Agenda packet — Hanford City Council, July 15, 2025 (part 2 of 6)

6 Chief Fire Officer Premium - Employees assigned to the position of Fire Chief (or equivalent title) who obtain and maintain a State Fire Marshal Executive Chief Fire Officer Certificate shall receive a five percent (5%) increase to their base salary per month payable with the normal payroll effective the first full pay period after the City received confirmation of the certificate.

This compensation shall be available to all employees assigned to the position of Fire Chief (or equivalent title) without exclusion.

The City will pay for the cost associated with maintaining and renewing such licenses.

National/State/Renewable Certifications
National, State or renewable licenses/certificates obtained by employees assigned to EMEA will be reviewed by the City Manager to determine if it is related to the position and benefits the job and the City. It is expressly understood that positions and assignments eligible for additional pay (2.5% increase) will be determined solely at the discretion of the City Manager and unlike the specific certifications described above will not be reported to CalPERS as pensionable income.

Employees are responsible for providing the Human Resources Division with their renewed (if applicable) certificate going forward. Compensation awarded during any period in which the employee fails to renew their certification may be subject to recovery, and such failure may result in disciplinary action up to and including termination.

The City will pay for the cost associated with maintaining and renewing such certification (if applicable).

Other Certifications
Other certifications obtained by employees assigned to EMEA will be reviewed by the City Manager to determine if it is related to the position and benefits the job and the City. It is expressly understood that positions and assignments eligible for additional pay (1% increase) will be determined solely at the discretion of the City Manager and unlike the specific certifications described above will not be reported to CalPERS as pensionable income.

The maximum amount provided in total for Education Pay is five percent (5%).

Special Assignment Pay

Water Certification Premium - Employees assigned to the position of Public Works Director and/or Utilities and Engineering Director (or equivalent title) who routinely and consistently are assigned to test local water quality for compliance with governmental health standards and have obtained a Grade V or higher water distribution, water treatment or wastewater treatment certificate shall receive a five percent (5%) increase to their base salary per month payable with the normal payroll effective the first full pay period after the City receives the certificate. This compensation shall be provided on an ongoing basis provided the certification is maintained and remains valid. Employees are responsible for providing the Human Resources Division with their renewed certification going forward. The City will pay for the cost associated with maintaining and renewing such certifications.

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7 EMEA employees who are assigned to special assignment duties or work conditions on a routine or consistent basis as outlined in the “Special Assignment” tab of CalPERS “Special Compensation Reportability Table” may be eligible to receive a five percent (5%) increase to their base salary per month, payable with the normal payroll. To receive this pay, employees must submit a written request to the City Manager demonstrating their eligibility and include any related certifications earned, if applicable. Upon approval, the City’s Payroll Division will coordinate with CalPERS to confirm eligibility. Employees who meet CalPERS reportability standards will be listed in this section.

The special compensation will commence with the first pay period following CalPERS' confirmation of eligibility and will continue as long as the qualifying duties or conditions persist.

If related certifications are earned and subject to renewal, employees must provide updated documentation to the Human Resources Division. The City will pay for the cost associated with maintaining and renewing such certification (if applicable).

The maximum amount provided in total for Special Assignment Pay is five percent (5%).

Acting Pay

When an employee is temporarily assigned to a position in a higher classification (employee leaves their current position and assumes the duties and responsibilities of a higher -level classification), they shall have their base salary adjusted to the base pay for the higher classification at Step 1 or the step that provides them with a minimum of a five -percent (5%) increase commencing on the eleventh (11th) consecutive business day in a fiscal year.

Designated City holidays shall count towards consecutive business days worked.

If the assignment is to a vacant position currently being recruited for, hours worked shall not exceed 960 hours in a fiscal year in compliance with Government Code 20480.

Working out of Classification

If an employee is assigned to perform duties that are distinct, separate and normally performed by employees in a different classification (higher or lower) for more than 51% of their working hours, they shall receive a five -percent (5%) increase in their base salary commencing on the eleventh (11th) consecutive business day in a fiscal year. Designated City holidays shall count towards consecutive business days worked.

Working out of class assignment may be discontinued by the City Manager any time; however, employees shall not be rotated in and out of working out of class assignments to avoid providing additional compensation.

Working out of classification pay shall not be considered as part of the employee's base pay when computing the rate due upon promotion to a higher classification.

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8 Any working out of classification assignment shall not exceed six months in a fiscal year unless written approval is received by the City Manager.

Any employee who feels they are working out of classification and not receiving compensation for their additional duties may submit supportive documentation to the City Manager outlining a detailed listing of all duties performed and the amount of time he/she spends on those duties.

The City Manager shall review and render a decision in writing within twenty (20) calendar days after receiving the employee’s supportive documentation. The decision of the City Manager shall be final.

Severance Pay

Department Heads, if terminated without cause shall be entitled to receive six (6) months of severance payments, the equivalent of six (6) months of their monthly salary upon termination subject to all state and federal withholding. Represented members of EMEA may not be terminated within six (6) months of hire of a new City Manager, unless with cause.

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9 SECTION 3

Health Insurance

Medical
The City shall offer optional medical plans including but not limited to a PPO, EPO and/or a high deductible plan with employee sponsored Health Savings Account (HSA), if applicable.

The City shall pay sixty percent (60%) of the total premium cost of all regular and probationary employees, and their dependents, who elect the PPO plan.

Dental
The City shall pay sixty percent (60%) of the total premium cost of all regular and probationary employees, and their dependents, who elect a dental plan.

Vision
The City shall pay one hundred percent (100%) of the total premium cost of all regular and probationary employees who elect an employee only vision plan. The City shall pay sixty percent (60%) of the total premium cost of all regular and probationary employees, who elect a vision plan with dependent coverage.

Retirement

Miscellaneous Employees
The City shall provide the 3% @ 60 retirement plan to miscellaneous employees under the California Public Employees (CalPERS) retirement system.

Pursuant to State law, miscellaneous employees hired on or after January 1, 2013, shall be provided with the 2% @ 62 retirement plan under the California Public Employees (CalPERS) retirement system.

Sworn-Safety Employees
The City shall provide the 3% @ 55 retirement plan to safety employees under the California Public Employees (CalPERS) retirement system.

Pursuant to S tate law, safety employees hired on after January 1, 2013, shall be provided with the 2.7% @ 57 retirement plan under the California Public Employees (CalPERS) retirement system
All employees shall pay the required employee contribution as determined by CalPERS.

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10 State Disability Insurance

Employees shall be enrolled in a Short -Term Disability (STD) and Long -Term Disability (LTD) plan through a private vendor (not California State Disability Insurance). Both Short and Long Term Disability Insurance is provided to all employees within this group at the employee's cost.

Payments may be available to employees who cannot work due to sickness or non -work-related injury. An employee’s full salary will continue by using accrued leave (vacation, sick and/or other accrued and available leave). Payments received by the employee from the private vendor shall be turned into the City’s Human Resources office upon receipt by the employee. When such checks are received by the City, the employee’s sick leave balance shall be reimbursed, equivalent to the dollars received. At such time that the employee no longer has adequate leave balances available to use to maintain their income, the employee is no longer required to submit their disability payments to the City.

If it is decided that EMEA elects to cancel or amend their existing plans, a written notice must be provided to the Human Resources office ninety days in advance of the new calendar year commencing.

Life Insurance

The City pays the premium for a $ 200,000 group life insurance policy f or Department Heads.

The City also provides employees an option to purchase additional life insurance at the employee’s expense.

Flexible Spending and Voluntary Benefit Plan

The City provides employees an option to enroll in a Section 125 plan at the employee’s expense.

Deferred Compensation

EMEA employees are eligible to receive a matched employer contribution for deferred compensation up to $75.00 per pay period.

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11 SECTION 4

Standard Work Period

The standard workday shall consist of eight (8) hours, and the standard work period shall consist of forty (40) hours worked within five (5) consecutive days. However, alternative work schedules (including telecommuting options) may be implemented based on operational needs, and with the approval from the City Manager.

Such schedules may include compressed or adjusted workweeks, as defined in City policy (e.g., AR 1.17), including, but not limited to, 4/10, 9/80 or 4/9/4 formats.

The implementation of any alternative schedule shall remain subject to operational requirements, legal compliance, and approval procedures. Participation is voluntary and may be modified or discontinued by the City at its discretion. Specific hours and workdays under such schedules are not guaranteed and may vary.

Holidays

I. The following holidays are recognized as municipal holidays for pay purposes and all regular and probationary employees shall have these days off and shall receive eight (8) hours holiday pay per holiday:

1) New Year's Day, January 1
2) Martin Luther King Day, the third Monday in January
3) Washington's Birthday, the third Monday in February
4) Memorial Day, the last Monday in May
5) Independence Day, July 4
6) Labor Day, the first Monday in September
7) Veterans Day, November 11
8) Thanksgiving Day, the fourth Thursday in November
9) The day after Thanksgiving, the fourth Friday in November 10) Christmas Eve, December 24
11) Christmas Day, December 25
12) New Year’s Eve, December 31
13) Every d ay appointed by the President of the United States or Governor of California for public feast, Thanksgiving, or holiday and as approved by the City Council.

Employees assigned to an alternative work schedule may utilize management leave or vacation hours to supplement holiday hours.

II. Employees shall be credited with not more t han two (2) floating holidays (16 hours total) to be taken no later than December 15th of each calendar year, at the employee's discretion, subject to staffing needs. New employees hired on or after the pay -period

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12 containing July 1 st shall only receive one (1) floating holiday (8 hours total) to be taken no later than December 15 th at the employee’s discretion subject to staffing needs. The floating holiday shall be capped at eight (8) hours each and can be taken in two (2) hour increments. Floating holidays do not roll over from calendar year to the next and has no cash value.

III. When a paid holiday falls on a Saturday, the previous Friday shall be deemed to be the holiday in lieu of the day named. When a holiday falls on Sunday, the following Monday shall be deemed to be the holiday in lieu of the day named.

When Christmas Eve and /or New Year’s Eve falls on a Sunday, the following Monday shall be deemed to be the holiday and the Christmas Day and or New Year’s Day holiday will be observed on Tuesday.

IV. In the event a paid holiday falls within an employee’s vacation period, which would have excused the employee from work and for which no other compensation is made, said holiday shall not be charged as a vacation day.

V. Paid Holiday Closure - City offices (where possible) will be closed Christmas Eve through New Years Day. Nothing shall prevent a Department Head from working on a holiday. If any employee is required to work during this period when their office is closed or is not permitted to have the time off in their department due to the nature of their position, these employees shall note “Exempt OT” on their timesheet to accurately record hours worked.

Vacation

I. Eligibility

Employees shall complete six (6) months continuous service before using accrued vacation leave. Employees shall not work for the City during their vacation.

Employees whose scheduled vacations are interrupted or postponed due to industrial injury shall be rescheduled after such injured employee has returned to duty. No vacation previously scheduled shall be lost due to an employee exceeding the vacation accrual during an industrial injury leave.

II. Accrual

Vacation will be accrued and credited on a bi -weekly basis at the following rates for continuous service performed in pay status:

1) From zero (0) through five (5) years:

3.39 hours per bi-weekly pay period, 88 hours annually

2) From six (6) through ten (10) years:

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13 4.62 hours per bi-weekly pay period, 120 hours annually

3) From eleven (11) through fifteen (15) years:

5.24 hours per bi-weekly pay period, 136 hours annually

4) Sixteen (16) through nineteen (19) years

6.16 hours per bi-weekly pay period, 160 hours annually

5) Twenty (20) or more years:

6.46 hours per bi-weekly pay period, 168 hours annually

Upon appointment to a Department Head position , the City Manager shall have the discretion to provide vacation accrual based on years of service at another public entity (State, County or City municipality) in a management level position. Verification of years of service, title and job functions will be conducted through the Human Resources office prior to awarding the increased vacation accrual.

III. Limits of Accrual

Such accrual and credit for all employees may not exceed twice the employee's annual rate of accrual.

IV. Buyback

Employees shall be eligible to cash out accrued vacation hours up to an amount equal to the number of vacation hours used during the same calendar year, not to exceed a maximum of one hundred sixty (160) hours per calendar year.

To qualify for the cash-out:
1) Employees must have used vacation leave during the calendar year in an amount equal to or greater than the number of hours they wish to cash out;

2) The total vacation hours cashed out in a calendar year shall not exceed 160 hours;

3) Employees must retain a minimum vacation balance of forty (40) hours after the cash-out is processed.

With the exception of job -protected medical leave (e.g., FMLA/CFRA), employees who are on non-job-protected leave, including but not limited to workers’ compensation leave and administrative leave, shall not be eligible to cash out vacation hours during such periods.

V. Compensation at Termination

Employees leaving the municipal service with accrued vacation leave shall be paid the amounts of accrued vacation to the date of termination at the employee’s then hourly rate.

Employees who terminate employment with the City and who have less than six (6) months of continuous service shall not be compensated for accrued vacation.

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14 Sick Leave
I. Definition/Approved Sick Leave Usage:

A. Sick leave is an absence from duty which may be granted by the employer to the employee because of an illness, injury, exposure to a contagious disease, preventative care, illness or injury of a member of the employee’s immediate family requiring the employee’s attendance.

B. To attend a medical, dental, or optical appointment if such appointment cannot be scheduled outside of the employee’s normal work day.

C. To obtain relief or services related to being a victim of domestic violence, sexual assault, or stalking including the following with appropriate documentation of the need for such services:
1) A temporary restraining order or restraining order;
2) Other injunctive relief to help ensure the health, safety or welfare of the employee or their children;
3) To seek medical attention for injuries caused by domestic violence, sexual assault or stalking;
4) To obtain services from a domestic violence shelter, program, or rape crisis center as a result of domestic violence, sexual assault or stalking; 5) To obtain psychological counseling related to an experience of domestic violence, sexual assault or stalking;
6) To participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation.

D. An employee’s immediate family shall consist of the employee’s: Spouse or registered domestic partner, parent (including step parents), child (including step children), brother, sister, father in -law, mother in -law, brother in -law, sister in - law, aunts, uncles, employee’s and spouse’s grandparents, grandchildren or any person living in the same household as the employee.

E. An employee may be granted sick leave only in case of actual illness/situation as defined above. In the event that an employee or a member of the employee’s immediate family recovers from any such illness after being granted sick leave, and during the regularly scheduled hours of work, then such employee shall notify the appropriate immediate supervisor and be available to return to duty.

F. Sick leave balances shall be taken in fifteen (15) minute increments.

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15 employee is incapacitated because of illness or injury to the point the employee is unable to contact his/her supervisor, the employee’s designated representative (i.e. family member) shall notify the supervisor at the earliest possible moment.

Failure to do so without good reason shall result in that day of absence being treated as leave of absence without pay or cause the employee to use other available and accrued leave.

H. If the employee is absent on sick leave for more than 1 day, the employee shall keep the immediate supervisor informed as to the date the employee expects to return to work.

I. Upon the oral or written request of an employee, the City shall provide paid sick days for the purposes described in previous sections. The City may request a note from a physician after an employee has been absent longer than three consecutive days or shifts or if evidence suggests that an employee is abusing the City’s sick leave policy.

To accurately track sick leave for those who meet the requirements under Federal and State laws (Family Medical Leave Act and California Family Rights Act), the City may require a physician’s certification for an employee’s own serious health condition or to care for an eligible family member (parent, child, spouse, domestic partner or covered service member).

J. Employees who are on vacation at the time of death of an immediate family member as defined above shall be entitled to substitute bereavement leave for vacation time, consistent with the existing bereavement leave policy. The total period of absence from City employment (vacation and bereavement leave) shall not be extended beyond that time initially approved for vacation, without specific City Manager approval. Unused vacation shall be retained by the affected employee in accordance with the existing vacation policy.

K. Supervisors shall have the discretion to place employees on sick leave when, in the judgment of the supervisor, the presence of the employee at work would endanger the health and welfare of other employees or where the illness or injury of the employee interferes with the performance of such employee’s duties.

L. The City shall not deny an employee the right to use sick leave, discharge, threaten to discharge, demote, suspend, or in any manner discriminate against an employee for using, or attempting to exercise the right to use sick leave to attend to an illness or the preventative care of a family member, or for any other reason specified in sections above.

II. Sick Leave May Not Be Used For:

A. An employee serving their initial 90 calendar days of service to the City (unless the employee was rehired within one year of separation, or sustained a work - related injury during their initial 90 days of employment).

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16 B. Sick leave will not be granted to any employee absent from duty during an authorized leave of absence without pay, or any other absence from duty not authorized the City.

C. Sick leave shall not be used in lieu of or in addition to vacation, unless leave is requested for an immediate death in the family or as otherwise defined in this policy.

D. Absences for illness/medical treatments may not be charged to sick leave yet to be accumulated.

III. Accrual, Accumulation and Separation

A. Regular and probationary employees shall be eligible to accrue sick leave at the rate of 3.69 hours for each bi-weekly pay period.

B. There is no limit on the amount of sick leave which can be accumulated and carried over from year to year.

C. Sick leave will be accrued by any employee during the first 90 calendar days of employment. However, only upon the successful completion of 90 days of employment, will the employee be entitled to utilize their accrued sick leave (does not apply to employees rehired within one year of separation).

D. Employees granted a leave of absence with pay (including military leave or other approved leave with pay) shall accrue sick leave as indicated above.

E. Sick leave will not be accrued by an employee absent from duty after separation from service or during an authorized leave of absence without pay.

F. Upon retirement under the Public Employees Retirement System, qualifying employees may apply unused sick leave as provided under Section 20862.8 and 20965 of the Government Code.

VI. Reimbursement/Reinstatement of Unused Sick Leave

A. Employees leaving the municipal service shall forfeit all accumulated sick leave unless:
1) Upon retirement under the Public Employees Retirement System, qualifying individual applies unused sick leave as provided under Section 20862.8 and 20965 of the Government Code.
2) The individual is re -hired by the City of Hanford within one year from the date of separation. Previously accrued and unused paid sick days shall be reinstated and the employee shall be entitled to use those previously

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17 accrued and unused paid sick days immediately and will accrue additional paid sick hours in accordance to the section above. 3) The employee resumes employment with the City upon release from active military duty, temporary military leave or other approved leave of absence.

V. Abuse of Sick Leave

Abuse of an employee’s sick leave is defined as a claim of entitlement to sick leave when the employee does not meet the requirements as defined in Section I. If an employee is found to be abusing or misusing their sick leave time, they will be subject to disciplinary action.

Bereavement Leave
Each employee shall be granted bereavement leave with full pay not to exceed one full work week in the event of death in the employee’s family . For the purpose of this section only, the employee’s family shall mean the spouse, child, parent, brother, sister, father -in-law, mother-in- law, brother -in-law, sister -in-law, grandparent , grandchild or a close relative residing in the household of the employee. Bereavement leave does not count against an employee’s sick leave balance. Bereavement leave does not need to be consecutive. There is no limit to the number of times bereavement leave can be taken as long as it is for an employee’s family member as described above. Bereavement leave shall be completed within three (3) months of the date of the death of a covered family member. Upon request and within thirty (30) days of the first day of leave, the employee shall provide documentation of the death of a covered family member.

Documentation shall include but is not limited to: a death certificate, a published obituary, memorial service announcement or program, etc.

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18 SECTION 5

Peace Officer and Firefighter Bill of Rights

The City agrees to abide by the terms of the Peace Officer Bill of Rights and the Firefighter Bill of Rights, including any amendments thereto.

Legal Defense

The City agrees to provide legal defense for EMEA employees pursuant to Labor Code § 2802.

Reopener for Equity Review

The City of Hanford is open to meeting during the term of the agreement to discuss potential market adjustments. EMEA will be responsible for compiling data to present and support their market adjustment request(s). Upon a reopener, all other provisions and all other sections of the Compensation and Benefit Summary shall remain in full force and effect.

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19 Agreed upon July 15, 2025

For the City:

/s/ /s/
Mario Cifuentez Sarah Cardoza
City Manager Human Resources Manager

For EMEA:

/s/ /s/
Bradley Albert Stephanie Huddleston
Parks and Community Services Director Police Chief

/s/ /s/
Daniel Perkins Frank Senteno
Fire Chief Utilities and Engineering Director

/s/
Russ Sterling
Public Works Director

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12.E.

AGENDA

STAFF REPORT

MEETING DATE: 7/15/2025 AGENDA SECTION: CONSENT CALENDAR

SUBJECT:

Approval of the Compensation and Benefits Summary with the Professional Upper Management Association (PUMA) with wages, benefits, and other working conditions, effective July 1, 2025 through June 30, 2027.

RECOMMENDATION:

Recommended Motion: That the City Council, by motion, approve the attached Compensation and Benefits Summary and authorize City staff to amend all other documents as may be necessary to implement said negotiated changes.

BACKGROUND:

The City of Hanford and the Professional Upper Management Association (PUMA) have negotiated over the past few months and within the scope of the Meyers-Milias Brown Act. City representatives have concluded labor negotiations with PUMA that resulted in a fair and equitable compensation increase that was within the City’s financial ability to provide. City representatives and PUMA have reached an agreement stating current benefits as well as agreeing on establishing agreement language pertaining to wages, benefits and working conditions. This is a newly established bargaining group that encompasses "management and confidential" classified employees.

The terms and conditions that were ultimately agreed upon include but are not limited to:

Term: Two years (July 1, 2025 through June 30, 2027).

Wages: Year One – $1,200 non-pensionable stipend effective the first full pay-period in November 2025 and a four percent (4%) increase the first full pay-period after approval by City Council.

Year Two – Additional four percent (4%) increase effective the first full pay-period in July 2026.

Standard Work Period: Establish section to incorporate alternative work schedules (including telecommuting options where possible).

Vacation: Add an additional accrual tier at twenty (20) years or more of service.

Longevity Pay: Create a tiered structure providing an additional 2.5% increase beginning with five (5) years of service and increasing at the same rate every five (5) years to allow a maximum of 10% at twenty (20) years of service.

Holidays: Continue the holiday closure from Christmas Eve through New Years Day.

Health Benefits: City of Hanford staff will collaborate with our healthcare brokers to evaluate the financial impacts of cost-sharing premium updates to the PPO 250 medical plan.

Uniformity Language: Language will be established to be in conformity with other bargaining group agreements or MOUs for uniform implementation of similar salaries and benefits.

Equity Clause: During the term of the agreement, PUMA may compile data to present and support market adjustment request(s) for the City to review and consider.

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New agreement: Incorporate language from existing bargaining groups for the creation of a new agreement with PUMA.

Positions not listed in the Compensation and Benefits Summary but created and designated as "management or confidential" may be later added with the same wages, benefits and working conditions.

Specific language pertaining to the sections noted above is identified in the attached version of PUMA's Compensation and Benefits Summary.

FISCAL IMPACT:

Year 1: Approximate total $195,000 ($136,500 from General Fund) Year 2: Approximate total $203,000 ($142,100 from General Fund)

ATTACHMENTS:

1. PUMA Salary Schedule 7-21-25

2. Track Change GEMA MOU for PUMA 2025-2027

3. PUMA Compensation and Benefit Summary 2025-2027

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BARGAINING OVERTIME FLSA SALARY
UNIT JOB TITLE DESIGNATION DESIGNATION RANGE 1/MIN 2 3 4 5/MAX 1/MIN 2 3 4 5/MAX PUMA Payroll Analyst 1 E 99 $5,648 $5,930 $6,226 $6,538 $6,865 32.58 34.21 35.92 37.72 39.60 PUMA Human Resources Analyst I 1 E 112 $6,427 $6,749 $7,086 $7,441 $7,813 37.08 38.94 40.88 42.93 45.07 PUMA Risk Management Analyst 1 E 115 $6,622 $6,953 $7,301 $7,666 $8,049 38.20 40.12 42.12 44.23 46.44 PUMA Recreation Manager 1 E 119 $6,891 $7,236 $7,597 $7,977 $8,376 39.76 41.74 43.83 46.02 48.32 PUMA Human Resources Analyst II 1 E 122 $7,100 $7,455 $7,828 $8,219 $8,630 40.96 43.01 45.16 47.42 49.79 PUMA City Clerk 1 E 125 $7,315 $7,681 $8,065 $8,468 $8,891 42.20 44.31 46.53 48.85 51.30 PUMA Information Systems Analyst 1 E 125 $7,315 $7,681 $8,065 $8,468 $8,891 42.20 44.31 46.53 48.85 51.30 PUMA Community Relations Manager 1 E 127 $7,462 $7,835 $8,227 $8,638 $9,070 43.05 45.20 47.46 49.84 52.33 PUMA Refuse Manager 1 E 129 $7,612 $7,993 $8,392 $8,812 $9,252 43.92 46.11 48.42 50.84 53.38 PUMA Streets Manager 1 E 131 $7,765 $8,153 $8,561 $8,989 $9,438 44.80 47.04 49.39 51.86 54.45 PUMA Utilities Manager 1 E 131 $7,765 $8,153 $8,561 $8,989 $9,438 44.80 47.04 49.39 51.86 54.45 PUMA Parks Manager 1 E 137 $8,243 $8,655 $9,088 $9,542 $10,019 47.55 49.93 52.43 55.05 57.80 PUMA Information Technology Manager 1 E 140 $8,492 $8,917 $9,363 $9,831 $10,323 49.00 51.44 54.02 56.72 59.55 PUMA Building Official 1 E 141 $8,577 $9,006 $9,457 $9,929 $10,426 49.49 51.96 54.56 57.29 60.15 PUMA Principal Planner 1 E 141 $8,577 $9,006 $9,457 $9,929 $10,426 49.49 51.96 54.56 57.29 60.15 PUMA Public Works Manager 1 E 142 $8,663 $9,096 $9,551 $10,029 $10,530 49.98 52.48 55.10 57.86 60.75 PUMA WWTP Manager 1 E 142 $8,663 $9,096 $9,551 $10,029 $10,530 49.98 52.48 55.10 57.86 60.75 PUMA Finance Manager 1 E 146 $9,015 $9,466 $9,939 $10,436 $10,958 52.01 54.61 57.34 60.21 63.22 PUMA
Construction Manager/Senior
Engineer 1 E 150 $9,381 $9,850 $10,343 $10,860 $11,403 54.12 56.83 59.67 62.65 65.78 PUMA Engineering Manager 1 E 150 $9,381 $9,850 $10,343 $10,860 $11,403 54.12 56.83 59.67 62.65 65.78 PUMA Assistant Finance Director 1 E 156 $9,958 $10,456 $10,979 $11,528 $12,104 57.45 60.32 63.34 66.51 69.83 PUMA Deputy Public Works Director 1 E 160 $10,362 $10,881 $11,425 $11,996 $12,596 59.78 62.77 65.91 69.21 72.67 PUMA Human Resources Manager 1 E 161 $10,466 $10,989 $11,539 $12,116 $12,722 60.38 63.40 66.57 69.90 73.39 PUMA City Engineer 1 E 168 $11,221 $11,782 $12,371 $12,990 $13,639 64.74 67.97 71.37 74.94 78.69

MONTHLY SALARY HOURLY SALARY

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Memorandum of Understanding
between
City of Hanford
and
General EmployeesProfessional Upper
Management Association

Last Revised: 06/27/202207/15/2025
July 1, 2022 2025 to June 30, 20252027

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iii

TABLE OF CONTENTS

SECTION 1

1.01 PreambleApplication……………………………………………
………….....
1 1.02 Recognition...................................................................................... 1

1.03 Purpose............................................................................................. 1

1.04 City Rights....................................................................................... 1

1.05 Maintenance of Operations.............................................................. 2 Term 1

SECTION 2

2.01 Wages and Direct Deposit………………………………………... 3
Direct Deposit

2.02 Standard Work Period…………….................................................. 3

2.03 Management Leave………............................................................ 3

2.04 Overtime…………....................................................................... 4

2.05 Holidays……………....................................................................... 5

2.06 Vacation………………………………………………………....... 6

2.07 Sick Leave…………………………………………….................... 8

2.08 [Reserved]........................................................................................ 11

2.09 Bereavement Leave……………………………….......................... 11

2.10 [Reserved]........................................................................................ 11

2.11 Tuition Reimbursement…………………………………………... 12

2.12 Certificate Educational
Pay……………………………......................................
12 Special Assignment Pay

2.13 Mileage Reimbursement………….................................................. 12

2.14 Uniforms……………………………………………...................... 12

2.15 Health Insurance…………………………….................................. 13

2.16 [Reserved]........................................................................................ 14

2.17 Retirement………………………………........................................ 14

2.18 [Reserved]........................................................................................ 14

2.19 Dues Deduction…………………………….................................... 14

2.20 Bilingual Pay………………………………………….................... 14

2.21 -2.31 [Reserved]........................................................................................ 14

2.32 Acting Pay 14

2.33 Working out of Classification…………………………….............. 15

2.34 Safety Glasses…………………………………………………….. 15

2.35 Probationary Period……………………………………………..... 16

2.36 State Disability Insurance…………………………….................... 17

2.37 Class A and B Licenses………………………………................... 17

2.38 Jury Duty……………………………………………….................. 17

2.39 Military Leave.................................................................................. 17

2.40 Leave to Vote................................................................................... 17

2.41 Life Insurance.................................................................................. 18

2.42 [Reserved]........................................................................................ 18

2.43 Flexible Spending and Voluntary Benefit Plan............................... 18

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2.44 GEMA/Management Meetings........................................................ 18

2.45 [Reserved]........................................................................................ 18

2.46 Pregnancy Disability Leave............................................................. 18

2.47 Family and Medical Leave.............................................................. 18

2.48- 2.65 [Reserved]........................................................................................ 18

2.66 Per Diem.......................................................................................... 19

2.67 -2.78 [Reserved]........................................................................................ 19

2.79 Longevity Pay…………………………………………………….. 19

2.80 Deferred Compensation…………………………………………... 19

SECTION 3

3.01 Disciplinary Action………………………………………….......... 20

SECTION 4

4.01 Grievance Procedures...................................................................... 26

SECTION 5

5.01 Release and Discipline of
Probationer.............................................Layoff Procedure 28 SECTION 6

6.01 Conclusiveness……......................................................................... 29

6.02 Accumulation/Vesting……............................................................. 29

6.03 Savings Clause………………………………………………......... 29

6.04 Non-Discrimination…………………………................................. 30

6.05 Reopener …………………………………………………………. 30

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1 SECTION 1

Application

This document summarizes the compensation and benefits currently provided to members of the Professional Upper Management Association (PUMA) as approved by City Council action. Any future changes to any section of this document will be incorporated upon adoption by City Council, side agreement or upon changes implemented by State or Federal law.

This document, and the terms “employee(s) or PUMA employees” applies to all positions designated as confidential or managers including but not limited to:

Payroll Analyst
Human Resources Analyst I
Risk Management Analyst
Recreation Manager
Human Resources Analyst II
City Clerk
Information Systems Analyst
Community Relations Manager
Refuse Manager
Streets Manager
Utilities Manager
Parks Manager
Public Works Manager
Information Technology Manager
Building Official
Principal Planner
WWTP Manager
Finance Manager
Construction Manager/Senior Engineer
Engineering Manager
Assistant Finance Director
Deputy Public Works Director
Human Resources Manager
City Engineer

Positions not listed above, but created and designated as a confidential or management employee through the City’s recognition process are covered by the terms herein.

Term

This agreement shall be effective for the period of July 1, 2025 through June 30, 2027.

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2 The following constitutes a Memorandum of Understanding (“MOU”) between the City of Hanford (“City”) and General Employees Management Association, (“GEMA”) as a result of meeting and conferring in good faith concerning wages, hours and other terms and conditions of employment.

1.02 Recognition

Under the terms of Chapter 12 of the Merit Systems Rules and Regulations, the City formally recognizes the GEMA as the recognized employee organization for the Hanford General Employees Management Association.

1.03 Purpose

It is the purpose of this MOU to promote and provide for harmonious relations, cooperation and understanding between the City and the employees covered herein and to provide an orderly and equitable means of resolving any misunderstanding or differences which may arise regarding wages, hours and other terms and conditions of employment.

1.04 City Rights

Notwithstanding any provision of this agreement, nothing contained herein shall restrict or obstruct the inherent or legal rights of the City as they relate to its general legislative process. These rights include, but are not limited to:

Determining the goals, objectives and mission of the City’s departments, offices, committees or commissions;

Establishing standards of selecting City personnel;

Implementing and executing standards of continued employment with the City;

Identifying the work to be performed and allocating such work to City personnel;

Directing its personnel and administering discipline;
Relieving its personnel from duty;
Undertaking all necessary actions during emergencies;

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3 H. Discharging, suspending, demoting, reducing in pay, reprimanding, withholding salary increases and benefits, or otherwise disciplining employees subject to the requirements of this MOU and City rules and regulations;

I. Laying-off employees;

J. The City reserves the right to direct employees, including scheduling and assigning work, work hours and overtime.

1.05 Maintenance of Operations

For the term of this MOU neither the GEMA nor any person acting in its behalf, will cause, authorize, engage in, nor will any of the members of the GEMA take part in a strike against the City, a work stoppage, slow down, picketing or concerted failure to report for duty, or unauthorized absence or abstinence from the full and faithful performance of their duties of employment, including compliance with the request of other labor organizations or bargaining units to engage in such activities. This is not to mean that GEMA or GEMA members are waiving any rights as to protection of personal safety as they may pertain to refusal to cross the picket lines of another public employee organization on strike, or to informational picketing by employees on their own time.

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4 SECTION 2

2.01 Wages and Direct Deposit

Using seven (7) comparable agencies (Delano, Dinuba, Madera, Merced, Porterville, Tulare, and Visalia) the following increases will be provided:

Year One –$1,000 stipend and median of market placement or internal alignment (if applicable) plus 2%. Job classifications that are more than five percent (5%) above the median or above the internal alignment recommendation will not receive a two percent (2%) increase.

The job classification of Recreation Supervisor and Fleet Supervisor will be assigned to the next salary range (from Range 90 to Range 91).

Year Two – Additional two percent (2%) increase effective the first full pay -period in July 2023.

Year Three – Additional two percent (2%) increase effective the first full pay -period in July 2024.

A new salary schedule has been created which encompasses a one percent (1%) difference between each range.

All employees will enroll in the City’s direct deposit program. $1,200 non -pensionable stipend effective the first full pay -period in November 2025 and four percent (4%) salary increase effective the first full pay-period in July 2025.

Four percent (4%) salary increase effective the first full pay period in July 2026.

Direct Deposit

Employees will enroll in the City’s direct deposit program

2.02 Standard Work Period

The standard workday for employees shall be eight (8) hours and the standard work week shall be forty (40) hours to be worked within five (5) consecutive days.

Such schedules may include compressed or adjusted workweeks, as defined in City policy (e.g., AR 1.17), including, but not limited to, 4/10, 9/80 or 4/9/4 formats.

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5 The implementation of any alternative schedule shall remain subject to operational requirements, legal compliance, and approval procedures. Participation is voluntary and may be modified or discontinued by the City at its discretion. Specific hours and workdays under such schedules are not guaranteed and may vary.

2.03 Management Leave

The City shall provide a Management Leave Plan for exempt employees.

Effective PP001 in 2023 exempt employees shall receive 6 4 hours of Management Leave which may be taken as time off. An employee may also cash out their Management Leave or convert their pay out to deferred compensation by completing the required form and returning it to the Human Resources office in advance of the payroll deadline. Any Management Leave hours not taken by PP025 will be cashed out in PP026. Under no circumstances shall available Management Leave hours be carried over to a new calendar year.

Exempt employees who are hired throughout the year will receive a pro -rated amount of Management Leave hours and shall follow the Management Leave Plan as noted in the paragraph above.

Exempt employees who leave the City of Hanford with Management Leave hours available will be cashed out their balance in their final paycheck.

Effective upon agreement approved by City Council in 2022, non -exempt employees will no longer receive Management Leave. Any non -exempt employees moving to an exempt status shall be provided their Management Leave benefit less any overtime or compensatory time earned between PP001 in 2022 and the pay -period that the agreement has been approved by City Council.

Employees in the PUMA Unit receive sixty-four (64) hours of Management Leave. It is preferred that Management Leave be used as time off. An employee may also cash out up to sixty-four (64) hours of their Management Leave or convert all or a portion of their leave to deferred compensation by completing the required form and returning it to the Payroll office in advance of the payroll deadline. Any Management Leave hours not taken by PP025 will be compensated their cash out balance, up to sixty -four (64) hours if available in PP026. Under no circumstances shall available Management Leave hours be carried over to a new calendar year.

Employees who are hired throughout the year will receive a pro -rated amount of Management Leave hours and shall follow the Management Leave Plan as noted in the paragraph above.

Employees who leave the City of Hanford with Management Leave hours available will be compensated their cash out balance, up to sixty-four (64) hours if available.

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6 2.04 Overtime

I. A
dministration
A. I
t is the policy of the City that overtime work is to be kept to the minimum consistent with protection of life, property, and the efficient operation of the departments and activities of the City and that overtime work be compensated for by time off wherever practicable. All work requiring any employee to work overtime hours must be approved by the Department Head or his/her designated representative prior to the work being performed, with the exception of emergency situations.

B. O
vertime shall commence at the time an employee reaches the place where he/she is directed to report and shall continue until he/she is relieved or the work is completed whichever is the earlier.

II. C
ompensation
Employees shall receive overtime compensation for hours worked in excess of eight (8) hours per day or forty (40) hours per week at time and one -half (T 1/2) their base hourly rate or time and one-half (T 1/2) compensatory time off at the discretion of the employee.

Non-exempt employees who are working an alternative work schedule shall receive overtime compensation for hours worked in excess of nine (9) hours on their assigned nine (9) hour days or eight (8) hours on their assigned eight (8) hour day.

A. A
ny employee called back to work from scheduled vacation shall receive compensation or compensatory time off at their discretion at the rate of time and one -half (T l/2) for all hours worked.

B. "
Hours Worked" includes all the time an employee is required to be on duty or on the employer's premises or at the prescribed work place, and all times which he/she is permitted to work for the employer. Vacation, sick leave, or other approved leave of absence time is not considered “hours worked” and is not a part of the workweek for overtime purposes.

Holiday time and compensatory time are considered "hours worked" and is considered a part of the workweek for overtime purposes.

C. I
n the event compensatory time off is used as the method of compensation for overtime, the time off will be taken no later than December 15th of each year. In the event the employee is denied this provision, he/she will be compensated for such time at the applicable rate of pay.

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7 Exceptions to this procedure will be made only upon written authorization of the City Manager.

In case of disaster, state of extreme emergency or local peril, the overtime procedures herein established, shall not be in effect, and compensation procedures will be determined at that time for such conditions.

III. T
raining
Employees who attend training programs, meetings, lectures and similar activities outside their regular working hours shall receive overtime compensation if the training meets the following criteria:

A. T
raining is approved and required by the employee's Department Head.

B. T
raining is directly related to the employee's present job; and C. T
raining could not be obtained during the employee's regular working hours.

If an employee, by their own initiative, attends an independent school outside of their regular working hours or work schedule, they shall not receive overtime compensation, even if the courses are related to their job

In order to qualify as exempt, an employee must be paid a salary of no less than two times the California minimum wage based on a 40-hour work week.

2.05 Holidays

A. Regular Holidays for Pay Purposes - The following holidays are recognized as municipal holidays for pay purposes and all regular and probationary employees shall have these days off, except as otherwise provided:

(1) New Year's Day, January 1
(2) Martin Luther King Day, the third Monday of January (3) Washington's Birthday, the third Monday in February (4) Memorial Day, the last Monday in May
(5) Independence Day, July 4
(6) Labor Day, the first Monday in September
(7) Veterans Day, November 11
(8) Thanksgiving Day, the fourth Thursday in November
(9) The day after Thanksgiving, the fourth Friday in November (10) Christmas Eve, December 24
(11) Christmas Day, December 25
(12) New Year’s Eve, December 31

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8 (13) Every day appointed by the President of the United States or Governor of California for public feast, Thanksgiving, or holiday and as approved by the City Council.

B. Employees shall be credited with not more than two (2) floating holidays (8 hour block) to be taken no later than December 15th of each calendar year, at the employee's discretion, subject to staffing needs and with the approval of the department head. The floating holiday shall be capped at eight hours regardless of the year used.

C. When a paid holiday falls on a Saturday, the previous Friday shall be deemed to be the holiday in lieu of the day named. When a holiday falls on Sunday, the following Monday shall be deemed to be the holiday in lieu of the day named.

D. In the event a paid holiday falls within an employee’s vacation period, which would have excused the employee from work and for which no other compensation is made, said holiday shall not be charged as a vacation day.

E. Any employee, other than Police personnel, scheduled to work on a holiday who reports off sick will be charged sick leave at the appropriate rate, and the holiday time will be accrued.

F. All Supervisors shall be compensated an additional half time differential on holidays worked.

G. Compensation at Termination. Regular employees leaving the municipal service shall be paid for accrued days in lieu of holidays to the date of termination. Payments for accrued days in lieu of holidays shall be at the employee's current rate of pay.

I. The following holidays are recognized as municipal holidays, eight (8) hours per holiday:
(1) New Year's Day, January 1
(2) Martin Luther King Day, the third Monday in January (3) Washington's Birthday, the third Monday in February (4) Memorial Day, the last Monday in May
(5) Independence Day, July 4
(6) Labor Day, the first Monday in September
(7) Veterans Day, November 11
(8) Thanksgiving Day, the fourth Thursday in November
(9) The day after Thanksgiving, the fourth Friday in November (10) Christmas Eve, December 24
(11) Christmas Day, December 25
(12) New Year’s Eve, December 31

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9 (13) Every day appointed by the President of the United States or Governor of California for public feast, Thanksgiving, or holiday and as approved by the City Council.

Employees assigned to an alternative work schedule may utilize management leave or vacation hours to supplement holiday hours.

I. Employees shall be credited with not more t han two (2) floating holidays (16 hours total) to be taken no later than December 15th of each calendar year, at the employee's discretion, subject to staffing needs. New employees hired on or after the pay-period containing July 1 st shall only receive one (1) floating holiday (8 hours total) to be taken no later than December 15 th at the employee’s discretion subject to staffing needs. The floating holiday shall be capped at eight (8) hours each and can be taken in two (2) hour increments. Floating holidays do not roll over from calendar year to the next and has no cash value.

II. When a paid holiday falls on a Saturday, the previous Friday shall be deemed to be the holiday in lieu of the day named. When a holiday falls on Sunday, the following Monday shall be deemed to be the holiday in lieu of the day named.

III. In the event a paid holiday falls within an employee’s vacation period, which would have excused the employee from work and for which no other compensation is made, said holiday shall not be charged as a vacation day.

Paid Holiday Closure - City offices (where possible) will be closed Christmas Eve through New Years Day. Nothing shall prevent a Department Head from requiring employees to work on a holiday. If any employee is required to work during this period when their office is closed or is not permitted to have the time off in their department due to the nature of their position, these employees shall note “Exempt OT” on their timesheet to accurately record hours worked.

2.06 Vacation

AI. Eligibility

Employees shall complete six (6) months continuous service before using accrued vacation leave. Employees shall not work for the City during their vacation.

Employees whose scheduled vacations are interrupted or postponed due to industrial injury shall be rescheduled after such injured employee has returned

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10 to duty. No vacation previously scheduled shall be lost due to an employee exceeding the vacation accrual during an industrial injury leave.

B.II. Accrual

Vacation will be accrued and credited on a bi -weekly basis at the following rates for continuous service performed in pay status:

(1) From zero (0) through five (5) years:

3.39 hours per bi-weekly pay period, 88 hours annually

(2) From six (6) through ten (10) years:

4.62 hours per bi-weekly pay period, 120 hours annually

(3) From eleven (11) through fifteen (15) years:

5.24 hours per bi-weekly pay period, 136 hours annually

(4) Sixteen (16) or more yearsthrough nineteen (19) years:

6.16 hours per bi-weekly pay period, 160 hours annually

(5) Twenty (20) or more years:

6.46 hours per bi-weekly pay period, 168 hours annually

Upon appointment to a Department Head position, the City Manager shall have the discretion to provide vacation accrual based on years of service at another public entity (State, County , or City municipality) in a management - level position. Verification of years of service, title, and job functions will be conducted through the Human Resources office prior to awarding the increased vacation accrual.

CIII.. Limits of Accrual

Such accrual and credit for all employees may not exceed twice the employee's annual rate of accrual.

DIV. Buyback

Employees shall be able to cash out accrued vacation at an equal amount of vacation time used in the calendar year, but no more than ten (10) days each year.

Employees shall be able to cash out accrued vacation at an equal amount of vacation time used in the calendar year, but no more than eighty (80) hours each year. With the exception of job-protected medical leave (FMLA/CFRA), employees who are on leave , such as workers' compensation and administrative leave, shall not be able to cash out accrued vacation hours.

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11 EV. Compensation at Termination

Employees leaving the municipal service with accrued vacation leave shall be paid the amounts of accrued vacation to the date of termination at the employee’s then hourly rate. Employees who terminate employment with the City and who have less than six (6) months of continuous service shall not be compensated for accrued vacation.

2.07 Sick Leave

I. Definition/Approved Sick Leave Usage:

B. To attend a medical, dental, or optical appointment if such appointment cannot be scheduled outside of the employee’s normal work day.

C. To obtain relief or services related to being a victim of domestic violence, sexual assault, or stalking including the following with appropriate documentation of the need for such services:
a. A temporary restraining order or restraining order; b. Other injunctive relief to help ensure the health, safety or welfare of the employee or their children;
c. To seek medical attention for injuries caused by domestic violence, sexual assault or stalking;
d. To obtain services from a domestic violence shelter, program, or rape crisis center as a result of domestic violence, sexual assault or stalking;
e. To obtain psychological counseling related to an experience of domestic violence, sexual assault or stalking;
f. To participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation.

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12 sister in -law, aunts, uncles, employee’s and spouse’s grandparents, grandchildren or any person living in the same household as the employee.

F. Sick leave shall be taken in fifteen (15) minute increments.

G. In order to receive compensation while absent on sick leave, an employee shall provide reasonable advance notice to their supervisor of their need to use sick leave if the need is foreseeable (i.e. doctor’s appointment scheduled in advance). If the need for sick leave is unforeseeable, including an illness sustained while at work, the employee shall provide notice of the need for the leave to their supervisor as soon as possible, preferably within 1 hour before the time established as the beginning of the employee’s work day. In the event that an employee is incapacitated because of illness or injury to the point the employee is unable to contact his/her supervisor, the employee’s designated representative (i.e. family member) shall notify the supervisor at the earliest possible moment. Failure to do so without good reason shall result in that day of absence being treated as leave of absence without pay or cause the employee to use other available and accrued leave.

H. If the employee is absent on sick leave for more than 1 day, the employee shall keep the immediate supervisor informed as to the date the employee expects to return to work.

I. Upon the oral or written request of an employee, the City shall provide paid sick days for the purposes described in previous sections. The City may request a note from a physician after an employee has been absent longer than three consecutive days or if evidence suggests that an employee is abusing the City’s sick leave policy.

J. Employees who are on vacation at the time of death of an immediate family member as defined above shall be entitled to substitute bereavement leave for

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13 vacation time, consistent with the existing bereavement leave policy. The total period of absence from City employment (vacation and bereavement leave) shall not be extended beyond that time initially approved for vacation, without specific Department Head approval. Unused vacation shall be retained by the affected employee in accordance with the existing vacation policy.

II. Sick Leave May Not Be Used For:

A. An employee serving their initial 90 calendar days of service to the City (unless the employee was rehired within one year of separation, or sustained a work-related injury during their initial 90 days of employment).

B. Sick leave will not be granted to any employee absent from duty during an authorized leave of absence without pay, or any other absence from duty not authorized by the City.

C. Sick leave shall not be used in lieu of or in addition to vacation, unless leave is requested for an immediate death in the family or as otherwise defined in this policy.

D. Absences for illness/medical treatments may not be charged to sick leave yet to be accumulated.

III. Accrual, Accumulation and Separation

A. Regular and probationary employees shall be eligible to accrue sick leave at the rate of 3.69 hours for each bi-weekly pay period.

B. There is no limit on the amount of sick leave which can be accumulated and carried over from year to year.

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14 C. Sick leave will be accrued by any employee during the first 90 calendar days of employment. However, only upon the successful completion of 90 days of employment, will the employee be entitled to utilize their accrued sick leave (does not apply to employees rehired within one year of separation).

D. Employees granted a leave of absence with pay (including military leave or other approved leave with pay) shall accrue sick leave as indicated above.

E. Sick leave will not be accrued by an employee absent from duty after separation from service or during an authorized leave of absence without pay.

F. Upon retirement under the Public Employees Retirement System, qualifying employees may apply unused sick leave as provided under Section 20862.8 and 20965 of the Government Code.

IV. Reimbursement/Reinstatement of Unused Sick Leave

Employees leaving the municipal service shall forfeit all accumulated sick leave unless:
a. Upon retirement under the Public Employees Retirement System, qualifying individual applies unused sick leave as provided under Section 20862.8 and 20965 of the Government Code.
b. The individual is re -hired by the City of Hanford within one year from the date of separation. Previously accrued and unused paid sick days shall be reinstated and the employee shall be entitled to use those previously accrued and unused paid sick days immediately and will accrue additional paid sick hours in accordance to the section above.
c. The employee resumes employment with the City upon release from active military duty, temporary military leave or other approved leave of absence.

V. Abuse of Sick Leave

2.08 Reserved

2.09 Bereavement Leave

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15 Each regular shall be allowed to use granted bereavement leave with full pay not to exceed one full work week in the event of death in the employee’s family. For the purpose of this section only, the employee’s family shall mean the spouse, parent, child brother, sister, father-in-law, mother -in-law, brother -in-law, sister -in-law, grandparent or a close relative residing in the household of the employee. Bereavement leave does not count against an employee’s sick leave balance. Bereavement leave does not need to be consecutive. There is no limit to the number of times bereavement leave can be taken as long as it is for an employee’s family member as described above. Bereavement leave shall be completed within three (3) months of the date of the death of a covered family member. Upon request and within thirty (30) days of the first day of leave, the employee shall provide documentation of the death of a covered family member. Documentation shall include but is not limited to: a death certificate, a published obituary, memorial service announcement or program, etc.

2.10 Reserved

2.11 Tuition Reimbursement

Pursuant to Administrative Regulation 1.13, regular employees are eligible to receive tuition reimbursement up to $5,000 per fiscal year for courses taken to obtain a bachelor’s, master’s or doctoral degree only (no training/certificate course work).

2.12 Certificate Pay

The City will implement a five percent (5%) certification pay for state issued licenses or certificates related to the position provided it benefits the job and the City. It is expressly understood that positions and assignments eligible for pay will be determined solely at the discretion of the City Manager. If any of the certificates, licenses and/or registrations are identified by the City to be minimum qualifications on the adopted job classifications, premium pay for that particular certificate, license and/or registration shall not be paid.

The City will pay for certification, license, or registration renewals currently required by the City as minimum qualifications on the City’s adopted job classifications or on certifications, licenses and/or registrations approved for Certificate Pay as identified above.

Educational Pay

PUMA employees who obtain and maintain one of the certificates as noted below in the “Educational” tab of CalPERS “Special Compensation Type Reportability Table,” shall receive a five percent (5%) increase to their base salary per month, effective the first full pay period after the City receives proof of certification (unless noted otherwise). This compensation shall be provided on an ongoing basis, provided the certification is maintained and remains valid. Employees are responsible for providing the Human Resources Division with their renewed certification going forward.

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16 Compensation awarded during any period in which the employee fails to maintain the required certification may be subject to recovery, and such failure may result in disciplinary action up to and including termination.

Special Compensation
Type Classic PEPRA Notes
Applicator's Differential Yes Yes
Certified Public
Accountant Incentive Yes Yes
Educational Incentive Yes Yes
The City’s Payroll Division will review and
coordinate with CalPERS to verify eligibility.

Individuals who meet CalPERS reportability
requirements will be identified in this section.

Compensation will begin the first pay-period
after eligibility has been confirmed by
CalPERS.

Engineering Registration
Premium Yes Yes Only for engineers
Government Agency
Required Licenses Yes Yes
The City’s Payroll Division will review and
coordinate with CalPERS to verify eligibility.

Individuals who meet CalPERS reportability
requirements will be identified in this section.

Compensation will begin the first pay-period
after eligibility has been confirmed by
CalPERS.

International Conference
of Building Officials
(ICBO) Certificate
Yes Yes Only for building inspectors
Mechanical Premium Yes Yes Only for mechanics with a Brake Adjustment License, SMOG Inspector License, etc.

National Institute of
Automotive Service
Excellence (NIASE)
Certificate
Yes Yes Only for mechanics
Notary Pay Yes Yes Only for clerical employees
Peace Officer Standards
Training (POST)
Certificate Pay
Yes Yes Only for safety police

Certified Public Accountant Incentive - Employees assigned to the position of Finance Director (or equivalent title) who obtain and maintain a Certified Public Accountant license shall receive a five percent (5%) increase to their base salary per month, payable with the normal payroll effective the first full pay period after the City receives confirmation of the

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17 license. This compensation shall be available to all employees assigned to the position of Finance Director (or equivalent title) without exclusion.

Engineering Registration Premium - Employees assigned to the position of Public Works Director and/or Utilities and Engineering Director (or equivalent title) who have taken and passed a California engineering proficiency exam and are registered with the State of California shall receive a five percent (5%) increase to their base salary per month, payable with the normal payroll effective the first full pay period after the City receives confirmation of the license. This compensation shall be available to all employees assigned to the position of Public Works Director and/or Utilities and Engineering Director (or equivalent title) without exclusion.

The City will pay for the cost associated with maintaining and renewing such licenses.

National/State/Renewable Certifications
National, State or renewable licenses/certificates obtained by employees assigned to PUMA will be reviewed by the City Manager to determine if it is related to the position and benefits the job and the City. It is expressly understood that positions and assignments eligible for additional pay (2.5% increase) will be determined solely at the discretion of the City Manager and unlike the specific certifications described above will not be reported to CalPERS as pensionable income.

The City will pay for the cost associated with maintaining and renewing such certification (if applicable).

Other Certifications
Other certifications obtained by employees assigned to PUMA will be reviewed by the City Manager to determine if it is related to the position and benefits the job and the City. It is expressly understood that positions and assignments eligible for additional pay (1% increase) will be determined solely at the discretion of the City Manager and unlike the specific certifications described above will not be reported to CalPERS as pensionable income.

Employees provided with certification pay at a higher amount than listed above prior to July 1, 2025 shall retain their qualification at a higher amount as long as the certification is maintained in a valid/active status. Any new educational pay qualified July 1, 2025 or later shall adhere to above sections.

The maximum amount provided in total for Education Pay is five percent (5%).

Special Assignment Pay
Water Certification Premium - Employees assigned to the position of Public Works Director and/or Utilities and Engineering Director (or equivalent title) who routinely and consistently are assigned to test local water quality for compliance with governmental health standards

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18 and have obtained a Grade V or higher water distribution, water treatment or wastewater treatment certificate shall receive a five percent (5%) increase to their base salary per month payable with the normal payroll effective the first full pay period after the City receives the certificate. This compensation shall be provided on an ongoing basis provided the certification is maintained and remains valid. Employees are responsible for providing the Human Resources Division with their renewed certification going forward. The City will pay for the cost associated with maintaining and renewing such certifications.

PUMA employees who are assigned to special assignment duties or work conditions on a routine or consistent basis as outlined in the “Special Assignment” tab of CalPERS “Special Compensation Reportability Table” may be eligible to receive a five percent (5%) increase to their base salary per month, payable with the normal payroll. To receive this pay, employees must submit a written request to the City Manager demonstrating their eligibility and include any related certifications earned, if applicable. Upon approval, the City’s Payroll Division will coordinate with CalPERS to confirm eligibility. Employees who meet CalPERS reportability standards will be listed in this section.

The special compensation will commence with the first pay period following CalPERS' confirmation of eligibility and will continue as long as the qualifying duties or conditions persist. If related certifications are earned and subject to renewal, employees must provide updated documentation to the Human Resources Division. The City will pay for the cost associated with maintaining and renewing such certification (if applicable).

The maximum amount provided in total for Special Assignment Pay is five percent (5%).

2.13 Mileage Reimbursement

Employees required to use their private automobile for authorized City business shall receive mileage reimbursement at the current IRS approved rate.

Cell Phone and Mobile Device Reimbursement
Employees are provided with a cell phone/mobile device reimbursement in accordance with Administrative Regulation 1.26.

2.14 Uniforms Allowance

The following classifications may be required to wear the “appropriate uniform” as defined by the Department Head, and are responsible for reporting to work in a clean and neat fashion.

The City shall supply eleven (11) sets of uniforms, and one (1) jacket to each employee in the classification listed below:

1. Streets Supervisor

2. Parks Supervisor

3. Wastewater Treatment Supervisor

4. Utilities Supervisor

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19 5. Refuse Supervisor

6. Fleet Supervisor

7. Sanitary Sewer Collections Supervisor

8. Recycling Coordinator

The City shall initially supply two (2) hats to those employees in the classifications listed above that want to wear a hat. If a hat is worn on duty, it must be a City hat or a department approved hat. Worn or soiled hats will be replaced on a hat for hat basis as determined by the department head.

The City will purchase a pair of safety shoes on an annual basis for the employees in the classifications listed above. The City will select a set of approved boots that the employee may choose from.

Within the first month of employment, Administrative Analyst I/II assigned to the Police and Fire Department (unless not required to wear a uniform at the Department Head's discretion), shall be paid an initial $200 uniform allowance for the first year of employment. After the first year of employment, the employee is eligible for a pro -rated uniform allowance based on the number of months remaining in the fiscal year.

An Administrative Analyst I/II assigned to the Police and Fire Department (unless not required to wear a uniform at the Department Head's discretion), shall receive uniform allowances of $800 the fiscal year paid the first full pay period in July.

The scope and parameters of uniforms for GEMA employees will be further reviewed and amended via a side letter agreement.

Safety Shoes
The following job classifications shall be provided a safety shoe and accessories (laces, insoles, etc.) from a contracted vendor at no cost up to $225 per person, per fiscal year.

Shoes shall be provided to the newly hired or appointed employee within six months of service in the position. Employees who are on leave will be provided with safety shoes and accessories upon their return.

Designated employees will be required to wear a safety shoe at all times on the job:
• Building Official
• Parks Manager
• Refuse Manager
• Streets Manager
• Utilities Manager
• Wastewater Treatment Plant Manager

Any employee who believes their job functions warrant the need for protective footwear as described by the Occupational Safety and Health Administration (OSHA) and/or Department of Industrial Relations shall request a safety shoe allowance in writing to their Department Head. The City Manager, in conjunction with Risk Management personnel shall review and approve or deny the request.

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20 Per Diem
The City shall reimburse PUMA employees according to the provisions outlined in the Administrative Regulation 1.05.

2.15 Health Insurance

Medical
The City shall offer optional medical plans including but not limited to a PPO, EPO and/or a high deductible plan with employee sponsored Health Savings Account (HSA), if applicable.

The City shall pay sixty percent (60%) of the total premium cost of all regular and probationary employees, and their dependents, who elect the PPO plan.

Dental
The City shall pay sixty percent (60%) of the total premium cost of all regular and probationary employees, and their dependents, who elect a dental plan.

2.16 Reserved

2.17 Retirement

The City shall provide the three percent (3%) @ 60 retirement plan to miscellaneous employees provided under the California Public Employees (CalPERS) retirement system for those present members of GEMA

Pursuant to state law, miscellaneous employees hired after January 1, 2013, shall have a formula of two percent (2%) @ 62.

The employee shall pay the required employee contribution as determined by CalPERS.

Miscellaneous Employees
The City shall provide the 3% @ 60 retirement plan to miscellaneous employees under the California Public Employees (CalPERS) retirement system.

Pursuant to State law, miscellaneous employees hired on or after January 1, 2013, shall be provided with the 2% @ 62 retirement plan under the California Public Employees (CalPERS) retirement system.

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21 Sworn-Safety Employees
The City shall provide the 3% @ 55 retirement plan to safety employees under the California Public Employees (CalPERS) retirement system.

Pursuant to State law, safety employees hired on after January 1, 2013, shall be provided with the 2.7% @ 57 retirement plan under the California Public Employees (CalPERS) retirement system
All employees shall pay the required employee contribution as determined by CalPERS.

2.18 Reserved

2.19 Dues Deduction

It is mutually agreed that the City will, during the term of this MOU, deduct without charge, dues from the pay of those employees who individually provide written authorization for such dues in an amount certified to be current and correct by the President of GEMA. There shall be no more than one deduction per pay period and the total of such deductions shall be remitted by the City to GEMA. "Dues" in this context means any deduction voluntarily authorized by a GEMA member employed by the City.

2.20 Bilingual Pay

The City agrees to compensate eligible GEMA PUMA members for utilization of their bilingual skills as determined by the City pursuant to Administrative Regulation 1.12.

Eligible employees shall receive a five percent (5%) stipend for the use of their bilingual skills.

2.21 – 2.31 Reserved

2.32 Acting Pay

Designated City holidays shall count towards consecutive business days worked.

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22 If the assignment is to a vacant position currently being recruited for, hours worked shall not exceed 960 hours in a fiscal year in compliance with Government Code 20480.

2.33 Working out of Classification

If an employee is assigned to perform duties that are distinct, separate and normally performed by employees in a different higher classification (higher or lower) for more than 51% of their working hours as determined by their immediate supervisor, they shall receive a five-percent (5%) increase in their base salary commencing on the eleventh (11th) consecutive business day in a fiscal year. Designated City holidays shall count towards consecutive business days worked.

Working out of class assignment may be discontinued by the supervisor or Department Head at any time; however, employees shall not be rotated in and out of working out of class assignments to avoid providing additional compensation.

Working out of classification pay shall not be considered as part of the employee's base pay when computing the rate due upon promotion to a higher classification.

Any working out of classification assignment shall not exceed six months in a fiscal year unless written approval is received by the City Manager.

Any employee who feels they are working out of classification and not receiving compensation for their additional duties may submit supportive documentation to their immediate supervisor and Department Head outlining a detailed listing of all duties performed and the amount of time he/she spends on those duties.

If the Department Head and immediate supervisor do not agree that the additional duties meets the criteria for working out of classification compensation, the Department Head shall render his/her decision and comments in writing within fifteen (15) days after receiving the employees request and supportive documentation.

If the employee does not agree with the decision reached, the employee may appeal their decision by presenting their supporting documents/information to the City Manager. The City Manager shall review and render a decision in writing within twenty (20) calendar days after receiving the employee’s appeal. The decision of the City Manager shall be final.

2.34 Safety Glasses

All non -clerical GEMA members may be provided one pair of prescription safety glasses through American Optical every two (2) years, at a cost not to exceed $60. The City will replace a lens only if broken in the line of duty or upon a doctor's recommendation that the current lens present s a safety hazard. Cost of replacement shall not exceed $60 during the two-year period. The employees are responsible for all professional service costs.

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23 2.35 Probationary Period

A. Original Appointments

Any person appointed to an authorized position in the Employee Compensation Plan shall complete a probationary period fixed by the Personnel Officer at the time of appointment of at least twelve (12) continuous months, but not more than eighteen (18) continuous months of service. Any original probationary period may be extended one or more times with the approval of the City Manager, for a total probationary period extension not to exceed an additional six (6) months, where the Personnel Officer finds that extraordinary conditions justify such extension.

B. Promotions

The probationary period for all promoted employees shall be fixed by the Personnel Officer at the time of appointment and shall be at least six (6) continuous months, but not more than twelve (12) continuous months, of service in the employee’s new position. Any original probationary period for promoted employees may be extended one or more times with the approval of the City Manager, for a probationary period not to exceed an additional six (6) months, where the Personnel Officer finds that extraordinary conditions justify such extension.

C. Calculation

A probationary period shall date from the time of appointment to an authorized position in the Employee Compensation Plan. Unpaid leaves of absence for any reason during the probationary period shall not be counted toward completion of the probationary period.

D. Release and Discipline of Probationer

During the original probationary period, an employee may be released from their position or disciplined by the City Manager or Department Head at any time and without cause, without any right of appeal or the right to submit a grievance. During the promotional probationary period, and employee may be released from their position by the City Manager or Department Head but maintain their seniority and bumping rights as defined in Section 5 of the Policy.

All appointments shall be tentative and subject to a probationary period as outlined by Administrative Regulation 1.32 Performance Evaluations.

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24 Release and Discipline of Probationer - During the original probationary period, an employee may be released from their position or disciplined by the City Manager or Department Head at any time and without cause, without any right of appeal or the right to submit a grievance.

2.36 State Disability Insurance

State disability insurance is provided, to all employees within this unit at the employee's cost.

State disability insurance payments may be available to employees who cannot work due to sickness or injury not job related. State disability payments shall be integrated with sick leave balances. To the extent that accumulated sick leave or vacation leave is available, the employee will continue to receive a regular payroll check. State disability insurance payments received by the employee from the State shall be turned in to the City upon receipt by the employee. When such checks are received by the City, that portion of the sick leave or vacation leave used, equivalent to the dollars received from the State, shall be reimbursed to the employee's balances. At such time that the employee no longer has balances to reimburse, the employee is no longer required to submit the State disability payment to the City.

2.37 Class A and B Licenses

For all employees required to maintain Class A and B licenses, the City shall pay the difference between Class C and B and Class C and A driver's license renewals as required by the California Department of Motor Vehicles. In addition, the City will continue to pay for DMV physicals for those employees required to have a Class A or Class B driver's license.

2.38 Jury Duty

Employees required to report to jury duty shall be granted a leave of absence with pay from their assigned duties until released by the court, provided the employee remits to the City all fees received for such duties other than mileage or subsistence allowance within thirty (30) days from the termination of his/her jury duty service.

2.39 Military Leave

The City provides military leave consistent with state and/or federal law.

2.40 Leave to Vote

Employees shall be granted time off with pay to vote in any general, direct primary, or presidential primary election consistent with state law. Emplo yees desiring such time off are required to give the appropriate notice required by state law.

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25 2.41 Life Insurance

The City pays the premium for a $ 50100,000 group life insurance policy for employees represented by GEMAPUMA. The City also provides employees an option to purchase additional life insurance at the employee’s expense.

Effective January 1, 2023, the City will increase the City provided life insurance policy (amount to be determined).

2.42 Reserved

2.43 Flexible Spending and Voluntary Benefit Plan

The City agrees to provideprovides employees an option to enroll in a Section 125 plan at the employees expense.no cost to the City.

2.44 GEMA/Management Meetings

Once each quarter, GEMA may request a meeting with the applicable Department Head and together or separately with the City Manager on topics other than discipline or grievances.

GEMA shall prepare and distribute an agenda to all parties at least one week prior to the proposed meeting.

2.45 Reserved

2.46 Pregnancy Disability Leave

The City provides pregnancy disability leave consistent with state and federal law.

2.47 Family and Medical Leave

The City provides family and medical leaves of absence consistent with state and/or federal law.

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26 2.48 – 2.65 Reserved

2.66 Per Diem

The City shall reimburse GEMA members according to the provisions outlined in the Administrative Regulation 1.05 entitled travel and Meeting Expense Reimbursement Policy.

2.67 – 2.78 Reserved

2.79 Longevity Pay

Upon completion of ten (10) consecutive years of active service with the City of Hanford, employees shall receive an additional five percent (5%) above their base wage in recognition of longevity pay.

Active service shall be defined as an employee who is in a continued pay status and an employee who is on approved leave (including paid or unpaid military leave). Time off for discipline leave shall not be time counted towards longevity, but such leave shall not constitute as a break in active service as it relates to longevity.

Employees shall receive an increase upon completion of the following consecutive years of active services with the City of Hanford:

Five (5) years of service: 2.5%
Ten (10) years of service: an additional 2.5%
Fifteen (15) years of service: an additional 2.5%
Twenty (20) years of service: an additional 2.5%
(Maximum allowance of 10%)

The City Manager shall have the discretion to provide longevity pay based on cumulative years of service at another public entity (State, County or City municipality) in a management and/or technical level position. Verification of years of service, title and job functions will be conducted through the Human Resources office prior to awarding longevity pay.

If an employee was previously full -time, transitioned to a part -time position and then was rehired to a full -time position, as long as the employee did not completely separate from

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27 employment with the City of Hanford, their previous years in a full -time position will count when calculating longevity pay. Such employees are responsible for notifying their Department Head and/or immediate supervisor in a timely manner if they believe they qualify. No retroactive pay will be provided for untimely notice.

2.80 Deferred Compensation

PUMA Eemployees covered in this agreement are eligible to receive matched employer contributions for deferred compensation up to $75.00 per pay period.

SECTION 3

3.01 Disciplinary Action

This section shall not apply to Reductions in Force, or reductions in pay which are part of a general plan to reduce or adjust salaries and wages.

A. Range of Disciplinary Action

The City shall strive to maintain a system of progressive discipline. However, the final Disciplinary Action imposed will be determined by the seriousness of the offense and any other factors deemed relevant by the Personnel Officer or Department Head. Nothing stated herein requires the City to impose discipline based on prior discipline or lack thereof.

B. Causes for Disciplinary Action

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28 (7) Absence without leave;
(8) Conviction of a felony or any crime involving moral turpitude; (9) Discourteous treatment of the public or other employees, including physical and verbal harm;
(10) Willful violation of safety, endangering property and/or persons; (11) Misuse, unauthorized use, misappropriation, theft, or sabotage of City property;
(12) Inefficiency or incompetency;
(13) Violation of any of provisions of these Rules, official City policies, and/or departmental rules and regulations;
(14) Refusal to take or subscribe to any oath of affirmation which is required by law in connection with City employment;
(15) Any other acts or omissions either during or outside of duty hours which are incompatible with or unfavorable to the public service.

C. Notice of Proposed Disciplinary Action – Regular Employees

Written notice of the proposed discipline to be imposed shall be served on a regular employee personally or sent to his/her address of record by Certified Mail not less than ten (10) calendar days prior to the date of the proposed action. If served by Certified Mail, such notice shall be effective and constitute receipt by the employee upon deposit in the United States Post Office. Courtesy copies shall be provided to the union.

D. Such formal notice shall include the following statements:
(1) The nature of the disciplinary action;
(2) The effective date of the penalty;
(3) The causes therefore;
(4) A plain and concise description of the act or omissions upon which the causes are based;
(5) A statement informing the employee of his/her right to appeal the decision as provided in these Rules;
(6) A copy of the materials upon which the disciplinary action is based; and

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29 (7) Whether the employee will be placed on Administrative Leave, and for what length of time.

E. Right to Respond – Regular Employees (Skelly Meeting)

Any regular employee shall have the right to respond, with union representation, either orally or in writing, to the authority imposing disciplinary action and have the response considered prior to the discipline being imposed. Unless otherwise specified in writing by the authority proposing discipline, such a response must be made within ten (10) calendar days after receipt of the written notice of the proposed disciplinary action.

Failure to respond within such period constitutes a waiver of the right to respond. However, failure to respond shall not affect the employee’s right to appeal the disciplinary action as provided in this Rule. After reviewing the employee’s response, if any, the authority imposing discipline shall formally notify the employee in writing of his/her decision to dismiss, modify or impose the proposed discipline.

F. Right of Appeal – Regular Employees

Any regular employee shall have the right of appeal from any disciplinary action under this Rule. Such appeal must be filed in writing with the City Manager within five (5) working days of the date of service of the notice of such disciplinary action. Failure to file an appeal within such period constitutes a waiver of the right of appeal.

The City Manager or his/her designee shall conduct a hearing as provided in this Rule, unless otherwise provided in an applicable memorandum of understanding or required by law. Except in the case of danger to the public well-being, the employee’s safety or other employees’ safety, no discipline shall be imposed prior to the completion of the appeals process.

G. Appeal Hearing and Procedures – Regular Employees

(1) Hearing Officer Selection
The employee (or his/her representative) and the City, within five (5) calendar days of the filing of the appeal, shall jointly pick a hearing officer to hear the appeal. If the parties are unable to agree on a hearing officer within this time frame, the employee (or his/her representative) and the City shall jointly request a list of names of five (5) neutrals from the California State Mediation and Conciliation Service. Within five (5) calendar days after receiving the list of neutrals, the employee (or his/her representative) and the City shall select a hearing officer from that list by alternately striking names from the list. The first option to strike shall be determined by lot.

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30 (2) Cost of Hearing
The cost of the services of the Hearing Officer shall be split by the parties unless otherwise required by law.
(3) Scheduling the Hearing
The hearing shall, when practicable, be held within twenty (20) calendar days of the selection of the hearing officer.
(4) Continuance of Hearing
The hearing officer may continue the hearing either for convenience of the City or upon written application of the appellant, for a reasonable period from the receipt of request for extension. Written notice of the time and place of the hearing, and any continuance thereof, shall be provided to the appellant.
(5) Conduct of Hearing
Such hearing shall be conducted in accordance with the provisions of Section 11513 et seq. of the Government Code , except that the appellant and other persons may be examined as provided in Section 19580 of the Government Code, and the parties must submit all proper and competent evidence against, or in support of, the causes. The hearing officer shall determine the need for counsel and the procedures under which the hearing will be conducted. Such procedures shall comply with the state law and the provisions of this Rule. The hearing shall be closed except to necessary parties unless the appellant or employee organization requests, in writing, that the hearing be open to the general public. All witnesses, except the appellant and a City representative, shall be excluded from the open hearing process. (6) Advisory Opinion
The opinion of the hearing officer shall be rendered within fifteen (15) calendar days of the hearing, or within a reasonable time thereafter, and shall be advisory only to the City Manager. In the event that the discipline was imposed by the City Manager, the hearing officer’s opinion shall instead be advisory to the City Council, which shall make the final decision
Nothing in these Rules shall be construed as to bind the City, City Manager or City Council, or a Court of law to any opinion of the neutral hearing officer. If subsequent court proceedings are initiated, the decision of the City Manager or City Council shall be entitled to a presumption of correctness pursuant to Fukuda v. City of Angels (1999) 20 Cal.4th 805.

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31 H. Decision – Regular Employees

(1) City Manager

The City Manager shall render a written decision within five (5) work days after receiving the advisory opinion of the hearing officer. The City Manager’s decision shall be final and conclusive and shall be the findings of the City. A copy of such decision shall be forwarded to the appellant.

(2) City Council

In the event the discipline was imposed by the City Manager, the City Council shall consider the advisory opinion of the hearing officer and shall render a final and conclusive findings of the City within fifteen (15) calendar days of the receipt of the hearing officer’s advisory opinion.

(3) Failure of Employee to Appear at the Hearing

Failure of the employee to appear at the hearing shall be deemed a withdrawal of his/her appeal and the action of the City Manager or Department Head shall be final.

(4) Representation

The employee must appear in person at the hearing and may be represented by counsel or another representative.

(5) Notice to Witnesses

The City Manager shall cause issuance of subpoenas for the appearances of witnesses for the employee upon his/her written request and at the employee’s cost consistent with the requirements of Government Code sections 11450.05 et seq. The City Manager may require such cost to be prepaid and the same shall be limited to the fee and mileage of witnesses as set forth in Government Code section 11450.40. City employees will be allowed to attend as a witness without a loss in compensation.

I. Categories of Discipline

(1) Major Discipline:

(a) Reduction in Salary

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32 The employee is placed at a lower salary step within the current salary range as a result of disciplinary action.

(b) Demotion

The employee is moved from one class to another class having a lower maximum rate of pay as a result of disciplinary action.

Employees placed on Administrative Leave from municipal service shall forfeit all rights, privileges while on such suspension with the exception of salary, and Group Heal th and Life Insurance benefits.

(d) Suspension

Employees suspended from municipal service shall forfeit all rights, privileges and salary while on such suspension with the exception of Group Health and Life Insurance benefits.

(2) Minor Discipline:

(a) Verbal Reprimand

Employees receiving an oral reprimand may have it noted in their departmental record by the Department Head. Oral reprimands are not subject to appeal.

(b) Written Reprimand

Employees receiving a written reprimand shall have a copy of the reprimand filed in their permanent personnel record for future reference. An employee’s permanent personnel record is his/her personnel jacket maintained in the Personnel Office, except that records for non -sworn Police Department Employees may be maintained in the departmental personnel file. Employees who receive written reprimands may attach written responses or rebuttals to the reprimand which shall also become part of the employee’s official personnel file. Written reprimands are not subject to appeal.

J. Releasing Information

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33 The City will comply with state laws regarding public disclosure of disciplinary personnel actions.

SECTION 4

4.01 Grievance Procedures

A. Purpose

This grievance procedure is intended to promote improved employer - employee relations by affording employees, individually or through recognized employee organizations, a systematic means of obtaining further consideration of workplace issues within the scope of this grievance provision after every other reasonable effort has failed to resolve them. Grievances shall be heard and resolved as quickly, informally, and as near to the point of origin as possible.

B. Definition of Grievance and Matters Subject to Procedure

A “grievance” is an alleged violation or improper application of these Rules, or other official City policies or departmental rules and/or a current memorandum of understanding, affecting the status or working conditions of City employees, filed by one or more employees, or GEMA.

Any City employee, or GEMA, shall have the right to present a grievance under this Rule concerning matters for which an appeal or grievance procedure is not otherwise provided, or an appeal or grievance is not otherwise prohibited, under other official City policy or procedure.

C. Informal Grievance Procedure

An employee must first attempt to resolve a grievance or complaint through discussion with his/her immediate supervisor within fifteen (15) calendar days from the date when the grievant knew, or reasonably should have known, of the occurrence of the event giving rise to the grievance. If, after such discussion, the employee does not believe the problem has been satisfactorily resolved, he/she shall have the right to discuss it with his/her supervisor’s immediate superior, if any. Every effort should be made to find an acceptable solution by informal means at the most immediate level of supervision.

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34 his/her superior or superiors. An informal grievance shall not be taken above the Department Head level.

D. Formal Grievance Procedure

The formal grievance procedure after exhaustion of the informal grievance procedure shall proceed as follows:
(1) Department Review

The grievance shall be presented in writing to the employee’s Department Head who shall discuss the grievance with the employee, his/her representative, if any, and with other appropriate persons. The Department Head shall render his/her decision and comments in writing and return them to the employee within fifteen (15) calendar days after receiving the grievance. If the employee does not agree with the decision reached, or if no answer has been received within fifteen (15) calendar days, he/she may present the grievance in writing to the City Manager. Failure of the employee to take further action within ten (10) calendar days after receipt of the decision, or within a total of twenty -five (25) calendar days if no decision is rendered, will constitute withdrawal of the grievance.

(2) City Manager Review

Upon receiving the grievance, the City Manager or his/her designated representative shall discuss the grievance with the employee, his/her representative, if any, and with all other appropriate persons. The City Manager may designate a fact -finding committee or an officer not in the normal line of supervision, to advise him/her concerning the grievance. The City Manager shall render a decision in writing to the employee within twenty (20) calendar days after receiving this grievance. The decision of the City Manager shall be final.

(3) Conduct of Grievance Procedure

The time limits specified above may be extended to a definite date by mutual agreement of the employee and the reviewer concerned in writing.

The employee may request the assistance of another person in preparing and presenting his/her grievance at any level of review.

Employees shall be free from reprisal for using the grievance procedure.

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35 SECTION 5

5.01 Release and Discipline of Probationer Layoff Procedures If an employee with permanent status is promoted and during the promotional probationary period, it is determined that the employee is to be released from that position , the employee shall be entitled to return to his/her former position utilizing the seniority system described in the Policy of Administration for Management and Confidential Employees.

Subject to state and federal law, an employee may be laid off under this Section by the Personnel Officer for the following reasons: a shortage of work; lack of funds; material change in duties or organization; in the interest of economy; to reduce the staff of any City function; or in return of another City employee occupying the same position from a leave of absence. The order of separation due to a layoff shall be based upon class, type of appointment and seniority.

A. Seniority List

The Personnel Officer shall establish seniority lists by classification based on employees’ lengths of service in that classification. Such lists shall be established on a departmental basis.

B. Seniority Score Computation

(1) Total seniority credits shall be counted from the initial date of hire under any type of appointment, as long as there has been no break in service; otherwise, total seniority credits shall be counted from the first day of employment following the last break in service. Prior layoff does not constitute a break in service.

(2) One point of seniority credit shall be counted for each qualifying month of service.

For other than full -time employment, 160 hours worked shall be equivalent to one month of service and seniority credit shall be given upon the completion of each 160 hours worked.

(3) Authorized leaves of absence without pay shall not be considered breaks in service, but time spent on such leaves without pay shall not count toward seniority credit unless otherwise required by law.

(4) No matter what the class is, the service credits will be calculated the same. There will be no preference for special classes.

(5) When two or more employees have the same total seniority score, the tie shall be broken and preference given in the following order to the employee with the greatest

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36 seniority in the class in which layoff is being made; if there is still a tie, the employee with the greatest seniority in the department of layoff; if there is still a tie, the employee whose name is drawn by lot by the Personnel Officer.

C. Order of Separation

(1) Separation (layoff) of employees shall be in the order in which their names appear on the seniority list for the affected class, with those persons having the least seniority credit being the first separated, except as provided in Subsection (c)(3) immediately below.

(2) Employees in the same class shall be separated during a reduction in force (layoff) according to the type of appointment under which they serve, in the following sequence: part-time, probationary, permanent.

(3) The layoff of employees in grant -funded positions shall be guided by pertinent regulations set forth in the grant contract. If a grant does not provide guidelines for layoff, then the layoff of employees occupying all grant -funded positions shall be determined by the availability of the grant funds, except that such employees may be displaced by qualified probationary or permanent employees in the same department who are scheduled for layoff and who have a greater number of seniority credits.

D. Voluntary Demotion in Lieu of Layoff

An employee scheduled to be laid off may voluntarily demote to a lower class when the lower class has similar duties, responsibilities and requirements as designated by the Personnel Officer, providing the total seniority credits exceed the total seniority credits of the employee in the lower class. Employees may also demote to any previously held position wherein their performance had been judged to be satisfactory, so long as their seniority credit exceeds that of the person occupying that position. To be considered for voluntary demotion in lieu of layoff, an employee must notify the Personnel Officer in writing of this election no later than seven (7) calendar days after receiving notice of layoff.

E. Re-employment

(1) Re-Employment Lists – By Class

The Personnel Officer shall establish a re -employment list which will be valid for two (2) years from the date of employee layoff and shall pertain to each class in which a layoff occurs. Such lists shall contain the names of permanent employees who were laid off or demoted in lieu of layoff from that class. Names shall be placed on a replacement list in the order of total seniority, with the highest seniority being first on the list. Any remaining benefits at the time of layoff shall be restored upon rehire.

(2) Department Re-employment Lists

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37 A re-employment list shall be established for each department in which a layoff occurs. Such lists shall be prepared in accordance with the procedures set forth in Subsection (e)(1) immediately above. Appointment shall be made from the highest available eligible on the department re-employment list, who has expressed a willingness to accept re -employment.

An employee’s name shall be removed from the re -employment list if such employee fails to reply to an offer of employment within ten (10) calendar days after receipt of such offer or, after accepting such offer, fails to report for work.

(3) City Re-employment List

A re -employment list shall be established on a City -wide basis. In the absence of a department re-employment list, the City -wide list shall be used to fill vacancies under these procedures. Individual names shall be removed from the City list if such individual rejects or fails to reply to an offer for re -employment within ten (10) calendar days after receipt of the offer or after accepting such offer, fails to report to work. Employees appointed from a City re-employment list may be required to serve a new probationary period. Any employee laid off for a period of six (6) months or longer will be required to meet City job standards.

F. Layoff of Probationary Appointments as a Result of Promotion

If an employee with permanent status is promoted and layoff occurs during the probationary period and such employee is scheduled to be laid off, the employee shall be entitled to return to his/her former position. If layoff occurs in the position (class) to which the employee returned, the procedures established in this Chapter shall apply and shall be followed.

SECTION 6

6.01 Conclusiveness

The provisions expressly stated in this MOU may be altered, changed, added to, deleted from or modified only through the voluntary mutual consent of GEMA and the City in a written and signed amendment to this agreement.

The City and GEMA agree that during the negotiations which resulted in this MOU each had an unlimited right and opportunity to make demands and proposals with respect to any subject or matter within the scope of representation. Therefore, during the term of this agreement, neither the City nor GEMA shall be obligated to meet and confer on any matter:

A. Whether or not specifically referred to in this MOU;

B. Whether or not the matter was within the knowledge or contemplation of either party at the time of negotiations;

C. Whether or not the matters were proposed and later withdrawn during negotiations.

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38 D. Except that: In order to meet an emergent situation the City may change a written policy affecting wages, hours and other terms and conditions of employment which is not specifically set forth in this MOU. The City shall notify GEMA of its intention to so do. If GEMA does not respond within ten (10) calendar days from the date of mailing of such notification the City shall assume that GEMA does not wish to meet and confer on the change in policy.

In an emergency, the City retains the right to take such action immediately.

The GEMA will be offered the opportunity to meet and confer as soon as practicable.

6.02 Accumulation/Vesting

The City and GEMA agree that nothing contained in this MOU shall be interpreted as to imply or permit the accumulation or vesting of any written or unwritten employee right or privilege beyond the termination date of this MOU.

6.03 Savings Clause

If any provision of this MOU or any addendum thereto should be held to be invalid by operation of law or by a tribunal of competent jurisdiction or if compliance or enforcement of any provision should be restrained by such tribunal or the enactment of superseding rule, regulation, law or order by any governmental authority other than the City, such provision shall be immediately suspended and be of no force and effect, and the parties shall immediately begin the meet and confer process for the purpose of arriving at a mutually satisfactory replacement for such provision. Invalidation of a part or portion of this MOU shall not invalidate any remaining portions unless those remaining portions were contingent upon the operations of the invalidated provision.

6.04 Nondiscrimination

Both the City and GEMA agree that they shall not unlawfully discriminate against any employee on the basis of age, race, sex, disability/handicap, creed, color, national origin or ancestry, pregnancy, marital status, medical condition or sexual orientation. Neither the City nor GEMA shall interfere with intimidate, restrain, coerce, or discriminate against any employee because of the exercise of rights to engage or not engage in lawful GEMA activity.

6.05 Reopener for Equity Review

During the term of this agreement, GEMA PUMA and the City shall have the right to re - open negotiations on the subject of salary. Upon a reopener, all other provisions and all other sections of the Memorandum of Understanding shall remain in full force and effect. The City

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39 of Hanford is open to meeting during the term of the agreement to discuss potential market adjustments. PUMA will be responsible for compiling data to present and support their market adjustment request(s). Upon a reopener, all other provisions and all other sections of the Compensation and Benefit Summary shall remain in full force and effect.

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40 Agreed upon June 27, 2022July 15, 2025

For the City:

/s/ /s/
Mario Cifuentez Chris Tavarez
City Manager Finance DirectorDeputy City Manager

/s/
Sarah Cardoza
Human Resources Manager

For GEMAPUMA:

/s/ /s/
Eric Forcey Brenda Garcia Randy ShawSarah Cardoza President Vice President

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Compensation and Benefit Summary
for the
Professional Upper Management Association

Last Revised: 07/15/2025
July 1, 2025 to June 30, 2027

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This page was intentionally left blank

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iii

TABLE OF CONTENTS

SECTION 1
Application………………………………………………………... 1
Term………………………………………………………………. 1

SECTION 2
Wages………………………………………................................... 2 Direct Deposit…………………………………………….............. 2
Management Leave…….................................................................. 2 Standard Work Period…………………………………………….. 2
Holidays……………....................................................................... 3 Vacation………………………………………………………....... 4
Sick Leave…………………………………………….................... 5
Bereavement Leave……………………………….......................... 8 Tuition Reimbursement…………………………………………... 9
Mileage Reimbursement………………………………………….. 9
Cellular Phone and Mobile Device Reimbursement……………… 9
Uniform Allowance...…………………………………………….. 9
Longevity Pay…………………………………………………….. 10
Educational Pay…………………………………………………... 10
Special Assignment Pay………………………………………….. 12
Acting Pay………………………………………………………… 13
Working out of Classification…………………………….............. 13 Probationary Period………………………………………………. 14
Health Insurance…………………………….................................. 14 Retirement………………………………........................................ 15 Bilingual Pay……………………………………………………… 15
State Disability Insurance…………………………….................... 15 Class A and B Licenses…………………………………………... 15
Jury Duty…………………………………………………………. 16
Military Leave……………………………………………………. 16
Leave to Vote…………………………………………………….. 16
Life Insurance…………………………………………...………... 16
Flexible Spending and Voluntary Benefit Plan…………………... 16 Pregnancy Disability Leave………………………………………. 16
Family and Medical Leave……………………………………….. 16
Per Diem………………………………………………………….. 16
Deferred Compensation…………………………………………... 17

SECTION 3
Disciplinary Action………………………….................................. 17

SECTION 4
Grievance Procedures…………………………………………….. 22

SECTION 5
Layoff Procedures……………………………………...………... 24

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SECTION 6

Reopener for Equity Review 26

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1 SECTION 1

Application

This document , and the terms “employee(s) or PUMA employees” applies to all positions designated as confidential or managers including but not limited to:

Positions not listed above, but created and designated as a confidential or management employee through the City’s recognition process are covered by the terms herein.

Term

This agreement shall be effective for the period of July 1, 2025 through June 30, 2027.

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2 SECTION 2

Wages

$1,200 non-pensionable stipend effective the first full pay-period in November 2025 and a four percent (4%) salary increase effective the first full pay-period in July 2025.

Four percent (4%) salary increase effective the first full pay period in July 2026.

Direct Deposit

Employees will enroll in the City’s direct deposit program.

Management Leave

Employees in the PUMA Unit receive sixty-four (64) hours of Management Leave. It is preferred that Management Leave be used as time off. An employee may also cash out up to sixty -four (64) hours of their Management Leave or convert all or a portion of their leave to deferred compensation by completing the required form and returning it to the Payroll office in advance of the payroll deadline. Any Management Leave hours not taken by PP025 will be compensated their cash out balance, up to sixty -four (64) hours if available in PP026. Under no circumstances shall available Management Leave hours be carried over to a new calendar year.

Employees who are hired throughout the year will receive a pro-rated amount of Management Leave hours and shall follow the Management Leave Plan as noted in the paragraph above.

Employees who leave the City of Hanford with Management Leave hours available will be compensated their cash out balance, up to sixty-four (64) hours if available.

Standard Work Period

Such schedules may include compressed or adjusted workweeks, as defined in City policy (e.g., AR 1.17), including, but not limited to, 4/10, 9/80 or 4/9/4 formats.

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3 Holidays

Employees assigned to an alternative work schedule may utilize management leave or vacation hours to supplement holiday hours.

I. Employees shall be credited with not more t han two (2) floating holidays (16 hours total) to be taken no later than December 15th of each calendar year, at the employee's discretion, subject to staffing needs. New employees hired on or after the pay -period containing July 1 st shall only receive one (1) floating holiday (8 hours total) to be taken no later than December 15 th at the employee’s discretion subject to staffing needs. T he floating holiday shall be capped at eight (8) hours each and can be taken in two (2) hour increments. Floating holidays do not roll over from calendar year to the next and has no cash value.

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4 to the nature of their position, these employees shall note “Exempt OT” on their timesheet to accurately record hours worked.

Vacation

I. Eligibility

Employees shall complete six (6) months continuous service before using accrued vacation leave. Employees shall not work for the City during their vacation.

II. Accrual

Vacation will be accrued and credited on a bi -weekly basis at the following rates for continuous service performed in pay status:

(1) From zero (0) through five (5) years:

3.39 hours per bi-weekly pay period, 88 hours annually

(2) From six (6) through ten (10) years:

4.62 hours per bi-weekly pay period, 120 hours annually

(3) From eleven (11) through fifteen (15) years:

5.24 hours per bi-weekly pay period, 136 hours annually

(4) Sixteen (16) through nineteen (19) years:

6.16 hours per bi-weekly pay period, 160 hours annually

(5) Twenty (20) or more years:

6.46 hours per bi-weekly pay period, 168 hours annually

Upon appointment to a Department Head position, the City Manager shall have the discretion to provide vacation accrual based on years of service at another public entity (State, County or City municipality) in a management level position. Verification of years of service, title and job functions will be conducted through the Human Resources office prior to awarding the increased vacation accrual.

III. Limits of Accrual

Such accrual and credit for all employees may not exceed twice the employee's annual rate of accrual.

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5 IV. Buyback

Employees shall be able to cash out accrued vacation at an equal amount of vacation time used in the calendar year, but no more than eighty (80) hours each year. With the exception of job -protected medical leave (FMLA/CFRA), employees who are on leave such as workers compensation and administrative leave shall not be able to cash out accrued vacation hours.

V. Compensation at Termination

Employees leaving the municipal service with accrued vacation leave shall be paid the amounts of accrued vacation to the date of termination at the employee’s then hourly rate.

Employees who terminate employment with the City and who have less than six (6) months of continuous service shall not be compensated for accrued vacation.

Sick Leave
I. Definition/Approved Sick Leave Usage:

B. To attend a medical, dental, or optical appointment if such appointment cannot be scheduled outside of the employee’s normal work day.

C. To obtain relief or services related to being a victim of domestic violence, sexual assault, or stalking including the following with appropriate documentation of the need for such services:
a. A temporary restraining order or restraining order;
b. Other injunctive relief to help ensure the health, safety or welfare of the employee or their children;
c. To seek medical attention for injuries caused by domestic violence, sexual assault or stalking;
d. To obtain services from a domestic violence shelter, program, or rape crisis center as a result of domestic violence, sexual assault or stalking; e. To obtain psychological counseling related to an experience of domestic violence, sexual assault or stalking;
f. To participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation.

D. An employee’s immediate family shall consist of the employee’s: Spouse or registered domestic partner, parent (including step parents), child (including step

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6 children), brother, sister, father in -law, mother in -law, brother in -law, sister in - law, aunts, uncles, employee’s and spouse’s grandparents, grandchildren or any person living in the same household as the employee.

F. Sick leave balances shall be taken in fifteen (15) minute increments.

If the need for sick leave is unforeseeable, including an illness sustained while at work, the employee shall provide notice of the need for the leave to their supervisor as soon as possible, preferably within 1 hour before the time established as the beginning of the employee’s work day. In the event that an employee is incapacitated because of illness or injury to the point the employee is unable to contact his/her supervisor, the employee’s designated representative (i.e. family member) shall notify the supervisor at the earliest possible moment.

Failure to do so without good reason shall result in that day of absence being treated as leave of absence without pay or cause the employee to use other available and accrued leave.

H. If the employee is absent on sick leave for more than 1 day, the employee shall keep the immediate supervisor informed as to the date the employee expects to return to work.

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7 City Manager approval. Unused vacation shall be retained by the affected employee in accordance with the existing vacation policy.

II. Sick Leave May Not Be Used For:

B. Sick leave will not be granted to any employee absent from duty during an authorized leave of absence without pay, or any other absence from duty not authorized the City.

C. Sick leave shall not be used in lieu of or in addition to vacation, unless leave is requested for an immediate death in the family or as otherwise defined in this policy.

D. Absences for illness/medical treatments may not be charged to sick leave yet to be accumulated.

III. Accrual, Accumulation and Separation

A. Regular and probationary employees shall be eligible to accrue sick leave at the rate of 3.69 hours for each bi-weekly pay period.

B. There is no limit on the amount of sick leave which can be accumulated and carried over from year to year.

D. Employees granted a leave of absence with pay (including military leave or other approved leave with pay) shall accrue sick leave as indicated above.

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8 E. Sick leave will not be accrued by an employee absent from duty after separation from service or during an authorized leave of absence without pay.

F. Upon retirement under the Public Employees Retirement System, qualifying employees may apply unused sick leave as provided under Section 20862.8 and 20965 of the Government Code.

IV. Reimbursement/Reinstatement of Unused Sick Leave

Employees leaving the municipal service shall forfeit all accumulated sick leave unless:
a. Upon retirement under the Public Employees Retirement System, qualifying individual applies unused sick leave as provided under Section 20862.8 and 20965 of the Government Code.
b. The individual is re-hired by the City of Hanford within one year from the date of separation. Previously accrued and unused paid sick days shall be reinstated and the employee shall be entitled to use those previously accrued and unused paid sick days immediately and will accrue additional paid sick hours in accordance to the section above.
c. The employee resumes employment with the City upon release from active military duty, temporary military leave or other approved leave of absence.

V. Abuse of Sick Leave

Bereavement Leave
Each employee shall be granted bereavement leave with full pay not to exceed one full work week in the event of death in the employee’s family. For the purpose of this section only, the employee’s family shall mean the spouse, child, parent, brother, sister, father -in-law, mother-in- law, brother -in-law, sister -in-law, grandparent , grandchild or a close relative residing in the household of the employee. Bereavement leave does not count against an employee’s sick leave balance. Bereavement leave does not need to be consecutive. There is no limit to the number of times bereavement leave can be taken as long as it is for an employee’s family member as described above. Bereavement leave shall be completed within three (3) months of the date of the death of a covered family member. Upon request and within thirty (30) days of the first day of leave, the employee shall provide documentation of the death of a covered family member.

Documentation shall include but is not limited to: a death certificate, a published obituary, memorial service announcement or program, etc.

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9 Tuition Reimbursement

Pursuant to Administrative R egulation 1.13, regular employees are eligible to receive tuition reimbursement up to $ 5,000 per fiscal year for courses taken to obtain a bachelor’s, master’s or doctoral degree only (no training/certificate course work).

Mileage Reimbursement

Employees required to use their private automobile for authorized City business shall receive mileage reimbursement at the current IRS approved rate.

Cellular Phone and Mobile Device Reimbursement

Employees are provided with a cell phone /mobile device reimbursement in accordance with Administrative Regulation 1.26.

Uniform Allowance

I. Safety Shoes
The following job classifications shall be provided with safety shoes and accessories (laces, insoles, etc.) from a contracted vendor at no cost up to $225 per person, per fiscal year. Shoes shall be provided to the newly hired or appointed employee within six months of service in the position. Employees who are on leave will be provided with safety shoes and accessories upon their return.

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10 Longevity Pay

Employees shall receive an increase upon completion of the following consecutive years of active services with the City of Hanford:

If an employee was previously full-time, transitioned to a part-time position and then was rehired to a full -time position, as long as the employee did not completely separate from employment with the City of Hanford, their previous years in a full -time position will count when calculating longevity pay. Such employees are responsible for notifying their Department Head and/or immediate supervisor in a timely manner if they believe they qualify. No retroactive pay will be provided for untimely notice.

Educational Pay

Employees are responsible for providing the Human Resources Division with their renewed certification going forward.

Compensation awarded during any period in which the employee fails to maintain the required certification may be subject to recovery, and such failure may result in disciplinary action up to and including termination.

Special Compensation
Type Classic PEPRA Notes
Applicator's Differential Yes Yes

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11 Special Compensation
Type Classic PEPRA Notes
Certified Public
Accountant Incentive Yes Yes
Educational Incentive Yes Yes
The City’s Payroll Division will review and
coordinate with CalPERS to verify eligibility.

Individuals who meet CalPERS reportability
requirements will be identified in this section.

Compensation will begin the first pay-period
after eligibility has been confirmed by
CalPERS.

Engineering Registration
Premium Yes Yes Only for engineers
Government Agency
Required Licenses Yes Yes
The City’s Payroll Division will review and
coordinate with CalPERS to verify eligibility.

Individuals who meet CalPERS reportability
requirements will be identified in this section.

Compensation will begin the first pay-period
after eligibility has been confirmed by
CalPERS.

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12 shall receive a five percent (5%) increase to their base salary per month, payable with the normal payroll effective the first full pay period after the City receives confirmation of the license. This compensation shall be available to all employees assigned to the position of Public Works Director and/or Utilities and Engineering Director (or equivalent title) without exclusion.

The City will pay for the cost associated with maintaining and renewing such licenses.

The City will pay for the cost associated with maintaining and renewing such certification (if applicable).

Employees provided with certification pay at a higher amount than listed above prior to July 1, 2025, shall retain their qualification at a higher amount as long as the certification is maintained in a valid/active status. Any new educational pay qualified July 1, 2025 , or later shall adhere to above sections.

The maximum amount provided in total for Education Pay is five percent (5%).

Special Assignment Pay

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13 their renewed certification going forward. The City will pay for the cost associated with maintaining and renewing such certifications.

The special compensation will commence with the first pay period following CalPERS' confirmation of eligibility and will continue as long as the qualifying duties or conditions persist.

The maximum amount provided in total for Special Assignment Pay is five percent (5%). safety

Acting Pay

Designated City holidays shall count towards consecutive business days worked.

If the assignment is to a vacant position currently being recruited for, hours worked shall not exceed 960 hours in a fiscal year in compliance with Government Code 20480.

Working out of Classification

If an employee is assigned in writing to perform duties that are distinct, separate and normally performed by employees in a higher classification for more than 51% of their working hours as determined by their immediate supervisor, they shall receive a five-percent (5%) increase in their base salary commencing on the eleventh (11th) consecutive business day in a fiscal year.

Designated City holidays shall count towards consecutive business days worked.

Working out of classification pay shall not be considered as part of the employee's base pay when computing the rate due upon promotion to a higher classification.

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14 Any working out of classification assignment shall not exceed six months in a fiscal year unless written approval is received by the City Manager.

Probationary Period

All appointments shall be tentative and subject to a probationary period as outlined by Administrative Regulation 1.32 Performance Evaluations.

Release and Discipline of Probationer - During the original probationary period, an employee may be released from their position or disciplined by the City Manager or Department Head at any time and without cause, without any right of appeal or the right to submit a grievance.

Health Insurance

Medical
The City shall offer optional medical plans including but not limited to a PPO, EPO and/or a high deductible plan with employee sponsored Health Savings Account (HSA), if applicable.

The City shall pay sixty percent (60%) of the total premium cost of all regular and probationary employees, and their dependents, who elect the PPO plan.

Dental
The City shall pay sixty percent (60%) of the total premium cost of all regular and probationary employees, and their dependents, who elect a dental plan.

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15 Retirement

Miscellaneous Employees
The City shall provide the 3% @ 60 retirement plan to miscellaneous employees under the California Public Employees (CalPERS) retirement system.

Pursuant to State law, miscellaneous employees hired on or after January 1, 2013, shall be provided with the 2% @ 62 retirement plan under the California Public Employees (CalPERS) retirement system.

Sworn-Safety Employees
The City shall provide the 3% @ 55 retirement plan to safety employees under the California Public Employees (CalPERS) retirement system.

Pursuant to State law, safety employees hired on after January 1, 2013, shall be provided with the 2.7% @ 57 retirement plan under the California Public Employees (CalPERS) retirement system
All employees shall pay the required employee contribution as determined by CalPERS.

Bilingual Pay

The City agrees to compensate eligible PUMA members for utilization of their bilingual skills as determined by the City pursuant to Administrative Regulation 1.12. Eligible employees shall receive a five percent (5%) stipend for the use of their bilingual skills.

State Disability Insurance

State disability insurance is provided, to all employees within this unit at the employee's cost.

At such time that the employee no longer has balances to reimburse, the employee is no longer required to submit the State disability payment to the City.

Class A and B Licenses

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16 Jury Duty

Military Leave

The City provides military leave consistent with state and/or federal law.

Leave to Vote

Employees shall be granted time off with pay to vote in any general, direct primary, or presidential primary election consistent with state law. Employees desiring such time off are required to give the appropriate notice required by state law.

Life Insurance

The City pays the premium for a $100,000 group life insurance policy for PUMA members. The City also provides employees an option to purchase additional life insurance at the employee’s expense.

Flexible Spending and Voluntary Benefit Plan

The City provides employees an option to enroll in a Section 125 plan at the employee’s expense.

Pregnancy Disability Leave

The City provides pregnancy disability leave consistent with state and federal law.

Family and Medical Leave

The City provides family and medical leaves of absence consistent with state and/or federal law.

Per Diem

The City shall reimburse PUMA members according to the provisions outlined in the Administrative Regulation 1.05 entitled travel and Meeting Expense Reimbursement Policy.

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17 Deferred Compensation

PUMA employees are eligible to receive a matched employer contribution for deferred compensation up to $75.00 per pay period.

SECTION 3

Disciplinary Action

This section shall not apply to Reductions in Force, or reductions in pay which are part of a general plan to reduce or adjust salaries and wages.

A. Range of Disciplinary Action

B. Causes for Disciplinary Action

Causes for disciplinary action against any employee may include, but shall not be limited to, the following:
(1) Fraud in securing appointment;
(2) Neglect of duty, including failure to meet the standards of performance of the employee’s position;
(3) Insubordination, willful disobedience;
(4) Dishonesty, including falsification of City documents or records, or fraud in securing one’s employment;
(5) Drunkenness or intoxication on duty;
(6) Possession, distribution, sale or use, or being under the influence of, illegal drugs while on City property or City business;
(7) Absence without leave;
(8) Conviction of a felony or any crime involving moral turpitude; (9) Discourteous treatment of the public or other employees, including physical and verbal harm;
(10) Willful violation of safety, endangering property and/or persons;

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18 (11) Misuse, unauthorized use, misappropriation, theft, or sabotage of City property;
(12) Inefficiency or incompetency;
(13) Violation of any of provisions of these Rules, official City policies, and/or departmental rules and regulations;
(14) Refusal to take or subscribe to any oath of affirmation which is required by law in connection with City employment;
(15) Any other acts or omissions either during or outside of duty hours which are incompatible with or unfavorable to the public service.

C. Notice of Proposed Disciplinary Action – Regular Employees

E. Right to Respond – Regular Employees (Skelly Meeting)

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19 proposed disciplinary action. Failure to respond within such period constitutes a waiver of the right to respond. However, failure to respond shall not affect the employee’s right to appeal the disciplinary action as provided in this Rule. After reviewing the employee’s response, if any, the authority imposing discipline shall formally notify the employee in writing of his/her decision to dismiss, modify or impose the proposed discipline.

F. Right of Appeal – Regular Employees

The City Manager or his/her designee shall conduct a hearing as provided in this Rule, unless otherwise provided in an applicable memorandum of understanding or required by law. Except in the case of danger to the public well -being, the employee’s safety or other employees’ safety, no discipline shall be imposed prior to the completion of the appeals process.

G. Appeal Hearing and Procedures – Regular Employees

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20 The hearing officer may continue the hearing either for convenience of the City or upon written application of the appellant, for a reasonable period from the receipt of request for extension. Written notice of the time and place of the hearing, and any continuance thereof, shall be provided to the appellant.
(5) Conduct of Hearing
Such hearing shall be conducted in accordance with the provisions of Section 11513 et seq. of the Government Code , except that the appellant and other persons may be examined as provided in Section 19580 of the Government Code, and the parties must submit all proper and competent evidence against, or in support of, the causes. The hearing officer shall determine the need for counsel and the procedures under which the hearing will be conducted. Such procedures shall comply with the state law and the provisions of this Rule. The hearing shall be closed except to necessary parties unless the appellant or employee organization requests, in writing, that the hearing be open to the general public. All witnesses, except the appellant and a City representative, shall be excluded from the open hearing process.
(6) Advisory Opinion
The opinion of the hearing officer shall be rendered within fifteen (15) calendar days of the hearing, or within a reasonable time thereafter, and shall be advisory only to the City Manager. In the event that the discipline was imposed by the City Manager, the hearing officer’s opinion shall instead be advisory to the City Council, which shall make the final decision
Nothing in these Rules shall be construed as to bind the City, City Manager or City Council, or a Court of law to any opinion of the neutral hearing officer. If subsequent court proceedings are initiated, the decision of the City Manager or City Council shall be entitled to a presumption of correctness pursuant to Fukuda v. City of Angels (1999) 20 Cal.4th 805.

H. Decision – Regular Employees

(1) City Manager

(2) City Council

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21 In the event the discipline was imposed by the City Manager, the City Council shall consider the advisory opinion of the hearing officer and shall render a final and conclusive findings of the City within fifteen (15) calendar days of the receipt of the hearing officer’s advisory opinion.

(3) Failure of Employee to Appear at the Hearing

Failure of the employee to appear at the hearing shall be deemed a withdrawal of his/her appeal and the action of the City Manager or Department Head shall be final.

(4) Representation

The employee must appear in person at the hearing and may be represented by counsel or another representative.

(5) Notice to Witnesses

I. Categories of Discipline

(1) Major Discipline:

(a) Reduction in Salary

The employee is placed at a lower salary step within the current salary range as a result of disciplinary action.

(b) Demotion

The employee is moved from one class to another class having a lower maximum rate of pay as a result of disciplinary action.

Employees placed on Administrative Leave from municipal service shall forfeit all rights, privileges with the exception of salary, and Group Health and Life Insurance benefits.

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22 (2) Minor Discipline:

(a) Verbal Reprimand

Employees receiving an oral reprimand may have it noted in their departmental record by the Department Head. Oral reprimands are not subject to appeal.

(b) Written Reprimand

J. Releasing Information

The City will comply with state laws regarding public disclosure of disciplinary personnel actions.

SECTION 4

Grievance Procedures

A. Purpose

This grievance procedure is intended to promote improved employer -employee relations by affording employees, individually or through recognized employee organizations, a systematic means of obtaining further consideration of workplace issues within the scope of this grievance provision after every other reasonable effort has failed to resolve them. Grievances shall be heard and resolved as quickly, informally, and as near to the point of origin as possible.

B. Definition of Grievance and Matters Subject to Procedure

Any City employee, or PUMA, shall have the right to present a grievance under this Rule concerning matters for which an appeal or grievance procedure is not

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23 otherwise provided, or an appeal or grievance is not otherwise prohibited, under other official City policy or procedure.

C. Informal Grievance Procedure

If the employee is not in agreement with the decision reached through such discussion, he/she shall then have the right to file a formal grievance in writing within ten (10) calendar days after receiving the informal decision of his/her superior or superiors. An informal grievance shall not be taken above the Department Head level.

D. Formal Grievance Procedure

The formal grievance procedure after exhaustion of the informal grievance procedure shall proceed as follows:
(1) Department Review

Failure of the employee to take further action within ten (10) calendar days after receipt of the decision, or within a total of twenty -five (25) calendar days if no decision is rendered, will constitute withdrawal of the grievance.

(2) City Manager Review

The City Manager shall render a decision in writing to the employee

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24 within twenty (20) calendar days after receiving this grievance. The decision of the City Manager shall be final.

(3) Conduct of Grievance Procedure

The time limits specified above may be extended to a definite date by mutual agreement of the employee and the reviewer concerned in writing.

The employee may request the assistance of another person in preparing and presenting his/her grievance at any level of review.

Employees shall be free from reprisal for using the grievance procedure.

SECTION 5

Layoff Procedures
Subject to state and federal law, an employee may be laid off under this Section by the Personnel Officer for the following reasons: a shortage of work; lack of funds; material change in duties or organization; in the interest of economy; to reduce the staff of any City function; or in return of another City employee occupying the same position from a leave of absence. The order of separation due to a layoff shall be based upon class, type of appointment and seniority.

A. Seniority List

The Personnel Officer shall establish seniority lists by classification based on employees’ lengths of service in that classification. Such lists shall be established on a departmental basis.

B. Seniority Score Computation

(2) One point of seniority credit shall be counted for each qualifying month of service.

For other than full -time employment, 160 hours worked shall be equivalent to one month of service and seniority credit shall be given upon the completion of each 160 hours worked.

(4) No matter what the class is, the service credits will be calculated the same. There will be no preference for special classes.

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25 (5) When two or more employees have the same total seniority score, the tie shall be broken and preference given in the following order to the employee with the greatest seniority in the class in which layoff is being made; if there is still a tie, the employee with the greatest seniority in the department of layoff; if there is still a tie, the employee whose name is drawn by lot by the Personnel Officer.

C. Order of Separation

D. Voluntary Demotion in Lieu of Layoff

An employee scheduled to be laid off may voluntarily demote to a lower class when the lower class has similar duties, responsibilities , and requirements as designated by the Personnel Officer, provided that the total seniority credits exceed the total seniority credits of the employee in the lower class. Employees may also be demoted to any previously held position wherein their performance had been judged to be satisfactory, so long as their seniority credit exceeds that of the person occupying that position. To be considered for voluntary demotion in lieu of layoff, an employee must notify the Personnel Officer in writing of this election no later than seven (7) calendar days after receiving notice of layoff.

E. Re-employment

(1) Re-Employment Lists – By Class

The Personnel Officer shall establish a re-employment list which will be valid for two years from the date of employee layoff and shall pertain to each class in which a layoff occurs. Such lists shall contain the names of permanent employees who were laid off or demoted in lieu of layoff from that class. Names shall be placed on a replacement list in the order of total seniority, with the highest seniority being first on the list. Any remaining benefits at the time of layoff shall be restored upon rehire.

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26 (2) Department Re-employment Lists

A re-employment list shall be established for each department in which a layoff occurs. Such lists shall be prepared in accordance with the procedures set forth in Subsection (e)(1) immediately above. Appointment shall be made from the highest available eligible on the department re -employment list, who has expressed a willingness to accept re -employment. An employee’s name shall be removed from the re-employment list if such employee fails to reply to an offer of employment within ten (10) calendar days after receipt of such offer or, after accepting such offer, fails to report for work.

(3) City Re-employment List

A re-employment list shall be established on a City -wide basis. In the absence of a department re-employment list, the City -wide list shall be used to fill vacancies under these procedures. Individual names shall be removed from the City list if such individual rejects or fails to reply to an offer for re -employment within ten (10) calendar days after receipt of the offer or after accepting such offer, fails to report to work. Employees appointed from a City re -employment list may be required to serve a new probationary period. Any employee laid off for a period of six (6) months or longer will be required to meet City job standards.

F. Layoff of Probationary Appointments as a Result of Promotion

SECTION 6

Reopener for Equity Review

During the term of this agreement, PUMA and the City shall have the right to re -open negotiations on the subject of salary . The City of Hanford is open to meeting during the term of the agreement to discuss potential market adjustments. PUMA will be responsible for compiling data to present and support their market adjustment request(s) . Upon a reopener, all other provisions and all other sections of the Compensation and Benefit Summary shall remain in full force and effect.

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27 Agreed upon July 15, 2025

For the City:

/s/ _ /s/
Mario Cifuentez Chris Tavarez
City Manager Deputy City Manager

For PUMA:

/s/ /s/
Brenda Garcia Sarah Cardoza
President Vice President

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12.F.

AGENDA

STAFF REPORT

MEETING DATE: 7/15/2025 AGENDA SECTION: CONSENT CALENDAR

SUBJECT:

Approval to purchase a replacement server and related costs from Eastern Computer Exchange, for an amount not to exceed $265,000, and an additional appropriation of $15,000 from the Computer Replacement Reserves Fund to cover the purchase.

RECOMMENDATION:

Recommendation: Staff recommends that the City Council, by motion, approve the purchase of a replacement server and related costs from Eastern Computer Exchange not to exceed $265,000 and an additional appropriation of $15,000 from the Computer Replacement Reserves Fund.

Recommended motion: I move to approve the purchase of a replacement server and related costs from Eastern Computer Exchange not to exceed $265,000 and an additional appropriation of $15,000 from the Computer Replacement Reserves Fund.

BACKGROUND:

Staff is requesting City Council approval to proceed with the replacement of the City’s existing server infrastructure. In alignment with industry best practices and the City’s established replacement cycle, server hardware is typically refreshed every five years. The current infrastructure was last updated in 2019 and is now due for renewal.

The City’s servers support critical operations, including the financial management system, utility billing, data storage and other essential services. To ensure continued reliability, performance, and security, an upgrade to new hardware is necessary. The proposed equipment will be procured through the OMNIA Partners NCPA 01-43 cooperative purchasing contract with Eastern Computer Exchange, ensuring cost-effectiveness and compliance with procurement standards. Previously, the City purchased hardware directly from Dell. Dell, however, has changed its selling model and utilizes partners for purchases of server and storage products. Eastern Computer Exchange is a Dell Titanium Partner with offices in San Diego.

Upon installation of the new infrastructure, the existing server hardware will be repurposed to support a dedicated disaster recovery site, thereby enhancing the City's overall resilience and business continuity capabilities.

FISCAL IMPACT:
$250,000 from the Computer Replacement Reserve fund for FY26 is currently appropriated for this

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project in the Capital Improvement Program. However, the cost of the replacement server and related costs may exceed the original appropriated amount by an additional $15,000 for a total not to exceed $265,000. Quote attached does not include sales tax. The Computer Replacement Reserve fund is an internal service fund and will be allocated to all divisions.

ATTACHMENTS:

1. Dell Infrastructure Quote

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Dell Infrastructure Refresh & Licensing
Prepared for:

City of Hanford, CA
Eric Forcey
[email protected]
Prepared by:

John Lynch
July 1, 2025

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Executive Summary
July 1, 2025

Eric Forcey
City of Hanford, CA
319 N Douty St.

Hanford, CA 93230
United States

Dear Eric,

Thank you for allowing Eastern Computer Exchange LLC. (Eastern) to present the Dell Infrastructure Refresh & Licensing proposal to City of Hanford, CA. Eastern has been the leader in providing IT Digital and Cloud Transformation including Storage, Software, Networking, Security and Virtualization Solutions for your Infrastructure for over 35 years.

We greatly appreciate your time and the opportunity you have given us to prove Eastern, and this solution is the best fit for City of Hanford, CA. Please review the financial summary and proposal below.

Description Amount
Tailor Made | PowerStore 500T $134,023.42
PowerEdge R660xs Tailor Made $78,646.76
PowerSwitch S4128 $30,577.96
Total Price $243,248.14

OMNIA NCPA 01-143 | Contract: C000001099511

If you have any questions or need additional information, please feel free to contact me at 845-596-4639.

Thank you for the opportunity to present this proposal, we hope to hear from you soon!

Sincerely,

John Lynch | Account Executive
Eastern Computer Exchange, LLC.

Mobile: 845-596-4639
[email protected]

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Tailor Made | PowerStore 500T

Qty Part # Description Total List Total Price
Hardware
1 210-AXXJ PowerStore 500T Dell Customer Racked $14,633.00 $3,592.08 1 370-AFXQ 192GB Appliance DIMM 96GB Per Node $9,764.00 $2,396.82 1 406-BBOO 25GBE OPTICAL 4 PORT CARD PAIR $2,515.00 $617.36 1 450-BBGJ Dual 1450W (100-120V) Native LOW Line Lot 9 Power Supply
$2,314.00 $568.02
1 343-BBMR BASE UNIT CONFIG KIT $563.00 $138.21
1 384-BDZZ Single Drive Failure 8+1 $0.00 $0.00
1 379-BDPD ISG Product (info) $0.00 $0.00
14 400-BRXQ P1 NVME SED NON-FIPS SSD 3.84TB $309,540.00 $75,984.58 1 565-BBJN 10GBASE-T 4 PORT IO MODULE PAIR $3,564.00 $874.87 8 470-ADUG 3M 10G CAT6 ETHERNET CABLE QTY 2 $968.00 $237.60 Hardware Subtotal $343,861.00 $84,409.54
Software
1 528-BTZK PowerStore Base SW $0.00 $0.00
Software Subtotal $0.00 $0.00
Services
1 886-6573 ProDeploy Plus PowerStore 5XX T $10,910.25 $10,910.25 Services Subtotal $10,910.25 $10,910.25
Maintenance
1 876-3336 Dell Hardware Limited Warranty $1,096.98 $269.29 1 876-3702 Prosupport Plus Mission Critical 4-Hour 7x24 Onsite Service with Emergency Dispatch 3 Years
$2,510.00 $616.14
1 876-3704 Prosupport Plus Mission Critical 4-Hour 7x24 Onsite Service with Emergency Dispatch 2 Years Extended
$3,456.00 $848.37

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Tailor Made | PowerStore 500T

Qty Part # Description Total List Total Price
1 876-3707 Prosupport Plus Mission Critical 7x24 Technical Support and Assistance 5 Years
$6,343.00 $1,606.67
1 951-2015 Thank you for choosing Dell ProSupport Plus. For tech support, visit //www.dell.com/contactdell
$0.00 $0.00
1 955-9041 Dell Hardware Limited Warranty Plus On Site Service Extended Year
$0.00 $0.00
14 828-4829 ProSupport Plus: Mission Critical 4-Hour 7x24 On-Site Low Capacity SSD Add-On, 5 Years
$144,060.00 $35,363.16
Maintenance Subtotal $157,465.98 $38,703.63
Total: $134,023.42

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PowerEdge R660xs Tailor Made

Qty Part # Description Total List Total Price
Hardware
4 210-BFUZ PowerEdge R660xs $9,760.00 $2,147.92
4 461-AAIG Trusted Platform Module 2.0 V5 $396.00 $87.16 4 470-AFQG 3.5" Chassis with up to 4 Hard Drives (SAS/SATA), 2 CPU, PERC11
$600.00 $132.00
4 338-CPCH Intel Xeon Silver 4510 2.4G, 12C/24T, 16GT/s, 30M Cache, Turbo, HT (150W) DDR5-4400
$5,596.00 $1,231.56
4 338-CPCH Intel Xeon Silver 4510 2.4G, 12C/24T, 16GT/s, 30M Cache, Turbo, HT (150W) DDR5-4400
$5,596.00 $1,231.56
4 379-BDCO Additional Processor Selected $0.00 $0.00
4 338-CHQT Heatsink for 2 CPU configuration (CPU less than or equal to 150W)
$489.80 $107.84
4 370-AAIP Performance Optimized $0.00 $0.00
4 370-BBRX 5600MT/s RDIMMs $0.00 $0.00
4 780-BCDI No RAID $0.00 $0.00
4 405-AAXY Dell HBA355i Controller Front $4,740.00 $1,043.16 4 750-ACFR Front PERC Mechanical Parts, front load $200.00 $44.00 4 750-AABF Power Saving Dell Active Power Controller $0.00 $0.00 4 384-BDJC Standard Fan X7 $1,196.00 $263.20
4 450-AIQX Dual, (1+1) Redundant, Hot-Plug Power Supply, 800W MM (100-240Vac)
$3,356.00 $738.60
4 330-BCBY Riser Config 1, Low Profile, 1x16 LP Slots (Gen4) + 2x8 LP Slot (Gen4), 2CPU
$888.80 $195.64
4 338-CNWJ PowerEdge R660xs Motherboard with Broadcom 5720 Dual Port 1Gb On-Board LOM, MX, MLK
$0.00 $0.00
4 540-BCOD Broadcom 57416 Dual Port 10GbE BASE-T Adapter, OCP NIC

3.0 $2,556.00 $562.52
4 325-BEUE Dell Luggage Tag, 4x3.5 $0.00 $0.00

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PowerEdge R660xs Tailor Made

Qty Part # Description Total List Total Price
4 350-BBBW No Bezel $0.00 $0.00
4 770-BCJI A11 drop-in/stab-in Combo Rails Without Cable Management Arm (A11)
$593.04 $130.52
4 340-DCZI PowerEdge R660xs Shipping $196.00 $43.16
4 340-DFKL PowerEdge R660xs, 10x2.5, 4x3.5 Long Drive Shipping Material
$396.00 $87.16
4 389-FBMC PowerEdge R660xs HS5610 Label, CCC Marking, No CE Marking, for below 1300W PSU
$0.00 $0.00
32 370-BBRN 64GB RDIMM, 5600MT/s, Dual Rank $134,496.00 $29,599.68 4 400-AXRJ 480GB SSD SATA Read Intensive 6Gbps 512e 2.5in Hot-plug AG Drive,3.5in HYB CARR, 1 DWPD
$4,559.16 $1,003.40
8 450-AALV Power Cord - C13, 3M, 125V, 15A (North America, Guam, North Marianas, Philippines, Samoa, Vietnam)
$0.00 $0.00
4 540-BBVJ Broadcom 57416 Dual Port 10GbE BASE-T Adapter, PCIe Low Profile
$2,556.00 $562.52
Hardware Subtotal $178,170.80 $39,211.60
Software
4 800-BBDM UEFI BIOS Boot Mode with GPT Partition $0.00 $0.00 4 379-BFXS Dell Connectivity Client - Enabled $0.00 $0.00 4 634-CYDF Dell Connectivity Module $0.00 $0.00
4 528-CTIJ iDRAC9, Express 16G $996.00 $219.16
4 350-BCEM No Quick Sync $0.00 $0.00
4 379-BCSF iDRAC,Factory Generated Password $0.00 $0.00 4 379-BCQX iDRAC Service Module (ISM), NOT Installed $0.00 $0.00 4 379-BCQY iDRAC Group Manager, Disabled $0.00 $0.00
4 634-CVFS Windows Server 2025 Datacenter,16CORE,FI,No MED,UnLTD VMs,NO CALs, Multi Language
$42,464.00 $9,345.36

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PowerEdge R660xs Tailor Made

Qty Part # Description Total List Total Price
4 528-DHTX Windows Server 2025 Datacenter,16CORE,DF Recovery Image, Multi Lang, (Downgrade not included)
$0.00 $0.00
4 528-DHVF Windows Server 2025 Datacenter,No Media,WS2019 DC Downgrade DF Media, Multi Language
$0.00 $0.00
4 634-CVBN Windows Server 2025 Datacenter,No Media, WS2019 DC Downgrade w/DVD Media,Multi Lang
$124.00 $27.28
16 634-CVGG Windows Server 2025 Datacenter Edition,Add
License,2CORE,NO MEDIA/KEY
$21,472.00 $4,725.60
Software Subtotal $65,056.00 $14,317.40
Services
4 885-0610 ProDeploy Plus PowerEdge R Series 1u2u $12,915.56 $12,915.56 Services Subtotal $12,915.56 $12,915.56
Maintenance
4 892-9076 ProSupport Plus Mission Critical 7x24 Technical Support and Assistance 5 Years
$37,092.00 $8,184.52
4 892-9085 ProSupport Plus Mission Critical 4-Hour 7x24 On-Site Service with Emergency Dispatch 3 Years
$4,120.00 $906.68
4 892-9087 ProSupport Plus Mission Critical 4-Hour 7x24 On-Site Service with Emergency Dispatch 2 Years Extended
$13,140.00 $2,891.84
4 892-9164 Dell Hardware Limited Warranty Plus On-Site Service $996.00 $219.16 4 951-2015 Thank you for choosing Dell ProSupport Plus. For tech support, visit //www.dell.com/contactdell
$0.00 $0.00
4 975-3462 Dell Limited Hardware Warranty Plus Service, Extended Year (s)
$0.00 $0.00
Maintenance Subtotal $55,348.00 $12,202.20
Total: $78,646.76

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PowerSwitch S4128

Qty Part # Description Total List Total Price
Hardware
2 210-ALTI Dell EMC Switch S4128T-ON, 1U, 28 x 10Gbase-T, 2 x QSFP28, PSU to IO, 2 PSU
$41,458.00 $8,658.86
2 343-BBGC Dell EMC Networking S4100-ON Americas User Guide $12.00 $2.48 4 450-AAFH Power Cord, 125V, 15A, 10 Feet, NEMA 5-15/C13 $80.00 $16.68 Hardware Subtotal $41,550.00 $8,678.02
Software
2 619-AMJB OS10 Enterprise S4128T-ON $6,998.00 $1,461.58 Software Subtotal $6,998.00 $1,461.58
Services
2 892-3162 ProDeploy Plus Networking S Series 4xxx Switch $13,928.00 $13,928.00 Services Subtotal $13,928.00 $13,928.00
Maintenance
2 814-1524 Dell Hardware Limited Warranty 1 Year $598.00 $124.90 2 814-1592 ProSupport Plus:Mission Critical 4-Hour 7x24 On-Site Service with Emergency Dispatch,1 Year
$807.72 $168.68
2 814-1599 ProSupport Plus Mission Critical:7x24 HW/SW Technical Support and Assistance, 5 Years
$22,302.40 $4,689.80
2 814-1600 ProSupport Plus:Mission Critical 4-Hour 7x24 On-Site Service with Emergency Dispatch, 4 Years Extended
$4,163.68 $869.62
2 951-2015 Thank you for choosing Dell ProSupport Plus. For tech support, visit //www.dell.com/contactdell
$0.02 $0.02
2 975-3461 Dell Limited Hardware Warranty Extended Year(s) $0.00 $0.00 2 997-6306 Info 3rd Party Software Warranty provided by Vendor $0.00 $0.00 Maintenance Subtotal $31,019.18 $6,510.36
Total: $30,577.96

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Dell Infrastructure Refresh & Licensing

Prepared by: Prepared for:

Eastern Computer Exchange, LLC City of Hanford, CA
Quote Information:

Quote #: 14634, 9235
John Lynch
845-596-4639
[email protected]
319 N Douty St.

Hanford, CA 93230
Eric Forcey
(559) 585-4746
[email protected]
Version: 1
Proposal Date: 07/1/2025
Expiration Date: 07/31/2025
Quote Summary

Description Amount
Tailor Made | PowerStore 500T $134,023.42
PowerEdge R660xs Tailor Made $78,646.76
PowerSwitch S4128 $30,577.96
OMNIA NCPA 01-143 | Contract: C000001099511
Total: $243,248.14

Terms:

Payment Terms:

Maintenance Support:

Late Payment:

Shipping:

Taxes:

30 Days
60 months

1.5% per month
Not included
Not included

City of Hanford, CA

Accepted & Agreed

Eastern Computer Exchange, LLC.

Duly Authorized Signature Duly Authorized Signature

Name Printed Name Printed

Title Title

Date Date

Taxes, shipping, handling and other fees may apply. We reserve the right to cancel orders arising from pricing or other errors.

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12.G.

AGENDA

STAFF REPORT

MEETING DATE: 7/15/2025 AGENDA SECTION: CONSENT CALENDAR

SUBJECT:

Approval of the purchase of one (1) CASE DV45E steel roller from Sequoia Equipment of Fresno, CA, in the amount $80,808.33 and Appropriation of $1,035.33 from Fleet Reserve Fund 0448 to fully fund the purchase.

RECOMMENDATION:

Recommendation:

That the City Council, by motion, approve the purchase of one (1) CASE DV45E double drum steal roller from Sequoia Equipment, in the amount of $80,808.33, appropriate an additional $1,035.33 from the Fleet Reserve Fund (0448) and declare the current steel roller as surplus and authorize the sale of steel roller #182
Recommended Motion:

1. I move to approve the purchase of one (1) CASE DV45E double drum steal roller from Sequia Equipment for the amount of $80,808.33;

2. Approve the appropriation of $1,035.33 from Fleet Reserve Fund 0448 to fully fund the purchase; and

3. Declare steel roller #182 surplus and authorize the sale of equipment #182 BACKGROUND:

The City of Hanford Street Division performs various paving projects each year, repairing failed asphalt ahead of future projects and areas of concern. The current roller was purchased in 1996 and has exceeded its expected life cycle.

The City of Hanford Fleet Service solicited bids to replace the Streets Division steel roller #183 from various vendors. The following vendors submitted complete bids. Quinn CAT submitted a bid of $98,507.50, Nixon-Elgi submitted a bid of $87,380.48 with Sequoia Equipment submitting the lowest bid at $80,808.33
The approved FY26 budget allotted $56,300 from Fleet Reserve Fund 0448 and $23,473 from Gas Tax 0044 for a total of $79,773.00 with a need to appropriate an additional $1,035.33 from Fleet Reserve Fund 0448 to fully fund this purchase.

FISCAL IMPACT:

The approved FY26 budget appropriated $56,300 from Fleet Reserve Fund 0448 and $23,473 from Gas Tax 0044 for a total of $79,773.00 for the purchase of this equipment. The cost of the purchase results in a need to appropriate an additional $1,035.33 from Fleet Reserve Fund 0448 to fully fund this purchase. Staff has reviewed both funding accounts and both can fully support this purchase.

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ATTACHMENTS:

1. Nixon-Egli Quote

2. Quinn Quote

3. Sequoia Quote

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12.H.

AGENDA

STAFF REPORT

MEETING DATE: 7/15/2025 AGENDA SECTION: CONSENT CALENDAR

SUBJECT:

Approval of the purchase and installation of a new fuel card reader in the amount of $57,870.55, from B&T Service Station Contractors.

RECOMMENDATION:

Recommendation: That the City Council, by motion, approve the purchase and installation of a new fuel card reader from B&T Service Station Contractors for $57,870.55.

Recommended Motion: I move to approve the purchase and installation of a fuel card reader from B&T Service Station Contractors for $57,870.55.

BACKGROUND:

The City of Hanford provides fuel services for all City-owned equipment and vehicles on a daily basis through a centralized fuel island. The current system used to operate this fuel island is approximately 34 years old and has exceeded its serviceable life span. This system is critical for tracking the use of diesel, gasoline, and diesel exhaust fluid (DEF) by vehicle and employee.

Fleet Services utilizes this system to maintain accurate fuel consumption records. At each fueling, staff are required to enter their assigned PIN and vehicle mileage, ensuring traceability and accountability. However, the system’s deteriorating condition poses a serious operational risk.

If the current system were to fail prior to the procurement and installation of a replacement, the City would be forced to revert to a manual entry process. This fallback method would:
• Slow down fueling operations significantly
• Introduce a higher risk of human error in data recording • Compromise the integrity of fuel usage and tank level reporting • Increase the likelihood of fuel discrepancies or mismanagement Fleet Services solicited bids from multiple vendors to replace the existing system. Only two bids were received:
• NWESTCO: $146,079.96
• B&T Service Station Contractors: $57,870.55
Both vendors were evaluated for compliance with system requirements, reliability, and installation capabilities. The large variance in pricing may be attributed to differences in equipment brand, features, warranties, and support services offered.

Due to the critical nature of this infrastructure and the risk of operational disruption, it is imperative that the City proceeds with the replacement of the fuel system without delay.

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FISCAL IMPACT:

The approved FY26 budget allotted $150,000 in Fleet Operations (0447) for the purchase and installation of a new fuel card reader and can fully support this purchase.

ATTACHMENTS:

1. Nwestco Quote

2. B&T Quote

3. Sole Source B&T

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12.I.

AGENDA

STAFF REPORT

MEETING DATE: 7/15/2025 AGENDA SECTION: CONSENT CALENDAR

SUBJECT:

Authorization to advertise for bids for the FY26 Annual Concrete Improvement Project and preauthorize the City Manager to award and execute the contract on behalf of the City to the lowest responsible bidder for an amount not to exceed $165,000.00

RECOMMENDATION:

Recommendation:

That the City Council, by motion, authorize staff to advertise for bids for the FY26 Annual Concrete Improvement Project and pre-authorize the City Manager to award and execute the contract on behalf of the City to the lowest responsible bidder.

BACKGROUND:

City of Hanford Municipal Code Section 12.20.030, as well as the California Streets and Highways Code, establishes the Duty of Property Owners to Maintain and Repair Sidewalks. Streets and Highways Code Section 5610, et seq., makes landowners responsible for maintaining public sidewalks located on or adjacent to their respective properties.

An essential duty under the Municipal Code mandates that property owners notify the City of any defects with the sidewalk adjacent to their property. Municipal Code Section 12.20.030.C. outlines the City's and the landowner's respective obligations for damaged sidewalks: "The city will assess the extent of damage upon learning of an alleged defective sidewalk. The city will, at its own cost, grind the defective sidewalk to eliminate the hazard if grinding is feasible. If grinding will not eliminate the hazard, the city shall, at the city's expense, demolish and remove the defective portion of sidewalk, and the owner will, at the owner's sole cost, replace the portion of sidewalk removed by the city. The city shall, however, provide the services described in this subsection C only if the city determines that: (1) a defective sidewalk exists; and (2) the sidewalk's defective condition was not caused by the intentional misconduct or negligence of the owner or the owner's employee, agent, invitee, or contractor.

This project will select a contractor for the Fiscal Year that will make all concrete repairs in accordance with the type of work identified in the HMC above and other locations, throughout the City, where staff have identified areas that require ADA improvements. Areas are identified by public reporting, ADA issues, and projects that require improvements to be made.

FISCAL IMPACT:

The FY26 CIP budget provides $165,000 for concrete improvements and is split between three

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funds. 0359 Storm Drain Fund for $45,000.00, 0050 TDA Transportation Funds for $60,000, 0044 Gas Tax for $60,000.

ATTACHMENTS:

None

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12.J.

AGENDA

STAFF REPORT

MEETING DATE: 7/15/2025 AGENDA SECTION: CONSENT CALENDAR

SUBJECT:

Authorization for staff to record the final subdivision map for Lunaria Tract No. 938 Unit 1A, a 51-lot subdivision located at the southeast corner of Hanford-Armona Road and 10½ Avenue.

RECOMMENDATION:

Staff recommends that the City Council authorize the recording of the final subdivision map for Lunaria Tract No. 938 Unit 1A, comprising 49 single-family residential lots, located at the southeast corner of Hanford-Armona Road and 10½ Avenue.

SUMMARY:

The final map for Lunaria Tract No. 938 Unit 1A represents the first phase of a seven-phase development on a 29.43-acre parcel. This phase subdivides the land into 49 single-family residential lots and includes a 2.89-acre park (Lot B), which will be dedicated to the City and maintained by a Community Facilities District (CFD) to be established prior to the Notice of Completion. The subdivision will be accessible from 10½ Avenue and serviced by interior public streets equipped with full improvements, including curbs, gutters, parkway landscaping, sidewalks, streetlights, and public utilities (sewer, storm drainage, electricity, and water). A storm basin (Lot A) will remain in place and be expanded to accommodate future phases to the north.

The developer, D.R. Horton CA3, Inc., a Delaware Corporation, has submitted and received approval for all required items, including:

1. An executed Subdivision Agreement, reviewed and approved by the Public Works Engineering Department.

2. A Performance Bond in the amount of $8,754,986.45, covering 100% of the cost of public improvements as outlined in the Subdivision Agreement.

3. A Labor and Materials Bond in the amount of $4,377,493.22, valued at 50% of the Performance Bond, covering salaries, benefits, and materials for public improvements.

4. A Maintenance Bond in the amount of $875,498.64, valued at 10% of the cost of public improvements, to be held for one year after recording the Notice of Completion as a warranty for the installed improvements.

5. The final subdivision map, reviewed and approved by staff.

All required documents and payments have been submitted and approved, and the final map is ready for recording.

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BACKGROUND:

The Lunaria Tract No. 938 Unit 1A subdivision is part of a larger planned development to provide residential housing and community amenities in the City. The final map has been thoroughly reviewed by City staff to ensure compliance with the Subdivision Ordinance and other applicable regulations. The Subdivision Agreement, drawn up for D.R. Horton CA3, Inc., outlines the developer’s obligations for constructing and maintaining public improvements. The Public Works Engineering Department has verified that all required bonds and fees meet City standards, ensuring that the infrastructure will be built to specification and maintained appropriately.

The dedicated park (Lot B) represents the southern half of the planned park, with the northern half to be included in Phase 2 of the seven-phase development. The full park will be dedicated to the City upon completion of each of those phases and will be maintained by the established CFD, aligning with the City’s goals for enhancing community spaces and infrastructure.

ENVIRONMENTAL REVIEW:

The project has undergone environmental review in accordance with the California Environmental Quality Act (CEQA). The proposed subdivision is consistent with the approved environmental documentation for the larger Lunaria development, and no additional environmental review is required for the recording of the final map.

FISCAL IMPACT:

The developer will cover all costs for constructing the subdivision’s public improvements. Right-of- way dedications and easements will be provided to the City at no cost. All Development Impact Fees will be assessed and collected with each parcel’s building permit, plan check, and inspection fees, ensuring no direct financial impact on the City’s budget.

ATTACHMENTS:

1. Track 938 Unit 1A- Final Map

2. Track 938 Unit 1A- Subdivision Agreement

3. Track 938 Unit 1A- Aerial Maps

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SHEET 1 OF 6

CITY OF HANFORD, COUNTY OF KINGSSTATE OF CALIFORNIACOUNTY TRACT NO. 938 - PHASE 1LUNARIA - PHASE 1A N
W. LACEY BLVDE. LACEY BLVDE. 7TH STREETE. 4TH STREETS 10 1/2 AVENUE HANFORD ARMONA RDS. 10TH AVENUES. 9TH AVENUEHOUSTON AVEHUME AVEIONA AVES. 11TH AVENUES. 12TH AVENUEMALL DR.W. 7TH ST.S. IRWIN ST.S. DOUTY ST.E. 3RD STREET DRAFT

SUBJECT TO AGENCY REVIEW
3-17-2025

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2812345252627313029364540413942384337443348354634473249 PARCEL 1____PM ____
PARCEL 4____PM____
S HARRISSTREETCARSON WAYSUNFLOWERAVENUEORCHARD DRIVEECHO LANEDIAMOND DRIVEDIAMONDDRIVED.N. 2016-22364D.N. 2017-15278 HANFORD CEMETERYDISTRICTHANFORD CEMETERY DISTRICTD.N. 2005-28510 D.N. 2024-00256D.N. 2014-08812D.N. 2021-11557D.N. 2013-11521

LOT B - PARKLOT B - PARK
LOT ASTORM BASINADJUSTED PARCEL 2LLA NO. 2023-00242024- , O.R.K.C.DESIGNATEDREMAINDER2423181920212217136147158169101112BEVERLYDRIVE TRACT 475LSP 11-68PARCEL 2____PM ____PARCEL 3____PM ____

ABBY LANESOUTHHARRISSTREET
LSP 4-77

CURVE TABLE
SHEET 2 OF 6

OVERALL BOUNDARYHANFORD-ARMONA ROAD
N
SOUTH 10 1/2 AVENUE SOUTH 10TH AVENUEHOUSTON AVENUE
CITY OF HANFORD, COUNTY OF KINGSSTATE OF CALIFORNIACOUNTY TRACT NO. 938 - PHASE 1LUNARIA - PHASE 1A

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Δ=
ΔΔΔΔ
ΔΔΔΔΔΔΔΔΔΔ
Δ

ABBY LANECARSON WAY

ORCHARD DRIVE
ΔSOUTH 10 1/2 AVENUE
Δ
BEVERLY DRIVE293036
123 31
45334835463447324945

SOUTH HARRIS STREET

LOT B - PARK
12443728
Δ6789101112

DESIGNATED REMAINDER
SHEET 3 OF 6SEE SHEET 2 FOR BASIS OF BEARINGS, OVERALL BOUNDARY, AND SHEET INDEXN CITY OF HANFORD, COUNTY OF KINGSSTATE OF CALIFORNIACOUNTY TRACT NO. 938 - PHASE 1LUNARIA - PHASE 1A N

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Δ
ΔΔ ΔΔΔ ΔΔΔΔΔΔ=ΔΔΔΔ
CARSON WAYECHO LANESOUTH 10 1/2 AVENUE
Δ Δ
272840413942384337442625Δ

BEVERLY DRIVESOUTH HARRIS STREET
2932364511
Δ 2423181920212217
13141516
12 DESIGNATED REMAINDER

LOT A - STORM BASIN
Δ
SHEET 4 OF 6SEE SHEET 2 FOR BASIS OF BEARINGS, OVERALL BOUNDARY, AND SHEET INDEX NCITY OF HANFORD, COUNTY OF KINGSSTATE OF CALIFORNIACOUNTY TRACT NO. 938 - PHASE 1LUNARIA - PHASE 1A N

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ΔΔΔΔSOUTH HARRIS STREETORCHARD DRIVESUNFLOWER AVENUEDIAMONDDRIVEDIAMONDDRIVELOT B - PARK 12 31DESIGNATED REMAINDER
ΔΔ
Δ
Δ
SOUTH 10 1/2 AVENUE56 SHEET 5 OF 6SEE SHEET 2 FOR BASIS OF BEARINGS, OVERALL BOUNDARY, AND SHEET INDEXN CITY OF HANFORD, COUNTY OF KINGSSTATE OF CALIFORNIACOUNTY TRACT NO. 938 - PHASE 1LUNARIA - PHASE 1A

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ABBY LANESOUTH HARRIS STREET

LOT A - STORM BASIN
DESIGNATED REMAINDER31
2527282930
262423

BEVERLY DRIVE

ORCHARD DRIVE
SHEET 6 OF 6SEE SHEET 2 FOR BASIS OF BEARINGS, OVERALL BOUNDARY, AND SHEET INDEXN CITY OF HANFORD, COUNTY OF KINGSSTATE OF CALIFORNIACOUNTY TRACT NO. 938 - PHASE 1LUNARIA - PHASE 1A

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12.K.

AGENDA

STAFF REPORT

MEETING DATE: 7/15/2025 AGENDA SECTION: CONSENT CALENDAR

SUBJECT:

Authorization for staff to record the final subdivision map for Stonehaven Tract No. 940, an 85-lot subdivision located at the northeast corner of West Spring Crest Drive and Stonehaven Avenue.

RECOMMENDATION:

Staff recommends that the City Council authorize the recording of the final subdivision map for Stonehaven Tract No. 940, comprising 82 single-family residential lots, located at the northeast corner of West Spring Crest Drive and Stonehaven Avenue.

SUMMARY:

The final map for Stonehaven Tract No. 940 is developed on a 12.19-acre parcel, subdividing the land into 82 single-family residential lots. The subdivision will be accessible from Aquifer Drive (12 ½ Avenue) off Hanford-Armona Road and serviced by interior public streets equipped with full improvements, including curbs, gutters, parkway landscaping, sidewalks, streetlights, and public utilities (sewer, storm drainage, electricity, and water). No storm basin will be constructed for this tract, as the stormwater capacity was calculated and incorporated into the design of the larger Tract 937 Billingsley Ranch subdivision storm basin.

The developer, D.R. Horton CA3, Inc., a Delaware Corporation, has submitted and received approval for all required items, including:

1. An executed Subdivision Agreement, reviewed and approved by the Utilities and Engineering's Engineering Department.

2. A Performance Bond in the amount of $3,611,756.53, covering 100% of the cost of public improvements as outlined in the Subdivision Agreement.

3. A Labor and Materials Bond in the amount of $1,805,878.27, valued at 50% of the Performance Bond, covering salaries, benefits, and materials for public improvements.

4. A Maintenance Bond in the amount of $361,175.65, valued at 10% of the cost of public improvements, to be held for one year after recording the Notice of Completion as a warranty for the installed improvements.

5. The final subdivision map, reviewed and approved by staff.

All required documents and payments have been submitted and approved, and the final map is ready for recordation.

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BACKGROUND:

The Stonehaven Tract No. 940 subdivision is part of a planned development to provide residential housing and community amenities in the City. The final map has been reviewed by City staff to ensure compliance with the Subdivision Ordinance and applicable regulations. The Subdivision Agreement with D.R. Horton CA3, Inc. details the developer’s responsibilities for constructing and maintaining public improvements. The Utilities and Engineering Department has confirmed that all required bonds and fees meet City standards, ensuring infrastructure is built and maintained to specifications. Landscape outlots (Lots A, B, and C) will be dedicated to the City upon completion and maintained by the established Community Facilities District (CFD), supporting the City’s goals for enhanced community spaces and infrastructure.

ENVIRONMENTAL REVIEW:

The project has undergone environmental review in accordance with the California Environmental Quality Act (CEQA). The proposed subdivision is consistent with the approved environmental documentation for the larger Stonehaven development, and no additional environmental review is required for the recording of the final map.

FISCAL IMPACT:

ATTACHMENTS:

1. Tract 940- Final Map

2. Tract 940- Subdivision Agreement

3. Tract 940- Aerial Maps

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12.L.

AGENDA

STAFF REPORT

MEETING DATE: 7/15/2025 AGENDA SECTION: CONSENT CALENDAR

SUBJECT:

Approval of the Second Reading and Adoption of Ordinance Nos. 25-03 and 25-04, thereby approving the Formation of Community Facilities District No. 2025-1 (Public Safety Services) and the Formation of Community Facilities District No. 2025-2 (Public Maintenance Services)

RECOMMENDATION:

Recommendation:

That the City Council, by motion, approve the second reading and adoption of Ordinances Nos. 25- 03 and 25-04:

Ordinance No. 25-03 of the City Council of the City of Hanford Authorizing the Levy of a Special Tax in Community Facilities District No. 2025-1 (Public Safety Services) and Ordinance No. 25-04 of the City Council of the City of Hanford Authorizing the Levy of a Special Tax in Community Facilities District No. 2025-2 (Public Maintenance Services).

Recommended Motion:

I make a motion to adopt;

1. Ordinance No. 25-03 of the City Council of the City of Hanford Authorizing the Levy of a Special Tax in Community Facilities District No. 2025-1 (Public Safety Services), and

2. Ordinance No. 25-04 of the City Council of the City of Hanford Authorizing the Levy of a Special Tax in Community Facilities District No. 2025-2 (Public Maintenance Services).

BACKGROUND:

On May 20, 2025, the City Council adopted a Resolution of Intent and Local Goals and Policies for Community Facilities Districts with the intent of forming Mello-Roos community facilities districts, CFD 2025-1 (Public Safety Services) and CFD 2025-2 (Public Maintenance Services), to finance the impact by new development on police and fire protection services, and as well as new maintenance of landscaping, lighting, parks, drainage, and streets.

The City Council held the public hearing for each CFD on July 1, 2025 to receive public testimony and property owner protests, if any, with regard to the formation of the CFDs and the levy special taxes.

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After receiving public testimony, the City Council adopted separate resolutions for each CFD (1) a Resolution of Formation forming and establishing the CFD (2) a Resolution calling a special tax election, and (3) a Resolution declaring the results of a special landowner election.

The special election for each CFD was held on July 1, 2025 and the levy of the special tax in each CFD was approved by the qualified electors. The city clerk directed the recording of a notice of special tax for each CFD and the City Council introduced an Ordinance for each CFD authorizing the levy of a special tax within the boundaries of each CFD.

ALTERNATIVES:

If the City Council has any questions concerning the second reading and adoption of the ordinances for the formation of CFD 2025-1 and/or CFD 2025-2, this item may be rescheduled until the next City Council meeting, so staff may provide the necessary backup. However, if the formation is not approved for either CFD, the conditions of approval for the affected developments would not be fulfilled and the development process would cease.

FISCAL IMPACT:

The estimated annual revenue received by the City for CFD 2025-1 (Public Safety Services) will be $90,560 which is based on the maximum special tax rates for Fiscal Year 2025/26 for an estimated 552 single family residential parcels within the Billingsley and Lunaria developments. This amount is expected to increase as development of additional property occurs within CFD 2025-1 due to annexations. The special tax for CFD 2025-1 includes an annual CPI adjustment. The process for the formation is funded by the developer and no General Fund monies are used for this effort.

The estimated annual revenue received by the City for CFD 2025-2 (Public Maintenance Services) will be $51,395 which is based on the maximum special tax rates for Fiscal Year 2025/26 for an estimated 95 single family residential parcels within the Billingsley development. This amount is expected to increase as development of additional property occurs within CFD 2025-2 due to annexations. The special tax for CFD 2025-2 includes an annual CPI adjustment. The process for the formation is funded by the developer and no General Fund monies are used for this effort.

ATTACHMENTS:

1. Ordinance No. 25-03

2. Ordinance No. 25-04

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ORDINANCE NO. 25-03

AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF HANFORD, CALIFORNIA,

LEVYING SPECIAL TAXES WITHIN THE CITY OF HANFORD COMMUNITY FACILITIES DISTRICT NO. 2025-1 (PUBLIC SAFETY SERVICES)

WHEREAS, on May 20, 2025, the City Council of the City of Hanford (the “City Council”) adopted Resolution No. 2025-10-R entitled “A Resolution of the City Council of the City of Hanford Declaring Its Intention to Establish City of Hanford Community Facilities District No. 2025-1 (Public Safety Services) and to Authorize the Levy of a Special Tax Therein to Finance Certain Services” (the “Resolution of Intention”), stating its intention to establish the City of Hanford Community Facilities District No. 2025-1 (Public Safety Services) (the “District”) to fund certain services described therein (the “Services”) pursuant to the Mello-Roos Community Facilities Act of 1982, California Government Code section 53311 et seq. (the “Act”); and
WHEREAS, notice was published as required by the Act of the public hearing called pursuant to the Resolution of Intention as to the City Council’s intention to form the District and to provide for the costs of the Services; and
WHEREAS, the Resolution of Intention called for a public hearing on the District to be held on July 15, 2025, and on this date the City Council held a public hearing, as required by the Act, relative to its decision to proceed with the formation of the District and the levy of special taxes therein; and

WHEREAS, at the public hearing all persons desiring to be heard on all matters pertaining to the formation of the District and the levy of the special taxes were heard, evidence was presented and considered by this City Council and a full and fair hearing was held; and

WHEREAS, subsequent to the close of the public hearing, this City Council adopted resolutions entitled "Resolution of Formation of the City Council of the City of Hanford to establish City of Hanford Community Facilities District No. 2025 -1 (Public Safety Services), to establish an Appropriations Limit therefor, to authorize the Levy of A Special Tax therein, and to Submit the establishment of an Appropriations Limit and the Levy of Special Taxes to the Qualified Electors thereof” (the “Resolution of Formation”), and "Resolution of the City Council of the City of Hanford calling a Special Election and submitting to the Qualified Electors of City of Hanford Community Facilities District No. 2025-1 (Public Safety Services) propositions regarding the establishm ent of an appropriations Limit and the annual Levy of a Special Tax Within the Community Facilities District", which resolutions established the District, authorized the levy of a special tax within the District, and called an election within the District on the proposition of levying a special tax within, and establishing an appropriations limit for, the District; and

WHEREAS, an election was held within the District in which the landowners approved said propositions by ballots cast in the election.

NOW, THEREFORE, BE IT ORDAINED by the City Council of the City of Hanford as follows:

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Section 1. By the passage of this Ordinance, this City Council hereby authorizes and levies special taxes within the District, pursuant to the Act, at the rate and in accordance with the rate and method of apportionment of special taxes appended as Exhibit B to the Resolution of Formation (the “Rate and Method of Apportionment”), which Resolution of Formation is by this reference incorporated herein. The Special Tax is hereby levied to pay for the Services for the District, as contemplated by the Resolution of Formation and the Rate and Method of Apportionment, commencing in fiscal year 2025- 26 and in each fiscal year thereafter.

Section 2. The Finance Director of the City or his/her designee is hereby authorized and directed each fiscal year to determine the specific special tax rate and amount to be levied for each parcel of real property within the District, in the manner and as provided in the Rate and Method of Apportionment.

Section 3. Exemptions from the levy of the Special Tax shall be as provided in the Resolution of Formation and the applicable provisions of the Act. In no event shall special taxes be levied on any parcel within the District in excess of the maximum tax specified in the Rate and Method of Apportionment.

Section 4. All of the collections of the special tax shall be used as provided for in the Act and in the Resolution of Formation, including, but not limited to, the payment of costs of providing the Services, the payment of City costs in administering the District and the costs of collecting and administering the special tax.

Section 5. The special taxes shall be collected from time to time as necessary to meet the financial obligations of the District. The special taxes will be collected in the same manner as ordinary ad valorem property taxes, and the special taxes shall have the same lien priority, and be subject to the same penalties and the same procedure and sale in cases of delinquency as provided for ad valorem taxes. In addition, the provisions of California Government Code section 53356.1 shall apply to delinquent special tax payments. The Finance Director or her designee is hereby authorized and directed to provide all necessary information to the auditor/tax collector of the County of Kings and to take all actions necessary to effect proper billing and collection of the special tax, so that the special tax shall be levied and collected in sufficient amounts and at the times necessary to satisfy the financial obligations of the District in each fiscal year.

Notwithstanding the foregoing, any special taxes that cannot be collected on the County tax roll, or are not so collected, may be collected through direct billing by the City.

Section 6. If for any reason a court with jurisdiction finds any portion of this ordinance to be invalid or finds the special tax to be inapplicable to any particular parcel, then the balance of this ordinance and the application of the special tax to the remaining parcels shall not be affected.

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Section 7. This ordinance shall take effect and be in force immediately as a tax measure; and before the expiration of fifteen (15) days after its passage the same shall be published, with the names of the members voting for and against the same, at least once in a newspaper of general circulation published and circulated in the District.

Passed and adopted by the City Council of the City of Hanford at a regular meeting being held on July 15, 2025 by the following roll call vote:

AYES:

NOES:

ABSTAIN:

ABSENT:

APPROVED

ATTEST:

Natalie Corral
City Clerk

State of California )
County of Kings ) ss
City of Hanford )
Travis Paden
MAYOR of the City of Hanford

I, Natalie Corral, City Clerk of the City of Hanford, do hereby certify the foregoing Ordinance was duly passed and adopted at a regular meeting of the City Council of the City of Hanford held on the day of , 2025.

Natalie Corral
City Clerk
City of Hanford

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ORDINANCE NO. 25-04

AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF HANFORD, CALIFORNIA,

LEVYING SPECIAL TAXES WITHIN THE CITY OF HANFORD COMMUNITY FACILITIES DISTRICT NO. 2025-2 (PUBLIC MAINTENANCE SERVICES)

WHEREAS, on May 20, 2025, the City Council of the City of Hanford (the “City Council”) adopted Resolution No. 2025-11-R entitled “A Resolution of the City Council of the City of Hanford Declaring Its Intention to Establish City of Hanford Community Facilities District No. 2025-2 (Public Maintenance Services) and to Authorize the Levy of a Special Tax Therein to Finance Certain Services” (the “Resolution of Intention”), stating its intention to establish the City of Hanford Community Facilities District No. 2025 -2 (Public Maintenance Services) (the “District”) to fund certain services described therein (the “Services”) pursuant to the Mello -Roos Community Facilities Act of 1982, California Government Code section 53311 et seq. (the “Act”); and

WHEREAS, notice was published as required by the Act of the public hearing called pursuant to the Resolution of Intention as to the City Council’s intention to form the District and to provide for the costs of the Services; and
WHEREAS, the Resolution of Intention called for a public hearing on the District to be held on July 15, 2025, and on this date the City Council held a public hearing, as required by the Act, relative to its decision to proceed with the formation of the District and the levy of special taxes therein; and

WHEREAS, subsequent to the close of the public hearing, this City Council adopted resolutions entitled "Resolution of Formation of the City Council of the City of Hanford to establish City of Hanford Community Facilities District No. 2025-2 (Public Maintenance Services), to establish an Appropriations Limit therefor, to authorize the Levy of A Special Tax therein, and to Submit the establishment of an Appropriations Limit and the Levy of Special Taxes to the Qualified Electors thereof” (the “Resolution of Formation”), and "Resolution of the City Council of the City of Hanford calling a Special Election and submitting to the Qualified Electors of City of Hanford Community Facilities District No. 2025-2 (Public Maintenance Services) propositions regarding the establishment of an appropriations Limit and the annual Levy of a Special Tax Within the Community Facilities District", which resolutions established the District, authorized the levy of a special tax within the District, and called an election within the District on the proposition of levying a special tax within, and establishing an appropriations limit for, the District; and

WHEREAS, an election was held within the District in which the landowners approved said propositions by ballots cast in the election.

NOW, THEREFORE, BE IT ORDAINED by the City Council of the City of Hanford as follows:

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Section 2. The Finance Director of the City or his/ her designee is hereby authorized and directed each fiscal year to determine the specific special tax rate and amount to be levied for each parcel of real property within the District, in the manner and as provided in the Rate and Method of Apportionment.

Notwithstanding the foregoing, any special taxes that cannot be collected on the County tax roll, or are not so collected, may be collected through direct billing by the City.

Section 7. This ordinance shall take effect and be in force immediately as a tax measure; and before the expiration of fifteen (15) days after its passage the same shall be published,

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with the names of the members voting for and against the same, at least once in a newspaper of general circulation published and circulated in the District.

Passed and adopted by the City Council of the City of Hanford at a regular meeting being held on July 15, 2025 by the following roll call vote:

AYES:

NOES:

ABSTAIN:

ABSENT:

APPROVED

ATTEST:

Natalie Corral
City Clerk

State of California )
County of Kings ) ss
City of Hanford )
Travis Paden
MAYOR of the City of Hanford

Natalie Corral
City Clerk
City of Hanford

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12.M.

AGENDA

STAFF REPORT

MEETING DATE: 7/15/2025 AGENDA SECTION: CONSENT CALENDAR

SUBJECT:

Adoption of Resolution No. 25-41-R, 25-42-R, and 25-43-R establishing the Fiscal Year 2025-2026 tax levy amount for Community Facilities Districts 2022-01, 2025-1, and 2025-2

RECOMMENDATION:

Recommendation: That the City Council, by motion, approve Resolution Numbers 25-41-R, 25-42-R, and 25-43-R which establishes the Fiscal Year 2025-2026 tax levy amount for Community Facilities District 2022-01, 2025-1, and 2025-2.

Recommended Motion: I move to approve Resolution Numbers 25-41-R, 25-42-R, and 25-43-R.

BACKGROUND:

On July 1, 2025, the City Council approved the formation of two new Community Facilities Districts (CFDs)—CFD No. 2025-1 (Public Safety Services) for Billingsley Ranch and Lunaria and CFD No. 2025-2 (Public Maintenance Services) for Billingsley Ranch—in addition to the previously established CFD No. 2022-01 (Live Oak). Annual approval by City Council is required to continue the levy of special taxes for these CFDs.

CFD No. 2022-01 (Live Oak), established by Resolution 22-11-R, provides funding for the maintenance of improvements within its boundaries, including parks, street lighting, stormwater systems, and landscaping. The Rate and Method of Apportionment (RMA) allows for annual tax adjustments based on the Consumer Price Index (CPI), with a minimum increase of 3.5% and a maximum of 6%. The CPI increase from 2024 to 2025 was 2.40%; therefore, the minimum adjustment applies, resulting in an FY26 tax rate of $1,008 per developed residential parcel and undeveloped parcel with a recorded Final Map (up from $974 in FY25). Approval of Resolution 25-41- R will authorize this levy and direct submission to the Kings County Tax Collector.

CFD No. 2025-1 (Public Safety Services) for Billingsley Ranch and Lunaria, established by Resolution 25-19-R, provides funding for police and fire protection services. Its Rate and Method of Apportionment (RMA) specifies an annual tax adjustment based on the greater of 4% or the CPI increase. The FY26 tax rate is $164 per developed detached residential parcel for which a building permit was issued. Approval of Resolution 25-42-R will authorize this levy and direct submission to the Kings County Tax Collector.

CFD No. 2025-2 (Public Maintenance Services) for Billingsley Ranch, established by Resolution 25- 22-R, provides funding for the maintenance of improvements within its boundaries, including parks, street lighting, stormwater systems, and landscaping. Like CFD 2025-1, its Rate and Method of

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Apportionment (RMA) requires annual adjustments based on the greater of 4% or the CPI increase.

The FY26 tax rate is $541 per detached residential parcel for which a building permit was issued.

Approval of Resolution 25-43-R will authorize this levy and direct submission to the Kings County Tax Collector.

FISCAL IMPACT:

2022-01 (Live Oak)
It is projected that the one thousand eight dollar ($1,008.00) tax for FY26 Live Oak CFD will generate approximately two hundred seventy-five thousand one hundred eighty-four dollars ($275,184.00) in assessment revenue to pay the CFD’s expenses.

2025-1 (Public Safety Services) Billingsley Ranch and Lunaria It is projected that the one hundred sixty-four dollar ($164.00) tax for FY26 2025-1 (Public Safety Services) CFD will generate approximately three thousand one hundred sixteen dollars ($3,116.00) in assessment revenue to pay for the CFD's expenses.

2025-2 (Public Maintenance Services) Billingsley Ranch
It is projected that the five hundred forty-one dollar ($541.00) tax for FY26 2025-2 (Public Maintenance Services) CFD will generate approximately ten thousand two hundred seventy-nine dollars ($10,279.00) in assessment revenue to pay for the CFD's expenses.

ATTACHMENTS:

1. 22-11-R (2022-01)

2. 25-41-R (2022-01)

3. 25-19-R (2025-1)

4. 25-42-R (2025-1)

5. 25-22-R (2025-2)

6. 25-43-R (2025-2)

7. 2022-01 CFD Report (Live Oak)

8. 2025-1 CFD Report (Public Safety Services)

9. 2025-2 CFD Report (Public Maintenance Services)

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1 RESOLUTION NO. 25-41-R

A RESOLUTION THE CITY COUNCIL OF THE CITY OF HANFORD, CALIFORNIA,

TO LEVY SPECIAL TAXES WITHIN
COMMUNITY FACILITIES DISTRICT NO. 2022-01 (LIVE OAK)
At a regular meeting of the City Council of the City of Hanford, duly called and held on July 15, 2025, at 7:00 p.m., it was moved by Council Member _________________, and seconded by Council Member ____________________, and duly carried that the following resolutions be adopted:

WHEREAS, Community Facilities District 2022-01 (Live Oak) (“CFD”) was established under Resolution 22-11-R pursuant to the Mello-Roos Community Facilities Act of 1982, as amended (“Act”), Chapter 2.5 of Part 1 of Division 2 of Title 5, commencing at Section 53311, of the California Government Code; and
WHEREAS, the City Council of the City of Hanford (“City Council”) previously adopted Ordinance 22-04, under which it authorized and levied special taxes upon parcels within the CFD’s boundaries; and
WHEREAS, it is necessary that the City Council levy special taxes during the 2025-2026 tax year upon parcels within the CFD pursuant to Section 53340 of the California Government Code (“Section 53340”); and
WHEREAS, pursuant to Section 53340(b), the City Council may, by resolution, provide for the levy of special taxes in the current and future tax years on parcels of taxable property within the CFD at the same rate or lower rate provided by Ordinance 22-04 if such resolution is adopted and a certified list of all parcels subject to the special taxes being levied is filed with the Kings County Department of Finance (“County”) on or before the tenth (10th) day of August of each tax year, or later with prior consent of the County; and
WHEREAS, Section 53340 permits the City Council to authorize a City official to file the certified list of parcels subject to the CFD special taxes with the County, and the City Council desires to authorize the City’s Finance Director to do so for the 2025-2026 tax year, and all subsequent tax years; and
WHEREAS, the rates of the special taxes that will be levied on the taxable parcels within the CFD will not exceed the rates that are authorized by Ordinance 22-04 and Resolution 22-11- R; and
WHEREAS, the special taxes identified herein are calculated based upon the estimated cost of services to be provided by the CFD and are not based upon property valuation.

NOW, THEREFORE, BE IT RESOLVED , the Maximum Special Tax for the CFD for tax year 2025-2026 shall be one thousand eight dollars ($1,008.00) per: (i) residential Developed Property (as defined in Resolution 22-11-R); and (ii) residential Final Mapped Property (as defined in Resolution 22-11-R).

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2 BE IT FURTHER RESOLVED, the tax year 2025-2026 special taxes levied on each residential Developed Property and each residential Final Mapped Property identified in the attached Exhibit “A,” which is incorporated herein by reference, shall be one thousand eight dollars ($1,008.00) per parcel.

BE IT FURTHER RESOLVED, the special taxes levied hereunder shall be collected in the same manner as ordinary ad valorem property taxes and shall be subject to the same penalties and the same procedure, sale, and lien priority in case of delinquency as is provided for ad valorem taxes.

BE IT FURTHER RESOLVED, the City’s Director of Finance is authorized and directed to file a true and correct copy of this Resolution with the County on or before the tenth (10th) day of August, or later with the prior consent of the County, together with a request that the special taxes be collected on the tax bills with the ordinary ad valorem property taxes to be levied on and collected from the owners of the parcels listed in the attached Exhibit “A.”

BE IT FURTHER RESOLVED, City staff is hereby authorized and directed to take all such necessary and further actions to carry out the directives and requirements of this Resolution.

BE IT FURTHER RESOLVED, this Resolution shall become effective upon its adoption.

PASSED, ADOPTED AND APPROVED this 15th day of July, 2025 by the following vote:

AYES: ________________________________________________________________________ NOES: ________________________________________________________________________ ABSTAIN: ____________________________________________________________________ ABSENT: _____________________________________________________________________

Approved: _______________________________

TRAVIS PADEN
MAYOR
Attest:

________________________

NATALIE CORRAL

CITY CLERK

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3 STATE OF CALIFORNIA)
COUNTY OF KINGS ) ss

CITY OF HANFORD )

I, Natalie Corral, City Clerk of the City of Hanford, do hereby certify the foregoing Resolution was duly passed and adopted at a regular meeting of the City Council of the City of Hanford held on the 15th day of July, 2025.

Date:

City Clerk

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EXHIBIT “A”

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Column A = 12 Spaces (APN)
Column B = $ Amount of Assessment
Column C = Tax Code(5 spaces)
Live Oak 2022-01
0115700010001008.0050640
0115700020001008.0050640
0115700030001008.0050640
0115700040001008.0050640
0115700050001008.0050640
0115700060001008.0050640
0115700070001008.0050640
0115700080001008.0050640
0115700090001008.0050640
0115700100001008.0050640
0115700110001008.0050640
0115700120001008.0050640
0115700130001008.0050640
0115700140001008.0050640
0115700150001008.0050640
0115700160001008.0050640
0115700170001008.0050640
0115700180001008.0050640
0115700190001008.0050640
0115700200001008.0050640
0115700210001008.0050640
0115700220001008.0050640
0115700230001008.0050640
0115700240001008.0050640
0115700250001008.0050640
0115700260001008.0050640
0115700270001008.0050640
0115700280001008.0050640
0115700290001008.0050640
0115700310001008.0050640
0115700320001008.0050640
0115700330001008.0050640
0115700340001008.0050640
0115700350001008.0050640
0115700360001008.0050640
0115700370001008.0050640
0115700380001008.0050640
0115700390001008.0050640
0115700400001008.0050640
0115800010001008.0050640
0115800020001008.0050640
0115800030001008.0050640
0115800040001008.0050640
0115800050001008.0050640
0115800060001008.0050640
0115800070001008.0050640
0115800080001008.0050640
0115800090001008.0050640
0115800100001008.0050640
0115800110001008.0050640

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0115800120001008.0050640
0115800130001008.0050640
0115800140001008.0050640
0115800150001008.0050640
0115800160001008.0050640
0115800170001008.0050640
0115800180001008.0050640
0115800190001008.0050640
0115800200001008.0050640
0115800210001008.0050640
0115800220001008.0050640
0115800230001008.0050640
0115800240001008.0050640
0115800250001008.0050640
0115800260001008.0050640
0115800270001008.0050640
0115800280001008.0050640
0115800290001008.0050640
0115800300001008.0050640
0115800310001008.0050640
0115800320001008.0050640
0115800330001008.0050640
0115800340001008.0050640
0115800350001008.0050640
0115800360001008.0050640
0115800370001008.0050640
0115800380001008.0050640
0115800390001008.0050640
0115800400001008.0050640
0115800410001008.0050640
0115800420001008.0050640
0115800430001008.0050640
0115800440001008.0050640
0115800450001008.0050640
0115800460001008.0050640
0115800470001008.0050640
0115800480001008.0050640
0115800490001008.0050640
0115800500001008.0050640
0115800510001008.0050640
0115800520001008.0050640
0115800530001008.0050640
0115800540001008.0050640
0115800550001008.0050640
0115800560001008.0050640
0115800570001008.0050640
0115800580001008.0050640
0115800590001008.0050640
0115800600001008.0050640
0115800610001008.0050640
0115900010001008.0050640
0115900040001008.0050640
0115900050001008.0050640
0115900060001008.0050640
0115900070001008.0050640
0115900080001008.0050640

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0115900090001008.0050640
0115900100001008.0050640
0115900110001008.0050640
0115900120001008.0050640
0115900130001008.0050640
0115900140001008.0050640
0115900150001008.0050640
0115900160001008.0050640
0115900170001008.0050640
0115900180001008.0050640
0115900190001008.0050640
0115900200001008.0050640
0115900210001008.0050640
0115900240001008.0050640
0115900250001008.0050640
0115900260001008.0050640
0115900270001008.0050640
0115900280001008.0050640
0115900290001008.0050640
0115900300001008.0050640
0115900310001008.0050640
0115900320001008.0050640
0115900330001008.0050640
0115900340001008.0050640
0115900350001008.0050640
0115900360001008.0050640
0115900370001008.0050640
0115900380001008.0050640
0115900390001008.0050640
0115900400001008.0050640
0115900410001008.0050640
0115900420001008.0050640
0115900430001008.0050640
0115900440001008.0050640
0115900450001008.0050640
0115900460001008.0050640
0115900470001008.0050640
0115900480001008.0050640
0115900490001008.0050640
0115900500001008.0050640
0115900510001008.0050640
0115900520001008.0050640
0115900530001008.0050640
0115900540001008.0050640
0115900550001008.0050640
0115900560001008.0050640
0115900570001008.0050640
0115900580001008.0050640
0115900590001008.0050640
0115900600001008.0050640
0115900610001008.0050640
0115900620001008.0050640
0115900630001008.0050640
0115900640001008.0050640
0115900650001008.0050640
0115900660001008.0050640

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0115900670001008.0050640
0115900680001008.0050640
0115900690001008.0050640
0115900700001008.0050640
0115900710001008.0050640
0115900720001008.0050640
0116000010001008.0050640
0116000020001008.0050640
0116000030001008.0050640
0116000040001008.0050640
0116000050001008.0050640
0116000060001008.0050640
0116000070001008.0050640
0116000080001008.0050640
0116000100001008.0050640
0116000110001008.0050640
0116000120001008.0050640
0116000130001008.0050640
0116000140001008.0050640
0116000150001008.0050640
0116000160001008.0050640
0116000170001008.0050640
0116000180001008.0050640
0116000190001008.0050640
0116000200001008.0050640
0116000210001008.0050640
0116000220001008.0050640
0116000230001008.0050640
0116000240001008.0050640
0116000250001008.0050640
0116000260001008.0050640
0116000270001008.0050640
0116000280001008.0050640
0116000290001008.0050640
0116000300001008.0050640
0116000310001008.0050640
0116000320001008.0050640
0116000330001008.0050640
0116000340001008.0050640
0116000350001008.0050640
0116000360001008.0050640
0116000370001008.0050640
0116000400001008.0050640
0116000410001008.0050640
0116000420001008.0050640
0116000430001008.0050640
0116000440001008.0050640
0116000460001008.0050640
0116000470001008.0050640
0116000480001008.0050640
0116000490001008.0050640
0116000500001008.0050640
0116000510001008.0050640
0116000520001008.0050640
0116000530001008.0050640

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EXHIBIT “B”

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Services Financed by CFD Special Tax
* * * * *
Community Facilities District No. 2022-01 (Live Oak) (“CFD”) will finance, in whole or in part, the direct and indirect costs of the following services (“services” shall have the meaning given to that term in the Mello-Roos Community Facilities Act of 1982), including all related administrative costs and expenses, and reserves for the replacement of improvements, facilities, and equipment.

Parks

Maintenance, including servicing, repair, improvement, replacement, and removal of parks and park amenities, including, without limitation, landscaping, buildings, sports fields, sports courts, playground equipment, play courts, play structures, picnic tables, lighting, drinking fountains, restrooms, barbeques, and other park improvements and amenities within the CFD’s boundaries. Maintenance also includes, without limitation, cleaning and removal of graffiti and payment of electric, water, and other utility costs.

Street Lighting

Maintenance, including, without limitation, servicing, repair, improvement, replacement, and removal of street light improvements, including, without limitation, poles, fixtures, conduits, equipment, guys, anchors, posts, pedestals, and metering devices, within the CFD’s boundaries.

Maintenance also includes cleaning and removal of graffiti and payment of electric, water, and other utility costs.

Stormwater Facilities

Maintenance, including, without limitation, servicing, repair, improvement, replacement, and removal of stormwater drainage facilities within the CFD’s boundaries (includes, without limitation, field inspections, record keeping, cost of permits, and regulatory fees, environmental mitigation monitoring, reporting, vegetation management and weed abatement, and removal of silt, sediment, trash, and debris). Maintenance also includes cleaning and removal of graffiti and payment of electric, water, and other utility costs.

Landscaping and Other Public Improvements

Maintenance, including servicing, repair, improvement, replacement, and removal of parkways, landscape setbacks, landscaped areas, landscaped roadway medians, open space, publicly owned masonry walls, fences, monuments, and features, trails, walking and bicycle paths, etc. Maintenance also includes, without limitation, cleaning and removal of graffiti and payment of electric, water, and other utility costs.

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Additional Costs and Expenses

In addition, the following costs will also be financed by the special taxes levied within the CFD and will be allocated to each improvement described above based upon their pro rata share of needed administrative costs, operating reserves, and capital reserves, and actual or estimated delinquencies:

1. Administrative expenses, including, without limitation, the costs incurred to determine, levy, and collect and enforce the special taxes, compensation of City of Hanford employees for administrative work performed in relation to the CFD, the fees of consultants and legal counsel, the costs of collecting special tax installments on general tax rolls, preparation of required reports, and all other costs incurred in the administration and operation of the CFD by the City of Hanford;

2. Any amounts needed for CFD operating reserves and capital reserves;

3. Amounts deposited into a sinking fund for services that could not otherwise be funded in any given fiscal year; and

4. Any amounts needed to cure actual and estimated delinquencies in special taxes for the future, current, and previous fiscal year

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1 RESOLUTION NO. 25-42-R

A RESOLUTION THE CITY COUNCIL OF THE CITY OF HANFORD, CALIFORNIA,

TO LEVY SPECIAL TAXES WITHIN
COMMUNITY FACILITIES DISTRICT NO. 2025-1 (PUBLIC SAFETY SERVICES) At a regular meeting of the City Council of the City of Hanford, duly called and held on July 15, 2025, at 7:00 p.m., it was moved by Council Member _________________, and seconded by Council Member ____________________, and duly carried that the following resolutions be adopted:

WHEREAS, Community Facilities District 2025-1 (Public Safety Services) (“CFD”) was established under Resolution 25-19-R pursuant to the Mello-Roos Community Facilities Act of 1982, as amended (“Act”), Chapter 2.5 of Part 1 of Division 2 of Title 5, commencing at Section 53311, of the California Government Code; and
WHEREAS, the City Council of the City of Hanford (“City Council”) previously adopted Ordinance 25-03, under which it authorized and levied special taxes upon parcels within the CFD’s boundaries; and
WHEREAS, it is necessary that the City Council levy special taxes during the 2025-2026 tax year upon parcels within the CFD pursuant to Section 53340 of the California Government Code (“Section 53340”); and
WHEREAS, pursuant to Section 53340(b), the City Council may, by resolution, provide for the levy of special taxes in the current and future tax years on parcels of taxable property within the CFD at the same rate or lower rate provided by Ordinance 25-03 if such resolution is adopted and a certified list of all parcels subject to the special taxes being levied is filed with the Kings County Department of Finance (“County”) on or before the tenth (10th) day of August of each tax year, or later with prior consent of the County; and
WHEREAS, Section 53340 permits the City Council to authorize a City official to file the certified list of parcels subject to the CFD special taxes with the County, and the City Council desires to authorize the City’s Finance Director to do so for the 2025-2026 tax year, and all subsequent tax years; and
WHEREAS, the rates of the special taxes that will be levied on the taxable parcels within the CFD will not exceed the rates that are authorized by Ordinance 25-03 and Resolution 25-19- R; and
WHEREAS, the special taxes identified herein are calculated based upon the estimated cost of services to be provided by the CFD and are not based upon property valuation.

NOW, THEREFORE, BE IT RESOLVED , the Maximum Special Tax for the CFD for tax year 2025-2026 shall be one hundred sixty-four dollars ($164.00) per: (i) detached residential Developed Property (as defined in Resolution 25-19-R).

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2 BE IT FURTHER RESOLVED, the tax year 2025-2026 special taxes levied on each detached residential Developed Property and each residential Final Mapped Property identified in the attached Exhibit “A,” which is incorporated herein by reference, shall be one hundred sixty- four dollars ($164.00) per parcel.

BE IT FURTHER RESOLVED, City staff is hereby authorized and directed to take all such necessary and further actions to carry out the directives and requirements of this Resolution.

BE IT FURTHER RESOLVED, this Resolution shall become effective upon its adoption.

PASSED, ADOPTED AND APPROVED this 15th day of July, 2025 by the following vote:

Approved: _______________________________

TRAVIS PADEN
MAYOR
Attest:

________________________

NATALIE CORRAL

CITY CLERK

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3 STATE OF CALIFORNIA)
COUNTY OF KINGS ) ss

CITY OF HANFORD )

Date:

City Clerk

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EXHIBIT “A”

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Column A = 12 Spaces (APN)
Column B = $ Amount of Assessment
Column C = Tax Code(5 spaces)
011630001000 164.00 50639
011630027000 164.00 50639
011630028000 164.00 50639
011630029000 164.00 50639
011630030000 164.00 50639
011630031000 164.00 50639
011630032000 164.00 50639
011630033000 164.00 50639
011630034000 164.00 50639
011630035000 164.00 50639
011630036000 164.00 50639
011630037000 164.00 50639
011630053000 164.00 50639
011630054000 164.00 50639
011630055000 164.00 50639
011630074000 164.00 50639
011630075000 164.00 50639
011630076000 164.00 50639
011630077000 164.00 50639
Billingsley-2025-01

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EXHIBIT “B”

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Services Financed by CFD Special Tax
* * * * *
Community Facilities District No. 2025-01 (Billingsly Ranch-Public Safety) (“CFD”) will finance, in whole or in part, the direct and indirect costs of the following services (“services” shall have the meaning given to that term in the Mello-Roos Community Facilities Act of 1982), including all related administrative costs and expenses, and reserves for the replacement of improvements, facilities, and equipment.

Police Services

Estimated and reasonable costs of providing police services, including but not limited to (i) the costs of contracting for police, (ii) the salaries and benefits of City staff, if the City directly provides police services, (iii) the expense related to equipment, apparatus and supplies related to these services and authorized by the Act and (iv) City overhead costs associated with providing such services within the City.

Fire Protection Services

Estimated and reasonable costs of providing fire protection services, including but not limited to (i) the costs of contracting for fire personnel, (ii) the salaries and benefits of City staff, if the City directly provides fire protection services, (iii) the expense related to equipment, apparatus, and supplies related to these services and authorized by the Act and (iv) City overhead costs associated with providing such services.

Additional Costs and Expenses

In addition, the cost of the services shall include incidental expenses, including but not limited to, the costs associated with forming the CFD, determination of the amount of the Special Taxes, collection of the Special Taxes, payment of the Special Taxes and costs incurred in order to carry out the authorized purposed of the CFD.

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1 RESOLUTION NO. 25-43-R

A RESOLUTION THE CITY COUNCIL OF THE CITY OF HANFORD, CALIFORNIA,

TO LEVY SPECIAL TAXES WITHIN
COMMUNITY FACILITIES DISTRICT NO. 2025-2 (PUBLIC MAINTENANCE

SERVICES-BILLINGSLEY RANCH)
At a regular meeting of the City Council of the City of Hanford, duly called and held on July 15, 2025, at 7:00 p.m., it was moved by Council Member _________________, and seconded by Council Member ____________________, and duly carried that the following resolutions be adopted:

WHEREAS, Community Facilities District 2025-2 (Billingsley Ranch-Public Maintenance Services) (“CFD”) was established under Resolution 25-22-R pursuant to the Mello- Roos Community Facilities Act of 1982, as amended (“Act”), Chapter 2.5 of Part 1 of Division 2 of Title 5, commencing at Section 53311, of the California Government Code; and WHEREAS, the City Council of the City of Hanford (“City Council”) previously adopted Ordinance 25-04, under which it authorized and levied special taxes upon parcels within the CFD’s boundaries; and
WHEREAS, it is necessary that the City Council levy special taxes during the 2025-2026 tax year upon parcels within the CFD pursuant to Section 53340 of the California Government Code (“Section 53340”); and
WHEREAS, pursuant to Section 53340(b), the City Council may, by resolution, provide for the levy of special taxes in the current and future tax years on parcels of taxable property within the CFD at the same rate or lower rate provided by Ordinance 25-04 if such resolution is adopted and a certified list of all parcels subject to the special taxes being levied is filed with the Kings County Department of Finance (“County”) on or before the tenth (10th) day of August of each tax year, or later with prior consent of the County; and
WHEREAS, Section 53340 permits the City Council to authorize a City official to file the certified list of parcels subject to the CFD special taxes with the County, and the City Council desires to authorize the City’s Finance Director to do so for the 2025-2026 tax year, and all subsequent tax years; and
WHEREAS, the rates of the special taxes that will be levied on the taxable parcels within the CFD will not exceed the rates that are authorized by Ordinance 25-04 and Resolution 25-22- R; and
WHEREAS, the special taxes identified herein are calculated based upon the estimated cost of services to be provided by the CFD and are not based upon property valuation.

NOW, THEREFORE, BE IT RESOLVED , the Maximum Special Tax for the CFD for tax year 2025-2026 shall be five hundred forty-one dollars ($541.00) per: (i) detached residential Developed Property (as defined in Resolution 25-22-R).

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2 BE IT FURTHER RESOLVED, the tax year 2025-2026 special taxes levied on each detached residential Developed Property and each residential Final Mapped Property identified in the attached Exhibit “A,” which is incorporated herein by reference, shall be five hundred forty- one dollars ($541.00) per parcel.

BE IT FURTHER RESOLVED, City staff is hereby authorized and directed to take all such necessary and further actions to carry out the directives and requirements of this Resolution.

BE IT FURTHER RESOLVED, this Resolution shall become effective upon its adoption.

PASSED, ADOPTED AND APPROVED this 15th day of July, 2025 by the following vote:

Approved: _______________________________

TRAVIS PADEN
MAYOR
Attest:

________________________

NATALIE CORRAL

CITY CLERK

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3 STATE OF CALIFORNIA)
COUNTY OF KINGS ) ss

CITY OF HANFORD )

Date:

City Clerk

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EXHIBIT “A”

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Column A = 12 Spaces (APN)
Column B = $ Amount of Assessment
Column C = Tax Code(5 spaces)
011630001000 541.00 50638
011630027000 541.00 50638
011630028000 541.00 50638
011630029000 541.00 50638
011630030000 541.00 50638
011630031000 541.00 50638
011630032000 541.00 50638
011630033000 541.00 50638
011630034000 541.00 50638
011630035000 541.00 50638
011630036000 541.00 50638
011630037000 541.00 50638
011630053000 541.00 50638
011630054000 541.00 50638
011630055000 541.00 50638
011630074000 541.00 50638
011630075000 541.00 50638
011630076000 541.00 50638
011630077000 541.00 50638
Billingsley-2025-02

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EXHIBIT “B”

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Services Financed by CFD Special Tax
* * * * *
Community Facilities District No. 2025-02 (Billingsly Ranch-Public Maintenance Services) (“CFD”) will finance, in whole or in part, the direct and indirect costs of the following services (“services” shall have the meaning given to that term in the Mello-Roos Community Facilities Act of 1982), including all related administrative costs and expenses, and reserves for the replacement of improvements, facilities, and equipment.

Parks

Maintenance, including the estimated and reasonable costs of providing public park maintenance for, within, or associated with the City or the CFD, including but not limited to (i) the costs of contracting for park maintenance services, including trees, plant material, restrooms, irrigation systems, sidewalks, drainage facilities, weed control, lighting and parking lot maintenance, (ii) the salaries and benefits of City staff, including maintenance staff, that directly provide park maintenance services, (iii) the expense related to equipment , apparatus, and supplies related to these services and authorized by the Act, (iv) utility costs such as water, sewer, lighting and power and (v) City overhead costs associated with providing such services.

Landscaping and Lighting

Maintenance, including the labor, material, administration, personnel, equipment and utilities (i.e. water and power) necessary to maintain public landscaping and lighting improvements for, within, or associated with the CFD, including trees, turf, ground cover, shrubs, weed removal, irrigation systems, sidewalk, drainage facilities, lighting, signs, monuments, graffiti removal, walkways and associated appurtenant facilities located with, or associated with the CFD.

Drainage

Maintenance, including, labor, material, testing, reporting, remediation, permitting, general administration, personnel, equipment and utilities necessary to maintain public drainage improvements for, within or associated with the CFD, including drain inlets, filters, detention basin, storm drain pipeline, and associated appurtenant facilities located within, or associated with the CFD.

Street

Maintenance, including labor, material, administration, personnel, equipment and utilities necessary to maintain public streets, streetlights, and associated appurtenant facilities for, within, or associated with the City or the CFD, including City overhead costs associated with providing such services with the CFD.

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Additional Costs and Expenses

The cost of the services shall include incidental expenses, including but not limited to, the costs associated with forming the CFD, determination of the amount of the Special Taxes, collection of the Special Taxes, payment of the Special Taxes, and costs incurred in order to carry out authorized purposes of the CFD.

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February 1, 2022

CITY OF HANFORD
PROPOSED COMMUNITY FACILITIES DISTRICT NO. 2022-01

CFD SPECIAL TAX ANALYSIS
Prepared by: DTA
(LIVE OAK)

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CFD SPECIAL TAX SUMMARY

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CITY OF HANFORD

SPECIAL TAX SUMMARY
Table 1: Special Tax Summary
Amount
CFD Special Tax Requirement at CFD Build-out (2022 Dollar) Annual Maintenance Costs [1] $1,102,148
Annualized Replacement Costs [2] $16,658
CFD Administrative Expenses $35,000
Grand Total $1,153,806
Development Assumptions
Total Residential Homes at CFD Build-out 1,286
Taxable Acres 297
Initial Maximum Special Tax Rate (Fiscal Year 2022-23)
Per Residential Home $897
Per Commercial Acre [3] $3,885
Annul Increase in Maximum Special Tax
Minimum Allowed 3.50%
Maximum Allowed 6.00%
Notes:
[1] See Table 2 below.
[2] See Table 3 below.
[3] Based on the projected taxable acres.
* All Figures subject to roundin g

PROPOSED COMMUNITY FACILITIES DISTRICT
NO. 2022-01 (LIVE OAK)
Description

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CITY OF HANFORD

SPECIAL TAX SUMMARY

PROPOSED COMMUNITY FACILITIES DISTRICT
NO. 2022-01 (LIVE OAK)
Table 2: Annual Maintenance Cost Estimates
Costs [1]
Masonry Walls $16,006
Concrete Walk $26,766
Street Lights - 70 Watt Electrolier $28,700
Street Lights - 100 Watt Electrolier $6,068
Street Lights - 150 Watt Electrolier $6,888
Landscape - Streetscape $326,145
Landscape - Median $7,784
Landscape - Park Area $234,442
Landscape - Basin $241,786
Landscape - Outlots $100,434
Water Usage - Streetscape $38,370
Water Usage - Median $916
Water Usage - Park Area $27,581
Water Usage - Basin $28,445
Water Usage - Outlots $11,816
Grand Total $1,102,148
Notes:
[1] Cost estimates at the CFD build-out in 2022 dollar.

Source: NorthStar Engineering Group, Inc.
* All Figures subject to roundin g
Table 3: Replacement Cost Estimates
Costs [1]
Total Annualized
Replace Every 50 Years
Masonry Walls $40,018 $800
Concrete Walk $80,297 $1,606
Subtotal $120,315 $2,406
Replace Every 25 Years
Landscape - Streetscape $143,888 $5,756
Landscape - Median $2,289 $92
Landscape - Park Area $137,907 $5,516
Landscape - Basin $25,535 $1,021
Landscape - Outlots $46,672 $1,867
Subtotal $356,292 $14,252
Grand Total $476,607 $16,658
Notes:
[1] Cost estimates at the CFD build-out in 2022 dollar.

Source: NorthStar Engineering Group, Inc.
* All Figures subject to roundin g
Description
Description

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CFD CASH FLOWS

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CFD Cash Flow Draft - Unaudited Page 1
FISCAL YEAR TOTAL 2022-23 2023-24 2024-25 2025-26 2026-27 2027-28 2028-29 I. Projected Sources of Funds
Annual CFD Special Taxes $327,296,811 $89,721 $219,752 $434,838 $664,738 $886,366 $1,085,693 $1,236,867 Reserve Fund $3,636,213 $0 $0 $0 $0 $0 $0 $0
-------------------------------------------- --------------- ------------ ------------ ------------ ------------ ------------ ------------ ------------ Total Sources of Funds $330,933,024 $89,721 $219,752 $434,838 $664,738 $886,366 $1,085,693 $1,236,867 II. Projected Uses of Funds
CFD Administrative Expenses [1] $3,523,672 $35,000 $35,350 $35,704 $36,061 $36,421 $36,785 $37,153 CFD Services Costs
Maintenance Costs [2]
Masonry Walls $4,551,398 $515 $1,944 $4,501 $7,235 $10,155 $13,271 $15,857 Concrete Walk $7,618,082 $1,172 $3,979 $8,401 $13,128 $18,176 $23,561 $27,629 Street Lights $11,856,757 $1,847 $6,245 $13,138 $20,507 $28,375 $36,768 $43,080 Landscape $259,033,462 $33,885 $121,334 $268,976 $426,805 $595,352 $775,174 $918,507 Water Usage $30,474,529 $3,986 $14,275 $31,644 $50,212 $70,041 $91,197 $108,060 Replacement Costs [3]
Masonry Walls (Every 50 Years) $284,901 $0 $0 $0 $0 $0 $0 $0 Concrete Walk (Every 50 Years) $564,856 $0 $0 $0 $0 $0 $0 $0 Landscape (Every 25 Years) $3,596,159 $0 $0 $0 $0 $0 $0 $0 Reserve Fund Replenishment [4] $9,429,209 $13,316 $36,625 $72,473 $110,790 $127,846 $108,936 $86,581 -------------------------------------------- --------------- ------------ ------------ ------------ ------------ ------------ ------------ ------------ Total Uses of Funds $330,933,024 $89,721 $219,752 $434,838 $664,738 $886,366 $1,085,693 $1,236,867 [1] Annual escalation at 1.00%.
[2] Annual escalation at 3.50%.
[3] Annual escalation at 3.50%.
[4] Not to exceed 20.00% of annual CFD
services costs.

Annual Surplus/(Deficit) $0 $0 $0 $0 $0 $0 $0 $0
III. Reserve Fund
Beginning Fund Balance NA $0 $13,316 $49,941 $122,414 $233,203 $361,050 $469,986 Budgeted Fund Replenishment NA $13,316 $36,625 $72,473 $110,790 $127,846 $108,936 $86,581 Use of Fund NA $0 $0 $0 $0 $0 $0 $0
-------------------------------------------- --------------- ------------ ------------ ------------ ------------ ------------ ------------ ------------ Projected Ending Fund Balance NA $13,316 $49,941 $122,414 $233,203 $361,050 $469,986 $556,566 Desired Reserve Fund Balance [5] NA $20,702 $73,888 $163,331 $258,944 $361,050 $469,986 $556,566 Desired Reserve Funded Percentage NA 64.32% 67.59% 74.95% 90.06% 100.00% 100.00% 100.00% [5] Equals to 50.00% of annual CFD
services costs.

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CFD Cash Flow Draft - Unaudited Page 2
FISCAL YEAR TOTAL 2022-23 2023-24 2024-25 2025-26 2026-27 2027-28 2028-29 IV. Maximum Special Tax Rate [6]
"Rate" per Developed Dwelling Unit NA $897 $929 $961 $995 $1,030 $1,066 $1,103 "Rate" per Final Mapped Residential Lot NA $897 $929 $961 $995 $1,030 $1,066 $1,103 [6] Increases annually at minimum
allowed 3.50%.

V. Maximum Special Taxes
Developed Dwelling Units $328,392,282 $50,243 $170,864 $361,377 $565,017 $782,468 $1,014,450 $1,190,023 Final Mapped Residential Lots $1,139,718 $39,477 $126,291 $157,622 $190,992 $225,474 $138,528 $116,907 -------------------------------------------- --------------- ------------ ------------ ------------ ------------ ------------ ------------ ------------ Total Maximum Special Taxes $329,532,000 $89,721 $297,154 $518,999 $756,008 $1,007,943 $1,152,977 $1,306,930 VI. Projected Special Taxes
Developed Dwelling Units $326,753,701 $50,243 $170,864 $361,377 $565,017 $782,468 $1,014,450 $1,190,023 Final Mapped Residential Lots $543,109 $39,477 $48,888 $73,461 $99,721 $103,898 $71,243 $46,844 -------------------------------------------- --------------- ------------ ------------ ------------ ------------ ------------ ------------ ------------ Total Projected Special Taxes NA $89,721 $219,752 $434,838 $664,738 $886,366 $1,085,693 $1,236,867 VII. Projected Special Tax Rate
"Rate" per Developed Dwelling Unit NA $897 $929 $961 $995 $1,030 $1,066 $1,103 "Rate" per Final Mapped Residential Lot NA $897 $359 $448 $519 $474 $548 $442 VIII. Developed Dwelling Units
Live Oak East NA 56 152 248 344 440 536 567
Live Oak West NA 0 32 128 224 320 416 512
-------------------------------------------- --------------- ------------ ------------ ------------ ------------ ------------ ------------ ------------ Total Developed Dwelling Units NA 56 184 376 568 760 952 1,079 IX. Final Mapped Residential Lots
Live Oak East NA 44 65 86 107 127 31 0
Live Oak West NA 0 71 78 85 92 99 106
-------------------------------------------- --------------- ------------ ------------ ------------ ------------ ------------ ------------ ------------ Total Final Mapped Residential Lots NA 44 136 164 192 219 130 106

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CFD Cash Flow Draft - Unaudited Page 3

FISCAL YEAR
I. Projected Sources of Funds
Annual CFD Special Taxes
Reserve Fund
--------------------------------------------
Total Sources of Funds
II. Projected Uses of Funds
CFD Administrative Expenses [1]
CFD Services Costs
Maintenance Costs [2]
Masonry Walls
Concrete Walk
Street Lights
Landscape
Water Usage
Replacement Costs [3]
Masonry Walls (Every 50 Years)
Concrete Walk (Every 50 Years)
Landscape (Every 25 Years)
Reserve Fund Replenishment [4]
--------------------------------------------
Total Uses of Funds
[1] Annual escalation at 1.00%.
[2] Annual escalation at 3.50%.
[3] Annual escalation at 3.50%.
[4] Not to exceed 20.00% of annual CFD
services costs.

Annual Surplus/(Deficit)
III. Reserve Fund
Beginning Fund Balance
Budgeted Fund Replenishment
Use of Fund
--------------------------------------------
Projected Ending Fund Balance
Desired Reserve Fund Balance [5]
Desired Reserve Funded Percentage
[5] Equals to 50.00% of annual CFD
services costs.
2029-30 2030-31 2031-32 2032-33 2033-34 2034-35 2035-36 2036-37 $1,383,113 $1,519,342 $1,572,519 $1,627,557 $1,684,522 $1,743,480 $1,801,140 $1,854,437 $0 $0 $0 $0 $0 $0 $0 $0
------------ ------------ ------------ ------------ ------------ ------------ ------------ ------------ $1,383,113 $1,519,342 $1,572,519 $1,627,557 $1,684,522 $1,743,480 $1,801,140 $1,854,437 $37,525 $37,900 $38,279 $38,662 $39,048 $39,439 $39,833 $40,232 $18,245 $20,781 $21,815 $22,579 $23,369 $24,187 $25,033 $25,909 $31,127 $34,836 $36,479 $37,756 $39,077 $40,445 $41,860 $43,325 $48,488 $54,222 $56,773 $58,760 $60,816 $62,945 $65,148 $67,428 $1,047,059 $1,183,485 $1,241,043 $1,284,479 $1,329,436 $1,375,966 $1,424,125 $1,473,969 $123,183 $139,234 $146,005 $151,115 $156,404 $161,878 $167,544 $173,408 $0 $0 $0 $0 $0 $0 $0 $0
$0 $0 $0 $0 $0 $0 $0 $0
$0 $0 $0 $0 $0 $0 $0 $0
$77,485 $48,885 $32,126 $34,207 $36,371 $38,620 $37,596 $30,165 ------------ ------------ ------------ ------------ ------------ ------------ ------------ ------------ $1,383,113 $1,519,342 $1,572,519 $1,627,557 $1,684,522 $1,743,480 $1,801,140 $1,854,437 $0 $0 $0 $0 $0 $0 $0 $0
$556,566 $634,051 $682,936 $715,062 $749,269 $785,639 $824,259 $861,855 $77,485 $48,885 $32,126 $34,207 $36,371 $38,620 $37,596 $30,165 $0 $0 $0 $0 $0 $0 $0 $0
------------ ------------ ------------ ------------ ------------ ------------ ------------ ------------ $634,051 $682,936 $715,062 $749,269 $785,639 $824,259 $861,855 $892,020 $634,051 $716,279 $751,057 $777,344 $804,551 $832,711 $861,855 $892,020 100.00% 95.35% 95.21% 96.39% 97.65% 98.99% 100.00% 100.00%

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CFD Cash Flow Draft - Unaudited Page 4

FISCAL YEAR
IV. Maximum Special Tax Rate [6]
"Rate" per Developed Dwelling Unit
"Rate" per Final Mapped Residential Lot
[6] Increases annually at minimum
allowed 3.50%.

V. Maximum Special Taxes
Developed Dwelling Units
Final Mapped Residential Lots
--------------------------------------------
Total Maximum Special Taxes
VI. Projected Special Taxes
Developed Dwelling Units
Final Mapped Residential Lots
--------------------------------------------
Total Projected Special Taxes
VII. Projected Special Tax Rate
"Rate" per Developed Dwelling Unit
"Rate" per Final Mapped Residential Lot
VIII. Developed Dwelling Units
Live Oak East
Live Oak West
--------------------------------------------
Total Developed Dwelling Units
IX. Final Mapped Residential Lots
Live Oak East
Live Oak West
--------------------------------------------
Total Final Mapped Residential Lots
2029-30 2030-31 2031-32 2032-33 2033-34 2034-35 2035-36 2036-37 $1,141 $1,181 $1,223 $1,266 $1,310 $1,356 $1,403 $1,452 $1,141 $1,181 $1,223 $1,266 $1,310 $1,356 $1,403 $1,452 $1,341,257 $1,501,620 $1,572,519 $1,627,557 $1,684,522 $1,743,480 $1,804,502 $1,867,659 $126,706 $17,722 $0 $0 $0 $0 $0 $0
------------ ------------ ------------ ------------ ------------ ------------ ------------ ------------ $1,467,963 $1,519,342 $1,572,519 $1,627,557 $1,684,522 $1,743,480 $1,804,502 $1,867,659 $1,341,257 $1,501,620 $1,572,519 $1,627,557 $1,684,522 $1,743,480 $1,801,140 $1,854,437 $41,855 $17,722 $0 $0 $0 $0 $0 $0
------------ ------------ ------------ ------------ ------------ ------------ ------------ ------------ $1,383,113 $1,519,342 $1,572,519 $1,627,557 $1,684,522 $1,743,480 $1,801,140 $1,854,437 $1,141 $1,181 $1,223 $1,266 $1,310 $1,356 $1,401 $1,442 $377 $1,181 $0 $0 $0 $0 $0 $0
567 567 567 567 567 567 567 567
608 704 719 719 719 719 719 719
------------ ------------ ------------ ------------ ------------ ------------ ------------ ------------ 1,175 1,271 1,286 1,286 1,286 1,286 1,286 1,286
0 0 0 0 0 0 0 0
111 15 0 0 0 0 0 0
------------ ------------ ------------ ------------ ------------ ------------ ------------ ------------ 111 15 0 0 0 0 0 0

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Hanford City CouncilJuly 15, 2025

Hanford City Council
July 15, 2025