Cities Index.
Agenda

Firebaugh City Council
June 3, 2024

Document
Agenda
Meeting
June 3, 2024
Body
Firebaugh City Council
Pages
10
Original file
10.8 MB
Text extracted from the city's file for reading and search. Open the original on firebaugh.org. That file is the official record.

MEETINGAGENDA
rhe city council/S'.T:::ifi;lr?lr:f the city of Firebaugh Mayor Elsa Lopez
Mayor Pro Temp Freddy Valdez
Council Member Silvia Renteria
Council Member Brady Jenkins
Council Member Felipe Perez
In compliance with the Americans with Disabilities Act, if you need special assistance to access the Andrew Firebaugh Community Center to participate at this meeting, please contact the Deputy City Clerk at (559) 659-2043. Notification 48 hours prior to the meeting will enable the city to make reasonable arrangements to ensure accessibility to the Andrew Firebaugh Community Center.

Any writing or documents provided to a majority of the City Council regarding any item on this agenda will be made available for public inspection at City Hall, in the Deputy City Clerk's office, during normal business hours.

PLEDGE OF ALLEGIANCE

APPROVAL OF THE AGENDA

PRESENTATION
Westlands Water District will be awarding a scholarship to a local student, Angela Rosa.

Swearing in Yvonne Sandoval, Code Enforcement Officer.

Kyle Savage, Field Representative for Congressman John Duarte for Madera, and Fresno County

PUBLIC COMMENT
Any person or persons wishing to address the City Council on any matter that is not on the agenda may do so at tltis time. [ndividuals must limit their comments to three miruttes. Issues raised during Public Comments are informational only and the Council cannot take action at this time. All comments shottld be dit'ected at the Mayor and not at individual Councilmembers or staffmembers.

CONSENT CALENDAR
Items listed on the calendar are considered routine and are acted upon by one motion unless any Council member requests separdte action. Typical items include minutes, claims, adoption ofordinances previously introduced and discussed, execution ofagreements and other similar items.

1. APPROVAL OF MINUTES - The Citv Council reeular meetine on May 6.2024.

2. WARRANT REGISTER - Period startine April I and endine on April 30. 2024. a
a
Location of Meeting
Date/Time:

CALL TO ORDER

ROLL CALL
April2024
Andrew Firebaugh Community Center
1655 13th Street, Firebaugh,CA 93622
June 3, 2024/5t30 p.m.

General Warrants
Payroll Warrants
TOTAL
#4s790 - #4s879
#72247 -#72268
$ 595,126.44
$ 230.889.25
$ 826,015.69

PTJBLIC HEARING

3. RESOLUTION NO.24-20 - A RESOLUTION OF'THE CITY COUNCIL OF'THE CITY OF FIREBAUGH CONFIRMING THE DIAGRAM AND ASSESSMENT OF ANNUAL LEVY F'OR FISCAL YEAR 2024-2025 FOR LAI\DSCAPING AND LIGHTING MAINTENANCE DISTRICT NO. I /Pzrszant to /fte lazdscaprze snd Liehtine Act of 1972.

Recommended Action: Council receives comments and approves Res. No. 24-20.

NEW BUSINESS

4. RESOLUTION NO.24-21 - A RESOLUTION OF THE CITY COUNCIL OF'THE CITY OF'F'IREBAUGH

AMENDING AGREEMENT BETWEEN THE CITY OF FIREBAUGH AND MADERA COUNTY FOR AUTOMATIC/MUTUAL AID.

Recommended Action: Council receives comments and approves Res. No. 24-21.

5. RESOLUTION NO. 24-22 - A RESOLUTION OF TIIE CITY COUNCIL OF THE CITY OF FIREBAUGH APPROVING AMENDMENTS TO THE PERSONNEL RULES OF THE CITY OF F'IREBAUGH.

Recommended Action: Council receives comments and approves Res. No. 24-22.

6. RESOLUTION 24-23 - A RESOLUTION OF' THE CITY COUNCIL OF THE CITY OF FIREBAUGH

ACCEPTING COMPLETION OF' DLTNKLE PARI( BASKETBALL COURT REHABILITATION PROJECT. AUTHORIZING THE CITY CLERK TO RECORD A NOTICE OF COMPLETION WITH

F'RESNO COUNTY AND AUTHORIZING THE CITY MANAGER TO MAKE FINAL PAYMENT OF RETENTION MONIES TO HARRIS DEVELOPMENT CORP. dba HBC ENTERPRISES.

Recommended Action: Council receives aomments and approves Res. No. 24-23.

7. RESOLUTION 24-24 . A RESOLUTION OF THE CITY COT]NCIL OF THE CITY OF FIREBAUGH ACCEPTING BID AND AWARDING CONTRACT TO AVISON CONSTRUCTION. INC. F'OR THE HIGHWAY 33 PROJECT AND AUTHORIZING CITY MANAGER TO
EXECUTE THE AGREEMENT.

Recommended Action: Council receives comments and approves Res. No. 24-24.

8. THE CITY COUNCIL OF THE CITY OF FIREBAUGH PROPOSED PRELIMINARY STREET BUDGET.

Recommended Action: Council receives public comment, Informational only.

9. THE CITY COI.]NCIL THE CITY OF FIREBAUGH COT]NCIL AGENDA ITEMS DISCUSSION.

Recommended Action: Council receives public comment & takes action.

10. THE CITY COUNCIL OF THE CITY OF FIREBAUGH AIIIMAL SHELTER UPDATE Ai\iD DISCUSSION.

Recommended Action: Council receives public comment & takes action.

STAFF REPORTS -Written enclosed in agenda packet.

COUNCIL MEMBERS AGENDA ITEMS
PT]BLIC COMMENT ON CLOSED SESSION ITEM ONLY

CLOSED SESSION

ANNOUNCEMENT AF'TER CLOSED SESSION

ADJOURNMENT
Certification of postins the agenda
I declare under penalty of pe{ury that I am employed by the City of Firebaugh and that I posted this agenda on the bulletin boards at City Hall, May 30, 2024, at m_ Rita Lozano Clerk.

City of Firebaugh

OATH OF OFFICE
I, Yvonne Sandoval, do solemnly swear that I will support and defend the Constitution of the United States and the Constitution of the State of Califtrnia against all enemies, foreign and domestic; that I will bear true faith and allegiance to the Constitution of the United States and the Constitution of the State of Califurnia; that I take this obligation freely, without any mental reservation or purpose of evasion; and that I will well and faithfully discharge the duties upon which I am about to enter, Code Enforcement Officer
(Duties upon which ffiant is about to enter)
Yvonne Sandoval
Subscribed and sworn to before me this 3rd day of June 2024 Rita Lozano, Deputy City Clerk
City of Firebaugh

MEETING MINUTES
The City CounciVSuccessor Agency of the City of Firebaugh Vol. No.24-05-06
Location of Meeting:

Date/Time:

CALL TO ORDER

ROLL CALL
ABSENT
Andrew Firebaugh Community Center
1655 13th Street, Firebaugh,CA 93622
May 6, 202415:30 p.m.

Meeting called to order by Mayor Lopez at 5:30 p.m
Mayor Elsa Lopez
Mayor Pro-Temp Freddy Yaldez,
Council Member Silvia Renteria
Council Member Brady Jenkins
Council Member Felipe Perez
OTHERS: City Attomey Christina Di Filippo; City Manager, Ben Gallegos, Deputy City Clerk, Rita Lozano; Finance Director, Pio Martin; Police Chief, Sal Raygoza; Battalion Chief, Hector Marin; City Engineer, Mario Gouveia; Raquel Tabarez, Claudia Gutierrez, Guillermo Gutierrez, May Gutierrez, Gloria Diaz, Melanie Martinez, Paige Domanski,, Josefina Mora, Hillary Linares, Vero Saavedra, Celeste Cave, Bobby Hogue, Jose M Baes, Kathy Yergat, Jante Yergat, Barragan, Danny Barragan, Wanda Breshears, Lisa Patlan, Nicole Molina, Jose Sandoval, Fidel Availa & others.

PLEDGE OF ALLEGIANCE Council Member Renteria led pledge of Allegiance.

APPROVAL OF THE AGENDA
Motion to approve agenda by Council Member Valdex,, second by Council Member Jenkins, motion passed by 4-0 vote.

PRESENTATION
None

PIJBLIC COMMENT
None

CONSENT CALENDAR

1. APPROVAL OF MINUTES - The Citv Council reeular meetine on April 15. 2024.

Motion to approve consent culendar by Council Member Valdez" second Council Memher Jenkins; motion passed by 4-0 vote.

PT]BLIC HEARING
None

NEW BUSINESS

2. RESOLUTION NO. 24-16 - A RESOLUTION OF THE CITY OF FIREBAUGH CALLING FOR A

MUNICIPAL ELECTION TO SUBMIT TO THE VOTERS A LOC RAI,I,OT MEASURE

TRANSITIONING THE F'F'ICE OF'THE CITY TREASURER FROM AN I,ECTED POSITION TO

AN POSITION
Motion to approve Res. No., 24-16 by Council Member Jenkins, second Council Member Vuldez; motion passed by 4-0 vote.

City Council Minutes
May 6,2024

3. RESOLUTION NO.24-17 - A RESOLUTION OF THE CITY OF FIREBAUGH CALLING FOR A MUNICIPAL ELECTION TO SUBMITTO THE VOTERS TO A LOCAL BALLOT MEASURETRANSITIONING THE OF'F'ICE OF'THE CITY CLERK FROM AN ELE TED POSITION TO AN APPOINTED POSITION.

Motion to approve Res. No., 24-17 by Council Member Jenkins, second Council Member Valdez; motion passed by 4-0 vote.

4. RESOLUTION NO. 24-18 - A RESOLUTION OF'THE CITY COUNCIL OF THE CITY OF FIREBAUGH

OF'INTENT TO LEVY AND COLLECT THE ANNUAL ASSESSMENTS F'OR ASSESSMENT DISTRICT NO.1 AND SETTIJ{G APUBLIC HEARING (Pursuant to the Lsndscanine and Lishtins Act of 1972.

Motion to approve Res. No., 24-18 by Council Member Valdez, second Council Member Jenkins; motion passed by 4-0 vote.

5. RESOLUTION NO. 24.19 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF' F'IREBAUGH

CALLING AND GIVING NOTICE OF THE HOLDING OF A GENERAL MUNICIPAL ELECTION TO BE HELD IN SAID CITY ON TUESDAY NOVEMBER 5. 2024. FOR THE ELECTION OF CERTAIN

OFF'ICERS OF SAID CITY AND REQUESTING THE BOARD OF SUPERVISORS OF THE COLINTY OF

FRESNO TO CONSOLIDATE AND CANVASS THE GENERAL MTINICIPAL ELECTION TO BE HELD ON NOVEMBER 5. 2024 WITH THE STATEWIDE GENERAL ELECTION TO BE IIELD ON THAT NITE PURSUANT TO CALIFORNIA ELECTIONS CODE SECTION 1O4OO ET SEO.: TO PERMIT THE

COUNTY CLERK/REGISTRAR OF VOTERS OF THE COUNTY OF FRESNO TO RENDER SPECIFIED

SERVICES TO THE CITY OF FIREBAUGH RELATING TO THE CONDUCT OF SAID GENERAL MUNICIPAL ELECTION PURSUANT TO CALIFORNIA ELECTIONS CODE SECTION 1OOO2: AND AUTHORIZINGREIMBURSEMENT FT]IIDS TO PAY FOR SAID SEXYIEES.

Motion to qpprove Res. No.,24-19 by Council Member Valde4 second Council Member Renteria; motion passed by 4-0 vote.

6. ADMINISTRATIVE REPORT: FY 2024i25 PRELIMINARY OPERATING AND EXPENSE BI]DGET REPORT.

Informational Item Only.

7. THE CITY COUNCIL OF THE CITY OF FIREBAUGH ANIMAL SHELTER UPDATE AND DISCUSSION.

Informational Item only. Request a review and update inJuly 2024.

8. THE CITY COUNCIL OF'THE CITY OF'FIREBAUGH TO CONSIDER OPTIONS FOR SPARKLETTS WATER DELIVERY SERVICE.

Council Member Ya\dez recommended keeping the water service the same and adding the senior center bill to be included in the city bill.

STAFF REPORTS
Park, it's a 3.2 million dollar grant to fund a soccer field, tennis court and an all-weather track. The city may have to remove one of the basketball courts to accommodate for the proposed new facilities. The city will use the impact fees to design the plans, because the city must have design plans to apply for the grant. council members and the city manager won't be able to attend, I need to know if we will have a quorum.

City Council Minutes
May 6,2024
city calls.
available to fill in and attend in my absence.
asked her to consider the new laws and how it affects the small towns that don't have funds to comply with the new laws. We discussed the city's hope to build a new dog pound and city hall, as well as other possible projects. It was a great meeting.
27 was the Autism Awareness Walk and Firebaugh Community Resource Fair at Dunkle Park, served about 300 hotdog lunches, great event.
be opened to other council members. I can't go all the time as a single parent. Council Member Renteria replied the information is sent and received to all council members via email, if anyone is interested in attending; they should ask the finance director and city manager if the funds are available, that's what she does before signing up, and added she too is a single parent with two jobs.

COUNCIL MEMBERS AGENDA ITEMS
o The council would like to discuss the new procedure at the next council meeting on June 3, 2024.

PUBLIC COMMENT ON CLOSED SESSION ITEM ONLY
* Motion to enter close session @ 7:36 pm by Council Member Jenkins, second by Council Member Valdez, motion passes by a 4-0 vote.

CLOSED SESSION

9. EXISTING LITIGATION GOVERNMENT CODE SECTION 54956.9.

CONFERENCE WITH LEGAL COUNSEL - one case
* Motion to enter open session @ 8:06 prn by Council Member Yuldez, second by Council Member Renteria, motion passes by a 4-0 vote.

ANNOUNCEMENT AFTER CLOSED SESSION
No announcement.

ADJOURNMENT
* Motion to adjourn @ 8:08 pm by Council Member Valdez, second by Council Member Jenkins, ntotion passes by a 4-0 vote.

REPORT TO CITY COUNCIL

MEMORANDUM
AGENDA ITEM NO:

COUNCIL MEETING DATE: Mav 20,2024
SIIBJECT: Warrant Register Dated: April 1, 2024 - April30, 2024 RECOMMENDATION:

In accordance with Section 37202 of the Government Code of the State of California there is presented here with a summary of the demands against the City of Firebaugh covering obligations to be paid during the period of:

APRIL 1,2024 -APRIL 30,2024
Each demand has been audited and I hereby certify to their accuracy and that there are sufficient funds for their payment as of this date.

IT IS HEREBY RECOMMENDED THE CITY COUNCIL
APPROVE THE REGISTER OF DEMANDS AS FOLLOWS:

GENERAL WARRANTS

PAYROLL WARRANTS
# 45790 - #45879
#72247 - #72268
g s95.r26.44 $ 230.889.2s
TOTAL WARRANTS $ 826,015.69
Check
Number
457t4
Check
Date Name
4II5I2O24 MCCLATCHY COMPANY LLC $
45790 4III2O24 THARP'S FARM SUPPLY

Page 1 of 10 ends

CITY OF FIREBAUGII ACCOUNTS PAYABLE
WARRANTS APRIL 1,2024- APRrL 30,2024
Net
Amount Description
(867.00) CW 045714 Reversed
t05.25

0.7r
t.32

77.66 s0.85

49.26 r87.74
1 1.18

2.47 62.13

7.r0
t7.27

23.21 5.16

4.s3

4.30 4.30

5.00 13.87

6.99 307.10

18.30 4.t6

9.66 t7.78

67.86 9.02

23.4t

28.56 t2.8s

10.01 s.78

28.56 9.12

29.96 t3.27

49.11 1s.93

2.07 2.27

GLOVES/RATCHET

NYON ROPE

FLATWASHERAIEX NUT

THREADLOCKER

WOOD PICK HANDLE

ALLS IN BOX

HYDRAULIC OIL

TAPE MEASURE

CAP POLY

ITYDRAULIC HOSE/COUPLER

EPOXE GEN PURP
DEWALT

CUT OFF

MOUSE TRAP

AIRFRESHNER

MOUSE TRAP

WWTP-CURTIS KEYS

CAP SCREWROLLED ROD

CLEAR SILICONE

CURTIS KEYS

TEFLON TAPE
U BOLT

STAPLES
9VOLT
BLADE

SAW BLADE

COVERALLS

COUPLER

KNEE BOOT

MOUSE GLUE TRAP

LAG SCREW
PLUG

KNEE BOOT

CORNER BRACE

EDGER BLADE

CONNECTORS/SPARK PLUGS

PINESOL/HAND CLEANER

CUTOFF WHELL

HITCH PIN

CABLE CLAMP

CITY OF FIREBAUGH ACCOUNTS PAYABLE
WARRANTS APRIL 1,2024- APRrL 30,2024
Check
Number
45790
Net
Amount

45.24 3.43

27.05 27.80
300.54
(300.s4)
31 .85
195.59
t12.90
307.16
267.r0

48.97 r1.34

93.84 34.6t

38.22 Check
Date Name
4III2O24 THARP'S FARM SUPPLY
Description

SAW BLADE

PIPE BUSHING

COVERALLS

SCREW ASSORT
LEAF SPRINGruBOLT KIT

LEAF SPRING/UBOLT

ELBOW GRAY CEMENT

U BOLTS/LOCKWASHER/IIANGER

V-BELT/AGRI BELT

V-BELTIFILTER

AIR FILTER

DEADBOLT

CABLE CLAMP

PRUNER/SAFETY GLASSES

COUPLER

RUBBER GLOVES
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
4s791 41U2024 U.S. POSTMASTER
45792 41212024 CITY OF FIREBAUGH
45793 41312024 CITY OF FIREBAUGH
45794 414/2024 JULIO BARRIOS
45795 41412024 FERNANDO CAMPA
45796 41412024 BRADY JENKINS
4s797 41412024 RODDY A. LAKE
4s798 41412024 SAMPSON LEE
45799 41412024 SANDRA J. MARQUEZ
45800 41412024 SALVADORRAYGOZA
45801 4/4/2024 SILVIA RENTERIA
Check Total: $ 2,550.18
$ 236.88 LATE NOTICES POSTAGE
$ 65,792,64 ME CHECK MARCH 2024
133,077 .18 PAYROLL ENDING 0312912024
3OO.OO HEALTH INSURANCE STIPEND
3OO.OO HEALTH INSURANCE STIPEND
315.00 MONTHLY SALARY ATTENDANCE
335,67 POLICE MEDICAL RETIREE
3OO.OO HEALTH INSURANCE STIPEND
3OO.OO HEALTH INSURANCE STIPEND
35O.OO HEALTH INSURANCE STIPEND
3I5.OO MONTHLY SALARY ATTENDANCE
$
$
$
$
$
$
$
$
$
4s802 41412024 JACQUELTNE TABARES $

Page 2 of 10 ends

3OO.OO HEALTH INSURANCE STIPEND

CITY OF FIREBAUGH ACCOUNTS PAYABLE
WARRANTS ApRrL 1,2024- APRrL 30,2024
Check
Number
45803
Check
Date Name
41412024 U.S. POSTMASTER
Net
Amount Description
$ 1,735.36 UTILITY BILLING APRIL 202
45804 41412024 ALFRED VALDEZ $
45805 4/4/2024 ALBERTO VERDUZCO
45806 414/2024 ALFRED GONZALES
45807 41412024 GILBERT GARDNER
45808 4I5I2O24WESTAMERICABANK
45809 41812024 RITA LOZANO
458I0 4IIII2O24 AT&T MOBILITY
45811 4112/2024 AG & INDUSTRIAL SUPPLY
45814 41t212024 AT&T
45815 4II2I2O24 EDWIN ALEXANDER AYALA
315.00 MONTHLY SALARY ATTENDANCE
3OO.OO HEALTH INSURANCE STIPEND

19.19 MQ CUSTOMER REFLTND

82.56 MQ CUSTOMER REFUND
I4O.OO CASH POLICE DEPT INVESTIG
1 15.18 REFUND TRANSPORTATION GAS
1,297.34 PD INTERNET AND CELLPHONE

34.55 HUS THROTTLE TRIGGER

64.21 HOSE/CAMLOCK/CLAMP

51.70 SOCKET/GLOBAL FITTING
150.46
$
$
$
$
$
$
$
$
$
Check Total: $
4s812 4lt2l2024ARAMARK
Check Total: $
45813 4II2I2O24 ARMSTRONG'S PET WORLD $
654.r2
I4O.7O K9 KONA DOG FOOD
938.42 ALL DEPT INTERNET/TELEPHONE
2,836.00 RETURN MONEY BOOKED
$
$
$
$
$
$
$
$
$
$
$

31.95 44.89

70.45 10s.14

31.95 44.89

70.45 107.11
3r.95

44.89 70.45

CITY HALL

SENIOR CTR
COMMI.INITY SERVICE
SHOP

CITY HALL

SENIOR CENTER

COMMUNITY CENTER
SHOP

CITY HALL

SENIOR CENTER

COMMUNITY CENTER
$
$
$

Page 3 of 10 ends

45816 4II2I2O24 BLUE TO GOLD, LLC 375.00 POLICE TRAINING COURSE

CITY OF FIREBAUGH ACCOUNTS PAYABLE
WARRANTS APRrL 1,2024- APRIL 30,2024
Check
Number
4s8t7 $
Net
Amount Description
44,5OO.OO AUDITED FINANCIAL STATEMENT
45818 4112/2024 CALIFORNIABUILDING STAN $ 312.30 BUILDING STANDARDS ADMIN 45819 4II2I2O24 COMCAST BUSINESS $ 169.73 POLICE DEPT INTERNET 45820 4II2I2O24 DEPT. OF CONSERVATION $ 2,049,43 STRONG MOTION INSTRU Check
Date Name
4112/2024 BRYANT L. JOLLEY
45821 4112/2024 DEPARTMENT OF JUSTICE
Check Total: $
45822 4II2I2O24 FIREBAUGH HARDWARE COi\ $
411212024 FRESNO COLTNTY TREASURET $
$
7O.OO BLOOD ALCOHOL FEBRUARY 20
14O.OO BLOOD ALCOHOL MARCH 2024
210.00

36.68 ELECT COVERDUPLX
162.52 ACCESS FEES MARCHzOZ3
179.00 PRISONER PROCESSING 1/I-3
215.94 PD OFFICE SUPPLIES
3T6.93 PD OFFICE SUPPLIES

45.09 PD CLOROX
$
$
45823
Check Total: $ 34t.52
45824 4112/2024 FRESNO CITY COLLEGE $ 61.00 FIELD TRAINING F.CAMPA 45825 4II2I2O24 GRISWOLD LASALLE COBB D $ 3,126.30 CENCAL BUILDERS AGREEMENT

35.16 WASTEWATER TREATMENT
6,500.00 LEGAL SERVICES MARCH 2024
Check Total: $ 9,661.46
45826 4112/2024 HOME DEPOT CREDIT SERVI( 473.99 SEWERDEPT SUMP PUMP T3230 COMMUNITY CTR-SUPPLIES
254.47 PARKERS PARK/CITY HALL
Check Total: $ 860.76
45827 4II2I2O24MID-VALLEYDISPOSAL $ 38,454.76 SERVICESPERFORMEDMARCH 45828 4II2I2O24 PACIFIC GAS & ELECTRIC $ 1 88.9s TOMA TEK #67 s9522333-9 45829 4112/2024 QUrLL CORPORATTON $ 756.78 JANITORIAL SUPPLIES ALL DEPTS 45830 4112/2024 STAPLES BUSINESS CREDIT
$
$
$
$
$
$
$
$
Check Total: $

Page 4 of 10 ends

577.96

CITY OF FIREBAUGH ACCOUNTS PAYABLE
WARRANTS APRIL 1,2024- APRIL 30,2024
Check
Number
4583 1
Check
Date Name
4/12/2024 STATE FOODS SUPERMARKE' $
$
Net
Amount Description

46.46 WESTSIDE DETECTTVES MEETING
45832 4II2I2O24TCBINVESTIGATIONS $ 1,3OO.OO IAORTZINVESTIGATION 45833 4II2I2O24THESALVATIONARMY $ 13,825.61 HOTMEAL/FOODDISTRIBUTION 45834 4/t212024 U.S. BANK EQUTPMENT FrNAI $ 518.78 RNT/LEASE EQUIP 4120124 45835 411212024 DATAPATH $ 6,082.10 MONTHLYBILLING APRI],2024 45836 4lt2/2024 VERZON WTRELESS 38.01 BRADY'S TABLET INTERNET 45837 411512024 CA-NV SECTION, AWWA $ 1OO.OO 2024 ONLINE COURSE BEN 45838 4115/2024 BENJAMIN GALLEGOS $ 172.50 MEAL PER DIEM CITY LEADER 45839 4/1512024 SILVIA RENTERLA. $ 172.50 MEAL PER DIEM CITY LEADER 45840 4II5I2O24 MCCLATCHY COMPANY LLC $ 867.00 Cl<# 045840->045714 Repla 45841 4117/2024 CITY OF FIREBAUGH $ t27,t06.69 PAYROLL ENDING 0411212024 4s842 412512024 AVID WATER
$
Check Total: $
45843 412512024 ANTHONY'S SHOP
4s844 412s12024 AT&T
4s84s 4125/2024 SEBASTIAN
4s846 4125/2024 AUTOZONE COMMERCTAL (1:
308.93
157.52 FIRE TRUCKREPLACEMENT ST
149.49 FIRE DEPT INTERNET

69.95 SENIOR CENTER ALARM

FLANGE/GASKET/CLAMP

CLAMP/COUPLING

NIPPLE/SPRINKLER

CONCRETE MD(

SPRINKLERAIIPPLE

ENERGZER BATTERY

PD BATTERY

PD RETURN BATTERY

FUEL CAP
NA OE ORANGE 50

FLEX CONNECT

CAR SCENTS/TIOT SHINE FOAM
$
$
$
$
$
t27.35

51.t7

55.27 t9.87
s5.27
$
$
$
$
$
$
$
$
$

9.42 158.ss
(1s8.5s)
t4.03
r07.92

30.99 20.72

Page 5 of 10 ends

CITY OF FIREBAUGTI ACCOUNTS PAYABLE
WARRANTS APRrL 1,2024- APRIL 3002024
Check
Number
45846
Check
Date Name
412512024 AUTOZONE COMMERCIAL (1:

Description

PD HAOLGEN CAPSULE

MICHAEL'S TRUCK BATTERY

FUEL PUMP

POWER STEERING/PULLEY

POWER STEERING PUMP

JULIO'S TRUCK VENT VLACE

AIR FILTER/AIR FILTER/OIL

JOSE'S TRUCK DURALAST

HAOLGEN CAPSTILE

STANDARD RELAY

FD GASKET/COOLANT/WATER

FD BRAKE PADS

PRESSURE HOSE

PW HOSE CLAMPS

PW HOSE CLAMPS RETURN

GMC TRUCK PRESSURE HOSE

FD WASH SPONGE/CHAMOIS

PD BULB

32.39 WIPERS
Net
Amount
$
$
$
$
$
$
$
$
$
$
$
$
$
$
s
$
$
$

4.96 130.61

77.95 64.83

68.40 288.68

84.95 t45.97
t5.96
I 1.87
r55.62

82.04 17.27
s3.43
(53.43)
(t7.27)
r02.95

25.63 Check Total: $ 1,443.50
45847 412512024 BIG G'S AUTOMOTIVE CENTE $
45848 4125/2024 BSK & ASSOCIATES, INC. $
$
$
$
$
$
$
$
$
$
$
$
$
$
$

86.s0
426.50
154,s0
260.75

86.50 171.50

82.2s

48.25 t87.66

86.50 48.25

82.25 2r 1.88

41.88 82.25
LAB
LAB
LAB
LAB
LAB
LAB
LAB
LAB
LAB
LAB
LAB
LAB
LAB
LAB
LAB

ANALYSIS

ANALYSIS

ANALYSIS

ANALYSIS

ANALYSIS

ANALYSIS

ANALYSIS

ANALYSIS

ANALYSIS

ANALYSIS

ANALYSIS

ANALYSIS

ANALYSIS

ANALYSIS

ANALYSIS
45849 4125/2024 BURTON'S FIRE,INC
Check Total: $ 2,057.42
$ 1,004.40 PHOS CHECK A FOAM GAL
$

Page 6 of 10 ends

45850 412512024 COMCAST BUSINESS 236.85 FIRE DEPT INTERNET

CITY OF FIREBAUGH ACCOUNTS PAYABLE
WARRANTS APRIL 1,2024- APRIL 30,2024
Check
Number
4s85 1
4s855
45856
45857
45852 4/25/2024 CORBIN WILLITS SYSTEMS, I $ 1,203.47 ADMINISTRATION C/VV SERVIC 45853 4125/2024 CENTRAL VALLEY TOXICOL( $ 78.00 ALCOHOL ABUSE TESTING 45854 4125/2024 DEPT. OF TRANSPORTATION $ 2,515.37 JANUARY-MARCH 2024 SIGNAL Check
Date Name
4125/2024 COOK'SCOMMI.JNICATIONS $
4125/2024 DISH $
4125/2024 FIREBAUGH AUTO REPAIR $
4125/2024 FIRST BANKCARD $
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
Net
Amount Description
48O.OO PD FORD EXPLORER LABOR

95.37 SEMOR CENTER CABLE
75O.OO PD TRANSMISSION ASSEMBLY
234.69
234.69
234.69
227.00
r49.99
239.88
106.98
3,525.00
296.20
208.00

1.89 42.35
l15.8s
341.96
s.00

51.18 1 18.76
175.89

99.99 BEN ROOM DEPOSIT LAS VEGA

BEN-ROOM DEPOSIT BRADY LA

BEN ROOM DEPOSIT LAS VEGA

BEN-SILVIA ALLEGIANT AIRL
BEN-MCAFEE.COM
BEN-ADOBE.COM

BEN-FEES CHARGES

BEN-ICSC COUNCIL MEMBERS&

BEN-RITA ALASKA AIR CONFE

BEN ALLEGIANT AIR LAS VEG

CITY OF FRESNO PARKING FE

PIO-FEES
PIO-GODADDY.COM

PIO-SOUTHWEST BRADY JENKI
PIO-DYN.COM

PIO-FRESNO COTINTY CLERK

PIO-MPX ACRYLIC BLOCK
PIO-ZOOM.US
PIO-MICROSOFT.COM
45858 4125/2024 FIREBAUGH TOWING $
45859 4125/2024 FRESNO COIINTY TREASURE] $
45860 4125/2024 FRESNO CITY COLLEGE $
Check Total: $ 6,409.99
I25.OO PD TOWING SERVICE
1OO.OO CryIL PROCEDURES LEE PAO

75.00 REGISTRATION OFF. JASONP
4586I 4/25/2024GRAINGER,INC $

Page 7 of 10 ends

441.10 FUSE

CITY OF FIREBAUGH ACCOUNTS PAYABLE
WARRANTS APRIL 1,2024- APRrL 30,2024
Check
Number
45862
Check
Date Name
412512024 GUTHRIE PETROLEUM, INC.

Net
Amount
$ 1,313.60
$ i ,891 .65
$ 1,357.73
$ 1,606.65
$ 2,260.82
Description

BULK UNLEADED GASOLINE

BULK TINLEADED GASOLINE
BULK I.JNLEADED GASOLINE

BULK UNLEADED GASOLINE

BULK DIESEL FUEL

GOODYEAR TIRES POLICE DEP

RADIAL PATCH

TURF MASTER NEW TIRE

TIRE DISPOSAL

RADIAL PATCH

FD GOODYEAR TIRES

PD GOODYEAR TIRES

FD VALVE STEM/TIRES

PW TUBE

PD COOPERTIRES
Check Total: $ 8,430.45
45863 4I25I2O24LIEBERTCASSIDYWHITMOR $ 4,013.00 PROFESSIONALSERVICESMAR 45864 412512024 MANUELS TIRE SERVICE,INC $
$
$
$
$
$
s
$
$
$
539.27

24.26 150.41

10.00 24.27
I ,303.5 1
274.63
1,756.43

63.88 97t.96
Check Total: $ 5,118.62
45865 412512024 MIGUEL'S PLUMBING SERVIC $ 960.00 CITY HALL WOMEN'S RESTROOM 45866 4t25t2024 NApA AUTO PARTS - QUrNN ( $ 128.45 PLIERS/HOSE CLAMP 45867 412512024 NORTHSTAR CHEMICAL $ 3,202.96 SODruM HYPOCHLORITE 45869 412512024 CSG CONSULTANTS,INC. $
$
45868 412512024 PACIFIC GAS & ELECTRIC
Check Total: $ 21,227.71
Check Total: $ 8,42r.71
412512024 STAPLES BUSINESS ADVANT, $
pagJa ot ro
20,356.88 ALL DEPTS #7355932148-L
870.83 FIRE DEPT #3247232548-2
6,954,00 HOME BUILDING FEB 24-MAR2
1,467.71 BUILDING PLAN REVIEW MARCH

31.30 CITY HALL MANILA ENVELOPE
453,15 ALL DEPT WATER SERVICES
215.94 PD BROTHER PRINTER
31693 PD STAPLER/TAPE DISPENSER
$
$
4s870 412s12024 QUrLL CORPORATTON $
45871 4I25I2O24SPARKLETTS $
45872

CITY OF FIREBAUGH ACCOUNTS PAYABLE
WARRANTS APRrL 1,2024- APRIL 30,2024
Check
Number
4s872
Check
Date Name
412512024 STAPLES BUSINESS ADVANT, $
Net
Amount Description

45.09 CLOROX WIPES
577.96

9.8I WATER SENIOR CTR
5O.OO PD PEST CONTROL
(50.00) Ck# 045874 Reversed
Check Total: $
45873 412512024 STATE FOODS SUPERMARKE' $
45874 4/25/2024 TECHNOFLO SYSTEMS $
$
Check Total: $
45875 412512024 THARP'S FARM SUPPLY $
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$

17.60 13.87

33.28 2.98
ts6.02

43.35 82.05

68.23 30,63
(13.38)

20.t9

68.08 18.28

41.62 3.01

17.14 20.70

28.49 34.63

6.65 9.56
t9.76

9.29 9.43

2.47 25.t6

7.87 9.66
l.l2

13.66 4.71

27.32 29.57

AGRI BELT

TIGER GRIP OLD WORK

COUPLING/HOSE SHANK

STUD ANCHORS

PARTS WASHER SOLVENT

BLACK TIES
COVERALLSA{ASTER LOCK

SAFETY GLASS/GLOVES

CONNECTOR/WIRE PLUG

CONNECTOR RETURN

GOOFOFF

SPARK PLUG/FLOOR SWEEP

MOUSE TRAP

AA BATTERIES

LAVENDAR CLEANER
LOCK

GROMMETS/FUEL LINE

DRAIN PLUG/SHUT OFF

OIL FILTER
LAG SCREWffLATWASHER

RUBBER GLOVES

WASP SPRAY

ADAPTER/COUPLER

CURTIS KEYS/SCENTS

SANDING SPONGE

BLACK SPRAY
4 WAY KEY

BLACK TAPE/QLIIK STEEL

WOODRUFF KEYS
DULL ALUM.

BRASS BARB
SULL ALUM.

CHAINA{ASTER LOCKS

Page 9 of 10 ends

CITY OF FIREBAUGII ACCOUNTS PAYABLE
WARRANTS APRIL 1,2024- APRIL 30,2024
Check
Number
4587s
Check
Date Name
4/2512024 THARP'S FARM SUPPLY
Net
Amount

17.55 2.60
tI.54

6.80 8.04
t3.44

45.39 52.64

27.92 70.5r

62.54 s3.98

82.70 (74.22)

9.99 10.37

13.86 I 18.36
Check Total: $ 1,397.01
Description

COUPLING/CONNECTORS
STRAP

HOSE WASHERAIOZZLE

WATER NOZZLE

GARDEN VALVE

SCREW CLEVIS
V BELT

TAPE BLACK

BRASS VALVE

DRTVE BELTNVX FILTER

CHISEL ROIIND/SCALING CHISEL

ROTATING TOOL

BLEACWCLAW HAMMER

FILTER RETURN

HEX NUT/THREAD

DRILL BIT

BRASS VALVEAIIPPLE

WOOD HANDLE BOW RAKE

INTEREST FEES

TRIMMER LINE
V-BELT

LINE ILB
BLADE

ENGINE OIL
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
45876 412512024 THOMASON TRACTOR COMP $
s
$
$
$
$

6.20 t0.79
124.92

16.19 114.15

87.07 Check Total: $ 359.32
45877 4125/2024 TWO BROTHERS CATHODIC S $ 1,388.96 WATER TREATMENT PLANTS 45878 4/2512024 U.S. BANK EQUIPMENT FrNAr $ 524.19 RNT/LEASE EQUrP 45879 4I3OI2O24 CITY OF FIREBAUGH $ 60,632.23 IINITED SEC BANK-PAYROLL

Page 10 of 10 ends

TO:

FROM:

DATE:

SUBJECT:

Elsa Lopez and Council Mernbers
Mario Gouveia, City Engineer
June3,2024
Resolution No. 24-20 - A Resolution of the City Council of the City of Firebaugh Confirming the Diagram and Assessment of Annual Levy for Fiscal Year 2024-2025 for Landscaping and Lighting Maintenance District No. I (Pursuunt to the Landscaping and Lighting Act of 1972) RECOMMENDATION:

1. Conduct a public hearing to receive testimony regarding proposed 2024-2025 assessments for the City of Firebaugh's Citywide Landscaping and Lighting Maintenance District No. l.

2. Council by motion adopt Resolution No. 24-20 confirming the diagram and assessments for the annual levy of the City of Firebaugh's Landscaping and Lighting Maintenance District No. I for Fiscal Year 2024-2025 and direct the Deputy City Clerk to file the annual Engineer's Report with the County of Fresno, California.

BACKGROUND:

On April 01, 2024, the City Council designated Gouveia Engineering, Inc. as the Engineer of Work and directed the filing of the City of Firebaugh Citywide Landscape and Lighting Maintenance Assessment District (LLMD) No. I Preliminary Engineer's Report for Fiscal Year 2024-2025.

On May 6,2024, the City Council declared the intention to order improvements and levy and collect assessments for the City of Firebaugh Citywide Landscape and Lighting Assessment District No. I for Fiscal Year 2024-2025 and set the Public Hearing date for Jwe03,2024.

DISCUSSION:

The Landscape and Lighting Act of 1972 requires that an annual review and updated Engineer's Report be prepared to set Landscaping and Lighting Maintenance Assessment District rates each fiscal year. The Fiscal Year 2024-2025 assessments in the City of Firebaugh Citywide Landscaping and Lighting Maintenance Assessment District No. I Final Engineer's Report will be assessed on the Fiscal Year 2024-2025 property tax roll. As a part of the process, the Landscaping and Lighting Act of 1972 requires that an Engineer's Report must be filed and a Public Hearing be held.

The Engineer's Report for the LLMD contains a detailed description of the improvements being maintained, the boundaries of the Assessment District, and the proposed assessment for each property within the Assessment District and is on file with the Deputy City Clerk for review. No annexations of new property have occurred to the District over the past year.

FISCAL IMPACT:

It is anticipated the City of Firebaugh will collect approximately $66,077.82 from the City of Firebaugh Citywide Landscaping and Lighting Maintenance District No. I Assessments to cover estimated maintenance, utility and administration expenses for Fiscal Year 2024-2025.

ATTACHMENT:

Resolution No. 24-20
790.02 -2024
Page I of 1
RESOLUTION NO. 24-20

A RESOLUTION OF'THE CITY COUNCIL OF THE CITY OF FIREBAUGH CONF'IRMING THE DIAGRAM AND ASSESSMENT OF AI\NUAL LEVY F'OR FISCAL YEAR 2024-2025 FOI(- LANDSCAPING AND LIGHTING MAINTENANCE DISTRICT NO. 1
(Pursuant to the Landscaping and Lighting Act of 1972)
WHEREAS, pursuant to the Landscaping and Lighting Act of 1972 (Streets & Highways Code' 22500 et seq.) (the "Act"), the City Council of the City of Firebaugh declared its intention to form, conducted all proceedings to form and did form Landscaping and Lighting Maintenance District No. I of the City of Firebaugh (the "District"), and has thereafter levied and collected the first assessment and subsequent annual assessments for maintenance and operation of landscaping, street lighting and other permanent improvements which constitute a portion of the public street, sidewalk and drainage syst€ms within the District (collectively, the "Improvements") and which provide direct special benefits to the various parcels assessed over and above benefits conferred on the public at large; and WHEREAS, the City Engineer has prepared and filed with the City Clerk a report entitled "Engineer's Report of the City of Firebaugh Landscape and Lighting Maintenance District No.1,2024-2025," dated May 2024 (the "Annual Levy Report"), to which reference is hereby made, which Annual Levy Report contains a description of the existing Improvements in the District, the boundaries of the District and any zones therein, and the general location and proposed assessments on the assessable lots and parcels of land within the District; and WHEREAS, the City Engineer also has prepared and filed with the City Clerk maps of the boundaries of the Distric[ and
WHEREAS, on May 6, 2024, the City Council adopted Resolution No. 24-20, "A RESOLUTION OF INTENTION OF THE CIry COUNCIL OF THE CITY OF FIREBAUGH TO LEVY AND COLLECT THE ANNUAL ASSESSMENTS DISTRICT NO. I (Pr.rrsrzant to the Landscaping and Lighting Act of 1972), whereby the City Council declared its intention to levy and collect the annual assessments for operation and maintenance of the Improvements within the District for the 2024-2025 fiscal year; and WHEREAS, the amount of the assessments proposed in the Annual Lely Report for the 2024-2025 fiscal year, except those assessments on the lots and parcels of land within Zone A (Tract No. 5529), are the same or less than the amount of the District assessments in all previous fiscal years; and WHEREAS, the assessments on the lots and parcels within Zote A (Tract No. 5529) were proposed to increase by the change in the Consumer Price Index-U for the San Francisco Bay area as of December 2007 (the "CPI") over the December 2007 base year CPI, not to exceed three percent, as previously approved by a majority vote of the owners of the lots and parcels in Zone A voting in a land owner ballot proceeding on the issue of the assessment conducted on August 6,2007, in accordance with Article XIIID of the California Constitution and Section53753 of the California Govemment Code; therefore, the proposed assessments on the lots and parcels in Zone A for fiscal year 2024-2025 are not deemed increased for purpose ofthese proposed annual assessment proceedings; and WHEREAS, the assessments on the lots and parcels within Tract Nos. 6257, 6313, & 6314 were proposed to increase by the change in the Consumer Price Index-U for the San Francisco Bay area as of December 2021 (the "CPI") over the December 2021 base year CPI, not to exceed three percent, as previously approved by a majority vote of the owners of the lots and parcels Tract Nos. 6257 ,6313, & 6314 voting in a land owner ballot proceeding on the issue of the assessment conducted on December 0J,2020, in accordance with Article XIIID of the California Constitution and Section 53753 of the Califomia Government Code; therefore, the proposed assessments on the lots and parcels in Tract Nos. 6257 , 6313, & 6314 for fiscal year 2024-2025 are not deemed increased for purpose of these proposed annual assessment proceedings; and
WHEREAS, the assessments on the lots and parcels within Tract No. 6252 were proposed to increase by the change in the Consumer Price Index-U for the San Francisco Bay area as of December 2021 (the "CPI") over the December 2021 base year CPI, not to exceed three percent, as previously approved by a majority vote of the owners of the lots and parcels Tract No. 6252 voting in a land owner ballot proceeding on the issue of the assessment conducted on March Ol, 2021, in accordance with Article XIIID of the California Constitution and Section 53753 of the Califomia Government Code; therefore, the proposed assessments on the lots and parcels in Tract No. 6252 for fiscal year 2024- Page-1-of3
2025 are not deemed increased for purpose ofthese proposed annual assessment proceedings; and WIIEREAS, the proceeds of the assessments to be levied on the lots and parcels in the District will be used exclusively to finance the expenses for operation and maintenance of the Improvements for the 2024-2025 fiscal year, which operation and maintenance will provide direct special benefits to the various lots and parcels in the District, over and above the benefits conferred on the public at large; and WHEREAS, the amount of the assessment on each lot or parcel in the District is proportional to and no greater than the special benefits conferred on such lot or parcel from operation and maintenance of the Improvements described in the Annual Levy Report; and
WHEREAS, after notice by publication of the Resolution of Intention as required by the Act, the City Council conducted a public hearing and heard and considered all objections and protests to proposed assessments on all lots and parcels within the District for fiscal year 2024-2025;
TIIEREI'ORE, the City Council of the City of Firebaugh resolves finds and determines as follows:

1. The recitals, findings and determinations in the Resolution of Intention are hereby restated and confrrmed. The recitals in the Resolution of Intention and in this resolution, above, are true and correct.

2. The map of the boundaries of the District, prepared by the City Engineer, is hereby approved.

3. The territories within the District, whose boundaries are set forth in the Annual Levy Report, are the territories directly and specially benefited, over and above the benefits conferred on the public at large, from operation and maintenance of the Improvements described in the Annual Levy Report.

4. The hearing on the annual levy of assessments in the District for fiscal year 2024-2025 was noticed and held in accordance with law.

5. The Annual Levy Report, including the diagram of the District and the assessment of the estimated costs of operation and maintenance of the Improvements contained in the Annual Levy Report, and each and every part of the Annual Levy Report, are finally adopted, confirmed and approved.

6. The assessment diagram showing the District and the lots and parcels of land within the District, all as contained in the Annual Levy Report, is finally approved and confirmed as the diagram of the lots and parcels within.the District to be assessed to pay the costs of operation and maintenance of the Improvements described in the Annual Levy Report.
7 . The assessment of the total amount of the costs and the individual assessments thereof on the lots and parcels within the District, in proportion to the direct special benefits to be conferred on each such lot or parcel from operation and maintenance of the Improvements, and of the expenses incidental thereto, as set forth in the Annual Levy Report, is finally approved and confirmed as the annual assessment for the 2024-2025 fiscal year to pay such costs.

8. The levy of the arurual assessments within the District for fiscal year 2024-2025, as described in the Resolution of Intention and the Annual Levy Report, is hereby ordered.

9. The City Clerk is directed to record this resolution confirming the diagram and assessment for the annual levy for 2024-2025 of Assessment District No. I with the County of Fresno.

10. The Engineer of Work is directed to prepare and submit the levy of assessments to the Fresno County Auditor-Controller Treasurer-Tax Collector for placement on the Fiscal Year 2024-2025 secured property tax roll.

I l. This resolution shall take effect immediately upon adoption. **:*:**!
1 CERTIF'ICATION
The foregoing resolution was introduced and adopted at a regular meeting of the City Council of the City of Firebaugh held on the 3'dDay of June, 2024,by the following vote, to wit:

AYES:

NOES:

ABSENT:

ABSTAIN:

APPROVED: ATTEST:

Elsa Lopez, Mayor Rita Lozano, Deputy City Clerk
ATTEST:

I, hereby certiff that the forgoing resolution was regularly introduced, passed and adopted at a regular meeting ofthe City Council ofthe City of Firebaugh this 3rd day ofJune 2024.

Rita Lozano, Deputy City Clerk of the City of Firebaugh -J-

CITY OF FIREBAUGH

FRESNO COUNTY, CALIFORNIA

LANDSCAPING AND LIGHTING MAINTENANCE
DISTRICT NO. 1

ENGINEER'S REPORT
2024-2025
MAY 2024

GOUVEIA ENGINEERING

ENGINEER'S REPORT
LANDSCAPING AND LIGHTING MAINTENANCE DISTRICT NO. 1
(Pursuant to the Landscaping and Lighting Act of 1972)
The undersigned respectfully submits the enclosed report as directed by the City Council, Dated: May 6,2024
P.E., Engineer of Work
I HEREBY CERTIFY that the enclosed Engineer's Report, together with Assessment and Assessment and Boundary Diagrams thereto attached was filed with me on the 6th day ol May,2A24.

Rita Lozano, City Clerk, City of Firebaugh,
Fresno County, California
By
Rita Lozano
I HEREBY CERTIFY that the enclosed Engineer's Report, togetherwith Assessmenl and Assessment and Boundary Diagrams thereto attached was approved and confirmed by the City Council of the City of Firebaugh, California, on the 3rd day of June,2024.

Rita Lozano, Cig Clerk, City of Firebaugh,
Fresno County, California
Rita Lozano
I HEREBY CERTIFY that the enclosed Engineer's Report, together with Assessment and Assessment and Boundary Diagrams thereto attached was filed with the County Auditor of the County of Fresno pursuant to Section 22641 ot the Streets and Highways Code.

Rita Lozano, City Clerk, City of Firebaugh,
Fresno County, California
By
790.02 - 2024 E.R. - 1
Rita Lozano

ENGINEER'S REPORT
LANDSCAPING AND LIGHTING MAINTENANCE DISTRICT NO. 1
(Pursuant to the Landscaping and Lighting Act of 1972)
The undersigned, Engineer of Work for the Assessment District, City of Firebaugh, Fresno County, California, makes this report, as directed by the City Council, pursuant to Section 22585 of the Streets and Highways Code (Landscaping and Lighting Act of 1972).

The improvements which are the subject of this report are briefly described as follows:

1. Storm Drainage Facilities

2. Landscape Maintenance

3. Lighting

4. Flood Control Levee
This report consists of six parts as follows:

PART A. Plans and Specifications and description of district formation.

PART B. An estimate of the cost of the improvements.

PART C. An assessment of the estimated cost of the improvements on each benefited parcel of land within the assessment district.

PART D. A statement of the method by which the undersigned has determined the amount proposed to be assessed against each parcel.

PART E. A list of the names and addresses of the owners of real property within this assessment district, as shown on the last equalized assessment roll for taxes, or as known to the Clerk.

The list is keyed to Exhibit C by assessment number.

PART F Assessment and boundary diagrams showing all of the parcels of real property within this assessment district and the description of the Landscaping and Lighting Maintenance District No. 1 boundary, The Assessment Diagram is keyed to Part C by assessment number.

Respectfully submitted,
790.02 - 2024 E.R. - 2
Engineer of Work
PART A

PLANS AND SPECIFICATIONS AND DISTRICT BOUNDARY
LANDSCAPING AND LIGHTING MAINTENANCE DISTRICT NO, 1
(Pursuant to the Landscaping and Lighting Act of 1972)

PLANS AND SPECIFICATIONS
The plans and specifications for the street landscaping and lighting and storm drainage improvements to be maintained are on file at the Public Works Department of the City of Firebaugh and are incorporated herein by reference.

DISTRICT FORMATION
WHEREAS, on October 1 , 1990, the City Council of the City of Firebaugh directed inclusion of the storm drainage basin serving Tracts 4010 and 4060 in the landscaping and lighting maintenance district to provide funding to finance the improvement of said storm drainage basin and its maintenance, and WHEREAS, on December 5, 1991, the Planning Commission of the City of Firebaugh approved the Tentative Subdivision Map of Tract 4608, in the City of Firebaugh, County of Fresno, State of California, subject to the terms of the "Conditions of Approval," which provided for the annexation to the existing landscaping and lighting maintenance district to provide funds to the City for the maintenance of the public lighting within street rights-of-way and landscaping within a landscaping easement included as a part of said district; and
WHEREAS, on February 18, 1991, the City Council of the City of Firebaugh directed the inclusion of Hacienda Villa Apartments, for storm drainage purposes, in the landscaping and lighting maintenance district to provide funding to finance the improvement of said storm drainage basin and its maintenance; and
WHEREAS, on August 31,1992, the City Council of the City of Firebaugh directed the inclusion of Tract No. 4459, Riverview Estates, for storm drainage purposes, in the landscaping and lighting district to provide funding to finance the improvement of said storm drainage basin and its maintenance; and WHEREAS, on August 2, 1993, the City Council of the City of Firebaugh directed the inclusion of Tract No. 4608, Riverview Estates #2, for storm drainage purposes, in the landscaping and lighting district to provide funding to finance the improvement of said storm drainage basin and its maintenance; and WHEREAS, on December 20, 1999, the City Council of the City of Firebaugh directed the inclusion of Tract No. 4850, Circa Del Rio, for storm drainage purposes, in the landscaping and lighting district to provide funding to finance the maintenance of lighting and landscaping and the improvement of said storm drainage basin and its maintenance; and
WHEREAS, on March 19,2001, the City Council of the City of Firebaugh ordered annexation and the inclusion of Phase I Tract 4851, (Cerca Del Rio ll), for the maintenance of the public lighting and other improvements within street rights-of-way and for storm drain purposes, in the landscaping and lighting district to provide funding to finance such improvements and their maintenance; and WHEREAS, on March 19,2001, the City Council of the City of Firebaugh ordered annexation and inclusion of Phases ll and lll of Tract4851 (Cerca Del Rio ll), forthe maintenance of the public lighting and other improvements within street rights-of-way and for storm drain purposes, in the landscaping and lighting district to provide funding for such improvements and their maintenance; and WHEREAS, on March 19, 2001, the City Council of the City of Firebaugh ordered annexation and inclusion of Parcel "A" of Parcel Map 94-1, for maintenance of the public lighting and other improvements within the street rights-of-way and for storm drain purposes, in the landscaping and lighting district to provide funding for such improvements and their maintenance; and
790.02 - 2024 A-1
WHEREAS, on May 17,2004 the City Councilof the City of Firebaugh ordered annexation and inclusion of Iract 5202 (Cerca Del Rio lll), for maintenance of the public lighting and other improvements within the street rights-of-way and for storm drain purposes, in the landscaping and lighting district to provide funding for such improvements and their maintenance; and
WHEREAS, on July 18,2005, the City Councilof the City of Firebaugh ordered annexation and inclusion of Tract No. 5367, for maintenance of the public lighting and other improvements within the street rights-ofway and for offsite storm drain purposes, in the landscaping and lighting district to provide funding for such improvements and their maintenance; and
WHEREAS, on September 19, 2005, the City Council of the City of Firebaugh ordered annexation and inclusion of Tract 5529, for maintenance of the public lighting and other improvements within the street rights-of-way, for storm drain purposes and for the maintenance of the flood control levee and flood wall in the landscaping and lighting district to provide funding for such improvements and their maintenance; and WHEREAS, the annual cost to maintain the Flood Control Levee, Flood Control Wall and Drainage Basin appurtenant to Tract 5529 will increase, therefore, the annual assessments for the maintenance of the Flood Control Levee should be increased in an amount consistent with a national consumer index inflation rate.

WHEREAS, on December 07,2020, the City Council of the City of Firebaugh ordered annexation and inclusion of Tract No. 6257, 6313, and 6314, for maintenance of the public lighting and other improvements within the street rights-of-way and for offsite storm drain purposes, in the landscaping and lighting district to provide funding for such improvements and their maintenance; and WHEREAS, on March 1, 2021, the City Council of the City of Firebaugh ordered annexation and inclusion of Tract No. 6252, for maintenance of the public lighting and other improvements within the street rights-ofway and for offsite storm drain purposes, in the landscaping and lighting district to provide funding for such improvements and their maintenance.
790.02 - 2024 A-2
PART B

ESTIMATE OF COST

CITY OF FIREBAUGH
LANDSCAPING AND LIGHTING MAINTENANCE DISTRICT NO. 1

ENGINEER'S COST ESTIMATE
2024-2025
ESTIMATE OF ASSESSMENT DISTRICT IMPROVEMENT COSTS (excluding Tract 5529, 6257,6313, 6314, &6252)
The estimate of Assessment District improvement costs for fiscal year 2024-2025 is as follows:

1. MAINTENANCE COSTS (Drainage Basins) $ 2,526.00

2. MAINTENANCE COST (Landscaping Valle de Paz) 20,861.00

3. STREET IMPROVEMENTS (Lighting)
a. COSTS AND MAINTENANCE 19,899.00

4. INCIDENTAL COSTS
a. LEGAL FEES 63.00
b. ENGINEERING FEES 4,OOO.OO
c. DISTRICT ADMINISTRATIVE COSTS
d. COUNTY PROCESSING FEE
$ 47,349.00
$ 17,296.00
ESTIMATE OF ASSESSMENT DISTRICT IMPROVEMENT COSTS FOR TRACT 5529 (VAIIC dEI SOI) The estimate of Assessment District improvement costs for fiscal year 2024-2025 is as follows:
$ 2,526.00
20,861.00
1 2
3 4
5 TOTAL COSTS

TOTAL COST TO ASSESSMENT
MAINTENANCE COSTS (Drainage Basins)
MAINTENANCE COST (Flood Control Levee)
STREET IMPROVEMENTS (Lighting)
a. COSTS AND MAINTENANCE

INCIDENTAL COSTS
a. LEGAL FEES
b. ENGINEERING FEES
c. DISTRICT ADMINISTRATIVE COSTS
d. COUNTY PROCESSING FEE

RESERVE FUND

TOTAL COSTS

TOTAL COST TO ASSESSMENT
19,899.00

63.00 4,000.00
300.00
$
$
47,649.00
23,346.72
790.02 - 2024 B-1
ESTIMATE OF ASSESSMENT DISTRICT IMPROVEMENT COSTS FOR TRACT 6257 ,6313, & 6314 (Greystone Estates)
The estimate of Assessment District improvement costs for fiscal year 2024-2025 is as follows:
1 2
MAINTENANCE COSTS (Storm Drains) $
MAINTENANCE COST (Landscape Maintenance)
a. ANNUAL LANDSCAPE MAINTENANCE & IMPROVEMENTS
b. GRAFITTIABATEMENT OF DECORATIVE WALL
STREET IMPROVEMENTS (Lighting)
a. COSTS AND MAINTENANCE

INCIDENTAL COSTS
a. LEGAL FEES
b. ENGINEERING FEES
c. COUNTY PROCESSING FEE
d, CITY OVERHEAD AND ADMINISTRATION
TOTALCOSTS $
TOTALCOSTTOASSESSMENT $
MAINTENANCE COSTS (Storm Drains) $
MAINTENANCE COST (Landscape Maintenance)
a. ANNUAL LANDSCAPE MAINTENANCE & IMPROVEMENTS
b. GRAFITTIABATEMENT OF DECORATIVE WALL
STREET IMPROVEMENTS (Lighting)
a. COSTS AND MAINTENANCE

INCIDENTAL COSTS
a. LEGAL FEES
b. ENGINEERING FEES
c. COUNTY PROCESSING FEE
d. CITY OVERHEAD AND ADMINISTRATION
TOTAL COSTS $
TOTAL COST TO ASSESSMENT $
1,385.66
4,004.62
2,185.45
1,802.99

43.70 1,639.09
109.27
546.36
3 4
ESTIMATE OF ASSESSMENT DISTRICT IMPROVEMENT COSTS FOR TRACT 6252 (Del Rio Estates) The estimate of Assessment District improvement costs for fiscal year 2024-2025 is as follows:
11,717.14
1"t,716.64
359.62
7687.99
2,185.45
1,147.36

43.70 1,639.09
109.27
546.36

1. 2.

3. 4.
13,718.84
13,718.46
790.02 - 2024 B-2
PART C

ASSESSMENT ROLL

CITY OF FIREBAUGH

FRESNO COUNTY, CALIFORNIA
LANDSCAPING AND LIGHTING MAINTENANCE DISTRICT NO. 1

ASSESSMENT

DIAGRAM NUMBER
(TRACT NO.4010)
(Fiscal Y ear 2024-2025) ASSESSOR'S TOTAL
CODE LOT NO. PARCEL NUMBER ASSESSMENT
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
1 2
3 4
5 6
7 8
9 10
11 12
13 14
15 16
17 18
19 20
21 22
23 24
65 66
67 68
69 70
71 72
73 74
75 76
77 78
79 80
81 82
83 84
24 23
22 21
20 19
18 17
16 15
14 13
12 11
10 9
8 7
6 5
4 3
2 1
40 39
38 37
36 35
34 33
32 31
30 29
28 27
26 25
57 56
55 54
00726124
00726123
00726122
00726121
00726120
007261"t9
00726118
007261't7
00726116
00726115
00726114
00726113
00726112
00726111
00726110
00726109
007261 08
00726107
007261 06
007261 05
00726104
007261 03
00726102
00726101
00727101
00727102
00727103
00727104
00727105
00727106
00727107
00727108
00727109
00727110
00727111
00727112
00727113
00727114
00727115
00727116
00727208
00727209
00727210
00726214
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$3s.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
790.02 - 2024 c-1

ASSESSMENT

DIAGRAM NUMBER
85 86
87 88
89 90
91 92
93 94
95 96
97 98
99 100
101
102
103
104
(TRACT NO.4060)
25 26
27 28
29 30
31 32
33 34
35 36
37 38
39 40
41 42
43 44
45 46
47 48
49 50
51 52
53 54
55 56
57 58
59 CODE LOT NO.
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
790.02 - 2024 2
(Fiscal Y ear 2024-2025)

ASSESSOR'S TOTAL

PARCEL NUMBER ASSESSMENT
00726213
00726212
00726211
00726210
00726209
00726208
00726207
00726206
00726205
00726204
00726203
00726202
00726201
00727201
00727202
00727203
00727204
00727205
00727206
00727207
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
00728123S
007281225
007281215
007281205
007281 1 95
007281 1 85
007281175
007281 165
007281 1 55
007281 145
007281 1 35
007281125
007281 1 1S
007281 1 0S
007281 09S
007281 085
007281 07S
007281 06S
007281 05S
007281 04S
007281 03S
007281 02S
0072821 8S
007282175
00728216S
00728215S
007282145
007282135
007282125
007282115
0072821 0S
00728209S
00728208S
007282075
00728206S
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00

ASSESSMENT

DIAGRAM NUMBER
(Fiscal Y ear 2024-2025) ASSESSOR'S TOTAL
CODE LOT NO. PARCEL NUMBER ASSESSMENT
60 6024
61 6024
62 6024
63 6024
64 6024
(TRACT NO.44s9)
105 6024
106 6024
107 6024
108 6024
109 6024 110 6024
111 6024
112 6024
113 6024
114 6024
115 6024 116 6024
117 6024
118 6024
119 6024
120 6024
121 6024
122 6024
123 6024
124 6024
125 6024
126 6024
127 6024
128 6024
129 6024
130 6024
131 6024
132 6024
133 6024
134 6024
135 6024
136 6024
137 6024
138 6024
139 6024
140 6024
141 6024
142 6024
143 6024
144 6024
145 6024
146 6024
147 6024
148 6024
149 6024
150 6024
151 6024
152 6024

HACIENDA VILLA APARTMENTS
153 6024
00728205S
007282045
00728203S
007282025,
00728201 S
007291 01 S
007291 02S
007291 035
007291 04S
007291 05S
007291 065
007291 07S
007291 08S
007291 09S
007291 1 0S
007291 1 1 S
007291125
007291 1 3S
007291145
007291 1 55
007292015
007292025
00729203S
007292045
00729205S
00729206S
007292075
00729208S
00729209S
007293245
00729323S
007293225
00729321 S
00729320S
0072931 9S
0072931 8S
007293175
00729316S
007293 1 5S
00729314S
0072931 35
007293125
0072931 1S
0072931 0S
00729309S
00729308S
00729307S
00729306S
00729305S
00729304S
00729303S
00729302S
00729301 S
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
790.02 - 2024 3
00730228 $2,356.00

ASSESSMENT

DIAGRAM NUMBER
(TRACT
CODE LOT NO.
(Fiscal Y ear 2024-2025)

ASSESSOR'S TOTAL

PARCEL NUMBER ASSESSMENT
NO.4608)
154
155
156
157
158
159
160
161
162
163
164
165
166
167
168
169
170
171
172
173
174
175
176
177
178
179
180
181
182
183
184
185
186
187
188
189
190
191
192
193
194
195
196
197
198
199
200
201
202
203
204
205
206
207
208
0072921 0S
007292115
007292125
0072921 35
007292't4S
0072921 55
007292165
007292175
0072921 85
007291175
007291 1 8S
007291 1 95
00729120S
00729',!21S
007291225
007291235
00729',t245
007291255
007291265
00729127S
007291285
007291295
007291 30S
007291 31 S
007302275
00730226S
00730225S
007302245
00730223S
007302225
00730221S
00730220s
0073021 95
0073021 8S
00730217S
007302165
0073021 55
00730214S
007302 1 3S
00730212S
0073021 1 S
007302 1 0s
00730209s
00730208s
00730207s
00730206s
00730205s
00730204s
00730203s
00730202s
00730201s
007301 08s
007301 07s
007301 06s
007301 05s
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
1 2
3 4
5 6
7 8
9 10
11 12
13 14
15 16
17 18
19 20
21 22
23 24
44 43
42 41
40 39
38 37
36 35
34 33
32 31
30 29
28 27
26 25
24 23
22 4
3 2
1 14
15 16
17 790.02 - 2024 c 4

ASSESSMENT

DIAGRAM NUMBER
(Fiscal Y ear 2024-2Q25)

ASSESSOR'S TOTAL
CODE LOT NO. PARCEL NUMBER ASSESSMENT
1 2
3 4
5 6
7 8
o
10 11
12 13
14 15
16 17
(TRACT
(TRACT
007301 04s
007301 03s
007301 02s
007301 01 s
007301 17S
007301 165
007301 1 55
007301 14S
007301 1 35
007301 125
007301 1 1 S
007301 1 0s
007301 09s
00731 1 01 S
00731 1 02S
00731 1 03S
00731 104S
0073 1 1 05S
00731 1065
00731 107S
00731 1 08S
00731 1 09S
00731 1 1 0S
00731111S
00731 1 125
00731 1 1 35
00731 1 145
00731 1 1 55
00731 1 165
00731 1 175
00731 1 185
00731 1 195
00731 120S
00731 1 21 S
00731201 S
00731202S
00731203S
00731204S
00731205S
0073'1206s
00731207S
007312085
007312095
0073121 0S
0073121 1S
007312125
0073121 35
007312145
0073121 5S
007312165
0073't2175
0073 1 21 8S
00731 21 95
007312205
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
209 6024
210 6024
211 6024 212 6024
213 6024
214 6024
215 6024
216 6024
217 6024
218 6024
219 6024 220 6024
221 6024
NO 4851, PHASE t)
222 6024
223 6024
224 6024 225 6024
226 6024
227 6024
228 6024
229 6024
230 6024
231 6024
232 6024 233 6024
234 6024
235 6024 236 6024
237 6024
238 6024
NO.4851, PHASE t)
239 6024
240 6024
241 6024
242 6024
243 6024
244 6024
245 6024
246 6024
247 6024
248 6024
249 6024
250 6024
251 6024
252 6024
253 6024
254 6024
255 6024 256 6024 257 6024
258 6024
259 6024
260 6024
261 6024
262 6024
18 19
20 21
5 6
7 8
9 10
11 12
13 00
00 00
00 00
00 00
00 00
00 00
00 00
00 00
00 00
$35.
$35.
$35.
$35.
$35.
$35.
$35.
$35.
$35.
$35.
$35.
$35.
$35.
$35.
$35.
$35.
$35.
18 19
20 21
22 23
24 25
26 27
35 28
29 30
31 32
33 34
36 37
38 39
40 41
790.02 - 2024 c-5

ASSESSMENT
DIAGRAM NUMBER CODE LOT NO.
(PORT|ON OF REMATNDER PARCEL, TRACT 4850)
263 6024
(PARCEL MAP 94-1, PARCEL
..Arr)
264 6024
(TRACT NO.4851, PHASE il)
265 6024 1
266 6024 2
267 6024 3
268 6024 4
269 6024 5
270 6024 6
271 6024 7
272 6024 8
273 6024 I
274 6024 10
275 6024 "11
276 6024 12
277 6024 13
278 6024 14
279 6024 15
280 6024 16
281 6024 17
282 6024 18
283 6024 19
284 6024 20
285 6024 21
286 6024 22
287 6024 23
288 6024 24
289 6024 25
290 6024 26
291 6024 27
292 6024 28
293 6024 29
294 6024 30
295 6024 31
296 6024 32
297 6024 33
298 6024 34
299 6024 35
300 6024 36
301 6024 37
(TRACT NO.4851, PHASE ill)
302 6024 1
303 6024 2
304 6024 3
305 6024 4
306 6024 5
307 6024 6
308 6024 7
309 6024 8
310 6024 9
311 6024 10
312 6024 11
313 6024 12
(Fiscal Y ear 2024-2025)

ASSESSOR'S TOTAL

PARCEL NUMBER ASSESSMENT
007251 02S $1,284.00
00706222 $1 11.00
007312395
00731 238S
00731 237S
007312365
007312355
00731234S
007312335
00731232S
00731231S
00731230S
007312295
00731228S
00731227S
007312265
00731225S
007312245
00731223S
007312225
007312215
00731 31 8S
00731 31 75
00731 31 65
00731 31 5S
00731 31 4S
00731 31 35
00731 31 25
0073131 1S
00731 31 0S
00731 3095
00731308S
00731307S
00731 3065
0073'1305s
00731 304S
00731 3035
00731 302S
00731 301 S
00731 335S
00731 334S
00731 333S
00731 332S
00731 331 S
00731 330S
00731 329S
00731 328S
00731 3275
00731 3265
00731 325S
00731 324S
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$3s.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
790.02 - 2024 c-6

ASSESSMENT

DIAGRAM NUMBER
314
315
316
317
318
319
320
321
322
323
324
325
326
327
328
329
330
331
332
333
334
335
336
337
338
339
340
341
342
343
344
(TRACT 5202)
346
347
348
349
350
351
352
353
354
355
356
357
358
359
360
361
362
363
364
365
366
367
368
369
CODE LOT NO.
(Fiscal Y ear 2024-2025) ASSESSOR'S TOTAL

PARCEL NUMBER ASSESSMENT
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
13 14
15 16
17 18
19 20
21 22
23 24
25 26
27 28
29 30
31 32
33 34
35 36
37 38
39 40
41 42
43 1
2 3
4 5
6 7
8 I
10 11
12 13
14 15
16 17
18 19
20 21
22 23
24 00731 3235
00731 322S
00731321S
00731 320S
00731 31 9S
0073141 1S
0073141 0S
00731409S
00731408S
00731407S
007314065
007314055
00731404S
007314035
00731402S
00731401S
00732'101s
007321 02S
007321 03S
007321 04S
007321 05S
007321 065
007321 07S
007321 08S
007322075
00732206S
00732205S
007322045
00732203S
007322025
00732201 S
007291 555
007291 54S
007291 535
007291525
007291 51 S
007291 50S
007291495
00729148S
007291475
007291465
00729145S
007291445
00729143S
007291425
00729141 S
00729140S
007291 39S
007291 38S
007291 37S
007291 36S
007291 35S
007291 34S
007291 33S
007291325
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$3s.00
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
790.02 - 2024 c-7

ASSESSMENT

DIAGRAM NUMBER
370
371
372
373
374
375
376
377
378
379
380
381
382
383
(TRACT 5367)
384
385
386
387
388
389
390
391
(TRACT 5529)
392
393
394
395
396
397
398
399
400
401
402
403
404
405
406
407
408
409
410
411
412
413
414
415
416
417
418
419
420
421
422
423
CODE LOT NO.
(Fiscal Y ear 2024-2025)

ASSESSOR'S TOTAL

PARCEL NUMBER ASSESSMENT
007294145
0072941 3S
007294125
007294115
0072941 0S
00729409S
00729408S
007294075
00729406S
00729405S
00729404S
00729403S
007294025
00729401 S
00734101S
007341 025
007341 03S
00734104S
007341055
007341 06S
00734107S
007341 08S
00734109S
007341 10S
007341 1 1S
007341125
00735501S
00735502S
00735503S
00735504S
00735505S
007341 1 35
007341 145
007341 1 55
007341 165
007341175
007341 1 85
007341 1 95
00734120S
00734121S
007341225
007341235
007341245
00734125S
00734126S
00734127S
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
25 26
27 28
29 30
31 32
33 34
35 36
37 38
6024
6024
6024
6024
6024
6024
6024
6024
0081 0030
0081 0031
0081 0032
0081 0033
0081 0034
0081 0035
0081 0036
0081 0037
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
$35.00
1 2
3 4
5 6
7 8
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
$125.52
$125.52
$125.52
$125.52
$125.s2
$125.52
$125.52
$125.52
$125.52
$125.s2
$125.52
$125.52
$125.52
$125.52
$125.52
$'t25.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
1 2
3 4
5 6
7 8
9 10
11 12
13 14
15 16
17 18
19 20
21 22
23 24
25 26
27 28
29 30
31 32
790.02 - 2024 c-8

ASSESSMENT

DIAGRAM NUMBER
(Fiscal Y ear 2024-2025)

ASSESSOR'S TOTAL
CODE LOT NO. PARCEL NUMBER ASSESSMENT
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
424
425
426
427
428
429
430
431
432
433
434
435
436
437
438
439
440
441
442
443
444
445
446
447
448
449
450
451
452
453
454
455
456
457
458
459
460
461
462
463
464
465
466
467
468
469
470
471
472
473
474
475
476
477
478
479
33 34
35 36
37 38
39 40
41 42
43 44
45 46
47 48
49 50
51 52
53 54
55 56
57 58
59 60
61 62
63 64
65 bo
67 68
69 70
71 72
73 74
75 76
77 78
79 80
81 82
83 84
85 86
87 88
007341 28S
007341 29S
007341 30S
00734131S
007341 32S
007341 33S
007341 34S
007341 35S
007341 36S
007341 37S
007341 38S
00734201S
007342025
00734203S
00734204S
00734205S
00734206S
007342075
00734208S
00734209S
0073421 0S
007342115
007342125
0073421 35
007342145
0073421 55
00736001 s
00736002s
00736003s
00736004s
00736005s
00736006s
00736007s
00736008s
00736009s
0073601 0s
0073601 1 S
00736012S
007360135
007360145
0073601 55
00736016S
007360175
0073601 8S
0073601 9S
00736020s
007351 01 S
007351 02S
007351 03S
007351 04S
007351 05S
0073560 1 S
00735602S
00735603S
00735604S
00735605S
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$12s.52
$125.52
$125.52
$125.52
$125.52
$125.52
$12s.52
$125.52
$125.52
$125.s2
$125.52
$125.s2
$125.52
$12s.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$12s.52
$12s.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
790.02 - 2024 c-9

ASSESSMENT
DIAGRAM NUMBER CODE LOT NO.
(Fiscal Y ear 2024-2025) ASSESSOR'S TOTAL

PARCEL NUMBER ASSESSMENT
480
481
482
483
484
485
486
487
488
489
490
491
492
493
494
495
496
497
498
499
500
501
502
503
504
505
506
507
508
509
510
511
512
513
514
515
516
517
518
519
520
s21
522
523
524
525
526
527
528
529
530
531
532
533
534
535
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
89 90
91 92
93 94
95 96
97 98
99 100
101
102
103
104
105
106
107
108
109
110
111
112
113
114
115
116
117
118
119
120
121
122
123
124
125
126
127
128
129
130
131
132
133
134
135
136
137
138
139
140
141
142
143
144
00735606S
00735607S
00735608S
00735609S
0073561 0S
0073561 1 S
00735612S
0073561 3S
00735614S
007356 1 5S
00735616S
0073561 7S
0073561 8S
0073561 95
00735620S
00735621S
00735622S
00735623S
00735624S
00735625S
00735626S
00735627S
00735628S
00735629S
00735630S
00735631 S
00735206S
00735207S
00735208S
00735209S
0073521 0S
0073520 1 S
00735202S
00735203S
00735204S
00735205S
00735308S
00735309S
0073531 0S
0073531 1S
007353125
0073531 35
0073531 45
0073531 55
00736039S
00736040s
00736041S
00736042S
00736043S
00736044S
00736045S
00736046S
0073530 1 S
00735302S
00735303S
00735304S
$125.52
$125.s2
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$12s.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.s2
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
790.02 - 2024 c-10

ASSESSMENT
DIAGRAM NUMBER CODE LOT NO.
(Fiscal Y ear 2024-2025)

ASSESSOR'S TOTAL

PARCEL NUMBER ASSESSMENT
536
537
538
539
540
541
542
543
544
545
546
547
548
549
550
551
552
553
554
555
556
557
558
559
560
561
562
563
564
565
566
567
568
569
570
571
572
573
574
575
576
577
TRACT 6257
580
581
582
583
584
585
586
587
588
589
590
591
592
00735305S
00735306S
00735307S
00735401 S
00735402S
00735403S
00736047S
00736048S
00736049S
00734401S
00734402S
00734403S
00734404S
00734405S
00734406S
00734305S
00734306S
00734307S
00734308S
00734309S
00734301S
00734302S
00734303S
00734304S
00736021 S
00736022S
00736023S
00736024S
00736025S
00736026S
00736027S
00736028S
00736029S
00736030s
00736031 S
00736032S
00736033S
00736034S
00736035S
00736036S
00736037S
00736038S
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.s2
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
$125.52
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
145
146
147
148
149
150
151
152
153
154
155
156
157
158
159
160
161
162
163
164
165
166
167
168
169
170
171
172
173
174
175
176
177
178
179
180
181
182
183
184
185
186
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
1 2
3 4
5 6
7 8
I
10 11
12 13
00738001 s
00738002s
00738003s
00738004s
00738005s
00738006s
00738007s
00738008s
00738009s
0073801 0s
0073801 1S
00738012S
0073801 3S
790.02 - 2024 c-11

ASSESSMENT

DIAGRAM NUMBER
593
594
595
596
597
598
599
600
601
602
603
604
605
606
607
608
609
610
611
612
613
614
615
616
617
618
619
620
621
622
623
624
625
626
627
628
629
630
631
TRACT 6313
632
633
634
635
636
637
638
639
640
641
642
643
644
645
646
647
CODE LOT NO.
(Fiscal Y ear 2024-2025)

ASSESSOR'S TOTAL

PARCEL NUMBER ASSESSMENT
007380 1 4S
0073801 5S
0073801 6S
0073801 7S
0073801 8S
0073801 9S
00738020s
00738021 S
00738022S
00738023S
00738024S
00738025S
00738026S
00738027S
00738028S
00738029S
00738030s
00738031 S
00738032S
00738033S
00738034S
00738035S
00738036S
00738037S
00738038S
00738039S
00738040s
00738041 S
00739001 s
00739002s
00739003s
00739004s
00739005s
00739006s
00739007s
00739008s
00739009s
0073901 0s
0073901 1 S
007390 1 4S
0073901 5S
007390 1 6S
0073901 7S
007390 1 8S
007390 1 9S
00739020s
00739021 S
00739022S
00739023S
00739024S
00739025S
00739026S
00739027S
00739028S
00739029S
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
$8e
$89
$89
$89
$8e
$89
$89
$8e
$8e
$8e
$89
$8e
$8e
$8e
$8e
$8e
$89
$8e
$8e
$8e
$8e
$8e
$8e
$89
$89
$89
$8e
$8e
$8e
$8e
$8e
$8e
$8e
$8e
$8e
$8e
$8e
$8e
$8e
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
.44
14 15
16 17
18 19
20 21
22 23
24 25
26 27
28 29
30 31
32 33
34 35
36 37
38 39
40 41
42 43
44 45
46 47
48 49
50 51
52 53
54 55
56 57
58 59
60 61
62 63
64 65
66 67
68 6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
790.02 - 2024 c-12

ASSESSMENT

DIAGRAM NUMBER
648
649
650
651
652
653
654
655
656
657
658
659
660
661
662
663
664
TRACT 6314
665
666
667
668
669
670
671
672
673
674
675
676
677
678
679
680
681
682
683
684
685
686
687
688
689
690
691
692
693
694
695
696
697
698
699
700
701
702
(Fiscal Y ear 2024-2025)

ASSESSOR'S TOTAL
CODE LOT NO. PARCEL NUMBER ASSESSMENT
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
69 70
71 72
73 74
75 76
77 78
79 80
81 82
83 84
85 $89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
00739030s
0073903 1 S
00739032S
00739033S
00739034S
00739035S
00739036S
00739037S
00739038S
00739039S
00739040s
00739041 S
00739042S
00739043S
00739044S
00739045S
00739046S
00739049S
00739050s
00739051 S
00739052S
00739053S
00739054S
00739055S
00739056S
00739057S
00739058S
00739059S
00739060s
00739061S
00739062S
00739063S
00739064S
00739065S
00739066S
00739067S
00739068S
00739069S
00739070s
00739071 S
00739072S
00738044S
00738045S
00738046S
00738047S
00738048S
00738049S
00738050s
00738051 S
00738052S
00738053S
00738054S
00738055S
00738056S
00738057S
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
6024
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
86 87
88 95
89 90
91 92
93 94
96 97
98 99
100
101
102
103
104
105
106
107
108
109
110
111
112
113
114
115
116
117
118
119
120
121
122
123
790-02 - 2024 c-13
703 6024
704 6024
705 6024 706 6024
707 6024 708 6024
709 6024
710 6024
TRACT 6252
711 6024
712 6024 713 6024
714 6024 715 6024
716 6024
717 6024
718 6024 719 6024
720 6024 721 6024
722 6024
723 6024 724 6024 725 6024 726 6024 727 6024
728 6024
729 6024 730 6024
731 6024
732 6024
733 6024
734 6024
735 6024
736 6024
737 6024 738 6024
739 6024 740 6024 741 6024
742 6024 743 6024

DEL RIO PLACE APARTMENTS
744 6024
CODE LOT NO.
(Fiscal Y ear 2024-2025) ASSESSOR'S TOTAL

PARCEL NUMBER ASSESSMENT
00738058S
00738059S
00738060s
0073806 1 S
00738062S
00738063S
00738064S
00738065S
00740002
00740003
00740004
00740005
00740006
00740007
00740008
00740009
0074001 0
00740011
00740012
0074001 3
00740014
0074001 5
00740016
00740017
0074001 I
0074001 9
00740020
00740021
00740022
00740023
00740024
00740025
00740026
00740027
00740028
00740029
00740030
00740031
00740032
00740033
00740034
$154.14
$154.14
$154.14
$1 54.14
$154.14
$154.14
$1 54.14
$1 54.14
$1 54.14
$154.14
$154.14
$154.14
$154.14
$154.14
$1 54.14
$154.14
$154.14
$1 54.14
$1 54.14
$154.14
$154.14
$154.14
$1 54.14
$154.14
$154.14
$154.14
$154.14
$154.14
$154.14
$154.14
$154.14
$154.14
$154.14
00740035 $8,631.84

ASSESSMENT

DIAGRAM NUMBER
124
125
126
127
128
129
130
131
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
$89.44
1 2
3 4
5 6
7 8
I
10 11
12 13
14 15
16 17
18 19
20 21
22 23
24 25
26 27
28 29
30 31
32 33
34 790.02 - 2024 c-14
PART D

METHOD OF APPORTIONMENT OF ASSESSMENT
LANDSCAPING AND LIGHTING MAINTENANCE DISTRICT NO. 1
(Pursuant to the Landscaping and Lighting Act of 1972)
Method of Assessment Spread
The basic objective of the Assessment Spread is to distribute costs in accordance with the benefits received. Costs are to be spread equally to each residential unit (RU) as follows:
(a) For 2024-2Q25, Tracts 4010, 4060, 4459,4608,4850,5202,5367,4851 Phases I, ll, lll, Parcel "A", Parcel"B" and Hacienda Villa Apartments have been completed and accepted by the City. The combined tracts consist of 390 lots or parcels. Each single-family residential lot is considered an assessable unit. The total square footage of each multiresidential lot is divided by 6,000 square feet to determine the number of assessable units for each multi-residential lot. There is a total of 387 single-family RU lots and 3 multiresidential lots consistin g ol 107 .17 RU lots for a total of 494.17 RU assessable units, each of which benefit equally from the improvements maintained by this landscaping and lighting maintenance district.
(b) For 2024-2025, Tracl5529 has been completed and accepted by the City. The total number of RU lots in this subdivision is 186, each of which benefit equally from the improvements maintained by this landscaping and lighting maintenance district. (c) For 2024-2025, Tract 6257 ,6313, & 6314 have been completed and accepted by the City.

The total number of RU lots in this subdivision is 131, each of which benefit equally from the improvements maintained by this landscaping and lighting maintenance district. (d) For 2024-2025, Tract 6252, Outlot "A" (Del Rio Place Apartments), and Outlot "B" (Public Park) have been completed and accepted by the City. Tract 6252 consists of 33 single family residental lots and Outlot "A" consists of 56 Muti-family units. The total number of RU lots in this subdivision is 89, each of which benefit equally from the improvements maintained by this landscaping and lighting maintenance district.

Computinq lndividual Assessment
(a) The total number of assessable units is 494.17 RU. The assessment will be $35.00 per RU for 2024-2025 due to the limitations of assessments below. The total calculated amount to be assessed for Fiscal Year 2024-2025 is $17,296.00 based on $35.00 multiplied by 494.17 . This sentence does not apply to Tract 5529, 6257, 631 3, 631 4, & 6252. (b) Tract 5529 - The total number of assessable units is 186 RU. The total estimated cost to be assessed for Fiscal Year 2024-2025 is $47,649.00. The maximum allowable assessment increase is equal to the change in CPI and shall not exceed 3.0%. The change in the CPI for Fiscal Year 2024-2025 was 3.7%. Consecquently, the total assessable cost of $47,649.00 will not be fully recovered through the FY 202412025 assessment since the maximum assessable amount is limited to the FY 202312024 assessment escalated by

3.0%, or $22,669.68 x 0.03, equaling $23,349.77. The assessment will be $125.52* per RU for 2024-2025 for a total of $23,346.72. This applies only to Tract 5529. (c) Tract6257,6313, & 6314 - The total number of assessable units is 131 RU. The total estimated cost to be assessed for Fiscal Year 2024-2025 is $1 1,717.14. The maximum allowable assessment increase is equal to the change in CPI and shall not exceed 3.0%.

The change in the CPI for Fiscal Year 2024-2025 was 3.7%. Consecquently, the total assessable cost of $11,717.14 will be fully recovered through the FY 202412025 assessment since the maximum assessable amount is limited to the FY 202312024 790.02 - 2024 D-1
(d)
(a)
(b)
assessment escalated by 3.0%, or $11,375.88. x 0.03, equaling $11,717.15. The assessment will be $89.44. per RU for 2024-2025 for a total of $11,716.64. This applies only to fract6257,6313, & 6314.

Tracl6252 - The total number of assessable units is 89 RU. The total estimated cost to be assessed for Fiscal Year 2024-2025 is $13,718.84 The maximum allowable assessment increase is equal to the change in CPI and shall not exceed 3.0%. The change in the CPI for Fiscal Year 2024-2025 was 3.7%. Consequently, the total assessable cost of $13,718.83 will be fully recovered through the FY 202412025 assessment since the maximum assessable amount is limited to the FY 202312024 assessment escalated by

3.0%, or $13,319.2S x 0.03, equaling $13,718.85. The assessmentwill be $154.14 per RU for 2024-2025. This applies only to Tract6252.
* Amount was rounded down one cent to conform to County Auditor requirements that the amount to be billed to the taxpayer must be an even amount (divisible by 2).

Limitations on Assessments
Normally, the assessable costs may be revised upon preparation of the Engineer's Report for each fiscal year for which assessments are to be levied and collected as provided for in the Landscaping and Lighting Act of 1972 (State Streets and Highways Code Section 22500) and Division 15 Part 2 as amended per Proposition 218; however, this assessment district was created utilizing a fixed assessment of $35.00 per assessable unit. This sentence does not apply to Tract 5529.

This Subsection (b) only applies to Tract 5529. Assessments in each successive year are subject to an annual adjustment tied to the Consumer Price lndex-U for the San Francisco Bay Area as of December of each succeeding year (the "CPl'), with a maximum annual CPI adjustment not to exceed 3%. The calculation of the change in the CPI shall use December 2006 as the base year CPl. ln the event that the annual change in the CPI exceeds 3o/o, any percentage change in excess of 3o/o can be cumulatively reserved and can be added to the annual change in the CPI for years in which the CPI change is less than 3%. lf the actual assessment rate for any given year is not increased by an amount equal to a minimum of 3% or the yearly CPI change plus any CPI change in previous years that was in excess of 3o/o, the maximum authorized assessment shall increase by this amount. ln such event, the maximum authorized assessment shall be equal to the base year assessment as adjusted by the increase to the CPl, plus any and all CPI adjustments deferred in any and all prior years.

The increases in these assessments, according to the formula described above, was approved by a majority vote of the owners of the lots in Tract No. 5529 voting in a land owner ballot proceeding on the issue of the assessment conducted on August 6,2007, in accordance with Article XlllD of the California Constitution and Section 53753 of the California Government Code.

The following table indicates the annual CPI changes since December 2006 as well as the changes to the assessment for previous years and this year.

CPlChanqe FiscalYear
Assessment
Annual GPI Ghange
December 2006
December 2007
December 2008
December 2009
December 2010
December 201 1
December 2012
December 201 3
December 2014
210.4
218.485
218.528
224.239
227.658
234.327
239.533
245.711
252.273

3.84o/o

0.02o/o

2.610/o

1.52o/o

2.9o/o

2.2%

2.60/o

2.7o/o
2008-2009
2009-201 0
2010-2011
2011-2012
2012-2013
2013-2014
2014-2015
2015-2016

3.00%

0.86%

0.00%
-1 .43o/o

2.90o/o
-14.660/o

2.650/o

2.70o/o
790.02 - 2024 D-2
December 201 5
December 2016
December 2017
December 201 8
December 2019
December 2020
December 2021
December2022
December 2023
260.289
269.483
277.414
285.550
295.004
300.084
309.721
327.060
339.050
2016-2017
2017-2018
2018-2019
2019-202A
2020-2021
2021-2022
2022-2023
2023-2024
2024-2025

3.20/o

3.5o/o

2.9o/o

3.9o/o

3.3o/o

1.7o/o

3.2o/o

5.60/o

3.7o/o

3.00o/o

3.00%

2.90o/o

3.00%
3,00o/o

1.70o/o

3.00%

3.00%

3.00%
(c)
(d)
December 2021
December 2022
December 2023
309.721
327.060
339.050
The maximum annual CPI adjustment is not to exceed 3%. ln accordance with the foregoing limitations, the assessment for 2024-2025 will be $125.52 per RU.

This Subsection (b) only applies to Tract Tract6257,6313, & 6314. Assessments in each successive year are subject to an annual adjustment tied to the Consumer Price lndex-U for the San Francisco Bay Area as of December of each succeeding year (the "CPl"), with a maximum annual CPI adjustment not to exceed 3%. The calculation of the change in the CPI shall use December 2021 as the base year CPl.

The increases in these assessments, according to the formula described above, was approved by a majority vote of the owners of the lots in Tract No 6257, 6313, & 6314 voting in a land owner ballot proceeding on the issue of the assessment conducted on December 07 , 2020, in accordance with Article XlllD of the California Constitution and Section 53753 of the California Government Code.

Annual GPI GPI Chanqe FiscalYear
Assessment
Chanqe
December 2021
December 2022
December 2023
309.721
327.060
339.050

3.2o/o

5.60/o

3.7o/o
2022-2023
2023-2024
2024-2025

3.0070

3.00o/o

3.000/o
The maximum annual CPI adjustment is not to exceed 3%. ln accordance with the foregoing limitations, the assessment for 2024-2025 will be $89.44 per RU.

This Subsection (b) only applies to Tract 6252. Assessments in each successive year are subject to an annual adjustment tied to the Consumer Price lndex-U for the San Francisco Bay Area as of December of each succeeding year (the 'CPl'), with a maximum annual CPI adjustment not to exceed 3%. The calculation of the change in the CPI shall use December 2021 as the base year CPl.

The increases in these assessments, according to the formula described above, was approved by a majority vote of the owners of the lots in Tract No. 6252 voting in a land owner ballot proceeding on the issue of the assessment conducted on March 1, 2021 , in
accordance with Article XlllD of the California Constitution and Section 6252 of the California Government Code.

3.2o/o

5.60/o

3.7o/o
2022-2023
2023-2024
2024-2025

3.00%

3.00%

3.00%
The maximum annual CPI adjustment is not to exceed 3%. ln accordance with the foregoing limitations, the assessment for 2024-2025 will be $154.14 per RU.

FiscalYear
Assessment
cPt cPt c
790.02 -2024 D-3
PART E

PROPERTY OWNERS LIST

LANDSCAPING AND LIGHTING MAINTENANCE DISTRICT NO
(Pursuant to the Landscaping and Lighting Act of 1972)
The names and addresses of each property owner are shown on the County Assessor's Tax Assessment Roll as identified by the Assessor's Parcel Number in Part C of this report. 790.02 - 2024 E-1
PART F

ASSESSMENT DIAGRAM

LANDSCAPING AND LIGHTING MAINTENANCE DISTRICT NO
(Pursuant to the Landscaping and Lighting Act of 1972)
The assessment and boundary diagrams for these proceedings, entitled "Assessment Diagram of City of Firebaugh Landscaping and Lighting Maintenance District No. 1" and "Boundary Diagram of City of Firebaugh Landscaping and Lighting Maintenance District No. 1" are on file in City Hall and attached hereto and made a part hereof and as amended to show new land divisions or annexations of new parcels to the district.

DESCRIPTION OF THE BOUNDARY
The exterior boundary of this District is shown on a map entitled, "Boundary Diagram of City of Firebaugh Landscaping and Lighting Maintenance District No. 1", which is on file in City Halland attached hereto and made a part hereof and as amended to show new land divisions or annexations of new parcels to the district. The District boundary is further described as follows:

Tract 4010, Valle De Paz, in the City of Firebaugh, County of Fresno, State of California, as recorded in Volume 48 of Plats, at Page 22, Fresno County Records.

Tract 4060, Valle De Paz ll, in the City of Firebaugh, County of Fresno, State of California, as recorded in Volume 49 of Plats, at Page 49, Fresno County Records.

A parcel lying adjacent to a portion of the North side of Tract 4060, being more particularly described as follows:

Beginning at the most northerly corner of Lot 1 of Tract 4060, Valle De Paz ll, in the City of Firebaugh, County of Fresno, thence north along the westerly right-of-way of Storey Road a distance of 115.00 feet to a point; thence west perpendicular to said right-of-way a distance of 335.00 feet to a point; thence South, parallel to said right-of-way a distance of 375.00 feet to a point on the northerly boundary of said Tract 4060; thence northerly along said northerly boundary to the most northerly corner of Lot 1, said point being the Point of Beginning.

Tract 4459, Riverview Estates, in the City of Firebaugh, County of Fresno, as recorded in Volume 54 of Plats at Pages 54 and 55, Fresno County Records.

E. Hacienda Villa Apartments
Beginning at the Northeast corner of Parcel B according to the map entitled "Parcel Map No. 84-1 in the City of Firebaugh, County of Fresno, California," recorded in Book 42 of Parcel Maps at Page 80, Fresno County Records, said point being on the West line of a 60-foot street known as Storey Avenue; thence South 89'37'00" East 60.00 feet to the East line of Storey Avenue; thence along the East line of Storey Avenue North 00'23'00" East 160.00 feet to the True Point of Beginning; thence continuing along the East line of Storey Avenue North 00"23'00" East 535.00 feet; thence South 89'37'00" East 535.00 feet; thence South 00'23'00" West, 535.00 feet; thence North 89"37'00" West 535.00 feet to the True Point of Beginning.

Tract 4608, Riverview Estates, Phase ll, in the City of Firebaugh, County of Fresno, State of California, as recorded in Volume 56 of Plats, at Pages 26 and 27, Fresno County Records.

A.

B.
c.

D
G
H. Tract 4850, Cerca Del Rio, in the City of Firebaugh, County of Fresno, State of California, as recorded in Volume 63 of Plats, at pages 8 and 9, Fresno County Records. 790.02 - 2024 F-1
Tract No. 4851, Phase 1, Cerca Del Rio ll, in the City of Firebaugh, County of Fresno, State of California, as recorded in Volume 64 of Plats at page 17, Fresno County Records.

Parcel "A" of Parcel Map 94-1, in the City of Firebaugh, County of Fresno, State of California, as recorded in Volume 25 of Parcel Maps at page 57, Fresno County Records.

Parcel "B" being a portion of remainder Parcel as shown on the map of Tract No. 4850 as recorded in Volume 63 at pages 8 and 9, Fresno County Records.

Tract No. 4851, Phase ll, Cerca Del Rio ll, in the City of Firebaugh, County of Fresno, and State of California as recorded in Volume 64 of Plats at page 80, Fresno County Records.

Tract No. 4851, Phase lll, Cerca Del Rio ll, in the City of Firebaugh, County of Fresno, State of California, as recorded Volume 65 of Plats at page 12, Fresno County Records.

Tract5202, Cerca Del Rio lll, in the City of Firebaugh, County of Fresno, State of California, as recorded in Volume 68 of Plats, at Pages 70 and 71, Fresno County Records.

Tract 5367, in the City of Firebaugh, County of Fresno, State of California, as recorded in Volume 71 of Plats, at pages 59 and 60, Fresno County Records.

Tract 5529, in the City of Firebaugh, County of Fresno, State of California, as recorded in Volume 78 of Plats, at pages 79 through 82, Fresno County Records.

All that real property situated in the west half of Section 20, Township 12 South, Range 14 East, Mount Diablo Base and Meridian, City of Firebaugh, County of Fresno, State of California, more partifularly described as follows:

Tract 6257 ,
in the City of Firebaugh, County of Fresno, State of California, as recorded in Volume 89 of Plats, at pages 49-51, Fresno County Records.

Tract 6313, in the City of Firebaugh, County of Fresno, State of California, as recorded in Volume 89 of Plats, at pages 4-6, Fresno County Records.

Tract 6314, in the City of Firebaugh, County of Fresno, State of California, as recorded in Volume 90 of Plats, at pages 4-6, Fresno County Records.

Allthat real property situated in portions of Sections 19 & 20, Township 12 South, Range 14 East, Mount Diablo Base and Meridian, City of Firebaugh, County of Fresno, State of California, more partifularly described as follows:

S Tracl6252, in the City of Firebaugh, County of Fresno, State of California, as recorded in Volume 89 of Plats, at pages 95-98, Fresno County Records.

Together with Outlot "A: of said Tract Map No. 6252.

H
J
K.

L.

M.

N.
o
P
o.

R.
790.02 - 2024 F-2

CLERK'S CERTIFIGATION TO COUNTY AUDITOR
LANDSCAPING AND LIGHTING MAINTENANCE DISTRICT NO. 1
(Pursuant to the Landscaping and Lighting Act of 1972)
TO THE COUNTY AUDITOR OF THE COUNTY OF FRESNO:

I do hereby certify that the attached document is a true copy of that certain Engineer's Report, including assessment and assessment and boundary diagrams, for Assessment District No. 1, City of Firebaugh, confirmed by the City Council of the City of Firebaugh on the 3rd day of June 2024, by its Resolution No. 2024-
The document is certified, and is filed with you, pursuant to Section 22641 of the Streets and Highways Code.

Dated
City Clerk
City of Firebaugh
lsEALl
790.02 - 2024
Apt 23,2424-2Aopn
VIC0Fvg0\oX€d\planse{2425v9002Cn01-R.dwg

LANDSGAPING AND LIGHTING MAINTENANGE
DISTRICT No, l ASSESSMENT DIAGRAM
G|TY OF FIREBAUGH, FRESNO GOUNTY

CALIFORNIA
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SHEET 2

SCALE IN FEET
C]TY CLTRK OF THt C]TY OF FIRIBAUGH
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AN ASSISSIIINT WAS LIV1ED BY THt CIry COUNC]L OT THE CITY OF FIRTBAUGH ON TIt IOTS, PLTCES AND PARCTLS OT LAND SHOWN ON TH]S ASSESSIIENT DIAGRAI/, SAID ASSISSIVENT WAS LtVtD ON TH[-DAY Af-2424,BY SAID COUNCIT'S ADOPTON OF RISOLUTON N SAI D ASSESSI/tNI DIAGRAII AND THI ASSISSI\I INT ROLL WIRI RICORDID IN THI OrFtcE 0t THE cTY CLERK 0r SA|D C|TY 0N THE_DAY Of-2424.

RIFIRINCI S N/AD[ TO SA D ASSISSN/INT ROLL RICORDID IN THT OTtICt OF THE CIIY CLTRK TOR THt IXACT AMOUNT OT ilCH ASSTSSMTNT LTVLTDAGAINST IACH PARCEL 0r LAND SHOWN 0N Tllls ASSTSSI/ENT D]AGRAIi/, L
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NOTE: AtL PARCTLS SHOWN 0N THIS DIAGRAM ARt LOCATED
WITHIN TFIE CITY OT [IRIBAUGH CIry LI[/ITS.

GiW of Firebaugh - Assessment Diagram 1 of24
Gouveic fngineering, lnc. .456 Sixth Sireet .Gustine, Colifornio 95322 . (209) 854-3300 Apt 23,2024 -2t01pn
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SCALE IN FEET
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SCALT SHOWN
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LEGEND
220 PARCTL ASSESSMTNT NUIVBER
LOT NU[/BERASSESSOR,S PARCTL NUMBER

BENEFIT ZONE BOUNDARYPROPIRTY LINIROW LINI
1 oo7 -342- 1 4

SCALE SHOWN
City of Firebaugh - Assessment Diagram 2ot24
Gouveio Engineering, Inc. .456 Sixth Streei .Gustine, Colifornio 95322 . (209) 854-3300 Apt 23,2024 -2:01pn
VICOF\790\02\cad\plan*t2+25\79002CJ 01 -R.dwg

MATCH LINE
419

SCALE IN FEET
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220 PARCEL ASSTSSMTNT NUIVBER

LOT NUMBTRASSISSOR'S PARCTL NUMBTR

BFNFFIT TONE BOUNDARYPROPERTY LINE

ROW LINI
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407 -342-1 4
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City of Firebaugh - Assessment Diagram TRACT No. 5529 3 of24 Gouveio Engineering, lnc. .456 Sixth Streei .Gustine, Colifornio 95322 , (209) 854-3300 Nt 23,2024 -2:019n
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220 PARCEL ASSTSSI\iINT NUMBER
LOT NUI\IB[RASSTSSOR'S PARCIL NUMBIR
BTNTTIT ZONE BOUNDARYPROPERTY L]NIROW LINE
1 ool -302-1 4
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t)n PARCIL ASSESSMENT NUMBTR

LOT NUMBER

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1 oo7 -342-1 4
City of Firebaugh - Assessment Diagram TRACT No. 5529 7 of24 Gouveio Engineering, lnc. .456 Sixth Sireet .Gusiine, Colifornio 95322 . (209) 854-3300 Apt 23,2024 -2:A2pn
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22A PARCIL ASSESSMENT NUI/BTR
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BENIFIT ZONE BOUNDARYPROPERTY tINT
ao7 ROW LINt -302-1 4
City of Firebaugh - Assessment Diagram TRACT No. 4851 8 of24 Gouveio Engineering, lnc. .456 Sixth Street .Gustine, Colifornio 95322 . (209) 854-3300 Apt 23,2024-2t03$a
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220 PARCET ASSTSSI/ENT NUMBTR

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1 007 -302- 1 4
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220 PARCEL ASSTSSI,4ENT NUIilBER

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1 oa7 -342-1 4
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220 PARCET ASSESSII/ENT NUMBTR

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220 PARCET ASSESSI/ENT NUMBTR

LOT NUMBIRASSTSSOR,S PARCTL NUMBTR

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City of Firebaugh - Assessment Diagram TRACT No. 6314 17 ot24 Gouveio Engineering, lnc. .456 Sixth Street .Gustine, Colifornio 95322 . (209) 854-3300 Apt 23,2024 -2:11pn
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City of Firebaugh -Assessment Diagram TRACT No.4851 24o124 Gouveio Engineering, Inc. '456 Sixth Street .Gustine, Coifornio 95322 '(209) 854-3J00 RESOLUTION NO. 24.2I
A RESOLUTION OF THE CITY COT]NCIL OF THE CITY OF FIREBAUGH

AMENDING AGREEMENT BETWEEN THE CITY OF'FIREBAUGH
AND MADERA COI]NTY F'OR AUTOMATIC/IVIUTUAL AII)
WHEREAS, the City Council of the City of Firebaugh has previously approved an agreement between the Firebaugh Fire Department and Madera County Fire Department for automatic mutual aid; and WHEREAS, an amendment to the agreement between the Madera County and City of Firebaugh which would jointly provide fire protection, emergency medical services, to maximize delivery of services by responding units is necessary to protect life or property; and WHEREAS, beginning January 1,2023, Madera County agrees to pay City of Firebaugh $16,000.00 for all Automatic Aid responses per this amended agreement for the 2023 calendar year; and WHEREAS, the reimbursement amount is based on the prior four (4) year average number of annual responses that the Firebaugh Fire Department responds into Madera County; and WHEREAS, future years will be based on a $250 per response reimbursement based on the prior four (4) year average number ofannual responses.

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

Approve the amendment to the agreement between the City of Firebaugh and Madera County for automatic mutual aid.

2. Madera County and City of Firebaugh would jointly provide fire protection and emergency medical services.

3. Begiruring January l, 2023, County agrees to pay City Firebaugh $16,000.00 for all Automatic Aid responses per this agreement for the 2023 calendar year.

4. The amended agreement attached hereto and incorporated herein as Exhibit "A", (Thirteen Amendment to Mutual Aid Agreement, Madera County Contract No.991lI-C-2024) is hereby approved.

The foregoing Resolution was adopted at a regular meeting of the City Council of the City of Firebaugh on the 3'dday of June, 2024by the following call vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

APPROVED: ATTEST:

Elsa Lopez, Mayor Rita Lozano, Deputy City Clerk

MEMBERS OF THE BOARD
BRETT FMZIER, District No. 1
DAVID ROGERS, District No.2
ROBERT L. POYTHRESS, District No. 3
LETICIA GONZALEZ, District No. 4
TOM WHEELER, District No. 5
co KAREN SCRIVNER, Chief Clerk of the Board
April 5, 2024
City of Firebaugh
Attn: City Clerk
1575 11th Street
Firebaugh, CA 93622
Dear Sir or Madam
Enclosed are two original agreements of Madera County Contract No. 991 1l-C-2024 for the Automatic and Mutual Aid Agreement.

Please have both originals executed and return one completed oriqinal to the Board of Supervisor's at 200 W. 4th Street, Madera, CA 93637.

Upon receipt of the completed original, we will process the agreement. lf you should have any questions, please do not hesitate to contact this office.

Sincerely,
Sarah Anderson
Assistant Clerk to the Board
Enclosures
Doc lD No. 10365
9RA
A.
1 &eeeirred
APn I 2a24
Cjty of Fjrebuugf=
^#

BOARD OF SUPERVISORS / CLERK OF THE BOARD
200West4th Street . Madera, CA93637 , 559.675.7700 . madco311.com ' maderacounty.com 1l
MADERA couNTY coNTRAcr No. V7 / / 'T - c* zozLt'
(Thirteenth Amendment to Fire Department - MutualAid Agreement: City of Firebaugh) THIS THIRTEENTH AMENDMENT is made and entered into on this ) Z3d^y of .I
{f44Ke( ,202/, by and between the CoUNTY OF MADERA, a political subdivision of the State of California ("COUNry"), and the CITY OF FIREBAUGH, a municipal corporation ("Fl RE BAUGH).

RECITALS
A. On February 10, 2009, COUNTY and FIREBAUGH entered into Madera County Contract No. 8805-C-2009 (the "Agreement") to provide and maximize the delivery of fire protection and emergency medical services by jointly exercising said powers pursuant to the authority granted under California Government Code sections 6502 and 55632 and pertinent provisions of the California Health and Safety Code.

B. On January 25, 2011, COUNTY and FIREBAUGH entered into Madera County Contract No. 8805A-C-2011 to amend FIREBAUGH's duties under Section 2 ("First Amendment").

C. On June 21 ,2011, COUNTY and FIREBAUGH entered into Madera County Contract No. 88058-C-2011 to amend FIREBAUGH's duties under Section 2 ("Second Amendment").

D. On May 8,2012, COUNTY and FIREBAUGH entered into Madera County Contract No. 8805C-C-2012 to amend FIREBAUGH's duties under Section 2 ("Third Amendment").

E. On July 16,2013, COUNTY and FIREBAUGH entered into Madera County Contract No.9911-C-2013 to amend FIREBAUGH's duties under Section 2 ("Fourth Amendment"). Said Fourth Amendment include a revised Madera County Contract number.

F. On November 25,2014, COUNry and FIREBAUGH entered into Madera County Contract No. 9911A-C-2014 to amend FIREBAUGH's duties under Section 2 ("Fifth Amendment").

G. On November 10, 2015, COUNTY and FIREBAUGH entered into Madera County Contract No. 9911P-C-2CI15 to amend FIREBAUGH's duties under Section 2 ("Sixth Amendment").

H. On May 9,2017, COUNTY and FIREBAUGH entered into Madera County Contract No. 9911C-C-2017 to amend FIREBAUGH's duties under Section 2 ("Seventh Amendment").
l. On March 19, 2019, COUNTY and FIREBAUGH entered into Madera County Contract No. 9911D-C-2019 to amend FIREBAUGH's duties under Section 2 ("Seventh Amendment" hereinafter known as the "Eighth Amendment").

J. On March 19, 2019, COUNTY and FIREBAUGH entered into Madera County Contract No. 9911E-C-2019 to amend FIREBAUGH's duties'under Section 2 ("Eighth Amendment" hereinafter known as the "Ninth Amendment").

K. On December 8, 2020, COUNTY and FIREBAUGH entered into Madera County Contract No. 9911F-C-2020 to amend FIREBAUGH's duties under Section 2 ("Ninth Amendment" hereinafter known as the "Tenth Amendment").

L. On October 12,2021, COUNTY and FIREBAUGH entered into Madera County Contract No. 9911G-C-2021 to amend FIREBAUGH's duties under Section 2 ("Tenth Amendment" hereinafter known as the "Eleventh Amendment").

Page 2 ends

M. On April 5,2022, COUNTY and FIREBAUGH entered into Madera County Contract No. 9911H-C-2022 to amend FIREBAUGH's duties under Section 2 ("Twelfth Amendment").

N. The amendments as listed in sections I through L of the recitals have been renumbered to address corrections to numbering errors in the previous amendments.

O. The parties now wish to further amend the Agreement, as set forth below.

AMENDMENTS

1. Effective January 1, 2023, Section 2 of Madera County Contract 8805-C2009, "FIREBAUGH's DUTIES," subsection 2.03 shall be amended it its entirety to read as follows:
"2.03 Beginning January 1, 2023, COUNTY agrees to pay FIREBAUGH Sixteen Thousand Dollars ($16,000.00) for allAutomaticAid responses provided during the 2O23 calendar year by FIREBAUGH pursuant to this Agreement. This reimbursement amount is based on a Two Hundred Fifty Dollars ($250.00) callrate multiplied by the average number of responses per year over the previous four years. This Agreement will be reviewed annually during the month of December to ensure fairness to both COUNTY and FIREBAUGH."

2. Except as provided in this Thirteenth Amendment, all other terms and conditions of the Agreement shall remain in full force and effect. il
il
il
il

Page 3 ends

* t< ** * * * * *ik *
lN WITNESS WHEREOF, the foregoing Amendment is executed on the day and c
year first written above.

COUNTY OF MADERA
n, ofS
CITY OF FIREBAUGH, a municipal
corporation
Mayor
ATTEST
City Clerk
Approved as to Legal Form:

CITY ATTORNEY
By:
\
*5P",ffr
ATTEST l"u'S. e
Cle Board of Supervisors

ACCOUNT NUMBER(S)
Approved as to Legal Form:

COUNTY COUNSEL - -crystal M. 33#ffiffi:h#,.i";{{friY
By,Pizano /3j":,i#:,'#i,,,,
1 246\026WGT\4891 -3596-0725. PDF

Page 4 ends

RESOLUTION NO. 24-22

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF FIREBAUGH APPROVING

AMENDMENTS TO THE PERSONNEL RULES OF THE CITY OT'F'IREBAUGH WHEREAS, the City Council of the City of Firebaugh and its employee unions have reviewed the contents of the personnel policies and procedures for City employees of the City of Firebaugh entitled the "Personnel Rules of the City of Firebaugh"; and
WHEREAS, the City Council found and determined that the adoption of these Personnel Rules, on June 19, 2017 were in the best interests of the City of Firebaugh and its employees; and WHEREAS, several minor changes are required to be made to these Personnel Rules.

NOW, THEREFORE, BE rT RESOLVED BY THE COUNCTL OF THE CrTY OF' FIREBAUGH, CALIFORNIA as follows:

The Personnel Rules of the City of Firebaugh are hereby amended in the following Rules as follows:

I. PERSO , SYSTEM
A. Adoption of Personnel System
In order to establish an equitable and uniform system for dealing with personnel matters, and to comply with applicable laws relating to the administration of the personnel process, the Personnel Rules of the City of Firebaugh (hereafter referred to as ooPersonnel Rules"), are hereby adopted.

C. Competitive Service
The provisions of the Personnel Rules adopted herein shall apply to all officers, positions and employees in the service of the City of Firebaugh, except the Personnel Rules I, II, V, VI and VII of these Rules shall not, unless otherwise and specifically described, apply to the following:

1. Elective Officers:
b. City Treasurer

3. Management Employees:
e. Fire Chief; and
D. Status of Present Emplovees
Any person holding a position included in the competitive service who, on the effective date of these Personnel Rules, shall have served continuously in such position or in some other position in the competitive service for a period exceeding the probationary period prescribed in the rules for his class, shall assume regular status in the competitive service in the position held on such effective date without a qualiffing test, and shall thereafter be subject in all respects to the provisions of these Rules.

G. Independent Contracts for Special Service
The City Manager shall consider and make recommendations to the City Council regarding the extent to which the City should contract for the performance of technical, expert, professional or other services which City employees are not qualified or available to perform. The City Council may contract with any qualified person or public or private agency for the performance of such services.

II. PERSONNEL RECRUITMENT AIID TERMS OF'EMPLOYMENT
B. RecruitmentPractices

5. Disqualification
c. The applicant was under the influence of controlled substances or alcohol at the time of examination; and/or
Misdemeanor
The City will not conduct any background checks into criminal history of any applicants unless and until that applicant has received a conditional offer of employment. If the City issues a conditional offer of employment, this means that the City has determined that this individual meets the minimum employment qualifications for the position.

Once a conditional offer of employment is made, the City may conduct a criminal background check. Convictions, including pleas of guilty and nolo contendre, of any felony or a misdemeanor involving moral turpitude or unfitness for employment may disqualiff an applicant for employment or be grounds for removing the name of an eligible candidate from any employment list. Other Convictions may disqualifu an applicant, depending on the job being applied for and factual circumstances of the crime committed.

If there is something discovered about the applicants criminal history, either by individual's disclosure or discovery through the background check, the City shall then conduct an individualized, case-by-case analysis of the facts of each applicant's criminal history before making a decision regarding their employment.

C. Appointment

3. Rezular Appointment and Probationary Period
b. Length of Probationary Period
All regular and promotional appointments shall be tentative and subject to a probationary period ofone (1) year ofactual service. Leaves ofabsence or assignments out ofclass, for any reason, shall not be counted toward the completion of the probationary period and the probationary period shall be extended by the number of hours of such leaves or assignments. The Personnel Officer, at their discretion, may extend such a probationary period up to six (6) additional months of actual service. 6 IV. PAID AND TINPAID TIME OFF WORI(
E. Administrativeleave

2. ReliefofDuty
The Persormel Officer may place an employee on administrative leave with full pay and benefits for an indeterminate period when circumstances exist such that the public interest requires that the employee be relieved from active duty and/or an investigation is taking place.

Such relief of duty shall not constitute punitive or disciplinary action. During the period of relief of duty, the employee may be required to regularly report to the department director or his designee in a marmer described in writing by the department director to the employee.

H. Bereavement Leave
In the event of a death in a regular full-time employee's immediate family, that employee may have up to five (5) working days, with pay, to handle family affairs and to attend the funeral. "Immediate Family" is defined as father, mother, brother, sister, spouse, child, mother-in-law, father-in-law, daughter-in-law, son- in-law, grandparents, grandchildren, stepfather, stepmother, and stepchild.

J. California Family Riehts Act (CRFA Leave)
The City will provide up to twelve (12) weeks of unpaid, job-protected leave to eligible employees for certain family and medical reasons in a l2-month period rolling backwards upon approval of the Personnel Officer. Employees are eligible for this leave under California Family Rights Act (CFRA) if they have been employed by the City for at least one year, have worked I,250 hours in the previous 12 months, and meet other eligibility requirements prescribed by law.

Leave may be taken for one or more of the following reasons . Your serious health condition that makes you unable to perform your job; . To care for your family member who has a serious health condition. For purposes of CFRA leave, a "family member" includes your:
. Spouse;
. Parent;
. Child of any age;
. Registered domestic partner;
. Grandparent;
. Grandchild;
'Sibling;
. Parent-in-1aw;
. One "designated person" - defined as any individual related by blood or whose association with employee is the equivalent of a family relationship. . The birth of your child, or placement of a child with you for adoption or foster care;
. Because ofa qualifying exigency related to covered active duty or a call to covered active duty ofyour spouse, registered domestic partner, child, or parent in the Armed Forces of the United States. (See Qualifying Exigencies Related to Active Duty below.)
Please note that incapacity due to pregnancy, prenatal medical care or childbirth is not an eligible reason for CFRA leave.

Qualifying Exigencies Related to Active Duty
. Eligible employees whose spouse, domestic partner, child, or parent is on covered active duty or call to covered active-duty status may use their l2-week leave entitlement for certain qualifying exigencies. Qualifying exigencies may include, but are not necessarily limited to, attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending posldeployment reintegration briefings.

The employee ordinarily must provide thirty (30) days advance notice when the leave is "foreseeable." The City may require medical certification to support a request for leave because of a serious health condition and may require a second or third opinion (at the employer's expense) and a return-to-work report from the employee's health care provider if leave is taken for the employee's own serious health condition. Paid leave shall run concuffently with family and medical care leave before unpaid leave will be allowed.

The City will maintain the employees' health coverage during the period of CFRA leave to the extent it would otherwise, had the employee been continuously employed. Upon return from leave, an employee will be restored to his original or equivalent position with equivalent pay, benefits, and other employment terms, provided he meets the eligibility requirements prescribed herein and by law. The use of CFRA leave will not result in any loss of employment benefit that accrued prior to the start of an employee's leave.

V. DISCPLINARY ACTIONS
C. Disciplinary Policy and Procedure

4. Evidentiary Appeal

VIL EMPLOYEE GRIEVAIICES
E. Procedures

1. Step One - Immedtatq Supervisor
b. Representation. The appellant employee shall have the right to appear personally or to be represented by counsel or by anyone else of their choosing, including other City employees, with the exception of supervisory, management, and confidential employees.

Failure of Employee to Appear. Failure of the appellant to personally appear at the hearing without providing reasonable notice of inability to attend, shall be deemed a withdrawal of his appeal and the Final Notice of Discipline shall be final. c
a. The employee shall file a completed written grievance form to his supervisor within ten (10) calendar days after the employee knew, or in the exercise of reasonable diligence should have known, of the events giving rise to the grievance.

5. Step Three - Binding Arbitration
If the response at Step Two does not resolve the grievance, the grievant and Union may jointly request that the matter be submitted to binding arbitration. Such request shall be made in writing to the City Manager within five (5) calendar days of the grievant's receipt of the Step Two response. An arbitrator may be selected by mutual agreement between the parties. Should the parties fail to agree upon an arbitrator within a reasonable time, as determined by the City, they shall make a join request to the State Mediation & Conciliation Service for a list of seven (7) arbitrators who have had experience in the municipal sector.

The parties shall select the arbitrator by alternately striking names from said list until one name remains; such person shall then become the arbitrator. The first party to strike a name shall be determined by the toss of a coin.

VIII. PREVENTION OF IIARASSMENT
A. Purpose

1. Policy Statement
The City has zero tolerance for any conduct that violates this policy. Conduct need not arise to the level of a violation of law to violate this policy. A single act can violate this policy and provide grounds for discipline or other appropriate sanctions, up to and including discharge.

The City will take appropriate preventative, corrective and/or disciplinary action in response to behavior that violates this division or the rights and privileges it is designed to protect.

2. Definitions
b. Harassment
Harassment can include any form or combination of verbal, physical, visual, or environmental conduct. It need not be explicit or specifically directed at the victim.

Sexually harassing conduct can occur between people of the same or different genders.

Prohibited Harassment included but is not limited to:

Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted sexual advances, invitations, comments, posts or messages; Visual displays such as derogatory and/or sexually-oriented posters, photography, cartoons, drawings or gestures;
. Physical conduct including assault, unwanted touching, intentionally blocking normal movement or interfering with work because of sex, race or any other protected basis;
Threats and demands to submit to sexual requests or sexual advances as a condition of continued employment, or to avoid some other loss and offers of employment benefits in return for sexual favors;
a
a
a
a
a
a Retaliation for reporting or threatening to report harassment; and a Communication via electronic media of any type that includes any conduct that is prohibited by state and/or federal law or by company policy.

Sexual harassment does not need to be motivated by sexual desire to be unlawful or to violate this policy. For example, hostile acts toward an employee because of their gender can amount to sexual harassment, regardless of whether the treatment is motivated by sexual desire.

Prohibited harassment is not just sexual harassment but harassment based on any protected category.

3. Supervisor-Subordinate Relationships
Romantic or sexual relationships between supervisors and subordinate employees are discouraged. There is an inherent imbalance of power and potential for exploitation in such relationships. The relationship may create an appearance of impropriety and lead to charges of favoritism by other employees. Employees engaged in such a relationship must immediately report their relationship to the Personnel Officer. The employees in said relationship may continue their employment but not in a supervisor- subordinate role. The employees shall have first right to determine which of them will be transferred to an open position, if any exists, for which they meet the minimum qualifications. The City may unilaterally transfer one of the employees if one does not volunteer within five (5) calendar days of reporting the relationship.

Failure to comply with this reporting requirement shall be grounds for discipline, including dismissal.

4. Responsibility
b. All employees shall promptly report any conduct which violates this policy to their immediate supervisor, manager, any department head, the Personnel Officer, or appropriate authority figure. This includes any instances of discriminatory harassment which they directly observe, whether or not the conduct is reported by the employee who is the object of such conduct.

B. Investigation of Complaint

1. Informal resolution
Whenever possible, employees who believe that they are experiencing discrimination and/or harassment are encouraged to inform the individual that his behavior is unwelcome, offensive, unprofessional or highly inappropriate. If this does not resolve the concern or if an employee feels uncomfortable, threatened, or has difficulty expressing his concem, informal assistance or counseling should be sought from a supervisor. No employee is required to attempt informal resolution before filing a complaint.

3. Option to Report to Outside Administrative Agencies
An individual has the option to report harassment, discrimination, or retaliation to the U.S.

Equal Employment Opportunity Commission (EEOC) or the California Civil Rights Department (CRD) . These administrative agencies offer legal remedies and a complaint process. The nearest offices are listed in the govemment section of the telephone book or employees can check the posters that are located on employer bulletin boards for office locations and telephone numbers.

5. Documentation
The City Clerk shall maintain a complaint file containing copies of investigation files. The information contained in this file is confidential and privileged, subject to disclosure only under appropriate legal measures. Department heads may review investigation files concerning their departments only with the prior approval of the City Manager. In cases of confirmed claims resulting in discipline, the personnel file of the disciplined employee will contain appropriate documentation relating to the disciplinary actions taken. In cases of unsubstantiated and unfounded claims not resulting in discipline, the investigation file will be maintained for four (4) years.

IX. SUBSTANCE ABUSE ,ICY AND TESTING
C. Employee Requirements
L Employees shall not report to work or be on duty, nor be subject to call-in, while under the influence of or in possession of alcoholic beverages, illegal drugs or other substances while on City property and wherever City business is performed. An employee is on duty during working hours, including breaks, during meal periods.

6. An employee must immediately submit to an alcohol or drug test, other than such that tests for the presence of non-psychoactive cannabis metabolites, by a City-selected physician or laboratory when there exists reasonable cause to suspect that the employee is or was impaired or under the influence of drugs or alcoholic beverages while on City duty.

D. Procedures

1. Drug and Alcohol Testing
Nothing in this section applies to the use of any testing that identifies non-psychoactive metabolites found in cannabis. Such testing procedures will not be employed for employment decisions, including hiring, firing, or any disciplinary measures.

XI. MISCELLANEOUS
C. Right to Search Citv Property. Employees and Proper Use of City Equipment Employees have no reasonable expectation of privacy in the workplace as it pertains to City Property and Equipment. Therefore, to the fullest extent allowed under the law, the City will search and inspect its facilities, employees and the personal property of employees as necessary to insure the City's interests are protected. Situations in which this may arise include suspicion of employee theft, incidents of violence or threats of violence, when an employee is suspected of the use, sale, or distribution of drugs, improper or illegal use of City facilities, misuse of City technology such as the Intemet, e-mail or voicemail and other situations in which the City believes a search and inspection is appropriate.
(Paragraph 5 and 6 of section C)
Employees have no reasonable expectation of privacy as to any information or file maintained in or on City property or transmitted or stored through the City's computer systems, voicemail, email, or other technical resources. All bills and other documentation related to the use of the City's equipment or property are the property of the City and may be reviewed and used for purposes that the City considers appropriate.

Although employee may be provided a password, the City retains the right to review the entire contents of employee's computer at any time. Do not share password with other employees.

Passwords are used to track computer use. Failure to follow this policy may lead to discipline including termination.

E. Incompatible or Conflicting Emplovment Activities
l. Purpose
The purpose of this provision is to implement the provisions of Government Code $ 1126 relating to inconsistent, incompatible, and conflicting employment by City employees. It is not the intent or purpose of this policy to restrict, limit or interfere with employees' right to outside employment. It is intended only to prevent outside employment that is inconsistent and incompatible with City employment.
* {< d< t< * {<'t * * >} * * * * *
The foregoing Resolution was approved and adopted at a regular meeting of the City Council of the City of Firebaugh held on the 3'd day of June, 2024,by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN
APPROVED:

Council Member(s)
Council Member(s)
Council Member(s)
Council Member(s)
Elsa Lopez, Mayor
ATTEST:

Rita Lozano, Deputy City Clerk

PERSONNEL RULES OF THE

CITY OF FIRTBAUGH
I Indated Nlav 2O24

TABLE OF CONTENTS
I. PERSONNELSYSTEM
A. Adoption of Personnel System
B. Administration
C. Competitive Service
D. Status of Present Employees
E. Violations of Rules
F. SupersedingProvisions
G. Contracts for Special Services
G
II. PERSONNEL RECRUITMENT AND TERMS OF EMPLOYMENT
A. Equal Opportunity Employer
B. Recruitment Practices
fAppointment

CHANGES IN EMPLOYMENT STATUS
lge
A. Transfer
B. Promotion
C. Demotion
D. Reinstatement
E. Resignation
F. Report of Change-of-Status
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G
IIL
IV.

A.

B.
c.

D.

E.
&

PAID AND UNPAIDTIME OFFWORK
2g+
Attendance
Vacations
Holidays
Sick Leave
Administrative Leave

1. Exempt Employees
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2. ReliefofDuty
F. Jury Duty
G. Voting
H. Bereavement Leave
I. Personal Leave Without Pay
@
K. Pregnancy Disability Leave
L. Military Leave
M. Time Off for Victim Crimes or Domestic Abuse
N. Workers' Compensation
O. Disability Accommodation and Fitness-for-Duty Examinations o
V. DISCIPLINARYACTIONS
2ge
A. Types of Disciplinary Actions
B. Grounds for Disciplinary Action
C. Disciplinary Policy and Procedure

LAYOFF PROCEDURES
3ls
A. Notification
B. Order of Layoff
C. Vacancy and Demotion
D. Bumping Rights
E. Re-employment List
F. Duration
G. Re-employment After Layoff
G
vI[ EMPLOYEE GRIEVANCES
357
A. Purpose
B, Grievance Defined
C
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VL
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C, General Provisions
D. Representations Rights
E. Procedures
+

VIII PREVENTION OF HARASSMENT
4Lt
A, Purpose
B. Investigation of Complaint
C. Mandatory Training
e
IX. SUBSTANCE ABUSE POLICY AND TESTING
458
A. Purpose
B. Application
C. EmployeeRequirements
[Procedures
D
X. SAFETY
sq3
A. General Employee Safety
fuReporting Safety Issues
&
XI. MISCELLANEOUS
576+
A. Personnel Records
B. Interne( Electronic mail, Telephone, and Voicemail Use C. Right To Search City Property, Employees and Proper Use of City Equipment D. Dress And Grooming Code
E. Inconsistent, Incompatible or Conflicting Employment Activities F. Employee Political Activities
G. Gifts or Gratuities
H. Compensation
I+
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XII. EMPLOYER-EMPLOYEERELATIONS
A. General
B. Representation Proceedines
C. Administration
D. Impasse Procedures
xI+
*.-----€ener*l @ACministrafien
fmpasse-Preeee*res
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A. Adoption ofPersonnel Svstem
In order to establish an equitable and uniform system for dealing with personnel matters, and to comply with applicable laws relating to the adminishation of the personnel process, the Personnel Rules of the City of Firebaugh (hereafter referred to as "Personnel Rules"), are herebyadopted. @ tlrc+mi*i*e+re+eun'
l. Definitions
The terms used to administer the Personnel Rules are defined as follows:
a. " Advancement" means a salary increase within the limits of a pay range established for a class.
b. "Allocation" means the assignment of a single position to its proper class ln accordance with the duties performed and the authority and responsibilities exercised.
c. "Anniversary date" means the first day of employment with the City of Firebaugh. d. "City ClerV' means the elected or appointed public officer, deputy or designee charged with recording the official proceedings and vital statistics ofthe City. e. "Class" means positions sufficiently similar in duties, authority, and responsibilities that permit grouping under a common title, and the application of common standards, including but not limited to selection, transfer, eem*lendg:tgliA!" and salary. f. " Competitive service" rneans all positions of ernployment in the service of the City except those excluded by the Personnel Rules or by resolution of the City Council.

This provision shall not be construed as a waiver of any rights under the MeyersMilias-Brown Act. g. "Days" means calendar days, unless otherwise stated. h. "Demotion" means the movement of an employee from one class to another class having a lower maximum base rate of pay.
i. "Disciplinary action" means punitive action against a regular employee as described in these shall not include any counseling
or performance evaluation.
---^.---------''.-.
i.
j. "Eligible" means persena pelsen whose name appears on an employment list.

PERSONNEL RULES OF TI'IE CITY OF FIREBAUGH
AMENDED AND ADOPTED JUNE 3.2024
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$
k. " Employmenl Zlsl" means
"Open employment list" means a list of names of persons who have taken an open-competitive examination for a class in the competitive service and have qualified.
" Promotional employment /lsl" means a list of names of persons who have taken a promotional examination for a class in the competitive service and have qualified.
l. "Examination" means
"Open-competitive examinatioin " means an examination for a particular class that is open to all persons meeting the qualifications for the class whether or not they are employed by the City.
"Promotional emmination" means an examination for a particular class that is open only to ernployees meeting the qualifications for the class. "Continuous examination" means an open-competitive examination which is administered periodically and as a result of which names are placed on an employment list, in order of final scores, for a period of not more than six (6) months.
m. "Grievance" means a claimed violation of certain rules or provisions as defined in Section VII ofthe Personnel Rules.
n. "Lay-of' means the separation of employees from the active r*erk-fureewqlkllolqg due to lack of work or funds or to the abolition of positions by the City Council. o. "Management Employees" means the positions described in the Personnel Rules. p. "Personnel Officer" means the City Manager, or his or her designee, who have the final authority to appoint to or remove persons from positions of employment in the €+tyg4L
q. "Position" means a group of duties and responsibilities in the competitive service requiring the fulltime or part-time employment of one person. r. "Probationary employee" means an employee who has been appointed to a position but has not completed the probationary period.
s. "Probationary period" means a one ( 1 ) year period of actual service to be considered an integral part ofthe examination, recruiting, testing and selection process during which an employee is required to dernonstrate fitness for the position to which the ernployee is appointed by actual performance ofthe duties ofthe position.

PERSONNEL RULES OF THE CITY OF FIREBAUGH
AMENDED AND ADOPTED JTJNE 3.2024
t. "Promotion" means the movement of an employee from one class to another class having a higher maximum base rate of pay.
u. "Provisional appointment" means an appointment of a person who possesses the minimum qualifications established for a particular class and who has been appointed to a position in that class on a provisional basis for a limited or definite duration.

Provisional employees do not hold regular status in their position and may be dismissed from employment at any time without cause, right to appeal, or grievance. v. " Re-Employment" means restoration without examination of a former regular, nonprobationary ernployee to the same or a lower classification in which the employee previously served prior to layoffor demotion.
w. "Regular employee" means an employee in the competitive service who has successfully completed the probationary period and has been retained as provided in these Rules.
x. "Reinstatement" means the restoration without examination of a former regular employee, or probationary employee who has completed at least six (6) months of the probationary period, to a classification in which the employee formerly served as a regular non-probationary employee.
y. "Relief of duty" means the temporary non-punitive assignment of an employee to a status of leave with pay.
z. "Suspensior " means the temporary separation from service of an employee without pay for disciplinary purposes.
aa. "Temporary employee" means an employee who is appointed to an authorized position for a limited period of time, not to exceed one (1) year. bb. "Transfer" means a change of an employee from one position to another position in the same class or in a comparable class.

B. Administration
The City Manager shall administer the Personnel Rules and shall hold the position of Personnel Officer. He may delegate the appointing authority and the duties granted herein to any other officer or employee of the City. The City Manager shall have the following duties and responsibilities:
lTo act as the appointing authority for the City except where the City Council has the authority to appoint by resolution, or otherwise;
.1-

2. To administer the provisions of the Personnel Rules not specifically reserved to the City Formatted: lndent Left: 0.75", No bullets or
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PERSONNEL RULES OF THE CI1'Y OF FIREBAUCH
AMENDED AND ADOPTED JUNE 3. 2024
Council;

3. To prepare or cause to be prepared a position classification plan, including class specifications, and revisions ofthe plan, subject to approval by the Council;

4. To prepare or cause to be prepared a plan for compensation ofall classifications in the competitive service, subject to approval by the Council;

5. To have the authority to discipline employees in accordance with these Personnel Rules; and

6. To provide for the publishing or posting of notices of tests for positions in the competitive service; the receiving of the
conducting and grading of tests; the certification of lists of persons eligible for appointment in the competitive service; and the performing of any other duty that may be required to administer the Personnel Rules.

C. Competitive Service
The provisions of the Personnel Rules adopted herein shall apply to all officers, positienspqqi[alq and employees in the service of the City of Firebaugh, except the Personnel Rules I, II, V, VI and VII of these Rules shall not, unless otherwise and specifically described, apply to the following:

1. Elective Officers:
a-City Clerk
a.;
b. ;lilyfryurq

2. Conhact Employees:
a. City Manager;

3. Management Employees:
a. Finance Director;
b. Deputy City Clerk;
c. Public Works Director;
d. Chief of Police
4e. Fire Chigf; and

PERSONNEL RULES OF THE CITY OF FIREBAUGH
AMENDED AND ADOPTED JUNE 3.2024
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e-.i-Such other personnel as may be designated by the City Council.

4. Middle Management Employees
+

5. Persons engaged under contract to supply expert, professional, teeh*ieal!99!4lqAl, or other services.

6. Volunteerpersonnel.
'1. City officers and officials appointed directly by the City Council, including appointive boards and commissions.

8. Emergency employees hired to meet the immediate requirements of an emergency condition, such as an extraordinary fire, fleedIlped, or earthquake, which threatens life or property.

9. Employees other than those listed elsewhere in this section who are not regular employees of the City.

10.Any non-permanent position primarily funded under a State or Federal ernployment training program This provision shall not be construed to include other personnel hired under Federal or State subsidy progfan+sprograms.
1 l. Probationary employees.

12. Employees not included in the competitive service under this section are at-will ernployees and shall serve at the pleasure ofthe Personnel Offrcer, including but not limited to those positions listed in this section and all part-time, previsienalprqylqia4al, or temporary employees.

D. Status of Present Emplovees
Any person holding a position included in the competitive service who, on the effective date of these Personnel Rules, shall have served continuously in such position or in some other position in the competitive service for a period exceeding Eualte the probationary period prescribed in the rules for theirhis class, shall assume regular status in the competitive service in the position held on such effective date without a qualiffing test, and shall thereafter be subject in all respects to the provisions ofthese Rules.

Any other persons holding positions in the competitive service shall be regarded as probationers who are serving out the balance oftheir probationary periods before obtaining regular status. The probationary period shall be computed from the date ofappointment or employment.

E. Violations of Rules
Violations of the provisions of these Rules shall be grounds for rejection, suspension, Formatted: lndent: Left: 0.75", No bullets or
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PERSONNEL RULES OF THE CITY OF FIREBAUGH
AMENDED AND ADOPTED JUNE 3.2024
l0
dernotion, +isn+issaldiqqiual, or other disciplinary action as described in Rule V F. SupersedinsProvisions
Memorandums of Understanding (MOU's) between the City and an exclusively recognized employee organization, which contains provisions contrary to or inconsistent with any of these Personnel Rules, shall be deemed to supersede these Rules.

G. Independent Contracts for Special Service
The City Manager shall consider and make recommendations to the City Council regarding the extent to which the City should contract for the performance of technical, expert, professional or other services which City ernployees are not qualified or available to perform. The City Council may conhact with any qualified person or public or private agency for the performance ofsuch services.

II. PERSONNEL RECRUITMENT AND TERMS OF EMPLOYMENT
A. Equal Opportunity Emplover
The City is committed to the goal of equal opportunity employment. It is the policy of the City to ensure that the application of these Personnel Rules, and the recruitment, employment, haining, advancement, layoff, pay, termination, and all otherpersonnel actions for all positions, classes and individual employees shall be on the basis of qualifications and performance without regard to race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, or military and veteran status, or any other status protected by 1aw, except where a bona fide occupational qualification exists.

B. Recruitment Practices
Any technique or procedure used in recruitment and selection ofemployees shall be designed to measure only the job-related qualifications of applicants. These procedures shall apply to the City Manager, Managernent Employees, and Middle Managernent Employees, as those personnel classifications are defined Rule I, Section C. l. Appointonents and Promotions
All appointments and promotions to positions in the competitive service shall be made according to merit and fitness and from eligible lists to be established in accordance with these Personnel Rules. In the absence ofpersons eligible in such manner, provisional or temporary appointments may be made.

PERSONNEL RULES OF THE CITY OF FIREBAUCH
AMENDED AND ADOPTED JUNE 3.2024
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2. Announcement
Al1 examinations for classes in the competitive service shall be publicized by such methods as the Personnel Officer deems appropriate. Special recruiting shall be conducted, if necessary, to iasurequsufg that all segments of the community are aware of the forthcoming examinations. The announcements shall speciff the title and pay of the class for which the examination is announced, the nature of the work to be performed, minimum and desirable qualifications, the time and manner of making application, and other pertinent information.

3. Application Forms
Written applications for employment shall be made on official application forms available in, or as otherwise prescribed on the examination announcement, including any online/elechonic application procedures. Application forms shall require information covering training, experience, and other pertinent information, and may include certificates of one (1) or more examining physicians, refereneesfe:flefgrygq and fingerprints. All applications must be signed by the applicant, which may include the use of an e- signature for an online/electronic application.

The completed application shall be received by the City on or before the announced final filing date and time. An oral or written indication of interest in employment is not an application.

4. Citizenshio of Applicants
Employment is open to al1 qualified persons authorized to work in the United States.

Authorization will be determined upon applicant's completion and submission of Department of Homeland Security, U.S. C+izenshipejlze!$1p, and Immigration Services Form I-9. Applicants who fail to complete and submit Form I-9 will not be employed by the City.

5. Disqualification
Incomplete applications may be rejected or returned to the applicant for additional information or completion, at the Personnel Officer's discretion, providing the time limit for receiving applications has not expired. The Personnel Officer may reject any application, either before or after an examination, whose appointment is deemed contrary to the best interests of the City. Reasons for rejecting an application or applicant may include, but shall not be limited to, the following:
a. The applicant does not possess any ofthe minimum qualifications required for the position;

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b. The applicant is incapable ofperforming the essential job functions and duties ofthe position, with or without reasonable accommodation, to which the applicant seeks appointment;

4.c.The applicant was under the influence ofcontrolled substances or alcohol at the tinre ofexamination ; and/or
e-.!.The applicant has made any false statement of any material fae+odag! q practiced or atternpted to practice any deception or fraud in an application or examination, or in securing eligibility for appointment.

6. Applicants with Felonv or Misdemeanor Convictions
The City will not conduct any backsround checks into criminal history ofanv aBpliQqn!! unless and until that applicant has received a conditional offer ofemplovment. Ifthe Citv issues a conditional offer of emplovment, itthis means
this individual meets the minimum employment qualifications for the position.

Once a conditional offer of emplovment is made, t
backsround check. Convictionq, including pleas of guilty and nolo contendre, of any felony or a misderneanor involving moral turpitude or unfitness for employment may disqualiff an applicant for ernployment or be grounds for removing the name of an eligible candidate from any employment list. Other Convictions may disqualifu an applicant, depending on thejob being applied for and factual circumstances ofthe crirne committed.

The eity will first detennine whether an applieant rneets the minimum empley*rent eenvie+ion history er eendueting a eeevietion histery baekgroun&eheek, If there is something discovered about the aBplieantsapplicant's crimina individual's disclosure or discovery through the background check, Tlhe City shall then conduct an individualized, case-by-case analysis ofthe facts ofeach applicant's criminal history before making a decision regarding their employment.

This section shall not apply to positions for which the City is required by law to conduct a conviction history background check or to those who work for a criminal justice agency, including but not limited to applicants for job positions within the Police Department.

7. Examination Process
The selection techniques used in the examination process shall be impartial and related to those subjects which, in the opinion of the Personnel Officer, fairly measure the relative capacities of the persons examined to execute the duties and responsibilities of the class to which they seek to be appointed. Examinations shall consist of selection technique which will test fairly the qualifications ofcandidates such as but necessarily limited to, achievernent and aptitude tests, other written tests, personal interviews

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performance tests, physical agility tests, evaluation of daily work performance, work samples, medical tests, psychological tests, successful completion of prescribed training, personal background and references, or any combination of these or other tests. The probationary period shall be considered as a portion of the examination process.

Examination shall be designed to provide equal opportunity to all applicants by being based on an analysis of the essential requirement of the class, covering only factors related to such requirements.

The Personnel Offrcer shall schedule examinations as lhey deerns necessary, whether or not a vacancy cunently exists. The Personnel Officer shall speciS, according to lbellHs sole discretion, whether the examination shall be open, promotional, or continuous.

8. Promotional Examinations
Promotional examinations may be conducted whenever, in the opinion of the Personnel Officer, the needs of the service require. Promotion examinations may include any of the selection techniques mentioned in the Personnel Rules (ll, B7), or any combination of thern. Only regular employees who meet the requirements set forth in the promotional examination announcements may compete in promotional examinations.

9. ContinuousExamination
Open-competitive examinations may be administered periodically for a single class as the needs of the service require. Names shall be placed on employment lists, and shall remain on such lists, as prescribed in the Personnel Rules (ll, B I 3- 1 5).

10. Conduct of Examination
The City may contract with any competent agency or individual for the preparing and/or administering of examinations. In the absence of such a contract, the Personnel Officer shall see that such duties are performed. The Personnel Officer shall arrange for the use ofpublic buildings and equipment for the conduct ofexaminations.

I l. Notification of Examination Results and Review of Papers Each applicant in an examination shall be given written notice of the results thereof.

Such notice shall be limited to advising the applicant he "passed" or "failed" a specific part or all ofthe process. Specific numerical scores or standing on eligibility lists need not be provided to applicants.

All applicants may inspect their own test answer sheet within five (5) working days after the notification of examination results. Any error in computation, if called to th€ attention of the Personnel Officer within this shall be corrected. Such corrections shall not, however, require invalidation of appointrnents previously made.

Inspection of test papers or booklets shall be at such time and place and under such

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conditions of supervision as the Personnel Officer may require. Applicants will not be permitted to copy examination items.

12. Pre-Employment and Promotional Medical Examinations The Personnel Officer may order a medical examination after a conditional offer of employment is made, including a physical or psychological examination, to determine whether an applicant for appointment or promotion has the physical or mental qualifications to perform the duties of ftqhis position, or can perform a job function without posing a direct threat to health or safety. Any such medical examinations will only be conducted where it is job-related and consistent with business necessity and is consistently applied to all appointments to thatjob position. Such examination shall be at the City's expense.

No appointment to the position will be made until the Personnel Officer has received the results of the medical examination to either clear the employee to work with no restrictions or to identifr any work restrictions related to thejob. Ifthe applicant has any work restrictions following the medical examination, the City will engage the applicant in a disability interactive process to determine if it can reasonably accommodate the applicant's work restrictions. To the extent that the City initially determines that it cannot reasonably accommodate the applicant's work restrictions, the City will provide the applicant an opportunity to provide additional medical information on their work restrictions to review further before finalizing any decision that it cannot reasonably accommodate the work restrictions.

13. Employment Lists
As soon as possible after the completion of an examination, the Personnel Officer may prepare and maintain an employment list consisting of the names of applicants who qualified in the examination.

14. Duration of Lists
Employment lists shall remain in effect for six (6) months, unless exhausted, abolished or extended by the Personnel Officer. The City has no obligation to select or interview applicants who are on an Employment List. Employment Lists are maintained for convenience only. Employment Lists do not create any rights or responsibilities on behalf of the City.

15. Rernoval of Names from List
The name of any person appearing on an employment, re-ernployment or promotional list shall be rernoved by the Personnel Officer ifthe eligible person requests in writing

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that lbe:this name be removed, or if that person fails to respond to a notice of certification mailed to the last designated address. The Personnel Officer may remove the name of any eligible person if that person has previously been rejected for the same position or promotion three (3) times during the life of the list. The person affected shall be notified of the rernoval of the name by notice mailed to the last known address. The names of persons on promotional employment lists who resign from City ernployment shall automatically be dropped from such lists.

16. Tvpes of Appointment
All vacancies in the competitive service may be filled by transfer, demotion, reemployment, reinstatement or from eligible applicants certified by the Personnel Offrcer from an appropriate ernployment list, ifavailable. In the absence ofpersons eligible for appointment in these ways, provisional appointments may be made in accordance with these Personnel Rules.

17. Notice to Personnel Officer
If a vacancy in the competitive service is to be filled, the Personnel Officer shall be notified. If there is no re-employment list available for the class, the Personnel Officer shall have the right to decide whether to fill the vacancy by reinstatement, transfer, demotion, appointment from a promotional employment list, or appointment from an open employment list.

18. Certification of Elieible
Ifthe Personnel Officer does not consider it in the City's best interest to fill the vacancy by reinstatement, transfer, or demotion, or if it is not possible to fill the vacancy by reernployment, certification shall be made from an appropriate employment list, provided eligible persons are available.

When the Personnel Officer determines a vacancy should be filled by appointment from a promotional employment list or from an open ernployment list, he should certiff from the specified list the names of all individuals willing to accept appointment. Whenever there are fewer than three (3) names of individuals willing to accept appointment on a promotional employment list or on an open employment list, the Personnel Officer may make an appointment from among such eligible persons or may hold a new examination and establish a new employment list.

C. Appointment
After interview and investigation, the Personnel Officer, or theirhis designee, shall make appointments from among those certified. The person accepting appointment shall report to the Personnel Officer, or the Personnel Officer's designated representative, for processing on or before the date of appointment. If the applicant accepts the appointment and reports

PERSONNEL RULES OF THE CITY OF FIREBAUCH
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16 for duty within such period of time as the Personnel Officer shall prescribe, the applicant shall be deemed to be appointed; otherwise, the applicant shall be deerned to have declined the appointment.

1. Provisional Appointment
In the absence of there being names of individuals willing to accept appointment from appropriate ernployment lists, the Personnel Officer may provisionally appoint a person meeting the minimum training and experience qualifications for the position. The Personnel Officer may make such appointments when the demands of the service are such that it is not practicable to give advance notice ofpending or anticipated vacancies, including but not limited to a period ofsuspension ofan ernployee or pending final action on disciplinary proceedings, and it is not practical to delay appointment until a new ernployment list can be prepared and certified.

A provisional appointee shall not accrue any benefits, including but not limited to sick or vacation leave, medical, disability or life insurance or retirement.

If a provisional appointee is selected for a full-time position with the City, the time served as a provisional appointee shall be counted as time toward the fulfillment of the required probationary period. No special credit shall be allowed in meeting any qualifications or in the giving of any test or the establishment of any open-competitive promotional lists, for services rendered under a provisional appointment.

A provisional employee serves at-will and may be removed at any time without the right ofappeal or hearing.

2. Temoorarv EmuleregqSludel!_lu!9rut
From time to time the City has a need for the employment of persons to fill temporary and/or seasonal work assignments. The cost and administrative delay inherent in testing persons to fill such sUe*-temghqLlerm positions is out of proportion to the positions and incompatible with the need to expeditiously fill such positions in time for the employee to perform the temporary work assignment. The City may be offered an opportunity to hire students who work as part oftheir course ofstudy. It is in the interest of the City and in the efficient administration of City services that management filI temporary positions and employ student interns with a minimum of adminishative expense and delay.

The Personnel Officer may approve the appointment of ternporary employees for a period not to exceed one (1) year. There will be no exceptions to allow any temporary employee to work beyond the ene1e+ronqygal limitation.

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The Personnel Officer may authorize department heads to ernploy high school and college students to work as interns for up to one thousand (1,000) hours. Interns are defined as persons regularly enrolled at Firebaugh High School, or in an accredited college or university whose course of study is related to the activities of City govemment.

The procedures utilized by department heads for the employment of temporary ernployees and student interns shall be carefully scrutinized by the Personnel Officer to ensure that the process is fair and complies with Personnel Rules and City policies.

Personal favoritism and/or prejudice for or against any person are strictly prohibited.

Temporary employees and student intems employed under this rule shall serve at-will and are not considered part of the competitive service; they may be removed from City service at any time without the right of appeal or hearing. If eventually hired as a fuIltime ernployee, they shall not receive any special credit in any qualification for employment, in any examination or ernployment list for services rendered under a provisional appointment. They shall receive no employee benefits, including but not limited to such as sick leave, vacation, health plan, or retirement, other than as provided pursuant to Healthy Workplace/Healthy Families Act of 2014 Paid Sick Leave.

Rezular Appointment and Probationary Period
a. Objective of Probationary Period
The City attempts to hire the most qualified employees for each position. To ensure this, the City provides for a probationary period of employment for the employee to assess the City and thejob content, and for the City to evaluate the new employee and IhetHs job performance.
b. Length ofProbationary Period
All regular and promotional appointments shall be tentative and subject to a probationary period of one (l) year of actual service. Leaves of absence or assignments out ofclass, for any reason, shall not be counted toward,-the completion of the probationary period and the probationary period shall be extended by the number of hours of such leaves or assignments. The Personnel Officer,-qll-lLheil discretion. may extend such probationary period up to six (6) additional months of actual service.
c. Probationary Rejection of Regular Appointment Employee During the probationary period, an employee on regular appointment may be terminated at any time by the Personnel Officer with or without notice, with or without cause and without the right of appeal. Notification of rejection by the Personnel Officer shall be sent to probationer in writing.

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d. Probationary Rejection Following Promotion
Anv employee rejected during the proUiiioiiaw period following i piomoiionaf appointment shall be reinstated to the position from which the employee was promoted, unless the ernployee is discharged from service in the manner provided in these Personnel Rules for positions in the competitive service, in which event he shall have the right of appeal as set forth in these Rules. If there is no vacancy in such posi+iona_pgglig! the ernployee may request in writing to be placed on a reemployment list.

4. Oath of Office
Every employee, before entering upon the duties ofemployment, shall take and subscribe to the Oath of Office required by the provisions of Article 20, Section 3, of the California Constitution.

In the case of temporary employment, the oath shall be effective for all successive periods of employment which commence within one (1) calendar year from the date of subscribing to the oath or affirmation.

No compensation or reimbursement for expenses incurred shall be paid to any employee of the City unless such employee has taken and subscribed to the oath or affirmation required by this section.

5. Appointment of Relatives
Neither the City Council, Personnel Officer, nor his or her designee shall appoint to a salaried position any person who is a relative by blood or marriage within the third degree of any one or more mernbers of the City Council or Personnel Officer.

No full-time, part{ime, provisional, or temporary employees shall be assigned to any position in a department where another employee of the department is a relative by blood or marriage within the third degree. The Personnel Officer may, in lhgthis sole discretion, make an exception to this Rule when doing so is in the interest of the City.

Without exception, full-time, part-time, provisional, or temporary employees who are relatives by blood or marriage shall not be placed in such pesitisna-les:ilie4 as to supervise/evaluate or be supervised/evaluated by a relative within the third degree.

As determined by the Personnel Officer, no full-time, part-time, previsto$*tplqylqiaaal, or temporary employees shall be placed into any position that would compromise the internal control environment by virtue of any relationship through blood or marriage to another employee.

The phrase "within the third degree" shall include, but is not limited to, spouses, parents, children, grandparents, siblings, grandchildren, great--grandparents, uncles and aunts, Formatted: Font:11 pt

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I rrr. cHANGES IN EMBI.oyMENT srATUs
A. Transfer
All transfers are subject to the discretion of the Personnel Officer. No person- shall be transferred to a position for which that person does not possess the minimum qualifications.

The Personnel Officer or lbguhis designee may hansfer an employee at any time from one position to another position in a comparable class. For hansfer purposes, a comparable class is one with the same maximum salary, involves the performance of similar duties and requires substantially the same basic qualifications.

Ifthe transfer involves a change from one department to another, both department directors must consent thereto unless the Personnel Officer orders the transfer. Transfer shall not be used to effectuate a promotion, dernotion, advancement, or reduction, or for disciplinary action, each of which may be accomplished only as provided in these Rules.

B. Promotion
Insofar as consistent with the best interests of the City and subject to the discretion of the Personnel Officer, all vacancies in the competitive service shall be filled by promotion from within the competitive service, after a promotional examination has been given and promotional list is established. Probationary ernployees shall not be eligible for promotion under a promotional list.

The Personnel Officer may determine that the best interest of the City require that a vacancy be filled by an open competitive examination instead of promotional examination. In such event, the Personnel Officer shall iurange for an open competitive examination and for the preparation and certification of an open competitive employment list.

C. Demotion
The Personnel Officer may dernote an employee whose ability to perform the required duties falls below standard or for disciplinary purposes. Upon request ofthe employee, and with the consent of the Personnel Officer, an employee may be permitted to voluntarily demote to a vacant position in the same department. No employee shall be dernoted to a position for which he does not possess the minimum qualifications. Disciplinary and voluntary demotions shall be in accordance with these Personnel Rules.

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All employees who are demoted will be paid at the same rate of pay as prior to demotion if, and only it the rate of pay is within the range of the lower position. If this is not the case, the rate of pay shall be within the salary range of the lower position which is closest to the rate of pay prior to demotion, but no employee shall be paid more than they were prior to demotion.

D. Reinstatement
With the approval of the Personnel Officer, a former regular employee or probationary employee who has completed at least six (6) months of probationary service, and who has resigned with a good record, may be reinstated within two (2) years of the effective date of resignation, to a vacant position in the same or comparable class. Upon reinstaternent, the ernployee shall serve a new probationary period prescribed for the class. No credit for former employment shall be granted in computing salary, vacation, sick leave, or other benefits except on the specific recommendation of the Personnel Officer at the time of reinstatement.

The employee will receive a new anniversary date which will be the first date of ernployment upon reinstaternent.

E. Resisnation
An employee wishing to leave the competitive service in good standing shall file with the Personnel Officer a written resignation stating the effective date and reasons for leaving at least two (2) weeks before the planned separation date, unless such time limit is waived by the Personnel Officer at their his-discretion. A statement as to the resigned employee's service performance and other pertinent information shall be forwarded to the Personnel Officer. Failure to give notice as required by this Rule shall be cause for denying future ernployment by the City. A resignation becomes final and cannot be withdrawn once it is received by the Personnel Officer, which shall be considered accepted upon receipt unless employee is notified otherwise in writing.

F. Report of Chanee of Status
Every appointment, transfer, promotion, dernotion, change of salary rate, or any other temporary or permanent change in status of ernployees shall be reported to the Personnel Officer in such a manner as he or she may prescribe.

IV. PAID AIID UNPAID TIME OFF WORK
A. Attendance
Employees shall be in attendance at their work in accordance with the Rules regarding hours of work, holidays, and leaves. Al1 departments shall keep daily attendance records of ernployees who shall be reported to the Personnel Officer in the form and on the dates he shall speciff.

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An employee who is unexpectedly unable to report for work as scheduled must notiry their hisimmediate supe.visor or designee no later than the scheduled work time and report their expected time of arrival or absence. Excessive tardiness or absenteeism may be grounds for discipline, up to and including termination. Abuse of, or misrepresentation of, any form of accrued or unpaid leave time will be grounds for discipline, up to and including termination.

B. Vacations
Al1 regular and full-time ernployees are eligible for paid vacation; which shall be negotiated and agreed_-to in all Memorandums of Understanding (MOU's) for each City employee bargaining group and are not included in these Personnel Rules.

Vacations may be taken at any time during the Veat-gutycal iq'1! should be scheduled to avoid conflicts with other employees' vacations and with busy periods ofthe year. Specific vacation dates should be approved by the ernployee's supervisor at least fourteen (14) days prior to the anticipated vacation.

C. Holidays
Al1 regular and full-time ernployees are eligible for holiday pay. Observed paid holidays shall be negotiated and agreed to in all Memorandums of Understanding (MOU's) for each City Employee bargaining group and are not included in these Personnel Rules.

If a holiday falls on a weekend, the holiday will be observed on the closes Friday or Monday or on the customary day.

D. Sick Leave
A1l regular full-time employees eam sick leave at a rate negotiated and agreed to in all Mernorandums of Understanding (MOU's) for each City ernployee bargaining group and is not included in these Personnel Rules.

E. Administrative Leave
l. Exempt Employees
Those employees who are exempt from the Fair Labor Standards Act may receive up to eighty (80) hours of administrative leave each fiscal yem. Those employees may opt to be paid for up to eighty (80) hours of adminishative leave each fiscal year.

Administrative Leave cannot be carried over from one year to another.

2. ReliefofDutv
The Personnel Officer may place an employee on administrative leave with full pay and

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benefits for an indeterminate period when circumstances exist such that the public interest requires that the employee be relieved from active duty and/or an investigation is taking ulaee. Such relief of duty shal1 not constitute punitive or disciplinary action.

During the period of relief of duty, the employee may be required to regularly report to the department director or lhEthis designee in a manner described in writing by the department director to the employee.

F. Jury Duty
Every regular fulltime employee of the City who is called or required to serve as a trial juror, upon notification and appropriate verification submitted to Urethi{ supervisor, shall receive time offfor the period ofactual service required. The employee shall receive theirhis normal pay during the period ofjury duty. The time spent on jury duty is not work time for purposes of calculating overtime compensation.

G. Votine
The City's policy is to encourage its employees to participate in the election of govemment leaders. Therefore, adequate time off is allowed at the beginning or end of the wsrk dayuafkdey to exercise this right, as long as employees request this time off from their supervisors and give adequate notice.

H. Bereavement Leave
In the event of a death in a regular full-time employee's immediate family, that employee may have up to five (5) working days, with pay, to handle family affairs and to attend the funeral. "lmmediate Family" is defined as father, mother, brother, sister, spouse, child, mother-in-law, father-in-law, daughter-in-law, son--in-law, grandparents, grandchildren, stepfather, stclr+lotlier9lgpil1q$lqr, and stepchild.
agalns+-u*use4-vaeafior+oradm+nrs
I. Personal Leave Without Pav
The Personnel Officer, in tl-reirhis unrestricted discretion, may grant a regular or probationary employee leave ofabsence without pay or seniority for not to exceed three (3) months. After three (3) months, the leave ofabsence may be extended ifso authorized. No such leave shall be granted except upon written request of the employee, setting forth the reason for the request, and the approval will be in writing. An employee is not entitled to a leave of absence as a matter of right. Upon expiration of a regularly approved leave or within a reasonable period of time after notice to retum to duty, the employee shall be reinstated in the position held at the time leave was granted. Failure on the part of an employee on leave to report promptly at its expiration, or within a reasonable time after notice to return to duty shall cause the employee to be deemed to be discharged. The depositing in the United States mail ofa first-class letter, postage prepaid, addressed to the employee's last known address, shall constitute reasonable notice to the employee that lhethis leave of absence has -)
- Commented [CDl]: You camot require lhem to use other
types ofleave here. They are entitled to 5 days of l
bereavement leave independetrt from ily othq leave.

I However, it is not required that bqeavement leave is paid.

So, what you can do is provide 5 upaid days ofleave, and ' allow them to use unused vacation or other t)?e ofpaid leave .T !!".',9q!! lqg dunns thattime if they so chmse.

PERSONNEL RULES OF THE CITY OF FIREI]AUGH
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expir€dglpilg4 and he must retum to duty.

J. ffi California Familv Riqhts Act (CRFA Leave)
The City will provide up to twelve (12) weeks of unpaid, job-protected leave to eligible ernployees for certain family and medical reasons in a l2-month period rolling backwards upon approval ofthe Personnel Officer, ip
{or+he€igt Employees are eligible for this leave
California Family Riehts Act (CFRA) if they have been employed by the City for at least one year, have worked 1,250 hours in the previous 12 months, and meet other eligibility requirements prescribed by law.,
Leave mav be taken for one or more of the followingjeasons:
. Your serious health condition that makes you unable to perform your iob.; . To care fbr vour family member who has a serious health condition. For ourposes]:
of CFRA leave. a "familv member" includes your:
'Spouse;
. Parentl
. Child ofany aee;
. Registered domestic partner:
. Grandparent:
. Grandchild;
. Sibline;
. Parent-in-law;
. One "desisnated person" - defined as any individual related by blood or whose association with employee is the equivalent of a family relationship. . The birth of your child. or placement of a child with vou for adoption or foster care.:
. Because ofa qualifuing exigency related to covered active duty or a call to covered active dutv ofyour spouse, registered domestic parln€L rbikl, or parent in the Armed Forces of the United States. 6ee Oualifuing Exisencies Related to Active Duty below.)
Please note that incapacity due to pregnancy, prenatal medical care or childbirth is not an elieible reason for CFRA leave. .

Ouali&ine Exigencies Related to Active Duty
. Eligible employees whose spouse. domestic partner, ehi{dchild. or parent is on' covered active duty or call to covered active-duty status mav use their l2-week leave entitlement for certain qualifoins exigencies. Oualifoing exieencies may include. but are not necessarily limited to. attending certain military events. arrangins for alternative childcare, addressing certain financial and leeal arrangements, attendins certain counseling sessions. and attending post-deployment reintegration briefinss.

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The employee ordinarily must provide thirty (30) days advance notice when the leave is "foreseeable." The City may require medical certification to support a request for leave because of a serious health condition and may require a second or third opinion (at the employer's expense) and a@reportfrom the employee's health care provider ifleave is taken for the employee's own serious health condition. Paid leave shall run concunently with family and medical care leave before unpaid leave will be allowed.

The City will maintain the ernployeelsl health coverage during the period ol-CFRA Far*ib and*4edieaf€aeleave to the extent it would otherwise, had the employee been continuously employed. Upon retum from leave, an employee will be restored to their his-original or equivalent position with equivalent pay, benefits, and other employment terms, provided he meets the eligibility requirements prescribed herein and by law. The use of CFRA leave @wi11notresultinanylossof-a*employmentbenefitthat
accrued prior to the start ofan employee's leave.

K. Preenancy Disability Leave
An employee who is disabled because of pregnancy, childbirth, or a related medical condition is entitled to an unpaid pregnancy disability leave for up to four_ (4) months.

1. Notice and Certification Requirements
a. Except in an emergency, requests for pregnancy disability leave must be submitted in writing and must be approved by the employee's supervisor or Department Head before the leave begins. The request must be supported by a written certification from the attending physician stating that the employee is disabled liom working by pregnancy, en++eUi*trShildbr4h, or a related medical condition. The certification must state the expected duration of the disability and the expected date of return to work.
b. All planned leaves must be confirmed in writing and have an agreed-upon specific date of retum, with the written confirmation submitted to the Department Head prior to being taken. Requests for an extension of leave must be submitted in writing to the Department Head prior to the agreed date of return and must be supported by a written certification of the attending physician that the ernployee continues to be disabled by pregnancy, childbirth, or a related medical condition. The maximum pregnancy disability leave is four (4) months.

2. Compensation Durinq Leave
Pregnancy disability leaves are without pay. However, the ernployee may first use accrued sick leave, vacation leave, and then any other accrued paid time off during the leave.

3. Benefits Durine Leave

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a. An employee on pregnancy disability leave may receive any group health insurance coverage that was provided before the leave on the same terms as provided to other employees who become disabled off-duty, if: (1) the employee is eligible for concurrent family and medical care leave as described by these Personnel Rules, and (2) the employee has not already exhausted thgg+s group health insurance coverage benefit in accordance with State and Federal law. The City may recover premiums it paid to maintain health coverage, as provided by the family and medical leave laws, ifan employee does not return to work following pregnancy disability leave. b. An employee on pregnancy disability leave who is not eligible to receive group health insurance coverage as described above, may receive health insurance coverage in conjunction with COBRA (Consolidated Omnibus Budget Reconciliation Act) guidelines by making monthly premium payments to the City. c. Sick leave and vacation leave do not accrue while an employee is on unpaid pregnancy disabi lity leave.

4. Reinstatement
a. Upon the expiration of pregnancy leave and the City's receipt of a written statement from the health care provider that the employee is fit to retum to duty, the employee will be reinstated to her original or an equivalent position, so long as it was not eliminated for a legitimate business reason during the leave. b. If the employee's original position is no longer available, the employee will be assigned to an open position that is substantially similar injob content, status, pay, promotional opportunities, and geographic location as the employee's original position.
c. Ifupon retum from leave an employee is unable to perform the essential functions of her job because of a physical or mental disability, the City will initiate an interactive process with the ernployee in order to identify potential reasonable accommodations.
d. An employee who fails to retum to work after the termination of her leave loses her reinstaternent rights.

L. Militarv Leave
Military leave shall be granted in accordance with the provisions of state and federal law.

An employee requesting leave for this purpose shall provide the department head, whenever possible, with a copy of the military orders specifoing the dates, site and purpose of the activity or mission. Within the limits of such orders, the department head may determine when the leave is to be taken and may modiff the ernployee's work schedule to accommodate the request for leave.

M. Time Off for Victims of Violent Crimes or Domestic Abuse

PERSONNEL RULES OF THE CITY OF FIREBAUCH
AMENDED AND ADOPTED JUNE 3.2024

1.(J
The City provides time off for victims of a violent crime, domestic violence, sexual assault, or stalking in accordance with state law. Employees may take time off to: (1) appear in court to comply with a subpoena or other court order as a witness to anyjudicial proceeding; (2) seek medical or psychological assistance; or (3) participate in safety planning to protect against further assaults. The City shall also provide reasonable accommodations for victims of domestic violence, sexual assault or stalking who request an accommodation for their safety while at work.

An affected employee must give the City reasonable notice that he is required to be absent for the purpose stated above. In cases of unscheduled or emergency court appearances or other emergency circumstances, the affected ernployee must, within a reasonable time after the appearance or circumstance, provide the City with written proof that the absence was required for any of the above reasons. Leave under this section is unpa+4,-r*nbmupatd unless the employee uses vacation or compensatory time off.

N. Workers'Comnensation
If an employee has been injured on the job, he is eligible for Workers' Compensation Benefits.

1. Notification and Medical Care
The City has several obligations to injured ernployees. Once it has been determined that an employee's illness or injury is work-related and the claim has been accepted, the City is responsible for providing whatever medical services are necessary to cure or relieve from the effects of the injury. These services will normally be provided at no cost to employeeg unless there is some dispute over whether they are necessary.

If an employee has suffered a work-related injury, he should advise thgghis superwisor immediately. If medical attention is required, the supervisor will arrange for--.lLhc employee to be taken to the doctor. Normally, ernployee will be heated at one of several occupational medical clinics that heat City ernployees.

If an employee wishes to be treated by lheilhis-personal physician, the employee must advise the City*new before the need for medical treatment arises. Ifthe injury is serious, the employee will be taken to the nearest emergency medical care facility where necessary care will be provided.

2. Temporarv Disability and Injury Pay
Once the claim is accepted, lhe employee will also be compensated for any time lost from work due to their l+is-injury. The first three (3) calendar days following an on-thejob injury will be charged to sick leave or leave without pay. This is referenced as the "waiting period." On the fourth day following the injury, employee would begin to receive the legally_-required percentage of average weekly wages-{averaged over the

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past year). Ifhospitalized because ofthe injury or ifofffor more than fourteen (1 4) days, there is no waiting period and employee would be paid Temporary Disability pay for those first three days.

3. PermanentDisability
If the injury is serious enough to cause an employee any permanent disability, he will also be compensated for it. Permanent disability awards are not "damages," such as those which are awarded in civil cases. These awards are meant to compensate for your reduced ability to compete in the labor market. The amount of a permanent disability award is based on the type and severity of the injury, occupation, and age at the time of the injury. If the treating doctor indicates that there is some degree of permanent disability, a claims examiner will contact the employee to explain the procedure of evaluating and rating the disability.

4. Vocational Rehabilitation
If empl.eyeeaqqqplpp is unable to retum to !!p[his usual and customary job, he or she may be eligible for vocational rehabilitation services. If offwork for a total of ninety (90) days because of an indushial injury, ernployee will be contacted by a rehabilitation representative who will explain the benefits to which employee may be entitled to. The City is required by State law to provide ernployee with this explanation ofpotential eligibility for these benefits, and employee will not be forced to resign, retire, or change jobs unless the doctor indicates that there is some medical necessity to do so.

Ifan employee needs vocational rehabilitation services, every reasonable effort will be made to return theml+i+r+ to suitable gainful ernployment as soon as possible. Employee will be assigned to a vocational rehabilitation counselor who will research the possibilities ofjob modifications or alternative job assignments with the City. If it is not possible for ernployee to remain with the City, training or job placement services that make the best possible use of ernployee's knowledge, skills and aptitude will be provided.

5. TheLegalProcess
It isn't necessary to have an attomey represent an employee in a Workers' Compensation case. However, employeeq always havsas the right to hire private counsel in these matters. Fees for these services are usually deducted from empleytlp-quplaygqiee-s permanent disability award.

6. Police Officer Industrial Injuries
Police Officers who are disabled temporarily or permanently by injury_ or illness occuning in the course and scope of employment shall be provided compensation and benefits in accordance with Labor Code section 4850.

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O. Disabilitv Accommodations and Fitness-for-Du8 Examinations Reasonable Accommodations. The City provides employmenlrelated reasonable accommodations to qualified individuals with disabilities within the meaning of the Califomia Fair Employment and Housing Act and the Americans with Disabilities Act.

An employee who desires+ reasonable accommodation in order to perform essential job functions should make such a request, preferably in writing, to the Personnel Officer.

The request must identifr the job-related functions at issue and the desired accommodations.

2. Fitness-for-Duty Examinations. The City Manager or !!p!his designee may require an employee to submit to a fitness-for-duty examination to determine if the employee is able to perform the essential functions ofthe[hisjob when there is significant evidence:
l) the employee appears to be unable to perform or has difficulty performing one or more essential functions of flteqhis job; and 2) there is reason to question the employee's ability to safely or efficiently complete work duties.
a. A City-selected health care provider will examine the ernployee at City expense. The City will provide the heath care provider with a letter requesting a fitness-for-duty examination limited to the employee's job-related functional limitations and a written description of the essential functions of the employee's job. The health care provider will examine the ernployee and provide the City with non-confidential information regarding whether the employee is fit to perform essential job functions and if the employee's continued ernployment poses a threat to the health and safety of themselveshim or others. Should the health care provider exceed the scope of the City's request and provide confidential health information, the City will retum the report to the health care provider and request another report that includes only the non- confidential fitness-for-duty information that the City has requested. b. The City may require an employee to undergo an examination by a City-designated physician, psyenia*+stpsysh&!$L or psychologist, and/or submit a certificate of employability from the treating physician before returning to work after taking any leave due to injury or illness.

3. Determination. After receipt of reasonable documentation, the City may meet with the ernployee to fully consider all feasible potential reasonable accommodations. The purpose of the discussions will be in good faith to fully discuss all feasible potential reasonable accommodations. After the discussions, the City will determine, in its sole discretion, whether reasonable accommodation can be made and the type of accommodation to provide. The City will not provide accommodation that would pose an undue hardship upon City finances or operations, or that would endanger the health and safety of the ernployee or others. Employees unable to perform the essential functions of their position, with or without reasonable accommodation, may be subject to separation of employment.

V. DISCIPLINARYACTIONS

PERSONNEL RULES OF THE CITY OF FIREBAUGH
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19 A. Types of Disciplinary Actions
Neither employee evaluations nor informal counseling memorandums shall be considered disciplinary or punitive in nature. They may not be appealed under -this Rule.

However, unsuccessful counseling may be referenced in a separate subsequent disciplinary action.
l. Oral Reprimand
A formal discussion with an ernployee about performance or conduct problems. Thrs action shall be summarized in writing by the department director or supervisor. The employee may respond in writing to such reprimand. The employee shall not otherwise be entitled to appeal from an oral reprimand. Oral reprimands and employee responses shall not be placed in the employee's personnel file, however, the fact that an employee previously received an oral reprimand for similar inappropriate conduct may be referenced in future reprimands.

2. Written Reprimand
A written document presented to an employee regarding performance or conduct problems. A copy must be provided to the employee with a copy filed in the employee's personnel file. Within five (5) working days following service of the written reprimand, the employee may file a wdtten response, the original being directed to the department head or supervisor and a copy filed in the employee's personnel file. A written reprimand may not be appealed under this policy.

3. Minor Disciplinary Suspension
An involuntary absence without pay for a period offewer than five (5) working days

4. Maior Disciplinary Suspension
An involuntary absence without pay for a period of five (5) or more working days but not exceeding thirty (30) working days.

5. Disciplinary Salary Reduction
A reduction in pay from the employee's current step within a pay range to a lower step within that same pay range.

6. DisciplinarvDemotion
Reduction from a position in one class to a position in another class having a lower salary range.

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PERSONNEL RULES OF THE CITY OF FIREBAUCH
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30 7. Dismissal
Permanent discharge or removal from City seryice.

B. Grounds for Disciplinarv Action
The following list ofgrounds for disciplinary action is not intended, nor is it a comprehensive and complete list ofall grounds for disciplinary action. Any inappropriate conduct by a City employee will be grounds for disciplinary action. These include, but are not limited to:

I . Incompetence or inefficiency in the performance of the duties of one's position.

2. Insubordination, including refusal to accept assignment or direction from an authorized supervisor or City management.

3. Neglect of duty.
{-Unsatisfactory job performance, or refusal or inability to improve such performance in accordance with written or verbal direction.
+

5. Absence without authorized leave.

6. Excessive absenteeism or tardiness, as defined by the employee's department director, the Rules, or Memorandum of Understanding.

7. Dishonesty

8. Theft.

9. Fraud in securing or retaining ernployment.

10. Discourteous treatment or offensive conduct toward or around membos of the public or other ernployees, including fighting, using profane or abusive or threatening language toward others. or gossiping.

I 1. Failure to cooperate with employee's supervisor or fellow ernployees.

12. Drinking alcoholic beverages or consuming other intoxicants on the J€b-€rlab-ll reporting for work while under the influence of alcohol or other intoxicants.

13. Use of unlawful narcotics or drugs.

14. Malfeasance or misconduct, which shall include, but shall not be limited to, conviction, plea of guilty, or no contest of any felony, or damaging City property, equipment, or vehicles, or the waste of City supplies through negligence or misconduct.

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I 5. Violation of any City rules, regulation, ordinance, resolution, or policy or departmental rule.

16. Unapproved outside employment or activity while on City time or City business, or that violates the City's policies, or other enterprise that constitutes a conflict of interest with service to the City.

17. Mishandling of public funds.

18. Falsiffing or altering any City record.

I 9. Any conduct unbecoming an employee of the City of Firebaugh that causes discredit to the City or results in the impairment or disruption of City service.

20. Unjustified and repeated abuse of sick or other leave. 2l . Failure to comply with safety procedures.

Z4Q,_Failure to follow defined job duties and procedures. ?4-.21-Misuse or destruction of City equipment or property

25.22!.*Sleeping on the job.
26[-Acceptance of gifts or gratuities in connection with or relating to employee's job duties.
24!6-Discrimination, including harassment, against other-ernployees or members of the public on thebasis of any@classification.
2\fi=lakingretaliatory action against persen4pefqa! engaged in protected conduct.

C. Disciplinary Policy and Procedure
The following procedures apply to regular ernployees who are subjected to disciplinary salary reduction, major disciplinary suspension, demotion, or dismissal. For purposes ofthis section, these disciplinary actions will be referred to as "major disciplinary action." The disciplinary notice or appellate procedures shall not be applicable to those positions which may be deemed exempt by Council resolution, Personnel Rules Section I(C), or to probationary employees.

I . Proposed Notice of Discioline - Procedure
If the City proposes a major disciplinary action, the employee shall be served with a written notice ofthe proposed disciplinary action. Such notice shall:

PERSONNEL RULES OF THE CITY OF FIREBAUGH
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a. State the charges and specifications against the employee. b. Include all information relied upon in making the decision to propose disciplinary action.
c. Advise the ernployee ofany rights to respond to the proposed discipline, either orally or in writing, state that the employee's response will be considered before the proposed disciplinary order goes into effect including a pre-disciplinary "Skelly" conference prior to the imposition ofthe proposed discipline.

2. Emplovee Response and Skellv Conference
The Notice of Proposed Discipline will include a date for the pre-disciplinary Skelly conference that will be overseen by the department head or theirhis designee. The Skelly conference is an informal meeting, not a formal or adversary hearing; the employee shall not be entitled to cross- examination. The employee shall have the right ofrepresentation at the Skelly conference, if so requested. The department head may, after consideration of all information received, decide to sustain, modiff, or reject the proposed disciplinary action.

Service of an order for disciplinary action or any notice required to be given to an employee will be deemed sufficient and complete when delivered in person to the employee to whom it is directed, or when it is sent by certified mail, postage prepaid, to the last known address of the employee.

The City shall not provide a pre-disciplinary Skelly conference to regular employees subjected to a minor disciplinary suspension. However, such ernployees may request a similar conference during the minor disciplinary suspension or within a reasonable time thereafter.

3. Final Notice of Discipline
If a major disciplinary action is imposed, a written statement shall be given to the ernployee of the following:
a. The level of discipline, if any, to be imposed, as well as the charges and a summary offacts on which the disciplinary action is based.
b. The effective date(s) ofthe disciplinary action.
c. A copy of all written materials, reports, or documents upon which the discipline is based.
d. Anyrights ofappeal

4. Evidentiary Appeal

PERSONNEL RULES OF THE CITY OF FIREBAUGH
AMENDED AND ADOPTED JUNE 3.2024

3.1 The appeal procedure described herein shall apply to a disciplinary action of regular ernployees resulting in a disciplinary salary reduction, major disciplinary suspension, demotion, or dismissal. It shall not be applicable to those positions which may be deemed exempt by Council resolution, Personnel Rules, or to probationary employees. It shall also not apply to counseling or oral reprimands, written reprimands, or minor disciplinary suspensions.

Regular employees shall have the right of appeal from such disciplinary actions as described in this section. Such appeale! 3ppgal must be filed with the City Clerk within ten (10) calendar days following receipt of a Final Notice of Discipline. The appeal must be in writing and must set forth the grounds or basis for the appeal. If the employee involved decs_-{otdqgq.le! file said appeal, the City's decision shall be final and take effect as prescribed.
a. Hearing. Upon receipt of a written appeal from an affected employee, the City Clerk shall arrange for a hearing as provided in this section. Said hearing shall be conducted within a reasonable time after receipt of a timely written appeal, as determined by the City. The City Clerk shall alrange for the selection of a Hearing Officer to conduct the hearing and issue a decision.
b. Representation. The appellant employee shall have the right to appear personally or to be represented by counsel or by anyone else of thiertheirhis choosing, including other City ernployees, with the exception of supervisory, management, and confi dential employees.
c. Failure ofEmployee to Appear. Failure ofthe appellant to personally appear at the hearing without providine reasonable notice of inability to attend, shall be deemed a withdrawal of lhetHs appeal and the Final Notice of Discipline shall be final. d. Decision. The Hearing Officer shall render a decision no later than thirty (30) calendar days after (l) the conclusion ofthe hearing and the briefs, ifany, have been submitted, or (2) receipt ofthe official hearing transcript, unless otherwise agreed upon by both parties. The Hearing Officer's decision shall be final and conclusive.

A copy of such decision, along with a proofofservice ofmailing, shall be forwarded to each ofthe parties' representatives. Copies shall also be distributed to the City Clerk.

The Hearing Officer may sustain, reject, or modif, any or all of the charges filed against the employee. If the disciplinary action is reversed or modified by the Hearing Officer, $gyhe may determine whether the employee is to be compensated in all or in part for the time lost on or after the date the disciplinary action went into effect.

The cost of the Hearing Officer and other mutually-i*eurredmutually incurred costs shall be bome equally by the parties which shall be paid on or before the date of the Formatted:Font:11 pt
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appeal hearing. Failure to pay halfofthe mutually incurred costs may prevent the hearing from occurring. Pursuant to Code of Civil Procedure Section 1094.6, the parties have ninety (90) days from the date of the proof of service of mailing of the written findings and decision to appeal the decision to the Superior Court in and for the County ofFresno.
\T.LAYOFF PROCEDUR.ES
Whenever, in the judgment of the Personnel Officer, it becomes necessary to abolish any position of employment, the employee holding such position may be laid offor dernoted without disciplinary action and without the right of appeal.

A. Notification
Employees to be laid offshall be given, whenever possible, prior notice ofat least thirty (30) calendar days.

B. Order of Layoff
In each class of position, ernployees may be laid off according to employment status in the following order: temporary, provisional, probationary, and regular. Temporary, pr€visionatppybialel, and probationary employees shall be laid off according to the needs ofthe service as determined by the Personnel Officer.

Regular employees shall be laid off by inverse seniority within the below groupings.

Seniority is defined as the length of full-time service at or above a classification within the department. Employees who received "improvement- needed" or worse on their last written evaluation shall be subject to layoffs before those who received a higher rating.

Whenever the Personnel Officer believes that the best interest of the City requires the retention of employees with special qualifications, characteristics, skills or fitness for the work, the Personnel Officer may grant an exception to the order of layoff.

C. Vacancv and Demotion
Except as otherwise provided, whenever there is a reduction in the work-force, the Personnel Officer shall first dernote the employee to be laid off to a vacancy, if any, in a lower class for which the employee is qualified. All persons to be demoted shall have their names placed on the re-employment list.

D. Bumpins Rishts
An employee affected by layoff shall have the right to displace an employee in the same department who has less seniority in the same class or in a lower class in which the affected employee once had permanent status.

In order to bump down to a former or lower class, an employee must request displacement

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action in writing to the Personnel Officer within five (5) working days of receipt of notice of layoff. Notice of layoff shall include a notice of the rights set forth in these Rules.

Employees retreating to a lower or similar class shall be placed at the salary step representing the least loss ofpay. In no case shall the salary be increased above that received in the class from which the employee was laid off.

Employees retreating to a lower, or similar, class shall serve a probationary period in the new class unless they have previously successfully completed a probationary period in the class or the class series.

There shall be no interdepartmental displacement rights.

E. Re-emplovment List
Regular, non-probationary employees laid offor demoted in accordance with these Rules shall be entered upon a re-employment list. Lists from different departments shall be combined into a single list. The Personnel Officer shall review such list for former ernployees in the same or lower classification as that in which a vacancy arises. The City is not required to interview or hire from the re- employment list. The re-employment list does not create any benefit or rights to laid off, regular, non-probationary employees on said list.

F. Duration
Names of persons laid off shall be carried on a re-employment list for six (6) months, except that persons appointed to permanent positions at the same level from which they were laid off shall, upon such appoinfinent, be dropped from the list. Persons who refuse reemployment shall be dropped from the list. Persons re- employed in a lower class or on a temporary basis, shall be continued on the list for the higher position for one (1) year. The Personnel Officer may extend the duration of a re-employment list.

G. Re-emplovment After Layoff
Employees rehired to City service from a re-employment list shall retain all benefits, accumulated leavelsavg and seniority rights that such employees enjoyed prior to being laid off.

VII. EMPLOYEEGRIEVAIICES
A. Purpose
The purpose of this section is to provide a just and equitable method for the resolution of grievances without fear ofcoercion or reprisal.

B. Grievance Defined

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AMENDED AND ADOPTED JUNE 3.2024
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Subject to the exclusions listed in this Policy, a "grievance" is a claimed violation of a specific provision of these Personnel Rules or a Memorandum of Understanding (MOUI)I and is not subject to any other City dispute resolution process or procedure that is provided by statute, ordinance, resetutienfgsql{ig& or agreement.

The followinq matters are expressly excluded from the definition of "erievance":
l. Requests for changes in wages, hours, or working conditions, including any impasse or dispute in the rneeti++gqgellilg, and conferring process or mattff within the scope of representation;

2. Requests for changes in the content of ernployee evaluations or performance reviews, oral or written wamings, reprimatldqgplAal& or counseling;

3. Challenges to a reclassification, layoff, transfer, denial ofreinstatement, or denial ofa step or merit increase;

4. Challenges to any disciplinary action;

5. Challenges to examinations or appointment to positions;

6. Management of the City generally;

7. Determination of the nature, necessity or organization of any service or activity conducted by the City, including the decisions to expand or reduce services or the workforce, and/or to impose layoffs;

8. Methods of financing;

9. Determination of or change in facilities, equipment, methods, technology, means or size of the work force;

10. Determination of or of or change in the location, number of locations, relocations and types of operations, preeessesprocesses. or materials to be used in carrying out City functions;
I 1 . Determination of work assignments and schedules;

12. Determination of productivity or performance programs and standards;

13. Determination of standards, policies, and procedures for selection, training, and promotion of employees; and

14. Establishment, implementation, and modification of Department organizations, supervisory assignments, chains of command, and reporting responsibilities.

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14 C. General Provisions

1. No retribution or prejudice shall be suffered by any employee making use of the grievance procedure.

2. The time limits established herein may be extended by mutual written agreement between the grievant and management.

3. If managernent, at any step of the procedure, fails to respond within the prescribed time limit specified, the grievant may process the grievances to the next step.

4. Ifthe grievant, at any step ofthe procedure fails to appeal managernent's decision on the grievance within the prescribed time limit specified, such decision shall be deeined accepted and shall not be subject to further appeal or consideration.

5. By mutual written agreement, a grievance may revert to a prior level of reconsideration.

6. The grievant shall be present at all conferences in the grievance procedure.

7. All communications, notices and papers required to be in writing shall be served personally or by United States mail. For mailed notices and papers, the postmark shall be within the prescribed time limits.

8. Management shall inform the grievant of any limitation on the authority of the management representative to fully resolve the grievance.

9. All employees have the right to consult with their supervisor, their department head, or the Personnel Officer without prejudice, conceming the manner, form andlor procedure for filing a grievance.
1 0. Failure of the grievant to complete any step on the grievance procedure will bar further consideration of the grievance.
ll.The grievance procedure shall not be used in addition to, or as a substitute for, the disciplinary procedure, the unfair labor relations practice preeedureppqgdulg, or the impasse procedure, when any of such procedures are or could reasonably have been available in the exercise ofreasonable diligence.

12. Grievances may be filed by an exclusively recognized employee organization.

13. Ifthe grievance is against the employee's supervisor or department head, the employee may apply to the City Manager in writing for permission to commence the Grievance Procedure at the step immediately above the supervisor alleged to be the subject of the gdevance. The City Manager (or the City Council, in the event the gdevance is against the City Manager) shall permit this modification of the grievance procedure upon fteighis

PERSONNEL RULES OF TFIE CITY OF FIREBAUCH
AMENIJED AND ADOPTED JTJNE 3.2024
determination that there are special circumstances that prevent the unployee from obtaining fuIl and fair consideration of the grievance by the employee's supervisor or department head.

D. Renresentation Rights

1. The employee has the right to the assistance of a representative of lbe:this choice in the investigation, preparationgcpafaleA, and presentation of a grievance.

2. Representation may occur at any stage of the grievance procedure provided, however, that prior to calling for representation at Step One - Intermediate Supervisor of the procedure, the employee shall informally discuss lhgifhis grievance with lhe:irhis supervisor. Upon conclusion of such discussion, and in accordance with the below procedures, the ernployee may file a formal grievance within ten (10) calendar days after the ernployee knew, or in the exercise ofreasonable diligence should have known, ofthe events giving rise to the grievance in order to have the assistance of a representative at that Step.

3. If the ernployee elects another employee as his or her representative, such representative shall not be released during working hours without the approval ofhis or her supervisor.

4. The supervisor shall grant the representative a reasonable amount oftime during work hours to assist the grievant, provided such would not unreasonably interfere with or delay City work.

5. Grievance conferences between management and grievant will normally be conducted during regular working hours at a mutually--convenient time.

6. The investigation of a grievance during working hours by an ernployee and lhgthis representative, ifany, shall be in accordance with the following:
a. Prior to entering anyjob site, the grievant and representative shall obtain the approval of the job site supervisor.
b. There shall be no solicitation of gdevances or employee organization membership. c. The investigation shall be conducted expeditiously and in a reasonable amount of time, with due regard for the work requirernents of the City. d. Where the investigation commences prior to the end of the regular workday, time spent after the close ofthe regular workday shall be on the representative's and the ernployee's own time.
e. Entry to a City job site will not be permitted if it would unreasonably interfere with or delay City work.

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f. All safety regulations relating to the presence or conduct ofpersons at the job site shall be followed.

E. Procedures
L lnformal Resolution
Employees who believe they have a bona fide complaint within the scope of these procedures shall promptly inform and discuss the issue with their immediate supervisor as designated by the department head or !1sthi€ designee to, in good faith, clarit' the matter expeditiously and informally resolve the matter. If the informal discussion does not resolve the problem to the ernployee's satisfaction, and if the complaint constitutes a gdevance as herein defined, the ernployee may file a formal grievance in accordance with the following procedure.

2. Step One-Immediate Supervisor
a. The employee shall file a-galqplgtqd written grievance&rm to their his-supervrsor within ten (10) calendar days after the employee knew, or in the exercise of reasonable diligence should have known, ofthe events giving rise to the grievance. b. The supervisor shall, within five (5) calendar days after receipt ofthe grievance, have a discussion with the unployee concerning the grievance. c. The supervisor shall, within five (5) calendar days of the grievance conference, render a written decision to the employee with a copy ofthe original grievance.

3. Step Two - Department Head
a. Within five (5) calendar days of receipt of the decision of the supervisor, the grievant, ifhe wishes to appeal the decision, shall submit an appeal to the department head.

The appeal shall be submitted in writing, in conformity with the procedures stated therein and shall include the supervisor's response, if any. b. The department head or lhguHs designee shall, within five (5) calendar days of receipt of the appeal, schedule a conference at a mutually--agreeable time. A representative of the grievant and/or management may attend this conference in accordance with the Personnel Rules (VII, D).
c. The department head or lbguhis designee shall, within five (5) calendar days of the conference, render a written decision to the grievant with a copy of the original grievance.

4. lstep Three - Citv Manaser

PERSONNEL RULES OF THE CITY OF FIREBAUCH
AMENDED AND ADOPTED JLINE ].2024
40 a. Within five (5) calendar days of receipt of the written decision liom the department head or thsilhis designee, the grievant, if he or she wishes to appeal the decision, shall submit an appeal to the City Manager. The appeal shall be submitted in writing, in conformity with the procedures stated therein and shall include the original grievance and management's responses, if any.
b. The City Manager or theirhis designee shall, within seven (7) calendar days of receipt ofthe appeal schedule a conference at a mutually-agteeable time. A representative of the grievant and/or management may attend this conference in accordance with the Personnel Rules (VII, D).
c. The City Manager or theirhis designee shall, within seven (7) calendar days of the conference, render a written decision to the grievant with a copy of all appeal documents.
d. The City Manager may, at lbgjlhis option, render a written decision based on the documents submitted for thgllhis review without the conference within the time liame set forth above. If he or she does so, the grievant may discuss this decision with the City Manager at a mutually--convenient time, provided the grievant requests sueh-gugh s meeting within seven (7) calendar days of receipt of the City Manager's decision.
e. Grievances shall be appealable in accordance with the procedures set forth in Step Four.

SjlNothing in this section shall prohibit, by written agreement, a more expeditious handling of the grievance.l

5. Step ThreeFour-Binding A
a. If the response at Step TwoThree does not resolve the grievance, the grievant and Union may jointly request that the matter be submitted to binding arbitration. Such request shall be made in writing to the City Manager within five (5) calendar days of the grievant's receipt of the Step Twohree response. An arbitrator may be selected by mutual agreement between the parties. Should the parties fail to agree upon an arbitrator within a reasonable time, as determined by the City, they shall make a join request to the State Mediation & Conciliation Service for a list ofseven (7) arbitrators who have had experience in the municipal sector. The parties shall select the arbihator by alternately striking names from said list until one name remains; such person shall then become the arbitrator. The first party to strike a name shall be determined by the toss of a coin.
b. The arbitrator selected shall hold a hearing as expeditiously as possible at a time and at a place convenient to the parties, and shall be bound by the following:
---i commented [CD2]: This seems like quite a bit ofsteps. I would recommend getting rid ofthis step and going from
to Deparfinent head d@ision to i
)

PERSONNEL RULES OF THE CITY OF FIREBAUCH
AMENDED AND ADOPTED JUNE 3.2024
11 1) The arbitrator shall be bound by the language of the MOU, as well as the City's and departmental rules and regulations consistent therewith in considering any issue properly before themhi+n.
2) The arbitrator shall expressly confine themselves himse-lf to the precise issues submitted to themhim and shall have no authority to consider other issues not submitted to themhim.
3) The arbitrator shall be bound by applicable Federal, S+atc$!etg, and local law. 4) In disputes involving the interpretation of the MOU, the arbitrator will only interpret the MOU and will not have the power to add to, delete from, or amend any part of the parties' Agreement. Additionally, the arbitrator may not recommend changes in established wages or benefits, nor recommend the payment of back wages or benefits to a date prior to thirty (30) days before the grievance was timely filed.
c. The arbitrator's decision shall be final and binding on the City, the Union, and the grievant. All fees and costs ofthe arbihator and court reporter, ifany, shall be bome by the tosing party. The Union has the authority to settle grievances at any step in the process on behalfofmembers ofthe bargaining unit.

VIII. PREVENTION OF HARASSMENT
A. Purpose
Every ernployee is entitled to a work environment free from discriminatory harassment or retaliation. This policy prohibits harassment and discrimination on the basis of any of the following protected classifications: actual or perceived race, religious creed, color, sex (including gender, gender identity, gender expression, and pregnancy), national origin, ancestry, disability, medical condition, genetic characteristics or information, marital status, age, sexual orientation, military and veteran status or any other protected classification.

Retaliation, including any threats to engage in unfair immigration-related practices, against any individual for making a complaint of discriminatory harassment or for participating in a harassment investigation, or for exercising a right protected by State labor or ernployment laws or any applicable ordinance is prohibited.
l. Policv Statement

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AMENDED AND ADOPTED JUNE 3.2024
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The City has zero tolerance for any conduct that violates this policy. Conduct need not arise to the level of a violation of law to violate this policy. Alnsteada single act can violate this policy and provide grounds for discipline or other appropriate sanctions, up to and including discharge. The City will take appropriate preventative, corrective and/or disciplinary action in response to behavior that violates this division or the rights and privileges it is designed to protect.

2. Definitions
a. Discrimination
Treating any individual differently because of the individual's protected classification as described above by this policy.
b. Harassment
Harassment can include any form or combination of verbal, physical, visual, or environmental conduct. It need not be explicit or specifically directed at the victim.

Sexually harassing conduct can occur between people of the same or different genders. Prohibited Harassurent included but is not limited to:

Harassment maV
unwanted sexual advances, invitations. cornrnents, Bestspostsn=q!.rI=e.s.s.q&!qi. 1a such as
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condition of continued employrrent. or to avoid sorne other loss and offers of ernplovrrent benefits in return for sexual favorsl
,
policy. For example, hostile acts toward an employee because oftheir gender can amount to sexual harassment. regardless of whether the treatment is rnotivated by sexual desire.-

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AMENDED AND ADOPTED JUNE 3.2024
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11 a
r Prohibited harassment is notjust sexual harassment but harassrnent based on any protected category.
0) Verbal: Inapprepriate-or sffensive remarks; slurs; jekes or innuendoes; and favers; verbal abuse; threats or intimidatien ef a sexual nature; or sexist; patroruzing or ridi€uli
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sexual-ges+uf€s;
0) Visual or Written: The display er eireulatien of offunsive or deregatery visual er @@+neh#e;+ulisn€t
linrited te; pesters; earteens; dralvings; graf'fiti; reading materials; esrnputer 0) Envirenrnental: A rve-l< environrnent tlrat is permeated rvith sexually eriented witnesses unlarvful harassment in his sr her irnrnediate surrourrdings, The eireu*nstanees; ineluding sueh faeters as the frequeney ef the eendueb the threatening; and rvhether theesnduet unreasenably i+terfe+es with an individual's w€rk
c. Discrimination/harassment does not include the following:
l) Bona fide acts or omissions based solely upon bona fide occupational qualifications under Equal Employment Opportunity Commission and California Fair Employment and Housing Commission guidelines.
2) Bona fide requests or demands by a supervisor that an employee improve theirhrs work quality or output, that the employee report to the job site on time, that the ernployee comply with City or departmental rules or regulations, or any other

PERSONNEL RULES OF THE CITY OF FIREBAUGH
AMENDED AND ADOPTED JUNE 3.2024
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appropriate #ork-+elat€dv/Alblglg!9t! communications between supervisor and employee.

3. Supervisor-Subordinate Relationships
Romantic or sexual relationships between supervisors and subordinate employees are discouraged. There is an inherent imbalance ofpower and potential for exploitation in such relationships. The relationship may create an appearance ofimpropriety and lead to charges offavoritism by other employees.
rvith the result that- sexual eonduet that was enee weleeme beeenes unweleeme and harassir+g-Employees engaged in such a relationship must immediately report their relationship to the Personnel Officer. The employees in said relationship may continue their employment but not in a supervisor- subordinate role. The employees shall have first right to determine which of thern will be transferred to an open position, if any exists, for which they meet the minimum qualifications. The City may unilaterally transfer one ofthe employees ifone does not volunteer within five (5) calendar days of reporting the relationship. Failure to comply with this reporting requirement shall be grounds for discipline, including dismissal.

4. Responsibilitv
a. This division applies to all City personnel. Each department head is responsible for ensuring that the work environment is free from all types of unlawful discrimination, including sexual harassment. Supervisors are responsible for taking prompt, appropriate action within their work units to avoid and minimize the incidence of discrimination.
b. All employees shall promptlv report any conduct which violates this policy to their immediate supervisor, manager, any department head, the Personnel Officer, or appropriate authority figure. This includes any instances of discriminatory harassment which they directly observe; whether or not the conduct is reported by the employee who is the object of such conduct.

Under no circumstances shall employees who believe they are victims of such conduct be required to first report that harassment to a supervisor or other authority figure if that figure is the individual who has harassed the employee. Employees may, without following the departmental chain of command, file a complaint directly with the department head or City Manager.

All ernployees shall cooperate with any investigation ofany alleged discriminatory harassment conducted by the City or its agents.
c. Any supervisors receiving information regarding violation(s) of this policy shall immediately notifli the City Manager. All supervisors shall maintain confidentiality to the extent possible in communicating or investigating any claims of alleged discrimination or harassment.

PERSONNEL RULES OF THE CITY OF FIREBAUGH
AMENDED AND ADOPTED JUNE 3.2024
45 B. Investisation of Complaint

1. Informal resolution
S Whenever possible,
employees who believe that they are experiencing discrimination and/or hmassment are encouraged to inform the individual who's t#atrhis-behavior is unwelcome, offensive, @ or highly inappropriate. Ifthis does not resolve the
concem or ifan employee feels uncomfortable, threatened, or has difficulty expressing lbeuhis concern, informal assistance or counseling should be sought from a supervisor.

No employee is required to attempt informal resolution before filing a complaint.

2. Formalinvestigation
Upon receipt of any written or oral complaint, the department head shall initiate a formal investigation after consultation with the City Manager, who shall conduct or authorize an investigation. The investigator will have full authority to investigate all aspects of the complaint. The investigative authority includes accessibility to records and cooperation of all employees involved. No influence will be used to suppress any complaint and the investigation will be conducted in a manner that ensures, to the extent possible, the privacy ofthe parties involved.

The investigator shall report in writing the findings of fact to the City Manager, who will determine whether the policy has been violated and inform the complainant of the general investigation conclusion(s) when the investigation has concluded, in consultation with the City Attorney.

Disciplinary action shall be decided in accordance with City policy and after consultation between the City Attorney and the City Manager.

3. Option to Report to Outside Administrative Agencies
An individual has the option to report harassment, discrimination, or retaliation to the U.S. Equal Employment Opportunity Commission (EEOC) or the California Civil Rights Department (CRD .

These administrative agencies offer legal remedies and a complaint process. The nearest offices are listed in the government section of the telephone book or employees can check the posters that are located on employer bulletin boards for office locations and telephone numbers.

4. False or Malicious Complaints
If it is determined that the reporting party knowingly or maliciously filed a false complaint or that the act reported did not in fact occur, the City may issue appropriate discipline.

PERSONNEL RULES OF THE CITY OF FIREBAUCH
AMENDED AND ADOPTED JUNE 3.2024
16 5. Documentation
The City Clerk shall maintain a complaint file containing copies of investigation files.

The information contained in this file is confidential and privileged, subject to disclosure only under appropriate legal measures. Department heads may review investigation files conceming their departments only with the prior approval of the City Manager. In cases of confirmed claims resulting in discipline, the personnel file of the disciplined ernployee will contain appropriate documentation relating to the disciplinary actions taken. In cases ofunsubstantiated and unfounded claims not resulting in discipline, the investigation file will be maintained for fouL +ve(45) years.

C. Mandatorv Trainins
As part of its commitment to ensuring a work environment free from harassment and discrimination, the City requires that all of its employees receive training e*ri4 this policy at least once every two (2) years. The City Clerk will schedule training sessions to ensure that ernployees are able to schedule the mandatory training. Attendance at the training will be documented.

IX. SUBSTAIICE ABUSE POLICYAND TESTING
A. Purnose
Substance abuse causes job related accidents, absenteeism, substandard performance, poor ernployee morale and impairs the City's reputation. This policy is intended to eliminate substance abuse in the workplace. It is not intended to intrude into the private lives of City employees. The City's concem is that employees be able to perform their duties safely and efficiently at work. The use of performance-impairing or unlawful drugs and alcoholic beverages on thejob, and the influence ofthose substances on employees during working hours are inconsistent with that objective.

B. Application
This policy applies to all employees and applicants for employment with the City. It applies to all alcoholic beverages and to all substances, drugs, and medications, legal or illegal, which could impair an employee's ability to effectively and safely perform fteghis job or other City-related business.

2. T}:.e City follows the Federal Department of Transportation's mandatory drug and alcohol testing policies for positions requiring a Commercial Driver's License. Covered ernployees, ernployed in any capacity, who operate a commercial vehicle or who have a CDL or CDP (Permit) are subject to the requirements contained in this policy as well as all legally- mandated policies.

3. For the purpose of enforcing this policy and maintaining an alcohol, drug and controlledPERSONNEL RULES OF THE CITY OF FIREBAUGH AMENDED AND ADOPTED JLiNE 3.2024
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substance free workplace, the City reserves the right to search all work areas and property to which the City maintains fuIl or joint control with the employees, including but not limited to City vehicles desks, lockers, file cabinets, furniture, or storage areas. No employee has any expectation of privacy in any City building, Foperty, or communications system. Such searches may be conducted when the City has reasonable grounds to conclude that there has been a violation ofthis policy and in accordance with the Personnel Rules (X1, C (Miscellaneous, Right to Search City Property)).

C. Employee Recuirements
Employees shall not report to work or be on duty, nor be subject to call-in, while under the influence of or in possession of alcoholic beverages, illegal dr$gsd1qgp, or other substances while on City property and wherever City business is perflormed. An ernployee is on duty during working hours, including breaks, during meal periods-;or @

2. Tlte City Manager may grant special permission for City employees to use or possess alcoholic beverages in appropriate circumstances such as during community celebrations, staff parties or special events.

3. Employees shall not, directly or through a third party, manufacture, dishibute, dispense, sell, or provide, alcohol or any drugs in both City workplaces or wherever City business is performed while either or both employees are on duty.

4. City employees shall not be baned by this policy from properly performing their job functions. Accordingly, other employees who come into possession of alcoholic beverages and/or unlawful drugs as part of their official duties shall not be in violation of this policy.

5. Employees must notiff their supervisor before beginning work when taking any medication or drugs, prescription or non-prescription, which could interfere with the safe and effective performance oftheir duties or operation ofCity equipment. In the event there is a question regarding an employee's ability to safely or effectively perform lhguhis duties while using prescribed medications, a medical clearance from a qualified physician may be required.

6. An employee must immediately submit to an alcohol or drug test-Qlh.ellha!-qu-ahlhal tests for the presence of non-ps by a City-selected
physician or laboratory when there exists reasonable cause to suspect that the employee is or was impaired or under the influence of drugs or alcoholic beverages while on City duty.

7. An employee must provide, within twenty-four (24) hours of request by thguhis supervisor, bona fide verification of a current valid prescription for any potentially impairing drug or medication identified when a drug/alcohol test is positive. The

PERSONNEL RULES OF THE CITY OF FIREBAUGH
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prescription must be in the employee's name.

8. Compliance with this policy is a condition of City employment. Disciplinary action will be taken against those who violate this policy.

9. The City will provide reasonable opportunities of rehabilitation to employees with a drug or alcohol problern in accordance with federal and/or state law.

10. The City has established a voluntary Employee Assistance Program (EAP) to assist employees who voluntarily seek help for alcohol or drug related problerns. Employees should contact their supervisors or the EAP for information concerning this Program.

D. Procedures

1. Drue and Alcohol Testine
Nothins in this section applies to the use ofany testine that identifies non-psychoactive' metabolites found in cannabis. Such testing procedures will not be employed for employment decisions. including hiring. firins. or any disciplinary measures. a. Pre-Employment Drug Tests.
l) Generally, no drug test will be conducted before making a conditional offer of ernployment to the applicant. However, pre-employment testing for illegal drug use may be permitted in cases where (l) there is a special need (e.g., safetysensitive positions or positions supervising children) to justifr the test, and (2) all applicants for the position are required to test.
2) Before a drug test is administered to an employee or applicant with a conditional offer for City employment, he will be asked to sign a consent form authorizing the clinic or laboratory to obtain a blood and/or urine specimen and to release the results ofthe test to the Personnel Officer and to the appropriate department head.

The consent form shall provide space for the ernployee or job applicant to indicate llEqhis current or recent use of prescription or over-the-counter medication.
3) A job applicant who refuses to consent to a drug and/or alcohol test after he receives a conditional offer of employment will be denied ernployment with the City and will be removed from the appropriate eligibility list. 4) A positive test from a drug and/or alcohol analysis may result in the applicant not being hired where the applicant's use of unlawful drugs and/or alcohol could reasonably affect job performance.
5) If a drug screen is positive for prescription drugs at the pre- employment physical,

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the applicant must provide, within twenty-four (24) hours of request, bona fide verification of a valid current prescription for the drug identified in the drug screen. If the prescription is not in the applicant's name, or if the applicant does not provide adequate verification, the Personnel Officer may decide not to hire the applicant.
b. Drug and Alcohol Tests During Employment
1) Reasonable Suspicion. Supervisors, department heads or management may require a drug or alcohol test when he has a reasonable suspicion that the employee is under the influence alcohol, illegal drugs, or controlled substances while on City duty. "Reasonable suspicion" is based on objective factors that lead a reasonable person to suspect that an employee is under the influence of drugs or alcohol at work.

Any of the following, alone or in combination, may constitute reasonable suspicion:
(i) Appearance;
(ii) Sluned speech;
(iii)Alcoholic odor on breath;
(iv)Unsteady walking and movements;
(v) Bizarre or extremely unusual behavior; or
(vi)Possession of alcohol or unauthorized drugs while on duty. 2) Post-Accident Testing. The City may require alcohol or drug screening following any work-related accident or any violation of safety precautions or standards, whether or not an injury resulted from the accident or violation, provided that the "reasonable suspicion" factors described above are present. c. In the event a supervisor reasonably suspects that an employee is or was under the influence of alcoholic beverages or performance impairing drugs while on City duty, the following procedures shall be followed:
1) Supervisor shall notiff the department head and/or City Manager, or their designees, of their reasonable suspicion. If the department head or City Manager concurs that there is reasonable suspicion of a violation of this policy, tk-gitylhe Citlr Manager may notifu the appropriate law enforcement agency. 2) The department head shall immediately noti$r the ernployee of theirhis suspicions and advise thatl-hey may have a representative present during the

PERSONNEL RULES OF THE CITY OF FIREBAUGH
A ME LLDEDAIVD ADOSIE D J]NSEJ-20?1
50 drug/alcohol test. The department head shall document in a wdtten rep€rq speeifi€Igped,lpggrfi! facts constituting their his-reasonable suspicion, and all other facts from the initiation of procedures until such time as the €mployee can be safely hansported home. The delay in the employee securing representation shall not exceed fifteen (15) minutes from the time the employee is ordered to submit to the drug/alcohol test. The ernployee shall be permitted an additional period of time, not to exceed fifteen (15) minutes, in which to confer with lhgthis representative.
3) The employee will be offered an opportunity to give an explanation oftheLh+s condition, such as reaction to a prescribed drug, fatigue, etc. This shall be recorded in the written report.
4) The supervisor shall sign and date the wdtten report and the employee shall be provided with a copy of the written report upon its completion. d. An employee who refuses to consent to a drug and/or alcohol test when there rs reasonable suspicion ofdrug or alcohol use in violation ofthis policy, shall be subject to disciplinary action up to and including termination. The reason(s) for the refusal shall be considered in determining the appropriate disciplinary action. e. An employee reasonably believed to be under the influence ofalcoholic beverage or performance impairing drugs while on City duty, such that there is a question regarding an employee's ability to safely or effectively perform ll19 (his duties, shall be prevented Ilom engaging in further work, and shall be detained for a reasonable time until he can be safely hansported from the work site. f. Positive Results for Drus and Alcohol Tests Durins Emplovment 1) A positive result from a drug and/or alcohol analysis showing use of unhrv{*ludewl l, or performance impairing drugs or alcohol may result in disciplinary action up to and including discharge. Upon the request of the employee who tested positive on the drug or alcohol analysis, the City Manager may, 4!in their his-discretion, order and authorize a retest ofsuch ernployee. 2) If the drug screen is positive for prescription drugs, the employee must provide, within twenty-four (24) hours ofrequest, bona fide verification ofa valid current prescription for the drug identified in the drug screen. The prescription must be in the employee's name. If the employee provides bona fide verification and the prescription drug affects lhgghis ability to perform lbgghis essential functions, the City will engage in the disability interactive process to determine if it can reasenaglereagelably accommodate the disability. (Rule IV, N) If the employee does not provide adequate verification of a valid prescription, or if the prescription is not in the employee's name, or if the employee has not previously

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Ji
notified their his-supervisor of thgthis on-the-job use of such prescription or performance impairing drug, the employee will be subject to disciplinary action, up to and including discharge.

2. Confidentialitv
Laboratory reports and test results shall not appear in the employee's general personnel folder. Information of this nature will be contained in a separate confidential medical file that will be securely kept under the conhol ofthe Personnel Officer or theirhis designee.

The report or test results may be disclosed to City management on a strictly need-toknow basis and to the tested employee upon request.

Disclosures, without ernployee consent, may also occur when:
a. the information is compelled by law or by judicial or administrative process; b. the information has been placed at issue in a formal dispute between the City and the employee;
c. the information is to be used in administering an employee benefit plan; or d. the information is needed by medical personnel for the diagnosis for treatment of the employee who is unable to authorize disclosure.

I x. sAFETY
A. General Emplovee Safetv
The City is committed to the safety and health of all employees and recognizes the need to comply with regulations goveming injury and accident prevention and employee safety.

Maintaining a safe work environment, however, requires the continuous cooperation of all employees.

If an employee is in doubt about how to safely perform a job, it is lbethi€ responsibility to ask a supervisor for assistance. Any suspected unsafe conditions and all injuries that occur on the job must be reported immediately. Compliance with these safety rules is considered a condition of employment. Therefore, it is a requirement that each supervisor makes the safety of ernployees an integral part of lhpllhis regular management functions. It is the responsibility of each employee to accept and follow established safety regulations and procedures. Failure to follow these rules will be considered serious and result in disciplinary action.

B. Reportins Safety Issues
Al1 accidents, injuries, potential safety hazards, safety suggestions and health and safety related issues must be reported immediately to empl,eyee-slhc_enplayeq_i supervisor and outside emergency response agencies, if needed. If an injury does not require medical Formatted: Font: 14 pt

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attention, documentation must still be completed in case medical treatment is later needed and to insure that any existing safety hazards are corrected. The Employee's Claim for Workers' Compensation Benefits Form must be completed in all cases in which an injury requiring medical attention has occurred.

Federal law (Occupational Safety and Health Administration) requires that the City keeps records of all illnesses and accidents that occur during the workday. Califomia State Worker's Compensation Act also requires that any workplace illness or injury, no matter how slight, is reported by an employee.

1. Enterine and Leavine the Premises
Employee will be advised about the proper entrances and exits for ernployees, as well as unauthorized areas, if any. Unescorted or unauthorized visitors in City facilities are prohibited. Ifen+pleyeeAlsrnplgygg is expecting visitors, such as clients, customers, or friends, he should notif! the supervisor.

2. Securitv Checks
The City may exercise its rights to inspect all packages and parcels entering and leaving its premises.

3. Safety Rules
Safety is to be given primary importance in every aspect of planning and performing all City activities. Protection against industrial injury and illness, as well as minimizing the potential loss ofproduction is the City's goal. Safety rules and procedures may be posted liom time to time on City prernises.

4. Working Safely
Employees should start work on any machine only after safety procedures and requirements have been explained and immediately report any suspected hazards and all accidents to the supervisor.

5. Lifting
Employees should ask for assistance when lifting heavy objects or moving heavy furniture.
a. Rules for lifting. Employees should:

I ) Take a balanced stance, feet placed shoulder-width apart. When lifting something Ifom the floor, squat close to the load.

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2) Keep back in its neutral or straight position. Tuck in chin so head and neck continue the shaight back line.
3) Grip the object with whole hand, rather than only with fingers. Draw the object close, holding elbows close to body to keep the load and body weight centered. 4) Lift by straightening legs. Allow leg muscles, not back muscles, do the work.

Tighten stomach muscles to help support back. Maintain neutral back position while lifting.
5) Never twist when lifting. When tuming with a load, turn body, feet first. 6) Never carry a load that blocks vision.
7) To set something down, use the same body mechanics used for lifting.

6. Materials Handling
Do not throw objects. Always carry or pass them. Use flammable iterns, such as cleaning fluids, with caution. Also, stack materials only to safe heights and observe the following rules for material storage:
a. Store heavy objects on lower shelves.
b. Try to store materials inside cabinets, files, and lockers. c. Aisles, comers, and passageways must remain unobstructed. d. Fire equipment, extinguishers, fire door exits, and sprinkler heads should remain unobstructed. Materials should be at least 18 inches minimum away from sprinkler heads.

7. Trash Disposal
Keep sharp objects and dangerous substances out of the trash can. Items that require special handling should be disposed ofin approved containers.

8. Cleanin&Up
To prevent slips and hipping, clean up spills and pick up debris immediately.

9. Preventine Falls
To prevent slips and tripping, clean up spills and pick up debris immediately.

PERSONNEL RULES OF THE CITY OF FIREBAUGH
AMENDED AND ADOPTED JUNE 3.2024
54 10. Slips and Falls
a. All pathways should be clear of objects.
b. Do not leave file! and desk drawers open. Close drawers completely after every use. c. Make sure that shoes are appropriate for your work area. Non-slip shoes should be wom at all times.
d. Secure elechical cords and wires away from walkways. e. Always use a stepladder for overhead reaching. Chairs should never be used as ladders.
f. Clean up spills immediately. Do not wait for someone else to do it. g. Pick up objects co-workers may have left on the floor. h. Report loose carpeting or damaged flooring.
i. Never carry anything that obscures vision.
j. Avoid excessive bending, twisting, and leaning backward while seated.

I 1. Falling Objects
Store objects and tools where they won't fall. Do not store heavy objects or glass on high shelves.

12. Work Areas
Keep cabinet doors and file and desk drawers closed when not in use. Rernove or pad tom, sharp corners and edges. Keep drawers closed. Open only one drawer at a time.

13. Ladder Safety
a. Never use a substitute for a ladder (i.e. chair, desk, boxes, etc.) b. Know what type of ladder to use for a particular use. c. Inspect your ladder for existing condition.
d. Set up the ladder properly. Do not lean ladders up against other objects. Extend the legs of the ladders out fully.
e. Climb the ladder properly.

PERSONNEL RULES OF THE CITY OF FIREBAUGH
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f. Carry the ladder correctly. Watch for others and objects in the walkway.

14. Electrical Hazards
a. Never put a finger or anything other than an electrical plug in an outlet. b. Pull by the plug, not the cord, when unplugging an appliance. c. Do not use an electrical appliance when we! have wet hands or are standing in water. d. Limit the number of appliances plugged into each outlet. e. Be alert for damaged plugs and cords. Do not touch them! f. Do not place electric cords so that they run through doorways or under carpets.

I 5. Fire Extineuishers
Know where fire extinguishers are located and how to use them.

I 6. Report Injuries
Immediately report all injuries, no matter how slight, to superv+so .

17. Ask Ouestions
Ifin doubt regarding the safe way to perform a task, do not proceed until a supervisor is consulted. Employees will not be asked to perform any task that may be dangerous to their health, safety. or security. If a task may be dangerous, inform supervise{he supervisor at once.

18. Weapons
The City believes it is important to establish a clear policy that addresses weapons in the workplace. Specifically, the City prohibits all persons who enter City property from carrying a handgun, firearm, knife or any other device, tool, chemical agent or implement that can cause bodily harm ifused as a weapon or displayed in such a manner to cause harm or threaten a person with harm regardless ofwhether the person is licensed to carry the weapon.

The only exception to this policy will be police offtcers, security guards or other persons who have been given written consent by the City to carry a weapon on the property.

Any employee disregarding this policy will be subject to immediate discipline, up to and including termination.

19. Fire Prevention

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56 Know the location ofthe fire extinguisher(s) and make sure they are kept clear at all times. Notiff supervisor ifan extinguisher is used or ifthe seal is broken. Extinguishers that are rated ABC can be used for paper, wood, or electrical fires. Make sure all flammable liquids, such as alcohol, are stored in approved and appropriately labeled safety cans and are not exposed to any ignition source.

Ifaware ofa fire, ernployee should:
a. Dial 911 or the local fire departrnent.
b. If possible, immediately contact the supervisor. Evacuate all employees from the afea.
c. Ifthe fire is small and contained, locate the nearest fire extinguisher. This should only be attempted by ernployees who are knowledgeable in the correct use of fire extinguishers.
d. If the fire is out of control, leave the area immediately. No attempt should be made to fight the fire.
e. When the fire department arrives, direct the crew to the fire. Do not re-enter the building until directed to do so by the fire department.

20. Emergencv Evacuation
Ifadvised to evacuate the building, employee should:
a. Stop all work immediately.
b. Contact outside emergency response agencies, ifneeded c. Shut off all electrical equipment and machines, if possible d. Walk to the nearest exit, including emergency exit doors. e. Exit quickly, but do not run. Do not stop for personal belongings. f. Proceed in an orderly fashion to a parking lot near the building. Be present and accounted for during roll call.
g. Do not re-enter the building until instructed to do so.

21. Housekeeoing

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Neatness and good housekeeping are signs ofefficiency. Employees are expected to keep work area neat and orderly at all times-as a required safety precaution.

If liquid is spilled, clean it up immediately. Do not leave tools, materials, or other objects on the floor that may cause others to trip or fall. Keep aisles, stairways, exits, electrical panels, fire extinguishers, and doorways clear at all times.

Easily accessible trash receptacles and recycling containers are located throughout the work area. Please put all litter and recyclable materials in the appropriate receptacles and containers. Always be aware ofgood health and safety standards, including fire and loss prevention.

Please report to supervisor immediately anything that needs repairing or replacing.

22. Office Safety
Office areas present their own safety hazards. Please be sure to:
a. Leave desk, file or cabinet drawers firmly closed when not in use. b. Open only a single drawer of a filinge cabinet at a trme. c. Arrange office space to avoid tripping hazards, such as telephone cords or calculator electrical cords.
d. Rernember to lift things carefully and to use proper lifting techniques.

23. Property and Equipment Care
It is ernployee's responsibility to understand the machines needed to perform Ihg1r his duties. Good care of any machine used during the course of employment, as well as the conservative use of supplies, will benefit-jhc ernployee and the City. If 44-employee notices a machine is not working properly or in any way appears unsafe, Iheyhe should notifr the supervisor immediately so that repairs or adjustments may be made. Under no circumstances should an ernployee start or operate a machine deemed unsafe, nor should 4n employee adjust or modifo the safeguards provided.

Employee should not attempt to use any machine or equipment lhCyhe does not know how to operate, or if the ernployee has not completed training on the proper use of the machine or equipment.
24, Restricted Areas
In the interest of safety and security, certain portions of the City's facilities may be restricted to authorized personnel only. Such areas will be clearly marked. Some areas

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may be designated no smoking areas as well.

25. Safety Rules When Ooerating Machines and Equipment
When operating machines and equipment, please be sure to follow these procedures:
a. Make sure machine guards are in place while machines are in operation. b. Remove loose clothing, -jewelry. or rings before operating machinery. c. Wear steel toe shoes and prescription eye protection to start the job, ifrequired.

Required personal protective equipment, except for prescription glasses and steel-toed shoes, will be issued by supervisors.

The City will continue to provide a clean, saf€54fp, and healthy place to work and will provide the best equipment possible. Employees are expected to work safely, to observe all safety rules and to keep the premises clean and neat. Carelessly endangering oneself or others may lead to disciplinary action, including possible termination.

26. Security
Maintaining the security of the City's buildings and vehicles is every employee's responsibility. Develop habits that insure security as a matter ofcourse.

Always keep cash properly secured, know the location of all alarms and fire extinguishers, and be familiar with the proper procedure for using thern, should the need arise, and when leaving the City's premises, make sure that all entrances are properly locked and secured.

27. Smokine
No smoking is allowed in or on City property.

All employees are expected to abide by this policy while at work.

XI. MISCELLANEOUS
A. Personnel Records
The Personnel Offrcer shall maintain a service or personnel record for each employee in the service of the City showing the name, title of position held, the department to which assigned, salary, changes in employment status, and such other information as may be considered pertinent by the Personnel Officer.

B. Internet Electronic Mail. Telenhone and Voicemail Use

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l. Intemet Use
Intemet and World Wide Web access has been provided to City -employees for the benefit ofthe City and its customers/citizens. This access enables employees to connect to information and other resources around the world. A11 employees are required to maintain and enhance the City's public image, and to use the Intemet in a productive manner. The following guidelines have been established for using the Internet and the City's elechonic mail system.

2. Acceptable Uses of the Intemet
Employees accessing the Internet, World Wide Web and/or the City's own electronic mail systern are representing the City when doing so. Accordingly, all such communications should be for professional, business reasons and should not be for personal use. Each employee is responsible for ensuring that they use their Intemet access privilege in an effective, ethiealeth:iqal, and lawful manner. "Chat rooms" may only be used to conduct official City business, or to gain technical or analytical advice. 3 . Unacceptable Uses of the Internet
The Internet, World Wide Web and/or the City's electronic mail system should not be used for personal gain or advancement of individual views. Solicitation of non-City business, or any use of the Intemet for personal gain, is strictly prohibited. Use of the Intemet must not disrupt the operation of the City network or the networks of other uscrs; andusers sryl must not interfere with an employee's productivity. Copyrighted materials belonging to entities other than this City may not be hansmitted by employees on the Internet. One copy of copyrighted material may be downloaded for an employee's personal use in research if pre-approved by the City Manager. Employees are not permitted to copy, transfer, rename, add4(k!, or delete information or programs belonging to other users unless given express permission to do so by the owner ofsuch information or programs. Failure to observe copyright or license agreements may result in disciplinary action from the City including termination or legal action by the copyright In addition, any employee accessing Intemet sites containing pomography, racial or ethnic hate propaganda or other similarly inappropriate websites unrelated to employment will be subject to immediate discipline, including termination. Employees may not use the City's computer system and Internet access for "shopping." All computer and Intemet use may be reviewed by the City from time to time for all users to insure that the City's computer systems are not being used in an inappropriate manner.

4. E-Mail. Telephone (includins cell phone) and Voicemail Use Electronic mail (e-mail), telephone (including cell phone) and voicemail may be used for non-confidential business contacts. The City's e- mail/telephone and voicemail

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systems are available to assist in the conduct of the City's business. These systems, including the equipment and the data stored in the system, are and remain at all times the property of the City. As such, all messages (including texts) created, sent, reeeivedrecel!!9t!: or stored in the systern are and remain the property of the City.

Therefore, should employee send or receive "personal" messages in violation of this policy the City may review and copy any and all such messages.

Messages should be limited to the conduct of business at the City. Telephone, voicemail and e-mail may not be used for the conduct of personal matters except in very limited circumstances and with the approval of end,eyee-slbg rlplAygg-! supervisor.

The City reserves the right to retrieve and review any message composed, sentgpn! or received. Even when a message is deleted or erased, it is still possible to recreate the message; therefore, ultimate privacy ofmessages cannot be ensured to anyenealyele, and the City reserves the right to review deleted messages. While voicemail and e-mail may accommodate the use of passwords for security, confidentiality cannot be guaranteed. Messages may be reviewed by someone other than the intended recipient.

Furthermore, although employee's may be granted the use of a "password," it is not for the protection ofemployee's privaey-g*pfiyasy iU is for the protection ofthe City so that someone other than the intended recipient does not review the messages. All passwords must be made known to the City and the City will at all times have the ability to review e-mail, telephe$elelephang, and voicemail messages regardless of an employee's use of a personal password because the system may need to be accessed by the City when employee is absent.

Messages may not contain content that may reasonably be considered offensive, disruptive, or illegal. Harassment ofany kind, as defined by the Personnel Rules, through the use of E-mail or voicernail is prohibited.

Employees leaming of any misuse of the telephone, voicernail or e-mail system or violations of this policy shall notifu their supervisor or the City Manager immediately.

As appropriate, the City will investigate the matter. Employees found to have misused the City's telephonic and/or electronic resources will be disciplined up to and including termination.

Intemet use, use of personal e-mail, telephone and/or voicernail which in the sole discretion ofthe City is determined to be excessive, disruptive, or an inappropriate use of City time and resources is prohibited and may lead to discipline up to and including discharge.

C. Riqht to Search Citv Properfv. Emplovees and Proper Use of Citv Equipment Employees have no reasonable expectation of deht€fprivacy in the workplace ar illg4ains to City Property and Ee*iptmentEquipment. Therefore, to the fullest extent allowed under

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the law, the City will search and inspect its facilities, en+p+eyecsq![p]ayg9i, and the personal property of ernployees as necessary to insureg4pg1g the City's interests are protected.

Situations in which this may arise include suspicion_
of employee theft, incidents of violence or threats of violence, when an employee is suspected of the use, sale, or distribution of drugs, improper or illegal use of City facilities, misuse of City technology such as the Intemet, e-mail or voicemail and other situations in which the City believes a search and inspection is appropriate.

All City property, including, but not limited to, desks, storage areas, work areas or offices, lockers, file cabinets, credenzas, computer systems, office telephones, cellular telephones, modems, facsimile machines, duplicating machines, and vehicles, must be used properly and maintained in good working order. Employees who lose, steal, or misuse the City property may be personally liable for replacing or fixing the item and may be subject to discipline, up to and including discharge.

The City reserves the right, at all times and without prior notice, to inspect and search all City property for the purpose of determining whether this policy or any of its policies have been violated, or when an inspection and investigation is necessary for purposes of promoting safety in the workplace or compliance with state and federal laws. These inspections may be conducted during or outside of business hours and in the presence or absence of the employee.

In addition, in order to ensure the safety and security of employees and citizens, and to protect the City's interests, the City reseryes the right to question and inspect any employee or other individual entering onto or leaving its premises. The City also may request employees' consent while on the job or on the City's prernises to agree to re*senable4 reasonable inspection of their personal property and/or persons. The individual may be requested to
self-inspect flle:this personal property or person by displaying the contents ofany packages in the presence of a representative of the City, typically a management employee of the same gender. Refusal to submit to a lawful search may be grounds for discipline up to and including termination.

The €ity's teehnieal resourees; sueh as its eomputer sysEem; voieemail system; and e mail; investigatien; seareh; and revierv ef ethers in aeeerdanee with this peliey, Ir additien; any @rt),.

Employees have no reasonable exoectation of-righleFprivacy as to any information or file maintained in or on City property or transmitted or stored through the City's computer systems, voicemail, e-mail, or other technical resources. Al1 bills and other documentation

PERSONNEL RULES OF THE CITY OF FIREBAUGH
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related to the use of the City's equipment or property are the property of the City and may be reviewed and used for purposes that the City considers appropriate.

Altheugh it is a eolnm
en eity preperty er tr
m+ltt er otner teen ien
related te the use o
Ithough
employee may be provided a password, the City retains the right to review the entire contents of employee's computer at any time. Do not share password with other employees.

Passwords are used to hack computer use. Failure to follow this policy may lead to discipline including termination.

Employees may access only files or programs, whether computerized or not, that they have permission to use. Computer software is protected from unauthorized copying and use by federal and state law; unauthorized copying or use of computer software exposes both the City and the individual employee to substantial fines and/or imprisonment. Therefore, ernployees may not load personal software onto the City's computer system and may not copy software from the City for personal use. All ernployees must contact the City Manager to install any software on the City's computer system. Unauthorized review, duplication, dissernination, removal, installation, damage, or alteration of files, passwords, computer systems or programs, or other property of the City, or improper use of information obtained by unauthorized means, may be grounds for disciplinary action up to and including termination.

Messages stored and/or transmitted by voicernail or e-mail must not contain content that may reasonably be considered offensive or disruptive to any employee. Offensive content would include, but not be limited to, sexual comments or images, racial slurs, gender-specific comments or any comments or images that would offend someone on the basis of age, sexual orientation, religious or political beliefs, national origin, or disability.

D. Dress and Groomins Code

1. Groomine Guidelines
a. Hair
Employees must be neat, eleanqlgq& and well-groomed in a business- like style. Hatr color must be appropriate for the professional setting. Long hair must be kept in a neat hairstyle. Hair adornments should be small and professional. Facial hair must be clean and neat.

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b. Personal Hveiene
Employees are expected to maintain a high standard of cleanliness, regular bathing, oral hygiene, and use ofdeodorant.
c. Make-Up
Should be simple and appropriate for the business setting. Heavily applied dramatic eye make-up or unusual lipstick colors; are unacceptable. d. Jewelry
Must be simple and appropriate for the business setting. Visible body piercing, with the exception of ears, is not permitted. Any non-conforming piercing shall be removed, covered with a bandage, or replaced with a clear, plastic spacer. e. Perfume or Coloqne
Should be lightly applied.
f. Fingernails
Must be kept clean;+eady, gld-ngallJ trimmed. Length should not interfere with performing of job duties. Style and polish must be appropriate for the business setting.
g. Other
No tattoos or other artificial markings are allowed anywhere on the head, face, or neck. Any visible tattoos cannot be @ explicit,
discriminatory, extremist, or gang_-related. No visible tattoos shall be greater than 4 by 6 inches. Any non- conforming tattoos must be covered with clothing or a bandage while at work.

2. Dress Guidelines for Office Staff
a. Tee Shirts
Tee shirts are not allowed.
b. Slacks
Must be fuIl length. Dress or casual slacks must be appropriate for the business setting. Leggings, knit shetch pants andjeans are unacceptable. Cropped pants and shorter suits are acceptable; however, hosiery is prefened.

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c. Hemlines
Are to be worn at a professional length, no higher than 4" above the knee. d. Necklines
Must be for the business setting. Plunging necklines, which reveal cleavage or undergarments, are not permitted. No backless tops or dresses. Sleeveless tops or dresses can be wom with a jacket.
e. Midriff
Clothing must be wom so that midn#lfue.t]nkluff is covered. f. Undergarments
Color of undergarments must be inconspicuous, conventional usage only. Sheer clothing, which allows undergarments to show through, is not acceptable.

Undergarments should be appropriate to the cut of clothing being wom so it is not visible.
g. Shoes
Shoes must always be well maintained and appropriate for the business setting.

Backless, strae+esssqaplcs, or thong-type shoes are not permitted at any time. h. Belts
Must be worn at a conventional length and coordinate with clothing. i. Ties
Must be appropriate for the business setting.
j. Fit
Clothing must be fitted in a traditional and professional manner. Excessively long or baggy clothing or tight, revealing clothing is not permitted. k. Casual Dress Day
Friday may be a casual dress day subject to either Department or City Manager approval. Casual dress does not include T-shirts, tank tops, shorts, revealing clothing, "beach-type" shoes, or sportswear (for example, jogging or gym clothes).

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65 3. If employees have a question about how the above policies apply to them, the matter should be immediately raised with their supervisor for consideration and determination.

E. Inconsistent. Incompatible or Conflictins Employment Activities l. Purpose
The purpose of this provisiondi+isien is to implement the provisions of Govemment Code $ 1126 relating to inconsistent, incompatible, and conflicting employment by City employees. It is not the intent or purpose of this policy to restrict, limit or interfere with ernployees' right to outside employment. It is intended only to prevent outside employment that is inconsistent and incompatible with City employment.

2. Policy
a. Employees of the City shall not engage in any employment, activity or enterprise for compensation that is inconsistent, incompatible, in conflict with, or inimical to lhgllhis duties as an employee of the City.
b. No ernployee of the City shall perform any work, service, or counsel for compensation (except as provided in Govemment Code $ $ 1128 and 1129) outside of their his-ernployment with the City, where any part of lhe:ifhis efforts will be subject to approval by any officer, employee, boardboard, or commission of the City. c. Each department head, subject to the City Manager's approval, may determine the consistency or inconsistency of outside employments, aeti+itiesactivities. or enterprises with City employment. Authorization to engage in outside ernployment or activities for compensation is subject to revocation by the department head or City Manager without cause. Outside employment, activity, or enterprise shall be prohibited:
1) If it involves the use, for private gain or advantage, or City time, facilities, equipment or supplies, or the City badge, uniform, prestige or influence of employee's City office or position;
2) If it involves receipt or acceptance by the employee of any money or other consideration flom anyone other than the City for the performance of an act which the employee, if not performing such act, would be required or expected to render in the regular course of theirhis employment with the City or as a part of the:irhis duties as an employee of the City;
3) If it involves the performance of an act in other than tlethis capacity as an ernployee of this City, which act may later be subject, di+ee$ydirectly, or indirectly, to the control, inspection, review, audit or enforcement of any officer or other ernployee of the City; or

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4) If it involves time demands as would render performance of theirhis duties as an employee of the City less efficient.
d. No City-owned equipment, vehicles, tools, suppliesggpglie!. or any other item shall be used by any employee while the employee is engaged in any outside employment or activity, or for personal use.

3. Procedures
A1l employees of the City shall, within thirty (30) days of beginning any outside employment and annually, on April 1, submit a written statement to the Personnel Officer outlining and describing in full, all outside employment engaged in by such employee.

Such statement shall include the name and address of the emplsyedsg4plqyggs outside place of employment, the name of the employee's supervisor at such outside place of employment, a job description for such employee's position at such outside place of ernployment, and the number of hours spent at such employment each month. The Personnel Officer may require the ernployee to provide further and additional appointing information relative to such enrpl,eyee-sglqplqyCES outside employment.

Violation ofany ofthe provisions ofthis policy shall be grounds for disciplinary action, including dismissal Ilom the City service.

F. Emplovee Political Activities
The City Prohibits:

1. Employees and officers from engaging in political activities during work hours;

2. Employees and officers from participating in political activities of any kind while in uniform;

3. Political campaigning in City buildings or on premises adjacent to City buildings; and

4. An employee or officer from using lhglrhis office to coerce er-in+i+r+idatepli4l;jm:(!A1s public employees to promote, propose, oppose, or contribute to any political cause or candidate. All other political activities of ei+y-employeesCitv emplovees shall conform to pertinent provisions of State law and any local provision adopted pursuant to State law.

G. Gifts or Gratuities

1. No City officer or ernployee shall solicit or accept any gifts or gratuities in connection with or relating to employee's job duties or services rendered.

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2. Gifts, rewards, or awards may be provided by the Gtf+oe{y-1q-lq{L-g+y-employees for work-related recognition, making special contributions, or achieving major milestones such as years ofservice, promotion, departure, or retirement. The expense for such gifts or awards must follow--prescribed accounting or procurement procedures. The Intemal Revenue Service classifies many awards to staff as taxable income subject to W-2 reporting and tax withholding. Al1 monetary awards, gifts, or cash equivalents, including but not limited to certificates or cards, may be subject to personal income tax.

H. Compensation
Employees should consult their Memorandum of Understanding (MOU) for guidance on salary or compensation.

XII. EMPLOYER-EMPLOYEERELATIONS
A. General
l. Statement of Purpose
These Rules implement Chapter 10, division 4, Title I of the Government Code of the State of California (Sections 3500 et seq.) entitled "Local Public Employee Organizations," by providing orderly procedures for the adminishation of employeremployee relations between the City and its employee organizations. However, nothing contained herein shall be deerned to supersede the provisions of state law, ordinances, reselutie+qesql4ialq and rules which establish and regulate the civil service system, or which provide for other methods of administering employer-employee relations.

It is the purpose ofthese Rules to provide procedures for meeting and conferring in good faith with recognized employee organizations regarding matters that directly affect and primarily involve the wages, hours and other terms and conditions of employment of employees in appropriate units and that are not preernpted by federal or state law.

Nothing in these Rules shall be construed to restrict any legal or inherent exclusive City rights with respect to matters of general legislative or managerial policy, which include among others:
a. The exclusive right to determine the mission of its constituent departments, €€ffir+issionsgatrlullgigl!: and boards;
b. Set standards ofservice;
c. Determine the procedures and standards of selection for employment; d. Direct its ernployees;
e. Take disciplinary action;
f. Relieve its employees from duty because of lack of work or for other lawful reasons;

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Formatted: Tab stops: 1.39", Left
l+..gMaintain the efficiency of govemmental operations; i.h. Determine the content ofjob classifications;
i.i_Subcontract work;
le.j-Maintain the efficiency of governmental operations; L!-Determine the methods, means and personnel by which government operations are to be conducted;
rn-.1-_Take all necessary actions to carry out its mission in emergencies; and n-.11-Exercise complete control and discretion over its organization and the technology of performing its work.

2. Definitions
As used in these Rules, the following terms shall have the meanings indicated:
a. "Appropriate unit" means a unit ofemployee classes or positions, established under the following Representation Proceedings hereof.
b. "Confidential employee" means an ernployee who, in the course of fl1gilhis duties, has access to information relating to the City's administration of ernployer-ernployee relations.
c. "Consult/Consultation in Good Faith" means to communicate orally or in writing with all effected recognized employee organizations for the purpose of presenting and obtaining views or advising ofproposed actions in a good faith effort to reach a consensus; and, as distinguished from meeting and conferring in good faith regarding matters within the required scope of the meet and confer process, does not involve an exchange ofproposals and counterproposals in an endeavor to reach agreement in the form of a Memorandum of Understanding, nor is it subject to the following Impasse Procedures hereof.
d. *Da1l' means calendar day unless expressly stated otherwise. e. "Employee relations fficer" means the City Manager or lhei&is duly authorized representative.
f. " Exclusively Recognized Employee Organization" means an ernployee organization which has been formally acknowledged by the City as the sole ernployee organization representing the ernployees in an appropriate representation unit pursuant to the Representation Proceedings hereof, having the exclusive right to meet

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and confer in good faith concerning statutorily required subjects pertaining to unit ernployees, and thereby assuming the corresponding obligation offairly representing such ernployees.

Such recognition status may only be challenged by another employee organization as set forth in the procedures for Decertification of Exclusively Recognized Employee Organization.
g. "Impasse" means that the representatives of the City and a recognized employee organization have reached a point in their meeting and confening in good faith where their differences on matters to be included in a memorandum of understanding, and concerning which they are required to meet and confer, remain so substantial and prolonged that further meeting and conferring would be futile. h. " Management employee" means an employee having responsibility for formulating, @ormanagingtheimp1ementationofCitypoliciesand
programs.
i. "Proof of employee support" means'.

An authorization card recently signed and personally dated by an ernployee, provided that the card is not subsequently revoked in writing by the employee;
A verified authorization petition or petitions recently signed and personally dated by an employee; or
Employee dues deduction authorization, using the payroll register for the period immediately prior to the date a petition is filed hereunder, except that dues deduction authorizations for more than one (1) employee organization for the account ofany one (l) employee shall not be considered as proof of employee support for any employee organization. The only authorization which shall be considered as proof of ernployee support hereunder shall be the authorization last signed by an employee.
j. " Recently signed" shall mean within ninety (90) days prior to the filing of such proof of support.
k. "Supervisory employee" means any employee having authority, in the interest of the City, to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward or discipline other employees, or to adjust their grievances, or effectively to recommend such action if, in connection with the foregoing, the exercise of such authority is not of a merely routine or clerical nature, but requires the use of independent judgment. l. Terms not defined herein shall have the meanings as set forth in the MMBA. a

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B. Representation Proceedings

1. Recosnition Petition - Filine bv Employee Oreanization An employee organization that seeks to be formally acknowledged as the exclusively recognized employee organization representing the employees in an appropriate unit shall file a petition with the employee relations officer containing the following information and documentation:
a. Name and address of the employee organization.
b. Names and titles of its officers.
c. Names of ernployee organization representatives who are authorized to speak on behalf of the organization.
d. A staternent that the ernployee organization has, as one of its primary purposes, representing employees in their employment relations with the City. e. A statement whether the employee organization is a chapter of or affiliated directly or indirectly in any manner, with a local, regional, state, national or international organization and ifso, the name and address ofeach such other organization. f. Certified copies of the employee organization's constitution and by-laws. g. A designation of those persons, not exceeding two (2) in number, and their addresses to whom a notice sent by regular United States mail will be deemed sufficient notice on the unployee organization for any purpose.
h. A statement that the employee organization has no restriction on membership based on race, color, creed, sex, national origin, age, sexual orientation, mental or physical disability or medical condition.
i. Thejob classifications or titles ofemployees in the unit claimed to be appropriate and the approximate number of member employees therein. j. A statement that the employee organization has in its possession proof of employee support as herein defined to establish that a majority ofthe employees in the unit claimed to be appropriate have designated the employee organization to represent them in their employment relations with the City. Such written proof shall be submitted for confirmation to the employee relations officer or to a mutually agreed upon disinterested third party.

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k. A request that the employee relations officer formally acknowledge the petitioner as the exclusively recognized employee organization representing the ernployees in the unit claimed to be appropriate for the purpose of meeting and conferring in good faith.
l. The petition, including the proof of employee support and all accompanying documentation, shall be declared to be true, €orreetcoMqL and complete under penalty of perjury by the duly authorized officer(s) of the employee organization executing it.

2. Citv Response
Upon receipt of the petition, the employee relations officer shall determine whether:
a. There has been compliance with the requirements of the recognition petition; and b. The proposed representation unit is an appropriate unit in accordance with Section XII B (7) of these Rules.

If an affirmative determination is made by the employee relations officer on the foregoing two (2) matters, he shall so inform the petitioning employee organization, shall give written notice ofsuch request for recognition to the employees in the unit and shall take no action on such request for thirty (30) days thereafter. If either of the foregoing matters are not affirmatively determined, the employee relations officer shall offer to consult thereon with such petitioning employee organization and, if such determination thereafter remains unchanged, shall inform that organization of the r€asons therefore in writing. The petitioning employee organization may appeal such deten+i+atiena determination in accordance with Section XII B (10) of these Rules.

3. Open Period for Filing Challensinq Petition
Within thirty (30) days of the date written notice was given to affected ernployees that a valid recognition petition for an appropriate unit has been filed, any other employee organization may file a competing request to be formally acknowledged as the exclusively recognized employee organization of the ernployees in the same or in an overlapping unit (one which corresponds with respect to some, but not all, the classifications or positions set forth in the recognition petition being challenged), by hling a petition evidencing proof of employee support in the unit claimed to be appropriate of at least thirty percent (30%) and otherwise in the same form and manner as set forth in Section XII B (l) of these Rules. If such challenging petition seeks establishment of an overlapping unit, the employee relations officer shall call for a hearing on such overlapping petitions for the purpose of ascertaining the more appropriate unit, at which time the petitioning ernployee organizations shall be heard.

Thereafter, the employee relations officer shall determine the appropriate unit or units in accordance with the standards in Section II B (7) of these Rules. The petitioning employee organizations shall have fifteen (15) days from the date notice ofsuch unit

PERSONNEL RULES OF THE CITY OF FIREBAUGH
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determination is communicated to them by the employee relations officer to amend their petitions to conform to such determination or to appeal such determination pursuant to Section XII B (10) ofthese Rules.

4. Grantine Recoenition Without an Election
If the Petition is in order, and the proof of support shows that a majority of the employees in the appropriate unit have designated the petitioning employee organization to represent them, and if no other employee organization filed a challenging petition, the petitioning employee organization and the employee relations officer shall request the California State Mediation and Conciliation Service, or another agreed upon neutral third party, to review the count, form, accuracy and propriety of the proof of support. If the neutral third party makes an affirmative determination, the employee relations officer shall formafly acknowledge the petitioning employee organization as the exclusive recognized employee organization for the designated unit.

5. Election Procedure
Where recognition is not granted pursuant to Section XII B (4) of these Rules, the employee relations officer shall arrange for a secret ballot election to be conducted by a party agreed to by the employee relations officer and the concemed employee organization(s), in accordance with its rules and procedures subject to the provisions of these Rules. Al1 employee organizations that have duly submitted petitions that have been determined to be in conformance with Section XII B (Representation Proceedings) shall be included on the ballot. The ballot shall also reserve to employees the choice of representing themselves individually in their employment relations with the City.

Employees entitled to vote in such election shall be those persons employed in regular permanent positions within the designated appropriate unit who were employed during the pay period immediately prior to the date which ended at least fifteen (15) days before the date the election commences, including those who did not work during such period because ofillness, vacation or other authorized leaves ofabsence, and who are employed by the City in the same unit on the date of the election.

An employee organization shall be formally acknowledged as the exclusively recognized ernployee organization for the designated appropriate unit following an election or runoff election ifit received a numerical majority ofall valid votes cast in the election. In an election involving three (3) or more choices, where none of the choices receives a majority of the valid votes cast, a runoffelection shall be conducted between the two (2) choices receiving the largest number ofvalid votes cast, the rules governing an initial election being applicable to a runoffelection.

There shall be no more than one (1) valid election under these Rules pursuant to any petition in a twelve (12) month period affecting the same unit.

In the event that the parties are unable to agree on a third party to conduct an election, the election shall be conducted by the State Conciliation Service.

PERSONNEL RULES OF THE CITY OF FIREBAUGH
AMENDED AND ADOPTED JUNE 3. 2024
Costs of conducting elections shall be borne in equal shares by the City and by each employee organization appearing on the ballot.

6. Procedure for Decertification of Exclusively Recoenized Emnlovee Oreanization A decertification petition alleging that the incumbent exclusively recognized employee organization no longer represents a majority of the employees in an established appropriate unit may be filed with the employee relations officer only during the month of March of any year following the first full year of recognition or during the thirty (30) day period commencing one hundred twenty (120) days prior to the termination date of a memorandum ofunderstanding then having been in effect less than three (3) years, whichever occurs later. A decertification petition may be filed by two (2) or more ernployees or their representative or an employee organization and shall contain the following information and documentation declared by the duly authorized signatory under penalty ofperjury to be true, e€rreetgAneclL and complete:
a. The name, address and telephone number of the petitioner and a designated representative authorized to receive notices or requests for further information. b. The name of the established appropriate unit and of the incumbent exclusively recognized ernployee organization sought to be decertified as the representative of that unit.
c. An allegation that the incumbent exclusively recognized employee organization no longer represents a majority ofthe unployees in the appropriate unit and the relevant and material facts relating thereto.
d. Proof of ernployee support that at least thirty percent (30%) of the employees in the established appropriate unit no longer desire to be represented by the incumbent exclusively recognized employee organization. Such proof shall be submitted for confirmation to the employee relations officer or to a mutually agreed upon disinterested third party within the time limits specified in the first paragraph of this section.

An ernployee organization may, in satisfaction of the decertification petition requirements hereunder, file a petition in the form ofa recognition petition that evidences proof of employee support of at least thirty percent (30%) and otherwise confirms to the requirements of Section XII B (1) of these Rules.

The employee relations officer shall initially determine whether the petition has been filed in compliance with the applicable provisions of these Rules (Representation Proceedings). IfllEUhis determination is in the negative, he or she shall offer to consult thereon with the representative(s) of such petitioning employees or employee organization and, ifsuch determination thereafter remains unchanged, shall return such

PERSONNEL RULES OF THE CITY OF FIREBAUGH
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petition to the employees or employee organization with a statement of the reasons therefore in writing. The petitioning ernployees or employee organization may appeal such determination in accordance with Section XII B (10) of these Rules. If the determination of the ernployee relations officer is in the affirmative, or if theiftis negative determination is reversed on appeal, he shall give written notice of such decertification
or recognition petition to the incumbent exclusively recognized employee organization and to unit employees.

The ernployee relations officer shall thereupon affange for a secret ballot election to be held on or about fifteen (15) days after such notice to determine the wishes ofunit employees as to the question of decertification and, if a recognition petition was duly filed hereunder, the question of representation. Such el€€+iona!__9199!ia! shall be conducted in conformance with Section XII B (7) of these Rules.

During the "open period" specified in these Rules, the employee relations officer may on Ibgilhis own motion, when he has reason to believe that a majority of unit employees no longer wish to be represented by the incumbent exclusively recognized employee organization, give notice to that organization and all unit employees that he will arange for an election to determine that issue. In such event, any other ernployee organization may, within fifteen (15) days of such notice, file a recognition petition, which the ernployee relations officer shall act on in accordance with these Rules.

If a different employee organization is formally acknowledged as the exclusively recognized employee organization, such organization shall be bound by all the terms and conditions of any memorandum of understanding then in effect for its remaining term.

7. Policv and Standards for Determination of Appropriate Units The policy objectives for determining the appropriateness of units shall be the effect of a proposed unit on (l) the effrcient operations of the City and its compatibility with the primary responsibility of the City and its employees to effectively and economically serve the public, and (2) providing employees with effective representation based on recognized community of interest considerations.

These policy objectives require that the appropriate unit shall be the broadest feasible grouping of positions that share an identifiable community of interest. Factors to be considered shall be:
a. Similarity of the general kinds of work performed, types of qualifications required, and the general working conditions.
a. History of representation in the City and similar employment; except that no unit shall be deemed to be an appropriate unit solely on the basis of the extent to which employees in the proposed unit have organized.

PERSONNEL RULES OF THE CITY OF FIREBAUGH
AT4E]IDED AND ADOPTED JUNE 3.2024
15 b. Consistency with the organizational patterns of the City. c. Effect ofdiffering legally mandating impasse resolution procedures. d. Number of employees and classifications and the effect on the administration of employer-employee relations created by the fragmentation of classifications and proliferation of units.
e. Effect on the classification structure and impact on the stability ofthe employeremployee relationship of dividing a single or related classifications among two or more units.

Notwithstanding the foregoing provisions, above managerial and confidential responsibilities, as defined in Section XII A (2) ofthese Rules, are determining factors in establishing appropriate units hereunder, and therefore such managerial and confidential employees may only be included in units that do not include non-managerial and non-confidential employees. Managerial and confidential employees may not represent any employee organization that represents other employees.

Peace Officers have the right to be represented in separate units composed solely ofsuch peace officers.

Also, under the MMBA, professional employees have the right to be represented separately from non-professional ernployees.

The employee relations officer shall, after notice to and consultation with affected employee organizations, allocate new classifications or positions, delete eliminated classifications or positions, and retain, reaUeea+epelql4!9, or delete modifred classifications or positions ftom units in accordance with the provisions ofthese Rules.

8. Procedures for Modification of Established Appropriate Units Requests by employee organizations for modifications ofestablished appropriate units may be considered by the employee relations officer only during the period specified in Section XII B (6) of these Rules. Such requests shall be submitted in the form of a recognition petition and, in addition to the requirements set forth in Section XII B (1), shall contain a complete statement of all relevant facts and citations in support of the proposed modified unit in terms of the policies and standards set forth in Section XII B (7) hereof. The ernployee relations officer shall process such petitions as other recognition petitions under these Rules (Representation Proceedings).

The employee relations officer may, on theirhis own motion, propose that an established unit be modified. The ernployee relations officer shall give written notice ofthe proposed modification(s) to any affected ernployee organization and shall hold a meeting concerning the proposed modification(s), at which time all affected ernployee organizations shall be heard. Thereafter, the employee relations officer shall determine the composition of the appropriate unit or units in accordance with Section XII B (7)'t

PERSONNEL RULES OF THE CITY OF FIREBAUCH
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Formatted: Tab 1.6', Left
aeClld shall give written notice of such determination to the affected employee organizations. The employee relations officer's determination may be appealed in accordance with Section XII B (10) of these Rules. If a unit is modified pursuant to the motion of the employee relations officer hereunder, employee organizations may thereafter file recognition petitions seeking to become the exclusively recognized ernployee organization for such new appropriate unit or units pursuant to Section XII B (l) ofthese Rules.

9. Procedure for Processing Severance Requests
An employee organization may file a request to become the recognized employee organization of a unit alleged to be appropriate that consists of a group of employees who are akeady a part of a larger established unit represented by another recognized employee organization. The timing and processing of such request shall be as specified in Section XII B (8) for modification requests.

10. Appeals
An employee organization, aggieved by an appropriate unit determination of the employee relations officer, or an employee organization aggrieved by a determination of the employee relations officer that a Recognition Petition (Sec. XII B (1)), Challenging Petition (Sec. XII B (3)), Decertification Petilion (Sec. XII B (6)), Unit Modification Petition (Sec. XII B (8) -- or employees aggrieved by a determination of the employee relations officer that a Decertification Petition (Sec. XII B (6)) or Severance Request (Sec. XII B (9)) ---has not been filed in compliance with the applicable provisions of these Rules (Representation Proceedings) may, within ten (10) days ofnotice thereof, request the intervention of the State Mediation and Conciliation Service, or may, in lieu thereof or thereafter, appeal such determination to the City Council for final decision within fifteen (15) days ofnotice ofthe ernployee relations officer's determination or the termination of proceedings, whichever is later.

Appeals to the City Council shall be filed in writing with the City Clerk, and a copy thereof served on the employee relations officer. The City Council shall commence to consider the matter within thirty (30) days of the filing of the appeal. The City Council may, in its discretion, refer the dispute to a thlr4pa*ythird-party hearing process. Any decision of the City Council on the use of such pr€€€durea-plsqgdulg, and/or any decision of the City Council determining the substance of the dispute shall be final and binding.

C. Administration

1. Submission of Current Information by Recoenized Employee Orsanizations Al1 changes in the information field with the City by an exclusively recognized employee organization under items (a) through (h) of its recognition petition under Section XII B (1) of these Rules, shall be submitted in writing to the employee relations officer within fourteen (14) days ofsuch change.

PERSONNEL RULES OF THE CITY OF FIREBAUGH
AMENDED AND ADOPTED JUNE 3.2024
b.

Exclusively recognized employee organizations that are party to an agency shop provision shall provide annually to the employee relations officer and to unit members within sixty (60) days after the end of its fiscal year the financial report required under Government Code Section 3502.5(0 of the MMBA.

2. Employee Oreanization Activities, Use of Citv Resources Access to City work locations and the use of City paid time, facilities, equipment and other resources by employee organizations and those representing them shall be authorized only to the extent provided for in memoranda of understanding and/or administrative procedures, shall be limited to lawful activities consistent with the provisions ofthese Rules that pertain directly to the employer-employee relationship and not to such internal employee organization business as soliciting mernbership, campaigning for office, and organizing meetings and elections, and shall not interfere with the efficiency, safety and security ofCity operations.

3. Administrative Rules and Procedures
The City Manager is hereby authorized to establish such rules and procedures as appropriate to implement and administer the provisions of these Rules after consultation with affected employee organizations.

D. Impasse Procedures
l. Initiation. Meeting. Pumose
If the meet and confer process has reached ipepasse41jnlpA$e as defined in these Rules, either party may initiate the impasse procedures by filing with the other party a written request for an impasse meeting, together with a statement of its position on all issues.

An impasse meeting shall then be scheduled promptly by the employee relations officer.

The purpose of such meeting shall be:
a. To review the position of the parties in a final effort to reach agreement on a memorandum of understanding; and
b. If the impasse is not resolved, to discuss arrangements for the utilization of the impasse procedures provided herein.

Procedures Enumerated
Impasse procedures are as follows:
a. If the parties agree to submit the dispute to mediation, and agree on the selection of a mediator, the dispute shall be submitted to mediation. All mediation proceedings Formatted: Font: 12 pt
Formatted: Normal, No bullets or numbering 2.

PERSONNEL RULES OF THE CITY OF FIREBAUCH
AMENDED AND ADOPTED JUNE 3.2024 /3
shall be private. The mediator shall make no public recommendation, nor take any public position at any time concerning the issues.
b. Ifthe parties agree to, and do participate in mediation, and ifmediator is unable to effect settlernent ofthe conhoversy, the employee organization may present a request to the City and the Public Employment Relations Board (PERB) to submit the impasse to fact-finding. This request by the employee organization to submit the impasse to fact-finding must be made no sooner than 30 days, but no later than 45 days, following the selection of a mediator by the parties. c. If the parties do not agree to participate in mediation, the employee organizationmay present a request to the City and PERB to submit the impasse to fact-finding no later than 30 days following the date that either party has provided the other a written notice of declaration of impasse.
d. Within five (5) working days after PERB's determination that the request for factfinding is sufficient, a fact-finding panel of three (3) shall be appointed in the following manner: one (1) mernber of the panel shall be appointed by the ernployee relations officer, one (1) member shall be appointed by the exclusively recognized employee organization. PERB shall, within five (5) working days after making its determination that the request for fact-finding is sufficient, submit the names of seven persons, drawn from the list of neutral fact-finders established pursuant to Govemment Code section 3541.3(d). PERB shall thereafter designate one of the seven persons to serve as the chairperson unless notified by the parties within five (5) working days that they have mutually agreed upon a person to chair the panel in lieu ofa chairperson selected by PERB.

3. Jurisdictional and Procedural Requirements
The following constitute thejurisdictional and procedural requirements for fact-finding:
a. The panel shall, within ten (10) days after its appointment, meet with the parties or their representatives, either jointly or separately, and may make inquiries and investigations, hold hearings, and take any other steps it deems appropriate. The panel shall have subpoena power with regard to hearings, @andinquiries.
b. Subject to the stipulations ofthe parties, the fact-finders shall determine and apply the following measures and criteria in arriving at their findings and recommendations:
1 ) State and federal laws that are applicable to the employer. 2) Local rules, regulations, or ordinances.
3) Stipulations ofthe parties.

PERSONNEL RULES OF THE CITY OF FIREBAUGH
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4) The interests and welfare of the public, and the financial ability of the public agency.
5) Comparison of the wages, hours, and conditions of employment of the employees involved in the fact-finding proceeding with the wages, hours, and conditions of employment of other ernployees performing similar services in comparable public agencies.
6) The consumerprice index for goods and services, commonly known as the cost of living.
7) The overall compensation presently received by the employees, including direct wage compensation, vacations, holidays, and other excused time, insurance and pensions, medical and hospitalization benefits, the continuity and stability of employment, and all other benefits received.
8) Any other facts not confined to those specified in paragraphs (1)-(7), inclusive, which are normally or haditionally taken into consideration in making the findings and recommendations, including, but not limited to:
(i) Maintaining appropriate compensation relationships between classifications and positions within the City;
(ii) Other legislatively determined and projected demands on agency resources (i.e., budgetary priorities as established by the governing body); (iii)Allowance for equitable compensation increases for other employees and employee groups for the corresponding fiscal period(s); (iv)Revenue projections not to exceed currently authorized tax and fee rates for the relevant fiscal year(s);
(v) Assurance ofsufficient and sound budgetary reserves; and (vi)Constitutional, statutory, and Municipal Code/ Charter limitations on the level and use ofrevenues and expenditures.
c. Within thirty (30) days after the appointment of the fact-finding panel, or, upon agreement by both parties within a longer period, the panel shall make written findings ofthe facts and recommendations for the resolution ofthe issues in dispute, which shall be presented in terms of the criteria and limitations specified above. Any member of a fact-finding panel shall be accorded the right to file dissenting written findings of fact and recommendations. The fact-finder or chairman of the fact-finding panel shall serve such findings and recommendations on the employee relations officer and the designated representative of the exclusively recognized employee organization before they are made available to the public.

PERSONNEL RULES OF THE CITY OF FIREBAUGH
AMENDED ANDADoPTED JUNE 3.2024 30
d. Ifthese parties have not resolved the impasse within ten (10) days after service of the findings and recommendations upon them, the fact-finder or the chairman of the fact-finding panel shall make them public by submitting them to the City Clerk for consideration by the City Council in connection with the Council's legislative consideration of the impasse.
e. After any applicable mediation and fact-finding procedures have been exhausted, but no earlier than ten (10) days after the fact finders' written findings of fact and recommended terms of settlement have been submitted to the parties, the City Council may hold a public hearing, the City Council may hold a public hearing regarding the impasse, and take such action regarding the impasse as it, in its discretion, deems appropriate as in the public interest, including implernentation of the City's last, best and final offer. Any legislative action by the City Council on the impasse shall be final and binding.

4. Costs
The costs for the services of a mediator and fact-finding panel chairperson agreed upon by the parties shall be bome equally by the City and the exclusively recognized employee organization, and shall include per diem fees, ifany, and actual and necessary travel and subsistence expenses. The per diem fees shall not exceed the per diem fees stated on the chairperson's r6sumd on file with PERB. The chairperson's bill showing the amount payable by the parties shall accompany lhguhis or her final report to the parties and PERB. The parties shall make payment directly to the chairperson.

Any other mutually incurred costs shall be borne equally by the parties. Any separately incurred costs for the panel member selected by each party shall be borne by such party.

XIII. ACKNOWLEDGMENT
This is to acknowledge that I have received a copy of the City of Firebaugh's Personnel Rules and have read and understand their contents. I understand that the Rules contain important information about the City's general personnel policies and my obligations as an employee of the City. Further, I understand that I must keep the Personnel Rules in a safe place for reference and any changes or updates which may be made from time to time.

I further understand that the City may change, reseinarcsqi$!, or add to any rules, policies, or practices described in the Personnel Rules from time to time in its sole discretion without prior notice, and that the language used in the Personnel Rules is not intended to create, and does not create, a contract between the City ofFirebaugh and any employee.

I

PERSONNEL RULES OF THE CITY OF FIREBAUCH
AMENDED AND ADOPTED JUNE 3.2024
i1
Employee's Signature
Employee's Name (Print)

PERSONNEL RULES OF THE CITY OF FIREBAUGH
AMENDED AND ADOPTED JUNE 3.2024
3l
TO:

FROM:

DATE:

SUBJECT
Elsa Lopez and Council Members
Mario Gouveia, City Engineer
Jlune3,2024
Resolution No.24-23

RECOMMENDATION
L Accept Completion of Dunkle Park Basketball Court Rehabilitation project.

2. Authorize the Deputy City Clerk to record aNotice of Completion with Fresno County.

3. Authorize the City to make payment of retention monies to Harris Development Corp. dba HBC Enterprises following the expiration of 35 days from the date of recordation of the Notice of Completion.

BACKGROUND:

The City of Firebaugh advertised the Dunkle Park Basketball Court project on November 22, November 29, and December 6,2023, and bids were opened on December 14,2023. Harris Development Corp. dba HBC Enterprises submitted the lowest responsive and responsible bid and was awarded a contract for $139,899.25.

The project's construction phase started on March ll, 2024, and the major work consisted of removing the existing basketball court and constructing a concrete pad with new basketball hoops and striping improvements in the City of Firebaugh.

The Contractor completed all work within the time required in the Contract Documents. A final inspection was performed, and the work was found to be in compliance with the plans and specifications. Therefore, the work should be accepted as complete, and a Notice of Completion filed. If no claims are filed within 35 days after recordation, retention in the amount of $6,994.96 should be paid to Harris Development Corp. dba HBC Enterprises.

FISCAL IMPACT:

The final construction contract cost inclusive of all authorized work was $139,899.25. Construction of this project will be paid using a grant from the California Department of Parks and Recreation.

A summary of contract costs are as follows:

PROJECT COST SUMMARY
Contract Amount $ 139.899.2s
Chanse Order No. I - Days only $ 0.00
Actual Construction Cost $ 139.899.25
ATTACHMENTS:
l. ResolutionNo.24-23

2. Notice of Completion
755.04
RESOLUTION 24-23

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF'FIREBAUGH ACCEPTING

COMPLETION OF'DUNKLE PARK BASKETBALL COURT REHABILITATION PROJECT,

AUTHORIZING THE CITY CLERK TO RECORD A NOTICE OF COMPLETION WITH FRESNO

COUNTY AND AUTHORIZING THE CITY MANAGER TO MAKE FINAL PAYMENT OF RETENTION MONIES TO HARRIS DEVELOPMENT CORP. dba HBC ENTERPRISES
WHEREAS, the City of Firebaugh advertised the Project on November 22,2023; and WHEREAS, the City of Firebaugh received and publicly opened bids on December 14,2023; and WHEREAS, the City Council awarded a contract to Harris Development Corp. dba HBC Enterprises in the amount of $139,899.25, on February 05,2024; and
WHEREAS, one change order was issued during the course of the Project to increase contract days; and WIIEREAS, the Public Works Department and City Engineer have completed a final inspection of the Project and recommend final acceptance; and
WHEREAS, upon approval of the final acceptance of the Project by the City Council, the City Clerk will record a Notice of Completion with Fresno County and the City Manager will release the retention monies due the Contractor 35 days after the recording date.

NOW THEREFORE, by the City Council of the City of Firebaugh, County of Fresno, California, resolves as follows:

1. Adopts a Resolution to accept the Dunkle Park Basketball Court Rehabilitation project as complete.

2. Authorizes the City Clerk to record a Notice of Completion with Fresno County

3. Authorizes the City to make final payment of retention monies to Harris Development Corp. dba HBC Enterprises 35 days after the recording date.

The foregoing resolution was introduced and adopted at a regular meeting of the City Council of the City of Firebaugh held on the 3rd day of June 2024,by the following vote, to wit:

AYES:

NOES:

ABSENT:

ABSTAIN:

APPROVED: ATTEST:

Elsa Lopez, Mayor Rita Lozano, Deputy City Clerk
ATTEST:

I, hereby certiry that the forgoing resolution was regularly introduced, passed and adopted at a regular meeting ofthe City Council ofthe City ofFirebaugh this 3rd day ofJvne2024.

Rita Lozano, Deputy City Clerk of the City of Firebaugh Page I ofl
RECORDING REQUESTED BY:

City Clerk
City of Firebaugh
WHEN RECORDED RETURN TO:

City of Firebaugh
1 133 "P" Street
Firebaugh, CA93622

NOTICE OF COMPLETION
NOTICE IS HEREBY GIVEN:
l. That the interest ofestate stated in paragraph 3 below in the real property hereinafter described is owned by the following:

NAME STREETANDNO. CITY STATE
City ofFirebaugh I 133 "P" Street Firebaugh CA
(ifmore than one owner of the interest stated, the name and address of each must be inserted)

2. That the full name and address of the owner of said interest or estate, if there is only one owner, and the full names and addresses ofall the co-owners who own said interest or estate as joint tenants, as tenants in common or otherwise, ifthere is more than one owner, are set forth in the preceding paragraph.

3. That the nature ofthe title ofsaid owner, or ifmore than one, then ofsaid owner and co-owner is: In Fee.

4. That on the 29th day of April, 2024 aworkof improvement on the real property hereinafter described was completed.

5. That the name of the original contractor, if any for such work of improvement was:

Harris Development Corp. dba HBC Enterprises
(If no contractor for work of improvement as a whole, insert "No Contractol')

6. That the real property herein referred to is situated in the City of Firebaugh , County of Fresno, State of Califomia, and is described as follows:

The major work consisted of removing the existing basketball court and constructing a concrete pad with new basketball hoops and striping improvements
I declare under penalty ofperjury under the laws ofthe State ofCalifomia that the foregoing is true and correct.

June3,2024 By
Date Signature ofOwner
Ben Gallegos, City Manager
City ofFirebaush
Print Name

VERIFICATION
I understand, state:

I am the person who signed the foregoing notice. I have read the above notice and know its contents, and the facts stated therein are true of my own knowledge.

I declare under penalty of perjury under the laws of the State of Califomia that the foregoing is true and correct.

Executed at Firebaugh, Califomia
This 3rd day of lune, 2024.

Citv of Firebaush
Owner
Ben Gallegosn City Manager
City of Firebaugh
By:

TO:

FROM:

DATE:

SUBJECT:

Elsa Lopez and Council Members
Mario Gouveia, City Engineer
J:une3,2024
Resolution No.24-24 - Highway 33 Beautification Project, Award bid to Avison Construction

RECOMMENDATION
l. Council by motion adopt Resolution No. 24-24 - Accepting the low bid from Avison Construction, Inc. for the Highway 33 Beautification Project.

2. Authorize the City Manager to sign the Agreement on behalf of the City of Firebaugh.

BACKGROUND:

On September 10, 2008, the City of Firebaugh (City) entered into an agreement with the Fresno County Transportation Authority (FCTA) to construct roadway improvements at State Highway 33 from 8ft Street to 15ft Street at an estimated cost of two million dollars ($2,000,000.00). The original scope was to include improvements to the existing landscaping on both sides of the highway and medians using primarily trees and bushes, updating the landscape irrigation system, constructing/reconstructing sidewalks and improving medians, constructing a small-town plaza on 12ft Street, installing architectural street lighting, and gateway signs.

Due to many delays caused by Caltrans, various scope changes, and the rising costs of materials, the original project scope was reduced to removing and replacing sidewalk, curb and gutter at driveway locations, the addition of stamped concrete median, 2l commercial driveways, 3 ADA curb ramps, and 9 median tree wells, and installing 29 new light pole assemblies on Highway 33 between 10th Street and 14ft Street.

Following a public bidding process, the project was advertised on March 27 , Aprll3, and April 17 ,2024. The City received a total of three (3) bids that were opened and read aloud at 2:00 p.m. on April 25,2024 at the City of Firebaugh City Hall, this being the advertised bid opening date and time. The lowest responsible, responsive bid was submitted by Avison Construction, Inc. The bid results were as listed:

Avison Construction, Inc. $
Heavy Road & Rail,Inc. $
United Pavement Maintenance, lnc. $
1,95r,645.00
2,175,000.00
2,768,176.00
Engineer's Estimate $ 1,778,116.00
Due to budget constraints, the City negotiated with Avison Construction, Inc. to reduce the scope of work even further by eliminating bid items # 19,# 20,# 24,#25, and#26 for a reduction of $415,532.00 and a total contract price of $ 1,536,113.00.

The justification for removing the electrical bid items is that the City does not have sufficient funding to award the entire contract. The removed items may be done at a later date if the City is able to securo additional funds.

It is recommended that a Contract be awarded to Avison Construction, Inc. in the amount of one million five hundred thirtysix thousand one hundred thirteen dollars andzero cents ($1,536,113.00).

F'ISCAL IMPACT:

The Highway Beautification project will be funded using Measure C funds through the FCTA.

ATTACHMENTS:

Resolution
Abstract of Bids
Page I of I
RESOLUTION24-24

A RESOLUTION OF THE CITY COUNCIL OT'THE CITY OF'FIREBAUGH ACCEPTING BID AND AWARDING CONTRACT TO AVISON CONSTRUCTION, INC. FOR THE HIGHWAY 33 BEAUTIFICATION PROJECT AI\D AUTHORIZING THE CITY MANAGER TO EXECUTE THE AGREEMENT WHEREAS, the City of Firebaugh entered into an agreement with Fresno County Transportation Authority (FTCA) to construction the Highway 33 Beautification Project in the City of Firebaugh; and WHEREAS, the Invitation to Bid for the Highway 33 Beautification Project in the City of Firebaugh was advertised in the Firebaugh-Mendota Joumal on March 27,2024; and
WHEREAS, bids for the Highway 33 Beautification Project were publicly opened and read aloud at the Firebaugh City Hall on April 25,2024 at2:00 p.m., this being the advertised bid opening date and time; and WHEREAS' a total of three (3) bids were received and the bid results were as listed below; and Avison Construction, Inc. S 1,951,645.00
Heavy Road & Rail,lnc. $ 2,175,000.00
United Pavement Maintenance, Inc. $ 2,768,176.00
WHEREAS, the Engineer's Estimate was $1,778,116.00; and WHEREAS, the bids have been reviewed and Avison Construction, Inc. submitted the lowest responsive and responsible bid; and
WHEREAS, the City does not have sufficient funding to award the entire contract; and WHEREAS, the City and Avison Construction, Inc. agreed to remove electrical bid items # 19,# 20,# 24,# 25, and#26 for areduction of $415,532.00 resulting in a contractprice of $1,536,113.00; and NOW THEREFORE, the City Council of the City of Firebaugh, County of Fresno, California, resolves as follows; l. Adopts a Resolution to award a contract to Avison Construction, Inc. one million five hundred thirty-six thousand one hundred thirteen dollars and zero cents ($1,536,113.00).

2. Authorize the City Manager to sign the Agreement with Avison Construction, Inc. on behalf of the City of Firebaugh.

The foregoing resolution was introduced and adopted at a regular meeting of the City Council of the City of Firebaugh held on the 3rd day of June, 2024,by the following vote, to wit:

AYES:

NOES:

ABSENT:

ABSTAIN:

APPROVED: ATTEST:

Elsa Lopez, Mayor Rita Lozano, Deputy City Clerk
ATTEST:

I, hereby certif that the forgoing resolution was regularly introduced, passed and adopted at a regular meeting ofthe City Council ofthe City of Firebaugh this 3d day ofJune2124.

Rita Lozano, Deputy City Clerk of the City of Firebaugh Page I of I

ABSTRACT OF'BIDS FOR

CITY OF FIREBAUGH
Hwy 33 Beautification
Bid Opening: April 25, 2024 at2:00 p.m.

Subcontractors Listed: C3 Electric
WABO Landscape
Statewide Sal'ety Systems
C3 Elechical Safety NelworkAtlas Commercial Property Maint Imperial Electric SeruiceVlmperial Mobility Dev., LLCCVE Demo.,llc. Atlas Commercial Properly Maint Safety Network Cole Concrete Sawing & Drilling, Inc.

United Pavement Maintenmce, lnc.
701 7 Hughson Avenue
Hushson. CA95326
Amount
s0.000.0030,000.00

5.000 00

7.500.00
I 29,696.00
496, I I 0.0C
378,000.0c
l 6,000 0c
I 0.000 00

6.000 00
189.759.00

27.000.0025.000.00

86.000.00

3.944.00
I 0.353.00

97.000.00
l 67,860.00
231,000.00
8,368.00
37,500.0030,600.00
555,830.00
I 7,930 00

50.204.00

72.000.0028.522.00
BID TOTAL $1.628.848.00 $1.951.645.00 s2.175.000.00 $2.768-t 76.00 Unit Price

50.000.0030.000.00
5,000.007,500.00
I 12 0c
30 0c
I 8,000.0c
8,000.0c
10,000 0C
6,000 00

43.00 3.000 00

25.000.00

25.00 493.00493.00
97,000.00
I 67,860.00
8,000.008,368.00
1,500.001,800.00
t 55.00
500

7.00 8.000.00

28.522.00
Heavy Road & Rarl, Inc.
3525 S. Maple Ave.

Fresno. CA 93725
Anount

50.000.0030.000.00
125,82'7.30
I 2,500.00
t48,224.04
438,230.50
283,s00 00
12,800.00
9,200.006,250.00
174,3 13.50
45,000.00
I0.500 00

75.680.00

4.880 00
I I.025.00
30,800.0098,900.00
347 ,27 5.00
3,000.0c
38,250.00
38,522.0081,222.90
1'l,4',15.20
30,839.6034.785 0022.000 00
Unit Price

50.000 0030,000.00
t25,827.30
I 1,500.00
128 00

26.50 I 3,500.00
6,400.009,200.006,250.00
39 50
5,000.00
I 0,500.00

22.00 610.00525.00
30,800.0098,900.00
l1 975 00

3.000.00

1.530.00
2,266.09

22.65 3.204.30
3,865.00
22,000.00
Avison Construction, Inc.
40434 Brickyard Drive
Madera, CA 93636
Amount
50,000 00
30,000.00
2,500 00
I 3,500.00
t32,012 00
479,573.04
23 1,000.00
1 0,000.00
3,000.00
5,000.00
l 10,325.00
24,7 50.04
I 0,000.00
86,000.00
6,400.0c
I 2,075.0C
35,000 0c
I 10,000.00
333,500.00

3.000.00
3 s.000.0042.500.00
82,478.00
I0,758 00
32,274.0036,000 0015,000.00
Unit Price
50,000.00
30,000.00
2,500.00
I 3,500.00
I 14.00

29.00 I 1,000.00
5,000.00
3,000.00
5,000.00

25.00 2,750.04
I 0,000.00
25 00
800.00575.00
35,000.00
I I 0,000.00
r 1.500.00

3.000.00

1.400.00

2.500 00

23.00 3.0c
45C
4,000.0c
25,000.0c
Engineer's Estimule
Amount

50.000.00

30.000.00
l 0.000.00

8.000.00
127.380.00
413 425 003rs 000 00
t5 000 00

5.000.003.000.00

97.086.003 1.500.00
I 0.000.00

24.080.00

4.000.00
I 5.750.00

25.000.00
60 000 00
2t7 500 00
25 000 00

17.500.00l7 000.00
43 032 0rl
5 379 0C
21 .516.00

2.700.00

35.000.0c
Unit Price
50,000.00
30,000.00
I 0,000.00
8,000.00
I 10.00

25.00 I 5.000.00

7.500.00
5,000.003,000.00

22.0A
3,500.00
I 0,000.00
?.00
500.00750.00
25,000.00
60"000.00

7.500.00

25.000.00
700.00

1.000.0c

12.0t

1.50 3.00
300.00
35,000.00
Quantity
and Unit

LSLSLSEALFSFEAEAEAEA
SF
EALS
SF

EAEALSLSEALSEAEALFLFLF
EAEA
1"158
t6.53'1
2l
2 4,413
9 3,440
8 2t
2925
t7

3.586

3.586
1 117
9 I
Item Dscriotion
MobiliationTraffic ControlWPCPConstruct Catch Basin
Construct Cub ad Gutter
Construct Stamped SidewalkConstruct Commercial Driveway Construct Case A Curb RampConstruct Case F Curb Ramp
Install ACO TrenchConstruct Stmped MedimConstruct Median Tree Wellsutility AdjustmentsAC Pavement RepairSignage RelocationNew Signage Installationlrrigation ImprovementsLmdscaoine ImorovementsLisht Pole AssemblvPhotometric AnalvsisCaltras Type 3-l/2 Pull BoxCaltrans Type 5 Pull BoxConduit: l-l/2410 AWG Copper Wire46 AWG Copper WireIree Well ElectricalPGE Service Pedestal ItemNo.
234
5 67
8 9
l0l1l2l314
l5l6I'1
18 l9
202l2223252627
TO:

FROM:

DATE:

SUBJECT:

Mayor Elsa Lopez and Council Members
Pio Martin, Finance Director
June 03,2024
Preliminary Street Budgets
Presentation of Preliminary Street Budgets
o Revenue Funds predicted to be aboul$241,294.
o Fund 012 Expenses the bulk of the cost will go toward streetlights. o Fund 067 Expenses will be spent on salaries.
o Revenue Funds predicted to be $220,017.
o Expense, street repairs on "Q" Street between 9th and l0th Streets Partner up with Fund 028 TDA
o Revenue predicted to be 9,897.
o Revenue predicted to be $355,387.
o Salaries Expenses: 597,848
o Expenses, street repairs on "Q" from I lft and 9ft Streets Partner up with Fund 013 Road Maintenance.
o Fund 033 revenue predictedto be $187,857.
o Salaries and Operating Expenses: $151,760.
o Fund 034 revenue predicted to be $6,579.
o Fund 035 predicted to be $219,369.
o Operating Expenses - Zero
Fund
oL2
oL2
oL2
oL2
0L2
Fund
oL2
oL2
0L2
0L2
oL2
0L2
Revenue
3301
3651
3652
36s3
3554
Department
4090
4090
4090
4090
4090
4090
GAS TAX 2105 Description

INTEREST INCOME
GAS TAX (210s)
cAS TAX (2106)
GAS TAX (2107)
GAS TAX (2107.s)
Description

STS & RDS SIGNS, SIGNALS

STS & RDS ELECTRICITY/GAS

STS & RDS REPAIR EQUIP
STS & RDS ST. PAINTING

STS & RDS STS & RD REPAIR

STS & RDS ENGINEERING
Proposed Budget 2024-2025
s00
53,623
3t,902
73,L27
2,000
L6t,l52
IO7.33o/o
Proposed Budget 2024-2025
10,000
96,000
2,300
5,000
5,000
10,000
128,300
t33.23o/o
Expense
20L5
2526
30L2
3018
3022
3s06
012 - Gas Tax 1
Fund Revenue
3655
Department
4090
4090
4090
Expense
3s06
3513
4to4
ROADMAINTENANCE Description

ROAD MAINTENANCE & REHAB ACCT
Description

STS & RDS ENGINEERING

STS & RDS OTHER SERVICES

STS & RDS CONSTRUCTION
Proposed Budget 2024-2025
220,0t7
L07s9%
Proposed Budget 2024-2025
10,000
30,000
L77,000
2t7,OOO
9435%
013
Fund
013
013
013
013 - Road Maintenance Rehabilitation (SB1) 2
6 5
4 3e
3d
3c
3b
3a
-l2
I
Item No.

Animal Shelter Cost
Prevailing Wage Rates
Construction Engineering
Preliminary Engineering
Expected Construction Cost
Electrical Service Upgrade
Install Force Main
Construct Sewer Lift Station
Construct Footings
Reinforcing Steel
Aggregate Base
Geogrid Fabric
Grading
Construct Concrete Slab
Demolition and Earthwork
Mobilization (Bonds, Demob.)
Item Description
Includes
$ 59,004.00$ 59,004.00$ 491,700.00
IncludesIncludesIncludes
IncludesIncludes
Includes
IncludesIncludesIncludesIncludesIncludes
Engineering
Recommendations
Not IncludedNot IncludedNot Included
$ 20,186.00
Not IncludedNot IncludedNot IncludedNot IncludedNot Included IncludedIncluded
Included
Included
Not Included
Bonds not included
Seal Rite Paving Proposal
Not IncludedNot IncludedNot Included
$ 34,000.00
Not IncludedNot IncludedNot IncludedNot IncludedNot Included IncludedIncludedIncludedIncluded
Not Included
Bonds not included
Giles Paving Proposal
All workers employed on public works projects must be paid the prevailing wage determined by the Director of the Department of Industrial Relations, according to the type of work and location of the project.

Examples of Prevailing
Wage, Hourly Rates
Operator
Mason
Laborer
$98.64$73.56$64.81

STAFF REPORT
TO:

FROM:

DATE:

Mayor and Council Member
Ben Gallegos, City Manager
6/31024
Meetinss Attended:

Council Member Silvia Renteria and I attended the ICSC Conference, we met with Tractor Supply, UPS Store, KFC, Circle K, Little Caesars, Domino's, McDonald's, Starbuck's, Commercial Christmas D6cor Experts, 7 Eleven. We were also able to pick up information about Panda Express and Big 5 Sporting Goods. Every meeting was a positive one.

Crossing to success navigating the rail crossing elimination programs. I attended this meeting for potential funding to improve our railroad crossing in our city.

Firebaugh Community Workshop. The community had the opportunity to come out and give therr input on how they would like to see the city's downtown, highway 33 and trails to look into the future.

We had a good turnout at the community center and Outdoor Market.

Information:

On May 23'd, the EDC and the City of Firebaugh hosted a Job Fair in the community center. In attendance were the Firebaugh School District, Mendota Prison, Mercey Hot Springs. Olga also handed out information for Meridian Growers. The event was very well attended.

We have started the design phase for the Maldonado Park Phase III City of Firebaugh Public Works Department
Stoff Report
To: Mayor Elsa Lopez and City Council Members
From: Michoel Molina, Public Works Director
Date: June3, 2024 - Council Meeting
Wdter/Wdstewoter
The operation department has been working on the following:

L. Day to day operations of treatment plants.

2. Repairing aerators sewer plant.

3. Continuing weed abatement at sewer plant, lift stations and solar panels.

Streets
The Street Department has been working on the following:
t. Repairing streets around town.

2. Grading alleys.

3. Weed abatement at the airport.

Porks
The Crew has been working on the following:

L. Weed abatement around the parks and various areas around town

2. Daily and weekly park maintenance.

3. Trimming trees around the business district.

Citv Proiects:

1. Temporary dog kennel is95o/o complete and should be done this week.

2. 7th and QSt project is complete and looks great.

FIREBAUGH POLICE DEPARTMENT
Memo
To:

From:

GG:

Date:

Re:

Honorable Mayor Elsa Lopez and Council Members
Salvador Raygoza, Police Chief
Benjamin Gallegos, City Manager
0513012024
Staff Report
MONTH LY GRIM E ANALYSIS:
ln May 2024, the Firebaugh Police Department processed a total of 97 police reports, which included crime reports, incident reports, and traffic accidents. The majority of these were non-criminal and classified as incident reports. This report will provide a summary analysis of the various aspects of law enforcement activities conducted during the month.

A graphical representation of the crime statistics for the month is attached on the next page ln ensuring the safety of our community, the Firebaugh Police Department, along with vigilant citizens who report suspicious activities, play a pivotal role Officers issued a total of 47 traftic citations within the city limits for the month below the monthly average due to other priorities investigating other crimes. Despite decreased traffic control measures, there were only 2 reported traffic accidents reported. Officers have also been working additional hours on traffic enforcement and DUI prevention, thanks to financial support from the California Office of Traffic Safety.

We continue to make significant strides in combating drug-related crimes. During the month 9 individuals were arrested for possession of methamphetamines and 4 individuals arrested for Drug Paraphernalia:

These arrests highlight the department's commitment to addressing drug problems. Officers are actively pursuing leads and conducting extensive investigations to identify and arrest drug dealers, thereby aiming to disrupt the local supply chain of these harmful substances The department employs a variety of strategies and dedicates substantial manpower to maintain Firebaugh as a drug-free city.

Efforts to combat property crimes have also been notable. Currently, the department is investigating 5 burglary cases. One suspect has been arrested, and further investigations are undenruay to apprehend the remaining individuals involved in these crimes.

The proactive efforts of the Firebaugh Police Department are yielding positive results in various areas including traffic enforcement, drug-related incidents, and property crimes.

Enhanced strategies, combined with community cooperation, are crucial in sustaining the safety and security of the city.

GRIME STATS:

MAY 2024
r NIBRS Stats May r NIBRS Stats Current Year Totals
PERSONNEL:

The department's personnel strength stands at23, including 12 sworn officers, 3 reserve officers, 4 full{ime dispatchers, 1 code enforcement officer, I records supervisor and2 parttime dispatchers.
rJ) <lm It
Jil,l,l,lJ:,ri i;i
2

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