Agenda — Firebaugh City Council, July 7, 2025

MEETING AGENDA
The City Council / Successor Agency of the City of Firebaugh Vol. No. 25 / 07-07
Location of Meeting: Andrew Firebaugh Community Center
1655 13th Street, Firebaugh CA 93622
Date / Time: July 07, 2025 / 5:30 p.m.

CALL TO ORDER
ROLL CALL Mayor Freddy Valdez
Mayor Pro-Tem Silvia Renteria
Council Member Brady Jenkins
Council Member Felipe Perez
Council Member Elsa Lopez
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
None

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 this time. Individuals must limit their comments to three minutes. Issues raised during Public Comments are informational only and the Council cannot take action at this time. All comments should be directed at the Mayor and not at individual Councilmembers or staff members.

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

1. APPROVAL OF MINUTES – Meeting Minutes June 16, 2025

2. RESOLUTION NO. 25-20 A RESOLUTION OF THE CITY COUNCIL

OF THE CITY OF FIREBAUGH CONCERNING MEASURE C EXTENSION

LOCAL TRANSPORTATION PURPOSE PASS-THROUGH AND PROGRAM
FUNDS ANNUAL ALLOCATION FOR FY 2025-2026
Recommend Action: Council receives comments and approves Res. 25-20

PUBLIC HEARING
None

NEW BUSINESS

3. RESOLUTION NO. 25-21 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

FIREBAUGH APPROVING A MEMORANDUM OF UNDERSTANDING (MOU) BETWEEN

THE FIREBAUGH-LAS DELTAS UNIFIED SCHOOL DISTRICT AND THE CITY OF

FIREBAUGH POLICE DEPARTMENT FOR THE ASSIGNMENT OF TWO SCHOOL

RESOURCE OFFICERS
Recommend Action: Council receives comments and approves Res. 25-21

4. RESOLUTION NO. 25-22 A RESOLUTION OF THE FIREBAUGH CITY COUNCIL APPROVING AN AGREEMENT BETWEEN THE CITY OF FIREBAUGH AND ITS NONREPRESENTATIVE EMPLOYEES.

Recommend Action: Council receives comments and approves Res. 25-22

5. RESOLUTION NO. 25-23 A RESOLUTION OF THE CITY COUNCIL OF

THE CITY OF FIREBAUGH ADOPTIONG THE UPDATED FRESNO

COUNTY LOCAL HAZARD MITIGATION PLAN
Recommend Action: Council receives comments and approves Res. 25-23

6. FIREBAUGH FALCON FOOTBALL IS REQUESTING A WAIVER OF THE RENTAL FEE FOR THE A.F COMMUNITY CENTER HALL LOCATED AT 1655 13TH STREET FOR THEIR UPCOMING DINNER DANCE EVENT TO TAKE PLACE ON JULY 19, 2025.

Recommend Action: Council receives comments and takes action

7. DEVELOP A VACANT LOT MAINTENANCE AND DEVELOPMENT ORDIANANCE FOR

THE CITY OF FIREBAUGH
Recommend Action: Council to discuss and give direction to City Manager STAFF REPORTS – Written and enclosed in the agenda packet.

COUNCIL MEMBERS AGENDA ITEMS

PUBLIC COMMENT ON CLOSED SESSION ITEMS ONLY

CLOSED SESSION

8. GOVERNMENT CODE SECTION 54957.6
Government Code Section 54957.6 - Conference with Labor Negotiator Agency Designated Representatives:

Christina D. Smith, City Attorney and Ben Gallegos, City Manager Employee Organizations: Firebaugh Police Officers Association, Public Works, and Unrepresented Groups.

ANNOUNCEMENT AFTER CLOSED SESSION
ADJOURNMENT Certification of posting the agenda:

I declare under penalty of perjury that I am employed by the City of Firebaugh and that I posted this agenda on the bulletin at City Hall on July 03, 2025, at 5:00 pm., by Olga Flores, Acting Deputy City Clerk Meeting Minutes
The City Council/Successor Agency of the City of Firebaugh Vol. No. 25 / 06-16
_____________________________________________________________________________________ Location of Meeting Andrew Firebaugh community Center
1655 13th Street, Firebaugh, CA. 93622
Date / Time June 16, 2025 / 5:30 p.m.

CALL TO ORDER
ROLL CALL Mayor Freddy Valdez
Mayor Pro-Tem Silvia Renteria
Council Member Felipe Perez
Council Member Elsa Lopez
Absent Council Member Brady Jenkins
Others City Manager Ben Gallegos, City Attorney Christina Smith, Police Chief Sal Raygoza, Officer Kevin Gillum, Acting Deputy Clerk Olga Flores, Finance Director Pio Martin, Battalion Fire Chief Hector Marin, Gouveia Engineering Rep. Noe Martinez, and others.

PLEDGE OF ALLEGIANCE Led by Mayor Freddy Valdez

APPROVAL OF THE AGENDA
Motion to approve agenda by Council Member Lopez seconded by Council Member Perez, motion passed by 4-0 vote.

PRESENTATION
• Proclamation Presentation of Rod Lake was read and presented by Mayor Valdez to the Lake Family on behalf of the City Council and Staff.
• Gang and Drug presentation was given by Police Chief Sal Raygoza and Officer Kevin Gillum. • 2024 Annual Report was presented by Police Chief Sal Rayoza

PUBLIC COMMENT
None

CONSENT CALENDAR

1. APPROVAL OF MINUTES – The City Council Regular meeting on June 16, 2025

2. WARRANT REGISTER – Period starting May 01 and ending May 31, 2025 May 2025 General Warrants#47612 - #47780 $1,635,852.94
Payroll Warrants #72534 - #72555 $ 197,711.34
TOTAL WARRANTS $1,833,564.28
Motion to approve consent calendar by Council Member Perez, seconded by Council Member Lopez, the motion passed by a 4-0 vote.

PUBLIC HEARING
None

RETURN TO AGENDA

NEW BUSINESS

3. RESOLUTION NO. 25-15 - A RESOLUTION OF THE CITY OF COUNCIL OF THE

CITY OF FIREBAUGH CONFIRMING THE DIAGRAM AND ASSESSMENT OF ANNUAL LEVY FOR FISCAL YEAR 2025-2026 FOR LANDSCAPING AND LIGHTING MAINTENANCE DISTRICT NO. 1 (PURSUANT TO THE
LANDSCAPING AND LIGHTING ACT OF 1972)
Motion to approve Resolution No. 25-15 by Council Member Lopez, seconded by Council Member Perez, the motion passed by a 4-0 vote.

4. RESOLUTION NO. 25-16 – A RESOLUTION OF THE CITY COUNCIL OF THE CITY

OF FIREBAUGH ACCEPTING COMPLETION OF THE Q STREET IMPROVEMENTS

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 EMMETT VALLEY CONSTRUCTION, INC.

Motion to approve Resolution No. 25-16 by Council Member Lopez, seconded by Council Member Perez, the motion passed by a 4-0 vote.

5. RESOLUTION NO. 25-17 - A RESOLUTION OF TIIE CITY COUNCIL OF THE

CITY OF FIREBAUGH AMENDING AGREEMENT BETWEEN THE CITY OF

FIREBAUGH AND MADERA COUNTY FOR AUTOMATIC/MIUTUAL AID
Motion to approve Resolution No. 25-17 by Council Member Lopez, seconded by Council Member Perez, the motion passed by a 4-0 vote.

6. RESOLUTION NO. 25-18 – A RESOLUTION OF THE CITY COUNCIL OF THE

CITY OF FIREBAUGH ADOPTING ANNUAL APPROPRIATIONS LIMIT FOR THE FISCAL YEAR 2025-26
Motion to approve Resolution No. 25-18 by Council Member Perez, seconded by Council Member Lopez, the motion passed by a 4-0 vote.

7. RESOLUTION NO. 25-19 – A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF FIREBAUGH APPROVING THE CITY OF FIREBAUGH’S BUDGET FOR FISCAL YEAR 2025-2026
Motion to approve Resolution No. 25-19 with an amendment made to allocate up to $35,000.00 using impact fees for an impact fee study by Mayor Valdez, seconded by Council Member Perez, the motion passed by a 4-0 vote.

8. DISCUSSION AND DIRECTION TO THE CITY MANAGER AND STAFF

REGARDING ESTABLISHING A PARTNERSHIP WITH UC MERCED TO BRING

RESOURCES AND EDUCATIONAL OPPORTUNITIES TO OUR COMMUNITY

MEMBERS
Council Direction to City Manager is to get together with UC Merced and gather information regarding the possibility of making compost at the community garden site.

STAFF REPORTS
 Police Chief Sal Raygoza – A search warrant was served at the 1400 block of “P” Street early this morning that was related to gang activity.
 Finance Director Pio Martin – Nothing to report.
 City Manager Ben Gallegos – Will be off Wednesday – Saturday.  Public Works Director/Fire Chief Michael Molina– Nothing to add to his written report.  City Attorney Christina Smith – Extended an invitation on behalf of Griswold Lasalle to their open house celebrating 80 years of service.
 Acting Deputy City Clerk Olga Flores – Nothing to report.  City Engineer Noe Martinez – Nothing to report.
 Battalion Chief Hector Marin- First car show was held Saturday; he extended his gratitude to Nick Molina for doing an incredible job.
 Mayor Valdez – Received positive feedback from the car show and appreciates the hard work and effort that was put into it. He would also like to look into code enforcement for vacant lots and work on creating a fee structure.
 Mayor Pro-Tem Renteria – Thanked Fire Department for putting on a great event in regard to the car show. She stated she received positive feedback. She also spoke about looking into the large trucks parking along HWY 33 coming into town and the religious signs hanging from businesses.
 Council Member Lopez – Nothing to report.
 Council Member Perez – Measure C meeting will be held at Community Center on June 23rd from 5:30 – 7:00 pm.

CLOSED SESSION

9. GOVERNMENT CODE SECTION 54957.6
Government Code Section 54957.6 - Conference with Labor Negotiator Agency Designated Representatives: Christina D. Smith, City Attorney and Ben Gallegos, City Manager Employee Organizations: Firebaugh Police Officers Association, Public Works, and Unrepresented Groups.

ANNOUNCEMENT AFTER CLOSED SESSION
None

PUBLIC COMMENT ON CLOSED SESSION ITEM ONLY
None
 Motion to enter close session at 7:29 pm by Council Member Lopez, second by Council Member Perez, motion passes by a 4-0 vote.

CLOSED SESSION

10. GOVERNMENT CODE SECTION 54957.6
Government Code Section 54957.6 - Conference with Labor Negotiator Agency Designated Representatives: Christina D. Smith, City Attorney and Ben Gallegos, City Manager Employee Organizations: Firebaugh Police Officers Association, Public Works, and Unrepresented Groups.  Motion to enter open session at 8:05 pm by Council Member Lopez, second by Council Member Perez, motion passes by a 4-0 vote.

ANNOUNCEMENT AFTER CLOSED SESSION
No announcement.

ADJOURNMENT
Motion to adjourn at 8:06 p.m. by Council Member Perez, seconded by Council Member Lopez, motion passed by a 4-0 vote.

RESOLUTION NO. 25-20

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF FIREBAUGH CONCERNING

MEASURE C EXTENSION LOCAL TRANSPORTATION PURPOSE
PASS-THROUGH AND PROGRAM FUNDS ANNUAL ALLOCATION FOR FY 2025-2026 WHEREAS, The City of Firebaugh (“claimant”) is an eligible claimant of funds for local transportation purposes pursuant to California Public Utilities Code Section 142257; and WHEREAS, The Fresno County Transportation Authority (the “Authority”) has adopted an Annual Resolution of Allocation for Fiscal Year 2025-2026, setting the percentages of collected retail transactions and use tax as the portion available to the City of local transportation purposes.

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

1. The City hereby submits its Local Transportation Pass Through Revenues (Measure C Extension) Certification and Claims for fiscal year 2025-2026.

2. The City hereby requests release of funds to the City on a monthly basis as funds are received and in proportion to the adopted percentages for each program and sub-program, which are based on actual receipts.

3. The Council of the City hereby certifies:
(a) That Local Transportation Purpose Funds will not be used to substitute for property tax funds that the City has previously used for local transportation purposes; and (b) That the City has and will segregate property tax revenues from the City’s other general funds revenues used to support local transportation purposes so that verification of non-substitution can be proved through audit; and
(c) That the City shall account for Local Transportation Purpose Funds received pursuant to Public Utilities Code Section 142257 separately from all other funds. The City shall maintain current records in accordance with generally accepted accounting principles; and shall separately record expenditures for each type of eligible purpose. The City shall make such records available to the Authority for inspection or audit at any time; and
(d) That the City shall complete the prior fiscal years reporting requirements and claims forms no later than November 15, 2025. Reports not filed with the Authority by November 15, 2025, will result in a stoppage of allocations until a completed report is filed for each program and sub-program.

4. The City understands that should financial or compliance audit reveal that the City violated any of the requirements set forth in paragraph 3(a), (b), or (C), of this resolution, the Fresno County Transportation Authority may seek to take immediate steps to resolve the violation in accordance with its adopted procedures.

5. The City hereby requests the Authority to allocate all funds that became available from the Local Transportation Purpose Funds to the City of Firebaugh for fiscal year 2025-2026, as identified in the attached claim forms and indicated below, in accordance with the adopted “Procedures for Administration of Funds for Local Transportation Purposes”.

RETURN TO AGENDA
Local Transportation Sub Program Allocation – Firebaugh Street Maintenance Category 0.99% of $16,963,777 or $167,460.

Local Transportation Sub Program Allocation – Firebaugh Flexible Funding Category 1.17% of $16,950,102 or $198,484.

Local Transportation Sub Program Allocation – Firebaugh ADA Compliance Category 0.99% of $593,732 or $5,861.

The foregoing resolution was approved and adopted at a regular meeting of the City Council of the City of Firebaugh held on the 7th day of July 2025, by the following vote:

AYES: Council Members
NOES: Council Members
ABSTAIN: Council Members
ABSENT: Council Members
APPROVED: ATTEST:
___________________________ ___________________________ Freddy Valdez, Mayor Olga Flores, Acting Deputy City Clerk Measure C Extension Strategic Implementation Plan - Appendix D

MEASURE C EXTENSION

LOCAL TRANSPORTATION PASS THROUGH REVENUES
CERTIFICATION AND CLAIM FOR FY2025-26
TO: Fresno County Transportation Authority
FROM: City of Firebaugh
Address:1133 P Street, Firebaugh, CA 93622 Contact: Pio Martin, Finance Director Telephone: (559) 659-2043 FAX: (559) 659-3412 Email Address: [email protected]

1. Applicable Funding Program: (Check One)
Regional Public Transit Program
Fresno Area Express
Clovis Transit
FCRTA
PTIS/Transit Consolidation
ADA/Seniors/Paratransit
Farmworker Van Pools
Car/Van Pools
New Technology Reserve
Local Transportation Program
Street Maintenance
ADA Compliance
Flexible Funding
Pedestrian/Trails Urban
Pedestrian/Trails Rural
Bicycle Facilities
Regional Transportation Program
Fresno Airports
Alternative Transportation Program
Rail Consolidation Subprogram
Environmental Enhancement Program
School Bus Replacement
Transit Oriented Infrastructure for
Infill
Administrative/Planning Program
Fresno COG

2. The City of Firebaugh ("claimant") is an eligible claimant of funds for local transportation purposes pursuant to Local Agency Name California Public Utilities Code Section 142257.

3. The Fresno County Transportation Authority has adopted a Resolution of Apportionment for Fiscal Year 2025-2026 setting .99% of $593,732 (or $5,861) for the Subprogram or Category of funds checked above and available to the claimant. On behalf of claimant, I hereby request release of the funds to claimant in accordance with:
(a) Monthly payments consistent with adopted percentage, based on actual receipts (b) Compliance with Compliance with Steps A and B of the Strategic Implementation Plan (SIP) – Local Agency Pass Through Funding programs and Other Implementation Plan Provisions Funding programs and Other Revenue Program Funding

4. On behalf of claimant, I hereby certify as follows:
(a) That the Subprogram or Category of funds checked above are not being used to substitute for property tax funds which claimant had previously used for local transportation purposes. Such substitution of property tax funds is prohibited by California Public Utilities Code Section 142257. (b) That claimant has segregated property tax revenues from claimant's other general fund revenues used to support the Subprogram or Category of funds checked above so that verification of non-substitution can be proved through audit or that the non-substitution of funds shall apply to claimant's entire general fund. (c) That claimant shall account for Subprogram or Category of funds checked above and received pursuant to Public Utilities Code Section 142257. Claimant shall maintain current records in accordance with generally accepted accounting principles and shall separately record expenditures for each type of eligible purpose.

Claimant shall make such records available to the Authority for inspection or audit at any time.

5. Claimant understands that should financial or compliance audit exceptions be found, the Fresno County Transportation Authority will take immediate steps to resolve the exceptions in accordance with its adopted procedures. The Authority shall immediately notify the Fresno County Auditor-Controller/Treasurer-Tax Collector to withhold allocation of funds to claimants until the exceptions are resolved or the outstanding financial or compliance audits are submitted and resolved.

ATTACHMENT: Evidence of Formal Action for Approval and Submittal Approved by: Fresno County Transportation Authority Board on: __________________________ Authorized Signature:

Title: City Manager
Date:

Measure C Extension Strategic Implementation Plan - Appendix D

MEASURE C EXTENSION

2. The City of Firebaugh ("claimant") is an eligible claimant of funds for local transportation purposes pursuant to Local Agency Name California Public Utilities Code Section 142257.

3. The Fresno County Transportation Authority has adopted a Resolution of Apportionment for Fiscal Year 2025-2026 setting 1.17% of $16,950,102 (or $198,484) for the Subprogram or Category of funds checked above and available to the claimant. On behalf of claimant, I hereby request release of the funds to claimant in accordance with:
(a) Monthly payments consistent with adopted percentage, based on actual receipts (b) Compliance with Compliance with Steps A and B of the Strategic Implementation Plan (SIP) – Local Agency Pass Through Funding programs and Other Implementation Plan Provisions Funding programs and Other Revenue Program Funding

Claimant shall make such records available to the Authority for inspection or audit at any time.

ATTACHMENT: Evidence of Formal Action for Approval and Submittal Approved by: Fresno County Transportation Authority Board on: __________________________ Authorized Signature:

Title: City Manager
Date:

Measure C Extension Strategic Implementation Plan - Appendix D

MEASURE C EXTENSION

2. The City of Firebaugh ("claimant") is an eligible claimant of funds for local transportation purposes pursuant to Local Agency Name California Public Utilities Code Section 142257.

3. The Fresno County Transportation Authority has adopted a Resolution of Apportionment for Fiscal Year 2025-2026 setting .99% of $16,963,777 (or $167,460) for the Subprogram or Category of funds checked above and available to the claimant. On behalf of claimant, I hereby request release of the funds to claimant in accordance with:
(a) Monthly payments consistent with adopted percentage, based on actual receipts (b) Compliance with Compliance with Steps A and B of the Strategic Implementation Plan (SIP) – Local Agency Pass Through Funding programs and Other Implementation Plan Provisions Funding programs and Other Revenue Program Funding

Claimant shall make such records available to the Authority for inspection or audit at any time.

ATTACHMENT: Evidence of Formal Action for Approval and Submittal Approved by: Fresno County Transportation Authority Board on: __________________________ Authorized Signature:

Title: City Manager
Date:

RESOLUTION NO. 25-21

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

MEMORANDUM OF UNDERSTANDING (MOU) BETWEEN THE FIREBAUGH-LAS DELTAS

UNIFIED SCHOOL DISTRICT AND THE CITY OF FIREBAUGH POLICE DEPARTMENT FOR THE

ASSIGNMENT OF TWO SCHOOL RESOURCE OFFICERS
WHEREAS, the City of Firebaugh and the Firebaugh-Las Deltas Unified School District recognize the importance of providing a safe and secure environment for students, staff, and visitors on school campuses; and
WHEREAS, the City and the School District desire to enter into a Memorandum of Understanding (MOU) for the assignment of two (2) School Resource Officers (SROs) to the schools within the District; and
WHEREAS, under the terms of the MOU, the School District will fully reimburse the City for the salary and benefits of each officer assigned as an SRO; and
WHEREAS, the only financial impact to the City will be the cost of uniforms, safety equipment, use of a patrol car, and fuel for the patrol car, which is minimal compared to the positive outcomes delivered by having two SROs assigned to the schools; and
WHEREAS, the term of the MOU will commence on July 1, 2025, and will end on June 30, 2027, at which point the parties will revisit the agreement for extension for an additional two years; and WHEREAS, the City Council has reviewed the attached MOU and finds it to be in the best interest of the City and its residents;
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Firebaugh as follows:

1. The City Council hereby approves the Memorandum of Understanding (MOU) between the City of Firebaugh Police Department and the Firebaugh-Las Deltas Unified School District for the assignment of two School Resource Officers, as attached hereto and incorporated herein by reference.

2. The City Manager, or their designee, is authorized to execute the MOU and any related documents necessary to effectuate the intent of this Resolution.

3. This Resolution shall take effect immediately upon its adoption.

PASSED AND ADOPTED by the City Council of the City of Firebaugh at a regular meeting held on the 07th day of July, 2025, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:
_____________________________ _____________________________ Freddy Valdez, Mayor Olga Flores, Acting Deputy City Clerk Attachment: Memorandum of Understanding between the City of Firebaugh Police Department and the Firebaugh-Las Deltas Unified School District

RETURN TO AGENDA
1 City of Firebaugh &
Firebaugh Las Deltas School District
School Resource Officer
Memorandum of Understanding

This document will serve as a Memorandum of Understanding (MOU) between the Firebaugh Las Deltas School District and the Firebaugh Police Department. This MOU establishes the needed commitment and support from both institutions. This document also provides a series of guidelines and policies relevant to the performance of the School Resource Officer (SRO), and will be the guiding document that police officers, city administrators, school administration, and students look to for structure and accountability. This document shall be reviewed, updated, and endorsed annually and considers input from all community stakeholders, including administrators, students, and teachers.

Nothing in this MOU should be construed as limiting or impeding the basic spirit of cooperation which exists between the participating entities listed above and all community stakeholders.

I. Purpose
This MOU establishes and delineates the mission of the School Resource Officer Program, herein referred to as the SRO Program, as a joint cooperative effort. Additionally, the MOU clarifies roles and expectations and formalizes relationships between the participating entities to foster an efficient and cohesive program that will build a positive relationship between police officers, school staff, and the students, promote a safe and positive learning environment and decrease the number of youth formally referred to the juvenile justice system.

II. Mission
The mission of the SRO Program is to promote school safety and meaningful community relationships by building a positive school climate in which everyone feels safe and students are supported to succeed. The SRO Program also seeks to foster an understanding between police and those in the school environment that will allow for better future interactions. The SRO Program accomplishes this mission by supporting safe, secure, and comfortable learning environments for students, teachers and staff. SROs will establish a trusting channel of communication with students, parents, and teachers and establish regular feedback opportunities. The role of the SRO is not to enforce school discipline or punish students. SROs will serve as a positive role model meant to instill in students trust, good judgment, discretion, respect for other students, and a sincere concern for the school and greater community. SROs will act as a contact point to provide information on community resources available to students and parents. Goals and objectives are designed to develop and enhance rapport between youth, families, police officers, school administrators, and the community in order to promote overall student achievement and success.

III. Goals and Objectives
A. To ensure a safe learning environment for all children and adults who are present in the school environment.

B. To prevent and reduce potential harm related to incidents of school violence. 2 C. To foster a positive school climate based on respect for all students and adults in the school.

D. To create partnerships with care providers and other resources in the community for student and family referral.

This SRO program is unique to the community, based on input from the school administration, teachers, faculty, students, families and community members. The program is designed to fulfill three overall roles:
1) Law Enforcement/Crime Prevention
2) Fostering Positive School Climate
3) Assist in providing educational material when appropriate Law Enforcement Role – SROs are responsible for most law enforcement activities occurring at the school during school hours but not general student discipline. A determination of whether an activity rises to the level of a law enforcement activity shall be made in consultation with a school administrator.

Parents, students, teachers and other school personnel should bring complaints about student misbehavior to the school principal and/or designee, rather than the SRO.

While law enforcement is the role of SROs, alternatives to arrest should be used whenever possible, and physical arrest of students should be a measure of last resort. The SROs discretion to act remains the same as that of any other Firebaugh Police Officer.

Fostering Positive School Climate /Crime Prevention – One of the primary role’s SROs fulfill is fostering a positive school climate through relationship-building. Officers will collaborate with school entities on activities with the intent to build a school culture of open communication and trust between the police and students/faculty/staff and school administration. Crime prevention activities include foot patrols, monitoring known problem locations, speaking to students, teachers and staff about reducing the opportunity for crimes to occur, analyzing possible crime patterns, investigating crimes, and patrolling the parking lots. SROs may also participate in security surveys analyzing the physical safety of school property and facilities.

Education - SROs should participate in the school community by becoming a member of the educational team where appropriate, and by representing the law enforcement community to build positive relationships with youth, their families, and school staff.

Whether talking to students in the hallway or delivering a presentation in the classroom, SROs are embedded in the education fabric within the school. SROs are expected to be proactive in creating and taking advantage of educational situations, and school administrators are encouraged to leverage this resource.

IV. Organizational Structure
A. Composition: The SRO Program will consist of two (2) full time Firebaugh Police Officers that are an employee/police officer of the City of Firebaugh Police Department and assigned to the school district as an SRO.

B. Officer Recruitment & Selection: It is recognized that the School Resource Officer is foremost a police officer and the selection process is governed by FIPD Department Policy 1004. The School Resource Officer selection will be made by the Chief of Police with recommendations from school administrators and department supervisors. School officials 3 and the chief of police shall agree on guidelines for the selection of a school resource officer.

SROs should meet these general criteria:
1) Experience as a police officer and commitment to student well-being – SROs must have a minimum of one-year experience as a patrol officer or reserve officer, be at least 21 years of age and have experience with juvenile assignments. Experience working with youth and an interest in student success, juvenile justice, child and adolescent development and psychology, and creating a positive school climate are essential.
2) An expressed commitment to fair and impartial policing (FIP) practices and an understanding of the department’s policies regarding FIP. 3) Successful performance – All candidates should have proven performance as reflected by prior performance evaluations. Candidates should be free of significant disciplinary actions.
4) Candidate must be willing to commit for a minimum period of 24 months to the assignment of school resource officer.

C. Training Requirements:
1) Prior to entering service as an SRO, officers shall have completed a field training program required by California Police Officers Standards of Training (POST). 2) Within 12-months of employment as an SRO, officers need to complete the National Association of School Resource Officers (NASRO) or a Certified basic school resource officer course a forty-hour (40) training designed to prepare school resource officers to fulfill their roles in the school setting effectively.
3) Within12-months officer must complete a 40-hour training on crisis intervention and deescalation tactics. 4) POST Certified Training H&S 11550 Drug/Alcohol recognition Course V. Operational Procedures
A. Chain of Command for SROs: The SRO will be ultimately accountable to the chain of command of the police department. However, while at the school, the SRO will be additionally accountable to the principal or his/her designee. The SRO is expected to cooperate with school officials, including administrators and faculty. If the SRO receives a request from a school official that will violate the officer’s department rules, policy, standards, or violates any law, the SRO will inform the requestor that he/she cannot comply with that request and shall refer the requestor to police department sergeant or police chief. 4 The SRO’s activity in the school is guided by the following procedures and supervision. performance evaluation of SRO and the SRO program shall be performed by the officer’s supervisor with input from school officials.

B. Duties: The primary functions of the SRO include: provide a safe and secure learning environment, foster a positive school climate, reduce/ prevent crime, serve as an educational resource, and serve as a liaison between the school and the police department. Specific daily assignments to accomplish this function will vary by school and each site school principal requirements. The SRO and school principal or his/her designee will meet on a regular basis to discuss plans and strategies to address specific issues or needs that may arise. SRO’s should never be assigned to duties within a school as a substitute or in lieu of a certified teacher except in an exigency circumstance.

Basic responsibilities of the SRO will include but will not be limited to:
1) Enforce criminal law and protect the students, staff, and public at large against criminal activity.
2) Foster mutually respectful relationships with students and staff to support a positive school climate.
3) Provide information concerning questions about law enforcement topics to students and staff.
4) Provide classroom instruction on a variety of topics including, but not limited to; a. Dangerous drugs educational outreach
b. Cannabis use educational outreach
c. Tabaco use educational outreach
d. Social Media use and dangers
e. Gang Awareness
f. Bullying
g. And other topics as requested by school staff
5) Coordinate with school administrators regarding ongoing criminal investigations involving students or staff.
6) Handle police reports of property crimes committed on campus or school district property when available.
7) Take enforcement action on criminal matters when a crime has been committed and requested to by school administrators.
8) Handle alcohol/drug or motor vehicle violations when appropriate and after consultation with school administrators.
9) Attend school special events as needed and requested by school administrators. 10)Prepare lesson plans as necessary for the instruction provided.

C. Uniform: One of the stated goals for the SRO program is to foster a better understanding and trust between students, faculty, staff, and administration of the school district and their community’s law enforcement personnel. To help accomplish this, it is recommended that the SRO perform their duties in their standard uniform. While it is understood that the SRO will develop a closer bond and connection with the school population than other officers, it is desirable that students and faculty see all law enforcement equally.

D. Daily Schedule: SRO’s will work the 4/10 work schedule that will 7:00 AM to 5:00 PM, Monday through Thursday or Tuesday through Friday. SRO-1 will be assigned to Firebaugh 5 High School and Arthur Mills School. SRO-2 will be assigned to Firebaugh Middle School, Hazel Bailey School and Firebaugh Continuation School.

E. Absence/ Substitution: The police department administration shall notify the SRO’s assigned school of any planned or unexpected absence by the SRO. Consideration will be made if the school administration requests a replacement officer for the length of the expected absence.

F. Special Events: The SRO may be asked to attend special events by school principals or school administrators. These requests should be considered with modification of the SRO’s work schedule as possible. If the SRO schedule is not modified for special evets, the school district will be responsible for the over-time costs.

Examples of Special Events:

1. Open House

2. Sports Events

3. After school activities

4. Graduations
G. Role in Responding to Criminal Activity: One of the roles of a SROs, as law enforcement officers, is to engage in traditional criminal investigation and report taking. As a police officer, SROs have the authority to issue warnings, make arrests and use alternatives to arrest at their discretion and in keeping with department policies. SROs, however, perform their duties mindful of the parties’ common goal of supporting student success. The following procedures will help SROs be as effective as possible in this role:
1) School staff will contact SROs to inform them of all violent or other criminal activity that creates a safety risk that occurs on the school campus. In turn, SROs will inform school administration of all criminal activity they observe or performed intervention on the school campus.
2) For any offense on school property, the SRO, working cooperatively with the school administration, will endeavor to avoid a physical arrest. In collaboration with school administration, restorative justice avenues will be utilized by the SRO when appropriate.

Certain offenses of a violent or disruptive nature may require immediate detention and/or arrest of the offender by the SRO.
3) The SRO and school officials shall put into place plans, such as de-escalation techniques, conflict resolution and restorative justice practices.

H. Role in School Policy Violations: SROs are not school disciplinarians and violations of the student code of conduct or schools’ rules that are not criminal matters should always be handled by school faculty and staff, not SROs. SROs should not directly intervene unless the situation presents an imminent threat to the health, safety, and security of the student or another person in the school and will employ de-escalation techniques as appropriate. School discipline is the responsibility of the appropriate school administrator and clear guidelines on SRO involvement should be developed and distributed to school staff. The SRO, as a staff member, will report school policy violations through the proper channels to be handled by school administration. It is the responsibility of the SRO to become familiar with the Student 6 Handbook or Student Code of Conduct, but it is not the responsibility of the SRO to enforce the rules in any manner different than other members of the faculty or staff.

I. Data Collection: SROs should report their activity through their department’s Records Management System. Regular review of the SRO’s activity should be made by the SRO’s supervisor and shared with the school administration as required.

J. Sharing of Information: Communication and information sharing is essential to the success of the SRO program.

1. As a member of the school staff, the SRO may be exposed to confidential school information in the course of their job function. The SRO, in cooperation with the school administration, shall be educated and guided in categorizing what information is confidential according to state and federal law. Confidential information shall not be used by the SRO without consent of the school administration. The SRO, while at school campus or at school functions, will be considered by FLDUSD to be “School Officials” pursuant to Education Code section 49076.

2. It is understood that the SRO is a mandated reporter of child abuse/endangerment issues as required by California law.

3. Information prohibited by law from being released by law enforcement officers shall not be shared to school personnel by the SRO. This includes civil violations.

4. When an event occurs that involves both the Police Department and the School District and may necessitate a public statement, the SRO shall coordinate a joint statement by both entities.

K. Role in Locker, Vehicle, Personal, and Other Searches:

1. SROs will NOT participate in a search of a student’s person, possessions, locker, or vehicle without a search warrant or probable cause.

2. SROs will only conduct searches when student has been arrested for a crime and there is probable cause to believes the search will turn up evidence showing that the student has committed or is committing a criminal offense.

3. SROs will not ask a school employee to conduct a search for law enforcement purposes.

A search performed by school personnel under their rules of conduct will not involve the SRO unless an exigent concern exists, or SRO is asked to standby for staff safety.

4. Unless there is a serious and immediate threat to student, teacher, or school safety, the Superintendent of Schools in concert with the school principals shall have final authority in the building.

5. Strip searches of students by SROs are prohibited and will not be conducted by the SRO.

6. Unless there is a serious and immediate threat to a student, a teacher, or public safety, SROs shall not initiate or participate in other physically invasive searches of a student.

L. Limits on Interviews and Arrests

1. Interviews –SROs can NOT participate in the questioning of a student about conduct that could result in criminal charges or the student arrest. School staff or administrators should conduct interviews for their own disciplinary procedures. Interviews and written statements may be turned over to the SRO for his/her investigation. Victim interviews may be conducted on campus after consultation with school administration and permission of the 7 student’s parent/guardian (only ff such permission doesn’t jeopardize the student’s safety or well-being).

2. Arrests
i. Only those criminal offenses that endanger the personal safety of staff or other students that occurred on campus should result in an arrest. ii. If an arrest of a student or faculty/staff from an off-campus incident is necessary, the SRO and/or the arresting officers shall collaborate with school principals and school district administration to minimize disruption.
i. School principals or his/her designee shall be consulted prior to an arrest of a student or staff member when practical.
ii. The student’s parent(s) or guardian(s) shall be notified of his or her arrest immediately or as soon as practical and in a timely manner by the SRO and school administration.
iii. Unless there is a serious and immediate threat to student, teacher, or public safety, SROs shall not use physical force or restraints on students.

M. Role in Critical Incidents: The SRO will be familiar with the emergency operations manual of the School District and assist the District in the plan’s development, review, and implementation. During critical incidents occurring when the SRO is present, the SRO will normally act as a liaison between school administration, police personnel, and other emergency resources if practical.

N. Role in Truancy Issues: Consistent with school district rules, the SRO may assist the district truant officer with home visits.

O. Access to Education Records
1) FLDUSD school officials shall be responsible for determining what access the SRO is permitted to educations records. FLDUSD school officials shall allow the SRO to inspect and copy any public records maintained by the school as well as personally identifiable information that are under the direct control of FLDUSD and where the SRO has a legitimate educational interest. These records may include, but are not limited to student directory information, classroom schedule, assignments, or discipline files. However, the SRO may not inspect and/or copy confidential student education records except as allowed by law.
2) If information in a student's cumulative record is needed during an emergency to protect the health or safety of the student or other individuals, FLDUSD school officials may disclose to the SRO that information which is needed to respond to the emergency situation based on the seriousness and level of threat to someone's health or safety. The need of the information is critical to meet the emergency situation when time is of the essence.
3) If confidential student records information is needed, but no emergency situation exists, the information may be released only upon the issuance of a search warrant or subpoena to produce the records.
4) The SRO may not re-disclose information from educational records to others, including other employees of City or Department unless: (1) the re-disclosure is on behalf of 8 FLDUSD; (2) the re-disclosure will prevent or mitigate a specific threat to the health and safety of students or others; and (3) except as allowed by law.

VI. School District Responsibilities
A. The School District shall provide the SRO of each campus and any SRO supervisor the following materials and facilities, which are deemed necessary to the performance of the SRO’s duties:
1) Access to a properly lighted office with electrical outlets 2) A desk with drawers, chair, work table, and office supplies. 3) The opportunity for SROs to address teachers, school administrators and student families about the SRO program, goals, and objectives.
4) The opportunity to provide input regarding criminal justice problems relating to students. 5) The opportunity to address teachers and school administrators about criminal justice problems relating to students during in-service workdays.
6) School staff designee for referrals for counseling and other school-based and/or community based supportive services for students and families.
7) Encourage the attendance assistant principals to the NASRO Basic SRO training. 8) Provide training to teachers, administrators, staff and SROs about when to directly involve SROs with student misconduct and about available alternatives to arrest.

VII. Reviewing the MOU and SRO Program:

A. The assigned parties shall review the MOU/SRO Program annually and make adjustments as needed. Any revisions will be reflected in an updated MOU.

B. Complaints against the SRO shall follow the normal complaint process of the Police Department and include notice to the appropriate school administrators.

C. In the event that FLDUSD determines that the SRO assigned to a school site is not an appropriate fit based on compatibility, performance or school climate concerns, the Chief of Police agrees to collaborate with FLDUSD to identify and assign an alternative officer who is better suited to the school environment.

VIII. Compensation, Duration and Termination of MOU:

A. District agrees to reimburse the City of Firebaugh the total cost of salary and benefits of full-time school resource officer services rendered under this Agreement. The city will invoice the District quarterly for the officer’s salary and benefits. Payments will be made no later than 30 days from the invoice date. The fees paid will be used by the City to cover the cost of the salary and benefits needed to perform duties of an SRO. The City shall be responsible for the cost and provision of equipment to the SRO.

B. This Agreement shall be effective July 1, 2025 and shall remain in effect for an initial term of two years running through June 30, of 2027. Either party may at any time terminate this Agreement without cause at the party’s convenience by giving not less than 90 days prior written notice to the other party. Upon such termination, all rights and obligations of each party under this Agreement 9 shall cease as of the Effective Date of Termination, except for those specific obligations that shall survive termination as set forth herein.

IX. Indemnification:

A. The District shall indemnify, defend, and hold harmless the City, its officers, officials, employees, and volunteers from and against any and all liability, claims, damage, cost, expenses, awards, fines, judgments, and expenses of litigation (including, without limitation, costs, attorney fees, expert witness fees and prevailing party fees and cost) of every nature arising out of or in connection with the assigned officer’s performance of work or his or her failure to comply with any of its obligations contained in the Agreement, except such loss or damage which was caused by the negligence of the City, or the negligence or willful misconduct of the assigned officer.

B. The City shall indemnify, defend, and hold harmless the District, its officers, officials, employees, and volunteers from and against any and all liability, claims, damage, cost, expenses, awards, fines, judgments, and expenses of litigation (including, without limitation, costs, attorney fees, expert witness fees and prevailing party fees and cost) of every nature arising out of the negligence by the City or the negligence or willful misconduct of the assigned officer during the performance of work hereunder.

C. The Parties acknowledge that it is not the intent of the Agreement to create a duty of care by the City or its assigned officer that they would not owe in the absence of the Agreement. The Agreement does not create an affirmative duty of care (including, without limitation, a duty to protect, a duty to deter and/or a duty to intervene) by the City or the assigned officer and the absence of the assigned officer and/or the patrol vehicle is not a material breach of this Agreement. The Parties further acknowledge that by entering into this Agreement neither the City nor its assigned officer intends to waive any immunities to which they would be entitled in the absence of the Agreement.

D. In the event of concurrent negligence on the part of the District or any of its officers, officials, employees, agents or volunteers, and City or any of its officers, officials, employees, agents or volunteers, the liability for any and all such claims, demands and actions in law or equity for such losses, fines, penalties, forfeitures, costs and damages shall be apportioned under the State of California's theory of comparative negligence as presently established or as may be modified hereafter.

E. The parties’ duty to indemnify each other and its officials, officers, employees, agents and volunteers shall apply to all claims and liability regardless of whether any insurance policies are applicable. The policy limits do not act as a limitation upon the Agreement of indemnification to be provided by the parties. Approval or purchase of any insurance contracts or policies shall in no way relieve from liability nor limit the liability of the parties or any of its officers, board members, employees, agents, volunteers, invitees, caterers, concessionaires, suppliers, vendors, consultants, contractors or subcontractors.

X. PROBLEM RESOLUTION
Unforeseen difficulties or questions will be resolved by negotiation between the Superintendent of the School District and the Chief of Police or their designees. 10 SIGNATURE OF PARTIES & SIGNATURE DATE
____________________________________________________________ Signature
_____________________________________________________________________________ Name, Agency, Title Date
____________________________________________________________ Signature
______________________________________________________________________________ Name, Agency, Title Date
RESOLUTION NO. 25-22

A RESOLUTION OF THE FIREBAUGH CITY COUNCIL APPROVING AN AGREEMENT

BETWEEN THE CITY OF FIREBAUGH AND ITS NON-REPRESENTATIVE EMPLOYEES WHEREAS, the City of Firebaugh, through its city manager, has reviewed the proposed changes to the wages and benefits of non-representative employees of the City, all of whom have agreed to the same; and
WHEREAS, the City Council now desires to formally approve certain terms and conditions set forth and reflected in an agreement with its unrepresented employees, which is designated as “Exhibit A”, is attached to this Resolution and incorporated herein by this reference; and NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Firebaugh that the terms of “Exhibit A” are hereby approved for those non-representative employees retroactively to July 1, 2025 of the City.

Passed and adopted at a Regular Meeting of the City Council of the City of Firebaugh held on July 7, 2025 by the following vote:

AYES:

NOES:

ABSTAIN
ABSENT:

APPROVED: ATTEST:
_________________________ _________________________
Freddy Valdez, Mayor Olga Flores, Acting Deputy City Clerk

RETURN TO AGENDA

EXHIBIT A
Memorandum of Understanding
Between the City of Firebaugh and the
Firebaugh Non-Representative Employees
Terms and Conditions
Effective July 1, 2025 – June 30, 2027

MEMORANDUM OF

UNDERSTANDING
Between the CITY OF FIREBAUGH and the

FIREBAUGH NON-REPRESENTATIVE EMPLOYEES

TERMS AND CONDITIONS
EFFECTIVE JULY 1, 2025 – JUNE 30, 2027
Table of Contents

1. RECOGNITION.......................................................................................................................... 1

2. PURPOSE ................................................................................................................................... 1

3. FULL FORCE AND EFFECT .................................................................................................... 1

4. ACCESS TO PERSONNEL FILES............................................................................................ 1

5. NOTICE OF LAYOFF................................................................................................................ 1

6. SAFETY RULES / REGULATIONS / LOSS............................................................................. 1

7. COMPENSATION...................................................................................................................... 2

8. REMOTE WORK ....................................................................................................................... 2

9. SALARIES.................................................................................................................................. 3

10. LONGEVITY PAY..................................................................................................................... 4

11. INCENTIVE PAY AND RECOGNITION OF CERTIFICATES .............................................. 4

12. PERFORMANCE EVALUATION............................................................................................. 4

13. HEALTH INSURANCE ............................................................................................................. 5

14. DENTAL / VISION COVERAGE.............................................................................................. 5

15. RETIREMENT MEDICAL BENEFITS PUBLIC EMPLOYEES’ MEDICAL AND HOSPITAL CARE ACT (PEMHCA)............................................................................................................. 5

16. SICK LEAVE CONVERSION FOR MEDICAL PREMIUM.................................................... 5

17. CURRENT RETIREES (RETIREMENT PRIOR TO JUNE 30, 2014) ..................................... 5

18. TRAINING.................................................................................................................................. 6

19. MILEAGE REIMBURSEMENT................................................................................................ 6

20. WORKDAY AND OVERTIME................................................................................................. 6

21. VACATION ................................................................................................................................ 6

22. VACATION TIME CASH OUT UP TO FORTY (40) HOURS PER FISCAL YEAR.............. 6

23. ADMINISTRATION LEAVE HOURS / CASH OUT ADMINISTRATION LEAVE.............. 7

24. HOLIDAYS................................................................................................................................. 7

25. SICK LEAVE.............................................................................................................................. 7

26. RETIREMENT............................................................................................................................ 8

27. STATE DISABILITY INSURANCE (SDI) ............................................................................... 8

28. GRIEVANCE PROCEDURE ..................................................................................................... 8

29. DISCIPLINE PROCEDURE....................................................................................................... 8

30. EMPLOYEE DEVELOPMENT ................................................................................................. 8

31. BEREAVEMENT LEAVE ......................................................................................................... 8

32. JURY DUTY............................................................................................................................... 8

33. VOTING...................................................................................................................................... 8

34. LEAVES OF ABSENCE ............................................................................................................ 8

35. WORKER’S COMPENSATION................................................................................................ 8

36. CITY’S PERSONNEL RULES................................................................................................... 9

37. CONCLUSIVENESS.................................................................................................................. 9

38. CITY MANAGEMENT RIGHTS............................................................................................... 9

39. SAVINGS CLAUSE ................................................................................................................... 9

40. SUPERSEDES PREVIOUS DOCUMENTS .............................................................................. 9

41. STATEMENT OF CONTINUING BENEFITS AND WORKING CONDITIONS .................. 10

42. TERM OF MOU ......................................................................................................................... 10

43. EXHIBIT “1” SALARY SCHEDULES...................................................................................... 11 Page | 1

MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF FIREBAUGH AND FIREBAUGH Non-Representative EMPLOYEES
July 1, 2025 through June 30, 2027

1. RECOGNITION
The City acknowledges the Non-Representative, for the purposes of establishing wages, hours, and working conditions of employment, for all regular employees of the Firebaugh Non-Representative including the classifications below:

Non-Representative
Account Technician I Account Technician II
Account Technician III Building Clerk / Event Coordinator Executive Assistant/ Deputy City Clerk Public Works Director Finance Director Police Chief
Police Lieutenant Fire Chief
Battalion Chief

2. PURPOSE
The purpose of this MOU is to promote harmonious relations between the City and the Non-Representative employees; to establish an equitable and peaceful procedure for the resolution of differences; and to establish wages, hours of work, and other terms and conditions of employment.

3. FULL FORCE AND EFFECT
It is agreed that this MOU is not in force or effect until ratified and approved by Resolution hereby adopted by the City Council of the City of Firebaugh.

All wages, hours, terms, and conditions of employment that are negotiable subjects of bargaining under the MeyersMilias-Brown Act, including those set forth in the MOU, shall remain in full force and effect during the term of this MOU unless changed by mutual agreement.

The city will abide by the Meyers-Milias-Brown Act where and when it applies to members of the Non-Representative.

4. ACCESS TO PERSONNEL FILES
An employee shall have access to his/her personnel file upon a request made to the personnel officer. An employee's authorized Non-Representative employee shall have access to the employee's personnel file upon written authorization from said employee. Nothing shall be placed in an employee's personnel file without his/her knowledge. An authorized City employee shall observe but not interfere with the review. The reviewing employee and/or the employee's representative may take notes and the employee shall be allowed to have a copy made of the file in accordance with California Codes.

5. NOTICE OF LAYOFF
Before an employee is laid off, the employee shall be notified in writing of such action at least thirty (30) days prior to the effective date of layoff.

6. SAFETY RULES / REGULATIONS / LOSS
Uniforms:
• The City shall pay to the Police Lieutenant and Police Chief a uniform maintenance allowance of Eightythree dollars and thirty-three cents ($83.333) per month. • The City shall provide uniforms, including maintenance of uniforms, to the Public Works Direct with a total of six (6) uniforms per week. Five (5) clean uniforms each week and one (1) for exchange. Employees shall be required to wear the said uniform during work hours.

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• Every two (2) years the city will purchase a shirt, jacket, sweater or any combination of the items not to exceed $100. Items must have a city logo or city name. Police Chief not applicable

7. COMPENSATION
Pay Period: The Standard Pay Period is two weeks (14 calendar days). The standard work period is 40 forty hours worked in a calendar week but subject to call out at any time. The usual workday is 8 hours.

Breaks: Employees shall be entitled to two (2) fifteen (15) minute breaks, one (1) in the morning, and one (1) in the afternoon, during each workday.

Lunch Break: Permanent business hours are 8:00 am to 5:00 pm (Monday to Thursday), with a one-hour lunch break.

Friday business hours are 8:00am to 4:30 pm with a 30-minute lunch break.

Overtime: Any employee who works in excess of eight hours per day or forty (40) hours per week shall be paid one and one-half (1 ½) times their regular hourly rate for all hours worked in excess eight hours per day or forty (40) hours in one week. All hours over 12 hours per day shall be compensated at double time. All paid leave (vacation and holiday) is considered time worked. The workweek will be established by direction of the Department Head and may be changed from time to time. Individual workweek designations may be established for each job position at the discretion of the Department Head.

Authorization: All overtime worked shall be authorized and ordered in advance by the Department Head or his/her designee. However, if prior authorization for overtime work is not possible because of emergency conditions, confirmation shall be made by the Department Head or his/her designee on the next regular business day after such work is performed.

Sick Leave Related to Overtime: Employee shall not be eligible for overtime pay if employee's workweek (either via actual hours worked and/or vacation time does not exceed 40 hours per the week in question). Therefore, if an employee is ill or off on sick leave this time is not calculated as work hours; unless such hours exceed (8) actual hours worked in the day.

Reporting: Each employee shall make a written report of all overtime worked and each department shall keep an accurate record of overtime worked by employees in the department. No changes shall be made in the overtime as reported by the employee unless the proposed changes and the reasons therefore are first discussed with the employee and the Department Head. If the employee is not available to discuss changes prior to processing payroll, changes may be made by the department head to expedite the payroll process. Any changes made will be discussed with the employee at the earliest availability of that employee. If the employee disputes changes and the employee can provide justification and or documentation; a corrected payroll check will be issued with all payroll records adjusted accordingly.

8. REMOTE WORK
This outlines the terms and conditions under which eligible Administrative Staff members may be permitted to work remotely from home one (1) Friday per calendar month. This policy aims to provide flexibility to Administrative Staff while ensuring the continued efficient operation and service delivery of the City.

This applies to the Police Chief, Fire Chief, Public Works Director, Finance Director and Executive Assistant / Deputy City Clerk.

Terms and Conditions:

Remote work on the designated Friday is subject to the following conditions:
• Front Counter Staffing: On the designated remote work Friday, a minimum of two (2) front counter staff members must be physically present at the City's primary administrative office during regular business hours to ensure continuous public service. The scheduling of these staff members will be coordinated by the respective department heads to meet this requirement.

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• Emergency Response Proximity: The Administrative employee working remotely must be able to report to the City office or another designated location within ninety (90) minutes of being notified, should an unforeseen operational need or emergency arise. Employees must ensure they have reliable transportation and connectivity to meet this requirement.
• Manager Approval: Remote work on the designated Friday must be pre-approved by the employee's direct supervisor or department head at least two (2) business days in advance. Approval will be granted based on operational needs, workload, and the employee's ability to perform duties effectively from a remote location.
• Work Performance: Employees working remotely are expected to maintain the same level of productivity, responsiveness, and quality of work as if they were working from the office. • Connectivity and Equipment: Employees are responsible for ensuring they have a suitable and secure remote workspace, reliable internet connectivity, and necessary equipment (e.g., computer, phone) to perform their duties. The City will provide access to necessary software and systems. • Communication: Employees must remain accessible during work hours via phone, email, and designated communication platforms.
• Confidentiality and Data Security: Employees must adhere to all City policies regarding data security, confidentiality, and the protection of sensitive information, regardless of their work location.

Responsibilities
• The City:
o To provide necessary access to City systems and resources for remote work. o To ensure fair and consistent application of this policy. o To review and adjust this policy as operational needs evolve. • Administrative Staff:
o To adhere to all terms and conditions outlined in this MOU. o To ensure adequate front counter staffing is maintained on their designated remote work Friday. o To be available to report to the office within the stipulated 90-minute timeframe if required. o To maintain productivity and communication while working remotely. o Staff must work eight hours on this day. If staff member / employee is not able to work eight hours, they must use sick or vacation time. This only applies for this day. o Work Remote cannot be carried over from month to month. o If employee chooses not to work remotely. They will not receive any additional compensation.

9. SALARIES
Non-Representative will receive the following increase on July 1st of every fiscal year from July 1, 2025, through June 30, 2027. (See Exhibit "1", which is incorporated herein by this reference).

The following increases go into effect on July 1st of every fiscal, beginning July 1, 2025, through June 30, 2027:

July 1, 2025 - 3% Increase – Cost of Living Adjustment
July 1, 2026 - 3% Increase – Cost of Living Adjustment
Executive Assistant / Deputy City Clerk - Drop first 2 step and add 2 steps at end of current pay scale 25/26.

Step Increase, will apply only when Employee is eligible to move to Next Salary Step per employee merit anniversary date.

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10. LONGEVITY PAY
Longevity Pay Program is provided for Non-Representative employees as outlined below.

Employees hired after July 1, 2014 are not eligible to earn Longevity Pay.

At the 10 year employment anniversary date, and at each five (5) year increment of employment, employee will be given a raise of 2.5% of that employee's existing base salary.

11. INCENTIVE PAY AND RECOGNITION OF CERTIFICATES
Employees will be eligible for certification pay if applicable to job description.

Confidential Premium - will receive $83.33 stipend per month. • As of July 1, 2025, City and Non-Representative reached an agreement to include the Senior Center position eligible for Confidential Premium pay.

Back Flow Connection Certification will receive a $115.00 per month additional compensation.

Lead and/or Supervisor positions will receive $35.00 per month for a Pesticide Certificate.

Water Distribution/Sewer Collection System Grade I Certification, must have both to receive $115.00 stipend per month.

Water Distribution/Sewer Collection System Grade II Certification, must have both to receive additional $25, plus Grade I $115 stipend (Total of $140.00) Stipend per month.

The person assigned to the HR position will receive an additional ten thousand dollars ($10,000) annually. The ten thousand will be divided into 26 payments. Ten thousand will not increase with any salary or COLA increases.

The city will comply with State law in determining the number of employees/positions that will be required to obtain and be compensated for certification and accompanying pay. The City shall pay for all school and costs to obtain certification and licenses and for any costs of and for recertification or licenses that are required by the City or State Laws and are a benefit for the City's Operations. However, it is understood that there is no City obligation for such costs for an employee interested in becoming certified at a time, which does not require additional certified employees.

Within State requirements, the City Manager will determine to whom and when such certification will apply. Class A and Class B physical must go to City medical provider.

12. PERFORMANCE EVALUATION
During the probationary period an employee will undergo constant oral evaluation. A probationary employee will be evaluated in writing at the end of the first 60 days, again at 120 days and prior to the end of the probationary period.

Employees will serve a probationary period of twelve (12) months and shall receive their step increase in the first pay period after successful completion of the probationary period. If the Department Head, with agreement of the City Manager believes a second step would be in order, he may recommend and move to do so.

After a probationary period, performance evaluations will be conducted at least once every twelve (12) months. After a satisfactory performance evaluation and upon the recommendation by the Department Head and approved by the City Manager, employees may receive a step increase.

The City and Non-Representative agree that before an employee receives a step increase, he/she shall receive a satisfactory or above performance evaluation and recommendations for salary increase must be made on the employee by the Department Head and approved by the City Manager.

Should an employee be promoted and/or temporarily appointed into another classification, his/her salary shall increase by a minimum of five (5%) percent.

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13. HEALTH INSURANCE
The city shall provide full-time employees with a monthly medical benefit as identified below:

The cost of the Monthly CalPERS Medical Premium: Of the four least expensive medical plans Employee will pay 20% of the Monthly Premium, and the City will pay 80% of Employee Monthly Premium per CalPERS Basic Premium Rates (Other Southern California - Region 2)* as determined by City.

Dependent Coverage City will pay 80% of Employee Monthly Premium and the Employee with pay 20% of the Employee Monthly Premium, approved CalPERS medical plan.

Employees may decline health insurance offered by the City. If an employee waives coverage for himself or herself, he or she will have to show proof of coverage under another plan such as parent's plan, a spouse's plan or Affordable Care Act. Employees who decline insurance is eligible for a $350.00 monthly stipend with proof of health insurance.

Employees must show proof of Insurance every year.

14. DENTAL/VISION COVERAGE
No contribution by employee. For "Dependent Coverage" employees will pay 10% of the monthly premium throughout the term of this MOU.

Dental and Vision change in coverage providers; the City must demonstrate to the bargaining unit that the following conditions have been met prior to making in changes in the plans:
• New carrier / provider's network of providers matches or exceeds current plan(s). • New carrier/ provider's benefits match or exceeds current plan(s). • If these conditions are not met, the City and Non-Representative shall meet and confer to ensure Carriers offering plans are equal to or better than what is offered currently.

15. RETIREMENT MEDICAL BENEFITS PUBLIC EMPLOYEES' MEDICAL AND HOSPITAL

CARE ACT (PEMHCA)
The City will use the "unequal contribution" method for medical care premium payments for annuitants (retirees after June 30, 2014), as permitted under Govt. Code section 22892. Under this method the City is required annually to increase the total monthly annuitant health care contribution to equal an amount not less than the number of years the City has been in the PEMHCA program multiplied by five percent (5%) of the current monthly employer contribution for active employees until the time the City's Contribution for annuitant equals the City's PEMHCA contribution paid for active (Retirees before June 30, 2014) employees ($350/month) is reached.

16. SICK LEAVE CONVERSION FOR MEDICAL PREMIUM
Sick Leave Conversion to Medical Premium: to qualify employee must meet all of the following:
• Hired Before June 30, 2014
• The employee has been covered by City selected medical insurance program for payment provided by the City for a continuous 5-year period immediately preceding such retirement; and the employee has been eligible to accumulate unused sick leave credit hours.
• Have accumulated 1,000 hours of sick leave; and
• Only if employee reaches this standard Employee may use 500 hours of time at current value and apply towards premium. Otherwise, employees may use 100% of all accumulated sick leave to apply to CalPERS "Time in Service Credit" for retirement formula calculations.

17. CURRENT RETIREES (Retirement Prior to July 30, 2014) City will continue at the current City level of PEMHCA contribution ($347.77/month) towards their Medical Coverage. Applies to all who have retired before June 30, 2014.

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18. TRAINING
The City agrees to send Non-Representatives employees at least one training, class or school per year, with a stipend current with IRS guidelines, to obtain required and/or mandated certificates and licenses to meet statute mandated certificates including state and federal requirements. Training must be approved by the Supervisor, and not to exceed $1000. These classes will be on City time; however, no overtime will be applicable on days of exams. Fair Labor Standard Act (FLSA) shall apply after normal work schedule hours.

Food stipend, current with the IRS Guidelines, for any class or training whether one day or overnight shall be granted as long as one day training is not serving lunch.

19. MILEAGE REIMBURSEMENT
IRS Standard Mileage Rates (https://www.irs.gov/tax-professionals/staudard-mileage-rates/)

20. WORKDAY AND OVERTIME
Workday: The regularly scheduled workday should be eight (8) consecutive hours exclusive of mealtime, Monday through Thursday (8:00 am to 5:00 pm) & Friday (8:00 am to 4:30 pm).

Workweek: The regularly scheduled workweek shall be forty (40) hours with two (2) consecutive days off.

Overtime: Any time worked in excess of an employee's regularly scheduled eight (8) hour day or work week of forty (40) hours depending on the scheduled workday(s).

21. VACATION
Employees covered by this MOU shall earn vacation credits at the following rate:

Years of Service Hours Earned per annum
One through five years of service 100 hours per annum
Six years through ten years 116 hours per annum
Eleven years through fifteen years 140 hours per annum
Sixteen years through twenty years 164 hours per annum
Over twenty years 196 hours per annum
Vacation hours allowed on the books increase with time in service as increased vacation hours are earned annually.

Employees will not earn additional vacation hours once they have reached the "Maximum hours" as indicated below.

Years of Service Maximum Hours
One through five years 160 hours per annum
Six years through ten years 192 hours per annum
Eleven years through fifteen years 228 hours per annum
Sixteen years through twenty years 260 hours per annum
Over twenty years 280 hours per annum
City may schedule vacation time if employee vacation book hours are reaching the allowable maximums. If an employee exceeds the amount on the vacation hours on books for the allowable per category (i.e. 192 hours for 6-10 years) employee will NOT earn any additional time until he/she is below the maximum amount. Without violating the Maximum accrual vacation hour's policy, the City has the authority to schedule vacations according to workload, staffing and attempts to limit unscheduled time off and/or disruptions in the work schedule, and the undesirable possibility of employees reaching the Vacation Maximum hours and potentially not being able to accrual vacation time. When scheduling vacation blocks City will take into account: seniority, employee considerations and needs.

However, City's scheduling decisions are final.

22. VACATION TIME CASH OUT, MAXIMUM FORTY (40) HOURS PER FISCAL YEAR An employee of this bargaining unit may cash out, up to 40 hours of vacation time per fiscal year. Employees cashing out vacation must have a minimum of 80 hours of accrued vacation to for this benefit.

Page | 7

23. ADMINISTRATION LEAVE HOURS TIME CASH OUT, MAXIMUM EIGHTY (80) HOURS PER

FISCAL YEAR
An employee entitled to Administration Leave Hours will receive eighty hours (80) at the beginning of each fiscal year. Employees entitled to Administration Leave, may cash out, ALL 80 hours of Administration Leave per fiscal year. Administration Leave is not allowed to be carried over from fiscal year to year.

24. HOLIDAYS
The City shall have the right to require the employees to work on state and national holidays, and those employees shall be compensated at two times their regular rate of pay.

Holidays listed below will be observed during this MOU:

New Year's Day Columbus Day
Martin Luther King's Birthday Veteran's Day
Lincolns Birthday* Thanksgiving Dav
Presidents Day Friday after Thanksgiving
Juneteenth Christmas Eve(½ day)
Memorial Day Christmas Day
Independence Day New Year's Eve (½ day)
Labor Day
*(Lincoln's Birthday will be observed either on the Monday before or the Friday after Lincoln's actual birthday according to the following: If Lincoln's Birthday falls on Tuesday or Wednesday: Staff will observe holiday on Monday. If Lincoln's Birthday falls on a Thursday: Staff will observe holiday on Friday.) *(Any future holiday after July 1, 2023, proclaimed by the President of the United State shall be observed)

25. SICK LEAVE
All full-time employees earn sick leave at the rate of 12 sick days per year. Sick time is credited to the employee on a bi- weekly basis.

Sick leave with pay shall be accrued at the rate of one (1) workday for each calendar month of service, 3.69 hours per pay period based on 26 pay periods. An employee who is going to be absent on sick leave shall contact his immediate supervisor with as much advance notice as possible (however, a minimum of two (2) hour notice is required).

Employees may be required to furnish a verification of illness even for a one (1) day absence (if employee's record indicates a high usage of sick-leave and/or sick-leave use is higher before and after employee's scheduled weekend) but normally only after an absence of three (3) consecutive days.

Normally an employee eligible for such leave with pay will be granted such leave for the following reasons:
• Personal illness or incapacity.
• Illness of a member or the employee's household or immediate family (spouse and/or children) that requires the employee's personal care and attendance, not to exceed ten (10) days in any one (1) calendar year.

Sick leave shall not be cashed out or given to any employee in cash when an employee resigns, or is terminated or retires
Unused Sick Leave Credit / Time In Service: Eligible employees may have unused sick leave credits (accumulated hours) converted to CalPERS time "In-Service" as provided in the City/CalPERS Retirement contract.

Conversion of sick leave hours to medical insurance premiums for retirees is not an available benefit to employees hired after July 1, 2014.

Extension beyond age 65 of eligibility for payment of health insurance premiums based on unused sick leave:

Employees who retire at age 65 shall be eligible to have unused sick leave credits hours converted to a cash equivalent value of 50% of 1,000 hours for the purpose reimbursement of payment by the employee of the premium requirement for a CalPERS health insurance program or a supplemental Medicare insurance program to the employee and his/her eligible spouse (per limits established above). Or Employee may convert ALL or a portion of these hours to the PERS Page | 8
"sick leave" conversion for retirement "service time". In the event said spouse or other eligible dependents are below age 65, the premium requirement for a conversion program shall be paid from the unused sick leave credits hours.

26. RETIREMENT
The benefit contract in effect between the City of Firebaugh and the Public Employees Retirement System (PERS) on behalf of eligible permanent full-time employees of this unit is 2.5% at age 55. This is for all current classic members meaning those hired prior to January 1, 2013. The retirement formula for the classic employees shall not change.

All new employees hired on (OR AFTER) January 1, 2013, who have not been employed by a Public Employer with a PERS Retirement Plan shall be under the 2% @ 62 formulation unless they were employed by another PERS agency within that previous six months (and qualify under the PERS "Classic" Definition). Those employees will then be part of the same formula that is closest to formula as they were with their previous employer.

All PERS contribution paid by the employees shall be paid on a pre-tax basis as per IRS code 414 (h).

27. STATE DISABILITY INSURANCE (SDI):

City and Non-Representative have formally agreed to implement SDI as an option for employees to participate.

28. GRIEVANCE PROCEDURE
"Employee Grievances" is in the City Personnel Rules and is incorporated herein by reference.

29. DISCIPLINE PROCEDURE
"Disciplinary Actions" is in the City Personnel Rules and is incorporated herein by reference.

30. EMPLOYEE DEVELOPMENT
It is the City's desire to provide reasonable encouragement to its employees in their efforts to improve proficiency in their present jobs and to prepare for advancement.

Therefore, the City will reimburse its employees for the cost of tuition, books and supplies for all accredited course and seminars attended when the following criteria are met:
• The course is relevant to City business and employees’ position within the City. • A minimum grade of "C" or its equivalent is obtained; and • Approval from the City Manager is obtained prior to the beginning of the course.

31. 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. Employees are eligible for three (3) days of paid bereavement leave. Should additional time be needed employees will be required to use two (2) days of their accrued sick or vacation time to extend their leave. “Immediate Family” is defined as father, mother, brother, sister, spouse, child, mother-in-law, father-in-law, daughter-in-law, sonin-law, grandparents, grandchildren, stepfather, stepmother, and stepchild. AB1949

32. JURY DUTY
"Jury Duty" is in the City Personnel Rules and is incorporated herein by reference.

33. VOTING
"Voting" is in the City Personnel Rules and is incorporated herein by reference.

34. LEAVE OF ABSENCE
"Personal Leave of Without Pay" "Family and Medical Care Leave", and "Military Leave" are is in the City's Personnel Rules and is incorporated herein by reference.

35. WORKER'S COMPENSATION
"Workers' Compensation" is in the City Personnel Rules and is incorporated herein by reference.

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36. CITY'S PERSONNEL RULES
Both parties have had the opportunity to meet, review and accept the City's updated Personnel Rules which are incorporated herein by reference. If there is a conflict between this MOU and the Rules, the MOU will control and be followed.

37. CONCLUSIVENESS
The City and the Non-Representative agree that to the extent that any provision addressing wages, hours, and terms and conditions of employment negotiable under the Meyers-Milias-Brown Act found outside this MOU and are in conflict thereof, this MOU shall prevail.

If, during the term of the MOU, the parties should mutually agree to modify, amend, or alter the provisions of this MOU in any respect, any such change shall be effective only if and when reduced to writing and executed by the authorized representatives of the City and the Non-Representative employees. Any such changes shall validly become part of the MOU and be subject to its terms.

During the life of the MOU, shall either party desire to meet and confer as to matters within the MOU or as to matters not addressed in the MOU, but within the scope of representation, such party shall request in writing its desire. The responding party may meet and confer with the requesting party but is not obligated to per this MOU.

The City's Personnel Rules and Employee Handbook and any other handbooks and /or policy manuals referenced in this MOU may require changes which must be presented to the Non Representative employee for review. The City and Non-Representative employee, shall meet and confer on those changes.

38. CITY MANAGEMENT RIGHTS
Notwithstanding any of the items agreed to herein, nothing in this MOU is intended to limit the management rights of the City.

These include, but are not limited to:
• Direct the work of its employees.
• Hire, fire, promote, transfer, assign, reassign, and classify employees with the City. • Discipline employees for proper cause and in accordance with the City of Firebaugh Personnel Rules. • Take any actions deemed necessary to carry out the mission of the City in emergencies. • Determine the methods, means and the personnel necessary, by which operations of the City are to be carried on.
• Determine its budget, policies of the City, organization, merits, necessity and level of service or any activity provided to the public.
• The provisions of the City of Firebaugh's Personnel Policies Rules shall apply expect to the extent such parties are otherwise provided for in this MOU.

39. SAVINGS CLAUSE
If any provision of this MOU should be found invalid, unconstitutional, unlawful, or unenforceable by reason of any existing or subsequently enacted constitutional or legislative provision or by final judicial authority, the offending provision shall be severed, and all other provisions of this MOU shall remain in full force and effect for the duration of this MOU.

In the event that any provision of MOU should be found invalid, unconstitutional, unlawful or unenforceable, the City and Non-Representative employee, agree to meet and confer in a timely manner in an attempt to negotiate substitute provisions. Such negotiations shall apply only to the severed provisions of this MOU and shall not in any way modify or impact on the remaining provisions of the existing MOU.

40. SUPERSEDES PREVIOUS DOCUMENTS
This document supersedes all previous City documents related to labor relationship between the City and its employees, which are governed by Chapter 10 of Division 4 of Title 1 of the Government Code (Section 3500 et seq., commonly known as the Meyers-Milias-Brown Act). Furthermore, if the areas of the City's Employee Policy Page | 10
Handbook are in conflict with this document, the provisions of this document shall apply and supersede the Policy Handbook.

41. STATEMENT OF CONTINUING BENEFITS AND WORKING CONDITIONS Benefits and working conditions as were previously agreed upon through the Meet and Confer process, and subsequently approved and implemented by appropriate authority, shall, unless herein expressly modified or eliminated, remain in effect until such time as they are subsequently modified or eliminated through the Meet and Confer process and similarly approved by appropriate authority.

42. TERM OF MOU
The two (2) year term of the MOU shall commence on July 1, 2025, and expire on June 30, 2027, unless otherwise agreed in writing between the parties.

43. SALARY SCHEDULES
• Salary Schedule July 1, 2025 – June 30, 2026
• Salary Schedule July 1, 2026 – June 30, 2027
EXHIBIT 1 – SALARIES SCHEDULES
Page | 11
Position Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Account Technician I Hourly 18.6181 19.5490 20.5265 21.5528 22.6304 23.7620 24.9501 Bi-Weekly 1,489.4497 1,563.9222 1,642.1183 1,724.2242 1,810.4354 1,900.9572 1,996.0051 Monthly 3,227.1411 3,388.4981 3,557.9230 3,735.8192 3,922.6101 4,118.7406 4,324.6777 Annual 38,725.6928 40,661.9775 42,695.0764 44,829.8302 47,071.3217 49,424.8878 51,896.1322 Account Technician II Hourly 22.5900 23.7195 24.9055 26.1507 27.4583 28.8312 30.2727 Bi-Weekly 1,807.1988 1,897.5588 1,992.4367 2,092.0585 2,196.6615 2,306.4945 2,421.8193 Monthly 3,915.5974 4,111.3773 4,316.9462 4,532.7935 4,759.4332 4,997.4048 5,247.2750 Annual 46,987.1692 49,336.5276 51,803.3540 54,393.5217 57,113.1978 59,968.8577 62,967.3006 Account Technician III Hourly 24.9483 26.1957 27.5055 28.8808 30.3248 31.8410 33.4331 Bi-Weekly 1,995.8626 2,095.6558 2,200.4386 2,310.4605 2,425.9835 2,547.2827 2,674.6468 Monthly 4,324.3691 4,540.5875 4,767.6169 5,005.9977 5,256.2976 5,519.1125 5,795.0681 Annual 51,892.4288 54,487.0502 57,211.4027 60,071.9729 63,075.5715 66,229.3501 69,540.8176 Building Clerk / Event Coordinator Hourly 25.2852 26.5494 27.8769 29.2708 30.7343 32.2710 33.8846 Bi-Weekly 2,022.8147 2,123.9554 2,230.1532 2,341.6609 2,458.7439 2,581.6811 2,710.7652 Monthly 4,382.7652 4,601.9034 4,831.9986 5,073.5985 5,327.2785 5,593.6424 5,873.3245 Annual 52,593.1822 55,222.8413 57,983.9834 60,883.1826 63,927.3417 67,123.7088 70,479.8942 Senior Center Coordinator Hourly 16.8509 17.6934 18.5781 19.5070 Bi-Weekly 842.5442 884.6714 928.9050 975.3503
Monthly 1,825.5125 1,916.7881 2,012.6275 2,113.2589
Annual 21,906.1497 23,001.4572 24,151.5300 25,359.1065
Executive Assistant/Deputy City Clerk Hourly 31.3002 32.8652 34.5084 36.2338 38.0455 39.9478 41.9452 Bi-Weekly 2,504.0126 2,629.2132 2,760.6738 2,898.7075 3,043.6429 3,195.8251 3,355.6163 Monthly 5,425.3605 5,696.6286 5,981.4600 6,280.5330 6,594.5596 6,924.2876 7,270.5020 Annual 65,104.3265 68,359.5428 71,777.5199 75,366.3959 79,134.7157 83,091.4515 87,246.0241 Human Resource 10,000.0000 10,000.0000 10,000.0000 10,000.0000 10,000.0000 10,000.0000 10,000.0000 Finance Director Hourly 45.3349 47.6016 49.9817 52.4808 55.1048 57.8600 60.7530 Bi-Weekly 3,626.7882 3,808.1276 3,998.5340 4,198.4607 4,408.3837 4,628.8029 4,860.2430 Monthly 7,858.0411 8,250.9431 8,663.4903 9,096.6648 9,551.4980 10,029.0729 10,530.5266 Annual 94,296.4927 99,011.3173 103,961.8832 109,159.9773 114,617.9762 120,348.8750 126,366.3188 Public Works Director Hourly 41.1200 43.1760 45.3349 47.6016 49.9817 52.4808 55.1048 Bi-Weekly 3,289.6038 3,454.0840 3,626.7882 3,808.1276 3,998.5340 4,198.4607 4,408.3837 Monthly 7,127.4749 7,483.8486 7,858.0411 8,250.9431 8,663.4903 9,096.6648 9,551.4980 Annual 85,529.6987 89,806.1836 94,296.4928 99,011.3174 103,961.8833 109,159.9775 114,617.9763 Police Leutenant Hourly 37.5910 39.4705 41.4440 43.5163 45.6921 47.9767 50.3755 Bi-Weekly 3,007.2780 3,157.6419 3,315.5240 3,481.3002 3,655.3652 3,838.1334 4,030.0401 Monthly 6,515.7689 6,841.5574 7,183.6352 7,542.8170 7,919.9579 8,315.9557 8,731.7535 Annual 78,189.2271 82,098.6885 86,203.6229 90,513.8041 95,039.4943 99,791.4690 104,781.0424 Police Chief Hourly 45.7677 48.0561 50.4589 52.9819 55.6309 58.4125 61.3331 Bi-Weekly 3,661.4174 3,844.4883 4,036.7127 4,238.5484 4,450.4758 4,672.9996 4,906.6496 Monthly 7,933.0711 8,329.7247 8,746.2109 9,183.5215 9,642.6976 10,124.8324 10,631.0741 Annual 95,196.8537 99,956.6964 104,954.5312 110,202.2578 115,712.3706 121,497.9892 127,572.8886 Fire Chief Hourlv 41.1200 43.1760 45.3349 47.6016 49.9817 52.4808 55.1048 Bi-Weekly 3,289.6038 3,454.0840 3,626.7882 3,808.1276 3,998.5340 4,198.4607 4,408.3837 Monthly 7,127.4749 7,483.8486 7,858.0411 8,250.9431 8,663.4903 9,096.6648 9,551.4980 Annual 85,529.6987 89,806.1836 94,296.4928 99,011.3174 103,961.8833 109,159.9775 114,617.9763 Battalion Chief Hourlv 26.9722 28.3208 29.7369 31.2237 32.7849 34.4242 36.1454 Bi-Weekly 2,157.7785 2,265.6675 2,378.9508 2,497.8984 2,622.7933 2,753.9330 2,891.6296 Monthly 4,675.1868 4,908.9462 5,154.3935 5,412.1131 5,682.7188 5,966.8547 6,265.1975 Annual 56,102.2419 58,907.3540 61,852.7217 64,945.3578 68,192.6256 71,602.2569 75,182.3698

CITY OF FIREBAUGH UNREPRESENTATIVE EMPLOYEES
Salary Schedule July 1, 2025 - June 30, 2026
3% Cost of Living Adjustment
EXHIBIT 1 – SALARIES SCHEDULES
Page | 12
Position Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Account Technician I Hourly 19.1767 20.1355 21.1423 22.1994 23.3094 24.4748 25.6986 Bi-Weekly 1,534.1332 1,610.8399 1,691.3819 1,775.9510 1,864.7485 1,957.9859 2,055.8852 Monthly 3,323.9553 3,490.1531 3,664.6607 3,847.8938 4,040.2884 4,242.3029 4,454.4180 Annual 39,887.4636 41,881.8368 43,975.9287 46,174.7251 48,483.4613 50,907.6344 53,453.0161 Account Technician II Hourly 23.2677 24.4311 25.6526 26.9353 28.2820 29.6961 31.1809 Bi-Weekly 1,861.4148 1,954.4855 2,052.2098 2,154.8203 2,262.5613 2,375.6894 2,494.4738 Monthly 4,033.0654 4,234.7186 4,446.4546 4,668.7773 4,902.2161 5,147.3270 5,404.6933 Annual 48,396.7843 50,816.6235 53,357.4546 56,025.3274 58,826.5937 61,767.9234 64,856.3196 Account Technician III Hourly 25.6967 26.9816 28.3306 29.7472 31.2345 32.7963 34.4361 Bi-Weekly 2,055.7385 2,158.5255 2,266.4517 2,379.7743 2,498.7630 2,623.7012 2,754.8862 Monthly 4,454.1001 4,676.8051 4,910.6454 5,156.1777 5,413.9866 5,684.6859 5,968.9202 Annual 53,449.2017 56,121.6617 58,927.7448 61,874.1321 64,967.8387 68,216.2306 71,627.0421 Building Clerk / Event Coordinator Hourly 26.0437 27.3459 28.7132 30.1489 31.6563 33.2391 34.9011 Bi-Weekly 2,083.4991 2,187.6741 2,297.0578 2,411.9107 2,532.5062 2,659.1315 2,792.0881 Monthly 4,514.2481 4,739.9605 4,976.9586 5,225.8065 5,487.0968 5,761.4517 6,049.5243 Annual 54,170.9777 56,879.5266 59,723.5029 62,709.6781 65,845.1620 69,137.4201 72,594.2911 Senior Center Coordinator Hourly 17.3564 18.2242 19.1354 20.0922 Bi-Weekly 867.8205 911.2116 956.7722 1,004.6108
Monthly 1,880.2778 1,974.2917 2,073.0063 2,176.6566
Annual 22,563.3342 23,691.5009 24,876.0759 26,119.8797
Executive Assistant/Deputy City Clerk Hourly 32.2392 33.8511 35.5437 37.3209 39.1869 41.1462 43.2036 Bi-Weekly 2,579.1329 2,708.0896 2,843.4941 2,985.6688 3,134.9522 3,291.6998 3,456.2848 Monthly 5,588.1214 5,867.5274 6,160.9038 6,468.9490 6,792.3964 7,132.0163 7,488.6171 Annual 67,057.4563 70,410.3291 73,930.8455 77,627.3878 81,508.7572 85,584.1950 89,863.4048 Human Resource 10,000.0000 10,000.0000 10,000.0000 10,000.0000 10,000.0000 10,000.0000 10,000.0000 Finance Director Hourly 46.6949 49.0296 51.4811 54.0552 56.7579 59.5958 62.5756 Bi-Weekly 3,735.5918 3,922.3714 4,118.4900 4,324.4145 4,540.6352 4,767.6670 5,006.0503 Monthly 8,093.7823 8,498.4714 8,923.3950 9,369.5647 9,838.0430 10,329.9451 10,846.4424 Annual 97,125.3875 101,981.6568 107,080.7397 112,434.7767 118,056.5155 123,959.3413 130,157.3083 Public Works Director Hourly 42.3536 44.4713 46.6949 49.0296 51.4811 54.0552 56.7579 Bi-Weekly 3,388.2919 3,557.7065 3,735.5918 3,922.3714 4,118.4900 4,324.4145 4,540.6352 Monthly 7,341.2991 7,708.3641 8,093.7823 8,498.4714 8,923.3950 9,369.5647 9,838.0430 Annual 88,095.5896 92,500.3691 97,125.3876 101,981.6569 107,080.7398 112,434.7768 118,056.5156 Police Leutenant Hourly 38.7187 40.6546 42.6874 44.8217 47.0628 49.4160 51.8868 Bi-Weekly 3,097.4963 3,252.3711 3,414.9897 3,585.7392 3,765.0261 3,953.2774 4,150.9413 Monthly 6,711.2420 7,046.8041 7,399.1443 7,769.1015 8,157.5566 8,565.4344 8,993.7061 Annual 80,534.9039 84,561.6491 88,789.7316 93,229.2182 97,890.6791 102,785.2130 107,924.4737 Police Chief Hourly 47.1407 49.4978 51.9727 54.5713 57.2999 60.1649 63.1731 Bi-Weekly 3,771.2600 3,959.8230 4,157.8141 4,365.7048 4,583.9901 4,813.1896 5,053.8490 Monthly 8,171.0633 8,579.6164 9,008.5973 9,459.0271 9,931.9785 10,428.5774 10,950.0063 Annual 98,052.7593 102,955.3973 108,103.1671 113,508.3255 119,183.7418 125,142.9289 131,400.0753 Fire Chief Hourlv 42.3536 44.4713 46.6949 49.0296 51.4811 54.0552 56.7579 Bi-Weekly 3,388.2919 3,557.7065 3,735.5918 3,922.3714 4,118.4900 4,324.4145 4,540.6352 Monthly 7,341.2991 7,708.3641 8,093.7823 8,498.4714 8,923.3950 9,369.5647 9,838.0430 Annual 88,095.5896 92,500.3691 97,125.3876 101,981.6569 107,080.7398 112,434.7768 118,056.5156 Battalion Chief Hourlv 27.7814 29.1705 30.6290 32.1604 33.7685 35.4569 37.2297 Bi-Weekly 2,222.5119 2,333.6375 2,450.3194 2,572.8353 2,701.4771 2,836.5509 2,978.3785 Monthly 4,815.4424 5,056.2145 5,309.0253 5,574.4765 5,853.2004 6,145.8604 6,453.1534 Annual 57,785.3091 60,674.5746 63,708.3033 66,893.7185 70,238.4044 73,750.3246 77,437.8409

CITY OF FIREBAUGH UNREPRESENTATIVE EMPLOYEES
Salary Schedule July 1, 2026 - June 30, 2027
3% Cost Of Living Adjustment
RESOLUTION NO. 25 -23

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

FIREBAUGH ADOPTIONG THE UPDATED FRESNO COUNTY

LOCAL HAZARD MITIGATION PLAN
At a regularly scheduled meeting of the City Council of the City of Firebaugh, held the 07th day of July, 2025 at the hour of 5:30 p.m. in the Council Chambers at 1655 13th Street, Firebaugh CA 93622, the following resolution was adopted:

WHEREAS, the City of Firebaugh is located within the geographical boundaries of Fresno County, is subject to a variety of natural and human-caused hazards including floods, fires, earthquakes, technological disasters, and acts of terrorism, which pose risks to life, safety and property; and WHEREAS, proactive hazard mitigation planning and implementation of mitigation strategies are essential to protect the community and reduce potential long-term risks associated with such hazards; and
WHEREAS, Fresno County Multi-Jurisdictional Local Hazard Mitigation Plan (herein after referred to as the “Plan”) sets forth a comprehensive framework for mitigation planning throughout the County, identifies local and regional hazards, establishes goals and objectives, and outlines specific actions to reduce or eliminate future risk; and
WHEREAS, the Plan represents a collaborative, countywide effort that includes input and participation from jurisdictions throughout Fresno County, including the City of Firebaugh; and WHEREAS, adoption of the Plan local is a condition to receive future mitigation project funding awarded through the Pre-Disaster Mitigation grant programs (PDM); and WHEREAS, the Plan was previously adopted by the Fresno County Board of Supervisors on December 1, 2009, and updated and adopted again on April 23, 2019, to maintain compliance with FEMA and State requirement; and
WHEREAS, the Plan has been further updated by Fresno County and has received preliminary approval from State and FEMA authorities, pending formal adoption by participating jurisdictions; and
WHEREAS, the updated Plan will supersede all previously adopted hazard mitigation plans for the County and its jurisdictions and will continue to be reviewed and updated by the County’s Emergency Services Director as necessary to address evolving hazards and conditions; and WHEREAS, the City of Firebaugh recognizes the importance of the updated Plan and supports its implementation to strengthen resilience and promote hazard mitigation throughout the region.

THEREFORE, the City Council of the City of Firebaugh resolves, finds and determines as follows:

RETURN TO AGENDA
Section 1. The City Council of the City of Firebaugh hereby adopts the updated Fresno County Multi-Jurisdictional Local Hazard Mitigation Plan, as approved by the County of Fresno and reviewed by FEMA and State authorities.

The foregoing resolution was adopted by the City Council of the City of Firebaugh at a regular meeting held on the 07th day of July, 2025, by the following vote:

AYES:

NOES:

ABSTAIN:

ABSENT:

APPROVED: ATTEST:
______________________________ ______________________________ Freddy Valdez, Mayor Olga Flores, Acting Deputy City Clerk

STAFF REPORT
TO: Mayor and Council Members
FROM: Ben Gallegos, City Manager
DATE: 7/7/25
Meetings Attended:

Hud Tank Biweekly Progress Meeting.

Negotiations.

Delta Mendota JPA workshop.

EPA Brownfields Grant Application Debrief.

Firebaugh Downtown Infill Initiative meeting.

EPA R9 Small Town and Rural Brownfields Coaching.

Police and Fire Station Solar Mobilization meeting.

SRO MOU Discussion with the School District.

Review Public Park Wifi project.
.

Information:

I was unsuccessful in getting the Brownfield 2025 travel scholarship to attend the Brownfield Conference.

Valley Solar Solutions will be starting on the Fire and Police Station solar project on July 7th.

RETURN TO AGENDA
City of Firebaugh Public Works Department
Staff Report
To: Mayor Freddy Valdez and City Council Members
From: Michael Molina, Public Works Director
Date: July 7, 2025 - Council Meeting
Water/Waste Water
The operation department has been working on the following:

1. Day-to-day operations of treatment plants.

2. Work on.

3. Working on dog pound pad at sewer plant

4. Assisting Contractor at HUD tank

5. Working on replacing and repairing water meters.

Streets
The Street Department has been working on the following:

1. Cleaning up alleys around town.

2. Patching potholes on 12th street and Nees.

3. Drilled new holes for Flag poles on main street.

4. Clean up palm trees on the walking trail next to the community garden.

Parks
The Crew has been working on the following:

1. Repairing sprinklers at Parkers Park.

2. Cut trees down in front of 981 Pt.

3. Trim trees on P St.

City Projects:

1. The P St water /sewer line project pouring concrete week of 7/1/25

2. Q street storm drain storm drain starts July 7,2025

3. Solar Projects for Police and Fire Departments start July 7, 2025 Mayor’s Monthly Report - June 2025
June 6 – Meeting with Eagle Field Representatives
I had the opportunity to meet with Maki Kaplinsky and Guy Kaplinsky of Eagle Field. Our discussion centered on long-term economic development strategies, workforce training, and building a sustainable talent pipeline. We also discussed the importance of community planning as we consider future growth opportunities for Firebaugh. These early conversations are laying the groundwork for meaningful collaboration.

June 11 – Fresno Government Affairs Council Meeting
I was honored to be invited to address the Fresno Government Affairs Council. During my remarks, I shared the exciting progress and developments happening in Firebaugh. I also expressed our interest in creating a Firebaugh Chamber of Commerce to further support local business growth and regional connectivity. Following the presentation, I was approached by several stakeholders expressing interest in future discussions. These connections may open doors to new partnerships and resources for our city.

June 23 – PG&E and SRO Program Discussions
I met with Nathan Alonzo, PG&E’s local government affairs representative and a proud native of Firebaugh. We had a productive discussion on PG&E’s programs and how we can improve access and communication with our residents. We plan to meet again to explore opportunities for outreach and support.

That same day, I joined Chief Raygoza, Sergeant Martinez, our City Manager Ben Gallegos, and leaders from the School District to review the SRO Program and its Memorandum of Understanding. It was a constructive meeting, and I’m optimistic about future plans to expand the program to enhance safety across all campuses.

June 25 – Holiday Décor and Infill Initiative
I met with Micaela Chaffin from Dekra-lite to evaluate our current inventory of Christmas decorations and discuss both refurbishing and purchasing new displays to keep our community festive and welcoming during the holidays.

Later that day, we held our first meeting for the Downtown Infill Initiative. It was encouraging to see Firebaugh’s progress and to participate in planning our next steps. This initiative is vital for smart growth and revitalization of our downtown core.

June 26 – Fresno Council of Governments (COG) Meeting
I participated in a key Fresno COG meeting where the agenda focused on advancing the Transportation for All measure. It was a lengthy and at times intense discussion, but ultimately a necessary and productive one. I’m confident that the outcome provides a strong path forward for regional transportation funding and collaboration.

As always, I remain committed to representing the City of Firebaugh with pride and advocating for opportunities that will benefit our residents. I thank City staff and our partners for their continued dedication and support.

Respectfully submitted,
Freddy Valdez
Mayor, City of Firebaugh

Firebaugh City CouncilJuly 7, 2025

Firebaugh City Council
July 7, 2025