Event: Back to Sunri event to
help Raise Potens to provide materials
erases, in sir ar Butars pencils,

7. Describe what benefits the community and City of Farmersville will receive from the event:

PRoViDeS
- pay with pees to have ton takey
need ginning of
sincol

8. Anticipated Number of out-of-town overnight attendees:

9. Anticipated number of local attendees:_5@

10. Is this a fundraising event? Yes V No

11. Event Promotion- What type of advertising/public.relations/promotion methods do you plan to use to advertise the event? For example, provide details of promotional activities, materials, and ad placements, including the name of publications, location of Plari: te
markerna mouth and
up on verbal ernation commitments

12. Is this event free to the public: Yes No

13. Is this a first time event: Yes. No

14. What hotels have committed to special rates or packages for the event date? NoNe

15. Describe your procedures for crowd control and security:

Wei will
everyone and create a ton eukrment
for The KIDs

16. How many estimated hotel room nights will be generated by this event? Nante

17. Liability Insurance: Yes No

18. Have you consulted with City/County/State and other agencies to determine what permits will be required to conduct this event? Yes_ No.

19. Total Amount of Financial Assistance requesting: $_i,4k0.

20. Complete this projected event budget worksheet:

Anticipated Revenue:

1. Admissions - §free

2. Booth/Space Rentals - $350

3. Corporate/Individual Sponsors -
$
$

4. Other Revenue (please list)
Will also Be using te money Fer i
entertainment for event aswell as Backpalks,
Sired materials, fas, pancetrace, etc.

5. Requested City of Farmersville In Kind Support (Please List) (i.e., Permit Fee Waive, Traffic Control, Security, Electrical Support, Other City Staff Labor, City Equipment, Portable Restrooms, Street Barricades, City Facilities, etc.) $
$.
$.

6. Requested City of Farmersville Monetary Support
Total Projected Revenue: $1o6u
!
Anticipated Expenses:

1.- Personnel:

Administrative -
Artistic - $4100
Technical $.

Other - Ş.

2. Space Rental -- $

3. Equipment Rental 34o $-302

4. Miscellaneous Supplies $ 250

5. Permits/License -___ $

6. Advertising/Marketing $150

7. Other Expenses
$300
$
Total Projected Expenses: - $ 1,000

OFFICIAL WITH CONTRACTING AUTHORITY FOR THE

ORGANIZATION
I HEREBY CERTIFY that the facts stated herein this Event Funding Request are true and correct to the best of my knowledge. The Event described herein will be conducted in accordance with all applicable city/county and other regulations, and the Event provides equal access to employment and event participation without regard to race, color, religion, sex, national origin, age, disability, or military status in accordance with applicable federal laws.

Official's Signature: Date:_
Official's Name & Title (Print):

Phone Number: E-Mail address: _

CITY OF

FARMERSVILLE
City Council
Staff Report 7G
TO: Honorable Mayor and City Council
FROM: Steve Huntley, CPFO, IPMA-SCP
Director of Finance & Administration
DATE: July 10, 2023
SUBJECT: Adoption of the Salary Schedule for Fiscal Year 2023-24 by Resolution 2023-028 RECOMMENDED ACTION:

Adopt the Salary Schedule for Fiscal Year 2023-24 by Resolution 2023-028.

BACKGROUND:

The annual adoption of the City's Master Salary Table is in accordance with Section 36506 of the Government Code of the State of California that requires the City Council, by Resolution or Ordinance, to establish the compensation for all appointive officers and employees. Title 2, Section 570.5 and 571 of the California Code of Regulations requires that the adopted pay schedule be publicly available.

The City Council originally adopted the salary schedule for Fiscal Year 2023-24 on June 12, 2023 by Resolution 2023-19 as part of the normal annual budget process. However, since that time the City has come to agreement with the Police Officer's Association (POA) for an updated labor agreement with a 5.5% Cost of Living Adjustment (COLA) and so a new schedule now needs to be adopted to reflect this change.

DISCUSSION:

As of June, there was no response from the POA group and so even though this cost for the COLA was budgeted for as a placeholder, it was not adopted as part of the official salary schedule because there was no agreement with the POA. In early July, the POA signed the offer from the City and this was approved by Council on July 10, 2023 to be effective July 19, 2023. Now, as an administrative update, the salary schedule should be updated to reflect this change to police officer and police sergeant positions.
1 As a result, Resolution 2023-28 will supersede Resolution 2023-19 from June 12, 2023 and make this updated salary schedule, attached to this report, the new salary schedule for the Fiscal Year 2023-24.

ATTACHMENT(S): 2

1. Resolution 2023-028 Adoption of Tier 1 and Tier 2 Salary Schedule for Fiscal Year 2023-

2. Attachment A: Salary Schedule for Fiscal Year 2023-24, Tier 1 & 2.

RESOLUTION 2023-028

ESTABLISHING A REVERED SALARY DUE FOR LEPERSONAL FOR
FISCAL YEAR 2023-24
WHEREAS, Section 36506 of the Government Code of the State of California provides that the City Council shall, by Resolution or Ordinance, fix the compensation for all appointive officers and employees; and
WHEREAS, the City Council has heretofore by Resolution established salary schedules for all personnel groups of the City;
NOW, THEREFORE BE IT RESOLVED, by the City Council of the City of Farmersville as follows:

1. The Salary Schedule for all positions for the City of Farmersville for the Fiscal Year 2023- 24 as detailed in Schedule "A" attached hereto and by this reference incorporated herein.

PASSED, ADOPTED AND APPROVED this 10" day of July, 2023 by the following vote:

AYES:_
NOES:_
ABSTAIN:

ABSENT:

Tina Hernandez
MAYOR of the City of Farmersville
Attest:

ROCHELLE GIOVANI

CITY CLERK

Page 1 of 1 ends

SALARY SCHEDULE-TIER 1
7/1/2023

BU DEPT POSITION RANGE MONTHLY ANNUALLY
DH 404 City Manager 15,345 184,145
MR 404 Administrative Analyst 5.080 5,334 5,601 5,881 6,175 6,484 60,960 64,008 67,208 70.569 74,097 77,802 Development Coordinator 4,900 5,145 5,403 5,673 5,956 6.254 58,805 61,745 64.832 68,074 71.477 75,051 MR Human Resources Manager 6,530 6,856 7,199 7,559 7,937 8,334 78,357 82,275 86,389 90,708 95,244 100,006 DH 404 Director of Finance & Administration 9,283 9,748 10,235 10,747 11,284 11,848 111,402 116,972 122,821 128.962. 135,410 142,180 DH 404 Finance Director 18 8,018 8,419 8,840 9,282 9,746 10,233 96,215 101,026 106,077 111,381 116,950 122,797 MR Finance Manager 6,693 7,028 7,379 7,748 8,135 8,542 80,316 84,332 88.548 92.976 97,625 102,506 404 Account Clerk I 1(b) 3,009 3,159 3,317 3,483 3,657 3,840 36,105 37,910 39,806 41.796 43,886 46,080 404 Account Clerk I! 2(a) 4.032 4,234 4,445 4,668 4,901 5.146 48,384 50,803 53,343 56,010 58,811 61,751 411 Technical Service Clerk 1(a) 3,502 3,677 3.861 4,054 4,257 4.470 42,027 44,128 46,335 51,084 53,638

48.651
POA 411 Police Officer 5(b) 4,455 4,678 4.911 5,157 5,415 5,686 53,458 56,131 58,937 61,884 64,978 68,227 POAL 411 Corporal 4,679 4,913 5,158 5,416 5,687 5,971 56,143 58,951 61,898 64.993 68,243 71,655 POA Police Sergeant 8(a) 5.970 6,269 6,582 6,911 7,257 7.620 71,642 75,224 78,986 82,935 87,082 91,436 MR 411 Police Commander 9(b) 8,001 8,401 8,821 9,263 9,726 10,212 96,016 100,817 105,858 111,151 116,708 122,544 DH 411 Police Chief 11,426 11,997 12,597 13,227 13,888 14,582 137.107 143,962 151,160 158,718 166,654 174,987 414 Code Enforcement Officer 5(a) 4.156 4,364 4,582 4,811 5,052 5,304 49,872 52,365 54,984 57,733 60,619 63,650 DH 420 Fire Chief 20 9,782 10,271 10,785 11,324 11,890 12,485 117,384 123,254 129,416 135,887 142,681 149,816 MR 420 Battalion Chief 7.381 7,750 8,138 8,545 8,972 9,421 88,576 93,004 97,655 102.537 107,664 113,047 FO 420 Fire Captain 8(b) 5,508 5,783 6,073 6,376 6,695 7,030 66,096 69,401 72,871 76,515 80,341 84,358 420 Fire Lieutenant 5(a) 4,110 4,316 4,531 4,758 4,996 5,246 49,322 51,788 54,378 57,097 59,951 62,949 425 Maintenance Worker 2(b) 3,113 3.268 3.432 3,603 3.783 3,973 37,351 39,219 41,180 43,239 45.401 425 Public Works Crew Leader 4,171 4,380 4,599 4,829 5,070 5,324 50,054 52,557 55,185 57,944 60,841 63,883 MR 425 Public Works Supervisor 9(a) 5,590 5,869 6.163 6.471 6.794 7.134 67,076 70,430 73,951 77,649 81,531 85,608 DH 425 Public Works Director 7,490 7,864 8,258 8,671 9,104 9,559 89,879 94,373 99,092 104,046 109,248 | 114,711 SALARY SCHEDULE-TIER 2
7/1/2023

MONTHLY ANNUALLY

BU DEPT POSITION RANGE A
DH 404 City Manager 21 15,345 184,145
MR 404 Administrative Analyst 80 5,080 5,239 5,402 5,571 5,745 5,925 6,110 6.301 6,498 60,960 62,865 64,829 66,855 68,945 71,099 73,321 75,612 77,975
M 414 Development Coordinator 80 4,900 5,054 5,211 5,374 5,542 5,715 5,894 6,078 6,268 58,805 60,642 62,537 64,492 66,507 68,585 70.729 72,939 75,218 MR 404 | Human Resources Manager 80 6,530 6,734 6.944 7,161 7,385 7,616 7,854 8,099 8,352 78,357 80,806 83,331 85,935 88,621 91,390 94,246 97,191 100,228 DH 404 Director of Finance & Administration 19 9,283 9,574 9.873 10,181 10,499 10,828 11,166 11,515 11,875 111.402 118,473 122,176 125,994 129,931 114.883 133,991 138,179 142,497
OH 404 Finance Director 18 8,018 8,268 8,527 8,793 9,068 9,351 9.644 9,945 10,256 96.215 99.222 102,322 105,520 108,817 112.218 115.725 119,341 123,070
MR 404 Finance Manager 17 6,693 6,902 7,118 7,340 7,570 7,806 8,050 8,302 8,561 80,316 85.414 88,083 82,826 90,836 93,675 96,602 99,621 102.734
404 Account Clerk | 1(b) 3,009 3,103 3,200 3,300 3,403 3,509 3,619 3,732 3,849 36,105 37.233 38,397 39,596 40,834 42,110 43,426 44,783 46,182 M 404 Account Clerk li 2(a) 4.041 4,167 4,297 4,432 4,570 4,713 4,860 5,012 5,169 48.491 50,007 51,570 53,181 54,843 56,557 58,324 62,026 60,147
411 Technical Service Clerk 1(a) 3,502 3.612 3,725 3,841 3,961 4,085 4,212 4,344 4,480 42,027 43,340 44,695 46.091 47.532 49,017 50,549 52,129 53,758 POA 411 Police Officer 5(b) 4,455 4.594 4,738 4,886 5,038 5,196 5,358 5,526 5,698 53,458 55,128 56,851 58,628 60,460 62,349 66,307 64,298 68,379
POA 411 Corporal 4,679 4.825 4,976 5,131 5,291 5.457 5,627 5,803 5,985 56.143 57,898 59.707 61,573 63,497 65,482 67,528 69,638 71.814 POA 411 Police Sergeant 8(a) 5,970 6.157 6,349 6,548 6,752 6,963 7,181 7,405 7.637 71,642 73.881 76,190 78,571 81,026 83,558 86,170 88,862 91,639
MR 411 Police Commander 9(b) 8,001 8,251 8,509 8,775 9,049 9,332 9.624 9.925 10,235 96,016 99,017 102,111 105,302 108,593 111,986 115,486 119,095 122,816 DH 411 Police Chief 17 11,426 11,783 12,151 12,531 12,922 13,326 13.742 14.172 14,615 137,107 141,392 145,810 150,367 155,066 159,911 170,062 164,909 175,376
M 414 Code Enforcement Officer 5(a) 4,156 4,286 4.420 4,558 4,700 4,847 4,999 5,155 5,316 49,872 51,430 53,037 54,695 56,404 58,167 59,984 61,859 63,792
DH 420 Fire Chief 20 9,782 10,088 | 10,403 10,728 11,063 11,409 11,766 12,133 12,512 117,384 121.053 124,836 128.737 132,760 136,908 141,187 145,599 150,149 MR 420 Battalion Chief 17 7,414 7,646 7,885 8,131 8,385 8,647 8,918 9,196 9,484 88,970 91.751 94.618 97,575 100,624 103,768 107.011 110,355 113,804
FO 420 Fire Captain 8(b) 5,520 5,693 5,871 6.054 6.243 6,438 6,640 6,847 7,061 66,244 68,314 70,448 72,650 74,920 77,262 79,676 82,166 84,734 FO 420 Fire Lieutenant 5(a) 4,110 4,239 4,371 4,508 4,649 4.794 4,944 5,098 5,257 49,322 50,864 52,453 54,092 55,783 57,526 59,323 61,177 63,089 M 425 Maintenance Worker 2(b) 3,113 3,210 3,310 3,414 3,520 3,630 3,744 3,861 3,981 37,351 38,518 39,722 40,963 42,243 43,564 44,925 46,329

47.777
M 425 Public Works Crew Leader 3 4,180 4,311 4,446 4,585 4,728 4,876 5,028 5,185 5,347 50,165 51,733 53,350 55,017 58,509 56,736 60,338 62.223 64,168
MR 425 Public Works Supervisor 9(a) 5,590 5,764 5.944 6,130 6,322 6,519 6,723 6,933 7,150 67,076 69,172 71.334 73.563 75,862 78,232 80,677 83.198 85,798 DH 425 Public Works Director 19 7,490 7.724 7,965 8,214 8,471 8,736 9,009 9,290 9,581 89,879 92,688 95,584 98.571 101651104,828 108104111,482114,966

CITY OF

FARMERSVILE
City Council
Staff Report 8A
TO: Honorable Mayor and City Council
FROM: Jennifer Gomez, City Manager
DATE: July 10, 2023
SUBJECT: Direction on Membership and Dues for Tulare County Economic Development Corporation
RECOMMENDED ACTION:

Staff requests direction from the City Council on the status of the City's membership for fiscal year 2023/2024 and the increase in dues to $5,000.

BACKGROUND and DISCUSSION:

The City of Farmersville has been members of the Tulare County Economic Development Corporation (EDC) since its formation in 1983 but withdrew its membership briefly in 2020 due to concerns over the return on investment and the state of the EDC at the time. The City returned the following year due to changes in the organization and assurances to focus on retail development. However, the EDC has continued to have changes in the last couple of years in management with the focus still on industrial development and not commercial.

For the new fiscal year, the EDC is looking to expand the benefits of being a member and a draft of those benefits is attached for your reference. One item that the City might benefit from is the Regional Real Estate Database that will have commercial properties listed that are for sale. However, City staff is already in the process of updating the City's website which will include a page specifically for Economic Development and include the same information.

Therefore, it will be a duplicative service and whether commercial developers will go to the EDC website to seek out commercial properties is unknown. The other potential benefit is the access to Regional Economic Data and Reports which is designed to provide economic impact information such as number of jobs, salaries, and residential development due to a specific project. This information could be beneficial if a large industrial user or large commercial developer had interest in coming to the City. The actual benefits from this system is primarily unknown at this time for City staff
All other aspects of economic development and marketing is already being managed by the City Manager through other contracts for services, such as Team California and Retail Coach. If the City Council is wanting the City to primarily focus on retail and other commercial development, the EDC may not be a practical resource to direct more funds. The City currently has a total budget of $35,000 for economic development with $2,500 for the EDC. For the new fiscal year, the EDC is requesting an increase for a tota! of $5,000. While it is a small dollar amount, it would take us above the $35,000 budget.

City staff is requesting direction from the City Council on the status of the City's membership for fiscal year 2023/2024 and the increase in dues to $5,000.

FISCAL IMPACT:

The budget that was approved by the City Council for FY2023/24 included $2,500 for the Tulare County EDC, so an increase in dues would need to be approved by the City Council.

ATTACHMENT(S):

Draft Public Sector Membership Benefits

TULARE COUNTY ECONOMIC

DEVELOPMENT CORPORATION
Tulare County EDC FY 23-24
Public Sector Membership Benefits

1. TCEDC Board of Directors Representation (with alternate)

2. Representation in the EDC's Regional Marketing Program ($80,000) • Tulare County is represented through various key marketing partnerships including:
• California Central Valley Economic Development Corporation • NEW!! Team California
• Tulare County is represented at:
• Events
Trade Shows
Site Selector Missions
• Broker Missions
• Community representation on the EDC's digital marketing platforms including the EDC's website, social media platforms. Welcome Harre Guide, Newsletters, E-mail Marketine Campaigns, and others.
• Unique Community Profile pages on the EDC's website that link back to a community's respective web resources.
• Exclusive access to leads generated through marketing efforts.

3. Project Management ($70,000)
• Coordinated Regional Proposal Response on behalf of Tülare County communities to various RFI/RFP's received from: i:
• California's Governor's Office of Business & Economic Development o. California Central Valley EDC
Tulare County EDC Direct or Referral
Project support and assistance including site selection services, demographic report generation, incentive coordination, and connection with local, state, and federal partners and resources as appropriate.(

4. Regional Real Estate Database ($35,000)
• Community Representation in the only Tulare County region-serving, 24/7 Commercial Real Estate Database.
• Property Listing Refresh, Daily
• Property Listing Audits, every 30 days
• Ability to add publicly owned real estate to database (land or building) • Unlimited Access to and representation in Community Demographic Reporting. • NEW!! Integration of each City and County GIS system within the EDC's Real Estate Database.

5. Access to Exclusive Regional Economic Data and Reports ($43,500) Access to annual Tulare County Regional Economic Outlook Book generated by Beacon Economics.

TULARE COUNTY ECONOMIC

DEVELOPMENT CORPORATION
• Access to Quarterly Trends Reports generated by Beacon Economics. • - NEW!! Data driven economic impact reports for local economic development projects. This type of reporting is particularly useful when applying for State or Federal funding as economic impact data is often required.

6. Regional Strategic Planning
• Participation in the EDC's Annual Strategic Planning sessions with the EDC Staff and Board of Directors to contribute to the Annual Work Plan and Regional Recruitment Plan.

7. Comprehensive Economic Development Strategy (CEDS) ($50,000-$80,000) • The EDC is responsible for the marketing research & development of Tulare County's Regional S-year Comprehensive Economic Development Strategy (CEDS). • All regional projects must be reported on the 5-year CEDS; for Federal Economic Development Administration (EDA) grant funding consideration. • The EDC collects and reports annual project changes and updates to EDA on behalf of the region.

8. Business Incentive Fund (BIZ)
• This fund was set aside by the EDC Board of Directors to incentive manufacturing development within the County, providing up to $10,000 of incentive per project. • Public Sectors represented on the EDC Board of Directors, review BIZ applicants and verify funding need.

9. Recycling Market Development Zone ($25,000)
• The EDC is the designated administrator for the Tulare County portion of the Great South San Joaquin Välley Recycling Market Development Zone (RMDZ). • The RMDZ program combines recycling with economic development to fuel new businesses, •expand existing ones, create jobs, and divert waste from landfills. • This program provides attractive loans, technical assistance, and free product marketing to businesses that use materials from the waste stream to manufacture their products and are located in a zone.
• Grants opportunities may also be available for businesses that operate and qualify within the recycling market development zone.

10. Premiere Regional Event Sponsorships ($3,500+)
• Event Sponsorship, ranging from ($500-$2,500) of Sequoia Regional Annual Economic Summit and Tulare County EDC's Real Estate Forecast Event.

Priority seating at Sequoia Regional Annual Economic Summit Event •

Farmersville City CouncilJuly 10, 2023

Farmersville City Council
July 10, 2023