Agenda packet — Gonzales City Council, January 18, 2022 (part 1 of 2)

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 located at 147 Fourth Street, Gonzales, California, during normal business hours.

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A G E N D A

JOINT MEETING OF THE

GONZALES CITY COUNCIL AND

GONZALES SUCCESSOR AGENCY
CITY COUNCIL CHAMBERS – 117 FOURTH STREET
GONZALES, CA 93926
TUESDAY, JANUARY 18, 2022
6:00 P.M.

CALL TO ORDER

PLEDGE OF ALLEGIANCE

1. ROLL CALL- City Council/Successor Agency
Mayor Pro Tem/Vice Chair Scott Funk, Council/Agency Member Liz Silva, Council/Agency Member Lorraine Worthy, Council/Agency Member Paul Miller, Mayor/Chair Jose L. Rios
Youth Commissioners
Sherlyn Flores and Autumn Escobedo
Successor Agency Item
IMPORTANT NOTICE REGARDING COVID-19
Based on guidance from the California Department of Public Health and the California Governor’s Office, in order to minimize the spread of the COVID-19 virus, please do the following:
• You are strongly encouraged to observe the live stream of the City Council meetings at http://cityofgonzales.granicus.com/viewpublisher.php?view%20id=2 or join the meeting via zoom at https://us06web.zoom.us/j/85168347489 or enter the Zoom ID: 851 6834 7489. • If you choose not to attend the City Council meeting but wish to make a comment on a specific agenda item, please submit your comment via email by 12:00p.m. on Tuesday, January 18th prior to the Council meeting. Please submit your comment to the City Clerk at [email protected].

Your comment will be placed into the record at the Council meeting. • If you attend the City Council meeting in person and are not vaccinated, you will be required to maintain appropriate social distancing, ie, maintain a 6-foot distance between yourself and other individuals, and wear a face covering.
• If you are watching the live stream of the Council meeting online and wish to make either a general public comment or to comment on a specific agenda item as it is being heard, please submit your comment, limited to 250 words or less, to the City Clerk at [email protected]. Every effort will be made to read your comment into the record, but some comments may not be read due to time limitations. Comments received after an agenda item will be made part of the record if received prior to the end of the meeting.
• If you are watching via zoom, please use the Raise Hand function. You will be allowed three minutes for your comments.
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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 located at 147 Fourth Street, Gonzales, California, during normal business hours.

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BUSINESS FROM THE PUBLIC

2. Business from the Public not on the Agenda; any member of the Public may address the Council/Agency for a period not to exceed three minutes on any subject not on the Agenda. The Council/Agency will listen to all communications but may take no action.

CONSENT AGENDA
All matters listed under the Consent Agenda are considered routine by the City Council and will be adopted by one action of the Council unless any Council Member has a question or wishes to make a statement or discuss an item. In that event, the Mayor will remove the item from the Consent Calendar for separate consideration.

3. Approve the Joint City Council and Successor Agency - Regular Meeting - December 6, 2021 Minutes

4. Approve City Accounts Payable Warrants #46129-46291

5. Approve Successor Agency Warrants #1592-1593

6. Building Department Activity Report

7. Community Development Department Activity Report

8. Community Engagement & Strategic Partnerships Activity Report

9. Fire Department Activity Report

10. Police Department Activity Report

11. Public Works/City Engineer Department Activity Report

12. Recreation Department Activity Report

13. Accept $13,088 in Funding from the Monterey County Health Department Safe Travels Via Salinas Grant to Further the Efforts to Reduce Pedestrian and Cyclist Injuries and Fatalities Due to Collision by Providing Further Pedestrian Safety Education; and Amend the FY 2021-2022 Budget (Fund 100) by Increasing Revenues by $13,088 in Grant Proceeds (Object Code 5637)

14. Consider Approval of the City’s Standard Contract with Peckham & McKenney Executive Search for Recruitment Services for the Position of Community Development Director for an Amount not to Exceed $25,500; and authorize the City Manager to Sign it

15. Consider Approval of Resolution No. 2022-02, A Resolution of the City Council of the City of Gonzales Approving an Application for Rural Recreation and Tourism Program Grant Funds for the Community Center Complex; and Authorize the City Manager to Submit Grant Documents to the State Department of Parks and Recreation Office of Grants and Local Services

16. Consider Approval of Resolution No. 2022-03, A Resolution of the City Council of the City of Gonzales Authorizing the Execution of a Memorandum of Understanding Between the City of Gonzales and the Painters & Allied Trades, District Council 36, on Behalf of CalPro, the California Professional Employees, Local Union #2345 for 2022 thru 2024

17. Consider Approval of Adopt Resolution No. 2022-04, A Resolution of the City Council of the City of Gonzales Authorizing the Execution of a Memorandum of Understanding Between the City of Gonzales and the Gonzales Police Officers Association for the period covering January 1, 2022, through December 31, 2024; and Resolution No. 2022-05, A Resolution of the City Council of the City of Gonzales Authorizing the Execution of a Memorandum of Understanding Between the City of Gonzales and the Gonzales Police Supervision Association for the period covering January 1, 2022, through December 31, 2024

18. Consider Approval of Resolution No. 2022-06, A Resolution of the City Council of the City of Gonzales Establishing the 2022-2024 Level of Benefits for Miscellaneous and Fire Safety Employees; and Resolution No. 2022-07, A Resolution of the City Council of the City of Gonzales Establishing the 2022-2024 Level of Benefits for Management Employees

19. Consider Approval of Resolution No. 2022-09, A Resolution of the City Council of the City of Gonzales Establishing a Three-Year On-Call Consultant List for Planning Services, and Authorizing Execution of Non-Exclusive Agreements with Harris & Associates for an Amount not to Exceed $120,000 for Planning Support and Staff Augmentation Services; and HR & Associates for an Amount not to Exceed $35,000 for Planning Support Including Preparation of LAFCO Applications for Proposed Annexations
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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 located at 147 Fourth Street, Gonzales, California, during normal business hours.

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20. Consider Approval of Resolution No. SA-2022-01, Adopt Resolution No. SA-2022-01, A Resolution of the Successor Agency to the Former Gonzales Redevelopment Agency Approving the Recognized Obligation Payment Schedule 22-23 for the Period of July 1, 2022 through June 30, 2023

REGULAR AGENDA

21. Consider Approval of Resolution No. 2022-08, A Resolution of the City Council of the City of Gonzales Authorizing the Use of Remote Teleconferenced Meetings of the City Council Pursuant to Assembly Bill 361
a) Staff Report
b) Public Comment
c) Council Discussion
d) Council Action
Staff Recommended Action-Adopt Resolution No. 2022-08

22. Consider Approval of Proclamation No. 2022-01 Proclaiming the City's 75th Anniversary of Incorporation
a) Staff Report
b) Public Comment
c) Council Discussion
d) Council Action
Staff Recommended Action-Adopt Proclamation No. 2022-01

23. Consider Approval of Resolution No. 2022-01, A Resolution of the City Council of the City of Gonzales Supporting the Blue Zones Project Monterey County a) Staff Report
b) Public Comment
c) Council Discussion
d) Council Action
Staff Recommended Action-Adopt Resolution No. 2022-01

24. Consider Adoption, Waive Reading and Read by Title Only Ordinance No. 2021-129, An Ordinance of the City Council of the City of Gonzales Adding Chapter 5.30 to Title 5-Public Health and Safety of the Gonzales City Code for Organic Waste Disposal Reduction, Recycling and Solid Waste Collection
a) Staff Report
b) Public Hearing
c) Council Discussion
d) Council Action
Staff Recommended Action-Adopt Ordinance No. 2021-129

25. Consider Approval of Resolution No. 2022-10, A Resolution of the City Council of the City of Gonzales Approving the Prequalified Design-Build Entity Teams Shortlisted for the Community Center Complex Project, and Authorize Staff to Issue the Request for Proposals to the Shortlisted Design-Build Entity Teams After Council Approves the Design Criteria a) Staff Report
b) Public Comment
c) Council Discussion
d) Council Action
Staff Recommended Action-Adopt Resolution No. 2022-10
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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 located at 147 Fourth Street, Gonzales, California, during normal business hours.

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26. Consider Making the Three Existing 8-Month Limited Term Firefighter Positions Permanent a) Staff Report
b) Public Comment
c) Council Discussion
d) Council Action
Staff Recommended Action-Approve making the three existing positions permanent; and Authorize the City Manager with concurrence of Finance, to make the necessary budget adjustments within the Fire Department to fund the additional personnel, adjust the City’s Classification Plan, and adjust the authorized strength of the Department

27. Update on COVID-19
a) Staff Report
b) Public Comment
c) Council Discussion
d) Council Action
Staff Recommended Action-Receive update

BUSINESS FROM CITY COUNCIL

28. City Council Board/Committee Reports
a. League of California Cities Monterey Bay Division
b. Association of Monterey Bay Area Governments
c. Monterey Salinas Transit
d. City & School Joint Steering Committee
e. Economic Development Committee

29. Oral Communications

BUSINESS FROM CITY MANAGER

30. Oral Communications

ADJOURNMENT

In compliance with the American with Disabilities Act, if you need special assistance to participate in this meeting, please contact the City Clerk at (831) 675-5000. Notification 48 hours prior to the meeting will enable the City to make reasonable arrangements to ensure accessibility to this meeting. (CFR 35.102-

35.104 ADA Title II). This is a public meeting and as such, can be seen live by people present or online and is being recorded; therefore; anything you say or do here is public information. The recordings are available online.

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MINUTES

JOINT MEETING OF THE

GONZALES CITY COUNCIL AND

GONZALES SUCCESSOR AGENCY

REGULAR MEETING
MONDAY, DECEMBER 6, 2021
6:00 P.M.

CALL TO ORDER
The meeting was called to order at 6:00 PM by Mayor Jose L. Rios.

PLEDGE OF ALLEGIANCE
The flag salute was recited by all present.

ROLL CALL
Attendee Name Title Status
Jose L. Rios Mayor/Chair Present
Scott Funk Mayor Pro Tem/Vice Chair Present
Liz Silva Council/Agency Member Present
Lorraine Worthy Council/Agency Member Present
Paul Miller Council/Agency Member Present

YOUTH COMMISSIONERS PRESENT
Sherlyn Flores and Autumn Escobedo.

STAFF PRESENT
City Manager René L. Mendez, City Attorney Michael F. Rodriguez, Community Development Director Matthew Sundt (via zoom), Director of Community Engagement and Strategic Partnerships Carmen Gil, Executive Assistant to the City Manager/Deputy City Clerk Mary Villegas, Administrative Assistant II Anabel Almanza, Police Chief Keith Wise, Deputy City Manager/Special Projects Director Mark Hartunian, Fire Chief Jason Muscio, and Public Works Director/City Engineer Patrick Dobbins. * Successor Agency Item
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Minutes Acceptance: Minutes of Dec 6, 2021 6:00 PM (CONSENT AGENDA) AGENDA
ITEM
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IMPORTANT NOTICE REGARDING COVID-19
Based on guidance from the California Department of Public Health and the California Governor’s Office, in order to minimize the spread of the COVID-19 virus, please do the following:
• You are strongly encouraged to observe the live stream of the City Council meetings at http://cityofgonzales.granicus.com/viewpublisher.php?view%20id=2 or join the meeting via zoom at https://us06web.zoom.us/j/87229989723 or enter the Zoom ID: 872 2998 9723. • If you choose not to attend the City Council meeting but wish to make a comment on a specific agenda item, please submit your comment via email by 12:00p.m. on Monday, December 6th prior to the Council meeting. Please submit your comment to the City Clerk at [email protected].

BUSINESS FROM THE PUBLIC

2. Business from the Public not on the Agenda; any member of the Public may address the Council for a period not to exceed three minutes on any subject not on the Agenda. The Council will listen to all communications, but may take no action.

Henry Martinez Sr., 112 Tenth Street, thanked the Mayor for doing a good job, and commented about the Chief not calling him on the assault in the chambers, expecting a phone call soon or filing a complaint against him and the officers, and an idea of talking to the owner of the Seventh Street building to rent it to the Salvation Army.

Roman Barba commented about getting a job at the cemetery, having major vandalism issues there, thanked the Mayor for his donation of the door time, and talked about the Sister City Tateposco because a lot of the issues they're having there are Tateposco people. He said a lot of them are causing a lot of issues there and it's hard for them to understand the rules. He didn't think the City should have a Sister City and they need to get rid of that because it's dividing the community, and elaborated on what people were talking about the Sister City during the elections and on social media that everyone in Gonzales was from there, but we are all from different areas.

Emily Rios, 231 Third Street, commented about Center and Third parking spaces making it hard for people to cross and wondered if anything can be done to include a crosswalk in that intersection, as well as Belden and Third, and eliminating a parking space for visibility.

CONSENT AGENDA

3. Approve the Joint City Council and Successor Agency - Regular Meeting - November 8, 2021 Minutes

4. Approve the Joint City Council and Public Financing Authority - Regular Meeting - November 15, vbvbvbbb2021 Minutes
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Minutes Acceptance: Minutes of Dec 6, 2021 6:00 PM (CONSENT AGENDA)

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5. Approve City Accounts Payable Warrants #45950-46128
Mayor Rios pulled Item 5 due to a potential conflict of interest. He recused himself from Item 5 and let Mayor Pro Tem deal with this item.

Mayor Pro Tem Funk asked for a vote on Item 5.

RESULT: APPROVED [4 TO 0] Item 5
MOVER: Liz Silva, Council Member
SECONDER: Lorraine Worthy, Council Member
AYES: Scott Funk, Liz Silva, Lorraine Worthy, Paul Miller RECUSED: Jose L. Rios

6. Approve Successor Agency Warrants #1585-1591

7. Consider Approval of Resolution No. 2021-12, A Resolution of the City Council of the City of Gonzales Awarding A Non-Exclusive Master Service Agreement in the Amount of $75,000 to Cannon Associates for Various Engineering Services to the Public Works Department

8. Consider Approval of Resolution No. 2021-56, A Resolution of the City Council of the City of Gonzales Approving Applications for Per Capita Grant Funds

9. Consider Approval of Amendment No. 3 to the Agreement Between the City of Gonzales and the Chualar Unified School District for the HotSpot Loan Program Extending it Through December 31, 2022; and Authorize the City Manager to Sign it
Mayor Rios noted a correction on page 66 of the agenda, under the alternative B2, where it says "stand along" and believe staff meant "stand alone".

Mayor Rios asked for a vote on the rest of the Consent Agenda items with the correction on page 66 and the exception of Item 5.

RESULT: APPROVED [UNANIMOUS] Items 3-9, Except Item 5
MOVER: Liz Silva, Council Member
SECONDER: Lorraine Worthy, Council Member
AYES: Jose L. Rios, Scott Funk, Liz Silva, Lorraine Worthy, Paul Miller

REGULAR AGENDA

10. Conceptual Design Alternatives for the Community Center Complex Project Staff Report: City Manager Mendez and Public Works Director/City Engineer Dobbins presented the staff report.

Dawn Merkes, Group 4 Architecture Principal, presented the program options via powerpoint presentation.

City Manager Mendez went over the parameters and sources of funds.

Eric Scriven and Leslie Bloom, NHA Advisors, elaborated on the funding and financing.

Public Comment: Roman Barba talked about the need of a gym.

Emily Rios talked about advocating for a gymnasium.

Maria Orozco talked about the extensive process of community engagement and people wanting a *
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Minutes Acceptance: Minutes of Dec 6, 2021 6:00 PM (CONSENT AGENDA)

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place for seniors, a gathering place for parties. If the concept of the community center changes, she suggested taking it back to the community to let them know what is proposed.

Henry Martinez Sr. talked about Fairview kids needing to be given full use of the existing gym and in support of a new gym.

Yarelie Ruelas sent an email to the City Clerk on Sunday, December 5, 2021. The email was read by the Deputy City Clerk during the meeting and stated the following: “Hello! I was a student at Gonzales High School and want to advocate for a Gymnasium to be added into the community center complex. During High school it was difficult for many students in the arts to have spaces to practice and perform. It would be hard to not have our space overlapped with other activities and moving from place to place for practice. I think a gymnasium would help the community and the Gonzales unified school district to have an open space for students for sports and the arts. Thank you!”
Robert Wagner sent an email to the City Clerk on Sunday, December 5, 2021. The email was read by the Deputy City Clerk during the meeting and stated the following: “To whom may be concerned, I'll keep it short and to the point. I suggest that the Gymnasium should be built to keep our community kids busy and off the streets. Yours truly, Robert Wagner( Gonzales resident).” Lisa Gonzales sent an email to the City Clerk on Sunday, December 5, 2021. The email was read by the Deputy City Clerk during the meeting and stated the following: “Good evening Mayor Rios & Council members, I am writing this email since I am unable to attend the 12/6/21 council meeting in person. I feel the City should include a gym on the Community Center property. There are two gyms in the school district and they are being used all the time by school sports. The city needs a gym for all the youth to use who are not on school-sponsored teams. A city gym would be a great area for the rec department and youth council to have available for their events. When the City needs to move an outdoor event indoors, the city gym could be used instead of the high school gym. I ask Mayor Rios & the Gonzales City Council to please include a gym on the Community Center property. Thank you”
Dolores Muniz sent an email to the City Clerk on Sunday, December 5, 2021. The email was read by the Deputy City Clerk during the meeting and stated the following: “To City Council Members: I am writing this letter out of concern. It has been brought to my attention that our long awaited Community Center Project does not include a gymnasium in the plans. This project is important to all the citizens of Gonzales. I have lived in Gonzales for over 50 years and this is one of the most important and exciting projects that we are going to do. All of our Citizens will benefit from this. However, is vital that we put some forethought into this so that is done correctly and efficiently the first time. Is it not our responsibility to make our town better for our children and of course for all our citizens? Now that we have this community center approved let’s get it right and include the Gymnasium in those plans. I don’t need to remind you, but I am, the children in our town don’t have much to do around here. They are somewhat isolated. They easily become bored because our town doesn’t have facilities or an array of activities available for them to pick from. How can we expect our children to be the best they can be when we aren’t willing to provide the resources they need to achieve it? Council Members, it is in your hands to make the environment they live in better. Having a gymnasium that will provide indoor sport activities plus so much more is essential to our community. Thank you in advance for voting to include a gymnasium in the community center’s plan. Respectfully, Dolores Muniz.” Daisy Hernandez sent an email to the City Clerk on Monday, December 6, 2021. The email was read by the Deputy City Clerk during the meeting and stated the following: “Good evening, my name is Daisy and I want to express the importance of including a Gymnasium i. the current plans for the community center complex. A Gymnasium would offer an indoor space for both community, private events and most importantly a space for recreation and sports programs for Packet Pg. 8
Minutes Acceptance: Minutes of Dec 6, 2021 6:00 PM (CONSENT AGENDA)

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our children and youth. The more opportunities children and youth have to engage in physical and social activities the more they will thrive. Thank you for your time.” Diego Garcia sent an email to the City Clerk on Monday, December 6, 2021. The email was read by the Deputy City Clerk during the meeting and stated the following: “My name is Diego "Jimmy" Garcia, owner of Garcia's Market here in Gonzales. I grew up in Gonzales, attending La Gloria, Fairview and Gonzales High School. As a youth I participated in Little League baseball and Youth basketball. I also participated in music programs in school and in local church. These types of activities are essential for youth to develop social skills, organization skills and all around physical and mental wellbeing. While my own children were growing up, we lived in Soledad. There they were able to participate in local sports and activities offered at the Soledad Community center WHICH INCLUDED A GYMNASIUM! I also participated as a coach for youth soccer, basketball, Little League baseball and PONY baseball. I coached for almost 20 years. As a coach I realized that there were many children who NEED these outlets. Many youths do not have enough support from their own families due to different situations (parents working long hours, dysfunctional family situations, etc.). These kinds of outlets, including sports, music, art programs are essential to help those youth in need of POSITIVE PROGRAMS.

A GYMNASIUM would facilitate many programs listed above. Please consider building the GYMNASIUM. It could be the most critical investment for our YOUTH in this community! Our YOUTH are our future leaders. Let's give them the best chance to be successful! Respectfully submitted, Diego "Jimmy" Garcia.”
Teena Martinez sent an email to the City Clerk on Sunday, December 6, 2021. The email was read by the Deputy City Clerk during the meeting and stated the following: “We would like gym in our new community center that will be built soon. Thank you.” Natasha Lugo sent an email to the City Clerk on Sunday, December 6, 2021. The email was read by the Deputy City Clerk during the meeting and stated the following: “Gonzales Council, Vote:
“used to express a wish to follow a particular course of action.” Trust: "firm belief in the reliability, truth, ability, or strength of someone of something." We as the city of Gonzales are very fortunate to have the opportunity to have our voices heard and our votes be cast on future plans to benefit our community. The results of our recent city campaigning, for the new Gonzales Community Center, had a 22% vote rate, especially Gonzales High School students, in favor of a gymnasium. Although, the currents plans do not list a gymnasium to be built in the empty, large, abandoned, multi-million dollar dirt lot. The word "someday" has always seemed to be used in the vocabulary of our city council members throughout the years. Someday will never come if people do not want to take a leap of faith. How do we as a community keep trusting our city council if we vote on something beneficial for our community, let alone future generations, yet do not see any set plans being made and/or discussed? Therefore, we basically voted for nothing.

Please take a leap of faith and keep your word to the community of Gonzales. Thank you, Natasha Lugo”.

Fidencio Cuevas sent an email to the City Clerk on Sunday, December 6, 2021. The email was read by the Deputy City Clerk during the meeting and stated the following: “Good evening, My name is Fidencio Cuevas and I wanted to share a few thoughts on the planning or our community center. From speaking with several community members, it seems some of the facility plans have changed in the development of the new community center. I am aware that funding may change throughout the process of developing plans, but I feel it's important to keep the essentials of what the project was promoted as on the bond. A multipurpose gym would be a great asset to our community. We see communities south of us that each have a gym/special events center with a stage. Those facilities are constantly in use for various community needs, and I believe one such facility would be fill a need in our community. Please consider including a multipurpose gymnasium along with the community center. Thank you, Fidencio Cuevas”.

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Minutes Acceptance: Minutes of Dec 6, 2021 6:00 PM (CONSENT AGENDA)

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Angie Ramirez sent an email to the City Clerk on Sunday, December 6, 2021. The email was read by the Deputy City Clerk during the meeting and stated the following: “My apologies for sending this email a little late. I am out of the area but I did want to share my perspective on the concern of not building a gym. I personally think it is a good idea to move forward with adding a gym. I understand there is one (Fairview gym). However, that gym is tied as a collaborative with the school district. Which makes it hard for public use. As well the town is expected to grow and there will be a bigger need for another public space to hold sports, community events, and it can also be used as an emergency space to shelter if need be. In a emergency situation. Building this space later will be more costly so looking at the picture although it’s understood it is added expense it is important to really considered. Thinking Of the future. Sincerely, Angie Ramirez”.

The following email received from Dalilah Amador on Monday, December 6, 2021, was sent after Item No. 10 was heard and considered. It is included here for the record and it stated the following: “Hello, As someone who has grew up in Gonzales and has been a very active participant in activities that require space, it’s amazing the mention of this Community Center as it is highly needed and wanted by our community. I hope that the community center will help bring more clubs, more programs, and new ideas a place to be and that it’d be enough space. I can only give my full support for this to happen and as quickly as possible as I want my siblings to be able to branch out further in the future and have more opportunities to take. Thank you. Dalilah Amador”.

Council Discussion: General discussion took place.

It was the Council’s consensus to direct staff to continue with plan A1 and B2 with the high school gym size.

RESULT: APPROVED [UNANIMOUS]
MOVER: Lorraine Worthy, Council Member
SECONDER: Liz Silva, Council Member
AYES: Jose L. Rios, Scott Funk, Liz Silva, Lorraine Worthy, Paul Miller

11. Presentation on FEMA’s Preliminary Flood Insurance Rate Mapping Staff Report: Public Works Director/City Engineer Dobbins presented the staff report.

Dan Schaaf, Schaaf & Wheeler Principal, went over the mapping.

Public Comment: There was none.

Council Discussion: General discussion took place.

RESULT: APPROVED [UNANIMOUS]
MOVER: Lorraine Worthy, Council Member
SECONDER: Paul Miller, Council Member
AYES: Jose L. Rios, Scott Funk, Liz Silva, Lorraine Worthy, Paul Miller

12. Introduce, Waive Reading and Read by Title Only Ordinance No. 2021-129, An Ordinance of the City Council of the City of Gonzales Adding Chapter 5.30 to Title 5-Public Health and Safety of the Gonzales City Code for Organic Waste Disposal Reduction, Recycling and Solid Waste Collection
Staff Report: City Manager Mendez presented the staff report.

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Minutes Acceptance: Minutes of Dec 6, 2021 6:00 PM (CONSENT AGENDA)

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Patrick Mathews, Salinas Valley Recycles, was present via zoom to answer questions.

Public Comment: There was none.

Council Discussion: General discussion took place.

RESULT: APPROVED [UNANIMOUS]
MOVER: Paul Miller, Council Member
SECONDER: Liz Silva, Council Member
AYES: Jose L. Rios, Scott Funk, Liz Silva, Lorraine Worthy, Paul Miller

BUSINESS FROM CITY COUNCIL

13. City Council Board/Committee Reports
a. Transportation Agency for Monterey County
Mayor Rios reported on the train station report being under budget, road improvements on the rest areas down south, and budget for beautification California. b. Mayor Selection Committee
Mayor Rios reported the meeting was canceled.
c. Salinas Valley Recycles
Council Member Silva announced the next meeting December 16th at 6pm, and relocation of the Sun Street station to Madison Lane.
d. Measure K Oversight Committee
Director of Community Engagement & Strategic Partnerships Gil announced the next meeting December 21st.
e. Salinas Valley Basin Groundwater Sustainability
Public Works Director/City Engineer Dobbins reported on the last meeting regarding the basin plans.
f. City's 75th Anniversary Committee
Director of Community Engagement & Strategic Partnerships Gil reported on what was done at the Holiday Lights and sale of T-shirts and ornaments.

14. Oral Communications
Youth Commissioner Flores reported on the GYC meeting soon on the action projects for next year.

Youth Commissioner Escobedo reported on the meeting with the Group 4 Consultants regarding the Teen Innovation Center, and the events activities that took place at the holiday event.

Council Member Worthy reported on a press release effective December 11th regarding service for MST line 23 out of the South County Facility, and new service schedule. She thanked staff and others who participated in Saturday’s Holiday Lights event. She is in charge of the American Legion Hall and anyone who wants to rent it can contact her. She thanked the community in general and wished everyone a Merry Christmas and Happy Holidays.

Council Member Silva thanked everyone who came out to the fun and successful event, and the Fire Department for the cakewalk. She thanked staff and GYC members for preparing and decorating.

Mayor Pro Tem Funk thanked staff for doing an amazing job on the event. He wished everyone a Merry Christmas and Happy New Year.

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Minutes Acceptance: Minutes of Dec 6, 2021 6:00 PM (CONSENT AGENDA)

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Council Member Miller was sorry to miss the event due to a family commitment, but he heard it was a great event and thanked staff for their efforts in these events which is what make them all special. He wished everyone a Merry Christmas and a Happy New Year.

Mayor Rios was also sorry to miss it due to his grandson’s birthday but was glad it was a success and thanked staff for all their work and making it happen. He wished everyone a Merry Christmas and Happy New Year and wished everyone the best.

BUSINESS FROM CITY MANAGER

15. Oral Communications
City Manager Mendez reported on the success of the Holiday Lights event and thanked staff for an amazing job. He reminded the Council about the Holiday dinner with staff this Friday. He reminded that the office will be closed from Christmas to New Year’s but will be checking messages and everything will keep going.

Director of Community Engagement & Strategic Partnerships Gil thanked everyone for helping with the events as well as the CHWs, and reported on the upcoming Holiday Parade on December 18th.

Public Works Director/City Engineer Dobbins reported on the decorations around town, pedestrian safety, training collaboration with the South County Cities, and the need for motorists to respect the traffic rules on the Fifth Street bridge in the mornings since there had been some close calls with our staff because of that.

Fire Chief Muscio reported on the vaccination participation by our staff. He reminded people to water their live Christmas tree to avoid fires, use power strips on the holiday decorations, and check fireplaces.

Deputy City Manager/Special Projects Director Hartunian congratulated the administrative support for a phenomenal job during 2021, and staff will attend the Board of Supervisors meeting tomorrow on the EIFD item.

Police Chief Wise reported on a list of holiday safety tips staff prepared that is on social media, website, and flyers. He reminded everyone about the house watch program.

Mayor Rios mentioned about vehicle thefts and asked if we are doing any progress.

Police Chief Wise said the increase in vehicle thefts is that people leave their car running, and tips regarding this have been included on the list. He reported that some arrests have been made.

CLOSED SESSION
Any member of the public may address the Council on a closed session item appearing on the agenda.

Speakers shall have a limited time of three (3) minutes. Please be brief and to the point.

There were no comments.

16. The City Council will recess to closed session pursuant to Government Code Section 54956.9(a) to confer with its attorney regarding pending litigation which has been formally initiated and to which the City is a party. The title of the litigation is - Claim of Baez.

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Minutes Acceptance: Minutes of Dec 6, 2021 6:00 PM (CONSENT AGENDA)

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The Council voted unanimously to reject the Baez claim and provided legal counsel with direction. No other reportable action taken.

17. The City Council will recess to closed session to consider personnel matters pursuant to Government Code Section 54957(B)(1) - City Manager Evaluation.

The Council commenced but did not complete the City Manager evaluation process. No other reportable action was taken.

ADJOURNMENT
RESULT: APPROVED [UNANIMOUS]
MOVER: Jose L. Rios, Mayor
SECONDER: Scott Funk, Mayor Pro Tem
AYES: Jose L. Rios, Scott Funk, Liz Silva, Lorraine Worthy, Paul Miller The meeting was adjourned at 9:15 PM.

ATTEST:

Mary Villegas, Deputy City Clerk
Packet Pg. 13
Minutes Acceptance: Minutes of Dec 6, 2021 6:00 PM (CONSENT AGENDA) City Of Gonzales
Check Register Report
Check
Date
Check
Number
Status Amount
December 10, 2021 (FY 2021-22)
BANK:

Vendor
Number Vendor Name Check Description
RABOBANK Page: 1
Time: 4:42 pm
Date: 12/09/2021
Void/Stop
Date
Reconcile
Date
RABOBANK Checks
46129 12/10/21 Printed 1922 A & G PUMPING, INC. Porta Potties Centennial Park 449.25 ALLIANT INSURANCE 1,143.00

SERVICES
46130 12/10/21 Printed 3045 AMVP-Phys. Damage Addtl. Prem.

ALVAREZ TECHNOLOGY 5,079.42
GROUP INC.
46131 12/10/21 Printed 2180 Monthly Support
ALVAREZ TECHNOLOGY 1,788.73
GROUP, INC.
46132 12/10/21 Printed 3893 Cyber Protect & Security Svcs. 46133 12/10/21 Printed 137 AMERICAN SUPPLY CO. Janitorial Supplies 446.91 ARMANASCO PUBLIC 14,000.00

RELATIONS,
46134 12/10/21 Printed 3284 Capital Campaign Consulting Services - Nov.
46135 12/10/21 Printed 341 PATRICK ASKEW Retiree Medical Insurance 361.00 46136 12/10/21 Printed 2830 AT&T Internet Charges - Nov. Acct # 100.94 157272955
46137 12/10/21 Printed 4117 AT&T Monthly Charges - Nov. 426.00 46138 12/10/21 Printed 86 AT&T Telephone Charges - Oct 10/19/21 - 1,518.48 11/18/21
46139 12/10/21 Printed 3168 AUTOZONE INC. Vehicle Maintenance/Repair 683.18 46140 12/10/21 Printed 3713 AXON ENTERPRISE, INC. Tasers 5,154.75 46141 12/10/21 Printed 3805 BADGER METER INC. Meter Reading Services 1,000.10 BANUELOS ENTERPRISES, 98.15
INC.
46142 12/10/21 Printed 1054 Tire Repair - Police RV
46143 12/10/21 Printed 522 BECK'S SHOE STORE Work Boots - Espinoza 150.00 46144 12/10/21 Printed 4207 BOLE AND ASSOCIATES Phase 1 Site Assessment 498 Alta Street 3,000.00 46145 12/10/21 Printed 3191 BOOTS ROAD GROUP LLC Website Support 273.47 CA DEPT OF TAX AND FEE 2,065.80
ADMIN
46146 12/10/21 Printed 4206 Transactions & Use Tax Fee
CALIFORNIA STRATEGIES, 5,000.00
LLC
46147 12/10/21 Printed 3789 General & Strategic Consulting CANYON CREEK 1,557.00
TOWNHOMES, L.P.
46148 12/10/21 Printed 4023 Gonzales Cares Program Lilia Ruelas CANYON CREEK 1,512.00
TOWNHOMES, L.P.
46149 12/10/21 Printed 4023 Gonzales Cares Program Almas Silva Ortiz
46150 12/10/21 Printed 212 CITY OF GONZALES Water Deposits to be Applied 352.84 46151 12/10/21 Printed 212 CITY OF GONZALES Utilities - November 2,907.33 46152 12/10/21 Printed 212 CITY OF GONZALES Gonzales Cares Program Monique 358.86 Serrano
46153 12/10/21 Printed 4074 CMMT GROUP, LP Gonzales Cares Program Irma Oliva 1,800.00 CODE PUBLISHING 891.00

COMPANY
46154 12/10/21 Printed 2825 Municipal Code Web Update
CODE PUBLISHING 452.25

COMPANY
46155 12/10/21 Printed 2825 Municipal Code Web Updates
46156 12/10/21 Printed 1821 CSK AUTO, INC. Vehicle Maintenance/Repair 167.65 46157 12/10/21 Printed 3028 D & J TIRE SERVICE Tire Repair - PW #5 35.00 46158 12/10/21 Printed 3876 DAY CARTER & MURPHY LLP GEA Microgrid Project - Nov. 3,562.50 46159 12/10/21 Printed 4211 DR&G SERVICES Water Deposits Refund 460.44 46160 12/10/21 Printed 3752 DUDEK Nano Aeration Pilot 1,470.00 46161 12/10/21 Printed 4196 TERRIE GALVAN Water Deposits Refund 90.31 GONZALES ACE HARDWARE 2,008.11
INC.
46163 12/10/21 Printed 3274 Various Wiring Parts
46164 12/10/21 Printed 1109 GONZALES UNIFIED SCHOOL Fuel/Toxic/Nozzle/Haz. Permit 50% of 972.75 Annual Cost
46165 12/10/21 Printed 3700 GRANICUS, LLC Agenda & Minutes 5,508.00 46166 12/10/21 Printed 1744 GREEN'S ACCOUNTING Accounting Services - October 13,660.41 46167 12/10/21 Printed 4208 YERALDINE HERNANDEZ Water Deposits Refund 21.26 46168 12/10/21 Printed 4205 HR & ASSOCIATES LLC Business Park Master Plan 1,137.50 46169 12/10/21 Printed 3351 INTRADO ENTERPRISE Maintenance Fee 2.16 46170 12/10/21 Printed 4101 JIANG FAMILY LP Gonzales Cares Program Maria 1,095.00 Magdalena Politron
46171 12/10/21 Printed 107 KING CITY GLASS SERVICES Door Opener 702.90 46172 12/10/21 Printed 3828 LYNN A. KOVACH IWTF & SS Conveyance Landnet 300.00 46173 12/10/21 Printed 2686 DAVID & DONA LLOYD After Hours Answering Services 89.00 46174 12/10/21 Printed 4209 DESTINY MARTINEZ Water Deposits Refund 86.48 46175 12/10/21 Printed 72 MISSION UNIFORM SERVICE City Hall Mats 1,135.55 AGENDA
ITEM
Packet Pg. 14
Attachment: Warrants #46129-46291 (2317 : Approve City Accounts Payable Warrants #46129-46291) 4 City Of Gonzales
Check Register Report
Check
Date
Check
Number
Status Amount
December 10, 2021 (FY 2021-22)
BANK:

Vendor
Number Vendor Name Check Description
RABOBANK Page: 2
Time: 4:42 pm
Date: 12/09/2021
Void/Stop
Date
Reconcile
Date
RABOBANK Checks
46176 12/10/21 Printed 91 P. G. & E. Gonzales Cares Program Angelica Ayala 745.62 46177 12/10/21 Printed 91 P. G. & E. Gonzales Cares Program Maria 624.16 Guadalupe Santos
46178 12/10/21 Printed 1021 PURCHASE POWER Postage Fees acct # 1,000.00 8000-9000-1071-7159
46179 12/10/21 Printed 115 QUILL CORP Hanging Folders 343.09 46180 12/10/21 Printed 2685 SC FUELS Fuel - Fire Department 545.48 SILICON VALLEY MO. BAY 570.00

COUNCIL
46181 12/10/21 Printed 3260 Explorer Post
46182 12/10/21 Printed 4210 SMART KOMM INC. Water Deposits Refund 139.42 46183 12/10/21 Printed 2449 SMITH & ENRIGHT Landscaping Maint. - Nov. 6,070.00 46184 12/10/21 Printed 1708 SWRCB NPDES Permit Fee 7,067.00 46185 12/10/21 Printed 3670 T-MOBILE Cellphone Charges - November Acct # 674.08 963044810
46186 12/10/21 Printed 3880 THE MAYNARD GROUP Video Conferencing 280.30 TRANS UNION RISK AND 110.00

ALTERNATI
46187 12/10/21 Printed 3175 TLO - Account ID: 298157
46188 12/10/21 Printed 27 TRI - CITIES DISPOSAL Drop Box Svcs-City CleanUp Day 58,618.37 46189 12/10/21 Printed 3718 TRINI'S PLUMBING Shop - Shovel & Toilet Lever 817.47 46190 12/10/21 Printed 3577 U.S. BANK 11/8/21 City of Gonzales Acct # 4866 5,792.52 9145 5550 8537
46191 12/10/21 Printed 3577 U.S. BANK 11/8/21 Carmen Gil Acct # 4866 9145 4,991.53 5550 8537
46192 12/10/21 Printed 3577 U.S. BANK 11/8/21 Keith Wise Acct # 4866 9145 139.21 5550 8537
46193 12/10/21 Printed 3577 U.S. BANK 11/8/21 Matthew Sundt Acct # 4866 9145 115.44 5550 8537
46194 12/10/21 Printed 3577 U.S. BANK 11/8/21 Jason Muscio Acct # 4866 9145 125.61 5550 8537
46195 12/10/21 Printed 3577 U.S. BANK 11/8/21 Rene Mendez Acct # 4866 9145 795.00 5550 8537
46196 12/10/21 Printed 3577 U.S. BANK 11/8/21 Patrick Dobbins Acct # 4866 3,171.05 9145 5550 8537
46197 12/10/21 Printed 3577 U.S. BANK 11/8/21 Mark Hartunian Acct # 4866 9145 1,455.25 5550 8537
46198 12/10/21 Printed 3410 ULINE, INC. Masks & Disinfectant-Kid Power 73.20 46199 12/10/21 Printed 3619 JAIME VASQUEZ Work Boots 150.00 46200 12/10/21 Printed 3895 VESTRA RESOURCES INC. GIS Support 222.00 46201 12/10/21 Printed 4116 VINTAGE APARTMENTS Gonzales Cares Program Jorge Cisneros 2,280.00 Rosas
46202 12/10/21 Printed 99 VOSTI'S, INC. Vehicle Maint. - PW #6 225.43 46203 12/10/21 Printed 3803 ROBERT WAGNER Entertainment & Sound Services Holiday 599.00 Lights
WILLDAN FINANCIAL 7,540.00

SERVICES
46204 12/10/21 Printed 3682 Prep Annex. Impact Fee Report Total Checks: 75 Checks Total (excluding void checks): 190,355.71 Total Payments: 75 Bank Total (excluding void checks): 190,355.71 Total Payments: 75 Grand Total (excluding void checks): 190,355.71 Packet Pg. 15
Attachment: Warrants #46129-46291 (2317 : Approve City Accounts Payable Warrants #46129-46291) City Of Gonzales
Check Register Report
Check
Date
Check
Number
Status Amount
Dec. 10, 2021 (FY 2021-22)
BANK:

Vendor
Number Vendor Name Check Description
RABOBANK Page: 1
Time: 4:44 pm
Date: 12/09/2021
Void/Stop
Date
Reconcile
Date
RABOBANK Checks
46205 12/10/21 Printed 770 CARLOS ALBERTO ESQUIVEL Janitorial Services 1,600.00 EMERGENCY MEDICAL 243.58

PRODUCTS,
46206 12/10/21 Printed 846 AED Batteries
46207 12/10/21 Printed 3970 MNS ENGINEERS, INC. Stormwater Permit Support 4,265.00 46208 12/10/21 Printed 91 P. G. & E. Utilities- Acct # 1024308210-3 74,025.27 46209 12/10/21 Printed 91 P. G. & E. Utilities 5,527.46 SALINAS VALLEY BASIN 4,633.35

GROUND-
46210 12/10/21 Printed 3556 Groundwater Basin Agency Dues 46211 12/10/21 Printed SWINERTON SWINERTON BUILDERS Community Center Mgmt. - Sept. 114,326.87 46212 12/10/21 Printed SWINERTON SWINERTON BUILDERS Community Center Mgmt .- Nov. 48,985.01 46213 12/10/21 Printed 3718 TRINI'S PLUMBING Vosti Center - Lighter - Nov. 427.45 Total Checks: 9 Checks Total (excluding void checks): 254,033.99 Total Payments: 9 Bank Total (excluding void checks): 254,033.99 Total Payments: 9 Grand Total (excluding void checks): 254,033.99 Packet Pg. 16
Attachment: Warrants #46129-46291 (2317 : Approve City Accounts Payable Warrants #46129-46291) City Of Gonzales
Check Register Report
Check
Date
Check
Number
Status Amount
BANK:

Vendor
Number Vendor Name Check Description
RABOBANK Page: 1
Time: 4:59 pm
Date: 12/22/2021
Void/Stop
Date
Reconcile
Date
RABOBANK Checks
46214 12/23/21 Printed 444 AGRI-FRAME, INC Holiday Lights 32.28 46215 12/23/21 Printed 108 AIRGAS Forklift Propane 162.94 46216 12/23/21 Printed 2 ALL - SAFE ALARMS Quarterly Monitoring-Fire Dept 520.00 46217 12/23/21 Printed 158 ANDERSEN'S LOCK & SAFE Fix Locks 150.00 ASBURY ENVIRONMENTAL 95.00

SERVICES
46218 12/23/21 Printed 270 Shop - Used Oil Pick-up
46219 12/23/21 Printed 3168 AUTOZONE INC. Ignition Coil, Spark Plugs, WD-40, 512.00 Penetrating Catalyst
46220 12/23/21 Printed 1618 AVAYA FINANCIAL SERVICES Maintenance Agreement - Dec. 641.26 BANUELOS ENTERPRISES, 25.00
INC.
46221 12/23/21 Printed 1054 Tire Change & Balance - P.D. 46222 12/23/21 Printed 4212 MARIANA BARRAGAN Adult Co-Ed Volleyball Referee 192.00 46223 12/23/21 Printed 3996 ARNULFO BERNAL Gonzales Cares Program Veronica 2,600.00 Medina
46224 12/23/21 Printed 3191 BOOTS ROAD GROUP LLC Website Support Services - Nov 750.00 BROADCAST MICROWAVE 205.00

SERVICES,
46225 12/23/21 Printed 3437 RMA-BX2 Repair Charge
46226 12/23/21 Printed 3073 C4 CONSULTING Consulting Services - November 4,000.00 CALIFORNIA STRATEGIES, 5,000.00
LLC
46227 12/23/21 Printed 3789 Consulting Services - December CANYON CREEK 1,406.00
TOWNHOMES, L.P.
46228 12/23/21 Printed 4023 Gonzales Cares Program Andres Virgen / Luz Cisneros
46229 12/23/21 Printed 1472 CITY OF KING Stormwater Training 653.84 46230 12/23/21 Printed 1007 CORELOGIC INFORMATION Metroscan Online 199.00 46231 12/23/21 Printed 1599 CRITICAL REACH APBnet Annual Support Fee 220.00 46232 12/23/21 Printed 3095 CSG CONSULTANTS INC. Building Inspections 1,038.36 46233 12/23/21 Printed 1821 CSK AUTO, INC. Fuel Filter, Air Filter Generator Maint. 625.22 46234 12/23/21 Printed 3028 D & J TIRE SERVICE Backhoe Repair 156.15 DE LAGE LANDEN PUBLIC 22,692.17

FINANCE
46235 12/23/21 Printed 2895 Solar Project Payment
46236 12/23/21 Printed 1410 DEPARTMENT OF JUSTICE Fingerprinting 130.00 46237 12/23/21 Printed 4184 DIMES MEDIA CORPORATION Sports Sponsorship - Nov. 340.00 46238 12/23/21 Printed 507 EMC PLANNING GROUP INC. Vista Lucia Annex SEIR-Nov Sub 22,092.81 46239 12/23/21 Printed 3646 ENGIE SERVICES U.S. INC. O & M Services Annual Maintenance 3,085.74 46240 12/23/21 Printed 197 FARMERS FOOD MARKET Refreshments - City Hall 6.38 46241 12/23/21 Printed 3650 GHD INC. Vista Lucia Roundabouts - Dec. 2,080.00 GOLDSTAR BUICK PONTIAC 134.08
GMC
46242 12/23/21 Printed 1084 Handle, Lock - Rec Van
GONZALES ACE HARDWARE 240.60
INC.
46244 12/23/21 Printed 3274 Metal Cut Wheel
GONZALES TIRE & AUTO 48.47
SUPPLY
46245 12/23/21 Printed 3477 Sewer Vactor Maint.
46246 12/23/21 Printed 1109 GONZALES UNIFIED SCHOOL Joint Use Gym Maint. - Oct 829.58 46247 12/23/21 Printed 342 GRAINGER, INC. Hydraulic Motor Sewer Vactor Truck 372.22 46248 12/23/21 Printed 4071 GREAT AMERICA FINANCIAL Copier Lease 1,222.38 GREEN VALLEY FARM 56.28
SUPPLY
46249 12/23/21 Printed 1319 Shovel
IRIS-MARILU TAMAYO 312.00

HURTADO
46250 12/23/21 Printed 4213 Adult Co-Ed Volleyball Referee 46251 12/23/21 Printed 3485 INFOSEND, INC. Utility Billing Mailing 1,686.41 46252 12/23/21 Printed 2818 JARVIS, FAY & GIBSON, LLP. Legal Svcs. Electric Auth. Nov 10,956.00 46253 12/23/21 Printed 4101 JIANG FAMILY LP Gonzales Cares Program Juan Padilla / 1,140.00 Graciela Santos
46254 12/23/21 Printed 4187 DUSTIN JOLLEY Energy Program Mgmt - Oct 59,677.50 46255 12/23/21 Printed 3828 LYNN A. KOVACH IWTF Basement Preparation 16,500.00 46256 12/23/21 Printed 68 LA PLAZA BAKERY Refreshments - City Hall 28.00 46257 12/23/21 Printed 204 LN CURTIS & SONS PPE Set for Kyler 3,741.00 46258 12/23/21 Printed 3447 LUIGI'S Christmas Party Dinner 4,130.59 46259 12/23/21 Printed 1746 RENE L. MENDEZ Per Diem - Navigating Worker's Comp 100.00 System
46260 12/23/21 Printed 72 MISSION UNIFORM SERVICE Mats & Towels 1,043.90 46261 12/23/21 Printed 3970 MNS ENGINEERS, INC. Review Storm Water (PAPE) 315.00 Packet Pg. 17
Attachment: Warrants #46129-46291 (2317 : Approve City Accounts Payable Warrants #46129-46291) City Of Gonzales
Check Register Report
Check
Date
Check
Number
Status Amount
BANK:

Vendor
Number Vendor Name Check Description
RABOBANK Page: 2
Time: 4:59 pm
Date: 12/22/2021
Void/Stop
Date
Reconcile
Date
RABOBANK Checks
46262 12/23/21 Printed 22 MONTEREY BAY AREA SELF Workers Comp & Liab. Insurance 415,567.22 MONTEREY COUNTY 44,145.00

EMERGENCY
46263 12/23/21 Printed 470 County Comms 3rd Qtr FY 21/22 46264 12/23/21 Printed 245 MONTEREY COUNTY HEALTH Testing 4,987.25 MONTEREY COUNTY 780.48

INFORMATION
46265 12/23/21 Printed 243 County I.T. - October
46266 12/23/21 Printed 4082 NEWGEN STRATEGIES AND Microgrid Professional Svcs 478.75 46267 12/23/21 Printed 91 P. G. & E. Gonzales Cares Program Juan Padilla / 155.58 Graciela Santos
46268 12/23/21 Printed 4148 PARKSIDE APTS Gonzales Cares Program Nora Martinez 1,650.00 46269 12/23/21 Printed 3821 PASSPORT LABS, INC. Citation Management 403.92 46270 12/23/21 Printed 3816 OLIVIA PEREA Adult Co-Ed Volleyball Referee 528.00 46271 12/23/21 Printed 3817 SOFIA M. PRIETO Adult Co-Ed Volleyball Referee 360.00 PUBLIC AGENCY 477.62

RETIREMENT
46272 12/23/21 Printed 3194 Plan Admin Fees - October
46273 12/23/21 Printed 125 RAIN FOR RENT Late Payment Charge 111.47 46274 12/23/21 Printed 4092 RAZZO LINK, INC. Pool Wireless 75.09 SAFETY-KLEEN SYSTEMS, 240.85
INC.
46275 12/23/21 Printed 189 Shop Parts Cleaner
46276 12/23/21 Printed 4166 SAGE RENEWABLE ENERGY PM Services 15,348.75 SALINAS VALLEY SOLID 35,295.02
WASTE
46277 12/23/21 Printed 258 Tonage Fees - December
46278 12/23/21 Printed 2685 SC FUELS Fire Dept. - Fuel 173.94 46279 12/23/21 Printed 2365 SHAPE INC. WWTP Maint. - Grommet Kit 79.38 46280 12/23/21 Printed 2449 SMITH & ENRIGHT Landscape Maint. 6,070.00 46281 12/23/21 Printed 2673 SPECTRUM Cable Services 421.57 46282 12/23/21 Printed 2753 SUN STREET CENTERS Road to Success - Aug. 5,899.97 46283 12/23/21 Printed 3581 TYLER BUSINESS FORMS 1099 & W-2 Forms 622.74 46284 12/23/21 Printed 3410 ULINE, INC. Cleaning Supplies - Kid Power 180.35 46285 12/23/21 Printed 103 USA BLUE BOOK Hydrant Meter 1,275.02 46286 12/23/21 Printed 4050 USC FOUNDATION Membership Renewal 120.00 46287 12/23/21 Printed 3471 VERIZON WIRELESS Police Mobile Broadband - Nov. 304.08 46288 12/23/21 Printed 4006 RITA VILLEGAS Gonzales Cares Program Adela Valeriano 1,800.00 Fletez
46289 12/23/21 Printed 2919 WAGEWORKS Compliance Fees - Nov. 100.00 WEST VALLEY 2,640.00

CONSTRUCTION CO
46290 12/23/21 Printed 476 Water Line Repair
46291 12/23/21 Printed 202 KEITH WISE Per Diem - Annual Training Symposium 350.00 Total Checks: 77 Checks Total (excluding void checks): 712,787.21 Total Payments: 77 Bank Total (excluding void checks): 712,787.21 Total Payments: 77 Grand Total (excluding void checks): 712,787.21 Packet Pg. 18
Attachment: Warrants #46129-46291 (2317 : Approve City Accounts Payable Warrants #46129-46291) City Of Gonzales
Check Register Report
Check
Date
Check
Number
Status Amount
Dec. 10, 2021 (FY 2021-22) RDA
BANK:

Vendor
Number Vendor Name Check Description
RABOBANK-RDA Page: 1
Time: 4:45 pm
Date: 12/09/2021
Void/Stop
Date
Reconcile
Date
RABOBANK-RDA Checks
ALVAREZ TECHNOLOGY 846.57
GROUP INC.
1592 12/10/21 Printed 2180 Monthly Support - RDA
ALVAREZ TECHNOLOGY 227.13
GROUP, INC.
1593 12/10/21 Printed 3893 Cyber Protect & Sec Svcs RDA Total Checks: 2 Checks Total (excluding void checks): 1,073.70 Total Payments: 2 Bank Total (excluding void checks): 1,073.70 Total Payments: 2 Grand Total (excluding void checks): 1,073.70 Packet Pg. 19
Attachment: Warrants SA #1592-1593 (2316 : Approve Successor Agency Warrants #1592-1593) AGENDA
ITEM
5 City of Gonzales

CITY MANAGER DEPARTMENT

ACTIVITY REPORT
TO: Honorable Mayor Rios and City Council
DATE: January 18, 2022
FROM: Rene Mendez, City Manager
SUBJECT: Building Activity Report Nov - Dec 2021
(Residential)
Issued Date Permit Number Permit Type /
Description
Site Address Parcel Permit Fees Construction
Valuation
11/2/2021 BP2021-00103
General Building/
Reroof
442 & 446 Day Steert
300 & 304 Fifth Street 020 121 003 000 $766.51 $24,786.00 11/4/2021 BP2021-00107 General Building/
Reroof 15 B Street 020 055 016 000 $926.29 $38,781.00
11/5/2021 BP2021-00109 General Building/ Addition 1014 Zinfandel 020 262 009 000 $9,936.90 $35,000.00 11/5/2021 BP2021-00110 General Building/
ADU
1014 Zinfandel 020 262 009 000 $2,773.33 $60,000.00
11/18/2021 BP2021-00105
Electrical/
PV Sytem 1612 Spumante Way 020 333 005 000 $427.18 $10,792.00 11/29/2021 BP2021-00122
General Building/
Reroof 420 Angus Dr. 020 303 019 000 $484.42 $6,500.00
12/23/2021 BP2021-00131
General Building/
Reroof 1056 Zinfandel Cir. 020 273 019 000 $484.48 $7,000.00 12/23/2021 BP2021-00134
General Building/
Reroof 793 Cielo Vista Ave 020 171 012 000 $562.77 $11,500.00 Total Number of
Issued Permits
8 $16,361.88 $194,359.00 Total
(Commercial)
AGENDA
ITEM
6 Packet Pg. 20
Issued Date Permit Number Permit Type /
Description
Site Address Parcel Permit Fees Construction
Valuation
12/6/2021 BP2021-00094 General Building/ Fuel
Tanks 111 Puente del Monte Rd. 223 081 023 000 $480.92 $3,500.00 12/6/2021 BP2021-00097 Electrical/
Antenna modification 700 Fifth Street 020 133 001 000 $323.42 $55,000.00 12/7/2021 BP2021-00128 Plumbing/
New Gas Meter
36 Fourth Street 020 067 015 000 $255.06 $1,000.00
12/20/2021 BP2021-00123 Demolition 28 Fourth Street 020 067 012 000 $295.78 $25,000.00 Total Number of
Issued Permits 4 $1,355.18 $84,500.00
Total
Packet Pg. 21
City of Gonzales

CITY MANAGER DEPARTMENT

ACTIVITY REPORT
TO: Honorable Mayor Rios and City Council
DATE: January 18, 2022
FROM: Rene Mendez, City Manager
SUBJECT: Community Development Activity Report Nov-Dec 2021

1. DEVELOPMENT APPLICATIONS CURRENTLY BEING PROCESSED
Six (6) applications are under administrative process/procedure by the Building Department: (1) new laundromat construction proposed to replace existing structure at 28 Fourth Street; (2) single-family residence remodel to add a second story; (3) two additions to single-family residence (city plan permit); (4) construction of new garage (residential); (5) Salad Bowl Boxing (Private Sports Club) at 32B Fourth Street set for review by Planning Commission; and (6) new hotel contraction proposed for vacant property located at 34 & 51 Fourth Street.

In terms of previous report on further development(s) associated with development of three (3) residential lots located on Venice Way, staff has determined negotiations have been suspended with developer until further notice.

2. GENERAL PLAN IMPLEMENTATION
City staff continues to work with Pembrook Development Group and Jackson Family Investments on SOI development project(s).

3. APPROVED PROJECTS AND THEIR CURRENT STATUS
No new information.

4. OTHER ACTIVITIES
Gonzales Electric Authority - Microgrid. The Microgrid Initial Study 30-day public review period ended on November 19, 2021. This project will be presented to the Planning Commission for their review at a special meeting set for Monday, January 24, 2022.

AGENDA
ITEM
7 Packet Pg. 22
City of Gonzales

COMMUNITY ENGAGEMENT & STRATEGIC

PARTNERSHIPS

ACTIVITY REPORT
TO: Honorable Mayor Rios and City Council
DATE: January 18, 2022
FROM: Carmen Gil, Community Engagement & Strat. Partnership Dir.

THROUGH: René L. Mendez, City Manager
SUBJECT: Community Engagement & Strategic Partnerships Activity Report GYC

1. The GYC kept busy during the month of December during their meetings they worked to plan out their participation in the City’s Holiday events while planning for their action projects. For their action projects they have decided to focus on 1. Mental Health, 2. Pedestrian Safety and 3. Teen Innovation Center/Community Center. They plan to dive deeper into the issues of mental health and pedestrian safety in 2022.

2. During their meetings in December, the GYC decided they wanted to compete in the City’s Tree decorating contest. They planned what they wanted to do, got the decorations and put their plan into action. They worked collaboratively to decorate their tree and ended up having the winning tree.

3. The GYC was also instrumental in helping during the Downtown Holiday Lights Celebration. They helped run the carnival games and helped make sure people were having a great time.

Community Health Workers
The community health workers stayed busy during the month of Dec. Testing demand increased as well as vaccine booster request. They continued to provide testing Monday, Wednesday and Friday at the Catholic Church while supplies lasted and supported the Gonzales Pharmacy on Thursdays with vaccine registration and information. They will continue to provide the same services in the month of January.

AGENDA
ITEM
8 Packet Pg. 23
City of Gonzales

FIRE DEPARTMENT

ACTIVITY REPORT
TO: Honorable Mayor Rios and City Council
DATE: January 18, 2022
FROM: Jason Muscio, Fire Chief
THROUGH: René L. Mendez, City Manager
SUBJECT: Fire Department Activity Report

RESPONSES
There were 57 calls for service during the month of December for a grand total of 724 calls for calendar year 2021. Most responses continue to be for medical emergencies followed by vehicle accidents. In December, the Fire Department provided mutual aid to outside agencies 3 times for structure fires. We had one structure fire response in the City, and one in the rural fire district. Neither fire resulted in significant damage to the structure.

STAFFING
Staffing stands at four full-time, three Limited Term Firefighters, and four active Volunteers. A proposal to make the Limited Term Firefighter positions permanent will be brough before the City Council in January. One of the Limited Term Firefighters failed to meet the standards of his probation and has returned to volunteer status, another volunteer was moved into the vacant limited term position. There was a significant staffing challenge in the last days of December due to three of the full-time staff contracting COVID-19, and another out for the birth of his child; however, our remaining volunteer force worked with full time staff on overtime to maintain coverage.

TRAINING
Crews continue to train both at the company level with practical drills, and individually using online training systems. All limited term firefighters have begun cross training for fire engineer so they can be utilized as relief if needed. Fire Engineer Vasquez has begun the State Fire Marshal company officer course to obtain certification.

EQUIPMENT
AGENDA
ITEM
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All apparatus remains in service without the need of significant repairs. All diesel-powered apparatus passed annual emissions testing.

PREVENTION
Fire and life safety inspections for businesses and residential rentals continue to be conducted. No CPR classes were taught during December; however, there was a visit to the Fire Station by a second-grade class from La Gloria School.

GRANTS
Grant opportunities continue to be researched and pursued as they become available.

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City of Gonzales

POLICE DEPARTMENT

ACTIVITY REPORT
TO: Honorable Mayor Rios and City Council
DATE: January 18, 2022
FROM: Keith Wise, Chief of Police
THROUGH: René L. Mendez, City Manager
SUBJECT: November & December Activity Report 2021
Crime and Arrests
The Gonzales Police Department investigated 15 Part I Crimes (Homicide, Robbery, Theft, Burglary, Rape, Assault and Motor Vehicle Theft) during the month of November 2021. During the same time last year, there were 15 Part I Crimes investigated.

The Gonzales Police Department investigated 12 Part I Crimes (Homicide, Robbery, Theft, Burglary, Rape, Assault and Motor Vehicle Theft) during the month of December 2021. During the same time last year, there were 6 Part I Crimes investigated.

During the month of November 2021, Officers made 13 arrests. During the same time last year, there were a total of 9 arrests.

During the month of December 2021, Officers made 10 arrests. During the same time last year, there were a total of 3 arrests.

Calls for Service
The Department responded to 539 calls for service in November 2021. There were 62 crime, accident, and information reports taken during the month.

The Department responded to 518 calls for service in December 2021. There were 59 crime, accident, and information reports taken during the month.

Animal Control
AGENDA
ITEM
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During the month of November 2021, the Department provided the following services:

Animal
Control
Trapped/Stray Dead Injured Bite Cases Returned to
Owner
Transported
to the SPCA
Cats 0 0 0 0 0 0
Dogs 1 0 0 0 0 1
Total 1 0 0 0 0 1
During the month of December 2021, the Department provided the following services:

Animal
Control
Trapped/Stray Dead Injured Bite Cases Returned to
Owner
Transported
to the SPCA
Cats 0 2 0 0 0 0
Dogs 0 0 0 0 0 0
Total 0 2 0 0 0 0
Significant Cases
Although the Police Department responded to 539 calls for service during the month of November 2021, the most significant cases involved 15 Part I crimes. 0-Homicide, 2-Rape, 0-Robbery, 3-Assault, 1- Burglary, 9-Larcenies, and 0-Stolen Motor Vehicle Thefts.

Although the Police Department responded to 518 calls for service during the month of December 2021, the most significant cases involved 12 Part I crimes. 0-Homicide, 0-Rape, 0-Robbery, 2-Assault, 1- Burglary, 5-Larcenies, and 4-Stolen Motor Vehicle Thefts.

Training
Officers worked on ongoing web-based training offered by the Police Officer Standards and Training (P.O.S.T.) online training Portal. The Department continues to conduct in-house training during briefings.

Officers and staff completed their bi-annual CPR Skills Training certification at the Gonzales Fire Department on November 18th and November 23, 2021.

Sergeant Mendoza, Officers Castillo and Cordoba attended an 8-hour Force Options & Driver Training at the Police Academy in San Jose on Tuesday, December 14, 2021.

Other
On December 15, 2021, P.O.S.T. Peace Officer Standards and Training completed the annual audit on the Department’s training and background records, and found records and procedures to be in compliance.

I conducted oral interviews for several Police Officer candidates, two of which are currently in the background phase of the hiring process.

Officers provided traffic control during the Virgen De Guadalupe Procession on Sunday, December 12, 2021, and during the City’s annual Holiday Lights parade on Saturday December 18, 2021.

Throughout the month of December, the Police Department finalized the implementation of Assembly Bill (AB) 953, The Racial and Identify Profiling Act (RIPA), which requires all City and County local law enforcement agencies in California to collect perceived demographic and other detailed data Packet Pg. 27
regarding pedestrian and traffic stops. This data is then submitted to DOJ.

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City of Gonzales

PUBLIC WORKS / CITY ENGINEER DEPARTMENT

ACTIVITY REPORT
TO: Honorable Mayor Rios and City Council
DATE: January 18, 2022
FROM: Patrick Dobbins, Public Works Director/City Engineer THROUGH: René L. Mendez, City Manager
SUBJECT: Public Works Activity Report

BUILDING PROJECTS

1. Community Center Complex Project – A contract amendment with Swinerton for Group 4 (a subconsultant) to prepare the “Design Criteria” documents was approved at the 7/19/2021 Council Meeting. Statement of Qualifications from seven Design/Build teams were received by the 9/30/2021 deadline. Community Engagement events were held on September 1 and October 7 with pop-up tables at the Starbucks, Santa Fe Market and Farmers Market followed by a Community Meeting each evening. Staff and our project consultants presented preliminary design concepts and site layout at the 11/15/2021 and 12/06/2021 City Council Meetings. At the 12/06/2021 Council meeting, staff received direction to proceed with preparation of the design criteria documents for the Community Center Complex and include a gymnasium as an alternative based on available project funding.

WASTEWATER PROJECTS

1. Industrial Wastewater (IW) System/Reclamation Plant – A final design contract with Dudek Consulting was authorized at the 10/5/2020 City Council meeting. The Project EIR was presented at the 9/20/2021 City Council Meeting for certification. Dudek is completing the design for the IW Treatment Facility. Staff and the city surveyor are finalizing the temporary and permanent easements needed for the project. Staff is completing the SWRCB State Revolving Fund loan for project financing

2. Regional Board Permit Coordination – On 1/5/21, City staff held a zoom meeting with Regional Board staff to update them on improvements at the City WWTP, IW System design and phased approach to expanding the wastewater system to serve developments in the City’s Sphere of Influence. On 7/30/21 City staff submitted the Second Quarter Monitoring Report to the Regional Board. On 9/09/2021, we received notice of the pending new Waste Discharge Permit for the AGENDA
ITEM
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WWTP. On 10/28/2021, we submitted the quarterly self-monitoring report for July, August, and September to the Regional Board

WATER PROJECTS

1. Equip Well 7 Project – The controls and instrumentation equipment to operate the well are being installed and the contractor is coordinating with various subcontractors to complete the project. PGE electrical service was installed on 5/18/2021. The contingency budget for the project was increased to $260,000 at the 9/07/2021 City Council meeting. The change has been executed, the contractor has remobilized and is performing the final work to complete the project. The electrical and controls subcontractors were on-site on 1/03/2022 to start-up the new well

2. Alpine Camp Water/Sewer Service – Grant agreements with the State Water Resource Control Board (SWRCB) to fund the preliminary and final design of extending water and sewer service from Gonzales River Road to Alpine Camp were approved at the 7/06/20 City Council meeting. On 7/22/2021 Schaaf & Wheeler submitted a draft preliminary design report. On 12/14/2021 Schaaf & Wheeler submitted the 60% plans, specifications, and cost estimate for our review. The most recent progress meeting with SWRCB staff was held on 12/14/2021.

ROADWAY PROJECTS

1. 2021 Slurry Seal Contract – MNS Engineers provided draft construction documents for this contract for review by City staff. Staff will bid the contract in March 2022 with the work to occur in June 2022.

2. North Alta Street Drainage – Schaaf & Wheeler provided a letter proposal to design improvements to the existing drainage system along Alta Minor and Alta Major

3. Gonzales River Road Bridge Rehabilitation (Monterey County) – On 12/03/2021, staff issued a letter of comments to County staff on the draft Initial Study/Mitigated Neg Dec for County consideration.

Staff requested a meeting with County staff and the Consultant Design Manager to discuss our concerns with the 18-month closure of the bridge while construction takes place

DEVELOPMENT PROJECTS

1. Vista Lucia Development (City’s Sphere of Influence - East of US 101) a. City staff reviewed the Admin Draft #1 and Admin Draft #2 of the SEIR and provided comments to the Community Development Director.
b. City staff is holding monthly zoom meetings with Pembrook Development and their consultants regarding their development project.
c. Psomas developed a capital program of improvements to convey sewage from the SOI to the City WWTP for treatment and provided the draft technical memo in Mid-November for staff’s review. d. Staff and our on-call traffic engineer met with Caltrans District 5 staff on 6/10/2021 to begin the process of a Project Study Report/Project Development Support (PSR-PDS).

2. Puente Del Monte Development (City’s Sphere of Influence - East of US 101) - On 10/30/20, City staff held a coordination meeting with Jackson Family Investments regarding wastewater conveyance and treatment for their proposed development project. City staff has followed up with more information on the wastewater system expansion and coordination with Caltrans on future improvements to the freeway interchanges.

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3. Venice Way Parcel Resubdivision – Staff coordinated with the Community Development Director on this housing project (two market rate houses and one affordable house). A coordination meeting with the applicant was held on 9/29/2021. Due to the State Surplus Land Act, this project has been shelved for now.

OTHER PROJECTS

1. GIS – City staff continues to work on a GIS mapping system by inputting field data for water, sewer and storm drainage systems. Our water and wastewater consultants are using the GIS to develop capital improvement projects to serve the proposed development projects in the SOI. We hold monthly coordination meetings with a GIS Consultant.

2. FEMA Flood Map Updates – Over the last year, FEMA and their consultants have been remapping seven watersheds in the Gabilan Mountains in the vicinity of South Salinas, Chualar, Gonzales and Soledad to update their Flood Maps. In July 2020, City staff engaged Schaaf & Wheeler to review the mapping and drainage data collected. Preliminary flood insurance maps were released for public review on 10/21/2021. At the 12/06/2021 City Council meeting, City staff made a follow-up presentation on this project along with a letter to be sent to FEMA with our comments and questions on their mapping effort.

3. Microgrid Project – Staff has been coordinating with Concentric Power staff on various elements of the project design including participating in biweekly coordination meetings. At the 7/19/2021 City Council meeting, a contract for Program Management services was approved with Sage Energy. A kick-off meeting was held on 8/11/2021, and a monthly progress meeting was held on 10/10/2021.

4. PW Intern – Emily Sanchez completed her summer internship in mid-August and returned to UC Berkeley to begin her junior year. In mid-August, Briana Medvecki, a second-year civil engineering student at Hartnell College began as a part-time intern.

PUBLIC WORKS OPERATIONS AND MAINTENANCE

WASTEWATER
Staff continues to monitor the WWTP, daily tests and inspections. Staff repaired the flowmeter at the WWTP. The non-potable water well at the plant went down. Staff was able to help fix it. We needed to pull the pump and replace a few parts. Staff also pulled pump 3 in the lift station, and repaired a guiderail, at pump 2. Staff continues to perform weed and rodent control.

The flow meter has since ceased working, another one is being procured and staff will be scheduling installment when notified of delivery date.

Staff addressed several sewer back ups prior to them becoming a problem.

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WATER
Staff continues to monitor residuals for chlorine in the water and maintain the wells and distribution system There was another lateral leak on Brockman Drive. West Valley repaired this. Staff has been replacing meter registers on the east side of town. These registers are coming to the end of life and staff is replacing them as they cease to operate.

Staff and an electrical contractor worked on the electrical at the Water ball to enable the Christmas lights to operate without interruption.

STORM WATER
Staff maintains stormwater system. Staff prepared for winter storms, by ensuring that storm drains are clear and prepped barricades and lights to be ready when needed. During the Christmas holiday there was an extreme rain event where Fourth street again flooded. Staff was present to clear any debris and help with sandbagging.

PARKS
Staff continues to maintain clean and sanitize our parks. Staff spent the majority of November and December preparing for Christmas. Staff strung lights in Central Park, Decorated a Christmas tree and installed archways and numerous holiday decorations.

Staff tested the snow machines that were placed on Fourth Street for the Holiday lights celebration.

Holliday Lights Celebration- Staff worked with the Fire Dept. to close off and set up Fourth Street for the Holiday lights celebration. Staff was on hand during the celebration to accommodate lighting, refilling of the snow machines, etc.

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CANYON CREEK & MEYER PARKS
Staff maintains tot park and Meyer Park and sanitizes daily.

GOVERNMENT BUILDING
Staff continues to care for and maintain the buildings owned by the City.

STREETS
Staff continues to maintain the streets. Staff began striping the Fifth Street bridge. Staff spent a generous amount of time decorating Fourth Street for the Holiday Lights Celebration. Staff was not on the bridge directing traffic during the last weeks of December, as school was not in session. Staff will resume January 10, 2022.

Staff filled numerous potholes after the rainstorms of December.

Staff continues to remove tree trimmings throughout town.

PLANNING
Public Works Director/City Engineer continue to work on the Capital Improvement Project Plan, the Pavement Management Plan, and the needed upgrades to the Wastewater Treatment Plant.

TRAINING
Staff will continue training with the South County Cities. Staff has a confined space training on January 27, 2022 with the South County Cities. Staff will also be participating in several water webinars in February.

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City of Gonzales

PARKS & RECREATIONDEPARTMENT

ACTIVITY REPORT
TO: Honorable Mayor Rios and City Council
DATE: January 18, 2022
FROM: Carmen Gil, Community Engagement & Strat. Partnership Dir.

THROUGH: René L. Mendez, City Manager
SUBJECT: Activity Report
Current Activities

1. The month of December was quite busy. It started off with the Holiday Lights event taking place on December 4th in the downtown. It brought out hundreds of people to enjoy a fun family event together. We had approximately 8 vendors and other partners providing free goodies to the community. We also had free carnival games for the kids to play where they received free prizes.

Music and other fun engaging activities. Residents of all ages enjoyed their time and are looking forward to next years event.

2. On December 17th Santa along with support from Recreation and the Gonzales Fire Department visited La Gloria Elementary school. They handed out goodie bags to the kids and took pictures with them. The event was fun for all, and the kids and school staff really appreciated it.

3. December 18th was the Holiday Lights Parade. 25 cars participated along with the two City Fire Trucks, Santa, the Grinch and Cindy Lou. We even had the presence of the MST Trolly with carolers.

Each year more and more cars get creative and join in on the festivities making it more entertaining for everyone. Participants had a great time and are looking forward to next year’s event.

4. Kid Power’s After School Winter Camp also ran smooth this year. It took place December 1st through the 17th. Students were visited by Santa and got a little gift bag from Kid Power staff. It was a great way for them to kick off the Holiday Season.

5. Another Christmas-themed winter camp was held from December 20th to the 23rd. 17 participants were enrolled. They made Christmas ornaments each day and wrapped them up for their parents as gifts. They also learned about the different Christmas traditions around the world. The Grinch visited this group of students and brought them all a little gift. The students really enjoyed it.

AGENDA
ITEM
12 Packet Pg. 34

6. From December 28th to 30th Kid Power held another short camp. Eleven kids enrolled in this one. The theme was New Years and they got to learn how people around the world celebrate the New Year.

They also got to do arts and crafts and had a great time while learning.

7. Adult Co-Ed Volleyball concluded on December 14th. Seven teams competed with a total of 79 participants. All participants were committed to the season and had a great time participating.

Activities in Planning Phase

1. Staff is now busy planning for the kick-off of basketball season. Participant recruitment is currently undergoing and over 100 players have signed up.

2. Mini T-ball for ages 2.5 to 4 and girls softball ages 5-14 is also set to start soon. Recruitment will be getting underway mid-January.

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City of Gonzales

POLICE DEPARTMENT

STAFF REPORT
TO: Honorable Mayor Rios and City Council
DATE: January 18, 2022
FROM: Keith Wise, Chief of Police
THROUGH: René L. Mendez, City Manager
SUBJECT: Accept Grant Funds from County of Monterey for the Safe Travels Via Salinas (STVS)

RECOMMENDATION
It is recommended that your City Council:
• Accept $13,088 in grant funds County of Monterey Health Department (MCHD) Safe Travels Via Salinas (STVS) grant to further the efforts to reduce pedestrian and cyclist injuries and fatalities due to collision by providing further pedestrian safety education; and • Amend the FY 2021-2022 Budget (Fund 100) by increasing revenues by $13,088 in Grant Proceeds (Object Code 5637).

BACKGROUND
The City of Gonzales continues to work collaboratively to reduce pedestrian and cyclist injuries and fatalities due to collisions. Safe Travels Via Salinas (STVS) is a program within the Monterey County Health Department (MCHD). The purpose of STVS is to work with local partners and communities to reduce pedestrian and cyclist injuries and fatalities due to collisions. MCHD will collaborate with the City of Gonzales to provide pedestrian and bicycle safety education to youth and community members in the City of Gonzales.

REVIEW AND ANALYSIS
If the City Council does not accept this new funding, the collaborative funding from the Monterey County Health Department Safe Travels Via Salinas program will not be accessible to us. The added capacity that the STVS program provided to the City and its residents is instrumental in so many ways and their impact goes beyond expectations.

AGENDA
ITEM
13 Packet Pg. 36
As a result of accepting these new grant monies, the City will continue to participate in STVS program allowing the county to continue providing critical support for the community in the fight to reduce pedestrian and cyclist injuries and fatalities due to collisions.

Explain Recommendation and How it Supports the Vision
Gonzales will continue to be a safe, family-friendly community, diverse in its heritage, and committed to working collaboratively to preserve and retain its small town charm.

Explain: This program will support the community in maintaining a safe environment for students, parents, and teachers, and continue to provide funding for the critical infrastructure we are currently relying on.

Explain how the Recommendation Directly Implements the Mission The City Council and Staff of the City of Gonzales will realize our Vision by providing the leadership, commitment, and resources necessary to provide excellent services that enhance the quality of life of our diverse community.

Explain: Please see explanation below for vision.

City services will be delivered in a cost-effective, respectful, and friendly manner to insure the safety and well being of the residents and the promotion of business, recreational, housing and employment opportunities in an environmentally sustainable manner.

Explain: Please see explanation below for vision.

Strong fiscal policies allow us to provide appropriate infrastructure for:
• Public Safety X Yes No N/A
• Housing Yes No X N/A
• Recreation Yes No X N/A
• Environment Yes No X N/A
• Education X Yes No N/A
Explain: This program supports our public safety efforts by maintaining a safe road for the community, reduce pedestrian and cyclist injuries and fatalities due to collisions. The MCHD will also work with the schools and students’ parents to ensure they are aware of pedestrian safety.

ALTERNATIVES
If your City Council does not accept the $13,088 funding, the City would be limited in continuing to support and promote Pedestrian Safety being made available, the level of education; and support to reduce pedestrian and cyclist injuries and fatalities due to collisions would be impacted.

BUDGET IMPACT
Accepting this grant would increase the FY 2021-2022 City Budget by $13,088, so an amendment to the current budget is necessary.

CONCLUSION
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It is recommended that your City Council:
• Accept $13,088 in grant funds County of Monterey Health Department (MCHD) Safe Travels Via Salinas (STVS) grant to further the efforts to reduce pedestrian and cyclist injuries and fatalities due to collision by providing further pedestrian safety education; and • Amend the FY 2021-2022 Budget (Fund 100) by increasing revenues by $13,088 in Grant Proceeds (Object Code 5637).

Attachments:

1. Exhibit A to the Agreement
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Packet Pg. 39
Attachment: Exhibit A to the Agreement (2288 : Accept Grant Funds from Monterey County for the Safe Travels Via Salinas (STVS) Program) Packet Pg. 40
Attachment: Exhibit A to the Agreement (2288 : Accept Grant Funds from Monterey County for the Safe Travels Via Salinas (STVS) Program) Packet Pg. 41
Attachment: Exhibit A to the Agreement (2288 : Accept Grant Funds from Monterey County for the Safe Travels Via Salinas (STVS) Program) City of Gonzales

CITY MANAGER DEPARTMENT

STAFF REPORT
TO: Honorable Mayor Rios and City Council
DATE: January 18, 2022
FROM: Rene Mendez, City Manager
SUBJECT: Recruitment Services for the Position of Community Development Director

RECOMMENDATION
It is recommended that your Council approve the City’s Standard Contract with Peckham & McKenney Executive Search for recruitment services for the position of Community Development Director for an amount not to exceed $25,500; and authorize the City Manager to sign the Standard Contract.

BACKGROUND
The City finds itself needing to recruit a Community Development Director. As your Council is aware, this key management. A summary of the duties of this position are to plan:

Direct, manage, oversee, and review a wide variety of responsible professional and technical functions for the City’s Community Development Department including Planning, Zoning Administration, Subdivision, processing review, knowledge of building and code enforcement, Community Development Block Grants, Housing, Economic Development, and the National Environmental Policy Act (NEPA) and the California Environmental Quality Act (CEQA).

Manage, monitor, and conduct multiple and complex demographic and economic studies and analyses of City’s planning/redevelopment projects/programs; to provide expert professional assistance to the City Council, City Manager, Planning Commission and other City management and staff; and to participate as a responsible, proactive, and positive member of the City’s senior management staff.

REVIEW AND ANALYSIS
As mentioned above, this is a key management position that is important to fill with a qualified individual that understands our community is needed not only to support daily planning functions, but the large volume of work before the City including, but not limited to, the future growth area, continued AGENDA
ITEM
14 Packet Pg. 42
development of the Industrial Park and the key infrastructure projects currently under development. As a result of the critical nature of this executive level position and the need to find the right “fit” for the City, staff reached out to three executive recruitment firms for proposals to help conduct and oversee the recruitment of this position.

Based on the responses, staff is requesting authorization to proceed with a contract with Peckham & McKenney Executive Search firm to conduct and oversee the recruitment process. In fact, they helped the City with the Public Works Director recruitment a few years ago and have a good understanding of what we would be looking for as the “right fit” for our community. In addition, the firm has a great record of accomplishment and long history with cities in California conducting effective recruitments for these types of positions.

As is stated in the attached proposal, the firm has extensive experience in recruiting Community Development Directors. Peckham & McKenney would work with the City to finalize all the recruitment material, and:
• Develop a candidate profile and organizational assessment; • Initiate the search strategy and candidate outreach;
• Undertake an extensive candidate assessment;
• Present the top candidates to the City Manager for consideration; • Support the City with all phases of the final interview process; • Conduct a thorough background check of final candidate selected once a conditional offer is made.

In addition, the firm like many other top tiered recruitment firms, commits to working with the City until the position is filled, and also guarantees conducting a new recruitment to replace a candidate that resigns during the first year, and/or is terminated. This is a very important guarantee because no matter how much work is done up front, it is impossible to be 100% percent sure that the candidate placed with the City will be successful.

Finally, utilizing an executive recruitment firm would result in casting a wider net to identify qualified candidates than what the City would be able to cast doing an in-house recruitment. Bottom line, because of the critical nature of this position, and finding the “right fit” for the City is very important, staff is requesting authority to retain an executive recruitment firm to oversee this process.

Explain Recommendation and How it Supports the Vision
Gonzales will continue to be a safe, clean, family-friendly community, diverse in its heritage, and committed to working collaboratively to preserve and retain its small-town charm.

Explain: Finding the most qualified person for the Community Development Director position is important because overseeing and managing the City’s day to day and long-term planning is necessary to support and maintain the City’s Vision.

Strong fiscal policies allow us to provide appropriate infrastructure for:

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• Public Safety X Yes ____ No ____NA
• Housing X Yes ____ No ____NA
• Recreation X Yes ____ No ____NA
• Environment X Yes ____ No ____NA
• Education X Yes ____ No ____NA
Explain: Please see explanation above for the Vision.

ALTERNATIVES
Your Council has the option to direct that this recruitment be done in-house. While this is certainly an option, staff believes that it would limit the recruitment pool. In addition, with the heavy workload currently being faced by the City, undertaking an internal recruitment would hamper other priority projects.

BUDGET IMPACT
The not to exceed amount of $25,500 reflects an all-inclusive fee that includes professional fees and expenses (i.e., out-of-pocket costs associated with advertising, consultant travel, administrative support, printing, copying, postage, materials, telephone, technology, partial background checks on recommended candidates, and full background check on selected finalist). The proposal does include fees for other services that are not contemplated at this time and thus are not being requested. Should this change, an amendment would be brought before your Council at that time.

Due to the salary savings as a result of this position being currently vacant, and the fact that this position is spread out over a few funds, there are sufficient resources appropriated in the FY 2021-2022 City Budget to cover this cost.

CONCLUSION
It is recommended that your Council approve the City’s Standard Contract with Peckham & McKenney Executive Search for recruitment services for the position of Community Development Director for an amount not to exceed $25,500; and authorize the City Manager to sign the Standard Contract.

Attachments:

1. P&M Proposal
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Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 November 11, 2021
Rene Mendez, City Manager
City of Gonzales
P.O. Box 647
Gonzales, CA 93926
Sent Via Email to: [email protected]
Dear Rene,
Thank you for the opportunity to submit a proposal for conducting the City’s search for its new Community Development Director. With our experience working previously with the City and conducting numerous Community Development/Planning Director searches over the past year, we/I understand the significance of conducting an effective search, the importance of finding a good fit for the position, what is involved for completing a successful process, and have a vested interest in seeing a positive outcome. In turn, we are exceptionally prepared and well-positioned to conduct this recruitment and are looking forward to working with you.

I will serve as your recruiter and serve as your primary contact. The attached proposal includes detailed information regarding Peckham & McKenney, the search process and timeline, cost of services, our guarantee, client references, and Peckham & McKenney staff backgrounds.

Peckham & McKenney’s expertise is based on over 35-years of experience in executive recruitments, and every Peckham & McKenney recruitment has the full backing and support of an entire team of recruiters with our excellent breadth and an exemplary reputation in placements. I/we are honored to have the opportunity to work with you on this important search process.

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Attachment: P&M Proposal (2323 : Recruitment Services for the Position of Community Development Director) Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 Please feel free to call or email me at if you have any questions. We look forward to hearing back from you.

Sincerely,
Maria A. Hurtado, Executive Recruiter
Peckham & McKenney
www.peckhamandmckenney.com
[email protected]
(831) 247-7885 (Cell)
(866) 912-1919 (toll-free)
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Attachment: P&M Proposal (2323 : Recruitment Services for the Position of Community Development Director) Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678 City of Gonzales
Recruitment Proposal
for
Community Development Director
November 11, 2021
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Attachment: P&M Proposal (2323 : Recruitment Services for the Position of Community Development Director) Peckham & McKenney, 300 Harding Boulevard, Suite 203D, Roseville, CA 95678

TABLE OF CONTENTS
THE FIRM 1
Peckham & McKenney
Our Reputation
“All about fit”
EXPERIENCE 2
Community Development Director (and related) Recruitments YOUR RECRUITMENT TEAM 3
Our Approach
Your Team
THE SEARCH PROCESS 5
THE SEARCH SCHEDULE 9
COST OF SERVICES 10
Cost of Services
Additional Service Costs
Process of Payment
Insurance
GUARANTEE AND ETHICS 12
Placement Guarantee
Reopening the Recruitment
Ethics
CLIENT REFERENCES 13
DIVERSITY STATEMENT 14
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Attachment: P&M Proposal (2323 : Recruitment Services for the Position of Community Development Director) 1 THE FIRM
Peckham & McKenney - Peckham & McKenney provides executive search services to local government agencies throughout the western United States and is headquartered in Roseville, California. Under the leadership of Anton “Tony” Dahlerbruch, continuing the values and principles of the firm’s founders Bobbi Peckham and Phil McKenney, Peckham and McKenney has a strong and well-recognized reputation as a leader of successful local government recruitments. The team of Peckham & McKenney executive recruiters bring numerous decades of experience in local government and executive search to achieving effective placements that align each client’s unique needs and interests. We are supported by administrative and research specialists, marketing and design professionals, a web technician, and distribution staff.

Since 2004, Peckham & McKenney has conducted more than 650 executive level recruitments in the states of Arizona, California, Colorado, Idaho, Nevada, New Mexico, Oregon, Utah, Washington, and Wyoming. On behalf of elected Councils, City Managers and Department Heads throughout the West, we have successfully placed hundreds of local government professionals including City and County Managers and their Assistants, Police and Fire Chiefs, Department Heads, and mid-level Managers. In addition, Peckham & McKenney has placed hundreds of executives and organizational leaders in the areas of public safety (police and fire), community development and planning, economic development, public works and engineering, finance, human resources, city clerk, information technology, library services, parks and recreation, and community services.

Peckham & McKenney was established on the premise that an executive search and consulting firm must be dedicated to providing its clients and candidates with professional service, as well as a personal, hands-on approach. Our business philosophy centers upon the understanding that this is a “people” related industry and that attention to others’ needs are the key to providing effective customer service.

Our Reputation -Peckham & McKenney is one of the most trusted and respected executive recruitment firms in the country. Time and again, we receive unsolicited compliments from clients and candidates relating to our integrity, high ethics, and customer service. Not only are we committed to providing our clients with well-qualified candidates, but we also take pride in treating both our clients and candidates with utmost respect. This commitment has led to multiyear retainer agreements with a number of agencies, as well as numerous client and candidate testimonials to their experiences with us, which you can find on our website at www.peckhamandmckenney.com.
“All about fit” -We recognize that every agency and community we serve is unique, and the candidate you ultimately select must “fit.” We take the time to become familiar with your community, organizational culture, and issues and challenges in order to identify and recruit the best candidates for your consideration. Nearly 89% of our placements stay in those positions for over five years, which is a testament to their “fit.”
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Attachment: P&M Proposal (2323 : Recruitment Services for the Position of Community Development Director) 2 EXPERIENCE
With every executive search, your personal Recruiter has the full backing, support and resources of the entire Peckham & McKenney team. Bringing more experience to local government executive search than any other California recruiter, Peckham & McKenney has successfully completed the following Community Development / Planning / Building / Economic Development recruitments.

Agoura Hills, CA Community Development Director
Agoura Hills, CA Building Official
Alameda, CA Economic Development Manager
Alhambra, CA Director of Development Services
Ashland, OR Community Development Director
Astoria, OR Community Development Director
Beaverton, OR Building Official
Bell, CA Community Development Director
City of Benicia, CA Community Development Director
Beverly Hills, CA Community Development Director
Bothell, WA Community Development Director
Bothell, WA Chief Economic Dev’t Officer
Burbank, CA Community Development Director
Concord, CA Principal Planner
Dana Point, CA Community Development Director
Delano, CA Economic Development Manager
Elk Grove, CA Economic Development Director
Encinitas Development Services Director
Fremont, CA Dep Dir of Community Development
Fremont, CA Dep Redev’t Agency Dir, Housing
Gilroy, CA Community Development Director
City of Gilroy, CA Dep Administrator for Econ Dev’t
Glendale, AZ Planning Director
Hayward, CA Dep City Manager, Econ Dev’t
Hayward, CA Community Development Director
Hayward, CA Economic Development Manager
Jefferson Co, CO Planning & Development Director
Jurupa Valley, CA Community Development Director
Laguna Niguel, CA Dir of Community Development
Livermore, CA Economic Development Director
Long Beach, CA Dep Director, Development Services
Long Beach, CA Plng Bureau Mgr, Dev’t Services
Manhattan Bch, CA Community Dev’t Director
Martinez, CA Community Development Director
Milpitas, CA Dir of Plng & Neighborhood Serv
Mountain Village, CO Dir of Community Dev’t & Housing
N Tahoe Pub Util Dist, CA Plng & Engr Manager
Novato, CA Community Development Director
Oceanside, CA Development Services Director
Pacifica, CA Planning Director
Pacific Grove, CA Community/Economic Dev’t Dir
Palo Alto, CA Development Services Director
Pittsburg, CA Com Dev’t Dir/City Engr
Placer County, CA Com Dev’t Resources Agency Dir
Rcho Palos Verdes, CA Senior Planner
Rcho Sta Margarita, CA Dev’t Services Director
Reno, NV Redevelopment Admin
San Bernardino, CA Dir of Housing & Econ Dev’t
San Bruno, CA Community Development Director
San Clemente, CA Community Development Director
San Clemente, CA Economic Dev’t & Housing Dir
San Clemente, CA City Planner
San Clemente, CA Dep Community Development Dir
San Clemente, CA Building Official
San Joaquin Co, CA Community Dev’t Director
San Mateo, CA Economic Development Manager
San Miguel Co, CO Planning Director
San Miguel Co, CO Exec Dir Regional Housing Auth
San Pablo, CA Asst. to the City Mgr, Econ Dev’t
San Rafael, CA Community Development Director
Santa Barbara, CA Economic Development Manager
Santa Barbara, CA Community Development Director
Santa Clara Co, CA Director, Planning & Development
Santa Rosa, CA Plng & Economic Dev’t Director
Seaside, CA Planning Services Manager
Seaside, CA Redevelopment Services Manager
Sebastopol, CA Planning Director
S Lake Tahoe, CA Development Services Director
Southgate, CA Community Development Director
St. Helena, CA Plng & Com Improvement Director
Stockton, CA Community Development Director
Stockton, CA Assistant Dir of Community Dev’t
Stockton, CA Dep CDD-Planning and Engr
Stockton, CA Deputy Building Official
Teton County, CO Planning & Development Director
Vail, CO Dir of Community Development
Walnut Creek, CA Economic Development Manager
Walnut Creek, CA Planning Manager
W Hollywood, CA Property Development Manager
Westlake Village, CA Planning Director
Windsor, CA Community Development Director
Winters, CA Community Development Director
Yuba City, CA Development Services Director
Yuba City, CA Planning Manager
Our breath of recruiting experience can be viewed on our website at here.

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Attachment: P&M Proposal (2323 : Recruitment Services for the Position of Community Development Director) 3 YOUR RECRUITMENT TEAM
Our Approach
When you retain Peckham & McKenney, you are guaranteed that your Recruiter, Maria Hurtado, is fully responsible for the success of the recruitment process. Supported by experienced administrative, research, and marketing specialists, Maria Hurtado will serve as your Recruiter.

Executive Recruiter and CEO, Anton “Tony” Dahlerbruch as well as the founders of Peckham & McKenney, Bobbi and Phil McKenney, will directly support Ms. Hurtado, who brings to recruitments extensive local government experience as well as a strong and active network with City Managers and Assistant City Managers throughout the state due to her involvement with the International County/City Management Association (ICMA), the Local Government Hispanic Network (LGHN), and Municipal Management Association of Northern California (MMANC).

Maria Hurtado, Executive Recruiter
Ms. Hurtado has worked in local government for over 23 years and began her professional career in the non-profit sector. In November 2016, Ms. Hurtado was appointed as the Assistant City Manager for the City of Hayward, CA, where she oversaw the departments of Public Works, Maintenance Services, Utilities, Finance, and Library and Community Services. Prior to this appointment, Ms. Hurtado was the Chief Operating Officer (COO) for the City of Oxnard where she was responsible for IT, Finance, Human Resources, Cultural and Community Services, and the Public Information Office (PIO), including implementation of 121 recommendations resulting from an organizational assessment.

Ms. Hurtado had a long tenure in northern California before leaving to Oxnard. Ms. Hurtado was hired in 2006 as the Director of Parks and Community Services for Tracy, CA and was subsequently appointed and held the Assistant City Manager position from 2007 through 2015.

In addition, Ms. Hurtado completed two 6-month Interim City Manager appointments in Tracy, where she was responsible for Council and Community Relations and department operations.

Prior to her work with the City of Tracy, Ms. Hurtado served as Deputy Director of Parks & Neighborhood Services for the City of San Jose, CA, Assistant Director for Parks and Community Services and Assistant Director for Redevelopment and Housing for the City of Watsonville, CA. Ms. Hurtado came from the non-profit sector prior to moving into local government and worked as the Executive Director of an alcohol and counseling agency, which included a women’s residential treatment facility, drug and alcohol counseling center, and an anti-gang afterschool youth program.

Ms. Hurtado served as the Vice President on the ICMA Board of Directors for three years, representing the West Coast Region. She is a member of MMANC and LGHN. In 2016, Ms.

Hurtado served as the ICMA 102nd Conference Planning Committee Co-Chair held in Kansas City. Ms. Hurtado received the MMANC West McClure Outstanding Assistant Award in 2012 and the League of California Cities 2018 Assistant City Manager of the Year award. Ms.

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Attachment: P&M Proposal (2323 : Recruitment Services for the Position of Community Development Director) 4 Hurtado received her Master’s in Social Work from San Jose State University, a Bachelor of Arts degree in Sociology from the University of California in Santa Cruz, and is a graduate of the Harvard Kennedy School Senior Executives in State and Local Government Certificate program in Cambridge, Massachusetts.

Ms. Hurtado recently completed recruitments for the City Manager for the City of Oakley, the City Clerk for the City of Palo Alto, the Human Resources Manager for Contra Costa County, the Public Works and the Planning Directors for the Town of Los Altos Hills, and the Assistant City Manager for the City of Hayward. Ms. Hurtado is currently conducting recruitments for the Deputy PW Director for the City of Elk Grove, the Assistant City Manager for the City of Brentwood, and the City Manager for the City of Seaside.

Joyce Johnson, Operations Manager
Joyce Johnson joined Peckham & McKenney in 2005 and serves as the firm's Operations Manager. She has over 30 years' experience in the field of administrative and executive support for all aspects of the executive recruitment process. She oversees internal administration of the firm as well as directing contract administrative support in the areas of advertising and design, web posting, and duplication and mailing services. Prior to joining Peckham & McKenney, Ms. Johnson oversaw internal administration in the Western Region headquarters of two national management consulting and executive recruitment firms. Ms.

Johnson is complimented regularly on her strong customer orientation working with both clients and candidates alike. Ms. Johnson holds an Associate of Arts degree from American River College.

Kevin Johnson, Research Assistant
Kevin Johnson has been a member of the Peckham & McKenney team since 2009 and currently serves as a Research Assistant. He supports the firm's Recruiters through his research of local government agencies and networks, potential candidates, and current candidates prior to recommendation to our clients. Mr. Johnson mastered his researching abilities while obtaining a Bachelor of Arts in Economics from Willamette University.

Linda Pucilowski, Graphic Designer
With nearly 30 years of experience, Linda Pucilowski provides her expert design and marketing skills to Peckham & McKenney. She is the firm’s “go-to” professional for all advertising and brochure design and creation. Ms. Pucilowski holds a Bachelor’s degree from California State University, Sacramento.

Rachel Moran, Website & Social Media Assistant
Rachel Moran has been in the graphic design field since 2007 and prides herself on creating eye-catching visual art. She supports the Peckham & McKenney team by handling all website visual and technical design as well as social media. Ms. Moran graduated from the Art Institute of Houston obtaining her Bachelor’s Degree in Fine Arts with a concentration in Graphic Design.

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Attachment: P&M Proposal (2323 : Recruitment Services for the Position of Community Development Director) 5 THE SEARCH PROCESS
A standard search process takes 12- to 14-weeks to conduct. While we will customize the search and project schedule to fit the specific interests and needs of the City of Gonzales, the search process typically includes the following steps:

Project Organization – Prior to beginning the recruitment, necessary documentation (contract, insurance, business license, retainer invoice, etc.) will be processed. We ask that the City identify a single point of contact that will serve as our liaison throughout the recruitment, providing necessary information to us, responding to our questions, and receiving and distributing all correspondence. A single point of contact will ensure timely and clear communication throughout the process.

We will request a conference call with the appropriate City staff person(s) to discuss the process, listen to specific desires and expectations, and respond to any questions or concerns. We will discuss expected parameters of the search, the search timeline, and schedule future meeting dates.

During this phase of the process, we will also want discuss and determine with the City Manager the extent of involvement of other individuals in the search process, and the finalist interview process.

Furthermore, during this phase, we will request information relating to compensation and benefits, organization charts, and budget data. In addition, we will request high-resolution photos to be used in an attractive brochure to market the position and the opportunity to serve in the community.

Ms. Hurtado will provide recommendations on best practices. Please note that decisions on the extent of involvement of others as well as additional components to the finalist interview process will impact the search, search timeline, and ultimately the cost of the recruitment process.

Development of Candidate Profile (virtual meeting #1) – This step provides for the development of the Candidate Profile that will serve as a guide in the identification of potential candidates, outreach and recruitment efforts, screening and selection of your next Community Development Director. The Candidate Profile includes information relating to the City of Gonzales; current and future issues and opportunities; expectations, goals, and objectives leading to the success of the new Community Development Director; and the background and experience, leadership style, skills and abilities, and personality traits of the ideal candidate.

Your Recruiter, Maria Hurtado, will develop this profile following individual conversations with the City Manager and anyone else identified by the City Manager. Based on our experience, we recommend a group meeting with the executive staff team. While our proposal includes up to 2 days to develop the Candidate Profile, we are currently conducting a majority of meetings via Zoom or telephonically due to COVID-19.

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Attachment: P&M Proposal (2323 : Recruitment Services for the Position of Community Development Director) 6 A draft of the Candidate Profile will be provided to our point of contact for review. We ask that all revisions and corrections be provided to us in a timely manner in order to maintain the agreedupon search timeline. Our marketing and design professional will then prepare an attractive marketing brochure incorporating the Candidate Profile. Upon completing the Candidate Profile, the brochure will be distributed to identified industry professionals, posted on the Peckham & McKenney website, and provided to the City for posting.

Advertisements will be placed in the appropriate industry publications and websites, and our firm will assume responsibility for presenting your opportunity in an accurate and professional manner.

Social media, including LinkedIn and other platforms, will be used as appropriate.

Recruitment –The main focus of our outreach will be direct phone contact with quality potential candidates. With decades of executive search experience, we have developed an extensive candidate database that is continuously updated and utilized. Our recruiting efforts will focus on direct and aggressive recruiting of individuals within the search parameters established during the Candidate Profile Development. We believe direct recruiting produces the most qualified candidates.

Throughout this active search process, we will regularly update the City of the recruitment status and share questions, concerns, and comments received from potential candidates as they consider the opportunity. By doing so, we will “team” with the City to ensure that all issues and concerns of candidates are discussed and understood thereby eliminating “surprises” once the resume filing deadline has occurred.

As resumes are received, they will be promptly acknowledged within 48 hours, and we will personally respond to all inquiries. Once the resume filing deadline has passed, we will update the City on the status of the recruitment, the number of resumes received, and our intent for preliminary interviews.

Preliminary Interviews – Upon our review of the resumes received, supplemental questionnaires will be sent to candidates who appear to meet the Candidate Profile. In the supplemental questionnaire, applicants will be asked to address a few questions pertaining to the position that are based on information learned during Candidate Profile Development. The supplemental questionnaire is intended, in part, to ascertain the applicant’s familiarity with the City and writing ability. Overall, the supplemental questionnaire is utilized to ascertain the strongest applicants for the position.

Following a thorough review of the supplemental questionnaires, we will conduct preliminary interviews with the individuals that most closely align with the Candidate Profile. Internet research will also be conducted so that we may probe the candidate regarding any areas of concern.

Candidates will be advised of the search schedule and updated regularly as to their status.

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Attachment: P&M Proposal (2323 : Recruitment Services for the Position of Community Development Director) 7 Recommendation of Candidates/Selection of Finalists (virtual meeting #2) – A Candidate Packet will be provided to the City Manager and/or the appropriate staff prior to our meeting to discuss our recommendation of leading candidates. This packet will include a full listing of all candidates who applied for the position, as well as the cover letters, resumes, and supplemental questionnaires of the recommended group of candidates for further consideration. We may include a first and second tier of candidates within our recommendation.

Ms. Hurtado will meet with City Manager and/or appropriate staff in a one- to two-hour meeting and will provide an overview of each recommended candidate, as well as share any concerns or negative information. Once a group of finalists has been selected by the City Manager, we will revisit early decisions relating to the finalist interview process. A one-day finalist interview process is standard for initial finalist interviews (with the leading four to six candidates), however, the City may want to consider multiple interview panels that may include an Executive Team and/or Professional panels. Ms. Hurtado will again provide recommendations on the finalist interview process.

Peckham & McKenney will notify all candidates of their status. Those candidates selected as finalists will be notified and provided with all necessary information to attend finalist interviews with the City. We will prepare an interview schedule and confirm with our point of contact all necessary details.

If necessary, finalists will make their own travel plans and reservations. It is customary that the City reimburse finalists for round-trip airfare, car rental, and lodging necessary to attend the interviews with the City. We will confirm this with the City at our meeting to recommend candidates.

Finalists Panel Interview Process (on-site or virtual meeting #3) – Ms. Hurtado will provide on-site or virtual facilitation during the finalists panel interview process. An orientation session will be held at the beginning of the process, and she will facilitate a review and discussion of the finalists at the end of the day. Interview materials, including suggested interview questions, evaluation and ranking sheets will be provided. Again, a standard finalist interview process of the leading four to six candidates is typically conducted within one day. Should the process desired by the City require more than one day with your recruiter, an additional fee will be charged.

Qualification – Once the finalist candidate has been selected and a conditional offer has been made by the City of Gonzales, a thorough background check will be conducted that is compliant with the Fair Credit Reporting Act and Investigative Consumer Reporting Agencies Act. Peckham & McKenney utilizes the services of Sterling Talent Solutions (www.sterlingtalentsolutions.ca), the world’s largest company focused entirely on conducting background checks. This investigation will verify professional work experience; degree verification; certifications; and criminal, civil, credit, and motor vehicle records. We Packet Pg. 55
Attachment: P&M Proposal (2323 : Recruitment Services for the Position of Community Development Director) 8 encourage our clients to consider further vetting the candidate through a Department of Justice LiveScan (California clients) in order to ensure that all known criminal history records (beyond seven years) are investigated.

Ms. Hurtado will also personally contact professional references, and a Reference Check memorandum will be provided. This comprehensive process ensures that only the most thoroughly screened candidate is hired. In addition, negotiation assistance will be provided as requested by the City of Gonzales.

Peckham & McKenney’s qualification process of internet-based research, background checking through Sterling Talent Solutions, and reference checking has proven successful for our clients through the years. In addition to relying on our services, clients are encouraged to utilize the background checking protocols they normally would use in hiring a position of this type. Enhanced reference checking and background investigation, if any, beyond the scope of this proposal is the client’s responsibility.

Our ultimate goal is to exceed your expectations and successfully place a candidate who “fits” your organization and community’s needs now and into the future.

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Attachment: P&M Proposal (2323 : Recruitment Services for the Position of Community Development Director) 9 SEARCH SCHEDULE
This sample schedule presents a standard 12 to 14 week process. It can/will be tailored to achieve the interests of the City of Gonzales relative to receiving input in preparation of the Candidate Profile and the interview process. In today’s competitive recruiting environment, our goal is to make the process as efficient and effective as possible. As such, we ask that our clients work with us to identify future meeting dates that will be published within the Candidate Profile. This will ensure that the momentum of the search process is consistent and that all parties are available thereby leading to a successful result.

ACTIVITY TIME FRAME
I. Project Organization Pre-Recruitment  Conference call discussion of recruitment process  Formalize project schedule
II. Development of Candidate Profile Two Weeks  Virtual meeting #1 with the City to discuss Candidate Profile  Develop Candidate Profile/Marketing Brochure and obtain approval  Develop advertising and recruiting plan
III. Recruitment Four to Six Weeks  Advertise, network, and electronically post in appropriate platforms  Distribute candidate profile to up to 500 identified industry professionals  Post opportunity on firm’s website
 Focused outreach to individuals within the parameters of the Candidate Profile  Respond to all inquiries and acknowledge all resumes received within 48 hours IV. Preliminary Interviews Two Weeks  Screen resumes and conduct Internet research  Identify leading candidates and request supplemental questionnaires  Review supplemental questionnaires
 Conduct preliminary interviews with leading candidates V. Recommendation of Candidates/Selection of Finalists One Week  Provide written recommendation of candidates to the City Manager  Virtual meeting #2 to provide overview of recommended candidates  City Manager selects finalist candidates for finalist interview process  Peckham & McKenney notifies all candidates of status in recruitment process VI. Finalist Interview Process Two Weeks  On-site or virtual meeting #3 to facilitate finalist interviews with the City Manager  Assist City throughout process and provide recommendations  City Manager selects candidate or leading 2-3 candidates for further consideration  City conducts second interview process
VII. Qualification One Week  Conduct thorough background and reference checks on leading candidate  Provide negotiation assistance
 Exceed expectations and successfully place candidate who “fits.” Packet Pg. 57
Attachment: P&M Proposal (2323 : Recruitment Services for the Position of Community Development Director) 10 COST OF SERVICES
Cost of Service:

Our all-inclusive fee to conduct the search process for your next Community Development Director is $25,500. Over years of experience, we have found that an all-inclusive fee is simpler, cost-effective, and efficient. Our all-inclusive fee includes professional fees and expenses (outof-pocket costs associated with advertising, consultant travel, administrative support / printing / copying / postage / materials, telephone / technology, partial background checks on recommended candidates, and full background check on selected finalist).

The fee quoted above is for a full recruitment process as described in The Search Process, including 3 to 4 days of meetings. The first virtual meeting (1 to 2 days) is to develop the Candidate Profile; the second virtual meeting (1 day) is to provide a recommendation of candidates; and the third on-site or virtual meeting (1 day) is to facilitate finalist interviews.

Additional Service Costs
The following “menu” details fees for additional services, if requested by the City.

Facilitation of Community Forum $1,500
Community Survey & Analysis of Results $1,500
Additional meeting day (up to four days as detailed herein are included) $500 - $1,000/mtg + travel exp Any additional full background check (if more than 1 background is requested) $300/each * Additional placement within organization $5,000 (if selected within one year) *If the City of Gonzales hires an additional candidate from among those recommended for another position within one year of the close of the recruitment, a fee of $5,000 will be charged to the City.

Process of Payment
One-third of the all-inclusive fee is due as a retainer upon execution of the agreement. This retainer covers upfront and necessary expenses incurred by Peckham & McKenney on the City’s behalf for consultant travel and advertising. If the retainer is not received by Peckham & McKenney within 30 days of execution of the agreement, we will suspend the recruitment process until payment is received. The second third of the full payment will be invoiced one month from contract execution, and it is due within 30 days following the invoice date. The final third of the full payment will be invoiced two months from contract execution, and it is due within 30 days following the invoice date.

If the City of Gonzales requires a different payment schedule, this must be agreed upon within the contract. Peckham & McKenney expects payment of all invoices in a timely manner.

Agreement
Peckham & McKenney is the operating name of City Management Advisors LLC, Anton Dahlerbruch, Managing Member.

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Attachment: P&M Proposal (2323 : Recruitment Services for the Position of Community Development Director) 11 Insurance
City Management Advisors doing business as Peckham & McKenney carries Professional Liability Insurance ($1,000,000 limit), Commercial General Liability Insurance ($2,000,000 General Liability, and $4,000,000 Products) and Automobile Liability Insurance ($1,000,000).

Our Insurance Broker is B&B Premier Insurance Solutions, Agoura Hills, CA.

Necessary insurance documentation will be provided to the City of Gonzales in a timely manner.

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Attachment: P&M Proposal (2323 : Recruitment Services for the Position of Community Development Director) 12 GUARANTEE AND ETHICS
Placement Guarantee Our placement record is particularly strong in that 89% of the candidates we have placed remain in those positions for over five years. In the unlikely event, however, that a candidate recommended by our firm (external candidates only) leaves your employment for any reason within a first year from appointment (except in the event of budgetary cutbacks, promotion, position elimination, or illness/death), we agree to provide a one-time replacement at no additional charge, except expenses.

Reopening the Recruitment Throughout the recruitment process, all of our efforts are made to ensure a successful placement of a candidate who fits the Candidate Profile. It is extremely rare that our recruitment process fails to produce a preferred candidate in the first instance. If the search process, however, does not produce a successful placement, and there is an understanding that the City of Gonzales and Peckham & McKenney each take responsibility for whatever errors may have been made, we will conduct a second recruitment process for the cost of expenses only (approximately $7,500).

As Albert Einstein said, the definition of insanity is “doing the same thing over and over again and expecting different results.” Prior to reopening the recruitment again, we will thoroughly review with the City what adjustments in approach, compensation, or other variables may be necessary to ensure a successful outcome.

Ethics Time and again, we receive unsolicited comments from clients and candidates relating to our integrity and high ethics.
 First, we believe in honesty. No client should ever appoint an individual without being fully knowledgeable of the candidate’s complete background and history. Conversely, no candidate should ever enter into a new career opportunity without full disclosure of any organizational “issues.”
 We strive to keep everyone involved in a recruitment process informed of the status. Not only do we provide regular updates to our clients, but we also have a reputation for keeping our candidates posted.
 As recruitment professionals, we do not recruit our placements -- ever. Should a placement of ours have an interest in a position for which we are recruiting, they may choose to apply.

However, if they become a finalist, we ask that they speak to their supervisor to alert them of their intent.
 During an active engagement, we do not recruit staff from our client agencies for another recruitment. Nor do we “parallel process” a candidate, thereby pitting one client against another for the same candidate.
 We are retained only by client agencies and not by our candidates. While we have a reputation for being actively involved in the profession and providing training, workshops, and general advice to candidates, we represent only our clients. In addition, we always represent and speak of our clients in a positive manner; during the recruitment engagement as well as years after.

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Attachment: P&M Proposal (2323 : Recruitment Services for the Position of Community Development Director) 13 CLIENT REFERENCES
Please feel free to contact any of the following current and recent clients to inquire about their experience with Peckham & McKenney. In addition, we would be pleased to furnish the client contact and phone numbers for any past clients listed in this proposal.

City of Oakley, City Manager (2021)
Derek Cole, City Attorney
(916) 212-7387; [email protected]
City of Hayward, CA – Assistant City Manager (2021)
Kelly McAdoo, City Manager
(510) 583-4305; [email protected]

City of Brentwood, CA – Assistant City Manager (2021 – Currently Underway), (Recruiter: M. Hurtado)
Sukari Beshears, Human Resources Director
(925) 864-8212 or (925) 516-5131; [email protected] Town of Los Altos Hills – Public Works Director (2021), Planning Director (2021) Sarina Revillar, Administrative Services Director
(408) 515-8825; [email protected]
City of San Pablo, CA – Finance Director (2021), City Attorney (Currently Underway) Alicia Southern, HR Manager
(510) 215-3002; [email protected], or
Charles Ching, Assistant City Manager
(707) 386-8067; [email protected]
Contra Costa County - Human Resources Manager (2021)
Tina Pruett, HR Manager
(925) 655-2179; [email protected] or
Ann Elliott, HR Director
(925) 655-2147; [email protected]
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Attachment: P&M Proposal (2323 : Recruitment Services for the Position of Community Development Director) 14 DIVERSITY STATEMENT
Peckham & McKenney is committed to diversity in its broadest possible definition in every aspect of each executive recruitment our firm provides. We take pride in the placement of women and applicants of diversity, and are known for long, successful tenures of candidates selected by the agency. In the last 5 years, 53% of Peckham & McKenney placements are women and people of color.

Peckham & McKenney does not discriminate on the basis of race, color, religion, creed, sex/gender, national origin/ancestry, disability, pregnancy, sexual orientation (including transgender status), marriage or family status, military status, or age. We are fully compliant with all applicable federal and state employment laws and regulations in all of our recruitments.

For over 30 years, founder Bobbi Peckham has been a champion of women seeking executive leadership positions within local government. Through leadership positions in organizations, as a speaker at conferences, and in professional roles in city management, other members of our recruitment team additionally have a history of promoting diversity in local government positions. With our diverse team of Recruiters, Peckham & McKenney goes to great lengths to support, promote and advocate for diversity in the recruitment and hiring processes.

In addition to all other outreach methods, our firm utilizes the Local Government Hispanic Network (LGHN), National Forum of Black Public Administrators (NFBPA), and Women Leading Government (WLG) to advertise searches, as well as the National Diversity Network, which ensures placement of your opportunity with the following online venues:
 African American Job Network
 Asian Job Network
 Disability Job Network
 Latino Job Network
 LGBT Job Network
 Retirement Job Network
 Veteran Job Network
 Women’s Job Network
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Attachment: P&M Proposal (2323 : Recruitment Services for the Position of Community Development Director) City of Gonzales

PUBLIC WORKS / CITY ENGINEER DEPARTMENT

STAFF REPORT
TO: Honorable Mayor Rios and City Council
DATE: January 18, 2022
FROM: Patrick Dobbins, Public Works Director/City Engineer THROUGH: René L. Mendez, City Manager
SUBJECT: Resolution 2022-02 Authorizing a Grant Application for the Community Center Complex

RECOMMENDATION
It is recommended that your Council Approve Resolution No. 2022-02, A Resolution of the City Council of the City of Gonzales Approving a Grant Application for the proposed Community Center Complex for the California Rural Recreation and Tourism Program; and Authorize the City Manager to Submit Grant Documents to the State Department of Parks and Recreation Office of Grants and Local Services.

BACKGROUND
City staff completed a comprehensive Community Outreach effort to obtain input for the programing and layout of the proposed Community Center Complex, which City Council approved at its December 6, 2021, meeting. The preparation of design criteria and basis for design documents is underway and will be presented to the City Council for approval on February 21, 2022. The Community Center Complex will be constructed on a city-owned parcel just east of Fairview Middle School and will include the following elements:

1. Community Center with a large multi-purpose room, raised platform stage, flexible meeting and classrooms, restrooms, offices, a commercial kitchen, and a stand-alone gymnasium.

2. Monterey County Free Libraries (MCFL) – Gonzales Branch Library.

3. Teen Innovation Center.

4. On-site parking, landscaping, courtyard amphitheater and areas for outdoor activities.

AGENDA
ITEM
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A project webpage was created at the City website with background materials and other information on the project. https://gonzalesca.gov/engaged-community/gonzales-community-center-complex

REVIEW AND ANALYSIS
The Legislature and Governor of the State of California have approved and allocated $23,125,000 for competitive grants under the Rural Recreation and Tourism Program (RRT) in support of projects which promote economic, tourism, health, and cultural enrichment for rural communities.

The maximum individual grant award is $3,000,000. Competitive projects will improve the “Health of Residents” and “attract out of town visitors.” Based upon the size of the Gonzales community and median household income, Gonzales would be required to provide 20% matching funds.

The Community Center Complex includes several grant eligible improvements such as:
• Amphitheater/performing arts dance, music, and theater stage • Gym exercise equipment and outdoor exercise amenities • Playground and tot lots
• As well as support amenities such as restrooms, parking lot and landscaping and lighting.

The State of California Department of Parks and Recreation Office of Grants and Local Services requires the City to certify by resolution, approval of an application submittal, with the application package.

GRANT CRITERIA
Grant applications will be scored based on the following summarized selection criteria:

1. Median Household Income and Low Population Density

2. Residents Health and Significant Visitor Attraction

3. New Recreation features

4. Community Engagement with programming/design input, employment opportunities and Partnerships/committed funding

5. Environmental design

6. Public use fees and hours of operation

7. Community funding challenges/need for project and project readiness

SCHEDULE
The State of California Department of Parks and Recreation Office of Grants and Local Services Grant schedule is as follows:
1 Project Information Package and Council Resolution submitted January 20, 2022 2 State Reviews Grant Application Package and issues Grant Awards February thru June 2022 How Recommendation Supports the Vision
Gonzales will continue to be a safe, clean, family-friendly community, diverse in its heritage, and committed to working collaboratively to preserve and retain its small-town charm.

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Explain: Constructing a Community Center will provide residents with a facility for a wide variety of public and private functions, recreation programs and other activities which will enhance the quality of life of Gonzales residents.

City services will be delivered in a cost-effective, respectful, and friendly manner to insure the safety and well-being of the residents and the promotion of business, recreational, housing and employment opportunities in an environmentally sustainable manner. X Yes No N/A Explain: See Vision explanation above.

Strong fiscal policies allow us to provide appropriate infrastructure for:
• Public Safety X Yes No N/A
• Housing X Yes No N/A
• Recreation X Yes No N/A
• Environment X Yes No N/A
• Education X Yes No N/A
Explain: See above.

ALTERNATIVES
The alternative is to not apply for this grant and the City would fund 100% of the Capital Improvements requested in the Grant Application.

BUDGET IMPACT
The total Cost Estimate for the Grant Eligible work scope of the Community Center Complex is $3,750,000 and if the City is awarded a grant, it would receive 80% of these eligible costs or $3,000,000.

The remaining funds will be provided by Measure X revenue proceeds.

CONCLUSION
Approve Resolution 2022-02 Approving a Grant Application for the proposed Community Center Complex for the California Rural Recreation and Tourism Program and authorize the City Manager to Submit Grant Documents to the State Department of Parks and Recreation Office of Grants and Local Services.

Attachments:

1. Public Resources Code - Section 80001(b)(8 A-G)

2. Excerpt of Rural Recreation and Tourism Program Application Guide

3. Resolution No. 2022-02
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Public Resources Code – Chapter 80001(b)(8A-G)
(b) It is the intent of the people of California that all of the following shall occur in the implementation of this division:
(1) The investment of public funds pursuant to this division will result in public benefits that address the most critical statewide needs and priorities for public funding. (2) In the appropriation and expenditure of funding authorized by this division, priority will be given to projects that leverage private, federal, or local funding or produce the greatest public benefit. (3) To the extent practicable, a project that receives moneys pursuant to this division will include signage informing the public that the project received funds from the California Drought, Water, Parks, Climate, Coastal Protection, and Outdoor Access For All Act of 2018. (4) To the extent practicable, when developing program guidelines for urban recreation projects and habitat protection or restoration projects, administering entities are encouraged to give favorable consideration to projects that provide urban recreation and protect or restore natural resources.

Additionally, the entities may pool funding for these projects. (5) To the extent practicable, a project that receives moneys pursuant to this division will provide workforce education and training, contractor, and job opportunities for disadvantaged communities. (6) To the extent practicable, priority for funding pursuant to this division will be given to local parks projects that have obtained all required permits and entitlements and a commitment of matching funds, if required.
(7) To the extent practicable, administering entities should measure or require measurement of greenhouse gas emissions reductions and carbon sequestrations associated with projects that receive moneys pursuant to this division.
(8) To the extent practicable, as identified in the “Presidential Memorandum--Promoting Diversity and Inclusion in Our National Parks, National Forests, and Other Public Lands and Waters,” dated January 12, 2017, the public agencies that receive funds pursuant to this division will consider a range of actions that include, but are not limited to, the following:
(A) Conducting active outreach to diverse populations, particularly minority, low-income, and disabled populations and tribal communities, to increase awareness within those communities and the public generally about specific programs and opportunities. (B) Mentoring new environmental, outdoor recreation, and conservation leaders to increase diverse representation across these areas.
(C) Creating new partnerships with state, local, tribal, private, and nonprofit organizations to expand access for diverse populations.
(D) Identifying and implementing improvements to existing programs to increase visitation and access by diverse populations, particularly minority, low-income, and disabled populations and tribal communities.

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Attachment: Public Resources Code - Section 80001(b)(8 A-G) (2318 : Resolution No. 2022-02 Authorizing a Grant Application for the (E) Expanding the use of multilingual and culturally appropriate materials in public communications and educational strategies, including through social media strategies, as appropriate, that target diverse populations.
(F) Developing or expanding coordinated efforts to promote youth engagement and empowerment, including fostering new partnerships with diversity-serving and youth-serving organizations, urban areas, and programs.
(G) Identifying possible staff liaisons to diverse populations.

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Attachment: Public Resources Code - Section 80001(b)(8 A-G) (2318 : Resolution No. 2022-02 Authorizing a Grant Application for the

Final Application Guide

for the

California Drought, Water, Parks, Climate, Coastal
Protection, and Outdoor Access for All Act of 2018
Rural Recreation &
Tourism Program

(RRT)

California Department of Parks and
Recreation

Office of Grants and Local Services

www.parks.ca.gov/rrt
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Attachment: Excerpt of Rural Recreation and Tourism Program Application Guide (2318 : Resolution No. 2022-02 Authorizing a Grant

State of California Department of Parks and Recreation
Office of Grants and Local Services

DEPARTMENT MISSION
The mission of the California Department of Parks and Recreation (DPR) is to provide for the health, inspiration, and education of the people of California by helping to preserve the state’s extraordinary biological diversity, protecting its most valued natural and cultural resources, and creating opportunities for high-quality outdoor recreation.

COMMUNITY ENGAGEMENT DIVISION MISSION
Encouraging healthy communities by connecting people to parks, supporting innovative recreational opportunities, embracing diversity, fostering inclusivity, and delivering superior customer service, with integrity for the enrichment of all.

THE OFFICE OF GRANTS AND LOCAL SERVICES (OGALS) MISSION To address California’s diverse recreational, cultural and historical resource needs by developing grant programs, administering funds, offering technical assistance, building partnerships, and providing leadership through quality customer service.

OGALS VISION GOALS
• Proactive in meeting California’s park and recreation needs through innovative grant programs and customer service.
• Commitment to providing quality customer service in every interaction and transaction as honest, knowledgeable, and experienced grant administrators. • Sensitive to local concerns while mindful of prevailing laws, rules, and regulations.
• Responsive to the needs of applicants, grantees, non-profit organizations, local governments, tribes, and legislative members, as partners working to improve the quality of life for all Californians by creating new parks and recreation opportunities.

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Attachment: Excerpt of Rural Recreation and Tourism Program Application Guide (2318 : Resolution No. 2022-02 Authorizing a Grant

I. PROGRAM OVERVIEW
I. PROGRAM OVERVIEW
INTENT
Rural Recreation and Tourism Program (RRT) competitive grants will create NEW RECREATION FEATURES in support of economic, tourism, and HEALTH related goals.

Competitive projects will improve the HEALTH of RESIDENTS and attract out of town VISITORS.

To qualify as RURAL, the PROJECT SITE must meet these thresholds:

1. Be in a county with a population below 500,000 people, and, in a city/town/census designated place that has a population below 50,000 people.

2. Be in a county with a population below 500,000 people, and, in a city/town/census designated place that has a population below 80,000 people, provided that the county below 500,000 people has adopted State planning priorities pursuant to Government Code Section 65041.1. The applicant shall include in the RRT application a letter or other documentation from the County's Planning Agency confirming the county has adopted one or more State planning priorities found in Government Code Section 65041.1 to limit sprawl, protect environmental and agricultural resources, and encourages efficient infill development patterns within incorporated city limits.

Ineligible project sites are any of the following:

A) All projects in counties with populations above 500,000 people, regardless of city population.

AND
B) Projects in a city/town/census designated place that has a population above 50,000 people, even if the county population is below 500,000 people. For the exception, see 2 above.

FUNDING
• $23,125,000 is available.
• Use this Guide to submit RRT APPLICATIONS.
• This program is established in Public Resources Code §80090(a)-(b).

ELIGIBLE APPLICANTS
• Cities
• Counties
• DISTRICTS (per Public Resources Code §80090(a) and defined on page 66) 4 Packet Pg. 70
Attachment: Excerpt of Rural Recreation and Tourism Program Application Guide (2318 : Resolution No. 2022-02 Authorizing a Grant

I. PROGRAM OVERVIEW

TYPES OF PROJECTS
A PROJECT must involve either DEVELOPMENT or a combination of ACQUISITION and DEVELOPMENT to create a NEW RECREATION FEATURE(S).

While RENOVATION may be included, APPLICATIONS will be more competitive if a majority of the TOTAL PROJECT COST creates a NEW RECREATION FEATURE(S).

All PROJECTS must create or RENOVATE at least one RECREATION FEATURE. NEW RECREATION FEATURE(S) can be either outdoor or indoor. Examples of outdoor and indoor RECREATION FEATURES include but are not limited to the following:

RECREATION FEATURES (eligible examples)
• ACQUISITION of land:
• Combined with DEVELOPMENT of a NEW RECREATION FEATURE.

• Already has a RECREATION FEATURE for public use at close of escrow. For EXPANSIONS, this may include acquiring adjacent land to protect viewsheds or create new access.
• Aquatic center, swimming pool, splash pad, fishing pier or paddling launch site • Amphitheater/performing arts dance, music, and theater stage • Regional Sports Complex
• Athletic fields (soccer regulation or “futbol-rapido”, baseball, softball, football) • Athletic courts (basketball, “futsal”, tennis, pickleball, etc.) • Year around complexes
• Winter recreation features: skiing, snowboarding, snowshoeing, etc. • Summer recreation features: hiking, mountain biking, equestrian, etc. • Visitor, interpretive, cultural, historical structures • Wildlife viewing structure or shade structure/COVERED PARK area • Non-motorized trail, Equestrian trail, bikeways, pedestrian/bicycle bridge • Botanical or demonstration gardens and orchards
• Recreation center/gymnasium
• Dog park
• Jogging and walking loop, par course, running track
• Gym exercise equipment (stations fixed into ground) or outdoor exercise equipment

• Disc Golf
• Open space and natural area for public recreation use • Campground (developed or primitive campsites)
• Picnic/Bar-B-Que areas
• Playground and tot lot
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Attachment: Excerpt of Rural Recreation and Tourism Program Application Guide (2318 : Resolution No. 2022-02 Authorizing a Grant

I. PROGRAM OVERVIEW
• Plaza, zocalo, gazebo
• Public art (mosaic tiles, sculptures, murals)
• Skate park, skating, roller blading, or ice rink, and BMX or pump track (nonmotorized bike tracks)

• Lighting to allow for extended nighttime use of an existing RECREATION FEATURE is considered a RENOVATION.

MAJOR SUPPORT AMENITIES (eligible examples)
A PROJECT may also include MAJOR SUPPORT AMENITIES such as:
• Restroom building, snack shack
• Parking lot, staging area, pathway for access to a RECREATION FEATURE • Landscaping or lighting that will be constructed throughout the PROJECT SITE As a reminder, APPLICATIONS will be more competitive if the majority of the TOTAL PROJECT COST creates a NEW RECREATION FEATURE(S).

APPLICATIONS only for MAJOR SUPPORT AMENITIES are ineligible; a project must create or RENOVATE at least one RECREATION FEATURE.

GRANT AMOUNT PER APPLICATION
• Maximum grant request per APPLICATION/PROJECT SITE: $3,000,000 • Minimum grant request per APPLICATION/PROJECT SITE: $200,000 One PROJECT SITE = One Application:

Each PROJECT SITE requires its own, separate APPLICATION. Only one APPLICATION, requesting up to $3 million, may be submitted for the same PROJECT SITE.

Multiple PROJECT SITES = Multiple Applications:

An APPLICANT may submit multiple APPLICATIONS for different PROJECT SITES. An

APPLICANT can potentially receive multiple GRANT awards that total more than $3 million.

There is no limit to the number of grant awards an APPLICANT may receive.

No MATCH is required if:

The PROJECT SITE’S area has a median household income of $56,982 or less according to the Community FactFinder. *The GRANT by itself may fund the entire PROJECT.

MATCH is required if:

The PROJECT SITE’S area has a median household income above $56,982 according to the Community FactFinder. *If the median household income is above $56,982, the GRANT can fund up to 80% of the TOTAL PROJECT COST. MATCH is at least (no less than) 20% of the TOTAL PROJECT COST.
* See page 15 and 55 about using the Community FactFinder for the project area’s median household income.
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Attachment: Excerpt of Rural Recreation and Tourism Program Application Guide (2318 : Resolution No. 2022-02 Authorizing a Grant

I. PROGRAM OVERVIEW

AMOUNT AVAILABLE
$23,125,000 will be awarded through one ROUND of Proposition 68 funding.

The GRANT PERFORMANCE PERIOD is July 1, 2020 - June 30, 2025.

APPLICATION DEADLINE
The APPLICATION deadline will be announced at parks.ca.gov/rrt.

APPLICATION PROCESS

1. Review the “Competitive Chart” at parks.ca.gov/rrt.
• The “Competitive Chart” is an important technical assistance tool that outlines what needs to be prioritized and considered for a competitive RRT APPLICATION.

2. Review this guide to understand the competitive APPLICATION requirements in more detail.

3. Participate in the extensive technical assistance methods such as APPLICATION workshops and contacting OGALS RRT experts. See page 54 for a complete list.

4. Review the GRANT ADMINISTRATION GUIDE, including CONTRACT provisions, to understand the requirements if the competitive APPLICATION is selected for funding.

5. Submit the APPLICATION to OGALS online by the application deadline announced at parks.ca.gov/rrt. APPLICATION submittal instructions are found on page 10.

6. As another form of technical assistance, APPLICANTS may be advised to correct or complete documents after the APPLICATION is submitted.
• Exception: Project Selection Criteria (pages 14– 30) responses must be complete by the APPLICATION deadline. Revisions will not be accepted.

7. The competitive APPLICATION(S) will be evaluated and ranked based on Project Selection Criteria responses. GRANT award decisions will be announced approximately five months after the application deadline. APPLICANTS will receive either a GRANT award or GRANT denial letter.
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Attachment: Excerpt of Rural Recreation and Tourism Program Application Guide (2318 : Resolution No. 2022-02 Authorizing a Grant

I. PROGRAM OVERVIEW

GRANT ADMINISTRATION PROCESS AND PERFORMANCE PERIOD

1. APPLICANTS who receive a grant award letter from OGALS must attend a mandatory grant administration workshop.

2. After the mandatory workshop, OGALS will send a CONTRACT to the APPLICANTS.

3. After a signed CONTRACT is returned and signed by the State, the APPLICANT becomes a GRANTEE. The GRANTEE will receive a deed restriction/grant notice to record on the title to the property if the GRANTEE owns the land. The deed restriction/grant notice refers to the CONTRACT that requires GRANTEES to ensure operation and maintenance of the PROJECT SITE for 30 years.

4. The GRANT PERFORMANCE PERIOD starts with the APPROPRIATION DATE. If the grant is awarded, PRE-CONSTRUCTION COSTS dating back to the APPROPRIATION DATE may be reimbursed.

5. PROJECT COMPLETION is at least three months before the end of the GRANT PERFORMANCE PERIOD.

6. Send the final payment request to OGALS at least three months before the end of the GRANT PERFORMANCE PERIOD. This gives time for OGALS to review the payment documents, conduct a final site inspection, and process the final payment through the State Controller’s Office.

7. The CONTRACT requires GRANTEES to ensure operation and maintenance of the PROJECT SITE for 30 years. The 30-year period begins with the APPROPRIATION DATE.
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Attachment: Excerpt of Rural Recreation and Tourism Program Application Guide (2318 : Resolution No. 2022-02 Authorizing a Grant RESOLUTION NO. 2022-02

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF GONZALES

APPROVING AN APPLICATION FOR RURAL RECREATION AND TOURISM

PROGRAM GRANT FUNDS
WHEREAS, the State Department of Parks and Recreation has been delegated the responsibility by the Legislature of the State of California for the administration of the Rural Recreation and Tourism Grant Program, setting up necessary procedures governing the application; and
WHEREAS, said procedures established by the State Department of Parks and Recreation require the Applicant to certify by resolution the approval of the application before submission of said application to the State; and
WHEREAS, successful Applicants will enter into a contract with the State of California to complete the Grant Scope project;
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Gonzales hereby approves the filing of a grant application for the City of Gonzales Community Center Project: Supporting Arts, Recreation, and Economic Development in a Rural Community; and

1. Certifies that the city has or will have available, prior to commencement of any work on the project included in this application, sufficient funds to complete the project; and

2. Certifies that if the project is awarded, the city has or will have sufficient funds to operate and maintain the project, and

3. Certifies that the city has reviewed, understands, and agrees to the General Provisions contained in the contract shown in the Grant Administration Guide; and

4. Delegates the authority to the City Manager to conduct all negotiations, sign and submit all documents, including, but not limited to applications, agreements, amendments, and payment requests, which may be necessary for the completion of the Grant Scope; and

5. Agrees to comply with all applicable federal, state, and local laws, ordinances, rules, regulations, and guidelines.

6. Will consider promoting inclusion per Public Resources Code §80001(b)(8 A-G).

PASSED AND ADOPTED at a regular meeting of the City Council of the City of Gonzales duly held on the 18th day of January 2022, by the following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

Jose L. Rios, The Honorable Mayor
ATTEST:

Mary Villegas, Deputy City Clerk
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Attachment: Resolution No. 2022-02 (2318 : Resolution No. 2022-02 Authorizing a Grant Application for the Community Center Complex) City of Gonzales

CITY MANAGER DEPARTMENT

STAFF REPORT
TO: Honorable Mayor Rios and City Council
DATE: January 18, 2022
FROM: Rene Mendez, City Manager
SUBJECT: Resolution No. 2022-03 CalPro Memorandum of Understanding

RECOMMENDATION
Staff recommends the City Council approve Resolution No. 2022-03, A Resolution of the City Council of the City of Gonzales Authorizing the Execution of a Memorandum of Understanding (MOU) between the City of Gonzales and the Painters & Allied Trades, District Council 36, on Behalf of CalPro, the California Professional Employees, Local Union #2345 for 2022 thru 2024.

BACKGROUND
The current 3-year MOU with the Public Works’ employee group ended December 31, 2021. Staff has been meeting with a representative of the employee group over the last several weeks to negotiate a new MOU.

REVIEW AND ANALYSIS
Resolution No. 2022-03 (attached) represents the Tentative Agreements between City staff and the employee representative for a new 3-year MOU that would go through the end of 2024. Specifically, the proposed MOU reflects:

1. A salary equity adjustment to the appropriate pay scales (Attachment A to the MOU) of the positions in this employee group for 2022, to bring the salaries in line with the rest of the South County Cities;

2. An increase in the progression between salary steps from 4% to 4.5% to again bring the salaries in line with the rest of the South County Cities;

3. A 3.5% salary adjustment for 2023 and 2024;

4. An increase in the safety boots allowance from $150 to $200 annually to keep pace with inflation;

5. An increase in the certificate incentive pay from $25 to $50 per certificate, not to exceed $200 per month; and
AGENDA
ITEM
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6. A few minor language clarifications.

The fiscal components of the new MOU would go into effect the first pay period in January 2022 and subsequent adjustments would go into effect the first pay period of the year for 2023 and 2024.

In addition, while negotiating and presenting for approval new MOUs are part of doing business, it is important to point out that our Public Work Employees during the very challenging last two years, have really stepped up to help the community get through the COVID-19 Pandemic. Whether maintaining the infrastructure in a heighten safety environment, building the little food pantries, installing the parklets to keep our restaurants operational, enhanced cleaning of all facilities, providing staff food and mask distributions efforts, names just some of the efforts undertaken and/or supported by Public Works.

Explain: The MOU continues the positive Employer-Employee relation with the Public Works employees necessary for good employee relationships, that would result in maintaining a high level of public service necessary to keep the operations of the City moving forward.

Explain: Public Works employees represented by this union are an essential part of the excellent services provided to the community. To continue to enhance the quality of life in Gonzales, employees must be valued and appreciated as this MOU does.

Explain: Staff believes the attached MOU represents a cost-effective way to provide for the community and the employees represented.

Strong fiscal policies allow us to provide appropriate infrastructure for:
• Public Safety X Yes No N/A
• Housing Yes No X N/A
• Recreation X Yes No N/A
• Environment X Yes No N/A
• Education Yes No X N/A
Explain: Positive labor relationships are necessary to ensure the high level of service necessary to maintain the City’s infrastructure.

ALTERNATIVES
Alternative 1 – The City Council could make changes in the Resolution or Memorandum of Understanding.

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Alternative 2 – The City Council could direct the City Manager to renegotiate the Memorandum of Understanding.

Staff recommends against either of these alternatives as the employees bargaining group negotiated fairly, and the results are very similar to previous efforts.

BUDGET IMPACT
The three-year cost impact of the proposed MOU is $87,500. On annual basis costs are estimated at $40,060 for 2022; $23,400 for 2023; and $24,040 for 2024. These cost impacts will be spread out over multiple funds and as a result, there is sufficient room in the budget to cover the increases.

CONCLUSION
Staff recommends the City Council approve Resolution No. 2022-03, A Resolution of the City Council of the City of Gonzales Authorizing the Execution of a Memorandum of Understanding (MOU) between the City of Gonzales and the Painters & Allied Trades, District Council 36, on Behalf of CalPro, the California Professional Employees, Local Union #2345 for 2022 thru 2024.

Attachments:

1. Resol 22-03 CalPro MOU

2. MOU 2022-2024

3. Exhibit A - PW Unit Proposed Salary Scale Adj.

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RESOLUTION NO. 2022-03

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF GONZALES

AUTHORIZING THE EXECUTION OF A MEMORANDUM OF

UNDERSTANDING BETWEEN THE CITY OF GONZALES AND THE
PAINTERS & ALLIED TRADES, DISTRICT COUNCIL 36, ON BEHALF OF

CALPRO, THE CALIFORNIA PROFESSIONAL EMPLOYEES, LOCAL UNION #2345 FOR 2022 THRU 2024
WHEREAS, the City and the Painters & Allied Trades District Council 36 (Public Works Employees Bargaining Unit hereinafter referred to as the Union) have agreed to the terms and conditions of a Memorandum of Understanding for the years 2022 thru 2024 for non-management or supervising regular field employee classifications such as Mechanic I, Mechanic II, Maintenance Worker, and Public Works Technician.

NOW THEREFORE, BE IT HEREBY RESOLVED by the City Council of the City of Gonzales that the City Manager is hereby authorized and directed for and on behalf of the City of Gonzales, to execute a Memorandum of Understanding with the Painters & Allied Trades District Council 36 Bargaining Unit for the years 2022 thru 2024, in the form of the document hereunto attached and marked Exhibit A and by reference made a part hereof.

PASSED AND ADOPTED by the City Council of the City of Gonzales at a regular meeting duly held on the 18
th day of January, 2022 by the following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

Jose L. Rios, The Honorable Mayor
ATTEST:

Mary Villegas, Deputy City Clerk
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Attachment: Resol 22-03 CalPro MOU (2315 : Resolution No. 2022-03 CalPro MOU)

Page 1 of 20 ends

MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF GONZALES
AND
PAINTERS AND ALLIED TRADES DISTRICT COUNCIL 36 on behalf of CALPRO Local Union #2345 of the INTERNATIONAL Union OF

PAINTERS AND ALLIED TRADES AFL/CIO
This Memorandum of Understanding and agreement is made by and between the City of Gonzales, a municipal corporation, hereinafter called City, and Painters & Allied Trades, District Council 36, on behalf of CALPRO, the California Professional Employees, Local Union #2345, hereinafter called Union, pursuant to the provisions of Government Code 3500 (et seq.).

ARTICLE 1. RECOGNITION
The City recognizes the Union as the exclusive representative for those employed by the City OF GONZALES working in the Public Works Department non-management and supervising positions, including, and not limited to the following classifications:

Mechanic I
Mechanic II
Maintenance Worker
Public Works Technician
The collective bargaining unit shall hereinafter be referred to as the Public Works Unit, pursuant to the provisions of the Meyers-Milias-Brown Act (Government Code Section 3500, et seq.), Chapter 15 of the City Personnel Rules, Regulations and Policies- Employer-Employee Organization Relations.

Representatives of the Union and the City have met and conferred in good faith and have reached an understanding with respect to the terms and conditions of employment of City employees within the Public Works Unit.

The word “employee,” as used in this agreement, means an employee within the Public Works Unit that has successfully completed their Probationary Period as defined in the City Personnel Rules, Regulation and Policies. Any new Regular full-time classification created by the City within the Public Works Department, whose position is not of supervisory nature as designated by the CITY, shall be included in the Public Works Unit represented by the Union.

ARTICLE 2. EMPLOYER-EMPLOYEE RELATIONS INCORPORATED
Chapter 15 of the City Personnel Rules, Regulations and Policies - Employer-Employee Organization Relations is incorporated herein and by reference made a part of this agreement, and the provisions of this agreement shall be construed and interpreted in a manner consistent with the provisions of said resolution. Wherever in this agreement reference is made to the City Manager of the CITY, such reference is to him or her in his or her capacity as Employee Relations Officer pursuant to said resolution.

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Attachment: MOU 2022-2024 (2315 : Resolution No. 2022-03 CalPro MOU)

Page 2 of 20 ends

ARTICLE 3. NONDISCRIMINATION
The provisions of this agreement shall be applied equally to all employees covered hereby without discrimination because of race, color, sex, age, national origin, religious affiliation, or union membership.

Employees may elect to exercise their right to join and participate in the activities of the union for the purposes of representation in all matters of their working conditions and employer-employee relations.

The parties agree that there shall be no restraint, coercion, or interference with any employee with respect to, or because of, the employee’s membership in said UNION.

ARTICLE 4: UNION MEMBERSHIP
Section 1: The Union agrees that it has a duty to provide fair representation to all employees in the unit for which this Agreement is applicable, regardless of whether they are members of the UNION.

Section 2: Union shall provide City with an executed Employee Authorization for Payroll Deduction Form for each employee who has chosen to become union member. The City agrees to deduct, as a single, monthly deduction, dues for all such member employees hired within thirty (30) days receipt of the after mentioned Form and such other deductions as approved by the Union Bylaws and authorized, in writing, by the individual employees with membership in the General Unit as one deduction pursuant to City payroll operations.

Any changes in previously authorized deduction amounts shall be initiated by the Union no more frequently than once a year. Cancellation of the Union deduction by a member employee shall be in writing and delivered to the Union by the employee canceling the deduction.

Section 3: Compliance: An employee in or hired into a job classification represented by the Union shall be provided with an Employee Authorization for Payroll Deduction form by the UNION.

Section 4: Forfeiture of Deductions: If the balance of an employee’s wages, after all other involuntary and insurance premium deductions are made in any one pay period, is not sufficient to pay deductions required by this Agreement, no such deduction shall be made for that period.

Section 5: Hold Harmless: It is further agreed that the Union shall indemnify and save the City harmless against any and all claims, demands, suits or other forms of liability that shall arise out of, or by reason of, action taken or not taken by the City for the purpose of complying with the provisions of this section.

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Attachment: MOU 2022-2024 (2315 : Resolution No. 2022-03 CalPro MOU)

Page 3 of 20 ends

ARTICLE 5. HOURS OF WORK
Section 1: The Standard work week shall begin at 12:00:01 a.m. on Saturday and end at 12:00:00 midnight on the following Friday. Within that work week, the standard work schedule shall be forty (40) hours. Scheduling of working hours within the standard work week shall be done by the Department Head for all departmental employees.

Section 2: Each employee shall be allowed a daily lunch period of one-hour duration unless otherwise authorized by the Department Manager. Said lunch period shall not be included in the employee’s work hours. It may be taken away from the work site, provided equipment and the work area are properly and safely secured.

Section 3: Each employee shall be allowed two (2) rest breaks of fifteen (15) minutes each, one of which shall be prior to, and one of which shall be after the lunch period as scheduled and/or approved by the Supervisor.

ARTICLE 6. COMPENSATION
Section 1: Salary Adjustment Schedule: The City agrees that all classifications within the Public Works unit may be entitled to a wage increase in accordance with the following schedule and procedure:

Equity Adjustment per the Revised Salary Schedule (Exhibit A): Effective the first full pay period in January 2022;

3.5% Effective the first full pay period in January 2023

3.5% Effective the first full pay period in January 2024 Section 2: The parties agree to reopen negotiations on any scheduled increases and/or health benefits improvements if the State of California significantly reduces its reimbursements and payments to the CITY, and/or if the City demonstrates with a factual showing that the condition of the local economy is such that these MOU obligations cannot be met in a sound and fiscally responsible manner.

Section 3: The City shall undertake a Pay and Classification Plan study every five (5) years. If the classified employees represented by CALPRO desire that the study be conducted every three (3) years, then CALPRO will contribute 50% of the cost to the City for the consultant and the cost of conducting the study.

Section 4: The City and Union agree to meet and confer on the implementation of the recommendations resulting from the Compensation and Classification Plan Study.

SECTION 7: TENURED (LONGEVITY) PAY
The City agrees to provide Tenured (Longevity) adjustments to base salary pursuant to the following schedule:

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• All unit members who have been employed with the City for at least fifteen (15) years will be compensated an additional two percent (2%) of the employee’s base pay; • All unit members who have been employed with the City for at least twenty (20) years will be compensated an additional two percent (2%) of the employee’s base pay; • All unit members who have been employed with the City for at least twenty (25) years will be compensated an additional two percent (2%) of the employee’s base pay. • All unit members who have been employed with the City for at least twenty (30) years will compensated an additional two percent (2%) of the employee's base pay.

ARTICLE 8: BILINGUAL PAY:

For all the classifications within the Public Works Unit, upon approval by management, according to City’s need, and upon the employee passing a City-sponsored test for bilingual verbal skills, City shall pay 5% of base salary per month s bilingual pay.

ARTICLE 9: STAND-BY:

For the classifications of Maintenance Worker and Public Works Technician, the stand-by period shall be from Wednesday night at 5:00p.m. to the following Wednesday at 8:00a.m.

Section 1: For an employee assigned by management to stand-by, the City shall at its discretion, furnish employees on stand-by duty, a pager or other communications device and a City vehicle for use as transportation from and to their residence during the stand-by period Section 2: Compensation for Employees assigned by management to stand-by shall be as follows:
a. Time and one-half (1 ½) rate of pay for all hours worked while on stand-by duty except for Sundays.
b. Double time rate of pay for all hours worked on Sundays, during an employee’s stand-by period.
c. One hundred and seventy-five dollars ($175) shall be paid per stand-by assignment-period. If the employee assigned to stand-by fails to respond to the stand-by page (radio call, beeper, or phone) within ten (10) minutes of the first attempt to contact the employee, the employee shall forfeit his or her stand-by pay for the assignment-period. d. There shall be a minimum of two (2) hours pay for each call/work performed on Saturdays. e. Employees assigned to stand-by and who performed services shall only perform services within their job classification.

ARTICLE 10: CERTIFICATE INCENTIVE PAY:

Each employee assigned to the position of Maintenance Worker who holds one or more of the following valid certificates shall be eligible to receive Certificate Pay.

Section 1: Technician Certificates:
• Back Flow Tester Certificate
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• Cross Connection Control Specialist Certificate
• Grade I and/or II Water Operations Certificate
• Grade I and/or II Water Collection Systems Maintenance Certificate • Grade I and/or II Sewer Operators Certificate
• Grade I and/or II Sewer Collection Systems Maintenance Certificate Section 2: Maintenance Group
• Pool Operator Certificate
• Pesticide Applicator Certificate
The employee shall receive twenty-five dollars ($50) per month per valid certificate, payable in the first pay period of the month, not to exceed pay for more than four (4) certificates at one hundred dollars ($200).

In the event that an employee receiving Incentive pay is reassigned to the position of Public Works Technician, he or she will no longer be eligible for Incentive Pay, starting in the month when the employee receives pay as a Technician for the Certificates under the Technician Group identified in Section 1 above.

Section 2 certificates will not be affected by the reassignment to the position of Public Works Technician.

ARTICLE 11: SALARY INFORMATION:

The City shall furnish each member of the Public Works unit, a bimonthly report summarizing current information on accumulated sick leave, compensatory time, and vacation credits.

ARTICLE 12: WORKING OUT OF CLASS:

An employee shall not be required to perform duties not a part of the employee’s classification except as directed and approved by the City Manager. Whenever an employee is assigned duties and responsibilities of a higher classification and such assignment is for a period of at least ten (10) working days, the employee shall receive the pay for the range of the duties performed at the lowest step on the range which will give the employee a salary increase above their salary for all time in excess of the first ten (10) days.

ARTICLE 13: PENSION/RETIREMENT
Section 1: CALPERS - City provides retirement benefits for all regular, full-time employees through the California Public Employees’ Retirement System (CalPERS).

Section 2: PEPRA - All current and new employees are subject to PERS retirement plans in accordance with the California Public Employee’s Pension Reform Act of 2013 (PEPRA).

Section 3: CALPERS CLASSIC EMPLOYEES - The City shall contribute the employer’s contribution, as per the existing contract between CalPERS and the Gonzales miscellaneous group under the 2% @ 60 defined benefit retirement plan for classic employees as defined by CalPERS. Employees under this designation will contribute the full 7% of reportable compensation toward this benefit on a pre-tax basis.

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Section 4: CLASSIC EMPLOYEES RETIREMENT PAYMENT OFFSET - Effective July 1, 2016, the City will provide a 3.5% increase to the base salary for those employed on that date with no break in service since.

For all other CalPERS classic employees hired after July 1, 2016, the 3.5% increase to the employee’s base salary does not apply and does not apply to re-hires.

Section 5: NEW EMPLOYEES - Effective January 1, 2013, the City shall contribute the employer’s contribution as per the formula established by CalPERS for the Gonzales miscellaneous group under the 2% @ 62 defined benefit retirement plan for new (PEPRA) employees as defined by CalPERS. However, as required by PEPRA the City is no longer allowed to pay for the Employee Paid Member Contribution (EPMC) and therefore, new (PEPRA) employees are responsible for paying the full amount of the employee’s portion of the CalPERS defined benefit retirement plan.

ARTICLE 14: DEFERRED COMPENSATION:

A deferred compensation plan shall be made available to employees by the City. Participation in the deferred compensation plan shall be strictly voluntary.

ARTICLE 15: HEALTH, DENTAL AND VISION INSURANCE
Section 1: The City shall pay 100% of the cost of health insurance premiums for an employee's medical, vision and dental coverage and contributes towards dependent coverage.

Section 2: The City’s Health Insurance is a self-funded plan. The City no longer provides medical retiree health coverage.

Section 3: Employee Contribution: If dependents coverage is requested, employee shall pay at the rate of $106.62 per month for 1 dependent or $341.30 per month for 2 or more dependents.

Section 4: Payment-in-Lieu-of-Medical-Coverage: Any employee in this classification with valid proof of enrollment in an outside medical coverage program, whose health insurance premiums are not paid by the City, may receive a payment-in-lieu of medical coverage. a. Employees hired prior to April 1, 2016, with no break in service, “payment-in-lieu-of-medicalcoverage” is grandfathered at the monthly reimbursement rate of $400. This special rate will be permanently forfeited if an employee opts to accept the medical coverage provided by the City.
b. Effective April 1, 2016, for new employees, this “payment-in-lieu-of-medical-coverage” of $400 is for an employee with 2 or more dependents, this will be adjusted to $200 for an employee with 1 dependent, and to $100 for an employee only.

ARTICLE 16: LIFE INSURANCE
City shall provide term life insurance for each employee. The amount of coverage shall be the employee’s annual salary multiplied by 1.5 not to exceed $150,000.

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ARTICLE 17: LONG TERM DISABILITY INSURANCE
During the term of this Agreement, City will continue to maintain its present long-term disability insurance coverage for employees as long as coverage is available. The current rate of 60% of an employee’s annual salary will be designated for long-term disability insurance annually for each employee covered under this agreement.

Within 180 days of the ratification of this agreement, the City agrees to explore and evaluate options for the purchase by City employees of State Disability Insurance (SDI) or an equivalent plan, and to share that information with the Union.

ARTICLE 18: VACATION LEAVE
Section 1: Statement of Policy
The purpose of annual vacation leave is to enable each eligible employee to take a break from his/her work and return mentally and physically refreshed. For this reason, it is the intention of the City that vacations be taken, in-so-far as possible, in increments of one week or more.

Section 2: Vacation Accrual
Vacation shall be accrued and credited on a monthly basis beginning with the first full month of employment, provided a permanent employee has been in pay status for fifty percent (50%) or more of the workdays in the previous month. Each eligible employee shall accrue vacation at the following rate of continuous service performed in pay status:

A. Less than three (3) years - For employees completing less than three (3) years of continuous service, six and two- thirds (6.66) hours for each month of service. (Two [2] weeks per year).

B. Three (3) years or more, but less than ten (10) years - For employees completing three (3) or more years, but less than ten (10) years of continuous service; ten (10) hours for each month of service. (Three [3] weeks per year).

C. Ten (10) or more years, but less than fifteen (15) years - For employees completing ten (10) or more years, but less than fifteen (15) years of continuous service; eleven and two-thirds (11.66) hours for each month of service. (Three and one-half [3-1/2] weeks per year).

D. Fifteen (15) or more years - For employees completing fifteen (15) or more years of continuous service; thirteen and one- third (13.33) hours for each month of service. (Four [4] weeks per year).

Section 3: Maximum Vacation Accrual Limits
Vacation accrual for all eligible employees may not exceed a maximum level equal to the amount of hours credited to the employee within the last twelve (12) months. The City shall review the level of each employee's accrued vacation at the end of each calendar year. If, as of December 31 of any year, an employee's vacation accrual level exceeds the number of vacation hours credited to that employee within the past twelve (12) months, all hours over the maximum level shall be forfeited, and the employee shall Packet Pg. 86
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have no rights to payment of the unused hours. Accrued vacation hours beyond the maximum level may not be carried forward beyond January 1 of each year, except as provided below.

If an employee has a vacation scheduled within the first thirty (30) days of the calendar year and that vacation leave shall reduce his/her accrued vacation balance to a level at or below the number of vacation hours credited to the employee in the past twelve (12) months, s/he may submit a written request to the City Manager for a one (1) month extension to the year-end review date. However, if the vacation accrual level is not reduced by February 1 of that year, all hours over the maximum level shall be forfeited, and the employee shall have no rights to payment of the unused hours.

If an employee is prevented by his/her supervisor from taking vacation during a calendar year due to operational necessity, s/he shall be given a reasonable time period to reduce his/her vacation accrual level to a level at or below the number of hours earned in the last twelve (12) months. The time period shall be set by the City Manager but cannot exceed six (6) months. If the vacation accrual level is not reduced by the end of the approved time period, the employee's leave balance shall be reduced to the level credited in the last twelve (12) months and the employee shall have no rights to payment of the forfeited hours. "Operational necessity" shall apply if the employee has submitted at least two (2) requests for vacation within the last six (6) months, which were denied by his/her supervisor because the employee was needed on the job (i.e., staff shortage, departmental or City emergency, etc.). Denial of a vacation request because one (1) or more employees in the same department have previously submitted and received approval for time off during the same period requested by the employee shall not be deemed "operational necessity." Section 4: Use of Vacation
Employee shall complete six (6) months of continuous service before becoming eligible to use accrued vacation leave.

Request for vacation shall be processed within one (1) week of submittal or request. All requests must be submitted to the Department Head on the proper form.

Every effort shall be made to accommodate requests for vacation provided that the employee has accrued sufficient vacation time. Operational necessity, as determined by the Department Head, is cause for a denial of a request. Denial may be appealed to the City Manager within ten (10) days of receipt of denial by employee. If two or more employees submit a request at the same time for the same vacation days, seniority and job assignment shall be the determining factors in granting the request.

Once an employee's request for vacation leave has been approved, said approval may not be withdrawn by the employee's supervisor within thirty (30) days of the first day of the requested vacation, except in the case of a City emergency as determined by the City Manager. An unexpected reduction in work force within the department may be considered an emergency. Changes within the thirty (30) day period may be made with the agreement of the employee.

Employees shall not work for the City during their vacation in order to earn double compensation.

Vacation shall be granted in full workday or shift increments only.

Section 5: Holidays Falling During Vacation
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In the event a City holiday falls within an employee's vacation period which would have excused the employee from work, and for which no other compensation is made, said holiday shall not be charged as a vacation day.

Section 6: Vacation Pay Upon Termination
Employees leaving the municipal service after at least six (6) months service, who have accumulated vacation leave, shall be paid the amounts of accrued vacation to the date of termination. An employee whose service is terminated for the convenience of the City shall be paid for his/her accrued vacation leave.

Section 7: Effect of Extended Military Leave
An employee who interrupts his/her municipal service because of extended military leave shall be compensated for accrued vacation at the time the leave becomes effective.

ARTICLE 19: HOLIDAYS
Section 1: Statement of Policy
Permanent employees shall receive eight (8) hours of holiday pay for each approved City holiday.

Permanent part-time employees working fifty percent (50%) or more of a regular full-time position's schedule shall receive holiday pay in proportion to the number of hours regularly worked. Temporary employees shall not be paid for holidays.

Section 2: City Holidays
The following holidays are recognized as municipal holidays and all non-police employees eligible for holiday pay shall have these days off, except as provided herein.

A. January first (New Year's Day)
B. Third Monday in January (Martin Luther King Jr. Day) C. Third Monday in February (Washington's Birthday)
D. Last Monday in May (Memorial Day)
E. July 4 (Independence Day)
F. First Monday in September (Labor Day)
G. November 11 (Veterans' Day)
H. Fourth Thursday in November (Thanksgiving Day)
I. Fourth Friday in November (The day following Thanksgiving) J. December 24 (Christmas Eve)
K. December 25 (Christmas)
L. Floating Holiday: As of January 1, of each year, each Permanent full-time employee shall be credited with an eight (8) hour Floating Holiday. The Floating Holiday may be taken any time throughout the year. Sufficient notice must be given to the employee's immediate supervisor and the request must be approved prior to the use of the Floating Holiday. Scheduling of the Holiday may not interfere with the work schedule of the City. The Floating Holiday must be taken as one-day (8 hour) leave prior to December 31 of each year or the employee shall forfeit the Holiday and shall have no rights to payment of the unused hours. Part-time employees are not eligible for a Floating Holiday.

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M. Every day appointed by the President of the United States or Governor of the State of California as a holiday shall be considered and may be granted as a City holiday upon the City manager's recommendation and the City Council's approval.

Section 3: Compensation for Work on Paid Holidays
Employees assigned to work on holidays shall receive whatever holiday pay is due them in accordance with Section 1 above, plus time and one-half (1-1/2) for each hour worked on said holiday.

Section 4: Holidays Falling on Weekends
For employees eligible in accordance with Section 1 above, holidays falling on a Saturday shall be taken on the preceding Friday, or immediately prior to any intervening holiday. Similarly, holidays falling on a Sunday shall be taken on the following Monday, or immediately following any intervening holiday.

ARTICLE 20: SICK LEAVE
Section 1: Statement of Policy
The purpose of sick leave is to provide an employee time off without loss of pay due to illness. It is provided in recognition of the fact that a sick employee is not fully productive and that time off to rest shall allow such an employee to recuperate more rapidly. Additionally, sick leave is provided so that employees who have illnesses which may be contagious shall not expose other employees or members of the public. Sick leave shall not be considered as a privilege which an employee may use at his or her own discretion but shall be granted only upon the recommendation of the Department Head. Sick leave shall be allowed and used only in the case of necessity and actual personal sickness or disability, medical or dental treatment or in the case of any emergency illness in the immediate family. Immediate family shall mean the spouse, parent, child, brother, sister, or a close relative residing in the household of the employee.

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Section 2: Accrual
Sick leave shall be accrued monthly, beginning with the first full month of employment, provided the employee has been in pay status for fifty percent (50%) or more of the first month. Sick leave shall be accrued at the rate of eight (8) hours per month for all permanent employees, and eight (8) hours or less, proportional to the hours on pay status during the month, for eligible part-time employees Section 3: Eligibility
In order to receive compensation while absent on sick leave, the employee shall notify the head of his/her department of his/her absence prior to the designated starting time, and in no case later than the end of the first hour. When an employee is absent due to illness or injury for more than three workdays, a physician's certificate or personal affidavit may be required. Prior to the resumption of normal duties, the employee may be required by his/her Department Head to file a physician's certificate or personal affidavit stating the cause of the absence and attesting to the employee's ability to resume work. If the certificate or affidavit is not filed, the employee is not entitled to be paid for sick leave unless the Personnel Officer grants a waiver.

In the case of frequent use of sick leave, or where a pattern of sick leave abuse is suspected (i.e., ill on Mondays once a month), the City may require that an employee provide a physician's certificate to document that the employee was too ill to work on a given day or days.

Section 4: Deductions
Sick leave with pay shall be granted for periods no shorter than one hour. Appointments with medical, dental, or other similar health practitioners during working hours shall be considered sick leave, and the employee shall be charged with using a minimum of one hour of sick leave for each absence from work.

However, on an annual basis, each employee shall be allowed to take up to a maximum of four (4) hours of leave without deduction from accrued sick leave, for the purpose of obtaining cancer screening and/or testing. The City Manager shall determine the appropriate means of substantiating that such testing has been sought and obtained by a given employee. Beyond the first hour, sick leave shall be deducted hour for hour based on the absence of the employee. Benefits under this provision shall be granted for maternity cases during the period the employee is physically unable to work, as certified by the attending physician or practitioner.

Upon termination, employees shall receive no compensation for unused sick leave except as provided in Section 7. If a permanent employee is terminated for reasons that are not a discredit to him/her, and reemployed within twelve (12) months, s/he may be eligible for any unused sick leave, with pay, existing at the time of this termination, unless s/he resigned of his/her own volition.

Section 5: Pregnancy Disability Leave
A. An employee disabled due to pregnancy, childbirth or related medical condition, may take an unpaid leave of absence of up to one hundred-twenty (120) calendar days. Said policy applies to all employees, including regular, temporary, and exempt, whether they have completed their probationary periods. Said leave shall be called a "Pregnancy Disability Leave." Employees are required to request Pregnancy Disability Leave at least thirty (30) days before the leave is to commence unless the need for leave is not foreseeable. If the need for leave is not foreseeable, the employee must give as much notice Packet Pg. 90
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as possible. Included with said request shall be a Physician’s Certificate certifying the pregnancy, estimating the delivery date, and providing a prospective calendar date for the recommended start of leave. Employee may select to use any accrued paid leave prior to requesting an unpaid leave of absence.

B. A longer leave of absence may be granted where extenuating circumstances exist. An employee may be permitted to continue working beyond her eighth (8th) month of pregnancy, if not in conflict with the date provided by her physician in Section A above, upon her written request, accompanied by a statement from her physician stating in writing that:

1. She is physically able to continue with the normal duties of her job and stating what these duties are;

2. Setting forth any restriction upon activity;

3. Providing an exact calendar date upon which parental leave is recommended to commence.

C. The returning employee must present a release from her physician to return to work.

D. An employee who fails to return to work at the termination of her parental leave, or any extension thereof, shall lose her seniority, and her employment shall be terminated.

E. In addition to leave due to disability related to pregnancy, childbirth or related medical condition, an eligible employee may be entitled to additional Family Care Leave. All impacted employees should consult with the City Personnel Officer for further information in this regard.

Section 6: Donation of Sick Leave
In the event an employee is prevented from working for a minimum of six (6) weeks due to serious illness or injury, other City employees shall be allowed to donate to said employee sick leave hours not to exceed a maximum of three hundred-sixty (360) hours total. Said donation by employees of sick leave hours is voluntary. Notwithstanding the above, the City Manager shall be granted the discretion to allow for the donation of sick leave hours to an employee who is prevented from working for less than the stated maximum of six (6) weeks. In exercising said discretion, the Manager shall consider such factors as the availability of accrued sick and vacation leave and disability payments to the potential recipient of donated sick leave hours.

Section 7: Conversion of Accumulated Sick Leave
Any employee who retires or resigns from City services with a minimum of fifteen (15) years of service shall be entitled to convert unused sick leave as provided below:

An employee who is at least fifty-five (55) years old and has completed a minimum of twenty (20) years of service shall be entitled to convert fifty percent (50%) of his/her unused sick leave to paid time off.

An employee who is at least fifty-five (55) years old and has completed a minimum of fifteen (15) years of service shall be entitled to convert twenty percent (20%) of unused sick leave to paid time off.

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An employee who is under the age of fifty-five (55) and has completed a minimum of fifteen (15) years’ service shall be entitled to convert ten percent (10%) of his/her sick leave into pay at the time of resignation.

Such paid time off shall be used immediately preceding the employee's retirement date. Employees terminated by the City are not eligible for the provisions provided herein.

Section 8: Workers' Compensation: Non-public Safety Employees Any employee, other than sworn Peace Officer personnel, who is absent from work by reason of any injury or illness covered by Workers' Compensation shall continue in pay status under the following provisions:

A. The difference between the amount granted pursuant to such Workers' Compensation and the employee's regular rate of pay shall be paid to the employee for a period of thirty (30) days.

B. Beyond the initial thirty (30) days, the difference between the employee's regular rate of pay and the total of Worker's Compensation, Social Security benefits, and City paid disability insurance benefits, such difference to be deducted from the employee's accumulated sick leave, compensatory time, and, when authorized by the employee, vacation days.

C. Such an employee shall continue in pay status and receive his/her regular rate of pay until his/her accumulated sick leave, compensatory time, and vacation days have been depleted to the nearest onehalf (½) day.

D. During this time, the employee is in pay status while absent from work by reason of injury or illness covered by Workers' Compensation, s/he shall continue to accrue sick leave and vacation benefits as though s/he were not on leave of absence; but shall not receive credit for holidays.

E. Any employee, other than Police Department (sworn Peace Officer) personnel, who depletes his/her accumulated sick leave, compensatory time, holidays, and vacation days to maintain pay status while absent from work by reason of an injury or illness covered by Workers' Compensation, shall be removed from pay status. Upon depletion of accumulated sick leave for an injury or illness and upon recommendation of the employee's Department Head, an employee may be placed on medical leave of absence without pay for a period not to exceed sixty (60) days. If the employee is unable to return to work at the end of this period, s/he must request further medical leave which shall be subject to approval of the City Manager. If further leave is granted, the employee must notify the City of his/her intent to return to work every thirty (30) days. If further leave is not granted, the employee's service with the City shall be considered terminated.

Section 9: Use of Sick Leave to Care for Members of Immediate Family Notwithstanding policy statements or language to the contrary set forth in this Chapter, in any calendar year, an employee may use accrued and available sick leave, in an amount up to that which would be accrued during six months at the employee’s then current rate of sick leave accrual, to attend to the illness of the employee’s child (biological, foster or adopted child, stepchild, legal ward, or child of an employee standing in loco parentis), parent (biological, foster, or adoptive parent, stepparent, or legal guardian) or spouse. All conditions and restrictions established by this Chapter for the use of sick leave, including but not limited to the notification and physician’s certification requirements set forth in Section 3, shall apply Packet Pg. 92
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to the use of sick leave to attend to the illness of an employee’s child, parent, or spouse. Use of sick leave pursuant to this Section shall not extend the maximum period of leave to which an employee is entitled under Section 12945.2 of the Government Code or under the federal Family And Medical Leave Act of 1993. City expressly agrees that it will not deny an employee the right to use sick leave in accordance with this Section or discharge, threaten to discharge, demote, suspend or in any manner discriminate against an employee for using or attempting to exercise the right to use sick leave in the manner set forth herein.

The City Manager shall have the authority to allow the use of sick leave in excess of that which may be accrued in a six-month period based on the circumstances of a given request.

ARTICLE 21: OTHER LEAVES OF ABSENCE
Section 1: Leave of Absence Without Pay: A leave of absence without pay, defined as five (5) or more consecutive days, may be granted in cases of emergency or where such absence would not be contrary to the best interests of the City. Such leave is not a right, but a privilege. Employees on authorized leave of absence without pay may not extend such leave without the expressed approval of the City Manager. A leave of absence is not considered a break in service of employment; however, no vacation or sick leave benefits shall be used for illness occurring during such leave nor shall any such benefits accrue. All requests for a leave of absence without pay must be submitted in writing to the City Manager, who shall approve or disapprove, based on the merit of the case. Such leaves shall not exceed twelve (12) months duration.

Failure of an employee to return to duty upon the termination of authorized leave of absence shall be cause for discharge.

Section 2: Unauthorized Leave of Absence: An unauthorized leave of absence shall be without pay, and reductions in the employee’s pay shall be made accordingly. An employee who is absent without leave for more than one (1) day may result in discharge. Such discharge shall not be subject to appeal, although an impacted employee shall be provided with notice of the intent to discharge and the right to be heard at a non-evidentiary hearing before the discharge may be imposed.

Section 3: Leave of Absence for Death Within the Immediate Family: Leave of absence with pay for a period not to exceed three (3) days may be granted to a permanent employee by the Department Head, with approval of the City Manager, in the event of death of an immediate family member. Beyond that time, an employee may use accumulated sick leave. A maximum of five (5) days leave may be granted with prior approval by the City Manager and if the employee has to travel more than 300 miles one way to attend burial services.

For purposes of this paragraph, an immediate family member is defined as a spouse, child’s spouse, mother, father, stepmother, stepfather, brother, sister, child, stepchild, mother- in-law, father in-law, sister in-law, brother in-law, aunt and uncle, grandparent, spouse’s grandparent, or grandchild.

Section 4: Leave of Absence for Death Outside the Immediate Family: A permanent employee may be granted a Leave of absence without pay by the Department Head in the event of death of a family member other than one of the immediate family. Such leave is granted in accordance with Article 20, Section 1.

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Section 5: Military Leave of Absence: State and other applicable laws shall govern the granting of military leaves of absence and the rights of employees returning from such absence. (See The Veteran’s Reemployment Rights Act, California Military Code Sections 395 et seq.) Section 6: Voting Leave: Time off with pay to vote at any general, direct primary, or presidential primary election, shall be granted as provided in the California Elections Code. Notice that an employee desires time off shall be in accordance with the provisions of said code.

Section 7: Jury Duty: Employees required to report for jury duty shall be granted a leave of absence with pay from his or her assigned duties until released by the Court, provided the employee remits to the City all fees received for such duty other than mileage and subsistence allowances within thirty (30) days after the termination of his or her jury services. If jury duty permits, an employee is expected to work a partial day. Part-time employees shall be entitled to jury leave with pay prorated to their scheduled workday.

Section 8: Subpoenas: Permanent employees who are subpoenaed to appear as a witness on behalf of the State of California or any of its agencies may be granted leave of absence with pay from their assigned duties until released. The employee shall remit all fees received for such appearance(s) to the City within thirty (30) days of the termination of his/her services. Compensation for mileage and subsistence allowances shall not be considered as a fee and shall be retained by the employee.

Section 9: Worker’s Compensation Hearing: Employees who have been injured in the course and scope of their employment with the City and who are required, as a result of such injury, to be absent from duty to take physical examinations required by the City’s Workers’ Compensation insurer or the Industrial Accident Commission or to attend hearings of the Industrial Accident Commission, may be granted leave with pay for such absences by the City Manager when s/he determines such absences are in the best interest of the CITY, and only if the employee is in pay status at the time of the scheduled examination or hearing.

Section 10: Family or Medical Leave: Employees are entitled to leave for family and medical purposes pursuant to the Family and Medical Leave Act and the California Family Rights Act. Computation of such leave, which may also be coordinated with leave for pregnancy related disabilities, can be exceedingly complex. The following policy provides general rules and guidelines. Any employee wishing to make use of available leave provisions should confer with the City Personnel Officer for further guidance and specific details.

A City employee with more than one (1) year of continuous service who has worked more than 1250 hours in the previous year and who meets all requirements of this section, may be entitled to take up to a total of four (4) months in a twenty-four (24) month period for unpaid family care or medical leave. This policy applies to all employees, including regular, temporary, or exempt, whether or not they have completed their probationary periods.

Family care or medical leave may be requested under the following circumstances:

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A. Leave for reason of the birth of a child of the employee, the placement of a child with an employee in connection with the adoption of the child by the employee, or the serious illness of a child of the employee.

B. Leave to care for a parent or a spouse who has a serious health condition.

C. Leave to attend to the employee’s own serious health condition.

Serious health conditions mean an illness, injury, impairment, or physical or mental condition which warrants the participation of a family member to provide care during a period of the treatment or supervision and involves either inpatient care in a hospital, hospice, or residential health care facility, or continuing treatment or supervision by a health care provider.

An employee taking family care leave may elect, or the City may require the employee, to substitute employee’s accrued vacation leave or other accrued time off during this period. The employee shall not use sick leave during the period of family care leave unless mutually agreed to by the employer and the employee.

Any employee taking leave pursuant to this section shall continue to be entitled to participate in health plans, pension and retirement plans, and supplemental unemployment benefit plans to the same extent and under the same conditions as apply to an unpaid leave taken for any purpose other than family care.

The City may require the employee to pay premiums, at the established group rate, during the period of leave not covered by any accrued vacation or other accrued time off. However, the non-payment of premiums by an employee shall not constitute a break in service, for purposes of longevity, seniority under any collective bargaining agreement, or any employee benefit plan. In some instances, City shall pay employee’s share of premiums in order to insure full benefits, although employer is entitled to recover such monies once employee returns to work.

The City shall not be required to make payments for an employee to any pension and/or retirement plan, and the leave period shall not be required to be counted for purposes of time accrued under the plan.

However, an employee covered by a pension plan may continue to make contributions in accordance with the terms of the plan during the period of the leave.

During a family care leave the employee shall retain employee status with the CITY, and leave shall not constitute a break in service. An employee returning from leave shall return with no less seniority than the employee had when the leave commenced, for purposes of layoff, recall, promotion, job assignment, and seniority-related benefits.

If the employee’s need for a leave is foreseeable, the employee shall provide the employer with reasonable advance notice of the need for the leave.

The City may require that an employee’s request for leave to care for a child, a spouse, or a parent who has a serious health condition be supported by a certification issued by their health care provider of the individual requiring care. The certification shall include: the date on which the serious health condition Packet Pg. 95
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commenced; the probable duration of the condition; an estimate of the amount of time that the health care provided believes the employee needs to care for the individual requiring the care; and a statement that the serious health condition warrants the participation of a family member to provide care during a period of the treatment or supervision of the individual requiring care.

Upon expiration of the time estimated by the health care provider, the City may require the employee to obtain recertification in accordance with the procedure provided in the above paragraph.

The City shall not be required to grant an employee family care leave which would allow the employee and the other parent of the child family care leave totaling more than the amount specified, nor to grant an employee family care leave for any period of time in which the child’s other parent is also taking family care leave from employment or is unemployed.

The City may refuse to grant a request for family care leave if necessary to prevent undue hardship to the operations of the CITY.

ARTICLE 22: STEWARD LEAVE
Designated Union steward(s) not exceeding one (1) at a time, shall be granted leave from duty without loss of pay for the purpose of meeting and conferring or representing an employee on matters within the scope of representation. The total number of stewards shall not be more than two (2). The Union shall notify the City in advance to identify the steward assigned at any given time. Such Union steward shall first obtain permission through the appropriate management channel before leaving his/her work or work location. Permission shall not be arbitrarily withheld but may be denied due to the operational needs of the department.

ARTICLE 23: UNIFORM/SAFETY BOOTS/PROVISION OF SAFETY EQUIPMENT/TRAINING Section 1: Uniform: The City will provide the required uniform clothing, which includes shirts and pants.

Section 2: Safety Boots: For the classifications of Maintenance Worker, Public Works Technician, Mechanic I, Mechanic II, and Public Works Supervisor upon administrative direction, the City shall reimburse field personnel on an “as-needed” basis, but not more often than once every twelve (12) months from the date of purchase of the boots, 100% of the cost of the approved safety boots, to a maximum amount of one hundred and fifty dollars ($200) per Employee. Field personnel may purchase more than one pair of boots, but it is understood that the maximum reimbursement from the City will be $200 once every twelve months. In the event that an employee resigns within six (6) months of the purchase of the safety boots, the employee shall be required to reimburse the City for one-half (1/2) of the City’s cost of the safety boots which will be deducted in the employees last payroll check.

Section 3: Safety Equipment: The City will provide the required and necessary safety equipment.

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Section 4: Training: The City shall commit to seek cost efficient training to improve employees’ skills, techniques, or efficiency, either individually or by class. The City Manager shall determine, on a case-by-case basis, the validity of particular training in meeting the above goals.

ARTICLE 24: HEALTH HAZARDS: INOCULATIONS
Employees who are exposed to health hazards by direct contact with raw sewage, industrial waste, human or animal waste, shall have the benefit of having the City arrange for inoculations for typhoid and paratyphoid fevers, tetanus, polio virus, and other inoculations recommended by the Monterey County Public Health Officer or a qualified Medical Provider.

ARTICLES 25: RECLASSIFICATION
The City Manager may re-classify an employee’s position title as a result of an increase or decrease in the work, duties, or responsibilities assigned. In some cases, positions may be reclassified to reflect the actual work, duties, responsibilities, or assignments more appropriately being performed. The City Manager may, upon reevaluation and determination that a substantial change in work assignments, or responsibilities has taken place, also increase or decrease the pay range and step of said position as appropriate. Either party may propose a re-classification at any time, or the City Manager will meet and confer with the Union. However, it is understood that the City Manager will make the final determination on any proposed reclassification.

ARTICLE 26: ADVANCE NOTICE
Except in cases of emergency, the Union shall be given reasonable written notice of any ordinance, rule, resolution, or regulation directly relating to matters within the scope of representation proposed to be adopted by the City Council and shall be given the opportunity to meet with the City representative prior to its adoption. Advance notice on matters subject to consultation, but outside the scope of representation, is desirable but not mandatory.

ARTICLE 27: RE-EMPLOYMENT
A regular full-time employee who has been laid off due to a Reduction in Force and re-employed by the City within 12 months of the layoff shall be entitled to, upon re-employment:
(a) Restoration of fifty percent (50%) of all sick leave credited to the employee’s account at the time of layoff, and;
(b) Credit for prior service for the purpose of determining vacation accrual rate, and; (c) Starting at the same step at the time of layoff if re-employed back to the same position.

However, if re-employed to another position, then the usual progression through the steps will ensue.

ARTICLE 28: DISCIPLINARY ACTION
Please refer to Exhibit A for the Disciplinary Action Procedures of the City’s Personnel Rules and Procedures that are included for reference purposes only and are not to be considered a part of this negotiated Memorandum of Understanding.

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ARTICLE 29: GRIEVANCE PROCEDURES
Please refer to Exhibit B for the Grievance Procedures of the City’ Personnel Rules and Procedures that are included for reference purposes only and are not to be considered a part of this negotiated Memorandum of Understanding.

ARTICLE 30: APPOINTMENT OF AD HOC EMPLOYEE BENEFIT COMMITTEE The City Manager may, at his/her discretion, designate an Employee Benefits Committee to review, analyze, and make recommendations to the City Manager regarding the annual employee’s benefits programs.

ARTICLE 31: COPIES OF THE PERSONEL RULES AND REGULATIONS The City agrees to provide a copy of the Personnel Rules and Regulations to all the employees of this bargaining group and maintain at least one copy at the Public Works Maintenance Yard.

ARTICLE 32: SCOPE AND TERM OF AGREEMENT
Section 1: It is the intent of the parties hereto that the provisions of this Agreement shall supersede all contrary provisions of prior agreements; or salary and/or personnel resolutions, oral or written, expressed or implied, between the parties. This Agreement is not intended to conflict with Federal or State law.

Section 2: The parties acknowledge that the City Council will adopt this Agreement by Resolution and that said Resolution shall remain in full force and effect during the life of this Agreement.

ARTICLE 33: NO STRIKE-NO LOCKOUT
Section 1: The Union, its officers, agents, representatives, and/or members agree that during the term of this Agreement they will not cause or condone any strike, walkout, slowdown, sickout, or any other job action by withholding or refusing to perform services.

Section 2: The City agrees that it shall not lockout its employees during the term of this Agreement.

The term “lockout” is hereby defined so as not to include the discharge, suspension, termination, and layoff, failure to recall or failure to return to work of employees of the City in the exercise of its rights as set forth in any of the provisions of this Agreement or applicable ordinance or law.

Section 3: Any employee who participates in any conduct prohibited in Section 1 above may be subject to disciplinary action up to and including discharge.

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Section 4: In an event that any one or more officers, agents, representatives, or members of the Union engage in any of the conduct prohibited in Section 1 above, the Union shall immediately instruct any persons engaging in such conduct that their conduct is in violation of this MOU and is unlawful and they must immediately cease engaging in conduct prohibited in Section 1 above and return to work.

ARTICLE 34: AUTHORIZED AGENTS
Authorized Agents, for the purpose of administering the terms and provisions of the Memorandum of Understanding shall be:

A: Representing the City of Gonzales
City Manager
P.O. Box 647
Gonzales, California 93926
B: Representing the Union:

Painters & Allied Trades District Council 36
District Council 36
1155 Corporate Center Circle Drive
Monterey Park, CA 91754
ARTICLE 35: TERM
This Agreement shall be effective January 1, 2022 and shall continue in full force and effect through December 31, 2024. Thereafter, it shall automatically renew itself and continue in full force and effect from year to year unless written notice to modify this Agreement is given by either party other no later than 60 days prior to December 31, 2024, or 60 days prior to June 30th of any succeeding year. _________________________ _________________________________ René L. Mendez, City Manager Christopher Graeber, Field Representative City of Gonzales Painters and Allied Trades District Council 36 On behalf of CalPro Local Union #2345
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Attachment: MOU 2022-2024 (2315 : Resolution No. 2022-03 CalPro MOU) Effective first pay period in January 2022, the salary scale will be adjusted as listed below. This reflects an:
1) Adjustment to the base salary, Step 1; and
2) Increase in the progression between steps from 4 to 4.5% Maintenance Worker Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Current Salary $ 3,051.60 $ 3,173.66 $ 3,300.61 $ 3,432.63 $ 3,569.94 $ 3,712.74 $ 3,861.25 $ 4,015.70 GRANDFATHERED /1 $ 3,158.41 $ 3,284.75 $ 3,416.14 $ 3,552.78 $ 3,694.89 $ 3,842.69 $ 3,996.40 $ 4,156.25 Proposed for Maintenance Worker $ 3,356.76 $ 3,507.81 $ 3,665.67 $ 3,830.62 $ 4,003.00 $ 4,183.13 $ 4,371.37 $ 4,568.09 Technician Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Current Salary $ 3,862.65 $ 4,017.16 $ 4,177.84 $ 4,344.96 $ 4,518.75 $ 4,699.50 $ 4,887.48 $ 5,082.98 PROPOSED FOR Technician $ 4,055.78 $ 4,238.29 $ 4,429.01 $ 4,628.32 $ 4,836.59 $ 5,054.24 $ 5,281.68 $ 5,519.36 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Mechanic 1
Current Salary 3,862.65 4,017.16 4,177.84 4,344.96 4,518.75 4,699.50 4,887.48 5,082.98 PROPOSED FOR Mechanic 1 $ 4,055.78 $ 4,238.29 $ 4,429.01 $ 4,628.32 $ 4,836.59 $ 5,054.24 $ 5,281.68 $ 5,519.36 Mechanic II Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Current Salary $ 4,177.82 $ 4,344.93 $ 4,518.73 $ 4,699.48 $ 4,887.46 $ 5,082.96 $ 5,286.28 $ 5,497.73 GRANDFATHERED /1 $ 4,324.04 $ 4,497.00 $ 4,676.88 $ 4,863.96 $ 5,058.52 $ 5,260.86 $ 5,471.29 $ 5,690.14 PROPOSED FOR Mechanic II $ 4,386.71 $ 4,584.11 $ 4,790.40 $ 5,005.96 $ 5,231.23 $ 5,466.64 $ 5,712.64 $ 5,969.71 /1: Grandfather salary only applies to a few of the longer term employees that where with the City before the change in the retirement system. After the adjustment, this series will no longer exist.

Proposed Salary Schedule Adjustments

EXHIBIT A
Packet Pg. 100 Attachment: Exhibit A - PW Unit Proposed Salary Scale Adj. (2315 : Resolution No. 2022-03 CalPro MOU) City of Gonzales

CITY MANAGER DEPARTMENT

STAFF REPORT
TO: Honorable Mayor Rios and City Council
DATE: January 18, 2022
FROM: Rene Mendez, City Manager
SUBJECT: Resolutions No. 2022-04 and No. 2022-05 - Gonzales Police Officers Association and Gonzales Police Supervisors Association Memorandum of Understandings (MOUs)

RECOMMENDATION
It is recommended that your City Council receive the staff report and take the following action:
• Adopt Resolution No. 2022-04, A Resolution of the City Council of the City of Gonzales Authorizing the Execution of a Memorandum of Understanding Between the City of Gonzales and the Gonzales Police Officers Association for the period covering January 1, 2022, through December 31, 2024; and
• Adopt Resolution No. 2022-05, A Resolution of the City Council of the City of Gonzales Authorizing the Execution of a Memorandum of Understanding Between the City of Gonzales and the Gonzales Police Supervision Association for the period covering January 1, 2022, through December 31, 2024.

BACKGROUND
As your Council is aware, the previous Memorandum of Understanding (MOU) with both the Gonzales Police Officers Association (GPOA) and the Gonzales Police Supervision Association (GPSA) expired on December 31, 2021; both MOU’s covered a three (3) year period (January 1, 2019 through December 31, 2021). Over the last few months, GPOA and GPSA representatives and the City’s labor representative, have held several meetings in order to negotiate new MOUs. After several negotiation meetings, City Representatives reached Tentative Agreements (TAs) with both GPOA and GPSA and agreed to move them through the ratification process and present the same to the City of Gonzales City Council for consideration and approval.

REVIEW AND ANALYSIS
AGENDA
ITEM
17 Packet Pg. 101
As referenced above, the parties have held a series of negotiation meetings over the last few months. The attached MOUs which have been forwarded to both the GPOA and GPSA Representative(s) in the form of “final” MOUs for consideration as Tentative Agreement(s). As presented, the Collective Bargaining Representative for the GPOA and GPSA expressly represented that the MOUs had been ratified as Tentative Agreements and requested that the City’s Representative move the GPOA and GPSA MOUs through the ratification process and present the same to the City of Gonzales City Council for consideration and authority to adopt successor MOUs.

The attached Resolutions (2022-04 and 2022-05) recommend the execution of the MOUs under consideration and reflect the following changes.
# Proposed Changes GPOA GPSA
1 Cost of Living Adjustments for:
• First full Pay Period 1/2022: 3.5%,
• First full Pay Period 1/2023: 3.75%,
• First full Pay Period 1/2024: 3.75%,
X X
2 Increase in progression between steps in the Salary
Schedule from 4% to 4.5%
X X
3 2% Tenured (Longevity) Pay for 30 years of City
employment X X
4 Deferred compensation match contribution of up
$600 per year every December X X
5 5% Detective Pay X NA
6 5% Canine Office Pay X NA
The proposed changes are being recommended to remain competitive with South County police departments, enhance retention, promote longevity and to acknowledge the great work being done by our officers.

Explain: The proposed MOU’s support the Vision by maintaining stability for a number of years, in a critical public safety function that is necessary to maintain a safe family-friendly community.

Explain: Please see explanation above for the Vision.

City services will be delivered in a cost-effective, respectful, and friendly manner to insure the safety and wellbeing of the residents and the promotion of business, recreational, housing and employment opportunities in an environmentally sustainable manner.

Explain: Please see explanation above for the Vision.

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Strong fiscal policies allow us to provide appropriate infrastructure for:
• Public Safety X Yes No N/A
• Housing Yes No X N/A
• Recreation Yes No X N/A
• Environment X Yes No N/A
• Education Yes No X N/A
Explain: A stable organization is needed to ensure a high level of service necessary to promote public safety for the community and to maintain the City’s infrastructure.

ALTERNATIVES
Your Council has the authority to not approve both MOUs and direct staff to continue negotiations with further policy direction. While not recommended, should this occur, the existing MOUs would continue in place until new MOUs are approved.

BUDGET IMPACT
The provisions negotiated and agreed upon by the City’s representative are expected to have a three-year financial impact of approximately $180,000. The cost increase reflects the proposed COLAs, the increase in the step progression in the Classification Schedule and assumes 100% participation in the deferred compensation match program. It does not reflect costs from the longevity adjustment and the two proposed special pays for detective and canine unit, which are at the discretion of the Police Chief. an incremental financial impact per annum of approximately:

YEAR COST PER ANNUM
2022 $61,830
2023 $58,210
2024 $59,960
Total Cost (over 3 years): $180,000
It is important to note that the estimates are based on existing personnel and reflect several assumptions on the possible application of benefits. It is possible that the actual cost impacts will vary depending on future personnel, and/or benefit costs. It is anticipated that the increases can be covered with existing appropriations in the Council Approved FY 2021-2022 City Budget; however, if needed, an adjustment will be brought back as part of the FY 2021-2022 Mid-Year. Further cost impacts will be built into the budget for 2023 and 2024. Over the long term, with the expected and currently underway growth in the Gonzales Agriculture Industrial Park, projected revenues in Property and Sales Tax resources will be sufficient to cover the increase.

CONCLUSION
It is recommended that your City Council receive the staff report and take the following action:
• Adopt Resolution No. 2022-04, A Resolution of the City Council of the City of Gonzales Authorizing the Execution of a Memorandum of Understanding Between the City of Gonzales and Packet Pg. 103
the Gonzales Police Officers Association for the period covering January 1, 2022, through December 31, 2024; and
• Adopt Resolution No. 2022-05, A Resolution of the City Council of the City of Gonzales Authorizing the Execution of a Memorandum of Understanding Between the City of Gonzales and the Gonzales Police Supervision Association for the period covering January 1, 2022, through December 31, 2024.

Attachments:

1. Resol 22-04 GPOA MOU with Exh A

2. Resol 22-05 GPSA MOU with Exh A
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1 RESOLUTION NO. 2022-04

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF GONZALES

AUTHORIZING THE EXECUTION OF A MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF GONZALES AND THE GONZALES POLICE OFFICERS ASSOCIATION FOR THE PERIIOD COVERING JANUARY 1, 2022, THROUGH DECEMBER 31, 2024
WHEREAS, the City and the Gonzales Police Officers Association have agreed to the terms and conditions of a Memorandum of Understanding for January 1, 2022, through December 31, 2024, for regular employees classified as Police Officers.

NOW THEREFORE, BE IT HEREBY RESOLVED by the City Council of the City of Gonzales that the City Manager be and is hereby authorized and directed for and on behalf of the City of Gonzales, to execute a Memorandum of Understanding with the Gonzales Police Officers Association for the period January 1, 2022, through December 31, 2024, in the form of the document hereunto attached and marked Exhibit A and by reference made a part hereof.

PASSED AND ADOPTED by the City Council of the City of Gonzales at a regular meeting duly held on the 18
th day of January 2022, by the following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

Jose L. Rios, The Honorable Mayor
ATTEST:

Mary Villegas, Deputy City Clerk
Packet Pg. 105 Attachment: Resol 22-04 GPOA MOU with Exh A (2314 : Resolution No. 2022-04 and Resolution No. 2022-05 GPOA & GPSA MOUs) 2 MEMORANDUM OF UNDERSTANDING

CITY OF GONZALES

AND THE

GONZALES POLICE OFFICERS ASSOCIATION
JANUARY 1, 2022, THROUGH DECEMBER 31, 2024
SECTION 1: PREAMBLE
This Memorandum of Understanding is entered into by the City of Gonzales (hereinafter referred to as "the City") and the Gonzales Police Officers Association (hereinafter referred to as "The GPOA"). This Memorandum of Understanding is subject to Sections 3500-3510 of the California Government Code and Chapter 1.24 of the Gonzales City Code, along with the City of Gonzales Personnel Rules, Regulations and Policies, which are incorporated herein by reference and made a part hereof "Employee," as defined for the purpose of this Memorandum of Understanding, shall mean a regularly appointed employee in an appropriate job classification as defined in Section 3.10 of the City's Personnel Rules, Regulations and Policies.

SECTION 2: RECOGNITION
Pursuant to Sections 3500-3510 of the Government Code of the State of California and Chapter 15 of the City's Personnel Rules, Regulations and Policies, the City certifies the GPOA as the recognized employee organization of the representation unit consisting of all regular employees classified as Police Officer.

SECTION 3: PAY RATE AND PRACTICES
A. SALARY INCREASES: Refer to Attachment A, for base salary increases for the period from January 1, 2022, through December 31, 2024.

B. MERIT INCREASES: A Performance Evaluation will be completed annually for all employees. An evaluation of eligibility for step advancement to the next step of the Classification Plan will occur coincidentally with the employee's eligibility date. Merit advancements at the established review dates shall not exceed one step annually. Once the top step of the range (Eighth Step) has been achieved, the employee is not eligible for further merit advancements in that classification.

C. SEVENTH AND EIGHTH STEPS: The Seventh and Eighth Steps identified in the City of Gonzales Classification Plan (Public Safety Staff) will no longer be classified as Excellence Incentive Steps and shall now represent the last two (2) Steps recognized in the Classification Plan available to Public Safety Staff. An employee in the GPOA must meet the step eligibility standards outlined in Section B above to be eligible for step advancement.

D. FIELD TRAINING OFFICER (F.T.O.) PAY: Employees assigned F.T.O. responsibilities (assigned to Officer Trainee) shall receive an additional five percent (5%) of their current monthly base salary per month, while actively performing F.T.O. duties, during the time of such assignment. Said assignment and the attendant differential, which may be made via appointment by way of a selection process, shall be reviewed and authorized at the discretion of the Chief of Police. Once an employee has been selected and assigned as a F.T.O., the employee shall remain in the F.T.O. assignment for three (3) years unless the employee is removed from the F.T.O. assignment for cause.

Exhibit ‘A’
Packet Pg. 106 Attachment: Resol 22-04 GPOA MOU with Exh A (2314 : Resolution No. 2022-04 and Resolution No. 2022-05 GPOA & GPSA MOUs) 3 E. SCHOOL RESOURCE OFFICER (S.R.O.) PAY: Employees assigned S.R.O. responsibilities shall receive an additional five percent (5%) of their current monthly base salary per month during the time of such assignment. Said assignment and the attendant differential, which may be made via appointment by way of a selection process,shall be reviewed and authorized at the discretion of the Chief of Police. Once an employee has been selected and assigned as a S.R.O., the employee shall remain in the S.R.O. assignment for three (3) years unless the employee is removed from the S.R.O. assignment for cause.

F. EVIDENCE ROOM CUSTODIAN PAY: Employees assigned Evidence RoomCustodian responsibilities shall receive an additional five percent (5%) of their current monthly base salary per month during the time of such assignment. Said assignment and the attendant differential, which may be made via appointment by way of selection process,shall be reviewed and authorized at the discretion of the Chief of Police. Once an employee has been selected and assigned as an Evidence Room Custodian, the employee shall remain in the Evidence Room Custodian assignment for three (3) years unless the employee is removed from the Evidence Room Custodian assignment for cause.

G. RANGE MASTER PAY: Employees assigned Range Master responsibilities shall receive an additional five percent (5%) of their current monthly base salary per month, while actively performing the Range Master Duties, during the time of such assignment. Said assignment and the attendant differential, which may be made via assignment by way of a selection process, shall be reviewed and authorized at the discretion of the Chief of Police. Once an employee has been selected and assigned as a Range Master, the employee shall remain in the Range Master assignment for three (3) years unless the employee is removed from the Range Master assignment for cause.

H. DETECTIVE PAY: Employees assigned solely to Detective responsibilities shall receive an additional five percent (5%) of their current monthly base salary per month, while actively performing the Detective Duties, during the time of such assignment. Said assignment and the attendant differential, which may be made via assignment by way of a selection process, shall be reviewed and authorized at the discretion of the Chief of Police. Once an employee has been selected and assigned as a Detective, the employee shall remain in the Detective assignment for four (4) years unless the employee is removed from the Detective assignment for cause.

I. CANINE OFFICER PAY: Employees assigned Canine responsibilities shall receive an additional five percent (5%) of their current monthly base salary per month. This payment is in recognition of the additional duties and responsibilities involved in being a Canine Officer. Said assignment and the attendant differential, which may be made via assignment by way of a selection process, shall be reviewed and authorized at the discretion of the Chief of Police. Once an employee has been selected and assigned as a Canine Officer, the employee shall remain in the Canine assignment until the canine itself retires or the employee is removed from the Canine assignment for cause.

J. BILINGUAL PAY: Upon the successful passing of a test designed and administered by the City Manager's office to determine Spanish language skills, effective July 1, 2006, an employee shall receive an additional 5% of current monthly base salary. The test shall measure both writing and speaking abilities. The employee may be required to pass a proficiency test each year to continue receiving bilingual pay during the term of this Memorandum of Understanding.

K. SPECIAL COMPENSATION PAY: In lieu of Medical First Responder and HeightWeight Incentive Differential Pay, each officer shall have the option to contribute a total of an additional Fifty Dollars ($50.00) to his/her Health Insurance Employee Cost Deduction or an approved Deferred Compensation Plan.

Packet Pg. 107 Attachment: Resol 22-04 GPOA MOU with Exh A (2314 : Resolution No. 2022-04 and Resolution No. 2022-05 GPOA & GPSA MOUs) 4 L. EDUCATION INCENTIVE PAY: Each employee holding an Associate or Arts (AA), or an Associate of Science (AS) Degree shall receive an additional Seventy-Five Dollars ($75.00) per month, and each employee holding a Bachelors (BA or BS) Degree shall receive an additional One Hundred Dollars ($100.00) per month, payable in the first pay period of each month. Payment shall begin in the month following the date a copy of the diploma documenting the AA or AS and/or BA or BS Degree was received by the City. A maximum of $100.00 per month shall be paid per employee for Degree(s) obtained in this section of Educational Incentive Pay.

M. POST INCENTIVE PAY: Effective January 1, 2019, each employee who possesses and/or obtains a Peace Officers Standardized Training (POST) Intermediate Certificate shall receive an additional 3.5% of monthly base salary per month, and each employee who obtains a Peace Officers Standardized Training (POST) Advanced Certificate shall receive an additional 3.5% of monthly base salary per month. The maximum amount an officer may receive pursuant to this section will be 7% of monthly base salary per month.

N. EDUCATIONAL REIMBURSEMENT PAY: Employees shall be entitled to reimbursement for continuing educational costs related to the performance of their duties pursuant to Chapter 14-Employee Development of the City of Gonzales Personnel Rules, Regulations and Policies.

O. CALL BACK WORK/COURT PAY: Call back work is defined as any time an employee is called back to work that does not continue into or after regular shift time. Call back work shall be compensated at the rate of a minimum of three (3) hours of pay at the overtime rate of time-and-one half of the employee's base hourly rate of pay. Court Pay shall be compensated at a rate of a minimum of four (4) hours of pay at time-and-one-half of the employee’s base hourly rate of pay. The Parties recognize that Court Pay is compensating the employee for physically appearing for court while off-duty.

Employees will not be required to report to the Department after being released from court to work the remaining minimum paid overtime hours; however, employees shall be required to contact the Department Watch Commander (Sergeant), or designated Watch Commander upon being released from court.

P. HOLIDAY LEAVE/PAY: Holiday leave and/or pay are provided in recognition that employees must work on the eleven (11) established City holidays. Each employee shall be paid for said seven and one-third (7.33) hours of leave at the over-time rate of time-and-one-half of the employee's base hourly rate of pay, payable in the second pay period of the month.

Q. COMPENSATION TIME: Employees shall be entitled to compensation time pursuant to Section 5.12 of Chapter 5-Compensation and Hours of the City of Gonzales Personnel Rules, Regulations and Policies, subject to the following modifications:

1. Employees shall be entitled to accumulate a maximum of eighty (80) hours of compensatory time. No further compensatory hours may be accrued after this cap has been reached.

2. Employees shall have the right to sell up to 40 (forty) hours of compensatory time once per calendar year, in December, subject to the following rules:
(a) The request for payment of up to 40 hours of compensatory time must be received by November 1 of each year.
(b) City shall retain the discretion to buy back hours at other times of the year.

R. UNIFORM ALLOWANCE:

1. The City shall provide all Officers with standardized uniforms in accordance with the agreed upon City policy.

Packet Pg. 108 Attachment: Resol 22-04 GPOA MOU with Exh A (2314 : Resolution No. 2022-04 and Resolution No. 2022-05 GPOA & GPSA MOUs) 5 2. The City shall pay each Unit Member the sum of Eight Hundred Dollars ($800.00) annually as a uniform maintenance allowance. Said uniform maintenance allowance shall be reported to CalPERS periodically when earned, on a pay period basis, in accordance with the Public Employees’ Retirement Law and applicable regulations. This item is not reportable for new members under PEPRA, as defined by Government Code Section 7522.04(f).

SECTION 4: INSURANCE COVERAGE
A. HEALTH INSURANCE: The City shall pay 100% of the cost of health insurance premiums for an employee's medical, vision and dental coverage, and the City contributes towards dependent coverage.

Any employee in the GPOA with valid proof of enrollment in an outside medical coverage, whose health insurance premiums are not being paid by the City, and that was receiving the former “payment-in-lieu-ofthe-medical-coverage” benefit as of June 1, 2006, was grandfathered in at a rate of Four Hundred Dollars ($400.00) per month. Effective April 1, 2016, for new employees, this “payment-in-lieu-of-the-medicalcoverage” of Four Hundred Dollars ($400.00) is for an Employee + Family and will be adjusted to Two Hundred Dollars ($200.00) for an Employee + Dependent, and to One Hundred Dollars ($100.00) for an Employee only. Payments made for dependent premiums are not included in this rebate. This special rate will be permanently forfeited in the event that said employee opts to accept the medical coverage provided by the City.

B. LIFE INSURANCE: The City shall pay for life insurance as per the City's current policy.

SECTION 5: CONTRIBUTION TO PUBLIC EMPLOYEES RETIREMENT SYSTEM A. CLASSIC EMPLOYEES: The City shall contribute the Employers' contribution, as per the existing Contract between CalPERS and the Gonzales Public Safety Group under the 2% at 55 Defined Retirement Plan for Classic Employees as defined by CalPERS.

B. EMPLOYEE RETIREMENT PAYMENT OFFSET: Effective July 1, 2014, the City will provide seven percent (7%) increase to the base salary for those employees employed on that date. For all other CalPERS Classic Employees hired after July 1, 2014, the seven percent (7%) increase to the employee’s base salary does not apply and does not apply to new hires.

C. NEW EMPLOYEES: Effective January 1, 2013, the City shall contribute the Employers' contribution as per the formula established by CalPERS for the Gonzales Public Safety Group under the 2% at 57 Defined Retirement Plan for New Employees as defined by CalPERS. New Members shall pay the full amount of the employee contribution as established by CalPERS each year.

SECTION 6: DEFINED CONTRIBUTION PLAN (PARS) FOR CLASSIC

GRANDFATHERED EMPLOYEES
Commencing July 1, 2013, for Classic Grandfathered Employees as defined by PEPRA, the City agrees to contribute seven percent (7%) of the employee's base salary to a Defined Contribution Plan (PARS) pursuant to the Public Agency Retirement Services (PARS) Plan.

Effective July 1, 2014, the City agrees to contribute an additional two percent (2%) of the employee's base salary to a Defined Contribution Plan (PARS) for a total amount of nine percent (9%), pursuant to the Public Agency Retirement Services (PARS) Plan.

Packet Pg. 109 Attachment: Resol 22-04 GPOA MOU with Exh A (2314 : Resolution No. 2022-04 and Resolution No. 2022-05 GPOA & GPSA MOUs) 6 SECTION 7: Deferred Compensation:

The City will contribute up to $600 (six hundred dollars per year) every December toward deferred compensation. Employee must be in active status at the time of City contribution. The City will contribute $.20 (twenty cents) for every $1.00 (one dollar) an employee contributes to deferred compensation. Unit Member has to contribute $3,000 (three thousand dollars) per year to realize the city yearly contribution.

SECTION 8: TENURED (LONGEVITY) PAY
The City agrees to provide Tenured (Longevity) adjustments to base salary pursuant to the following schedule:
• All unit members who have been employed with the City for at least fifteen (15) years will be compensated an additional two percent (2%) of the employee's base pay; • All unit members who have been employed with the City for at least twenty (20) years will be compensated an additional two percent (2%) of the employee's base pay; • All unit members who have been employed with the City for at least twenty (25) years will be compensated an additional two percent (2%) of the employee's base pay. • All unit members who have been employed with City for at least thirty (30) years will be compensated an additional two percent (2%) of the employee's base pay.

SECTION 9: PROBATIONARY PERIOD
Employees shall serve a probationary period of twelve (12) months.

SECTION 10-: TERM
This Memorandum of Understanding shall become effective with a date of January 1, 2022, upon approval by the City Council of the City of Gonzales and shall remain in force and effect up to and including December 31, 2024.

SECTION 10: PROVISIONS OF THE LAW
This Memorandum of Understanding is subject to all current and future applicable Federal and State laws and regulations, as well as the Personnel Rules and Regulations of the City of Gonzales.

Should any of the provisions herein contained be rendered or declared invalid by a court of competent jurisdiction or reasons of any State and Federal legislation or court action, such invalidations of such part or portions of this Memorandum of Understanding shall not invalidate the remaining portions and they shall remain in full force and effect insofar as such remaining portions are severable, and City will provide notice to GPOA Representative of all changes, as referenced in this section, related to provisions contained herein, and have the opportunity to meet and confer over the impacts and effects.

SECTION 11: FULL UNDERSTANDING
This Memorandum of Understanding includes each and every agreement with respect to those employees for which the Gonzales Police Officers Association is authorized to represent.

Any other prior or existing understanding or agreements by the parties, whether formal or informal, Packet Pg. 110 Attachment: Resol 22-04 GPOA MOU with Exh A (2314 : Resolution No. 2022-04 and Resolution No. 2022-05 GPOA & GPSA MOUs) 7 regarding any such matters, are hereby superseded when called for or terminated in their entirety as contained herein.

Except as specifically provided herein, it is agreed and understood that each party agrees that the other shall not be required, unless mutually agreed by both parties, to negotiate with respect to any subject or matter within the scope of representation during the term of this Memorandum of Understanding.

The waiver of any breach, term, or condition of this Agreement by either party shall not constitute a precedent in the future enforcement of all its terms and provision. ********************************************************************************* APPROVAL SIGNATURES:

CITY OF GONZALES GONZALES POLICE OFFICERS
ASSOCIATION:
______________________________ _______________________________ Rene L. Mendez Cesar Castillo
City Manager Police Officer/GPOA Representative
Dated: ________________________ Dated: ________________________ Packet Pg. 111 Attachment: Resol 22-04 GPOA MOU with Exh A (2314 : Resolution No. 2022-04 and Resolution No. 2022-05 GPOA & GPSA MOUs) 8 A T T A C H M E N T A

SALARY INCREASES
The City Agrees to provide adjustments/increases to the base monthly salary of all GPOA Members over the term of this Memorandum of Understanding pursuant to the following schedule:
• Effective the first full pay period in January 2022: 3.5% • Effective the first full pay period in January 2023: 3.75% • Effective the first full pay period in January 2024: 3.75% In addition to the adjustments/increase to the base monthly salary, the City Agrees to increase the progression between steps in the Salary Schedule from four percent (4%) to four and half percent (4.5%) effective the first full pay period in January 2022.
****NO INFORMATION FOLLOWS ON ATTACHMENT A****
Packet Pg. 112 Attachment: Resol 22-04 GPOA MOU with Exh A (2314 : Resolution No. 2022-04 and Resolution No. 2022-05 GPOA & GPSA MOUs) 1 RESOLUTION NO. 2022-05

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF GONZALES

AUTHORIZING THE EXECUTION OF A MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF GONZALES AND THE GONZALES POLICE SUPERVISION ASSOCIATION FOR THE PERIOD COVERING JANUARY 1, 2022 THROUGH DECEMBER 31, 2024
WHEREAS, the City and the Gonzales Police Supervision Association have agreed to the terms and conditions of a Memorandum of Understanding for January 1, 2022 through December 31, 2024 for regular employees classified as Police Sergeant or Police Corporal.

NOW THEREFORE, BE IT HEREBY RESOLVED by the City Council of the City of Gonzales that the City Manager be and is hereby authorized and directed for and on behalf of the City of Gonzales, to execute a Memorandum of Understanding with the Gonzales Police Supervision Association for January 1, 2022 through December 31, 2024, in the form of the document hereunto attached and marked Exhibit A and by reference made a part hereof.

PASSED AND ADOPTED by the City Council of the City of Gonzales at a regular meeting duly held on the 18
th day of January 2022, by the following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

Jose L. Rios, The Honorable Mayor
ATTEST:

Mary Villegas, Deputy City Clerk
Packet Pg. 113 Attachment: Resol 22-05 GPSA MOU with Exh A (2314 : Resolution No. 2022-04 and Resolution No. 2022-05 GPOA & GPSA MOUs) 2 MEMORANDUM OF UNDERSTANDING

CITY OF GONZALES

AND THE

GONZALES POLICE SUPERVISION ASSOCIATION
JANUARY 1, 2022 THROUGH DECEMBER 31, 2024
SECTION 1: PREAMBLE
This Memorandum of Understanding is entered into by the City of Gonzales (hereinafter referred to as "the City") and the Gonzales Police Supervision Association (hereinafter referred to as "The GPSA"). This Memorandum of Understanding is subject to Sections 3500-3510 of the California Government Code and Chapter 1.24 of the Gonzales City Code, along with the City of Gonzales Personnel Rules, Regulations and Policies, which are incorporated herein by reference and made a part hereof "Employee," as defined for the purpose of this Memorandum of Understanding, shall mean a regularly appointed employee in an appropriate job classification as defined in Section 3.10 of the City's Personnel Rules, Regulations and Policies.

SECTION 2: RECOGNITION
Pursuant to Sections 3500-3510 of the Government Code of the State of California and Chapter 15 of the City's Personnel Rules, Regulations and Policies, the City certifies the GPSA as the recognized employee organization of the representation unit consisting of all regular employees classified as Police Sergeant and Police Corporal.

SECTION 3: PAY RATE AND PRACTICES
A. SALARY INCREASES: Refer to Attachment A, for base salary increases for the period from January 1, 2022 through December 31, 2024.

C. SEVENTH AND EIGHTH STEPS: The Seventh and Eighth Steps identified in the City of Gonzales Classification Plan (Public Safety Staff) will no longer be classified as Excellence Incentive Steps and shall now represent the last two (2) Steps recognized in the Classification Plan available to Public Safety Staff. An employee in the GPSA must meet the step eligibility standards outlined in Section B above to be eligible for step advancement.

D. FIELD TRAINING OFFICER (F.T.O.) PAY: Police Corporal(s) assigned F.T.O. responsibilities (actually assigned to Officer Trainee) shall receive an additional five percent (5%) of their current monthly base salary per month, while actively performing F.T.O. duties, during the time of such assignment.

E. BILINGUAL PAY: Upon the successful passing of a test designed and administered by the City Manager's office to determine Spanish language skills, effective July 1, 2006 an employee shall receive an additional 5% of current monthly base salary. The test shall measure both writing and speaking Exhibit ‘A’
Packet Pg. 114 Attachment: Resol 22-05 GPSA MOU with Exh A (2314 : Resolution No. 2022-04 and Resolution No. 2022-05 GPOA & GPSA MOUs) 3 abilities. The employee may be required to pass a proficiency test each year to continue receiving bilingual pay during the term of this Memorandum of Understanding.

F. SPECIAL COMPENSATION PAY: In lieu of Medical First Responder and HeightWeight Incentive Differential Pay, each officer shall have the option to contribute a total of an additional Fifty Dollars ($50.00) to his/her Health Insurance Employee Cost Deduction or an approved Deferred Compensation Plan.

G. EDUCATION INCENTIVE PAY: Each employee holding an Associate of Arts (AA) or an Associate of Science (AS) Degree shall receive an additional Seventy-Five Dollars ($75.00) per month, and each employee holding a Bachelors (BA or BS) Degree shall receive an additional One Hundred Dollars ($100.00) per month, payable in the first pay period of each month. Payment shall begin in the month following the date a copy of the diploma documenting the AA or AS and/or BA or BS Degree was received by the City. A maximum of $100.00 per month shall be paid per employee for Degree(s) obtained in this section of Educational Incentive Pay.

H. POST INCENTIVE PAY: Effective January 1, 2019 each employee who possesses and/or obtains a Peace Officers Standardized Training (POST) Intermediate Certificate shall receive an additional

3.5% of monthly base salary per month, and each employee who obtains a Peace Officers Standardized Training (POST) Advanced Certificate shall receive an additional 3.5% of monthly base salary per month.

The maximum amount an officer may receive pursuant to this section will be 7% of monthly base salary per month.

I. EDUCATIONAL REIMBURSEMENT PAY: Employees shall be entitled to reimbursement for continuing educational costs related to the performance of their duties pursuant to Chapter 14-Employee Development of the City of Gonzales Personnel Rules, Regulations and Policies.

J. CALL BACK WORK/COURT PAY: Call back work is defined as any time an employee is called back to work that does not continue into or after regular shift time. Call back work shall be compensated at the rate of a minimum of three (3) hours of pay at the overtime rate of time-and-one half of the employee's base hourly rate of pay. Court Pay shall be compensated at a rete of a minimum of four (4) hours of pay at time-and-one-half of the employee’s base hourly rate of pay. The Parties recognize that Court Pay is compensating the employee for physically appearing for court while off-duty.

K. HOLIDAY LEAVE/PAY: Holiday leave and/or pay are provided in recognition that employees must work on the eleven (11) established City holidays. Each employee shall be paid for seven and one-third (7.33) hours of leave at the over-time rate of time-and-one-half of the employee's base hourly rate of pay for each scheduled holiday worked, payable in the second pay period of the month.

L. COMPENSATION TIME: Employees shall be entitled to compensation time pursuant to Section 5.12 of Chapter 5-Compensation and Hours of the City of Gonzales Personnel Rules, Regulations and Policies, subject to the following modifications:

1. Employees shall be entitled to accumulate a maximum of eighty (80) hours of compensatory time. No further compensatory hours may be accrued after this cap has been reached.

2. Employees shall have the right to sell up to 40 (forty) hours of compensatory time once per calendar year, in December, subject to the following rules:

Packet Pg. 115 Attachment: Resol 22-05 GPSA MOU with Exh A (2314 : Resolution No. 2022-04 and Resolution No. 2022-05 GPOA & GPSA MOUs) 4 (a) The request for payment of up to 40 hours of compensatory time must be received by November 1 of each year.
(b) City shall retain the discretion to buy back hours at other times of the year.

M. UNIFORM ALLOWANCE:

1. The City shall provide all Officers with standardized uniforms in accordance with the agreed upon City policy.

2. The City shall pay each Unit Member the sum of Eight Hundred Dollars ($800.00) annually as a uniform maintenance allowance. Said uniform maintenance allowance shall be reported to CalPERS periodically when earned, on a pay period basis, in accordance with the Public Employees’ Retirement Law and applicable regulations. This item is not reportable for new members under PEPRA, as defined by Government Code Section 7522.04(f).

Any employee in the GPSA with valid proof of enrollment in an outside medical coverage plan, whose health insurance premiums are not being paid by the City, and that was receiving the former “payment-inlieu-of-the-medical-coverage” benefit as of June 1, 2006, was grandfathered in at a rate of Four Hundred Dollars ($400.00) per month. Effective April 1, 2016, for new employees, this “payment-in-lieu-of-themedical-coverage” of Four Hundred Dollars ($400.00) is for an Employee + Family, and will be adjusted to Two Hundred Dollars ($200.00) for an Employee + Dependent, and to One Hundred Dollars ($100.00) for an Employee only. Payments made for dependent premiums are not included in this rebate. This special rate will be permanently forfeited in the event that said employee opts to accept the medical coverage provided by the City.

B. LIFE INSURANCE: The City shall pay for life insurance as per the City's current policy.

B. EMPLOYEE RETIREMENT PAYMENT OFFSET: Effective July 1, 2014, the City will provide seven percent (7%) increase to the base salary for those employed on that date. For all other CalPERS Classic Employees hired after July 1, 2014, the seven percent (7%) increase to the employee’s base salary does not apply and does not apply to new hires.

C. NEW EMPLOYEES: Effective January 1, 2013 the City shall contribute the Employers' contribution as per the formula established by CalPERS for the Gonzales Public Safety Group under the 2% at 57 Defined Retirement Plan for New Employees as defined by CalPERS. New Members shall pay the full amount of the employee contribution as established by CalPERS each year.

Packet Pg. 116 Attachment: Resol 22-05 GPSA MOU with Exh A (2314 : Resolution No. 2022-04 and Resolution No. 2022-05 GPOA & GPSA MOUs) 5 SECTION 6: DEFINED CONTRIBUTION PLAN (PARS) FOR CLASSIC

GRANDFATHERED EMPLOYEES
Commencing July 1, 2013 for Classic Grandfathered Employees as defined by PEPRA, the City agrees to contribute seven percent (7%) of the employee's base salary to a Defined Contribution Plan (PARS) pursuant to the Public Agency Retirement Services (PARS) Plan.

Effective July 1, 2014 the City agrees to contribute an additional two percent (2%) of the grandfathered employee's base salary to a Defined Contribution Plan (PARS) for a total amount of nine percent (9%), pursuant to the Public Agency Retirement Services (PARS) Plan.

SECTION 7: Deferred Compensation:

SECTION 7: TENURED (LONGEVITY) PAY
The City agrees to provide Tenured (Longevity) adjustments to base salary pursuant to the following schedule:
• All unit members who have been employed with the City for at least fifteen (15) years will be compensated an additional two percent (2%) of the employee's base pay; • All unit members who have been employed with the City for at least twenty (20) years will be compensated an additional two percent (2%) of the employee's base pay; • All unit members who have been employed with the City for at least twenty (25) years will be compensated an additional two percent (2%) of the employee's base pay. • All unit members who have been employed with City for at least thirty (30) years will be compensated an additional two percent (2%) of the employee's base pay.

SECTION 8: PROBATIONARY PERIOD
Employees shall serve a probationary period of twelve (12) months.

SECTION 9: TERM
This Memorandum of Understanding shall become effective with a date of January 1, 2022, upon approval by the City Council of the City of Gonzales and shall remain in force and effect up to and including December 31, 2024.

Should any of the provisions herein contained be rendered or declared invalid by a court of competent jurisdiction or reasons of any State and Federal legislation or court action, such invalidations of such part Packet Pg. 117 Attachment: Resol 22-05 GPSA MOU with Exh A (2314 : Resolution No. 2022-04 and Resolution No. 2022-05 GPOA & GPSA MOUs) 6 or portions of this Memorandum of Understanding shall not invalidate the remaining portions and they shall remain in full force and effect insofar as such remaining portions are severable, and City will provide notice to GPSA Representative of all changes, as referenced in this section, related to provisions contained herein, and have the opportunity to meet and confer over the impacts and effects.

SECTION 11: FULL UNDERSTANDING
This Memorandum of includes each and every agreement with respect to those employees for which the Gonzales Police Supervision Association is authorized to represent.

Any other prior or existing understanding or agreements by the parties, whether formal or informal, regarding any such matters, are hereby superseded when called for or terminated in their entirety as contained herein.

The waiver of any breach, term or condition of this Agreement by either party shall not constitute a precedent in the future enforcement of all its terms and provision. ********************************************************************************* APPROVAL SIGNATURES:

CITY OF GONZALES GONZALES POLICE SUPERVISION
ASSOCIATION:
______________________________ _______________________________ Rene L. Mendez Juan Mendoza
City Manager Police Officer/GPSA Representative
Dated: ________________________ Dated: ________________________ Packet Pg. 118 Attachment: Resol 22-05 GPSA MOU with Exh A (2314 : Resolution No. 2022-04 and Resolution No. 2022-05 GPOA & GPSA MOUs) 7 A T T A C H M E N T A

SALARY INCREASES
The City Agrees to provide adjustments/increases to the base monthly salary of all GPSA Members (Sergeant and Corporal positions) over the term of this Memorandum of Understanding pursuant to the following schedule:
• Effective the first full pay period in January 2022: 3.5% • Effective the first full pay period in January 2023: 3.75% • Effective the first full pay period in January 2024: 3.75% In addition to the adjustments/increase to the base monthly salary, the City Agrees to increase the progression between steps in the Salary Schedule from four percent(4%) to four and half percent (4.5%) effective the first full pay period in January 2022.
****NO INFORMATION FOLLOWS ON ATTACHMENT A****
Packet Pg. 119 Attachment: Resol 22-05 GPSA MOU with Exh A (2314 : Resolution No. 2022-04 and Resolution No. 2022-05 GPOA & GPSA MOUs) City of Gonzales

CITY MANAGER DEPARTMENT

STAFF REPORT
TO: Honorable Mayor Rios and City Council
DATE: January 18, 2022
FROM: Rene Mendez, City Manager
SUBJECT: Resolutions No. 2022-06 and No. 2022-07 - Miscellaneous and Management Employees Level of Benefits

RECOMMENDATION
It is recommended that your City Council consider and adopt:
• Resolution No. 2022-06, A Resolution of the City Council of the City of Gonzales Establishing the 2022-2024 Level of Benefits for Miscellaneous and Fire Safety Employees; and • Resolution No. 2022-07, A Resolution of the City Council of the City of Gonzales Establishing the 2022-2024 Level of Benefits for Management Employees.

BACKGROUND
As your Council is aware, because neither the Management or Miscellaneous employee groups are represented as a bargaining unit, and neither have a Memorandum of Understanding (MOU), any changes to their benefits need to be done via resolution. Staff recently negotiated MOUs with the Public Works bargaining unit and the Police bargaining units, which are part of this agenda.

REVIEW AND ANALYSIS
The attached resolutions include the following changes and recommendations.

For both Management and Miscellaneous:

1. Salary Adjustment Schedule:
• First Full Period of 1/2022: 3.5%
• First Full Period of 1/2023: 3.75%
AGENDA
ITEM
18 Packet Pg. 120
• First Full Period of 1/2024: 3.75%

2. Increases the progression between steps in the Salary Schedule from 4 to 4.5%.

3. Reflects a new step to the Tenured (longevity) Pay incentive by adding an additional 2% bump in pay at 30 years of continuous employment with the City.

4. Increases the safety boots allowance from $150 to $200 maximum per year.

For Miscellaneous employees:

5. Adds a deferred compensation match contribution of up to $600 per year.1 Employee must be in active status at the time of the City Contribution.

These are consistent with the MOUs with the Police and Public Works units.2 The proposed changes are being recommended to remain competitive with South County cities, enhance retention, promote longevity and to acknowledge the great work being done by all of our employees. Especially over the challenging last 2 years, they have more than stepped up to help our community get through the COVID-19 pandemic.

Explain: Recommending salary and benefit adjustments for our employees when financially feasible and prudent, is important to maintain a healthy and productive work environment needed for the City employees to execute all the work, initiatives, projects, programs, and tasks needed to support the Vision for Gonzales provided by the Council.

Explain: Please see explanation above for the Vision.

Explain: Please see explanation above for the Vision and Mission.

Strong fiscal policies allow us to provide appropriate infrastructure for:
1 This equates to the City contributing $.20 (twenty cents) for every $1.00 (one dollar) an employee contributes to deferred compensation. Employee would need to contribute $3,000 (three thousand dollars) per year to realize the full City yearly contribution.
2 The Management Employee benefits package will automatically be applicable to City Manager/Executive Director René Mendez. Section X of his Employment Agreement states that he receives the same benefits, including retirement benefits, as are provided to the City’s Management Employees.

Packet Pg. 121
• Public Safety X Yes No N/A
• Housing X Yes No N/A
• Recreation X Yes No N/A
• Environment X Yes No N/A
• Education X Yes No N/A
Explain: Recommending salary and benefit adjustments at a reasonable and meaningful level during times when financially feasible and sustainable, is prudent and necessary to maintain the personnel infrastructure necessary for all these priority areas.

ALTERNATIVES
Alternative 1 – The City Council could choose to not approve the resolutions as too expensive and direct staff to modify them. Staff recommends against any changes, because the adjustments are prudent, financially feasible, sustainable, and sends a very positive message to the workforce.

Alternative 2 – The City Council could reject the idea of increased salaries and not approve the Resolutions. Staff believes the recommended increases are warranted.

BUDGET IMPACT
If approved, the recommendations are expected to have a three-year financial impact of approximately $332,200 spread out over several funds. The cost increase reflects the proposed COLAs, the increase in the step progression in the Classification Schedule and assumes 100% participation in the deferred compensation match program. It does not reflect costs from the longevity adjustment and the increase in the allowance for boots since that is very minor. The incremental financial impact per annum of approximately for 2022 are $103,200 ($51,600 for the remainder of the 2021-2022 Fiscal Year); for 2023 are $112,400, and for 2024 are $116,600.

It is important to note that the estimates are based on existing personnel and reflect several assumptions on the possible application of benefits. It is possible that the actual cost impacts will vary depending on future personnel, and/or benefit costs. It is anticipated that the increases can be covered with existing appropriations in the Council Approved FY 2021-2022 City Budget; however, if needed an adjustment will be brought back as part of the FY 2021-2022 Mid-Year. Further cost impacts will be built into the budget for 2023 and 2024. Over the long term, with the expected and currently underway growth in the Gonzales Agriculture Industrial Park, projected revenues in Property and Sales Tax, and other funding sources, there will be sufficient resources to cover the increase.

CONCLUSION
It is recommended that your City Council consider and adopt:
• Resolution No. 2022-06, A Resolution of the City Council of the City of Gonzales Establishing the 2022-2024 Level of Benefits for Miscellaneous and Fire Safety Employees; and • Resolution No. 2022-07, A Resolution of the City Council of the City of Gonzales Establishing the 2022-2024 Level of Benefits for Management Employees.

Attachments:

1. Resol 22-06 Benefits for Miscellanous Employees

2. Resol 22-07 Benefits for Management Employees
Packet Pg. 122

Page 1 of 6 ends

RESOLUTION NO. 2022-06

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF GONZALES ESTABLISHING THE 2022-2024 LEVEL OF BENEFITS FOR MISCELLANEOUS

AND FIRE SAFETY EMPLOYEES
WHEREAS, the City Council of the City of Gonzales establishes the salaries and benefits for the City’s miscellaneous employees via resolution; and WHEREAS, the City Council has determined that the salary schedules for the miscellaneous classifications shall be revised, and certain other terms and conditions of the Level of Benefits shall continue for 2022 through 2024.

NOW, THEREFORE, IT IS HEREBY RESOLVED, by the City Council of the City of Gonzales that the following classifications are subject to the terms and conditions of this resolution:

Miscellaneous Employees:

Public Works Lead Worker
Building Inspector I & II
Police Services Technician
Senior Accounting Technician
Executive Assistant to the City Manager/Deputy City Clerk Development Services Technician/Administrative Analyst
Accounting Specialist
Administrative Assistant/Records Supervisor
Administrative Assistant I and II
Youth Program Coordinator
Sports and Senior Programs Coordinator
Secretary
Receptionist-Clerk
Fire Safety Employees:

Fire Engineer
Section 1: Salary Adjustment
Salary Adjustment Schedule: The City agrees that all classifications covered by this resolution may be entitled to a wage increase in accordance with the following schedule and procedure:

First full Pay Period, January 2022: 3.5%
First full Pay Period, January 2023: 3.75%
First full Pay Period, January 2024: 3.75%
Packet Pg. 123 Attachment: Resol 22-06 Benefits for Miscellanous Employees (2313 : Resolution No. 2022-06 & Resolution No. 2022-07 Benefits for Misc. &

Page 2 of 6 ends

Section 2: Tenured (Longevity) Pay
The City agrees to provide Tenured (Longevity) adjustments to base salary pursuant to the following schedule:
• Employees who have been employed with the City for at least fifteen (15) years, will be compensated an additional two percent (2%) of the employee’s base pay; • Employees who have been employed with the City for at least twenty (20) years, will be compensated an additional two percent (2%) of the employee’s base pay; • Employees who have been employed with the City for at least twenty (25) years, will be compensated an additional two percent (2%) of the employee’s base pay. • Employees who have been employed with the City for at least thirty (30) years, will be compensated an additional two percent (2%) of the employee’s base pay.

Section 3: Bilingual Pay
For the classifications covered by this Resolution and upon approval by management, according to City’s need and upon the employee passing a City-sponsored test for bilingual verbal skills, City shall pay 5% of base salary per month as bilingual pay.

Section 4: Retirement
The City will provide the following CalPERS Retirement plan:

Miscellaneous Employees:
• CALPERS CLASSIC EMPLOYEES: The City shall contribute the employer’s contribution, as per the existing contract between CalPERS and the Gonzales miscellaneous group under the 2% @ 60 defined benefit retirement plan for classic employees as defined by CalPERS. Employees under this designation will contribute the full 7% of reportable compensation toward this benefit on a pre-tax basis.
• GRANDFATHERED CLASSIC EMPLOYEES RETIREMENT PAYMENT
OFFSET: Effective July 1, 2016, the City will provide a 3.5% increase to the base salary for those employed on that date with no break in service since. For all other CalPERS classic employees hired after July 1, 2016, the 3.5% increase to the employee’s base salary does not apply and does not apply to re-hires. • NEW (PEPRA) EMPLOYEES: Effective January 1, 2013, the City shall contribute the employer’s contribution as per the formula established by CalPERS for the Gonzales miscellaneous group under the 2% @ 62 defined benefit retirement plan for new (PEPRA) employees as defined by CalPERS. However, as required by PEPRA the City is no longer allowed to pay for the Employee Paid Member Contribution (EPMC) and therefore, new (PEPRA) employees are responsible for paying the full amount of the employee’s portion of the CalPERS defined benefit retirement plan.

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Fire Safety Employees:
• CALPERS CLASSIC EMPLOYEES: The City shall contribute the employer’s contribution, as per the existing contract between CalPERS and the Gonzales public safety group under the 2% @ 55 defined benefit retirement plan for classic employees as defined by CalPERS.
• GRANDFATHERED CLASSIC EMPLOYEES RETIREMENT PAYMENT
OFFSET: Effective July 1, 2016, the City will provide a 3.5% increase to the base salary for those employed on that date. For all other CalPERS classic employees hired after July 1, 2016, the 3.5% increase to the employee’s base salary does not apply and does not apply to re-hires.
• NEW (PEPRA) EMPLOYEES: Effective January 1, 2013 the City shall contribute the Employers’ contribution as per the formula established by CalPERS for the Gonzales Public Safety Group under the 2% @ 57 Defined Retirement Plan for new (PEPRA) employees as defined by CalPERS. However, as required by PEPRA, the City is no longer allowed to pay for the Employee Paid Member Contribution (EPMC) and therefore, new (PEPRA) employees are responsible for paying for the full amount of the employee’s portion of the CalPERS defined benefit retirement plan.

Section 5: Health, Dental and Vision Insurance
The City shall pay 100% of the cost of health insurance premiums for an employee's medical, vision and dental coverage and contributes towards dependent coverage.

The City’s Health Insurance is a self-funded plan. The City no longer provides medical retiree health coverage.

A. Employee Contribution: If dependents coverage is requested, employee shall pay at the rate of $106.62 per month for 1 dependent or $341.30 per month for 2 or more dependents.

B. Payment-in-Lieu-of-Medical-Coverage: Any employee in this classification with valid proof of enrollment in an outside medical coverage program, whose health insurance premiums are not paid by the City, may receive a payment-in-lieu of medical coverage.
a. Employees hired prior to April 1, 2016 with no break in service, “payment-in-lieu-of-medical-coverage” is grandfathered at the monthly reimbursement rate of $400. This special rate will be permanently forfeited if an employee opts to accept the medical coverage provided by the City. b. Effective April 1, 2016, for new employees, this “payment-in-lieu-ofmedical-coverage” of $400 is for an employee with 2 or more dependents, this will be adjusted to $200 for an employee with 1 dependent, and to $100 for an employee only.

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Section 6: Deferred Compensation
The City will contribute up to $600 (six hundred dollars per year) every December toward deferred compensation. Employee must be in active status at the time of City contribution. The City will contribute $.20 (twenty cents) for every $1.00 (one dollar) an employee contributes to deferred compensation. Miscellaneous Employee has to contribute $3,000 (three thousand dollars) per year to realize the city yearly contribution.

Section 7: Life Insurance
City shall provide term life insurance for each employee. The amount of coverage shall be the employee’s annual salary multiplied by 1.5 not to exceed $150,000.

Section 8: Conversion of Accumulated Sick Leave
Any employee who retires or resigns from City services with a minimum of fifteen (15) years of services shall be entitled to convert unused sick leave as provided below:

A. Employee who has completed a minimum of twenty (20) years of service and has accumulated a minimum of one thousand (1000) hours of sick leave, shall be entitled to convert fifty percent (50%) of his/her unused sick leave to paid time off; B. Employee who is at least fifty-five (55) years old and has completed a minimum of fifteen (15) years of service, shall be entitled to convert twenty percent (20%) of his/her unused sick leave to paid time off;
C. Employee who is under the age of fifty-five (55) and has completed a minimum of fifteen (15) years of service, shall be entitled to convert ten percent (10%) of his/her unused sick leave to paid time off;
Such paid time off shall be used immediately preceding the employee’s retirement date.

City retains the right and sole discretion to determine whether to pay an employee the cash equivalent of the unused sick leave referenced in subsections A., B., and C. above, in-lieu of paid time off. Employees terminated by City are not eligible for the provisions provided herein.

Section 9: Holidays
The following holidays are recognized as municipal holidays, and all employees shall have these days off, except as otherwise provided. Permanent employees shall receive eight (8) hours of holiday pay for each holiday.

A. January 1 (New Years Day)
B. Third Monday in January (Martin Luther King Jr. Day) C. Third Monday in February (President’s Day)
D. Last Monday in May (Memorial Day)
E. July 4 (Independence Day)
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F. First Monday in September (Labor Day)
G. November 11 (Veteran’s Day)
H. Fourth Thursday in November (Thanksgiving Day)
I. Fourth Friday in November (The day following Thanksgiving Day) J. December 24 (Christmas Eve)
K. December 25 (Christmas Day)
L. Every day appointed by the President of the United States or the Governor of the State for a public fast, thanksgiving, day of mourning or holiday.

M. Floating Holiday: Each employee, upon their individual request, shall be granted one floating holiday each calendar year. Sufficient notice shall be given to the employee’s immediate supervisor prior to the use of said holiday. Scheduling of said holiday is not to interfere with the work schedule of City.

N. Employees assigned to work on holidays shall receive eight (8) hours credit for said holiday, plus one and one-half (1 1/2) times their hourly rate for each hour worked on said holiday.

O. Fire Engineers assigned to shifts that regularly include holidays shall be paid for

7.33 hours of holiday pay at 1.5 times the employee’s base hourly rate of pay, payable in the second pay period of every month in lieu of taking holiday off.

Section 10: Safety Boots
For the classification of Public Works Lead Worker and Fire Engineer upon administrative direction, City shall pay $200.00 maximum to provide safety boots on an asneeded basis, but not more often than once every twelve (12) months. In the event, that an employee resigns within six (6) months of the purchase of the safety boots, the employee shall be required to reimburse the City for one-half (1/2) of the City’s cost of the safety boots.

Section 11: Uniforms
a. Fire Engineers shall be furnished 2 shirts and trousers annually for use at work. b. Public Works Lead Worker shall be furnished 3 shirts, trousers, and coveralls for use at work.
c. From January 1, 2016, at the commencement of the updated resolution establishing the level of benefits for miscellaneous and fire safety employees, and upon the direction of CalPERS, the City will report to CalPERS the monetary value for providing, maintaining, and replacing uniforms to all employees covered under this resolution, who are required to wear uniforms provided by the City. The City will report the total bi-weekly amount for the initial cost and/or maintenance and/or replacement of uniforms, for each Packet Pg. 127 Attachment: Resol 22-06 Benefits for Miscellanous Employees (2313 : Resolution No. 2022-06 & Resolution No. 2022-07 Benefits for Misc. &

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employee. The bi-weekly amounts reported to CalPERS will derive from the City’s invoices of total cost per employee for the maintenance of uniforms. The bi-weekly amounts reported to CalPERS will also include the total cost for initially providing uniforms, and/or the replacement of uniforms when applicable, and the amounts for the initial cost and/or replacement. The invoices provided to the City, by its uniform vendor, will include the unit price, which will determine the total cost, per employee. The City will report to CalPERS, no more than $800 per year, per employee, for providing the initial cost, replacement, and maintenance of required uniforms, in the manner as described in this paragraph for all employees that receive a uniform.

PASSED AND ADOPTED at a regular meeting of the City Council of the City of Gonzales duly held on the 18
th day of January 2022, by the following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

Jose L. Rios, The Honorable Mayor
ATTEST:

Mary Villegas, Deputy City Clerk
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RESOLUTION NO. 2022-07

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF GONZALES ESTABLISHING THE 2022-2024 LEVEL OF BENEFITS FOR MANAGEMENT

EMPLOYEES
WHEREAS, the City Council of the City of Gonzales establishes the salaries and benefits for the City’s management employees via resolution; and WHEREAS, the City Council has determined that the salary schedules for the Management classifications listed shall be revised and certain other terms and conditions of the Level of Benefits shall continue for 2022 through 2024.

NOW, THEREFORE, IT IS HEREBY RESOLVED, by the City Council of the City of Gonzales that the following benefits are approved for all FLSA exempt executive, administrative and professional employees, as well as all exempt executive, administrative, professional and safety employees for 2022 through 2024 and shall be applicable to the following classifications:

Management (Exempt) Employees:

Deputy City Manager/Special Projects Director
Director of Community Engagement and Strategic Partnerships Community Development Director
Public Works Director
Public Works Director/City Engineer
Building Official/Code Enforcement Officer
Recreation Coordinator/Administrative Analyst
Public Works Supervisor
Public Safety Management (Exempt) Employees:

Public Safety Director
Police Chief
Fire Chief
Deputy Police Chief
Deputy Fire Chief
Section 1: Salary Adjustment
Salary Adjustment Schedule: The City agrees that all classifications covered by this resolution may be entitled to a wage increase in accordance with the following schedule and procedure:

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A) All employees in these classifications except Public Safety Director, Police Chief and Deputy Police Chief shall receive the following cost-of-living-adjustment (COLA) as follows:

First full Pay Period, January 2022: 3.5%
First full Pay Period, January 2023: 3.75%
First full Pay Period, January 2024: 3.75%
B) For the classification of Public Safety Director, Police Chief and Deputy Police Chief, the City agrees that they are tied to the same salary adjustments provided in the Gonzales Police Supervision Association Memorandum of Understanding.

Section 3: Administrative Leave
Pursuant to Chapter 5 Section 5.13 of the Personnel Rules, Regulations, and Policies, administrative leave is set at (40) hours per year.

Section 4: Retirement
The City will provide the following CalPERS Retirement plan:

Management (Exempt) Employees:
• CALPERS CLASSIC EMPLOYEES: The City shall contribute the Employer’s contribution, as per the existing contract between CalPERS and the Gonzales management group under the 2% @ 60 defined benefit retirement plan for classic employees as defined by CalPERS. Employees under this designation will contribute the full 7% of reportable compensation toward this benefit on a pre-tax basis.
• GRANDFATHERED CLASSIC EMPLOYEES RETIREMENT PAYMENT
OFFSET: Effective July 1, 2016, the City will provide a 3.5% increase to the base Packet Pg. 130 Attachment: Resol 22-07 Benefits for Management Employees (2313 : Resolution No. 2022-06 & Resolution No. 2022-07 Benefits for Misc. &

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salary for those employed on that date with no break in service since. For all other CalPERS classic employees hired after July 1, 2016, the 3.5% increase to the employee’s base salary does not apply and does not apply to re-hires. • NEW (PEPRA) EMPLOYEES: Effective January 1, 2013 the City shall contribute the employer’s contribution as per the formula established by CalPERS for the Gonzales miscellaneous group under the 2% @ 62 defined benefit retirement plan for new (PEPRA) employees as defined by CalPERS. However, as required by PEPRA the City is no longer allowed to pay for the Employee Paid Member Contribution (EPMC) and therefore, new (PEPRA) employees are responsible for paying the full amount of the employee’s portion of the CalPERS defined benefit retirement plan.

Public Safety Management (Exempt) Employees:
• For the Classifications under this designation, the CITY agrees that they are tied to the same CalPERS retirement plan and defined contribution plan (PARS) provided in the Gonzales Police Supervision Association Memorandum of Understanding.

Section 5: 457 Deferred Compensation Plan
The City shall contribute 2% of the employee’s actual earnings, plus an additional one hundred dollars ($100) per month to the deferred compensation plan of the employee’s choice (CalPERS or ICMA).

Section 6: Medical/Dental/Vision Insurance
The City shall pay 100% of the cost of health insurance premiums for an employee's medical, vision and dental coverage and contributes towards dependent coverage.

The City’s Health Insurance is a self-funded plan. The City no longer provides medical retiree health coverage.

A. Employee Contribution: If dependents coverage is requested, employee shall pay at the rate of $106.62 per month for 1 dependent or $341.30 per month for 2 or more dependents.

B. Payment-in-Lieu-of-Medical-Coverage: Any employee in this classification with valid proof of enrollment in an outside medical coverage program, whose health insurance premiums are not paid by the City, may receive a payment-in-lieu of medical coverage.
a. Employees hired prior to April 1, 2016 with no break in service, “payment-in-lieu-of-medical-coverage” is grandfathered at the monthly reimbursement rate of $400. This special rate will be permanently forfeited if an employee opts to accept the medical coverage provided by the City. b. Effective April 1, 2016, for new employees, this “payment-in-lieu-ofmedical-coverage” of $400 is for an employee with 2 or more dependents, Packet Pg. 131 Attachment: Resol 22-07 Benefits for Management Employees (2313 : Resolution No. 2022-06 & Resolution No. 2022-07 Benefits for Misc. &

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Gonzales City CouncilJanuary 18, 2022

Gonzales City Council
January 18, 2022