Grass Valley City Council
August 22, 2024

Item # 3.
11 For positions that require a Bachelor’s Degree as a minimum qualification only:

Master of Arts or 2.5%
Master of Science
H. Certificates and Licenses

1. City Required Certificate or License for Specialized Work - 1.25% Incentive pay only applies when the City requires the certificate and the certificate is utilized to meet specific requirements. ( Maximum incentive is

2.5%. If not required to utilize the certificate, the incentive will not apply.

2. The City agrees to pay for required certification and/or licensing renewal fees for employees. At the discretion of the Department Head the City also agrees to pay for renewals of certifications and/or licensing when such certification and/or licensing is deemed relevant and valuable to the professional execution of assigned duties of employees.

I. Interagency Work
Assigned employees shall receive compensation for Interagency Agreement Work. Employees shall receive hourly compensation, including time and one- half (1 ½) pay, portal to portal, for work performed in accordance with interagency agreements. No premium pay.

J. Bilingual Pay
Effective July 25, 2023, Employees designated by the City to provide bilingual services shall receive an increase of five percent (5%) of base salary.

Bilingual pay will be for languages designated by the City and demonstrated proficiency. Number of personnel approved for bilingual pay will be limited to meet the needs of the City.

K. Longevity Pay
Effective July 25, 2023, The City shall pay two and one-half percent (2.5%) of base rate for longevity pay upon completion of ten (10) years of continuous service
ARTICLE-7-OVERTIME; CALL BACK; STANDBY; COURT TIME; SNOW DAYS (NONEXEMPT EMPLOYEES):

A. Overtime

1. Policy - It is the policy that overtime work be discouraged; that each Department Head arrange the work of his or her department so that full-time Employees shall normally work not more than eight (8) hours per work day or more than five (5) consecutive work days consisting of forty (40) hours without at least one (1) day off, or more than eighty (80) hours in any pay

Item # 3.
12 period, and that overtime work be held to a minimum consistent with the efficient performance of necessary functions. Hours are subject to modification based on mutually agreed upon alternative work schedule.

2. Overtime Defined - Overtime is authorized time worked in excess of eight (8) hours in a normal day or forty (40) hours per week. Subject to modification based on mutually agreed upon alternative work schedules. All work authorized as overtime shall be calculated at the overtime rate which is one and one-half (1 1/2) times the regular hourly rate of pay (such calculation being non-cumulative for the same hours).

3. Authorization for Overtime Work - Overtime work not specifically authorized by the City Council shall be performed only upon express authorization of the Department Head or designee empowered by the Department Head to authorize the same.

4. Reporting Overtime - Total hours of authorized overtime for each pay period for each employee shall be reported on a Time Card and shall be signed by the Department Head or designee. The total hours of prior accumulated compensatory time taken off during each pay period shall be likewise reported.

5. Fringe Benefits Not Affected by Overtime - Overtime work shall not be a basis for increasing vacation or sick leave benefits, nor shall it be a basis of advancing completion of required periods for probation or salary step advance.

6. Compensation for Overtime:
a. Compensation of overtime and holidays shall either be paid at the rate of time and one-half or accrued as Compensatory Time Off as determined by the Department Head subject to the rules as stated herein.
b. Employees may, upon the prior request of the employee and prior authorization of the Department Head, accumulate Compensatory Time Off in lieu of overtime pay, or receive overtime pay for that pay period. Provided, however, in no event shall an employee be allowed to accumulate in excess of one hundred and sixty (160) hours Compensatory Time Off. In the event an employee has accumulated one hundfred and sixty (160) hours Compensatory Time, payment of overtime shall be automatically made unless mutually agreed otherwise by the City Manager and the employee.
c. In calculating the base for overtime/compensatory time consideration, vacation time of more than two days (16 hours) in the subject work week shall not be considered as qualifying in calculating "hours worked" for overtime purposes.
d. The balance of any accumulated Compensatory Time shall be paid upon termination of employment or under such other circumstances as authorized by the City Manager.
e. Employees shall request to use Compensatory Time Off in the same manner as vacation requests.

Item # 3.
13 B. Call Back Time
Call back time shall be that time an employee is called back to work by the Department Head or designee before or after a normal work day, when an employee is required to work on a normal work day off by the Department Head in the event of an emergency; or when an employee is required to work on any holiday recognized by the City Council. The time actually worked or a minimum of two (2) hours at one and onehalf (1 & 1/2) times, may at the choice of the employee be accrued as Compensatory Time, or taken as pay subject to the same rules for compensation for overtime provided above.

C. Telephone Call Back Pay
When an employee is contacted at home for the purpose of work and said work can be completed at home over the telephone or through other technology, the employee shall be compensated in 15 minute increments with call back pay at the overtime rate. A call lasting less than 15-minutes shall be compensated for 15-minutes.

D. Standby Time

1. Standby time shall be that time an employee is designated by the Department Head to be available on immediate call on normal days or hours off, or that time an employee is designated by the Department Head to be available on immediate call on holidays.

2. Standby time will be calculated at straight time using the terms noted below:
a. Weekend - That standby period shall begin at the end of the shift each Friday afternoon, and shall continue until the beginning of the shift the following Monday.
i. Compensation rate - 7.5 hours, may be taken as pay or Compensatory Time Off, subject to the same rules for
Compensation for Overtime provided above.
b. Weekly - That standby period shall begin at the end of the shift on each Tuesday afternoon, and shall continue until the beginning of the shift the following Tuesday (Excluding the 40 hours of regular work week). i. Compensation rate - 20 hours, may be taken as pay or Compensatory Time Off, subject to the same rules for
Compensation for Overtime provided above.
c. Employees shall be limited to earning a maximum of eighty (80) hours of Compensatory Time Off per fiscal year for standby time.

3. If only one employee is on standby and additional employees are needed to perform an assignment, treatment plant employees who are on separate standby status shall only be used when other eligible employees are not

Item # 3.
14 available. If multiple employees divide a single week’s standby assignment, the standby pay shall be divided pro-rata among the employees who have made themselves available.

4. If an employee’s standby period, as defined in 7(DE)(2) contains a holiday, and if the employee is not called during the holiday, the employee shall be compensated with two (2) hours overtime in addition to their regular standby pay, which may be taken as pay or Compensatory Time Off subject to the same rules for Compensation for Overtime provided above.

5. Any time an employee on standby time as described in section 7(E)(2) or 7(E)(4) is called to work, the employee shall receive as compensation, callback time as defined above in section 7(B) in addition to the standby time set forth in subsections 7(DE)(2)(b).

6. If the City desires to change the beginning and ending time of standby coverage without impacting the total number of hours of coverage, the City will meet and consult with Local 39 prior to implementation to discuss the impact of this change.

7. Substitutions are allowed. All substitutions are the responsibility of the standby employee who has rotated to service. Substitutions shall normally be from the standby list. Prior supervisor approval is required in order to use someone who is not currently on the list.

8. Any time an employee on standby is called to work, they shall receive “Call Back Pay” at the rate prescribed in the MOU. “Call Back Pay” for standby will require a physical presence as a response to a standby call. Phone calls to confirm or coordinate a response or service shall not constitute “Call Out” unless those calls are made while physically present at the “Call Out” site. “Call Out” shall not constitute the exchange of the standby log from one standby shift to the next. Phone calls to employees who are not on standby will be paid in15- minute increments.

9. Comp time conversion will remain as stated in the MOU under compensation for overtime.

10. If standby personnel require assistance and cannot get a response, any other personnel currently on a standby rotation may be called for assistance unless they are unavailable due to working in their own area.

E. Shift Change Notice
Employees shall be given at least five (5) days notice of a shift change. In the absence of such notice, the employee shall receive a 5% differential over base salary for each day in which the notice was not given (i.e. 5 day notice – no differential; 4 day notice - 1 day differential, etc.). If a shift change with less than five days notice is initiated by or agreed to by an employee, no shift change differential shall apply. Excludes shift change impact when required due to responding to an emergency (i.e. snow storm, flood, fire, etc.).

Item # 3.
15 F. Court Time
Court time and compensation for that time, is defined as that period when an employee is required to appear in court as part of the performance of his/her normal duties on a day when the employee would not otherwise be scheduled to work. An employee will not be granted court time during the same time period that callback time or standby time is available. Court time may be paid or accrued as compensatory time in the same manner and subject to the same rules as overtime is compensated and shall be computed on the basis of two (2) hours or the actual amount of the time the employee is required to appear in court, whichever is greater.

If an employee is subpoenaed to appear in court on work related matters, the employee shall be paid his/her normal salary for the regular work time missed.

ARTICLE 8 – LEAVE
A. Absence From Duty
The absence of an employee from duty and the reason for absence shall be reported by the employee to their immediate supervisor, who in turn will notify the Department Head. The return of an employee to duty shall likewise be reported. Unauthorized absence from duty is sufficient cause for termination of employment. Unauthorized absence from duty for five (5) consecutive days shall be deemed a resignation from City employment.

B. Sick Leave
Employees shall be entitled to accrue 8 hours of leave for each calendar month of service (3.69 hours per pay period). After one (1) month of employment, the employee shall be entitled to use accrued sick leave, which may be integrated with SDI or Workers’ Compensation benefits if the injury or illness necessitating the employee’s absence from work is reported to the Department Head within 14 calendar days of the occurrence of the injury or illness. If any employee does not take the full amount of sick leave allowed in any calendar year, the amount not taken may be accumulated from year to year without limit.

C. Sick Leave Usage

1. Sick leave accrual, if available, will be used for the following circumstances:
a. The absence from duty of an employee because of his/her illness, pregnancy, injury or related complications; quarantine due to contagious disease.
b. The absence from duty of an employee due to his/her serious illness or the serious illness of the employee’s spouse, child, step child, parent or step-parent for circumstances defined by the Federal Family and Medical Leave Act (FMLA) and/or the California Family Rights Act (CFRA);

Item # 3.
16 c. Medical appointment of an employee: The absence from duty of an employee due to the medical appointment or illness of his/her spouse, domestic partner, child or parent to the extent provided by California Law (specifically, AB 109, known as the “Kin Care” legislation effective in 2002 and SB 1471, as enacted in 2003;
d. The City may allow the use of sick leave due to the illness/medical appointment of other relatives of the employee, if such relative is living in the same household as the employee, or in a care facility.

2. Sick leave due to a medical appointment must be approved in advance by the employee’s immediate supervisor or Department Head. Other leaves provided for due to illness or medical complications shall be provided consistent with other leave conditions provided herein and within the Federal and State Family Leave Act

3. Sick leave is defined to mean the absence from duty of an employee because of illness, pregnancy or related complications, quarantine due to exposure to contagious disease, attendance upon a member of his/her immediate family seriously ill and requiring the care and attention by such employee, or medical appointment. Other leaves provided due to illness or medical complications shall be consistent with the Federal and State Family Leave Acts.

If absence from duty by reason of sickness extends beyond the period of three (3) working days, the employee may be required to file, with the Department Head, a certificate of sickness or disability prepared by a regular, licensed and practicing physician prior to entitlement to sick leave pay. All employees whose absence from duty because of sickness extends beyond one (1) calendar week shall cause a report or certificate by a regular, licensed and practicing physician to be filed with the Department Head when requested. Certificates filed under this section shall certify the employee's inability to return to work.

If no certificate is filed disciplinary action may be taken.

The Department Head may require any employee to furnish a certificate of illness or disability completed by a regular, licensed and practicing physician at any time they are aware of information or have reason to believe that an employee is abusing the sick leave privilege.

Examples of abuse of sick leave include but are not limited to:

1. Employee has a demonstrable pattern of sick leave abuse; or

2. Use of sick leave on day that was previously requested off on vacation and denied.

3. The manager has good reason to believe the employee absence was for an unauthorized reason. A manager has good reason if a prudent person would also believe the absence was for an unauthorized reason.

Item # 3.
17 D. Extended Medical Leave
Those employees who have been granted an approved extended medical leave shall not, as a matter of course, be required to provide weekly verification of their medical condition. The City reserves the right to require such verification if the Department Head has reason to believe it is appropriate. Failure of an employee to supply the requested verification of medical condition is sufficient cause for termination of the extended medical leave. In the event that a unit member faces termination for the sole reason of exhaustion of leave, the City shall meet with the Union to endeavor to reach an agreement on alternatives such as disability retirement, etc.

E. Bereavement Leave
Employees shall be granted leave of absence with pay not to exceed 40 hours per year, noncumulative, for purposes of attending funeral services, making related arrangements for the family or travel to and from the location of services on account of the death of any member of his/her immediate family. Member of the immediate family means the mother, father, grandmother, grandfather, or a grandchild of the employee or of the spouse of the employee and the spouse, son, son-in-law, daughter, daughter-in-law, brother or sister of the employee, or any relative living in the immediate household of the employee. It shall be the responsibility of the department to account for such leaves. Leaves of more than 40 hours, if approved, shall be charged against sick leave or other accumulations in accordance with AB1949.

F. Vacation Leave
For each completed payroll period of service or portion thereof an employee shall receive credit for vacation pay in accordance with the following schedule:

Up to two 2 years .............. 88 hours per year (3.38 hrs per pay period) 2 years, one day to 5 years ............ 104 hours per year (4.00 hrs per pay period) 5 years, one day to 10 years ............ 128 hours per year (4.92 hrs per pay period) 10 years, one day and over ............ 164 hours per year (6.31 hrs per pay period) 20 years, one day and over ............ 176 hours per year (6.78 hrs per pay period) After 2 years of city service, credit for prior public service shall be included for the purposes of calculating vacation accrual. Maximum accrual under this provision not to exceed 10 years of total service credit (164 hours per year). Employee shall be responsible to provide verification from prior service.

Item # 3.
18 All vacations will be at such days and time as his or her Department Head has approved and will be without loss of pay. Vacation accrual earned will be available for use in the pay period following its accrual.

Employees shall be permitted to accumulate the unused portion of vacation to their credit; provided, however, they shall not be permitted to accumulate credit for any vacation time in excess of three hundred twenty (320) hours per calendar year. Hours will continue to accrue during the calendar year. With the first pay period of January of each year the maximum number of accrued hours will be reset to 320 hours.

In the event that an employee is not permitted to schedule and take vacation as caused by the City, which results in the employee exceeding the accumulation limits, the Department Head, may upon request of the employee, request the City Manager to consider the reason(s) for exceeding the cap and may be granted a 90 day extension of time, in which vacation time will be scheduled that will bring the employee’s accrued time below the 320 hour limit. One additional 90 day extension may be granted.

G. Holidays
Holidays are those days or hours designated as such by or pursuant to this MOU, City ordinance or resolution. Holiday time is time in addition to the normal work period.

Any employee authorized to work a holiday shall be compensated at the rate of one and one-half (1 1/2) times his/her regular salary. If the holiday falls on the employee's scheduled day off, the same amount of hours (at straight time) shall be accrued as compensatory time or paid as holiday pay. The Holiday will be the day as observed by the City. The value of a Holiday is 8 hours.

Recognized holidays shall include:

New Year's Day
Martin L. King Day Veterans' Day
Presidents' Day Thanksgiving Day
Memorial Day Day After Thanksgiving
July 4th Christmas Eve Day
Labor Day Christmas Day
If the holiday falls on a Saturday, it will be observed the Friday prior to the holiday.

If the holiday falls on a Sunday, it will be observed the Monday following the holiday.

Twenty four hours (24) of floating holidays per fiscal year, non-accruable, may be taken on a day of the employee's choice with the prior approval of the Department Head with due consideration for the work schedule of the department.

Item # 3.
19 Only regular and probationary employees in a current and paid status shall be eligible for holiday compensatory time. Any new employee whose first working day is the day after a paid holiday shall not be credited for that holiday. An employee terminating employment for any reason and whose last work day as a paid employee is the date before a holiday shall not be credited for that holiday. If an employee is on an extended medical leave and has exhausted his/her accruals, they will not receive credit for holidays.

H. Jury Duty Leave
An employee shall be paid his/her normal salary for each workday, or portion thereof, he/she is required to be on jury duty. Any money, less travel expenses, received by the employee for jury duty shall be remitted to the City by the employee.

I. Family and Medical Care Leave
Per State and Federal Regulations, Family and Medical Care and California Family Rights Act leaves are available for employees who qualify. Information on leaves is posted in the work area and further information is available from the Human Resources Representative.

These leaves may be taken for the birth/adoption of a child, to care for a child, spouse or parent who has a serious health condition or for an employee’s own health condition which makes an employee unable to perform the essential functions of his/her job. If an employee is a regular full time employee, with more than one year of continuous service, or have worked more than 1250 hours during the previous 12 months an employee is eligible to request a leave. If this leave is granted, upon an employee’s return, an employee will be reinstated to the same or a comparable position as the position held before the leave unless such a position no longer exists. Available accruals must be used for such leaves. For leaves related to an employee’s own serious health condition or that of an eligible family member, sick leave will be utilized first, followed by other accruals (holiday, CTO, vacation – in that order). If all available accrual is depleted an employee may continue on an unpaid leave until the 12 week maximum leave is taken. If an employee desires to take an FMLA leave or CFRA leave not associated with the serious health condition of him or herself or an eligible family member, sick leave hours accrued may not be used.

Whenever possible, an employee must provide at least 30 days written notice that he/she wishes to take a leave of absence. When this is not possible an employee must notify the City, in writing, as soon as possible. Failure to comply with these notification rules may result in the denial or deferral of the requested leave until the employee complies with the notice provisions.

Item # 3.
20 The cost of an employee’s health care coverage while on a Family and Medical Care Leave less any portion of the premium an employee is required to pay will be paid for by the City for up to 12 weeks. If you do not return from your leave, you will be responsible for reimbursing the City for the insurance premiums paid on your behalf.

While the above provisions will apply to most employees in most circumstances, there are certain exceptions under which the City may refuse to grant a leave.

J. Family Care School Partnership Act
This act provides that employees who are parents, guardians or grandparents who have custody of a child enrolled in a California public or private school, kindergarten through twelve or a licensed child day care facility may request to take up to 40 hours each year, (with a maximum of 8 hours in a calendar month) to participate in their child's school/day care activities.

Verification may be requested by the employer. Employees shall be entitled to take advantage of the Family Care School Partnership Act without loss of benefits. Time off taken under this Leave shall, at the employee's election, be either approved unpaid leave or paid by using available compensatory or vacation time.

K. Paid Administrative Leave
Paid Administrative Leave time may be used by the City to maintain an employee’s economic interests while directed not to report to work. Paid Administrative Leave may also be used to account for leave time not otherwise specified in this MOU ARTICLE 9 – RETIREMENT
New Member Employees:
• A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who has no prior membership in any California Public Retirement System.
• A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who was a member with another California Public Retirement System prior to January 1, 2013, and is not eligible for reciprocity. • A member who first established CalPERS membership prior to January 1, 2013, and who is rehired (by a different CalPERS employer) after a break in service of greater than six months.

Classic Member Employees:

Item # 3.
21 • A new hire who was brought into CalPERS membership for the first time before January 1, 2013.
• A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who was a member with another California Public Retirement System prior to January 1, 2013, and is eligible for reciprocity. • A member who first established CalPERS membership prior to January 1, 2013, and who is rehired (by a different CalPERS employer) after a break in service of less than six months.

A. Classic Member Retirement Benefits

1. Employees designated as "local miscellaneous members" by the City are currently provided retirement benefits under the Public Employee's Retirement System's Local Miscellaneous 2.5% at age 55 Formula.

2. Employees are also provided retirement benefits under Social Security B. Classic Member Retirement Contributions

1. The City shall pay the employer contribution rate to the extent and limits required by the Public Employees' Retirement System and Social Security.

2. Classic Member employees will pay the full employee’s contribution to PERS.

3. The employee shall pay the full amount of the employee's contribution rate to Social Security. The City will pay the employer contribution.

C. New Member Retirement Benefits
New member employees hired after to January 1, 2013 shall have the PERS 2% @ 62 formula, as provided by the terms of the contract in effect between the City and PERS.

D. New Member Retirement Contributions:

The employee contribution rate shall be 50 percent of the “normal cost” rounded to the nearest quarter of 1 percent, as determined by PERS.

E. Supplemental Retirement Benefits

1. The City shall pay a supplemental retirement benefit to each eligible employee covered under the terms of this MOU who attains minimum retirement age.

The term "minimum retirement age" is the age at which an employee first becomes eligible to receive a disbursement of a retirement benefit under the terms of the employee benefit plan described in section A of this Article. The term "eligible employee" is limited to those employees who leave City employment for the sole reason of retiring under a PERS regular service retirement, disability retirement, or industrial disability retirement provision.

Item # 3.
22 2. For employees hired before July 1, 2023, with at least ten (10) years of service with the City are eligible for the benefit provided under the terms of this section. The benefit provided under the terms of this section shall be a onetime lump sum payment, of the straight time value of the retiring employee's accumulated but unused sick leave on the date that the employee retires from City employment. For employees with ten or less years of service, the calculation will be 50% of the straight time value of the retiring employee's accumulated but unused sick leave. Employees with more than ten years of service will receive an additional 2.5% per full year of service over ten years.

The reference to sick leave days in this section is for purposes of calculating the benefit provided under this section only, and shall not operate to "vest" sick leave days, or otherwise create any entitlement to pay for those sick leave days for an employee who terminates employment prior to attaining minimum retirement age as defined in this sub-part. The straight-time value of the retiring employee's sick leave days shall be computed solely and exclusively on the basis of the non-overtime normal wage rate paid to the employee, and no overtime premiums, or any other type of premium pay or pay for working out of class or employee benefits or other forms of non-straight time wage compensation shall be used for purposes of calculating the benefits due under this section.

3. Consistent with the sick leave provisions of this MOU, any employee whose employment with the City terminates for any reason prior to attaining minimum retirement age forfeits all accumulated but unused sick leave hours, and shall not become entitled or eligible to receive any benefits under the terms of this section even if the employee is subsequently re-employed by the City.

Any rehired or reinstated employee shall begin to accrue sick leave hours as if they had never worked for the City previously. The benefit provided in this section shall not arise or vest, nor shall any City funds be identified, segregated or allocated for purposes of providing this benefit until such time as the individual employee applying for the benefit becomes eligible for the benefit as provided in this section and provides written notice to the Department Head and/or Human Resources Representative of his/her intention to retire from employment with the City. The benefit provided in this section shall not increase the City's obligations with respect to other benefits of employment, including, but not limited to, other retirement benefits, health and welfare benefits, sick leave benefits, disability benefits, or any other form of compensation or fringe benefits of whatsoever kind or nature.

4. Employees hired before July 1, 2023, and who retire from the City, may, in lieu of receiving service credit in accordance with the City’s contract with CalPERS elect instead to receive a one-time lump sum payment pursuant to this section. The request for lump sum payment must be received the calendar year prior to retirement or any time prior.

Item # 3.
23 5. Employees hired after July 1, 2023, upon retirement, shall have their accumulated sick leave credited toward retirement in accordance with the City’s contract with CalPERS, to the extent allow by such Agreement.

F. Retiree Health Insurance Benefit

1. Any employee retiring after July 1, 2006 from the City under PERS, after 25 or more years of City service, is eligible for the following retiree health insurance benefit. It is not a requirement that an employee participate in CalPERS health plans to receive this benefit.
a. $250.00 per month, not including the statutory administrative fee for PERS coverage. To receive this benefit a retiree must provide annual evidence of health insurance coverage to the Human Resources Representative.

2. Such benefit will cease upon the retiree receiving group medical insurance coverage from another employer if employed by such employer or receiving coverage through Medicare. If a retiree covered under another employer’s group medical insurance loses such coverage, this benefit will start or restart until the retiree is otherwise ineligible.

ARTICLE 10 - HEALTH AND WELFARE
A. Insurance Benefits
Effective January 1, 2020 2025, the City’s total Medical contribution shall be as follows:

Employee $ 815.00965.00
Employee plus 1 $1,625.001,775.00
Family $2,133.00 2,283.00
Effective January 1, 2026, the City’s total Medical contribution shall be as follows:

Employee $1.065.00
Employee plus 1 $1,875.00
Family $2,383.00
Effective January 1, 2027, the City’s total Medical contribution shall be as follows:

Employee $1.165.00

Item # 3.
24 Employee plus 1 $1,975.00
Family $2,483.00

1. Effective January 1, 2025 Eemployees electing to waive medical insurance coverage will receive a payment of $250 450.00 per month (a rebate) if evidence of similar or better coverage from another source is provided.

Employee may use this rebate to pay for elected dental and vision coverage.

2. The City shall supply and administer group health and welfare benefits on behalf of each eligible unit member. Said benefits shall include, but not be limited to health, dental, vision, and life.

3. Information on the plans selected for members shall be available to new employees at orientation. For further information or for help with questions the employee may contact the Human Resources Representative.

4. All benefits shall be subject to the standard provisions as set forth in the policy or policies, or PERS regulation.

5. Disputes concerning the hospital/medical, dental, vision and life insurance provided pursuant to this MOU including, but not limited to questions as to the scope of benefits of disability coverage, eligibility, premium rate and group membership decisions shall not be subject to the Grievance Procedure.

6. The City agrees to supply life insurance for each regular employee in the amount of $50,000, $5,000 per spouse and $1,500 per dependent. The increase in benefit is not subject to the cost sharing formula stated in item #1.

7. Income Protection Insurance - The City shall provide without cost to the employee an Income Protection Insurance Program that shall insure a unit employee's income to a maximum of sixty-six and two-thirds (66 2/3) of monthly earnings with a ceiling of four thousand nine hundred ninety-nine ($4,999) dollars in calculated base, reduced by other income. The City shall contribute a maximum of one (1) percent of Unit payroll toward the premium.

Conditions of coverage shall be controlled by the master MOU with the insurance company.

B. Short Term Disability Insurance
So long as it is available on a bargaining unit-wide basis only, and solely at employee expense, the City agrees to take the necessary steps to enroll the employees in the bargaining unit in the State of California State Disability Insurance Program. It is understood and agreed that any such program will be on an integrated basis (with sick leave or other accruals, as appropriate) and funded by employee payroll deductions. If a less expensive optional STD Insurance program is available, the City and Union will meet to allow the change for the employee group.

ARTICLE 11 – SAFETY

Item # 3.
25 A. Safe Conditions, Equipment and Duties

1. The City and its employees agree to maintain a safe and healthful place of work and to maintain safety as well as sanitary conditions in accordance with all applicable state laws. Unsafe working conditions or hazardous jobs which jeopardize the health and safety of the employees shall be directed to the attention of the City. The City shall investigate the complaint and make any and all corrective measures as deemed necessary by the City. The employees and the Union shall cooperate fully in carrying out safe practices and in using safety devices provided by the City.

2. The City shall provide all needed and/or necessary safety equipment for the employee(s) to perform the normal tasks of their respective classification(s).

These devices and equipment shall be customary safety appliances to safeguard the employees against danger to health, life and limb. The City will make available to the employees updated training programs on safety matters and issues as it deems necessary. Such training will be provided as the City deems necessary and will include, but shall not be limited to, training on first aid, cardiopulmonary resuscitation (CPR), toxins and corrective procedures in dealing with toxins.

3. Employees agree that the duties and tasks performed by them shall be performed in a safe and healthful manner.

B. Employee Alertness

1. The most effective safety equipment an employee possesses is an alert mind.

Conversely, employees whose judgment, reactions and analytical processes are impaired or influenced by alcohol or drugs pose a risk to themselves, their co-workers and to the public. The City, therefore, expressly retains the right as explained in this Article to verify that employees covered by this MOU are alert and are not under the influence of alcohol, controlled substances, drugs, or other conditions which would tend to affect or impair judgment, reactions or thought processes.

2. The parties recognize the problems associated with alcohol and drug abuse in the work place and recognize the safety hazard which would be presented if a unit employee worked while under the influence of alcohol, intoxicating drugs or controlled substances. The parties further agree that a testing procedure with both privacy and accuracy safeguards is one appropriate means to protect the safety of employees in the unit. Union and the City have reached complete MOU on a drug and alcohol policy incorporated herein by reference. The parties to the MOU, therefore, wish to evidence their MOU to the concept of accurate drug and alcohol testing implemented with adequate safeguards to preserve employee privacy and prevent abuse.

C. Drug, Alcohol and Substance Abuse Policy

Item # 3.
26 A model "Chain of Custody" procedure as set forth in Appendix "B" is incorporated herein by reference to this MOU and will be utilized in the City’s contracts for testing services.

D. Employee Assistance Program
The City has established an Employee Assistance Program. This program provides confidential counseling help for employees and their families. This benefit allows for three visits per year per family member, at no cost to the employee. This program endeavors to provide counseling services for personal problems related to marital/family, relationship problems, alcohol or drug abuse, stress related problems, depression, and other types of psychological problems, for employees in need of such referral and intervention.

E. Safety Boots/Shoes
The City shall provide appropriate foot protection for employees who are exposed to foot injuries from electrical hazards, hot, corrosive, poisonous substances, falling objects, crushing or penetrating actions, which may cause injuries or who are required to work in abnormally wet locations.

ARTICLE 12 – REDUCTION IN FORCE AND RE-EMPLOYMENT
A. Finding for Reduction in Force
When the City Council has made a finding that for reason of lack of work or lack of funds, that a reduction in service is needed, the City will meet and confer with Union to explore alternatives such as: early retirement incentives (i.e. “golden hand shake”), transfer opportunities, training and development assignments, and voluntary layoff, to mitigate the impact of layoffs.

B. Voluntary Furloughs
Voluntary furloughs/hours reduction may be made on an individual basis. Voluntary hours will be integrated into imposed involuntary hours.

C. Involuntary Furloughs
Involuntary furloughs or reductions in hours may be imposed on a uniform basis by class within a department, but not to exceed 40 hours per fiscal year. Furloughs will be implemented in not more than 40 hour increments, after meet and confer regarding the impact on unit members resulting from the involuntary furlough. If additional involuntary furlough hours up to 40 hours for a total of 80 hours per year are requested, the meet and confer process will be used to determine the impact of the additional furlough hours. If an agreement cannot be reached regarding the use of the additional 40 hours of involuntary furlough, the City has the option of reducing the work force through layoffs.

Item # 3.
27 1. In lieu of taking actual furlough time, employees may individually elect to pay a higher portion of the City provided benefits (i.e. health insurance) in an amount equal to the total savings that that would have been realized by the furlough time. Equivalent paid time will be taken off. Savings must be achieved within the same fiscal year as the assignment of furloughs.

2. Insurance benefits, leave accruals, retirement service credit, and related benefits will continue at the employee’s regular rates as if no reduction in time had occurred.

3. The City may request to have specific classifications or employees exempted from the involuntary furlough program due to work load demands, limited staffing or other reasons. Union and the City must mutually agree to any exemptions.

D. Treatment of Employees Laid Off

1. Layoff Authority – The City may lay off employees pursuant to the following procedures:
a. The City will notify Union of those positions pending layoffs at least five (5) working days prior to the notification of layoff to employees. b. The City will notify affected employees at least two (2) weeks prior to actual layoff date or provide 2 weeks severance pay to the employee in lieu of notice.
c. The City will provide Union with the opportunity to meet and confer regarding alternatives to layoffs and the impacts of the layoffs.

2. Reasons for Layoffs – The City may layoff an employee when necessary for reasons of lack of work or lack of funds.

3. Employment Status and Order of Layoff – Layoffs will be made by class and grade within a department. In each class and grade, within a department in which there is to be a layoff or reduction, employees shall be laid off according to employment status in the following order by class and grade:
a. Extra help and temporary employees shall be laid off, in an order determined by the City, before any permanent part-time probationary employees.
b. Permanent part-time probationary employees within the department shall be laid off, in an order determined by the City, before any fulltime probationary employees. c. Full-time probationary employees in the Department shall be laid off, in seniority order determined by the City, before any permanent parttime employee. d. All permanent part-time employees, hired after July 1, 2009 in the department shall be laid off, in seniority order determined by the City, before any regular full-time employees.
e. Full-time permanent and permanent part-time employees.

Item # 3.
28 i. In case there are two or more full time permanent employees in the class and grade, the layoff will be conducted by inverse order of seniority in City service, EXCEPT where an employee was designated at the time of hire to possess special skills essential to the City.
ii. An employee may request a voluntary lay off or reduction rather than cause some less senior employee to be laid off. If the employee is laid off, they are entitled to have their name placed on the re-employment list provided for in paragraph F of this section.

E. Bumping Rights

1. An employee who is laid off and has seniority rights shall have bumping rights to the same or lower class and grade within the City wide classification series in which they are currently employed and for which they possess the necessary qualifications.

2. If an employee does not have seniority rights within the classification series, then the employee may elect to “bump” to a position previously held, provided they have seniority rights and currently meet the position qualifications.

3. No employee shall be allowed to “bump” to a class for which they do not possess the minimum qualifications.

4. An employee whose position must be laid off and who requests a voluntary reduction or lay off rather than cause some less senior employee to be laid off is entitled to have their name placed on the re-employment list.

5. Total City seniority shall mean an employee’s length of employment starting from the most recent date of employment or re-employment in a regular position. For purposes of calculating seniority, time spent in a temporary status prior to appointment to a regular position will not be included.

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

7. The bumping rights process provided for in this MOU are effective the same date as the final ratification of the MOU by the parties.

F. Re-Employment List

1. In accordance with Article IX, Section 8 of the City Charter, whenever a position in any class is to be filled, unless filled by reduction of rank as provided above, it shall be filled in the following order:
a. from the re-employment list for that class;
b. from the promotional register of eligible for that class; c. from the appropriate competitive register of eligible.

The names of persons laid off, or reduced in accordance with these rules, shall be entered upon a re-employment list in the inverse of order specified for layoff. Such list shall be used by the appointing authority when a vacancy

Item # 3.
29 arises in the same class/grade of position before certification is made from an eligible list. When a vacancy occurs, the appointing authority shall appoint the person highest on the re-employment list who is available. One refusal shall cause the incumbent’s name to be stricken from the list.

Names of persons laid off, or reduced in lieu of layoff, shall be retained on a re-employment list for a 24 month period, except for those names of persons appointed to regular positions of the same level as that from which laid off shall, upon such appointment, be dropped from the list. Persons reduced or reemployed to a lower class or re-employed on a temporary basis shall be continued on the list for the higher position for an additional 6 months. A person appointed from a layoff list shall have no seniority accrued, except active service. A person appointed from a layoff list shall be given accrual rates for vacation, sick leave, etc. based on total service time with the City. A person appointed from a layoff list within the first 12 months shall have previous accruals (i.e. sick leave), not paid out at the time of layoff, fully restored.

G. Alternatives to Layoffs

1. After finding that a layoff of Union represented positions is to be recommended to the City Council, the City shall meet with Union to explore alternatives to laying off workers such as: early retirement incentives, transfer opportunities, training and development assignments, and voluntary layoff.

2. If, after alternatives have been exhausted, layoffs have been approved by the City Council, the City shall make the following referrals to services available, at no additional cost to the City:
a. Employee Assistance Program counseling;
b. Job counseling (including resume preparation, interview skills, updated information on completing applications, networking skills); c. Access to public information provided in a public space regarding employment opportunities in surrounding cities and other agencies with whom the City has contacts;
d. Such services shall be provided by the City for a period not to exceed three calendar months from the date of layoff.

ARTICLE 13 PERSONAL PROTECTIVE EQUIPMENT
The City will provide foul weather gear and other PPE as needed.

ARTICLE 14 - DISCIPLINARY ACTION
A. Employee Rights

Item # 3.
30 Every employee shall retain his/her employment so long as it exists under the same or a different title, during good behavior and shall not be suspended, fined, demoted, removed or otherwise penalized, except as provided in the paragraphs below.

B. Statutory Compliance
This article is subject to every provision of the constitution and applicable Federal and State Statutes designated as a general ground of forfeiture of employment or imposing a criminal liability.

C. Principle of Disciplinary Action
The principle objective of any disciplinary action shall be to improve the performance, efficiency, and morale of the City service. Any action, which reflects discredit on the City, is a direct hindrance to effective performance of the City government functions, or improper employee conduct, shall be considered good cause for disciplinary action.

D. Definitions

1. Oral Warning - Verbal communication to the employee regarding the deficiency or problem(s) observed.

2. Letter of Reprimand - Any regular employee may be reprimanded by the Department Head by an order in writing, a copy of which may be entered into his/her personnel file.

3. Suspension - The Department Head may suspend without pay a subordinate employee after consultation with the Finance Director and approval of the City Manager. Fringe benefits will not accrue during a period of suspension without pay.

4. Leave Reduction - As an alternative to suspension without pay, a Department Head may reduce an employee's vacation or compensatory time leave balances as a method of disciplinary action. Such reductions must be with joint approval of the employee. The Department Head may choose another form of discipline to substitute for, or to supplement, the leave reduction.

5. Demotion - A Department Head, after consultation with the Finance Director and approval of the City Manager, may demote an employee in pay or to a lower classification.

6. Dismissal - The Department Head may dismiss an employee, after consultation with the Finance Director and approval of the City Manager, from his/her position with the City in accordance with Subsection E of this section.

7. Reference to Days - For purposes of this section, any reference to days shall mean calendar days. If the last calendar day is on a weekend day or holiday, the last day shall be the following City Hall business day.

E. Oral Warning or Letter of Reprimand

Item # 3.
31 In most instances, Supervisors or Department Heads should initially orally communicate to the employee the deficiency or problems observed. If the warning is issued as a letter of reprimand, a copy shall be filed in the employee's personnel file.

The affected employee may respond by placing a letter of rebuttal in his/her file within 30 calendar days of the date that the employee receives the letter of reprimand. A copy of the response will be forwarded to the Department Head. A regular employee shall be entitled to an appeal to the Department Head concerning an oral warning or a letter of reprimand. Appeals must be requested within five working days of the date the oral warning or a letter of reprimand was issued. No further appeals shall be permitted. At the request of the employee, a letter of reprimand may be removed from the employee’s personnel file after one year provided there have been no further infractions.

F. Discipline Procedures
Prior to taking the action of suspension, leave reduction, demotion, or dismissal of a regular employee, the Department Head shall comply with the following procedures:

1. Pre-Discipline (Skelly) Procedures - Applicable to All Regular Employees (Applies Only to Demotions, Suspensions, Dismissals)
a. When the decision has been made by the Department Head that disciplinary action might be taken against an employee, the Human Resources Representative, or in his/her absence, the City Manager, shall be contacted so that all disciplinary procedures are followed. The Department Head will then prepare a Notice of Intended Disciplinary Action to be given to the employee, which shall include as attachments:
1) A written copy of the charges being made;
2) The grounds for such charges;
3) All documents which support such action;
4) The type of disciplinary action intended;
5) Copies of Personnel Rules violated.
b. Notice shall also include a statement advising the employee that they may respond to the charges either verbally or in writing within a reasonable, specified time period, which will not exceed ten (10) calendar days starting from the date of receipt of the notice. c. The City will choose a Department Head, other than the disciplined employee’s Department Head, to act as the Skelly Officer. The Skelly Officer will make themselves available to hear verbal responses or answers to the proposed disciplinary actions, and/or consider any written responses submitted by the employee.
d. All information supplied by the employee in response to the proposed action will be considered by the Skelly Officer prior to making a final decision on what disciplinary action is appropriate.
e. During the Skelly hearing, employees may be represented by a representative of their choice. However, the employee shall only have

Item # 3.
32 the right to show cause, if any, why the proposed disciplinary action should not be taken. The employee shall be allowed to see all documents and material, which are being considered to support the proposed disciplinary action.
f. Upon completing the Skelly procedures, the Skelly Officer will make their recommendation known to the charging Department Head and the Department Head may resolve the matter without taking disciplinary action, or take the proposed action, or modify action as may seem appropriate.
g. If disciplinary action is taken, the employee shall be advised in writing and given a Final Notice of Disciplinary Action including a copy of the appeal procedure containing his/her right of appeal and all documents on which the discipline is based.

G. Appeal
Any regular employee who has completed their initial probationary period shall have the right to appeal a suspension, leave reduction, demotion or dismissal.

1. Method of Appeal - A regular employee shall file a written notice within ten (10) calendar days, starting from the date of receipt of the notice of disciplinary action. The appeal shall be addressed to the Human Resources Representative.

2. Notice of Hearing - When an appeal has been filed, a date shall be set for a hearing on the appeal. The Personnel Commission shall, within 14 days after receipt of the request, set a date for the hearing. The date for the hearing shall not be less than ten (10) calendar days nor more than thirty (30) calendar days from the date of filing of the appeal. The Human Resources Representative shall notify all interested parties of the date, time and place of the hearing.

H. Hearing

1. When an appeal has been filed, a Hearing Officer may be appointed by the Personnel Commission or the Commission may itself hear the appeal. The detailed instructions for hearing are contained in the Civil Service Rules and Regulations – Article 11.

2. If the Commission hears the appeal they must provide a written response within 30 days. If the Commission appoints a Hearing Officer, the Hearing Officer shall, within fifteen (15) calendar days after said hearing make a written recommendation to the Personnel Commission as the appropriate disposition of the case.

3. The Personnel Commission shall schedule consideration of the proposed decision no later than fourteen (14) days thereafter. Notice of the date and copies of the proposed decision shall be given to the parties prior to the date set for consideration. The parties shall be allowed to briefly argue for or against adoption of the proposed decision.

Item # 3.
33 I. Final Appeal
The decision of the Commission may be appealed to the Superior Court under the applicable Sections of the Code of Civil Procedure in accordance with the procedures set forth in the said Code within 90 days after the filing of the written decision.

ARTICLE 15 - GRIEVANCE PROCEDURE
A. Definition
A grievance is any dispute concerning the interpretation or application of this resolution, or of rules or regulations governing personnel practices, working conditions, the practical consequences of the City rights' decisions on wages, hours and other terms and conditions of employment.

B. Process
Grievances shall be processed in accordance with procedures established by the City.

C. Procedures
All grievances shall be processed only in accordance with the procedures and general conditions set forth below:

It is the intent of these procedures to encourage resolution of complaints and grievances informally, at the nearest practical organizational level from which it emanates, and as promptly and fairly as possible to all concerned.

1. Informal Grievance - Within five (5) working days/shifts following an occurrence-giving rise to a grievance, the employee shall orally present the grievance situation to his/her immediate supervisor. (Exception: where the grievance directly involves the working relationship with the supervisor, the grievance shall be presented to the next higher level of supervision). The employee and supervisor have a mutual responsibility to have the grievance resolved at their level whenever possible.

Presentation of an informal grievance shall be necessary prior to processing it further as a formal grievance.

2. Formal Grievance - A formal grievance shall be initiated in writing. a. Step 1 - If a mutually satisfactory solution of the grievance was not resolved informally, the employee may file a written grievance with his/her Department Head (or designated representative) within five (5) working days/shifts after the last meeting between the employee and supervisor. If an employee is concerned about going to the Department

Item # 3.
34 Head, he/she may go to the Human Resources Representative who will assist in bringing the appeal forward with the employee to the Department Head. Within ten (10) working days/shifts after the formal grievance is received, the Department Head shall investigate the facts and issues at the earliest date consistent with the nature of the grievance and the normal conduct of the department's business. Within five (5) working days/shifts after concluding the investigation, the Department Head shall render a decision in writing to the employee. i. Unless the decision of the Department Head is appealed by the employee to Step Two, within the time limits provided, the grievance shall be deemed resolved, final and binding.
b. Step 2 - If the employee finds that the grievance has not been resolved in Step One, he/she may, within five (5) working days/shifts after the Department Head's decision is rendered, request in writing that the City Manager consider the grievance and decision as rendered by the Department Head. Within ten (10) working days/shifts after the grievance is received, the City Manager (or designated representative) shall review the facts, issues, and make such further investigation as is necessary at the earliest date consistent with the nature of the grievance and normal conduct of City business. Within five (5) working days/shifts after concluding the review, the City Manager shall render a decision in writing to the employee and Department Head. i. Unless the decision of the City Manager is appealed by the employee to Step 3, in the time provided, the grievance shall be deemed resolved, final and binding.
c. Step 3 - If the employee finds that the grievance has not been resolved in Step 2, he/she may, within five (5) working days/shifts after the City Manager's decision is rendered, request in writing to the Personnel Commission, that they consider the grievance and decision rendered by the City Manager. Within fifteen (15) working days/shifts after the grievance is received, the Personnel Commission shall commence conducting the review. The Personnel Commission shall determine the best means to conduct the review of the facts, issues and such further investigation as is necessary at the earliest date consistent with the nature of the grievance and normal conduct of City business. Within five (5) working days/shifts after concluding the review, the Personnel Commission shall render a decision in writing to the employee, City Manager, Finance Director and Department Head.
i. The decision rendered by the Personnel Commission shall be final and binding on all parties.

Item # 3.
35 D. General Conditions:

The review and determination of a grievance is subject to certain interpretations and applications as set forth under Definitions and, as such, cannot change any City adopted salary schedules/ranges or such other benefits subject to the meet and confer process. Oral or written evaluations or other corrective directives and merit step determinations, for example, are not grievable matters.

Grievances may be made only on behalf of an employee who has successfully completed a required probationary period and attained regular status.

An employee may choose to represent himself/herself or select a representative of his/her choice. The employee shall be personally present at any meeting which may be held, unless he/she specifically waives that right in writing.

In the event that more than one employee is directly involved in a grievance, they shall select one (1) person from among them to carry the grievance forward on their behalf.

This person may also select a representative of his/her choice. The employee shall be present at any meetings which may be held, unless he/she specifically waives that right in writing.

Any time limit of these procedures may be extended by mutual consent of the parties in writing, or by action of the Personnel Commission in writing to all parties.

During the grievance process, there shall be no interruption of scheduled work of a department or the City.

ARTICLE 16 – INTERNAL POSTING
All vacant positions within Unit #3 will be posted internally for a minimum of three days prior to an external posting. Any internal candidate, who expresses interest and is qualified for the position, will be granted an interview prior to external posting ARTICLE 17 - PERFORMANCE EVALUATIONS
A. Responsibility for Performance Appraisals

1. It shall be the responsibility of the Department Heads and the Departmental Supervisors to prepare a performance appraisal for each employee assigned to them.

2. Per the Personnel Compendium, the City Manager shall have the responsibility to ensure departmental compliance in completing performance reviews with all employees.

3. The City agrees to notify Union when in August they will present the above annual report.

Item # 3.
36 B. Frequency of Evaluations

1. Probationary Employees - For each probationary employee having a probationary period of six months, the employee’s supervisor shall conduct a performance review at least every two months, and so note in the employee’s personnel file.

2. Regular Employees - A written performance appraisal shall be prepared at least annually for all employees within thirty days of their salary anniversary date.

3. Merit Increase - No merit increase approvals shall be implemented until the employee’s performance appraisal is completed with a satisfactory or better rating justifying the merit increase. Employees who receive late evaluations that are satisfactory or above shall also receive retroactive pay back to their salary anniversary date.

4. Additional Performance Appraisals - Additional performance appraisals may be prepared at any time during the review period, upon reasonable request of the employee or at the discretion of the supervisor.

C. Review and Distribution of Evaluation

1. Each performance appraisal shall be thoroughly discussed with the employee to point out areas of successful performance and areas that need improvement or which are unacceptable. Employees shall be encouraged to comment about their work performance in a written statement attached to the appraisal within thirty (30) days of the performance appraisal.

2. The employee will be encouraged to sign the performance appraisal to acknowledge awareness of its contents and discussion of the appraisal with the evaluator. The employee shall be informed that his or her signature does not necessarily mean that the employee fully agrees with the contents of the report and the employee may so state on the report before signing.

3. Performance appraisals prepared by subordinate supervisors shall be reviewed and approved by the Department Head after review with the affected employee. All performance appraisals shall be forwarded to the City Manager via the Human Resources Representative for final review and approval, prior to discussion with the employee.

4. A copy of the final approved performance appraisal shall be provided to the employee. The original shall be placed in the employee’s personnel file.

5. Nothing herein shall limit the preparation of supplemental written information to accompany the evaluation form reports, however, all written information shall be provided to the employee who shall have the right to respond in writing within thirty (30) days after each issuance.

ARTICLE 18 - NO STRIKES/NO LOCKOUTS
It is agreed by Union and the City that there shall be no strikes or lockouts during the term of this MOU.

Item # 3.
37 ARTICLE 19 - DISTRIBUTION OF MOU
City shall cause to be printed copies of this MOU as soon as practical after City Council approval for distribution to all applicable employees and shall provide copies to new regular employees.

ARTICLE 20 – WAIVER
Union and the City Manager, for the life of this MOU, voluntarily and unqualifiedly waive and relinquish the right to meet and negotiate and agree that neither party shall be obligated to meet and negotiate with respect to any subject or matter not specifically referred to or covered in this MOU, even though such subjects or matters may not have been within the knowledge or contemplation of either or both of the parties at the time they negotiated and signed this MOU. Nothing herein shall preclude the parties from meeting and negotiating by mutual consent.

ARTICLE 21 - SEVERABILITY SAVINGS CLAUSE
If, during the life of this MOU, any law or any order issued by a Court or other tribunal of competent jurisdiction shall render invalid or restrain compliance with or enforcement of any provision of this MOU, such provision shall be inoperative so long as such law or order shall remain in effect, but all other provisions of this MOU shall not be affected thereby and shall continue in full force and effect.

In the event of suspension or invalidation of any Article or Section of this MOU, the parties mutually agree to meet and negotiate within ninety (90) days after such determination for the purpose of endeavoring to arrive at a mutually satisfactory replacement for such Article or Section.

ARTICLE 22 - TERM OF MOU
This MOU shall be effective on July 1, 2023 2024 and terminate June 30, 20242027.

This MOU may be extended, modified, or amended; provided, that either party notify the other within ninety (90) days prior to the expiration date of this MOU of its desires, and both parties mutually agree in writing to the extension, modification or amendment.

ARTICLE 23 – NOTICE
Whenever a provision is made in this MOU for the giving, service, or delivery of any notice, statement, or other instrument, the same shall have been deemed as delivered, duly served or given upon personal delivery or upon mailing the same by United States registered or certified mail, proof of service, to the party entitled thereto at the address set forth below:

City: Union:

Item # 3.
38 City Manager Business Agent/Unit Representative
City of Grass Valley Stationary Engineers Local 39
125 E. Main Street 3272 Fortune Court
Grass Valley, CA 95945 Auburn, CA 95602

PARTIES SIGNATORY
The City and representatives of the Employees for the Unit have held meetings and discussed the above, and representatives of the Employees have caused this MOU to be signed and the representatives of the City have caused this MOU to be signed to signify their mutual recommendation for approval by the City Council as follows:

INTERNATIONAL UNION OF OPERATING CITY OF GRASS VALLEY

ENGINEERS, STATIONARY ENGINEERS
LOCAL NO. 39
_____________________________________ ________________________________ Bart FlorenceTim Eggan, Business Manager Tim Kiser
City Manager
_____________________________________
Jeff Gladieux, President
____________________________________
Brandy Johnson, Director of Public Employees
____________________________________
Stephen HatchChris Kalmar, Business Representative
____________________________________
Tina West, Bargaining Team Member

Item # 3.
39 APPROVAL OF MOU
Approval and adoption of this MOU is made this 22nd day of August 2023 by the Grass Valley City Council.

ATTEST:
_______________________________
Jan Arbuckle, MAYOR
APPROVED AS TO FORM:
____________________________
Michael G. Colantuono, CITY ATTORNEY

Item # 3.
40 APPENDIX B - PROCEDURE TO MONITOR CHAIN OF CUSTODY
Upon implementation of its drug/alcohol-testing program, the City of Grass Valley should enter a contractual agreement with a NIDA certified physician service, hospital, and/or laboratory.

Inter alia, the contractee should design a chain of custody procedure, a copy of which should be provided by the City to the Bargaining Unit. Items to be addressed include:

A Who will coordinate the urinalysis program? This question really has two parts: What department will be responsible for the program, and who will collect the sample? B. How will sample tampering be prevented?
C. Chain of custody samples: Starting at the time of collection, a sample's chain of custody must be documented and protected. Chain of custody is a legal term that refers to the ability to trace the sample from the time it was donated by the employee or applicant through all the steps in the process: from collection, through analysis, to reporting the result.

1. Were the specimen and the reported result correctly matched?

2. It will be further required that each time the sample changes hands or is moved from one place to another, it is signed and kept in a secure area to insure against inadvertent or intentional switching with another sample.

3. The elements of a good chain of custody procedure include the following:

The employee should be supervised while delivering the specimen.

The specimen container/s, preferably tamper-proof, should be banded directly to the person supervising the collection and labeled and sealed immediately. (The sample should be split, with one container held in reserve for possible re-testing).

The collector and the donor should initial the bottle to indicate that both agree that the bottle contains the person's urine specimen.

The name of each person who has access to the specimen should be noted on a form accompanying the specimen.

The sample should be kept in a secure place such as a locked room or refrigerator until it is either tested or sent to the laboratory.

Item # 3.
41 APPENDIX B - PROCEDURE TO MONITOR CHAIN OF CUSTODY (continued) Testing performed at the workplace should be done in a secure location to avoid the possibility of a passerby exchanging samples.

The sample must be transported to an outside laboratory. It should be mailed in a sealed container. U.S. Mail, or a commercial postal service or courier are all acceptable means for transporting specimens.

The specimen must be in the same condition when offered as evidence as it was when taken, unless the change is for a justified purpose such as an alteration required for the testing procedure.

D. Further items to be addressed concern the documentation procedures and consequences when an employee:

1. Refuses to submit a specimen; or

2. Alleges that he/she cannot provide a specimen.

E. Maintenance of confidentiality by facility and employer:

1. If the medical department does the testing and the results become part of the medical file, that file is protected under law.

2. Stringent confidentiality is required by all departments of the City. Unless there is justifiable reason to know the test results, the information should be confidential.

Item # 3.
42 APPENDIX C – CLASSIFICATIONS (UNIT 3)
The terms and conditions of this agreement shall apply to active covered employees employed by the City within the following classifications:

Account Clerk I Account Clerk II
Senior Account Clerk Senior Admin Clerk
Accounting Technician Accountant I
Finance Technician Finance Specialist
Police Evidence/Property Technician Police Records Technician Community Service Officer I Public Safety Analyst
Community Service Officer II

Engineering Tech I Engineering Tech III
Engineering Tech II Sr. Engineering Tech
Engineering Technician
Animal Control Officer Senior Animal Control Officer
Animal Shelter Kennel & Office Assistant Community Services Analyst I Parking Enforcement Officer Community Services Analyst II Senior Planner Associate Planner
The Union shall be considered the recognized bargaining agent for any classes certified to it by the Civil Service Commission during the term of this MOU. The City shall provide, upon request, a written list of all new hires and separations for all classes represented by the Union.

Item # 3.

EXHIBIT A
City of Grass Valley Salary Schedule
FY 2024-2025
Position A B C D E A B C D E A B C D E A B C D E
Misc Unit 3 Sept 4, 2024 - June 30, 2025:

Account Clerk I 18.76 19.69 20.68 21.71 22.80 1,500.50 1,575.53 1,654.31 1,737.02 1,823.87 3,251.09 3,413.65 3,584.33 3,763.55 3,951.72 39,013.10 40,963.76 43,011.95 45,162.54 47,420.67 Account Clerk II 21.17 22.22 23.34 24.50 25.73 1,693.32 1,777.99 1,866.89 1,960.23 2,058.24 3,668.86 3,852.30 4,044.92 4,247.16 4,459.52 44,026.32 46,227.64 48,539.02 50,965.97 53,514.27 Accountant I 29.71 31.19 32.75 34.39 36.11 2,376.42 2,495.24 2,620.00 2,751.00 2,888.55 5,148.90 5,406.35 5,676.66 5,960.50 6,258.52 61,786.82 64,876.16 68,119.96 71,525.96 75,102.26 Accounting Specialist 29.93 31.43 33.00 34.65 36.38 2,394.54 2,514.27 2,639.98 2,771.98 2,910.58 5,188.18 5,447.59 5,719.97 6,005.97 6,306.26 62,258.14 65,371.05 68,639.60 72,071.58 75,675.16 Accounting Technician 27.22 28.58 30.01 31.51 33.09 2,177.83 2,286.72 2,401.06 2,521.11 2,647.17 4,718.64 4,954.57 5,202.30 5,462.41 5,735.53 56,623.63 59,454.81 62,427.55 65,548.93 68,826.38 Animal Control Officer 22.57 23.70 24.88 26.12 27.43 1,805.38 1,895.65 1,990.44 2,089.96 2,194.46 3,911.67 4,107.25 4,312.61 4,528.24 4,754.65 46,939.98 49,286.98 51,751.33 54,338.90 57,055.84 Animal Shelter Kennel and Office
Assistant 17.73 18.61 19.54 20.52 21.55 1,418.10 1,489.01 1,563.46 1,641.63 1,723.71 3,072.56 3,226.19 3,387.50 3,556.87 3,734.71 36,870.70 38,714.24 40,649.95 42,682.45 44,816.57 Associate Planner 38.38 40.30 42.31 44.43 46.65 3,070.22 3,223.74 3,384.92 3,554.17 3,731.88 6,652.15 6,984.76 7,334.00 7,700.70 8,085.73 79,825.82 83,817.12 88,007.97 92,408.37 97,028.79 Community Services Analyst I 29.96 31.46 33.03 34.69 36.42 2,397.02 2,516.87 2,642.71 2,774.85 2,913.59 5,193.53 5,453.21 5,725.87 6,012.17 6,312.77 62,322.42 65,438.54 68,710.46 72,145.99 75,753.29 Community Services Analyst II 34.44 36.17 37.97 39.87 41.87 2,755.46 2,893.23 3,037.89 3,189.78 3,349.27 5,970.15 6,268.66 6,582.10 6,911.20 7,256.76 71,641.86 75,223.95 78,985.15 82,934.40 87,081.12 Community Services Officer I 22.92 24.06 25.27 26.53 27.86 1,833.40 1,925.07 2,021.32 2,122.39 2,228.51 3,972.37 4,170.99 4,379.53 4,598.51 4,828.44 47,668.40 50,051.82 52,554.41 55,182.13 57,941.24 Community Services Officer II 25.21 26.48 27.80 29.19 30.65 2,017.15 2,118.01 2,223.91 2,335.11 2,451.86 4,370.50 4,589.02 4,818.47 5,059.40 5,312.37 52,445.95 55,068.25 57,821.66 60,712.75 63,748.38 Engineering Tech 29.15 30.61 32.14 33.74 35.43 2,331.90 2,448.50 2,570.92 2,699.47 2,834.44 5,052.45 5,305.08 5,570.33 5,848.85 6,141.29 60,629.43 63,660.90 66,843.95 70,186.14 73,695.45 Finance Technician 27.22 28.58 30.01 31.51 33.09 2,177.83 2,286.72 2,401.06 2,521.11 2,647.17 4,718.64 4,954.57 5,202.30 5,462.41 5,735.53 56,623.63 59,454.81 62,427.55 65,548.93 68,826.38 Parking Enforcement Officer 20.81 21.85 22.94 24.09 25.29 1,664.48 1,747.70 1,835.09 1,926.84 2,023.19 3,606.37 3,786.69 3,976.03 4,174.83 4,383.57 43,276.48 45,440.30 47,712.32 50,097.94 52,602.83 Police Evidence/Property Technician 25.24 26.50 27.82 29.21 30.67 2,018.80 2,119.74 2,225.73 2,337.01 2,453.86 4,374.07 4,592.77 4,822.41 5,063.53 5,316.71 52,488.80 55,113.24 57,868.90 60,762.35 63,800.46 Police Records Technician 22.35 23.47 24.64 25.87 27.17 1,788.08 1,877.48 1,971.36 2,069.93 2,173.42 3,874.17 4,067.88 4,271.28 4,484.84 4,709.08 46,490.08 48,814.58 51,255.31 53,818.08 56,508.98 Public Safety Analyst I 29.96 31.46 33.03 34.69 36.42 2,397.02 2,516.87 2,642.71 2,774.85 2,913.59 5,193.53 5,453.21 5,725.87 6,012.17 6,312.77 62,322.42 65,438.54 68,710.46 72,145.99 75,753.29 Public Safety Analyst II 34.44 36.17 37.97 39.87 41.87 2,755.46 2,893.23 3,037.89 3,189.78 3,349.27 5,970.15 6,268.66 6,582.10 6,911.20 7,256.76 71,641.86 75,223.95 78,985.15 82,934.40 87,081.12 Senior Account Clerk 23.26 24.42 25.64 26.92 28.27 1,860.59 1,953.62 2,051.30 2,153.87 2,261.56 4,031.28 4,232.85 4,444.49 4,666.71 4,900.05 48,375.39 50,794.16 53,333.87 56,000.56 58,800.59 Senior Admin Clerk 22.00 23.10 24.26 25.47 26.74 1,760.06 1,848.07 1,940.47 2,037.49 2,139.37 3,813.47 4,004.15 4,204.35 4,414.57 4,635.30 45,761.66 48,049.75 50,452.23 52,974.85 55,623.59 Senior Animal Control Officer 24.87 26.12 27.42 28.80 30.24 1,989.96 2,089.46 2,193.93 2,303.63 2,418.81 4,311.58 4,527.16 4,753.52 4,991.19 5,240.75 51,738.96 54,325.91 57,042.20 59,894.31 62,889.03 Senior Engineering Technician 30.25 31.76 33.35 35.02 36.77 2,420.09 2,541.09 2,668.15 2,801.55 2,941.63 5,243.52 5,505.70 5,780.99 6,070.03 6,373.54 62,922.29 66,068.40 69,371.82 72,840.41 76,482.43 Senior Planner 46.05 48.35 50.77 53.31 55.98 3,684.10 3,868.31 4,061.72 4,264.81 4,478.05 7,982.23 8,381.34 8,800.40 9,240.42 9,702.44 95,786.70 100,576.04 105,604.84 110,885.08 116,429.34 Misc Unit 3 July 1, 2025 - June 30, 2026:

Account Clerk I 19.13 20.09 21.09 22.15 23.25 1,530.51 1,607.04 1,687.39 1,771.76 1,860.35 3,316.11 3,481.92 3,656.02 3,838.82 4,030.76 39,793.37 41,783.03 43,872.19 46,065.80 48,369.09 Account Clerk II 21.59 22.67 23.80 24.99 26.24 1,727.19 1,813.55 1,904.22 1,999.43 2,099.41 3,742.24 3,929.35 4,125.82 4,332.11 4,548.71 44,906.85 47,152.19 49,509.80 51,985.29 54,584.55 Accountant I 30.30 31.81 33.40 35.08 36.83 2,423.94 2,545.14 2,672.40 2,806.02 2,946.32 5,251.88 5,514.47 5,790.20 6,079.71 6,383.69 63,022.55 66,173.68 69,482.36 72,956.48 76,604.31 Accounting Specialist 30.53 32.06 33.66 35.34 37.11 2,442.43 2,564.56 2,692.78 2,827.42 2,968.79 5,291.94 5,556.54 5,834.37 6,126.08 6,432.39 63,503.31 66,678.47 70,012.40 73,513.02 77,188.67 Accounting Technician 27.77 29.16 30.61 32.14 33.75 2,221.39 2,332.46 2,449.08 2,571.54 2,700.11 4,813.01 5,053.66 5,306.34 5,571.66 5,850.24 57,756.10 60,643.91 63,676.11 66,859.91 70,202.91 Animal Control Officer 23.02 24.17 25.38 26.65 27.98 1,841.49 1,933.57 2,030.24 2,131.76 2,238.34 3,989.90 4,189.39 4,398.86 4,618.81 4,849.75 47,878.78 50,272.72 52,786.36 55,425.68 58,196.96 Animal Shelter Kennel and Office
Assistant

18.08 18.98 19.93 20.93 21.98 1,446.47 1,518.79 1,594.73 1,674.47 1,758.19 3,134.01 3,290.71 3,455.25 3,628.01 3,809.41 37,608.12 39,488.52 41,462.95 43,536.10 45,712.90 Associate Planner 39.15 41.10 43.16 45.32 47.58 3,131.63 3,288.21 3,452.62 3,625.25 3,806.51 6,785.20 7,124.45 7,480.68 7,854.71 8,247.45 81,422.34 85,493.46 89,768.13 94,256.54 98,969.36 Community Services Analyst I 30.56 32.09 33.69 35.38 37.15 2,444.96 2,567.20 2,695.56 2,830.34 2,971.86 5,297.41 5,562.28 5,840.39 6,132.41 6,439.03 63,568.86 66,747.31 70,084.67 73,588.91 77,268.35 Community Services Analyst II 35.13 36.89 38.73 40.67 42.70 2,810.57 2,951.09 3,098.65 3,253.58 3,416.26 6,089.56 6,394.04 6,713.74 7,049.42 7,401.90 73,074.69 76,728.43 80,564.85 84,593.09 88,822.75 Community Services Officer I 23.38 24.54 25.77 27.06 28.41 1,870.07 1,963.57 2,061.75 2,164.84 2,273.08 4,051.81 4,254.40 4,467.12 4,690.48 4,925.01 48,621.77 51,052.86 53,605.50 56,285.77 59,100.06 Community Services Officer II 25.72 27.00 28.35 29.77 31.26 2,057.50 2,160.37 2,268.39 2,381.81 2,500.90 4,457.91 4,680.80 4,914.84 5,160.58 5,418.61 53,494.87 56,169.61 58,978.10 61,927.00 65,023.35 Engineering Tech 29.73 31.22 32.78 34.42 36.14 2,378.54 2,497.47 2,622.34 2,753.46 2,891.13 5,153.50 5,411.18 5,681.74 5,965.82 6,264.11 61,842.02 64,934.12 68,180.82 71,589.87 75,169.36 Finance Technician 27.77 29.16 30.61 32.14 33.75 2,221.39 2,332.46 2,449.08 2,571.54 2,700.11 4,813.01 5,053.66 5,306.34 5,571.66 5,850.24 57,756.10 60,643.91 63,676.11 66,859.91 70,202.91 Parking Enforcement Officer 21.22 22.28 23.40 24.57 25.80 1,697.77 1,782.66 1,871.79 1,965.38 2,063.65 3,678.50 3,862.43 4,055.55 4,258.32 4,471.24 44,142.01 46,349.11 48,666.57 51,099.89 53,654.89 Police Evidence/Property Technician 25.74 27.03 28.38 29.80 31.29 2,059.18 2,162.13 2,270.24 2,383.75 2,502.94 4,461.55 4,684.63 4,918.86 5,164.80 5,423.04 53,538.58 56,215.50 59,026.28 61,977.59 65,076.47 Police Records Technician 22.80 23.94 25.13 26.39 27.71 1,823.84 1,915.03 2,010.79 2,111.32 2,216.89 3,951.66 4,149.24 4,356.70 4,574.54 4,803.26 47,419.88 49,790.88 52,280.42 54,894.44 57,639.16 Public Safety Analyst I 30.56 32.09 33.69 35.38 37.15 2,444.96 2,567.20 2,695.56 2,830.34 2,971.86 5,297.41 5,562.28 5,840.39 6,132.41 6,439.03 63,568.86 66,747.31 70,084.67 73,588.91 77,268.35 Public Safety Analyst II 35.13 36.89 38.73 40.67 42.70 2,810.57 2,951.09 3,098.65 3,253.58 3,416.26 6,089.56 6,394.04 6,713.74 7,049.42 7,401.90 73,074.69 76,728.43 80,564.85 84,593.09 88,822.75 Senior Account Clerk 23.72 24.91 26.15 27.46 28.83 1,897.80 1,992.69 2,092.33 2,196.95 2,306.79 4,111.91 4,317.50 4,533.38 4,760.05 4,998.05 49,342.90 51,810.04 54,400.55 57,120.57 59,976.60 Senior Admin Clerk 22.44 23.56 24.74 25.98 27.28 1,795.27 1,885.03 1,979.28 2,078.24 2,182.16 3,889.74 4,084.23 4,288.44 4,502.86 4,728.01 46,676.90 49,010.74 51,461.28 54,034.34 56,736.06 Senior Animal Control Officer 25.37 26.64 27.97 29.37 30.84 2,029.76 2,131.25 2,237.81 2,349.70 2,467.18 4,397.81 4,617.70 4,848.59 5,091.02 5,345.57 52,773.74 55,412.43 58,183.05 61,092.20 64,146.81 Senior Engineering Technician 30.86 32.40 34.02 35.72 37.51 2,468.49 2,591.91 2,721.51 2,857.59 3,000.46 5,348.39 5,615.81 5,896.60 6,191.44 6,501.01 64,180.73 67,389.77 70,759.26 74,297.22 78,012.08 Senior Planner 46.97 49.32 51.79 54.38 57.10 3,757.79 3,945.68 4,142.96 4,350.11 4,567.61 8,141.87 8,548.96 8,976.41 9,425.23 9,896.49 97,702.44 102,587.56 107,716.94 113,102.78 118,757.92 Misc Unit 3 July 1, 2026 - June 30, 2027:

Account Clerk I 19.61 20.59 21.62 22.70 23.84 1,568.78 1,647.22 1,729.58 1,816.06 1,906.86 3,399.02 3,568.97 3,747.42 3,934.79 4,131.53 40,788.20 42,827.61 44,968.99 47,217.44 49,578.31 Account Clerk II 22.13 23.24 24.40 25.62 26.90 1,770.37 1,858.88 1,951.83 2,049.42 2,151.89 3,835.79 4,027.58 4,228.96 4,440.41 4,662.43 46,029.52 48,330.99 50,747.54 53,284.92 55,949.17 Accountant I 31.06 32.61 34.24 35.95 37.75 2,484.54 2,608.77 2,739.21 2,876.17 3,019.98 5,383.18 5,652.34 5,934.95 6,231.70 6,543.28 64,598.12 67,828.02 71,219.42 74,780.39 78,519.41 Accounting Specialist 31.29 32.86 34.50 36.23 38.04 2,503.50 2,628.67 2,760.10 2,898.11 3,043.01 5,424.24 5,695.45 5,980.23 6,279.24 6,593.20 65,090.89 68,345.43 71,762.71 75,350.84 79,118.38 Accounting Technician 28.46 29.88 31.38 32.95 34.60 2,276.92 2,390.77 2,510.31 2,635.82 2,767.61 4,933.33 5,180.00 5,439.00 5,710.95 5,996.50 59,200.01 62,160.01 65,268.01 68,531.41 71,957.98 Animal Control Officer 23.59 24.77 26.01 27.31 28.68 1,887.53 1,981.91 2,081.00 2,185.05 2,294.30 4,089.65 4,294.13 4,508.83 4,734.28 4,970.99 49,075.75 51,529.54 54,106.02 56,811.32 59,651.88 Animal Shelter Kennel and Office
Assistant

18.53 19.46 20.43 21.45 22.53 1,482.63 1,556.76 1,634.60 1,716.33 1,802.14 3,212.36 3,372.98 3,541.63 3,718.71 3,904.64 38,548.32 40,475.74 42,499.52 44,624.50 46,855.73 Associate Planner 40.12 42.13 44.24 46.45 48.77 3,209.92 3,370.42 3,538.94 3,715.88 3,901.68 6,954.82 7,302.57 7,667.69 8,051.08 8,453.63 83,457.90 87,630.79 92,012.33 96,612.95 101,443.60 Community Services Analyst I 31.33 32.89 34.54 36.26 38.08 2,506.08 2,631.38 2,762.95 2,901.10 3,046.16 5,429.84 5,701.33 5,986.40 6,285.72 6,600.01 65,158.09 68,415.99 71,836.79 75,428.63 79,200.06 Community Services Analyst II 36.01 37.81 39.70 41.69 43.77 2,880.83 3,024.87 3,176.11 3,334.92 3,501.67 6,241.80 6,553.89 6,881.58 7,225.66 7,586.94 74,901.56 78,646.64 82,578.97 86,707.92 91,043.31 Community Services Officer I 23.96 25.16 26.42 27.74 29.12 1,916.82 2,012.66 2,113.29 2,218.96 2,329.91 4,153.11 4,360.76 4,578.80 4,807.74 5,048.13 49,837.31 52,329.18 54,945.64 57,692.92 60,577.56 Community Services Officer II 26.36 27.68 29.06 30.52 32.04 2,108.93 2,214.38 2,325.10 2,441.35 2,563.42 4,569.35 4,797.82 5,037.71 5,289.60 5,554.08 54,832.24 57,573.85 60,452.55 63,475.18 66,648.93 Engineering Tech 30.48 32.00 33.60 35.28 37.04 2,438.00 2,559.90 2,687.90 2,822.29 2,963.41 5,282.34 5,546.46 5,823.78 6,114.97 6,420.72 63,388.07 66,557.47 69,885.35 73,379.61 77,048.59 Finance Technician 28.46 29.88 31.38 32.95 34.60 2,276.92 2,390.77 2,510.31 2,635.82 2,767.61 4,933.33 5,180.00 5,439.00 5,710.95 5,996.50 59,200.01 62,160.01 65,268.01 68,531.41 71,957.98 Parking Enforcement Officer 21.75 22.84 23.98 25.18 26.44 1,740.21 1,827.22 1,918.59 2,014.52 2,115.24 3,770.46 3,958.99 4,156.94 4,364.78 4,583.02 45,245.56 47,507.84 49,883.23 52,377.39 54,996.26 Police Evidence/Property Technician 26.38 27.70 29.09 30.54 32.07 2,110.66 2,216.19 2,327.00 2,443.35 2,565.51 4,573.09 4,801.74 5,041.83 5,293.92 5,558.62 54,877.04 57,620.89 60,501.94 63,527.03 66,703.39 Police Records Technician 23.37 24.54 25.76 27.05 28.40 1,869.44 1,962.91 2,061.05 2,164.11 2,272.31 4,050.45 4,252.97 4,465.62 4,688.90 4,923.35 48,605.38 51,035.65 53,587.43 56,266.80 59,080.14 Public Safety Analyst I 31.33 32.89 34.54 36.26 38.08 2,506.08 2,631.38 2,762.95 2,901.10 3,046.16 5,429.84 5,701.33 5,986.40 6,285.72 6,600.01 65,158.09 68,415.99 71,836.79 75,428.63 79,200.06 Public Safety Analyst II 36.01 37.81 39.70 41.69 43.77 2,880.83 3,024.87 3,176.11 3,334.92 3,501.67 6,241.80 6,553.89 6,881.58 7,225.66 7,586.94 74,901.56 78,646.64 82,578.97 86,707.92 91,043.31 Senior Account Clerk 24.32 25.53 26.81 28.15 29.56 1,945.25 2,042.51 2,144.64 2,251.87 2,364.46 4,214.71 4,425.44 4,646.71 4,879.05 5,123.00 50,576.47 53,105.30 55,760.56 58,548.59 61,476.02 Senior Admin Clerk 23.00 24.15 25.36 26.63 27.96 1,840.15 1,932.15 2,028.76 2,130.20 2,236.71 3,986.98 4,186.33 4,395.65 4,615.43 4,846.21 47,843.82 50,236.01 52,747.81 55,385.20 58,154.46 Senior Animal Control Officer 26.01 27.31 28.67 30.11 31.61 2,080.50 2,184.53 2,293.75 2,408.44 2,528.86 4,507.76 4,733.14 4,969.80 5,218.29 5,479.21 54,093.08 56,797.74 59,637.62 62,619.50 65,750.48 Senior Engineering Technician 31.63 33.21 34.87 36.61 38.44 2,530.20 2,656.71 2,789.55 2,929.03 3,075.48 5,482.10 5,756.21 6,044.02 6,346.22 6,663.53 65,785.25 69,074.51 72,528.24 76,154.65 79,962.39 Senior Planner 48.15 50.55 53.08 55.74 58.52 3,851.73 4,044.32 4,246.53 4,458.86 4,681.80 8,345.42 8,762.69 9,200.82 9,660.86 10,143.91 100,145.00 105,152.25 110,409.86 115,930.35 121,726.87 Hourly Bi Weekly Monthly Annually

Item # 3.

City of Grass Valley
City Council
Agenda Action Sheet
Title: Appointment of Mayor Arbuckle as the voting delegate and Council Member Branstorm as alternate for the League of California Cities 2024 Annual Conference meeting
CEQA: Not a Project
Recommendation: That Council appoints Mayor Arbuckle as the voting and Council Member Branstorm as the alternate for the 2024 League Annual Conference on October 16-18, 2024.

Prepared by: Timothy M. Kiser, City Manager
Council Meeting Date: 08/22/2024 Date Prepared: 08/19/2024 Agenda: Consent
Background Information: The Council is required to appoint voting delegates and alternates for the Annual Business meeting which takes place as part of the annual conference. It is recommended that Mayor Arbuckle be appointed as the primary voting delegate (she has served in this capacity previously) and Council Member Branstorm be appointed as first alternate.

Council Goals/Objectives: The item executes portions of work tasks towards achieving/maintaining Strategic Plan –High-Performance Government and Quality Service.

Fiscal Impact: N/A
Funds Available: N/A Account #: N/A
Reviewed by: _____ City Manager

Item # 4.
1400 K Street, Suite 400, Sacramento, CA 95814 • 916.658.8200 • calcities.org

DATE: Wednesday, July 10, 2024
TO: Mayors, Council Members, City Clerks, and City Managers RE: DESIGNATION OF VOTING DELEGATES AND ALTERNATES
League of California Cities Annual Conference and Expo, Oct. 16-18, 2024 Long Beach Convention Center
Every year, the League of California Cities convenes a member-driven General Assembly at the Cal Cities Annual Conference and Expo. The General Assembly is an important opportunity where city officials can directly participate in the development of Cal Cities policy.

Taking place on Oct. 18, the General Assembly is comprised of voting delegates appointed by each member city; every city has one voting delegate. Your appointed voting delegate plays an important role during the General Assembly by representing your city and voting on resolutions.

To cast a vote during the General Assembly, your city must designate a voting delegate and up to two alternate voting delegates, one of whom may vote if the designated voting delegate is unable to serve in that capacity. Voting delegates may either be an elected or appointed official.

Action by Council Required. Consistent with Cal Cities bylaws, a city’s voting delegate and up to two alternates must be designated by the city council. Please note that designating the voting delegate and alternates must be done by city council action and cannot be accomplished by individual action of the mayor or city manager alone.

Following council action, please submit your city’s delegates through the online submission portal by Wed., Sept. 25. When completing the Voting Delegate submission form, you will be asked to attest that council action was taken. You will need to be signed in to your My Cal Cities account when submitting the form.

Submitting your voting delegate form by the deadline will allow us time to establish voting delegate/alternate records prior to the conference and provide pre-conference communications with voting delegates.

Conference Registration Required. The voting delegate and alternates must be registered to attend the conference. They need not register for the entire conference; they may register for Friday only. Conference registration is open on the Cal Cities website.

Council Action Advised by September 25, 2024

Item # 4.

For a city to cast a vote, one voter must be present at the General Assembly and in possession of the voting delegate card and voting tool. Voting delegates and alternates need to pick up their conference badges before signing in and picking up the voting delegate card at the voting delegate desk. This will enable them to receive the special sticker on their name badges that will admit the voting delegate into the voting area during the General Assembly.

Please view Cal Cities’ event and meeting policy in advance of the conference.

Transferring Voting Card to Non-Designated Individuals Not Allowed. The voting delegate card may be transferred freely between the voting delegate and alternates, but only between the voting delegate and alternates. If the voting delegate and alternates find themselves unable to attend the General Assembly, they may not transfer the voting card to another city official.

Seating Protocol during General Assembly. At the General Assembly, individuals with a voting card will sit in a designated area. Admission to the voting area will be limited to the individual in possession of the voting card and with a special sticker on their name badge identifying them as a voting delegate.

The voting delegate desk, located in the conference registration area of the Long Beach Convention Center in Long Beach, will be open at the following times: Wednesday, Oct. 16, 8:00 a.m.-6:00 p.m. and Thursday, Oct. 17, 7:30 a.m.-4:00 p.m. On Friday, Oct. 18, the voting delegate desk will be open at the General Assembly, starting at 7:30 a.m., but will be closed during roll calls and voting.

The voting procedures that will be used at the conference are attached to this memo.

Please share these procedures and this memo with your council and especially with the individuals that your council designates as your city’s voting delegate and alternates.

Once again, thank you for submitting your voting delegate and alternates by Wednesday, Sept. 25. If you have questions, please contact Zach Seals at [email protected].

Attachments:
• General Assembly Voting Guidelines
• Information Sheet: Cal Cities Resolutions and the General Assembly

Item # 4.
1400 K Street, Suite 400, Sacramento, CA 95814 • 916.658.8200 • calcities.org General Assembly Voting Guidelines

1. One City One Vote. Each member city has a right to cast one vote on matters pertaining to Cal Cities policy.

2. Designating a City Voting Representative. Prior to the Cal Cities Annual Conference and Expo, each city council may designate a voting delegate and up to two alternates; these individuals are identified on the voting delegate form provided to the Cal Cities Credentials Committee.

3. Registering with the Credentials Committee. The voting delegate, or alternates, may pick up the city's voting card at the voting delegate desk in the conference registration area. Voting delegates and alternates must sign in at the voting delegate desk. Here they will receive a special sticker on their name badge and thus be admitted to the voting area at the General Assembly.

4. Signing Initiated Resolution Petitions. Only those individuals who are voting delegates (or alternates), and who have picked up their city’s voting card by providing a signature to the credentials committee at the voting delegate desk, may sign petitions to initiate a resolution.

5. Voting. To cast the city's vote, a city official must have in their possession the city's voting card and voting tool; and be registered with the credentials committee. The voting card may be transferred freely between the voting delegate and alternates but may not be transferred to another city official who is neither a voting delegate nor alternate.

6. Voting Area at General Assembly. At the General Assembly, individuals with a voting card will sit in a designated area. Admission to the voting area will be limited to the individual in possession of the voting card and with a special sticker on their name badge identifying them as a voting delegate.

7. Resolving Disputes. In case of dispute, the credentials committee will determine the validity of signatures on petitioned resolutions and the right of a city official to vote at the General Assembly.

Item # 4.

Sixty days before the
Annual Conference
and Expo, Cal Cities
members may submit
policy proposals on
issues of importance
to cities. The resolution must
have the concurrence of at least
five additional member cities or
individual members.

How it works: Cal Cities
Resolutions and the General Assembly
General Assembly
General Resolutions Policy Committees
Developing League of California Cities policy is a dynamic process that engages a wide range of members to ensure Cal Cities represents cities with one voice. These policies directly guide Cal Cities’ advocacy to promote local decision-making, and lobby against statewide policies that erode local control.

The resolutions process and General Assembly is one way that city officials can directly participate in the development of Cal Cities policy. If a resolution is approved at the General Assembly, it becomes official Cal Cities policy. Here’s how resolutions and the General Assembly work.

The petitioned
resolution is an
alternate method
to introduce policy
proposals during
the annual conference. The
petition must be signed by
voting delegates from 10% of
member cities, and submitted to
the Cal Cities President at least
24 hours before the beginning
of the General Assembly.

Petitioned Resolutions
The Cal Cities
President assigns
general resolutions
to policy committees
where members
review, debate, and recommend
positions for each policy proposal.

Recommendations are forwarded
to the Resolutions Committee.

Who’s who
The Resolutions Committee
includes representatives
from each Cal Cities
diversity caucus, regional
division, municipal
department, and policy
committee, as well as
individuals appointed by
the Cal Cities president.

Voting delegates
are appointed by each
member city; every city
has one voting delegate.

The General Assembly is a
meeting of the collective
body of all voting
delegates —one from
every member city.

Seven policy committees
meet throughout the year
to review and recommend
positions to take on bills
and regulatory proposals.

Policy committees include
members from each Cal
Cities diversity caucus,
regional division, and
municipal department,
as well as individuals
appointed by the Cal
Cities president.

During the General Assembly, voting delegates
debate and consider general and petitioned
resolutions forwarded by the Resolutions
Committee. Potential Cal Cities bylaws
amendments are also considered at this meeting.

Cal Cities policy
development is a memberinformed process,
grounded in the voices and
experiences of city officials
throughout the state.

For more information visit www.calcities.org/general-assembly Prior to the Annual Conference and Expo
Resolutions Committee
The Resolutions
Committee considers
all resolutions. General
Resolutions approved1 by
either a policy committee
or the Resolutions Committee are next
considered by the General Assembly.

General resolutions not approved, or
referred for further study by both a
policy committee and the Resolutions
Committee do not go to the General
Assembly. All Petitioned Resolutions
are considered by the General
Assembly, unless disqualified.2
During the Annual Conference and Expo
1 The Resolution Committee can amend a general resolution prior to sending it to the General Assembly. 2 Petitioned Resolutions may be disqualified by the Resolutions Committee according to Cal Cities Bylaws Article VI. Sec. 5(f). Page 149 Item # 4.

City of Grass Valley
City Council
Agenda Action Sheet
Title: Procurement and installation of open space surveillance cameras for Memorial Park, Condon Park, & Elisabeth Daniels Park, funded by BSCC Proposition 64 Grant
CEQA: Not a Project
Recommendation: (1) The Council approve procurement and installation of open space surveillance cameras for Memorial Park, Condon, Par, & Elisabeth Daniels Park funded by Prop 64 grant funds, pursuant to the attached GSA Contract scope of work agreements; (2) authorize the City Manager to sign necessary agreements, subject to legal review; and (3) direct the Finance Director to make appropriate budget adjustments and payments as may be necessary
Prepared by: Brian Blakemore, Lieutenant- Grass Valley Police Department Council Meeting Date: 08/22/2024 Date Prepared: 08/15/2024 Agenda: Consent
Background Information:

The City of Grass Valley was awarded $3 million Proposition 64 Grant funds from Board of State and Community Corrections (BSCC) starting on May 1, 2023 to implement The Grass Valley Cannabis Impact Mitigation Project. Outlined in the grant budget is the purchase security cameras (Totaling $168,982.76.) to be used to patrol/monitor the 8 city parks. These cameras will be used to help the Parks Resource Officer monitor youth Cannabis consumption as well as other illegal activities occurring within the public parks.

In May 2024, Grass Valley Police and representatives from Grass Valley City Hall met with technicians from KS Telecom, sales representatives from Avigilon (parent company Motorola) for site visits to Memorial Park, Condon Park, and E. Daniels Park.

We discussed the objectives of the approved Grant, the likely locations where cannabis consumption and other illegal activity would most often occur, and the need to balance privacy intrusions of park visitors.

KS Telecom generated quotes for each of the sites which are summarized below. Each price include applicable tax and represents the entire amount for each site.

Item # 5.

Site Job Price
Memorial Park $69,850.00
Condon Park $81,180.00
E. Daniels Park $22,929.50
Total with Tax: $173,959.50
The attached Quotes provide a full description of the equipment to be installed, the locations of installation, and the scope of work.

KS Telecom possesses a Government Service Agreement (GSA) contract ensuring competitive pricing. GSA Contact # 47QRAA23D008Z
The purchase and installation of these cameras will fulfil our obligations according to the approved Grant, and their use will greatly enhance the safety of three widely used parks. The Park Resource Officer and other Grass Valley Police Officers will have real time monitoring capability, as well as a way to recall archived footage in the event a crime is reported after the fact.

Council Goals/Objectives: This Project will support and help fulfill three goals identified in the Strategic Plan
Goal #1 The City of Grass Valley Is Dedicated to Promoting Programs and Projects That Improve Livability and Enhance the Character and Charm of Grass Valley.

Goal #3-The City of Grass Valley Strives to Provide Diverse Recreational Amenities in Our Parks, And We Are Actively Implementing Projects to Improve the Parks and Trails Systems.

Goal #6-The City of Grass Valley Is Devoted to Providing a Safe Place to Live, Work and Play.

Fiscal Impact: The Prop 64 PH&S Grant Program does not require matching and/or leveraged funds. Disbursement of grant funds occurs on a reimbursement basis for costs incurred during the reporting period. Funds required for this purchase will be reimbursed 100% by the Board of State and Community Corrections (BSCC) Proposition 64 Public Health and Safety Grant - Cohort 3 #BSCC 903-22.

Funds Available: Yes Account #: 260-Various Expense Accounts Attachments: 1) Three quotes from KS Telecom detailing site locations, equipment and scope of work. 2) GSA Contractor information current through Aug. 10, 2028 Reviewed by: Tim Kiser, City Manager

Item # 5.

Item # 5.

May 16th, 2024
Revised 24
th, 2024
Revised June 6th, 2024
Revised July 15th, 2024
Grass Valley Police Department
Elisabeth Daniels Park Cameras
125 Neal Street Grass Valley, CA 95945
K S Telecom, Inc. (KST) is offering a quote to provide and install (1) 20MP multisensor camera, (1) 6MP dome camera, (1) Appliance, and Licensing at Elisabeth Daniels Park located at 125 Neal St, Grass Valley CA. All KST Provided and installed cabling will be tested to standards with a Fluke Cable Analyzer.

Building 1:

KST will provide and install (1) surface mount Avigilon 20MP 360° Multisensor camera on the soffit in front of the restroom and (1) Avigilon 6MP dome camera will be installed on the South end of the building. A total of (2) Cat6 cables will be pulled and terminated to each of the (2) devices on this building to the existing IDF. Approximately 50ft of surface mount raceway or conduit is estimated to complete the pathway to the cameras on the building. If additional conduit or materials are required, KST will provide additional materials and labor on a T&M ticket or as a change order to this project.

Network:

All network settings (IP Address, subnet mask, gateway, DNS server) will be provided by GVPD. KST will provide (4) IP addresses for the KST provided and installed devices.

Licensing:

KST will provide a total of (2) Avigilon Unity Enterprise Camera Channel licenses for this project. KST will provide and install (2) Unity8 Smart Assurance License for the camera at this location. After the camera installation is completed, KST will connect the camera to The KST provided appliance.
916-652-4735
P. O. Box 330
Penryn, California 95663-0330
www.KSTelecomInc.com

Item # 5.

Appliance:

KST will provide and install (1) 8TB Avigilon Unity8 appliance in the office onsite in an existing enclosure. Cameras installed onsite will record directly to this appliance. Storage calculations have been estimated to provide approximately 32 days of video retention with a daily recording cycle of 12 hours with medium detail and high motion expectations.

Cameras will be set to record on motion to achieve this retention period. The actual retention period may differ depending on activity in the area. KST will provide and install (1) 2ft x 2ft IDF cabinet inside the office area on this building. KST will provide electrical to this cabinet from a nearby circuit. If no existing circuit is near bye KST additional costs will apply.

The price for this project as described above is: $20,845.00 *Work is quoted to take place during normal business hours (M-F 7am-4pm) **This quote expires 30-days from the date listed above.

Materials: $10,335.82
License: $544.80
Labor: $8,715.00
Tax: $904.38
10% Contingency: $2,084.50
The Total price for this project as described above is: $22,929.50 GSA Contract: 47QRAA23D008Z
This Project Excludes:

1. Vape detectors. (cabling, licensing, set up, installation, accessories, etc.)

2. Electrical load calculations or any panel reconfiguration/replacements.

3. Face recognition or license plate recognition licensing.

4. Custom analytic events or rules within Avigilon client software

5. Workstations

6. ACM integrations

7. UPS solutions

8. Email alerts.

9. Any active components (other than cameras and components stated in the above scope of work)

10. Configurations on active components not provided by KST.

11. Fiber optic cabling.

12. Asbestos, lead paint, or other hazardous material related work.

13. Painting or patching of walls, conduits, boxes, etc.

14. All underground conduits, boring, repairs, etc.

15. Anything other than what is described above as this is how we understand the project based off the information provided.

Item # 5.

Warranty Information
K S TELECOM, Inc. warrants all active components to be free of defects for a period of 90 days from the date of substantial completion. KST warrants all cabling and craftsmanship to be free from defects for a period of 1-year from the date of substantial completion. KST shall fix or replace, at its sole discretion, all defective materials and/or craftsmanship, at no charge to the customer, excluding damage because of negligence, abuse, misuse, and/or acts of God. Normal and customary service charges shall apply for the diagnosis of repair or non-warranted defects. Any changes to LAN/WAN configuration or programming after acceptance are the responsibility of the Customer.

Avigilon manufacturers material only warranty covers H5A & H6A cameras for a period of 5 years.

The warranty period begins on the date of material shipment.

KST’s DIR Registration # 1000000120
Contractor License # 790922 (C-7) Expires 2-28-25
Please call or email if you have any questions.

Sincerely,
Jacob Chitwood
BICSI Technician
PM/Estimator & Lead Technician
K S Telecom, Inc.
(916) 663-8311 Cell
(916) 652-4735 x227 Office
[email protected]

Item # 5.

May 16th. 2024
Revised May 24
th
, 2024
Revised June 6th, 2024
Revised July 15th, 2024
Grass Valley Police Department
Condon Park Cameras
660 Minnie St, Grass Valley, CA 95945
K S Telecom, Inc. (KST) is offering a quote to provide and install (5) multisensor cameras, (2) dome cameras, (2) Appliances, (4) Wireless bridges, and licensing at Condon Park. All KST provided and installed cabling will be tested to standards with a Fluke Cable Analyzer.

Wireless bridges:

KST will provide and install wireless network bridges from the main building at Condon Park to the public pavilion. It is a possibility that the connection between the new wireless bridges may be intermittently or permanently disrupted due to the foliage. If this is the case the recommendation would be trenching between the main building at this site and the public pavilion. Trenching would dramatically increase the price of the project. *KST recommends a trial run with 2 wireless bridges to test the connection prior to acceptance of this quote.

Main building:

KST will provide and install (3) Avigilon 15MP 270° Multisensor cameras on the corners of the building. KST will provide and install (2) Wireless bridges on this building, (1) bridge will be aimed towards the restroom and (1) bridge will be aimed towards the public pavilion.

KST will install (5) Cat 6 cables, (1) to each of the KST provided devices on this building from the existing IDF.

Restroom building:

KST will provide and install (1) 20MP 360° Multisensor camera on the front of the restroom. (1) KST provided wireless bridge will be installed and aimed towards the bridge on restroom 1 for network connectivity. KST will provide and install a total of (2) Cat 6 cables, (1) to each of the devices on this building from the custodial closet where a KST provided enclosure will be installed. Power to the KST provided enclosure will be completed by KST.

KST assumes there is a circuit nearby that can be extended into the KST provided enclosure. If it is found that there is no circuit that can be extended, KST can complete additional work on a time and materials ticket or as a change order to this project. (1) Hardened POE network switch will be provided and installed by KST inside of the enclosure.
916-652-4735
P. O. Box 330
Penryn, California 95663-0330
www.KSTelecomInc.com

Item # 5.

Public pavilion:

KST will provide and install (2) 6MP dome cameras inside of the public pavilion on opposing corners viewing the interior. (1) KST provided 15MP multisensor camera will be installed on the east side of the pavilion for an overall view of the parking area. KST will provide and install (1) wireless bridge on the Northeast corner of the building. KST will install a total of (4) Cat 6 cables, (1) from each device ran back to a KST provided enclosure. KST will provide and install (1) 12” x 12” x 6” outdoor rated enclosure inside of the pavilion out of reach of the public. Power to the KST provided enclosure will be completed by KST. It is assumed that there is a circuit nearby that can be extended into the KST provided enclosure. If there is not a nearby circuit that can be extended for the cameras, additional labor and materials can be provided on a time and materials ticket or as a change order to the project.

Network:

All network settings (IP Address, subnet mask, gateway, DNS server) will be provided by GVPD. KST will require (13) IP addresses for the KST installed devices.

Licensing:

KST will provide a total of (7) Avigilon Unity Enterprise Camera Channel Licenses for this project. KST will provide and install (7) Unity8 Smart Assurance License for the camera at this location. After the camera installation is completed, KST will connect the cameras to The KST provided appliances.

Appliance:

KST will provide and install (2) 24TB Avigilon Unity8 appliances in the main building.

Cameras installed onsite will record directly to these appliances. Storage calculations have been estimated to provide approximately 30 days of video retention with a daily recording cycle of 12 hours with medium detail and high motion expectations. Cameras will be set to record on motion to achieve this retention period. The actual retention period may differ depending on activity in the area.

The price for this project as described above is: $73,800.00 *Work is quoted to take place during normal business hours (M-F 7am-4pm) **This quote expires 30-days from the date listed above.

Materials: $34,697.20
License: $1,906.80
Labor: $34,145.00
Tax: $3,036.00
10% Contingency: $7,380.00
The total price for this project as described above is: $81,180.00 GSA Contract: 47QRAA23D008Z

Item # 5.

This Project Excludes:

1. Vape detectors. (cabling, licensing, set up, installation, accessories, etc.)

2. Electrical load calculations.

3. New electrical circuits.

4. Face recognition or License Plate Reader licensing.

5. Custom analytic events or rules within Avigilon client software

6. Workstations

7. ACM integrations

8. Email alerts.

9. Any active components (other than cameras and components stated in the above scope of work)

10. Switch configurations.

11. Configurations on active components not provided by KST.

12. UPS solutions

13. Fiber optic cabling.

14. Asbestos, lead paint, or other hazardous material related work.

15. Painting or patching of walls, conduits, boxes, etc.

16. All underground conduits, boring, repairs, etc.

17. Anything other than what is described above as this is how we understand the project based off the information provided.

Warranty Information
K S TELECOM, Inc. warrants all active components to be free of defects for a period of 90 days from the date of substantial completion. KST warrants all cabling and craftsmanship to be free from defects for a period of 1-year from the date of substantial completion. KST shall fix or replace, at its sole discretion, all defective materials and/or craftsmanship, at no charge to the customer, excluding damage because of negligence, abuse, misuse, and/or acts of God. Normal and customary service charges shall apply for the diagnosis of repair or non-warranted defects. Any changes to LAN/WAN configuration or programming after acceptance are the responsibility of the Customer.

Avigilon manufacturers material only warranty covers H5A & H6A cameras for a period of 5 years.

The warranty period begins on the date of material shipment.

KST’s DIR Registration # 1000000120
Contractor License # 790922 (C-7) Expires 2-28-25
Please call or email if you have any questions.

Sincerely,
Jacob Chitwood
BICSI Technician
PM/Estimator & Lead Technician
K S Telecom, Inc.
(916) 663-8311 Cell
(916) 652-4735 x227 Office
[email protected]

Item # 5.

May 16th, 2024
Revised 24
th, 2024
Revised June 6th, 2024
Revised July 15th, 2024
Grass Valley Police Department
Memorial Park Cameras
350 Race St, Grass Valley, CA 95945
K S Telecom, Inc. (KST) is offering a quote to provide and install (2) multisensor cameras, (2) dome cameras, (2) Appliances, (8) Wireless bridges, and Licensing at Memorial Park located at 350 Race St, Grass Valley CA. All KST Provided and installed cabling will be tested to standards with a Fluke Cable Analyzer.

Restroom building 1:

KST will provide and install (1) Avigilon 20MP 360° Multisensor camera on the front of the restroom. (2) wireless bridges will be installed on this restroom. (1) wireless bridge will be pointed to the Pool house for a connection to the outside world. (1) wireless bridge will be aimed towards the other restrooms for network connectivity. A total of (3) Cat6 cables will be pulled and terminated to each of the (3) devices on this building. (1) KST provided hardened network switch will be installed at a location in the custodial closet in this restroom building.

Restroom building 2:

KST will provide and install (1) 20MP 360° Multisensor camera on the front of the restroom. (1) KST provided wireless bridge will be installed and aimed towards the transmitter on restroom 1 for network connectivity. KST will provide and install a total of (2) cate 6 cables to each of the devices on this building to the custodial closet where the POE injectors can be installed.

Restroom Building 3:

KST will provide and install (2) 2MP Analytic dome cameras on each side of the building to capture the individuals entering & exiting. (1) KST provided wireless bridge will be installed and aimed towards the bridge on restroom 1 for network connectivity. KST will 916-652-4735
P. O. Box 330
Penryn, California 95663-0330
www.KSTelecomInc.com

Item # 5.
provide and install (outside rated enclosure to act as an IDF. KST will provide a total of (3) Cat 6 cables, (1) to each of the KST provided and installed devices. All cabling on this building will be terminated at this IDF. Power to the IDF will be completed by KST.KST has included 50ft of 3/4” conduit if no pathway can be used/installed in an accessible ceiling space on the interior of the building. KST will provide and install (1) enclosure on this building to house a hardened network switch and POE injectors. Electrical to the enclosure will be completed by KST. KST assumes that there is an electrical panel within 30ft of the enclosure location. If the electrical panel is further away, additional labor and materials would be completed on a T&M ticket or a change order to this project.

Network:

All network settings (IP Address, subnet mask, gateway, DNS server) will be provided by GVPD. KST will provide and install (6-7) point-to-point wireless bridges for network connections to each of the restrooms. (1) wireless bridge will be installed at each restroom building. (1) wireless bridge will be installed on the restroom closest to the pool building and aimed at an additional bridge located on the pool house for a network connection to the outside world.

Licensing:

KST will provide a total of (8) Avigilon Unity Enterprise Camera Channel licenses for this project. KST will provide and install (8) Unity8 Smart Assurance License for the camera at this location. After the camera installation is completed, KST will connect the camera to The KST provided appliance.

Appliance:

KST will provide and install (1) 32TB Avigilon standard NVR in a location inside of the Memorial Park pool house. Cameras installed onsite and (4) existing cameras will record directly to this NVR. Storage calculations have been estimated to provide approximately 31 days of video retention with a daily recording cycle of 12 hours with medium detail and high motion expectations. Cameras will be set to record on motion to achieve this retention period. The actual retention period may differ depending on activity in the area. The storage calculation has been estimated by assuming the (4) existing cameras are 4MP (or less) Avigilon bullets using the above-mentioned parameters for recording on motion. If the existing cameras have a higher MP rating, changes will need to be made to the recording parameters or a larger NVR will need to be provided to achieve a 30-day retention period.

Existing Park cameras networking:

KST will provide and install (2) wireless bridges, (1) at each of the existing camera locations. These wireless bridges will be aimed towards a new Wireless bridge to be installed on the pool house. This installation has been requested without a detailed site walk to determine clear line of sight or obstructions in the signal from the camera locations to this building. If clear line of site is not possible, additional costs will occur and work can be completed as a T&M change order to this project under the contingency. KST will

Item # 5.
provide and install (4) Unity8 camera channel licenses and (4) Unity8 Smart Assurance licenses for these (4) cameras. These (4) existing devices will be added to the KST provided NVR in the pool house for recording. The request for this portion of the project is due to the connectivity issues with the existing modems at these camera locations.

The price for this project as described above is: $63,500.00 *Work is quoted to take place during normal business hours (M-F 7am-4pm) **This quote expires 30-days from the date listed above ***The cost to upgrade to a 48TB server if needed is roughly an additional $8,300.00 Materials: $30,814.53
License: $2,179.20
Labor: $27,810.00
Tax: $2,696.27
10% Contingency: $6,350.00
The total price for this project with contingency: $69,850.00 GSA Contract: 47QRAA23D008Z
This Project Excludes:

1. Air-conditioned enclosures.

2. Vape detectors. (cabling, licensing, set up, installation, accessories, etc.)

3. Electrical load calculations.

4. New electrical circuits. (KST will extend existing circuits)

5. Face recognition licensing.

6. Lice Plate Reader licensing.

7. Custom analytic events or rules within Avigilon client software

8. Workstations

9. ACM integrations

10. Email alerts.

11. Any active components (other than cameras and components stated in the above scope of work)

12. Switch configurations.

13. Configurations on active components not provided by KST.

14. Fiber optic cabling.

15. Asbestos, lead paint, or other hazardous material related work.

16. Painting or patching of walls, conduits, boxes, etc.

17. All underground conduits, boring, repairs, etc.

18. Anything other than what is described above as this is how we understand the project based off the information provided.

Item # 5.

Warranty Information
K S TELECOM, Inc. warrants all active components to be free of defects for a period of 90 days from the date of substantial completion. KST warrants all cabling and craftsmanship to be free from defects for a period of 1-year from the date of substantial completion. KST shall fix or replace, at its sole discretion, all defective materials and/or craftsmanship, at no charge to the customer, excluding damage because of negligence, abuse, misuse, and/or acts of God. Normal and customary service charges shall apply for the diagnosis of repair or non-warranted defects. Any changes to LAN/WAN configuration or programming after acceptance are the responsibility of the Customer.

Avigilon manufacturers material only warranty covers H5A & H6A cameras for a period of 5 years.

The warranty period begins on the date of material shipment.

KST’s DIR Registration # 1000000120
Please call or email if you have any questions.

Sincerely,
Jacob Chitwood
BICSI Technician
PM/Estimator & Lead Technician
K S Telecom, Inc.
(916) 663-8311 Cell
(916) 652-4735 x227 Office
[email protected]

Item # 5.

City of Grass Valley
City Council
Agenda Action Sheet
Title: Conduit financing for the Eskaton Properties, Incorporated Project CEQA: The project is exempt from review under the California Environmental Quality Act (CEQA) by the “common sense” rule that CEQA applies only to projects which have the potential for causing a significant effect on the environment.

Recommendation:
1)Conduct the public hearing under the requirements of Tax and Equity Fiscal Responsibility Act (TEFRA) and the Internal Revenue Code of 1986, as amended (the “Code”).
2) Adopt Resolution No. 2024-65 approving the issuance of the Bonds by the California Municipal Finance Authority (CMFA) for the benefit of Eskaton Properties, Incorporated, a nonprofit, public benefit corporation organized and existing under the laws of the State of California and an organization described in section 501(c)(3) of the Code (the “Borrower”), to provide for the financing of the Project, such adoption is solely for the purposes of satisfying the requirements of TEFRA, the Code and the California Government Code Section 6500 (and following).

Prepared by: Amy Wolfson, City Planner
Council Meeting Date: August 22, 2024 Date Prepared: August 14, 2024 Agenda: Public Hearing
Background Information: The Borrower has requested that the California Municipal Finance Authority (CMFA) serve as the municipal issuer of tax-exempt and/or taxable Bonds in an aggregate principal amount not to exceed $40,000,000. The proceeds of the Bonds will be used as part of a plan to finance improvements and refinance all or a portion of the (i) California Statewide Communities Development Authority $38,695,000 Revenue Bonds (Eskaton Properties, Incorporated Obligated Group), Series 2012, (ii) ABAG Finance Authority for Nonprofit Corporations $51,875,000 Revenue Refunding Bonds (Eskaton Properties, Incorporated Obligated Group) Series 2013, and (iii) California Municipal Finance Authority $24,109,000 Revenue and Refunding Bonds, Series 2022 (Eskaton Properties, Incorporated), and costs related thereto, which financed in part an assisted living facility (the “Project”) owned and operated by the Borrower and located at 325 Eskaton Circle, Grass Valley, California.

In order for all or a portion of the Bonds to qualify as tax-exempt bonds, the City of Grass Valley must conduct a public hearing (the “TEFRA Hearing”) providing for the members of the community an opportunity to speak in favor of or against the use of tax-exempt bonds for the financing of the Project. Prior to such TEFRA Hearing, reasonable notice must be provided to the members of the community. Following the close of the TEFRA Hearing, an

Item # 6.
“applicable elected representative” of the governmental unit hosting the Project must provide its approval of the issuance of the Bonds for the financing of the Project.

The CMFA was created on January 1, 2004 pursuant to a joint exercise of powers agreement to promote economic, cultural and community development, through the financing of economic development and charitable activities throughout California. To date, over 350 municipalities, including the City of Grass Valley, have become members of CMFA.

The CMFA was formed to assist local governments, non-profit organizations and businesses with the issuance of taxable and tax-exempt bonds aimed at improving the standard of living in California. The CMFA’s representatives and its Board of Directors have considerable experience in bond financings.

The Joint Exercise of Powers Agreement provides that the CMFA is a public entity, separate and apart from each member executing such agreement. The debts, liabilities and Bonds of the CMFA do not constitute debts, liabilities or Bonds of the members executing such agreement.

The Bonds to be issued by the CMFA for the Project will be the sole responsibility of the Borrower, and the City will have no financial, legal, moral obligation, liability or responsibility for the Project or the repayment of the Bonds for the financing of the Project.

All financing documents with respect to the issuance of the Bonds will contain clear disclaimers that the Bonds are not Bonds of the City or the State of California but are to be paid for solely from funds provided by the Borrower.

Council Goals/Objectives: Adoption of Resolution No. 2024-65 approving the issuance of Bonds by CMFA for the benefit of Eskaton Properties supports the 2022 Strategic Plan Update Goal # 5: the City of Grass Valley strives to exemplify an innovative, efficient, effective, open and collaborative city government.

Fiscal Impact: The debt to be issued by the CMFA will be the sole responsibility of the Borrower and the City of Grass Valley will have no financial or legal obligations or responsibilities with regard to the repayment of the debt.

Funds Available: N/A Account #: N/A
Reviewed by: City Manager
Attachments:

Resolution No. 2024-65

Item # 6.

RESOLUTION NO. 2024-65

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF GRASS VALLEY

APPROVING THE ISSUANCE OF REVENUE BONDS BY THE CALIFORNIA

MUNICIPAL FINANCE AUTHORITY IN AN AGGREGATE PRINCIPAL
AMOUNT NOT TO EXCEED $40,000,000 TO FINANCE AND REFINANCE AN

ASSISTED LIVING FACILITY FOR THE BENEFIT OF ESKATON

PROPERTIES, INCORPORATED, AND CERTAIN OTHER MATTERS

RELATING THERETO
WHEREAS, Eskaton Properties, Incorporated, a nonprofit, public benefit corporation organized and existing under the laws of the State of California and an organization described in section 501(c)(3) of the Code (the “Borrower”), has requested that the California Municipal Finance Authority (the “Authority”) issue one or more series of revenue bonds in an aggregate principal amount not to exceed $40,000,000 (the “Bonds”), including but not limited to revenue bonds issued as part of a plan to finance improvements and refinance all or a portion of the (i) California Statewide Communities Development Authority $38,695,000 Revenue Bonds (Eskaton Properties, Incorporated Obligated Group), Series 2012, (ii) ABAG Finance Authority for Nonprofit Corporations $51,875,000 Revenue Refunding Bonds (Eskaton Properties, Incorporated Obligated Group) Series 2013, and (iii) California Municipal Finance Authority $24,109,000 Revenue and Refunding Bonds, Series 2022 (Eskaton Properties, Incorporated), and costs related thereto, which financed in part an assisted living facility (the “Project”) owned and operated by the Borrower and located at 325 Eskaton Circle, Grass Valley, California (the “City”); and WHEREAS, an “applicable elected representative” of the jurisdiction in which the Project is located is required to approve the issuance of the Bonds under Section 147(f) of the Internal Revenue Code (the “Code”); and
WHEREAS, the City Council is the elected legislative body of the City and is an “applicable elected representative” for purposes of Section 147(f) of the Code; and WHEREAS, the Authority has requested that the City Council approve the issuance of the Bonds by the Authority in order to satisfy the public approval requirement of Section 147(f) of the Code and the requirements of Section 4 of the Joint Exercise of Powers Agreement Relating to the California Municipal Finance Authority, dated as of January 1, 2004 (the “Agreement”), among certain local agencies, including the City; and
WHEREAS, pursuant to Section 147(f) of the Code, the City Council has, following notice duly given, held a public hearing regarding the issuance of the Bonds, and now desires to approve the issuance of the Bonds by the Authority;

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF GRASS VALLEY:

Section 1. That the foregoing recitals are true and correct.

Section 2. That Pursuant to Section 147(f) of the Code, the City Council held a public hearing on this date and provided an opportunity to present arguments both for and against the issuance of the Bonds. The City Council has further considered all testimony and comments submitted in connection with issuance of the Bonds and refinancing of the Project at the public hearing.

Item # 6.

Section 3. That the City Council hereby approves the issuance of the Bonds by the Authority, including but not limited to Bonds issued as part of a plan to refinance the Project described herein. It is the purpose and intent of the City Council that this resolution constitute approval of the issuance of the Bonds by the Authority for the Project, for the purposes of (a) Section 147(f) of the Code by the applicable elected representative of a governmental unit having jurisdiction over the area in which the Project is located, in accordance with said Section 147(f) and (b) Section 4 of the Agreement.

Section 4. That the officers of the City are hereby authorized and directed, jointly and severally, to do any and all things and to execute and deliver any and all documents which they deem necessary or advisable in order to carry out, give effect to and comply with the terms and intent of this resolution and the financing transaction approved hereby.

Section 5. That the issuance of the Bonds shall be subject to the approval of the Authority of all financing documents relating thereto to which the Authority is a party. The City shall have no responsibility or liability whatsoever with respect to the Bonds.

Section 6. That the Clerk shall forward a certified copy of this Resolution to the Authority in care of its counsel:

Ronald E. Lee, Esq.

Jones Hall, APLC
475 Sansome Street, Suite 1700
San Francisco, CA 94111
Section 7. That this resolution shall take effect immediately upon its adoption.

ADOPTED as a Resolution by the City Council of the City of Grass Valley at a regular meeting thereof held on the 22nd day of August, 2024, by the following vote.

AYES:

NOES:

ABSTAIN:

ABSENT:

Jan Arbuckle, MAYOR
ATTEST:

Taylor Whittingslow, CITY CLERK
APPROVED AS TO FORM:

Michael G. Colantuono, CITY ATTORNEY

Item # 6.

City of Grass Valley
City Council
Agenda Action Sheet
Title: Main St Sealing And Striping – Authorize Bidding and Approve Design CEQA: Categorically Exempt – Section 15301 “Existing Facilities” Recommendation: That Council 1) approve the findings that the project is categorically exempt from the provisions of the California Environmental Quality Act (CEQA); 2) provide direction to Staff on several design proposals; and 3) authorize the advertisement for bids.

Prepared by: Bjorn P. Jones, PE, City Engineer
Council Meeting Date: 08/22/2024 Date Prepared: 08/15/2024 Agenda: Administrative
Background Information: The Main Street Sealing and Striping Project primarily involves the pavement replacement, microsurfacing and restriping of Main Street between Bennett Street and Church St. Also included are associated roadway improvements such as utility cover adjustments, signage and curb painting.

The street improvements associated with this project are exempt from environmental review pursuant to Section 15301 “Existing Facilities” of the CEQA Guidelines.

Copies of the plans and specifications for the Main Street Sealing and Striping Project are available for review in the Engineering Division office at City Hall. The total project cost is estimated at $325,000. The award of a construction contract is anticipated to occur in Fall 2024, with construction in early 2025, depending on weather.

A number of design concepts and Engineering proposals are incorporated into the project that Staff would like to bring to Council’s attention and gain direction on how to proceed. These proposals are discussed individually in the sections to follow.

Mill @ Main Intersection: Since the Mill St Pedestrian Plaza was completed the number of pedestrians in the downtown area has increased significantly and it is apparent that additional safety measures for pedestrians crossing the stop controlled intersection of Mill and Main Streets would be advantageous. Engineering Staff worked with design consultant Coastland Engineering to evaluate different treatments for the intersection, including options of enhanced signage and striping, eliminating one of the crossings, or eliminating both crossings and creating a single centralized crossing.

Since the last Council meeting Staff has discussed a modified design which would eliminate the easterly (downhill) cross walk across Main St. An intersection exhibit is attached that shows the proposed enhancements. This alternative was the recommended treatment of Coastland Engineering and after further review this

Item # 7.
configuration achieves a number of benefits which Engineering agrees make this the preferred option. Removing this crossing forces pedestrians to use the safer westerly crosswalk and consolidates crossings to a single area; reducing pedestrian to vehicle conflict points and making it an easier decision for motorists and pedestrians to determine when it is safe to proceed. The added right of way also opens up space for a more contiguous loading zone on the south side and an expanded sidewalk zone on the north side which could be utilized for a curbside sitting area. It is estimated that removing this crosswalk adds $20-25,000 to the contract for demolition and associated reconstruction costs.

Other safety enhancements include painted crosswalk markings to better identify the crossing zones in place of the faded stamped concrete areas. Added lane lines and loading zones both serve to neck down the travel lanes (traffic calming), shorten the crossing distances for pedestrians and provide a convenient area for Mill St delivery vehicles. Median islands on the westerly crossing further restrict the travel lane widths and provide a small mid-block refuge area and a location for in street pedestrian crossing signs. Pedestrian activated rectangular rapid flashing beacons are proposed to provide heightened awareness of pedestrians entering the crosswalk similar to the very effective assemblies at Church and School Streets.

South Auburn @ Main Intersection Crosswalk: Coastland Engineering also evaluated the S Auburn and Main Street intersection due to safety concerns of the westerly crossing of Main Street. As the left/through lane coming from S Auburn St is signalized and does not have any oncoming traffic to contend with, motorists are not always acutely alert for pedestrians using the westerly crossing, leading to potential conflicts.

Coastland’s recommendation was to eliminate this crosswalk in entirety and Engineering Staff agrees that this is the preferred alternative. Pedestrians may have slightly increased crossing times/distances depending on their destination, but this is a small tradeoff for the enhanced pedestrian safety, as well as increased efficiency for S Auburn St traffic turning onto Main St.

South Auburn @ Main Intersection Signal: Another concept that has been considered previously is converting the signal at S Auburn and Main Streets to a all way stop controlled intersection. In the past this intersection has reverted to stop control (flashing red) after daytime hours and on the weekends. The signal functions effectively as such a majority of the time.

Converting to full time stop control would lessen undesirable delays for motorists when signalized control is not necessary, likely more than 75% of the time. Traffic through the intersection would be more metered along the Main St corridor instead of letting a stream of vehicles through at one time. Stop control would also reduce maintenance costs of the traffic signal and could allow for future removal of some of the unsightly and obtrusive signal equipment.

Drawbacks could include slightly longer delays/queuing during peak periods; mainly school drop off and pickup times. Somewhat less protection for pedestrian crossings would also be experienced as the dedicated crossing cycles would no longer be functional in an all way stop control arrangement.

Staff proposes a trial period of placing the signal in flashing red, possibly through the

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month of September, to evaluate functionality of all way stop control. The trial could always be cut short if issues arise.

Parking Space Adjustments: After pavement rehabilitation, the roadway will be restriped and parking marking “L’s” and “T’s” placed to define parking spaces, as well as painting curbs. Now is the time to make any parking area adjustments.

After an extensive evaluation of the parking space dimensions and layouts along the entire Main St corridor, Engineering Staff has developed a layout that would gain ten additional defined parking spaces over what exists today. Several adjustments are proposed to accommodate this substantial increase in available parking, as follows:
 Shorten loading zone near Holbrooke Hotel approximately 10 feet. Over 32 feet would remain.
 Eliminate loading zone near Kaido restaurant. New loading zone through the Mill St intersection to act as replacement.
 Shorten loading zone near Book Seller approximately 10 feet. New loading zone through the Mill St intersection to act as replacement.  Shorten loading zone near Country Wood approximately 10 feet. Over 32 feet would remain.
 Shorten loading zone near Nevada Club approximately 10 feet. Approximately 22 feet of loading zone. This loading zone is not ideal due to the alignment of travel lanes from E Main St and use by larger delivery trucks should be discouraged.  Eliminate motorcycle parking zone in front of Wolf Mountain Spa. Rarely used currently.
 Relocate loading zone from in front of Enrique’s Lounge, to the front of Wolf Mountain Spa, approximately 40 feet away. The new location would eliminate vehicles having to execute a parallel parking maneuver to enter the space and would free up more room (when loading is not in use) approaching the S Auburn St intersection for vehicle storage and maneuvering into the through/right turn travel lane.
 Eliminate green zone in front of PGE. With the PGE office closed, short term parking zones are no longer warranted.
 In several locations change the standard parking space length to 20 feet.

Currently central spaces in a parallel aisle have a minimum 22 foot length.

Reducing the standard to 20 feet makes it more difficult to accommodate larger vehicles executing a parallel parking maneuver. Other jurisdictions have allowed up to 75% of parallel parking to be “Intermediate” or “Compact” spaces with lengths down to 19’ in their downtown areas. As proposed, 14 out of the 46 spaces along the Main St corridor would be 20’ long central spaces, or approximately 30% of the total, an appropriate sum for the urban environment.

Staff requests that Council provide any direction on the described proposals at the Council meeting for the Main St Sealing And Striping Project. After consideration, Engineering will finalize the design and contract documents in order to release the project for bidding. The requested Council motion is to approve the findings that the project is categorically exempt from the provisions of the California Environmental Quality Act (CEQA) and authorize the advertisement for bids.

Item # 7.

Council Goals/Objectives: The Main St Sealing And Striping executes portions of work tasks towards achieving/maintaining Strategic Plan Goal – City Infrastructure Investment
Fiscal Impact: The project is fully funded in the 2024/25 CIP Budget with Measure E funding.

Funds Available: Yes Account #: 300-406-63850
Reviewed by: City Manager Attachments: Main St @ Mill Exhibit Coastland Engineering Technical Report

Item # 7.

Santa Rosa Auburn Pleasant Hill Fairfield
1400 Neotomas Avenue 11641 Blocker Drive, Ste. 170 3478 Buskirk Avenue, Ste. 1000 324 Campus Lane, Ste. A Santa Rosa, CA 95405 Auburn, CA 95603 Pleasant Hill, CA 94523 Fairfield, CA 94534 Tel: 707.571.8005 Tel: 530.888.9929 Tel: 925.233.5333 Tel: 707.702.1961 Date: June 11, 2024
To: Bjorn Jones, PE
City Engineer
125 East Main Street
Grass Valley, CA 95945
From: Laurie Loaiza, PE
Subject: Intersection Improvements on W. Main Street at Mill Street and at South Auburn Street
The City of Grass Valley has requested a traffic review of two intersections located on W. Main Street at Mill Street and W. Main Street at South Auburn Street. The goal of this memorandum is to provide a summary of current conditions, improvement alternatives and recommendations for these intersections with a focus on pedestrian safety. Accessibility for the disabled was not evaluated in this review. The Grass Valley Police Department provided background information and traffic incident reports to aid in this review and direct observations were made of operations at these intersections to prepare this review.

The two study intersections are adjacent each other and located in the center of downtown Grass Valley, northwest of Highway 49, on W. Main Street. The area is primarily commercial, with many local shops and restaurants that generate substantial pedestrian traffic. Figure 1 shows the locations of the two intersections being reviewed.

Figure 1: Vicinity Map of Analysis Areas
W. MAIN ST
INTERSECTION #1

MILL ST

PROMENADE

SOUTH AUBURN ST
INTERSECTION #2

Item # 7.

June 11, 2024
Grass Valley
Intersection #1: W. Main Street & Mill Street
Existing Conditions
Prior to 2023, the intersection was 3-way stop-controlled with crosswalks across all three legs.

In 2023, the City converted Mill Street between Neal Street and W. Main Street to a pedestrian promenade – restricting vehicular traffic at each end with bollards. All vehicle turns to and from Mill Street were eliminated, however the crosswalks and stop signs on W. Main Street remained after the project was completed. The resulting intersection has single direction stop-control before the first crosswalk in each direction on W. Main Street and then drivers encounter an unprotected crosswalk 40-ft later which, without the former road intersection, now essentially functions as a mid-block crosswalk. W. Main Street is at a 10% grade. Appendix A contains an aerial map of the intersection.

The conversion of Mill Street to a pedestrian promenade has resulted in the following:
• A crosswalk configuration with two successive crosswalks in each direction (one controlled and the other uncontrolled) that is unusual and, under any other circumstances, wouldn’t otherwise be designed or constructed in this configuration. • Pedestrians appear confused by the unusual configuration of the two crosswalks, and some appear tempted to cross through the middle of the intersection directly into the pedestrian promenade.
• Vehicle confusion at double crosswalks:
o Vehicle approach the first crosswalk and stop due to the stop sign. o Vehicles approach the second crosswalk and aren’t sure if they need to stop or not. Pedestrians assume on-coming traffic will stop for them.

Coastland Civil Engineering contacted Grass Valley Police Department to gather background information and traffic incidents on this intersection. Officer John Herrera described the following about Intersection #1:
• Vehicles typically do not adhere to stop control (rolling stops) • Vehicles traveling down the 10% grade have a lesser tendency to stop.

The traffic incident data (Appendix C) supports the above observations and concerns.

Item # 7.

June 11, 2024
Grass Valley
Alternatives
Alternatives to improve pedestrian safety:

Alt. Description Pros Cons Cost
1 • Add high visibility crosswalk striping
and signs to enhance crosswalk
visibility at both locations.

Lower Cost
Enhances driver
awareness
Vehicle &
pedestrian
confusion
remain
$10,000-
$15,000
2 a
• Eliminate the easterly/downhill
crosswalk.
• Add high visibility crosswalk striping.
• Move easterly stop sign uphill to the
westerly crosswalk location.
• Bring limit lines (stop bars) on both
sides within 10-ft of remaining
crosswalk.

Pedestrians are
all within a stopcontrolled
crosswalk.

Vehicle
confusion
eliminated
Higher cost $20,000-
$30,000
3 • Eliminate the westerly/uphill crosswalk.
• Add high visibility crosswalk striping.
• Move westerly stop sign downhill to the
easterly crosswalk location.
• Bring limit lines (stop bars) on both
sides within 10-ft of remaining
crosswalk.

Pedestrians are
all within a stopcontrolled
crosswalk.

Vehicle
confusion
eliminated
Higher cost
Eastbound stop
sign may block
access to part of
pedestrian
promenade.
$20,000-
$30,000
4 • Eliminate both existing crosswalks and
make a new extra-wide textured
crosswalk in the middle of the
intersection - an extension of the
promenade across W. Main Street.
• Install new stop signs and pavement
markings
Pedestrian
friendly
Excellent ADA
Accessibility
Very visible
Much higher
cost
Longer ped.
exposure to
vehicles
Likely to slow
traffic flow
$54,000-
$68,000
a Recommended alternative, see Appendix A for exhibit.

Conclusions and Recommendations
Alternative 2 is recommended. Despite its higher cost than Alternative 1, it upholds the overall goal of pedestrian safety by consolidating pedestrian traffic into a single stop-controlled crosswalk, thereby reducing pedestrian and vehicle confusion. While Alternative 3 provides similar improvements to Alternative 2, the stop sign placement on eastbound Main Street is problematic as it may block full access to the promenade when bollards are removed.

Alternative 4 has a high cost and may delay through traffic more than other alternatives.

Item # 7.

June 11, 2024
Grass Valley
Intersection #2: W. Main Street & S. Auburn Street
Existing Conditions
This location is a four-way signal-controlled intersection with crosswalks on each leg. It is a relatively high-volume intersection for the area and used by though traffic and visitors to the downtown area. Appendix B shows an aerial map.

The City is concerned that drivers turning left from S. Auburn Street onto W. Main Street are unaware of pedestrians crossing W. Main Street. Officer Herrera suspects drivers making the left turn are not focused on pedestrians in the crosswalk. No traffic incident reports were provided.

Alternatives
Three alternatives were developed for this intersection:

Alternative Description Pros Cons Cost
1 b
• Remove westerly crosswalk
on W. Main Street
• Install pedestrian barriers on
existing ramps
• Install no crossing signs
• Modify traffic signal equipt.
• Modify signal timing
Removes leftturn/ped
conflict
Increased
intersection
efficiency,
especially leftturn to W.

Main St.

Cost
Longer route
for certain
pedestrians
Barriers
subject to
vehicle
damage
$30,000-
$40,000
2 • Modify signal timing to add
dedicated pedestrian phase
to segregate north-south
pedestrian travel from
vehicular traffic.

Removes leftturn/ped
conflict
Significantly
reduces
intersection
efficiency,
especially in
peak demand
periods.
$10,000
3 • Modify signal timing to
advance the walk signal for 3
to 7 seconds to give
pedestrians a head start
before left-turn/thru gets
green.

Increased
pedestrian
visibility
Does not fully
resolve safety
concern
Reduces
intersection
efficiency
$10,000
bSee Appendix B for exhibit Alternative 1

Item # 7.

June 11, 2024
Grass Valley
Conclusions and Recommendations
Coastland recommends Alternative 1. It reduces pedestrian risk by removing a pedestrian/vehicle point of conflict between left-turn movements from northbound S. Auburn Street to W. Main Street.

Item # 7.

June 11, 2024
Grass Valley
Appendix A: W. Main and Mill Street Maps
Source: Google Maps; Site Photos

Figures:

A1. Existing Site Plan
A2. Alternative 2 Site Plan

Item # 7.

COASTLAND | DCCM
11641 Blocker Dr, Ste 170, Auburn, CA 95603
530.888.9929 | coastlandcivil.com APPENDIX A1 EXISTING SITE PLAN INTERSECTION IMPROVEMENTS WEST MAIN ST MILL ST AERIAL VIEW MAIN ST GRADE 1 STREET VIEW 2 STREET VIEW 3 Page 178 Item # 7.

COASTLAND | DCCM
11641 Blocker Dr, Ste 170, Auburn, CA 95603
530.888.9929 | coastlandcivil.com APPENDIX A2 ALTERNATIVE 2 SITE PLAN INTERSECTION IMPROVEMENTS WEST MAIN ST MILL ST ALTERNATIVE 2 SCHEMATIC EAST CROSSWALK TO BE REMOVED1 STOP STOP MILL STREET FACING NORTH 2 Page 179
Item # 7.

June 11, 2024
Grass Valley
Appendix B: Main and South Auburn Street Maps
Source: Google Maps; Site Photos
Figures:

B1. Aerial Map
B2. Alternative 1 Site Plan

Item # 7.

COASTLAND | DCCM
11641 Blocker Dr, Ste 170, Auburn, CA 95603
530.888.9929 | coastlandcivil.com APPENDIX B1 EXISTING SITE PLAN INTERSECTION IMPROVEMENTS WEST MAIN ST SOUTH AUBURN ST AERIAL VIEW WEST CROSSWALK FACING NORTH1 SOUTH CROSSWALK FACING EAST2 WEST CROSSWALK FACING SOUTH3 Page 181 Item # 7.

COASTLAND | DCCM
11641 Blocker Dr, Ste 170, Auburn, CA 95603
530.888.9929 | coastlandcivil.com APPENDIX B2 ALTERNATIVE 1 SITE PLAN INTERSECTION IMPROVEMENTS WEST MAIN ST SOUTH AUBURN ST ALTERNATIVE 1 SCHEMATIC 1 PEDESTRIAN CROSSING BUTTON ON NORTHWEST CORNER Page 182 Item # 7.

June 11, 2024
Grass Valley
Appendix C: Traffic Incident Data
Source: Grass Valley Police Department

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City of Grass Valley
City Council
Agenda Action Sheet
Title: Approve a portion of the Measure B expenditures and the associated initial Expenditure Plan for Fiscal Year 2024/25.

CEQA: Not a Project.

Recommendation: That Council 1) review the proposed initial expenditure plan confirmed by the Citizen Oversite Committee for Measure B; 2) approve the expenditure plan; 3) approve any necessary budget transfers or amendments to the Fiscal Year 2024/25 Budget to implement the approved portion of the Expenditure Plan funding; 4) authorize the City Manager to move forward with implementing the proposed expenditure plan in accordance with City requirements.

Prepared by: Timothy M. Kiser, City Manager
Council Meeting Date: August 22, 2024 Date Prepared: August 19, 2024 Agenda: Administrative
Background Information: On October 24, 2023, the Grass Valley City Council unanimously passed Resolution No. 2023-62 and Ordinance 826, initiating a pivotal decision for the community. The resolution called for a March 5, 2024 election, where citizens would vote on a 3/8 percent general sales tax (transactions and use tax) measure aimed at enhancing Fire Resiliency and Vegetation Management.

In accordance with Ordinance 826, the Grass Valley City Council adopted a detailed plan outlining the allocation of proceeds from the proposed tax, following a duly noticed public hearing.

On March 5th, the citizens of Grass Valley narrowly approved Measure B, and the City needs to continue to maintain our commitment to transparency and accountability reflecting the City Council's unwavering dedication to serving the best interests of the community as we have demonstrated with Measure E. Based on the State's determination, Measure B will take effect on October 1, 2024, resulting in the City receiving approximately 75% of the estimated annual revenue, or about $2 million, for Fiscal Year 2024/25.

Staff recommends dividing the proposed expenditure plan into two phases for Fiscal Year 2024/25: approximately 60% of the anticipated revenue to be allocated now, and the remaining 40% after December 2024. This phased approach will allow staff to proceed with initial tasks while ensuring prudent management of tax revenues and aligning with revenue projections from the past fiscal year. Below is the proposed expenditure plan for the first 60%, or approximately $1.2 million:

Item # 8.
60% Expenditure Plan for Fiscal Year 2024/25
3/8 Percent (.00375) Sales Tax increase Based Upon Today $’s 50%/50% Split between Resiliency and Vegetation Mitigation ($2.75 Million+/- to be generated annually) For Fiscal Year 2024/25, Measure B will not start collecting tax until October 2024, thus the City estimates will receive approximately 75% of the total revenue or $2 Million dollars. For the 60% Expenditure Plan, we are looking to allocate $1.2 million of the $2 million now, and staff will bring back the remaining 40% expenditure plan after December 2024.
• Resiliency – 50% of $2.00 M or $1.0+/- M for Fiscal Year 2024/25 • Priority R.1 (60%)- Move Closer to National Standards by increasing from two to three Firefighters per engine ($564K) 1-Fire Fighter now and 6 – Fire Fighters in January 2025
• Priority R.2 (60%) $266K total to hire a consultant to implement a vegetation management/inspection program and pay for a portion of masticator operator salary.
• TBD for (40% Expenditure Plan) Annual Fire Vegetation / Green Waste Pickup/Drop-off
• Vegetation Mitigation - 50% of $2.00 M or $1.0+/- M for Fiscal Year 2024/25 • Priority VM.1 (60%)- $100K to start the environmental process for Fuel Reduction around the City.
• TBD for (40% Expenditure Plan) Creating Grants for residences/ businesses for assistance in Fuel Reductions (Priority on hardships and low income)
• Priority VM.2 (60%) $70K evaluating for long-term green waste solutions (environmental review)
On August 19, 2024, the Citizen Oversight Committee for Measure B approved the proposed 60% Expenditure Plan. Staff will return to both the Citizen Oversight Committee and City Council for consideration and approval to allocate the remaining 40% of the expenditure around January 2025.

Resolution 2024-09 is attached for City Council information that formalized the expenditure plan for the March 5, 2024 election 3/8 percent (0.00375) general sales tax (transactions and use tax) measure for fire resiliency and vegetation management.

Council Goals/Objectives: This item executes portions of work tasks towards achieving/maintaining Strategic Plan Goals - High-Performance Government and Quality Service, and Public Safety.

Item # 8.

Fiscal Impact: The Fiscal Impact will be fully funded through the revenues received from Measure B. Staff estimates the tax should collect approximately $2.0 million in the first year.

Funds Available: Yes Account #: N/A
Reviewed by: ____ City Manager
Attachments: Resolution 2024-09 – Measure B Expenditure Plan approved on 2/13/2024.

Item # 8.

RESOLUTION No. 2024-09

A RESOI-UTION OF THE CITY COUNCII OF THE CITY OF GRASS
VAttEY FORMALIZING EXPENDITURE PLAN FOR MARCH 5,2024
ELECTTON 3/8 PERCENT (0.00375) GENERAL SALES TAX (A

TRANSACTIONS AND USE TAX) MEASURE FOR FIRE RESITIENCY

AND VEGETATION MANAGEMENT
WHEREAS, on October 24th,2023, the Grass Valley City Council unanimously passed Resolution No. 2023-52 placing a generaltransactions and use tax Ordinance No. 826 (the "Ordinance") on the ballot for voter approval at the March 5, 2024 election; and WHEREAS, if approved by voters, the Ordinance will impose a generaltax ("Tax"), the revenues from which can fund firefighting personnel, wildfire risk land management, other fire safety measures, or any other lawful purpose of the City; and WHEREAS, the Ordinance requires the City Council, after a noticed public hearing, to adopt a plan to expend the proceeds of the tax imposed.

NOW THEREFORE, BE IT RESOLVED BY THE CITY COUNCIT OF THE CITY OF GRASS VALLEY AS FOLLOWS:

7. Recitals. The foregoing recitals are true and correct and incorporated herein

2. Expenditure Plan. That the City Council approves the expenditure plan outlined below, delineating the utilization of funds should the general sales lax of O.375% (.00375) be ratified by Grass Valley residents during the upcoming March 5, 2024 Election in adherence to the provisions set forth in Ordinance 826.

Expenditure Plan
3/8 Percent (.00375) Sales Tax increase
5oo/"/5o% Split between Resiliency and Vegetation Mitigation (S2.55 Million+/- to be generated annually)
. Resiliency - 50% of 52.55 M or $1.25+/- M Annually
. Move Closer to NationalStandards by increasing from two to three Firefighters per engine (SSOOT+7-1
. S250k to Operate a Veg. Management, Education& lnspection Program (up to 3 Person nel)
. S100K Annual Fire Vegetation / Green Waste Pickup/Drop-off . Vegetation Mitigation - Sf.A+/- M (Contracted Work and Grants) . S1 M - Fuel Reduction (140+/- Acres of Fuel Reduction around the City) . S250k Creating Grants for residences/ businesses for assistance in Fuel Reductions (Priority on hardships and low income)
. SSOt/yr. for long-term green waste solutions

Item # 8.

3. Effective Date. This Resolution shall take effect immediately upon adoption

4. Certification. The Grass Valley City Clerk shall attest to the passage and adoption of this Resolution and its approval by the City Council and shall cause the same to be listed in the records of the City.

ADOPTED as a Resolution by the City Council of the City of Grass Valley at a regular meeting thereof held on the 13th day of February, 2024, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

Councirmember, $con5\6s6fu1, {"\;., \ H.1or Atb"tu\e'
Councilmembers: L)o LJ CCou ncilmemberr, Qc. Oo.v<.\\.

Councilmembers' Po tJ <-
)
n uckle, ayor
ES
Taylor Day, City Clerk

APPROVED AS TO FO
Michael G. Colantuono, City Attorney

Item # 8.